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Policy Categories Archives: Section G: Personnel

Section G contains policies on all school employees except for the Superintendent. The category is divided into three main divisions: GB has policies applying to all school employees or to general personnel matters; GC refers to instructional and administrative staff; GD refers to support or classified staff.

Sexual Harassment And Sexual Violence-Employees




The purpose of this policy is to maintain a working environment that is free from sexual
discrimination, harassment and violence, or other improper or inappropriate behavior that may
constitute harassment as defined below.

Sexual discrimination, harassment, and violence are against the law and school board policy. Any
form of sexual discrimination, harassment or violence is strictly prohibited.

It is a violation of this policy for any employee to harass a student, employee or person within the
District through conduct or communication of a sexual nature as defined by this policy. It is a
violation of this policy for any employee to be sexually violent toward another employee, or person
within the District.

The District will investigate all formal complaints of sexual harassment, discrimination, or sexual
violence in accordance with the grievance procedures in this policy, and will discipline any
employee who sexually discriminates, harasses or is sexually violent toward another person within
the District. For all complaints the District will offer supportive measures to both complainants and


The District’s Title IX Coordinator is: The District’s Title IX Coordinator is: Director of Curriculum,
Instruction and Assessment, 90 Farmer Rd., Hooksett, NH 03106, 603-322-
3731 x 4012.

The Title IX Coordinator is responsible for coordinating the District’s efforts to comply with Title IX,
including coordinating the effective implementation of supportive measures and effective
implementation of remedies.

The Title IX Coordinator’s responsibilities include establishing a process to notify applicants for
employment and admission, employees, and all unions of the Title IX Coordinator’s name or title,
office address, e-mail address and telephone number.

The District shall post the Title IX Coordinator’s title or name, office address, e-mail address and
telephone number in conspicuous places throughout school buildings, on the District’s website, and
in each handbook.


Sexual discrimination is discrimination based on sex in the District’s education programs or
activities and extends to employment and admissions.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, sexually
motivated physical conduct or other verbal or physical conduct or communication of a sexual
nature that satisfies one or more of the following:

1. An employee of the District conditions the provision of an aid benefit, or service on an
individual’s participation in unwelcome sexual conduct;

2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive,
and objectively offensive that it effectively denies a person equal access to the
District’s education program or activity; or

3. Sexual assault as defined in 20 U.S.C. §1092(f)(6)(A(v) dating violence as defined in 34
U.S.C. §12291(a)(10), domestic violence as defined in 34 U.S.C. §12291(a)(8) or
stalking as defined in 34 U.S.C. §12291(a)(30).

Sexual harassment may include, but is not limited to:

1. Verbal harassment and/or abuse of a sexual nature;

2. Subtle pressure for sexual activity;

3. Inappropriate patting, pinching or other touching;

4. Intentional brushing against a person’s body;

5. Demanding sexual favors accompanied by implied or overt threats;

6. Demanding sexual favors accompanied by implied or overt promises of preferential

7. Any sexually motivated unwelcome touching; or

8. Sexual violence that is a physical act of aggression that includes a sexual act or sexual

Throughout this policy reference to sexual harassment includes sexual discrimination and violence.


Any employee who believes he or she has been the victim of sexual harassment should report the
alleged act(s) immediately to their immediate supervisor. That employee shall then report the
allegation immediately to an appropriate District official, as designated by this policy. The District
encourages the reporting employee to use the report form available from the Principal of each
building or available from the Superintendent’s office.

1. In each building, the Principal is the person responsible for receiving oral or written reports
of sexual harassment. Upon receipt of a report, the Principal must notify the Title IX
Coordinator immediately without screening or investigating the report. If the report was
given verbally, the Principal shall reduce it to written form within twenty-four (24) hours
and forward it to the Title IX Coordinator. Failure to forward any sexual harassment report
or complaint as provided herein will result in disciplinary action. If the complaint involves
the building Principal or designee the complaint shall be filed directly with the Title IX

2. The designated person to receive any report or complaint of sexual harassment and sexual
violence is the Title IX Coordinator. If the complaint involves the Title IX Coordinator, the
complaint shall be filed directly with the Superintendent.

3. Any person may also report sexual harassment in person, by mail, telephone or e-mail to
the Title IX Coordinator at any time including non-business hours.

4. Submission of a complaint or report of sexual harassment will not affect the employee’s
standing in school, future employment, or work assignments.


The District will respond promptly and in a manner that is reasonable in light of the known
circumstances when it has actual knowledge of sexual harassment in its education programs or
activities. Actual knowledge means notice to any employee of the District. Education programs or
activities are locations, events, or circumstances over which the District exercised substantial
control over both the alleged perpetrator of sexual harassment (the respondent) and the context in
which the sexual harassment occurs.

The District will treat complainants and respondents equitably by offering supportive measures and
following the grievance process before the imposition of any disciplinary sanctions or other non-
supportive measures against the respondent. The District may place an employee on
administrative leave during the pendency of the grievance process.

The District may remove a respondent from its education programs or activities on an emergency
basis based upon an individualized safety and risk analysis that determines that the respondent
poses an immediate threat to the physical health or safety of any employee or other individual
arising from the allegations of sexual harassment. The District shall provide the respondent with
notice and an opportunity to challenge the decision immediately upon removal.

The Title IX Coordinator will promptly contact the complainant to discuss the availability of
supportive measures, consider the complainant’s wishes with respect to supportive measures,
inform the complainant of the availability of supportive measures with or without the filing of a
formal complaint, and explain to the complainant the process for filing a formal complaint.

These provisions do not modify rights under the IDEA, Section 504, or the ADA.

The District’s response shall not restrict rights protected by the United States Constitution including
the First, Fifth, and Fourteenth Amendments.


Supportive measures are non-disciplinary, non-punitive individualized services offered as
appropriate, as reasonably available, and without fee or charge to the complainant or the
respondent before or after the filing of a formal complaint or where no formal complaint has been
filed which are designed to restore or preserve equal access to the District’s education program or
activity without unreasonably burdening the other party, including measures designed to protect
the safety of all parties or the District’s educational environment, or deter sexual harassment.
Supportive measures may include counseling, extensions of deadlines or other course-related
adjustments, modifications of work or class schedules, shadowing, mutual restrictions on contact
between parties, changes in work or school locations, leaves of absence, increased security and
monitoring of certain areas of the school, and other similar measures.

The District will maintain as confidential any supportive measures provided to the complainant or
respondent, to the extent that maintaining such confidentiality would not impair the ability of the
District to provide the supportive measures.


A formal complaint is a document filed by a person who is alleged to be the victim of conduct that
could constitute sexual harassment (the complainant) or signed by the Title IX Coordinator and
requesting that the District investigate the allegation of sexual harassment. The formal complaint
may be filed with the Title IX Coordinator in person, by mail, or e-mail and must contain the
complainant’s physical or digital signature or otherwise indicate that the complainant is the person
filing the formal complaint.

Parents or legal guardians may file complaints on behalf of their children.

The complainant’s wishes with respect to investigating a complaint should be respected unless the
Title IX Coordinator determines that the Title IX Coordinator’s signing a formal complaint over the
complainant’s wishes is not clearly unreasonable in light of the known circumstances.

The Title IX Coordinator may in his/her discretion consolidate formal complaints where the
allegations arise out of the same facts.

In response to a formal complaint, the District will follow the grievance procedures in this policy.


A. Notice of Allegations
The Title IX Coordinator upon receipt of a formal complaint shall provide written notice to the
complainant and respondent of the following:

1. The allegations including the date and location of the alleged incident, if known;

2. A statement that the respondent is presumed not responsible for the alleged conduct and a
determination of responsibility will be made at the conclusion of the grievance process;

3. The complainant and respondent may have an advisor of their choice who may but is not
required to be an attorney and may inspect and review evidence during the investigation;

4. Provisions in the District’s code of conduct that prohibit knowingly making false statements
or knowingly submitting false information;

5. A copy of this Title IX policy.

B. Grievance Procedure Requirements
1. Both the complainant and respondent shall have an equal opportunity to submit and review
evidence throughout the investigation;

2. The District will use trained Title IX personnel to objectively evaluate all relevant evidence
without prejudgment of the facts at issue and free from conflicts of interest or bias for or
against either party.

3. The District will protect the parties’ privacy by requiring a party’s written consent before
using the party’s medical, psychological or similar treatment records during a grievance

4. The District will obtain the parties’ voluntary written consent before using any kind of
informal resolution process, such as mediation or restorative justice, and not use an
informal process where an employee allegedly sexually harassed a student.

5. The District will apply a presumption that the respondent is not responsible during the
grievance process so that the District bears the burden of proof and the standard of
evidence is applied correctly.

6. The District will use the preponderance of the evidence standard for formal complaints
against students and employees.

7. The District will ensure the decision-maker for determining responsibility is not the same
person as the investigator or the Title IX Coordinator.

8. The District will permit the parties to submit written questions for the other parties and
witnesses to answer before determining responsibility.

9. The District will protect all complainants from inappropriately being asked about prior
sexual history.

10. The District will not restrict the parties’ ability to discuss the allegations under investigation
or to gather and produce relevant evidence.

11. The District will send both parties a written determination regarding responsibility
explaining how and why the decision-maker reached conclusions.

12. The District will effectively implement remedies for a complainant if a respondent is found
responsible for sexual harassment.

13. The District will offer both parties an equal opportunity to appeal.

14. The District will protect all individuals, including complainants, respondents, and witnesses,
from retaliation for reporting sexual harassment, or participating or refusing to participate
in any Title IX grievance process.

15. The District will make all materials used to train Title IX personnel publicly available on the
District’s website.

16. The District will document and keep records of all sexual harassment complaints,
investigations, and training for seven (7) years.


The Title IX Coordinator (or the Superintendent, if the Title IX Coordinator is the subject of the
complaint), upon receipt of a formal complaint alleging sexual harassment shall immediately
authorize an investigation. This investigation may be conducted by District officials or by a third
party designated by the District. The investigating party shall provide a written report of the status
of the investigation within ten (10) working days to the Title IX Coordinator. If the Title IX
Coordinator is the subject of the complaint, the report shall be submitted to the Superintendent.

In determining whether alleged conduct constitutes sexual harassment, the District should consider
the surrounding circumstances, the nature of the sexual advances, relationships between the
parties involved and the context in which the alleged incidents occurred. Whether a particular
action or incident constitutes sexual harassment or sexual violence requires a determination based
on all the facts and surrounding circumstances.

The investigation may consist of personal interviews with the complainant, the individual(s) against
whom the complaint is filed, and others who may have knowledge of the alleged incident(s) or
circumstances giving rise to the complaint. The investigation may also consist of any other
methods and documents deemed pertinent by the investigator.

If during the investigation, the District decides to investigate allegations not in the formal
complaint, the Title IX Coordinator shall provide written notice to the parties of the additional

The District shall provide to a party whose participation is invited or expected written notice of the
date, time, location, participants and purposes of all investigative interviews, other meetings, or
hearings with sufficient time for the party to prepare to participate.

Prior to the conclusion of the investigation, the investigator shall provide both parties an equal
opportunity to inspect and review any evidence obtained as part of the investigation that is directly
related to the allegations in the formal complaint including evidence that the investigator does not
intend to rely upon. Each party shall have an opportunity to respond to the evidence.

Prior to the completion of the investigation report, the investigator must send to each party and the
party’s advisor, if any, either in electronic format or hard copy the evidence subject to inspection
and review. The parties shall have at least ten (10) days to submit a written response.

The investigator shall create an investigation report fairly summarizing the relevant evidence. The
investigator shall send each party and the party’s advisor, if any, a copy of the investigation report
either in electronic format or hard copy. The parties have ten (10) days to review the investigation
report and file a written response.


A decision-maker who is not the Title IX Coordinator or investigator must issue a written
determination regarding responsibility based on a preponderance of evidence.

Before reaching a determination, the decision-maker must provide each party the opportunity to
submit written, relevant questions of any party or witness provide both parties with the answers,
and allow for additional, limited follow-up questions. If the decision-maker determines a question
is not relevant, the decision-maker must provide a written explanation to the party proposing the


The decision-maker’s written determination must include:

1. An identification of the allegations potentially constituting sexual harassment;

2. A description of the procedural steps taken by the District from the receipt of the formal
complaint through the determination, including any notifications to the parties, interviews
with parties and witnesses, site visits, and methods used to gather other evidence;

3. Findings of fact supporting the determination;

4. Conclusions regarding the application of the District’s code of conduct to the facts;

5. A statement of, and rationale for, the result as to each allegation, including a determination
regarding responsibility, any disciplinary sanctions the District imposes on the respondent,
and whether remedies designed to restore or preserve equal access to the District’s
education program or activity will be provided by the District to the complainant; and

6. The District’s procedures and permissible bases for the complainant and respondent to

The District must provide the written determination to the parties simultaneously.

The responsibility determination becomes final either on the date that the District provides the
parties with the written determination of the result of the appeal, if an appeal is filed; or if an
appeal is not filed, the date on which an appeal would no longer be considered timely.


A. Mandatory Dismissal
If the allegations in the formal complaint are not sexual harassment even if proved; or did not
occur in the District’s education program or activity; or did not occur against a person in the United
States, the District will dismiss the formal complaint.

B. Permissive Dismissal
The District may dismiss the formal complaint, or any allegations, if at any time during the
investigation a complainant notifies the Title IX Coordinator in writing that the complainant would
like to withdraw the formal complaint, or any allegations therein; or the respondent is no longer
enrolled or employed by the District; or specific circumstances prevent the District from gathering
evidence sufficient to reach a determination as to the formal complaint or allegations therein.

The District shall promptly send to the parties simultaneously written notice of the dismissal and


Within ten (10) days of the receipt of the written determination, the complainant and respondent
may appeal to the Superintendent the dismissal of a formal complaint or any allegations; or the
determination of responsibility for the following reasons:

1. Procedural irregularity that affected the outcome of the matter;

2. New evidence that was not reasonably available at the time the determination regarding
responsibility or dismissal was made, that could affect the outcome of the matter; or

3. The Title IX Coordinator, investigator, or decision-maker had a conflict of interest or bias
for or against complainants or respondents generally or the individual complainant or
respondent that affected the outcome of the matter.

The Superintendent shall notify the other party in writing when an appeal is filed and implement
appeal procedures equally for both parties.

In the appeal, both parties shall have a reasonable, equal opportunity to submit a written
statement in support of, or challenging the outcome. The Superintendent shall issue a written
decision describing the result of the appeal, the rationale for the result, and provide the written
decision simultaneously to both parties within ten (10) days of receiving all information submitted
by the parties.


No person may intimidate, threaten, coerce, or discriminate against any individual for the purpose
of interfering with any right or privilege secured by Title IX, or because the individual has made a
report or complaint, testified, assisted, or participated or refused to participate in any manner in an
investigation, proceeding, or hearing under this part. Intimidation, threats, coercion, or
discrimination, including charges against an individual for code of conduct violations that do not
involve sex discrimination or sexual harassment, but arise out of the same facts or circumstances
as a report or complaint of sex discrimination, or a report or formal complaint of sexual
harassment, for the purpose of interfering with any right or privilege secured by Title IX,
constitutes retaliation.

The District will keep confidential the identity of any individual who has made a report or filed a
formal complaint of sexual harassment, any complainant, any individual who has been reported to
be the perpetrator of sex discrimination, any respondent, and any witness, except as may be
permitted by the FERPA, or as required by law, or to carry out Title IX, including the conduct of any
investigation, hearing of judicial proceeding arising thereunder.

Complaints alleging retaliation may be filed according to the grievance procedures for sex

The exercise of rights protected under the First Amendment does not constitute retaliation.


Allegations of conduct that are not prohibited by Title IX may be investigated under the District’s
other policies and rules of conduct.


Under certain circumstances, sexual harassment or sexual violence may constitute child abuse or
sexual abuse under New Hampshire law. In such situations, the District shall comply with said laws
including any reporting obligations.


The School District will take such disciplinary action it deems necessary and appropriate, including
warning, suspension or immediate discharge to end sexual harassment and sexual violence and
prevent its recurrence.


At any times, whether or not an individual files a complaint or report under this policy, an individual
may file a complaint with the Office for Civil Rights (“OCR”), of the United States Department of
Education, or with the New Hampshire Commission for Human Rights.

1. Office for Civil Rights, U.S. Department of Education, 5 Post Office3 Square, 8th Floor,
Boston, MA 02019-3921; Telephone number (617) 289-0111; Fax number (617) 289-0150;
2. New Hampshire Commission for Human Rights, 2 Industrial Park Drive, Concord, NH
03301; Telephone number (603) 271-2767; E-mail

Notwithstanding any other remedy, any person may contact the police or pursue a criminal
prosecution under state or federal criminal law.

Inquiries about the application of Title IX may be referred to the Title IX Coordinator, the Assistant
Secretary of the United States Department of Education, or both.


The District must maintain all records relating to a sexual harassment complaint, investigation, and
training for seven (7) years.

Legal Reference:
Title IX
NH Code of Administrative Rules, Section Ed. 303.01(j), Substantive Duties of
School Boards; Sexual Harassment Policy
NH Code of Administrative Rules, Section 306.04(a)(9), Sexual Harassment

Adopted: January 12, 1985
Adopted: June 13, 2000
Revised: June 8, 2021, August 22, 2023

Staff Conduct


A. General Provisions
All employees have the responsibility to make themselves familiar with, and abide by, the laws of the State of New Hampshire as they affect their work, all policies and decisions of the Board, and the administrative regulations and directives designed to implement them.
All employees shall be expected to carry out their assigned duties, support and enforce Board policies and administrative regulations, submit required reports, protect District property, oversight of students and contribute to the education and development of the District’s students.
Employees are advised that failure to abide by this and other school board policies can lead to disciplinary action, up to and including dismissal, and can result in non-renewal. Any action taken regarding an employee’s employment with the District will be consistent with all rules, laws, and collective bargaining agreements, if applicable.

B. Adoption and Incorporation of Standards of Code of Conduct for New Hampshire Educators
The Board incorporates by reference, and adopts as independent standards of conduct relative to employment in the District, the provisions of the New Hampshire Code of Conduct for New Hampshire Educators (Ed 510.01-510.05) (the “NH Code of Conduct”), as the same may be amended by the State from time to time. The District reserves the right to take employment action against any employee based upon the District’s interpretation of the provisions of the NH Code of Conduct and the District’s independent assessment of whether an employee has violated said provisions. The District’s interpretation, assessment and/or action thereon, are independent of any interpretation by the New Hampshire Department of Education (“DOE”) with respect to those standards, and irrespective of any investigation by or action taken by the DOE relative to a District employee’s conduct.

C. Dissemination
The content or a copy of this policy shall be included in the handbook, and/or otherwise provided annually to all covered individuals.

Legal References:
N.H. Dept. of Education Administrative Rule – Ed 303.01
N.H. Dept. of Education Administrative Rule – Ed 510.01- 510.05, Code of Conduct for NH Educators
NH Code of Administrative Rules, Section Ed 511, Denial, Suspension or Revocation of Certified Personnel, N.H. Dept. of Education, Code of Ethics for NH Educators, RSA 189:13, Dismissal of Teacher
RSA 189:14-a, Failure to be Re-nominated or Reelected, RSA 189:14-d, Termination of Employment

Adopted: November 12, 2019
Revised: December 10, 2019

Mandatory Code Of Conduct Reporting



The Code of Conduct for New Hampshire Educators, sections 510.01- 510.05 of the N.H. Dept. of Education
Administrative Rules (the “NH Code of Conduct”) imposes various reporting requirements upon each
“Credential Holder” as that term is defined by N.H. Dept. of Ed. Administrative Rule 501.02 (h). The
reporting requirements include, among others:

1. reporting any “suspected violation of the code of conduct” (see NH Code of Conduct at Ed 510.05
(a)); and

2. self-reporting within five (5) days any arrest for violations of crimes enumerated in RSA 189:13-a, V
(“Section V Offenses”) (see NH Code of Conduct, at Ed 510.01 (b)(2)).

By way of District Policy GBEB, the Board has adopted the provisions of the NH Code of Conduct as
employment rules and standards applicable to all employees and consultant/independent contractor,
irrespective of whether or not such persons are Credential Holders. Consequently, each District employee
designated volunteer, or contracted service provider (collectively referred to in this policy as a “Covered
Individual”), is required to report certain acts, incidents and misconduct as provided in this policy.

Reports under this Policy are in addition to other reports as may be mandated by law or other policies (e.g.,
abuse or neglect of children, required by RSA 169-C:29 and Policy KFA; acts of “theft, destruction, or
violence” as defined under RSA 193-D:4, I (a), incidents of “bullying” per Board Policy JICK, and hazing
under RSA 671:7).

B.Reports by Covered Individuals of Suspected Misconduct or Violations

1. Any Covered Individual having reason to suspect that any other district or SAU employee,
designated volunteer, or third party consultant/contractor has violated any provision of the NH Code
of Conduct, and or District Policy GBEB, whether on or off duty, shall report the same to such
Covered Individual’s building principal, or to the Superintendent.

If the person who is the subject of the alleged misconduct/violation is the Superintendent, then the
Covered Individual shall report the suspected violation to the Director of Curriculum, Instruction and
Assessment, Business Administrator, or Human Resources Director, who is hereby granted authority
to consult with the District’s attorney on the matter.

Additionally, if the Covered Individual is also a Credential Holder, he/she shall report the
Superintendent’s suspected violation/misconduct directly to the N.H. Department of Education.
Likewise, if a Credential Holder has made a report to the Principal and/or the Superintendent, and
believes that the District’s reporting procedures as expressed in this Policy have not been followed,
the Credential Holder shall so notify the New Hampshire Department of Education directly.

2. Any initial report made relative to A.1 or A.2 above, may be made orally in the first instance, but
must be supplemented with a written report as soon as practicable after the initial report, but in no
event longer than two business days. Upon request of the Covered Individual, the recipient of the
report shall provide a copy of said report to the Covered Individual with a signed “received”
annotation, such that the Covered Individual may document his/her State mandated obligation to

C. Self-Reporting of Certain Crimes

Self-reports of the Section V Offenses as described in A.2 above, shall be made in the same manner as
reports under B, above. Because the list of Section V Offences is subject to change by the N.H. Legislature,
employees, etc. who are arrested for any reason should promptly review the then statute, which may be
found online at:

D.Provisions Applicable to Principals
Upon receiving a report of suspected violation of GBEB, or the NH Code of Conduct, or otherwise has
knowledge of a violation, the Principal or any other administrator shall immediately report the same to the
Superintendent. If the Superintendent is the subject of report, then the Principal’s report shall be made in
the same manner as described in B.2, above.

E.Superintendent’s Report to the Department Regarding Credential Holders
The Superintendent shall report misconduct by Credential Holders to the N.H. Department of Education in
accordance with section 510.05 (c) of the NH Code of Conduct.

The Superintendent may establish such administrative procedures, forms, etc. as he/she may deem
necessary or appropriate to implement this policy.

The content or a copy of this policy shall be included in the handbook, and/or otherwise provided annually
to every covered individual.

Legal References:
N.H. Dept. of Education Administrative Rule – Ed 510.01- 510.05, Code of Conduct for NH Educators

Adopted: December 10, 2019
Revised: August 22, 2023

Employment References And Verification

Related Policies: GBCD, GBJ, GCF, GDB

The District shall act in good faith when providing employment references and verification of employment for current and former employees.

The School District, and its employees, contractors, and agents, are prohibited from providing a recommendation of employment, and/or from otherwise assisting any school employee, contractor, or agent in obtaining a new position or other employment if he/she or the District has knowledge of, or probable cause to believe that the other employee, contractor, or agent (“alleged perpetrator”) engaged in illegal sexual misconduct with a minor or student. This prohibition does not include the routine transmission of administrative and personnel files.

In addition, this prohibition does not apply if:

1. The information giving rise to probable cause has been properly reported to a law enforcement agency with jurisdiction;

2. The information giving rise to probable cause has been reported to any other authorities as required by local, state or federal law (for instance New Hampshire Division of Children, Youth and Families “DCYF”), and

3. At least one of the following conditions applies:
a. The matter has been officially closed;
b. The District officials have been notified by the prosecutor or police after an investigation that there is insufficient information for them to proceed;
c. The school employee, contractor, or agent has been charged with, and acquitted or otherwise exonerated; or
d. The case or investigation remains open and there have been no charges filed against or indictment of the school employee, contractor, or agent within four years of the date on which the information was reported to a law enforcement agency.

Legal References:
20 U.S.C. 7926(a) (§8546(a) of the Elementary and Secondary Education Act/Every Student Succeeds Act

Adopted: January 15, 2019

Professional Employee Conflicts


Each staff member is expected to restrict his/her outside work to his/her non-district paid hours.

A supervisor who observes that an employee’s outside work activities are adversely affecting his/her job performance should advise the employee to resolve the situation. If it cannot be resolved to mutual satisfaction, then the supervisor shall make a report to the Superintendent.

Adopted: November 14, 2000

Family And Medical Leave Act


Consistent with the federal Family and Medical Leave Act of 1993, the School District recognizes that
eligible employees have access to unpaid family and medical leave for up to twelve (12) weeks during
any twelve (12) month period. The intent of this policy is to summarize the Act as it applies to eligible
employees of the School District. Employees should consult regulations that implement the Act for
more specific definitions and criteria for use. It is not the intent of this Policy to provide additional or
different provisions than those specified in the Act and its implementing regulations.

A school district employee who has been employed by the school district for at least 12 months and
has worked at least 900 hours in the previous 12-month period shall be eligible for family and medical
leave under the same terms and conditions as leave provided to eligible employees under the federal
Family and Medical Leave Act of 1993.

An employee may elect, or the District may require, an employee to use accrued paid vacation,
personal, or family leave for purposes of family leave.

The employee shall notify the District of his/her request for leave, if foreseeable, at least thirty (30)
days prior to the date when the leave is to begin. If such leave is not foreseeable, then the employee
shall give such notice as is practical. The District may require a certification from a health care
provider if medical leave is requested. When an employee returns following a leave, he/she must be
returned to the same or equivalent position of employment. The Superintendent, or his/her designee,
may reassign a teacher consistent with the teacher’s agreement, to a different grade level, building, or
other assignment, consistent with the employee’s certification.

The District shall post a notice prepared or approved by the Secretary of Labor stating the pertinent
provisions of the Family and Medical Leave Act, including information concerning the enforcement of
the Act.

The user of this policy is also directed to the applicable provisions of any Collective Bargaining
Agreements in the district.

Legal Reference:
Title 29 ß 2601 et. seq.

Adopted: May 24, 2005
Revised: December 10, 2019, March 12, 2024

Part-Time And Substitute Professional Staff Employment

(Substitute Teachers)

The Superintendent shall maintain a list of qualified substitute teachers who may be called on to
replace regular teachers who are absent. Such a list shall be filed with the Principal.

Insofar as possible, the Principal or designee will call teachers on the substitute list for the grades
and/or subjects for which they are listed. A teacher whose name does not appear on the
substitute list may not be employed in the district except when specifically approved by the
Superintendent. The Principal will be responsible for seeing that the work of the substitute is as
effective as possible and will provide him/her with a planned program.

All part-time and substitute employees must undergo a Criminal History Records Check and
orientation prior to any employment.

The rate of pay for a substitute shall be set by the School Board and be subject to periodic
review as it applies to the following situations:

1. Replacement for a Teacher on Leave of Absence
A substitute teacher who replaces a regular teacher who is on a leave of absence for one
or two semesters shall enter into a written agreement with the school district, and shall
be compensated according to the school district’s established teacher salary schedule for
training and experience. Note that any substitute teacher who replaces a teacher
beyond 19 days must be a certified teacher.

2. Long-Term Substitute Pay
A substitute teacher who replaces a regular teacher for more than ten school days but is
not on a leave of absence shall be compensated at a rate as determined by the School
Board. For the first ten days in a position, substitutes will be paid at a daily rate
established by the School Board. Starting with the eleventh consecutive day in the same
position, substitutes shall be compensated at a daily rate based on Step 1 of the BA
column on the current salary schedule, regardless of training and experience.

3. Short-Term Substitute Teacher
A substitute teacher, other than a replacement for a teacher on a leave of absence or a
long-term substitute, shall be compensated at a daily rate established by the School

Legal Reference: RSA 189:13-a, NH Ed Rule 503.02

Adopted: April 7, 1975
Revised: February 8, 1977
Revised: November 8, 1977
Revised: September 13, 1979
Revised: April 17, 1980
Adopted: January 9, 2001
Revised: June 9, 2015


Professional Staff Orientation


The Superintendent or designee will provide for an annual orientation of all professional staff members.

The orientation of returning personnel will focus on the changes which have occurred during the previous year and the general goals for the coming year.

Orientation of personnel new to the school system may extend over a longer period of time and may provide a broadly-based effort to supply information and background details which will improve the new teacher’s understanding of the district’s frameworks, including policies of the Board, rules and regulations, and the instructional program.

The Principal or the immediate supervisor shall orient all teachers to formulate evaluation procedures.

All employees will also receive orientation in school safety procedures and crisis management. The Superintendent or designee will be responsible for providing the orientation.

Adopted: November 14, 2000

Professional Development Opportunities


A program on in-service training will be established to provide an opportunity for the continuous professional and technical growth of the professional staff.

Staff members will become knowledgeable regarding new developments and changes in their specialized fields and will utilize new and improved methods in practice.

It shall be the responsibility of the Superintendent or designee to implement appropriate professional development training and activities.

Adopted: November 14, 2000

Teacher Performance And Evaluation System


The School Board will adopt and the Superintendent will implement a teacher performance and
evaluation system. The performance and evaluation system will include procedures, evaluation
criteria and other components necessary to evaluate certified teaching personnel.

The School Board will involve teachers and administrators in the development of the teacher
performance and evaluation system by providing such teachers with notice and an opportunity
to comment on their provisions. However, all final decisions relative to evaluation procedures,
criteria and components will remain with the School Board.

Legal References: RSA 189:1-a, RSA 189:14-a, NH Admin Rules, Sec. Ed. 302.02(n), NH Admin Rules, Sec. Ed. 304.01(b)

Adopted: May 8, 2012
Revised: December 9, 2014