Non Certified Staff Employee Handbook

Transcription

1 Non Certified Staff Employee Handbook

2 Employee Handbook Disclaimer I hereby acknowledge receipt of this Employee Handbook. This Handbook contains important information about my employment, and I understand and agree that it is my continuing responsibility to read, understand, and abide by its contents. I understand and agree that the information, policies, procedures, and benefits described herein are subject to change at any time. I also understand and agree that this Handbook is not an employment contract for any period of employment or for a continuing employment, and that my employment may be terminated in accordance with applicable laws. I have read, understand, and agree to all of the foregoing statements. Application of Handbook Except where a specific provision has been collectively bargained governing the employment relationship, all employees of the District shall be governed by this handbook, Board policies, and administrative procedures, rules, and directives. It is the practice of the District to comply with all applicable laws with respect to payment of wages and benefits to employees, and employment, evaluation, discipline, and discharge of employees. Employee Wage Payment Employees shall be compensated in the amounts and at the times specified in their contracts of employment. Payroll Payments Non-certified employees will be paid from the 11 th of the month through the 10 th of the next month. Each employee is responsible for getting timesheet/hours worked submitted to supervisor for approval no later than the 10 th of the month. Employee must get PRIOR approval from supervisor before working overtime. Employees will be paid in equal installments on the 20th of each month for their contracted hours. (Exception: When a pay date falls on or during a school holiday, vacation or weekend, employees shall receive their pay on the last previous working day.) Pay will be deposited directly into the employee s bank account; no paychecks will be distributed. Employees shall receive their direct deposit pay information electronically via . During the summer, employees have the option of their direct deposit pay information being mailed instead of sent electronically. Employees will be paid over 12 months unless other arrangements have been made with business office prior to 1 st day of school. Employee Benefits 9-month hourly PT employees (less than 30 hours/week):

3 9-month hourly FT employees (30 hours/week or more): Contribution toward major medical health coverage - $480/month $10,000 life insurance and long-term disability benefits Voluntary participation in dental, vision, additional life insurance, and medical/ dependent Flex plans 12-month hourly PT employees (less than 30 hours/week): 12-month hourly FT employees (30 hours/week or more): Contribution toward major medical health coverage single coverage, $2000 deductible Voluntary participation in dental, vision, additional life insurance, and medical/ dependent Flex plans $10,000 life insurance and long-term disability benefits 8 paid holidays (days listed below) 2 weeks paid vacation leave. 3 weeks after 5 years of employment. No carryover from one year to next. No compensation for unused vacation leave. 12-month salaried (exempt) FT employees:

4 Contribution toward major medical health coverage individually negotiated $10,000 life insurance and long-term disability benefits Voluntary participation in dental, vision, additional life insurance, and medical/ dependent Flex plans 8 paid holidays (days listed below) 3 weeks paid vacation leave; 4 weeks after 5 years of employment. One week of vacation leave can be carried over from one year to next, for a maximum of two weeks. Per Diem compensation for unused vacation days upon resignation from district. Paid Holidays for 12-month Full Time Employees: Christmas New Year s Day 4 th of July Labor Day Memorial Day Thanksgiving Day 2 floating holidays Leave Requests Each employee must fill out the appropriate leave form two (2) weeks in advance and get permission from his/her supervisor prior to leaving whenever possible, with the exception of sick leave. Employee should work directly with supervisor to make leave arrangements if two weeks advance notice isn t possible when faced with an urgent or unexpected situation. Remaining leave balances will be printed on your monthly pay stub. It is your responsibility to make sure you have a positive leave balance available prior to requesting time off. If there is no leave balance available, the time off will be without pay. Employees requesting to take unpaid leave also must get prior approval from both his/her supervisor and the superintendent. The supervisor has the right to deny a leave request if the leave would have a negative impact on the work situation or education of students. All leaves are to be requested in ½ day or full-day increments. For those employees contracted for less than a full day, a ½ day would be equivalent to ½ the total hours contracted per day (Example: In a 5 hour/day contract, a ½ day leave would be 2 ½ hours). A full day leave would be equivalent to the total hours contracted per day. Absences without Pay Absences without pay may be authorized for an employee at the superintendent s discretion. The employee shall make written application at least three (3) school days in advance of the date of absence. In emergency situations, shorter notice may be acceptable. Admissions/Extra Duty There are no free admissions for anyone to school events where admissions are being charged. All passes can/will be earned through helping with extra duties. Passes will be distributed to those who have earned them. Be sure to have your pass with you when you come to games no free admission will be given without your pass. There will be an increased number of people working gates and they may not be familiar with who everyone is.

5 Non-Certified Staff - 3 duties = 1 pass. For every 3 extra duties worked, you can earn a pass for others in your household. *If you have a conflict with a duty, it is the staff member s responsibility to find a replacement and notify the athletic director. No shows can create a lot of problems and will be charged $25. Transfer of Employees Employees may be transferred to other positions within the District. During the school year, noncertified staff vacancies will be publicized to the staff by posting written notice on a bulletin board in the staff workroom in each building and on the website. During summer months and vacation periods, staff vacancies will be publicized on the district website. Whenever possible, the position will be posted for 10 days prior to filling the vacancy. This timeline may be abbreviated to accommodate immediate staffing needs. A staff member interested in transferring to an open position needs to submit written request to the district office. All written requests will be taken into consideration. Administration will make all transfer and hiring decisions based on the applicant whose skills and abilities most closely align with the job requirements. During the school year, the district retains the right to involuntarily transfer an employee into another position immediately based on unforeseen changes in staffing needs. The principal or director will inform the affected staff member in person as soon as possible about the change of assignment. At the end of each school year, the administrative team will determine staff assignments for the next school year based on anticipated needs for each program or area. Contracts will be mailed out to eligible staff after staffing needs are identified. Evaluation of Employees All employees shall be subject to ongoing evaluation of their job performance. Reduction and Realignment of Employees At times it may become necessary to make a reduction in non-certified staff positions due to financial constraints, declining enrollment, or changing program needs. When reductions are required, administration will make every effort to retain the most competent and qualified staff available in the interest of providing the highest quality education system for students. Administration shall base its decision on contract renewals using the following criteria in order of consideration: 1. Job performance, successful work experience, skills, abilities 2. Current job assignment 3. Years of continuous employment in district An employee s annual contract may be terminated by either party by giving 30 days written notice. The district retains the right to terminate an employee s contract immediately for proper cause. Any employee who resigns or is terminated for any reason does not have recall rights to future vacancies. The employee has the option of applying for vacancies as they become available

6 through the district application process. Hiring decisions will be made based on the applicant whose skills and abilities most closely align with the job requirements. Discipline and Discharge All employees shall perform their assigned duties cooperatively and competently and in accordance with District policies, rules, regulations, and directives. All employees are also expected to obey the laws, to adhere to professional ethics, and to abstain from behavior which adversely affects their job performance or the performance of others. Employees may be subject to disciplinary sanctions for circumstances which include, but are not limited to, failure to meet performance expectations, neglect of duties, breach of expected behavior, insubordination, and/or other failure to comply with Board policy and rules or applicable laws. Disciplinary sanctions which may be imposed include, but are not limited to, verbal or written warnings or reprimands, disciplinary probation, disciplinary reassignment, disciplinary suspensions, and/or discharge from employment. The nature and duration of the disciplinary sanction shall depend upon the seriousness of the offense and any extenuating or exacerbating circumstances. Non-certified employees may be terminated immediately for cause or at any time by giving 30 days written notice. Health and Safety Employees may be required to submit to a post-offer, pre-employment medical examination and such other examinations required or authorized by law, at the cost of the District. The District may discharge an employee determined to be unfit to perform the duties assigned in accordance with law. The District shall make reasonable provisions for the health and safety of employees while performing services related to employment. Employees are encouraged to be alert for unsafe conditions/practices and to report them immediately to the appropriate supervisor or principal. Employees shall abide by and help enforce District health and safety rules. Employees will be held responsible for the reasonable use and care of materials, equipment and devices provided to them. An employee who, within the scope of his/her employment, is injured by the actions of a student shall immediately report the injury to the supervisor or principal. The District shall reimburse employees for the reasonable cost of personal items (i.e. watch, glasses, or articles of clothing) damaged or destroyed in an assault of the employee. Employee Grievances Employees shall follow the complaint procedures set forth below. First Step: An attempt shall be made to resolve any grievance in informal verbal discussion between complainant and his or her principal. Second Step: If the grievance cannot be resolved informally, the aggrieved employee shall file a grievance in writing, and, at a mutually agreeable time, discuss the matter with the principal. The written grievance shall state the nature of the grievance, shall note the specific clause or clauses

7 of the contract alleged violated, and shall state the remedy requested. The filing of the formal, written grievance at the second step shall be within ten (10) school days from the date of the occurrence of the event giving rise to the grievance. The principal shall make a decision on the grievance and communicate it in writing to the employee and the superintendent within ten (10) school days after receipt of the grievance. Third Step: In the event a grievance has not been satisfactorily resolved at the second step, the aggrieved employee shall file within five (5) school days of the principal's written decision at the second step, a copy of the grievance with the superintendent. Within five (5) school days after such written grievance is filed, the aggrieved and the superintendent or his/her designee shall meet to resolve the grievance. The superintendent or his/her designee shall file an answer within ten (10) school days of the third step grievance meeting and communicate it in writing to the employee and the principal. The decision of the superintendent or his/her designee shall be final. Whenever a grievance has been filed at such a time that it cannot be processed through all the steps of the procedure herein so as to be resolved by the end of the school year or occurs during the summer, all grievance procedure time lines referring to school days will revert to calendar days excluding Saturdays, Sundays, and holidays until the grievance if fully processed or school commences. Lunch Period All hourly employees working 6 or more hours per day are required to take an unpaid lunch break (Wage/Labor regulations). The only exception is when a paraeducator must eat with his/her students to supervise and time is not available for a duty-free lunch. In this situation, the employee will be paid during the lunch period and be provided lunch free of charge. Overtime/ Comp Work Time Any employee who feels he/she may need to work extended hours beyond hours listed on his/her contract, which would generate additional pay, must get PRIOR approval from his/her supervisor. This includes overtime hours beyond 40, which necessitates paying the individual time-and-a-half pay rate. Wage/Labor regulations stipulate that any employee taking vacation hours during a week cannot be paid overtime unless the actual work hours exceed 40 hours within that week. These regulations also prohibit employees from banking hours in one week as comp time for hours missed in another week. All compensation for time missed must be done within the same workweek. For those needing to take time off in a week, employees should use personal or vacation days, if available, for this purpose. Otherwise, the employee needs to request unpaid leave, with the next pay period reflecting the reduced hours worked.