Superintendent's Authority

All personnel are employed subject to assignment and reassignment by the Superintendent or designee when the Superintendent determines that the assignment or reassignment is in the best interest of the District. Reassignment shall be defined as a transfer to another position, department, or facility that does not necessitate a change in the employment contract of a contract employee. Any change in an employee's contract shall be in accordance with policy DC.

In accordance with policies, regulations, and practices of the District, any employee may request reassignment within the District to another position for which he or she is qualified.


Contract employees who are demoted during the term of the contract shall be afforded the grievance process as outlined in DGBA(LOCAL). An employee accepting a demotional assignment in lieu of termination shall, in writing, waive the right to the grievance process as specified above.

Campus Assignments

In exercising their authority to approve assignments and reassignments to their campuses, principals shall rely on the informal criteria developed in consultation with their staffs. These criteria shall be consistent with District policy regarding equal opportunity employment and shall be submitted to the Superintendent or designee for review.

Supervising Related Employees

Relatives shall not supervise other family members. "Family," defined for this purpose, includes: wife, husband, son, daughter, brother, sister, mother, father, grandmother, grandfather, grandson, granddaughter, mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, and son-in-law.

Current Employees

The provisions of this policy addressing related employees shall not apply to persons employed or assigned before the adopted date of this policy revision except as noted. Any employee working in a department or in a line of authority in which his or her spouse has administrative or supervisory responsibility may remain in that current position. A requested change for current employees serving under an exempted condition shall only be considered for a position in another department or line of authority. Efforts to eliminate situations not meeting these guidelines shall be made as circumstances permit.

Supplemental Duties

Assigned supplemental duties for which supplemental pay is received may be modified or discontinued by the District or the employee at any time. Paid supplemental duties are not part of the District's contractual obligation to the employee.

Work Calendars and Schedules

Subject to the Board-adopted budget and compensation plan and in harmony with employment contracts, the Superintendent shall determine required work calendars for all employees. [See DC, EB]

Daily time schedules for all employees shall be determined by the Superintendent or designee and principals.

Cypress-Fairbanks ISD


LDU 2014.06

DATE ISSUED: 8/28/2014