Human Resources

Mission

Inspire a passion for learning through positive relationships, personalized experiences, and a focus on the future.

Vision

An adaptive learning community that empowers all learners with the knowledge, skills, and dispositions to be ready for their futures.

Dr. David Schmitz, Superintendent 

Dr. Holly Schrage, Assistant Superintendent 

Dr. Jeremy Brownfield, Assistant Superintendent 

Early Childhood Center

Director: Paige Thornhill
2020 Evergreen Parkway

Esther Elementary (Grades K–1)

Principal: Shalyn Howe
Assistant: Nancy Winfrey
1200 Clark Avenue

Maplecrest Elementary (Grades 2–3)

Principal: Bryan Campbell
Assistant: Cindy King
901 Maple Lane

Boswell Elementary (Grades 4–5)

Principal: Carla Mobley
Assistant: Tiffany Millsap
695 Millcreek

Lebanon Middle School (Grades 6–8)

Principal: Kyle Nelson
Assistant: Joel Simmonds
Assistant: Brian Decker
2700 Buzz Pride Dr

Lebanon Senior High (Grades 9–12)

Principal: Dr. Kati O'Quinn
Assistant: Kim Hinkley
Assistant: Dustin Young
Assistant: Chris Britt
777 Brice Street

Lebanon Technology and Career Center

Director: Zach Miller
757 Brice Street

Hillcrest Education Center (Grades 9–12)

Director: Jaymes Wapp
301 Hoover Ave

The following policies were updated from July 2025 - current

GBE: Staff Health and Safety

• Requires district to provide reasonable accommodations for pregnancy, childbirth, or related medical conditions under the PWFA
• All employees must receive annual training on universal precautions.

GCBA: Professional Staff Compensation

• SB 727 provides language for higher placement on salary schedules for “hard-to-staff subject areas”

GBCBB: Protected Staff Communications

• OMB emphasis on protections for whistleblowers of Federal Programs
• Language added to match policy DJFA language

GCBDA: Professional Staff Short-Term Leaves

• Implements graduated buy back of leave
• Promotes earlier notice of resignation and retirement in order to allow the district access to higher quality replacement candidates
• Changes threshold for accumulated PTO buy back from 10 years to 5 years 

GDBDA: Support Staff Leaves

• Implements graduated buy back of leave
• Promotes earlier notice of resignation and retirement in order to allow the district access to higher quality replacement candidates
• Changes threshold for accumulated PTO buy back from 10 years to 5 years

Policy CHCA

The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included in this handbook. Suggestions for additions and improvements to this handbook are welcome and may be sent to the Human Resources Department. This handbook is neither a contract nor substitute for the official district policy manual. District policies and procedures can change at any time. All employees are required to maintain an updated knowledge and understanding of District policies and procedures. Board policies can be found on the district website under District Info; School Board; Board Policies.

School Board Members

Policy BBA

• Mary Russell School Board President - Term 2026-2029 mrussell@lebanon.k12.mo.us
• Lauren Jackson School Board Vice President - Term 2024-2027                 lauren.jackson@lebanon.k12.mo.us
• Amy Waterman Term 2025-2028 amy.waterman@lebanon.k12.mo.us
• Nicole Walters Term 2023-2027 nwalters@lebanon.k12.mo.us
• Krissy Jackson Treasurer- Term 2025-2028 krissy.jackson@lebanon.k12.mo.us 
• Criag Blair MSBA Delegate - Term 2026-2029 cblair@lebanon.k12.mo.us
• Jina Richardson MSBA Alternate Delegate- Term 2026-2029 jrichardson@lebanon.k12.mo.us 
• Tricia Steffen School Board Secretary tsteffen@lebanon.k12.mo.us 

School District Legal Status

The State of Missouri must establish and maintain free public schools in accordance with the Missouri Constitution and state law. The State has delegated certain responsibilities to local school districts. This school district is governed by a seven-director School Board. Directors are selected or appointed in accordance with law. 

The official name of the school district shall be Lebanon R-III School District. In accordance with state law, the Board of Education shall keep a common seal with which to attest its official acts relative to district operations. Policy AA

School Board Information 

Policies BCA-1, BDA, BDDB-2, BDDA

Meetings of the Board of Education shall be open to the public and the press unless closed as authorized by law.  Closed session may occur for such things as discussing certain personnel matters, security matters, student discipline, the lease, purchase or sale of real estate by the district where public knowledge of the transaction might adversely affect the amount to be received or spent by the district, or to consult with attorneys.

Meeting Notes

Public Notice of meetings shall be given in accordance with Board policy and law.  Notice of all Board meetings shall be given at least 24 hours in advance of the meeting, exclusive of weekends and holidays when school is closed, unless for good cause such notice is impossible or impractical, in which case as much notice as is reasonably possible shall be given.

Regular Board Meetings

The Board of Education shall hold regular meetings throughout the year to transact such business as deemed necessary for the smooth operation of the school district. The Board will hold its regular meeting on the second Tuesday of each month at 6:00 p.m. at the Lebanon R-III Schools Administration Office unless otherwise specified in the publicized notice of the meeting. 

The Board of Education recognizes that public school education is a function of the state and that it belongs to the people, and is supported by the community for the education of its children and adults.  Therefore, whenever possible, meetings of the Board of Education will be conducted in open session and every effort made to keep the public informed concerning the schools.

Agendas

A tentative agenda for each meeting of the Board shall be prepared by the superintendent, in consultation with the Board president, and shall be included in the public notice of such meetings.  The tentative agenda must reasonably inform the public of matters to be considered.  Any member of the Board may request items to be placed on the agenda.  The tentative agenda, related materials and minutes of the previous meeting shall be provided to each member at least four (4) days prior to the stated meeting.

Central Office

224 W. Commercial St
417-657-6001 or extension 1000
Receptionist - Kara Williamson

Staff

• Superintendent: Dr. David Schmitz
  • Tricia Steffen - x1011
• Asst Superintendent: Dr. Jeremy Brownfield
  • Human Resources: Kim Clark - x1015
• Asst Superintendent: Dr. Holly Schrage
  • Tricia Steffen - x1011
• Executive Director of Special Programs: Dr. Nick Cotta
  • Tiffany Boles - x1018
• Chief Financial Officer & Chief Operations Officer: Adam Dameron
  • Accts Payable: Robin Gower - x1007
  • Payroll: Dana Phillips - x1010
  • Benefits: Kalyn Kasten - x1012
• Director of Elementary Education:  Veronica Vergara x1006
• Director of Secondary Education:  Nathan Wilkerson x1006
• Director of Communications: Sadie Cook - x1002
• Director of Safety and Security: Jason Riggs - x1090
• Director of Facilities: Jeff Morgan
  • Admin Asst: Terri Wilson - x1036
• Director of Transportation: Joe Pemberton
  • Admin Asst: Tara Allen - x1042
• Director of Nutritional Services: Bob Albright
  • Admin Asst: Mikayla Fohn: - x1023

Human Resources

Dr. Jeremy Brownfield
Kim Clark, 657-6112 or x1015

Faculty and Staff Recruiting and Hiring 

Because an effective educational program requires quality staff members, the Board and the administration of the Lebanon R-III School District will make every effort possible to attract and retain qualified, highly skilled and experienced personnel.

The district's hiring procedures will comply with all federal and state laws, including laws prohibiting discrimination. The district is an equal opportunity employer and hires only citizens of the United States and persons who are legally authorized to work in the United States. The Lebanon R-III School District will enroll and actively participate in a federal work authorization program in accordance with law. Policies GCD-1,GDC-1

Probation and Tenure

The superintendent shall recommend employment for the professional staff, maintain personnel records, administer leaves, evaluate performance, keep the Board apprised of the performance of district employees and take action when necessary to discipline or terminate employees within the provisions established by the Teacher Tenure Act of the State of Missouri. Policy GCG

Part Time and Substitutes

The district may employ part-time employees and employees who will work on a substitute basis in the district. These employees must meet the same qualifications as full-time staff, must be appropriately certified or licensed when necessary, and are subject to the same policies, procedures, and other rules as full-time employees. Part-time and substitute employees must satisfactorily complete the same background checks and screenings required of full-time employees. Policy  GB-1 

Reassignments/Reduction in Workforce 

To best meet the educational and operational needs of the District, all employees are subject to reassignment. A reassignment may involve a transfer to another position, department, building, or work location without changing the employee's contract. Reassignments may occur due to changes in student enrollment, program needs, staffing requirements, or other operational considerations, with the Superintendent having final placement authority when such changes are necessary. Employees are encouraged to express interest in transfer opportunities; however, all assignments and reassignments are made based on the needs of the District. Extracurricular and supplemental duty assignments may also be reassigned at any time.

When necessary because of declining enrollment, District reorganization, financial conditions, lack of work, lack of funds, or other operational needs, the Board of Education may implement a reduction in force in accordance with applicable law and Board policy. Procedures for certificated staff are governed by the Missouri Teacher Tenure Act, including applicable rights to recall following an involuntary leave of absence.Policies GCI, GDI ,GCPA

Drug Free Workplace

Employees are expected to maintain a drug-free workplace at all times to ensure the safety and well-being of students, staff, and the school community. The use, possession, manufacture, sale, distribution, transfer, or being under the influence of alcohol, illegal drugs, unauthorized controlled substances, marijuana (including medical or recreational marijuana), marijuana-infused products, or drug paraphernalia is prohibited on district property, in district vehicles, at school-sponsored activities, or while conducting district business or supervising students. Employees who report to work or district activities under the influence of prohibited substances are also subject to this policy.

Employees may be required to undergo drug or alcohol testing when reasonable suspicion exists or when otherwise required by law. Violations of this policy may result in disciplinary action, up to and including termination of employment, referral for criminal prosecution, or action against an employee's professional license. Employees are encouraged to seek professional assistance for substance abuse concerns, and the district can provide information on available treatment resources. Policy GBBEA

Employee Alcohol and Drug Testing

To promote a safe and drug-free workplace, employees may be required to undergo alcohol or drug testing when the district has reasonable suspicion that district policy has been violated. Testing is conducted using established procedures that protect employee privacy and the integrity of the testing process. Employees are expected to cooperate fully with the testing process, and any attempt to refuse, obstruct, or interfere with testing may be treated as a policy violation. Employees who operate commercial motor vehicles are also subject to additional federally required testing, including pre-employment, random, post-accident, and reasonable suspicion testing.

Employees who violate the district's alcohol and drug policies or test positive for prohibited substances are subject to disciplinary action, up to and including termination of employment, in accordance with board policy and applicable law. Test results are maintained as confidential medical records as required by law. Employees seeking assistance for substance use concerns may request information regarding available treatment resources. Policies GBEBB-2, GBEBB-2 AP-1, GBEBB AP-2

Workload and Work Schedules

The Lebanon R-3 School District classifies all positions as either exempt or non-exempt in accordance with the Fair Labor Standards Act (FLSA). Exempt employees are generally professional, administrative, or supervisory employees who are paid on a salary basis and are not eligible for overtime pay. Non-exempt employees are generally hourly support staff who are eligible to receive overtime compensation for hours worked over 40 in a workweek, as required by law. Employees who have questions regarding their classification should contact their supervisor.

Non-exempt employees are required to accurately record all hours worked and must receive prior supervisor approval before working overtime. Unauthorized overtime, inaccurate time records, or falsification of time records may result in disciplinary action. The District also provides legally required break time and a private location for nursing employees to express breast milk in accordance with applicable law. Policy GBA

Performance Evaluation

Lebanon R-3 is committed to supporting the continuous growth and success of all employees through a fair, performance-based evaluation process. Professional and support staff are evaluated on a regular basis using standards appropriate to their positions. Evaluations are designed to provide meaningful feedback, recognize strengths, identify opportunities for growth, and promote high levels of job performance that support student success and the district's mission. Employees will be informed of the performance expectations and evaluation criteria applicable to their position.

Performance evaluations are intended to encourage professional growth and continuous improvement while also informing employment decisions, including continued employment and professional development opportunities. Employees are encouraged to work collaboratively with their supervisors to establish goals, discuss performance, and use evaluation feedback to enhance their effectiveness in serving students and the Lebanon R-3 community. Policies GCN, GDN

Compensation and Contracts

The Lebanon R-3 School District is committed to offering competitive compensation to attract, retain, and recognize high-quality employees. The Board of Education annually reviews regional and statewide compensation data, district financial resources, and employee input when establishing salary schedules and compensation. All employee compensation, salary schedules, stipends, and extra-duty pay are subject to Board approval and are determined as part of the annual budget process.

Professional and support staff are compensated according to the Board-approved salary schedule or compensation established for their position. Salary placement may consider factors such as experience, education, training, certifications, licenses, military service, or other qualifying work experience in accordance with District guidelines. Employees are responsible for reviewing their salary placement and pay information and should promptly notify the District of any discrepancies. Additional duties may be assigned as part of an employee's regular responsibilities; however, when approved by the Board, certain extra-duty assignments may qualify for additional compensation or a stipend. 

Contracts may be terminated by mutual agreement of the parties at any time. If the contracted employee seeks to resign after the contract is signed, the Board may require the contracted employee wishing to void his or her contract to pay liquidated damages. The contracted employee and the District recognize that the District is entitled to compensation for the costs of finding a suitable replacement, training expenses and other disruptions. Because the actual damages will be difficult to ascertain, the Board and the contracted employee agree that the following damage amounts are a reasonable estimation of the damages, depending on the date the contracted employee’s resignation is received by the superintendent or designee: 

The date of the first signed contract—June 30: $2,500.00

July 1—31: $5,000.00

August 1— end of school year: $10,000.00

Policies GCBA, GDBA

Time Clock and Overtime Rules

The Board discourages overtime work by non-exempt employees. A non-exempt employee shall not work overtime without the express approval of his or her supervisor. Nonexempt employees who begin work earlier or work later than their assigned hours without prior authorization from their immediate supervisor are subject to discipline, including termination. A nonexempt employee will be paid one and half times his or her regular rate of pay for each hour of overtime. Policy GBA

Trips, gate keepers, score keepers, after-school programs, etc. are considered “occasional and sporadic employment” if seasonal and performing in a different capacity than regular employment. These will not be a part of the time record keeping. DOL 29 CFR 553.30 – Occasional or sporadic employment – section 7 (p) (2). Supervisors should review and approve time records. This is pursuant to section 778.415.  

Timesheets

Timesheets are required to be submitted weekly and by the first of each month for approval. Any edits needed should be referred to your administrator or director.

Payroll Deductions

The following are mandatory payroll deductions :

• Missouri Public School Retirement System (PSRS) for certified employees hired to work 17 or more hours per week
• Public Education Employee Retirement System (PEERS) for non-certified staff hired to work 20 or more hours per week
• Social Security and Medicare
• Federal and state taxes unless filing “exempt”

Other payroll deductions employees may elect, include deductions for the employee’s share of premiums for health, dental, vision, short term disability, life insurance, flexible fringe benefit programs, supplemental plans and tax deferred savings plans. For other payroll deductions possibilities, contact the Benefits Office. Salary adjustments are automatically made for unauthorized or unpaid leave. Employees can view their deductions on the HR Portal. See other sections for more detailed descriptions. Policies DLB, GDBC, GCBC

Direct Deposit

All employees are required to have direct deposit. You may not elect to discontinue direct deposit. Forms are available in your Powerschool Records Account on the LR3 HR Page. DO NOT CLOSE ACCOUNTS BEFORE INFORMING THE PAYROLL OFFICE. Please make sure the information you provide is accurate. Providing incorrect information may delay your payment. 

Paychecks

Payday is on the 15th of each month, except when the 15th falls on a weekend or holiday, then payday is on the day before.  Each pay period begins on the 1st of each month and ends on the last day of each month.  Pay stub information is available on the HR Portal by midnight of the day before payday. Calculations on pay stubs should be checked by the employee monthly for accuracy and if there should be a discrepancy, the employee should notify the payroll office the same day if possible.

Underpayment/Overpayment

It is the District’s practice that all employees receive just compensation for work performed. If the District finds an employee has been under-paid in error, the District will make adjustments to ensure the employee is paid correctly. Also, if the District finds an employee has been over-paid, arrangements will be made with the employee to ensure repayment. The employee should notify the Payroll Office in a timely manner if an error is identified. 

Board Awarded Raises

The Lebanon R-3 School Board has sole determination of any step or percentage increases awarded to staff. Support staff members hired after January 1 of the current school year are not eligible for any step increase awarded, but will be eligible to receive any percentage increases given. Board approved step and percentage increases are awarded at the beginning of the fiscal year.

Retirement

Employees who plan to retire under PSRS/PEERS should notify their supervisor as soon as possible. Retirement eligibility inquiries should be addressed to the Public School & Education Employee Retirement System of Missouri, P.O. Box 268, Jefferson City, MO 65102 or call (800) 392- 6848 or (573) 634-5290. http://www.psrs-peers.org/ 

In addition, a written notification will need to be presented to their supervisor. Resignations will become effective following Board approval.

Resignation 

Tenured teachers must notify the District of their resignation no later than June 1. Resignations submitted by tenured teachers after the statutory deadline or by probationary teachers or administrative employees after their contracts are returned must be approved by the Board.

In most cases, resignations become effective at the end of the school year in which they are submitted. Earlier resignations must be approved by the Board. Letters of resignation must be submitted to the Human Resources Office.

The Board considers each resignation on an individual basis. Generally, teachers and administrative employees will not be released from a contract unless a suitable replacement is available. However, the Board will give appropriate consideration to situations involving serious illness, transfer of spouse and military service.

Contracts may be terminated by mutual agreement of the parties at any time. If the contracted employee seeks to resign after the contract is signed, the Board may require the contracted employee wishing to void his or her contract to pay liquidated damages. The contracted employee and the District recognize that the District is entitled to compensation for the costs of finding a suitable replacement, training expenses and other disruptions. Because the actual damages will be difficult to ascertain, the Board and the contracted employee agree that the following damage amounts are a reasonable estimation of the damages, depending on the date the contracted employee’s resignation is received by the superintendent or designee:

The date of the first signed contract—June 30: $2,500.00

July 1—31: $5,000.00

August 1— end of school year: $10,000.00

Policy GCPB

Professional Leave Buy Back

Professional staff who resign or retire in good standing may be paid on a per-day basis for any unused paid leave, payable at the end of employment. Payment for unused leave days will not be made to employees who break their contract or are terminated for cause. Employees who resign or retire during the year, or prior to the end of the fiscal year (July1-June 30), will not be paid for unused leave awarded during the current fiscal year.

Additionally, professional personnel accumulating leave in excess of the authorized maximum shall be paid annually for excess days at a 50 percent substitute teacher rate.

In an effort by the district to have the opportunity to select the best replacement for a professional staff member, a sliding scale for payment of leave will be utilized based on the date of notification to the superintendent's office as shown below.

Resignations or retirements after June 1 will not be eligible for any compensation for unused days. In addition, employees with fewer than five consecutive years with the school district in a position that earns PTO leave will not be compensated for unused days. 

Accumulated Vacation Leave-Professional employees will receive their daily rate of pay (not to include regular overtime or compensatory time) for unused and accumulated vacation leave upon resignation or retirement in good standing with the district. Employees who resign or retire prior to completing their employment contracts or the fiscal year (July 1–June 30) will not be paid for unused leave awarded during the current fiscal year. Policy GCBDA

Support Staff Resignation/Retirement

Support Staff  who resign or retire in good standing may be paid on a per-day basis for any unused paid leave, payable at the end of employment. Good standing is defined as the employee giving a minimum of two weeks written notice (support staff) not being on a Personal Improvement Plan, having not been terminated, and returning all property owned by the school district and having no fees or outstanding balances.  Payment for unused leave days will not be made to employees who break their contract or are terminated for cause. Employees who resign or retire during the year, or prior to the end of the fiscal year (July1-June 30), will not be paid for unused leave awarded during the current fiscal year.

In an effort by the district to have the opportunity to select the best replacement for a support  staff member, a sliding scale for payment of leave will be utilized based on the date of notification to the superintendent's office as shown below.

Resignations or retirements with fewer than ten weekdays' notice will not be eligible for any compensation for unused days. In addition, employees with fewer than five consecutive years with the school district in a position that earns PTO leave will not be compensated for unused days. 

Accumulated Vacation Leave- Support employees will receive their daily rate of pay (not including regular overtime or compensatory pay) for unused and accumulated vacation leave upon resignation or retirement in good standing with the district. Employees who resign or retire prior to completing the fiscal year (July 1-June 30) will not be paid for unused leave awarded during the current fiscal year. Policies GDBDA ,GDPB-1

Dismissal and Suspension

The Board delegates to the superintendent the authority to suspend staff members or put them on administrative leave for any legal reason in accordance with district policy and law. An employee will be immediately suspended or put on administrative leave in situations where the superintendent or designee determines that suspension is necessary to prevent disruption to the education environment, protect the safety of the students, appropriately investigate alleged misconduct, or in other circumstances where suspension serves the district's interests.  Policies GCPD, GDPD

Termination of Benefits at Retirement/Resignation

For employees leaving the Lebanon R-3 School District, discontinuation of insurance benefits and elected payroll deductions is as follows: 

1. Employees who have elected to enroll in benefits and/or payroll deductions, who then retire, resign or are not re-employed by the District after fulfilling their contractual obligation or agreement, shall have their benefits and elected deductions terminated by the District on June 30 of the year they terminate employment.

2. For employees who do not fulfill their contractual obligation or agreement or are dismissed/resign prior to fulfilling their commitment/end of school year, benefits will discontinue at the end of the month that the resignation or termination become effective.

3. An employee who retires from the District has one year to elect health, dental or vision insurance coverage. All elections, changes, or terminations must be processed at open enrollment or with a qualifying event.

Upon resignation or termination, employees are eligible for continuation of health, dental and vision insurance under the provision of COBRA. 

Group Health Insurance Eligibility 

Full-time professional staff members are eligible for group insurance the 1st of the month following the first day of their employment. Full-time support staff members are eligible for group insurance coverage after a 30-day probationary period. Coverage will begin the 1st of the month immediately following the end of the probationary period. Full-time is defined as working 30 or more hours per week on a regular scheduled basis, except for bus drivers who qualify at working 20 hours or more per week on a regular basis.

Life changing events include but are not limited to marriage, divorce, job loss, and birth of a newborn. Application must be made within 30 days of the date of event.

When an employee becomes eligible for benefits an email will be sent via the PowerSchool Records system. Please follow all steps within the system and complete the required checklist. Failure to do so may result in forfeiture of benefits.

Employee absences must be entered into Frontline Absence Management System in advance of the absence, if possible. If your absence is School Business (coaching, supervision, training, or meetings) it still needs to be entered into Frontline.  Employees should also inform the building administrator/supervisor and follow the procedure established at the building/department level. It is not the responsibility of your supervisor, or office staff, to enter the absence for you. Keep in mind once all leave has been exhausted you cannot enter the absence. Your absence will be entered as Exceeded Leave reason code which requires a supervisor's entry and approval. Timeliness of reporting absences is important so the operations of the day can run smoothly and effectively.

Staff Absences & Tardiness

Regular attendance and punctuality are essential responsibilities of every employee. Employees are expected to notify their supervisor as soon as they know they will be absent, obtain approval when required, provide requested documentation, and accurately report the reason for an absence. Excessive absenteeism, repeated tardiness, leaving work early without authorization, or misuse of leave may result in disciplinary action. Protected absences under FMLA, USERRA, or other applicable laws will be administered in accordance with those laws.

Professional Staff Long Term Leaves of Absence

Professional staff are provided paid and unpaid leave benefits to support personal illness, family needs, professional responsibilities, civic obligations, military service, and other situations permitted by law or district policy. Paid Time Off (PTO) is available beginning with the first contracted day and may be used for personal illness, the illness of an immediate family member or significant other, or other approved purposes. Unused PTO may accumulate up to 120 days. Employees may be required to provide medical documentation or a fitness-for-duty release when appropriate.

Annual PTO

• Contract Length, Annual PTO
• 10-Month, 12 days
• 11-Month, 13 days
• 12-Month, 14 days

PTO is generally limited to three consecutive days unless used for the illness, injury, or incapacity of the employee, an immediate family member, or a significant other. PTO is generally not available immediately before or after district breaks, during professional development days, or during the first or last week of school unless approved due to extenuating circumstances.

Support Staff Leave

Eligible support staff receive Paid Time Off (PTO) based on their assigned work calendar. Regular part-time employees working five days per week but fewer than 30 hours receive prorated PTO. Unused PTO may accumulate up to 120 days.

• Annual PTO
• Work Calendar, Annual PTO
• 9-Month, 11 days
• 10-Month, 12 days
• 11-Month, 13 days
• 12-Month, 14 days

PTO is generally limited to three consecutive days unless used for illness or injury of the employee, an immediate family member, or a significant other. Certain dates throughout the school year have restrictions on PTO use unless approved due to extenuating circumstances. 

Vacation Days

Vacation benefits are available for eligible employees as follows:

• Administrative Assistants (Less than 12-Month Positions)
• Consecutive Service Vacation
• More than 1 year but fewer than 5 years 5 days
• 5 or more years 10 days
• 12-Month Employees
• Consecutive Service, Vacation
• More than 1 year but fewer than 5 years, 10 days
• 5 or more years, 15 days

Vacation must be approved in advance and scheduled to minimize disruption to district operations. Employees may carry forward a maximum of 15 vacation days.

Professional Leave

Professional employees may be granted paid professional leave to attend conferences, workshops, college classes, mentoring activities, or other district-approved professional growth opportunities. Professional leave does not reduce an employee's PTO balance and must be approved in advance by the superintendent or designee. 

Bereavement Leave

Employees receive paid bereavement leave each fiscal year without reducing PTO.

• 2 days for the death of an immediate family member.
• 1 day for the death of someone outside the immediate family.
• Additional time away from work may be charged to available PTO.
• Bereavement leave does not accumulate.

Military Leave

Eligible employees who are members of the National Guard or military reserve are granted military leave in accordance with state and federal law. Employees performing military duty or training are entitled to 120 hours of paid military leave each federal fiscal year without loss of pay or benefits. Official military orders must be provided to the district. 

Jury Duty & Court Leave

Employees receive paid leave for jury duty, jury selection, or jury service. Employees subpoenaed to appear in court as part of their work duties or regarding a foster child will also receive paid leave. Other court appearances must be charged to available PTO unless otherwise required by law. 

Voting & Election Leave

Employees appointed as election judges are provided leave as required by law. Employees who do not have three consecutive hours available outside of work while polls are open may receive up to three hours of paid leave to vote. 

Firefighter Leave

Employees serving as volunteer firefighters or members of qualifying emergency response organizations may use available leave or unpaid leave when responding to emergencies. Additional leave protections are available for members of the Civil Air Patrol and Coast Guard Auxiliary as provided by law. 

Paid Parental Leave

Employees eligible for Family and Medical Leave (FMLA) for the birth, adoption, or placement of a foster child will receive leave in accordance with FMLA requirements. Available paid leave will run concurrently with FMLA leave. Employees who are not eligible for FMLA may qualify for up to six weeks of unpaid leave. Professional staff may also be eligible for the District's Maternity Benefit Option after exhausting PTO. 

Family & Medical Leave Act

Eligible employees may receive job-protected leave under the Family and Medical Leave Act for qualifying family and medical reasons. Paid leave, when available, generally runs concurrently with FMLA leave. Employees should notify Human Resources as soon as the need for leave is known. 

Pregnant Workers Fairness Act

The district provides reasonable accommodations for known limitations related to pregnancy, childbirth, and related medical conditions as required by the Pregnant Workers Fairness Act. Employees should notify Human Resources or their supervisor if an accommodation is needed. The district will engage in an interactive process to determine appropriate accommodations and will not require leave if another reasonable accommodation is available. 

Failure to Contact the District 

Employees who fail to report to work, do not notify their supervisor, and do not respond to reasonable attempts by the district to contact them may be considered to have voluntarily resigned. Before taking action, the district will make reasonable efforts to contact both the employee and the employee's emergency contact. Employees should keep their contact information current and promptly communicate any unexpected absences. Policies GBCBC, GCBDA, GDBDA

Communication via email is the primary means of communication in the Lebanon R-3 School District. It is important to be diligent and check your email on a regular basis. Generally a good practice is to check your email when you arrive at school and then again before you leave for the day. 

As stated in policy EHB, by using the district’s Wifi network, even on your personal device, you are consenting to having all your electronic communications and all other use monitored by the district. Please be mindful that any downloads or access to websites while on the district's wifi can be intercepted, accessed and searched by district administrators. Policies EHB 

Technology Usage

District technology resources—including computers, mobile devices, software, networks, internet access, email, and other electronic systems—are provided to support education and district operations. Use of district technology is a privilege, not a right, and all employees are expected to use these resources responsibly, professionally, and in accordance with district policies and procedures. Employees must sign or electronically acknowledge the district's Technology User Agreement before accessing district technology resources.

Acceptable Use

Employees are expected to use district technology primarily for educational and work-related purposes. Users must comply with all applicable laws, Board policies, and administrative procedures when using district technology. Employees may not use district technology to access unauthorized systems, install unauthorized software, bypass network security, introduce malicious software, interfere with another user's access, or engage in illegal or inappropriate activities.

Employee Privacy & Monitoring

District technology resources, including email, files, internet activity, network storage, and electronic communications, are district property. Employees should have no expectation of privacy when using district technology. The district reserves the right to monitor, access, review, and search any information stored on or transmitted through district technology resources to ensure compliance with district policies, maintain system security, and investigate potential misconduct. Employees must return all district technology upon request or at the end of employment.

Technology Security

Employees are responsible for protecting district technology and confidential information.

Employees should:

• Keep usernames and passwords secure.
• Protect confidential student and employee information.
• Follow district cybersecurity procedures.
• Obtain approval from the Technology Department before synchronizing personal computers or mobile devices with district systems.
• Immediately report lost, stolen, or compromised district technology or accounts.

Internet & Email Use

District internet and email services are provided to support district business and educational activities. Employees are expected to communicate professionally and comply with all state and federal confidentiality laws, including requirements protecting student educational records. Limited personal use may be permitted provided it does not interfere with job responsibilities, consume significant district resources, or violate district policy.

Content Filtering & Online Safety

The district uses internet content filtering and monitoring systems to help provide a safe and secure technology environment. Employees may not disable, bypass, or attempt to circumvent district security or filtering systems. Requests to access blocked websites or online resources for legitimate educational or business purposes should be directed through the district's established technology procedures.

District-Owned Technology

All technology equipment, software, accounts, files, and data provided by the district remain district property. The district may update, replace, reassign, inspect, or remove technology resources at any time to support district operations. Employees are expected to exercise reasonable care when using district-owned equipment and promptly return all assigned technology when requested or upon separation from employment.

Technology Misuse

Employees who misuse district technology or violate district technology policies may lose technology access privileges and may be subject to disciplinary action, up to and including termination of employment. Employees may also be financially responsible for damages resulting from intentional or negligent misuse of district technology. The district will cooperate with law enforcement when technology is used for unlawful purposes. Policies EHB 

Staff Acceptable Usage Policy Agreement

The Lebanon R-III School District provides technology resources including computers, mobile devices, software, email, internet access, networks, and other electronic systems to support teaching, learning, communication, and district operations. Use of district technology is a privilege, not a right. Employees are expected to use district technology responsibly, professionally, and in accordance with district policies, administrative procedures, and applicable laws. Employees must acknowledge the District's Technology User Agreement before accessing district technology resources. Limited incidental personal use is permitted provided it does not interfere with job responsibilities, consume significant district resources, or violate district policy. Policies EHB-AP1

Inclement Weather Closing

Twelve-month non-custodial support staff are expected to work their regularly scheduled shifts on inclement weather days, provided they can travel safely. Employees who are unable or choose not to report to work must utilize appropriate accrued leave. Due to the essential nature of their responsibilities, twelve-month custodial and maintenance staff are required to report to work on inclement weather days; however,  modified schedules may be implemented by the Director.

Non-twelve-month support staff (including food service, transportation, and paraprofessionals) are not required to report to work on inclement weather days. However, they may choose to use available leave time. Secretarial staff who are not on twelve-month contracts are also not required to report, but may elect to work if desired. If they choose not to report, they may utilize available leave time..

On weather related early release days, it is up to the individual secretary, twelve-month employee, and their administrator as to whether they stay or clock out early. If they leave early, they will receive less pay. At least one administrator must stay to take care of bus issues until all students are home safely. On inclement weather early release days, paraprofessionals should clock out and leave as soon as students are gone; other support staff should leave as soon as they are released by their director.

Emergencies

All employees should be familiar with the evacuation diagrams posted in their work areas. Fire, tornado, and other emergency drills are conducted to familiarize employees and students with evacuation procedures. Fire extinguishers and AEDs are located throughout all District buildings. Employees should know the location of the extinguishers nearest their place of work and how to use them. 

Personnel Records

The Lebanon R-III School District maintains personnel records for each employee to support employment, payroll, benefits administration, certification and licensure, performance evaluation, professional development, leave administration, and compliance with state and federal laws. Personnel files may include employment applications, contracts, compensation and benefit information, attendance and leave records, performance evaluations, training records, disciplinary documentation, certifications or licenses, and other records necessary to administer the employment relationship. Personnel records are maintained in accordance with Missouri records retention requirements.

Personnel records are confidential and are accessible only to authorized district personnel who have a legitimate business need for the information or as otherwise required by law. Medical records, immigration verification documents, and other protected records are maintained separately from an employee's general personnel file to ensure confidentiality. Employees may review their own personnel file during regular business hours by scheduling an appointment with the appropriate district administrator or Human Resources representative. Certain records, such as confidential references or documents obtained prior to employment, may not be available for employee inspection as permitted by law. Employees are responsible for promptly notifying Human Resources whenever personal information, such as their address, telephone number, emergency contact information, or other employment records, changes to ensure district records remain accurate and current. Policies GBL

Change of Personal Information

It is important that personal information such as address and phone number are kept current. Information may be updated via the HR PORTAL. Name changes, however, must go through the Human Resources Department. The name on the Social Security Card must match the name in the District’s records. 

Staff Lunch Charges

The district expects employees to pay for meals before or at the time of service. The ability to charge meals is a privilege not a right. All district staff members will be allowed to charge up to $50.00. Once the cap is reached you will not be allowed to charge any more until that amount is paid off. Staff members will also be expected to pay their bill monthly. Accumulating charges until the end of the year will no longer be an option. Any unpaid balances after June 5 will be garnished and garnishment fees may be applied.

Employee Use of Facilities

Employees may use certain school equipment and facilities after school hours at their own risk. Employees may bring family members to use equipment after school hours at their own risk(equipment access may vary by building). However, the employee must be present and supervise them the entire time the family members use the equipment. At no time should any non-employee be given access to the school building without an employee present. This includes family members of all ages. DO NOT GIVE KEYS  OR ALARM CODES TO CHILDREN OR ANYONE ELSE AND SEND THEM TO SCHOOL TO WORK OUT OR GIVE LESSONS. Non-employees should be asked why they are in the building and who is supervising them, no matter the age. If they do not have an employee supervising them, they should leave the building. Exceptions to the rule above would be a group who follows school policy to use/rent a facility. 

Daily Courier Service

The Inter-District Mail makes delivery to and from the district office and each school building daily during the school year. Mail that needs to go to the post office may also be sent through the Inter-District Mail. Large packages will need to be handled directly with the carrier. 

Animals in the Work Place

Animals are not allowed on district property, including district transportation, except in accordance with law and policy. Staff who wish to utilize a therapy dog to augment instruction must first obtain building administrator approval as well as approval of the Professional Therapy Dog oversight committee. Policy ECG

Out of State Travel

All out of state travel MUST be approved by Human Resources at Central Office no matter what department it will be for. Please fill out this form Out of State Travel Request. Travel arrangements including flights, hotels, rental cars, etc will be made by Central Office staff, NOT at the building level.

Visitors in the Workplace 

Visitors to individual classrooms during instructional time shall be permitted only with the principal’s approval, and such visitors shall not be permitted if their duration or frequency interferes with the delivery of instruction or disrupts the normal school environment. All visitors must at all times wear proper Lebanon R-3 School District visitor identification. 

Visitors are expected to enter any district facility through the main entrance and sign in or report to the building’s main office. Authorized visitors will receive directions or be escorted to their destination. Employees who observe an unauthorized individual on the district’s premises should immediately direct him or her to the building office or contact the administrator in charge.

Staff Conduct

Employees of the Lebanon R-III School District are expected to conduct themselves in a professional, ethical, and responsible manner that supports a safe, respectful, and productive learning environment. Every employee is expected to become familiar with and follow Board policies, administrative procedures, supervisory directives, and all applicable state and federal laws. Employees should maintain courteous and professional relationships with students, parents, coworkers, and members of the community; participate in professional learning necessary to effectively perform their duties; conduct district business in a timely and professional manner; and use district property, equipment, and resources responsibly. Employees are expected to attend required meetings, arrive and depart work as scheduled, comply with attendance procedures, maintain accurate records, submit required reports on time, safeguard confidential information, and properly supervise students at all times. Employees are also expected to follow all safety procedures, communicate professionally, dress appropriately for the educational environment, and immediately report unsafe conditions, theft, or loss of district property.

Employees are expected to avoid conflicts of interest and to place the interests of the district above personal financial or political interests while performing their duties. Employees may not use their position for personal financial gain, accept unauthorized gifts or gratuities from students, parents, vendors, or others doing business with the district, improperly influence district purchasing or contracting decisions, misuse confidential information, or represent personal opinions as those of the district. Employees are prohibited from using district resources or work time to support or oppose political candidates or ballot measures except as permitted by law, and teachers may not participate in the management of campaigns for members of the Board of Education that employs them. Employees are expected to comply with all conflict-of-interest laws and immediately disclose any situation that could create an actual or perceived conflict between their personal interests and their responsibilities to the district. Violations of these standards may result in disciplinary action, up to and including termination of employment. Policies GBCA GBCB

Tobacco and Vaping Use

The Lebanon R-3 School District is smoke-free in/on all District property. All persons are expected to refrain from the use of tobacco in any form while in and/or on school property. This includes all school and non-school events held on school property. Policy AH 

Communicable Diseases

The Lebanon R-III School District is committed to providing a safe, healthy, and secure work environment for all employees. The district will take reasonable steps to identify and address workplace conditions that may affect the health or safety of staff and encourage employees to promptly report unsafe conditions, hazards, injuries, or safety concerns to their supervisor. The district provides reasonable accommodations to qualified employees with disabilities in accordance with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act, as well as accommodations for known limitations related to pregnancy, childbirth, or related medical conditions as required by the Pregnant Workers Fairness Act (PWFA). Medical information obtained by the district will be collected, maintained, and kept confidential in accordance with applicable law. To promote a safe workplace and reduce the spread of communicable diseases, employees receive annual training on universal precautions, bloodborne pathogens, and district communicable disease procedures. Policy GBE

Reporting Suspected Child Abuse

All Lebanon R-III employees are mandated reporters under Missouri law and are required to immediately report any known or reasonably suspected child abuse or neglect directly to the Missouri Children's Division. This responsibility is individual and cannot be delegated, delayed, or prevented by a supervisor. After making a report, employees must notify their principal or supervisor that a report has been filed. Employees are expected to cooperate with investigations, maintain the confidentiality of all related information, and participate in annual mandated reporter training. Employees who make reports in good faith are protected by law from retaliation, while failure to fulfill mandated reporting responsibilities may result in disciplinary action and potential criminal penalties. Policy JHG

Confidentality of Student Records

Employees are responsible for protecting the confidentiality of student records and personally identifiable student information in accordance with the Family Educational Rights and Privacy Act (FERPA) and applicable state law. Student records may only be accessed, used, or disclosed by employees with a legitimate educational interest or as otherwise authorized by law. Employees are expected to safeguard student information in all forms, including paper, electronic, verbal, photographic, and health records, and to complete annual training on student record confidentiality. Unauthorized access, disclosure, or misuse of student records may result in disciplinary action and other consequences as provided by law. Policy JO-1

Dress Code

It is the responsibility of all employees to project a professional and positive image. Every employee is expected to present a neat, well groomed appearance during working hours. Apparel which distracts from the learning or working environment or is offensive is prohibited. Appropriate clothing attire and footwear should be based on your role in the district. When in doubt, please direct questions to your administrator or supervisor. Tattoos are welcome; however, we ask that any tattoos featuring offensive or inappropriate content be covered.

Association and Political Activities

Employees are encouraged to participate in the political process as private citizens; however, district funds, resources, equipment, facilities, or work time may not be used to advocate for or against any ballot measure or candidate for public office. When engaging in political activities, employees must make it clear they are expressing their personal views and not representing the Lebanon R-III School District. The district may provide factual, objective information regarding issues that directly affect the district but will not use public resources to support or oppose political campaigns or ballot issues. Policy DCB

Fingerprints/Criminal Background Checks

The District may obtain the criminal background check for each applicant for employment who, in the opinion of the District, is a serious candidate and may be offered a position. The District will obtain criminal background check information that relates to all persons employed by the District. Fingerprinting required by law. The District also participates in the National Rap Back program. Policy GBEBC

Visitors in the Workplace

All visitors are expected to enter any District facility through the main entrance and sign in or report to the building’s main office. Authorized visitors will receive direction or be escorted to their destination. Employees who observe an unauthorized individual on the District premises should immediately direct him or her to the building office or contact the administrator in charge. Regular visits by family and friends during working hours are not appropriate. 

Staff Use of Communication Devices

The Lebanon R-III School District encourages the appropriate use of communication devices to support district operations while ensuring that employee use does not interfere with job responsibilities or student supervision. Employees are expected to use personal and district-issued communication devices responsibly, professionally, and in compliance with district policies. Communication devices should not be used when supervising students unless the use is directly related to instruction, necessary for job duties, authorized by a supervisor, or required during an emergency. Employees are prohibited from using communication devices while driving district vehicles, transporting students, or supervising students entering or exiting vehicles except as permitted for emergencies or other lawful safety-related purposes. District-issued communication devices remain district property, may be monitored or searched at any time, and must be protected from loss or damage. Employees are responsible for safeguarding communication devices, maintaining the security of their accounts, and limiting personal use of district-issued devices so that it does not interfere with district operations or result in additional costs to the district. Violations of this policy may result in disciplinary action, up to and including termination of employment. Policy GBCC

Wellness

The Lebanon R-III School District is committed to promoting a healthy school environment that supports student learning and employee well-being. Employees play an important role in modeling healthy behaviors, supporting district wellness initiatives, and encouraging positive nutrition and physical activity for students. Staff members are encouraged to participate in wellness activities, provide input on the district's wellness program through the Wellness Committee, and support district practices that promote healthy food choices, physical activity, and overall wellness.  Policy ADF

Identification Badges

All employees are expected to visibly display, attached to their person, the approved Lebanon R-3 School District identification badge while on any property owned or leased by the board, during school hours or at any time the employee is acting in the course and scope of his/her employment and remain the property of the Lebanon R-3 School District. Persons who leave employment with the Lebanon R-3 School District are required to turn in any ID badge to their immediate supervisor. Replacement of lost badges shall be made at the expense of the employee, and can be obtained by calling the Technology Department. The Lebanon R-3 School District currently extends the courtesy of free admission to most school athletic events upon presentation of the identification badge. This admission is for the employee and immediate family members only.

• Adam Dameron, CFO/COO
• Robin Gower, Accounts Payable 657-6109 or x1011
• Dana Phillips, Payroll 657-6108 or x1010
• Kalyn Kasten, Benefits 657-6110 or x1012

Purchasing Procedures

Employees are responsible for being good stewards of district resources and ensuring that all purchases comply with district purchasing procedures, approved budgets, and applicable laws. No employee is authorized to make purchases, commit district funds, enter into agreements, or obligate the district to pay for goods or services without prior approval and following established purchasing procedures. Employees should obtain all required approvals before placing an order, making a purchase, or engaging a vendor, regardless of the funding source. Personal purchases may not be charged to the district, purchases may not be divided to avoid approval or bidding requirements, and district purchasing cards may only be used by authorized employees for approved district business. Employees issued purchasing cards are responsible for safeguarding the card, maintaining required receipts and supporting documentation, using the appropriate budget codes, and promptly reporting any lost cards, unauthorized charges, or suspected fraud or misuse of district funds. Questions regarding purchasing procedures, vendors, budgets, or allowable expenditures should be directed to the Business Office before a purchase is made. Failure to follow district purchasing procedures or misuse of district funds may result in disciplinary action, personal financial responsibility for unauthorized purchases, and, when appropriate, referral to law enforcement.  Policy DJF -1

Important: Employees should never assume that a purchase will be reimbursed simply because it benefits the district. All purchases must receive the required approvals before any order is placed or commitment is made to a vendor. 

Deposit Procedures 

Deposits shall be made at least weekly by authorized personnel and may be made more frequently, as needed. (See also Cash in School Buildings.)

Note: Funds deposited into a Lebanon R3 School District bank account become the property of the Lebanon R3 School District, therefore Lebanon R3 School District policies and procedures apply.

Returned Checks Procedure

Any returned checks will be attempted to collect through letters to the individual. Following two attempts to collect, individuals are turned over to the prosecuting attorney’s office. Please note returned checks are presented to the bank electronically; additional fees may be applied for returned checks. Any questions regarding this procedure should contact the Business Office. 

Vendor Payments & Reimbursements

District funds may only be used for authorized district business and for purchases that have been approved and completed in accordance with district purchasing procedures. Employees should not assume that a purchase, reimbursement request, or invoice will be paid simply because it benefits the district. Payment will only be made for purchases that have received the required prior approvals, comply with district policy, are supported by appropriate documentation (such as approved purchase orders, receipts, invoices, or reimbursement forms), and have been verified as received or completed. Employees are responsible for submitting complete and timely documentation for reimbursement or payment requests and should contact the Business Office with any questions regarding purchasing or payment procedures before making a purchase or financial commitment on behalf of the district. Failure to follow district purchasing and payment procedures may result in delayed or denied payment, personal financial responsibility for unauthorized purchases, or disciplinary action. Policy DK

Credit Card Guidelines - please refer to this document Capital One Credit Card Purchasing Guidelines

Travel Reimbursement

Reimbursement for purchases/mileage: Requests of appropriate expenditure reimbursements (other than PD) must be submitted within 120 days. An itemized receipt must be attached to the reimbursement form.  If an itemized receipt is not provided, you will not be reimbursed. 

Mileage: Mileage should be tracked using the mileage reimbursement form, and submitted within 120 days. Mileage Reimbursement Form

Note:  Use of a purchase order or district credit card is preferred over district employee reimbursements. Policy DLCA

Cash In School Buildings

All monies collected within the District’s schools shall be handled in a proper fiscal manner and prudently safeguarded.

Money collected for any purpose will be submitted to the school principal or designee who will provide for its proper deposit. Money should never be left in a desk or classroom or a common access area of an office. When a teacher or other school employee collects money from pupils for any purpose, that employee shall be responsible for that money until the employee turns it over to a person responsible for receiving and depositing money. Startup funds are issued to the athletic/activity department for sporting events and school sponsored events.

It is the responsibility of the employee preparing to complete their student teaching assignment to contact Human Resources in person as early as possible. During the time of their absence, employees will be responsible for the payment of all voluntary insurance coverage (medical, vision, and dental) through COBRA continuation.

Professional staff will be eligible for reimbursement of up to six credit hours per year @ $75.00 per hour for coursework appropriate to the following:

• Pursuit of additional area(s) of certification.
• Coursework which enhances teaching skills.
• A planned Master’s degree in education or in an area of certification.  A copy of the Master’s program must be signed by an advisor and on file at the Central Office.
• Requested by school administration to obtain additional certification.

Professional staff must submit a completed tuition reimbursement form along with a grade report or copy of transcripts to the Human Resources office by the end of each August.  Payment for hours will be made following the November Board meeting.  Hours will not be reimbursed after the attainment of a Master’s Degree unless a teacher is requested by administration to obtain additional certification.

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits under the Missouri Unemployment Compensation Act. Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service (letter of intent). Employees with questions about unemployment benefits should contact the Human Resources Department.

Research has shown that parental involvement is one of the most important factors in a student’s success in school. For many parents, however, that involvement is limited to attendance at parent-teacher conferences. Therefore, it is essential that teachers make the most out of this opportunity. All teachers are expected to attend parent-teacher conferences at the dates and times scheduled by the District. If there is an unavoidable absence, teachers must make arrangements with their administrator to make an alternative time and communicate that with parents.

Applicants for admission or employment, students, parents of elementary and secondary school students, employees, sources of referral and applicants for employment, and all professional organizations that have entered into agreements with the Lebanon R-III School District are hereby notified that our School District does not discriminate on the basis of race, color, national origin, sex, age, or disability in admission or access to, or treatment or employment in, its programs and activities and provides equal access to the Boy Scouts and other designated youth groups.

Any person having inquiries concerning our School District’s compliance with the laws and regulations implementing Title VI of the Civil Rights Act of 1964 (Title VI), Title IX of the Education Amendments of 1972 (Title IX), the Age Discrimination in Employment Act (ADEA), Section 504 of the Rehabilitation Act of the 1973 (Section 504), Titles II and III of the Americans with Disabilities Act of 1990 (ADA) or the Boy Scouts of America Equal Access Act is directed to the Compliance Coordinator below, who has been designated by our School District to coordinate our School District’s efforts to comply with the laws and regulations implementing Title VI, Title IX, the ADEA, Section 504, and the ADA.

Our School District has established grievance procedures for persons unable to resolve problems arising under the statutes above. The Compliance Coordinator for the applicable law, whose name is listed below, will provide information regarding those procedures upon request.

Any person who is unable to resolve a problem or grievance arising under the laws and regulations cited above may contact the U.S. Department of Education, Office for Civil Rights, On Petticoat Lane, 1010 Walnut Street, Suite 320, Kansas City, Missouri 64106; telephone (816)268-0550; facsimile: (816) 268-0599; TTY: (877) 521-2172; Email: OCR.KansasCity@ed.gov.

Questions, or to request for additional information regarding Title VI, IX, ADA, ADEA, Section 504 or the Boy Scouts of America Equal Access Act may be forwarded to the designated Title VI, IX, ADA, ADEA, Section 504 or the Boy Scouts of America Equal Access Act compliance coordinator.

Executive Director of Special Programs
Lebanon R-3 School District
224 W. Commercial St
Lebanon, MO 65536
417-657-6001

This notice may also be requested from the Title VI, IX, ADA, ADEA, Section 504 or the Boy Scouts of America Equal Access Act compliance coordinator in large print, on audiotape or in Braille.

Compliance Coordinator for Laws Listed in this Notice:
Executive Director of Special Programs
Lebanon R-3 School District
224 W. Commercial St
Lebanon, MO 65536
(417) 657-6001

I hereby acknowledge receipt of the Lebanon R-3 Employee Handbook. I agree that I have read the handbook and referenced policies and will abide by the standards, policies and procedures defined or referenced in this document.

The information in this handbook is subject to change. I understand that changes in the district policies, regulations, rules, and/or procedures, may supersede, modify, or eliminate the information summarized in this handbook. I understand that I am responsible for maintaining an updated knowledge of District policies, regulations, rules and procedures and that I will abide by them.

I understand that no modifications to contractual relationships or alterations of at-will employment relationships are intended by this handbook.

I understand that I have an obligation to inform my supervisor of any changes in personal information, such as phone number, address, and etc. I also accept responsibility for contacting my supervisor if I have questions, concerns, or need further explanation.

I hereby acknowledge being advised and trained on the following policies for the current school year.

• Viewed FERPA: Confidentiality of Records video training.
• Viewed MUSIC Bullying: Recognition & Response video training.
• Viewed MUSIC Seizure Training for School Personnel video training.
• Viewed MUSIC Sexual Misconduct: Staff to Student video training.
• Viewed Sexual Harassment: Staff-to-Staff
• Viewed MUSIC Youth Suicide: Awareness and Prevention video training.
• Viewed Title IX Compliance Overview
• Student Discipline, Discipline of Students with Disabilities (JG, JGE)
• Seclusion and Restraint (JGGA)
• Confidentiality regarding Student Records (JO-1)
• Staff Student Relations/Reporting and Investigating Child Abuse and Neglect (GBH, JHG)
• Staff Health and Safety/Communicable Diseases (GBE, EBB)
• Student Allergy Prevention and Response (JHCF)
• Emergency Drills - Including Active Shooter/Intruder Response training (EBC, EBBA-AP(1))
• Discrimination and Harassment/Grievance Procedure (AC, ACC)
• Victims’ Economic Safety and Security Act (VESSA) Leave (GCBDA, GDBDA)
• Active Shooter Training

Level 1:

• Elementary Buildings (not principal's),  LMS Building (not principal's), LMS Counselors'
• LHS Building (not principal's), Receptionists, HS Counselors, LTCC Building (not directors')
• Transportation Department Admin Asst

Level 2:

• Elem Principal's, LMS Principal's, HEC's Director's, Activity Director's, EC Director's

Level 3

• LHS Principal's, Registrar, LTCC

Custodial 

• Column CB - Custodians, Summer temp
• Column CC - Head Custodians Elementary (must supervise full-time employees)
• Column CD - Head Custodians LMS and LHS (must supervise full-time employees)

Maintenance 

• Column MA - General Maintenance, Groundskeeper, Temp Summer Maintenance 
• Column MB - Skilled Maintenance (Electrician, Plumber, Carpenter, HVAC)
• Column MC - Assistant Director of Maintenance 

If a person reaches the end of Column 1, they will move to Column 2, Step 17. 

The District will allow any new driver to bring in years of bus driving and/or related experience upon being hired with approval of Human Resources Coordinator and Transportation Director and will be placed accordingly.  

• Column A - Driver in Training: Step 1 - no permit, Step 2 - permit 
• Column B - District Courier, Misc Shop 
• Column C - Driver Trainer 
• Column D - Bus Mechanic, Lead Mechanic, Shop Supervisor 
• Column E - Bus Trips, Standby Rate