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COLCHESTER PUBLIC SCHOOLS SERIES 4000 PERSONNEL
Policy or
Number Regulation
0. Concept and Roles in Business & NonInstructional 4000 P
1. Personnel
A. Permanent Personnel
(1) Recruitment and Selection
(a) Affirmative Action: Recruitment & Selection………. 4111.1 P
(b) Vacancies…………………………………………………. 4111.2 P
(c) Minority Recruitment Plan…………………………….. 4111.3 P
(2) Appointment and Conditions of Employment…………………. 4112 P
(a) Health Examinations…………………………………….. 4112.4 P
(b) Bloodborne Pathogens………………………………….. ______ P/R
(c) Employment Checks……………………………………. 4112.5 P
(d) Orientation……………………………………………….. 4112.7 P
(e) Nepotism…………………………………………………. 4112.8 P
(3) Assignment
(a) Job-Sharing………………………………………………. 4113.4 P
(4) Evaluation…………………………………………………………. 4115 P
(a) Athletic Coaches………………………………………... 4115.3 P
(5) Probationary/Tenure Status…………………………………….. 4116 P
(a) Reports of Suspected Abuse or Neglect of
Adults with Intellectual Disability or Autism
Spectrum Disorder…………………………………….. 4116.34 P
(6) Separation/Disciplinary Action
(a) Retirement………………………………………………. 4117.1 P
(b) Return to Work Program…………………………….. 4117.31 P/R
(7) Suspension/Administrative Leave……………………………. P
(8) Rights, Responsibilities and Duties
(a) (i) Non-discrimination
Discrimination Complaint Resolution…………. 4118.11 P/R
Sex Discrimination and Sexual Harassment
In the Workplace………………………………….. 4118.112 R
(ii) Nondiscrimination on the Basis of Disabilities. 4118.14 P/R
(b) Professional Responsibilities
(i) Workplace Bullying………………………………. 4118.15 P
(ii) Alcohol, Tobacco & Drug-Free Workplace…. ______ P
(iii) Prescription Drug Use…………………………… 4118.234 P
(iv) Employee Use of District’s Computer Systems 4118.5 P/R
(v) Social Networking/Social Media………………. 4118.51 P/R
(c) Activities
(i) Professional Growth and Development ………. 4131 P/R
(ii) Tutoring……………………………………………. 4134 P
(d) Compensation and Related Benefits
(i) Emergency/Personal Leave……………………… 4151.71 P
(e) Concussion Management & Training for Coaches. ______ R
(f) Sudden Cardiac Arrest Awareness for Athletics…. ______ P
(g) Use & Disclosure of Criminal Justice Information. ______ R
COLCHESTER PUBLIC SCHOOLS SERIES 4000 PERSONNEL
Policy or
Number Regulation
2. Personnel
A. Permanent Personnel
(1) Recruitment and Selection……………………………………. 4211 P
(a) Minority Recruitment Plan……………….…………. 4211.3 P
(2) Appointment and Conditions of Employment…………….. 4212 P
(a) Drug & Alcohol Testing for School
Bus Drivers……………………………………………. 4212.42 P
(3) Assignment…………………………………………………….. 4213 P
(4) Transfer/Reassignment………………………………………. 4214 P
(5) Evaluation/Supervision………………………………………. 4215 P
(6) Rights, Responsibilities and Duties
(a) Professional Responsibilities
(i) Duties................................................. 4218.3 P
(ii) Surveillance on School Property………...……. 4218.4 P
B. Compensation and Related Benefits
(1) Personal Leaves
(a) Family Medical Leave (FMLA)....................… 4252.6 P
NOTE: UNION CONTRACTS SUPERSEDE POLICIES
February 8, 2022
4000P
PERSONNEL
CONCEPTS AND ROLES IN PERSONNEL
All parts of the school system exist for one purpose: to facilitate the educational development
of the students. A dynamic and efficient staff dedicated to education is necessary to constantly
improve the education program for the students. To this end, the development of the
personnel policies for certified and non-certified staff is an essential component of the
educational program in this school district. The philosophy of the district and the community
generally will be reflected in these policies.
Through the personnel policies the Board of Education will establish a school environment that
will attract and maintain highly qualified staff whose mission will be to provide the best
possible learning opportunities for the students.
The long-range goals on which these policies will be based are:
1. To recruit, select, and employ the best qualified and most diverse personnel to staff the
district's schools.
2. To provide staff compensation and benefit programs sufficient to attract and retain
qualified employees.
3. To provide an in-service training program for all employees to improve their
performance.
4. To conduct an employee evaluation program that will contribute to the continuous
improvement of staff performance.
5. To assign personnel to ensure that they are used as effectively as possible.
6. To develop the quality of human relationships necessary to obtain maximum staff
performance and satisfaction.
Implementation of the adopted personnel policies should include channels of communication
and procedures for handling of professional and ethical problems through which all persons or
groups affected may express their suggestions, concerns, and opinions.
Legal Reference: Connecticut General Statutes
10-220 Duties of boards of education
Policy adopted: May 8, 2001
Revised: February 9, 2021
COLCHESTER PUBLIC SCHOOLS
CONCEPTS AND ROLES IN PERSONNEL Page 1 of 2
Colchester, Connecticut
CONCEPTS AND ROLES IN PERSONNEL Page 2 of 2
~4111.2
4211.2
PERSONNEL
VACANCIES
All vacancies shall be posted on the district website (www.colchesterct.org). Until all
candidates are screened, the Superintendent may utilize substitute personnel on an as-needed
basis.
Legal Reference: Connecticut General Statutes
46a-60 Discriminatory employment practices prohibited
Title VII, Civil Rights Act as amended by Title IX, Equal Employment
Opportunity Act
Policy adopted: January 8, 2002
Policy revised: May 12, 2009
Policy revised: December 8, 2020
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
VACANCIES Page 1 of 1
~4111.3
4211.3
Personnel -- Certified/Non-Certified
Minority Recruitment Plan
The Colchester Board of Education recognizes that the increasing diversity of individuals and
cultures is a growing characteristic of our state and nation which should have a significant bearing
on the activities of the school district. Further, the State of Connecticut has determined that the
educational interests of the state require efforts by each school district to provide educational
opportunities for its students to interact with staff from other racial, ethnic and economic
backgrounds in order to reduce racial, ethnic and economic isolation.
To this end, the Board of Education believes that the importance of diversity of individuals and
cultures should be recognized in the recruitment of personnel in order to help promote an
intellectually and culturally dynamic environment that enables all students to gain an increased
awareness and appreciation of the diverse world in which all are connected.
Consistent with the Board’s policies on Affirmative Action (4111.1) and Nondiscrimination
(4118.11), and its rigorous standards for the hiring of all staff, our plan for minority staff
recruitment shall require an effort to attract talented minority educators and other minority
personnel to serve in available positions within the District.
Legal Reference: Connecticut General Statutes
10-151 Employment of teachers. Notice and hearing on termination of
contract.
10-153 Discrimination on account of marital status.
10-220 Duties of Boards of Education. (as amended by PA 98-252)
10-226h Programs and methods to reduce racial, ethnic and economic
isolation. (as amended by P.A. 11-179)
46a-60 Discriminatory employment practices prohibited.
Policy adopted: December 13, 2011 Colchester Public Schools
Colchester, CT
4112P
PERSONNEL
APPOINTMENT AND CONDITIONS OF EMPLOYMENT
All certified personnel shall be appointed to their positions by the Board of Education in
accordance with Connecticut General Statutes 10-151.
Legal Reference:
Connecticut General Statutes
10-151 Employment of teachers. Notice and hearing on termination of or failure
to renew contract.
10-153 Discrimination on account of marital status
46a-60 Discriminatory employment practices prohibited
Title VII, Civil Rights Act as amended by Title IX, Equal Employment Opportunity
Act
Policy adopted: May 8, 2001
Revised: November 10, 2020
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
APPOINTMENT AND CONDITIONS OF EMPLOYMENT Page 1 of 1
~4112.4
4212.4
Personnel-Certified and Classified
Health Examination
All employees are encouraged to keep themselves healthy so that they will be able to perform
their duties effectively.
The Superintendent may require an independent medical examination of any employee by a
physician selected by the Board, under the following conditions, subject to the limitations set
forth, if any, in the applicable bargaining unit agreement:
a) whenever the Superintendent has grounds to believe that the performance of the
employee is adversely affected by illness of any kind;
b) whenever the Superintendent has grounds to believe that the health/safety of students or
other employees may be at risk due to the illness of an employee;
c) whenever the Superintendent has grounds to believe the employee may have abused sick
leave or other leave policies;
d) as a condition of approval for a medically-related leave of absence such as sick leave,
maternity leave, FMLA, or worker’s compensation leave;
e) as a condition of approval for continuation or extension of such leave;
f) as a condition of approval for return to duty from such leave.
Policy adopted: April 3, 2006 Colchester Public Schools
Policy revised: June 8, 2010 Colchester, Connecticut
Policy revised: December 12, 2013
Colchester Public Schools
Series 4000
Personnel
BLOODBORNE PATHOGENS POLICY
The Colchester Board of Education is committed to promoting a safe and healthful work
environment for its staff. In pursuit of this goal and in accordance with the United States
Department of Labor, Occupational Safety and Health Administration (OSHA) regulations
dealing with “Safe Workplace” standards relating to exposure to Bloodborne Pathogens, the
following will be the procedures of the Colchester Board of Education for at risk personnel.
The Colchester Board of Education shall establish a written exposure control plan in accordance
with the federal standards for dealing with potentially infectious materials in the workplace to
protect employees from possible infection due to contact with Bloodborne pathogens.
Pursuant to these procedures, the school will take reasonably necessary actions to protect its
employees from infectious disease and in particular H.I.V. and H.B.V. infection.
The school will provide the training and protective equipment to those persons who are at risk
by virtue of their job performance and may come in contact with infectious disease.
Furthermore, all Colchester Board of Education personnel defined by the Occupational Safety
and Health Administration and the school who may come in contact with blood and body fluids
will be offered the vaccine for the Hepatitis B Virus which is a life threatening Bloodborne
pathogen. The vaccination will be done at no cost to the personnel and is provided as a
precaution for personnel safety.
Legal References:
29 C.F.R. § 1910.1030 OSHA Bloodborne pathogens standards
ADOPTED: January 9, 2018
3660580v2
BLOODBORNE PATHOGENS POLICY Page 1 of 1
Colchester Public Schools
Series 4000
Personnel
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS
I. Definitions
A. Contaminated Sharps: any contaminated object that can penetrate the skin
including, but not limited to, needles, scalpels, broken glass, broken capillary tubes,
and exposed ends of dental wires.
B. Engineering Controls: controls (e.g., sharps disposal containers, self-sheathing
needles, safer medical devices, such as sharps with engineered sharps injury
protections and needless systems) that isolate or remove the bloodborne
pathogens hazard from the workplace.
C. Work Practice Controls: controls that reduce the likelihood of exposure by
altering the manner in which a task is performed (e.g., prohibiting recapping of
needles by a two-handed technique).
II. Exposure Determination
A. Category I: Those personnel who come in direct contact with blood and body fluids
for which precautions must be taken
• School Nurses and Health Office Paraprofessionals
• Principals, Assistant Principals
• School Custodians
• Science Teachers
• Special Education Teachers, Special Education Paraprofessionals
• Physical Education Teachers
• Athletic Coaches, Assistant Coaches
• Technical/Career Education Teachers
• Music Teachers
• Drama Teachers
• Art Teachers
• Cafeteria Employees
Other employees who are trained and administer First Aid, not listed in Category I,
may request Hepatitis B Vaccine Series. The building Principal, or Superintendent,
after a substantiated, written request, will make the determination.
Certain designated teachers or employees who are required to administer
emergency First Aid to read:
1. School Nurses and Health Office Paraprofessionals may come in contact with
bodily fluids when assisting with First Aid of school personnel or students.
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 1 of 11
2. Principals, Assistant Principals may come in contact with bodily fluids when
breaking up fights, or assisting with First Aid of school personnel or students.
3. School Custodians may come in contact with bodily fluids when cleaning.
4. Science Teachers may perform First Aid on injured students.
5. Special Education Teachers, Special Education Paraprofessionals may come in
contact with bodily fluids in their interaction with special education students.
6. Physical Education teachers may perform First Aid on injured students.
7. Athletic Coaches, Assistant Coaches may perform First Aid on injured
students.
8. Technical/Career Education Teachers may perform First Aid on injured
students.
9. Music Teachers may come in contact with bodily fluids in cleaning
instruments.
10. Drama Teachers may perform First Aid on injured students.
11. Art Teachers may perform First Aid on injured students.
12. Cafeteria Employees may perform First Aid on other injured Cafeteria
Employees.
B. Category II: Personnel who participate activities without blood exposure but
exposure may occur in an emergency
III. Methods of Compliance
A. Avoid direct contact with blood, bodily fluids or other potentially infectious
materials - use gloves.
B. Contaminated needles and other contaminated sharps shall not be bent,
recapped or removed. Shearing or breaking of contaminated needles is
prohibited.
C. Contaminated reusable sharps shall be placed in containers that are puncture
resistant, leakproof, color-coded or labeled in accordance with Section X of this
plan and shall not require employees to reach by hand into the container.
D. Protective gloves will be worn if you have any open wounds on your hands. If
there is any doubt in your mind regarding some contact with blood or bodily
fluids - use gloves.
E. Wash hands immediately or as soon as feasible after removal of gloves or other
personal protective equipment.
F. If you become contaminated, wash that area immediately with a strong
antiseptic soap or solution.
G. If clothing becomes contaminated with blood or body fluids, it should be placed
in a bag labeled in accordance with Section X of this plan and placed in a
contaminated clothing container for proper cleaning and/or discarding.
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 2 of 11
H. Any areas of the school that may become contaminated will be washed with a
strong solution of bleach and water or other appropriate disinfectant; rubber
gloves, sanitary suit, face and eye protection, and long handled scrub utensils
should be used.
I. All locker rooms, restrooms, and nurses’ offices will be cleaned daily using
disinfectant. Custodial staff members are required to wear rubber gloves and
use long- handled scrubbing utensils during these cleaning procedures at these
locations.
J. When a spill occurs, the building administrator or his/her designee will limit
access to areas of potential exposure and notify the staff and students. The
janitorial staff will be notified to immediately clean the area.
K. All procedures involving blood or other potentially infectious materials shall be
performed in such a manner as to minimize splashing, spraying, spattering and
generation of droplets of these substances.
L. Mouth pipetting/suctioning of blood or other potentially infectious materials is
prohibited.
M. Specimens of blood or other potentially infectious materials shall be placed in a
container labeled in accordance with Section X of this plan, which prevents
leakage during collection, handling, processing, storage, transport, or shipping.
IV. Preventative Measures
A. The Superintendent or his/her designee shall use engineering and work practice
controls to eliminate or minimize employee exposure, and shall regularly
examine and update controls to ensure their effectiveness.
V. Hepatitis B Vaccination
A. The hepatitis B vaccination series shall be made available at no cost to all
Category I employees. The hepatitis B vaccination shall be made available after
an employee with occupational exposure has received the required training and
within 10 working days of initial assignment, unless the employee has previously
received the complete hepatitis B vaccination series, or antibody testing has
revealed that the employee is immune, or vaccination is contraindicated by
medical reasons.
B. Employees who decline to accept the vaccination shall sign the hepatitis B
vaccination declination statement.
VI. Training for Exposure Control
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 3 of 11
A. Each year, all at risk personnel will be supplied with written materials relating to
precautions, risks, and actions to take if contaminated by blood or other body
fluids containing the following:
(1) An accessible copy of the regulatory text of the OSHA standards regarding
bloodborne pathogens and an explanation of its contents;
(2) A general explanation of the epidemiology and symptoms of bloodborne
diseases;
(3) An explanation of the modes of transmission of bloodborne pathogens;
(4) An explanation of the employer's exposure control plan and the means by
which the employee can obtain a copy of the written plan;
(5) An explanation of the appropriate methods for recognizing tasks and other
activities that may involve exposure to blood and other potentially
infectious materials;
(6) An explanation of the use and limitations of methods that will prevent or
reduce exposure including appropriate engineering controls, work
practices, and personal protective equipment;
(7) Information on the types, proper use, location, removal, handling,
decontamination and disposal of personal protective equipment;
(8) An explanation of the basis for selection of personal protective equipment;
(9) Information on the hepatitis B vaccine, including information on its
efficacy, safety, method of administration, the benefits of being vaccinated,
and that the vaccine and vaccination will be offered free of charge;
(10) Information on the appropriate actions to take and persons to contact in an
emergency involving blood or other potentially infectious materials;
(11) An explanation of the procedure to follow if an exposure incident occurs,
including the method of reporting the incident and the medical follow-up
that will be made available;
(12) Information on the post-exposure evaluation and follow-up that the
employer is required to provide for the employee following an exposure
incident;
(13) An explanation of the signs and labels and/or color coding; and
(14) An opportunity for interactive questions and answers with the person
conducting the training session.
VII. Reporting Incidents
A. All exposure incidents shall be reported as soon as possible to School Nurse
Supervisor.
B. All at risk personnel who come in contact with blood and body fluids in the
performance of their duties will take steps to safeguard their health.
VIII. Post-Exposure Evaluation and Follow-up
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 4 of 11
Following a report of an exposure incident, the Superintendent or his/her designee shall
immediately make available to the exposed employee, at no cost, a confidential medical
evaluation, post-exposure evaluation and follow-up. He or she shall at a minimum:
A. Document the route(s) of exposure and the circumstances under which the
exposure incident occurred;
B. Identify and document the source individual, unless that identification is
infeasible or prohibited by law;
C. Provide for the collection and testing of the employee’s blood for HBV and HIV
serological status;
D. Provide for post-exposure prophylaxis, when medically indicated as
recommended by the U.S. Public Health service;
E. Counseling and Evaluation of reported illnesses;
F. The Superintendent or designee shall provide the health care professional with a
copy of the OSHA regulation; a description of the employee’s duties as they
relate to the exposure incident; documentation of the route(s) of exposure and
circumstances under which exposure occurred; results of the source individual’s
blood testing, if available; and all medical records maintained by the school
relevant to the appropriate treatment of the employee, including vaccination
status; and
G. The school shall maintain the confidentiality of the affected employee and the
exposure source during all phases of the post-exposure evaluation.
IX. Records
A. Upon an employee’s initial employment and at least annually thereafter, the
Superintendent or his/her designee shall inform employees with occupational
exposure of the existence, location and availability of related records; the person
responsible for maintaining and providing access to records; and the employee’s
right of access to these records.
B. Medical records for each employee with occupational exposure shall be kept
confidential and not disclosed or reported without the employee’s written
consent to any person within or outside the workplace except as required by
law.
C. Upon request by an employee, or a designated representative with the
employee’s written consent, the Superintendent or designee shall provide access
to a record in a reasonable time, place and manner, no later than 15 days after
the request is made.
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 5 of 11
D. Records shall be maintained as follows:
1. Medical records shall be maintained for the duration of employment plus
30 years.
2. Training records shall be maintained for three years from the date of
training.
3. The sharps injury log shall be maintained five years from the date the
exposure incident occurred.
4. Exposure records shall be maintained for 30 years.
5. Each analysis using medical or exposure records shall be maintained for
at least 30 years.
X. Labels
A. Warning labels shall be affixed to containers used to store, transport or ship
blood or other potentially infectious material.
B. Labels shall include the following:
C. The labels shall be fluorescent orange or orange-red or predominantly so, with
lettering and symbols in a contrasting color.
D. Labels shall be affixed as close as feasible to the container by string, wire,
adhesive, or other method that prevents their loss or unintentional removal.
E. Labels required for contaminated equipment shall be in accordance with this
paragraph and shall also state which portions of the equipment remain
contaminated.
Legal References:
29 C.F.R. § 1910.1030 OSHA Bloodborne pathogens standards
ADOPTED: January 9, 2018
3660580v2
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 6 of 11
HEPATITIS B VACCINATION DECLINATION STATEMENT (MANDATORY)
I understand that due to my occupational exposure to blood or other potentially
infectious materials I may be at risk of acquiring the hepatitis B virus (HBV)
infection. I have been given the opportunity to be vaccinated with hepatitis B
vaccine, at no charge to myself. However, I decline hepatitis B vaccination at this
time. I understand that by declining this vaccine, I continue to be at risk of
acquiring hepatitis B, a serious disease. If in the future I continue to have
occupational exposure to blood or other potentially infectious materials and I
want to be vaccinated with hepatitis B vaccine, I can receive the vaccination series
at no charge to me.
EMPLOYEE SIGNATURE
By: _____________________________________
Print name: ______________________________
Date: ___________________________________
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 7 of 11
Bloodborne Pathogens Appendices
Colchester Public Schools
Hepatitis B Vaccine
The Colchester Board of Education offers the Hepatitis B Vaccine series free of charge to all
employees who qualify based on “The Colchester School System Bloodborne Pathogen
Exposure Control Plan”. If you are in one of the following employee categories you are
encouraged to receive the Hepatitis B series. If you do not wish to receive the vaccination or
have already been vaccinated please indicate so on the enclosed form.
The following employees are under the Exposure Control Plan:
School Administrators
Special Education Teachers
Special Education Paraprofessionals
Physical Education Teachers
Athletic Coaches & Assistant Coaches
Technical/Career Education Teachers
Music Teachers
Drama Teachers
Art Teachers
Cafeteria Employees
Nurses
Health Office Paraprofessionals
Custodians
Science Teachers
If you do not come under any of the above categories but you feel you are at risk of exposure to
Hepatitis B at work, please write a letter to the Superintendent explaining your individual
situation. The Superintendent will then decide if you are eligible to receive the vaccination from
the Board of Education.
The Hepatitis B vaccination is a three shot series, which you only need to receive once in your
life. Please read the enclosed information and complete the forms. If you have received the
vaccination at another place of employment or from your physician, please obtain written
documentation of the date on the form provided.
We have partnered with Physician One Urgent Care located at 179 Linwood Avenue in
Colchester to administer the vaccination series if you choose to have it done. Please contact
them at 860-603-2614 to set up an appointment and bring the form that is included in this
informational packet with you.
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 8 of 11
Hepatitis B Consent Form
The Hepatitis B vaccine is prepared from recombinant yeast culture and is free of association
with human blood or blood products.
If I am allergic to yeast or thimersol, I should NOT receive this vaccine.
If I have a serious, active infection, I should NOT receive this vaccine.
If I am pregnant, or trying to get pregnant, or breast-feeding, I must obtain authorization from
my personal physician before receiving this vaccine.
If I have taken a drug or undergone treatment that lowers the body’s resistance to infection, I
should NOT take this vaccine without further evaluation.
If I have immune deficiency, I should NOT take this vaccine without further evaluation.
If I have heart or lung problems, I should NOT take this vaccine without further evaluation.
If I have a bleeding disorder that prevents me from receiving an intramuscular injection, I
should NOT receive this vaccine without further evaluation.
I have been informed regarding Hepatitis B and Hepatitis B vaccine.
I have been notified of my susceptibility to Hepatitis B and have been made aware of the
consequences to myself, other co-workers, and family, as well as the fact that my employer
strongly urges me to obtain a Hepatitis B vaccination. I have had a chance to ask questions
which were answered to my satisfaction.
_________________________________________
Printed Name
_________________________________________ ________________
Employee Signature Date
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 9 of 11
Hepatitis B Administration Record
Employee Name _________________________________________________
Job Title ________________________________________________________
School __________________________________________________________
Date Administered Lot # Expiration Date Site
Hep B #1 ______________________________________________________
Hep B #2 ______________________________________________________
Hep B #3 ______________________________________________________
Vaccine Administrator:
#1 _______________________________________________________
#2 _______________________________________________________
#3 _______________________________________________________
Vaccine administered by:
____ Physician One Urgent Care
____ Family Physician
____ Other
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 10 of 11
Colchester Public Schools
Mandatory Declination Statement
for
Hepatitis B Vaccination
I, ____________________________________________ understand that due to my
Printed Name
occupational exposure to blood or other potentially infectious materials I may be at risk of
acquiring Hepatitis B virus (HBV) infection. I have been given the opportunity to be vaccinated
with Hepatitis B vaccine, at no charge to myself. However, I decline Hepatitis B vaccination at
this time. I understand that by declining this vaccine, I continue to be at risk of acquiring
Hepatitis B, a serious disease. If in the future I continue to have occupational exposure to blood
or other potentially infectious materials and I want to be vaccinated with Hepatitis B vaccine, I
can receive the vaccination series at no charge to me.
______________________________ ________________
Employee Signature Date
EXPOSURE CONTROL PLAN FOR BLOODBORNE PATHOGENS ADMINISTRATIVE REGULATIONS Page 11 of 11
4112.5P
PERSONNEL
EMPLOYMENT CHECKS POLICY
Security Check/Fingerprinting
In order to create a safe and orderly environment for students, all offers of employment will be conditional
upon the successful outcome of a criminal record check. In addition, any person applying for employment
with the Board shall submit to a record check of the Department of Children and Families (DCF) Child Abuse
and Neglect Registry before the person may be hired.
Note: Applicants for all positions, certified or non-certified must submit to a check of Department of Children
and Families Child Abuse and Neglect Registry.
Applicants, as required, shall make disclosures containing (1) current and past employers’ contact
information; (2) authorization allowing contact with such employers; and (3) statements about any past
misconduct, discipline, or licensure penalties as a result of sexual misconduct or abuse allegations.
The District, prior to hiring such applicants, will (1) ensure that they complete the above stated three
requirements; (2) review applicants’ employment history after making a documented, good faith effort to
contact previous employers for information; and (3) request any available information about applicants from
SDE.
The background/reference checks shall be done in compliance with current statutory guidelines.
District employees shall, within 30 days after they are hired, submit to state and national criminal checks.
District students employed by the school system are exempted from this requirement.
Workers placed in a school under a public assistance employment program shall also submit to the criminal
check if such individuals will have direct contact with students.
School nurses and nurse practitioners appointed by the Board or under contract with the Board shall also
submit to a criminal history check pursuant to C.G.S. 29-17a.
Student teachers placed in District schools as part of completing preparation requirements for the issuance
of an educator certificate shall also be required to undergo the same criminal background checks and DCF
child abuse and neglect registry check already required for school employees.
A District student, employed by the District or a person employed by the Board as a teacher for a non-credit
adult class or adult education activity (as defined in C.G.S. 10-67) who is not required to hold a teaching
certificate, pursuant to C.G.S. 10-145b, as amended by PA 18-51, is exempt from the fingerprinting
requirement.
EMPLOYMENT CHECKS Page 1 of 2
Criminal Justice Information
Criminal Justice Information (CJI) is to be maintained in accordance with the administrative regulation
pertaining to the use and disclosure of criminal justice information.
(cf. 4112.51/4212.51 - Employment/Reference Checks)
Legal Reference: Connecticut General Statutes
10-221d Criminal history records checks of school personnel. Fingerprinting. Termination or dismissed. (as
amended by PA 01-173, PA 04-181 and June 19 Special Session, PA 09-1, PA 11-93, PA 16-67, PA 18-51 and PA
19-91)
29-17a Criminal history checks. Procedure. Fees.
PA 16-67 An Act Concerning the Disclosure of Certain Education Personnel Records
Criminal Justice Information Services (CJIS) Security Policy, Version 5.4, U.S. Department of Justice, Federal
Bureau of Investigation, Criminal Justice Information Services Division, October 6, 2015.
POLICY ADOPTED: APRIL 10, 2007
POLICY REVISED: JANUARY 12, 2010
POLICY REVISED: SEPTEMBER 4, 2018
POLICY REVISED: NOVEMBER 9, 2021 (Replaces Temporary COVID-19 policy 4000.1T
Employment Checks)
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
EMPLOYMENT CHECKS Page 2 of 2
4112.5R
PERSONNEL
EMPLOYMENT CHECKS - ADMINISTRATIVE REGULATIONS
Security Check/Fingerprinting
Each person hired by the school system shall be required to submit to state and national criminal record
checks. In order to process such record checks, the following procedure will be followed:
1. No later than ten calendar days after the Superintendent or his/her designee has notified job
applicant of a decision to hire the applicant, or as soon thereafter as practicable, the Superintendent
or his/her designee will supply the applicant with a packet containing all documents and materials
necessary for the applicant to be fingerprinted by the Regional Service Center. This packet shall also
contain all documents and materials necessary for the Regional Service Center to submit the
completed fingerprints to the State Police Bureau of Identification for the processing of state and
national criminal record checks.
2. No later than ten calendar days after the Superintendent or his/her designee has provided the
successful job applicant with the fingerprinting packet, the applicant must arrange to be
fingerprinted. Failure of the applicant to have his/her fingerprints taken within such ten-day period,
without good cause, will be grounds for the withdrawal of the offer of employment.
3. Any person for whom criminal records checks are required to be performed pursuant to this policy
must pay all fees and costs associated with the fingerprinting process and/or the submission or
processing of the requests for criminal record checks.
4. Upon receipt of a criminal record check indicating a previously undisclosed conviction, the
Superintendent or his/her designee will notify the affected applicant/employee in writing of the
results of the record check and will provide an opportunity for the affected applicant/employee to
respond to the results of the criminal record check.
5. Decisions regarding the effect of a conviction upon an applicant/employee, whether disclosed or
undisclosed by the applicant/employee, will be made on a case-by-case basis. Notwithstanding the
foregoing, the falsification or omission of any information on a job application or in a job interview,
including, but not limited to information concerning criminal convictions or pending criminal
charges, shall be grounds for disqualification from consideration for employment or discharge from
employment.
6. Each applicant for a position involving direct student contact is required to make three disclosures to
the Board for a position involving direct student contact. The applicant must:
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a. Provide the District with contact information for current and former employers if they were
education employers or the employment otherwise involved contact with children. The
contact information must include each employer’s name, address, and telephone number.
b. Provide a written authorization that consents to and authorizes such former employers to
disclose information and related records about him or her that is requested on the
SDE-designed standardized form that interviewing education employers send. The
authorization also must consent to and authorize SDE to disclose information and related
records to requesting education employers and release such former employers and SDE from
any liability that may arise from such disclosure or release.
c. Give a written statement about whether he or she:
i. was the subject of an abuse or neglect or sexual misconduct investigation by any employer,
state agency, or municipal police department, unless the investigation resulted in a finding
that all allegations were unsubstantiated;
ii. was disciplined or asked to resign from a job or resigned from or otherwise separated from
any job while an allegation of abuse or neglect was pending or under investigation by the
Department of Children and Families (DCF), or an allegation of sexual misconduct was
pending or under investigation or because of an allegation substantiated by DCF of abuse
or neglect or sexual misconduct or a conviction for abuse or neglect or sexual misconduct;
or
iii. had a professional or occupational license or certificate suspended or revoked or ever
surrendered one while an allegation of abuse or neglect was pending or under
investigation by DCF, or an investigation of sexual misconduct was pending or under
investigation, or because of an allegation substantiated by DCF of abuse or sexual
misconduct or a conviction for abuse or sexual misconduct.
iv. has, at the time of application, any criminal charges pending to state the charges and the
court in which such charges are pending.
7. The District is prohibited from offering employment for any position involving direct student contact
until the following has occurred:
a. the applicant has complied with the above disclosure requirements;
b. the District has reviewed, either through written or telephone communication, the applicant’s
employment history on the standardized form filled out by current and past employers, which
current or former employers must complete and return within five business days of receipt;
and
c. the District has requested information from SDE about the applicant’s eligibility status for a
position requiring a certificate, authorization, or permit; previous disciplinary action for a
substantiated finding of abuse or neglect or sexual misconduct; and notice of a criminal
conviction or pending criminal charges against the applicant.
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8. A good faith effort to reach an applicant’s current and previous employers shall be made. A “good
faith effort” is one requiring no more than three phone calls on three separate days.
9. The District may request additional information from an applicant’s current or former employers
relating to any response the applicant listed on the standardized SDE form, to which the applicant
must respond within five business days of receipt. Immunity is provided from criminal and civil
liability to any employer who provides such information, as well as to SDE, as long as the information
supplied is not knowingly false.
10. The information available to the Board from SDE about an applicant may include:
a. any information about the applicant’s eligibility for employment with such education
employer in a position that requires a certificate, authorization, or permit;
b. whether SDE knows if the applicant was disciplined for a finding of abuse or neglect or
sexual misconduct, and any information related to the finding; and
c. whether SDE has been notified that the applicant has been convicted of a crime or of
pending criminal charges against the applicant and any information about such charges.
11. Applicants for substitute teaching positions must also fulfill the disclosure requirements as listed
above. The District will also request information from the applicant’s prior employers and SDE (in the
same manner required for other applicants).
12. Adult education teachers and substitute teachers, if they are continuously employed by the district,
do not have to be refingerprinted after fulfilling the initial requirement.
13. The District shall maintain a list of individuals suitable to work as substitute teachers. Only those on
the list may be hired as substitute teachers. An individual remains on the list as long as (1) he or she
is continuously employed by the District as a substitute teacher and (2) District does not have any
knowledge that would cause the person to be removed from the list.
14. School nurses and nurse practitioners appointed by the Board or under contract with the Board shall
also submit to a criminal history check pursuant to C.G.S. 29-17a.
15. Student teachers placed in District schools as part of completing preparation requirements for the
issuance of an educator certificate shall also submit to a criminal history check. The criminal history
check shall be done prior to being placed in a school for clinical experiences such as field
experiences, student teaching or internship. Candidates are required to be fingerprinted at one of
the RESCs and not through local police stations or the school district. The District is required to notify
the State Board of Education if notice is received that a student teacher has been convicted of a
crime. Student teachers must also submit to a records check of the Department of Children and
Families Child Abuse and Neglect Registry.
16. Each applicant for a certified position must submit to a records check of the Department of Children
and Families (DCF) Child Abuse and Neglect Registry established pursuant to C.G.S. 17a-101k before
the applicant may be hired. The Superintendent or his/her designee shall request the required
records check of DCF in accordance with the procedures established by DCF.
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17. Each applicant for a non-certified position must submit to a records check of the Department of
Children and Families (DCF) Child Abuse and Neglect Registry established pursuant to C.G.S.
17a-101k before the applicant may be hired. The Superintendent or his/her designee shall request
the required records check of DCF in accordance with the procedures established by DCF.
18. Contractors that apply for positions involving direct student contact are required to perform the
checks on their employees who would fill such positions. These checks are similar to the ones the
District must perform on applicants.
a. A contractor’s employee must fulfill the three disclosure requirements that a regular, direct
applicant for such a position must fulfill.
b. The contractor must contact any current or former employers that were education employers
and request, by telephone or in writing, any information about whether there was a finding
of abuse or neglect or sexual misconduct against the employee, and which the employer
must report if there is one.
c. Should the contractor receive any information indicating such a finding or otherwise has
knowledge of one, he or she must immediately forward, either by telephone or in writing, the
information to the District.
d. The District must determine whether the employee may work in a position involving direct
student contact at any of its schools.
e. It is not considered a breach of contract for the District to determine that the contractor’s
employee is forbidden to work under any such contract in such a position.
19. The District shall notify SDE when it receives information that applicants or employees have been
disciplined for a finding of abuse or sexual misconduct.
20. The District is required to provide upon request, to any other education employer or to the
Commissioner of Education, information it may have about a finding of abuse or sexual misconduct
for someone being vetted for hire as a direct employee of the Board or a contractor’s employee.
21. The Board is prohibited from entering into any collective bargaining agreement, employment
contract, resignation or termination agreement, severance agreement, or any other agreement or
take any action that results in any of the following outcomes:
a. has the effect of suppressing information about an investigation of a report of suspected
abuse or neglect or sexual misconduct by a current or former employee;
b. affects the education employer’s ability to report suspected abuse or neglect or sexual
misconduct to appropriate authorities; or
c. requires the district to expunge information about an allegation or finding of suspected abuse
or neglect or sexual misconduct from any documents it maintains, unless after investigation
the allegation is dismissed or found to be false.
22. The District may employ or contract with an applicant for up to 90 days while awaiting the complete
review of their application information, as long as the following has occurred:
a. the applicant has submitted to the District the three required disclosures,
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b. the District has no information about the applicant that would disqualify him or her from
employment, and
c. the applicant affirms that he or she is not disqualified from employment with the education
employer.
23. Applicants who knowingly provide false information or knowingly fail to disclose information that is
statutorily required to the District is subject to discipline by the District. Such discipline may include
denial of employment or termination of a certified employee’s contract.
A District student, employed by the District or a person employed by the Board as a teacher for a
non-credit adult class or adult education activity (as defined in C.G.S. 10-67) who is not required to
hold a teaching certificate, pursuant to C.G.S. 10-145b, as amended by PA 18-51, is exempt from the
fingerprinting requirement.
Criminal Justice Information*
Policies #4112.5P and #4112.51P and applicable law require applicants for employment in the District to
submit to state and national criminal record checks. All results for such background checks and
accompanying information is considered “Criminal Justice Information (CJI).” Such information is to be
maintained, used and disclosed in compliance with this administrative regulation. These regulations apply to
all CJI that the District possesses or controls in any form or format, including CJI contained in
correspondence, documentation or reports of the District.
Definitions
Criminal Justice Information (CJI) means the results of any state or federal criminal record checks of an
applicant for employment in the district, volunteer, employee, or contractor and all copies thereof.
Criminal Justice Information Officer (CJI Officer) means the individual appointed by the Superintendent to
be responsible for the use, disclosure, and safeguarding of CJI in the District. This individual serves as the
District’s primary point of contact for CJI matters and these regulations.
Permitted Individual means an individual designated by the Superintendent, or his/her designee, who may
access CJI. Such individuals may include, but are not limited to, human resources personnel, and certain
administrative staff.
Request and Use of Criminal Justice Information
An employee, contractor, applicant, volunteer, will be asked by the District for CJI as permitted or required by
applicable policy and/or law.
The Superintendent or his/her designee shall designate those individuals who will be considered “Permitted
Individuals” for purposes of these regulations. CJI may not be accessed by any other member of the District
staff or be used for any reason without obtaining prior written approval from the CJI Officer. CJI used by the
“Permitted Individual” is limited to that permitted or required by law or District policy.
“Permitted Individuals” must satisfy applicable legal screening requirements prior to access to CJI, including
the following:
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1. Permitted Individuals who are Connecticut residents shall be screened by the District through a
Connecticut and national fingerprint-based record check after designations as a Permitted
Individual.
2. Permitted Individuals who are not Connecticut residents shall be subject to a District state and
national fingerprint-based record check and follow FBI guidance pertaining to additional screening
requirements.
The Connecticut Department of Emergency Services and Public Protection may be consulted by the CJI
Officer pertaining to the execution of the above cited screening requirements.
A Permitted Individual’s access to CJI may be terminated with or without cause at the discretion of the
Superintendent, CJI Officer, or their respective designees. Upon termination of the Permitted Individual’s
employment in or contract with the District, such individual’s access to CJI is to be immediately terminated.
Reassignment or modification of a Permitted Individual’s professional responsibilities is considered cause to
reconsider CJI access.
Maintenance and Safeguarding of Criminal Justice Information (CJI)
The District will designate the locations, files and information systems where CJI is to be maintained. These
controlled areas, locked when unattended, are limited to Permitted Individuals and other authorized
personnel. If not possible to reasonably restrict access, all CJI is to be maintained in encrypted format in a
manner consistent with legal requirements and industry standards.
The written approval of the CJI Officer is required in order to remove CJI from a controlled area. The CJI
Officer must develop a protocol to ensure the protection of CJI while being transported and while out of the
controlled area.
CJI that is maintained in paper format must be kept in a physically secure location, with a posted notice of
restricted access to such records. An access log or sign-in sheet is to be used to record access to paper
records.
The Criminal Justice Information Services (CJIS) Security Policy contains safeguards for CJI records maintained
in electronic format which the District shall comply. These safeguards include, but are not limited to,
maintaining CJI on secure electronic systems and media; positioning information systems in a manner to
prevent unauthorized individuals access and viewing CJI; storing electronic media containing CJI in a secure
location; instituting access controls to limit access to Permitted Individuals; validating and authenticating
information system users accessing CJI; developing protocols for configuration management and providing
necessary access for system modifications and maintenance; providing the capability to detect and protect
against threats to the integrity of CJI; developing parameters for auditing electronic systems containing CJI;
and instituting media protection policies and procedures.
Disclosure of CJI by Permitted Individuals
CJI may be disclosed by Permitted Individuals to (1) District staff upon written approval of the
Superintendent, CJI Officer or their respective designees when such disclosure is viewed as reasonably
necessary for the performance of District function or policy or consistent with applicable law; (2) third-party
individuals/entities when such disclosure has been approved by the Superintendent or CJI Officer or their
EMPLOYMENT CHECKS - ADMINISTRATIVE REGULATIONS Page 6 of 8
respective designees, when consistent with applicable law; or as otherwise required or permitted by law. All
such disclosures shall be logged.
Security Incident Response
“Security Incident” is the actual or suspected acquisition, access, use, or disclosure of CJI in a manner not
permitted by these regulations or applicable law. A Security Incident must be reported immediately to the
CJI Officer, who will investigate, collect relevant evidence and respond to all such incidents.
The CJI Officer is to document each security incident including the District’s response, steps taken to mitigate
harm to the affected individuals and changes, as necessary to District policies and procedures to avoid a
reoccurrence of such incidents.
Security incidents are to be reported in writing to the District, regarding an individual’s CJI that may have
been accessed, acquired or disclosed during the Security Incident. Affected individuals and/or appropriate
government agencies will be notified by the District as required by law or as the District determines
appropriate.
Record Retention, Disposal and Destruction of CJI
CJI shall be maintained by the District in conformity with applicable record retention laws. Records
containing CJI shall be stored for extended periods only if they are key elements for the integrity and/or
utility of case files and/or criminal record files. Any audit records and transaction logs are to be maintained
for one year. All records containing CJI are to be destroyed when the District is no longer required to keep CJI
on file.
CJI containing paper records shall be disposed of as to make them unreadable and unable to be
reconstructed, by shredding or incineration of such records. Electronic media containing CJI shall be
destroyed utilizing a method that renders the CJI unreadable, indecipherable or unable to be reconstructed.
Media destruction is to be done only by authorized personnel and witnessed and the method used
documented.
Training
District staff with access to CJI shall initially be trained in the use, disclosure and safeguarding of such
information and no less than biennially after the initial training.
(cf. 4112.51/4212.51 - Employment/Reference Checks)
Legal Reference: Connecticut General Statutes
10-221d Criminal history records checks of school personnel. Fingerprinting. Termination or
dismissed. (as amended by PA 01-173, PA 04-181, June 19 Special Session, PA 09-1, PA 11-93, PA
16-67, PA 18-51, and PA 19-91)
17a-101k Registry of findings of abuse or neglect of children maintained by Commissioner of
Children and Families. Notice of finding of abuse or neglect of child. Appeal of finding. Hearing
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procedure. Appeal after hearing. Confidentiality. Regulations.
29-17a Criminal history checks. Procedure. Fees.
PA 16-67 An Act Concerning the Disclosure of Certain Education Personnel Records.
PA 16-83 An Act Concerning Fair Chance Employment
Criminal Justice Information Services (CJIS) Security Policy, Version 5.4, U.S. Department of Justice,
Federal Bureau of Investigation, Criminal Justice Information Services Division, October 6, 2015.
*This section of the administrative regulation pertaining to Criminal Justice Information (CJI) is based upon
information originally developed by the law firm of Shipman and Goodwin.
REGULATION ADOPTED: November 9, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
EMPLOYMENT CHECKS - ADMINISTRATIVE REGULATIONS Page 8 of 8
4112.7P
PERSONNEL
ORIENTATION
Orientation shall be considered a year-long process for certified employees new to the school
system, with the programs conducted jointly by the central administration and individual
schools.
The program shall assist new teachers in becoming acquainted with, and adjusted to, the
community, school district, and school -- including policies of the Board, rules and regulations,
and the instructional program.
Administrators, coordinators, directors, and experienced staff members may be assigned
specific roles in carrying out orientation programs.
The cooperation and active involvement of all staff members in helping newcomers become
adjusted in the district is requested by the Board.
Policy adopted: May 8, 2001
Revised: November 10, 2020
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
ORIENTATION Page 1 of 1
4112.8P-
4218.8P
PERSONNEL
NEPOTISM
It is the policy of the Board of Education that individuals shall not be appointed to any full-time,
part-time or temporary position which would create a supervisor/employee relationship within
any one department between two individuals who are related by blood, marriage, civil union,
or law.
As used in this policy, the word “Department” shall mean and include those levels of
organization under the Superintendent’s office into which the various structural areas of
operation of the school district are divided.
In the event of marriage or civil union between employees of the District, creating a
relationship which violates this policy, one of the persons affected must transfer to a location
compatible with policy provisions, or in cases of refusal to transfer, be terminated from that
location by the end of the school/fiscal year or within six months from the date the relationship
was established, whichever is the greater period.
The degrees of relationship included in the above restrictions are as follows:
By Blood: Parent, child, grandparent, grandchild, brother, sister, uncle, aunt, nephew,
niece, first cousin.
By Marriage: Husband, wife, stepparent, stepchild, father-in-law, mother-in-law,
sister-in-law, brother-in-law, daughter-in-law, son-in-law, half-sister, half-brother,
uncle, aunt, nephew, niece.
By Law: Guardianship relationships, adoptive parent/child relationships, partner in a
civil union, same-sex marriage.
In the appointment and selection of new employees, the District shall adhere to this policy. All
current supervisor/employee relationships established prior to the adoption of this policy will
not be affected by this policy so long as they remain in present assignments.
NEPOTISM Page 1 of 2
A Board member shall not vote and shall recuse themselves on any action of the Board which
will directly affect a member of the immediate family of the member.
Legal Reference: Connecticut General Statutes
7-479 Conflicts of Interest
46b-38nn Equality of benefits, protections and responsibilities (civil
unions)
46b-38oo applicability of statutes to civil unions and parties to a civil
union.
United States v. Windsor, U.S. 133 S. Ct. 2675 (2013)
Policy adopted: September 11, 2001
Policy revised: June 8, 2004
Policy Revised: January 12, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
NEPOTISM Page 2 of 2
4113.4P
PERSONNEL
JOB SHARING
The Board of Education approves in principle the concept of job-sharing in certified positions in
this school system.
The Board of Education recognizes that maximum benefits from job-sharing will require care in
detailed arrangements to be made by the administration with the cooperation of staff
members.
Among the elements of job-sharing to be considered by the administration in setting up needed
arrangements will be:
● how the responsibilities of the shared position will be divided;
● how the hours associated with the position will be divided;
● how the salary and fringe benefits will be split; and
● whether or not the sharing of the position places an undue burden on the district.
The Board wishes frequent reports on the operation of the job-sharing plan during the months
of its operation as a guide to its continuance.
Legal Reference: Connecticut General Statutes
P.A. 84-14 An Act Concerning the Distribution of Information on Job
Sharing for State Employees and Teachers
Policy adopted: May 8, 2001
Revised: December 8, 2020
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
JOB SHARING Page 1 of 1
f
4115P
PERSONNEL
EVALUATION - CERTIFIED
Because it is universally accepted that good teaching is the most important element in a
sound educational program, teacher appraisal must be done.
Appraisal of teaching service should serve three purposes:
1. To raise the quality of instruction and educational services to the children of our
community.
2. To raise the standards of the teaching profession as a whole.
3. To aid the individual teacher to grow professionally.
Evaluation of teacher performance must be a cooperative, continuing process designed
to improve the quality of instruction. The Superintendent shall evaluate or cause to be
evaluated all certified employees. The teacher shares with those who work with the
teacher the responsibility for developing effective evaluation procedures and
instruments and for the development and maintenance of professional standards and
attitudes regarding the evaluation process.
The Superintendent and all employees whose administrative and supervisory duties
equal at least 50% of their time shall include a minimum of fifteen hours of training in
the evaluation of teachers pursuant to Section 10-151b, as part of the required
professional development activity during each five-year period for reissuance of their
professional educator certificate.
The Board of Education directs the Superintendent and the teachers' representatives to
develop, in harmony with guidelines developed by the State Board of Education, a
system-wide program for evaluating the instructional process and all certified personnel
as one means to insure quality of instruction.
(cf. - 4131 Staff Development)
Legal Reference: Connecticut General Statutes
EVALUATION - CERTIFIED Page 1 of 2
10-151b Evaluation by superintendent of certain educational personnel.
Public Act 95-58 An Act Concerning, Teacher Evaluations, Tenure and
Dismissal
POLICY ADOPTED: May 8, 2001
REVISED: March 9, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
EVALUATION - CERTIFIED Page 2 of 2
4115.3P
PERSONNEL - CERTIFIED
ATHLETIC COACHES
It is the policy of the Colchester Board of Education that an athletic coach employed by the
Board shall:
1. adhere to all Board of Education, state and Connecticut Interscholastic Athletic
Conference (CIAC) Board policies, rules and regulations;
2. conduct himself or herself in a professional manner;
3. serve as a role model for students; and
4. demonstrate competence and proficiency in his or her role as an athletic coach of a
particular sport defined in the job description.
For purposes of this policy, the term “athletic coach” means any person holding a coaching
permit who is hired by a local or regional board of education to act as a coach for a sport
season. This term “coach” under this policy shall include all coaches who have direct
responsibility for one or more teams including head coaches, assistant coaches and volunteer
coaches who serve as coach to a team (e.g., JV).
I. Evaluations
Pursuant to state law, there shall be an annual evaluation of all athletic coaches, to be
conducted by the coach’s immediate supervisor. Each coach shall receive a written copy of the
evaluation.
The purposes of evaluation are:
1. To provide a systematic process whereby coaches may increase the effectiveness of
their services to the athletic program utilizing the available professional resources.
2. To provide an opportunity for coaches to analyze their strengths and weaknesses,
and to discuss objectively the contributions they have made to the athletic program.
ATHLETIC COACHES Page 1 of 4
3. To provide an opportunity to analyze the strengths and weaknesses of individual
coaches, and to utilize this knowledge to develop supervisory service to assist
individuals in developing their competence.
4. To provide an effective means by which administrators may make recommendations
concerning the continued employment of personnel, and/or other recommendations
to the Board of Education.
It is the responsibility of all administrators, coaches and other professional staff members to
recognize that the district schools intend to seek and maintain the best qualified staff to provide
quality coaching for student athletes. In keeping with this goal, all coaching personnel are
expected to participate fully in the appraisal process.
An integral part of this process is self-appraisal. The self and administrative appraisals include:
knowledge of sports area, coaching skills and techniques, attitudes, behavior patterns, values
and ethics.
II. Employment of an Athletic Coach
It is the responsibility of school administrators and athletic directors to recognize that the
Colchester Board of Education athletic coaches serve at the discretion of the Superintendent,
and their employment in their specific coaching positions (e.g., basketball, golf) may be
non-renewed or terminated at any time except as follows.
If the athletic coach has served in the same coaching position for three or more consecutive
school years, the following procedures shall apply. The Superintendent may non-renew the
employment of any such athletic coach by providing written notification of that action within
ninety (90) calendar days of the end of the season. The Superintendent may terminate the
employment of any such athletic coach at any time for 1) for reasons of moral misconduct,
insubordination, failure to comply with the Board’s CIAC policies, rules and regulations; or 2)
because the sport has been canceled. If a decision to terminate a coach’s employment is made
during the athletic season, the Superintendent shall remove the coach from duty during the
pendency of any hearing conducted pursuant to this policy.
Any coach that has held the same coaching position for three or more years, for which the
Board terminates or non-renews the contract shall be informed of the Board’s decision within
ninety (90) days of the completion of the sport season covered by the contract. The coach may
request a written statement from the Board specifying the reason(s) for the Board’s action. The
statement shall be provided within thirty (30) days of the request. The decision to terminate or
non-renew the coach’s contract may be appealed by the coach in a manner prescribed by the
Board.
ATHLETIC COACHES Page 2 of 4
The Superintendent of Schools may terminate the contract of any coach at any time for reasons
of moral misconduct, insubordination or a violation of the rules of the Board or because a sport
has been cancelled by the Board.
III. Hearing Procedures
An athletic coach who has served in the same coaching position for three or more consecutive
years may appeal any such non-renewal or termination decision (except if such decision was
due to cancellation of the sport) to the Board of Education in accordance with the following
procedures:
A. The athletic coach must file a written appeal with the Board within ten (10) calendar days
of the Superintendent’s written notification of non-renewal or termination. Such appeal
shall set forth the basis on which the athletic coach seeks review of that decision, and a
copy of said appeal shall be sent to the Superintendent. Failure to submit a timely written
appeal shall constitute a waiver of said appeal opportunity.
B. Within a reasonable period of time of its receipt of a written appeal of the
Superintendent’s decision, the Board or a committee of the Board as designated by the
Chairperson shall conduct a hearing to consider such appeal. Reasonable notice of the
time and place for such hearing shall be issued to the athletic coach prior to the
commencement of the hearing.
C. At the hearing, the athletic coach shall have an opportunity to present facts and evidence
in support of renewal and/or reinstatement, and the Superintendent shall have the
opportunity (but shall not be obligated) to present facts and evidence in support of the
decision of non-renewal and/or termination. For good cause shown, the athletic coach
may call a limited number of witnesses to testify if there is a clear need for witnesses to
present factual information (rather than simply expressing an opinion on the skill or
competence of the athletic coach). In any event, cumulative or redundant testimony shall
not be allowed.
D. The decision of non-renewal or termination shall be affirmed unless the Board determines
that the decision is arbitrary and capricious. The coach shall bear the burden of proof on
this point.
E. Within a reasonable period of time following the hearing, the Board shall determine
whether the Superintendent acted in an arbitrary and capricious manner in making
his/her decision not to renew and/or to terminate, and shall provide a written decision to
the coach. The decision of the Board shall be final.
ATHLETIC COACHES Page 3 of 4
Legal Reference: Connecticut General Statutes
10-149 Qualifications for coaches of intramural and interscholastic
athletic coaches (as amended by P.A. 13-41)
10-151b Evaluation by superintendent of certain educational personnel
10-220a In-service training
10-222e Policy on evaluation and termination of athletic coaches (as
amended by P.A. 13-41)
P.A. 13-41 An Act Concerning Hiring Standards for Athletic Directors
P.A. 02-243 An Act Concerning Notification in Cases of Termination of
Coaches
Policy adopted: April 13, 2011
Policy revised: May 11, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
ATHLETIC COACHES Page 4 of 4
4116P
PERSONNEL
PROBATIONARY/TENURE STATUS
Probationary periods, tenure appointments, and dismissal procedures will be in accordance
with requirements of current statutes.
(cf. 4117.4 - Non-Renewal/Suspension)
Legal Reference: Connecticut General Statutes
10-151 Employment of teachers. Notice and hearing on
determination of or failure to renew contract. Appeal.
462-60 Discriminatory employment practices prohibited.
Policy adopted: May 8, 2001
Revised: November 10, 2020
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
PROBATIONARY/TENURE STATUS Page 1 of 1
4117.1P
PERSONNEL
RETIREMENT
Any certified employee may retire under provisions of any State Teacher Retirement System
provided for teachers in the public schools of the state at the option of the employee.
Legal Reference: Connecticut General Statutes
10-183f (a) Normal retirement
10-183f (b) Pro-ratable retirement
10-183f (c) Early retirement
10-183f (d) Deferred vested retirement
10-183aa Disability retirement
Public Law 95-256 - Age Discrimination in Employment Act
Policy adopted: May 8, 2001
Revised: November 10, 2020
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
RETIREMENT Page 1 of 1
4117.31P
PERSONNEL - CERTIFIED/NON-CERTIFIED
RETURN TO WORK PROGRAM
It is the policy of the Colchester Board of Education to facilitate the return to work of employees
on Workers’ Compensation Leave in accordance with applicable law.
The District will maintain ongoing communication with the employee, medical provider(s), and
the Worker’s Compensation insurance carrier throughout the duration of the employee’s leave.
The Superintendent or his/her designee will regularly request medical updates on the return to
work status of any employee on Workers’ Compensation leave.
When the employee’s medical provider has indicated the employee is able to return to work,
the Board/District will require a medical assessment with the following components:
1. Assessment of employee’s ability to perform essential functions of his/her job (physically
and mentally)
2. Availability of a position for the employee to return to work
3. Availability of temporary light duty work in the employee’s position, if necessary or
requested (the Board is not required to provide light duty assignments but may do so if
the work is available)
The District may also request an independent second medical opinion as to the employee’s
fitness for duty and return to work, and/or a formal hearing regarding an employee’s status.
On a case-by-case basis, it may be necessary to evaluate the need for the provision of a
“reasonable accommodation” for an employee if it is determined the employee has a covered
disability under the Americans with Disabilities Act. Reasonable accommodations, without
undue hardship to the Board/District, may include, but not be limited to:
1. Extending his/her leave, either paid or unpaid
2. Restructuring a job
3. Reassignment to another vacant position
4. Part-time or modified work schedule
The District will make every reasonable effort to hold the position for the employee on Workers’
Compensation Leave in concert with a projected return to work date provided by the treating
physician with a specified prognosis for return. However, the District will not be required to hold
a position indefinitely.
RETURN TO WORK PROGRAM Page 1 of 2
Policy Adopted: April 7, 2009
Policy Revised: May 11, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
RETURN TO WORK PROGRAM Page 2 of 2
Colchester Public Schools
Series 4000
Personnel
SUSPENSION/ADMINISTRATIVE LEAVE POLICY
The Board authorizes the Superintendent to suspend any employee without pay, consistent
with the provision of law and applicable collective bargaining agreements. The Superintendent
may also place any employee on administrative leave with pay, if in the opinion of the
Superintendent continuation of the employee in the position presents any safety concern or
concern of disruption to the students, staff, property, or reputation of the district. Prior to
placing any employee on administrative leave with pay, the Superintendent shall conduct an
initial investigation that provides for appropriate consideration of an affected employee’s due
process rights.
Legal Reference: Connecticut General Statutes
10-151(c) Employment of teachers.
Shanbrom v. Orange Board of Education, 2 Conn. L. Rpts. 396, 398 (1990)
10-151 Employment of teachers. Definitions. Notice and hearing on failure
to renew or termination of contract. Appeal.
PA 95-58 An Act Concerning Teacher Evaluations, Tenure and Dismissal
PA 97-247 An Act concerning Revision to the Education Statutes
Shanbrom v. Orange Board of Education, 2 Conn. L. Rpts. 396, 398 (1990)
POLICY ADOPTED: April 13, 2010
REVISION: June 14, 2016 (replaces 4117.4/4217.4)
SUSPENSION/ADMINISTRATIVE LEAVE POLICY Page 1 of 1
4118.11P
PERSONNEL
NON-DISCRIMINATION POLICY
(PERSONNEL)
The Board of Education will not make employment decisions (including decisions related to
hiring, assignment, compensation, promotion, demotion, disciplinary action and termination)
on the basis of race, color, religion, age, sex, marital status, sexual orientation, national origin,
ancestry, disability (including pregnancy), genetic information, veteran status or gender identity
or expression, except in the case of a bona fide occupational qualification.
It is the policy of the Board of Education that any form of discrimination or harassment on the
basis of race, religion, color, national origin, sex, sexual orientation, marital status, age, disability
(including pregnancy), genetic information, veteran status or gender identity or expression, or
any other basis prohibited by state or federal law is prohibited, whether by students, Board
employees or third parties subject to the control of the Board. The Board’s prohibition of
discrimination or harassment in its educational programs or activities expressly extends to
academic, nonacademic and extracurricular activities, including athletics. It is also the policy of
the Board of Education to provide for the prompt and equitable resolution of complaints
alleging any discrimination on the basis of protected characteristics such as race, color, religion,
age, sex, sexual orientation, marital status, national origin, disability (including pregnancy),
veteran status or gender identity or expression.
For the purposes of this policy, “genetic information” means the information about genes, gene
products, or inherited characteristics that may derive from an individual or a family member.
“Genetic information” may also include an individuals’ 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.
For the purposes of this policy, “veteran” means any person honorably discharged from,
released under honorable conditions from active service in, or released with an other than
honorable discharge based on a qualifying condition from the United States Army, Navy, Marine
Corps, Coast Guard, Air Force, and Space Force, and any reserve component thereof, including
the Connecticut National Guard. “Qualifying condition” means (A) a diagnosis of
post-traumatic stress disorder or traumatic brain injury made by an individual licensed to
provide health care services at a United States Department of Veterans Affairs facility, (B) an
experience of military sexual trauma disclosed to an individual licensed to provide health care
services at a United States Department of Veterans Affairs facility, or (C) a determination that
NON-DISCRIMINATION POLICY – PERSONNEL Page 1 of 4
sexual orientation, gender identity, or gender expression was more likely than not the primary
reason for an other than honorable discharge, as determined in accordance with Conn. Gen.
Stat. §§ 27-103(c), (d).
For the purposes of this policy, “race” is inclusive of ethnic traits historically associated with
race, including but not limited to, hair texture and protective hairstyles. “Protective hairstyles”
includes, but is not limited to, wigs, headwraps and hairstyles such as individual braids,
cornrows, locs, twists, Bantu knots, afros and afro puffs.
For the purposes of this policy, “gender identity or expression” means a person's gender-related
identity, appearance or behavior, whether or not that gender-related identity, appearance or
behavior is different from that traditionally associated with the person's physiology or assigned
sex at birth, which gender-related identity can be shown by providing evidence including, but
not limited to, medical history, care or treatment of the gender-related identity, consistent and
uniform assertion of the gender-related identity or any other evidence that the gender-related
identity is sincerely held, part of a person's core identity or not being asserted for an improper
purpose.
Any employee wishing to file a complaint regarding discrimination or harassment may obtain a
copy of the Board’s complaint procedures and complaint form which are included in the Board’s
Administrative Regulations Regarding Non-Discrimination/Personnel. These regulations
accompany Board Policy #4118.11P and are available online at www.colchesterct.org or upon
request from the main office of any district school.
If a complaint involves allegations of discrimination or harassment based on reasons such as
gender/sex, gender identity, sexual orientation, or disability, such complaints will be handled
under other appropriate policies Series 4000 #4118.11 Sex Discrimination & Sexual Harassment
in the Workplace; Series 4000 #4118.14 Employees & Section 504 of the Rehabilitation Act of
1973 & Title ll of the Americans with Disabilities Act of 1990.
Any employee also may file a complaint with the Office for Civil Rights, U.S. Department of
Education (“OCR”):
Office for Civil Rights, Boston Office
U.S. Department of Education
8th Floor
5 Post Office Square
Boston, MA 02109- 3921
(617) 289-0111
http://www2.ed.gov/about/offices/list/ocr/docs/howto.html
Employees may also file a complaint regarding employment discrimination with the Equal
Employment Opportunity Commission:
Equal Employment Opportunity Commission, Boston Area Office
John F. Kennedy Federal Building
475 Government Center, Boston, MA 02203
NON-DISCRIMINATION POLICY – PERSONNEL Page 2 of 4
(800-669-4000)
Employees may also file a complaint with the Connecticut Commission on Human Rights and
Opportunities:
Connecticut Commission on Human Rights and Opportunities
450 Columbus Blvd.
Hartford, CT 06103-1835
(800-477-5737)
Anyone who has questions or concerns about this policy, or would like a copy of the Board’s
complaint procedures or complaint forms related to claims of discrimination, may contact:
Director of Pupil Services and Special Education
380 Norwich Avenue, Colchester, CT 06415, 860.537.3103
Anyone who has questions or concerns about the Board’s policies regarding discrimination on
the basis of gender/sex may contact the Board’s Title IX Coordinator:
Director of Pupil Services and Special Education
380 Norwich Avenue, Colchester, CT 06415, 860.537.3103
Anyone who has questions or concerns about the Board’s policies regarding discrimination on
the basis of disability may contact the Board’s Section 504/ADA Coordinator:
Director of Pupil Services and Special Education
380 Norwich Avenue, Colchester, CT 06415, 860.537.3103
Legal References:
Title VI of the Civil Rights Act of 1964, 42 U.S.C. § 2000d et seq.
Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq.
Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681 et seq.
Age Discrimination in Employment Act, 29 U.S.C. § 621
Americans with Disabilities Act, 42 U.S.C. § 12101
Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. § 794
Title II of the Genetic Information Nondiscrimination Act of 2008, Pub.L.110-233,
42 U.S.C. § 2000ff; 29 CFR 1635.1 et seq.
Connecticut General Statutes § 10-153. Discrimination on basis of marital status
Connecticut Fair Employment Practices Act, CT General Statutes § 46a-60
Connecticut General Statutes § 46a-81a Discrimination on basis of sexual
orientation: Definitions
Connecticut General Statutes § 46a-81c Sexual orientation discrimination:
Employment.
NON-DISCRIMINATION POLICY – PERSONNEL Page 3 of 4
Public Act 17-127, An Act Concerning Discriminatory Practices Against Veterans,
Leaves of Absence for National Guard Members, Application for Certain Medicaid
Programs, and Disclosure of Certain Records to Federal Military Law
Enforcement.
ADOPTED: June 13, 2017
REVISION: August 14, 2018
REVISION: June 21, 2021
REVISION: November 9, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
NON-DISCRIMINATION POLICY – PERSONNEL Page 4 of 4
Colchester Public Schools
Series 4000
4118.11
Community/Board Operations
DISCRIMINATION COMPLAINTS - ADMINISTRATIVE REGULATIONS
(PERSONNEL)
It is the policy of the Colchester Board of Education that any form of discrimination or
harassment on the basis of protected characteristics such as race, color, religion, age, sex,
sexual orientation, marital status, national origin, disability (including pregnancy), genetic
information, veteran status or gender identity or expression is forbidden, whether by students,
Board employees or third parties subject to the control of the Board. Students, Board
employees and third parties are expected to adhere to a standard of conduct that is respectful
of the rights of all members of the school community.
It is the express policy of the Board to provide for the prompt and equitable resolution of
complaints alleging any discrimination on the basis of protected characteristics such as race,
color, religion, age, sex, marital status, sexual orientation, national origin, ancestry, disability
(including pregnancy), genetic information, veteran status or gender identity or expression.
If a complaint involves allegations of discrimination or harassment based on reasons such as
gender/sex or disability, such complaints will be handled under other appropriate policies
Series 4000 #4118.11 Sex Discrimination & Sexual Harassment in the Workplace; Series 4000
#4118.14 Employees & Section 504 of the Rehabilitation Act of 1973 & Title ll of the Americans
with Disabilities Act of 1990.
Preferably, complaints should be filed within thirty (30) calendar days of the alleged
occurrence. Timely reporting of complaints facilitates the investigation and resolution of such
complaints. The district will investigate such complaints promptly and equitably, and will take
corrective action when allegations are verified.
The district will not tolerate any reprisals or retaliation that occur as a result of the good faith
reporting of charges of harassment or discrimination on the basis of race, color, religion, age,
sex, sexual orientation, marital status, national origin, disability (including pregnancy), genetic
information, gender identity or expression, or veteran status. Any such reprisals or retaliation
will result in disciplinary action against the retaliator, and other corrective actions as
appropriate.
The school district will periodically provide staff development for district administrators and
periodically distribute this Policy and implementing Administrative Regulations to staff and
students in an effort to maintain an environment free of harassment and discrimination.
Complaint Procedure
As soon as an individual feels that he or she has been subjected to discrimination or
DISCRIMINATION COMPLAINTS REGULATIONS - PERSONNEL Page 1 of 6
harassment on the basis of race, color, religion, age, sex, sexual orientation, marital status,
national origin, disability (including pregnancy), genetic information, gender identity or
expression, or veteran status he/she should make a written complaint to the Superintendent,
or his/her designee. The individual and any respondent (if applicable) will be provided a copy
of the Board’s policy and regulation and made aware of his/her rights.
The complaint should state the:
A. Name of the complainant,
B. Date of the complaint,
C. Date(s) of the alleged harassment/discrimination,
D. Name(s) of the harasser(s) or discriminator(s),
E. Location where such harassment/discrimination occurred,
F. Names of any witness(es) to the harassment/discrimination,
G. Detailed statement of the circumstances constituting the alleged
harassment/discrimination; and
H. Proposed remedy.
Any individual who makes an oral complaint of harassment or discrimination will be provided a
copy of this regulation and will be requested to make a written complaint pursuant to the
above procedure. If an individual is unable to make a written complaint, the staff member
receiving the oral complaint will either reduce the complaint to writing or assist the individual
with completing the written complaint form.
All complaints received by staff members are to be forwarded immediately to the
Superintendent or his/her designee. Upon receipt of a complaint alleging harassment or
discrimination under this complaint procedure, the Superintendent or his/her designee shall
promptly investigate the complaint. During the course of the investigation, the investigator
shall interview or consult with all individuals reasonably believed to have relevant information,
including the complainant, the alleged harasser/discriminator (“respondent”) and any
witnesses to the conduct. Complaints will be investigated promptly within the timeframes
identified below. Timeframes may be extended as needed given the complexity of the
investigation, availability of individuals with relevant information and other extenuating
circumstances. Confidentiality will be maintained by all persons involved in the investigation to
the extent possible, as determined by the investigator.
Upon receipt of a written complaint of discrimination, the investigator should:
1. offer to meet with the complainant and respondent (if applicable) within ten (10)
business days (provided that such timeframe may be reasonably extended based on
DISCRIMINATION COMPLAINTS REGULATIONS - PERSONNEL Page 2 of 6
the availability of necessary witnesses and/or participants during periods of time
when school is not in session) to discuss the nature of the complaint, identify
individuals the complainant believes has relevant information, and obtain any
relevant documents the complainant may have;
2. provide the complainant and respondent (if applicable) with a copy of the Board’s
non-discrimination policy and accompanying regulations;
3. investigate the factual basis of the complaint, including, as applicable, conducting
interviews with individuals deemed relevant to the complaint;
4. conduct an investigation that is adequate, reliable, and impartial. Investigate the
factual basis for the complaint, including conducting interviews with individuals with
information and review of documents relevant to the complaint;
5. maintain confidentiality to the extent practicable throughout the investigative
process, in accordance with state and federal law;
6. communicate the outcome of the investigation in writing to the complainant and
respondent (if any) (to the extent permitted by state and federal confidentiality
requirements), within thirty (30) business days (provided that such timeframe may be
extended by fifteen (15) business days during periods of time when school is in
session or reasonably extended based on the availability of necessary witnesses
and/or participants during periods of time when school is not in session) from the
date the complaint was received by the Superintendent’s office. The complainant and
respondent (if any) shall be notified of such extension. The written notice shall
include a finding whether the complaint was substantiated and if so, shall identify, to
the extent possible, how the district will remedy the discrimination or harassment,
adhering to the requirements of state and federal law;
7. if a complaint is made during summer recess, the complaint will be reviewed and
addressed as quickly as possible given the availability of staff and/or other individuals
who may have information relevant to the complaint. If fixed timeframes cannot be
met, the complainant and respondent (if any) will receive notice and interim
measures may be implemented as necessary (see sub-paragraph 6);
8. whenever allegations are verified, ensure that appropriate corrective action is taken
(including, but not limited to, disciplinary action) aimed at preventing the recurrence
of the harassment or discrimination. Corrective action should include steps to avoid
continuing discrimination;
9. if either party to the complaint is not satisfied with the findings and conclusions of the
investigation, the complainant may present the complaint and written outcome to the
Superintendent within thirty (30) calendar days of receiving the findings. Upon review
of a written request from the party requesting an appeal, the Superintendent shall
review the investigative results of the investigator and determine if further action
and/or investigation is warranted. Such action may include consultation with a
DISCRIMINATION COMPLAINTS REGULATIONS - PERSONNEL Page 3 of 6
designated investigator (if applicable), complainant, and respondent (if any) and
meeting with appropriate individuals to attempt to resolve the complaint, or a
decision affirming or overruling a designated investigator’s conclusions or findings (if
applicable). The Superintendent shall provide written notice to the complainant and
respondent (if any) of the proposed actions within fifteen (15) business days (provided
that such timeframe may be reasonably extended based on the availability of
necessary witnesses and/or participants during periods of time when school is not in
session) following the receipt of the written request for review.
If a complaint involves allegations of discrimination or harassment based on reasons such as
gender/sex or disability, such complaints will be handled under other appropriate policies
Series 4000 #4118.11 Sex Discrimination & Sexual Harassment in the Workplace; Series 4000
#4118.14 Employees & Section 504 of the Rehabilitation Act of 1973 & Title ll of the Americans
with Disabilities Act of 1990.
Any employee also may file a complaint with the Office for Civil Rights, U.S. Department of
Education (“OCR”):
Office for Civil Rights, Boston Office
U.S. Department of Education
8th Floor
5 Post Office Square
Boston, MA 02109- 3921
(617) 289-0111
http://www2.ed.gov/about/offices/list/ocr/docs/howto.html
Employees may also file a complaint regarding employment discrimination with the Equal
Employment Opportunity Commission:
Equal Employment Opportunity Commission, Boston Area Office
John F. Kennedy Federal Building
475 Government Center
Boston, MA 02203
(800-669-4000)
Employees may also file a complaint with the Connecticut Commission on Human Rights and
Opportunities:
Connecticut Commission on Human Rights and Opportunities
450 Columbus Blvd.
Hartford, CT 06103-1835
(800-477-5737)
Anyone who has questions or concerns about these regulations may contact:
Director of Pupil Services and Special Education
215 Halls Hill Road, Colchester, CT 06415, 860.537.3103
DISCRIMINATION COMPLAINTS REGULATIONS - PERSONNEL Page 4 of 6
Anyone who has questions or concerns about the Board’s policies regarding
discrimination on the basis of gender/sex may contact the Board’s Title IX Coordinator:
Director of Pupil Services and Special Education
215 Halls Hill Road, Colchester, CT 06415, 860.537.3103
Anyone who has questions or concerns about the Board’s policies regarding
discrimination on the basis of gender/sex may contact the Board’s Section 504/ADA
Coordinator:
Director of Pupil Services and Special Education
215 Halls Hill Road, Colchester, CT 06415, 860.537.3103
ADOPTED: June 13, 2017
REVISION: August 14, 2018
238833v19
DISCRIMINATION COMPLAINTS REGULATIONS - PERSONNEL Page 5 of 6
DISCRIMINATION COMPLAINT FORM
(For complaints based on race, color, religion, age, sex, marital status, sexual orientation,
national origin, ancestry, disability (including pregnancy), genetic information, veteran status
or gender identity or expression)
Name of the complainant ________________________________________________
Date of the complaint ______________________________________________________
Date of the alleged discrimination/harassment ______________________________
Name or names of the discriminator(s) or harasser(s) ________________________
________________________________________________________________________
Location where such discrimination/harassment occurred ________________________
________________________________________________________________________
Name(s) of any witness(es) to the discrimination/harassment
Detailed statement of the circumstances constituting the alleged discrimination or
harassment____________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Proposed remedy:_______________________________________________________________
______________________________________________________________________________
10/2017
DISCRIMINATION COMPLAINTS REGULATIONS - PERSONNEL Page 6 of 6
4118.112P
PERSONNEL
SEX DISCRIMINATION AND SEXUAL HARASSMENT
IN THE WORKPLACE (PERSONNEL) POLICY
It is the policy of the Colchester Board of Education (the “Board”) for the Colchester Public
Schools (the “District”) that any form of sex discrimination or sexual harassment is prohibited in
the Board’s education programs and activities, whether by students, Board employees or third
parties subject to substantial control by the Board. It is the policy of the Board to maintain a
working environment free from harassment, insults or intimidation on the basis of an
employee's sex and free from discrimination based on sex.
The Board does not discriminate on the basis of sex in the education programs or activities that
it operates and the Board is required by Title IX of the Education Amendments of 1972 and its
implementing regulations (“Title IX”), Title VII of the Civil Rights Act of 1964 (“Title VII”), and
Connecticut law not to discriminate in such a manner. Discrimination or harassment on the
basis of sex includes discrimination or harassment on the basis of gender identity or sexual
orientation. Students, Board employees and third parties are required to adhere to a standard
of conduct that is respectful of the rights of all parties. Any employee or student who engages in
conduct prohibited by this Policy shall be subject to disciplinary action, up to and including
termination or expulsion, respectively. Third parties who engage in conduct prohibited by this
Policy shall be subject to other sanctions, which may include exclusion from Board property
and/or activities. Individuals who engage in acts of sex discrimination or sexual harassment
may also be subject to civil and criminal penalties.
For conduct to violate Title IX, the conduct must have occurred in an education program or
activity of the Board; the conduct must have occurred within the United States of America; and
the complainant must be participating in or attempting to participate in the education program
or activity of the Board. Conduct that does not meet these requirements still may constitute a
violation of Title VII, Connecticut law, and/or another Board policy.
The Superintendent of Schools shall develop Administrative Regulations implementing this
Policy and in accordance with Title IX, Title VII, and Connecticut law (the “Administrative
Regulations”).
Sex discrimination occurs when an employer refuses to hire, disciplines or discharges any
individual, or otherwise discriminates against an individual with respect to his or her
compensation, terms, conditions, or privileges of employment on the basis of the individual’s
sex. Sex discrimination also occurs when a person, because of the person’s sex, is denied
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 1 of 5
participation in or the benefits of any education program or activity receiving federal financial
assistance.
Sexual harassment under Title IX means conduct on the basis of sex that satisfies one or more
of the following:
(1) An employee of the Board conditioning the provision of an aid, benefit, or service of
the Board on an individual’s participation in unwelcome sexual conduct (i.e., quid pro
quo);
(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 the
Board’s education programs or activities; or
(3) “Sexual assault” as defined in 20 U.S.C. 1092(f)(6)(A)(v), “dating violence” as defined
in 34 U.S.C. 12291(a)(10), “domestic violence” as defined in 34 U.S.C. 12291(a)(8), or
“stalking” as defined in 34 U.S.C. 12291(a)(30).
Sexual harassment under Title VII and Connecticut law means unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
(1) Submission to such conduct is made either explicitly or implicitly a term or condition
of an individual's employment;
(2) Submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual; or
(3) Such conduct has the purpose or effect of unreasonably interfering with an
individual's work performance or creating an intimidating, hostile, or offensive
working environment.
Reporting Sex Discrimination or Sexual Harassment
It is the express policy of the Board to encourage victims of sex discrimination and/or sexual
harassment to report such claims. Employees are encouraged to report complaints of sex
discrimination and/or sexual harassment promptly in accordance with the appropriate process
set forth in the Administrative Regulations. The Board directs its employees to respond to such
complaints in a prompt and equitable manner.
Violations of this Policy by employees will not be permitted and may result in discipline up to
and including discharge from employment. Individuals who engage in acts of sex discrimination
or sexual harassment may also be subject to civil and criminal penalties. Retaliation against any
employee for complaining about sex discrimination or sexual harassment is prohibited under
this Policy and illegal under state and federal law.
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 2 of 5
Any Board employee with notice of sex discrimination and/or sexual harassment allegations
shall immediately report such information to the building principal and/or the Title IX
Coordinator, or if the employee does not work in a school building, to the Title IX Coordinator.
The Colchester Public Schools administration (the “Administration”) shall provide training to
Title IX Coordinator(s), investigators, decision-makers, and any person who facilitates an
informal resolution process (as set forth in the Administrative Regulations), which training shall
include, but need not be limited to, the definition of sex discrimination and sexual harassment,
the scope of the Board’s education program and activity, how to conduct an investigation and
implement the grievance process, and how to serve impartially, including by avoiding
prejudgment of the facts at issue, conflicts of interest, and bias. The Administration shall make
the training materials used to provide these trainings publicly available on the Board’s website.
The Administration shall also periodically provide training to all Board employees on the topic of
sex discrimination and sexual harassment under Title IX, Title VII, and Connecticut law, which
shall include but not be limited to when reports of sex discrimination and/or sexual harassment
must be made. The Administration shall distribute this Policy and the Administrative Regulations
to employees, union representatives, students, parents and legal guardians and make the Policy
and the Administrative Regulations available on the Board’s website to promote an environment
free of sex discrimination and sexual harassment.
The Board’s Title IX Coordinator is the Director of Pupil Services and Special Education. Any
individual may make a report of sex discrimination and/or sexual harassment to any Board
employee or directly to the Title IX Coordinator using any one, or multiple, of the following
points of contact:
Director of Pupil Services and Special Education
380 Norwich Avenue, Colchester, CT 06415, 860.537.3103
Any Board employee in receipt of allegations of sex discrimination or sexual harassment, or in
receipt of a formal complaint, shall immediately forward such information to the Title IX
Coordinator. Board employees may also make a report of sexual harassment and/or sex
discrimination to the U.S. Department of Education: Office for Civil Rights, Boston Office, U.S.
Department of Education, 8th Floor, 5 Post Office Square, Boston, MA 02109-3921 (Telephone:
617-289-0111).
Employees may also make a report of sexual harassment and/or sex discrimination to the
Connecticut Commission on Human Rights and Opportunities, 450 Columbus Boulevard,
Hartford, CT 06103-1835 (Telephone: 860-541-3400 or Connecticut Toll Free Number:
1-800-477-5737).
Legal References:
Civil Rights Act of 1964, Title VII, 42 U.S.C. § 2000e-2(a).
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 3 of 5
Equal Employment Opportunity Commission Policy Guidance on Current
Issues of Sexual Harassment (N-915.050), March 19, 1990.
Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681, et seq.
Title IX of the Education Amendments of 1972, 34 CFR § 106, et seq.
Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57 (1986)
Conn. Gen. Stat. § 46a-54 - Commission powers Connecticut
Conn. Gen. Stat. § 46a-60 - Discriminatory employment practices
prohibited.
Conn. Gen. Stat. § 46a-81c - Sexual orientation discrimination:
Employment
Conn. Gen. Stat. § 10-153 - Discrimination on the basis of sex, gender
identity or expression or marital status prohibited
Conn. Agencies Regs. §§ 46a-54-200 through § 46a-54-207
ADOPTED: December 13, 2016
REVISED: November 9, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 4 of 5
COMPLAINT FORM REGARDING SEX DISCRIMINATION
AND SEXUAL HARASSMENT (PERSONNEL)
Name of the complainant ________________________________________________
Date of the complaint ____________________________________________________
Date of the alleged discrimination/harassment ________________________________
Name or names of the discriminator(s) or harasser(s) __________________________
_____________________________________________________________________
Location where such discrimination/harassment occurred _______________________
_____________________________________________________________________
Name(s) of any witness(es) to the discrimination/harassment ____________________
_____________________________________________________________________
Detailed statement of the circumstances constituting the alleged discrimination or
Harassment ___________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 5 of 5
Colchester Public Schools
4118.112R
PERSONNEL
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL)
REGULATION
Colchester Board of Education
Sex Discrimination and Sexual Harassment Complaint Procedure
Complaint Procedure
It is the express policy of the Board of Education to encourage victims of sexual discrimination
or sexual harassment to promptly report such claims. Timely reporting of complaints facilitates
the investigation and resolution of such complaints. Any employee who feels that he/she has
been sexually harassed or otherwise discriminated against on the basis of sex should submit
any such complaint to the Title IX Coordinator. If the Title IX Coordinator is the subject of the
complaint, the complaint should be submitted to the Superintendent, who shall investigate or
appoint a designee to do so.
Complaints will be investigated promptly and corrective action will be taken when allegations
are verified. Confidentiality will be maintained by all persons involved in the investigation to
the extent possible and reprisals or retaliation that occur as a result of the good faith reporting
of charges of sex discrimination or sexual harassment will result in disciplinary action against
the retaliator.
The school district will provide staff development for new district administrators and will
publish its policy and grievance procedures to staff and employees in an effort to maintain an
environment free of sex discrimination and sexual harassment.
Any employee who believes that he or she has been discriminated against or sexually harassed
in the workplace in violation of this policy may also file a complaint with the Eastern Region
Office of the Connecticut Commission on Human Rights and Opportunities, 100 Broadway,
Norwich, CT 06360, PHONE: (860) 886-5703, FAX: (860) 886-2550, TDD: (860) 886-5707, and/or
the Equal Employment Opportunity Commission, Boston Area Office, John F. Kennedy Federal
Building, 475 Government Center, Boston, MA 02203 (TELEPHONE NUMBER 800-669-4000).
Connecticut law requires that a formal written complaint be filed with the Commission on
Human Rights and Opportunities within 180 days of the date when the alleged
discrimination/harassment occurred. Remedies for sex discrimination and sexual harassment
include cease and desist orders, back pay, compensatory damages, hiring, promotion or
reinstatement.
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION Page 1 of 4
Title IX Coordinator
The Title IX Coordinator for the Colchester Board of Education is the Director of Pupil Services
and Special Education, whose office is located at 215 Halls Hill Road, Colchester and whose
telephone number is 860-537-3103.
ADOPTED: December 13, 2016
REVISED: May 13, 2019
238835v10
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION Page 2 of 4
[To be posted in a conspicuous place readily available for viewing by employees]
SEXUAL HARASSMENT IS ILLEGAL
AND IS PROHIBITED
BY
THE CONNECTICUT DISCRIMINATORY EMPLOYMENT PRACTICES ACT
(Section 46a-60 of the Connecticut General Statutes)
AND
TITLE VII OF THE CIVIL RIGHTS ACT OF 1964
(42 United States Code Section 2000e et seq.)
SEXUAL HARASSMENT MEANS ANY UNWELCOME SEXUAL ADVANCES OR REQUESTS FOR SEXUAL FAVORS OR ANY
CONDUCT OF A SEXUAL NATURE WHEN:
1. SUBMISSION TO SUCH CONDUCT IS MADE EITHER EXPLICITLY OR IMPLICITLY A TERM OR CONDITION OF AN
INDIVIDUAL'S EMPLOYMENT;
2. SUBMISSION TO OR REJECTION OF SUCH CONDUCT BY AN INDIVIDUAL IS USED AS THE BASIS FOR
EMPLOYMENT DECISIONS AFFECTING SUCH INDIVIDUAL; OR
3. SUCH CONDUCT HAS THE PURPOSE OR EFFECT OF SUBSTANTIALLY INTERFERING WITH AN INDIVIDUAL'S WORK
PERFORMANCE OR CREATING AN INTIMIDATING, HOSTILE, OR OFFENSIVE WORKING ENVIRONMENT.
Examples of SEXUAL HARASSMENT include:
UNWELCOME SEXUAL ADVANCES
SUGGESTIVE OR LEWD REMARKS
UNWANTED HUGS, TOUCHES, KISSES
REQUESTS FOR SEXUAL FAVORS
DEROGATORY OR PORNOGRAPHIC POSTERS, CARTOONS, OR DRAWINGS.
Remedies for sexual harassment may include:
CEASE AND DESIST ORDERS
BACK PAY
COMPENSATORY DAMAGES
HIRING, PROMOTION, OR REINSTATEMENT
RETALIATION AGAINST ANY EMPLOYEE FOR COMPLAINING ABOUT SEXUAL HARASSMENT IS PROHIBITED UNDER THIS
POLICY AND ILLEGAL.
VIOLATION OF THIS POLICY IS GROUNDS FOR DISCIPLINE, INCLUDING DISCHARGE.
INDIVIDUALS WHO ENGAGE IN ACTS OF SEXUAL HARASSMENT MAY ALSO BE SUBJECT TO CIVIL AND CRIMINAL
PENALTIES.
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION Page 3 of 4
AN INFRACTION OF THIS POLICY BY SUPERVISORS OR CO-WORKERS SHOULD BE REPORTED IMMEDIATELY TO THE
DIRECTOR OF SPECIAL EDUCATION AND PUPIL SERVICES (TITLE IX COORDINATOR), OR THE SUPERINTENDENT IF THE
TITLE IX COORDINATOR IS THE SUBJECT OF THE COMPLAINT. CONFIDENTIALITY WILL BE MAINTAINED TO THE EXTENT
POSSIBLE.
ANY EMPLOYEE WHO BELIEVES THAT HE OR SHE HAS BEEN HARASSED OR DISCRIMINATED AGAINST IN THE WORKPLACE
IN VIOLATION OF THIS POLICY MAY ALSO CONTACT:
THE CONNECTICUT COMMISSION ON HUMAN RIGHTS AND OPPORTUNITIES
EASTERN REGION OFFICE
100 BROADWAY, NORWICH, CT 06360
PHONE (860) 886-5703
AND/ OR:
THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
BOSTON AREA OFFICE
JOHN F. KENNEDY FEDERAL BUILDING
475 GOVERNMENT CENTER
BOSTON, MA 02203
PHONE (800) 669-4000
CONNECTICUT LAW REQUIRES THAT A FORMAL WRITTEN COMPLAINT BE FILED WITH THE COMMISSION ON HUMAN
RIGHTS AND OPPORTUNITIES WITHIN ONE HUNDRED AND EIGHTY (180) DAYS OF THE DATE WHEN THE ALLEGED
HARASSMENT/ DISCRIMINATION OCCURRED.
5/13/2019
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION Page 4 of 4
4118.14P
PERSONNEL
NONDISCRIMINATION ON THE BASIS OF DISABILITIES
The Board of Education prohibits discrimination against any individual with a disability with
regard to recruitment, advertisement and job application procedures; hiring, upgrading,
promotion, awarding of tenure, demotion, transfer, layoff, termination, right of return from
layoff, employee compensation, job assignments, job classifications, organizational structures,
position descriptions, lines of progression and seniority lists, leaves of absence, sick leave or
other leaves, fringe benefits or job training.
Federal law defines a person with a disability as one who (1) has a mental or physical
impairment which substantially limits one or more major life activities such as, but not limited
to, caring for one’s self; performing manual tasks walking, seeing, hearing, eating, sleeping,
standing, sitting, reaching, lifting, bending, reading, writing, concentrating, thinking,
communicating, interacting with others, speaking, breathing, learning or working; (2) has a
record of such an impairment; or (3) is regarded as having such an impairment. The Board will
afford qualified disabled individuals reasonable accommodations. The Supreme Court of the
United States has recognized that individuals with a communicable disease may be considered
disabled.
The Board of Education recognizes a responsibility to avoid discrimination in policies and
practices regarding its personnel, students, parents and members of the public who participate
in school-sponsored programs. No discrimination against any person with a disability will be
knowingly permitted in any of the programs and practices in the school system.
With regard to its employees, the Board specifically prohibits discrimination against any
individual with a qualified disability with regard to recruitment, hiring, promotion or
advancement, compensation, evaluation, training, or any other aspect of employment within
the school system. The Board will afford qualified disabled individuals reasonable
accommodations in accordance with state and federal law.
Disabled employees who can no longer perform essential job functions are encouraged to
advise their supervisors or administrators of the nature of their disability and which functions
cannot be performed. The Board will consider any reasonable suggestions of accommodation
that would enable performance of those functions so long as the accommodation will not
impose an undue hardship on the operation of the school system. The term “disability” shall be
broadly construed. The determination of whether an individual has a disability should not
demand extensive analysis.
NONDISCRIMINATION ON THE BASIS OF DISABILITIES Page 1 of 2
A person is not qualified to perform his/her duties if his/her medical condition or disability
poses a threat to health or safety of individuals in the workplace.
Persons, including employees of the district, that feel they may have been discriminated against
on the basis of a disability should contact the Director of Pupil Personnel Services.
Employees seeking accommodations for a disability in order to perform essential job functions
are encouraged to contact their supervisors or administrators and/or the Director of Pupil
Personnel Services. Employees who are interested in requesting or discussing reasonable
accommodations for a disability should contact:
Director of Pupil Services and Special Education
380 Norwich Avenue, Colchester, CT 06415, 860-537-3103
(cf. 0521 - Nondiscrimination)
(cf. 4112.4/4212.4 - Health Examinations)
Legal Reference: Connecticut General Statutes
10-209 Records not to be public.
19-581 AIDS testing and medical information.
46a-60 Discriminatory employment practices prohibited.
Federal Law
Section 504 and the Federal Vocational Rehabilitation Act of 1973, 20
U.S.C. 706(7)(b).
American Disability Act of 1989, 42 U.S.C. 12101 et. seq., as amended by
the ADA Amendments Act of 2008
29 CFR, Part 1630, Regulations to Implement the Equal Employment
Provisions of the Americans with Disabilities Act, as amended, published
in the Federal Register, Vo. 76, No. 58, 3/25/11
Chalk v. The United States District Court of Central California.
Amendments of Americans with Disabilities Act, Title II and Title III,
Regulation to Implement ADA Amendments Act of 2008. Federal Register,
Vol. 81, No. 155 (28 CFR Parts 35 & 36)
Policy Adopted: April 8, 2008
Policy Revised: May 14, 2013
Policy Revised: June 9, 2015
Policy Revised: October 13, 2016 (Replaces #4218.14)
Policy Revised: May 11, 2021
(Reinstates policy #4118.14; formerly EMPLOYEES AND SECTION 504 OF
THE REHABILITATION ACT OF 1973 AND TITLE II OF THE AMERICANS WITH
DISABILITIES ACT OF 1990 - POLICY)
NONDISCRIMINATION ON THE BASIS OF DISABILITIES Page 2 of 2
Colchester Public Schools
Series 4000
Personnel
EMPLOYEES AND SECTION 504 OF THE REHABILITATION ACT OF 1973 AND TITLE II OF THE
AMERICANS WITH DISABILITIES ACT OF 1990 - ADMINISTRATIVE REGULATIONS
Colchester Board of Education Section 504/ADA Grievance/Complaint
Procedures Regarding Discrimination Against Employees
Section 504 of the Rehabilitation Act of 1973 (“Section 504”) and Title II of the Americans with
Disabilities Act of 1990 (“Title II” or “ADA”) (collectively, “Section 504/ADA”) prohibit
discrimination on the basis of disability. For the purposes of Section 504/ADA, the term
“disability” with respect to an individual means: (a) a physical or mental impairment that
substantially limits one or more major life activities of such individual; (b) a record of such an
impairment; or (c) being regarded as having such an impairment.
I. Definitions
Major life activities: include, but are not limited to, caring for oneself, performing manual
tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending,
speaking, breathing, learning, reading, concentrating, thinking, communicating, interacting with
others, and working. A major life activity also includes the operation of a major bodily function,
such as the functions of the immune system, special sense organs and skin, normal cell growth,
and digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory,
cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive systems. The
operation of a major bodily function includes the operation of an individual organ within a body
system.
Mitigating Measures: include, but are not limited to, (a) medication, medical supplies,
equipment, appliances, low-vision devices (defined as devices that magnify, enhance, or
otherwise augment a visual image, but not including ordinary eyeglasses or contact lenses),
prosthetics including limbs and devices, hearing aid(s) and cochlear implant(s) or other
implantable hearing devices, mobility devices, oxygen therapy equipment and supplies; (b) use
of assistive technology; (c) reasonable modifications or auxiliary aids or services; (d) learned
behavioral or adaptive neurological modifications; or (e) psychotherapy, behavioral therapy, or
physical therapy.
Physical or Mental Impairment: (a) any physiological disorder or condition, cosmetic
disfigurement, or anatomical loss affecting one or more of the following body systems, such as:
neurological, musculoskeletal, special sense organs, respiratory (including speech organs),
cardiovascular, reproductive, digestive, genitourinary, immune, circulatory, hemic, lymphatic,
skin, and endocrine or (b) any mental or psychological disorder, such as intellectual disability,
organic brain syndrome, emotional or mental illness, and specific learning disability. Physical or
EMPLOYEES AND SECTION 504 and TITLE ll ADMINSTRATIVE REGULATIONS Page 1 of 5
mental impairment includes, but is not limited to, contagious and noncontagious diseases and
conditions such as the following: orthopedic, visual, speech, and hearing impairments, and
cerebral palsy, epilepsy, muscular dystrophy, multiple sclerosis, cancer, heart disease, diabetes,
intellectual disability, emotional illness, dyslexia and other specific learning disabilities,
Attention Deficit Hyperactivity Disorder, Human Immunodeficiency Virus infection (whether
symptomatic or asymptomatic), tuberculosis, drug addiction, and alcoholism.
II. Procedures for Grievances/Complaints Alleging Discrimination on the Basis of
Disability
A. Any eligible person, including any student, parent/guardian, staff member or
other employee who feels that he/she has been discriminated against on the
basis of disability may submit a written complaint to the district’s designated
Section 504/ADA Coordinator within thirty (30) school days of the alleged
occurrence. Timely reporting of complaints facilitates the prompt investigation
and resolution of such complaints. If the complaint is made verbally, the
individual taking the complaint will reduce it to writing. Individuals wishing to
make a complaint about discrimination against students on the basis of disability
should be referred to the district’s Section 504/ADA policies and regulations
regarding students.
B. Retaliation against any individual who complains pursuant to the Board’s policy
and regulations listed herein is strictly prohibited. The district will not tolerate
any reprisals or retaliation that occur as a result of the good faith reporting or
complaint of disability-based discrimination or as a result of an individual’s
participation or cooperating in the investigation of a complaint. The district will
take necessary actions to prevent retaliation as a result of filing a complaint or
the participation in an investigation of a complaint.
C. If the Section 504/ADA Coordinator is the subject of the complaint, the
complaint should be submitted directly to the Superintendent who may conduct
the investigation or appoint a designee to conduct the investigation in
accordance with these procedures.
D. Complaints will be investigated promptly within timeframes identified below.
Timeframes may be extended as needed given the complexity of the
investigation, availability of individuals with relevant information and other
extenuating circumstances. Confidentiality will be maintained by all persons
involved in the investigation to the extent possible.
F. The complaint should contain the following information:
1. The name of the complainant;
2. The date of the complaint;
3. The date(s) of the alleged discrimination;
4. The names of any witnesses or individuals relevant the complaint;
EMPLOYEES AND SECTION 504 and TITLE ll ADMINSTRATIVE REGULATIONS Page 2 of 5
5. A detailed statement describing the circumstances in which the alleged
discrimination occurred; and
6. The remedy requested.
However, all complaints will be investigated to the extent possible, even if such
information is not included in the complaint. In such circumstances, additional
information may be requested by the investigator as part of the investigation
process.
G. Upon receipt of the complaint, the individual investigating the complaint shall:
1. Provide a copy of the written complaint to the Superintendent of Schools;
2. Meet with the complainant within ten (10) school days to discuss the
nature of the complaint, identify individuals the complainant believes
have relevant information, and obtain any relevant documents the
complainant may have;
3. Provide the complainant with a copy of the applicable Board Section
504/ADA Policy and these administrative regulations;
4. Conduct an investigation that is adequate, reliable, and impartial.
Investigate the factual basis for the complaint, including conducting
interviews with individuals with information and review of documents
relevant to the complaint;
5. Maintain confidentiality to the extent practicable throughout the
investigative process in accordance with state and federal law;
6. Communicate the outcome of the investigation in writing to the
complainant, and to any individual properly identified as a party to the
complaint (to the extent permitted by state and federal confidentiality
requirements), within fifteen (15) school days from the date the
complaint was received by the Section 504/ADA Coordinator or
Superintendent. The investigator may extend this deadline for no more
than fifteen (15) additional school days if needed to complete the
investigation. The complainant shall be notified of such extension. The
written notice shall include a finding whether the complaint was
substantiated and if so, shall identify how the district will remedy any
identified violations of Section 504/ADA;
EMPLOYEES AND SECTION 504 and TITLE ll ADMINSTRATIVE REGULATIONS Page 3 of 5
7. If a complaint is made during summer recess, the complaint will be
reviewed and addressed as quickly as possible given the availability of
staff and/or other individuals who may have information relevant to the
complaint. If fixed timeframes cannot be met, complainant will receive
notice and interim measures may be implemented as necessary (see sub-
paragraph 6);
8. Ensure that appropriate corrective action is taken whenever allegations
are verified. When allegations are verified, ensure that measures to
remedy the effects of the discrimination are appropriately considered,
and offered, when appropriate. Corrective action should include steps to
avoid continuing discrimination.
9. In the event the investigator concludes that there is no violation of
Section 504/ADA, the district may attempt to resolve the complainant’s
ongoing concerns, if possible.
H. If the complainant is not satisfied with the findings and conclusions of the
investigation, the complainant may present the complaint and written outcome
to the Superintendent for review and reconsideration within thirty (30) calendar
days of receiving the findings. This process provides an opportunity for the
complainant to bring information to the Superintendent’s attention that would
change the outcome of the investigation. In submitting the complaint and
written outcome for review, the complainant must explain why he/she believes
the factual information was incomplete, the analysis of the facts was incorrect,
and/or the appropriate legal standard was not applied, and how this information
would change the investigator’s determination in the case. Failure to provide all
such information may result in the denial of the review.
Upon review of a written request from the complainant, the Superintendent
shall review the investigative results of the investigator and determine if further
action and/or investigation is warranted. Such action may include consultation
with the investigator and complainant, a meeting with appropriate individuals to
attempt to resolve the complaint or a decision affirming or overruling the
investigator’s conclusions or findings. The Superintendent shall provide written
notice to the complainant of his/her decision within ten (10) school days
following the receipt of the written request for review.
III. The Section 504/ADA Coordinator for this district is:
Director of Pupil Services and Special Education
380 Norwich Avenue, Colchester, CT 06415
860-537-3103
EMPLOYEES AND SECTION 504 and TITLE ll ADMINSTRATIVE REGULATIONS Page 4 of 5
IV. Complaints to Federal or State Agencies
At any time, the complainant has the right to file a formal complaint with the U.S. Department
of Education, Office for Civil Rights, 8th Floor, 5 Post Office Square, Suite 900, Boston, MA
02109-0111 (TELEPHONE NUMBER (617) 289-0111);
http://www2.ed.gov/about/offices/list/ocr/docs/howto.html.
Employees may also file a complaint regarding employment discrimination on the basis of
disability with the Equal Employment Opportunity Commission, Boston Area Office, John F.
Kennedy Federal Building, 475 Government Center, Boston, MA 02203 (TELEPHONE NUMBER
800-669-4000) or the Connecticut Commission on Human Rights and Opportunities, 25
Sigourney Street, Hartford, CT 06106 (TELEPHONE NUMBER 800-477-5737).
ADOPTED: April 8, 2008
REVISION: May 14, 2013
REVISION: June 9, 2015
REVISION: October 13, 2016 (Replaces #4118.14/4218.14)
5020086v3
EMPLOYEES AND SECTION 504 and TITLE ll ADMINSTRATIVE REGULATIONS Page 5 of 5
4118.15P
5131.92P
1316P
PERSONNEL
WORKPLACE BULLYING
The purpose of this policy is to promote a healthy, positive workplace climate so that
every individual is able to contribute fully to our educational community. Every person
has the right to dignity at work. The rights and responsibilities described in this policy
apply to all employees, parents, and all who utilize or visit District facilities.
The Board requires all of its employees to treat all other employees, as well as students,
with dignity and respect. Building principals and supervisory staff need to be sensitive
to signs of stress among staff. During periods of high stress, staff may be observed
acting in an unprofessional manner with each other. Unprofessional behavior must be
dealt with, and not ignored. Further, rudeness will not be tolerated among the staff.
Consequences of Bullying in the Workplace
The Board of Education (Board) does not condone bullying in the workplace. Workplace
bullying is antithetical to maintaining a congenial and healthy workplace. The Board
desires to provide a workplace that is free from violence, harassment, intimidation, and
other disruptive behavior.
Definitions
“Workplace bullying” is defined as the deliberate, hurtful, repeated mistreatment of an
employee, driven by a desire to abuse or control that individual. Some of the most
common bullying behaviors include yelling, shouting, and screaming; hostile glares and
other intimidating gestures; “behind-the-back” put-downs, insults, and unfair criticism;
and the deliberate sabotage and undermining of another individual’s work performance.
“Mobbing” is a particular type of bullying behavior carried out by a group rather than by
an individual. Mobbing is the bullying or social isolation of a person through collective
unjustified accusations, humiliation, general harassment or emotional abuse. Although
it is group behavior, specific incidents such as an insult or a practical joke may be carried
out by an individual as part of mobbing behavior.
WORKPLACE BULLYING Page 1 of 3
Examples of Bullying in the Workplace
Inappropriate behavior includes actions that intimidate, offend, degrade or humiliate a
worker, which at times can occur in the presence of co-workers, students, parents,
contractors or visitors to the school or school activities. The Board believes that:
● Bullies can be supervisors, subordinates, co-workers, and colleagues;
● Bullies often operate within the established rules and policies of their
organization; and
● The damage that such actions cause, both to the targeted employee and to
workplace morale, is significant.
The Board believes it is necessary to maintain a congenial, healthy and supportive
workplace in order to avoid institutional bullying. Institutional bullying is when bullying
becomes entrenched in an organization and becomes accepted as part of the workplace
culture.
Reporting of Workplace Bullying/Procedures
Employees who believe they have been subjected to workplace bullying should report to
the Building Principal/Superintendent of Schools in writing. The report should include
details of the date, time, place and the specific conduct which occurred. The Building
Principal/Superintendent or his/her designee will seek to maintain confidentiality while
investigating the incident(s) but may discuss the situation with other
supervisors/administrators or, if deemed necessary, with the Chairperson of the Board,
via the Superintendent of Schools. The District will implement appropriate remedial
measures. Disciplinary action may be taken if the severity of the workplace bullying
makes that intervention appropriate. While investigating and responding to the
prohibited misconduct, the Principal/Superintendent, or his/her designee, will give
priority to avoiding possible retaliation or reprisals, while restoring and maintaining a
congenial and healthy workplace.
At times, incidents of workplace bullying can be handled effectively in an informal
manner. If an incident occurs that is offensive, it may be sufficient to explain clearly to
the offender that the behavior is unacceptable. If the circumstances are too difficult or
embarrassing for an individual, support may be sought from another colleague, a
contact person, staff representative or an administrator. A complaint may decide, for
whatever reason, to bypass the informal procedure and proceed to the filing of a written
complaint.
For an individual to allege a policy violation, to call it bullying according to this policy’s
standard, the targeted individual must be able to demonstrate that due to the alleged
bullying activity that he/she has experienced negative consequences which are affecting
their ability to perform his/her job. It is the intent of this policy that such issues are
WORKPLACE BULLYING Page 2 of 3
identified early by the targeted individual, a co-worker or colleague, and the issue is
resolved at the earliest possible stage.
Related Considerations
Bullying must not be confused with the non-abusive exercise of management rights to
assign tasks, coach, and reprimand or take disciplinary actions against employees. Any
administrator, supervisor or individual in a position of leadership to whom a complaint is
reported (verbally or in writing) must take appropriate action according to internal
procedures. Failure to comply may result in disciplinary action.
Freedom from retaliation is protected under this policy. Retaliation is a separate offense
from the original claim of bullying. Protected individuals include complainants, or
anyone who testifies, assists, or participates in any manner in an investigation or
proceeding, internal or external, pertaining to the allegation of bullying.
Misuse of the policy is a violation of the policy itself.
This policy supplements but does not replace the District’s policies pertaining to
discrimination and harassment.
(cf. 0521 – Nondiscrimination)
(cf.1316 – Conduct on School Property)
(cf. 4118.11/4218.11 – Nondiscrimination)
(cf. 4118.112/4218.112 – Sexual Harassment)
(cf. 4118.13/4218.13 – Conflict of Interest)
(cf. 4118.211 – Retaliation and Whistle-Blowing)
(cf. 4118.24/4218.24 – Staff/Student Relations)
(cf. 5131.911 – Bullying)
Legal Reference: Connecticut General Statutes
10-221 Boards of education to prescribe rule(s), policies, and
procedures.
10-238 Petition for hearing by board of education.
Policy Adopted: October 14, 2014
Policy Revised: May 11, 2021
(formerly 4118.15P Civility/Respectful Communications and
Actions)
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
WORKPLACE BULLYING Page 3 of 3
Colchester Public Schools
Series 4000
Personnel
ALCOHOL, TOBACCO AND DRUG-FREE WORKPLACE POLICY
PURPOSE
The purpose of this policy is to establish a workplace which is free of the effects of alcohol
and second-hand smoke, and free from drug abuse. By accomplishing this purpose, the
Board also seeks to promote a safe, healthy working environment for all employees and
to reduce absenteeism, tardiness and other job performance problems which may be
caused by alcohol and/or drug abuse. This policy is adopted in accordance with state law
and the Drug Free Workplace Act.
STATEMENT OF POLICY
Employees shall not be involved with the unlawful manufacture, distribution, possession,
or use of an illegal drug, controlled substance or alcohol and shall not be under the
influence of such substances while on school property or while conducting Board business
on or off school property. Any employee who discovers illegal drugs or alcohol on school
property shall notify the Superintendent or his/her designee who shall investigate the
matter.
An employee must report any conviction under a criminal drug statute for violations
occurring on or off school property while on Board business, to the Superintendent or
his/her designee within five (5) days after the conviction. The Board will notify any
agency awarding a grant to the Board of such conviction, within ten (10) days thereafter.
Employees shall only use prescription drugs on school property, or during the conduct of
Board business, that have been prescribed by a licensed medical practitioner, and such
drugs shall be used only as prescribed. However, in accordance with Conn. Gen. Stat.
§ 21a-408a through 408q, the Board specifically prohibits the palliative use of marijuana
on school property, at a school-sponsored activity, or during the conduct of Board
business, and specifically prohibits employees from being under the influence of
intoxicating substances, including marijuana used for palliative purposes, during work
hours.
The Board prohibits smoking, including smoking using an electronic nicotine delivery
system (e.g. e-cigarettes) or vapor product, and the use of tobacco products on school
property or at any school-sponsored activity. For purposes of this policy, the term
“electronic nicotine delivery system” shall mean an electronic device that may be used to
simulate smoking in the delivery of nicotine or other substance to a person inhaling from
the device and includes, but is not limited to, an electronic cigarette, electronic cigar,
ALCOHOL, TOBACCO AND DRUG-FREE WORKPLACE POLICY Page 1 of 3
electronic cigarillo, electronic pipe or electronic hookah and any related device and any
cartridge or other component of such device, and the term “vapor product” shall mean
any product that employs a heating element, power source, electronic circuit or other
electronic, chemical or mechanical means, regardless of shape or size, to produce a vapor
that may or may not contain nicotine, that is inhaled by the user of such product.
Notwithstanding the above, transdermal nicotine patches used solely as part of an
organized treatment program to quit smoking shall not be considered tobacco for the
purposes of this policy.
Violations of this policy may result in disciplinary action, up to and including possible
termination of employment.
DEFINITIONS
“School property” means any land and all temporary and permanent structures
comprising the district’s elementary and secondary schools, and administrative office
building and includes, but is not limited to, classrooms, hallways, storage facilities,
theatres, gymnasiums, fields and parking lots.
“School-sponsored activity” means any activity sponsored, recognized or authorized by a
board of education and includes activities conducted on or off school property.
EMPLOYEE ASSISTANCE
In appropriate circumstances, the Board shall provide an employee with an opportunity
for rehabilitation in overcoming addiction to, dependence upon or other problem with
alcohol or drugs.
An employee who feels he or she has developed an addiction to, dependence upon or
other problem with alcohol or drugs, is encouraged to seek assistance. Certain benefits
for alcoholism or drug addiction are provided under the Board's group medical insurance
plan. An employee may be given an opportunity to participate in a rehabilitation program
which requires absence from work for bona fide treatment. Such absence may be
charged to the employee's accrued and unused sick leave, subject to the provisions of the
employee's collective bargaining agreement and/or any applicable Board policies and
regulations.
Any request for assistance with a drug or alcohol problem will be treated as confidential
and only those persons "needing to know" will be made aware of such request.
Legal References:
Connecticut General Statutes:
Conn. Gen. Stat. § 10-233a(h) (definition of school-sponsored activity)
Conn. Gen. Stat. § 21a-408a through 408q (palliative use of marijuana)
ALCOHOL, TOBACCO AND DRUG-FREE WORKPLACE POLICY Page 2 of 3
Public Act 14-76, “An Act Concerning The Governor’s Recommendations Regarding
Electronic Nicotine Delivery Systems And Youth Smoking Prevention”
Public Act 15-206, “An Act Regulating Electronic Nicotine Delivery Systems and
Vapor Products”
United States Code:
Safe and Drug-Free Schools and Community Act, 41 U.S.C. Section 7101 et seq.
Pro-Children Act of 2001, Pub. L. 107-110, 115 Stat. 1174, 20 U.S.C. § 7183
POLICY ADOPTED: October 9, 1990
REVISION: November 17, 1993
REVISION: April 3, 2006
REVISION: August 12, 2014
REVISION: December 8, 2015 (Replaces Policies #4118.231/4218.231)
238836 v6
8/26/15
ALCOHOL, TOBACCO AND DRUG-FREE WORKPLACE POLICY Page 3 of 3
4118.234P
~5141.231P
PERSONNEL
PRESCRIPTION DRUG USE
The Board of Education prohibits school personnel from recommending the use of prescription
drugs for any student. For the purposes of this policy, the term ‘recommend’ shall mean to
directly or indirectly suggest that a student should use prescription drugs.
Prescription drugs are defined as doctor-prescribed medications for behavioral or
social-emotional concerns, such as attention deficits, impulsivity, anxiety, depression, and
thought disorders, and include but are not limited to stimulant medications and
antidepressants.
School nurses, school psychologists, and/or the district’s Medical Advisor may recommend to a
parent/guardian that their student be evaluated by an appropriate medical practitioner.
The District shall follow procedures for identification, evaluation, placement and delivery of
services to students with disabilities or suspected disabilities provided in state and federal
statutes that govern special education.
Nothing is this policy shall be construed to prohibit a Planning and Placement Team from
discussing with parents and/or guardians of a student the appropriateness of consultation with,
or evaluation by, medical practitioners, or to prohibit school personnel from consulting with
appropriate medical practitioners with the consent of the parents and/or guardians of a
student.
The Superintendent of Schools shall promulgate this policy to district staff and
parents/guardians of students annually and upon the registration of new students.
Legal References: Connecticut General Statutes
10-212b Policies prohibiting the recommendation of psychotropic
drugs by school personnel (as amended by PA 03-211)
46b-120 Definitions
10-76a Definitions (as amended by PA 00-48)
PRESCRIPTION DRUG USE Page 1 of 2
10-76b State supervision of special education programs and
services
10-76d Duties and powers of boards of education to provide
special education programs and services (as amended by
PA 97-114 and PA 00-48)
10-76h Special education hearing and review procedure.
Mediation of disputes (as amended by PA 00-48)
34 C.F.R. 3000 Assistance to States for Education for Handicapped Children
State Board of Education Regulations
American with Disabilities Education Act, 42 U.S.C. § 12101 et seq.
Individuals with Disabilities Education Act, 20 U.S.C. § 1400 et seq.
Rehabilitation Act of 1973, Section 504, 29 U.S.C. § 794
Policy Adopted: November 19, 2001
Policy revised: December 9, 2003
Policy revised: April 10, 2007
Policy revised: January 12, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
PRESCRIPTION DRUG USE Page 2 of 2
Colchester Public Schools
4118.5P
PERSONNEL
POLICY REGARDING EMPLOYEE USE OF
THE DISTRICT’S COMPUTER SYSTEMS AND ELECTRONIC COMMUNICATIONS
Computers, computer networks, electronic devices, Internet access, and e-mail are
effective and important technological resources. The Colchester Board of Education
(the “Board”) has installed computers and a computer network, including Internet
access and an e-mail system, on Board premises and may provide other electronic
devices that can access the network such as wireless and/or portable electronic hand-
held equipment that can be used for word processing, wireless Internet access, image
capture and recording, sound recording, information transmitting and/or receiving,
storing, etc. (including, but not limited to, personal laptops, Smartphones, network
access devices, Kindles, Nooks, cellular telephones, radios, personal cassette players, CD
players, iPads or other tablet computers, walkie-talkies, Blackberries, personal data
assistants, iPhones, Androids and other electronic signaling devices). The Board’s
computers, computer networks, electronic devices, Internet access, and e-mail are
referred to collectively as “the computer systems” and are provided in order to enhance
both the educational opportunities for our students and the business operations of the
district.
These computer systems are business and educational tools. As such, they are made
available to Board employees for business and education-related uses. The
Administration shall develop regulations setting forth procedures to be used by the
Administration in an effort to ensure that such computer systems are used for
appropriate business and education-related purposes.
In accordance with applicable laws and the Administrative Regulations associated with
this Policy, the system administrator and others managing the computer systems may
access email or monitor activity on the computer system or electronic devices accessing
the computer systems at any time and for any reason or no reason. Typical examples
include when there is reason to suspect inappropriate conduct or there is a problem
with the computer systems needing correction. Further, the system administrator and
others managing the computer systems can access or monitor activity on the systems
despite the use of passwords by individual users, and can bypass such passwords. In
addition, review of emails, messages or information stored on the computer systems,
which can be forensically retrieved, includes those messages and/or electronic data
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 1 of 2
sent, posted and/or retrieved using social networking sites, including but not limited to,
Twitter, Facebook, LinkedIn and YouTube.
Incidental personal use of the computer systems may be permitted solely for the
purpose of e-mail transmissions and access to the Internet on a limited, occasional
basis. Such incidental personal use of the computer systems, however, is subject to all
rules, including monitoring of all such use, as the Superintendent may establish through
regulation. Moreover, any such incidental personal use shall not interfere in any
manner with work responsibilities.
Users should not have any expectation of personal privacy in the use of the computer
system or other electronic devices that access the computer system. Use of the
computer system represents an employee’s acknowledgment that the employee has
read and understands this policy and any applicable regulations in their entirety,
including the provisions regarding monitoring and review of computer activity.
Legal References:
Conn. Gen. Stat. § 31-40x
Conn. Gen. Stat. § 31-48d
Conn. Gen. Stat. §§ 53a-182b; 53a-183; 53a-250
Electronic Communication Privacy Act, 18 U.S.C. §§ 2510 through 2520
ADOPTED: April 10, 2007
REVISED: June 10, 2014
REVISED: December 8, 2015
REVISED: February 8, 2022
S&G 9/16/20
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 2 of 2
Colchester Public Schools
4118.5R
PERSONNEL
ADMINISTRATIVE REGULATIONS REGARDING EMPLOYEE USE OF
THE DISTRICT’S COMPUTER SYSTEMS AND ELECTRONIC COMMUNICATIONS
Introduction
Computers, computer networks, electronic devices, Internet access, and electronic
mail are effective and important technological resources. The Board of Education has
installed computers and a computer network, including Internet access and an e-mail
system, on Board premises and may provide electronic devices that can access the
system, such as personal laptops, Smartphones, I-Pads or other tablet computers, I-
Phones, Androids or other mobile or handheld electronic devices, to enhance the
educational and business operations of the district. In these regulations, the
computers, computer network, electronic devices, Internet access and e-mail system
are referred to collectively as "the computer systems."
These computer systems are business and educational tools. As such, they are being
made available to employees of the district for district-related educational and business
purposes. All users of the computer systems must restrict themselves to appropriate
district-related educational and business purposes. Incidental personal use of the
computer systems may be permitted solely for the purpose of e-mail transmissions and
similar communications, including access to the Internet on a limited, occasional basis.
Such incidental personal use of the computer systems is subject to all rules, including
monitoring of all such use, set out in these regulations. Moreover, any such incidental
personal use shall not interfere in any manner with work responsibilities.
These computer systems are expensive to install, own and maintain.
Unfortunately, these computer systems can be misused in a variety of ways, some of
which are innocent and others deliberate. Therefore, in order to maximize the benefits
of these technologies to the district, our employees and all our students, this regulation
shall govern all use of these computer systems.
Monitoring
It is important for all users of these computer systems to understand that the Board
of Education, as the owner of the computer systems, reserves the right to
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 1 of 6
monitor the use of the computer systems to ensure that they are being used in
accordance with these regulations. The Board of Education intends to monitor in a
limited fashion, but will do so as needed to ensure that the systems are being used
appropriately for district-related educational and business purposes and to maximize
utilization of the systems for such business and educational purposes. The
Superintendent reserves the right to eliminate personal use of the district’s computer
systems by any or all employees at any time.
The system administrator and others managing the computer systems may access email
or monitor activity on the computer system or electronic devices accessing the
computer systems at any time and for any reason or no reason. Typical examples
include when there is reason to suspect inappropriate conduct or there is a problem
with the computer systems needing correction. Further, the system administrator and
others managing the computer systems can access or monitor activity on the systems
despite the use of passwords by individual users, and can bypass such passwords. In
addition, review of emails, messages or information stored on the computer systems,
which can be forensically retrieved, includes those messages and/or electronic data
sent, posted and/or retrieved using social networking sites, including, but not limited to,
Twitter, Facebook, LinkedIn and YouTube.
Notwithstanding the above and in accordance with state law, the Board may not:
(1) request or require that an employee provide the Board with a user name and
password, password or any other authentication means for accessing a personal online
account; (2) request or require that an employee authenticate or access a personal
online account in the presence of a Board representative; or (3) require that an
employee invite a supervisor employed by the Board or accept an invitation from a
supervisor employed by the Board to join a group affiliated with any personal online
account of the employee. However, the Board may request or require that an employee
provide the Board with a user name and password, password or any other
authentication means for accessing (1) any account or service provided by Board or by
virtue of the employee’s employment relationship with the Board or that the employee
uses for the Board’s business purposes, or (2) any electronic communications device
supplied or paid for, in whole or in part, by the Board.
In accordance with applicable law, the Board maintains the right to require an employee
to allow the Board to access his or her personal online account, without disclosing the
user name and password, password or other authentication means for accessing such
personal online account, for the purpose of:
(A) Conducting an investigation for the purpose of ensuring compliance with
applicable state or federal laws, regulatory requirements or prohibitions against
work-related employee misconduct based on the receipt of specific information
about activity on an employee’s personal online account; or
(B) Conducting an investigation based on the receipt of specific information about
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 2 of 6
(C) an employee’s unauthorized transfer of the Board’s proprietary information,
confidential information or financial data to or from a personal online account
operated by an employee or other source.
For purposes of these Administrative Regulations, “personal online account” means any
online account that is used by an employee exclusively for personal purposes and
unrelated to any business purpose of the Board, including, but not limited to, electronic
mail, social media and retail-based Internet web sites. “Personal online account” does
not include any account created, maintained, used or accessed by an employee for a
business purpose of the Board.
Why Monitor?
The computer systems are expensive for the Board to install, operate and maintain. For
that reason alone it is necessary to prevent misuse of the computer systems. However,
there are other equally important reasons why the Board intends to monitor the use of
these computer systems, reasons that support its efforts to maintain a comfortable and
pleasant work environment for all employees.
These computer systems can be used for improper, and even illegal, purposes.
Experience by other operators of such computer systems has shown that they can be
used for such wrongful purposes as sexual harassment, intimidation of co-workers,
threatening of co-workers, breaches of confidentiality, copyright infringement and the
like.
Monitoring will also allow the Board to continually reassess the utility of the computer
systems, and whenever appropriate, make such changes to the computer systems as
it deems fit. Thus, the Board monitoring should serve to increase the value of the
system to the district on an ongoing basis.
Privacy Issues
Employees must understand that the Board has reserved the right to conduct
monitoring of these computer systems and can do so despite the assignment to
individual employees of passwords for system security. Any password systems
implemented by the district are designed solely to provide system security from
unauthorized users, not to provide privacy to the individual system user.
The system’s security aspects, message delete function and personal passwords can be
bypassed for monitoring purposes.
Therefore, employees must be aware that they should not have any expectation of
personal privacy in the use of these computer systems. This provision applies to any
and all uses of the district’s computer systems and electronic devices that access same,
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 3 of 6
including any incidental personal use permitted in accordance with these regulations.
Use of the computer system represents an employee’s acknowledgement that the
employee has read and understands these regulations and any applicable policy in their
entirety, including the provisions regarding monitoring and review of computer activity.
Prohibited Uses
Inappropriate use of district computer systems is expressly prohibited, including, but
not limited to, the following:
♦ Sending any form of solicitation not directly related to the business of the
Board of Education;
♦ Sending any form of slanderous, harassing, threatening, or intimidating
message, at any time, to any person (such communications may also be a
crime);
♦ Gaining or seeking to gain unauthorized access to computer systems;
♦ Downloading or modifying computer software of the district in violation
of the district’s licensure agreement(s) and/or without authorization from
supervisory personnel;
♦ Sending any message that breaches the Board of Education’s
confidentiality requirements, including the confidentiality rights of
students;
♦ Sending any copyrighted material over the system;
♦ Sending messages for any purpose prohibited by law;
♦ Transmission or receipt of inappropriate e-mail communications or
accessing inappropriate information on the Internet, including vulgar,
lewd or obscene words or pictures;
♦ Using computer systems for any purposes, or in any manner, other than
those permitted under these regulations;
♦ Using social networking sites such as Facebook, Twitter, LinkedIn and
YouTube in a manner that violates the Board’s Social Networking policy; is
used to engage in harassing, defamatory, obscene, abusive, discriminatory
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 4 of 6
or threatening or similarly inappropriate communications; creates a hostile
work environment; breaches confidentiality obligations of school district
employees; or violates the law, Board policies and/or the other school
rules and regulations.
In addition, if a particular behavior or activity is generally prohibited by law and/or
Board of Education policy, use of these computer systems for the purpose of carrying
out such activity and/or behavior is also prohibited.
Electronic Communications
The Board expects that all employees will comply with all applicable Board policies and
standards of professional conduct when engaging in any form of electronic
communication, including texting, using the district’s computer system, or through the
use of any electronic device or mobile device owned, leased, or used by the Board. As
with any form of communication, the Board expects district personnel to exercise
caution and appropriate judgment when using electronic communications with
students, colleagues and other individuals in the context of fulfilling an employee’s job-
related responsibilities, including when engaging in remote teaching or use of a digital
teaching platform.
Disciplinary Action
Misuse of these computer systems will not be tolerated and will result in disciplinary
action up to and including termination of employment. Because no two situations are
identical, the Board reserves the right to determine the appropriate discipline for any
particular set of circumstances.
Complaints of Problems or Misuse
Anyone who is aware of problems with or misuse of these computer systems, or has a
question regarding the appropriate use of the computer systems, should report this to his
or her supervisor or to a school administrator.
Most importantly, the Board urges any employee who receives any harassing,
threatening, intimidating or other improper message through the computer systems to
report this immediately. It is the Board’s policy that no employee should be required to
tolerate such treatment, regardless of the identity of the sender of the message. Please
report these events!
Implementation
This regulation is effective as of 2/8/22.
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 5 of 6
Legal References:
Conn. Gen. Stat. § 31-40x
Conn. Gen. Stat. § 31-48d
Conn. Gen. Stat. §§ 53a-182; 53a-183; 53a-250
Electronic Communication Privacy Act, 18 U.S.C. §§ 2510 through 2520
S&G 9/16/20
POLICY REGARDING EMPLOYEE USE OF THE DISTRICT’S COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS Page 6 of 6
~4118.51
4218.51
Personnel-- Certified/Non-Certified
Rights, Responsibilities and Duties
Social Networking/ Social Media
The Board will respond to the use of social media by employees, including employees’ personal
use of social media when such use:
1. interferes with the work of the school district;
2. is used to harass co-workers or other members of the school community;
3. creates a hostile work environment;
4. breaches confidentiality obligations of school district employees;
5. disrupts the work of the school district;
6. harms the goodwill and reputation of the school district in the community;
7. violates school rules and regulations or state and federal laws.
Rules concerning personal social networking
1. While the Board recognizes that employees are not always in control of others’ posts (i.e.,
tagging photos), employees are required to maintain appropriate professional boundaries with
students, parents/ guardians, and colleagues.
2. Employees are individually responsible for their personal posts on social media.
3. All posts on personal social media must comply with the Board of Education’s policies
concerning confidentiality, including the confidentiality of student information.
4. All Board of Education policies and state and federal laws that regulate off-duty conduct
apply to social media activity, including policies related to public trust, illegal harassment,
code of conduct, mandated reporting, and protecting confidential information.
Guidelines concerning Social Media Activity sponsored by Colchester Public Schools
If an employee uses a social media site for the purpose of instruction, communication of
activities, games, or responsibilities for a school-based club, activity or official sports team, the
employee must also comply with the following rules:
1. The employee must inform his/her supervisor prior to setting up the site.
2. The employee must set up the class, club, or team as a group list, which will be closed and
moderated.
3. Parents/ guardians shall be permitted to access any site their child has been invited to join.
4. The employee responsible for the site will monitor it regularly.
5. Any violations of this policy shall be reported by staff to the supervisor.
6. The employee’s supervisor shall be permitted access to any site established by the employee
for a school-related purpose.
Disciplinary Consequences
Violation of this policy may lead to discipline up to and including the termination of
employment consistent with state and federal law and union contracts.
Regulation Adopted: September 13, 2011 Colchester Public Schools
Colchester, CT
4131P
PERSONNEL - CERTIFIED
PROFESSIONAL GROWTH AND DEVELOPMENT
The Board believes that, in order to support the high achievement of students, educators must
have the time and resources to continually improve their practice. The Board also believes that
educators will only reach the high levels of performance set by Colchester Public Schools if they
are provided with the freedom and flexibility to act as practitioners and engage in the process of
continuous improvement.
“Professional Growth and Development” is viewed by the Board of Education (Board) as a
continuous systematic effort to improve educational programs in this school district through (1)
educator involvement in organized program planning, implementation and evaluation efforts,
and (2) activities to upgrade the skills, knowledge and ability of educators to improve student
learning outcomes.
Each certified employee shall annually participate in a program of professional growth and
development, of not fewer than eighteen hours in length, of which the majority of time is spent
in grade level or content area teams. The professional development program shall:
1. be focused upon the continuous improvement of instruction and curriculum, and be
directly responsive to the learning needs of students;
2. be embedded in the professional practice of educators and have a sustained focus and
duration;
3. foster teachers’ collective efficacy to improving student learning outcomes;
4. include training in culturally responsive pedagogy and practice.
5. include, to the greatest extent possible, coaching and expert support, a content focus,
the use of models and modeling, active adult learning experiences, opportunities for
collaboration, feedback, and reflection.
PROFESSIONAL GROWTH AND DEVELOPMENT Page 1 of 5
Professional growth and development experiences, made available by the Board directly, or
through a RESC, with another Board of Education or through a provider approved by the
Commissioner, and shall be consistent with any goals identified by the certified employees and
the Board.
The Board, in order to determine its professional development program, shall establish a
professional development and evaluation committee (PDEC), consisting of certified and other
instructional staff, including representatives of the exclusive bargaining representative for such
employees. Committee membership shall consist of at least one representative from each of the
teachers’ and administrators’ unions and other school personnel the Board deems appropriate.
The duties of the committee shall include, but not be limited to, a) participation in the
development of an educator evaluation and support program for the District, and b) the
development, evaluation and annual updating of a comprehensive local professional
development plan, in fulfillment of the statutes, for certified employees of the District. Such
plan shall (1) be directly related to the educational goals proposed by the Board pursuant to
C.G.S. 10-220(b), (2) be developed in full consideration of the priorities and needs related to
student outcomes as determined by the State Board of Education, and (3) include the
systematic assessment and improvement of the educator evaluation and professional
development plans.
Special effort shall be made to prepare teachers and other school personnel to meet the needs
of students of diverse cultural and ethnic backgrounds. Planning and implementation of such
programs shall be done cooperatively by administration, teachers and parent advisory groups.
Special effort shall also be given to administrators and/or supervisors in training pursuant to
their obligations in the evaluation of teachers.
Professional development activities should respond directly to the educational needs of the
student body. The in-service program shall fulfill all applicable statutory requirements,
especially those delineated in CGS 10-220a, as amended.
The Board will allow any paraprofessional or non-certified employee of the District to
participate, on a voluntary basis, in any in-service training program provided to certified staff on
those topics mandated per C.G.S. 10-220a, subsection (a).
The Superintendent is to report annually to the Board of Education on the professional
development program and its effect with recommendations for changes as needed.
PROFESSIONAL GROWTH AND DEVELOPMENT Page 2 of 5
(cf. 4115 - Evaluation)
Legal Reference: Connecticut General Statutes
10-27 Exchange of professional personnel and students.
10-220a In-service training. (amended by PA 04-227, PA 08-160, June 19
Special Session, Public Act No. 09-1, PA 10-91, PA 12-116, PA 13-145, PA
15-215, PA 17-37 and PA 19-100)
10-153b Selection of teachers’ representatives
10-226f Coordinator of intergroup relations.
10-226g Intergroup relations training for teachers.
10-145b Teaching certificates (as amended by PA 01-173)
10-148a Professional development (as amended by PA 17-37 and PA
19-100)
10-151(b) Employment of teachers. Definitions. Tenure
PA 17-32 An Act Concerning Human Trafficking
PA 17-37 An Act Implementing the Recommendations of the Task Force
on Professional Development and In-service Training Requirements for
Educators
Policy adopted: May 22, 2012
Policy revised: May 11, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
PROFESSIONAL GROWTH AND DEVELOPMENT Page 3 of 5
4131P
PROFESSIONAL GROWTH AND DEVELOPMENT: APPENDIX
Connecticut General Statutes 10-220a - In-service Training
A. Required In-service Topics for Certified Personnel
1. Nature and the relationships of drugs and alcohol to health and personality
development and procedures for discouraging their abuse.
2. Health and mental health risk reduction education including, but not limited to
the prevention of risk-taking behavior by children and the relationship of such
behavior to substance abuse, pregnancy, sexually transmitted diseases, including
HIV-infection and AIDS, violence, teen dating, domestic violence and child abuse.
3. School violence prevention and conflict resolution and the prevention of and
response to youth suicide and the identification and prevention of bullying and
response to bullying, as defined in 10-222d, subsection (a) as amended. (Boards
that implement an evidence-based model approach approved by the SDE are not
required to provide in-service training on the identification and prevention of
and response to prevention of bullying.)
4. Cardiopulmonary resuscitation and other emergency life-saving procedures.
5. Requirements and obligations of a mandated reporter regarding reporting of
child abuse and neglect.
6. Training in the detection and recognition of, and evidence-based structured
literacy interventions for, students with dyslexia.
7. Training in the awareness of human trafficking issues.
8. Culturally responsive pedagogy and practice.
B. Optional In-Service Topics for Certified Personnel
The State Department of Education, within available appropriates and utilizing available
materials, shall make the following subject matter available to boards of education:
● Holocaust and genocide education and awareness
● African-American and black studies (required commencing July 1, 2021)
● Puerto-Rican and Latino studies (required commencing July 1, 2021)
● Native American History
● Personal Financial Management
● The historical events surrounding the Great Famine in Ireland
● Domestic violence and teen dating violence
● Mental health first aid training
PROFESSIONAL GROWTH AND DEVELOPMENT Page 4 of 5
● Trauma-informed practices for the school setting to enable teachers,
administrators and pupil personnel to more adequately respond to students with
mental, emotional or behavioral health needs
● Second language acquisition, including, but not limited to, language
development and cultural responsive pedagogy
Topics approved by the State Board of Education upon the request of local or regional
boards of education as part of in-service training programs pursuant to CGS 10-220a,
section 3.
NOTE: The Board may include any of the items listed above (Section B) in its in-service training
program, pursuant to CGS 10-220a.
PROFESSIONAL GROWTH AND DEVELOPMENT Page 5 of 5
4131(a)
Personnel -- Certified
Professional Development
Connecticut General Statutes 10-220a - In-service Training
A. Required In-service Topics for Certified Personnel over a 5-year period
1. Nature and the relationships of drugs and alcohol to health and personality
development and procedures for discouraging their abuse.
2. Health and mental health risk reduction education including, but not limited to the
prevention of risk-taking behavior by children and the relationship of such
behavior to substance abuse, pregnancy, sexually transmitted diseases, including
HIV-infection and AIDS, violence, teen dating, domestic violence, child abuse
and youth suicide.
3. Growth and development of exceptional children, including handicapped and
gifted and talented children, children with Attention Deficit Hyperactivity
Disorder or learning disabilities who may require special education, and methods
for identifying, planning and working effectively with special needs children in a
regular classroom
4. School violence prevention and conflict resolution.
5. Annual training on (1) identifying, preventing, and responding to school bullying
and (2) preventing and responding to youth suicide3) blood born pathogens.
(Boards that implement an evidence-based model approach approved by the state
are not required to provide in-service training on prevention of bullying.)
6. Annual training on cardiopulmonary resuscitation and other emergency life
saving procedures for coaches and nurses.
7. Computer skills, information technology, and cyber literacy as applied to student
learning and classroom instruction, communications and data management.
Elementary, middle, and high school teachers must include 15 hours of training in
the use of computers in the classroom every five years.
8. Teaching of the language arts, reading and reading readiness and assessment of
reading performance including methods of teaching language skills necessary for
teachers in grades kindergarten to three, inclusive. (15 hours every 5 years)
9. Training in the evaluation of teachers for superintendents and those employees
employed in positions requiring an intermediate administrator or supervisory
certificate whose duties equal at least 50% of the assigned time (15 hours every 5
years).
10. Requirements and obligations of a mandated reporter regarding reporting of
child abuse and neglect.
11. Domestic Violence and teen Dating Violence.
4131(b)
Personnel -- Certified
Professional Development
Connecticut General Statutes 10-220a - In-service Training - continued
B. Optional In-Service Topics for Certified Personnel
• Holocaust education and awareness
• African-American History
• Puerto-Rican History
• Native American History
• Personal Financial Management
• The historical events surrounding the Great Famine in Ireland
C. Continuing Education Units (CEUs)
The Board of Education recognizes the importance of continuing educational units (CEUs) as part
of teachers’ professional and educational development. This is based upon the knowledge that
student learning is directly affected by teacher competence and that teacher competence is enhanced
by ongoing professional development and continuous learning. Teachers, like students, must be
continual learners. A detailed CEU handbook will be made available to all teachers each year.
State law requires the successful completion of 9 CEUs every five years in order for a holder to
maintain a professional educator certificate. A certified staff member providing documented
completion of a national board certification assessment in the appropriate endorsement area during
each 5 year period shall be exempt from this requirement. Only CEUs awarded by providers
approved by the State Department of Education may be used to fulfill the CEU requirements.
The Board will make available annually at no cost to its certified employees no fewer than eighteen
hours of professional development activities for CEUs.
The specific professional development activities to be made available will be determined with the
advice and assistance of the professional development committee. All professional development for
which CEUs are issued must focus on improved student learning. All learning experiences for
which CEUs are awarded should enrich or improve the skills, knowledge and abilities of educators
to improve student learning. Professional development, for which CEUs can be offered include
workshop presentations, time spent in learning, problem solving, experimenting, interacting with
colleagues, developing curriculum and writing professional journal articles. The focus for
professional development activities in establishing a link between effective teaching and increased
learning shall be Connecticut’s Common Core of Learning, Connecticut Framework: K-12
Curriculum Goals and Standards, Connecticut’s Common Core of Teaching and Connecticut
Guidelines for Teacher Evaluation and Professional Development.
The Board of Education may award a CEU equivalent to any of its employees for the successful
completion of professional development activities which are not necessarily offered by an approved
CEU provider. Any combination of CEUs and CEU equivalents can be used toward the 9 CEU
requirement every five years.
4131(c)
Personnel -- Certified
Professional Development
Connecticut General Statutes 10-220a - In-service Training - continued
Legal Reference: Connecticut General Statutes
10-145b Teaching certificates (as amended by PA 01-173)
10-220a In-service training
PA 95-58 An Act Concerning Teacher Evaluations, Tenure, and Dismissals
Regulation adopted: May 22, 2012 Colchester Public Schools
Colchester, CT
4134P
PERSONNEL - CERTIFIED
TUTORING
The instruction of students in a teacher’s class is a part of his/her regular duty. Students are
entitled to a reasonable amount of time and assistance from their teacher, including before
and after school as part of their regular responsibilities.
In accordance with the Connecticut Code of Professional Responsibility for Teachers (CGS
10-145d-400a), no teacher shall accept payment for privately tutoring a student currently in
his/her class, nor any student whose promotion and/or educational program is directly
his/her responsibility. Tutoring, as considered here, is defined as private instruction for a fee
outside the school program, but does not include instrumental music lessons. This policy
shall not apply to teachers employed by the school system for the purposes of mandated
homebound instruction, or supporting students who are assigned to them as a part of a
district-sponsored tutoring and/or summer school program.
School personnel shall avoid recommending specific tutors to parents, but rather make a
referral to the school office where a list is maintained for this purpose. All teachers
interested in tutoring must submit a written request to the principal to be added to this list.
The office will distribute the list to parents and/or community members as requested.
School personnel who wish to utilize school facilities for private tutoring shall follow
Colchester Board of Education’s Facility Use Policy #1330.
Legal Reference: Connecticut General Statutes
53-392a-53-392e All related to academic crimes.
53-392b Preparation of assignments for students attending educational institutions
prohibited.
10-145d-440 CT Code of Professional Responsibility for Teachers
Policy adopted: September 9, 2008
Policy revised: May 11, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
TUTORING Page 1 of 1
4151.71P
PERSONNEL - CERTIFIED/NON-CERTIFIED
EMERGENCY/PERSONAL LEAVE
I. Definitions
“Family violence” means an incident resulting in physical harm, bodily injury or assault, or an
act of threatened violence that constitutes fear of imminent physical harm, bodily injury or
assault between family or household members. Verbal abuse or arguments generally will not
constitute “family violence” unless there is a present danger and the likelihood that physical
violence will occur.
“Leave” includes paid or unpaid leave which may include, but is not limited to, compensatory
time, vacation time, personal days off or other time off.
II. Leave for Family Violence Victims
At times an employee may need to be absent from work due to family violence, and the length
of time should be determined by the individual’s situation. The time period shall be determined
through collaboration/cooperation/discussion with the employee.
The Board of Education shall allow family violence victims to take paid or unpaid leave
(including compensatory time, vacation time, personal days, or other time off) during any
calendar year in which the leave is reasonably necessary to:
1. seek medical care or psychological or other counseling for physical or psychological
injury or disability,
2. obtain services from a victim services organization,
3. relocate due to the family violence, or
4. participate in any civil or criminal proceeding related to or resulting from such family
violence.
Unpaid leave, for the reasons cited above, shall be limited to 12 days per calendar year.
However, leave for any of the four reasons cited above, shall not be affected by any other leave
provided under state or federal law.
In providing leave to family violence victims, the following guidelines are to be followed:
EMERGENCY/PERSONAL LEAVE Page 1 of 3
1. The employee seeking leave shall provide up to seven days notice to the
District/Superintendent or his/her designee when the need to use leave is foreseeable
and as soon as practicable when it is not.
2. The employee shall provide the District with a signed written statement certifying that
the leave is for a purpose authorized under P.A. 10-144.
3. The District may request that the employee provide:
a. police or court record related to the family violence, or
b. signed written statement that the employee is a victim of family violence from
the employee or an agent of a victim services organization, an attorney, an
employee of the Judicial Branch's Office of Victim Services or the Office of the
Victim Advocate, licensed medical professional, or other licensed professional
from whom the employee has sought assistance with respect to the family
violence.
4. The District/Superintendent or his/her designee shall keep any such written statement
or police or court record confidential.
5. The District/Superintendent or his/her designee will not further disclose the information
except as required by law or as necessary to protect the employee's safety in the
workplace, but in these situations the employee must be given notice before the
disclosure.
6. The District/Superintendent or his/her designee may provide, if it so chooses, more
leave than required by P.A. 10-144.
7. The rights of the employee under the terms of the employee’s employment or collective
bargaining agreement, in effect on October 1, 2010, shall not be diminished or
preempted.
In addition, in compliance with P.A. 10-144, the District is not required to provide paid leave if:
1. the employee is not entitled to paid leave pursuant to the terms and conditions of his or
her employment, or
2. the paid leave exceeds the maximum amount of leave due the employee during any
calendar year. However, the Act requires the employer to provide unpaid leave if paid
leave is exhausted or not provided.
Legal Reference: Connecticut General Statutes
46b-15 Relief from physical abuse by family or household member or
person in dating relationship. Application. Court orders. Duration. Copies.
Expedited hearing for violation of order. Other remedies.
46b-38a Family violence prevention and response: Definitions
EMERGENCY/PERSONAL LEAVE Page 2 of 3
54-85b Employment protection for witnesses and victims of crime.
Penalty. Action for damages and reinstatement.
P.A. 10-144 An Act Concerning the Recommendations of the Speaker of
the House of Representatives’ Task Force on Domestic Violence.
Policy adopted: May 22, 2012
Policy revised: May 11, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
EMERGENCY/PERSONAL LEAVE Page 3 of 3
Colchester Public Schools
4116.34P
STUDENTS
REPORTS OF SUSPECTED ABUSE OR NEGLECT OF ADULTS WITH AN INTELLECTUAL
DISABILITY OR AUTISM SPECTRUM DISORDER
Section 46a-11b of the Connecticut General Statutes requires that certain school
personnel report any suspected abuse or neglect of persons between eighteen (18) and
sixty (60) years of age who: 1) have an intellectual disability or 2) receive funding or
services from the Department of Social Services’ (“DSS”) Division of Autism Spectrum
Disorder Services. In furtherance of this statute and its purpose, it is the policy of the
Board of Education to require ALL EMPLOYEES of the Board of Education to comply with
the following procedures in the event that, in the ordinary course of their employment
or profession, they have reasonable cause to suspect that a person with an intellectual
disability or an individual receiving funding or services from DSS’ Division of Autism
Spectrum Disorder Services between eighteen (18) and sixty (60) years of age has been
abused or neglected.
1. Scope of Policy
This policy applies not only to employees who are required by law to report
suspected abuse and/or neglect of adults with intellectual disabilities, but also to
ALL EMPLOYEES of the Board of Education.
2. Definitions
For the purposes of this policy:
"Abuse" means the willful infliction of physical pain or injury or the willful
deprivation by a caretaker of services which are necessary to the person's health
or safety.
"Neglect" means a situation where a person with an intellectual disability either
is living alone and is not able to provide for himself or herself the services which
are necessary to maintain his or her physical and mental health, or is not
receiving such necessary services from the caretaker.
REPORTS OF SUSPECTED ABUSE OR NEGLECT OF ADULTS WITH Page 1 of 5
INTELLECTUAL DISABILITY OR AUTISM SPECTRUM DISORDER
"Statutory Mandated Reporter" means an individual required by Conn. Gen. Stat.
Section 46a-11b to report suspected abuse and/or neglect of adults with
intellectual disabilities. In the public school context, the term "statutory
mandated reporter" includes teachers, school administrators, school guidance
counselors, paraprofessionals, registered or licensed practical nurses,
psychologists, social workers, licensed or certified substance abuse counselors,
mental health professionals, physical therapists, occupational therapists, dental
hygienists, speech pathologists, and licensed professional counselors.
3. Reporting Procedures for Statutory Mandated Reporters
If a statutory mandated reporter has reasonable cause to
suspect or believe that any person with an intellectual
disability, or any individual who receives funding or services
from DSS’ Division of Autism Spectrum Disorder Services,
between eighteen (18) and sixty (60) years of age has been
abused or neglected, the mandated reporter shall, as soon as
practicable, but not later than seventy-two (72) hours after
having reasonable cause to suspect abuse or neglect, make an
oral report to:
Abuse Investigation Division
Department of Developmental Services (“DDS”)
460 Capitol Avenue
Hartford, Connecticut 06106
Telephone: 1-844-878-8923
The statutory mandated reporter shall also immediately notify
the Superintendent.
Such initial oral report shall be followed by a written report to the Abuse
Investigation Division of DDS not later than five calendar days after the initial
oral report was made, and a copy of any written report shall be given to the
Superintendent.
4. Reporting Procedures for Non-Statutory Mandated Reporters
The following procedures apply only to employees who are not statutory
mandated reporters, as set forth above.
REPORTS OF SUSPECTED ABUSE OR NEGLECT OF ADULTS WITH Page 2 of 5
INTELLECTUAL DISABILITY OR AUTISM SPECTRUM DISORDER
a) If an employee who is not a statutory mandated reporter has reasonable
cause to suspect that any person with an intellectual disability, or any
individual who receives funding or services from the DSS’ Division of
Autism Spectrum Disorder Services, between eighteen (18) and sixty (60)
years of age has been abused or neglected, the following steps shall be
taken.
(1) The employee shall as soon as practicable, but not later than
seventy-two (72) hours after having reasonable cause to suspect
abuse or neglect, make an oral report by telephone or in person
to the Superintendent of Schools or his/her designee, to be
followed by an immediate written report to the Superintendent or
his/her designee.
(2) If the Superintendent or his/her designee determines that there is
reasonable cause to suspect or believe that any person with an
intellectual disability, or any individual who receives funding or
services from the DSS’ Division of Autism Spectrum Disorder
Services, between eighteen (18) and sixty (60) years has been
abused or neglected, the Superintendent or designee shall cause
reports to be made in accordance with the procedures set forth
for statutory mandated reporters, set forth above.
b) Nothing in this policy shall be construed to preclude an employee from
reporting suspected abuse and/or neglect of adults with intellectual
disabilities, or any individual who receives funding or services from the
DSS’ Division of Autism Spectrum Disorder Services, directly to the Abuse
Investigation Division of DDS.
5. Contents of Report
Any oral or written report made pursuant to this policy shall contain the
following information, if known:
a) the name and address of the allegedly abused or neglected person;
b) a statement from the reporter indicating a belief that the person is
intellectually disabled or receives funding or services from the DSS’
REPORTS OF SUSPECTED ABUSE OR NEGLECT OF ADULTS WITH Page 3 of 5
INTELLECTUAL DISABILITY OR AUTISM SPECTRUM DISORDER
Division of Autism Spectrum Disorder Services, together with information
indicating that the person is unable to protect himself or herself from
abuse or neglect;
c) information concerning the nature and extent of the abuse or neglect;
and,
d) any additional information that the reporter believes would be helpful in
investigating the report or in protecting the person with an intellectual
disability or who receives funding or services from the DSS’ Division of
Autism Spectrum Disorder Services.
6. Investigation of the Report
If the suspected abuser is a school employee, the Superintendent shall
thoroughly investigate the report, and shall, to the extent feasible, endeavor to
coordinate any such investigation with the investigation conducted by the Abuse
Investigation Division of DDS.
The Superintendent's investigation shall include an opportunity for the
suspected abuser to be heard with respect to the allegations contained within
the report. During the course of an investigation of suspected abuse by a school
employee, the Superintendent may suspend the employee with pay or may place
the employee on administrative leave with pay, pending the outcome of the
investigation.
If the investigation by the Superintendent and/or the Abuse Investigation
Division of DDS produces evidence that a person with an intellectual disability, or
any individual who receives funding or services from the DSS’ Division of Autism
Spectrum Disorder Services, has been abused by a school employee, the
Superintendent and/or the Board, as appropriate, may take disciplinary action,
up to and including termination of employment.
7. Delegation of Authority by Superintendent
The Superintendent may appoint a designee for the purposes of receiving and
making reports, notifying and receiving notification, or investigating reports
pursuant to this policy.
8. Disciplinary Action for Failure to Follow Policy
REPORTS OF SUSPECTED ABUSE OR NEGLECT OF ADULTS WITH Page 4 of 5
INTELLECTUAL DISABILITY OR AUTISM SPECTRUM DISORDER
Any employee who fails to comply with the requirements of this policy shall be
subject to discipline, up to and including termination of employment.
9. Non-discrimination Policy
The Board of Education shall not discharge or in any manner discriminate or
retaliate against any employee who, in good faith, makes a report pursuant to
this policy, or testifies or is about to testify in any proceeding involving abuse or
neglect.
Legal References:
Connecticut General Statutes:
Section 46a-11a
Section 46a-11b et seq.
ADOPTED: October 2017
REVISED: October 9, 2018
NSC
REPORTS OF SUSPECTED ABUSE OR NEGLECT OF ADULTS WITH Page 5 of 5
INTELLECTUAL DISABILITY OR AUTISM SPECTRUM DISORDER
Colchester Public Schools
Series 4000
Personnel
ADMINISTRATIVE REGULATIONS REGARDING CONCUSSION MANAGEMENT AND
TRAINING FOR ATHLETIC COACHES
For purposes of these administrative regulations concerning training regarding
concussions and head injuries, the term “coach” means any person who holds or is issued
a coaching permit by the Connecticut State Department of Education and who is hired by
the Colchester Board of Education to coach intramural or interscholastic athletics.
Mandatory Training Concerning Concussions
1. Any coach of intramural or interscholastic athletics, who holds or is issued a
coaching permit, must, before commencing his/her coaching assignment for the season,
complete an initial training course concerning concussions, which are a type of brain
injury. This training course must be approved by the State Department of Education.
2. Coaches must provide proof of initial course completion to the Athletic Director or
his/her designee prior to commencing their coaching assignments for the season in which
they coach.
3. One year after receiving an initial training, and every year thereafter, coaches
must review current and relevant information regarding concussions prior to
commencing their coaching assignments for the season. This current and relevant
information shall be that approved by the State Department of Education. Coaches need
not review this information in the year they are required to take a refresher course, as
discussed below.
4. Coaches must complete a refresher course concerning concussions and head
injuries not later than five (5) years after receiving their initial training course, and once
every five (5) years thereafter. Coaches must provide proof of refresher course
completion to the Athletic Director or his/her designee prior to commencing their
coaching assignments for the season in which they coach.
5. The Board shall consider a coach as having successfully completed the initial
training course regarding concussions and head injuries if such coach completes a course
that is offered by the governing authority for intramural and interscholastic athletics and
is substantially similar, as determined by the Department of Education, to the training
course required by subsection 1 of these administrative regulations, provided such
substantially similar course is completed on or after January 1, 2010, but prior to the date
ADMINISTRATIVE REGULATIONS REGARDING CONCUSSION MANAGEMENT AND TRAINING FOR
ATHLETIC COACHES Page 1 of 4
the State Board of Education approves the training course discussed in subsection 1 of
these administrative regulations.
Concussion Management
1. Any coach of any intramural or interscholastic athletics shall immediately remove
a student athlete from participating in any intramural or interscholastic athletic activity
who:
a. is observed to exhibit signs, symptoms or behaviors consistent with a
concussion following an observed or suspected blow to the head or body;
or
b. is diagnosed with a concussion, regardless of when such concussion may
have occurred.
2. Upon removal from participation, a school principal, teacher, licensed athletic
trainer, licensed physical or occupational therapist employed by a school district, or coach
shall notify the student athlete’s parent or legal guardian that the student athlete has
exhibited such, signs, symptoms or behaviors consistent with a concussion or has been
diagnosed with a concussion. Such principal, teacher, licensed athletic trainer, licensed
physical or occupational therapist employed by a school district, or coach shall provide
such notification not later than twenty-four (24) hours after such removal and shall make
a reasonable effort to provide such notification immediately after such removal.
3. The coach shall not permit such student athlete to participate in any supervised
team activities involving physical exertion, including, but not limited to, practices, games
or competitions, until such student athlete receives written clearance to participate in
such supervised team activities involving physical exertion from a licensed health care
professional trained in the evaluation and management of concussions.
4. Following receipt of clearance, the coach shall not permit such student athlete to
participate in any full, unrestricted supervised team activities without limitations on
contact or physical exertion, including, but not limited to, practices, games or
competitions, until such student athlete:
a. no longer exhibits signs, symptoms or behaviors consistent with a
concussion at rest or with exertion; and
b. receives written clearance to participate in such full, unrestricted
supervised team activities from a licensed health care professional trained
in the evaluation and management of concussions.
5. The Board shall prohibit a student athlete from participating in any intramural or
interscholastic athletic activity unless the student athlete, and a parent or guardian of
ADMINISTRATIVE REGULATIONS REGARDING CONCUSSION MANAGEMENT AND TRAINING FOR ATHLETIC
COACHES Page 2 of 4
such athlete receives training regarding the concussion education plan developed or
approved by the State Board of Education by:
a. reading written materials;
b. viewing online training videos; or
c. attending in-person training regarding the concussion education plan
developed or approved by the State Board of Education.
6. The Board shall annually provide each participating student athlete’s parent or
legal guardian with a copy of an informed consent form approved by the State Board of
Education and obtain the parent or guardian’s signature, attesting to the fact that such
parent or guardian has received a copy of such form and authorizes the student athlete to
participate in the athletic activity.
Reporting Requirements
1. The school principal, teacher, licensed athletic trainer, licensed physical or
occupational therapist employed by a school district, or coach who informs a student
athlete’s parent or guardian of the possible occurrence of a concussion shall also report
such incident to the nurse supervisor, or designee.
2. The nurse supervisor, or designee, shall follow-up on the incident with the student
and/or the student’s parent or guardian and maintain a record of all incidents of
diagnosed concussions. Such record shall include, if know:
a. The nature and extent of the concussion; and
b. The circumstances in which the student sustained the concussion.
3. The nurse supervisor, or designee, shall annually provide such record to
the State Board of Education.
Miscellaneous
1. For purposes of these administrative regulations, “licensed health care
professional” means a physician licensed pursuant to Chapter 370 of the Connecticut
General Statutes, a physician assistant licensed pursuant to Chapter 370 of the
Connecticut General Statutes, an advanced practice registered nurse licensed pursuant to
Chapter 378 of the Connecticut General Statutes, or an athletic trainer licensed pursuant
to Chapter 375a of the Connecticut General Statutes.
ADMINISTRATIVE REGULATIONS REGARDING CONCUSSION MANAGEMENT AND TRAINING FOR ATHLETIC
COACHES Page 3 of 4
2. Should a coach fail to adhere to the requirements of these administrative
regulations, the coach may be subject to discipline up to and including termination, as
well as permit revocation by the State Board of Education.
Legal References:
Conn. Gen. Stat. § 10-149b. Training courses for coaches re concussions and head
injuries.
Conn. Gen. Stat. § 10-149c. Student athletes and concussions. Removal from
athletic activities.
Public Act 14-66, “An Act Concerning Youth Athletics And Concussions”
ADOPTED: December 8, 2015
1629398v7
9/3/15
ADMINISTRATIVE REGULATIONS REGARDING CONCUSSION MANAGEMENT AND TRAINING FOR ATHLETIC
COACHES Page 4 of 4
Colchester Public Schools
Series 4000
Personnel
SUDDEN CARDIAC ARREST AWARENESS
FOR INTRAMURAL AND INTERSCHOLASTIC ATHLETICS POLICY
Prior to each season of any Board of Education intramural or interscholastic athletics, each
coach who holds or is issued a coaching permit by the State Board of Education and is a coach
of any Board of Education intramural or interscholastic athletics, must provide each
participating student’s parent or legal guardian with a copy of the informed consent form
regarding sudden cardiac arrest developed by the State Board of Education and obtain such
parent’s or legal guardian’s signature, attesting to the fact that that such parent or legal
guardian had received a copy of such form and authorizes the student to participate in the
intramural or interscholastic athletics.
Any person who holds or is issued a coaching permit by the State Board of Education and is a
coach of Board of Education intramural or interscholastic athletics shall annually review the
sudden cardiac arrest awareness education program developed or approved by the State Board
of Education prior to commencing the coaching assignment for the season of such intramural or
interscholastic athletics.
Nothing in this policy shall be construed to relieve a coach of intramural or interscholastic
athletics of his or her duties or obligations under any provision of the general statutes, the
regulations of Connecticut state agencies or a collective bargaining agreement.
Legal References
Conn. Gen. Stat. § 10-149f. Sudden cardiac arrest awareness education program.
Consent form.
Conn. Gen. Stat. § 10-149g. Coaches to annually review cardiac arrest education
program. Revocation of coaching permit. Immunity from suit and liability.
ADOPTED: August 9, 2016
4539468v1
SUDDEN CARDIAC ARREST AWARENESS FOR INTRAMURAL AND INTERSCHOLASTIC ATHLETICS POLICY
Page 1 of 1
Colchester Public Schools
Series 4000
Personnel
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY
It is the policy of the board of education to maintain a working environment free from
harassment, insults or intimidation on the basis of an employee's sex and free from
discrimination based on sex. Verbal or physical conduct by a supervisor or co-worker relating
to an employee's sex which has the effect of creating an intimidating, hostile or offensive
work environment, unreasonably interfering with the employee's work performance, or
adversely affecting the employee's employment opportunities is prohibited.
Discrimination
Sex discrimination is defined as when an employer refuses to hire, disciplines or discharges
any individual, or otherwise discriminates against an individual with respect to his or her
compensation, terms, conditions, or privileges of employment on the basis of the individual’s
sex. Sex discrimination is also defined as when a person, because of his or her sex, is denied
participation in, or the benefits of, a program that receives federal financial assistance.
Harassment
Sexual harassment is a form of sex discrimination. While it is difficult to define sexual
harassment precisely, it does include any unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's employment;
2. Submission to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individual; or
3. Such conduct has the purpose or effect of unreasonably interfering with an
individual's work performance or creating an intimidating, hostile or offensive
work environment.
Although not an exhaustive list, the following are examples of the type of conduct prohibited
by the policy against sexual harassment:
1. Unwelcome sexual advances from a co-worker or supervisor, such as unwanted
hugs, touches, or kisses;
2. Unwelcome attention of a sexual nature, such as degrading, suggestive or lewd
remarks or noises;
3. Dirty jokes, derogatory or pornographic posters, cartoons or drawings;
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 1 of 3
4. The threat or suggestion that continued employment advancement, assignment
or earnings depend on whether or not the employee will submit to or tolerate
harassment;
5. Circulating, showing, or exchanging emails, text messages, digital images or
websites of a sexual nature;
6. Using computer systems, including email, instant messaging, text messaging,
blogging or the use of social networking websites, or other forms of electronic
communications, to engage in any conduct prohibited by this policy.
Any infraction of this policy by supervisors or co-workers should be reported immediately to
the Title IX Coordinator, the Superintendent, or his/her designee in accordance with the
district’s sex discrimination and sexual harassment grievance procedure. Retaliation against
any employee for complaining about sex discrimination or sexual harassment is prohibited
under this policy and illegal under state and federal law. Violations of this policy will not be
permitted and may result in discipline up to and including discharge from employment.
Individuals who engage in acts of sex discrimination or sexual harassment may also be subject
to civil and criminal penalties.
Legal References:
United States Constitution, Amendment XIV
Civil Rights Act of 1964, Title VII, 42 U.S.C. § 2000e-2(a).
Equal Employment Opportunity Commission Policy Guidance on Current
Issues of Sexual Harassment (N-915.050), March 19, 1990.
Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681, et seq.
Title IX of the Education Amendments of 1972, 34 CFR § 106, et seq.
Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57 (1986)
Constitution of the State of Connecticut, Article I, Section 20
Connecticut General Statutes § 46a-60 Discriminatory employment
practices prohibited.
Conn. Agencies Regs. §§ 46a-54-200 through § 46a-54-207
8/1/16
ADOPTED: December 13, 2016
238835v10
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 2 of 3
COMPLAINT FORM REGARDING SEX DISCRIMINATION
AND SEXUAL HARASSMENT (PERSONNEL)
Name of the complainant ________________________________________________
Date of the complaint ____________________________________________________
Date of the alleged discrimination/harassment ________________________________
Name or names of the discriminator(s) or harasser(s) __________________________
_____________________________________________________________________
Location where such discrimination/harassment occurred _______________________
_____________________________________________________________________
Name(s) of any witness(es) to the discrimination/harassment ____________________
_____________________________________________________________________
Detailed statement of the circumstances constituting the alleged discrimination or
Harassment ___________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) POLICY Page 3 of 3
Colchester Public Schools
Series 4000
Personnel
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION
Colchester Board of Education
Sex Discrimination and Sexual Harassment Complaint Procedure
Complaint Procedure
It is the express policy of the Board of Education to encourage victims of sexual discrimination
or sexual harassment to promptly report such claims. Timely reporting of complaints facilitates
the investigation and resolution of such complaints. Any employee who feels that he/she has
been sexually harassed or otherwise discriminated against on the basis of sex should submit
any such complaint to the Title IX Coordinator. If the Title IX Coordinator is the subject of the
complaint, the complaint should be submitted to the Superintendent, who shall investigate or
appoint a designee to do so.
Complaints will be investigated promptly and corrective action will be taken when allegations
are verified. Confidentiality will be maintained by all persons involved in the investigation to
the extent possible and reprisals or retaliation that occur as a result of the good faith reporting
of charges of sex discrimination or sexual harassment will result in disciplinary action against
the retaliator.
The school district will provide staff development for new district administrators and will
publish its policy and grievance procedures to staff and employees in an effort to maintain an
environment free of sex discrimination and sexual harassment.
Any employee who believes that he or she has been discriminated against or sexually harassed
in the workplace in violation of this policy may also file a complaint with the Eastern Region
Office of the Connecticut Commission on Human Rights and Opportunities, 100 Broadway,
Norwich, CT 06360, PHONE: (860) 886-5703, FAX: (860) 886-2550, TDD: (860) 886-5707, and/or
the Equal Employment Opportunity Commission, Boston Area Office, John F. Kennedy Federal
Building, 475 Government Center, Boston, MA 02203 (TELEPHONE NUMBER 800-669-4000).
Connecticut law requires that a formal written complaint be filed with the Commission on
Human Rights and Opportunities within 180 days of the date when the alleged
discrimination/harassment occurred. Remedies for sex discrimination and sexual harassment
include cease and desist orders, back pay, compensatory damages, hiring, promotion or
reinstatement.
Title IX Coordinator
The Title IX Coordinator for the Colchester Board of Education is: Dr. Kelly McNamara, whose
office is located at 215 Halls Hill Road, Colchester and whose telephone number is
860-537-9421.
238835v10
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION Page 1 of 3
[To be posted in a conspicuous place readily available for viewing by employees]
SEXUAL HARASSMENT IS ILLEGAL
AND IS PROHIBITED
BY
THE CONNECTICUT DISCRIMINATORY EMPLOYMENT PRACTICES ACT
(Section 46a-60 of the Connecticut General Statutes)
AND
TITLE VII OF THE CIVIL RIGHTS ACT OF 1964
(42 United States Code Section 2000e et seq.)
SEXUAL HARASSMENT MEANS ANY UNWELCOME SEXUAL ADVANCES OR REQUESTS FOR SEXUAL
FAVORS OR ANY CONDUCT OF A SEXUAL NATURE WHEN:
1. SUBMISSION TO SUCH CONDUCT IS MADE EITHER EXPLICITLY OR IMPLICITLY A TERM OR
CONDITION OF AN INDIVIDUAL'S EMPLOYMENT;
2. SUBMISSION TO OR REJECTION OF SUCH CONDUCT BY AN INDIVIDUAL IS USED AS THE BASIS
FOR EMPLOYMENT DECISIONS AFFECTING SUCH INDIVIDUAL; OR
3. SUCH CONDUCT HAS THE PURPOSE OR EFFECT OF SUBSTANTIALLY INTERFERING WITH AN
INDIVIDUAL'S WORK PERFORMANCE OR CREATING AN INTIMIDATING, HOSTILE, OR OFFENSIVE
WORKING ENVIRONMENT.
Examples of SEXUAL HARASSMENT include:
UNWELCOME SEXUAL ADVANCES
SUGGESTIVE OR LEWD REMARKS
UNWANTED HUGS, TOUCHES, KISSES
REQUESTS FOR SEXUAL FAVORS
DEROGATORY OR PORNOGRAPHIC POSTERS, CARTOONS, OR DRAWINGS.
Remedies for sexual harassment may include:
CEASE AND DESIST ORDERS
BACK PAY
COMPENSATORY DAMAGES
HIRING, PROMOTION, OR REINSTATEMENT
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION Page 2 of 3
RETALIATION AGAINST ANY EMPLOYEE FOR COMPLAINING ABOUT SEXUAL HARASSMENT IS PROHIBITED UNDER THIS
POLICY AND ILLEGAL.
VIOLATION OF THIS POLICY IS GROUNDS FOR DISCIPLINE, INCLUDING DISCHARGE.
INDIVIDUALS WHO ENGAGE IN ACTS OF SEXUAL HARASSMENT MAY ALSO BE SUBJECT TO CIVIL AND CRIMINAL
PENALTIES.
AN INFRACTION OF THIS POLICY BY SUPERVISORS OR CO-WORKERS SHOULD BE REPORTED IMMEDIATELY TO DR. KELLY
MCNAMARA, TITLE IX COORDINATOR, OR SUPERINTENDENT JEFFRY MATHIEU IF THE TITLE IX COORDINATOR
IS THE SUBJECT OF THE COMPLAINT. CONFIDENTIALITY WILL BE MAINTAINED TO THE EXTENT POSSIBLE.
ANY EMPLOYEE WHO BELIEVES THAT HE OR SHE HAS BEEN HARASSED OR DISCRIMINATED AGAINST IN THE WORKPLACE
IN VIOLATION OF THIS POLICY MAY ALSO CONTACT:
THE CONNECTICUT COMMISSION ON HUMAN RIGHTS AND OPPORTUNITIES
EASTERN REGION OFFICE
100 BROADWAY, NORWICH, CT 06360
PHONE (860) 886-5703
AND/ OR:
THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
BOSTON AREA OFFICE
JOHN F. KENNEDY FEDERAL BUILDING
475 GOVERNMENT CENTER
BOSTON, MA 02203
PHONE (800) 669-4000
CONNECTICUT LAW REQUIRES THAT A FORMAL WRITTEN COMPLAINT BE FILED WITH THE COMMISSION ON HUMAN
RIGHTS AND OPPORTUNITIES WITHIN ONE HUNDRED AND EIGHTY (180) DAYS OF THE DATE WHEN THE ALLEGED
HARASSMENT/ DISCRIMINATION OCCURRED.
8/1/16
SEX DISCRIMINATION AND SEXUAL HARASSMENT IN THE WORKPLACE (PERSONNEL) REGULATION Page 3 of 3
Colchester Public Schools
Series 4000
Personnel
USE AND DISCLOSURE OF CRIMINAL JUSTICE INFORMATION ADMINISTRATIVE REGULATIONS
Each applicant for a position with the District shall be required to submit to state and national
criminal record checks in accordance with the District’s Employment Checks Policy and
applicable law. In addition, certain volunteers may also be required to submit to state and
national criminal record checks in accordance with the District’s Volunteers Policy. All results
and accompanying information shall be considered “Criminal Justice Information” or “CJI” (each
as more fully defined herein) and shall be maintained, used and disclosed in accordance with
these regulations.
A. Definition and Scope
For purposes of these regulations:
“Criminal Justice Information” or “CJI” means the results of any state or federal criminal records
check of an employee, contractor or volunteer, any applicant or prospective employee,
contractor or volunteer, and all copies thereof.
“Criminal Justice Information Officer or “CJI Officer” means the individual appointed by the
Superintendent to be responsible for the use, disclosure and safeguarding of CJI in the District,
and to serve as the District’s primary point of contact for matters relating to CJI and these
regulations.
“Permitted Individual” means an individual designated by the Superintendent, or his or her
designee, who may access CJI. Permitted Individuals may include, but shall not be limited to,
District human resources personnel, certain administrators and certain administrative staff.
These regulations apply to all CJI in the possession or control of the District, in any form or
format, including but not limited to CJI incorporated or contained in correspondence,
documentation or reports of the District.
B. Responsibility
The Superintendent shall appoint the Human Resources Coordinator as the District’s CJI Officer.
C. Requesting Criminal Justice Information
The District shall request CJI from an employee, contractor, applicant or volunteer or potential
employee, contractor or volunteer only as permitted or required by law or District policy.
USE & DISCLOSURE OF CRIMINAL JUSTICE INFORMATION-ADMINISTRATIVE REGULATIONS Page 1 of 6
D. Use of Criminal Justice Information
1) The Superintendent, or his/her designee, shall designate those individuals who
shall be considered Permitted Individuals for purposes of these regulations. No other District
employee or staff person may access or use CJI for any reason without obtaining prior written
approval from the CJI Officer or his/her designee. A Permitted Individual shall use CJI only as
permitted or required by District policy or law.
2) The District shall ensure that each Permitted Individual satisfies the applicable
legal screening requirements prior to granting the Permitted Individual access to CJI, including:
• If the Permitted Individual is a resident of Connecticut, the District shall screen the
Permitted Individual through a Connecticut and national fingerprint-based record check
within 30 days of designation as a Permitted Individual; or
• If the Permitted Individual is not a resident of Connecticut, the District shall conduct
state and national fingerprint-based record checks and follow FBI guidance regarding
additional screening requirements.
The CJI Officer may consult with the Connecticut Department of Emergency Services and Public
Protection on execution of the screening requirements.
3) The District may immediately terminate a Permitted Individual’s access to CJI,
with or without cause at the discretion of the Superintendent, CJI Officer, or their designees,
and the District shall immediately terminate a Permitted Individual’s access to CJI upon
termination of the Permitted Individual’s employment or contract with the District. The District
shall reconsider a Permitted Individual’s continued access to CJI upon any reassignment or
modification to professional responsibilities.
E. Maintenance and Safeguarding
1) CJI shall be maintained in only the physically-secure locations, files and
information systems designated by the District (the “Controlled Areas”). The Controlled Areas
shall be limited to only Permitted Individuals or other authorized personnel and locked when
unattended.
2) The District shall restrict access to CJI to only Permitted Individuals. In the event
the District determines that it is unable to reasonably restrict access in accordance with this
Section, all CJI shall be maintained in encrypted format, in a manner consistent with then-
current legal requirements and industry standards.
3) No District employee may remove CJI from a Controlled Area without prior
written approval of the CJI Officer. In the event the transport of CJI out of a Controlled Area is
USE & DISCLOSURE OF CRIMINAL JUSTICE INFORMATION-ADMINISTRATIVE REGULATIONS Page 2 of 6
necessary for a legitimate function or activity, the CJI Officer shall develop a protocol to ensure
the protection the CJI while in transport and while outside of the Controlled Area.
4) The District shall implement the following safeguards for CJI maintained in paper
format: (i) maintain paper records in a physically secure location; (ii) post notice of restricted
access to paper records; and (iii) utilize an access log or sign-in sheet to record access to paper
records.
5) The District shall implement safeguards required by the Criminal Justice
Information Services (CJIS) Security Policy for CJI maintained in electronic format, including, but
not limited to, the following procedures: (i) maintain CJI on secure electronic systems and
media; (ii) position information systems in such a way as to prevent unauthorized individuals
from accessing and viewing CJI; (iii) store electronic media containing CJI in a secure location;
(iv) instituting access controls to limit access to Permitted Individual; (v) validate and
authenticate information system users accessing CJI; (vi) develop protocols for configuration
management and providing necessary access for system modifications and maintenance; (vii)
provide the capability to detect and protect against threats to the integrity of CJI; (viii) develop
parameters (including time stamps) for auditing electronic systems containing CJI; and (ix)
institute media protection policies and procedures.
6) The District shall not allow personally-owned information systems, such as flash
drives, DVDs, CDs, tablets, mobile devices, laptops, or air cards to access, process, store, or
transmit CJI.
7) The District shall not allow remote access to CJI.
F. Disclosure of Criminal Justice Information
1) Permitted Individuals may disclose CJI as follows:
(i) to District employees or staff upon prior written approval of the
Superintendent, CJI Officer or their designees when, in their reasonable
discretion, such disclosure is reasonably necessary for the performance of
District function or policy and is consistent with applicable law;
(ii) to third-party individuals or entities, including but not limited to advisors,
attorneys and electronic and hard copy record and storage companies (each a
“Recipient”) when such disclosure has been approved by the Superintendent, CJI
Officer or their designees, and is consistent with applicable law; and
(iii) as required or otherwise permitted by law.
2) The District shall log each instance in which CJI is disclosed pursuant to these
regulations.
USE & DISCLOSURE OF CRIMINAL JUSTICE INFORMATION-ADMINISTRATIVE REGULATIONS Page 3 of 6
G. Security Incident Response.
1) For purposes of these regulations, “Security Incident” means the actual or
suspected acquisition, access, use, or disclosure of CJI in a manner not permitted by these
regulations or applicable law.
2) District employees and staff must immediately report a Security Incident to the
CJI Officer.
3) The CJI Officer shall investigate, collect relevant evidence and respond to all
Security Incidents.
4) The CJI Officer will document each Security Incident, including, but not limited
to, the details of the Security Incident, the District’s response, the outcome, steps taken to
mitigate harm to affected individuals, and any changes to District policies or security
procedures to avoid reoccurrence of the Security Incident.
5) The District shall require in writing any Recipients to report to the District any
Security Incidents without unreasonable delay after discovery of a Security Incident. The
Recipient’s notice to the District shall include: (a) the identification of each individual whose CJI
has been, or is reasonably believed by the Recipient to have been, accessed, acquired, or
disclosed during the Security Incident; and (b) other available information that the District
reasonably requests with respect to its investigation or that the District is required to include in
notifications to affected individuals or governmental agencies. The Recipient shall promptly
update its original notice to the District as additional information becomes available.
6) The District shall notify affected individuals and/or appropriate government
agencies to the extent required by law or as otherwise determined appropriate by the District
in its reasonable discretion.
H. Auditing
1) The District shall implement audit and accountability controls to increase the
probability of Permitted Individuals conforming to the requirements of these regulations and
applicable law. At a minimum, the auditing and accountability controls shall generate sufficient
information to establish, with respect to the access, use or dissemination of CJI, what events
occurred, the sources of the events and the outcome of the events.
2) The CJI Officer shall review audit reports at least weekly. Audit reports that
indicate potential inappropriate activity shall be investigated as a Security Incident in
accordance with these regulations.
3) Annually, the District shall review Permitted Individual’s accounts to ensure that
access and account privileges are commensurate with job functions, need-to-now, and
employment status.
USE & DISCLOSURE OF CRIMINAL JUSTICE INFORMATION-ADMINISTRATIVE REGULATIONS Page 4 of 6
I. Record Retention
1) The District shall maintain CJI consistent with current record retention laws.
Records containing CJI shall be stored for extended periods only when they are key elements
for the integrity and/or utility of case files and/or criminal record files.
2) The District shall maintain audit records and any transaction logs for at least one
year.
3) The District shall destroy all records containing CJI when the District is no longer
required to keep CJI on file.
J. Disposal and Destruction of CJI
1) For paper records containing CJI, destroyed means the records shall be disposed
of in a manner that makes the CJI unreadable, indecipherable, and otherwise unable to be
reconstructed, including but not limited to shredding or incinerating the records.
2) For electronic media containing CJI, destroyed means the records shall be
disposed of or wiped of CJI using one of the following methods: (a) sanitize (electronically
overwrite the media with non-sensitive data at least three times), (b) purging (degaussing or
exposing the media to a strong magnetic field in order to disrupt the recorded magnetic
domains), or (c) for inoperable media, destroying the media (disintegration, pulverization,
melting, incinerating, or shredding). In each instance, the method used shall render the CJI
unreadable, indecipherable, and otherwise unable to be reconstructed.
3) The destruction of media pursuant to this Section shall be witnessed or carried
out only by authorized personnel.
4.) The District shall document the destruction of media pursuant to this Section
and the method by which the media was destroyed.
K. Training
1) The District shall provide awareness training and education on these regulations
and the use, disclosure and safeguarding of CJI to all District employees and staff persons with
access to CJI, in accordance with then-current District training and education policies and
procedures, provided that such training shall be provided within six (6) months of initial
engagement and no less than biennially thereafter. The District shall document the provision of
all training and education provided hereunder.
2) The training shall address those topics required by then-current law or
regulatory guidance.
USE & DISCLOSURE OF CRIMINAL JUSTICE INFORMATION-ADMINISTRATIVE REGULATIONS Page 5 of 6
L. Sanctions
Violations of these regulations shall be investigated by the District and may result in discipline
or sanctions, up to and including termination of employment, all in accordance with then-
current District policies and procedures and applicable collective bargaining rights and
obligations.
Legal References:
Conn. Gen. Stat. 10-221d
28 CFR § 20.1 et seq.
Criminal Justice Information Services (CJIS) Security Policy, Version 5.4, United States
Department of Justice, Federal Bureau of Investigation, Criminal Justice Information Services
Division, October 6, 2015.
ADOPTED: March 21, 2017
4901267v7
USE & DISCLOSURE OF CRIMINAL JUSTICE INFORMATION-ADMINISTRATIVE REGULATIONS Page 6 of 6
~4111.2
4211.2
PERSONNEL
VACANCIES
All vacancies shall be posted on the district website (www.colchesterct.org). Until all
candidates are screened, the Superintendent may utilize substitute personnel on an as-needed
basis.
Legal Reference: Connecticut General Statutes
46a-60 Discriminatory employment practices prohibited
Title VII, Civil Rights Act as amended by Title IX, Equal Employment
Opportunity Act
Policy adopted: January 8, 2002
Policy revised: May 12, 2009
Policy revised: December 8, 2020
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
VACANCIES Page 1 of 1
4111.3
~4211.3
Personnel -- Certified/Non-Certified
Minority Recruitment Plan
The Colchester Board of Education recognizes that the increasing diversity of individuals and
cultures is a growing characteristic of our state and nation which should have a significant bearing
on the activities of the school district. Further, the State of Connecticut has determined that the
educational interests of the state require efforts by each school district to provide educational
opportunities for its students to interact with staff from other racial, ethnic and economic
backgrounds in order to reduce racial, ethnic and economic isolation.
To this end, the Board of Education believes that the importance of diversity of individuals and
cultures should be recognized in the recruitment of personnel in order to help promote an
intellectually and culturally dynamic environment that enables all students to gain an increased
awareness and appreciation of the diverse world in which all are connected.
Consistent with the Board’s policies on Affirmative Action (4111.1) and Nondiscrimination
(4118.11), and its rigorous standards for the hiring of all staff, our plan for minority staff
recruitment shall require an effort to attract talented minority educators and other minority
personnel to serve in available positions within the District.
Legal Reference: Connecticut General Statutes
10-151 Employment of teachers. Notice and hearing on termination of
contract.
10-153 Discrimination on account of marital status.
10-220 Duties of Boards of Education. (as amended by PA 98-252)
10-226h Programs and methods to reduce racial, ethnic and economic
isolation. (as amended by P.A. 11-179)
46a-60 Discriminatory employment practices prohibited.
Policy adopted: December 13, 2011 Colchester Public Schools
Colchester, CT
4112.4
~4212.4
Personnel-Certified and Classified
Health Examination
All employees are encouraged to keep themselves healthy so that they will be able to perform
their duties effectively.
The Superintendent may require an independent medical examination of any employee by a
physician selected by the Board, under the following conditions, subject to the limitations set
forth, if any, in the applicable bargaining unit agreement:
a) whenever the Superintendent has grounds to believe that the performance of the
employee is adversely affected by illness of any kind;
b) whenever the Superintendent has grounds to believe that the health/safety of students or
other employees may be at risk due to the illness of an employee;
c) whenever the Superintendent has grounds to believe the employee may have abused sick
leave or other leave policies;
d) as a condition of approval for a medically-related leave of absence such as sick leave,
maternity leave, FMLA, or worker’s compensation leave;
e) as a condition of approval for continuation or extension of such leave;
f) as a condition of approval for return to duty from such leave.
Policy adopted: April 3, 2006 Colchester Public Schools
Policy revised: June 8, 2010 Colchester, Connecticut
Policy revised: December 12, 2013
4213P
PERSONNEL - NON-CERTIFIED
ASSIGNMENT
Non-certified personnel will be assigned by the Superintendent or designee, primarily by
employing a person for a specific position. Employees shall possess any required license or
certificate prior to commencing work.
Policy adopted: January 8, 2002
Policy revised: February 9, 2021
NSC
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
ASSIGNMENT Page 1 of 1
4215P
PERSONNEL - NON-CERTIFIED
EVALUATION/SUPERVISION
The Board of Education endorses a continuous process of evaluation of all employees of the
school district.
It is also the intention of the Board of Education that all employees receive supervision to
ensure that all aspects of their job assignments are properly and competently performed.
Policy adopted: January 8, 2002
Policy revised: January 12, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
EVALUATION/SUPERVISION Page 1 of 1
1316(a)
4118.15(a)
~4218.15(a)
5131.92(a)
Mission/Goals/Objectives
Civility/Respectful Communications and Actions
Pur pose
The Colchester Board of Education promotes civility and respectful communications
among district employees, students, parents and the public. In the interest of
presenting all adults as positive role models for students, the Colchester Board of
Education encourages positive communication and discourages harassing,
defamatory, obscene, abusive, discriminatory or threatening communication or
actions, some of which may be against the law.
The intent of this policy is to maintain a civil, respectful workplace for teachers,
students, administrators, staff, parents and other members of the school community.
The following describes expected standards for staff, students, parents and members
of the public while at school, on school property or at a school function.
Standar ds for Communications
The Board expects staff, students, parents and members of the public while at
school, on school property or at a school function to communicate and act in a
manner that promotes respect for the dignity and worth of all individuals, regardless
of race, religion, color, national origin, sex, sexual orientation, marital status, age,
disability, pregnancy, gender identity or expression, socio-economic status, or role
within the school community. All adults participating in the school community are
expected to communicate and act in a manner that consistently provides positive role
models for students. The Board will regulate communications and actions by staff,
students, parents and members of the public while at school, on school property or at
a school function, when such communications or actions are contrary to these
fundamental principles.
Specifically, the Board will regulate disruptive communications and/or actions by
members of the school community that:
1) interfere, disrupt or undermine the effective operation of the school district;
2) are used to engage in harassing, defamatory, obscene, abusive,
discriminatory or threatening or similarly inappropriate communications;
3) create a hostile work environment;
4) breach confidentiality obligations of school district employees; or
5) violate the law, board policies and/or other school rules and regulation.
1316(b)
4118.15(b)
~4218.15(b)
5131.92(b)
Mission/Goals/Objectives
Civility/Respectful Communications and Actions - continued
Examples of Disr uptive Communications/Actions
Disruptive Communications/Actions include, but are not limited to:
• Using loud and/or offensive language (for example, swearing or display of
temper).
• Invading another person’s space by moving close to the individual in an
aggressive manner.
• Threatening to do physical harm to a teacher, school administrator, school
employee, student or member of the community.
• Damaging, destroying or threatening to destroy or damage school property.
• Harassing, defamatory, obscene, abusive, discriminatory or threatening
verbal, written or electronic communications.
• Any other behavior which disrupts the orderly operation of the school, a
school activity, or any other activity sponsored by the school district.
Student, Par ent, Member of the Public Resour ces
Any employee, parent, or member of the public who believes he/she was subject to
disruptive communications and/or actions on the part of a staff member should bring
such behavior to the to the attention of the building principal and/or the
Superintendent’s office.
Disciplinar y Consequences
Employees found to be in violation of this policy may be subject to disciplinary
action. Students found to be in violation of this policy may be subject to disciplinary
action in accordance with the Board’s policy concerning Student Discipline.
Parents or other members of the school community found to be in violation of this
policy may be directed to leave school property, a school building, or any activity
sponsored by the school district. Repeat violations may result in a long-term denial
of access to school property, school buildings, or activities sponsored by the school
district.
Policy Adopted: October 14, 2014 Colchester Public Schools
Colchester, CT
4218.3P
PERSONNEL - NON-CERTIFIED
DUTIES
The duties and responsibilities of the members of the non-certified service shall be as fixed and
prescribed in the job description as approved for each class by the Board of Education.
Job descriptions will be maintained and be made available in a separate manual.
Policy adopted: January 8, 2002
Policy revised: January 12, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
DUTIES Page 1 of 1
4118.4
4218.4P
5131.11P
PERSONNEL
SURVEILLANCE ON SCHOOL PROPERTY
The Board of Education recognizes the district’s responsibility to maintain order and
discipline on school property. The Board also desires to afford students and staff privacy
in respect to the records maintained by the district. The Board recognizes the value of
electronic surveillance systems in monitoring activity on school property in furtherance
of protecting the health, welfare and safety of its students and staff. The students and
staff of the district recognize that their security and safety depends upon the capacity of
the district to maintain discipline and that a certain amount of restraint upon the
activities of students is assumed and expected. The Board of Education having carefully
weighed and balanced the rights of privacy of students and staff against the district’s
duty to maintain order and discipline, retains the right to provide for the use of video
camera surveillance on school grounds as follows:
1. The district shall notify its students and staff that video surveillance may occur
on any school property. The district shall incorporate said notice in the
student handbook.
2. The use of video surveillance equipment on school grounds and on other
District property shall be supervised and controlled by the building
administrator or other responsible administrator.
3. The use of video recordings from surveillance equipment shall be subject to
the other policies of the district including policies concerning the
confidentiality of student and personnel records.
4. Video surveillance shall only be used to promote the order, safety and security
of students, staff and property.
Legal Reference: Connecticut General Statutes
10-221 Boards of Education to prescribe rules
Education of the Handicapped Act of 1975, as amended
SURVEILLANCE ON SCHOOL PROPERTY Page 1 of 2
Individuals with Disabilities Education Act
Family Education Rights and Privacy Act
Policy Adopted: April 17, 2012
Revised: July 14, 2020
Revised: March 9, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
SURVEILLANCE ON SCHOOL PROPERTY Page 2 of 2
4118.4(a)
~4218.4(a)
5131.11(a)
Personnel / Students
Surveillance on School Property
The following rules shall apply to video surveillance:
1. The district shall notify its students, their parents/guardians and its staff that
video surveillance may occur on any school property. The district shall
incorporate said notice in the student handbook and District’s Policy Handbook.
Signs shall be posted at each building with video cameras.
2. The use of surveillance equipment on school property and on other district
property shall be supervised and controlled by the building administrator/
designee or district transportation coordinator, as applicable.
3. The use of recordings from surveillance equipment shall be subject to the other
policies of the district including policies concerning the confidentiality of student
and personnel records.
4. Surveillance shall be used only to promote the order, safety and security of
students, staff and property and to assist school administrators in deciding upon
appropriate disciplinary action.
Student Records
1. The district will comply with laws regarding student records requirements
including the Family Education and Privacy Act and the Education of All
Handicapped Children Act of 1975 as applicable in the district’s use of
recordings. Recordings considered for retention, as part of the student’s
behavioral record will be maintained in accordance with established student
record procedures governing their access, review and release.
Staff Records
1. Video recordings considered for retention as part of the employee’s personnel
record will be maintained in accordance with established Board personnel
policies, administrative regulations and labor agreements governing access,
review and release of employee personnel records.
4118.4(b)
~4218.4(b)
5131.11(b)
Personnel / Students
Surveillance on School Property
Storage Security
1. All recordings will be stored and secured in accordance with established Board
record retention policies.
2. Recording will be stored for not more than sixty days after initial recording,
whereupon such recordings will be released for erasure.
3. Recordings held for review of student or staff incident will be maintained in their
original form pending resolution. The tape will then be either released for erasure
or retained as necessary as a part of the student’s discipline record and or
employee’s personnel record in accordance with the established district
procedures.
Viewing Requests
1. Requests for viewing video recordings will be limited to the appropriate vehicle
driver, transportation coordinator, school administrator, parent/guardian or student
18 or older or others as deemed appropriate by the transportation coordinator or
superintendent/designee. Requests for viewing will be limited to those
parents/guardians, students and/or district officials with a direct interest in the
proceedings deemed appropriate by the superintendent/designee. The district’s
School Resource Officer may also review the video at the request of a school
administrator who requests assistance for determination of school policy violation
and/or criminal behavior.
2. Requests for viewing may be made to the Director of Operations, principal, or
superintendent designee.
3. Only the portion of the video recording concerning a specific incident(s) will be
made available for viewing.
Viewing
1. Actual viewing will only be permitted at school related sites, including the
transportation office, schools, and district office or as otherwise required by law.
2. All viewing will include the transportation coordinator and/or a school
administrator.
3. Recordings remain the property of the district and may be reproduced only in
accordance with law, including applicable district student records policy and
procedures and applicable labor agreements.
4118.4(c)
~4218.4(c)
5131.11(c)
Personnel / Students
Surveillance on School Property
Legal Reference: Connecticut General Statutes
10-221 Boards of Education to prescribe rules
Education of the Handicapped Act of 1975, as amended
Individuals with Disabilities Education Act
Family Education Rights and Privacy Act
Regulation adopted: April 17, 2012 Colchester Public Schools
Colchester, Connecticut
~4118.51P
4218.51P
PERSONNEL
SOCIAL NETWORKING/SOCIAL MEDIA
The Colchester Board of Education acknowledges that its employees have the right under the
First Amendment, in certain circumstances, to speak out on matters of public concern.
The Board expects all employees to learn to use and stay abreast of technological resources
that will assist them in the performance of their job responsibilities.
Staff members shall utilize social network sites judiciously by not posting confidential
information about students, staff, or District business. Communication via social networks with
Colchester students will be appropriate and professional; communication with students in the
school where staff members currently work must be related to school assignments or activities.
Ordinarily, the use of social media by employees, including employees’ use of personal online
accounts, will not be a legal or policy issue. While a policy cannot address every instance of
inappropriate social media use, employees must refrain from social media use that:
1) interferes, disrupts or undermines the effective operation of the school district;
2) is used to engage in harassing, defamatory, obscene, abusive, discriminatory or
threatening or similarly inappropriate communications;
3) creates a hostile work environment;
4) breaches confidentiality obligations of school district employees; or
5) violates the law, board policies and/or other school rules and regulations.
School district employees are prohibited from engaging in any conduct on social networking
sites that violates the law, Board Policies and/ or the Connecticut Code of Professional
Responsibility for Educators, which applies to all staff and currently states:
“The education profession is vested by the public with a trust and responsibility requiring the
highest ideals of professionalism. Therefore, the educator accepts both the public trust and the
responsibilities to practice the profession according to the highest possible degree of ethical
conduct and standards. Such responsibilities include the commitment to the students, the
profession, the community, and the family.”
SOCIAL NETWORKING Page 1 of 2
Social media include the posting of ideas, information, photos, opinions, or thoughts on a web
site with the purpose of connecting with other people.
Legal References: U.S. Constitution, Amend.
Conn. Constitution, Article I, Sections 3, 4, 14
Electronic Communication Privacy Act, 18 U.S.C. §§ 2510 through 2520
Conn. Gen. Stat. § 31-40x
Conn. Gen. Stat. § 31-48d
Conn. Gen. Stat. § 31-51q
Conn. Gen. Stat. §§ 53a-182; 53a-183; 53a-250
Policy Adopted: September 13, 2011
Revised: February 9, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
4118.51
~4218.51
Personnel-- Certified/Non-Certified
Rights, Responsibilities and Duties
Social Networking/ Social Media
The Board will respond to the use of social media by employees, including employees’ personal
use of social media when such use:
1. interferes with the work of the school district;
2. is used to harass co-workers or other members of the school community;
3. creates a hostile work environment;
4. breaches confidentiality obligations of school district employees;
5. disrupts the work of the school district;
6. harms the goodwill and reputation of the school district in the community;
7. violates school rules and regulations or state and federal laws.
Rules concerning personal social networking
1. While the Board recognizes that employees are not always in control of others’ posts (i.e.,
tagging photos), employees are required to maintain appropriate professional boundaries with
students, parents/ guardians, and colleagues.
2. Employees are individually responsible for their personal posts on social media.
3. All posts on personal social media must comply with the Board of Education’s policies
concerning confidentiality, including the confidentiality of student information.
4. All Board of Education policies and state and federal laws that regulate off-duty conduct
apply to social media activity, including policies related to public trust, illegal harassment,
code of conduct, mandated reporting, and protecting confidential information.
Guidelines concerning Social Media Activity sponsored by Colchester Public Schools
If an employee uses a social media site for the purpose of instruction, communication of
activities, games, or responsibilities for a school-based club, activity or official sports team, the
employee must also comply with the following rules:
1. The employee must inform his/her supervisor prior to setting up the site.
2. The employee must set up the class, club, or team as a group list, which will be closed and
moderated.
3. Parents/ guardians shall be permitted to access any site their child has been invited to join.
4. The employee responsible for the site will monitor it regularly.
5. Any violations of this policy shall be reported by staff to the supervisor.
6. The employee’s supervisor shall be permitted access to any site established by the employee
for a school-related purpose.
Disciplinary Consequences
Violation of this policy may lead to discipline up to and including the termination of
employment consistent with state and federal law and union contracts.
Regulation Adopted: September 13, 2011 Colchester Public Schools
Colchester, CT
4112.8P-
4218.8P
PERSONNEL
NEPOTISM
It is the policy of the Board of Education that individuals shall not be appointed to any full-time,
part-time or temporary position which would create a supervisor/employee relationship within
any one department between two individuals who are related by blood, marriage, civil union,
or law.
As used in this policy, the word “Department” shall mean and include those levels of
organization under the Superintendent’s office into which the various structural areas of
operation of the school district are divided.
In the event of marriage or civil union between employees of the District, creating a
relationship which violates this policy, one of the persons affected must transfer to a location
compatible with policy provisions, or in cases of refusal to transfer, be terminated from that
location by the end of the school/fiscal year or within six months from the date the relationship
was established, whichever is the greater period.
The degrees of relationship included in the above restrictions are as follows:
By Blood: Parent, child, grandparent, grandchild, brother, sister, uncle, aunt, nephew,
niece, first cousin.
By Marriage: Husband, wife, stepparent, stepchild, father-in-law, mother-in-law,
sister-in-law, brother-in-law, daughter-in-law, son-in-law, half-sister, half-brother,
uncle, aunt, nephew, niece.
By Law: Guardianship relationships, adoptive parent/child relationships, partner in a
civil union, same-sex marriage.
In the appointment and selection of new employees, the District shall adhere to this policy. All
current supervisor/employee relationships established prior to the adoption of this policy will
not be affected by this policy so long as they remain in present assignments.
NEPOTISM Page 1 of 2
A Board member shall not vote and shall recuse themselves on any action of the Board which
will directly affect a member of the immediate family of the member.
Legal Reference: Connecticut General Statutes
7-479 Conflicts of Interest
46b-38nn Equality of benefits, protections and responsibilities (civil
unions)
46b-38oo applicability of statutes to civil unions and parties to a civil
union.
United States v. Windsor, U.S. 133 S. Ct. 2675 (2013)
Policy adopted: September 11, 2001
Policy revised: June 8, 2004
Policy Revised: January 12, 2021
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
NEPOTISM Page 2 of 2
4151.71(a)
~4251.71(a)
Personnel – Certified/Noncertified
Emergency/Personal Leave
I. Definitions
“Family violence” means an incident resulting in physical harm, bodily injury or assault, or an
act of threatened violence that constitutes fear of imminent physical harm, bodily injury or
assault between family or household members. Verbal abuse or arguments generally will not
constitute “family violence” unless there is a present danger and the likelihood that physical
violence will occur.
“Leave” includes paid or unpaid leave which may include, but is not limited to, compensatory time,
vacation time, personal days off or other time off.
II. Leave for Family Violence Victims
At times an employee may need to be absent from work due to family violence, and the length of
time should be determined by the individual’s situation. The time period shall be determined
through collaboration/cooperation/discussion with the employee.
The Board of Education shall allow family violence victims to take paid or unpaid leave
(including compensatory time, vacation time, personal days, or other time off) during any
calendar year in which the leave is reasonably necessary to:
1. seek medical care or psychological or other counseling for physical or psychological
injury or disability,
2. obtain services from a victim services organization,
3. relocate due to the family violence, or
4. participate in any civil or criminal proceeding related to or resulting from such family
violence.
Unpaid leave, for the reasons cited above, shall be limited to 12 days per calendar year.
However, leave for any of the four reasons cited above, shall not be affected by any other leave
provided under state or federal law.
In providing leave to family violence victims, the following guidelines are to be followed:
1. The employee seeking leave shall provide up to seven days notice to the
District/Superintendent or his/her designee when the need to use leave is foreseeable and
as soon as practicable when it is not.
2. The employee shall provide the District with a signed written statement certifying that the
leave is for a purpose authorized under P.A. 10-144.
3. The District may request that the employee provide:
a. police or court record related to the family violence, or
4151.71(b)
~4251.71(b)
Personnel – Certified/Noncertified
Emergency/Personal Leave
Leave for Family Violence Victims - continued
b. signed written statement that the employee is a victim of family violence from the
employee or an agent of a victim services organization, an attorney, an employee
of the Judicial Branch's Office of Victim Services or the Office of the Victim
Advocate, licensed medical professional, or other licensed professional from
whom the employee has sought assistance with respect to the family violence.
4. The District/Superintendent or his/her designee shall keep any such written statement or
police or court record confidential.
5. The District/Superintendent or his/her designee will not further disclose the information
except as required by law or as necessary to protect the employee's safety in the
workplace, but in these situations the employee must be given notice before the
disclosure.
6. The District/Superintendent or his/her designee may provide, if it so chooses, more leave
than required by P.A. 10-144.
7. The rights of the employee under the terms of the employee’s employment or collective
bargaining agreement, in effect on October 1, 2010, shall not be diminished or
preempted.
In addition, in compliance with P.A. 10-144, the District is not required to provide paid leave if:
1. the employee is not entitled to paid leave pursuant to the terms and conditions of his or
her employment, or
2. the paid leave exceeds the maximum amount of leave due the employee during any
calendar year. However, the Act requires the employer to provide unpaid leave if paid
leave is exhausted or not provided.
Legal Reference: Connecticut General Statutes
46b-15 Relief from physical abuse by family or household member or
person in dating relationship. Application. Court orders. Duration. Copies.
Expedited hearing for violation of order. Other remedies.
46b-38a Family violence prevention and response: Definitions
54-85b Employment protection for witnesses and victims of crime.
Penalty. Action for damages and reinstatement.
P.A. 10-144 An Act Concerning the Recommendations of the Speaker of
the House of Representatives’ Task Force on Domestic Violence.
Policy adopted: May 22, 2012 Colchester Public Schools
Colchester, CT
Reduced schedule leave is leave that reduces the employee's usual number of work hours per
day for some period of time. For example, an employee may request half-time work for a
number of weeks so the employee can assist in the care of a seriously ill parent.
An employee may take full-time, intermittent or reduced schedule leave whenever it is
medically necessary for a serious health condition of the eligible employee, his or her spouse,
child or parent. Intermittent leave or reduced schedule leave for other reasons will be
permitted only with the approval of the Superintendent or his/her designee.
If intermittent or reduced schedule leave is medically required, the Board may, in its sole
discretion, temporarily transfer the employee to another job with equivalent pay and benefits
that better accommodates the type of leave requested. Also, special arrangements may be
required of an instructional employee who needs to take intermittent or reduced-schedule
leave which will involve absence for more than twenty (20) percent of the work days in the
period over which the leave will extend (for example, more than five days over a five-week
period). For purposes of this policy, an instructional employee is defined as a teacher or other
employee of the board who is employed principally in an instructional capacity and whose
principal function is to teach and instruct students in a class, a small group, or an individual
setting, and includes athletic coaches, driving instructors, and special education assistants such
as signers for the hearing impaired. The term does not include teacher assistants or aides who
do not have as their principal function actual teaching or instructing, nor auxiliary personnel
such as counselors, psychologists, curriculum specialists, cafeteria workers, maintenance
workers, bus drivers, or other primarily noninstructional employees.
(b) Both Spouses Working for the Same Employer
If both spouses are employees of the Board and request leave for the birth, placement of a
child by adoption or for foster care, or to care for a seriously ill parent, they only will be entitled
to a maximum combined total leave equal to twelve (12) weeks in any 12-month entitlement
period. If either spouse (or both) uses a portion of the total 12-week entitlement for one of the
purposes in the preceding sentence, each is entitled to the difference between the amount he
or she has taken individually and the 12 weeks for FMLA leave for their own or their spouse's
serious health condition in the 12-month entitlement periods.
(c) Light Duty
Should an employee be offered a light duty opportunity during a period of FMLA leave, time
spent performing the light duty assignment will not count against the employee’s FMLA leave
entitlement. The employee’s right to restoration to his or her job will be held in abeyance
during the light duty assignment, or until the end of the applicable 12-month FMLA leave
period.]
(d) Leave Taken by Instructional Employees Near the End of an Academic
Term
FAMILY MEDICAL LEAVE ACT POLICY Page 4 of 7
Legal References:
Connecticut General Statutes:
Conn. Gen. Stat. § 31-51rr
Regs. Conn. State Agencies 31-51rr-1, et seq.
United States Code:
Family and Medical Leave Act of 1993, 29 U.S.C. Section 2601 et seq., as amended
29 CFR Part 825.100 et seq.
Title II of the Genetic Information Nondiscrimination Act of 2008, Pub.L.110 233,
42 USC 2000ff; 29 CFR 1635.1 et seq.
ADOPTED: December 9, 2008
REVISED: March 28, 2016
REVISED: April 10, 2018 (replaces #4252.6)
238837v10
FAMILY MEDICAL LEAVE ACT POLICY Page 7 of 7
If a leave taken by an instructional employee for any reason begins more than five (5) weeks
before the end of an academic term, the Board may require that employee to continue the
leave until the end of the term if the leave will last at least three (3) weeks and the employee
would return to work during the three-week period before the end of the term.
If the employee begins a leave during the five-week period preceding the end of an academic
term for a reason other than the employee's own serious health condition, the Board may
require the employee to continue taking leave until the end of the term if the leave will last
more than two (2) weeks and the employee would return to work during the two-week period
before the end of the term.
If the employee begins a leave during the three-week period preceding the end of an academic
term for a reason other than the employee's own serious health condition, the Board may
require the employee to continue taking leave until the end of the term if the leave will last
more than five (5) working days.
REQUESTS FOR LEAVE
Requests for a family or medical leave must be submitted to the human resources department
at least thirty (30) days before the leave is to commence, if possible. If thirty (30) days’ notice is
not possible, requests must be submitted as soon as practicable under the circumstances.
For leaves taken because of the employee's or a family member's serious health condition, the
employee must submit a completed "Physician or Practitioner Certification" form before the
leave begins if possible. This form may be obtained from the personnel department. If such
advance certification is not possible, the medical certification must be provided by the
employee within fifteen (15) calendar days of the Board's request for the medical certification.
If an employee takes leave to care for his or her own serious health condition, immediately
upon return to work the employee must provide medical certification that the health condition
which created the need for the leave no longer renders the employee unable to perform the
functions of the job. This certification must be submitted to the human resources department.
In connection with the Board’s request for medical information, employees must be aware that
the Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other
entities covered by GINA Title II 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, the Board requests that employees not provide any genetic information
when responding to a request for medical information. ‘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.
FAMILY MEDICAL LEAVE ACT POLICY Page 5 of 7
USE OF PAID LEAVE
Accrued paid personal leave and accrued paid vacation will be substituted (in that order) for
any unpaid portions of family or medical leave taken for any reason. However, where the leave
is for the employee's own serious health condition, accrued paid sick leave shall be substituted
for unpaid portions of family or medical leave prior to the substitution of accrued paid personal
and accrued paid vacation leave. The amount of unpaid family or medical leave entitlement is
reduced by the amount of paid leave that is substituted.
In addition, in cases involving absences due to a Workers’ Compensation injury that also
qualifies as an FMLA serious health condition, and if the employee agrees with the Board to do
so, the Board will apply the employee’s available accrued paid leave in increments as a
supplement to the Workers’ Compensation weekly benefit in an appropriate amount so that
the employee can maintain his or her regular weekly income level.
MEDICAL INSURANCE AND OTHER BENEFITS
During approved family or medical leaves of absence, the Board will continue to pay its portion
of medical insurance premiums for the period of unpaid family or medical leave. The employee
must continue to pay his/her share of the premium, and failure to do so may result in loss of
coverage. If the employee does not return to work after expiration of the leave, the employee
will be required to reimburse the Board for payment of medical insurance premiums during the
family or medical leave, unless the employee does not return because of a serious health
condition or circumstances beyond the employee's control.
During an FMLA leave, an employee shall not accrue [seniority, pension benefits, or sick or
vacation leave, unless otherwise required by any applicable collective bargaining agreement or
Board Policy. However, unused employment benefits accrued by the employee up to the day
on which the leave begins will not be lost upon return to work. Leave taken under this policy
does not constitute an absence under Board's attendance policy.
REINSTATEMENT
Except for circumstances unrelated to the taking of a family or medical leave, an employee who
returns to work following the expiration of a family or medical leave is entitled to return to the
job held prior to the leave or to an equivalent position with equivalent pay and benefits.
ADDITIONAL INFORMATION
Questions regarding family or medical leave may be directed to the Superintendent or his/her
designee. An employee may file a complaint with U.S. Department of Labor or may bring a
private lawsuit against an employer. FMLA does not affect any federal or state law prohibiting
discrimination, or supersede any state or local law or collective bargaining agreement which
provides greater family or medical leave rights.
FAMILY MEDICAL LEAVE ACT POLICY Page 6 of 7
Legal References:
Connecticut General Statutes:
Conn. Gen. Stat. § 31-51rr
Regs. Conn. State Agencies 31-51rr-1, et seq.
United States Code:
Family and Medical Leave Act of 1993, 29 U.S.C. Section 2601 et seq., as amended
29 CFR Part 825.100 et seq.
Title II of the Genetic Information Nondiscrimination Act of 2008, Pub.L.110 233,
42 USC 2000ff; 29 CFR 1635.1 et seq.
ADOPTED: December 9, 2008
REVISED: March 28, 2016
REVISED: April 10, 2018 (replaces #4252.6)
238837v10
FAMILY MEDICAL LEAVE ACT POLICY Page 7 of 7
4252.6P
PERSONNEL
FAMILY MEDICAL LEAVE ACT POLICY
The Board will provide leave to eligible employees consistent with the Family and Medical Leave
Act of 1993 (FMLA) as amended and the Family Medical Leave Act as part of the National
Defense Authorization Acts of 2008 and for Fiscal Year 2010 (which expanded certain leave to
military families and veterans for specific circumstances) and 2013 Final Rules. Eligible
employees (employment for at least one-year and at least 1,250 hours actually worked in the
twelve-month period immediately preceding the commencement of the leave) are entitled to
up to 12 work weeks of unpaid family and medical leave in any 12-month period. The District
will continue to pay the district's share of the employee's health benefits during the leave. In
addition, the District will restore the employee to the same or an equivalent position with
equivalent benefits, pay and other conditions of employment after the termination of the leave
in accordance with Board policy and collective bargaining agreements.
Paraprofessionals are also eligible to benefits equal to those under the federal FMLA if such
paraprofessional was employed for at least one year and for at least 950 hours over the
previous twelve-month period preceding the commencement of the leave. A paraprofessional is
defined as a school employee who performs duties that are instructional in nature or delivers
either direct or indirect services to students and/or parents and serves in a position for which a
teacher has ultimate responsibility for the design and implementation of educational programs
and services.
Eligible employees are entitled to take unpaid leave for a covered family member’s service in
the Armed Forces, for any one or for a combination of the following reasons:
● A “qualifying exigency” as defined by Department of Labor regulations arising out of a
covered family member’s covered active duty or Federal call to covered active duty
(including as a member of the National Guard or Reserves) in the Armed Forces
including deployment to a foreign country or to international waters;
● To care for a covered family member who has incurred a serious injury or illness in the
line of duty while on covered active duty in the Armed Forces (includes National Guard
and Reserves) provided that such duty or illness may render the family member
medically unfit to perform duties of the member’s office, grade, rank or rating: and/or
● To care for a covered family member who is a veteran who is undergoing medical
treatment, recuperation or therapy for a service related illness or injury that was
incurred or aggravated while on active duty and manifested itself before or after the
member became a veteran, within five years after a veteran leaves service.
FAMILY MEDICAL LEAVE ACT POLICY Page 1 of 3
● To care for a parent of a military member called to active duty provided the military
member is the spouse, (including same-sex marriages*), parent or child of the
employee.
When leave is due to a “qualifying exigency” of a service member, an eligible employee may
take up to 12 work weeks of leave during any 12-month period. When such leave is to care for
an injured or ill service member, an eligible employee may take up to 26 work weeks of leave
during a single 12-month period to care for the service member. Leave to care for an injured or
ill service member, when combined with other FMLA-qualifying leave, may not exceed 26 weeks
in a single 12-month period. Employees will not be deprived of any employment benefits
accrued before taking FMLA leave.
The District will maintain health insurance benefits at the same basis as is provided to other
similarly situated employees. Conversely, employees on FMLA leave are not entitled to accrue
any seniority or benefits during the leave unless determined otherwise due to a collective
bargaining agreement. When an employee returns from FMLA leave, benefits will be resumed
in the same manner as provided prior to taking the leave, subject to any changes in benefit
levels that may have occurred during the FMLA leave period and which affect the entire
workforce. Leave available for eligible employees under FMLA is not intended to supplement
leave otherwise provided to such employees. The District may require the eligible employee
substitute any accrued vacation or sick leave for any part of the twelve-week period that may be
taken for the serious health condition of a spouse, child or parent, or for the employee’s own
serious health condition.
In complying with the FMLA, the District will adhere to the requirements of the Americans with
Disabilities Act as well as other applicable federal and state laws.
The Board, in compliance with state statute, shall provide to its employees who are a party to a
civil union with the same family and medical leave benefits under the federal Family Medical
Leave Act (FMLA) as are provided to employees who are party to a marriage. The term
“marriage” includes a same-sex marriage which all states must now recognize, or common law
marriages that either was entered into in Connecticut or another state that recognizes such
marriages or if entered into out of Connecticut is valid in the place where entered into and
could have been entered into in at least one state. In addition, the Board shall allow its
employees leave time under this policy to serve as organ or bone marrow donors.
The District, in compliance with FMLA’s regulations, will post and keep posted on its premises, in
conspicuous places where employees are employed, a notice explaining the provisions of the
FMLA and providing information concerning the procedures for filing complaints of violations of
the Act. Electronic posting may be utilized.
(cf. 4118.14 - Disabilities)
(cf. 4151.2 - Family Illness)
(cf. 4152.3 - Maternity; Adoptive; Child Care)
FMLA does not affect any federal or state law prohibiting discrimination, or supersede any state
or local law or collective bargaining agreement which provides greater family or medical leave
FAMILY MEDICAL LEAVE ACT POLICY Page 2 of 3
rights.
Legal Reference: P.L. 103-3 and 29 CFR Part 825 - The Family and Medical Leave Act of
1993, as amended by H.R. 4986, the National Defense Authorization Act
for Fiscal Year 2008, Section 585. 29 U.S.C. §2601 et seq. and the
National Defense Authorization act for Fiscal Year 2010, Public Law
111-84, section 565, Title V
Final Rule - published in Federal Register, Vol. 60, Nov. 4, Friday, January
6, 1995, as amended on February 3, 1995, March 30, 1995, and on
November 17, 2008. Rules and Regulations (29 CFR Part 825).
Final Rule – published in Federal Register, Vol. 78, Wed. February 6, 2013
Final Rule – published in Federal Register, Vol. 80, No. 37 Wednesday,
February 25, 2015
Connecticut General Statutes
46b-38oo Applicability of statutes to civil unions and parties to a civil
union.
PA 07-245 An Act Concerning Family and Medical Leave for Municipal
Employees.
PA 07-245 An Act Concerning Family and Medical Leave for Municipal
Employees
PA 12-43 An Act Concerning Family and Medical Leave Benefits for
Certain Municipal Employees
United States v. Windsor, U.S. 133 S. Ct. 2675 (2013)
Obergefell v. Hodges, No. 14-556, 135 S. Ct. 2584 (2015)
Policy Adopted: December 9, 2008
Policy Revised: March 28, 2016
Policy Revised: April 10, 2018 (replaces #4252.6)
Policy Revised: May 11, 2021 (Reinstates policy #4252.6)
COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut
FAMILY MEDICAL LEAVE ACT POLICY Page 3 of 3