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  • Tobacco Products

    Carlisle Public Schools

    Policy on Tobacco Products

    Policy #07.08.1997

    11/18/1997

    Reaffirmed 10-20-2004, 11-07-2007, 11-02-11, 12-10-14

     

    Pursuant to Chapter 71, Section 37H, as delineated in the Education Reform Act of 1993, the following is the policy of the Carlisle Public Schools regarding use of tobacco products.

    The use of any tobacco products by any student, teacher, school personnel, or any other individual is prohibited within the Carlisle Public School buildings, the school facilities, on school grounds, or on school buses.

    Comments (-1)
  • Field Trip Policy

    Carlisle Public Schools

               FIELD TRIP POLICY - Policy #02.02.1999

               rev. 01/07/04, 10/18/06, 10/14/2009;

               1/2/2013, 9/10/14, 4/11/18

     

    Field trips can bring the school and the community closer together, which can result in real life experiences that enrich the curriculum for students and also bring about better public relations.  The School Committee will also encourage field trips as an integral part of the instructional programs in the schools.

     

    The Superintendent will establish regulations to assure that:

    1. All students have parental permission for trips.
    2. All trips are properly supervised.
    3. All safety precautions are observed.
    4. All trips contribute substantially to the educational program.
    5. All trips allow student access without regard of family ability to pay.

     

    All out-of-state or extended (overnight) trips and excursions, except those required for student participation in tournament competition or contests, must have advance approval of the School Committee. Fundraising activities for such trips will be subject to approval by the appropriate Administrator.

     

    The Carlisle Schools do not have a budget for field trips. The school should choose trips that enhance the curriculum. Two or three day trips a year are considered reasonable with charges not exceeding a total of $100.00 per child per year. Overnight field trips may exceed this limit.

     

    No child will be denied the opportunity to participate in field trips for financial reasons. Parents and/or teachers who are aware of financial concerns should contact the school principal. Students are encouraged, but not required, to participate.

     

    The District must receive signed permission for each student to participate in each trip.

     

    Source: MASC

     

     

    Policy #02.02.1999                       Last Review: 4/11/18                                     Page 1 of 1

    Comments (-1)
  • Background Checks

    Carlisle Public Schools

    Background Check Policy

    #09.06.2003

     

    Adopted 11/12/14, Revised 6/13/18

     

    It shall be the policy of the Carlisle School District that, as required by law, a state and national fingerprint criminal background check will be conducted to determine the suitability of full or part time current and prospective school employees and volunteer chaperones for overnight field trips, who may have direct and unmonitored contact with children. School employees shall include, but not be limited to any apprentice, intern, or student teacher or individuals in similar positions, who may have direct and unmonitored contact with children. The school committee shall only obtain a fingerprint background check for current and prospective employees for whom the school committee has direct hiring authority. In the case of an individual directly hired by a school committee, the chair of the school committee shall review the results of the national criminal history check. The superintendent shall also obtain a state and national fingerprint background check for any individual, who regularly provides school related transportation to children. The school committee, superintendent or principal as appropriate may obtain a state and national fingerprint criminal background check for any volunteer, subcontractor or laborer commissioned by the school committee, school or employed by the city or town to perform work on school grounds, who may have direct and unmonitored contact with children. School volunteers and subcontractors/laborers who may have direct and unmonitored contact with children must continue to submit state CORI checks.

     

    The fee charged by the provider to the employee and educator for national fingerprint background checks will be $55.00 for school employees subject to licensure by DESE and $35.00 for other employees, which fee may from time to time be adjusted by the appropriate agency. The employer shall continue to obtain periodically, but not less than every 3 years, from the department of criminal justice information services all available criminal offender record information (CORI) for any current and prospective employee or volunteer within the school district who may have direct and unmonitored contact with children.

     

    Direct and unmonitored contact with children is defined in DESE regulations as contact with a student when no other employee who has received a suitability determination by the school or district is present. “Contact” refers to any contact with a student that provides the individual with opportunity for physical touch or personal communication.

    This policy is applicable to any fingerprint-based state and national criminal history record check made for non- criminal justice purposes and requested under applicable federal authority and/or state statute authorizing such checks for licensing or employment purposes. Where such checks are allowable by law, the following practices and procedures will be followed.

     

    Requesting Criminal History Record Information (CHRI) checks

     

    Fingerprint-based CHRI checks will only be conducted as authorized by state and federal law, in accordance with all applicable state and federal rules and regulations. If an applicant or employee is required to submit to a fingerprint-based state and national criminal history record check, he/she shall be informed of this requirement and instructed on how to comply with the law. Such instruction will include information on the procedure for submitting fingerprints. In addition, the applicant or employee will be provided with all information needed to successfully register for a fingerprinting appointment.

     

    Access to CHRI

     

    All CHRI is subject to strict state and federal rules and regulations in addition to Massachusetts CORI laws and regulations. CHRI cannot be shared with any unauthorized entity for any purpose, including subsequent hiring determinations. All receiving entities are subject to audit by the Massachusetts Department of Criminal Justice Information Services (DCJIS) and the FBI, and failure to comply with such rules and regulations could lead to sanctions. Federal law and regulations provide that the exchange of records and information is subject to cancellation if dissemination is made outside of the receiving entity or related entities. Furthermore, an entity can be charged criminally for the unauthorized disclosure of CHRI.

     

    Storage of CHRI

     

    CHRI shall only be stored for extended periods of time when needed for the integrity and/or utility of an individual's personnel file. Administrative, technical, and physical safeguards, which are in compliance with the most recent CJIS Security Policy, have been implemented to ensure the security and confidentiality of CHRI. Each individual involved in the handling of CHRI is to familiarize himself/herself with these safeguards.

    In addition to the above, each individual involved in the handling of CHRI will strictly adhere to the policy on the storage, retention and destruction of CHRI.

     

    Retention and Destruction of CHRI

     

    Federal law prohibits the repurposing or dissemination of CHRI beyond its initial requested purpose. Once an individual's CHRI is received, it will be securely retained in internal agency documents for the following purposes only:

     

    Historical reference and/or comparison with future CHRI requests, Dispute of the accuracy of the record

    Evidence for any subsequent proceedings based on information contained in the CHRI.

     

    CHRI will be kept for the above purposes in a secure location in the office of the superintendent.

    When no longer needed, CHRI and any summary of CHRI data must be destroyed by shredding paper copies and/or by deleting all electronic copies from the electronic storage location, including any backup copies or files. The shredding of paper copies of CHRI by an outside vendor must be supervised by an employee of the district.

    CHRI Training

     

    An informed review of a criminal record requires training. Accordingly, all personnel authorized to receive and/or review CHRI at the district will review and become familiar with the educational and relevant training materials regarding Statewide Applicant Fingerprint Identification Services (SAFIS) and CHRI laws and regulations made available by the appropriate agencies, including the DCJIS.

     

     

    Determining Suitability

     

    In determining an individual's suitability, the following factors will be considered: these factors may include, but not necessarily be limited to: the nature and gravity of the crime and the underlying conduct, the time that has passed since the offense, conviction and/or completion of the sentence, nature of the position held or sought, age of the individual at the time of the offense, number of offenses, any relevant evidence of rehabilitation or lack thereof and any other factors deemed relevant by the district.

     

    A record of the suitability determination will be retained. The following information will be included in the determination:

     

    The name and date of birth of the employee or applicant;

    The date on which the school employer received the national criminal history check results; and, the suitability determination (either "suitable" or "unsuitable").

     

    A copy of an individual's suitability determination documentation must be provided to another school employer, or to the individual, upon request of the individual for whom the school employer conducted a suitability determination.

     

    Relying on Previous Suitability Determination.

     

    The school employer may obtain and may rely on a favorable suitability determination from a prior employer, if the following criteria are met:

     

    The suitability determination was made within the last seven years; and

     

    The individual has not resided outside of Massachusetts for any period longer than three years since the suitability determination was made; and either

     

    The individual has been employed continuously for one or more school employers or has gaps totaling no more than two years in his or her employment for school employers; or

     

    If the individual works as a substitute employee, the individual is still deemed suitable for employment by the school employer who made a favorable suitability determination. Upon request of another school employer, the initial school employer shall provide documentation that the individual is still deemed suitable for employment by the initial school employer.

     

    Adverse Decisions Based on CHRI

     

    If inclined to make an adverse decision based on an individual's CHRI, the district will take the following steps prior to making a final adverse determination:

     

    Provide the individual with a copy of his/her CHRI used in making the adverse decision; Provide the individual with a copy of this CHRI Policy;

    Provide the individual the opportunity to complete or challenge the accuracy of his/her CHRI; and provide the individual with information on the process for updating, changing, or correcting CHRI.

     

    A final adverse decision based on an individual's CHRI will not be made until the individual has been afforded a reasonable time depending on the particular circumstances not to exceed thirty days to correct or complete the CHRI.

     

    If a school employer receives criminal record information from the state or national fingerprint-based background checks that includes no disposition or is otherwise incomplete, the school employer may request that an individual, after providing him a copy of said background check, provide additional information regarding the results of the criminal background checks to assist the school employer in determining the applicant's suitability for direct and unmonitored contact with children, notwithstanding the terms of General Laws chapter 151B, S. 4,( 9,9 ½). Furthermore, in exigent circumstances, a school employer may, pursuant to the terms of DESE regulations (see specific regulations in legal refs), hire an employee on a conditional basis without first receiving the results of a national criminal background check.

     

    After exhausting several preliminary steps as contained in the above referenced regulation the district may require an individual to provide information regarding the individual's history of criminal convictions; however, the individual cannot be asked to provide information about juvenile adjudications or sealed convictions. The superintendent is advised to confer with legal counsel whenever he/she solicits information from an individual concerning his/her history of criminal   convictions.

     

    Secondary Dissemination of CHRI

     

    If an individual's CHRI is released to another authorized entity, a record of that dissemination must be made in the secondary dissemination log. The secondary dissemination log is subject to audit by the DCJIS and the FBI. The following information will be recorded in the log:

     

    Subject Name; Subject Date of Birth;

    Date and Time of the dissemination;

    Name of the individual to whom the information was provided; Name of the agency for which the requestor works;

    Contact information for the requestor; and the specific reason for the request.

     

    Reporting to Commissioner of Elementary and Secondary Education

     

    Pursuant to state law and regulation, if the district dismisses, declines to renew the employment of, obtains the resignation of, or declines to hire a licensed educator or an applicant for a Massachusetts educator license because of information discovered through a state or national criminal record check, the district shall report such decision or action to the Commissioner of Elementary and Secondary Education in writing within 30 days of the employer action or educator resignation. The report shall be in a form requested by the Department and shall include the reason for the action or resignation as well as a copy of the criminal record checks results. The superintendent shall notify the employee or applicant that it has made a report pursuant to the regulations to the Commissioner.

     

    Pursuant to state law and regulation, if the district discovers information from a state or national criminal record check about a licensed educator or an applicant for a Massachusetts educator license that implicates grounds for license action pursuant to regulations, the superintendent shall report to the Commissioner in writing within 30 days of the discovery, regardless of whether the district retains or hires the educator as an employee. The report must include a copy of the criminal record check results. The school employer shall notify the employee or applicant that it has made a report pursuant to regulations to the Commissioner and shall also send a copy of the criminal record check results to the employee or applicant.

     

    C.O.R.I. REQUIREMENTS

     

    It shall be the policy of the district to obtain all available Criminal Offender Record Information (CORI) from the department of criminal justice information services of prospective employee(s) or volunteer(s) of the school department including any individual who regularly provides school related transportation to children, who may have direct and unmonitored contact with children, prior to hiring the employee(s) or to accepting any person as a volunteer. State law requires that school districts obtain CORI data for employees of taxicab companies that have contracted with the schools to provide transportation to pupils.

     

    The Superintendent, Principal, or their certified designees shall periodically, but not less than every three years, obtain all available Criminal Offender Record Information from the department of criminal justice informational services on all employees, individuals who regularly provide school related transportation to children, including taxicab company employees, and volunteers who may have direct and unmonitored contact with children, during their term of employment or volunteer service.

     

    The Superintendent, Principal, or their certified designees may also have access to Criminal Offender Record Information for any subcontractor or laborer who performs work on school grounds, and who may have direct and unmonitored contact with children, and shall notify them of this requirement and comply with the appropriate provisions of this policy.

     

    Pursuant to a Department of Education regulation, “‘Direct and unmonitored contact with children’ means contact with students when no other employee, for whom the employer has made a suitability determination of the school or district, is present. “ Contact” refers to any contact with a student that provides the individual with opportunity for physical touch or personal communication. The school employer may determine when there is potential for direct and unmonitored contact with children by assessing the circumstances and specific factors including but not limited to, whether the individual will be working in proximity with students, the amount of time the individual will spend on school grounds, and whether the individual will be working independently or with others. An individual shall not be considered to have the potential for direct and unmonitored contact with children if he or she has only the potential for incidental unsupervised contact in commonly used areas of the school grounds.”

     

    In accordance with state law, all current and prospective employees, volunteers, and persons regularly providing school related transportation to children of the school district shall sign an acknowledgement form authorizing receipt by the district of all available CORI data from the department of criminal justice information services. In the event that a current employee has a question concerning the signing of the acknowledgement form, he/she may meet with the Principal or Superintendent; however, failure to sign the CORI acknowledgement form may result in a referral to local counsel for appropriate action. Completed acknowledgement forms must be kept in secure files. The School Committee, Superintendent, Principals or their designees certified to obtain information under the policy, shall prohibit the dissemination of school information for any purpose other than to further the protection of school children.

     

    CORI is not subject to the public records law and must be kept in a secure location, separate from personnel files and may be retained for not more than three years. CORI shall be shared with the individual to whom it pertains, pursuant to law, regulation and the following model policy, and in the event of an inaccurate report the individual should contact the department of criminal justice informational services.

     

    Access to CORI material must be restricted to those individuals certified to receive such information. In the case of prospective employees or volunteers, CORI material should be obtained only where the Superintendent

     

    had determined that the applicant is qualified and may forthwith be recommended for employment or volunteer duties.

     

    The hiring authority, subject to applicable law and the model policy, reserves the exclusive right concerning any employment decision.

     

    The Superintendent shall ensure that on the application for employment and/or volunteer form there shall be a statement that as a condition of the employment or volunteer service the school district is required by law to obtain Criminal Offender Record Information for any employee, individual who regularly provides transportation, or volunteer who may have direct and unmonitored contact with children. Current employees, persons regularly providing school related transportation, and volunteers shall also be informed in writing by the Superintendent prior to the periodic obtaining of their Criminal Offender Record Information.

     

    Records sealed pursuant to law shall not operate to disqualify a person in any examination, appointment or application for public service on behalf of the Commonwealth or any political subdivision thereof.

     

    The Superintendent shall revise contracts with special education schools and other providers to require a signed statement that the provider has met all legal requirements of the state where it is located relative to criminal background checks for employees and others having direct and unmonitored contact with children.

     

     

    LEGAL REFS.:           M.G.L.6:167-178; 15D:7-8; 71:38R, 151B, 276:100A

    P.L. 92-544; Title 28 U.S.C. § 534; Title 28 C.F.R. 20.33(b)

     

    42 U.S.C. § 16962

     

     

    603 CMR 51.00; 603 CMR 51.05(4)

    803 CMR 2.00

    803 CMR 3.05 (Chapter 149 of the Acts of 2004)

    FBI Criminal Justice Information Services Security Policy Procedure for correcting a criminal record

     

     

    FAQ – Background Checks

     

     

     

    SOURCE: MASC 2014

     

    DCJIS MODEL CORI POLICY

     

    This policy is applicable to the criminal history screening of prospective and current employees, subcontractors, volunteers and interns, professional licensing applicants and any individual who regularly provides school-related transportation to children who may have direct and unmonitored contact with children, including employees of transportation companies that have contracted with the district to provide transportation to pupils (“Covered Persons”).

     

    Where Criminal Offender Record Information (CORI) and other criminal history checks may be part of a general background check for Covered Persons, the following practices and procedures will be followed:

     

    CONDUCTING CORI SCREENING

     

    CORI checks will be conducted only as authorized by the Department of Criminal Justice Information Services (DCJIS), state law, and regulation, and only after a CORI Acknowledgement Form (attached hereto) has been completed.

     

    If a new CORI check is to be made on a subject within a year of his/her signing of the CORI Acknowledgement Form, the subject shall be given seventy two (72) hours notice that a new CORI check will be conducted.

     

    ACCESS TO CORI

     

    All CORI obtained from the DCJIS is confidential, and access to the information must be limited to those individuals who have a "need to know".                                                                     This may include, but not be limited to, hiring managers, staff submitting the CORI requests, and staff charged with processing job applications. The district must maintain and keep a current list of each individual authorized to have access to, or view, CORI. This list must be updated every six (6) months and is subject to inspection upon request by the DCJIS at any time.

     

    CORI TRAINING

     

    An informed review of a criminal record requires training. Accordingly, all district personnel authorized to review or access CORI will review, and will be thoroughly familiar with, the educational and relevant training materials regarding CORI laws and regulations made available by the DCJIS.

     

    USE OF CRIMINAL HISTORY IN BACKGROUND SCREENING

     

    CORI used for employment purposes shall only be accessed for applicants who are otherwise qualified for the position for which they have applied.

     

    Unless otherwise provided by law, a criminal record will not automatically disqualify an applicant. Rather, determinations of suitability based on background checks will be made consistent with this policy and any applicable law or regulations.

     

    VERIFYING A SUBJECT'S IDENTITY

     

    If a criminal record is received from the DCJIS, the information is to be closely compared with the information on the CORI Acknowledgement Form and any other identifying information provided by the applicant to ensure the record belongs to the applicant.

     

    If the information in the CORI record provided does not exactly match the identification information provided by the applicant, a determination is to be made by an individual authorized to make such determinations based on a comparison of the CORI record and documents provided by the applicant.

     

    INQUIRING ABOUT CRIMINAL HISTORY

     

    In connection with any decision regarding engaging a Covered Person, the subject shall be provided with a copy of the criminal history record, whether obtained from the DCJIS or from any other source, prior to questioning the subject about his or her criminal history. The source(s) of the criminal history record is also to be disclosed to the subject.

    DETERMINING SUITABILITY

     

    If a determination is made, based on the verification of identity information as provided in this policy, that the criminal record belongs to the subject, and the subject does not dispute the record's accuracy, then the determination of suitability for the position (volunteer or employment), contract, or license will be made.   Unless otherwise provided by law, factors considered in determining suitability may include, but not be limited to, the following:

     

    • Relevance of the record to the position sought;
    • The nature of the work to be performed;
    • Time since the conviction;
    • Age of the candidate at the time of the offense;
    • Seriousness and specific circumstances of the offense;
    • The number of offenses;
    • Whether the applicant has pending charges;
    • Any relevant evidence of rehabilitation or lack thereof; and
    • Any other relevant information, including information submitted by the candidate or requested by the

     

    The applicant is to be notified of the decision and the basis for it in a timely manner.

     

    ADVERSE DECISIONS BASED ON CORI

    If an authorized official is inclined to make an adverse decision based on the results of a criminal history background check, the applicant will be notified immediately. The subject shall be provided with a copy of the organization’s CORI policy and a copy of the criminal history. The source(s) of the criminal history will also be revealed. The subject will then be provided with an opportunity to dispute the accuracy of the CORI record. Subjects shall also be provided a copy of DCJIS' Information Concerning the Process for Correcting a Criminal Record.

     

    SECONDARY DISSEMINATION LOGS

    All CORI obtained from the DCJIS is confidential and can be disseminated only as authorized by law and regulation. A central secondary dissemination log shall be used to record any dissemination of Cori outside this District, including dissemination at the request of the subject.

    Comments (-1)
  • Animals in School Policy

    Policy #07.18.2011

    Last Review: 12/13/17  

    Animals in School June 1, 2011, reaffirmed 12/10/14, Revised 12/13/17

     

    No animal shall be brought to school without prior permission of the building Principal.  

    The Carlisle Public School District is committed to providing a high quality educational program to all students in a safe and healthy environment.

    School Principals, in consultation with the Health Services Providers in each building,shall utilize the Department of Public Health publication “Guidelines for Animals in Schools or on School Grounds" and review student health records to determine which animals may be allowed in the school building. The decision of the Principal shall be final.

    Educational Program

    Use of animals to achieve specific curriculum objectives may be allowed by the building Principal provided student health and safety are not jeopardized and the individual requesting that the animal be brought to school is responsible for adhering to conditions established by the Principal to protect the health and well-being of students.

    Service Animals (Guide or Assistance Dogs)

    The Carlisle School Committee does not permit discrimination against individuals with disabilities, including those who require the assistance of a service animal. The District will comply with Massachusetts law concerning the rights of persons with guide or assistance dogs and with federal law and will permit such animals on school premises and on school transportation.

    For purposes of this policy, a “service animal includes any dog that has been individually trained to do the work or perform tasks for the benefit of an individual with a disability”. The regulations further state that “a public entity shall make reasonable modifications in policies, practices, or procedures to permit the use of a miniature horse by an individual with a disability if the horse has been individually trained to do work or perform tasks for the benefit of the individual with the disability”.

    The District shall not assume or take custody or control of, or responsibility for, any service animal or the care or feeding thereof. The owner or person having custody and control of the dog shall be liable for any damage to persons, premises, property, or facilities caused by the service animal, including, but not limited to, clean up, stain removal, etc.

     If, in the opinion of the School Principal or authorized designee, any service animal is not in the control of its handler, or if it is not housebroken, the service animal may be excluded from the school or program. The service animal can also be excluded if it presents a direct and immediate threat to others in the school. The parent or guardian of the student having custody and control of the dog will be required to remove the service animal from District premises immediately.

    If any student or staff member assigned to the classroom in which an service animal is permitted suffers an allergic reaction to the animal, the person having custody and control of the animal will be required to remove the animal to a different location designated by the Building Principal or designee and an alternative plan will be developed with appropriate District staff. Such plan could include the reassignment of the person having custody and control of the animal to a different classroom assignment. This will also apply if an individual on school transportation suffers an allergic reaction. In this case, an alternate plan will be developed in coordination with appropriate school, District, and transportation staff including the involvement of the parents/guardian of the students.

    When a student will be accompanied by a service animal at school or in other District facilities on a regular basis, such staff member or such student’s parent or guardian, as well as the animal’s owner and any other person who will have custody and control of the animal will be required to sign a document stating that they have read and understood the foregoing.

    The Superintendent of Schools or his/her designee shall be responsible for developing procedures as needed to accommodate a student’s use of an assistance dog in District facilities and on school transportation vehicles.

    Source: MASC February 2011

     

     

     

     

    Comments (-1)
  • Access to Digital Resources Policy

     

    #11.08.2017B Adopted 12/13/17

    The School Committee supports the right of students, employees, and community members to have reasonable access to various information formats and believes it is incumbent upon users to utilize this privilege in an appropriate manner.

    Safety Procedures and Guidelines

    The Superintendent, in conjunction with the Director of Technology, shall develop and implement appropriate procedures to provide guidance for access to digital resources. Guidelines shall address teacher supervision of student computer or tablet use, ethical use of digital resources and issues of privacy versus administrative review of electronic files and communications. In addition, guidelines shall prohibit utilization of digital resources for prohibited or illegal activities and for the use of other programs with the potential of damaging or destroying programs or data.

    Internet safety measures shall be implemented that effectively address the following:

    Controlling access by minors to inappropriate matter on the Internet as defined by the Children's Internet Protection Act (CIPA) and the Children's Online Privacy Protection Act (COPPA);

    Safety and security of minors when they are using e-mail, instant messaging applications, and other forms of direct electronic communications;

    Preventing unauthorized access, including hacking, viruses, and other unlawful activities by minors online;

    Unauthorized disclosure, use and dissemination of personal information regarding minors.

    The School District shall provide reasonable public notice to address and communicate its internet safety measures.

    Responsible Use Guidelines

    All students and faculty must agree to and sign a Responsible Use Guidelines form prior to the student or staff member being granted independent access to digital resources and district networks. The required form, which specifies guidelines for using digital resources and district networks, must be signed by the parent or legal guardian of minor students (those under 18 years of age) and also by the student. This document shall be kept on file as a legal, binding document. In order to modify or rescind the agreement, the student's parent/guardian (or the student who is at least 18 years old) must provide the Director of Technology with a written request.

    Employee Use

    Employees shall use district email, district devices, and district networks only for purposes directly related to educational and instructional purposes.

    Community Use

    On recommendation of the Superintendent in conjunction with the Director of Technology, the district shall determine when and which computer equipment, software, and information access systems will be available to the community. All guests will be prompted to, and must accept the district's Access to Digital Resources Policy before accessing the district network.

    Disregard of Rules and Responsibility for Damages

    Individuals who refuse to sign required Empowered Digital Use documents or who violate district rules governing the use of district technology or networks shall be subject to modification or restriction of the privilege of using equipment, software, information access systems, and network.

    Individuals shall reimburse the district for repair or replacement of district property lost, stolen, damaged, or vandalized while under their care.

    SOURCE: MASC
    LEGAL REFS: 47 USC § 254 Adopted: 12/13/2017

    Note: FCC regulations that went into effect April 20, 2001, implementing The Children's Internet Protection Act (47 U.S.C. § 254) require each school/district to certify compliance with certain policy requirements in order to maintain eligibility for Internet access discounts and other services provided by the federal government.

    Comments (-1)
  • Activity Fee Policy

     

    Policy# 02.01.2000

    Adopted: June 20, 2000

    Revised: November 16, 2005; October 14, 2009 

    Last Review: January 2, 2013, May 8, 2017

    The Carlisle Public Schools make every effort to provide an excellent educational program to the students of Carlisle. There are some activities that are considered outside the required educational program. The Commonwealth of Massachusetts Department of Education Legal Department Advisory states that:

      • “Certain provisions of the General Laws do authorize School Committees to charge fees for participation in particular programs. Moreover, reasonable fees may be charged to those students who can afford to pay for their participation in extracurricular activities."
      • "Fees for extracurricular supplies or activities are permissible when the amount of the fee is reasonable, only participating students are charged, there is no sanction for nonpayment, and students financially unable to pay are exempted."
      • "In the alternative, an organization such as the Parent Teacher Organization or a booster club could donate funds to be used for activity fees."

    At its discretion, the Carlisle Public Schools under the jurisdiction of the Carlisle School Committee may institute such fees, as it deems appropriate and necessary. Consideration will be given for families in need of financial support.

     

    Adopted: 6-20-2000

    Comments (-1)
  • Administrative Structure Policy

     

    Policy #01.05.2003

    Adopted: 11-05-2003

    Reviewed: 11-01-2006, 03/03/10, 3/6/13,11/9/16

    It is the intent of the School Committee that the District employ qualified personnel to administer the school system efficiently and to require the Superintendent to organize the administration in a manner that will make clear the functions of each position and the relationships among them.

    The Superintendent will establish clear lines of communication, both vertically and horizontally, and will form any staff councils or committees needed to provide for efficient conduct of school business. In order to engage in this process in an orderly and effective fashion, each individual and group will be given particular, clear-cut responsibilities. Channels will be established so that the recommendations and decisions of each group can be heard and reviewed by the chief administrative officer concerned, and, where appropriate, by the Superintendent and School Committee.

    The organization and administration of the schools will balance responsibility with commensurate authority, subject to the reserved legal powers of the School Committee. This means that a staff member, when assigned a responsibility or a position, will be given the authority to make the decisions necessary to perform the assigned tasks.

    For the schools to operate effectively, each administrative officer will be responsible and accountable for making a plan of development for all staff assigned to his/her area of operation.

     

    SOURCE: MASC

    Comments (-1)
  • Anti-Bullying Policy


    Policy #08.13.2010
    Adopted 04/07/2010, Revised 2/1/12, 2/11/14

    The Carlisle Public Schools will have zero tolerance for bullying. It is the goal of the school to be a safe, effective learning environment, free of bullying or harassment of any kind, for all students. Bullying of any type has no place in a school setting. The Carlisle Public Schools will endeavor to maintain a learning and working environment free of bullying.

    Bullying is defined as the repeated use by one or more students or by a member of the school staff including but not limited to, an educator, administrator, school nurse, cafeteria worker, custodian, bus driver, athletic coach, advisor to an extra-curricular activity, or paraprofessional, of a written, verbal, or electronic expression, or a physical act or gesture, or any combination thereof, directed at a target that does one of more of the following:

    • Causes physical or emotional harm to the target or damage to the target’s property • Places the target in reasonable fear of harm to him/herself or of damage to his/her

    property
    • Creates a hostile environment at school for the target
    • Infringes on the rights of the target at school
    • Materially and substantially disrupts the education process or the orderly operation of

    school

    Bullying can create unnecessary and unwarranted attention and anxiety that may affect student self-esteem as well as attending school, walking in corridors, eating in cafeterias, playing in the school yard or recreation areas, participating in or attending special and extracurricular activities, or riding on the bus to and from school each day.

    Every child has the right to feel safe at school. Teachers, administrators and supervisors must take action to ensure that bullying in any form will not be tolerated, and will be grounds for disciplinary action up to and including suspension and expulsion for students, and termination for employees.

    School staff shall immediately report any instance of bullying the staff member has witnessed or become aware of to the school principal or their designee. The District will investigate allegations of bullying. Teachers who observe bullying will address and document the behavior, provide consequences, and refer continuing and serious problems to the principal. The principal will immediately investigate all such complaints and provide appropriate consequences, as outlined in the Carlisle School Bullying Prevention and Intervention Plan and the Administrative Response Rubric for Peer Aggression. The Plan applies to students and members of the school staff including but not limited to, an educator, administrator, school nurse, cafeteria worker, custodian, bus driver, athletic coach, advisor to an extra-curricular activity, or paraprofessional. In addition, teachers, staff, and principals will work with students to encourage them to report all incidents of bullying they observe as bystanders.

    LEGAL REF.:
    M.G.L. 269:17, 18, 19
    Title VII, Section 703, Civil Rights Act of 1964 as amended Federal Regulation 74676 issued by EEO Commission
    Title IX of the Education Amendments of 1972
    Board of Education 603 CMR 26:00
    SOURCE: MASC

    Comments (-1)
  • Anti-Hazing Policy

     

    Policy #08.01.1997 11/18/1997

    Reaffirmed 10-20-2004

    Revised 10-02-2007

    Reaffirmed 2-09-2011, 3/3/15

    In accordance with Massachusetts General Laws, Chapter 536 of the Acts of 1985, the School Committee hereby deems that no student, employee or school organization under the control of the School Committee shall engage in the activity of hazing a student while on or off school property, or at a school sponsored event regardless of the location. No organization that uses the facilities or grounds under the control of the School Committee shall engage in the activity of hazing any person while on school property.

    Hazing is defined in Chapter 269, Section 17 of the Massachusetts General Laws as follows:

    The term “hazing” shall mean any conduct or method of initiation into any student organization, whether on public or private property, which willfully or recklessly endangers the physical or mental health of any student or other person. Such conduct shall include whipping, beating, branding, forced calisthenics, exposure to the weather, forced consumption of any food, liquor, beverage, drug or other substance, or any other brutal treatment or forced physical activity which is likely to adversely affect the physical health or safety of any such student or other person, or which subjects such student or other person to extreme mental stress, including extended deprivation of sleep or rest or extended isolation.

    Any student who observes what appears to them to be the activity of hazing another student or person should report such information to the Principal including the time, date, location, names of identifiable participants and the types of behavior exhibited. Students and employees of the District are obligated by law to report incidents of hazing to the police department.

    Any student who is present at a hazing has the obligation to report such an incident. Failure to do so may result in disciplinary action by the school against that student and could involve suspension from school for up to three days.

    Any student who participates in the hazing of another student or other person may, upon the approval of the Superintendent of Schools, be suspended from school for up to ten (10) school days.

    Any student determined by the Principal to be the organizer of a hazing activity may be recommended for expulsion from school but will receive no less disciplinary action than that of a participant.

    In all cases relating to hazing, students will receive procedural due process.

    LEGAL REF.: M.G.L. 269:17, 18, 19 SOURCE: MASC and Concord Public Schools

    Comments (-1)
  • Background Check Policy

    Carlisle Public Schools

    Background Check Policy

    #09.06.2003

     

    Adopted 11/12/14, Revised 6/13/18

     

    It shall be the policy of the Carlisle School District that, as required by law, a state and national fingerprint criminal background check will be conducted to determine the suitability of full or part time current and prospective school employees and volunteer chaperones for overnight field trips, who may have direct and unmonitored contact with children. School employees shall include, but not be limited to any apprentice, intern, or student teacher or individuals in similar positions, who may have direct and unmonitored contact with children. The school committee shall only obtain a fingerprint background check for current and prospective employees for whom the school committee has direct hiring authority. In the case of an individual directly hired by a school committee, the chair of the school committee shall review the results of the national criminal history check. The superintendent shall also obtain a state and national fingerprint background check for any individual, who regularly provides school related transportation to children. The school committee, superintendent or principal as appropriate may obtain a state and national fingerprint criminal background check for any volunteer, subcontractor or laborer commissioned by the school committee, school or employed by the city or town to perform work on school grounds, who may have direct and unmonitored contact with children. School volunteers and subcontractors/laborers who may have direct and unmonitored contact with children must continue to submit state CORI checks.

     

    The fee charged by the provider to the employee and educator for national fingerprint background checks will be $55.00 for school employees subject to licensure by DESE and $35.00 for other employees, which fee may from time to time be adjusted by the appropriate agency. The employer shall continue to obtain periodically, but not less than every 3 years, from the department of criminal justice information services all available criminal offender record information (CORI) for any current and prospective employee or volunteer within the school district who may have direct and unmonitored contact with children.

     

    Direct and unmonitored contact with children is defined in DESE regulations as contact with a student when no other employee who has received a suitability determination by the school or district is present. “Contact” refers to any contact with a student that provides the individual with opportunity for physical touch or personal communication.

    This policy is applicable to any fingerprint-based state and national criminal history record check made for non- criminal justice purposes and requested under applicable federal authority and/or state statute authorizing such checks for licensing or employment purposes. Where such checks are allowable by law, the following practices and procedures will be followed.

     

    Requesting Criminal History Record Information (CHRI) checks

     

    Fingerprint-based CHRI checks will only be conducted as authorized by state and federal law, in accordance with all applicable state and federal rules and regulations. If an applicant or employee is required to submit to a fingerprint-based state and national criminal history record check, he/she shall be informed of this requirement and instructed on how to comply with the law. Such instruction will include information on the procedure for submitting fingerprints. In addition, the applicant or employee will be provided with all information needed to successfully register for a fingerprinting appointment.

     

     Access to CHRI

     

    All CHRI is subject to strict state and federal rules and regulations in addition to Massachusetts CORI laws and regulations. CHRI cannot be shared with any unauthorized entity for any purpose, including subsequent hiring determinations. All receiving entities are subject to audit by the Massachusetts Department of Criminal Justice Information Services (DCJIS) and the FBI, and failure to comply with such rules and regulations could lead to sanctions. Federal law and regulations provide that the exchange of records and information is subject to cancellation if dissemination is made outside of the receiving entity or related entities. Furthermore, an entity can be charged criminally for the unauthorized disclosure of CHRI.

     

    Storage of CHRI

     

    CHRI shall only be stored for extended periods of time when needed for the integrity and/or utility of an individual's personnel file. Administrative, technical, and physical safeguards, which are in compliance with the most recent CJIS Security Policy have been implemented to ensure the security and confidentiality of CHRI. Each individual involved in the handling of CHRI is to familiarize himself/herself with these safeguards.

    In addition to the above, each individual involved in the handling of CHRI will strictly adhere to the policy on the storage, retention and destruction of CHRI.

     

    Retention and Destruction of CHRI

     

    Federal law prohibits the repurposing or dissemination of CHRI beyond its initial requested purpose. Once an individual's CHRI is received, it will be securely retained in internal agency documents for the following purposes only:

     

    Historical reference and/or comparison with future CHRI requests, Dispute of the accuracy of the record

    Evidence for any subsequent proceedings based on information contained in the CHRI.

     

    CHRI will be kept for the above purposes in a secure location in the office of the superintendent.

    When no longer needed, CHRI and any summary of CHRI data must be destroyed by shredding paper copies and/or by deleting all electronic copies from the electronic storage location, including any backup copies or files. The shredding of paper copies of CHRI by an outside vendor must be supervised by an employee of the district.

    CHRI Training

     

    An informed review of a criminal record requires training. Accordingly, all personnel authorized to receive and/or review CHRI at the district will review and become familiar with the educational and relevant training materials regarding Statewide Applicant Fingerprint Identification Services (SAFIS) and CHRI laws and regulations made available by the appropriate agencies, including the DCJIS.

     

     

    Determining Suitability

     

    In determining an individual's suitability, the following factors will be considered: these factors may include, but not necessarily be limited to: the nature and gravity of the crime and the underlying conduct, the time that has passed since the offense, conviction and/or completion of the sentence, nature of the position held or sought, age of the individual at the time of the offense, number of offenses, any relevant evidence of rehabilitation or lack thereof and any other factors deemed relevant by the district.

     

    A record of the suitability determination will be retained. The following information will be included in the determination:

     

    The name and date of birth of the employee or applicant;

    The date on which the school employer received the national criminal history check results; and, The suitability determination (either "suitable" or "unsuitable").

     

    A copy of an individual's suitability determination documentation must be provided to another school employer, or to the individual, upon request of the individual for whom the school employer conducted a suitability determination.

     

    Relying on Previous Suitability Determination.

     

    The school employer may obtain and may rely on a favorable suitability determination from a prior employer, if the following criteria are met:

     

    The suitability determination was made within the last seven years; and

     

    The individual has not resided outside of Massachusetts for any period longer than three years since the suitability determination was made; and either

     

    The individual has been employed continuously for one or more school employers or has gaps totaling no more than two years in his or her employment for school employers; or

     

    If the individual works as a substitute employee, the individual is still deemed suitable for employment by the school employer who made a favorable suitability determination. Upon request of another school employer, the initial school employer shall provide documentation that the individual is still deemed suitable for employment by the initial school employer.

     

    Adverse Decisions Based on CHRI

     

    If inclined to make an adverse decision based on an individual's CHRI, the district will take the following steps prior to making a final adverse determination:

     

    Provide the individual with a copy of his/her CHRI used in making the adverse decision; Provide the individual with a copy of this CHRI Policy;

    Provide the individual the opportunity to complete or challenge the accuracy of his/her CHRI; and Provide the individual with information on the process for updating, changing, or correcting CHRI.

     

    A final adverse decision based on an individual's CHRI will not be made until the individual has been afforded a reasonable time depending on the particular circumstances not to exceed thirty days to correct or complete the CHRI.

     

    If a school employer receives criminal record information from the state or national fingerprint-based background checks that includes no disposition or is otherwise incomplete, the school employer may request that an individual, after providing him a copy of said background check, provide additional information regarding the results of the criminal background checks to assist the school employer in determining the applicant's suitability for direct and unmonitored contact with  children, notwithstanding the terms of General Laws chapter 151B, S. 4,( 9,9 ½). Furthermore, in exigent circumstances, a school employer may, pursuant to the terms of DESE regulations (see specific regulations in legal refs), hire an employee on a conditional basis without first receiving the results of a national criminal background check.

     

    After exhausting several preliminary steps as contained in the above referenced regulation the district may require an individual to provide information regarding the individual's history of criminal convictions; however, the individual cannot be asked to provide information about juvenile adjudications or sealed convictions. The superintendent is advised to confer with  legal counsel whenever  he/she solicits information from  an individual concerning  his/her history  of  criminal   convictions.

     

    Secondary Dissemination of CHRI

     

    If an individual's CHRI is released to another authorized entity, a record of that dissemination must be made in the secondary dissemination log. The secondary dissemination log is subject to audit by the DCJIS and the FBI. The following information will be recorded in the log:

     

    Subject Name; Subject Date of Birth;

    Date and Time of the dissemination;

    Name of the individual to whom the information was provided; Name of the agency for which the requestor works;

    Contact information for the requestor; and The specific reason for the request.

     

    Reporting to Commissioner of Elementary and Secondary Education

     

    Pursuant to state law and regulation, if the district dismisses, declines to renew the employment of, obtains the resignation of, or declines to hire a licensed educator or an applicant for a Massachusetts educator license because of information discovered through a state or national criminal record check, the district shall report such decision or action to the Commissioner of Elementary and Secondary Education in writing within 30 days of the employer action or educator resignation. The report shall be in a form requested by the Department and shall include the reason for the action or resignation as well as a copy of the criminal record checks results. The superintendent shall notify the employee or applicant that it has made a report pursuant to the regulations to the Commissioner.

     

    Pursuant to state law and regulation, if the district discovers information from a state or national criminal record check about a licensed educator or an applicant for a Massachusetts educator license that implicates grounds for license action pursuant to regulations, the superintendent shall report to the Commissioner in writing within 30 days of the discovery, regardless of whether the district retains or hires the educator as an employee. The report must include a copy of the criminal record check results. The school employer shall notify the employee or applicant that it has made a report pursuant to regulations to the Commissioner and shall also send a copy of the criminal record check results to the employee or applicant.

     

    C.O.R.I. REQUIREMENTS

     

    It shall be the policy of the district to obtain all available Criminal Offender Record Information (CORI) from the department of criminal justice information services of prospective employee(s) or volunteer(s) of the school department including any individual who regularly provides school related transportation to children, who may have direct and unmonitored contact with children, prior to hiring the employee(s) or to accepting any person as a volunteer. State law requires that school districts obtain CORI data for employees of taxicab companies that have contracted with the schools to provide transportation to pupils.

     

    The Superintendent, Principal, or their certified designees shall periodically, but not less than every three years, obtain all available Criminal Offender Record Information from the department of criminal justice informational services on all employees, individuals who regularly provide school related transportation to children, including taxicab company employees, and volunteers who may have direct and unmonitored contact with children, during their term of employment or volunteer service.

     

    The Superintendent, Principal, or their certified designees may also have access to Criminal Offender Record Information for any subcontractor or laborer who performs work on school grounds, and who may have direct and unmonitored contact with children, and shall notify them of this requirement and comply with the appropriate provisions of this policy.

     

    Pursuant to a Department of Education regulation, “‘Direct and unmonitored contact with children’ means contact with students when no other employee, for whom the employer has made a suitability determination of the school or district, is present. “ Contact” refers to any contact with a student that provides the individual with opportunity for physical touch or personal communication. The school employer may determine when there is potential for direct and unmonitored contact with children by assessing the circumstances and specific factors including but not limited to, whether the individual will be working in proximity with students, the amount of time the individual will spend on school grounds, and whether the individual will be working independently or with others. An individual shall not be considered to have the potential for direct and unmonitored contact with children if he or she has only the potential for incidental unsupervised contact in commonly used areas of the school grounds.”

     

    In accordance with state law, all current and prospective employees, volunteers, and persons regularly providing school related transportation to children of the school district shall sign an acknowledgement form authorizing receipt by the district of all available CORI data from the department of criminal justice information services. In the event that a current employee has a question concerning the signing of the acknowledgement form, he/she may meet with the Principal or Superintendent; however, failure to sign the CORI acknowledgement form may result in a referral to local counsel for appropriate action. Completed acknowledgement forms must be kept in secure files. The School Committee, Superintendent, Principals or their designees certified to obtain information under the policy, shall prohibit the dissemination of school information for any purpose other than to further the protection of school children.

     

    CORI is not subject to the public records law and must be kept in a secure location, separate from personnel files and may be retained for not more than three years. CORI shall be shared with the individual to whom it pertains, pursuant to law, regulation and the following model policy, and in the event of an inaccurate report the individual should contact the department of criminal justice informational services.

     

    Access to CORI material must be restricted to those individuals certified to receive such information. In the case of prospective employees or volunteers, CORI material should be obtained only where the Superintendent

     

    had determined that the applicant is qualified and may forthwith be recommended for employment or volunteer duties.

     

    The hiring authority, subject to applicable law and the model policy, reserves the exclusive right concerning any employment decision.

     

    The Superintendent shall ensure that on the application for employment and/or volunteer form there shall be a statement that as a condition of the employment or volunteer service the school district is required by law to obtain Criminal Offender Record Information for any employee, individual who regularly provides transportation, or volunteer who may have direct and unmonitored contact with children. Current employees, persons regularly providing school related transportation, and volunteers shall also be informed in writing by the Superintendent prior to the periodic obtaining of their Criminal Offender Record Information.

     

    Records sealed pursuant to law shall not operate to disqualify a person in any examination, appointment or application for public service on behalf of the Commonwealth or any political subdivision thereof.

     

    The Superintendent shall revise contracts with special education schools and other providers to require a signed statement that the provider has met all legal requirements of the state where it is located relative to criminal background checks for employees and others having direct and unmonitored contact with children.

     

     

    LEGAL REFS.:          M.G.L.6:167-178; 15D:7-8; 71:38R, 151B, 276:100A

    P.L. 92-544; Title 28 U.S.C. § 534; Title 28 C.F.R. 20.33(b)

     

    42 U.S.C. § 16962

     

     

    603 CMR 51.00; 603 CMR 51.05(4)

    803 CMR 2.00

    803 CMR 3.05 (Chapter 149 of the Acts of 2004)

    FBI Criminal Justice Information Services Security Policy Procedure for correcting a criminal record

     

     

    FAQ – Background Checks

     

     

     

    SOURCE:  MASC 2014

     

    DCJIS MODEL CORI POLICY

     

    This policy is applicable to the criminal history screening of prospective and current employees, subcontractors, volunteers and interns, professional licensing applicants and any individual who regularly provides school-related transportation to children who may have direct and unmonitored contact with children, including employees of transportation companies that have contracted with the district to provide transportation to pupils (“Covered Persons”).

     

    Where Criminal Offender Record Information (CORI) and other criminal history checks may be part of a general background check for Covered Persons, the following practices and procedures will be followed:

     

    CONDUCTING CORI SCREENING

     

    CORI  checks will be conducted only as authorized by the Department of Criminal Justice Information Services (DCJIS), state law, and regulation, and only after a CORI Acknowledgement Form (attached hereto) has been completed.

     

    If a new CORI check is to be made on a subject within a year of his/her signing of the CORI  Acknowledgement Form, the subject shall be given seventy two (72) hours notice that a new CORI check will be conducted.

     

    ACCESS TO CORI

     

    All CORI obtained from the DCJIS is confidential, and access to the information must be limited to those individuals who have a "need to know".                                                          This may include, but not be limited to, hiring managers, staff submitting the CORI requests, and staff charged with processing job applications.  The district must maintain and keep a current list of each individual authorized to have access to, or view, CORI. This list must be updated every six (6) months  and is subject to inspection  upon request  by the DCJIS at any time.

     

    CORI TRAINING

     

    An informed review of a criminal record requires training. Accordingly, all district personnel authorized to review or access CORI will review, and will be thoroughly familiar with, the educational and relevant training materials regarding CORI laws and regulations made available by the DCJIS.

     

    USE OF CRIMINAL HISTORY IN  BACKGROUND SCREENING

     

    CORI used for employment purposes shall only be accessed for applicants who are otherwise qualified for the position for which they have applied.

     

    Unless otherwise provided by law, a criminal record will not automatically disqualify an applicant. Rather, determinations of suitability based on background checks will be made consistent with this policy and any applicable law or regulations.

     

    VERIFYING A SUBJECT'S IDENTITY

     

    If a criminal record is received from the DCJIS, the information is to be closely compared with the information on the CORI Acknowledgement Form and any other identifying information provided by the applicant to ensure  the  record belongs to  the applicant.

     

    If the information in the CORI record provided does not exactly match the identification information provided by the applicant, a determination is to be made by an individual authorized to make such determinations based on a comparison of the CORI record and documents provided by the applicant.

     

    INQUIRING  ABOUT  CRIMINAL HISTORY

     

    In connection with any decision regarding engaging a Covered Person, the subject shall be provided with  a copy of the criminal  history  record, whether obtained from  the  DCJIS or from  any other source, prior  to  questioning  the  subject  about  his or her criminal  history.  The source(s) of the criminal history record is also to  be disclosed to the subject.

    DETERMINING SUITABILITY

     

    If a determination is made, based on the verification of identity information as provided in this policy, that the criminal record belongs to the subject, and the subject does not dispute the record's accuracy,  then  the  determination of  suitability for the position  (volunteer or employment), contract, or  license will  be made.   Unless otherwise provided by law, factors considered in determining suitability may include, but not be limited to, the following:

     

    • Relevance of the record to the position sought;
    • The nature of the work to be performed;
    • Time since the conviction;
    • Age of the candidate at the time of the offense;
    • Seriousness and specific circumstances of the offense;
    • The number of offenses;
    • Whether the applicant has pending charges;
    • Any relevant evidence of rehabilitation or lack thereof; and
    • Any other relevant information, including information submitted by the candidate or requested by the

     

    The applicant is to be notified of the decision and the basis for it in a timely manner.

     

    ADVERSE DECISIONS BASED ON CORI

    If an authorized official is inclined to make an adverse decision based on the results of a criminal history background check, the applicant will be notified immediately. The subject shall be provided with  a copy of the  organization's  CORI policy and a copy of the  criminal  history.  The source(s) of the criminal history will also be revealed. The subject will then be provided with  an opportunity to dispute  the accuracy of the CORI record. Subjects shall also be provided a copy of DCJIS' Information Concerning the Process for Correcting a Criminal Record.

     

    SECONDARY DISSEMINATION LOGS

    All CORI obtained from the DCJIS is confidential and can be disseminated only as authorized by law and regulation. A central secondary dissemination log shall be used to record any dissemination of Cori outside this District, including dissemination at the request of the subject.

     
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