ASD File: GCQC
AUBURN SCHOOL DISTRICT
RESIGNATION OF PROFESSIONAL STAFF MEMBER

All staff members who sign a contract are expected to honor the contract.

Resignations tendered between the time the employee signs the contract and July 1 of a given year may not be accepted unless and until a suitable and fully qualified replacement is hired. Resignations tendered after July 1 of the year of the contract may not be accepted nor will the employee be released from his/her contractual duties.
However, the Board recognizes that extenuating circumstances may arise which warrants it giving special consideration to a resignation request. In these instances, the Board may make exceptions to this policy on a case by case basis.

If an employee under contract breaches his/her contractual obligations to the district, or fails to abide by the terms of this policy, the Board may initiate such legal actions as it deems appropriate, including monetary damages from the employee.

In addition, if a teacher violates the terms of his/her contract, the Board shall notify the teacher certification division of the Department of Education.

Adopted: November 14, 2000

ASD File: GCR
AUBURN SCHOOL DISTRICT
NON-SCHOOL EMPLOYMENT BY PROFESSIONAL STAFF MEMBERS

When a person is hired on a regular, full-time basis, the Board considers that it has given
him/her full-time employment. It expects employees to give the responsibilities of their positions
in the district precedence.

Outside work done by a staff member is of concern to the Board insofar as it may interfere with
the position for which the Board has hired that individual to perform. As such, an employee will
not perform any duties related to an outside job during his/her regular working hours employee
may not use any district facilities, equipment, or materials in performing outside work.

Adopted: November 14, 2000
Revised: November 14, 2023

ASD File: GCRD
AUBURN SCHOOL DISTRICT
TUTORING FOR PAY

No teacher may receive pay for tutoring one of his/her own pupils during the school year. A teacher should also avoid tutoring any child from the Auburn Village School. All questions regarding tutoring should be referred to the Principal.
However, the Board recognizes that extenuating circumstances may arise which warrants’ it giving special consideration to a teacher tutoring his/her own pupil. In these instances, the Principal is authorized to make exceptions to this policy on a case by case basis.
The above does not apply to homebound instruction or summer programming developed in conjunction with school administration.
Adopted: November 14, 2000

ASD File: GDM
AUBURN SCHOOL DISTRICT
SUPPORT STAFF EDUCATIONAL OPPORTUNITIES

Support staff employees are an integral part of the district’s total staff. Their training and development are essential to the operation of the school.

All classified employees shall be encouraged to grow in job skills and to take additional training that will improve their skills on the job. It shall be the responsibility of the Principal to assist in the training of custodians, clerks, and other classified employees.

Adopted: November 14, 2000

ASD File: GDO
AUBURN SCHOOL DISTRICT
EVALUATION OF SUPPORT STAFF

It will be the responsibility of the Superintendent to implement appropriate support staff evaluation procedures.

Adopted: March 26, 2002

ASD File: GCA
AUBURN SCHOOL DISTRICT
PROFESSIONAL STAFF POSITIONS

Responsibilities and Duties of Teachers
All teachers shall be certified or certifiable in the area to which he/she is assigned to instruct. Additionally, all teachers will demonstrate knowledge of current teaching and learning theories and practices, and subject content or field of specialization. Teachers will be able to integrate character and citizenship and technology into lesson objectives. They will also be well versed in the characteristics of the learning styles and behaviors associated with the age level of the students who they are assigned to teach. Further, teachers will demonstrate the ability to meet the unique learning needs of their students and understand the legal responsibilities of implementing learning plans associated with Individualized Education Plans and 504 Accommodation Plans.

A standard teaching assignment includes the following expectations: assignment to a class schedule, proper preparation of lessons and student evaluation and assessment procedures, appropriate attention to the completion of forms and paperwork, attendance at meetings which are reasonably scheduled before and after school, attention to duties and supervisory assignments scheduled by the building administration, assistance for students who may need academic help beyond the school day, and management of student behavior. Additionally, all teachers are to be constantly aware of their status as a role model in the community. Finally, each teacher is required to carry out assignments from the building Principal or other responsible administrator in conformance with School Board policies and state, local, and federal regulations.

Subject to Collective Bargaining provisions and individual teaching contracts.

Adopted: June 13, 2000

ASD File: GCB
AUBURN SCHOOL DISTRICT
PROFESSIONAL STAFF CONTRACTS

Contracts designed to protect the interests of the employee and the district. Every permanent professional employee shall be required to execute a contract with the district. The contract shall be signed by the employee and the Chairperson of the Board.

Adopted: June 13, 2000

ASD File: GBED
Also ADC and JICG
AUBURN SCHOOL DISTRICT
TOBACCO PRODUCTS BAN
USE AND POSSESSION IN AND ON SCHOOL FACILITIES AND GROUNDS

State law prohibits the use of any tobacco product, E-cigarette, or liquid nicotine in any facility or
upon any grounds maintained by the District. Students and minors are further prohibited from
possessing such items in or upon any facility, school vehicle, or grounds owned or maintained by
the District.

A. Definitions.
“Tobacco product(s)” means any product containing tobacco including, but not limited to,
cigarettes, smoking tobacco, cigars, chewing tobacco, snuff, pipe tobacco, smokeless
tobacco, and smokeless cigarettes, as well as any other product or item included in RSA 126-
K:2, XI as the same may be amended or replaced from time-to-time.

“E-cigarette” means any electronic smoking device composed of a mouthpiece, a heating
element, a battery, and electronic circuits that provides a vapor of pure nicotine mixed with
propylene glycol to the user as the user simulates smoking. This term shall include such
devices whether they are manufactured as e-cigarettes, e-cigars, or e-pipes, or under any
other product name as well as any other product or item included in RSA 126-K:2, II-a as the
same may be amended or replaced from time-to-time.

“Liquid nicotine” means any liquid product composed either in whole or in part of pure
nicotine and propylene glycol and manufactured for use with e-cigarettes, as well as any
other product or item included in RSA 126-K:2, III-a as the same may be amended or
replaced from time-to-time.

“Facility” is any place which is supported by public funds and which is used for the instruction
of students enrolled in preschool programs and in all grades maintained by the District. This
definition shall include all administrative buildings and offices and areas within facilities
supportive of instruction and subject to educational administration, including, but not limited
to, lounge areas, passageways, rest rooms, laboratories, classrooms, study areas, cafeterias,
gymnasiums, maintenance rooms, and storage areas.

B. Students
No student shall purchase, attempt to purchase, possess or use any tobacco product, Ecigarette, or liquid nicotine in any facility, in any school vehicle or anywhere on school
grounds maintained by the District.

Enforcement of the prohibition against students shall initially rest with building principals, or
their designees, who may also report any violation to law enforcement, for possible juvenile,
criminal or other proceedings as provided under state law. Additional consequences may be
administered pursuant to printed student conduct rules.

C. Employees
No employee shall use any tobacco product, E-cigarette, or liquid nicotine, in any facility, in
any school vehicle or anywhere on school grounds maintained by the District.

Initial responsibility for enforcement of this prohibition shall rest with building principals, or
their designees. Any employee(s) who violate(s) this policy is subject to disciplinary action
which may include warning, suspension or dismissal. Violations may also be referred to
appropriate law enforcement and/or other appropriate agencies for criminal or other
proceedings as provided under state law.

D. All other persons
No visitor, contractor, vendor or other member of the public, shall use any tobacco product,
E-cigarette, or liquid nicotine in any facility, in any school vehicle, or anywhere on school
grounds maintained by the District.

The building principal(s), and where appropriate, other site supervisor (athletic director,
vehicle driver, etc.), or their designee(s), shall have the initial responsibility to enforce this
section, by requesting that any person who is violating this policy to immediately cease the
use of tobacco products, E-cigarette or liquid nicotine. After this request is made, if any
person refuses to refrain from using such products in violation of this policy, the principal,
site supervisor, or designee may call contact the appropriate law enforcement agency(ies) for
possible criminal or other proceedings as provided under state law.

E. Implementation and Notice – Administrative Rules and Procedures.
The Superintendent shall establish administrative rules and procedures to implement this
policy, which rules and procedures may be building level and/or district-wide. Rules and
procedures relating to student violations and resulting disciplinary consequences should be
developed in consultation with building principal(s).

The Superintendent, working with the building principal(s), shall provide annual notice to
employees, students and parents of the pertinent provisions of this policy (e.g., student or
staff handbook) along with applicable administrative regulations and procedures, which may
include prescribed consequences for violations of this policy. Such notice should include
information that violation of this Policy could lead to criminal or other such proceedings.

Signs shall be placed by the District in all buildings, facilities and school vehicles stating that
the use of tobacco products is prohibited.

Legal References:
RSA 155:64 – 77, Indoor Smoking Act, RSA 126-K:2, Definitions, RSA 126-K:6, Possession and
Use of Tobacco Products by Minors, RSA 126-K:7, Use of Tobacco Products on Public
Educational Grounds Prohibited

Adopted: November 3, 1987
Adopted: February 10, 1998
Adopted: June 13, 2000
Revised: October 6, 2003
Revised: June 14, 2016
Revised: December 11, 2018

ASD File: GBA
AUBURN SCHOOL DISTRICT
EQUAL OPPORTUNITY EMPLOYMENT

The District will recruit and consider candidates without regard to age, race, color, religion, country of origin, marital status, and gender.

The District will employ individuals who meet the physical and mental requirements and who have the education, training, and experience established as necessary for the performance of the job without regard to age, race, religion, country of origin, gender (except where gender is a bonafide occupational requirement), sexual preference, and disabling conditions, except for reasons related to ability to perform the requirements of the job.

Adopted: June 13, 2000

ASD File: GBCD
See also IJOC
AUBURN SCHOOL DISTRICT
BACKGROUND INVESTIGATION AND CRIMINAL RECORDS CHECK

Background Investigation

The Superintendent, or his/her designee, will conduct a thorough investigation into the past employment
history, criminal history records, and other appropriate background of any applicant as defined in this
policy. This investigation shall be completed prior to making a final offer of employment, approving the
contract with an individual contracting directly with the District, or approving the assignment of
an employee of a contractor, a student teacher, or designated volunteer to work within the District.

The Superintendent shall develop a background investigation protocol for use in completing a
background investigation and shall keep a written record of all background investigations which
have been done. For the purposes of this policy the term “applicant” shall include an applicant for
employment by the District, an individual with whom the District may contract to provide services
directly to students, any person identified by a contractor with the District whom the contractor
proposes to assign to provide services directly to students, student teachers who are proposed to be
placed in a District school, and designated volunteers. All applicants will be subject to a criminal
records history check meeting the minimum requirements of law, however, the Superintendent’s protocol
may specify additional background check steps for specific groups of employees, such as verifying the
educational achievements and employment history of an applicant for a teaching position. The
Superintendent’s protocol shall include a list of felonies and misdemeanors, in addition to those
specified in RSA 189:13-a, V, convictions of which shall be disqualifying. The protocol shall require
that an analysis be conducted of any pending charges or convictions for crimes not on the statutory list
of disqualifying offenses to determine whether the applicant should be disqualified. The protocol shall
take into consideration the time which has passed since the conviction, the facts and circumstances of
the charge or conviction, evidence of successful rehabilitation and an extended period of lawful behavior.
For charges pending disposition for offenses not on the statutory list of disqualifying offenses, which
the applicant discloses or which come to light during the background check, the Superintendent shall
consider all reliable information in assessing the applicant’s suitability. The Superintendent shall
assess whether, in light of the totality of the circumstances, the pending charges or convictions raise
reasonable cause to doubt the applicant’s suitability for the position.

As part of the application process, each applicant shall be asked whether he/she has ever been
convicted of any crime that has not been annulled and whether there are any criminal charges pending
against him/her at the time of application. The applicant will also be directed to report any criminal
charges brought against him or her after the application is submitted and until either hired or notified
that he or she will not be hired. The falsification or omission of any information on a job application,
during the pendency of the application, or in a job interview, including, but not limited to, information
concerning criminal convictions that have not been annulled or pending criminal charges, may be
grounds for disqualification from consideration for employment or immediate discharge from employment.

Any applicant for employment for whom the Board requires a criminal history records check or their
employer in the case of an employee of a contractor shall pay all fees and costs associated with the
fingerprinting process and/or the submission or processing of the requests for the criminal history
records check, unless otherwise determined by the Board. Fees or costs associated with a background
check of a volunteer should be borne by the district.

Criminal History Records Check

Each applicant must submit to a background check and a criminal history records check with the State of
New Hampshire, including FBI national records as required by RSA 189:13-a and RSA 189:13-b.
Refusal to provide the required criminal history records release form and any other required
releases to authorize a background check will result in immediate disqualification and no further
consideration for the position.

Volunteers

Designated Volunteers are subject to a background investigation/criminal records check and the
provisions of this policy. “Designated Volunteers” are defined and so designated pursuant to
Policy IJOC. Volunteers not categorized as “Designated Volunteers” per Policy IJOC will not be
subject to a background investigation or criminal records check.

Bus Driver and Monitors

Bus drivers and bus monitors employed by contractors shall have their criminal history records
checks processed by the New Hampshire Department of Education (NHED) as require by RSA 189:13-a
and RSA 189:13-b. Although NHED will conduct the criminal history records checks, the
Superintendent or designee shall require a background investigation.

Substitute Teachers in SAU

Substitute teachers working in other districts in SAU 15 who have undergone a criminal history
records check within the last three years under RSA 189:123-a shall not be required to undergo
an additional criminal history records check unless required by the Superintendent.

Conditional Offer of Employment

Persons who have been selected for employment may be given a conditional offer of employment,
with the final offer subject to the successful completion of the background check, the State
and FBI criminal history records check, and a determination that there are no disqualifying
pending charges or convictions.

No applicant selected for employment shall be extended a conditional offer of employment until
the Superintendent, or his/her designee, has initiated the formal State and FBI criminal history
records check process and a background investigation.

Any person who is offered conditional employment, by way of individual contract or other type of
letter of employment, will have clearly stated in such contract or letter of employment that
his/her employment or approval to work within the District as a contractor or employee of a
contractor is entirely conditioned upon the results of a criminal history records check and
background check being satisfactory to the District.

Final Offer of Employment

A person who has been extended a conditional offer of employment or conditional approval to work
within the District as a contractor or employee of a contractor may be extended a final offer of
employment or final approval upon the completion of a criminal history records check and a
background check which is satisfactory to the Superintendent.

No person with a conditional offer of employment shall be extended a final offer of employment if such
person has charges pending or has been convicted of any crime listed in RSA 189:13-a, V; or where
such person has been convicted of the same conduct in another state, territory, or possession of
the United States; or where such person has been convicted of the same conduct in a foreign country.

In addition to the felonies listed as disqualifying in pertinent and applicable law, a person may be
denied a final offer of employment if he/she has charges pending or has been convicted of any crime,
either a misdemeanor or felony, provided the basis for disqualifying the candidate is job related
for the position in question and is consistent with business necessity. Such determination will be
made by the Superintendent in accordance with the established protocol and on a case-by-case basis.
If the Superintendent chooses to nominate an applicant who has a history of conviction of a crime
or with pending charges for a position that must be approved by the School Board, the School Board
shall be informed that a criminal history exists, or that charges are pending. Pursuant to
regulations of the United Stated Dept. of Justice, and RSA 189:13-a, the Superintendent may NOT
share with the Board information directly gleaned from the criminal history records check
regarding specific criminal charges, arrests or convictions, etc.

The Superintendent, or designee, will transmit each applicant’s Criminal Record Release Authorization
Form and, where inked cards are used, the applicant’s fingerprint cards to the State Police. The
State Police will then conduct the criminal history records check and will provide the Superintendent
with the applicant’s criminal history record or confirmation that the individual does not have a
record of being charged with or convicted of a crime. In accordance with RSA 189:13-a, III the
Superintendent or designee (Director of Curriculum, Instruction and Assessment, Human Resources
Director, or Business Administrator) shall review the criminal history record form the State Police
and shall destroy the document as required by RSA 189:13-a, III-a.

When the District receives a notification of an employee, contractor, contractor’s employee, or
volunteer being charged with or convicted of a disqualifying offense under RSA 189:13-a, the
Superintendent’s protocol, or other crime which is evidence of the individual’s unsuitability
to continue in their role, the Superintendent shall take immediate appropriate action to remove
the individual from contact with students. The Superintendent will then take appropriate
employment or other action, consistent with law and any applicable employment agreement or
contract to address the individual’s ongoing relationship with the District. If the applicant’s
criminal history indicates that the applicant has been charged pending disposition for or has
been convicted of a crime listed in RSA 189:13-a, V, the Superintendent shall notify
the New Hampshire Department of Education.

Additionally, a person may be denied a final offer of employment if the Superintendent becomes
aware of other conduct which he/she determines would render the person unsuitable to perform
the responsibilities of the position involved. Such determinations shall be made on a
case-by-case basis.

Additional Criminal Records Checks

The Board may require a criminal history records check of any employee, an individual with whom the
District has contracted to provide services directly to students, any person identified by a contractor
with the District who has been assigned to provide services directly to students, student teachers
who are placed in a District school, and designated volunteers at any time.

Child Sexual Abuse Prevention Education and Training

Any person required to have a criminal background check under this policy shall be provided
informational materials, training, or other education, either online or in person, concerning
child abuse, or reporting mandates. The training must be completed within thirty days of
employment or commencement of services to the district and renewed every two years.

Legal References:
RSA 189:13-a, School Employee and Volunteer Background Investigations,
RSA 189:13-b, School Bus Driver and Transportation Monitor Criminal History Records Check

Revised: January 1998
Adopted: November 10, 1998
Revised: January 13, 2009, December 13, 2016, January 10, 2017, January 9, 2018,
August 22, 2023, April 9, 2024