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Special Education

Special Education in Amarillo ISD

The Amarillo ISD special education department works with students with disabilities and parents to ensure needs are met in the classroom and the students are prepared for life beyond high school.

 

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Special Education Information Center

We provide information and resources that can help you understand your child's disability, your rights, and responsibilities under the Individuals with Disabilities Education Act (IDEA), and facilitate collaboration that supports the development and delivery of services to children with disabilities in our state.

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Legal

  • Introduction

    On July 26, 1990, President George Bush signed into law "The Americans with Disabilities Act of 1990" (ADA). This law gives civil rights protection to individuals with disabilities, similar to that provided to individuals on the basis of race, sex, national origin and religion. The ADA guarantees equal opportunity for individuals with disabilities in the areas of employment, state and local government services, public transportation, privately operated transportation available to the public, places of public accommodation and telephone services offered to the general public. Many regard the ADA as the most sweeping piece of civil rights legislation since the Civil Rights Act of 1964; others believe that because of the widespread physical barriers the ADA will cause to be removed, it is the most far-reaching civil rights law ever enacted.

    To understand the basis for the enactment of the ADA in 1990, one must look at certain historical events of the 1970s and the 1980s in the disability rights struggle. First and foremost has been the ability and desire of diverse disabled individuals at all levels to work together, formally and informally, towards the common goals of full participation in American society for all people with disabilities. This strong desire for full participation--and the righteousness of this high ideal--is undeniable, and is the very fabric of the freedom and opportunity available to all citizens of the United States.

    This desire for full participation in American society led to the passage of the Rehabilitation Act of 1973 and the Education For All Handicapped Children Act of 1974 (renamed the Individuals with Disabilities Education Act). The former law, among other initiatives, prohibited discrimination on the basis of disability in local programs and activities benefitting from federal financial assistance; its enforcement has resulted in improved program accessibility for disabled persons to health care, social services, recreation, housing, transportation, etc. Perhaps most importantly, the 1973 Rehabilitation Act began to open educational opportunities to disabled persons at all levels. The Individuals with Disabilities Education Act went further, requiring the mainstreaming of disabled students into regular classrooms if appropriate, and the establishment of individualized educational programs for students with disabilities.

    Despite these important full participation initiatives in the 1970s, an important poll of people with disabilities conducted in 1985 by the highly regarded Louis Harris Company proved that the common thread of disability in America is unemployment. The Harris Poll established that two-thirds (67%) of all Americans with disabilities between the ages of 16 and 24 are unemployed. Further, only one in four (25%) are employed full-time. In many ways, the Harris Poll results confirmed what many Americans already knew from the 1980 census: non-disabled men participated in the labor force at a rate of 88%, while only 42% of disabled men were in the labor force; non-disabled women participated in the labor force at a rate of 64%, while only 24% of disabled women were in the labor force. Several other studies conducted during the 1980s indicate a steady growth from year to year in the numbers of disabled persons ready for employment and entering the labor force.

    The basis for the Americans With Disabilities Act of 1990 is that during the past two decades, educational and vocational training opportunities for individuals with disabilities have greatly improved, while employment opportunities in the private sector and access to places of public accommodation including public and privately-operated transportation services, have not improved. Enforcement of the ADA in the years ahead should enable disabled individuals to realize the heretofore elusive goal of full participation in American society.

     

    Key Employment Provisions

    Beginning July 26, 1992, employers with 25 or more employees are prohibited from discriminating against qualified individuals with a disability in all of the following areas:

    * job application procedures;
    * hiring, advancement or discharge of employees;
    * employee compensation;
    * job training;
    * other terms, conditions and privileges of employment.

    Beginning July 26, 1994, the prohibition of discrimination in employment against qualified individuals with disabilities is expanded to cover employers with 15 or more employees.

    In addition to employers, the prohibition of discrimination in employment covers employment agencies, labor organizations and joint labor-management committees. Types or forms of prohibited discrimination in employment include:

    * segregating or classifying an applicant or employee in a way that adversely affects employment opportunities because of the individual's disability;
    * participating in a contractual arrangement that has the effect of discrimination against the applicant or employee;
    * using methods of administration that have the effect of discrimination, or which perpetuate the discrimination of others;
    * discrimination based on a qualified individual's relationship or association with another individual with a known disability;
    * using tests or other selection criteria which tend to screen out an individual or a class of individuals with disabilities;
    * failure to select and administer tests which accurately reflect the skills and aptitude of an applicant;
    * denying employment solely on the basis of the need to make "reasonable accommodation" to the disability of a qualified applicant;
    * not making "reasonable accommodation" to the disability of the qualified employee, unless such accommodation would impose an "undue hardship" on the employer.

    Making "reasonable accommodation" to the disability of a qualified applicant or employee is generally regarded as a key to the successful employment of persons with severe disabling conditions. The ADA defines "reasonable accommodation" as efforts which may include:

    * making existing facilities used by employees accessible to disabled individuals;
    * job restructuring;
    * part-time or modified work hours;
    * reassignment to a vacant position;
    * acquisition or modification of equipment or devices;
    * appropriate adjustment or modifications of examinations, training materials or policies;
    * the provision of qualified readers or interpreters;
    * other similar accommodations for individuals with disabilities.

    "Undue hardship" means an action requiring significant difficulty or expense, and the ADA includes a number of factors for consideration in determining if a "reasonable accommodation" actually constitutes an "undue hardship" on the employer, such as the nature and cost of the accommodation, the financial resources of the employer, the impact of such accommodations on the financial resources of the employer, or other factors.

    The practice of providing "reasonable accommodation" to the disability of a qualified applicant or employe is not new in the ADA. Since the 1970s, "reasonable accommodation" has been required in regulations of the Equal Employment Opportunity Commission, the Office of Federal Contract Compliance Programs, and the Department of Justice to implement rules for non-discrimination in employment from sections 501, 503 and 504, respectively, of the Rehabilitation Act of 1973.

    Data from several studies conducted by federal government agencies indicate, first, that only 22% of employees with disabilities need "accommodations" at the worksite at all. A second study detailed the average costs of "accommodations" as follows:

    * No cost to employee 31%
    * Between $1 and $50 19%
    * Between $50 and $500 19%
    * Between $500 and $1000 19%
    * Between $1000 and $5000 11%
    * More than $5000 1%

    Less than one quarter of employees with disabilities need "accommodations," and nearly 70% of such "accommodations" cost less than $500 per disabled employee. Additionally, if the "accommodation" involves removing barriers to a disabled employee or applicant at an existing place of business, the employer may be eligible for a tax credit of up to $5,000 per taxable year for such barrier removal (see pages 11-12 for more details).

    Another form of discrimination in employment which the ADA prohibits is pre-employment medical inquiries. Pre-employment medical examinations and disability inquiries are prohibited. However, an employer may require a medical examination after an offer of employment has been made if all entering employees are subject to such examination regardless of disability; and employers may require employees to undergo medical exams or make inquiries as to the disability of employees if such examination or inquiry is shown to be job-related. Voluntary medical examinations and medical histories, conducted as part of an employee health program, are acceptable under the ADA.

    The ADA specifically states that a qualified individual with a disability shall not include any employee or applicant who is currently engaging in the illegal use of drugs. Protection is provided, however, to those who have successfully completed a drug rehabilitation program, or who are currently enrolled in such programs. Employers may utilize drug testing to ensure that individuals who have completed or are enrolled in rehabilitation programs remain drug free. The ADA provides additional authority to employers to prohibit the use of drugs and alcohol at the workplace, to hold employees abusing drugs or alcohol to the same job performance criteria as other employees, and to require employees to comply with other federal regulations for certain industries concerning drug and alcohol abuse.

    The Equal Employment Opportunity Commission has issued regulations implementing the act's employment provisions. Finally, the ADA requires coordination among federal agencies involved in implementing employment discrimination statutes, to avoid duplication of efforts and to encourage consistent standards in their enforcement.

     

    Major Provisions Concerning Public Services Including Public Transportation

    Taken together, Title II of the ADA, which prohibits discrimination in public services including public transportation, and Title III, which prohibits discrimination in public accommodations operated by private entities, provide protection from discrimination to individuals with disabilities in the same full range of facilities available to the public at large. With few exceptions, enforcement of the ADA will make almost every community facility and service now available to the able-bodied public equally available to individuals with disabilities.

    Concerning public services, which include state or local governments, any instrumentality of such government, and Amtrak, such public service providers are prohibited from discriminating against individuals with disabilities. The effective date of this section is January 26, 1992. The Department of Justice has issued regulations to implement the public service provisions regarding prohibition of discrimination, and these rules adopt the minimum design standards required in the ADA and developed by the federal Access Board. While many public entities have improved accessibility to individuals with disabilities in recent years because they are federal fund recipients and required to to so by Section 504 of the Rehabilitation Act, this important section of the ADA broadens the coverage of public services to include any state or local government, or instrumentality thereof, whether or not they receive federal financial assistance.

     

    Public Transportation

    Effective August 26, 1990, any public entity which operates a fixed route system must purchase buses which are accessible to individuals with disabilities, including wheelchair users. This requirement also applies to the purchase or lease of used vehicles. They, too, must be accessible to individuals with disabilities. It is also a discriminatory practice to remanufacture existing fixed route vehicles without accessibility, if the remanufactured vehicle has its usable life extended for five years or more. This provision also became effective on August 26, 1990. The ADA does provide an exception from fixed route vehicle accessibility for vehicles of an historic character.

    Requirements for public transportation entities go beyond the purchase of accessible fixed route vehicles. It shall also be a discriminatory practice of public entities which operate fixed route services to fail to provide complimentary paratransit or other special transportation services in their geographic area. The requirement for paratransit service in the ADA also called for the development of a plan for this paratransit system, including implementation, by each public entity providing public transportation by July 26, 1993. The development of the plan also had public participation, including public hearings, involving groups and individuals with disabilities.

    All new facilities constructed by a public entity providing public transportation must be built in an accessible fashion. Alterations to existing facilities operated by the public entity must also be rendered accessible. For rapid rail and light rail systems, "key" stations must be made accessible by July 26, 1993 or within 30 years of the effective date of the ADA if the alterations involve extraordinarily expensive structural changes. If, under these circumstances, a 30-year compliance period is allowed by the Secretary of Transportation, two-thirds of the "key" stations must be accessible within 20 years. "Key" stations in rapid and light rail systems are those defined by criteria established through regulation by the Secretary of Transportation. By July 26, 1995, for light rail and rapid rail systems, at least one car per train must be accessible to individuals with disabilities, including wheelchair users. Trains of an historic character may be exempted from this provision. This same "one car per train" rule applies to trains operated by public entities providing commuter rail service and Amtrak, with the same effective date of July 26, 1995.

    All new rail passenger car purchases by Amtrak must be accessible to individuals with disabilities including, for single-level passenger coaches, the ability to park and remain in one's wheelchair and the ability to use wheelchair-accessible public restrooms on the train. Single-level dining cars and bi-level dining cars are exempted from this requirement. Within five years, on each Amtrak passenger train, there must be an area to park, secure and remain in a wheelchair as well as an area to store and fold a wheelchair, after transfer to a seat. The number of such securement/storage areas must be equal to one-half the number of coaches on the train; and within 10 years, they must be available on passenger coaches equal to the number of coaches on the train itself. Accessibility requirements are also included in the ADA concerning Amtrak for single-level dining cars. For commuter rail systems, effective August 26, 1990, all new rail passenger cars purchased must be accessible. The ADA also deems it discrimination if used railcars are purchased and not accessible, and if remanufactured railcars with a useful life of 10 or more years are purchased and not accessible. For commuter rail stations, any new station constructed must be accessible and alterations of existing stations must be made accessible to the maximum extend feasible. "Key" stations in commuter rail systems, including high ridership, transfer and feeder stations, must also be rendered accessible. For Amtrak stations, all must be made accessible within a 20-year period; for commuter rail systems, "key" stations must be made accessible within a three-year period but this deadline can be extended to 20 years by the Secretary of Transportation. Commuter rail authorities submitted plans to the Secretary of Transportation designating "key" stations in their systems, and the plans involved consultation with individual organizations.

  • Family Law
    A crash course in family law for school personnel

    By Sally Holt Emerson and Christopher K Wrampelmeier
    Underwood, Wilson, Berry, Stein & Johnson, P.C.
    Amarillo, Texas
     



    SCHOOL LAW SECTION OF THE STATE BAR OF TEXAS

    I. INTRODUCTION

    As the relationships of children with their parents and with others are increasingly affected by court orders, school administrators and teachers need to understand the impact of these orders on their responsibilities. Family law practitioners often see schools caught in the middle of controversies without having any forewarning or knowledge that there are potential problems. This article will lay out a brief sketch of parental rights and duties, and it will discuss how schools can be proactive in keeping disruptions to the child at a minimum.

     

    II. RIGHTS AND DUTIES OF PARENTS

    The Texas Family Code specifies the rights and duties every parent has, subject to a court order affecting those rights and duties. Among those rights and duties of a parent are the following that affect schools:

    • the duty of care, control, protection, and reasonable discipline of the child;
    • the duty to support the child, including providing the child with clothing, food, shelter, medical and dental care, and education;
    • the right to consent to the child's medical and dental care and psychiatric, psychological, and surgical treatment;
    • the right to make decisions concerning the child's education; and
    • any other right or duty existing between a parent and child by virtue of law.1

                            (See end note #1.)

    Besides being affected by a court order, these rights and duties may also be affected by an affidavit by a parent designating another person or agency to act as managing conservator of the child.  (See end note #2.)  Curiously, the Texas Family Code does not state how such an affidavit affects these rights and duties.

    It is important to note that these rights belong to a parent and not to a stepparent or other relative of the child in the absence of a court order or an affidavit from the parent designating the stepparent or other relative of the child to act as managing conservator.

    A "child" is defined as a person under 18 years of age who is not and has not been married or who has not had the disabilities of minority removed for general purposes.(See end note #3.)

    Once a student under 18 years of age marries, the parents' rights and duties are extinguished. The Texas Family Code permits a child who is 17 years of age (or at least 16 years of age with some conditions) to ask a court to remove his or her disabilities of minority. (See end note #4.)   The removal of those disabilities for general purposes gives the child the capacity of an adult, subject to specific constitutional and statutory age requirements.  (See end note #5.)

     

    III. DIVISION OF PARENTAL RIGHTS BY COURT ORDER

    The rights and duties of the parents of a child are altered as a result of a divorce, a paternity suit, or similar court order affecting the parent-child relationship. Typically, the court appoints both parents as conservators of the child. A parent can be appointed as sole managing conservator, possessory conservator, or joint conservator.

    A. Rights of a Parent Conservator at All Times

    In most cases, each parent conservator will have certain rights and duties at all times. Of these rights and duties, the ones most relevant to schools are the following:

    • the right to receive information from the other parent concerning the health, education, and welfare of the child;
    • the duty to inform the other parent in a timely manner of significant information concerning the health, education, and welfare of the child;
    • the right to confer with the other parent to the extent possible before making a decision concerning the health, education, and welfare of the child;
    • the right of access to medical, dental, psychological, and educational records of the child;
    • the right to consult with school officials concerning the child's welfare and educational status, including school activities;the right to attend school activities;
    • the right to be designated on the child's records as a person to be notified in case of an emergency; and
    • the right to consent to medical, dental, and surgical treatment during an emergency involving an immediate danger to the health and safety of the child.

              (See end note #6.)

    Note that while each parent conservator has a duty to keep the other informed about the child's health, education, and welfare, the Texas Family Code recognizes that parents may not be good about carrying out that duty. Each parent conservator with these typical rights therefore has the right to confer with the child's school to get information firsthand from the school. One frequent source of frustration for non-custodial parents is not receiving information from the schools because that information is sent home with the child and the primary conservator of the child does not share that information. One way for schools to increase the involvement of both parents and to help ease conflict between them (which inevitably hurts the child) is to mail a duplicate copy of all information to non-custodial parents. Of course, the teacher will need to examine the records of each child to learn which has parents that are separated or divorced and to ensure that the non-custodial parent is entitled to the information.

     

    B. Rights and Duties of a Parent During a Period of Possession of Child

    In most cases, each parent conservator will have additional rights and duties while that parent has possession of the child, i.e., when the child is with that parent. These rights include:

    • the duty of care, control, protection, and reasonable discipline of the child;
    • the duty to support the child, including providing the child with clothing, food, shelter, and medical and dental care not involving an invasive procedure;
    • the right to consent for the child to medical and dental care not involving an invasive procedure; and
    • the right to consent for the child to medical, dental, and surgical treatment during an emergency involving immediate danger to the health and safety of the child.

              (See end note #7.)

     

    C. Possessory Conservatorship

    A parent possessory conservator usually only has those rights that a parent has at all times and those rights of a conservator during his or her periods of possession of the child. Although these rights are outlined above in this section, this paper has not listed all of them, only those that would be relevant to a school. That same criterion is used throughout this paper.

     

    D. Sole Managing Conservatorship

    The court must appoint one person to be the sole managing conservator or two or more people to be joint managing conservators of the child. A sole managing conservator has several more exclusive rights, i.e., the possessory conservator or possessory conservators of the child do not have these rights. Three of these rights particularly affect the school's relationship with the parents and the child:

    • the right to establish the primary residence of the child;
    • the right to consent to medical, dental, and surgical treatment involving invasive procedures and to consent to psychiatric and psychological treatment of the child; and
    • the right to make decisions concerning the child's education.

              (See end note #8.)

    While a sole managing conservator has a lot of power, the possessory conservator still may be involved in the decisions affecting the child. A sole managing conservator has the exclusive right to change the child's residence. He or she is the only parent permitted to consent to invasive, non-emergency surgery or to psychiatric and psychological care. Most importantly, he or she is the only parent allowed to make decisions concerning the child's education. Note, however, that a possessory conservator has the right to know about these residential, medical, and educational decisions and about the factors requiring these decisions to be made. The sole managing conservator is supposed to be keeping the Possessory conservator informed about all of these matters. With particular regard to educational decisions, the possessory conservator may consult with school officials about what decision is best for the child and about the decisions made by the sole managing conservator. In the end, however, only the sole managing conservator gets to make educational decisions.

     

    E. Joint Managing Conservatorship

    In a joint managing conservatorship, the joint managing conservators share the rights of a sole managing conservator. The court does not have to -- and in fact very rarely does--divide these rights evenly between the two joint managing conservators. It is imperative that school officials consult the relevant court orders affecting each child to determine what rights each joint managing conservator has. The court may give one joint managing conservator one or more rights of a sole managing conservator to the exclusion of the other. For example, as of September 1, 1999 all court orders must designate only one joint managing conservator as having the right to determine the primary physical residence of the child.

    The court may alternatively give both joint managing conservators the same right, such as the right to make decisions concerning the child's education. If it does so, it must either state that a joint managing conservator may exercise that right subject to the other's approval or the joint managing conservator may exercise that right independently of the other. Whichever of these two routes the court takes, if the joint managing conservators do not cooperate, trouble will arise. By making the exercise of a right subject to the other's consent, the court gives each joint managing conservator a veto over any proposed decision by the other. By allowing each joint managing conservator to make the decision independently of the other, the court creates a situation in which third parties and the child may be caught in middle.

    Take the example of a child wanting to play football for which parental permission is needed. If the child's parents are joint managing conservators who share the right to make decisions concerning the child's education subject to the other joint managing conservator's approval, one could give approval and the other could either refuse permission or do nothing. If permission is refused, then the school should not permit the child to play football. If the other parent simply refuses to respond, the school should either not permit the child to play football or should try to contact the other parent by telephone or in person to get an answer.

    What if the court orders give each joint managing conservator the independent right to make decisions concerning the child's education? Using the same example, one joint managing conservator could give permission for the child to play football. The other joint managing conservator could expressly forbid it. Under most court orders of this nature, one joint managing conservator's independent decision is not entitled to any more weight than the other's independent decision. Unless or until one or both joint managing conservators seek clarification from the court, the issue is unresolved.

     

    F. Nonparent Conservators

    Nonparents, including grandparents, aunts, uncles, and stepparents, can and frequently are appointed as conservators for the children. As with parents, they can be appointed sole managing conservators, possessory conservators, and joint managing conservators. Their rights are similar to those of parent sole managing conservators, possessory conservators, and joint managing conservators.  (See end note #9.)  A nonparent conservator has the right of access to medical, dental, psychological, and educational records of the child.  (See end note #10.)

     

    IV. POSSESSION ORDERS

    While orders about conservatorships state which decisions each conservator can make for the child and what rights and duties each conservator has, possession orders inform each party when that party is entitled to have the child with him or her. A myth about possession orders in joint managing conservatorships is that joint managing conservators have equal or nearly equal possession of the child. A court is not required to make such an order.  (See end note #11.) Indeed, courts rarely give conservators equal possession of children, although parties sometimes agree to equal or nearly equal divisions of time.

    In most cases involving children over three years of age, the court will give the possessory conservator or the joint managing conservator who does not have the exclusive right to establish the primary residence of the child possession (i.e., visitation) in accordance with the Standard Possession Order. In a nutshell and absent any agreement to the contrary by the parties, the Standard Possession Order gives this non-custodial parent possession of the child on the first, third, and fifth weekends of each month; on Wednesday evenings during the school year; in alternate years Thanksgiving vacation; in alternative years either the first or the second half of Christmas break; in alternative years spring break; Mother or Father's Day weekends; and thirty days in the summer. Any possession order poses the problem to a teacher and the school that the parent who picks the child up in the afternoon may not be the one who returns the child the next school day and vice versa. Consequently, messages, materials, and possibly homework sent home with the child may not be acted on as required because of poor or no communication and/or cooperation between conservators. By talking with each conservator, a teacher may be able to promote necessary cooperation for the child's sake to which the conservators would not agree if left to themselves.

    Parties with rights to possession of a child almost always are entitled to agree to whatever periods of possession they want. They are encouraged by the courts to be flexible. The detailed provisions of possession orders, including the Standard Possession Order, are relevant only if the parties cannot reach an agreement about possession on a particular day. In that event, each party knows its rights.

    Schools need to know what the court orders say because schools are a place at which one parent (or a nonparent) can try to violate a possession order by picking up a child outside of his or her possession periods. Absent notice from the party with the right to possession of the child on the particular day, no one not designated by that party should be picking up the child. Of particular importance are provisions requiring a parent to have only supervised visitation of the child due to evidence of abuse or neglect or the threat of abuse or neglect. These provisions can occur in temporary orders, a decree or other type of final order, or in a family protective order. For the sake of the children, schools need to know about these restrictions and take reasonable action to enforce them.

    Schools and school personnel also need to be aware that there is a civil cause of action for interference with possessory interest in a child. A person who takes or retains possession of a child or who conceals the whereabouts of a child in violation of a possessory right of another person may be liable for damages to that person. A possessory right is violated by the taking, retention, or concealment of a child at a time when another person is entitled to possession of or access to the child. (See end note #12.)  A person who aids or assists in conduct that interferes with a person's possessory interest in a child.  (See end note #13.)

    A person who was not a party to the suit in which the possession order was rendered is not liable unless the person at the time of the violation had actual notice of the existence and contents of the order or had reasonable cause to believe the child was the subject of an order and that the person's actions were likely to violate the order. (See end note #14.)  An employee of the school in which the child is enrolled might have difficulty showing that he or she did not have reasonable cause to believe the child was the subject of an order and that his or her actions were likely to violate the order. To avoid the threat of a suit by an angry parent and to cut short any confrontations, school personnel need to know what the orders say or at least have ready access to these orders to consult them and speedily resolve any questions.

     

    V. TYPES OF FAMILY LAW SUITS AND ORDERS

    A. Divorce Suits

    The classic and most numerous types of orders arise in the context of a divorce. There are generally three types of orders in a divorce suit: a temporary restraining order, a temporary order, and a final decree of divorce. The temporary restraining order or TRO can be issued without a hearing when one party files for divorce. No evidence of misconduct or the likelihood of misconduct by the other party is necessary to obtain a TRO; the law provides this remedy automatically in divorce suits. A TRO is binding only on the party BEING served with it. It serves to preserve the status quo until a temporary hearing can be heard. For these reasons, a TRO is effective for a maximum of 14 days. Before its expiration the court will hold a temporary hearing, a mini-trial, at which both parties have the opportunity to give evidence and seek relief from the court. A TRO cannot give the party serving it (generally the petitioner in the suit) the right to custody of a child or the exclusive right to use or occupy any property, including the marital residence.

    After the temporary hearing, the court will issue temporary orders. Unless modified, these temporary orders will govern the parties' relationship with each other and with any children of the marriage. If there are children of the marriage, these orders will set forth the temporary conservatorships for the child, including whether any nonparent have rights to the child. A temporary possession order will also be included, which may include any restriction on a party's possession of or access to a child, such as possession only if supervised by the other parent or by a grandparent. Because of the volatile nature of divorce suits, schools must have copies of temporary orders as soon as they are available, and the people in the schools who have control over children affected by temporary orders need to be aware of the contents of those orders.

    Insofar as it affects the child, the structure of the final decree of divorce is similar to that of the temporary orders. The conservatorship and possession orders are now final, at least until a new suit is filed to modify those provisions.

     

    B. Paternity Suit

    A suit for paternity of a child is similar to that of a divorce suit, although normally a TRO will not be issued. Temporary orders are available. Paternity suits are not restricted to babies. For a child without a presumed father, a paternity suit may be brought any time before the second anniversary of the date the child becomes an adult.

     

    C. Modification Suits

    A suit to modify a final order, whether it is a final decree of divorce, a paternity order, or another order affecting the parent-child relationship, is also similar to a divorce suit. As with paternity suits, TRO are generally not issued in modification suits, although temporary orders are common.

     

    D. Protective Orders

    If there has been family violence, a court may issue a temporary ex parte protective order or a protective order, or both, to protect a child or adult. These orders can prohibit a parent from communicating with the child and from coming within a specified distance of the child's school.  (See end note #15.)  A protective order can prohibit the offender from removing the child from the possession of the other parent or it can include a possession order for the parents.  (See end note #16.)

    A temporary ex parte protective order is granted after an informal hearing at which the alleged offender is not present. It is valid for a maximum of 20 days, although it may be extended for additional 20-day periods.  (See end note #17.)  A court will normally set a hearing on the protective order before the expiration of the 20-day period.

    A protective order may last for a maximum of two years. If no expiration date is stated in the protective order, it expires on the second anniversary of the date the order was issued. (See end note #18.)

    Schools must know if a student is affected by a protective order and must know the duration of that order. If a protective order or temporary ex parte protective order prohibits a person from having contact or having unsupervised contact with a child, the school must act to prevent a violation of the order. No one but the court can waive the restrictions in a protective order or temporary ex parte protective order, not even a parent who is protected by that order. Under penalty of contempt of court, no person, including a person protected by the protective order, may give permission to anyone to ignore or violate any provision of the order during the time the order is in effect. (See end note #19.)  If both parents attempt to pick up the child and one is prohibited from having contact with the child, either the school must refuse to release the child while the offending parent is present or the police must be notified.

     

    VI. MISCELLANEOUS MATTERS

    A. Consent to Treatment of a Child by a Non-Parent or Child

    If the person or persons who have the right to consent to medical, dental, psychological, and surgical treatment of a child cannot be contacted and that person has not given actual notice to the contrary, among the persons may give consent are:

    • a grandparent of the child;an adult brother or sister of the child;
    • an adult aunt or uncle of the child; and
    • an educational institution in which the child is enrolled that has received written authorization to consent from a person having the right to consent.

              (See End note #20)

    Obviously, a school needs to know if there is a court order affecting the child and if so, which person or persons under that court have the right to consent to medical, dental, psychological, and surgical treatment of the child.

     

    B. Report of Abuse or Neglect

    A person having cause to believe that a child's physical or mental health or welfare has been adversely affected by abuse or neglect by any person must immediately make a report. (See end note #21.)

    A professional is held to a much higher standard. A "professional" is an individual who is licensed or certified by the state or who is an employee of facility licensed, certified, or operated by the state and who, in the normal course of official duties or duties for which a license or certification is required, has direct contact with children. By statute, the term includes teachers.

    A professional who has cause to believe a child has been abused or neglected or may be abused or neglected or that the child is a victim of an offense under the Indecency With a Child statute must make a report not later than the 48th hour after the hour the professional first suspects that the child has been or may be abused or neglected or is a victim of an offense under the Indecency With a Child statute. (See end note #22.)

    A report must be made to any local or state law enforcement agency; the Texas Department of Protective and Regulatory Services if the alleged or suspected abuse involves a person responsible for the care, custody, or welfare of the child; or the state agency that operates, licenses, certifies, or registers the facility in which the alleged abuse or neglect occurred. (See end note #23.)

    The report should reflect the reporter's belief that a child has been or may be abused or neglected or has dies of abuse or neglect and if known, shall identify the name and address of the child, the name and address of the person responsible for the care, custody, or welfare of the child, and any other pertinent information concerning the alleged or suspected abuse or neglect. (See end note #24.)

    The law gives people an incentive to report abuse or neglect of a child if there is any doubt. A person who has cause to believe that a child's physical or mental health or welfare has been or may be adversely affected by abuse or neglect and knowingly fails to report commits a Class B misdemeanor.  (See end note #25)  

    A person acting in good faith who reports or assists in the investigation of a report of alleged child abuse or neglect or who testifies or otherwise participates in a judicial proceeding arising from a report, petition, or investigation of alleged child abuse or neglect is immune from civil or criminal liability that might otherwise be incurred or imposed.  (See end note #26.) 

    Unless waived in writing by the person making the report, the identity of the person making the report is confidential.  (See end note #27.)

     

    VII. CONCLUSION

    Who should have the burden to see that the school has a copy of any court orders relevant to the child? As family law practitioners, we try to impress upon our clients the importance of providing the schools with the current court orders. However, the schools should also share the responsibility to have a copy of the order in the child's records, since there are many consequences harmful to the child when the school is caught in the middle of parents' or other parties' disputes. It could be a requirement for registration of the child into school to require a copy of the relevant court order, similar to immunization records. If the child's school and teachers are fully informed of the situation and have an understanding of what the court has ordered for the particular child, it will help create a more secure and stable environment for the child.

     


     

    END NOTES

    To see the statutes listed below, visit the Texas Constitution and Statutes website (Opens in a new window) and then use the site's menus to find the statutes referenced below.

    For example, to view 1 Texas Family Code 151.003(a): When on the statutes website, first select "Family Code" from the Code menu. Next, select "Chapter 151. Rights and Duties In Parent-Child Relationship" from the Article/Chapter menu. Lastly, select "Sec. 151.003. Limitation On State Agency Action" from the Art./Sec. menu. Then click the "go" button. 

     

    1 Texas Family Code ��� 151.003(a).

     

    2 Texas Family Code � 151.003(d)(3).

     

    3 Texas Family Code � 101.003(a).

     

    4 Texas Family Code � 31.001(a).

     

    5 Texas Family Code � 31.005.

     

    6 Texas Family Code �� 153.073; 153.076

     

    7 Texas Family Code � 153.074.

     

    8 Texas Family Code � 153.132.

     

    9 See Texas Family Code �� 153.371; 153.376.

     

    10 Texas Family Code � 153.377; see also Texas Family Code �� 153.371, 153.3721.

     

    11 Texas Family Code � 153.135.

     

    12 Texas Family Code � 42.002.

     

    13 Texas Family Code � 42.003(a).

     

    14 Texas Family Code � 42.003(b).

     

    15 Texas Family Code �� 85.022(b)(2)(4).

     

    16 Texas Family Code �� 83.001; 85.021(1)(A)(i); 85.021(3).

     

    17 Texas Family Code � 83.002.

     

    18 Texas Family Code � 85.025(a).

     

    19 Texas Family Code � 85.026(a).

     

    20 Texas Family Code � 32.001(a).

     

    21 Texas Family Code � 261.101(a).

     

    22 Texas Family Code � 261.101(b).

     

    23 Texas Family Code � 261.103. A report may also be made to the agency designated by the court to be responsible for the protection of children.

     

    24 Texas Family Code � 261.102.

     

    25 Texas Family Code � 261.109.

     

    26 Texas Family Code � 261.106(a).

     

    27 Texas Family Code � 261.101(d).

  • Below are the protections provided by the state of Texas to those who teach in the public schools. A list of 15 legal pitfalls (and words to the wise) is listed following the statute.

     

    SUBCHAPTER B. CIVIL IMMUNITY

    Sec. 22.051. Immunity From Liability for Professional Employees.

    (a) A professional employee of a school district is not personally liable for any act that is incident to or within the scope of the duties of the employee's position of employment and that involves the exercise of judgment or discretion on the part of the employee, except in circumstances in which a professional employee uses excessive force in the discipline of students or negligence resulting in bodily injury to students.

    (b) This section does not apply to the operation, use, or maintenance of any motor vehicle.

    (c) In this section, "professional employee" includes:

    (1) a superintendent, principal, teacher, supervisor, social worker, counselor, nurse, and teacher's aide;

    (2) a student in an education preparation program participating in a field experience or internship;

    (3) a school bus driver certified in accordance with standards and qualifications adopted by the Department of Public Safety; and

    (4) any other person whose employment requires certification and the exercise of discretion.

    Added by Acts 1995, 74th Leg., ch. 260, Sec. 1, eff. May 30, 1995.

     


     

    COMMON MISTAKES THAT LEAD TO DUE PROCESS HEARINGS, TEACHER DISMISSALS, AND/OR LAW SUITS AGAINST SCHOOL PERSONNEL

     

    1. PROCEDURAL VIOLATIONS --

    ROWLEY -- CONGRESS PLACED AS MUCH EMPHASIS UPON COMPLIANCE WITH PROCEDURES AS WITH THE MEASUREMENT OF THE RESULTING IEP.

    • NOTICES
    • CONSENT
    • IEE
    • POOR EVALUATIONS
    • IMPROPER ARD COMMITTEES

     

    2. DENYING SERVICES BASED ON COST CONSIDERATIONS (THE KISS OF DEATH!)

    THERE IS NO PROVISION IN THE LAW THAT LIMITS A SCHOOL DISTRICT'S RESPONSIBILITY TO PROVIDE A FREE APPROPRIATE PUBLIC EDUCATION (FAPE) TO THE AMOUNT OF FUNDS IT RECEIVES -- YOU MUST PROVIDE WHATEVER IS NECESSARY FOR A CHILD TO RECEIVE FAPE (Supreme Court DECISION TO PROVIDE A FULL TIME NURSE).

     

    3. RIGIDITY (THE "NEVER HAVE NONE IT, NEVER WILL DO IT" APPROACH")

    "THAT IS AN INTERESTING REQUEST AND WE WERE NOT EXPECTING THAT ITEM TO COME UP AS A REQUEST -- PLEASE GIVE ME A CHANCE TO STUDY AND RESEARCH YOUR REQUEST AND I WILL GET BACK WITH YOU."

     

    4. GIVING IN TO PARENT'S DEMANDS (EVEN WHEN IT IS NOT IN THE BEST INTEREST OF THE CHILD)

    MOST COMMON EXAMPLE IS WHERE THE PARENT REFUSES TO ALLOW TESTING AND/OR SERVICES FROM SPECIAL EDUCATION AND THE STUDENT NEEDS SPECIAL EDUCATION SERVICES TO HAVE A FAPE.

     

    5. ACTING ON THE BASIS OF PRINCIPLE V. REASON (AKA/FIGHTING LOSING BATTLES)

    MOST COMMON EXAMPLE IS REFUSING TO CONSIDER A CHILD FOR SPECIAL EDUCATION SERVICES BECAUSE THE STUDENT IS "BRIGHT" OR IS PASSING FROM GRADE TO GRADE.

     

    6. TAKING THE LAW INTO YOUR OWN HANDS (AKA, IGNORING THE IEP, THE LAW, AND COMMON SENSE)

    USUALLY HAPPENS IN THE AREA OF DISCIPLINE (COLORADO CASE 1999). DID NOT FOLLOW THE IEP.

     

    7. PROCRASTINATING (IT IS TOO EASY TO ALLOW TIME LINES TO PASS AND NEEDED SERVICES TO BE IGNORED)

    SCHOOL DISTRICT TOOK 2 AND 1/2 YEARS TO FIND A RESIDENTIAL PLACEMENT WHICH THEY HAD AGREED WAS NECESSARY TO PROVIDE FAPE.

    NEED MORE SPECIFICITY?

     

    8. BE VERY CAREFUL WITH PHYSICAL TOUCH

    THE ONLY SAFE AREA IS THE UPPER ARM, AND SHOULDER BLADE AREA AND THEN ONLY FOR A COUPLE OF SECONDS.

     

    9. DO NOT GO "HANDS ON" WITH A CHILD (PHYSICAL RESTRAINT) UNLESS YOU MUST IN ORDER TO PROTECT YOURSELF, THE CHILD, OR OTHERS.

     

    10. DO NOT TAKE ANY ACTION OR USE LANGUAGE OR TELL STORIES (JOKES) THAT IN ANY WAY COULD BE CONSIDERED QUESTIONABLE (ETHNICALLY, SEXUALLY, POLITICALLY, ETC.)

     

    11. A DETENTION OF A STUDENT FOR A SHORT TIME AFTER CLASS HAS ENDED IS RECOGNIZED AS A LEGITIMATE METHODS OF ENFORCING DISCIPLINE, BUT MUST BE ENFORCED IN GOOD FAITH, AND NOT WITH MALICIOUS, WANTON, OR WILLFUL MOTIVES BY THE TEACHER.

     

    12. BE FAMILIAR WITH THE "STUDENT CODE OF CONDUCT"

     

    13. SCHOOLS MAY NOT ARBITRARILY ALLOW THE EXTRA CURRICULAR PRIVILEGES TO SOME STUDENTS AND NOT TO OTHERS, BUT MAY IMPOSE REASONABLE REQUIREMENTS FOR ALL STUDENTS.

     

    14. THE "REASONABLE SUSPICION" STANDARD HAS BEEN UPHELD IN CHALLENGES TO LOCKER, DESK, AND CAR SEARCHES.

     

    15. DON'T IGNORE CLAIMS OF SEXUAL HARASSMENT AND/OR ABUSE OF ONE STUDENT BY ANOTHER.

     

    16. DOCUMENT, DOCUMENT, DOCUMENT WHEN SOMETHING UNUSUAL TAKES PLACE IN YOUR CLASSROOM

     


     

    Advice for New Teachers From Mentors 

    Compiled from mentor comments by Barry Sweeny

    THE CRITICAL STUFF

    1. ASK A LOT OF QUESTIONS AND SHARE YOUR PROBLEMS.

    As mentors we want to help and we need to know the best way to provide that help, so your questions are important to us. We know that you have a lot to learn, especially the first 2-3 years, so don't feel inadequate or embarrassed asking often for suggestions or help. We all are professionals & are always learning. Be willing to take some time from "today" periodically to develop yourself as a professional for the children you will serve "tomorrow".

     

    2. EXPECT IT TO TAKE A LOT OF WORK.

    You may be expecting to assume the full load of an experienced educator but you will be doing that without the benefit of that experience. There is so much to learn and some of the "lessons" are easier than others, so for the first year or so you'll be working very hard to do your job as well as you want. Just remember that as your experience and skills grow, so will your ability to work efficiently and effectively.  If educating children was simple, it wouldn't be a profession!

     

    3. DON'T TRY TO DO IT ALL NOW.

    No matter how experienced any of us becomes, we find that the work is NEVER done. It is not possible to do enough for the children about which we all care so much. The most important things are:

    • to care about the students and your professional colleagues,
    • to stay involved in your school, and
    • to stay informed and on track with curriculum priorities.

    In this way the essentials will receive your best effort.

     

    4. JOIN THE "SCHOOL TEAM", DON'T GO IT ALONE.

    We all discover that the most significant results are achieved when we work as a team. Each of us has strengths and limitations as individuals, but as a team our diversity creates more strengths & fewer limitations on what WE can accomplish. This means that WE can respond better to the differences in children and that their learning will improve because their needs are met. The more open we are to learning from and sharing with others the truer this becomes.

     

    5. LISTEN TO YOUR MENTORS AND DEFER TO THEIR JUDGMENT WHEN YOU FIRST TRY THINGS.

    Mentors are trained to limit the amount of advice they offer, particularly after the initial orientation period. If your mentor advises you to try something you should definitely consider it. Try it once, then when you have that experience you'll be better able to judge for yourself what is right for you and your classes. Ignoring the mentor's advice often means learning "the hard way", by trial and error.

     

    MORE ADVICE:

    1. Don't assume very much. Ask for clarification or check it out.
    1. Don't apologize when you ask questions. You need to know, so asking is what you should do.
    1. Use the resources that we provide you. Read the handouts, articles, and manuals.
    1. Be yourself. We liked you when we hired you!
    1. Be flexible and willing to adapt to situations. Rigidity wins a battle but loses wars and friends.
    1. Keep your sense of humor and enjoy the children and your colleagues.
    1. Celebrate the successes, but realize that we do not always succeed.
    1. Plan some time for yourself. Protect your great attitude.
    1. Listen a lot. Speak up when it's appropriate.
    1. Pacing is vital. Ask others for their outline of the year's activities or curriculum and consider it.
    1. Keep clear notes on each child in your elementary classroom. Keep notes on any secondary child when you are concerned. Documentation will sometimes seem a waste of time when you don't need it, but when you do need it, it will protect you.

    You may copy and distribute this paper as long as you do so for free and maintain the following credits:

    � by Barry Sweeny, Best Practice Resources

    26 W 413 Grand Ave. Wheaton, IL 60187

    630-668-2605
     

    Send an email to Barry Sweeny

    Visit the Teacher Mentors website for more information.

     


     

    PREPARING FOR PARENT CONFERENCES

    By Barry Sweeny
     

    Goals for Parent Conferences:

    1. To create a parent-teacher team with a shared agreement about the role of each partner in helping the student to succeed in school and in life.
    2. To provide a two-way communication opportunity that updates each partner on the "team" about the student's learning and behavior characteristics and history.
    3. To establish a relationship that makes it easier for teacher or parents to initiate contact later on.

    What parents perceive about their child at home may or may not correspond with teacher perceptions. If there are inconsistencies these can be important clues for teachers as we try to diagnose student problems and to seek ways to increase student motivation to learn. So…

     

    YOU MAY WANT TO ASK THE PARENTS:

    1. What are the student's spare time activities? Reading? Music? Socializing? Writing?
    2. What examples the parents see at home of the student using math, art, info on other cultures, or asking about nature. Regardless of grade level, these clues can help you help the student.
    3. What does the student say about school? The teacher? Other students? Learning?
    4. What chores or responsibilities does the student have at home?
    5. Who does the student spend time with at home? In the neighborhood?
    6. Are there recent or past events in the student's family which may impact readiness to learn?
    7. What do you find to be the most effective discipline for the student at home?
    8. What are the child's strengths? Weaknesses? How do the parents hope the child can grow?
    9. What rumors have you heard about school?

     

    YOU MAY WANT TO TELL THE PARENTS:

    1. The ways that the student participates in class and in which kinds of activities.
    2. The degree of self-control the student exhibits and ways all can encourage this development.
    3. How the child is accepted by and interacts with other students and other adults.
    4. The ability of the student to handle grade level expectations, materials and assignments.
    5. The subjects or topics in which the student has shown interest.
    6. The ability of the child to express thoughts orally, in written or aesthetic forms.
    7. The student's emotional "position" at school. Usually happy? Serious and intent? Lonely?
    8. What should the teacher know to be effective in helping the student? What can parents do?

     

     

    You may copy and distribute this paper as long as you do so for free and maintain the following credits:

    Barry Sweeny, Resources for Staff & Organization Development

    26 W 413 Grand Ave. Wheaton, IL 60187

    630-668-2605 

    Send an email to Barry Sweeny

     


     

    ASSISTING FIRST YEAR TEACHERS WITH CLASSROOM MANAGEMENT

    By Barry Sweeny

     

    The importance of a good start to the school year is well documented, and the role of a solid class management approach is a key to that good start. Beginning the year with a class management plan IN PLACE communicates clear expectations and helps beginning staff to be more consistent in enforcing their behavior standards and that leads to less student misconduct and stronger teacher self-esteem.

     

    PLANNING THE MANAGEMENT SYSTEM

    Be sure that proteges know school-wide expectations for behavior, in class, in halls, at lunch, at recess, or on campus.

    Develop classroom rules consistent with school rules and which administrators will support.

    • rules need to be within student control to accomplish
    • limited in number, clear and specific about observable behaviors

    Establish routines and procedures to handle daily classroom business such as:

    • use of restrooms (time of day is important here)
    • beginning and ending of class expectations for attendance, noise, seating, dismissal, etc
    • distributing and collecting materials, papers, and equipment
    • setting up and running audio-visual equipment
    • lining up or group movement to assemblies, PE., specials such as music or art

    Accompanying the rules should be a set of consequences including rewards & punishments

    • rewards can include praise & encouragement, participation choices and recognition.

    Review with the protege the pros and cons of punishments, such as:

    • overuse decreases effectiveness
    • punishments can actually reinforce some behaviors (ie. ditched class="suspension"?)
    • use punishments that can lead to behavior changes

    Help plan the layout of the room to reduce traffic flow problems, keep all areas visible to the teacher and the teacher visible to the students, make displays, instructions, & clocks visible to all work areas. Plan an area near the teacher for students who need closer supervision, for materials or samples displays, and for collecting papers and projects.

     

    IMPLEMENTING THE MANAGEMENT SYSTEM

    Rules need to be written, posted, and enforceable by the teacher.

    Teach the students the rules and routines. Explain your expectations.

    Teachers who routinely refer misbehavior to "the office" can also create the impression that the teacher can't handle problems. Try to solve your own problems but ask for specialists or principal help.

    Consistency in enforcement is critical. Uneven application (random?) decreases impact & is unfair.

    New staff often want kids to "like them" but that will often conflict with getting kids to learn.

     

    You may copy and distribute this paper as long as you do so for free and maintain the following credits:

    Barry Sweeny, Resources for Staff & Organization Development

    26 W 413 Grand Ave. Wheaton, IL 60187

    630-668-2605

    Send an email to Barry Sweeny

  • Student behavior on the bus is an extension of the school day. Inappropriate behavior causes concerns for the safety and well-being of all persons on the bus. The following guidelines have been designed to ensure the safe transportation of all students on the bus.

    1. All rules will be posted on the bus.
    2. All guidelines pertaining to behavior on the bus as documented in the ARD will be followed by all staff.

     

    PLEASE BE REMINDED THAT IN REGARD TO STUDENTS WHO ARE BEING SERVED IN SPECIAL EDUCATION, TRANSPORTATION PERSONNEL MAKE BUS REMOVAL RECOMMENDATIONS TO THE BUILDING PRINCIPAL AND THE BUILDING PRINCIPAL AND/OR AN APPROPRIATE ARD COMMITTEE MAKE THE FINAL DECISIONS CONCERNING BUS REMOVALS.

     


     

    SAMPLE

    BUS BEHAVIOR REPORT CARD

    Student name: _________________ Date: ______________

     

    1.  Follow all AISD bus rules

      □  Destruction of property or tampering with bus equipment
      □  Weapons or articles considered injurious brought aboard bus
      □  Not following instructions of driver and assistant
      □  Not properly boarding and departing bus
      □  Smoking or lighting of matches or lighters

     

    2.  Sit in seat facing forward

       □  Hanging out of windows
       □  Failure to remain seated

     

    3.  Keep seat belts fastened snugly

      □  Failure to remain seated

     

    4.  Talk quietly and appropriately

      □  Unnecessary noise
      □  Using profane language

     

    5.  No put downs, racial remarks, sexual comments, or cursing

      □  Using profane language
      □  Rude, discourteous and annoying conduct
      □  Inappropriate behavior related to safety, well-being and respect for others

     

    6.  Keep hands, feet, and objects to yourself

      □  Throwing objects in and out of bus
      □  Fighting/pushing/Tripping
      □  Spitting/Littering
      □  Inappropriate behavior related to safety, well-being and respect for others

  • Physical restraint is defined by state law as the use of physical force or a mechanical device to restrict the free movement of all or a portion of a student's body.  Physical restraint should only be used to protect children when they are a danger to themselves or to others or to keep them from damaging property. This technique is designed to help out-of-control students regain appropriate control. It should NOT be used as a punishment. A teacher should never use physical restraint when he/she feels angry or counter-aggressive.

    Physical restraint should be used only to prevent the student from causing harm to himself, others, or property.

    Physical restraint should only be used in an emergency and should be limited to the use of such reasonable force to address the emergency.  It should be discontinued at the point an emergency no longer exists.  Physical restraint should not be used to force a student to perform an appropriate behavior or academic task, but only to stop the inappropriate behavior. (For example, do not restrain a student for failing to raise his/her hand, for not sitting appropriately in his/her seat, for inappropriate language, etc.)

    Every opportunity should be provided for the student to control his own behavior before physical management is implemented.

    Extreme care should be taken to provide for safety and comfort of other students and staff, as well as the safety and comfort of the out-of-control student during the restraint procedure.  Restraint should not deprive the student of basic human necessities.

    Teachers should maintain a neutral affect throughout the physical management process. That is, they should not show anger, fear, tension, or express sarcasm (verbal or nonverbal), or satisfaction with the restraint procedure. The most effective attitude is to appear not to notice that one is restraining a student and to go about business as usual.

    When restraint is used, the following documentation requirements must be met:

    1. On the day restraint is utilized, the campus administrator or designee must be notified verbally or in writing regarding the use of restraint.
    2. On the day restraint is utilized, a good faith effort shall be made to verbally notify the parent(s) regarding the use of restraint.
    3. Written notification of the use of restraint must be placed in the mail or otherwise provided to the parent within one school day of the use of restraint.
    4. Written documentation regarding the use of restraint must be placed in the student's special education eligibility folder in a timely manner so the information is available to the ARD committee when it considers the impact of the student's behavior on the student's learning and/or the creation or revision of the behavioral intervention plan (BIP).
    5. Written notification to the parent(s) and documentation to the student's special education eligibility folder shall include the following:
      • ​Name of student;
      • Name of the staff member(s) administering the restraint;
      • The date of the restraint;
      • Location of the restraint;
      • Nature of the restraint;
      • A description of the activity in which the student was engaged immediately proceeding the use of restraint;
      • The behavior that prompted the restraint;
      • The efforts made to de-escalate the situation and alternatives to restraint that were attempted; and
      • Information documenting parent contact and notification.

    Following each incident, faculty/staff should allow for transition back to class by briefly discussing:

    1. Behaviors resulting in the use of restraint.
    2. Rules violated.
    3. Plans for avoiding future inappropriate behaviors.

    Amarillo ISD's method of restraint is Handle With Care which is used when a staff member is required to physically restrain a student. Personnel called upon to use restraint in an emergency and who have not received prior training must receive training within 30 school days following the use of restraint. They must also take the Texas Behavior Support Initiative (TBSI) modules.

  • Time-out is defined as:
    A behavior management technique in which, to provide a student with an opportunity to regain self-control, the student is separated from other students for a limited period in a setting:

    (A) that is not locked; and

    (B) from which the student is not physically prevented from leaving.

    Personnel called upon to implement time out based on requirements established in the student's IEP and/or BIP must receive training in the use of timeout within 30 school days of being assigned the responsibility of implementing time out.  This training must include the required TBSI (Texas Behavior Support Initiative) modules.

    The following guidelines should be considered to determine if the use of time-out is appropriate:

    1. Time-out should only be used in conjunction with an array of positive behavior intervention strategies and techniques and must be included in the student's IEP and/or BIP.

     

    1. The behaviors that will result in time-out should be explicitly stated. The statement should also identify the reinforcing situations that are maintaining the behavior.
      📄 Planning Process PDF

     

    1. The teacher or behavioral specialist should have documentation that the milder forms of time-out or other reduction techniques have proved ineffective in suppressing the inappropriate behavior. The ARD committee must use any collected data to judge the effectiveness of the timeout and provide a basis for making determinations regarding its continued use.
      📄 Monitor Use PDF

     

    1. The teacher or behavioral specialist should prepare a concise, written statement of procedures to be followed when a student chooses to be in time-out.
      📄 Planning Process PDF

     

    1. Physical force or threat of physical force shall not be used to place a student in timeout.

     

    1. Characterize time-out as a "cool down" behavior management technique that assists the school in serving children in less restrictive settings.

     

    1. A staff member must be assigned to the area of the time-out so that continuous visual and auditory monitoring occurs.

     

    1. Records should be kept of each occasion when time-out is used. This documentation should be recorded on the AISD forms.
      📄 Frequency Monitoring PDF

     

    1. Use of timeout shall not be used in such a fashion that precludes the ability of the student to be involved in and progress in the general curriculum and advance appropriately toward attaining the annual goals specified in the student's IEP.

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