Mandated Training Handbook 2016-2017

Annual Notification of Mandated Topics 2016 - 2017

The FRJUSD is required to provide all employees with policies and practices in mandated topics. This information will now be available online ( ). Please review the mandatory topics, then print and sign your Mandated Topics Receipt for 2016-2017 and return it to your school site administrator by September 29, 2016.

If you have questions or feel you need any additional training on the mandated topics listed below, please contact your site administrator.

Mandated topics information includes, but is not limited to the following:

  • Child Abuse Reporting
  • Injury and Illness Program (IIPP)
  • Hazardous Materials
  • Bloodborne Pathogens
  • Smoking Policy
  • Sexual Harassment
  • Drug Free Workplace
  • Use of Copyrighted Materials
  • Emergency Procedures-Earthquake and Disasters
  • Suspended/Expelled Students (teachers)
  • Supplementary Instructional Materials
  • Uniform Complaint Procedure
  • School Safety Plan


Assembly Bill 2380, recently signed by the governor, amends the California Child Abuse and Neglect Reporting Act to clarify that mandatory reporters need reasonable suspicion, not certainty, that a child is a victim of abuse or neglect in order to lawfully report suspected abuse to law enforcement or the county welfare department. This amendment took effect on January 1, 2011.

The Act currently requires professionals who work with or supervise children, including most school district employees, to make a report to law enforcement or the county welfare department whenever, in the scope of their employment, they learn, observe, or reasonably suspect that a child is being abused or neglected. The mandated reporter must make an initial report to law enforcement or the county welfare department as soon as is practicably possible by telephone and follow up by sending a written report within 36 hours of initially receiving information concerning the incident. District Policy and Regulation 5141.4


The objective of our safety program is to prevent accidental injuries. We are committed to provide safe and healthy working conditions for all employees and our clients. If you observe unsafe conditions at your work site, report these potential hazards to your immediate supervisor. A reporting form is provided at your site. Each site is required to perform monthly premise self-inspections and document the results. Be sure that any unsafe conditions are brought to the attention of the person(s) responsible for conducting the inspections and are noted on the inspection form.


Your work site may contain materials that are hazardous to you. Make yourself familiar with the material safety data sheets (MSDS). Call your supervisor if you cannot locate this information. If you encounter a container without a label, it is your responsibility to notify your supervisor. Labels and MSDS's are your guides to working safely with hazardous materials.

Notification of Asbestos Hazard Emergency Response Act (AHERA) Management Plan


Employees who are exposed to blood or other potentially infectious materials during the performance of their duties, or who regularly respond to accidents where they come into contact with bodily fluids, must complete a comprehensive training program. Our Exposure Control Plan (R 4119.43, 4219.43, and 4319.43) outlines the universal precautions that each of us needs to know and practice.


The Fall River Joint Unified School District has designated all school property and vehicles tobacco free (P and R 3513.3). This policy supports our instructional programs designed to discourage students from using tobacco products.


Sexual Harassment of any type is forbidden by law including: any unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature made by someone from or in the work or educational setting. There are two types of sexual harassment: 1) Quid pro quo occurs when submission to or rejection of such conduct is used as a basis for making employment decisions. 2) Hostile environment sexual harassment involves unwelcome sexual conduct that interferes with work or creates an intimidating, hostile or offensive work environment. You may contact your immediate supervisor or Personnel Office if you believe you have been sexually harassed. You may also contact the Equal Employment Opportunity Commission, the Department of Fair Employment and Housing or the local police or sheriff's department. As an employee, you are encouraged to review your own behavior and comments to assure that your conduct

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