Remote Work Protocol – Starting April 6

Please read this article on cybersecurity while working remotely.

Overview

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All buildings will remain closed (see Facility Usage section). All staff will be asked to be ready, willing and able to work remotely starting April 6, 2020. If you are not, you will need to follow all leave and absence policies and procedures beginning April 6. 

If you have circumstances related to COVID-19 that would keep you from working, you must be out on leave and will require a medical release to work.   If you have a need to request leave or have any other leave questions, please email leaverequest@leanderisd.org.

Remote Work Responsibilities

Please also refer to the:

• Teacher Job Description, Remote Work Addendum
• Exempt Employee Job Description, Remote Work Addendum
• Non-exempt Employee Job Description, Remote Work Addendum

Employee Guidelines for Remote Learning

• Working remotely alongside household members, children and/or pets presents a new set of challenges. A need for a work-life balance is essential to keep employees from burning out.  
• We encourage everyone to continue with the additional healthy habits that limit the spread of germs such as frequent hand washing, staying home when sick and cleaning and disinfecting surfaces.
• Take care of yourselves through practicing healthy habits, managing stress effectively, and being flexible.
• This section includes important guidelines for remote learning.

Workload

District administration will determine the distribution of work among members of the staff. The campus principals will require teachers to be available to carry out professional responsibilities during remote learning, including, but not limited to: planning, supervision, guidance, instruction, correspondence, and other responsibilities as assigned by a campus principal.

Remote availability can be provided through email, phone, Zoom, Google Hangouts Meet, or similar virtual formats. 

Work Schedules

Instructional Staff should notify their campus principal if a change in work expectations is needed due to illness, doctor appointments, sickness, etc. Staff should enter these absences into AESOP and follow all current absence reporting and leave policies. 

Exempt staff will be required to work remotely. Exempt staff not able to work will utilize their available leave to be paid and follow our normal practice of reporting absences through the AESOP system. Do not use AESOP to enter a substitute request.

Teachers have been provided guidance from their principal and the Teaching and Learning team regarding daily and weekly schedules.

Facilities Usage

Physical presence at facilities are prohibited during the time of closure. Custodial, Facilities, Grounds and Plant Services staff are allowed to continue minimal responsibilities in facilities and on grounds as directed. 

Standards of Conduct/Professionalism

Employee expectations within the Employee Handbook, Board Policy DH (LOCAL), and the Code of Ethics and Standard Practices for Texas Educators continue to apply when providing remote learning and in virtual meetings. It is each employee’s responsibility to maintain professional communication with students, parents, and other employees as outlined in the Employee Handbook.

Below are a few highlighted statements from Employee Handbook that apply (but not limited to):

The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to classwork, homework, and tests; for an employee with an extracurricular duty, matters relating to the extracurricular activity).

The employee shall not communicate directly with any student between the hours of 10:00 p.m. and 5:00 a.m. without supervisor approval. An employee may, however, make public posts to a social network site, blog, or similar application at any time.

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 (FERPA), including retention and confidentiality of student records. (See Policies CPC and FL)
•  Copyright law (See Policy CY)
• Prohibitions against soliciting and engaging in sexual conduct or a romantic relationship with a student. (See Policy DH)

An employee shall notify his or her supervisor in writing within one business day if a student engages in improper electronic communication with the employee or any other employee. The employee should describe the form and content of the electronic communication.

Exempt (Salary) Campus Instructional Staff

Principals & Assistant Principals

• Campus leadership will be working as needed and communicating with constituents and staff on a regular basis through a variety of venues to include but not be limited to email, phone, virtual communication platforms, etc.  Physical presence on campus is not an expectation; at this time it is not prohibited but is to be used only when it is absolutely necessary.  
• Maintain communication with parents and staff to ensure a positive focus on student learning is maintained, as well as to stay abreast of any concerns that may surface through the early stages of the remote learning process.
• As we focus on student learning, feedback to students will be given in a timely manner. Voice and video interactions are extremely valuable to your students and should be used when possible. All staff should collaborate to track student progress, checking in with students who are struggling or non-participatory.. Grace and understanding should always govern decisions, even if it is just an acknowledgment of their efforts.
• Attend virtual ARDs, 504 or LPAC meetings.
• Be available for remote or virtual staff and planning meetings during regular working hours as necessary.
• Monitor and respond to district correspondence regularly during normal working hours.
• Report into your direct supervisor if you or your family members are ill and unable to complete remote learning needs so alternate plans can be made.
• Maintain communication with staff, students, and parents to ensure a positive focus on student learning is maintained.
• Stay abreast of any concerns that may surface through the early stages of the remote learning process.
• Research, evaluate, and plan for best practices and innovative approaches to improve student learning experiences and effective instructional practices in a distance learning environment.
• Respond to staff, student, and parent inquiries regularly and timely via remote means and seek informed responses when the answers are unknown.
• Attend virtual staff, student, and parent meetings as needed.

Teachers – General, Elective

• All are expected to work regardless of closure.
• Be available for remote or virtual staff and planning meetings.
• Develop and implement distance learning materials at the guidance of the Teaching and Learning Department and campus principals.
• Monitor and respond to district correspondence regularly (within one business day).
• Report into your direct supervisor if you or your family members are ill and unable to complete remote learning needs so alternate plans can be made.
• Maintain remote office hours.
• Monitor progress and consult parents of students who are not making progress on assigned tasks or check-in with parents regarding extended learning opportunities 
• Attend virtual ARDs, 504 or LPAC meetings.
• Collaborate with special program staff as needed.
• Respond to staff, student, and parent inquiries regularly and timely (within 1 business day) via remote means and seek informed responses when the answers are unknown.
• Follow specific protocols and guidelines as developed for all teachers.

Instructional Coaches/Content Leads, Interventionists, Facilitators, Librarians, Counselors

• All are expected to work regardless of closure.
• Be available for remote or virtual staff and planning meetings during regular working hours as necessary.
• Support teachers as requested by teachers or campus administrators.
• Be available to perform the roles of the teacher at the request of the campus principal at any time.
• Provide support to students and families as needed or requested by teachers or campus administrators.
• Attend virtual staff, student, and parent meetings as requested.
• Respond to staff, student, and parent inquiries regularly and timely via remote means and seek informed responses when the answers are unknown.

Teachers – Special Programs 

• All are expected to work regardless of closure.
• Be available for remote or virtual staff and planning meetings as necessary.
• Provide virtual services to students.
• Support campus instructional staff based on student IEPs, accommodations, and modifications.
• Attend ARD, 504 or LPAC meetings as needed.
• Provide weekly check-ins with students and families on a caseload.
• Follow specific protocols or guidelines as communicated by the Special Programs Department.
• Respond to staff, student, and parent inquiries regularly and timely via remote means and seek informed responses when the answers are unknown.

Nurses

• All are expected to work regardless of closure.
• Be available for remote or virtual meetings.
• Follow specific protocol or guidelines as communicated by the District Nurse.
• Respond to staff, student, and parent inquiries regularly and timely via remote means and seek informed responses when the answers are unknown.

Exempt (Salary) Non-Instructional Staff 

Human Resources, Business, Technology, Internal Audit, Custodial, Transportation, Plant Services, Facilities, Food Service, Custodial & Grounds

• All are expected to work regardless of closure.
• Be available for remote or virtual meetings during regular working hours.
• Assess and identify work that needs to be completed and continue to work remotely.
• Monitor and respond to district correspondence regularly and timely during normal working hours.
• Respond to staff and other inquiries regularly and timely via remote means and seek informed responses when the answers are unknown.
• Be available for your individual campus/department supervisor to reach out if there is a need for you to work on-site or remotely.

Nonexempt (Hourly) Staff

Clerical, Custodial, LVNs, Instructional Aides, Campus Techs, Maintenance, Technology, Transportation & all other hourly staff

• Check district correspondence throughout the day and respond timely during normal working hours.
• Hourly staff is prohibited from exceeding 40 hours per week.
• Be available for individual campus/department supervisor to reach out if there is a need for you to work on-site or remotely.
• Be available to attend remote or virtual staff and planning meetings when directly asked by individual campus/department supervisor.
• Do not work on-site without prior approval of your direct supervisor. 
• You may be asked to assist with other tasks to support remote learning.  

District & Campus Leadership

Superintendent, Assistant Superintendents, Campus Administrators, Directors, District Coordinators

• All are expected to work regardless of closure.
• Honor remote-work protocols when feasible, with a physical presence on campuses as required during portions of school closure.
• Follow a clear, individualized approval process for on-site or remote work regarding nonexempt (hourly) staff you directly supervise.
• Respond to staff, student, and parent inquiries regularly and timely (within one business day) via remote means and seek informed responses when the answers are unknown.
• Research, evaluate, and plan for best practices and innovative approaches to improve student learning experiences and effective instructional practices in a distance learning environment.

District-Level Points of Contacts

Superintendent of School

Dr. Bruce Gearing, Superintendent                                        bruce.gearing@leanderisd.org