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Drug and Alcohol Policy

BOE Policy 4070

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

Personnel Records Policy

BOE Policy 4120

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

Sexual Harassment Policy

BOE Policy 4401

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