Aldine Independent School District

Child Nutrition Services

EMPLOYEE HANDBOOK

2014 2015





ALDINE INDEPENDENT SCHOOL DISTRICT



HANDBOOK

FOR

CHILD NUTRITION SERVICES PERSONNEL





REVISED July, 2014



WELCOME


We welcome you as a Child Nutrition Services Department employee of Aldine
Independent School District. You play a big part in helping make our educational
program complete, as we strive to Produce the Nations Best. You have a direct
responsibility to ensure the service of nutritious, appealing and safe meals to all students
daily.

Through your employment, we have expressed our confidence in you. You must be
dedicated to do the most efficient and effective job possible. The child nutrition
program is an integral part of the total educational program. We want you to be a part
of the team to provide a complete educational opportunity. Your suggestions to help
improve our services are welcome. One person cannot make the program a success,
but together we can offer a program that contributes substantially both physically and
mentally to each child's development.

Aldine Independent School District Child Nutrition Services Department earned statewide
recognition upon receiving and maintaining the Standards of Excellence
Commendation from the Texas Association for School Nutrition (TASN) and
continues to hold this status. The Child Nutrition Services Department has
been recognized through the U.S. Department of Agriculture, School Nutrition
Association and the Texas Association for School Nutrition for many Best
Practices awards! We will continue to strive for excellence.

I challenge you to take an active part in the development of an outstanding child
nutrition program in your school. Believe in your job, and do the very best you can to
achieve success for yourself, the child nutrition department, Aldine ISD and ultimately
the students.




Dani Sheffield, Executive Director
Child Nutrition Services 7/2012



I
BOARD OF EDUCATION


The seven-member board is elected by the community to establish operational
policies and practices for the school district. The board members are Mr. Steve
Mead President; Dr. Viola M. Garcia, Vice-President; Dr. Alton Smith, Secretary;
Ms. Rose M. Avalos, Assistant Secretary; Ms. Patricia Ann Bourgeois, Member;
Mr. Rick Ogden, Member; Mr. Merlin D. Griggs Sr., Member.



ADMINISTRATION

The Board of Education delegates the executive function of the school district to
Superintendent Dr. Wanda Bamberg, who in turn delegates to her staff necessary
responsibilities to implement the policies of the school district.





CENTRAL ADMINISTRATION

Dr. Wanda Bamberg Superintendent of Schools
Dr. Archie Blanson Deputy Superintendent
Gloria Cavazos Asst. Supt. of Human Resources
Anne-Marie Hazzan Asst. Supt. of Finance
M. Kaye DeWalt Asst. Supt. and General Counsel
Ken Knippel Asst. Supt. for Administration
Priscilla Ridgway Asst. Supt. of Curriculum and Instruction
Jason Spencer Asst. Supt. of Community and Governmental Relations
Dr. Rosalinda Rodriguez Area Supt. of Aldine High Vertical
Ann Stockwell Area Supt. of MacArthur Vertical
Todd Davis Area Supt. of Eisenhower/Carver Vertical
Pat Leon-Wade Area Supt. of Nimitz Vertical


7/2014

II




ADMINISTRATIVE OFFICES

Aldine Independent School District
14910 Aldine Westfield Road
Houston, Texas 77032-3099
Telephone Number: 281-449-1011
Website: www.aldine.k12.tx.us

Child Nutrition Services Department
2112 Aldine Meadows Road
Houston, Texas 77032-3125
General Telephone Number: 281-985-6450
Website: www.aldinecafe.com


7/2012




















III
ALDINE INDEPENDENT SCHOOL DISTRICT

Vision

Produce the Nations Best!!

Mission

We exist to prepare each student academically and socially to be a:

* Critical thinker

* Problem solver

* Responsible and productive citizen

Core Beliefs and Commitments
1. We believe each student can learn at or above grade level and will have equal opportunity to
do so.
We will provide equal access to a quality education regardless of ethnicity, family income, gender,
native language, special needs or area of residence. We will allocate resources to ensure equity for
each student to reach his/her full potential.
2. We believe Aldine ISD can achieve higher levels of performance through clearly defined
goals that set high expectations for student achievement.
We will eliminate the achievement gaps between and within student groups.
3. We believe in the value of parents as the first and best teachers and that the community
must actively participate in the development of all children.
We will improve educational outcomes for our students by garnering support from parents,
grandparents, caregivers, businesses, elected and appointed officials, civic and faith-based
organizations, institutions of higher education, medical and social service agencies, along with the
district leaders, staff and students.
4. We believe in the value of each employee, in his/her personal and professional growth, and in
empowering each one to be accountable to make decisions aligned with the vision of the
school district.
We will treat each employee with fairness, empower each employee to focus on high performance,
and hold each employee accountable for results that contribute to student achievement.
5. We believe all environments should be supportive, safe, and secure.
We will ensure that the learning and work environments are safe and secure so that each student
and staff member will achieve high levels of performance.

IV



Employee Conduct: Standards of Conduct
All employees are expected to work together in a cooperative spirit to serve the best
interests of the District and to be courteous to students, one another, and the public.
Employees are expected to observe the following standards of conduct:

. Recognize and respect the rights of students, parents, other employees, and members
of the community;

. Maintain confidentiality in all matters relating to students and coworkers;

. Report to work according to the assigned schedule;

. Notify their immediate supervisor in advance or as early as possible in the event that
they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness
and failure to follow procedures for reporting an absence may be cause for disciplinary
action, including termination.

. Know and comply with department and District policies and procedures;

. Express concerns, complaints, or criticism through appropriate channels that are
specific for your department;

. Observe all safety rules and regulations and report injuries or unsafe conditions to a
supervisor immediately;

. Use District time, funds, and property for authorized District business and activities
only.

. All District employees should perform their duties in accordance with state and federal
law, District policies and procedures and ethical standards. Violation of policies,
regulations, or guidelines may result in disciplinary action, including termination.

Insubordination
Employees are required to obey District and department policies and procedures.
Employees are expected to work assigned schedules and duties. A refusal to obey a
supervisors directive, work assigned schedule or duty, or lack of respect could result in
suspension and/or termination.

Personal Appearance
The employee must maintain a neat and clean personal appearance. Every employee
must wear Aldine ISD issued uniform that is specific to your department regulations.
Employee must always wear District ID badge where it is visible.
7/2012
V







ALDINE CHILD NUTRITION SERVICES


Customer Service Standards



Customer Service Quality Measures

Aldine employees understand the value of our customers by adhering to the
following:



1. A successful Aldine Child Nutrition kitchen focuses on the priorities and needs
of the customer.


2. A successful Aldine Child Nutrition kitchen is staffed by employees who focus
on the customer as an individual.


3. A successful Aldine Child Nutrition kitchen uses a delivery system, including
serving lines and methods of service that are designed for the convenience of the
customer.








7/2010



VI







Caf.com is the registered trademark of Aldine Child Nutrition Services. The logo
identifies the department and is used as a marketing tool.

Use of the logo can be observed in all school cafeterias, on employee uniforms and the
Child Nutrition Services website.
























VII

07/07






INTRODUCTION


The Aldine Independent School District, with an enrollment of approximately
68,000 students in seventy-five schools, provides a full breakfast and lunch program
for all students at no cost. Aldine presently employs 800+ employees in Child
Nutrition Services and provides approximately 58,000 lunches and 37,000
breakfasts daily. A la carte options are also offered. Other programs operated by Child
Nutrition Services include the After School Care Programs, At Risk Evening Meal Program
and Fresh Fruit and Vegetable Program.

Child Nutrition Services operates under an agreement with the United State Department
of Agriculture (USDA) and the Texas Department of Agriculture (TDA) for the school
lunch and breakfast programs. Under this agreement, we comply with all state and
federal guidelines and strive to provide an outstanding Child Nutrition program for Aldine
Students. Part of our success in Child Nutrition is dependent on:


(1) Quality food

(2) Excellent Customer Service

(3) A sound financial status

(4) A pleasant relationship with all stakeholders


Another very essential part of the department's success is you - the Child Nutrition
Services employee. You have a very important role in the total educational program for
students. Do your best to Produce the Nations Best!


Our Mission
To Prepare and Serve high quality, nutritious meals to all students and staff.
Its About Us Serving You!








7/2014




VIII
BASIC BELIEFS
OF
ALDINE CHILD NUTRITION SERVICES


I. Foods and beverages available in the school should be those which contribute
both to the nutritional needs of the child and to the development of desirable
food habits.

II. The school breakfast/lunch program makes it possible for every child to have
adequate meals. The lunch served meets all USDA Nutrition Standards.

III. The school breakfast/lunch is a regular part of each school program, offering
nutritional and educational opportunities for the school child as a functional,
positive experience in their school day.

IV. The school has the responsibility of providing a good school breakfast/lunch
environment and of guiding its pupils in the development of desirable food
habits.

V. Administrators and teachers in the school can and should play an important
part in the development and operation of the school breakfast/lunch as an
integral part of the entire school program.

VI. Each employee should believe in and promote the school Child Nutrition
program. They should be fully familiar with the school breakfast/lunch
program and how it works.

7/2012

IX















STATEMENT OF NONDISCRIMINATION


It is the policy of Aldine ISD not to discriminate or engage in
harassment on the basis of race, color, national origin, sex,
religion, age, disability, genetic information, or any other legally
protected status in its educational and vocational programs,
services or activities or matters related to employment as
required by Title VI and Title VII of the Civil Rights Act of 1964,
as amended; Title IX of the Education Amendments of 1972; Age
Discrimination in Employment Act; Americans with Disabilities Act,
as amended; and Section 504 of the Rehabilitation Act of 1973,
as amended.

This policy also prohibits retaliation against an individual who has
made a good faith report of unlawful, discriminatory practices,
opposed any unlawful, discriminatory practices or participated in
an investigation of any complained related to an unlawful,
discriminatory practice.

Inquiries regarding the Aldine ISD nondiscrimination policy in the
following areas should be directed to:

Title IX & Title VI:
Dr. Archie Blanson, Deputy Superintendent, 14910 Aldine
Westfield Rd., Houston, TX 77032 (281) 449-1011

EEO & ADA (Employees and Public):
Dr. Archie Blanson, Deputy Superintendent, 14910 Aldine
Westfield Rd., Houston, TX 77032 (281) 449-1011

Section 504 & ADA (Students):
Dr. Charlotte Davis, Director of Guidance and Counseling,
14910 Aldine Westfield Rd., Houston, TX 77032 (281)985-6452





X
4/2014
TABLE OF CONTENTS
Absences .............................................................................................................................. 21
Acknowledgment of Policies and Practices Form ...................................................................... 48
Alcohol/Drugs/Tobacco/Weapons..33
Breaks and Lunch Breaks....................................................................................................... 32
Conditions of Employment ....................................................................................................... 3
Credit Union ......................................................................................................................... 19
Dismissal .............................................................................................................................. 10
Dress Requirements .............................................................................................................. 35
Employee Assignment ............................................................................................................. 8
Employee Complaints/Concerns ............................................................................................... 8
Employment ........................................................................................................................... 6
Extra Work ........................................................................................................................... 32
Five Point Daily Checkup Instructions ..................................................................................... 37
Guest of Employees .............................................................................................................. 32
HACCP SOPS ....................................................................................................................... 9
Hours of Work/Personnel..10
Insurance ............................................................................................................................. 17
Internet Acceptable Use Guideline..43
Job Requirements for CN Services ............................................................................................ 1
Jury Duty ............................................................................................................................. 29
Line of Authority ..................................................................................................................... 8
Lockers ................................................................................................................................ 35
Management Leadership Accountability .................................................................................... 8
Management Training ........................................................................................................... 32
Medicare Tax ........................................................................................................................ 18
Medical Leave Information ..................................................................................................... 22
Notice of Workers Compensation Insurance in Texas .............................................................. 44
Payment of Salary ................................................................................................................. 11
Payroll Deductions ................................................................................................................ 16
Professional Growth .............................................................................................................. 32
Professional Organizations ..................................................................................................... 31
Purchase of Food Items ......................................................................................................... 34
Resignation / Retirement ....................................................................................................... 11
Retirement Benefits............................................................................................................... 18
Safety Policies ....................................................................................................................... 38
Sale of Food ......................................................................................................................... 34
Scholarships for Food Service Classes ..................................................................................... 32
Severe Weather Condition Emergency Plan ............................................................................. 39
Sexual Harassment / Sexual Abuse Policy ............................................................................... 45
Sick Leave / Personal Leave ................................................................................................... 12
Statement Concerning Job Not Covered by Social Security ....................................................... 16
Substitute Employment ........................................................................................................... 7
Teacher Retirement .............................................................................................................. 16
Time Sheets / Time Clocks .................................................................................................... 30
Telephones, Cell Phones, Pagers ............................................................................................ 33
Work Assignment .................................................................................................................. 11
Work Habits .......................................................................................................................... 42
Work Year .............................................................................................................................. 9
Workers Compensation (Risk Management) ........................................................................... 19
Rev. 7/2012
FORMS:
Calendars
Employee Rights and Responsibilities under the Family and Medical Leave Act
Medical Leave Request Form
Medical Leave Certification Health Care Provider
Request for Donation of Sick Leave
Donation of Sick Leave Form
Physical Job Requirements (medical release form)
Uniform Shirt Agreement Form



JOB REQUIREMENTS and EXPECTATIONS FOR CHILD NUTRITION SERVICES

Excellence in food quality and service is our mission. To be an active team member, you will need to
adhere to the following:

1. Every Child Nutrition employee is expected to work safely.

2. Be physically able to carry out job requirements as follows:

a. Must be able to lift a minimum 50 pounds.
b. Must be able to operate institutional food service equipment such as food slicer, food
processor, oven, mixer, etc.
c. Must be able to bend at the knees and waist.
d. Must be able to carry 18X26X2 pans, unassisted.
e. Must be able to work standing or walking for long periods of time.
f. Must be able to move easily from one area in the kitchen to another.
g. Must be able to perform duties in varied humidity and temperature climates.
h. Must be able to use two hands at one time for maximum efficiency and work simplification.
i. Must be familiar with food preparation and production.
j. Must be able to demonstrate good customer service skills.

3. Be able to read, write and follow written and oral instructions in English. *See note.

4. Be able to understand and use customary measures and scales.

5. Be able to arrive at work on time. Good attendance is necessary.

6. Be able to work around and with children of all ages.

7. Must adhere to Child Nutrition dress code requirements at all times. Must practice good personal
hygiene.

8. Be able to adhere to district policy regarding a drug-free and safe-school environment including no
smoking and no weapons on school premises.

9. Demonstrate professional behavior at all times. The use of profanity, loud or abusive language, in
any language, TO ANY STUDENT, STAFF MEMBER, PARENT, TEACHER, MANAGER OR CO-
WORKER, is strictly prohibited in any area of any Aldine ISD premise at all times. Failure to
adhere to CN job requirements and expectations may lead to suspension and/or
termination.

10. Be willing to follow all regulations and accept your share of the responsibility in all parts of the
breakfast/lunch program.

11. Be willing to work with other workers, administrators, teachers, parents, students and visitors.


12. Promoting healthy eating habits and good nutrition is a required practice. Do not let personal likes
and dislikes of food influence children.
1 7/2013




JOB REQUIREMENTS CONTINUED:

13. Be willing to follow all oral and written directions given by the child nutrition manager as it relates
to your food service job.

14. Understand the purpose of the school breakfast/lunch and program and strive for participation and
excellence at all times.

15. Be familiar with and abide by all policies and practices of Aldine I.S.D. and the Child Nutrition
Services Department.

16. Conform to all local, state and federal requirements relating to the operation of the school
breakfast/lunch program.

17. Follow all established standards for personal safety, food safety and sanitation practices.

18. Utilize time efficiently.

19. Be productive and consistent in all work assignments.





























2 7/2013
CHILD NUTRITION SERVICES POLICIES

EMPLOYMENT

An application for work can be made in person in the office of Human Resources at 15010 Aldine
Westfield Rd. or in the Child Nutrition Services building at 2112 Aldine Meadows. Applications
are also available on-line at www.ALDINE.K12.TX.US. All employees are placed by the Executive
Director of Child Nutrition Services after consultation with the supervisor and the manager. Any
employee must fulfill the needs of the particular position and/or assignment to the manager's satisfaction.
Any employee will be considered an employee-at-will.

CONDITIONS OF EMPLOYMENT

All Child Nutrition Services employees may be assigned, transferred, promoted or dismissed under the
supervision of the Executive Director of Child Nutrition Services. The Executive Director approves
transfers only after careful consideration. Child Nutrition Services employees are required to attend
assigned Area Safety Meetings, Safety Review Meetings, Training Connection Meetings and
Manager Meetings when scheduled. All Child Nutrition employees are responsible for reading the
Caf.communication, which is published and sent to each school on a weekly basis. All policies,
procedures and/or directives addressed in the Caf.communication must be followed by Child Nutrition
Services employees.

CRIMINAL CONDUCT
District employees are expected to abide by the law at all times. Conviction or adverse adjudication,
including deferred adjudication for a felony offense or misdemeanor involving moral turpitude may be the
basis for disciplinary action, up to and including termination.

CRIMINAL HISTORY CHECKS FOR EMPLOYEES AND VOLUNTEERS

In order to ensure that the District has qualified teachers, support staff, administrators, and caring
volunteers, the continue employment process, as well as the school volunteer process includes a criminal
history check of all prospective and current employees and volunteers. In accordance with Texas Education
Code 22.083, the District may obtain criminal history record information that relates to a person the District
intends to employ or a person who has indicated in writing, their intention to serve as a volunteer with the
District, as well as to a person currently employed or serving as a volunteer. This administrative procedure
outlines the Districts expectations and guidelines regarding the criminal history check for present and
prospective District employees and volunteers.

CONVICTION DEFINED
For the purposes of this policy, the word conviction shall mean a verdict by pleas of guilty, or otherwise by plea
of nolo contendere, upon judgment of a court (with a jury having been waived), without regard to subsequent
disposition of the case or suspension on sentence, probation, deferred adjudication, or other disposition.



3 7/2012








MORAL TURPITUDE DEFINED
Moral turpitude includes but is not limited to dishonesty; fraud; deceit; misrepresentation; deliberate violence; base, vile or depraved
acts that are intended to arouse or gratify the sexual desire of the actor; drug-or alcohol-related offenses; or acts considered abuse
under the Texas Family Code.

Examples of offenses that involve moral turpitude include, but are not limited to:
1. Arson
2. Forgery
3. Public lewdness
4. Prostitution
5. Theft (in excess of $500.00 in value)
6. Sexual offenses (various)
7. Swindling
8. Any crime involving assault or indecency with a child.

DEFERRED ADJUDICATION DEFINED
The legal process of resolving a dispute. The formal giving or pronouncing a judgment or decree in a court
proceeding; also the judgment or decision given. The entry of a decree by a court in respect to the parties
in a case. Delay; put off; remand; postpone to a future time.

Nolo contrendere DEFINED
I will not contest. Do not wish to contend a plea in a criminal prosecution that subjects the defendant to
conviction but does not admit guilt or preclude denying the charges in another proceeding.

CURRENT DISTRICT EMPLOYEES
Annually on date of birth, the Human Resources Department will obtain criminal history record information
that relates to all persons employed by the AISD. The following guidelines are applicable to current
employee criminal history checks:
AISD will obtain information regarding crimes, but will not use any information unless the information
demonstrates the employee: (1) failed to disclosed on employment application any conviction,
probation or deferred adjudication not protected by an order of non-disclosure; (2) committed a
crime involving moral turpitude; or (3) committed violence towards a person or injury or indecency
with a child, or conspiracy. This policy would apply whether the above offenses were committed
before or after employment. They would still be grounds for immediate termination.

An employee who did not disclose a prior criminal history when requested at the time of employment
and whose records are not protected by an order of non-disclosure may be recommended for
termination.

An employee who did not have a criminal history at the time of employment application and was
involved in an incident that resulted in criminal history after employment in AISD will be reviewed on
a case by case basis and disciplinary action up to and including termination may result.

District employees must notify the Superintendent in writing, within three days, if they are arrested
for, charged with, convicted of, granted deferred adjudication for or, if they have entered a plea of
nolo contendere to any felony or misdemeanor involving moral turpitude.
4






Failure to make such notification will constitute grounds for termination.

1. A district employee placed on deferred adjudication may be recommended for termination
based upon the underlying facts that led to the deferred adjudication. For the purpose of a
termination hearing, the facts to which the employee pleaded in order to obtain deferred
adjudication will presume to exist and be correct.

2. The district may suspend or terminate any employee convicted of a felony misdemeanor if the
crime directly related to their fitness for duty, their job duties and responsibilities or adversely
affects their job effectiveness or the mission of the school district.

3. District employees under felony indictment may be reassigned, placed on administrative leave
with or without pay, or recommended for suspension with or without pay pending adjudication
of their cases.

In compliance with Texas Education Code 22.083 (c), the Aldine ISD must report to the State Board
for Educator Certification (SBEC) any known criminal record of employees who hold certification.

VOLUNTEERS
The District will obtain criminal history records of any volunteers including mentors and tutors, who intend
to volunteer with the District. Volunteers are to complete and sign the second page of the Authorization for
Release of Criminal History Records Information for Mentors/Volunteers and return it to the selected school.
The campus administrator will immediately send the signed authorization form to the Area Superintendent,
who will forward the document to the Human Resources Department for processing. In addition, the
following guidelines will be followed:

All elementary campuses will complete a criminal history check on any volunteer by swiping their I.D.
through the Raptor system, which will list any felony warrants and sex offenses.

1. Any individual who fails or refuses to grant authorization for the District to conduct a criminal
history check will not be eligible for volunteering. All prospective volunteers, including
previously approved volunteers, will complete and sign the Criminal History Records
Information form for the present school year in order to become an eligible volunteer.

2. No individual charged with a misdemeanor involving moral turpitude or a felony will be eligible
for volunteering.

3. The District may allow individuals with non-moral turpitude felonies or non-moral turpitude
misdemeanors to serve as volunteers. After a case-by-case review of the applicants
circumstances, including the nature of the offense, the applicants post-conviction history, and
the number of years since the conviction, the District at its discretion may allow individuals to
serve as volunteers. The Superintendent or his/her designee will consult with other
administrators before making the final decision.

4. Volunteers will notify the campus principal in writing within three (3) days if they are arrested
for, charged with, convicted of, granted deferred adjudication for or, if they have entered a
plea of nolo contendere to any misdemeanor involving moral turpitude

5


5. or felony. Volunteers will not be allowed to perform any volunteer duties until a written report
has been made and the campus principal has issued a written approval to continue with
volunteering. Failure to make such notification will constitute grounds for
termination of services.

6. Volunteers under felony indictment will be removed from volunteering pending adjudication of
their cases.

Questions regarding the Employee Section of this procedure should be addressed to the Deputy Superintendent, 15010 Aldine
Westfield Road, Houston, Texas 77032/281-985-6204 or 281-985-6315. Questions regarding the Volunteer Section of this
procedure should be addressed to the Assistant Superintendent of Community and Governmental Relations, 14910 Aldine
Westfield Road, Houston, Texas 77032/281-985-6202.

EMPLOYMENT PRACTICES

CRIMINAL RECORD REVIEW
A current employee who has a criminal record that would preclude him/her to continue employment with
the District using the criteria contained in this policy or in the administrative regulations may appeal to the
criminal record review committee made up of district personnel as designated by the Superintendent. The
Deputy Superintendent will serve as chair of the committee. The decision of the criminal review committee
is final.

The criminal record review committee shall assess the records of employees found to have committed
crimes. The committee shall use the guidelines set out in the administrative regulations concerning criminal
records checks to determine if an employee shall be recommended for termination and/or terminated based
on his or her criminal record.

OBLIGATION TO REPORT CRIMINAL RECORD
All district employees shall notify his/her immediate supervisor within three (3) calendar days of any arrest,
indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any
offense involving moral turpitude, and any of the other offenses as indicated below:
1. Crimes involving school property or funds;

2. Crimes involving moral turpitude, which include: (a) dishonesty; fraud; deceit; theft; misrepresentation;
(b) deliberate violence; (c) base, vile, or depraved acts that are intended to arouse or gratify the sexual
desire of the actor; (d) felony possession, transfer, sale, distribution, or conspiracy to possess, transfer,
sell, or distribute any controlled substance. (e) acts constituting public intoxication, operating a motor
vehicle while under the influence of alcohol, or disorderly conduct, if any two or more acts are committed
within any 12-month period; or, (f) acts constituting abuse under the Texas Family Code.






6 7/2012








The requirement to report a conviction or deferred adjudication shall not apply to minor traffic
offenses. However, an offense of DWI or DUI must be reported if the employee drives or operates
a district vehicle or piece of mobile equipment (Mobile equipment includes but is not limited
to such equipment as street vehicles(cars/trucks), tractors, riding lawnmowers,
forklifts, pallet jacks, ditch witches, and golf carts). Failure to report a conviction or
adjudication may result in disciplinary action, up to and including termination.

NOTICE OF TRAFFIC VIOLATIONS
All employees who drive a district vehicle, operate mobile equipment, must notify their immediate
supervisors immediately of any driving citation or conviction of a traffic violation. Supervisors
receiving such notice will immediately notify the Human Resources Department. Payment for any
citations or fines received while driving a district vehicle is the responsibility of the driver. The
reporting provision applies to citations or convictions as a result of operating either a district vehicle
or personal vehicle.

CONFIDENTIALITY
Criminal history information is privileged and for the use of the District, the Texas Education Agency, and
the State Board for Educator Certification only. No District employee shall release or disclose such
information to a person other than the person who is the subject of the information, under penalty of law
and/or possible discharge. Except that in compliance with the Texas Education Code 22.083 (c), the District
shall report to the State Board for Educator Certification any known criminal record of employees who hold
certification.


APPLICANTS
The District reserves the right to terminate any employee or decline to employ an applicant if the person
fails to disclose any criminal conviction or misrepresents information regarding any such conviction on an
employment application.

Criminal record checks shall be conducted in accordance with procedures outlined in the administrative
regulations concerning criminal history records checks. Information obtained in this manner shall be used
only to evaluate an individual who, in the sole opinion of the District, is a finalist for employment and may
be offered a position. The District shall not issue to any applicant a written contract of employment until it
has obtained and reviewed an initial criminal history record.

SUBSTITUTE EMPLOYMENT
Substitutes are assigned and placed in a job assignment by the supervisor. Substitutes are
expected to work a minimum of 4 hours every day at a location assigned to them by their
supervisor. Substitute Child Nutrition Services employees are classified as a temporary employee. All
substitutes are placed on a probation period. Substitute employees may work between 4-7 hours per day at any
school assigned by the supervisor. Substitutes are required to complete the CN Basics Course in order
to be considered for permanent employment. If a substitute is scheduled to work at a school and does not
show up or call that school to inform the manager that they will not be able to work, termination of employment
may occur.

7/2012
7



MANAGEMENT / LEADERSHIP ACCOUNTABILITY

Assuming a supervisory/management/administrative position obligates the individual to uphold in a positive
manner all regulations, policies and procedures of the assigned department and of the district. As the
leader in your assigned school/area, you set the tone and attitude for your staff. As the leader, when you
accept compensation from the district you agree to be accountable for the responsibilities of your position.
Managers are subject to school assignment as deemed necessary according to staffing needs and at the
discretion of the executive director.


EMPLOYEE ASSIGNMENT

All specialists, including substitutes, are subject to job assignment in the school by the manager. All
specialists are required to do general food service preparation, cleaning and serving. The manager may
assign and rotate duties as they deem necessary for their particular operation. Each school also
has an Accountability Specialist who assists the manager with responsibilities such as food/supply orders,
deliveries, inventory, student meal accounts, daily receipts of money, deposits, meal applications, time and
attendance, work orders, food safety procedures, and other duties as assigned by the manager and Child
Nutrition Services. Employees seeking this position must meet qualifications listed in the CN Policy,
Practices and Procedure manual. Employees can be reassigned to any location for any hours at
anytime as the manager/supervisor deems necessary for the operation of any kitchen based on
labor needs.

Substitute employees are required to follow all rules and regulations required of regular employees, which
includes all district and department policies and procedures.


LINE OF AUTHORITY

All Child Nutrition cafeteria employees are directly responsible to the Child Nutrition Services manager. The
manager is responsible to the building principal in coordinating the breakfast/lunch program with the school
program. Managers are responsible to the Child Nutrition Services supervisory/administrative staff
for all food service operations in their individual kitchens. The supervisor and all CN office, trainers and
maintenance personnel are directly responsible to the administrative staff. The manager has full authority
in scheduling assignments, job responsibilities, etc., of all cafeteria employees.



EMPLOYEE COMPLAINTS / CONCERNS

Employees who wish to express a complaint/concern are to follow the chain-of-command for the Child
Nutrition Services department.

Cafeteria Manager > Supervisor > Child Nutrition Administrator

8 7/2012




WORK YEAR
All employees will be expected to participate in any pre-school programs or end-of-year clean-up as a part
of their regular work in the year. Regular employees work year shall include all days in the assigned
regular school calendar, plus additional days as needed. These days may be prior to the regular opening of
school and at the end of the regular school year, or other days as designated by the Executive Director.
The normal work year consists of instruction days plus designated time before school opens and after the
last day of service to students. (see EMPLOYEE CALENDARS, Forms Section in back of Employee
Handbook.)


STANDARD OPERATING PROCEDURE (SOP) HACCP

All policies and procedures relating to food safety are located in HACCP binders for all schools.

Purpose of a School Food Safety Program

The purpose of a school food safety program is to ensure the delivery of safe foods to children in the school
meals program by controlling hazards that may occur or be introduced into foods anywhere along the flow
of the food from receiving to service (food flow). An effective food safety program will help control food
safety hazards that might arise during all aspects of food service (receiving, storing, preparing, cooking,
cooling, reheating, holding, assembling, packaging, transporting and serving).

Policy

Section 111 of the Child Nutrition and WIC Reauthorization Act of 2004 (Public Law 108-265) amended
section 9 (h) of the Richard B. Russell National School Lunch Act by requiring school food authorities (SFAs)
to implement a food safety program for the preparation and service of school meals served to children in
the school year beginning July the program must be based on Hazard Analysis and Critical Control Point
(HACCP) principles and conform to guidance issued by the United States Department of Agriculture (USDA).
All SFAs must have a fully implemented food safety program that complies with HACCP principles or with
this optional guidance no later than the end of the 2005-2006 School Year.

Review & Revision

The Food Safety (HACCP) Plan will be reviewed by the planning committee on an ongoing basis during the
first year of implementation. Revisions will be made as needed and documented. After the first year of
implementation the plan will be revised yearly or as needs arise.

Rev.07/07




9





HOURS / PERSONNEL

The Executive Director of Child Nutrition Services, along with the supervisor, will assign the number of set
hours per day to be worked by each employee based on labor needs. These hours are not to be changed
without the approval of the Executive Director of Child Nutrition Services. Managers will determine the time
the employee should report to work depending on the school level, serving times and food production
schedule. No employee is to work additional regular (AR) over their assigned hours without their managers
approval. Overtime (OT) of employees must be approved by the supervisor and Executive
Director of Child Nutrition Services.

Managers and employees may not take paperwork such as production records, inventories, etc., out of the
kitchen/cafeteria/district. Assigned tasks are to be completed during the established workday.

All additional regular time (AR) and overtime (OT) is recorded on the time and attendance system and will
be paid at the appropriate rate.

Substitute employees will complete a time sheet weekly per school.

Anytime the manager sees a need to adjust the hours worked by employee(s), the manager must contact
the supervisor, in advance, to discuss rationale. If approved, a CN Personnel Change Form must then be
completed and signed by the supervisor and approved by the Executive Director with the effective date to
be determined by the CN office.
Rev (7/10)

GROUNDS FOR EMPLOYEE DISMISSAL

Failure on the part of any employee to comply with the policies outlined in this handbook, or any other
stated form, may justify reason for dismissal. The manager or supervisor of each school may make a
recommendation to dismiss a person to the Executive Director of Child Nutrition Services, if they do
not perform satisfactorily or follow district policies.

Any employee that is scheduled to work and does not show up or call their school to inform their
manager they will not be in that day may be considered to have abandoned their position and may
be terminated.

Falsification of information on time sheets or information on time and attendance can result in
termination.

Any employee found guilty of taking food in any form, supplies or equipment out of the cafeteria will
be dismissed immediately.

Any and all packages taken out of the cafeteria are subject to inspection by the manager, supervisor
or administrator.

Insubordination may be grounds for immediate dismissal.


10



Demonstrate professional behavior at all times. The use of profanity, loud or abusive language, in
any language, TO ANY STUDENT, STAFF MEMBER, PARENT, TEACHER, MANAGER OR CO-WORKER,
is strictly prohibited in any area of any Aldine ISD premise at all times. Failure to adhere to CN
job requirements and expectations may lead to suspension and/or termination.

Employees who sexually harass students or other employees are subject to appropriate disciplinary
measures, including termination from employment. See complete Sexual Harassment and
Sexual Abuse policy of the Aldine Board Policy Manual. Employees may be dismissed for any
valid reason by the manager, supervisor or administrative staff. Child Nutrition Services employees
are employees-at-will.
(Rev.7/11)
EMPLOYEE RESIGNATION/RETIREMENT

A written notice of resignation shall be filed with Aldine Child Nutrition Services at least two weeks prior to
the effective date of resignation. Under extenuating circumstances, the Executive Director may waive such
notice. This will give the manager an opportunity to fill the hours being vacated. If this consideration is
shown, the employee will be in a position to receive a recommendation from the executive director and also
be considered for re-employment in the future. When an employees resignation becomes effective, the
employee shall forfeit all accumulated local sick leave benefits.

A written notice of retirement shall be filed with Aldine Child Nutrition Services at least (30) days prior to
the effective date of retirement. Under extenuating circumstances, the Executive Director may waive such
notice. The employee should make an appointment with the Benefits Office at the Human Resources
building to discuss retirement procedures and options.

If an employee leaves or walks off their job without their immediate manager/supervisors
permission, the employee will be considered to have abandoned their position. Documentation of
the events will be placed in the employees personnel file and submitted showing the employee resigned
their position.
7/2012
WORK ASSIGNMENT

At the end of each school year, Aldine I.S.D. Child Nutrition Services issues letters of reasonable assurance
to employees who have good job performance and attendance. If an employee cannot return to work, they
should notify the Child Nutrition Services office in writing immediately.

PAYMENT OF SALARY

The salary of an employee shall begin at the time he or she reports for duty. The salary shall be semi-
monthly on the fifth and twentieth of each calendar month. If the fifth or twentieth of any calendar month
is on a weekend or holiday, payment will be made on the workday prior to said weekend or holiday.
Beginning in July, 2009, all new employees, including full-time, part-time, and substitutes may
elect to receive pay by one of two methods: 1) Direct
Deposit; or 2) Debit Card (Depository bank account with a debit card.) All pay will be
electronically sent to either the employees bank via direct deposit or added to the employees
debit card account.

11


All assigned duties beyond the regular workday will be paid at the employees hourly rate unless the work is
a special event, for which an hourly rate is set each year. Employees do not receive overtime pay (1
time hourly pay) unless they physically work over 40 hours per week.

All employees must elect how they are paid upon permanent employment with Aldine I.S.D. Permanent
employees who work less than 12 months and may want to be paid over a 12 month period may elect to
have annualized compensation. Annualized compensation allows you to spread your income evenly over
12 months (24 paychecks) so that you continue to receive
paychecks in the summer, even when you are not at work. If an employee does not elect annualized
compensation, they will receive their paycheck over a 10 month period (20 paychecks). Either method of
pay requires each new hire permanent employee to complete a Payroll Election Form. This form is
completed upon permanent employment. These forms are available through the Child Nutrition Services
H.R. office. Once permanently employed, employees are not required to complete a new Payroll Election
Form every school year. If the permanent employee chooses to change their election, this must be done
prior to the new school year beginning. This generally must be completed by the employee in May prior to
the new school year. Permanent employees paychecks or paycheck stubs are sent to their work location.

Substitute employees pay-stubs are mailed to the address provided us by the employee, unless the
substitute chooses to pick up their pay-stub at the Aldine I.S.D. Payroll department located at 14910 Aldine
Westfield Road. MINIMUM two days notice for this change is REQUIRED. The substitute must
contact the Aldine I.S.D. Payroll department at 281-985-6235 to make these arrangements.
(Rev.8/10)
For salary increment purposes, adjustments will be made only for the school year during which the service
records and/or corrections are submitted and for subsequent years affected by information submitted.
Adjustments will not be made retroactively to salary earned in previous years of employment with the
school district.
SICK LEAVE
General Provisions
Every person regularly employed by the school district is eligible to accrue and use sick leave benefits,
depending upon the number of days of service performed each year. Sick leave days are not earned when
employees are on leaves of absence, are absent from duty and not using earned sick leave days, or are
absent from duty and are receiving workers compensation benefits or using donated sick leave days. Sick
leave is earned when an employee is absent from duty and is using compensated leave under this policy.
Persons who work less than fifty (50) percent of the day, temporary employees, student workers, and
volunteers are not considered regularly employed by the district and are ineligible to receive or use sick
leave benefits. Employees whose employment is terminated for reasons other than retirement or death
shall not be eligible for any benefits which are not mandated by law. An employees year begins on the first
day of that employees calendar group. Sick leave days will be earned, accumulated, or used as personal
days, state days, or local days. Before any local days may be used, all personal leave and any eligible
state sick leave days accrued prior to the 1995-96 school year must be used.

An employees immediate family is defined as the employees spouse and the parents, grandparents,
children, grandchildren, siblings, step-parents, step-children, or step-siblings of the employee or of the
employees spouse, and any persons who may be residing in the employees home at the time of their
illness or death. Family emergencies are defined as natural disasters or life-threatening events which
directly involve the employee or the employees immediate family.


12 7/2012


Personal emergencies are defined as life-threatening illnesses or deaths of personal acquaintances who
are not members of the employees immediate family. The following leaves run concurrently with Sick
Leave: Family and Medical Leave, Maternity Leave, Temporary Disability Leave and Workers Compensation.

Eligible Use of Personal Days
Beginning with the 1995-96 school year, five (5) days may be earned each year, accumulate indefinitely
from year to year, and may be transferred to another school district (personal days). Personal days are
the first compensated leave days used, regardless of the nature of the absence.

If the absence qualifies for use of a state day and the employee designates on the TR-3 form submitted for
that absence that a state day is to be used, then the absence will be covered by the state day rather than a
personal day. Ordinarily, requests to use personal leave must be submitted in writing to immediate
supervisor not later than the third working day prior to the date for which leave is sought. If an employees
request for personal leave is sought because of an illness of the employee, an illness or the death of a
member of the employees immediate family, a family emergency, or a personal emergency, the request
shall be made as soon as is practicable.

If a school principal believes that more than five (5) percent of a schools staff will be absent on the date for
which personal leave is requested or if the request is for a date immediately before or after a school holiday
or a three-day weekend, the principal shall deny the request unless the request is because of an illness of
the employee, an illness or the death of a member of the employees immediate family, a family emergency,
or a personal emergency.

If an employee experiences extenuating and unforeseen circumstances involving serious personal or
financial hardship, the employee may request leave within three working days prior to the date for which
leave is sought. If the employees immediate supervisor determines that approving the use of the leave
would not adversely affect classroom instruction, administrative efficiency, or departmental operations, the
supervisor may grant the request. Principals may grant the request even though granting it is contemplated
to result in the more than five (5) percent of the schools staff being absent on that date or even though the
request is for a date immediately before or after a school holiday or a three-day weekend. Denial of the
request shall be at the principals discretion.

Eligible Use of State Days
With the May 30, 1995 signing of Senate Bill 1 passed by the 74th Legislature, state sick leave benefits
ceased to be earned. All state sick leave days (state days) accrued prior to that date may be used only for
an illness of the employee, an illness or the death of a member of the employees immediate family, or a
family emergency. None of those days are carried forward for use as personal business days or for personal
leave. State days may be transferred to another school district. To the extent that an employee has an
accumulated balance of state days available for use and the absence is not for a personal emergency, state
days are used immediately after all personal days are used and before any local days are used unless the
employee designates on the TR-3 form submitted for that absence that a state day is to be used before the
personal day is to be used.

Eligible Use of Local Days
Employees may earn additional sick leave (local days) to be used for absences for an illness of the
employee, an illness or the death of a member of the employees immediate family, a family emergency, or
a personal emergency. Beginning with the 2002-2003 school year, local sick leave

13



accumulates indefinitely from year to year. Local days may be used only after all personal days and all
eligible state days are used. Local days are not transferable to another school district.

If an employee has used all personal days for an illness of the employee, an illness or the death of a
member of the employees immediate family, a family emergency, or a personal emergency, the employee
may request to use a maximum of two (2) local days to be used for absences due to extenuating and
unforeseen circumstances involving serious personal or financial hardship. The request must be made prior
to the absence from duty. Denial of the request shall be at the supervisors discretion.

Accrual of Sick Leave
Each year, personnel employed 100% of the day, accrue personal days and local days, with each category
accruing at a rate of one-half (1/2) day for each eighteen (18) days of employment. Personnel employed
less than 100% of the day but at least 50% of the day accrue sick leave at a rate of one-half (1/2) day for
each thirty-six (36) days of employment. Not more than five (5) personal days and not more than seven (7)
local days shall be earned in any year.

Approval of Sick Leave Requests
Employees who are unable to report to work and who wish to use sick leave must notify their immediate
supervisors as quickly as possible. Those who do not do so will not receive any sick leave benefits for the
absences. Not later than the day of returning to work, employees shall submit to their immediate
supervisors a request for sick leave on the form adopted by the school district. In order to be paid promptly
for absences which qualify for sick leave benefits, employees must submit the forms in time to be included
in the principals reports to the payroll department. If the employee was absent for five (5) or more
consecutive days for personal illness or for three (3) or more consecutive days for an illness in the
immediate family, the request for sick leave shall be accompanied by a Certification of Illness from a
physician who is duly registered and licensed under the Medical Practice Act of Texas, a licensed doctor of
dentistry, a licensed chiropractor, or a licensed podiatrist. If the employee is a member of the Christian
Science Church, the request may be accompanied by an attestation from a Christian Science practitioner.

Record Keeping
Records shall be maintained to show the accumulation, use, and remaining balance of each employees sick
leave benefits. Sick leave earned or used is recorded in one-half (1/2) days and whole days only. An
absence for two (2) hours shall be recorded as an absence for one-half (1/2) of a day. Beginning on July 1,
1998, sick leave days to be earned during the year may be advanced and may be used prior to being
earned only for employees who are in their first school year of employment with this school district and who
have not participated in the state minimum sick leave programs prior to employment with this school
district. Employees who have exhausted their available sick leave balances due to illness or injuries and who
are experiencing illnesses or injuries that prevent them from performing their duties may apply to the
Superintendent of Schools for advancements of sick leave to be earned during that year.

Reimbursement Upon Retirement or Death
Aldine employees who retire under the Teacher Retirement System within sixty (60) days of the termination
of their employment with Aldine and the beneficiaries of employees of Aldine who die are eligible to be paid
for not more than sixty (60) of the unused personal, state, and local days, combined, which were earned
while employed by the district. Payment will be made at the



14




Employees daily rate at the time of retirement or death, but will not be made for more than sixty
(60) days. To receive this payment, the employee or the beneficiaries must submit a written application for
payment within sixty (60) days after the termination of employment. Although employees may apply for
retirement with the Teacher Retirement System regardless of their age or years of service, this local leave
benefit is available only to those employees who are eligible to receive a service retirement annuity upon
termination of employment. Employees who transfer personal leave days to another district during the year
will transfer only the number of days that have been earned when the transfer occurs. Employees whose
employment is terminated as a result of unsatisfactory performance, including but not limited to being fired,
non-renewal or resigning in lieu of termination/non-renewal, are not eligible for this benefit. Aldine
employees who

claim this benefit and who begin employment with the district after May 27, 2001 will not receive this
benefit in cash, but must deposit this payment into a Federally approved 401 A Plan. Not later than May 27,
2001, Aldine employees who are employed by the district by that date must elect whether to receive this
benefit in cash or to have it deposited into a federally approved 401 A Plan. Employees who do not make
this election by that date are ineligible to make the election after that date and will receive the benefit in
cash.

Reimbursement for Unused Leave at Retirement
An employee, who retires concurrently from Aldine ISD and TRS, in accordance with TRS guidelines, may be
eligible to receive Retirement Benefits under the Sick Leave Conversion Plan if he/she meets the following
requirements: 1) is an employee of the employer hired on or after May 26, 2001 or is an employee listed in
Schedule a (PARS Participation); 2) has terminated employment with the employer and concurrently applied
for, and begins to receive benefits under TRS; and 3) has applied for benefits under this plan. To apply for
Retirement Benefits under the Sick Leave Conversion Plan, an employee must: 1) submit a formal notice of
retirement to the school district; 2) submit a TRS-7 form to the Payroll Department; 3) submit a TRS-562
form to the Payroll Department.
Benefits will commence as of the first day of the month after an Employee meets all eligibility
requirements, has successfully demonstrated concurrent retirement from Aldine ISD and TRS,
and has provided Aldine ISD with a TRS-562 form. Employees are only eligible to participate one
time in the Sick Leave Conversion Plan. Employees who have retired from TRS previously may not
participate in the Sick Leave Conversion Plan.

Recording
Conversion of sick leave to a benefit under the Sick Leave Conversion Plan shall be charged in the following
order until all days are exhausted or the maximum number of days (60) under this plan has been reached,
whichever comes first:
1) State sick leave
2) Local sick leave

Failure to Establish Eligibility
Employees shall be required to show evidence of retirement from TRS in the form of a TRS-562.
Employees who are unable to provide evidence of retirement from TRS in the form of a TRS-562 will not be
entitled to collect the benefit paid to him/her under the Sick Leave Conversion Plan.


15







Physical Assault
In addition to all other days of leave provided, employees who are physically assaulted during the
performance of regular duties may receive leave for the number of days necessary to recuperate from the
physical injuries sustained as a result of the assault. These days shall not be deducted from accrued leave.
The leave shall not extend more than two (2) years beyond the date of the assault.

Misuse of Sick Leave Benefits
Sick leave benefits are funded entirely by the school district and are considered when adopting the annual
budget and salary schedules. The extent to which benefits can be made available is dependent upon
employees using sick leave only for authorized purposes. Sick leave may not be used for any purpose other
than as authorized by board policy. Use of sick leave benefits for unauthorized purposes and
misrepresentation of the nature of an absence in order to use sick leave
benefits constitute work-related misconduct. Employees who engage in such misconduct not only jeopardize
the viability of the sick leave program but also risk their employment with the district.
3100-3104
Source: TEC 22.003, Local
Approved: 1-13-1998
Revised: 6-9-2009
Reviewed: 6-9-2009
PAYROLL DEDUCTIONS

Withholding tax is deducted from all earnings based on marital status and dependents. It is the
responsibility of each employee to see that his or her W-4 Form is complete and correct. All questions
regarding deductions, adjustments and net pay should be directed to the payroll department.

TEACHER RETIREMENT SYSTEM

TRS membership begins immediately on all employees working 20 or more hours per week and for 4-
months or more in one school year. All employees of Aldine ISD must be TRS members.
Employees who work 90 or more days in a TRS-covered position begin contributions on the first day of
employment. Payroll-deducted TRS member contributions total 7.35% of taxable income: 6.7% for TRS
annuity and .65% for TRS-Care. Employees who retire or terminate and would like more information about
their TRS benefits should contact TRS directly at: Teacher Retirement System of Texas, 1000 Red
River Street, Austin, Texas 78701-2698 or telephone 1-800-223-8778. TRS website at
www.trs.state.tx.us (Rev.8/14) EFFECTIVE 9/1/2014

Statement Concerning Your Employment in a Job
Not Covered by Social Security

Your earnings from this job are not covered under Social Security. When you retire, or if you become
disabled, you may receive a pension based on earnings from this job. If you do, and you are also entitled to
a benefit from Social Security based on either your own work or the work of your husband or wife, or
former husband or wife, your pension may affect the amount of the Social

16




Security benefit you receive. Your Medicare benefits, however, will not be affected. Under the Social
Security law, there are two ways your Social Security Publication, Windfall Elimination Provision.

Windfall Elimination Provision
Under the Windfall Elimination Provision, your Social Security retirement or disability benefit is figured using
a modified formula when you are also entitled to a pension from a job where you did not pay Social Security
tax. As a result, you will receive a lower Social Security benefit than if you were not entitled to a pension
from this job. For example, if you are age 62 in 2005, the maximum monthly reduction in your Social
Security benefit as a result of this provision is $313.50. This amount is updated annually. This provision
reduces, but does not totally eliminate, your Social Security benefit. For additional information, please refer
to Social Security Publication, Windfall Elimination Provision.

Government Pension Offset Provision
Under the Government Pension Offset Provision, any Social Security spouse or widow(er) benefit to which
you become entitled will be offset if you also receive a Federal, State or local government pension based on
work where you did not pay Social Security tax. The offset reduces the amount of your Social Security
spouse or widow(er) benefit by two-thirds of the amount of your pension.
For example, if you get a monthly pension of $600 based on earnings that are not covered under Social
Security, two-thirds of that amount, $400, is used to offset your Social Security spouse or widow(er) benefit.
If you are eligible for a $500 widow(er) benefit, you will receive $100 per month from Social Security ($500
- $400=$100). Even if your pension is high enough to totally offset your spouse or widow(er) Social
Security benefit, you are still eligible for Medicare at age 65. For additional information, please refer to
Social Security Publication, Government Pension Offset.

For More Information
Social Security publications and additional information, including information about exceptions to each
provision, are available at www.socialsecurity.gov. You may also call toll free 1-800-772-1213, or for the
deaf or hard of hearing call the TTY number 1-800-325-0778, or contact your local Social Security office.
INSURANCE

Effective July 1, 2009, the benefits eligibility date for all new hires will be the first of the following month
unless the employee is hired on the first of the month. For example, if an employee is hired on July 12,
2009, the employee would be eligible for benefits on August 1, 2009. If the employee is hired on July 1,
2009, the eligibility date would be July 1
st
.

Several insurance plans are available to permanent employees contributing to the Teacher Retirement
System of Texas. The insurance is offered at the time of employment and/or at open enrollment.
Enrollment must be completed through Benefits Outlook within (30) thirty days of permanent employment.

The school district contributes a partial amount of money monthly toward the employee's premium. This
amount is determined and established by the Board of Education at the
beginning of the school year. The remainder of the premium and the full premium for other family
members covered will be at the expense of the employee. Health, disability, life, dental
Vision, cancer care, hospital indemnity, critical illness, accidental, legal and flexible
Spending accounts are available and premiums are paid through payroll deduction. Premiums
for employees being paid on a ten-month basis (20 payments) will be deducted at the rate of one-
twentieth of the yearly premium per payday so the payroll department may make the summer payments.
Premiums for employees being paid on a twelve-month basis (24 payments) will be made at the rate of
one-half the monthly premium per payday.

17



If you have any questions or concerns, please refer to your benefits guide or contact Benefits Outlook.
Benefits Outlook can be reached at 1-866-284-2473 or online at www.aldinebenefits.org.

If an employee is not receiving paychecks but is enrolled in insurance, they must contact the
Benefits Office in the Human Resources Building at 281-985-6226 to make arrangements for
paying their insurance premiums.

TRS-HR Account: Beginning September 1, 2004, the State of Texas will provide each eligible public school
employee with a health reimbursement account that is state-funded on a monthly basis. The Teacher
Retirement System of Texas (TRS) is responsible for this program. This supplement will not be distributed
as compensation.
(revised 7/2009)
MEDICARE TAX

All employees beginning after March 31, 1986, will have 1.45% of their salary deducted for Medicare tax.
This deduction will be reflected on the check stub.

RETIREMENT BENEFITS

ANNUITY: Tax-Sheltered Annuities (TSA) are a voluntary form of savings for retirement via tax-deferred
payroll deductions and are authorized under Section 403 (b)/(7) of the IRS Code.
Enrollment for TSA may occur any month of the year. Employee contributions are strictly voluntary. All
employees, including substitute and part-time employees, may purchase tax-sheltered annuities. National
Plan Administrators, NPA, is the third-party administrator for Aldine ISD. Certified agents may contact NPA
at 512-327-4420. Employees may contact NPA at 1-800-880-2776. Any regular employee interested in
participating in the annuity program offered through the district should contact the Benefits Office at 281-
985-6226.

401(a) Matching Plan for Retirement Savings: The Board of Education generously approved a
401(a) Matching Plan. The 401(a) Matching Plan is a retirement savings matching plan. The district will
contribute a base match of your annuity contributions up to .5% of your gross compensation. You may
earn additional matches based on attendance. Employees must earn 6 years of service in the plan in order
to be vested in the employer matching account. Contributions by an employee to his or her own 403(b)
account are always 100% vested. Please refer to the Aldine ISD Employee Benefits Booklet available
through the Benefits Office at 281-985-6226.

457 Retirement Savings Plans: 457 Plans are another form of savings toward retirement.
Contributions are payroll-deducted on a before-tax basis. Distributions are taxed when received.


18


A 457 Plan allows an employee to save money for their retirement. Limits may increase each year
and savings may be in addition to any existing 403(b) contributions. Employees invest in products offered
in the 457 Plan. The district selects investment products to offer employees from a menu. The employee
will select from the menu of products offered. Enrollments in a 457 can be made year-round. Please refer
to the Aldine ISD Benefits Booklet available through the Benefits Office at 281-985-6226.
(Rev.7/04)

CREDIT UNION

InvesTex Credit Union offers various services to all employees of the district. Any employee is encouraged
to talk to the Credit Union personnel regarding savings, loans, etc., in which they may be interested. All
transactions can be handled through payroll deduction. The Credit Union is located at 905 Aldine Bender.
You may call 281-449-0109 for information.


WORKERS COMPENSATION (Risk Management)

This program provides benefits to an employee who has been injured on-the-job. This coverage includes
medical and hospitalization benefits. Monetary benefits are effective beginning on the eighth day of time
lost. Sick leave days, if available, are used for the first five days of absence when an on-the-job injury
occurs. Employees are urged to seek medical attention from the school nurse to assess if urgent or non-
urgent medical treatment is needed. Effective January 1, 2008, non-urgent medical treatment for work
related injuries must be obtained from doctors found on the Alliance web sit: www.pswca.org. Urgent care
does not require use of Alliance physicians. In case of emergency proceed to the nearest emergency
facility. Employees must choose a treating doctor from the Alliance list of doctors designated as primary
care physicians. TASB will pay the treating doctor and other Alliance providers for health care related to
compensable injuries. Should an employee elect to use a non-Alliance doctor, the employee is at risk for
payment of medical bills and potential loss of income benefits.
(Rev 7/2009)

Employees may change treating doctors one time without approval. The third choice of a treating doctor
requires approval from TASB.

EMPLOYEES ARE REQUIRED TO KEEP THEIR MANAGER AND THE RISK MANAGEMENT (Workers
Compensation) OFFICE INFORMED OF THEIR MEDICAL STATUS. YOU CAN CONTACT THE RISK
MANAGEMENT INSURANCE COORDINATOR at 281-985-7171. The entire injured employee packet is
available through the Risk Management office, Child Nutrition Services office or on-line at
www.aldine.k12.tx.us. If any employee is absent for longer than 12 weeks for any reason, their position will
be re-assigned. If any employee is absent for longer than 12 months, the employee will be resigned.

Maximum Length of Leave
Effective July 1, 2004, the maximum length of absence for work-related illness or injury should not exceed
one full year. Employees whose absences began on or before December 31, 2003 who are not able to
return to work will be released December 31, 2004. All employees released under this policy may apply for
employment when able to return to work. The employee must provide a Texas Workers Compensation
Work Status Report, DWC-73, which indicates the employees physical fitness to return to work.








19







Maintenance of Health Benefit
Effective July 1, 2004, the maximum length of time an employee may continue with district group benefits is
12 work weeks. After 12 work weeks have been exhausted, employees will be offered insurance under
COBRA. During the 12 work-weeks of eligibility, if employees on leaves of absence desire to maintain their
insurance coverage under the districts group health plan, the employees shall deliver their semi-monthly
portions of the insurance premium to the districts employee benefits department not later than five
workdays prior to each district payday. The school district shall supplement the employees portion of the
premiums with any contributions it normally would make toward the employees group health insurance
premiums. Injured employees whose absences began prior to July 1, 2004 will terminate participation in
the districts group health plan December 31, 2004.

Workers Compensation and TRS Members
If you are absent due to a compensable work-related injury or illness for more than seven (7) days, you will
receive temporary income benefits (TIB) from the workers compensation program.

Please be aware that while absent from work, a district paycheck is not issued (unless you are using all or a
portion of your accumulated sick leave, vacation days and/or compensatory time) and no funds and/or
contributions are sent to the Texas Teacher Retirement System (TRS), nor are days of absence being
counted towards years of service with TRS at 1-800-223-8778.

Therefore, in order to be considered for service credit and/or salary credit, you must contact TRS at 1-800-
223-8778 and arrange to make contributions to your retirement annuity fund. You will need to request TRS
22W. This form can be found on the TRS Web Site: www.trs.state.tx.us
(Rev.6/04)

The entire injured employee packet is available through the Risk Management office, Child
Nutrition Services office or on-line at www.aldine.k12.tx.us.


Modified-Duty
Modified-duty may be considered when an employee has an injury and a doctor has stated (on a
completed/signed return-to-work release form or a DWC-73 form) that modified-duty is necessary. The
Child Nutrition Services office must have documentation from the doctor's office on specific restrictions
before the department will decide an employee's ability to safely return to work. A bona fide offer of
modified-duty may be made to the employee. This offer is structured after the
doctors specific instructions. If the employee accepts the bona fide offer of modified-duty, they are
required to perform the new modified-duty work schedule as outlined by the offer and doctors instructions.
Based on the modified-duty restrictions as outlined by the employees physician, the
Child Nutrition Services department reserves the right to offer modified-duty positions on an individual and
temporary basis to insure the employee will abide by their physicians restrictions. The continuation of
modified-duty will be for a period of no longer than 4 weeks. An employee that is offered modified-duty
will continue to provide Child Nutrition Services medical updates (physicians statement) bi-weekly. Failure
to provide bi-weekly notices from the physician will result in discontinuance of modified-duty.
(Rev.7/04)



20





ABSENCES

Daily attendance is extremely important for our child nutrition operation to run smoothly. To provide high
quality, nutritious food and service to our customers, we expect excellent attendance from all employees. A
cafeteria cannot function without trained, qualified employees. Managers will conference with all employees
after 3 days of absence. Excessive absenteeism may result in termination.


If an employee must be absent for any reason, the employee must notify the manager immediately of their
absence and keep in contact with the manager daily concerning their absence. The employee should
remember that failure to do this may result in an unapproved absence and a dock in pay. Employee must
contact their manager at home or at school. During working hours, employees should call on the direct
kitchen line to notify the manager.

If an employee is absent for an extended period of time, the manager must be kept aware on a weekly
basis of the date the employee will return to work unless FMLA has been established. Each employee will
be reviewed on a case by case basis. Failure to notify the manager of the situation and planned date to
return to work can result in immediate termination and will be classified as job abandonment.

If an employee qualified for FMLA, they are only required to notify their manager every four weeks. Failure
on the part of the employee to notify their managers/supervisors of their absence will be considered job
abandonment.

If the employee has been absent for (5) or more days for personal illness/medical, or (3) or more days for
Family illness/medical, the employee must provide a doctors note.

The working day before the employee is planning to return to work the employee must call and speak with
the manager at their assigned school before the end of the work day. If the employee does not notify the
manager of plans to return to work, the employee may not be allowed to work.

Because of business necessity, if an employee is absent longer than 12 weeks, their position may be filled.

Employees that qualify for FMLA must adhere to all rights and obligations outlined on the employee request
for leave form in the Child Nutrition Handbook.

Any employee absent due to a work-related injury must submit a Work Status Report (DWC-73) form to the
Child Nutrition Services Human Resources office prior to returning to work.


21












MEDICAL LEAVE

Steps In Requesting A Leave
1. WRITTEN REQUEST FOR LEAVE:
Complete an Employee Request for Leave form (back of handbook)

2. MEDICAL INFORMATION:
Have your doctor complete the Certification of Health Care Provider (back of handbook.)

3. APPOINTMENT WITH HUMAN RESOURCES:
Make an appointment with Child Nutrition Human Resources in advance or, if the need for a
leave is unforeseen, as soon as practicable. Contact 281-985-6440 to schedule an
appointment. Bring the forms mentioned in steps #1 and #2 to your appointment.

4. RETURN TO WORK:
When you are physically able to return to your position, submit a doctors statement releasing
you to return-to-work at least one (1) week in advance. A copy must be given to your manager
and to Child Nutrition Services Human Resources. You may fax the form to 281-449-1966.

FAMILY AND MEDICAL LEAVE OF ABSENCE

General Provisions:
An employee who has been employed for at least 12 months and has worked at least 1,250 hours during the previous
twelve month period may take an unpaid family or medical leave of absence for a total of twelve workweeks during
any twelve month period. Separate periods of employment are counted unless there is a break that exceeds seven
years. A family leave of absence may be taken for the following reasons:
1. because of the birth of a son or daughter of the employee and in order to care for such son or daughter; or,
2. because of the placement of a son or daughter with the employee for adoption or foster care. A family leave
expires at the end of the twelve month period after the birth or placement. A medical leave of absence may be
taken for the following reasons:
a. in order to care for the employees spouse, son, daughter, or parent if such spouse, son, daughter, or
parent has a serious health condition; or,
b. because of a serious health condition that makes the employee unable to perform the functions of the
position of such employee.

Parent means the employees biological parent or the person who stood in loco parentis to the employee when the
employee was a son or daughter. Son or daughter means the biological, adopted, or foster child, a step-child, a
legal ward, or a child of a person standing in loco parentis, who is under 18 years of age or is incapable of self-care
because of a mental or physical disability.

A serious health condition is an illness, injury, impairment or mental condition that involves either an overnight stay in
a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the
employee from performing the functions of the employees job, or prevents the qualified family member from
participating in school or other daily activities. Subject to certain conditions,

22










the continuing treatment requirement may be met by a period of incapacity of more than three consecutive
calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing
treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the
definition of continuing treatment.

A military exigency leave may be taken because of a qualifying exigency, as defined by federal regulations, arising out
of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty (or has been notified of an
impending call or order to active duty) in the Armed forces in support of a contingency operation.

A service-member family leave may be taken by an eligible employee. An eligible employee is entitled to a total of 26
workweeks of leave during a 12-month period to care for a covered service-member who is the employees spouse,
son, daughter, parent, or next of kin. Service-member family leave shall only be available during a single 12-month
period. During the single 12-month period, an eligible employee shall be entitled to a combined total of 26 work-
weeks of leave for family, medical, and service-member leave. Covered service-member means a member of the
Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment,
recuperation, or therapy, is otherwise in outpatient
status, or is otherwise on the temporary disability retired list, for a serious injury or illness. Next of kin means the
nearest blood relative of an individual. Serious injury or illness, in the case of a member of the
Armed Forces, means an injury or illness incurred by the member in line of duty on active duty in the Armed

Forces that may render the member medically unfit to perform the duties of the members office, grade, rank, or
rating. The husband and wife may be limited to a combined total of 26 work-weeks of leave during the single 12
month period if the leave is taken in whole or part to care for a covered service-member. However, the 12 week
limitation applies to that portion that is not taken to care for a covered service-member.

The following leaves run concurrently with Family and Medical Leave: Assault Leave, Maternity Leave, Temporary
Disability Leave and Workers Compensation.

Required Substitution of Paid Leaves of Absence:
To the extent possible, employees are required to substitute accrued paid leave, including any paid vacation and
personal, state, and local leave, for an equivalent portion of the 12 week period of FMLA leave, and the amount of
time taken for paid leaves shall be deducted from the 12 weeks for leave available under the FMLA. The balance
remaining after paid leave is taken shall be the amount of time remaining for unpaid FMLA benefits. Prior to taking an
unpaid family leave of absence, the employee first must use all accrued paid vacation leave and personal leave. Prior
to taking an unpaid medical leave of absence, the employee first must use all accrued paid vacation leave and
personal, state, and local sick leave. Neither state nor local sick leave days may be used in substitution of family
leave. Family and medical leaves of absence may be taken only in strict compliance with this policy.
Compensatory time (comp time) used for an FMLA qualifying event may be counted against an employees 12-week
leave entitlement. The use of comp time may be at the employees request or required by the employer

Notice of Foreseeable Leave:
Employees shall provide written notice to the Human Resources Department at least thirty (30) days prior to taking
leave for expected births and placements and for planned medical treatment. Employees shall make reasonable
efforts to schedule medical treatment so as not to disrupt unduly the operations of the school district. If the date of
the birth or placement or of the medical treatment requires less than thirty (30) days notice, employees shall provide
such notice as is practicable.



23







LEAVE FOR MARRIED COUPLES

If both husband and wife are employed by the school district, the aggregate number of workweeks available for a
family leave or in order to care for a parent with a serious health condition is limited to 12 workweeks in any 12-
month period.

Certification by Health Care Provider:
If an employee requests a medical leave, such request shall be supported by a certificate issued by the appropriate
health care provider who is not employed on a regular basis by the school district. After the initial certification, the
employee shall submit re-certifications every subsequent fourth workweek for which leave is taken. The certificate
must state the date on which the serious health condition commenced, the probable duration of the condition, and
the appropriate medical facts within the knowledge of the health care provider regarding the condition. For a request
to take leave because of the employees own serious health condition, the certificate also shall state whether the
employee is able to perform the functions of the employees position. For a request to take leave in order to care for
the employees spouse, son, daughter, or parent, the certificate also shall state whether the employee is needed to
care for the employees spouse, son, daughter, or parent.

For any request to take leave intermittently or on a reduced schedule for planned medical treatment, the certificate
also shall state the dates on which planned medical treatment is expected to be given and the duration of the
treatment. For a request to take leave intermittently or on a reduced schedule for a personal
health condition the certificate also shall state the medical necessity for and the expected duration of the intermittent
leave or leave on a reduced schedule. For a request to take leave intermittently or on a reduced schedule in order to
care for the employees spouse, son, daughter, or parent, the certificate also shall state whether the employees
intermittent leave or leave on a reduced schedule is necessary for the care of the employees spouse, son, daughter,
or parent who has a serious health condition, or will assist in their recovery, and the expected duration and schedule
of the intermittent leave or reduced leave schedule.

If the school district has reason to doubt the validity of any of the required information in the certification, the school
district may require the employee to obtain the opinion of a second health care provider designated or approved by
the school district. If the opinions of the health care providers conflict, the school district may require the employee to
obtain a final and binding opinion of a third health care provider.

Intermittent or Reduced Leave Schedule:
If medically necessary, an employee may take a medical leave of absence intermittently or on a reduced leave
schedule due to the serious health condition of the employee or covered family member or the serious injury or illness
of a covered service member. If the employee is not employed principally in an instructional capacity and the
requested leave is foreseeable based on planned medical treatment, the employee may be required to transfer
temporarily to an available alternative position for which the employee is qualified. An employee who is employed
principally in an instructional capacity and whose requested leave is foreseeable based on planned medical treatment,
may take leave for periods of a particular duration rather than intermittently or on a reduced leave schedule if the
employee would be on leave for greater than 20 percent of the total number of working days in the period during
which the leave would extend. Leave may not be taken intermittently or on a reduced leave schedule other than as
authorized in this paragraph.

Leaves Near End of Academic Semesters:
Classroom teachers and teachers aides who desire to take family or medical leave more than five weeks prior to the
end of an academic semester may be required to continue taking leave until the end of the semester if the leave is of
at least three weeks duration and the return to employment would occur during the three-week period before the end
of such semester. Classroom teachers and teachers aides who desire to take family leave or medical leave for other
than their own serious health condition less than five weeks prior to the end of an academic semester may be
required to continue taking leave until the end of the semester if the leave is of at least two weeks duration and the
return to employment would occur during the two-week period before the end of such semester. Classroom teachers
and teachers aides who desire to take family leave or medical leave for other than their own serious health condition
less than three weeks prior to the end of an academic semester may be required to continue taking leave until the
end of the semester is the leave is of duration of at least five working days.

24


Denial of Restoration of Certain Employees:
If the school district determines that a denial of restoration to a position is necessary to prevent substantial and
grievous economic injury to the school districts operations, the school district may deny restoration to an employee
who is among the highest paid 10 percent of the school districts employees after first notifying the employee of the
basis for the intended denial. The employee may avoid the denial of restoration by returning to work not later than
the day on which the school district has determined that the injury would occur.

Returning to Work:
Employees on family or medical leave must report every fourth workweek to their administrative supervisor either
telephonically or in person. If the employee is on medical leave for a serious medical condition of the employee which
makes the employee incapable of personally making the report, the report may be made by the employees health
care provider or another person designated by the employee. Such report shall be on the status and intention of the
employee to return to work. If an employee claims to be unable to return to work because of the continuation,
recurrence, or onset of a serious health condition for which the employee
would be eligible for medical leave, the employee shall submit to the Human Resources Department an appropriate
certification issued by a health care provider. Employees who do not return to work at the expiration of family or
medical leave and who have not been approved for another leave of absence, shall be considered to have abandoned
their employment. At the discretion of the school district, employees returning from family or medical leave shall be
restored the position held prior to leave or to an equivalent position.


Maintenance of Health Benefits:
If employees on leaves of absence under this policy desire to maintain their insurance coverage under the districts
group health plan, the employees shall deliver their semi-monthly portions of the insurance premium to the districts
employee benefits department not later than five workdays prior to each district payday. For leaves of absence under
this policy only, the school district shall supplement the employees portions of the premiums with any contributions it
normally would make toward the employees group health insurance premiums. The school district will recover from
employees its contributions if employees fail to return to work for reasons other than the continuation, recurrence, or
onset of a serious health condition that would entitle the employees to leave under this policy or for other
circumstances beyond the employees control.
Source: 29 U.S.C. 2611
(2), 2612 (a)
Approved: 9-14-1993
Revised: 4-21-2009
Reviewed:






25














Keep the following informed of your anticipated dates of absence and return to work:
Manager/Supervisor
Principal/Department Head
Child Nutrition Services H.R. 281-985-6440 (Tel) or 281-449-1966 (Fax)


TEMPORARY DISABILITY LEAVE OF ABSENCE
The Board of Education upon recommendation of the Superintendent of Schools may grant a temporary disability
leave of absence, at any time the employees condition interferes with the performance of his/her assigned duties.
Temporary disability is defined as any physical or mental condition of the employee which would prevent the
employee from performing assigned duties. Pregnancy is considered a temporary disability.

The maximum length for a leave of absence for temporary disability shall not exceed one full year.

The Superintendent of Schools may place an employee on a leave of absence for temporary disability when in his/her
judgment the employees condition is interfering with the performance of regularly assigned duties.

If the employee does not concur with the Superintendent of Schools, the employee must present to the
Superintendent a licensed physicians report which indicates that the employee is free from diseases or infestations
which may threaten the health or safety of others and that the employee is able to perform all regularly assigned
duties. The Board of Education will then decide whether or not the employee is to be placed on a temporary disability
leave of absence.

Employee request for temporary disability leave of absence must be submitted to the Superintendent of Schools
accompanied by a licensed physicians affidavit confirming the employees inability to work and indicating the
beginning and probable ending dates of the requested leave. An employee who is a member of the Christian Science
Church may have a Christian Science Practitioner attest to the employees disability.

The employee must notify the Superintendent of Schools of a desire to return to active duty at least thirty (30) days
prior to the desired date of return. The notice must be accompanied by a licensed physicians statement indicating the
employees physical fitness for the resumption of regular duties. The employee will return to active duty if a position is
available in an area the employee is certified to hold.


The following leaves run concurrently with temporary disability leave: Assault Leave, Family and Medical Leave,
Maternity Leave, Sick Leave and Workers Compensation.
Source: TEC 21.409
Approved: 4-20-2004
Revised: 8-19-2008
Reviewed:








26








MILITARY LEAVE
Any regular employee who may be conscripted into the defense forces of the United States for service training shall
be granted a military leave without pay.

The employee, upon returning from military leave, shall be offered a position of employment in an area the employee
is certified to hold (if such a position is available) at the adopted salary schedule for that position. The district must
receive a written request for reinstatement, and proof of honorable discharge or release from military service, within
ninety (90) days from the date of that discharge or release.

When short periods of military training or duty cannot be scheduled to coincide with vacation time or during the
summer periods, the employee shall be entitled to a paid leave of absence from his or her respective duties without
loss of time, efficiency rating, vacation time, personal time, sick leave, or salary on all days during which they shall be
engaged in authorized training or duty ordered or authorized by proper authority for not more than 15 workdays in
any one federal fiscal year.
Source: TEC 431.005
Approved: 8-19-2008
Revised: 8-19-2008
Reviewed:
SABBATICAL LEAVE
The Board of Education upon the recommendation of the Superintendent of Schools shall grant a sabbatical leave
without pay to qualified personnel for the purpose of study, travel, or for such other purposes as may be approved by
the Board of Education.

Written request for sabbatical leaves must be submitted to the Superintendent of Schools before the effective leave
date.

Upon recommendation of the Superintendent of Schools, the Board of Education may grant a sabbatical leave to a
contract employee who has not had a sabbatical leave during the five years immediately preceding. The leave granted
shall not exceed one school year.

The employee, upon return from sabbatical leave, shall be restored to his/her former position or one of comparable
status. If such a position is not available, the employee will be offered a contract of employment within the district in
a position the employee is certified to hold (if such a position exists).
Source: Local
Approved: 8-19-2008
Revised: 8-19-2008
Reviewed:

Health Insurance
The maximum length of time an employee may continue with district group benefits is 12 work-weeks. If you exceed
your 12 work-week of FMLA or your Temporary Disability (board-approved) leave begins, your coverage will end the
last day of the month this occurs.

Employees on leave who do not have payroll funds and do not pay their premiums through the district office, will
have their benefits terminated on the last day of the month in which full payment for benefits was made.

It is the responsibility of the employee to make payments if a payroll check is missed (during the 12 week duration.)
You can contact the Benefits department at 281-985-6226, or 281-985-6312, or 281-985-7573.




27




The employee shall deliver their semi-monthly portions of the insurance premium to the districts
employee benefits department no later than five (5) workdays prior to each district payday. Only a
check or money order for the exact amount payable to Aldine I.S.D. will be accepted. (Monthly
payments will not be accepted.)

If you intend to add a newborn to your insurance plan, you must do so within 30 days of birth. Contact the Benefits
Outlook enrollment line at 1-866-284-2473. Please visit your www.aldinebenefits.org for premiums and coverage.

Pay Upon Return
This section applies to employees who work 10 months and receive 12 months pay.

If you missed a paycheck, your pay will be less upon your return. When an employee earns pay, a small portion is
placed in reserve to pay for holiday and summer checks. If you missed a paycheck, you did not contribute toward
holiday and summer checks. Therefore, the system recalculates paycheck amounts by reviewing accumulated
reserves, the number of workdays remaining and the number of paychecks to be issued.
Paycheck Date Days Worked in Pay Period
5
th
16
th
end of previous month
20
th
1
st
15
th
of current month


DONATION OF SICK LEAVE

It is the desire of Aldine Independent School District to provide the opportunity for its employees to donate annually
one of their locally earned sick leave days to other employees who are experiencing serious, prolonged illnesses or
injuries which cause them to be unable to perform their assigned duties for an extended period of time and who have
exhausted their available sick leave benefits.

Full-time and part-time employees who participate in the school district's general sick leave program may either donate
or receive sick leave days. An employee may donate only one day each school year. For purposes of this policy only
and without regard to either the number of hours normally worked by the employee or the classification of the
employee, a "day" shall mean that daily period of time normally worked by the employee. For purposes of this policy
only, the school year shall be considered to be from July 1 through June 30. Donated days are not accumulated in
reserve or carried forward from year to year. A donation cannot be withdrawn after it has been received.

Employees may apply to receive donated days only for personal illnesses or injuries and may not use the days for any
other purposes. Employees may begin to receive donations on the twenty-first day of approved absence from assigned
duties following the exhaustion of their general sick leave benefits and their paid vacation days, if any. Employees may
receive a maximum of thirty (30) donated sick leave days in a school year. Employees may not receive donated days in
advance of absences and may not hold a surplus of donated days. Once eligible to receive donations, an employee may
apply for donations for subsequent illnesses or injuries occurring during the school year. Employees eligible for a
personally funded disability insurance plan are not disqualified from receiving donations. Donations made to
employees paid under the Workmen's Compensation Act will be administered according to the district's workmen's
compensation policy. In no case shall recipients of sick leave donations be paid by the district more than the amount
they would have received if they were not ill or injured. Employees will not receive donated sick leave days for any
period of time that the employee normally would not have worked.


28







Employees eligible to receive donations may apply by submitting a completed application form to their principal or
administrative supervisor. If the employee is incapacitated or otherwise unable to initiate the application process, a
person identified on the employee's emergency information card may submit the application.

Attached to the application form must be an attending physician's original statement which certifies that the nature and
extent of the illness or injury cause the applicant to be unable to perform regularly assigned duties, and states both the
date of the onset of the illness or injury and the anticipated date that the applicant will be able to return to work. The
principal or administrative supervisor will review the application for completeness and will forward it to the Assistant
Superintendent for Finance for processing. The Superintendent of Schools may require the applicant to submit to a
medical review by a second physician if it is warranted; this determination may be made at the sole discretion of the
Superintendent; and, the medical review will be at the expense of the school district.
3115-1

Employees may donate sick leave days by submitting donation forms to their principal or administrative supervisor. In
order to make donations, the donors must specify the employees to whom the donations are to be made and must
maintain personal sick leave balances of at least ten days of state or locally earned sick leave. Employees may donate to
each other without regard to their full-time or part-time status. Each donor's sick leave balance will be reduced by one
day, and each recipient shall receive one day of sick leave for each day donated to the recipient. Employees may make
donations without regard to the recipient's work assignment or classification.

This sick leave donation program is available only for current employees and may be discontinued at any time without
notice. The following persons are ineligible to participate in the program, either as donors or as recipients: persons
whose employment with the school district is terminated; employees who are on approved leaves of absence for other
than personal illness or injury; employees who are suspended without pay from assigned duties; and, students
employed on either a part-time or a temporary basis.

It is the intention of the school board that any and all benefits under the donation of sick leave policy in place during
the 2009-2010 school year shall terminate on June 30, 2010 and shall not carry over beyond that date. This policy shall
be effective for one school year, beginning on July 1, 2010 and ending on June 30, 2011, but is subject to re-adoption
annually by motion and vote during any meeting of the Board of Trustees.
Source: Local
Approved: 10-17-1995
Revised: 11-17-2009
Reviewed: 10-20-2009

JURY DUTY AND RESPONSE TO SUBPOENAS
When an employee is called for jury duty, he/she shall receive full pay. Time off to serve on jury duty shall not be
charged to sick or emergency leave. Upon return to work an employee shall furnish his/her immediate supervisor a
signed statement from the Baliffs or other court official verifying the number of days the employee served.

The rule for jury duty shall prevail when an employee responds as a witness by force of a legal subpoena. The rule
shall not apply in instances where the employee is either defendant or plaintiff in a legal action. A copy of the
subpoena must accompany the Absence from Duty Form.
Source: Local
Approved: 8-19-2008
Revised: 8-19-2008
Reviewed:
29








TIME CLOCKS & TIME SHEETS
Time Clocks
All employees are required to clock in and out daily. It is the sole responsibility of each employee to
clock in at their scheduled arrival time, out for lunch, in from lunch and last, clock out at the end of their
day. This is done by the employee swiping their employee badge in the time clock. If an employee forgets
to clock in or out, their manager must notify the CN HR Office by email.

If an employee swipes his/her badge knowing he/she is late, that punch cannot be changed.
[Example: An employee goes to lunch at 10:30 and is supposed to return at 11:00, but punches in at
11:45, the employee will be docked 45 minutes.]

Time sheets are done electronically. At the end of each pay period and must be examined by the
employee and the manager for any missing or incorrect information. All corrections must be e-mailed
to the CN HR office on a daily basis. The CN HR office will make all corrections electronically. A corrected
version of the time sheet will be available for review by the employee on a daily basis.

Please note these important reminders:
All absences must be emailed to the CN HR office on a daily basis.
Yellow and/or green forms must be mailed weekly to the CN HR office.
o Yellow forms are used for sick leave or personal leave days. One form for each week an
absence occurs.
o Green forms are used for workshops or Jury duty. If out for Jury duty, the employee must
attach a statement from the baliff or other court official verifying the days the employee
served.
Yellow forms are needed when an employee is being docked for an unapproved absence.
When reporting absences, a specific reason is needed [personal, sick, jury duty, workshop, etc.]

Time sheets must be reviewed by the employee for errors on Monday of each week and
approved by Wednesday, no later than 10:00 a.m.

Overtime pay (1 times hourly pay) is not paid until the employee works over 40 hours in one week.
Salmon-colored time cards are used strictly for Special Events.

USE OF THE COMPUTER TO CLOCK IN OR OUT ON MUST BE APPROVED BY THE CN HR
OFFICE.

Substitute Time Sheet Instructions
Substitute time sheets are to be filled in by each substitute employee on a daily basis. Time sheets are not
to be pre-filled prior to working. Information must be placed on the form as it occurs. Substitute
employees must sign the time sheet at the end of the week. Managers must verify the information on the
time sheet. If correct, the manager approves the time sheet, signs their signature and sends it in to the CN
office at the end of the week. Holidays may affect this deadline. All time sheets are re-checked for
accuracy by the CN HR office.
7/2014

30






The time sheet must have the following information:
1. School name and campus number
2. Week of: Date of week ending Saturday
3. Complete social security for each employee
4. Name of Substitute
5. Daily hours (less 30 min. for lunch break)
6. Weekly total

If any employee is out at the end of the pay period or a particular week, the manager should send in the
time sheet. Do not hold time sheets for any employee to return to work and sign. Do not sign any
employees signature. The employee should make arrangements to come to the CN office to sign the time
sheet no later than Wednesday of the following week by 10:00 a.m. but must call ahead for an
appointment.


ANY FALSIFICATION OF TIME SHEETS IS GROUNDS FOR TERMINATION.


BREAK AND LUNCH BREAKS
Each employee is entitled to a 30-minute unpaid lunch period, to be taken at a time set by the manager.
A breakfast meal is part of the daily benefits and is to be taken at the discretion of the manager. Permanent
employees must clock in and out for 30 minute lunch break.

During their unpaid lunch break, employees may choose to eat any reimbursable lunch composed of the
menu items (secondary serving size) offered that day. No special cooking of school-purchased foods is to
be prepared. Special diet foods brought from home, which are labeled and
wrapped properly, may be stored in a designated area. Since food or meals may not be taken out of the
cafeteria, any food brought from home must be consumed on premises. There should be no eating except
at designated times.

Employees may not eat or drink in the kitchen production or serving area at any time.

Reminder: Food or meals are not to be taken out of the cafeteria. Birthday parties, celebrations,
luncheons, etc., must be approved in advance by the supervisor and leftover food discarded.

Breaks may be scheduled as time permits at the discretion of the manager. Breaks are not to exceed ten
minutes.












31 7/2012




PROFESSIONAL ORGANIZATIONS

Aldine I.S.D. Child Nutrition Services is an affiliate of the Texas Association for School Nutrition (TASN).
Aldine School Nutrition Association (ASNA) is a local branch that supports the beliefs of TASN by offering to
employees the opportunity to share information through:

Networking with peers
Professional development by means of learning sessions, seminars and annual conference
Legislative representation
Opportunities for personal involvement in an organization that represents your profession

TASN offers certification in more than 60 areas such as nutrition, production, administration, technology,
purchasing, marketing, management, finance, safety/sanitation and compliance/record keeping. Some of
the benefits of becoming certified through TASN include knowledge concerning Child Nutrition programs;
continuing education; salary advancement; level advancement; and scholarships/grants.

Membership is encouraged but not required. Contact the Child Nutrition Services office for applications or
more information


PROFESSIONAL GROWTH

Child Nutrition Services employees may enroll in classes for food service personnel and work towards
completion of certification classes aimed at promoting professional growth in food service. The School
Nutrition Association and the Texas Association for School Nutrition have a certification plan for food service
personnel. Classes are available through Aldine ISD as well as other surrounding school districts and
Region 4 Education Service Center. Child Nutrition Services will pay for two (2) TASN recognized
certification classes per year providing necessary documentation is provided for classes taken. For more
information, please refer to the CN Policy and Procedure manual. There are other Professional growth
opportunities offered monthly by the Child Nutrition Services department and all child nutrition employees
are encouraged to attend.

SCHOLARSHIPS FOR FOOD SERVICE CLASSES
The Aldine School Nutrition Association offers scholarships for members to help with the expense of food
service professional growth classes. Applications and guidelines are available during the school year.
Contact the Child Nutrition Services office for information.


MANAGEMENT TRAINING
Any employee interested in management may make application to the Assistant Director of Child Nutrition
Services. Training periods for manager trainees are usually in session at all times during the school year.
Rev (7/07)

EXTRA WORK
Any employee interested in additional work opportunities in the food service area such as banquets, special
events, etc., should apply to the Child Nutrition Services office. This work is paid in addition to the
employees regular work.


32

GUESTS OF EMPLOYEES
Employees cannot have guests while on duty. This includes friends, relatives, children or grandchildren.
Children must not go to the kitchen after school. Members of employees' family, relatives or friends shall
not be allowed to eat meals regularly in the cafeteria. No one is permitted to eat regularly in the school
cafeteria except members of the student body, faculty and other school personnel. Parents are always
welcome as occasional visitors. Friends or relatives are not allowed to visit in the kitchen while an employee
is on duty.

TELEPHONES, CELL PHONES & PAGERS

The telephone in the kitchen is a business phone. Employees cannot expect to place or receive personal
calls. The telephone should not be used without the manager's knowledge and consent. Regular
emergency calls made or received by an employee will not be acceptable. Abuse of this policy may result
in reduced working hours, demotion, transfer or termination.
(Rev.7/02)
NOTICE TO SCHOOL BASED EMPLOYEES
Cell phones, pagers or any form of electronic devices belonging to school-based
employees must be kept in their locker or car and can only be used by school employees
during an approved break.

ALCOHOL/DRUGS/TOBACCO/WEAPONS

ALCOHOL AND DRUGS
EMPLOYEE REQUIREMENTS
It is the policy of the Aldine Independent School District to provide a drug-free workplace. As a condition of
employment, each employee shall abide by the terms of the Districts policy respecting a drug-free
workplace. The possession, use or being under the influence of alcohol, drugs or narcotics as defined in the
Texas Controlled Substances Act by an employee while on district property or while working in the scope of
assigned duties or while attending any district-sponsored activity is prohibited unless the drugs are
prescribed by a licensed physician in the course of medical treatment. Employees shall not manufacture,
distribute, dispense, possess, use or be under the influence of any of the following substances during
working hours while at school or at school-related activities during or outside of usual working hours;

1. Any controlled substance or dangerous drug as defined by law, including but not limited to
marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate.
2. Alcohol or any alcoholic beverage
3. Any abusive glue, aerosol paint, or any other chemical substance for inhalation
4. Any other intoxicant, or mood-changing, mind-altering, or behavior-altering drugs.
An employee need not be legally intoxicated to be considered under the influence of a controlled
substance.

DRUG AND ALCOHOL TESTING

The district shall conduct drug and alcohol testing in accordance with federal and state regulations, as well
as district policy, of employees that operate district machinery or district vehicles for use of alcohol or a
controlled substance that violates any law or district policy.

33
Disciplinary action will be taken against an employee found in violation of the districts drug and alcohol
policy and administrative regulations, and such employees will be subject to the full range of disciplinary
action up to and including termination.

REASONABLE SUSPICION TESTING

All employees shall be required to undergo alcohol and drug testing at any time the district has reasonable
suspicion to believe that the employee has violated the districts policy concerning alcohol and/or drugs.
Reasonable suspicion alcohol or drug testing may be conducted when there is reasonable suspicion to
believe that the employee has used or is using drugs or alcohol prior to reporting for duty, or while on duty,
or prior to or while attending any district function on or off district property. The districts determination
that reasonable cause exists must be based on specific, articulable observations concerning the appearance,
behavior, speech or body odors of the employee. The observations must be made by a trained supervisor.
Refusal to consent to testing will result in disciplinary action, up to and including termination of
employment.

TOBACCO USE

Employees shall not use tobacco products on district premises, in district vehicles, nor in the presence of
students at school or school-related activities. Employees who violate this policy will be subject to
disciplinary action, which may include a written reprimand, suspension without pay, or termination of
employment as circumstances warrant.

WEAPONS-FREE ENVIRONMENT

Aldine Independent School District is a weapons-free school district and models our district policies after Texas Penal
Code 46.03. Weapons are strictly prohibited on any Aldine Independent School District property.

SALE OF FOOD

Foods are to be sold for consumption in the cafeteria only. Any and all packages taken out of the cafeteria
are subject to inspection by the manager, supervisor or administrators. Food that is sold to school
employees must be consumed on the campus. (Rev. 7/01)

PURCHASE OF FOOD ITEMS

Employees are not to purchase food items from delivery trucks or salesmen while on duty. Employees may
not request delivery of items from a company.


LOCKERS

Employees may be assigned a locker for their personal possessions. To protect their personal possessions,
employees are encouraged to provide their own lock. If a locker is not available to every employee, we
encourage that personal possessions be placed in a locked car.


34


DRESS REQUIREMENTS
(Revised 8/2014)

Child Nutrition Services employees are required to be careful of their appearance to remain professional and
clean. All uniforms must be clean and fresh daily, in good condition, and conform to the
following guidelines:
***ANY DEVIATION OF DRESS REQUIREMENTS IS PROHIBITED***

UNIFORM TOPS:
All employees will wear department approved/issued uniform tops. Eight (8) Teal uniform tops (polo-style
shirt) with CN Caf.Com logo, will be provided to each Child Nutrition employee annually. Each employee
will sign a Shirt Agreement that is kept in her/his personnel file. The employee may purchase extra tops
from the Child Nutrition department when available. Shirts purchased by employees outside the Child
Nutrition department are not permitted.

MANAGER UNIFORM TOPS:
All managers will wear approved uniform shirt for the current school year. Shirts must be buttoned
completely for all managers. Managers may wear approved polo uniform shirts or district dress code
approved shirts on campus designated spirit days.

UNIFORM PANTS & SKIRTS:
ALL employees will wear solid color black, navy or khaki pants or skirts. Any uniform pants or skirt
should be made of a material thick enough to NOT show undergarments. Skirt-length must be mid-to-lower
knee length; pants should come to lower shoe level. A plain BLACK belt must be worn and appropriately fit
belt loops of pants or skirt.
**NO OTHER BELTS ARE PERMITTED**

NO JEANS ARE TO BE WORN EXCEPT ON SCHOOL SPIRIT DAYS, AT THE DISCRETION OF CHILD
NUTRITION. (SEE DRESS VARIATIONS BELOW FOR GUIDELINES)

UNIFORM FIT:
Uniform should not be skin tight in fit. It should allow free movement without being tight for appearance,
coolness and safety reasons.

EMPLOYEE SHOE PROGRAM:
All cafeteria employees must wear department issued and approved safety shoes. The shoes are well-fitting,
low-heel, enclosed and black in color. All shoes will provide a non-skid sole with lots of grip and a leather or
leather-like top. Safety Shoes are to be issued annually, the HR department will handle ordering prior to
year end school closings for all returning employees only. Each employee will sign a Shoe Agreement that is
kept in his/her personnel file. All other shoes worn must be medically necessary with documentation from
your physician, approved by Manager or Supervisor and meet requirements noted above. Shoes must be
kept in good condition and clean. Canvas or open shoes cannot be worn.

Female employees may wear un-patterned hose, pantyhose or no show ankle socks (black) with skirts.
Socks must be worn with pants. (Revised 8/14)


**DRESS REQUIREMENTS LISTED ARE NOT ALL INCLUSIVE**

35




DRESS VARIATIONS
Schools that participate in the various spirit days (drug program, school spirit, special school-wide programs,
etc.) may vary the child nutrition dress requirements not to exceed one day per week, but must follow the
district dress code which states, no un-collared T-shirts are permitted with spirit attire. Jeans should not be
faded. Jeans cannot be ripped or frayed.

Employees will be subject to the disciplinary process if their attire is considered to be inappropriate and or
unsafe as determined by the Manager or Supervisor. Clothing should be clean and fit properly, neither too
tight nor too baggy. NO JEANS ARE TO BE WORN EXCEPT ON SCHOOL SPIRIT DAYS, AT THE
DISCRETION OF CHILD NUTRITION. Jeans are not permitted as a part of the uniform.

PERSONAL APPEARANCE
The school manager is responsible for making sure the Child Nutrition employee under their supervision
follows all dress policies. Employees who do not follow dress requirements are subject to the disciplinary
process. Personal appearance includes the following:

Keep hair clean, neatly arranged, and wear an approved/issued invisible hairnet. Hairnets cannot
have beads, sequins or any other decorative items added to them.

Keep hands clean; nails short and clean. Do not wear nail polish. Artificial nails of any kind are
strictly prohibited. Employees will be sent home without pay and instructed to have nails removed
before returning to work the next day.

Employees may wear one plain wedding-like band with no stones. ONLY ONE pair of small earrings
may be worn only in the ears. Earrings cannot be larger than a nickel. NO OTHER JEWELRY
MAY BE WORN.

Approved food service-related pins may be worn.

Excessive make-up and cologne should not be worn. Deodorant is required.

Employees must remove soiled aprons and "freshen up" just before serving period. This should be
done in the restroom and never in the kitchen.

Male employees must follow Aldine district policy and health department regulations regarding facial
hair/hair. Men are permitted to grow facial hair if it is groomed and well trimmed. Beards however, must
be appropriately covered.

False eyelashes are strictly prohibited. (Rev.7/29/09)

Employee must reflect a satisfactory appearance as determined by manager and supervisor daily. A
visual "Five-Point Daily Checkup" will be conducted daily.

**DRESS REQUIREMENTS LISTED ARE NOT ALL INCLUSIVE**


36



HAIRNETS:
All cafeteria employees must wear department issued and approved invisible hairnets. A Hairnet must be
worn at all times in the kitchen and on the serving line. Hairnets must cover all of the hair, including the
bangs. Any hair accessories must be approved by Manager or Supervisor.

***Hairnets cannot have beads, sequins or any other decorative items added to them.***

APRONS:
Child Nutrition Services will furnish aprons for use in production area. Heavy-duty plastic aprons will be
provided to employees for use in dish-rooms and pot/pan washing.
Aprons are not to be worn on serving lines.

SAFETY APPAREL
Each cafeteria keeps safety apparel on hand such as oven mitts, protective eye coverings, shields to cover
nose and mouth, heavy rubber gloves, freezer gloves, sleeves and cutting gloves. It is a requirement to use
various safety apparel in performing duties and additional safety items may be required as deemed
necessary.

FIVE-POINT DAILY CHECKUP INSTRUCTIONS

The manager in charge must visually complete a Five-Point Daily Checkup on each employee before
they begin work.
The five points are as follows:
Uniform must be clean, neat and of correct material and colors. Clean personal hygiene.
Shoes must conform to district policy on safe shoes. They must be clean.
Hairnet covers all the hair including the bangs. Men are permitted to grow facial hair if it is groomed and
well trimmed. Beards must, however, be appropriately covered.
Hands clean, sore free or protected. Nails clean without nail polish. No artificial nails.
Employees may wear one plain wedding-like band with no stones. One pair of small earrings may be
worn only in the ears. No other jewelry may be worn.

If any point is not correct, employee must correct or go home to correct AND return as quickly as possible.
Employee will be docked for time missed. DOCUMENT.

Any further occurrences regarding dress code and appearance will be subject to the disciplinary process.


37












SAFETY POLICIES

RESPONSIBILITY
Safety is the responsibility of all Child Nutrition Services employees. An accident often is a symbol of
inefficiency, either mechanical or human, which can represent a monetary loss to the program. When an
individual is injured resulting in time lost from the job, costs for items such as medical services, insurance,
time in training a new employee or substitute, administrative investigation time, and repair or replacement
of equipment are included. Therefore, it is essential that each employee be trained by the training
managers or managers in the proper use and care of all equipment. The trainer must stress specific safety
measures to avoid accidents and injury. Proper training in use of equipment will produce efficiency, result
in economy, reduce cost of replacement, and avoid loss of time due to an injury.

Every child nutrition employee is expected to work safely, must maintain safety standards to
prevent accidents and can do their part to ensure safety by:

OBSERVING SAFETY RULES AND PROCEDURES

IDENTIFYING AND REPORTING HAZARDS

KNOWING THE LOCATION OF EMERGENCY EQUIPMENT AND HOW TO USE IT

KNOWING THE EMERGENCY PROCEDURES AND ESCAPE ROUTES

UTILIZING PROTECTIVE SAFETY EQUIPMENT PROVIDED such as: OVEN MITTS,
PROTECTIVE EYE COVERINGS, SHIELDS TO COVER NOSE AND MOUTH, HEAVY RUBBER
GLOVES, CUTTING GLOVES, SLEEVES, FREEZER GLOVES, ETC.

ATTENDING MONTHLY SAFETY MEETINGS

READING THE WEEKLY SAFETY REMINDERS IN THE Caf.communication

Revised 7/07







38








SEVERE WEATHER CONDITION
EMERGENCY PLAN
FOR CHILD NUTRITION SERVICES [CNS] EMPLOYEES




WATCH OR LISTEN TO YOUR LOCAL TV AND/OR RADIO STATION
[740 am KTRH, etc.] FOR INFORMATION ABOUT SCHOOL CLOSURES
DURING SEVERE/INCLEMENT WEATHER CONDITIONS
[flooding, ice, tornado, hurricane, etc.].
AREA TV/RADIO STATIONS ARE NOTIFIED NO LATER THAN 5:00 a.m.
IF SCHOOL IS TO BE CANCELLED.

YOU MAY ALSO CALL 281-209-0002 FOR SCHOOL CLOSURE INFORMATION.




UNLESS LOCAL MEDIA AND THE ALDINE INFORMATION LINE INDICATES ALDINE
SCHOOLS ARE TO BE CLOSED, ALL CN EMPLOYEES MUST BE AT WORK AS SCHEDULED.





Child Nutrition Services provides building principals with keys to the cooler, freezer and storeroom in a lockbox at
their campus. Principals sign a Key Release Form upon receipt of the code to open the lockbox at their campus. The
principal is responsible for the secrecy of the code. CN will not give the code to the cafeteria manager. The CN
Director keeps the list of codes. Only the building principal is given the code from the CN Office. As the form states,
in the event a new principal is assigned to the campus, the code will be reassigned to the new principal by the CN
Director.

In the event of severe/inclement weather conditions [flooding, ice, tornado, hurricane, etc.] while students are in school,
the following procedure should be followed unless other specific instructions are given by the principal and/or Child
Nutrition Services Executive Director or CN Administrator.


39






1. In the event school is dismissed before regular time, the manager must clear the total shutdown and exit
with the Child Nutrition Services Executive Director or CN Administrator prior to leaving. [Do not leave
school without approval from the Child Nutrition Services Executive Director or CN Administrator.]

2. During severe/inclement weather, all CNS employees must stay and work their regular hours unless early
dismissal permission is approved by CNS Administrator.

3. In the event of a power and/or water outage, alternate meals such as sandwiches, fruit and/or juice, fresh
veggies, milk, etc., will be offered to students and staff.

4. Manager must follow the instructions of the building principal in regards to feeding regular meals or snacks
to people [students or staff] stranded in the building.

5. Before leaving, managers must secure all food and equipment as they would for regular closing unless
instructed otherwise.

6. Employees will not receive pay for time not worked.

7. In the event employees [manager and/or hourly workers] are asked to stay extra time and help provide meal
service, they will be paid regular hourly rates. Overtime pay will go into effect for hours in excess of 40
hours for the week worked. Emergency work time must be approved by the supervisor and/or Executive
Director or CN Administrator.

INCLEMENT WEATHER PROCEDURES

1. All employees must notify their immediate supervisor by 5:00 a.m. if they are unable to report to work.

2. Managers must contact their supervisor by 5:30 a.m. to report staffing issues.

3. Supervisors will travel to the most accessible school in assigned area to answer pages from managers/callers.

4. Supervisors will call Executive Directors cell phone with a recap of the status of all assigned schools.

5. Schools with staffing shortages will only serve Quick Start breakfast. Instructions regarding the lunch menu
will be communicated.


Updated July, 2012














40

CHILD NUTRITION SERVICES
NATURAL DISASTER EMERGENCY PLAN

Upon notification of possible pending natural disaster, Child Nutrition staff, school and office, will be placed on
alert via e-mail and/or telephone by Executive Director, Director and/or Assistant Director and instructed to
follow procedures outlined below:

Computer equipment will be moved up and off the floor as far as possible
Food and/or supplies will be off floor, as well as records boxes for HCDE
Equipment and/or objects will be moved away from windows whenever possible
Objects by back door [milk crates, mops, bread racks, etc.] will be placed inside kitchen area
Schools/employees with vans will fill up vans and take them to designated, secure location

CN Maintenance Personnel will be instructed by
Executive Director, Director or Assistant Director:

To fill up vehicles
That they are placed on call
To keep Nextels and chargers with them and to keep them on and fully charged
Maintenance personnel who do not take their vehicles home will take the vehicle to a designated, secure
location
To keep ID badges with them in case they must report to a school
To keep Child Nutrition, Central Office and Maintenance contact list with them

Following disaster situation, when safety permits:

Designated CN staff will be available, when contacted, to service schools and/or areas needed
CN managers/supervisors will be contacted, as needed, to provide assistance on their campuses.



Updated September, 2010


41
WORK HABITS

EMPLOYEES MUST MEET OR EXCEED DISTRICT ATTENDANCE GOAL OF 98%.
EMPLOYEES MUST FOLLOW THESE PRACTICES FOR QUALITY FOOD SERVICE AT
ALL TIMES:



Report to work on time.

Work harmoniously with co-workers and staff members.

Follow all dress code policies.

Work quietly, harmoniously and avoid unnecessary visiting during working hours.

Any discussion of politics, religion, or personal problems should be kept to a minimum and discussed
only during breaks.

Follow work schedules set by the manager.

Follow directions as given by the manager. Ask questions to check for understanding.

Strive for preparation of quality food and quality service to the customers.

Do not eat or drink in the food preparation area.

Follow all policies and procedures of the Aldine Child Nutrition Services department and Aldine ISD.

Profanity, in any language, is not tolerated.













REV. 7/2011

42




ALDINE ISD
INTERNET ACCEPTABLE USE GUIDELINES

Use of school district computers is authorized only to further school district purposes. The school district
does not authorize use of its computer resources for private purposes, including activities which are for
profit or for recreation or for access to information which promotes illegal or immoral activity or which is
indecent or obscene. Rather, use of school district computers to gain access to such information is
prohibited. Employees doing so commit job related misconduct and are subject to being discharged
from employment for good cause, including but not limited to violating the standards of the profession.
Persons who use school district computers for unauthorized purposes will have their
computer privileges revoked or suspended.

Administrators and staff having access to the Internet or to other networks may use school district
computers for such access only in compliance with the following:

A. Users will maintain the confidentiality of their personally identifiable information, including
their name, home address, and home telephone number and will not release such information
to unauthorized individuals;
B. Users will maintain the confidentiality of their logon identifiers and passwords and will use only
their assigned logon identifiers and passwords;
C. Users will enter their assigned passwords each time access by password is required and will
change passwords immediately when prompted to do so;
D. Users will not gain access, use, rename, erase, alter, or manipulate another persons computer
files, programs, or disks and will not introduce or propagate computer codes or passwords
which hinder any other persons files, programs, software, or systems;
E. Users will use school district computers only for educationally, instructionally, or
administratively appropriate activities. Users will not use school district computers for private
purposes or to gain access to indecent or obscene information or information which promotes
illegal, unethical, or immoral activities; and,
F. Users will not use the school district computers to transmit vulgar or sexually explicit language
or to annoy, harass, stalk, or threaten other users.
G. Permission must be obtained from the executive director of technology services and the
deputy superintendent if your staff plans to post any information on a web site or web service
other than the official Aldine Web Site.







43 7/2012










NOTICE TO EMPLOYEES CONCERNING
WORKERS' COMPENSATION IN TEXAS
COVERAGE: Aldine ISD has workers' compensation insurance coverage
from the Texas Association of School Boards to protect you in the event of
work-related injury or illness. This coverage is effective from September
2002. Any injuries or illnesses which occur on or after that will be handled
by the Texas Association of School Boards. An employee or a person
acting on the employee's behalf must notify the employer of an injury or
illness not later than the 30th day after the date on which the injury occurs
or the date the employee knew or should have known of an illness, unless
the Division determines that good cause existed for failure to provide
timely notice. Your employer is required to provide you with coverage
information, in writing, when you are hired or whenever the employer
becomes, or ceases to be, covered by workers' compensation insurance.

EMPLOYEE ASSISTANCE: The Division provides free information about
how to file a workers' compensation claim. Division staff will explain your
rights and responsibilities under the Workers' Compensation Act and
assist in resolving disputes about a claim. You can obtain this assistance
by contacting your local Division field office or by calling 1-800-252-7031.

SAFETY HOTLINE: The Division has established a 24-hour toll-free
telephone number for reporting unsafe conditions in the workplace that
may violate occupational health and safety laws. Employers are prohibited
by law from suspending, terminating, or discriminating against any
employee because he or she in good faith reports an alleged occupational
health or safety violation. Contact Health and Safety at 1-800-452-9595.

Notice 6 (Rev. 10/05) TEXAS DEPARTMENT OF INSURANCE, DIVISION OF WORKERS'
COMPENSATION Rule 110.101






44




SEXUAL HARASSMENT AND SEXUAL ABUSE

It is the official policy of this school district that students and employees should be treated honorably and with respect
at all times. Students and employees should conduct themselves in a manner which encourages and promotes positive,
wholesome relationships with others. The Board of Trustees recognizes that all persons should be free from
unwelcome, offensive, or otherwise inappropriate sexual advances and activity. Sexual advances, sexual remarks, or
sexual conduct are not appropriate in an educational environment, and the Board of Trustees will not tolerate sexual
harassment or sexual abuse of students or employees. If an administrator learns of inappropriate sexual behavior by
either students or employees toward others and such behavior is school-related, the administrator shall take appropriate
action. Employees who sexually harass students or other employees are subject to appropriate disciplinary measures,
including termination from employment. Employees who sexually abuse students will be terminated from employment.
Under no circumstances shall the alleged perpetrator be allowed to conduct the reporting conference or the
investigation of the allegation or to be a reviewing official. Students who sexually harass or abuse employees or other
students will be disciplined according to the school districts discipline management plan.

Notification of parents:
If an employee is alleged to have sexually harassed or sexually abused a student, the students parent shall be notified.
If allegations of sexual abuse are made by students against students, the students parents will be notified. If allegations
of sexual harassment are made by students against students, the students parents will be notified if the allegations are
not minor.

Sexual harassment by employees:
Employees shall not engage in any type of conduct that sexually harasses students or other employees, including
applicants for employment. An employee who engages in any sexually oriented conversations, activities, contacts, or
other conduct of a sexual nature with a student commits sexual harassment of the student. Regardless of the students
age or the consent of either the student or the students parent, employees are prohibited from dating or courting
students. An employee who engages in unwelcome sexually oriented conversations, activities, or contacts with another
employee commits sexual harassment of the employee if submission to such conduct is made either explicitly or
implicitly a term or condition of an individuals employment, If submission to or rejection of such conduct is used as
the basis for employment decisions affecting the individual, or if such conduct has the purpose or effect of
unreasonably interfering with an individuals work performance or creating an intimidating, hostile, or offensive
working environment.

Sexual harassment by students:
Students shall not engage in any type of conduct that sexually harasses employees or other students. A student who
engages in any unwanted or unwelcome sexually oriented conversations, activities, contacts, or other conduct of a
sexual nature with an employee or another student commits sexual harassment of that person. Students are strongly
discouraged from engaging in romantic relationships with employees, regardless of the consent of the employee or the
students parent.

Sexual abuse of students:
Employees shall not engage in any type of conduct that sexually abuses students. Sexual abuse includes, but is not
limited to, fondling, sexual assault, or sexual intercourse. In addition to being terminated from employment, any
employee who sexually abuses a student shall be reported to the appropriate law enforcement agency for criminal
prosecution and to the Commissioner of Education for appropriate sanctions.


45








Complaint procedure for students:
A student or a students parents who believe that the student has been or is being sexually harassed or sexually abused
may present a complaint regarding the sexual harassment or sexual abuse by reporting to the students principal, the
principals designee, or the schools area superintendent (Title IX coordinator for students).

If a conference is requested with this reporting official, the conference will be conducted within ten calendar days. If
the reporting official is not the same gender as the student and the student will be attending the conference, another
official of the same gender as the student shall be designated to conduct the conference if the student or students parent
makes that request. At the conference, the official shall notify the complainant bringing the complaint of the right to
file a complaint directly with the Office of Civil Rights.

If a conference is not requested, the reporting official shall conduct a prompt and thorough investigation of the
allegations and shall notify the complainant of the officials determination within ten calendar days after receiving the
complaint. If a conference is requested, the officials investigation shall be conducted and the complainant notified of
the officials determination within ten school days after conducting the conference. The complainant shall be notified if
a delay in concluding the investigation is necessary.

After the reporting official notifies the student or parents of the determination, the official shall forward to the
appropriate area superintendent the officials complaint file, which shall include the written complaint, other documents
presented to the reporting official, and copies of all investigative notes or determination documents maintained by the
official.

If the complainant is not satisfied with the officials determination, the complainant may appeal to the Superintendent
of Schools within ten calendar days after being notified of the reporting officials determination. The appeal must be in
writing and signed by the complainant, must clearly and specifically state the substance of the complaint, must state
how the complainant requests that the complaint be resolved, must state the date that the complaint was made to the
reporting official, and must identify the reporting official. Within ten calendar days after receiving the appeal notice,
the Superintendent will conduct a conference with the student or parent if the appeal notice requests one. The
Superintendent will review the reporting officials complaint file. The Superintendents decision will be communicated
to the complainant within ten calendar days after receiving the appeal or conducting the conference, as may be
appropriate, and will add the complainants written appeal documents and the Superintendents investigative notes or
determination documents to the contents of the reporting officials complaint file.

If the complainant is not satisfied with the Superintendents decision, the complainant may appeal to the Board of
Trustees by delivering a written notice of appeal to the Superintendents office within ten calendar days after the
Superintendents decision is made. The appeal will be scheduled to be presented to the Board of Trustees and will be
posted as an agenda item for the next available board meeting. The Superintendent will add the notice of appeal to the
complaint file and will deliver the file to the Board of Trustees for consideration during the complainants presentation.
The presentation will be scheduled to be made in executive session. After considering the complaint, the Board may
exercise its discretion by questioning either the complainant or the administration, by directing the Superintendent to
place the matter on a future agenda, or by taking no action.

Complaint procedure for employees:
Employees who believe that they have been or are being sexually harassed or sexually abused by another employee
shall report the sexual harassment or sexual abuse pursuant to the districts policy regarding the presentment of
grievances. In no case shall persons who believe that they have been sexually harassed or sexually abused be required
to report to the person who is alleged to have been the perpetrator of the harassment or abuse.
Source: Local
46 Approved: 11-8-1994
Revised: 8-19-2008
FORMS




Acknowledgement of Policies and Practices

Request for Medical Leave

Certification of Health Care Provider

Terms and Conditions for Health Care Provider

Application to Receive Donated Sick Leave

Sick Leave Donation Form

Physical Job Requirements Form

Calendars

ALDINE INDEPENDENT SCHOOL DISTRICT
CHILD NUTRITION SERVICES
ACKNOWLEDGEMENT OF RECEIPT OF
EMPLOYEE HANDBOOK AND
AGREEMENT OF POLICIES

This is to acknowledge that I have reviewed a current copy of the Aldine ISD Child Nutrition Services Employee Handbook. I
understand that it is my responsibility to read and comply with the guidelines set forth in this Handbook. The information in this
Handbook is subject to change and I understand that changes in district policies may supersede, modify or eliminate the
information summarized in this Handbook. As the district provides updated policy information, I accept responsibility for reading
and abiding by the changes and maintaining my employee handbook given to me upon my employment.

I have read the Aldine Ethical Conduct Guidelines. I understand the districts ethical expectations. I understand that I may seek
clarification of Aldines ethical expectations by contacting my administrative supervisor, the Superintendent of School, or the
Superintendents designee; and I agree to adhere to the districts ethical standards.

I understand that my employment relationship is strictly voluntary and mutually at-will and that nothing in the Handbook or in any
other document issued by the district will alter this at-will relationship.

I understand that a criminal background check will be performed on me annually; however, if I am charged with any criminal
activity, I must report this to my Supervisor/Superintendent of schools within a 3 day period.

I have received information and training on Civil Rights.

I have attended the Aldine ISD Child Nutrition Services new employee orientation.

I have received information, training and viewed the video on blood-borne pathogens.

I have read and agree to the Internet Acceptable Use Guidelines. I understand that the use of school district computers is
authorized only to further school district purposes. The school district does not authorized use of its computer resources for
private purposes, including activities which are for profit or for recreation, or for access to information which promotes illegal or
immoral activity or which is indecent or obscene. Employees doing so commit job related misconduct are subject to being
discharged from employment for good cause, including but not limited to violating the standards of the profession.

I certify that I have received Form SSA-1945 that contains information about the possible effects of the Windfall Elimination
Provision and the Government Pension Offset Provision on my potential future Social Security benefits.

I understand that as a Manager (level 2), Manager Trainee (level 1), or Accountability Specialist (level 1), I am required to be
TASN certified on specific levels and I must maintain that certification throughout the duration of my position.

I understand that as a substitute cafeteria employee, I must complete the CN Basics course before being considered for permanent
employment.

I understand this form will be filed in my personnel folder in the Child Nutrition Services Office.

I have received information and training on how to use the Time and Attendance system and/or training on time sheets and agree
to all policies pertaining to.


Printed Employee Name Social Security Number Campus


Employees Signature Date Rev.7/2012




ALDINE INDEPENDENT SCHOOL DISTRICT/CHILD NUTRITION HR
2112 ALDINE MEADOWS
HOUSTON, TEXAS 77032
Telephone (281) 985-6426 OR (281)985-6440 Fax (281) 449-1966

Leave Information:

1. Keep the following personnel informed of your anticipated dates of absence and return to work:
Manager/Supervisor

Human Resources Department: Mae Simmons (Tel) (281) 985-6426
Debbie Drake (281) 985-6440
(281) 449-1966 (Fax)
It is your responsibility to:
a. Inform your Benefits Coordinator of any date changes.
b. Confirm Doctors Certification is submitted
c. Call on the first day of leave
d. Confirm Doctors release to work note is received prior returning to work.

2. Types of Leaves Available:

A. Family and Medical Leave: If you have worked a minimum of 1,250 hours in the last twelve month period, you may qualify
for a Family and Medical Leave of absence. Family Leave, Medical Leave, or a combination of both allow up to twelve (12)
workweeks of absence during any twelve-month period.

1. Family Leave: Birth or Adoption

You will be required to exhaust personal days, vacation days, and / or other comparable forms of compensation. After this type of
compensation is exhausted, the remainder of your 12 weeks of Family Leave will be unpaid. (If you are recuperating from
childbirth and you have provided a physicians note stating that you cannot perform your duties due to your medical condition,
you qualify for Medical Leave. If you need to stay home with the baby for a period longer than the twelve weeks allotted by
FMLA, or if you do not qualify for FMLA or Medical Leave, you will need to request a Maternity Leave. Please see Medical and
/ or Maternity Leave below. )

2. Medical Leave: Employees own serious health condition or that of an immediate
family member: Spouse, Parent, Son or Daughter.

You will be required to exhaust personal days, vacation days, sick leave or other comparable forms of compensation. After these
forms of compensation are exhausted, the remainder of your 12 weeks of medical leave will be unpaid. Sick days may only be
used during the time your doctor states that you cannot work due to a personal medical condition or that of an immediate family
member.

You must provide medical certification regarding your status every 4th week of leave.


















B. Sick Leave: Sick leave will be used for absences due to a personal illness or injury, or, the death/ illness of an
immediate family member. Personal Days and State Days are used before any Local Days. If the employee is absent for five (5)
or more consecutive days for personal illness or for three (3) or more consecutive days for an illness in the immediate family, the
request shall be accompanied by a Certification of Illness from a physician. Requests for sick leave shall be made on forms
adopted by the school district.

C. Unpaid Leave: When medically necessary and no sick days are available, the leave will be unpaid.
D. Maternity Leave: Birth or Adoption

Upon recommendation of the Superintendent of Schools, a maternity leave of absence may be granted by the
Board of Education without sick leave benefits for a period up to one full year. Employees must make a written
request for maternity leave to the Superintendent of Schools at least 30 days before the leave begins.

The Superintendent of Schools must be notified of intent to return to active duty 30 days prior to the desired date
of return. If a position is available that the employee is qualified to hold, the employee will return to active duty.

E. Temporary Disability Leave: Employees own physical or mental condition which prevents the
employee from performing assigned duties.

Upon recommendation of the Superintendent of Schools, a temporary disability leave of absence may be granted
by the Board of Education for a period up to one full year. Employees must make a written request for temporary
disability leave to the Superintendent of Schools. Such request shall be accompanied by a licensed physicians
statement confirming the employees inability to work. The employee must notify the Superintendent of Schools
of the ability to return to work at least thirty (30) days prior to the date of return. The return to work notice shall
be accompanied by a licensed physicians statement confirming the employees capability of resuming regular
duties. The employee will return to work if a position is available in the area the employee is certified to hold.

You must provide medical certification regarding your status every 4
th
week of leave.

F. Military Leave: Any regular employee who may be conscripted into the defense forces of the United States for service
training shall be granted a military leave without pay. When short periods of military training cannot be scheduled to coincide
with vacation or summer periods, the employee shall be entitled to leave from duties without loss of pay, vacation time or salary
on all days during which they shall be engaged in authorized training or duty ordered or authorized by proper authority, not to
exceed fifteen (15) days in any one calendar year.

Qualifying Exigency Leave: Up to 12 weeks of leave because of any qualifying exigency
arising out of the fact that the spouse, or a son, daughter or parent of the employee is on active
duty (or has been notified of an impending call ).

Caregiver Leave: Up to 26 weeks of leave granted for the spouse, son, daughter, parent or
next of kin of a covered service- member to care for the service- member.

G. Sabbatical Leave: For Study Only. Written requests for sabbatical leave must be made to the Superintendent of Schools 30
days before the effective leave date. The leave shall not exceed one school year. The Board of Education may grant a sabbatical
leave upon the recommendation of the Superintendent of Schools. The employee requesting the leave must show earned college
hours and/or degree at the end of the year. The employee may not have had a sabbatical leave in the five years immediately
preceding this request.

3. Donated Sick Days: Please refer to Board Policy 3115













4. Health Insurance:

The maximum length of time an employee may continue with district group benefits is 12
work weeks. If you exceed your 12 work weeks of FMLA or your TEMPORARY
DISABILITY (board-approved) leave begins, your coverage will end the last day of the
month this occurs.


Employees on leave who do not have payroll funds and do not pay their premiums through
the district office will have their benefits terminated on the last day of the month in which
full payment for benefits was made.

It is your responsibility to make payments if you miss a payroll check (during the 12 week
duration). Failure to make payments to your premium will result in extra deductions on the first paycheck you receive when you
return to work. You can reach Mae @ (281) 985-6426.

The employee should bring their semi-monthly portions of the insurance premium to the
districts Employee Benefits Department no later than five workdays prior to each district
payday. Only a check or money order for the exact amount payable to Aldine ISD will be
accepted. No cash accepted. You can also mail the payment to this address: AISD/Benefits
Department, 15010 Aldine Westfield Rd. Houston, TX 77032.

If you intend to add a newborn to your insurance plan, you must do so within 30 days of birth.
Contact the Benefits Outlook enrollment line at 1-866-284-2473. Please visit your www.aldinebenefits.org for premiums and
coverage information











5. Payroll:

Please address any questions regarding paychecks, sick days and donated sick days to the Payroll department @ (281) 985-
6235 (teachers), (281) 985-6233 (para) and (support staff), (281) 985-6229 (clerical).


6. Returning to Work:

If your doctors release has restrictions, it must be submitted to Human Resources/Benefits Dept.
prior to returning to work for review.



Benefits Continuation
COBRA: Under the Consolidated Omnibus Budget Reconciliation Act of 1986, you may
elect to continue coverage for yourself (any eligible dependent(s) who were covered by the
plans on the date of your termination or loss of eligibility) for a specific period (usually 18
months). Notification of your continuation options under COBRA will be sent to your
home address.




ALDINE INDEPENDENT SCHOOL DISTRICT/CHILD NUTRITION HR
2112 ALDINE MEADOWS
HOUSTON, TEXAS 77032
Telephone (281) 985-6426 or (281) 985-6440 Fax (281) 985-7143


Acknowledgement


The Leave Information Document will list your responsibilities along with other helpful information. Please review
what is expected of you before signing this document.

I, ___________________________________, have received/printed a copy
of the Leave I nformation Document and accept the responsibilities listed on the form.



_________________________________
Printed Name

____________________________________
Signature

___________________
Date

____________________________
Phone Number














7/2014


Please read
and sign below
ALDINE INDEPENDENT SCHOOL DISTRICT
FAMILY AND MEDICAL LEAVE
EMPLOYEE REQUEST FOR LEAVE FORM
04/04/2014

Type/Print and Submit to Human
Resources

1. Name of employee (First, MI, Last)


Social Security Number

_________ - ________ - _________
2.Assignment/Location
3. Reason for requested leave c. Military Caregiver Leave
a. Birth, Adoption or Foster Care d. Qualifying Exigency Leave
b. In order to care for spouse, child or e. Because of employee's own serious health condition that makes
parent with a serious health condition him/her unable to perform job functions
4. If b c or "d", please check one:
Spouse Child Parent
5. Name and address of relation as stated in #4.

6. Date on which you wish to commence leave: 7. Date of anticipated return to work:
8. Are you requesting leave on an intermittent or
reduced schedule? Yes No
9. If "yes", please give schedule of when you anticipate you will be unavailable for work:
Employees seeking leave because of reason "3(b)" "3(c)" 3(d) above must provide medical certification within 15 days or as soon as
practicable. Employees seeking to return to work after a leave because of their own serious illness [reason "3(d)"] also must provide a medical certification of ability to perform job
duties before they are allowed to resume work.
I hereby agree that while I am on leave, I will continue to pay my share of health insurance premiums, unless I elect to discontinue such coverage. I also agree that if I fail to return to
work at the end of the leave period, I will reimburse the District for the cost of health benefits provided during my leave, unless I fail to return to work because of the continuation,
recurrence, or onset of a serious health condition or because of other circumstances beyond my control. If I am unable to return to work because of a serious health condition, I will
provide medical certification from the appropriate health care provider stating that I am unable to perform the functions of my position on the date that my leave expired or that I am
needed to care for my spouse/parent/child because he/she has a serious condition on the date that my leave expired.
FAMILY AND MEDICAL LEAVE: EXCERPTS OF YOUR RIGHTS AND OBLIGATIONSSee Board Policy Book pg. 3100-3172

1. All time taken as a result of this leave will count against your annual Family and Medical Leave Entitlement.
2. You will be required to submit this completed (Family and Medical Leave Certification Form) before the leave begins or, if the need for a leave is unforeseen, as soon as practicable.
Failure to provide this certification may result in denial of leave until such certification is provided, as well as disciplinary actions up to and including termination.
3. If you take a Family Leave for the birth or adoption of a child, you will be required to exhaust all of your accrued but unused personal leave, vacation or other paid family leave time during your
Family Leave. After you have exhausted all such paid time off, whatever time remains of your 12 weeks of Family Leave will be without pay.
4. If you take a Medical Leave because of your own illness, or to care for a seriously ill family member, you will be required to exhaust all of your accrued but unused personal leave, vacation, sick
leave or other paid medical leave during your Medical Leave. After this paid time off is exhausted, whatever time remains of your 12 weeks of Family and Medical Leave will be without pay.
5. If you exceed your 12 work weeks of FMLA or your TEMPORARY DISABILITY (board-approved) leave begins, your benefits coverage will end the last
day of the month this occurs. Employees on leave who do not have payroll funds and do not pay their premiums through the district office will have
their benefits terminated on the last day of the month in which full payment for benefits was made.
6. When you are on Family and Medical Leave, you will be required by the District to periodically provide information on your status and on your intention to return to work. Failure to provide
such information may subject you to disciplinary actions up to and including discharge for voluntary job abandonment. Contact the Human Resources Department and your
administrator at least every four (4) weeks.

Penalties for Failure to Return From a Family Leave or Medical Leave
The District may recover the group health care premiums paid for by the District on your behalf during a Family Leave or Family Medical Leave if you fail to return to work after the allowable
amount of Family Leave and/or Medical Leave time expires unless you are unable to return due to the continuance or recurrence of the serious health condition or unless you are unable to return to
work for other reasons beyond your control.

I hereby certify that the information provided above is true and complete. I also certify that I have read and understand the above rights and obligations associated with my Family
Medical Leave.

Employees Signature X Date / /

FOR OFFICE USE ONLY: Eligible for FMLA _____ IF NOT ELIGIBLE, TYPE OF LEAVE ___________________

Doctors Note Pending ______ 1,250hrs Length of Service ______





Doctors Certification of Health Care Provider for Employees Family Member

ALDINE INDEPENDENT SCHOOL DISTRICT
2112 Aldine Meadows Houston, Texas 77032
Office: (281) 985-6440 or (281) 985-6426 Fax: (281) 449-1966


Section I: For Completion by the EMPLOYER

Employer Name and Contact: Aldine Independent School District
Child Nutrition Services
ATTN: Human Resource Department


Section II: For Completion by the EMPLOYEE

Your Name: __________________________________________________________________________________
First Middle Last

Name of family member for whom you will provide care: _______________________________________________
First Middle Last

Relationship of family member to you: ______________________________________________________________

If family member is your son or daughter, date of birth: _____________________________________________

Describe care you will provide to your family member and estimate leave needed to provide care:

_____________________________________________________________________________________________

_____________________________________________________________________________________________


________________________________________________________ ______________________________
Employee Signature Date


Section III: For Completion by the HEALTH CARE PROVIDER

INSTRUCTIONS to the HEALTH CARE PROVIDER: The employee listed above has requested leave under the FMLA to care for your
patient. Answer, fully and completely, all applicable parts below. Several questions seek a response as to frequency or duration of a condition,
treatment, etc. Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the patient. Be
as specific as you can; terms such as lifetime, unknown, or indeterminate may not be sufficient to determine FMLA coverage. Limit your
responses to the condition for which the patient needs leave. Page 3 provides space for additional information, should you need it. Please be
sure to sign the form on the last page.

Providers Name and Business Address: ____________________________________________________________

_____________________________________________________________________________________________

Type of Practice / Medical Specialty: _______________________________________________________________

Telephone: ( ) ___________________ Fax: ( ) _____________________________________________


Part A: Medical Facts

1. Approximate date condition commenced:

Probable duration of condition: ________________________________________________________________

Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility?
Yes No If yes, provide dates of admission: ________________________________________________



Date(s) you treated the patient for condition: _____________________________________________________

Was medication, other than over-the-counter medication, prescribed? Yes No

Will the patient need to have treatment visits at least twice per year due to the condition? Yes No

Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)?
Yes No If yes, state the nature of such treatments and expected durations of treatment:

_________________________________________________________________________________________

_________________________________________________________________________________________

2. Is the medical condition pregnancy? Yes No If yes, expected delivery date:

3. Describe other relevant medical facts, if any related to the condition for which the patient needs care (such medical facts may include
symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment):

_________________________________________________________________________________________

_________________________________________________________________________________________

Part B: AMOUNT OF LEAVE NEEDED: When answering these questions, keep in mind that your patients need for care by the
employee seeking leave may include assistance with basic medical, hygienic, nutritional, safety or transportation needs, or the
provision of physical or psychological care.

4. Will the patient be incapacitated for a single continuous period of time, including any time for treatment and recovery?
Yes No

If yes, estimate the beginning and ending dates for the period of incapacity: _____________________________

_________________________________________________________________________________________

During this time, will the patient need care: Yes No

If yes, explain the care needed by the patient and why such care is medically necessary:

_________________________________________________________________________________________

_________________________________________________________________________________________


5. Will the patient require follow-up treatments, including any time for recovery? Yes No

Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required for each appointment,
including any recovery period: ________________________________________________________________

_________________________________________________________________________________________

Explain the care needed by the patient, and why such care is medically necessary: ________________________

_________________________________________________________________________________________

6. Will the patient require care on an intermittent or reduced schedule basis, including any time for recovery?
Yes No

Estimate the hours the patient needs care on an intermittent basis, if any:

Hours per day; days per week from through _________________

Explain the care needed by the patient, and why such care is medically necessary:

_________________________________________________________________________________________

_________________________________________________________________________________________




7. Will the condition cause episodic flare-ups periodically preventing the patient from participating in normal daily activities?
Yes No


Based upon the patients medical history and your knowledge of the medical condition, estimate the frequency of flare-ups and the duration of
related incapacity that the patient may have over the next 6 months (e.g., 1 episode every 3 months lasting 12 days).

Frequency: times per week(s) month(s)

Duration: hours or day(s) per episode

Does the patient need care during these flare ups? Yes No

Explain the care needed by the patient, and why such care is medically necessary: ____________________________

_____________________________________________________________________________________________

_____________________________________________________________________________________________

ADDITIONAL INFORMATION: Identify Question Number with Your Additional Answer:

_____________________________________________________________________________________________

_____________________________________________________________________________________________




__________________________________________ ______________________________________________

Signature of Health Care Provider Date

Please read
and sign below
ALDINE INDEPENDENT SCHOOL DISTRICT
EMPLOYEE REQUEST FOR LEAVE FORM
04/04/2014

Type/Print and Submit to Human Resources
1. Name of employee (First, MI, Last)


Social Security Number

_________ - ________ - _________
2.Assignment/Location
3. Reason for requested leave c. Military Caregiver Leave
a. Birth, Adoption or Foster Care d. Qualifying Exigency Leave
b. In order to care for spouse, child, or e. Because of employee's own serious health condition that makes
parent with a serious health condition him/her unable to perform job functions
4. If b c or "d", please check one:
Spouse Child Parent
5. Name and address of relation as stated in #4.

6. Date on which you wish to commence leave: 7. Date of anticipated return to work:
8. Are you requesting leave on an intermittent or
reduced schedule? Yes No
9. If "yes", please give schedule of when you anticipate you will be unavailable for
work:
Employees seeking leave because of reason "3(b)" "3(c)" 3(d) above must provide medical certification within 15 days or as soon as practicable. Employees
seeking to return to work after a leave because of their own serious illness [reason "3(d)"] also must provide a medical certification of ability to perform job duties before they are allowed to resume work.
I hereby agree that while I am on leave, I will continue to pay my share of health insurance premiums, unless I elect to discontinue such coverage. I also agree that if I fail to return to work at the end of the
leave period, I will reimburse the District for the cost of health benefits provided during my leave, unless I fail to return to work because of the continuation, recurrence, or onset of a serious health
condition or because of other circumstances beyond my control. If I am unable to return to work because of a serious health condition, I will provide medical certification from the appropriate health care
provider stating that I am unable to perform the functions of my position on the date that my leave expired or that I am needed to care for my spouse/parent/child because he/she has a serious condition on
the date that my leave expired.
FAMILY AND MEDICAL LEAVE: EXCERPTS OF YOUR RIGHTS AND OBLIGATIONSSee Board Policy Book pg. 3100-3172

1. All time taken as a result of this leave will count against your annual Family and Medical Leave Entitlement.
2. You will be required to submit this completed (Family and Medical Leave Certification Form) before the leave begins or, if the need for a leave is unforeseen, as soon as practicable.
Failure to provide this certification may result in denial of leave until such certification is provided, as well as disciplinary actions up to and including termination.
3. If you take a Family Leave for the birth or adoption of a child, you will be required to exhaust all of your accrued but unused personal leave, vacation or other paid family leave time during your
Family Leave. After you have exhausted all such paid time off, whatever time remains of your 12 weeks of Family Leave will be without pay.
4. If you take a Medical Leave because of your own illness, or to care for a seriously ill family member, you will be required to exhaust all of your accrued but unused personal leave, vacation, sick
leave or other paid medical leave during your Medical Leave. After this paid time off is exhausted, whatever time remains of your 12 weeks of Family and Medical Leave will be without pay.
5. If you exceed your 12 work weeks of FMLA or your TEMPORARY DISABILITY (board-approved) leave begins, your benefits coverage will end the last
day of the month this occurs. Employees on leave who do not have payroll funds and do not pay their premiums through the district office will have
their benefits terminated on the last day of the month in which full payment for benefits was made.
6. When you are on Family and Medical Leave, you will be required by the District to periodically provide information on your status and on your intention to return to work. Failure to provide
such information may subject you to disciplinary actions up to and including discharge for voluntary job abandonment. Contact the Human Resources Department and your
administrator at least every four (4) weeks.

Penalties for Failure to Return From a Family Leave or Medical Leave
The District may recover the group health care premiums paid for by the District on your behalf during a Family Leave or Family Medical Leave if you fail to return to work after the allowable
amount of Family Leave and/or Medical Leave time expires unless you are unable to return due to the continuance or recurrence of the serious health condition or unless you are unable to return to
work for other reasons beyond your control.

I hereby certify that the information provided above is true and complete. I also certify that I have read and understand the above rights and obligations associated with my Family
Medical Leave.

Employees Signature X
Date / /

FOR OFFICE USE ONLY: Eligible for FMLA _____ IF NOT ELIGIBLE, TYPE OF LEAVE ___________________
Doctors Note Pending ______ 1,250hrs Length of Service ______





(FAMILY AND MEDICAL LEAVE ACT)
CONDITION DOCTORS CERTIFICATION OF HEALTH CARE PROVIDER FOR EMPLOYEES SERIOUS HEALTH

ALDINE INDEPENDENT SCHOOL DISTRICT
2112 Aldine Meadows Houston, TX 77032
Office: (281) 985-6440 or (281) 985-6426 Fax: 281-449-1966

Section I: For Completion by the EMPLOYER

Employer Name and Contact: Aldine Independent School District
Child Nutrition Services
ATTN: Human Resource Department


Section II: For Completion by the EMPLOYEE

Name: ________________________________________________________________________________________

Employees Job Title: Regular Work Schedule: _______________

SS# ____________________ Campus: ________________________________ Date: ______________________

Employees Essential Job Functions: _______________________________________________________________

_____________________________________________________________________________________________


INSTRUCTIONS to the EMPLOYEE: Please complete Section II before giving this form to your medical provider. The FMLA permits an
employer to require that you submit a timely, complete, and sufficient medical certification to support a request for FMLA leave due to your
own serious health condition. If requested by your employer, your response is required to obtain or retain the benefit of FMLA protections.
Failure to provide a complete and sufficient medical certification may result in a denial of your FMLA request.

Your Name: ____________________________________
First Middle Last

Section III: For Completion by the HEALTH CARE PROVIDER (doctor)
:l 0 .
34yuip
INSTRUCTIONS to the HEALTH CARE PROVIDER: Your patient has requested leave under the FMLA. Answer, fully and completely,
all applicable parts. Several questions seek a response as to frequency or duration of a condition, treatment, etc. Your answer should be your
best estimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as you can; terms such as
lifetime, unknown, or indeterminate may not be sufficient to determine FMLA coverage. Limit your responses to the condition for which
the employee is seeking leave. Please be sure to sign the form on the last page.

Providers Name and Business Address: _____________________________________________________________

_____________________________________________________________________________________________

Type of Practice / Medical Specialty: _______________________________________________________________

Telephone: ( ) Fax: ( )


Part A: Medical Facts


1. Approximate date condition commenced: __________________________________________________________

Probable duration of condition: ________________________________________________________________







Mark below as applicable:
Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility?

Yes No If yes, provide dates of admission: _________________________________________________

Date(s) you treated the patient for condition: _____________________________________________________

Will the patient need to have treatment visits at least twice per year due to the condition? Yes No

Was medication, other than over-the-counter medication, prescribed? Yes No

Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)? Yes No If yes,
state the nature of such treatments and expected durations of treatment:

_________________________________________________________________________________________

2. Is the medical condition pregnancy? Yes No If yes, expected delivery date:

3. Use the information provided by the employer in Section I to answer this question. If the employer fails to provide a list of the employees
essential functions or a job description, answer these questions based upon the employees own description of his/her job functions.

Is the employee unable to perform any of his/her job functions due to the condition? Yes No

If so, identify the job functions the employee is unable to perform: _____________________________________

_________________________________________________________________________________________

4. Describe other relevant medical facts, if any, related to the condition for which the employee seeks leave (such medical facts may include
symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment):
_________________________________________________________________________________________

_________________________________________________________________________________________

_________________________________________________________________________________________




Part B: AMOUNT OF LEAVE NEEDED

5. Will the employee be incapacitated for a single continuous period of time due to his/her medical condition, including any time for treatment
and recovery? Yes No

If so, estimate the beginning and ending dates for the period of incapacity: ______________________________

_________________________________________________________________________________________

6. Will the employee need to attend follow-up treatment appointments or work part-time or on a reduced schedule because of the employees
medical condition? Yes No

If so, are the treatments or the reduced number of hours of work medically necessary? Yes No

Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required for each appointment,
including any recovery period: ________________________________________________________________

_________________________________________________________________________________________

Estimate the part-time or reduced work schedule the employee needs, if any:

hour(s) per day; days per week from through ___________







7. Will the condition cause episodic flare-ups periodically preventing the employee from performing his/her job functions?
Yes No


Is it medically necessary for the employee to be absent from work during the flare-ups? Yes No

If yes, explain: _____________________________________________________________________________

_________________________________________________________________________________________

Based upon the patients medical history and your knowledge of the medical condition, estimate the frequency of flare-ups and the
duration of related incapacity that the patient may have over the next 6 months (e.g., 1 episode every 3 months lasting 12 days).

Frequency: times per week(s) month(s)

Duration: hours or day(s) per episode

ADDITIONAL INFORMATION: Identify Question Number with Your Additional Answer:





















Signature of Health Care Provider Date

























CHILD NUTRITION SERVICES RETURN-TO-WORK FORM
PHYSICAL JOB REQUIREMENTS
***This form must be attached to your physicians statement***
Excellence in food quality and service is our goal. To be an active team member and able to return to full-
duty work, an employee must adhere to the following physical requirements:

a. Must be able to lift a minimum of 50 pounds.
b. Must be able to operate institutional food service equipment, such as food slicer, food processor, oven, mixer, etc.
c. Must be able to bend at the knees and waist.
d. Must be able to carry 18" x 26" x 2" pans, unassisted.
e. Must be able to stand or walk for long periods of time.
f. Must be able to move easily from one area in the Aldine I.S.D. kitchen to another.
g. Must be able to perform duties in varied humidity and temperature climates.
h. Must be able to use two hands at one time for maximum efficiency and work simplification.



Physicians Signature Phone Number Date



Employees Signature Social Security Number Date

If an employee cannot return to full-duty work, please list restrictions for modified-duty work below:





Physicians Signature Phone Number Date


Employees Signature Social Security Number Date


EMPLOYEE MUST BRING THIS SIGNED FORM TO THE PERSONNEL CLERK IN THE
ALDINE CHILD NUTRITION OFFICE BEFORE RETURNING TO WORK.
FOR OFFICE USE ONLY:

I have released this staff member to return to duty work effective

Child Nutrition Services Human Resources Clerk Date:

Rev. 7/13






APPLICATION TO RECEIVE DONATED SICK LEAVE DAYS

APPLICANT:
(Type or Print)

CAMPUS: _______ SOCIAL SECURITY NO.

This is my application to receive donated sick leave days under Board Policy 3115. I certify that I
am eligible to receive donations under the policy and that I am experiencing a serious, prolonged
illness or injury which causes me to be unable to perform my assigned duty for an extended
period of time. I understand that I may begin to receive donations on the first day following the
exhaustion of my general sick leave benefits and paid vacation days, if any. I understand that
donated days will not be received in advance of absences and will not be held in surplus.
However, I understand that if I am eligible to receive donated days for subsequent illness or
injury, I may apply to receive the donated days without the necessity of completing another
qualifying period during the same school year. I understand that the maximum number of
donated days that I may receive in a school year is thirty (30). Attached to this application form
is my attending physicians original statement which certifies that the nature and extent of the
illness or injury causes me to be unable to perform regularly assigned duties, and states both the
date of the onset of the illness or injury and the anticipated date that I will be able to return to
work. I understand that the sick leave donation program is administered according to board
policy only and that the program may be discontinued at any time without notice.



(Date) (Applicants Signature)


Principal or administrative supervisor reviewed for completeness and forwarded for processing:

(date/initial)







SICK LEAVE DONATION FORM

Please reduce my sick leave by one local day so that I may donate that day to the recipient listed who is
experiencing a serious, prolonged illness or injury which causes the employee to be unable to perform
assigned duties for an extended period of time. I certify that after the donation I will have a minimum
balance of at least ten (10) state/local sick leave days.


DONOR RECIPIENT

Name: Name:

SS# School:

Donor: Date:
Signature

Principal/Admin: Date:
Signature


Payroll Office Use Only

Date Received Granted/Denied

Reason







ALDINE INDEPENDENT SCHOOL DISTRICT
CHILD NUTRITION SERVICES DEPARTMENT
SAFETY SHOE PROGRAM AGREEMENT


(This form is to be completed, signed, and returned to the manager of our assigned school.
The manager will forward the signed form to the CHILD NUTRITION SERVICES PERSONNEL
CLERK to be placed in your personnel file.)

PLEASE PRINT


NAME

SCHOOL: DATE:


My signature on this form indicates that I have received 1 PAI R OF SAFETY SHOES
from the CHILD NUTRITION SERVICES DEPARTMENT to be worn only during the
performance of my duties as a child nutrition employee. I understand I am responsible
for proper care and cleanliness of these shoes.

SIGNATURE OF EMPLOYEE:











ALDINE INDEPENDENT SCHOOL DISTRICT
CHILD NUTRITION SERVICES DEPARTMENT
UNIFORM SHIRT AGREEMENT


(This form is to be completed, signed, and returned to the manager of our assigned school.
The manager will forward the signed form to the CHILD NUTRITION SERVICES PERSONNEL
CLERK to be placed in your personnel file.)

PLEASE PRINT


NAME

SCHOOL: DATE:


My signature on this form indicates that I have received four (4) polo-style uniform
shirts from the CHILD NUTRITION SERVICES DEPARTMENT to be worn only
during the performance of my duties as a child nutrition employee. I understand I am
responsible for proper care and cleanliness of these shirts.

I further understand that if I terminate my position before November 1of the current year,
I must return the uniform shirts to the CHILD NUTRITON SERVICES
DEPARTMENT before I receive my final paycheck.

SIGNATURE OF EMPLOYEE: