L.E.A.S.E. shall provide equal employment opportunities to all persons regardless of their race, color, religion, creed, national origin, sex, age, ancestry, marital status, arrest record, military status, unfavorable military discharge, citizenship status, use of lawful products while not at work, being a victim of domestic or sexual violence, physical or mental handicap or disability, if otherwise able to perform the essential functions of the job with reasonable accommodation, credit history, unless a satisfactory credit history is an established bona fide occupational requirement of a particular position, 16 or other legally protected categories.

Persons who believe they have not received equal employment opportunities should report their claims to the Nondiscrimination Coordinator and/or a Complaint Manager for the Uniform Grievance Policy. These individuals are listed below. No employee or applicant will be discriminated or retaliated against because he or she initiated a complaint, was a witness, supplied information, or otherwise participated in an investigation or proceeding involving an alleged violation of this policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowingly false accusation nor provide knowingly false information.

Administrative Implementation

The Director shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the Alliance's nondiscrimination efforts. The Nondiscrimination Coordinator may be the Director or a Complaint Manager for the Uniform Grievance Procedure. The Director shall insert into this policy the names, addresses, and telephone numbers of the Alliance's current Nondiscrimination Coordinator and Complaint Managers.

Nondiscrimination Coordinator:

Name	Executive Director
Address	1009 Boyce Memorial Drive
	Ottawa, IL 61350
Telephone No.	815/433-6433

Complaint Managers:

Name	Assistant Director
Address	1009 Boyce Memorial Drive
	Ottawa, IL 61350
Telephone No.	815/433-6433

The Director shall also use reasonable measures to inform staff members and applicants that the Alliance is an equal opportunity employer, such as by posting required notices and including this policy in the appropriate handbooks.

Minority Recruitment

L.E.A.S.E. will attempt to recruit and hire minority employees. The implementation of this policy may include advertising openings in minority publications, participating in minority job fairs, and recruiting at colleges and universities with significant minority enrollments.

LEGAL REF.: Age Discrimination in Employment Act, 29 U.S.C. §621 et seq.

Americans With Disabilities Act, Title I, 42 U.S.C. §12111 et seq.

Civil Rights Act of 1991, 29 U.S.C. §§621 et seq., 42 U.S.C. §1981 et seq., §2000e et seq., and §12101 et seq.

Equal Employment Opportunities Act (Title VII of the Civil Rights Act of 1964), 42 U.S.C. §2000e et seq., 29 C.F.R. Part 1601.

Equal Pay Act, 29 U.S.C. §206(d).

Employee Credit Privacy Act, 820 ILCS 70/.

Immigration Reform and Control Act, 8 U.S.C. §1324a et seq.

Rehabilitation Act of 1973, 29 U.S.C. §791 et seq.

Title VI of the Civil Rights Act of 1964, 42 U.S.C. §2000d et seq.

Title IX of the Education Amendments, 20 U.S.C. §1681 et seq., 34 C.F.R. Part 106.

Uniformed Services Employment and Reemployment Rights Act (1994), 38 U.S.C. §§4301 et seq.

Ill. Constitution, Art. I, §§17, 18, and 19.

105 ILCS 5/10-20.7, 5/10-20.7a, 5/10-21.1, 5/10-22.4, 5/10-23.5, 5/22-19, 5/24-4, 5/24-4.1, and 5/24-7.

Ill. Whistleblower Act 740 ILCS 174 et seq.

775 ILCS 5/1-103 and 5/2-102.

Religious Freedom Restoration Act, 775 ILCS 35/5.

Ill. Equal Pay Act of 2003, 820 ILCS 112/1 et seq.

Victims’ Economic Security and Safety Act, 820 ILCS 180/30.

23 Ill.Admin.Code §1.230.

CROSS REF.: 2:260 (Uniform Grievance Procedure), 5:20 (Sexual Harassment), 5:30 (Hiring Process and Criteria, 5:40 (Communicable and Chronic Infectious Disease), 5:70 (Religious Holidays), 5:180 (Temporary Illness or Temporary Incapacity), 5:250 (Leaves of Absence), 5:270 (Employment, At-Will, Compensation, and Assignment), 5:330 (Sick Days, Vacation, Holidays, and Leaves), 7:10 (Equal Educational Opportunities), 7:180 (Preventing Bullying, Intimidation, and Harassment), 8:70 (Accommodating Individuals with Disabilities)

ADOPTED: September 11, 2008

Amended February 10, 2011

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:10-AP1

Personnel

Administrative Procedure - Workplace Accommodations for Nursing Mothers

The Alliance accommodates mothers who choose to continue breastfeeding after returning to work. An employee who is a nursing mother may take reasonable unpaid breaks each day to express breast milk or breastfeed her infant. The employee’s supervisor shall help the employee arrange a break schedule accommodating the nursing mother while minimizing disruption. The break time must, if possible, run concurrently with any break time already provided to the employee.

Each Building Principal or chief administrator in an Alliance building shall identify a private room or space where, if a request is made, an employee may express milk or breastfeed her infant. The private space should: (1) be in close proximity to the work area and be other than a toilet stall, and (2) include an electrical outlet for the use of an electric breast pump.

Supervisors should consider ways to accommodate an employee’s needs with minimal disruption of the school environment. If possible, supervisors will ensure that employees are aware of these workplace accommodations prior to maternity leave.

LEGAL REF.: Right to Breastfeed Act, 740 ILCS 137/1 et seq.

Nursing Mothers in the Workplace Act, 820 ILCS 260/1 et seq.

CROSS REF.: 5:200 (Terms and Conditions of Employment and Dismissal), 5:300 (Schedules and Employment Year)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:20

Personnel

Sexual/Disability Harassment

STATEMENT OF POLICY

It is the Cooperative’s policy that it will not tolerate the sexual harassment of any employee by any other employee of this Cooperative. Sexual harassment is an unlawful employment practice in violation of Title VII of the federal Civil Rights Act of 1964 as well as the Illinois Human Rights Act. Sexual harassment subjects the harasser to liability for any such unlawful conduct.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or any other visual, verbal or physical conduct of a sexual nature when:

1. submission to the conduct is made either explicitly or implicitly a condition of the individual’s employment;

2. submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee or;

3. the harassment has the purpose or effect of unreasonably interfering with the employee’s work performance or creating an environment which is intimidating, hostile or offensive to the employee.

Each employee must exercise his or her own good judgment to avoid engaging in conduct that may be perceived by others as sexual harassment. The following are illustrations of actions that the Cooperative deems inappropriate and in violation of our policy:

1. A supervisor tells an employee or implies that he or she can earn a promotion or salary increase by providing any form of sexual favor to or dating the supervisor.

2 A supervisor downgrades an employee’s performance rating because he or she turned down the supervisor’s request for any sexual favor or date.

3. An employee gives unwelcome hugs, kisses, massages or makes other unwelcome physical contact with another employee.

4. An employee tells sexually offensive or degrading jokes or stories. An employee uses sexually oriented profanity. An employee makes offensive gestures of a sexual nature or repeatedly stares at another.

7. An employee makes unwelcome comments about the appearance or anatomy of another.

8. The work place contains pictures of naked or scantily clothed men or women, or sexually explicit pictures or text.

9. An employee interferes with another’s movement by blocking or standing in an uncomfortably close proximity.

10. An employee repeatedly asks another for a date after being turned down in a manner that does not invite a further invitation

Whom to Contact with a Report or Complaint

The Director shall insert into this policy the names, addresses, and telephone numbers of the Alliance's current Nondiscrimination Coordinator and Complaint Managers.

Nondiscrimination Coordinator:

Name	Executive Director
Address	1009 Boyce Memorial Drive
	Ottawa, IL 61350
Telephone No.	815/433-6433

Complaint Managers:

Name	Assistant Director
Address	1009 Boyce Memorial Drive
	Ottawa, IL 61350
Telephone No.	815/433-6433

LEGAL REF.:

CROSS REF.: 2:260 (Uniform Grievance Procedure), 5:10 (Equal Employment Opportunity and Minority Recruitment), 7:20 (Harassment of Students Prohibited)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:20 AP1

Personnel

Administrative Procedure - Sexual/Disability Harassment and Complaint

The Cooperative takes allegations of sexual harassment very seriously. It will actively investigate all complaints.

A. Bringing a Complaint

Any employee of the Cooperative, or an employee of a Cooperative official, who believes that he or she has been the victim of sexual harassment may bring the matter to the attention of the Cooperative in one of the following ways:

1. Advising his or her supervisor; or

2. Advising the Director or the Executive Committee Chairman in the event that the alleged harasser is the Director.

If the complaint involves someone in the employee’s direct line of command, then the employee should go directly to the Director.

The complaint should be presented as promptly as possible after the alleged harassment occurs.

All complaints will be handled with the utmost discretion.

B. Resolution of a Complaint

Promptly after a complaint is submitted, the Cooperative will undertake such investigation, corrective and preventative actions as are appropriate. In general, the procedure in resolving any complaints can (but will not necessarily) include any of the following items:

1. Private conferences between the employee making the complaint and an individual designated by the Cooperative to investigate such complaints. Important data to be provided by the complaining employee includes the following:

a. A description of the specific offensive conduct;

b. Identification of all person(s) who engaged in the conduct;

c. The location where the conduct occurred;

d. The time when the conduct occurred;

e. Whether there were any witnesses to the conduct;

f. Whether conduct of a similar nature has occurred on prior occasions;

g. Whether there are any documents which would support the complaining employee’s allegations;

h. What impact the conduct had on the complaining employee.

2. If, after this initial meeting between the complaining employee and the Cooperative representative, the employee decides to proceed further with the matter, then a written statement will be submitted to the Cooperative by the individual who conducted the initial interview with the employee. Cases involving sexual harassment are particularly sensitive and demand special attention to issues of confidentiality. Therefore, the information provided either informally or by the written statement will not be released to third parties, except as provided or required by law.

3. After a written statement of complaint is submitted by the employee, the alleged offending employee will be contacted by a designated representative of the Cooperative. The alleged offending employee will be advised of the charges brought against him or her, and may be provided with a copy of the written statement of complaint made by the complaining employee. The alleged offending employee will have an opportunity to fully explain his or her side of the circumstances, and may also submit a written statement, if desired.

4. After the alleged offending employee is interviewed, any witnesses identified by either the complaining employee or the alleged offending employee will be interviewed.

5. Once this investigation is completed, the Cooperative will take such action as is appropriate based upon the information obtained in the investigation. In the event that the Cooperative finds merit in the charges made by the complaining employee, disciplinary action will be taken against the offending employee. This disciplinary action may, but need not necessarily, include:

a. Verbal or written reprimand;

b. Placing the offending employee on probation for a period of time to be identified;

c. Delay in pay increases or promotions;

d. Suspending the offending employee from work without pay;

e. Immediate termination.

Under no circumstances will there be any retaliation against any employee making a complaint of sexual harassment.

If you have any questions concerning the Cooperative’s policies on this matter, please see the Director. Further information may also be obtained from the Illinois Department of Human Rights, 312-814-6200, or the Equal Employment Opportunity Commission (EEOC), 312-353-2713.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:22

Personnel

Sexual Misconduct

The LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) will not tolerate and will seek to eradicate any behavior by its employees, volunteers or students, which constitutes Sexual Misconduct toward another employee, volunteer, or student. “Sexual Misconduct” means any actual, attempted or alleged sexual molestation, assault, abuse, sexual exploitation or sexual injury. “Sexual Misconduct” does not include “sexual harassment.”

Child Abuse Incident Reporting and Follow-up

Any case of known or suspected child abuse of a minor must be reported immediately in compliance with Illinois mandatory reporting guidelines and to the Designated Child Abuse Counselor, a police officer or the State’s Attorney’s Office.

In the event that Designated Child Abuse Counselor is first notified of an incident of known or suspected child abuse, the Designated Child Abuse Counselor shall immediately notify the child’s parent or legal guardian as the case be, and the appropriate legal authorities as required by state or local law. The Designated Child Abuse Counselor shall prepare a Suspected Child Abuse Standard Report and immediately follow-up to investigate the incident and to ascertain the condition of the child. The Designated Child Abuse Counselor is encouraged to communicate any questions or concerns about any incident with legal counsel for the Cooperative.

Any employee or volunteer involved in a reported incident of Sexual Misconduct or child abuse shall be immediately relieved of responsibilities that involve interaction with minors or shall be suspended, as determined by the Cooperative Board. Reinstatement of employees or volunteers involved in a reported incident of child abuse shall occur only after all allegations of child abuse have been cleared by the Cooperative.

Maintenance of Records and Documents

The Designated Child Abuse Coordinator shall maintain all records and documentation required by law or otherwise required by this and other such related policies of the Cooperative including all documents related to procedures for hiring-screening, employee/volunteer code of conduct, training, sign-in/sign-out, pick-up and release procedures, incident reporting follow-up and disciplinary action.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:22 AP1

Personnel

Administrative Procedure - Sexual Misconduct Reporting Procedures and Designated Child Abuse Counselor

REPORTING PROCEDURES AND DESIGNATED CHILD ABUSE COUNSELOR

It is the express policy of L.E.A.S.E. to encourage victims of Sexual Misconduct, and their parents or guardians in the case of minors, to come forward with such claims. L.E.A.S.E. has designated a Designated Child Abuse Counselor who shall remain accountable for the implementation and monitoring of this policy. The identity of the Designated Child Abuse Counselor shall remain on file with L.E.A.S.E. In order to conduct an immediate investigation, any incident of Sexual Misconduct must be reported as quickly as possible in confidence, as follows:

1. Employees and Volunteers

Employees and volunteers are required to report any known or suspected incidents of sexual misconduct according to the Illinois mandatory reporting guidelines. They must also report to their direct supervisor, the Director or the Designated Child Abuse Counselor. If the report is made to the supervisor or Director, that individual shall immediately notify the Designated Child Abuse Counselor. If the person to whom an employee or volunteer is directed to report is the offending person, the report should be made to the next higher level of administration or supervision.

2. Students

Each Year, parents or legal guardians of students shall be advised of the contents of this Sexual Misconduct Policy and be instructed to report any incident of known or suspected sexual misconduct to a supervisor, the Director or the Designated Child Abuse Counselor, unless that individual is the offending person. If the complaint is made to the supervisor or the Director, that individual shall follow Illinois mandatory reporting policy and immediately notify the Designated Child Abuse Counselor.

Investigation & Confidentiality

All formal complaints will be given a full, impartial and timely investigation. During such investigation, while every effort will be made to protect the privacy rights of all parties’ confidentiality cannot be guaranteed.

Discipline

Any L.E.A.S.E. employee or volunteer who is determined, after an investigation, to have engaged in sexual misconduct in violation of this policy will be subject to disciplinary action up to and including discharge. Any student served by the Cooperative who is determined, after an investigation, to have engaged in sexual misconduct in violation of this policy will be subject to disciplinary action, including suspension and expulsion.

False accusations regarding sexual misconduct will not be tolerated, and any person knowingly making a false accusation will likewise be subject to disciplinary action up to and including discharge, with regard to employees or volunteer, or suspension and expulsion, with regard to students.

L.E.A.S.E. will discipline any individual who retaliates against any person who reports alleged sexual misconduct or who retaliates against any person who testifies, assists or participates in an investigation, a proceeding or a hearing relating to sexual harassment complaint. Retaliation includes, but is not limited to, any form of intimidation, reprisal or harassment.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:30

Personnel

Hiring Process and Criteria

Recruiting for Districts

The service of recruiting qualified personnel for vacancies in local districts shall be extended under the provision that L.E.A.S.E. procedures are followed.

In formulating specific policies, the Executive Committee has established the following goals:

1. To recruit, select and employ the best qualified personnel within reasonable fiscal policy and budget limitations.

2. To establish working conditions that will attract and hold qualified personnel for L.E.A.S.E. positions.

3. To provide an appropriate inservice training program for all employees.

4. To assign personnel and insure that they are utilized as effectively as possible.

5. To conduct an employee evaluation program that will help to contribute to the continuous improvement of staff performance and motivation.

6. To develop a staff compensation program sufficient to attract and retain highly qualified employees within reasonable fiscal policy and budget limitations.

7. To develop the quality of human relationships conducive to maximum staff performance and satisfaction.

It the intent of the Executive Committee to secure and retain staff who are dedicated to providing quality educational services to the students with disabilities of the Cooperative. The Executive Committee is interested in each staff member as an individual as well as being interested in the welfare of the entire staff.

The Director is responsible for recruiting L.E.A.S.E. personnel, in compliance with policy, and making hiring recommendations to the Executive Committee. If the Director’s recommendation is rejected, the Director must submit another. The best qualified personnel shall be hired consistent with budget and staffing requirements, and all hiring shall comply with Executive Committee policy on equal employment opportunities and minority recruitment. No individual will be employed who has been convicted of a criminal offense listed in Section 5/10-21.9(d) of The School Code.

All applicants must complete an Alliance application form in order to be considered for employment.

Job Descriptions

The Director shall develop and maintain a current, comprehensive job description for each position, other than the Directorship. All personnel positions of L.E.A.S.E. shall be approved by the Executive Committee so as to assure a sufficient number of positions to promote the attainment of L.E.A.S.E. goals. L.E.A.S.E. shall develop suggested job descriptions for local districts which may be used as guidelines for local job description development.

Investigations

The Director or designee shall ensure that a fingerprint-based criminal history records check and a check of the Statewide Sex Offender Database and Violent Offender Against Youth Database (when available) is performed on each applicant as required by State law. The Director or designee shall notify an applicant if the applicant is identified in either database. The Director of the Executive Committee Chairperson will keep a conviction record confidential and share it only with the Regional Superintendent, State Superintendent, State Teacher Certification Board, or any other person necessary to the hiring decision.

Each applicant must provide a written authorization for a criminal background investigation if such an investigation is required by State law. The Director will keep a conviction record confidential and share it only with the Executive Committee, Regional Superintendent, State Superintendent of Schools, State Professional Personnel Certification Board, or any other person necessary to the hiring decision.

Each newly hired employee must complete an Immigration and Naturalization Service Form as required by federal law.

The Alliance retains the right to discharge any employee whose criminal background investigation reveals a conviction for committing or attempting to commit any of the offenses outlined in § 10‑21.9 of The School Code or who falsifies, or omits facts from, his or her employment application or other employment documents.

Physical Examinations

New employees must furnish evidence of physical fitness to perform assigned duties and freedom from communicable disease, including tuberculosis. All physical fitness examinations and tests for tuberculosis must be performed by a physician licensed in Illinois, or any other state, to practice medicine and surgery in any of its branches, or an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations. The employee must have the physical examination and tuberculin test performed no more than 90 days before submitting evidence of it to the Executive Committee.

Any employee may be required to have an additional examination by a physician who is licensed in Illinois to practice medicine and surgery in all its branches, or an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations, if the examination is job-related and consistent with business necessity. The Alliance will pay the expenses of any such examination.

Orientation Program

The Alliance's staff will provide an orientation program for new employees to acquaint them with the Alliance's policies and procedures, the organizational rules and regulations, the responsibilities of their position, and the L.E.A.S.E. evaluation plan for staff.

Nepotism

It is recommended that personnel who are close relatives not be employed in the same school. Situations where one relative has responsibility of a supervisory nature over another close relative should be avoided.

For the purpose of this policy, close relatives shall be defined as the mother, father, son, daughter, sister, brother, grandmother, grandfather, grandchild, the spouse of the employee or any relative living in the same immediate household of the employee.

The provisions of this policy may be waived by the L.E.A.S.E. Director or designee with the approval of the L.E.A.S.E. Executive Committee when the assignment or placement of both relatives is of such a nature that no reasonable alternatives are available.

Employment Reference Checks

To assure that individuals who are employed by L.E.A.S.E. are well qualified and have a strong potential to be productive and successful, L.E.A.S.E. may check the employment references of all applicants.

The Executive Offices will respond to all reference check inquiries from other employees.

LEGAL REF.: Americans with Disabilities Act, 42 U.S.C. §12112, 29 C.F.R. Part 1630.

Immigration Reform and Control Act, 8 U.S.C. §1324a et seq.

105 ILCS 5/10-16.7, 5/10-5/10-20.7, 5/10-21.4, 5/10-21.9, 5/10-22.34, 5/10-22.34b, 5/22-6.5, and 5/24-1 et seq.

Duldulao v. St. Mary of Nazareth Hospital, 483 N.E.2d 956 (Ill.App.1, 1985), aff’d in part and remanded 505 N.E.2d 314 (Ill., 1987).

Kaiser v. Dixon, 468 N.E.2d 822 (Ill.App.2, 1984).

Molitor v. Chicago Title & Trust Co., 59 N.E.2d 695 (Ill.App.1, 1945).

CROSS REF.: 3:50 (Administrative Personnel Other Than the Director), 5:10 (Equal Employment Opportunity and Minority Recruitment), 5:40 (Communicable and Chronic Infectious Disease), 5:280 (Duties and Qualifications)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:30-AP1

Personnel

Administrative Procedure – Hiring Procedures

Application

A prospective employee shall submit an application giving his/her work history and references as to character and work performance.

Criminal Background Investigation

Each certified and non-certified applicant, as a condition for employment within L.E.A.S.E., shall authorize in writing a criminal background investigation to determine if they have been convicted of certain criminal or drug offenses.

The Director or his designee shall obtain from the applicant his full legal name, date of birth and social security number for submission to the Illinois State Police

An Illinois State Police memorandum dated August 1, 2003 recommends that school agencies fingerprint all new prospective public school employees to assess any criminal background that may exist either within Illinois or within other states. In order to comply with this State Police recommendation, the following procedure will be used.

After a future employee has been interviewed and has accepted a job offer for employment with L.E.A.S.E., the prospective new employee will be given a “Fee Applicant Card” distributed by the Illinois State Police and any necessary processing fee required by the local police department to allow fingerprinting the new prospective employee on the official Illinois State Police “Fee Applicant Card”.

After this fingerprinting is accomplished, the employee is to return the completed “Fee Applicant Card” to L.E.A.S.E. so that it can be submitted by L.E.A.S.E. to the Illinois State Police in order to complete a criminal background check covering both Illinois and other states. The appropriate fee for Illinois processing as well as Federal Bureau of Investigation processing of the “Fee Applicant Card”, as required by the Illinois State Police, will be paid by L.E.A.S.E. and sent to the appropriate department along with the “Fee Applicant Card”. This procedure will apply to any newly employed L.E.A.S.E. staff member and should take place as soon as possible after an employment agreement between L.E.A.S.E. and the employee has occurred.

The L.E.A.S.E. Executive Committee shall not knowingly employ a person who has been convicted for committing or attempting to commit any of the offenses outlined in the following:

The Criminal Code of 1961, Sections 11-14.1, 11-19.1, 11-19.2, 11-20, 11-20.1, 11-21, 12-13, 12-14, 12-15 and 12-16.

Cannabis Control Act, except Section 704 (a), 704 (b) and 705 (a) of the Act.

Illinois Controlled Substances Act, Sections 110 et seq.

A record of conviction resulting from the background check shall be held as confidential by the chairperson of the Executive Committee and shared only with the Director, the Regional Superintendent, the State Superintendent of Schools, the State Teacher Certification Board or any other person necessary to the hiring decision.

A copy of the record of convictions obtained from the Illinois State Police/F.B.I. shall be available to the applicant. At the same time, considerations for employment of the applicant by L.E.A.S.E. shall be ended.

Appointment

All employees shall be appointed by the administrative agent upon recommendation of the Director and approval by the L.E.A.S.E. Executive Committee.

LEG. REF.: - Ill. Rev. Stat., ch. 122, para. 10-21.9 (1985)

- L.E.A.S.E. Executive Committee Minutes October 14, 2003

- Illinois State Police Memorandum August 1, 2003

- Public Act 93-0418

CROSS REF.:

FORMS REF.: professional staff application form
non-certified staff application form

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:30-AP2

Personnel

Administrative Procedure - Investigations

Immigration Investigation

All newly hired employees must complete an Immigration and Naturalization Service Form I-9 no later than 3 business days following their first working day. If an individual is unable to provide the required documents to complete the Form I-9 within the 3-day period, the individual must present a receipt for the application of the documents within 3 days of the hire and present the required documents within 90 days of the hire.

The completed Form I-9 shall be maintained in a file separate from other personnel records in order to prevent unauthorized review of personnel files. The Form I-9 shall be retained for a period of 3 years after the date of hire or one year after individual employment is terminated, whichever is later.

Criminal History Records Check

The following individuals are responsible for the actions listed:

Applicant - Each applicant for employment in any position (except bus driver) must provide a written authorization for a fingerprint-based criminal history records check at the time he or she submits the application.

Applicant for Bus Driver - Each applicant for a bus driver position must complete the application required by the Secretary of State for a school bus driver permit (obtained from the District) and submit it to the District along with the necessary fingerprint submission as required by the Department of State Police to conduct a fingerprint-based criminal history records check. The Superintendent or designee will conduct a pre-employment interview with prospective school bus driver candidates, distribute school bus driver applications and medical forms, and submit the applicant’s fingerprint cards to the Department of State Police. The Superintendent or designee will certify in writing to the Secretary of State that all pre-employment conditions have been successfully completed, including the successful completion of a criminal history records check as required by State law. The applicant must present the certification to the Secretary of State at the time of submitting the school bus driver permit application.

Director –

1. Fingerprint-Based Criminal History Records Check:

The Director or designee completes the required forms in order to request a fingerprint-based criminal history records check from an appropriate police or live scan agency.

This may include submitting the applicant’s name, sex, race, date of birth, social security number, fingerprint images, and other identifiers to the Department of State Police on forms prescribed by the Department.

The Director or designee will provide the applicant with a copy of the conviction record obtained from the State Police.

2. Check of the statewide offender databases. The Director or designee performs a check for each applicant of:

a. The Statewide Sex Offender Database (a/k/a Sex Offender Registry), www.isp.state.il.us/sor, as authorized by the Sex Offender Community Notification Law (730 ILCS 152/101 et seq., as amended by P.A. 94-945), and

b. The Statewide Child Murderer and Violent Offender Against Youth Database, as authorized by the Child Murderer and Violent Offender Against Youth Community Notification Law (730 ILCS 154/75-105, as added by P.A. 94-945).

The Director or designee notifies an applicant if the applicant is identified in the database as a sex offender.

State Police and FBI - The Department of State Police and FBI furnish records of convictions (until expunged), pursuant to a fingerprint-based criminal history records check, to the Executive Committee Chairperson.

Executive Committee Chairperson - The Executive Committee Chairperson keeps a conviction record confidential and shares it only with the Director, Regional Superintendent, State Superintendent of Schools, State Teacher Certification Board, or any other person necessary to the hiring decision.

Regional Superintendent - Whenever an applicant is seeking employment in more than one Alliance or District as either a substitute or part-time teacher or educational support personnel employee, the Director or designee may require the applicant to authorize the Regional Superintendent to conduct the check. The Regional Superintendent also performs a check of the Statewide Sex Offender Database, www.isp.state.il.us/sor, as authorized by the Sex Offender Community Notification Law (730 ILCS 152/115 as amended by P.A. 94-948) and Child Murderer and Violent Offender Against Youth Community Notification Law (730 ILCS 154/75-105).

Contractors - The above requirements for fingerprint-based criminal history records check apply to every employee or agent of any contractor if the employee or agent has direct, daily contact with students. See Board policy 4:170, Safety, for the responsibilities of contractors.

Alliance - The Alliance will not knowingly employ a person, nor may a person work on school grounds, who:

1. Has been convicted of committing or attempting to commit any one or more of the following offenses:

a. Attempted first-degree murder or first-degree murder or any Class X felony.

b. Those defined in Sections 11-6, 11-9, 11-14, 11-15, 11-15.1, 11-16, 11-17, 11-18, 11-19, 11-19.1, 11-19.2, 11-20, 11-20.1, 11-21, 12-13, 12-14, 12-14.1, 12-15, and 12-16 of the Criminal Code of 1961.

c. Those defined in the Cannabis Control Act, 720 ILCS 550/1 et seq., except 720 ILCS 550/4(a), 550/4(b), and 550/5(a).

d. Those defined in the Illinois Controlled Substances Act, 720 ILCS 570/100 et seq.

e. Any offense committed or attempted in any other state or against the laws of the United States, which if committed or attempted in Illinois, would have been punishable as one or more of the foregoing offenses.

2. Has been found to be the perpetrator of sexual or physical abuse of any minor less than 18 years of age pursuant to proceedings under Article II of the Juvenile Court Act of 1987.

Reporting New Hires

The Director or designee shall timely file an IRS Form W-4 or IDES New Hire Reporting Form for each newly hired employee with the Illinois Department of Employment Security.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:30-AP3

Personnel

Administrative Procedure – L.E.A.S.E. Office Recruiting Procedure for Local Districts

1. Gather a list of all vacant positions from local districts.

2. Compile the list into a vacancy notice to be sent to specified universities with responses indicated to go to a designated local district administrator.

3. If information on a candidate arrives at this office, make a file and copy all information and send it to any appropriate district with an opening for a candidate.

4. When information is received in this office that the candidate has been hired or is no longer available, note this on the file and file in the inactive file of candidates. Each inactive file will be kept for five years before discarding.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:31

Personnel

Medical Emergency – Staff

Procedures should be established by the Director or his designee for emergency care for staff. The procedures shall range from simple first aid techniques applied by L.E.A.S.E. employees to the acquiring of professional assistance. In emergency situations, L.E.A.S.E. employees should respond with actions that reflect sound judgment, reasonableness and maturity.

A copy of the medical emergency procedures shall be readily available to all staff members.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:31 AP1

Personnel

Administrative Procedure – Medical Emergency Procedures

In cases of medical emergencies, each case shall be treated on the basis of severity. These generally fall into the following four broad categories:

1. Minor emergencies not requiring immediate medical assistance;

The determination of medical assistance shall be at the discretion of the employee. L.E.A.S.E. has a medical pack on the premises which can be utilized for small cuts, bruises, burns, etc. If the employee needs to go home for assistance or to go for professional medical assistance, the employee, on request, shall be taken either home or to medical services.

2. Emergencies where the probability of immediate medical intervention exists or may be required;

This category shall be treated the same as #1 above. However, L.E.A.S.E. professional administrative staff shall strongly encourage the employee to immediately seek medical assistance and shall do everything possible to ensure that the injured employee receives prompt medical attention. It is recommended that a family member of the employee and the employee's family doctor be notified of the medical condition.

3. Serious emergencies requiring immediate medical assistance;

4. Life threatening emergencies.

These areas may require decision-making for the employee if the employee is not in a condition to deal with his medical emergency. In these instances, either a paramedic, the fire department or ambulance services shall be promptly called for assistance. The employee's doctor and the employee's family shall be notified as soon as possible.

It will be the responsibility of the bookkeeper to obtain medical contact information as well as work telephone numbers where family members can be reached. The Director or designee will explain this policy to the secretarial staff and will decide, with their help, where the best location for the medical kit will be.

FORMS REF.: Staff Emergency Medical Form

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:35

Personnel

Compliance with the Fair Labor Standards Act

Job Classifications

The Director will ensure that all job positions are identified as either “exempt” or “non-exempt” according to the Fair Labor Standards Act (FLSA) and that employees are informed whether they are “exempt” or “non-exempt.” “Exempt” and “non-exempt” employee categories may include certificated and non-certificated job positions. All non-exempt employees, whether paid on a salary or hourly basis, are covered by the FLSA minimum wage and overtime provisions.

Workweek and Compensation

The workweek for Alliance employees will be 12:00 a.m. Saturday until 11:59 p.m. Friday. Non-exempt employees will be compensated for all hours worked in a workweek including overtime. For non-exempt employees paid a salary, the salary is paid for a 40-hour workweek even if an employee is scheduled for less than 40 hours. “Overtime” is time worked in excess of 40 hours in a single workweek.

Overtime

The Executive Committee discourages overtime work by non-exempt employees. A non-exempt employee shall not work overtime without his or her supervisor’s express approval. All supervisors of non-exempt employees shall: (1) monitor overtime use on a weekly basis and report such use to the business office, (2) seek the Director or designee’s written pre-approval for any long term or repeated use of overtime that can be reasonably anticipated, (3) ensure that overtime provisions of this policy and the FLSA are followed, and (4) ensure that employees are compensated for any overtime worked. Accurate and complete time sheets of actual hours worked during the workweek shall be signed by each employee and submitted to the business office. The business office will review work records of employees on a regular basis, make an assessment of overtime use, and provide the assessment to the Director.

Suspension Without Pay

No exempt employee shall have his or her salary docked, such as by an unpaid suspension, if the deduction would cause a loss of the exempt status. Certificated employees may be suspended without pay in accordance with policy 5:240, Professional Personnel - Suspension. Non-certificated employees may be suspended without pay in accordance with policy 5:290, Educational Support Personnel - Employment Termination and Suspensions.

Administrative Implementation

The Director shall implement this policy to ensure FLSA compliance.

Employment Categories

The work year of all L.E.A.S.E. staff shall be established by the Executive Committee upon the Director’s recommendation. Persons employed by L.E.A.S.E. will also be classified under the following definitions:

Regular/Full-time - Employed 10, 11 or 12 months for the school year working 30 or more hours per week and not in a temporary or probationary status. Generally, these employees are eligible for fringe benefits subject to the terms, conditions and limitations of each benefit program.

Part-time/Temporary - Employed for only a specific time period (less than 180 days per school year) or working less than 30 hours per week and again not employed on a temporary or probationary status. While these employees do receive all legally mandated benefits (such as Social Security and worker’s compensation insurance) they are ineligible for all of the other benefit programs of L.E.A.S.E.

Substitute/Temporary - Employed for a short duration, usually on a day-to-day basis to temporarily replace or supplement the workforce or to assist in the completion of a specific project. Substitute / Temporary employees retain their status unless and until notified of a change. While these employees do receive all legally mandated benefits (such as Social Security and worker’s compensation insurance) they are ineligible for all of the other benefit programs of L.E.A.S.E.

Probationary – Employees are those whose performance is being evaluated to determine whether further employment in a specific position with L.E.A.S.E. is appropriate. While these employees do receive all legally mandated benefits (such as Social Security and worker’s compensation insurance) they are ineligible for all of the other benefit programs of L.E.A.S.E.

Position Classifications:

A third classification is by job title as indicated below:

Certified Non-certified

Executive Director	Secretary/Receptionist
Assistant Director	Pers. /Ch. Count/Medic. Sect. /Dir. Sect. Backup
Program Administrator	Executive Secretary to the Executive Director
Cross Categorical Coordinator	Executive Secretary to the Assistant Director
Preschool Teacher/Diagnostician	Executive Secretary/Bookkeeper
Transition Coordinator	Principal’s Secretary
Pupil Personnel/Residential Coordinator	Secretary/Technology Coordinator
Preschool Speech and Language Pathologist	Hearing and Vision Technician
Principal	Maintenance Worker
Teacher	C.B.S. Program Aide
Speech/Language Pathologist	C.B.S. Student Services Aide
School Social Worker	C.B.S. Individual Student Care Aide
School Psychologist
Guidance Counselor

LEGAL REF.: Fair Labor Standards Act, 29 U.S.C. §201 et seq., 29 C.F.R. Parts 516, 541, 548, 553, 778, and 785.

CROSS REF.: 5:240 (Suspension), 5:290 (Employment Termination and Suspensions)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:35-AP3

Personnel

Administrative Procedure - Compensable Work Time for Non-Exempt Employees Under the FLSA

Compensable Time Defined for Non-Exempt Employees

Non-Exempt Employee - The term “non-exempt employee” refers to employees who are not exempt from the overtime provisions in the wage and hour laws. See administrative procedure 5:35-AP1, Fair Labor Standards Act Exemptions.

Hours Worked - Non-exempt employees must be compensated for all hours worked in a workweek. In general, hours worked include:

· All the time an employee must be on duty;

· All the time an employee must be on the employer’s premises;

· All the time an employee must be at any other prescribed place of work; and

· Any additional time the employee is allowed, i.e., “suffered or permitted” to work.

Suffered or Permitted to Work - If an employer knows or has reason to know that a non-exempt employee starts work early or continues to work late, it is considered work time. 29 C.F.R. §785.11.

This includes knowing or having reason to know that an employee works at home, e.g., as when a Building Principal’s secretary calls for substitutes early in the morning. 29 C.F.R. §785.12.

If an employee works additional straight time, at the regular rate of pay, or overtime hours without authorization, that employee must still be compensated but may be disciplined for violating Board policy.

Volunteering to Perform Regular Work - Non-exempt employees may not volunteer to perform their regular work duties off-the-clock and without compensation. 29 U.S.C. §203(e) (4) (A). An employee must be paid even if he or she offers to do the work on his or her “own time.” Employees may not waive wage and hour law requirements.

Volunteering to Perform Services that Are Not the Same as Regular Work - Non-exempt employees may volunteer to perform services under these conditions: (1) the volunteer services are not the same as or similar to the employee’s regular work duties, (2) the employee offers the services freely and without coercion, and (3) the employee provides the services without promise of compensation although a volunteer may be paid “expenses, reasonable benefits, or a nominal fee to perform such services.” 29 U.S.C. §203(e) (4) (A), 29 C.F.R. §553.101 and 103. A fee is not nominal if it is a substitute for compensation or tied to productivity. 29 C.F.R. §553.106(e). While the specific circumstances in each case must be analyzed, the District will generally limit nominal pay to employees for volunteer services to no more than 20% of what the District would otherwise pay to hire an employee for the same services. Wage and Hour Opinion Letters FLSA2006-28 (8/7/06) and FLSA2005-51.

Examples of Hours Worked for Non-Exempt Employees

Meal periods, unless the employee is completely relieved of all duties and free to leave the duty post for at least 30 minutes. Teacher aides who must supervise students during their lunch are not considered relieved of duties. Employees who eat at their desk and answer phones or otherwise perform work are not considered relieved of duties.

Attendance at inservices, meetings, or lectures, unless: (1) attendance is outside the employee’s regular working hours, (2) attendance is voluntary, (3) the activity is not related to the employee’s job, and (4) the employee performs no productive work for the District.

Coffee breaks or rest periods of 20 minutes or less.

Work done at home if the supervisor knows or should have known that such work was done.

Work done before or after regular hours or on weekends.

On-call time if the employee is required to remain on the employer’s premises or so close that he/she is unable to use the time effectively for his/her own purposes while on-call.

Transporting material to a worksite before the start of the workday.

Time spent preparing for work, e.g., bus drivers doing safety checks before the route or securing the bus after the route.

Clean-up work at the end of a shift.

Travel time during the workday from one job site to another, e.g., non-exempt school nurses traveling from one school to another.

Travel time during the regular working hours, even if it is the weekend.

Attending a School Board meeting at night either to take minutes or perform some other required or assigned duty.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:40

Personnel

Communicable and Chronic Infectious Disease

The Director shall develop and implement procedures for managing known or suspected cases of a communicable and chronic infectious disease involving Alliance employees that are consistent with State and federal law, Illinois Department of Public Health rules, and Alliance policies.

An employee with a communicable or chronic infectious disease is encouraged to inform the Director immediately and grant consent to being monitored by the Alliance’s Communicable and Chronic Infectious Disease Review Team. The Review Team, if used, provides information and recommendations to the Director concerning the employee’s conditions of employment and necessary accommodations. The Review Team shall hold the employee’s medical condition and records in strictest confidence, except to the extent allowed by law.

An employee with a communicable or chronic infectious disease will be permitted to retain his or her position whenever, after reasonable accommodations and without undue hardship, there is no substantial risk of transmission of the disease to others, provided an employee is able to continue to perform the position’s essential functions. An employee with a communicable and chronic infectious disease remains subject to the Alliance’s employment policies including sick and/or other leave, physical examinations, temporary and permanent disability, and termination.

LEGAL REF.: Americans With Disabilities Act, 42 U.S.C. §12101 et seq.; 29 C.F.R. §1630.1 et seq.

Rehabilitation Act of 1973, 29 U.S.C. §791; 34 C.F.R. §104.1 et seq.

20 ILCS 2305/6.

105 ILCS 5/24-5.

820 ILCS 40/1 et seq.

Control of Communicable Diseases, 77 Ill.Admin.Code Part 690.

CROSS REF.: 2:150 (Committees), 5:30 (Hiring Process and Criteria), 5:180 (Temporary Illness or Temporary Incapacity)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:40 AP1

Personnel

Administrative Procedure - Communicable and Chronic Infectious Disease

Review Procedures

A. Temporary Exclusion

Upon being informed that a staff member has, or is reasonably suspected of having, a chronic communicable disease, the employee shall inform the Director or his designee who will be responsible for convening a review of the situation.

Pending determination of the employee's continued employment status, an employee with a chronic communicable disease, or an employee who is reasonably suspected of having a chronic communicable disease, may be temporarily excluded from work for a period not to exceed ten (10) working days, or may be transferred to another position by the L.E.A.S.E. Executive Committee. Any extension of an employee's temporary exclusion from work shall be approved by the L.E.A.S.E Executive Committee. During any period of temporary exclusion, the employee shall be entitled to be paid at the employee's regular rate of pay if sick days or personal days are no longer available.

B. Initial Evaluation

An employee with a chronic communicable disease, or an employee who is reasonably suspected of having a chronic communicable disease, may be required to submit to a physical examination, conducted by a physician selected by the L.E.A.S.E. Executive Committee and provided at Cooperative expense. The employee shall then be evaluated by an adhoc committee appointed by the L.E.A.S.E. Executive Committee that will include the L.E.A.S.E. Director, a consulting physician, the employee's physician(s), a public health person and the employee where applicable. This adhoc committee will then submit to the L.E.A.S.E. Director its report and recommendations, including any dissenting opinion(s), which shall be forwarded to the L.E.A.S.E. Executive Committee for disposition. Every effort shall be made to complete the evaluation in a timely and prompt manner.

C. Subsequent Evaluations

The employee shall be periodically re-evaluated by the L.E.A.S.E. Executive Committee to determine whether the employee's placement continues to be appropriate. The frequency of the re-evaluations shall be determined by the L.E.A.S.E. Executive Committee, but in no event shall the employee be re-evaluated less frequently than once per school year.

Confidentiality

The employee's medical condition shall be disclosed only to the extent necessary to minimize the health risks to the employee and others. The number of personnel aware of the employee's condition will be kept at the minimum needed to protect against situations in which the potential for transmission exists. Persons deemed to have a "a direct need to know" will be provided with the appropriate information. However, these persons are not to further disclose such information. The L.E.A.S.E. Executive Committee will be responsible for determining who has "a direct need to know". The Director or his designee shall report, by mail or telephone, each suspected or diagnosed case of a Class I or Class II communicable disease to the local health department as required by the L.E.A.S.E. Executive Committee.

Dismissal - Employee on Contractual Continued Service Status

If a dismissal or removal of an employee on contractual continued service status is sought, such dismissal or removal shall be implemented in accordance with Section 24-12 of The School Code.

Dismissal - Other Employees

1. If an employee other than one on contractual continued service status is being considered for dismissal for reasons relating to chronic communicable diseases, such dismissal shall be in accordance with the following procedures. The specific charges for dismissal shall be issued to the employee, in writing, and shall be confidential.

2. If the employee, within ten (10) days of receiving such written charges, submits in writing, to the Director a request for a hearing to be scheduled, the Executive Committee shall schedule a hearing on the proposed dismissal. If no hearing is requested, the Executive Committee's decision shall be final, and such action shall be confirmed in a public session.

3. Any hearing shall be conducted before the Executive Committee, or a committee of the Executive Committee, or a board-appointed hearing officer, on a date no less than ten (10) days, nor more than sixty (60) days, after written notice of the proposed dismissal is provided to the employee.

4. After the hearing, the Executive Committee shall, with reasonable dispatch, make a decision as to whether the dismissal should be upheld or overturned. This decision shall be final and binding.

Additional Rules and Regulations

The L.E.A.S.E. Executive Committee may establish additional rules and regulations if determined necessary to implement this policy.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:50

Personnel

Drug- and Alcohol-Free Workplace

All Alliance workplaces are drug- and alcohol-free workplaces. All employees shall be prohibited from:

1. Unlawful manufacture, dispensing, distribution, possession, use, or being under the influence of a controlled substance while on Alliance premises or while performing work for the Alliance.

2. Distribution, consumption, use, possession, or being under the influence of alcohol while on Alliance premises or while performing work for the Alliance.

For purposes of this policy a controlled substance is one that is:

1. Not legally obtainable;

2. Being used in a manner different than prescribed;

3. Legally obtainable, but has not been legally obtained; or

4. Referenced in federal or State controlled substance acts.

As a condition of employment, each employee shall:

1. Abide by the terms of the Alliance policy respecting a drug- and alcohol-free workplace; and

2. Notify his or her supervisor of his or her conviction under any criminal drug statute for a violation occurring on the Alliance premises or while performing work for the Alliance, no later than 5 calendar days after such a conviction.

In order to make employees aware of dangers of drug and alcohol abuse, the Alliance will:

1. Provide each employee with a copy of the Alliance Drug- and Alcohol-Free Workplace policy;

2. Post notice of the Alliance Drug- and Alcohol-Free Workplace policy in a place where other information for employees is posted;

3. Make available materials from local, state, and national anti-drug and alcohol-abuse organizations;

4. Enlist the aid of community and state agencies with drug and alcohol informational and rehabilitation programs to establish a drug-free awareness program to inform employees about:

a. The dangers of drug abuse in the workplace,

b. Available drug and alcohol counseling, rehabilitation, re-entry, and any employee assistance programs, and

c. The penalties that may be imposed upon employees for violations of this policy.

Alliance Action upon Violation of Policy

An employee who violates this policy may be subject to disciplinary action, including termination. Alternatively, the Executive Committee may require an employee to successfully complete an appropriate drug- or alcohol-abuse, employee-assistance rehabilitation program.

The Executive Committee shall take disciplinary action with respect to an employee convicted of a drug offense in the workplace within 30 days after receiving notice of the conviction.

Should Alliance employees be engaged in the performance of work under a federal contract or grant, or under a State contract or grant of $5,000 or more, the Director shall notify the appropriate State or federal agency from which the Alliance receives contract or grant monies of the employee's conviction within 10 days after receiving notice of the conviction.

The L.E.A.S.E. Director of special education or designee may request the assistance of law enforcement officials for the purpose of conducting reasonable searches of L.E.A.S.E. property for illegal drugs, including searches conducted through the use of specially trained dogs.

“The Illinois Drug Free Workplace Act” also requires our agency to obtain certification that all contractors holding contracts with L.E.A.S.E. valued at $5,000.00 or more will maintain a drug-free workplace.

Employees of L.E.A.S.E must notify the L.E.A.S E Director or designee of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction. Any employee so convicted will have appropriate sanctions imposed upon them as required by law and by these procedures. An employee may be required to satisfactorily participate in a drug abuse assistance or rehabilitation program or other programs as deemed necessary.

LEGAL REF.: Americans With Disabilities Act, 42 U.S.C. §12114.

Controlled Substances Act, 21 U.S.C. §812; 21 C.F.R. 1308.11 - 1308.15.

Drug-Free Workplace Act of 1988, 41 U.S.C. §701 et seq.

Safe and Drug-Free School and Communities Act of 1994, 20 U.S.C. §7101 et seq.

Drug-Free Workplace Act, 30 ILCS 580/1 et seq.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:50 AP1

Personnel

Administrative Procedure - Drug- and Alcohol-Free Workplace

The L.E.A.S.E. Cooperative and its Circuit Breaker School, recognize that both the possession and the use of illicit drugs and alcohol on school grounds are harmful and in violation of the law.

L.E.A.S.E./C.B.S. therefore, prohibits employees from engaging in the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance and/or alcohol on school premises or as part of any of its activities. All contractors of contracts of more than $5,000.00 must be able to certify to the L.E.A.S.E. Executive Committee that they will maintain a drug-free workplace. (See form accompanying this procedure.)

Available to all L.E.A.S.E. staff are developmentally-based drug and alcohol education and prevention programs which address the legal, social and health consequences of drug and alcohol use and provide information about effective techniques for resisting peer pressure to use illicit drugs and alcohol. Information is available to employees on drug and alcohol counseling, rehabilitation, re-entry and assistance programs.

Sanctions consistent with local, State and federal law up to and including termination of employment and referral for prosecution will be imposed upon employees who violate this policy. Sanctions may also include completion of an appropriate rehabilitation program.

This procedure will be made available to all employees.

Compliance with these procedures by employees is mandatory and a condition of employment.

Employees of L.E.A.S.E. must notify the L.E.A.S.E. Executive Committee or its designee of any criminal drug statute conviction for a violation occurring in the workplace by no later than five (5) days after any sanction is imposed upon them as required by law and by these procedures. An employee may be required to satisfactorily participate in a drug abuse assistance or rehabilitation program or other programs as deemed necessary.

This procedure will be reviewed by at least annually to determine its effectiveness.

LEG. REF.: 09/13/90 Memorandum from the law firm of Scariano, Kula, Ellch and Himes re: compliance with the "Drug Free Schools and Communities Act" and the Illinois and federal "Drug Free Workplace Act"

Executive Committee Minutes 12/19/89; 10/31/90;

Section 10-22.10a and 34-18.9 of the Illinois School Code;

Public Act 86-850, 09/07/89

CROSS REF.:

FORMS REF.: Drug Free Certificate for Contractors

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:60

Personnel

Expenses

The Executive Committee shall reimburse employees for expenses, authorized activities and/or purchases on behalf of L.E.A.S.E. necessary for the performance of their duties which have been pre-approved by the Director or designee. If the anticipated expense amount exceeds budgeted amounts, prior Executive Committee approval is required.

Employees must submit to the Director an itemized, signed voucher showing the amount of actual expenses, attaching receipts to the voucher if possible. Payment will be authorized against invoices properly supported by approved purchase orders or reimbursement request forms submitted with acceptable vouchers or receipts.

Lodging

Reimbursement for pre-approved or emergency lodging, necessary in the course of completing L.E.A.S.E. business, is made on the basis of the actual cost to the employee for single occupancy. Lodging expenses incurred as a result of any personal stopovers en-route are not reimbursable.

Meals

Actual costs of meals, gratuities and incidental expenses will be reimbursed for pre-approved trips of more than 10 hours duration or for extenuating conditions which require the employee to have a meal or other expenses related to a L.E.A.S.E. business function.

For meetings held within the Cooperative, luncheon costs are generally not reimbursable. However, in those rare instances when you are invited by a local district school administrator to extend your discussion over lunch, reimbursement for this lunch may be approved by the Director or his designee.

When working in the field, the following examples of lunch expenses are usually reimbursable.

1. If you are recruiting and have a candidate with you.

2. If you have an I.S.B.E. consultant with you.

3. If you are invited by an administrator of a local district.

4. If the local school group with which you are meeting chooses a specific site and thus restricts your choice.

5. If you are orienting a new district administrator or L.E.A.S.E. staff member and part of this orientation occurs over lunch.

All pre-approved out-of-Cooperative meetings and meals are reimbursable. Also, if you have an evening meeting, the evening meeting meal expense will be reimbursable. The bar portion of any bill for alcoholic drinks of any kind at any meal is never reimbursable.

LEGAL REF.: 105 ILCS 5/10-22.32.

Executive Committee minutes 9-8-78

Executive Committee minutes 12-10-90

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:65

Personnel

Vehicle Usage for L.E.A.S.E. Business/Travel Compensation (Mileage Reimbursement)\

L.E.A.S.E. professional staff may be provided a L.E.A.S.E.-owned or leased vehicle for use related to professional duties. According to the Internal Revenue Code and the Treasury Regulations, an employer-provided automobile is a fringe benefit taxable to the employee. Employees who use employer-provided vehicles to commute to and from home must report this usage as a taxable fringe benefit. The “I.R.S. Commuting Valuation Rule” establishes the value of the commuting use of an employer-provided vehicle at a rate of $1.50 per one-way trip, or $3.00 for employees who commute to and from home in an employer-provided vehicle. If more than one employee commutes in an employer-provided vehicle, the $1.50 value per one-way trip applies to each employee.

When a L.E.A.S.E.-owned vehicle is not available for use, any L.E.A.S.E. employee may be required to use his/her own personal vehicle in order to complete assigned L.E.A.S.E. duties. In those instances where a L.E.A.S.E.-owned vehicle is not available, L.E.A.S.E. shall reimburse employees using their own personal vehicle for approved mileage in the performance of their regularly assigned duties including travel to required meetings, conferences and workshops. The mileage reimbursement rate shall be the most current I.R.S. standard mileage rate. In performing assigned duties for L.E.A.S.E., mileage accumulated from the employee’s home to their first place of work and from their last place of work to their home is not reimbursable.

To encourage the safe operation of personal or L.E.A.S.E.-owned or leased vehicles used for L.E.A.S.E. business and to ensure adequate insurance coverage of such vehicles, the following requirements are established by this policy:

• All employees who may drive as part of their regularly assigned duties must provide L.E.A.S.E. with their driver’s license number on the application form for employment.

• Motor Vehicle Records will be checked periodically. Driving privileges of L.E.A.S.E.-owned or leased vehicles may be suspended or terminated if an employee’s record indicates an unacceptable number of accidents or violations, as determined by the L.E.A.S.E. administration, the L.E.A.S.E. insurance consultant or the L.E.A.S.E. insurance carrier. Because travel is part of the regularly assigned duties of the employee’s position, an unacceptable number of accidents or violations may result in disciplinary action, up to and including termination from employment.

• An employee who may be required to use his/her personal vehicle in the conduct of L.E.A.S.E. business must provide L.E.A.S.E. with proof of insurance coverage on the vehicle to be used for L.E.A.S.E. business. Such coverage should include the use of the vehicle for business/employment purposes. Failure to provide this information will result in the denial of mileage reimbursement for any usage of an employee’s personal vehicle for L.E.A.S.E. business. Because travel is part of the regularly assigned duties of the employee’s position, an “unacceptable driver” status, according to the L.E.A.S.E. administration, the L.E.A.S.E. insurance consultant or the L.E.A.S.E. insurance carrier, may result in disciplinary action, up to and including termination from employment.

• The employee’s direct supervisor must be notified immediately of any change in the employee’s driver’s license status, driving record, or insurance coverage on any personal vehicle used for L.E.A.S.E. business.

When an employee uses his/her personal vehicle for L.E.A.S.E. business:

• An employee’s personal automobile liability insurance is the primary payor. L.E.A.S.E. insurance is in excess of the employee’s personal liability coverage.

• An employee who drives his/her personal vehicle for L.E.A.S.E. business should have personal automobile liability coverage on the vehicle used in an amount of at least $100,000 per person, $300,000 per occurrence in addition to such coverages required by law. Proof of insurance coverage, including a copy of the policy’s Declaration Page and/or Certificate of Insurance, must be provided to L.E.A.S.E. each policy period. The employee’s coverage should include the use of the vehicle for business/employment purposes.

• L.E.A.S.E. is not responsible for any physical damage to an employee’s personal vehicle. An employee must carry his/her own collision and comprehensive coverage.

• If an employee qualifies under this Policy for mileage reimbursement, the employee must provide the L.E.A.S.E. Administration with a written report of his/her mileage on a monthly basis on the form designated by the L.E.A.S.E. administration for this purpose in order to receive expense reimbursement.

In the event of an accident, an employee should adhere to the following guidelines:

• Take the necessary steps to protect the lives of yourself and others.

• Call the local law enforcement agency immediately to report the accident.

• Comply with police instructions.

• Do not assume or admit fault. Any liability will be determined after a thorough investigation.

• Report the accident to the L.E.A.S.E. Director or Assistant Director as soon as possible.

• If the employee was driving his/her personal vehicle, report the accident to the personal insurance carrier as required by the carrier.

LEG. REF.: 26 U.S.C. §61; 26 U.S.C. §162; 26 C.F.R. §1.61-21(f); 26 C.F.R. §1.162-2;

105 ILCS 5/10-22.3;

Country Mutual Insurance Co. v. Teachers Insurance

Co.,324 Ill. App. 3d 246 (5th Dist. 2001).

L.E.A.S.E. Executive Committee minutes May 8, 2008

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:65 AP1

Personnel

Administrative Procedure – The Use of L.E.A.S.E. Automobiles

1. Each Coordinator will be assigned a specific car which he/she will use primarily and for which he/she will be responsible. It is sometimes necessary for staff to share the use of a vehicle with other staff member(s). An assignment sheet will be given to each Coordinator and the primary care person will be listed first in the case of multiple assignments.

2. Coordinators shall be responsible for maintaining the cars in a neat/clean appearance both exterior and interior. The Coordinator is expected to keep the interior clean by regularly shaking the mats, vacuuming, dusting, regularly emptying ash trays and cleaning interior glass. Liquid or food should not be carried in the cars. If one must eat lunch in the car, empty all containers before traveling. (This policy is to eliminate spilling food or beverage in the cars which causes odors and an unattractive appearance.)

3. Each 3,000-4,000 miles the vehicle should have an oil change, lubrication and oil filter change.

4. Report mechanical problems promptly to the Director or his designee so that any necessary repair(s) can be arranged.

5. Fill the vehicle with gas before leaving for long trips at the designated station(s). Use a self service pump whenever possible as costs for gas will be less. Please remember to check oil, radiator fluid, windshield washer fluid and tire pressures at least once per month either yourself or at a full service station.

6. The cars shall be left at a place designated by the Director when not in use. Coordinators may be asked to schedule their time so the cars will be able to be left in the L.E.A.S.E. parking lot each evening. With the permission of the Director, staff may be allowed to drive their assigned car home in the evening.

7. The cars shall not be utilized for personal use unless by exception granted by the Director, or in the case of the Director, by the Executive Committee.

LEG. REF.: Executive Committee Minutes 10-06-87

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:70

Personnel

Religious Holidays

Supervisors shall grant an employee's request for time off to observe a religious holiday if the employee gives at least 5 days prior notice and the absence does not cause an undue hardship.

Employees may use earned vacation time, or personal leave to make up the absence, provided such time is consistent with the Alliance’s operational needs. A per diem deduction may also be requested by the employee.

LEGAL REF.: Religious Freedom Restoration Act, 775 ILCS 35/5.

775 ILCS 5/2-101 and 5/2-102.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:80

Personnel

Jury Duty

The Alliance will pay full salary during the time an employee is on court duty or, pursuant to a subpoena, serves as a witness or has a deposition taken in any school-related matter pending in court.

The Alliance will deduct the court duty remuneration, less mileage and meal expenses, from the employee's compensation. Alternatively, the employee may endorse over to L.E.A.S.E. any remuneration received for court duty minus per diem, travel and lodging reimbursement

An employee should give at least 5 days' prior notice of pending court duty to the Alliance.

LEGAL REF.: 105 ILCS 5/10-20.7.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:90

Personnel

Abused and Neglected Child Reporting

An Alliance employee who suspects or receives knowledge that a student may be an abused or neglected child, or, for a student aged 18 through 21, an abused or neglected individual with a disability, shall immediately (1) report such a case to the Illinois Department of Children and Family Services on its Child Abuse Hotline 800/25-ABUSE or 217/524/2606, and (2) follow any additional directions given by the Illinois Department of Children and Family Services to complete a report.. The employee shall also promptly notify the Director or Building Principal that a report has been made.

All Alliance employees shall sign the “Acknowledgement of Mandated Reporter Status” form provided by the Illinois Department of Child and Family Services and the Director or designee shall ensure that the signed forms are retained.

The Director or designee shall provide staff development opportunities for school personnel working with students in grades kindergarten through 8, in the detection, reporting, and prevention of child abuse and neglect.

Each individual Governing Board member must, if an allegation is raised to the member during an open or closed Governing Board meeting that a student is an abused child as defined in the Act, direct or cause the Governing Board to direct the Director or other equivalent school administrator to comply with the requirements of the Act concerning the reporting of child abuse.

LEGAL REF.: 20 ILCS 1305/1-1 et seq.

20 ILCS 2435/.

325 ILCS 5/1 et seq.

CROSS REF.: 2:20 (Powers and Duties of the Governing Body), 5:20 (Sexual/Disability Harassment), 5:100 (Staff Development Program), 7:20 (Harassment of Students Prohibited), 7:150 (Agency and Police Interviews)

ADOPTED: September 11, 2008

Amended February 10, 2011

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:100

Personnel

Staff Development Program

The Director or designee shall implement a staff development program. The goal of such program shall be to update and improve the skills and knowledge of staff members in order to achieve and maintain a high level of job performance and satisfaction. Additionally, the development program for certificated staff members shall be designed to effectuate the School Improvement Plan so that student learning objectives meet or exceed goals established by the Alliance and State.

At least once every 2 years, the in-service training of certificated school personnel and administrators shall include training on current best practices regarding the identification and treatment of attention deficit disorder and attention deficit hyperactivity disorder, the application of non-aversive behavioral interventions in the school environment, and the use of psychotropic or psycho-stimulant medication for school-age children.

The staff development program shall provide, at a minimum, once every 2 years, the in-service training of all District staff on educator ethics, teacher-student conduct, and school employee-student conduct.

All federal grant applications will contain procedures that ensure that each school district within L.E.A.S.E. will participate in ongoing inservice training programs and that each school district within L.E.A.S.E. will participate in training programs/inservice activities conducted by the I.S.B.E. or other agencies to promote the establishment of innovative programs and practices.

A L.E.A.S.E. advisory committee may be appointed by the Director for the purpose of planning L.E.A.S.E. sponsored activities. The committee, if appointed, shall include members of the administrative and instructional staff. The committee, if appointed, shall submit a report to the L.E.A.S.E. Executive Committee which contains: an evaluation of the previous year in-service program; the committee's assessment of training needs for the next and future years; and a one-year program to meet the immediate needs of L.E.A.S.E. and its member districts. If such a committee is appointed, the Director shall present to the Executive Committee no later than by September30, the report of the advisory committee along with his recommendations and rationale for the L.E.A.S.E.-sponsored activities for the coming year.

L.E.A.S.E., as directed by the Illinois State Board of Education, shall ensure that all L.E.A.S.E. staff maintain records pertaining to their continuing education as required by the I.S.B.E.

LEGAL REF.: 105 ILCS 5/2-3.60, 5/10-22.39, 5/10-23.12, 5/24-5, and 110/3.

745 ILCS 49/1 et seq. (Good Samaritan Act).

CROSS REF.: 3:40 (Director), 3:50 (Administrative Personnel Other Than the Director), 4:160 (Safe Work Environment), 5:90 (Abused and Neglected Child Reporting), 5:250 (Leaves of Absence, Sick Days, Personal Days, Vacation and Holidays), 6:15 (School Accountability), 6:20 (School Year Calendar and Day)

ADMIN PROC.: 5:100-AP (Staff Development Program), 5:150-AP (Personnel Records), 7:250-AP1 (Measures to Control the Spread of Head Lice at School)

ADOPTED: November 10, 2010

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:100-AP1

Personnel

Administrative Procedure - Staff Development Program

All Alliance-sponsored staff development programs, including in-services, shall be approved by the Director. Staff development opportunities exist through the following:

A. Planned in-service programs, courses, seminars, and workshops are offered within the Alliance.

Every staff member is encouraged to suggest topics, formats, and speakers for in-service meetings. Suggestions should be given to the Director or any member of the advisory committee if one exists.

B. Visits to other classrooms and schools, as well as attendance at conferences, workshops, and other meetings may be requested.

With the Director’s approval, staff members may be released with full pay to:

· Attend professional conventions and meetings, visit exemplary programs, as well as participate in other professional growth activities. At the time of approval, the Director will indicate which expenses, if any, will be reimbursed by the Alliance. After participation, a written report must be submitted to the Director summarizing the activity’s highlights.

· Serve as speakers, consultants, or resource persons outside the Alliance. The staff member accepting such assignments may not accept any fee or honorarium other than a reasonable fee for work done outside of the working day unless vacation or personal time is used. The employee or the institution receiving the services is responsible for travel, lodging, meal expenses, and for substitute costs if any are incurred.

· Attend training and staff development programs sponsored by an Educational Service Center (105 ILCS 5/2-3.62), the Illinois State Board of Education, a Regional Office of Education, the Illinois Association of School Boards, or any other professionally-sponsored education program. At the time of approval, the Director will indicate which expenses, if any, will be reimbursed by the Alliance. After participation, a written report must be submitted to the Director summarizing the activity’s highlights.

C. Leaves of absence for advanced training and internships are governed by Board policy and/or collective bargaining agreements, if any.

D. The topics to be covered on days declared as Teacher Institutes (TI) must be approved by the Regional Director of Schools governing the schools of that region. The request for approval should be submitted to the Regional Director at least 30 days prior to the event.

E. Many opportunities for on-going professional development opportunities exist. Staff members are encouraged to discuss their plans for identifying and optimizing these opportunities with their supervisors.

LEGAL REF.: 105 ILCS 5/2-3.48, 5/2-3.53, 5/2-3.56, 5/2-3.59, 5/2-3.60, 5/3-11, 5/3-14.8, 5/10-20.35, 5/10-22.39, and 5/10-23.12.

23 Ill.Admin.Code §226.800, 525.110.

77 Ill.Admin.Code §527.800.

CROSS REF.:

ADOPTED:

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:100-AP2

Personnel

Administrative Procedure - Staff Development – Professional Growth Activities

L.E.A.S.E., in its application for I.D.E.A. Flow Through funds will expend the required percentage of the entire project budget on personnel development activities. L.E.A.S.E. encourages employees to engage in programs and activities which will lead to their professional growth, expansion of skills and increased job competence.

The L.E.A.S.E. staff development program shall have the following purposes:

· to address the goals and objectives of the instructional program;

· to address needs for staff development which are manifested by the evaluation of L.E.A.S.E. programs in the areas of curriculum, personnel and students;

· to increase the professional ability of staff members in their fields of educational specialization;

· to promote evaluation of current practices;

· to encourage staff members to examine new trends in education;

· to assist staff members in the implementation of improved instructional practices

Provisions may be made by L.E.A.S.E. for staff development opportunities through:

· planned in-service programs, courses, seminars and workshops offered within L.E.A.S.E.;

· visits to other classrooms and schools and attendance at conferences, workshops and other meetings;

· participation in leadership education programs.

Outside Activities

Individual staff members may request permission from the Director to attend professional association workshops, conventions, seminars and university classes. The staff member shall provide rationale to show that attendance at such a program shall benefit L.E.A.S.E. Permission for attendance and reimbursement for incurred costs of outside professional activities shall be in accordance with L.E.A.S.E. administrative procedures and L.E.A.S.E. forms.

Leadership Education Programs

Within the constraints of available resources, the L.E.A.S.E. Executive Committee may endorse the concepts of a leadership education program which shall permit capable and professional staff to further prepare themselves as candidates for L.E.A.S.E. leadership positions. The program shall be structured to provide training experiences designed to increase the participants; knowledge of and sensitivity to prevailing philosophy, policy and practice.

Internships may be an integral component of the leadership education program.

Available internship positions shall be allowed in accordance with established L.E.A.S.E. policy and procedures regarding administrative internships.

Conferences and Visitations

The L.E.A.S.E. Executive Committee shall encourage professional staff to attend State and local professional conferences and to visit other exemplary programs when attendance is thought to provide for an expansion of the employee's professional skills and knowledge which will result in further professional development or organizational benefit.

All requests for conferences and visitations shall be submitted in writing to the Director. Attendance at all out-of -State conferences and visitations shall require the approval of the Director and the approval from the I.S.B.E. if federal grant dollars are involved.

After application to and with the approval of the Director, staff members may be released to attend professional conferences. The Director shall determine on an individual basis:

1. the number of days available to the staff person for conference attendance;

2. the appropriateness of any meeting or conference;

3. the amount of in-service funding available to staff members.

At the time of approval, the Director shall indicate which expenses shall be reimbursed by L.E.A.S.E.

Expenditure Guidelines for Dues Paid by L.E.A.S.E. for Employee Participation in Professional Organizations

There will be a limit set for organizational due paid for any individual staff member during any one school year.

This limit will be set by the Director on a per school year and per individual basis.

1. All staff members are offered the opportunity to join the "Council for Exceptional Children". C.E.C. membership dues, therefore, are subject to be paid by the L.E.A.S.E. Cooperative. Expenditure guidelines may be issued to guide employee participation in such organizations.

2. All staff members are encouraged to join other professional organizations pertaining to the responsibilities of their position with L.E.A.S.E.

3. Where the requirements of the position mandate that a staff member belong to a specific organization, the dues for that membership will be paid by the Cooperative.

LEG. REF.:

CROSS REF.:

FORMS REF.: Workshop Request Form

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:100-AP3

Personnel

Administrative Procedure - Staff Development – Course Costs

For pre-approved graduate level coursework that in the Executive Director’s/designee’s opinion will improve the staff member’s ability to perform his/her function for the Cooperative a full time staff member shall be reimbursed for the current rate of tuition for graduate level coursework taken at either Illinois State University or Northern Illinois University effective with the 1992/93 school year. For coursework taken at any other university, reimbursement will be at the prevailing rate of hourly tuition charged by either Illinois State University or Northern Illinois University. A maximum of nine (9) semester hours of reimbursement per school year (July 1 - June 30) will be allowed. This maximum of nine (9) semester hours per year may be waived by the Director or designee if a full time staff member is enrolled in a formal plan of coursework (such as a cohort) approved by a recognized university which requires more than nine (9) semester hours per school year in order to obtain or complete work

Any reimbursement of graduate course costs is only available when the graduate coursework is in pursuit of preapproved additional certification or a preapproved advanced degree (consistent with #1 below). Payment shall be made for graduate courses, provided:

1. The courses are in an area that will improve the staff member’s ability to perform his/her function for the Cooperative and prior approval of the course is obtained from the Director of L.E.A.S.E. or his designee.

2. When required to take a course by the Director and with the prior approval of the L.E.A.S.E. Executive Committee, the Cooperative shall reimburse the full cost of tuition and fees excluding any charges for materials for that course.

3. A grade of A or B or C is obtained in the course or in the event the course is offered on a pass/fail basis, the grade of pass.

4. Evidence of completion is submitted immediately following the earning such credits.

5. Reimbursement for graduate courses taken during the second semester or the summer term of the current school year shall be contingent upon current employment with L.E.A.S.E. and upon having a signed contract for employment for the ensuing year or reasonable expectation that employment will be continuing.

When a L.E.A.S.E. employee formally completes the approved course during the first semester or summer term and shows evidence of satisfactory performance of same as outlined in Procedure 5:100 AP4 of this manual, the L.E.A.S.E. Director or his designee shall recommend payment to the employee in the amount prescribed by policy or procedure at the next regularly scheduled meeting of the L.E.A.S.E. Executive Committee.

When a L.E.A.S.E. employee formally completes the approved course during the second semester and shows evidence of satisfactory performance of same as outlined in Procedure 5:100 AP4 of this manual, the L.E.A.S.E. Director or his designee shall recommend payment in the amount prescribed by the policy guide (subject to receipt of a signed contract for the ensuring year) at the next regularly scheduled meeting of the L.E.A.S.E. Executive Committee for payment to the employee at the earliest possible date, but by no later than the employee's first day of work in the new school year.

LEGAL REF.: L.E.A.S.E. Executive Committee Meeting Minutes 11/14/91

L.E.A.S.E. Executive Committee Meeting Minutes 4/19/07

L.E.A.S.E. Executive Committee Meeting Minutes 6/14/07

L.E.A.S.E. Executive Committee Meeting Minutes 9/13/07

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:100-AP4

Personnel

Administrative Procedure Graduate Hour Credit

Professional staff members who complete additional pre-approved graduate level coursework leading to an additional pre-approved degree or additional certification may be eligible for tuition reimbursement and/or a salary increase under the following requirements:

Coursework leading to additional pre-approved additional certification qualifies for tuition reimbursement of specific coursework only.

1. The professional staff person shall present a formal written request for the prior approval of each graduate course, and additional degree or additional certification attainment to the Director or designee prior to committing to any coursework or program.

2. The Director or designee may accept or reject a course and/or the overall degree or certification program based upon its pertinence to the area of special education or how the course, certification or degree relates to the responsibilities the professional staff member fulfills for L.E.A.S.E. Either disapproval of the requested course, the certification or the degree according to L.E.A.S.E. criteria will result in the denial of both tuition reimbursement and any salary increase attributed to an additional degree.

3. Once advance approval for each course and the degree or certification program has been received, the following conditions must be met prior to the professional staff member receiving either individual course reimbursement or an appropriate salary increase for coursework toward an earned degree or additional certification.

All hours and/or degrees must be earned at an accredited college/university. Only grades of A, B or C will be honored for course reimbursement.

Satisfactory completion of each course, and/or degree or certificate program must be verified by the Director's receipt of a copy of the transcript or additional certification indicating the successful completion of the course, earned degree or certification.

Credit Hours and Salary Advancement

All pre-approved individual coursework and pre-approved degrees earned will qualify for salary increases as indicated on the hiring table applicable to the specific professional staff member. Salary increases due to preapproved coursework and/or degree attainment will be applied to the individual’s salary at the beginning of the following school year. In order to qualify for this increase, the Director or designee must receive a transcript verifying such coursework or degree prior to October 1 of the school year in which the increase is granted.

Current full-time professional staff members who complete additional, pre-approved graduate level coursework toward a pre-approved degree program or additional certification qualify for additional salary at the beginning of the immediately following school year after completion as follows.

Bachelors plus 16 hours - one time $1,000 stipend added to determined salary for the year following attainment of the hours toward the degree or certification.

Masters degree - a one time $1,000 stipend added to determined salary for the year following the attainment of the degree.

Masters plus 16 hours - a one time $2,000 stipend added to determined salary for the year following attainment of the hours toward the degree or certification.

Masters plus 32 hours - a one time $2,000 stipend added to determined salary for the year following attainment of the hours toward the degree or certification.

Doctorate degree - a one time $2,000 stipend added to determined salary for the year following the attainment of the degree.

The above hours, +16 and +32, are only creditable after the completion of the degree. Hours taken in excess of the degree program during completion of the degree program, will not be granted as hours applicable toward salary advancement.

All degrees and hours earned will be adjusted on the salary at the beginning of the following school year.

LEG. REF.: L.E.A.S.E. Executive Committee Meeting minutes 6-14-07

L.E.A.S.E. Executive Committee Meeting minutes 9-13-07

CROSS REF.:

FORMS REF.: Request for enrollment in coursework

Request for tuition reimbursement

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:102

Personnel

Personnel Development

Employment of Personnel

1. The School District, or the cooperative entity of which it is a member, shall employ sufficient professional and non-certificated personnel to deliver and supervise the full continuum of special education and related services required by the eligible children who reside within the School District.

2. The number and type of personnel employed shall be based upon child needs, not administrative convenience.

3. The School District shall periodically submit to ISBE a roster of individuals who are employed or will be employed to provide special education or related services to the children of the School District.

4. All personnel employed to deliver or supervise special education or related services to School District children shall hold the qualifications and certifications as provided in § 226.800 of the Illinois State Regulations, provided however, that personnel who have received special education teaching approval in accordance with § 226.810 or authorization for assignment in accordance with § 226.820 shall be deemed qualified under this Section.

5. The contractual year for L.E.A.S.E. administrative professional staff shall be between July 1 and June 30 of each calendar year. The number of days worked in the contractual year shall be determined based upon need by the Executive Director. Administrative personnel are expected to work beyond the regular work day as needed in order to accomplish those specific tasks assigned to them.

6. All L.E.A.S.E. professional personnel shall be afforded a proper and binding legal contract for each school year of employment they work.

Such contracts for the ensuing year are to be returned to the Executive Director by July 1 of the new school year.

Any employee who does not return a signed contract shall not be paid until such time as a properly signed contract is returned.

Personnel Development Program

1. The School District shall develop and implement a comprehensive personnel development program for all personnel involved with the education of children with disabilities.

2. The School District shall provide in-service presentations to all personnel working with children with disabilities to assist them in developing and maintaining skills and knowledge necessary to meet the needs of children and disabilities.

3. To the extent appropriate, the School District shall contribute to and use the comprehensive system of personnel development developed by the State.

LEGAL REF.: 120 U.S.C. §§ 1412 (State eligibility), 1412 (a) (7), 1412(a)(13), 1413 (local educational agency eligibility) 1413(a)(1).34 C.F.R. §§ 300.220, 300.221, 300.380, 300.381, 300.382. 23 Ill. Admin. Code §§ 226.800 (personnel required to be qualified), 226.810 (special education teaching approval), 226.820 (authorization for assignment), 05 ILCS 5/10-20.7.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:102 AP1

Personnel

Administrative Procedure – Probation and Tenure

First Year:

For teachers employed full time with L.E.A.S.E. prior to January 1, 1998, when first employed by L.E.A.S.E., a certificated staff member in a full-time position, shall be placed on probationary status. The administration shall make a recommendation to the L.E.A.S.E. Executive Committee about re-employment of the staff member prior to the end of the school year.

If the employee's contract is not to be renewed, the Executive Committee shall notify the employee by written notice sent by certified mail with return receipt requested at least forty-five (45) days prior to the end of the school term. Failure to notify the employee within this period of time shall result in automatic renewal of the contract for another year.

A probationary employee shall have been employed by November 1 in order to receive credit toward tenure for the first year of service in L.E.A.S.E. An employee shall not receive credit toward tenure for the first year of service if he takes more than ten (10) days of a Board-approved leave of absence without pay. In such a case, service to be credited toward tenure shall begin with the next school term.

Second Year:

If re-employed after the first year, the employee shall be placed on probationary status for a second year.

If the employee's contract is not to be renewed after the second year of service, the Executive Committee shall notify the employee by written notice, sent by certified mail with return receipt requested, giving reason(s) for this decision, at least forty-five (45) days prior to the end of the school term. Failure to properly notify the employee shall result in automatic renewal of the contract.

A probationary employee shall serve for a complete school term in order to receive credit toward tenure for the second year of service. An employee shall not receive credit toward tenure for the second year of service if he takes more than ten (10) days of Board-approved leave of absence without pay. In such a case, service to be credited toward the second year of tenure shall begin with the next school term.

Any full-time teacher first employed by L.E.A.S.E. on or after January 1, 1998 who has not before that date already entered into contractual continued service for L.E.A.S.E., shall have a probationary period of four (4) consecutive school terms before the teacher shall enter upon contractual continued service. The first probationary year shall be any full-time employment from a date before November 1 through the end of the school year.

LEG. REF.: Ill. Rev. Stat., ch. 122, para. 24-11.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:102 AP2

Personnel

Administrative Procedure – Determining Length of Continuing Service

105 ILCS 5/24-11 (Illinois School Code) states that “each joint agreement shall be required to post by February 1, a list of all its employees in order of length of continuing service in the joint agreement, unless an alternative method of determining a sequence of dismissal is established in an applicable collective bargaining agreement.”

The L.E.A.S.E. seniority list for certificated special education staff should include only those L.E.A.S.E. staff employed directly by L.E.A.S.E. or those certificated special education staff employed by L.E.A.S.E. member school districts on behalf of L.E.A.S.E. for programs managed by L.E.A.S.E. and designed to service two or more L.E.A.S.E. member districts.

In generating this list, the date an employee actually began working will be used as the date for determining length of continuing service. In the event of a tie, tiebreaker methods will be implemented in the following order:

1. the date which the Board approved employment;

2. the date the employee signed his/her contract;

3. by lot.

LEG. REF.: 105 ILCS Section 5/24-11,

November 5, 1999 legal opinion and a subsequent January 3, 2000 letter from the law firm of Scariano, Ellch, Himes, Sraga and Petrarca

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:102 AP3

Personnel

Administrative Procedure - Compensation Determination

Compensation rates for L.E.A.S.E. personnel shall be determined by the Executive Committee in consultation with the Director prior to the expiration of the previous determination.

Granting Years of Experience on the L.E.A.S.E. Hiring Schedule

Newly hired, certified employees to the L.E.A.S.E. organization may be granted credit for years of experience on the L.E.A.S.E. salary schedule for any previously completed full year(s) of experience within the public school system that was like or similar to the position to be fulfilled for L.E.A.S.E. and for which State Board of Education certification was required.

Full credit on the L.E.A.S.E. salary schedule may also be granted for complete years of private/parochial or university school experience when, that experience was completed with full certification for the position from the Illinois State Board of Education and was like or similar to the position for which the person has been employed at L.E.A.S.E.; and when, during such experience, the employee was concurrently a contributing member to a statewide teacher retirement system such as T.R.S.

During conditions of qualified personnel shortages, credit on the L.E.A.S.E. salary schedule may be allowed at the discretion of the executive director in terms of one (1) year for each two (2) years of non-teacher retirement system contributing private/parochial school professional experience. To qualify for this credit, however, the person must have had the required State Board of Education certification for the private/parochial position held; and must have been like or similar experience to the position to be assumed for L.E.A.S.E. The maximum number of years of credit that can be allowed for this type of past private parochial school experience on the L.E.A.S.E. salary schedule is five (5).

In addition, when conditions of extreme shortages in available personnel exist, discretion in salary schedule placement may be allowed to the executive director to meet necessary personnel needs.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:110

Personnel

Staff Relations / Recognition for Service

The Executive Director shall coordinate or delegate coordination of a staff relations program implemented by a social committee.

The Alliance Council and the Executive Committee will periodically recognize those Alliance employees who contribute significantly to the educational programs and welfare of the students.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:110 AP1

Personnel

Administrative Procedure – Social Fund Committee

1. The L.E.A.S.E. Social Fund Committee will be comprised of:

a. The Assistant Director

b. One Coordinator

d. The Executive Director's secretary

e. One additional secretary

f. Others at the discretion of the Assistant Director

2. At the beginning of each school year, money will be collected from each L.E.A.S.E. employee for the social fund. The amount collected will depend on need and the amount left over from the previous year.

3. Birthday cards for L.E.A.S.E. employees will be purchased from the social secretary fund.

4. Hospital stay (illness) for a L.E.A.S.E. employee only - a plant or flowers and a card will be purchased.

5. Birth to employee or spouse for reasons related to pregnancy - a plant or flowers and a card will be purchased.

6. Funerals - A memorial or flowers and a card will be purchased for any of the following deaths:

- Employee

- Spouse of Employee

- Children of Employee

- Parents of Employee

7 Resignations - a luncheon may be given for an employee that resigns. A gift for that employee will be decided upon at the time of resignation by the social fund committee.

8. Weddings - wedding gifts will not be purchased from this fund. This will be done on an individual basis within the office.

9. Showers - (wedding or births) - gifts will not be purchased from this fund. This will be done on an individual basis within the office.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:120

Personnel

Ethics

All Alliance employees are expected to maintain high standards in their school relationships, to demonstrate integrity and honesty, to be considerate and cooperative, and to maintain professional relationships with students, parents, staff members, and others.

The following employees must file a "Statement of Economic Interests" as required by the Illinois Governmental Ethics Act:

1. Director;

2. Building Principal;

3. Head of any department;

4. Any employee responsible for negotiating contracts, including collective bargaining agreement, in the amount of $1,000 or greater;

5. Hearing officer;

6. Any employee having supervisory authority for 20 or more employees; and

7. Any employee in a position that requires an administrative or a chief school business official endorsement.

Ethics and Gift Ban

Policy 2:105, Ethics and Gift Ban^,applies to all Alliance employees. Students shall not be used in any manner for promoting a political candidate or issue.

LEGAL REF.: U.S. Constitution, First Amendment.

5 ILCS 420/4A-101 and 430/1-1 et seq.

50 ILCS 135/1 et seq.

105 ILCS 5/22-5 and 5/24-22.

Pickering v. Board of Education of Township H.S. Dist. 205, 391 U.S. 563 (1968).

CROSS REF.: 2:105 (Ethics and Gift Ban)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:120-AP1

Personnel

Administrative Procedure – Statement of Economic Interests for Employees

Date	Action
Upon initial employment	All employees who are required to file a statement of economic interests (see policy 5:120, Ethics) must file such a statement upon initial employment (5 ILCS 420/4A-105).
On or before February 1, annually	Director or designee shall certify to the appropriate county clerks a list of names and addresses of employees who are required to file a statement of economic interests (see policy 5:120, Ethics). The list shall set out the names in alphabetical order by county of residence. The Director or designee shall send the list to county clerks of the counties in which those employees reside, or if any employee resides outside of Illinois, to the county clerk of the county in which the District’s principal office is located (5 ILCS 420/4A-106).
On or before April 1, annually	County clerk of each county shall notify employees whose names have been certified to him or her of the requirements for filing statement of economic interests (5 ILCS 420/4A-106).
On or before May 1, annually	All employees who are required to file a statement of economic interests (see 5:120, Ethics) must file a statement of economic interests with the county clerk of the county in which the principal Alliance office is located (5 ILCS 420/4A-106), unless he or she has already filed a statement in relation to the Alliance within the calendar year (5 ILCS 420/4A-105).

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:120-AP2

Personnel

Administrative Procedure - Employee Conduct Standards

Professional and ethical behavior is expected of all Alliance staff members. The standards listed below serve as a notice of expected conduct. The standards are intended to protect the health, safety, and general welfare of students and employees, ensure the community a degree of accountability within the Alliance, and define misconduct justifying disciplinary action. The listed standards are not a complete list of expectations and, depending on the factual context, an employee may be disciplined for conduct that is not specifically listed. The conduct standards apply to all Alliance employees to the extent they do not conflict with an applicable collective bargaining agreement; in the event of a conflict, the provision is severable and the applicable bargaining agreement will control.

All Alliance employees shall:

1. Exhibit positive examples of preparedness, punctuality, attendance, self-control, language, and appearance.

2. Exemplify honesty and integrity. Violations of this standard include but are not limited to falsifying, misrepresenting, omitting, or erroneously reporting the professional qualifications of oneself or another individual or information submitted in connection with job duties or during the course of an official inquiry/investigation.

3. Maintain a professional relationship with all students, both in and outside the Alliance. Violations of this standard include but are not limited to: (a) committing any act of child abuse or cruelty to children; (b) engaging in harassing behavior; (c) soliciting, encouraging, or consummating an inappropriate written, verbal, or physical relationship with a student; and (d) furnishing tobacco, alcohol, or illegal/unauthorized substance to any student or allowing a student under his or her supervision to consume alcohol or an illegal/unauthorized substance.

4. Maintain a safe and healthy environment, free from harassment, intimidation, bullying, substance abuse, and violence, and free from bias and discrimination. Violations of this standard include but are not limited to: (a) using alcohol or illegal or unauthorized substances when on Alliance property or at school-sponsored events, or whenever engaged in job responsibilities; (b) failing to report suspected cases of child abuse or neglect, or of gender harassment; and (c) tolerating student-on-student bullying or harassment.

5. Honor the public trust when entrusted with public funds and property by acting with a high level of honesty, accuracy, and responsibility. Violations of this standard include but are not limited to: (a) misusing public or school-related funds; (b) failing to account for funds collected from students or parents/guardians; (c) submitting fraudulent requests for reimbursement of expenses or for pay; (d) commingling Alliance or school funds with personal funds or checking accounts; and (e) using Alliance property without the approval of the supervising Alliance official.

6. Maintain integrity with students, colleagues, parents/guardians, community members, and businesses concerning business dealings and when accepting gifts and favors. Violations of this standard include but are not limited to soliciting students or parents/guardians to purchase supplies or services from the employee or to participate in activities that financially benefit the employee without fully disclosing the interest.

7. Respect the confidentiality of student and personnel records, standardized test material, and other information covered by confidentiality agreements. Violations of this standard include but are not limited to: (a) disclosing confidential information concerning student academic and disciplinary records, health and medical information, family status and/or income, and assessment/testing results, unless disclosure is required or permitted by law; and (b) disclosing confidential information restricted by State or federal law.

8. Demonstrate conduct that follows generally recognized professional standards. Unethical conduct is any conduct that impairs the employee’s ability to function professionally in his or her employment position or a pattern of behavior or conduct that is detrimental to the health, welfare, discipline, or morals of students.

9. Comply with all State and federal laws and rules regulating public schools, and Executive Committee policies, including but not limited to: 2:105 (Ethics and Gift Ban), 5:10 (Equal Employment Opportunity and Minority Recruitment), 5:20 (Sexual Harassment), 5:30 (Hiring Process and Criteria), 5:50 (Drug- and Alcohol-Free Workplace), 5:60 (Expenses), 5:90 (Abused and Neglected Child Reporting), 5:120 (Ethics), 5:130 (Responsibilities Concerning Internal Information), 5:140 (Solicitations By or From Staff), 5:170 (Copyright), 5:180 (Temporary Illness or Temporary Incapacity), 5:200 (Terms and Conditions of Employment and Dismissal), 5:230 (Maintaining Student Discipline), 5:280 (Duties and Qualifications), 5:290 (Employment Termination and Suspensions), 6:235 (Access to Electronic Networks), 7:20 (Harassment of Students Prohibited), 7:190 (Student Discipline), 7:340 (Student Records), and 8:30 (Visitors to and Conduct on School Property).

Conviction of any employment disqualifying criminal offense listed in Section 10-21.9 of The School Code will result in dismissal.

Before disciplinary action is taken, the supervisor will conduct a fair and objective investigation to determine whether the employee violated a standard or other work rule and the extent that any violation impacts educational or operational activities, effectiveness, or efficiency. Discipline must be appropriate and reasonably related to the seriousness of the misconduct and the employee’s record. Any applicable provision in a contract, bargaining agreement, or State law will control the disciplinary process.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:130

Personnel

Responsibilities Concerning Internal Information

District employees are responsible for maintaining: (1) the integrity and security of all internal information, and (2) the privacy of confidential records, including but not limited to: student school records, personnel records, and the minutes of, and material disclosed in, a closed Board meeting. Internal information is any information, oral or recorded in electronic or paper format, maintained by the Alliance or used by the Alliance or its employees. The Director or designee shall manage procedures for safeguarding the integrity, security, and, as appropriate, confidentiality of internal information.

LEGAL REF.: 20 U.S.C. §1232g.

45 C.F.R. §164.502.

5 ILCS 140/1 et seq.

50 ILCS 205/1 et seq.

105 ILCS 10/1 et seq.

820 ILCS 40/1 et seq.

CROSS REF.: 2:140 (Communications To and From the Board), 2:250 (Access to Alliance Public Records), 5:150 (Personnel Records), 7:340 (Student Records)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:130-AP1

Personnel

Administrative Procedure - Email Retention

Email, including attachments that are sent or received by the Alliance or Alliance employees may be, depending on their content, subject to disclosure under the Freedom of Information Act and/or discovery in litigation as evidence in support of a claim. Employees must use the same standards of judgment, propriety, and ethics with email as they do with other forms of school business-related communications.

Accordingly, employees have the same responsibilities for email messages as they do for any other communication and must distinguish between record and non-record messages. This allows for the proper storage or disposal of email. However, no Alliance record, no matter its form, may be destroyed if it is subject to a litigation hold. See administrative procedure 2:250-AP2, Protocols for Record Preservation and Development of Retention Schedules. For guidance on Board member use and retention of email, see 2:140-E, Guidance for Board Member Communications, Including Email Use.

Non-Record Messages

Email messages are “non-record messages” if they do not evidence the Alliance’s organization, function, policies, procedures, or activities; or contain informational data appropriate for preservation. These are generally informal or preliminary drafts, notes, recommendations, or memoranda that do not contain official action. Examples include:

1. Personal correspondence not received or created in the course of Alliance or school business, such as, “What’s for dinner?” or “I’ll be glad to drive to the meeting.”

2. Notices concerning meetings or workshops, dates, discussion topics, and material to prepare for or to be discussed during a meeting.

3. Publications or promotional material from vendors and similar materials that are available to anyone.

4. Correspondence containing recommendations or opinions that are preliminary to a decision.

5. Informal correspondence to parents/guardians concerning school activities or an individual student’s progress or assignments provided the messages do not contain notice of final or official action.

6. Draft material.

If the email is a “non-record message,” the employee should delete it as soon as its purpose is fulfilled unless the email is subject to a litigation hold. The goal is to control excessive accumulation of material.

Official Record Messages

Email messages are “official record messages” if they are evidence of the Alliance’s organization, function, policies, procedures, or activities or contain informational data appropriate for preservation. Examples include:

1. Policy documents or contract related documents.

2. Correspondence, e.g., letters, memos, emails from individuals, companies, or organizations requesting information about the Alliance or school policies or practices and the responses to these requests.

3. Project reports.

4. Correspondence dealing with significant aspects of Alliance administration or a school executive office, including messages containing information concerning policies, programs, fiscal and personnel matters, and contracts.

Official record messages should routinely be transferred to the records maintenance location identified by the Records Custodian or Head of Information Technology (IT). Before transferring the message, the employee should identify it as belonging in one of the categories of records established by the Record Custodian or Head of IT. Once transferred, it becomes the official copy and the original electronic version may be deleted according to the Alliance’s approved record preservation and retention schedule. See administrative procedure 2:250-AP2, Protocols for Record Preservation and Development of Retention Schedules.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:131

Personnel

Unemployment Compensation

All individuals working in any capacity for L.E.A.S.E. shall be ineligible for unemployment benefits during an established and customary vacation period or holiday recess, if the individual works in the period immediately before such vacation period or holiday recess and there is a reasonable assurance that the individual will work during the period immediately following such vacation period or holiday recess.

LEG. REF.: Ill. Rev. Stat., ch. 48, para. 442 (1983)

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:140

Personnel

Solicitations By or From Staff

Alliance employees shall not solicit donations or sales, nor shall they be solicited for donations or sales, on Alliance property without prior approval from the Director.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:150

Personnel

Personnel Records

The Alliance maintains a complete personnel record for every current employee and former employee. The employees' personnel records shall be maintained in the Alliance's administrative office, under the Director's direct supervision. An employee will be given access to his or her personnel records according to guidelines developed by the Director.

The Director or designee shall manage the maintenance of personnel records in accordance with State and federal law and Alliance policy. Records, as determined by the Director, are retained for all employment applicants, employees, and former employees given the need for the Alliance to document employment-related decisions, evaluate program and staff effectiveness, and comply with government recordkeeping and reporting requirements. Personnel records shall be maintained in the Alliance’s administrative office, under the Director’s direct supervision.

An employee will be given access to his or her personnel records according to State law and guidelines developed by the Director. No one else may have access to an employee’s personnel files and personal information except for: (1) a supervisor or management employee who has an employment or business-related reason to inspect the record, or (2) anyone who has the employee’s written consent.

The Alliance will only confirm position and dates of employment when requested for information about an Alliance employee. An employee who would like the Alliance to release additional information about their employment must submit a written request to the Director or designee.

LEGAL REF.: 820 ILCS 40/1 et seq.

23 Ill.Admin.Code §1.660.

CROSS REF.: 2:250 (Access to Alliance’s Public Records), 7:340 (Student Records)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:150-AP1

Personnel

Administrative Procedure - Personnel Records

Applicant Records

Records for a successful employment applicant are maintained with the individual’s employment records. Records for an unsuccessful employment applicant are maintained for no less than 5 years from the application date. Applicant records include the following if received by the Alliance:

Employment application forms

Transcripts

Previous work experience

References

Such other relevant information as the Alliance desires of applicants for screening purposes

Personnel Records

Personnel records for all employees include:

Pre-employment records, including verification of past employment

Dates of employment

Valid certificate and/or evidence of required credentials for services being performed

Records maintained pursuant to Internal Revenue Service regulations

Criminal background investigation history and report

Form I-9 required by the Immigration and Naturalization Service under the Immigration Reform and Control Act

Payroll information and deductions, including all records required to be kept by 5:35-AP2, Employee Records Required by the Fair Labor Standards Act (29 C.F.R. §§516.2 and 516.3)

Records maintained for the Illinois Teachers’ Retirement System or the Illinois Municipal Retirement System

Credit release information

Sick leave, leaves of absence, personal leave, and vacation data (where appropriate)

Salary schedule data

Relevant health and medical records, including the verification of freedom from tuberculosis required by The School Code (105 ILCS 5/24-5)

Personnel documents that have been or are intended to be used in determining an employee’s qualification for promotion, transfer, discharge, or disciplinary action except as provided in 820 ILCS 40/10

Supervisory evaluations

Promotions

Awards received

Disciplinary actions

Letter of resignation or retirement

Notice of discharge

Any additional information the District deems to be relevant

In addition to the above, personnel records for all professional personnel include:

Valid certificate for services being performed

Copies of official transcripts required by The School Code (105 ILCS 5/24-23)

Transcripts of graduate work completed

Verification of past teaching experience, if any

Record of in-service work completed

Employment records shall be maintained permanently for all Alliance employees and former employees unless the Local Records Commission’s approval is obtained to dispose of them.

Restrictions on Information that May Be Kept

The Alliance will not gather or keep a record of an employee’s associations, political activities, publications, communications, or nonemployment activities, unless the employee submits the information in writing or authorizes the Alliance in writing to keep or gather such records. However, the Alliance may gather or keep records in an employee’s personnel file concerning activities occurring on the Alliance’s premises or during the employee’s working hours that: (1) interfere with the performance of the employee’s duties or activities, or those of other employees, regardless of when and where occurring, (2) constitute criminal conduct or may reasonably be expected to harm the Alliance’s property, operations or educational process, or programs, or (3) could, by the employee’s actions, cause the Alliance financial liability.

Records identifying an employee as the subject of an investigation by the Department of Children and Family Services shall not be kept if such investigation resulted in an unfounded report as specified in the Abused and Neglected Child Reporting Act.

Access to Employee Records and Correction Requests

An employee is granted access to his or her personnel records according to provisions in the Personnel Record Review Act, 820 ILCS 40/0.01 et seq., and any relevant provisions in an applicable collective bargaining agreement. According to the Review Act, an employee is granted access to his or her personnel records at least 2 times in a calendar year at reasonable intervals. Unless otherwise indicated in an applicable bargaining agreement, access to the employee’s personnel records shall be according to the following guidelines:

1. The employee must submit a written inspection request to the Director or the Director’s designee.

2. The Director or designee will provide the employee the opportunity for inspection within 7 working days after the request. If such deadline cannot reasonably be met, the Alliance will have an additional 7 days to comply.

3. The employee will inspect the personnel record at the Alliance’s administrative office during normal working hours or at another time mutually convenient to the employee and the Director or designee.

4. Inspection of personnel records will be conducted under the supervision of an administrative staff member.

5. Neither an employee nor his or her designated representative will have access to records which are treated as exceptions in the Illinois Personnel Record Review Act discussed below.

6. The employee may copy material maintained in his or her personnel record. Payment for record copying shall be based on the Alliance’s actual costs of duplication.

7. The employee may not remove any part of his or her personnel records from his or her file or may not remove any part of his or her personnel records from the Alliance’s administrative office.

8. Should the employee demonstrate his or her inability to inspect his or her personnel records in person, the Alliance will mail a copy of (a) specific record(s) upon written request.

9. Should the employee be involved in a current grievance against the Alliance or involved in any other contemplated proceedings against the Alliance, the employee may designate in writing a representative who has the authority to inspect the personnel records under the same rights as the employee.

10. If the employee disagrees with any information contained in the personnel record, a removal or correction of that information may be mutually agreed upon by the employer and employee. If agreement cannot be reached, the employee may submit a written statement explaining his or her position. The Alliance will attach the employee’s statement to the disputed portion of the personnel record and the statement shall be included whenever that disputed record is released to a third party as long as the disputed record is part of the employee’s personnel file. Inclusion of any written statement attached to the disputed record in an employee’s personnel file without any further comment or action by the Alliance will not imply or create any presumption that the Alliance agrees with the statement’s contents.

Requests by Third Parties

Before the Alliance divulges disciplinary reports, letters of reprimand, or records of other disciplinary action to a third party, to a party who is a part of the employer’s organization, or to a party who is a part of a labor organization representing the employee, the Alliance will provide the employee with a written notice. The written notice to the employee will be mailed to the employee’s last known address and will be mailed on or before the day the information is divulged to any of the aforementioned parties.

No such written notice will be required if the employee has specifically waived written notice as part of a written, signed employment application with another employer; the disclosure is ordered to a party in a legal action or arbitration; or information is requested by a government agency as a result of a claim or complaint by an employee, or as a result of a criminal investigation by such agency.

When the Alliance receives a written request for personnel records from a third party, the Alliance shall review the requested records and, before releasing the records to the third party to inspect and copy such records, the Alliance shall delete disciplinary reports, letters of reprimand or other records of disciplinary action which are more than 4 years old, unless the release is ordered to a party in a legal action or arbitration.

Restriction on Employee Access

Section 10 of the Illinois Personnel Record Review Act provides that the right of the employee or the employee’s designated representative to inspect his or her personnel records does not extend to:

1. Letters of reference for that employee.

2. Any portion of a test document, except that the employee may see a cumulative total test score for either a section of or the entire test document.

3. Materials relating to the employer’s staff planning, such as matters relating to the District’s development, expansion, closing or operational goals, where the materials relate to or affect more than one employee, provided, however, that this exception does not apply if such materials are, have been or are intended to be used by the employer in determining an individual employee’s qualifications for employment, promotion, transfer, or additional compensation, or in determining an individual employee’s discharge or discipline.

4. Information of a personal nature about a person other than the employee if disclosure of the information would constitute a clearly unwarranted invasion of the other person’s privacy.

5. Records relevant to any other pending claim between the Alliance and employee which may be discovered in a judicial proceeding.

6. Investigatory or security records maintained by the Alliance to investigate criminal conduct by an employee or other activity by the employee which could reasonably be expected to harm the Alliance’s property, operations, or education process or programs, or could by the employee’s activity cause the Alliance financial liability, unless and until the Alliance takes adverse personnel action based on information in such records.

LEGAL REF.: 820 ILCS 40/1 et seq.

23 Ill.Admin.Code §1.660.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:170

Personnel

Copyright for Publication or Sale of Instructional Materials and Computer Programs Developed by Employees

Instructional Materials

All instructional materials developed by an employee within the scope of employment with the Alliance shall be classified "works for hire" and are the Alliance's property. The Alliance is entitled to all proceeds from the sale of "works for hire" other than computer programs.

The employee must provide the Alliance with prior written notification of his or her intention to publish any instructional materials developed within the scope of employment. In no case shall notification be made any later than 20 business days prior to entering into a contract for publication with a publishing firm or with a manufacturer. The Alliance has the exclusive right to register the copyrights for such instructional materials. Unless the employee specifically states in writing to the contrary, the employee warrants that any instructional materials developed and submitted to the Alliance for publication are original.

Computer Programs

The employee who develops a computer program is entitled to a share of the proceeds from its sale as agreed to by the Alliance. Neither the employee nor the Alliance may receive more than 90% of the proceeds. The negotiation may be conducted by an employee's representative.

"Proceeds" are the profits after deducting expenses and shall be computed by the Alliance. The proceeds of a computer program developed by more than one employee shall be equitably distributed among such employees, in proportion to their participation in the program's development, and the Alliance.

Works Made for Hire

The Director shall manage the development of instructional materials and computer programs by employees during the scope of their employment in accordance with State and federal laws and Alliance policies. Whenever an employee is assigned to develop instructional materials and/or computer programs, or otherwise performs such work within the scope of his or her employment, it is assured the Alliance shall be the owner of the copyright.

While staff members may use appropriate supplementary materials, it is each staff member’s responsibility to abide by the Alliance’s copyright compliance procedures and to obey the copyright laws. The Alliance is not responsible for any violations of the copyright laws by its staff or students. A staff member should contact the Director or designee whenever the staff member is uncertain about whether using or copying material complies with the Alliance’s procedures or is permissible under the law, or wants assistance on when and how to obtain proper authorization. No staff member shall, without first obtaining the permission of the Director or designee, install or download any program on an Alliance-owned computer. At no time shall it be necessary for an Alliance staff member to violate copyright laws in order to properly perform his or her duties.

LEGAL REF.: Federal Copyright Law of 1976, 17 U.S.C. §101 et seq.

105 ILCS 5/10-23.10.

CROSS REF.: 6:235 (Access to Electronic Networks)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:170-AP1

Personnel

Administrative Procedure - Copyright Compliance

These guidelines help staff members determine if they may use non-original work freely or whether permission is needed to use or copy it. Whenever a staff member is uncertain, has questions, or needs permission from a copyright-owner to use or copy a work, he or she should contact the Director or designated copyright compliance officer. The Appendix contains use resources available online.

1. Is the work copyright protected? A “no” means you may use the work freely; a “yes” or uncertain answer means you should proceed with the second query.

a. No, if it is in the public domain.

b. No, if it is a U.S. Government publication.

c. No, if it is an idea or method described in copyrighted work.

d. The presence of a copyright notice is not determinative.

e. Yes, almost all other works.

2. Do you want to exercise one of the copyright owner’s exclusive rights? A “yes” or uncertain answer means you should proceed with the third query.

a. Yes, if you plan to copy the work.

b. Yes, if you plan to use the work as the basis for a new work.

c. Yes, if you plan to electronically distribute or publish copies.

d. Yes, if you plan to perform music or drama, recite prose or poetry, or if you plan to play a video and/or audio digital or tape recording or a CD-ROM or DVD.

e. Yes, if the plan is to publicly display the work.

3. Does your planned use of the work require the copyright owner’s permission? A “no” means you may use the work, provided that any copies contain the copyright notice as it appears in the original work; a “yes” or uncertain answer means you should contact the Superintendent or designated copyright compliance officer.

a. No, if your planned use of printed work is within the “fair use” exception as defined in 17 U.S.C. §107.

b. No, if your planned use of the work is within the “library’s special rules” exception as defined in 17 U.S.C. §108.

· A library may make a single copy containing the copyright notice for the purpose of archiving lost, stolen, damaged, or deteriorating works.

· A library may make a single copy containing the copyright notice for a student or staff member at no more than the actual cost of photocopying, provided that the library finds that the copyrighted work cannot be obtained elsewhere at a fair price.

c. No, if your planned use of the work is within the “educational performances and displays” exception as defined in 17 U.S.C. §110.

Performances by teachers or students are permitted as part of a teaching activity in a classroom or instructional setting. All other performances require permission from the copyright owner.

d. No, if you plan to use it in an overhead or opaque projector for instructional purposes.

e. No, if you plan to copy and use music for academic purposes, other than performance.

f. Yes, notwithstanding the above, if you plan to create anthologies, compilations, or collective works.

g. Yes, notwithstanding the above, if copies will be “consumed” during the course. “Consumable” works include: workbooks, exercises, standardized tests, test booklets, and answer sheets.

h. Yes, notwithstanding the above, if you plan to substitute copies for the purchase of the work; likewise, if you yearly copy the same item.

i. You must receive permission from the Superintendent or designated copyright compliance officer before showing the off-air recording of television programs, video rentals, or videos purchased for home use. You must follow any applicable license agreements.

j. You must receive permission from the Superintendent or designated copyright compliance officer before using any non-District owned software and/or CD-ROM or DVD products in District owned equipment. No one may install or download any program on District owned equipment without the Superintendent or designee’s permission.

k. You must follow licensing agreements applicable to District owned software and CD-ROM or DVD products.

· Licensing agreements with the manufacturer and vendor shall be followed.

· Staff members shall take reasonable precautions to prevent copying or the use of unauthorized copies on school equipment, to avoid the installation of privately purchased software on school equipment, and to avoid the use of single copy software or CD-ROM products across a network with multiple users unless the applicable license agreement permits.

· A back-up copy shall be purchased for use as a replacement when a program is lost or damaged. If the vendor is not able to supply such, the Alliance shall make a back-up program in accordance with the terms of the applicable licensing agreement or 17 U.S.C. §117.

Appendix: Copyright Resource List

U.S. Copyright Office

http://www.copyright.gov

www.copyright.gov/title17/92chap1.html

http://www.copyright.cornell.edu/training/Hirtle_Public_Domain.htm

Cornell University Copyright Information Center

Circular 21: Reproductions of Copyrighted Works by Educators and Librarians

http://www.copyright.gov/circs/circ21.pdf

U.S. Copyright Office

Agreement on Guidelines for Classroom Copying in Not-For-Profit Educational Institutions with Respect to Books and Periodicals - Published in House Report 94-1476

http://www.copyright.cornell.edu/policy/Multiple_Copies_for_Classroom_Use.htm

Cornell University Copyright Information Center

Cornell Copyright Policies, Guidance, and Policy Interpretations

www.copyright.cornell.edu/policy/index.htm

Cornell University Copyright Information Center

CONFU Conference on Fair Use.

www.utsystem.edu/OGC/INTELLECTUALPROPERTY/confu.htm

University of Texas

TEACH ACT (Technology, Education, and Copyright Harmonization Act)

http://www.utsystem.edu/OGC/IntellectualProperty/teachact.htm

University of Texas

TEACH ACT - Amended Section 110(2) Comparison Chart, Sections 110(1)-(2)

www.unc.edu/~unclng/TEACH.htm

The University of North Carolina at Chapel Hill

WIPO (World Intellectual Property Organization)

http://www.wipo.org

MPAA (Motion Picture Association of America)

http://www.mpaa.org

iCopyright.com (Automated copyright licensing system for digital content)

www.icopyright.com

Permissions Group (Negotiation of rights and fees for the use of copyrighted material in and for all media)

www.permissionsgroup.com

SIIA (Software & Information Industry Association)

www.spa.org

CCC Copyright Clearance Center (Copyright permission for publications worldwide)

www.copyright.com

ASCAP (American Society of Composers, Authors and Publishers)

www.ascap.com

BMI (Broadcast Music Inc.)

www.bmi.com

SESAC, Inc. (A performing rights organization)

www.sesac.com

The Harry Fox Agency, Inc. (Licensing agency for U.S. music publishers)

www.harryfox.com

The Authors Registry (Maintains an extensive directory of authors)

www.authorsregistry.org

http://fairuse.stanford.edu/

www.csusa.org

The Copyright (Copyright Registration and Information Resource)

www.benedict.com

Crash Course in Copyright

University of Texas

www.utsystem.edu/ogc/IntellectualProperty/cprtindx.htm

Kohn on Music Licensing

www.kohnmusic.com

National Writers Union

www.nwu.org/nwu

Poets & Writers, Inc.

www.pw.org

Project Gutenberg (Internet's oldest producer of FREE electronic books (eBooks or eTexts)

www.promo.net/pg

WATCH: Writers and Their Copyright Holders

http://tyler.hrc.utexas.edu/

World Intellectual Property Organization

www.wipo.int/portal/index.html.en

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:170-AP2

Personnel

Administrative Procedure - Seeking Permission to Copy or Use Copyrighted Works

The following resources are a partial list of where to being searching for permission to copy or use copyrighted work. Whenever it is unclear who the owner is, or if the owner is a legal entity of some kind (a business or organization), be sure that the person granting permission is authorized to do so. Once it is known whom to ask, initiate contact by writing a letter, calling, or emailing. Seek written permission that clearly describes its scope. Document the receipt of an oral permission and send the owner a confirming letter. A copyright protects materials regardless of whether the owner cares about protection or not. Thus, if required permission cannot be obtained, the work may not be used.

1. For information regarding how to find copyright owners, contact: University of Texas, Austin’s Harry Ransom Humanities Research Center, Phone: 512/471-8944, Fax: 512/471-9646, Email: webmail@hrc.utexas.edu, www.utexas.edu.

2. For a part of a book or a journal article, contact: Copyright Clearance Center, “CCC” Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, Phone: 978/750-8400, Fax: 978/646-8600 Email: info@copyright.com, www.copyright.com.

3. For images, contact: The Film Foundation, 7920 Sunset Boulevard, 6^th Floor, Los Angeles, CA 90046, Phone: 303/436-5060, Fax: 323/436-5061, Email: www.film-foundation.org; American Society of Media Photographers, 150 North Second Street, Philadelphia, PA 19106, Phone: 215/451-2767, Fax: 215/451-0880, Email: www.asmp.org.

4. If the author owns the copyright in a contribution to a periodical, magazine, or newspaper, permission may be obtained through The National Writers Union, Chicago Local 12, PO Box 2537, Chicago, IL 60690, Phone: 773/426-9382, Email: info@nwu-chicago.org, www.nwu.org; and the Society of Children’s Book Writers and Illustrators, 8271 Beverly Blvd., Los Angeles, CA 90048, Phone: 323/782-1010, Fax: 323/782-1892, Email: scbwi@scbwi.org, www.scbwi.org.

5. For a musical work, contact: American Society of Composers, Authors and Publishers, (ASCAP) One Lincoln Plaza, New York, NY 10023, Phone: 212/621-6000, Email: www.ascap.com; Broadcast Music Incorporated, (BMI), 320 West 57th Street, New York, NY 10019-3790, Phone: 212/586-2000, Email: www.bmi.com/home/licensing; or SESAC, 55 Music Square East, Nashville, TN 37203, Phone: 615/320-0055, Fax: 615/329-9627, Email: www.sesac.com.

6. To record and distribute a musical composition recorded by someone else, or synchronize music with visual images, contact: The Harry Fox Agency, Inc., National Music Publishers Association, 711 Third Avenue, 8th Floor, New York, NY 10017, Phone: 212/370-5330, Fax: 646/ 487-6779, Email: www.harryfox.com, www.nmpa.org.

7. Play Rights

Samuel French, Inc. Anchorage Press (Plays for young people)

45 West 25th Street 617 Baxter Avenue

New York, NY 10010-2751 Louisville, KY 40204-1105

Phone: 212/206-8990 Phone/Fax: 502/583-2288

Fax: 212/206-1429 www.applays@bellsouth.net

www.samuelfrench.com www.applays.com

Baker’s Plays Dramatists Play Service, Inc.

PO Box 699222 440 Park Avenue South

Quincy, MA 02269-9222 New York, NY 10016

Phone: 617/745-0805 Phone: 212/683-8960

Fax: 617/745-9891 Fax: 212/213-1539

www.bakersplays.com postmaster@www.dramatists.com

www.dramatists.com

8. For news archives, check the World Wide Web. Many of the largest news organizations have placed archives of their back issues online.

9. Movies

The Motion Picture Licensing Corporation, 5455 Centinela Avenue, Los Angeles, CA 90045, Phone: 800/462-8855, Fax: 310/822-4440, Email: info@mplc.com, www.mplc.com, grants public performance rights. If the author and the publisher are known, contact them directly. If the publisher is unknown contact: The Literary Marketplace, www.literarymarketplace.com (for books) or Ulrich’s International Periodicals, www.ulrichsweb.com (for journals), both published by the R. R. Bowker Company, www.bowker.com.

10. Changed Owner

The apparent copyright owner may not be the real copyright owner. The U.S. Copyright Office of Internet Resources, (www.loc.gov/copyright), provides online searching of its registration records and performs professional searches for a fee.

11. Software

Contact the software’s manufacturer at the address given on the licensing agreement.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:170-AP3

Personnel

Administrative Procedure - Instructional Materials and Computer Programs Developed Within the Scope of Employment

Definitions

The definitions used in this procedure are in accordance with State and federal law. In the event of a change, these procedures shall be deemed to be modified to the extent required by the change.

Works made for hire - Instructional materials and computer programs (including written, electronic, digital, audio, visual materials and tapes, films, and works of art) when an employee creates them:

1. Within the employee’s scope of employment,

2. In whole or in part during hours of Alliance employment (not including lunch periods or other similar free periods),

3. Under the Alliance’s supervision or control,

4. As a direct result of the employee’s duties with the Alliance, and/or

5. Using Alliance resources or facilities.

Proceeds - Profits derived from the sale of instructional materials after deducting the expenses of developing and marketing these materials.

Computer program - A series of coded instructions or statements in a form acceptable to a computer, which causes the computer to process data in order to achieve a certain result.

Computer - An internally programmed, general purpose digital device capable of automatically accepting and processing data and supplying the results of the operation.

Instructional Material Prepared Within the Scope of Employment

All instructional materials developed by an employee within the scope of Alliance employment are works made for hire and belong to the Alliance. The Alliance is entitled to all proceeds from the sale of works made for hire other than computer programs.

An employee must provide the Director or designee with prior written notification of his or her intention to publish any computer programs developed within the scope of employment. The Alliance has the exclusive right to register the copyrights for them. Unless the employee specifically states in writing to the contrary, the employee warrants that any programs developed and submitted to the Alliance for publication are original.

Computer Programs Prepared Within the Scope of Employment

All computer programs developed by an employee within the scope of Alliance employment are works made for hire and belong to the Alliance.

An employee who develops a computer program is entitled to a share of the proceeds from its sale as agreed to by the Alliance. Neither the employee nor the Alliance may receive more than 90% of the proceeds. An employee’s representative may conduct the negotiation; the Executive Committee must approve all agreements.

The employee must provide the Director or designee with prior written notification of his or her intention to publish any computer programs developed within the scope of Alliance employment. The Alliance has the exclusive right to register the copyrights for them. Unless the employee specifically states in writing to the contrary, the employee warrants that any programs developed and submitted to the Alliance for publication are original.

The Alliance shall compute proceeds. The proceeds of a computer program developed by more than one employee shall be equitably distributed among such employees, in proportion to their participation in the program’s development.

LEGAL REF.: 17 U.S.C. §101.

105 ILCS 5/10-23.10.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:180

Personnel

Temporary Illness or Temporary Incapacity

A temporary illness or temporary incapacity is an illness or other capacity of ill-being that renders an employee physically or mentally unable to perform assigned duties. During such a period, the employee can use accumulated sick leave benefits. However, income received from other sources (worker’s compensation, Alliance-paid insurance programs, etc.) will be deducted from the Alliance’s compensation liability to the employee. The Executive Committee’s intent is that in no case will the employee, who is temporarily disabled, receive more than 100 percent of their gross salary.

Those insurance plans privately purchased by the employee and to which the Alliance does not contribute, are not applicable to this policy.

If illness, incapacity, or any other condition causes an employee to be absent in one school year, after exhaustion of all available leave, for more than 90 consecutive work days, such absence may be considered a permanent disability and the Executive Committee may consider beginning dismissal proceedings subject to State and federal law, including the Americans with Disabilities Act. The Director may recommend this paragraph’s use when circumstances strongly suggest that the employee returned to work intermittently in order to avoid this paragraph’s application.

Any employee may be required to have an examination, at the Alliance’s expense, by a physician who is licensed in Illinois to practice medicine and surgery in all its branches, an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervisor to perform health examinations if the examination is job-related and consistent with business necessity.

LEGAL REF.: Americans with Disabilities Act, 42 U.S.C. §12102.

105 ILCS 5/10-22.4, 5/24-12, and 5/24-13.

Elder v. School Dist. No.127 1/2, 208 N.E.2d 423 (Ill.App.1, 1965).

School District No. 151 v. ISBE, 507 N.E.2d 134 (Ill.App.1, 1987).

CROSS REF.: 5:30 (Hiring Process and Criteria), 5:185 (Family and Medical Leave), 5:250 (Leaves of Absence, Sick Days, Personal Days, Vacation and Holidays), 5:330 (Sick Days, Vacation, Holidays, and Leaves)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:185

Personnel

Family and Medical Leave

Leave Description

Eligible employees may use unpaid family and medical leave, guaranteed by the federal Family and Medical Leave Act, for up to a combined total of 12 weeks each year, beginning September1 and ending August 31 of the next year.

Other available paid vacation, personal, or family leave will be substituted for family and medical leave necessitated by birth, adoption/foster care placement, or a family member's serious health condition. Other available paid vacation, personal, or sick leave will be substituted for family and medical leave necessitated by a family member's or employees own serious health condition. Any substitution required by this policy will count against the employee's family and medical leave entitlement. The Alliance will pay family leave or sick leave only under circumstances permitted by the applicable leave plan. Use of family and medical leave shall not preclude the use of other applicable unpaid leave that will extend the employee's leave beyond 12 weeks, provided that the use of family and medical leave shall not serve to extend such other unpaid leave.

Family and medical leave is available in one or more of the following instances:

1. The birth and first-year care of a son or daughter;

2. The adoption or foster placement of a child;

3. The serious health condition of an employee's spouse, parent, or child; and

4. The employee's own serious health condition.

Employees may take an intermittent or reduced-hour family and medical leave when the reason for the leave is 3 or 4, above, with certain limitations provided by law.

Within 15 calendar days after the Director makes a request, an employee must support a request for a family and medical leave when the reason for the leave is 3 or 4, above, with a certificate completed by the employee's or family member's health care provider. Failure to provide the certification may result in a denial of the leave request.

If both spouses are employed by the Alliance, they may together take only 12-weeks for family and medical leaves when the reason for the leave is 1 or 2, above, or to care for a sick parent.

Eligibility

To be eligible for family and medical leave, an employee must either:

1. Have been employed by the Alliance for at least 12 months (the 12 months need not be consecutive) and have been employed for at least 1,250 hours of service during the 12-month period immediately before the beginning of the leave, or

2. Be a full-time classroom professional personnel.

Notice

If possible, employees must provide at least 30 days' notice to the Alliance of the date when a leave is to begin. If 30 days' notice is not practicable, the notice must be given within 2 business days of when the need becomes known to the employee. Employees shall provide at least verbal notice sufficient to make the Alliance aware that he or she needs a family and medical leave, and the anticipated timing and duration of the leave. Failure to give the required notice may result in a delay in granting the requested leave until at least 30 days after the date the employee provides notice.

Continuation of Health Benefits

During a family and medical leave, employees are entitled to continuation of health benefits that would have been provided if they were working.

Return to Work

An employee returning from a family and medical leave will be given an equivalent position to his or her position before the leave, subject to the Alliance's reassignment policies and practices.

Classroom professional personnel may be required to wait to return to work until the next semester in certain situations as provided by law.

Implementing Procedures

The Director shall develop procedures to implement this policy consistent with the federal Family and Medical Leave Act.

LEGAL REF.: Family and Medical Leave Act, 29 U.S.C. § 2601 et seq., 29 C.F.R. Part 825.

CROSS REF.: 5:180 (Temporary Illness or Temporary Incapacity), 5:250 (Leaves of Absence, Sick Days, Personal Days, Vacation and Holidays), 5:330 (Sick Days, Vacation, Holidays, and Leaves)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:185 AP1

Personnel

Administrative Procedure - Family and Medical Leave

Definitions:

"son and daughter" A biological, adopted, foster, stepchild, legal ward, or a child of a person standing in loco parentis who is under 18 years of age, or 18 years or older and incapable of self-care because of a mental or physical disability.

"parent" A biological parent or an individual who stood in loco parentis to the employee.

"serious health condition" An illness, injury, impairment, or physical or mental condition that involves in-patient care in a hospital, hospice, or residential medical care facility, or continuous treatment by a health care provider.

"eligible employee" An employee of a covered school district who has been employed by that school district for a total of at least 12 months (not necessarily consecutive) and who has worked for that school district for at least 1,250 hours of service during the twelve month period immediately preceding the commencement of the leave. Salaried employees who are among the district's highest paid 10 percent of employees may be denied reinstatement where the denial is necessary to prevent substantial and grievous economic injury to the school district.

"covered school district" A district employing 50 or more employees (whether full or part-time, temporary or permanent) for each working day during each of 20 or more calendar work weeks in the current or preceding calendar year.

"intermittent or reduced A leave taken for a serious health condition of an employee,

leave” spouse, child or parent may be taken intermittently (i.e., commencing and terminating at intervals) or on a reduced leave schedule (i.e., reducing the number of hours worked per week or worked per day) when medically necessary. Leave for birth, adoption, or foster care cannot be taken on an intermittent or reduced leave schedule unless the employee and the school district agree otherwise. if intermittent or reduced leave is requested for foreseeable reasons, the school district may require the employee to temporarily transfer to an alternate position for which the employee is qualified and that has equivalent pay and benefits and better accommodates recurring periods of leave.

"employee employed Teacher or other instructional employees whose principal

principally in an function is directly providing educational services. This phrase

instructional capacity" does not include teacher assistants, cafeteria workers, building service workers, bus drivers, and other non-instructional employees, but does include special education assistants such as sign language interpreters whose presence in the classroom is necessary to the educational process.

If an employee of a school district, employed principally in an instructional capacity, requests intermittent or recurring leave for reasons which are foreseeable based upon planned medical treatment which required the employee to be on leave for more than 20% of the total number of working days in the period over which the leave extends, the school district may require the employee to take leave for a block of time not to exceed the duration of the planned medical treatment, or require the employee to transfer temporarily to an available alternate position for which the employee is qualified and that has equivalent pay and benefits and better accommodates recurring periods of leave.

If an employee of a school district, employed principally in an instructional capacity, begins leave:

a. more than 5 weeks prior to the end of the school semester, (as determined by the Circuit Breaker School calendar) L.E.A.S.E. may require the leave to extend to the end of that semester if the leave is of at least 3 weeks duration and the return to employment would occur within 3 weeks of the end of the term;

b. less than 5 weeks prior to the end of any academic semester, L.E.A.S.E. may require the leave to extend to the end of the academic semester if the leave is of at least 2 weeks and the return to employment would occur within 2 weeks of the end of the term.

c. less than 3 weeks prior to the end of the academic semester, the school district can require the leave to extend to the end of the term if it is greater than 5 working days.

Advance Notice Requirements:

Where leave is due to birth, adoption or foster care that is foreseeable, or due to planned medical treatment, the employee must give at least 30 days notice before the leave is to begin.

Where leave is due to planned medical treatment, the employee must make reasonable effort to schedule treatment so as not to unduly disrupt the operations of L.E.A.S.E., subject to the approval of the health care provider. When possible, feasible and approved by the health care provider, employees may be required by L.E.A.S.E. to receive treatment during the summer.

Medical Certification:

For approved leave to care for a spouse, son, daughter or parent involved with a serious health condition, or for the serious health condition of the employee, L.E.A.S.E. requires that the leave be certified by the health care provider (see attached forms).

L.E.A.S.E. may also require, at its own expense, the opinion of a second health care provider selected by L.E.A.S.E. In the case of conflicting opinions, L.E.A.S.E. may require, at its expense, a third binding opinion of a jointly selected health care provider. Subsequent re-certification may also be required as necessary on a reasonable basis, and additional certification may be required prior to the employee's return to work.

Health records and documents shall be maintained in files separate and apart from an employee's personnel file, and such records will be treated as confidential medical records with the exceptions noted below:

1. An employee's supervisors and/or managers may be informed of necessary restrictions on the employee's work or duties and of necessary accommodations that must be granted to the employee;

2. First aid and safety personnel may, when appropriate, be informed if the employee's physical or medical condition might require emergency treatment; and

3. Government officials investigating compliance with the Act, or other pertinent law, shall be provided relevant information upon request.

These and all other records and documents specified by the Act, must be maintained a minimum of three (3) years and made available, upon request, to Department of Labor representatives for inspection, copying and transcription.

Restoration of Employment:

An employee returning to work from leave is entitled to be restored to the position held prior to the leave, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment.

Accrued Benefits:

Leave shall not result in the loss of any benefits accrued prior to the date the leave commenced. The employee is not, however, entitled to the accrual of seniority or employment benefits during the leave.

Continuation of Health Insurance:

L.E.A.S.E. will maintain health care coverage for the duration of the leave at the level and under the conditions which would have prevailed in the absence of the leave. If, however, the employee fails to return to work from the leave for reasons other than continuation, recurrence or onset of a serious health condition or other conditions beyond the control of the employee, premiums paid for coverage during the leave may be recovered from the employee.

C.O.B.R.A. and Termination of Employment under the Act:

The leave required by the Act is not a qualifying event under COBRA. However, when it becomes known that an employee is not returning to work, the employee ceases to be entitled to leave under the Act, and this may trigger a qualifying event for COBRA coverage.

Notice:

L.E.A.S.E. will post notice of this Act in a conspicuous place where such notices are customarily posted.

FORMS REF.: Request for F.M.L.A.

Certification of Health Care Provider

Employer response to employee request

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:189

Personnel

Work Stoppages

The L.E.A.S.E. Executive Committee shall develop procedures for dealing with work stoppages in the Cooperative.

These procedures will address:

1. students with disabilities being served by other districts;

2. L.E.A.S.E. staff assigned to a district undergoing a work stoppage;

3. district students with disabilities served by another district where services are interrupted by a work stoppage.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:189 AP1

Personnel

Administrative Procedure - Work Stoppages

"If a district, whose employees are on strike, was prior to the strike, sending students with disabilities to special educational facilities and services in another district or cooperative, the district affected by the strike shall continue to send such students during the strike and shall be eligible to receive appropriate State reimbursement." (Section 10-22.31 of The Illinois School Code)

L.E.A.S.E. employees assigned to work in a district where a professional staff work stoppage has occurred will not be required to cross a picket line. The L.E.A.S.E. staff assigned to the district sustaining a work stoppage may be assigned duties by the Director or his designee that do not involve providing services within the buildings and/or on the grounds of the striking district throughout the duration of the work stoppage. If additional days of work are required after the end of the school year in the affected districts(s), the L.E.A.S.E. employee may be required to work these extra days by the Director. The L.E.A.S.E. employee will be compensated per their employment contract for any additional days worked beyond the number of days contractually required.

In the event the Director or his designee is unable or chooses not to reassign the employee to other duties during the work stoppage, the employee may be directed not to work during some or all of the days of the work stoppage. The employee may be obligated, at the request of the Director or his designee, to work any such unworked days in order to fulfill the total number of contracted work days prior to June 30 of the fiscal year.

L.E.A.S.E. personnel will refrain from any involvement in the work stoppage issues of any member district.

If a district is sending special education students to another serving district which has a teacher's work stoppage, the sending district will assure that their student(s) are afforded the availability to attend the serving school district for the total number of student attendance days of the serving district.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190

Personnel

Professional Staff Qualifications / Duties

A teacher, as the term is used in this policy, refers to an Alliance employee who is required to be certified under State law. The following qualifications apply:

1. Each teacher must:

a. Have a valid Illinois certificate that legally qualifies the teacher for the duties for which the teacher is employed.

b. Provide the Alliance Office with a complete transcript of credits earned in institutions of higher education and, annually by July 1, provide the Alliance Office with a transcript of any credits earned since the date the last transcript was filed.

c. Notify the Director of any change in the teacher’s transcript.

2. All teachers with primary responsibility for instructing students in the core academic subject areas (science, the arts, reading or language arts, English, history, civics and government, economics, geography, foreign language, and mathematics) must be highly qualified for those assignments as determined by State and federal law.

The Director or designee shall:

1. Monitor compliance with State and federal law requirements that teachers be appropriately certified and highly qualified for their assignments;

2. Through incentives for voluntary transfers, professional development, recruiting programs, or other effective strategies, ensure that minority students and students from low-income families are not taught at higher rates than other students by unqualified, out-of-field, or inexperienced teachers; and

3. Ensure parents/guardians of students in schools receiving Title I funds are notified: (a) of their right to request their students’ classroom teachers’ professional qualifications, and (b) whenever their child is assigned to, or has been taught for 4 or more consecutive weeks by, a teacher who is not highly qualified.

LEGAL REF.: 20 U.S.C. §6319.

34 C.F.R §200.55, 56, 57, and 61.

105 ILCS 5/10-20.15, 5/21-1, 5/21-10, 5/21-11.4, and 5/24-23.

23 Ill.Admin.Code Part 25.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190 AP1

Personnel

Administrative Procedure - Plan to Ensure That All Teachers Who Teach Core Academic Subjects Are Highly Qualified

Actor	Requirements and Actions That Must Be Completed
Director or designee	Identify all core academic subjects and non-core subjects. For core academic subjects, recommend for hiring only teachers who are highly qualified, as defined by Title I of the Elementary and Secondary Education Act and its implementing regulations, State law, and School Board policy 5:190, Teacher Qualifications. Identify any teacher currently employed teaching a core subject who is not highly qualified. Inform the Building Principal of any teacher in his or her building teaching a core subject who is not highly qualified. Notify each teacher teaching a core subject and who is not highly qualified that federal law requires that all elementary and secondary teachers be highly qualified. Complete a roadmap for each not highly qualified teacher describing the specific activities that are appropriate to get the individual to highly qualified status within 2 years, benchmarks, proposed completion dates, resources necessary, date of completion, and an Alliance contact person. These documents must be kept on file at the Alliance office for ROE Teacher Audits and ISBE random audits. http://www.isbe.net/certification/pdf/RMNQT_form.pdf. Consult with Building Principals and other administrative staff members about methods to ensure that core-subject teachers are highly qualified, such as through incentives for voluntary transfers, professional development, recruiting programs, or other effective strategies. Appoint a committee to devise methods to: (1) ensure that core subjects are only taught by highly qualified teachers, and (2) assist teachers to become highly qualified. Ensure that minority students and students from low-income families are not taught at higher rates than other students by unqualified, out-of-field, or inexperienced teachers.

Actor

Requirements and Actions That Must Be Completed

Director or designee

Identify all core academic subjects and non-core subjects.

For core academic subjects, recommend for hiring only teachers who are highly qualified, as defined by Title I of the Elementary and Secondary Education Act and its implementing regulations, State law, and School Board policy 5:190, Teacher Qualifications.

Identify any teacher currently employed teaching a core subject who is not highly qualified.

Inform the Building Principal of any teacher in his or her building teaching a core subject who is not highly qualified.

Notify each teacher teaching a core subject and who is not highly qualified that federal law requires that all elementary and secondary teachers be highly qualified.

Complete a roadmap for each not highly qualified teacher describing the specific activities that are appropriate to get the individual to highly qualified status within 2 years, benchmarks, proposed completion dates, resources necessary, date of completion, and an Alliance contact person. These documents must be kept on file at the Alliance office for ROE Teacher Audits and ISBE random audits. http://www.isbe.net/certification/pdf/RMNQT_form.pdf.

Consult with Building Principals and other administrative staff members about methods to ensure that core-subject teachers are highly qualified, such as through incentives for voluntary transfers, professional development, recruiting programs, or other effective strategies.

Appoint a committee to devise methods to: (1) ensure that core subjects are only taught by highly qualified teachers, and (2) assist teachers to become highly qualified.

Ensure that minority students and students from low-income families are not taught at higher rates than other students by unqualified, out-of-field, or inexperienced teachers.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-AP2

Personnel

Administrative Procedure - Goals and Objectives for L.E.A.S.E. Coordinators:

The administrative staff of LEASE shall primarily manage LEASE and facilitate the implementation of quality educational programs throughout the Cooperative. The administrative staff and Coordinators of LEASE shall:

1. Manage effectively and efficiently the respective programs/staff assigned to them.

2. Provide special education leadership for the local district staff and their communities.

3. Develop procedures and regulations for the Director's approval which shall facilitate the implementation of the special education goals of LEASE.

4. Recognize that efficient, economical and well-ordered management of LEASE is not an end in itself, but a component of a good educational environment.

All programs and services offered by member districts of LEASE shall be provided with State-approved supervisory services which are specific to the nature of the program or service. These supervisory services shall be provided by Coordinators employed by the Cooperative and under the direct supervision of the Executive Director or designee.

Certified staff shall be supplied with non-certified (secretarial) support staff with sufficient skills and knowledge to assist in the management of forms and files.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-AP3

Personnel

Administrative Procedure - Supervision of Programs and Services

1. The Executive Director, the Assistant Director, and the assigned Coordinator shall visit principals as needed for the purpose of discussing the delivery of services by their respective psychologists and social workers and ascertaining the need for improvement or changes. Also, the need for addition or deletion of special education programs and services of which their school is a part should be discussed.

2. Coordinators shall observe selected teachers and related service personnel of special education programs and services as needed and assist them in implementing the I.E.P.’s developed for their students. Coordinators may plan and conduct inservice programs and workshops to improve the instruction or the environment for instruction of students with disabilities.

LEGAL. REF.: Executive Director - Job Description 3:40 AP1

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-AP4

Personnel

Administrative Procedure - Delivery Of Services By Coordinators

1. The Coordinator, when going into a school to visit teachers, shall report to the principal on the first visit of the school year for the purpose of establishing the procedure that the principal desires the Coordinator to follow relative to visiting teachers. Such procedure may vary from a) full freedom to come and go at the will of the Coordinator, to b) requiring that the Coordinator report in and report out upon entering or leaving the building. Common practice should be that the Coordinator shares with the principal the same recommendations that were shared with the teacher. If the Coordinator has suggestions that may be considered unusual or which may require administrative input, the principal shall be consulted prior to sharing such suggestions with the teacher.

2. The Coordinator shall report any anticipated problems or disagreements between principals and administrators or between teachers and principals, etc., to the Director or his designee.

3. The Coordinator shall keep the lines of communication open among the LEASE staff.

4. The Coordinator shall make memos for record whenever future liability may exist for either the local district or LEASE so that reference can be made to what was said.

5. The Coordinator shall avoid committing the LEASE office to the release of funds. Sometimes LEASE can supply certain things, but the Coordinator must be very cautious not to promise something before checking to see if LEASE can afford it or has been authorized to do so.

6. The Coordinator shall be familiar with the LEASE Library and encourage teachers to use the library.

7. The Coordinator shall be sure that the car that he/she is using is locked when student records are in it. The records should be face down so that the names of the children are not exposed to the public.

8. The Coordinator shall always report his/her itinerary to his/her secretary so that the staff can reach the Coordinator if there is an emergency.

9. Generally, Coordinator communications that go to teachers, principals and superintendents are reviewed by other staff members -- usually the Director or his designee. Also, when notifying teachers of something by mail, clear it first with the superintendent, or the Coordinator shall send the superintendent or his designee an information copy.

10. The Coordinator shall check with the individual principals at the beginning of the school year to see if they want their special education teachers evaluated by a Coordinator, and, if so, how many evaluations.

Participation of L.E.A.S.E. professional staff in the evaluation of local district personnel shall be a collaborative effort with the local district supervisor and include the following steps:

A. A request form is to be distributed to all local district superintendents and building principals prior to or immediately after the beginning of school in the fall asking superintendents and principals to indicate the specific local district staff for which evaluation assistance is sought. Separate request forms are returned to the specific L.E.A.S.E. professional staff member who is being asked to assist.

B. The specified L.E.A.S.E. Coordinator will review all incoming requests. If the Coordinator anticipates difficulty, due to time constraints, in being able to complete the number of evaluations requested from all of his/her assigned districts, and the local district administrator determines that the Coordinator’s involvement in staff evaluations to be of primary importance to the district, the following will occur. The Coordinator will meet with the appropriate local district administrator(s) from his/her assigned district(s) to determine if the Coordinator’s responsibilities within the district(s) can be altered to accommodate the number of staff evaluations requested.

C. Prior to beginning an evaluation, the local district supervisor of the person to be evaluated and the requested L.E.A.S.E. professional staff member will discuss the roles that each will play in the evaluation/s requested and plan the collaborative steps to be taken. As part of this discussion, this procedure will be reviewed to indicate the role of the L.E.A.S.E. Coordinator who may perform the following tasks:

i. Making a specific number of observations and sharing the observations to be accomplished with the local district supervisor;

ii. Adhering to the local district evaluation plan as it applies to the individual local district staff member being evaluated;

iii. Determining, with the local district supervisor, the specific evaluation form queries and/or supervisory questions that can be addressed within the number of observations that the L.E.A.S.E. professional staff evaluator is able to make, as well as which evaluation questions require the more frequent observations of the local district supervisor to appropriately address - (Questions requiring ongoing, daily or regular observation should be done by the local district supervisor.);

iv. Completing written checklist information or narrative information as part of the formal written evaluation related to the areas evaluated as determined through the accomplishment of “section c” above;

v. Meeting with the direct supervisor possibly including the person evaluated to discuss and/or complete the various parts of the evaluation process as called for by the local district evaluation plan;

vi. Rating and recommending future employment, while mutually discussed by the L.E.A.S.E. staff member and the local district supervisor, is the final responsibility of the local district supervisor. The local district supervisor and the L.E.A.S.E. Coordinator will mutually discuss how the final evaluation conference will be presented. It is recommended that, if possible, both the local district supervisor and the L.E.A.S.E. Coordinator sign the final evaluation form.

D. Any other evaluation tasks requested of the L.E.A.S.E. professional staff person relative to local district staff evaluation must be discussed with the L.E.A.S.E. staff person’s direct supervisor at L.E.A.S.E. prior to proceeding.

11. The Coordinator shall defer arrangements for staffings to the designated local district staff member as much as possible. Rarely will the Coordinator be expected to arrange a staffing. If the Coordinator is requested to arrange for a staffing, the Coordinator must be sure that all parties concerned are invited. Coordinators should be knowledgeable of the requirements to refer for specialized audiological, neurological, psychiatric, educational, speech and language or other evaluations.

12. The Coordinator shall be aware of and utilize the policy on non-compliance (6:350). This policy delineates the procedure to follow when confronted with a situation that does not comply with the laws and regulations that govern special education activities.

13. Inservice relative to special education may be provided by LEASE (see Executive Committee Minutes 1/09/76.) Coordinators are responsible for planning inservice. The Director shall designate a staff member or Coordinator to take the primary responsibility for coordinating the delivery of said inservice. It shall be the policy of the LEASE office that requests and plans for district special education inservice be directed to the staff member with this designated responsibility. The Director and Assistant Director shall assist the Coordinator in these efforts.

LEG. REF.: Executive Committee Minutes 3/17/87

Executive Committee Minutes 5/11/04

CROSS REF.:

ADOPTED:

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-AP5

Personnel

Administrative Procedure - General Calendar of Coordinators

August - September

Plan inservice for new teachers and other new staff.
Resolve pending placements and procure outstanding I.E.P. annual reviews from the previous year.
Assist with students moving into a new district.
Coordinate any necessary changes of placements and update class lists.
Assist with some initial placements.
Coordinate all necessary class size and age range deviations.
Meet with Superintendents to review annual expectations.
Schedule classroom visits generally with new teachers or programs where consultation is requested.
Contribute to all editions of the “News ReLEASE”. All personnel contribute to our newsletter for distribution locally.
Attend the annual Alliance Council meeting which is an annual dinner meeting generally held in September. All Superintendents and one Board member from each district are invited. The L.E.A.S.E. professional staff members are generally required to attend and may be asked to be a part of the program at this meeting.

Ongoing Throughout the Year

1. Review I.E.P.’s for acceptability.

a. All IePoint required data must be accurate;

b. All necessary components must be completed correctly to include measurable goals and benchmarks;

c. Return appropriate I.E.P. form/s to teacher with comments or a letter if needed. I.E.P.’s that must be returned should have a very specific memo or a conference should be arranged to discuss needed changes;

d. Alert your secretary when approved I.E.P.’s are ready for copying and submission for processing.

2. Attend IEP meetings if and as necessary.

3. Make classroom visits. Schedule and make visits to teacher/s providing technical assistance to all classrooms.

4. Assist with teacher evaluations if requested by the local district administration.

5. Participate in the in-service plan. Coordinators are responsible for in-service plan development and implementation throughout the year.

6. Respond to district requests for in-service on specific topics throughout the year.

7. Discuss and determine priorities for I.D.E.A. funding as indicated by annual needs assessment activities.

8. Attend recruitment fairs held throughout the school year.

9. Program Development – Assist districts in designing or redesigning programs to meet student needs.

10. Assist, upon request, in interviewing candidates for positions with L.E.A.S.E. or with our member districts.

June

Complete any pending placements.
Leave specific notes on cases that may require follow-up during the summer.
Prepare information for the L.E.A.S.E. Annual Report to be distributed in July.

General Information

Office meetings with the Director, Assistant Director and Staff are held regularly. Meeting attendance should be a priority, and scheduling other appointments should be avoided whenever possible.

Meetings of the Administrators, Psychologists and Social Workers are regularly held with the L.E.A.S.E. staff. A schedule of the meetings is distributed annually.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-AP6

Personnel

Administrative Procedure - Setting Up Staffings

The general rule is that IEP meetings are scheduled by phone call or email from the psychologist's secretary or district contact person requesting dates a coordinator has available and providing the reason their participation is requested. They follow up with a written confirmation.

If the L.E.A.S.E. Coordinator is not available, the secretary to that coordinator will call or email the local district coordinator of special education to see if another time is to be arranged when the L.E.A.S.E. Coordinator is available.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

Revised February 26, 2009

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-AP7

Personnel

Administrative Procedure - Conducting A Staffing

The precise procedures for conducting a staffing may vary from district to district. Prior to the staffing, the Coordinator should determine with the Psychologist or appropriate local district administrator who will be responsible for conducting the staffing following L.E.A.S.E. guidelines.

1. Make parents feel as comfortable as possible.

2. Introduce all persons involved, state the purpose of the staffing and ask all participants to sign in indicating their attendance;

Sequence:

a. Discuss the referral and identify any concerns;

b. Discuss the current classroom performance;

c. Discuss any evaluations completed by staff;

d. Discuss the strengths of the student and any deficit areas which may indicate the existence of a disability as well as any need for further evaluation;

e. Establish any disability that exists and describe any adverse effects;

f. Define/review educational needs (goals and objectives) and all other areas as required or indicated by the I.E.P. form;

g. State eligibility;

h. Determine related and other services necessary to address identified individual student needs considering the least restrictive placement option that is appropriate;

i. Note: The L.E.A.S.E. Coordinator is not authorized to commit district services. Each individual district must have a properly qualified staff member as indicated by current regulations at each staffing to commit the services of the district.

4. If the parent objects to a decision:

a. Encourage an informal meeting with the parent, the district superintendent or other personnel and attempt to mediate the disagreement so as to avoid due process.

b. Advise parents of their rights.

5. Ask the parent to sign the I.E.P. if present. If a parent is not present, record parental contacts and determine who will be responsible for obtaining the parent signature. If the parent refuses to sign, document this on the form.

6. In most cases, a local district staff member (preferably the likely receiving teacher) is responsible for writing the I.E.P. The original or a copy of the I.E.P. is then sent to the L.E.A.S.E. Office where it will be copied if and as needed and distributed.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-AP8

Personnel

Administrative Procedure - Program Deviation Request

The Coordinator should review all assigned class lists upon returning in the summer to determine any class size or age range deviations that are needed. The Coordinator will communicate to the local district contact person (usually the school psychologist) the need for a deviation for any local district program. Forms may be sent to complete. A request for a program deviation is normally completed by the School Psychologist. The following procedure should be followed:

1. When the completed deviation request is received in the mail it will then be given to the Coordinator who is assigned to the program. After the Coordinator initials the request, the form is given to the Director for signature.

2. The Coordinator's secretary will then make a copy of the request and file it in the appropriate district file. He/she will then mail the original to I.S.B.E. for review and approval. A copy may be placed in a deviation file in the secretary's desk to follow-up on the request if approval is not received in 60 days from the State. In the instance that a reply is not received from the State within 60 days, the following procedure should be taken:

a. The Coordinator's secretary should alert the Coordinator that a reply has not been received from the State.

b. It is possible that a decision has been reached by the State, but a copy of this decision has only been sent to the District Superintendent and not to the LEASE office. In this case, the Coordinator needs to call the Psychologist and request a copy of the approved request be sent to the LEASE office for our files.

3. When a copy of the approved deviation is received at the LEASE office from I.S.B.E. or from a local district, it will be given to the Executive Director for his review. After his review, it will be given to the appropriate Coordinator for his/her initials, then given to the secretary to complete the following #4 and #5.

4. The Coordinator's secretary will also attach a copy of the approved deviation to the appropriate classlist. If the deviation approval can directly from the State, then the Coordinator's secretary needs to make a copy and send it to the District Superintendent for his information.

5. The secretary then files the original of the approved deviation in the district file for possible future reference.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-E1

Personnel

Exhibit - Notice to Parents of Their Right to Request Their Child’s Classroom Teachers’ Qualifications

On Alliance letterhead

Date

Re: You May Request Your Child’s Classroom Teachers’ Qualifications

Dear Parents/Guardians:

As a parent/guardian of a student at a school receiving funds under Title I of the Elementary and Secondary Education Act, you have the right to request the professional qualifications of the teachers who instruct your child and the paraprofessionals, if any, who assist them. You may request the following information about each of your child’s classroom teachers and their paraprofessional assistants, if any:

· Whether the teacher has met State certification requirements;

· Whether the teacher is teaching under an emergency permit or other provisional status by which State licensing criteria have been waived;

· The teacher’s college major;

· Whether the teacher has any advanced degrees and, if so, the subject of the degrees; and

· Whether any instructional aides or paraprofessionals provide services to your child and, if so, their qualifications.

If you would like to receive any of this information, please contact the school office.

Sincerely,

Director

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-E2

Personnel

Exhibit - Notice to Parents When Their Child Is Assigned To or Has Been Taught for at Least Four Straight Weeks By a Teacher Who Is Not Highly Qualified

On Alliance letterhead

Date

Re: Your Child Is Assigned To or Has Been Taught for at Least Four Straight Weeks By a Teacher Who Is Not Highly Qualified as Defined by Federal Law

Dear Parents/Guardians:

All teachers with primary responsibility for instructing students in the core academic subject areas (science, the arts, reading or language arts, English, history, civics and government, economics, geography, foreign language, and mathematics) must be highly qualified for those assignments as determined by State and federal law.

The teacher listed below has taught your student’s class for the last four consecutive weeks. While L.E.A.S.E. is unable to verify that the teacher meets the federal law’s definition of highly qualified, our observations of his/her classroom indicate that he/she is providing a satisfactory educational program and experience.

If you have any questions concerning this notice, please contact the school office.

Teacher: Subject:

Sincerely,

Director

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:190-E3

Personnel

Exhibit - Letter to Teacher Who Is Not Highly Qualified

On Alliance letterhead

Date

Re: Your Roadmap for Becoming a Highly Qualified Teacher

Dear [insert teacher’s name]:

Teachers with primary responsibility for instructing students in the core academic subject areas (science, the arts, reading or language arts, English, history, civics and government, economics, geography, foreign language, and mathematics) are required to be highly qualified for those assignments. The criteria contained in 23 Ill.Admin.Code Part 25, Appendix D determine if a teacher is highly qualified. See http://www.ilga.gov/commission/jcar/admincode/023/02300025ZZ9996dR.html.

Our records indicate you are teaching without being highly qualified. Please contact your Building Principal as soon as possible to cooperatively develop the ISBE-required Roadmap for Each Not Highly Qualified Teacher. If you believe this letter was sent to you by mistake, please contact your Building Principal as soon as possible so that we may correct our records if appropriate.

Sincerely,

Director

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:200

Personnel

Terms and Conditions of Employment and Dismissal

The Executive Committee delegates authority and responsibility to the Director to manage the terms and conditions for the employment of professional personnel. The Director shall act reasonably and comply with State and federal law. The Director is responsible for making dismissal recommendations to the Executive Committee consistent with the Executive Committee’s goal of having a highly qualified, high performing staff.

School Year and Day

Professional personnel shall work according to the calendar adopted by the Executive Committee, which shall have a minimum of 176 student attendance days and a minimum of 180 professional personnel work days, including professional personnel institute days. Professional personnel are not required to work on legal school holidays unless the Alliance has followed applicable State law that allows it to hold school or schedule teachers’ institutes, parent-teacher conferences, or staff development on the third Monday in January (the Birthday of Dr. Martin Luther King, Jr.); February 12 (the Birthday of President Abraham Lincoln); the first Monday in March (known as Casmir Pulaski’s birthday); the second Monday in October (Columbus Day); and November 11 (Veterans’ Day).

Professional personnel are required to work the school day adopted by the Executive Committee. Teachers employed for at least 4 hours per day shall receive a duty-free lunch equivalent to the student lunch period, or 30 minutes, whichever is longer. The Alliance accommodates employees who are nursing mothers according to provisions in State and federal law.

Salary

Professional personnel shall be paid according to the hiring schedule adopted by the Executive Committee, but in no case less than the minimum salary provided by The School Code. Professional personnel shall be paid at least monthly on a 10- or 12-month basis.

Teacher Retirement System Contributions

The L.E.A.S.E. Executive Committee will determine the percentage of the employee contribution to T.R.S. that will be Board paid.

1. The Executive Committee must specify that the contributions, although designated as employee contributions, are being paid by the Executive Committee in lieu of contributions by the employee.

2. Employees in the same "class" (i.e., all teachers, administrators) cannot have the option to choose to receive the contributed amounts directly instead of having them paid by the Executive Committee to the T.R.S.

3. The Board's contribution to the T.R.S. on behalf of each certificated employee shall be limited to the entire retirement contribution requirement and the entire additional insurance contribution.

4. The Board's contribution on behalf of each employee shall be paid directly to the T.R.S.

5. The Board's contribution to the T.R.S. on behalf of each employee is non-taxable income for the employee according to provisions of the Internal Revenue Service Code Section 414(h).

Moving Expense

It will be left to the discretion of the Director to grant the payment of moving expenses to professional employees during their initial employment.

Such a stipend shall not exceed $750.00 unless previously approved by the L.E.A.S.E. Executive Committee.

Assignments and Transfers

The Director is authorized to make teaching, study hall, extra class duty, and extracurricular assignments. In order of priority, assignments shall be made based on the Alliance's needs and best interests, employee qualifications, and employee desires.

Practicum Experiences

Opportunities may be provided students from university-approved training programs to do a clinical practicum experience with L.E.A.S.E. staff.

The Director or his designee shall be responsible for screening the qualifications of each candidate, and for the orientation, assignment and training program of each accepted candidate.

If remuneration is involved for the student, this becomes an employment decision and must be approved by the L.E.A.S.E. Executive Committee.

Dismissal

The Alliance will follow State law when dismissing professional personnel.

Evaluation

The Alliance's professional personnel evaluation system will be conducted under the plan. pursuant to State law.

On an annual basis, the Director will provide the Executive Committee with a written report which outlines the results of the Alliance's professional personnel evaluation system.

Outside Employment - Conflict of Interest

Employees shall not at any time engage in any employment that would: affect their usefulness as employees to L.E.A.S.E.; would make time and/or energy demands upon the individuals which could interfere with their effectiveness in performing their regular assigned duties; would compromise or embarrass L.E.A.S.E.; would adversely affect their employment status or professional standing; or would, in any way, conflict with assigned duties.

Employees shall not engage in any other employment or in any private business during regular employment hours or at any additional times which conflict with the times necessary to fulfill assigned L.E.A.S.E. duties without the approval of the Director and/or the Executive Committee.

Contracts

All L.E.A.S.E. professional personnel shall be afforded a proper and binding legal contract for each school year of employment they work.

Such contracts for the ensuing year are to be returned to the Executive Director by July 1 of the new school year.

Any employee who does not return a signed contract shall not be paid until such time as a properly signed contract is returned.

Consulting Activities

After application to and approval by the Director, staff members may be released on workdays with full pay to serve as speakers, consultants or resource persons on behalf of L.E.A.S.E.

Generally, the staff member who accepts such an assignment may not accept any fee or honorarium. An exception to this policy provision shall be when the staff member is serving as a speaker, consultant, or resource person during an approved vacation leave or personal leave of absence. During those times, the staff member may accept a fee or honorarium.

Any consulting, professional development or other professional involvement activity shall be undertaken with the understanding that such activity shall not interfere with the staff member's responsibilities to L.E.A.S.E. and that anyone engaging in such activities shall speak as an individual unless specifically directed by the Director to speak for L.E.A.S.E. or the activity is consistent with the mission of L.E.A.S.E.

If the speech, consulting or resource work is related to the purposes and mission of L.E.A.S.E., travel, lodging and meals will be reimbursed by L.E.A.S.E. If the activity is not related to L.E.A.S.E. activities or its mission, either the staff member, the school district receiving the services or the institution receiving the services shall be responsible for travel, lodging and meal expenses and materials used for the presentation, if any are incurred.

LEGAL REF.:

105 ILCS 5/10-19, 5/18-8, 5/22.4, 5/24-16.5, 5/24-2, 5/24-8, 5/24-9, 5/24-11, 5/24-12, 5/24-21, 5/24A-1 through 24A-20.

820 ILCS 260/1 et seq.

Cleveland Board of Education v. Loudermill, 105 S.Ct. 1487(1985).

L.E.A.S.E. Executive Committee Meeting Minutes 4-16-98

and 6-15-98

CROSS REF.: 5:290 (Employment Termination and Suspensions), 6:20 (School Year Calendar and Day)

ADOPTED: September 11, 2008

Revised: January 3, 2012

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:201

Personnel

Return of Property

Employees are responsible for items issued to them by L.E.A.S.E. or those items of L.E.A.S.E. property in their possession or control, such as the following:

Credit cards

Equipment

Keys

Manuals

Lois Anderson Library materials

Vehicles

Other written materials

Employees must return all L.E.A.S.E. property immediately upon request or upon termination of employment. Where permitted by applicable laws, L.E.A.S.E. may withhold from the employee’s paycheck or final paycheck the cost of any items that are not returned when required. L.E.A.S.E. may also take any action deemed appropriate to recover or protect its property.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:202

Personnel

Personal Appearance

Dress, grooming and personal cleanliness and appearance standards contribute to the morale of all employees and affect the image that L.E.A.S.E. presents to visitors and to those who benefit from our services. The nature of our service organization dictates that we set appropriate examples in our dress and conduct for our students and staff members.

During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions. Employees should consult their immediate supervisor or the Executive Director if questions exist as to what constitutes appropriate attire.

Whenever any L.E.A.S.E. staff member is working in one of our member districts, it is required that the staff member dress according to the dress code, policy or procedure of that specific school district as appropriate for a L.E.A.S.E. representative.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:210

Personnel

Resignations

Tenured professional personnel may resign at any time with consent of the Executive Committee or by written notice sent to the Executive Committee Secretary at least 30 days before the intended date of resignation. No professional personnel may resign during the school term in order to accept another teaching position without the consent of the Executive Committee.

Probationary professional personnel may resign during their contract period only with the Executive Committee's consent.

LEGAL REF.: 105 ILCS 5/24-14.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:220

Personnel

Substitute Professional Personnel

The Director may employ substitute professional personnel as necessary to replace professional personnel who are temporarily absent.

A substitute must hold a valid teaching or substitute certificate. Substitute professional personnel with a substitute certificate may teach only when appropriate, fully-certificated professional personnel are unavailable.

Substitute professional personnel may teach only for a period not to exceed 90 paid school days or 450 paid school hours in any one District in any one school term. However, professional personnel holding an early childhood, elementary, high school, or special certificate may substitute teach for a period not to exceed 120 paid school days or 600 paid school hours in any one District in any one school term.

The Executive Committee annually establishes a daily rate of pay for substitute professional personnel. No fringe benefits are given substitutes.

LEGAL REF.: 105 ILCS 5/21-9.

23 Ill. Admin. Code § 1.790.

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:230

Personnel

Maintaining Student Discipline

Maintaining an orderly learning environment is an essential part of each professional personnel's instructional responsibilities. A professional personnel's ability to foster appropriate student behavior is an important factor in the professional personnel's educational effectiveness.

When a student's behavior is unacceptable, the professional personnel should first discuss the matter with the student. If the unacceptable behavior continues, the professional personnel should consult with the Building Principal and/or discuss the problem with the parent(s)/guardian(s). A professional personnel may remove any student from the learning setting whose behavior interferes with the lessons or participation of fellow students; a student's removal must be in accordance with Alliance and administrative procedures.

Professional personnel shall not use disciplinary methods which may be damaging to students, such as ridicule, sarcasm, or excessive temper displays. Corporal punishment (including slapping, paddling or prolonged maintenance of a student in physically painful positions, and intentional infliction of bodily harm) may not be used. Professional personnel may use reasonable force as needed to keep students, school personnel, and others safe, or for self-defense or defense of property.

Staff members shall be expected to regard each student as an individual and to accord each the rights and respect due any individual. The role of the staff will be to guide and develop the student's behavior control to the point where it is socially acceptable. Staff members shall provide for the fullest self-determination by each student in regard to his or her learning program, consistent with IEP goals and with optimum opportunities for all students. Students shall be treated with courtesy and consideration. Neither insults nor sarcasm shall be used before a student's peers as a way of forcing compliance with a staff member's requirements or expectations.

LEGAL REF.: 105 ILCS 5/24-24.

CROSS REF.: 7:190 (Student Discipline)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:240

Personnel

Suspension

Suspension Without Pay

The Executive Committee may suspend without pay (1) a professional employee pending a dismissal hearing, or (2) a professional personnel as a disciplinary measure for up to 30 employment days for misconduct that is detrimental to the Special Education Alliance. Administrative staff members may not be suspended without pay as a disciplinary measure.

Misconduct that is detrimental to the Special Education Alliance includes:

· Insubordination, including any failure to follow an oral or written directive from a supervisor

· Violation of policy or Administrative Procedure

· Conduct that disrupts or may disrupt the educational program or process

· Conduct that violates any State or federal law that relates to the employee's duties

· Other sufficient causes

At the request of the professional employee within 5 calendar days of receipt of a pre-suspension notification, the Executive Committee or Executive Committee-appointed hearing examiner will conduct a pre-suspension hearing. The Executive Committee or its designee shall notify the professional personnel of the alleged charges and the date and time of the hearing. At the pre-suspension hearing, the professional personnel or his/her representative may present evidence.

Suspension With Pay

The Executive Committee or Director or designee may suspend a professional employee with pay: (1) during an investigation into allegations of disobedience or misconduct whenever the employee's continued presence in his or her position would not be in the Special Education Alliance’s best interests, (2) as a disciplinary measure for misconduct that is detrimental to the Special Education Alliance as defined above, or (3) pending a Executive Committee hearing to suspend a professional personnel without pay.

The Director shall meet with the professional employee to present the allegations and give the professional employee an opportunity to refute the charges. The professional employee will be told the dates and times the suspension will begin and end.

LEGAL REF.: 105 ILCS 5/24-12.

Auer v. Robbins, 117 S.Ct. 905 (1997); 29 C.F.R. § 541.3.

Cleveland Executive Committee of Education v. Loudermill, 105 S.Ct. 1487, on remand 763 F.2d 202 (6th Cir. 1985), on remand 651 F.Supp.92 (N.D. Ohio 1986), aff’d by 844 F.2d 304 (6th Cir. 1988), cert. denied 488 U.S. 946 (1988).

Jones v. Executive Committee of Education of Township High Special Education Alliance No. 211, 651 F. Supp. 760 (N.D. Ill. 1986).

Barszcz v. Executive Committee of Trustees of Community College Alliance No. 504, Cook County, 400 F.Supp. 675 (N.D. Ill. 1975), aff’d by 539 F.2d 715 (7th Cir. 1976), cert. dismissed by 429 U.S. 1080 (1977).

Spinelli v. Immanuel Lutheran Evangelical Congregation, Inc., 515 N.E.2d 1222 (1987).

Kamrath v. Executive Committee of Education of Special Education Alliance 150, 515 N.E.2d 1222 (1987).

Massie v. East St. Louis Special Education Alliance No. 189, 561 N.E.2d 246 (5th Dist. 1990).

Kearns v. Executive Committee of Education of North Palos Elementary Special Education Alliance No. 117, 392 N.E.2d 148 (1st Dist. 1979).

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:250

Personnel

Leaves of Absence, Sick Days, Personal Days, Vacation and Holidays

Sick/Bereavement Leave – Full-Time Employees

Twelve month full-time L.E.A.S.E. staff members shall be granted seventeen (17) sick days annually with full pay and unlimited accumulation for the reasons indicated below. Ten month full-time employees shall be granted fifteen (15) sick days annually with full pay and unlimited accumulation.

Sick leave is defined in State law as personal illness, quarantine at home, serious illness or death in the immediate family or household, or birth, adoption, or placement for adoption. The Director and/or designee shall monitor the use of sick leave.

If an employee is not employed for the full term of his/her first school year with L.E.A.S.E., the number of sick/bereavement days allowance shall be prorated in congruence with time served.

Sick leave shall be granted in an amount determined by the above and is to be administered under the provisions of the Illinois School Code found in Article 24-6.

As a basis for pay after a three (3) day sick leave, or as the Executive Committee deems necessary, the employee may be required to have an examination to determine the physical or mental fitness of the employee to perform assigned duties. The expenses of the examination shall be paid by L.E.A.S.E. The examination shall be done by a licensed physician selected by L.E.A.S.E. Excessive absenteeism or a recurring pattern of absenteeism by an employee shall be reviewed by the Director. The Director shall report incidents of excessive absenteeism or abuse of sick leave to the Executive Committee.

Use of sick leave associated with the birth of a son or daughter is limited to no more than thirty (30) days unless the employee obtains a signed statement from a qualified physician indicating that the employee is unable to return to work due to illness. If the L.E.A.S.E. Executive Committee deems necessary, the employee may be required to have an examination by a qualified physician at L.E.A.S.E. expense to determine the physical or mental fitness of the employee to perform his/her assigned duties. The examination shall be done by a licensed physician selected by L.E.A.S.E. In cases where the two opinions differ, a third opinion may be obtained from a physician mutually agreed upon by the employee and L.E.A.S.E. This third opinion will be binding.

For any female employee, an application to utilize sick leave time for the birth of a son/daughter must include a signed physician's statement indicating the expected date of delivery and the time period during which in his/her opinion the staff member may safely continue her employment and perform all her regular teaching duties during her pregnancy.

If “Family and Medical Leave” is requested, the necessary form for physician certification of this leave will also meet this sick leave request/notification requirement.

In order to utilize any of the allowed thirty sick days where no illness is verified by a physician's statement, the above indicated application to utilize accumulated sick days (up to 30) must be submitted to the Director or the Director's designee at least 90 days prior to the anticipated birth of the child or as soon as pregnancy is ascertained, whichever shall be the later. Every effort shall be made to have such leave terminate immediately prior to the start of the new school term.

During any portion of a sick leave for which any L.E.A.S.E. employee is not utilizing their accumulated sick leave days or approved "Family and Medical Leave", no fringe benefits will be provided by L.E.A.S.E.

For example, while insurance may be continued during the time period not covered by accumulated sick leave or approved "Family and Medical Leave", this can only be done at the employee's expense. Also, any previous employee-requested salary deductions will be discontinued and will only be continued at the employee's direct expense after:

1. the employee's accumulated sick leave is exhausted or;

2. the thirty (30) day limit on sick leave for the birth of a son or daughter without qualified verification for an extension (as explained above) due to an illness-related inability to resume assigned duties or;

3. approved "Family and Medical Leave" is no longer available.

A statement of accumulation of sick leave shall be given to each employee annually usually by September15 of each school year.

Sick/Bereavement Leave – Part-Time Employees

Employees who are employed on a regular and permanent part-time basis, but no less than one-half time shall be entitled to that portion of sick/bereavement days acquired by full time personnel.

Sick/bereavement days for a regular and permanent, part-time employee will be determined:

1. for 10 month employees by multiplying the employees full-time equivalency percentage times 15.

2. for 12 month employees by multiplying the employees full-time equivalency percentage times 17.

Note: On March 9, 2004, the Executive Committee allowed five of the allotted sick/bereavement days specifically for bereavement purposes. These additional days were approved in lieu of adding specific limited bereavement days. See the March 9, 2004 Executive Committee minutes.

Leave of Absence Without Pay

Leave of absence without pay may be requested and may be approved at the Director’s discretion by using the procedure for such request and the request form as developed by the L.E.A.S.E. Director.

Extended Professional Leave Without Pay

Leaves of absence without pay may be granted to tenured professional employees who have rendered satisfactory service to the Cooperative and have worked for L.E.A.S.E. for at least one full school year and who desire to return to employment in a similar capacity at a time mutually consistent with the needs of the Cooperative as determined by the Director with the approval of the L.E.A.S.E. Executive Committee and according to the policy stated below.

Requests for leave will be evaluated based upon a number of factors including the required or emergency need for the leave as well as the anticipated workload requirements and staffing considerations during the requested period of absence.

Each approved leave of absence shall be of the shortest possible duration required to meet the purpose for the leave consistent with a reasonable expectation for continuity of service to the Cooperative. Leaves of absence without pay for not more than six months, exclusive of summer months, may be granted to tenured professionals according to the following conditions:

1. Written requests for leaves of absence without pay shall be made at least 90 days before the leave is desired. Dates of departure and return dates must be acceptable to the administration (leaves of less than one month, if acceptable to and approved by the Director, will not require Executive Committee approval).

2. The employee shall notify the Director in writing at least 60 days prior to the last day of the approved leave his/her intention to return. Failure to notify the Director in writing of such intent to return within this timeline, shall be considered a forfeiture of the right to return and cancellation of tenure benefits.

3. Leaves may be granted for:

a. advanced study leading to a degree in an approved university;

b. military services;

c. maternity;

d. other reasons acceptable to the Director which will improve the educational program in the Cooperative.

4. Subject to the terms, conditions and limitations of the applicable plans, employees on such leave may continue insurance benefits if they reimburse the Cooperative for any prorata costs or benefits for which they apply.

5. Employees will not advance on the salary schedule while on any approved leave of absence without pay unless working at least one hundred (100) days of the school year in which the leave is granted. Benefits accruals such as vacation, sick leave, holiday benefits, etc. may be suspended during the leave and resume upon return to active employment.

School Visitation Leave

An eligible professional staff member is entitled to 8 hours during any school year, no more than 4 hours of which may be taken on any given day, to attend school conferences or classroom activities related to the professional personnel's child, if the conference or activity cannot be scheduled during non-work hours. Professional staff members must first use all accrued vacation leave, personal leave, compensatory leave, and any other leave that may be granted to the professional staff member, except sick and disability leave.

The Director shall develop administrative procedures implementing this policy consistent with the School Visitation Rights Act.

Leaves for Victims of Domestic or Sexual Violence

Any professional staff member may take an unpaid leave from work who: (1) is a victim of domestic or sexual violence, or (2) has a family, or household member who is a victim of domestic or sexual violence whose interests are not adverse to the employee as it relates to the domestic or sexual violence. The unpaid leave allows the employee to seek medical help, legal assistance, counseling, safety planning, and other assistance without suffering adverse employment action.

The Victims’ Economic Security and Safety Act, governs the purpose, requirements, scheduling, and continuity of benefits, and all other terms of the leave. Accordingly, an employee is entitled to a total of 12 work weeks of leave during any 12-month period. Neither the law nor this policy creates a right for an employee to take unpaid leave that exceeds the unpaid leave time allowed under, or is in addition to the unpaid leave time permitted by, the federal Family and Medical Leave Act of 1993 (29 U.S.C. § 2601, et seq.).

Personal Leave

All regular, full-time staff shall be given a minimum of two (2) personal leave days per year by the Executive Committee.

A personal leave day is defined as a day established by the Executive Committee for the purpose of allowing staff time to conduct personal business which is impossible to schedule at a time other than during a school day.

The use of a personal leave day for personal business is subject to the following conditions:

Except in cases of emergency or unavoidable situations, personal leave requests should be submitted to the Director at least three (3) days in advance of the requested date.

No personal leave days may be used immediately before or immediately after a holiday unless prior approval is granted by the Director.

Personal leave may not be used in increments of less than one-half (1/2) day at a time.

Personal leave days may not be used on in-service and/or institute training days.

Personal leave approval is subject to the availability of a substitute to cover any necessary duties.

Any unused personal days each year shall be converted to sick days and added to the accumulated total sick days at the end of each school year.

All decisions regarding personal leave shall be made by the Director or his designee.

Personal Leave for full time, 10 month, Non-Certified, Secretarial Staff

Full time, ten (10) month, non-certified, secretarial staff, in lieu of vacation days, will be granted personal leave days in recognition of their seniority with the L.E.A.S.E. organization per the following schedule:

From 0 through 10 consecutive years 2 personal days

of employment with the organization:

After 10 consecutive years of 3 personal days

employment with the organization:

After 15 consecutive years of 4 personal days

employment with the organization:

After 20 or more consecutive years 5 personal days

of employment with the organization:

All personal days will follow the above explained rules for their accumulation and usage. Personal day increases will be granted relative to the number or years accumulated as explained above as of July 1 of the current school year. No adjustments will be made at any other time. For ten month, non-certified, full time employees who have previously worked in the L.E.A.S.E. central office, but who have left for an interim period, previous years of experience may be granted at the discretion of the Director towards years of experience for personal day credit.

Twelve Month Employees

The L.E.A.S.E. Executive Committee recognizes the following holidays which occur during the work week as paid days for 12 month employees:

New Years Day

Martin Luther King Jr.'s Birthday

Lincoln's Birthday

Casmir Pulaski Day

Good Friday

Monday following Easter

Memorial Day

Independence Day

Labor Day

Columbus Day

Veteran's Day

Thanksgiving Day

Day after Thanksgiving

Christmas Day

Child-Rearing Leave

The Board shall grant a professional staff member’s request for a non-paid, child-rearing leave, not to exceed the balance of the school year plus one additional school year (but in no event shall such leave exceed 3 semesters), provided the request complies with this policy. Nothing in this policy shall prohibit a professional staff member from utilizing sick days during a disability due to pregnancy.

A teacher must request, if possible, a child-rearing leave by notifying the Superintendent in writing no later than 90 days before the requested leave’s beginning date. The request should include the proposed leave dates. The leave shall end before a new school year begins or before the first day of school after winter recess.

Subject to the insurance carrier’s approval, the teacher may maintain insurance benefits at his or her own expense during a child-rearing leave.

A professional staff member desiring to return before the leave’s expiration will be assigned to an available vacancy for which the teacher is qualified, subject to scheduling efficiency and instruction continuity.

Leaves for Service in the Military

Leaves for service in the U.S. Armed Services or any of its reserve components and the National Guard, as well as re-employment rights, will be granted in accordance with State and federal law. A professional staff member hired to replace one in military service does not acquire tenure. Educational support personnel receive military leaves on the same terms and conditions granted professional staff.

General Assembly

Leaves for service in the General Assembly, as well as re-employment rights, will be granted in accordance with State and federal law. A professional staff member hired to replace one in the General Assembly does not acquire tenure.

Leave for Employment in Department of Defense

The Board may grant teachers a leave of absence to accept employment in a Department of Defense overseas school.

Leaves to Serve as an Officer or Trustee of a Specific Organization

Upon request, the Board will grant: (1) an unpaid leave of absence to a teacher who is elected to serve as an officer of a State or national teacher organization that represents teachers in collective bargaining negotiations, (2) twenty days of paid leave of absence per year to a trustee of the Teachers’ Retirement System to attend meetings and seminars as described in 105 ILCS 5/24-6.3, and (3) a paid leave of absence for the local association president of a State teacher association that is an exclusive bargaining agent in the District, or his or her designee, to attend meetings, workshops, or seminars as described in 105 ILCS 5/24-6.2.

LEGAL REF.: 20 ILCS 1805/30.1 et seq.

105 ILCS 5/10-20.7b, 5/24-2, 5/24-6, 5/24-6.1, 5/24-6.2, 5/24-6.3, 5/24-13, and 5/24-13.1.

820 ILCS 147

820 ILCS 147/1 et seq.

820 ILCS 147/15

820 ILCS 147 and 180/1 et seq.

Victims’ Economic Security and Safety Act, P.A. 93-591.

CROSS REF.: 5:180 (Temporary Illness or Temporary Incapacity), 5:185 (Family and Medical Leave),5:250 (Leaves of Absence, Sick Days, Personal Days, Vacation and Holidays)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:250 AP1

Personnel

Administrative Procedure – Sick Leave Bank – (Alternatives to the Use of the Sick Leave Bank)

For L.E.A.S.E. employees who, due to excessive illness, have exhausted their allotted sick days, personal days and vacation days (if applicable), up to ten (10) extra days may be granted by the L.E.A.S.E. Executive Director or his designee in exchange for the employee working the equal number of days that are granted by the Director or his designee as extended service at the close of the school year or during future vacation periods.

If an employee has exhausted the available alternative mentioned above, other possible alternatives shall include but are not limited to the docking of an individual employee's salary for all additional days missed or other appropriate actions as determined by the L.E.A.S.E. Executive Committee

Sick Leave Bank

For L.E.A.S.E. employees who, due to excessive illness, have exhausted all available sick leave, personal leave and vacation days and yet need more sick days than can be made available to them per the above described alternatives, a sick leave bank may be made available. This bank shall be for the use of all L.E.A.S.E. employees regardless of the location of their employment. This bank is to be developed by the voluntary contribution of sick days by existing L.E.A.S.E. employees as indicated below:

Membership in the sick leave bank requires that all employees donate one sick day as of the last call for donations. Donations will be called for during August of any school year where the sick leave bank falls below 100 days. As this is a voluntary participation program, only those employees who volunteer a sick day prior to September1 of the last year in which donations were necessary to keep the bank above 100 available days, will be eligible to participate in the sick leave bank for the current school year. Other employees, such as newly hired employees or employees who have not had the opportunity to access the sick leave bank, may be allowed to participate in the sick leave bank by donating a sick day at other times only if approved in advance by the Director.

Sick leave and sick leave bank records are to be kept by the L.E.A.S.E. bookkeeper. Whenever the sick leave bank has one hundred (100) or more days available as of the beginning of August, no additional donations will be requested.

Upon retirement, sick days donated to the sick leave bank (only if still available in the bank) may be returned to an individual employee so that these days may be counted within the Teacher Retirement System or the Illinois Municipal Retirement Fund toward the person's retirement. Sick days donated to the bank are not returnable under any other circumstances except those indicated above and there is no guarantee that days can be returned under any circumstances.

Access to using the sick leave bank is granted to any employee who is a member by donation, but only with the prior written approval of the L.E.A.S.E. Executive Director or his designee (see form developed for this purpose). Emergencies will be handled when the employee calls in sick. Days given up to ten (10) will be given at the discretion of the Director or his designee and will never exceed a maximum of ten (10) days per person in any one given school year unless unique conditions exist. The decision to grant days in excess of 10 up to a maximum of 30 per individual, per school year will be referred to the L.E.A.S.E. Executive Committee. In no case can more days be granted than are available in the sick leave bank. A second medical opinion may be requested by L.E.A.S.E. at any time prior to or during the usage of the sick leave bank if this is felt necessary by the L.E.A.S.E. Director..

FORMS REF.: Request to access LEASE Sick Leave Bank

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:250 AP2

Personnel

Administrative Procedure – Minimum Allowable Paid Leave

For non-certified, support staff, the following procedure explains how much emergency time off is allowable without requiring the utilization of the person's sick leave, personal leave, compensation time or requiring the staff member to make up this missed time..

Time needed that is equal to or less than one hour for necessary or emergency events that cannot be scheduled after working hours may be granted with the prior approval of the employee's immediate supervisor/s, and the Director. Requests for this minimum allowable paid leave time is limited to four requests per school year. If additional minimum allowable paid leave time of one hour or less per occasion is approved by the Director, the staff member will need to keep record of this time and submit it to the Director upon request so that the total time can be converted into the equivalent rounded number of half or whole sick days, personal days and/or compensation time as appropriate, which will then be deducted from the employee’s earned allotment. Additionally, at the Director’s sole discretion and with the agreement of the employee’s direct supervisor, this missed work time may be made up.

Please note that this up to one hour of time is to allow the employee to deal with emergencies, medical appointments, legal appointments, etc. that cannot be feasibly scheduled at any other time and is only available if prior approval has been granted by the employee's immediate supervisor/s and the Director. This prior approval is to be attained as soon as the appointment (that cannot be scheduled at another time) is made. In all cases, approval should be requested with as much prior notice as possible. Notice in case of emergencies should be given as soon as possible.

Therefore, for early morning emergencies a contact or phone call must be made to the employee's immediate supervisor and the Director prior to the beginning of the employee's work day in order to be granted this up to one hour of time at the beginning of the work day.

This time will not be granted without this notice and approval. Without this notice and approval, any time missed may result in a minimum of one-half day being deducted from the employee’s available personal leave, sick leave (if appropriate), or the equivalent amount of time being taken from any available earned compensation time. In some circumstances solely if the employee’s supervisor/s and the Director approve, this time may be made up at a later date.

Any time off needed in excess of an hour will require the employee to take one-half day, consistent with L.E.A.S.E. policy, from any available personal or sick leave. Earned compensation time may also be used if pre-approved by the employee’s supervisor/s and the Director. If none of this leave time is available to the employee, and the employee's supervisor/s or the Director feel/s that the missed time cannot be made up, the employee's salary will be docked accordingly.

Professional staff, because of the extra hours worked in the normal performance of their duties, will be granted personal discretion in the exercise of this privilege.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:250 AP3

Personnel

Administrative Procedure – School Visitation Leave

Eligible employees under the Act may be granted up to a total of eight (8) hours of unpaid leave during any school year to attend school conferences or classroom activities related to the employee's child if the conference or activities cannot be scheduled during non-work hours as long as such leave is not unduly disruptive to the operations of the L.E.A.S.E. organization. The employee must also have worked for the employer for at least six (6) months in a position at least half time.

The term "child" for purposes of this Act is expansively defined to include biological, adopted, foster, stepchild or legal ward of the employee.

The employee must notify the employer in writing at least seven days in advance of any school visitation leave. However, in emergency situations, twenty-four (24) hours advance notice should be given.

The employee must submit documentation of the visit within 2 working days (forms to be provided by the administrator of the school visited) on forms developed by the Department of Labor. Employees may be subject to disciplinary action for failure to do so.

The employee shall be granted leave in increments of no less than one nor more than four hours on a given day.

If more than five percent (5%) of the work force would be on such leave at the same time, leave may be denied.

If possible, the employee may be offered the opportunity to make up the time missed due to this leave at the employee's regular rate of pay. The employee will not lose or have diminished any fringe benefits due to exercising this right.

Notice of this Act will be posted in the L.E.A.S.E. office.

LEGAL REF.: 820 ILCS 147

The Illinois School Visitation Rights Act

August 10, 1993 "Bulletin Board" from Robbins, Schwartz, Nicholas, Lifton & Taylor, Ltd. Lawyers

July 30, 1993 memo from Hodges, Loizzi, Eisenhammer, Rodick & Kohn Law Office

CROSS REF.:

FORMS REF.: School Visitation Form

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:250 E1

Personnel

Exhibit – Leave of Absence Without Pay

LASALLE/PUTNAM COUNTY EDUCATIONAL ALLIANCE FOR SPECIAL EDUCATION

1009 Boyce Memorial Drive Ottawa, IL 61350

PHONE/TDD: 815-433-6433 / FAX: 815-433-6164

REQUEST FOR LEAVE OF ABSENCE WITHOUT PAY

(Other than Personal Day, Required Family or Medical Leave or Sick Leave)

Name ______________________________________ Date ________/ ______/ ______

To Be Completed by Employee

Date Leave to Start - _____/ _____/ _____ Expected Return Date - _____/ _____/ _____

All requests for unpaid Leave of Absence must be accompanied by the appropriate documentation (e.g. Military Orders, Subpoena, etc.) indicating the reason for the leave request and, if necessary, documentation indicating the person or persons who will be completing your assigned necessary duties during your absence, including the general plan for the completion of these duties.

REASON:  Personal  Military  Other

Explanation for request:

_____________________________________________________________________________________

___________________________________________________________________________________________________________________________________________________________________________

In cases other than leave requested for military or jury duty or short term emergency absences, I make this request for a Leave of Absence with the full understanding that: (a) my current job may be eliminated during the term of my leave of absence; (b) the vacancy created by my absence may be filled by another employee; (c) in the event that my current job is eliminated or filled by another employee, I may be considered for other positions within the company that would be comparable to my former position; and (d) in the event that no such comparable position is or becomes available during the one month period following the termination of my leave of absence, my status will be changed to that of a terminated employee.

I also understand that if I do not return ready to work on the above return date and contact my Supervisor or Manager, I will be considered to have abandoned my job.

Employee Signature _______________________________ Date - ______/ ______/ ______

Leave Approval

Immediate Supervisor __________________________________ Date - ______/ ______/ ______

Director or Designee __________________________________ Date - ______/ ______/ ______

Payroll Instructions -______________________________________________________________________________________

______________________________________________________________________________________

Revised 3/19/07

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:260

Personnel

Student Teachers

The Director is authorized to accept students from university-approved teacher-training programs to do student teaching in the District. The Director or designee shall coordinate with each student teacher’s higher education institution a fingerprint-based criminal history records check and checks of the Statewide Sex Offender Database and Statewide Child Murderer and Violent Offender Against Youth Database prior to any participation in field experiences in a school.

Assignment

The Director or designee shall be responsible for coordinating placements of all student teachers within the District. Student teachers should be assigned to supervising teachers whose qualifications are acceptable to the District and the students’ respective colleges or universities. A teacher may be eligible for Continuing Professional Development Units (CPDU) for supervising a student teacher or teacher education candidate in clinical supervision.

LEGAL REF.: 105 ILCS 5/10-22.34.

105 ILCS 5/21-14(e)(3)(E)(viii).

23 Ill.Admin.Code § 25.875.

CROSS REF.:

ADOPTED: February 10, 2011

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:270

Personnel

Employment At-Will, Compensation, and Assignment

Employment At‑Will

Unless otherwise specifically provided, Alliance employment is at‑will, meaning that employment may be terminated by the Alliance or employee at any time for any reason or no reason at all. A dismissal for reduction in force requires 30 days notice before the employee is removed or dismissed. For the purposes of reduction in force, educational support personnel are granted seniority and recall rights within their respective categories of position. Nothing in Alliance policy is intended or should be construed as altering the employment at‑will relationship.

Compensation and Assignment

The Executive Committee upon the recommendation of the Director will determine salary and benefits for all personnel. A salary and/or fringe benefit plan for personnel shall be prepared and presented by the Director to the L.E.A.S.E. Executive Committee for approval prior to the expiration of the existing, previously approved plan. Increments are dependent on evidence of continuing satisfactory performance.

An employee covered by the overtime provisions in the Fair Labor Standards Act, 29 U.S.C. § 201 et seq., works overtime whenever the employee works more than 40 hours during a single workweek. Overtime will not be allowed without prior authorization from the employee’s immediate supervisor. Personnel are paid monthly. The Director is authorized to make assignments and transfers of personnel.

Personnel – Assignments / Transfers / Promotions

L.E.A.S.E. staff members are employed by the L.E.A.S.E. Executive Committee. Assignment of staff to specific positions is the responsibility of the Director. In consideration of the needs and of the best interest of L.E.A.S.E., the Director or his designee may transfer a staff member to a different assignment for which the staff member is qualified. Prior to the transfer of the staff member, the Director or his designee shall have a conference with the staff member involved.

Requests for changes of assignment from staff members must be in writing and shall be reviewed and acted upon by the Director or his designee.

Promotion or transfer from one position to another shall be based upon the employee’s performance, ability and consideration of the best interests of L.E.A.S.E. An employee wishing to be promoted or transferred shall apply to the Director or his designee in writing.

Present employees may be considered for advancement or transfer to a higher job classification and will include consideration over applicants not currently employed by L.E.A.S.E., when all other criteria are equal.

Promotion or transfer from one post to another can also be made at the discretion of the Director if, in his opinion, such transfer or promotion will benefit the work of the organization.

Staff members are employed by and for L.E.A.S.E. Staff members’ specific assignments and/or transfers to other positions within the organization shall be the responsibility and professional discretion of the Director or his designee.

Salary Advancement

Any full time staff member will qualify for an annual salary increase as determined by the Executive Committee only after having completed 100 days of active service in the employment of L.E.A.S.E. during the previous school year. Staff not meeting minimum performance standards may be frozen on the schedule.

Insurance

Health insurance, life insurance and other insurance benefits will be provided at the discretion of the L.E.A.S.E. Executive Committee to L.E.A.S.E. employees from a carrier selected by the L.E.A.S.E. Executive Committee

LEGAL REF.: Fair Labor Standards Act, 29 U.S.C. § 201 et seq.

105 ILCS 5/10-22.34 and 5/10-23.5.

Duldulao v. St. Mary of Nazareth Hospital, 483 N.E. 2d 956 (1st Dist. Ill. 1985), aff’d in part and remanded, 505 N.E.2d 314 (Ill. 1987).

Kaiser v. Dixon, 468 N.E. 2d 822 (Ill. App. 2d Dist. 1984).

Molitor v. Chicago Title & Trust Co., 59 N.E. 2d 695 (1st Dist. 1945).

CROSS REF.: 5:290 (Employment Termination and Suspensions)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:270 AP1

Personnel

Administrative Procedure – Explanation of the Schedule of Salary Payments

All ten-month L.E.A.S.E. employees may be paid, at their individual choosing, in ten or twelve monthly installments from September through June or September through August.

All twelve month L.E.A.S.E. employees will be paid from July through June in twelve monthly payments.

Monthly salaries will be paid on or around the fifteenth day of each month.

Salaries are paid on the 15th of each month for work done throughout that entire month for twelve-month employees only. Twelve month employees are therefore paid approximately two weeks in advance of their actual working.

If a twelve month employee leaves this organization at any time other than the last working day of the month, that employee will be expected to reimburse L.E.A.S.E. for any salary which the employee received in advance of earning it.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:270 AP2

Personnel

Administrative Procedure – Insurance

Insurance benefits are only available to full time and permanent employees who work a minimum of thirty (30) hours per week. Those employees working less than thirty (30) hours per week are considered part-time. Temporary employees, like part-time employees, are not eligible for this insurance benefit.

If any employee eligible for this benefit wishes to waive their insurance coverage, if permissible with regard to the current insurance plan, they may sign a waiver indicating such refusal to participate.

For eligible nine (9) or ten (10) month professional, contractual staff who have formal written contracts for employment with L.E.A.S.E., and who have chosen to resign prior to the beginning of their next contractual year and who have completely fulfilled the obligations of their current year contract, insurance benefits will continue through the summer months of July and August which immediately follow the school year for which they were contracted. If the person becomes insured under another plan and wishes to have L.E.A.S.E. insurance terminated, this will be done as soon as feasible. Insurance for employees in this classification is, therefore, a twelve (12) month benefit. Therefore, C.O.B.R.A. rights, for continuing coverage at an individual's own expense, occur after the month of August for nine (9) or ten (10) month permanent, full time professional, formally written contracted employees. For all other employees/situations who leave the organization for any reason, coverage will be terminated at the end of the last month in which they were employed.

Life insurance will be provided to the employees of L.E.A.S.E. as follows:

Executive Director - $ 50,000.00

Assistant Director - $ 40,000.00

C.B.S. Principal / L.E.A.S.E. Coordinators - $ 30,000.00

All other employees - $ 20,000.00

C.O.B.R.A. Rights

Where applicable, required State and federal insurance benefits to employee's terminating full-time, permanent service shall be offered.

To be eligible for C.O.B.R.A. continuation coverage, the application must be returned to the L.E.A.S.E. Bookkeeper or other designee within 60 days of the employee's (or qualified beneficiaries) receipt of the application form or the date the certified mail receipt was signed. All legally required time limits will apply.

The qualified beneficiary will be required to pay the entire cost of the premium (employer and employee share) plus a 2% administration fee not to exceed 102% of the plan cost. Payments for coverage in the period up to the election need not be made by the qualified beneficiary until 45 days after the election. The first payment must be applied first to the period between the coverage loss date and the election date. Remaining payments are due on the first of each succeeding month and must be received within 30 days of the first of the month (the date they are due) or the coverage will be immediately canceled and cannot be renewed.

Coverage able to be continued under C.O.B.R.A. includes all coverage offered to qualified employees with the exception of short term/long term disability benefits or life insurance.

Should employees desire to enroll in only portions of the available coverage, this will be considered if possible and under the rules of the current insurance carrier.

LEG. REF.: Executive Committee Meeting Minutes December 11, 1986

Executive Committee Meeting Minutes January 14, 1988

Executive Committee Meeting Minutes November 14, 1991

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:272

Personnel

Insurance – Retirees

Medical insurance may be provided to L.E.A.S.E. employees upon retirement at the discretion of the L.E.A.S.E. Executive Committee. The L.E.A.S.E. policy regarding retirees' eligibility to remain in the L.E.A.S.E. group benefit plan is as follows:

1. A retiree who is an IMRF annuitant will have the option to elect at retirement to continue group medical coverage until the retiree reaches age 65 by continuing to pay without interruption the full required premium to the Cooperative.

2. A retiree who is a TRS annuitant and has ten (10) years of service with the Cooperative will have the option to elect at retirement to continue group medical coverage until the retiree reaches age 65 by continuing to pay without interruption the full required premium to the Cooperative.

3. Eligible retirees cannot continue Life, Accidental Death and Dismemberment, Dental, Vision or any other coverage's except group medical coverage.

At age 65, all eligible retirees' opportunity to participate in the L.E.A.S.E. insurance plan ceases.

4. The L.E.A.S.E. Executive Committee, at its sole discretion and at any time, reserves the right to amend the L.E.A.S.E. group insurance plan, to terminate or amend retiree eligibility, or to cease offering the plan in its entirety.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:280

Personnel

Educational Support Personnel Duties and Qualifications

All support staff: (1) must meet qualifications specified in job descriptions, (2) must be able to perform the essential tasks listed and/or assigned, and (3) are subject to Alliance policies as they may be changed from time-to-time at the discretion of the Governing Bodies.

Paraprofessionals and Teacher Aides

“Paraprofessionals” and “teacher aides” are non-certificated personnel with instructional duties; the terms are synonymous. Service as a paraprofessional or teacher aide requires a “statement of approval” issued by the Illinois State Board of Education (ISBE). A paraprofessional or teacher aide first employed in a program for students with disabilities on or before June 30, 2005, shall be subject to this requirement as of July 1, 2007.

A paraprofessional or teacher aide in a targeted assistance program that is paid with federal funds under Title I, Part A, or in a school-wide program that is supported with such funds, shall hold a “statement of approval,” issued by the ISBE, for this purpose.

Individuals with only non-instructional duties (e.g., providing technical support for computers, providing personal care services, or performing clerical duties) are not paraprofessionals or teacher aides and the requirements in this section do not apply. In addition, individuals who are completing their clinical experiences and/or student teaching do not need to comply with this section, provided they otherwise qualify for instructional duties under ISBE rules.

Non-certificated Personnel Working with Students Performing Non-Instructional Duties

Non-certificated personnel performing non-instructional duties may be used:

1. For supervising study halls, long distance teaching reception areas used incident to instructional programs transmitted by electronic media (e.g., computers, video, and audio), detention and discipline areas.

2. As supervisors, chaperones, or sponsors for non-academic school activities; or

3. For non-teaching duties not requiring instructional judgment or student evaluation.

Nothing in this policy prevents a non-certificated person from serving as a guest lecturer or resource person under a certificated professional personnel's direction and with the administration's approval.

Coaches and Athletic Trainers

Athletic coaches and trainers shall have the qualifications required by any association in which the School District maintains a membership. Regardless of whether the athletic activity is regulated by an association, all coaches must have completed a course on coaching principles and sport’s first aid. The Superintendent or designee shall ensure that all coaches have completed appropriate training programs. Anyone performing athletic training services shall be licensed under the Illinois Athletic Trainers Practice Act, be an athletic trainer aide performing care activities under the on-site supervision of a licensed athletic trainer, or otherwise be qualified to perform athletic trainer activities under State law.

Bus Drivers

All school bus drivers must have a valid school bus driver permit. New bus drivers and bus drivers who are returning from a lapse in their employment are subject to the requirements contained in Board policy 5:30, Hiring Process and Criteria and Board policy 5:285, Drug and Alcohol Testing for School Bus and Commercial Vehicle Drivers.

LEGAL REF.: No Child Left Behind Act of 2001, 20 U.S.C. §6319(c).

34 C.F.R. §§200.58 and 200.59.

105 ILCS 5/10-22.34, 5/10-22.34a, and 5/10-22.34b.

625 ILCS 5/6-104 and 5/6-106.1.

23 Ill.Admin.Code §§25.510, 25.520.

CROSS REF.: 4:110 (Transportation), 4:170 (Safety), 5:30 (Hiring Process and Criteria), 5:35 (Compliance with the Fair Labor Standards Act), 6:250 (Community Resource Persons and Volunteers)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:290

Personnel

Employment Termination and Suspensions

Resignation and Retirement

An employee is requested to provide 2 weeks' written notice of a resignation. A written resignation notice cannot be revoked once given. Any resignation notice must be presented to and accepted by the L.E.A.S.E. Executive Committee. An employee planning to retire should notify his or her supervisor at least 2 months before the retirement date.

Non-RIF Dismissal

The Alliance may terminate an at‑will employee at any time subject to State and federal law. The Director or Designee may recommend an employee's discharge subject to the Executive Committee's approval.

Employees who are employed annually or have a contract, or who otherwise have a legitimate expectation of continued employment, may be dismissed: (1) at the end of the school year or at the end of their respective contract after being provided appropriate notice and after compliance with any applicable contractual provisions, or (2) mid-year or mid-contract provided appropriate due process procedures are provided.

The Executive Director or designee is responsible for making dismissal recommendations to the School Board consistent with the Board’s goal of having a highly qualified, high performing staff.

Reduction in Force and Recall

This section is applicable whenever the Executive Committee decides to decrease the number of educational support personnel or to discontinue some particular type of educational support service and, as a result of that action, an educational support employee is removed, dismissed, or his or her hours are reduced.

The Executive Committee shall use a seniority list to determine the order of dismissal or removal. The seniority list, categorized by positions, shows the length of continuing service of each full-time educational support employee. The employee with the shorter length of continuing service within the respective category of position shall be dismissed first.

Except as provided below, written notice will be given the employee by certified mail, return receipt requested, at least 30 days before the employee is removed or dismissed, or his or her hours are reduced, together with a statement of honorable dismissal and the reason therefore if applicable. The prior written notice will be extended to at least 90 days if the lay-off is due to the Alliance entering into a contract with a third party for non-instructional services. The prior written notice will be shortened to at least 5 days before an employee’s hours are reduced as a result of an unforeseen reduction in the student population.

Any vacancies for the following school term or within one calendar year from the beginning of the following school term, shall be offered to the employees so removed or dismissed from that category or any other category of position provided they are qualified to hold such positions.

Termination of Employment

Employment of professional staff members may be terminated by the Executive Committee upon recommendation of the Director for one of the following reasons:

Probationary Employees

A non-tenure professional staff member may be terminated during his or her probationary period if it is determined that the staff member is not providing satisfactory service; or if the staff member's service is not meeting the needs of L.E.A.S.E.; or if continued employment of the staff member would not be in the best interest of L.E.A.S.E.; or without a cause being stated. Termination will be made upon the recommendation of the Director with the approval of the Executive Committee. Professional staff members terminated will be notified by registered mail at least sixty (60) days prior to the end of the contract year during which such action is taken.

Tenured Employees

The L.E.A.S.E. Executive Committee may dismiss a professional staff member for "incompetence, cruelty, negligence, immorality or other sufficient cause and . . . whenever, in its opinion, the interests of the school require it . . ." (Section 10-22.4 of the Illinois School Code). Dismissal requires action by the majority of the Executive Committee upon the recommendation of the Director. In cases of dismissal, the Executive Committee and the Director shall be guided by the provisions of Section 24-12 of the Illinois School Code.

Elimination of Position for Employees (Reduction In Force)

Tenured professional staff members, whose positions are eliminated, shall at that time be provided an opportunity to accept other available positions for which they are qualified. If the staff member is tenured, he/she shall be provided the option of accepting a position, for which he/she is qualified, held by a probationary staff member. Professional staff members terminated for this reason shall be given notice in writing at least sixty (60) days prior to the close of the contract year.

Final Paycheck

A terminating employee's final paycheck will be adjusted for any unused, earned vacation credit. Employees are paid for all earned vacation. Terminating employees will receive their final pay on the next regular payday following the date of termination, except that an employee dismissed due to a reduction in force shall receive his or her final paycheck on or before the third business day following the last day of employment.

Suspension

Except as provided below, the Director is authorized to suspend an employee with pay as a disciplinary measure, during an investigation into allegations of misconduct, or pending a dismissal hearing whenever, in the Director's judgment, the employee's presence is detrimental to the Alliance. A disciplinary suspension shall be with pay: (1) when the employee is exempt from the overtime provisions of the federal wage and hour laws, or (2) until an employee with an employment contract for a definite term is provided a notice and hearing according to the suspension policy for professional employees.

The L.E.A.S.E. Executive Committee may suspend a staff member with or without pay according to L.E.A.S.E. Administrative Procedure.

LEGAL REF.: 105 ILCS 5/10-23.5 and 5/10-22.34 and 5/10-22.34c

820 ILCS 105/4a.

Ill. Rev. Stat., ch. 122, para. 24-11 (1985)

Ill. Rev. Stat., ch. 122, para 24-12 (1985)

CROSS REF.: 5:240 (Suspension), 5:270 (Employment At-Will, Compensation, and Assignment)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300

Personnel

Educational Support Personnel - Schedules and Employment Year

The work year of all L.E.A.S.E. staff shall be established by the Executive Committee upon the recommendation of the Director.

The Director shall supervise a process for setting work schedules and an employment year for educational support employees in accordance with State and federal law, Board policy, and applicable agreements and shall:

1. Assign each employee one supervisor who will establish a work schedule, including breaks, as required by building or Alliance needs, work load, and the efficient management of human resources;

2. Allow for the ability to respond to changing circumstances by altering work schedules as needed; and

3. Consider the well-being of the employee. The Director’s approval is required to establish a flexible work schedule or job-sharing.

Twelve-Month Employees

Twelve-month employees work daily (Monday through Friday) except holidays and earned vacation time.

Custodians and maintenance personnel work a 37.5-hour week, with the individual time schedule developed by the supervisor and subject to individual building needs. Custodians assume the additional responsibility for building checks as outlined in their job description.

Administrative office personnel work a 37.5-hour week with the individual time schedule developed by the supervisor and subject to the Alliance's needs. Twelve-month non-certified staff salaries will be based upon (52) weeks or 260 weekdays after the beginning of the fiscal year on July 1.

Ten-Month Employees

On days when central office operations are canceled due to emergency situations, staff assigned to the central office will not be required to report for work.

Non-certified secretarial staff hired on a 10 month basis shall begin work during August with the specific starting date to be determined at the discretion of the Director of L.E.A.S.E. L.E.A.S.E. central office ten month non-certified secretarial staff salaries are based upon a period of forty-four (44) weeks or 220 weekdays after their starting date. The C.B.S. secretary salary is based upon forty-five (45) weeks or 225 weekdays after his/her starting date.

School Year Employees

School year employees work the school calendar year unless otherwise specified. Classroom aides work a schedule subject to building needs as determined by the Building Principal.

Hourly Employees

Work as needed and approved by immediate supervisor.

Supervisory Staff

The work day and work year for supervisory staff shall be similar to other personnel except that supervisory personnel are employed for specific tasks and such personnel are expected to work beyond the regular work day in order to accomplish such tasks when necessary.

Breaks

Employees who work at least 7.5 continuous hours shall receive a 30 minute duty-free meal break which begins within the first 5 hours of the employee's work day. The Alliance accommodates employees who are nursing mothers according to provisions in the Nursing Mothers in the Workplace Act. P.A. 92-0068.

LEGAL REF.: Fair Labor Standards Act, 29 U.S.C. §207 et seq.

P.A. 92-0068 (Nursing Mothers in the Workplace Act)

105 ILCS 5/10-20.14a, 5/10-22.34, and 5/10-23.5.

820 ILCS 105/1 et seq. and 260/1 et seq.

CROSS REF.: 5:35 (Compliance with the Fair Labor Standards Act)

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300 AP1

Personnel

Administrative Procedure – Educational Support Personnel Wage Computation

Newly employed support staff salaries are determined according to the secretarial hiring schedule as approved by the L.E.A.S.E. Executive Committee based upon the total number of salaried days stated in policy 5:300.

If any full time support staff member feels it desirable to determine hourly wages for themselves, yearly salaries may be divided by the actual number of full time days worked and then by 7.5 hours per day worked to determine the hourly rate.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300 AP2

Personnel

Administrative Procedure –- Full-time Twelve Month Educational Support Personnel Vacation

All full-time, twelve month, support personnel shall be entitled to a yearly vacation with days accumulating according to the following schedule:

	Earned Vacation Days
Upon employment	Zero (0) vacation days
After the first year of full time employment through the tenth consecutive year	Two (2) weeks (10 days)
If the first year of employment is less than a full year, vacation earned on the following July 1 will be prorated by the number of actual days worked per the official staff calendar and rounded to the nearest whole number
After ten consecutive years of full time employment	Three (3) weeks (15 days)
After fifteen consecutive years of full time employment and thereafter	Four (4) weeks (20 days)

July 1st of each calendar year shall be the determining date for the number of vacation days earned for any given year.

For employees who have previously worked in the LEASE central office, but who left for an interim period, previous years of experience may be granted at the discretion of the Director towards years of experience for vacation credit.

Pay for vacation time will be based upon the daily rate of pay for the employee for a standard work day at the central office.

Requests for Vacation Time

Persons requesting to use vacation time shall clear dates with the Director or his designee no later than one week prior to the first vacation day requested when the request is for using 1 to 4 days of vacation time.

When requesting 1 week (5 days) or more vacation time, notice must be presented to the Director or his designee at least 2 weeks prior to taking the first day requested. After vacation time has been approved as requested, any deviation from that schedule must be cleared with the Director or his designee.

Accumulation

Vacation time is not cumulative from year to year (July 1 through June 30).

Lunch Hour and Other Regularly Occurring Duties

Persons taking a vacation or a day when they are assigned to lunch hour receptionist/secretarial duty or any other regularly occurring duty are responsible for recruiting a person or trading with a person to handle that scheduled duty.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300 AP3

Personnel

Administrative Procedure – Paid Holidays - Ten and Eleven Month Educational Support Personnel

The LEASE Executive Committee recognizes the following holidays which occur during the work week as paid days for 10 and 11 month support personnel.

New Year's Day

Martin Luther King Jr.'s Birthday

President’s Day or Lincoln's Birthday

Casimir Pulaski Day

Good Friday

Monday following Easter

Memorial Day

Labor Day

Columbus Day

Veterans' Day

Thanksgiving Day

Day after Thanksgiving

Christmas Day

LEG. REF: Executive Committee Meeting April 15, 1986

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300 AP4

Personnel

Administrative Procedure – Educational Support Personnel - Maintenance Person Wage Computation

The L.E.A.S.E. maintenance person's salary will be adjusted by the same average annual percentage received by the central office staff covered by the secretarial / support staff hiring schedule unless otherwise determined by the L.E.A.S.E. Executive Committee.

LEG. REF.: L.E.A.S.E. Executive Committee minutes May 15, 1997

CROSS REF.:

ADOPTED:

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300 AP5

Personnel

Administrative Procedure – Educational Support Personnel - Illinois Municipal Retirement Fund (I.M.R.F.) Retirement Shelter

For non-certified support staff, unless otherwise determined by the L.E.A.S.E. Executive Committee, L.E.A.S.E. will tax shelter the required employee I.M.R.F. contribution on behalf of non-certified staff members from each non-certified staff members' gross salary amount.

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300 AP6

Personnel

Administrative Procedure – Educational Support Personnel - Overtime Pay

In order for a L.E.A.S.E. non-certified, support staff member to be paid overtime pay or be granted compensation time, all work and work hours must be pre-approved in writing by the L.E.A.S.E. Director utilizing the form developed for this purpose.

Overtime pay or compensation time for hours worked in excess of 40 hours per week will be granted at time and one-half utilizing the L.E.A.S.E. administrative procedure for determining the employee’s hourly rate of pay. (See L.E.A.S.E. Administrative Procedure 5.300 AP1.)

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:300 AP7

Personnel

Administrative Procedure – Educational Support Personnel - Secretarial Procedures

The secretarial staff of LEASE shall follow uniform procedures for handling the paperwork associated with referral/placement of students in special education.

Fall Facts Class List

Fall Facts Class lists are compiled by the Personnel/Child Count secretary from information received through the I.E.P.’s submitted after each I.E.P. meeting. Fall Facts Class lists are sent as soon as possible at the beginning of the new school year and are due back usually by mid-September. Fall Facts Class lists let us know if our classlists are accurate. Fall Facts Class Lists are sent to each special education teacher and speech/language therapist along with a copy of the cover memo which provides instructions on how to check / revise the reports and return them to L.E.A.S.E.

When the Fall Facts Class Lists come in, they are checked off by the Personnel/Child Count secretary. The reports are checked for discrepancies and given to the proper Coordinator for follow-up. The Coordinator will either follow up on this or will ask the secretary to do this. This will consist of pulling the file and making any necessary phone calls. If the teacher lists a student that we do not have, the Coordinator's secretary will contact the teacher for an IEP.

After all discrepancies are resolved, Coordinators’ secretaries return the IePoint Fall Facts class list to the Personnel/Child Count secretary so any changes can be made in IePoint. If there are no discrepancies to resolve, the secretary files the Coordinator's classlists per the Coordinator's instructions.

Transportation Lists

Transportation lists are kept by the Personnel/Child Count Secretary. The purpose of the transportation lists is to notify districts of out-of-district students who are coming into their district and also of students who are going out-of-district. These lists are sent to the district superintendents periodically during the school year.

Secretarial Procedures for IEP Staffing Reports

Before a student can be placed in a special education program, he needs to have an active I.E.P. The local district psychologist or other local district designee is responsible for scheduling the I.E.P. meeting and inviting the participants. The participants at the meeting include those listed by L.E.A.S.E. Policy 6:42 AP1.

Prior to I.E.P. meetings

If a Coordinator from LEASE is expected to attend a staffing, his/her secretary will prepare information needed by the Coordinator.

1. The psychologist/district contact will contact the secretary of the Coordinator involved in the meeting with the date of the meeting.

2. The secretary then checks the Coordinator's calendar to see if that date is open. If the date is not satisfactory, she will suggest another open date from the Coordinator's calendar.

3. When a time and date are agreed upon, the secretary then enters the student's name, time of staffing and location of staffing on the Coordinator's calendar.

4. The psychologist/district contact will then send written notice to all parties to be involved in the I.E.P. meeting prior to the meeting so as to allow for the required ten day notice to the parents.

5. At least one day before the meeting, the LEASE secretary pulls the student's file. If there is no file, one is made. The file is given to the Coordinator to take to the staffing.

Telephone Calls

Secretaries may place calls for Coordinators to all superintendents and psychologists or other designated local district staff.

Coordinators and secretaries must be aware of the appropriate district contact persons and the correct protocol for communicating with each district.

The Reading File & District Files

The purpose of the reading file is to provide easy access to all correspondence going out of the office.

While individuals may keep their own correspondence file for their individual use, copies of this information must also be included in the central reading file. Include in the central reading file a copy of all correspondence which goes out of this office that meets the following criteria. The reading file should be reviewed regularly by all staff persons in order to have a continuing and thorough knowledge of related and important happenings from other sectors of the organization.

The READING FILE should contain all correspondence:

from any L.E.A.S.E. staff person to any group of people or to any individual not a staff member of L.E.A.S.E. - Without exception, all correspondence to principals and/or superintendents must be copied to the reading file;

that may have potential district-wide or Cooperative-wide implications;

that is formal inter-office correspondence;

including brochures and invitations to inservices/meetings as well as newsletters;

including copies of faxes or emails sent that pertain to the above statements;

including ALL memos and letters sent to any district administrator/s or other agency and administrators.

*********************************************************************************

The READING FILE should NOT contain:

correspondence from individual Coordinators to individual teachers unless it has district-wide or Cooperative-wide implications;

confidential personnel information (should only be copied to a personnel file or other more appropriate file);

confidential information regarding a student (should be placed only in the appropriate student file);

*********************************************************************************

The DISTRICT FILES should contain:

any correspondence particular to a district with potential future implications for the district or for L.E.A.S.E.;

ALL financial billings made to individual districts;

correspondence received from an individual district that has potential future implications for the district or for L.E.A.S.E.;

a copy of any fax or email sent to or received from an individual district that meets the above district file requirements that has potential district-wide or Cooperative-wide implications;

deviation, waiver or compliance information sent regarding a specific district;

district contracts such as umbrella contracts, preschool agreement forms, etc.

LEG. REF.: Executive Committee Minutes April 15, 1986

CROSS REF.:

ADOPTED: September 11, 2008

Revised February 26, 2009

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:320

Personnel

Evaluation

Each staff member's job performance shall be evaluated by his/her direct supervisor in accordance with the “L.E.A.S.E. Personnel Evaluation Plan”. The evaluation process includes scheduled annual evaluations, on forms applicable to the job classification, and day-to-day appraisals.

Supervisors shall provide a copy of the completed evaluation to the employee and shall provide an opportunity to discuss it. The original should be signed by the employee and filed with the Director.

As appropriate, supervisors should discuss job performance issues with the Director that require attention with employees.

The Director shall make an informal report to the Executive Committee annually at the December or January meeting on the status of the performance of all L.E.A.S.E. personnel. The Director shall recommend the retention or dismissal of L.E.A.S.E. personnel to the L.E.A.S.E. Executive Committee annually on or before March 31.

The supervision of every employee shall include continuing evaluation and constructive suggestions toward improvement of performance.

In addition to the continuing evaluation, there shall be a formal evaluation procedure.

The purposes of the formal evaluation are:

1. assessment of performance for retention, reassignment and/or promotion or salary advancement;

2. improvement of performance through constructive suggestions which will help the employee realize his/her full potential;

3. maintaining in each employee's personnel file a record of his/her performance with LEASE.

The supervisor of each employee will complete each year a performance report for each employee in his/her area of responsibility, using the form applicable to the job classification. A copy shall be given to the employee and discussed with him/her. The original shall be signed by the employee and given to the Director for his review before it is filed in the employee's personnel file. If the employee refuses to sign the evaluation form, this will be so noted on the form by the supervisor.

LEGAL REF.:

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:320 AP1

Personnel

Administrative Procedure - Evaluation

1. Responsibility for Evaluation

Evaluation of all L.E.A.S.E. professional personnel is the responsibility of the L.E.A.S.E. Director and/or his designee. The Director of his designee should: (1) periodically evaluate in writing the level of performance of the people they supervise; (2) make the individual aware when necessary of the need for improved performance; (3) make recommendations to assist the individual's improvement of performance.

2. Formal Evaluation

During the school year, each tenured and non-tenured professional employee in the L.E.A.S.E. central office will receive at least one formal evaluation of their professional performance.

3. Informal Evaluation

During the school year, each tenured and non-tenured professional employee in the L.E.A.S.E. central office will receive at least one informal evaluation of their professional performance.

4. Evaluations in Writing

Formal evaluations may be in writing if requested by the employee or the L.E.A.S.E. Executive Committee, and a copy will be supplied to the staff member. A copy, signed by the staff member and the evaluator, will be placed in the staff member's personnel file. If the staff member refuses to sign a formal written evaluation, this will be so noted on the form.

5. Staff Members Comments

A staff member who has been formally evaluated will have the right to comment in writing regarding the evaluation. The comment, if the employee wishes, may be attached to the copy of the evaluation which is placed in the staff member's file.

6. Assistance

The evaluator shall attempt to provide the staff member assistance to improve the quality of his/her work and to eliminate the difficulties which may be noted in the evaluation pertaining to that staff member.

7. Remediation

Within 30 days after completion of an evaluation rating a teacher as “unsatisfactory”, the evaluator shall develop and commence a remediation plan that follows the guidelines set forth in 105 ILCS 5/24A.

LEG. REF.: 105 ILCS 5/24A

CROSS REF.:

ADOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:340

Personnel

Retirement

In order to receive maximum retirement benefits, staff members contemplating retirement for any given school year should make their intentions known by November 1 so that the administration can provide assistance in processing the necessary forms and making the proper arrangements.

An employee leaving L.E.A.S.E. of his/her own volition shall submit to the Director a letter of resignation. Such letter shall include a statement of the employee’s reason for terminating employment.

L.E.A.S.E. shall develop procedures for an early retirement program for professional and support staff employees.

LEGAL REF.: March 13, 2001, April 22, 1993; amended by the L.E.A.S.E. Executive Committee

December 8, 2005

CROSS REF.:

ADPOPTED: September 11, 2008

LaSalle/Putnam County Educational Alliance for Special Education (L.E.A.S.E.) 5:340 AP1

Personnel

Administrative Procedure – Early Retirement

Early retirement options may be offered yearly at the discretion of the L.E.A.S.E. Executive Committee to L.E.A.S.E. professional employees who will be 55 years of age or older prior to July 1 of their year of retirement. Such option shall not be offered to employees who will have reached the age of 65 prior to their date of retirement.

Such option will only be offered to professional employees who have been in the service of L.E.A.S.E. for a minimum of ten years preceding retirement.

Notwithstanding any other provision to the contrary, any professional staff member shall be eligible to apply for this program as long as the professional staff member does not elect to participate in any State early retirement program, which creates a financial obligation to L.E. A.S.E. The final decision to allow any L.E.A.S.E. employee to participate in this program will be the decision of the L.E.AS.E. Executive Committee.

If the professional employee exercises any early retirement option offered by the State of Illinois which creates a financial obligation to L.E.A.S.E., this renders the employee ineligible for the L.E.A.S.E. early retirement option and any or all of the financial incentives associated with it. Any L.E.AS.E. benefits previously provided under this circumstance must be paid back to L.E.AS.E. in full.

To access the L.E.AS.E. early retirement option, written notification of retirement and a letter of resignation must be submitted to the L.E.AS.E. Director by no later than February 1st of the school year preceding the beginning of the one, two or three year cycle described below.

Those professional employees meeting the above requirements, may be offered one of the following financial incentive plans:

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1. One Year Plan –

For any employee who request for retirement and resignation is received by February 1st of the school year preceding their final year of planned employment, L.E.AS.E. shall increase the employee’s salary so that any T.R.S. or I.M.R.F. creditable compensation and/or benefit increases, whether under contract or otherwise, shall not exceed the maximum amount which results in a teacher’s retirement annuity being fully funded by the Illinois Teacher Retirement System or the Illinois Municipal Retirement Fund (currently 6%*), without liability to the L.E.A.S.E. organization for any portion of the employee’s retirement annuity.

2. Two Year Plan -

For any employee whose request for retirement and resignation is received by February 1st of the school year more than two years prior to retirement, L.E.AS.E. shall increase the employee’s salary so that any T.R.S. or I.M.R.F. creditable compensation and/or benefit increases, whether under contract or otherwise, shall not exceed the maximum amount which results in a teacher’s retirement annuity being fully funded by the Illinois Teacher Retirement System or the Illinois Municipal Retirement Fund (currently 6%*), without liability to the L.E.A.S.E. organization for any portion of the employee’s retirement annuity.

3. Three Year Plan –

For any employee whose request for retirement and resignation is received by February 1^st more than three years preceding planned retirement, L.E.A.S.E. shall increase the employee’s salary so that any T.R.S. or I.M.R.F. creditable compensation and/or benefit increases, whether under contract or otherwise, shall not exceed the maximum amount which results in a teacher’s retirement annuity being fully funded by the Illinois Teacher Retirement System or the Illiniois Municipal Retirement Fund (currently 6%*), without liability to the L.E.A.S.E. organization for any portion of the employee’s retirement annuity.

The maximum number of employees allowed to participate concurrently in any one year, two year or three year cycle may be limited in each cycle to 30% of those employees eligible to apply in any given year. Any employees denied during one year will be allowed to participate the following year and not be considered in the 30% limitation on eligible employees. Eligibility will be granted primarily according to the total years of experience with L.E.A.S.E. and secondly by the total years of experience in public school teaching in Illinois. Those with the most years receive the highest priority.

Support staff may also request an early retirement benefit from the L.E.A.S.E. Executive Committee and such request will be considered on an individual basis. If accepted, salary enhancement will be determined on the basis of individual merit or similarly to the above three specific plans.

* This figure is subject to change as is necessary due to either a change precipitated by the Teacher Retirement System, the Illinois Municipal Retirement Fund or by the L.E.A.S.E. Executive Committee. In no event will the compensation and/or benefit increases indicated by this policy and procedure exceed the threshold amount which triggers any obligation for the organization to pay additional amounts (in the form of a one time payment or payments over time) to cover all or part of an employee's retirement annuity or cover any penalty as assessed by either the Teacher Retirement System or the Illinois Municipal Retirement Fund.

Staff Eligible for the I.M.R.F. Early Retirement Incentive Program

For any L.E.A.S.E. staff member eligible to apply for and meeting all the requirements of the I.M.R.F. Early Retirement Incentive Program and who provides the L.E.A.S.E. Director with a formal notice of the intent to retire at least six months prior to retirement, a bonus of $100 will be granted for each consecutive year (consecutive 12 month period) that the employee has worked for L.E.A.S.E. This bonus will be paid over the last six to twelve months of salary unless otherwise agreed upon by the Director.

LEGAL REF.: March 13, 2001 L.E.A.S.E. Executive Committee Minutes

April 22, 1993

Amended by the L.E.A.S.E. Executive Committee December 8, 2005

CROSS REF.:

ADOPTED: September 11, 2008