Support Staff Employment Handbook - Plymouth School District

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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
Page 1 and 2: Support Staff Employment HandbookJu
Page 3 and 4: Inclement Weather Days 18 Banking H
Page 5 and 6: EMPLOYEE HANDBOOK PROVISIONSThe ter
Page 7 and 8: QUALIFICATIONSThe Board of Educatio
Page 9: Purposes: The purpose of these work
Page 13 and 14: ON THE JOB TRAININGInservice traini
Page 15 and 16: An employee shall be allowed a reas
Page 17 and 18: K. Exercising good judgment in deal
Page 19 and 20: C. Federal and State Family and Med
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Page 23 and 24: document. Type II annual work year
Page 25 and 26: Support staff employees must report
Page 27 and 28: Vacation shall not be “paid out
Page 29 and 30: The confidential nature of the medi
Page 31 and 32: SECTION VIIGRIEVANCE PROCEDUREPurpo
Page 33 and 34: Head Cook, Asst. Cook, Server/Cook,

Support Staff Employment Handbook - Plymouth School District

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