Support Staff Employment Handbook - Plymouth School District

Support Staff Employment HandbookJuly 1, 2012-June 30, 2013Plymouth School DistrictPlymouth School District125 South Highland AvenuePlymouth, WI 53073No person shall on the basis of age, race, color, creed, national origin, sex, physical, mental, emotional, learning, ordevelopmental disability, handicapping condition, marital or parental status, ancestry, sexual orientation, arrestrecord, conviction record, religion, pregnancy, physical condition, membership in the national guard, state defenseforce or any other reserve component of the military forces of the United States or this state or use or nonuse of lawfulproducts be excluded from participation in, be denied the benefits of, or be subjected to discrimination in anyprogram, activity or employment by the Plymouth School District as required by Title VI, Title IX, Section 504, andTitle II of the ADA.1

TABLE OF CONTENTSTable of Contents 2-3SECTION I: HANDBOOK RECEIPT AND PROVISIONS 4 Acknowledgment of Receipt 4 Employee Handbook Provisions 5 Introduction 5SECTION II: SUPPORT STAFF DESCRIPTIONS 6SECTION III: PRE-EMPLOYMENT 7 Postings 7 Qualifications 7 Staff Physicals 7 Pre-Employment Drug Testing 8 Equal Opportunity Employment, Section 504, Title IX 8-9 Drug Free Workplace 9-10SECTION IV: CONDITIONS OF EMPLOYMENT 11 Employment Procedure 11 Payroll and Employment Forms 11 Probationary Period 11 Job Responsibilities 11 Staff Conduct and Disciplinary Action 11-12 Licensure 12 Conflicts of Interest 12 Personnel Records 12-13 Orientation and Training 13 On the Job Training 13 Supervision 13 Assignments 14 Time Schedule 14 Overtime or Extra Work 14 Banking of Hours/Make Up Hours/Additional Hours 14-15 Breaks/Lunch/Clean up Time 15 Administration of Payroll 15 Payday Schedules 15 Payroll Deductions 16 Work Day 16 Apparel 16 Staff-Student Relations 16-17 Absences and Leaves of Absence 17-182

Inclement Weather Days 18 Banking Hours 18 Evaluation 19-20 Staff Use of Electronic Mail 20 Individual Activities 20 Participation in Community Life 21 Sexual Harassment 21-22SECTION V: WAGES AND BENEFITS 22Wages and Benefits 22-23 Medical and Dental Insurance 23 Term Life Insurance 24 Worker’s Compensation 24 Long Term Disability Insurance 24 Wisconsin Retirement Fund 24 Vacations, Holidays 25-26 Tax Sheltered Annuities 26 Flex Plan 26 Employee Assistance Program 26-28 Support Staff Compensation 28 Jury Duty 28SECTION VI: POST EMPLOYMENT 29 Notice of Termination or Resignation 29 Exit Interviews 31 Disability Termination 29SECTION VII: GRIEVANCE PROCEDUREAPPENDICIES AS NEEDED3

SECTION IACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOKThe Employee Handbook which I have been provided contains important information aboutthe Plymouth School District, and I understand that I should consult with my buildingprincipal or the School District Superintendent or Business Director in the District Officeregarding any questions not answered in the handbook. I have entered into my employmentrelationship with the Plymouth School District voluntarily, and understand that unless anindividual contract has been presented to me, there is no specified length of employment.Accordingly, either the Plymouth School District or I can terminate the employmentrelationship at will, at any time, with or without cause, and with or without advance notice.I understand and agree that no person or entity other than the Board of Education may enterinto an employment agreement for any specified period of time, or make any agreementcontrary to the stated employment-at-will policy of the Plymouth School District.I understand that the information, policies, and benefits described herein are subject to changeat any time. I acknowledge that revisions to the handbook may occur, except to the SchoolDistrict policy of employment-at-will. I am informed that changes will generally becommunicated through official notices, and I understand that revised information maysupersede, modify, or eliminate existing policies. I acknowledge that only the Board ofEducation has the authority to adopt revisions to the policies in this handbook. I understand itis the intent of the guidelines in this handbook to be compliant with the statutes, rights,limitations and responsibilities of Wisconsin Statute Chapter 230 regarding Civil ServiceEmployment and Employee Protection thereof.Furthermore, I understand that this handbook is not a contract of employment or a legallybindingagreement. I have had an opportunity to read the handbook, and I understand that Imay ask my supervisor or the School District Superintendent or Business Director anyquestions I might have concerning the handbook. I agree to conform with the terms andprovisions contained in this handbook, as well as all other Board of Education policies, Stateand Federal laws, and any revisions made to them. I further agree that if I remain inemployment with the Plymouth School District following any modifications to the handbook,Board policies or State or Federal law, I thereby accept and agree to the changes.I have received a copy of the Employee Handbook of the Plymouth School District on thedate listed below. I understand that I am expected to read the entire handbook. Additionally,I will sign two copies of this Acknowledgment of Receipt, retain one copy for myself, andreturn one copy to the District Superintendent or Business Director in the District Office bythe date specified. I understand that this form will be retained in my personnel file._________________________________Signature of Employee_________________________________Employee’s Name – Printed_________________________________School District Representative____________________Date_____________________Date4

EMPLOYEE HANDBOOK PROVISIONSThe terms described in this Employee Handbook may be altered, modified, changed, oreliminated by the School District at any time, with or without prior notice, upon a majorityvote of the Board of Education.This Employee Handbook and all provisions contained herein do not establish conditions ofemployment, are not a guarantee of employment, and are not an employment contract, expressor implied.The employment of all employees is “at-will,” and may be terminated by either the employeeor School District at any time for any reason, with or without cause, and with or withoutadvance notice.No administrator, supervisor, or individual member of the Board of Education has anyauthority to alter the employment at will relationship between employees and the SchoolDistrict.INTRODUCTIONThis booklet is designed to give an overview of employment policies and practices pertainingto the support staff at the Plymouth School District. It is also a booklet about people and theroles they play in contributing to the success of this school district.The Plymouth Public Schools exist to provide the best elementary, middle, and secondaryeducation found anywhere. Each member of the support staff, along with teachers,administrators, students, and the members of the Board of Education, plays a necessary role inmeeting this goal. Only through working cooperatively between groups can the school districtsuccessfully educate its students.While this booklet is designed to answer many questions concerning employment policy, it isnot fully comprehensive. If there is something the booklet does not cover, please discuss itwith the direct supervisor or call the District Office. It should also be noted that theemployment policies outlined in this booklet are based on Board of Education policies and/oradministrative rules.This handbook is not intended to create nor should it be construed to constitute a contract.The employer reserves the right to change the handbook with or without notice, in itsdiscretion.SECTION IISUPPORT STAFF DESCRIPTIONThe support staff includes a diverse range of jobs. The positions are hired directly by thePlymouth School District for which individual contracts are not provided.5

Definition of Employees:Group I – Employees employed full or part time on a twelve month basis.Group II – Employees employed either full or part time during the normal schoolyear but are not routinely scheduled for employment during holiday breaks orwhen the regular school year is not in session.Temporary Employee – An employee who is hired for a specific period of times orspecific project (not to exceed 90 working days) who will be separated from thepayroll at the completion of the project, unless extended by mutual agreement ofboth parties.Seasonal Employee – An employee who is only active on payroll during the seasonin which services are required.Student Employee shall not be employed more than twenty (20) hours per weekduring the school term and shall be classified as seasonal employees during aschool vacation period.Temporary, seasonal and student employees are defined above only for thepurpose of exclusion from the salary schedule and fringe benefits of this handbook.Benefitted Position – Those support staff jobs which shall have access to thehealth and dental insurance sponsored by the district. Benefitted positions arenormally scheduled for at least thirty (30) hours per week during their period ofemployment.1) Group I Benefitted Employees shall be eligible for medical and dentalinsurance for 12 months per year of employment.2) Group II Benefitted Employees shall be eligible for medical and dentalinsurance for 11 months per year of employment with the additional monthavailable at their own cost.Non-benefitted Position – Those support staff jobs which shall not have access tothe health or dental insurance sponsored by the district. A non-benefitted positionmay still accrue sick leave, vacation leave, WRS benefits, etc., depending on thehours and terms of hire of the position.Full Time Employee – An employee that is regularly scheduled for thirty (30) ormore hours per week.Part Time Employee - An employee that is regularly scheduled for less than thirty(30) hours per week.SECTION IIIPRE-EMPLOYMENTPOSTINGSThe district shall make all district support staff postings available to employees via the districtemail system. District employees are encouraged to apply for available positions that interestthem. The District will post a similar hard copy at a designated location in each schoolbuilding.6

QUALIFICATIONSThe Board of Education directs that the Superintendent maintain up-to-date job descriptionsfor all positions in the support staff service. The job descriptions shall contain the areas ofresponsibility; qualifications; requirements; duties, including the essential functions of theposition; line of authority; terms of employment (hourly, monthly, etc.); and the salary.Duties and Responsibilities: The Superintendent shall approve the complete job descriptionwhen new positions are established and when existing job descriptions are altered.Supervisors shall seek to hire the most qualified applicant among the applicant pool.STAFF PHYSICALSNew employees of the Plymouth School District shall be required to have a healthexamination including a tuberculin test and drug screening. For applicants who indicated apositive tuberculin test prior to employment a chest x-ray shall be required. Thereafter eachemployee shall have a physical examination as required by board policy. At that time thetuberculin test and/or x-ray shall be at the discretion of the examining physician.Such physical examinations, chest x-rays and tuberculin tests are not required of an employeewho files an affidavit setting forth that he/she depends exclusively upon prayer or spiritualmeans of healing in accordance with the teachings of a bona fide religious sect, and thathe/she is to the best of his/her knowledge in good health and that he/she claims exemptionfrom the health examination on these grounds. Notwithstanding the filing of such anaffidavit, if there is reasonable cause to believe an employee is suffering from an illness whichmay be detrimental to pupils, the Board may require a health examination.An employee may select any examining physician who is in active practice in the PlymouthSchool District’s provider network. If an employee selects a physician outside of thePlymouth School District’s provider network, the employee shall be responsible for anycharges or fees above the current amount paid to physicians within the provider network.The employee shall use the approved forms furnished by the business office. The employeeshall present the forms to the examining physician. The Board of Education shall appoint amedical advisor to interpret all examination findings. If a personal physician examines theemployee, a favorable statement or report must be filed with the medical advisor.Legal Ref: Sections 118.25(2)(c) WI StatutesPRE-EMPLOYMENT DRUG TESTINGIt is the policy of the Plymouth School District, consistent with its obligations under state andfederal law to establish and maintain drug-free schools and workplaces, to require applicantsfor positions to consent to a pre-employment, post-offer, drug test.Securing a drug-free environment is vital to the district’s duty to comply with legal mandatesand its obligation to promote the health, welfare, safety, and education of students andemployees. The district has a compelling interest in the elimination of illegal drug use fromits workplaces and in ensuring that its employees are drug-free. District employees render7

services to students, serve as role models for students, act as enforcers of student drugpolicies, and are potential sources of illegal drugs for students.This policy applies to all applicants who have received offers of employment for regular fulltimeor part-time positions, unless expressly excluded.No offer of employment for a position shall be made to any applicant who has not agreed tosubmit to a drug test as part of the employment screening process. Any applicant whoreceives a conditional offer of employment and refuses to take a drug test shall be disqualifiedfrom further consideration for the position.All applicants for covered positions shall receive written notice of this drug testing policyprior to receiving conditional offers of employment. All drug test results from an applicantshall be maintained as a confidential record and shall be released only with the express writtenconsent of the applicant.EQUAL OPPORTUNITY EMPLOYMENT, SECTION 504, TITLE IX:In accordance with state and federal discrimination statutes, the Plymouth School Districtprohibits discrimination in employment on the basis of creed, marital status, ancestry,pregnancy, citizenship, arrest record, conviction record, sexual orientation, age, race, color,national origin, sex, religion, handicap, disability, political affiliation, membership in theNational Guard, State defense force, or any other reserve component of the military forces ofthe United States of America or use or non-use of a lawful product off school premises duringnon-working hours or any other reason prohibited by state and federal law.Section 504: Section 504 of the Rehabilitation Act of 1973 prohibits discrimination on the basisof handicap. The federal regulations implementing Section 504 require that school districts takecontinuing steps to notify job applicants, employees, parents, and students of school districtpolicy against discrimination on the basis of handicap.The Plymouth School District hereby declares that it does not discriminate on the basis ofhandicap in its educational programs and activities, in employment practices and policies, orin admission or access to programs or activities offered by the district. Inquiries orcomplaints regarding the implementation of Section 504 in the district may be directed to theDirector of Pupil Services.Title IX: The Plymouth School District, as required by the Federal Register Title IXProvision of Federal Education Act Amendments of 1972, states its compliance withstatutes and law in the elimination of sex discrimination against pupils and schoolemployees. As stated: "No person in the U.S. shall, on the basis of sex be excluded fromparticipation in, or denied the benefits of, or be subjected to discrimination under anyeducational program or activity receiving federal aid."The Assistant Superintendent will act as anti-discrimination coordinator for the school system.Parents, pupils, employees, and unions are hereby notified of the schools attempt to eliminatesex bias.DRUG FREE WORKPLACE8

Purposes: The purpose of these work rules is as follows:Definitions:A. To establish and maintain a safe, healthy working environment for all employees.B. To ensure that the reputation of the employees as good, responsible citizens worthyof the responsibility entrusted to them is maintained.C. To reduce the possibility of accidental injury to person or property.D. To reduce absenteeism, tardiness and indifferent job performance.A. Alcohol or alcoholic beverage means any beverage that may be legally sold asalcohol. This includes, but is not limited to, fermented malt beverages,intoxicating liquor and wine.B. Drug means any substance other than alcohol, which is capable of altering themood, perception, pain level, or judgment of the individual consuming it, andwhich is recognized as a drug in the official U. S. pharmacopoeia and nationalformulary or official homeopathic pharmacopoeia of the United States or anysupplement to either of them.C. Prescribed drug means any substance prescribed for the individual consuming it bya licensed medical practitioner.D. Illegal drug means any drug or controlled substance, the sale, possession orconsumption of which is illegal.Alcoholic Beverages:A. Employees shall not introduce, possess or consume alcoholic beverages in or uponthe premises of buildings or property of the Plymouth School District or at aschool sponsored activity. Violation of this policy will be cause for disciplinaryaction.B. Any employee who drinks alcoholic beverages on duty or who is determined to beunder the influence of alcohol while on duty is subject to disciplinary action.C. Excessive absenteeism, tardiness, unacceptable work performance and negligentconduct resulting in personal injury or property damage are cause for disciplinaryaction even though related, in whole or in part, to off-duty abuse of alcohol.D. The sale, trade, exchange or delivery of an alcoholic beverage, undercircumstances not authorized by law, by an employee to a person who has notattained the legal drinking age, is conduct wholly inconsistent with the educationalgoals of the Plymouth School District whether on or off duty on School Districtproperty and is cause for unpaid suspension and dismissal.Prescription Drugs:9

Illegal Drugs:A. No prescription drugs shall be brought upon premises by any person other than theperson for whom the drug is prescribed by a licensed medical practitioner, andshall be used in the manner, combination and quantity prescribed. When the use ofdrugs for medical purposes may affect behavior and performance, employees areencouraged to advise their supervisor that they are taking such drugs. If anemployee's improper performance of assigned duties presents a substantial risk ofcausing property damage or personal injury to the employee or other persons, theemployee must report the taking of prescription drugs to the employee's supervisoror administrator. These duties include, but are not limited to, operation ofmachinery and powered hand tools, driving a motor vehicle, and work with stovesand heating systems. The School District may require a medical evaluation andopinion as to the effect of a prescription drug upon the ability of an employee tosafely perform required duties. In the best interests of the employee, co-workers,students and the School District, an employee may be prohibited from working ormay be required to work under restrictions, while taking prescription drugs, asmedical information may indicate.B. Excessive absenteeism, tardiness, unacceptable work performance and negligentconduct resulting in personal injury or property damage are cause for disciplinaryaction even though related, in whole or in part, to off-duty abuse of prescriptiondrugs.A. The manufacture, possession, use, sale or delivery of illegal drugs or controlledsubstances is conduct wholly inconsistent with the educational goals of thePlymouth School District and will not be tolerated by the Plymouth School Districtunder any circumstances.B. The use of an illegal drug or controlled substance while on or off duty on SchoolDistrict property or school sponsored activity is cause for disciplinary action.C. The sale, trade, exchange or delivery of illegal drugs or controlled substances byan employee to another person under any circumstances is cause for unpaidsuspension and dismissal.SECTION VICONDITIONS OF EMPLOYMENTEMPLOYMENT PROCEDUREAll non-certified personnel shall be cooperatively selected by the Director of BusinessServices and/or Principal, and recommended to the Superintendent and Board of Educationfor approval.Employment shall be conditional on a criminal background check.10

PAYROLL AND EMPLOYMENT FORMSEmployment eligibility verification, W-4 withholding and direct deposit forms must becompleted prior to beginning employment with the District. Proof of licensure and/orcertification must be on file for those positions requiring license as described in the job postingand job description.An employee noticing any discrepancies on their paycheck, or wishing to make a change inwithholding should contact the School District Business Office.PROBATIONARY PERIODAll newly hired employees shall be probationary for the first 120 calendar days of theiremployment. Continued employment beyond the first 120 calendar days of employment shallbe evidence of satisfactory completion of probation. Employees on probationary status shallreceive all fringe benefits immediately as they become available. The probationary periodmay be extended by mutual agreement of the parties.JOB RESPONSIBILITIESWritten job descriptions detail the responsibilities of each of the support staff positions; it isthe general policy of the Plymouth School District to keep the staff as flexible as possible. Thisis necessary due to the nature of the school enterprise, which finds different jobs havingdifferent peak workloads, and because of emergencies that arise. It is expected that supportstaff personnel will willingly accept duties other than those normally assigned, and recognizethat others may be asked to assume some of your duties, when the need arises.STAFF CONDUCT AND DISCIPLINARY ACTIONAll employees of the Plymouth School District are expected to perform their duties accordingto the policies, guidelines, and expectations as outlined in Board of Education Policies, theemployment handbook, the job description, and directives from their immediate supervisor.In addition, all employees must be cognizant of their responsibility to be role models for thestudents who we are charged to educate.Should a supervisor judge that an employee is not meeting these policies, guidelines, orexpectations, they could be subject to disciplinary action. Each potential disciplinary situationwill be analyzed based on the facts at hand. If disciplinary action is warranted, consequencescould include, but are not limited to the following: conference with supervisor to include averbal reprimand documented in the supervisors personnel file, written reprimand placed inthe employees personnel file, suspension with or without pay and/or termination.LICENSUREAppropriate licensure must be continuous and maintained throughout the course ofemployment as required by job description. The employee shall bear the full cost ofappropriate training and fees to obtain their initial licensure.CONFLICTS OF INTEREST11

It is the policy of the Plymouth School District Board to avoid any problems associated withemployee conflicts of interest or personal pecuniary gain resulting from decision as to schoolpurchases, sales or employment. All employees, elected and appointed representatives of thisschool district shall at all times avoid situations, which may be prohibited under state andWisconsin statutes.PERSONNEL RECORDSAt the time of initial employment and prior to the first day of September, each employee mayfile with the District a complete employment history, record of education, and record ofmilitary service, if any.For the benefit and use of the School District and the employee, the school district willmaintain a complete up-to-date personnel file in the office of the Superintendent. The recordsshall include the following information:A. Correct name, address and telephone numberB. Data on education, including any institutes attendedC. Completed application formD. Any data requested concerning health and/or medical examinationE. Record of assignmentsF. Evaluation of performance.G. Copy of License as approved.All material within an employee’s personnel file initiated by Plymouth School DistrictAdministration shall be available for the employee’s inspection except as defined below.No material referring to an employee’s performance, conduct, character or personality shall beplaced in his/her personnel file unless the employee has had an opportunity to review thematerial. The employee shall acknowledge the opportunity to review the material with asignature which in no way indicated agreement with the contents thereof. The employee shallhave an opportunity to also file a written answer to such material that may be reviewed by theSuperintendent or his designee and shall be attached to the copy filed.An employee must review the contents of his/her personnel file in the present of theSuperintendent or designee.The employee may make copies of any information available to them in their personnel file.The following materials shall be made available for the employee’s review or inspection:personnel references, letters of reference or other similar documents received prior to theemployee’s initial employment with the Plymouth School District.Requests to review files should be placed with the district office which shall coordinate whenand where the employee may review the file with the employee.ORIENTATION AND TRAININGNew employees shall be properly oriented upon entrance in a position. Orientation shall bethe responsibility of the employee's immediate supervisor, as directed by the Superintendent.12

ON THE JOB TRAININGInservice training for support staff shall be furnished from time to time upon therecommendation of the Superintendent at the expense of the School District. On the jobtraining shall be given as needed, and as recommended by the individual’s supervisor and theSuperintendent.Workshop Meetings: The Board of Education encourages the attendance of support staff atworkshops, conferences, meetings, etc., as approved by the Superintendent. The Board ofEducation may approve payment of actual and necessary expenses incurred in suchattendance. Travel time and overnight stays beyond the hours of a normally scheduled workday will not be compensated.SUPERVISIONThe principal or immediate supervisor shall be responsible for supervising all support staffemployees under his jurisdiction. The purpose of supervision shall be to:A. Aid the employee to attain and maintain the maximum effectivenessin skills, attitudes and characteristics, which pertain to their assigned duties andthe educational system;B. Promote closer, better understanding among personnel of their roleon the educational team;C. Evaluate performance according to planned program.The supervision shall be frequent and of sufficient time to implement these principles.Employees shall be informed as to their immediate supervisors.ASSIGNMENTSEach support staff shall be given a specific assignment in terms of duties, work hours and towhom they are responsible.Transfers and Reclassification: Relocation of personnel may become necessary to meet loadconditions, building or program requirements, or for other good reasons. However, relocationshall not be made capriciously, vindictively or arbitrarily.Transfers require the recommendation of the building principal and/or immediate supervisorand the approval of District Administration. The Plymouth School District retains all rights todetermine duties, work hours, work location, supervision and classification as district needschange.TIME SCHEDULESupport staff shall be employed on either an hourly, daily or monthly rate.13

The hours of work shall be designated by the immediate supervisor or building principal toaccommodate the educational process, in advance whenever possible.Work Schedule: All work schedules shall be established by the employee's immediatesupervisor and approved by the Superintendent or designee.OVERTIME OR EXTRA WORKOvertime Pay: Approved work over forty (40) hours a week is classified as overtime. Sickleave, emergency days, and vacation days are considered as days worked. Holiday pay shallnot be considered “hours worked” when classifying overtime pay.The Superintendent or designee must authorize all overtime in advance. Overtime shall becalculated at a time-and-one-half rate of the regular hourly wage.Whenever and wherever practicable, extra work-time shall be offered to employees assignedto a building on as equal a basis as possible. Any employee shall have the opportunity to beassigned extra work-time in any building if the employee assigned to that building refuses toaccept such extra work.Whenever practicable, a substitute employee shall replace an absent employee.BANKING OF HOURS/ MAKE UP HOURS/ ADDITIONAL HOURSThere will be no banking of hours by employees. Make up hours will be at the solediscretion of the employer. These shall be classified as extra hours, regardless whether theleave of the employee was paid or unpaid.Employees checking the building on Saturday, Sunday, or holidays will be paid two (2) hoursof time. If an emergency situation is discovered, the employee shall be compensated for thetime spent on the site beyond two hours as well.Call in time shall not apply to time which is continuous to a normal shift. Employees whoshall be called to work other than the regularly scheduled starting time, shall be entitled to atleast two (2) hours work or receive two (2) hours pay regardless of the length of time less thantwo (2) hours which they may have worked. Any employee so called in may be required towork the full two (2) hours.BREAKS/LUNCH/CLEAN UP TIMEEmployees working seven (7) to eight (8) hours per day shall receive one (1) fifteen (15)minute break and one (1) ten (10) minute break. Employees working three (3) to seven (7)hours per day shall receive (1) fifteen (15) minute break. Employees working less than three(3) hours per day shall not receive a break. Employees may combine the one (1) fifteen (15)minute break with one (1) ten (10) minute break.Employees working at least six hours with both morning and afternoon hours, shall be given acontinuous one-half (1/2) hour unpaid noon lunch period between the hours of 11:00 a.m. and1:00 p.m. of each work day.14

An employee shall be allowed a reasonable clean-up period before noon lunch or eveningdinner and before quitting time.ADMINISTRATION OF PAYROLLThe District Office shall administer the payroll account in accordance with state, federal andBoard of Education regulations and the contractual provisions with employees.PAYDAY SCHEDULESAll payroll checks will be distributed biweekly on Fridays unless otherwise notified with atwo week lag for payroll processing. Payment of earned wages shall be made by directdeposit to the bank or financial institution of an employee's choosing. If a normal payroll datefalls on a legal holiday, payment will be made on the first business day prior to the holiday.PAYROLL DEDUCTIONSThe Board of Education shall approve all forms of voluntary payroll deductions, and reservesthe right to charge the actual cost to make them. The following voluntary payroll deductionsare approved:A. District approved tax sheltered annuities, deferred compensation or Roth plans.B. Insurances premiums on plans offered by the District.C. Approved charitable deductions (see appendix for specific forms approved).WORK DAYThe normal work day for full time twelve month support staff personnel shall consist ofeight (8) consecutive hours, excluding an unpaid lunch period of between one half (1/2)and one (1) hour. The supervisor shall set exact times. The Plymouth School Districtretains the right to vary work hours as needs change within the district. The Districtshall try to offer practical notice of necessary work day changes whenever practical.Employees should understand that weather and other unintended circumstances may altertheir work day.APPARELThe Superintendent or designee may, at his/her discretion, prescribe minimum standards ofdress for support staff employees. Such standards shall be consistent with reasonablyaccepted standards with regard to decency, sanitation, and/or safety. Failure to comply withdefined standards shall constitute insubordination and shall be subject to disciplinary action.Proper dress is the responsibility of the employee. The school district also has a responsibilityto establish dress standards that promote a positive and proper learning environment. Rulespertaining to appropriate employee attire are necessary in order to maintain good decorum anda favorable academic atmosphere. Employees are advised to dress for respect.15

Employees are not permitted to wear clothes that are distracting, cause classroom disruptionsor are inappropriate for the school setting. Clothing that is revealing enough to show bras,boxers, or underwear of any type is inappropriate for school and should not be visible. Tostay consistent with national health concerns and our student assistance program, clothing thatdisplays sexual innuendoes, profanity or advertises alcohol, tobacco, or drugs will not bepermitted. Any apparel or accessories advocating violence are not acceptable. Any apparel oraccessory that shows gang affiliation or an attempt at intimidation is prohibited. Footwearmust be worn at all times.Special clothing for the work, i.e., coveralls and gloves for particularly dirty jobs, aprons forcooks, raincoats and boots for emergency situations will be provided by the employer. $50will be provided for work boots for maintenance staff every other year as needed.STAFF - STUDENT RELATIONSThe Plymouth School District is committed to quality educational programs requiring staffand students to possess integrity, high ideals, and human understanding.Staff members of the District shall be expected to regard each student as an individual and toaccord each the rights and respect due any individual. The role of staff shall be as resourcepersons, motivators, helpers, and guides in the learning process.The welfare and achievement of students are dependent upon positive relationships within theschool environment. To this end, employees of the District are expected to develop positivestudent-staff relationships by:A. Maintaining empathy with and respect for students.B. Communicating with students in a way that fosters the development of a positiveself-image.C. Using discretion in handling confidential information about students.D. Using credible, positive feedback with students.E. Implementing motivation techniques that enhance self-esteem and achievement.F. Modeling and reinforcing positive behaviors that are expected of students.G. Utilizing problem-solving techniques in correcting and attempting to changestudent behavior.H. Helping students feel worthwhile by recognizing their strengths and abilities.I. Encouraging a student to study varying points of view and respect the student’sright to form independent judgments.J. Conducting conferences with or concerning students in an appropriate place andconfidential manner.16

K. Exercising good judgment in dealings with students, parents, staff, and the public.L. Displaying moral and ethical behavior including never engaging in intimate,sexual, or otherwise inappropriate relationships with students whether consensualor otherwise.M. Refraining from attempting to inculcate the students with his/her own political orreligious beliefs.The use of ridicule, insults, sarcasm, cynicism, sustained or repeated yelling, profanity,belittling or intimidating statements or behaviors and other offensive or inappropriatestatements or conduct will not be tolerated in the district.MANDATORY REPORTING OF SUSPICION OF CHILD ABUSE(Insert Here)UNION ACTIVITYAny union activity shall be conducted off the job. This article shall not operate so as toprevent a steward or Union official from the proper conduct of any grievance in accordancewith the procedures outlined in this agreement or to prevent certain routine business such asthe posting of Union notices and bulletins.Every attempt shall be made to conduct negotiations outside of the regular work hours. Ifsuch meetings must be conducted during work hours and are called by the Employer, suchtime shall not be deducted from the pay of the designated union representatives. Ifnegotiation meetings are called by the Union during regular work hours, such time shall bededucted from the pay of the Union Representatives.Definitions and Practices:ABSENCES AND LEAVE OF ABSENCE (HOURS BASED)A. Hours: Leave shall be granted in hours. Employees shall only deduct leavebased on their scheduled hours during the day of leave.B. Minimum Leave: Leave shall not be less than two hours.C. Transitions: If a part time employee assumes a full time position or otherincrease in hours, the accumulated leave will remain as the hours earnedpreviously, however new hours will accrue based on the normal weekly scheduleof the newly assumed position. New sick leave will accrue at the new schedulewhen additional leave is granted on July 1 st.Authorized Leave:A. Sick Leave: All Support staff employees are eligible for authorized sick andallowed to accumulate to the following totals for personal sickness only:17

1. Full Time Group I Employees shall accrue twelve (12) sick days per year. Thecalculation of hours shall equal their current weekly schedule divided by fivetimes 12 accumulating a maximum of 768 hours.2. Full Time Group II Employees shall accrue ten (10) sick days per year. Thecalculation of hours shall equal their current weekly schedule divided by fivetimes 10 accumulating a maximum of 768 hours.3. Part-time Group I and Group II employees shall accrue three (3) sick days peryear. The calculation of hours shall equal their current weekly scheduledivided by five times 3 accumulating a maximum of 768 hours.4. All employees shall accrue sick leave on July 1 st of each fiscal year. Newemployees shall be granted a proportionate quantity of sick leave from theirfirst day of hire until the end of the fiscal year, however, no access to sickleave benefits shall be available during their initial probationary period.5. Employees may be required to provide a medical certificate to justify grantingof sick leave in excess of three (3) working days6. Employees are to make appointments for routine medical and dental check- upsoutside of their scheduled work hours whenever possible.7. Sick leave time is not vested to the employee and shall not be paid out upon theretirement, resignation or termination of any individual.B. Emergency Leave: Authorized emergency leave of six (6) days per year will begranted to all support staff personnel for the following reasons based on theiraverage daily hours. The calculation of hours shall equal their current weeklyschedule divided by five times 6. Such leave will be granted under the followingguidelines:1. May be used for serious illness, death and birth in the immediate family ofemployee or employee’s spouse.2. Absence due to illness in immediate family within reason and with approval ofadministration.3. By making a request in advance, and upon the approval of the administration,an employee may be granted one of their emergency leave days for reasonsother than the death, birth, or illness in the immediate family.4. Emergency leave is drawn on available sick leave accumulation.D. Leave of Absence Without Pay: Anyone desiring a leave of absence for reasonsthat do not fall under the sick or emergency leave guidelines may apply to thesuperintendent for leave without pay. Requests will be considered on a case bycase basis, with weight given to the impact of the absence on the educationalservices offered to students and to requests associated with unique family events.18

C. Federal and State Family and Medical Leave Acts: Support staff members maybe eligible as a result of the birth of a child, or the placement of a child foradoption or foster care; a serious health condition that makes the staff memberunable to perform the essential functions of the job; or a serious health conditionaffecting spouse, child, or parent, for which the staff member is needed to providecare. The district office will be responsible for administering the leave.INCLEMENT WEATHER DAYSIn the event that school or schools are closed due to emergencies, some employees may not berequired to report to work. Notice of school closing will be given over the local radio stationsWHBL, WJUB and WIXX and through the School District website.Failure by the Employer to give such notice, and the employee reports to work, the employeeshall be paid for a minimum of two hours at regular rates.On days that school is closed by weather or other emergencies, it is expected that every schoolhas a building administrator and secretary on duty, the District office is in full operation, andmaintenance and custodial services are functioning as conditions dictate. Supervisors willdesignate “essential personnel” in each department who will be required to report to work onsuch days. The only exception to reporting would be if such individual has already had avacation or personal day previously approved or a unique family situation arises and suchabsence is approved orally and in writing by the direct supervisor. Only an administrativesupervisor can make the decision that “essential” personnel can be excused from reporting.Should someone fail to report as planned, they will be required to apply a vacation or personalday. If none are available, pay will be docked. Failure to report will be treated as any otherunexcused absence.EVALUATIONSThe development of a strong support staff and the maintenance of high morale among supportstaff employees is of paramount importance. The task of finding the right person to fillvacancies, of determining assignments and equitable work loads, of establishing wage andsalary policies to encourage employees to put forth their best efforts, of evaluating employeeachievements and of providing a good atmosphere in which to work, are some of the majorobjectives of the Board of Education. In doing so, the Board believes that a program ofcontinuous evaluation is necessary for the improvement of the employees and of theeducational program.Principles: Evaluations shall cover the major areas of the employee's responsibilities andduties to the school system and shall include, but not be limited to, the following:A. Specific work assignment.B. Understanding the role in the total program.C. Attitude towards children and public education.D. Attitude towards teachers, supervisor, and fellow employees.19

E. Work habits.The employee's supervisor has the responsibility for seeing that each employee knows thebasis upon which they are to be evaluated significantly in advance of said evaluation.Employees, especially those new to the District, shall look to their immediate supervisor foran explanation of their duties and responsibilities.Standards for Evaluation: All evaluations shall be on District approved forms, withstandards for evaluation enumerated in all areas to be evaluated.Who Shall Evaluate: The principal and/or the immediate supervisor shall evaluate allemployees under their jurisdiction. The District staff may be called upon to assist in theevaluation.Time and Number: Each introductory employee shall be evaluated at least once before thefinal evaluation at the conclusion of the orientation period. The first evaluation shall be whenthe orientation period is approximately one-half (1/2) complete.All evaluations shall be filed in the employee's personnel folder in the office of theSuperintendent.Utilization of Evaluations: Evaluations may be utilized to inform employees of theirperformance and as an aid in improving performance. In order to accomplish this objective,evaluation reports shall be discussed with the employee evaluated, the employee shall begiven a copy of the evaluation, shall sign the District's copy to certify that it has been seen andthat it has been discussed. Each employee shall be permitted to comment on the evaluationprior to its being filed in the office of the Superintendent.Appeal: The evaluation is the judgment of the evaluator regarding the employee's performance.An employee who believes that the evaluation is not a true reflection of their performance mayrequest a conference with the Superintendent or supervisor.STAFF USE OF MEDIA AND COMMUNICATIONSAll users of this Policy are reminded that schools must provide a safe environment for all. Weare also an institution of education and in that regard we must provide a balance between abroad freedom to learn and due consideration for the rights for all students; legally, we are alimited First Amendment Forum.This Policy is comprehensive in nature. While the necessity for such Policy is based onincreased accessibility to inappropriate information sources using computers, it is expectedthat use of all communication systems in the Plymouth School District will remain appropriateand legal.The Plymouth School District shall remain free of communication which is pornographic,harassing, advocating violence, or has the purpose or effect of unreasonably interfering withan individual’s work performance or creating an intimidating, hostile or offensiveenvironment within the School District. There shall be no communication which promotes20

the illegal use of drugs including prescription drugs and alcohol. Any act contrary to thissection will result in disciplinary action up to and including termination of employment.All people using communication systems within the School District shall refrain fromaccessing material which is pornographic, harassing, advocating violence, or has the purposeor effect of unreasonably interfering with an individual’s work performance or creating anintimidating, hostile or offensive environment within the School District. All electronicinformation systems shall have reasonable devices in place to prevent unauthorized use ofsuch systems and to prevent intended and unintended access to inappropriate Internet sites byany employee. Inappropriate sites are those which contain material which is prohibited bythis Policy. Violations of this section will result in disciplinary action up to and includingtermination of employment.There is a Manual of Acceptable Communication which provides detail for action under thisPolicy. Employees must sign and agree to the standards outlined in the Manual of AcceptableCommunication. Such document shall be on record at the District Office.INDIVIDUAL ACTIVITIESSoliciting, Selling or Collecting: No soliciting, selling or collecting shall be engaged in bythe support staff if such activity uses the position and repute of the School District or of theemployee. Also, the use of district facilities, equipment and property for personal use or gainoutside the scope of employment is prohibited.PARTICIPATION IN COMMUNITY LIFESupport staff employees are encouraged to live in the district and to participate actively incommunity affairs.NON-SCHOOL EMPLOYMENTSupport staff employees of the School District shall not engage in any non-schoolemployment which interferes with their school duties, their ability to perform their schoolduties, or which reflects adversely on the public school system.As a general rule, the Board of Education regards any employment of 30 hours or more perweek as sufficient in both requirements and compensation.The purpose of this policy is:SEXUAL HARASSMENTA. To acknowledge all regulations, requirements, and responsibilities defined by Stateand Federal laws regarding harassment.B. To establish school district policy to affirmatively raise awareness and expressstrong disapproval of harassment.21

C. To encourage all employees, volunteers, school board members, and students whoare victims of harassment to report instances of harassment.D. To establish a grievance procedure for the reporting of instances of harassment.E. To establish guidelines for prompt and effective remedial action.It is the policy of the Plymouth School District to provide a work and learning environmentfree from all forms of discrimination including harassment or intimidation and retaliation.No employee, volunteer, school board member or student shall be subjected to unsolicited andunwelcome sexual advances, requests for sexual favors, or other sexual conduct, either verbalor physical. The school board will not tolerate any form of harassment which may includeharassment based on race, color, national origin, ethnicity, gender, disability, sexualorientation, and religion.Any employee or volunteer, including a supervisory employee, who violates this policy, issubject to disciplinary action up to and including discharge. Disciplinary action against anemployee shall be in accordance with applicable administrative rules and the framework ofthe employee handbook. The Plymouth School District will not tolerate harassment,intimidation, or retaliation of any kind between and among students, employees, volunteers,and school board members. Those that endanger safety will be subject to disciplinary action.Formal complaint procedures regarding harassment can be found at Plymouth School BoardPolicy 511.1 found at the district web site: http://www.plymouth.k12.wi.usAny inquiries, questions or complaints regarding these policies should be directed to:Carrie Dassow, Assistant Superintendent (Title IX Coordinator)Plymouth School District125 Highland Ave.Plymouth, WI 53073892-2661orSusan Williamson (Title II/section 504)Riverview Middle School300 Riverside CirclePlymouth, WI 53073893-4353SECTION VSALARY, WAGES, AND BENEFITSIn order to secure and retain competent employees, the Board of Education desires that itssalary and wage policy shall be based upon payment of prevailing hourly wages.Hourly Rates: Hourly rates shall be established via negotiation or otherwise and bedocumented in the appendix of this handbook when established, approved or modified.Benefits Eligibility: Type I annual work year is equal to 2,080 hours including vacations,holiday pay, personal day, emergency leave days, and sick leaves as described in this22

document. Type II annual work year is described in the job description but includes holidaypay, personal day, emergency leave days and sick leaves as described in this document.Benefits: Fringe benefits are part of compensation. The Board of Education will provide thebenefits in accordance with the following policy. Full time employees are eligible to receivefull benefits. Substitute employees, temporary employees and student employees will receiveno benefits. The board of education or administration may modify benefits at any time.Temporary and Student positions are not eligible for benefits except social security. A studentworker may be classified as such up to one year following high school graduation and mayremain in the program without benefits.Medical Insurance Premiums: Annually, the Board of Education shall adopt the premiumsto be paid per employee for the approved District Health and Accident Insurance programs.Employee portions of medical insurance premiums shall be made with payroll deductionswhenever possible.Dental Insurance: Annually, the Board of Education shall adopt the premiums to be paid peremployee for the approved District Dental Insurance. Employee portions of dental insurancepremiums shall be made with payroll deductions whenever possible.Group Life Insurance: The Board of Education shall provide a group term life insuranceplan for support staff employees. Participation is optional. If the employee elects coverage,the employer shall pay the employer’s share only. Employee portions of group life insurancepremiums shall be made with payroll deductions whenever possible.Long Term Disability Insurance: The Board of Education shall pay the annualpremium for long term disability insurance for working at least 1080 hours annually.Retirement: The Board of Education, in accordance with law, shall determine annually theemployer’s share and the employee’s share of retirement of contributions to the WisconsinRetirement System. Employee portions of retirement contributions shall be made with payrolldeductions whenever possible.MEDICAL AND DENTAL INSURANCEAll benefitted support staff personnel are eligible to participate in the Plymouth SchoolDistrict’s group medical and dental insurance plans. This coverage is paid in part by theBoard of Education and represents a major benefit to the employee.Support staff must regularly work at least 30 hours per week during the regular school year tobe classified as a “benefitted” employee. Benefitted Group I employees shall have 12 monthsof continuous coverage. Continuing Benefitted Group II employees shall have 11 months ofcoverage with the month of July covered fully at their own expense. Benefitted Group IIbenefitted employees may qualify for Benefitted Group I employee coverage provided theywork at least 80 hours during the designated summer school session. District administrationshall establish the dates of available work for such coverage. There is no guarantee ofemployment for any Benefitted Group II employee during the designated summer session. Ifa Benefitted Group II employee fails to return to employment or terminates prior to October1 st of the subsequent school year, that employee shall be responsible for the full premium of23

August health and dental insurance that was paid on their behalf.The Board of Education shall determine the appropriate employee contribution from allsupport staff employees for health and dental policies.Summer withholding shall be made as soon as practical for returning Benefitted Group IIemployees who owe summer insurance premiums and such payments shall be withheld overthe next four subsequent payrolls with the amount being evenly divided as possible over thenext four paychecks.At the time of hire, the employee will be asked to fill out enrollment forms and select eithersingle or family coverage or waive coverage. Eligibility for family coverage is based on theemployee’s need at time of hire. The employee must complete and return to the DistrictOffice the required enrollment forms prior to the first of the month following the date ofbeginning actual on the job employment. Failure of an employee to complete the necessaryenrollment cards and to inform the District Office of desired changes relieves the Employerfrom any and all obligations. In the event of a change from single to family status, theemployee may elect to convert to family coverage. However, except in the case of marriage,acceptability is conditional on approval of the insurance carrier terms and conditions ofenrollment.Descriptive brochures outlining the coverage are also available at the District Office. In allcases, coverage will begin on the first of the month following date of hire.Employees having technical questions or difficulties with the carrier's processing of insuranceclaims can find assistance in the Business Office or receive a toll-free number to call.DISTRICT HEALTH ANDWELLNESS INCENTIVE PROGRAMThe Plymouth School District believes that healthy employees who practice basic wellnessstrategies will be more productive, find greater work satisfaction, have better attendance andcontribute to lower cost health insurance premiums. To assist with this effort, the District offersthe Health and Wellness Incentive Program. While voluntary, employee participation in theprogram will not only provide the employee with the opportunity to reduce health insurancepremium share costs for individuals who receive health insurance benefits, but most importantly,it is designed to assist employees and their families in leading a healthy lifestyle.A summary of the employee insurance plan and the district wellness program can be found in theattached appendix.WORKER’S COMPENSATION INSURANCEWorkers Compensation Insurance: All employees covered by this agreement are entitledto Worker’s Compensation coverage as prescribed by Statute. In addition to such coverage,an employee will receive the difference between the Worker’s Compensation check and fullpay for such period of time as the commuted value of accumulated sick leave will provide.The Board of Education shall provide worker's compensation insurance as required byWisconsin State Law. Employees shall not receive authorized sick leave when eligible toreceive worker's compensation benefits.24

Support staff employees must report all on-the-job accidents and/or injuries to his/hersupervisor as soon as possible after occurrence. Failure to report as required may result indenying of Worker's Compensation Benefits.Supervisors shall report all bodily injury accidents incurred in their department. A reportshall be filed with the Superintendent’s Administrative Assistant or in his/her absence tothe Accounting/Personnel Coordinator.The Superintendent’s Administrative Assistant shall process all accident reports and notify theWorker’s Compensation Insurance carrier and all applicable state and federal agencies.TERM LIFE INSURANCEThe Plymouth School District shall offer a term life insurance plan to all support staff at theirown cost. The School District shall only pay the required 20% employer contribution tosupport the basic plan. Supplemental Life Insurance for self, spouse and dependents isavailable as an optional purchase for employees based on the eligibility requirement of thevendor chosen.LONG TERM DISABILITY INSURANCEThe Plymouth School District will purchase long term disability benefits for all employeesworking at least 1080 hours per year. Such benefit shall provide a monthly benefit notexceeding 66 2/3% of the employee’s monthly salary, exclusive of bonuses and overtime.The combined maximum benefit limit of total combined amounts of benefits payable underthis plan and benefits payable as the result of disability or retirement provisions ofgovernmental and employer sponsored plans may not exceed 66 2/3% of the participantsmonthly salary up to a maximum of $2500 per month or $45,000 per year. Benefits arepayable during continuous disability based on age on date of disability. Ninety days of totaldisability are required before benefits may begin.WISCONSIN RETIREMENT FUNDBy State regulation, those employees working sufficient hours must participate in theWisconsin Retirement Fund. This is a pension system operated by the State for public sectoremployees, including those of public school districts.The employee's contribution to the Wisconsin Retirement Fund is vested from the first dollar.Individuals who leave the employment of the District for the private sector may claim thepercentage that the District paid on behalf of or withheld from the employee, or those dollarsmay be left within the WRS system for a later date. Percent rates are calculated by the stateeach January.VACATIONS AND HOLIDAYSGroup I employees shall be entitled to a vacation. Each employee will be granted annualvacations and converted to vacation hours in the following manner:25

A. One week (1) week (five (5) working days in the first full fiscal year of service.(Equivalent hours of one five-day week regular working schedule for theemployee.)B. Two (2) weeks (ten (10) working days) - after one (1) full fiscal year of continuousservice. (Equivalent hours of two five-day week regular working schedule for theemployee.)C. Three (3) weeks (fifteen (15) working days) - after seven (7) years of continuousservice. (Equivalent hours of three five-day week regular working schedule for theemployee.)D. Commencing after the 8th year of employment, 1/2 day of additional vacation shallbe granted each year. (Each additional half day shall be calculated as theequivalent hours of a five day week regular working schedule divided by ten.)E. Four (4) weeks vacation (twenty (20) working days) will be granted after fifteen(15) years of continuous service. (Equivalent hours of four five day week regularworking schedule for the employee.)F. Grandfather Clause: Those employees who receive in excess of 20 days currently(maximum of 21.5) shall continue to receive the number of days they currentlyearn on an annual basis. (Calculated as the hours available per #E above plusadditional half days calculated in #D above.)Group II employees required to report at least 15 days prior to the start of the school year shallreceive one week vacation on the next July 1 st following one full year of employment and twoweeks’ vacation on the July 1 st following the seventh consecutive year of employment inqualified positions. The vacation days shall be assigned by administration during periodswhen school is not in session for students.Vacation year runs from July 1 to June 30 each year and all vacation shall accrue on July 1 stbased on the prior year of service.When Vacation May be Taken: In determining vacation schedules, the Employer shallrespect the wishes of eligible employees insofar as the needs of the school district will permit.The Employer shall post vacation scheduling rules from time to time.Vacations may be taken during the school year upon receiving the approval of the employee’ssupervisor (e.g. Building and Grounds, Food Service, or Principal). For employees havingmore than three (3) weeks vacation, the Supervisor or designee may require an employee totake vacation during the school year.All vacation earned in a vacation year (July 1 through June 30) must be taken during thesubsequent vacation year. Employees who are required by the Employer to defer all or a partof their vacation for a given vacation period, may, with the written approval from the BusinessManager and the employee’s immediate supervisor shall be permitted to take it within the firstsix (6) months of ensuing vacation year, after which it shall be lost.26

Vacation shall not be “paid out” but must be taken on regularly scheduled work days for thevacation eligible employee. These are days the vacation eligible employee would otherwisebe expected to work. Vacation benefits shall not be paid out to a district terminatedemployee.Vacation on Holidays: In the event that a holiday falls on a regular work day within theweek or weeks taken as vacation, such holiday shall not be charged as vacation. If a holidayfalls during an employee’s vacation week, they shall receive an additional day of paidvacation.Holidays: Group I employees shall be granted ten (10) paid holidays each year. They are asfollows: New Year’s Day, Good Friday, Memorial Day, July 4, Labor Day, ThanksgivingDay, Friday after Thanksgiving Day, December 24, December 25, and December 31.Group II employees shall be granted holidays as follows: Labor Day, Thanksgiving Day,Friday after Thanksgiving Day, Christmas Day, New Year’s Day, Good Friday and MemorialDay.Group II employees who are assigned to work throughout the entire summer school sessionwill receive holiday pay for the 4 th of July. Holiday pay, in this case, will be based on thenumber of hours per day the employee is regularly scheduled to work during the summerschool session.To qualify for any holiday pay, employees must also work the scheduled work day precedingand the scheduled work day following the holiday unless otherwise excused though use ofpaid sick leave, emergency leave, vacation, personal day or leave previously scheduled underthe Family and Medical Leave Acts. Unless applied to the summer session, Group 1 andGroup II part-time employees shall receive holiday pay based on the position’s regularscheduled weekly hours divided by five for each holiday.Should a holiday occur on a weekend, District Administration shall determine what regularlyscheduled work day to observe the holiday to best meet the needs of district families andstakeholders.PERSONAL DAYAll Group I and Group II employees shall be entitled to one personal day. Personal Days willoccur once per fiscal year and will not accumulate. They must be scheduled with supervisorsas any other vacation day would be. For part time employees, the hours paid on that day shallbe equal to their regularly scheduled weekly hours divided by five.TAX-SHELTERED ANNUITIESUnder federal Internal Revenue Service regulations, any employee of a public school districtcan invest in tax-deferred annuity plans or deferred compensation plans approved by theDistrict. The District will deduct an employee's contribution from wages and send it to one ofa number of approved companies that the employee specifies. This benefit is designed forpersonal investing and does not represent an additional financial benefit that the Board ofEducation pays.27

The Plymouth School District is not responsible for personal business decisions made by theemployee in regards to tax deferred annuities.Employees with any questions regarding tax deferred annuities should contact the BusinessOffice.FLEX PLANSupport staff personnel are eligible to have tax exempt money withheld from their payroll tocover medical insurance, day care and/or medical fees and drugs not covered by insurance.Eligibility - any employee may be eligible to participate in the insurance premium, dependentcare, and health care reimbursement categories as of their first paycheck. Employees shall beresponsible and be required to repay the district overdrawn balances on calendar year benefitsshould they terminate employment prior to the end of any calendar year.The flex plan year runs from January 1st to December 31st.EMPLOYEE ASSISTANCE PROGRAM:The Board of Education recognizes that the behavioral-medical problems of alcoholism, otherdrug dependency and emotional illness are highly complex illnesses that can be successfullydiagnosed and treated.It is recognized that the social stigma often associated with alcoholism, other drugdependency and emotional illness has no factual basis. It is believed that an enlightenedpublic attitude and a realistic acceptance of these behavioral-medical problems as illnesseswill encourage employees who suspect that they may have such an illness, even in its earlystages, to take advantage of the diagnostic, counseling and treatment services available in theircommunities.The purpose of this policy is to assure that employees having any of these illnesses receive thesame careful consideration and offer of treatment that is presently extended to employeeshaving any other illnesses.It will be the responsibility of all management and supervisory personnel, in cooperation withemployee groups that procedures be followed which assure employees with behavioralmedicalproblems that their job security or promotional opportunities will not be jeopardizedby a request and/or referral for diagnosis and treatment.It is recognized that management and supervisory personnel do not have the professionalqualification to make any diagnosis or judgment as to whether or not an employee hasbehavioral-medical problems. Therefore, referral for diagnosis and treatment should be madeonly at the employee’s request and/or on the basis of unsatisfactory job performance.The Board of Education believes it is the responsibility of the employee to comply with thereferral for diagnosis and to cooperate with prescribed treatment. If the employee fails torespond to treatment, it is recommended that his/her case be handled in exactly the same waythat similar refusals or treatment failures are handled for all other illnesses.28

The confidential nature of the medical records of employees with behavioral-medicalproblems should be preserved in the same manner as all other medical records.Implementation of this policy should not require, or result in, any special regulations,privileges or exemptions from the standard administrative practices applicable to jobperformance requirements.An employee’s job performance may also be affected when a member of his/her family isafflicted with alcoholism, other drug dependency, or emotional problems. For this reason, thesame offer of assistance shall be extended through him/her to any member of his/herimmediate family.An employee or dependent(s) will receive sick leave benefits, financial benefits, and insurancecoverage provided under established employee benefit plans and/or Board Policies. TheBoard assumes no liability or obligation of any kind in connection with purchased insurancepolicies other than to pay its appropriate share of premiums.SUPPORT STAFF COMPENSATIONThe Board of Education shall review support staff compensation on an annual basis.Adjustments to the compensation of support staff employees shall take effect on the firstpayroll date of the ensuing fiscal year and shall remain in effect throughout the balance of thefiscal year unless otherwise negotiated.Support Staff Compensation shall be based on the attached Support Staff Salary Scheduleadopted by the Board of Education.The fiscal year for the school district shall be defined as the period from July 1 through June30 inclusive.JURY DUTY / WITNESS SERVICEEmployees who are required to serve on jury duty shall be paid the difference between theirjury duty pay, less mileage payments, and their normal pay. The employees shall submitproof of their jury duty check and receive the difference from the employer. Employees shallreport to work if released from jury duty when at least two hours remain in the scheduledworkday.Any employee subpoenaed as a witness as a result of employment shall be paid the differencebetween regular rate of pay and the witness pay, except if such subpoena is the result of alabor dispute involving a work stoppage, slowdown or strike.MILITARY LEAVELeaves of absence without pay shall be automatically granted all full time employees who arecalled or volunteer for military service, provided that application for re-employment is madewithin ninety (90) calendar days of discharge.An employee who is a member of a United States Military Reserve and who may be calledupon for reserve training shall be paid the differential between military reserve pay (not toexceed two (2) weeks) and regular earnings.29

LEAVE OF ABSENCEAny employee who wishes to be absent from employment for any reason other than sickleave, funeral, or any other reason specifically provided for in this agreement, must makeapplication for a leave of absence from the employer. Whenever possible, all requests forleaves shall be made in writing at least fifteen (15) calendar days prior to the start thereof.The employer shall determine whether or not justifiable reason exists for granting a leave ofabsence. All leaves will be granted without pay.SECTION VIPOST EMPLOYMENTLAYOFFIf a reduction of personnel or the elimination of a position is deemed necessary by thePlymouth School District, the employer shall act in the best interest of the school districtwithout regard to seniority or job classification. The district may ask for volunteers prior to alayoff decision. Employees on lay off shall cease to be eligible for benefits from thePlymouth School District immediately (except COBRA and continuation benefits as outlinedin law). The district shall continue its portion of any applicable insurance premiums throughthe end of the month of the last day worked by the employee. Laid off employees have noparticular right of recall except at the discretion of the School District and statute.TERMINATIONNOTICE OF RETIREMENT OR RESIGNATIONA written notice of resignation shall be filed with the Manager of Business Services at leastfifteen (15) days prior to the effective date of resignation. Such notice may be waived underextenuating circumstances.EXIT INTERVIEWSThe superintendent or designee will administer an exit interview survey with eachadministrator, faculty, or staff member who chooses to leave the District for otheremployment. The purpose of the exit interview survey is to gain information to improve theeducation of students, employment culture of the District, and the efficiency and productivityof District operations. The superintendent will maintain record of such surveys and a copywill be placed in the individual’s personnel file.DISASBILITY TERMINATIONAny employee who becomes disabled and is unable to resume the duties of their position forone year, shall effectively be terminated from the Plymouth School District. On that date, theemployee shall no longer be eligible to receive any paid health or dental premiums from theschool district. They may continue on such coverage under the COBRA and continuationlaws at their own cost as long as they remain legally eligible.30

SECTION VIIGRIEVANCE PROCEDUREPurpose: The purpose of this procedure is to provide the exclusive internal method forresolving grievances concerning discipline, termination, and workplace safety. A determinedeffort shall be made to settle any grievance at the lowest level possible in the grievanceprocedure.Definitions:Procedures:A. A grievance is defined as any dispute arising out of interpretation or applicationof Board of Education policy with regard to terminations, employee discipline, orworkplace safety.B. The term “day” means work days’ other than weekends and holidays.C. A grievant is a support staff employee.Step One: Within ten (10) days after facts upon which the grievance is based are known orshould have reasonably become known, the grievant shall arrange to meet with his/herimmediate supervisor. An effort must first be made to settle grievances by informaldiscussion between the grievant and the supervisor.If the matter is not satisfactorily resolved through informal discussion, the grievance shall bereduced to writing and submitted to the immediate supervisor within ten (10) days. Thewritten grievance shall state as clearly as possible the facts on which it is based, the issue orreason for the grievance, the persons involved, the requested remedy, and shall refer to anyapplicable Board policy(s). The immediate supervisor shall give a written answer within five(5) days of receipt of the grievance, with a copy to the district office.If there is an ongoing investigation related to the subject matter of the grievance, theimmediate supervisor shall have until ten days after completion of the investigation to answerthe grievance. If the matter cannot be resolved or if no answer is provided within ten daysafter completion of the investigation, the grievant(s) may file an appeal with theSuperintendent.If the grievant’s immediate supervisor is the Superintendent, the grievant shall skip Step Twoand proceed directly to Step Three if he/she is not satisfied with the response of his/herimmediate supervisor at Step One (or if no answer is provided in the above timeframe).Step Two: If the grievance is not satisfactorily resolved at Step One, it shall be submitted bythe grievant to the Superintendent within five (5) days after having received the answer inStep One. Within ten (10) days of receipt of the written grievance by the Superintendent,he/she or a designated representative of the Superintendent will meet with the grievant in aneffort to resolve the grievance. Within five (5) days after the meeting, the Superintendentshall respond to the grievance in writing.31

Step Three: If the response of the Superintendent at Step Two is not satisfactory, at therequest of the grievant, the grievance will be referred to an impartial hearing officer. Theimpartial hearing officer will be designated by the Superintendent in conformance with Boardof Education policy. Any costs assessed by the impartial hearing officer will be paid by theSchool District. The impartial hearing officer will convene such a hearing as the officerdeems necessary, and render a written decision on the grievance within thirty (30) days ofreceipt of the grievance. The time for decision may be extended by the impartial hearingofficer in response to a request by, or with the approval of the grievant.Step Four: If the decision in Step Three is not satisfactory to the grievant or the SchoolDistrict administration, the grievance may be submitted to the Board of Education by thegrievant or a school administrator, in writing, within ten (10) days of the decision of theimpartial hearing officer. Within twenty (20) days after presentation of the written grievanceto the Board of Education, a review of the decision of the impartial hearing officer, togetherwith any further written comment by the grievant and school administration, will beconducted by the Board during a closed session meeting. Within ten (10) days following theclosed session review, the Board will issue a final written decision.Any employee who has been notified of discharge may process the grievance commencing atStep Three.If the School District fails to give written notice within the time limits prescribed for any step,the employee may advance the grievance to the following step. Grievances not processed tothe next step by the grievant within the prescribed time limits, will be considered withdrawn.In the event of a conflict between the terms of this procedure and a provision within theindividual employment contract of the grievant (if he/she has an individual employmentcontract), the contract provisions will control.Grievant’s Right to Representation: Any grievant may be represented at all stages of thegrievance procedure by a representative of his/her own choosing, at his or her own expense.Consolidation of Grievances: Grievances of the same type, and with a similar factual basis,may be consolidated at the discretion of the Superintendent.APPENDIXSUPPORT STAFF POSITIONSThe provisions of this document shall apply to all Union (if any) and Non-Union SupportStaff Positions which are hired outside of a personal employment contract. Among these are:Current AFSCME Union Positions:Maintenance I, Maintenance I (HVAC Emphasis), Maintenance I (Electrical Emphasis)Maintenance IIGroundskeeper, Head Custodian of each building, Traveling Custodian/Maintenance,Custodian I, Custodian II32

Head Cook, Asst. Cook, Server/Cook, ServerBuilding Secretary, Secretary I, Secretary IITeacher Aide, Special Education Aide, Study Hall and Writing Lab Aide, High SchoolLibrary Aide, Playground and Lunch Room Supervision (proposed)Currently, the following positions are Group I, Benefitted:Head Building Custodian (5)Custodian I (7)Custodian II (2)Maintenance I (2)Traveling Custodian/Maintenance (1)Groundskeeper (1)Building Secretaries (2)Secretary I (2)Currently the following positions are Group I, Non Benefitted:Custodian II (4)Currently the following positions are Group II, Benefitted (with potential to become Group I)Teacher’s Aide / Special Ed Aide (15)Asst Cooks (6)Building Secretaries (2)Secretary I (3)Secretary II (1)Currently to following positions are Group II, non-benefittedTeacher’s Aide / Special Ed Aide (49)Servers , Server/Cooks (12)Secretary II (2)DISTRICT HEALTH AND WELLNESS INCENTIVE PROGRAMBeginning July 1, 2012, the premium share for support staff employees receiving healthinsurance benefits will be as follows:Single policy will be 12%+ $400 to be determinedFamily policy will be 12%+$800 to be determinedBy participating in health and wellness activities during the 2012-13 school year, an employeemay reduce the employee’s 2012-13 premium share with the following options:1. Completing the following activity will reduce the premium share by $400 for afamily plan and $200 for a single plan:Employee and spouse completing a biometric screening. (If only the employeeor only the spouse completes the screening, the premium reduction shall be$100 for a family plan in each of two years; Spouse will be required to pay costof screening.)33

Employee and spouse completing a health risk assessment. (If only theemployee or only the spouse completes assessment, the premium reductionshall be $200 for a family plan in each year.)2. Completing one of the following will reduce the premium share by $200 for afamily plan and $100 for a single plan. If both are completed, the premium sharewill be reduced by $200 for a family plan and $100 for a single plan:Employee participating in a minimum of three health education seminars.3. An employee may select one of the following five to reduce the premium share anadditional $200 for a family plan and $100 for a single plan:Participate in at least one wellness activity (Weight Watchers, Lighten UpWisconsin, spinning classes, yoga classes, walking program, etc.)Accumulate a total of 30 minutes of moderate-intensity physical activity atleast three times per week, on average.Complete a care management and/or personal support and advising program, ifappropriate.Enter an approved smoking cessation program.Complete an exercise program as prescribed by a physician unless excused bya physician.Employees who do not receive health insurance benefits from the District are eligible andencouraged to participate in the health and wellness activities offered through this program.Approved Payroll DeductionsDistrict approved tax sheltered annuities, deferred compensation or Roth Plans: Northern Life Insurance (ING) Thrivent Financial Life Wisconsin Educator’s Association Trust State of Wisconsin Deferred Compensation ProgramInsurance premiums on plans offered by the District: Humana Health Insurance Humana Dental Insurance Minnesota Mutual Life InsuranceApproved charitable deductions: United Way34