It is the policy of this District to ensure, so far as possible, that every employee has a safe and healthful workplace. The District will strive to help each employee recognize his/her responsibilities for safe employment and require that he/she adhere to those responsibilities.
Physical Examinations
Employees will be required to submit to a pre-employment physical examination before the beginning of service. The District will provide the standard examination form to be completed by an appropriately licensed healthcare provider who performs the physical examination, which shall be submitted to the District.
Bus drivers will be examined using all applicable state and federal criteria at the beginning of employment and every two years thereafter.
Fitness-for-duty examinations may be required following an absence from work due to illness if there is a reasonable belief that the employee is unable to perform the essential functions of the job, or if there is a reasonable belief that the employee poses a direct threat to the employee or others because of a health condition. A direct threat occurs when an individual poses a significant risk of substantial harm to him/herself or others and the risk cannot be reduced below the direct threat level through reasonable accommodations.
All information regarding the medical condition or history of an employee must be kept in files separate from the employee’s personnel records and treated as a confidential medical record subject to state and federal confidentiality laws.
Communicable Diseases
The District recognizes that some employees with a communicable disease, as defined by law, may be able to attend to their customary employment duties without creating a risk of transmission of the illness to students or other employees. The District also recognizes that there may be a greater risk of transmission of some communicable diseases for some employees with certain conditions than for other employees infected with the same disease.
Employees with a communicable disease will be allowed to perform their customary duties, provided they are able to perform the essential functions of their position and their presence does not pose a direct threat. A direct threat occurs when an individual poses a significant risk of substantial harm to him/herself or others, and the risk cannot be reduced below the direct threat level through reasonable accommodations.
An employee who is at work and who has a communicable disease that poses a direct threat, as defined above, shall report the condition to the superintendent any time the employee is aware that the employee’s condition poses a direct threat. Any individual who has information that a District employee may have a communicable disease is encouraged to report the information to the Superintendent.
The Superintendent shall determine on a case-by-case basis whether the presence of an employee with a communicable disease in the District environment constitutes a direct threat. In making this determination, the Superintendent shall consider credible, objective evidence.
If the Superintendent, after reviewing the credible, objective evidence, determines the employee’s presence may constitute a direct threat, the Superintendent may request additional medical information from the employee’s physician (with the employee’s consent), a physician chosen by the District or public health officials, to confirm the Superintendent’s determination.
All information regarding the medical condition or history of an employee must be kept in files separate from the employee’s personnel records and treated as a confidential medical record subject to state and federal law.
Employee Injury on the Job
If an employee becomes seriously injured on the job, his/her supervisor will attempt to notify a member of the family or an individual of close relationship as soon as the employee’s supervisor becomes aware of the injury.
While a District employee may administer emergency or minor first aid, the District is not responsible for medical treatment of an injured employee and will turn over care to the employee's family or qualified medical employees as quickly as possible.
An employee who is injured on the job shall inform the Board Secretary within 24 hours of the occurrence. The employee's immediate supervisor shall file an accident report within 24 hours after the employee reported the injury.
The Board Secretary shall file worker’s compensation claims.
Employees Working Remotely
The Superintendent is authorized to maintain staff compliance with requirements of required continuous learning provided during any remote learning period pursuant to the District's Return-to-Learn Plan or for staff working remotely to provide remote continuous learning options to participating students.
Approved: February 2022