SECTION 9: PCSSD SPECIAL PERSONNEL BOARD POLICIES
9.01P TERMINATION/NON-RENEWAL HEARING TIME LIMIT
Employees shall have an adequate opportunity to present his or her case during a Termination/Non-Renewal Personnel Hearing. The Board will allow a maximum of ninety (90) minutes per side for all examination, cross-examination, and arguments pertaining to the scheduled personnel hearing. Changes in allotments, either admitting additional evidence or testimony or precluding more evidence or testimony than anticipated, will only be made with notice and upon a determination of needed by the Board. Only in extraordinary circumstances will the Board grant additional time.
Date Approved: 10/8/19
9.02P TELE/REMOTE WORKING
Employees may telework at the direction of the Superintendent or designee. “Tele/Remote work” is defined as performing work that would usually be performed at an assigned worksite or an alternative worksite on an authorized and regularly scheduled basis.
Employees who telework are expected to maintain their usual assigned schedule, including the same workdays and hours they have in their regular work location unless their supervisor authorizes changes. No overtime will be authorized for employees eligible for overtime unless approved in advance in writing by their supervisor.
Employees are expected to be accessible during their assigned schedule by phone, or other communication methods agreed to by their supervisor, except during meal periods and breaks, as outlined in the personnel policies. The employee is responsible for maintaining contact with their supervisor while teleworking. If a business need arises, employees are expected to report to their regular work setting or other assigned location at their supervisor’s direction.
An employee’s duties, obligations, responsibilities, and employment conditions with Pulaski County Special School District (PCSSD) will remain unchanged except those obligations and responsibilities specifically addressed in these guidelines. Job responsibilities, standards of performance, and performance appraisals remain the same as when working at the regular worksite. The supervisor reserves the right to assign work as necessary at any worksite.
Employees who cannot perform their assigned duties and be accessible and available, as described above, shall be required to request and access any leave available to them. Employees shall request leave in the same manner as the employee would typically use when working at their regular work location.
Employees are expected to maintain a safe, secure, and ergonomic work environment and to report work-related injuries to the employee’s supervisor at the earliest opportunity. Employee shall hold PCSSD harmless for injury to others at the alternate worksite. With reasonable notice and at a mutually agreed upon time, the superintendent or superintendent’s designee may make on-site visits to an employee’s telework location to ensure that the designated workspace is safe and free from hazards. The location must also provide adequate protection and security of PCSSD property, and to maintain, repair, inspect, or retrieve PCSS Dproperty.
Employees are responsible for providing workspace, telephone, printing, networking, and internet capabilities at the telework location and shall not bereimbursed by the employer for these or related expenses. Employees may request PCSSD technology but must protect PCSSD owned equipment, records, and materials from unauthorized or accidental access, use, modification, destruction, or disclosure. Employees must report any incidents of loss, damage,
or unauthorized access to their supervisor at the earliest reasonable opportunity. Employees are expected to maintain all PCSSD documents and records equivalently as they would at their regular work location, including PCSSD networks. All records and materials regarding PCSSD shall remain the property of PCSSD.
Employees who fail to abide by these guidelines while teleworking may no longer be authorized to telework and may be required to either return to their regular work location or take leave. Violations of these guidelines may subject the employee to discipline up to and including termination.