Red Oak Independent School District

INTRODUCTION AND DISTRICT INFORMATION

Welcome to the Red Oak Independent School District!

We have an outstanding school district where children truly come first. Our district has five elementary schools, one middle school (6-8), and one high school. Our teachers and administrators are dedicated professionals who are committed to providing our students with the best possible education.

The Handbook for Substitute Teachers was created to provide you with information about being a substitute teacher at Red Oak ISD. In this Handbook, you will find information regarding pay and pay dates, as well as specific guidelines and policies that apply to substitutes at ROISD.

OUR VISION

Realizing Our Individual Students’ Dreams

MISSION STATEMENT

The 4 Talons of the Red Oak Hawk:

• Prepared
• GRIT
• Character
• Service

DISTRICT INFORMATION

School Calendar

The approved school calendar is published annually and can be found on the District Website: Annual Calendar.

Contact Information

• Substitute Coordinator: 972-617-4615                        margaret.wolf@redoakisd.org
• Human Resources: 972-617-2941                                  elizabeth.reyes@redoakisd.org
• Payroll Office: 972-617-2941                                           kathy.bridges@redoakisd.org

Bad Weather Closing

The District may close school, start late or release students early because of bad weather or emergency conditions. When such a decision is made, the district will share on social media, our website, also television/radio stations will be notified by school officials.

TRS CREDIT FOR SUBSTITUTES

If you serve as a substitute in a position otherwise eligible for membership in TRS, you may purchase a year of service credit when you have rendered at least 90 days of substitute service in one school year. A substitute is a person who serves on a temporary basis in place of a current employee. A substitute may be paid no more than the daily substitute rate of pay set by the employer. If you have eligible substitute service, it must be verified by your employer on a “Verification of Substitute Service and Salary” form (TRS 22S), which is also available on the Texas Teacher Retirement System (TRS) website.

TRS RETIREES

A SUBSTITUTE for TRS purposes is a person who serves on a temporary basis in the place of a current employee. Also, working any part of a day as a substitute counts as working a full day.

Beginning Sept. 1, 2016, you may also serve in a position that is vacant, provided you do not work more than 20 days in that vacant position and the position is not vacant because you retired from it. Prior to Sept. 1. 2016, the position filled by the retiree could not be vacant and be considered a substitute position. You may serve in a vacant position for more than 20 days, however beginning on the 21st day of service in the same vacant position you will be considered by TRS under another employment type such as full-time, a combination of substitute and one-half time, or one-half time rather than as a substitute.  https://www.trs.texas.gov/TRS%20Documents/employment_after_retirement.pdf

RED OAK ISD CAMPUS DIRECTORY

• Red Oak Elementary
• 200 Valley Ridge Drive
• Red Oak, TX
• (972) 617-3523
• Principal: Merilee Stone
  
  
• D.T. Shields Elementary
• 223 W. Ovilla Road
• Glenn Heights, TX
• (972) 617-4799
• Principal: Allyson Bell
  
  
• Russell P. Schupmann Elementary
• 401 E. Ovilla Road
• Glenn Heights, TX
• (972) 617-2685
• Principal: Ashley Jackson
  
  
• Red Oak High School
• 220 S. State Hwy 342
• Red Oak, TX
• (972) 617-3535
• Principal: Howard Gatewood
  
  
• Eastridge Elementary
• 725 E. Ovilla Road
• Red Oak, TX
• (972) 617-2266
• Principal: Rachel Rector
  
  
• H.A. Wooden Elementary
• 200 Louise Ritter Blvd
• Red Oak, TX
• (972) 617-2977
• Principal: Jessica Trezza
  
  
• Red Oak Middle School
• (includes West Campus)
• 154 Louise Ritter Blvd.
• Red Oak, TX
• (972) 617-0066
• Principal: Rob Waller

COMPENSATION INFORMATION

Paychecks

Substitute checks/pay stubs are now located within your Skyward access. Substitutes will have their checks automatically deposited. Information concerning this will be available during the online process. See “Pay Dates 2023-24 School Year” for specific dates. It is very important that each substitute keep accurate records of their assignments. In the event there are questions about paychecks, please contact the payroll office at the Red Oak ISD Education Service Center, at 972-617-2941 or Payroll@redoakisd.org.

Substitute Daily Pay Rates

Level of Education	Full Day	Half Day
GED/High School Diploma/Associate’s Degree	$85.00 *	$44.50
Bachelor’s/Master’s Degree	$95.00 *	$47.50
Certified Teachers	$105.00 *	$52.50
Nurse Subs (if registered nurse only)	$150.00	$150.00

*Substitutes who work for secondary campuses (ROMS, and ROHS) will receive an additional $10 per full day.

• On top of the daily rate, subs can earn incentive pay for every month. Incentive pay is based on the sub working either 50%, 75%, or 90% of the eligible workdays within a specific month.

Substitutes, who complete 40 days of work in our district, are provided a pass that allows them into all ROISD extra-curricular events during the remainder of the school year. This will be for the substitute only and not for their families.

From time to time, the district may provide loyalty payments to our staff. There are eligibility criteria for employees to qualify to receive the one-time payments. Possible criteria may include:

• Long-term substitutes who have worked in the current position for more than a month are eligible for the one-time payment.
• Substitutes who have worked at least 75% of available district days are eligible for the one-time payment.

As we appreciate the service of all of our staff, additional funds are provided to staff who fulfill more of a full-time role in their position.

Federal Withholding Tax

Federal Withholding Tax is withheld from the substitute’s wages according to the information filed on the W-4 form submitted by the substitute. Should a substitute desire to make any changes in the exemptions filed please contact the payroll department located at the Education Service Center building.

Worker’s Compensation

The District, in accordance with state law, provides workers’ compensation benefits to any substitute who suffers a work-related illness or injury. Any injury incurred while a substitute is on school property during the normal course of duties as a substitute teacher should be reported immediately to the campus principal or nurse.

Name and Address Changes

It is important that employment records be kept up to date. Please notify the payroll department if you have any change or correction to your name, address, or marital status. Please notify Margaret Wolf (sub coordinator) if you have any changes to your telephone number or emergency contact.

Continuation of Substitute Employment

Red Oak ISD will allow substitute employees the opportunity to return for continuation of employment by yearly signing a new Letter of Reasonable Assurance and returning it in a timely manner. This opportunity is available to all substitute employees who have performed their duties in an acceptable manner during the course of the school year and have ended the year in active status.

District Codes Used in Aesop/Frontline

The following codes will be placed on a substitute’s Non-Work Day when needed.

1. This will be for aborted calls for today. When Aesop/Frontline phones the available substitute’s phone number on file for an open position and the sub does not answer the phone.
2. This will be for rejected calls for today. Aesop/Frontline phones the available substitute. The sub answers and chooses reject from the options.
3. This is for did not post non-work day, did not return call, did not accept assignment. Staff contacts the available substitute via a phone call and must leave a voice message concerning assignments that are open for the day.  During the message, a request for a call back is left.
4. This is for no per phone to HR staff. HR Staff contacts the available sub, the sub answers the phone and tells the staff they will not work for the day. 
5. This is for canceled assignment for today and left us without coverage.  A sub takes an assignment and then cancels it leaving us with coverage in the assignment for the day.
6. This is for mailbox is full or not set up. HR Staff attempts to contact the available sub and cannot leave a message concerning open assignments.

Available sub is defined as one who has not accepted an unfilled assignment for the day or placed a Non-Work Day on their Aesop webpage showing that they are not open to sub for that day.

Restricted Activities

While working for Red Oak ISD substitutes are restricted from:

• Driving a school bus
• Administering medication, over-the-counter meds to a student
• Transporting students in their personal vehicle

PAY DATES 2023-24 SCHOOL YEAR

Red Oak ISD substitutes will receive their paychecks on the following dates:

Pay Period	Paid Date
Aug. 16- Aug. 31, 2023	Sept. 8, 2023
September 2023	Oct. 10, 2023
October 2023	Nov. 9, 2023
November 2023	Dec. 8, 2023
December 2023	Jan. 10, 2024
January 2024	Feb. 9, 2024
February 2024	Mar. 8, 2024
March 2024	Apr. 10, 2024
April 2024	May 10, 2024
May 1-24, 2024	June 10, 2024

Long-Term Substitute Assignments

All substitute teachers who work in a specific assignment (either for a specific teacher or in a specific vacancy) for eleven (11) days or greater, with no more than 1 day of interruption in a 6-week long term, shall be compensated at the long-term substitute rate beginning with the twelfth (12) day. All assignments will be handled consistently. Long-term pay will increase with each additional long-term taken within a school year. Long-term subs will not be responsible for additional sub duties on the campus during the teacher-assigned conference time. This time would need to be used specifically for needs associated with the long term, such as team planning, lesson updates, copies made, grading, etc. If the teacher has an additional “time off” during the day, the sub would need to work in any capacity needed by the campus. 

Long term assignment	Elementary	Secondary
First long-term – regular pay	$95 first 11 (Certified $105)/$145 12-completion	$105/$155
Second long-term	$160 from the first day	$170
Third long-term	$185 from the first day	$195
Fourth long-term	$210 from the first day	$220
Fifth long-term	$235 from the first day	$245
Sixth long-term	$260 from the first day	$270

PERFORMANCE EXPECTATIONS

All substitutes shall comply with the standards of conduct set out in this policy and with any other district policies, regulations, and guidelines. Violation of any policies, regulations, or guidelines may result in disciplinary action, including termination of at-will employment.

Substitute Duty Hours

LOCATION	FULL DAY	HALF DAY AM	HALF DAY PM
Elementary Campuses	7:10 –3:40	7:10 – 11:25	11:25 – 3:40
Middle School & West Campus	7:30 – 4:00	7:30 – 11:45	11:45 – 4:00
High School	8:00 – 4:30	8:00 – 12:15	12:15– 4:30

 Substitute teachers must be at least 21 years of age to be eligible for high school assignments.

Reporting Procedure

You will receive a sub badge that will need to be visibly worn throughout the day and returned at the end of each school day. On many campuses, you will receive a folder with your instructions for the day. If you leave the campus for any reason during the day, you must check out in the front office and check in when you return. Leaving the campus without checking with the office may be grounds for removal from the sub list.

Daily Expectations and Extra Duties Assigned to Teacher

Each teacher has a period or periods without students. You are expected to be on campus during these times and report to the front office to see how your services may be utilized. The campus has the right to assign duties as needed for any open times during the subs day.

Substitutes shall fulfill all extra duties that have been assigned to the regular classroom teacher. These duties may include bus duty, hall duty, or other special duties assigned by the campus Administrator. If needed, substitutes may also be reassigned to a different classroom than the substitute originally accepted. Substitutes are required to assist in any capacity asked during the course of a school day. This may include working in another area during the course of the day, during the conference or planning period of the employee, working in the office, etc. Conference/planning periods are not “off times” for substitutes. Remember you are being paid for the full 8 hours. The campus has the right to use you up to the end of the day. 

Dress Code

Employees of Red Oak ISD are expected to dress professionally while performing their duties. Professional attire modeled by employees creates a positive influence on students. The following guidelines are not all-inclusive, but attempt to provide a guide of expectations. If an issue related to employee dress is not addressed here, employees should look to the student dress code for guidance. Principals/Supervisors are designated to monitor employee dress of their staff and make determinations regarding the appropriateness of staff attire.

• Females: Females may wear skirts, dresses, or slacks. The length of skirts and dresses should be consistent with the student dress menu code. Calf-length Capri/cropped pants are allowed. Garments that are too revealing or immodest are prohibited. Examples include skirts that are too short, or with slits that are too high (the top of the slit shall be considered to be the length of the garment), low necklines, etc.
• Males: Males may wear suits, slacks, or khakis. Nice polo or rugby shirts are acceptable. Beards must be appropriately groomed at all times.
• Unisex Clothing: No overalls or jeans of any kind are allowed, except for spirit days. Jogging suits and athletic pants are not permissible except for coaches and P.E. teachers.
• Shoes: No flip flops, “croc” style shoes, or tennis shoes except for coaches or P.E. teachers. Tennis shoes may be worn on spirit days. Sandals with low or high heels including between the toe styles are allowed.
• Shirts: No T-shirts except on spirit days. No hoodies or jackets with hoods. No tank tops. Sleeveless blouses and dresses are allowed. No wording or graphics that are obscene, crude, vulgar, or defamatory or that promote violence, drugs, alcohol, tobacco, firearms, or gang affiliation, or that causes a substantial disruption of the educational setting.
• Spirit shirts are shirts with Red Oak ISD logos, Hawks, RO, or artwork that is intended to promote school spirit or endorse official school groups or organizations.
• Facial Coverings: Personal Protection Equipment may be worn for protection and to mitigate the spread of sickness. Masks/face coverings may be of any color, print, or design that does not present a disruption, health, or safety hazard to the students or others.
• Jewelry: Any chains, studded wear, bracelets, rings, or other jewelry, etc. that could be a safety issue will not be allowed. Body piercings (other than ears) are not allowed while performing job duties. Staff may not wear ear gauges.
• Tattoos that are obscene, crude, vulgar, or defamatory or that promote violence, drugs, alcohol, tobacco, firearms, or gang affiliation, or that cause a substantial disruption of the educational setting shall be covered while performing job duties.
• Miscellaneous: No headphones, earbuds, Bluetooth devices, etc. to be worn in the building during working hours, even if on lunch or conference time. Unnatural hair color such as pink, purple, blue, and green that becomes a distraction will not be allowed. Any part of a staff member’s appearance and accessories that are extreme enough to create a disturbance or disrupt the normal routine of the school shall be deemed inappropriate.
• Grooming:  Substitutes are expected to follow the dress code set forth by Red Oak ISD for its staff.
• If a decision is made to open late, jeans will be allowed for all staff that day.
• Administrators will have complete and final judgment on all matters concerning the interpretation of the Employee Dress Code.

Cancelations/Failure to work

Substitutes are expected to work all accepted assignments. However, if a situation arises where a substitute must cancel the assignment please follow the following procedures:    

• If canceling prior to the date of the assignment, call or log on to AESOP/Frontline and cancel the day(s).
• Email Margaret Wolf with your reason for canceling.
• Remember you must post your non-work day with the reason for canceling also.
•  If you are canceling the morning of the assignment before 6:30 am contact both Margaret Wolf and the campus.  The earlier you can notify the campus the better.

We will monitor the number of times substitutes accept a position and then do not fulfill the assignment. This could provide grounds for removal from the active sub-list for Red Oak ISD.

• Failure to accept two (2) per school year may result in removal from the active sub roster.    

• Cancelations by substitutes place a burden on the campus and negatively affect student instruction.
•  Assignments may not be canceled to pick up another assignment for the same day.
• You may be removed from the active substitute roster if you have poor performance or misconduct reporting from a campus.
• You could be removed if you repeatedly turn down or reject assignments, abort calls, have unanswered/unreturned calls, do not respond to emails, or frequently cancel assignments.

Substitutes may not contact the campus to inform them of their availability. Aesop/HR Staff/Campus Principal/Secretary will place a call to the substitutes listed on the updated active sub list.

Technology

All personal cell phones/personal electronic devices must be turned to silent during the instruction period. Use of personal devices, whether talking, texting, or use of the internet during instruction periods could be grounds for dismissal.  Substitutes should not attempt to access the internet unless a campus log-in is provided on the day of the assignment. Long-term substitutes are provided access to technology for the length of their assignment only. Substitutes may not interact with current students through any version of social media.

Behavior

While working for Red Oak ISD it is imperative you conduct yourself in a professional manner at all times. Any inappropriate behavior reported by the campus will be addressed with you. The severity of the behavior may result in your being removed from a campus and/or the Red Oak ISD sub list.

Some examples of inappropriate behavior are as follows:

• Poor classroom management skills; using profanity; taking pictures of students with any electronic device; making comments about a student’s physical appearance; yelling at, embarrassing, or throwing things at a student; making inappropriate verbal comments to students and/or staff; personal comments concerning sensitive subjects such as race, gender, politics, or religion; going through a teacher’s desk, files, or cabinets; reading books, doing homework, crafts, playing cards-dominos, or sleeping.
• Criticizing a campus, district employee, or district administration on social media is strictly prohibited.
• Posting inappropriate pictures of students and staff is also strictly prohibited. You are prohibited from knowingly communicating with students using any form of electronic communications, including mobile and web applications, social media, etc that are not provided or accessible by the district.
• You should not bring any personal appliances with you.
• You should never for any reason, leave a classroom unattended.

 

Employee Conduct and Welfare Standards of Conduct Red Oak ISD Policy DH

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.

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 having a criminal record, must be reported to SBEC not later than the seventh day after the superintendent knew of the incident. See Reports to the Texas Education Agency.

The Educators’ Code of Ethics, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below:

Texas Educators’ Code of Ethics         Purpose and Scope

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 and good moral character. 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 the 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))

Enforceable 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 intentionally, knowingly, or recklessly 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 that are used 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 laws.

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, knowingly, or recklessly 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, abuse, or distribution of controlled substances, prescription drugs, and toxic inhalants.

Standard 1.13    The educator shall not be under the influence of alcohol or 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 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:

1. the nature, purpose, timing, and amount of the communication;
2. the subject matter of the communication;
3. whether the communication was made openly or the educator attempted to conceal the communication;
4. whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship;
5. whether the communication was sexually explicit; and
6. 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.

CAMPUS/TEACHER RESPONSIBILITY

Campus Responsibility

• Direct substitute to the classroom
• Assist the substitute in locating the substitute folder, lesson plans, & supplies
• Notify the substitute of any special programs for the day
• Provide assignments to substitute when the teacher has no students
• Help the substitute feel welcome

Teacher Responsibility

The regular classroom teacher will make the following information/instructions available to the substitute:

• Lesson plans with sufficient detail
• Attendance sheets
• Seating chart and students’ names
• Daily time schedule, including special duties, such as bus duty, etc.
• Fire drill and other emergency procedures
• Important information that may be necessary regarding a student
• The location of all materials necessary for instruction

Substitute Teacher’s Responsibilities

• Keep an accurate record of classroom attendance
• Maintain professional dress and conduct
• Follow lesson plans as closely as possible to ensure continuity in instruction
• Follow emergency operation procedures
• Refer accidents or illnesses to the nurse or the office as appropriate
• Under no circumstance is a substitute teacher to administer corporal punishment
• Exercise good judgment in the maintenance of a positive learning environment
• Be respectful of your students
• Leave the room clean and in order
• Leave assignments neatly organized by class
• Always ask for help if you are in doubt when handling any situation
• Check out at the main office at the end of each day & make sure to leave your badge
• Be present on campus during the entire length of the assignment
• Report to the front office for assignments during non-instructional periods
• The substitute has a professional responsibility to maintain the classroom
• Absolutely no telephone use (talking, texting, internet use, etc.) during instruction time. (If you have an emergency, please make sure the office staff knows at the beginning of the assignment.)
• No social media interaction with current students.

DISTRICT POLICIES

Discrimination, Harassment, and Retaliation (Policies DH, DIA)

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.

Individuals who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is the subject of a complaint, the complaint should be made directly to the Superintendent.

The District’s policy includes definitions and procedures for reporting and investigating discrimination, harassment, and retaliation can be found online at Red Oak ISD: Bullying/Harassment Policy website.

Employee Arrests and Convictions Red Oak ISD (Policy DH)

An employee shall 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 of the offenses as indicated below:

• Crimes involving school property or funds
• Crimes involving an 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
• Crimes that occur wholly or in part on school property or at a school-sponsored activity
• Crimes involving moral turpitude, which include:

• • Dishonesty, Fraud, Deceit, Theft, Misrepresentation
  • Deliberate violence
  • Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor.
  • Felony possession or conspiracy to possess, or any misdemeanor or felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any controlled substance defined in Chapter 481 of the Health & Safety Code.
  • Driving while intoxicated (DWI)
  • Acts constituting abuse or neglect 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