SECTION 3: LICENSED PERSONNEL
3.30 PARENT-TEACHER COMMUNICATION
The district recognizes the importance of communication between teachers and parents/legal guardians. To help promote positive communication, parent/teacher conferences shall be held once each semester. Parent-teacher conferences are encouraged and may be requested by parents or guardians when they feel they need to discuss their child’s progress with his/her teacher.
Teachers are required to communicate during the school year with the parent(s), legal guardian(s), or care-giving adult or adults in a student’s home to discuss the student’s academic progress unless the student has been placed in the custody of the Department of Human Services and the school has received a court order prohibiting parent or legal guardian participation in parent/teacher conferences. More frequent communication is required with the parent(s) or legal guardian(s) of students who are performing below grade level.
All parent/teacher conferences shall be scheduled at a time and place to best accommodate those participating in the conference. Each teacher shall document the participation or non-participation of parent(s)/legal guardian(s) for each scheduled conference.
If a student is to be retained at any grade level or denied course credit, notice of, and the reasons for retention shall be communicated promptly in a personal conference.
For Accreditation 5-A.1
A.C.A. § 6-15-1702(b)(3)(B)(ii)
Date Adopted: 5-10-16
Last Revised: 8-16-18
3.40 LICENSED PERSONNEL DUTY TO REPORT CHILD ABUSE, MALTREATMENT OR NEGLECT
It is the statutory duty of licensed school district employees who have reasonable cause to suspect child abuse or maltreatment to directly and personally report these suspicions to the Arkansas Child Abuse Hotline by: calling 1-800-482-5964; by calling the child maltreatment hotline at 1-800-482-5964 and submitting a report through fax to the child maltreatment hotline; or if the employee can demonstrate that the child maltreatment, neglect, or abuse is not an emergency, then the employee may notify the child maltreatment hotline through submission of a fax only. Failure to report suspected child abuse, maltreatment or neglect the Hotline can lead to criminal prosecution and individual civil liability of the person who has this duty. Notification of local or state law enforcement does not satisfy the duty to report; only notification by means of the Child Abuse Hotline discharges this duty.
The duty to report suspected child abuse or maltreatment is a direct and personal duty, and cannot be assigned or delegated to another person. There is no duty to investigate, confirm or substantiate statements a student may have made which form the basis of the reasonable cause to believe that the student may have been abused or subjected to maltreatment by another person or that form the basis of the serious and imminent threat to the public; however, a person with a duty to report may find it helpful to make a limited inquiry to assist in the formation of a belief that child abuse, maltreatment or neglect has occurred; that a serious and imminent threat to the public exists; or to rule out such a belief.
Employees and volunteers who notify the Child Abuse Hotline in good faith are immune from civil liability and criminal prosecution.
By law, no school district or school district employee may prohibit or restrict an employee or volunteer from directly reporting suspected child abuse or maltreatment, or a serious and imminent threat to the public, or require that any person notify or seek permission from any person before making a report to the Child Abuse Hotline or law enforcement.
The Superintendent will establish procedures necessary to accomplish the intent of the policy and of the law.
- A.C.A. § 12-18-107
- A.C.A. § 12-18-201 et seq.
- A.C.A. § 12-18-302
- A.C.A. § 12-18-402
Date Adopted: 8/8/17
9.01P TERMINATION/NON-RENEWAL HEARING TIME LIMIT
Employees shall have an adequate opportunity to present his or her case during a Termination/Non-Renewal Personnel Hearing. The Board will allow a maximum of ninety (90) minutes per side for all examination, cross-examination, and arguments pertaining to the scheduled personnel hearing. Changes in allotments, either admitting additional evidence or testimony or precluding more evidence or testimony than anticipated, will only be made with notice and upon a determination of needed by the Board. Only in extraordinary circumstances will the Board grant additional time.
Date Approved: 10/8/19