Lewisburg Area School District Policies	Printable version
502 Employment of Support Personnel 502. EMPLOYMENT OF SUPPORT PERSONNEL The Board recognizes the valuable role that qualified and competent support employees play in the effective operation of the program of the district. The Board shall approve the employment and fix the compensation for all support personnel. It shall also fix the term of employment or other conditions that may reflect the difference between full-time and part-time employment as described in the district support staff handbook for non-union support staff employees or the collective bargaining agreement for unionized support staff employees. Candidates that are recommended for employment by the Superintendent must meet the requirements of federal and state law, and Board policy. Any employee's misstatement of fact material to qualifications for employment or the determination of salary shall be grounds for dismissal. The utilization of support employees before employment approval by the Board is authorized when it becomes necessary to maintain continuity of service in the district. Retroactive employment shall be recommended to the Board at its next regular meeting. All candidates will receive a job description. Screening procedures may be used to determine the candidate's ability to perform the tasks for which the candidate is being considered. Recommendations from former employers and others shall be solicited to help assess a candidate's qualifications. Such records shall be retained confidentially and for official use only. Guidelines for the recruitment, screening and recommendations of candidates for employment according to Board policy, and state and federal laws are as follows. Notification Advertisement 1. Whenever a vacancy exists in any position within the support staff, through the termination of employment or transfer of an employee, or through the creation of a new position, the Superintendent shall follow these procedures: a. The advertisement shall be posted via the district email or other district-wide means of communication. b. Qualified furloughed employees shall be informed of any support staff vacancy that occurs. Screening And Interviews 1. The immediate supervisor of the position to be filled shall screen all applications and select a number of individuals to be interviewed for the position. Only those individuals who meet the minimum requirements, as defined in the job description for that position, shall be selected for an interview. 2. The immediate supervisor shall direct the interview process for maintenance, custodial, food service workers and crossing guards. The Director of Administrative Services may participate in the interview process at his/her discretion. 3. A final candidate shall be recommended to the Superintendent. It shall be the option of the Superintendent to interview applicants prior to making a recommendation for employment to the Board. Pre-Employment Requirements The district shall conduct an employment history review in compliance with state law prior to issuing an offer of employment to a candidate. Failure to accurately report required information shall subject the candidate to discipline up to, and including, denial of employment or termination if already hired, and may subject the candidate to civil and criminal penalties. The district may use the information for the purpose of evaluating an applicant’s fitness to be hired or for continued employment and may report the information as permitted by law. A candidate shall not be employed until s/he has complied with the mandatory background check requirements for criminal history and child abuse and the district has evaluated the results of that screening process. Each candidate shall report, on the designated form, arrests and convictions as specified on the form. Candidates shall likewise report arrests and convictions that occur subsequent to initially submitting the form. Failure to accurately report such arrests and convictions may subject the individual to denial of employment, termination if already hired, and/or criminal prosecution. A candidate for employment in the district shall not receive a recommendation for employment without evidence of his/her certification when such certification is required. Compensation 1. Hourly rate of pay or yearly salary shall be determined according to the approved handbook for non-union support employees or the collective bargaining agreement for unionized support staff employees. References: School Code – 24 P.S. Sec. 108, 111, 111.1, 1109, 1201 State Board of Education Regulations – 22 PA Code Sec. 4.4, 8.1 et seq., 14.105, 49.1 et seq., 403.2, 403.4, 403.5 Educator Discipline Act – 24 P.S. Sec. 2070.2 Criminal History Record Information Act – 18 Pa. C.S.A. Sec. 9125 Child Protective Services Law – 23 Pa. C.S.A. Sec. 6301 et seq. No Child Left Behind Act – 20 U.S.C. Sec. 6319, 7801 Americans With Disabilities Act – 42 U.S.C. Sec. 12101 et seq.