Admin Support Group 2011-2013 extension - School District of Beloit

AGREEMENT
between
SCHOOL DISTRICT OF BELOIT, WISCONSIN
&
THE ADMINISTRATIVE SUPPORT GROUP
REPRESENTED BY
IBEW LOCAL 965
Extension Contract
2011-2013
May 2011

TABLE of CONTENTS

Scope ........................................................................................................................1
Parties and Agreement .............................................................................................1
Term of Agreement ..................................................................................................1
Fair Share and Dues Deduction ........................................................................... 1-2
Seniority ...................................................................................................................2
Lay-off .....................................................................................................................2
Recall .......................................................................................................................2
Compensation ...................................................................................................... 3-4
During the Period of Employment ...........................................................................4
Management Rights .................................................................................................5
Union Activity ..................................................................................................... 5-6
During the Term of This Contract
Medical Insurance - Single or Family ..............................................6
Long-Term Disability Insurance ......................................................7
Dental Insurance - Single or Family ................................................7
Basic Term Life Insurance ...............................................................7
Retirement Benefits ..................................................................... 7-8
Sick Leave ............................................................................................................ 8-9
Bereavement Leave ..................................................................................................9
Emergency Leave.....................................................................................................9
Court Appearance Leave..........................................................................................9
Military Leave ..........................................................................................................9
Vacation Allowance/Compensatory Time .............................................................10
Holidays .................................................................................................................10
Longevity Pay .................................................................................................. 10-11

Travel Reimbursement ...........................................................................................11
Health Maintenance ...............................................................................................11
Continuing Education ............................................................................................11
Competency of Employee ......................................................................................11
Grievance Procedure
Definition .......................................................................................12
Representation................................................................................12
Process ..................................................................................... 12-13
Contract Termination .............................................................................................13
Effect of Partial Invalidity .....................................................................................13
Authorized Signatures ............................................................................................13
SCOPE

The School District of Beloit recognizes The International Brotherhood of Electrical Workers
Local 965 as the sole and exclusive bargaining representatives of all regular and part time
Administrative Assistants, Technology Support, Print Shop Operator, Administrative Support –
Energy Conservation, Health Room Assistants, Excluding the other represented bargaining
positions represented by other labor organizations in the District and other confidential
managerial and supervisory employees of the School District of Beloit.
PARTIES AND AGREEMENT
The Board of Education of School District of Beloit, called the “Board” and the IBEW Local 965
, representing the Employees of this group, agree that the Board shall hire the Employee, and the
Employee shall work for the School District upon the following terms and conditions:
TERM OF AGREEMENT
This agreement shall be effective July 1, 2011, and shall remain in full force and effect until June
30, 2013, unless amended by mutual written agreement of the parties. The term of this contract
shall be negotiated each time, unless it is terminated sooner pursuant to the provisions contained
herein. The number of weeks or days required of a position is called the Period of Employment.
FAIR SHARE AND DUES DEDUCTION
The Administrative Support Group, Local IBEW 965, as the exclusive representative of all the
employees in the bargaining unit, all employees in the unit will be required to pay as hereinafter
provided, their fair share of the cost of representation by Local 965 as said term is defined by the
Wisconsin Employment Relations Commission, of Wisconsin Courts and their application of
Wisconsin State Statute 111.70(1)(h). No employee shall be required to join the Local 965, but
membership in Local 965 shall be made available to all employees who apply consistent with the
Local 965 Constitution and Bylaws. The Administrative Support Group of Local IBEW 965 will
make provisions to comply with the requirements of State and Federal laws concerning fair share
legislation.
The Board agrees that it will deduct from the pay of all employees in the bargaining unit an
amount of money equal to the dues certified by Local 965 as the current dues uniformly required
of all its members and shall pay said amount to the designated Beloit Local 965 representative.
Local 965 does hereby indemnify and shall save the District harmless against any and all claims,
including court costs, that shall arise out of or by reason of action taken or not taken by the
District, which District action or non-action is in compliance with the provisions of this article;
and in reliance on any list of certificates which have been furnished to the District pursuant to
this article; provided, that the defense of any such claims, demands, suits or other forms of
liability shall be under the control of Local 965 and its attorneys.

The operation of this fair share agreement shall not preclude the District from participating at its
own expense in any action to which this clause applies, provided the District does not take a
position contrary to the position of the Local 965 in defense of this fair share agreement.
Local 965 will certify to the Board in writing the current amount of its membership dues. Any
changes in the amount of its membership dues will be certified in writing to the Board prior to
November 15.
And Union’s “Authorization for Check Off”.
SENIORITY
The seniority date of an employee shall be that date approved by the Board of Education at the
time of hiring and shall be computed on the basis of continuous service excluding non-paid
leaves. No seniority shall accrue during an unpaid leave of absence when no salary or
compensation is received from the District, but will resume when an employee returns from
leave. Seniority will cease upon termination, resignation, discharge for cause, retirement,
absence from work for three (3) consecutive working days without notification to or approval of
the District, failure to return to work within ten (10) working days after having been recalled
from layoff, failure to report for work after expiration of a leave of absence, or if the employee
on a leave of absence for personal or medical reasons accepts other employment without
permission.
LAY- OFF
Any reduction in the number of employees in the bargaining unit shall be made in reverse order
of seniority provided that the remaining employees are capable of performing the remaining
work based upon qualifications and district needs.
RECALL
All employees shall have recall rights for twelve (12) months from the actual layoff. The
District shall post positions internally before offering recall to those laid off employees. Recall
to positions posted and not filled internally shall be offered to those with recall rights in seniority
order provided the senior employee is capable of performing the available work based upon
qualifications.
COMPENSATION
Salaries shall be frozen during the term of this agreement. Longevity pay shall be frozen for all
unit members currently receiving it. No increases in longevity pay or salaries will be authorized.
Those unit members not currently entitled to longevity pay will not receive it.

The Board will pay the Employee a salary described on the Contract Data Sheet for work
performed in the capacity described on the Contract Data Sheet, in accordance with the
appropriate salary negotiated between the parties and approved by the Board. The salary shall be
paid as designated on the Contract Data Sheet less deductions required by Federal and State
Revenue Departments, State Statutes or authorized deductions as permitted by Board policy.
(The District is in the process of revising the Contract Data Sheets).
DURING THE PERIOD OF EMPLOYMENT
A. The Employee shall faithfully perform at a professional level of competence the services,
duties and obligations required by the laws of the State of Wisconsin and the rules,
regulations, and policies of the Board which now exist or which may be subsequently
enacted. The Board shall make available a written copy of all such rules, regulations and
policies. In case of direct conflict between any rules, regulation or policy of the Board and
any specific provision of this contract, the specific provision of this contract shall control.
B. Every new employee will serve a one (1) year probationary period. A probationary
employee may be discharged without recourse to arbitration, provided the discharge was not
arbitrary, capricious or discriminatory. No employee who been employed more than a year
may be discharged except for just cause. Layoff shall be determined in the inverse order of
seniority, providing that the remaining employees, after a reasonable training period are
qualified to do the remaining work.
C. Any administrative support staff that is identified for layoff will be given a written notice
forty-five (45) work days prior to the effect of the layoff.
D. The Employee shall devote his/her full time, skill, labor, and attention to the duties and
responsibilities required by this contract and will not engage in any pursuit, which interferes
with the proper discharge of such duties and responsibilities.
E. The Board will compensate the Employee for authorized use of the Employee’s personal car
within the District in the Employee’s work pursuant to this contract. Mileage reimbursement
for approved out of district travel shall be reimbursed at the IRS standard rate. The
Employer may be required by law to report this compensation on IRS Form W-2.
F. The Board of Education retains all rights as provided by relevant statute and Board of
Education policy, including, but not limited to, the right to assign or transfer the employee
during the term of this contract to a position consistent with the employee’s abilities
whenever, in the judgment of this Board, such assignment or transfer is in the best interest of
the School District of Beloit.
MANAGEMENT RIGHTS

Reservation of Management Rights – Management retains all rights of management that it has
by law, and retains the right to exercise those functions under the terms of the collective
bargaining agreement with the Union except to the extent such functions and rights are restricted
by the terms of this Agreement. These rights include, but are not limited by enumeration to, the
following rights:
A. To direct all operations of the school system;
B. To hire, promote, transfer, schedule and assign employees in positions for which they are
qualified within the school system, as well as to combine, modify and eliminate positions
within the school system.
C. To introduce, improve, change or eliminate existing methods, facilities or programs and to
determine the methods, means and personnel by which the school system operations are to
be conducted, including the right to contract out for goods or non-teaching services
(including current arrangements);
D. To take action where necessary to carry out the functions of the school system in situations
of emergency, or to maintain the efficiency of school system operations, unless endangering
professional educators;
E. To determine educational policies of the school District and to establish schedules of work
and reasonable work loads;
F. To suspend, demote, discharge or take other disciplinary action against bargaining unit
pursuant to;
G. To layoff bargaining unit members from their duties due to lack of availability of work or
any other legitimate reason;
H. To determine the kinds and amounts of services to be performed as pertains to the school
system operations and the number and kinds of classifications to perform such services.
The Board shall provide proper and adequate notification to the Union and the Union’s Chief
Steward prior to any action as stated above.
UNION ACTIVITY
1. The Union agrees to conduct its normal business off the job this language shall not be used to
deter the appointed Local 965 Chief Steward from performing the normal duties needed for
proper representation of its membership, such as grievance hearings, investigations or other
such called meetings by the District that would require a representative of Local 965.

2. The Local 965 Business Manager or a designee will be able to confer with the Local 965
Chief Steward during the course of the work day for a reasonable period of time provided that
approval is first obtained from immediate supervisor.
3. The Local 965 Chief Steward shall serve or designate a bargaining unit representative to serve
on the interview committee for filling vacancies and to have them participate as a voting
member.
DURING THE TERM OF THIS CONTRACT
During the Term of this Contract, the Board will provide the Employee with the following
benefits. These benefits are paid entirely by the School District, unless otherwise specified. For
part-time employees, the employee/employer share of the premiums will be prorated based upon
the percentage of time the employee works. Full-time employment for all employees will be
based upon a regular workday of 8 hours for a minimum of 212 days.
A. Medical Insurance-Single or Family
1. Effective July 1, 2011, employees will be responsible for payment up to 12.6% of the
total monthly premium payable for the health care plan offered by the District. The
District reserves the right to reduce premium percentage payments should greater cost
savings be achieved through redesign of the current health plan. The District and the
Union will form a committee in concert with other union representatives, to explore
other health plan options or designs with the goal of reducing health care premium
payments. Final approval of any health care revisions or options shall rest with the
District.
2. Health Risk Assessment Flex Plan - Effective July 1, 2011, District contributions to
the Health Risk Assessment will no longer be made. Unit members may voluntarily
contribute their flex spending accounts at their discretion and in accordance with
applicable State and Federal guidelines.
3. COBRA Notification - Extension of health care coverage (called “continuation
coverage”) at the expense of the employee, spouse, or dependents, at group rates, in
certain instances, shall be included in the Insurance Summary Plan Description
Booklet for the School District of Beloit and also on the termination form.
B. Long Term Disability Insurance:
• The Long Term Disability income will begin on the 60th day of disability and provide a
monthly benefit equal to 90 percent of the Employee’s monthly salary as specified in
the current insurance plan.
• The employee may apply to have the District continue to pay the District’s share of the
medical/prescription insurance contribution if the employee has qualified for an
occupational disability (Worker’s Compensation) or LTD benefits and has exhausted or

used all accumulated paid leave allowed during the school year. The employee is
required to pay his/her share of the medical/prescription coverage contribution.
• The application for continuance of the District’s contribution of medical/prescription
insurance premiums shall be submitted to the Business Office and accompanied by
verification of LTD benefits or occupational disability (Workers’ Compensation).
• Once an employee has qualified for Social Security or Wisconsin Retirement Benefits
and is no longer receiving LTD benefits from the District’s LTD carrier, the former
employee may continue in the District’s medical health care plan at their expense.
C. Dental Insurance-Single or Family: The Board agrees to pay 100% of the annual
premium for single or family coverage.
D. Basic Term Life Insurance: The Board agrees to pay 100% of the annual premium of
Basic Term Life Insurance in the amount designated on the Contract Data Sheet.
E. Retirement Benefits: Effective July 1, 2011, employees will be responsible for 50%
(currently estimated to be 5.8%), of the total Wisconsin Retirement System contribution.
Early Retirement Program: (This benefit may be altered to meet the requirements
of the court’s ruling on the EEOC charges of possible discrimination.) Effective July 1,
2011, those who qualify for the program will receive full benefits under the plan. The
District and the Union will form a committee in concert with other unit representatives, to
explore successor plans featuring reduced benefit years; the approval of which shall rest
with the District. This successor plan will include a reduction of at least two (2) benefit
years beginning with the 2013-2014 benefit year. A finalized successor plan will be
established for Board consideration by March 1, 2012.
1. Description - Early retirement benefits shall be available to administrative support
staff who are between the ages of 55 and Medicare eligibility and who resign their
regular full-time duties.
2. Eligibility - Any applicant for early retirement benefits must be a regular, full-time,
employee falling within the age parameters noted above (inclusive) and who has
served in the School District of Beloit for not less than 15 years.
Administrative support staff that chooses to exercise the early retirement option shall
cause the early retirement declaration to be approved by the Board through normal
personnel procedures on or before 60 days prior to their last day of work.
3. Insurance - Administrative support staff with fifteen years of experience in the School
District of Beloit who voluntarily retire before reaching the age of Medicare
eligibility shall have the Board contribute the amount equal to that which active
employees receive of the premium cost, single or family, for health insurance
premiums, dental insurance premiums, and group life insurance premiums (basic
coverage) as it contributes for active employees subject to the provisions herein. The

Board reserves the right to self-fund health insurance coverage or to purchase a health
insurance plan from another carrier.
a. The Board of Education shall contribute the amount equal to active employees
premium cost for health/medical insurance for family or single coverage.
b. Administrative support staff marking early retirement or regular retirement on the
termination form, who are between the ages of 55 and Medicare eligibility, are
early retirees and are eligible for medical insurance benefits for a period up to six
years with Board contributions from the date of early retirement up to Medicare
eligibility. When Medicare eligible, Board insurance as provided herein shall
cease (i.e., if the employee retires at age 55, they would receive 6 years of
insurance as provided herein; if the employee retires at age 60, they would receive
5 years of insurance as provided herein; if the employee retires at age 64, they
would receive 1 year of insurance as provided herein.) Should Medicare eligibility
age be extended beyond age 65, the early retirement benefit will be extended in
these examples but, will not exceed the six (6) year maximum.
c. The single and family medical and hospital insurance group rates and coverage for
employees and retirees under age 65 shall be the same.
d. When the participant becomes eligible for Medicare, District coverage may be
coordinated with Medicare benefits. In this instance, Medicare coverage becomes
primary and District coverage becomes secondary (Medicare carve out). This will
include Medicare Parts A, B, & D.
e. After the 6 year maximum, where applicable, the participant prior to Medicare
eligibility may retain medical and health insurance coverage with the district by
paying the group premium rates in effect at that time.
f. In the event the District purchases health insurance from another carrier, in order
to be eligible for single or family insurance coverage under said plans, each
administrative support staff must opt into the plan at least 30 days prior to leaving
the District’s current health insurance plan.
4. Validity - If any aspect of this early retirement program is found to be discriminatory
or in violation of the Federal Age Discrimination in Employment Act, the Wisconsin
Fair Employment Act, or any other State or Federal law or by any court of competent
jurisdiction or administrative agency, then that part of the program shall be
considered null and void.
5. Recall Limitations - Administrative support staff electing to retire under this program
shall retain no re-employment rights with the District nor any other rights or benefits
except those specified within this early retirement program.
SICK LEAVE
Thirteen sick days annually, two (2) days of which may be used for personal business. Other
personal business requests may be considered by the Superintendent or designee. A maximum
of 120 days sick leave may be used annually.

Maximum sick leave accrual will be capped at 120 days for those employees in the bargaining
unit currently having less than 120 days in accumulation and for all new hires after ratification
date of this agreement. For bargaining unit members who currently have in excess of 120 days
they will not accrue additional days of sick leave until their bank of accrued sick leave falls
below 120 days. Thereafter, accrual of sick leave for these employees will also be capped at a
maximum of 120 days.
BEREAVEMENT LEAVE
The employee shall be entitled to bereavement leave during the school year as follows: Death
within the household or immediate family (parents, spouse, brothers, sisters, children,
grandparent, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, and stepson or
stepdaughter), three (3) days death leave. Death of near relative or relative by marriage (aunt,
uncle, nephew, first cousin) one (1) day at full pay. Additional days may be charged to sick
leave subject to approval of the Superintendent or designee.
EMERGENCY LEAVE
The employee shall be allowed one (1) day per year (non-cumulative) in the event of any
emergency not covered by any other leave provision of the Agreement.
COURT APPEARANCE LEAVE
When the employee is required to be present in court as a result of the service of a subpoena or
jury duty call, said employee shall be paid the difference between the payment received from the
court and their normal salary with no reduction of sick leave or personal leave.
MILITARY LEAVE
Unit members who are also members of the National Guard or any organized Reserve of the
Army, Navy, Marine Corps, or Air Force, which requires period of training are permitted to be
absent from work for the purpose of receiving mandatory military training when ordered by
proper authority to active State or Federal service, shall result in no loss of seniority, or accrual
of benefits. The District may continue to pay compensation to the unit member provided that the
unit member submits their military compensation to the District.
Active Duty Recall – For unit members recalled to active duty in service of the National Guard
or any organized Reserve of the Army, Navy, Marine Corps or Air Force, the District will
comply with all applicable State and Federal laws governing the employment rights of such unit
members.

VACATION ALLOWANCE/COMPENSATORY TIME:
The scheduling of vacation time shall be in accordance with the policies of the Board. The
Employee shall be entitled to time off on statutory holidays and such other days as may be
designated by the Board.
12 Month Administrative Support Staff shall be entitled to 3 weeks of vacation each school year
(July 1 to June 30) with the option of a five (5) day buy back annually. Vacation time shall not
accumulate to more than 10 days of carryover into the next year.
‣ After 8 years of continuous employment, said employee shall receive 1 additional
vacation day per year up to a total of 25 days.
‣ It is understood that there will be times when time beyond the normally scheduled
workday will be required to complete the duties of these positions. Employees, with
administrative approval, will be allowed to accumulate up to 5 days of compensatory
time annually. Compensatory time not be able to be carried over to a future contract
year.
‣ All hours worked beyond the normally scheduled work day will be recorded on a
Compensatory Time Sheet (Personnel create new form), be signed by immediate
supervisor, and forwarded to the Personnel Office. Hours used for compensation will be
recorded on the District compensation use form.
HOLIDAYS
The District shall be closed in observance of the following holidays and the employee will be
paid for these holidays:
New Year’s Day July 4th Last Normal Working Day
before Christmas
Martin Luther King Day Labor Day Christmas Day
Spring Friday Recess Day Thanksgiving Day Last Normal Working Day
before New Year’s Day
Memorial Day
Friday following Thanksgiving
Technology staff required to work on holidays as outlined in this agreement will have the option
to accumulate compensatory time or compensation at the rate of two times the hours worked in
addition to the paid holiday.
LONGEVITY PAY
Longevity pay shall be frozen for all unit members currently receiving it. No increases in
longevity pay will be authorized. Those unit members not currently entitled to longevity pay

will not receive it. Longevity pay schedule for administrative support staff for 2011-2012 will
be as follows:
10-14 years $1,617 per year
15-19 years $1,848 per year
20-24 years $2,079 per year
25-29 years $2,308 per year
30 years and over $2,539 per year
TRAVEL REIMBURSEMENT
Non-technology employees: shall be reimbursed for authorized use of their personal vehicle in
the course of their work within the District based upon actual mileage and shall be calculated at
the IRS standard rate. Mileage reimbursement for approved out of District travel shall be
reimbursed at the IRS standard rate. Actual mileage usage logs shall be subject to approval of
the Superintendent or designee.
Technology employees: shall receive a monthly allowance of $100.00 for the authorized use of
their personal vehicle with the County.
HEALTH MAINTENANCE
Effective July 1, 2011, the District will no longer offer a health maintenance reimbursement plan
for optical expenses.
CONTINUING EDUCATION
The Employee agrees to participate in professional meetings and continuing education courses
for the purpose of improving and stimulating the Employee’s professional growth. Participation
shall be in accordance with Board rules, policies, and statutory requirements. Necessary
expenses will be paid for by the Board of Education for these meeting and courses, as provided
by board rules and policies.
COMPETENCY OF EMPLOYEE
The contract shall be null and void if during its term the Employee is not legally qualified by the
laws of the State of Wisconsin or the rules of the Wisconsin Department of Public Instruction to
serve in the capacity designated.

GRIEVANCE PROCEDURE
A. Definition – A grievance is a complaint, controversy or dispute based upon an event or
condition which involves the interpretation, meaning or application of any of the
provisions of this agreement.
B. Representation – The grievant may at his/her request be represented at all grievance
meetings by a representative of his/her choice.
C. Process
Step (1): The matter shall first be presented and discussed by the employee(s) involved
and with the immediate supervisor. Initiation of the grievance must occur within 30
calendar days of the event or condition at issue in the grievance.
Step (2): If the grievance is not settled at Step 1, the grievance shall be referred in
writing to the Assistant Superintendent-Personnel or the respective designated
representative. This referral must be presented to the Assistant Superintendent-
Personnel within ten (10) working days of the Step 1 meeting. A meeting involving the
Assistant Superintendent, involved employee, Chief Steward, Business Manager of the
Union and other such District employee(s) or witnesses as either party may feel would
assist in resolving this matter. This meeting shall be conducted within seven (7)
regular working days of the date the written referral is received by the Assistant
Superintendent-Personnel. The Assistant Superintendent shall within ten (10) regular
working days after the date of the meeting, provide a written response to the written
dispute.
Step (3): If the grievance is not settled at Step (2), the Union shall, within ten (10)
regular days after receiving the Assistant Superintendent’s response, request in writing
a meeting with the Superintendent and including the Business Manager of the Union
(or designated representative). This meeting shall be held within ten (10) regular
working days after the Superintendent’s receipt of the request. The Superintendent
shall send a written response to the Business Manager of the Local Union within ten
(10) regular working days after the date of this meeting.
Step (4): If the grievance is not settled at Step 3, it may be submitted in writing to the
Secretary of the Board of Education within ten (10) regular working days after receipt
of the Superintendent’s written response. The Board shall within ten (10) week days
thereafter schedule a meeting with the grievant to be held not more than twenty-five
(25) week days after receipt of the written grievance. The Secretary of the Board shall
within ten (10) weekdays after the meeting, send the Board’s answer in writing to the
Business Manager (or designated representative).
Step (5): If the grievance is not settled at Step 4, the Business Manager (or designated
representative) of the Local Union may, within ten (10) regular working days of its
receipt of the written answer notify the Secretary of the Board of the intention to appeal
the case to a committee comprised of three (3) Union and three (3) District

epresentatives who will hear employee grievances. In cases where a majority decision
to resolve a grievance cannot be reached, the Assistant Superintendent for Personnel
will cast the deciding vote as a committee member. The decision of the committee will
be final and binding on both the District and the Union.
The District and Union agree to review the “Code of Excellence” program as offered
by the Union as a means of preventing employee grievances.
CONTRACT TERMINATION
Where just cause exists, the Board may unilaterally suspend the Employee or discharge the
Employee from employment, provided that the Employee has received prior notice in writing
from the Board of its intent, and the alleged reason or reasons for such suspension or discharge.
The Employee may utilize the grievance process to challenge the Board’s action. A voluntary
resignation must be made in writing to the Assistant Superintendent for Personnel at least 14
days prior to the proposed effective date of such resignation (unless a shorter notice period is
mutually agreed upon) and is subject to acceptance or rejection by the Board.
EFFECT OF PARTIAL INVALIDITY
If any part of this contract is held to be invalid by operation of law or by any tribunal of
competent jurisdiction, or if compliance with or enforcement of any part should be restrained by
any tribunal, the remainder of the contract shall not be affected by such invalidity or restraint.
AUTHORIZED SIGNATURES

1633 Keeler Avenue
Beloit, Wisconsin 53511
(608) 361-4000
FAX (608) 361-4122
Board of Education
Shannon Scharmer, President
John Acomb, Vice President
Michael Ramsdail, Clerk
John Winkelmann, Treasurer
Nora Gard, Member
Missy Henderson, Member
Tia Johnson, Member
Superintendent
Steve McNeal
The School District of Beloit complies with all federal, state and local laws prohibiting
discrimination against students based on their membership in any protected class.
The School District of Beloit complies with all federal, state and local laws prohibiting
discrimination in employment based on a person’s membership in a protected class.
The mission of the School District of Beloit is to provide an education appropriate to
each student, in order for students to become productive learners and successful
citizens in the world community.
Steve McNeal
Superintendent of Schools
Kolak Education Center, The Roosevelt Building
1633 Keeler Avenue, Beloit, WI 53511
Office: (608) 361-4016
FAX: (608) 361-4122
E-mail: smcneal@sdb.k12.wi.us
District Web Site: www.sdb.k12.wi.us
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