Support Staff Employment Handbook - Plymouth School District

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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 Grievances not processed tothe next step by the grievant within the prescribed time limits, will be considered withdrawn.In the event of a conflict between the terms of this procedure and a provision within theindividual employment contract of the grievant (if he/she has an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
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 and 18: K. Exercising good judgment in deal
Page 19 and 20: C. Federal and State Family and Med
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: SECTION VIIGRIEVANCE PROCEDUREPurpo

Support Staff Employment Handbook - Plymouth School District

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