CHS Staff Bulletin
September 30, 2019
Enjoy the Weekend
I trust that you are enjoying the week to the maximum. Despite the weather it has been a good weekend to get things checked off the to-do list. Between football, catching up with old friends, and getting some school work wrapped up it proves to be a solid weekend. Take advantage of your time with family. It is the most important time you will get while riding on this planet.
I am taking the next few staff bulletins to review the Back to School Memo with you. We didn't receive it in time this year to review it in our back to school days as a staff. I am truing to break it up into more manageable chunks over the course of a few weeks. We will need to get the forms signed soon. I will be sure to run copies and place them in your mail box as we wrap up this info sharing in a few weeks. Thank you for your patience with us as we slowly peel back these layers.
In The Know
Back To School Memo
Attendance Expectations - The District expects reliable and timely attendance by all employees. While there are legitimate reasons for employees to be absent, excessive absenteeism impacts students, safety, and other employees, and impedes the district in accomplishing its mission.
Attendance expectations include:
- Employees are expected to come to work regularly and as scheduled, missing no more than one day per month worked, on average over the year, except as follows. In measuring unacceptable attendance, the district does not use these leaves: bereavement, legally protected leaves such as state or federal Family Medical Leaves (OFLA/FMLA), jury duty, workers’ compensation (on-the-job injury), vacation, military leave, parental and other unpaid leaves provided in collective bargainingagreements.1
- Employees may take district-authorized leaves only. An employee may not take an unpaid day off without the advanced written approval of his or her supervisor and Human Resources director or designee. Failing to return from leave will be treated as job abandonment.
- Employees will use leave time for the intended purpose of that leave.
- For each leave type, employees are expected to follow the appropriate procedures for taking the leave. Except for vacation, any absence longer than five work days must be requested and approved by the director of Human Resources or designee.
- Employees will accurately report their absences.Not meeting these expectations will subject the employee to disciplinary or other corrective personnel action, up to and including termination. Nothing in this policy is intended to waive the just cause provisions in any collective bargaining agreement.
Type of Leave Notice / Expectation:
Sick Leave - Notify immediate supervisor as soon as practicable. The general expectation is at least 30 minutes prior to start of scheduled shift. If the leave is foreseeable, notice to the supervisor should be at least 10 days prior to the date the leave is to begin or as soon as otherwise practicable.
Personal Days - Schedule with immediate supervisor at least 24 hours in advance unless emergency in nature. Supervisor must have advance approval from the Human Resources Director or designee if the day is adjacent to a holiday or break.
Unpaid Day - Must have written approval from the Human Resources Director or designee prior to the use of unpaid day.Requests must be submitted no less than 48 hours before a known absence. If the unpaid day is related to an illness the request must be sent within three work days upon return to work.To request an unpaid day an employee must complete a Leave Request for Unpaid Days form. The form can be found on the district website at https://www.4j.lane.edu/hr/loa/.
Vacation (12 month employees) - Schedule with and obtain approval from immediate supervisor at least three weeks in advance.OFLA/FMLA(unpaid but may be able to use some of the accrued paid leave listed above)Complete and submit a leave request with the Human Resources Department. For a foreseeable leave, submit a leave request to HR at least 30 days in advance, or as soon as practicable.-or -For an unforeseeable leave, notify your immediate supervisor as soon as practicable and no later than 24 hours of an unforeseeable leave and complete a leave request with HR no later than three days after the unforeseeable leave has started.
Jury Duty - Notify immediate supervisor as soon as you receive the request to serve and on each day of service.
Bereavement Leave - For an unforeseeable leave, notify immediate supervisor as soon as possible, but no later than 24 hours after start of leave. Must complete a leave request with the HR department within three days of return to work.For a foreseeable leave, notify immediate supervisor at least 30 days prior to leave, or as soon as practicable. Must complete a leave request with the HR department at least 30 days prior to leave, or as soon as practicable.
Substance Abuse - The District recognizes that the use of drugs and alcohol, whether on or off the job, which adversely affects job performance, may constitute a serious threat to the health and safety of students, the public, and employees and impact effective instruction and the efficient delivery of District services. (See Board Policy GBCBA) The primary goal of this policy is to achieve a work place free of the impairments of drugs and alcohol, and to be in compliance with OROSHA regulation 437-001-0760(4), which prohibits anyone whose ability to work safely has been impaired by alcohol, drugs, or medication from working in that condition. In any instance where an employee's impaired job performance or conduct provides reasonable suspicion of drug or alcohol use, the District may require appropriate testing.
Testing procedures and the validity of the results will be measured by the prevailing practice in the medical field. In all situations where testing is called for, due consideration will be given to the legal rights and privacy of the tested employees.
Employees who are concerned about their use of alcohol or drugs are urged to seek
confidential assistance from the Employee Assistance,Program (EAP). Employees may also contact the Human Resources Department for assistance and can be assured that the contact will remain confidential to the extent legally possible. For employees who seek assistance in advance of detection, the District will provide reasonable accommodation as necessary and practical to allow treatment to take place.
The legal use of prescribed drugs or over-the-counter medications is permitted on the job, unless the use of the drug(s) may limit or impair the employee's ability to perform
employment related duties safely and efficiently. It is the employee's responsibility to
ascertain whether the use of a medication will limit or impair them.
Drug. Tobacco, and Alcohol Abuse by Employees
For purposes of this document, the following definitions apply:
1. Alcohol - The intoxicating agent in beverage alcohol, ethyl alcohol, or other low
molecular weight alcohols including methyl and isopropyl alcohol.
2. Drugs - Any intoxicants or controlled substances as defined by the criminal code of the State of Oregon, or substances lawfully prescribed for the employee's use and over-. the-counter medications, which could have an adverse impact on their ability to
perform their job duties in a safe manner. The definition of drugs excludes alcohol,
3. Drug or Alcohol Test - The compulsory submission of urine, breath, or blood by ari
employee in accordance with established collection and testing procedures to detect
drug and/or alcohol use.
4. Reasonable Suspicion - Specific observations concerning the appearance, conduct, speech, odor on the breath or body odors of an employee that would cause one to suspect that the employee is under the influence of alcohol or drugs.
5. Under the Influence of Alcohol - An individual is .considered to be "under the influence of alcohol" when the individual's blood alcohol content exceeds .02%.
6. Under the Influence of Drugs - An individual is considered to be "under the influence of drugs" when a detectable amount of a drug is found in the individual's body that may impair the individual's ability to safely and efficiently perform job duties and responsibilities.
7. Work place: Any location where an employee is performing District job duties or is
representing the District in an official capacity whether or not the employee if
compensated. The exclusion of alcohol from the work place does not pertain to those
sites at which, in the judgment of the Superintendent,the use of alcohol cannot be
avoided, such as during business meetings with members of foreign delegation's where refusal of a traditional "toast" would show disrespect for the customs or culture of the delegate.
Prohibited Conduct - This section does not attempt to address all possible issues that may arise around the use of alcohol and drugs. Each individual employee and each supervisor is responsible for using his or her best judgment and acting in a reasonable and responsible manner when faced with a situation that is not explicitly covered in the policy, such as situations that may arise outside the usual work place or when an employee may be called back to work outside of their regularly scheduled hours. Violations may result in discipline up to and including discharge.
The following conduct is prohibited in the work place, on school premises, while working, and at a District activity:
1. The unlawful buying, selling, transportation, possession, providing or use of drugs;
2. The use of alcohol;
3. Being under the influence of alcohol;
4. Being under the influence of drugs;
5. Having a detectable odor of alcohol on the breath;
6. Operating a District owned or leased vehicle or one rented with District funds at any time proximate to consuming intoxicants or a private vehicle if using the vehicle in the course of conducting District business or when going to, or coming, from, District
business, either in town or while attending training or other business out of town;
7. Failure to report limitations or impairment caused by prescribed medications or over the counter drugs.
Consequences of Positive Test Results - An employee who has tested positive for drugs or alcohol as defined by this policy may be referred to the Employee Assistance Program or drug and/or alcohol counseling. An employee's participation in the Employee Assistance Program or in drug or alcohol counseling will be considered in determining what, if any, disciplinary action may be taken. If an employee is not terminated for violations of this policy, the employee who has tested positive for drugs or alcohol will be required to sign a performance agreement. Provisions for unannounced testing for a specified period following the positive test may be included in the agreement. If the employee violates the terms of the agreement or again tests positive during such a period, he or she may be subject to immediate dismissal.
Interference With Policy - Any activity which purposely interferes with the District's policy on the use of drugs and alcohol will be grounds for disciplinary action which may include discharge. Examples include, but are not limited to, the following: tainting, tampering, or substitution of blood or urine samples; falsifying information regarding the use of prescribed medications or controlled substances; failure to cooperate with any tests outlined in this policy to determine the presence of drugs or alcohol; or failure to consent to or cooperate with any administrative search.
Employee Rights - Any employee who has tested positive shall be given access to all written documentation available from the testing laboratory, which verifies the accuracy of the testing equipment used in the testing process, the chain of custody of the specimen, and the accuracy rate of the laboratory. The employee will be provided with a copy of the results. All documentation on the testing will be sealed and maintained in a secured file in Human Resources. All test results will be kept confidential by the District;
Looking Forward
THIS WEEK
October 3–6 — Field Trip: Rachel Carson Field Camp (Sarah Ruggiero and Helen Haberman)
MONDAY, SEPTEMBER 30
Lunch — Westminster College Visit
TUESDAY, OCTOBER 1
FAFSA APPLICATION AVAILABLE
after 2nd period — Senior Photo at The Rock
3:45 pm — 9th-Grade Success Team
7:00 pm — IB Junior Parent Information Night at 200 N. Monroe St.
WEDNESDAY, OCTOBER 2
9:45 am — Oregon Institute of Technology Visit
Lunch — Grand Canyon University Visit
3:45 pm — Operations
THURSDAY, OCTOBER 3
6:00 pm — Club Showcase
6:30 pm — Open House
FRIDAY, OCTOBER 4 — ADVISORY SCHEDULE
0 Period 7:35 AM – 8:25 AM
1st Period 8:30 AM – 9:20 AM
2nd Period 9:25 AM – 10:15 AM
Advisory 10:22 AM – 11:07 AM
3rd Period 11:12 AM – 12:05 PM
Lunch 12:10 PM – 12:40 PM
4th Period 12:45 PM – 1:35 PM
5th Period 1:40 PM – 2:30 PM
FIELD TRIP: EXPERIENCE OREGON MANUFACTURING (Mary Beth/Misael)
2:45 pm — PLC
SATURDAY, OCTOBER 5
7:30 am — SAT Testing
NEXT WEEK — HOMECOMING
SPIRIT DAYS
Monday: Mathlete vs Athlete
Tuesday: Western
Wednesday: Onesie (PJ)
Monday, October 7 — PICTURE RETAKE DAY
Monday, October 7, Lunch — Club Fair
Monday, October 7, 4:00 pm — FAFSA Application Workshop
Wednesday, October 9 — HOMECOMING ASSEMBLY (all-school assembly schedule)
Thursday, October 10 — NO SCHOOL (GRADING DAY AND PROFESSIONAL DEVELOPMENT)
Thursday, October 10, 9:30 am — ASVAB Testing
Thursday, October 10, 7:00 pm — Homecoming Game vs NEHS
Friday, October 11 — NO SCHOOL (STATE INSERVICE DAY)
Saturday, October 12, 8:00 pm — Homecoming Dance — Rewrite the Stars
Kudos
Mary Hicks - Thank you for your hard work in the kitchen. The results are in...the kids are loving the new food. Mary and the entire kitchen staff has been working hard with our new menu. Many new recipes have been added which make the school lunch healthier and more attractive to humans. Thank you for the extra work that it takes to make sauces from scratch and assemble healthy food for all. I know you are enjoying the challenge, but I wanted you to know that I am appreciative of the extra effort.
Erin Crews - Thank you for your energy and passion for students. This last week Erin took her new AVID crew (3rd time into the rotation!!) to the ropes course at Spencer Butte to engage them in team building exercises. Erin know what it takes to establish climate and culture in her classroom. She has done so so far this year by interrupting negative behaviors between students and then engaging them in team building exercises. This is a great example of how we invest in our students and what makes them tick before we pour on the academics. Well done Erin!
Churchill High School
Website: https://chs.4j.lane.edu/
Location: 1850 Bailey Hill Road, Eugene, OR, USA
Phone: 541-790-5100
Facebook: https://www.facebook.com/ChurchillHighSchool
Twitter: @CHSLancers