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Texas Senate Bill 944, which went into effect on September 1, 2019, amends Chapter 552 of the Texas Government Code (the Code) by clarifying the requirements for preservation and production of public information on the personal electronic devices of governmental officers and employees. The question is whether and to what extent the law has actually been changed. While the primary tenet embodied by Senate Bill 944—the requirement to preserve public information and foster governmental transparency—has not been significantly altered, the real-world processes for both school district employees and the district itself have undergone a meaningful change.
Preventive Law: Sexual Harassment Investigations and Open Records Requests: How to Control the Narrative
Whenever rumors of sexual harassment start to circulate, open records requests are sure to follow. The best way to control the narrative is to always create an adequate summary of any sexual harassment investigation as soon as the investigation is concluded.
The Federal Trade Commission (FTC) recently ordered Facebook to pay $5 billion in fines due to violating the privacy rights of its users, but the FTC is not the only entity dealing with digital criminal activity. As the phenomenon of teen sexting continues to grow, school districts must be ready to address the fallout when it enters the schoolhouse.
Preventive Law: What Are the Odds? A Statistical Look at TEA Appointed Independent Hearing Examiners and Their Decisions
Nonrenewal “season” ended last month. That is the season that poorer performing employees are asked if they prefer to resign or be proposed for nonrenewal, and when probationary contract teachers are given a similar option, whether to resign or be terminated effective the end of the school year. Invariably most employees prefer not to have a termination or proposal for nonrenewal on their records and choose to resign.
Preventive Law: Competitive Bidding - “The most likely procedure for selecting the least able or qualified and the most incompetent practitioner….”
Not my words, but also not wrong words. This is an article about hiring design professionals—not about competitive bidding. In fact, as indicated by the title it is about some of the legal and practical reasons that Competitive Bidding for design professionals is almost universally shunned in the United States. Astronaut John Glenn once joked about how he felt before his 1962 trip aboard Friendship 7:
Texas is in the middle of the biggest measles outbreak in years. Across the nation, the 2019 outbreak is the largest (more than 681 reported cases, including at least 10 in Texas) in the United States since the year 2000, when the disease was declared eliminated. Other infectious diseases that were considered rare, such as whooping cough, are also on the rise.
This Spring, several districts across the country have received letters from the OCR concerning their Civil Rights Data Collection (“CRDC”). The CRDC is a data collection conducted every other year, and per Secretary of Education Betsy DeVos’ January 2019 announcement is part of “a new initiative to address the inappropriate use of restraint and seclusion in order to protect children with disabilities.” A critical component to the initiative requires data quality reviews of 2015-2016 data submissions regarding instances of restraint or seclusion.
In February, the Privacy Technical Assistance Center (PTAC) of the U.S. Department of Education issued new guidance concerning School Resource Officers (SROs), School Law Enforcement Units, and the Family Educational Rights and Privacy Act (FERPA). The guidance answers some of the ongoing questions that districts have wrestled with as they try to balance the need to share information with law enforcement with FERPA’s confidentiality provisions.
Preventive Law: Does That Complete Your Order? Interpreting and Complying with Court Orders Involving Parent-Child Relationships
What do you do when a parent drives to your school on a Friday at 2:45 p.m. waving ‘custody papers’ in the air and demands that the school immediately withdraw her child or prevent the other parent from picking the child up from school? Take a deep breath and convince yourself that this person did not do this just to ruin your weekend. Then, explain that you will need to review the document to make sure the school complies with it and make a copy for the school’s records. When you review ‘custody’ documents, here are some steps you can use to help you interpret them and navigate through the legalese.
Texas Education Code § 34.007 allows (but does not require) a district to operate “an economical public school transportation system.” That same section requires that all bus drivers must be certified in accordance with Texas Department of Public Safety rules. Employees who drive regular bus routes must be certified by the DPS or be currently enrolled in an approved school bus safety education course. Tex. Transp. Code § 521.022(e). Because some employees who are not regular bus route drivers, especially extra-curricular coaches, must sometimes transport students, it is important to know if they must also hold school bus driver certification. The answer to the question is found by a combination of the Texas Transportation Code and the Texas Administrative Code.
We all know the importance of keeping employee information in a secure location, but did you know that you have the same responsibility to protect employee data electronically? In a recent case from the Pennsylvania Supreme Court, Dittman v. UPMC, the court found an employer has a legal duty to exercise reasonable care to safeguard its employees' sensitive personal information stored by the employer on an internet-accessible computer system. The employees alleged that a data breach had occurred through which personal and financial information, including names, birth dates, social security numbers, addresses, tax forms, and bank account information of all 62,000 current and former employees was accessed and stolen from company computer systems. The employees further alleged that the stolen data, which consisted of information the company required the employees to provide as a condition of their employment, was used to file fraudulent tax returns on behalf of the victimized employees, resulting in actual damages. The court agreed with the employees and found that the company was negligent in protecting employee data.