Forsyth county school student handbook

Prevent the unauthorized disclosure, use and dissemination of personal identification information regarding minors; and e. Use of computers and network resources outside the scope of this educational purpose is strictly prohibited. It must also be understood that the Internet is a global, fluid community, which remains largely unregulated. While it is an extremely valuable tool for educational research, there are sections that are not commensurate with community, school, or family.

The Forsyth County Board of Education will, through its administrative staff, provide an Internet screening system which blocks access to a large percentage of inappropriate sites. It should not be assumed, however, that users are completely prevented from accessing inappropriate materials or from sending or receiving objectionable communications. Additionally, access to the Internet and computer resources is a privilege, not a right.

Subject to staff supervision, technology protection measures may be disabled or, in the case of minors, minimized only for bona fide research or other lawful purposes. To the extent practical, steps shall be taken to promote the safety and security of users of the Forsyth County Schools online computer network when using electronic mail, chat rooms, instant messaging, and other forms of direct electronic communications.

Procedures for the disabling or otherwise modifying any technology protection measures shall be the responsibility of the Chief Technology and Information Officer or designated representatives. Harmful to minors. Taken as a whole and with respect to minors, appeals to a prurient interest in nudity, sex, or excretion; 2.

Depicts, describes, or represents, in a patently offensive way with respect to what is suitable for minors, an actual or simulated sexual act or sexual contact, actual or simulated normal or perverted sexual acts, or a lewd exhibition of the genitals; and 3. Taken as a whole, lacks serious literary, artistic, political, or scientific value as to minors.

The district provides ongoing student instruction that develops graduated digital citizenship for using technology as a tool to achieve this mission. I understand that using digital devices whether personal or school owned and the FCS network is a privilege, and when I use them according to the Responsible Use Guidelines I will keep that privilege.

I will:. Use digital devices, networks and software in school for educational purposes and activities. Show respect for myself and others when using technology including social media. Give acknowledgement to others for their ideas and work. Report inappropriate use of technology immediately.

The Responsible Use Procedure will be reviewed each school year together with students and teachers and will provide a springboard for teaching and learning around topics such as Internet safety, digital citizenship and ethical use of technology. Pledge of Allegiance to the Flag At a specified time designated by the school each school day, students in the Forsyth County School System shall be afforded the opportunity to recite the Pledge of Allegiance to the flag of the United States of America.

Students participating in the recitation of the Pledge will be expected to stand, face the flag, and recite the Pledge in unison. Students not participating in the recitation of the Pledge may a stand and refrain from reciting the Pledge; or b remain seated. A copy of this policy shall be distributed to each teacher in the school s. Stating more than this, such as a discussion of whether a student may pray silently, invites criticism and possible legal challenge.

If a teacher decides not to observe the moment at all, then the school district may be criticized or challenged legally for not complying with the law. We always have thought that a teacher could require many moments of silence for reflection on a variety of activities, including an anticipated lesson or test, without having a law to authorize that activity.

Obviously, this simple sentence may be adopted by each classroom teacher, if the school administrator decides that the moment of silence should be observed by each teacher rather than by an administrator over the intercom. The administrator perhaps should caution teachers not to get into a discussion with students as to whether students may pray silently during this moment. The danger is that a teacher may be perceived as recommending or endorsing prayer.

Clearly, a student has a right to pray silently at any time during the day - the student need not ask for permission. If, however, a student truly is not clear as to this right, a teacher would be better sewed by discussing the issue privately with the student and not with the class. The teacher herself or himself should not give to students the impression the teacher is engaged in prayer. This arguably could be considered as an endorsement of prayer or as encouraging students to pray and invite a legal challenge.

Obviously, common sense, a willingness to comply with the Act, but not to go beyond the Act, and an understanding of the legal issues in the cases in point prepare administrators and teachers to meet the requirement of the Act without becoming embroiled in litigation or too much controversy in the process.

All Forsyth County School System personnel and volunteers are mandated reporters of suspected child abuse and neglect. Child abuse includes physical abuse, physical neglect, sexual abuse and emotional abuse. Abuse information can be revealed during regular contact with a child in the classroom, in a counseling session or through reporting of alleged incidents of suspected abuse by another child or children.

The following are procedures for suspected child abuse cases through the school system after initial disclosure to school personnel. Staff may consult with the Director of Student Support Services for guidance with suspected child abuse cases or with the Chief of Human Resources with cases dealing with school employees. If school staff or volunteer suspects abuse, immediately contact the School Counselor School Administrator if counselor is unavailable.

The School Counselor will interview the child when appropriate. It is not the responsibility of the school employee or volunteer to prove that the child has been abused or neglected, or to determine whether the child is in need of protection. If the DFCS intake worker does not respond to the email, then the reporter should call to ensure the report was received or to make an initial verbal report.

If attempts to notify DFCS have been unsuccessful, contact your school social worker, school resource officer, or Concerns regarding sending the child home. Note: DFCS and law enforcement have restrictions regarding transporting students. Under most circumstances, the child should proceed home in a normal manner. The School Administrator should be notified of the report.

Administrator approval is not required to make a DFCS report. School Administrators should report criminal incidents physical, sexual abuse, domestic violence, substance abuse, etc. The contact and information gathered is confidential and part of the ongoing investigation process; therefore, the presence of school personnel may not be appropriate.

The employee may be added to the witness list and is subject to subpoena if a case is brought to court. Failure to report may result in disciplinary action against the employee. Section requires all employees to report certain suspected student crimes on a school campus or at a school activity to the principal or site supervisor. The crimes are: 1. Aggravated assault with a firearm; 2. Aggravated battery 3. Sexual offenses rape, statutory rape, sodomy, aggravated sodomy, child molestation, aggravated child molestation, public indecency, prostitution, pimping, pandering, solicitation of sodomy, any act of fornication or adultery, sexual battery; enticing a child for indecent purposes 4.

Carrying a deadly weapon at a public gathering on school property, but not necessarily at a school sponsored event ; 5. Possession of a weapon within a school safety zone or at a school function; 6. Illegal possession of a pistol or revolver; 7. It then becomes the duty of the principal, site supervisor or designee to make an oral report immediately, but in no case later than twenty-four 24 hours from the time there is reasonable cause to believe a child has been abused to the Department of Family and Children Services DFACS.

A copy of the report shall be forwarded to the school social worker. Reporting Employee Crime O. Section The offenses include murder, voluntary manslaughter, aggravated assault, aggravated battery, kidnapping, possession of marijuana or any controlled substance, theft, sexual exploitation of a minor, all of the sexual offenses discussed above except adultery and fornication, unlawfully operating a motor vehicle after being declared a habitual violator.

One of the requirements in this code is that employees must report a breach of one or more of the Standards. A criminal record check will be conducted at or prior to employment on every person who is employed by the Board of Education for the first time to fill either a full-time or part-time certified or classified position with this School District. A clearance certificate verifying a satisfactory criminal background check may be required based on the requirements of state law and rules of the Professional Standards Commission.

Subsequent criminal record checks shall be conducted on all personnel in accordance with state laws, state board rules, and rules of the Professional Standards Commission.

All certified personnel whose employment is continued with this School District shall have a criminal record check made upon any certificate renewal application to the Professional Standards Commission. All classified employees whose employment is continued with this School District shall have subsequent criminal record checks on a periodic basis, not to exceed every five years, using procedures and schedules to be determined by the Superintendent or designee.

Any cost of such record checks for all personnel shall be paid by the applicant, employee, or the Board. Criminal record check information shall be used by the school district and its officials and employees only for the purpose of determining whether to grant regular employment, and in any administrative or judicial proceeding calling such employment into question.

Such information shall be stored, restricted, and disposed of in such manner as may be required by federal and state authorities. The Superintendent shall establish such procedures, fees and regulations needed to administer this policy.

You must be provided written notification1 that your fingerprints will be used to check the criminal history records of the FBI. If you have a criminal history record, the officials making a determination of your suitability for the job, license, or other benefit must provide you the opportunity to complete or challenge the accuracy of the information in the record. The officials must advise you that the procedures for obtaining a change, correction, or updating of your criminal history record are set forth at Title 28, Code of Federal Regulations CFR , Section If you have a criminal history record, you should be afforded a reasonable amount of time to correct or complete the record or decline to do so before the officials deny you the job, license, or other benefit based on information in the criminal history record.

You have the right to expect that officials receiving the results of the criminal history record check will use it only for authorized purposes and will not retain or disseminate it in violation of federal statute, regulation or executive order, or rule, procedure or standard established by the National Crime Prevention and Privacy Compact Council.

If agency policy does not permit it to provide you a copy of the record, you may obtain a copy of the record by submitting fingerprints and a fee to the FBI. If you decide to challenge the accuracy or completeness of your FBI criminal history record, you should send your challenge to the agency that contributed the questioned information to the FBI.

Alternatively, you may send your challenge directly to the FBI. The FBI will then forward your challenge to the agency that contributed the questioned information and request the agency to verify or correct the challenged entry. See 28 CFR Written notification includes electronic notification, but excludes oral notification.

Allow weeks prior to any registration fee deadlines for processing payment of registrations, as a purchase order is required. School Administrators: Human Resources does not record professional learning leave. Please do not send copies to HR.

Thank you! Do not send this form to the central office, unless advised otherwise. And this approved form should remain on file with the school. Leave Date s : Overnight travel expenses? You must check the source of funds to be used. Please check with the appropriate school level or system level supervisors before submitting.

Human Resources does not record professional leave requests. Focused choice goals are those related to system-wide initiatives and include: understanding by design, assessment for learning, high leverage instructional strategies, induction, and TIPS. Each year, teachers will select a focused choice goal to study and emphasize.

In addition, teachers will also have the opportunity to select an additional personal professional goal on which to concentrate. The personal professional goal may focus on an area of interest for the entire school, for a team of teachers, or for personal development for an individual. Standards are defined as a level of excellence or degree of perfection established by authority, custom, or general consent for use as a rule or basis of comparison in measuring or judging attainment.

The four Forsyth County School standards describe and outline teacher expectations and responsibilities in designing quality work for students. Standard 1: The teacher is a leader. Standard 2: The teacher manages time, people, space, assessment data, and technology in order to improve the quality of the work for students. Standard 3: The teacher designs quality knowledge work that actively engages students in learning.

Standard 4: The teacher monitors and adapts the work provided based on student engagement to achieve desired results. Observations of the educator by the principal and assistant principals during the delivery of instruction and at other times as appropriate.

Participation in professional development opportunities and the application of concepts learned to classroom and school activities. Communication and interpersonal skills as they relate to interaction with students, parents, other educators, administrators, and other school personnel. Timeliness and attendance for assigned responsibilities. Adherence to school and local school system procedures and rules. Personal conduct while in performance of school duties.

The administrator promotes and supports the design of quality knowledge work that actively involves students in learning. The administrator monitors and modifies the learning environment so expected instructional results can be achieved. Observations of the leader by staff and others while performing in their role and at other times as appropriate.

Participation in professional development opportunities and the application of concepts learned to the improvement of the school, the system, and school activities.

Communication and interpersonal skills as they relate to interaction with students, parents, other educators, leaders, and other school personnel. Performs quality work c. Overall quantity of work d. Knowledge and skills required for the job e. Compliance with policies and procedures f. Attention to safe work practices g.

Complies with instructions h. Responsible use of equipment and materials i. Accepts added responsibilities when asked j. Communication with supervisors and co-workers k.

Accepts changes in methods and assignments. Enthusiasm and pride in work m. Initiative in performing needed tasks n. Attendance o. Punctuality p. Shows tact and respect for others r. Communication with students and others s. Seeks to build positive image with public t. Personal appearance appropriate for job u. Effort to improve abilities self-development. Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently.

This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives.

The number of Annual Leave days available to each employee is determined by board policy and administrative procedures. Part B: To be completed by authorized official. This information will be used to determine experience credit for salary purposes.

Your assistance in establishing an accurate service record for this employee is appreciated. Was a contract required for this position? Did the employee have tenure in your system? Did employee receive an unsatisfactory, ineffective, or needs development annual summative performance evaluation for any year of employment? Sick leave can only be accepted if the transfer occurs within one year of the employee leaving a GA public school system.

I certify that all information listed above is complete and correct according to the official records of the school system or institution providing this verification of experience. Additional premium cost is paid by the employee. Family coverage for medical and dental insurance is available at a reasonable cost to the employee as well as additional disability, life, cancer, vision and long-term care insurance. Substitutes, after-school program, temporary and seasonal employees are not eligible for any benefits.

In addition, the Board contributes The Board will match employee contributions to this plan up to a maximum of 4 percent of salary. Per fiscal year, and day full-time employees earn Sick leave is used for personal and family illness or injury.

Sick leave can be accumulated up to a maximum of days hours. Employees may use three days per year for personal leave. Leave taken for personal reasons is deducted from accumulated sick leave; no personal leave may be taken if sick leave is not available. Certified and classified employees who transfer to Forsyth County Schools or are re-employed within a one-year timeframe from Georgia school districts, RESAs, the University System of Georgia and state agencies or institutions can transfer up to 45 days of sick leave.

A day employee receives 15 annual leave days per year. If employed after July 1, annual leave is prorated. A day employee may carry forward 5 annual leave days that must be taken prior to December 31st each year.

After completing 5 years of continuous Forsyth County service, a day employee will receive 20 days of annual leave each year. Bereavement leave is deducted from earned sick leave. Religious Leave — Employees may use personal leave for the absence of recognized religious holidays. If an employee desires to take leave for the observance of recognized religious holidays in excess of the days Revised If the last day falls on a weekend you will be paid the preceding Friday.

Payroll checks are deferred over a month period to those employees who work less than 12 months. Generally, there are two payroll cycles: August cycle August though July for , , , , , and day employees; and July cycle July through June for day employees. Teacher and paraprofessional substitutes are paid through direct deposit only on the last day of the month for work completed from the 16th of the prior month through the 15th of the current month. The substitutes are emailed or mailed a direct deposit payroll stub.

Other types of substitutes transportation, clerical, food service, custodial, nurses , and work completed outside of regular job duties or for Instructional Extension and after-school programs are paid on or about the 15th of each month for work completed through the end of the preceding month. Lanier Capital Management, Inc. One of the requirements in this code is that employees must report a breach of one or more of the Standards.

All Forsyth County School System personnel and volunteers are mandated reporters of suspected child abuse and neglect. Child abuse includes physical abuse, physical neglect, sexual abuse and emotional abuse.

Abuse information can be revealed during regular contact with a child in the classroom, in a counseling session or through reporting of alleged incidents of suspected abuse by another child or children. The following are procedures for suspected child abuse cases through the school system after initial disclosure to school personnel.

Staff may consult with the Director of Student Support Services for guidance with suspected child abuse cases or with the Chief of Human Resources with cases dealing with school employees. If school staff or volunteer suspects abuse, immediately contact the School Counselor School Administrator if counselor is unavailable.

The School Counselor will interview the child when appropriate. It is not the responsibility of the school employee or volunteer to prove that the child has been abused or neglected, or to determine whether the child is in need of protection. If the DFCS intake worker does not respond to the email, then the reporter should call to ensure the report was received or to make an initial verbal report. If attempts to notify DFCS have been unsuccessful, contact your school social worker, school resource officer, or Concerns regarding sending the child home.

Note: DFCS and law enforcement have restrictions regarding transporting students. Under most circumstances, the child should proceed home in a normal manner. The School Administrator should be notified of the report. Administrator approval is not required to make a DFCS report. School Administrators should report criminal incidents physical, sexual abuse, domestic violence, substance abuse, etc.

The contact and information gathered is confidential and part of the ongoing investigation process; therefore, the presence of school personnel may not be appropriate.

The employee may be added to the witness list and is subject to subpoena if a case is brought to court. Failure to report may result in disciplinary action against the employee. These benefits are provided to help you return to work. You should report any accident occurring on the job to your employer manager, supervisor, or administrator immediately. You are also required to seek treatment from a physician listed on our Posted Panel.

A copy is posted in every school and auxiliary location. If you have trouble locating the Panel please refer to our website at www. We also are required to post a Bill of Rights which explains your rights and responsibilities under the law. This is posted next to our Panel and also can be found on our website.

Lanier Capital Management, Inc. In accordance with the foregoing, it is the policy of the Forsyth County Board of Education that certificated personnel shall have the right to present and resolve complaints relating to certain matters affecting the employment relationship at the lowest organizational level possible.

The Board of Education encourages all employees to resolve their complaints informally in a spirit of collegiality whenever possible.

The procedures outlined in this policy are available when such efforts do not succeed or, where for any other reason, the certificated employee desires to pursue this policy and its procedures. Unless excluded by paragraph b hereof, this complaint and grievance procedure is applicable to any claim by any professional employee certificated by the Professional Standards Commission who is affected in his or her employment relationship by an alleged violation, misinterpretation, or misapplication of statutes, policies, rules, regulations, or written agreements of this school district or with which the district is required to comply.

This procedure shall not apply to: 1. Performance ratings contained in personnel evaluation and professional development plans pursuant to Code Section ; 2. Job performance; 3. Termination, nonrenewal, demotion, suspension, or reprimand of any employee, as set forth in Code Section ; 4.

The revocation, suspension, or denial of certificates of any employee, as set forth in Code Section A certificated employee who chooses to appeal under Code Section , shall be barred from pursuing the same complaint under this policy.

Hearing; Evidence. When hearing an appeal from a prior level, the local Board of Education shall hear and decide all appeals de novo. The Complainant and the Administrator against whom the complaint is filed or whose decision is appealed shall be entitled to the presence of an individual, including an attorney, to assist in the presentation of the complaint and the response thereto at the Central Office Administrator and at the local Board of Education level.

The only individuals other than the Complainant and the Administrator who may be present at Level One are witnesses present for the purpose of presenting testimony or documents. At Level One, the presence of any witness is permitted only during the time the witness is presenting testimony or documents. Hearing Officer. The local Board of Education may appoint a member of the State Bar to serve as law officer who shall rule on all issues of law and other objections, but such attorney shall not assist in the presentation of the case for either party.

Overall Hearing Time Schedules. The overall time frame from the initiation of the complaint until rendition of the decision by the local Board and notification thereof to the Complainant shall not exceed 60 calendar days. Automatic Referral To Next Level. Any complaint not processed by the Administrator or the local unit of administration within the time frame required by this policy shall be forwarded to the next level for determination.

Accurate records of the proceedings at each level shall be kept; the proceedings shall be recorded by mechanical means. All evidence shall be preserved and made available to the parties at all times. All costs and fees shall be borne by the party incurring them unless otherwise agreed upon by the parties; except that the cost of preparing and preserving the record of the proceedings shall be borne by the local Board of Education; provided however, the cost of transcribing the transcript of evidence and proceedings before the local Board shall be borne by the party requesting same, and all costs of the record on appeal to the superior courts and appellate courts shall be paid by the party required to do so by the laws relating thereto.

Each decision shall be made in writing and dated, and shall contain findings of fact and reasons for the particular decision reached. The decision at each level shall be delivered to the Complainant by a person designated by the Superintendent, either by 1 being hand delivered or 2 being deposited in the U.

Notice to the Complainant shall be deemed to have been made on the date of hand delivery or on the U. Mail by Certified Mail, Return Receipt Requested to the date of deposit in the address stated in the complaint or, if not contained in the complaint, to the last known address of the Complainant on file with the Personnel Office of the Board of Education. The complaint shall include the following: a.

The mailing address of the Complainant to which all notices and other documents may be mailed; b. The intent of the Complainant to utilize this complaint procedure, clearly stated; c.

A reference or description of the statute, policy, rule, contract provision or regulation that is. A brief statement of the facts reasonably calculated to show how such statute, policy, rule or regulation was violated or misapplied, and how it substantially affects the employment relationship of the Complainant; and e.

A statement of relief desired. The Superintendent shall prepare forms for use in accordance with the foregoing requirements. Forms for filing complaints, furnishing the required notice, making appeals, and preparing reports shall be made available by the Personnel Director to certified employees upon request.

When notice is given by mail, it shall be sent certified mail, return receipt requested to the address set forth in the complaint. If no address was included in the complaint, then the notice shall be sent to the last known address of the Complainant.

Where service or notice is made by certified mail, it shall be deemed to have been made when timely deposited in the mail, regardless of whether it was actually received. The Level One Administrator shall conduct a hearing on the complaint and render a decision thereon with 10 days of the filing of the complaint.

The appeal must be filed within 10 calendar days after the Complainant is notified of the Level One decision. The Central Office Administrator shall record the date of filing on the appeal and shall notify the Complainant in writing of the time and place of the hearing by mail or hand delivery, as set forth in Section 6 above. The Level Two Administrator shall obtain copies of all minutes, transcripts, documents and other records relating to the complaint and shall conduct a hearing and render a decision within 10 calendar days of the date of the filing of the appeal, or the hearing may be conducted by any designated representative of the Level Two Administrator who shall promptly submit his or her recommendations and findings to the Level Two Administrator for final decision.

The decision shall be rendered and served on the Complainant and his or her attorney in accordance with Section 4 h. The appeal must be filed within 10 calendar days after the date of the decision as provided in Section 4. Notice of appeal shall be deemed to have been made on the date of hand delivery or on the date of deposit in the U. The Superintendent shall record the date of filing on the appeal, and shall promptly give notice to the Complainant in writing of the time and place of hearing by mail or by hand delivery, as set forth in Section 6 above.

The Complainant and the Administrator s against whom the complaint is filed or whose decision is being appealed shall be entitled to appear before the Board of Education and be heard. The Board of Education may direct that a pre-hearing conference be held prior to the hearing to identify issues and facilitate presentation. The local board shall render its decision, and notify Complainant within sixty 60 calendar days after the complaint was filed.

Any reprisals may be referred to the Professional Practices Commission. Any act of harassment of students or employees by other students or employees based upon the race, color, sex, national origin, religion, age or disability of students or employees shall result in prompt and appropriate discipline, including termination of offending employees or suspension or expulsion of students guilty of harassment.

Harassment includes, but is not necessarily limited to, conduct or speech which entails unwelcome sexual advances, requests for sexual favors, taunts, threats, comments of a vulgar or discriminating nature, which are intimidating or create a hostile environment for a student or employee, as well as physical contact. There may be other speech or conduct which employees or students experience as illegal harassment which should be reported also; harassment can take many forms and it is not possible to itemize every aspect of the harassment forbidden by this policy.

If a student or employee believes he or she is being subjected to harassment forbidden by this policy, the student or employee should promptly report the offense to the coordinator designated by the school system following the procedures set forth in policy GAAA or JAA.

If a student or employee reports such harassment to a counselor, principal or other school system employee other than the coordinator designated by the school system, that employee shall be responsible for notifying the appropriate coordinator immediately.

No reprisal shall occur as a result of reporting unlawful harassment under this policy, and any attempt to retaliate against a complainant shall be disciplined as is appropriate. It is the duty of all employees to report harassment forbidden by this policy to the coordinator designated by the Board. It is also the duty of all supervisors of personnel to instruct their subordinates as to the content of this policy and through appropriate staff development to enlighten employees as to the varied forms or expression of illegal harassment.

The principals of all schools in this district shall insure that students and parents are informed through student handbooks and verbally that harassment is strictly forbidden, how it is to be reported and the consequences for violating this policy. Students may also report harassment or discrimination to their school counselor.

Equity coordinators for the school system are:. Additional there will be a virtual district-wide meeting on January 20, at pm for all rising grade 9 students. More information to come. Skip to Main Content. District Home. Select a School Select a School.