Read CONTENTS text version

CUSTODIAL HANDBOOK

REVISED 9/2008

1

TABLE OF CONTENTS

INTRODUCTION GENERAL PERSONNEL POLICIES · Qualifications and Responsibilities · Employee Code of Ethics and Standard of Conduct · Prohibited Behavior · Dress Code · Employee Demotion, Suspension and Dismissal · Staff-Student Relations ­ Policy · Drug-Free Workplace ­ Policy · Use of Tobacco Products ­ Policy · Sexual Harassment ­ Policy · Employee Assistance Program · Work shifts · Clocking In/Out · Leaving Campus · Overtime/Compensatory Time · Absences · Tardiness · Accrued Leave · Unauthorized Personnel in Workplace · Unauthorized Telephone Use · Unauthorized Use of Computer/Internet JOB DESCRIPTIONS · Custodian ­ CO1 Day shift · Custodian ­ CO2 Evening shift · Custodian ­ CO3 Lead (Day/Evening) SAFETY ON THE JOB · Safety Rules · Hazard Communication Program · Reporting On The Job Injuries · Bloodborne Pathogen Exposure Control Plan · Bloodborne Pathogen Regulation and Procedure GENERAL CUSTODIAL INFORMATION · Why Green Cleaning In Schools · Custodial Product Information · Custodial Cafeteria Responsibilities · Cleaning Supplies · Light Bulb Replacement · Ceiling Tile Replacement · Air Filter Replacement · Minor Maintenance Repair 4

5 5 6 7 8 9 9 11 12 13 14 14 14 14 15 15 15 15 15 16

17 19 22

25 26 27 28

41 42 43 43 43 44 44 44 2

· ·

Requesting Custodial Related Services Maintaining Custodial Equipment

44 45

MAINTENANCE SERVICES

http://maintenance.ucps.k12.nc.us/php/services_manual.php

3

INTRODUCTION

As part of the custodial staff, you will find that the school faculty heavily depends on your services. It is no easy task to maintain the cleanliness of the school and it does require that each employee do their part to accomplish this tremendous job. In this handbook, you will find answers to the most frequently asked questions regarding instructional information, policies and regulations. This is a modified version of personnel policies and in no way intended to replace the full text version of the UCPS Personnel manual, only to give you an understanding of how they relate to you and your job. We encourage all employees to read the full text version. As with any new job, there will be an enormous amount of information coming at you in a very short period of time. It's difficult to absorb it all at one time. Don't be afraid to ask questions or ask to be shown again how to accomplish a task or to operate the custodial equipment. You will be instructed on the proper procedures for the operation and use of equipment and the mixing, storage and use of cleaning chemicals. Training will also include one-on-one training to insure that each custodian is knowledgeable in our standardized cleaning procedures and techniques. The school's Lead Custodian and District Lead Custodians are also available to assist in answering questions and to provide additional one-on-one training.

4

1. GENERAL PERSONNEL POLICES

A. QUALIFICATIONS AND RESPONSIBILITIES All custodial personnel, male or female, are required to complete all custodial responsibilities as listed in their job descriptions. It is mandatory that you learn how to operate all of the equipment because the use of that equipment is your job. This includes propane buffers and lawn equipment. Your job description also requires you accomplish tasks which require physical strength over a long period of time such as receiving and distributing school supplies and equipment, lifting and moving files and furniture, climbing ladders to replace light bulbs, air filters, ceiling tiles, washing windows, and any other custodial responsibility requiring the use of ladders. If there is some medical reason that restricts your ability to complete custodial tasks or your use of the equipment, wearing the proper personal protective equipment, then you will be unable to work for Union County Public Schools in a custodial capacity. This position requires that you have no physical limitations.

Back to Top

B. EMPLOYEE CODE OF ETHICS AND STANDARDS OF CONDUCT The Union County Public School Board of Education believes employees are role models in the community and their personal and professional conduct is under constant scrutiny. Employee demeanor expresses the person's integrity and/or reputation as well as that of the school system. Employees shall perform their jobs in a professional, competent, lawful and ethical manner. Expected standards include, but are not limited to: · Agreeing that the welfare of children is the first concern of the school system. · Complying with all school board policies and administrative guidelines, State Board of Education and Department of Public Instruction policies, rules, procedures and regulations, and federal, state and local statutes, regulations and ordinances governing public school employees. · Understanding that appointments to positions and promotions are required to be based solely on merit. The use of pressure on school officials for appointment or promotion is unethical. · Maintaining just, courteous, and professional relationships with students, parents, staff members and others. · Reporting situations of which the employee is aware involved inappropriate conduct of staff with students, parents, staff members and others. · Utilizing efficiency in techniques and keeping abreast of the latest developments in their fields of work. · Transacting of all official business with the properly designated authorities of the school system.

5

· Restraining from school usage of connections and privileges as a public forum or in connection with school instruction or other school activities to promote partisan politics, sectarian religious views, or propaganda of any kind. · Using constructive criticism made directly to the particular school employee with the administrative authority to improve the situation, and then to the Superintendent, if necessary. · Properly using and protecting of all school property, equipment, staff time and materials. · Maintaining strict professional confidentiality in all school related matters. · Demonstrating conduct which exemplifies high ethical and moral standards and which sets a good example for others. The absence of law, policy or regulation covering a particular situation does not relieve an employee from the responsibility to exercise the highest ethical standards at all times. Employees should avoid conduct, actions, and appearances unbecoming to an education professional, or which bring disrepute on the schools.

Back to Top

C. PROHIBITED BEHAVIOR 1. Physical violence directed toward any employee or student. 2. Any physical, verbal, or written threat (including threatening gestures) directed towards or about any employee or student. 3. Extortion or blackmail of another employee or student under threat of physical. 4. Behavior that incites to riot or encourages other employees to join in or behavior that disrupts or has the potential to disrupt the school or working environment. 5. Causing a false fire alarm to occur or calling in a false bomb threat, or threatening an act of terror, or perpetrating a threat of harm by a false terrorist act of any type on educational property, at a school-sponsored event, or at an extra curricular event. 6. Bringing, possession, or use of a firearm (gun, rifle, pistol, shotgun) powerful explosive, or weapon(fire crackers or smoke making devices, loaded cane, sword cane, pellet gun, knife or razor*, ice pick, dirk, dagger, machete, blackjack, metallic knuckles, numb-chucks, defensive sprays, or instruments of like kind. Also included are other instruments that are capable of being used to inflict bodily injury and the circumstances indicate that injury is intended. Also included is ammunition (shotgun shells, bullets, etc.) * Knives and box cutters allowed only in the application of completing custodial duties. 7. Arson of school property 8. Theft or Vandalism of property of the school, school employees, students or any other person resulting in loss or damage. 9. Coming to work, on school property, under the influence of, possession of, use of, distribution of tobacco products or tobacco paraphernalia, alcohol, illegal drugs, counterfeit drugs, huffing (or misuse of inhalants), drug paraphernalia. Required OTC or prescribed medication should be discussed with supervisor. 10. Use of insulting, abusive, profane, obscene words, signs, gestures and other acts towards or about any employee or student. 6

11. Bullying ­ Bullying is a form of harassment. Bullying means the repeated intimidation of others by real or threatened infliction of physical, verbal, written, electronically transmitted or emotional abuse or through attacks on the property of another. Bullying may include, but not limited to, verbal taunts, name-calling and put downs, extortion of money or possessions, implied or stated threats, and exclusion from peer groups. 12. Indecent exposure. 13. Sexual activity. 14. Sexual harassment is prohibited in the workplace. Examples of sexual harassment include but are not limited to: any "unwelcomed" contact of a sexual nature of another's body, any suggestive comments, propositions, or gestures, any sexually provocative commentaries about the body, any suggestive writings, artwork or notes, any slurs or innuendos, possession of pornographic material. The Board of Education believes that the appearance and the conduct of its employees are important. All personnel will dress in good taste, appropriately attired for the work to be done. A well-groomed professional is a positive influence on everyone.

Back to Top

D. DRESS CODE If an employee's dress or appearance is so unusual, inappropriate, or lacking in cleanliness that it disrupts the work environment or creates a safety hazard, the employee may be required to change the offending dress or appearance. Clothing that attracts undue attention to the body's form or contour is inappropriate for the workplace. Employees are responsible, therefore, for exercising good judgment in dress and grooming. The following are guidelines for workplace dress, but are not limited to these:

No mesh tops, tank tops, muscle shirt/wife beater shirts, see-through, cut-off shirts, halters, skintight clothes, or clothing of any type that exposes the torso, profane words, drug or alcohol advertising, sexual innuendoes, or other unacceptable graphics.

Any clothing, which is in need of washing and thus, is offensively odorous to others. Nothing may be worn that signifies membership to any group, or school, other than the school you are employed Pants, shorts and skorts may not be worn below the hips and no shorter than arm length (longest fingertip length). Dresses and skirts are inappropriate attire due the nature of your job.

Pants/shorts/skorts with slogans of any sort written across the buttocks (Princess, Baby Girl, Hollister, Hottie, Cutie, etc) violate dress code.

Visible undergarments are prohibited at all times. No clothing to be worn with holes. 7

No pajamas or pillows. No hats, sunglasses, chains, ear muffs, headphones, bluetooth, gloves, bandannas, scarves, hair picks, cake cutters, spiked jewelry, pacifiers, etc. will be worn in the building at any time. This rule applies to male and female. Shoes are to be worn at all times. Open-toed/opened heeled footwear is not allowed for safety reasons. Bedroom shoes/house slippers are not allowed at anytime. Employee ID's and lanyards are provided free of charge to each employee. Employees must wear ID's at all times. If the ID is lost the cost of replacing the ID and lanyard will be $12.00.

Back to Top

E. EMPLOYEE DEMOTION, SUSPENSION AND DISMISSAL The board recognizes that an effective staff is critical to the smooth operations of the school district and to creating a learning environment where students can succeed. When an employee is unable or unwilling to meet performance expectations, the supervisor and superintendent should consider whether dismissal or demotion is appropriate. Evaluators of employees are expected to follow board policies on evaluation (and personnel files). Evaluators of permanent or probationary employees should provide the superintendent with carefully documented evidence concerning a person's inadequacies and lack of competencies when such inadequacies or lack of competencies has led to the recommendation and contemplation of dismissal or demotion. These documents also should show ways in which the evaluator has endeavored to help the employee become a more effective professional (Intervention Plan). In the interest of students and the welfare of the school district, dismissal or demotion may be pursued regardless of whether the evaluator has met these expectations, so long as the legal grounds for seeking dismissal or demotion can be sufficiently demonstrated. All procedures will be followed in the suspension, dismissal or demotion of permanent and probationary employees. Permanent employees and probationary employees during their employment can be dismissed for the following reasons: 1. Inadequate performance; 2. Immorality; 3. Insubordination; 4. Neglect of duty; 5. Physical or mental incapacity; 6. Habitual or excessive use of alcohol or non-medical use of a controlled substance 7. Conviction of a felony or a crime involving moral turpitude; 8. Advocating the overthrow of the government of the United States or of the state of North Carolina by force, violence, or other 8

unlawful means 9. Failure to fulfill the duties and responsibilities listed in their job description 10. Failure to comply with such reasonable requirements as the board may prescribe; 11. A justifiable decrease in the number of positions due to district reorganization or decreased enrollment provided. 12. Providing false information or knowingly omitting a material fact on an application for employment or in response to a preemployment inquiry.

Back to Top

F. STAFF-STUDENT RELATIONS The relationship between staff and students should be one of cooperation, understanding, and mutual respect. The staff has the responsibility to provide an atmosphere conducive to learning and to motivate each student to perform to his or her capacity. The staff is expected to model the behavior expected of students in staff-student relationships. All employees, except student employees, are prohibited from dating, courting, or entering into a romantic or sexual relationship with any student enrolled in the school district regardless of the student's age. Employees engaging in such inappropriate conduct will be subject to disciplinary action, up to and including dismissal, and may be subject to criminal action as provided in G.S. 14-202.4 and 14-27.7. Any employee, who has reason to believe that another employee is inappropriately involved with a student, as described above, is required to report this information to the Superintendent. An employee who fails to inform the Superintendent of a suspected inappropriate relationship between an employee and a student may be subject to disciplinary action, up to and including dismissal.

Back to Top

G. UNION COUNTY PUBLIC SCHOOLS DRUG-FREE WORKPLACE The Board of Education must assure its work environments are free of employees who are in possession of illegal drugs or alcohol in their system, or who are abusing prescription drugs. It is the purpose of this policy to ensure that all employees are reasonably free of the presence of these substances, in order to maintain a safe and orderly environment. Actions that obstruct or inhibit the achievement of a drug-free workplace are unacceptable. This policy shall govern each Union County Public School employee: a. While on any property owned or leased by the Board b. At employment with the Board or c. At any time that an employee's violation of the policy might have a direct and adverse effect upon his/her performance d. At any time an employee performs a "covered duty" as defined by the U.S. Department of Transportation

9

It is a condition of employment with the Union County Public Schools that each employee fully complies with this policy. DEFINITIONS "Alcohol:" The intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols including methyl or isopropyl alcohols. "Illegal Drugs:" Any controlled substance, as defined in the North Carolina Controlled Substance Act, Chapter 90, Article 5, of the General Statutes of North Carolina which chapter is incorporated herein by reference. "Impaired:" (1) When an employee's behavior or performance is affected to an observable extent by alcohol, drugs, or other substances. (2) Without regard to an employee's behavior or performance, an employee shall be deemed to be impaired when his/her alcohol content level is at or above the level allowed for drivers of commercial vehicles under the Motor Vehicle Laws of North Carolina. "Positive Alcohol Test:" Identification of an alcohol content level at or above .04% by use of breath analyzer, or laboratory analysis of blood, urine, saliva, or breath sample. DOT Covered Employees are subject to temporary removal from covered duties for a period of 24 hours if their alcohol breath test is .02 or greater but less than .04. "Positive Drug Test:" Identification of a controlled substance at or above the threshold values designated by the National Institute on Drug Abuse (NIDA) in a urine or blood sample by an immunoassay screening and confirmed by gas chromatography with mass spectrometry. DOT Covered Employees are considered positive when their test is at or above the threshold levels established by the Department of Health and Human Services as required by DOT. PROHIBITED ACTS The Board of Education prohibits the following: unlawful manufacture, distribution, dispensing, possession, or use of any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, cocaine, anabolic steroids, alcohol, or any other controlled substance. In addition, no employee or employee of an independent contractor shall be impaired by the excessive use of alcohol or prescription or non-prescription drugs while on school property or while performing duties within the scope of his/her employment with the Board. The Board further prohibits Category A & C employees from driving at any time while under the influence of alcohol or other drugs. The proper use or possession of a drug authorized by valid medical prescription from a legally authorized health care provider shall not be considered a violation of the policy when the drug is taken by the person for whom the drug was prescribed and according to the use or dosage directed by the physician. An employee using or possessing any drug must, upon request, produce verification of a valid prescription authorizing the medical use of the drug. Category A & C employees taking legal prescription or over the counter medicines that have a 10

warning indicating the medication may impair the users' performance must report such medication use to their supervisor before performing their job responsibilities. In addition to any Board of Education prohibition: DOT Covered Employees are prohibited from any of the following acts: · Use of alcohol within four (4) hours prior to duty · Use of alcohol within eight (8) hours following an accident or until the employee has been alcohol and drug tested · Use of any controlled substances, except as prescribed by a licensed physician with knowledge of the employee's safety sensitive job function; · A test result of .04 or greater on a DOT alcohol test · A confirmed positive test result on a DOT drug test · Refusal to participate in a DOT alcohol or drug test PENALTIES FOR NONCOMPLIANCE Violation of this policy shall subject an individual to disciplinary action by the Board that could result in termination of employment with the Union County Public Schools. Any employee who violates this policy shall be disciplined. In circumstance where discipline short of dismissal is appropriate, emphasis shall be given to rehabilitation of the employee.

Back to Top

H. USE OF TOBACCO PRODUCTS The use of tobacco products is a health, safety, and environmental hazard for students, employees, visitors, and school facilities. In order to promote positive role models in schools and provide a healthy learning and working environment, the Board adopts the following policy. No one is permitted to use any tobacco product at any time including nonschool hours - in any building, property, or vehicle owned, leased, rented or contracted by the school district; on school grounds, athletic grounds, or parking lots; or at any school-sponsored event off campus. Signs will be posted on all school campuses forbidding the use of tobacco products at any time, by any person, on school grounds. Tobacco products may be displayed for a legitimate instructional or pedagogical purpose. The activity may not include smoking, chewing or otherwise ingesting the tobacco product. The Board strongly encourages students and staff to participate in school and community programs designed to prevent and cure tobacco addiction For purposes of this policy, "tobacco product" is defined to include cigarettes, cigars, pipes, chewing tobacco, snuff, and any other items containing or reasonably resembling tobacco or tobacco products. "Tobacco 11

use" includes smoking, chewing, dipping, or any other use of tobacco products. Students and employees who violate this policy are subject to disciplinary action. All newly hired employees will receive a copy and explanation of this policy. The policy will be reviewed with all employees on a yearly basis.

Back to Top

I. SEXUAL HARASSMENT The Board believes that all employees and students are entitled to work and study in school related environments free of sexual harassment. To this end, the Board prohibits employees from engaging in sexual harassment and advises employees that, when evidence of sexual harassment is established, disciplinary action may be taken, up to and including dismissal. A. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: 1. Submission to the conduct is made, either explicitly or implicitly, a term or condition of an individual's employment, academic progress, or completion of a school related activity. 2. Submission to or rejection of such conduct is used as the basis for employment decisions affecting such individual, or, in the case of a student, submission to or rejection of such conduct, is used in evaluating the individual's performance within a course of study or other school related activity. 3. Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or a student's educational performance, or creating an intimidating, hostile, or offensive environment. B. Examples of sexual harassment include, but are not limited to, continued or repeated offensive sexual flirtations, advances or propositions; continued or repeated verbal remarks about an individual's body; sexually degrading words or gestures used toward an individual or to describe an individual; and the display in the work place of sexually suggestive objects or pictures. Sexual harassment does not include personal compliments welcomed by the recipient, or social interactions or relations freely entered into by employees or prospective employees. C. It is possible for sexual harassment to occur at various levels; between peers or co-workers, between supervisors and subordinates, between employees and students, between students and students, or by non-employees on employees and/or students: In the event that anyone believes that he/she has been sexually harassed, he/she should refer to Sexual Harassment Complaint 12

Procedures for Employees (3-7b) or Sexual Harassment Complaint Procedures for Students (4-7b). D. Employees who observe sexual harassment (as defined in above) by students against other students, or employees against other employees shall report the incident to the principal of the school or where administrators are involved, to the Superintendent or his designee for investigation. However, employees who observe sexual harassment (as defined in above) by an employee against a student are required to report this information to the Superintendent. E. CHILD ABUSE: Any employee who has reasonable grounds to suspect child abuse must report such without delay to the employee's supervisor or administrator who will take appropriate and immediate action to notify the Department of Social Services or law enforcement agencies.

Back to Top

J. EMPLOYEE ASSISTANCE PROGRAM

United Family Service

Help When You Need It There are times in everyone's life when a problem becomes too tough to handle alone. You may need the support, care and help of a professional. That's why Union County Public Schools offers you an employee assistance program (EAP). United Family Services EAP can provide the help you need to be at your best----at work and at home. Problem Areas A counselor can help with many of your concerns: Stress/anxiety/depression Marriage/relationship problems Separation or divorce Drug/alcohol problems Grief and loss Individual/family relationships Child/elder care Financial

Your use of the EAP is held in strict confidence; no one needs to know you have used it.

Eligibility The EAP is a benefit available to all employees and their immediate family members living in the same household. Union County Public Schools pays for this service as a benefit to you and your family. How To Get Help To receive professional, confidential assistance, call United Family Services at one of these numbers: Charlotte............................................................ 704-332-9034 13

Concord...............................................................704-786-7918 Huntersville......................................................... 704-6558745 Monroe............................................................... 704-226-1352 www.unitedfamilyservices.org You will talk with a representative who will make an appointment at a time convenient for you. If it's an emergency, immediate help will be arranged. After Hours Emergency..........................................1-800-345-0441

Back to Top

K. WORKSHIFTS Full time custodians are required to work an eight and one half hour (8.5 hrs.) shift. There is a thirty minute unpaid lunch break and two paid fifteen minute breaks each shift. Part time personnel are not authorized lunch breaks but will be authorized a fifteen minute break for each four hour work shift.

Custodians are twelve month employees. You do not follow teacher's holiday, workdays or snow day schedules. You are required to work: Eight and one half hour shift if you are a 100% custodian Six and one half hour shift if you are an 80% custodian Four hours if you are a 50% custodian Your shift begins at a designated time and ends at a designated time; you may not select what time you will clock in or out. 100% custodians receive an unpaid thirty minute lunch break and two paid fifteen minute breaks each shift, 80% custodians receive an unpaid thirty minute lunch break and one paid fifteen minute breaks each shift, 50% custodians receive one-fifteen minute paid break each shift. You may leave campus during your unpaid lunch break but you are required to clock out when you leave and clock in when you return. Custodians may not miss their lunch break and work an eight hour shift as a normal routine.

L. CLOCK-IN / CLOCK-OUT All custodial personnel will clock-in at the beginning of their shift. The principal will determine the exact time that any shift will start. If for any reason the time clock is out of order, a sign-in sheet will be used and initialed by the principal or bookkeeper for verification. All custodians are required to clock-out at the end of their shift. Failure to clock-in or clock-out will be reason for disciplinary action. Administrative personnel that prepare payroll will use accumulated hours on the time card or sign-in/out sheet to calculate payroll. Only those hours that are shown as properly clocked-in/out will be paid. M. LEAVING CAMPUS Custodial personnel are required to remain on campus for their entire shift except during lunch break or when specifically authorized to leave campus by the Principal/designee. When custodians leave campus, they will clockout and clock-in upon their return. Custodians found to be off campus without clocking-out could receive disciplinary action including a loss of 14

pay equal to time spent off campus, suspension and termination of their employment with Union County Public Schools. N. OVERTIME/COMPENSATORY TIME Custodial personnel will not work more than 40 hours per week unless specifically approved by the principal. Any time accumulated that has not been approved will not be compensated. Because of budget restraints, no overtime will be paid unless prior approval is obtained from the Custodial Supervisor. Compensatory time will be given at the rate of one and one half time for all time over 40 hours in a workweek. The time off to compensate for overtime will be given as soon as possible but will only be taken with prior approval of the principal. Custodians may not carry more then 50 hours of compensatory time. (33.3 actual overtime hours.) Any compensatory time over 50 hours must be taken within the current payroll period. O. ABSENCES Any scheduled absences will be requested at least 72 hours prior and will only be approved by the Principal/designee, this includes vacation. Unscheduled absences will be reported to the Principal/designee as soon as the individual knows he/she will be absent. Personnel that do not report for work as scheduled and do not call in will be counseled for unreported absence. Unreported absence is cause for disciplinary action including termination of employment. Individuals that continually call in absent that have not requested the absence (72 hours in advance) will be counseled for excessive absenteeism. Excessive absenteeism (with or without a Doctors excuse) is grounds for disciplinary action including termination of employment. P. TARDINESS All custodial personnel are expected to report for work at the beginning of their shift, on time and prepared to begin their duties. This does not mean to report for work and have to change clothes or eat before beginning work. Individuals that are not prepared to work will not clock-in. If an individual is not clocked-in by the time their shift is due to start, they are tardy. Excessive tardiness is also grounds for disciplinary action including loss of pay for all accumulated time lost or termination of employment. Q. ACCRUED LEAVE Custodial personnel are not permitted to take days off if they have no days accrued. The only exception to this is sick days or emergencies. Any days taken for sickness or emergencies that cannot be taken from accrued days will not be paid. R. UNAUTHORIZED PERSONNEL IN WORKPLACE There have been instances of custodians having off-duty custodians from other schools, friends, spouses and children on the job with them or assisting them in their routine tasks. This is prohibited. Workers compensation insurance would not cover injuries or illnesses on the job for individuals that 15

are not employed by the school system. Allowing these individuals to work would be a violation of state labor laws. S. UNAUTHORIZED TELEPHONE USE School telephones and personal cell phone use are not allowed during your shift except in the case on an emergency. Under no circumstance should long distance calls be made from the school, even with the use of a personal phone card. Failure to follow this policy is grounds for disciplinary action including termination of employment. T. UNAUTHORIZED USE OF COMPUTERS/INTERNET The use of computers at work should be used for work related purposes only. The use of computers for personal reasons is prohibited and misuse of computers/Internet while completing work-related tasks will result in disciplinary action that could include suspension and/or termination of employment with Union County Public Schools. Examples include, but are not limited to: Inappropriate use of the internet. Sending messages across the network. Any tampering with any hardware or software.

Back to Top

16

2. JOB DESCRIPTIONS UNION COUNTY SCHOOLS JOB DESCRIPTION

JOB TITLE: Custodian 1 (Day Custodian) FLSA STATUS: Non-Exempt SALARY LEVEL:____ GENERAL STATEMENT OF JOB To perform routine tasks cleaning and maintaining school building and grounds in accordance with instructions issued by the principal, lead custodian and other established procedures. DUTIES AND RESPONSIBILITIES ESSENTIAL JOB FUNCTIONS 1. To perform all tasks with the safety and well being of the students in mind. Careless, sloppy or unsafe work practices will not be tolerated for this reason. Custodial personnel must always conduct themselves in a professional manner. Intimidation, harassment or abuse of any kind toward a student will be dealt with quickly and severely. Custodians are encouraged to be friendly and helpful; however, they should refrain from unnecessary fraternization with student, staff or faculty. Perform all duties in accordance with applicable safety requirements. This primarily effects the operation of equipment and use of cleaning chemicals. Should a question arise concerning the safe use of equipment or chemicals, it is the custodian's responsibility to seek assistance prior to their use. Assist in receiving, storing and distributing school supplies and equipment as needed or directed. Keep all storage areas neat and clean and arranged in an orderly manner at all times. Keep all stairwells, halls, boiler rooms, and walkways free of furniture, equipment, etc. Clean all classrooms thoroughly. Classroom cleaning will include a combination of the following: removing trash, dusting furniture and 17

2.

3.

4.

5.

equipment, emptying pencil sharpeners, cleaning marker boards and trays, sweeping and mopping floors and polishing metal fixtures. 6. Follow proper procedure and developed work schedules for scrubbing, stripping, waxing, and buffing of resilient classroom floors and corridors. Follow proper procedures and developed work schedules for extracting, bonneting, spot cleaning and vacuuming carpeted areas. Clean all restrooms daily. Each restroom should be checked several times daily to provide clean restroom facilities. All toilet fixtures and floors will be cleaned and disinfected daily. An adequate supply of toilet tissue, paper towels and soap will be available in all restrooms at all times. Office and staff and special purpose areas (i.e. health rooms, guidance, lounge, etc.) will be cleaned daily.

7. 8.

9.

10. School grounds will be check daily to remove trash, rocks, sticks, bottles, cans, and other items that could become a safety hazard or detract from the general appearance of the school. 11. At schools with sewer disposal plants, the custodian will check and maintain the plant by raking and turning stone filter bed per instructions from waste water treatment personnel. The maintenance of the sewer disposal plant may include cutting and removing weeds from the filter bed, often by hand. 12. School buildings will be secured after school hours, holidays and weekends unless otherwise directed by the principal. 13. Replace all burned out light bulbs, tubes, air filters, and damaged ceiling tiles as needed or as directed, as quickly as possible. 14. Report all equipment failures, damage to school furniture or building, etc. to the principal or lead custodian. 15. Routinely checks all gutters, downspouts, splash blocks, covered walkways, and catch basin grates for accumulation of trash, rocks, bottles or anything that may cause drainage problems and immediately cleans any affected areas. 16. Remove all snow and ice from steps and walks prior to students' arrival. This may require schedule adjustments as deemed necessary by the principal or lead custodian. 18

17. Coordinates all time off with the principal or lead custodian. This includes notification of sick time as soon as it is known that time off is required. Annual leave days will always be approved prior to it being taken. 18. Maintains time card for payroll record keeping. 19. Immediately corrects situations deemed an emergency by the principal or lead custodian. 20. Performs other duties as directed by the principal, assistant principal or lead custodians.

MINIMUM QUALIFICATIONS OR STANDARDS REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS Physical Requirement: Ability to lift 60 lbs, also work in various weather conditions. Must be physically able to operate a variety of equipment. Must be able to exert up to 25 pounds of force occasionally, and/or up to 15 pounds of force frequently, and/or up to 5 pounds of force constantly to move objects. Must be able to lift and/or carry weights of up to 60 pounds. Physical demands are for Light to Medium Work. Interpersonal Communication: Ability of speaking and/or signaling people to convey or exchange information. Includes receiving instructions, assignments and/or directions from superiors. Language Ability: Ability to read and write and understand verbal instructions given in English. Intelligence: Ability to interpret a variety of instructions furnished in written, oral, or scheduled form. Verbal Aptitude: Ability to follow oral and written instructions. Must be able to use and interpret safety and custodial language. Numerical Aptitude: Ability to calculate simple measurements, i.e. oz, lb, gallon, etc. Motor Coordination: Ability to coordinate hands and eyes to operate equipment used in custodial functions.

19

Interpersonal Temperament: Ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with persons acting under stress. Physical Communication: Ability to talk and hear (Talking: expressing or exchanging ideas by means of spoken words. Hearing: perceiving nature of sounds by ear). Must be able to communicate via radio or telephone. MINIMUM TRAINING AND EXPERIENCE 1. Ability to follow oral and written instructions. 2. Able to accomplish tasks which require physical strength over a long period of time. 3. Basic knowledge of cleaning methods, materials and equipment. KNOWLEDGE, SKILLS, and ABILITIES Ability to communicate effectively both orally and in writing. Ability to reason, make judgments, and maintain effective working relationships with others. Ability to utilize positive human relation skills with staff. Ability to resolve problem situations with sound judgment. Ability to maintain confidentiality in matters relating to the school system. Ability to exercise independent judgment and initiative in completing work assignments. Ability to work in the absence of supervision. Ability to establish and maintain cooperative working relationships with those contacted in the course of work.

Back to Top

20

UNION COUNTY SCHOOLS JOB DESCRIPTION

JOB TITLE: Custodian 2 (Evening Custodian) FLSA STATUS: Non-Exempt SALARY LEVEL:____ GENERAL STATEMENT OF JOB To perform routine tasks cleaning and maintaining school building and grounds in accordance with instructions issued by the principal, lead custodian and other established procedures. DUTIES AND RESPONSIBILITIES ESSENTIAL JOB FUNCTIONS 1. To perform all tasks with the safety and well being of the students in mind. Careless, sloppy or unsafe work practices will not be tolerated for this reason. Custodial personnel must always conduct themselves in a professional manner. Intimidation, harassment or abuse of any kind toward a student will be dealt with quickly and severely. Custodians are encouraged to be friendly and helpful; however, they should refrain from unnecessary fraternization with students, staff or faculty. 2. The designation Custodian 2, evening custodian, signifies that a custodian is working routinely after the hour of 7:00 p.m. The primary significance of this is for pay purposes and does not indicate a higher level custodial position compared to the day custodian. Responsibilities and duties are basically the same. Perform all duties in accordance with applicable safety requirements. This primarily effects the operation of equipment and use of cleaning chemicals. Should a question arise concerning the safe use of equipment or chemicals, it is the custodian's responsibility to seek assistance prior to their use. Assist in receiving, storing and distributing school supplies and equipment as needed or directed. Keep all storage areas neat and clean and arranged in an orderly manner at all times. Keep all stairwells, halls, boiler rooms, and walkways free of furniture, equipment, etc. 21

3.

4.

5.

6.

Clean all classrooms thoroughly. Classroom cleaning will include a combination of the following: removing trash, dusting furniture and equipment, emptying pencil sharpeners, cleaning marker boards and trays, sweeping and mopping floors and polishing metal fixtures. Follow proper procedure and developed work schedules for scrubbing, stripping, waxing, and buffing of resilient classroom floors and corridors. Follow proper procedures and developed work schedules for extracting, bonneting, spot cleaning and vacuuming carpeted areas. Clean all restrooms daily. Each restroom should be checked several times daily to provide clean restroom facilities. All toilet fixtures and floors will be cleaned and disinfected daily. An adequate supply of toilet tissue, paper towels and soap will be available in all restrooms at all times.

7.

8. 9.

10. Office and staff and special purpose areas (i.e. health rooms, guidance, lounge, etc.) will be cleaned daily. 11. School grounds will be checked daily to remove trash, rocks, sticks, bottles, cans, and other items that could become a safety hazard or detract from the general appearance of the school. 14. At schools with sewer disposal plants, the custodian will check and maintain the plant by raking and turning stone filter bed per instructions from waste water treatment personnel. The maintenance of the sewer disposal plant may include cutting and removing weeds from the filter bed, often by hand. 15. School buildings will be secured after school hours, holidays and weekends unless otherwise directed by the principal. 16. Replace all burned out light bulbs, tubes, air filters, and damaged ceiling tiles as needed or as directed, as quickly as possible. 17. Report all equipment failures, damage to school furniture or building, etc. to the principal or lead custodian. 18. Routinely checks all gutters, downspouts, splash blocks, covered walkways, and catch basin grates for accumulation of trash, rocks, bottles or anything that may cause drainage problems and immediately cleans any affected areas.

22

19. Remove all snow and ice from steps and walks prior to students' arrival. This may require schedule adjustments as deemed necessary by the principal or lead custodian. 20. Coordinates all time off with the principal or lead custodian. This includes notification of sick time as soon as it is known that time off is required. Annual leave days will always be approved prior to it being taken. 21. Maintains time card for payroll record keeping. 22. Immediately corrects situations deemed an emergency by the principal or lead custodian. 23. Performs other duties as directed by the principal, assistant principal, or lead custodians. MINIMUM QUALIFICATIONS OR STANDARDS REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS Physical Requirement: Ability to lift 60 lbs, also work in various weather conditions. Must be physically able to operate a variety of equipment. Must be able to exert up to 25 pounds of force occasionally, and/or up to 15 pounds of force frequently, and/or up to 5 pounds of force constantly to move objects. Must be able to lift and/or carry weights of up to 60 pounds. Physical demands are for Light to Medium Work. Interpersonal Communication: Ability of speaking and/or signaling people to convey or exchange information. Includes receiving instructions, assignments and/or directions from superiors. Language Ability: Ability to read and write and understand verbal instructions given in English. Intelligence: Ability to interpret a variety of instructions furnished in written, oral, or scheduled form. Verbal Aptitude: Ability to follow oral and written instructions. Must be able to use and interpret safety and custodial language. Numerical Aptitude: Ability to calculate simple measurements, i.e. oz, lb, gallon, etc. Motor Coordination: Ability to coordinate hands and eyes to operate equipment used in custodial functions.

23

Interpersonal Temperament: Ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with persons acting under stress. Physical Communication: Ability to talk and hear (Talking: expressing or exchanging ideas by means of spoken words. Hearing: perceiving nature of sounds by ear). Must be able to communicate via radio or telephone. MINIMUM TRAINING AND EXPERIENCE 1. Ability to follow oral and written instructions. 2. Able to accomplish tasks which require physical strength over a long period of time. 3. Basic knowledge of cleaning methods, materials and equipment. KNOWLEDGE, SKILLS, and ABILITIES Ability to communicate effectively both orally and in writing. Ability to reason, make judgments, and maintain effective working relationships with others. Ability to utilize positive human relation skills with staff. Ability to resolve problem situations with sound judgment. Ability to maintain confidentiality in matters relating to the school system. Ability to exercise independent judgment and initiative in completing work assignments. Ability to work in the absence of supervision. Ability to establish and maintain cooperative working relationships with those contacted in the course of work.

Back to Top

24

UNION COUNTY SCHOOLS JOB DESCRIPTION

JOB TITLE: Custodian 3 (Lead Custodian) FLSA STATUS: Non-Exempt SALARY LEVEL:____ GENERAL STATEMENT OF JOB To perform routine tasks cleaning and maintaining school building and grounds in accordance with established procedures. Inspects work areas for Custodian 1 and Custodian 2 and ensure those assignments are completed. Reports all discrepancies to the Principal or District Lead Custodian. To ensure an efficient custodial work force that meets the school's needs. DUTIES AND RESPONSIBILITIES ESSENTIAL JOB FUNCTIONS 1. To perform all tasks with the safety and well being of the students in mind. Careless, sloppy or unsafe work practices will not be tolerated for this reason. Custodial personnel must always conduct themselves in a professional manner. Intimidation, harassment or abuse of any kind toward a student will be dealt with quickly and severely. Custodians are encouraged to be friendly and helpful; however, they should refrain from unnecessary fraternization with student, staff or faculty. 2. 3. Performs all tasks required by Custodian 1 and Custodian 2 as required. Ensures all duties performed by any of the custodial staff is in accordance with applicable safety requirements. This will include but is not limited to the operation of equipment and use of cleaning chemicals. Ensures all custodians are familiar with right to know information and are instructed in the location of right to know documentation. Instructs custodial personnel on the proper procedures for the operation and use of equipment and the mixing, storage and use of cleaning chemicals. Provides one on one training to ensure each custodian under his/her supervision is knowledgeable of proper

4.

5.

25

cleaning procedures and techniques. Provides orientation for new custodial personnel. 6. 7. 8. Make work assignments and schedules work intervals to ensure the most efficient, highest quality work is being achieved. Make daily checks of work being accomplished by personnel under his/her supervision to determine if desired standards are being met. Makes periodic inspections of all parts of the school which will include all aspects of building safety and sanitation, floor care, hardware function, heating plants and air conditioning units. Initiates work order requests and recommendations for the maintenance and repairs needed in these areas. Coordinates work with maintenance SMART Teams and assist maintenance personnel to expedite repairs.

9.

10. Request supplies and equipment from the District Lead Custodian. Maintains records of equipment and supplies received. 11. Keeps storage areas neatly arranged and clear of dust, dirt and debris. 12. At schools with sewer disposal plants, inspects, maintains and reports problems with the sewer disposal plant. 13. Ensures all preventive maintenance procedures are followed. Coordinates repairs and higher level preventive maintenance with the maintenance department. Reports inoperative or unsafe equipment to the maintenance department immediately. 14. Inspects and maintains grounds. Coordinates with maintenance grounds keepers to insure all areas on campus are being maintained. 15. Ensures buildings are secured and custodial staff is advised of proper security procedures. 16. Maintains time cards and payroll records on custodial staff members to ensure time is properly accounted for (i.e. time off, sick days, annual leave, etc.). 17. Performs other tasks as directed by the Principal or District Lead Custodian.

26

MINIMUM QUALIFICATIONS OR STANDARDS REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS Physical Requirement: Physical demands are Light to Medium Work. Ability to lift 60 lbs, also work in various weather conditions. Must be physically able to operate a variety of equipment. Must be able to exert up to 25 pounds of force occasionally, and/or up to 15 pounds of force frequently, and/or up to 5 pounds of force constantly to move objects. Must be able to lift and/or carry weights of up to 60 pounds. Interpersonal Communication: Ability of speaking and/or signaling people to convey or exchange information. Includes giving instructions to subordinates. Includes receiving instructions, assignments and/or directions from superiors. Language Ability: Ability to read work orders. Requires the ability to prepare work orders and time cards using prescribed format. Intelligence: Ability to interpret a variety of instructions furnished in written, oral, or scheduled form. Verbal Aptitude: Ability to record and deliver information, to explain procedures, to follow oral and written instructions in English. Must be able to use and interpret safety and custodial language. Numerical Aptitude: Ability to use simple measurement calculations like ratios and understand measurement terms, i.e. oz, lbs, gallons, etc. Motor Coordination: Ability to coordinate hands and eyes rapidly and accurately in using cleaning and lawn maintenance equipment and machinery. Interpersonal Temperament: Ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with persons acting under stress. Physical Communication: Ability to talk and hear (Talking: expressing or exchanging ideas by means of spoken words. Hearing: perceiving nature of sounds by ear). Must be able to communicate via a radio or telephone. MINIMUM TRAINING AND EXPERIENCE 1. Ability to prepare and follow work schedules. 2. Significant knowledge of cleaning methods, materials, and equipment. 3. Ability to lead and train other custodial personnel. 27

4. Significant knowledge of the operation of lawn care equipment (i.e. mower and string trimmer). 5. Knowledge of general safety requirements (i.e. blood borne pathogen, personal safety equipment, etc.) and safety requirements pertaining specifically to custodial equipment and supplies. 6. Ability to relate, cooperate and coordinate with principals, teachers, and staff on a routine basis. KNOWLEDGE, SKILLS, and ABILITIES Ability to communicate effectively both orally and in writing. Ability to reason, make judgments, and maintain effective working relationships with others. Ability to utilize positive human relation skills with staff. Ability to resolve problem situations with sound judgment. Ability to maintain confidentiality in matters relating to the school system. Ability to exercise independent judgment and initiative in completing work assignments. Ability to work in the absence of supervision. Ability to establish and maintain cooperative working relationships with those contacted in the course of work.

Back to Top

28

3. SAFETY ON THE JOB

A. SAFETY RULES ­ CUSTODIAL Any accident requiring more than minor first aid or any accident resulting in damage of equipment or property will be immediately reported to the employee's Supervisor, Principal or Director. The injured employee will fill out the UCPS Employee Injury Report (WC 301) and if medical attention is required, between 8:00 a.m. ­ 5:00 p.m., the employee will report to Monroe Urgent Care or Union West Urgent Care. For emergency care after hours, go to Union Regional Emergency Room (600 Hospital Drive, Monroe). Employees shall use proper lifting techniques at all times and ask for assistance when needed. Employees are to use caution when working around any bodily fluids and are to take universal precautions against contact with any Bloodborne Pathogen. All chemicals shall be properly labeled. Employees will use all chemicals according to label instructions. If there is a question about its safety, they will consult the Material Safety Data Sheet. OSHA standards must be followed in disposal of hazardous waste such as chemicals, oil and paint. The appointed Safety Coordinator will report any chemical spills of over fifty (50) gallons to the Safety Director. Any spills under that amount will be cleaned up immediately using guidelines on the label or MSDS. If in doubt as to the proper procedure, they should call the Safety Director. Rubber gloves shall be worn when there is a danger of contact with chemicals or bodily fluids. Approved safety glasses or full face shield will be worn when working in a situation where there is a reasonable probability of any foreign object, or liquid, coming in contact with the eyes. Employees will use only ladders and scaffolding, for climbing, that meet OSHA standards. They shall visibly inspect any ladder before using it. If it is deemed unsafe for any reason it will be immediately taken out if service and reported to the Maintenance Department. Employees are not to store any item within three (3) feet of any electrical panel. Electrical Rooms and Boiler Rooms must not be used as storage rooms. Only trained, authorized personnel will operate any equipment such as electric drills, scrubbers, electric or propane buffers/burnishers, carpet extractors, and lawn equipment such as push/riding mowers, weed eaters, 29

pressure washers, hedge clippers, etc. Those personnel will follow all safety guidelines regarding any equipment they are operating. Employees will abide by all D.O.T. safety regulations when operating any vehicle. Footwear must completely cover foot. Open toed/open heeled footwear is unacceptable.

These safety rules may not incorporate all aspects of safety as they may relate to each employee's specific job requirements. All employees will use common sense and good judgment as to the safe performance of their duties. If potential or questionable safety hazards exist or are observed, they should be corrected where possible or otherwise reported to the supervisor. No task is so urgent that safe procedures cannot be used. Back to Top

B. HAZARD COMMUNICATION PROGRAM (HAZCOM) 1. Purpose: This program will describe how Union County Public School maintenance department personnel will protect the safety and health of those employees who are at risk of being exposed to hazardous chemicals in the workplace. It is designed to comply with the provisions of 29 CFR 1910.1200. There is no job at the Union County Public Schools so vital or urgent as to justify the risk of employee overexposure to a hazardous chemical. Employees will ask when in doubt and proceed with a job only after being satisfied that it safe for them to do so. 2. Scope: All custodial personnel will adhere to these policies. Each lead custodian will be held responsible for strict adherence to these policies and will closely monitor all activities involving hazardous chemicals. Each custodian will carefully follow established work practices and promptly report observed or potential problems to their immediate supervisor. 3. Responsibilities: The lead custodian will monitor the hazard communication program and is responsible for monitoring all related activities to ensure compliance with this program. The maintenance department's Safety Committee will review and update the program annually or when directed to do so by the Director of Maintenance. 4. Chemical Listing: A list of all hazardous chemicals used by the custodians, their location, and their purpose are readily available in the "Right to Know" notebook. 5. Material Safety Data Sheets (MSDS): A Material Safety Data Sheet (MSDS) for each hazardous chemical on the list referenced above is located in the "Right to Know" notebook. The MSDS is readily available for review by any employee. 30

The district lead custodian is responsible to ensure that the lists of hazardous chemicals that are supplied by the maintenance department are kept current and that a current MSDS for each of those hazardous chemicals used is on hand. A chemical that is not shown on the current list will not be ordered without prior coordination with the maintenance department. 6. Labeling: All containers or hazardous chemicals used or stored in custodial areas throughout the school will be conspicuously labeled with the following: a. Identity of the chemical (This must be the same as on the applicable MSDS). b. Hazard warnings (i.e. Causes Eye Irritation, Harmful or Fatal if Swallowed). c. If the chemical is know or suspected to be a cancer causing agent (Carcinogen) d. If the chemical is known to affect a specific organ of the body (i.e. Causes Eye Irritation, May Cause Skin Irritation). The person having supervisory responsibility for the use of each hazardous chemical (lead custodian) will ensure that labels are not defaced and that they remain legible at all times. 7. Training: All custodial personnel exposed to any hazardous chemicals will complete an information and training program, which includes at least the subjects, listed below. New custodians must complete similar instruction before initial exposure to any hazardous chemical in the workplace. Adequate training of all employees exposed to hazardous chemicals will be given by a maintenance department Safety Committee member designee.

Back to Top

C. REPORTING ON THE JOB INJURIES There is a growing concern in the school system about the number and types of on the job injuries and the amount of time lost due to these injuries and the amount of time lost due to these injuries. It is our belief that all injuries are preventable using common sense and the protective equipment provided by the school system. It is also very disturbing that many injuries are not reported correctly or investigated properly by supervisory personnel. This is a very important step in the prevention of similar accidents or training for the prevention of accidents. Custodial personnel are notified that all on the job injuries will be reported to the principal immediately. This includes injuries that do not result in medical attention. If medical attention is required, the principal or administrative staff will arrange for transport if necessary and report the injury to THE Safety and Security Office at 704-29631

3065 ext. 2267 immediately. If medical attention is not required the principal or administrative staff must note the details of any injury, i.e. date, time, location, type of injury, and a brief description of how the injury occurred. Failure to report injuries promptly may result in a delay or denial of worker's compensation benefits. Therefore, it is extremely important that all injuries be reported as stated above.

Back to Top

D. BLOODBORNE PATHOGENS EXPOSURE CONTROL PLAN 1.0 PURPOSE This Bloodborne Pathogens Exposure Control Plan has been formulated by the Safety Director, who is the Bloodborne Pathogens Exposure Compliance Officer (hereinafter "Compliance Officer") and is adopted pursuant to Union County Board of Education Policy and pursuant to state and federal regulations and bloodborne pathogen standards formulated under the Occupational Safety and Health Act. The purpose is to implement practices that will limit occupational exposure of Union County Public Schools employees to blood and other potentially infectious body fluids and materials that may transmit bloodborne pathogens and lead to disease or death. DEFINITIONS 2.1 BLOOD - Human blood, human blood components and products made from human blood. BLOODBORNE PATHOGENS ­ Pathogenic microorganisms present in human blood which can cause disease and death in humans, including but not limited to Hepatitis B virus (HBV) and human immunodeficiency virus (HIV). POTENTIALLY INFECTIOUS MATERIAL ­ In addition to blood, these materials include semen, vaginal secretions, cerebrospinal fluid, (fluid around brain and the cavity of the spinal cord) synovial fluid, (fluid secreted by membranes in joint cavities and tendons) pleural fluid, (fluid around lungs) pericardial fluid, (fluid around the heart) peritoneal fluid, (fluid around abdominal cavity) amniotic fluid, (fluid around embryo) saliva in dental procedures, any blood fluids visibly contaminated with blood, and all bodily fluids in situations where it is difficult or impossible to differentiate between body fluids. EXPOSURE ­ Exposure means a specific eye, mouth, or other mucus membrane, non-intact skin, or parenteral contact (IV or intramuscular injection) with blood or other potentially 32

2.0

2.2

2.3

2.4

infectious materials that result from the performance of an employees duty. 2.5 PERSONAL PROTECTIVE EQUIPMENT ­ Specialized clothing or equipment worn by an employee for protection against a hazard, such as gloves, masks, goggles or disposable gowns. Personal protective equipment will be considered "appropriate" only if it does not permit blood or other potentially infectious materials to pass through or reach the employee's work clothes, street clothes, undergarments, skin, eyes, mouth, or other mucus membranes under normal conditions of use and for the duration of time that the protective equipment will be used. CONTAMINATED ­ The presence or the reasonably anticipated presence of blood or other potentially infectious materials on an item or surface. DECONTAMINATION ­ The use of physical or chemical means to remove, inactivate, or destroy bloodborne pathogens on a surface or item to the point where they are no longer capable of transmitting infectious particles and the surface or item is rendered safe for handling, use, or disposal. HANDWASHING FACILITIES ­ Facilities providing and adequate supply of running potable water, soap and single use towels or hot air drying machines. LICENSED HEALTH CARE PROFESSIONAL ­ A person whose legally permitted scope of practice allows him or her to independently perform the activities required for Hepatitis B vaccination and Post-Exposure Evaluation and Follow-Up as described in this plan. HBV - Hepatitis B virus. HIV ­ Human immunodeficiency virus. That virus that causes AIDS (Acquired Immunodeficiency Syndrome). OCCUPATIONAL EXPOSURE ­ Reasonably anticipated skin, eye, mucous membrane or parenteral contact with blood or other potentially infectious materials that may result from the performance of an employee's duties. "Good Samaritan Acts" (and employee rendering assistance to an accident victim) and other exposures that cannot reasonably be anticipated do not constitute occupational exposure. SOURCE INDIVIDUAL - Any individual, living or dead, whose blood or other potentially infectious materials may be a source of occupational exposure to the employee. 33

2.6

2.7

2.8

2.9

2.10 2.11 2.12

2.13

2.14

UNIVERSAL PRECAUTION ­ An approach to infection control, whereby all human blood and other potentially infectious material and contaminated materials are treated as if known to be infectious for HIV, HBV and other bloodborne pathogens. WORK PRACTICE CONTROLS ­ Controls that reduce the likelihood of exposure by altering the manner in which a task is performed (e.g., diapering students unable to control bodily excretion functions or requiring that broken glass be picked up with tongs or dust pan and brush rather than by hand).

2.15

3.0

EXPOSURE DETERMINATION (APPENDIX A) Appendix A, attached hereto, is an exposure determination for each job classification in the Union County Public Schools. The exposure determination has been made without regard to the use of personal protective equipment and is arranged as follows: (A) Category I ­ All job classifications in which all employees have occupational exposure; and (B) Category II ­ All job classifications in which some employees have occupational exposure.

4.0

TASKS AND PROCEDURES ANALYSIS (APPENDIX B) Appendix B, attached hereto, is a brief description of all tasks and procedures or groups or closely related tasks and procedures in which occupational exposure occurs and that are performed by employees in category I and category II job classifications. The determination that occupational exposure occurs in these tasks and procedures has been made without regard to the use of personal protective equipment. For each tasks or procedure listed, Appendix B also lists the appropriate work practice controls, personal protective equipment, and/or other methods of reducing the potential of exposure to blood or other potentially infectious materials, as determined and mandated by the Compliance Officer.

5.0

METHODS OF REDUCING THE POTENTIAL OF EXPOSURE 5.1 WORK PRACTICE CONTROLS ­ In addition to those work practice controls mandated by Appendix B, the following work practices controls shall be observed by all employees at all times: 5.1.1 UNIVERSAL PRECAUTIONS ­ All employees must use universal precautions in all situations in which potentially infectious materials may be present. In 34

order to ensure that employee exposure to HIV, HBV and other bloodborne pathogens is minimized, all potentially infectious materials shall be handled as if know to be contaminated with dangerous pathogens, and under circumstances in which differentiation between body fluid types is difficult or impossible, all body fluids shall be considered potentially infectious materials. 5.1.2 All procedures involving blood or other potentially infectious materials shall be performed so as to minimize splashing, spraying, spattering or generation of droplets of these substances. All procedures involving blood or body fluids shall be performed to minimize exposure to eyes, mouth and skin. Hand washing facilities shall be made readily accessible to employees. When not feasible, antiseptic hand cleanser in conjunction with clean cloth/paper towels or antiseptic towelettes shall be made available. When antiseptic hand cleansers or towelettes are used, hands shall be washed with soap and running water as soon as feasible after removal of gloves or other personal protective equipment and immediately or as soon as feasible following contact with potentially infectious materials. Contaminated needles, glass, and other sharp objects capable of puncturing the skin shall at all times be considered to be potentially infectious and shall be handled with universal precautions.

5.1.3

5.1.4

5.1.4(A)

Contaminated needles and other sharps shall not be recapped or removed. When situations dictate the removal of these objects, a mechanical devise or a one-handed technique shall be used. Containers for contaminated needles and sharps shall be located as close as feasible to where sharps are used in the workplace. Containers shall be puncture- resistant and shall be red or clearly labeled with fluorescent orange labels showing the following legend: Containers shall be maintained upright throughout use and shall not be allowed to overfill. Reusable containers shall not be opened, emptied or cleaned manually or in any manner that would expose employees to risk of injury. 5.1.5 Eating, drinking, smoking, applying cosmetics or lip balm and handling contact lenses are prohibited in 35

5.1.4(B)

work areas where there is reasonable likelihood of occupational exposure. 5.1.6 Food and drink shall not be kept in refrigerators, freezers, shelves, cabinets or on countertops where blood or other potentially infectious materials are stored or likely to be encountered Sports equipment that may become contaminated with blood or other potentially infectious materials shall be examined regularly and decontaminated or disposed of as necessary. Equipment that may become contaminated with blood or other potentially infectious materials shall be examined prior to servicing or shipping and shall be decontaminated as necessary, unless decontamination is not feasible. A readily observable label shall be attached to equipment that has not been decontaminated, and this information conveyed to all affected employees and to the servicing representative, as appropriate prior to handling, servicing, or shipping so that appropriate precautions will be taken. Broken glassware that may be contaminated shall not be picked up directly with the hands. It shall be cleaned up using mechanical means, such as a brush and dustpan, tongs, or forceps.

5.1.7

5.1.8

5.1.9

5.1.10 Employees having contact with contaminated laundry shall wear protective gloves and other appropriate personal protective equipment. Contaminated laundry shall be handled as little as possible. It shall be bagged or containerized, and whenever wet, shall be placed and transported in bags or containers that prevent soak-through and/or leakage of fluids to the exterior. When shipped off-site to a second facility that does not utilize universal precautions in the handling of the laundry, contaminated laundry must be placed in bags or containers that are clearly labeled and color-coded. (See 5.1.4 (B) above for labeling requirements). 5.2 PERSONAL PROTECTIVE EQUIPMENT ­ As set forth in Appendix B, when occupational exposure cannot be eliminated through use of work practice controls alone, personal protective equipment shall be used by all employees. In addition to the specific mandates of Appendix B, the following provisions shall apply with regard to personal protective equipment: 36

5.2.1

Personal protective equipment shall be provided at no cost to employees and shall be cleaned, laundered, repaired, replaced or disposed of at no cost to the employee. Each employee must use personal protective equipment when it can be reasonable anticipated that he or she may have contact with blood or potentially infectious materials. The type and characteristics of appropriate personal protective equipment will depend upon the task and degree of exposure anticipated. If protective equipment becomes penetrated or saturated by blood or other potentially infectious materials, it shall be removed immediately or as soon as feasible and shall be placed in an appropriately designated area or container for decontamination or disposal. Likewise, personal protective equipment shall be removed prior to leaving the work area and shall be placed in the appropriate area for decontamination or disposal. Hypoallergenic gloves, glove liners, powderless gloves, or similar alternatives shall be made available and accessible to those employees who are allergic to the disposable gloves normally provided. Disposable gloves, such as surgical or examination gloves shall be replaced as soon as practical when contaminated and as soon as feasible when torn, punctured, or their ability to function as a barrier is compromised. Disposable gloves shall not be reused. Utility gloves (heavy duty rubber gloves) may be decontaminated for re-use if the integrity of the glove is not compromised. Utility gloves must be discarded when their ability to function as a barrier is compromised (e.g., cracked, peeled, torn, punctured, etc.). Under rare and extraordinary circumstances when, in an employee's professional judgment, use of personal protective equipment in a specific instance would pose an increased hazard to the safety of the employee or a co-worker, and the employee briefly and temporarily declines to use personal protective equipment, a report shall immediately be made to the employee's supervisor, who shall contact the Compliance Officer. The circumstances shall be investigated and documented in order to determine 37

5.2.2

5.2.3

5.2.4

5.2.5

5.2.6

5.2.7

whether changes can be instituted to prevent such occurrences in the future. 5.3 HOUSEKEEPING ­ Each worksite shall be maintained in a clean and sanitary condition. All equipment and environmental and working surfaces shall be cleaned and decontaminated after contact with blood or other potentially infectious materials.

6.0

HEPATITIS B VACCINATION 6.1 The Union County Public Schools shall provide the Hepatitis B Vaccination series (including any boosters recommended by the U.S. Public Health Service) free-of-charge to all employees in category I or to employees in category II who are assigned to tasks that put them at risk for occupational exposure. (Appendix B) The vaccine shall be made available to these employees within 10 working days of initial assignment, and after the employee has received information on the effectiveness, safety, the method of administration and benefits of vaccination. All employees receiving the vaccine shall execute the Administration Form in Appendix C. Any employee in a Category I or selected Category II job classification may decline the Hepatitis B Vaccination by signing the declination form contained in Appendix C. If an employee initially declines the vaccination, but later decides to accept it, the vaccination shall be made available free of charge, and the employee shall sign the Administration Form. The Hepatitis B Vaccination need not be made available to an employee who has previously received a Hepatitis B vaccination series, has had an antibody testing revealing that he or she is immune, or for whom the vaccine is inadvisable for medical reasons.

6.2

6.3

7.0

POST-EXPOSURE FOLLOW-UP 7.1 Any employee involved in a exposure incident must, as soon as practicable, report the incident to his or her supervisor, and the supervisor must make a written report using the Injury/Exposure Report Form in Appendix D, which must be conveyed to the Compliance Officer within 24 hours of the incident. Following an exposure incident, the employee immediately shall perform personal decontamination measures (such as hand washing, etc.) as appropriate. 38

7.2

7.3

As soon as practicable following receipt of an Injury/Exposure Report Form by the Compliance Officer, the Union County Public Schools shall make available to the exposed employee a confidential medical evaluation and follow-up, including the following elements:

(A)

Documentation of the routes of exposure and the circumstances under which the exposure incident occurred. Identification and documentation of the source individual, unless the Union County Public Schools can establish that identification is infeasible or prohibited by state and local law. The Union County Public Schools shall assure that the source individual's blood is tested to determine HIV and HBV infectivity as soon as feasible and after appropriate consent is obtained, the Union County Public Schools shall establish that consent cannot be obtained. When the source individual is already known to be infected with HIV or HBV, the individual's blood need not be retested. Results of the source individual's testing shall be made available to the exposed employee, and the employee shall be informed of applicable laws and regulations concerning disclosure of the identity and infectious status of the source individual. The exposed employee's blood will be collected for HBV and HIV testing as soon as feasible and after consent is obtained. Post-exposure prophylaxis, when medically indicated, and as recommended by the U.S. Public Health Service, shall be provided, as well as counseling and evaluation of reported illnesses. 7.4 The Union County Public Schools shall ensure that the healthcare professional responsible for the medical evaluation is provided with the following information:

(B)

(C)

(D)

(E)

(A)

A copy of this Plan and the current North Carolina Occupational Safety and Health Bloodborne Pathogens Standards; A description of the exposed employee's duties as they relate to the exposure incident; Documentation of the routes of exposure and the circumstances under which the exposure occurred; Results of the source individual's blood testing, if available; and All medical records relevant to the exposed employee's vaccination and serologic status which are the responsibility of the Union County Public Schools to maintain.

(B)

(C)

(D) (E)

39

7.5

The healthcare professional's written opinion shall be obtained and provided to the exposed employee within 15 days of the completion of the evaluation. The written opinion shall be limited to whether Hepatitis B Vaccination is indicated for the employee, and if the employee has received such a vaccination. The written opinion for post-exposure evaluation and follow-up shall be limited to the following information: That the employee has been informed of the results of the evaluation, and that the employee has been told about any medical conditions resulting from the exposure to blood or other potentially infectious materials which require further evaluation or treatment. All other findings or diagnoses shall remain confidential and shall not be included in the written report.

8.0

EMPLOYEE TRAINING The Union County Public Schools shall provide appropriate training on the transmission of bloodborne pathogens to all employees in Category I and to the employees in Category II who are assigned tasks that put them at risk for occupational exposure. 8.1 Training shall be provided to an employee within 10 days of his or her assignment to a Category I or selected Category II job classification. Training shall be provided on an annual basis for all Category I and selected Category II employees. Records of training shall be maintained for three years from the date of training. Such records shall include the dates of training session, a summary of the contents of the session, and the name and qualifications of the person conducting the training, and the names and job classifications of all persons attending the training sessions. (Appendix E) Contents of Training Program ­ Each training program shall contain at least the following elements: (A) A copy of the North Carolina Occupational Safety and Health Bloodborne Pathogens Standard and an explanation of its contents; A general explanation of the epidemiology and symptoms of bloodborne diseases; An explanation of the modes of transmission of bloodborne pathogens; An explanation of this Exposure Control Plan and the means by which this Plan is accessible to employees; An explanation of the appropriate methods for recognizing tasks and other activities that may 40

8.2

8.3

8.4

(B) (C) (D)

(E)

(F) (G) (H)

(I)

(J)

(K)

(L)

(M) (N)

involve exposure to blood and other potentially infectious materials; An explanation of the use and limitations of methods that will prevent or reduce exposure; An explanation of the basis for selection of personal protective equipment; Information on the types, proper use, location, removal, handling, decontamination and disposal of personal protective equipment; Information on the Hepatitis B vaccine, including information on its effectiveness, safety, method of administration, the benefits of being vaccinated, and that the vaccine and vaccination will be offered free of charge; Information on the appropriate actions to take and persons to contact in an emergency involving blood or other potentially infectious materials; An explanation of the procedure to follow if an exposure incident occurs, including the method of reporting the incident and the medical follow-up that will be made available; Information on the post-exposure evaluation and follow-up that the Union County Public Schools are required to provide for the employee following an exposure incident; An explanation of the signs and labels and/or color-coding required by law; and An opportunity for interactive questions and answers with the person conducting the training session.

8.5

Additional Training ­ In addition to the annual training and training upon initial Category I or selected Category II job assignment as described above, Union County Public Schools shall provide additional training when changes such as modification of procedures affect an employee's occupational exposure. Such additional training may be limited to addressing the new exposures created.

9.0

MAINTENANCE OF RECORDS The Union County Public Schools shall maintain all records pertinent to this Plan regarding Category I and selected Category II employees and other employee reporting an exposure incident for a period of thirty (30) years beyond the date the employee is last employed by the Union County Public Schools. The records must include the name and social security number, status of the Hepatitis B vaccine, including dates, and any information regarding an exposure incident. These records shall be confidential. 41

10.0

MAINTENANCE OF PROCEDURES The Compliance Officer shall ensure that this Plan is reviewed and updated on an annual basis. This plan shall be accessible to all employees and maintained at the school offices and media centers.

11.0

REFERENCES

Federal regulations and standards under Occupational Safety and Health Act, 29 C.F.R. 1910 . 1030 North Carolina General Statute 95-131 North Carolina Department of Labor Occupational Safety and Health Bloodborne Pathogen Standard (printed 5/92) 13 North Carolina Administrative Code 7C.0101 (a) (96)

Back to Top

E. BLOODBORNE PATHOGENS REGULATION AND PROCEDURE

1.0

BLOODBORNE PATHOGENS EXPOSURE COMPLIANCE OFFICER The Safety Director shall be the Bloodborne Pathogens Exposure Compliance Officer (hereinafter "Compliance Officer") for the Union County Public Schools and shall be responsible for the development, implementation and appropriate updating of a Bloodborne Pathogens Exposure Control Plan in conformity with applicable state and federal Occupational Safety and Health regulations and in conformity with this Regulation and Procedure. DEFINITION OF "POTENTIALLY INFECTIOUS MATERIALS" As used herein, "potentially infectious materials" shall mean human blood, human blood components, products made from human blood, semen, vaginal secretions, cerebrospinal fluid, (fluid around brain and the cavity of the spinal cord) synovial fluid, (fluid secreted by membranes in joint cavities and tendons) pleural fluid, (fluid around lungs) pericardial fluid, (fluid around the heart) peritoneal fluid, (fluid around abdominal cavity) amniotic fluid, (fluid around embryo) saliva in dental procedures, any blood fluids visibly contaminated with blood, and all bodily fluids in situations where it is difficult or impossible to differentiate between body fluids. EXPOSURE CONTROL DETERMINATION As a part of the Exposure Control Plan, the Compliance Officer shall evaluate the work environment in the Union County Public Schools 42

2.0

3.0

and prepare a written Exposure Determination which identifies those job classifications in which all or some employees have occupational exposure to potentially infectious materials and which such occupational exposure occurs.

4.0

METHODS OF COMPLIANCE As part of the Exposure Control Plan, the Compliance Officer shall develop appropriate measures to protect employees engaged in work activities from exposure to pathogenic organisms carried in potentially infectious materials. These measures shall include universal precaution, work practice controls, the provision of personal protective equipment and housekeeping standards. 4.1 Universal Precautions ­ The Exposure Control Plan mandate that, under circumstances in which separation between body fluids is difficult or impossible, all body fluids shall be considered potentially infectious materials. Work Practice Controls ­ The Compliance Officer shall determine, and the Exposure Control Plan shall specify, methods of performing work tasks and specific restrictions in the workplace that reduce the likelihood of exposure to bloodborne pathogens. Personal Protective Equipment ­ The Compliance Officer shall determine, and the Exposure Control Plan shall specify, those situations in which occupational exposure to potentially infectious materials remains even after the institution of work practice controls. For those situations, the Exposure Control Plan shall require the use of personal protective equipment (such as gloves, face shields, masks, eye protection, etc.), which shall be provided by the Union County Public Schools at no cost to the employee. Housekeeping Standards ­ The Compliance Officer shall determine appropriate standards and methods for the periodic cleaning and decontamination of workstations in which there is an occupational exposure to potentially infectious materials.

4.2

4.3

4.4

5.0

HEPATITIS B VACCINATION PROGRAM The Exposure Control Plan shall mandate that the Union County Public Schools provide the Hepatitis B Vaccination series free-ofcharge to all employees in job classifications with occupational exposure. The Exposure Control Plan shall further provide that each employee receiving or declining the vaccination be required to sign an appropriate form indicating that decision. 43

6.0

POST-EXPOSURE FOLLOW-UP The Exposure Control Plan shall provide for medical testing and follow-up as required by law by an appropriately licensed health care professional following each reported incident of eye, mouth, mucous membrane, non-intact skin, or skin-piercing exposure to potentially infectious material. The Exposure Control Plan shall provide for identification and testing of the individual who was the source of the potentially infectious material, and for testing of the exposed employee, as required under state and federal law. Post-exposure medical treatment and follow-up as required by applicable state and federal regulations shall be provided to employee's free-of-charge. EMPLOYEE TRAINING The Compliance Officer shall develop and the Exposure Control Plan shall provide for appropriate training on the transmission of bloodborne pathogens for all employees in job classifications determined to have occupational exposure to potentially infectious materials. Training shall include effective ways to minimize contact with infectious materials and procedures to be followed in the event of accidental exposure. The Exposure Control Plan shall specify that training will be provided to an employee within 10 days of assignment to a job classification in which there is occupational exposure to potentially infectious material, and shall be reviewed and/or updated at least annually.

7.0

8.0

MAINTENANCE OF RECORDS The Compliance Officer shall be responsible for maintaining all medical records as specified under law for a period of thirty years, and for maintaining appropriate records of employee training for three years from the date of training. ACCESSIBILITY OF EXPOSURE CONTROL PLAN The Compliance Officer shall ensure that the Exposure Control Plan is accessible to all employees, and a copy maintained in each school or department. EMPLOYEES TO COMPLY WITH PLAN It shall be the responsibility of each employee to familiarize himself or herself with the Exposure Control Plan and to comply with the dictates and provisions of the Plan. Any employee who fails to follow the provisions of the Plan shall be subject to disciplinary action.

9.0

10.0

Back to Top

44

4. GENERAL CUSTODIAL INFORMATION

A. WHY GREEN CLEANING IN SCHOOLS?

From Healthy Schools Campaign

Each school day, some 53 million students and five million staff members attend our nation's schools, representing some 20% of the American population. According to the U.S. Environmental Protection Agency (EPA), half this population may be exposed to polluted indoor air, lead, asbestos, chemical fumes, pesticides, molds and other toxins, along with overcrowding and poor sanitation. New York recently enacted a state law to make sure schools address this issue and other states are likely to follow suit. A well-designed Green Cleaning program can help reduce these harmful exposures and yield many other positive benefits for students, custodial staff, administrators and the environment, including: 1. Green Cleaning Helps Students Stay Healthy and Learn: Research shows a clear link between poor indoor air quality, sick students and teachers, and poor academic and occupational performance. Furthermore, children miss more than 14 million school days each year due to asthma exacerbated by poor indoor air quality, which disproportionately affects low-income and minority students. Green Cleaning can help reduce the environmental hazards that negatively affect children's growing, developing bodies. 2. Green Cleaning Protects the Health of Custodial Staff: Members of the custodial staff, especially women of child-bearing age, are particularly susceptible to health problems caused by their frequent and close interaction with cleaning chemicals and equipment. Choosing safer products and training staff in proper usage can help reduce the number of injuries, decrease Workers' Compensation claims, and lower insurance costs. 3. Green Cleaning Increases the Lifespan of Facilities: Proper maintenance extends the longevity and performance of school building materials and furnishings by preventing damage and premature aging, which in turn reduces waste and unnecessary spending. For example, school districts allocate a significant amount of money to carpeting, which is expected to have a useful life of 10 to 15 years. Dirt and sand can wear out carpet long before its useful lifespan and before the district has budgeted to replace it. 4. Green Cleaning Preserves the Environment: Traditional cleaning products can contain harmful ingredients that can cause cancer, reproductive disorders, major organ damage, and permanent eye damage. These ingredients find their way into drinking water, lakes and streams, adversely affecting plant and animal life, threatening public health and adding to pollution. Switching to green products can help conserve precious natural resources for future generations.

Back to Top

45

B. PRODUCT INFORMATION

ABSORBENT, VOMIT, for absorbing and congealing vomit for clean up. Also deodorizes area. Always use in conjunction with disinfectant and follow bloodborne pathogen procedures. CARPET CLEANER, (Arsenal #14 Pre-Spot & Extraction)) For Carpet spotting and cleaning carpets with the scrubber and bonnet pad. Follow label directions when mixing for spot or bonnet cleaning. FLOOR CLEANER, NEUTRAL, (Arsenal #8 ­ Super Shine-All)Neutral cleaner. Safe for any floor finish FLOOR CLEANER, HEAVY DUTY, (Arsenal#1 or Assurance 5-gal) General purpose cleaner used to top scrub resilient tile. If not mixed too strong, it is safe to use on a waxed floor. DISINFECTANT, CLEANER, (Arsenal#16 ­ Re-juv-nal) Add to mop water when mopping restroom floors and to clean all restroom surfaces. Can be diluted and substituted for disinfectant spray. This product should not be used on waxed floors. DISINFECTANT, SPRAY, (Arsenal #16 diluted) Use this product often to kill germs and bacteria that are spread person to person. Spray all surfaces with this daily. GENERAL ALL PURPOSE CLEANER, (Arsenal#33- Suprox) Can be used on most surfaces to help with hard to remove stains. This product does not disinfect, therefore a disinfectant may be required after cleaning an area with this product. Do not use on waxed floors. GLASS CLEANER, (Arsenal#27) Glass cleaner for cleaning glass, windows and water fountains. ENZYME SPRAY, (Special Order) An enzyme used for eliminating odors caused by bacteria. Especially good in the restrooms for eliminating urine smell around toilets and urinal or bacteria in floor drains. Also helps to remove stains caused by organic materials. Mist around toilets and urinals and allow to air dry. Spray on areas where vomit has been cleaned up. Safe for carpets and upholstery. This is not intended to replace cleaning or disinfecting. It doesn't do either. STRIPPER, FLOOR, This product is used to remove wax from floors. Label directions and cautions should be followed carefully. Wear proper protective equipment while using this product. WAX, FLOOR, This is a floor finish that can be used on a scrubbed or stripped floor. Be sure that the floor is clean and totally dry before applying any floor finish. Apply 5-7 coats for adequate floor protection. DE-ICER, This is used to help melt ice from walkways and entrances. Use conservatively and remove any snow before applying. GUM REMOVER, This product freezes the gum so that it may be chipped away. Use the label directions and cautions when using this product and never spray it on exposed skin.

Back to Top

46

C. CUSTODIAL CAFETERIA RESPONSIBILITIES IN KITCHEN/ DINING AREAS Child Nutrition is totally responsible for all areas of their kitchen and dining areas during the school year. They are graded by the health department for the cleanliness and upkeep of these areas. As a courtesy to the Child Nutrition department, the custodial staff will change light bulbs and air filters, except the hood filter, in the kitchen and dining area and will routinely burnish the VCT type flooring in the dining room during the school year. During the summer custodial personnel will scrub the kitchen and dining room floors and re-finish (wax) the VCT flooring in the dining area as well as wash/replace kitchen ceiling tiles, as needed. D. CLEANING SUPPLIES Custodial supplies delivered from the maintenance department are for custodial use only. Custodians may not bring into the school, use or request any cleaning products or supplies other than those supplied by Custodial Services. Agreeing that the welfare of children is the first concern of the school system, custodial staff should remove and lock away any chemical products, (authorized or unauthorized) found in classrooms, offices or the building that is within reach of students. Custodial closets/supply rooms must remain closed and locked at all times. Custodial Carts must be in sight at all times therefore must never be left in the hallway but rolled into the classroom or area being cleaned. If you are called away from your work area, the custodial cart must be locked in a custodial room or empty classroom. If the classrooms are equipped with a towel dispenser, the custodial staff is responsible for stocking the dispenser on a daily basis however; cleaning chemicals and extra towels and toilet tissue are not to be placed in the classroom. If these items are being requested or used for instructional use, the school should purchase them.

Back to Top

E. LIGHT BULB REPLACEMENT Custodians should be aware that it is their responsibility to routinely change burned out light bulbs. Maintenance personnel will change lights so high that a person standing on a ladder cannot reach them. Occasionally, while attempting to replace burned out bulbs, defective ballasts are discovered. Ballasts will be changed by maintenance personnel, however when a bad ballast is discovered the custodian attempting to replace the bulb should note it. A work request should be submitted to the maintenance department stating, "Replace bad ballast throughout school". When the SMART team arrives at the school, the team should be given a list of locations of bad ballast. Maintenance department personnel will not replace bulbs that are within the reach of the custodians and they will no longer replace ballasts unless the custodian has attempted to change the bulb first.

47

F. CEILING TILE REPLACEMENT It is the responsibility of the custodial staff to replace broken, water stained or fallen ceiling tiles. Maintenance personnel will only change those tiles that are so high that a person standing on a ladder cannot reach them or that require a special cut (E.g. speaker, vent, etc.) If you are out of or running low on replacement ceiling tiles send in a maintenance work order specifying only the need for delivery of ceiling tiles. G. AIR FILTER REPLACEMENT It is the responsibility of the custodial staff to routinely change the air filters in the buildings of the school. As a rule, the filters should be replaced on a quarterly schedule. There are some filters that may require replacing more often. Maintenance personnel will only change those filters that are located on the rooftop or that are so high that a person standing on a ladder cannot reach. If you are out of or running low on replacement filters, send in a maintenance work order specifying the size you need to be delivered to the school.

Back to Top

H. MINOR MAINTENANCE REPAIR The custodial staff can, many times install replacement dispensers, pencil sharpeners, clocks, etc. If, however, you have no knowledge on how to do this or there is damage to the area of the previous dispenser, turn in a maintenance work order to have it installed. If it is a new installation, (e.g. pencil sharpeners in every classroom) turn in a maintenance work order for new installation. I. REQUESTING CUSTODIAL RELATED SERVICES Do not send in maintenance work orders for custodial supplies. Wall clocks, air filters, and florescent bulbs, other than the standard 4-ft bulbs are not custodial supplies. You will need to turn in a work order. Lawn Equipment Repair ­ DOES fall under the work order rule. Turn in a work order for the Mechanics. Custodial Cleaning Equipment Repair- DOES fall under the work order rule. Turn in a work order. The dispatcher will call the repair company and have the equipment picked up for repair. Emergency Pest Control- Reminder- DOES fall under the work order rule. Turn in a work order. The maintenance department will not make an emergency pest control call until the custodial staff has attempted to correct the problem with the chemicals they have on hand at the school. Custodial Supplies, Equipment, Tools, etc., - needs to be turned in with your supply order request. If it is not listed on the supply order form, turn in a work order. If your request has been approved, it will be delivered along with your monthly supply delivery.

Back to Top

48

J. MAINTAINING CUSTODIAL EQUIPMENT Equipment can cost hundreds of dollars, in some instances thousands of dollars, and for that reason it isn't something that can or will be replaced on a routine basis. The most common reason for equipment failure is user abuse and the lack of care and maintenance. If your equipment is being used properly and maintained before and after each use, you can expect to use your equipment for years without problems. Your equipment is the tool of your profession. You need to care for and protect what makes your living. Listed below are some guidelines on caring and maintaining your equipment. 1. Custodial Cleaning Equipment: Mop Buckets & Wringers Should be rinsed out after each use. (Especially after waxing) Check belt for fraying before each use and clean brush after each use. Bags need to be replaced regularly. Need to be wiped off after each use. This includes the cord. The cord needs to be wound on the machine properly. Change pads as needed and if storing upright, the block needs to be removed from the machine so that the brush isn't damaged. Need to be thoroughly rinsed out and wiped off after each use to avoid build up of wax in the machine clogging up the hoses and suction parts of the machine. This includes the squeegee accessories. Empty all water from machine (dirty & clean) after each use. Rinse thoroughly and wipe out. Wipe off exterior machine including the cord. Wrap cord to machine properly Clean the filter screen. Remove spray heads, rinse/clean out and re-attach to machine.

Vacuum Cleaners

Scrubbers / Buffers

Wet-Vacs

Extractors -

49

2. Custodial Lawn Equipment:

Trucks -

a. Check all fluids when receiving fuel. b. Bring the truck in for scheduled maintenance. Rinse the head off after each use. Be sure to use the proper proportion of gas/oil mixture. Listen for unusual noises during use as well as any fluid leakage. Before each use check:

Weed Eaters -

Lawn Mowers/Tractors -

1. WALK AROUND INSPECTION a.) Look for any missing parts, screws or bolts. b.) Look for signs of fluid leakage (oil, transmission fluid, anti-freeze, etc.) c.) Check tires. 2. FLUID LEVELS a.) Engine oil. b.) Engine coolant (If this applies to your mower) c.) Transmission oil. d.) Hydraulic oil. (Hydrostatic only) e.) Grease ALL fittings. (Especially deck blade spindles thoroughly.) During each use check: 1. LISTEN FOR UNUSUAL NOISES 2. LOOK FOR FLUID LEAKAGE

1. 2. 3. 4. 5.

After each use check: Clean deck thoroughly. Check belts. Open hood and rinse engine compartment. (Perform only after engine has cooled) Remove radiator screen and rinse off. Rinse radiator as needed. Park mower in a dry area and observe for any fluid leakage.

Once per month check: 1. Remove air cleaner cover. Check for dirt. If dirt is bad, send in a maintenance work order to the mechanics to have it replaced. NOTE: Any maintenance required on lawn equipment needs to be turned in as a maintenance work order to the mechanics. DO NOT CALL for repair work needed. 50

Also, we do not have spare mowers to loan out, so it is imperative that you maintain your equipment and turn in work orders as soon as there is a problem.

Back to Top

5. MAINTENANCE SERVICES

http://maintenance.ucps.k12.nc.us/php/services_manual.php

51

Information

CONTENTS

51 pages

Report File (DMCA)

Our content is added by our users. We aim to remove reported files within 1 working day. Please use this link to notify us:

Report this file as copyright or inappropriate

28502

Notice: fwrite(): send of 205 bytes failed with errno=104 Connection reset by peer in /home/readbag.com/web/sphinxapi.php on line 531