4000 Personnel

4000.1 Certified/Non-Certified: Title IX

Certified / Non-Certified:  Title IX 
Policy # 4000.1
New Policy:  03/14/2000                                                                                                       

The Board of Education agrees to comply with Title IX of the Education Amendments of 1972 and the Regulations promulgated pursuant thereto, the Board designates the Superintendent of Schools, as Compliance Officer.  The Board shall, at least annually, notify all students, parents, employees and labor organizations with which it deals of the name, address and phone number of the Compliance Officer and the procedure for processing grievances.

Except as hereinafter noted, all complaints shall be addressed in writing to the Board designated Compliance Officer and he/she shall be responsible for investigating all complaints.  Upon investigation, the Compliance Officer shall effectuate any changes deemed necessary to eliminate any discriminatory practices and shall inform the complainant in writing of his/her actions within ten (10) working days of the receipt of such complaint.

If the complainant is not satisfied with the action of the Compliance Officer, within ten (10) days, the complainant may appeal the action of the Compliance Officer in writing to the Board of Education.  The Board of Education shall notify the complainant in writing of its decision within ten (10) days after such a hearing.

Employees who are represented by labor organizations recognized by this Board for the purposes of collective bargaining shall process all complaints of alleged Title IX violations through the grievance procedures set forth in the applicable collective bargaining contracts.

Legal Reference:  Title IX of the Education Amendments of 1972.

4001 Personnel / Athletic Coaches

Personnel / Athletic Coaches 
Policy # 4001 
New Policy:  4/12/2005




Any person holding a coaching permit who is employed by the board to coach for a sport season shall be evaluated by his/her immediate supervisor on an annual basis.  A copy of such evaluation shall be provided to the athletic coach.


A decision to terminate or decline to renew the contract of an athletic coach who has served in the same coaching position for three or more consecutive years shall be communicated to such coach no later than ninety days after the completion of the sport season covered by the contract.  Such coach may appeal such decision in the following manner:

1.   Within seven days of receiving the notice of termination or non-renewal, the coach may make a written request for a statement of the reasons for such decision.  The coach shall be given a statement of reasons within the succeeding seven days.

2.   The coach may request an opportunity to appeal such decision to the board.  This request must be made by the coach in writing within twenty days of receiving notice of the termination or non-renewal.

Nothing shall prohibit the board from terminating a coaching contract at any time for reasons of moral misconduct, insubordination, violation of the rules of the board or because a sport has been cancelled.

Legal References: Connecticut General Statute 10-222e

Public Act 04-243  An Act Concerning Termination of Coaches

4051 Sexual Harassment in the Workplace

Sexual Harassment in the Workplace
Policy # 4051 
Amended:  1/11/1996
Supersedes / Amends:  4051 adopted 9/18/2001




It is the policy of the board of education that any form of sexual harassment is forbidden in the workplace, whether by supervisory or non-supervisory personnel, by individuals under contract, or volunteers subject to the control of the board.  Sexual harassment is defined as unwelcome conduct of a sexual nature, whether verbal or physical, including, but not limited to, insulting or degrading sexual remarks, gestures, or conduct; threats or suggestions that an employee’s submission to or rejection of unwelcome conduct will in any way influence an employment decision regarding that employee, or conduct of a sexual nature which substantially interferes with an employee’s work performance, or creates an intimidating, hostile, or offensive work environment, such as the display in the workplace of sexually suggestive objects or pictures.

Sexual harassment in the workplace whether by supervisory or non-supervisory employees will result in disciplinary action up to and including dismissal.

It is the express policy of the board of education to encourage victims of sexual harassment to report such claims.  Employees are encouraged to promptly report complaints of sexual harassment to the superintendent of schools.  Complaints will be investigated promptly and corrective action will be taken when allegations are verified.  Confidentiality will be maintained by all persons involved in the investigation and no reprisals or retaliation will be allowed to occur as a result of the good faith reporting of charges of sexual harassment.

LEGAL REFERENCE:       Connecticut General Statutes


                                      42 U.S.C. S2000e (“Title VII”)

                                      29 C.F.R. S1604.11 (EEOC Guidelines of Sexual  Harassment)

4111 Affirmative Action - Recruitment and Selection

Affirmative Action - Recruitment and Selection 
Policy # 4111
Adopted:  9/10/2002
Supersedes / Amends:  2104 dated 5/8/1990 and 4111 dated 6/14/1994 




In compliance with regulations of Title VII of the Civil Rights Act 1964, Title IX of the Education Amendment of 1972 and Section 504 of the Rehabilitation Act of 1973, the Civil Rights Act of 1987 and the Americans with Disabilities Act, the Winchester Board of Education adopts the following Equal Employment Opportunity and Equal Education Opportunity Policies.

Equal Employment Opportunity 

Both federal and state law prohibit discriminatory practices in hiring and employment.  The Winchester Board of Education prohibits discriminatory acts in all district manners dealing with employees and applicants and requires equal employment opportunities for all employees and applicants.  As an equal opportunity applicant, the board of education does not discriminate on the basis of race, color, religious creed, age, marital status, national origin, ancestry, sex, sexual orientation, past or present history of mental disorder, mental retardation, learning disability, regarding any individual who can perform the essential functions of the job, with or without reasonable accommodations, physical disability (including blindness), or other disability except in a case of bona fide occupational qualification or need.

Equal Education Opportunity 

Pursuant to IDEA, Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973, no otherwise qualified individual with handicaps shall, solely by reason of such handicap, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any programs of the board of education.

The Title IX Coordinator of the Winchester Board of Education shall monitor compliance of these policies.  Further compliance with these policies is a responsibility of all district administrators. 

If an employee feels that he or she has been discriminated against in regard to the preceding policy, a grievance may be filed with the Title IX Coordinator.

Legal Reference:     Connecticut General Statutes

                               10-153 Discrimination on account of marital status

                                46a-60 Discriminatory Employment Practices Prohibited

                                Title VII, Civil Rights Act

4112.51(a) Reference Checks

Reference Checks 
Policy # 4112.51 (a) 
Adopted:  9/11/2007
Supersedes / Amends:  New Policy




  In checking references, the following guidelines shall be followed:

All reference questions must be directly related to the applicant’s qualifications and ability to perform the position in question.

Questions, which are impermissible in the application/interview context, are equally improper when checking references.

As in the interview context, nothing is “off the record”.  Contents of reference checks are discoverable in litigation.

The use of an appropriate reference check form specifically related to the qualifications for the position in question should be developed and used consistently.

Consider the statutory safeguards with respect to obtaining employment and educational references.


Private employers may only verify dates of employment, position, and salary.

Further disclosure of personnel information is prohibited unless:

the employee provides written consent for such disclosure; or

one of the specific statutory exemptions applies such a lawfully issued subpoena or response to a government audit/investigation.


Applicable to all public employers.

Personnel files and similar files are exempt from disclosure only if disclosure would result in an invasion of privacy.  The “invasion of privacy” standard is construed strictly, favoring disclosure.

A public employer is only required to produce existing public records upon request.  It does not require a public employer to create records or to provide verbal comments regarding an employee

C.G.S. 10-151c exempts records of teacher performance from disclosure unless the teacher has provided written consent for such disclosure.


Applies to all educational institutions receiving federal aid.

Prohibits disclosure of student records without written consent, unless a specific exemption applies.

(cf. 5125- Student Records)

Legal References:  Connecticut General Statues

1-200 through 1-241 of the Freedom of Information Act.

5-193 through 5-269 State Personnel Act

10-151c Records if teacher performance and evaluation not Public Records

Federal Family Education Rights and Privacy Act of 1974 (section 438 of the General Education Provisions Act, as amended, added by section 513 of P.L. 93-568, codified at 20 U.S.C. 1232g.).

Dept. of Educ. 34 C.F.R. Part 99 (May 9, 1980 45 FR30802) regs. Implementing PERPA enacted as part of 438 of General Education Provisions Act (20 U.S.C. 1232g) –parent and student privacy and other rights with respect to educational records, as amended 11/21/96.s

10-221d Criminal history records checks of school personnel.  Fingerprinting.  Termination or dismissal.

4117.4 Non Renewal Suspensions

Non Renewal - Suspensions
Policy # 4117.4
Adopted:  3/14/2012 
Supersedes / Amends:  4117 adopted 9/8/1998   




Prior to obtaining tenure, a certified employee’s contract may be non-renewed provided that the employee is notified in writing prior to May 1 by the Superintendent.  A teacher so notified may request a written statement of the reasons for non-renewal of the contract, and the district will furnish such a statement within seven (7) days of the receipt of the request. The teacher may also file with the Board of Education within twenty (20) days of receipt of the notice of non-renewal for a hearing before the Board or, if indicated in such request designated by the Board, before an impartial hearing panel or, if the parties agree, before a single impartial hearing officer. The hearing shall commence within fifteen (15) days after receipt of such request unless an extension, not to exceed fifteen (15) days, is mutually agreed upon.

A teacher who has not attained tenure shall not be entitled to a hearing concerning non-renewal if the reason for such non-renewal is either elimination of position or loss of position to another teacher. The Board shall rescind a non-renewal decision only if the Board finds such decision to be arbitrary and capricious.


A certified employee may be suspended by the Board of Education for an alleged or actual violation of any of the reasons for termination in C.G.S. 10-151(c) or 10-151(d) when insufficient cause for dismissal is considered to exist, or may be suspended pending Board or legal action for dismissal of the employee on charges of violation of one or more of said causes for termination. The Superintendent may suspend an employee pending Board action when, in the opinion of the Superintendent, continuation of the employee in the position presents a clear danger to the students, staff, property or reputation of the district, or to the employee

Legal Reference:  Connecticut General Statutes

10-151(c) Employment of teachers. (as amended by P.A. 11-136, An Act Concerning Minor Revisions to the Education Statutes.)

PA 95-58 An Act Concerning Teacher Evaluations, Tenure and Dismissal.

PA 97-247 An Act Concerning Revisions to the Education Statutes.

Shanbrom v. Orange Board of Education, 2 Conn. L. Rpts. 396, 398 (1990)

4115 Teacher Evaluation

Teacher Evaluation 
Policy # 4115 
Adopted: 12/10/2013
Supersedes / Amends: 11/12/2012 




Policy #4115 Personnel - Certified

Evaluation and Support Program

It is universally accepted that good teaching is the most important element in a sound educational program. Student learning is directly affected by teacher competence; therefore, teacher evaluation shall be accomplished using a teacher evaluation plan which demonstrates a clear link between teacher evaluation, professional development and improved student learning. (The educator evaluation and support plan or revisions must be approved annually by the State Department of Education prior to District implementation.)

Note: "Teacher or "Administrator" for purposes of evaluation shall include each professional employee of the Board, below the rank of Superintendent, who holds a certificate or permit issued by the State Board of Education.

Appraisal of teaching performance should serve three purposes:

To raise the quality of instruction and educational services to the children of our community resulting in improved student learning.

To raise the standards of the teaching profession as a whole.

To aid the individual teacher to grow professionally, linking district-wide teacher evaluation and professional development plans.

Evaluation of teacher performance must be a cooperative, continuing process designed to improve student learning and the quality of instruction. For the school year commencing July 1, 2013, and each school year thereafter, the Superintendent shall annually evaluate or cause to be evaluated all certified employees in accordance with the teacher evaluation and support program, developed through mutual agreement with the professional development and evaluation committee for the District. The teacher shares with those who work with the teacher the responsibility for developing effective evaluation procedures and instruments and for the development and maintenance of professional standards and attitudes regarding the evaluation process.

The Board of Education not later than September 1, 2013, shall adopt and implement a teacher evaluation and support program. Such teacher evaluation and support program shall be developed through mutual agreement with the District's professional development and evaluation committee. If unable to attain mutual agreement, the Board and the professional development and evaluation committee shall consider adopting by mutual agreement the State Board of Education (SBE) adopted model teacher evaluation and support program without any modification. Further, if the Board and the professional development and evaluation committee fail to agree on the SBE model, the Board, will use its statutory authority to adopt and implement a teacher evaluation program of its choice, provided such program is consistent with the SBE adopted guidelines. The system-wide program for evaluating the instructional process and all certified personnel is viewed as one means to improve student learning and insure the quality of instruction. The evaluation plan shall include, but need not be limited to, strengths, areas needing improvement, strategies for improvement and multiple indicators of student academic growth.

*Further, claims of failure to follow the established procedures of such teacher evaluation and support program shall be subject to the grievance procedure in collective bargaining agreements negotiated subsequent to July 1, 2004.

Note: The district's evaluation plan, submitted to the State Department of Education for approval, may be the district's selection of the state model evaluation plan, SEED (Connecticut's System for Educator Evaluation and Development), or a hybrid of SEED, or a district-proposed alternative evaluation and support plan which fulfills the state guidelines.

The Superintendent and all employees whose administrative and supervisory duties equal at least 50% of their time shall include a minimum of fifteen hours of training in the evaluation of teachers pursuant to Section 10-151 b, as part of the required professional development activity during each five year period for re-issuance of their professional educator certificate.

The State Board of Education as required has adopted guidelines for a model teacher and administrator evaluation and support program which is to provide guidance on the use of multiple indicators of student academic growth in teacher evaluations. The guidelines include, but are not limited to:

1. The use of our performance evaluations designators: exemplary, proficient, developing and below standards;

2. The use of multiple indicators of student academic growth and development in teacher and administrative evaluations;

3. Methods for assessing student academic growth and development;

4. A consideration of control factors, tracked by the state-wide public school information system that may influence teacher performance ratings, including, but not limited to, student characteristics, student attendance and student mobility;

5. Minimum requirements for teacher evaluation instruments and procedures,
including scoring systems to determine exemplary, proficient, developing and
below standard ratings;

6. The development and implementation of periodic-training programs
regarding the teacher evaluation and support program to be offered by the
local or regional board of education or RESC to teachers whose performance
is being evaluated and to administrators who are conducting the performance

7. The provision of professional development services based on individual or
group needs identified through evaluations;

8. The creation of individual teacher improvement and remediation plans for
teachers who are rated "developing" or "below standard" in performance;

9. Opportunities for career development and professional growth; and

10. A validation procedure to audit evaluation ratings of "exemplary" or "below standard" evaluation ratings.

These guidelines will be validated after the pilot programs conducted in the 2012- 2013 school year.

The Superintendent shall annually evaluate or cause to be evaluated each teacher and administrator in accordance with the teacher evaluation and support program, and may conduct additional formative evaluations toward producing an annual summative evaluation.

In the event that a teacher or an administrator does not receive a summative evaluation during the school year, such individual shall receive a rating of "not rated" for that year.

Note: The SBE may waive the requirement of consistency with SBE's model guidelines for any district that, before the model guidelines are validated, (after the pilots 2012-2013), developed a teacher evaluation program that is determined by the SBE to substantially comply with the guidelines.

The Superintendent shall report to the Board by June 1 annually on the status of the evaluations. In addition, by June 30 annually, the Superintendent shall report to the Commissioner of Education on the implementation of the teacher evaluation and support program, including the frequency of evaluations, aggregate evaluation ratings, the number of teachers and administrators not evaluated and other requirements as determined by the State Department of Education.

Remediation Plans

Teachers rated "below standard" or "developing" shall have an improvement and remediation plan that:

is developed in consultation with the teacher and his/her union representative;

identifies resources, support, and other methods to address documented deficiencies;

contains a timeline for implementing such measures in the same school year as the plan is issued; and

provides success indicators that include a minimum overall rating of "proficient" at the end of the  improvement and remediation plan.

Evaluation Training

For the school year commencing July 1, 2013, the Board, prior to any evaluation conducted under the teacher evaluation and support program, shall conduct training programs for all evaluators and orientation for all District teachers regarding the District's teacher evaluation and support program. Such training shall provide instruction to evaluators regarding how to conduct proper performance evaluations prior to conducting an evaluation under the teacher evaluation and support program. The orientation for each teacher shall be completed before a teacher receives an evaluation under the teacher evaluation and support program.

Implementation Plan

The Board of Education recognizes that the State Board of Education (SBE) has adopted a modified plan for the implementation of Connecticut's Educator Evaluation and Support System for the 2013-2014 school year. The District, in the 2013-2014 "Bridge Year" will:

[] Implement the evaluation model district-wide, consisting of all components of both teacher and administrative evaluation, as outlined in the "Guidelines for Connecticut's Educator Evaluation and Support System (SEED)."

[] Implement the whole model in at least one-third of the District's schools, for all certified teachers and administrators within those schools.

[] Implement the whole model in at least fifty percent of the District's schools, for classroom teachers only and administrators within those schools.

[] Implement a locally-developed and state-approved model/option.

The certified staff, in 2013-2014, not evaluated under the new system shall be evaluated under the District's existing evaluation plan.


The Board, starting July 1, 2014, if selected, will participate as required, in an audit of  its evaluation program, conducted by the State Department of Education.

All teachers teaching in public schools at the elementary, middle and high school levels (including special education teachers) must be determined to be "highly qualified," as defined in the No Child Left Behind Act. To be determined "highly qualified," a teacher must use the HOUSSE plan if he or she has not passed a state subject-matter test, does not hold advanced certification (e.g., National Board Certification) in all of the core academic content areas that he or she teaches (see appendix "Questions and Answers" document for more detailed information). The reauthorized individuals with Disabilities Act (IDEA) identifies special education teachers as teachers who must demonstrate competency (i.e., be highly qualified) in the core academic subjects that they teach.

Because the District's teacher evaluation and professional development guidelines (1) were reviewed and critiqued using the State Department of Education's peer review process and (2) include subject-matter knowledge assessment, Connecticut's district teacher evaluation plans have been approved by the U.S. Department of Education as Connecticut's official HOUSSE plan.

To ensure that this statewide HOUSSE is standardized across districts throughout the state, it is critical that the District evaluates a teacher's subject-matter competency in the core academic content areas, based on the Common Core of Teaching (CCT), using both of the following:

foundational skills and competencies; and

the discipline-based professional standards.

The Superintendent is directed to develop appropriate regulations, based upon guidance promulgated by the State Department of Education, pertaining to the District's HOUSSE plan.

(cf. 2400 - Evaluation of Administrators and Administration)
(cf 4111/4211 - Recruitment and Selection)

(cf. 4131 - Staff Development)

Legal Reference: Connecticut General Statutes

1 0-14Sb Teaching certificates

10-151 a Access of teacher to supervisory records and reports in
personnel file

10-151 b Evaluation by superintendent of certain educational personnel.
(amended by PA 04-137, An Act Concerning Teachers' Evaluations,
P.A. 10-111, An Act Concerning Education Reform in Connecticut, and
P .A. 12-116 An Act Concerning Educational Reform.)

10-151 c Records of teacher performance and evaluation not public

lQ-220a(b) In-service training. Professional development. Institutes for
educators. Cooperative and beginning teacher programs, regulations.

20 U.S.C. Section 1119 No Child Left Behind Act

34 C.F.R. 200.55 Federal Regulations

Circular Letter C-6, Series 2004-2005, Determining "Highly Qualified"

Circular Letter C-9, Series 2004-2005, "No Child Left Behind" and
Districts' High Objective Uniform State Standard of Evaluation
 (HOUSSE) Plans.

P A 11-135 An Act Concerning Implementation Dates for Secondary
School Reform

P A 12-116 An Act Concerning Education Reform

Connecticut Guidelines for Educator Evaluation, adopted by the State
Board of Education, June 27, 2012

Connecticut's System for Educator Evaluation and Development
(SEED) state model evaluation system.

4112.5(a) Security Check - Fingerprinting

Security Check - Fingerprinting
Policy # 4112.5(a)
Adopted:  9/11/2007 
Supersedes / Amends:  New Policy 




Each applicant for a position within the public school system shall be asked to respond in writing on the Winchester Board of Education employment application form whether he/she has ever been convicted of a crime and whether there are any criminal charges pending against him/her at the time of application.  Each person hired by the school system shall be required to submit to state and national criminal record checks.  In order to process such record checks, the following procedure will be followed:

No later than ten calendar days after the Superintendent or his/her designee has notified a job applicant of a decision to hire the applicant, or as soon thereafter a practicable, the Superintendent or his/her designee will supply the applicant with a packet containing all documents and materials necessary for the applicant to be placed on the Winchester employee database. The applicant must then be fingerprinted for state and national criminal record checks by either a Regional Service Center or the District’s Fingerprinting Technician within the timeframe required by law. 

No later than ten calendar days after the superintendent or his/her designee has provided the successful job applicant with fingerprinting packet, the applicant must arrange to be fingerprinted.  Failure of the applicant to have his/her fingerprints taken within such ten-day period, without good cause, will be grounds for the withdrawal of the offer of employment.

Any person for whom criminal records checks are require to be performed pursuant to this policy must pay all fees and costs associated with the fingerprinting process and/or the submission or processing of the requests for criminal record checks.

Upon receipt of a criminal record check indicating a previously undisclosed conviction, the Superintendent or his/her designee will notify the affected applicant/employee in writing of the results of the record check and will provide an opportunity for the affected applicant/employee to respond to the results of the criminal record check.

Decisions regarding the effect of a conviction upon an applicant/employee, whether disclosed or undisclosed the applicant/employee, will be made on a case-by-case basis.  Notwithstanding the foregoing, the falsification or omission of any information on a job application or in a job interview, including, but not limited to information concerning criminal convictions or pending criminal charges, shall be grounds for disqualification from consideration for employment or discharge from employment.

Adult education teachers and substitute teachers, if they are continuously employed by the district, do not have to be re-fingerprinted after fulfilling the initial requirement.

School nurses and nurse practitioners appointed by the Board or under contract with the Board shall also submit to a criminal history check pursuant to Connecticut General Statute 29-17a.

Legal Reference:  Connecticut General Statues

1-221d Criminal history records checks of school personnel.  Fingerprinting.  Termination or dismissal (as amended by PA 01-173 and PA 04-181

29-17a Criminal history checks. Procedure

4112 Personnel Records

Personnel Records 
Policy #4112
Adopted:  1/11/1996
Supersedes / Amends:  New Policy 




Personnel records shall be kept on all current employees and shall include information usually expected in good personnel administration.

A file shall be kept for all resigned or retired employees, including such essential information as shall seem appropriate to the administration.

All personnel files will be considered confidential and will not be available to persons other than the employee and those authorized by the superintendent.

Records of personnel performance and evaluation shall not be released without the written consent of the person.

The superintendent, on behalf of the board, shall notify an employee involved at an off-duty time in the presence of an administrator.  Upon request, a professional employee will be provided a copy of supervisory records and reports maintained in said employee’s personal file as a guide to evaluation of performance.

Legal Reference:          Connecticut General Statutes

                                      1-19b Agency administration. Disclosure of personnel and tax records

                                      10-151a Access of teacher to supervisory records and reports in personnel file                                            

                                      10-151c Records of teacher performance and evaluation not public records.

Public Act 87-285 An Act Concerning Personnel Records                            

4118-11 Nondiscrimination

Policy # 4118-11
Adopted: 2/07/12 
Supersedes / Amends: New Policy 




It is the intent of the Board of Education to provide a fair employment setting for all persons and to comply with state and federal law. The conditions or privileges of employment in the school district, including the wages, hours, terms and benefits, shall be applied without regard to race, color, religious creed, age, veteran's status, genetic information, marital status, national origin, sex, sexual orientation, gender identity or expression, ancestry, present or past history of mental disorder, mental retardation, pregnancy or physical disability.

The District shall not discriminate against qualified individuals with disabilities because of the disabilities of such individuals in regard to job application procedures, hiring, advancement, discharge, compensation, job training and other terms, conditions and privileges of employment.

The District shall not engage in contractual or other arrangements that have the effect of subjecting its qualified applicants or employees with disabilities to discrimination on the basis of disability. The District shall not exclude or otherwise deny equal jobs or job benefits to a qualified individual because of the known disability of an individual with whom the qualified individual is known to have a relationship or association.

Further, the District shall make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless the accommodation would impose undue hardship on the operation of the business of the District.

Any job applicant or employee wishing to discuss the need for a reasonable accommodation, or other matters related to a disability or the enforcement and application of this policy, should contact the District's ADA/Section 504 Coordinator. The District's coordinator is the Director of Special Education.

(cf. 4111 - Recruitment and Selection)

(cf. 4118.14/4218.14 – Disabilities)

Legal Reference:  Connecticut General Statutes

4a-60 Nondiscrimination and affirmative action provisions in contracts of the state and political subdivisions rather than municipalities

4a-60a Contracts of the state and political subdivisions, other than municipalities, to contain provisions re nondiscrimination on the basis of sexual orientation

10-153 Discrimination on account of marital status

46a-60 Discriminatory employment practices prohibited

46a-81a Discrimination on the basis of sexual orientation

P.A. 11055 An Act Concerning Discrimination

Title VII, Civil Rights Act 42 U.S.C. 2000e, et seq.

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. §4212

Title II of the Genetic Information Nondiscrimination Act of 2008

4118.15 Workplace Bullying

Workplace Bullying 
Policy #4118.15
Revised:  2/10/2015
Supersedes / Amends:  3/14/2012




The purpose of this policy is to promote a healthy, positive workplace climate so that every individual is able to contribute fully to our educational community. Every person has the right to dignity at work. The rights and responsibilities described in this policy apply to all employees, parents, and all who utilize or visit District facilities.

The Board requires all of its employees to treat all other employees, as well as students, with dignity and respect. Building principals and supervisory staff need to be sensitive to signs of stress among staff. During periods of high stress, staff may be observed acting in an unprofessional manner with each other. Unprofessional behavior must be dealt with, and not ignored. Further, rudeness will not be tolerated among the staff.

Consequences of Bullying in the Workplace

The Board of Education (Board) does not condone bullying in the workplace. Workplace bullying is antithetical to maintaining a congenial and healthy workplace. The Board desires to provide a workplace that is free from violence, harassment, intimidation, and other disruptive behavior. The Board is concerned that bullying in the workplace can affect people in a number of serious ways, which include:

·         High stress; post-traumatic stress disorder (PTSD);

·         Loss of self-confidence;

·         Deterioration in the quality of work;

·         Increased absenteeism;

·         Financial problems due to absence;

·         Lack of communication and teamwork;

·         Lack of confidence in the District leading to lack of commitment to the position;

·         Reduced self-esteem;

·         Musculoskeletal problems;

·         Phobias;

·         Sleep disturbances;

·         Increased depression/self-blame; and/or

·         Digestive problems.


“Workplace Bullying” is defined as conduct that a reasonable person would find hostile, intimidating, offensive, humiliating or an abuse of authority.  It may be verbal, nonverbal, public or private.  It is typically behavior repeated across multiple incidents; a single incident is rarely a violation.  It may originate from any employee or from any individual to another.  It is also bullying to continue policy-violating conduct when the targeted individual requests that it cease.

"Mobbing" is a particular type of bullying behavior carried out by a group rather than by an individual. Mobbing is the bullying or social isolation of a person through collective unjustified accusations, humiliation, general harassment or emotional abuse. Although it is group behavior, specific incidents such as an insult or a practical joke may be carried out by an individual as part of mobbing behavior.

Examples of Bullying in the Workplace

Inappropriate behavior includes actions that intimidate, offend, degrade or humiliate a worker, which at times can occur in the presence of co-workers, students, parents, contractors or visitors to the school or school activities. The

Board believes that:

·         Bullies can be supervisors, subordinates, co-workers, and colleagues;

·         Bullies often operate within the established rules and policies of their organization; and

·         The damage that such actions cause, both to the targeted employee and to workplace morale, is significant.

The Board believes it is necessary to maintain a congenial, healthy and supportive workplace in order to avoid institutional bullying. Institutional bullying is when bullying becomes entrenched in an organization and becomes accepted as part of the workplace culture.

In order to develop and maintain a congenial, healthy and supportive workplace that contributes in a positive manner to the educational services provided to the students of the District, the Board considers the following examples of bullying as a detriment in the educational workplace.

The illustrative examples of bullying include, but are not limited to:

·         Provocative or dehumanizing name calling;

·         Belittling the person;

·         Discounting or humiliating people at meetings;

·         Deliberate exclusion from job-critical decision-making opportunities;

·         Preventing an employee from meeting students' academic potential;

·         Unwarranted or invalid criticism;

·         Blame without factual justification;

·         Being treated differently than the rest of a person's work group;

·         Being sworn at;

·         Exclusion or social or physical isolation;

·         Rumors (or failing to stop them) and gossip about a person or school's reputation; Being shouted at or being humiliated;

·         Being the target of practical jokes;

·         Subjected to excessive monitoring; and

·         Other inappropriate behavior includes actions that intimidate, offend, degrade or humiliate a co-worker, including occurrences in front of other co-workers, students, parents, contractors or visitors.

Reporting of Workplace Bullying/Procedures

Employees who believe they have been subjected to workplace bullying should report to the Building Principal/Superintendent of Schools in writing. The report should include details of the date, time, place and the specific conduct which occurred. The Building Principal/ Superintendent or his/her designee will seek to maintain confidentiality while investigating the incident(s) but may discuss the situation with other supervisors/administrators or, if deemed necessary, with the Chairperson of the Board, via the Superintendent of Schools. The District will implement appropriate remedial measures. Disciplinary action may be taken if the severity of the workplace bullying makes that intervention appropriate. While investigating and responding to the prohibited misconduct, the Principal/Superintendent, or his/her designee, will give priority to avoiding possible retaliation or reprisals, while restoring and maintaining a congenial and healthy workplace.

At times, incidents of workplace bullying can be handled effectively in an informal manner. If an incident occurs that is offensive, it may be sufficient to explain clearly to the offender that the behavior is unacceptable. If the circumstances are too difficult or embarrassing for an individual, support may be sought from another colleague, a contact person, staff representative or an administrator. A complaint may decide, for whatever reason, to bypass the informal procedure and proceed to the filing of a written complaint.

Related Considerations

Bullying must not be confused with the non-abusive exercise of management rights to assign tasks, coach, and reprimand or take disciplinary actions against employees. Any administrator, supervisor or individual in a position of leadership to whom a complaint is reported (verbally or in writing) must take appropriate action according to internal procedures. Failure to comply may result in disciplinary action.

Freedom from retaliation is protected under this policy. Retaliation is a separate offense from the original claim of bullying. Protected individuals include complainants, or anyone who testifies, assists, or participates in any manner in an investigation or proceeding, internal or external, pertaining to the allegation of bullying.

Misuse of the policy is a violation of the policy itself.

This policy supplements but does not replace the District’s policies pertaining to discrimination and harassment.

(cf. 0521 — Nondiscrimination)

(cf. 1316 — Conduct on School Property)

(cf. 4118.11/4218.11 — Nondiscrimination)

(cf. 4118.112/4218.112 — Sexual Harassment)

(cf. 4118.13/4218.13 Conflict of Interest)

(cf. 4118.211 — Retaliation and Whistle-Blowing)

(cf. 4118.24/4218.24 -- Staff/Student Relations)

(cf. 5131.911 Bullying)

Legal Reference:   Connecticut General Statutes

10-221 Boards of education to prescribe rule(s), policies, and procedures.

10-238 Petition for hearing by board of education.

4118.5 Internet Staff - Acceptable Use

Internet Staff - Acceptable Use 
Policy # 4118.5
Adopted: 4/12/2005
Supersedes / Amends: 



We are pleased to offer staff of the Winchester School District access to district computer technology resources, including the Internet.  This powerful educational resource will increase their teaching potential and expand their knowledge of the world we live in.  The skills required for using a computer network and the Internet are becoming more important to the long-term success of our students as they advance in education and prepare for the working world.  The Winchester School District is pleased to be able to offer staff this opportunity.

In all academic environments, structure and a commitment to a code of behavior is vital to the learning process.  As a result, the Winchester School District has instituted an Acceptable Use of Technology Policy for Staff (see Policy 6141.32 for corresponding Student policy).  The intention of this policy is to establish each user’s rights and responsibilities, as well as to delineate certain prohibited activities.   The policy applies to all users of the system.

I.    Purpose of Technology Use

Through technology, the District provides access for staff to resources from around the world. Expanding technologies take staff beyond the confines of the classroom.  The use of technology will also provide tremendous opportunities for enhancing, extending, and rethinking the learning process. This new capability, however, requires guidelines for staff.     

II.   The Opportunities and Risks of Technology Use

The Board believes the value of technology outweighs the hazards of its misuse. Making network access available, however, carries with it the potential that some network users will encounter sources that some consider controversial or inappropriate.  The District employs a content filtering package that blocks access to objectionable sites; however, the District cannot completely predict or control what users may or may not locate. Users must be wary of the sources and content and take responsibility when choosing information to be accessed.

No technology is guaranteed to be error free or totally dependable, nor is it safe when used irresponsibly. Among others matters, the District is not liable or responsible for:

1.   any information that may be lost, damaged, or unavailable due to technical, or other difficulties;

2.   the accuracy or suitability of any information that is retrieved through technology;

3.   breaches of confidentiality;

4.   defamatory material; or

5.   the consequences that may come from failure to follow District policy and procedures governing the use of technology.

III.   Privileges and Responsibilities

Every staff member has the privilege of using the district’s computer technology system.  The use of the school district’s system and access to use of the internet is a privilege, not a right.  Exercising this privilege requires that users accept the responsibility for all material viewed, downloaded, and/or produced.

The actions of users accessing networks through the District reflect on the School District; therefore, users must conduct themselves by exercising good judgment and complying with this policy and any accompanying administrative regulations and guidelines.

IV.  Disciplinary Actions
Depending upon the nature and degree of violations and number of previous violations, unacceptable use of the school district system or the internet may result in one or more of the following consequences; suspension or cancellation of use of access privileges; payments for damages and repairs; discipline under other appropriate school district policies including suspension, or expulsions. Disciplinary action will be determined by the administration, staff, and/or the Board of Education.

V.  Confidentiality

By authorizing use of the school district’s technology system, the school district does not relinquish control over materials on the system or contained in files on the system.  Users must recognize that there is no assurance of confidentiality with respect to access to transmissions and files by persons outside, or from persons inside the District. The District also reserves the right to log technology use, to monitor file server space utilization by users, and to examine users' files and materials as needed; therefore, users cannot expect absolute privacy from District personnel as to their use of technology.

Only when school authorities have reasonable suspicion that a search will uncover a violation of law or school district policy an individual investigation or search will be conducted. The school district will cooperate fully with local, state and federal authorities in any investigation concerning or related to any illegal activities and activities not in compliance with school district policies conducted through the school district system.

VI.   Additional Rules/Actions
The Board of Education and the Superintendent may establish additional regulations and guidelines, and take appropriate action to implement this Policy.




Winsted, Connecticut




Staff utilizes the district computer technology resources on a regular basis as a tool for education and communication. Our goal for providing information technology access to teachers and students is to promote educational excellence by facilitating worldwide information and resources sharing, innovation, and communication.  The network is provided for staff and students to conduct research, complete assignments, and communicate with others.

The District expects that faculty will blend thoughtful use of the Internet throughout the curriculum and will provide guidance and instruction to students in its use.  As much as possible, access from school to Internet resources should be structured in ways which point students to those which have been evaluated prior to use.  While students will be able to move beyond those resources to others that have not been previewed by staff, they shall be provided with guidelines and lists of resources particularly suited to learning objectives.

Communications over the network are often public in nature therefore general rules and standards for professional behavior and communications will apply.


Winchester Public School Acceptable Use Policy

After reading each Code of Behavior, initial in space provided.

___ 1. Users will not use the district computer technology resources to access, review, upload, download, store, print, post, or distribute pornographic, obscene or sexually explicit material or other visual depictions that could be harmful to minors.

___ 2. Users will not use district computer technology resources to access, review, upload, download, store, print, post, or distribute materials that use language or images that are inappropriate to the educational setting or disruptive to the educational process and will not post information or materials that could cause damage or disruption.

___ 3. Users will not use the district computer technology resources to access, review, upload, download, store, print, post, or distribute materials that use language or images that advocate violence or discrimination toward other people (hate literature) or that may constitute harassment or discrimination.

___ 4. Users will not use the district computer technology resources to knowingly or recklessly post false or defamatory information about a person or organization, or to harass another person, or to engage in personal attacks, including prejudicial or discriminatory attacks.

___ 5. Users will not use the district computer technology resources to engage in any illegal act or violate any local, state or federal statute or law.

___ 6. Users will not use the district technology resources to vandalize, damage or disable the property of another person or organization, make deliberate attempts to degrade or disrupt equipment, software or system performance by any other means, will not tamper with, modify or change the school district system software, hardware or wiring or take any action to violate the school district system's security, and will not use the school district system in such a way as to disrupt the use of the system by other users.

___ 7. Users will not use the district computer technology resources to gain unauthorized access to information resources or to access another person's materials, information, or files without the direct permission of that person.

___ 8. Users will not use the district computer technology resources to download miscellaneous applications which will include instant messenger, search/tool bars, or music, etc.

___ 9. Users will not use the district computer technology resources to post private information about another person, personal contact information about themselves or other persons, or other personally identifiable information, including but not limited to, home addresses, telephone numbers, identification numbers, account numbers, access codes or passwords, labeled photographs or other information that would make the individual's identity easily traceable, and will not repost a message that was sent to the user privately without permission of the person who sent the message.

___10. Users will not attempt to gain unauthorized access to the school district system or any other system through the school district system, attempt to log in through another person's account, or use computer accounts, access codes or network identification other than those assigned to the user.

___11. Users will not use the school district system to violate copyright laws, or usage licensing agreements, or otherwise to use another person's property without the person's prior approval or proper citation, including the downloading or exchanging of pirated software or copying software to or from any school computer, and will not plagiarize works they find on the Internet.

___12. Users will not use the school district system for the conduct of a business, for unauthorized commercial purposes or for financial gain unrelated to the mission of the school district. Users will not use the school district system to offer or provide goods or services or for product advertisement.

 ___13. If a user inadvertently accesses unacceptable materials or an unacceptable Internet site, the user shall immediately disclose the inadvertent access to an appropriate school district official. This disclosure may serve as a defense against an allegation that the user has intentionally violated this policy.

 ___14. Network administrators may be called on to review files and communications to maintain system integrity and to ensure that staff members are using the system responsibly. Users should not expect that files stored on district servers will be private.

___15. Inappropriate behavior, violations, or complaints will be routed to the employee's supervisor for appropriate action. Violations may result in a loss of access and/or disciplinary action. When applicable, law enforcement agencies may be involved.

 ___16. Each employee will be given copies of this policy and procedures and will sign an acceptable use agreement before establishing an account or continuing the use of existing account. The District reserves the right to amend its policies and procedures regarding Staff Access to Networked Information Services and acceptable use agreements.                                                  


New 04/05







The following is the Winchester School District’s Acceptable Use Policy.  Please read this policy carefully and address your question(s) to your building principal or supervisor for clarification.

Acceptable Use Policy

___ (initial) The Winchester School District expects the appropriate and ethical use of the district’s computer technology resources.  Therefore, the Winchester School District assumes that all staff will use these resources with personal integrity and pride. Remember that whenever you use a network, you leave “electronic footprints”.  It is your responsibility to follow the Acceptable Use Policy Code of Behavior

Staff Member (Print Legibly or Type): ______________________________________________

Location:  ________________________________________________   Date:__________________


Acceptable Use Policy User Agreement

___ (initial) I have read the District’s Acceptable Use Policy.  My signature on this document means that I have read and understand the Acceptable Use Policy and that I agree to abide by the guidelines as established.  I understand that if I violate the rules my use of computers and/or my access to the Internet may be terminated and that I may face other disciplinary measures.

Staff Member (Print Legibly or Type): ______________________________________________

Location:  ________________________________________________   Date:__________________


New: 04/05 

4121 Substitute Teachers

Substitute Teachers 
Policy #4121
Adopted:  2/7/2012
Supersedes / Amends: policy #4121 1/11/1996 



A substitute teacher shall be a person who has earned a Bachelor's Degree, is fully qualified to instruct in our schools and who is employed for short periods of time in the absence of the regular teacher. The Commissioner of Education may waive requirement for a Bachelor’s degree for good cause upon the request of the Superintendent of Schools.

Suitable programs for training, assigning, orienting and evaluating the work of substitute teachers shall be provided by the certified staff under the direction of the Superintendent.

Rates of compensation for substitute teachers will be set by the Superintendent.

It will be the responsibility of the Principal or his/her designee to assign a substitute to fill any vacancy by the temporary absence of a regular staff member. The substitute teacher will be selected from a list of approved substitutes furnished by the Superintendent's office.

Only fully certified replacement teachers will be assigned to classes whose regular teachers are on long-term leaves of absence of forty (40) days or more. Principals will attempt to maintain as much continuity as possible by engaging only one substitute for the full period of absence of one teacher and by calling back a substitute to serve in a classroom in which he/she has already performed successfully.

Substitute teachers will not participate in the health and welfare plans or other fringe benefits of the school system. However, substitute personnel hired to fill the position of an employee absent on an extended leave will be entitled to the privileges and benefits afforded regular professional employees, with the exception that the term of employment ordinarily will cease at the scheduled termination of the regular teacher's leave.

Retired teachers may be employed as substitute teachers without jeopardizing their retirement salary within the limits as prescribed by law.

Legal Reference:    Connecticut General Statutes

10-183v Reemployment of teachers.

10-145a Certificates of qualification for teachers, is amended by P.A.,11- 27, An Act Con Substitute Teachers,

June 19 Special Session, Public Act No. 09-1

An Act Implementing the Provisions of the Budget Concerning Education, Authorizing State Grant Commitments for School Building Projects and Making Changes to the Statutes Concerning School building Projects and Other Education Statutes. (Section 48) Public Act No. 09-6 September Special Session

4131 Appendix In Service

Appendix In Service 
Policy # 4131 
Adopted:  9/11/2012
Supersedes / Amends:  1/11/1996




Connecticut General Statutes 10-220a – In-service Training

A. Required In-service Topics for Certified Personnel

1.  Nature and the relationships of drugs and alcohol to health and personality development and procedures for discouraging their abuse.

2.  Health and mental health risk reduction education including, but not limited to the prevention of risk-taking behavior by children and the relationship of such behavior to substance abuse, pregnancy, sexually transmitted diseases, including HIV-infection and AIDS, violence, teen dating, domestic violence, child abuse and youth suicide.

3.  Growth and development of exceptional children, including handicapped and gifted and talented children including but not limited to, children with attention deficit hyperactivity disorder or learning disabilities who may require special education, and methods for identifying, planning and working effectively with special needs children in a regular classroom, including, but not limited to, implementation of student individualized education programs.

4.  School violence prevention and conflict resolution and the prevention of and response to youth suicide.

5.  Identification and prevention of bullying and response to bullying, as defined in 10-222d, subsection (a) as amended. (Boards that implement an evidence-based model approach approved by the SDE are not required to provide in- service training on prevention of bullying.)

6.  Cardiopulmonary resuscitation and other emergency life saving procedures.

7.  Computer and other information technology as applied to student learning and classroom instruction, communications and data management.

8.  Teaching of the language arts, reading and reading readiness for teachers in grades kindergarten to three, inclusive.

9.  Second language acquisition in districts required to provide a program of bilingual education pursuant to C.G.S. 10-17f.

10. Requirements and obligations of a mandated reporter regarding reporting of child abuse and neglect.

11. Training in the evaluation of teachers for superintendents and those employees employed in positions requiring an intermediate administrator or supervisory certificate whose duties equal at least 50% of the assigned time. (15 hours every 5 years)

12. Training in the teacher evaluation and support program (not later than July 1, 2014) developed pursuant to subsection (b) of Connecticut General Statute 10- 151b, as amended.

13. Certified staff with an endorsement in special education, holding a position requiring such endorsement shall have at least ten hours of training every five years in the implementation of student individualized education programs (lEPs) and the communication of individualized education program procedures to parents/guardians of students who require special education or related services.

Connecticut General Statutes lO-220a - In-service Training
B. Optional In-Service Topics for Certified Personnel

• Holocaust and genocide education and awareness

• African-American History

• Puerto-Rican History

• Native American History

• Personal Financial Management

• The historical events surrounding the Great Famine in Ireland

• Cardiopulmonary Resuscitation and the Use of External Defibrillators

4131 Staff Development

Staff Development
Policy # 4131
Adopted:  1/11/1996
Supersedes / Amends:  C. Activities - Professional Growth 




"Staff development" is viewed by the board of education as a continuous systematic effort to improve educational programs in this school district through (1) staff involvement in organized program planning, implementation and evaluation efforts and (2) activities to upgrade the knowledge and ability of the total school staff.

Teachers must constantly review curricular content, teaching methods and materials, educational philosophy and goals, social change, and other topics related to education. The board of education recognizes that it shares with its certified staff responsibility for the upgrading and updating of teacher performance and attitudes. The board of education and teachers' organizations support the principle of continuing training of teachers and the improvement of instruction.

All employees shall be provided opportunities for the development of increased competence beyond that which they may attain through the performance of their assigned duties.

Special effort shall be made to prepare teachers and other school personnel to meet the needs of students of diverse cultural and ethnic backgrounds. Planning and implementation of such programs shall be done cooperatively by administration, teachers, and parent advisory groups.

Staff development activities should respond directly to the educational needs of the student body, including, content areas such as language arts including reading and writing, math, social science and science, methodological areas such as motivation, teaching techniques, and classroom management, and affective areas of interpersonal relations of students and faculty, pupil growth and development, and staff communication, problem solving, and decision making.

The superintendent shall provide the staff with opportunities in areas such as the following:

1.   Release time and leaves of absence for travel and study.

2.   Visits to other classrooms and other schools.

3.   Conferences involving other personnel from the district, county, state, region, and nation.

4.   Membership in committees drawing personnel from such sources.

5.   Training classes and workshops offered within the district.

6.   Further training at, or in cooperation with, institutions of higher learning, as provided by law.

7.   Professional educational conferences.

Legal Reference: Connecticut General Statutes

10-27 Exchange of professional personnel and students

10-220a In-Service training

10-226g Intergroup relations training for teachers

10-145b Teaching Certificates

4135 Organization Units

Organization Units
Policy #4135
Adopted:  1/11/1996 
Supersedes / Amends:  C Activities Professional Growth #3




Teacher-Administrator-Board of Education Relationships

Recognizing that providing a high quality education for children is the paramount aim of this school system, and good morale in the teaching staff is necessary for the best education of the children, the board of education encourages the participation of staff members in the activities of their professional organizations and encourages the organizations to exercise their rights and responsibilities that are clearly established by law:

1.     The board of education, under law, has the final responsibility of establishing policies for the school system.

2.     The superintendent and staff have the responsibility of carrying out the policies established.

3.     The certified teaching personnel have the ultimate responsibility for providing excellent education in the classroom.

Attainment of Goals

Attainment of the goals of the educational program conducted in the schools of the district requires mutual understanding and cooperation among the board of education, the superintendent and administrative staff, the certified personnel, the non-certified personnel and other citizens of the community. To this end, free and open exchange of views is desirable, proper and necessary.

Employee Organizations

It is recognized that employees have the right to join, or to refrain from joining, any organization for their professional or economic improvement and for the advancement of public education, but that membership in any organization shall not be required as a condition of employment in the schools of the district.

Employees shall not be interfered with, intimidated, restrained, coerced, or discriminated against, either by the school district or by employee organizations. They shall have the right to participate through representatives of their own choosing in the presentation of their views to the board of education.

Policy Development and Review

The superintendent is directed to consult with appropriate personnel and employee organizations in suggesting and establishing the desired polices and procedures relating to board of education teacher-administrator relationships and other matters as provided by law.

The board of education will annually review these polices and will consider suggested revisions or additions which will improve these relationships and promote the educational welfare of the children attending the schools of the district.

Bargaining Units

Unit clarifications petitions concerning the appropriate composition of an existing bargaining unit shall be filed with the Commissioner of Education.

Legal Reference:       Connecticut General Statutes

10-153a Rights concerning professional organization and negotiations.

10-153b Selection of teacher's representative.

10-153c Disputes as to elections.

10-153e Strikes prohibited. Interference with the exercise of employees' rights prohibited.

46a-60 Discriminatory employment practices prohibited.

4138 Non School Employment

Non School Employment 
Policy # 4138
Adopted: 1/11/1996
Supersedes / Amends:  C Activities - Professional Growth #3 




Personnel of the schools may receive compensation for outside activities as long as these activities do not interfere with the proper discharge of their assigned duties or do not cause poor public relations within the community. It is expected that any outside activity should be carried on in a businesslike and ethical manner.

4152.6 Family & Medical Leave Act

Family & Medical Leave Act 
Policy # 4152.6
Adopted: 4/10/2012
Supersedes / Amends:  New Policy 



The Board will provide leave to eligible employees consistent with the Family and Medical Leave Act of 1993 (FMLA) as amended and the Family Medical Leave Act as part of the National Defense Authorization Acts of 2008 and for Fiscal Year 2010 (which expanded certain leave to military families and veterans for specific circumstances). Eligible employees (employment for at least one-year and at least 1,250 hours actually worked in the 12-month period immediately preceding the commencement of the leave) are entitled to up to 12 work weeks of unpaid family and medical leave in any 12-month period. The District will continue to pay the District's share of the employee's health benefits during the leave. In addition, the District will restore the employee to the same or an equivalent position with equivalent benefits, pay and other conditions of employment after the termination of the leave in accordance with Board policy and collective bargaining agreements.

Eligible employees are entitled to take unpaid leave for a covered family member's service in the Armed Forces, for any one or for a combination of the following reasons:

l    A "qualifying exigency" as defined by Department of Labor regulations arising out of a covered family member's covered active duty or call to covered active duty in the Armed Forces including deployment to a foreign country;

l   To care for a covered family member who has incurred an injury or illness in the fine of duty while on covered active duty in the Armed Forces provided that such duty or illness may render the family member medically unfit to perform duties of the member's office, grade, rank or rating; and/or

l   To care for a covered family member who is a veteran suffering a service related illness or injury that was incurred or aggravated while on active duty, within five years after a veteran leaves service.

When leave is due to a "qualifying exigency" of a service member, an eligible employee may take up to 12-work weeks of leave during any 12-month period. When such leave is to care for an injured or ill service member, an eligible employee may take up to 26 work weeks of leave during a single 12-month period to care for the service member. Leave to care for an injured or ill service member, when combined with other FMLA-qualifying leave, may not exceed 26 weeks in a single 12-month period. Employees will not be deprived of any employment benefits accrued before taking FMLA leave.

The District will maintain health insurance benefits at the same basis as is provided to other similarly situated employees. Conversely, employees on FMLA leave are not entitled to accrue any seniority or benefits during the leave unless determined otherwise due to a collective bargaining agreement. When an employee returns from FMLA leave, benefits will be resumed in the same manner as provided prior to taking the leave, subject to any changes in benefit levels that may have occurred during the FMLA leave period and which affect the entire work force. Leave available for eligible employees under FMLA is not intended to supplement leave otherwise provided to such employees. The District may require the eligible employee substitute any accrued vacation or sick leave for any part of the 12-week period that may be taken for the serious health condition of a spouse, child or parent, or for the employee's own serious health condition.

In complying with the FMLA, the District will adhere to the requirements of the Americans with Disabilities Act as well as other applicable federal and state laws.

The Board, in compliance with state statute, shall provide to its employees who are a party to a civil union with the same family and medical leave benefits under the federal Family Medical Leave Act (FMLA) as are provided to employees who are party to a marriage. In addition, the Board shall allow its employees leave time under this policy to serve as organ or bone marrow donors.

The District, in compliance with FMLA's regulations, will post and keep posted on its premises, in conspicuous places where employees are employed, a notice explaining the provisions of the FMLA and providing information concerning the procedures for filing complaints of violations of the Act. Electronic posting may be utilized.

(cf. 4118.14 - Disabilities)

(cf. 4151.2 - Family Illness)

(cf. 4152.3 - Maternity; Adoptive; Child Care)

Legal Reference:   P.L. 103-3 and 29 CFR Part 825 - The Family and Medical Leave Act of 1993, as amended by H.R. 4986, the National Defense Authorization Act for Fiscal Year 2008, Section 585. 29 U.S.C. §2601 et seq. and the National Defense Authorization Act for Fiscal Year 2010, Public Law 111-84, section 565, Title V.

Final Rule - published  in Federal Register,Vol. 60, Nov. 4, Friday, January 6, 1995, as amended on February 3, 1995, March 30, 1995, and on November 17, 2008. Rules and Regulations (29 CFR Part 825).

Connecticut General Statutes

46b-3800 Applicability of statutes to civil unions and parties to a civil union.

PA 07-245 An Act Concerning Family and Medical Leave for Municipal Employees.

4211 Recruitment and Selection

Recruitment and Selection 
Policy # 4211
Adopted: 1/11/1996
Supersedes / Amends:  D. Hiring Practices 9/15/92




It is the responsibility of the superintendent of schools and of persons designated by the superintendent to determine the personnel needs of the school district and to locate suitable candidates to recommend for employment to the board of education. An estimate of the cost of the recruitment and selection program will be made annually by the superintendent and presented to the board of education for inclusion in the annual budget.

No inquiry in regard to an employee's race, color, religious creed, sex or national origin shall be made of a person proposed for or seeking employment.

Prior to initial employment, a physician shall certify to the superintendent of schools that said employee is in good health and in fit condition for service. It shall be the duty of the superintendent of schools to see that persons nominated for employment shall meet all qualifications established by law and by the board of education for the type position for which nomination is made.

Legal Reference:             Connecticut General Statutes

46a-60 Discriminatory Employment Practices Prohibited

4222.1 Non-Certified Title I Para's

Non-Certified Title I Para's 
Policy #4222.1 
Adopted: 2/10/2015
Supersedes / Amends:  




A Title I paraprofessional is an individual who provides instructional support for students in a Title I School wide or a Targeted Assistance Program, supported with Title I, Part A funds.Title I paraprofessionals may perform the following instructional support duties:

•    One-on-one tutoring for eligible students if the tutoring is scheduled at a time when the student would not ordinarily be receiving instruction from the regular teacher

•    Assist in classroom management

•    Conduct parent involvement activities

•    Assist in computer instruction

•    Provide instructional support in a library or media center

•    Act as a translator

•     Provide instructional support services under the direct supervision of qualified teachers

Title I paraprofessionals may assume limited non-instructional duties, even if they  benefit non-Title I students, in the same proportion to their total work time as non-Title I paraprofessionals.

Title I paraprofessionals do not include individuals who  have only non-instructional duties such as providing technical support for computers, providing personal care services or performing clerical duties.


Title I paraprofessionals, regardless of hiring date, must have earned a secondary school diploma or its recognized equivalent (except for those who act as translators to enhance the participation of limited English proficient students or whose activities consist solely of conducting parent involvement activities.)

Title I paraprofessionals hired after January 8, 2002 must have:

1.   Completed at least two years of study at an institution of higher education or obtained an associate's or higher degree; or

2.     Demonstrated through a formal local academic assessment the knowledge of and ability to assist in instructing, as appropriate:

a.    Reading/language arts, writing and mathematics; or

b.   Reading readiness, writing readiness, and mathematics readiness

In addition, if it is determined that a new paraprofessional, to be hired by the District, has met the Title I qualification requirements in another school district, that individual will be considered to have met the requirements if hired by this District. These qualifications do not apply to paraprofessionals working in Head Start programs unless said program is jointly funded with Title I, Part A funds and the paraprofessional's salary is paid with Title I, Part A funds.

Notice to Parents

An annual written notice shall be provided to parents of students enrolled in a Title I Schoolwide or Targeted Assistance Program telling them they may request information about any paraprofessionals who provide instructional support for their child. The notice may be combined with a notice regarding Title I teacher qualifications.

(cf. 4222 - Teacher Aides/Paraprofessionals) (cf. 6159.1 - Teacher Aides)

Legal Reference:  42 U.S.C. 653(a) Personal Responsibilities and Work Opportunity Reconciliation Act

15 U.S.C. et. seq., Fair Credit Reporting Act

20 U.S.C.  Section 1119(c), No Child Left Behind Act of 2001 20 C.F.R. 200.59 Federal Regulations

NOTE: The requirements outlined in this policy apply to all paraprofessionals who work in a school that qualifies as a Title I School  wide Program, whether or not their salaries are paid with Title !funds. For Targeted Assistance Programs, only those paraprofessionals who provide instructional support to students in the Title I Program are subject to the requirements.

Policy adopted:

4410 Occupational Exposure to Bloodborne Pathogens

Occupational Exposure to Bloodborne Pathogens
Policy # 4410 
Adopted: 1/11/96
Supersedes / Amends:  9/14/93 




The board of education recognizes that communicable disease exposure is an occupational health hazard and places the highest priorities on occupational safety.  The health and welfare of each member is a joint concern of the board and employees.  While each employee is ultimately responsible for his/her own health, the board of education recognizes a responsibility to provide as safe a work place as possible.  The goal is to provide all employees with protection from occupationally acquired communicable disease.  Each employee must follow diligently prescribed safety practices.  Failure to comply with the procedures that accompany this policy may result in disciplinary action up to and including termination.

Legal Reference:        Federal Occupational Health and Safety Act,

 29 U.S.C. 655, 657

 State Occupational Health and Safety Act

 Connecticut General Statutes

 31-367 et Seq. And Regulations at Connecticut Agencies Regs. 31-372-101-1910

4500 Possession of Fire Arms or Deadly Weapons on School Grounds

Possession of Fire Arms or Deadly Weapons on School Grounds 
Policy # 4500 
Adopted: 11/10/98
Supersedes / Amends: Amends 




The Board of Education is responsible for maintaining a safe environment for learning.  Except as otherwise authorized in writing by the Superintendent, the Board of Education prohibits the possession of any firearm or deadly weapon, including a pistol or revolver, on school grounds or at a school sponsored activity, regardless of whether that person possesses a permit for the weapon involved. Any employee who violates this policy may be disciplined, up to and including termination.  Any student who violates this policy will be subject to expulsion proceedings pursuant to Board policy and Connecticut General Statutes 10-233d.

4600 Family Leave Violence Policy

Family Leave Violence
Policy  #4600 
Adopted:  12/14/2010
Supersedes / Amends:  New Policy




Connecticut state law requires the Board of Education to permit employees to take paid or unpaid leave for specific activities related to family violence.


 “Family violence” means an incident resulting in physical harm, bodily injury or assault, or an act of threatened violence that constitutes fear of imminent physical harm, bodily injury or assault between family or household members. Verbal abuse or argument shall not constitute family violence unless there is present danger and the likelihood that physical violence will occur.

“Family or household member” means

A.  spouses, former spouses;

B.  parents and their children;

C.  persons eighteen years of age or older related by blood or marriage;

D. persons sixteen years of age or older other than those persons in subparagraph C. presently residing together or who have resided together;

E.  persons who have a child in common regardless of whether they are or have been married or have lived together at any time; and

F.  persons in, or have recently been in, a dating relationship.

Family Violence Leave

The Board of Education shall permit any employee who is the victim of family violence to take up to twelve (12) days of leave during any calendar year when such leave is reasonably necessary for the employee to:

1.  Seek medical care or psychological or other counseling for physical or psychological injury or disability;

2.  Obtain services from a victim services organization

3.  Relocate due to such family violence; or

4.  Participate in any civil or criminal proceeding related to or resulting from such family violence.

Notice by Employee

If an employee's need to use family violence leave is foreseeable, the employee must provide at least seven (7) days’ advance notice prior to the date such leave is to begin.  If an employee's need for such leave is not foreseeable, the employee shall give notice of such intention as soon as practicable.

Required Documentation

Employees who take family violence leave shall provide a signed, written statement certifying that the leave is for one of the four purposes stated above. 

The employee is also required to provide a police or court record related to the family violence or a signed written statement that the employee is a victim of family violence, provided such statement is from an employee or agent of a victim services organization, an attorney, an employee of the Judicial Branch's Office of Victim Services or the Office of the Victim Advocate, or a licensed medical professional or other licensed professional from whom the employee has sought assistance with respect to the family violence.

Confidentiality of Documentation Provided

Any written statement or police or court record provided by the employee to verify the request for leave shall be maintained as confidential and shall not be further disclosed except as required by federal or state law or as necessary to protect the employee's safety in the workplace, provided the employee is given notice prior to the disclosure.


Family violence leave shall be unpaid unless the employee is entitled to use paid leave for such purposes pursuant to the terms and conditions of employment.

Relationship to Other Rights or Benefits

Nothing in this policy shall be construed to diminish any rights provided to any employee under the terms of the employee's employment or a collective bargaining agreement or preempt or override the terms of any collective bargaining agreement effective prior to October 1, 2010.

Leave under this policy shall not affect any other leave provided under state or federal laws

Legal Reference:   Connecticut General Statutes

46b-38a Family violence prevention and response: Definitions

54-85b   Employment protection for witnesses and victims of crime. Penalty. Action for damages and reinstatement.

Public Act 10-144:  An Act Concerning the Recommendations of the Speaker of the House of Representatives’ Task Force on Domestic Violence (Effective October 1, 2010)