Support Staff Employment Handbook - Plymouth School District

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