Boyce Middle School Renovations & Additions - VETERANS PARK ...

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SCHOOL BOARD MEETING REPORT 

UPPER ST. CLAIR SCHOOL DISTRICT 

March 28, 2011 

STAR SPANGLED BANNER 

Lily Olsakovsky, high school student, sang the Star Spangled Banner. 

READING OF THE MISSION 

Mr. Kerber read the following School District Mission Statement: 

Developing lifelong learners and responsible citizens for a global society is the mission of the Upper St. 

Clair School District, served by a responsive and innovative staff who in partnership with the community 

provides learning experiences that nurture the uniqueness of each child and promote happiness and 

success. 

PRESENTATION OF KEYSTONE ACHIEVEMENT AWARD TO HIGH SCHOOL PRINCIPAL 

Dr. O’Toole presented the Keystone Achievement Award to Dr. William Rullo, High School Supervisor of 

Guidance, who accepted the award on behalf of the High School. Dr. O’Toole explained that Keystone Achievement 

Awards are presented to schools receiving adequate yearly progress for two consecutive years. He noted that the 

other school principals received their Keystone Achievement Awards at the March Committee meeting. 

Mr. Kunselman thanked the administrators, staff and students in all of the schools for their efforts in achieving 

adequate yearly progress and being presented with Keystone Achievement Awards. 

REQUEST APPROVAL OF INVESTMENT BANKER FOR 2011 REFUNDING OPPORTUNITY 

The Board appointed Boenning & Scattergood as investment banker for the proposed refinancing of the 2002 bond 

issue and various debt service payments prior to July 15, 2011 (to be considered by the Board at a later date) and for 

Boenning & Scattergood and the District to proceed with the preparations for the proposed refinancing. 

REQUEST APPROVAL OF BOND COUNSEL FOR 2011 REFUNDING OPPORTUNITY 

The Board appointed Thorp Reed & Armstrong as bond counsel, if and when the Board approves a refinancing of 

various debt service payments due on July 15, 2011(to be considered by the Board at a later date), at a fee of no 

more than $18,500 plus fees and expenses. 

SCHOOL BOARD MEETING REPORT– 3-28-11 Page 1

STUDENT BOARD REPRESENTATIVE REPORT 

Mr. Kunselman commended Michael Boyas for his performance in the high school musical “Music Man” and also 

congratulated all of the students and staff for the outstanding musical performance. 

Michael provided an update on various high school events and activities. He noted that the juniors are completing 

the PSSA testing, which takes place 1-1/2 hours daily for approximately one month. In response to Mr. 

Kunselman’s question regarding Michael’s opinion of the testing procedures, Michael stated that he thought it 

would be easier if the tests could be completed over the course of one week. 

MIDDLE SCHOOL RENOVATION PROJECT & FACILITIES UPDATES 

MATTERS OF INFORMATION 

BOYCE RENOVATIONS & ADDITIONS UPDATE - ATTACHED 

FORT COUCH RENOVATIONS & ADDITIONS UPDATE – ATTACHED 

Dr. Bornyas presented updates to the renovations and additions to Boyce and Fort Couch Middle Schools 

and responded to questions of Board members. 

REQUEST APPROVAL OF CHANGE ORDERS 

The Board ratified the following change orders for the Middle Schools Renovation Project: 

School Change Order Vendor Amount 

Boyce B-8 Walter Mucci Construction, Inc. $ (17,952.00) 

Boyce E-1 Allegheny Education Systems $ 2,757.00 

Fort Couch B-5 Gurtner Construction Co.., Inc. $ 84,502.00 

Fort Couch 

C-1* 

*Revised 

Change Order 

Todd Devin Food Equip., Inc. $ 1,978.97 

Fort Couch D-2 C. M. Eichenlaub Company $3,477.25 

ACCEPTANCE OF PDE APPROVAL OF PLAN CON PART I FOR 

ADDITIONS & ALTERATIONS AT BOYCE MIDDLE SCHOOL 

The Board accepted the approval of PlanCon Part I by the Pennsylvania Department of Education 

for Additions & Alterations at Boyce Middle School. 

ACCEPTANCE OF PDE APPROVAL OF PLAN CON PART I FOR 

ADDITIONS & ALTERATIONS AT FORT COUCH MIDDLE SCHOOL 

The Board accepted the approval of PlanCon Part I by the Pennsylvania Department of Education 

for Additions & Alterations at Fort Couch Middle School. 

REPORT & DISCUSSION REGARDING EXTENSION OF FORT COUCH FIELD 

PROJECT BIDS 

Dr. Bornyas reported that the School District was able to obtain an extension of 60 days on the project 

bids submitted for the Fort Couch Middle School Athletic Complex. He stated that if the Board did not 

award the bids by April 5 that additional costs would be incurred to purchase fill for the project since the 

fill from the Boyce Middle School field would be taken to a Township field location instead. 


There was discussion among the Board regarding various options for the Board to consider with respect to 

the fill. Dr. O’Toole stated that the administration will review the options and provide an update at the 

April Committee meeting, including an estimated additional cost if fill would need to be purchased for the 

Fort Couch site. 

SUPERINTENDENT’S REPORT 

COMMENDATIONS & RECOGNITIONS - ATTACHED 

The Board approved the Commendations & Recognitions AS ATTACHED. 

APPROVAL OF 2011-12 SCHOOL CALENDAR - ATTACHED 

The Board approved, by majority roll call vote, the 2011-12 School Calendar AS ATTACHED. 

APPROVAL OF REVISED 2010-11 SCHOOL CALENDAR - ATTACHED 

The Board approved the revised 2010-11 School Calendar AS ATTACHED. 

FIRST READING OF NEW AND REVISED EMPLOYMENT POLICIES 

(POLICIES 5101 - 5314) – ATTACHED) 

Mr. Prorok presented a first reading of proposed new and revised employment policies. He explained the 

rationale for the new policies, revised policies and policies recommended to be withdrawn. 

A second reading of the policies, including recommended revisions, will be presented at the April 

Committee meeting. 

Mr. Kunselman noted that the proposed policies are included with the public agenda on the District 

website and requested residents to submit comments regarding the proposed policies to Dr. O’Toole or 

Mrs. Stabile. 


REPORT FROM PTA OPEN MIKE ON KEYSTONE EXAMS - MARCH 22 

Dr. O’Toole thanked Stacie de la Parra, PTA Council president, and Alicia Hawkins, PTA Open Mike 

chair, for hosting and coordinating the publicity for the Open Mike on Keystone Exams on March 22, 

which was very well attended. He noted that the Open Mike was mostly a question and answer session 

rather than a lengthy presentation, which was appreciated by the attendees. 

REPORT FROM TRI-STATE SCHOOL BOARD BANQUET - MARCH 24 

Dr. O’Toole reported that Mr. Kunselman, Mrs. Billerbeck, Mrs. Petersen, and he attended the Tri-State 

School Board Banquet on March 24. He stated that the speakers for the evening were the executive 

directors from the PA School Boards Association, Tom Gentzel, and from the PA Association of School 

Administrators, Jim Buckheit. Dr. O’Toole noted that the evening provided an opportunity to network with 

other school districts. 

CHANTECLAIRS PERFORM AT MUSIC EDUCATORS NATIONAL CONFERENCE - APRIL 1 

Dr. O’Toole announced that the Chanteclairs would be performing at the Music Educators National 

Conference on April 1 in Baltimore. Dr. O’Toole stated that he was very proud of the students for 

representing the School District with their outstanding talent. 


HIGH SCHOOL NAMED TO AP ACHIEVEMENT LIST BY COLLEGE BOARD 

Dr. O’Toole announced that the high school was honored by the College Board for being placed on its 

AP Achievement List. He congratulated the students and teachers for the accomplishment. 

RECOGNITION OF SERVICE - CAROL SHEWAN, HIGH SCHOOL CUSTODIAN 

Dr. O’Toole recognized Carol Shewan, high school custodian, for her 23 years of dedication and service to 

the School District and noted that Ms. Shewan was retiring on March 31. 

BUSINESS & FNANCE 

REQUEST APPROVAL OF 2011-12 AIU PROGRAM OF SERVICES BUDGET 

The Board approved the 2011-12 Allegheny Intermediate Unit Program of Services Budget totaling 

$3,815,375. 


UPDATE REGARDING DISTRICT ADVANCEMENT - APRIL 4 COMMITTEE MEETING 

Ms. Cordisco stated that Teresa Gregory will provide a summary of the benchmark report regarding the 

District Advancement at the April Committee meeting. She noted that the interview process will be 

completed this week. 

UPDATED BUDGET INFORMATION 

Ms. Cordisco explained that she has provided some additional slides regarding the proposed 2011-12 

Budget to the Board, including some revised slides regarding the athletic facilities and a term sheet from 

PNC Bank regarding a proposed sale/lease back of buses. She noted that an updated proposed 2011-12 

budget will be presented at the April 4 Committee meeting. 

Ms. Cordisco responded to questions and also clarified that the school buses were acquired in August 2010. 

APPROVAL OF CONSENT AGENDA 

Dr. O’Toole provided an update regarding the proposed Parkway West budget prior to the Board voting on the 

Consent Agenda. He explained that seven of twelve schools must vote to approve the Parkway West budget. He 

noted that six schools have voted to approve the budget and that Upper St. Clair is the last vote needed to pass the 

budget. He shared information regarding the proposed Mechatronics Program and the financial concerns of some 

school districts. Dr. O’Toole recommended that the Board approve the proposed 2011-12 Parkway West Budget 

noting that the superintendents from the home districts will ensure that Parkway West does their due diligence with 

respect to their financial concerns. Mrs. Petersen agreed with Dr. O’Toole’s recommendation. Ms. Cordisco shared 

information regarding the slight decrease in the 2011-12 budget compared to the 2010-11 budget. Dr. O’Toole, Mrs. 

Petersen, and Ms. Cordisco responded to questions. 

The Board approved the following Consent Agenda items: 

a. APPROVAL OF PERSONNEL LISTINGS - ATTACHED 

Approve the Personnel Listings, pending receipt of all paperwork, AS ATTACHED. 


. APPROVAL OF TREASURER’S REPORT – INCLUDING SUPPLEMENTAL REPORT 

Approve the Treasurer’s Report AS ATTACHED TO THE PERMANENT RECORD 

OF THE MINUTES OF THIS MEETING, including approved total of the Bill List 

and Check File Listing as follows: 

Fund 10 (General Fund) - $1,796,996.87 

Fund 31 (Capital Reserve Fund) - $7,621.00 

Fund 36 (Middle School Project Fund) - $833,758.63 

c. APPROVAL OF PARKWAY WEST BUDGETS FOR 2011-12 

Approve the 2011-12 Parkway West Career & Technology Center Budgets as follows 

AS ATTACHED TO THE PERMANENT RECORD OF THE MINUTES OF THIS 

MEETING: 

Budget 

Amount 

Parkway West General Operating Budget $6,197,257 

Alternative Education General Operating Budget $1,038,234 

Building Rental Budget $ 456,492 

d. APPROVAL OF EASEMENT & RIGHT OF WAY AGREEMENT WITH COLUMBIA 

GAS AT HIGH SCHOOL SITE 

Approve the Easement and Right of Way Agreement for the High School site with 

Columbia Gas AS ATTACHED TO THE PERMANENT RECORD OF THE 

MINUTES OF THIS MEETING. 

e. APPROVAL OF GASB 45 ENGAGEMENT PROPOSAL FROM MOCKENHAUPT 

Approve the proposal for the 2010-11 actuarial evaluation related to GASB 45 with 

Mockenhaupt in the amount of $7,400 AS ATTACHED TO THE PERMANENT 

RECORD OF THE MINUTES OF THIS MEETING. 

f. APPROVAL OF FINANCIAL AUDITOR ENGAGEMENT PROPOSAL FROM 

MAHER DUESSEL 

Approve the proposal for a three-year financial auditor engagement with Maher 

Duessel as follows AS ATTACHED TO THE PERMANENT RECORD OF THIS 

MINUTES OF THIS MEETING. 

School Year 

Fee 

2010-11 $24,500 

2011-12 $25,500 

2012-13 $26,500 


g. APPROVAL TO DECLARE ITEMS SURPLUS 

In accordance with Policy #3006 - Sales of Surplus Furniture, Equipment and Other 

Tangible Personal Property, declare the following equipment surplus, and authorize 

the administration to bid the sale of the items, donate the items, dispose of the items as 

appropriate, or advertise via public Internet auction. 

Asset 

School Bus/Van #013 




Maintenance/Cargo Van 

Description 

2001 E-350 Ford Diesel - 20 passenger 



2001 E-450 Ford Diesel - 16 passenger wheel chair lift 

1998 E-350 Ford Diesel 

COMMITTEE REPORTS 

Mrs. Bolas reported on discussions at the SHASDA meeting that was attended by a number of area legislators, 

including significant cuts to education in the proposed state budget, unfunded mandate relief, Senate bill on 

vouchers, Keystone Exams, and teacher strikes. Mrs. Bolas announced that the SHASDA Conference will be held 

on April 29 and 30. 

Mrs. Billerbeck reported that the Youth Steering Committee is sponsoring the “USC Cares for Kids” Spring Fling 

for students in grades 5 through 8 on April 2 from 6:30 – 8:30 p.m. at the Community Recreation Center. She noted 

that registration forms are available on the Youth Steering Committee website and also at the schools. 

Mr. Kunselman reported that the Naming Rights Subcommittee met this evening and is making significant progress. 

He stated that they are hoping to have a recommendation by May if not sooner. 

ANNOUNCEMENT REGARDING EXECUTIVE SESSION 

Mr. Kunselman announced that the Board will meet in executive session following the meeting to discuss personnel 

issues. 

DISTRICT WEBSITE QUICK LINKS: 

Meetings are also videotaped and will be cablecast on 

School Access Comcast Channel 19 & Verizon Channel 41. 

School Board Agendas, Reports, Minutes 

http://www.uscsd.k12.pa.us/4665115216141547/blank/browse.asp?A=383&BMDRN=2000&BCOB=0&C=48651 

Committee Meeting Agendas, Minutes 

http://www.uscsd.k12.pa.us/4665115216141547/blank/browse.asp?A=383&BMDRN=2000&BCOB=0&C=50846 

School Board Members’ Homepage 

http://www.uscsd.k12.pa.us/4665115216141547/site/default.asp 

E-blasts (Monthly Digital Newsletter) 

http://www.uscsd.k12.pa.us/466511521716855/blank/browse.asp?a=383&BMDRN=2000&BCOB=0&c=54244 


Annual Reports 


Public Documents 


Superintendent’s Link 


eAlert Subscriptions 



Renovations & Additions 

to Boyce Middle School 

Prepared By: 

Construction Manager 

FEBRUARY - 2011

Boyce Middle School Renovations & Additions 

INTRODUCTION 

P.J. Dick Incorporated is pleased to present the Upper St. 

Clair Board of School Directors with the following 

Construction Report for the Boyce Middle School 

construction project. The information contained within the 

Report represents an overview of the project and is 

published to provide the District with a basic 

understanding of the current status of the work, in addition 

to information on budget, schedule, and any other 

important issues or decisions that require the team’s 

consideration. P.J. Dick will publish this report on a 

monthly basis at the end of the month in order to coincide 

with the completion of the contractors billing cycle and, 

therefore, contain the most current information possible 

for that period. 

PROJECT PHASING 

Phase 1 August 17, 2009 – August 15, 2010 

Phase 2A May 1, 2010 – August 15, 2010 

Phase 2B June 14, 2010 – August 15, 2010 

Phase 2C June 14, 2010 – December 27, 2010 

Phase 3A January 3, 2011 – August 15, 2011 

Phase 3B April 20, 2011 – August 15, 2011 

Phase 3C June 13, 2011 – August 15, 2011 

Plan Con Estimated Construction Costs $ 24,344,000.00 

Total Value of Original Contracts $ 20,198,512.00 

Total Approved/Executed Change Orders $ 372,340.58 

Total Value of Current Contracts $ 20,570,852.58 

Remaining 5% Construction Contingency $ 637,585.02 

TOTAL BUDGET $ 21,208,437.60 

Total Completed/Stored to date $ 18,201,076.58 

Total Retention Withheld $ (922,284.38) 

Total Earned Less Retainage $ 17,278,792.20 

Total Balance to Finish $ 3,292,060.38 

5% Original Construction Contingency $ 1,009,925.60 

Total Change Orders Processed $ 372,340.58 

Total Remaining Construction Contingency $ 637,585.02 

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* See the following sheets for a detailed description of change orders 

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Phase 1 

Work this period: February 2011: 

• Continued work on punch list items during off-hours. 

Work Projected for March 2011: 

• Complete punch list items and have A/E and CM verify completion of the list. 

COURTYARD – EXCAVATION FOR FOUNTAIN 

FOUNDATION AND WATER SUPPLY – FACING WEST 

Page14 

FORMWORK FOR FOUNTAIN PERIMETER


Phase 2 – SCOPE OF WORK 

May 1, 2010 – December 27, 2010 

Phase 2 work generally consists of work that will take place during the 

summer of 2010 and through the end of the year. Certain areas may start 

sooner or finish later as described below. The Phase 2 work includes the 

following: 

Work this period: January 2011 

• Punch list work 

Work Projected for February 2011 

• Complete all punch list work in Phases 2A, 2B, and 2C. 

Phase 2A – May 1, 2010 - August 15, 2010 

Kitchen, Locker Room and Boiler Room 

Phase 2B – June 14, 2010 - August 15, 2010 

NW Classrooms and Library Renovations 

Phase 2C – June 14, 2010 - December 27, 2010 

North Classrooms and Administration Renovations (Area D) 

Corridor Work 

All corridor mechanical work directly related to the above phases must be 

completed concurrently with each phase. The Contractor(s) shall coordinate 

with Owner and CM for areas that cannot be segregated from the school 

operations, as described above. 

DRYWALL INSTALLATION- BULKHEAD FRAMING AREA C 

Page15 

DRYWALL FINISHING – AREA C CLASSROOM



January 3, 2011 – August 15, 2011 

Phase 3 work generally consists of the work that will be 

completed from January 2011 through August 2011, with the 

later starts for the Gymnasium and entrance work. Phase 3 

work includes the following: 

Phase 3A - January 3, 2011 – August 15, 2011 

Renovations to former administration area and quad classrooms 

Phase 3B – April 20, 2011 – August 15, 2011 

Gymnasium Renovations 

Phase 3C – June 13, 2011 – August 15, 2011 

New Entrances 

Final Corridor Work - All corridor work directly related to the 

above phases must be completed concurrently with each phase. 

All final corridor work must be completed by August 15, 2011. 

The Contractor(s) are to coordinate with Owner and CM for 

areas that cannot be segregated from the school operations, as 

described herein. 

Work this period February 2011 

• Completed in-wall Mechanical, Electrical, and Plumbing (MEP) rough-in. 

• Continued with corridor above-ceiling installations and insulation. 

• Completed Phase 3A drywall installations. 

• Commenced Phase 3A drywall finishing. 

•. Commenced Phase 3A ceiling grid installations. 

• Commenced Phase 3A painting. 

• Commenced interior glass and glazing installations. 

• Commenced and completed Phase 3A window exterior aluminum window 

installations. 

• Commenced preparation of Phase 3A existing concrete slab on grade (SOG) 

for installation of finished flooring materials. 

• Completed courtyard fountain foundation installation, fountain bottom, and 

pre-cast fountain perimeter placement. 

• Continued with roof tear-off and replacement over the Phase 3A areas as the 

weather permitted. 

Work Projected for March 2011 

• Complete roof tear-off and replacement over the Phase 3A spaces. 

• Complete ceiling grid and tile installations and painting in the Phase 3A 

spaces.. 

• Commence and complete floor finishes in the Phase 3A spaces. 

• Commence final cleaning of the Phase 3A spaces. 

Final Work at Existing IT Closet in Library – Final 

renovations to the existing ITCloset in the library must be 

completed after the existing service is no longer required and 

the school is able to operate with the new system. 

Page16 

NEW ROOF INSTALLATION – AREA C


COURTYARD VIEW FROM ROOF – FACING NORTH 

CLASSROOMS C100-C101-C102-C103 - PHASE 3A – FACING EAST 

METAL STUD FRAMING – PHASE 3A – CORRIDOR CCOR 10 

Page17 

CLASSROOMS C106-C107 - PHASE 3A - WALL PRIMER APPLIED


FINISH PAINT COAT APPLICATION – ROOMS C106-C107 

FLOOR PREPARATION 

COURTYARD FOUNTAIN AND CONCRETE CURB-VIEW FROM 

GROUND LEVEL 

Page18 

ALUMINUM WINDOW INSTALLATIONS - COURTYARD


CEILING GRID INSTALLATION – ROOMS C109/C110 – FACING NORTH 

HVAC PIPING INSTALLATION 

CEILING GRID MOULDING INSTALLATION 

Page19 

DRYWALL FINISHING – CLASSROOMS C107-C108


CLASSROOMS C106-C107 – SKIM COATING FOR FLOOR FINISHES 

GENERAL CLEAN-UP 

CEILING GRID – ROOMS C109-C110 

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DRYWALL BULKHEAD FINISHING

Renovations & Additions 

to Fort Couch Middle School 

Prepared By: 

Construction Manager 

FEBRUARY 2011

Fort Couch Middle School Renovations & Additions 

INTRODUCTION 

P.J. Dick Incorporated is pleased to present the 

Upper St. Clair Board of School Directors with the 

following Construction Report for the Fort Couch 

Middle School construction project. The 

information contained within the Report 

represents an overview of the project and is 

published to provide the District with a basic 

understanding of the current status of the work, in 

addition to information on budget, schedule, and 

any other important issues or decisions that 

require the team’s consideration. P.J. Dick will 

publish this report on a monthly basis at the end 

of the month in order to coincide with the 

completion of the contractors billing cycle and, 

therefore, contain the most current information 

possible for that period. 

Plan Con Estimated Construction Costs $29,333,000.00 

Total Value of Original Contracts $22,206,118.00 

Total Approved/Executed Change Orders $296,714.94 

Total Value of Current Contracts $22,502,832.94 

Remaining 5% Construction Contingency $ 813,590.96 

TOTAL BUDGET $23,316,423.90 

Total Completed/Stored Invoiced to date $20,488,314.72 

Total Retention Withheld ($1,087,649.65) 

Total Earned Less Retainage $19,400,665.07 

Total Balance to Finish $3,102,167.87 

5% Original Construction Contingency $ 1,110,305.90 

Total Change Orders Processed $ 296,714.94 

Total Remaining Construction Contingency $ 813,590.96 

PROJECT PHASING 

Phase 1A August 17, 2009 – August 15, 2010 


Phase 2A June 14, 2010 – April 18, 2011 


Phase 2C June 14, 2011, 2011 – August 15, 2011 

Page 2 

CERAMIC TILE WAINSCOT GROUTING – GROUND LEVEL 

CORRIDOR BCOR14


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4


* See the following sheets for a detailed description of change orders 

Page 5


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6


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Phase 1 

Work this period - February 2011: 

• Continued punch list work when areas were available. 

Work Projected for March 2011: 

• Complete all punch list items in the Phase 1 areas. 

NEW ROOF ISNTALLATION – AREA C – GYMNASIUM 

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NEW GYMNASIUM SPACE – FACING SOUTHEAST



Phase 2A - June 14, 2010 – April 18, 2011 

Gymnasium Addition & Renovations to Existing Building 

General Description: Additions and Renovations including: 

All Floors: Construct Gymnasium Addition 

Lower Level: Convert existing storage / boiler room area to new 

restrooms, etc. 

First Floor: Begin renovations to Tech Ed and Admin Areas 

Second Floor: Begin renovations to existing classrooms. 

Gymnasium not available from June 2010 - April 2011. 

Administration displaced beginning June 2010. 

IA / Tech Ed and Home Careers displaced beginning June 2010. 

Phase 2B - June 14, 2010 – August 15, 2011 

Rear Entrance & Remaining Renovations 

Lower Level: Construct new rear entrance, renovate existing IA space to 

new Tech Ed. space. 

First Floor: Continue renovations of existing library and related spaces to 

new Administration area, and continue to convert existing Home Careers 

area to final use. 

Second Floor: Continue construction of upper portion of new rear 

entrance and complete renovations to existing classrooms 

Administration temporarily displaced from June 2010 to August 2011 

Tech Ed. / IA and Hone Careers classrooms not available for Sept. 2010– 

June 2011 School Year Maintain access to new gymnasium. 

Phase 2C – June 13, 2011– August 15, 2011 

Summer 2011 Work - Convert Temp. Admin to final use, install new 

Elevator B, complete remaining renovations to existing building. 

All Floors – Construct new Elevator B. 

Lower Level: Complete new rear entrance and conversion of existing IA 

space to new Tech Ed. space. 

First Floor: Complete renovation of spaces and convert temporary 

administration area to final use. 

Second Floor: Complete construction of upper portion of new rear 

entrance and complete renovations to existing classrooms 

Administration moves into final space during summer 2011. 

Page13 

Corridor Work: All corridor work directly related to the above work 

areas must be completed concurrently with each area. The Contractor(s) 

are to coordinate with Owner and CM for areas that cannot be segregated 

from the school operations, as described. 

Work this period: February 2011. 

• Continued ceiling tile installation on the second level of the north end of Area 

B. 

• Completed drywall finishing on all levels – Area B – north end. 

• Continued preparation of existing floors for installation of finishes. 

• Completed marble sill installations in the north end of Area B. 

• Continued Area C roof installation as the weather permitted. 

• Continued interior masonry work in Area C as the weather permitted. 

Progress was very slow. 

• Placed slab-on-grade in new locker room space on the west side of Area C. 

• Placed slab-on-deck for the new storage room on the second level – Area C. 

• Placed slab-on-deck over new locker room space. 

• Continued mechanical work in the Area C fan rooms on the first and second 

levels. 

• Began MEP rough-ins in the new locker room space. 

Work Projected for March 2011 

• Substantially complete and have the Owner occupy the north end of Area B. 

• Continue with Area C roof installation. 

• Complete Area C interior masonry installations. 

• Heat new gymnasium space, begin slab-on-grade preparations for the main 

floor area, and place and finish. 

• Begin locker room finishes. 

• Commence Elevator 2 installation. 

CERAMIC TILE IN CORRIDOR - AREA B PHASE 2C


MECHANICAL WORK – UPPER FAN ROOM C301 

AREA B CANOPY FRAMING 

NEW GYMNASIUM ROOF INSTALLATION – AREA C 

Page14 

NEW GYMASNIUM ROOF INSTALLATION – FACING NORTH 

TOWARD MIRANDA DRIVE


AREA B FIRST LEVEL CEILING TILE INSTALLATION 

DUST COLLECTOR DUCTWORK INSTALLATION – ROOM B126 

CONCESSION STAND CASEWORK – ROOM B121A 

Page15 

NEWLY PLACED CONCRETE SLAB-ON-GRADE – LOCKER ROOM 

AREA – GROUND LEVEL – FACING NORTH


GLASS AND GLAZING INSTALLATION – AREA C – NEW GYMNASIUM 

CONCRETE PUMP FOR NEW SECOND LEVEL STORAGE ROOM SLAB 

ABOVE-CEILING PLUMBING WORK – NEW LOCKER ROOM SPACE 

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LOOKING DOWN FROM ELEVATOR MEZZANINE INTO NEW 

ENTRY LOBBY SPACE ON WEST SIDE AREA B


PREPARATION FOR NEW FLOOR FINISHES 

NEW GYMNASIUM – FACING NW FROM NEW SECOND LEVEL STORAGE 

ROOM 

NEW RECESSED LIGHT FIXTURE INSTALLATION 

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ABOVE-CEILING TRAP PRIMERS – NEW LOCKER ROOM 

SPACE


PLUMBING ROUGH-IN – NEW LOCKER ROOM SPACE 

CERAMIC TILE GROUTING – SECOND LEVEL AREA B 

AREA B CANOPY SOFFIT FRAMING 

Page18 

UPPER FAN ROOM C301


PLACEMENTS OF INTERIOR AIR HANDLING UNITS 

DOCUMENT REVIEW 

IN-METAL STUD WALL PLUMBING AND DUCT FOR 

SINK/WASHER/DRYER STORAGE ROOM C301 

Page19 

SECOND LEVEL STORAGE ROOM DECKING-READY FOR 

CONCRETE

COMMENDATIONS AND RECOGNITIONS 

MARCH 2011 

District 

The eBlast has received the Award of Honor for electronic Newsletter/Communication in 

the PenSPRA competition. The PenSPRA Excellence in Education Communications 

Awards were created to recognize outstanding school public relations efforts. The staff 

members that lead the efforts to publish the eBlast are Mr. Paul Fox, Written Communications 

Assistant; Mrs. Mary Ann Stabile, Executive Assistant to the Superintendent; Mrs. Doreen Leech, 

Technology Support Coordinator; and Dr. John M. Bornyas, Director of Operations, Community 

Relations and Special Projects. 

K-12 

Congratulations to the following Odyssey of the Mind teams and their coaches who have 

won at the Regional level of competition and will move on to the PA State Competition 

in April. 

Division III, Problem IV – Unhinged Structures 

1st Place Regional Competition 

Kyle Austin 

Andrew Belack 

Maura Boston 

Robert Burke 

Rebecca Knapp 

Josh Simmons 

Sydney Turnwald 

Coaches: Michelle Turnwald & Geralyn Austin 

Division III, Problem III – Le Tour Guide 

2nd Place Regional Competition 

Paul Austin 

Marissa Bowman 

Erin Perelstine 

Chloe Roberts 

Kelsey Roberts 

Anna Rosati 

Alexa Schlein 

Coach: Susan Rosati

Division II, Problem I – X-treme Mouse Mobiles 


And 

Division II, Problem II - Good as Goldberg 


Bendan Allen 

Connor Byrnes 

Liam Carse 

Arushi Kewalramani 

Abigail Shoemaker 

Vicki Wang 

Coach: Sharon Byrnes 

Division II, Problem II - Good as Goldberg 

2nd Place Regional Competition 

Océanne Fry 

Jag Gummadi 

Laura Lapham 

Spencer Miller 

Neale Misquitta, Jr. 

Sheb Rosati 

Emily Walsh 

Coaches: Susan Rosati & Caroline Fry 

Division I, Problem II - Good as Goldberg 


James Boston 

C.J. Hess 

Miles Koziol 

Graham Kretschmar 

Anthony Rach 

Maxwell Turnwald 

Coaches: Jim Boston & Karen Boston 

High School 

Based on blind auditions held at Region State Chorus at Pine Richland HS on February 

24, the following Upper St. Clair singers were selected to participate in the Pennsylvania 

Music Educators Association All-State Chorus Festival in Hershey on April 13-16, 2011. 

All are students of Ms. Lorraine Milovac. 

Dan Ryave earned first chair, Mike Boyas was ranked 4th chair, Ellie Blake received 6th 

chair.

Congratulations are due to the nine students that qualified to the Catholic Forensic 

League Grand National Tournament in Washington DC. This represents an entire year’s 

hard work and dedication to their speech and debate skills. 

George Sun Declamation 4 th Place 

Jordan Ryan Declamation 2 nd Place 

Vinay Viswanathan Extemporaneous 4 th Place 

Vijay Viswanathan Extemporaneous 3 rd Place 

Brent Heard Extemporaneous 1 st Place Diocesan Champion 

Qinglan Huang Lincoln Douglas Debate 4 th Place 

Alberto Escobar Oral Interpretation 1 st Place Diocesan Champion 

Catherine Wertz Oral Interpretation 2 nd Place 

Madison Chafin Oral Interpretation 3 rd Place 

The USC Forensics team had another stand out year in the District 3 Qualifier to the State 

Tournament on February 26, 2011. These 13 students will represent Upper St. Clair 

High School at the State Tournament in Selinsgrove, PA. 

Brent Heard Extemporaneous 1 st place 

Jordan Ryan Parliamentary Debate 1 st place 

Brinda Doshi Parliamentary Debate 1 st place 

George Sun Parliamentary Debate 1 st place 

Vijay Viswanathan Commentary 2 nd place 

Vinay Viswanathan Commentary 2 nd place 

John Kulp Humorous Interpretation 3 rd place 

Catherine Wertz Poetry 3 rd place 

Madison Chaffin Poetry 2 nd place 

Kylee Banton Prose 3 rd place 

Ben Stalnaker 

Congress 

Mahen Seneviratne Impromptu 

Avisha Shah 

Radio Announcing 

Congratulations to Macy Miller for an Honorable Mention in the Shakespeare 

Monologue Contest. Macy performed Lady Anne from King Richard III. 

Congratulations to the Mock Trial team for making it to the quarter-finals at the Mock 

Trial Competition. Captains of the team are Marissa Bowman and Maya Chandrasekaran. 

Team members are: 

Mahen Seneviratne 

Rachel Szucs 

Mohini Walavalkar 

Alex Garwig 

Lizzy Faeth 

Alex Bowman 

Ryan Miller 

Sean Ketchel

Congratulations to Brooke Boehmer (Horn) and Robert Kaufman (Cello) for acceptance 

into the PMEA State Orchestra. Brooke and Robert participated at PMEA Region 

Orchestra in Bellefonte, PA. 

Konrad Trieble will be inducted into the Parkway West 2010-2011 National Technical 

Honor Society on April 12, 2011. Konrad is a Junior studying Public Safety Technology. 

Maya Chandrasekaran, high school junior, is part of the “Girls of Steel” team, a group of 

young women from several schools within the Pittsburgh area who are interested in 

science. The team has participated in the first robotics tournament held at the University 

of Pittsburgh's Petersen Events Center in Oakland where they designed and built 

solutions to engineering challenges. The team had mentors from Carnegie Mellon 

University's robotics program and has qualified for the Regionals tournament in 

Washington DC and the National Tournament in St.Louis. 

Boyce 

In February, 80 Boyce students participated in the Pennsylvania Mathematics League 

(PML) competition for students studying sixth grade math curriculum. Boyce Middle 

School is proud to announce the winners of the competition: 

1 st Place Kevin Chen 

2 nd Place Yang Zhang 

3 rd Place Sahil Doshi and CJ Stott 

4 th Place Aditi Chattopadhyay, Malcolm Miller and Abigail Shoemaker 

5 th Place Matthew White 

Honorable Mention: 

Tyler Besselman 

Aaron Fultineer 

Arushi Kewalramani 

Wyatt Keating 

Siddarth Konduru 

Ian Ong 

Darius Radfar 

Andrew Rocks 

Allie Ryave 

Thomas Vissman 

Vicki Wang


2011-12 ADOPTED SCHOOL CALENDAR 

July 

S M T W T F S S M T W T F S 

1 2 1 2 3 4 5 6 

3 4 5 6 7 8 9 7 8 9 10 11 12 13 

10 11 12 13 14 15 16 14 15 16 17 18 19 20 

17 18 19 20 21 22 23 21 22 23 24 25 26 27 

24 25 26 27 28 29 30 28 29 30 31 

31 

September 

August 


1 2 3 2 3 4 5 6 7 8 

4 5 6 7 8 9 10 9 10 11 12 13 14 15 

11 12 13 14 15 16 17 16 17 18 19 20 21 22 

18 19 20 21 22 23 24 23 24 25 26 27 28 29 

25 26 27 28 29 30 1 30 31 

November 

2011 

October 

December 


1 2 3 4 5 1 2 3 

6 7 8 9 10 11 12 4 5 6 7 8 9 10 

13 14 15 16 17 18 19 11 12 13 14 15 16 17 

20 21 22 23 24 25 26 18 19 20 21 22 23 24 

27 28 29 30 25 26 27 28 29 30 31 

2012 


1 2 3 4 5 6 7 1 2 3 4 

8 9 10 11 12 13 14 5 6 7 8 9 10 11 

15 16 17 18 19 20 21 12 13 14 15 16 17 18 

22 23 24 25 26 27 28 19 20 21 22 23 24 25 

29 30 31 26 27 28 29 


1 2 3 1 2 3 4 5 6 7 

4 5 6 7 8 9 10 8 9 10 11 12 13 14 

11 12 13 14 15 16 17 15 16 17 18 19 20 21 

18 19 20 21 22 23 24 22 23 24 25 26 27 28 

25 26 27 28 29 30 31 29 30 


1 2 3 4 5 1 2 

6 7 8 9 10 11 12 3 4 5 6 7 8 9 

13 14 15 16 17 18 19 10 11 12 13 14 15 16 

20 21 22 23 24 25 26 17 18 19 20 21 22 23 

27 28 29 30 31 24 25 26 27 28 29 30 

(3/28/11) 

January 

March 

May 

February 

= Teacher Inservice = No School = Half Day Early Dismissal for Students 

April 

June


2011-12 ADOPTED SCHOOL CALENDAR 

August 17 

New Teacher Orientation 

August 18 

New Teacher Induction 

August 23 Teacher Inservice #1 (Staff Opening Day) Student Teacher 

August 24 & 25 Teacher Inservice #2 & 3 (Act 80) 

August 26 

Teacher Inservice #4 (Classroom Management #1/Flex) 

August 29 

FIRST DAY OF SCHOOL FOR STUDENTS 

September 5 NO SCHOOL - LABOR DAY August 3 7 

September 14 Elementary Open Houses September 21 21 

September 22 Boyce Open House October 20 21 

October 6 Fort Couch Open House November 18 20 

October 12 High School Open House December 16 16 

October 14 Half Day Early Dismissal for Students January 19 21 

(Teachers' Professional Development) February 20 21 

October 31 & November 1 Teacher Inservice #5 & 6 March 21 22 

(Parent/Teacher Conferences/Inservice) April 15 15 

November 7 First Marking Period Ends May 22 22 

November 8 Teacher Inservice #7 (Classroom Management #2) June 8 11 

November 24 & 25 

NO SCHOOL - THANKSGIVING RECESS 

December 23 - January 2 NO SCHOOL - WINTER RECESS 

January 16 Teacher Inservice #8 (Act 80) Total Days 183 197 

January 27 

First Semester & Second Marking Period Ends 

January 30 Teacher Inservice #9 (Classroom Management #3) 

January 31 

Second Semester Begins 

February 20 Teacher Inservice #10 (Act 80) 

March 9 

Half Day Early Dismissal for Students 

(Teachers' Professional Development) 

March 22 

Third Marking Period Ends 

March 23 Teacher Inservice #11 (Classroom Management #4) 

April 2 - 9 

NO SCHOOL - SPRING RECESS 

April 25 

Boyce Open House or Other Educational Events (Tentative) 

May 3 

Elementary Open Houses or Other Educational Events (Tentative) e) 

May 9 

Fort Couch Open House or Other Educational Events (Tentative) 

May 28 

NO SCHOOL - MEMORIAL DAY 

June 12 

Second Semester & Fourth Marking Period Ends - Pending Snow Make-Up Days 

June 12 

LAST DAY OF SCHOOL FOR STUDENTS - Pending Snow Make-Up Days 

June 13 

Teacher Inservice #12 - Pending Snow Make-Up Days 

June 14 

Teacher Inservice #13 (Classroom Management #5) - Pending Snow Make-Up Days 

June 15 

Teacher Inservice #14 (Flex) - Pending Snow Make-Up Days 

June 18 

Kennywood Day 

Half Day Early Dismissal Times for Students 

October 14 and March 9: 

High School - 10:55 a.m. 

Elementary Schools - 11:30 a.m. 

Middle Schools - 11:55 a.m. 

*Winter Recess commences at the close of school on Thursday, December 22. 

*Spring Recess commences at the close of school on Friday, March 30. 

In accordance with Basic Education Circular 24 P.S. §15-1502, Days Schools Not to be Kept Open, 

the following days are official local School District holidays: Labor Day,Thanksgiving Day, the day after Thanksgiving, 

Christmas Eve, Christmas Day, New Year's Eve, New Year's Day, Memorial Day, and Independence Day. 

(3/28/11) 

Note: All snow make-up days will be made up at the end of the school year.

July 


2010-11 REVISED SCHOOL CALENDAR 

2010 

August 


1 2 3 1 2 3 4 5 6 7 

4 5 6 7 8 9 10 8 9 10 11 12 13 14 

11 12 13 14 15 16 17 15 16 17 18 19 20 21 

18 19 20 21 22 23 24 22 23 24 25 26 27 28 

25 26 27 28 29 30 31 29 30 31 

September 

October 


1 2 3 4 1 2 

5 6 7 8 9 10 11 3 4 5 6 7 8 9 

12 13 14 15 16 17 18 10 11 12 13 14 15 16 

19 20 21 22 23 24 25 17 18 19 20 21 22 23 

26 27 28 29 30 24 25 26 27 28 29 30 

November 

December 


31 1 2 3 4 5 6 1 2 3 4 

7 8 9 10 11 12 13 5 6 7 8 9 10 11 

14 15 16 17 18 19 20 12 13 14 15 16 17 18 

21 22 23 24 25 26 27 19 20 21 22 23 24 25 

28 29 30 26 27 28 29 30 31 1 

2011 


2 3 4 5 6 7 8 1 2 3 4 5 

9 10 11 12 13 14 15 6 7 8 9 10 11 12 

16 17 18 19 20 21 22 13 14 15 16 17 18 19 

23 24 25 26 27 28 29 20 21 22 23 24 25 26 

30 31 27 28 


1 2 3 4 5 1 2 

6 7 8 9 10 11 12 3 4 5 6 7 8 9 

13 14 15 16 17 18 19 10 11 12 13 14 15 16 

20 21 22 23 24 25 26 17 18 19 20 21 22 23 

27 28 29 30 31 24 25 26 27 28 29 30 


1 2 3 4 5 6 7 1 2 3 4 

8 9 10 11 12 13 14 5 6 7 8 9 10 11 

15 16 17 18 19 20 21 12 13 14 15 16 17 18 

22 23 24 25 26 27 28 19 20 21 22 23 24 25 

29 30 31 26 27 28 29 30 

(3/28/11) 

January 

March 

May 

February 

= Teacher Inservice = No School = Half Day Early Dismissal for Students 

April 

June


2010-2011 REVISED CALENDAR 

August 25 

New Teacher Orientation 

August 26 

New Teacher Induction 

August 31 Teacher Inservice #1 (Staff Opening Day) Student Teacher 

September 1 & 2 Teacher Inservice #2 & 3 (Act 80) 

September 3 Teacher Inservice #4 (Classroom Management #1) 

September 6 NO SCHOOL - LABOR DAY August 0 1 

September 7 FIRST DAY OF SCHOOL FOR STUDENTS September 18 21 

October 6 Boyce Open House October 21 21 

October 13 Elementary Open Houses November 17 20 

October 15 Half Day Early Dismissal for Students December 17 17 

(Teachers' Professional Development) January 19 21 

October 20 High School Open House February 19 20 

October 27 Fort Couch Open House March 23 23 

November 1 & 2 Teacher Inservice #5 & 6 April 17 18 

(Parent/Teacher Conferences/Inservice) May 21 21 

November 11 First Marking Period Ends June 11 14 

November 12 Teacher Inservice #7 (Classroom Management #2) 

November 25 & 26 

NO SCHOOL - THANKSGIVING RECESS 

December 24 - December 31 NO SCHOOL - WINTER RECESS Total Days 183 197 

January 17 Teacher Inservice #8 (Act 80) 

January 28 

First Semester & Second Marking Period Ends 

January 31 Teacher Inservice #9 (Classroom Management #3) 

February 1 

Second Semester Begins 

February 21 Teacher Inservice #10 (Act 80) 

March 11 

Half Day Early Dismissal for Students 

(Teachers' Professional Development) 

April 6 

Third Marking Period Ends 

April 8 Teacher Inservice #11 (Classroom Management #4) 

April il21 - 25 

NO SCHOOL - SPRING RECESS 

May 4 

Fort Couch Open House or Other Educational Events (Tentative) 

May 11 

Elementary Open Houses or Other Educational Events (Tentative) 

May 26 

Boyce Open House or Other Educational Events (Tentative) 

May 30 

NO SCHOOL - MEMORIAL DAY 

June 16 

Second Semester & Fourth Marking Period Ends - Pending Snow Make-Up Days 

June 16 

LAST DAY OF SCHOOL FOR STUDENTS - Pending Snow Make-Up Days 

June 17 

Teacher Inservice #12 (Wellness Inservice) 

June 20 Teacher Inservice #13 (Classroom Management #5) 

June 20 

Kennywood Day 

June 21 

Teacher Inservice #14 (Flex Day) 

Half Day Early Dismissal Times for Students 

October 15 and March 11: 

High School - 10:55 a.m. 

Elementary Schools - 11:30 a.m. 

Middle Schools - 11:55 a.m. 

*Winter Recess commences at the close of school on Thursday, December 23. 

*Spring Recess commences at the close of school on Wednesday, April 20. 

In accordance with Basic Education Circular 24 P.S. §15-1502, Days Schools Not to be Kept Open, 

the following days are official local School District holidays: Labor Day,Thanksgiving Day, the day after Thanksgiving, 

Christmas Eve, Christmas Day, New Year's Eve, New Year's Day, Memorial Day, and Independence Day. 

(3/28/11) 

Note: All snow make-up days will be made up at the end of the school year.

5101 

5101 Personal Necessity Leaves of Absence 

The Board has the authority under the School Code to specify 

reasonable conditions under which personal necessity leave may be granted, 

the type of situations in which such leave will be permitted and the total 

number of days which may be used for such leave. 

Personal/emergency days, bereavement leave, legal leave, military 

leave, extended illness or disability leave, personal leave, association leave, 

maternity/paternity/adoption leave, and family medical leave, and other 

appropriate forms of leave, if any, will be granted in accordance with 

provisions of any applicable collective bargaining agreement, and in 

accordance with federal and state laws and regulations. 

Absent legal or contractual restriction, tThe Board has the authority 

under the School Code to specify reasonable conditions under which 

personal necessity leave may be granted, the type of situations in which such 

leave will be permitted and the total number of days which may be used for 

such leave. 

ADOPTED: October 11, 1967 

REVISED: September 9, 1985 

REVISED: November 13, 2000 

REVISED: , 2011

5101.2 

5101.2 Communicable Diseases 

The Board authorizes that employees who have been diagnosed by a 

physician as having a communicable disease shall be excluded from the 

school setting for the period indicated by regulations of the Department of 

Health for certain specified diseases and infectious conditions. 

Employees who have been diagnosed by a physician as having a 

communicable disease not specifically listed by the Department of Health or 

have been diagnosed as a carrier of such disease will be subject to the policy. 

(Acquired Immune Deficiency Syndrome (AIDS) is not listed by the 

Department of Health and therefore falls under this policy.) 

BASIC PREMISES 

1. These guidelines should apply to school employees who have 

been diagnosed as having AIDS and to employees who are a 

symptomatic carriers, i.e., those who have been infected by the 

AIDS virus and are capable of transmitting it but who have not 

developed any of the symptoms of AIDS. 

2. For school employees infected with the AIDS-related virus who 

are capable of continued employment, decisions about their 

continued employment by the school district should be made by 

the employee and his/her physician subject to review by the 

school district personnel. 

3. This policy is based on current evidence that the AIDS-related 

virus is not transmissible by school employees within the 

school setting except as noted in the policy. 

4. This policy is also based on the understanding that the 

Allegheny County Health Department will monitor closely the 

status of any employee with AIDS-related virus within the 

school setting, and take immediate steps to eliminate the 

possibility of transmission if the employee becomes contagious. 

POLICY 

1. When the Allegheny County Health Department learns that a 

school employee infected with the AIDS-related virus plans to 

1

5101.2 

continue to work within the school setting, the Department will, 

after determining the employee may pose a risk for 

transmission, request permission from the employee to share 

that information with the Superintendent of Schools. 

A. If the infected employee agrees, the Department will 

arrange for a meeting with the infected employee, the 

Superintendent and appropriate members of his staff, and 

the infected employee’s physician. The group will 

consider what steps will be in the best interests of the 

infected employee and the school. 

(1) If the Department considers the infected employee 

non-communicable, the Department will initiate 

periodic monitoring of the infected employee’s 

status. 

(2) If the infected employee is considered (or 

becomes) communicable, the Department will 

discuss the case with appropriate members of the 

school staff, the infected employee’s physician, 

and the infected employee. Recommendation will 

be made about the infected employee’s continued 

participation within the school, considering the 

infected employee’s and the school’s best interests. 

The Superintendent will retain the right to review 

recommendations similar to recommendations 

from private physicians concerning other types of 

illnesses. 

B. If the infected employee disagrees, the Department and 

the infected employee’s physician will assess the risk of 

transmission of AIDS by the infected employee to 

anyone else in the school setting. 

(1) If the Department considers the infected employee 

non communicable, the Department will initiate 

periodic monitoring of the infected employee’s 

status. 

2

5101.2 

(2) If the infected employee is considered (or 

becomes) communicable, the Department will 

discuss the case with the appropriate members of 

the school staff, the infected employee’s physician, 

and the infected employee. Recommendation will 

be made about the infected employee’s continued 

participation within the school, considering the 

infected employee’s and the school’s best interests. 

The Superintendent will retain the right to review 

recommendations similar to recommendations 

from private physicians concerning other types of 

illnesses. 

C. Decisions about the participation of employees infected 

with the AIDS-related virus in the school setting will be 

made on a case by case basis by the Superintendent. The 

decisions will be based on the infected employee’s 

behavior, neurological involvement, physical conditions, 

and expected interaction with others in the school setting. 

2. The Superintendent will determine which school officials will 

share confidential information about the infected employee. 

These persons will preserve the confidentiality of information 

regarding the patient. 

3. The usual school rules which relate to illnesses among staff will 

also apply to employees infected with the AIDS-related virus. 

4. These policies will be reviewed on a regular basis to take into 

account any new epidemiological information that becomes 

available. 

ADOPTED: December 12, 1988 

3

5102 

5102 Sabbatical Leave 

Sabbatical leaves for all professional employees shall be subject to the 

requirements of the Pennsylvania School Code and any applicable collective 

bargaining agreement.of 1949, as amended. 

ADOPTED: November 12, 1979 

REVISED: December 15, 1983 


REVISED: , 2011

UPPER ST. CLAIR TOWNSHIP SCHOOL DISTRICT 

UPPER ST. CLAIR, PA 15241 

APPLICATION FOR A SABBATICAL LEAVE OF ABSENCE 

EXHIBIT A 

5102 

I hereby apply for a Sabbatical Leave of Absence for a period of __________________ 

(First and/or Second) 

semester/s of the _________________ beginning _____________________ and continuing 

(School Year) 

(Date) 

until _____________________. 

(Date) 

In support of this application, I submit the following information: 

1. I have been a professional staff member in the State of Pennsylvania for a period of 

_______________, from _________________________ to ______________________. 

2. I have peen a professional staff member in the Upper St. Clair School District for a 

period of _____ years, from ______________________ to ______________________. 

3. I have not had a Sabbatical Leave of Absence since ____________________________. 

I request this Sabbatical Leave for the purpose of: 

____________________________________________________________________________. 

(Please indicate travel, study, restoration of health) 

If I am granted this Sabbatical leave, I agree to return as an employee of the School 

District of the Township of upper St. Clair for a period of not less than one school term 

immediately following the expiration of my Sabbatical Leave. I recognize that under the law I 

will forfeit all benefits in connection with the Sabbatical leave if I fail to return to employment, 

unless prevented by illness or physical disability. In the event of such forfeiture, I agree to 

promptly reimburse the School District for all expenses incurred by the School District in my 

behalf during my absence, including but not limited to salary, hospitalization, social security, 

insurance and workmen’s compensation. 

If the purpose for requesting the Sabbatical leave is: (check appropriate area) 

1. _____ Study: I shall submit with my application a description of the 

intended study program which shall be two (2) graduate 

level courses for a half year sabbatical and four (4) 

graduate level courses for the full year sabbatical or 

undergraduate credits for additional certification or 

District approved in-service credits. Grade sheets must be

submitted to the Superintendent within thirty (30) days of 

completion of the sabbatical. Official verification must be 

submitted at a later date. 

2. _____ Restoration of I shall submit with my application a statement from my 

Health: 

physician verifying the need for leave for the purpose and 

duration requested. 

3. _____ Travel: I shall submit with my application a proposed itinerary 

acceptable to the Superintendent evidencing significant 

travel along with a statement of the educational 

implications of the trip. The itinerary must indicate that 

the employee will be traveling or away from his/her home 

residence during the “traveling” period. The obligation of 

the school District for payment of half salary, maintenance 

of any benefits and preservation of rights under the School 

Code shall be conditional on fulfillment of this intention. 

Sabbatical Leaves of Absence requested for a combination of two or more of the 

foregoing purposes shall be supported by such accompanying documentation and evidence as 

the nature of the requested confirmation suggests, proportionately allocated and distributed over 

one or two school semesters. 

Modification of requirements set forth in 1-3 above shall be for cause only, and with the 

approval of the Superintendent. 

_______________________________ 

(Date) 

____________________________________ 

(Signature) 

EXHIBIT “A” 

10/83

5103 

5103 Retirement 

Retirement for all employees shall be subject to the requirements of the 

Pennsylvania Public School Employees' Retirement Code, applicable collective 

bargaining agreements and applicable state and federal laws and regulations. 

Except as otherwise provided in an applicable collective bargaining 

agreement, School District employees planning to retire shall provide two weeks 

thirty (30) school days written notice to the Director of Human Resources. The 

written notice of retirement shall be regarded as a resignation and as irrevocable. 

However, the Board may, at its discretion, rehire professional employees as a bona 

fide consultant or for a period not longer than ninety (90) days in emergency 

situations. Non-professional employees may be hired as bona fide consultants or 

substitutes in accordance with applicable law. 

The School District Payroll Office shall process the employee's application 

for retirement to the Pennsylvania Employees Retirement Board. 

ADOPTED: July 24, 1967 




REVISED: , 2011

5104 

5104 Assignment and Transfer of Personnel 

The assignment and transfer of School District personnel shall 

be in accordance with the instructional and operational needs of the District 

and, if applicable, the provisions of collective bargaining agreements. The 

Superintendent of Schools shall approve assignments, including a change of 

status within a job classification. 

Only tThe Board shall approve hiring or dismissal of 

employees. assignments involving a change of status from one job 

classification to another. The Superintendent of Schools is responsible for 

making such recommendations to the Board for hiring or dismissal. 

This policy does not prevent the transfer and other reassignment 

of an employee during the school year for reasons determined by the 

Superintendent. 




REVISED: , 2011

5105 

5105 Staff Members Serving as Consultants 

Any staff member may participate as a consultant during regular 

working hours with no remunerations and with Superintendent’s approval. 

The Superintendent may permit a staff member to use vacation days 

to serve as a paid consultant 


REVISED: January 13, 1975

5106 

5106 Negotiations with Employee Organizations 

In compliance with the “Public Employee Relations Act” (Act 195), 

Tthe Board of Education shall bargain collectively with legally authorized 

employee organizations adhering to the following guidelines: 

1. The Superintendent shall be responsible for the collective 

bargaining process. He or she shall serve as resource person to 

the Board’s negotiating team and act in a liaison capacity, with 

the Board of School Directors. 

2. A labor relations counselor shall be retained as a consultant in 

labor relations matters. His degree of participation shall be 

determined in accordance with the labor issue. 

3. The Human Resources Committee of the Board shall oversee 

the labor relations process for the board. 

24. The Director of Human Resources or Business Manager shall 

be the chairperson of the Board’s negotiating team. 

5. The Director of Human Resources or Business Manager and at 

least one additional member of the Administrative staff shall 

serve as active members of the negotiating team. 

36. No member of the Board of School Directors shall participate 

as a member of the negotiating team. 



REVISED: , 2011

5107 

5107 Section 403 (b) Program 

The Board of Directors of the School District of Upper St. Clair Township 

desires to provide investment arrangements for those of its employees who 

voluntarily so elect in the form of a 403(b) plan in accordance with IRS regulations 

as fully described in the attached Plan Document and the Adoption Agreement 

(“Plan Documents”). This arrangement shall not be considered a retirement plan 

under the Federal Employee Retirement Income Security Act of 1974. 

It is the intention of this Board that each participant shall be able to maintain 

his or her investment in the 403(b) plan until the affected participant retires, dies, 

or terminates employment with the District, whichever event shall first occur. 

Provided, however, that all rights under the said Section 403 (b) plan shall be 

exercisable by the employee concerned, including the right to direct the District in 

writing to terminate his or her contributions into such 403(b) plan. 

Through the Board of Directors of the School District of Upper St. Clair 

Township, the School District authorizes such investment arrangements for those 

employees who voluntarily elect. However, the District shall provide access to 

such investment program through payroll deduction but in no way endorses any 

particular investment. 

The Board does hereby authorize and approve the School District’s Plan 

Documents and other complementary documents that may be required in 

accordance with the 403(b) plan administration. 

All solicitations must be conducted at time and places mutually agreed to by 

the Section 403 (b) provider and the employee. Solicitations during school hours 

may be allowed if approved in advance by the HR Department. 

The School District of Upper St. Clair Township will provide a payment per 

pay period to the appropriate party as described in the Plan Documents in 

accordance with authorization from the participant. 

The Board may terminate such program in accordance with the Plan 

Documents. 

ADOPTED: February 9, 1981 


REVISED: March 26, 2007 

REVISED: November 24, 2008

5108 

5108 Coaching in the Extracurricular Program 

With respect to athletics at Upper St. Clair High School (USCHS), 

and in the interest of fairness to all students, parents and other residents, the 

School District will not permit the parent(s) of any USCHS student-athlete 

to serve be enlisted as a USCHS coach, in any capacity, for a sport in which 

their son and/or daughter participates at USCHS. This is intended to address 

issues of fairness and the impression of fairness as students participate in 

athletic programs. 

Exceptions may occur; examples of such circumstances include: 

1. The parent is an employee of the School District. 

2. The parent has distinguished himself/herself with years of 

service as a high school, college, or professional coach in their 

respective sport prior to the coaching of their son and/or 

daughter at USCHS. 

3. The parent is the only qualified or most qualified applicant for 

the position in question and the District Athletic Director 

determines that the parent would be the best selection under all 

the circumstances. 

All disputes relative to this policy or athletics in general will be 

referred to the Director of Athletics. 

ADOPTED: May 27, 2003 

REVISED: , 2011

5109 

5109 Overtime and Compensatory Time 

The purpose of this policy is to provide direction for the consideration and 

compensation of overtime and the application of compensatory time. This policy 

should be interpreted consistent with any collective bargaining agreements and 

applicable law. 

Non-exempt employee overtime shall be kept to a minimum and shall be 

used only for emergencies or for the performance of essential services where there 

are no other alternatives to the use of overtime. Whenever feasible and 

appropriate, supervisors shall either adjust work schedules or use temporary and/or 

part-time staff in order to minimize the need for overtime. No overtime shall be 

scheduled or worked without prior approval of the designated supervisor. 

Employees are responsible for documenting time worked, including overtime, on 

District time sheets. Falsification of overtime is grounds for termination of 

employment. 

The District will only apply those payroll deductions allowed by law or 

required by a collective bargaining agreement. An employee wishing to report an 

improper deduction may do so by identifying and describing the error and 

forwarding a letter, with a copy of the pay stub, to the Director of Business and 

Finance. 

OVERTIME FOR NON-EXEMPT EMPLOYEES 

A non-exempt position is one which is covered by the overtime provisions 

of applicable law. the Fair Labor Standards Act. The following represents workrelated 

activities that are not considered compensable hours worked for 

overtime/compensatory time purposes: 

A) An employee will not be compensated for time spent "on call" 

provided that he/she is not required to remain on school district 

property and may use the "on call" time for his/her own purposes. 

B) Non-working meal periods 

C) Travel time to and from work. However, time required to travel from 

the normal workplace to a required destination and return, is 

considered hours worked, with the exclusion of time spent eating.

5109 

D) Travel time away from home outside regular working hours, including 

even on weekends, as a passenger on an airplane, train, boat, bus or 

auto is not considered working time. However, if the employee is 

driving and not a passenger, the time is considered time worked. 

An employee required to supervise students on an overnight field trip will be 

compensated for the authorized hours of the field trip used in supervising the field 

trip minus five hours sleeping and other personal time. Where the employee does 

not have five hours sleeping time due to unusual supervision, those hours will also 

be compensated. 

Attendance at employer sponsored lectures, meetings, and training sessions 

when the following criteria are met: 

1. Attendance is outside of the employee's regular work hours. 

2. Attendance is voluntary. 

3. The course, lecture or meeting is not directly related to the employee's 

specific job. 

4. The employee does not perform any productive work during the 

session. 

Represented Non-Exempt Employees: 

Represented non-exempt employees shall receive straight time and overtime 

compensation in accordance with the provisions of applicable law the Fair Labor 

Standards Act and the applicable collective bargaining agreement. 

Non-Represented Salaried Non-Exempt Employees: 

The established weekly compensation for a non-represented salaried nonexempt 

employee is the straight time pay for up to 40 hours worked. Overtime 

shall be paid at the rate of one and one-half hours for each hour of accrued 

overtime worked in excess of 40 hours. The employee may agree to the receipt of 

compensatory time off in lieu of overtime payment. This agreement must be 

obtained in writing. Once the employee has agreed to the receipt of compensatory 

time off, the District may continue to provide compensatory time off in lieu of

5109 

overtime payment until the employee has accrued 240 hours in compensatory time. 

This shall apply even when the employee is required to work mandatory overtime. 

Approved compensatory time worked shall be awarded at a rate of one and 

one-half hours for each hour of overtime worked. In one fiscal year, a 12-month 

employee may accrue up to 160 overtime hours which equates to 240 

compensatory time hours. For employees who work less than 12 months the 

160/240 hours shall be prorated. Employees must document actual compensatory 

time worked and provide a copy of the documentation to the immediate supervisor. 

Compensatory time must be used within the year it is earned. Upon separation 

from employment, any unused compensatory time will be paid at a rate of 

compensation not less than: 

a) the average regular rate received by such employee during the last 3 

years of the employee's employment, or 

b) the final regular rate received by such employee, whichever is higher. 

COMPENSATORY TIME GUIDELINES FOR NON-REPRESENTED EXEMPT 

EMPLOYEES 

An exempt position is one which is not covered by the overtime provisions 

of applicable law the Fair Labor Standards Act and therefore is ineligible for 

overtime compensation. Exempt employees are individuals in positions that meet 

the executive, professional or administrative exclusion tests of the Act. Examples 

of exempt positions can be are supervisor, accountant, computer systems analyst, 

human resource specialist and executive assistant. Information on specific 

definitions and eligibility tests are maintained in the Human Resources office. For 

exempt employees, the designated salary is considered to be the compensation for 

all hours worked, excluding permissible deductions. Each employee is expected to 

work the hours necessary to accomplish his or her assigned tasks in the most 

efficient and effective manner. 

Permissible Deductions: 

The District may reduce an exempt employee's salary for allowable 

deductions under applicable law. the Fair Labor Standards Act. An exempt 

employees' salary may be reduced in full day increments for absence in excess of 

leave policies for personal reasons, sickness or disability. Deductions are also 

permissible for disciplinary suspensions or if the employee is absent due to an

5109 

industrial accident and is compensated for loss of salary under workers 

compensation law or the District's disability plan. 

Compensatory Time: 

An exempt employee's salary represents all compensation for hours worked. 

However, compensatory time may be authorized for specific and 

unusual circumstances involving effort that is significantly beyond the normal 

work schedule, such as work on a normal off day or for unusually extended and 

frequent evening hours. The employee must request compensatory time in writing 

and the request must be approved in advance by the supervisor. Actual 

compensatory time worked must be documented and a copy provided to the 

immediate supervisor. Compensatory time shall be accrued on the basis of one 

hour of compensatory time for every one-hour worked and shall not exceed a total 

accumulation of 40 hours in a fiscal year. Compensatory time off must be 

scheduled in advance and taken within the fiscal year. Compensatory time does 

not carry over to the subsequent year. Employees are not entitled to be paid for 

unused compensatory time. and any unused compensatory time will be lost upon 

separation from employment. 

ADOPTED: June 28, 2004 

REVISED: April 25, 2005 

REVISED: , 2011

5110 

5110 Employment of Summer School Staff 

The Board requires that summer school employees be qualified and 

competent to fulfill such assignments. 

The Superintendent or designee shall develop procedures for the 

recruitment, screening and recommendation of candidates for summer 

school employment. Only those candidates who are best qualified to perform 

the duties of the position shall be recommended. 

The Board, by majority vote of all members, shall approve the 

employment, compensation, and term of employment for each person 

employed in the District summer school program. The Board shall approve 

the employment of summer school staff upon the recommendation of the 

Superintendent. 

No candidate shall be employed until such candidate has complied 

with the mandatory background check requirements for criminal history and 

child abuse and the District has evaluated the results of that screening 

process. Recommendations from former employers and others shall be 

sought to assess the candidate's qualifications. Recommendations and 

references shall be retained confidentially and for official use only. 

Any candidate’s material employee's misstatement of fact material 

to qualifications for employment shall constitute grounds for dismissal 

by the Board. 

Vacancies for summer school employment shall be made known to 

District personnel. so that they may apply for such positions. 


REVISED: , 2011

5111 

5111 Complaints About School Personnel 

This policy addresses School District protocols regarding complaints 

from the public and is not intended to provide guidance regarding employee 

complaints about other employees. 

The School Board believes that complaints from the general public 

about school personnel should be addressed in a timely and appropriate 

manner. At the same time, the School Board recognizes its responsibility to 

ensure that complaints are handled in a manner that is fair to employees 

involved. 

To the extent that this policy conflicts with the provisions of the 

Pennsylvania Public School Code, the terms of a collective bargaining 

agreement or other School Board Policy, such as Non-Discrimination 

(3003.1R), Anti-Harassment (3015R), or Child Abuse (6011R), the 

provisions of the School Code, the terms of collective bargaining agreement 

or other School Board policy shall apply. 

If the complaint is against an employee where appeal rights are 

included in a collective bargaining agreement, no complaint will be brought 

directly to the School Board without filing the complaint pursuant to the 

collective bargaining agreement process. 

Complaints Brought to USC Employees 

Employees who receive a complaint from a member of the general 

public shall encourage the complainant to speak directly to the individual 

concerned. If the problem cannot be resolved in this manner, the 

complainant should bring the matter to the attention of the employee's 

immediate supervisor. If not resolved, the complainant may bring the 

complaint to the attention of the Building Principal. The complaint should be 

in writing stating the issues and supporting facts. The employee should be 

given an opportunity for explanation, comment or rebuttal. 

If the issue is not resolved at this juncture, the complainant may refer 

the issue to the Superintendent of Schools for review and decision. If the 

complaint involves a Central Office Administrator, the complainant may 

refer the issue directly to the Superintendent of Schools.

5111 

If dissatisfied with the decision of the Superintendent, the 

complainant may request a review of the decision by the School Board 

unless the employee has rights under the Pennsylvania Public School Code 

to request a School Board hearing. After discussion with the Superintendent 

and review of the issue, the School Board may return the complaint to the 

Superintendent for review, explanation, and/or clarification. All parties 

involved shall be asked to attend such meeting for the purpose of presenting 

facts, making further explanations and clarifying the issue. The 

Superintendent shall then render a final decision. 

Complaints Brought to Members of the Board of School Directors 

If a concern is made directly to a School Board member, or the 

School Board as a whole, the Board or Board member shall refer the matter 

to the Superintendent for appropriate investigation and action. Individual 

School Board members or the School Board shall not conduct investigations 

of complaints. , unless they have been authorized to do so by action of the 

Board. Within mandated privacy requirements, the Superintendent shall 

inform the Board of the outcome of the investigation. 

In the case of a complaint against the Superintendent, the School 

Board shall take necessary action, as allowable under Pennsylvania School 

Code, Board policy, and contractual agreements with the Superintendent. 

Complaint Documentation 

If an investigation of a complaint results in official disciplinary action 

at the administrative level, a copy of the report and outcome of the 

investigation and disciplinary action shall be placed in the staff member's 

official personnel file. 

If an investigation does not result in disciplinary action, a copy of the 

complaint and any report outlining the results of the investigation shall be 

maintained in a file, separate from the staff member's official personnel file. 

The employee may submit a written response to be included with 

either complaint file.

5111 

The Superintendent of Schools shall be responsible for the 

development and implementation of procedures to ensure that all complaints 

are investigated, resolved, and properly recorded. 

ADOPTED: December 20, 2004 

REVISED: , 2011

5112 

5112 Administrative Staff Dress and Grooming 

Administrators set an example in dress and grooming for staff and 

students to follow. An administrator should present an image of dignity and 

encourage respect for authority. 

The Board has the authority to specify reasonable dress and grooming 

guidelines for administrative staff. 

Administrative employees are expected to: 

1. Be physically clean, neat and well groomed. 

2. Dress in a professional manner appropriate to assignment. 

3. Dress in a manner that does not cause damage to district 

property. 

4. Comply with the provisions of the Pennsylvania School Code of 

1949 regarding wearing religious dress, emblem or insignia. 

If an administrator feels that an exception to this policy would enable 

him/her to carry out assigned duties more effectively, a request should be 

made to the Superintendent. 


REVISED: , 2011

5113 

5113 Personnel Files 

Orderly operation of the School District requires maintaining a file for 

the retention of all records relative to an individual's duties and 

responsibilities as a District employee. 

The Board requires that sufficient records be maintained to ensure an 

employee's qualifications for the job held, compliance with federal and state 

requirements and local benefit programs, conformance with District policies 

and rules, and evidence of completed evaluations. 

The Board delegates the establishment and maintenance of official 

personnel records to the Superintendent or designee. 


REVISED: , 2011

5115 

5115 Employee Assistance Program 

The School District is concerned about the health and well being of its 

staff and the potential impact of non-work related problems on an 

employee's job performance. 

The Board, therefore, supports an Employee Assistance Program 

(EAP) to address the problem of dealing effectively with deteriorating 

employee performance. The EAP is intended to retain talent, and increase 

employees’ effectiveness. and assist in stabilizing costs related to 

absenteeism and medical claims. 


REVISED: , 2011

5116 

5116 Employment of Administrators 

The Board places substantial responsibility and authority for the 

effective management of the schools with Ddistrict administrators. 

The Board shall, by a majority vote of all members, approve the 

employment of each administrator employed by the Upper St. Clair School 

District. 

The Superintendent of Schools is responsible for making such 

recommendations to the Board. When the Board rejects any candidate, the 

Superintendent shall make an alternate recommendation. 


recruitment, screening, and recommendation of candidates for employment. 

The recruitment and recommendation of applicants shall be in accordance 

with Board policy and sState and federal laws. 

The Superintendent or designee may apply necessary screening 

procedures to determine the candidate's ability to perform the tasks for 

which the candidate is being considered. 

No candidate for employment as an administrator shall receive a 

recommendation for employment without evidence of his/her certification, if 

such certification is required. 



child abuse and the Ddistrict has evaluated the results of that screening 

process. 

The Superintendent or designee shall seek such recommendations 

from former employers and others in assessing the candidate's qualifications. 

Recommendations and references shall be retained confidentially and for 

official use only. 

A material misstatement of fact pertaining to credentials or 

qualifications for employment, promotion or salary shall constitute 

grounds for dismissal.

5116 

The Ddistrict shall submit a New Hire Report for each 

employee required to be reported by law. 

The Upper St. Clair School District does not discriminate on the basis 

of race, color, national origin, age, sex, disability or any other legally 

protected classification. 


REVISED: , 2011

5118 

5118 Medical Physical Examination 

In order to certify the fitness of employees to efficiently discharge 

their duties and to protect the health of students and staff from the 

transmission of communicable diseases, physical examinations of all 

employees will be required. 

A physical examination shall mean a general examination by a 

licensed physician. 

After receiving an offer of employment but prior to beginning 

employment, all candidates shall undergo a medical examination, as required 

by law, as a condition of employment. This medical examination shall 

include The Board also requires that all employees undergo a tuberculosis 

examination upon initial employment, in accordance with regulations of the 

Pennsylvania Department of Health. 

The Board may require an employee to undergo a medical physical 

examination at the administration's request, where consistent with applicable 

law and any collective bargaining agreement. 

The Board will accept an affidavit in lieu of an examination where 

circumstances warrant such action. 

The results of all required medical examinations and other shall be 

made known to the Superintendent on a confidential basis. mMedical 

records shall be kept in a file separate from the employee's personnel file. 

Medical examination information shall be handled controlled in accordance 

with the provisions of the Health Insurance Portability and Accountability 

Act and other applicable federal and state requirements. 

ADOPTED: April 25, 2005 

REVISED: , 2011

5119 

5119 Family and Medical Leaves 

The School District shall provide eligible employees with unpaid 

leaves of absence in accordance with the Family and Medical Leave Act, 

hereinafter referred to as FMLA. 

Employee requests for FMLA leave shall be processed in accordance 

with law, District policy and administrative regulations. 

The District shall post, in conspicuous places, a notice regarding the 

provisions of the FMLA and the procedure for filing a complaint. The 

current notice is included at the end of this policy. 

Employee requests for leave, both FMLA and non-FMLA, shall be 

submitted in writing to the Director of Human Resources. 

Employees’ eligibility for FMLA leave shall be based on the criteria 

established by law. 

Eligible employees shall be provided up to twelve (12) workweeks of 

unpaid leave in a twelve-month period for the employee’s own serious 

health condition; for the birth, adoption, foster placement or first-year care 

of a child; to care for a seriously ill spouse, child or parent; or to address 

specific qualifying exigencies pertaining to a member of the Armed Forces. 

Eligible employees shall be provided up to twenty-six (26) 

workweeks of unpaid leave in a single twelve-month period to care for an ill 

or injured covered servicemember. 

When an employee requests an FMLA leave and qualifies for and is 

entitled to any accrued paid sick, vacation, or personal leave, the employee 

may elect or the District may require that he/she utilize such paid leave 

concurrent with FMLA leave. 

ADOPTED: , 2011

5119 

EMPLOYEE RIGHTS AND RESPONSIBILITIES 

UNDER THE FAMILY AND MEDICAL LEAVE ACT 

Basic Leave Entitlement 

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected 

leave to eligible employees for the following reasons: 

For incapacity due to pregnancy, prenatal medical care or child birth; 

To care for the employee's child after birth, or placement for adoption or foster care; 

To care for the employee's spouse, son or daughter, or parent, who has a serious 

health condition; or 

For a serious health condition that makes the employee unable to perform the 

employee's job. 

Military Family Leave Entitlements 

Eligible employees with a spouse, son, daughter, or parent on active duty or call to active 

duty status in the National Guard or Reserves in support of a contingency operation may 

use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying 

exigencies may include attending certain military events, arranging for alternative 

childcare, addressing certain financial and legal arrangements, attending certain 

counseling sessions, and attending post-deployment reintegration briefings. 

FMLA also includes a special leave entitlement that permits eligible employees to take 

up to 26 weeks of leave to care for a covered servicemember during a single 12-month 

period. A covered servicemember is a current member of the Armed Forces, including a 

member of the National Guard or Reserves, who has a serious injury or illness incurred in 

the line of duty on active duty that may render the servicemember medically unfit to 

perform his or her duties for which the servicemember is undergoing medical treatment, 

recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired 

list. 

Benefits and Protections 

During FMLA leave, the employer must maintain the employee's health coverage under 

any "group health plan" on the same terms as if the employee had continued to work. 

Upon return from FMLA leave, most employees must be restored to their original or 

equivalent positions with equivalent pay, benefits, and other employment terms. 

Use of FMLA leave cannot result in the loss of any employment benefit that accrued 

prior to the start of an employee's leave. 

Eligibility Requirements 

Employees are eligible if they have worked for a covered employer for at least one year, 

for 1,250 hours over the previous 12 months, and if at least 50 employees are employed 

by the employer within 75 miles. 

Definition of Serious Health Condition 

A serious health condition is an illness, injury, impairment, or physical or mental 

condition that involves either an overnight stay in a medical care facility, or continuing 

treatment by a health care provider for a condition that either prevents the employee from 

performing the functions of the employee's job, or prevents the qualified family member

5119 

from participating in school or other daily activities. 

Subject to certain conditions, the continuing treatment requirement may be met by a 

period of incapacity of more than 3 consecutive calendar days combined with at least two 

visits to a health care provider or one visit and a regimen of continuing treatment, or 

incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions 

may meet the definition of continuing treatment. 

Use of Leave 

An employee does not need to use this leave entitlement in one block. Leave can be taken 

intermittently or on a reduced leave schedule when medically necessary. Employees must 

make reasonable efforts to schedule leave for planned medical treatment so as not to 

unduly disrupt the employer's operations. Leave due to qualifying exigencies may also be 

taken on an intermittent basis. 

Substitution of Paid Leave for Unpaid Leave 

Employees may choose or employers may require use of accrued paid leave while taking 

FMLA leave. In order to use paid leave for FMLA leave, employees must comply with 

the employer's normal paid leave policies. 

Employee Responsibilities 

Employees must provide 30 days advance notice of the need to take FMLA leave when 

the need is foreseeable. When 30 days notice is not possible, the employee must provide 

notice as soon as practicable and generally must comply with an employer's normal callin 

procedures. 

Employees must provide sufficient information for the employer to determine if the leave 

may qualify for FMLA protection and the anticipated timing and duration of the leave. 

Sufficient information may include that the employee is unable to perform job functions, 

the family member is unable to perform daily activities, the need for hospitalization or 

continuing treatment by a health care provider, or circumstances supporting the need for 

military family leave. Employees also must inform the employer if the requested leave is 

for a reason for which FMLA leave was previously taken or certified. Employees also 

may be required to provide a certification and periodic recertification supporting the need 

for leave. 

Employer Responsibilities 

Covered employers must inform employees requesting leave whether they are eligible 

under FMLA. If they are, the notice must specify any additional information required as 

well as the employees' rights and responsibilities. If they are not eligible, the employer 

must provide a reason for the ineligibility. 

Covered employers must inform employees if leave will be designated as FMLAprotected 

and the amount of leave counted against the employee's leave entitlement. If 

the employer determines that the leave is not FMLA-protected, the employer must notify 

the employee. 

Unlawful Acts by Employers 

FMLA makes it unlawful for any employer to: 

Interfere with, restrain, or deny the exercise of any right provided under FMLA;

5119 

Discharge or discriminate against any person for opposing any practice made 

unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. 

Enforcement 

An employee may file a complaint with the U.S. Department of Labor or may bring a 

private lawsuit against an employer. 

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede 

any State or local law or collective bargaining agreement which provides greater family 

or medical leave rights. 

FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the 

text of this notice. Regulations 29 C.F.R. § 825.300(a) may require additional 

disclosures. 

For additional information: 

1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 

WWW.WAGEHOUR.DOL.GOV 

U.S. Department of Labor | Employment Standards Administration | Wage and Hour Division

5201 

5201 Conferences and Meetings 

All School District staff members are encouraged to enhance their 

professional competencies by participating in appropriate workshops, 

seminars and university-level courses. Staff members shall be permitted to 

participate in meetings, workshops, seminars or courses during regular 

working hours in which credit and/or remuneration is granted to the 

participant if approved by the Superintendent. 




REVISED: , 2011

5202 

5202 Employment of Professional Staff 

High priority will be given to professional recruitment to ensure a 

strong foundation for quality education. The Superintendent of Schools, or 

his/her designee, is responsible for establishing procedures for the 

identification of candidates to recommend to the Board. The 

Administration will take into consideration the following before 

recommending professional candidates for employment:The need for 

professional staff will be determined by the following criteria: 

1. A carefully devised estimate of District needs 

2. The class size requirements as established by Board policy 

3. The quality and type of the desired educational program 

The Superintendent of Schools, or his/her designee, is responsible 

for establishing procedures for the identification of candidates to 

recommend to the Board. The Administration will take into consideration 

the following before recommending professional candidates for 

employment: 

1. Scholarship minimum MIN QPA of 3.0 in area(s) of 

certification. 

2. Personal qualifications 

3. Professional certifications 

4. Professional ability 

5. References 

6. Results of professional assessments such as PRAXIS 

examinations and demonstration lessons 

7. A hHandwritten statement of approximately 100 words and 

other required writing samples 

8. Act 34 and Act 151 clearance statements 

9. Physical examination and TB test results 

10. Position requirements 

11. Interview results 

12. Other qualifications may be determined by the Superintendent 

of Schools 

The Board, by majority vote of all members, shall approve the employment, 

compensation, and term of employment for each professional staff member 

employed by the District. The Superintendent of Schools is responsible for

making such employment recommendations for employment to the Board. 

When any recommended candidate is rejected by the Board, the 

Superintendent shall make a substitute recommendation. 

5202 

Utilization of professional employees prior to employment approval 

of the Board is authorized only when necessary to maintain continuity of 

the educational program. Retroactive employment shall be recommended to 

the Board at the next regular meeting. 

Any candidate’s material employee's misstatement of fact material to 

qualifications for employment or determination of salary shall constitute 

grounds for dismissal by the Board. 

Each professional staff member employed by the District shall be 

responsible for maintaining a valid professional certificate. 

All teachers working in a program supported with Title I funds who 

were hired after January 8, 2002, and all teachers teaching in core academic 

subjects, shall be "highly qualified" as defined by federal law and 

regulations. The principal of a school providing Title I programs to students 

shall annually attest that professional staff teaching in such programs are 

"highly qualified," in accordance with federal and state law and regulations. 

The written certification shall be maintained in the District office and the 

school office and shall be available to the public, upon request. 

The District shall provide to each parent, as required by the No 

Child Left Behind Act, timely notice if that the parent’s child has been 

assigned to or has been taught for four or more consecutive weeks by 

a teacher of a core academic subject who is not highly qualified. The 

form attached may be used for that purpose. 

The District shall submit a New Hire Report for each employee 

required to be reported by law. 




REVISED: December 8, 1986 

REVISED: May 3, 2004 

REVISED: , 2011

5202 

Upper St. Clair School District 

NOTICE TO PARENTS 

TITLE I TEACHER COMPLIANCE 

I hereby attest that [insert school name] 

1. is 

or 

2. is not yet 

in compliance with requirements of Section 1119 of the No Child Left 

Behind Act of 2001 regarding highly qualified teachers teaching in a Title I 

program. 

Signature of Principal: 

Name: 

Date:

5202.1 

5202.1 Teaching Experience Credit for Salary Placement 

The Director of Human Resources shall be responsible for 

determining credit for previous teaching experience after a complete 

examination of the teacher's past professional employment history. The 

experience credit granted at the time of employment will not be adjusted in 

the at any future. date. 

Teachers will be given full credit for each year of previous Upper St. 

Clair School District teaching experience as a temporary professional 

employee, and/or professional employee and/or long-term substitute. 

Upon employment, Tteachers may be given full credit for each full 

year of continuous non-Upper St. Clair School District teaching experience 

as a temporary professional employee, professional employee and/or longterm 

substitute. One half year credit may be granted for one full semester 

of teaching experience when the experience is contiguous to a prior or 

subsequent full semester or full year teaching assignment.If a time lapse 

occurred between the time of previous employment, Tthe following credit 

for previous non-Upper St. Clair School District teaching experience may be 

given but shall not be considered dispositive: 

Time Of Lapse Since Last Professional 

Teaching 

Credit 

1 – 3 Years Ago Full Credit 

4 – 6 Years Ago 3/4 Credit 

7 – 10 Years Ago 1/2 Credit 

11 + Years Ago 0 Credit 

One half year credit may be granted for one full semester of teaching 

experience when the experience is contiguous to a prior or subsequent full 

semester or full year teaching assignment. 

In cases where more than one lapse in teaching has occurred, the 

amount of credit will be recommended by the Director of Human Resources. 

Teachers will be given full credit for each year of previous Upper St. 

Clair School District teaching experience as a temporary professional 

employee, and/or professional employee and/or long-term substitute.

5202.1 

This policy will be interpreted and applied in accordance with 


ADOPTED: March 8, 1971 


REVISED: , 2011

5202.2 

5202.2 Teaching Experience Credit for Fractional Part of a Year 

The Director of Human Resources shall be responsible for 

determineing the teaching experience credit for those teachers who were 

employed with the Upper St. Clair School District for a fractional part of a 

year. 

Teachers who have taught for only a segment of the previous year 

shall be granted experience credit in accordance with the following 

guidelines: 

Days Taught 

Experience Granted 

120 days or more Full year's credit 

70 days to 119 days One-half year's credit 

69 days or less No credit 

The above policy is applicable to the additional situations: 

1. Teachers who leave or return from leave during the 

school year. 

2. Teachers who are on a regular part time teaching 

assignment. In this case, the fractional time that they are 

employed to teach multiplied by the number of days in 

the professional employee work year shall determine the 

total number of days taught. 



REVISED: , 2011

5203 Interns 

The Board authorizes District participation in accredited graduate 

internship programs. Involvement in these programs shall be with the 

understanding that the Administration follow the policies of the Board relative to 

the considerations applied to the selection and supervision of professional staff. 

The Board shall approve the name and assignment of qualified interns. The 

Superintendent of Schools is responsible for making such recommendations to 

the Board. 

The Superintendent or designee is responsible for the assignment of interns 

to the schools. Positions and work responsibility for interns shall be carefully 

selected. The participation employment of any intern shall complement the needs 

of the District. 

The Administration shall assume responsibility for local supervision of all 

interns and shall reserve the right to discontinue the participation employment of 

any intern for any reason.whose performance is judged unsatisfactory. 

While serving in District schools, interns shall be responsible for their 

conduct to the internship program, mentoring cooperating teacher and the building 

principal or designated supervisor. 

ADOPTED: January 3, 1968 



REVISED: , 2011

5204 

5204 Student Teachers 

Realizing the importance of student teaching experience for 

prospective teachers, the Board accepts assignments of qualified student 

teachers from accredited institutions to District schools in appropriate 

circumstances. 

While the need for the placement of student teachers within the 

District is recognized, this practice is permitted with the understanding that 

administrative regulations will be operative to insure that the high standard 

of education presently found in the schools will be maintained. 

ADOPTED: March 14, 1966 


REVISED: , 2011

5205 

5205 Professional Substitute Employment and Compensation 

The educational process requires a continuous instructional pattern; 

therefore, professional substitutes shall be carefully selected. Prospective 

substitute professionals should meet the requirements and qualifications of a 

professional employee. 

Upon the recommendation of the Superintendent, the Board shall 

approve the names of substitute professional employees. Utilization of 

substitutes prior to approval by the Board is authorized only when their use 

is required to maintain the continuity of the educational program. 

Retroactive approval shall be recommended to the Board at the next regular 

meeting. 

The length of the substitute's work day shall be the same as that of the 

regular professional. Substitute professionals will be paid the established 

daily pay rate. If it is determined by the Administration that a regular 

professional will be absent for an indefinite period of time, following the 

10 th consecutive day of absence, the daily substitute pay rate may be 

increased by the Administration to the per diem rate of a regular beginning 

professional. 

Involvement in this program shall be subject to compliance with 

applicable law and any applicable collective bargaining agreement.with the 

understanding that Administration follow the policies of the Board relative 

to the considerations applied to the selection and supervision of professional 

staff. 



REVISED: June 8, 1981 



REVISED: , 2011

5205.1 

5205.1 Teacher Induction Program 

In accordance with all applicable sState lLaws and rRegulations, the Upper 

St. Clair Township Board of School Directors has hereby establisheds an 

Induction Program for professional employees. to be effective July 1, 1987. 

The Induction Program shall apply to those professionals as stipulated by 

law and rRegulation and will be developed, implemented, and monitored, and 

updated by the Administration. 

The Administration, at intervals specified by the Board, shall report on the 

progress and effectiveness of the Induction Program. 


REVISED: , 2011

5206 

5206 Vacations 

Professional employees who have been extended twelve month 

contracts shall be entitled to a vacation amounting to twenty duty days each 

year. The following qualifications shall apply: 

1. Vacation time shall be earned from July 1 of one year until 

June 30 of the following calendar year. 

a. Personnel employed less than one year but more 

than six months (as of July 1 of each year) shall 

receive that portion which he has earned on the basis 

of 1/12th per month to the nearest full day. 

2. Vacation time shall be taken by June 30 of the following year. 

Administrative personnel assigned to individual buildings 

should take vacation time during the non-school phase of 

the school year. All days not taken shall be forfeited without 

remuneration. 



5207 

5207 Appraisal Systems 

The effective performance of duties and responsibilities by 

professional staff members is essential in maintaining quality education. 

A system of appraising administrative and faculty member's 

performance shall be implemented. This system shall be the basis for 

improving effectiveness through staff development programs. Evaluations 

developed through the appraisal system shall become a part of the 

professional's personnel file. 

ADOPTED: November 11, 1974

5208 High School Coaching by Middle and Elementary Personnel 

5208 

The advantages of professional employees coaching in the building in 

which they are teaching are recognized. However, in order to avoid 

discontinuing an existing varsity sport, elementary and middle school 

teachers are permitted to coach at the High School on an interim basis upon 

approval of the involved building principal, the High School principal, and 

Central Office Administration. 

ADOPTED: June 10, 1974

5209 

5209 Athletic Coaching 

The Administration shall be granted permission to recommend for 

employment as athletic coaches at EDR rates, persons who are not full time 

employees of the School District provided that they conform with all 

applicable Pennsylvania Department of Education rules and policies, and 

further provided that if the Administration is unable to find a full time 

employee within the School District who is willing to assume said coaching 

position, said non-full time employee shall be hired only for the duration of 

the season of the sport he or she is coaching. 

ADOPTED: March 12, 1979

5210 

5210 Professional Growth 

Continuing professional study and in-service training are prerequisites 

for professional growth and enhanced ability to undertake increased 

responsibility. 

The Board encourages all professional employees to further their 

professional and personal advancement through graduate study, special 

study or in-service training. 

In-service programs conducted or sponsored by the District are not 

eligible for salary credit. 

Tuition Reimbursement Program 

Participants must meet program eligibility requirements. 

Only courses of study that are pre-approved shall be eligible for credit 

and payment by the District. 

Payment for credits for approved graduate study or special courses 

shall be made in accordance with terms of the collective bargaining 

agreement or applicable administrative agreement. 

Documentary evidence of satisfactory completion of all study 

programs shall be required. 

Professional Development and Induction Plans 

Maintaining quality education requires that all professional staff 

members be efficient and effective in the performance of their duties and 

responsibilities. The Superintendent of Schools is responsible for the 

development, implementation and review of the District Professional 

Development and Induction Plans to enhance this goal. 

Included in the District Professional Development Plan shall be a 

program designed to fulfill the requirements of the goals in the USCSD 

Strategic Plan submitted to the State Department of Education. 

The District shall comply with Department of Education regulations 

in developing and maintaining an induction plan for first-year teachers and 

teachers new to the District.

5210 

The Administration, at intervals specified by the Board, shall report 

on the progress and effectiveness of the Professional Development Plan and 

the Induction Plan. 

ADOPTED: September 9, 1985 

REVISED: February 28, 2005

5211 

5211 Two Tier Administrative Salaries 

The Board directs the Superintendent, when recommending the 

salary for persons being appointed to administrative positions, to consider 

preparation, experience and the salaries being paid similar positions in 

Allegheny County. 

A person hired as an administrator at a salary lower than the average 

salary being paid for this position in Upper St. Clair will be considered for 

intervening salary adjustments beginning on the third anniversary date of the 

appointment. Subsequent intervening salary adjustments will continue until 

the employee's salary less any annual Board increases matches the average 

salary paid for the position at the time the employee was hired. The 

intervening salary adjustment will be in addition to annual salary increases 

that may be granted by the Board. 

The Superintendent will evaluate all factors related to the expected 

performance of the administrator when considering intervening salary 

adjustments. 

ADOPTED: December 8, 1986

5213 

5213 Sick Leave - Professional Personnel 

The sick leave policy for professional employees shall ensure that 

employees will receive no less than the minimum sick leave provided under 


Professional employees who sever their employment with one school 

district shall be entitled to accumulated leave, not exceeding a maximum of 

25 working days, acquired during their employment in a school district of 

the Commonwealth. 

The Board reserves the right to require of any employee claiming sick 

leave pay sufficient proof, including a licensed physician's certification, of 

the employee's need for sick leave. 

The Board shall consider the application of any eligible employee for 

an extension of sick leave, pursuant to law where applicable, when the 

employee's own accumulated sick leave is exhausted. 

Misuse of sick leave shall be considered a serious infraction subject to 

disciplinary action. 

A sick leave shall commence when the employee, or agent if the 

employee is sufficiently incapacitated, reports the absence. 

Whatever the claims in support of sick leave, no day of absence on, 

which the employee has engaged in or prepared for other gainful 

employment, or has engaged in any activity which would raise doubts 

regarding the validity of the sick leave request shall be considered a sick 

leave day. 

Dental and eye appointments are not granted sick leave absence 

unless they are of an emergency nature. 

Absent employees shall follow applicable school district procedures 

regarding proper notification of sick leave absence. 

An illness excuse form must be obtained from the school nurse and 

signed by the employee for up to and including five (5) days of absence on 

the day of return. The signed form must be returned to the principal.

5213 

Proof of Absence 

Any employee absent on sick leave may be required to submit a 

physician's written statement certifying the reason for his/her absence. 

Absence for personal illness or injury exceeding five (5) days requires 

a physician's or other licensed practitioner's certificate to cover the days of 

absence. 

The Superintendent may in his/her discretion require such certificate 

sooner than five (5) days in individual cases. 

A physician's statement may not be presumed to conclusively 

establish the employee's illness or injury. 

Records 

The district's personnel records shall show the attendance of each 

employee; and the days absent shall be recorded, with the reason for such 

absence noted. 

A record shall be made of the unused sick leave days accumulated by 

each employee, which shall be made available to the employee in 

accordance with law. 




5214 

5214 Professional Staff Dress and Grooming 

Professional employees set an example in dress and grooming for their 

students to follow and should present an image of dignity and encourage 

respect for authority. These factors contribute to the maintenance of school 

and classroom discipline. 


guidelines for staff. All professional staff members are expected to: 


2. Dress in a manner reflecting professional assignment. 


property. 



If an employee feels that an exception to this policy because of special 

circumstances would enable him/her to carry out assigned duties more 

effectively, a request should be made to the principal. 


5301 

5301 Application, Employment and Assignment - Classified 

Employees Employment of Classified Staff 

The Board recognizes that qualified and competent classified 

employees contribute to the effective operation of the programs of the 

District. The Board shall approve the employment, compensation, and 

term of employment for each classified staff member employed by the 

Ddistrict. The Superintendent of Schools is responsible for making such 

recommendations to the Board. When any recommended candidate is 

rejected by the Board, the Superintendent shall make a substitute 

recommendation. 


recruitment and screening of candidates for classified employment in 

accordance with Board policy and state and federal laws and regulations. 

The Administration shall seek recommendations from former employers 

and others to assess the candidate's qualifications. Recommendations and 

references shall be retained confidentially and for official use only. 

The Administration shall take the following into consideration before 

making a recommendation to the Board: 

Position requirements 

Personal qualifications 

Training and Experience 

References 

Results of position appropriate tests 

Skills required to complete the essential functions of the job 

Act 34 and Act 151 clearance statements 

Physical examination and TB test results 

Other qualifications determined by the Superintendent 

Utilization of classified employees prior to employment approval by 

the Board is authorized only when necessary to maintain continuity of 

services in the District. Retroactive employment shall be recommended to 

the Board at the next regular meeting. 


with the mandatory background check requirements for criminal history 

and child abuse and the District has evaluated the results of that screening

5301 

process. 

An employee's material misstatement of fact material to 

qualifications for employment or determination of salary shall constitute 

grounds for dismissal by the Board. 

Title I Paraprofessionals 

All paraprofessionals providing instructional support in a program 

supported by Title I funds, who were hired after January 8, 2002, shall 

have a secondary school diploma or a recognized equivalent and one (1) of 

the following: 

1. Completed at least two (2) years of study at an 

institution of higher learning. 

2. Obtained an Associate's or higher degree. 

3. Met a rigorous standard of quality through a formal 

assessment. 

Title I paraprofessionals who solely coordinate parent involvement 

activities or act as translators are exempt from the above qualifications. 

The Principal of a school providing Title I programs to students shall 

annually attest that paraprofessionals providing instructional support in 

such programs meet the qualifications required by federal law and 

regulations. 



REVISED: January 13, 1986 


REVISED: , 2011

5301 

Upper St. Clair School District 

NOTICE TO PARENTS 

TITLE I PARAPROFESSIONAL COMPLIANCE 

I hereby attest that [insert school name] 

1. is 

or 

2. is not yet 

in compliance with requirements of Section 1119 of the No Child Left 

Behind Act of 2001 regarding highly qualified paraprofessionals providing 

instructional support teachers teaching in a Title I program. 

Signature of Principal: 

Name: 

Date:

5301.1 

5301.1 Physical Qualifications of School Bus Drivers 

All school bus drivers shall be duly licensed as such; and, in view of 

the safety risk, no person shall be employed or continue to be employed as a 

school bus driver when it is evident that such person does not meet the 

minimum physical requirements for school bus drivers adopted in 

regulations promulgated by the Pennsylvania Department of Transportation, 

Bureau of Traffic Safety. Upon receipt of evidence that a school bus driver 

fails to meet such requirements, such person shall be forthwith suspended by 

the Administration pending any required hearing. 


REVISED: January 24, 2005

5302 

5302 Part Time Classified Employees 

During periods of excessive workloads, additional part time classified 

employees may be hired with Board approval. to meet the need. Part time 

classified employees shall be paid an hourly wage approved by the Board. 

All part time classified applicants shall meet position requirements and the 

selection process shall be the same as that used in the selection of full time 

classified employees. When additional assistance is needed, approved part 

time employees may be utilized upon approval of the Superintendent. 



REVISED: February 28, 2005 

REVISED: , 2011

5303 

5303 Resignation - Classified Employees 

A classified employee who desires to sever employment with the 

School District shall provide a two-week written notice. 

A classified employee who has an unexcused absence of more than 

three (3) consecutive workdays will be considered to have abandoned his or 

her position. 




5304 

5304 Scheduled Absences with Pay - *Secretarial Employees 

Secretaries are excused during the school year from duty during days in 

which teachers are excused. Secretaries are excused for the Independence Day 

Holiday. 



REVISED: February 13, 1978 *Title Changed. Reference to 

legal holidays for custodians 

deleted.

5305 

5305 Termination - Classified Employees 

Request for termination of employment with the School District of a 

classified employee shall be submitted by the Administration to the Board 

for final action. Suspension of employees may be temporarily made by the 

Superintendent, and in his absence the Assistant Superintendent. In cases of 

urgency, suspension may be made by the administrator involved. 

Terminations shall be subject to the requirements of the Pennsylvania 

School Code of 1949, as amended, applicable collective bargaining 

agreements and applicable state and federal laws and regulations. 



REVISED: February 28, 2005

5306 

5306 Vacation - Classified Employees 

Paid vacation for most classified employees hired on a 12 month basis 

shall be in accord with the following program. 

Continuous Service 

Earned Vacation Time 

6 - 11 Months 1 Week 

1 - 9 Years 2 Weeks 

10 - 14 Years 3 Weeks 

15 or more Years 4 Weeks 

Service time shall be completed by July 1. Vacation shall be taken in 

July and August. Vacation time not used prior to Labor Day shall be 

forfeited. 

Employees who have completed six months of continuous service 

may request en additional week of unpaid vacation time. 

Because of the nature of the work load of Central Office secretaries, 

they shall be permitted to schedule their vacation during the regular school 

year or during the summer months with prior approval from their 

supervisor(s). 



5308 

5308 Sick Leave - Classified Personnel 

The Board shall annually provide full-time, regularly employed 

classified staff sick leave days, which shall be cumulative, in conjunction 

with the provisions of the applicable collective bargaining agreement. 

The Board reserves the right to require of any employee claiming sick 

leave pay sufficient proof, including a physician's certification, of the 

employee's illness or injury. 

The Board shall consider the application of any eligible employee 

for an extension of sick leave when the employee's accumulated sick leave 

is exhausted. 

The misuse of sick leave shall be considered a serious infraction 

subject to disciplinary action. 

A sick leave absence shall commence when the employee, or agent if 

the employee is sufficiently incapacitated, reports the absence. Absences 

must be reported according to applicable school district procedures and an 

illness excuse shall be completed upon the return to work. 

Whatever the claims in support of sick leave, no day of absence on 

which the employee has engaged in or prepared for other gainful 

employment, or has engaged in any activity which would raise doubts 

regarding the validity of the sick leave request shall be considered a sick 

leave day. 

Dental and eye appointments are not granted sick leave absence 

unless they are of an emergency nature. 

Proof of Absence 

Any employee absent on sick leave may be required to submit a 

physician's written statement certifying the reason for his/her absence. 

Absence for personal illness exceeding five (5) days may require a 

return to work certificate. 

A physician's statement may not be presumed to conclusively 

establish the employee's illness or injury. In such cases, the district may

5308 

refer the employee to the district's physician for evaluation. The district will 

pay the cost of the evaluation. 

Records 

The district's personnel records shall show the attendance of each 

employee; and the days absent for sick leave purposes shall be recorded, 

with the reason for such absence noted. 

A record shall be made of the unused sick leave days accumulated by 

each employee, and shall be reported to the employee. 


5309 Employment and Compensation of Substitute Classified Employees 

5309 

Qualified and competent substitute staff shall be employed in order to 

provide continuity in the operation of the District. Substitute classified 

employees will be paid on an hourly basis at a rate set by the Board for the 

various classes of employees. 

The Superintendent or designee shall develop and implement 

procedures to recruit, screen, recommend, assign, and evaluate candidates 

for substitute classified employment. 

The Board shall approve the names of potential substitute classified 

personnel and the positions in which they may substitute. The Board shall 

approve the employment of each substitute staff member upon the 

recommendation of the Superintendent. Utilization of substitute employees 

prior to approval by the Board is authorized only when necessary to 

maintain continuity of services in the District. Retroactive employment shall 

be recommended to the Board at the next meeting. 



child abuse and the District has evaluated the results of that screening 

process. 

Any employee's material misstatement of fact material to 

qualifications for employment shall constitute grounds for dismissal by the 

Board. 


REVISED: , 2011

5310 

5310 Classified Staff Dress and Grooming 

Employees set an example in dress and grooming for students and the 

community at large. Compliance with reasonable standards for dress and 

grooming has a positive effect upon the district's operation and programs 


guidelines for staff. All classified staff members are expected to: 


2. Dress in a manner consistent with the needs of the job to be 

performed. 


property. 

4. Properly utilize required safety gear. 

5. Wear required work uniforms. 



If an employee feels that an exception to this policy would enable 

him/her to carry out assigned duties more effectively, a request should be 

made to the immediate supervisor. 


REVISED: , 2011

5311 

5311 Evaluation of Classified Employees 

The Administration shall conduct regular, periodic evaluation of all 

classified personnel employed by the District. 

The objectives of evaluation for classified personnel are: 

1. To identify, improve, and reinforce the skills, attitudes and 

abilities which enable an employee to be effective. 

2. To identify and improve upon weaknesses which prevent an 

employee from effectively carrying out assigned duties. 

The evaluation plan shall: 

1. Be in accordance with applicable collective bargaining 

agreements. 

2. Be similar for similar types of positions. 

3. Ensure that appropriate evaluation of performance takes place 

during probationary periods of employment. 

4. Include a system for addressing performance deficiencies. 

ADOPTED: February 28, 2005

5312 

5312 No Harassment Policy 

Policy 

The Upper St. Clair School Board (“Board”) strives to provide a safe, 

positive working climate for its administrative, professional and support 

employees. Therefore, it shall be the policy of the Upper St. Clair School District 

(“School District”) to maintain an employment environment in which harassment 

in any form is not tolerated. This “zero tolerance” policy is applied without regard 

to whether the harassment is serious enough to be illegal under applicable law. 

The Board prohibits all forms of unlawful harassment of employees and 

third parties by all School District students and staff members, contracted 

individuals, vendors, volunteers, and third parties in the schools. The Board 

encourages employees and third parties who have been harassed to promptly report 

such incidents to the designated administrators. The purpose of this policy is not to 

regulate the personal morality of employees. It is to ensure that in the workplace, 

no employee harasses another for any reason or in any manner. 

The Board directs that complaints of harassment shall be investigated 

promptly, and corrective action taken when allegations are substantiated. 

Confidentiality of all parties shall be maintained, to the extent possible, consistent 

with the School District’s legal and investigative obligations. 

No reprisals nor retaliation shall occur as a result of good faith charges of 

harassment. 

Definitions 

For purposes of this policy, illegal harassment shall consist of verbal, 

written, graphic or physical conduct relating to an individual’s race, color, national 

origin/ethnicity, sex, age, disability, marital status, familial status, sexual 

orientation, religion, veteran status, or genetic information when such conduct: 

1. Is sufficiently severe, persistent or pervasive that it affects an 

individual’s ability to perform job functions or creates an intimidating, 

threatening or abusive work environment. 

2. Has the purpose or effect of substantially or unreasonably interfering 

with an individual’s work performance.

5312 

3. Otherwise adversely affects an individual’s employment 

opportunities. 

For purposes of this policy, illegal sexual harassment shall consist of 

unwelcome sexual advances; requests for sexual favors; and other inappropriate 

verbal, written, graphic or physical conduct of a sexual nature when: 

1. Acceptance of such conduct is made, explicitly or implicitly, a term or 

condition of an individual’s continued employment. 

2. Submission to or rejection of such conduct is the basis for 

employment decisions affecting the individual. 

3. Such conduct is sufficiently severe, persistent or pervasive that it has 

the purpose or effect of substantially interfering with the employee’s 

job performance or creating an intimidating, hostile or offensive 

working environment. 

Examples of conduct that may constitute sexual harassment or illegal sexual 

harassment include but are not limited to sexual flirtations, advances, touching or 

propositions; verbal abuse of a sexual nature; graphic or suggestive comments 

about an individual’s dress or body; sexually degrading words to describe an 

individual; jokes; pin-ups; calendars; objects; graffiti; vulgar statements; abusive 

language; innuendoes; references to sexual activities; overt sexual conduct; or any 

conduct that could have the effect of unreasonably interfering with an employee’s 

ability to work or create an intimidating, hostile or offensive working environment. 

The conduct prohibited by this policy includes conduct in any form including but 

not limited to e-mail, voicemail, chat rooms, internet use or history, text messages, 

pictures, images, writings, words or gestures. 

Voluntary Relationships 

Voluntary romantic and sexual relationships between employees in 

supervisory positions and employees in non-supervisory positions often lead to 

unforeseen complications, are therefore inadvisable, and the School District 

discourages such relationships. Put simply, the respect and trust accorded a 

supervisory employee by a non-supervisory employee, as well as the power held 

by that person in evaluating or otherwise supervising the non-supervisory 

employee, could diminish the extent to which the non-supervisory employee really 

feels free to choose to enter into or end a relationship. In addition, it could 

irreparably interfere with the ability to evaluate or otherwise supervise the nonsupervisory 

employee in the future.

5312 

Delegation of Responsibility 

In order to maintain a work environment that discourages and prohibits 

harassment in any form and unlawful harassment, the Board designates the 

Director of Human Resources as the School District’s Compliance Officer. 

The Compliance Officer shall publish and disseminate this policy and the 

complaint procedure periodically to students, parents/guardians, employees, 

independent contractors, vendors, and the public. The publication shall include the 

position, office address and telephone number of the Compliance Officer. 

The administration shall be responsible to provide training for students and 

School District employees regarding harassment. 

Each employee shall be responsible to maintain a working environment free 

from all forms of harassment. 

The building principal or designee shall be responsible to complete the 

following duties when receiving a complaint of harassment: 

1. Inform the employee or third party of the right to file a complaint and 

the complaint procedure. 

2. Notify the complainant and the accused of the progress at appropriate 

stages of the procedure. 

3. Refer the complainant to the Compliance Officer if the building 

principal is the subject of the complaint. 

Complaint Procedure – Employee/Third Party 

Step 1 – Reporting 

An employee or third party who believes s/he has been subject to conduct 

that constitutes a violation of this policy is encouraged to immediately report the 

incident to the building principal. 

If the building principal is the subject of a complaint, the employee or third 

party shall report the incident directly to the Compliance Officer. 

Step 2 – Investigation

Upon receiving a complaint of harassment, the building principal shall 

immediately notify the Compliance Officer. The Compliance Officer shall 

authorize the building principal to investigate the complaint, unless the building 

principal is the subject of the complaint or is unable to conduct the investigation. 

5312 

The investigation may consist of individual interviews with the complainant, 

the accused, and others with knowledge relative to the incident. The investigator 

may also evaluate any other information and materials relevant to the investigation. 

The obligation to conduct this investigation shall not be negated by the fact 

that a criminal investigation of the incident is pending or has been concluded. 

Step 3 – Investigative Report 

The building principal shall prepare a written report. The report shall 

include a summary of the investigation, a determination of whether the complaint 

has been substantiated as factual and whether it is a violation of this policy, and a 

recommended disposition of the complaint. 

The findings of the investigation shall be provided to the complainant, the 

accused, and the Compliance Officer. 

Step 4 – District Action 

If the investigation results in a finding that the complaint is factual and 

constitutes a violation of this policy, the School District shall take prompt, 

corrective action to ensure that such conduct ceases and will not recur. 

Disciplinary actions shall be consistent with Board policies, administrative 

regulations and procedures, applicable collective bargaining agreements, and state 

and federal laws. 

If it is concluded that an employee has knowingly made a false complaint 

under this policy, such employee shall be subject to disciplinary action. 

Appeal Procedure 

1. If the complainant is not satisfied with a finding of no violation of the 

policy or with the corrective action recommended in the investigative 

report, s/he may submit a written appeal to the Compliance Officer 

within fifteen (15) days.

5312 

2. The Compliance Officer shall review the investigation and the 

investigative report and may also conduct a reasonable investigation. 

3. The Compliance Officer shall prepare a written response to the 

appeal. Copies of the response shall be provided to the complainant, 

the accused and the building principal who conducted the initial 

investigation. 

ADOPTED: , 2011

PERSONNEL LISTINGS 

March 28, 2011 

Professional Staff – Resignation 

Name Location Assignment Notification Effective 

Date 

Brown, Jaclyn Ft. Couch Mathematics 7-12 3-3-11 Last day of teacher responsibility for the 

2010-2011 school year 

Freedman, Dana High School Special Ed 3-17-11 Last date of teacher responsibility for the 


Robbibaro, Emily High School English 7-12 3-2-11 Last day of teacher responsibility for the 


Smith, Tracy High School Mathematics 7-12 3-9-11 Last day of teacher responsibility for the 


Professional Staff – Leave of Absence 

Name Location Assignment Type of Leave Leave Dates 

Knudsen, Virginia Eisenhower Special Education Unpaid Personal Beginning 3-1-11 

McCullough, Gary Boyce Elementary Military 11-18-10, 11-23-10, 2-1-11, 

2-4-11, 2-11-11, 2-15-11 

Olkowski, Tracey High School Chemistry Intermittent Unpaid Beginning 2-23-11 

Personal 

Waters, Jennifer Eisenhower Elementary Unpaid Personal 2011-2012 school year 

Classified Staff – Elections 

Name Location Assignment Effective 

Connelly, James District Floater Custodian 4-1-11 

Lawrence, Jeanette High School Part-time Nutrition Center Worker 3-29-11 

Pawloski, Glen Eisenhower Custodian 4-1-11 

Classified Staff Change of Status 

Position/Location Change of Status: 

Name From To Effective 

Nemec, Thomas Boyce/Custodian Eisenhower/Head Custodian 4-1-11 

Classified Staff – Leave of Absence 

Name Location Assignment Type of Leave Leave Dates 

Lewis, Nina Bus Garage Bus Driver Unpaid Personal Beginning 3-2-11 

Sanderson, Amanda High School Teacher Aide Intermittent Unpaid Beginning 3-1-11 

Personal 

Stephan, Sherry Boyce Teacher Aide Intermittent Unpaid 

Personal 

Beginning 2-9-11 

District Substitute List - Additions 

Professional: 

Name Certification(s) Effective 

Daughenbaugh, Alex Chemistry 3-28-11 

Pattinato, Kristal Elementary K-6 3-21-11 

Reynolds, Leigh Ann Elementary K-6 3-22-11 

Schademan, Heather Elementary K-6 3-9-11 

Teti, Andrew Elementary K-6 3-18-11 

Winschell, Alex Chemistry 3-28-11 

Classified: 

Name Assignment Effective 

Baltutat, Jill Teacher Aide 3-2-11 

Briggs, James Custodian 3-7-11 

Frederick, Jessica Teacher Aide 3-14-11 

Loughlin, Jacqueline Summer Custodian 06-02-11 

Metzmaier, Joan Summer Custodian 06-02-11 

Salamacha, George Security Guard 3-1-11

Stretavski , Kevin Summer Custodian 06-02-11 

Wehrle, Beverly Nutrition Center 3-16-11 

District Substitute List – Deletions 

Professional: 

Name Certification(s) Effective 

Gillen, Katharine English 7-12 3-7-11 

Toner, Jean Administrator 3-14-11 

Classified: 

Name Assignment Effective 

Cecotti, Chester Driver 3-8-11 

Connelly, James Custodian 3-28-11 

Elias, Kathleen Nutrition Center 3-7-11 

Galley, Laurie Nutrition Center 3-7-11 

Lawrence, Jeanette Nutrition Center 3-28-11 

Locante, Joan Nutrition Center 3-7-11 

Pawloski, Glen Custodian 3-31-11 

Pikras, Colleen Aide 2-25-11 

Siatosky, Carolyn Nutrition Center 3-7-11 

Thompson, James Nutrition Center 3-7-11 

Zaitz, Julia Nutrition Center 3-7-11 

Extra Curricular Activities 

Deletion: 

Name 

Position 

Binkley, Michael Spring Musical Assistant/Sound Director 

Replacement: 

Name 

Wagner, Timothy 

Position 

Spring Musical Assistant

Boyce Middle School Renovations & Additions - VETERANS PARK ...

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