Employment At Bayless

The Bayless School District regularly seeks highly motivated applicants who possess a strong commitment to fostering the achievement of all students. We desire individuals with solid academic credentials, creative teaching strategies, excellent interpersonal and communication skills, and excellent leadership skills. An ability to work with our diverse student population is required. 

The Bayless School District appreciates your interest in joining our team. Please note that all opportunities, both certificated and support, are posted online at www.moreap.net. We accept applications through the MOREAP website when posted openings are current.

Substitute Teaching Positions

Thank you for your interest in a substitute teaching position at Bayless School District.  Bayless School District welcomes substitute teacher applications on a periodic basis. We are now accepting substitute applications.

Please do not contact us until you have all of the requirements below have been met:

If you are interested in substitute teaching, and you have a minimum of 60 college hours, please go to the website below and follow directions to apply for a substitute certificate:

http://dese.mo.gov/eq/cert/index.html

If you already have a teaching certificate, you will need to have a background check new within one year. You can also go the website mentioned above to make arrangements for a background check if necessary.

After all of the above is complete, and your substitute certificate has been issued or background check completed, then call (314-256-8605) or email khake@ bayless.k12.mo.us for a packet of forms that you will need to complete to be placed on our list.

There will be a very brief interview process when you return the completed packet of information (please bring two forms of ID or your passport), copy of TB test, and a copy of your certificate with you when returning the forms.

Once we have determined all compliance pieces have been completed, then we place your name on the board agenda for approval at our next board meeting. Our board meetings are held once a month on the third Wednesday. You will then be contacted by Mrs. Vickie Keener (substitute coordinator) for a building tour/orientation if you wish, or when an appropriate assignment becomes available.

Once again, we thank you for your interest in the Bayless School District and look forward to meeting you!!

Bayless Statement of Nondiscrimination

The Bayless School District Board of Education is committed to maintaining a workplace and educational environment that is free from discrimination and harassment in admission or access to, or treatment or employment in, its programs, services, activities and facilities. In accordance with law, the district strictly prohibits discrimination and harassment against employees, students or others on the basis of race, color, religion, sex, national origin, ancestry, disability, age, genetic information or any other characteristic protected by law. The Bayless School District is an equal opportunity employer.

FILE: GBEBC
CRITICAL

CRIMINAL BACKGROUND CHECKS

The Bayless School District is committed to providing a safe environment for students to learn. As part of this effort, in accordance with this policy, the district will require criminal background checks of employees as well as certain volunteers and others working on school grounds. The Board directs the superintendent or designee to develop procedures and practices consistent with this policy.

Definitions

Criminal Background Check – A search of the Federal Bureau of Investigation's criminal history files; the Missouri Highway Patrol's criminal history database and sexual offender registry; the Family Care Safety Registry (FCSR) or the central registry of child abuse and neglect of the Children's Division (CD) of the Department of Social Services; Missouri Case.net; and other databases required by law or by the district.

Driving Records -- Traffic-related offenses contained in the Missouri Department of Revenue's databases.

Employees

Generally, the district will conduct criminal background checks in accordance with law on all new employees authorized to have contact with students prior to the employees working with students; however, the district may forgo a criminal background check when:

1. A teacher is employed to work on a part-time or substitute basis within one year of having retired from the Bayless School District.

2. An employee or potential employee has successfully completed a criminal background check, including a check of the FCSR, as part of the professional license application process within one year prior to employment.

Any offer of employment is contingent upon the satisfactory outcome of the criminal background check, when required by the district. The district has the sole and absolute discretion to determine whether the outcome is satisfactory.

Drivers

The district's contracted student transportation provider will conduct a criminal background check on all bus drivers the district employs. The district may allow bus drivers to operate district transportation pending the results of the criminal background check.

If the district contracts for student transportation services, the contract will require the transportation company to conduct background checks on the company's employees who will have contact with district students. The contract will require the company to exclude persons who have exhibited behavior that is violent or harmful to children or adults.

Volunteers

The district will conduct a search of the Missouri Highway Patrol's criminal history database and the FCSR or the central registry of child abuse and neglect of the CD on all persons volunteering in positions where they will be left alone with a single child. If the volunteer is a sponsor, advisor or coach, he or she must satisfactorily complete the criminal background check required of employees. The superintendent or designee is directed to identify any additional volunteer positions in the district that will also require a criminal background check. The superintendent or designee must receive the results of the background check and officially approve the volunteer before he or she may begin service in the identified volunteer position.

Payment

In general, applicants for employment and volunteers are responsible for the cost of the criminal background check, but the district may later reimburse the person at the district's discretion. However, when an applicant has had a background check conducted by another Missouri public school within the past year and the district receives a copy of the background check directly from the other district, the district will not require an additional background check as a condition of employment unless the district pays the cost, in accordance with law.

The district will pay the expenses associated with conducting and renewing criminal background checks for current employees. In cases where the district requires independent contractors to conduct criminal background checks, payment for the background checks will be determined by the contract.

Updating Information

The district reserves the right to require any employee or volunteer to submit to additional criminal background checks at the district's expense or to rerun background checks at any time. The district will provide the Department of Elementary and Secondary Education (DESE) the relevant personnel information necessary to conduct postemployment background checks as allowed by law.

The district may update all criminal background checks required under this policy at least every five years if the person is still volunteering or working for the district or working on district property. The district may update the driving records for all drivers of district transportation every six months. Any employee refusing to submit to a background check may be disciplined or terminated. The district may decline to utilize the services of volunteers or contractors who refuse to participate.

District Notification

As a condition of continuing to work within the district, all employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged, convicted, plead guilty to or are otherwise found guilty of any misdemeanor or felony, regardless of the imposition of sentence. This notification must be made as soon as possible, but no later than five business days after the event.

Reporting Requirements

The district will report to DESE when information is obtained that a certificated person has pled guilty or no contest to or been found guilty of a crime or offense, regardless of whether a sentence has been imposed, in this state, another state or another country that may put the person's certificate in jeopardy pursuant to Missouri law.

Confidentiality

Information received by the district pursuant to a criminal background check is confidential. Except as allowed by law, the district will only use this information for the district's internal purposes in determining the suitability of an applicant, employee, volunteer or other worker on district property. The district will keep this information in a location that is only accessible to persons who need to know the information to carry out their responsibilities with the district. Any person submitting to a criminal background check may receive a copy of the background check information received by the district.

Pursuant to state law and upon the written request of an employee or former employee, the district may transfer a criminal background check to another school district within one year of receiving the background check.

Consequences

The superintendent or designee is directed to exclude from employment or to take action to terminate individuals whose criminal background checks reveal that they have exhibited behavior that is violent or harmful to children or adults. Employees who fail to keep background checks confidential as required by law or this policy or who violate any portion of this policy or district procedure will be subject to disciplinary action up to and including termination.

FILE: GBEBB-AP1
CRITICAL

EMPLOYEE ALCOHOL AND DRUG TESTING

(Testing Procedures for Employees Other Than Drivers)

In accordance with Board policy, the following procedures apply to drug and alcohol testing of employees.

Program Coordinator

The superintendent shall serve as the program coordinator to implement the alcohol and drug testing program of the district.

Reasonable Suspicion Tests

Any supervisor who has reasonable suspicion to believe that an employee has violated the alcohol or drug prohibitions of the district shall immediately report those findings to the building principal in writing. The report will include all physical symptoms and background information that created the reasonable suspicion. The building principal and supervisor will determine if a drug or alcohol test is appropriate. If the building principal is the suspected employee's supervisor, the principal may determine whether a drug test is appropriate.

Alcohol testing is authorized for reasonable suspicion only if the required observations are made just before, during or just after the period of the work day when the employee must comply with alcohol prohibitions. No drug or alcohol test may be administered by the person who determines reasonable suspicion exists to conduct such a test. Alcohol and drug tests will be administered as soon as possible. If a test is not administered within two (2) hours of a determination of reasonable suspicion, the supervisor shall prepare and maintain a record explaining why this was not done.

Consequences

An employee who tests positive for alcohol or drugs in violation of Board policy will be subject to disciplinary actions up to and including termination. All disciplinary actions will be administered in accordance with Board policy and law.

Testing

The district will use only collection facilities with appropriately trained personnel for alcohol and drug testing. Employees will be drug-tested for marijuana metabolites, cocaine metabolites, amphetamines, opiate metabolites and phencyclidine (PCP).

Notification

The program coordinator shall ensure that all employees receive written materials explaining the district's drug and alcohol misuse prevention program, including copies of or access to applicable policies, procedures, handbooks or other resources that include:

1. The identity of the program coordinator, who will have knowledge of the materials, policy and administrative procedures.

2. Categories of employees covered.

3. Information about what period of the work day the employee is required to be in compliance.

4. Specific information concerning prohibited conduct.

5. Circumstances under which employees will be tested.

6. Procedures used in the testing process.

7. An explanation of what constitutes a refusal to submit to a drug and/or alcohol test.

8. Consequences of violations (e.g. discipline up to and including dismissal, referral to substance abuse professional for evaluation, treatment and follow-up testing as required).

9. Information on the effects of drug use and alcohol misuse on personal life, health and safety in the workplace.

Employees shall sign statements certifying that they have received the materials.