GOLDEN VALLEY CHARTER SCHOOL OF SACRAMENTO ORANGEVALE, CALIFORNIA

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1 GOLDEN VALLEY CHARTER SCHOOL OF SACRAMENTO ORANGEVALE, CALIFORNIA Definition of terms: CERTIFICATED AND CLASSIFIED PERSONNEL POLICIES (Approved by the Board of Trustees ) Classified Personnel - those who do not hold certificated positions requiring a credential at GVCS. Certificated Personnel - those who hold certificated positions requiring a credential at GVCS. Scope These policies apply to all employees - Both certificated and classified; that is, those who hold certificated and classified positions at Golden Valley Charter School (GVCS). Policy Approvals All personnel and contract issues are approved by the GVCS Board of Trustees (BOT, Board). Requirements for Employment L icenses, C er tifications, B onding and/or T esting Licenses, certifications, bonding or testing may be required as described in the job description for each position. Certification The appropriate credential is required for all certificated positions. All "core" Class Teachers shall be certified by the California Commission on Teacher Credentialing (CCTC) with an Intern Credential or better which requires a baccalaureate, passing CSET, and enrollment in an accredited credential program at the employee s expense. Non-core, or Subject and Waldorf Specialists, are not required to hold California State credentials but must demonstrate subject knowledge and /or experience as well as the ability to work well with children. Substitute teachers must meet the criteria established with the CCTC. They must hold at least a 30-day Substitute Teaching Permit or may be fully credentialed. Certificated and Classified Personnel Policy 1 of 9

2 Continuing Education and Professional Growth Planning All classified staff is expected to keep their professional training and knowledge current through ongoing educational courses and workshops in order to perform the job duties as outlined in their position s job description. Each employee will develop annual Performance Goals and Objectives, and submit them to the Principal by October 31, to identify in which areas continued training and study would be most beneficial. All Class Teachers and Kindergarten Specialists are expected to keep their professional training and knowledge current through ongoing educational courses and workshops. Each employee will develop annual Performance Goals and Objectives, and submit them to the Principal by October 31, to identify in which areas continued training and study would be most beneficial. Teachers will be trained (or will be in the process of becoming so) to teach the curriculum as outlined by the Board which supports the vision and mission of the school. Tuberculosis Test Before the first day of employment, all employees must have a tuberculosis test on file at GVCS. Education Code requires new employees to provide a properly signed certification of a negative TB test taken within the last 60 days. Transfer of certification done within the past four years with another school district is acceptable. The cost of obtaining such certification is the sole responsibility of the new employee. Existing employees must, at their own cost, provide evidence that negative TB results are current (within four years). Fingerprinting All employees must be cleared through a Livescan process. This is done through submission of fingerprints to the Department of Justice and Federal Bureau of Investigation (when applicable) for the purpose of obtaining a criminal record summary as required by California State law. Such fingerprints must be submitted and the criminal record summary received prior to employment. The cost of fingerprinting will be covered by GVCS. CPR and First Aid All employees are encouraged to have valid and current CPR/First Aid certification. If in the job description certification is required, the school will arrange and pay for this training. Employee Professional Conduct Employees are expected to conduct themselves at all times in a manner consistent with the highest standards of personal character and professionalism - with children, parents, prospective parents, co-workers, and the community. This includes but is not limited to: attendance on field trips, during open public meetings, during staff meetings, while representing the school or themselves as a school employee during and after contracted hours whether on or off school campus. Certificated and Classified Personnel Policy 2 of 9

3 Drug and Alcohol Abuse The possession, use, delivery, transfer or sale of alcoholic beverages or controlled substances by faculty or staff, while at school or school-sponsored events, unless alcohol is served at the event, is expressly forbidden. Attending school or school-sponsored events while intoxicated is expressly forbidden. Contract Specifics Note Employees will not be paid for work prior to their contracted date of employment. Salary and Payroll Salary schedules are approved by the Board. All staff is paid monthly, paychecks are distributed at the end of the month, and direct deposit is available to all contracted staff. Teachers are paid over an eleven-month period starting August 31 commencing with the August payroll. Employee personnel documentation must be received by the 10th of the month in which payroll is to be received including, but not limited to the first month of employment. Employees who submit paperwork after the 10th will be paid retroactively the following month. Degrees used in salary placement must be granted by regionally or nationally accredited institutions or by an AWSNA approved institution and must be on file with the school. Transcripts must be provided by the employee, as they are used to calculate salary step on the GVCS Salary Schedule. At-Will Contracts At-Will contracts will be offered to all classified staff other than the Principal. Fixed-Term Contracts Certificated staff will be offered Fixed-Term contracts. Holiday Pay Classified staff other than Subject Specialists will be offered ten (10) paid holidays per year. Teachers and Subject Specialists do not receive holiday pay. Labor Relations The Charter School shall be deemed the exclusive public school employer of the employees of the charter school for the purposes of the Educational Employment Relations Act ( EERA ). The charter school recognizes the employees rights under the EERA provisions to organize for collective bargaining. Hourly Contractors Persons hired for a contracted service on an hourly basis will have no contractual obligations. They are not considered employees of GVCS. Certificated and Classified Personnel Policy 3 of 9

4 Subject Specialist Contracts The Principal hires Subject Specialists. Subject Specialists are offered At-Will contracts. Fingerprints are required for all Subject Specialists prior to the first day of employment. Contract terms and conditions can only be changed by mutual agreement of the employee and GVCS with the approval of the Principal. If the change is a material change in income that exceeds the Board policy regarding budget adjustment limits, the change must have Board approval. Returning Status Classified employees are notified by no later than status for the following year. May April 15 of each year regarding their employment Certificated employees are notified by no later than April 15 of each year regarding their employment status for the following year. End of Contract/Non-Renewal of Contract For employees at the end of a contract: The Board may choose to offer a continuing contract based upon recommendation of the Principal. The Board may choose not to renew a contract for any reason. In the case of non-renewal, written notice must be given to the employee within 10 working days. Notwithstanding any provision of these or any other policies, the provisions of any contract supersede and take precedence over such policies. Punctuality and Attendance Hours Every employee is required to work the number of days outlined in their employee contract and job description. Certificated Class Teachers and Kindergarten Specialists must work all required instructional minutes as approved by the Board unless they are using their personal leave. Core Class teachers are expected to be present at the school from 15 minutes prior to the beginning of the normal school day to 15 minutes after the normal school day, unless the Principal approves other arrangements. Non-compliance with scheduled work hours may be cause for dismissal or placement of the employee on probationary status. After School Hours Classified employees will be compensated for additional hours with the approval of the Business Manager or Principal. Classified employees are encouraged to attend school functions and events that take place after school hours; however, as attendance at these events is not required, no payment is provided. Certificated and Classified Personnel Policy 4 of 9

5 Certificated Teachers and Kindergarten Specialists are required to participate in programs related to their professional duties that may be held outside school hours. These days include teacher in-service sessions conducted within contracted days, staff meetings, parent-teacher-student conferences, class-specific events such as dances and fieldtrips, three parent evening class meetings per year, school festivals and graduation. Teachers are encouraged to attend school functions and events that take place after school hours; however, as attendance at these events is not required, no payment is provided. Teachers are required to attend weekly faculty meetings. Teachers and Subject Specialists who have committed to training must attend a percentage of classes held within their contracted hours in order to receive full pay. Teachers are required to perform yard duty and other adjunct duties as directed, before, after and during the school day. Absence from Contracted Duties Any employee who is unable to report for work on any particular contracted day must notify the Human Resources Department. If an employee fails to report to work without notification to the Human Resources Department, the school may consider that employee has abandoned his/her employment and has voluntarily terminated the employment. In such cases, GVCS must provide notice to the employee of the decision, and the employee may file a grievance pursuant to the GVCS Grievance policy. Employees that are absent for more than ten (10) consecutive working days must, upon their return to work, provide GVCS with a physician s statement certifying that the employee is able to return to work. Securing Substitutes All employees must notify the Human Resources Department by when they will be absent from their duties. The Human Resources Department will obtain a substitute if necessary, unless other arrangements have been made with the employee. For absences occurring with less than twenty four (24) hours notice, the employee must contact the Principal by both and phone in addition to the Human Resources Department. It is the employee s responsibility to ensure confirmation of their need for coverage. Absence for Professional Growth Employees must receive approval from their supervisor prior to the employee s absence during contracted hours for professional growth. The employee must still contact the Human Resources Department to obtain a substitute. Health and Welfare Benefits Health Benefits Employees working 30 or more hours per week receive a Board determined credit towards medical, dental, vision and life insurance. If full-time status is established after the first day of the teacher s contract, benefits will be pro-rated. This is subject to change based on budgetary factors. No staff member will receive paid benefits beyond the term of employment. No employee will receive cash in lieu of benefits. Benefits are prorated based on FTE and date of hire. All employees receiving benefits will be eligible to continue coverage upon separation through COBRA should they elect to do so. Certificated and Classified Personnel Policy 5 of 9

6 Disability Insurance Disability insurance coverage is provided. Employees pay for coverage through a payroll deduction. Insurance coverage begins seven (7) days after illness or injury begins. Personal leave may be used prior to coverage. Retirement Benefits Classified Employees: GVCS will make the required employer contribution to the Federal Social Security Program and if the employee is eligible, to the Public Employees Retirement System (PERS). Certificated Employees: GVCS will make the required employer contribution to both the State Teachers Retirement System (STRS), and if applicable, to PERS as well. When an employee is an existing member of one or more retirement systems, they will be given the opportunity to elect coverage in both pending regulations. Questions regarding regulations must be directed to the Human Resources Department. Worker s Compensation GVCS provides Workman s Compensation coverage as required by law. Confidential Personnel Files The GVCS Human Resources Department maintains a confidential official personnel file for each employee. These files contain evaluation documents. The Human Resources Department maintains other employmentrelated documents and correspondence. All formal and evaluation-related documents placed in the personnel file must be signed by the Principal. Employees must schedule an appointment with Human Resources should they wish to view their file. Certain documents, pertaining to information regarding pre-employment, are confidential and may not be viewed by employees. Leave Personal Leave Personal leave is available to employees to provide for full salary and benefits for absences due to personal illness, injury that prevents the employee from working, or for personal necessity or as outlined in the California Family Rights Act. Personal leave pay may be drawn in half or full days. The Principal must approve all leave requests greater than ten (10) days and may require an employee to verify the claimed reason for any absence in that circumstance. Classified employees (other than Subject Specialists): Ten (10) days of personal leave per school year, to be pro-rated if hired after the school year begins. One day per calendar month will be granted if pro-rated. Certificated employees: Ten (10) days of personal leave per school year, to be pro-rated if hired after the school year begins. One day per calendar month will be granted if pro-rated. Subject Specialists: Three (3) paid days per year regardless of classes held per day. Certificated and Classified Personnel Policy 6 of 9

7 Bereavement Leave All Full-Time employees working thirty (30) hours or more will be granted three (3) days of Bereavement leave for the death of family members. Family members are considered to be parents, children, spouse, siblings, grand-parents, and parents/grandparents in-law. Personal Leave Carryover Four (4) days of unused personal leave may be accumulated each year up to twenty (20) days in the first five years of employment with GVCS. An additional 2 days may be accumulated each year thereafter up to a maximum of thirty (30) days. All current balances accumulated as of April 30, 2008 for existing employees will be grandfathered. Any employee who is grandfathered 30 or more days is ineligible for accumulating any additional leave carryover days. Personal leave may not be cashed out when an employee leaves the school or if he/she is terminated. New employees may not transfer accumulated sick/personal leave from another school or district. Leave will be calculated as creditable time as allowable in either retirement system. Family Medical Leave Act (FMLA) / Maternity (and Paternity) Leave When an employee has worked for GVCS for 1250 hours within a twelve (12) month period, they qualify for coverage under the FMLA. Qualified employees will receive up to a total of 12 work weeks of unpaid leave during any 12-month period for one or more of the following reasons: for the birth and care of the newborn child of the employee; for placement with the employee of a son or daughter for adoption or foster care; to care for an immediate family member (spouse, child, or parent) with a serious health condition; or to take medical leave when the employee is unable to work because of a serious health condition. Accrued personal leave may be applied before FMLA begins. In addition, Maternity/Paternity Leave is offered at GVCS. Classified employees: Once accrued personal leave hours are used, employees will be paid the difference between the substitute rate and their daily rate for a total leave time of 12 weeks. Certificated employees: Once accrued personal leave hours are used, employees will be paid the difference between the long-term substitute rate and their daily rate for a total leave time of 12 weeks. Subject Specialists will not receive additional leave over and above their three personal days. Jury Duty GVCS will provide paid time-off up to five (5) days for jury duty or to appear as a witness in court (other than as a litigant or for reasons brought about through the misconduct of the employee). The employee shall reimburse GVCS the total monies received for jury duty, less mileage reimbursement, for any days the employee received pay from GVCS. Certificated and Classified Personnel Policy 7 of 9

8 Comp Time The Human Resources Department must approve the use of compensatory time. Compensatory time must be tracked through this department as well. Layoff, Resignation, Suspension and Dismissal Layoff Layoff may result from budget reduction, program change, decreased student enrollment, financial emergency or other factors as determined by the Board and as outlined in the employee contract. Resignation In the event an employee finds it necessary to resign during the school year, he/she shall give written notice to the Principal and the Board as soon as possible at least 15 working days before the effective date of resignation. Employees should refer to their employment contract for any specific stipulations. Suspension and Dismissal The Board may suspend or terminate the employment of any employee at the recommendation of the Principal when the employee has failed to demonstrate the qualities or fulfill the duties and responsibilities outlined in the job description and/or employment contract if other good cause exists. See contract specifics and the teacher evaluation process. An employee will be given 24 hours notice if their employment status will be discussed at a Board meeting. The employee may address the Board during the public comment period if s/he chooses. The employee may be placed on administrative leave with pay at the discretion of the Principal until further action is taken. In the case of serious or illegal offenses, the Board or Principal may impose immediate suspension without pay. See contract specifics as this policy does not supersede contract terms and conditions. Complaint against Employee The discussion, examination of witnesses and any ensuing actions that result from a complaint which is brought against an employee are closed session matters and are put on the agenda as such. Such complaints do not include negative comments in a performance evaluation. Should the employee choose to have the complaint heard in open session, they must give 24 hour written notice to the Board. Dispute Procedure In the event of a dispute involving employment or the implementation of the personnel policies, and after a sincere effort with the Principal to thoroughly resolve the dispute has failed, an employee may submit their complaint following the procedures in the GVCS Grievance Policy. Any grievances expressed to individual Board members shall be referred to the Principal for review. Exit Interview All employees will be requested to complete an exit interview upon receipt of their resignation notice. The employee may elect to complete the form and mail it in rather than conduct an interview in-person. Certificated and Classified Personnel Policy 8 of 9

9 Non-discrimination Golden Valley Charter School shall not discriminate against any employee on the basis of actual or perceived sex, sexual orientation, ethnic group identification, race, ancestry, national origin, religion, age, gender, color or physical or mental disability, or any other basis prohibited by law. Any employee who has been the subject of discrimination or harassment may bring questions, concerns, and/or complaints to either the Principal or the Chair of the Board of Trustees. This policy supersedes all previous policies related to personnel policies for certificated personnel. This policy is part of the Employee Handbook, GVCS School Policies & Procedures binder and Personnel Policies & Procedure binder in the business office. G olden V alley C har ter School shall not discr iminate against any employee on the basis of actual or perceived sex, sexual orientation, ethnic group identification, race, ancestry, national origin, religion, age, gender, color or physical or mental disability, or any other basis prohibited by law. Certificated and Classified Personnel Policy 9 of 9