Last Updated: September 23, 2005
1. ATTENDANCE AND PUNCTUALITY
To maintain a safe and productive work environment, the Wachusett Regional School District expects employees to be reliable and to be punctual in reporting for scheduled work. In the instance when an employee cannot avoid being late to work or is unable to work as scheduled, the employee must notify the District as soon as possible in advance of the anticipated tardiness or absence. See Section E, Timekeeping and Payroll, Section 6, for information on Emergency Delayed Opening/Early Dismissal.
Poor attendance and excessive tardiness are disruptive and may lead to disciplinary action, up to and including termination of employment.
2. HARASSMENT
The Wachusett Regional School District is committed to providing a work environment that is free of all forms of harassment and discrimination. Actions, words, jokes, or comments based on an individual's physical capabilities, sex, race, ethnicity, age, religion, national origin, sexual preference, or any other legally protected characteristic will not be tolerated.
Any individual who has reason to believe that he/she is the victim of illegal behavior should promptly report the facts of the incident to the Director of Administrative Services. A prompt and confidential investigation will be conducted, and the District will take appropriate corrective action where it is warranted.
Anyone engaged in any improper harassment will be subject to disciplinary action, up to and including termination.
3. PROHIBITED SUBSTANCES
Drug-Free Workplace Act
In accordance with the Drug-Free Workplace Act of 1988, the District maintains a drug-free workplace. The unlawful manufacture, distribution, possession, or use of alcoholic beverages or illegal drugs is banned in the workplace and in any manner which is unbecoming to the position of any employee.
Compliance
Compliance with the School Committee Policy P5241.4 Policy Relating to Personnel Management Substance Abuse (Appendix 1) and the Drug-Free Workplace Act is a condition of employment with the Wachusett Regional School District. Any violation of the policy will result in appropriate disciplinary action, which may also include and require satisfactory participation in an approved substance abuse assistance or rehabilitation program. Employees who refuse or reject such assistance will be treated according to the disciplinary practices up to and including termination.
Notification
Should an employee be convicted of an alcohol or drug-related crime that occurred in the workplace or in a manner unbecoming to an employee of the District, they must notify the Superintendent or designee no later than five (5) days after such conviction. The District will implement the above mentioned disciplinary action within thirty (30) days after notice of the conviction is received.
Prescription Medications
Employees may use physician-prescribed medications, provided that the use of such drugs does not adversely affect job performance or the safety of the employee or other individuals in the workplace.
4. RESIGNATION
Resignation is a voluntary act initiated by the employee to terminate employment with the District. The Wachusett Regional School District requests at least two (2) weeks notice, unless otherwise provided for in a collective bargaining agreement or individual employment contract, in writing, of anticipated resignation of all employees. The District may, at its discretion, waive the two (2) week notice requirement.
If an employee does not provide advance notice as requested, and the notice requirement has not been waived, the employee may be considered ineligible for rehire.
5. RETURN OF PROPERTY
Employees are responsible for all property, vehicles, materials, keys, computer data, or written information issued to them or in their possession or control. Employees must return all District property that is in their possession or control in the event of termination, resignation, layoff, or immediately upon request. The employee's final paycheck will not be released until all District property is returned or the District is reimbursed for any damaged property, unless otherwise agreed to in writing by the Superintendent, who will be the final determinate of the status of the employee’s compliance with this provision.
The District may also take any other action deemed appropriate to recover or to protect its property.
6. RULES OF CONDUCT
Pursuant to School Committee Policy P5241 Policy Relating to Personnel Management Rules of Conduct (Appendix 1) the Wachusett Regional School District shall maintain Rules of Conduct to assure orderly operations and the best possible work environment. The School Committee expects its employees to be courteous, dress appropriately, and treat each parent and student as a client. It is not possible to list all forms of behavior that are considered unacceptable in the workplace. These Rules of Conduct shall not be considered inclusive and are examples of infractions that may result in disciplinary action, including suspension or termination of employment:
| Possession, distribution, sale, transfer, or use of alcoholic beverages or illegal substances in the workplace, while on duty, or while operating District-owned vehicles or equipment or on or in any District-owned or leased facility or grounds; |
| Working under the influence of alcohol or illegal drugs; |
| Theft or inappropriate removal or possession of District property; |
| Falsification of District records, including student, personnel, and other public records or reports; |
| Negligence or improper conduct leading to damage to District property; |
| Violation of any safety rules; |
| Smoking in prohibited areas; |
| Sexual or other unlawful harassment; |
| Excessive absenteeism; and/or, |
| Unsatisfactory performance or conduct. |
Please note that the above is not an all-inclusive list. There may be other conduct deemed inappropriate by the District, in its discretion, that is not referenced above.
7. SECURITY INSPECTIONS
The Wachusett Regional School District wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, the District prohibits the possession, transfer, sale, or use of such materials on its premises. The cooperation of all employees in administering this regulation is required.
Desks, lockers, and other storage devices may be provided for the convenience of employees but remain the sole property of the District. Accordingly, any articles found within them, can be inspected by any agent or representative of the District at any time, either with or without prior notice with probable cause. To the extent possible, inspections will take place in the presence of the employee.
8. EMPLOYEE USE OF INFORMATION TECHNOLOGY
Pursuant to School Committee Policy P5234.1 Policy Relating to Personnel Management Employee Use of Information Technology (Appendix 1), the Wachusett Regional School Committee encourages the use of available technology by employees or approved District users as a tool to assist them in performing their respective duties. The District's information technology is designed to promote both professional and personal development of all staff members.
The computer, electronic mail, Internet access, and voice mail systems are District property and are intended for official District business. District business includes but is not limited to communication between and among staff members and with individuals and professional or educational organizers outside of the District. Excessive or inappropriate personal use of these systems may result in disciplinary action. Under no circumstances is District information technology to be utilized to solicit, harass, or offend any other employee or individual, nor is it to be utilized for any inappropriate or unlawful purpose. Derogatory, defamatory, obscene, or otherwise inappropriate messages are strictly prohibited. District information technology shall not be used to send commercial messages.
The District's information technology systems store and record information transmitted via e-mail and this record cannot be deleted by the user. The District may conduct monitoring of messages. Transmissions are District property and should not be considered confidential or private. By using the District's information technology systems, the employee or user is expressly consenting to such monitoring.
Employees or users are prohibited from sending highly sensitive or confidential District information related to any other employee, a District student, or any other matter. Under no circumstances may confidential information be transmitted outside of the District without the express prior approval of the Superintendent.
In consideration of the District providing the use of technology, the user agrees to indemnify and hold harmless the District regarding any claims, costs and/or damages incurred by the District resulting from the use of the technology in violation of District policy.
The District disclaims any liability for damages incurred resulting from the use of the technology by an employee or user.