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4000 Personnel

Click below to view policies regarding Personnel.

4000 Concepts and Roles in Personnel

Through its personnel policies, the Board of Education wishes to establish conditions that will attract and hold the highest qualified personnel who will devote themselves to the education and welfare of our students.

To keep its personnel policies and the corresponding administrative regulations in the highest state of effectiveness to achieve the above purposes, the Superintendent of Schools is directed to establish the procedures needed.

Adopted: December 7, 1987
Reviewed: March 15, 2016

4010 Affirmative Action

It is the commitment of the West Hartford Board of Education that all persons be provided equal employment opportunities and conditions, regardless of race, color, sex, sexual orientation, gender identification or expression, age, religion, ancestry, marital status, national origin, or disability except in the case of a bona fide occupational qualification or need.

Further, the District shall make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless the accommodation would impose undue hardship on the operation of the business of the District.

Legal Reference: Connecticut General Statutes:
10-153 Discrimination on account of marital status
46a-60 Discriminatory employment practices prohibited.
46a-81a Discrimination on the basis of sexual orientation Affirmative Action Plan – West Hartford Public Schools Title VII, Civil Rights Act 42 U.S.C. 2000e, et seq.

Adopted: December 7, 1987
Revised: June 4, 2013
Revised: April 19, 2016

4011 Assurances - Sexual Harassment

The Board of Education is committed to safeguarding the right of all employees within the school district to a work environment that is free from all forms of sexual harassment. Therefore, the Board condemns all unwelcome behavior of a sexual nature which is either designed to extort sexual favors from an employee as a term or condition of employment, or which has the purpose or effect of creating an intimidating, hostile, or offensive working environment. The Board also strongly opposes any retaliatory behavior against complainants or any witnesses.

Any employee who believes that he or she has been subjected to sexual harassment should report the alleged misconduct immediately so that the appropriate corrective action may be taken at once. In the absence of a victim’s complaint, the Board, upon learning of, or having reason to suspect, the occurrence of any sexual misconduct, will ensure that an investigation is promptly commenced by appropriate individuals.

The Superintendent of Schools is directed to regularly update specific procedures on reporting, investigating, and remedying allegations of sexual harassment.

A copy of this policy and its accompanying regulation are to be distributed to all supervisory and non-supervisory personnel and posted in appropriate places.

Legal Reference:
Civil Rights Act of 1964, Title VII,
42 U.S.C. S2000-e2(a) 42 U.S.C. §2000(e) (Title VII)
29 CFR Para. 1604.11 (EEOC)
Connecticut General Statutes:
46a-60 Discriminatory employment practices prohibited.

Adopted: December 6, 1993
Revised: April 19, 2016

4012 Assurances - Discipline

No employee will be disciplined (i.e. reprimanded, suspended, or denied an increment), reduced in rank or compensation, or deprived of any professional advantage without just cause.

Adopted: December 7, 1987
Reviewed: March 15, 2016

4013 Assurances - Association Membership

No employee shall suffer any professional disadvantage by reason of the employee’s membership in an employee association or participation in its lawful activities.

Adopted: December 7, 1987
Reviewed: March 15, 2016

4014 Assurances - Grievances

The Superintendent will provide procedures for alleged violations of board policies, of administrative regulations, or unfair employment practices, and school system operations in general when not otherwise covered in employee organization agreements.

Legal Reference: Connecticut General Statutes:
10-151 Employment of teachers . . .
46a-60 Discriminatory employment practices prohibited.
46a-82 Complaint: Filing
46a-89 Petition for temporary injunctive relief
46a-95 Enforcement by Superior Court of order of presiding officer . . .

Adopted: December 7, 1987
Reviewed: March 15, 2016

4020 Employee Smoking and Other Tobacco Use

In accordance with the law and to promote staff health and well-being, the Board of Education prohibits all employees from smoking or using tobacco or tobacco products or from using electronic nicotine delivery systems or vapor products (that may or may not include nicotine) anywhere in school buildings and buses, on school grounds, in the vicinity of the school, or at school-sponsored activities.

Tobacco includes, but is not limited to, cigarettes, cigars, snuff, smoking tobacco, or smokeless tobacco. Nicotine includes, but is not limited to, nicotine, nicotine delivery systems or vapor products, chemicals, or devices that produce the same flavor or physical effect of nicotine substances.

This policy is not intended to prohibit the use of smoking cessation products such as skin patches, lozenges, and gum.

Legal reference: Connecticut General Statutes:
19a-342 Smoking Prohibited

Adopted:  October 5, 1987
Revised:   May 5, 2015

4030 Recruitment and Selection

The Superintendent of Schools shall be responsible for the selection, assignment, promotion, and tenure of all certified and non-certified personnel of the West Hartford Public Schools.

The Board of Education intends to employ and retain the best qualified teachers and other personnel. This shall be accomplished through careful consideration of qualifications, merit selection, adequate salary schedules, and other forward-looking personnel policies.

(cf. 4010 – Affirmative Action)

Legal Reference: Connecticut General Statutes:
10-151 Employment of teachers. Notice and hearing on termination of contract
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited.

Adopted: December 7, 1987
Reviewed: March 15, 2016

4040 Nepotism; Employment of Relatives

Board of Education members and school administrators, in order to avoid both the reality and appearance of conflict of interest, will immediately make public any relationship the Board members or administrators have with any possible candidate for a position for which the Board member or administrator must give approval or has influence in such appointment.

A Board member shall not vote on any action of the Board which will directly affect a member of the immediate family of the member.

Individuals shall not be appointed to any full-time, part-time, or temporary position which would create a supervisor/employee relationship within any one department between two individuals who are related by blood, marriage, or law.

As used in this policy, the word “Department” shall mean and include those levels of organization under the Superintendent’s office into which the various structural areas of operation of the school district are divided.

In the event of marriage between employees of the district, creating a relationship which violates this policy, one of the persons affected must transfer to a location compatible with policy provisions, or in cases of refusal to transfer, be terminated from that location by the end of the school/fiscal year or within six months from the date the relationship was established, whichever is the greater period.

The degrees of relationship included in the above restrictions are as follows:

  • By Blood: Parent, child, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece, first cousin
  • By Marriage: Husband, wife, stepparent, stepchild, father-in-law, mother-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, half-sister, half-brother, uncle, aunt, nephew, niece
  • By Law: Guardianship relationships, adoptive parent/child relationships

In the appointment and selection of new employees, the district shall adhere to this policy. All current supervisor/employee relationships established prior to the adoption of this policy will not be affected by this policy as long as they remain in present assignments.

Legal Reference: Connecticut General Statutes:
7-479 Conflicts of Interest

Adopted: December 7, 1987
Revised: February 21, 2018

4050 Assignment

The assignment of all personnel in the West Hartford Public Schools shall be the responsibility of the Superintendent of Schools. In accordance with Policy 4030 of this manual, the Superintendent shall make these assignments for the best educational interest of the school system.

These assignments shall be made in accordance with 4010 of the Board policy and without regard to membership or activity in any labor organization.

Legal Reference: Connecticut General Statutes:
10-151 Employment of teachers . . .

Adopted: December 7, 1987
Reviewed: June 6, 2017

4070 Employee Drug Policy

The Board is committed to providing a drug-free* work place. Therefore, the use, possession, or distribution of alcohol or drugs by employees is prohibited in the work place. 

*includes alcohol

Policy adopted: July 10, 1989

4080 Public Communication

Personnel Certified/Non Certified

The Board of Education recognizes and respects the First Amendment Rights of its employees and acknowledges that its employees have the right to speak out on matters of public concern through any and all media, including social media. The Board of Education also recognizes that inappropriate content authored by employees can interfere with the educational process. Therefore, West Hartford Public school employees who engage in any public communication, including social media, should be aware that any use which interferes with the educational mission of the district, breaches confidentiality obligations of school district employees, or harms the goodwill and reputation of the school district in the community is not acceptable.

Policy Presented: June 1, 2010
Adopted: September 7, 2010

4080-R Use of Social Media

Personnel—Certified/Non-Certified

Public Communications

Use of Social Media

Employees are to maintain appropriate professional boundaries. For example, it is not appropriate for a teacher or an administrator to “friend” a student or otherwise establish special relationships with selected students through personal social media. It is not appropriate for an employee to give students access to personal postings unrelated to school. There can be no preferential relationship for some students and not others.

An employee in mentioning, discussing or referencing the Board of Education, the school district or its individual schools, programs or teams on personal social networking sites, should be aware of Board Policy 4080, which states “The Board of Education recognizes and respects the First Amendment Rights of its employees and acknowledges that its employees have the right to speak out on matters of public concern through any and all media, including social media. The Board of Education also recognizes that inappropriate content authored by employees can interfere with the educational process. Therefore, West Hartford Public school employees who engage in any public communication, including social media, should be aware that any use which interferes with the educational mission of the district, breaches confidentiality obligations of school district employees, or harms the goodwill and reputation of the school district in the community is not acceptable.”

Employees are required to use appropriately respectful speech in their personal social media posts and to refrain from inappropriate communications. Such posts reflect poorly on the school district’s reputation and can affect the educational process.

All posts on personal social media must comply with the Board of Education’s policies concerning confidentiality, including the confidentiality of student information. Employees must refrain from mentioning students by name on personal social networking sites.

An employee may not link a personal social media site or webpage to the Board of Education’s website or the websites of individual schools, programs or teams; or post Board of Education material on a social media site or webpage.

Rules Concerning District-Sponsored Social Media Activity

If an employee wishes to use Facebook or other similar social media sites to communicate meetings, activities, games, responsibilities, announcements, etc., for a school-based club, a school-based activity, an official school-based organization, or an official sports team, the employee must also comply with the following rules:

  • Approval for the establishment of such a site must be obtained from the district.
  • The employee must set up the club, etc., as a group list which will be "closed and moderated."
  • Members will not be established as "friends," but as members of the group list.
  • Anyone who has access to the communications conveyed through the site may only gain access by the permission of the employee (e.g. teacher, administrator, supervisor or coach). Persons desiring to access the page may join only after the employee invites them and allows them to join.
  • Parents shall be permitted to access any site that their child has been invited to join.
  • Access to the site may only be permitted for educational purposes related to the club, activity, organization or team.
  • The employee responsible for the site will monitor it regularly and will report any violation to a supervisor immediately.
  • The administration shall be permitted access to any site established by the employee for a school-related purpose.

An employee may not link a district-sponsored social media site or webpage to any personal social media sites or sites not sponsored by the school district.

An employee may not use district-sponsored social media communications for private financial gain, political, commercial, advertisement, proselytizing or solicitation purposes.

An employee may not use district-sponsored social media communications in a manner that misrepresents personal views as those of the Board of Education, individual school or school district, or in a manner that could be construed as such.

Disciplinary Consequences

Violation of this policy may lead to discipline up to and including the termination of employment.

Created: January 2012

4090 Employee Use of Technology

Personnel Certified/Non Certified

The West Hartford School system provides and maintains an extensive technology network that is intended solely for the purpose of enhancing the education of our students.  Email communication between teachers and students, and teachers and parents, is an important part of a collaborative learning environment.  All staff members will exclusively use their district-provided employee email account when communicating by email with students and parents.  Staff members may also utilize their teacher/department/team webpages and district-provided online resources to post information for students.

West Hartford Public Schools’ technology shall not be used for the creation, publication, posting, or distribution of any personal and/or non-school related written, visual, and/or audio correspondence or materials.


Adopted:  June 15, 2010
Revised:  May 5, 2015

4110 Contract

Personnel - Certified

Contract of Employment

A contract shall be issued to all regular teachers. The superintendent of schools shall be authorized to sign contracts, and teachers shall be allowed a reasonable length of time to sign and return the contract to the superintendent's office. Contracts shall be invalid if a teacher fails to hold a teaching certificate or subjects taught for the period covered by said contract. 

An interim contract shall be issued to all teachers employed in the same assignment for forty or more consecutive days. 

Legal Reference: Connecticut General Statutes 
10-145 Certificate necessary to employment
Renewal
10-145b Provisional and standard teaching certificates
10-151 Employment of teachers. Notice and hearing on termination of or failure to renew contract. Appeal
31-126 Unfair employment practices

Policy adopted: December 7, 1987

4120 Personnel Records

Personnel – Certified/Non-Certified

Personnel Records

Personnel records on all current employees shall be kept in the Human Resources Office.

A file shall be kept for all resigned or retired employees, including such essential information as shall seem appropriate to the administration.

All personnel files will be considered confidential and will not be available to persons other than the employee and those authorized by the Superintendent.

All written materials filed (except for third party reports or recommendations) shall be made available for inspection by the employee involved at an off-duty time in the presence of an administrator. Employees shall be notified of any evaluations, additions, or changes in their personnel file. Upon request, an employee will be provided a copy of supervisory records and reports of competencies, personal character and efficiency maintained in said employee’s personnel file as a guide to evaluation of performance.

Legal Reference: Connecticut General Statutes:
1-19b Agency administration. Disclosure of personnel and tax records. Judicial records and proceedings
10-151a Access of teacher to supervisory records and reports in personnel file

Adopted: December 21, 1987
Reviewed: June 6, 2017

4130 Dismissal/Suspension

Personnel - Certified

Dismissal/Suspension

Dismissal

No certified employee shall be dismissed from the service of the school system without cause. Procedures for termination shall be those itemized in C.G.S. 10-151(b). 

Suspension

A certified employee may be suspended by the board of education for an alleged or actual violation of any of the reasons for termination in C.G.S. 10-151(d). The superintendent may suspend an employee pending board action when, in the opinion of the superintendent, continuation of the employee in the position presents a clear danger to the students, staff, property or reputation of the school system, or to the employee. 

Legal Reference: Connecticut General Statutes
10-151. Employment of teachers. Notice and hearing on termination of contract. 
46a-60. Discriminatory employment practices prohibited. 

Policy adopted: December 7, 1987

4140 Professional Development

Personnel - Certified

Staff Development

“Staff development” is viewed by the Board of Education (Board) as a continuous systemic effort to improve educational programs in this school district through (1) staff involvement in organized program planning, implementation and evaluation efforts, and (2) activities to upgrade the skills, knowledge, and ability of educators to improve student learning.

Each certified employee shall annually participate in a program of professional development, of not fewer than eighteen hours in length, of which a preponderance is in a small group or individual group settings. The professional development program shall:

  1. be a comprehensive, sustained, and intensive approach to improving teacher and administrator effectiveness in increasing knowledge and achievement;
  2. focus on refining and improving various effective teaching methods that are shared between and among educators;
  3. foster collective responsibility for improved student performance; and
  4. be comprised of professional learning that is aligned with state student academic achievement standards, conducted among educators and facilitated by principals, coaches, mentors, and distinguished educators or other appropriate teachers, occurs frequently on an individual basis or among groups of teachers and includes a repository or best practices for teaching methods developed by educators within each school.

Staff development experiences, made available by the Board directly, shall be guided by activities designed to:

  • improve the integration of reading instruction, literacy and numeracy enhancement and cultural awareness into instructional practice,
  • include strategies to improve English language learner instruction into instructional practice,
  • improve teacher and administrator practice based on general results and findings from teacher evaluations reported by the Superintendent or his/her designee,
  • be comprehensive, sustained, and intensive enough to improve teacher and administrator effectiveness in raising student performance,
  • be aligned with state student academic achievement standards,
  • foster collective responsibility for improved student performance.

Teachers must constantly review curricular content, teaching methods and materials, educational philosophy and goals, social change, and other topics related to education to enhance the capabilities of educators to improve student learning. The Board of Education recognizes that it shares with its certified staff responsibility for the upgrading and updating of teacher performance and skills. The Board of Education and teachers’ organizations support the principles of continuing training of teachers and the improvement of instruction.

The Board, in order to determine its professional development program seeking the advice and assistance of teachers, shall establish a professional development and evaluation committee, consisting of certified employees, including representatives of the exclusive bargaining representative for such employees. Committee membership shall consist of at least one representative from each of the teachers’ and administrators’ unions and other school personnel the Board deems appropriate. The duties of the committee shall include, but not be limited to, participation in the development of a teacher evaluation and support program for the District, the development, evaluation and annual updating of a comprehensive local professional development plan, in fulfillment of the statutes, for certified employees of the District. Such plan shall (1) be directly related to the educational goals proposed by the Board pursuant to C.G.S. 10-220(b), (2) be developed in full consideration of the priorities and needs related to student outcomes as determined by the State Board of Education, and (3) provide for the ongoing and systemic assessment and improvement of both teacher evaluation and professional development of the Board’s professional staff members, including personnel management and evaluation training or experiences for administrators, shall be related to general and special student needs and may include provisions concerning career incentives and parent involvement.

Staff development activities should respond directly to the educational needs of the student body, including, (a) content areas such as language arts, including reading, writing, speaking, listening, viewing and enacting; math, social studies and science; (b) methodological areas such as motivation, teaching techniques, including the use of computers in the classroom and classroom management; and second language acquisition and (c) affective areas of interpersonal relations of students and faculty, student growth and development and staff communication, problem solving, and decision making. The in-service program shall fulfill all applicable statutory requirements, especially those delineated in C.G.S. 10-220a.

The Board will allow any paraprofessional or noncertified employee of the District to participate, on a voluntary basis, in any in-service training program provided to certified staff on those topics mandated per C.G.S. 10-220a, subsection (a)

The District, as required, will participate in compliance audits of the professional development program, as required and conducted by the State Department of Education.

The Superintendent is to report annually to the Board of Education on the professional development program and its effect with recommendations for changes as needed.

Professional Development Pertaining to Teacher Evaluations and Support Program

Prior to any evaluation conducted under the teacher evaluation and support program contained within P.A. 12-116, as amended, An Act Concerning Educational Reform, the Board shall provide training for all evaluators and orientation to all certified District employees relating to the provisions of such teacher evaluation and support program. Such training shall provide instruction to evaluators in how to conduct proper performance evaluations prior to the use of the new evaluation and support program. Such orientation shall be completed by all certified personnel, below the rank of Superintendent, before the certified employee receives an evaluation under the teacher evaluation and support program.

Legal Reference: Connecticut General Statutes:
10-27 Exchange of professional personnel and students.
10-220a In-service training. (amended by PA 04-227, PA 08-160, June 19 Special Session, Public Act 09-1 and PA 10-91 and PA 12-116. An Act Concerning Educational Reform, PA 13-145, An Act Concerning Revision to the Education Reform Act of 2012 and PA 15-215, An Act Concerning Various Revisions and Additions to the Education Statutes).
10-153b Selection of teachers’ representatives.
10-226f Coordinator of intergroup relations.
10-226g Intergroup relations training for teachers.
10-145b Teaching certificates (as amended by PA 01-173).
10-151(b) Employment of teachers. Definitions. Tenure, etc. (as amended by PA 12-116, An Act Concerning Educational Reform).

Adopted: December 21, 1987
Revised: June 7, 2016

4150 Exchange Teaching

The Board of Education recognizes that teacher exchange programs provide an excellent means of bringing about cultural exchange and understanding. The best interests of the West Hartford Public Schools shall constitute the basis for participation in these programs.

Adopted: December 7, 1987
Reviewed: May 17, 2016

4160 Publication or Creation of Materials; Copyrights and Patents

Publication or Creation of Materials

Staff members are encouraged to contribute professional articles and news items to local, state, and national agencies. As a matter of professional ethics, all professional articles should be cleared through the office of the Superintendent of Schools in the event that the school system or any of its separate departments is mentioned.

The school system retains the right to legal claim on all products created by its employees on the job with the assistance of school system funds.

Copyrights and Patents

The Board of Education recognizes that staff members under contract to the school system may, in carrying out their professional responsibilities, develop patentable or copyrightable educational materials for use in the school program. It is understood by the Board of Education and the staff members that such materials developed as part of regular employment are equally the properties of the school system and the employees.

The school system retains the right to legal claim on all products created by its employees on the job with the assistance of school system funds.

Adopted: December 7, 1987
Revised: February 21, 2018

4170 Tutoring/Counseling

Tutoring - Counseling

It is the Board’s policy that teachers’ responsibility for educating students extends past the last minute of the classroom day and that students requiring additional assistance be rendered such during the school year in a reasonable fashion. Therefore, no West Hartford teacher shall receive any remuneration during the school year from the parents of such students that they teach.

Private Counseling

The private counseling of West Hartford students by certified West Hartford professionals is prohibited in that such private contact could be in conflict with professional duties and may put the professional in an adversarial position with the school district.

Adopted: December 7, 1987
Reviewed: May 2, 2017

4180 Moving Expenses

Personnel - Certified

Employee-Related Accommodations

Moving Expenses of Teachers

Reimbursement of moving expenses may be made to personnel with established households entering the system, the amount to be left to the discretion of the Superintendent of Schools at the time of the initial employment.

Adopted: December 7, 1987
Reviewed: May 17, 2016

4190 Insurance/Health and Welfare Benefits

Personnel – Certified/Non-Certified

Insurance/Health and Welfare Benefits

Insurance

  1. Liability Protection for Employees: As provided by law, the Board of Education shall protect and save harmless any member of the Board of any teachers or other employee thereof or any member of its supervisory or administrative staff, from financial loss and expense arising out of any claim, demand, suit, or judgment by reason of alleged negligence or other act resulting in accidental bodily injury to or death of any person, or without the school building, provided such teacher, member, or employee, at the time of the accident resulting in such injury, damage or destruction, was acting in the discharge of his/her duties within the scope of his/her employment or under the direction of the Board of Education.
     
  2. Liability Insurance: The Board of Education shall cause the town director of finance to insure against any liability imposed upon it by the General Statutes, in an insurance company organized in this state.

    All accidents shall be reported in writing to the Superintendent on forms provided.

Worker’s Compensation

Injury leave, as distinguished from sick leave, shall mean paid leave given to an employee due to absence from duty caused by an accident or injury that occurred while the employee was engaged in the performance of his/her duties. Employees of the Board are covered by Worker’s Compensation Insurance, and are paid stated amounts due to injuries sustained on the job.

Legal Reference: Connecticut General Statutes:
10-235 Indemnification of teachers, board members, employees and certain volunteers and students in damage suits; expenses of litigation
10-236a Indemnification of educational personnel assaulted in the line of duty
52-557b “Good Samaritan law.” Immunity from liability for emergency medical assistance, first aid or medication by injection. School personnel not required to administer or render. Immunity from liability re: automatic external defibrillators.

Adopted: December 7, 1987
Reviewed: February 6, 2018

4210 Substitute Teachers

Personnel – Certified – Temporary/Part-Time

Substitute Teachers

A substitute teacher shall be a person who has earned a Bachelor’s Degree, is fully qualified to instruction in our schools, and who is employed for short periods of time in the absence of the regular teacher.

Suitable programs for training, assigning, orienting, and evaluating the work of substitute teachers shall be provided by the certified staff under the direction of the Superintendent.

Rates of compensation for substitute teachers will be set by the Board of Education.

It will be the responsibility of the Principal or his/her designee to assign a substitute to fill any vacancy created by the temporary absence of a regular staff member. The substitute teacher will be selected from a list of approved substitutes.

Retired teachers may be employed as substitute teachers without jeopardizing their retirement salary within the limits as prescribed by law.

Legal Reference: Connecticut General Statutes:
10-183v Reemployment of teachers.
10-145a Certificates of qualifications for teachers, as amended by PA 11-27, An Act Concerning Substitute Teachers. June 19 Special Session, PA 09-1, An Act Implementing the Provisions of the Budget Concerning Education, Authorizing State Grant Commitments for School Building Projects and Making Changes to the Statutes Concerning School Building Projects and Other Education Statutes. (Section 48) PA 09-6 September Special Session

Adopted: December 7, 1987
Revised: June 7, 2016

4220 Student Teachers/Internships

Personnel – Certified – Temporary/Part Time

Student Teachers/Interns

Student Teachers

The Board of Education endorses participation in undergraduate student teaching programs with colleges and universities for the purpose of training competent future teachers. Student teachers will be accepted on a limited basis and placed according to availability of competent cooperating teachers

The Board of Education authorizes the Superintendent of Schools to create appropriate procedures for the selection and supervision of these teachers.

Legal Reference : Connecticut General Statutes:
10-221d Criminal history records checks of school personnel. Fingerprinting. Termination or dismissed. (as amended by PA 01-173, PA 04-181 and June 19 Special Session, PA 09-1)
29-171 Criminal history checks. Procedure. Fees.

Adopted: December 7, 1987
Revised: June 7, 2016

4230 Homebound Teachers

Personnel – Certified – Part-Time

Homebound Teachers

Teachers of homebound children are employed on a fee basis and shall be paid an hourly rate established by the Board of Education. They shall hold state certification for the grade level or subject area for which they are assigned to teach.

Assignment of teachers of homebound children shall be made by the Director of Pupil Services.

Adopted: December 21, 1987
Reviewed: May 17, 2016

4240 Continuing Education Teachers

Personnel – Certified – Temporary/Part-Time

Continuing Education Teachers

Continuing education teachers shall be required to hold an appropriate certificate qualifying them to teach mandated or credit adult classes for which they have been employed.

Legal Reference: Connecticut General Statutes:
10-9 Adult Education
10-70 Rooms and personnel
10-73a Adult Education

Adopted: December 7, 1987
Reviewed: June 6, 2017