3.0220.03 INFORMATION FROM STATE BOARD Issue Date: 9/12/96 Updated: 11/14/19
An administrator may obtain any information in the possession of the State Office of Education, which is relevant to evaluating the employment of a current or prospective employee, or to take action against a current employee based upon such information. The individual affected shall be given notice of the information and be provided an opportunity to refute or respond to the information. An administrator who, in good faith, discloses or receives information under this section is exempt from civil liability relating to that receipt or disclosure.
3.0220.04 INFORMATION FROM DUCHESNE COUNTY SCHOOL DISTRICT Issue Date: 9/12/96 Updated: 11/14/19
The following guidelines shall apply to all students and employees in this District in reporting cases of serious communicable diseases: 1. It is the responsibility of every District employee to report a suspected or confirmed case of a serious communicable disease as soon as possible to his/her supervisor. 2. The supervisor will report this information as soon as possible to the Superintendent. 3. An evaluation team shall be convened as soon as reasonably possible. Team members shall include appropriate medical advisors, persons familiar with the employee and the requirements of the employee’s job, and a legal advisor. Other persons may be added as appropriate. 4. The evaluation team will review the medical history of the employee, investigate on-the-job behaviors, evaluate the work or status, review the most recent research findings of the disease, how the disease is transmitted, how long the carrier is infectious, what is the potential danger to third parties, the probability that the disease will be transmitted and will cause varying degrees of harm, and then will make a written report or recommendation to the Superintendent within two weeks of the date first reported. 5. The Superintendent will determine what action to take on a case-by-case basis, and report such action to the Board by the next Board meeting. 6. The Superintendent’s action may include but not be limited to, continuing normal employment; authorizing the use of sick, vacation or administrative leave; authorizing medical leave without pay (not to exceed one (1) year), referring the employee to LTD or Social Security disability; or any other appropriate action suited for the case. An employee may continue to work unless it is determined that continuation would create unreasonable risks for the employee or other persons, and that accommodations cannot reasonable be made to eliminate unreasonable risks. 7. All information, records, reports, and other data related to the case will be maintained as confidential data and only released to those who have both a right and a substantial need to know the information. 8. Prudent and reasonable measures will be taken to ensure the protection and safety of co- workers, students, the general public, and all others involved and also to ensure that the employee’s rights are protected under the law.
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