A.             Any and all employees in the Unit shall be subject to the direct supervision of their building administrator or assigned program supervisor, and to the general supervision and direction of the District's Personnel Department.

B.             Absence Procedure for School Based Personnel

Whenever it is necessary for an employee to be absent from duty it shall be the employee's responsibility to notify designated superior so that the workload can be adjusted accordingly. It is the employee's responsibility to keep the immediate superior or supervisor informed as to when the employee will be available for duty. If the employee does not notify the immediate superior or supervisor, or cannot be reached within three (3) days, this may be considered as grounds for termination of employment at the discretion of the Superintendent of Schools. All members of the Unit shall abide by the provisions of Administrative Bulletin No. 1 issued by the Superintendent of Schools at the beginning of each school year with respect to requesting excused absence from duty.

C.             Tardiness

Each employee is expected to be punctual. Habitual tardiness will be subject to supervisory reprimand. If satisfactory improvement is not made, the supervisor may make a report to the Superintendent of Schools or designated representative for such action as may be deemed necessary.

D.             Confidential Information

1. General Statement - From time to time, members of the Unit have occasion to handle confidential information. It is imperative that information of a confidential nature be kept confidential. Indiscretions involving this information can have serious consequences, such as the following:

a. Damage the lives of students.

b. Cause unnecessary embarrassment to students, as well as their families.

c. Violate state, local or federal law or regulation as regards such information.

2. Methods of Keeping Information Confidential - The best and most appropriate means of keeping information confidential is the exercise of judgment and discretion in the way such information is discussed and handled. Information which is always considered confidential, such as policy reports, court records, I.Q.'s, etc. should be kept under lock and key. Furthermore, such information and circumstances shall never be discussed in open offices where others may overhear such discussion.

3. Violations - A member of the Unit who deliberately releases to unauthorized personal information which the member has been told, or which through office practice or obvious visible notations, any reasonable person would know is confidential, may be subject to dismissal at the discretion of the Superintendent of Schools.

E.             Employees covered by the terms and conditions of this Agreement shall comply with all the rules and regulations promulgated by the Superintendent of Schools and the Board of Education.

F.            

1. Teaching Assistants and Teaching Assistant Substitutes (Certified Building Substitutes) who are required to perform substitute services for a regular teacher for two or more hours in any work day shall receive the stipend for approved substitute duty contained in Appendix I of this Agreement for at least one-half day. If such substitute duty is for more than one-half of the work day, payment for such substitute work shall be consistent with existing practice.

2. Where a teaching assistant substitutes for a teacher for a minimum of one (1) hour and for less than two (2) hours during regularly scheduled teacher activities, such as but not limited to SBIT, Mentoring, PST, CSE, Site-Based Professional Development, and Team Leadership, the teaching assistant shall submit a separate time card with the cumulative hours of substitution, signed by the Principal, on a monthly basis. Compensation for accumulation of two-hours of substitution will be consistent with the above section, and over one-half of the workday, payment for such substitute work shall be consistent with existing practice. Activities such as meeting with parents, non-recurrent meetings with Principals and other staff are not covered by this section.

G.             Any employee authorized in writing and in advance by an immediate supervisor to drive the employee's personal vehicle on District business shall be reimbursed at the then current Internal Revenue Service mileage rate. All claims for mileage reimbursement shall be made in accordance with existing District policy.