The Kennett Consolidated School District, consistent with its obligations under the law, will make every reasonable effort to provide its employees with safe working conditions. Freedom from accidents is of utmost importance to all employees, their families, and the District. No work is so important that it should be undertaken in an unsafe manner. Employees should report any and all unsafe conditions to their supervisor so that preventive action may be taken. When necessary, safety equipment (gloves, glasses, face masks, etc.) should be used as required by good safety practices.

In the event a work-related injury takes place, please be sure to report the injury to your supervisor and complete an injury report.

Smoke-Free Workplace

The following Board policy prohibits the use of tobacco in school buildings and on school grounds.

Tobacco Use

The Kennett Consolidated School District is dedicated to providing a healthy, comfortable, and productive environment for staff, students, and citizens. The School Board believes that education has a central role in establishing patterns of behavior related to good health and shall take measures to help its students resist tobacco use. Curriculum related to tobacco use has been developed and explains the problems of tobacco use at the early levels and gives greater in-depth concentration at the secondary level. The School Board is concerned about the health of its employees and also recognizes the importance of adult role modeling for students during formative years. Therefore, the Board shall promote a tobacco-free environment among its staff and students. Smoking cessation programs will be made available to staff and students on a periodic basis.

For the purposes of this policy, tobacco use shall mean all uses of tobacco including but not limited to cigar, cigarette, pipe, snuff, and chewing tobacco.

Smoking and the use of tobacco products shall be prohibited on school property, in school buildings, and school vehicles. This ban extends to all employees, students, and visitors attending activities held in the Kennett schools.

The District will provide a smoking cessation program to those employees who volunteer to participate.

The Board issues this ban in a sincere appeal to all employees and visitors to cooperate in helping create a truly healthy environment within our facilities for all concerned.

The Superintendent shall develop procedures to implement this policy, which includes informing staff of this policy, scheduling smoking cessation programs, and the posting of signs that remind all people of the ban on tobacco use.

Adopted: February 12, 2001 Policy#323 Policy#423 Policy#523

Alcohol/DrugFree Workplace

The following Board policy establishes an alcohol/drug free workplace.

Alcohol/DrugFree Workplace

The Board states its commitment to the protection of the entire school community from the harm of exposure to drugs and alcohol. The Board and the Administration will act to combat drug and alcohol abuse by students and employees.

The use of drugs and alcohol in the workplace is a danger to the safety and health of employees and students in the Kennett Consolidated School District. The Drug-Free Schools and Communities Act of 1986, as amended by Public Law 101-226 of 1989, declares that as a condition of receiving funds or any other form of financial assistance under any federal program, the District must maintain a policy regarding drug and alcohol use by students and employees.

For purposes of this policy, the following definitions apply:

Alcohol Any alcohol, malt, or brewed beverage containing ethyl alcohol. By way of illustration but not of limitation, this definition shall include liquor, wine, and beer.

Distribute To deliver, sell, pass, share, or give any alcohol or drug to any other person or to aid in such conduct.

Drug A drug or substance listed as a controlled substance by Pennsylvania or federal law. This definition shall not include medicine prescribed by a licensed medical practitioner for the use of a person subject to this policy. By way of illustration but not of limitation, this definition shall include marijuana, hashish, andanabolic steroids.

Drug Paraphernalia All equipment, products, and materials identified as drug paraphernalia by Pennsylvania or federal law. By way of illustration but not of limitation, this definition shall include roach clips, pipes, and bowls.

Possess To hold or have on one’s person or to have knowing control of or access to by one’s self or with other persons any alcohol, drug, or drug paraphernalia without any attempt or intent to distribute such alcohol, drug, or drug paraphernalia.

The unlawful manufacture, dispensing, distribution, possession, or use of drugs or drug paraphernalia by employees of the Kennett Consolidated School District is prohibited. The possession, use influence of alcohol by employees while engaged in work for the Kennett Consolidated School District is also prohibited.

Any employee of the District who is convicted of delivery or possession of a drug with the intent to deliver as prohibited by The Controlled Substance, Drug, Device, and Cosmetic Act will be terminated from employment.

Any other prohibited activity involving drugs or alcohol by employees of the District will result in personnel action or discipline. Such action or discipline will be administered according to Board Policy B Correction and Disciplinary Procedures.

Any employee who violates this policy a second time and whose employment was not terminated following the first offense will be recommended to the Board for dismissal.

All employees will be notified in writing of this policy upon its approval by the K.C.S.D. Board of Directors.

Asa condition of employment, all employees will abide by the terms of this policy and notify the District Superintendent within five days of any conviction for violation of criminal drug statutes.

The violation of this policy by an employee will be reported immediately to the District Superintendent.

The District Superintendent will notify the local law enforcement authority as appropriate.

Except as required by this policy and by law, District personnel shall keep confidential their knowledge of an individual’s alcohol or drug abuse and any diagnoses, classifications, and treatment concerning such abuse.

Records of an individual’s use, possession, or distribution of alcohol or drugs shall remain confidential and may be disclosed only with the consent of the employee in accordance with the limitations of the Pennsylvania Drug and Alcohol Abuse Control Act (71 P.S. 1690.108.)

Any expenses resulting from an individual’s violation of these guidelines shall be borne by such person. By way of illustration but not of limitation, expenses shall include the costs of transportation, medical treatment, tests, and evaluations.

Adopted:March 8, 1993 Policy#342 Policy #442Policy#542

Sexual Harassment

The following Board policy assures employees a workplace environment free from unlawful harassment.

Sexual Harassment

The Kennett Consolidated School District is committed to providing an academic environment in which staff and students will be free from sexual harassment.

This Policy is in compliance with and in furtherance of Title VII of the U.S. Civil Rights Act of 1964, the Regulations of the Equal Employment Opportunity Commission, the Pennsylvania Human Relations Act, and the Guidelines of the Pennsylvania Human Relations Commission.

Sexual harassment shall be defined as unwelcome sexual advances, requests for sexual favors, and other oral, verbal, or physical conduct of a sexual nature when

(a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or grading, or

(b) submission to or subjection to such conduct by an individual is used as the basis for employment or grading decisions affecting such individuals, or

(c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work or learning performance or creating an intimidating, hostile, or offensive working or learning environment.

Neither employees nor students shall engage in conduct which constitutes sexual harassment of another employee or student. Employees engaging in such conduct will be disciplined in accordance with applicable policies and laws. Such discipline may include dismissal.

(a) Complaints

Any employee who believes that he or she has been subjected to sexual harassment shall make an oral report of such incident to the Superintendent within fifteen days of its occurrence.

(b) Investigation

The Superintendent shall investigate the complaint in a timely and confidential manner. Such investigation will customarily include individual conferences with the parties and any witnesses and, with the consent of the individuals, joint conferences. The Superintendent may also request written statements from any party or witness.

(c) Superintendent’s Decision

At the conclusion of his/her investigation, the Superintendent shall make a written determination as to whether sexual harassment has occurred. Copies of the decision shall be furnished to both parties.

(d) Discipline

If the Superintendent has determined that sexual harassment has occurred, he/she may impose discipline upon the employee responsible, which may include a recommendation that the Board suspend or dismiss such employee. As established by state law and K.C.S.D. Policy, the employee may appeal or grieve the Superintendent decision. In no way should this Policy be deemed to expand such employee’s rights or liabilities beyond those given him or her by state law.

To encourage the reporting of incidents of sexual harassment and to protect the reputation of any employee wrongfully charged, no information concerning a complaint of sexual harassment will be released by the District to anyone not involved with the investigation. Whenever a complaint of sexual harassment has been finally resolved in favor of an accused employee, all material concerning the matter shall be sealed and retained by the District, subject to release only by direction of the accused individual, the Board, or a court of competent jurisdiction.

As the Board is aware of the repercussions of false accusation of sexual harassment, the Superintendent is empowered to initiate disciplinary proceedings against any employee or student who makes a false accusation of sexual harassment.

If the Superintendent is a party to a sexual harassment matter, the Board shall name a person to take his/her place in the administration of this Policy.

Adopted: November 12,1990 Policy#318,Policy#418,Policy#518

Essential Performance Expectations Certificated Staff

An integral part of both tenured and non-tenured staffs’employment in the school district is continuous appraisal by their supervisors of their ability to meet essential performance expectations. As appropriate to the various jobs performed by certificated staff members, the essential performance expectations include, but are not necessarily limited to, the following:

  1. Meets and instructs students at designated locations and times.
  2. Develops and maintains a classroom environment commensurate with the teacher’s style, norms of the building program, appropriate to the classroom activity and within the limits of the resources provided by the district.
  3. Prepares for assigned classes, and shows written evidence of preparation and implementation on request of the immediate supervisor.
  4. Encourages students to set and maintain acceptable standards of classroom behavior.
  5. Provides an effective program of instruction based on the needs and capabilities of the individuals or student groups involved. This should include, but not be limited to:
    • Review of previously taught material, as needed.
    • Presentation of new material.
    • Use of a variety teaching materials and techniques.
    • Evaluation of student progress on a regular basis.
  6. Correlates individual instructions objectives with the philosophy, goals, and objectives stated for the district.
  7. Takes all necessary and reasonable precautions to protect students, equipment, materials, and facilities.
  8. Maintains records as required by law, district policy, and administrative regulations.
  9. Assists in upholding and enforcing school rules, administrative regulations.
  10. Makes provisions for being available to students and parents for education-related purposes outside the instructional day when necessary and under reasonable terms.
  11. Attends and participates in faculty, department, and district meetings
  12. Cooperates with other members of the staff in planning instructional goals, objectives, and methods.
  13. Assists in the selection of books, equipment, and other instructional materials.
  14. Works to establish and maintain open lines of communication with students, parents, and colleagues concerning both the academic and behavioral progress of all students.
  15. Establishes and maintains cooperative professional relations with others.
  16. Performs related duties as assigned by the administration in accordance with district policies and practices.

(Adapted from: McGreal, T. Successful Teacher Evaluation. ASCD, 1983.)

Essential Performance Expectations B Non-Certificated Staff

An integral part of the non-certificated staffs’ employment is the continuous appraisal by their supervisors of their ability to meet essential performance expectations. As appropriate to the various jobs performed by non-certificated staff members, i.e., food service, maintenance/custodial, instructional and teaching assistants, and secretarial/clerical, the essential performance expectations are outlined in the individual job descriptions.

Staff Responsibility for IEP/504 Accommodation Plan Implementation

  1. Case managers will distribute IEPs and 504 Plans to all staff who work with each student and will retain a distribution list for each plan which specifies the date of the plan, the staff members to whom, the plan was distributed, and the date of distribution to each. Special Education teachers are case managers for students with IEP’s; counselors are case managers for students with IEPs; counselors are case managers for students with 504 Plans and for those students in the process of being evaluated for special education prior to identification.
  2. Plan revisions will be distributed in the same manner as 1, above.
  3. Case managers will assure that staff members receiving plans know the identity of each student’s case manager, including changes in case manager assignments.
  4. Once a plan is received, the staff member receiving the plan will:
    • Read the document in full.
    • Advise the case manager if his or her individual responsibility for implementation of relevant components of the plan is not understood.
    • Implement the relevant components of the plan, including, but not limited to: specific interaction(s) with the student, curriculum content and delivery, evaluation of student mastery, delivery of instructional supports, delivery of environmental modifications, and/ or collaboration with other team members, including contact with parents, etc.
    • Maintain and report data as the document specifies, and as requested by the case manager.
    • Report to the designated case manager any circumstances or conditions that cause the staff member to believe the plan is not or is no longer reasonably calculated to enable the student to make meaningful educational progress.
  5. All staff members with responsibility for these students will maintain confidentiality with respect to each student and each plan document.
  6. Copies of plans will be returned by staff, to Case Managers, upon request.
  7. Relevant plan implementation provisions will be incorporated into information and/or lesson plans provided to substitutes, so they are also aware of their responsibilities to each student with a plan.

Child Abuse Procedures

  1. The staff member should not ask the alleged abused child any probing questions or investigate the suspected abuse in any way. There are trained professionals who investigate the abuse. The only responsibility of a staff member is to report the suspected abuse to any of the following school personnel: principal, nurse, social worker, or guidance counselor.
  2. The staff member should escort the child to the school nurse, who will obtain initial information and examine the child for any physical injury.
  3. The building administrator and school social worker must be notified of any suspected abuse.
  4. The district social worker or designee will interview the child, and report the alleged incident to the Chester County Children and Youth at (610)344-5800 and the Superintendent.
  5. The school nurse or designee will document details of any injury and, if determined necessary, he/she will photograph any physical evidence.
  6. The school nurse will document injuries on the CY47 form Section 6 and forward it to the school social worker for completion.
  7. The school social worker will complete the form and forward it to the Chester County Children and Youth office within 48 hours following receipt of the report, as required by law and district policy.


It is the responsibility of every employee to protect school buildings, property, and grounds from theft, vandalism, misuse, or unauthorized use. This objective requires cooperation on everyone’s part by locking all windows, doors, confidential files, record cabinets, supply and storage rooms, etc., at the close of business each day.