Back to - Employee Handbook Table of Contents	Equal Employment Opportunity	Job Vacancy Announcements	Employment After Retirement
Contract and Noncontract Employment	Searches and Alcohol and Drug Testing	First Aid and CPR Certification	Reassignments and Transfers
Workload and Work Schedules	Notification of Parents Regarding Qualifications	Outside Employment and Tutoring	Performance Evaluation
Employee Involvement	Staff Development and Continuing Education Hours	~~ Click any to return  to top of this page ~~

Equal Employment Opportunity

Policy DAA

The Monahans-Wickett-Pyote ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law.  Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

Employees with questions or concerns relating to discrimination on any of the basis listed above should contact the superintendent or the Title IX Coordinator, 606 South Betty, Monahans, Texas, 943-6711.

Job Vacancy Announcements

Policy DC 

 Employment After Retirement

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions on a full- or part-time basis without affecting their benefits, according to TRS rules and state laws.  Service retirees who retire before May 31 may return to work in a Texas public school without a reduction of benefits one full calendar month after the retirement date provided they meet specific conditions.  Retiring employees should consult with TRS officials about conditions and restrictions on employment after retirement.  Retirees may work in the following capacities without a loss of retirement benefits:

Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits.  Working any part of a month counts as a full month.

Other restrictions apply when a person has retired because of a disability.  Individuals retiring because of a disability should contact TRS for details about employment restrictions.

Shortage Areas:  Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction of their TRS annuity benefits.  Acute teaching shortage areas are determined by the board based on Commissioner of Education guidelines.  When filling acute shortage area positions, the district must give hiring preferences to certified applicants who are not retirees.  To be eligible for full TRS benefits, a retiree must meet the following criteria:

Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400.  TRS information is also available on the Web (www.trs.state.tx.us).

Contract and Noncontract Employment

Policies DC, DCA, DCB, DCC, DCD, DCE

State law requires the district to employ all full‑time professional employees in positions requiring a certificate from State Board of Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts.  Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

Probationary Contracts:  Nurses and full‑time professional employees new to the district and employed in positions requiring SBEC certification must receive probationary contracts during their first year of employment.  Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract.  The probationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experience, the probationary period will be three school years (i.e., three one-year contracts), with an optional fourth school year if the board so determines.

Term and Continuing Contracts:  Full‑time professionals employed in positions requiring certification and nurses will be employed by one-year term contracts after they have successfully completed the probationary period.  Campus principals and central office administrators are also employed under one‑year term contracts. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies.

Noncertified Professional and Administrative Employees:  Employees in professional and administrative positions that do not require SBEC certification (such as noninstructional administrators) are not employed by contract.  Employment is not for any specified term and may be terminated at any time by either the employee or the district.

Paraprofessional and Auxiliary Employees:  All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract.  Employment is not for any specified term and may be terminated at any time by either the employee or the district.

Searches and Alcohol and Drug Testing

Policy DHE

Noninvestigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable.  Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places.  In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct.  Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use.  The district may search the employee, the employee’s personal items, work areas, including district owned computers, lockers, and private vehicles on district premises or work sites or used in district business.

Employees required to have a commercial driver’s license:  Any employee whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow‑up measure. Testing may be conducted following accidents. Return‑to‑duty and follow‑up testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.

All employees required to have a CDL who are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs.  Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the Superintendent, 606 South Betty, Monahans, Texas, 943-6711.

First Aid and CPR Certification

Policy DBA

Nurses, physical education teachers, marching band directors, coaches, athletic trainers, or sponsors of an extra curricular athletic activity (including cheerleading) that is sponsored or sanctioned by the district or University Interscholastic League (UIL) must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR), and the use of an automated external defibrillator (AED).  Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification.

Reassignments and Transfers

Policy DK

All personnel are subject to assignment and reassignment by the Superintendent or designee when the superintendent determines that the assignment or reassignment is in the best interest of the district.  Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract.  Campus reassignments must be approved by the principal at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular of supplemental duty assignment is part of a dual-assignment contract.  Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (LOCAL).

An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. Teachers requesting a transfer to another campus before the school year begins must submit their request by June 1. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the office of the Superintendent and must be approved by the receiving supervisor.

Workload and Work Schedules

Policy DL

Professional Employees:  Professional and administrative employees are exempt from overtime pay and are employed on a 10‑, 11‑, or 12‑month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.

Classroom teachers will have planning periods for instructional preparation and conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two‑week period in blocks not less than 45 minutes. Teachers and librarians are entitled to a duty‑free lunch period of at least 30 minutes. The district may require teachers to supervise students during lunch one day a week when no other personnel are available.

Paraprofessional and Auxiliary Employees:  Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.

Notification of Parents Regarding Qualifications

Policy DK, EHBD

In schools receiving Title I funds, the district is also required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher.  NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks, by a teacher who is not highly qualified.  

Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate.  This notice is not required if parental notification under NCLB is sent.  Inappropriately certified or uncertified teachers include individuals serving with an emergency permit (including individuals waiting to take the EXCET or TExES exam) or individuals who do not hold any certificate or permit.  No later than the 30^th instructional day after the date of assignment the Superintendent or designee will send a written notice to parents.  Information relating to teacher certification will be made available to the public upon request.

Employees who have questions about their certification status can call Mrs. Sherry Treadaway, personnel secretary, 943-6711.

Outside Employment and Tutoring

Policy DBF

Employees who wish to accept outside employment or engage in other activities for profit must submit a written request to their supervisor. Approval for outside employment will be determined by the Superintendent and based on whether outside employment interferes with the duties of the regular assignment. Teachers are not allowed to privately tutor their students for pay, except during the summer months.

Performance Evaluation

Policy DN, DNA, DNB

Evaluation of an employee’s job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job‑related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually.  Non-contract employees will be evaluated twice a year. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and get the opportunity to respond to the evaluation.  

Employee Involvement

Policy BQA, BQB

At both the campus and district levels, Monahans-Wickett-Pyote ISD offers opportunities for input in matters that affect employees and influences the instructional effectiveness of the district.  As part of the district’s planning and decision‑making process, employees are elected to serve on district‑ or campus‑level advisory committees.  Plans and detailed information about the shared decision‑making process are available in each campus office or from the Administration, 606 South Betty, Monahans, Texas, 943-6711

Staff Development and Continuing Education Hours

Policy DMA

Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus‑based, related to achieving campus performance objectives, addressed in the campus improvement plan, and approved by a campus-level advisory committee.  Staff development for noninstructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.

Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.  Information must be updated by the individual and is monitored for compliance by the office of the Assistant Superintendent.