2023-2024 Employee Handbook

“Tomorrow’s Education Today”
South Texas Educational Technologies, Inc.

Horizon Montessori Public Schools
2023 - 2024
Employee Handbook
Revised: 08/23
1
TABLE OF CONTENTS
EMPLOYEE HANDBOOK ACKNOWLEDGMENT FORM 8
ACKNOWLEDGMENT OF CONFIDENTIALITY AND ACCESS AGREEMENT 9
PUBLIC ACCESS FORM OPTION 11
COMPUTER USE, ELECTRONIC COMMUNICATION, AND DATA MANAGEMENT 12
Employee Agreement for Acceptable Use of the Electronic Communications 12
Rules For Appropriate Use 12
Inappropriate Uses 12
Consequences for Inappropriate Use 12
Personal Use of Electronic Communications 13
Personal Electronic Devices 14
Public Information on Private Devices 14
Copyrighted Materials 14
Proprietary Information 14
District Emails 14
Electronic Communications Between Employees, Students, and Parents 15
Virtual/Distance Learning 16
EMPLOYEE AGREEMENT FOR ASSIGNMENT & USE OF SCHOOL PROPERTY 18
SEARCHES ACKNOWLEDGMENT 19
WAGE DEDUCTION AUTHORIZATION AGREEMENT 21
FRATERNIZATION POLICY 22
INTRODUCTION 24
Vision Statement 24
Mission Statement 24
Goals and Objectives 25
CHARTER HOLDER BOARD 28
CENTRAL OFFICE DIRECTORY 29
DIRECTORY AND ADMINISTRATORS 30
2
EMPLOYMENT 31
Equal Employment Opportunity 31
Nondiscrimination Based on Religion 31
Non Discrimination Based on Military Service 31
Americans with Disabilities Act (ADA) 32
Nondiscrimination Based on Genetic Information (GINA) 32
Job Vacancies 32
Employment After Retirement 32
Personnel Records and Requirements 33
Searched and Alcohol and Drug Testing 33
Workplace Violence Prevention 34
Health Safety Training 35
Workload and Work Schedules: Professional Employees 35
Workload and Work Schedules: Paraprofessional and Auxiliary Employees 35
Certification and Licenses 35
Notification of Parents Regarding Qualifications 36
Scope and Sequence 36
Faculty/Staff Meetings 36
Recertification of Employment Authorization 36
New Hire Reporting 37
Performance Evaluation 37
Staff Development 37
Part-Time Employees 37
Temporary Employees 37
Reassignment and Transfers 38
Outside Employment and Tutoring 38
Employee Involvement 38
Breaks for Expression of Milk 38
Pregnant Workers Fairness Act 39
3
Safety and Security 39
Communicable Diseases 39
Pandemic Protocol 40
COMPENSATION AND BENEFITS 40
Salaries, Wages, and Stipends 40
Paychecks 41
Payroll Deductions 41
Administrative Pay Corrections and Overpayments 41
Overtime Compensation 41
Compensatory Time 42
Approved Travel and Travel Expense Reimbursement 42
Health Coverage Benefits 42
Supplemental Insurance Benefits 43
Workers’ Compensation Insurance 43
Unemployment Compensation Insurance 44
Teacher Retirement 44
LEAVES AND ABSENCES 44
Leave of Absence 44
Excessive Absences 45
State Personal Leave Days 45
State Sick Leave 46
Local Leave Days 46
Family and Medical Leave Act (FMLA) 47
Assault Leave 51
Temporary Disability Leave 51
Military Leave 51
Jury Duty 53
Compliance with a Subpoena 53
Truancy Court Appearance 53
4
Religious Observance 53
Funeral Leave 53
EMPLOYEE CONDUCT AND WELFARE 54
Standards of Conduct 54
Code of Ethics and Standard Practices for Texas Educators 55
Fraud, Dishonesty and False Statements 57
Insubordination 58
Growth Plan/Disciplinary Action 58
Dress and Grooming 58
Harassment, Discrimination, Retaliation 60
Harassment of Students 60
Sexual Harassment 61
Title IX Procedures 61
Reporting Suspected Child Abuse 67
Sexual Abuse and Maltreatment of Children 68
Whistleblower Complaints 68
Fraud and Financial Impropriety 69
Conflict of Interest 69
Loans, Advances, Fundraisers 70
Gifts and Favors 70
Associations and Political Activities 70
Alcohol and Drug-Abuse Prevention 70
Tobacco and E-Cigarette Use 71
Criminal History Background Checks 71
Prohibition Against Employing Individuals Convicted of Certain Offenses 71
Fingerprinting 72
Employee Arrests and Convictions 73
Possession of Firearms and Weapons 74
Visitors in the Workplace 74
5
Pest Control Treatment 74
Assignment of School District Property 75
Phone Use 75
Personal Business 75
Family Educational Rights and Privacy Act 75
HIPAA 75
GENERAL PROCEDURES 75
Bad Weather Closing 75
Emergencies 76
Name and Address Changes 76
Service Record Requests 76
Purchasing Procedures 76
District Mail 76
Building Use 76
Parking on School Property 77
Use of Personal Vehicles 77
GRIEVANCE POLICY 78
Exhibit A: Employee Complaint Form - Level One 84
Exhibit B: Response to Level One Complaint 86
Exhibit C: Level Two Appeal Notice 87
Exhibit D: Response to Level Two Appeal 88
Exhibit E: Level Three Appeal Notice 89
Exhibit F: Boards Response to Level Three Appeal 90
TERMINATION OF EMPLOYMENT 91
Dismissal of Non-Contract “At Will” Employees 92
Discharge of Convicted Employees 93
Resignations 93
Job Abandonment and Voluntary Resignation 93
Exit Procedures and Interview 93
6
Reports to the Texas Education Agency (TEA) 93
Reports Concerning Court-Ordered Withholding 94
STUDENT ISSUES 94
Equal Educational Opportunities 94
Student Records 94
Parent and Student Complaints 95
Administering Medication to Students 95
Dietary Supplements 95
Psychotropic Drugs 95
Student Conduct and Discipline 96
Student Attendance 96
Bullying 96
Hazing 96
7
SOUTH TEXAS EDUCATIONAL TECHNOLOGIES, INC.
HORIZON MONTESSORI PUBLIC SCHOOLS
EMPLOYEE HANDBOOK ACKNOWLEDGMENT FORM
2023-2024
Name:
Campus/Department
Last 4 digits of Social Security #
Listed below are the available options for the employee handbook. Please review each option and initial by each.
I understand that I may access an electronic copy of the handbook at www.hmps.net.
I understand that I may request a hard copy from the HR Department or campus administration.
I understand that a hard copy is located at each campus secretary's office and/or each campus
principal's office for review.
The information in this handbook is subject to change. I understand that changes in the district policies may
supersede, modify, or render obsolete the information summarized in this booklet. As the district provides updated
policy information, I accept responsibility for reading and abiding by the changes.
I understand that no modifications to contractual relationships or alterations of at-will employment relationships are
intended by this handbook.
I understand that I have an obligation to inform the Human Resources Department of any changes in personal
information, such as phone number, address, etc. I also accept responsibility for contacting my Principal/Supervisor
or the Human Resources Department if I have questions or concerns or need further explanation.
By signing this document, I hereby acknowledge that I have access to the STET/HMPS Employee Handbook. I
agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this
document.
Signature
Date
PLEASE COMPLETE AND SIGN THIS FORM AND RETURN IT TO YOUR PRINCIPAL/SUPERVISOR
WHO WILL FORWARD THE ORIGINAL TO THE HUMAN RESOURCES DEPARTMENT.
NOTE: PLEASE FEEL FREE TO MAKE A COPY FOR YOUR RECORDS.
8
ACKNOWLEDGMENT OF CONFIDENTIALITY AND ACCESS AGREEMENT
It is the policy of South Texas Educational Technologies, Inc. (Horizon Montessori Public Schools) to protect
confidentiality of sensitive information related to students, faculty, and staff. Through the course of your employment
with STET/HMPS, you may have access, occasional use, or otherwise acquire confidential information. As a
condition of employment, I ____________________________________, hereinafter “Employee,” agrees to protect
any such confidential information as set forth below.
In the course of employment with STET/HMPS, Employee may have authorized access to or inadvertently encounter
“confidential information.” As used in this Confidentiality Agreement, “confidential information” includes but is not
limited to:
⧫ Education records, or information in education records, pertaining to students which is confidential under
federal and/or state law;
⧫ Curriculum systems, instructional programs, curriculum solutions, student course work, computer
processes, computer programs and codes, pending projects and proposals;
⧫ Disciplinary records, or information contained therein, pertaining to students;
⧫ All information contained in an individual's employee or applicant personnel file;
⧫ All compensation and benefit information;
⧫ Any medical records or medical information related to employees or students;
⧫ Any information pertaining to a grievance or disciplinary action concerning an employee;
⧫ Any information the disclosure of which would cause an embarrassment to an employee or constitute a
clearly unwarranted invasion of privacy.
Employee hereby agrees to hold STET/HMPS confidential information in the strictest confidence and not to disclose
or otherwise utilize this confidential information except as necessary for Employee to perform his or her customary
and regular job duties. This means that:
⧫ Employee will only access confidential information for which Employee has a legitimate business need to
know;
⧫ With certain exceptions, Employee will have access to personally identifiable student information which is
limited to the student, the parent or guardian of the student, and other persons authorized by state and federal
law. Employee also understands that there are federal and state laws that protect the privacy rights of our
administration, staff, and students (active or inactive).
⧫ Employee will not in any way disclose, divulge, copy, release, review, alter or destroy any of
STET/HMPS’ confidential information in any form (written, oral, electronic, and/or verbal) except as
properly authorized within the scope of the Employee’s employment with STET/HMPS; and
⧫ Employee will not otherwise misuse or misappropriate STET/HMPS’ confidential information.
⧫ Employee will prevent unauthorized use of confidential information and immediately report the misuse or
any accidental disclosure of confidential information to their immediate supervisor.
9
Employee understands that if he or she has any doubt as to whether any information is confidential or whether any
information should be disclosed, Employee shall request clarification from his or her immediate supervisor.
Employee understands that confidential information remains confidential both in and outside the workplace, and
agrees not to discuss such information with any individual or organization that does not have a valid business reason
to have access to this information. Employee acknowledges that they are subject to workplace confidentiality as a
condition of employment and that failure to comply with the obligations contained in this Confidentiality Agreement
will result in disciplinary action, up to and including termination of employment and may also be subject to federal
and state law repercussion(s), even if the employee does not actually benefit from the disclosed information.
I have read the information above and agree to the confidentiality requirements specified in this document.
Name (Print)
Signature
Date
PLEASE COMPLETE AND SIGN THIS FORM AND RETURN IT TO YOUR PRINCIPAL/IMMEDIATE
SUPERVISOR WHO WILL FORWARD THE ORIGINAL TO THE HUMAN RESOURCES DEPARTMENT.
10
PUBLIC ACCESS FORM OPTION
The Public Information Act allows employees, public officials, and former employees and officials to elect whether to
keep certain information about them confidential. Unless you choose to keep it confidential, the following
information about you may be subject to public release if requested under the Texas Public Information Act.
Therefore, please indicate by circling yes or no whether you wish to allow public release of the following information:
YES NO
PUBLIC ACCESS:
If you selected YES to allow public release of your information, please provide the following updated information.
Address:
____________________________________________
____________________________________________
Phone number, including personal cell:
____________________________________________
____________________________________________
Personal email address:
____________________________________________
Information that reveals if you have family members.. YES NO
Name (print)
Signature
Date
11
Computer Use, Electronic Communication, and Data Management
EMPLOYEE AGREEMENT FOR ACCEPTABLE USE OF THE ELECTRONIC COMMUNICATIONS

SYSTEM
You are being given access to the District's electronic communications system. Through this system, you will be able
to communicate with other schools, colleges, organizations, students and people through the Internet and other
electronic information systems/networks. You will have access to an abundance of websites, databases, educational
programs, libraries, and computer services. With this opportunity comes responsibility. It is important that you read
this policy and ask questions if you need help in understanding it. Inappropriate system use will result in the loss of
the privilege of using this educational and administrative tool. Please note that the Internet is a network of many
types of communication and information networks. It is possible that you may run across some material you might
find objectionable. While the District will take reasonable steps to restrict access to such material, it is not possible to
absolutely prevent such access. It will be your responsibility to follow the rules for appropriate use.
RULES FOR APPROPRIATE USE

• The account is to be used only for educational and administrative purposes. Limited personal use of the
system is permitted if the use: imposes no tangible cost to the district, does not unduly burden the
district's computer or network resources, has no adverse effect on job performance or on a student's
academic performance.
• Downloading of video or audio streams for personal use is strictly prohibited. Video or audio streams may
be downloaded for educational and school business use only.
• You will be held responsible at all times for proper use and the District may suspend or revoke your access
if you violate the rules.
• Remember that people who receive email from you with a school address might think your message
represents the school's point of view. Electronic mail transmissions and other use of technology resources
are not confidential and can be monitored at any time to ensure appropriate use.
INAPPROPRIATE USES
• Using the system for any illegal purpose.
• Downloading or using copyrighted information without permission from the copyright holder.
• Posting messages or accessing materials that are abusive, obscene, sexually oriented, threatening,
harassing, damaging to another's reputation, or illegal.
• Wasting school resources through improper use of the computer system.
• Gaining unauthorized access, restricted information, or resources.
CONSEQUENCES FOR INAPPROPRIATE USE

• Suspension of access to the system.
• Revocation of the computer system.
• Other disciplinary or legal action, in accordance with the District policies and applicable laws.
12
PERSONAL USE OF ELECTRONIC COMMUNICATIONS
Electronic communications includes all forms of social media, such as text messaging, instant messaging, electronic
mail (e-mail), Web logs (blogs), wikis, electronic forums (chat rooms), video-sharing websites (e.g., YouTube),
editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter, Linkedin,
Instagram, SnapChat, TikTok, etc). Electronic communications also includes all forms of telecommunication such as
landlines, cell phones, and web-based applications.
As role models for the district's students, employees are responsible for their public conduct even when they are not
acting as district employees. Employees will be held to the same professional standards in their public use of
electronic media as they are for any other public conduct. We acknowledge that all employees have a First
Amendment right to comment in a professional and appropriate manner on matters of public concern. We caution
you that while your rights are protected, if it unreasonably and negatively affects your ability to do your job,
STET/HMPS may take appropriate action due to any inability you have to perform your job. Therefore, any
employee's use of electronic communications that will interfere with an employee's ability to effectively perform his
or her job duties will be subject to disciplinary action, up to and including termination of employment. If an
employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for
the content on the employee's page, including content added by the employee, the employee's friends, or members of
the public who can access the employee's page, and for web links on the employee's page. The employee is also
responsible for maintaining privacy settings appropriate to the content.
An employee who uses electronic communications for personal purposes shall observe the following:
• The employee may not set up or update the employee's personal social network page(s) using the
district's computers, network, or equipment.
• The employee shall limit use of personal electronic communication devices to send or receive calls, text
messages, pictures, and videos to breaks, meal times, and before and after scheduled work hours; unless
there is an emergency or the use is authorized by a supervisor to conduct district business.
• The employee shall not use the district's logo or copyrighted material of the district without written consent
and district approval.
• An employee may not share or post, in any format, information, videos, or pictures obtained while on duty
or on district business unless the employee first obtains written approval from the employee’s immediate
supervisor. Employees should be cognizant that they have access to information and images that, if
transmitted to the public, could violate privacy concerns.
• The employee continues to be subject to applicable state and federal laws, local policies, administrative
regulations, and the Code of Ethics and Standard Practices for Texas educators, even when communicating
regarding personal and private matters, regardless of whether the employee is using private or public
equipment, on or off campus.
These restrictions include:

• Confidentiality of student records.
• Confidentiality of health or personnel information concerning colleagues, unless disclosure serves
lawful professional purposes or is required by law.
• Confidentiality of district records, including educator evaluations and private email addresses.
• Copyright law.
• Prohibition against harming others by knowingly making false claims.
13
PERSONAL ELECTRONIC DEVICES
While STET/HMPS generally prohibits the use of personal electronic devices to perform district duties, STET/HMPS
will mandate employees to have district approved software applications downloaded on personal cellular phones for
safety and security purposes that will enable the employee to alert personnel of an emergency or be alerted of
emergencies to include lockdowns and drills. Other personal electronic devices to include but not limited to laptops,
iPads/tablets and USBs are prohibited to perform district duties but exceptions may be made upon district approval.
STET/HMPS will not be responsible for any stolen or damaged personal property.
PUBLIC INFORMATION ON PRIVATE DEVICES

Employees should not maintain district information on privately owned devices. Any district information must be
forwarded or transferred to the district to be preserved. The district will take reasonable efforts to obtain public
information in compliance with the Public Information Act. Reasonable efforts may include:
● Verbal or written directive
● Remote access to district-owned devices and services
COPYRIGHTED MATERIALS
Employees are expected to comply with the provisions of federal copyright law relating to the unauthorized use,
reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer
data and programs, etc.). Electronic media, including motion pictures and other audiovisual works, are to be used in
the classroom for instructional purposes only. Duplication or backup of computer programs and data must be made
within the provisions of the purchase agreement.
Employees acknowledge and understand that the entire right, title and interest of any and all writings, works and other
creations that they may prepare, create, write, initiate or otherwise develop as part of their efforts while employed by
STET/HMPS shall be considered the property of STET/HMPS. This includes, but is not limited to, the development
of a curriculum. These works will be “works for hire” and shall be the sole and exclusive property of STET/HMPS,
including any copyright, patent or trademark or application thereof. Employees hereby assign and transfer to
STET/HMPS all right, title and interest in such works and creations, including without limitation, all patent,
trademark and copyright rights that now exist or may exist in the future. Employees further agree that at any
reasonable time upon request, and without further compensation or limitation, they will execute and deliver any and
all papers, applications or instruments that in STET/HMPS’ opinion may be necessary or desirable to secure the
STET/HMPS’ full enjoyment of all right, title interest and properties herein assigned. Employees agree not to charge
the school for use of their copyrighted, trademarked and patented material.
PROPRIETARY INFORMATION
Proprietary information includes all information relating in any manner to the business of STET/HMPS and its
schools, students, parents, consultants, customers, clients, and business associates obtained by STET/HMPS
employees during the course of their work. Occasionally, in the service of STET/HMPS’ mission, STET/HMPS may
choose to share otherwise proprietary information (e.g., best practices) with outside parties. Such documents will be
prepared specifically for publication and dissemination. If an individual employee receives a request from an outside
party for either paper or electronic copies of STET/HMPS documents, that employee should direct the request to
central office.
DISTRICT EMAILS
District emails will be activated for new employees by the IT Department upon the request and approval of the
Human Resources Department. Should any changes need to be made to emails, such requests must be emailed to the
Human Resources Department for approval. Upon an employee’s resignation or termination, emails will be
deactivated by the IT Department upon the request and approval of the Human Resources Department, Assistant
14
Superintendent, and/or the Superintendent. Electronic mail transmissions and other use of technology resources are
not confidential and can be monitored at any time to ensure appropriate use. District emails are solely for the use of
business related purposes and remain the property of STET/HMPS.
ELECTRONIC COMMUNICATIONS BETWEEN EMPLOYEES, STUDENTS, AND PARENTS

A certified or licensed employee, or any other employee designated in writing by the superintendent or a campus
principal, may use electronic communications with students who are currently enrolled in the district. The employee
must comply with the provisions outlined below. Electronic communications between all other employees and
students who are enrolled in the district are prohibited. Employees are not required to provide students with their
personal phone number or email address.
An employee is not subject to the provisions regarding electronic communications with a student to the extent the
employee has a social or family relationship with a student. For example, an employee may have a relationship with a
niece or nephew, a student who is the child of an adult friend, a student who is a friend of the employee’s child, or a
member or participant in the same civic, social, recreational, or religious organization. An employee who claims an
exception based on a social relationship shall provide written consent from the student’s parent. The written consent
shall include an acknowledgement by the parent that:
● The employee has provided the parent with a copy of this protocol;
● The employee and the student have a social relationship outside of school;
● The parent understands that the employee’s communications with the student are accepted from district
regulation; and
● The parent is solely responsible for monitoring electronic communications between the employee and the
student.
The following definitions apply for the use of electronic media with students:
● Electronic communications means any communication facilitated by the use of any electronic device,
including a telephone, cellular telephone, computer, computer network, personal data assistant, or pager. The
term includes email, text messages, instant messages, and any communication made through an Internet
website, including a social media website or a social networking website.
● Communicate means to convey information and includes a one-way communication as well as a dialogue
between two or more people. A public communication by an employee that is not targeted at students (e.g. a
posting on the employee’s personal social network page or a blog) is not a communication: however, the
employee may be subject to district regulations on personal electronic communications. Unsolicited contact
from a student through electronic means is not a communication.
● Certified or licensed employee means a person employed in a position requiring SBEC certification or a
professional license, and whose job duties may require the employee to communicate electronically with
students. The term includes classroom teachers, counselors, principals, librarians, paraprofessionals, nurses,
educational diagnosticians, licensed therapists, and athletic trainers.
An employee who communicates electronically with students shall observe the following:
● The employee is prohibited from knowingly communicating with students using any form of electronic
communications, including mobile and web applications, that are not provided or accessible by the district
unless a specific exception is noted below.
● Only a teacher, trainer, or other employee who has an extracurricular duty may use text messaging, and then
15
only to communicate with students who participate in the extracurricular activity over which the employee
has responsibility. An employee who communicates with a student using text messaging shall comply with the
following protocol:
○ The employee shall include at least one of the student’s parents or guardians as a recipient on each
text message to the student so that the student and parent receive the same message;
○ The employee shall include his or her immediate supervisor as a recipient on each text message to the
student so that the student and supervisor receive the same message; or
○ For each text message addressed to one or more students, the employee shall send a copy of the text
message to the employee’s district email address.
● The employee shall limit communications to matters within the scope of the employee’s professional
responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests; for an
employee with an extracurricular duty, matters relating to the extracurricular activity).
● The employee is prohibited from knowingly communicating with students through a personal social network
page; the employee must create a separate social network page (“professional page”) for the purpose of
communicating with students. The employee must enable administration and parents to access the employee’s
professional page.
● The employee shall not communicate directly with any student between the hours of 10:00 p.m. and 6:00 a.m.
An employee may, however, make public posts to a social network site, blog, or similar application at any
time.
● The employee does not have a right to privacy with respect to communications with students and parents.
● The employee continues to be subject to applicable state and federal laws, local policies, administrative
regulations, and the Texas Educators’ Code of Ethics including:
○ Compliance with the Public Information Act and the Family Educational Rights and Privacy Act
(FERPA), including retention and confidentiality of student records.
○ Copyright law
○ Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student.
● Upon request from administration, an employee will provide the phone number(s), social network site(s), or
other information regarding the method(s) of electronic media the employee uses to communicate with one or
more currently-enrolled students.
● Upon written request from a parent or student, the employee shall discontinue communicating with the
student through email, text messaging, instant messaging, or any other form of one-to-one communication.
● An employee may request an exception from one or more of the limitations above by submitting a written
request to his or her immediate supervisor.
● All staff are required to use school email accounts for all electronic communications with parents.
Communication about school issues through personal email accounts or text messages are not allowed as they
cannot be preserved in accordance with the district’s record retention policy.
● An employee shall notify his or supervisor in writing within one business day if a student engages in an
improper electronic communication with the employee. The employee should describe the form and content
of the electronic communication.
VIRTUAL/DISTANCE LEARNING
STET/HMPS may provide virtual/distance learning only upon necessity and as approved by TEA and state
regulations set forth at such time. This platform will be conducted either from a classroom or a location other than
the school building, as approved by the Superintendent. In providing this type of instruction, educators and other
staff will be using various methods of technology to ensure students are receiving adequate lessons and education.
All staff conducting virtual/distance learning or in-class instruction will be expected to abide by the Electronic
16
Communications Between Employees, Students, and Parents policy.
I understand that my computer use is not private and that the District may monitor my activity on the
computer system.
I have read the District's electronic communications system policy and administrative regulations and agree to abide
by their provisions. Failure to do so can result in suspension of access or termination of privileges and may lead to
disciplinary and legal action.
In consideration for the privilege of using the District's electronic communications system and in consideration for
having access to the public networks, I hereby release the District, its operators, and any institutions with which they
are affiliated from any and all claims and damages of any nature arising from my use of, or inability to use, the
system, including, without limitation, the type of damages identified in the District's policy and administrative
regulations.
Name (print)
Employee Signature
Date
17
EMPLOYEE AGREEMENT FOR ASSIGNMENT AND USE OF SCHOOL DISTRICT PROPERTY
Any and all school district property assigned is for the sole use of district related educational and administrative
purposes. Property may include but not limited to desktop computers, laptops, printers, cell phones, USBs, keys,
uniforms, district vehicles, buildings, furnishings, equipment, tools, supplies, etc. All employees issued school
district property will be expected to sign out for such property and are expected to keep property in good working
condition as you will be held financially responsible for any lost or damaged property.
If approved and issued a district vehicle by central administration, the district vehicle will be used for school related
functions/activities only and must remain on school premises when not in use for school related functions/activities.
When issued a district vehicle, the employee must 1) Not use the district vehicle for personal errands, trips, functions,
unauthorized stops, etc. 2) Keep all doors locked when the vehicle is unattended. 3) No unauthorized passengers or
merchandise are allowed to be transported.
Upon termination of employment whether voluntary or involuntary; all school district property must be returned
within 10 days from the last date of employment. Failure to return such property may be considered theft of school
district property and reported to the appropriate local authorities. In addition, an employee may be subject to payroll
deduction of the cost of unreturned assigned school district property.
I have read the District's assignment of school district property. I acknowledge that failure to return any assigned
school district property may result in payroll deduction of the cost of the assigned school district property or may
be considered theft of school district property and reported to the appropriate local authorities.
Name (print)
Signature
Date
18
SEARCHES ACKNOWLEDGMENT
STET/HMPS reserves the right to conduct searches to monitor compliance with rules concerning safety of employees,
security of company and individual property, drugs and alcohol, and possession of other prohibited items. “Prohibited
items” include illegal drugs, alcoholic beverages, prescription drugs or medications not used or possessed in
compliance with a current valid prescription, weapons, any items of an obscene, harassing, demeaning, or violent
nature, and any property in the possession or control of an employee who does not have authorization from the owner
of such property to possess or control the property. “Control” means knowing where a particular item is, having
placed an item where it is currently located, or having any influence over its continued placement. In addition to
STET/HMPS’ premises, STET/HMPS may search employees, their work areas, lockers, and personal vehicles if
driven or parked on company property, and other personal items such as bags, purses, briefcases, backpacks, lunch
boxes, and other containers. In requesting a search, STET/HMPS is by no means accusing anyone of theft, some other
crime, or any other variety of improper conduct.
There is no general or specific expectation of privacy in STET/HMPS’ workplace, either on school premises, or while
on duty. In general, employees should assume that what they do while on duty or on school premises is not private.
All employees and all of the areas listed above are subject to search at any time; if an employee uses a locker or other
storage area at work, including a locking desk drawer or locking cabinet, STET/HMPS will either furnish the lock and
keep a copy of the key or combination, or else allow the employee to furnish a personal lock, but the employee must
give STET/HMPS a copy of the key or combination. The areas in question may be searched at any time, with or
without the employee being present. As a general rule, with the exception of items relating to personal hygiene or
health, no employee should ever bring anything to work or store anything at work that he/she would not be prepared
to show and possibly turn over to STET/HMPS officials and/or law enforcement authorities.
All employees of STET/HMPS are subject to this policy. However, any given search may be restricted to one or more
specific individuals, depending upon the situation. Searches may be done on a random basis or based upon reasonable
suspicion. “Reasonable suspicion” means circumstances suggesting to a reasonable person that there is a possibility
that one or more individuals may be in possession of a prohibited item as defined above. Any search under this policy
will be done in a manner protecting employee privacy, confidentiality, and personal dignity to the greatest extent
possible. STET/HMPS will respond severely to any unauthorized release of information concerning individual
employees.
No employee will ever be physically forced to submit to a search. However, an employee who refuses to submit to a
search request by STET/HMPS will face disciplinary action, up to and possibly including immediate termination.
In accordance with STET/HMPS policy regarding searches, I understand that all desks, storage areas, lockers, and all
vehicles owned, financed, or leased by STET/HMPS or used by it to transport employees, goods, and/or products are
subject to search at any time without my knowledge, presence, or permission. With the exception of my personal
vehicle, I understand I am prohibited from locking or otherwise securing any such desk, storage area, locker, or
vehicle with any lock or locking device not supplied or approved by STET/HMPS. If I use my own lock on any such
item, I agree to give my supervisor a copy of the key or combination to the lock so that STET/HMPS may open the
lock at any time that it may deem such action necessary. In the event that a search of my personal vehicle becomes
necessary, I agree to allow personnel designated by STET/HMPS to conduct such a search at any time STET/HMPS
may direct during my duty shift.
I further understand that in order to promote the safety of employees and visitors of STET/HMPS, as well as the
security of the facilities and residents of the facilities where STET/HMPS is located, STET/HMPS may conduct video
surveillance of any portion of its premises and operations at any time, the only exception being private areas of
restrooms, showers, and dressing rooms, and that video cameras will be positioned in appropriate places within and
around the facilities and used in order to help promote the safety and security of people and property. I hereby give my
consent to such video surveillance at any time STET/HMPS may choose.
I hereby release STET/HMPS from all liability, including liability for negligence, associated with the enforcement of
these policies and/or any searches or surveillance undertaken pursuant to these policies.
19
_________________________________________ ___________________________________
Signature of Applicant/Employee Date
_________________________________________
Employee’s Printed Name
___________________________________________ __________________________________
District Representative Date
20
WAGE DEDUCTION AUTHORIZATION AGREEMENT
I understand and agree that my employer, STET/HMPS, may deduct money from my pay from time to time for
reasons that fall into the following categories:
1. My share of the premiums for STET/HMPS’ group medical/supplemental plans;

2. Any contributions I may make into a retirement or pension plan sponsored, controlled, or managed by
STET/HMPS;
3. If I receive an overpayment of wages for any reason, repayment to STET/HMPS of such overpayments (the
deduction for such a repayment will equal the entire amount of the overpayment, unless STET/HMPS and I
agree in writing to a series of smaller deductions in specified amounts);
4. The cost of personal long-distance calls I may make on STET/HMPS-owned phones or on its accounts, of
personal faxes sent by me using STET/HMPS-owned equipment or its accounts, or of non-work related access
to the Internet or other computer networks by me using STET/HMPS-owned equipment or its accounts;
5. The cost of repairing or replacing any of STET/HMPS’ supplies, materials, equipment, money, or other
property that I may damage (other than normal wear and tear), lose, fail to return, or take without appropriate
authorization from STET/HMPS during my employment (except in the case of misappropriation of money by
me, I understand that no such deduction will take my pay below minimum wage, or if I am a salaried exempt
employee, reduce my salary below the federal FLSA minimum salary-basis amount);
6. The cost of any uniforms required in my employment with STET/HMPS that have been lost, damaged or not
returned.;
7. Administrative fees in connection with court-ordered garnishments or legally-required wage attachments of
my pay, limited in extent to the amount or amounts allowed under applicable laws;
8. Deductions necessary to repay my Alternative Certification Program (ACP) or substitute program;
9. The value of any time off for absences to which paid leave is not applied (non-exempt salaried employees will
have all such unpaid leave deducted from their salary, while exempt salaried employees will experience salary
reductions only in units of a full day or week at a time, depending upon the exact nature of the absence, unless
partial-day deductions are specifically allowed under federal law); and
10. If STET/HMPS pays any insurance premiums or retirement system contributions (“payments”) on my behalf
that I would normally make under any applicable benefit plan offered by STET/HMPS during my
employment, the amount of such payments made by STET/HMPS, such payments being an advance of future
wages payable to me.
I agree that STET/HMPS may deduct money from my pay under the above circumstances, or if any of the above
situations occur. I further understand that STET/HMPS has stated its intention to abide by all applicable federal and
Texas wage and hour laws, and that if I believe that any such law has not been followed, I have the right to file a wage
claim with appropriate Texas and federal agencies.
___________________________________________ ___________________________________
Signature of Applicant/Employee Date
_________________________________________
Employee’s Printed Name
___________________________________________ __________________________________
District Representative Date
21
FRATERNIZATION POLICY
STET/HMPS defines the following:
Director, Supervisor or Manager – Director, supervisor or manager are used synonymously and mean principal,
assistant principal, supervisor, manager, superior, administrator, department head, coordinator, director, executive, or
any person who has authority over another person or evaluates any other person. Director, supervisor or manager
shall include any person who has the authority and/or responsibility to hire, promote discipline, evaluate, assign or
direct faculty, staff or employees of STET/HMPS.
Employee – Any person employed by STET/HMPS in any capacity, whether faculty or staff, full or part-time.
Fraternization – Fraternization is not a concept susceptible to precise and narrow definition. Depending on the
circumstances, fraternization may span the entire spectrum of amicable human social interaction, ranging from a
passing greeting on the street to intimate sexual activity.
Personal Relationship – The term “personal relationship,” as used in this Policy, is defined as two (2) employees
getting engaged or married, becoming domestic partners, dating, or entering into a romantic or sexual relationship or
affair with each other; it is a strong, deep, or close association between two people that may range in duration from
brief to enduring. This association may be based on inference, love, solidarity, regular business interactions, or some
other type of social commitment. The prohibited relationships, which apply to both opposite-gender and same-gender
relationships include, as an example but not limited to:
-Ongoing business relationships.
-Dating, shared living accommodations other than those directed by operational requirements, and intimate or
sexual relationships.
General Rule – HMPS encourages employees to develop positive work relationships and share a spirit of teamwork
and camaraderie both in the workplace and outside of work. In instituting this dating or fraternization policy, it is not
HMPS’ goal to interfere with the development of positive work relationships. It is the goal to help eliminate a
negative impact on work. HMPS strongly discourages romantic, personal relationships between coworkers who work
in the same department. Even relationships between non-managerial employees can cause friction in the workplace
and real, imagined or possible claims of favoritism or sexual harassment. All employees will be held to the standards
of the nondiscrimination, sexual harassment and Title IX policies at all times.
Managerial Fraternization - Dating, romantic involvement, sexual relations, undue familiarity, and close family
relationships among employees with a subordinate are prohibited as the relationship can create a conflict of interest or
create the appearance of a conflict of interest or would otherwise potentially inhibit the ability of any employee to
perform his or her duties in an effective or efficient manner.
Furthermore, anyone employed in a managerial or supervisory role needs to heed the fact that personal relationships
with employees who report to him or her may be perceived as favoritism, misuse of authority, or sexual harassment;
and accordingly, managers and supervisors may not date any employee whom he or she manages or (actually or
potentially) evaluates. Any fraternization with any employee who reports to a director or whose terms and conditions
of employment such as pay raises, promotions, and advancement are potentially affected by the director is prohibited.
If such a relationship exists, both the involved supervisor and involved employee shall report such relationship to
which the supervisor reports to or to Human Resources.
Fraternization Among Non-Managerial Employees or Between Two Managers – Friendships and social contacts
between employees are not a matter of concern as long as they are consistent with the following guidelines.
If two employees with no non-managerial status or two employees in supervisory positions are involved in a
relationship that causes disruption to the workplace, they may be subject to remedial action including reassignment of
duties and responsibilities, limiting of job functions and/or access to confidential information, but also possible
22
disciplinary action, up to and including termination.
Married employees may not work in the same department without authorization from the Superintendent. The
Superintendent may allow a married couple to work in the same department under his/her discretion when it is
determined that it is in the best interest of STET/HMPS. The Superintendent’s decision is not appealable.
Enforcement – If STET/HMPS finds any validity to claims of sexual harassment or favoritism, or if dissension in the
workplace is created, STET/HMPS will take any action deemed necessary, up to transfer or termination. Any
relationship that interferes with the district’s culture of teamwork, harmonious work environment, or the productivity
of employees will be addressed by applying our disciplinary policy. Adverse workplace behavior or behavior that
affects the workplace that arises because of personal relationships will not be tolerated. Overall, directors, supervisors
or any employee who disregards this policy will receive disciplinary actions up to and including termination of
employment. Any employee who becomes aware of a relationship prohibited by this policy should report such to the
Human Resources Department.
STET/HMPS recognizes that employees may have different definitions and understanding about what constitutes as a
close relationship, a friendship or romantic involvement. Consequently, if you have questions or need further
clarification, contact the Human Resources Department as the goal is to implement consistent and fair policies to
encourage a conducive and productive work environment.
I hereby acknowledge that I have read, understand and agree to abide by the above policy.
Name (print)
Signature
Date
23
INTRODUCTION
The purpose of this handbook is to provide information that will help with questions and pave the way for a successful
year. Not all district policies and procedures are included. Suggestions for additions and improvements to this
handbook are welcome and may be emailed to the Human Resources Department.
This handbook is neither a contract nor is it intended to alter the at-will status of non-contract employees in any way.
Rather, it is a guide and a brief explanation of district policies and procedures related to employment. Each employee
is expected to read this Handbook carefully and know and abide by the polices outlined herein as revised over time,
throughout their employment. These policies and procedures can change at any time. The changes shall supersede
any handbook provisions that are not compatible with the change. For more information, employees may refer to the
policy codes that are associated with the handbook topics, confer with their principal or call the Human Resources
Department.
In compliance with H.B. No. 912, the South Texas Educational Technologies, Inc. (STET) offers all STET School
Board Policies online at www.hmps.net.
At each school in the district, the board shall make a copy of the board's employment policies available for
inspectional at a reasonable time on request.
A copy of the board's employment policies will be provided upon request.
VISION STATEMENT
TOMORROW'S EDUCATION TODAY
•!• Mission Possible, Everybody Can Learn

•!• School, Homes and Community Working Together
•!• Education Through Space-Age Technology
South Texas Educational Technologies, Inc./HMPS maximizes the education potential and the experience of
continuous learning by every student within the school and community environment. It includes instruction in all
forms of human potential: aesthetic, ethical, intellectual, physical and technological. With this concept of education in
mind, STET/HMPS assumes the responsibility for providing a well-organized, flexible and varied program of
classroom and out-of-classroom activities. Since students differ in interests, attitude and abilities, parents have
various aspirations for their children; the learning process needs to allow for the personal growth of individuals and
families.
Our schools empower students to become competent, confident, productive, and responsible young adults who will
possess the competencies, skills and attitude to succeed in an educational environment and in life as a member of the
workforce for the twenty-first century.
MISSION STATEMENT
The mission of South Texas Educational Technologies, Inc./HMPS is to provide the highest quality education possible
to all students. To the full extent of their individual abilities, students will be provided the opportunity to develop the
capability to think logically, independently, and creatively, and to communicate effectively. The district will promote
the worth and dignity of each individual child to prepare each child to become a productive and responsible member
of society.
24
GOALS AND OBJECTIVES
The TEAM of STET/HMPS, Board Members, administrators, teachers, staff and parents, in partnership with
community and public educational agencies, is committed to provide the resources and opportunities for all students
to achieve educational excellence.
District goals and objectives are as follows:

1. Professional development - learning opportunities for all employees.
2. Technology - current in all technological changes, advances, and applications.
3. Academic excellence - focus on comprehension, critical thinking, application, and problem solving.
4. Communication- clear, concise, and accurate exchange of information, and understanding and
implementation of policy.
5. Parental involvement- participation of parents as partners in the education of their children.
6. Learning environment- safe, efficient, state-of-the-art facilities and resources.
Public Education Mission, Goals, and Objectives

The mission of the Texas public education system is to ensure that all Texas children have access to a quality
education that enables them to achieve their full potential and fully participate now and in the future in the social,
economic, and educational opportunities in our state and nation. That mission is grounded on the conviction that a
general diffusion of knowledge is essential for the welfare of Texas and for the preservation of the liberties and rights
of Texas citizens. It is further grounded on the conviction that a successful public education system is directly related
to a strong, dedicated, and supportive family and that parental involvement in the school is essential for the maximum
educational achievement of a child. The objectives of public education are:
OBJECTIVE 1: Parents will be full partners with educators in the education of their children.
OBJECTIVE 2: Students will be encouraged and challenged to meet their full educational potential.
OBJECTIVE 3: Through enhanced dropout prevention efforts, all students will remain in school until they
obtain a diploma.
OBJECTIVE 4: A well-balanced and appropriate curriculum will be provided to all students.
OBJECTIVE 5: Educators will prepare students to be thoughtful, active citizens who have an appreciation for
the basic values of our state and national heritage and who can understand and productively
function in a free enterprise society.
OBJECTIVE 6: Qualified and highly effective personnel will be recruited, developed, and retained.
OBJECTIVE 7: Texas students will demonstrate exemplary performance in comparison to national and
international standards.
OBJECTIVE 8: School campuses will maintain a safe and disciplined environment conducive to student
learning.
OBJECTIVE 9: Educators will keep abreast of the development of creative and innovative techniques in
instruction and administration using those techniques as appropriate to improve student
learning.
OBJECTIVE 10: Technology will be implemented and used to increase the effectiveness of student learning,
instructional management, staff development, and administration.
The academic goals of public education are to serve as a foundation for a well-balanced and appropriate education.
The students in the public education system will demonstrate exemplary performance in:
25
GOAL 1: The reading and writing of the English language.
GOAL 2: The understanding of mathematics.
GOAL 3: The understanding of science.
GOAL 4: The understanding of social studies.
Education code 4001, 4002
Instructional Goals and Objectives

The District shall endeavor to maintain an educational program that will help each student to develop personal
knowledge, skills, and competence to maximum capacity, and to learn behavior patterns, which will make each
student a responsible member of society. In terms of their individual abilities, all students should achieve:
1. Competence in fundamentals of reading, writing, and arithmetic in the early elementary grades,
accompanied by studies in higher mathematics, science, history, free enterprise system, English, and other
languages in the higher grades. These should be accompanied by a wide variety of optional courses. Skills
in the logical processes of research, analysis, evaluation, and problem solving. Competence and motivation
for continuing self-evaluation, self-instruction, and adaptation to a changing environment. Competence in
reading, communication, and other language art skills according to grade level and individual ability.
2. Knowledge of the fundamental economic structure and processes of the American system, of the
contribution of free enterprise, and of the opportunities for individual participation and success in the
system. Occupational skills needed to enter and advance in the economic system or academic preparation
for acquisition of technical or professional skills through post-high school training. Competence in the
application of economic knowledge to practical economic functions, such as planning and budgeting for the
investment of personal income, calculating tax obligations, financing major purchases, and obtaining
desirable employment.
3. Knowledge about the United States and Texas systems of government and their political subdivisions.
Competence in judging the merits of comparative political systems and ideologies with emphasis on
democratic institutions, the American heritage, the responsibilities and privileges of citizenship, and the
comparative merits of candidates for political position. Skill for communicating with public officials at
different levels of government. Skill for participating in the processes of public and private political
organizations and in influencing decisions made by such organizations.
4. Knowledge about the requirements of personal hygiene, nutritional consumption, and physical exercise
essential to the maintenance of personal health. Knowledge of the dangers to health from addiction to
harmful substances or consumption of harmful materials. Skill in sports and other forms of recreation,
which will permit life-long enjoyment of physical exercise. Competence in recognizing and preventing
environmental, ecological, and health problems. Knowledge and experiences to provide information and
develop skills and values needed to perform daily activities in a safe manner free from injury or other
losses.
5. Knowledge of the arts, music, literature, drama, and other aesthetic expressions of various cultures.
Competence in the critical evaluation and appreciation of diverse cultures.
6. Knowledge of basic psychological, sociological, and cultural factors affecting human behavior. Skills in
interpersonal and group relations and information of ethical and moral standards of behavior. Competence
for adjusting to changes in personal status and social patterns. Skills for coping with stress and pressure.
Development of a self-image that builds self-concepts of a positive nature.
7. Competence and skill in creative and responsible use of leisure time.

26
State Board of Education Policy 3101.1, as amended.
Montessori Goals
1. Respect the uniqueness of each person.
2. Preserve and nurture the innate capacity of students so they can reach their full potential as contributing
world citizens.
3. Offer individually paced academic instruction and activities.
4. Provide curricula for concept development and skill acquisitions in prepared classrooms.
5. Focus on learning-by-doing.
6. Engage students in purposeful and collaborative learning.
7. Ensure students use inner discipline, concentration, and task completion for lifelong critical thinking and
discovery.
8. Work in concert with students and their families.
27
2023-2024
DIVISION OF STET
CHARTER HOLDER BOARD
Chairman Alim U. Ansari
Vice -Chair Hassan Ahmad, Ph. D.
Secretary James O. Hayes, CPA
Member Randall L. Summers
Member Aurora Saenz
Member Thomas Herman
Member Hitesh K. Chugani
28
CENTRAL OFFICE DIRECTORY
Superintendent of Schools Dr. Andre Credit
Chief Financial Officer James O. Hayes, CPA
Assistant Superintendent Yolanda Cantu
Human Resources Coordinator Jenilee Farias
PEIMS Coordinator Tammy Garza
Business Manager Yasin Ansari
Child Nutrition Program Manager Jackie Flores
Federal & Administrative Coordinator Jessica Hernandez
Special Ed. Coordinator/Diagnostician Onesimo Niño
Bilingual Coordinator Emmy Diaz
ELA/District Testing Coordinator Belinda Vega
Math/Science Coordinator Ana Castillo
Accountant Alberto Lozano
Payroll and Benefits Coordinator Tiffin Brinkman
Accounts Payable Clerk Perla Garcia
Human Resources Clerk Belinda Mendoza
District PEIMS Clerk Selma Rocha
Child Nutrition Clerk San Juanita Lugo
Speech Language Pathologist Assistant Rachel Rodriguez
Receptionist Lizette Gonzalez
District Construction Supervisor Ismael Briones
Maintenance Argelio Mendiola, Jose Ramos, Marcos Lopez
Organic Farmer Michael Palladini
Gardener Eliseo Ramirez Herrera
Custodian Maria Briones
29
DIRECTORY AND ADMINISTRATORS
STET/HMPS CENTRAL OFFICE Dr. Andre Credit, Superintendent

2402 E. Business 83 Weslaco, TX 78596 Yolanda Cantu, Assistant Superintendent
(956) 969-3092 (Office)
(956) 969-8614 (Fax)
Horizon Montessori I Patricia Masso, Principal

320 N. Main St. McAllen, TX 78501 Aliza Guerra, Assistant Principal
(956) 631-0234
(956) 668-1404 (Fax)
Horizon Montessori II Genesis Montalvo, Principal

1222 W. Sugarcane Drive Enedina Sanchez, Assistant Principal
Weslaco, TX 78596
(956) 969-0044 (Elem.)
(956) 969-3500 (M.S.)
(956) 969-0065 (Fax)
Horizon Montessori III TBA, Principal

2802 S. 77 Sunshine Strip
Harlingen, TX 78550
(956) 423-8200
(956) 423-8207 (Fax)
Horizon Montessori IV (Pearland) Lindsey Polk, Principal

2319 N Grand Blvd
Pearland, Texas 77581
(832) 930-3328
Title IX Coordinator ADA/Section 504 Coordinator

Jenilee Farias Onesimo Niño
Human Resources Coordinator Special Ed. Coordinator/Diagnostician
2402 E. Business 83 2402 E. Business 83
Weslaco, Texas 78596 Weslaco, Texas 78596
(956) 969-3092 (956) 969-3092
30
EMPLOYMENT
Equal Employment Opportunity
In its efforts to promote nondiscrimination and as required by law, STET/HMPS does not discriminate against
any employee or applicant for employment because of race, color, gender, religion, sex, age, national origin,
disability, military status, pregnancy, genetic information, or on any other basis prohibited by law.
Additionally, STET/HMPS does not discriminate against an employee or applicant who acts to oppose such
discrimination or participates in the investigation of a complaint related to a discriminatory employment
practice. Employment decisions will be made on the basis of each applicant's job qualifications, experience,
and abilities.
Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national
origin, age, or military status should contact the Human Resources Department and/or the Superintendent.
Employees with questions or concerns about discrimination on the basis of a disability should also contact the
In accordance with Title IX, STET/HMPS does not discriminate on the basis of sex and is prohibited from
discriminating on the basis of sex in its educational programs or activities. The prohibition against
discrimination extends to employment. Inquiries about the application of Title IX may be referred to the
district’s Title IX Coordinator.
The district designates and authorizes the following employee as the Title IX Coordinator for employees to
address concerns or inquiries regarding discrimination based on sex, including sexual harassment: Jenilee
Farias, 2402 E. Business 83, Weslaco, Texas 78596, email: [email protected] or at Central Office phone
number (956) 969-3092. Reports can be made at any time and by any person by mail, email, or phone. During
district business hours, reports may be made in person.
The district designates and authorizes the following employee as the ADA/Section 504 Coordinator for
employees for concerns regarding discrimination on the basis of a disability: Onesimo Niño, Special Education
Coordinator/Diagnostician at (956) 969-3092 or at [email protected].
Nondiscrimination Based on Religion

STET/HMPS does not discriminate on the basis of any aspect of religious observance, practice, or belief unless
the school demonstrates that it is unable to reasonably accommodate the religious observance or practice of an
employee or applicant without undue hardship to the district’s business.
Nondiscrimination Based on Military Service

STET/HMPS will not deny initial employment, reemployment, retention in employment promotion, or any
benefits of employment on the basis of membership in a uniformed service, performance in a uniformed
service, application for uniformed service, or obligation to a uniformed service.
STET/HMPS will not take adverse employment action or discriminate against any person who takes action to
enforce protections afforded by the Uniformed Services Employment and Reemployment Rights Act of 1994
(“USERRA”).
31
American with Disabilities Act (ADA)
STET/HMPS is committed to complying fully with the ADA, as amended, and ensuring equal opportunity in
employment for qualified persons with disabilities (which includes life-threatening illnesses and HIV and
AIDS). All employment practices and activities are conducted on a non-discriminatory basis.
Hiring procedures have been reviewed and provide persons with disabilities meaningful employment
opportunities. Pre-employment inquiries are made only regarding an applicant’s ability to perform the duties of
the position.
Reasonable accommodation is available to all qualifying disabled employees, where their disability affects the
performance of job functions, in accordance with the ADA. The Human Resources Department will coordinate
with the employee to request required medical documentation to assess accommodation(s) and to ensure such
accommodations can be made without undue hardship to the district..
Qualified individuals with disabilities shall not be discriminated against on the basis of disability in regards to
recruitment, advertising, job application procedures, hiring, upgrading, promotion, demotion, transfer, layoff,
termination, right of return from layoff, rehiring, rates of pay, or any other form of compensation and changes
in compensation, benefits, job assignments, job classifications, organizational structures, position descriptions,
lines of progression, seniority lists, leaves of absence, sick leave, any other leave, fringe benefits available by
virtue of employment, selection and financial support for training, school-sponsored activities, including social
and recreational programs, and any other term, condition, or privilege of employment.
STET/HMPS does not discriminate against qualified employees or applicants because they are related to or
associated with a person with a disability.
Nondiscrimination Based on Genetic Information (GINA)

STET/HMPS will not deny initial employment, reemployment, retention in employment promotion, or any
benefits of employment on the basis of genetic information, including information about an individual’s genetic
tests and the genetic tests of an individual’s family members, as well as information about the manifestation of
a disease or disorder in an individual’s family members.
Job Vacancies
Job vacancies are posted on our website at www.hmps.net. Vacancies will also be posted on Region One for
vacancies in the Rio Grande Valley and on Region Four for our Pearland positions. STET/HMPS will also use
other employment recruitment platforms as deemed necessary.
Employment After Retirement

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed under
certain circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and
state law. Detailed information about employment after retirement is available in the TRS publication
Employment after Retirement. Employees can contact TRS for additional information by calling 800-223-8778
or 512-542-6400. Information is also available on the TRS Website (www.trs.texas.gov). Individuals who are
rehired after retirement will be subject to completing HMPS rehire forms.
32
Personnel Records and Requirements
STET/HMPS maintains a personnel file on each employee. The file includes the employee’s job application,
resume, records of training, documentation of performance appraisals and salary increase information (if
applicable), and other employment records.
Most district records, including personnel records, are public information and must be released upon request.
Employees may choose to have the following personal information withheld as per Texas Government Code
Section 552.024 (Public Access Information Act).
- Address
- Phone number, including personal cell phone number
- Emergency contact information
- Information that reveals whether they have family members
The choice to not allow public access to this information may be done upon hire. To change an existing
choice, an employee may submit a written request to the Human Resources Department. New or terminated
employees have 14 days after hire or termination to submit a request. Otherwise, personal information can be
released to the public until a request to withhold the information is submitted or another exception for release
of information under law applies. An employee is responsible for notifying the district if he or she is subject to
any exception for disclosure of personal or confidential information.
Upon hire, official transcripts will be required from each college or university. In order for transcripts to be
official, it must come directly from the college/university to STET/HMPS or issued to a student in a sealed
envelope. The envelope must remain unopened otherwise it will invalidate the official transcript. If submitting
a transcript for Masters stipend purposes, the transcript will be reviewed for eligibility criteria and individuals
may be prorated for stipend amount depending when the official transcript was submitted to HR.
Any misstatement, falsification, or omission of information on employment applications, resumes,

transcripts, or on any other forms, requested or not, will be grounds for refusal to hire or if hired,
termination, regardless of the time elapsed before discovery.
Searches and Alcohol and Drug Testing

STET/HMPS reserves the right to conduct searches to monitor compliance with rules concerning safety of
employees, security of company and individual property, drugs and alcohol, and possession of other prohibited
items. “Prohibited items” include illegal drugs, alcoholic beverages, prescription drugs or medications not used
or possessed in compliance with a current valid prescription, weapons, any items of an obscene, harassing,
demeaning, or violent nature, and any property in the possession or control of an employee who does not have
authorization from the owner of such property to possess or control the property. STET/HMPS also reserves
the right to conduct investigatory searches that may include drug and alcohol testing if the suspected violation
relates to drug or alcohol use. “Control” means knowing where a particular item is, having placed an item
where it is currently located, or having any influence over its continued placement. In addition to the school’s
premises, STET/HMPS may search employees, their work areas, lockers, personal vehicles (if driven or parked
on school property), and other personal items such as bags, purses, briefcases, backpacks, lunch boxes, and
other containers. In requesting a search, STET/HMPS is by no means accusing anyone of theft, some other
crime, or any other variety of improper conduct.
There is no general or specific expectation of privacy in the school workplace, either on school or elsewhere
while on duty. In general, employees should assume that what they do while on duty or on school premises is
not private. All employees and all of the areas listed above are subject to search at any time; if an employee
33
uses a locker or other storage area at work, including a locking desk drawer or locking cabinet, STET/HMPS
will either furnish the lock and keep a copy of the key or combination, or else allow the employee to furnish a
personal lock, but the employee must give the school a copy of the key or combination. The areas in question
may be searched at any time, with or without the employee being present. As a general rule, with the exception
of items relating to personal hygiene or health, no employee should ever bring anything to work or store
anything at work that he or she would not be prepared to show and possibly turn over to school officials and/or
law enforcement authorities.
All STET/HMPS employees are subject to this policy. However, any given search may be restricted to one or
more specific individuals, depending upon the situation. Searches may be done on a random basis or based
upon reasonable suspicion. “Reasonable suspicion” means circumstances suggesting to a reasonable person that
there is a possibility that one or more individuals may be in possession of a prohibited item as defined above.
Any search under this policy will be done in a manner protecting employee privacy, confidentiality, and
personal dignity to the greatest extent possible. STET/HMPS will respond severely to any unauthorized release
of information concerning individual employees.
No employee will ever be physically forced to submit to a search. However, an employee who refuses to
submit to a search request by the school will face disciplinary action, up to and possibly including immediate
termination.
Workplace Violence Prevention

STET/HMPS is committed to preventing workplace violence and to maintaining a safe work environment.
Given the increasing violence in society in general, STET/HMPS has adopted the following guidelines to deal
with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or
on school property.
All employees, including supervisors and temporary employees, should be treated with courtesy and respect at
all times. Employees are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous
to others. Firearms, weapons, and other dangerous or hazardous devices or substances are at all times
prohibited without proper authorization.
Conduct that threatens, intimidates, or coerces another employee, student, or member of the public at any time,
including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment.
All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your
immediate supervisor or any other member of management. This includes threats by employees, students,
vendors, solicitors, or other members of the public. When reporting a threat of violence, please be specific and
as detailed as possible.
All suspicious individuals or activities should be reported as soon as possible to a supervisor. Do not attempt to
interfere in a disturbance unless it is reasonably safe to do so.
STET/HMPS will promptly and thoroughly investigate all reports or threats of violence and suspicious
individuals or activities. The identity of the individual making a report will be protected as much as is practical.
34
In order to maintain workplace safety, and the integrity of its investigation, STET/HMPS may suspend
employees, either with or without pay, pending investigation. Anyone determined to be responsible for threats
of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt
disciplinary action up to and including termination of employment.
Health Safety Training

Certain employees who are involved in physical activities for students must maintain and submit to the district
proof of current certification or training in first aid, cardiopulmonary resuscitation (CPR), the use of an
automated external defibrillator (AED), concussion, and extracurricular athletic activity safety. Certification or
documentation of training must be issued by the American Red Cross, the American Heart Association, or
another organization that provides equivalent training and certification. Employees subject to this requirement
must submit their certification or documentation to the Human Resources department by the beginning of the
academic year. The district reserves the right to assign employees who need this certification.
Workload and Work Schedules

Professional employees
Professional and administrative employees regardless of certification, are employed at will and not by contract.
Employment is not for any specified term and may be terminated at any time by either the employee or the
district.
Professional and administrative employees are exempt from overtime pay and are employed on a 10-12 month
basis, according to the work schedules set by the district. A school calendar is adopted each year designating
the work schedule for teachers and all school holidays. Notice of work schedules including required days of
service and scheduled holidays will be distributed each school year.
Classroom teachers will have planning periods for instructional preparation, including conferences. The
schedule of planning periods is set at the campus level but must provide at least 450 minutes within each
two-week period in blocks not less than 45 minutes within the instructional day. Teachers and librarians are
entitled to a duty-free lunch period of at least 30 minutes. Paraprofessionals will supervise students during
these lunch periods. The district may require teachers to supervise students during lunch one day a week when
no other personnel are available and during state assessment dates. Please note, modifications and changes can
be made due to special circumstances such as pandemics, natural disasters, etc.
Paraprofessional and auxiliary employees

Paraprofessional and auxiliary employees regardless of certification, are employed at will and not by contract.
Employment is not for any specified term and may be terminated at any time by either the employee or the
district.
Support employees will be notified of the required duty days, holidays, and hours of work for their position on
an annual basis. Paraprofessional and auxiliary employees must be compensated for overtime and are not
authorized to work in excess of their assigned schedule without signed approval from their principal/supervisor
and central administration and must complete the proper forms for approval.
Certification and Licenses

Professional employees whose positions require State Board of Educator Certification (SBEC) certification or
35
professional license are responsible for taking actions to ensure their credentials do not lapse. An employee
may be demoted or terminated if the individual does not hold a valid certificate or fails to fulfill the
requirements necessary to extend a temporary certificate, emergency certificate, probationary certificate, or
permit within the given deadline provided by the district or Alternative Certification Program (ACP).
Professional employees are also required to obtain Bilingual Education Supplemental or English as a Second
Language Supplemental certifications depending on their assignment within the academic year. If such
requirement is not met, the individual's employment status may be affected. An individual’s employment may
also be affected if SBEC suspends or revokes certification because of an individual’s failure to comply with
criminal history background checks. Contact the Human Resources Department if you have any questions
regarding certification or licensure requirements.
Notification of Parents Regarding Qualifications

In schools receiving Title I funds, the district is also required by the Every Student Succeeds Act (ESSA) to
notify parents at the beginning of each school year that they may request information regarding the professional
qualifications of their child's teacher. ESSA also requires that parents be notified if their child has been
assigned or taught for four or more consecutive weeks by a teacher who does not meet applicable state
certification or licensure requirements.
Texas law requires that parents be notified if their child is assigned for more than 30 consecutive instructional
days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental
notice under ESSA is sent. Inappropriately certified or uncertified teachers include individuals on an
emergency permit (including individuals waiting to take a certification exam) and individuals who do not hold
any certificate or permit. Information relating to teacher certification will be made available to the public upon
request. Employees who have questions about their certification status can contact the Human Resources
Department.
Scope and Sequence

If a teacher determines that students need more or less time in a specific area to demonstrate proficiency in the
Texas Essential Knowledge and Skills (TEKS) for that subject and grade level, the district will not penalize the
teacher for not following the district’s scope and sequence.
The district may take appropriate action if a teacher does not follow the district’s scope and sequence based on
documented evidence of a deficiency in classroom instruction. This documentation can be obtained through
observation or substantiated and documented third-party information.
Faculty/Staff Meetings
Employees are expected to attend regularly scheduled meetings whenever deemed necessary. Any absence
from a meeting must have prior approval. An absent employee is expected to contact his/her supervisor for
meeting details.
Recertification of Employment Authorization

At the time of hire, all employees must complete the Employment Eligibility Verification Form (Form I-9) and
present documents to verify identity and employment authorization. STET/HMPS is a participant of E-Verify, a
web-based system that allows enrolled employers to confirm the eligibility of newly hired employees to work
in the United States. Employees whose immigration status, employment authorization, or employment
authorization documents have expired must present new documents that show current employment
authorization. Employees should file the necessary application or petition sufficiently in advance to ensure that
they maintain continuous employment authorization or valid employment authorization documents. Contact the
36
Human Resources Department if you have any questions regarding reverification of employment authorization.
Former employees who are rehired must also complete the Employment Eligibility Verification Form if they
have not completed a form with STET/HMPS within a timeframe established by the district (generally three
years after the date of hire or one year after employment is terminated, whichever is later), or if their previous
form is no longer retained or valid.
New Hire Reporting

Federal and state law requires that STET/HMPS provide information about all new or rehired workers to the
Employer New Hire Reporting Operations Center in the Texas Office of the Attorney General.
Performance Evaluation
Evaluation of an employee's job performance is a continuous process that focuses on improvement.
Performance evaluation is based on an employee's assigned job duties and other job-related criteria. All
employees will participate in the evaluation process with their assigned principal/supervisor at least annually.
T-Tess evaluations will be completed for certified teachers and all other employees will be evaluated with the
district’s approved internal rubric evaluations. Reports, correspondence, and memoranda also can be used to
document performance information. All employees will receive a copy of their written evaluation, have a
performance conference with their principal/supervisor, and get the opportunity to respond to the evaluation.
Staff Development
Staff development activities are organized to meet the needs of employees and the district. Staff development
for instructional personnel is predominantly campus-based, and related to achieving campus performance
objectives, addressed in the campus improvement plan, and approved by a campus-level advisory committee.
Staff development for non-instructional personnel is designed to meet specific licensing requirements and
continued employee skill development. Staff will be expected to comply with continued education as per
license and district requirements. Certificates and/or proof of continued education must be submitted to the
principal/supervisor and the Human Resources Department upon completion.
Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and
maintaining appropriate documentation.
As a district initiative, first year teachers or as otherwise designated by Central Administration/Human

Resources will be mandated to attend a New Teacher Academy comprising approximately five staff
development days at the beginning of the academic year as indicated in the work calendar or on designated
Saturdays if hired after the beginning of the academic year. New Teacher Academy may be assigned to a
teacher as deemed necessary or as part of a growth/action plan and approved by principal and central
administration.
Part-Time Employees
Part-time employees are personnel employed on a regular basis for less than one-half time of the normal work
schedules for that position. Part-time employees are not eligible for group insurance coverage or supplemental
insurance and may not participate in the cafeteria plan. Part-time employees are not eligible to be members of
the Texas Retirement System (TRS).
Temporary Employees
Temporary and seasonal employees may be hired in situations where additional staff is required. A temporary
employee is defined as one who assumes duties on a full-time or part-time basis in a position for a temporary
period. Individuals performing these duties will not be eligible for group insurance coverage or supplemental
37
insurance and may not participate in the cafeteria plan. They will not receive state or local leave and are not
eligible to be members of the Texas Teacher Retirement System (TRS). The campus/department needing a
temporary position must submit a Temporary Employee Request form to the Human Resources Department.
Reassignment and Transfers

All personnel are subject to assignment and reassignment by the superintendent or designee when the
superintendent or designee determines that the assignment or reassignment is in the best interest of the district.
Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the
employment contract. Campus reassignments must be approved by the principal at the sending and receiving
campus except when reassignments are due to enrollment shifts or program changes, the superintendent has
final placement authority. Extracurricular or supplemental duty assignments may be reassigned at any time.
Employees who object to a reassignment may follow the district process for employee complaints. An
employee with the required qualifications for a position may request a transfer to another campus or
department. A written transfer form must be completed and signed by the employee and the employee's
principal. A teacher requesting a transfer to another campus before the school year begins must submit their
request during the month of May. Requests for transfer during the school year will be considered only when
the change will not adversely affect students and after a replacement has been found. All transfer requests will
be coordinated by the Human Resources Department and must be approved by the sending principal, receiving
principal and superintendent.
Outside Employment and Tutoring

Employees are required to disclose in writing to the Superintendent any outside employment that may create a
potential conflict of interest with their assigned duties and responsibilities or the best interest of the district.
Employees who wish to accept outside employment or engage in other activities for profit must submit a
written request to their principal/supervisor. Approval for outside employment will be determined by the
Superintendent on a case-by-case basis and based on whether outside employment interferes with the duties of
the regular assignment. Teachers are not allowed to privately tutor their students for pay during the
school year; however, tutoring during the summer months is acceptable.
Employee Involvement
At both the campus and district levels, STET/HMPS offers opportunities for input in matters that affect
employees and influence the instructional effectiveness of the district. As part of the district's planning and
decision-making process, employees are elected to serve on district-or campus-level advisory committees.
Plans and detailed information about the shared decision-making process are available in each campus office or
from the Superintendent.
Breaks for Expression of Breast Milk

STET/HMPS supports the practice of expressing breast milk and makes reasonable accommodations for the
needs of employees who express breast milk. A place, other than a multiple user bathroom, that is shielded
from view and free from intrusion from other employees and the public where the employee can express breast
milk will be provided.
A reasonable amount of break time will be provided when the employee has a need to express milk. For
nonexempt employees, these breaks are unpaid and are not counted as hours worked. Employees should meet
with their supervisor to discuss their needs and arrange break times.
The Providing Urgent Maternal Protections of Nursing Mothers Act (PUMP Act) requires an employee to
notify the district if they believe the district is out of compliance in providing breaks for a nursing mother. The
38
employee must give the district 10 days to come into compliance before making any claim of liability against
the district. An employee with concerns should contact HR Coordinator, Jenilee Farias at 956-969-3092.
Pregnant Workers Fairness Act

The Pregnant Workers Fairness Act (PWFA) provides consideration of accommodations to employees who
have known limitations related to pregnancy, childbirth, or related medical conditions. An employee seeking a
PWFA accommodation should contact HR Coordinator, Jenilee Farias at 956-969-3092.
Safety and Security

The district has developed and promotes a comprehensive program to ensure the safety and security of its
employees, students, and visitors. The safety and security program includes guidelines and procedures for
responding to emergencies and activities to help reduce the frequency of accidents and injuries. Employees
must follow established protocols and response to emergencies for each campus and department.
To prevent or minimize injuries to employees, coworkers, and students, and to protect and conserve district
equipment, employees must comply with the following requirements:
1. Observe all safety rules.

2. Keep work areas clean and orderly at all times.
3. Immediately report all accidents to their principal/supervisor.
4. Only operate equipment or machines for which they have training and authorization.
While driving on district business, employees are required to have a valid drivers’ license and must abide by all
state and local traffic laws. Employees driving on district business are prohibited from texting and using other
electronic devices that require both visual and manual attention while the vehicle is in motion. Employees will
exercise care and sound judgment on whether to use hand-free technology while the vehicle is in motion.
Employees with questions or concerns relating to safety programs and issues can contact their
principal/supervisor.
Communicable Diseases
The following information will provide simple and effective precautions against the transmission of a
communicable disease for all students and school personnel who are potentially exposed to the bodily fluids of
any person. No distinction is made between bodily fluids from persons with a known disease or those from
persons without symptoms or with an undiagnosed disease.
The term “bodily fluids” includes: blood, semen, drainage from scrapes and cuts, feces, urine, vomitus,
respiratory secretions and saliva. Contact with bodily fluids presents a risk of infection with a variety of germs.
In general, however, the risk is very low and dependent on a variety of factors including the type of fluid with
which contact is made and the type of contact made with it.
Transmission of communicable disease is more likely to occur from contact with infected bodily fluids of
unrecognized carriers than from contact with fluids from diagnosed individuals, because simple precautions are
not always carried out.
39
To avoid contact with bodily fluids, the following precautions should be observed:
· Avoid direct skin contact with bodily fluids. This also includes the mucous membranes (e.g. eyes,
nose, and mouth);
· Wear disposable gloves when contact with bodily fluids is anticipated (e.g. when treating bloody
noses; open cuts, abrasions and other lesions; handling contaminated clothing; and cleaning up body
fluid spills);
· Always practice good personal hygiene through proper hand washing techniques;
· Request assistance from a custodian for proper cleaning of all bodily fluid spills.
Pandemic Protocol
STET/HMPS is committed to ensuring the safety of all employees, students and visitors during times of
pandemic, natural disasters, and/or catastrophic events. Seeing as how such events are unpredictable and
sometimes unforeseen, additional policies, protocols, and guidelines will be developed and implemented at the
time of need to ensure adaptability, compliance and overall safety as STET/HMPS will continually coordinate
with local and state officials for guidance. Policies, protocols, and guidelines will be issued out by the Human
Resources Department to all applicable staff as necessary.
COMPENSATION AND BENEFITS
Salaries, Wages, and Stipends

Employees are paid in accordance with administrative guidelines and a pay structure established for each
position. The district's pay plans are reviewed by the administration each year and adjusted as needed. All
district positions are classified as exempt or nonexempt according to federal law. Professional and
administrative employees are generally classified as exempt and are paid monthly salaries. They are not
entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid based
on hourly wages or salary and receive compensatory time or overtime pay for each hour worked beyond 40 in a
workweek.
All employees will receive notice of work and campus calendars through the district’s website. Employees
who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary according
to the district's extra-duty pay schedule. Employees who resign before the end of their work calendar or are
terminated from employment become ineligible from stipends unless approved by central administration and/or
School Board. Employees should contact the Payroll Department or the Human Resources Department for
more information about the pay schedules or their own pay.
All employees will be expected to clock in and out each day or be expected to complete a timesheet, as
requested. Any employee found tampering or forging time will be subject to disciplinary action, including up
to termination as this is a serious offense and will not be tolerated. As per Texas Law, breaks are not a
requirement. However, HMPS does allow restroom breaks and may allow accommodations if medically
necessary. Proper medical documentation must be submitted to the HR Department for approval. Any
employee asking for a break and needing to leave the campus/office for personal reasons, must seek supervisor
40
approval and must clock out or make the notation on their timesheet.
Paychecks
All professional employees are paid on the twenty-fifth of each month. Non-exempt employees will be paid on
a semi-monthly basis. All employees will be required to enroll in direct deposit. It is the employee’s
responsibility to ensure that they have provided the Human Resources Department with their correct address
and contact information. Terminated employees with Direct Deposit will receive a paper check for their final
paycheck within six calendar days of termination in accordance with the Texas Payday Act.
An employee may obtain their electronic payroll statement (check stub) which contains detailed information
including deductions, withholding information, and the amount of leave accumulated through the Ascender
Employee Portal. Contact the Payroll/Benefits Department if you have questions about your payroll statement
or for access.
Payroll Deductions
The district is required to make the following automatic payroll deductions:
● Teacher Retirement System of Texas (TRS) or Social Security employee contributions

● Federal income tax required for all full-time employees
● Medicare tax (applicable only to employees hired after March 31, 1986)
● Child support and spousal maintenance, if applicable
● Delinquent federal education loan payments, if applicable
Other payroll deductions employees may elect include deductions for the employee's share of premiums for
health, dental, life, vision insurance, annuities, higher education savings plans or other supplemental
insurances. Salary deductions are automatically made for unauthorized or unpaid leave.
Administrative Pay Corrections and Overpayments

In the event of an error in payment, the employee should contact the Payroll Department as soon as possible in
an effort for the error to be corrected in a quick and efficient manner. Employees must inform the Payroll
Department of known overpayments on any paychecks received. STET/HMPS will pursue all legal means to
recover overpayments.
Overtime Compensation
The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws.
Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime
compensation. Paraprofessional and auxiliary employees are not authorized to work beyond their normal work
schedule without advance signed approval from their principal/supervisor and central administration and must
complete the proper forms for approval. A nonexempt employee who works overtime without prior approval
will be subject to disciplinary action up to and including termination.
Overtime is legally defined as all hours worked in excess of 40 hours in a workweek and is not measured by the
day or by the employee’s regular work schedule. Nonexempt employees that are paid on a salary basis are paid
for the hours set by the normal work schedule. Hours worked beyond the normal schedule up to 40 hours will
41
be paid at a regular rate of pay. Employees may be compensated for overtime (i.e., hours beyond 40 in a
workweek) at time-and-a-half rate with compensatory time off (comp time).
Compensatory Time
Compensatory time otherwise known as “comp time” is accumulated when employees are compensated with
time off for overtime hours in lieu of overtime pay. The following applies to nonexempt employees upon
approval:
- Employees CANNOT accumulate more than 40 hours of compensatory time within the duty year.
- Compensatory time MUST be used in the duty year for which it is earned.
- Use of compensatory time may be at the employee’s request with supervisor approval as workload
permits. An employee must complete a compensatory form for approval by principal/supervisor and
submitted to the Benefits/Payroll Department for process.
- An employee MUST use compensatory time before using available paid leave (e.g., state, local leave).
- Compensatory time will only be paid out upon resignation or termination if applicable.
- Weekly time records will be maintained on all nonexempt employees for the purpose of wage and
salary administration.
Employees should contact the Payroll/Benefits departments for further information and policies.
Approved Travel and Travel Expense Reimbursement

Before any travel expenses are incurred by an employee, the employee's principal/supervisor and the
Superintendent must give approval for travel. Superintendent will give approval for travel by employee’s own
personal vehicle or company vehicle. For approved travel, employees will be reimbursed for mileage and other
travel expenditures according to the current rate schedule authorized by the board of trustees. Employees
should provide hotels with a tax exemption form. State tax must be removed from hotel bills. Employees must
submit receipts to be reimbursed for expenses other than mileage. If an employee is seeking to attend trainings,
webinars, conferences and such are available via zoom, the employee will be expected to attend virtually unless
otherwise approved.
Health Coverage Benefits

Group health insurance coverage provided is through TRS-ActiveCare, the statewide public school health
insurance program. The district's contribution to employee insurance premiums is determined annually by the
charter holder board. Employees eligible for health insurance coverage include the following:
1. Employees who are active, contributing TRS members.

2. Employees who are active, contributing TRS members and who are regularly scheduled to work at
least 10 hours per week.
TRS retirees and employees who are not contributing TRS members that are regularly scheduled to work less
than 10 hours per week are not eligible to participate in TRS-ActiveCare.
The insurance plan year is from September 1 through August 31. New employees must complete enrollment
forms within the first 30 days of employment. Current employees can make changes to their insurance
42
coverage during open enrollment or when they experience a qualifying event (e.g., marriage, divorce, birth).
Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are provided to all
employees by the insurance carrier and/or the Benefits Department. Employees should contact the Benefits
Department for more information.
Supplemental Insurance Benefits

Employees can enroll in supplemental insurance programs at their own expense upon hire or during open
enrollment. The supplemental plan year is from September 1 through August 31. Premiums for these programs
can be paid by payroll deductions. Employees should contact the Benefits Department for more information.
Cafeteria Plan Benefits (Section 125)

Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS Regulations, must
either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on
a pretax basis (i.e., disability, accidental death and dismemberment, cancer and disease, dental, and additional
term life insurance). A third-party administrator handles employee claims made on these accounts.
New employees must accept or reject this benefit during their first month of employment. All employees must
accept or reject this benefit on an annual basis and during the specified time period. Insurance products
purchased through Section 125 may only be canceled or dropped during the annual open enrollment period.
Workers' Compensation Insurance

The district, in accordance with state law, provides workers' compensation benefits to employees who suffer a
work-related illness or are injured on the job. Benefits may help pay for medical treatment and make up for
part of the income lost while recovering. Specific benefits are prescribed by law depending on the
circumstances of each case. The employee does not need to miss work to be entitled to medical benefits.
All work-related accidents or injuries must be reported immediately to the principal/supervisor. An incident
report as well as a First Injuries Report must be completed by the employee and submitted to the Benefits
Department within the first day of injury. Employees who are unable to work because of a work-related injury
will be notified of their rights and responsibilities under the Texas Labor Code. If an employee fails to report
the on-the-job inquiry or accident within 30 days, the claim may be denied by the Texas Department of
Insurance - Division of Workers’ Compensation.
Employees receiving worker’s compensation benefits may also be eligible for other leave benefits such as
family and medical leave (FMLA), state personal leave, local leave, assault leave, temporary disability leave, if
applicable. If the use of paid leave is not elected, the employee will only receive workers’ compensation wage
benefits for any absence resulting from a work-related illness or injury. STET/HMPS is not required to hold a
job open for an indefinite period of time and will decide on a case-by-case basis that a particular position must
be filled because of a legitimate business concern without violating state and/or federal law.
An employee who believes that his or her condition is a qualifying disability and that he or she is a qualified
individual with a disability under the ADA may request and pursue accommodations under the ADA. For
additional information, employees may contact the HR Department.
43
Unemployment Compensation Insurance
Employees who have been laid off or terminated through no fault of their own may be eligible for
unemployment compensation benefits under the Texas Unemployment Compensation Act. Employees are not
eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer
months if they have reasonable assurance of returning to service. Employees with questions about
unemployment benefits should contact the Human Resources Department.
Teacher Retirement
All personnel employed on a regular basis for at least four and one-half months are members of the Texas
Teacher Retirement System (TRS). Substitute's not receiving TRS service retirement benefits who work at
least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS
provides members with an annual statement of their account showing all deposits and the total account balance
for the year ending August 31, as well as an estimate of their retirement benefits.
Employees who plan to retire under TRS should notify the Payroll Department as soon as possible.
Information on the application procedures for TRS benefits are available from TRS at Teacher Retirement
System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS
information is also available at www.trs.texas.gov.
LEAVES AND ABSENCES

The district offers employees paid and unpaid leaves of absence in times of personal need. This handbook
describes the basic types of leave available and restrictions on leave of absences. Employees who have
personal needs and who expect to be absent for an extended period of more than five days should call the
Human Resources Department for counseling about leave options, continuation of benefits, and
communicating with the district.
Leave of Absence
Employees on an approved leave of absence other than family and medical leave may continue their insurance
benefits at their own expense. Health insurance benefits for employees on paid leave and leave designated
under the Family and Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise,
the district does not pay any portion of insurance premiums for employees who are on unpaid leave. Under
TRS-Active Care rules, an employee is no longer eligible for insurance through the district after six months of
unpaid leave other than FMLA. If an employee’s unpaid leave extends for more than six months, the district
and/or its third-party administrator will provide the employee with notice of COBRA rights.
Employees must follow district and department or campus procedures to report or request any leave of absence
and complete the appropriate leave request forms and/or certifications which can be obtained from the Human
Resources Department. Any unapproved absences or absences beyond accumulated or available paid leave
shall result in deduction from the employee’s pay.
For purposes of leave other than family and medical leave, immediate family is defined as the following:
44
● Spouse
● Son or daughter, including a biological, adopted, or foster child, a son- or daughter-in-law, a stepchild,
a legal ward, or a child for whom the employee stands in loco parentis.
● Parent, stepparent, parent-in-law, or other individual who stands in loco parentis to the employee.
● Sibling, stepsibling, and sibling-in-law
● Grandparent and grandchild
● Any person residing in the employee’s household at the time of illness or death
For purposes of family and medical leave, the definition of family is limited to spouse, parent, son or daughter,
and next of kin.
Excessive Absences
The district’s operation depends on consistent attendance by all of its employees. An employee’s
principal/supervisor reserves the right to deem absences excessive and reserves the right to address employees
of such absences through conferences and/or disciplinary action, including termination. If an employee is
absent for at least three consecutive days for medical reasons, the employee will need to submit a physician’s
excuse to their Supervisor and/or Human Resources.
An absence is considered excessive if it occurs after the employee’s earned leave balance is depleted and is not
protected by any state or federal law or otherwise approved by the Superintendent and/or Board. An absence
may also be considered excessive if the employee is absent more than 10 days within a calendar year period
unless the absences are protected by state or federal law or otherwise approved by the Superintendent and/or
Board.
State Personal Leave Days
State law entitles all employees to five days of paid personal leave per year. This leave is not extended to
sporadic or temporary employees. Personal leave is available for use at the beginning of the year. A day of
personal leave is equivalent to the number of hours per day in an employee’s usual assignment, whether
full-time or part-time. State personal leave accumulates without limit, is transferable to other Texas school
districts, and generally transfers to education service centers. While this leave is transferable, this type of leave
is not paid out to employees by STET/HMPS upon resignation, retirement, or termination. In addition, the
district does not have a sick leave pool or bank. Therefore, state personal days cannot be donated to another
employee.
Personal leave may be used for two general purposes: nondiscretionary and discretionary.
Nondiscretionary. Leave taken for personal or family illness, family emergency, a death in the family, or
active military service is considered nondiscretionary leave. Reasons for this type of leave allow very little, if
any, advance planning. Nondiscretionary may be used in the same manner as state sick leave.
Discretionary. Leave taken at an employee’s discretion that can be scheduled in advance is considered
discretionary leave. An employee wishing to take discretionary personal leave must submit a request to his or
her principal or supervisor at least 2 days in advance of the anticipated absence. The effect of the employee’s
absence on the educational program or department operations, as well as the availability of substitutes, will be
45
considered by the principal or supervisor.
An employee may not be able to use more than 5 consecutive state days unless approved by the
principal/supervisor and/or superintendent. Days may not be requested on standardized testing days, days
scheduled for end-of-semester or end-of-year exams, the day before or after a holiday/break, or on professional
development days. If such days are requested, the principal/supervisor will review case-by-case and reserves
the right to deny approval and/or implement disciplinary action if absence was not approved.
Leave Proration. If an employee separates from employment with the district before his or her last duty day of
the year, or begins employment after the first duty day, state personal leave will be prorated based on the actual
time employed. When an employee separates from employment before the last duty day of the school year, the
employee’s final paycheck will be reduced by the amount of state personal leave the employee used beyond his
or her pro rata entitlement for the school year. State days can only be used in half or whole days.
State Sick Leave

State sick leave accumulated before 1995 is available for use and may be transferred to other school districts in
Texas. State sick leave may be used for the following reasons only:
● Employee illness
● Illness in the employee’s immediate family
● Family emergency (i.e., natural disasters or life-threatening situations)
● Death in the immediate family
● Active military service
In addition, the district does not have a sick leave pool or bank. Therefore, state sick leave cannot be donated
to another employee.
Local Leave Days

Full-time employees are eligible to receive five local leave days. These days are not accumulated and will not
roll over for the next school year as they will be “lost” if they are not used. This type of leave will not be paid
out to employees by STET/HMPS upon resignation, retirement, or termination. Days may not be requested on
standardized testing days, days scheduled for end-of-semester or end-of-year exams, the day before or after a
holiday/break, or on professional development days. In addition, the district does not have a sick leave pool or
bank. Therefore, local days cannot be donated to another employee.
Leave Proration. If an employee separates from employment with the district before his or her last duty day of
the year, or begins employment after the first duty day, state personal leave will be prorated based on the actual
time employed. When an employee separates from employment before the last duty day of the school year, the
employee’s final paycheck will be reduced by the amount of state personal leave the employee used beyond his
or her pro rata entitlement for the school year. Local days can only be used in half or whole days.
46
Family Medical Leave Act
General Provisions
What is FMLA leave?
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with
job-protected leave for qualifying family and medical reasons.
The U.S. Department of Labor’s Wage and Hour Division (WHD) enforces the FMLA for most employees.
Eligible employees can take up to 12 workweeks of FMLA leave in a 12-month period for:
· The birth, adoption or foster placement of a child with you,
· Your serious mental or physical health condition that makes you unable to work,
· To care for your spouse, child or parent with a serious mental or physical health condition, and
· Certain qualifying reasons related to the foreign deployment of your spouse, child or parent who
is a military servicemember.
An eligible employee who is the spouse, child, parent or next of kin of a covered servicemember with a
serious injury or illness may take up to 26 workweeks of FMLA leave in a single 12-month period to care
for the servicemember.
You have the right to use FMLA leave in one block of time. When it is medically necessary or otherwise
permitted, you may take FMLA leave intermittently in separate blocks of time, or on a reduced
schedule by working less hours each day or week. Read Fact Sheet #28M(c) for more information.
FMLA leave is not paid leave, but you may choose, or be required by your employer, to use any
employer-provided paid leave if your employer’s paid leave policy covers the reason for which you need
FMLA leave.
Am I eligible to take FMLA leave?
You are an eligible employee if all of the following apply:
· You work for a covered employer,
· You have worked for your employer at least 12 months,
· You have at least 1,250 hours of service for your employer during the 12 months before your
leave, and
· Your employer has at least 50 employees within 75 miles of your work location
Airline flight crew employees have different “hours of service” requirements.
You work for a covered employer if one of the following applies:
· You work for a private employer that had at least 50 employees during at least 20 workweeks in
the current or previous calendar year,
47
· You work for an elementary or public or private secondary school, or
· You work for a public agency, such as a local, state or federal government agency. Most federal
employees are covered by Title II of the FMLA, administered by the Office of Personnel
Management
How do I request FMLA leave?
Generally, to request FMLA leave you must:
· Follow your employer’s normal policies for requesting leave,
· Give notice at least 30 days before your need for FMLA leave, or
· If advance notice is not possible, give notice as soon as possible.
You do not have to share a medical diagnosis but must provide enough information to your employer so
they can determine whether the leave qualifies for FMLA protection. You must also inform your
employer if FMLA leave was previously taken or approved for the same reason when requesting
additional leave.
Your employer may request certification from a health care provider to verify medical leave and may
request certification of a qualifying exigency.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or
local law or collective bargaining agreement that provides greater family or medical leave rights.
State employees may be subject to certain limitations in pursuit of direct lawsuits regarding leave for their
own serious health conditions. Most federal and certain congressional employees are also covered by the
law but are subject to the jurisdiction of the U.S. Office of Personnel Management or Congress
What does my employer need to do?
If you are eligible for FMLA leave, your employer must:
· Allow you to take job-protected time off work for a qualifying reason,
· Continue your group health plan coverage while you are on leave on the same basis as if you had
not taken leave, and
· Allow you to return to the same job, or a virtually identical job with the same pay, benefits and
other working conditions, including shift and location, at the end of your leave.
Your employer cannot interfere with your FMLA rights or threaten or punish you for exercising your
rights under the law. For example, your employer cannot retaliate against you for requesting FMLA leave
or cooperating with a WHD investigation.
After becoming aware that your need for leave is for a reason that may qualify under the FMLA, your
employer must confirm whether you are eligible or not eligible for FMLA leave. If your employer
determines that you are eligible, your employer must notify you in writing:
48
· About your FMLA rights and responsibilities, and
· How much of your requested leave, if any, will be FMLA-protected leave.
Where can I find more information?
Call 1-866-487-9243 or visit dol.gov/fmla to learn more.
If you believe your rights under the FMLA have been violated, you may file a complaint with WHD or file
a private lawsuit against your employer in court. Scan the QR code to learn about our WHD complaint
process.
Local Procedures for Implementing FMLA Provisions

Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period measured forward from the
date an individual employee’s first FML begins.
Medical Certification
Any employee, who is absent more than five days because of a personal or family illness, must submit a
medical certification from a qualified health care provider confirming the specific dates of the illness, the
reason for the illness, and—in the case of personal illness—the employee’s fitness to return to work.
The district may require medical certification due to an employee’s questionable pattern of absences or when
deemed necessary by the supervisor or superintendent. The district may also request medical certification when
an employee requests FMLA leave for the employee’s serious health condition, a serious health condition of
the employee’s spouse, parent, or child, or for military caregiver leave. Forms can be obtained from the
Use of Paid Leave

Employees may choose what type of leave they wish to use such as state, state sick leave (if applicable), and/or
local days and may use concurrently with FMLA leave but must indicate such on the leave request form. If an
employee chooses to not use such days or does not have any available accrued days, the employee will incur a
dock in pay that could affect remaining monthly/bi-monthly paychecks. FMLA may also run concurrently with
temporary disability leave, compensatory time, assault leave, and absences due to a work-related illness or
injury.
Employer Responsibilities
The Human Resources Department will determine if an employee meets the criteria and requirements. If so,
the Human Resources Department will notify the employee if he or she is eligible for the leave and will
designate the as FMLA leave and how much leave will be designated as FMLA leave. The HR Department
will provide a notice of rights and responsibilities under FMLA. The employee will be expected to submit a
49
medical certification form from a qualified health care provider within 15 days of receiving it. Other forms that
will be required will be a Request Leave Form and a Fitness for Duty Form. At this time, HR will provide
additional documentation as deemed necessary and will review in detail FMLA protocol, available leave,
intermittent and/or reduced-schedule leave, return to work requirements, American with Disabilities Act
(ADA) and any other applicable guidelines as this policy is simply a summary. If the employee is not eligible
for FMLA, the employer must provide a reason for ineligibility.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits covered employers from requesting
or requiring genetic information of an individual or family member of the individual, except as specifically
allowed by this law. To comply with this law, we ask that employees and health care providers do not provide
any genetic information in any medical certification. ‘Genetic information,’ as defined by GINA, includes an
individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that
an individual or an individual’s family member sought or received genetic services, and genetic information of
a fetus carried by an individual or an individual’s family member, or an embryo lawfully held by an individual
or family member receiving assistive reproductive services.
Combined Leave For Spouses

Spouses who are employed by the same district are limited to a combined total of 12 weeks of FMLA to care
for a parent with a serious health condition; or for the birth, adoption, or foster placement of a child.
Military caregiver leave for spouses is limited to a combined total of 26 weeks. Eligible spouses who work for
the same employer are also limited to a combined total of 26 workweeks of leave in a single 12-month period
to care for a covered servicemember with a serious injury or illness (commonly referred to as “military
caregiver leave”) if each spouse is a parent, spouse, son or daughter, or next of kin of the servicemember. When
spouses take military caregiver leave as well as other FMLA leave in the same leave year, each spouse is
subject to the combined limitations for the reasons for leave listed above.
Intermittent Leave
When medically necessary or in the case of a qualifying exigency, an employee may take leave intermittently
or on a reduced schedule and does not need to use leave in one block. The district does not permit the use of
intermittent or reduced-schedule leave for the care of a newborn child or for adoption or placement of a child
with the employee.
Fitness for Duty

An employee that takes FMLA due to the employee’s own serious health condition shall provide, before
resuming work, a fitness-for-duty certification from the health care provider. When leave is taken for the
employee’s own serious health condition, the certification must address the employee’s ability to perform
essential job functions. The district shall provide a list of essential job functions (e.g., job description) to the
employee with the FMLA designation notice to share with the health care provider. Fitness for duty is not
required when an employee returns to work following leave to care for a family member with a serious health
condition; to care for a child following birth, adoption, or foster care placement; or for qualifying exigency
leave.
50
Failure to Return
If, at the expiration of FMLA, the employee is able to return to work but chooses not to do so, the district may
require the employee to reimburse the district’s share of insurance premiums paid during any portion of FMLA
when the employee was on unpaid leave. If the employee fails to return to work for a reason beyond the
employee’s control, such as a continuing personal or family serious health condition or a spouse being
unexpectedly transferred more than 75 miles from the district, the district may not require the employee to
reimburse the district’s share of premiums paid.
While an employee may have job protection under FMLA, if it is discovered that the employee has violated
policies and procedures that are grounds for termination, in accordance with the employee handbook, the
employee will be subject to those consequences and will not have their position restored as the termination was
based on misconduct and not on the premise of having taken FMLA.
Assault Leave
This type of leave provides extended income and job protection to any STET/HMPS employee who is injured
as a result of a physical assault suffered during the performance of his or her job. The maximum period of
leave is two years from the date of assault to recuperate. Entitlement to such leave is contingent if the medical
certification demonstrates several indicators including that the job could not be done because of the injury,
returning to work would worsen the injury, or additional days would facilitate the healing process. An
employee's ability to perform his or her job while complying with the doctors restrictions ends the assault leave
and intermittent absence for follow-up doctor visits or other therapy does not qualify as assault leave.
An assault under the law requires an action that is purposeful or reckless. An injury is treated as an assault if
the person causing the injury could be prosecuted for assault or could not be prosecuted because of the person’s
age or mental capacity renders the person not responsible.
Upon the request of this type of leave, STET/HMPS will assign the employee assault leave and will begin an
investigation to determine if the incident meets the criteria for assault leave. If the investigation shows there is
an injury which entitles the employee to assault leave, the employee remains on paid leave for recuperation
until release to return to work by his or her doctor. The employee will also be provided a notice of their rights
to take such leave. If it is determined that the incident was not an assault, STET/HMPS may change the assault
leave status and use the employee’s accrued paid leave or deduct pay if paid leave is not available. Such type
of leave may run concurrently with worker’s compensation, if applicable. For further information regarding
assault leave and how pay is calculated, employee’s should contact the HR or Payroll departments.
Temporary Disability Leave

Certified Employees
Any full-time employee whose position requires certification from the State Board of Educator Certification
(SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job
protection to full-time educators who cannot work for an extended period of time because of a mental or
physical disability of a temporary nature. Temporary disability leave must be taken as a continuous block of
51
time. It may not be taken intermittently or on a reduced schedule. STET/HMPS is not required to continue to
contribute to health insurance premium unless this leave runs concurrently with paid leave or FMLA.
Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.
Employees must request approval for temporary disability leave. An employee’s notification of need for
extended absence due to the employee’s own medical condition shall be accepted as a request for temporary
disability leave. The request must be accompanied by a physician’s statement confirming the employee’s
inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is
no longer than 180 calendar days.
If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing
before the charter holder board. The employee may protest the action and present additional evidence of
fitness to work.
When an employee is ready to return to work, the employee's principal and the Human Resources Department
should be notified at least 30 days in advance. The return-to-work notice must be accompanied by a
physician's statement confirming that the employee is able to resume regular duties. Certified employees
returning from leave will be reinstated to the school to which they were previously assigned if an appropriate
position is available. If an appropriate position is not available, the employee may be assigned to another
campus, subject to the approval of the campus principal. If a position is not available before the end of the
school year, the employee will be reinstated to a position at the original campus at the beginning of the
following school year.
Military Leave
Paid Leave for Military Service. Any employee who is a member of the Texas National Guard, Texas State
Guard, reserve component of the United States Armed Forces, or a member of a state or federally authorized
Urban Search and Rescue Team is entitled to 15 days of paid leave per fiscal year when engaged in authorized
training or duty orders by proper authority. An additional seven days of leave per fiscal year are available if
called to state active duty in response to a disaster. In addition, an employee is entitled to use available state
and local personal or sick leave during a time of active military service.
Reemployment after Military Leave. Employees who leave the district to enter into the United States
uniformed services or who are ordered to active duty as a member of the military force of any state (e.g.,
National or State Guard) may return to employment if they are honorably discharged. Employees who wish to
return to the district will be reemployed provided they can be qualified to perform the required duties.
Employees returning to work following military leave should contact the HR Department. In most cases, the
length of federal military service cannot exceed five years.
Continuation of Health Insurance. Employees who perform service in the uniformed services may elect to
continue their health plan coverage at their own cost for a period not to exceed 24 months. Employees should
contact the Benefits or HR Departments for details on eligibility, requirements, and limitations.
52
Jury Duty
The district provides paid leave to employees who are summoned to jury duty including service on a grand
jury. The district will not discharge, threaten to discharge, intimidate, or coerce any regular employee because
of juror or grand juror service or for the employee’s attendance or scheduled attendance in connection with the
service in any court in the United States. Employees who report to the court for jury duty may keep any
compensation the court provides. An employee should report a summons for jury duty to his or her
principal/supervisor as soon as it is received and will be required to provide the district a copy of the summons
to document the need for leave.
An employee may be required to report back to work as soon as they are released from jury duty. Some jury
assignments are not continuous and jurors are released for significant periods of time in which they shall return
to work.
Compliance with a Subpoena

Employees will be allowed to comply with a valid subpoena to appear in a civil, criminal, legislative, or
administrative proceeding. Employees will not be subject to discharge, discipline or any other penalty for
complying with a subpoena. If an employee has been subpoenaed for personal reasons, an employee may use
any available paid leave for such days. Employees who do not have paid leave available will be docked for any
absence required because of the court appearance. If an employee has been subpoenaed for school-related
reasons, the district will provide paid leave to the employee.
Truancy Court Appearance

An employee who is a parent, guardian of a child, or a court-appointed guardian ad litem of a child who is
required to miss work to attend a truancy court hearing may use personal leave or compensatory time for the
absence. Employees who do not have paid leave available will be docked for any absence required because of
the court appearance.
Religious Observance
Federal law does not include special leave provisions for religious holidays or observance. However, federal
law does require districts, including STET/HMPS, to reasonably accommodate an employee’s request for
absence to participate in religious observances. Accommodations such as changes to work schedules or
granting of leave will be reviewed and granted, unless they pose an undue hardship to the district. Each request
for leave for religious observance must be submitted to the principal/supervisor, which in turn may be
submitted to the Human Resources Department for final review. The employee may use any accumulated
personal leave for this purpose. Employees who have exhausted applicable paid leave may be granted an
unpaid day of absence.
Funeral Leave
In the event of a death in the immediate family, an employee will be given one (1) paid day to attend the
funeral. If the funeral location is at least 100 miles away from STET/HMPS, the employee will receive one (1)
paid day to travel to the location and one (1) paid day to return. If the funeral location is less than 100 miles
53
from STET/HMPS, the employee may extend the funeral leave as unpaid leave. Such leave will be used at time
of funeral and cannot be used at another time to supplement other existing absences. "Immediate family" is
defined as the employee’s:
1. Husband 8. Wife
2. Father 9. Mother
3. Brother 10. Sister
4. Son/Step Son/Son-In-Law 11. Daughter/Step Daughter/Daughter-In-Law

5. Father-In-Law 12. Mother-In-Law
6. Brother-In-Law 13. Sister-In-Law
7. Grandmother 14. Grandfather
EMPLOYEE CONDUCT AND WELFARE

Standards of Conduct
All employees are expected to work together in a cooperative spirit to serve the best interests of the district and
to be courteous to students, one another, and the public. Employees are expected to observe the following
standards of conduct:
1. Recognize and respect the rights and property of students, parents, other employees and members
of the community.
2. Engage in professional communications and behavior toward students, fellow employees, service
providers, and other STET/HMPS stakeholders.
3. Maintain confidentiality in all matters relating to students and coworkers.
4. Report to work according to the assigned schedule.
5. Notify their immediate principal/supervisor as early as possible (preferably in advance) in the
event that they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness, and
failure to follow procedures for reporting an absence may be cause for disciplinary action,
including termination.
6. Know and comply with department and district-policies and procedures.
7. Express concerns, complaints, or criticisms through appropriate channels.
8. Observe all safety rules and regulations and report injuries or unsafe conditions to a
principal/supervisor immediately.
9. Use district time, funds, and property for authorized district business and activities only.
All district employees should perform their duties in accordance with state and federal law, district policies and
procedures, and ethical standards. Violation of policies, regulations, or guidelines including intentionally
making a false claim, offering false statements, or refusing to cooperate with a district investigation may result
in disciplinary action, including termination. Alleged incidents of certain misconduct by educators, including
54
having a criminal record, must be reported to SBEC no later than the seventh day the superintendent first learns
of the incident.
The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board for Educator
Certification (TAC Title 19, Part 7, Chapter 247, Rule §247.2), which all district employees must adhere to, is
reprinted below:
Code of Ethics and Standard Practices for Texas Educators

Statement of Purpose
The Texas educator shall comply with standard practices and ethical conduct toward students, professional
colleagues, school officials, parents, and members of the community and shall safeguard academic freedom.
The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate
personal integrity, and exemplify honesty. The Texas educator, in exemplifying ethical relations with
colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in
accepting a position of public trust, shall measure success by the progress of each student toward realization of
his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community,
shall cooperate with parents and others to improve the public schools of the community. This chapter shall
apply to educators and candidates for certification. (19 TAC 247.1(b))
Professional Standards
1. Professional Ethical Conduct, Practices and Performance

Standard 1.1 The educator shall not intentionally, knowingly, or recklessly engage in
deceptive practices regarding official policies of the school district, educational
institution, educator preparation program, the Texas Education Agency, or the
State Board for Educator Certification (SBEC) and its certification process.
Standard 1.2 The educator shall not knowingly misappropriate, divert, or use monies,
personnel, property, or equipment committed to his or her charge for personal
gain or advantage.
Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses,
or pay.
Standard 1.4 The educator shall not use institutional or professional privileges for personal or
partisan advantage.
Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impair
professional judgment or to obtain special advantage. This standard shall not
restrict the acceptance of gifts or tokens offered and accepted openly from
students, parents of students, or other persons or organizations in recognition or
appreciation of service.
Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so.
Standard 1.7 The educator shall comply with state regulations, written local school board
policies, and other state and federal law.
55
Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibility
on the basis of professional qualifications.
Standard 1.9 The educator shall not make threats of violence against school district
employees, school board members, students, or parents of students.
Standard 1.10 The educator shall be of good moral character and be worthy to instruct or
supervise the youth of this state.
Standard 1.11 The educator shall not intentionally or knowingly misrepresent his or her
employment history, criminal history, and/or disciplinary record when applying
for subsequent employment.
Standard 1.12 The educator shall refrain from the illegal use or distribution of controlled
substances and/or abuse of prescription drugs and toxic inhalants.
Standard 1.13 The educator shall not consume alcoholic beverages on school property or
during school activities when students are present.
2. Ethical Conduct Toward Professional Colleagues

Standard 2.1 The educator shall not reveal confidential health or personnel information
concerning colleagues unless disclosure serves lawful professional purposes or is
required by law.
Standard 2.2 The educator shall not harm others by knowingly making false statements about
a colleague or the school system.
Standard 2.3 The educator shall adhere to written local school board policies and state and
federal laws regarding the hiring, evaluation, and dismissal of personnel.
Standard 2.4 The educator shall not interfere with a colleague's exercise of political,
professional, or citizenship rights and responsibilities.
Standard 2.5 The educator shall not discriminate against or coerce a colleague on the basis of
race, color, religion, national origin, age, gender, disability, family status, or
sexual orientation.
Standard 2.6 The educator shall not use coercive means or promise of special treatment in
order to influence professional decisions or colleagues.
Standard 2.7 The educator shall not retaliate against any individual who has filed a complaint
with the SBEC or who provides information for a disciplinary investigation or
proceeding under this chapter.
Standard 2.8 The educator shall not intentionally or knowingly subject a colleague to sexual
harassment.
3. Ethical Conduct Toward Students

Standard 3.1 The educator shall not reveal confidential information concerning students
unless disclosure serves lawful professional purposes or is required by law.
Standard 3.2 The educator shall not intentionally, knowingly, or recklessly treat a student or
56
minor in a manner that adversely affects or endangers the learning, physical
health, mental health, or safety of the student or minor.
Standard 3.3 The educator shall not intentionally, knowingly, or recklessly misrepresent facts
regarding a student.
Standard 3.4 The educator shall not exclude a student from participation in a program, deny
benefits to a student, or grant an advantage to a student on the basis of race,
color, gender, disability, national origin, religion, family status, or sexual
orientation.
Standard 3.5 The educator shall not intentionally, knowingly, or recklessly engage in physical
mistreatment, neglect, or abuse of a student or minor.
Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic
relationship with a student or minor.
Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to any
person under 21 years of age unless the educator is a parent or guardian of that
child or knowingly allow any person under 21 years of age unless the educator is
a parent or guardian of that child to consume alcohol or illegal/unauthorized
drugs in the presence of the educator.
Standard 3.8 The educator shall maintain appropriate professional educator-student

relationships and boundaries based on a reasonably prudent educator standard.
Standard 3.9 The educator shall refrain from inappropriate communication with a student or
minor, including, but not limited to, electronic communication such as cell
phone, text messaging, email, instant messaging, blogging, or other social
network communication. Factors that may be considered in assessing whether
the communication is inappropriate include, but are not limited to:
(i) The nature, purpose, timing, and amount of the communication;
(ii) the subject matter of the communication;
(iii) whether the communication was made openly or the educator attempted to
conceal the communication;
(iv) whether the communication could be reasonably interpreted as soliciting
sexual contact or a romantic relationship;
(v) whether the communication was sexually explicit; and
(vi) whether the communication involved discussion(s) of the physical or
sexual attractiveness or the sexual history, activities, preferences, or
fantasies of either the educator or the student.
Fraud, Dishonesty and False Statements

No employee or applicant may ever falsify any application, medical history record, student paperwork,
employee paperwork, time sheet, time card, investigative questionnaires or any other document. Any employee
found to have engaged in résumé fraud, or who made material misrepresentations or omissions on their
57
employment application, will be subject to immediate termination of employment. Violations of this policy
should be immediately reported to the appropriate supervisor.
Insubordination
All employees have duties to perform. It is against STET/HMPS policy for an employee to refuse to follow the
directions of a supervisor or other school official. Employees must cooperate fully with investigations into
potential misconduct. Refusal to disclose information during the course of an investigation constitutes
insubordination and is subject to possible disciplinary action, up to and including termination.
In the event a supervisor directs an employee to perform an illegal or immoral act/task, the employee should
immediately notify the Principal or designee.
Growth Plan/Disciplinary Action

STET/HMPS has the right to terminate employment at-will, with or without cause or advance notice.
STET/HMPS may use progressive discipline at its discretion.
Disciplinary action may include, but is not limited to, any of the following:
1. Verbal warning.
2. Conference with a supervisor and/or the Principal.
3. Written warning.
4. Imposition of an employee growth plan / performance improvement plan.
5. Suspension with or without pay (administrative leave).
6. Termination of employment.
The progression of these steps depends upon the severity of the problem and the number of occurrences. There
may also be circumstances when one or more steps are bypassed.
Dress and Grooming

All employees will comply with set dress and grooming guidelines which are minimum standards for
professional dress, appearance and appropriate for the educational workplace environment. The dress and
grooming of District employees shall be clean, neat, in a manner appropriate for their assignments, and in
accordance with any additional standards established by their assignments, and in accordance with any
additional standards established by their principal/supervisor and approved by the Superintendent. Since
STET/HMPS employees serve as role models for the students and as representatives of our organization, dress
and grooming policies have been implemented to instill an image of professionalism. Such policies are to also
promote employee safety, comfort and a professional impression on our students and our community by
portraying a positive image of our organization and mission. With this in mind, such policies are not imposed
to discriminate or infringe on freedom of speech as HMPS feels there is an appropriate time and place for such.
STET/HMPS reserves the right to determine at its discretion what is and is not appropriate workplace attire and
to address issues as they arise. Consistent with these roles, all employees, volunteers and substitutes shall dress
professionally and appropriately. Employees will also be expected to dress appropriately and professionally on
staff development days as they are considered work days.
Certain staff are provided district-issued uniforms and are required to wear the uniform while on duty. All
58
employees are prohibited from wearing uniforms or any clothing with a district logo while off duty, except for
commuting to and from work.
ATTIRE AND GROOMING FOR MEN ATTIRE AND GROOMING FOR WOMEN
The following are permissible for men: The following are permissible for women:
✔ Collared shirts, polo style shirts, sport shirts. ✔ Dressy blouses and shirts
Shirt tails should be tucked in.
✔ Neatly-trimmed mustaches/beards and sideburns ✔ Knee length dresses and skirts
✔ Hair shall be neatly groomed ✔ Dressy capris
✔ Ear piercings in a reasonable amount
✔ Dress shoes, casual shoes, boots, canvas shoes
✔ Dressy slacks
✔ Undergarments should be worn at all times.
✔ Professional jeans for campus/central on approved days only. (Must not be faded or torn).
The following are prohibited for men: The following are prohibited for women:
Plain, collarless t-shirts of any color Clothing that is strapless, having spaghetti straps,
bare midriff, cut-out blouses, or having
provocative/low-cut necklines
Muscle shirts or sleeveless t-shirts Dresses/skirts that are more than 2” above the knee
cap, with slits on the side, rear or front exposing 2”
above the knee cap
Piercings on body or ears Leggings in lieu of pants (including spandex); yoga

style pants
sleeveless shirts and/or sleeveless blouses
warm-ups and windbreaker suits
shorts (Unless approved for sport activities/physical education classes. If approved by principal/supervisor,
must be dressy and appropriate). *See exceptions
low-rise pants
See-through, translucent apparel
Distracting hairstyles and/or hair color
Flip flops, slippers, sandals without a backstrap, or croc style shoes
59
Attire shall not be tight/binding
Tattoos or body art shall not be visible
Exceptions:
Physical Education staff must wear appropriate attire approved by the principal/administration during the
physical education period(s).
Auxiliary employees in maintenance, custodial, food service and positions requiring uniforms must abide by
such guidelines or as specified by immediate supervisor.
Harassment, Discrimination, Retaliation

Employees shall not engage in prohibited harassment, including sexual harassment, of other employees, unpaid
interns, student teachers, or students. While acting in the course of their employment, employees shall not
engage in prohibited harassment of other persons, including board members, vendors, contractors, volunteers,
or parents. A substantiated charge of harassment will result in disciplinary action.
Harassment of a coworker or of a student motivated by race, color, religion, national origin, disability, or age is
a form of discrimination and is prohibited by law. The term harassment includes repeated unwelcome and
offensive slurs, jokes, or other oral, written, graphic or physical conduct relating to an individual’s race, color,
religion, national origin, disability or age that creates an intimidating, hostile, or offensive educational or work
environment.
Employees who believe they have been harassed, discriminated or retaliated against are encouraged to
promptly report such incidents to the campus principal/supervisor and/or the Human Resources Department. If
the campus principal, supervisor, or district official is the subject of a complaint, the employee should report
the complaint directly to the superintendent. A complaint against the superintendent may be made directly to
the school board.
Any district employee who believes that he or she has experienced prohibited conduct based on sex, including
sexual harassment, or believes that another employee has experienced such prohibited conduct, should
immediately report the alleged acts. The employee may report the alleged acts to his or her supervisor, the
campus principal, the Title IX coordinator, or the superintendent. The district’s Title IX coordinator’s name and
contact information is listed in the Equal Employment Opportunity section of this handbook.
Harassment of Students
Sexual and other harassment of students by employees are forms of discrimination and are prohibited by law.
Romantic or inappropriate social relationships between students and district employees are prohibited.
Employees who suspect a student may have experienced prohibited harassment are obligated to report their
concerns to the campus principal or other appropriate district official. Any district employee who suspects or
receives direct or indirect notice that a student or group of students has or may have experienced prohibited
conduct based on sex, including sexual harassment, of a student shall immediately notify the district’s Title IX
60
coordinator, the ADA/Section 504 coordinator, or superintendent and take any other steps required by the
district.
All allegations of prohibited harassment or abuse of a student will be reported to the student's parents and
promptly investigated. An employee who knows of or suspects child abuse must also report his or her
knowledge or suspicion to the appropriate authorities, as required by law.
Sexual Harassment
Employee-to-employee
Sexual harassment of a co-worker is a form of discrimination and is prohibited by law. Sexual harassment is
defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct under
the following conditions:
- Submission to such conduct is explicitly or implicitly a term or condition of employment.
- Submission to or rejection of such conduct is used as the basis for employment decisions.
- The conduct unreasonably interferes with an individual’s work performance or creates an
intimidating, hostile, or offensive work environment.
Employees who believe they have been sexually harassed by another employee are encouraged to come
forward with complaints to their principal/supervisor and/or the Human Resources Department. STET/HMPS
will promptly investigate all allegations of sexual harassment and will take prompt appropriate disciplinary
action against employees found to have engaged in conduct constituting sexual harassment of other employees.
Employee-to-student
Sexual and other harassment of students by employees is a form of discrimination and are prohibited by law.
Sexual harassment of students includes any welcomed or unwelcomed sexual advances, requests for sexual
favors, and other oral, written, physical or visual conduct of a sexual nature. Romantic or inappropriate social
relationships between district employees and students are strictly prohibited. Other prohibited conduct includes
the following:
- Engaging in sexually oriented conversations for the purpose of personal sexual gratification.
- Telephoning students at home or elsewhere and engaging in inappropriate social relationships.
- Engaging in physical contact which would reasonably be construed as sexual in nature.
- Enticing or threatening students to get them to engage in sexual behavior in exchange for
grades or other school-related benefits.
In most instances, sexual abuse of a student by an employee violates the student’s constitutional right to bodily
integrity. Sexual abuse may include, but is not limited to, fondling, sexual assault, or sexual intercourse.
Title IX Procedures
STET/HMPS prohibits discrimination on the basis of sex, including sexual harassment, by an employee,
volunteer, or student.
Sexual harassment means conduct on the basis of sex that satisfies one or more of the following:
1. A school employee conditioning the provision of aid, benefit, or service on an individual’s

61
participation in unwelcome sexual conduct;
2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively
offensive that it effectively denies a person equal access to STET/HMPS’ educational programs or
activities;
3. Sexual assault, dating violence, domestic violence, or stalking (as those offenses are defined in the
Clery Act, 20 U.S.C. § 1092(f), and the Violence Against Women Act, 34 U.S.C. § 12291(a)).
Examples of sexual harassment may include, but are not limited to, touching private body parts or coercing
physical contact that is sexual in nature; sexual advances; jokes or conversations of a sexual nature;
sexually-motivated physical, verbal, or nonverbal conduct; or other sexually motivated conduct,
communications, or contact.
Romantic or inappropriate social relationships between students and school employees are prohibited. Any
sexual relationship between a student and a school employee is always prohibited, even if consensual.
General Definitions
A “complainant” means an individual who is alleged to be the victim of conduct that could constitute sexual
harassment.
A “respondent” means an individual who is reported to be the perpetrator of conduct that could constitute
sexual harassment.
A “formal complaint” means a document filed by a complainant or signed by the Title IX Coordinator alleging
sexual harassment against a respondent and requesting that STET/HMPS investigate the allegation of sexual
harassment.
“Supportive measures” means non-disciplinary, non-punitive individualized services offered appropriate and
without fee or charge to the complainant or the respondent before or after the filing of a formal complaint or
where no formal complaint has been filed. Such measures are designed to restore or preserve equal access to
STET/HMPS’ educational program or activity without unreasonably burdening either party, including measures
designed to protect the safety of all parties or STET/HMPS’ educational environment, or deter sexual
harassment. Examples of supportive measures include, but are not limited to, counseling, extensions of
deadlines or other course-related adjustments, modifications of class schedules, mutual restrictions on contact
between the parties, and other similar measures.
Reporting Sexual Harassment

Any person may report sex discrimination, including sexual harassment (whether or not the person reporting is
the person alleged to be the victim of conduct that could constitute sex discrimination or sexual harassment), in
person, by mail, by telephone, or by email, using the contact information listed for the Title IX Coordinator in
this Handbook, or by any other means that results in the Title IX Coordinator receiving the person’s verbal or
written report. Such a report may be made at any time, including during non-business hours, by using the
telephone number or email address, or by mail to the office address, listed for the Title IX Coordinator.
STET/HMPS’ response to a report of sexual harassment must treat complainants and respondents equitably by
offering supportive measures and by following a grievance process before the imposition of any disciplinary
sanctions or other actions that are not supportive measures against a respondent.
After a report of sexual harassment has been made, the Title IX Coordinator must promptly contact the
complainant to discuss the availability of supportive measures, consider the complainant’s wishes with respect
to supportive measures, inform the complainant of the availability of supportive measures with or without the
filing of a formal complaint, and explain to the complainant the process for filing a formal complaint.
Notice of Allegations
Upon receipt of a formal complaint, STET/HMPS must provide the following written notice to the parties who
are known:
62
· Notice of STET/HMPS’ grievance process, including any informal resolution process.
· Notice of the allegations of sexual harassment, including, to the extent known, the identity of the
parties, the conduct allegedly constituting sexual harassment, and the date and location of the alleged
incident.
· Notice that the respondent is presumed not responsible for the alleged conduct and that a
determination regarding responsibility is made known at the conclusion of the grievance process.
· Notice that the parties may have an advisor of their choice, who may be, but is not required to be,
an attorney.
· Notice that the parties may inspect and review evidence related to the complaint.
· Notice that STET/HMPS prohibits knowingly making false statements or knowingly submitting
false information during the grievance process.
If, during an investigation, STET/HMPS decides to investigate allegations about the complaint or respondent
that are not included in the initial notice of the complaint, STET/HMPS must provide notice of the additional
allegations to the parties whose identities are known.
Grievance Process
At the time of filing a formal complaint, a complainant must be participating in or attempting to participate in
the education program or activity of STET/HMPS.
The following guidelines apply when STET/HMPS receives a formal complaint of sexual harassment. This
process is designed to incorporate due process, principles, treat all parties fairly, and to assist STET/HMPS
reach reliable responsibility determinations.
· STET/HMPS will require an objective evaluation of all relevant evidence – including both
inculpatory and exculpatory evidence – and credibility determinations may not be based on a person’s
status as a complainant, respondent, or witness.
· Any individual designated by STET/HMPS as a Title IX Coordinator, investigator, decision-maker,
or to facilitate an informal resolution process must not have a conflict of interest or bias for or against
complainants or respondents generally or an individual complainant or responsible. STET/HMPS will
ensure that Title IX Coordinators, investigators, decision-makers, and anyone who facilitates an
informal resolution process receive appropriate training related to the requirements of Title IX and
STET/HMPS’ sexual harassment policy.
· STET/HMPS recognizes a presumption that the respondent is not responsible for the alleged
conduct until a determination regarding responsibility is made at the conclusion of the complaint
process.
· STET/HMPS shall attempt to complete an investigation of reported sexual harassment within 60
calendar days[A1] of receiving a complaint. However, the investigation process may be delayed or
extended for a limited time for good cause with written notice to the complainant and the respondent of
the delay or extension. Good cause may include considerations such as absence of a party, a party’s
advisor, or a witness; concurrent law enforcement activity; or the need for language assistance or
accommodation of disabilities.
· Students found to have engaged in sexual harassment are subject to disciplinary action as outlined
in the Student Code of Conduct.
· STET/HMPS shall employ the <<preponderance of the evidence or the clear and convincing
evidence>>[A2] standard to determine responsibility when reviewing formal complaints.
· STET/HMPSmay not require, allow, rely upon, or otherwise use questions of evidence that
constitute, or seek disclosure, of information protected under a legally recognized privilege, unless the
person holding such privilege has waived the privilege.
Consolidating Formal Complaints

STET/HMPS may consolidate formal complaints as to allegations of sexual harassment against more than one
respondent, or by more than one complainant against one or more respondents, or by one party against the
other party, where the allegations of sexual harassment arise out of the same facts or circumstances.
Dismissal of Formal Complaints
63
STET/HMPS must investigate the allegations in a formal complaint.
STET/HMPS must dismiss a formal complaint if the conduct alleged in the formal complaint:
· Would not constitute sexual harassment, even if proved;
· Did not occur in STET/HMPS’ education program or activity; or
· Did not occur against a person in the United States.
STET/HMPS may dismiss a formal complaint or any allegations therein if, at any time during the investigation:
· A complainant notifies the Title IX Coordinator in writing that the complainant would like to
withdraw the formal complaint or any allegations therein;
· The respondent is no longer enrolled or employed by STET/HMPS; or
· Specific circumstances prevent STET/HMPS from gathering evidence sufficient to reach a
determination as to the formal complaint or allegations therein.
Upon a dismissal, STET/HMPS must promptly send simultaneous written notice to the parties of the dismissal
and the reason(s) for the dismissal. Dismissal of a formal complaint does not preclude STET/HMPS from
taking appropriate action under the Student Code of Conduct or any other school policy that may apply to the
alleged conduct.
Investigating Formal Complaints

The following guidelines apply during the investigation of a formal complaint and throughout the grievance
process.
· STET/HMPS will ensure the burden of proof and the burden of gathering evidence sufficient to
reach a determination regarding responsibility rests on STET/HMPS and not on the parties.
· STET/HMPS cannot access, consider, disclose, or otherwise use a party’s records that are made or
maintained by a physician, psychiatrist, psychologist, or other recognized professional or
paraprofessional acting in the professional’s or paraprofessional’s capacity, or assisting in that capacity,
and which are made and maintained in connection with the provision of treatment to the party, unless
STET/HMPS receives that party’s voluntary, written consent to do so.
· STET/HMPS will provide an equal opportunity for the parties to present witnesses, including fact
and expert witnesses, and other inculpatory and exculpatory evidence.
· STET/HMPS will not restrict the ability of either party to discuss the allegations under
investigation or to gather and present relevant evidence.
· STET/HMPS will provide the parties with the same opportunities to have others present during any
grievance proceeding, including the opportunity to be accompanied to any related meeting or
proceeding by the advisory of their choice, and not limit the choice or presence of an advisor for either
the complainant or respondent in any meeting or grievance proceeding. STET/HMPS may establish
restrictions regarding the extent to which the advisor may participate in the proceedings, as long as the
restrictions apply equally to both parties.
· STET/HMPS will provide to a party whose participation is invited or expected written notice of the
date, time, location, participants, and purpose of all investigative interviews or other meetings with
sufficient time for the party to prepare to participate.
· STET/HMPS will provide both parties an equal opportunity to inspect and review any evidence
obtained as part of the investigation that is directly related to the allegations raised in a formal
complaint, including the evidence upon which the recipient does not intend to rely in reaching a
determination regarding responsibility and inculpatory or exculpatory evidence whether obtained from
a party or other source, so that each party can meaningfully respond to the evidence prior to conclusion
of the investigation.
· Prior to completing an investigative report, STET/HMPS must send to each party and the party’s
advisor, if any, the evidence subject to inspection and review in an electronic format or a hard copy,
and the parties must have at least 10 days to submit a written response, which the investigator will
consider prior to completing the investigative report.
· STET/HMPS must create an investigative report that fairly summarizes relevant evidence and, at
least 10 days prior to a determination regarding responsibility, send to each party and the party’s
advisor, if any, the investigative report in an electronic format or a hard copy, for review and written
response.
64
· After sending the investigative report to the parties and before reaching a determination of
responsibility, the decision-maker(s) must afford each party the opportunity to submit written relevant
questions that a party wants asked of any witness, provide each party with the answers, and allow for
additional, limited follow-up questions from each party. Questions and evidence about the
complainant’s sexual predisposition or prior sexual behavior are not relevant, unless such questions and
evidence about the complainant’s prior sexual behavior are offered to prove that someone other than
the respondent committed the conduct alleged by the complainant, or if the questions and evidence
concern specific incidents of the complainant’s prior sexual behavior with respect to the respondent
and are offered to prove consent. The decision-maker(s) must explain to the party proposing the
questions any decision to exclude a question as not relevant.
Determination Regarding Responsibility

The decision-maker(s) making a determination regarding responsibility cannot be the same person(s) as the
Title IX Coordinator or the investigator(s). The decision-maker(s) must review the investigation report and
make a written determination, based on the <<preponderance of the evidence or the clear and convincing
evidence>> standard, regarding responsibility. The written determination must include:
· Identification of the allegations potentially constituting sexual harassment;

· A description of the procedural steps taken from receipt of the formal complaint through the
determination, including any notifications to the parties, interviews with parties and witnesses, site
visits, or methods used to gather other evidence;
· Findings of fact supporting the determination;
· Conclusions regarding application of STET/HMPS’ Code of Conduct to the facts;
· A statement of, and rationale for, the result as to each allegation, including a determination
regarding responsibility, any disciplinary sanctions imposed on the respondent, and whether remedies
designed to restore or preserve equal access to STET/HMPS’ education program or activities will be
provided to the complainant; and
· STET/HMPS’ procedures and permissible bases for the complainant and respondent to appeal.
STET/HMPS must provide the written determination to the parties simultaneously. The determination becomes
final either on the date STET/HMPS provides the parties with the written determination of the result of the
appeal, if an appeal is filed, or if an appeal is not filed, the date on which an appeal would no longer be
considered timely.
The Title IX Coordinator is responsible for effective implementation of any remedies.
Appeals
STET/HMPS will offer both parties an appeal from a determination regarding responsibility, and from
STET/HMPS’ dismissal of a formal complaint or any allegations therein, on the following bases:
· Procedural irregularity that affected the outcome of the matter;

· New evidence that was not reasonably available at the time the determination regarding
responsibility or dismissal was made, that could affect the outcome of the matter; and
· The Title IX Coordinator, investigator(s), or decision-maker(s) had a conflict of interest or bias for
or against complainants or respondents generally or the individual complainant or respondent that
affected the outcome of the matter.
As to appeals, STET/HMPS will ensure that the decision-maker(s) for the appeal is not the same person as the
decision-maker(s) that reached the determination regarding responsibility or dismissal, or the investigator(s), or
the Title IX Coordinator. STET/HMPS will provide both parties a reasonable equal opportunity to submit a
written statement in support of, or challenging, the outcome.
The decision-maker(s) for the appeal will issue a written decision, based on the <<preponderance of the
evidence or the clear and convincing evidence>> standard, describing the result of the appeal and the rationale
for the result, and provide the written decision simultaneously to both parties.
A party who is dissatisfied with the appeal decision may file an appeal to the Board of Directors through the
65
process outlined in STET/HMPS grievance procedures.
Emergency Removals
STET/HMPS is able to remove a respondent from STET/HMPS’ education program on an emergency basis,
provided that STET/HMPS undertakes an individualized safety and risk analysis, determines that an immediate
threat to the physical health or safety of any student or other individual arising from the allegations of sexual
harassment justifies removal, and provides the respondent with notice and an opportunity to challenge the
decision immediately following the removal. STET/HMPS’ ability to do so may not be construed to modify
any rights under the Individuals with Disabilities Education Act, Section 504, or the Americans with
Disabilities Act.
Informal Resolution
At any time prior to reaching a determination regarding responsibility, STET/HMPS may facilitate an informal
resolution process, such as mediation, that does not involve a full investigation and adjudication. However,
STET/HMPS may not require as a condition of enrollment or continuing enrollment, or employment or
continued employment, or enjoyment of any other right, waiver of the right to an investigation and adjudication
of formal complaints. Additionally, <STET/HMPS may not require the parties to participate in an informal
process and may not offer an informal resolution process unless a formal complaint is filed.
Prior to facilitating an informal resolution process, STET/HMPS must:
· Provide to the parties a written notice disclosing the allegations and the requirements of the
informal resolution process including the circumstances under which it precludes the parties from
resuming a formal complaint arising from the same allegations. The notice must also inform that, at
any time prior to agreeing to a resolution, any party has the right to withdraw from the informal
resolution process and resume the grievance process with respect to the formal complaint, as well as of
any consequence resulting from participating in the informal resolution process, including the records
that will be maintained or could be shared.
· Obtain the parties’ voluntary, written consent to the informal resolution process.
STET/HMPS may not offer or facilitate an informal resolution process to resolve allegations that an employee
sexually harassed a student.
Retaliation Prohibited
Neither STET/HMPS nor any other person may intimidate, threaten, coerce, or discriminate against any
individual for the purpose of interfering with any right or privilege secured by Title IX, or because the
individual has made a report or complaint, testified, assisted, or participated or refused to participate in any
manner in an investigation or proceeding under this policy.
Examples of retaliation may include, but are not limited to, intimidation, threats, coercion, or discrimination.
Complaints alleging retaliation may be filed according to the grievance procedure described above.
Confidentiality
STET/HMPS must keep confidential the identity of any individual who has made a report or complaint of sex
discrimination, including any individual who has made a report or filed a formal complaint of sexual
harassment, any complainant, any individual who has been reported to be the perpetrator of sex discrimination,
any respondent, and any witness, except as may be permitted by FERPA or as required by law, or for purposes
related to the conduct of any investigation, hearing, or judicial proceeding arising under the Title IX
regulations.
Non-Sexual Harassment Sex Discrimination

The formal complaint investigation and resolution process outlined above in this <<Section __>> applies only
66
to formal complaints alleging sexual harassment as defined by Title IX, but not to complaints alleging sex
discrimination that do not constitute sexual harassment. Complaints of non-sexual harassment sex
discrimination may be filed with the Title IX Coordinator and will be handled under the process described in
<<Section __>> of this Handbook.
Discrimination and harassment of students by employees are forms of discrimination and are prohibited by law.
Employees who suspect a student may have experienced prohibited harassment are obligated to report their
concerns to the Principal or other appropriate STET/HMPS official. All allegations of prohibited harassment of
a student by an employee or adult will be promptly investigated. An employee who knows of or suspects child
abuse or neglect must also report his or her knowledge or suspicion to the appropriate authorities, as required
by law.
STET/HMPS shall take appropriate disciplinary action against employees who have engaged in discrimination
or harassment of students, up to and including termination of employment.
Retaliation against anyone involved in the complaint process is a violation of STET/HMPS policy and acts of
retaliation may result in disciplinary action, up to and including termination.
Sexual Harassment of Students

Sexual harassment of students includes any unwelcome verbal or physical sexual advances, including but not
limited to engaging in sexually oriented conversations; making comments about a student’s potential sexual
performance; requesting details of a student’s sexual history; requesting a date, sexual contact, or any activity
intended for the sexual gratification of the employee; engaging in conversations regarding the sexual problems,
preferences, or fantasies of either party; inappropriate hugging, kissing, or excessive touching; suggestions that
a romantic relationship is desired after the student graduates, including post-graduation plans for dating or
marriage; telephoning or texting students at home or elsewhere to solicit unwelcome social relationships;
physical contact that would reasonably be construed as sexual in nature; threatening or enticing students to
engage in sexual behavior in exchange for grades or other school-related benefit; requests for sexual favors;
sexually motivated physical, verbal, or nonverbal conduct when the conduct affects the student’s ability to
participate in or benefit from a program or activity; or conduct of a sexual nature that creates an intimidating,
threatening, hostile or offensive educational environment.
Sexual harassment of students by employees is always a violation of law and will result in appropriate
disciplinary action up to and including termination from employment and referral to appropriate law
enforcement authorities.
STET/HMPS employees are generally encouraged to report an action or suspected action that is illegal or in
violation of any adopted Board policy. Good faith reports may be made without fear of reprisal.
Any sexual or romantic relationship between a student and a STET/HMPS employee is always prohibited, even
if consensual.
Reporting Suspected Child Abuse

All employees with reasonable cause to believe that a child’s physical or mental health or welfare has been
adversely affected by abuse or neglect, as defined by Texas Family Code §261.001, are required by state law to
make a report to a law enforcement agency, Child Protective Services (CPS), or appropriate state agency (e.g.,
state agency operating, licensing, certifying, or registering the facility) within 48 hours of the event that led to
the suspicion. Alleged abuse or neglect involving a person responsible for the care, custody, or welfare of the
child (including a teacher) must be reported to CPS.
Employees are also required to make a report if they have cause to believe that an adult was a victim of abuse
or neglect as a child and they determine in good faith that the disclosure of the information is necessary to
protect the health and safety of another child, elderly person, or person with a disability.
67
Reports to CPS can be made online at https://www.txabusehotline.org/Login/Default.aspx or to the Texas
Abuse Hotline (800-252- 5400). State law specifies that an employee may not delegate to or rely on another
person to make the report.
Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is
immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is
prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who
participates in an investigation regarding an allegation of child abuse or neglect.
An employee’s failure to make the required report may result in prosecution as a Class A Misdemeanor. The
offense of failure to report by a professional may be a state jail felony if it is shown the individual intended to
conceal the abuse or neglect. In addition, a certified employee’s failure to report suspected child abuse may
result in disciplinary procedures by SBEC for a violation of the Educators Code of Ethics and Standard
Practices for Texas Educators.
Employees who suspect that a student has been or may be abused or neglected should also report their concerns
to the campus principal. This includes students with disabilities who are no longer minors. Employees are not
required to report their concern to the principal before making a report to the appropriate agencies. Reporting
the concern to the principal does not relieve the employee of the requirement to report to the appropriate state
agency.
In addition, employees must cooperate with child abuse and neglect investigators. Interference with a child
abuse investigation by denying an interviewer's request to interview a student at school or requiring the
presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited.
Sexual Abuse and Maltreatment of Children

As an employee, it is important for you to be aware of warning signs that could indicate a child may have been
or is being sexually abused or otherwise maltreated. If providing distance/virtual learning, please remain
diligent in identifying and reporting suspicions of child abuse and neglect that may surface while providing this
platform of instruction.
Sexual abuse in the Texas Family Code is defined as any sexual conduct harmful to a child’s mental, emotional,
or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct with a child.
Maltreatment is defined as abuse or neglect. Anyone who suspects that a child that a child has been or may be
abused or neglected has a legal responsibility under state law for reporting the suspected abuse or neglect
following the procedures described above in Reporting Suspected Child Abuse.
Whistleblower Complaints
The Texas Whistleblower Act (“TWA”) protects employees who make good faith reports of violations of law
by STET/HMPS or another employee to an appropriate law enforcement authority. STET/HMPS is prohibited
from suspending, terminating the employment of, or taking other adverse personnel action against an employee
who makes a report under the TWA.
An employee who alleges a violation of whistleblower protection must file a written complaint to the HR
68
Department no later than the 90th day after the date on which the alleged suspension, termination, or other
adverse employment action occurred or was discovered by the employee through reasonable diligence.
Following receipt of a whistleblower complaint, the Superintendent or designee will conduct an investigation
and issue a written response to the complaint. An employee who is dissatisfied with the outcome of the
investigation may file an appeal to the Board through the Grievances Process described in the Handbook
beginning at Level Three.
STET/HMPS may shorten its general timelines for investigating employee complaints and concerns to allow
the Board of Directors to make a final decision within 60 calendar days of the initiation of the complaint. If the
Board of Directors does not render a final decision before the 61st day after a whistleblower complaint is filed,
an employee may:
1. Exhaust the ST complaint procedure, in which case the employee must sue not later than the 30th
day after the date those procedures are exhausted to obtain relief under the TWA; or
1. Terminate the school’s complaint procedures and sue within the timelines established by the TWA.
State law also provides employees with the right to report a crime witnessed at the school to any peace officer
with authority to investigate the crime.
Fraud and Financial Impropriety

All employees should act with integrity and diligence in duties involving the district's financial resources. The
district prohibits fraud and financial impropriety, as defined below. Fraud and financial impropriety includes,
but is not limited to, the following:
1. Forgery or unauthorized alteration of any document or account belonging to the district.
2. Forgery or unauthorized alteration of a check, bank draft, or any other financial document.
3. Misappropriation of funds, securities, supplies, or other district assets, including employee time.
4. Impropriety in the handling of money or reporting of district financial transactions.
5. Profiteering as a result of insider knowledge of district information or activities.
6. Unauthorized disclosure of confidential or proprietary information to outside parties.
7. Unauthorized disclosure of investment activities engaged in or contemplated by the district.
8. Accepting or seeking anything of material value from contractors, vendors, or other persons
providing services or materials to the district, except as otherwise permitted by law or district policy.
9. Destroying, removing, or inappropriately using records, furniture, fixtures, or equipment.
10. Failing to provide financial records required by federal, state or local entities.
11. Failure to disclose conflicts of interest as required by state law or district policy.
12. Failure to comply with requirements imposed by law, the awarding agency, or a pass-through entity
for state and federal awards.
13. Any other dishonest act regarding the finances of the district.
Conflict of Interest
Employees are required to disclose to their principal/supervisor any situation that creates a potential conflict of
69
interest with proper discharge of assigned duties and responsibilities or creates a potential conflict of interest
with the best interests of the district. This includes the following: A personal financial interest, a business
interest, any other obligation or relationship, or non-school employment. An employee with a substantial
interest in a business entity or interest in real property must disclose the interest to the district prior to the
award of a contract or authorization of payment. This is done by filing an affidavit with the Business
Manager/Superintendent. An employee is also considered to have substantial interest if a close family member
(e.g., spouse, parent, child, or spouse's parent or child) has a substantial interest.
Loans, Advances, Fundraisers

In an effort to avoid conflicts of interest, employees are prohibited from asking or forcing coworkers, superiors
or central administration for personal loans or advances. Personal fundraisers must need central administration
approval. Central Administration reserves the right to deny fundraising requests if such fundraiser poses a
conflict of interest, is unethical or unlawful, or creates a hardship for the district.
Gifts and Favors

Employees may not accept gifts or favors that could influence, or be construed to influence, the employee's
discharge of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that
might reasonably tend to influence the selection of textbooks, electronic textbooks, instructional materials or
technological equipment may result in prosecution of a Class B misdemeanor offense. This does not include
staff development, teacher training, or instructional materials, such as maps or worksheets, that convey
information to students or contribute to the learning process.
Associations and Political Activities

The district will not directly or indirectly discourage employees from participating in political affairs or
require any employee to join any group, club, committee, organization or association, employees may join or
refuse to join any professional association or organization.
An individual's employment will not be affected by membership or a decision not to be a member of any
employee organization that exists for the purpose of dealing with employers concerning grievances, labor
disputes, wages, rates of pay, hours of employment, or conditions of work. Use of district resources including
work time for political activities is prohibited.
The district encourages personal participation in the political process, including voting. Employees who need
to be absent from work to vote during the early voting period or on election day must communicate with their
principal/supervisor prior to the absence and must use any available leave.
Alcohol and Drug-Abuse Prevention

STET/HMPS is committed to maintaining an alcohol-and drug-free environment and will not tolerate the use
of alcohol or illegal drugs in the workplace and at school-related or school-sanctioned activities on or off
school property. Employees who use or are under the influence of alcohol or illegal drugs as defined by the
Texas Controlled Substances Act during working hours may be terminated.
70
Tobacco and E-Cigarette Use
State law prohibits smoking, using tobacco products, or e-cigarettes on all district-owned property and at
school-related or school-sanctioned activities, on or off school property. This includes all buildings, playground
areas, parking facilities, and facilities used for athletics and other activities. Drivers of district-owned vehicles
are prohibited from smoking, using tobacco products or e-cigarettes while inside the vehicle
Criminal History Background Checks

Criminal history background checks will be conducted upon hire for all prospective volunteers and applicants
for employment as required by Chapter 22 of the Texas Education Code prior to employment or the
commencement of volunteer service. Additionally, as allowed by state law, current employees and volunteers
may be subject to a review of their criminal history record information at any time during employment or
volunteer services. National criminal history checks based on an individual’s fingerprints, photo, and other
identification will be conducted on certain employees and entered into the Texas Department of Public Safety
(DPS) Clearinghouse. This database provides the district and SBEC with access to an employee’s current
national criminal history and updates to the employee’s subsequent criminal history.
Information collected on an individual to comply with the requirements listed above is confidential and may
not be released except as authorized by law or with the consent of the person who is the subject of the
information. All employees and applicants must complete the Authorization for Criminal History Background
Check form accompanying this Handbook.
Prohibition Against Employing Individuals Convicted of Certain Offenses

STET/HMPS may not hire an individual who is prohibited from serving as an officer or employee of an
open-enrollment charter school under Texas Education Code § 12.120(a). Additionally, STET/HMPS shall
discharge or refuse to hire an employee or applicant for employment if it obtains information through a
criminal history review that:
1. The employee or applicant has been convicted of or placed on deferred adjudication community
supervision for an offense for which a defendant is required to register as a sex offender under Chapter
62, Code of Criminal Procedure; or:
2. The employee or applicant has been convicted of:
1. A felony under Penal Code Title 5, if the victim of the offense was under 18 years of age at the
time the offense was committed, or
2. An offense under the laws of another state or federal law that is the equivalent to an offense
under item 1 above (relating to registration as a sex offender).
However, while STET/HMPS may not be required by law to discharge or refuse to hire an employee or
applicant if the person committed an offense under Title 5, Penal Code, and:
71
1. The date of the offense is more than 30 years before:
1. June 15, 2007 in the case of an employee’s employment by STET/HMPS as of that date; or
2. The date the applicant’s employment will begin, in the case of a person applying for
employment with STET/HMPS after June 15, 2007; and
2. The employee or applicant for employment satisfied all terms of the court order entered on conviction.
STET/HMPS may make employment decisions in accordance with its policy regarding employment of
personnel with criminal histories (or arrested or charged with a criminal offense). STET/HMPS’ policy
regarding employment of personnel with criminal histories is as follows:
As allowed by Commissioner of Education rule, a person may not serve as a STET/HMPS officer or employee
if the person has been convicted of:
1. A misdemeanor involving moral turpitude or any felony;

2. An offense listed in Texas Education Code § 37.007(a); or
3. An offense listed in Code of Criminal Procedure, Article 62.001(5).
Additionally, STET/HMPS shall discharge or refuse to hire a person listed on the registry of persons not
eligible for employment in Texas schools, as maintained and made available by the Texas Education Agency
(“TEA”).
STET/HMPS may discharge an employee if it obtains information of the employee’s conviction of a felony or
misdemeanor involving moral turpitude that the employee did not disclose to STET/HMPS or the State Board
of Educator Certification (“SBEC”).
Except as required by state or federal law or as determined by STET/HMPS to be in the best interest of student
and employee safety (and in accordance with applicable law), STET/HMPS does not automatically prohibit
employment or refuse to consider an application for employment solely on the grounds that an
applicant/employee has a prior criminal record. STET/HMPS does not prohibit employment or refuse to
consider an application for employment based solely on the grounds that the applicant/employee has been
arrested. Instead, STET/HMPS reviews these circumstances on a case-by-case basis.
STET/HMPS reserves the right to annually (or more frequently) perform criminal history record checks on
current employees.
Fingerprinting
In accordance with state law, STET/HMPS requires all employees to complete the fingerprinting process
implemented by the SBEC and the Texas Department of Public Safety (“TDPS”) prior to employment.
72
Employee Arrests and Convictions
An employee must notify his or her principal or immediate supervisor within three calendar days of any
arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any felony, any offense
involving moral turpitude, and any of the other offenses listed below:
1. Crimes involving school property or funds
2. Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or
permit that would entitle any person to hold or obtain a position as an educator
3. Crimes that occur wholly or in part of school property or at a school-sponsored activity
4. Crimes involving moral turpitude. Moral turpitude includes, but is not limited to, the following:
a. Dishonesty
b. Fraud
c. Deceit
d. Theft
e. Misrepresentation
f. Deliberate violence
g. Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor
h. Crimes involving any felony possession or conspiracy to possess, or any misdemeanor or
felony transfer, sale, distribution, or conspiracy to transfer, sell or distribute any controlled
substance
i. Felonies involving driving while intoxicated (DWI)
j. Acts constituting abuse under the Texas Family Code
If an educator is arrested or criminally charged, the superintendent is also required to report the educator’s
criminal history to the Division of Investigations at TEA.
Certified Employees. The superintendent and directors are required to report the misconduct or criminal
history of a certified employee or individual applying for certification or permit to TEA Division of Educator
Investigations. Information about misconduct or allegations of misconduct of a certified employee obtained by
a means other than the criminal history clearinghouse that results in termination, resignation, or criminal
history (e.g., arrest, indictment, prosecution, conviction, or other disposition by the criminal justice system,
including probation and deferred adjudication) will be reported to TEA.
Misconduct or allegations of misconduct include:
● Abused or otherwise committed an unlawful act with a student or minor

● Possessed, transferred, sold, or distributed a controlled substance
● Illegally transferred, appropriated, or expended school property or funds
● Attempted by fraudulent means to obtain or alter any certificate or permit to gain employment or
additional compensation
73
● Committed a criminal offense on school property or at a school-sponsored event, or
● Solicited or engaged in sexual conduct or a romantic relationship with a student or minor
Uncertified Employees. Misconduct or criminal history of an uncertified employee also must be reported to
TEA. Information about misconduct or the allegations of misconduct obtained by a means other than the
criminal history clearinghouse that results in termination, resignation, or criminal history (e.g., arrest,
indictment, prosecution, conviction, or other disposition by the criminal justice system, including probation and
deferred adjudication) will be reported to TEA.
Misconduct or allegations of misconduct include:
● Abuse or unlawful act with a student or minor, or

● Involvement in a romantic relationship with or solicited or engaged in sexual contact with a student or
minor
Possession of Firearms and Weapons

Employees, visitors, and students, including those with a license to carry a handgun, are prohibited from
bringing firearms, knives, clubs, or other prohibited weapons onto school premises (i.e., building or portion
of a building) or any grounds or building where a school sponsored activity takes place. A person, including
an employee, who holds a license to carry a handgun may transport or store a handgun or other firearm or
ammunition in a locked vehicle in a parking lot, garage, or other district provided parking area, provided the
handgun or firearm or ammunition is properly stored, and not in plain view. To ensure the safety of all
persons, employees who observe or suspect a violation of the district's weapons policy should report it to
their principal/supervisor immediately.
Visitors in the Workplace

All visitors are expected to enter any district facility through the main entrance and sign in or report to the
building's main office. Authorized visitors will receive directions or be escorted to their destination.
Employees who observe an unauthorized individual on the district premises should immediately direct him
or her to the building office or contact the administrator in charge. Visitors of employees are not allowed
during instructional time or during office work hours. STET/HMPS also reserves the right to deny visitors
in the workplace during pandemics and other natural disaster cases for safety and precautionary measures.
Pest Control Treatment

Employees are prohibited from applying any pesticide or herbicide without appropriate training and prior
approval of the district. Any application of pesticide or herbicide must be done in a manner prescribed by law
and the district’s integrated pest management program.
Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment
begins. In addition, individual employees may request in writing to be notified of pesticide applications. An
employee who requests individualized notice will be notified by telephone, written, or electric means.
74
Assignment of School District Property
Any and all school district property assigned is for the sole use of district related educational and
administrative purposes and is expected to be maintained and cared for.. Property may include but not limited
to desktop computers, laptops, printers, cell phones, keys and uniforms. Upon termination of employment
whether voluntary or involuntary; all school district property must be returned within 10 days from the last
date of employment. Failure to return such property may be considered theft of school district property and
reported to the appropriate local authorities. In addition, an employee may be subject to payroll deduction of
the cost of unreturned assigned school district property.
Phone Use
School telephones are to be used for school business only. Personal long distance calls charged to the school
are not allowed. Personal cellular phone use is prohibited during working hours. If the employee has to
make an emergency call, then the principal/supervisor should be notified; emergency phone calls are allowed
in the office.
Personal Business
No employee of STET/HMPS. is to conduct personal business during business hours. This includes soliciting
business from employees or students/parents and use of cell phones or company phones in order to conduct
business unrelated to STET/HMPS. Any employee that violates this regulation will be subject to disciplinary
action including termination.
Family Educational Rights and Privacy Act

Student records are confidential and protected from unauthorized inspection or use. Employees with access to
student information and/or performance data will consistently and uniformly maintain the privacy and
confidentiality of this information in accordance with the Family Educational Rights and Privacy Act
(“FERPA”).
HIPAA
The Health Insurance Portability and Accountability Act of 1996 (“HIPAA”) established rules for protecting
individual Personal Health Information (“PHI”). HIPAA provides individuals certain rights regarding their PHI,
and requires employers and other individuals to adhere to restrictions on how PHI is disclosed. Every employee
should respect the rights of others and only disclose PHI about themselves and others to those with a need to
know. Disclosure of PHI without the written approval of the individual is a violation of federal law.
GENERAL PROCEDURES
Bad Weather Closing
The district may close schools because of severe weather, epidemics, or other emergency conditions. When
such conditions exist, the superintendent will make the official decision concerning the closing of the district's
facilities. In the event that school is delayed for a one or two hour postponement, personnel should follow the
listed procedures.
1. Food service, custodians and maintenance personnel shall report to work as directed by their
principal/supervisor.
2. Aides, clerical, teachers and central office personnel will report at the adjusted start time.
3. Campus administrators will report at the normally scheduled time.
75
When it becomes necessary to open late, to release students early, or to cancel school, district officials will post
a notice on the district's website, social media platforms, and notify the following television stations:
• KGBT-TV (CBS)
• KRGV-TV (ABC)
Staff members are required to notify their campus administrator in the event of any extenuating circumstances
that would prevent them from adhering to the above procedures. For documentation purposes, staff members
will need to indicate their absence(s) due to weather or other reasons on the district/campus approved absence
form.
Emergencies
All employees should be familiar with the safety procedures for responding to emergencies, including a
medical emergency. Employees should locate evacuation diagrams posted in their work areas and be familiar
with shelter in place, lockout, and lockdown procedures. Emergency drills will be conducted to familiarize
employees and students with safety and evacuation procedures.
Fire extinguishers are located throughout all district buildings. Employees should know the location of the
extinguishers nearest their place of work and how to use them.
Name and Address Changes

It is important employment records be kept up to date. Employees must notify the Human Resources
Department if there are any changes or corrections to their name, home address, home telephone number,
marital status, emergency contact, or beneficiary. A copy of the employee's social security card is required for
all name changes. Forms to process a change in personal information can be obtained from the school website
or from the HR Department.
Service Record Requests

Service Record requests made by current employees, former employees, or school districts must be submitted
to the Human Resources Department by completing the Service Record Request Form found on the HMPS
Human Resources webpage. Service records may take up to 30 days from the date of the request or the final
working day (whichever came first) for processing and completion.
Purchasing Procedures
All requests for purchases must be submitted to the Purchasing Department on an official electronic requisition
form with the appropriate approval signatures. No purchases, charges, or commitments to buy goods or
services for the district can be made without a Purchase Order number issued by the STET/HMPS Accounts
Payable Department. The school district will not reimburse employees or assume responsibility for purchases
made without authorization. Additionally, employees are not permitted to purchase supplies or equipment for
personal use. Contact STET/HMPS Purchasing Department for additional information on purchasing
procedures. Only the Superintendent or assigned designee may sign contracts or negotiate grants.
District Mail
All district mail will be opened by designated staff. No personal mail or packages are to be mailed or received
through the district mail.
Building Use
Employees who wish to use district facilities after school hours must follow established procedures. The
Superintendent or designee is responsible for scheduling the use of facilities after school hours. Contact the
Superintendent to request the use of school facilities and to obtain information on fees charged.
76
Parking on School Property
STET/HMPS is not responsible for any damage or theft to vehicles parked on school district property.
Use of Personal Vehicles

Employees conducting school-related business in their personal vehicles are expected to be in compliance with
all state laws related to vehicle insurance coverage requirements. If involved in an accident while on
school-related business, personal vehicle insurance takes precedence.
77
Grievance Policy

108802 (Local Policy)
PERSONNEL-MANAGEMENT RELATIONS: Employee Complaint/Grievances
GUIDING PRINCIPLES INFORMAL PROCESS

The Board encourages employees to discuss their concerns and complaints through informal conferences with
their principal or other appropriate administrator.
Concerns should be expressed as soon as possible to allow early resolution at the lowest possible administrative
level.
DIRECT COMMUNICATION WITH BOARD MEMBERS

Employees shall not be prohibited from communicating with a member of the Board regarding District
operations except when communication between an employee and a Board member would be inappropriate
because of a pending hearing or appeal related to the employee.
FORMAL PROCESS
If an informal conference regarding a complaint fails to reach the outcome requested by the employee, he or
she may initiate the formal process described below by timely filing a written complaint form.
Even after initiating the formal complaint process, employees are encouraged to seek informal resolution of
their concerns. An employee whose concerns are resolved may withdraw a formal complaint at any time.
The process described in this policy shall not be construed to create new or additional rights beyond those
granted by law or Board policy, nor to require a full evidentiary hearing or "mini-trial" at any level.
The District shall inform employees of this policy.
NOTICE TO EMPLOYEES FREEDOM FROM RETALIATION

Neither the Board nor any District employee shall unlawfully retaliate against an employee for bringing a
concern or complaint.
COMPLAINTS AGAINST
Complaints alleging a violation of law by a supervisor may be made to the Superintendent or designee.
Complaints alleging a violation of law by the Superintendent may be made directly to the Board or designee.
COMPLAINTS
In this policy, terms "complaint" and "grievance" shall have the same meaning. This policy shall apply to all
employee complaints, except as provided below.
EXCEPTIONS
This policy shall not apply to:
1. Complaints alleging discrimination,including violations of Title IX (gender), Title VII (sex, race,
color, religion, national origin), ADEA (age) or Section 504 (disability)
2. Complaints alleging certain forms of harassment, including harassment by a principal and violations
of Title VII.
3. Complaints concerning retaliation relating to discrimination and harassment
4. Complaints concerning instructional materials
5. Complaints concerning a commissioned peace officer who is an employee of the District
78
FILING
Complaint forms and appeal notices may be filed by hand-delivery, by electronic communication (including
e-mail and fax), or by U.S. Mail. Hand-delivered filing shall be timely filed if received by the appropriate
administrator or designee by the close of business on the deadline. Filings submitted by electronic
communication shall be timely filed if they are received by the close of business on the deadline, as indicated
by the date/time shown on the electronic communication. Mail filing shall be timely filed if they are
postmarked by U.S. Mail on or before the deadline and received by the appropriate administrator or designated
representative no more than three days after the deadline.
SCHEDULING CONFERENCES
The District will make reasonable attempts to schedule conferences at a mutually agreeable time. If the
employee fails to appear at a scheduled conference, the District may hold the conference and issue a decision in
the employee’s absence.
RESPONSE
At Levels One and Two, "response" shall mean a written communication to the employee from the appropriate
administrator. Responses may be hand delivered or sent by U.S. Mail to the employee's mailing address of
record. Mailed responses shall be timely if they are postmarked by U.S. mail on or before the deadline.
If the administrator addressing the complaint determines that additional time is needed to complete a thorough
investigation of the complaint and/or to issue a response, the administrator shall inform the grievant in writing
of the necessity to extend the response time and a specific date by when the response will be issued.
A grievance official who fails to meet a time requirement, without providing written notice of an extended
deadline, shall be considered to have denied the complaint as of the date of the missed deadline.
DAYS
"Days" shall mean District business days, unless otherwise noted. In calculating time lines under this policy,
the day a document is filed is "day zero." The following business day is "day one."
REPRESENTATIVE
"Representative" shall mean any person who or an organization that does not claim the right to strike and is
designated by the employee to represent him or her in the complaint process.
The employee may designate a representative through written notice to the District at any level of this process.
If the employee designates a representative with fewer than three days' notice to the District before a scheduled
conference or hearing, the District may reschedule the conference or hearing to a later date, if desired, in order
to include the District's counsel. The District may be represented by counsel at any level of the process.
CONSOLIDATING COMPLAINTS
Complaints arising out of an event or a series of related events shall be addressed in one complaint. Employees
shall not bring separate or serial complaints arising from any event or series of events that have been or could
have been addressed in a previous complaint
When two or more complaints are sufficiently similar in nature and remedy sought to permit their resolution
through one proceeding, the District may consolidate the complaints.
UNTIMELY FILINGS
All time limits shall be strictly followed unless modified by mutual written consent.
If a complaint form or appeal notice is not timely filed, the complaint may be dismissed, on written notice to
the employee, at any point during the complaint process. The employee may appeal the dismissal by seeking
review in writing within ten days from the date of the written dismissal notice, starting at the level at which the
complaint was dismissed. Such appeal shall be limited to the issue of timeliness.
79
COSTS INCURRED
Each party shall pay its own cost incurred in the course of the complaint.
COMPLAINT FORM
Complaints under this policy shall be submitted in writing on a form provided by the District.
Copies of any documents that support the complaint should be attached to the complaint form. If the employee
does not have copies of these documents, they may be presented at the Level One conference. After the Level
One conference, no new documents may be submitted by the employee unless the employee did not know the
documents existed before the Level One conference.
A complaint form that is incomplete in any material aspect may be dismissed, but may be refilled with all the
required information if the refilling is within the designated time for filing a complaint.
AUDIO RECORDING
As provided by law, an employee shall be permitted to make an audio recording of a conference or hearing
under this policy at which the substance of the employee's complaint is discussed. The employee shall notify all
attendees present that an audio recording is taking place.
LEVEL ONE
Complaint forms must be filed:
1. Within 15 days of the date the employee first knew, or with reasonable diligence should have known,
of the decision or action giving rise to the complaint or grievance; and
2. With the lowest level administrator who has the authority to remedy the alleged problem. In most
circumstances, employees on a school campus shall file Level One complaints with the campus
principal; other District employees shall file Level One complaints with their immediate supervisor.
If the only administrator who has authority to remedy the alleged problem is the Superintendent or designee,
the complaint may begin at Level Two following the procedure, including deadlines, for filing the complaint
form at Level One.
If the complaint is not filed with the appropriate administrator, the receiving administrator must note the date
and time the complaint form was received and immediately forward the complaint form to the appropriate
administrator.
The appropriate administrator shall investigate as necessary and hold a conference with the employee within
ten days after receipt of the written complaint. The administrator may set reasonable time limits for the
conference.
The administrator shall provide the employee a written response within ten days following the conference. The
written response shall set forth the basis of the decision. In reaching a decision, the administrator may consider
information provided at the Level One conference and any other relevant documents or information the
administrator believes will help resolve the complaint.
LEVEL TWO
If the employee did not receive the relief requested at Level One or if the time for a response has expired, the
employee may request a conference with the Superintendent or designee to appeal the Level One decision.
The appeal notice must be filed in writing, on a form provided by the District, within ten days of the date of the
written Level One response or, if no response was received, within ten days of the Level One response
deadline.
After receiving notice of the appeal, the Level One administrator shall prepare and forward a record of the
Level One complaint to the Level Two administrator. The employee may request a copy of the Level One
record.
80
The Level One record shall include:
1. The original complaint form and any attachments.
2. All other documents submitted by the employee at Level One.
3. The written response issued at Level One and any attachments.
4. All other documents relied upon by the Level One administrator in reaching the Level One decision.
The Superintendent or designee shall hold a conference within ten days after the appeal notice is filed. The
conference shall be limited to the issues presented by the employee at Level One and identified in the Level
Two appeal notice. At the conference, the employee may provide information concerning any documents or
information relied upon by the administration for the Level One decision. The Superintendent or designee may
set time limits for the conference.
The Superintendent or designee shall provide the employee a written response within ten days following the
conference. The written response shall set forth the basis of the decision. In reaching a decision, the
Superintendent or designee may consider the Level One record, information provided at the Level Two
conference, and any other relevant documents or information the Superintendent or designee believes will help
resolve the complaint.
Recordings of the Level One and Level Two conferences, if any, shall be maintained with the Level One and
Level Two records.
LEVEL THREE
If the employee did not receive the relief requested at Level Two or if the time for a response has expired, the
employee may appeal the decision to the Board.
The appeal notice must be filed in writing, on a form provided by the District, within ten days of the date of the
written Level Two response or, if no response was received, within ten days of the Level Two response
deadline. The Superintendent or designee shall inform the employee of the date, time, and place of the Board
meeting at which the complaint will be on the agenda for presentation to the Board.
The Superintendent or designee shall provide the Board the record of the Level Two complaint. The employee
may request a copy of the Level Two record.
The Level Two record shall include:

1. The Level One record.
2. The written response issued at Level Two and any attachments.
3. All other documents relied upon by the administration in reaching the Level Two decision.
If at the Level Three hearing the administration intends to rely on evidence not included in the Level Two
record, the administration shall provide the employee notice of the nature of the evidence at least three days
before the hearing.
The District shall determine whether the complaint will be presented in open or closed meeting in accordance
with the Texas Open Meetings Act and other applicable law.
The presiding officer may set reasonable time limits and guidelines for the presentation including an
opportunity for the employee and administration to each make a presentation and provide rebuttal and an
opportunity for questioning by the Board. The Board shall hear the complaint and may request that the
administration provide an explanation for the decisions at the preceding levels.
In addition to any other record of the Board meeting required by law, the Board shall prepare a separate record
of the Level Three presentation. The Level Three presentation, including the presentation by the employee or
the employee's representative, any presentation from the administration, and questions from the Board with
responses, shall be recorded by audio recording, video/audio recording, or court reporter.
The Board shall then consider the complaint. It may give notice of its decision orally or in writing at any time
81
up to and including the next regularly scheduled Board meeting. If the Board does not make a decision
regarding the complaint by the end of the next regularly scheduled meeting, the lack of a response by the Board
upholds the administrative decision at Level Two. A decision by the Board, if any, is final and may not be
appealed.
82
108802 (Local Policy)
PERSONNEL-MANAGEMENT RELATIONS: EXHIBITS
The forms on the following pages are provided to assist the District in processing employee
complaints/grievances.
Exhibit A: Employee Complaint Form - Level One - 2 pages
Exhibit B: Response to Level One Complaint - 1 page
Exhibit C: Level Two Appeal Notice - 1page
Exhibit D: Response to Level Two Appeal -1page
Exhibit E: Level Three Appeal Notice - 1page
Exhibit F: Board's Response to Level Three Appeal - 1 page
83
EXHIBIT A
EMPLOYEE COMPLAINT FORM - LEVEL ONE (Page 1 of 2)
To file a formal complaint, please fill out this form completely and submit it by hand delivery, fax, or U.S. Mail
to the appropriate administrator within the time established in DGBA (LOCAL). All complaints will be heard
in accordance with DGBA (LEGAL) and (LOCAL) or any exceptions outlined therein.
1. Name
2. Address
Telephone number ( ) ___________________________________
3. Position _____________________________
Campus/Department__________________________
4. If you will be represented in voicing your complaint, please identify the person representing you.
Name
Address
Telephone number ( ) ____________________________________
5. Please describe the decision or circumstances causing your complaint (give specific factual details):
6. What was the date of the decision or circumstances causing your complaint?
7. Please explain how you have been harmed by this decision or circumstance:
84
EMPLOYEE COMPLAINT FORM - LEVEL ONE (Page 2 of 2)
8. Please describe any efforts you have made to resolve your complaint informally and the responses to
your efforts:
With whom did you communicate?
On what date?
9. Please describe the outcome or remedy you seek for this complaint:
Employee signature
Signature of employee's representative
Date of filing
Complainant, please note:
A complaint form that is incomplete in any material way may be dismissed, but may be re-filed with all the
required information if the re-filing is within the designated time for filing a complaint.
Attach to this form any documents you believe will support the complaint; if unavailable when you submit this
form, they may be represented no later than the Level One conference. Please keep a copy of the completed
form and any supporting documentation for your records.
85
EXHIBIT B
RESPONSE TO LEVEL ONE COMPLAINT
Date _____________________
_______________________________________
Name of Complainant
Address of Complainant
_________________________________________
_________________________________________
Dear _____________________________________
Having considered the complaint we discussed in our Level One conference on
(date), I have decided on the following response:
[Note: When preparing the letter, include only one of the following sentences.]
For the following reasons, I am unable to provide the remedy you seek:
I will take the following actions to grant the remedy you seek for your complaint:
Although I am unable to provide the full remedy you seek for your complaint, I will take the following actions
to provide a partial remedy:
(signature of supervisor, principal, or other appropriate administrator)

To appeal this response, you must file a written notice of appeal with the appropriate administrator within the
time limit set in DGBA (LOCAL). The necessary forms are available at ________________ during regular
business hours.
86
EXHIBIT C
LEVEL TWO APPEAL NOTICE
To appeal a Level One decision or the lack of timely response after Level one conference, please fill out this
form completely and submit it by hand delivery, fax, or U.S. Mail to the Superintendent or designee within the
time established on DGBA (LOCAL). Appeals will be heard in accordance with DGBA (LEGAL) and
(LOCAL) or any exceptions outlined therein.
1. Name
2. Address
Telephone number ( ) _________________________________
3. Position ____________________________
Campus/Department __________________________
Name
Address
Telephone number ( ) _____________________________________
5. To whom did you present your complaint at Level One?
Date of Conference
Date you received a response to the Level One Conference
6. Please explain specifically how you disagree with the outcome at Level One:
7. Attach a copy of your original complaint and any documentation submitted at Level One.
8. Attach a copy of the Level One response being appealed, if applicable
Employee signature
Date of filing
87
EXHIBIT D
RESPONSE TO LEVEL TWO APPEAL
Date _____________________
Name of Complainant)
______________________________________________
______________________________________________
______________________________________________
Dear __________________________________________
Having considered the appeal you presented at Level Two on
(date), I have decided on the following response:
[Note: When preparing the letter, include only one of the following sentences.]
I am unable to grant your appeal and have instructed (name) to find a resolution in keeping with the remedy
you seek.
Although I am unable to fully grant your appeal, I have instructed (name) to take the following actions as a
partial remedy to your complaint.
(signature of Superintendent or designee)

To appeal this response, you must file a written notice of appeal with the appropriate administrator within the
time limits set in DGBA (LOCAL). The necessary forms are available at _____________________________
during regular business hours.
88
EXHIBIT E
LEVEL THREE APPEAL NOTICE
To appeal a Level Two decision or the lack of timely response after Level Two Conference, please fill out this
form completely and submit it by hand delivery, fax, or U.S. Mail to the Superintendent or designee within the
time established on DGBA (LOCAL). Appeals will be heard in accordance with DGBA (LEGAL) and
(LOCAL) or any exceptions outlined therein.
1. Name
2. Address
Telephone number ( ) _________________________________
3. Position __________________________ Campus/Department ______________________________
Name
Address
Telephone number ( )___________________________________
5. To whom did you present your appeal at Level Two?
Date of Conference
Date you received a response to the Level Two Conference
6. Please explain specifically how you disagree with the outcome at Level Two:
7. Do you want the Board to hear this appeal in open session?

Please be aware that the Texas Open Meetings Act may prevent the Board from granting a request for open
session.
8. Attach a copy of your original complaint and any documentation submitted at Level One and a copy of
your Level Two appeal notice.
9. Attach a copy of the Level Two response being appealed, if applicable
Employee signature

Date of filing
89
EXHIBIT F
BOARD'S RESPONSE TO LEVEL THREE APPEAL
Date __________________________
Name of Complainant)
_______________________________________
________________________________________
_________________________________________
Dear _________________________________________
Having heard the representation of your appeal at Level Three, the Board took the following action at its
meeting on (date):
{Note: When preparing the letter or announcing the decision at the Board meeting, include only one of the
following sentences.]
We have denied the appeal and have upheld the decision made by the Superintendent (or designee) at Level
Two.
We have granted the appeal and have instructed the Superintendent to find a resolution in keeping with the
remedy you seek.
We have we partially denied and partially granted the appeal and have instructed the Superintendent as follows:
Sincerely,
President of the Board of Trustees
90
TERMINATION OF EMPLOYMENT
Employees may be terminated, demoted, or suspended for just cause which may be generally described as any
conduct, action, or inaction, arising from, connected with, or impacting on the employee's work, whether on or off
duty, that is inconsistent with the employee's obligations to the employer; or conduct reflecting a disregard of the
employer's interests, policies or procedures. Just cause includes, but is not limited to, inefficiency, unacceptable
performance, incompetence, misconduct, negligence, insubordination, or conviction of a felony or misdemeanor under
the provisions of the Criminal Offender Employment Act.
Although impossible to cite an all-inclusive list of actions, which constitute just cause, examples include but are
not limited to:
1. Falsification of documents.
2. Threatening, fighting, assaulting, or abusive behavior towards a principal, student, employee, guest or
customer of STET/HMPS, including “horseplay or provoking a fight between others.
3. Sexual harassment of an employee, student, or guest of STET/HMPS on or off campus which may
explicitly or implicitly affect an employee's performance or unreasonably interferes with a person's
employment or academic endeavors.
4. Engaging in discrimination, harassment, or retaliation in any form.
5. Engaging in or soliciting a romantic, sexual, or otherwise inappropriate relationship with a student,
regardless of whether the relationship is consensual.
6. Jeopardizing the safety or health of an employee (including oneself) student, guest or customer of
STET/HMPS.
7. Behaviors that interfere with a student’s safety or cause an unsafe environment.
8. Corporal punishment (meaning the infliction of physical pain by hitting, paddling, spanking, slapping, or
any other physical force used as a means of discipline) or verbal abuse of students, or the use of profanity
or other language that is intended to belittle or degrade a student.
9. Failure to report child abuse or neglect as required by Chapter 261 of the Texas Family Code.
10. Dishonesty or intentional fabrication of events.
11. Dishonest, immoral, or illegal conduct while on duty and/or on school property that would tend to bring
discredit to the District.
12. Engaging in malicious gossip, spreading rumors, or otherwise engaging in behavior designed to create
discord and lack of harmony or otherwise interfere with the job performance of fellow employees or
service providers.
13. Engaging in rudeness, disrespectful, or unprofessional behavior toward parents and school contractors or
vendors.
14. Negligent, incompetent, inefficient or unacceptable performance of duties.
15. Willful disregard of reasonable directives or policies or a defiant attitude of noncompliance toward
regulations, directives or policies applicable to an employee.
16. Conduct that interferes with the efficient operation of STET/HMPS.
17. Disrupting the work environment.
[91]
18. Engaging in an act of sabotage; willful or with negligence causing the destruction or damage of
STET/HMPS property, or the property of fellow employees, volunteers, contractors, or visitors, in any
manner.
19. Inability or unwillingness to perform the duties required of a position.
20. Insubordination or other disrespectful conduct (including refusal to follow the lawful directives of a
supervisor or the Superintendent).
21. Possession or use of alcohol or illicit drugs, reporting to work under their influence, or being under their
influence while on the job.
22. Possession of drug paraphernalia or stolen property.
23. Conviction or admission of a felony or certain misdemeanors.
24. Possession of firearms, weapons or explosives on STET/HMPS property, while on duty or while
representing STET/HMPS.
25. Careless, negligent, improper, unauthorized, or malicious use of or theft of, property, equipment, or funds.
26. Unauthorized possession or removal of any STET/HMPS property, including documents, from the
premises without prior permission from a supervisor.
27. Abuse of privileges.
28. Breaching STET/HMPS confidentiality policy.
29. Failure to report for work or to timely report justifiable reason for absence to the department head or
campus administrator.
30. Repeated tardiness or poor attendance.
31. Misconduct which adversely affects the interest or reputation of STET/HMPS or its employees.
32. Any repetition of offenses which resulted in a reprimand, warning, demotion, notification of unacceptable
performance or suspension.
33. Job abandonment.
Dismissal of Non-Contract “At-Will” Employees

As defined by the Texas Workforce Commission, employment at will means that absent a statute or an express
agreement (such as an employment contract), either party in an employment relationship may modify any of the terms
or conditions of employment, or terminate the relationship altogether, for any reason, or no particular reason at all,
with or without advance notice.
Non-contract employees are employed “at-will” and may be dismissed without notice, a description of the reasons for
dismissal or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, religion, sex,
national origin, disability, and military status, any other basis protected by law or in retaliation for the exercise of
certain protected legal rights. At-will employees who are dismissed have the right to grieve the termination. The
dismissed employee must follow the district process outlined in this handbook when pursuing a complaint.
The principal is required to notify the superintendent of a noncertified employee’s resignation or termination within
seven business days following an alleged incident of misconduct of abuse of a student, or was involved in a romantic
relationship with or solicited or engaged in sexual conduct with a student or minor. The superintendent will notify
TEA within seven business days of receiving a report from a principal, or knew about an employee’s resignation or
termination following an alleged incident of misconduct described above.
92
Discharge of Convicted Employees
The district shall discharge any employee who has been convicted of or placed on deferred adjudication community
supervision for an offense requiring the registration as a sex offender or convicted of a felony under Title 5 Penal
Code if the victim was a minor.
If the offense is more than 30 years before the date the person’s employment began or the person satisfied all terms of
the court order entered on conviction the requirement to discharge does not apply.
Resignations
A classified employee who desires to terminate services with STET/HMPS should submit a signed resignation
statement to the appointing authority 2 weeks prior to the date of termination. Professional employees should give
30 days notice prior to the date of termination. Upon receiving a resignation, STET/HMPS reserves the right to
make a resignation effective immediately prior to the 2 weeks or 30 days.
If the employee is not available to sign or refuses to sign a statement, the principal should note such on the
employee record and forward for processing. Employee’s must contact the Benefits Department for insurance
coverage questions and inquiries. If an employee's separation from STET is less than 5 working days, seniority
and other such employment privileges may be reinstated with approval from the Superintendent. Employees may
not appeal a resignation of voluntary termination even if the action was in lieu of termination.
Job Abandonment and Voluntary Resignation

Failure to provide notification of an absence to a supervisor for two consecutive workdays (unless prevented by
circumstances beyond the employee’s control) may be considered job abandonment and/or voluntary resignation on
the last day worked, in accordance with applicable federal and state law, and STET/HMPS will process the work
separation as a voluntary resignation on the employee’s part.
In the event of a voluntary resignation, all school-owned property (e.g., keys, uniforms, etc.) must be returned
immediately to STET/HMPS.
No payment shall be made for accrued and unused state or local leave or any other type of leave upon voluntary
resignation or job abandonment, regardless of whether or not the employee provided advance notice of resignation.
Exit Procedures and Interviews

Exit interviews will be scheduled for employees who have resigned from the district. If an employee is unable to
attend the interview or resigns with no advance notice, an Exit Questionnaire will be sent electronically to the
individual which provides the district with feedback on his or her employment experience.
Separating employees are asked to provide the district with a forwarding address, email address and phone
number. All district keys, books, property including intellectual property, and equipment must be returned upon
separation from employment. The district may withhold the cost of any unreturned items from the final paycheck.
Reports to the Texas Education Agency (TEA)

Certified Employees. The resignation or termination of a certified employee must be reported to the Division of
93
Investigations at TEA if there is evidence that the employee was involved in any of the following:
● Any form of sexual or physical abuse of a minor, or any other unlawful conduct with a student or a minor
● Soliciting or engaging in sexual contact or a romantic relationship with a student or minor
● The possession, transfer, sale, or distribution of a controlled substance
● The illegal transfer, appropriation, or expenditure of district or school property or funds
● An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of
promotion or additional compensation
● Committing a criminal offense or any part of a criminal offense on district property or at a school-sponsored
event.
The reporting requirements above are in addition to the superintendent’s ongoing duty to notify TEA when a certified
employee or an applicant for certification has a reported criminal history or engaged in conduct violating the
assessment security procedures established under TEC §39.0301. “Reported criminal history” means any formal
criminal justice system charges and dispositions including arrests, detentions, indictments, criminal information,
convictions, deferred adjudications, and probations in any state or federal jurisdiction that is obtained by a means
other than the Fingerprint-based Applicant Clearinghouse of Texas (FACT).
Non Certified Employees. The voluntary or involuntary separation of a non-certified employee from the district must
be reported to the Division of Investigations at TEA by the superintendent if there is evidence the employee abused or
otherwise committed an unlawful act with a student or minor, was involved in a romantic relationship with a student
or minor, or solicited or engaged in sexual contact with a student or minor.
Reports Concerning Court-Ordered Withholding

The district is required to report the termination of employees that are under court order or writ of withholding
for child support or spousal maintenance to the court and the individual receiving the support (Texas Family
Code 8.210, 158.211). Notice of the following must be sent to the court and support recipient:
1. Termination of employment not later than the seventh day after the date of termination
2. Employee's last known address
3. Name and address of the employee's new employer, if known
STUDENT ISSUES
Equal Educational Opportunities
STET/HMPS does not discriminate on the basis of race, religion, color, national origin, sex, or disability in
providing education services, activities, and programs, including vocational programs, in accordance with Title VI
of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504
of the Rehabilitation Act of 1973, as amended.
Questions or concerns about discrimination of students on any of the basis listed above should be directed to
the administrator of the campus or the superintendent.
Student Records
Student records are confidential and are protected from unauthorized inspection or use. Employees should take
precautions to maintain the confidentiality of all student records.
94
The following people are the only people who have general access to a student's records:
1. Parents: Married, separated, or divorced unless parental rights have been legally terminated and the
school has been given a copy of the court order terminating parental rights.
2. The student: The rights of parents transfer to a student who turns 18 or is enrolled in an institution of
post-secondary education. A district is not prohibited from granting the student access to the student’s
records before this time.
3. School officials with legitimate educational interests.
The student handbook provides parents and students with detailed information on student records. Parents or students
who want to review student records should be directed to the campus principal for assistance.
Parent and Student Complaints

In an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative
level possible, the board has adopted orderly processes for handling complaints on different issues. Any campus
office or the central office can provide parents and students with information on filing a complaint.
Parents are encouraged to discuss problems or complaints with the teacher or the appropriate administrator at any
time. Parents and students with complaints that cannot be resolved should be directed to the campus principal. The
formal complaint process provides parents and students with an opportunity to be heard up to the highest level of
management if they are dissatisfied with a principal's response.
Administering Medication to Students

Only designated employees may administer prescription medication, nonprescription medication, and herbal or dietary
supplements to students. Exceptions apply to the self-administration of asthma medication, medication for
anaphylaxis (e.g., EpiPenÒ), and medication for diabetes management, if the medication is self-administered in
accordance with district policy and procedures. A student who must take any other medication during the school day
must bring a written request from his or her parent and the medicine in its original, properly labeled container. Contact
the principal or school nurse for information on procedures that must be followed when administering medication to
students.
Dietary Supplements
District employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement
that contains performance-enhancing compounds to a student with whom the employee has contact as part of his or
her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal
application, or inhalation of a performance-enhancing dietary supplement to any student.
Psychotropic Drugs
A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease or as a component of
a medication. It is intended to have an altering effect on perception, emotion, or behavior and is commonly
described as a mood- or behavior-altering substance. District employees are prohibited by state law from doing the
following:
1. Recommending that a student us a psychotropic drug
2. Suggesting a particular diagnosis
95
3. Excluding from class or school-related activity a student whose parent refuses to consent to a psychiatric
evaluation or to authorize the administration of a psychotropic drug to a student.
Student Conduct and Discipline

Students are expected to follow the classroom rules, campus rules, and rules listed in the Student Handbook and
Student Code of Conduct. Teachers and administrators are responsible for taking disciplinary action based on a
range of discipline management strategies that have been adopted by the district. Other employees that have
concerns about a particular student's conduct should contact the classroom teacher or campus principal. Teachers
must file a written report with the principal or another appropriate administrator when they have knowledge that a
student has violated the Student Code of Conduct. A copy of this report will be sent by the principal or
administrator to the student's parents within 24 hours. For additional information, see the student-parent handbook.
Student Attendance
Teachers and staff should be familiar with the district's policies and procedures for attendance accounting. These
procedures require minor students to have parental consent before they are allowed to leave campus. When absent
from school, the student, upon returning to school, must bring a note signed by the parent that describes the reason for
the absence. These requirements are addressed in campus training and in the student handbook. Contact the campus
principal for additional information.
Bullying
Bullying is defined by §TEC 37.0832. All employees are required to report student complaints of bullying, whether it
is physical, emotional, verbal and/or cyber to the principal/supervisor immediately. A failure to report may impair the
district’s ability to investigate and address the prohibited conduct and may result in disciplinary action.
Hazing
Students must have prior approval from the principal or designee for any type of “initiation rites” of a school club or
organization. While most initiation rites are permissible, engaging in or permitting “hazing” is a criminal offense. Any
teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or
suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the
designated campus administrator.
96

2023-2024 Employee Handbook

Uploaded by

Copyright:

Available Formats

2023-2024 Employee Handbook

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

2023-2024 Employee Handbook

Uploaded by

Copyright:

Available Formats

“Tomorrow’s Education Today”

South Texas Educational Technologies, Inc.

EMPLOYEE HANDBOOK ACKNOWLEDGMENT FORM 8

ACKNOWLEDGMENT OF CONFIDENTIALITY AND ACCESS AGREEMENT 9

PUBLIC ACCESS FORM OPTION 11

COMPUTER USE, ELECTRONIC COMMUNICATION, AND DATA MANAGEMENT 12

Employee Agreement for Acceptable Use of the Electronic Communications 12

Rules For Appropriate Use 12

Consequences for Inappropriate Use 12

Personal Use of Electronic Communications 13

Personal Electronic Devices 14

Public Information on Private Devices 14

Electronic Communications Between Employees, Students, and Parents 15

EMPLOYEE AGREEMENT FOR ASSIGNMENT & USE OF SCHOOL PROPERTY 18

WAGE DEDUCTION AUTHORIZATION AGREEMENT 21

Goals and Objectives 25

CHARTER HOLDER BOARD 28

CENTRAL OFFICE DIRECTORY 29

DIRECTORY AND ADMINISTRATORS 30

Equal Employment Opportunity 31

Nondiscrimination Based on Religion 31

Non Discrimination Based on Military Service 31

Americans with Disabilities Act (ADA) 32

Nondiscrimination Based on Genetic Information (GINA) 32

Employment After Retirement 32

Personnel Records and Requirements 33

Searched and Alcohol and Drug Testing 33

Workplace Violence Prevention 34

Health Safety Training 35

Workload and Work Schedules: Professional Employees 35

Workload and Work Schedules: Paraprofessional and Auxiliary Employees 35

Certification and Licenses 35

Notification of Parents Regarding Qualifications 36

Scope and Sequence 36

Recertification of Employment Authorization 36

New Hire Reporting 37

Reassignment and Transfers 38

Outside Employment and Tutoring 38

Breaks for Expression of Milk 38

Pregnant Workers Fairness Act 39

COMPENSATION AND BENEFITS 40

Salaries, Wages, and Stipends 40

Administrative Pay Corrections and Overpayments 41

Approved Travel and Travel Expense Reimbursement 42

Health Coverage Benefits 42

Supplemental Insurance Benefits 43

Workers’ Compensation Insurance 43

Unemployment Compensation Insurance 44

LEAVES AND ABSENCES 44

State Personal Leave Days 45

State Sick Leave 46

Local Leave Days 46

Family and Medical Leave Act (FMLA) 47

Temporary Disability Leave 51

Compliance with a Subpoena 53

Truancy Court Appearance 53

EMPLOYEE CONDUCT AND WELFARE 54

Code of Ethics and Standard Practices for Texas Educators 55

Fraud, Dishonesty and False Statements 57

Growth Plan/Disciplinary Action 58