G Personnel

1. Any employee who engages in discriminatory or harassing conduct is subject to discipline up to and including termination.
2. Supervisors and managers have responsibility to:

1. Model appropriate behavior;
2. Solicit feedback and provide direction and coaching to employees on appropriate behavior;
3. Monitor the work place and stop any discrimination and harassment; and,
4. Listen to and document complaints of discrimination or harassment and work directly with Human Resources staff to investigate and take corrective action where appropriate.

Harassment, discrimination and retaliation against district staff and students are strictly prohibited by school board policy.  Employees who believe this policy has been violated must report it promptly to their building administrator, the Director of Human Resources or designee (541-790-7660), or the Superintendent's office (541-790-7707), Eugene School District Education Center, 200 N. Monroe Street, Eugene, Oregon  97402.

The District is committed to workforce diversity and having a positive and professional workplace for all who work here. The District will take all necessary steps to ensure that the work environment remains productive for everyone. It is the responsibility of all employees and agents of the District to treat each other with courtesy, consideration, and respect. The District does not tolerate: (1) any forms of harassment, or offensive or discourteous behavior; (2) demeaning statements, threats, or intimidation; (3) unprofessional and discourteous actions; or (4) any behavior that creates or fosters an unwelcome or abusive work environment.

Employees who feel they have been subjected to disrespectful communication or treatment by other District employees, volunteers, or the public should report it to their supervisor or their administrator.

District employees are entrusted with the resources of the community including the management of public funds. Many employees’ jobs require them to handle cash, mange funds, and make purchases. Employees have a fiduciary responsibility to the public and are expected to conduct all management of public funds with the utmost accuracy, accountability, and honesty.

For those employees whose jobs require placing orders for goods or services or otherwise making a commitment to purchase in the name of the District such as with the use of a District credit card, the following responsibilities must be met.

1. Propriety – The purchase must be a proper one, and the goods and services must be necessary to conduct activities of the department or divisions in fulfillment of its programs. No portion of the goods or services, when provided, shall be used for personal gain or use.
2. Compliance – The purchase must comply with District Public Contracting Regulations, District policy, and Oregon Revised Statutes, including Oregon Ethics laws, as well as standard purchasing practices.
3. Fair Price – A definite price or basis for charges that is fair and reasonable must be established at the time of purchase, and a proper expenditure method must be secured and approved prior to making the purchase.

As a public entity, the District is committed to keeping community members informed about issues of public interest All records produced and maintained by the District will be open to the public, unless exempt from disclosure under state or federal law.

1. E-mail messages, voice mail messages, faxes, interdepartmental mail, computer files and information printed from District computers are all considered property of the District, and may be subject to disclosure under Oregon’s Public Records Law.
2. All employees have an obligation to maintain appropriate confidentiality in the management of public records and to understand the appropriate dissemination of those records.
3. Employees do not have the authority to copy, remove, or distribute public records unless it serves a specific business purpose of the organization. Only the custodian of a specific public record has the authority to disclose or disseminate that record. (ORS 192.410 to 192.505)

1. Any assault of a child and any physical injury to a child which has been caused by other than accidental means, including any injury which appears to be at variance with the explanation given of the injury;
2. Any mental injury to a child, which shall include only observable and substantial impairment of the child’s mental or psychological ability to function caused by cruelty to the child, with due regard to the culture of the child;
3. Rape of a child, sexual abuse, or sexual exploitation;
4. Negligent treatment or maltreatment of a child, including but not limited to the failure to provide adequate food, clothing, shelter or medical care that is likely to endanger the health or welfare of the child;
5. Threatened harm to a child, which means subjecting a child to a substantial risk of harm to the child’s health or welfare;
6. Buying or selling a person under 18 years of age;
7. Permitting a person under 18 years of age to enter or remain in or upon premises where methamphetamines are being manufactured; and,
8. Unlawful exposure to a controlled substance that subjects a child to a substantial risk of harm to the child’s health or safety.

1. The unlawful buying, selling, transportation, possession, providing or use of drugs;
2. The use of alcohol;
3. Being under the influence of alcohol;
4. Being under the influence of drugs;
5. Having a detectable odor of alcohol on the breath;
6. Operating a District owned or leased vehicle or one rented with District funds at any time proximate to consuming intoxicants or a private vehicle if using the vehicle in the course of conducting District business or when going to, or coming from, District business, either in town or while attending training or other business out of town;
7. Failure to report limitations or impairment caused by prescribed medications or over-the-counter drugs.

1. District employees who have other employment while working for the District, including on-going self employment, must ensure that the other employment meets the following criteria:
   1. Other employment must not detract from the efficiency of the employee in his/her District’s work;
   2. Other employment must not be a discredit to the District or interfere in any way with the District’s mission; and,
   3. Other employment must not create a conflict of interest, or the perception of a conflict, with the employee's District job.
2. The District reserves the right to condition continued employment or the offer of employment on an employee’s ending other employment if, in the Superintendent’s judgment, the other employment violates one or more of the above criteria.
3. Contracting for District Work
   A District employee cannot be a contractor or sub-contractor with the District, unless an exception is granted by the District’s Chief Financial Officer or his/her designee.

1. Classified employees are those regular employees in positions represented by the Oregon School Employees’ Association (OSEA).
2. Licensed employees are those regular employees in positions represented by the Eugene Education Association (EEA).
3. Administrative employees are those regular employees in administrator, supervisory, or professional positions.

1. The District provides health insurance which includes medical, dental, and vision coverage for regular employees and their eligible dependents to cover non occupational injuries and illnesses. Employees may enroll their domestic partners and the domestic partner’s eligible dependents.
2. Payment of a portion of the health insurance premium may be required depending on the employee group, the employee status as part-time or full-time, the medical plan selected, and/or the number of dependents covered.
3. In order to be covered by district health insurance plans, eligible employees must submit a plan election no later than 31 days after their first day of work in a benefits-eligible position.
4. The District will provide information to employees on district health insurance options and other insurance benefits.

1. Basic Life/Accidental Death and Dismemberment Insurance - pays benefits to the named beneficiary in the case of the employee's death, or to the employee in the case of the employee's dismemberment. Benefit amounts and maximums vary by employee classification.
2. Long-Term Disability Insurance - pays benefits to the employee in the case of the employee's loss or reduction of income as a result of disability.
3. Flexible Spending Accounts - a voluntary program which reduces income tax liability for employees who elect to set aside funds for eligible health care related and/or dependent care expenses. Employees must actively enroll each plan year in order to participate. There is no "cost for participation" to the employee.
4. Access to the 4J Wellness Clinic - a medical facility dedicated to providing basic health care services solely to 4J benefits-eligible employees and their benefits-eligible dependents. There is no cost to the patient at the point of service.
5. Access to the Employee Assistance Program (EAP) - access to no-cost mental health, financial and/or legal counseling services and/or substance abuse treatment. The EAP provides confidential personal, family, and other counseling services, up to four (4) visits per issue per year. EAP services include assessment, short term counseling and referral.
   
   1. Coding Time
      1. When a supervisor refers an employee to the EAP for job related issues, the EAP appointments may be coded to regular work time.
      2. In other situations, if the employee is unable to schedule an EAP appointment outside of regular shift hours, sick leave may be used for the appointment.
6. Supplemental Life Insurance - the District may make available (depending on the employee group) supplemental life insurance at the employee’s cost which may pay benefits (depending on type of plan elected) to the designated beneficiary in the case of the employee's death, or to the employee in the case of the employee's dismemberment, or death or dismemberment of the employee's spouse, domestic partner, child or domestic partner's child (specific eligibility requirements apply to each plan)

1. Annual Military Training Leave
   Employees who have worked for the District for six (6) months are entitled to a military leave of absence with pay not to exceed fifteen (15) days in any one training year for annual active duty for training as a member of the National Guard, National Guard Reserve or any reserve component of the U.S. Armed Forces, or of the U.S. Public Health Service. A training year means the federal fiscal year for any particular unit of the National Guard or a reserve component. Such leaves are granted without loss of other leave and without impairment of other rights or benefits, providing the employee receives bona fide orders to training duty for a temporary period and providing they return to their position immediately upon expiration of the period of ordered duty.
2. Leave While on Military Duty
   The following policies apply when employees are called up for military duty. Unless the employee dies, resigns, or is relieved or discharged from duty under other than honorable conditions, the employee will be considered on military leave for a maximum period of five years, as specified in ORS 408.240 and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).While on military leave the District will not provide salary or benefits.
   
   
   1. Leave Without Pay While on Military Leave
      Leave without pay is allowed in accordance with ORS 408.240 and USERRA for employees who enter military service for extended periods of duty. District policy requires employees going on leave without pay to use all appropriate personal leave before leave without pay can begin. However, employees may request to receive a lump sum payout of eligible accrued leave or the ability to retain a portion of their accruals.
   2. Health Insurance While on Military Leave
      Employees on military leave without pay may elect to continue their health insurance coverage through the District on a self pay basis for up to 24 months under USERRA.

However, upon returning from military leave, employees will be credited their military leave time for the purposes of determining their vacation accrual rate or any other affected benefit. The sick leave balance the employee had at the time s/he began their military leave will be reinstated.

The employee must apply for re-employment within 90 calendar days after discharge from military duty. In the event that the employee is no longer able to perform the duties of the position, the District must provide other employment for which the employee is qualified with seniority, status and pay as near to the employee’s previous position as possible. If the employee was serving a probationary period at the time of taking military leave, the employee must serve the remainder of the probationary period.

When an employee who is a PERS/OPSRP member returns from active military service and exercises his/her reemployment rights, the District will make retroactive contributions to the member’s Individual Account Program (IAP) Account in the amount that would have been paid during the member’s period of military service, based on the employee’s salary at the time the leave began.

1. An eligible employee shall be allowed to take reasonable leave from work for any of the following purposes caused by or related to domestic violence, sexual assault or stalking of the employee or the employee’s minor child or dependent:
   1. to seek legal or law enforcement assistance or remedies;
   2. to seek medical treatment for or to recover from injuries;
   3. to obtain counseling from a licensed mental health professional;
   4. to obtain services from a victim services provider; and,
   5. to relocate or take steps to secure an existing home.
2. An eligible employee is required to give reasonable advance notice, unless providing advance notice is not feasible.
3. The District may require certification of the victimization and that the leave is being taken for one of the covered reasons for leave. The employee is required to provide the certification within a reasonable time after receiving the employer’s request.
4. Crime Victim Leave is unpaid leave, however, an eligible employee is entitled to use any accrued vacation leave or any other paid leave that can be used in place of vacation leave.
5. Records and information kept by the employer, including the fact that the employee has requested or obtained CVL are confidential and may not be released without the express permission of the employee, unless otherwise required by law.
6. An employer may not deny Crime Victim Leave to an eligible employee and may not discharge, demote, suspend, discriminate or retaliate against an employee with regard to promotion, compensation or other terms and conditions of employment because the employee took CVL

1. Employment Verification
   Written employment verification requests from lending institutions that require financial information must be referred to Payroll. All other employment verification requests should be referred to Human Resources.
   
   
2. Reference Checks on Employees
   Human Resources responds to all reference checks for both current and former employees. All written or telephone requests for references should be referred to Human Resources. Unless a written release is provided signed by the employee, only public information, including job title, salary range, and dates of employment, should be provided. Human Resources may refer reference checks to administrators or supervisors after receiving a written release. A written release provided directly to an administrator or supervisor should be forwarded to Human Resources for inclusion in the personnel file.

1. Placed on the lowest step in the new position salary range that is equal to or above their current daily rate of pay, or
2. If the employee’s current salary is above the pay grade for the new assignment, his/her salary will be frozen, or red lined, at the current pay rate and he/she will not receive an increase until the pay rate of the newly assigned classification exceeds his or her rate at the effective date of the new classification assignment or 12 months after the effective date if sooner.
3. If the employee moves to a position with a shorter work year, additional duties may be assigned that allow the employee to work additional days.

The reduction in FTE of a part-time administrative employee is not considered a RIF unless it reduced below 0.5 FTE.

1. The district’s action during a reduction-in-force will be implemented as follows:
   1. In a reduction-in-force, employees being laid off from administrative positions requiring a TSPC license have the rights outlined in the Fair Dismissal Law (ORS 342.934) and Board Policy CCCAA (Reassignment of Administrators).
   2. In a reduction-in-force, administrative employees being laid off from positions which do not require a TSPC license have the rights identified in Board Policy CCCAA (Reassignment of Administrators).
2. Procedures
   When the superintendent determines that one or more administrative employees will be laid off, affected administrative employees will be considered for other positions according to the following:
   1. Whether or not they have the appropriate license and/or endorsement for the position.
   2. Seniority, competence, merit, skill, and qualifications, as defined below:
      1. Seniority for each district administrative employee will be determined by the total number of years of continuous service the employee has provided in an administrative position in School District 4J.Service is deemed to commence on the first day services were rendered in the position.
         1. Part-time administrative employee service will be prorated into a full-time equivalency.
         2. A district-paid study leave or professional leave will be credited as service for seniority.
         3. Unpaid leaves granted under board policy will not be credited in seniority calculations but will not interrupt continuous service with the district.
      2. Competency means ability to administer based upon recent administrative experience or educational attainments, or both, in the administrative category under consideration; i.e., elementary school principal, middle school principal, junior high school principal, high school principal, assistant principal, and education center administrative position.
      3. Merit means measurement of the ability and effectiveness of one administrative employee against the ability and effectiveness of another administrative employee.

1. A recall list of laid-off administrative employees in positions that require a TSPC license will be developed in order of administrative seniority for administrative employees with the same license. People on the recall list will be eligible for job openings which require a TSPC license for twenty-seven (27) months after being laid off. The superintendent will consider seniority, competence, merit, skill, and qualifications in determining which administrator to recall.
2. A recall list of laid-off administrative employees in positions that do not require a TSPC license will be developed in order of seniority. These administrative employees will be eligible for job openings for twelve (12) months after being laid off. The superintendent will consider seniority, competence, merit, skills, and qualifications in determining which employee to recall.
3. A rejection of a recall to a specific comparable position shall be a waiver of his/her recall rights.
4. Recall notices will be sent to the last known address by certified mail. Employees who do not respond within ten (10) calendar days shall waive his/her recall rights.
5. An administrative employee who is assigned to a lower paying position as a result of a RIF shall have recall rights to the former or comparable position for a period of twenty-seven (27) months from the date of reassignment.