J. Reporting Work Related Accidents - Continued
Injuries that happen to an LCESC employee while performing job-related duties and responsibilities in a district or some other location must also be reported promptly and in writing (Accident Incident Report form) to the Treasurer’s Office. In addition, the employee should contact the administrative offices of the district in which the accident happened to make a report.
Prompt reporting of work-related injuries is important. It is also essential that appropriate medical attention be sought in a timely fashion. When medical care is urgent, seek treatment first. Be sure to let the medical facility know it is a Worker’s Comp situation - do not present your medical insurance card to the doctor or hospital. The medical facility will prepare the appropriate paperwork which in turn is sent to the LCESC for completion of the Worker’s Comp claim. Then as soon as possible, the employee needs to complete the Employee Incident Report form and notify the Treasurer’s Office.
All employees are covered by Ohio Worker’s Compensation while in the performance of work-related responsibilities. Injuries which occur during that performance may be covered under Worker’s Comp. It is essential for complete the Employee Incident Report form as soon as possible.
CALENDAR
LCESC-assigned staff members follow the calendar developed by the personnel office. This calendar is made available to staff members as soon as possible following completion. The current calendar my be found at the back of this Handbook.
Employees assigned to a district follow the school calendar of that district. A copy of the district calendar and the employee’s specific work calendar showing days to be worked throughout the school year as agreed to by the director, supervisor or building principal should be submitted to the Assistant Superintendent and to the Treasurer’s Office at the LCESC by September 1 of each year. Staff employed on an extended contract should indicate those additional days on their calendar. Extended time also requires approval from the appropriate director, supervisor, or building principal and the LCESC Governing Board.
The following holidays are recognized:
- New Year’s Eve Independence Day (July 4)
- New Year’s Day Labor Day
- Martin Luther King Day Thanksgiving Day
- Presidents Day Day after Thanksgiving
- Good Friday Christmas Eve
- Day after Easter Christmas Day
- Memorial Day
These are paid holidays for eligible employees only if they occur during the individual’s contract period.
FINGERPRINTING
Fingerprinting is required for every license/c ertificate renewal. Rsults must be sent electronically to the Ohio Department of Education. Fingerprinting is done at the LCESC on Monday from 1:00 p.m. to 4:00 p.m., Tuesday, Wednesday and Thursday from 9:00 a.m. to 4:00 p.m. and Friday from 9:00 a.m. to 2:00 p.m. The cost is $30 for BCI only, $35 for FBI only, and $65 for both BCI/FBI. Payment can be made by check or cash. You need two (2) forms of identification: your driver's license, and either a Social Security Card, Birth Certificate of Passport. Credit cards cannot be used for identification or payment. Appointments are requested. If you have any questions please call (440) 350-2563, Ext. 745.
COPYRIGHTED MATERIALS
Employees are to make judicious use of appropriate printed materials, sound recordings, software, and electronic programs in their work and may do so only in accordance with the provisions of Federal law, applicable to public school districts. Such laws are intended to protect authors and composers from the unauthorized use of their copyrighted work. Employees are responsible to follow the guidelines providing fair and reasonable use for educational purposes (Governing Board Policy/Bylaws 2531)
DRESS CODE
When assigned LCESC duties, all staff shall:
- be physically clean, neat and well groomed;
- dress in a manner consistent with professional responsibilities;
- dress in a manner that communicates to students a pride in personal appearance;
- dress in a manner that does not cause damage to Center property; and
- be groomed in such a way that their hair style or dress does not disrupt the educational process nor cause a health or safety hazard. (Governing Board Policy/Bylaws 3216/4216)
(Governing Board Policy/Bylaws 3216/4216).
STUDENT ABUSE AND NEGLECT
The Governing Board is concerned with the physical and mental well-being of the students of this Center and will cooperate in the identification and reporting of cases of child abuse or neglect in accordance with law. Each employee of this Center who knows or suspect's child abuse or neglect shall be responsible for reporting the suspected abuse or neglect. Such report shall be required in every case that reasonably indicates that a child under the age of eighteen (18) or a physically or mentally disabled child under the age of twenty-one (21) has been abused or neglected or faces the threat of being abused or neglected. A professional or classified staff member shall immediately call the local office of the Department of Human Services, the Children’s Services Board, or the appropriate local law enforcement agency and shall secure prompt medical attention to any such injuries reported. She/He shall also notify the Assistant Superintendent or Superintendent. The identity of the reporting person shall be confidential, subject only to disclosure by consent or court order. Information concerning alleged child abuse of a student is confidential information and is not to be shared with any unauthorized person. A staff member who violates this policy may be subject to disciplinary action and/or civil and/or criminal penalties. Each supervisor should be mindful of the possibility of physical or mental abuse being inflicted on a student by an employee. Any such instances, whether real or alleged, requires notification to the Assistant Superintendent or Superintendent. (Governing Board Policy 8462)
STAFF DISCIPLINE
The Governing Board retains the right and the responsibility to manage the work force. When the discipline of a staff member becomes necessary, such action shall be in proportion to the employee’s offense or misconduct, consistent with appropriate procedural and substantive due process, and/or State law. (Governing Board Policy 3139)
ANTI-HARASSMENT
It is the policy of the Governing Board to maintain an education and work environment, which is free from all forms of unlawful harassment, including sexual harassment. This commitment applies to all Center operations, programs, and activities. All students, administrators, teachers, staff, and all other school personnel share responsibility for avoiding, discouraging, and reporting any form of unlawful harassment. This policy applies to unlawful conduct occurring on school property, or at another location if such conduct occurs during an activity sponsored by the Board.
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