- The Mountain Brook City Board of Education is the employer of System personnel. Individuals are employed with the written recommendation of the Superintendent and the approval of the Board of Education.
- The Mountain Brook City Board of Education will hereafter be referred to as, “The Board”.
- Alabama Law, Section 36-26-100 refers to classified personnel as those persons employed as lunchroom workers, maids, janitors, custodians, maintenance personnel, secretaries, clerical assistants, and all other persons not otherwise certified by the State Board of Education. Part-time personnel employed in the above positions are referred to as classified employees for business purposes in the Mountain Brook City Schools.
- Persons employed with the expectation of continued employment for an indefinite period of time are defined as permanent employees.
- Persons employed for a brief period of time, such as employees hired for summer employment with specific contract dates, are temporary employees. Temporary employees are not eligible for benefits afforded permanent employees.
- Persons employed on a day-to-day “fill-in” basis for permanent employees are substitute employees. Substitutes are not eligible for benefits afforded permanent employees.
- Classified personnel hired as regular or permanent employees who work twenty (20) hours or more each week are full-time.
- Persons permanently employed for less than twenty (20) hours each week are part-time. Part-time employees are not eligible for most benefits.
- Discrimination on the basis of sex, race, age, religious belief, national origin, ethnic group, or disability is prohibited in the Mountain Brook City Schools.
- The principal or supervisor is responsible for orienting new employees. The operation and policies of the school or department will be explained.
- The probationary period for classified personnel is 3 complete school years, with start date before October 1, of work as a regular or permanent full-time employee of the Board.
- Classified personnel within a school are under the immediate supervision of the principal or assistant principal in their particular school. All other classified personnel are under the immediate supervision of a central office director.
- Probationary classified employees will be evaluated at least once each year and more often if the Superintendent directs. Continuing status employees will be evaluated when deemed appropriate by the supervisor. The evaluation will be considered as one of the factors for advancement and salary raises.
- Classified employees must be of good character and neat and clean in appearance. Employees should conduct themselves in a manner considered appropriate by community and society standards. Gifts or gratuities should not be accepted from businesses who presently or potentially sell goods or services to the schools.
- The Superintendent may reassign classified personnel to other employment positions for which they are qualified as the needs of the school system may require. All reassignments will be made in accordance with the Students First Act of 2011.
- Classified personnel who are qualified may be considered for transfers and promotions. Written requests for transfers or promotions should be made to the immediate supervisor.
- When an employee decides to resign, a letter of resignation signed by the employee must be forwarded to the school principal or the Personnel Director. The immediate supervisor should be notified two (2) weeks in advance of the resignation date.
- The Board will give the probationary employee a fifteen (15) day written notice prior to the effective date of termination. A non-probationary employee may be terminated for failure to perform his or her duties in a satisfactory manner, incompetency, neglect of duty, insubordination, immorality, justifiable decrease in jobs in the system, or other good and just causes, in accordance with Alabama Law The Students First Act of 2011.
- More specifically, an employee may be dismissed for reasons including, but not limited to:
1. Reporting for work under the influence of intoxicating beverages or illegal drugs and/or consuming intoxication beverages or illegal drugs while at work.
2. Committing any act of immorality.
3. Habitually failing to comply with rules or standards.
4. Refusing to carry out instructions.
5. Using or threatening another person with physical violence.
6. Falsifying of employment application or receiving unfavorable reports. This may include prior criminal records which may be discovered in a background check.
7. Being habitually absent or falsifying reasons for absence.
Use of Tobacco
All Mountain Brook City Board of Education facilities, buildings, grounds, vehicles, and other property are declared tobacco free. Smoking and the use of smokeless tobacco are prohibited on all Board property and premises at all times.
Safe and Drug-Free Workplace
It is the policy of the Mountain Brook Board of Education that the use of alcohol and other drugs (as outlined in the Standards of Conduct) and the unlawful use, manufacture, distribution, dispensation, possession, or use of illicit drugs is prohibited. Any employee violating this policy will be subject to disciplinary actions, up to and including termination of employment and referral to proper authorities for prosecution. This policy has been adopted in accordance with the Drug-Free Workplace Act of 1988 and Drug-FreeSchools and Communities Act Amendments of 1989. Nothing in this policy should be construed as precluding the Board from adopting additional or alternative programs, procedures, and penalties in order to achieve the goal of a drug and alcohol-free public school system. (District Policy G-31; G-36)
It is the policy of the Mountain Brook Board of Education that no employee shall engage in conduct constituting sexual harassment. For definitions, sanctions and grievance procedures, refer to Board of Education policy G-32.
Non-Discrimination Statement and Grievance Procedures
No person shall be denied employment, be excluded from participation in, be denied the benefits of, or be subjected to discrimination in any program or activity on the basis of disability, gender, race, national origin or ethnic group, color or age. Procedural steps are in place, to resolve at the lowest possible level, differences and issues related to alleged discrimination against employees within the meaning of the Vocational Rehabilitation Act, the Americans with Disabilities Act or the Federal Education Amendment, as well as any other applicable state or federal statute or regulation. These proceedings will be kept as informal and confidential as possible within each level of the procedure. (District Policy G-34)
School Personnel Designated to Handle Discrimination Complaints
The following staff member has been designated by the Superintendent of the Mountain Brook Board of Education to handle discrimination complaints based on gender, disability, race, national origin, color, creed or age:
Mrs. Sylvia Harper
Mountain Brook Board of Education
32 Vine Street
AIDS, HIV and/or Other Communicable Diseases
There shall be no discrimination in employment based on having an HIV infection or AIDS. No school employee shall be terminated, non-renewed, demoted, suspended, transferred, or subjected to adverse action based solely on the fact that he or she is infected with HIV (or is perceived to be infected). School employees who are unable to perform their duties due to an illness, such as those related to HIV, shall retain eligibility for all benefits that are provided for other school employees with long-term diseases or disabling conditions. All schools shall provide a sanitary environment and establish routines for handling body fluids that are recommended by the Centers for Disease Control in preventing the spread of infectious diseases. (District Policy G-27)
Complaints and Grievances
Constructive criticism is welcomed, if it is motivated by a sincere desire to improve the quality of the education program or to assist the schools in carrying out their responsibilities more effectively. Personnel having complaints or grievances are encouraged to discuss them with their immediate supervisor (principal, supervisor, coordinator, etc.) If the underlying problem cannot be resolved satisfactorily at this administrative level, the aggrieved person may continue to seek a satisfactory solution to the problem with staff members at the next higher level of administration (Personnel Director, Superintendent). Refer to Policies G-12; K-8.
Classified employees who do not direct the work of two or more employees, recommend the hiring or firing of employees, serve in a management capacity, or regularly exercise discretionary powers will be compensated for overtime work at 150% of regular pay. Overtime work is defined as work performed in excess of forty (40) hours per week.