Middle School - Science Teacher

Pueblo of Laguna Department of Education Employee Handbook Adopted: June 18, 2025 By Laguna Department of Education Board of Education Board President: Ms. Leanora Carpio Vice President: Dr. Natalie Martinez Secretary: Mr. Aaron Sarracino Board Member: Mr. Jim Issues Board Member: Mrs. Amber Sando Board Member: Ms. Amy Ray Superintendent, Petra Solimon Takes effect on July 1, 2025 Adopted by LDoE Board of Education June 15, 2024 TABLE OF CONTENTS 1 SECTION A - INTRODUCTION Page 1 About the Handbook 1 2 Organization Description 2 3 Organizational Chart ( Revised 2025 ) 4 4 Mission and Values 5 SECTION B - EMPLOYMENT 101 Equal Employment Policy 6 102 Laguna/Indian Preference 6 103 Nepotism and Personal Relationships in the Workplace 6 104 Ethics and Conflict of Interest 7 104-A NMAC Educator Code of Ethics (NEW 05/21/2025) 7 105 Job Postings and Vacancies 8 106 Pre-Employment Screening/Requirements (Revised 05/21/2025) 8 107 Disability Accommodations 9 108 Categories of Employment 10 109 Introductory Period 11 110 Training/Certification Requirements 11 111 Driver's License Requirement (7/1/20) 11 112 Personnel Files and Personal Information Changes 11 113 Performance Evaluations 12 114 Outside Employment 12 115 Media/Public Statements 12 116 Resignation from Employment 13 116 -A Rescind Resignation (7-1-23) 13 117 Eligibility for Re-Hire (7-1-23) 13 118 Furloughs/Reduction in Force 13 119 Return of Property 14 118-A Lost or Stolen Key Policy (7-1-22) 14 120 Employment References 14 SECTION C - WAGES AND HOURS 201 Wages 15 201-A Salary Adjustments 15 202 Pay Periods and Paychecks 15 202-A Signing Bonuses for New Teachers in Shortage Areas (7/1/21) 15 203 Timekeeping 16 204 Overtime 16 205 Compensating employees for other services: 17 206 Meal Periods 17 207 Work Years and Schedules 17 208 Staff Meetings 18 SECTION D - INSURANCE AND OTHER BENEFITS 301 Retirement Plan 18 301 Health and Dental Insurance 18 302 Life Insurance 18 303 Short -Term and Long -Term Disability Insurance 19 304 Termination of Coverage 19 305 Benefits coverage date and expiration date: 19 307 Section 125 Plan 19 308 Workers' Compensation Insurance 19 306 Return to Work No Restrictions 19 ii Adopted by LDoE Board of Education June 15, 2024 307 Educational Assistance 20 308 Domestic Partner Coverage 20 SECTION E - LEAVE BENEFITS Page 401 Paid Time Off 22 401- A Leave Payout (7-1-21) 23 402 Bereavement Leave (7-19-23) 24 403 Family and Medical Leave 24 404 Military Leave 26 405 Jury Duty 26 406 Voting Leave 26 407 Occupational Disability/Injury Leave 27 408 Professional Leave 27 409 Professional Development 27 409-A Substitute Training Compensation (7-1-21) 27 409 Tribal Appointment/Cultural Activities Leave 28 411 Unforeseen/Extenuating Emergency Leave 29 412 Administrative Leave 29 413 Personal Leave of Absence 29 414 Employee Early Dismissal 29 415 Leave Without Pay 30 415-A Leave Without Pay/Leave of Absence (7-1-23) 30 416 Leave Request Prior to a Holiday (7-1-22) 31 SECTION F - EMPLOYEE CONDUCT 31 501 Professionalism 31 502 Attendance 31 503 Drugs and Alcohol 32 504 Smoking 33 505 Harassment and Sexual Harassment 33 506 Workplace Violence 34 507 Workplace Safety and Accident Reporting 34 508 Confidentiality 34 509 Computer and Internet Use 34 510 Personal Appearance 37 511 Use of LDOE Equipment 37 512 Use of Personal Electronic Devices 39 513 Driving on LDOE Business 39 514 Gifts 40 515 Solicitation and Distribution of Materials/LDoE Bulletin Boards 40 516 Participation in Political Activities 40 517 Social Media Use 41 518 Marque Board Postings 42 SECTION G - EMPLOYEE DISCIPLINE 42 601 Chain of Command (7-1-23) 42 SECTION H - COMPLAINT RESOLUTION PROCEDURE 43 SECTION I - MISCELLANEOUS POLICIES 801 Emergency Closings 44 802 Visitors in the Workplace 44 803 Business Travel Expenses 45 804 Reporting Child Abuse 45 805 Garnishments iii 46 Adopted by LDoE Board of Education June 15, 2024 806 Sex Offender Policy 46 807 Fundraising 46 808 Volunteers (Revised 7-1-23) 46 809 Grow Your Own (7-1-23) 47 810 Teacher/Staff Mailboxes 48 811 Parking 49 812 Use of Facilities (7-1-22) 49 SECTION J - EMPLOYEE ACKNOWLEDGEMENT FORM 53 1. ABOUT THE HANDBOOK This handbook provides basic information about the Laguna Department of Education and its policies, programs, benefits, and operational practices. You are asked to read this handbook to learn about your responsibilities as an employee and what you can expect from LDoE as an employee. No employee shall be excused from his/her responsibilitie s due to ignorance or unwillingness to enforce or adhere to this handbook or other reasonable workplace expectations. This handbook replaces and supersedes all previous policies and procedures handbooks and is designed to acquaint you with the LDoE by covering the questions most frequently asked by employees. Please do not hesitate to ask your supervisor for more details. The policies, programs and benefits set forth in the handbook are not terms and conditions of employment, nor should they be construed as an employment contract. The best interests of LDoE and our employees necessitate that there be flexibility in administration. The LDoE reserves the right to revise, supplement, or rescind policies and provisions in this handbook as it deems appropriate, with sole and absolute discretion. The only exceptions are the LDoE's policies concerning at will employment and Indian preference. The LDoE will try to keep the handbook current, but there may be times when policies, programs, or benefits will change before the handbook can be revised. In such cases, employees will be notified of changes through appropriate means. Your employment with LDoE is based on mutual consent. You have the right to end your employment relationship at any time, for any reason. The employment of any employee can be terminated at the sole discretion of the LDoE at any time, for any reason. No one other than the Superintendent of LDoE and the Board of Education has the authority to enter into any agreement, verbal or written, with any individual for employment for any specified period of time. Any such employment agreement with the Superintendent and/or Board of Education shall not be enforceable unless it is made in writing and signed by the appropriate parties. 2. ORGANIZATION DESCRIPTION A. Who We Are Obtaining control of Laguna's educational destiny began over 20 years ago when the Pueblo Council notified the Assistant Secretary of Interior of its intent to obtain funding from the BIA to build the Laguna Middle School (LMS), utilizing its own expertise. At this time, the Council also made known its intent to operate the school according to its own educational standards. It is a great accomplishment that stands to benefit the entire Pueblo and its people. The Laguna Pueblo Council has delegated the responsibility of education and related operations to the Laguna Board of Education. The Board, which incorporated under the constitution of the Pueblo of Laguna in 1992, is delegated with the responsibility of oversight and operations of Laguna Middle School (LMS), Laguna Elementary School (LES), Division of Early Childhood, Facilities Management, Laguna Acoma Connections, and Partners for Success program. This actio n allows the Pueblo to exercise control of all facets related to the operation of an educational program. The intent to operate all of these programs is to focus on providing quality education with an emphasis on culture and tribal government. This initia tive contributes toward developing the future tribal leaders of Laguna as productive and contributing members of the world community. The significance of these actions will have an impact on the future and the sovereignty of the Pueblo of Laguna to continue as a separate nation co -existing with the State and Federal governments. B. Facilities and Location(s) The Pueblo of Laguna is located 50 miles west of the city of Albuquerque and 33 miles east of the city of Grants. With U.S. Interstate- 40 running east to west through its interior, the Laguna Reservation spans Cibola County and extends into Bernalillo, Valencia, and Sandoval Counties. The Laguna Department of Education is responsible for operations and maintenance of all LDoE facilities, including the Laguna Middle School, Laguna Elementary School, Laguna Division of Early Childhood, Partners for Success, and the LDoE Administration Offices. C. The History of LDo E Recognizing that the educational needs of the Laguna people could be best served by establishing its own educational system, the Pueblo of Laguna worked almost 20 years and overcame many obstacles before achieving this goal. In 1992, the efforts of several Tribal Council administrations were realized through the creation of the Pueblo of Laguna Department of Education. The concern for preserving the Laguna culture through educational means could now be addressed. At the onset, the Department began with the administration of the Laguna Middle School and the Office of the Superintendent. Since 1992, the Department has experienced tremendous growth with the addition of the following programs: Administration, which comprises the Accounting Office, Personnel and Human Resources, Grants Management and Information Technology (IT); Facilities Management; the Laguna Division of Early Childhood, which includes the Laguna Early Intervention Program, Laguna Child Care Center, Laguna Preschool Head Start and Early Head Start Programs, Partners for Success, and Laguna Elementary School. D. Organizational Structure The Department of Education is governed by the Pueblo Council through its appointment of a Board of Education which provides direction and oversight i n conjunction with the Superintendent of the LDoE managing and directing its activities. The following departments and programs fall under the supervision of the Superintendent: Facilities Management, Laguna Middle School, Laguna Elementary School , Division of Early Childhood, Administrative Services, and Partners for Success. Falling under the Division of Early Childhood are Special Services, Preschool Head Start, Community Outreach, Child Care Center, and Early Head Start. Admin istrative Services oversee Accounting, Human Resources, Program Development, and Monitoring and Planning. Partners for Success include Employment and Training Services, Student Services, Higher Education, and Vocational Rehabilitation (Laguna Acoma Connect ions). E. Tribal Government The Pueblo of Laguna maintains its traditional government system through its Pueblo Council. The Council serves as the governing body of the tribe, much like a state government. Laguna tribal members elect a 21 - member council, which includes the following offices: Governor, First Lieutenant Governor, Second Lieutenant Governor, Head Fiscale, First Fiscale, Second Fiscale, Treasurer, Secretary, and Interpreter. Each of the six villages comprising the Pueblo of Laguna elect two tribal members, making up the remainder of the Pueblo Council. The governor and councilmen each serve two- year terms. In addition to the Pueblo Council, each village elects at least two Mayordomos, which serve as caretakers of village ditches, fences, roads, and land assignments. They also serve as advisors to families and are called upon to settle disputes in the village. The Pueblo Council conducts weekly meetings to discuss tribal affairs, and to review and approve proposed activities o n the reservation. Weekly village meetings are also held at each of the six villages, during which village councilmen report information discussed at the weekly Council meeting. All men 18 years of age and older are required to attend village meetings and functions. F. Tribal Operations The Tribal Operations Sector is comprised of state and federally -funded programs which include: Social Services, Family Services, Police D epartment, Tribal Court, F ire Protection , Community Health Representatives (CHR), Department of Natural Resources, Environmental Department, Solid Waste Management, Recreation Program, Laguna Public Library, and Laguna Housing Authority. G. Role of the Department of Education The Department of Education Administration includes the following services and support: The Office of the Superintendent Works with the Board of Education to ensure consistency of all programs and that the needs of children and families are met. The administration is responsible for policy making, standards co mpliance, research, and framing issues impacting tribal education. The Office of the Superintendent seeks supplemental funding from private, corporate, and government sources, and performs the following: evaluation of programs; strategic long- range planning; coordination of local and national projects; marketing, public and community relations; and communications on behalf of the Department. LDoE programs are encouraged to be financially self -sustained. If a program seeks tribal or tribal entity financial support, the approach and/or request must be presented through the LDoE administrative office/Superintendent. The same process applies to any an d all LDoE Board agenda items. Accounting Department Responsible for fiscal management of state and federal grants, purchasing for all programs, payroll, and accounts payable/receivable. Human Resources Department Handles all human resource activities, including recruiting, hiring, administering employee benefits, and promoting employee morale . 3. ORGANIZATIONAL CHART 4. OUR MISSION AND VALUES Hanu He ýa Naýuutsi Gunishe Although there is no literal translation of this Keres phrase, the concept refers to: (Helping) People prepare for life's journey and goals. How we accomplish our mission is as important as the mission itself. The following basic values are fundamental to the Department of Education, and are expected to be values held by all Laguna Department of Education Employees. People People are our most important asset. They provide our organization with expertise, creativity, and intelligence, and determine our reputation and vitality. Products As people engage in the work of education, our product is our time, our skills, our training, and our experience. Quality The quality of our work must be our number one priority. Students/Participants All work that we do must be done with the child's and participant's best interest in mind. Only when we think in this manner, can we provide the best possible service to our children, their parents, program participants, and the community. Excellence We must strive for excellence in everything we do - in our services and the value they provide to our children, their parents, program participants, other employees, and the community. Employee Involvement We are a team. We all work for the same organization. We must treat each other with trust and respect. And we must continually work to gain our fellow employees' trust and respect. Our Partners In our endeavor to provide the finest educational environment, parents, the Board of Education, and the community are our partners. We must maintain mutually beneficial relationships with all. Integrity Is Never Compromised The conduct of our employees must never compromise the organization. Responsibility We expect all employees to perform all aspects of their positions with the utmost responsibility. Mission of Laguna Elementary School Irske Hanu Each of these statements is reflective of LES staff, parents, and students. • Our school will be one people by respecting each other; • Our school will be one people by achieving our goals in academics; • Our school will be one people enriched by all cultures; • Our school will be one people recognized by our character. Mission of Laguna Middle School It is the responsibility of all school employees, parents, students, and the community working cooperatively, to ensure: • All Laguna Middle School students will emerge as successful learners, who are responsible and participating members of Laguna and other world societies. SECTION B - EMPLOYMENT 101 EQUAL EMPLOYMENT OPPORTUNITIES The Laguna Department of Education is committed to a policy of equal opportunity and will not discriminate against any employee or applicant on the basis of: political or religious opinions or affiliations, race, color, creed, sex, age, physical handicap, religion, national origin, disability, or sexual orientation, subject to the Indian preference provisions in Section 102. If an employee or applicant has a question or concern about possible discrimination in the workplace, he/she is encouraged to bring the issue to the attention of the Executive Director of Operations, without fear of reprisal. Any employee found to have engaged in discriminatory conduct will be subject to disciplinary action, up to and including termination. 102 LAGUNA/INDIAN PREFERENCE The 1964 Civil Rights Act VII (42 USC 2000e2(i)), allows private and governmental employers on or near a Federal Trust Indian Reservation to exercise Indian Preference in employment. It is the policy of the Pueblo of Laguna to give preference to any qualified person who is enrolled as a member of a federally recognized tribe. In the event an applicant is a member of the Pueblo of Laguna as defined in this policy is determined to be equally qualified as the most qualified applicant interviewed, prefere nce will be afforded to the Pueblo of Laguna member over all other applicants who are not members of the Pueblo of Laguna. 103 NEPOTISM AND PERSONAL RELATIONSHIPS IN THE WORKPLACE The employment of relatives or individuals involved in a dating relationship in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of favoritism at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships. For purposes of this policy, a "relative" is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. The definition of "relative" includes a spouse, child, step-child, father, mother, brother, sister, first cousin, aunt, uncle, nephew, niece, grandfather, grandmother, grandson, granddaughter, father -in-law, mother -in- law, son-in-law, daughter -in-law, brother -in-law, sister -in-law, step-father, step-mother, step-brother, step- sister, half-brother, and half-sister. Clan relationships are not included. Relatives of current employees may not occupy a position that works directly for or supervises their relative. Individuals involved in a dating relationship with a current employee may also not occupy a position that works directly for or supervises the employee with whom they are involved in a dating relationship. Employees involved in a close personal relationship are expected to refrain from displays of affection or excessive personal conversations in the workplace. The LDoE also reserves the right to take prompt action if an actual or potential conflict of interest arises involving relatives or individuals involved in a dating relationship who occupy positions at any level (higher or lower) in the same line of authority that may affect the review of employment decisions. Applicants and employees are expected to notify management if there is a relative or dating relationship during the application process, or when the relationship occurs, if it takes place during employment. It is the responsibility and obligation of the supervisor involved in the relationship to disclose the relationship to the Superintendent and the Executive Director of Operations. In regard to current employees, the LDoE reserves the right to transfer one of the employees involved if there is a suitable position available and consistent with business needs. If a transfer is not possible, termination of employment may be necessary. In other cases, where a conflict or the potential for conflict arises because of the relationship between employees, even if there is no line of authority or reporting involved, the employees may be separated by reassignment or terminated from employment. 104 ETHICS AND CONFLICT OF INTEREST The successful operation and reputation of the Laguna Department of Education is dependent on our community's trust and is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence depends on our employees' careful observance of the spirit and letter of all applicable laws, regulations, and policies, as well as a scrupulous regard for the highest standards of conduct and personal integrity. Employees must also conduct themselves in a manner that avoids actual or potential conflicts of interest. An actual or potential conflict of interest occurs when an employee is in a position to influence or benefit from an LDoE business or policy decision that may result in a personal gain for that employee and/or his/her relatives, whether through cash payments, bonuses, gifts, or any other consideration made by any means. Employees are prohibited from participating directly or indirectly in a procurement when the employee knows that he/she or any member of the employee's immediate family has a financial interest in the business seeking or obtaining a contract. For the purposes of this policy, "contract" means any agreement for the procurement of items of tangible personal property, services, or construction; and "immediate family" is defined as a spouse, children, parents, brother, or sister. Employees are required to disclose any actual or potential conflict of interest in any LDoE business dealings to the Superintendent and the Executive Director of Operations as soon as possible. If possible, safeguards may be put into place to shield LDoE and the employee from any actual or potential conflict. Compliance with this policy is mandatory, and violations of this policy may result in discipline, up to and including termination. 104-A New Mexico Educator Code of Ethics and Standard of Conduct (6.60.9 NMAC) (NEW 05/21/2025) New Mexico Educator Code of Ethics and Standards of Conduct (6.60.9 NMAC) Employee Code of Conduct This section articulates the foundational ethical principles for educators, emphasizing an obligation rests with every employee of the Laguna Department of Education to render the performance of duties in an honest, efficient, and a courteous manner. Emplo yees will therefore be responsible and held accountable for adhering to all policies, rules, directives and procedures prescribed by the District. This will include but is not limited to school handbooks, department regulations and directives, and applicable New Mexico State Statutes and New Mexico Administrative Code.: Commitment and Duty to the Student: Ensuring equitable treatment, fostering critical thinking, and safeguarding student welfare. 1. Staff interactions with students will be characterized by courtesy, respect and genuine efforts to meet the students' academic needs. 2. Staff and faculty will foster honest academic conduct. 3. Staff and faculty will respect the confidential nature of the relationship between faculty member and student. 4. Staff and faculty will avoid all harassment and/or discriminatory treatment of students. 5. Staff and faculty will serve as a positive role model. 6. Staff and faculty will promote learning and exercise control through appropriate planning, management and instruction. 7. Staff and faculty will recognize individual differences and levels of maturation in students. 8. All staff and faculty will promote cooperation and support among teachers, counselors, nurses, attendance persons, and administrators. 9. Staff and faculty will protect students' rights and communicate students' responsibilities. 10. Staff and faculty will maintain communication with parents on all appropriate matters. Commitment to the Faculty 1. Staff will conscientiously support the faculty in its work. 2. Interactions between staff and faculty will be characterized by mutual courtesy and respect. 3. Staff and faculty will respect the confidential nature of the working relationship with faculty members. Commitment to Other Staff Members 1. Staff and faculty will treat administrators, faculty, fellow staff members, and 2. Students with understanding, dignity, courtesy and respect. 3. Staff and faculty members will assist other staff in their growth and development and will share their expertise in the training of staff. Commitment to the Profession and District 1. Staff and faculty members will work to improve their effectiveness and professionalism in their duties. 2. All employees will familiarize themselves with current District Policies and Procedures. 3. Staff and faculty will comply with the standards established in their individual performance appraisal and Professional Development Plans. 4. Staff and faculty will comply with state-approved Code of Ethics of the education profession and uphold administrative directives and regulations, school board policies, and local, state and federal regulations. Commitment to the Community 1. Staff should remember that the District is a resource for the entire community, both city and state-wide. Where it is possible to do so without unduly disrupting the regular work of the District, staff members are encouraged to assist in providing public service to entities in the community that may require a staff member's special expertise. 105 JOB POSTINGS AND VACANCIES In general, notices of job vacancies are posted District Website. Laguna Department of Education reserves the right not to post particular vacancies. Job vacancies are normally advertised through a variety of outside resources as well. Regular employees who have completed their introductory period and have been employed by the LDoE for at least six months are eligible to apply for vacancies when they possess the required skills, competencies, and qualifications. Employees who have a written warning on file, are on probation, or are under suspension are not eligible to apply for vacancies. Eligible employees who are interested in applying for a vacancy should submit an application to the Executive Director of Operations. The application should include job-related skills and accomplishments, and describe how their current and prior work experience and/or education qualifies them for the position. Employees are encouraged to refer qualified potential applicants to the LDoE for consideration. 106 PRE -EMPLOYMENT SCREENING AND REQUIREMENTS A. Applications The Laguna Department of Education relies upon the accuracy of information provided on employment applications, as well as other documentation provided by applicants during the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any information provided may result in exclusion of the applicant from further consideration for employment, or if the individual has been hired, termination of employment. B. Citizen or Authorized to Work in the U.S. All LDoE employees must be US citizens or legally authorized to work in the United States. The LDoE school district does not support VISA/H1 -B applicants. C. Applicant Reference Checks The Laguna Department of Education checks employment references for all applicants considered for employment to ensure that individuals hired are well -qualified and have the strong potential to be productive and successful. The LDoE reserves the discretion to contact former employers/supervisors not specifically listed by an applicant as references. D. Employee Background Checks The Laguna Department of Education believes that t he safety of children is a fundamental responsibility of any family, community, or government. In accordance with the federal laws discussed below, LDoE requires background checks on applicants and employees who have contact or control over LDoE students and service recipients (including long -term volunteers, contracted positions and consultants) prior to beginning their employment. The Indian Child Protection and Family Violence Prevention Act (Pub. L. No. 101- 630, codified as amended at 25 U.S.C.A. § 3201 et seq.) states that: "Each Indian tribe or tribal organization that receives funds under the Indian Self-Determination and Education Assistance Act (25 U.S.C.A. § 450 seq.) or the Tribally Controlled Schools Act of 1998 (25 U.S.C.A. § 2501 et seq.) shall: (1) conduct an investigation of the character of each individual who is employed, or is being considered for employment, by such tribe or tribal organization in a position that involves regular contact with, or control over, Indian children, and (2) employ individuals in those positions only if the individuals meet standards of character, no less stringent than those prescribed under subsection (a) of this section1, as the Indian tribe or tribal organization shall establish." (25 U.S.C.A. §3207(c))." The Indian Child Protection and Family Violence Prevention Act further provides that: "The minimum standards of character that are to be prescribed under this section shall ensure that none of the individuals appointed to positions described in subsection (a) of this section have been found guilty of, or entered a plea of nolo contendere or guilty to, any felonious offense, or any two or more misdemeanor offenses under Federal, State, or tribal law involving crimes of violence; sexual assault, molestation, exploitation, contact or prostitution; crimes against persons; or offenses committed against children." (25 U.S.C.A. § 3207(b)). In addition to the minimum standards of character that are prescribed under the Act, the LDoE further requires that none of the individuals, applicants, and employees in the position described above have been found guilty of, or entered a plea of nolo conten dere or guilty to, any offense under Federal, State, or tribal law involving crimes of fraud, forgery, theft, murder, embezzlement, or crimes against persons. All LDoE employees are subject to further investigation upon reasonable suspicion of violation of the standards of character as set forth in federal law as set forth above. Violation of these standards may result in disciplinary action, reassignment and/or termination. The LDoE adjudication process will be followed. The Victims of Child Abuse Act of 1990 (Pub. L. No. 101-647, codified as amended at 42 U.S.C.A. § 13001 et seq.) requires that: "Each agency of the Federal Government, and every facility operated by the Federal Government (or operated under contract with the Federal Government) that hires (or contracts for hire) individuals involved with the provision to children under the age of 18 child care services shall assure that all existing and newly -hired employees unde rgo a criminal history background check." (25 U.S.C.A. § 13041(a)(1)). All tribal, grant, contract, and self-governance programs are required to comply with these federal laws. E. Physical Examination and Tuberculosis Test All newly -hired employees of the Division of Early Childhood must submit acceptable documentation that they have had a health examination if indicated by the employee's health care provider. In addition, health and physical exams are required for bus drivers to obtain and keep CDL lic ensure required for driving students. Any additional such requirements will be noted in 1 25 U.S.C.A. § 3207(a) states that "The Secretary and the Secretary of Health and Human Services shall ---(1) compile a list of all authorized positions within their respective departments the duties and responsibilities of which involve regular contact with, or control over, Indian children, (2) conduct an investigation of the character of each individual who is employed, or is being considered for employment, b y the respective Secretary in a position listed pursuant to paragraph (1), and (3) prescribe by regulations, minimum standards of character that each of such individuals must meet to be appointed to such positions." the job descriptions as a condition of employment. F. Drug Testing The Laguna Department of Education is committed to providing a safe, efficient, and productive work environment for all applicants and employees. Applicants who are given a conditional offer of employment are required to undergo drug testing prior to receiving a final offer, and will receive a copy of the complete drug testing policy/procedure. The Executive Director of Operations will disclose the test results only to those members of management who have a bona fide business reason to know the test results. G. Volunteers, Contractors Laguna Department of Education Memorandum Date: September 10, 2024 Subject: LDOE Volunteer, Chaperone, or Speaker The Laguna Department of Education, which includes Department of Early Childhood, Laguna Elementary School, and Laguna Middle school, has a legal, ethical and professional responsibility to adhere to The Indian Child Protection and Family Violence Prevention Act (Pub. L. No. 101- 630, codified as amended at 25 U.S.C.A. § 3201 et seq.) The codified act states "Each Indian tribe or tribal organization that receives funds under the Indian Self -Determination and Education Assistance Act (25 U.S.C.A. § 450 seq.) or the Tribally Controlled Schools Act of 1998 (25 U.S.C.A. § 2501 et seq.) shall: (1) conduct an investigation of the character of each individual who is being considered by such tribe or tribal organization for a position that involves regular contact with, or control over, Indian children, and (2) allow individuals in those positions only if the individuals meet standards of character, no less stringent than those prescribed under subsection (a) of this section', as the Indian tribe or tribal organization shall establish." (25 U.S.C.A. §3207(c)) ." Because of the legal and ethical requirements of the Indian Child Protection and Family Violence Act (Pub. L. No. 101- 630, codified as amended at 25 U.S.C.A. § 3201 et seq.), the Laguna Department of Education prioritizes the safety of children as a core responsibility of families, communities, and government. In line with federal laws, Pueblo of Laguna Laws, and the LDoE Employee Handbook, all applicants, employees, long -term volunteers, contractors, consultants, and individuals who have contact or control over students must complete background checks before having contact with Indian children. Short -term volunteers, chaperones, or speakers spending less than 16 hours on campus without unsupervised access to students are not required to undergo background checks and are not classified as employees, contractors, or long- term volunteers. Principals and Directors will decide if an individual exceeds the 16 -hour limit or has unsupervised access to students. Any individual with unsupervised access to student s must complete a background check, regardless of time spent on campus. The Human Resources Department requires all short -term volunteers, chaperones, or speakers who will spend more than 16 hours on campus during the school year or have unsupervised access to LDoE students to complete the Volunteer/Chaperone/Speaker Applicati on, which initiates the necessary background checks. BACKGROUND INFORMATION: For all questions, provide all additional required informat ion in the space provided . PUEBLO OF LAGUNA DEPARTMENT OF EDUCATION PO Box 207,Laguna,NM 87026 Phone: 505-552-6008, Fax: 505- 552-6398, Email:humanfesources@lagunaed.net (Volunteer/Chaperone/Speaker Application) • The application is required for individuals (Volunteers, C haperones , or Speakers) w ho will spend more than 16 hours interacting with LDoE s tudents during the school year, or will have the opportunity to b e alone with a student/s without LDoE staff supervis ion. The Volunteer/Chaperone/Speaker application must be submitted to the Human Resources office at least 10 working days before the engagement date, and the individual must receive approval. • If an individual will spend less than 16 hours in the school during the school year, and will be supervised by an LDoE staff member at all times, The school principal may authorize the individua l to serve as a Volunteer, Chaperone, or Speaker. The principal shall notify Human Resources with the individual's name, date, and time they will be on campu s. By submitting the Volunteer/Chapero ne/Speaker Application, individuals authorize the LDoE Human Resources ' office to initiate the background check process. Volunteer/01aperone/Speaker APPUCATION 1. LAST NAME I FIRST NAME MIDDLE INITIAL 2. LDOE Department in which APPLYING to beinga Volun teer/Chaperone/Speaker: 3. EMAiL ADDRESS: 4. Date of Birth: S. MAILING ADDRESS: CITY ISTATE ZIP CODE CELL PHONE NUMBER: 5. DRIVER'S LICENSE NUMBER : EXPIRATION DATE: ETHNICITY ARE YOU A VETERAN? YES NO 16. SOCIAL SECURITY NUMBER: I 7. Are you authorized to work in the U.S.? YES NO 8. EMPLOYMENT (list your current or most current employer:) I Dates Attended I A. Employer: Position/Title Years Worked From To Total Years I lmrnedia1e Supervisor's Email: Immediate Supervisor's Name: Phone Number: 8.1 EMPLOYMENT (list your current or most current employer:) I Dates Attended T A. Employer: Position/Title Years Worked From To Total Years I Immediat e Supervisor's Email: Immediate Superv isor's Name: I Phone Number: 8.2 EMPLOYMENT (list your current or most current employer:) I Dates Attended A. Employer: Position/Title Years Worked From To Total Years I Immediate Supervisor's Email: Immediate Superviso r's Name: I Phone Number : 1 A, Are you currently under charges for any vlolatlon of law? If "YES", provide the date, explanatlon ofvlolatlon, statement regarding the circumstances which led to the occurrence, locatlon, name and address of the court involved. -- Yes -- No B, Have you ever betln arrested or convicted of a crime involving a child, violence, sexual assault, sexual molestation, sexual exploital:ion, sexua·1 contact or prostitution, or crimes 1agalnst persons? --- Yes --- No C. During the last five (5) years, have you been convicted, been Imprisoned, been on probatlon, or been on parole? (Include felonies, firearms or explosives vlolatlons, misdemeanors, and all other offenses.) If "YES" provide, explanation of the violation, statement regarding the circumstances that led to the occurrence, locatlon, name, and address of court involved, Provide a copy of the police report and any related court documents. Yes No D. Have you been convicted by a military court martlal in the past flve (5) years? If "YES", provide the date, explanation of violation, statement regarding the circumstances whlch led to the occurrence, location, name, and address of the court Involved. Provide a copy of documentation relating to the occurrence. Yes No .. . . E. During the last five (5) years, have you been fired from any Job for any reason, did you quit after being told that you would be fired, did you leave any job by mutual agreement because of specific problems, or were you debarred from Federal Employment? If "YES" to provide the date, an explanation of the problem, reason for leavlng, employers name and address Provide a copy of any documentation relatlng to the occurrence. Yes -- No F, Are you delinquent on any Federal Debt? Include delinquent Federal Taxes, loans, overpayment of benefits, and other debts to the U.S. Government, plus defaults of Federally guaranteed or insured loans such as student loans and home mortgage loans. If yes, provide the circumstances which led to the delinquency, the type, length, amount and when the delinquency first began. Also describe any steps you have taken to correct or repay the debt, Include copy of any payments or payment arrangements. Yes -- No G. In the last 5 years have you illegally used any controlled substance, for example; marijuana, cocaine, crack cocalne, hashish, narcotics (opium, morphine, codeine, heroin, etc,) amphetamines, depressants, (barbiturates, methaqualone, tranquilizers, etc.), hallucinogenics {LSD, PCP, etc.), or illegally used prescriptlon drugs? -- Yes -- No 11: Residence - List your current and three years of residence if different from your mailing address 1) Month/Year From: To: Present Street Address & Mailing Address: City: State 11,1: Resldence - List your current and three years of residence lf different from your mailing address 1) Month/Year From: To: Present Street Address & Mailing Address: Clty: State 11.2: Residence - Llst your current and three years of residence if different from your mailing address 1) Month/Year From: To: Present Street Address & Malling Addres. : City: State I authorize the Laguna Department of Education to obtain any record of criminal history with the understandlng that such Information held In confidence and used solely for the purpose of evaluatlng my application to be a Chaperone/Volunteer/Speaker. I certlfy that my responses to these questlons are made under the Federal penalty of perjury, which is punishable by fines or imprisonment, and that I have received notice that a criminal check will be conducted. I understand my rlghtto challenge the accuracy and completeness of any information contained in the report. r affirm that all the information contained in this application is true and complete and that any misrepresentation, falsification or omission shall be cause for dismissal from, or refusal of employment. I 2 3 (Office of LDOE Human (No) hereby authorize the Pueblo of Laguna Department of Education to request any information from my previous employer(s) and I authorize any references to release such Information. Applicant's 107 DISABILITY ACCOMMODATIONS The Laguna Department of Education will make reasonable accommodations for qualified individuals with disabilities. As a department of a sovereign Indian tribe, the LDoE is not subject to the federal Americans with Disabilities Act, but provides reasonable accommodations as a matter of policy and does not waive its statutory exemption. Applicants and employees who have questions about disability accommodations should speak to the Director of Human Resources. 108 CATEGORIES OF EMPLOYMENT The Laguna Department of Education recognizes the following categories of employment. All employees are considered at will throughout their employment with the LDOE unless otherwise indicated in their contract. A. Regular Full-Time Employee -- A Regular Full-Time Employee is an employee who is regularly scheduled to work 30 hours per week or more, for at least 26 weeks per year, and who has completed his/her Introductory Period. Regular Full -Time Employees are eligible for insurance and benefits as specified in this handbook. B. Regular Part -Time Employee -- A Regular Part-Time Employee is an employee who is regularly scheduled to work fewer than 30 hours per week and who has completed his/her Introductory Period. Part time employees are not eligible to receive benefits C. Exempt Employee -- An Exempt Employee is an employee who is not eligible for overtime pay. Actual hours worked are based on Department needs and may regularly exceed 40 hours in a work week. However, insurance and benefits are based on a standard 40-hour work week. While 30 hour employees are entitled to receive benefits, they are pro -rated according to FTE. D. Non- Exempt Employee -- A Non-Exempt Employee is an employee who is eligible for overtime pay for hours actually worked over 40 hours in a work week. E. Temporary/Seasonal Employee -- A Temporary Employee is hired to perform the job responsibilities of an absent employee, to work on a specific project, or to assist the LDoE with temporary heavy workloads (for a duration of no more than one year). Temporar y Employees are not eligible for insurance or benefits. While working for the LDoE, Temporary Employees are required to comply with this handbook. Employees receive written employment contracts or agreements for specified periods of times/hours as described below A. Year -Long Contract - This contract runs from July 1 to June 30. If an employee is hired after July 1, the contract still ends on June 30th. Full -time employees work an expected 226 days annually. B. Extended School Year Contract - This contract extends by a predetermined number of days beyond the regular contract for a specified term and specific assigned duties. C. School Year Contract - This c ontract is for the school year (or that portion of the school year that remains at hire). D. Short -Term Contract - Short -term contracts may be made when there is an immediate but temporary need for services. A short -term contract may be issued for an initial period of no more than 60 days; any extension is limited to no more than the remainder of the school or fiscal year. Renewal of employment contracts and agreements is at the sole discretion of the Superintendent. Such decisions are not subject to any policies in this handbook, including the grievance procedure. 109 INTRODUCTORY PERIOD All new and newly re- hired Full -Time and Part- Time Employees have an Introductory Period for the first 90 days of employment. Employees also have a new Introd uctory Period each time they transfer to a new position (see Section 105). The Introductory Period may be extended if an employee is absent for a significant amount of time (generally ten days or more) or if the Laguna Department of Education determines that additional time is needed to evaluate an employee's performance. An employee whose service is satisfactory may become a regular employee. All employees remain at will both during and before the Introductory Period. 110 TRAINING/CERTIFICATION REQUIREMENTS Employees may have specific training and/or certification requirements associated with their particular position. Such employees are required to successfully complete all required training and/or to maintain any required certification(s) for their position. Documentation of training and certifications should be provided to the Executive Director of Operations. Professional development opportunities are scheduled throughout the year Employees are expected to engage in professional development opportunities, including curriculum, methodology, and other topics presented by in -house and outside presenters. Employees will be informed of all mandatory trainings. Attendance is mandatory on all PLC days for instructional facul ty and staff. 111 Driver's License Requirement: 7/1/20 Only employees who need to drive a vehicle or drive an LDoE/GSA vehicle as part of their job duties are required to have a valid driver's license. • If administrators learn that any employee driving on school property does not have a valid driver's license; the administrator shall immediately report information to Human Resources. 112 PERSONNEL FILES AND PERSONAL INFORMATION CHANGES The Laguna Department of Education maintains an official, confidential personnel file for each employee. Personnel files are the property of the LDoE. Employees who wish to review their personnel file should contact the Executive Director of Operations. An appointment will be scheduled for the employee to review their file during regular business hours and in the presence of the Executive Director or another authorized employee. If an employee disagrees with information in his/her personnel file, he/she may attach a written statement to the material. Employees are responsible for promptly notifying the Executive Director of Operations of any changes in important personal information, including but not limited to name, address, telephone numbers, marital status, new dependents or insurance beneficiary, and emergency contacts. 113 PERFORMANCE EVALUATIONS The Laguna Department of Education considers performance evaluation to be a continual process, with informal feedback throughout the work year. Employees will receive a formal evaluation from their supervisor before the end of their Introductory Period and every work year. Annual evaluations shall be completed no later than 30 days before the end of the school or fiscal year, depending on the employee's work year. The Superintendent will be evaluated by the Board of Education annually. Employees will receive information about the evaluation process from their immediate supervisor or the Executive Director of Operations. 114 OUTSIDE EMPLOYMENT Employees may not accept employment outside of the Laguna Department of Education without prior approval of the Superintendent. Any approved employment may continue as long as LDoE performance standards are met and the outside position does not constitute a real or perceived conflict of interest. LDoE work and leave time may not be used for the purposes of outside employment; and employees may not receive income, gifts or any material item from individuals, companies or organizations outside of the LDoE for services, materials or work performed as part of their job with the LDoE. If the LDoE determines that an employee's outside employment is interfering in any way with his/her LDoE employment, the employee will be required to terminate or modify their outside employment, or their employment with the LDoE may be terminated. 115 MEDIA/PUBLIC STATEMENTS If a member of the media contacts an employee for a statement, interview or information about any aspect of the Laguna Department of Education, including students, the employee must refer the media member to the Superintendent's Office as soon as possible. No employee is authorized to speak on behalf of the LDoE or to disclose confidential or sensitive information concerning the LDoE without prior written authorization of the Superintendent or other authorized management representative. Employees who receive authorization to participate in an interview or otherwise represent the LDoE are expected to at all times be professional, accurate, respectful and prudent; and to ensure that they do not disclose confidential information of any kind. If an employee is not sure whether particular information should be disclosed, he/she is expected to consult with the Superintendent or other authorized management representative prior to disclosing the information. 116 RESIGNATIONS FROM EMPLOYMENT Employees who resign their employment with the Laguna Department of Education are requested to provide advance notice. Non- Exempt Employees are requested to provide a minimum of 14 days' notice in writing to the Executive Director of Operations. Exempt Employees are requested to provide a minimum of 30 days' notice in writing to the Superintendent. Employees will generally be scheduled for an exit interview prior to their last day of employment. 116-A RESCINDING RESIGNATION (7-1-23) Once an employee, in good standing, resigns and resignation is approved by the superintendent or designee, the employee tendering his/her resignation has five calendar days to rescind the resignation. It is the superintendent's/designee sole prerogative to consider a request to rescind a resignation. 117 Eligibility for Re- Hire (7 -1-23) Employees terminating employment from LDOE and are in good standing are eligible for future employment. Employees adhering to the policies and procedures concerning non- disciplinary termination of employment are also eligible for future re -employment with the School. Employees not adhering to the policies and procedures who are terminated for dis ciplinary reasons or who resign to avoid disciplinary actions are not eligible for reemployment for three years from the date of termination. Supervisor will submit the written rationale, 14 calendar days from the date of resignation and/or termination, af ter the employee not being eligible for employment for the next three years. Establish a file for employees who are ineligible for employment for three years from date of termination (Flagging the file). 118 FURLOUGH/REDUCTION IN FORCE A furlough (temporary layoff) or reduction in force may occur for a number of reasons, including but not limited to financial necessity and the need to reorganize or reduce programs. Furloughs for a period of time may take place when there is a reasonable expectation for reinstatement, generally within sixty calendar days. Reductions in force generally take place when there is little or no expectation that employees can be rehired to their former positions. The following are some common factors that may be considered in determining the employee or employees who will be furloughed or reduced in force: • Seniority in current position • Other work experience with the LDoE • Job performance • Education • Training • Other relevant work history • Notable contributions Whenever a furlough or a reduction in force is being considered, the Program Director/Principal shall notify the Superintendent and the Executive Director of Operations as far in advance as possible. Except in case of emergency, employees will receive three business days' notice of furlough and 10 business days' notice of a reduction in force. Employees on furlough do not accumulate leave benefits during the furlough, and benefits will be terminated (subject to COBRA requirements) if a furlough extends beyond two months. Employees who are reduced in force will not be eligible for payment for accrued PTO or any other leave, at the time of the reduction in force Benefits are terminated subject to COBRA requirements. Employees who are reduced in force will remain eligible for rehire if a vacancy occurs for their position within four calendar months. In such cases, employees will be eligible for rehire in order of seniority. Employees are required to keep the Executive Director of Operations informed of their current address during the recall period. Employees who refuse an offer of recall forfeit their benefit of recall. 119 RETURNS OF PROPERTY When an employee leaves his/her employment with the LDoE for any reason, he/she is responsible for returning any equipment, materials or property issued to him/her, including but not limited to computers, cell phones or other electronic equipment, this handbook, credit cards, keys, vehicles, documents, files, etc. Emplo yees who fail to return LDoE property may be subject to disciplinary action, withholding of pay to compensate the LDoE, and/or legal action. Employees are also required to return equipment, materials or property at any time requested by the employee's supervisor, the do not comply with such requests may be subject to disciplinary action, withholding of pay to compensate the LDoE, and/or legal action. 118-A LOST OR STOLEN KEY POLICY (6-13-22) Lost or stolen keys or key cards must be reported to immediate supervisor and Facilities & Maintenance Manager immediately after discovery of loss or theft to change locks or deactivate key card. Individuals responsible for lost or stolen keys or key cards shall pay the applicable replacement fees. Keys and key cards must be stored and must be locked in a secure locking storage cabinet. Replacement keys or key cards will be issued only after submission of a new key card request authorization and payment of applicable fees shall be p aid to the Finance Department. All key and key card requests shall be approved by the immediate supervisor and the Facilities & Maintenance Manager. Every employee issued a key will be held responsible for paying the cost of the key replacement and/or The percentage amount of a master key or grand master. Cost to replace a room key: Facilities and Maintenance Manager or designee. Room specific keys: $75 - $100 b. Master Keys: this entails changing all the locks, interior and exterior, storage, 10% of total cost to be paid by employee who loses the master key. c. Employee will be disciplined up to termination. 4. Facilities & Maintenance Department are not to open the classroom for an employee . 120 EMPLOYMENT REFERENCES All requests for employment references for current and former employees must be directed to the Executive Director of Operations. The Executive Director will not provide employment information without a written authorization/release from the employee, and information provi ded will generally be limited to confirmation of employment dates and factual information that can be substantiated by LDoE records. SECTION C - WAGES AND HOURS 201 WAGES The Laguna Department of Education maintains wage scales for certain positions, and employees in those positions shall be placed on the appropriate scale in accordance with their training and allowable experience. The LDoE reserves the discretion to adjust wage scales as economic and other business factors warrant. For positions where there is no wage scale, wages are negotiated with individual employees based on education, experience and position responsibilities. In certain circumstances the LDoE reserves the discretion to provide additional compensation. Such compensation may be considered for particular types of positions or individuals. Factors that may be considered in granting additional compensation include but are not limited to difficulty i n recruiting suitable candidates and working conditions for particular positions. Section 201-A Salary Adjustments Once officially hired, applicants must provide official transcripts or other original documents as applicable. When required, licensure, certification and/or degree(s) must be from an accredited college, university and/or program and must be provided within 90 calendar days from the initial date of hire. All information submitted with the application is subject to verification. Failure to provide official transcripts or documents defined in this paragraph may be grounds for disqualification and/or termination. Returning employee who have moved on the salary schedule due to change in licensure level status have ninety calendar days from the start of the new contract start date to provide official documentation verifying the change. Failure to provide verification within the timeline will result in the employee remaining on the existing salary until the ensuing school year. 202 PAY PERIODS AND PAYCHECKS All employees are paid on a biweekly basis every other Thursday, for a pay period that runs according to the current contract and as designated by the payroll calendar. Deductions from paychecks are made as required by law as well as those authorized by the employee. Employees are encouraged to utilize direct deposit or may pick up their checks from designated program assistants. In the event that a payday falls on a holiday or other pre -planned closure, checks will be mailed the day before the scheduled payday. If an employee authorizes another individual to pick up their paychecks, he/she must submit a signed, written authorization to the Executive Director of Operations in advance. Employees should carefully review their paychecks and report any errors or questions to the Payroll Office as promptly as possible so that any needed corrections can be made. 202-A SIGNING BONUSES FOR NEW TEACHERS IN SHORTAGE AREAS (July 1, 2021) 1. Signing Bonuses for New Teachers in Shortage Areas Laguna Department of Education will offer a "New Hire Signing Bonus" in the amount of $2,500 in areas that district has a difficult time in recruiting teachers. These areas include Special Education (K -8), and Math and Science fields in the Middle School. A "new hire" employee is one who has not worked in LDOE during the previous school year. As a condition of employment for any new employee hired to teach and that are assigned in the shortage areas of Math, Science and Special Education, the teacher must agree to teach in the district for a minimum of one year to qualify for the signing bonus without a no pay- back penalty. Signing bonuses will be paid on the second pay period based on their contract. If the employee should leave Employment with the district, either voluntarily or involuntarily, during the first school year of employment, repayment of the signing bonus will be required in accordance with the following schedule: Period of Time Employed Repayment Percentage After One Month 90% After Two Months 80% After Three Months 70% After Four Months 60% After Five Months or more 50% If the employee completes a full year of teaching (186 days) and resigns, there will not be a repayment penalty. 203 TIMEKEEPING All Non- Exempt Employees are required to record their work hours each week utilizing the Laguna Department of Education's approved timekeeping process. Time records should accurately reflect the time the employee began work, any meal or leave time taken during the workday, and the time the employee left work each day. Time records must be submitted by close of business the last business day of the week before paydays. Time records may not be changed without authorization of a supervisor. Altering, falsifying, or tampering with time records, or recording time on another employee's time record will result in disciplinary action, up to and including termination. 204 OVERTIMES (7-1-19) Non-Exempt Employees who work over 40 hours in a work week are paid overtime at a rate of one and one-half times their regular hourly rate. Overtime is based on hours actually worked and does not include holidays, leave time or any other non-working time. Employees may only work overti me with the prior authorization of their supervisor. Although supervisors may ask for volunteers to work overtime, when possible, if there are no volunteers or a particular employee is needed to perform the work, employees may be required to work overtime. Overtime is paid at time and a half for non- exempt employees (hourly employees), for every hour worked, employee receives payment for 1.5 hours. However, due to budgetary constraints a non- exempt employee who works overtime will be on compensatory time. Meaning he/she will be given time off at a rate of 1.5 hours for every hour worked. Subject to the limitations and exceptions set forth below, overtime at the rate of time and one-half will be earned by non-exempt employees who are required to work more than forty (40) hours during the work week. Comp time is at the supervisor's discretion and must be pre- approved prior to the event occurring. All exchange time must be requested by the supervisor and not the employee. Supervisor must keep a log documenting the exchange time in advance, dated and signed by the employee and the supervisor. Overtime: Due to budgetary constraints, overtime monetary compensation is discouraged and to be used in extenuating circumstances with prior supervisor approval. Compensation for overtime shall be made by granting compensatory time off at a rate of one and one-half hours (1.5) for each hour of overtime worked. Compensatory time off shall be used within the same pay period earned or the week following the pay period, if the time accrued occurs during the second week of the pay period. If the supervisor determines compensatory time off during the week following the week it is earned would be disruptive to the operations of the district, such compensatory time off may be taken as soon as is reasonably possible thereafter. Comp time is not offered to offset missing work hours. Exchange time is applied when an exempt employee is needed to work on a non- work day, i.e. weekend, holi day. Exchange time is at a ratio of one hour for one hour. A log must be kept by the supervisor and signed and dated by the supervisor and employee to account for exchange time. Exchange time must be requested by the supervisor and not the employee and uti lized in extreme emergencies and/or extenuating circumstances. By enlarge, exempt employees work as many hours as it takes to get the job done for no additional pay and/or exchange time. When a supervisor is considering exchange time for an exempt employee, he/she will consider the impact of the employees' absence to the respective program and/or the services provided by the employee. Application of exchange time shall be the exception and not the rule. Flex time is used when employee's services are needed during time off and in return they take time off when they choose and is pre-approved by the supervisor. The flex time is one hour for one hour. A log must be kept to account for flex time. This is applicable to the Partners for Success Program and Laguna Acoma Connections. 205 Compensating employees for other services: (7/1/20) LDoE employees cannot be independent contractors. • Non-exempt (classified) employees, as per the Fair Labors Standards Act (FLSA), must be compensated at time and a half (1.5) for each hour worked beyond their 40 hours. • As long as we pay non-exempt employees time and a half of their hourly rate, we can use non- exempt employees for additional services. • Non-exempt employee must be 'off the clock" to get paid for additional services. They can work outside the duty day or if during duty day put in for "Paid Time Off". Non- exempt employees get paid overtime if they have been physically present for 40 hours during the regular work week (Saturday thru Friday). • To pay an LDoE employee for additional work, we do not create a Purchase Order (PO), we submit an invoice. 206 MEAL PERIODS Full-Time Non -Exempt Employees are provided a 30 -minute unpaid meal perio