Support Staff Employment Handbook - Plymouth School District

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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
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 and 10: Purposes: The purpose of these work
Page 11 and 12: PAYROLL AND EMPLOYMENT FORMSEmploym
Page 13 and 14: ON THE JOB TRAININGInservice traini
Page 15 and 16: An employee shall be allowed a reas
Page 17: K. Exercising good judgment in deal
Page 21 and 22: the illegal use of drugs including
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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