David S. Broskie

Superintendent of Schools
Clay County School Board

District 1: Erin Skipper
District 2: Mary Bolla
District 3: Beth Clark
District 4: Michele Hanson
District 5: Ashley Gilhousen

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The Division of Human Resources is committed to the employment of a diverse, well-qualified workforce, supported by competent, responsive professionals who are dedicated to the realization of the full potential of all employees. 

This handbook is not intended to take the place of other policies, directives or master contract language, but should be read and used in conjunction with these documents. It shall continue to be effective until a replacement handbook is distributed. It is the responsibility of all employees to familiarize themselves with and follow the guidelines set forth herein.

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Vision Statement 

The School District of Clay County exists to prepare life-long learners for success in a global and competitive workplace and in acquiring applicable life skills. 

Mission 

Our mission is to work collaboratively with all stakeholders to provide a public education experience that is motivating, challenging and rewarding for all children. We will increase student achievement by providing students with learning opportunities that are rigorous, relevant and transcend beyond the boundaries of the school walls. We will ensure a working and learning environment built upon honesty, integrity and respect. Through these values, we will maximize student potential and promote individual responsibility. 

Our Core Values 

• Collaboration: We work together to achieve our common mission.

• Equity: We create environments that ensure equal opportunities and celebrate diversity.

• Excellence: We expect the highest standards across our entire organization, from the Superintendent to student.

• Integrity: We build positive relationships based on respect, transparency and honesty.

• Innovation: We build robust and sustainable systems to solve problems and overcome challenges.

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• Monday, July 1, 2024-First Day, All 12-Month Personnel (9.38 hr. 4 day work week)

• Thursday, July 4, 2024-Independence Day (Observed), Non-Working Day, ALL PERSONNEL

• Wednesday, July 17, 2024-First Day, 11-Month Personnel, Instructional & Support (9.38 hr. 4 day work week)

• Mon, July 29 - Thurs, Aug 1, 2024-Last 4-day work week for 11, 12 month personnel

• Monday, August 5, 2024-First Day, 10-Month Personnel, Instructional, Support & Cafeteria Managers

• Friday, August 9, 2024-First Day, 9-Mo Teacher/ISS/Instruc. Assistants, Guardians, Fuel Attendants, Bus Drivers,
  Bus Monitors

• Monday, August 12, 2024-First Day, 9-Mo. Cafeteria Assts., Van Drivers

• Monday, September 2, 2024-Labor Day - Non-Working Day, ALL PERSONNEL 

• Monday, October 14, 2024-Planning Day, Working Day, All 10, 11, 12-Mo. Personnel

• Non-Working Days, All 9 Mo. Personnel

• Monday, November 11, 2024 Veterans’ Day (Observed), Non-Working Day, ALL PERSONNEL

• Monday, Nov. 25 – Friday, Nov. 29, 2024 Thanksgiving, Non-Working Days, All 9, 10, 11-Mo. Personnel

• Thursday, Nov. 28 & Friday, Nov. 29, 2024 Thanksgiving, Non-Working Days, ALL PERSONNEL

• Monday, Dec. 23, 2024 - Thurs., Jan. 2, 2025 Christmas/New Year’s, Non-Working Days, All 9, 10, 11-Mo. Personnel  

• Working Days, All 12-Mo. Personnel 

• Wednesday, December. 25, 2024 Christmas Day (Observed), Non-Working Day, ALL PERSONNEL

• Wednesday, January 1, 2025 New Year’s Day (Observed), Non-Working Day, ALL PERSONNEL

• Friday, January 3, 2025 Planning Day, Working Days, All 10, 11, 12-Mo. Personnel

• Non-Working Days, All 9 Mo. Personnel

• Monday, January 20, 2025 Martin Luther King Day, Non-Working Day, ALL PERSONNEL

• Monday, February 17, 2025 Presidents’ Day, Non-Working Day, All 9, 10, 11 Mo. Personnel & Cafeteria Managers

• Working Day, All 12-Mo. Personnel

• Monday, March 17 - Friday March 21, 2025 Spring Break, Non -Working Days, All 9, 10, 11-Mo. Personnel 

• Working Days, All 12-Mo Personnel

• Monday, March 24, 2025 Planning Day, Working Days, All 10, 11, 12-Mo. Personnel

• Non-Working Days, All 9 Mo. Personnel 

• Friday, April 11, 2025 Fair Day, Non-Working Day, All 9, 10, 11 Mo. Personnel

• Working Day, Cafeteria Managers & 12 Mos. Personnel

• Friday, April 18, 2025 Good Friday (Observed), Non-Working Day, ALL PERSONNEL

• Monday, May 26, 2025 Memorial Day, Non-Working Day, ALL PERSONNEL

• Thursday, May 29, 2025 Last Day, 9- Mo. Secondary Cafe Assts. and Van Drivers

• Friday, May 30, 2025 Last Day, ALL 9-Mo. Bus Drivers, Fuel Attendants, Bus Monitors, Elementary Cafeteria   

• Assts. & Van Drivers, Teacher Assts., ISS Assts, Instructional Assts, Guardians

• Monday, June 2, 2025 Last Day, 10-Month Instructional, Support & Cafeteria Managers

• 4-Day Work Week Begins (9.38 hr/day)

• Tuesday, June 10, 2025 Last Day, 11-Mo. Instr. & Support Personnel 

• Monday, June 30, 2025 Last Day, All 12-Mo. Personnel 

• Altered 9-Month Calendars for Early Dismissal:   ALL Early Dismissal Days are Working Days except for:

• 9-Month  Elem. Cafeteria Assistants/Van Drivers ONLY – Non-Working, on October 31, 2024

• 9-month Elem and Secondary Cafeteria Assistants/Van Drivers  - Non-Working on December 20, 2024

• Board Approved: February 1, 2024

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Direct Deposit 

The Clay County School Board requires Direct Deposit for all employees. This service authorizes the School Board to electronically deposit the net amount of an employee’s check directly into a checking or savings account on a semi-monthly basis. The funds are required to be in the employee’s account at the opening of business on payday. Because the School Board may not release paychecks early, this is the most effective method of ensuring funds are readily available in case of unforeseen emergencies or an absence on payday. 

In order to participate, all employees must complete the Direct Deposit Authorization in the TalentED onboarding platform (found in the OneClay Portal under BusinessPlus). A voided check for a checking account, or a deposit slip for a savings account MUST be uploaded to TalentED. If an employee does not have a check or savings deposit slip, they must obtain a letter from their financial institution that includes their name, the bank routing number, and the account number PRE-PRINTED on the letter. Hand written information is not acceptable. The Direct Deposit can not be activated without the voided check, savings deposit slip, or letter from the financial institution. The voided check, deposit slip, or letter must have the employee’s name as an account holder in order to be a valid support document. Direct Deposit will be effective immediately if forms are received by the pay period deadlines. Any changes to account information should be provided to the Payroll Department by completing a new Direct Deposit Authorization form and providing the necessary backup as stated above. Direct Deposit Authorization forms can be found in the OneClay Portal under the BusinessPlus tile, My Payroll Information. The original documentation is required to update an employee record. Updates to Direct Deposit information can not be accepted via email.

For Employees who do not have a bank account or just prefer a different method of payment we offer the WEX Rapid! PayCard. To enroll, complete a Direct Deposit Authorization form and mark the WEX Rapid! PayCard option. The Payroll Department will then enroll you into the program and send you an instant issued PayCard. The card will come in a sealed packet with information on how to activate the card on-line (www.rapidfs.com) or you can call Customer Support at 1.877.380.0980 to activate and request a FREE upgrade to a personalized card with your name embossed on it. Each pay period your net pay will be deposited to this prepaid debit card. The card works just like direct deposit but instead of the funds being deposited to a bank account, your pay will be automatically deposited to the PayCard, giving you instant access to your paycheck. Typically funds are available by 10:00 a.m. on payday. Please make sure to read about the fees associated with this card. There are several no fee options to obtain access to your funds.

Employees must make a Direct Deposit selection of either a checking/savings account or the WEX Rapid! Paycard by the third paycheck. Once an employee has received three paper checks, they will be automatically enrolled in the WEX Rapid! Paycard. 

Salary Payments

Most 10, 11, and 12 month instructional, 12 month support and 10, 11, and 12 month administrators are paid in 24 equal installments. For those employees who are employed for a full contract year, the amount is derived by dividing the  employee’s annual contract salary by 24 equal payments. If employment begins after the first paycheck of the fiscal year, the amount is divided by however many pay periods remain. These employees are paid the same gross salary each payday regardless of the number of days there are for that pay period. This is especially important for 12 month employees in the event employment is terminated prior to the end of the fiscal year.  If a 12 month employee terminates employment prior to the end of the fiscal year, the last paycheck will very likely not align with the payroll calendar. If it does, the amount of the last check will be significantly less than what the normal pay period amount is.

All 9, 10, and 11 month non-instructional personnel are paid by the day or by the hour. Employees are paid for the number of days/hours reported each pay period by the appropriate administrator on a payroll certification. The pay periods are based upon the board approved payroll calendars. 

All employees shall accurately record all hours worked in the BusinessPlus Time Card Online application. Any employee who fails to accurately record all hours worked is subject to disciplinary action, up to and including termination. All support employees must sign in and out for their duty-free lunch.

Any adjustments or corrections that may be necessary to an employee’s paycheck will be made on the current paycheck whenever possible. If the adjustment cannot be made on the immediate check, it will be corrected on the following check provided the required documentation is received by the deadline for that pay period. 

There are several departments  involved in the payroll process. If you have a question regarding hours worked, leave balances, or  overtime, please ask the payroll secretary at your school or department. Questions pertaining to the contract salary should be directed to the Human Resources Division. Questions regarding the information on your pay stub (available in the BusinessPlus Tile in the OneClay Portal) should be directed to the Payroll Department. Questions pertaining to insurance deductions should be addressed to the Insurance Department. Ultimately, the individual employee is responsible for ensuring the accuracy of their pay; therefore, it is important to review your check stub in the My Payroll Information section of the BusinessPlus application each payday. 

Payroll Calendars 

Payroll is processed each pay day in accordance with the Board approved payroll calendars. The payroll calendars provide the scheduled pay periods and pay dates for the school year and are available on the District’s website. 

Sick Leave Accrual and Usage

Sick leave hours are accrued at the rate of one day per month, equivalent to the number of contracted hours per day for each employee. Per Florida Statute, employees are frontloaded four days of sick leave within the first 30 days of the contract year. Sick leave will begin accruing in November for 12-month personnel and will begin in December for 9, 10, and 11-month personnel. Sick leave will continue to accrue, so long as the employee remains in a paid status, through April for 9-month personnel, through May for 10-month personnel, and through June for 11 and 12-month personnel. Employees will earn the number of days that equal the number  of months the employee is contracted to work (9 month contract = 9 days, 10 month contract = 10 days, etc.) All employees beginning employment prior to or on the 15th day of the month shall earn one day of sick leave. All employees beginning employment after the 15th shall not earn leave for that month. All employees ending employment prior to the 16th day of the month shall not earn a day of sick leave for that month; however, those who terminate on or after the 16th shall. 

Employees, including those who are on a Board approved leave of absence without pay, will have their sick leave adjusted according to the provisions outlined above. 

All leaves of absence should be properly documented on the Board approved leave forms and submitted to the appropriate administrator for approval as failure to do so may result in dockage of pay. Per Board Policy and Florida Statute, employees must file a written statement (leave form) stating the day or days absent before receiving compensation for the time absent on sick leave. Employee online time reporting must be reflective of approved leave forms. 

Shared Sick Leave

An employee of the District may authorize any other employee of the District to use sick leave that has accrued to the authorizing employee, subject to the guidelines and stipulations established in School Board Policy 2.15 (b)(2)(a)(1-13).  

Sick Leave Banks 

The Clay County School Board administers three sick leave banks for its employees. The following banks are available during the appropriate open enrollment period each school year to those employees who are interested and eligible for membership: 

Administrative Sick Leave Bank - Administrators and confidential employees 

Instructional Sick Leave Bank - All instructional employees 

Support Sick Leave Bank - All non-confidential support employees 

Eligibility and enrollment dates vary among sick leave banks. Requirements for participation may be found in the association contracts for support and instructional employees and Board policy for administrative, confidential and managerial employees. 

Procedures for applying for leave from the Sick Leave Bank (see Master Contracts for additional information): 

1. Obtain and print a Sick Leave Bank Withdrawal Application as well as the Physician’s Certification form. These forms can be located in each of the Master Contracts.

2. Complete the Sick Leave Bank Withdrawal Application and have the attending physician complete the Physician’s Certification form. Send both of these forms to the appropriate Sick Leave Bank Chairperson.

3. The forms will be validated and reviewed by the Sick Leave Bank Chairperson. The Sick Leave Bank Chairperson will verify Sick Leave Bank membership and the number of sick leave days will be verified with the District Payroll Department.

4. The appropriate Sick Leave Bank Committee will review the application and physician’s form and determine if the application is approved or disapproved. The original forms are then sent to payroll, a copy will be returned to the Sick Leave Bank Chairperson. 

5. Appeals to the actions of the Sick Leave Bank Committee must be made in writing to the appropriate Committee within 14 days of the action. 

Transferring of Sick Leave into Clay County

Upon the request of the employee, Clay County Schools will transfer leave from another FRS governed educational entity. The request must be made to the previous district by the employee. Upon receipt of the proper documentation, one hour of leave will be transferred into Clay County for every hour earned in Clay County. 

Terminal Annual and Sick Leave Payments

Upon separation of employment, eligible employees may receive payment for remaining accrued annual and sick leave hours. These payments are typically processed and paid to the employee within thirty (30) days following the final salary pay date provided the Payroll Department has received a copy of the fully executed Exit Interview form from the Human Resources Department. Please note that while thirty days is the standard time-frame, there may be unique circumstances that delays this process. 

Annual leave payments are calculated using the employee’s hourly rate of pay at the time of separation multiplied by the number of hours remaining on the books. Instructional and support employees can be paid a maximum of 390 hours. Administrative and Confidential support employees can be paid a maximum of 450 hours.

For any unused accrued sick leave upon separation and eligibility, the employee will have an opportunity to select one of the following: 

1. Retain sick leave hours for possible future use. Hours can remain on the books for three (3) years from the date of separation.

2. Upon request by the employee, the school board will transfer sick leave hours to another FRS governed educational entity. If a FRS governed educational entity is not provided at time of separation, the employee will have 90 days to notify the payroll department of where the leave is to be transferred to. Once leave is transferred out, the transfer in rules apply.

3. Receive payment for unused sick leave hours based on Board policy. Sick Leave is paid out by a percentage based on the number of consecutive years worked with Clay County Schools. For most employees, the leave is calculated using the rate of pay at the time of separation. For administrators and confidential employees with leave in Bucket Two, the rate of pay is based on the year the leave was earned. Please review the Exit Interview Form, union agreements and Board policy for more details. 

Compensation for terminal Sick Leave will be paid in accordance with the applicable master contract for employees covered under a collective bargaining agreement. For employees who are not covered under a collective bargaining agreement, payments will be paid in accordance with Board policy. 

In the event of death, payments will be made to the estate or the employee’s beneficiary as designated on the most current Terminal Leave Beneficiary form. It is imperative to remember to change your beneficiaries if you have a change in your family such as divorce, birth, or death. The forms to make changes are available in the OneClay Portal under the Employee Benefits Tile.

If an employee retires or enrolls in DROP, payments for Annual Leave and Terminal Sick Leave will be deposited into a Qualified 401(a) program, subject to the limits as established by the Internal Revenue Service. Yearly DROP payments for unused sick leave are paid in April. 

Bereavement Leave Approval Process

Bereavement leave forms must be submitted to your payroll secretary along with the contractually required backup documentation (CCEA Article XVI & CESPA Article IX) prior to requesting the leave or no later than ten (10) working days after the date of the requested leave.  Bereavement leave forms will be submitted to Human Resources for final approval.

Backup documentation includes a published obituary or an official funeral program, a doctor's note for miscarriage or stillbirth.

Tax Sheltered Annuities

The Clay County School Board offers a variety of Tax Sheltered Annuity (TSA) plans in which employees may participate. A TSA is a retirement savings plan that allows employees to invest pretax dollars to build retirement income. These salary dollars are invested into programs mutually agreed upon between the company and the individual by completing a Payroll Reduction Authorization. 

A list of approved companies is available in the OneClay Portal under the BusinessPlus tile, Employee Online, My Payroll Information. All enrollment forms and the Payroll Reduction Authorization should be obtained through the approved agents or company. Employee deductions begin on the first pay day in September of each school year and continue for 20 pay dates.

Alterations to the original agreement must be made by completing a new Payroll Reduction Authorization and may be submitted at any time in a calendar year. Contributions to a Tax Sheltered Annuity may be discontinued at any time by completing the Deduction Cancellation form located in the OneClay Portal under the BusinessPlus tile, Employee Online, My Payroll Information. 

Deferred Compensation Retirement Programs

Clay County School Board offers Deferred Compensation Plans (457B) in which employees may participate. These long term retirement programs are available through payroll deduction for employees of state and local government organizations and are made on a pre-tax basis. This program allows employees to defer a portion of their salaries into eligible plans which may be funded through an assortment of investment options such as life insurance, mutual funds, fixed and variable annuities. Contributions are considered assets of the employer. The Internal Revenue Service has limitations on the amount individuals may contribute. Alterations to the agreement must be made by submission of a new Participation Agreement form.

A list of approved companies is available in the OneClay Portal under the BusinessPlus tile, Employee Online, My Payroll Information. All enrollment forms should be obtained through the approved agent or company. 

Employee deductions begin on the first pay day in September of each school year and continue for 20 pay dates.

*Please be aware that there are differences between 457(B) plans and 403(B) programs. It is recommended that employees talk to representatives from both 403(B) and 457(B) or a financial planner about both plans before making a decision. 

**TSA Consulting Group, Inc. is currently serving as our third party administrator. This organization is authorized to sign on the school board’s behalf on all paperwork for distribution, rollover to other qualified plans, financial hardship withdrawals, loans, etc. If you have any of the above needs, it will be necessary to download a Transaction Routing Request form from TSA Consulting’s website (www.tsacg.com), attach all accompanying paperwork received from your annuity company, and mail to the address located at the bottom of the routing form. Forms may also be emailed to recordkeeping@tsacg.com. When TSA receives the paperwork they will sign on the school board’s behalf and forward to your annuity company. 

Credit Union Membership

Credit Union membership is available to Clay County School Board employees by Community First Credit Union of Florida. As a further convenience, payroll deductions are offered to credit union members. In order to participate in this service, the employee should apply directly to the credit union. All necessary forms will be completed by the credit union and forwarded to the Payroll Department. Any monetary changes or cancellations to the account may be made by completing a Payroll Deduction Cancellation/Update from available in the Employee Portal. This service is a payroll deduction (defined amount) and not Direct Deposit. 

**Employees may have only one payroll deduction to Community First of Florida Credit Union and one Direct Deposit. If the net of the employee’s check falls below the payroll deduction amount, the credit union deduction will not be deducted. You may visit the Community First Credit Union of Florida website at www.communityfirstfl.org if you have any questions. 

W-2 Forms

Annual Wage and Tax Statements will be issued to the employee no later than January 31st each year. Employees will receive their W-2 electronically through the OneClay Portal under the Business Plus Tile, Employee Online, My Payroll Information. Each employee MUST log into the BusinessPlus Employee Online application to confirm election to receive the W-2 electronically. This election will remain in effect for the duration of the employee’s employment or until the employee  changes the election setting. 

W-4 Forms

Employees may update their W-4 withholding status at any time during the year and as often as desired. W-4 forms must be properly completed before the Payroll Department can process them. The Payroll Department will only accept original W-4 forms (no faxes or emails). Only one withholding status may be in effect during a given pay period. The most current withholding status will remain in effect until a new W-4 is received. For “lump sum” or “bonus” payments, federal withholding tax will be withheld using the supplemental rate as designated by the Internal Revenue Service. For more information about your withholding status, visit the IRS website at www.irs.gov. 

Forms may be downloaded from the IRS website or through the OneClay Portal in the BusinessPlus Tile, My Job Info, Employee Online  Menu, under My Payroll Information. 

Employment Verifications

Employment verification forms should be obtained from the requesting organization and forwarded to the Payroll Department. These forms should be obtained well in advance of the required due dates so there is sufficient time to complete the necessary information and adequate time to mail or fax the forms to the requesting organization. *During payroll processing weeks, it can take up to (4) business days for forms to be completed*. Original forms cannot be released to the employee, but will be directly mailed or faxed to the requesting organization. Verification of years of service should be forwarded to Human Resources.

OneClay Portal 

Employees are highly encouraged to check the My Job Info in the BusinessPlus tile in the OneClay Portal for payroll information. The My Job Info tile can be accessed once you have logged into the OneClay Portal. If you cannot gain access to the OneClay Portal or the My Job Info tile, please contact the Information and Technology Services Help Desk at 904-336-9600. 

The My Job Info Tile provides important payroll information, including check stubs, W-2 forms, leave tracking, and current/historical job details. Additionally, this tile contains commonly used payroll forms such as W-4, Direct Deposit, and Payroll Deduction Cancellation/Update forms.

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Section 1011.07 Florida Statutes and 6A-1.087 State Board of Education Rules designates the responsibility of Internal Funds to the School Boards and directs the boards to adopt written policies governing the receipts and disbursement of funds. The Internal Accounts Manual, as adopted by the Clay County School Board, is the governing document on internal fund accounting. All parties involved in handling of internal funds should become knowledgeable of the policies and procedures in the Internal Accounts Manual which are briefly highlighted below: 

1. All organizations connected with or operating in the name of the school that collect money from the public will be accountable to the Board for receipt and expenditure of those funds and will be accounted for in the school’s internal accounts. 

2. Promissory notes, installment contracts, or lease purchase agreements will not be executed in the name of a school or any school organization unless authorized by the School Board.

3. All contracts/agreements must be approved by Business Affairs before being signed by the Principal. Only the Principal can sign a contract/agreement for the school. 

Fundraising

1. Fundraiser Application must have the approval of the sponsor and Principal before activity.

2. All funds must be deposited intact with the Bookkeeper and all expenditures must be paid by check from the internal fund. 

3. The requesting sponsor must complete a closing financial recap within 30 days of the end of the activity. 

Collection 

1. All funds collected must be deposited intact with the Bookkeeper the same day as collected. Funds collected after hours must be deposited intact with the Bookkeeper the next business day or dropped into the safe on the day of collection. 

2. Funds cannot be used to cash checks, make any type of loan, or pay any form of compensation directly. 

Expenditures 

1. Prior written approval must be obtained before placing an order or purchase.

2. All expenditures must be made by check from internal funds.

3. Sales Tax Exemption cannot be claimed unless paying with a school check. 

Expectations

1. The person depositing funds with Bookkeeper must receive a yellow copy of Reports of Monies Collected Form with Official Receipt #, indicated on the form.

2. Teacher/coach/sponsor of each activity account must receive a monthly reconciliation of the account. This report should be reviewed for any inaccuracies. 

3. The person requesting a Purchase Order must receive the yellow copy of the Purchase Order with the official Purchase Order number before purchasing anything.

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Absent specific authority granted by the Clay County School Board (CCSB) or as authorized pursuant to the authority of the Superintendent of Schools, or specific designation as adopted in Purchasing Policy to make any purchase and/or approve and sign contracts, an individual will be personally liable for any purchasing or vendor contract they sign

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District employees are to dress appropriately for their professional roles within the school district.  

School Board policy 6GX-10-2.21 states, “Employees of the District School Board are expected to dress appropriately according to the customs of the community and suitability to their positions.” District professionals, in keeping with the above policy, should be aware of the following guidelines and refer to the school/division/department handbooks when considering suitability of dress for the varied positions in the district. 

• Dress in an appropriate manner consistent with assigned responsibilities which communicates pride in the system and personal appearance.

• Clothing should be tailored or worn in a manner to not expose the body inappropriately. 

• If required for the position, wear personal protective equipment supplied by the School Board.

• Employees are required to wear school system identification badges and shall keep them clearly visible at all times during working hours.

• Pants/shorts may range in material/fabric and may include denim (jeans) for daily wear in various job roles. Shorts should be no shorter than 3 inches from the top of the knee. Pants and shorts should be hemmed – no cut-offs.

• The waistband of pants, shorts, jeans and skirts should be worn at the waistline.

• Halter tops, spaghetti strap tops, and tank tops are not acceptable unless worn with a cover shirt.

• Clothing should not be cut, torn, or ripped nor display profanity, violence, or inappropriate messages, phrases, or symbols. This includes slogans advertising or promoting alcohol, tobacco, drugs, or political affiliations.

• Visible tattoos may not display profanity, violence, or inappropriate messages, inappropriate body parts, phrases or symbols.  Visible tattoos may not promote alcohol, tobacco, drugs or political affiliations.

• Proper footwear appropriate to the position should be worn at all times. Flip flops are not allowed. 

Determination of appropriate dress and appearance in keeping with School Board policy is the responsibility of administration on a daily basis and is part of a support employee’s annual performance evaluation.

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Clay County District Schools, on behalf of its employees, offers a full-suite of health and wealth benefit options that allows employees to choose from options to best suit individual needs. Once each year, during the open enrollment period held in July/August, eligible employees can choose a plan design from two basic plan groups. One plan (Plan A) includes medical insurance; the other (Plan B) does not include medical  insurance. For more specific information, refer to Clay County District Schools  Benefits Guide or contact the Insurance Office. 

Making Mid-Year Election Changes. Once you enroll in your benefits, your choices will remain in effect for the plan year. However, exceptions exist under Internal Revenue Service (IRS) Section 125 (qualifying change in status) and the Health Insurance Portability and Accountability Act (HIPAA). 

Section 125 and HIPAA Qualifying Change in Status (CIS) Events. Under HIPAA and the IRS Tax Code Section 125, certain life changes are defined as qualifying events. These events qualify you to make mid-year plan changes to those benefits affected by the event(s). Some examples of these events include marriage, divorce, birth or adoption of a child, or death of a spouse or other dependent. Visit the Internal Revenue Service’s website at www.irs.gov for more information on Section 125 regulations and www.hhs.gov for information about HIPAA. 

If a change occurs in your life such as a marriage, divorce, birth, adoption, deletion of dependents due to age, death, or change in your employment status or your spouses, you must notify the Insurance Department within 30 DAYS  for your benefits  to be amended accordingly. Qualifying life event (QLE) changes are required to be made within 30 days of the event. Otherwise, you will not be able to change your benefit elections until the next Annual Enrollment. You must contact the Insurance Department for all mid-year changes. If your name changes due to a “life-event,” there are specific forms to be completed before Clay County District Schools  can officially change your name. Please call Human Resources to request forms or receive information on this process.

Employee insurance benefits and premiums are determined each year. CCEA/CESPA Master Contracts and the Employee Benefits Guide  should be consulted for specific information regarding options, benefits and premiums for the current school year. 

Beneficiary/Name Change 

The following benefits require you to select (and/or change) beneficiaries in the case of your death: Life Insurance, and the Florida Retirement System.  You can make beneficiary changes to your Life Insurance (provided by the School Board) by accessing your profile in Benefit Focus.

To change a Florida Retirement System beneficiary if you are in the Investment Plan. Go online to www.myfrs.com. Click on the Forms link. Under Investment Plan Forms, click on IP_Beneficiary.PDF link. You may then print a copy of the FRS Investment Plan Beneficiary Designation Form to complete and submit to Human Resources to effect the change. 

To change a Florida Retirement System beneficiary if you are in the Pension Plan, go online to www.myfrs.com. Click on the Forms link. Under Enrollment Forms, click on BEN-001. You may then print a copy of the Florida Retirement System Beneficiary Designation Form to complete and submit to the Human Resources Division to effect the change.

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All Clay County School Board (CCSB) employees are covered under the District’s Workers’ Compensation Program. 

Responsibility for reporting accidents and injuries that occur in the workplace, falls to the injured employee. You must immediately (or as soon as possible after the accident occurs) give notice of the accident to your evaluating administrator, principal, or the onsite workers’ compensation representative (who will report it to administration when available). Note: a school nurse and/or head custodian do not qualify as an evaluating administrator or representative. You will be provided an opportunity to file a First Report of Injury (FROI or DWC-1) and to seek medical attention through CCSB’s authorized providers, if required. Any documentation given to you by the physician must be provided to your work site representative or Administrator as soon as possible (same day if not after hours). 

Pursuant to F.S.440.13(4)(c), an employee who reports an injury or illness alleged to be work-related, waives any physician-patient privilege with respect to any condition or complaint reasonably related to the condition for which the employee claims compensation. 

Per F.S. 440.092(1), Recreational or social activities are not compensable unless such recreational or social activities are an expressly required incident of employment and produce a substantial direct benefit to the employer beyond improvement in employee health and morale that is common to all kinds of recreation and social life.

Any absences from work, related to the injury, must be authorized with a statement from an authorized treating physician and follow CCSB policies. Also, any medical restrictions resulting from the injury placed on the injured party by the authorized treating physician must be documented by the physician and provided to your work site as described in paragraph one. Your Administrator and the Risk Manager will determine if your restrictions can be accommodated in your current job, if you qualify for limited/light duty, or if you will be excused from duties (FML may apply and further paperwork may be necessary). You are expected to return to work unless the treating physician documents specifically indicate that you must go home for the day. Note: an ER is not considered an authorized treating facility for absences or any referrals for further treatment or care; referrals must go through our TPA (Third Party Administrators).

Employees are highly encouraged to make their appointments as early or late in the day as possible to ensure the least amount of work disruption. This will also preserve the limited Injured in Line Of Duty leave (ILOD) available per your employee contract.  All appointments made, should be shared with your Administrators in advance and any absences from work should be properly noted on your timecard. ILOD will be granted for the travel to authorized workers’ compensation medical appointments and the appointment only.  Any additional time off taken should be reported as sick/personal/annual leave or as an unpaid absence.

An adjuster from the TPA will contact you during the claim investigation and administration process. The CCSB and TPA try to provide the best possible medical care for injured employees to help them reach maximum medical improvement and return to work as soon as possible. Failure to cooperate with your reps or the TPA could result in delays or denial of your claim. Employees may call their Site Representative, the Risk Management team (RM), or the TPA for questions concerning their claim. 

The TPA, in conjunction with the Risk Department, will be responsible for designating the medical providers that are authorized for treatment(s). Referrals from one provider to another (including diagnostic studies) must first be authorized through the TPA. 

When filing a claim, you are expected to cooperate fully and provide all requested information to the TPA, including, but not always limited to: 

• Responding to the TPA’s calls, giving a verbal statement, and answering questions about the accident

• A thorough, completed, and signed Authorization for Release of Medical Information Form (listing a 10-year history of all of your existing and prior medical providers) 

• A completed Medicare Status Form

• A signed Fraud Statement 

  • Workers’ compensation fraud occurs when any person knowingly, and with intent to injure, defraud, or deceive, any employer or employee, insurance company, or self insured program, files false or misleading information. Workers’ compensation fraud is a third degree felony that can result in fines, civil liability, and jail time.

All authorized medical bills should be submitted by the medical provider to our TPA. If the employee receives these bills at home or at your work address, the employee must forward them to the TPA immediately so they can address proper billing with the medical biller. Note: one ER visit may generate bills from several providers; submit all received bills to the TPA even if you think they are a duplicate. 

All questions regarding long and short-term disability benefits should be directed to Lincoln Financial Group and are not directly related to workers compensation or our TPA. 

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The Clay County School Board is committed to providing a safe environment for all students, employees, visitors, and vendors. Administration should ensure that all personnel in their care are trained, provided proper tools to safely complete their job, and address safety concerns after each accident. 

Additionally, to achieve our goal of providing a safe campus and work environment, it is the responsibility of each employee to immediately report any unsafe or hazardous condition/activity directly to an Administrator, Site Manager, Maintenance, Risk Management, and/or Safety & Security. Every effort will be made to remedy safety hazards/problems as quickly as possible. 

All Clay County School Board employees are responsible for safety in the workplace. Each employee is expected to exercise great caution and common sense in all work activities; avoiding behaviors which jeopardize health, safety and/or security. 

If personal protective equipment (PPE) is required, the employee is expected to utilize it at all times while working under the condition(s) that require it. If PPE is worn-out or unavailable, the employee should notify Administration immediately and the task should be paused until proper PPE is available. 

Violation of safety standards, causing hazardous or dangerous situations, could result in disciplinary actions and/or denial or shared responsibility if injuries occur. 

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The Clay County School Board does not assume responsibility for any personal property located on its premises; including facilities, vehicles, and parking areas. Employees are to use their own discretion when choosing to bring personal property, including items brought in to enhance a classroom or work environment, and do so at their own risk. 

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Cardholders must safeguard their photo ID badge; it should be given the same regard as an actual key. Report lost badges immediately. ID badges are not transferable and should not be loaned out to anyone. The ID badge is property of the district. Lost or stolen badges shall be immediately reported to the work location supervisor and or the District’s Office of Safety and Security. The badge will then be disabled. The ID badge must be worn and displayed at ALL times while on school campus. The badge should not be laid down for others to obtain, should not be hanging from a vehicle mirror, unattended, etc.  Be responsible with your badge just like the keys to your home.

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2.14 Self-Reporting of Arrests and Charges by Current Employees

1. All employees of the District shall be required to self-report, within 48 hours to the Assistant Superintendent for Human Resources any arrests/charges involving the abuse of a child or the sale and/or possession of a controlled substance. Such notice shall not be considered an admission of guilt nor shall such notice be admissible for any purpose in any proceeding, civil or criminal, administrative or judicial, investigatory or adjudicatory. In addition, employees shall self-report any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program, or entering of a plea of guilty or nolo contendere for any criminal offense other than a minor traffic violation within 48 hours after the final judgment. When handling sealed and expunged records disclosed under this rule, the district shall comply with the confidentiality provisions of Sections 943.0585(4) (c) and 943.059(4) (c), Florida Statutes. 

2. An employee found through fingerprinting processing of self-reporting to have been convicted of, or who has pled nolo contendere to, a felony or a crime involving moral turpitude, as defined by SBR6A-5.056(8), shall be required to provide a written explanation of the incident(s) along with other information stipulated by the Human Resources Division such as copies of official arrest reports and court documents. 

3. Should the Superintendent recommend disciplinary action against the employee described in 2.14A, current Board policy, Florida Statutes and applicable Master Contract provisions shall be followed. Additionally, relevant mitigating or aggravating factors, such as those provided in SBR 6B-11.007(3), shall be considered as part of the Superintendent’s recommendation regarding discipline of the employee. 

4. The District shall comply with all requirements for reporting criminal histories of certified personnel, outlined in F.S. SBR 6A-10.081. 

5. Notwithstanding, the provisions of 2.14C, an employee found through fingerprint processing or self-reporting to have been convicted of a crime involving moral turpitude, as defined by SBR 6B-4.009(6), shall not be employed in any position requiring direct student contact. The Board shall have no obligation to create a position for the purpose of providing continued employment for the employee.

6. All records obtained and generated through fingerprint processing of current employees shall be subject to federal, state and local laws, rules and policies regarding confidentiality. 

(Ref. F.S. 1012.32; 1012.39; 1012.795) (Approved: 09-19-96)(Revised: 06-18-98, 11/7/2019) 

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Clay County School Board Notice To All Employees 

Drug-free Workplace Act Of 1988

Drug-free Schools And Communities Act Of 1989 

You are hereby notified that the Clay County School Board, Florida, fully intends to enforce and abide by the provisions of the Federal Drug Free Workplace Act of 1988 and by the regulations implementing it, 34 CFR Part 85, Subpart F, and the Drug Free Schools and Communities Act of 1989. 

The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance, as defined in Section 42.223-6 of 34 CFR Part 85, Subpart F, or possession, use, or distribution of alcohol in the workplace (any facility owned or operated by the Board or related school sponsored activity) is strictly prohibited and any employees violating this prohibition shall have one or more of the following actions taken against them, to wit: 

1. Taking appropriate personnel action, up to and including termination; or up to referral to the appropriate law enforcement agency; or

2. Requiring satisfactory participation in a drug and/or alcohol abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency; or 

3. A combination of the above, (1) and (2), where the action taken does not include termination. 

As a condition of employment in any program involving a grant by any Federal Agency each such employee must: 

1. Abide by the terms of this notice; and 

2. Notify the Superintendent of any criminal drug statute conviction of the employee for a violation occurring in the workplace no later than (5) days after such conviction. 

***NOTE: The Federal Drug Free Workplace Act of 1988, together with its implementing regulations, and other Federal Laws and regulations which federally govern the use and abuse of controlled substances, including marijuana and its component chemical parts, take precedence over State of Florida drug laws. This superiority of Federal laws criminalizing many controlled substances applies to state laws of Florida which legalize the use of marijuana and/or its component chemical elements for medicinal purposes (medical marijuana). The possession and/or use of marijuana, including medical marijuana in any form, is still a crime under federal law and, therefore, a violation of School Board employment policy. Pursuant to the Constitution of the State of Florida, medical use of marijuana may be disallowed on educational and employment premises.

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Clay County School Board Commitment

Tobacco, Drug And Alcohol Free School District 

The Clay County School Board is committed to promoting the general health, welfare, and well-being of our

school community. Therefore, it is district policy that no employee shall be permitted to use, sale, or distribute any tobacco product while on district property, at district or school-sanctioned activities or events or when in any CCDS vehicle. Compliance with the standards set forth in this policy and its accompanying regulations are mandatory for all employees. “Tobacco product” means any product that contains nicotine, synthetic nicotine or is derived from tobacco. “Tobacco product” does not include any product that has been approved by the appropriate federal agency as a tobacco use cessation product. “Use” means the lighting, chewing, smoking, inhaling, vaporizing, ingesting or application of any other tobacco substance.

The Clay County School Board is committed to maintaining a drug and alcohol free workplace. This commitment is demonstrated by the example set by its teachers, administrators, support employees, and the School Board in its support of the Employee Assistance Program (EAP). The program provides help to individuals who may need assistance in overcoming drug or alcohol related problems. When these programs have not worked, the School Board and the administration have shown their willingness to accept their responsibility to the students and the public by enforcing very firmly the discipline rules in place which address drug and alcohol abuse. 

The School Board has certified to the Federal Government its position on drug and alcohol abuse and has notified each employee of the Board’s rules and programs and of the consequences of drug and alcohol use.

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The School Board bears the cost of required initial physical examinations for applicants as specified by law and as follows: 

1. Applicants for positions for which a driver’s license is required.

2. Applicants for positions which involve assigned responsibility of operating or repairing motor vehicles or other motorized equipment. 

Bus drivers, once employed, must pass annual health screenings as a condition for reappointment. The School Board also bears the cost of these annual examinations. 

(See School Board Policy 2.02, B,5. and CESPA Master Contract Article XII for more information regarding physical examinations.)

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(CCSB Rule 6GX-10-2.15 D.8; and the Leave Article in the union contract) 

The Fitness For Duty rule permits the Superintendent under certain circumstances to require an employee to submit to a physical, medical, or psychiatric examination or to laboratory tests to determine the employee’s fitness to perform the complete duties and responsibilities of the employee’s position. 

Based on the results of the examinations, the Superintendent may require the employee to transfer to another position for which the employee is qualified, have the employee placed on compulsory Extended Sick Leave, permit the employee to enroll in an intervention program, or take disciplinary action against the employee. Should the problem be corrected during the leave or term of the intervention program, the employee may be reinstated. Details pertaining to Fitness For Duty may be found in the respective union contract in the article for leaves, and in the School Board rule on leaves as cited above

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1. Intent of Safe Driver Plan: The adoption of this plan is intended to ensure the safest possible means of transportation for the District’s students and employees. This plan will serve to define the components of the Safe Driver Plan and to establish the Board’s expectations for the careful and safe operation of motor vehicles by all employees whose job descriptions require the operation of district vehicles.

2. Scope of the Plan: This plan shall pertain to all employees whose job descriptions require a safe driving record. Portions of the plan will also apply to those who operate district-owned vehicles on an occasional basis, such as athletic coaches and/or administrators whose jobs permit the utilization of staff vehicles. A key component of this plan is the monitoring of the driving records of covered employees. The disciplinary sanctions required or recommended within the plan apply only to those employees whose job descriptions required the maintenance of a safe driving record. Occasional drivers whose job descriptions do not require the maintenance of a safe driving record will be denied use of the district-owned vehicle if their driving record is deemed to violate the district’s safe driving standards outlined within this plan. 

3. Effective Date: This plan shall become effective on March 21, 1998. All standards established by this plan and the consequences for violations of these standards shall apply only to occurrences after the effective date. Points accumulated by a driver prior to the effective date will not be counted in consideration of an employee’s compliance with this standard. 

4. Immediate Violations: Criminal traffic offenses shall be considered violations of safe driving standards, even for a single incident. Covered employees who are charged with a criminal traffic offense by law enforcement officials shall be immediately removed from their driving duties pending final disposition of the criminal case. Once the case is brought to closure, the employee’s driving record shall be reviewed in light of the court decision and impact on the driver’s overall record. Criminal traffic offenses include but are not limited to: 

   1. DUI (Driving while Under the Influence of Alcohol or Controlled Substance)

   2. Leaving the scene of an accident involving property damage or injury 

   3. Fleeing or attempting to elude a law enforcement officer 

   4. Reckless Driving 

   5. Passing a stopped school bus while it is unloading/loading children with stop displayed

   6. Falsification of an accident report

5. Point System: This plan is based on a point system, under which points are applied to traffic offenses. The accumulation of a prescribed number of points within a specified duration may result in disciplinary action against the employee. 

For the purposes of this plan, it does not matter whether the points were assigned for violations involving the District’s vehicle or the employee’s personal vehicle.

Covered employees shall be responsible for reporting to their immediate supervisor all traffic citations received and/or traffic-related arrests. This reporting must be initiated as soon as reasonably possible if the citation/incident occurs in the District’s vehicle, and no later than the next working day (immediately upon reporting to work) if the citation/incident occurred in the employee’s personal vehicle. Failure to report as required may result in the assessment of additional points against the employee’s driving record.

Points will be assessed in accordance with the following chart. For moving traffic violations resulting in citations, the points appropriate for the offense (per current standards of the Division of Highway Safety and Motor Vehicles) will be applied when there is a conviction or a no-contest plea. Some incidents/offenses do not require the issuance of a citation or involvement of law enforcement for the assessment of points.

1. Review: An employee who is assessed points may request a review of the alleged violation by an official Safe Driving Review Committee. The Committee shall be convened as needed and shall consist of representatives from the supervisory and support employees from the affected department.

2. “Stacking of Points” for a Single Incident: For a single incident involving an issued citation or traffic accident, points will either be assessed by the DHSMV or the District, but not by both. When determining which of the points will be applied against the employee, the greater of the points assessed will be accepted and applied. The only exception to this rule will be points assessed by the District because of an employee’s failure to report a traffic citation or traffic accident or incident. In those situations, points may be applied against the employee both as a result of the citation or accident and for “failure to make a timely report,” as defined in this Plan. Employees who avoid points for a citation by attending driving school or by challenging a citation may still be assessed points by the District for at fault accidents or incidents, in accordance with this Plan. 

3. Delays in Points Assessments as a Result of Traffic Citations: Employees who are cited by law enforcement officials and who choose to challenge the citation will be subject to the minimum and maximum disciplinary action listed in this Plan, if points are finally assessed, on the basis of the date the citation was issued as opposed to the date the points were assessed.

4. Consequences of Violations of Safe Driving Standards 

1. Occasional Drivers: District employees who operate a district-owned vehicle in the course of their duties but whose job descriptions do not require the maintenance of a safe driving record shall be deemed occasional drivers. All such drivers must cooperate with the district by providing a copy of their valid driver license to the Transportation Department. The Transportation Department shall maintain the driver license database and shall include these occasional drivers in their regular search of records. No occasional driver shall be permitted to utilize a county-owned vehicle if the driving history reveals a total of more than eight (8) points assessed against the driver in any 12- month period within three (3) years of the record search or a DUI conviction within the seven-year period preceding the record search. 

2. School Board & Superintendent’s Discretion: Implementation of this plan does not preclude the Board from taking disciplinary action, up to and including termination, for violations not specifically listed in this plan, or, for violation of any expressed work rule, order, or procedure. Employees who are facing termination as a result of the implementation of this plan, may, at the Superintendent’s discretion, be permitted to seek transfer to open and available non-driving positions for which the employee is qualified. Former employees who were discharged due to driving infractions may be permitted to reapply for non-driving positions. However, there shall be no obligation on the part of the Board or the Superintendent to provide employment in another position. 

For your information only, this is the point system breakdown currently in the Florida Driver’s Handbook distributed by the DHSMV

Criminal offenses like DUI, fleeing/attempting to elude a Law Enforcement Officer, etc. - result in revocation of license. Points are not assessed. 

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School Board-owned vehicles may be monitored by GPS or similar device(s) to track the location of the vehicle and monitor the use of district resources to include the vehicle and associated fuel to operate the vehicle. The Board may install video cameras on Board property and vehicles (to exclude restrooms, classrooms, offices, and staff/faculty lounges) for purposes of security and student/employee safety. Any information obtained from such electronic monitoring may be used by the Board for purposes of performance evaluation and/or progressive discipline cases in accordance with current guidelines for the same.

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Note: The official School Board Policy and current union contracts should always be consulted for any revisions subsequent to the printing of this document. 

1. Policy and Procedures 

1. Policy To assure the continuing and efficient operation of the school system, all employees may be disciplined up to and including discharge in accordance with applicable statutes and/or contractual arrangements. Administrative and instructional staff members shall receive and familiarize themselves with the Principles of Professional Conduct for the Education Profession in Florida, located in the State Board of Education Rules, and shall abide by the code. Disciplinary actions shall consist of oral reprimands, written reprimands, demotions, suspensions or dismissals. Resignation, non-renewal of employment contracts, or separation of probationary employees shall not be considered disciplinary action. Any employee wishing to secure release from his/her contract shall submit his/her resignation to the Board in an approved form.

2. Procedures School Board action shall be required for any suspension, demotion or dismissal. However, subject to the requirements of Chapter 1001, Florida Statutes, the Superintendent may suspend with pay any employee for no longer than the next regular or special School Board meeting at which time the School Board may confirm the suspension with pay, continue the suspension with pay, suspend without pay, demote or dismiss.

3. Standards of Conduct

Subject to the requirements of Chapter 1001, Florida Statutes, the School Board may dismiss any employee for just cause. Just cause shall include, but is not limited to, the following:

1. Abandonment or neglect of position.

2. Action, which brings the school system into disrepute.

3. Conviction of a felony. 

4. Dishonesty

5. Failure to fulfill contractual obligations. 

6. Falsification of School Board forms, including application for employment.

7. Gross insubordination.

8. Immorality

9. Incompetence

10. Misappropriation or willful destruction of public property.

11. Misconduct in office.

12. Willful neglect of duty. 

13. Possession, consumption or sale of alcohol, drugs or narcotics, or under the influence of, on School Board property. 

14. Non-compliance with the regulations and policies of the School Board, State Board of Education, or the laws of Florida.

The following disciplinary rule shall constitute the Principles of Professional Conduct for the Education Profession in Florida. 

Violation of any of these principles shall subject the individual to revocation or suspension of the individual educator’s certificate, or the other penalties as provided by law, and may result in dismissal by the School Board. 

Obligation to the student requires that the individual: 

1. Shall make reasonable effort to protect the student from conditions harmful to learning and/or to the student’s mental and/or physical health and/or safety.

2. Shall not unreasonably restrain a student from independent action in pursuit of learning.

3. Shall not unreasonably deny a student access to diverse points of view.

4. Shall not intentionally suppress or distort subject matter relevant to a student’s academic program.

5. Shall not intentionally expose a student to unnecessary embarrassment or disparagement. 

6. Shall not intentionally provide classroom instruction to students in kindergarten through grade 8 on sexual orientation or gender identity.

7. Shall not intentionally provide classroom instruction to students in grades 9 through 12 on sexual orientation or gender identity unless such instruction is required by state academic standards.

8. Shall not intentionally violate or deny a student’s legal rights. 

9. Shall not discourage or prohibit parental notification of and involvement in critical decisions affecting a students mental, emotional, or physical health or well-being unless the individual reasonably believes that disclosure would result in abuse, abandonment, or neglect.

10. Shall not harass or discriminate against any student on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition, sexual orientation, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination. Discrimination on the basis of race, color, national origin, or sex includes subjecting any student to training or instruction that espouses, promotes, advances, inculcates, or compels such student to believe any of the concepts listed in Section 1000.05(4)(a), F.S.

11. Shall not exploit a relationship with a student for personal gain or advantage.

12. Shall keep in confidence personally identifiable information obtained in the course of professional services, unless disclosure serves professional purposes or is required by law. 

13. Shall not violate F.S.553.865(9)(b), which relates to entering restrooms and changing facilities designated for the opposite sex on the premises of an educational institution.

14. Shall not violate F.S.1000.071, which relates to the use of personal titles and pronouns in educational institutions.

Obligation to the public requires that the individual: 

1. Shall take reasonable precautions to distinguish between personal views and those of any educational institution or organization with which the individual is affiliated.

2. Shall not intentionally distort or misrepresent facts concerning an educational matter in direct or indirect public expression. 

3. Shall not use institutional privileges for personal gain or advantage. 

4. Shall accept no gratuity, gift, or favor that might influence professional judgment.

5. Shall offer no gratuity, gift, or favor to obtain special advantages. 

Obligation to the profession of education requires that the individual: 

1. Shall maintain honesty in all professional dealings.

2. Shall not, on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition, if otherwise qualified, or social and family background, deny to a colleague professional benefits or advantages or participation in any professional organization.

3. Shall not interfere with a colleague’s exercise of political or civil rights and responsibilities.

4. Shall not engage in harassment or discriminatory conduct, which unreasonably interferes with an individual’s performance of professional or work responsibilities or with the orderly processes of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment; and further, shall make reasonable effort to assure that each individual is protected from such harassment or discrimination. 

5. Shall not make malicious or intentionally false statements about a colleague.

6. Shall not use coercive means or promise special treatment to influence professional judgment of colleagues.

7. Shall not misrepresent one’s own professional qualifications.

8. Shall not submit fraudulent information on any document in connection with professional activities.

9. Shall not make any fraudulent statement or fail to disclose a material fact in one’s own or another’s application for a professional position.

10. Shall not withhold information regarding a position from an applicant or misrepresent an assignment or conditions of employment.

11. Shall provide, upon the request of the certificated individual, a written statement of specific reason for recommendations that lead to the denial of increments, significant changes in employment, or termination of employment.

12. Shall not assist entry into or continuance in the profession of any person known to be unqualified in accordance with these Principles of Professional Conduct for the Education Profession in Florida and other applicable Florida Statutes and State Board of Education Rules. 

13. Shall report to appropriate authorities any known allegation of a violation of the Florida School Code or State Board of Education Rules as defined in Section 1012.795(1), F.S.

14. Shall seek no reprisal against any individual who has reported any allegation of a violation of the Florida School Code or State Board of Education Rules as defined in Section 1012.795(1), F.S.

15. Shall comply with the conditions of an order of the Education Practices Commission imposing probation, imposing a fine, or restricting the authorized scope of practice.

16. Shall as the supervising administrator, cooperate with the Education Practices Commission in monitoring the probation of a subordinate. 

17. Shall self-report within 48 hours to the Assistant Superintendent for Human Resources any arrests/charges involving the abuse of a child or the sale and/or possession of a controlled substance. Such notice shall not be considered an admission of guilt nor shall such notice be admissible for any purpose in any proceeding, civil or criminal, administrative or judicial, investigatory or adjudicatory. In addition, shall self-report any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program, or entering a plea of guilty or Nolo Contendere for any criminal offense other than a minor traffic violation within 48 hours after the final judgment. When handling sealed and expunged records disclosed under this rule, the district shall comply with the confidentiality provisions of Sections 943.0585(4)(c) and 943.059(4)(c), F.S.

4. Investigations 

   1. Investigations of complaints against employees shall be the responsibility of the Superintendent of Schools. Such investigations shall be coordinated by the Human Resources Division. 

   2. A report of an alleged violation of a school law, rule, or regulation shall be filed with the Assistant Superintendent for Human Resources who will direct the investigation. When determined that an investigation is warranted, the appropriate administrator shall notify the employee.

   3. All allegations made against employees alleging sexual or physical abuse of a student shall be immediately reported by the principal to DCF and to the Assistant Superintendent for Human Resources. The Principal, the Assistant Superintendent for Human Resources, and other administrators as deemed necessary by the superintendent are authorized to conduct an investigation of such alleged child abuse, including the interview of the student(s) involved, in order to determine whether cause exists to bring school board charges against the employee. These officials and the School Board attorney are authorized to continue such investigation in order to gather whatever evidence is deemed necessary to support the charges. During any questioning of students in child abuse cases, there shall be at least two administrators present, one of which must be of the same sex as the student being questioned. 

   4. If the investigation results in a finding by the superintendent of the reasonable probability of a violation of the Principles of Professional Conduct for the Education Profession in Florida, the criminal code, or involves a wrongful misappropriation of monies, the appropriate state or local law enforcement agency or the state regulatory agency shall be notified immediately. Full cooperation shall be given to these agencies in the conduct of their investigations. 

   5. All material and evidence pertaining to the investigation shall remain confidential until charges are filed or the investigation is completed with a finding of no cause. 

   6. If an investigation results in a finding of cause to suspend or dismiss, charges shall be placed in writing by the Human Resources Division, approved by the Assistant Superintendent for Human Resources, and presented to the Superintendent for determination of appropriate action to take. 

   7. Coordination of dismissal and suspension proceedings shall be through the office of Assistant Superintendent for Human Resources.

   8. Authorized School Board employees conducting an investigation of a complaint against an employee shall be defended, saved and held harmless by the School Board, so long as they comply with all applicable laws, rules and regulations, and do not exceed the scope of their authority, against all suits and actions against them as a result of the conduct of their investigation. 

B.  Alcohol and Substance Abuse 

1. This policy is intended to support the School Board’s safety programs and to avoid drug-related or alcohol-related work performance problems by maintaining a work environment free of illegal drugs, alcohol or other mind-altering or intoxicating substances. This policy also recognizes that illegal drugs remain in the body for several days or weeks and therefore could affect the employee’s ability to perform the job safely. “Drug” as used in this rule includes a substance other than alcohol, as listed in Chapter 893.03, F.S.. 

2. The use, possession, purchase or sale of alcohol or illegal drugs or a controlled substance on School Board property, or during working hours is strictly prohibited. School Board employees engaged in such action may be subject to discipline up to and including discharge. Violations by any person may result in notification to law enforcement officials or appropriate agencies. 

3. Use of illegal drugs off duty and off School Board property may adversely affect on-the-job performance and the confidence of the public in the School District’s ability to meet its responsibilities; violations may result in discipline up to and including discharge. 

4. Any employee who reports to work with illegal drugs in their body may be subject to discipline up to and including discharge. 

5. Any employee whose performance on the job is impaired by the use of drugs, including abuse of prescription drugs, or alcoholic beverages, or who is under the influence of alcohol/drugs at work or during the work day, may be subject to discipline up to and including discharge.

6. The Superintendent reserves the right to require a fitness-for-duty medical examination or medical test of any employee when the Superintendent has reasonable suspicion based upon objective factors to indicate an impairment of performance or productivity rendering the employee unable to safely and satisfactorily perform his/her complete duties and responsibilities, including the results of being under the influence of alcoholic beverages or the consumption of drugs.  Employee refusal of such testing may be viewed as insubordination and may be subject to disciplinary action up to and including termination.

7. Employees who transport children or other persons in School Board vehicles shall abstain from consuming alcoholic beverages a minimum of eight hours before and through the balance of the workday during which the employee is required to drive; violations may result in discipline up to and including discharge.

8. The Clay County School Board shall not discharge, discipline or discriminate against any employee solely upon voluntarily seeking treatment for any drug or alcohol related problem. This action to seek voluntary treatment must be taken prior to notification of selection for any testing. Nothing shall prohibit the district’s immediately reassigning the individual to a non safety-sensitive position, if available, or placing the individual on leave until the voluntary treatment is complete. 

9. Commercial Motor Vehicle (CMV) Operators/Safety Sensitive Function Employees: 

   1. Employees who operate commercial motor vehicles (CMVs), and who as such perform safety sensitive functions as defined in Federal Regulations, shall be subject to drug and alcohol testing in accordance with the Omnibus Transportation Employee Testing Act of 1991, Public Law 102-143, hereinafter referred to as OTETA, and local policy as defined herein. This drug and alcohol testing program shall be administered by the Division of Human Resources with a key contact to be assigned by the Superintendent to answer questions about the program.

“Safety-sensitive function” is defined as follows: 

1. All time spent inspecting, servicing, or conditioning any CMV. 

2. All time spent on or in a CMV. 

3. All time loading or unloading a CMV, supervising, or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded

4. All time spent performing the driver requirements associated with an accident/incident.

5. All time repairing, obtaining assistance, or remaining in attendance upon a disabled CMV. 

2. Prohibited Acts/Operators of CMVs – The following alcohol and controlled substance-related activities are prohibited: 

   1. Reporting for duty or remaining on duty to perform safety-sensitive functions while having an alcohol concentration of 0.02 or greater.

   2. Being on duty or operating a CMV while the driver possesses alcohol, unless the alcohol is manifested and transported as part of a shipment. This includes the possession of medicines containing alcohol (prescription or over-the-counter), unless the packaging seal is unbroken.

   3. Using alcohol while performing safety-sensitive functions. 

   4. Consuming alcohol within eight (8) hours of performing a safety sensitive function. 

   5. When required to take a post-accident or post-incident alcohol test, using alcohol within eight (8) hours following the accident/incident or prior to undergoing a post accident/incident alcohol test, whichever comes first. For information regarding qualifying accidents or incidents, see C (4)-(5). 

   6. Refusing to submit to an alcohol or a controlled substance test required by post accident/incident, random, reasonable suspicion or follow-up testing requirements.

   7. Reporting for duty or remaining on duty, requiring the performance of safety-sensitive functions, when the driver uses any controlled substance, except when instructed by a physician who has advised the driver that the substance does not adversely affect the driver’s ability to safely operate the CMV. Failing to report to an appropriate supervisor any medications prescribed, or otherwise obtained, which carry a warning concerning the operation of a motor vehicle or performance of other safety-sensitive functions.

   8. Reporting for duty, remaining on duty or performing a safety-sensitive function, if the driver tests positive for a controlled substance. 

3. Testing Categories: The types of tests required to be performed are pre-employment testing, random testing, reasonable suspicion testing, post-accident testing, post-incident testing, return-to duty testing, and follow-up testing. 

   1. Pre-employment Testing – Prior to the first time an employee performs safety-sensitive functions for the School Board, the employee must submit to testing for alcohol and controlled substances. Individuals sent for pre-employment testing shall report immediately to the collection facility when notified to do so. In no instance shall an individual report later than the time necessary to reach the collection facility from the time the request to screen was issued. 

   2. Random Testing – Random alcohol testing shall be administered at a minimum annual rate of 25 percent of the average number of covered employee positions. For controlled substance testing the minimum annual rate shall be 50 percent of the average number of covered employee positions. All such tests shall be unannounced and spread reasonably throughout the calendar year. 

The names for random alcohol and controlled substance abuse testing shall be generated by the agency contracted for such testing and shall be reported to the key contact in a confidential manner. Employees requiring testing will be notified in writing by an immediate supervisor and shall report immediately to the collection facility for the proper testing. In no instance shall an employee report later than the time necessary to reach the collection facility from the time notification was given. Employees shall be compensated at their normal rate of pay for the time necessary to comply with the requirements for random alcohol and controlled substance testing. 

3. Reasonable Suspicion Testing – The District must require a covered employee to submit to an alcohol or controlled substance test when the District has reasonable suspicion to believe the employee has violated the alcohol or controlled substance prohibitions. “Reasonable Suspicion” shall be defined as a belief that the employee has violated the alcohol or controlled substances prohibitions, based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the employee. Employee refusal of such testing may be viewed as insubordination and may be subject to disciplinary action up to and including termination.

The required observations for alcohol and/or controlled substances reasonable suspicion testing shall be made by a supervisor or District administrator who is trained in accordance with the Federal Regulations. As a minimum such supervisors and administrators shall receive at least one (1) hour of training on alcohol misuse and at least one (1) hour of training on controlled substances use. This training shall cover the physical behavioral, speech, and performance indicators or probable alcohol misuse and use of controlled substances. 

4. Post-Accident Testing - As soon as practicable following a qualifying accident involving a CMV, the District shall require testing for alcohol and controlled substances. For the purposes of this policy a “qualifying accident” shall be defined as any accident involving: 1) A fatality; 2) A citation for a moving violation issued to the employee and removal of a person from the scene for medical treatment, 3) A citation for a moving violation issued to the employee and the removal of any vehicle from the scene by tow vehicle, or 4) Any accident in which the employee is deemed by the supervisor to have been at fault. 

Employees shall be provided and shall be required to retain at all times while performing a safety-sensitive function the appropriate information to allow appropriate contact with supervisors when involved in a qualifying accident regardless of where the accident occurs. Nothing in this policy or Federal Regulations should be construed as to require the delay of necessary medical attention for injured people following an accident, or to prohibit a driver from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident, or to obtain necessary medical care. 

An employee who is subject to post-accident testing must remain available, or the District may consider the employee to have refused to submit to testing. The employee subject to post-accident testing must refrain from consuming alcohol for eight (8) hours following the accident or until he/she submits to an alcohol test. 

5. Post-Incident Testing – As soon as practicable following involvement in a qualifying incident in a CMV, the District shall require testing for alcohol and controlled substances. For the purposes of this Policy, “qualifying incident” shall be defined as any incident causing damage (when such incident would not qualify as an accident) to the CMV or other property in contact with the CMV, when the employee involved in the incident is at fault. Such determinations shall be at the discretion of the appropriate supervisor. 

An employee who is subject to post-incident testing must remain available, or the District may consider the employee to have refused to submit to testing. The employee subject to post-incident testing must refrain from consuming alcohol for eight (8) hours following the incident or until he/she submits to an alcohol test.

6. Return-To-Duty Testing – The District shall ensure that, before an employee returns to duty requiring the performance of a safety-sensitive function, after engaging in prohibited conduct regarding alcohol misuse, the employee shall undergo a return-to-duty alcohol test indicating no breath alcohol concentration. 

The District shall also ensure that before an employee returns to duty requiring the performance of a safety-sensitive function, after engaging in prohibited conduct regarding controlled substance use, the employee shall undergo a return-to-duty controlled substances test with a result indicating a verified negative for controlled substances use. 

In addition to the return-to-duty test, the employee must also have been evaluated by a substance abuse professional (SAP) and must have participated in any assistance program prescribed. Enrollment in and completion of any such assistance program shall be at the employee’s expense. 

If the SAP evaluation included drug and/or substance abuse testing, the required return-to-duty test conducted by the district-approved lab will be at the district’s expense unless the results are positive. 

7. Follow-Up Testing – When an employee who was in need of assistance in resolving problems associated with alcohol misuse and/or use of controlled substances returns to work, the District shall ensure that the employee is subject to unannounced follow-up alcohol and/or controlled substances testing as directed by the SAP. The employee shall be subject to a minimum of six (6) follow-up controlled substance and/or alcohol tests in the first twelve (12) months. 

4. Drug Testing Procedures: With respect to drug testing procedures OTETA requires the use of a “split sample” approach, which provides employees an option for a second screening test following positive findings on the primary sample. All testing for controlled substances shall be performed on urine specimens and be accomplished by means of an initial screen (Enzyme Immunoassay/EIA), followed by a confirmation of any positive findings by Gas Chromatography/Mass Spectrometry (GC/MS). All controlled substances testing will be carried out at a laboratory certified by the Department of Health and Human Services (DHHS). 

Urine specimens shall be screened for amphetamines, cannabinoids, cocaine, Phencyclidine, and opiates. 

5. Review of Controlled Substance/Alcohol Test Results: All laboratory results generated by the District’s drug testing program shall be reviewed by a Medical Review Officer (MRO). The MRO is a licensed physician (medical doctor or doctor of osteopathy) having knowledge of substance abuse disorders and having appropriate medical training to interpret and evaluate an individual’s confirmed positive test result, together with his/her medical history and any other relevant biomedical information. 

Prior to verifying a “positive” result, the MRO shall make every reasonable effort to contact the employee(confidentially), and afford him/her the opportunity to discuss the test result. If, after making all reasonable efforts and documenting them, the MRO shall contact the District’s key contact, who shall direct the employee to contact the MRO as soon as possible (within 24 hours). 

Under split-sample collection procedures, the employee has seventy-two (72) hours following notification of a positive result to request the secondary sample be analyzed. Analysis of the split-sample specimen shall be at the employee’s expense and shall be paid in advance with a money order or certified check. 

6. Procedures for Alcohol Testing: Testing for alcohol shall be performed on breath specimens collected by Breath Alcohol Technicians (BATs) certified under a program defined by the U.S. Department of Transportation (DOT). 

Breath alcohol testing shall be performed only with testing instruments found on the National Highway Transportation Safety Administration’s Conforming Products List.

The test shall consist of an initial screen. Positive findings must be confirmed by a second test utilizing a device that meets the criteria for evidentiary breath testing as defined by the U.S. DOT.

7. Refusal To Submit To Drug and/or Alcohol Testing: “Refusal to submit (to an alcohol or controlled substance test)” – An employee 1) fails to provide adequate breath for testing without a valid medical explanation after he or she has received notice for breath testing, 2) fails to provide adequate urine for controlled substances testing without a valid medical explanation, after he or she has received notice of the requirement for urine testing, 3) engages in conduct that clearly obstructs the testing process. 

8. Consequences for Violations of Prohibitions of this Rule (See Section 9.b): Employees who are known to have engaged in prohibited behavior, with regard to alcohol misuse or use of controlled substances, are subject to the following consequences: 

   1. Employees shall not be permitted to perform safety-sensitive functions. This removal from safety-sensitive function assignment shall be immediate and shall continue until all information regarding the violation is available and evaluated. 

   2. Employees shall be advised by the District of the resources available to them in evaluating and resolving problems associated with the misuse of alcohol or use of controlled substances. 

   3. Employees shall be subject to discipline up to and including termination. 

   4. Employees who are permitted to continue employment with the District shall be required to seek evaluation by a SAP who shall determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse or controlled substance use. Any treatment or assistance provided by a SAP shall be at the employee’s expense. In addition, a prerequisite for returning to work will be a SAP evaluation, at the employee’s expense, verifying the employee’s successful completion of the prescribed treatment program. 

   5. If permitted to continue employment with the District in any position, the employee shall be required to undergo a return-to-duty test with a result indicating no breath alcohol concentration if the conduct involved alcohol, or a controlled substance test with a verified negative result if the conduct involved controlled substance use. 

   6. If permitted to continue employment with the District, the employee shall be subject to unannounced follow-up alcohol and controlled substance testing. The number and frequency of such follow-up testing shall be as directed by the SAP, and consist of at least six (6) tests in the first twelve (12) months. 

9. Consequences For Drivers Found To Have Any Level of Breath Alcohol Concentration of Less than 0.02: If the result of an employee’s test indicates a breath alcohol concentration of any measurable level but less than 0.02, a second breath alcohol test shall be required not sooner than 15 minutes following the completion of the first test. If the second breath alcohol test does not indicate a rising level of breath alcohol concentration, the employee shall not be permitted to perform safety-sensitive functions until at least one (1) hour has elapsed. 

Should the second test indicate that the breath alcohol concentration is on the rise, the employee shall be deemed to have violated the eight (8) hour pre-duty abstinence rule as referenced in Section 9.b.(4) of this policy. In such cases, the employee shall be subject to the consequences as defined in Section 9.h of this policy. 

10. Employee Responsibilities In Obtaining Medications Containing Alcohol: Due to the prohibitions listed in Section 9.b of this policy, employees shall be required to request alcohol free substitutes for all medications prescribed or otherwise obtained whenever available and appropriate for the employee’s medical need. The employee shall inform his/her physician or pharmacist that he/she is employed in a safety-sensitive position and cannot perform the duties of that position while taking medications containing alcohol. 

11. Employee Information: All employees subject to alcohol and controlled substance testing under this policy shall be provided information relative to the requirements of the Federal Regulations applicable and those requirements initiated by the Clay County School Board. Additionally, the District shall provide to covered employees information concerning the effects of alcohol and controlled substances use on an individual’s health, work, and personal life, signs and symptoms of an alcohol or a controlled substances problem, and available methods of intervening when an alcohol or a controlled substances problem is suspected. 

10. Operators of District-Owned Vehicles Not Classified as Commercial Motor Vehicles: 

    1. Employees who, by designation on Board-approved job descriptions, must possess a valid driver’s license other than a Commercial driver’s license shall be subject to random drug testing. 

       1. Random drug testing under this section shall be administered at a minimum annual rate of 50% of the average number of covered employee positions. All such tests shall be unannounced and spread reasonably throughout the calendar year. The names for random drug testing shall be generated by the agency contracted for such testing and shall be reported to the district key contact in a confidential manner. Employees to be tested will be notified in writing of this requirement and will be directed to report to the approved collection site within a specific time frame. Employees shall be compensated at their normal rate of pay appropriate for the time necessary to comply with this section.

       2. Drug Testing Procedure/Review of Results: Procedures used for testing and review of test results under this section shall be the same as those established for CMV operators as specified in 2.17B.9, d., e. 

    2. Prohibited Acts/Operators of Non-CMV’s: The actions listed in 2.17 B.9, b. (6) (7) (8), are considered prohibited acts for employees covered by this section. 

    3. Refusal to Submit to a Drug Test: An employee refuses to submit to a required drug test when he/she 1) fails to provide an adequate quantity of urine for controlled substance testing without a valid medical explanation, after receiving notification of the requirement for testing, or 2) engages in conduct that clearly obstructs the testing process. 

    4. Consequences of Prohibited Conduct: Employees covered by this section who engage in prohibited behaviors identified in section 10B. are subject to the consequences listed in 2.17B.9.h,with respect to controlled substances. 

C.  Harassment 

1. Employees shall not engage in harassment or discriminatory conduct based on race, religion, color, sex, pregnancy, ethnicity, ancestry, sexual orientation, marital status, age, national origin or disability against any student, parent, staff or faculty, or engage in harassment or discriminatory conduct against another employee which unreasonably interferes with the employee’s performance of profession or work responsibilities or with orderly processes of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment; and, further, each employee shall make reasonable effort to assure that each student, parent, or employee is protected from such harassment or discrimination by others. 

2. Harassment which could be viewed as sexual harassment includes but is not limited to unwelcome sexual advances, requests for sexual acts or favors, or other verbal or physical conduct of a harassing nature.

3. Complaints of harassment by any person including teacher, administrator, supervisor, co-worker, or the public shall be reported within sixty (60) days to the appropriate assistant principal or principal or supervisor, Assistant Superintendent of Human Resources, or Superintendent by the aggrieved student or employee. Should the complaint involve an individual in the employee’s direct line of supervision, or is the individual against whom the charge is made, then the employee may refer the complaint to another supervisor or the Assistant Superintendent for Human Resources. 

4. All complaints will be properly, thoroughly and impartially investigated within five (5) days of being reported to the appropriate administrator. Where such investigations are concluded in a finding of probable cause against an employee, appropriate corrective and disciplinary procedures will be initiated by the appropriate administrator within ten (10) days of said finding. 

5. An employee who makes a complaint of harassment or provides information related to such a complaint will be protected against retaliation. No adverse treatment of an employee, because of his/her part in a harassment claim will be tolerated. 

6. Such complaints and any subsequent investigations and materials obtained during such investigations will be considered confidential to the extent provided by law.

7. Information regarding this policy will be distributed to all employees and, annually, to all new employees. Additionally, Human Resources Management Development candidates will receive training regarding this policy as part of their administrative training program. Additional training will be provided to district personnel based on requests from principals or directors

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Note: The official School Board Policy and current union contracts should always be consulted for any revisions subsequent to the printing of this document. 

2.30 Employees, Prohibited Action

1. No employee of the school district shall, either directly or indirectly through a business organization in which the employee, his spouse or child has a material interest, lease or sell any goods or services to the district or to any school related organization in the district. In addition, in the case of district level employees, this prohibition includes all schools in the district. In the case of school-based employees, such transactions with the employee’s own school are prohibited. 

No employee of the school district, acting on behalf of the district of a school, shall either purchase or recommend the purchase of goods or services from a business organization in which the employee, his spouse or child has a material interest. 

For purposes of this Rule, “material interest” shall be defined as direct or indirect ownership of more than five (5) percent of the total assets or capital stock of any business entity. (F.S. 112.312(15)) 

No employee of the school district shall, at any time, misuse privileged information or his/her position for the purpose of personal financial gain. No employee of the school district shall solicit or sell goods or services to district employees or students during the employee’s scheduled work time. 

Any employee in violation of this policy may be subject to disciplinary action. 

2. No employee of the School Board, without prior approval by the School Board, shall participate in an advertisement or public announcement in which it is made to appear that the employee is speaking for, or on behalf of, the Clay County School System or any element thereof. 

3. No employee shall accept compensation from a publisher of instructional materials for services rendered by that employee to the Clay County School System. Any employee who, during the same fiscal year, has accepted compensation from a publisher of instructional materials for services rendered outside of the Clay County School System is prohibited from promoting the sale of that publisher’s materials within the Clay County School System. The employee is prohibited from: 

   1. Voting or participating in any committee discussion in the Clay County School System regarding the publisher’s instructional materials; 

   2. Providing training for Clay County school personnel regarding said publisher’s materials, unless the decision has already been made to purchase said materials for use by the personnel receiving the training. 

No employee shall promote or sell, within the district or during any school system-sponsored activity, any book or other instructional material authored and/or published by that employee. 

(Ref. F.S. 1001.41; 112.312; 112.313, 1001.42, SBR 6B-1.006, Adopted: 3-17-94, Amended: 8-17-95)

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Note: The official School Board Policy and current union contracts should always be consulted for any revisions subsequent to the printing of this document. 

2.35 ANTI-FRAUD 

1. It is the policy of the School Board that the commission of fraud and/ or fraudulent acts or concealment of fraud by any employee of the school district will not be tolerated. This policy applies to any fraud, suspected or observed, involving district staff/employees, outside support organizations, vendors, contractors, volunteers, and/or outside agencies doing business with the School Board, and any other persons or organizations in a position to commit fraud in carrying out their relation with the district and the School Board.

2. Fraud is defined as the intentional falsification, misrepresentation or concealment of facts, by or at the direction of a district employee, acting in his/her capacity as a school district employee, for the purpose of obtaining some benefit for the employee or any other person or to induce another person to act to his/her detriment or the detriment of the school district.

3. Fraud includes but is not limited to the following: lying to obtain material benefit; embezzlement; theft of property, funds or services; misappropriation and/or personal use of school district funds, property or equipment; collusion with third parties for their benefit and to the detriment of the district; falsifying, altering or forging school district, state or other government agency documents, forms or reports; accepting bribes, gifts or other favors from any person or organization under circumstances that indicate that the gift or favor was intended to influence the employee’s decision making.

4. All employees of the district have an affirmative obligation to report fraud to their supervisor or, if the circumstances warrant, directly to the Superintendent of Schools. If the observed or suspected fraud or fraudulent activity involved a school board member or the Superintendent, the report should be made to the School Board’s attorney or the State of Florida’s Chief Inspector General. Any employee who reports fraud in good faith shall not be subject to recrimination for having made the report. Whistleblower protection may apply to individuals who comply with the requirements for whistleblower protection under State law and who report alleged fraud or fraudulent activity directly to the Superintendent who serves as the agency chief inspector. Anonymous complaints for which no corroboration can be found will be retained by the District but pursuant to State law, shall not be placed in any employee’s personnel file. Individuals who knowingly make a false report of fraud shall be subject to discipline. Failure to report known fraudulent acts or acts that reasonably appear to constitute fraud may be grounds for discipline.

5. All allegations of fraud will be investigated by the appropriate district staff and will be reported to law enforcement if there is cause to believe that a criminal offense has occurred. Any investigation required shall be conducted without regard to the suspected wrongdoer’s length of service, position/title, or relationship to the district or any other employee of the district. Employees who are determined to have committed a fraudulent act as defined herein shall be subject to discipline, up to and including dismissal. Any non-employee identified in paragraph 1 above who is determined to have committed fraud as defined herein shall be permanently barred from further association or business relations with the district. Employees who are dismissed shall not be eligible for rehire.

6. The Superintendent, working in conjunction with the Internal Auditor, external auditors, and district staff will ensure that appropriate internal controls are in place to diminish the opportunities for theft, embezzlement and other fraudulent acts by employees. Such internal controls shall be reviewed and revised as necessary including but not limited to such times as an employee has been found to have committed fraud.

7. Employees having been found to have committed or concealed fraud shall be disciplined as set forth in Human Resources Policy 2.17 (A)(4). 

Statutory Authority: 1001.32, 1001.41, 1001.42, 1001.43, Florida Statutes 

Laws Implemented: 1001.42, 1001.43, Florida Statutes (Adopted: 09/17/09) (Amended: 5/19/16) 

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The Clay County School Board is committed to providing a work environment where women and men can work together comfortably, productively and free from harassment or any inappropriate work behavior. The school district is committed to providing a work environment in which all individuals are treated with respect and dignity. Therefore, the school district expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment. 

Equal Employment Opportunity 

Sexual harassment will not be tolerated. This policy applies to all phases of employment including recruiting, testing, hiring, promotions, demotions, transfers, layoffs, terminations, rates of pay, benefits and selection for training, travel or school district social events. This policy also includes freedom from harassment based on sex, gender, age, race, color, national origin, religion, sexual orientation, marital status, disability, veteran status or membership in other protected groups. 

Supervisors shall not threaten or insinuate either explicitly or implicitly that any employee’s submission to or rejection of sexual advances will in any way influence any personnel decision regarding that employee’s employment, evaluation, wages, advancement, assigned duties, or any other condition of employment or career development. 

Definitions of Harassment 

1. For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. 

Sexual harassment includes unwelcome, unwanted sexual advances or conduct, requests for sexual favors, or other verbal, non-verbal, visual or physical conduct of a sexual nature when they interfere with work performance or create a work environment that is intimidating, hostile or offensive. Other harassing conduct in the workplace, whether physical, verbal, non-verbal, or visual committed by any employee is prohibited. 

Examples of inappropriate conduct include: slurs, offensive jokes, leering, whistling, touching, lewd or profane language or degrading comments concerning sex, repeated offensive sexual flirtation, conversations filled with sexual innuendo and double meanings; insulting acts of behavior; advances, or propositions; continual or repeated abuse of a sexual nature; graphic verbal comments about an individual’s body; and the display in the workplace of sexually suggestive objects or pictures. This also includes any sexually explicit material, images or any offensive material in an employee’s workspace, including computer-displayed information.

2. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, gender, sex, sexual orientation, national origin, age, disability, marital status, citizenship or any other characteristic protected by law and that has the purpose or effect of creating an intimidating, hostile, or offensive work environment, has the purpose or effect of unreasonably interfering with an individual’s work performance, or otherwise adversely affects an individual’s employment opportunities. 

This type of harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace. 

Individuals and Conduct Covered 

This policy applies to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to the school district (e.g., an outside vendor or consultant). Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during professional travel, meetings and school district social events. 

Reporting an Incident of Harassment, Discrimination or Retaliation 

Any complaints of harassment, inappropriate work behavior, discrimination, and retaliation (for reporting or participating in an investigation) may be directed to the Assistant Superintendent for Human Resources. Any employee has the right to report harassment, discrimination or retaliation occurring in the workplace. Human Resources will promptly investigate and resolve complaints involving violations of this policy and recommend to management the appropriate sanctions to be imposed against violators. Information provided by the individual employee will be treated as confidential to the extent permitted by law. 

Any employee, who is the victim of such harassment, may inform the harasser the behavior is unwanted and does not want it repeated. Write down specifics of the incident, such as time, place, names of witnesses, what was said or done. Employees who feel uncomfortable confronting the harasser directly must report it to their Principal, Supervisor or the Assistant Superintendent for Human Resources promptly. 

Formal Complaint Procedure 

The school district encourages the prompt reporting of complaints or concerns so that immediate and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. 

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. 

Confidentiality will be maintained throughout the investigation to the extent consistent with adequate investigation and appropriate corrective action and to the extent permitted by law. 

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling and/or disciplinary action such as warnings, reassignment, suspension, termination or other action which the school district believes is appropriate under the circumstances. 

False and malicious complaints of harassment, discrimination or retaliation, as opposed to complaints which, even if erroneous, are made in good faith, may be subject to appropriate disciplinary action. 

Retaliation is Prohibited 

The school district prohibits retaliation against any individual who either reports discrimination or harassment or participates in an investigation of such reports. Any employee bringing a harassment or discrimination complaint or assisting in investigating such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharged because of the complaint. Complaints of such retaliation will be promptly investigated and appropriate disciplinary action taken. 

Conclusion 

The Clay County School Board is committed to creating an environment where employees can work free from harassment, discrimination, inappropriate behavior and retaliation. The school district makes every reasonable effort to ensure that all employees are familiar with these policies and ensure that any complaint or violation of this policy will be investigated and resolved appropriately. 

Any questions concerning this policy should be directed to the appropriate principal, supervisor, or the Assistant Superintendent for Human Resources.

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Clay County School Board 

Superintendent of Schools 

The policy of the Clay County School Board States:

Employees shall not engage in harassment or discriminatory conduct against any student or parent or engage in harassment or discriminatory conduct against another employee which unreasonably interferes with the employee’s performance of profession or work responsibilities or with orderly processes of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment; and, further, each employee shall make reasonable effort to assure that each student, parent, or employee is protected from such harassment or discrimination by others. 6GX-10- 2.17(C) 

Harassment/Hostile Environment

Harassment includes: 

• Any slurs, innuendos or other verbal or physical conduct reflecting on an individual’s race, ethnic background, gender, sexual orientation, or handicapping conditions which has the purpose of creating an intimidating, hostile, or offensive educational or work environment. 6A-19.008(1), FAC. 

Sexual Harassment

Sexual harassment includes but is not limited to: 

• Unwelcome sexual advances

• Requests for sexual acts or favors

• Other verbal or physical conduct of a harassing nature 

Procedures

Complaints of harassment shall be brought to the attention of: 

• Assistant Principal 

• Principal 

• Assistant Superintendent for Human Resources 

• Superintendent 

Should the complaint involve an individual in the employee’s direct line of supervision, then the employee may refer the complaint to another supervisor. 

• All complaints will be thoroughly, impartially and promptly investigated

• If probable cause is found against an employee, appropriate corrective and disciplinary procedures will be initiated.

• Such complaints and any subsequent investigations and materials obtained during such investigations will be considered confidential to the extent provided by law. 

• No adverse treatment of, or retaliation against, an employee who makes a complaint of harassment or provides information related to such a complaint will be tolerated. 

Information regarding this policy will be distributed to all employees and, annually, to all new employees. Additionally, Aspiring Assistant Principal candidates as well as Principal candidates will receive training regarding this policy as part of their administrative training program. Additional training will be provided to district personnel based on requests from principals or Directors. If further information is needed please contact: 

Brenda G. Troutman 

Assistant Superintendent for Human Resources 

Division of Human Resources 

Clay County School Board 

(904) 336-6701 

Equal Opportunity Employer

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1.11 Bullying and Harassment 

1. Statement Prohibiting Bullying and Harassment 

It is the policy of the Clay County School Board, Florida (“School Board”), that all of its students and school employees have an educational setting that is safe, secure, and free from harassment and bullying of any kind. The School Board will not tolerate bullying and harassment of any type. 

Conduct that constitutes bullying and harassment, as defined herein, is prohibited and framed by the following: 

1. During any educational program or activity conducted by the School Board; 

2. During any school-related or school-sponsored program or activity; 

3. Through the use of data or computer software that is accessed through a computer, computer system, or computer network within the scope of the school district meaning regardless of ownership, any computer, computer system, or computer network that is physically located on school property or at a school-related or school-sponsored program or activity; 

4. Through the use of any electronic device or data at non-school-related location, activity, function, or program or through the use of technology or an electronic device that is not owned, leased or used by the District or school, if the bullying substantially interferes with or limits the student(s) being bullied and their ability to participate in or benefit from the services, activities, or opportunities offered by the District or school or substantially disrupts the education process or orderly operation of school; or 

5. When enroute to school aboard a school bus or at a school bus stop. 

2. Definitions 

   1. Bullying includes “cyberbullying” and means systematically and chronically inflicting physical hurt or psychological distress on one or more students or employees, including unwanted, purposeful, and repeated written, verbal, nonverbal, electronic, or physical behavior, by a student or adult, that is severe or pervasive enough to create an intimidating, hostile, or offensive educational environment; cause discomfort or humiliation; or unreasonably interfere with the individual’s school performance or participation; and is often characterized by an imbalance of power. Bullying may involve, but is not limited to: 

a. teasing (unwanted/taunting); 

1. threats; 

2. intimidation; 

3. stalking, including cyberstalking as defined herein; 

4. physical violence; 

5. theft; 

6. sexual, religious, or racial harassment; 

7. destruction of school or personal property; 

8. social exclusion; 

9. rumor or spreading of falsehoods;

10. extortion; 

11. public or private humiliation. 

2. Cyberbullying means bullying through the use of technology or any electronic communication, which includes, but is not limited to, any transfer or signs, signals, writing, images, sounds, data or intelligence of any nature transmitted in whole or in part by a wire, radio, electromagnetic system, photo-electronic system or photo-optical system, including but not limited to electronic mail, internet communications, instant messages, or facsimile communications. Cyberbullying includes the creation of a webpage or weblog in which the creator assumes the identity of another person, or the known impersonation of another person as the author of posted content or messages, if the creation or impersonation creates any of the conditions enumerated in the definition of bullying. Cyberbullying also includes the distribution by electronic means of a communication to more than one person or the posting of material on an electronic medium that may be accessed by one or more persons, (such as but not limited to blogs, social websites, chat rooms) if the distribution or posting creates any of the conditions enumerated in the definition of bullying. 

3. Cyberstalking, as defined in Florida Statute 784.048(d), means to engage in a course of conduct to communicate, or to cause to be communicated, words, images, or language by or through the use of electronic mail or electronic communication directed at or about a specific person, causing substantial emotional distress to that person and serving no legitimate purpose. 

4. Harassment means any threatening, insulting, or dehumanizing gesture, using technology, computer software, or written, verbal or physical conduct directed against a student or school employee that: 

   1. places a student or school employee in reasonable fear of harm to his or her person or damage to his or her property;

   2. has the effect of substantially interfering with a student’s educational or employee’s work performance, or either’s opportunities or benefits;

   3. has the effect of substantially negatively impacting a student’s or employee’s emotion or mental well-being; or

   4. has the effect of substantially disrupting the orderly operation of a school. 

5. Bullying, Cyberbullying, and Harassment also encompasses: 

   1. Retaliation against a student or school employee by another student or school employee for asserting or alleging an act of bullying, harassment, or discrimination. Retaliation also includes reporting a baseless act of bullying, harassment, or discrimination that is not made in good faith; and

   2. Perpetuation of conduct listed in the definition of bullying, harassment, or discrimination by an individual or group with intent to demean, dehumanize, embarrass, or cause emotional or physical harm to a student or school employee by: 

      1. incitement or coercion;

      2. accessing or knowingly and willingly causing or providing access to data or computer software through a computer, computer system, or computer network within the scope of the district school system; or 

      3. acting in a manner that has an effect substantially similar to the effect of bullying, harassment, or discrimination. 

   3. Unwanted harm towards a student or employee in regard to their real or perceived sex, race, color, religion, national origin, age, disability (physical, mental, or educational), marital status, socioeconomic background, ancestry, ethnicity, gender, gender identity or expression, linguistic preference, political beliefs, sexual orientation, or social/family background or being viewed as different in their education programs or admissions to education programs and therefore prohibits bullying of any student or employee by any Board member, District employee, consultant, contractor, agent, visitor, volunteer, student, or other person in the school or outside the school at school-sponsored events, on school buses, and at training facilities or training programs sponsored by the District. 

3. Expectations 

   1. The School Board expects students and employees to conduct themselves in keeping with their levels of development, maturity, and demonstrated capabilities and with a proper regard for the rights and welfare of other students and school staff, the educational purpose underlying all school activities, and the care of school facilities and equipment.

   2. The School Board believes that standards for student behavior must be set cooperatively through interaction among the students, parents/legal guardians, staff, and community members producing an atmosphere that encourages students to grow in self-discipline. The development of this atmosphere requires respect for self and others, as well as for district and community property on the part of students, staff, and community members. Since students learn by example, school administrators, faculty, staff and volunteers will demonstrate appropriate behavior, treat others with civility and respect, and refuse to tolerate bullying or harassment. 

   3. Student rights shall be explained as outlined in this policy and in the Code of Student Conduct. 

   4. Proper prevention and intervention steps shall be taken based on the level of severity of the infraction as outlined in this policy and in the Code of Student Conduct.

4. Consequences 

Concluding whether a particular action or incident constitutes a violation of this policy requires a determination based on all of the facts and surrounding circumstances, followed by the determination of disciplinary sanctions appropriate to the individuals position with the District (i.e., student, faculty, staff, administrator, volunteer, parent, and other). 

1. Consequences and appropriate interventions for students who commit acts of bullying may include but not be limited to a formal apology to the student(s) who was bullied and to the school community at large, referral to the school counselor or other district mental health staff to participate in counseling related to development of positive social relationships and healthy choices, or forfeiture of recess or other privileges for a specified period of time. The Code of Student Conduct will outline options available to school administration when applying consequences to bullying and harassment. 

2. Consequences and appropriate interventions for a District employee found to have committed an act of bullying will be instituted in accordance with District policies, procedure, and union contracts and agreements. Intolerable acts of bullying by certified educators may result in a sanction against that educator’s state-issued certificate (Rule 6B-1.006 F.A.C.). 

3. Consequences and appropriate intervention for a visitor or volunteer found to have committed an act of bullying shall be determined by the school administrator after consideration of the nature and circumstances of the act, including reports to appropriate law enforcement officials.

5. Reporting Allegations of Bullying Behavior

   1. At each school, the principal/designee is responsible for receiving oral or written complaints alleging violations of this policy, as with all infractions from the Code of Student Conduct. Principals will be immediately notified when a bullying allegation is made anonymously to the District’s Bullying Hotline. 

   2. All District faculty and staff are required to report any allegations of bullying or violations of this policy to the principal/designee or appropriate District administrator. 

   3. All other members of the school community, including students, parents/legal guardians, volunteers and visitors, are encouraged to report any act that may be a violation of this policy anonymously through the Bullying Hotline, in writing to the school administrator, or in person to the principal or principal’s designee. Written and oral reports shall be considered official reports, whether in person or anonymously. Formal disciplinary action may not be based solely on the basis of an anonymous report. 

   4. The principal of each school in the District shall establish and prominently publicize to students, staff, volunteers, and parents the procedure for reporting bullying and how such a report will be acted upon, and will include the posting of the District’s Bullying Hotline phone number. 

   5. A District employee, school volunteer, contractor, student, parent, or other person who promptly reports in good faith an act of bullying to the appropriate school official, and who makes this report in compliance with the procedures set forth in this Policy, is immune from a cause of action for damages arising out of the reporting itself or any failure to remedy the reported incident. Submission of a good faith complaint or report of bullying will not affect the complainant or reporter’s future employment, grades, learning or working environment, or work assignments with the School Board.

   6. Administrators/principal/designee(s) shall document in writing and/or via the specified data system all complaints regarding bullying, as with all infractions of the Code of Student Conduct, to ensure that problems are appropriately addressed in a timely manner, whether the report is made verbally, in writing, or through the Bullying Hotline. 

   7. The procedure for including incidents of bullying in the school’s report of safety and discipline data is required under F.S. 1006.09(6). The report must include each incident of bullying and the resulting consequences, including discipline, interventions and referrals. In a separate section, the report must include each reported incident of bullying or harassment that does not meet the criteria of a prohibited act under this policy with recommendations regarding said incident. 

      1. The School Board will utilize Florida’ School Environmental Safety Incident Reporting (SESIR) Statewide Report on School Safety and Discipline Data, which includes bullying/harassment in its codes.

      2. Discipline, referral data, investigations, interventions, and actions of discipline shall be recorded on the specified data system, as with other infractions from the Code of Student Conduct. 

6. Investigation 

   1. The investigation of a reported act of bullying or harassment is deemed to be a school-related activity and begins with a report of such an act. 

   2. The procedures for investigating school-based bullying may include the principal/designee or the utilization of other designated personnel (hereinafter “investigator”). The investigator shall be trained in investigative procedures and interventions as outlined in this policy. The investigator may not be the accused or the alleged person who was bullied. For incidents at the District level, the appropriate administrator as assigned or designated by the Superintendent will be responsible for the investigation as outlined in this policy. 

   3. The investigator shall document all complaints in writing and/or through the appropriate data system to ensure that problems are addressed in a timely manner. Although this policy encourages students to use the formal written complaint process, school officials will investigate all complaints and reports of bullying and harassment, whether or not the complaint is in writing. 

   4. The investigator shall begin a prompt and thorough investigation and interviews with the complainant(s), student(s) accused of bullying, and witnesses. The Florida Department of Education requires that the school administrator/designee provide notification of the report of the incident within 24 hours to the parents of both the student(s) that has been bullied and to the parents of the student accused of bullying behavior. The investigator shall collect and evaluate the facts including, but not limited to, the following: 

      1. Description of the behavior, the nature of the behavior (repeated or potential to be repeated), the context in which the incident occurred (intent), and the relationship between the person(s) who was bullied and the person(s) accused of bullying behavior (power imbalance); 

      2. Characteristics of the parties involved (e.g., grade, age, etc.); 

      3. Location(s) of the alleged incident(s), including social media; 

      4. Whether the conduct adversely affected the educational progress or educational environment of the individual that was bullied; 

      5. Communication between school and home in which the parents/legal guardians of all parties involved were contacted, including date, time, and method. 

   5. During the investigation, the investigator shall take any action necessary to protect the complainant, other students, and employees consistent with the requirements of applicable regulations, statutes and collective bargaining agreements. At no time shall the complainant and accused be interviewed together.

      1. In general, student complainants will continue attendance at the same school and pursue their studies as directed while the investigation is conducted and the complaint is pending resolution. Any legal order of a court will prevail where appropriate. 

      2. When necessary to carry out the investigation or for other good reasons, and consistent with federal and state privacy laws, the investigator also may discuss the complaint with any school District employee, the parent of the complainant or accused, if one or both is a minor (or has given consent or is an adult who has been determined to be incompetent or unable to give informed consent due to disability), and/or child protective agencies responsible for investigating child abuse. 

      3. During the investigation where an employee is the accused, the investigator may recommend to the Assistant Superintendent of Human Resources/designee any action necessary to protect the complainant or other students or employees consistent with the requirements of applicable statutes, State Board of Education Rules, School Board policies, and collective bargaining agreements. 

   6. Upon the completion of the investigation to determine whether or not a particular action or incident constitutes a violation of the policy, there shall be a written decision by the principal/designee or appropriate District administrator regarding the completion of the investigation. The decision shall include: 

      1. A recommendation of remedial steps necessary to stop the bullying or harassing behavior; 

      2. A written final report to the principal and collaborative problem solving team and will be noted in all relevant data tracking systems, including but not limited to SESIR and the Statewide Report on School Safety and Discipline Data system; 

      3. A copy of the report will be provided to the alleged offender, complainant, and parent/legal guardian; and 

      4. Information regarding eligibility for the Hope Scholarship will be provided at the conclusion of investigation, and no later than 15 days after the reported incident/complaint.

   7. If the accused is an employee, discipline may be taken consistent with any applicable collective bargaining agreement provisions to resolve a complaint of bullying. The supervisor/designee (e.g., principal/designee for school-based employees) of the employee shall discuss the determination and any recommended corrective action with the appropriate Director for school based actions or the appropriate District supervisor for District actions, and the Assistant Superintendent of Human Resources. 

   8. No retaliation of any kind is permitted in connection with an individual having made a bullying complaint; and if it occurs, it shall be deemed an additional act of bullying as stated in this Policy. 

7. Referral 

   1. Referral of complainant and accused for consideration of appropriate services is made through the school problem-solving process by school personnel or parent to the principal/designee. Parent notification is required. When such a report of formal discipline or formal complaint is made, the principal/designee shall refer the student(s) to the collaborative problem-solving team for determination of need for counseling support and interventions. 

   2. Referral of school or District personnel to the Employee Assistance Program (EAP) shall be considered for appropriate services. 

   3. School-based intervention and assistance will be determined by the collaborative problem-solving team and may include, but is not limited to: 

      1. counseling and support to address the needs of the victims of bullying; 

      2. counseling interventions to address the offensive behaviors at issue; 

      3. intervention which includes assistance to parents; and 

      4. evaluation of school culture with resulting recommendations.

   4. Self-referral for informal consultation: District staff, students or parents may request informal consultation with school staff (e.g., school social worker, school counselor, school psychologist, etc.) to determine the severity of concern and appropriate steps to address the concern of bullying (the involved students’ parents may be included) orally or in writing to the principal/designee. 

   5. Any incident, investigation and consequence shall be recorded in the appropriate disciplinary file(s). 

8. Training and Instruction

   1. Students, parents/legal guardians, teachers, school administrators, counseling staff, and school volunteers shall be provided training and instruction, at least annually, on the District's policy and administrative procedures regarding bullying and harassment, as well as information about how to effectively identify and respond to bullying in schools through appropriate references in the Student Code of Conduct, the school website, and through other reasonable means.

   2. Instructions regarding bullying, harassment, and the District’s violence prevention and school safety efforts shall be integrated into the District curriculum at the appropriate grade levels, and include evidenced based methods and models. 

   3. The training and instruction shall include recognizing behaviors that lead to bullying and harassment and taking appropriate preventative action based on those observations. The programs of training and instruction authorized by the District shall include, but not be limited to:

      1. School-wide Positive Behavioral Interventions & Supports (“PBIS”) systems (e.g., Foundations, CHAMPS, Restorative Practices, etc.); 

      2. Child Safety Matters; 

      3. Sandy Hook Promise; 

      4. Second Step; 

      5. Bullying Prevention Month programs and activities; 

      6. “Be the Change” Challenge Day;

      7. Pacer’s National Bullying Prevention Center 

   4. All administrators, faculty, and staff, in collaboration with parents, students, and community members, will incorporate systemic methods for student and staff recognition through positive reinforcement for good conduct, self-discipline, good citizenship, and academic success as seen in the required school plan to address positive school culture and behavior. 

9. Confidentiality 

   1. To the greatest extent possible, all complaints will be treated as confidential and in accordance with School Board policy, the Family Educational Rights and Privacy Act (“FERPA”), the Health Insurance Portability and Accountability Act (“HIPAA”), and any other applicable law, including sections 119.07(1), 1002.22(3)(d), 1012.31(3)(a), and 1012.796(1)(c) of the Florida Statutes. 

   2. Limited disclosure may be necessary to complete a thorough investigation as described above. The District’s obligation to investigate and take corrective action may supersede an individual’s right to privacy. 

   3. The complainant’s identity shall be protected, but absolute confidentiality cannot be guaranteed. The identity of the victim of the reported act shall be protected to the greatest extent possible.

10. Policy Updates and Review 

This Policy has been developed and reviewed in consultation with District students, parents/legal guardians, teachers, administrators, school staff, school volunteers, community representatives, and local law enforcement agencies as prescribed by law and in conformance with the Florida Department of Education’s Revised Model Policy (dated July 2016). 

Pursuant to Florida law, District students, parents/legal guardians, teachers, administrators, school staff, school volunteers, community representatives, and local law enforcement agencies shall be involved in the review of this Policy. Such review shall be conducted not less than every three (3) years. 

11. Immunity 

A District employee, school volunteer, student, parent/legal guardian, or other person who promptly reports in good faith an act of bullying or harassment to the appropriate school official, and does so in compliance with the procedures set forth in this Policy, is immune from a cause of action for damages arising out of the reporting itself or any failure to remedy the reported incident. 

Submission of a good faith complaint or report of bullying or harassment will not affect the complainant’s or reporter’s future employment, grades, learning or working environment, or work assignments with the School Board. Such immunity from liability shall not apply to any school employee, school volunteer, student, parent/legal guardian, or other person determined to have made an intentionally false report about bullying or harassment. 

(Ref. F.S. §§ 119.071; 1006.147) [Adopted 11/18/08; Amended 8/15/13, 1/08/19]

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Notice of Non-Discrimination and Procedures

for Handling Allegations of Possible Discrimination within the 

Clay County Schools - Employment Programs

Non-discrimination and diversity are foundation principles of the School Board. It is School Board policy to hire and promote the best qualified candidate measured against the requirements of the job and to provide equal employment and advancement opportunity for all individuals without discrimination because of race, color, gender, religion, age, national origin, disability, veteran, marital status or any other protected status. 

The School Board also makes reasonable accommodations for disabled employees. Employees who would like to be considered for accommodation assistance should contact the Assistant Superintendent for Human Resources. Information obtained concerning individuals requesting accommodations is kept confidential, to the extent possible, except that principals and supervisors may be informed regarding restrictions on the work duties of disabled individuals and information regarding necessary accommodation. 

This policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, transfer, and social and recreational programs. 

The Clay County School Board reaffirms its Equal Educational Opportunity (EEO) commitment as follows:

1. Guidance counseling, financial assistance and access to academic, career and vocational opportunities are available without regard to race, religion, color, sex, marital status, age, national origin, disability, or other protected status. 

2. Criteria for admission to programs and courses do not have the effect of restricting access.

3. Recreational and athletic activities do not exclude participation in, deny benefits of, or treat people differently on the basis of sex. 

The Policy of the Clay County School Board (6GX-10-1.07) relative to Non-Discrimination states the following: 

Discrimination On The Basis Of Race, Religion, Color, Sex, Marital Status, Age, National Origin, Pregnancy, Or Disability Is Prohibited In The Employment Of Personnel In The Provision Of Educational Programs, And In The Conduct Of The Business Affairs Of The Clay County School System. (Ref. F.s. 760.10; F.s. 760.50; Federal Civil Rights Acts Title Vi, Vii, Ix; Section 504.f. Rehabilitation Act, 1973-78; Idea, Adea; Equal Pay Act; Americans With Disabilities Act) 

The procedures outlined below shall be used for the processing of allegations of possible discrimination. 

1. All such allegations should be discussed initially on an informal basis with the school principal, supervisor or appropriate division head directly responsible for the area of concern. Such discussion should be held within ten (10) days of the alleged incident(s) if possible. 

2. Any student matter not resolved by the school principal to the satisfaction of the aggrieved party shall be referred to the district School Board Office to the attention of the following administrator: 

Treasure Pickett, Director of K-12 Academic Support Services 

School District of Clay County 

900 Walnut Street 

Green Cove Springs, Florida 32043 

Telephone: (904) 336-6918

3. Any Human Resources matter not resolved by the school principal or division head to the satisfaction of the aggrieved party shall be referred to the district School Board Office to the attention of the following Assistant Superintendent: 

Brenda G Troutman, Assistant Superintendent for Human Resources 

School District of Clay County 

900 Walnut Street 

Green Cove Springs, Florida 32043 

Telephone: 904-336-6701 or TDD# 284-6584

4. All complaints of discrimination or harassment shall be investigated fully and all person(s) involved shall be questioned. The aggrieved party may be required to appear in person to answer questions. 

5. Such investigation shall be initiated within fifteen (15) days of receipt of the complaint. If an extension of the timelines is deemed necessary, the aggrieved party shall be notified of such extension prior to the end of the fifteen (15) days.

6. Retaliation against any person who makes a complaint pursuant to this policy, or who participates in any investigation initiated pursuant to this policy, will not be tolerated. Any employee who engages in such retaliation shall be subject to disciplinary action up to and including termination

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Note: The official School Board Policy and current union contracts should always be consulted for any revisions subsequent to the printing of this document. 

2.32 Use of Reasonable Force

As provided by Florida Statute 1006.11, this policy establishes the standards for the use of reasonable force by Clay County school personnel. Such use shall be for the purpose of establishing and maintaining a safe and orderly learning environment and shall provide guidance to school personnel in dealing with disruptions to that environment. 

1. Definition of Terms: The following definitions apply to terms used in this policy: 

Learning Environment: All events and activities authorized by the School Board requiring an employee to be on duty in/out of the classroom setting. 

Orderly: Devoid of disruption or violence; peaceful. An orderly environment is one in which learning can take place. 

Disruption: An interruption of or impediment to the usual course of harmony. 

Reasonable Force: Appropriate professional conduct including physical force as necessary to maintain a safe and orderly learning environment. 

Safe: Preventing injury or loss of life; a safe environment is one in which persons are protected from injury or threat of injury. 

School Personnel: Employee/individual hired by the School Board. 

2. Conditions that may require use of reasonable force: 

While the use of physical force may be needed at times in order to ensure a safe and orderly learning environment, alternatives to such force should be attempted, time permitting. 

The use of reasonable force is permitted to protect students from: 

1. conditions harmful to learning; 

2. conditions harmful to students’ mental health; 

3. conditions harmful to students’ physical health; 

4. conditions harmful to safety; 

5. other conditions which, in the judgment of on-site employee(s), threaten the safety and welfare of students or adults. 

3. Guidelines for the determination of “reasonableness” of force: 

When school personnel employ physical force in order to maintain or restore safety and/or order to a situation, determinants as to the reasonableness of such force shall include, but not be limited to:

1. severity of offense(s); 

2. size and physical condition of participant(s);

3. patterns of behavior; 

4. potential danger, physical and other;

5. availability of assistance;

6. other circumstances surrounding offense; and 

7. actions taken prior to use of physical force. 

4. Other factors: 

   1. Reasonable force cannot be excessive or cruel or unusual in nature. 

   2. Physical force being used should cease upon the restoration of a safe and orderly environment. 

   3. Nothing in this policy should be construed as addressing Clay County School Board policy(ies) on corporal punishment. 

   4. Use of these guidelines shall provide guidance to school personnel in receiving the limitations on liability specified by Florida Statutes. 

(Ref. F.S. 1006.11; Adopted: 11/18/97; 1003.22; 1006.09)

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Personnel wishing to be released from their contract shall submit their request in writing. Employees who are voluntarily terminating their employment with the District shall provide two weeks notice of separation when possible. The resignation or retirement notice shall be submitted in writing to the principal or administrator. 

The effective date of resignation or retirement shall be the close of the last day of work or the close of the next calendar day (or Monday if the next day falls on a weekend) if such day is a paid holiday. 

In addition to writing a letter (not an email), with an original signature, the employee must meet with their Principal or Director’s secretary to complete their Exit Interview Questionnaire.   

Employees who are enrolled in the DROP program shall be required to submit a letter of separation, in accordance with this section, in the same fiscal month as the DROP termination date. An employee exiting DROP early must report their new DROP Exit date to the Florida Retirement System or to the retirement office in the Clay County Human Resources Division ninety (90) days prior to their new planned retirement date. 

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Employees appointed to regular positions, also known as Regular Class, will be automatically enrolled in the Florida Retirement System (FRS). Effective January 1, 2018, members who do not make an active election to participate in the Investment Plan or the Pension Plan within the eight months after the initial month of hire will automatically default into the Investment Plan. 

The Florida Retirement System (FRS) offers a free Financial Guidance Line for all employees enrolled in the FRS.  Professional financial advisors and counselors are available to speak with you about what plan to choose, explain how the Pension Plan, DROP Program, and Investment Plan work, and answer any other questions you may have.  8:00 a.m. to 6:00 p.m. Monday - Friday.  1 866-446-9377 Option 2.

All Employees MUST start their retirement process six (6) months in advance of their retirement date.

The consequences of not starting the retirement process, on time, will be the sole responsibility of the employee.

Please be aware the process of retiring takes time, whether you are in the Pension Plan, DROP, or the Investment Plan. Your retirement comes from the Florida Retirement System and not the Clay County District Schools. There are Clay County District School forms and Florida Retirement System forms to complete.  Receiving your  pension checks or payout from the Investment Plan can take six (6) to twelve (12) weeks from your last district paycheck. You should take appropriate steps in your planning to prepare for this time frame. 

Retirement Eligibility: 

1. An employee hired prior to July 1, 2011, can apply for normal retirement after at least six (6) years of creditable service provided the employee is at least 62 years of age, or after 30 years of creditable service (whichever comes first) without regard to age. 

2. An employee hired on or after July 1, 2011, can apply for normal retirement after at least eight (8) years of creditable service, provided the employee is at least 65 years of age, or after 33 years of creditable service (whichever comes first) without regard to age. Effective July 1, 2011, all FRS employees will pay an assessment of three percent of their total FRS compensation toward their individual FRS accounts. 

Employees considering retirement may request an estimate from the Florida Retirement System at 1-844-377-1888, press Option 4 and then press Option 7.  Because the response time following the FRS pension estimate request is between three (3) to six (6) months, employees should seek an estimate of their benefits well in advance of their actual retirement date. The proper time to file the actual “Application for Service Retirement” or “DROP (Deferred Retirement Option) Application” is six months prior to the planned retirement date. The Application for Service Retirement can be obtained from The Florida Retirement System, or you may call and make an appointment with the Retirement Personnel Assistant in Human Resources and they will assist you with your retirement application. The Application for Service Retirement must be notarized and signed by the Human Resources Director authorized by the Florida Retirement System. Your school or cost center administrator cannot sign your retirement forms. 

If an employee retires from the Pension Plan based on 30 years of service (hired before July 1, 2011) or 33 years of service (hired after July 1, 2011), not based on age, the employee is required to request a letter and estimate of First Date of Eligibility to Retire from the FRS Pension Plan. Please contact the FRS (1-844-377-1888, press Option 4 and then press Option 7) to request the Estimate of Retirement Eligibility before making an appointment with Human Resources to complete your Florida Retirement System Pension application forms.

When an employee plans to retire the following steps must be taken:

1. School Board policy requires all employees to give a minimum of two (2) weeks notice.

2. A signed, written letter (not an email)  must be submitted to the Principal or District Office Supervisor informing them of the employee’s upcoming retirement. Include your name, your last day of work, and the statement that you are retiring (not resigning).

3. Meet with your Principal’s Secretary or District Office Secretary and complete your Exit Questionnaire.

4. The Principal or District Office Supervisor will complete the Personnel Action Form and submit all documents to Human Resources. 

Deferred Retirement Option Program - Drop 

Effective July 1, 1998, the Division of Retirement offered a new option for certain FRS employees known as the Deferred Retirement Option Program, or DROP. This program allows:

The Deferred Retirement Option Program (DROP) provides you with an alternative method for payment of your retirement benefits for a specified and limited period if you are an eligible Florida Retirement System (FRS) Pension Plan member. Investment Plan members may not participate in the DROP program. Under the DROP program, you stop earning service credit toward a future benefit and your retirement benefit is calculated at the time your DROP participation begins. While you are in the DROP program, your monthly retirement benefits accumulate in the FRS Trust Fund earning 4% interest while you continue to work for an FRS employer. Upon termination, your DROP account is paid to you as a lump sum payment, a rollover to another qualified plan or a combination partial lump sum payment and partial rollover. After you leave your employer and receive your DROP money, your monthly pension benefits are paid to you in the amount calculated at DROP entry, plus any applicable cost-of-living adjustments during DROP participation.  This program allows:

Employees hired prior to July 1, 2011, with 30 years of FRS service or members who have reached age 62 with at least 6 years of FRS service, will continue to work  as employees of the school system for up to 96 months, while their normal retirement benefits check is deposited in an interest-bearing account (4%). An employee may enter DROP anytime on or after they reach their required retirement age or years of service. 

Employees hired on or after July 1, 2011, must have 33 years of FRS service or have reached age 65, with at least 8 years of FRS service will continue to work to as employees of the school system for up to 96 months, while their normal retirement benefits check is deposited in an interest-bearing account (4%).  An employee may enter DROP anytime on or after they reach their required retirement age or years of service.  

Important Information: If an employee chooses to enter DROP at 30 years of service (hired before July 1, 2011) or 33 years of service (hired after July 1, 2011),and not their full retirement age, a letter of First Date of Eligibility to Retire or enter into DROP from the FRS is required. Please contact the FRS 1-844-377-1888, press Option 4 and then press Option 7 to request the Estimate of Retirement Eligibility BEFORE making an appointment with Human Resources to complete your Florida Retirement System DROP entry paperwork. The rules pertaining to DROP participation are very specific, and employees who are interested in the program should contact the school district’s Retirement Specialist’s Office located in the Human Resources Division for additional information.

Regular Class DROP participation for Administrative, Instructional and Support Employees: 

Election to participate in DROP may be made at any time following the date of which the member first reaches

his or her normal retirement date. The member (employee) shall advise the Human Resources Department of the date their DROP is to begin:

• It is the employee’s responsibility to make an appointment with the Human Resources retirement personnel assistant 6 (six) months prior to the employee’s DROP participation date.   

• All paperwork must be completed and sent to the Division of Retirement a minimum of 3 months prior to the employee’s DROP participation date.  

Participation in DROP: An eligible member may elect to participate in DROP for a period not to exceed a maximum of 96 calendar months.

Regular Class Potential DROP Extension Participation for Instructional and  Administrative Personnel:

Members who are instructional personnel employed by the school district and authorized by the district School Superintendent, may extend their DROP participation beyond the initial 96-calendar-month period if the instructional personnel’s termination date is before the end of the school year. Such instructional personnel may have DROP participation extended until the last day of the last calendar month of the school year in which their original DROP termination date occurred for up to 24 calendar months

Members who are Administrative personnel employed by the school district  and authorized by the district School Superintendent, may extend DROP participation beyond the initial 96-calendar-month period if the Administrative personnel’s termination date is before the end of the school year. Such Administrative personnel may have DROP participation extended until the last day of the last calendar month of the school year in which their original DROP termination date occurred.

Sick Leave and Annual Leave during DROP for ALL Classes of Employees: 

The Clay County School Board and Florida State Statutes makes available to its employees a 401(a) Qualified Retirement Plan (Bencor) which gives employees the benefit of sheltering their terminal sick leave and annual leave pay, upon retirement or enrollment in DROP, up to the limits established by the Internal Revenue Service. Those terminal pay dollars that are deposited into the Plan are never subjected to Social Security (FICA) tax contributions by either the employee or the School Board. In addition, the employee is not required to pay federal income tax on the deposits until he withdraws the funds - allowing the possibility of a lower tax bracket and an additional savings. This 401(a) plan is administered by Bencor.  Participation in the Bencor 401(a) during your DROP years is not optional. 

Under this Plan (Bencor), an employee who chooses to enroll in DROP will have a portion of his terminal sick leave pay deposited into Bencor, in April, each year of DROP participation. In addition, the annual leave payoff that the employee chooses to take at the time of DROP enrollment will be placed in Bencor, up to the limits established by the IRS. All deposits made are computed based on the employee’s daily rate of pay and a percentage of their leave, which is outlined in the CCEA and CESPA contracts’ Compensation Articles. This information is given to the employee at the time of their DROP entry.  When the employee finishes DROP participation and leaves the school system, any sick or annual leave payoff remaining will be deposited into the account, up to the IRS/Florida Statutes limits. For these DROP participants, the funds deposited in the Plan cannot be withdrawn, except through loan provisions, until the employee actually leaves employment. The same Social Security tax savings apply to DROP participants as to regular retirees. 

Sick Leave and Annual Leave for Pension Plan and Investment Plan Retirement for ALL Classes of Employees: 

An employee who chooses to retire, without DROP (Service Pension Plan or FRS Investment Plan), has his/her terminal sick and annual leave payoff, for which they are eligible, automatically deposited into Bencor up to the limit established by the IRS and Florida State Statute. (Refer to “Compensation Article” in the CCEA or CESPA Master Contract for payout details). The maximum sick leave terminal leave payout is 120 days (900 hours), the maximum annual leave payout is 34 to 60 days depending on contract type and length. The employee is given the option of choosing how those funds are invested by the Plan manager. None of the funds deposited are subjected to FICA or federal income taxes at the time of deposit. School Board Policy states the payroll department has thirty (30) days from the employee’s last paycheck to transfer the terminal leave into the tax deferred account, which is currently administered by Bencor. 

FRS Investment Plan 

The Florida Legislature passed a bill in 2000, which the Governor signed, adding a second retirement plan to the Florida Retirement System (FRS), known as the FRS Investment Plan. If you select the Investment Plan, your employer will make monthly contributions to an account established for you in the Investment Plan. Effective July 1, 2011, all FRS employees will pay an assessment of three percent of their total FRS compensation toward their individual FRS accounts. You’ll decide how to invest those contributions among one or more of the many investment funds offered by the plan. Your retirement benefit will be based on those contributions AND how well they grow when invested. 

All employees of the school district should make an “informed choice” regarding their future retirement benefit. One of the most important choices employees may make is whether to remain in the FRS Pension Plan, or to switch to the FRS Investment Plan. To help employees learn more about the current FRS Pension Plan or the FRS Investment Plan, and to make this choice an informed choice, the FRS has established a toll-free phone line called “MyFRS” Financial Guidance Line. The number is 1-866-446-9377, Option 2. By accessing this resource, employees may speak to a qualified financial professional and ask questions about their specific circumstances. Also, by accessing the web at www.myfrs.com, employees may use software to project future benefits under both plans. (Personal Identification Number, or PIN, is required to use this software.) 

Reemployment after Retirement – DROP and Pension Plan 

After you retire under the FRS, you can work for most private employers, for any public employer not participating in the FRS, or for any employer in another state, without affecting your FRS benefits. 

Beginning July 1, 2024: A retiree who has met the definition of termination/retirement in Florida State Statute 121.021 may be reemployed by an employer that participates in the state-administered retirement system and receive retirement benefits and compensation from that employer but may not receive a salary from the employer and retirement benefits for 6 calendar months immediately subsequent to the date of retirement.

If you return to work during the first six calendar months of your retirement or after your DROP termination date, your retirement application is voided and all retirement benefits, including any funds accumulated during your DROP participation, must be repaid, by you, to the FRS Trust Fund. This restriction applies even if the particular position you hold is not covered by the FRS. This restriction also applies to employment with the same employer if your agency withdrew from the FRS effective January 2, 1996, for newly hired employees. You cannot become a newly hired employee until after you meet the definition of termination by remaining unemployed for six calendar months. You and your employing agency are jointly and severally liable for repaying any retirement benefits you receive while working during this period. 

If you are re-employed with an FRS participating employer, you will be required to sign a statement that your reemployment does not violate these provisions. Currently, there is no provision for renewed membership for retirees of the Pension Plan or DROP Program.

Contact the Division of Retirement if you have any questions about your termination requirements or reemployment limitations. FRS:1-844-377-1888, press the Option 4 and then press the Option 7. 

Reference: Sections 121.091(9), 121.122, and 1012.01 (2)(a)-(d), Florida Statutes; Sections 60S-4.012, Florida Administrative Code. 

Reemployment After Retirement – Investment Plan 

You are considered retired once you terminate employment with all FRS-participating employers and request a distribution (including a rollover) from your Investment Plan account. A distribution may not be issued until you have been terminated for three calendar months (except if you have met the normal retirement requirements of the Investment Plan you may receive a one-time distribution of up to 10% of your account balance after one calendar month). If you are reemployed with an FRS participating employer, in any capacity/arrangement (paid or unpaid), prior to receiving a distribution of your benefits, you will not be considered to have terminated.

A retiree may not be reemployed with an employer participating in the Florida Retirement System’s Investment Plan until such a person has been retired for 6 calendar months following the month of their distribution of funds.  

A retiree employee in violation of this subsection and an employer that employs or appoints such a person are jointly and severally liable for reimbursement of any benefits paid to the retirement trust fund from which the benefits were paid.  The employer MUST have a written statement from the retiree that he or she is not retired from a state administered retirement system.  

Renewed Membership 

Senate Bill 7022, passed by the Florida Legislature during the 2017 session, provides for renewed membership for retirees of the Investment Plan, the Senior Management Service Optional Annuity Program, the State University System Optional Retirement Program, and the State Community College System Option Retirement Program effective July 1, 2017. You must be employed in an FRS-covered position on or after July 1, 2017 in order to gain renewed membership. Different termination requirements and reemployment limitations apply if you retired prior to July 1, 2010. 

If you have any questions, contact the Financial Guidance Line at 1-866-446-9377, Option 2.

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Technology is an integral part of Clay County District Schools. CCDS strives to provide high-quality technical experiences for all employees and students.

The district provides resources for our staff and students including, but not limited to: 

1. Google Workspace for Education (Email, Calendar, Classroom, Drive, et al.); 

2. Permitted social media (Staff Only); 

3. Educational and job-related Applications;

4. Access to current, relevant, professional research. 

Curriculum uses technology as an integral part of learning across all subjects and grade levels in developmentally appropriate ways, which is aligned to the competencies listed in the Florida Standards. The District supports resources that will enhance the learning environment with guidance from faculty and staff. All students and employees have access to filtered internet services in accordance with federal, state, and local laws, rules, and guidelines. All internet activity is logged and can be reviewed. 

Unacceptable Uses of District Technology Include:

1. Violating student or staff rights to privacy, or violating provisions of the Florida K-12 Education Code, FERPA, or HIPPA; 

2. Using profanity, obscenity, or other language which may be offensive to another;

3. Accessing and distribution of pornographic materials/texts/graphics; 

4. Accessing unauthorized applications; 

5. Sending or receiving copyrighted materials, including computer software or material protected by trade secret without permission; 

6. Using the network for commercial activities, product advertisement, or financial gain;

7. Unauthorized solicitation for goods and services, including personal solicitations such as garage sale announcements, spam, or chain letters; 

8. Using district resources to post personal views on social, political, religious or other non business related matters;

9. Connecting unauthorized devices to the District Network; 

10. Engaging in illegal activities (defined as a violation of local, state, and/or federal laws).

11. Cyberbullying 

Illegal Activities: Use of the District resources for any illegal activities is prohibited. Illegal activities include, but are not limited to: 

1. Software piracy; 

2. Unauthorized entry into computers and files (hacking); 

3. Knowledgeable vandalism or destruction of equipment; 

4. Uploading, transmission, or creation of computer viruses or other destructive programming. 

Such activity is considered a crime under state and federal law. Users must be aware that any illegal action carried out over District resources will be reported to law enforcement officials for possible prosecution. Please be advised, it is a federal offense (felony) to break into any security system. Financial and legal consequences of such actions are the responsibility of the staff, volunteer, or student (and/or the student’s parent or guardian). 

There is no right to privacy when using District resource

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Technology is an integral part of Clay County District Schools. CCDS strives to provide high-quality technical experiences for all employees and students.

Technology Agreement 

I understand that using digital devices (whether personal or school owned) and the CCDS network is a privilege, and when I use them according to the Responsible Use Guidelines I will keep that privilege. 

I understand that I have no right to privacy when using the District network. 

All employees of the Clay County District Schools agree to follow the Clay County District Schools’ Employee Handbook and commit to the following Responsible Use Guidelines: 

I will: 

• use digital devices, networks, email, and software at work for job-related purposes and activities. 

• keep my personal information (including home/mobile phone number, mailing address, and user password) and that of others private.

• show respect for myself and others when using technology, including social media.

• give acknowledgement to others for their ideas and work. 

• report inappropriate use of technology immediately. 

The Responsible Use Guidelines will be reviewed each school year with employees and will provide a springboard for discussion around topics such as Internet safety, digital citizenship, ethical, and appropriate use of technology.

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In accordance with the Clay County District Schools’ Employee Handbook, the District expects employees to set and maintain high ethical standards in their use of social networking. I understand that I am a representative of Clay County District Schools’ mission, values, and brand at all times, including online. I realize that my actions are a reflection of the district and I will maintain a professional disposition when utilizing all online Social Media platforms. Personal use of social media may have an effect at work. While at times it is easy to tell whether social media use is personal or professional, at other times it may be difficult to distinguish fully between different uses. Sometimes, personal social media use, including off-hours use, may result in disruption at work and the District may need to get involved. This could include disciplinary action. It is important to remember that infractions outlined in the Clay County District Schools’ Employee Handbook prohibiting certain types of communication also apply to electronic communication. To be safe, be in control of what you do online, even if it is during personal time. 

Guidelines for Employee Use of Social Media 

• Think before you post. The Clay County District Schools asks employees to use discretion when posting to social media sites and to follow the Clay County School Board’s Employee Handbook. Employees should conduct themselves online as they would at work.

• I understand that all social media accounts that are associated with district schools, programs, teachers, staff, classrooms, clubs and athletics that are run by district staff must be archived per Florida Statutes. Further, I understand that if a public records request were to be made on one of these unarchived accounts, the person responsible for the account could be held liable in legal litigation, should any arise. I understand that a detailed process to create a new social media account on behalf of a district-sanctioned topic and approval must be met. I understand that process can be found online in the Communications tile of the OneClay employee portal.

• When using a social media site, a CCDS employee is strongly discouraged from including current, minor students as “friends,” “followers,” or any other similar terminology used by various sites. Employees are also required to follow all applicable privacy laws when referencing students or posting photos and videos of students on private or School Board affiliated social media accounts. Though it may seem appropriate to celebrate or publicly recognize student successes, posting identifying information on media is prohibited.

• If you see anything of concern on a student’s or fellow employee's social networking page or account, you should promptly contact your immediate supervisor. 

• Use of school or District logos or images on your personal social networking sites is prohibited. The Clay County District Schools reserves the right to request school-related images or content posted without permission to be removed from the internet. If you wish to promote a specific activity or event, you may do so only by means of a link to school or District official social media accounts. 

• Be thoughtful about what you share online and consider how it would appear to family, friends, colleagues, and the school community. Do not post or link anything (photos, videos, web pages, audio files, forums, groups, fan pages, etc.) to your social networking site(s) that you wouldn’t want anyone to access. Social media venues are public and information can be shared beyond your control. What you present on social networking forums represents you forever.

• When responding to others, remember to be respectful and avoid comments that may be hurtful. Do not use profane, obscene, or threatening language. Employees should always take responsibility for what they post. Do not misrepresent yourself by using someone else's identity. 

• Only accept invitations to share information from people you know. Utilize privacy settings to control access to your network, web pages, profile, posts, blogs, wikis, podcasts, digital media, forums, groups, fan pages, etc. 

• Online stalkers and identity thieves are a real threat. Never share personal information, including, but not limited to: Social Security numbers, phone numbers, addresses, exact birth dates, and pictures with parties you don’t know or on unsecure sites. Users should keep their passwords secure and never share passwords with others. If someone tampers with your blog, email, or social networking account without you knowing about it, you could be held accountable. 

• Postings regarding critical or confidential school and/or district related events are prohibited without approval from administration. 

• In the event of an emergency or critical event, staff use of personal devices such as cell phones and social media may be restricted or directed by school or district administration. 

  • Procedures are in place to help maintain the safety and security of students and staff within the school environment. 

  • Failure to follow these procedures may result in severe consequences such as termination and/or criminal charges. 

  • Employees will be instructed on appropriate usage and message content, including but not limited to text messages, voice calls, social media posts, etc.

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All support employees of the Clay County School Board shall accurately record all hours worked. Employees may not work more than the number of hours contracted per week unless prior approval is received. All overtime must be approved by the Superintendent’s office and may not be worked outside of the employee’s contracted job description. As further directed by the Superintendent, employees will be compensated appropriately for all hours worked. 

Employees will report to their designated work areas at the appointed time. Employees are required to take a duty free lunch if working a 7.50 hour day. The employee further agrees to comply with the provisions for comp time or flex time as prescribed by Board Policy/Employee Contracts. 

Any employee who does not abide by this directive may be disciplined, up to and including termination of contract, and the assigned supervisor held accountable.

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Below are summaries of new legislation impacting Florida statutes. Please click on the following links to review  the statute(s) in full.

• FS 1001.42 (HB 1557/HB 7

• F.S. 1006.28 (HB 1467

• FS 1000.05  (HB 7) 

• FS 1006.28 (HB 1069)

• FS 1003.02 (HB 379)FS 1006.12  (HB1473

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Clay County District Schools 

Employee Acknowledgements

You Should Not Initial This Page Unless You Have Read And Understand The Information You Are Acknowledging Below. 

Initial:

Employee Handbook via CCDS Website 

I acknowledge the employee handbook for the 2024-2025 school year is available on the employee portal and the district website. I fully understand that it is my responsibility to familiarize myself with the content of this handbook and to abide by the information contained therein which pertains to the terms and conditions of my employment. I understand this handbook shall remain in effect until a replacement/updated handbook is issued. 

Employee Network Responsibility 

I understand, and will abide by the Clay County District Schools Terms and Conditions for Use of Telecommunications and Networks contained in the pages of this handbook. Violations will result in loss of my access privileges and may result in disciplinary action and/or appropriate legal or criminal action being initiated against me. If I am a supervising teacher I do agree to instruct students on acceptable use of the network, proper network etiquette and Internet safety including appropriate online behavior including cyberbullying awareness and response, interacting with other individuals or social networking sites, and in chat rooms as required by the Children’s Internet Protection Act (CIPA), and will report and/or terminate privileges of any student using the network unacceptably. I will make reasonable efforts to monitor information made available while students are under my supervision and/or in my presence. I recognize and accept my responsibilities to be present while the network and connected devices are being used by students.

Workers’ Compensation 

I understand that it is my responsibility to work in a safe manner and to report my workplace injury to my Administrator immediately. I understand that all accidents are subject to investigation, claim approval/denial, and that it is my responsibility to fully cooperate with our management and Third Party Administrator during this process. 

Any employee who does not abide by this directive may be disciplined, up to and including termination of contract, and the assigned supervisor held accountable.

Retirement – Florida Retirement System 

I understand that it is my responsibility to read and abide by the information located in the Retirement Section of my Employee Handbook. I also understand that I must start the FRS Pension Retirement process and/or the FRS DROP Participation process no less than 6 months in advance of my retirement date or DROP Entry participation date. This is in accordance with the FRS Policy and Procedures.

Safety & Security - House Bill 1473 

I understand that it is my responsibility to abide by district policies pertaining to House Bill 1473.

For Support Employees Only – Wage and Hour Compliance 

All support employees of the Clay County District Schools shall accurately record all hours worked. Employees may not work more than the number of hours contracted per week unless prior approval is received. All overtime must be approved and may not be worked outside of the employee’s contracted job description. As further directed by the Superintendent, employees will be compensated appropriately for all hours worked. Employees will report to their designated work areas at the appointed time. Employees are required to take a duty free lunch if working a 7.50 hour day. The employee further agrees to comply with the provisions for comp time or flex time as prescribed by Board Policy/Employee Contracts.

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