Emp Handbook 2018-2019 final

Region 3 Education Service Center Employee HandbookThe preferred and most trusted provider for products and services that guarantees viable solutions

Table of contents Section-Page   1-1 1-2Section 1Introduction 2-4 2-4 Employee policy/handbook receipt 2-4 2-4Section 2 2-5ESC information 2-5 2-6 Description of the ESC 2-6 Vision Statement 2-6 Mission & Goals 2-7 Board of directors 2-7 Board meeting schedule Administration 3-8 Organizational chart 3-8 Contacts 3-8 ESC calendar 3-8 Operating hours 3-9 3-9Section 3 3-10Employment 3-10 3-10 Equal employment opportunity 3-11 Criminal history record 3-11 Job vacancy announcements 3-11 Employment after retirement 3-12 Employee Classification 3-12 Assignments 3-12 Workload and work schedules 3-13 Time and Effort 3-13 Dual employment Searches, alcohol, and drug testing Performance Evaluation Employee involvement Staff development Name badges First Aid, CPR, Health Safety Expression of Breast Milk i Region 3 ESC Employee Handbook August 1, 2016

Table of contents Section-PageSection 4 4-14Compensation and benefits 4-14 4-14 Salaries, wages, and stipends 4-15 Paychecks 4-15 Automatic payroll deposit 4-15 Payroll deductions 4-16 Overtime compensation 4-16 Travel expense reimbursement 4-17 Health, dental, and life insurance 4-17 Supplemental insurance benefits 4-17 Cafeteria plan benefits (Section 125) 4-18 Workers’ compensation insurance 4-18 Unemployment compensation insurance 4-18 Teacher retirement 4-18 Coffee Fund Employee Fund 5-19 5-19Section 5 5-20Leaves and absences 5-21 5-21 Use of Leave 5-22 Local Transferrable Leave 5-22 Longevity Leave 5-22 State sick leave 5-23 ESC (Local) sick leave 5-26 Non-duty (non-paid) days 5-26 Reporting to work 5-26 Family and Medical Leave General Provisions 5-26 Workers’ compensation benefits 5-27 Jury duty 5-27 Compliance with Subpoena Truancy Court Appearances 6-28 Religious Observance 6-28 Military leave 7-29Section 6Employee relations and communications August 27, 2018 Employee recognition and appreciationSection 7Complaints and grievances ii Region 3 ESC Employee Handbook

Table of contentsSection 8 Section-PageEmployee conduct and welfare 8-30 Standards of conduct 8-30 Code of Ethics and Standard Practices for Texas Educators 8-30 Discrimination, harassment or retaliation 8-33 Notice of Employee Rights 8-33 Harassment of Students and Others 8-33 Alcohol and Drug-abuse prevention 8-34 Reporting suspected child abuse 8-34 Reporting suspected abuse of elderly or disabled persons 8-35 Reporting Crime 8-36 Associations and political activities 8-36 Safety 8-36 Tobacco products and E-Cigarette Use 8-37 Employee Arrests and convictions 8-37 Criminal History Background Checks 8-38 Possession of firearms and weapons 8-38 Copyrighted materials 8-38 Computer use and data management 8-39 Fraud and financial impropriety 8-39 Gifts and favors 8-40 Conflict of interest 8-40 Pest control treatment 8-40Section 9 9-42General Procedures 9-42 9-42 Bad weather closing 9-42 Emergencies 9-43 Purchasing procedures 9-43 Name and address changes 9-43 Changes in insurance coverage 9-43 Personnel records 9-44 Building use 9-44 Fees 9-44 Children in Center 9-44 Center vehicles 9-45 Instructional resources 9-45 ESC media van route delivery 9-45 Maintenance Non-Emergency 9-45 Evacuation of building Continuous Improvement Team (CIT)/Suggestion Box August 27, 2018 iii Region 3 ESC Employee Handbook

Table of contents Section-PageSection 10 10-46Termination of employment 10-46 10-46 Resignations 10-46 Dismissal of employees 10-46 Exit interviews and procedures 10-47 Reports to the Texas Education Agency Reports concerning court-ordered withholding 11-48 11-48Section 11 11-48Student issues 12-49 Student records Psychotropic drugsAppendix iv Region 3 ESC Employee Handbook August 27, 2018

Introduction Section 1The purpose of this handbook is to provide information that will help with questions and pavethe way for a successful year. Not all ESC policies and procedures are included. Those that arehave been summarized. Suggestions for additions and improvements to this handbook arewelcome and may be sent to the Executive Director.This handbook is neither a contract nor a substitute for the official ESC policy manual or thebusiness procedures. It is not intended to alter the at-will status of non-contract employees in anyway. Rather, it is a guide to and a brief explanation of ESC policies and procedures related toemployment. ESC policies and procedures can change at any time; these changes shall supersedeany handbook provisions that are not compatible with the change.For more information, employees may refer to the policy codes that are associated withhandbook topics, confer with their supervisor, or call the appropriate ESC office.ESC Policy is available on-line for employee review. It may be accessed via the R3 StaffDashboard by clicking link R3 Policy (Web Link on the left hand side menu. It is also accessiblevia the Internet at the link: http://pol.tasb.org/Home/Index/1194If additional information is needed, please see your immediate supervisor or the ExecutiveDirector.   1 Region 3 ESC Employee Handbook August 27, 2018

ACKNOWLEDGMENT OF ACCESS TO POLICIES AND EMPLOYEE HANDBOOK 2018-2019The Region 3 Education Service Center policies are available electronically. Following are specific policieswhich address fiscal management, employee benefits, conduct, and welfare. You may review any and allpolicies adopted by the Board.CAA (Local) Fiscal Management Goals and Objectives: Financial Ethics (Fraud Policy)CKD (Legal) Safety Program/Risk Management: SecurityCRD (Legal) Insurance and Annuities Management: Health and Life InsuranceCRD (Local) Insurance and Annuities Management: Health and Life InsuranceCW (Local) Intellectual PropertyDAA (Legal) Employment Objectives: Equal Employment OpportunityDAA (Local) Employment Objectives: Equal Employment OpportunityDAB (Legal) Employment Objectives: Genetic NondiscriminationDBA (Legal) Employment Requirements and Restrictions: Credentials and RecordsDBA (Local) Employment Requirements and Restrictions: Credentials and RecordsDBAA (Legal) Employment Requirements and Restrictions: Criminal History and Credit ReportsDBB (Local) Employment Requirements and Restrictions: Medical Examinations andDBD (Legal) Communicable DiseasesDBD (Local) Employment Requirements and Restrictions: Conflict of InterestDC (Legal) Employment Requirements and Restrictions: Conflict of InterestDC (Local) Employment PracticesDEA (Legal) Employment PracticesDEA (Local) Compensation and Benefits: Salaries, Wages, and StipendsDEB (Legal) Compensation and Benefits: Salaries, Wages, and StipendsDEB (Local) Compensation and Benefits: Leaves and AbsencesDEBA (Legal) Compensation and Benefits: Leaves and AbsencesDEBB (Legal) Leaves and Absences: Family and Medical LeaveDG (Legal) Leaves and Absences: Military LeaveDGA (Legal) Employee Rights and PrivilegesDGA (Local) Employee Rights and Privileges: Freedom of AssociationDGBA (Legal) Employee Rights and Privileges: Association and ParticipationDGBA (Local) Personnel-Management Relations: Employee Complaints/GrievancesDH (Legal) Personnel-Management Relations: Employee Complaints/GrievancesDH (Local) Employee Standards of ConductDH (Exhibit) Employee Standards of Conduct Employee Standards of Conduct (Code of Ethics and Standard Practices for TexasDHA (Legal)DHA (Local) EducatorsDHA (Exhibit) Employee Standards of Conduct: Sexual Harassment/Sexual Abuse Employee Standards of Conduct: Sexual Harassment/Sexual AbuseDHB (Legal) Employee Standards of Conduct: Sexual Harassment/Sexual AbuseDI (Legal) Notice of Employee RightsDI (Local) Employee Standards and Conduct: Searches and Alcohol/Drug Testing Employee Welfare Employee Welfare 2 Region 3 ESC Employee Handbook August 27, 2018

DI (Exhibit) Employee Welfare: Drug-Free Workplace RequirementsDK (Local) Calendar of HolidaysDNA (Local) Accountability: Performance AppraisalEA (Legal) Public Information ProgramEAB (Legal) Pubic Information Program: Access to Public InformationEC (Legal) Electronic Communication and Data ManagementEC (Local) Electronic Communication and Data ManagementED (Legal) Relations with Other Governmental Entities (Child Abuse)I accept responsibility for accessing the policies and Employee Handbook through an accessiblecomputer and printer.ESC Policy access is available internally at the R3 Staff Dashboard, click on R3Policy (Web Link on the left hand side menu). For external access, the URLaddress is: http://pol.tasb.org/home/index/1194Employee Handbook is available internally at the R3 Staff Dashboard, click on EmployeeHandbook on the left hand side menu.If I have any questions regarding these policies or Employee Handbook, I should direct those questions theExecutive Director, at 361-573-0731.I agree to read the Employee Handbook and abide by the standards, policies, and procedures defined orreferenced in the document. The information in the Employee Handbook is subject to change. I understandthat changes in ESC policies may supersede, modify, or render obsolete the information summarized in theEmployee Handbook. As the ESC provides updated policy information, I accept responsibility for readingand abiding by the changes.I understand that no modifications to contractual relationships or alterations of at-will employmentrelationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or department head of any changes inpersonal information such as phone number, address, etc. I also accept responsibility for contacting mysupervisor or the Executive Director if I need further explanations on the policies or Employee Handbook.Employee Name Printed: ________________________ Date: _________________Employee Signature: ________________________Component: ________________________________________________ 3 Region 3 ESC Employee Handbook August 27, 2018

ESC information Section 2Description of the ESCRegion 3 is one of twenty education service centers in the State of Texas. Region 3 services 39school districts in eleven counties: Calhoun, Colorado, DeWitt, Goliad, Jackson, Karnes,Lavaca, Matagorda, Refugio, Victoria, and Wharton.Vision statementThe preferred and most trusted provider for products and services that guarantee viable solutions.MissionPolicy AD (http://pol.tasb.org/Home/Index/1194)Region 3 Education Service Center is committed to improving the performance of all learners.Goals  Create a culture of Excellence.  Prepare Students for college, career or military service.       4 Region 3 ESC Employee Handbook August 27, 2018

Board of directorsPolicies BA Series, BB Series, BD Series, BE Series (http://pol.tasb.org/Home/Index/1194)Education Code 8.003(a) grants the board of directors the power to govern and oversee themanagement of the ESC. The board is the policy-making body within the ESC and has overallresponsibility for the curriculum, annual budget, employment of the executive director, contracts,grants, and property. The board has complete and final control over service center matters withinlimits established by law and State Board of Education rules.The board of directors is elected by the boards of trustees of the districts in the Region 3 area andserve three-year terms. Directors serve without compensation, must be a U. S. citizen, be at least18 years of age, and be a resident of the Region 3 area. To hold the office of Board member onemay not be engaged professionally in a public school district nor be a member of a school districtboard of trustees, nor be a member of the board of trustees of any institution of higher education.The eligibility of a Board member is determined by the requirements specified in 19 TAC53.1001 (b) (1) as they existed on the date the Board member was elected or appointed to office.Board members: Chair: Mr. Reggie Brisco, Jackson and Colorado Counties Vice Chair: Mrs. Christy Paulsgrove, Goliad and Karnes Counties Secretary: Mrs. Sandra Kimball, Matagorda County Member: Mrs. Laura Whitson, DeWitt and Lavaca Counties Member: Mrs. Judy Waligura, Wharton County Member: Mr. Anthony C. Dueser, Victoria County Member: Mr. Dwight Mutschler, Calhoun and Refugio Counties Charter School Representative: Pending approval by Commissioner of EducationBoard meeting scheduleDirectors usually meet once every two months at the Region 3 ESC Board Room. Specialmeetings may be called when necessary. A written notice and agenda of regular and specialmeetings will be posted at the ESC’s administrative office and with the Secretary of State and theRegion 3 website at least 72 hours prior to the scheduled meeting time. The written notice willshow the date, time, place, and subjects of each meeting. In emergencies, a meeting may be heldwith a two-hour notice.All meetings are open to the public. Under the following circumstances, Texas law permits theboard to go into a closed session: to discuss prospective gifts or donations, real propertyacquisition, personnel issues including conferences with employees and employee complaints,security matters, student discipline, or to consult with attorneys. 5 Region 3 ESC Employee Handbook August 27, 2018

AdministrationThe regional education service center board of directors shall employ an Executive Director.The selection and dismissal of the Executive Director is subject to the approval of theCommissioner of Education.The Executive Director is the chief executive officer of the regional education service center andmay employ personnel as necessary to carry out the functions of the center. The ExecutiveDirector shall hold a graduate degree, have extensive management experience and otherqualifications determined by the Board and the Commissioner.The Executive Director reports to and is accountable to the ESC Board for management andoperation of the ESC in accordance with Board policies and may delegate duties to a designee.  Executive Director: Charlotte Baker, Ext. 204  Deputy Executive Director for Business: Laura Ratliff, Ext. 273  Deputy Executive Director for Academic Services: Mitzi McAfee, Ext. 214  Deputy Executive Director for Early Childhood Intervention: Linda Ledwig, Ext. 217  Deputy Executive Director for Technology and Information Systems: Mary Beth Matula, Ext. 257Organizational ChartAnnually, an organizational structure is approved by the Region 3 ESC Board of Directors. Seethe appendix for a link to the Region 3 ESC Website for a copy of the organizational chart(Administrative Organizational Chart).ContactsFrom time to time, employees have questions or concerns. If supervisors or component leveladministrators cannot answer those questions or concerns, the employee is encouraged to contactthe appropriate administrators as listed.  Executive Director: Charlotte Baker, Ext. 204  Deputy Executive Director for Business: Laura Ratliff, Ext. 273  Deputy Executive Director for Academic Services: Mitzi McAfee, Ext. 214  Deputy Executive Director for Early Childhood Intervention: Linda Ledwig, Ext. 217  Deputy Executive Director for Technology and Information Systems: Mary Beth Matula, Ext. 257Contacts Referred to in Handbook:  Kelly Hauboldt, Executive Assistant, Extension 201  Linda Ledwig, Deputy Executive Director for Early Childhood Intervention (ECI), Extension 217 6 Region 3 ESC Employee Handbook August 27, 2018

 Maintenance Supervisor, Deanna Wigzell, Purchaser/Risk Manager, Extension 256  Jennifer Sappington, Chief Financial Officer, Extension 286  Regina Mitchell, Payroll Clerk, Extension 285CalendarAnnually a calendar is adopted by the ESC Board of Directors. The Service Center’s calendar isdeveloped based on the calendars of school districts in the region. Exact dates are annuallyadopted by the ESC Board and announced by September. See the appendix for a link to theRegion 3 ESC Website to view the current Board-adopted ESC and ECI calendars.Operating hoursThe normal operating business day is from 8 a.m. to 5 p.m. Monday through Thursday and 8:00a.m. to 4:30 p.m. on Friday. Employees are assigned to work schedules based on department andschool district needs. 7 Region 3 ESC Employee Handbook August 27, 2018

Employment Section 3Equal employment opportunityPolicy DAA (http://pol.tasb.org/Home/Index/1194)The Region 3 Education Service Center does not discriminate against any employee or applicantfor employment because of race, color, religion, gender, sex (including pregnancy) nationalorigin, age, disability, military status, genetic information, or on any other basis prohibited bylaw. Additionally, the district does not discriminate against an employee or applicant who acts tooppose such discrimination or participates in the investigation of a complaint related to adiscriminatory employment practice. Employment decisions will be made on the basis of eachapplicant’s job qualifications, experience, and abilities.Employees with questions or concerns about discrimination based on sex, including sexualharassment, should contact the Title IX coordinator Mitzi McAfee or any Region 3administrator. Employees with questions or concerns about discrimination on the basis of adisability should contact Mitzi McAfee, the ADA/Section 504 coordinator. Questions orconcerns relating to discrimination for any other reason should contact Anthony Dueser, DeputyExecutive Director for Business.Criminal history recordPolicy DC, CN (http://pol.tasb.org/Home/Index/1194)The ESC may obtain criminal history record information on a person the ESC intends to employ.The ESC may routinely obtain criminal history record information on current employees.National criminal history checks based on an individual’s fingerprints, photo, and otheridentification will be conducted on new employees and entered into the Texas Department ofPublic Safety (DPS) Clearinghouse.This database provides the ESC and SBEC with access to an employee’s current nationalcriminal history and updates to the employee’s subsequent criminal history. The ESC shallobtain criminal history records for contracted transportation services as provided by law and mayobtain criminal history records on individuals providing contracted services. National criminalhistory checks based on an individual’s fingerprints, photo, and other identification may beconducted on current employees. Employment at Region 3 ESC is contingent upon Fingerprintresults.Job vacancy announcementsPolicy DC (http://pol.tasb.org/Home/Index/1194)To the extent possible, announcements of job vacancies by position and location are distributedon a regular basis and posted on the bulletin boards in the break room, posted on the Region 3Web site and the conference center lobby of the Education Service Center building. 8 Region 3 ESC Employee Handbook August 27, 2018

Employment after retirementIndividuals receiving retirement benefits from the Teacher Retirement System (TRS) may beemployed under certain circumstances on a full- or part-time basis without affecting theirbenefits, according to TRS rules and state law. Detailed information about employment afterretirement is available in the TRS publication Employment After Retirement. Employees cancontact TRS for additional information by calling 800-223-8778 or 512-542-6400. Informationis also available on the TRS Website (www.trs.texas.gov).Teacher Retirement Services (TRS) retirees are responsible for understanding TRS employmentrequirements and how employment may affect their retirement benefits so as to not jeopardizetheir retirement incomeEmployee ClassificationPolicy DEA Series (http://pol.tasb.org/Home/Index/1194)The Executive Director or designee shall determine the classification of positions or employeesas “exempt” or “nonexempt” for purposes of payment of overtime in compliance with the FairLabor Standards Act (FLSA).Exempt Employees. The ESC shall pay employees who are exempt from overtime payrequirements of the Fair Labor Standards Act on a salary basis. The salaries of these employeesare intended to cover all hours worked and the ESC shall not make deductions that are prohibitedunder the FLSA. Exempt classified employees are not restricted to forty hours per week but areexpected to work number of hours necessary to complete their job responsibilities.Non-Exempt Employees. Non-exempt employees are employed at will and not by contract.Employment is not for any specified term and may be terminated at any time by either theemployee or the ESC. Nonexempt employees are compensated on an hourly basis and shall becompensated for all hours worked.Employees who are paid on a monthly basis are paid for a 40-hour workweek. Nonexemptemployees are not authorized to work beyond their normal work schedule without advanceapproval from their supervisor. See section titled \"Overtime compensation.\"Policy DBA, DF (http://pol.tasb.org/Home/Index/1194)Certification and Licenses. Professional employees whose positions require SBEC certificationor Professional License are responsible for taking actions to ensure their credentials do not lapse.Employees must submit documentation that they have passed the required certification exam and/or obtained or renewed their credentials to the Executive Assistant upon renewal or uponreceipt.A certified employee’s employment may be voided without due process and employmentterminated if the individual does not hold a valid certificate or fails to fulfill the requirements 9 Region 3 ESC Employee Handbook August 27, 2018

necessary to renew or extend a license or certificate. Employment may also be voided if SBECsuspends or revokes certification because of an individual’s failure to comply with criminalhistory background checks.AssignmentsPolicy DC (http://pol.tasb.org/Home/Index/1194)All personnel are subject to assignment and reassignment by the Executive Director.Supplemental duty assignments may be reassigned at any time. Employees who object to areassignment may follow the ESC process for employee complaints as outlined in this handbookand ESC policy DGBA (Local).Workload and work schedulesPolicy DC (http://pol.tasb.org/Home/Index/1194)Exempt employees. Professional and administrative employees are exempt from overtime payand are employed according to the work schedules set by the ESC. A calendar is adopted eachyear designating the work schedule for staff and holidays. Notice of work schedules includingrequired days of service and scheduled holidays will be posted each school year. Professionalschedules may vary from the published schedule based on the needs of the school districts.Non-Exempt Paraprofessional and auxiliary employees. Non-exempt employees areemployed at will and receive notification of the required duty days, holidays, and hours of workfor their position on an annual basis. Paraprofessional and auxiliary employees are not exemptfrom overtime and are not authorized to work in excess of their assigned schedule without priorapproval from their supervisor.Time and EffortAccurate time and effort and leave records must be maintained and reported by each employee.Actual time attributed to each project should be recorded daily.Non-exempt employees should report actual time worked using ESC established time keepingsystem. The computerized system is accessed using TimeClock+. User will login using theiremployee number. Along with TimeClock+, employees should report actual time attributed toeach funding source via the escWorks Accountability system. The TimeClock+ completed timesheets are to be submitted on a weekly basis and the escWorks Accountability are to besubmitted monthly no later than 3rd work day of following month.Exempt employees should report actual time attributed to each funding source via the escWorksAccountability system. Time sheets are to be submitted monthly no later than 3rd work day offollowing month. 10 Region 3 ESC Employee Handbook August 27, 2018

Dual employmentPolicy DC (http://pol.tasb.org/Home/Index/1194)Employees who wish to accept outside employment shall submit a written notification to theirsupervisor. Approval for outside employment will be determined by the supervisor based onwhether outside employment interferes with the duties of their regular assignment. TheExecutive Director will consider outside employment on a case-by-case basis and determinewhether it should be prohibited because of a conflict of interest.Full-time ESC employees shall not provide services to schools in the region at any time forpersonal honoraria or expenses. Approval by the Executive Director is required to provideservices outside the region for honoraria during non-duty or other designated free time. Also seeConflict of Interest 8-41 in this handbook.ESC personnel shall not be paid an honoraria or fee in addition to salary for performance of atask or tasks of an educational nature for other ESCs.Searches and alcohol and drug testingPolicy DHB (http://pol.tasb.org/Home/Index/1194)Non-investigatory searches in the workplace, including accessing an employee’s desk, filecabinets, e-mail, computers or work area to obtain information needed for usual businesspurposes may occur when an employee is unavailable.Therefore, employees are hereby notified that they have no legitimate expectation of privacy inthose places. In addition, the ESC reserves the right to conduct searches when there is reasonablecause to believe a search will uncover evidence of work-related misconduct.Such an investigatory search may include drug and alcohol testing if the suspected violationrelates to drug or alcohol use.The ESC may search the employee, the employee’s personal items, work areas, including ESCowned technology resources, cabinets and private vehicles parked on ESC premises or work sitesor used in ESC business.Employees with questions or concerns related to alcohol and drug polices and related educationalmaterials should contact the Office of the Executive Director. Random alcohol and drug testingof employees in some “safety-sensitive” positions have been upheld as a reasonable search.Performance evaluationPolicy DNA (http://pol.tasb.org/Home/Index/1194)Evaluation of an employee’s job performance is a continual process that focuses onimprovement. All service center administrators and staff are responsible for participating and 11 Region 3 ESC Employee Handbook August 27, 2018

completing an Continuous Improvement Plan to improve performance (professional,product/service, performance indicators).This plan will align to the ESC Goals.Performance evaluation is ongoing based on an employee’s assigned job duties and other job-related criteria. Supervisor notes, reports, correspondence, and memoranda can also be used todocument performance information. Employees may present complaints regarding theevaluation process in accordance with the ESC’s complaint policy for employees. (SeeComplaints and grievances.)Employee involvementRegion 3 ESC offers opportunities for involvement in matters that affect employees. As part ofthe ESC’s planning and decision-making process, employees may either be asked or elected toserve on the Continuous Improvement Team (CIT). Detailed information about the shareddecision-making process is available from the Executive Assistant in the office of the ExecutiveDirector. Employees are also assigned to School Improvement Teams which workcollaboratively on center-wide projects.Staff developmentStaff development activities are organized to meet the needs of employees and the ESC.Individuals holding renewable SBEC certificates, specialized certifications, licenses, orcontinuing education requirements are responsible for obtaining the required training hours andmaintaining appropriate documentation.Name BadgesAll employees are required to wear Region 3 ESC name badges when inside the building orrepresenting Region 3 ESC. Exceptions to wearing the name badge are instances where theduties, job, or task being performed may create an unsafe working condition.Region 3 ESC name badges are provided to each employee for identification and securitypurposes.The secretary for building and vehicle maintenance is responsible for the issuance of namebadges. Each new employee as part of the new employee orientation process will contact thesecretary for building and vehicle maintenance to have a picture taken for the name badge. 12 Region 3 ESC Employee Handbook August 27, 2018

Upon separation from employment with the Service Center, the employee is required to returnthe name badge.Should the name badge become lost or damaged, the employee should report it immediately tothe secretary for building and vehicle maintenance for a replacement name badge.First aid, CPR, and AED Certification, Health TrainingEmployees capable of following the Automated External Defibrillator (AED) instructions anddelivering care may use the AED. The AEDs are located across from the Vending Machines andin the break room. Employees whose job responsibilities require First aid, or CPR or AEDcertification other health Training must maintain the required certifications and or training andprovide the ESC proof of current certification/training by the American Red Cross, the AmericanHeart Association, or another organization that provides equivalent training and certification.Breaks for Expression of Breast MilkAn ESC employee is entitled to express breast milk at the employee's workplace.The ESC’s policy on the expression of breast milk by employees follows Government CodeChapter 619. The ESC supports the practice of expressing breast milk and will make reasonableaccommodations for the needs of employees who express breast milk.The ESC shall provide a reasonable amount of break time for an employee to express breast milkeach time the employee has need to express the milk. The ESC shall provide a place, other thana multiple user bathroom, that is shielded from view and free from intrusion from otheremployees and the public where the employee can express breast milk.The ESC shall provide a nonexempt employee a reasonable break to express breast milk, eachtime the employee needs to express breast milk for her nursing child, for one year after thechild’s birth.The ESC is not required to compensate the employee receiving reasonable break time for anywork time spent for such purpose. 13 Region 3 ESC Employee Handbook August 27, 2018

Compensation and benefits Section 4Section 5Salaries, wages, and stipendsPolicy DEA (http://pol.tasb.org/Home/Index/1194)Employees are paid in accordance with business and administrative guidelines based on anestablished pay structure. The ESC’s pay plans are reviewed by the administration each year andadjusted as needed and as ESC resources will allow. All ESC positions are classified as exemptor nonexempt according to FLSA guidelines.Exempt position employees are not entitled to overtime compensation. Non-exempt positionemployees are paid based on an hourly wage and receive compensatory time or overtime pay foreach hour worked beyond 40 hour workweek.Compensatory time or overtime pay has to have prior approval from the administrator. It is thepractice of the Service Center to provide compensatory time in lieu of overtime pay. Non-exempt employees will accurately report their time on approved time sheets for the purpose ofwage and salary administration. The time sheets will be submitted as scheduled to thecomponent administrator.Non-duty days are non-paid days and are scheduled with the approval of the administrator incharge.Salaries and wage schedules are reviewed on an annual basis and adjusted according to thebudgeted amounts approved by the board. Employees should contact the office of the ExecutiveDirector for more information about the ESC’s pay schedules or their own pay.PaychecksAll ESC employees are issued pay checks on a monthly basis. Paychecks will not be released toany person other than the ESC employee named on the check without the employee’s writtenauthorization.An employee’s payroll statement contains detailed information including deductions andwithholding information. ESC employees should contact the payroll clerk with questions aboutthe payroll statement.The actual date on the payroll checks each month is set by the Executive Director; customarilythe 15th of the month for non-standard employees and the last working day of the month forstandard employees. 14 Region 3 ESC Employee Handbook August 27, 2018

Automatic payroll depositThe ESC offers employees automatic payroll deposit except for an employee’s last paycheck.Employees can have their paychecks electronically deposited into an account at various financialinstitutions. A notification period of five (5) days prior to running payroll is necessary toactivate this service. With automatic deposit, an employee’s pay is immediately available on thepay date. Contact the payroll clerk for more information about the automatic payroll depositservice.Payroll deductionsPolicy CFAA, DEA (http://pol.tasb.org/Home/Index/1194)Automatic payroll deductions for the Texas Teacher Retirement System (TRS), federal incometax, child support and spousal maintenance, if applicable, delinquent federal education loanpayment, if applicable and employee portion for health insurance/benefits are required for allqualified employees.Medicare tax deductions are required for all employees hired after March 31, 1986. Temporaryand part-time employees who are not eligible for TRS membership must have Social Securitycontributions deducted.Other payroll deductions employees may elect to include deductions for the employee’s share ofpremiums for optional health, dental, life, and vision insurance; Center-approved annuityprograms; higher education savings plan, and savings deposits and loan payments through theCoastal Teachers Federal Credit Union.Employees also may request payroll deduction for payment of membership dues to professionalorganizations and other ESC offered programs and benefits. Salary deductions are automaticallymade for unauthorized or unpaid leave.Overtime compensationPolicy DEA (http://pol.tasb.org/Home/Index/1194)The ESC compensates overtime for non-exempt employees in accordance with federal wage andhour laws. Only non-exempt employees (hourly employees and paraprofessional employees)are entitled to overtime compensation.Non-exempt employees are not authorized to work beyond their normal work schedule withoutadvance approval from their supervisor. A non-exempt employee who works overtime withoutprior approval will be subject to disciplinary action.Overtime is legally defined as all hours worked in excess of 40 actual hours worked in aworkweek and is not measured by the day or by the employee’s regular work schedule. Non- 15 Region 3 ESC Employee Handbook August 27, 2018

exempt employees that are paid on a monthly basis are paid for a 40-hour workweek and do notearn additional pay unless they work more than 40 hours.For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Sunday and ends atmidnight Saturday. Employees will be compensated for overtime at time-and-a-half rate withcompensatory time off (comp time) unless the supervisor approves direct pay prior to work beingperformed.The following applies to all nonexempt employees:  Employees can accumulate up to 60 hours of compensatory (comp) time with administrator approval.  Comp time must be used within 60 days and in the duty year that it is earned.  Use of comp time may be at the employee’s request with supervisor approval as workload permits.  An employee may be required to use comp time before using available paid leave (e.g., sick, personal, vacation).  Weekly time sheets will be maintained on all non-exempt employees for the purpose of wage and salary administration.Travel expense reimbursementPolicy CFC (http://pol.tasb.org/Home/Index/1194)Before an employee incurs any travel expenses, the employee’s supervisor must give approval.For approved travel, employees will be reimbursed for mileage and other travel expendituresaccording to the current rate schedule authorized by the board of directors.For travel reimbursement, a Travel Expense Account form must be submitted to the supervisorfor approval with a complete accounting of all expenses incurred and itemized receipts for airtravel, lodging, parking, registration fees, workshops, and convention fees. For additionalinformation, see the ESC Business Procedures Manual, Fees and Rate Schedule availableelectronically via the Employee Dashboard. (http://www.esc3.net/Page/666).Health, dental, and life insurancePolicy CRD (http://pol.tasb.org/Home/Index/1194)Group health insurance coverage is provided through TRS-ActiveCare; the statewide publicschool health insurance program. The ESC’s contribution to employee insurance premiums isdetermined annually by the board of directors.Employees eligible for health insurance coverage include the following:  Employees who are active, contributing TRS members  Employees who are not contributing TRS members and who are regularly scheduled to work at least 10 hours per week 16 Region 3 ESC Employee Handbook August 27, 2018

TRS retirees and employees who are not contributing TRS members that are regularly scheduledto work less than 10 hours per week are not eligible to participate in TRS-ActiveCare.The insurance plan year is from September 1 through August 31. Current employees can makechanges in their insurance coverage during open enrollment each spring/summer period as set byTRS or when they experience a qualifying event (e.g., marriage, divorce, birth). Detaileddescriptions of insurance coverage, employee cost, and eligibility requirements are available toall employees electronically via the ESC Intranet. Employees may contact the payroll clerk orDeputy Executive Director for Business for more information.Supplemental insurance benefitsAt their own expense, employees may enroll in supplemental insurance programs for dental,vision, life, and disability. Premiums for these programs can be paid by payroll deduction.Employees should contact the payroll clerk for more information.Cafeteria plan benefits (Section 125)Employees may be eligible to participate in the Premium Only Cafeteria Plan (Section 125) and,under IRS regulations, must either accept or reject this benefit. This plan enables eligibleemployees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental deathand dismemberment, health, dental, cancer and dread disease and additional term life insurance.)New employees must accept or reject this benefit during their first month of employment. Allemployees must accept or reject this benefit on an annual basis during specified time period.Workers’ compensation insurancePolicy CRE http://pol.tasb.org/Home/Index/1194The ESC, in accordance with state law, provides workers’ compensation benefits to employeeswho suffer a work-related illness or are injured on the job. Benefits help pay for medicaltreatment and make up for part of the income lost while recovering. Specific benefits areprescribed by law depending on the circumstances of each case.All work-related accidents or injuries should be reported immediately to Human Resources.Employees who are unable to work due to a work-related injury will be notified of their rightsand responsibilities under the Texas Labor Code. (See Policy CREhttp://pol.tasb.org/Home/Index/1194) See Section 5 for information on use of paid leave forsuch absences. 17 Region 3 ESC Employee Handbook August 27, 2018

Unemployment compensation insurancePolicy CRF http://pol.tasb.org/Home/Index/1194Employees who have been laid off or terminated through no fault of their own may be eligiblefor unemployment compensation benefits. Employees are not eligible to collect unemploymentbenefits during regularly scheduled breaks in the year or the summer months if they haveemployment contracts or reasonable assurance of returning to service. Employees with questionsabout unemployment benefits should contact the Deputy Executive Director for Business.Teacher retirementPolicy CFAA http://pol.tasb.org/Home/Index/1194All personnel employed on a regular basis for at least four and one-half months are members ofthe Texas Teacher Retirement System (TRS). TRS provides members with an annual statementof their account showing all deposits and the total account balance for the year ending August31, as well as an estimate of their retirement benefits.Employees who plan to retire under TRS should notify Human Resources, the Business OfficeSupervisor, or Deputy Executive Director for Business as soon as possible. Information on theapplication procedures for TRS benefits are available from Human Resources. Information onthe application procedures for TRS benefits is available from TRS at Teacher Retirement Systemof Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the web (www.trs.texas.gov).See the TRS website on restrictions of employment of retirees in Texas Public Schools (includesESCs)Coffee fundA coffee fund is maintained to supply coffee for employees. A monthly payroll deduction isavailable.Employee fundAn employee fund is maintained to minimize the need for frequent collections to purchaseflowers for sickness and death of an employee or in the immediate family of employees. This isa voluntary program. A payroll deduction (annually) is available on a basis of $1.00 per monthfor professional personnel and 50¢ per month for support personnel. 18 Region 3 ESC Employee Handbook August 27, 2018

Leaves and absences Section 5Policy DEB http://pol.tasb.org/Home/Index/1194The ESC offers employees paid and unpaid leaves of absence in times of personal need. Thishandbook describes the basic types of leave available and restrictions on leaves of absence.Employees expecting to be absent for an extended period or more than 5 days should call theExecutive Assistant for information about applicable leave, continuation of benefits, andcommunicating with the ESC.Immediate Family. For purposes of leave other than family and medical leave immediate familyis defined as the following:  Spouse  Son or daughter, including a biological, adopted, or foster child, a son-or daughter-in- law, a stepchild, a legal ward, or a child for whom the employee stands in loco parentis.  Parent, stepparent, parent-in-law, or other individual who stands in loco parentis to the employee.  Sibling, stepsibling, and sibling-in-law.  Grandparent and grandchild  Any person residing in the employee’s household at the time of illness or death.For purposes of family and medical leave, the definition of family is limited to spouse, parent,son or daughter, and next of kin. The definition of these are found in Policy DEBA (LEGAL).Use of leaveLocal ESC sick leave is earned on a monthly basis. Leave shall become available for use only asit is earned. If an employee leaves the ESC before the end of the work year, the cost of anyunearned leave days taken shall be deducted from the employee’s final paycheck.Leave must be used in quarterly increments. Earned comp time must be used before anyavailable paid state and local leave. Unless an employee requests a different order, availablepaid state and local leave shall be used in the following order, as applicable: 1. Local sick leave 2. Local transferrable leave 3. Longevity leave 4. Vacation leaveEmployees must follow ESC and component procedures to report or request any leave ofabsence and complete the appropriate leave request form. Any employee who is absent morethan four (4) consecutive days because of a personal illness, injury or absent four (4) consecutivedays for a family illness or injury must submit a medical certification from a qualified health careprovider confirming the specific dates of the illness, the reason for the illness, and in the case ofpersonal illness, the employee’s fitness to return to work.Employees who take an unpaid leave of absence may continue their insurance benefits at theirown expense. Health care benefits for employees on leave authorized under the Family and 19 Region 3 ESC Employee Handbook August 27, 2018

Medical Leave Act will be paid by the ESC, as they were when they were working. Otherwise,the ESC does not make benefit contributions for employees who are on unpaid leave.Under TRS-Active Care rules, an employee is no longer eligible for insurance through the ESCafter six month of unpaid leave other than FML. If an employee’s unpaid leave extends for moresix months, the ESC will provide the employee with notice of COBRA rights.Local Transferable leaveESC employees are entitled up to five days of paid local transferable leave per year available foruse at the beginning of the fiscal year. Local transferable leave is earned at a rate of one-halfworkday for each full calendar month September through June, up to a maximum of fiveworkdays each fiscal year and is available for used at the beginning of the year.A day of earned local transferable leave is equivalent to an assigned workday. There is no limiton the accumulation of local transferable leave and it can be transferred to other Texas schooldistricts and is generally transferable to education service centers.Non-discretionary leave. Leave taken for personal or family illness, emergency, a death in thefamily or active military service is considered nondiscretionary leave. This type of leave allowsvery little or no advance planning and will be granted to employees in the same manner as statesick leave.Discretionary leave. Leave taken at an employee’s discretion that can be scheduled in advanceis considered discretionary leave. An employee wishing to take discretionary personal leave mustsubmit a written notice of the request. The supervisor must approve or disapprove the requestbefore leave is granted. In deciding to grant personal leave, the supervisor shall consider theeffect of the employee’s absence on the educational program, component operation and theCenter’s operation.Leave Proration. If an employee separates from employment with the ESC before his or her lastduty day of the year, or begins employment after the first duty day, state personal leave will beprorated based on the actual time employed. When an employee separates from employmentbefore the last duty day of the school year, the employee’s final paycheck will be reduced by theamount of local transferrable leave the employee used beyond his or his pro rata entitlement forthe school year.Local transferable leave can be used in quarter hour increments; however, state leave is reportedon the service record in one-half day increments; therefore state leave used is rounded up to thenearest one-half day at the end of the fiscal year (August 31.) 20 Region 3 ESC Employee Handbook August 27, 2018

Longevity leaveLongevity leave is earned by employees creating an incentive for obtaining, retaining andrewarding longevity to promote a team of quality personnel in a positive environment.Eligibility of Earning Longevity Leave:Full Time: An employee shall earn leave based on 5-year increments of employment at a rate of4 hours leave for every 5 completed years of employment with Region 3 ESC.Example: 5-9 years employed would earn 4 hours leave; 10-14 years employed earns 8 hoursleave; 15-19 years employed earns 12 hours leave; 20-24 years employed earns 16 hours leave;25-29 years employed earns 20 hours leave; 30-34 years employed earns 24 hours, etc.Part Time: An employee shall earn leave based on 5 year increments of employment at a rate of2 hours leave for every 5 completed years of employment with Region 3 ESC.Example: 5-9 years employed would earn 2 hours leave; 10-14 years employed earns 4 hoursleave; 15-19 years employed earns 6 hours leave; 20-24 years employed earns 8 hours leave; 25-29 years employed earns 10 hours leave; 30-34 years employed earns 12 hours leave, etc.Rules for Longevity Leave:  Earned leave will be given to employee in the fiscal year following anniversary date (hired date) (Longevity leave will not coincide with service awards)  All leave is subject to administrator approval  Employees will not be compensated for unused time  Time must be used by August 31st of current fiscal year otherwise, time will be lost  There will be NO carryover with NO exceptions  Leave applies to all personnel i.e. Full time, part time, etc.  Longevity Leave goes into effect September 1, 2016  Longevity Leave is not earned for employees currently earning vacation leaveState sick leaveState sick leave accumulated before 1995 is available for use and may be transferred to otherschool districts and other ESCs in Texas. State sick leave can be used in quarter hour incrementsexcept when coordinated with family and medical leave taken on an intermittent or reduced-schedule basis or coordinated with workers’ compensation benefits.State sick leave may be used for the following reasons only:  Employee illness  Illness in the employee’s immediate family  Family Emergency (i.e., natural disaster or life-threatening situations)  Death in the immediate family  Active military service 21 Region 3 ESC Employee Handbook August 27, 2018

If an employee uses more sick leave than he or she has earned, the cost of unearned sick leavewill be deducted from the employee’s next paycheck.State sick leave used is rounded up to the nearest one-half day at the end of the fiscal year(August 31) and reported on the employee’s service record.ESC (local) sick leaveFor the first ten months of the fiscal year (September – June), all full-time employees earn one-half workday of local sick leave per month. For the remaining two months of the fiscal year(July and August), eligible employees earn local sick leave as follows: ꞏ Twelve month employees earn one workday of local sick leave per month, ꞏ Eleven and one-half month employees earn three-fourths workday of local sick leave per month, andPart-time employees who are not considered temporary and work at least half but less than three-quarters the number of days or hours per month than full-time employees earn one-half the rateof local leave of full-time employees.ESC local sick leave can accumulate to a maximum of 90 workdays and taken with no loss ofpay. Local sick leave is used under the terms and conditions of non-discretionary localtransferable leave to be used for personal illness, illness or death of a member of the employee’simmediate family, or family emergency.Non-duty (non-paid) daysNon-duty days are non-paid days available to employees as determined by the calendar adoptedby the ESC Board of Directors annually. Employees may take non-duty (non-paid) days whenthe absence of the employee will not disrupt, as determined by the administrator in charge, theperformance of the duties of the employee and in accordance with administrative procedures.This administrative procedure is not contractual and does not alter the status of any at-willemployee status and may be changed from time to time and at any time by the administrationwithout notice. Personal state leave shall not retroactively be substituted for non-duty days.Reporting to workWhenever an employee is detained from reporting to work on time for any reason, the employeeshould notify the designated person in the component as soon as possible.FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations29 C.F.R. § 825.300 (a) may require additional disclosures. 22 Region 3 ESC Employee Handbook August 27, 2018

For additional information:1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627; www.wagehour.dol.govSee the Bulletin Board for Notices posted in the break room for the notice of Employees Rightsand Responsibilities Under the Family and Medical Leave Act.Family and Medical Leave (FMLA) - General ProvisionsLeave Entitlements. Eligible employees who work for a covered employer can take up to 12weeks of unpaid, job-protected leave in a 12-month periodfor the following reasons: • The birth of a child or placement of a child for adoption or foster care; • To bond with a child (leave must be taken within one year of the child’s birth or placement); • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; • For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job; • For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kinmay also take up to 26 weeks of FMLA leave in a single 12-month period to care for theservicemember with a serious injury or illness.An employee does not need to use leave in one block. When it is medically necessary orotherwise permitted, employees may take leave intermittently or on a reduced schedule.Employees may choose, or an employer may require, use of accrued paid leave while takingFMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee mustcomply with the employer’s normal paid leave policies.Benefits & Protections. While employees are on FMLA leave, employers must continue healthinsurance coverage as if the employees were not on leave.Upon return from FMLA leave, most employees must be restored to the same job or one nearlyidentical to it with equivalent pay, benefits, and other employment terms and conditions.An employer may not interfere with an individual’s FMLA rights or retaliate against someonefor using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, orbeing involved in any proceeding under or related to the FMLA.An employee who works for a covered employer must meet three criteria in order to be eligiblefor FMLA leave. The employee must: • Have worked for the employer for at least 12 months; 23 Region 3 ESC Employee Handbook August 27, 2018

• Have at least 1,250 hours of service in the 12 months before taking leave;* and • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.*Special “hours of service” requirements apply to airline flight crew employees.Requesting Leave. Generally, employees must give 30-days’ advance notice of the need forFMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employeras soon as possible and, generally, follow the employer’s usual procedures.Employees do not have to share a medical diagnosis, but must provide enough information to theemployer so it can determine if the leave qualifies for FMLA protection. Sufficient informationcould include informing an employer that the employee is or will be unable to perform his or herjob functions, that a family member cannot perform daily activities, or that hospitalization orcontinuing medical treatment is necessary. Employees must inform the employer if the need forleave is for a reason for which FMLA leave was previously taken or certified.Employers can require a certification or periodic recertification supporting the need for leave. Ifthe employer determines that the certification is incomplete, it must provide a written noticeindicating what additional information is required.Employer Responsibilities. Once an employer becomes aware that an employee’s need forleave is for a reason that may qualify under the FMLA, the employer must notify the employee ifhe or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights andresponsibilities under the FMLA. If the employee is not eligible, the employer must provide areason for ineligibility.Employers must notify its employees if leave will be designated as FMLA leave, and if so, howmuch leave will be designated as FMLA leave.Enforcement. Employees may file a complaint with the U.S. Department of Labor, Wage andHour Division, or may bring a private lawsuit against an employer.The FMLA does not affect any federal or state law prohibiting discrimination or supersede anystate or local law or collective bargaining agreement that provides greater family or medicalleave rights.FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations29 C.F.R. § 825.300 (a) may require additional disclosures.For additional information:1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627; www.wagehour.dol.govSee the Bulletin Board for Notices posted in the break room for the notice of Employees Rightsand Responsibilities Under the Family and Medical Leave Act.Local Leave Provisions. Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period between September 1 and August 31. 24 Region 3 ESC Employee Handbook August 27, 2018

Use of Paid Leave. FMLA runs concurrently with accrued sick and personal leave, temporarydisability leave, compensatory time, assault leave, and absences due to a work-related illness orinjury. The service center will designate the leave as FMLA, if applicable, and notify theemployee that accumulated leave will run concurrently.Combined Leave for Spouses. A husband and wife who are both employed by the servicecenter are limited to a combined total of 12 weeks of FMLA to care for a parent with a serioushealth condition; or for the birth, adoption, or foster placement of a child. Military caregiverleave for spouses is limited to a combined total of 26 weeks.Intermittent Leave. When medically necessary or in the case of a qualifying exigency, anemployee may take leave intermittently or on a reduced schedule. The service center does notpermit the use of intermittent or reduced-schedule leave for the care of a newborn child or foradoption or placement of a child with the employee.Fitness for Duty. An employee that takes FML due to the employee’s own serious healthcondition shall provide, before resuming work, a fitness-for-duty certification from the healthcare provider. If certification of the employee’s ability to perform essential job function isrequired, the district shall provide a list of essential job functions (e.g., job description) to theemployee with the FML designation notice to share with the health care provider.Reinstatement. An employee returning to work at the end of FML will be returned to the sameposition held when the leave began or to an equivalent position with equivalent employmentbenefits, pay, and other terms and conditions of employment.In certain cases, instructional employees desiring to return to work at or near the conclusion of asemester may be required to continue on family and medical leave until the end of the semester.The additional time off is not counted against the employee’s FML entitlement, and the districtwill maintain the employees group health insurance and reinstate the employee at the end of theleave according the procedures outlined in policy (see DECA (LEGAL)).Failure to Return. If, at the expiration of FML, the employee is able to return to work butchooses not to do so, the district may require the employee to reimburse the district’s share ofinsurance premiums paid during any portion of FML when the employee was on unpaid leave. Ifthe employee fails to return to work for a reason beyond the employee’s control, such as acontinuing personal or family serious health condition or a spouse being unexpectedlytransferred more than 75 miles from the district, the district may not require the employee toreimburse the district’s share of premiums paid.Contact. Employees that require FMLA or have questions should contact Human Resources fordetails on eligibility, requirements, and limitations. Leave will not receive workers’compensation weekly income benefits until all paid leave is exhausted or to the extent that paidleave does not equal the pre-illness or -injury wage. If the use of paid leave is not elected, thenthe employee will only receive workers’ compensation wage benefits for any absence resultingfrom a work-related illness or injury, which may not equal his or her pre-illness or -injury wage. 25 Region 3 ESC Employee Handbook August 27, 2018

Workers’ Compensation BenefitsAn employee absent from duty because of a job-related illness or injury may be eligible forworkers’ compensation weekly income benefits if the absence exceeds seven calendar days.An employee receiving workers’ compensation wage benefits for a job-related illness or injurymay choose to use accumulated sick leave or any other paid leave benefits. An employee choos-ing to use paid leave will not receive workers’ compensation weekly income benefits until allpaid leave is exhausted or to the extent that paid leave does not equal the pre-illness or -injurywage. If the use of paid leave is not elected, then the employee will only receive workers’compensation wage benefits for any absence resulting from a work-related illness or injury,which may not equal his or her pre-illness or -injury wage.Jury DutyThe district provides paid leave to employees who are summoned to jury duty. Employees whoreport to the court for jury duty may keep any compensation the court provides. An employeeshould report a summons for jury duty to his or her supervisor as soon as it is received and maybe required to provide the district a copy of the summons to document the need for leave.An employee may be required to report back to work as soon as they are released from jury duty.The supervisor may consider the travel time required and the nature of the individual’s positionwhen determining the need to report to work. A copy of the release from jury duty or ofdocumentation of time spent at the court may be required.Compliance with a SubpoenaEmployees will be paid while on leave to comply with a valid subpoena to appear in a civil,criminal, legislative, or administrative proceeding and will not be required to use personal leave.Employees may be required to submit documentation of their need for leave for courtappearances.Truancy Court AppearancesAn employee who is a parent, guardian of a child, or a court-appointed guardian ad litem of achild who is required to miss work to attend a truancy court hearing may use personal leave orcompensatory time for the absence. Employees who do not have paid leave available will bedocked for any absence required because of the court appearance. 26 Region 3 ESC Employee Handbook August 27, 2018

Religious ObservanceThe district will reasonably accommodate an employee’s request for absence for a religiousholiday or observance. Accommodations such as changes to work schedules or approving a dayof absence will be made unless they pose an undue hardship to the district. The employee mayuse any accumulated personal leave for this purpose. Employees who have exhausted applicablepaid leave may be granted an unpaid day of absence.Military leavePolicy DEBB http://pol.tasb.org/Home/Index/1194Paid leave for military service. Any employee who is a member of the Texas National Guard,Texas State Guard, reserve component of the United States Armed Forces, or a member of a stateor federally authorized Urban Search and Rescue Team is entitled to paid leave when engaged inauthorized training or duty ordered by proper authority. Paid military leave is limited to 15 dayseach fiscal year. In addition, an employee is entitled to use available state and local personal orsick leave during a time of active military service.Reemployment after military leave. Employees who leave the ESC to enter into the UnitedStates uniformed services or who are ordered to active state duty as a member of the militaryforce of any state (e.g., National or State Guard) may return to employment if they are honorablydischarged. Employees who wish to return to the ESC will be reemployed in the position theywould have held if employment had not been interrupted or reassigned to an equivalent orsimilar position provided they can be qualified to perform the required duties.Continuation of health insurance. Employees who perform service in the uniformed servicesmay elect to continue their health plan coverage at their own cost for a period not to exceed 24months. Employees should contact the Human Resources for details on eligibility, requirements,and limitations. 27 Region 3 ESC Employee Handbook August 27, 2018

Employee relations and communications Section 6Employee recognition and appreciationContinuous efforts are made throughout the year to recognize employees who make an extraeffort to contribute to the success of the ESC. Employees are recognized at board meetings andthrough special events and activities. Recognition and appreciation activities also includeemployee appreciation luncheons and awards. 28 Region 3 ESC Employee Handbook August 27, 2018

Complaints and grievances Section 7Policy DGBA http://pol.tasb.org/Home/Index/1194In an effort to hear and resolve employee complaints in a timely manner and at the lowestadministrative level possible, the board has adopted an orderly grievance process. Employeesare encouraged to discuss concerns or complaints with their supervisors or an appropriateadministrator at any time.The formal process provides all employees with an opportunity to be heard up to the highestlevel of management if they are dissatisfied with an administrative response. Once alladministrative grievance procedures are exhausted, employees can bring concerns or complaintsto the board of directors. For ease of reference, the ESC’s policy concerning the process ofbringing concerns or complaints and grievances is reprinted as follows:DGBAThis policy provides employees an orderly process for the prompt and equitable resolution ofgrievances when a concern has not been resolved. The Board intends that, whenever feasible,grievances be resolved at the lowest possible administrative level. This policy shall not beconstrued to create new or additional rights beyond those granted by Board policy or law.The Policy can be accessed at the following web site: http://pol.tasb.org/Home/Index/1194 29 Region 3 ESC Employee Handbook August 27, 2018

Employee conduct and welfare Section 8Standards of conductPolicy DH http://pol.tasb.org/Home/Index/1194All employees are expected to work together in a cooperative spirit to serve the best interests ofthe ESC and to be courteous to students, ESC clients, one another, and the public.Employees are expected to observe the following standards of conduct:  Recognize and respect the rights of students, parents, other employees, members of the communities served, and ESC clients.  Maintain confidentiality in all matters relating to students, ESC clients and coworkers.  Report to work according to the assigned schedule.  Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness and failure to follow policy/procedures for reporting an absence may be cause for disciplinary action.  Know and comply with department and ESC procedures and policies.  Express concerns, complaints, or criticism through appropriate channels.  Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately.  Use ESC time, funds, and property for authorized ESC business and activities only.All ESC employees should perform their duties in accordance with state and federal law, ESCpolicies and procedures and ethical standards for professional educators. Violations of policies,regulations, or guidelines may result in disciplinary action, including termination.Alleged incidents of certain misconduct by educators, including having a criminal record, mustbe reported to SBEC not later than the seventh day the Executive Director first learns of theincident. See Report to the Texas Education Agency section 11-50 for additional information.The Educators’ Code of Ethics, adopted by the State Board for Educator Certification, which alldistrict employees must adhere to, is reprinted on the following pages:Code of Ethics and Standard Practices for Texas EducatorsStatement of PurposeThe Texas educator shall comply with standard practices and ethical conduct toward students,professional colleagues, school officials, parents, and members of the community and shallsafeguard academic freedom. The Texas educator, in maintaining the dignity of the profession,shall respect and obey the law, demonstrate personal integrity, and exemplify honesty and goodmoral character. The Texas educator, in exemplifying ethical relations with colleagues, shallextend just and equitable treatment to all members of the profession. The Texas educator, inaccepting a position of public trust, shall measure success by the progress of each student toward 30 Region 3 ESC Employee Handbook August 27, 2018

realization of his or her potential as an effective citizen. The Texas educator, in fulfillingresponsibilities in the community, shall cooperate with parents and others to improve the publicschools of the community. (19 TAC 247.1(b)) See Policy Exhibit DH:http://pol.tasb.org/Home/Index/1194Professional Standards1. Professional Ethical Conduct, Practices, and PerformanceStandard 1.1 The educator shall not intentionally, knowingly, or recklessly engage in deceptivepractices regarding official policies of the school district, educational institution, educatorpreparation program, the Texas Education Agency, or the State Board for Educator Certification(SBEC) and its certification process.Standard 1.2 The educator shall not knowingly misappropriate, divert, or use monies,personnel, property, or equipment committed to his or her charge for personal gain or advantage.Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses, orpay.Standard 1.4 The educator shall not use institutional or professional privileges for personal orpartisan advantage.Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impairprofessional judgment or to obtain special advantage. This standard shall not restrict theacceptance of gifts or tokens offered and accepted openly from students, parents of students, orother persons or organizations in recognition or appreciation of service.Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so.Standard 1.7 The educator shall comply with state regulations, written local school boardpolicies, and other state and federal laws.Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibilityon the basis of professional qualifications.Standard 1.9 The educator shall not make threats of violence against school district employees,school board members, students, or parents of students.Standard 1.10 The educator shall be of good moral character and be worthy to instruct orsupervise the youth of this state.Standard 1.11 The educator shall not intentionally or knowingly misrepresent his or heremployment history, criminal history, and/or disciplinary record when applying for subsequentemployment.Standard 1.12 The educator shall refrain from the illegal use or distribution of controlledsubstances and/or abuse of prescription drugs and toxic inhalants.Standard 1.13 The educator shall not be under the influence of alcohol or consumealcoholic beverages on school property or during school activities when students are present.Standard 1.14 The educator shall not assist another educator, school employee, contractor, oragent in obtaining a new job as an educator or in a school, apart from the routine transmission ofadministrative and personnel files, if the educator knows or has probable cause to believe thatsuch person engaged in sexual misconduct regarding a minor or student in violation of the law. 31 Region 3 ESC Employee Handbook August 27, 2018

2. Ethical Conduct toward Professional ColleaguesStandard 2.1 The educator shall not reveal confidential health or personnel informationconcerning colleagues unless disclosure serves lawful professional purposes or is required bylaw.Standard 2.2 The educator shall not harm others by knowingly making false statements about acolleague or the school system.Standard 2.3 The educator shall adhere to written local school board policies and state andfederal laws regarding the hiring, evaluation, and dismissal of personnel.Standard 2.4 The educator shall not interfere with a colleague’s exercise of political,professional, or citizenship rights and responsibilities.Standard 2.5 The educator shall not discriminate against or coerce a colleague on the basis ofrace, color, religion, national origin, age, gender, disability, family status, or sexual orientation.Standard 2.6 The educator shall not use coercive means or promise of special treatment inorder to influence professional decisions or colleagues.Standard 2.7 The educator shall not retaliate against any individual who has filed a complaintwith the SBEC or who provides information for a disciplinary investigation or proceeding underthis chapter.3. Ethical Conduct toward StudentsStandard 3.1 The educator shall not reveal confidential information concerning students unlessdisclosure serves lawful professional purposes or is required by law.Standard 3.2 The educator shall not intentionally, knowingly, or recklessly treat a student orminor in a manner that adversely affects or endangers the learning, physical health, mentalhealth, or safety of the student or minor.Standard 3.3 The educator shall not intentionally, knowingly, or recklessly misrepresent factsregarding a student.Standard 3.4 The educator shall not exclude a student from participation in a program, denybenefits to a student, or grant an advantage to a student on the basis of race, color, gender,disability, national origin, religion, family status, or sexual orientation.Standard 3.5 The educator shall not intentionally, knowingly, or recklessly engage in physicalmistreatment, neglect, or abuse of a student or minor.Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romanticrelationship with a student or minor.Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to any personunder 21 years of age unless the educator is a parent or guardian of that child or knowingly allowany person under 21 years of age unless the educator is a parent or guardian of that child toconsume alcohol or illegal/unauthorized drugs in the presence of the educator.Standard 3.8 The educator shall maintain appropriate professional educator-studentrelationships and boundaries based on a reasonably prudent educator standard.Standard 3.9 The educator shall refrain from inappropriate communication with a student orminor, including, but not limited to, electronic communication such as cell phone, textmessaging, email, instant messaging, blogging, or other social network communication. Factors 32 Region 3 ESC Employee Handbook August 27, 2018

that may be considered in assessing whether the communication is inappropriate include, but arenot limited to: (i) the nature, purpose, timing, and amount of the communication; (ii) the subject matter of the communication; (iii) whether the communication was made openly or the educator attempted to conceal the communication; (iv) whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship; (v) whether the communication was sexually explicit; and (vi) whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the educator or the student. 19 TAC 247.2Discrimination, harassment and retaliationPolicies DAA, DHA http://pol.tasb.org/Home/Index/1194Employees shall not engage in prohibited harassment, including sexual harassment, of otheremployees or students. While acting in the course of their employment, employees shall notengage in prohibited harassment of other persons, including board members, vendors,contractors, volunteers, or parents.A substantiated charge of harassment will result in disciplinary action. Employees who believethey have been discriminated or retaliated against or harassed are encouraged to promptly reportsuch incidents to the supervisor, or appropriate official. If the supervisor or ESC official is thesubject of a complaint, the employee should report the complaint directly to the ExecutiveDirector. A complaint against the Executive Director may be made directly to the board.The ESC Policy that includes definitions and procedures for reporting and investigatingharassment can be accessed at Policy DHA http://pol.tasb.org/Home/Index/1194.Notice Of Employees RightsDHA Exhibit http://pol.tasb.org/Home/Index/1194See exhibit DHA in ESC Policy ManualHarassment of Students and OthersPolicy DHA http://pol.tasb.org/Home/Index/1194Sexual and other harassment of students by employees are forms of discrimination and areprohibited by law. Sexual harassment of others with whom the employee interacts within thescope of the employee’s duties is prohibited. Romantic or inappropriate social relationshipsbetween students and ESC employees are prohibited. Employees who suspect a student mayhave experienced prohibited harassment or abuse of a student are obligated to report their 33 Region 3 ESC Employee Handbook August 27, 2018

concerns to the department administrator or other appropriate ESC official. All allegations ofprohibited harassment or abuse of a student will be reported to the student’s parents andpromptly investigated. An employee who knows of or suspects child abuse must also report hisor her knowledge or suspicion to the appropriate authorities, as required by law. See reportingsuspected child abuse, page 35 for additional information.Alcohol and Drug Abuse preventionPolicies DH, DI http://pol.tasb.org/Home/Index/1194Region 3 ESC is committed to maintaining an alcohol and drug-free environment and will nottolerate the use of alcohol or illegal drugs in the workplace and school-related or ESC-relatedactivities on or off ESC property. Employees who use or are under the influence of alcohol orillegal drugs as defined by the Texas Controlled Substances Act during working hours may bedismissed. The Center’s policy on drug abuse and drug-free environment follows:Alcohol and drugs -A copy of this policy, the purpose of which is to eliminate drug abuse from the workplace, shallbe provided each employee at the beginning of each year or upon employment.Employees shall not manufacture, distribute, dispense, possess, use, or be under the influence ofany of the following substances during working hours: 1. Any controlled substance or dangerous drug as defined by law, including but not limited to marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate. 2. Alcohol or any alcoholic beverage. 3. Any abusable glue, aerosol paint, or any other chemical substance for inhalation. 4. Any other intoxicant, or mood-changing, mind-altering, or behavior-altering drugs.Any employee need not be legally intoxicated to be considered \"under the influence\" of any ofthe above listed substances. Employees shall not be authorized to transport alcohol in ESCvehicles nor possess alcohol on ESC premises.Exempt under this policy is the possession, use or being under the influence of medicationslawfully prescribed by a licensed physician for use by the employee.Exhibit DI Drug Free Workplace NoticeSee Exhibit DI http://pol.tasb.org/Policy/Code/1194?filter=DIReporting suspected child abusePolicy ED http://pol.tasb.org/Home/Index/1194All employees are required by state law to report any suspected child abuse or neglect, as definedby Texas Family Code §261.101, to a law enforcement agency, Child Protective Services, or 34 Region 3 ESC Employee Handbook August 27, 2018

appropriate state agency (e.g., state agency operating, licensing, certifying, or registering afacility) within 48 hours of the event that led to the suspicion.Employees are also required to make a report if they have cause to believe that an adult was avictim of abuse or neglect as a child and they determine in good faith that the disclosure of theinformation is necessary to protect the health and safety of another child or person with adisability.Reports can be made to Child Protective Services or to the Texas Abuse Hotline (800-252-5400).State law specifies that an employee may not delegate to or rely on another person to make thereport.Under state law, any person reporting or assisting in the investigation of reported child abuse orneglect is immune from liability unless the report is made in bad faith or with malicious intent. Inaddition, the district is prohibited from retaliating against an employee who, in good faith,reports child abuse or neglect or who participates in an investigation regarding an allegation ofchild abuse or neglect.An employee’s failure to report suspected child abuse may result in prosecution for thecommission of a Class A misdemeanor. In addition, a certified employee’s failure to reportsuspected child abuse may result in disciplinary procedures by SBEC for a violation of the TexasEducators’ Code of Ethics.Employees who suspect that a student has been or may be abused or neglected should also reporttheir concerns to the principal of the campus and their supervisor. This includes students withdisabilities who are no longer minors. Employees are not required to report their concern to theprincipal or their supervisor before making a report to the appropriate agencies. In addition,employees must cooperate with child abuse and neglect investigators.Reporting the concern to the principal/administrator or their supervisor does not relieve theemployee of the requirement to report to the appropriate state agency. Interference with a childabuse investigation by denying an interviewer’s request to interview a student at school orrequiring the presence of a parent or school administrator against the desires of the dulyauthorized investigator is prohibited.Reporting suspected abuse of elderly or disabled personsPolicy ED http://pol.tasb.org/Home/Index/1194A person having cause to believe that an elderly or disabled person over the age of 18 or who hashad the disabilities of minority removed is in the state of abuse, neglect, or exploitation shallreport the information immediately to the Department of Family and Protective and RegulatoryServices. 35 Region 3 ESC Employee Handbook August 27, 2018

Reporting CrimePolicy DG, ED http://pol.tasb.org/Home/Index/1194The Texas Whistleblower Act protects ESC employees who make good faith reports ofviolations of law by the ESC to an appropriate law enforcement authority. The ESC isprohibited from suspending, terminating the employment of, or taking other adverse personnelaction against, an employee who makes a report under the Act. State law also providesemployees with the right to report a crime witnessed at the ESC to any peace officer withauthority to investigate the crime.Associations and political activitiesPolicy DGA, AAA http://pol.tasb.org/Home/Index/1194The ESC will not directly or indirectly discourage employees from participating in politicalaffairs or require any employee to join any group, club, committee, organization, or association.Employees may join or refuse to join any professional association or organization.An individual’s employment will not be affected by membership or a decision not to be amember of any employee organization that exists for the purpose of dealing with employersconcerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditionsof work.Use of ESC resources, including work time, for political activities (including lobbying) isprohibited.SafetyPolicy CK, DH http://pol.tasb.org/Home/Index/1194The ESC has developed and promotes a comprehensive program to ensure the safety of itsemployees, students, and visitors. The safety program includes guidelines and procedures forresponding to emergencies and activities to help reduce the frequency of accidents and injuries.To prevent or minimize injuries to employees, coworkers, and students and to protect andconserve ESC equipment, employees must comply with the following requirements:  Observe all safety rules  Keep work areas clean and orderly at all times  Immediately report all accidents to their supervisor  Operate only equipment or machines for which they have training and authorizationWhile driving on ESC business, employees are required to abide by all state and local trafficlaws. Employees driving on district business are prohibited from texting and using otherelectronic devices that require both visual and manual attention while the vehicle is in motion. 36 Region 3 ESC Employee Handbook August 27, 2018

Employees will exercise care and sound judgment on whether to use hands-free technologywhile the vehicle is in motion.Texting while driving shall not be permitted when performing ESC related duties. ExecutiveOrder 13513, signed October 1, 2009, also prohibits checking email while driving.Employees with questions or concerns relating to safety programs and issues can contactAnthony C. Dueser, Deputy Executive Director for Business.Tobacco Products and E-Cigarette use(Policies DH) http://pol.tasb.org/Home/Index/1194State law prohibits smoking, using tobacco products, or e-cigarettes on all center owned propertyor in ESC vehicles or during performance of assigned duties or related activities, on or off ESCpremises. Notices stating that smoking is prohibited by law and punishable by a fine aredisplayed in prominent places in all buildings.Employee Arrests and Convictions(Policies DH) http://pol.tasb.org/Home/Index/1194An employee must notify his or her immediate supervisor within three calendar days of anyarrest, indictment, conviction, no context or guilty plea, or other adjudication of any felony, anyoffense involving moral turpitude, and any of the other offenses listed below:  Crimes involving ESC property or funds  Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator  Crimes that occur wholly or in part on ESC property or an ESC sponsored activity  Crimes involving moral turpitudeMoral turpitude includes the following:  Dishonesty  Fraud  Deceit  Theft  Misrepresentation  Deliberate violence  Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor  Crimes involving any felony possession or conspiracy to possess or any misdemeanor or felony transfer, sale, distribution or conspiracy to transfer, sell, or distribute any controlled substance  Felonies involving driving while intoxicated (DWI)  Acts constituting abuse or neglect under SBEC rules 37 Region 3 ESC Employee Handbook August 27, 2018

If an educator is arrested or criminally charged, the executive director is alsorequired to report the educators’ criminal history to the Division ofInvestigations at TEA.Criminal History Background ChecksPolicy DBAAEmployees may be subject to a review of their criminal history record information at any timeduring employment. National criminal history checks based on an individual’s fingerprints,photo, and other identification will be conducted on certain employees and entered into theTexas Department of Public Safety (DPS) Clearinghouse. This database provides the district andSBEC with access to an employee’s current national criminal history and updates to theemployee’s subsequent criminal history.Possession of firearms and weaponsPolicies CKD http://pol.tasb.org/Home/Index/1194Employees, visitors, and students, including those with a license to carry a handgun areprohibited from bringing firearms, knives, clubs or other prohibited weapons onto ESC premises(i.e. building or portion of a building) or any grounds or building where an ESC-sponsoredactivity takes place.A person, including an employee who holds a license to carry a handgun, may transport or storea handgun or other firearm or ammunition in a locked, privately owned motor vehicle in an ESCparking lot, or other parking area provided the handgun or firearm or ammunition is properlystored, unloaded, and not in plain view.To ensure the safety of all persons, employees who observe or suspect a violation of the ESC’sweapons policy should report it to their supervisor or call 361/573-0731, extension 204immediately.Copyrighted materialsPolicy CW http://pol.tasb.org/Home/Index/1194Employees are expected to comply with the provisions of federal copyright law relating to theunauthorized use, reproduction, distribution, performance, or display of copyrighted materials(i.e., printed material, videos, computer data and programs, etc.). Electronic media, includingmotion pictures and other audiovisual works, are to be used in the classroom for educationalpurposes only. Duplication or backup of computer programs and data must be made within theprovisions of the purchase agreement.Policy CW (Exhibit)http://pol.tasb.org/Home/Index/1194 38 Region 3 ESC Employee Handbook August 27, 2018

Computer use and data management (Technology Resources)Policy EC http://pol.tasb.org/Home/Index/1194The ESC’s technology resources, including its networks, computer systems, e-mail accounts,devices connected to its networks, and all ESC owned devices used on or off ESC property, areprimarily for administrative and instructional purposes.Electronic mail transmissions and other use of the electronic communications systems are notconfidential and can be monitored at any time to ensure appropriate use.Limited personal use of the system shall be permitted if the use:  Imposes no tangible cost on the ESC;  Does not unduly burden the ESC’s computer or network resources; and  Has no adverse effect on an employee’s job performance.Employees must also comply with the internet safety plan/acceptable use policy posted on theESC intranetEmployees who are authorized to use the systems are required to abide by the provisions of theESC’s communications systems policy and administrative procedures. Failure to do so can resultin suspension or termination of privileges and may lead to disciplinary action. Employees withquestions about computer use and data management may contact the Network Administrator.Fraud and financial improprietyPolicy CAA http://pol.tasb.org/Home/Index/1194All employees should act with integrity and diligence in duties involving the Service Center’sfinancial resources. The ESC prohibits fraud and financial impropriety, as defined below.Fraud and financial impropriety includes, but is not limited to, the following:  Forgery or unauthorized alteration of any document or account belonging to the Service Center  Forgery or unauthorized alteration of a check, bank draft, or any other financial document  Misappropriation of funds, securities, supplies, or other Service Center assets, including employee time  Impropriety in the handling of money or reporting of Service Center financial transactions  Profiteering as a result of insider knowledge of Service Center information or activities  Unauthorized disclosure of confidential or proprietary information to outside parties  Unauthorized disclosure of investment activities engaged in or contemplated by the Service Center  Accepting or seeking anything of material value from contracts, vendors, or other persons providing services or materials to the ESC, except as otherwise provided. (See Policy CB, DBD) 39 Region 3 ESC Employee Handbook August 27, 2018

 Inappropriately destroying, removing, or using records, furniture, fixtures, or equipment  Failing to provide financial records required by federal, state or local entities  Failure to disclose conflicts of interest as required by law or policy  Failure to comply with requirements imposed by law, the awarding agency, or a pass- through entity for state and federal awards  Any other dishonest act regarding the finances of the Service CenterGifts and favorsPolicy DBD http://pol.tasb.org/Home/Index/1194Employees may not accept gifts or favors that could influence, or be construed to influence, theemployee’s discharge of assigned duties. An employee shall not use his/her position with theESC to attempt to sell products or services.Conflict of InterestPolicy DBD http://pol.tasb.org/Home/Index/1194Employees are required to disclose in writing to the ESC any situation that creates a potentialconflict of interest with proper discharge of assigned duties and responsibilities or creates apotential conflict of interest with the best interests of the Service Center.This includes the following:  A personal financial interest;  a business interest;  any other obligation or relationship or  non-school employment.An employee with a substantial interest in a business entity or interest in real property mustdisclose the interest to the Service Center prior to the award of a contract or authorization ofpayment.This is done by filing an affidavit with the Executive Director. An employee is also consideredto have a substantial interest if a close family member (e.g., spouse, parent, child, or spouse’sparent or child) has a substantial interest.Pest control treatmentPolicy DI, CL http://pol.tasb.org/Home/Index/1194Employees are prohibited from applying any pesticide or herbicide without appropriated trainingand prior approval of the integrated pest management (IPM) coordinator. Any application ofpesticide or herbicide must be done in a manner prescribed by law and the ESC’s integrated pestmanagement program. 40 Region 3 ESC Employee Handbook August 27, 2018

Notices of planned pest control treatment will be posted in an ESC building 48 hours before thetreatment begins. Notices are located in the Break Room. Pest control information sheets areavailable from the Deputy Executive Director for Business or maintenance secretary. 41 Region 3 ESC Employee Handbook August 27, 2018

General procedures Section 9Bad weather closingThe ESC may close because of bad weather or emergency conditions. When such conditionsexist, the Executive Director will make the official decision concerning the closing.Administrators will be also notified. The ESC may notify employees through an automatedtelephone notification system or through the following radio stations:108 FM (KIXS) or 93.3 FM (KNAL)EmergenciesAll employees should be familiar with the safety procedures for responding to emergencies,including a medical emergency and the evacuation diagrams posted in their work areas.Emergency drills may be conducted to familiarize employees with evacuation procedures.Automatic external defibrillators are located across from the vending machines and in the breakroom. Fire extinguishers are located throughout all ESC buildings. Employees should know thelocation of the extinguishers nearest their place of work and how to use them.Purchasing proceduresPolicy CH http://pol.tasb.org/Home/Index/1194All requests for purchases must be submitted to the Business Office on an official ESC purchaseorder (PO) form with the appropriate approval signatures or through the ESC electronic purchaserequisition system. No purchases, charges, or commitments to buy goods or services for the ESCcan be made without a PO number.The ESC will not reimburse employees or assume responsibility for purchases made withoutauthorization. Employees are not permitted to purchase supplies or equipment for personal usethrough the ESC’s business office.See the Business Procedures available electronically via the Intranet or contact the DeputyExecutive Director for Business for additional information on purchasing procedures.Emergency purchases of $10 or less can be approved by the supervisor and reimbursement madethrough the Petty Cash Fund. 42 Region 3 ESC Employee Handbook August 27, 2018

Name and address changesIt is important that employment records be kept up to date. Please log in to your TxEISEmployee Access Portal to make changes to your name, home address, home telephone number,marital status or emergency contact.Additional forms may be needed to process a change in personal information and can beobtained from the Business Procedures which is accessible via the DesktopMenu icon on thecomputer desktop.Changes in insurance coverageChanges in health insurance, dental insurance, or life insurance coverage can be initiated throughthe payroll office. Anytime the status of a dependent covered by insurance changes, i.e., childturns 26 years of age, the employee must notify the payroll office to determine if the dependentcan be covered through COBRA.Personnel recordsPolicy DBA http://pol.tasb.org/Home/Index/1194Most ESC records, including personnel records, are public information and must be releasedupon request. In most cases, an employee’s personal e-mail is confidential and may not bereleased without the employee’s permission.Employees may choose to have the following personal information withheld:  Address  Phone number, including personal cell phone number  Emergency contact information  Information that reveals whether they have family membersThe choice to not allow public access to this information may be made at any time by submittinga written request to the Deputy Executive Director for Business. New or terminating employeeshave 14 days after hire or termination to submit a request. Otherwise, personal information willbe released to the public until a request to withhold the information is submitted.Building usePolicy EE http://pol.tasb.org/Home/Index/1194Community Use of FacilitiesUse of ESC facilities for activities not directly related to the ESC shall be approved by theExecutive Director or designee. Such activities shall be limited to educational or civic functions.Use of facilities for private functions shall not be permitted. 43 Region 3 ESC Employee Handbook August 27, 2018

If ESC facilities are utilized, a staff member shall be present. The staff member shall beresponsible for all cleanup operations. Activities shall not cause undue wear to ESC property.With the prior approval of the Executive Director, food may be served.FeesOrganizations may be charged fees set according to administrative regulations. When activitiesare directly related to fulfilling the role of the ESC, the Executive Director may waive all fees.The Executive Assistant is responsible for scheduling the use of facilities after business hours.Contact the Executive Director to request to use facilities and to obtain information on the feescharged.Children in CenterThe Service Center does not have facilities available to provide day care for children ofemployees, but if the occasion arises that a child must spend a short time at the Service Center,approval must be secured from the administrator-in-charge.Center vehiclesThe Service Center maintains a fleet of cars for the official use of the Center staff. The successof this system requires the coordination of travel and cooperation among all employees.Employees who require the use of cars may request a vehicle via the computer network system.The car record book contains keys, credit card, insurance information, trip record sheets,emergency number information. and vehicle accident procedures. All staff who use ServiceCenter vehicles or personal vehicles for Center business must have a valid driver’s license and beinsurable. Staff who uses their personal vehicle for Center business are required to carryinsurance as required by law.Instructional ResourcesThe Service Center offers an Instructional Resources Cooperative to school districts whichincludes (1) Discovery Streaming Content, (2) Route Delivery Service, and (3) Audio-VisualRepair Services Coordination. The Discovery Streaming digital video library offers core-curriculum; TEKS correlated video clips, lesson plans and assessments. 44 Region 3 ESC Employee Handbook August 27, 2018

ESC media van route deliveryThe Service Center maintains a route delivery system to school districts participating in theInstructional Resources Cooperative. The media van is used to transport only ESC relatedmaterials.Maintenance (Building and IT) Non-EmergencyEmployees should promptly report building maintenance or vehicle maintenance problems usingthe ESC web-based system. Should the system not be accessible, use a maintenance form andsubmit it to the maintenance secretary.A vehicle maintenance form is in the check-out book assigned to each vehicle. Access to theWeb-Based system is through the DesktopMenu (Click Admin Tab) or www.iwebesc3.net.Evacuation of BuildingIn the event of fire, explosion, or natural disaster which merits the evacuation of the building, thefollowing procedures shall be in effect: 1. Be familiar with the fire exits from your work area. 2. Upon hearing the alarm to evacuate the building, you should proceed to the nearest unobstructed exit following the evacuation route designated on the maps posted throughout the building. 3. Exit of the building should be immediate and you should not take anything with you. 4. All doors should be shut as the last person goes through. 5. Most important is that you should remain calm. 6. Upon exiting the building, employees should take an inventory of all personnel within their work area.Continuous Improvement Team (CIT)/Suggestion BoxThe role of the CIT is a continuous improvement team (voted by peers) which serves in anadvisory capacity to the Executive Director; Provide leadership in setting directions, priorities,and problem solving in improving student performance; Be a model for school districts; andserve as a communication vehicle. The CIT meets monthly excluding March, June, July andAugust. If anyone has something they would like addressed during the CIT, just get with one ofthe representatives before the meeting and they will address it.Employees are encouraged to report any service or vendor performance deficiency and/or anypotential nonconformity.Another form of input is through the suggestion box. Suggestions are an anonymous way to giveinput. The box is located in the main building breakroom/kitchen. 45 Region 3 ESC Employee Handbook August 27, 2018