What is Safe Harbor?
The NCLB contains a “safe harbor” provision for alternatively meeting AYP when there is progress moving students from “below proficient” to “proficient.” A school, district, or subgroup can make AYP through the safe harbor provision if (1) the percentage of students below proficient decreases by 10 percent over the prior year, and (2) all other AYP criteria are met. [We anticipate invoking safe harbor only in a small number of cases.
• Under the Executive Order, OSD/OJCS is required to initiate action to discipline an employee found to use illegal drugs under any circumstance. The only exception to this requirement is the “safe harbor” provision. Under “safe harbor,” Washington Headquarters Services will not initiate disciplinary action against an employee who meets the following three conditions: 1) voluntarily identifies him/herself as a user of illegal drugs prior to being identified through any other means; 2) obtains counseling and rehabilitation through the PERS/EAP; and 3) thereafter, refrains from using illegal drugs. An employee who admits to illegal drug use after being notified that he/she is scheduled for a drug test or just after a sample is collected, or who is found to use illegal drugs on the basis of other appropriate evidence, e.g., evidence obtained from a criminal conviction, is not eligible for “safe harbor.” • The key to effectiveness of “safe harbor” is that an employee must be willing to adm
– Under the Executive Order, Department of the Navy is required to initiate action to discipline an employee found to use illegal drugs under any circumstance. The only exception to this requirement is the “safe harbor” provision. Under “safe harbor,” Department of the Navy will not initiate disciplinary action against an employee who meets the following three conditions: 1) voluntarily identifies him/herself as a user of illegal drugs prior to being identified through any other means; 2) obtains counseling and rehabilitation through the CEAP; and 3) thereafter, refrains from using illegal drugs. An employee who admits to illegal drug use after being notified that he/she is scheduled for a drug test or just after a sample is collected, or who is found to use illegal drugs on the basis of other appropriate evident, e.g., evidence obtained from a criminal conviction, is not eligible for “safe harbor.” – The key to effectiveness of “safe harbor” is that an employee must be willing to admi
