Handbooks & Teacher Contract

Per School Board Policy 3011, to protect students and staff members, the Corporation requires that an expanded criminal history check be conducted for each applicant for employment who is likely to have direct, ongoing contact with children within the scope of his/her employment before or not later than thirty (30) days after the start of the applicant’s employment by the Corporation.

The Corporation requires that an expanded child protection index check be conducted for each applicant for employment who is likely to have direct, ongoing contact with children within the scope of his/her employment before or not later than sixty (60) days after the start of the applicant’s employment by the Corporation. An expanded child protection index check shall include inquiries to each state in which information necessary to complete the expanded child protection index check is available.

The Corporation requires that an expanded criminal history check be conducted for each Corporation employee every five (5) years. Each applicant shall be responsible for the cost of his/her background check. The Corporation shall pay the costs associated with conducting the expanded criminal history check for all employees. Should an employee be re-hired for employment by the corporation a new background check will be required if the period of separation exceeds 60 days.

All school employees are required by state law to report to the School Corporation if they have been convicted during their employment of certain crimes enumerated in state law. 

During the course of his/her employment with the Corporation, each professional employee and substitute teacher shall be required to report immediately to the Superintendent any of the following (within two (2) days of the occurrence); the arrest or the filing of criminal charges against the employee; conviction of the employee for a crime; and substantiated report of child abuse or neglect. The Superintendent shall obtain a review of each reported conviction or substantiated report of child abuse or neglect and shall recommend appropriate action to the Board considering the risk to members of the school community presented by the continued employment of the employee who was convicted or the subject of a substantiated report of child abuse or neglect. The superintendent or designee is responsible for implementing regulations to notify the employees, including volunteers, and the entities for contracted services of this duty. In addition to the crimes listed in the state law, the notice shall also include the convictions of the attempted crimes listed in the law.

The Avon Community School Corporation is a diverse school community comprised of individuals with unique backgrounds. We celebrate our growing diversity as an asset and a source of pride. This diversity underscores the importance of sensitivity to the backgrounds of all individuals. 

We believe that an effective educational program requires the services of men and women of integrity, high ideals, and human understanding. To maintain and promote these essentials, the Corporation expects all professional staff members to maintain high standards in their working relationships. 

Therefore, all staff members in the performance of their professional duties will recognize basic dignities of all individuals with whom they interact. In addition, staff members will exercise due care to protect the mental and physical safety of students, colleagues, and subordinates. Staff members are responsible for keeping in confidence all student and colleague related information unless such information needs to be shared in the discharge of their professional responsibilities. Avon Community School Corporation does not discriminate on the basis of race, religion, color, sex, national origin, age, disability, sexual orientation, genetic information, or veteran status in admission to its programs, services, or activities, in access to them, in treatment of individuals, or in any aspect of their operations.

The Avon Community School Corporation also does not discriminate in its hiring or employment practices. This notice is provided as required by Title VI of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, the Age Discrimination Act of 1975, and the Americans with Disabilities Act of 1990.

Questions, complaints, or requests for additional information regarding these laws may be forwarded to the designated compliance coordinator.

Director of Human Resources
7203 E. US Highway 36
Avon, IN 46123
(317) 544-6000

It is the policy of the Board of Trustees to forbid acts of discrimination in all matters dealing with employees and applicants for positions with the school corporation and to further the principle of equal employment opportunity in all actions affecting employees and applicants. This policy covers, but is not limited to, recruiting, hiring, training, and promotion of persons in all job classifications without regard to race, color, religion, sex, national origin, genetic information, age, marital status, or disability, or pregnancy, childbirth, or related medical conditions. 

Other actions covered by this policy include employee compensation, benefits, transfers, layoffs, return from layoffs, sponsored training programs, in-service education, work and co-curricular assignments, and other employment actions relating to the job status of the employee. 

The Superintendent has the overall responsibility for the implementation of this policy and has the responsibility and authority to select qualified applicants for open job positions without regard to the above-mentioned classes. Further implementation of this policy is the responsibility of all School Corporation administrators in accordance with the procedures set forth by the Superintendent.

Per Board Policy 3003, discrimination against any employee or applicant based upon his/her disability is prohibited. As such, the Board will not engage in employment practices or adopt policies that discriminate on the basis of disability, or otherwise discriminate against qualified individuals with disabilities in regard to job application procedures, the hiring, advancement or discharge of employees, employee compensation, job training, or other terms, conditions and privileges of employment. The Board further will not limit, segregate, or classify applicants or employees in any way that adversely affects their opportunities or status because of disability. Additionally, the Board will not participate in any contractual or other relationships that have the effect of subjecting qualified individuals with disabilities who are applicants or employees to discrimination on the basis of disability.

As an agency of the State, the School Board is concerned with the physical and mental well-being of the children of this School Corporation and will cooperate in the identification and reporting of cases of suspected child abuse or neglect in accordance with law. 

Each staff member employed by this Corporation shall be responsible for reporting immediately every case, whether ascertained or suspected, of abuse, abandonment, cruelty, or neglect resulting in physical or mental injury to a student by other than accidental means. If a staff member has reason to believe a child is a victim of abuse or neglect, s/he shall immediately make a report to the Department of Child Services ("DCS") by calling the Indiana Child Abuse and Neglect Hotline at 1-800-800-5556 or the appropriate law enforcement agency. The report should be documented by filling out the DCS Reporting Form linked on the staff intranet webpage. Submitting this form will ensure the event was documented, the name of the DCS call taker, whether the report was screened in or out, and once submitted will. Staff should inform their building admin so they know to look for the reporting form. 

Information concerning alleged abuse or neglect of a student is confidential information and is not to be shared with anyone other than the administration, DCS, the local prosecutor, or the appropriate law enforcement agency. Unless the parent is the subject of the investigation or unless directed otherwise by DCS, the Corporation shall notify the parents that a report was made.

Failing to report suspected child abuse or neglect is a Class B misdemeanor, which is punishable by up to 180 days in jail and a $1,000 fine.

Building administrators should be mindful of the possibility of physical or mental abuse inflicted by a staff member. A staff member who violates this policy may also be subject to disciplinary action. 

Information concerning alleged abuse of a student by a teacher is confidential information and is not to be shared with anyone other than the parent(s), administration, DCS, or the appropriate law enforcement agency. Any such instances, real or alleged, should be dealt with in accordance with the administrative guidelines established by the Superintendent after making a report of suspected abuse or neglect as described above.

The Board requires that each Corporation employee who is likely to have direct, ongoing contact with children within the scope of his/her employment attend or participate in training on child abuse and neglect, including training on the duty to report suspected child abuse or neglect under I.C. 31-33-5; and training on recognizing possible signs of child abuse or neglect at least once every two (2) years. This training may include an in-person presentation; an electronic or technology based medium, including self-review modules available on an online system; an individual program of student of designated materials.

The training required by this policy shall count toward the Board’s requirements for professional development and be provided during the Corporation employee’s contracted day or at a time chosen by the employee. 

A staff member who violates this policy in any way may be subject to disciplinary action, up to and including termination. 

It is the policy of the Board to maintain an education and work environment that is free from all forms of unlawful harassment, including sexual harassment, occurring in the Corporation's employment opportunities, programs, and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation's employment opportunities, programs, and activities, affecting the Corporation environment (hereinafter referred to collectively as "unlawful harassment"). This commitment applies to all Corporation operations, employment opportunities, programs, and activities. All students, administrators, teachers, staff, and all other school personnel share responsibility for avoiding, discouraging, and reporting any form of unlawful harassment occurring in the Corporation's employment opportunities, programs, and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation's employment opportunities, programs, and activities, affecting the Corporation environment. This policy applies to unlawful conduct occurring on school property, or at another location if such conduct affects the Corporation environment.

The Corporation will vigorously enforce its prohibition against unlawful harassment (see definition above), which is based on race, color, national origin, sex (including transgender status, sexual orientation and/or gender identity), religion, disability, military status, ancestry, or genetic information that are classes protected by Federal and/or State civil rights laws (hereinafter referred to as "Protected Classes"), and encourages those within the Corporation community as well as third parties who feel aggrieved to seek assistance to rectify such problems occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment. 

All Corporation employees, including administrators, professional staff and support staff, shall report any incident of alleged unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment that the employee observes or which is reported to the employee. 

The Corporation will investigate all allegations of unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment and, in those cases where unlawful harassment is substantiated, the Board will take immediate steps to end the harassment, prevent its recurrence, and remedy its effects.

Individuals who are found to have engaged in unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment will be subject to appropriate disciplinary action, up to and including termination of employment or expulsion from school.

Furthermore, Corporation employees who fail to report any incident of alleged unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment that the employee observes or which is reported to the employee also are subject to appropriate disciplinary action, up to and including termination of employment.

For purposes of this policy, "Corporation community" means students, administrators, teachers, and staff, as well as Board members, agents, volunteers, contractors, or other persons subject to the control and supervision of the Board. 

For purposes of this policy, "third parties" include, but are not limited to, guests and/or visitors on Corporation property (e.g., visiting speakers, participants on opposing athletic teams, parents), vendors doing business with, or seeking to do business with, the Board, and other individuals who come in contact with members of the Corporation community at school-related events/activities (whether on or off Corporation property).

To help ensure a safe, healthy, productive environment for our students, staff, and others, to protect Corporation property, and ensure efficient operations, the Corporation has adopted a policy of maintaining a workplace free of drugs and alcohol. We believe abuse of alcohol and the use of illegal substances endangers the health and safety of the individual using, the students the organization serves, and the Corporation’s other employees. This policy applies to all staff of the Corporation, while on the job and to situations where the employee’s off-the-job or off-premises conduct impacts their work performance, undermines the public confidence in the Corporation, threatens the safety of a student or other employee or the individual themselves while involved in Corporation business. 

The Corporation shall not permit the manufacture, possession, use, distribution, or dispensing of any controlled substance, including alcohol, and any drug paraphernalia, by any member of the Corporation’s professional staff at any time while on Corporation property or while involved in any Corporation-related activity or event. 

Possession includes possessing in the employee’s body, blood, or urine in any detectable amount, using or consuming any form of illegal drug while on duty or professionally representing the Corporation. Alcohol abuse is defined as anyone who is under the influence of alcohol at any time while working or on work premises or has been determined to be under the influence to the point their normal faculties are impaired due to the consumption of alcohol while working or on work premises. Any certified employee who violates this policy shall be subject to disciplinary action up to and including termination. 

For the purpose of this policy, prohibited substances include alcohol, illegal substances, and those substances obtained legally, but used contrary to their intended purpose. 

Employees who serve in safety sensitive positions, such as Commercial Driver’s License holders, must defer to the guidelines presented to them by the Transportation department.

The Board of School Trustees for the Avon Community School Corporation intends to provide a healthy, comfortable, and productive environment for students, staff, and citizens. The Board remains committed to reducing involuntary exposure to tobacco smoke among students and staff. The Board believes that the use of tobacco products in a school building denies students, staff, and visitors access to clean air, introduces a health hazard to those persons, and interferes with the learning and teaching environment. It is the intent of the Board to create a "tobacco-free" school environment in its buildings and on its grounds.

"Tobacco" includes any lighted or unlighted cigarette, cigar, pipe, bidi, clove cigarette, and any other smoking product; spit tobacco, such as smokeless, dip, chew, and snuff, in any form; and all electronic nicotine delivery systems (ENDS) such as e-cigarettes, vaping devices, and hookah pens. 

All persons, including students, employees, and visitors, shall not be permitted to possess or use tobacco products of any kind or in any form while:

1. Inside school corporation-owned buildings.
2. Being transported to or from school events in school corporation-owned, contracted, or other authorized vehicles.
3. On school corporation-owned property outside school corporation-owned buildings. 

Any violation of this Policy by an employee will be referred to his/her immediate supervisor for appropriate disciplinary action.

Building access is a shared responsibility of all ACSC staff and is crucial for maintaining security, ensuring safety, and protecting students and staff. Access to ACSC buildings and key assignments will be based on an employee’s job title and assigned responsibilities. All keys and access control badges for ACSC buildings are the property of ACSC. Keys and access control badges issued become the individual’s responsibility until termination of employment, or the granted access to an area is no longer needed. Employees will be given access to the building(s) and area(s) they are assigned to work in. 

All staff are required to wear either ID access control badges, metal name badges, or a uniform issued by ACSC while on campus. Staff should be identifiable and anyone who is not wearing ID should be redirected to the office.

In order to maintain security and safety for our employees, ACSC has the following policy with respect to visitors:

All visitors must be buzzed in through a secured entrance, checked into the visitor management system, must wear a visitor's badge, and supervised by an employee. Volunteers in the classroom are required to have a background check in the visitor management system. 

This policy applies to anyone who is not an active employee, including employees on leave, former employees, vendors, and suppliers. Generally, friends and family members are not permitted to visit employees at the workplace. When employees have any doubt whether a person can visit, they should first contact the building administrator. If permitted, friends and family members are also expected to follow the same process as all visitors. Employees should meet and escort them through the building. 

The Corporation prohibits staff members from possessing, storing, making, or using a weapon in any setting that is under the control and supervision of the Corporation for the purpose of activities approved and authorized by the Corporation including, but not limited to, property leased, owned, or contracted for by the Corporation, a Corporation-sponsored event, or in a Corporation vehicle. 

The possession of a firearm in or on school property, in or on property that is being used by a school for a school function, or on a school bus is a felony (I.C. 35-47-9-2) and is prohibited by Board policy. However, State law permits a person who may legally possess a firearm to maintain that firearm if it is locked in the person’s trunk, kept in the glove compartment of the person’s locked vehicle, or stored out of plain sight in the person’s locked vehicle. This prohibition applies to all employees, except licensed law enforcement, including those who have a personal protection permit to carry a handgun. 

The term “weapon” means any object which, in the manner in which it is used, intended to be used, or represented, is capable of inflicting serious bodily harm or property damage, as well as endangering the health or safety of persons. Weapons include, but are not limited to, firearms, tasers, handguns, stun guns, guns of any type, including air and gas-powered guns (whether loaded or unloaded), knives, razors, clubs, electric weapons, chemical weapons, metallic knuckles, martial arts weapons, ammunition, and destructive devices (bombs, incendiary, grenade, Molotov cocktail, rocket with a propellant charge of more than four (4) ounces, etc.) A “knife” is defined as “an instrument that: 1) consists of a sharp edge or sharp pointed blade capable of inflicting cutting, stabbing, or tearing wounds; and 2) is intended to be used as a weapon.” I.C. 35-47-5-2.5(a)

The Superintendent will report an employee or student who violates this policy to law enforcement officials. The staff member also will be subject to disciplinary action, up to and including termination, for violation of this policy.

This prohibition does not apply to weapons under the control of law enforcement personnel.

Exceptions to this policy include:

1. Items approved by a principal as part of a class or individual presentation under adult supervision, if used for the purpose of and in the manner approved; (working firearms and ammunition shall never be approved.)
2. Theatrical props used in appropriate settings C. Starter pistols used in appropriate school related sporting events Staff members must report knowledge of dangerous weapons and/or threats of violence by students, staff members, or visitors to the principal. Failure to report such information may subject the staff member to disciplinary action, up to and including termination.

Avon Community School Corporation aims to provide an efficient, helpful and courteous environment to all staff. We want employees to feel free to present their views and we pledge that no employee will be adversely treated for presenting their view of a problem to the Corporation. All matters of this sort will be settled promptly.

Article IX: Grievance Procedures in the Avon Federation of Teachers Contract details the grievance process for certified staff.

The Corporation’s record of success has been greatly influenced by our employees’ appreciation of their responsibility to our students, parents, and the community. If someone cannot be satisfied with a considerate and courteous discussion, refer the person to an available supervisor. All employees are to maintain a positive relationship with students, staff, parents, and community members. Be an example of exemplary adult behavior to our students, parents, and taxpayers of our community, while projecting care and concern for all students.

Students

Communication with students must be done through district approved systems (Schoology, ParentSquare). Communication with students should not occur via personal phone numbers, texts, emails, or personal social media accounts. If any emergency occurs where the approved system cannot be used, a parent should be copied on any communication with the student.

Community/Media

Requests from the news media seeking to interview staff and/or students should be directed the ACSC Communications Coordinator. The Communications Coordinator should be the liaison between the media and our school district. The Superintendent (and designated staff) will serve as the spokesperson(s) for the district. If the expertise of a school corporation employee is required, the Communications Coordinator will identify the appropriate employee to be interviewed by the media.

In order to provide appropriate educational services and programming, the Corporation must collect, retain, and use information about individual students. Simultaneously, the Corporation recognizes the requirement to safeguard student's privacy and restrict access to student’s personally identifiable information and education records.

Student "personally identifiable information" ("PII") includes, but is not limited to: the student's name; the name of the student's parent or other family members; the address of the student or student's family; a personal identifier, such as the student's social security number, student number, or biometric record; other indirect identifiers, such as the student's date of birth, place of birth, and mother's maiden name; other information that, alone or in combination, is linked or linkable to a specific student that would allow a reasonable person in the school community, who does not have personal knowledge of the relevant circumstances, to identify the student with reasonable certainty; or information requested by a person whom the Corporation reasonably believes knows the identity of the student to whom the education record relates.

PII concerning students shall be protected against theft, unauthorized access, alteration, disclosure, misuse, or invasion of privacy and shall not be left unprotected, shared, or transferred from Corporation records to any place not within the control of the Corporation.

Student records shall be available only to students and their parents, eligible students, designated school officials, and designated school personnel, who have a legitimate educational interest in the information, or to other individuals or organizations as permitted by law.

The term "parents" includes legal guardians or other persons standing in loco parentis (such as a grandparent or stepparent with whom the child lives, or a person who is legally responsible for the welfare of the child). The term "eligible student" includes any student who is eighteen (18) years of age or older, or who is enrolled in a postsecondary institution regardless of his/her age.

In situations in which a student has both a custodial and a noncustodial parent, both shall have access to the student's educational records unless stated otherwise by court order. In the case of an eligible student, parents will be allowed access to the records without the student's consent, provided the student is considered a dependent under Section 152 of the Internal Revenue Code.

A "school official" is a person employed by the Corporation as an administrator, supervisor, teacher/instructor (including substitutes), school psychologist, therapist, or support staff member (including health or medical staff and law enforcement unit personnel); and a person serving on the Board. The Corporation further designates the following individuals and entities as "school officials" for purposes of FERPA:

A. persons or companies with whom the Corporation has contracted to perform a specific task (such as an attorney, auditor, insurance representative, or medical consultant);

B. school psychologists, whether employed by a special education cooperative, interlocal, joint services organization, or an outside contractor, for purposes of the referral, evaluation and identification of students suspected to have a disability;

C. contractors, consultants, volunteers or other parties to whom the Corporation has outsourced a service or function otherwise performed by Corporation employees (e.g. a therapist, authorized information technology (IT) staff, and approved online educational service providers).

The above-identified outside parties must (a) perform institutional services or functions for which the Corporation would otherwise use its employees, (b) be under the direct control of the Corporation with respect to the use and maintenance of education records, and (c) be subject to the requirements of federal law governing the use and re-disclosure of PII from education records. 

"Designated school personnel" may include but is not limited to employees or agents of an insurance carrier providing a defense to the Corporation or its employees or agents.

"Legitimate educational interest" shall be defined as a "direct or delegated responsibility for helping the student achieve one (1) or more of the educational goals of the Corporation" or if the record is necessary in order for the designated school personnel official to perform an administrative, supervisory or instructional task for the Corporation or to perform a service or benefit for the student or the student’s family or to provide a defense to the Corporation with respect to any of these tasks. The Corporation directs that reasonable and appropriate methods, including but not limited to physical and/or technological access controls, are utilized to control access to student records and to make certain that school officials obtain access to only those education records in which they have a legitimate educational interest.

The Corporation authorizes the administration to:

D. provide "personally-identifiable" information to appropriate parties, including parents of an eligible student, who knowledge of the information is necessary to protect the health or safety of the student or other individuals, if there is an articulable and significant threat to the health or safety of a student or other individuals, considering the totality of the circumstances;

E. request each person or party requesting access to a student's record to abide by the Federal and State regulations concerning the disclosure of information to a third party;

F. disclose personally identifiable information from education records, without consent, to organizations conducting studies "for, or on behalf of" the Corporation for purposes of developing, validating or administering predictive tests, administering student aid programs, or improving instruction;

Information disclosed under this exception must be protected so that students and parents cannot be personally identified by anyone other than representative(s) of the organization conducting the study, and must be destroyed when no longer needed for the study. In order to release information under this provision, the Corporation will enter into a written agreement with the recipient organization that specifies the purpose of the study. Further, the following personally identifiable information will not be disclosed to any entity: a student or his/her family member’s social security number(s); religion; political party affiliation; voting history; or biometric information.

This written agreement must include: (1) specification of the purpose, scope, duration of the study, and the information to be disclosed; (2) a statement requiring the organization to use the personally identifiable information only to meet the purpose of the study; (3) a statement requiring the organization to prohibit personal identification of parents and students by anyone other than a representative of the organization with legitimate interests; and (4) a requirement that the organization destroy all personally identifiable information when it is no longer needed for the study, along with a specific time period in which the information must be destroyed.

While the disclosure of personally identifiable information is allowed under this exception, it is recommended that de-identified information be used whenever possible. 

G. disclose personally identifiable information from education records without consent, to authorized representatives of the Comptroller General, the Attorney General, and the Secretary of Education, as well as state and local educational authorities;

The disclosed records must be used to audit or evaluate a Federal or State supported education program, or to enforce or comply with Federal requirements related to those education programs. Under the audit exception, the Corporation will use "reasonable methods" to verify that the authorized representative complies with FERPA regulations. Specifically, the Corporation will verify, to the greatest extent practical, that the personally identifiable information is used only for the audit, evaluation, or enforcement of a government-supported educational program. The Corporation will also ascertain the legitimacy of the audit or evaluation and will only disclose the specific records that the authorized representative needs. Further, the Corporation will require the authorized representative to use the records only for the specified purpose and not to disclose the information any further, such as for another audit or evaluation. Finally, the Corporation will verify that the information is destroyed when no longer needed for the audit, evaluation, or compliance activity.

H. disclose or report educational records to a State or local juvenile agency when the disclosure or reporting relates to the ability of the juvenile justice system to serve, before adjudication, the student whose records are being released; and the juvenile justice agency receiving the information certifies, in writing, that the agency or individual receiving the information has agreed not to disclose it to a third party, other than another juvenile justice agency, without the consent of the child's parent, guardian, or custodian.

A disclosure or reporting of educational records concerning a child who has been adjudicated as a delinquent child shall be treated as related to the ability of the juvenile justice system to serve the child before adjudication if the agency provides documentation to the Corporation that the agency seeks the information in order to identify and intervene with the child as a juvenile at risk of delinquency rather than to obtain information solely related to the supervision of the child as an adjudicated delinquent child.

The Corporation will comply with a legitimate request for access to a student's records within a reasonable period of time but not more than forty-five (45) days after receiving the request or within such shorter period as may be applicable to students with disabilities. Upon the request of the viewer, a record shall be reproduced, unless said record is copyrighted, and the viewer may be charged a fee equivalent to the cost of handling and reproduction. Based upon reasonable requests, viewers of education records will receive explanation and interpretation of the records. 

The Corporation shall maintain a record of those persons to whom information about a student has been disclosed. Such disclosure records will indicate the student, person viewing the record, information disclosed, date of disclosure, and date parental/eligible student consent was obtained (if required).

The Superintendent shall prepare procedures to ensure that students and parents are adequately informed each year regarding their rights to:

I. inspect and review the student's education records;

J. request amendments if the record is inaccurate, misleading, or otherwise in violation of the student's privacy rights;

K. consent to disclosures of personally-identifiable information contained in the student's education records, except disclosures allowed without parental consent;

L. challenge Corporation noncompliance with a parent’s request to amend the records through a hearing;

M. file a complaint of Corporation noncompliance with the United States Department of Education;

N. obtain a copy of the Corporation's policy on student records.

The Superintendent also shall develop procedural guidelines for the proper storage and retention of records including a list of the type and location of records and for informing Corporation employees of the Federal and State laws concerning student records.

Any entity receiving personally identifiable information pursuant to a study, audit, evaluation, or enforcement/compliance activity must comply with all FERPA regulations. Further, such an entity must enter into a written contract with the Corporation delineating its responsibilities in safeguarding the disclosed information.

Specifically, the entity must demonstrate the existence of a sound data security plan or data stewardship program, and must also provide assurances that the personally identifiable information will not be redisclosed without prior authorization from the Corporation. Further, the entity conducting the study, audit, evaluation, or enforcement/compliance activity is required to destroy the disclosed information once it is no longer needed or when the time frame for the activity has ended, as specified in its written agreement with the Corporation.

All Corporation Technology Resources are the Corporation's property and are to be used primarily for business purposes. The Corporation retains the right to access and review all Information Resources, including but not limited to electronic and voice mail, computer files, data bases, and any other electronic transmissions contained in or used in conjunction with the Corporation's computer system/network, telephone system, electronic mail system, and voice mail system. Staff members should have no expectation that any personal information or data maintained, stored, or transmitted on or through such systems is confidential or private. 

Review of such information may be done by the Corporation with or without the staff member's knowledge. The use of passwords does not guarantee confidentiality, and the Corporation retains the right to access information in spite of a password. All passwords or security codes must be registered with the Corporation. A staff member's refusal to permit such access may be grounds for discipline up to and including discharge.

Personal messages via Corporation Technology Resources should be limited in accordance with the Superintendent's guidelines.

Staff members are prohibited from sending offensive, discriminatory, or harassing computer, electronic, or voice mail messages.

Review of computer files, electronic mail, and voice mail will be done only in the ordinary course of business and will be motivated by a legitimate business reason. If a staff member's personal information is discovered, the contents of such discovery will not be reviewed by the Corporation except to the extent necessary to determine if the Corporation's interests have been compromised. Any information discovered will be limited to those who have a specific need to know that information.  

The Board designates the Superintendent as the administrator with the authority to search and access information electronically. All Corporation-developed Technology Resources and Information are the property of the Corporation. Staff members shall not copy, delete, or remove any information or data developed and contained on Corporation Technology. In addition, staff members shall not copy or download software onto any Corporation Technology Resources and shall not bring software from outside sources for use on Corporation Technology Resources without the prior approval of the Superintendent/designee. Such pre-approval shall include a review of any copyright infringements or virus problems associated with such outside software.
 

The School Board provides technology resources and information resources to support the educational and professional needs of its staff and students. The Board provides staff with access to the Internet for limited educational purposes only and utilizes online educational services/apps to enhance the instruction delivered to its students and to facilitate the staff’s work.

This policy and its related administrative guidelines govern the staffs’ use of the Corporation’s technology resources and information resources and staff’s personal communication devices when they are connected to the Corporation’s computer network, Internet connection and/or online educational services/apps, or when used while the staff member is on Corporation-owned property or at a Corporation-sponsored activity.

Users are prohibited from engaging in actions that are illegal or unkind when using Corporation technology resources and information resources.

Staff members are expected to utilize Corporation technology resources and information resources to promote educational excellence in our schools by providing students with the opportunity to develop the resource sharing, innovation, and communication skills and tools that are essential to both life and work. The Board encourages the faculty to develop the appropriate skills necessary to effectively access, analyze, evaluate, and utilize these resources in enriching educational activities.

Pursuant to Federal law, the Corporation has implemented filter technology protection measures that protect against access to visual displays/depictions/materials that are obscene, constitute child pornography, and/or are harmful to minors, as defined by federal law. At the discretion of the Board or Superintendent, the technology protection measures may be configured to protect against access to other material considered inappropriate for students to access. The Board also utilizes software and/or hardware to monitor online activity of students to restrict access to child pornography and other material that is obscene, objectionable, inappropriate, and/or harmful to minors. Any staff member who attempts to disable the technology protection measures without express written consent of an appropriate administrator will be subject to disciplinary action, up to and including termination.

The Superintendent or designee may temporarily or permanently unblock access to websites or online educational services/apps containing appropriate material, if access to such sites has been blocked inappropriately by the technology protection measures. The determination of whether material is appropriate or inappropriate shall be based on the content of the material and the intended use of the material, not on the protection actions of the technology protection measures. The Superintendent or designee may also disable the technology protection measures to enable access for bona fide research or other lawful purposes.

Staff members will participate in professional development programs in accordance with the provisions of law and this policy. Training shall include:

A. the safety and security of students while using e-mail, chat rooms, social media, and other forms of direct electronic communications;

B. the inherent danger of students disclosing personally identifiable information online;

C. the consequences of unauthorized access (e.g., "hacking", "harvesting", "digital piracy", "data mining", etc.), cyberbullying and other unlawful or inappropriate activities by students online; and

D. unauthorized disclosure, use, and dissemination of personally identifiable information regarding minors.

Furthermore, staff members shall provide instruction for their students regarding the appropriate use of technology and online safety and security and specified above, and staff members will monitor students’ online activities while at school.

Monitoring may include, but is not necessarily limited to, visual observations of online activities during class sessions; or use of specific monitoring tools to review browser history and network, server, and computer logs.

The disclosure of personally identifiable information about students online is prohibited.

Building Principals are responsible for providing training so that users under their supervision are knowledgeable about this policy and its accompanying guidelines. All users of Corporation technology resources are required to sign a written agreement to abide by the terms and conditions of this policy and its accompanying guidelines.

Staff will be assigned a school email address that they are required to utilize for all school-related electronic communications, including those to students, parents, and other staff members.

With prior approval from the Superintendent or Principal, staff may direct students who have been issued school-assigned email accounts to use those accounts when signing-up or registering for access to various online educational services, including mobile applications that will be utilized by the students for educational purposes under the teacher’s supervision.

Staff members are responsible for good behavior on Corporation technology and information resources comparable to that expected when they are in classrooms, in school hallways, on other school premises and at school-sponsored events. The Board does not approve any use of its technology resources and information resources that is not authorized by or conducted strictly in compliance with this policy and its accompanying guidelines. 

Staff members may use Corporation technology resources to access or use social media only if it is done for Corporation educational or business-related purposes. 

General school rules for behavior and communication apply. 

Users who disregard this policy and its accompanying guidelines may have their use privileges suspended or revoked, and disciplinary action taken against them. Users are personally responsible and liable, both civilly and criminally, for uses of technology resources not authorized by this Board Policy and its accompanying guidelines.

The Board designates the Superintendent and the Director of Technology as the administrators responsible for initiating, implementing, and enforcing this policy and its accompanying guidelines as they apply to staff members' use of Corporation technology and information resources.

Employees should set a positive example related to cell phones. Cell phone usage may not interfere with
teaching duties or supervision of students.

Electronic media includes text messaging, instant messaging, electronic mail (e-mail), blogs, electronic forums (chat rooms), video-sharing Web sites, editorial comments posted on the Internet, social network sites, and all forms of telecommunication such as landlines, cell phones, and Web-based applications.

As role models for the corporation’s students, employees are responsible for their public conduct even when they are not acting as school corporation employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee’s use of electronic media interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. If an employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for the content on the employee’s page, including content added by the employee, the employee’s friends, or members of the public who can access the employee’s page, and for links on the employee’s page. The employee is responsible for maintaining privacy settings appropriate to the content and posting a statement the content of the posts by the employee are the personal opinions of the employee and the employee is not a representative of their employer.

An employee who uses electronic media for personal purposes shall observe the following:

• Staff members may use corporation technology resources to access or use social media only if it is done for corporation educational or business related purposes.
• The employee may not set up or update the employee’s personal social network page(s) using the corporation’s computers, network, or equipment.
• The employee shall not use the corporation’s logo or other copyrighted material of the corporation without express, written consent or affiliate themselves with the school corporation as an employee.
• The employee continues to be subject to applicable state and federal laws, local policies, and administrative regulations, even when communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include:
  • Confidentiality of student records.
  • Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional purposes or is required by law.
  • Confidentiality of corporation records.
  • Copyright law
  • Prohibition against harming others by knowingly making false statements about a colleague or the school system.

The Corporation maintains competitive employment benefit programs consistent with other benefit programs in other school districts. Read the detailed information provided by the Benefits Coordinator and on the Corporation website to understand the extent of coverage and exclusions under each individual plan (if applicable).

Premiums for benefits must be paid at the same time as payroll deduction or may be subject to cancellation and continuation of coverage under COBRA at your own expense. Employees will be required to use any and all available sick, vacation, and personal paid time off benefits while on leave of absence. Failure to pay insurance premiums within the 30-day grace period will terminate coverage. You will be given a 15-day written notice that payment has not been received. Failure to submit payment will result in coverage ending the day the last full premium was paid. You will be responsible for any claims incurred during that timeframe.

Our Corporation complies with the Family and Medical Leave Act (FMLA). Pursuant to FMLA, an employee may be entitled to take up to twelve (12) weeks of unpaid FMLA leave in any twelve (12) month rolling period for the following reasons:

A-1. the birth of a child and/or the care of a newborn child within one (1) year of the child’s birth;

B-1 the placement of a child with the staff member by the way of adoption or foster care and/or to care for the child within one (1) year of the child’s arrival;

C-1. the staff member is needed to care for a spouse, son, daughter, or parent if such individual has a serious health condition; or

D-1. the staff member’s own serious health condition prevents him/her from performing the functions of their position.

Pregnancy Leave as mandated by IC 20-28-10-5 allows a teacher who is pregnant to continue in active employment as late into pregnancy as the teacher wishes, if the teacher can fulfill the requirements of the teacher's position. A teacher who is pregnant shall be granted a leave of absence any time between the commencement of the teacher's pregnancy and one (1) year following the birth of the child, if the teacher notifies the superintendent (or designee) at least thirty (30) days before the date on which the teacher wishes to start the leave. The Board will enforce the requirement for taking sick leave days during pregnancy leave. Per the Collective Bargaining Agreement, teacher shall be entitled to take available sick leave days during any portion of maternity leave covered under FMLA but not required to use sick days outside their period of medical incapacitation.

Parental Leave may be taken in accordance with FMLA guidance. Employees may take up to ten (10) days off for a parental leave. During those 10 days, employees will be required to use any and all available sick, vacation, and personal paid time off benefits while on leave of absence. Requests for use of more than 10 sick days will require medical certification to be on file.

If an eligible instructional employee needs intermittent leave or leave on a reduced leave schedule to care for a family member with a serious health condition, to care for a covered servicemember, or for the employee's own serious health condition, which is foreseeable based on planned medical treatment, and the employee would be on leave for more than 20 percent of the total number of working days over the period the leave would extend, the employer may require the employee to choose either to:

(i) Take leave for a period or periods of a particular duration, not greater than the duration of the planned treatment; or

(ii) Transfer temporarily to an available alternative position for which the employee is qualified, which has equivalent pay and benefits and which better accommodates recurring periods of leave than does the employee's regular position.

(iii) For both intermittent and continuous leaves, employees will be required to use any and all available sick, vacation, and personal paid time off benefits while on leave of absence.

Employees inducted voluntarily or involuntarily into active military service will be given treatment in accordance with USERRA and any other federal, state, or local laws governing such leave. In the case of reservists attending annual training, employee will be granted a temporary leave of absence with no effect on vacation leave, sick leave, or other normal benefits. The immediate supervisor should be given evidence of the dates of military leave as far in advance as possible. Upon return, the immediate supervisor should be furnished with evidence that the employee has completed the training period.

In the case of active duty for reservists other than annual training, the length of the period of military leave determines the employee’s rights and the Corporation’s obligations. The employee should provide notification to the immediate supervisor as far in advance as possible of their need for such leave, and submit the documentation prior to commencement of the military service to their immediate supervisor and acscbenefits@avon-schools.org.

If you are ineligible for a leave under FMLA, (Board Policy 3101) the Corporation may grant you a non-FMLA leave of absence. This is at the corporation’s discretion and not a guarantee. An employee should contact Benefits at least two (2) weeks prior to the start of the anticipated leave unless there are extenuating circumstances. Non-FMLA leaves will be considered on a case-by-case basis and only be approved for medical reasons and substantiating documentation must be submitted to Benefits. If documentation is not provided the leave will not be approved. Unapproved absences could result in disciplinary action up to and including termination. Your request for leave will be considered on the basis of your available paid time off and business impact. To be eligible to request a leave of absence, an employee must have worked longer than his or her sixty (60) day introductory period.

Any request for any extension of medical leave would require documentation from physician and will be considered based on employee role and length of extension request and not guaranteed. During the leave of absence, the employee will not earn paid time off benefits. During any unpaid time the employee will be responsible for 102% of their insurance premiums. Premiums for benefits must be paid at the same time as payroll deduction or may be subject to cancellation and continuation of coverage under COBRA at your own expense. Employees will be required to use any and all available sick, vacation, and personal paid time off benefits while on leave of absence.

Prior to returning to work a doctor’s release must be provided to Benefits. This return to work note should be made at least one (1) week prior to the end of your leave.

Upon completion of your leave, the Corporation will attempt to return you to your original job, or to a similar position, subject to prevailing business considerations. Reinstatement, however, is not guaranteed.

Failure to advise management of your availability to return to work, failure to return to work when notified, or your continued absence from work beyond the time approved by the Corporation will be considered a voluntary resignation of your employment. Non-FMLA Leaves of Absence will run concurrent with any voluntary Short-Term or Long-Term Disability Leave of Absence. Having these insurances does not entitle an employee to take a leave of absence. 

Workers’ Compensation Insurance is required by state law and the Corporation pays both the premiums and the resulting claims. Workers’ Compensation is intended to protect those employees who experience an on-the-job injury or illness related to their employment with the Corporation. The accident/injury must occur after a healthy employee has arrived at the employee’s workstation and is in their normal course of work. The employee will not be eligible if the injury occurs on the way to work or if the injury had been sustained during an activity before the scheduled work day. Any accident on the job, no matter how small, must be reported immediately to a direct supervisor and Assistant Benefits Coordinator within 24-hours, including all required written documentation. Failure to report an incident within 24 hours may result in disciplinary action, up to and including termination. Supervisors are responsible for making sure all forms are submitted in a timely manner.

An employee must follow the instructions or recommendation of their supervisor when advised to seek medical attention. A refusal to follow a reasonable request by an immediate supervisor can lead to termination.

If an employee feels it necessary to see medical attention, they should be seen at Hendricks Occupational Health located at 1100 Southfield Drive, Plainfield, IN 46168.

An employee will receive their regular compensation if medical care is needed after injury and/or for follow medical treatment needed during normal working hours. Employees will be required to utilize their own paid time off for the first seven days if unable to return to work. Absences due to an injury sustained as a result of a targeted assault or battery or other situations as approved by administration will not require use of employee paid time off in the first seven (7) days. During the period of absence, the teacher's salary and benefits shall continue in full to a maximum of ninety (90) days without reduction in accumulated personal leave days. If Workers’ Compensation benefits are paid during the 90-day period, the teacher shall return that portion of the benefits allotted for salary.

Prior to seeking medical attention, the employee may be required to submit to a drug and alcohol screening. This screening is to protect the individual from potential harmful effects of any medical procedure or possible drug interactions during their visit. If the employee refuses the drug screening or tests positive for alcohol or an unauthorized or illegal substance, the school corporation may assume no liability in connection to the accident, injury or ongoing health problems of the employee. Depending on the nature of a positive test for alcohol, unauthorized or an illegal substance, the employee may also be terminated immediately.

Any employee found falsifying or making misleading statements in connection to a workman’s compensation claim will be subject to a possible insurance fraud investigation, which could include immediate termination and/or arrest.

Paradigm will work with the employee to direct the appropriate care level at a district approved provider. Personal physicians are not allowed under Workers’ Compensation benefits. Employees are required to seek medical care at the following clinic or where directed by Paradigm.

Hendricks Regional Occupational Health

1100 Southfield Dr.
Plainfield, IN 46168
Phone: (317) 839-6200
For injuries sustained between 8:00am – 4:30pm

For all injury-related questions, including after hours, always call Paradigm at (844) 454-1143 for guidance.

For more information on Indiana Workers’ Compensation, please visit the following link:

Workers' Compensation Information

Return to Work Policy

The District has a Return-to-Work policy to support any employee who is unable to perform their regular work duties due to a job-related injury. The essential concepts of this program are outlined below:

The District’s goal is to provide meaningful work activities for employees who temporarily cannot perform all or portions of their regular work assignments due to work-related injury or illness. Return-to-work duties may be in the form of changed responsibilities within the scope of an employee’s current position or other available alternative duties for which they may be qualified, or through a reduced work-hour schedule.

If work is available that meets the limitations and restrictions set forth by the attending physician, the employee may be assigned transitional or modified duty work for a period not exceeding 180 days. Alternate and/or modified work or light duty is a temporary program, and an employee’s eligibility for a temporary assignment will be based on medical documentation and continued recovery.

If an employee cannot return to their position due to restrictions, the District will determine if there is a similar pay rate position available. However, if an employee cannot return to work after 180 days, they will be separated from service.

Workers’ Compensation may run concurrently with FMLA. Employees will be eligible to maintain benefits by paying their portion for the 180 days.

Under certain conditions, state law provides the employee with some compensation during periods of unemployment. The tax is levied on the Corporation to underwrite the total cost of unemployment compensation. 

Appearance is important to each employee and to the Corporation. It affects the opinions of co-workers as well as stakeholders, students, parents, and our community.

Employees should at all times be well dressed, presenting an image of dignity, and encouraging respect. This includes dressing in a manner consistent with employee’s responsibilities that communicates to others a pride in their personal appearance that does not disrupt the educational process that does not cause a health or safety hazard to themselves or others.

The Corporation will provide a reasonable accommodation from dress requirements on account of an employee’s culture, religion, or disability status, unless such reasonable accommodation imposes an undue hardship to the Corporation. Employees who appear for work inappropriately dressed will be sent home and directed to return to work in proper attire. 

The teacher contract will consist of 185 days which includes 180 student days and 5 teacher workdays – three before the start of the school year, one during the school year, and one at the end of the school year.

The Superintendent authorizes the school day to be arranged and scheduled by the administration. It is to offer the maximum education for the time spent within the limitations of school facilities and the laws and regulations of the State.

The Superintendent may close the Schools, delay the opening of the Schools, or dismiss the Schools early when such alteration in the regular session is required for the protection of the health and safety of students and staff members.

Certified employees are not required to be in attendance on days that school is closed. On days when school is delayed, certified employees should report two (2) hours (if that is the length of the weather delay) after their normally scheduled arrival time. 

During weather related E-learning days teachers will have all learning activities posted to Schoology no later than two (2) hours after the normal school start time. Teachers will be expected to prepare virtual instruction, hold live online office hours, and ensure virtual classwork fits within the current unit of study.

It is the expectation that all new teachers and those hired mid-year in the year prior attend both New Teacher Orientation (a two-day session before school starts) and complete ACSC mentoring program.

Having a valid teaching license on the first contract day of school is a condition of employment. Not meeting this condition will have an impact on compensation and employee will receive the non-certified substitute teacher daily rate of pay. Not having an active teaching license on the first contract day may also result in additional disciplinary action, up to termination.

Certified employees are not to regularly bring their children with them to their classroom during regular school/work hours in place of before/after school care. In limited situations, outside of regular school/work hours staff children may be with staff if supervised. Children should not be in teacher areas such as teacher’s lounge or workroom.

It is required you sign out from the building if you are to leave at any time throughout day during regular contracted hours.

Staff and students will be trained on emergency procedures at the beginning of each school year or more often if needed. Monthly drills, as required by legal code, will be conducted. Certified employees are expected to follow emergency procedures. Every classroom is provided an emergency flip chart which must always be visible and accessible. A current class roster should be available for emergency purposes.

Students should always be supervised. Students should not be in rooms without an adult.

Per Board policy 3320, certified employees shall maintain a standard of care for the supervision, control, and protection of students commensurate with their assigned duties and responsibilities.

A certified employee working one-on-one with a student must ensure work is occurring in a visible location. 

Per Board Policy 3320, a certified employee shall not transport students in a private vehicle without approval of the principal. If the principal approves, two staff members may transport the student.

Indiana Code § 20-29-5-6 permits a school employer to deduct dues of a school employee organization that is an exclusive representative of any employees of the school employer upon written authorization of the school employee. This withdrawal authorization form will authorize your employer to deduct funds from your paycheck for exclusive representative dues. You can revoke this authorization at any time by submitting a written or email request to your employer. The authorization is good for one year. The withdrawal authorization form can be found by contacting your union treasurer.

The Board believes that standards of conduct for professional employees are necessary to provide students with a positive example of adult behavior and an orderly instructional environment. To this end, the Board has adopted a policy of progressive discipline to be applied except in cases of gross misconduct. In instances of gross misconduct, the purpose of this policy is to consider if the misconduct warrants suspension without pay or termination.

As used in this policy, "progressive discipline" means imposition of the least severe sanction that the Board determines, in its sole discretion, to be likely to prevent a recurrence of the offense. If the Board finds facts that support the use of progressive discipline, the Board may impose a penalty which may include, but not be limited to one or more of the following:

1. Verbal counseling/oral warning in which a verbal conference between the employee and his/her supervisor is held.
2. A written warning which is a formal notice of a performance problem or inability to follow established policy. This notice serves as a warning that continued infractions will not be tolerated and may result in recommendation for discharge.
3. Probation for a period of time determined by the supervisor in connection with the written warning.
4. Administrative leave with pay.
5. Suspension without pay imposed in compliance with applicable Indiana statutes.
6. Termination imposed in compliance with applicable Indiana statutes.

Exceptions to the principle of progressive discipline contained in this policy may be made in cases in which the Board finds that the interests of students and the school community make the application of the principle of progressive discipline inappropriate. Examples include, but are not limited to the following:

1. Reporting for duty under the influence of an alcoholic beverage, an illegal drug, or a prescription drug used other than in accordance with a prescription.
2. Possession or use of alcoholic beverages or drugs on school property or at an event sponsored by the Board.
3. Willful refusal to follow established rules or standards for the conduct of a professional employee, i.e. insubordination.
4. Theft, fraud, or another violation of criminal law.
5. Arrest and subsequent conviction of a crime.
6. Falsification or omission of a material fact in the application for employment by the Board.
7. Threats of and/or acts of violence to a person or substantial property damage.
8. Poor professional judgment resulting in a risk of physical harm to a person.
9. Harassment in violation of Board policy.

In the event a professional staff member is recommended for suspension without pay or dismissal, the procedures required by Indiana law will be implemented.

The Corporation endeavors to maintain competitive pay and benefit programs for each of our different job classifications. Per Board Policy 3410 each certified staff shall be given a written evaluation of their performance annually. A one-on-one meeting will occur to discuss the evaluation and the evaluation will be placed in the employee’s personnel file.

Certified Staff will be paid bi-weekly, unless otherwise dictated by the school calendar. There are a maximum of 26 pays in a calendar year. If a payday falls on a holiday, check the payroll and benefit deduction schedule for the actual pay day. All employee paychecks will be by direct deposit. The ability to accept pay by direct deposit is a requirement. Please contact the payroll department with any questions. 

Teacher Compensation information is found in the Avon Federation of Teachers Contract Article VI.

Voluntary: Certified employees on a regular teacher contract who wish to be considered for a vacant position within the building they currently work shall give written notice to their principal indicating interest. If the certified employee’s request is for a vacant position in a different building within the district, the teacher must complete an online application for the position as well as written notification to the principal of the building where the teacher is currently assigned.

Request for consideration of an internal transfer between buildings will be reviewed by the building principal in consultation with district leadership. The employee’s certification and experience as well as impact and the building and overall district will be considered in determining if an interview will be granted.

Internal transfers between June 1st and the start of the school year will be discouraged and only considered in rare circumstances.

Involuntary: Changing programs and fluctuating numbers of students in grade levels and departments may necessitate the involuntary transfer of certified employees in order to maintain equity in a teaching load and quality education. All transfers within a building are to be handled by the building principal. Involuntary transfers to a different school are to be handled by the Director of Human Resources. 

Lesson Plan Expectations

Certified employees should be prepared to provide lesson plans to building administrator upon request. Lesson plans should include clearly identified lesson objectives that are aligned to state standards, instructional strategies and assessments.

Student Data / Gradebooks

Certified employees are expected to update gradebooks regularly, so they are an accurate reflection of students’ performance

Field Trip Procedures

Field trip requests must be submitted at least fifteen (15) business days prior to the trip. During all trips the supervising teacher is to be in direct supervision of the students. All non-staff chaperones must have the appropriate background check before attending a field trip.

Student Discipline

Expectations of student behavior should be clearly outlined for students discussing acceptable and unacceptable behavior and outlining the consequences of unacceptable behavior. Students should always be treated with respect when administering discipline. All discipline should be documented.

Student clinic, health, accidents/injuries

Certified employees should refer to the Health Services Guidelines for how to appropriately manage student health concerns. No medication should be administered to a student by a certified employee. If an exception is to be made on a field trip it should be first cleared by the school nurse. Healthcare plans for students with significant healthcare needs must remain confidential and be renewed annually.

Guidelines for reporting a student injury are in the ACSC Nursing Handbook. Any student injury of concern should be sent to the clinic.

Professional Development

Avon Community School Corporation’s strategic goal is to become a Professional Learning Community (PLC) improving student achievement by providing equitable experiences and opportunities for all students. Our focus is on internal professional development, and external professional development will only be approved in limited circumstances by district administration.

Faculty Meetings / PLC

Faculty meetings and PLC meetings will be scheduled well in advance. It is an expectation certified employees attend all meetings and are on-time and prepared.

Company Property / Theft / Damages

Any certified employee who is found to be involved in the theft of company property or equipment will be subjected to disciplinary action up to and including termination and prosecution. Any employee involved in an accident resulting in damage to company property because of alcohol consumption, or unlawful drug taking, negligence, or recklessness will be required to reimburse ACSC for all associated costs.

Requesting supplies

Purchasing supplies or equipment for the school corporation will be done through the requisition method. Anything purchased without consent from the main office becomes personal debt for which the school will not accept liability. Inventories of equipment will be maintained at the building level. Staff members may be held financially responsible for damage to equipment due to neglect.

Maintenance / Custodial Needs

Any maintenance or custodial need should be first directed to the Head Custodian in your building. The Head Custodian will determine how best to address the need and will create a work ticket if necessary.

Fire Marshal Codes, Energy Conservation, Scents

All certified employees are responsible for following fire code guidelines and taking appropriate corrective actions if the fire marshal or a member of the ACSC operations staff notifies you that an area under your responsibility is out of compliance with the fire code.

In general, furniture from home should not be brought in to ACSC classrooms due to fire code regulations and student safety.

Air purifiers are not to be used while students are in the classroom. Scented candles and air fresheners are not to be used in the classroom.

Certified employees should be mindful of conserving energy for environmental and financial purposes. This includes practices such as turning off classroom lights when not in use and minimizing heating/cooling loss by keeping outside doors from being propped or held open. Appliances such as mini refrigerators and space heaters are not permitted in classrooms.

Facility Usage - submitted through facility usage website

All ACSC requesting to use school facilities for purposes outside their teaching responsibilities should follow facility usage guidelines posted on the ACSC website.

Workplace Accidents

All accidents involving staff whether they involve a work-related injury, must be reported and documented on our approved Incident Reporting forms and provided to the Assistant Benefits Coordinator within 24 hours.

Live animals shall be allowed in the classroom for educational purposes with the prior approval of the principal.

Animals brought into a classroom must be humanely and properly housed in cages or leashed. Animals brought into the classroom must be known to be in good health. Animals that are poisonous, venomous, or dangerous will not be allowed in the classroom.

When bringing an animal into the classroom, considerations must be given to students or staff who may be allergic to the animal. In advance of the animal being brought to school, a notification will be sent home with the students in that class informing parents of the type of animal that will be coming into the classroom. Parents will have an opportunity to notify the teacher or the principal if their child is allergic to the animal. If a parent responds about a concern regarding a possible allergic reaction to the animal, the principal and teacher shall discuss options that may be considered. The name of the student with the allergy shall remain confidential.

If after an animal is brought to class and school officials become aware that an individual did have an allergic reaction, the school shall resolve the issue and provide the necessary cleaning of all surfaces in the classroom to remove the allergen.

The care of an animal is the responsibility of the teacher. Cages and aquariums shall be cleaned by the teacher, not a student. Animal waste and materials from the cages shall be bagged and disposed of in a proper manner in a proper outside trash container. Wastewater from an aquarium may be disposed of by flushing it down a toilet or any sink where food is not prepared. For animals staying in the classroom for longer than that day, it is the teacher’s responsibility to provide care over the weekends and during vacations.

Under the teacher’s supervision, students may handle the animal in the classroom after being given instruction on proper handling techniques for handling the animal, as well as proper hand-washing techniques after handling the animal. When appropriate, students may feed the animal under the supervision of the teacher.

Live animal presentations and assemblies under the supervision and control of a trained professional may at times have more unique animals and may not be allowed in the classrooms. These presentations are allowed in accordance with the provisions of this policy.

Exceptions to this policy are service animals and fish in an aquarium provided the fish are of a reasonable size and quantity.

Owners of pets and service animals brought on school property are liable for any harm or injury caused by the animal to other students, staff, visitors, and/or property.

Per board policy 5372, live animals shall be allowed in the classroom for educational purposes with the prior approval of the principal. Animals brought into a classroom must be humanely and properly housed in cages or leashed. Animals brought into the classroom must be known to be in good health. Animals that are poisonous, venomous, or dangerous will not be allowed in the classroom. When bringing an animal into the classroom, considerations must be given to students or staff who may be allergic to the animal.

It is the responsibility of Certified Employees serving a student under special education to meet all requirements of the IEP plan and Article 7 compliance. If you need assistance or resources on best practices and how Avon services students with special needs, reach out to fellow special education teachers, an administrator, and refer to the Special Education Manual. As a Certified Employee, you may also be the direct point person for special education support staff (special ed assistants) and assign them duties to help implement the requirements in the IEP plan. There is a required TOR training for new special education teachers in Avon and also a New Para Training for all new special education support staff. All agreed upon promises towards goals and accommodations from the IEP must be documented and the IEP must be implemented as written. Special Education Certified employees may always call the Director or Assistant Director of Special Education.

It is the responsibility of Certified Employees serving a student on an ILP to meet the instructional supports and accommodations outlined in the plan. If you need assistance in interpreting how best to implement ILP instructional supports and accommodations or understand the specific language needs of your students, please communicate immediately with the school's ML Instructor.

Resignation

A certified employee who has entered into a contract with the Corporation must provide thirty (30) days’ written notice if s/he takes a teaching job with another school corporation after the school year has started or less than fourteen (14) days before the day on which the certified employee must report for work.

Per Board Policy 3420 a resignation, once submitted, may not be rescinded without the approval of the immediate administrator supervising the employee and agreement of the Board.

RIF

Per Board Policy 3700, the Board reserves the right to reduce positions in the Corporation and to whenever reasons of reduced funding, decreased enrollment of students, return to duty of regular professional staff members after leaves of absence, closing of schools or territorial changes affecting the Corporation, or other good cause warrant.

Return of school property upon separation

When employment with the Corporation terminates, for whatever reason, the employee is required to immediately return all corporation-owned property used during his or her employment and all documents and materials that may contain proprietary or confidential information. This includes without limitation: keys, credit cards, computers, vehicles, communication devices, uniforms, identification badges, parking passes, and any other equipment, materials, or items purchased, leased, owned, or otherwise belonging to the Corporation.

Exit Interview

Upon resignation, an employee will have the opportunity to complete an exit interview. This may be completed via survey or an interview with the Director of Human Resources if requested. Feedback from this interview may be duplicated and a copy sent to the former employee’s supervisor and central office administration unless otherwise requested by the employee.

C.O.B.R.A. (Consolidated Omnibus Budget Reconciliation Act)

Upon separation of employment, employees with medical/dental insurance have the option to continue in the group insurance plan under COBRA. For further information, contact the Benefits Coordinator. 

Summary of Changes (May 2021)

p. 2: Change in start/end times for teacher hour
p. 2: Reminder that preps are for preparing lessons, grading responsibilities. Any requests to leave the school during preparation periods but be approved by principal
p. 2 Five teacher workdays are broken down: three before school, one during and one end of school year
p. 3 Unpaid absences may impact teacher effectiveness score by .25 deduction
p. 3 The Essential Avon is being replaced with a more formal Teacher Mentor program
p. 8 Communication with students needs to be done through district approved systems
p. 9 During E-Learning Days teachers will have all learning activities posted to Schoology no later than two hours after the normal school start time. Teachers will be expected to have 90 minutes of live online office hours and virtual classwork should fit with the current unit of study.

Summary of Changes (August 2022) 

p. 2 Two personal days will be counted if used before/after break
p. 3 Internal transfers between July 1st and the start of the school year will be discouraged.
p. 3 Updated language regarding FMLA, pregnancy leave and parental leave
p. 18 Updated language regarding union dues
** multiple changes Board Policy #
p. 14 Added Student Hazing Policy

Summary of Changes (2023)

p. 2 Civility Board Policy Added
p. 7 Board Policy # for ADA policy
p. 7 Board Policy # for Mandatory Reporting of Convictions
p. 8 Board Policy # for Sexual Harassment
p. 9 Board Policy # for Disability Harassment
p. 12 Visitor/volunteers information added
p. 20 – Clarifying implementation of Workers’ Compensation
p. 21 – Clarity in dress and appearance guidelines
p. 22 – Teacher/student days
p. 22 – Avon Academy schedule
p. 23 – Clarity regarding unexcused absences
p. 24 – Clarification on Staff Children / family members at work
p. 24 – Clarity on licensure requirements
p. 26  – Clarity to transfer requests

Summary of Changes (June 2024)

Civility Policy – included additional language
Criminal History Check Policy
Equal Employment Opportunity Policy
DCS Mandatory Reporting of Child Abuse Policy
Anti-Harassment Policy
Corporation Provided Technology Policy
Staff Intranet and Acceptable Use Policy
Benefit Programs
    Requirement to pay premiums
    Paid time – sick, personal, bereavement
Animals in the Classroom Policy

Summary of Changes (July 2025)

Parental Leave policy – will be required to use available paid time off
Return from leave
Teacher Hours
Professional Development

Summary of Changes Updated (July 2026)

Workers Compensation language / Provider

Per School Board Policy 3011, to protect students and staff members, the Corporation requires that an expanded criminal history check be conducted for each applicant for employment who is likely to have direct, ongoing contact with children within the scope of his/her employment before or not later than thirty (30) days after the start of the applicant’s employment by the Corporation.

The Corporation requires that an expanded child protection index check be conducted for each applicant for employment who is likely to have direct, ongoing contact with children within the scope of his/her employment before or not later than sixty (60) days after the start of the applicant’s employment by the Corporation. An expanded child protection index check shall include inquiries to each state in which information necessary to complete the expanded child protection index check is available.

The Corporation requires that an expanded criminal history check be conducted for each Corporation employee every five (5) years. Each applicant shall be responsible for the cost of his/her background check. The Corporation shall pay the costs associated with conducting the expanded criminal history check for all employees. Should an employee be re-hired for employment by the corporation a new background check will be required if the period of separation exceeds 60 days. All school employees are required by state law to report to the School Corporation if they have been convicted during their employment of certain crimes enumerated in state law. 

During the course of his/her employment with the Corporation, each professional employee and substitute teacher shall be required to report immediately to the Superintendent any of the following (within two (2) days of the occurrence); the arrest or the filing of criminal charges against the employee; conviction of the employee for a crime; and substantiated report of child abuse or neglect. The Superintendent shall obtain a review of each reported conviction or substantiated report of child abuse or neglect and shall recommend appropriate action to the Board considering the risk to members of the school community presented by the continued employment of the employee who was convicted or the subject of a substantiated report of child abuse or neglect. The superintendent or designee is responsible for implementing regulations to notify the employees, including volunteers, and the entities for contracted services of this duty. In addition to the crimes listed in the state law, the notice shall also include the convictions of the attempted crimes listed in the law.

The Avon Community School Corporation is a diverse school community comprised of individuals with unique backgrounds. We celebrate our growing diversity as an asset and a source of pride. This diversity underscores the importance of sensitivity to the backgrounds of all individuals. 

We believe that an effective educational program requires the services of men and women of integrity, high ideals, and human understanding. To maintain and promote these essentials, the Corporation expects all professional staff members to maintain high standards in their working relationships. 

Therefore, all staff members in the performance of their professional duties will recognize basic dignities of all individuals with whom they interact. In addition, staff members will exercise due care to protect the mental and physical safety of students, colleagues, and subordinates. Staff members are responsible for keeping in confidence all student and colleague related information unless such information needs to be shared in the discharge of their professional responsibilities. Avon Community School Corporation does not discriminate on the basis of race, religion, color, sex, national origin, age, disability, sexual orientation, genetic information, or veteran status in admission to its programs, services, or activities, in access to them, in treatment of individuals, or in any aspect of their operations.

The Avon Community School Corporation also does not discriminate in its hiring or employment practices. This notice is provided as required by Title VI of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, the Age Discrimination Act of 1975, and the Americans with Disabilities Act of 1990.

Questions, complaints, or requests for additional information regarding these laws may be forwarded to the designated compliance coordinator.

Director of Human Resources
7203 E. US Highway 36
Avon, IN 46123
(317) 544-6000

It is the policy of the Board of Trustees to forbid acts of discrimination in all matters dealing with employees and applicants for positions with the school corporation and to further the principle of equal employment opportunity in all actions affecting employees and applicants. This policy covers, but is not limited to, recruiting, hiring, training, and promotion of persons in all job classifications without regard to race, color, religion, sex, national origin, genetic information, age, marital status, or disability, or pregnancy, childbirth, or related medical conditions. 

Other actions covered by this policy include employee compensation, benefits, transfers, layoffs, return from layoffs, sponsored training programs, in-service education, work and co-curricular assignments, and other employment actions relating to the job status of the employee. 

The Superintendent has the overall responsibility for the implementation of this policy and has the responsibility and authority to select qualified applicants for open job positions without regard to the above-mentioned classes. Further implementation of this policy is the responsibility of all School Corporation administrators in accordance with the procedures set forth by the Superintendent.

Per Board Policy 3003, discrimination against any employee or applicant based upon his/her disability is prohibited. As such, the Board will not engage in employment practices or adopt policies that discriminate on the basis of disability, or otherwise discriminate against qualified individuals with disabilities in regard to job application procedures, the hiring, advancement or discharge of employees, employee compensation, job training, or other terms, conditions and privileges of employment. The Board further will not limit, segregate, or classify applicants or employees in any way that adversely affects their opportunities or status because of disability. Additionally, the Board will not participate in any contractual or other relationships that have the effect of subjecting qualified individuals with disabilities who are applicants or employees to discrimination on the basis of disability.

As an agency of the State, the School Board is concerned with the physical and mental well-being of the children of this School Corporation and will cooperate in the identification and reporting of cases of suspected child abuse or neglect in accordance with law.

Each staff member employed by this Corporation shall be responsible for reporting immediately every case, whether ascertained or suspected, of abuse, abandonment, cruelty, or neglect resulting in physical or mental injury to a student by other than accidental means. If a staff member has reason to believe a child is a victim of abuse or neglect, s/he shall immediately make a report to the Department of Child Services ("DCS") by calling the Indiana Child Abuse and Neglect Hotline at 1-800-800-5556 or the appropriate law enforcement agency. The report should be documented by filling out the DCS Reporting Form linked on the staff intranet webpage. Submitting this form will ensure the event was documented, the name of the DCS call taker, whether the report was screened in or out, and once submitted will. Staff should inform their building admin so they know to look for the reporting form. 

Information concerning alleged abuse or neglect of a student is confidential information and is not to be shared with anyone other than the administration, DCS, the local prosecutor, or the appropriate law enforcement agency. Unless the parent is the subject of the investigation or unless directed otherwise by DCS, the Corporation shall notify the parents that a report was made.

Failing to report suspected child abuse or neglect is a Class B misdemeanor, which is punishable by up to 180 days in jail and a $1,000 fine. 

Building administrators should be mindful of the possibility of physical or mental abuse inflicted by a staff member. A staff member who violates this policy may also be subject to disciplinary action. Information concerning alleged abuse of a student by a teacher is confidential information and is not to be shared with anyone other than the parent(s), administration, DCS, or the appropriate law enforcement agency. Any such instances, real or alleged, should be dealt with in accordance with the administrative guidelines established by the Superintendent after making a report of suspected abuse or neglect as described above.

The Board requires that each Corporation employee who is likely to have direct, ongoing contact with children within the scope of his/her employment attend or participate in training on child abuse and neglect, including training on the duty to report suspected child abuse or neglect under I.C. 31-33-5; and training on recognizing possible signs of child abuse or neglect at least once every two (2) years. This training may include an in-person presentation; an electronic or technology based medium, including self-review modules available on an online system; an individual program of student of designated materials.

The training required by this policy shall count toward the Board’s requirements for professional development and be provided during the Corporation employee’s contracted day or at a time chosen by the employee. 

A staff member who violates this policy in any way may be subject to disciplinary action, up to and including termination. 

It is the policy of the Board to maintain an education and work environment that is free from all forms of unlawful harassment, including sexual harassment, occurring in the Corporation's employment opportunities, programs, and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation's employment opportunities, programs, and activities, affecting the Corporation environment (hereinafter referred to collectively as "unlawful harassment"). This commitment applies to all Corporation operations, employment opportunities, programs, and activities. All students, administrators, teachers, staff, and all other school personnel share responsibility for avoiding, discouraging, and reporting any form of unlawful harassment occurring in the Corporation's employment opportunities, programs, and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation's employment opportunities, programs, and activities, affecting the Corporation environment. This policy applies to unlawful conduct occurring on school property, or at another location if such conduct affects the Corporation environment.

The Corporation will vigorously enforce its prohibition against unlawful harassment (see definition above), which is based on race, color, national origin, sex (including transgender status, sexual orientation and/or gender identity), religion, disability, military status, ancestry, or genetic information that are classes protected by Federal and/or State civil rights laws (hereinafter referred to as "Protected Classes"), and encourages those within the Corporation community as well as third parties who feel aggrieved to seek assistance to rectify such problems occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment. 

All Corporation employees, including administrators, professional staff and support staff, shall report any incident of alleged unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment that the employee observes or which is reported to the employee. 

The Corporation will investigate all allegations of unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment and, in those cases where unlawful harassment is substantiated, the Board will take immediate steps to end the harassment, prevent its recurrence, and remedy its effects.

Individuals who are found to have engaged in unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment will be subject to appropriate disciplinary action, up to and including termination of employment or expulsion from school.

Furthermore, Corporation employees who fail to report any incident of alleged unlawful harassment occurring in the Corporation’s employment opportunities, programs and/or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s employment opportunities, programs and activities, affecting the Corporation environment that the employee observes or which is reported to the employee also are subject to appropriate disciplinary action, up to and including termination of employment.

For purposes of this policy, "Corporation community" means students, administrators, teachers, and staff, as well as Board members, agents, volunteers, contractors, or other persons subject to the control and supervision of the Board. 

For purposes of this policy, "third parties" include, but are not limited to, guests and/or visitors on Corporation property (e.g., visiting speakers, participants on opposing athletic teams, parents), vendors doing business with, or seeking to do business with, the Board, and other individuals who come in contact with members of the Corporation community at school-related events/activities (whether on or off Corporation property).

To help ensure a safe, healthy, productive environment for our students, staff, and others, to protect Corporation property, and ensure efficient operations, the Corporation has adopted a policy of maintaining a workplace free of drugs and alcohol. We believe abuse of alcohol and the use of illegal substances endangers the health and safety of the individual using, the students the organization serves, and the Corporation’s other employees. This policy applies to all staff of the Corporation, while on the job and to situations where the employee’s off-the-job or off-premises conduct impacts their work performance, undermines the public confidence in the Corporation, threatens the safety of a student or other employee or the individual themselves while involved in Corporation business. 

The Corporation shall not permit the manufacture, possession, use, distribution, or dispensing of any controlled substance, including alcohol, and any drug paraphernalia, by any member of the Corporation’s professional staff at any time while on Corporation property or while involved in any Corporation-related activity or event. 

Possession includes possessing in the employee’s body, blood, or urine in any detectable amount, using or consuming any form of illegal drug while on duty or professionally representing the Corporation. Alcohol abuse is defined as anyone who is under the influence of alcohol at any time while working or on work premises or has been determined to be under the influence to the point their normal faculties are impaired due to the consumption of alcohol while working or on work premises. Any certified employee who violates this policy shall be subject to disciplinary action up to and including termination. 

For the purpose of this policy, prohibited substances include alcohol, illegal substances, and those substances obtained legally, but used contrary to their intended purpose. 

It is the policy of the Corporation that its drivers (CDL Drivers) and employees in safety sensitive positions (maintenance, grounds, police department) be free of substance abuse and alcohol abuse. Employees who hold a CDL license (Commercial Driver's License) and who drive a school bus or other vehicle that qualifies under 49 C.F.R. Part 382, and employees in safety sensitive positions (maintenance, grounds, police department), must participate in the Corporation's controlled substance and alcohol testing program. Participation in this program is a requirement of each qualified employee and is a condition of employment. Failure to report for or refusal of a drug screening may result in automatic termination.

he Board of School Trustees for the Avon Community School Corporation intends to provide a healthy, comfortable, and productive environment for students, staff, and citizens. The Board remains committed to reducing involuntary exposure to tobacco smoke among students and staff. The Board believes that the use of tobacco products in a school building denies students, staff, and visitors access to clean air, introduces a health hazard to those persons, and interferes with the learning and teaching environment. It is the intent of the Board to create a "tobacco-free" school environment in its buildings and on its grounds.

"Tobacco" includes any lighted or unlighted cigarette, cigar, pipe, bidi, clove cigarette, and any other smoking product; spit tobacco, such as smokeless, dip, chew, and snuff, in any form; and all electronic nicotine delivery systems (ENDS) such as e-cigarettes, vaping devices, and hookah pens. 

All persons, including students, employees, and visitors, shall not be permitted to possess or use tobacco products of any kind or in any form while:

1. Inside school corporation-owned buildings.
2. Being transported to or from school events in school corporation-owned, contracted, or other authorized vehicles.
3. On school corporation-owned property outside school corporation-owned buildings. 

Any violation of this Policy by an employee will be referred to his/her immediate supervisor for appropriate disciplinary action.

All new staff will be placed on a sixty (60) calendar day introductory period. Summer break does not count towards this period for non-year-round employees. Working in a substitute role or different temporary support role prior to permanent employment does not count towards this period. During this time, the Corporation will consider employees’ work, attitude, work ability, work progress and future value to the Corporation. If the Corporation feels the employment relationship is not going to work, employment may be terminated, without cause and for any cause the Corporation deems to be sufficient. Employees also have the opportunity during this time to consider whether the type of job is right for him/her. Employees will not be eligible for paid time off (sick, personal, vacation, paid holidays, bereavement or jury duty) during introductory period. Concerns regarding attendance will be a factor in continued employment. 

The employee understands his/her employment with Avon Community School Corporation is at-will, which means that either party may terminate the employment relationship at any time for any reason, with or without cause and with or without notice. Any variation, limitation or modification of this at-will employment relationship, must be set forth in a written agreement and signed by both the Corporation and employee and an authorized representative of Avon Community School Corporation. This handbook does not vary, limit or modify the parties’ at-will employment relationship and shall not be construed to create any enforceable contract rights. In the event there is any confusion as to the provisions of this handbook, the employee agrees to seek clarification (in writing) of these policies and procedures from an immediate supervisor and/or the Director of Human Resources. 

Building access is a shared responsibility of all ACSC staff and is crucial for maintaining security, ensuring safety, and protecting students and staff. Access to ACSC buildings and key assignments will be based on an employee’s job title and assigned responsibilities. All keys and access control badges for ACSC buildings are the property of ACSC. Keys and access control badges issued become the individual’s responsibility until termination of employment, or the granted access to an area is no longer needed. Employees will be given access to the building(s) and area(s) they are assigned to work in. 

All staff are required to wear either ID access control badges, metal name badges, or a uniform issued by ACSC while on campus. Staff should be identifiable and anyone who is not wearing ID should be redirected to the office.

In order to maintain security and safety for our employees, ACSC has the following policy withrespect to visitors:

All visitors must be buzzed in through a secured entrance, checked into the visitor management system, must wear a visitor's badge, and supervised by an employee. Volunteers in the classroom are required to have a background check in the visitor management system.

This policy applies to anyone who is not an active employee, including employees on leave, former employees, vendors, and suppliers. Generally, friends and family members are not permitted to visit employees at the workplace. When employees have any doubt whether a person can visit, they should first contact the building administrator. If permitted, friends and family members are also expected to follow the same process as all visitors. Employees should meet and escort them through the building.

The Corporation prohibits support staff members from possessing, storing, making, or using a weapon in any setting that is under the control and supervision of the Corporation for the purpose of activities approved and authorized by the Corporation including, but not limited to, property leased, owned, or contracted for by the Corporation, a Corporation-sponsored event, or in a Corporation vehicle.

The possession of a firearm in or on school property, in or on property that is being used by a school for a school function, or on a school bus is a felony (I.C. 35-47-9-2) and is prohibited by Board policy. However, State law permits a person who may legally possess a firearm to maintain that firearm if it is locked in the person’s trunk, kept in the glove compartment of the person’s locked vehicle, or stored out of plain sight in the person’s locked vehicle. This prohibition applies to all employees, except licensed law enforcement, including those who have a personal protection permit to carry a handgun.

The term “weapon” means any object which, in the manner in which it is used, intended to be used, or represented, is capable of inflicting serious bodily harm or property damage, as well as endangering the health or safety of persons. Weapons include, but are not limited to, firearms, tasers, handguns, stun guns, guns of any type, including air and gas-powered guns (whether loaded or unloaded), knives, razors, clubs, electric weapons, chemical weapons, metallic knuckles, martial arts weapons, ammunition, and destructive devices (bombs, incendiary, grenade, Molotov cocktail, rocket with a propellant charge of more than four (4) ounces, etc.) A “knife” is defined as “an instrument that: 1) consists of a sharp edge or sharp pointed blade capable of inflicting cutting, stabbing, or tearing wounds; and 2) is intended to be used as a weapon.” I.C. 35-47-5-2.5(a).

The Superintendent will report an employee or student who violates this policy to law enforcement officials. The staff member also will be subject to disciplinary action, up to and including termination, for violation of this policy.

This prohibition does not apply to weapons under the control of law enforcement personnel.

Exceptions to this policy include:

1. Items approved by a principal as part of a class or individual presentation under adult supervision, if used for the purpose of and in the manner approved; (working firearms and ammunition shall never be approved.)
2. Theatrical props used in appropriate settings
3. Starter pistols used in appropriate school related sporting events

Staff members must report knowledge of dangerous weapons and/or threats of violence by students, staff members, or visitors to the principal. Failure to report such information may subject the staff member to disciplinary action, up to and including termination.

We want all employees to be happy and satisfied with his/her job. For this purpose, we emphasize two-way communication between the Corporation and our employees. Because questions can only be answered and complaints can only be rectified when there is communication between the Corporation and its employees, the Corporation encourages open-door communication with respect to the availability of supervisors, principals, administrators, and the Human Resources Department. This is extremely important in order for us to maintain good channels of communications between the Corporation and employee.

Avon Community School Corporation aims to provide an efficient, helpful and courteous environment to all staff. If a support staff employee has a complaint or appeal, he/she should notify the appropriate person according to the following progression: first immediate supervisor, then Department Director, Director of Human Resources, Assistant Superintendent and give details of the nature of the complaint, dates and staff involved.

We want employees to feel free to present their views and we pledge that no employee will be adversely treated for presenting their view of a problem to the Corporation. All matters of this sort will be settled promptly.

The Corporation’s record of success has been greatly influenced by our employees’ appreciation of their responsibility to our students, parents, and the community. If someone cannot be satisfied with a considerate and courteous discussion, refer the person to an available supervisor. All employees are to maintain a positive relationship with students, staff, parents, and community members. Be an example of exemplary adult behavior to our students, parents, and taxpayers of our community, while projecting care and concern for all students.

Students

Communication with students must be done through district approved systems (Schoology, ParentSquare). Communication with students should not occur via personal phone numbers, texts, emails, or personal social media accounts. If any emergency occurs where the approved system cannot be used, a parent should be copied on any communication with the student.

Community/Media

Requests from the news media seeking to interview staff and/or students should be directed the ACSC Communications Coordinator. The Communications Coordinator should be the liaison between the media and our school district. The Superintendent (and designated staff) will serve as the spokesperson(s) for the district. If the expertise of a school corporation employee is required, the Communications Coordinator will identify the appropriate employee to be interviewed by the media.

In order to provide appropriate educational services and programming, the Corporation must collect, retain, and use information about individual students. Simultaneously, the Corporation recognizes the requirement to safeguard student's privacy and restrict access to student’s personally identifiable information and education records.

Student "personally identifiable information" ("PII") includes, but is not limited to: the student's name; the name of the student's parent or other family members; the address of the student or student's family; a personal identifier, such as the student's social security number, student number, or biometric record; other indirect identifiers, such as the student's date of birth, place of birth, and mother's maiden name; other information that, alone or in combination, is linked or linkable to a specific student that would allow a reasonable person in the school community, who does not have personal knowledge of the relevant circumstances, to identify the student with reasonable certainty; or information requested by a person whom the Corporation reasonably believes knows the identity of the student to whom the education record relates.

PII concerning students shall be protected against theft, unauthorized access, alteration, disclosure, misuse, or invasion of privacy and shall not be left unprotected, shared, or transferred from Corporation records to any place not within the control of the Corporation.

Student records shall be available only to students and their parents, eligible students, designated school officials, and designated school personnel, who have a legitimate educational interest in the information, or to other individuals or organizations as permitted by law.

The term "parents" includes legal guardians or other persons standing in loco parentis (such as a grandparent or stepparent with whom the child lives, or a person who is legally responsible for the welfare of the child). The term "eligible student" includes any student who is eighteen (18) years of age or older, or who is enrolled in a postsecondary institution regardless of his/her age.

In situations in which a student has both a custodial and a noncustodial parent, both shall have access to the student's educational records unless stated otherwise by court order. In the case of an eligible student, parents will be allowed access to the records without the student's consent, provided the student is considered a dependent under Section 152 of the Internal Revenue Code.

A "school official" is a person employed by the Corporation as an administrator, supervisor, teacher/instructor (including substitutes), school psychologist, therapist, or support staff member (including health or medical staff and law enforcement unit personnel); and a person serving on the Board. The Corporation further designates the following individuals and entities as "school officials" for purposes of FERPA:

A. persons or companies with whom the Corporation has contracted to perform a specific task (such as an attorney, auditor, insurance representative, or medical consultant);

B. school psychologists, whether employed by a special education cooperative, interlocal, joint services organization, or an outside contractor, for purposes of the referral, evaluation and identification of students suspected to have a disability;

C. contractors, consultants, volunteers or other parties to whom the Corporation has outsourced a service or function otherwise performed by Corporation employees (e.g. a therapist, authorized information technology (IT) staff, and approved online educational service providers).

The above-identified outside parties must (a) perform institutional services or functions for which the Corporation would otherwise use its employees, (b) be under the direct control of the Corporation with respect to the use and maintenance of education records, and (c) be subject to the requirements of federal law governing the use and re-disclosure of PII from education records. 

"Designated school personnel" may include but is not limited to employees or agents of an insurance carrier providing a defense to the Corporation or its employees or agents.

"Legitimate educational interest" shall be defined as a "direct or delegated responsibility for helping the student achieve one (1) or more of the educational goals of the Corporation" or if the record is necessary in order for the designated school personnel official to perform an administrative, supervisory or instructional task for the Corporation or to perform a service or benefit for the student or the student’s family or to provide a defense to the Corporation with respect to any of these tasks. The Corporation directs that reasonable and appropriate methods, including but not limited to physical and/or technological access controls, are utilized to control access to student records and to make certain that school officials obtain access to only those education records in which they have a legitimate educational interest.

The Corporation authorizes the administration to:

D. provide "personally-identifiable" information to appropriate parties, including parents of an eligible student, who knowledge of the information is necessary to protect the health or safety of the student or other individuals, if there is an articulable and significant threat to the health or safety of a student or other individuals, considering the totality of the circumstances;

E. request each person or party requesting access to a student's record to abide by the Federal and State regulations concerning the disclosure of information to a third party;

F. disclose personally identifiable information from education records, without consent, to organizations conducting studies "for, or on behalf of" the Corporation for purposes of developing, validating or administering predictive tests, administering student aid programs, or improving instruction;

Information disclosed under this exception must be protected so that students and parents cannot be personally identified by anyone other than representative(s) of the organization conducting the study, and must be destroyed when no longer needed for the study. In order to release information under this provision, the Corporation will enter into a written agreement with the recipient organization that specifies the purpose of the study. Further, the following personally identifiable information will not be disclosed to any entity: a student or his/her family member’s social security number(s); religion; political party affiliation; voting history; or biometric information.

This written agreement must include: (1) specification of the purpose, scope, duration of the study, and the information to be disclosed; (2) a statement requiring the organization to use the personally identifiable information only to meet the purpose of the study; (3) a statement requiring the organization to prohibit personal identification of parents and students by anyone other than a representative of the organization with legitimate interests; and (4) a requirement that the organization destroy all personally identifiable information when it is no longer needed for the study, along with a specific time period in which the information must be destroyed.

While the disclosure of personally identifiable information is allowed under this exception, it is recommended that de-identified information be used whenever possible. 

G. disclose personally identifiable information from education records without consent, to authorized representatives of the Comptroller General, the Attorney General, and the Secretary of Education, as well as state and local educational authorities;

The disclosed records must be used to audit or evaluate a Federal or State supported education program, or to enforce or comply with Federal requirements related to those education programs. Under the audit exception, the Corporation will use "reasonable methods" to verify that the authorized representative complies with FERPA regulations. Specifically, the Corporation will verify, to the greatest extent practical, that the personally identifiable information is used only for the audit, evaluation, or enforcement of a government-supported educational program. The Corporation will also ascertain the legitimacy of the audit or evaluation and will only disclose the specific records that the authorized representative needs. Further, the Corporation will require the authorized representative to use the records only for the specified purpose and not to disclose the information any further, such as for another audit or evaluation. Finally, the Corporation will verify that the information is destroyed when no longer needed for the audit, evaluation, or compliance activity.

H. disclose or report educational records to a State or local juvenile agency when the disclosure or reporting relates to the ability of the juvenile justice system to serve, before adjudication, the student whose records are being released; and the juvenile justice agency receiving the information certifies, in writing, that the agency or individual receiving the information has agreed not to disclose it to a third party, other than another juvenile justice agency, without the consent of the child's parent, guardian, or custodian.

A disclosure or reporting of educational records concerning a child who has been adjudicated as a delinquent child shall be treated as related to the ability of the juvenile justice system to serve the child before adjudication if the agency provides documentation to the Corporation that the agency seeks the information in order to identify and intervene with the child as a juvenile at risk of delinquency rather than to obtain information solely related to the supervision of the child as an adjudicated delinquent child.

The Corporation will comply with a legitimate request for access to a student's records within a reasonable period of time but not more than forty-five (45) days after receiving the request or within such shorter period as may be applicable to students with disabilities. Upon the request of the viewer, a record shall be reproduced, unless said record is copyrighted, and the viewer may be charged a fee equivalent to the cost of handling and reproduction. Based upon reasonable requests, viewers of education records will receive explanation and interpretation of the records. 

The Corporation shall maintain a record of those persons to whom information about a student has been disclosed. Such disclosure records will indicate the student, person viewing the record, information disclosed, date of disclosure, and date parental/eligible student consent was obtained (if required).

The Superintendent shall prepare procedures to ensure that students and parents are adequately informed each year regarding their rights to:

I. inspect and review the student's education records;

J. request amendments if the record is inaccurate, misleading, or otherwise in violation of the student's privacy rights;

K. consent to disclosures of personally-identifiable information contained in the student's education records, except disclosures allowed without parental consent;

L. challenge Corporation noncompliance with a parent’s request to amend the records through a hearing;

M. file a complaint of Corporation noncompliance with the United States Department of Education;

N. obtain a copy of the Corporation's policy on student records.

The Superintendent also shall develop procedural guidelines for the proper storage and retention of records including a list of the type and location of records and for informing Corporation employees of the Federal and State laws concerning student records.

Any entity receiving personally identifiable information pursuant to a study, audit, evaluation, or enforcement/compliance activity must comply with all FERPA regulations. Further, such an entity must enter into a written contract with the Corporation delineating its responsibilities in safeguarding the disclosed information.

Specifically, the entity must demonstrate the existence of a sound data security plan or data stewardship program, and must also provide assurances that the personally identifiable information will not be redisclosed without prior authorization from the Corporation. Further, the entity conducting the study, audit, evaluation, or enforcement/compliance activity is required to destroy the disclosed information once it is no longer needed or when the time frame for the activity has ended, as specified in its written agreement with the Corporation.

All Corporation Technology Resources are the Corporation's property and are to be used primarily for business purposes. The Corporation retains the right to access and review all Information Resources, including but not limited to electronic and voice mail, computer files, data bases, and any other electronic transmissions contained in or used in conjunction with the Corporation's computer system/network, telephone system, electronic mail system, and voice mail system. Staff members should have no expectation that any personal information or data maintained, stored, or transmitted on or through such systems is confidential or private.

Review of such information may be done by the Corporation with or without the staff member's knowledge. The use of passwords does not guarantee confidentiality, and the Corporation retains the right to access information in spite of a password. All passwords or security codes must be registered with the Corporation. A staff member's refusal to permit such access may be grounds for discipline up to and including discharge.

Personal messages via Corporation Technology Resources should be limited in accordance with the Superintendent's guidelines.

Staff members are prohibited from sending offensive, discriminatory, or harassing computer, electronic, or voice mail messages.

Review of computer files, electronic mail, and voice mail will be done only in the ordinary course of business and will be motivated by a legitimate business reason. If a staff member's personal information is discovered, the contents of such discovery will not be reviewed by the Corporation except to the extent necessary to determine if the Corporation's interests have been compromised. Any information discovered will be limited to those who have a specific need to know that information.

The Board designates the Superintendent as the administrator with the authority to search and access information electronically.

All Corporation-developed Technology Resources and Information are the property of the Corporation. Staff members shall not copy, delete, or remove any information or data developed and contained on Corporation Technology. In addition, staff members shall not copy or download software onto any Corporation Technology Resources and shall not bring software from outside sources for use on Corporation Technology Resources without the prior approval of the Superintendent/designee. Such pre-approval shall include a review of any copyright infringements or virus problems associated with such outside software.

The School Board provides technology resources and information resources to support the educational and professional needs of its staff and students. The Board provides staff with access to the Internet for limited educational purposes only and utilizes online educational services/apps to enhance the instruction delivered to its students and to facilitate the staff’s work.

This policy and its related administrative guidelines govern the staffs’ use of the Corporation’s technology resources and information resources and staff’s personal communication devices when they are connected to the Corporation’s computer network, Internet connection and/or online educational services/apps, or when used while the staff member is on Corporation-owned property or at a Corporation-sponsored activity.

Users are prohibited from engaging in actions that are illegal or unkind when using Corporation technology resources and information resources.

Staff members are expected to utilize Corporation technology resources and information resources to promote educational excellence in our schools by providing students with the opportunity to develop the resource sharing, innovation, and communication skills and tools that are essential to both life and work. The Board encourages the faculty to develop the appropriate skills necessary to effectively access, analyze, evaluate, and utilize these resources in enriching educational activities.

Pursuant to Federal law, the Corporation has implemented filter technology protection measures that protect against access to visual displays/depictions/materials that are obscene, constitute child pornography, and/or are harmful to minors, as defined by federal law. At the discretion of the Board or Superintendent, the technology protection measures may be configured to protect against access to other material considered inappropriate for students to access. The Board also utilizes software and/or hardware to monitor online activity of students to restrict access to child pornography and other material that is obscene, objectionable, inappropriate, and/or harmful to minors. Any staff member who attempts to disable the technology protection measures without express written consent of an appropriate administrator will be subject to disciplinary action, up to and including termination.

The Superintendent or designee may temporarily or permanently unblock access to websites or online educational services/apps containing appropriate material, if access to such sites has been blocked inappropriately by the technology protection measures. The determination of whether material is appropriate or inappropriate shall be based on the content of the material and the intended use of the material, not on the protection actions of the technology protection measures. The Superintendent or designee may also disable the technology protection measures to enable access for bona fide research or other lawful purposes.

Staff members will participate in professional development programs in accordance with the provisions of law and this policy. Training shall include:

A. the safety and security of students while using e-mail, chat rooms, social media, and other forms of direct electronic communications;
B. the inherent danger of students disclosing personally identifiable information online; 
C. the consequences of unauthorized access (e.g., "hacking", "harvesting", "digital piracy", "data mining", etc.), cyberbullying and other unlawful or inappropriate activities by students online; and
D. unauthorized disclosure, use, and dissemination of personally identifiable information regarding minors.

Furthermore, staff members shall provide instruction for their students regarding the appropriate use of technology and online safety and security and specified above, and staff members will monitor students’ online activities while at school.

Monitoring may include, but is not necessarily limited to, visual observations of online activities during class sessions; or use of specific monitoring tools to review browser history and network, server, and computer logs.

The disclosure of personally identifiable information about students online is prohibited.

Building Principals are responsible for providing training so that users under their supervision are knowledgeable about this policy and its accompanying guidelines. All users of Corporation technology resources are required to sign a written agreement to abide by the terms and conditions of this policy and its accompanying guidelines.

Staff will be assigned a school email address that they are required to utilize for all school-related electronic communications, including those to students, parents, and other staff members. 

With prior approval from the Superintendent or Principal, staff may direct students who have been issued school-assigned email accounts to use those accounts when signing-up or registering for access to various online educational services, including mobile applications that will be utilized by the students for educational purposes under the teacher’s supervision.

Staff members are responsible for good behavior on Corporation technology and information resources comparable to that expected when they are in classrooms, in school hallways, on other school premises and at school-sponsored events. The Board does not approve any use of its technology resources and information resources that is not authorized by or conducted strictly in compliance with this policy and its accompanying guidelines.

Staff members may use Corporation technology resources to access or use social media only if it is done for Corporation educational or business-related purposes.

General school rules for behavior and communication apply.

Users who disregard this policy and its accompanying guidelines may have their use privileges suspended or revoked, and disciplinary action taken against them. Users are personally responsible and liable, both civilly and criminally, for uses of technology resources not authorized by this Board Policy and its accompanying guidelines.

The Board designates the Superintendent and the Director of Technology as the administrators responsible for initiating, implementing, and enforcing this policy and its accompanying guidelines as they apply to staff members' use of Corporation technology and information resources.

Employees should set a positive example related to cell phones. Cell phone usage may not interfere with job duties or supervision of students. Inappropriate cell phone usage could result in progressive discipline.

Electronic media includes text messaging, instant messaging, electronic mail (e-mail), blogs, electronic forums (chat rooms), video-sharing Web sites, editorial comments posted on the Internet, social network sites, and all forms of telecommunication such as landlines, cell phones, and Web-based applications.

As role models for the corporation’s students, employees are responsible for their public conduct even when they are not acting as school corporation employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee’s use of electronic media interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. If an employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for the content on the employee’s page, including content added by the employee, the employee’s friends, or members of the public who can access the employee’s page, and for links on the employee’s page. The employee is responsible for maintaining privacy settings appropriate to the content and posting a statement the content of the posts by the employee are the personal opinions of the employee and the employee is not a representative of their employer.

An employee who uses electronic media for personal purposes shall observe the following:

• Staff members may use corporation technology resources to access or use social media only if it is done for corporation educational or business related purposes.
• The employee may not set up or update the employee’s personal social network page(s) using the corporation’s computers, network, or equipment.
• The employee shall not use the corporation’s logo or other copyrighted material of the corporation without express, written consent or affiliate themselves with the school corporation as an employee.
• The employee continues to be subject to applicable state and federal laws, local policies, and administrative regulations, even when communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include:
  • Confidentiality of student records.
  • Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional purposes or is required by law.
  • Confidentiality of corporation records.
  • Copyright law
  • Prohibition against harming others by knowingly making false statements about a colleague or the school system.

The Corporation is required by federal and state laws to maintain an accurate record of all hours worked for each non-exempt employee during a particular work week. The actual start and ending of the work week in the pay period may vary from position to position. The immediate supervisor will inform each employee of their time schedule and discuss any changes prior to them going into effect. In order to comply with the law, it is mandatory that each employee accurately complete a time record. All time records must be verified and submitted by the employee at the end of the work week. It is a violation of Corporation policy for anyone other than the employee to clock in or out, or submit a record of time worked for pay on that employee’s behalf. Support Staff should arrive not more than five minutes before regularly scheduled starting time, and not stay more than five minutes after their regularly scheduled end time, unless authorized by their immediate supervisor. Support staff who work seven or more hours in a day will have a required 30-minute lunch deducted. Employee should not clock out and continue to work past their regular schedule. All time worked should be recorded and all overtime should be approved in advance.

ACSC standard practice is to provide the opportunity for stretch pay for bus drivers and school resource officers. This means, if selected, your pay is bi-weekly, stretched over 26 equal increments throughout the full year. Once designated, the decision is irrevocable during the current school year and can only be revoked 30 days prior to the beginning of a new school year.  

It is the intention of the Corporation to compensate support staff members at overtime rates in accordance with the law for any hours worked over forty (40) in their scheduled work week. These hours must be approved by a supervisor prior to being incurred. Overtime will be paid on the basis of hours actually worked. Paid time off is not used to calculate hours worked for the purposes of overtime.

The Corporation maintains competitive employment benefit programs consistent with other school district benefit programs. Below is a general overview of the employee’s benefits package that may be available to you depending on eligibility. This information is not to be considered a legal plan descriptions, a contract to provide benefits, or exhaustive of all plan details. Read the detailed information provided by the Benefits Coordinator and on the Corporation website to understand the extent of coverage and exclusions under each individual plan (if applicable).

Premiums for benefits must be paid at the same time as payroll deduction or may be subject to cancellation and continuation of coverage under COBRA at your own expense. Employees will be required to use any and all available sick, vacation, and personal paid time off benefits while on leave of absence. Failure to pay insurance premiums within the 30-day grace period will terminate coverage. You will be given a 15-day written notice that payment has not been received. Failure to submit payment will result in coverage ending the day the last full premium was paid. You will be responsible for any claims incurred during that timeframe. 

Appearance is important to each employee and to the Corporation. It affects the opinions of co-workers as well as stakeholders, students, parents, and our community. 

Staff should at all times be well dressed, presenting an image of dignity, and encouraging respect. This includes dressing in a manner:

• consistent with employee’s responsibilities
• that communicates to others a pride in their personal appearance
• that does not disrupt the educational process
• that does not cause a health or safety hazard to themselves or others

The Corporation will provide a reasonable accommodation from dress requirements on account of an employee’s culture, religion, or disability status, unless such reasonable accommodation imposes an undue hardship to the Corporation. Employees who appear for work inappropriately dressed will be sent home and directed to return to work in proper attire. If uniforms are required, it is an expectation they are worn daily and in a professional manner.

The Board believes that standards of conduct for professional employees are necessary to provide students with a positive example of adult behavior and an orderly instructional environment. To this end, the Board has adopted a policy of progressive discipline to be applied except in cases of gross misconduct. In instances of gross misconduct, the purpose of this policy is to consider if the misconduct warrants suspension without pay or termination.

As used in this policy, "progressive discipline" means imposition of the least severe sanction that the Board determines, in its sole discretion, to be likely to prevent a recurrence of the offense. If the Board finds facts that support the use of progressive discipline, the Board may impose a penalty which may include, but not be limited to one or more of the following:

A. Verbal counseling/oral warning in which a verbal conference between the employee and his/her supervisor is held.

B. A written warning which is a formal notice of a performance problem or inability to follow established policy. This notice serves as a warning that continued infractions will not be tolerated and may result in recommendation for discharge.

C. Probation for a period of time determined by the supervisor in connection with the written warning.

D. Administrative leave with pay.

E. Suspension without pay imposed in compliance with applicable Indiana statutes.

F. Termination imposed in compliance with applicable Indiana statutes.

Exceptions to the principle of progressive discipline contained in this policy may be made in cases in which the Board finds that the interests of students and the school community make the application of the principle of progressive discipline inappropriate. Examples include, but are not limited to the following:

G. Reporting for duty under the influence of an alcoholic beverage, an illegal drug, or a prescription drug used other than in accordance with a prescription.

H. Possession or use of alcoholic beverages or drugs on school property or at an event sponsored by the Board.

I. Willful refusal to follow established rules or standards for the conduct of a professional employee, i.e. insubordination.

J. Theft, fraud, or another violation of criminal law.

K. Arrest and subsequent conviction of a crime.

L. Falsification or omission of a material fact in the application for employment by the Board.

M. Threats of and/or acts of violence to a person or substantial property damage.

N. Poor professional judgment resulting in a risk of physical harm to a person.

O. Harassment in violation of Board policy.

In the event a professional staff member is recommended for suspension without pay or dismissal, the procedures required by Indiana law will be implemented.
 

A. The following rules are considered serious matters which will result in counseling or warning. Employees will be counseled concerning violations of these rules, and written warnings may be issued prior to termination of employment.

1. Wasting time, loitering, or leaving work area during work hours without permission; excessive visiting.
2. Unsatisfactory job performance, including but not limited to, carelessness or inefficient performance of job duties resulting in either poor quality or quantity of work.
3. Creating or contributing to unsafe working conditions. Violation, or disregard of safety rules or practices.
4. Engaging in horseplay, running, scuffling, or throwing things.
5. Careless handling of equipment or material.
6. Absenteeism or tardiness. Misusing allocated paid time off.
7. Making false or malicious statements concerning any employee, the Corporation, or its students; using abrasive language.
8. Misconduct of any nature adversely affecting the Corporation’s best interest and reputation.
9. Using telephone during work hours to make or receive non-emergency, non work-related telephone calls.
10. Abusing or misusing Corporation, student, or employee’s property or equipment. Failing to properly maintain and care for property or equipment. Failing to report malfunctioning equipment.
11. Failing to attend Corporation safety meetings, service meetings, or other required meetings. 

B. The following rules are considered to be extremely serious matters. The violation of any of these work rules may result, at the discretion of the Corporation, in disciplinary action up to and including discharge.

1. Violation of the Corporation’s human dignity policy.
2. Violation of the Corporation’s substance abuse policy.
3. Violation of the Corporation’s discrimination and harassment policies
4. Threatening, coercing, or malicious interfering with fellow employees, students, parents, teachers, or other persons during working hours or on Corporation premises.
5. Gambling in any form on Corporation property.
6. A repetition of conduct for which counseling or written warning have occurred, including but not limited to any conduct covered by any consultation or warning for less serious acts of conduct under the above paragraph “A”.
7. Fraudulent actions toward students, parents, teachers, employees or the Corporation.
8. Attempting to falsify and/or falsifying of Corporation records, employment application, production records, or time records.
9. Insubordination of any kind, including but not limited to, refusal to perform assigned work or to take orders from or follow supervisor; interfering with supervision; refusal to submit to medical or substance examination in accordance with the Corporation’s drug and alcohol policy.
10. Instigating a fight or fighting during working hours or on Corporation premises at any time.
11. Moonlighting that would interfere with job performance
12. Knowingly clocking in for another employee, or signed in by another or falsifying, in any manner, time, attendance or work records.
13. Leaving building or walking off job during work hours without proper permission. Permission should be obtained from immediate supervisor.
14. Theft, misappropriation, destruction or removal from the building location or premises without proper authorization of any Corporation property, records or equipment or property, records or equipment of another.
15. Intentionally restricting production; encouraging employees to restrict production, or to stay off or to leave work early.
16. Disconnecting or rendering inoperative any safety system. Any adjustments to these systems must be made to factory specification or recommendations.
17. Falsification of employment applications, employment documents, or other Corporation records or documents.
18. Inflicting or threatening bodily harm to anyone. Touching a student or employee out of frustration.
19. Excessive tardiness or absenteeism
20. Soliciting funds or selling items during working hours without written authorization.
21. Violating safety rules or practices or engaging in conduct that tends to create safety hazards.
22. Failure to report an absence to the appropriate supervisor before the employees’ regularly scheduled work shift.
23. Destroying or damaging any Avon School Corporation property or property of an employee, student or another.
24. Assaulting or attempting to assault another while on Avon School Corporation property or during assigned working hours, including use of profanity.
25. Engaging in immoral conduct while on Avon School Corporation property or during assigned working hours, including but not limited to use of profanity.
26. Handling or carrying a firearm, explosive, or other weapon of any kind on the job or on Avon Community School Corporation, unless authorized by applicable law.
27. Any other conduct, action, inaction, or circumstance which the Avon Community School Corporation determines in its sole discretion as a basis for discipline or termination.
28. Inappropriate relationship with students or other district employees.
29. Any violation of the Corporation’s policies and procedures.
30. Any employee caught in an act of deception, lying or creating an incident to protect his/her job position.

Several of our Corporation’s work rules are worthy of special explanation to our employees. These rules are listed in the following pages in this section of the handbook.

The Superintendent authorizes the school day to be arranged and scheduled by the administration. It is to offer the maximum education for the time spent within the limitations of school facilities and the laws and regulations of the State.

The Superintendent may close the Schools, delay the opening of the Schools, or dismiss the Schools early when such alteration in the regular session is required for the protection of the health and safety of students and staff members.

Delayed School Opening

When Avon Community Schools have a delayed start, support staff employees essential for building and ground maintenance, communication, and safety will report to work at the regular time unless redirected by the Superintendent or their immediate supervisor. Reasonable caution should be taken for travel to work; safety should not be at risk. Those who believe it to be too dangerous to venture out must call their immediate supervisor. All other employees will report to the assigned delayed start times as directed by the Superintendent or immediate supervisor. Support staff employees will be paid for their actual hours worked. If the school is delayed, local media will be notified.

School Closings

When Avon Community Schools are closed, only essential employees, as directed by their immediate supervisor, will report to work. These employees may include maintenance, grounds, transportation, clerical and custodial employees. Administration Office personnel will follow the directive of their immediate supervisor.

Weather Related E-learning Days

Review the chart on the next page for summary of E-learning policy. The chart below is for weather-related E-learning days. Any scheduled E-learning days are regular workdays.

The Corporation endeavors to maintain competitive pay and benefit programs for each of our different job classifications. Employees will be informed of the rate of pay and method of compensation when first employed. Employees hired after July 1 of the current school year will be ineligible for a pay increase until the following school year.

There is a maximum of 26 pays in a calendar year. Employees who do not work year-round will receive pay for time worked over a two (2) week period, rather than receiving twenty-six (26) equal payments. If a payday falls on a holiday, check the payroll and benefit deduction schedule for the actual pay day. All employee paychecks will be by direct deposit. The ability to accept pay by direct deposit is a requirement. Please contact the payroll department with any questions. 

Per Board Policy 3410 each support staff member shall be given a written evaluation of their performance of the essential functions of their position at least each school year. A one-on-one meeting will occur to discuss the evaluation and the evaluation will be placed in the employee’s personnel file. An employee must be rated effective or highly effective on their evaluation in the previous school year to be eligible for any pay increase in the future year. Employees hired after July 1 will be ineligible for an increase during that school year.

Consistent with good business practices and the needs of the Corporation, we will look first to fill promotions and transfers from within the Corporation. Upon learning of any job vacancy, any employee who wishes to apply for a position should apply online via the Corporation website. Fluctuating numbers of students and student needs may necessitate the involuntary transfer of employees. If in a vacation eligible position and transferring to a non-eligible vacation position vacation days will be compensated on a prorated based on date of transfer and the full allotment will not be paid out.

Resignation

The written resignation of support staff shall be considered accepted and irrevocable upon delivery to the employee’s department director, building administrator, or Director of Human Resources. The courtesy of providing at least two weeks’ notice of resignation is strongly encouraged. Paid time off will not be approved during the employee’s notice of resignation. A resignation date must be an employee workday.

Employees who voluntarily separate from employment without providing at least two weeks’ notice may be deemed ineligible for rehire for a minimum of twelve (12) months following their separation date. However, the District reserves the right to exercise its sole discretion in determining rehire eligibility based on the circumstances of the separation and the needs of the organization. 

Per Board Policy 3420 a resignation, once submitted, may not be rescinded without the approval of the immediate administrator supervising the employee and agreement of the Board.

Return of school property upon separation

When employment with the Corporation terminates, for whatever reason, the employee is required to immediately return all corporation-owned property used during his or her employment and all documents and materials that may contain proprietary or confidential information. This includes without limitation: keys, credit cards, computers, vehicles, communication devices, uniforms, identification badges, parking passes, and any other equipment, materials, or items purchased, leased, owned, or otherwise belonging to the Corporation.

Paid time off upon separation

Payment of unused vacation days will be paid out after final paycheck. Vacation time will only be paid out if two (2) weeks’ notice is given. Vacation days are awarded in full to current employees. While vacation days are allocated in full on July 1st, if an employee resigns before the end of a school year (June 30), vacation days will be prorated based on date of resignation/transfer and the full allotment will not be paid out. Vacation time will not be paid out for employees whose employment status was terminated. Per Board Policy 3836 if an employee has been employed for ten (10) consecutive years, notifies the Superintendent 60 calendar days prior to retirement, and has accrued sick leave not to exceed 150 days, unused sick days shall be paid at thirty dollars ($30) per day for the first 15 days accrued, sixty dollars ($60) for the days 16-75 accrued, and ninety dollars ($90) for any additional days accumulated 76 or above, all normal deductions will be applicable to the retirement benefit. The benefit shall be paid in a separate check within thirty (30) days after the official retirement date.

Exit Interview

Upon resignation, an employee will have the opportunity to complete an exit Interview. Exit interview surveys will be sent out electronically automatically after notification of resignation. Employees who would like to have an in-person exit interview may contact Human Resources.

C.O.B.R.A. (Consolidated Omnibus Budget Reconciliation Act)

Upon separation of employment, employees with medical/dental insurance have the option to continue in the group insurance plan under COBRA. For further information, contact the Benefits Coordinator. Employees who retire from ACSC would be eligible to maintain insurance at 100% of the premium cost.

Retirement Definition:

At age 65 with at least 10 years of creditable service.
At age 60 with at least 15 years of creditable service.
At age 55 if age and creditable service total at least 85 (This scenario is referred to as the "Rule of 85").

Any employee who fails to report to work without notice for three (3) consecutive shifts, fails to report to work after being denied time off, or fails to report to work when expected from an approved medical leave will be considered to have voluntarily resigned their employment with the Corporation and will be ineligible for rehire.

Updated July 27, 2020: 2020-21 Support Staff Handbook

1. Compensatory Time: Approval should be given by supervisor prior to accruing (not Assistant Superintendent). Comp. time cannot be carried over from year to year.
2. Safety/Security: This is a newly added section to match what is in the certified handbook.
3. Reporting a Threat: Now includes ACSC police department and updated language about carrying gun in trunk per board policy.
4. Personal Days: Support Staff may take personal days in quarter day increments (except subrequired positions). Personal days should be used to conduct personal/civic affairs. Employees are discouraged from taking personal days consecutively. Personal days should be submitted four days in advance unless an emergency. 
5. Vacation Days: 10 days of vacation may roll over from the 2019-20 school year to the 2020-21 school year.
6. Holidays: No change to policy – Format change
7. Without Pay Days: Furlough days are no longer permitted. This section has been taken out. A request for an unpaid day requires a reason to be submitted.
8. Disciplinary Procedures: Failing to follow COVID-19 health and safety protocols may lead to progressive discipline.
9. Separation of Service: Paid time off will not be approved during an employee’s two-week notice
10. Paid Time Off Upon Separation (effective with resignations received after August 1, 2020): Vacation days will be pro-rated when paid out. Retirement benefit of $30 is only for sick days per board policy – not personal days.

Summary of Changes Updated July 2, 2021: 2021-22 Support Staff Handbook

1. Bereavement/jury duty run concurrent with introductory period. These benefits will not be in effect until after the completion of the sixty (60) day introductory period. (p. 6)
2. Any scheduled e-learning days are regular working days. (p. 7)
3. Fee for badge replacement has changed from $5 to $10 (p. 11)
4. Clarification to Compensatory time policy (p. 12)
5. Removed roll over policy that was in place due to Covid-19. Three (3) vacation days may be carried over into the next school year. Salaried support staff who work twelve (12) months will receive fifteen (15) vacation days and after the first five (5) years one additional day for each year worked to a maximum of twenty (20) (p. 13)
6. Updated holidays to exclude Good Friday and add Martin Luther King Day (p. 15)
7. If you are granted approval to work additional hours for a limited amount of time your paid time will continue to be based on your permanent work assignment (p. 15)
8. Employees issued uniforms are expected to wear them (p. 15)
9. Communication with students must only be done through district approved systems (p. 14)
10. Employees would not be eligible for bereavement days while on unpaid leave. (p. 19)
11. Clarification on Non-FMLA leaves (formally referred to as personal leaves) (p. 22)
12. When reporting to DCS you should also notify ACSC police department. (p. 26)
13. Employees 55 and older with 20 years of creditable service may stay on insurance plan at full cost until Medicare eligible. (p. 26).

Summary of Changes Updated August 20, 2022: 2022-23 Support Staff Handbook

1. Update to weather-related e-learning day policies p. 5
2. Sick days may only be taken in full or ½ day increments for sub-required positions p. 14
3. Paid time off is now based on employee assignment (not in a range) p. 16
4. Benefits begin 61st day of employment (not 60). p. 16
5. Clarifying insurance benefits upon retirement p.26
6. Support staff who work seven or more hours in a day will have a required 30-minute lunch deducted. P. 13
7. Compensatory should not accumulate more than 16 hours before being used. Employees are discouraged from using compensatory time in more than four-hour blocks. P. 13 
8. Updated School Board Policy regarding mandatory duty to report. School Board policy 3011 p. 5
9. Updated School Board Policy regarding harassment. School Board policy 3025 p. 8
10. Updated School Board Policy regarding evaluations. School Board policy 3410 p. 12

Summary of Changes Updated (2023): 2023-2024 Support Staff Handbook

p. 2 Civility Board Policy Added
p. 7 Board Policy # for ADA policy
p. 7 Board Policy # for Mandatory Reporting of Convictions
p. 9 Board Policy # for Sexual Harassment
p. 9 Board Policy # for Disability Harassment
p. 12 Clarified Visitor information
p. 16 Staff Internet and Acceptable Usage Language added
p. 19 Cell Phone Usage Language added
p. 19 Social Media Guidelines added
p. 24 Parental Leave statement added
p. 25 – Clarifying implementation of Workers’ Compensation
p. 26 – Dress and appearance guidelines clarified

Summary of Changes Updated (2024): 2024-2025 Support Staff Handbook

Civility Board Policy – included additional language
Criminal History Check Board Policy
Equal Employment Opportunity Board Policy
DCS Mandatory Reporting of Child Abuse Board Policy
Anti-Harassment Board Policy
Corporation Provided Technology Board Policy
Staff Intranet and Acceptable Use Board Policy
Benefit Programs - Requirement to pay premiums

Summary of Changes Updated (July 2025)

Intro period – employees not eligible for PTO during intro period
Junteenth
Paid time off after separation
Parental leave – must use paid time off
Return to work from Leave

Summary of Changes Updated (July 2026)

Workers Compensation language / Provider
Resignation – EE’s who do not provide two weeks’ notice may not be eligible for rehire for 12 months
Transfer – If transferring from vacation eligible to non-eligible position vacation will be compensated on a pro-rated basis.
Retirement – Added definition eligible to maintain insurance at 100% premium pay
Stretch Pay – Definition and Process Added
Vacation & Sick & Personal Day Allotment updated / Clarification of approval of PTO