Employee Handbook. Board Approved: August 21, 2017

Transcription

1 Employee Handbook Board Approved: August 21, 2017 Board Approved: January 15, 2018

2 EMPLOYEE HANDBOOK Table of Contents Contents Page Table of Contents 2-3 Preamble 4 Work Day Length/ Expectations 4-6 Normal Hours of Work Administratively Called Meetings Attendance at School Events Emergency School Closures School Calendar Assignments, Transfers, Vacancies 6 Supervision, Evaluation and Feedback 7 Professional Development 7-8 Training & Strategic Planning New District Employees Leave 8-11 Sick Funeral Personal-Business Jury Duty Family Medical Leave Act (FMLA) Compensation New District Employees Existing Employees Additional Compensation Options Installments Insurance Benefits Eligibility Medical Insurance Dental Insurance Long Term Disability Flexible Spending Account Salary Deferrals Tax Shelter Annuities (TSA) Short-Term Disability Wisconsin Retirement System (WRS) Contributions Retirement Benefits 14 Eligibility Benefits Notice to the District 2

3 Management Rights 16 General Employment Practices and Expectations District Expectations Accident Reporting Attendance Child Abuse Reporting Collaboration and Teamwork Confidentiality Criminal Record Reporting for Active Teachers District Property Drug-Free Work Place Discrimination & Harassment Prohibited Investigations License/Certification Political Activity Reporting Child Abuse/Neglect Staff Conduct Telecommunications Acceptable Use by Staff Limited Electronic Communication with Students Personal Use of Electronic Media Workplace Safety Meal Reimbursement Grievance Procedure Non-Renewal, Discipline, & Termination 31 Standard for Employee Discipline & Termination Representation Disciplinary Materials Release from Contract Seniority 32 Co-Curricular Activities Appendix A: Professional Staff Salary Schedule 36 Appendix B: Support Staff Salary Schedule 37 Appendix C: FMLA Employee Rights 38 Appendix D: District Contacts 39 Appendix E: District Calendar 40 Acknowledgement 41 3

4 Adopted: 8/2017 School District of Prairie Farm Preamble This Employee Handbook is intended to provide employees with information regarding policies, procedures, ethics, expectations and standards of the District; however, this Handbook should not be considered inclusive. It is important that each employee is aware of the policies and procedures related to his/her position. The rights and obligations of all employees are governed by all applicable laws and regulations, including, but not limited by enumeration to the following: federal laws and regulations, the laws of the State of Wisconsin, Wisconsin State Administrative Code and the policies of the Prairie Farm School Board. The District reserves the right to modify, change, add to or delete provisions of this Handbook at its sole discretion. Work Day Length/ Expectations Normal Hours of Work: Professional Staff: Teachers are professionals as defined by the Federal Fair Labor Standards Act and Wisconsin Statutes. Although professionals work is not limited to any specified number of hours or days per week, the typical hours of work for full-time teachers will be at least 40 hours a week. A duty-free thirty (30) minute lunch period will be provided to full-time teachers. The teacher work day shall be begin at 7:40 a.m. and end at 3:40 p.m.work beyond 40 hours in a week (including attendance at administratively required meetings or events) will not result in additional compensation above regular salaries unless specifically approved in writing by action of the Board or by the superintendent or his/her designee. Adequate preparatory time will be provided at the discretion of the administration. Flex time is available in some cases for staff who are required by administration to attend certain meetings (RtI Committee, Curriculum Committee, etc.) that extend beyond the school day. All flex time must be approved by administration prior to accrual and use. Employees will be allowed to roll over four hours of flex time to the following school year. Support Staff: Support staff members are generally classified as hourly employees and will be compensated based on the number of hours worked. Any hours worked over 40 per week will be paid at time and a half and must have prior administrative approval. Support staff positions exist in several different formats: Twelve Month Full-Time: A twelve month full-time employee is hereby defined as an employee who normally works at least 1800 hours for twelve months. Twelve Month Part-Time: A twelve month part-time employee is hereby defined as an employee who normally works less than 40 hours per week for twelve months. 4

5 School Year Full-Time: A school year full-time employee is hereby defined as an employee who normally works at least 40 hours per week during the school year. Secretaries will work teacher in-service days if requested by management and up to an additional two (2) weeks prior to and up to two (2) weeks after the regular school year. School Year Part-Time: A school year part-time employee is hereby defined as an employee who normally works less than 40 hours per week during the school year. Normal Work Week: The normal work week for all twelve month full-time and school year full-time employees shall consist of forty (40) hours. Breaks: All full-time employees shall have an unpaid lunch period of a minimum of onehalf hour (the timing of which shall be designated by the District). In addition, all twelve month full-time and school year full-time employees shall have two paid 15-minute breaks (timing designated by the District) each workday. One break shall be scheduled in the first half of the shift and the other break shall be scheduled in the second half of the shift. Full year and school year part-time employees who work at least four (4) consecutive hours shall be entitled to a 15-minute paid break. In the event a break is interrupted because of operational needs, the break shall be rescheduled. Food service employees shall receive a paid lunch break. The present practice regarding the timings of lunch periods and breaks during employees shifts will be continued, i.e., staggered for coverage purposes. Hourly Employees and the District, an employee may substitute compensatory time at the rate of one and one-half (1 1/2) hours for every hour worked as overtime for the District. Compensatory time shall not accumulate above forty (40) hours at any one time. All compensatory time shall be approved by the School District (supervisor and district administrator) in advance. Compensatory time must be used within the same fiscal year. Work performed on the following holidays shall be compensated at double (2x) the employee s regular wage rate [Holidays include: Labor Day, Thanksgiving Day, Day after Thanksgiving Day, Christmas Eve, Christmas Day, New Year s Day, Good Friday, Memorial Day, and the Fourth of July.] Work performed on a Sunday shall be compensated at time and a half (1.5x) the employee s regular wage rate. Such work shall require approval of the District Administrator. Work may be approved by type of work (examples: snow plowing and boiler checks) and not require approval for each instance in which the work is performed. Administratively Called Meetings: Staff members are required to attend all mandatory, administratively called meetings, including staff meetings (typically teachers only). Administratively called meetings may begin before the normal workday begins or go later than the end of the normal workday (without additional compensation). The administration shall attempt to provide reasonable notice of all such meetings. In most cases, attendance at administratively called meetings is not eligible for flex time. Attendance at School Events: Teachers and on occasion support staff are required to attend mandatory, administratively required school events as the events relate to classroom, co- 5

6 curricular, or extra-curricular responsibilities. These events may include, but are not limited to, an open house, music program, art show and/or other District or building events that occur after the normal workday (without additional compensation for salaried employees). Administration shall attempt to provide reasonable notice of all such events. Employees who have a cocurricular conflict, pre-approved coursework, or an administratively approved reason for absence may be excused at the discretion of the Superintendent or his/her designee. Such conflict should be communicated to the administrator as soon as possible before the date of the school event. Emergency School Closures: In the event the District is closed or an individual building(s) is closed, full or partial day closures may be made up at the discretion of the District. The District shall, at a minimum, make up all days/hours necessary to guarantee the receipt of state aids or necessary to meet the minimum annual school year requirements (days and hours) of the State of Wisconsin. Teachers shall not receive additional compensation in the event the District requires such day(s)/time to be made up with or without pupils. The first three days, or their equivalent, that school is closed due to inclement weather, employees shall not lose any compensation. Any support staff employee (e.g. custodian to plow snow) who is approved/asked to work on a day when school is closed due to inclement weather will be given overtime pay for the time worked. School Calendar: The school calendar shall be determined by the Board. The determination of the structure of the days (e.g. instructional, workdays, etc.) shall be at the discretion of the Board. Assignments, Transfers and Vacancies The Board retains the right to determine grade, subject, and activity assignments and to make transfers between schools as necessary in the best interest of the District. Teachers and support staff will be assigned or transferred by the superintendent or his/her designee and may be based on licensure where relevant. Vacancies may, at the District s discretion, be posted on the district website, in areas throughout the school buildings, on the Department of Public Instruction website, or in local newspapers. Internal candidates may request to be considered for vacant positions. Administration retains the right to recommend to the Board the candidate of their choice based on posting requirements, site needs and personal characteristics fitting the position. The administration may temporarily fill vacant positions at its discretion. Bus Driver s Extra Trip Procedure: The bus supervisor will place driver names onto a rotation sheet and when a trip comes up the driver who is next in line will be offered the trip. Drivers are not permitted to refuse trips in order to take a long day trip. If a driver refused the trip, it is marked down as a refusal and the supervisor goes to the next driver on the rotation list. If the trip is refused, it cannot be made up. A driver may also take an early extra-curricular trip but 6

7 will lose the amount of pay for the route they take off. All early extra-curricular trips will be put on a separate rotation from the regular extra-curricular trips. A newly hired driver is not eligible for driving extra-curricular night-time trips during his/ her first year of employment except with the consent of the bus transportation supervisor. The bus mechanic/driver/supervisor will participate in the extra trip rotation. A round robin list will be established for daytime school field trips. All drivers will have an equal chance at daytime trips. All bus route assignments (regular and extra) will be assigned at the discretion of the District. Supervision, Evaluation and Feedback Every teacher in the District will be supervised and evaluated and receive performance feedback by an administrator or his/her designee. Each teacher will be evaluated the first year of employment and every third year thereafter. Each teacher will be evaluated with at least one formal announced observation per effectiveness cycle. Each effectiveness cycle also includes 3-5 mini-observations. Support staff will receive formal performance feedback a minimum of once every three years by the individual who directly oversees their work or an administrator. All formal evaluations for staff, including support personnel, will include a pre-observation information form (self-assessment; completed by the employee) and conference as determined by administration, followed by an observation or observations, a post-observation conference and a written summative evaluation. Any and all observations, including walk-through observation(s), may be used in the development of the summative evaluation document. The employee will acknowledge receipt of all documents related to the supervision and evaluation by signing and dating the document within the current school year. The employee may attach a report with any remarks concerning the document(s). Acknowledging receipt does not imply agreement with all or part of the documents received. Professional Development The district recognizes the importance of staff development that is designed to enhance professional knowledge, skills, and dispositions to meet job responsibilities and positively impact the achievement of the district s mission. District and school-level offerings and opportunities that align with the district s mission, vision, core strategies and/or key initiatives, will be developed and implemented for teachers and support staff. All employees are encouraged to participate in any opportunities. Participation in any one of the offerings may be: 1. Required for all employees; 2. Required for some employees (e.g., one school building, new teachers, teachers on a 7

8 plan for improvement) and voluntary for others; 3. Voluntary for all employees. Training and Strategic Planning: The district may require teachers to attend training (e.g. Reading First Initiative) and strategic planning meetings, which may occur outside of teachers regular hours of work. Unless specifically agreed to in writing by the superintendent or his/her designee, teachers shall not receive additional compensation for such training or meetings, as such time is considered to be time spent in the course of their duties and already compensated through their base salaries. Teachers are eligible to submit flex time for approval by the administration. New District Employees: New teachers will be required to participate in new teacher orientation activities that may be scheduled prior to the beginning of the school year and/or scheduled periodically outside of the school day during the school year without additional compensation. New to the District teachers will be provided a qualified mentor selected by the District. New support staff members may be required to participate in orientation activities that may be scheduled prior to the beginning or at the end of their shift. Orientation activities that specifically relate to the employee s job description (i.e. on the job training ) will be compensated at each employee s applicable wage rate. Leaves Teachers may take leave on increments of an hour. For example, if a teacher needs to take leave for an hour and a half they would request 2 hours of leave time. Professional Staff Leave: Illness: For absences caused by illness or physical disability of the teacher or to care for members of the family, each teacher will be granted ten (10) days or one (1) day per contract month, whichever is greater per year accumulative to sixty (60) days for future years. For purposes of this paragraph, family means an employee s spouse, child, or parent. LTD Insurance starts on the 61 st day. Thereafter, ten sick days will be allowed and unused days beyond 60 will be paid for at 40% of the teacher substitute rate at the end of each school year. Illness & Death Leave: All teachers will be allowed up to five (5) days leave per contract year with pay (not accumulative and not deducted from sick leave) in case of death or hospitalization involving a spouse, child, parent; two (2) days leave for father-in-law, mother-in-law, sister, brother, niece, nephew, grandparent, grandparent-in-law, sister-in-law, and brother- in-law; and one (1) day for aunts and uncles but in no case shall leave under this section exceed five (5) days per contract year per teacher. 8

9 Personal Leave: Two (2) days personal leave per school year shall be granted each teacher on a non-cumulative basis; the second day shall be deducted from the teacher s accumulated sick leave. Requests for personal leave must be made and approved by administration at least forty-eight (48) hours in advance. Professional Leave: Each full-time certified teacher will be entitled to two (2) days of non-accumulative leave each year for professional improvement and educational purposes. All requests are subject to administrative approval. A teacher requesting this leave must do so at least one (1) week prior to the date of such leave. Sabbatical Leave: A teacher may be granted an unpaid sabbatical leave under the following conditions: 1. The teacher must have at least five years of experience in the District. 2. The Board need not grant more than one such leave in any year. 3. The teacher must engage in a program of study, work, or travel which will serve to improve his/her teaching background. 4. The written request for the leave must be filed in the District office on or before May first. By written request in September of each year, a teacher will be provided with a statement relative to the amount of accumulated sick leave standing to his/her credit at the close of the school year the preceding June. Support Staff Leave: Support Staff may take leave on increments of an hour. For example, if a support staff member needs to take leave for an hour and a half they would request 2 hours of leave time. Personal Illness: Twelve-month employees may accumulate a maximum of 12 sick days per year, whereas school-year employees may accumulate a maximum of 9 sick days per year, cumulative to a maximum of 60. Sick leave will not accrue during FMLA leave or during any unpaid leave of absence. In general, employees accrue sick leave at a rate of one day per month worked, however said employees will have access to the full balance of their sick leave at the beginning of their employment period; the District retains the right to withhold pay for sick days taken in the event an employee resigns voluntarily or is terminated if the number of sick days used exceeds the number of months worked. Upon leaving the District an employee with at least 15 years of service in the District shall be paid the sum of $30 per day of accumulated sick leave up to a maximum of sixty (60) days of sick leave. Payment in the amount of $20 per unused sick day is made at the end of each year for days in excess of the maximum allowed to accumulate. Sick leave payouts upon leaving District employment shall be paid into a non-elective Section 403(b) plan. 9

10 Personal Leave: Employees are granted two personal leave days per year deducted from sick leave. This leave is non-cumulative. Personal leave shall require the prior approval of the employee s supervisor. Illness & Death Leave: Employees will be allowed up to five (5) days leave per contract year with pay (not accumulative and not deducted from sick leave) in case of death or hospitalization involving a spouse, child, parent; two (2) days leave for father-in-law, mother-in-law, sister, brother, niece, nephew, grandparent, grandparent-in-law, sister-in-law, and brother- in-law; and one (1) day for aunts and uncles but in no case shall leave under this section exceed five (5) days per contract year per employee. Holidays: Employees employed on a twelve (12) month basis shall receive the following paid holidays: Labor Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve, Christmas Day, New Year s Day, Good Friday, Memorial Day and the Fourth of July. Employees employed on a nine (9) or ten (10) month basis shall receive the following paid holidays: Labor Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve, and Memorial Day. Vacation: Employees employed on a twelve (12) month basis shall receive paid vacations, which shall be taken as follows: One (1) week of vacation during the 1 st year of service; Two (2) weeks of vacation during the 2nd through the 7 th years of service; Three (3) weeks of vacation during the 8 th year 14 th year of service; Four (4) weeks of vacation during and after the 15 th year of service. Employees are allowed to carry over one week which must be used by August 31 st of the following school year. Full time, eleven (11) month secretaries shall receive paid vacations, which shall be taken as follows: One (1) week of vacation during the 1 st year of service Two (2) weeks of vacation during the 2 nd through the 7 th years of service; Three (3) weeks of vacation during and after the 8 th year of service Secretaries are allowed to only carry over up to one (1) week, which must be used by August 31 st of the following school year. Employees employed on a ten (10) month basis will receive four (4) days of paid vacation beginning with the 1 st year of service and each year thereafter. Vacation days must be used during the school year they are earned. 10

11 Employees shall be granted vacation in accordance with their wishes; provided, however, that the District expressly retains the right to limit times when vacation can be taken if the periods chosen by the employee should impair the efficient operation of the school. If a paid holiday falls during a vacation period, it shall not be counted as a vacation day. Other Leaves (All Staff): Jury Duty: An employee must notify his/her immediate supervisor as soon as notice of jury duty is received. Also, the employee is expected to contact his/her immediate supervisor immediately upon termination of jury duty or when temporarily relieved of jury duty. This leave is nonaccumulative and will be provided to an employee to serve on a jury for which he/she is summoned by the court when such duty occurs during the employee s work hours. No paid leave will be provided for jury duty that occurs outside of the employee s regular work hours/days. Compensation for serving on the jury (except mileage pay) is turned over to the school. WI Statute : Leave of absence An employer shall grant an employee a leave of absence without loss of time in service for a period of jury service. For the purpose of determining seniority or pay advancement, the status of the employee shall be considered uninterrupted by the jury service. No employer may use absence due to jury service as a basis for discharging an employee or for any disciplinary action against the employee. An employer who discharges or disciplines an employee in violation of this section may be find not more than $200 and may be required to make full restitution to the aggrieved employee, including reinstatement and back pay. Except as otherwise provided in this section, restitution shall be in accordance with s Family and Medical Leave Act (FMLA): Employees who meet applicable legal requirements may be granted up to 12 weeks of leave under FMLA. Employees wishing to utilize FMLA leave must notify the district in writing as soon as reasonably possible regarding the reason for the leave and the dates and duration of the leave. Employee rights under the federal FMLA are summarized in Appendix C. Compensation New District Employees: Will be placed on the appropriate salary/wage schedule located in Appendices A and B. For employees initially hired on or after July 1, 2012, administration may place newly hired employees in difficult to fill positions or for other educational or businessrelated reasons at a salary (a determination made solely by the District at its discretion) that differs from his/her actual years of service/educational level. Employees Hired prior to July 1, 2012: Will remain on the appropriate salary/wage schedule without lane or step movement for professional staff or time of service movement for support staff. See Appendices A and B. 11

12 Any base wage increases will be negotiated as required by law. Additional Compensation Options: At the discretion of the district, compensation for extended employment for professional work (i.e. teaching staff development/ curriculum work) during the summer may be paid at a rate of $20.00 per hour or an hourly rate as determined by administration based on the duties of the assignment (see the Professional Development section for additional information). All other such duties will be compensated at $20 per hour during the school year including subbing during a prep period. Mileage Reimbursement for Use of Personal Vehicle: Employees are expected to use school vehicles when available, when unavailable the employee may drive their own vehicle and shall be reimbursed for mileage at the IRS rate. In town rate for use of personal car will be $1.25 per trip. Support Staff Substitute Hourly Rate of Pay: Food Server Teacher Assistant Secretary Custodian Bus Driver $10.00 $10.00 $10.00 $10.00 $33.00 District employee s shall be paid at their present contracted rate or the rate listed in the substitute table above, whichever is higher. Additional Compensation for Bus Drivers: A bus driver who is required to take a drug/alcohol test during non-work time shall be paid $15.00 if done outside of his/her scheduled work hours. Said $15.00 includes payment for time and mileage. Bus drivers shall be compensated $15.00 per night for overnight stays. Installments: Employees will be paid in either twenty-six (26) or twenty-two (22) equal installments. Once annually, employees will have the opportunity to opt into the twenty- six (26) payment option. Pay will occur bi-weekly, generally on Fridays, via electronic deposit. Employees must choose up to three banking institutions into which their deposits will be electronically deposited. Insurance Benefits Eligibility: Professional Staff: Staff members who are eligible according to federal guidelines can receive the benefits outlined below. The District s contributions toward the single and family health insurance premiums shall be dollar amounts equal to 88% of the premiums. The District s contribution towards single and family dental plans shall be 100% of the premiums. Teachers who opt out of health and dental insurance shall receive an annual stipend of $2,400 payable into a Section 125 flexible spending account or in cash at the 12

13 employee s discretion. Teachers choosing the cash option shall be responsible for all relevant taxes including but not limited to FICA taxes. Employees hired on or after July 1 st, 2012 will NOT be eligible for this stipend if their spouse is employed by the district and accessing a district health plan. Support Staff: For employees scheduled to work at least 1480 hours per year, the District shall contribute 88 percent of the family or single premium for health insurance and a full (100%) family or single premium for dental insurance. Employees who work at least 1320 hours per year but less than 1480 hours shall receive the stated employer contribution applied toward the purchase of a single premium for health and dental insurance. Said amount can be applied toward family premiums. Employees who are eligible for, but who choose not to participate in, the District s health insurance plan shall receive an annual stipend of $1,500, payable into a Section 125 flexible spending account or in cash at the employee s discretion. Employees hired on or after July 1 st, 2012 will NOT be eligible for this stipend if their spouse is employed by the district and accessing a district health plan. Medical Insurance: The board shall provide health insurance to eligible employees. The insurance carrier(s), program(s), and coverages will be selected by the board. Dental Insurance: The board shall provide dental insurance to eligible employees. The insurance carrier(s), program(s), and coverages will be selected by the board. Contact the business office for more information regarding insurance options. Long-Term Disability: The board shall provide long-term disability insurance to eligible employees [Eligible employees are those who work at least 20 hours per week.] The insurance carrier(s), program(s), and coverages will be selected by the board. The board will pay 100% of the monthly premium. Any income tax consequences resulting from the payment of the premiums for the benefits of the employee will be the sole responsibility of the employee. Flexible Spending Account: The District will provide an Internal Revenue Service authorized cafeteria plan/flexible Spending Account [FSA] under applicable sections of the Internal Revenue Code ( 105, 106, 125 and 129) to permit employees to reduce their salary and contribute to an FSA to cover the following expenses: 1. Payment of insurance premium amounts (IRC 106); 2. Permitted medical expenses not covered by the insurance plan (IRC 105) to a maximum of $2,500 per calendar year until August 31, 2012, and 13

14 3. Dependent care costs (IRC 129) subject to the limitations set forth in the Internal Revenue Service Code. Effective September 1, 2012: An employee may designate, under the flexible reimbursement plan, a maximum of two thousand five hundred dollars ($2,500) of eligible health and dental care expenses not covered by the insurance plan (IRS Code 105, 125) per plan year. Payments and the designation of amounts to be contributed to the employee s account will be subject to the procedures, rules and regulations of the plan s administrating agency. The provision of this plan shall be contingent upon the continuance of this benefit under the applicable Internal Revenue Code Sections ( 105, 106, 125 and 129). Salary Deferrals Tax Sheltered Annuities (TSA): The district will maintain a Tax Sheltered Annuity (TSA) program. Employees will have the opportunity to participate in the district s internal revenue service (IRS) Code 403(b) savings program and invest their money through salary deferral consistent with the district 403(b) plan document. Short-Term Disability: The board shall provide short-term disability insurance to employees who are eligible [Eligible employees are those who work at least 20 hours per week.] and complete necessary paperwork to enroll. The insurance carrier(s), program(s), and coverages will be selected by the board. Employee eligibility will be determined by the carrier(s). The employee will pay 100% of the monthly premium through mandatory payroll deduction. Wisconsin Retirement System (WRS) Contributions: The Board agrees to contribute the employer s share. The employee agrees to pay the employee s required WRS contribution as required by state statute. Under no circumstances shall the Board pay the employee s required WRS contribution. Retirement Subject to the rules of the insurance carrier(s), the district will allow retirees to access district health care options (at their expense) UNTIL they become eligible for Medicare. Professional Staff: Teachers who voluntarily retire and are at least age 55 shall be eligible to remain in the group insurances maintained by the District until they are eligible for Medicare. Early retirees who wish to maintain insurance coverages shall, subject to the rules of the carrier, make the necessary payments to the Board for the desired coverages. 403(b) Employer Discretionary Contribution The Board of Education will provide Professional staff with an employer discretionary contribution to a 403(b) plan during their time of employment to develop a financial wellness program for qualifying staff. The employer discretionary benefit will be offered to regular full-time and part-time teachers. The district will contribute the following amounts annually to an employee s 403(b) account by September 1 following the school year: 14

15 Tier 1 $600-Employees with a most recent start date after September 1, 2009 Tier 2 $600 plus $600 credit for each year of service (years of service as of the school year) to be paid out over 10 years starting with the school year. Employees who leave employment before receiving the ten-year payout forgo any and all future payments-employees with a most recent start date after September 1, 1996 but on or before September 1, 2009 Tier 3 $600 plus $2,200 per year for a max of 10 years starting with the school year- Employees with a most recent start date on or before September 1, Employees who retire before receiving 10 payments will receive a post-employment benefit to be determined using this calculation where n is the number of years the inservice benefit is received that will be paid out over a period not to exceed five years: $36,000 (2,800n * (1.038)5) Vesting Schedule The annual $600 employer discretionary contribution will be subject to a seven-year cliff vesting schedule outlined below. Current employees who are eligible for the employer discretionary contribution benefit will receive credit under the vesting schedule for each year worked in the District. Years of Service % Vested 0 0% 1 0% 2 0% 3 0% 4 0% 5 0% 6 0% % Default Investment Employer discretionary contributions will by default go into the appropriate target-date fund based on the qualifying participant s date of birth. The qualifying participant will have the opportunity to set their own investment elections after the account has been established. Support Staff: Upon leaving the District an employee with at least 15 years of service in the District shall be paid the sum of $30 per day of accumulated sick leave up to a maximum of sixty (60) days of sick leave. Sick leave payouts upon leaving District 15

16 employment shall be paid into a non-elective Section 403(b) plan or an IRS qualified Health Reimbursement Arrangement account ( HRA ) at the District s discretion. Notice to the District: Professional Staff: Teachers who plan to take early retirement shall provide written notification to the District Administrator on or before March 15. Support Staff: Whenever possible, the District requests that support staff members who plan to retire provide written notification to the District Administrator a minimum of two (2) weeks prior to their planned retirement date. Management Rights The District retains all rights of possession, care, control and management that it has by law and retains the right to exercise these functions. The exercise of such powers, rights, authority, duties and responsibilities by the Board, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only to the precise extent such functions and rights are explicitly, clearly and unequivocally restricted by the express terms of this Handbook/individual contracts and then only to the extent such specific and express terms hereof are in conformance with the Constitution and laws of the State of Wisconsin and the United States. These rights include, but are not limited by enumeration to, the following: To direct all operations of the school system; To establish and require observance of reasonable work rules and schedules of work; To hire, promote, transfer, schedule and assign employees in positions within the school system; To suspend, discharge and take other disciplinary action against employees; To relieve employees from their duties because of lack of work or any other legitimate reason; To maintain efficiency of school system operations; To take whatever action is necessary to comply with state or federal law, or to comply with state or federal court or agency decisions or orders; To introduce new or improved methods or facilities; To select employees, establish quality standards and evaluate employee performance; To determine the methods, means and personnel by which school system operations are to be conducted; To take whatever action is necessary to carry out the functions of the school system in situations of emergency; To determine the educational policies of the District; and To contract out for goods and services. General Employment Practices and Expectations District Expectations: The District expects employees to produce quality work, maintain confidentially, work efficiently, and exhibit a professional and courteous attitude toward other 16

17 employees, parents, community members and students. The District expects employees to comply with all applicable Board policies, work rules, terms of this Handbook and legal obligations. Violation of any the preceding, may result in disciplinary action, including termination of employment. Parent/ Guardian Communication: Teaching staff are expected to communicate DIRECTLY (e.g. phone, , letter) with parents or guardians of students who are failing or in danger of failing any of their classes. Failure to communicate academic and/or behavior concerns directly with parents and/or guardians can result in disciplinary action. Accident Reporting: It is the responsibility of any student, staff member or volunteer injured at school, or during any school activity, to report the injury immediately to the staff member in charge. Staff members are equally responsible for reporting student injuries when they are monitoring children s activities. The staff member in charge will submit written report of said injury to the building administrator at the time of the injury or as soon thereafter as possible. Parents/guardians should be notified of their child s injury as soon as possible within a twentyfour hour window. Attendance: Employees are expected to make every effort to be present for work. Employees are expected to adhere to their assigned schedule. In order for the schools to operate effectively, employees are expected to perform all assigned duties and work all scheduled hours during each designated workday, unless the employee has received approved leave. A lunch break will be dictated by the class schedule for teaching staff and by the appropriate supervisor for support staff. Any deviation from assigned hours must have prior approval from a supervisor/ administrator. Employees who are out due to illness or injury for an extended period must provide evidence/documentation for the absence to administration upon request. Employees who are unable to report to work shall follow the applicable procedures for reporting their absence. The District may monitor attendance and absence patterns. Theft of time and/or improper modification of time-worked records may be investigated and may result in disciplinary action up to and including termination. Failure to notify the District of an absence and failure to report to work on such day could result in disciplinary action up to and including termination. Child Abuse Reporting: According to Wisconsin Statute all school employees are required to report any suspected child abuse or neglect which they encounter in the course of their duties. The building principal, school nurse, school counselors, or school psychologist can assist in making contact with Child Protection on matters of physical, sexual or emotional abuse of children. The school district and the law are very specific in two areas: 1. In cases of suspected child abuse, employees cannot pass off to another employee the mandated responsibility to contact Child Protection. 2. The investigation of suspected child abuse is the responsibility of Law Enforcement and Child Protection investigators and not school district employees. 17

18 Reports of suspected child abuse or neglect shall be made to the following entities: (Monday-Friday, 8:00 a.m. to 4:30 p.m) Barron County Department of Health and Human Services, (715) , (All other times) Barron County Sheriff s Department, REPORTING CHILD ABUSE/NEGLECT The Prairie Farm School District is aware of the important role educators play in the referral of children who are suspected of being abused or neglected or threatened with abuse or neglect. As part of the District s commitment in this area, the District desires to create an awareness of child abuse and neglect on the part of school personnel. Therefore, staff shall be made aware of information regarding child abuse and neglect legislation, Board policy, referral procedures, and indicators of abuse and neglect. Child abuse and neglect is a complex phenomenon. Alleviating the problem will require understanding and cooperation on the part of all District staff having contact with children who may be at risk. Reporting Child Abuse/Neglect Any school employee having reasonable cause to suspect that a child seen in the course of professional duties, has been abused or neglected, or having reason to believe that a child has been threatened with abuse or neglect and that abuse or neglect will occur, shall make a report in accordance with established procedures. No person making a good-faith report may be discharged from employment for doing so. Any person who in good faith makes such a report shall have immunity from any civil or criminal liability that may result from making a report on child abuse or neglect. Whoever willfully fails to file a report may be fined or imprisoned or both. For further information reference SBP 8462 LEGAL REF.: Sections (2) Wisconsin Statutes 1995 WI Act 275 CHILD ABUSE AND NEGLECT REPORTING PROCEDURES Because of their sustained contact with school age children, school employees are in an excellent position to identify abused or neglected children. Therefore, the following procedures are to be used in referring suspected abused and neglected children to appropriate human services departments. 1. Any school employee having reasonable cause to suspect that a child seen in the course of professional duties has been abused or neglected or having reason to believe that a child has been threatened with abuse or neglect and that it will occur, shall consult immediately with the school principal or counselor. 18

19 a. The reporter shall immediately initiate a report to the county human services agency or the Sheriff s Department. b. For purposes of these procedures, immediately means as soon as possible, and always before the child leaves school for the day. 2. In all cases, the building administrator shall be informed that a report of abuse or neglect has been or shall be filed. The building administrator shall support the staff member in their action(s) and shall not attempt to delay, modify or prevent any report of suspected child abuse or neglect. Reporting suspected abuse or neglect to the building administrator does not eliminate the staff member s responsibility to make a report to county social services or the appropriate law enforcement agency. 3. Contact with the family will not be made regarding the circumstances of the report to the department of human services. 4. It is inappropriate for staff persons of the School District to independently conduct an investigation under the child abuse and neglect law. It is appropriate for properly trained staff members (counselor, social worker, psychologist, district school nurse or principal) to provide assistance to county departmental staff as they conduct the investigation. 5. It is appropriate for school personnel to maintain contact with the human services worker assigned to the investigation. 6. No District employee shall be discharged or disciplined for, in good faith, making a child abuse or neglect report. State laws guarantee immunity from civil or criminal liability that may result from making a child abuse report in good faith. State law also provides for the protection of the identity of any individual who makes such a report. Collaboration and Teamwork: Each employee is expected to collaborate with colleagues as a normal course of the workday as well as through the formal collaboration structure as defined at the building/district-level. Quality collaboration is expected of all employees and shall focus on building/district initiatives as determined by administration. Collaboration may extend beyond the normal workday and employees are expected to attend and participate without additional compensation. Providing a quality education for students and a quality work experience for employees involves teamwork among all employees in the District. Some important actions are: getting to know colleagues and their capabilities; helping to create a pleasant, caring and enjoyable work atmosphere; making use of District technology to effectively communicate with all employees in the District and to perform all job functions well. Teamwork is demonstrated by showing respect, cooperation and leadership at all times. Serving as an effective team member is a key component in accomplishing the District s mission. Confidentiality: Pupil information which employees obtain as the result of their employment with the District is confidential and protected by law. The law and respect for our students require that student issues are only discussed with employees and parents who need to know the information. In addition to student information, confidentiality is expected in other areas, including employee or District business information. Any requests for District records shall be 19

20 referred to the appropriate administrator. Criminal Record Reporting for Active Employees: All employees shall notify their immediate supervisor or administrator as soon as possible, but no more than three calendar days after any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any of the other offenses as indicated below: Crimes involving school property or funds; Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator; Crimes that occur wholly or in part on school property or at a school-sponsored activity; A misdemeanor which involves moral turpitude [e.g. an act or behavior that gravely violates moral sentiments or accepted moral standards of the community] or a misdemeanor which violates the public trust. The requirement to report a conviction or deferred adjudication shall not apply to minor traffic offenses. However, an offense of operating under the influence, revocation or suspension of license, and driving after revocation or suspension must be reported if the employee drives or operates a District vehicle or piece of mobile equipment or transports students or staff in any vehicle. Failure to report under this section may result in disciplinary action, up to and including termination. Such report shall be made as soon as possible, but in no circumstance more than three calendar days after the event. The District may conduct criminal history and background checks on its employees. An arrest, indictment or conviction of a crime shall not be an automatic basis for termination. The District shall consider the following factors in determining what action, if any, should be taken against an employee who is convicted of a crime during employment with the District: The nature of the offense; The date of the offense; The relationship between the offense and the position to which the employee is assigned. Nothing herein shall prohibit the District from placing an employee on administrative leave based upon an arrest, indictment or conviction, pending an investigation into the circumstances of the matter. District Property: The District may supply an employee with equipment or supplies to assist in performing job duties. All employees are expected to show reasonable care for any equipment issued and to take precautions for theft. Employees cannot take District property for personal use without prior approval from a direct supervisor and may not use District property for personal gain. Any equipment, unused supplies, or keys issued must be returned prior to the employee s last day of employment. District equipment borrowed for short-term use should be returned the first work day after project completion. Drug Free Workplace: It is the policy of the School District of Prairie Farm that students and employees have a right to attend school and work in an environment that is free from the non- 20

21 medical use of alcohol, drugs and mood altering substances. These substances interfere with the learning environment of students and the performance of students and employees. Employees are to report to work free of the effects of mood-altering drugs. The use, possession, sale or intent to sell, transfer of drugs, drug paraphernalia or having illegal drugs or chemicals in a person s system in or on school property, in any District owned or contracted vehicle or at school-sponsored events is prohibited. At any time under reasonable suspicion the District Administrator may request a drug screening. The use of or sale of alcohol in or on school property, in any District owned or contracted vehicle or at school-sponsored events by any employee is prohibited. Employees found to be in violation of the unlawful possession, use, or distribution of illicit drugs and alcohol on school premises or as a part of any of its activities are subject to disciplinary sanctions up to and including termination of employment and referral for prosecution. In addition to any disciplinary sanctions that may be imposed under this policy, the District may require an employee to complete an appropriate rehabilitation program. Sanctions against employees, including nonrenewal, suspension and termination shall be in accordance with the prescribed school district administrative regulations, policies, and procedures. The District may work with the employee and may provide information about drug and alcohol counseling and rehabilitation and re-entry programs that are available in the area. The School District of Prairie Farm prohibits the use of all tobacco products including e- cigarettes on premises owned, rented by, or under the control of the school board. For more information reference SBP & Discrimination and Harassment Prohibited: The School Board acknowledges all regulations, requirements and responsibilities defined by the E.E.O.C. regarding sexual harassment as a violation of Title VII and Title IX. Sexual harassment is a form of misconduct which undermines the integrity of the District s employment and academic relationships. All employees and students must be allowed to work in an environment free from unsolicited and unwelcome sexual overtures. Sexual harassment means unwelcome sexual advances, unwelcome physical contact of a sexual nature or unwelcome verbal or physical conduct of a sexual nature. Unwelcome verbal or physical conduct of a sexual nature includes but is not limited to the deliberate, repeated making of unsolicited gestures or comments, or the deliberate, repeated display of offensive sexually graphic materials which is not necessary for business purposes. Individuals who experience sexual harassment should make it clear that such behavior is offensive to them and may process a complaint pursuant to this policy. Sexual harassment may include actions such as: Sex oriented verbal kidding or abuse; Subtle pressure for sexual activity; Sexual contact as defined by statutes; 21

22 Demands for sexual favors, accompanied by implied or overt promises or preferential treatment or threats concerning an individual s employment or academic status. Sexual harassment is a prohibited action when it results in discrimination for or against employees or students on the basis of conduct not related to their working or learning performance. Such practices would include any job related or academic action that is based upon an individual s acceptance of, resistance to, or refusal of sexual overtures. This form of sexual harassment may be more difficult for employees or students to cope with when individuals offer or threaten to use the power of their position to control, influence or affect the career, salary, or job of another employee or academic status of a student in exchange for sexual favors. Individuals who instigate this type of harassment are subject to disciplinary action, including suspension, demotion, or discharge. It is possible for sexual harassment to occur at various levels: among peers or co-workers, between supervisors and subordinates, between employees and students, or imposed by nonemployees on employees and/or students. In fulfilling our obligation to maintain a positive and productive working and learning environment, the District will make every effort to halt any harassment of which they become aware by calling attention to this policy or by more direct disciplinary action, if necessary. Any person who believes he or she has been sexually harassed may file a written or oral complaint with School District Administration. This policy also covers Pupil Harassment meaning behavior (comments, gestures, or physical attacks which are vulgar, obscene or threatening) toward pupils based, in whole or part, on sex, sexual orientation, race, religion, national origin, ancestry, creed, pregnancy, marital or parental status, or physical, mental, emotional or learning disability which substantially interferes with a pupil s school performance or creates an intimidating, hostile or offensive school environment. To ensure that all employees and students work and study in an environment free of all forms of harassment, the Board expressly prohibits harassment and will take the necessary steps to prevent such harassment from occurring. Any employee or student who engages in harassment will be disciplined. Harassment will not be tolerated in any aspect of the school program, including off-campus events and extra- curricular activities. For more information reference SBP 4362 Investigations: A. Expectation of Cooperation: In the event of a District investigation or inquiry, every employee has an affirmative duty to provide to his/her supervisor(s) or any other District official assigned to investigate all relevant and factual information about matters inquired except as provided for below in paragraph B. Employees failing to volunteer such information shall receive a directive from an administrator to provide a statement. The teacher s failure to comply with the directive may constitute insubordination, a violation that may be grounds for 22

23 disciplinary action up to and including termination. B. Investigation interplay with potential criminal conduct: If the alleged misconduct may constitute criminal conduct by the employee, the employee may be provided a Garrity warning. Garrity v. New Jersey, 385 U.S. 493 (1967). In the event criminal conduct is suspected, the Superintendent or his/her designee shall be contacted. C. Administrative Leave: The District may place an employee on administrative leave, paid or unpaid, during an investigation into alleged misconduct by the employee. For more information reference SBP 4139 License/Certification: Teachers and Para-Professionals shall hold a certificate, license or permit which legally qualifies them for the duties to which they are assigned if necessary. Teachers and para-professionals must provide the district with a copy of their current license/certificate to be maintained in their personnel files. Teachers and para-professionals are expected to know the expiration date of their license/certification and meet the requirements for re-licensure or certification in a timely manner. A teaching contract with any person not legally authorized to teach the assigned subject or school shall be void. All teaching contracts shall terminate if, and when, the authority to teach terminates. Employees are eligible for reimbursement up to $ for licensing one time during employment with the District. Political Activity: Employees may exercise the rights and privileges of any citizen in matters of a political nature consistent with the following restrictions: A. No school employee shall, (1) in the presence of any student, and (2) during hours for which pay is received or while the employee is otherwise acting within the scope of their employment, engage in any activity for the solicitation, promotion, election, or defeat of any referendum, candidate for public office, legislation, or political action. When not engaged in the performance of their duties (e.g., during designated break periods) and when no students are present, employees who are at a work location may engage in private conversations with non-students or in other personal activities that address, for example, political topics. B. During established hours of employment or while an employee is engaged in his/her official duties, no employee or other person may solicit or receive from any employee any contribution or service for any political purpose, where a political purpose includes an act done for the purpose of influencing the election or nomination for election of a person to office. Furthermore, no person may enter any District building, office or facility in order to request, make or receive a contribution for a political purpose. C. No school employee shall use in any way the classrooms, buildings, or pupils for the purpose of solicitation, promotion, election, or defeat of any referendum, candidate for public office, legislation, or political action. This provision does not apply to use 23

24 of District facilities by employees for events or activities that are not within their scope of employment and that are held pursuant to the District s policies regarding facilities use by third parties. D. No school employee shall make use of school equipment or materials for the purpose of solicitation, promotion, election, or defeat of any referendum, candidate for public office, legislation, or political action. E. This section does not apply to the provision of information by school employees in connection with any election, referendum or legislation where authorized by the school board or District Administrator and where consistent with legal limitations on the use of public funds and school District resources. Staff Conduct: Employees shall exhibit conduct that is in keeping with commonly accepted professional standards. The following list is intended to provide concrete examples of types of expectations. It is not intended to include all expectations. In listing these examples, it is emphasized that the positive contributions of the vast majority of the employees of the district reflect the conduct set forth below. Follow school board-approved employment contracts; Engage in public conduct which reflects positively on the profession and brings credit to the district; Dress in accordance with position requirements, professional performance and health of staff and students; Use school property and/or materials only for officially authorized activities; Follow school board-approved district curriculum; Carry out established school board policy; Respect the property rights of the school, its employees and students; Accurately complete and maintain school records, or employment records related to the district; Demonstrate respect for the physical, mental and emotional safety of other persons during working hours, on school property, and at all school-sponsored activities; Use electronic communication responsibly, professionally and appropriately; Appropriately follow through and demonstrate respect for supervisor s work-related instructions; Accept no gratuities or gifts of significance that might influence judgment in the exercise of professional duties. Telecommunications Acceptable Use by Staff: The Board supports the right of staff to have reasonable access to various information formats and believes it incumbent upon staff to use this privilege in an appropriate and responsible manner. Prairie Farm Schools prohibits the use of internet for: Sending or displaying offensive messages or pictures Using obscene language Harassing, insulting, or attacking others Damaging computers, computer systems or computer networks 24

25 Violating copyright laws Using another s password Trespassing in anther s folders, work, or files Intentionally wasting limited resources Using the network for commercial purposes or non-curricular political lobbying Staff access to and internet service is provided for work purposes. Staff should have NO expectations of privacy or confidentiality regarding either of these technology resources. For more information reference SBP & Limited Electronic Communication with Students: Authorized Personnel may communicate through electronic media with students who are currently enrolled in the district only within the following guidelines: 1. The employee is encouraged to communicate with students through a professional social network page ; in the event an employee communicates with students through a personal social network page, all of the guidelines provided here and in other district policy shall apply. 2. The employee shall limit communications to matters within the scope of the employee s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests) 3. The employee must (upon request) enable administration and parents to access the employee s personal or professional page if it is used to communicate with students. 4. Only a teacher, coach, trainer, or other employee who has an extracurricular duty may communicate with students through text messaging. The employee may communicate only with students who participate in the extracurricular activity over which the employee has responsibility. 5. The employee shall limit communication with any student between the hours of 11:30 p.m. and 5:00 a.m. An employee may, however, make public posts to a social network site, blog, or similar application at any time. 6. Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with any one or more currently-enrolled students. 7. The employee continues to be subject to applicable state and federal laws, local policies, and administrative regulations. 8. Upon request from a parent, the employee shall discontinue communicating with the parent s minor student through , text messaging, instant messaging, or any other form of one-to-one communication. 9. An employee may request an exception from one or more of the limitations above by submitting a written request to his/her immediate supervisor. Personal Use of Electronic Media: As role models for the district s students, employees are responsible for their public conduct even when they are not acting as district employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee s use of electronic media interferes with the employee s ability to 25

26 effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. If an employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for maintaining privacy settings appropriate to the content. Workplace Safety: A. Adherence to Safety Rules: All employees shall adhere to District Emergency Response Guidelines, safety rules and regulations and shall report unsafe conditions or practices to the appropriate supervisor. Fire safety is an essential element of having a safe working environment. Employees should know the following: 1. Location of fire alarms; 2. Location of fire extinguishers; 3. Evacuation routes; and 4. Whom to notify in case of fire Employees need to take precautions to prevent fires from occurring. In the event of a fire, the most important task is to sound the alarm and clear the building. Employees should not risk their safety in fighting fires. B. Protection of Staff: An employee shall report all cases of assault or injury suffered in connection with employment in the performance of duties to the Superintendent or his/her designee, who shall acknowledge receipt of such report and keep the staff involved informed of action taken. Injury means physical harm to an employee caused by accident or disease in the performance of duties by the employee. Performance of duties means duties performed within the employee s authorized scope of employment and performed in the line of duty. C. Weapons Prohibition: Except as otherwise permitted by this section, firearms and dangerous weapons are prohibited on all property of the District. The prohibition includes firearms in vehicles on school property. Firearms and dangerous weapons have the definitions set forth in Wisconsin State Statute. 1. This prohibition does not apply where state law prohibits a school district from restricting any individual s right to possess a firearm or other weapon in a location covered by this policy (e.g., law enforcement officers possessing a firearm or other weapon on school grounds in the line of duty). 2. An administrator may allow a weapon on school premises for purposes of demonstration, educational presentation or other purposes deemed appropriate by administration. Permission must be obtained prior to any firearm being brought onto the premises. D. Disaster Preparedness: All employees must become familiar with district and building procedures (Emergency Response Guideline binder in the event of emergency such as fire, tornado, intruders, etc.). When drills are staged, every staff member and student must follow proper procedures. 26

27 Meal Trip Expenses: Staff can use a school credit card or be reimbursed for expenses listed below. Receipts for each expenditure need to be turned into the business office or reimbursement will not be paid. Use of a school credit card is the preferred method of payment. Staff will be responsible for paying for the expense with the use of a school credit card or personal payment. Students will not be given cash or receive reimbursement. Staff and students will be allowed to spend up to the amounts listed in the chart below. If staff/students exceed the amounts listed below staff/students will be responsible for the amount of overage. School District of Prairie Farm Travel Meals Adult $36 per day Breakfast (Before 7:00am) $8 Lunch $10 Dinner $18 Student $28 per day Breakfast (Before 7:00am) $6 Lunch $10 Dinner $12 This reimbursement only includes co-curricular non-school day trips or overnight trips. Grievance Procedure Employees shall use the following procedure for resolving disputes regarding employee termination, employee discipline, or workplace safety issues. I. Timelines A. Grievance Submission: Step 1: The employee must file a grievance within fifteen (15) working days of the termination, discipline or actual or reasonable knowledge of the alleged workplace safety issue. The employee shall submit the grievance directly to his/her principal or supervisor orally, with the objective of resolving the grievance informally. Such conference shall be held within five (5) working days after the request for the conference. Working day is defined as any day that the District Business Office is open. Step 2: If the grievance is not adjusted in a manner satisfactory to the employee at Step 1, the employee may request a meeting with the principal or supervisor. Such meeting shall be held within five (5) working days after receipt of such request. The principal or 27

28 supervisor shall notify the employee within three (3) working days after such meeting of his/her disposition of the grievance. The statement of the grievance and the disposition shall be written at this step. The grievant is responsible for his/her documentation of the grievance. The supervisor is responsible for his/her written response. Step 3: If the grievance is not adjusted in a manner satisfactory to the employee at Step 2, the employee may request a meeting with the Superintendent or his/her representative. Such meeting shall be held within five (5) working days after receipt of such written request. The Superintendent or his/her representative shall notify the employee of his/her disposition of the grievance within five (5) working days after such meeting. The statement of grievance and the disposition shall be written at this step. The grievant is responsible for his/her documentation of the grievance. The Superintendent or his/her representative is responsible for his/her written response. B. Impartial Hearing: The grievant may file an appeal to the Impartial Hearing Officer by giving written notice to the Superintendent within ten (10) working days of the Administrative Response. The Administration will work with the Impartial Hearing Officer and grievant to schedule a mutually agreeable hearing date. C. Impartial Hearing Officer Response: The Impartial Hearing Officer shall file a written response within thirty (30) working days of the hearing date. D. School Board Review: Either party may file a request for School Board review within ten (10) working days of receipt of the Impartial Hearing Officer Response. A decision will be made within forty-five (45) working days of the filing of the appeal. E. The time limits set forth in this Section shall be considered as substantive, and failure of the grievant to file and process the grievance within the time limits set forth in this section shall be deemed a waiver and a settlement of the grievance. The number of days indicated at each level should be considered a maximum. The time limits specified may, however, be extended by the mutual consent of the District and the grievant. The parties may, through mutual consent, agree to start the grievance at a higher step if the grievance involves termination and is initially filed in a timely manner pursuant to the timelines set forth herein. II. General Requirements A. An employee may only initiate a grievance in writing regarding employee termination, employee discipline, or alleged workplace safety issues. 1. The term employee termination, used in this section, shall not include the following: a. Layoffs; b. Workforce reduction activities; c. Voluntary termination including, without limitation, quitting or resignation; 28

29 d. Job abandonment; e. End of employment due to disability; f. Retirement; g. Non-renewal under sections or of the Wisconsin Statutes; or, h. End of employment and/or completion of assignment of a temporary, seasonal, contract daily assignment, substitute, or replacement employment relationship. 2. The term employee discipline, shall include any employment action that results in disciplinary suspension with loss of pay, disciplinary reduction in pay or other benefits, oral or written reprimands, or disciplinary demotion. The term employee discipline, as used in this section, shall not include the following: a. Plans of correction or performance improvement; b. Performance evaluations or reviews; c. Documentation of employee acts and/or omissions in an employment file; d. Administrative suspension with pay; e. Non-disciplinary wage, benefit or salary adjustments; or, f. Other non-material employment actions. 3. The term workplace safety as used in this section means any alleged violation of any standard established under state law or rule or federal law or regulation relating to workplace safety. B. The written grievance must contain: 1. A statement of the pertinent facts surrounding the nature of grievance. 2. The date the incident occurred. 3. The steps taken to informally resolve the grievance, the individuals involved in the attempted resolution, and the results of such discussion; 4. The specific requested remedy; and, 5. Must include the workplace safety issue alleged to have been violated, if applicable. C. The Administrator s written response to the grievance must contain: 1. A statement of the date the meeting between the Administration and grievant was held. 2. A decision as to whether the grievance is sustained or denied. 3. In the event the grievance is denied, a statement outlining the timeline to appeal the denial. D. Impartial Hearing Officer Selection: The school board shall select the Impartial Hearing Officer (IHO). The IHO shall not be an employee of the district. The IHO may be a lawyer, a professional mediator/arbitrator, or other qualified individual. The cost of the IHO will be the responsibility of the district. 29

30 E. Impartial Hearing Officer Standard of Review: The decision of the Administration must not have been arbitrary or capricious. A decision will not have been arbitrary or capricious if it was made in the best interest of the district. The Rules of Evidence will not be strictly followed. F. The Impartial Hearing Officer s written recommendation must be provided to the grievant and administration and must contain: 1. A statement of the pertinent facts surrounding the nature of the grievance. 2. A recommendation as to whether the grievance is sustained or denied, with the rationale for the recommendation. 3. A statement outlining the timeline to appeal the recommendation. 4. The IHO must sustain or deny the decision of the Administration. Authority is not given to grant in whole or in part the specific request of the grievant. G. Appeal to the School Board: The either party may present a request, verbally or in writing, to appeal the decision of the IHO to the School Board. The School Board may decide, in each situation, whether it will review the record and make a decision or hold a new hearing and make an independent decision. The manner of review is the sole choice of the School Board. H. The School Board s written decision regarding the grievance must contain a decision as to whether the grievance is sustained, denied or modified. III. Process A. Grievances will be processed per the provided timelines. 1. An employee may advance a grievance to the next step if a response is not provided within the designated time frames. 2. An employee may not file or advance a grievance outside of the designated time frames. B. Grievance meetings/hearings held during the employee s off-duty hours will not be compensated. C. Granting the requested or agreed upon remedy resolves the grievance. D. The decision of the School Board is final and not subject to further review. For more information reference SBP 3340 &

31 Non-Renewal, Discipline, and Termination Nonrenewal: Professional Staff: Teachers are subject to nonrenewal on a statutory basis, as prescribed in Wisconsin State Statute. No teacher shall be non-renewed for arbitrary or capricious reasons. A decision will not have been arbitrary or capricious if it was made in the best interest of the district. Such nonrenewal shall be exclusively subject to the provisions of Wisconsin State Statutes. And is not covered by the grievance procedure noted in this handbook. Support Staff: Employees being terminated due to a reduction in staff shall be given a written notice of termination fifteen (15) calendar days in advance of the effective date of the termination. Standard for Employee Discipline and Termination: No employee may be disciplined or terminated for arbitrary or capricious reasons. A decision will not have been arbitrary or capricious if it was made in the best interest of the district. The term employee discipline shall include any employment action that results in disciplinary suspension with loss of pay, disciplinary reduction in pay or other benefits, or disciplinary demotion. The term employee discipline shall have the same meaning as outlined in the grievance procedure. Termination of Employment: The employment relationship between the District and an employee is terminated if the employee is discharged pursuant to the standards of discipline as noted above. Termination as a result of discipline may be subject to the grievance process as outlined in this handbook. Representation: In the event any employee is called to a meeting with representatives of the District for the purpose of issuing discipline or discharge, or for the purpose of investigating circumstances which may lead to discipline or discharge, the employee shall have the right to representation. In the event the employee chooses to have representation and informs the District of that decision, the meeting may be delayed, at the discretion of the District, until representation may be obtained. Nothing in this provision shall prevent the District from removing an employee from the work place if immediate action is required. Disciplinary Materials: Copies of any disciplinary material(s) shall be provided to the employee prior to or shortly after the time/date that such material is placed in an employee s personnel file. The employee shall have the opportunity to reply to such materials and affix his/her reply to said material. Release from Contract: It will be understood that no releases from contract will be given to any teacher except for the following conditions: Change of employment resulting in recognizable self-advancement, providing a competent replacement is secured to assure continuity of educational program for students; Because of the relocation of the family; 31

32 For reasons of health; For more information reference SBP 3140 Seniority Effective July 1 st, 2012 there shall be NO seniority or tenure status held by any district employee. The district reserves the right to, non-renew, terminate, reduce, etc. employees based upon the needs of the district. Although it is not the sole criterion that may be considered, licensure shall be taken into account for teaching staff if non-renewals, and/or reductions for budgetary reasons are necessary. Co-Curricular Activities Co-Curricular duties will be compensated according to the rates outlined below. The District may institute additional duties, or discontinue or modify activities or services as recommended by administration, at its discretion. Co-curricular assignments will be filled on an annual basis as determined by the administration. All newly created positions will be filled according to the hiring process established by the district. Upon issuance of a co-curricular employment letter, the advisor/coach will have two (2) weeks to return it to the business office. If an advisor or coach does not complete the activity/season for any reason (including, but not limited to, termination), the District shall compensate the individual for work already completed (which may constitute less than 100% of the rate listed below for the activity/sport). The District reserves the right to modify the terms of this policy, including duties, positions and compensation at its discretion. The following schedule reflects rates for the school year. Description Compensation Additional Information Athletic Director $3, Head Varsity Football Coach $2, Assistant Varsity Football Coach $1, Assistant Varsity Football Coach $1, Middle School Head Football Coach $1, Middle School Assistant Football Coach $ Head Varsity Volleyball Coach $2, Assistant Varsity Volleyball Coach $1, Middle School Head Volleyball Coach $1, Middle School Assistant Volleyball Coach $ Head MS/HS Cross Country Coach $ Assistant MS/HS Cross Country Coach $

33 Head Varsity Basketball Coach (B) $3, Assistant Varsity Basketball Coach (B) $2, Middle School Head Basketball Coach (B) $1, Middle School Assistant Basketball Coach (B) $ Head Varsity Basketball Coach (G) $3, Assistant Varsity Basketball Coach (G) $2, Middle School Head Basketball Coach (G) $1, Middle School Assistant Basketball Coach (G) $ Head Varsity Wrestling Coach $2, Assistant Varsity Wrestling Coach $1, Middle School Head Wrestling Coach $ Middle School Assistant Wrestling Coach $ High School Dance Coach $2, High School Dance Assistant Coach $1, Competitive Middle School Dance Coach $ Cheerleader Advisor (Fall and Winter) $2, Cheerleader Assistant Advisor (Fall and Winter) $1, Head Varsity Baseball Coach $2, Assistant Varsity Baseball Coach $1, Head Varsity Softball Coach $2, Assistant Varsity Softball Coach $1, Head Varsity Track Coach $2, Assistant Varsity Track Coach $1, Middle School Head Track Coach $1, Middle School Assistant Track Coach $ FCCLA Advisor $ FCCLA Assistant Advisor $ High School Ice Fishing $1, FFA Advisor $1, FFA Assistant Advisor $ Forensics Advisor $ Forensics Assistant Advisor $ Full Length/Musical Director (Play) $0.00 Community Education Gifted and Talented $0.00 Elementary Student Council $

34 MS/HS Student Council $ National Honor Society $ One Act Assistant Director $0.00 Community Education One Act Director $0.00 Community Education Quarterly Newsletter Publication $ $150 per quarter Pep Club Advisor $1, Up to 2 annually with a max payout of $1,050 Photography Club Advisor $ Prom Advisor $ Up to 2 annually with a max payout of $735 Quiz Bowl $ Science Fair Coordinator $ Requirement of MS Curriculum Talent Show Director $0.00 Community Education Instrumental Music Director (Out of School) $1, parades, Memorial Day, Solo Ensemble, Concerts Vocal Music Director $ Concerts and Solo Ensemble Web Master $ Year Book Director (Annual) $ Extra Duty Pay $20.00 Curriculum pay $20.00 Lead Teacher Mentor $20.00 Pay per documented hour with a max payout of $500 Pep Band $30.00 Pay per documented session with max payout of $570 Year Book Photographer $20.00 Pay per documented appearance with max payout of $420 Weight Room Supervisor $15.00 $15 per documented session with a min of 1 hour Co-Curricular dues FFA Co-Curricular dues FCCLA Co-Curricular dues Forensics Per current year fees paid through activity account Per current year fees paid through activity account Per current year fees paid through activity account Description Compensation Total Compensation Additional Information Summer School PreK and K $20.00 $2, staff x 70 hours Summer School Grades 1-3 $20.00 $4, staff x 60 hours Summer School Grades 4-7 $20.00 $6, staff x 60 hours Pre-Kindergarten Teachers Aid $15.00 $ hours x $12.75 Team Panther Director $ $ hours per day for 12 days Team Panther Assistant Director $ $ hours per day for 12 days Summer School Bus Driver $70.95 $ days (Depends on Driver experience) Route Summer FFA/Ag $20.00 $5, Summer FFA/Ag Assistant $20.00 $3, Max documented 250 hours plus mileage if district vehicle is not available Max documented 150 hours plus mileage if district vehicle is not available Max documented 100 Hours plus mileage if district vehicle is not available Summer FCCLA $20.00 $2, Drivers Education $23.00 $3, Annual- Parameters based on number of students 34

35 (Behind the Wheel) Drivers Education Classroom $20.00 $1, hours POWR Director $20.00 $ hours POWR Assistant Director $15.00 $ hours Swimming Lesson Supervisor $20.00 $ hours x 8 Days Swimming Lesson Bus Driver $70.95 $ days includes stay at facility (Depends on Driver experience) STAR Program $20.00 $ hours x 9 Days Summer Technology Help (Student) Minimum Wage Time per administrators approval Summer Technology Help (Staff) $20.00 Time per administrators approval 35

36 Appendix A: Professional Staff Salary Schedule Prairie Farm School District Salary Schedule Step BA BA+8 BA+16 BA+24 MA MA ,486 36,083 36,677 37,270 37,863 38, ,750 37,365 37,985 38,599 39,217 39, ,014 38,650 39,291 39,932 40,571 41, ,277 39,939 40,599 41,262 41,928 42, ,538 41,223 41,907 42,593 43,279 43, ,805 42,511 43,216 43,925 44,631 45, ,064 43,794 44,526 45,258 46,004 46, ,326 45,077 45,835 46,589 47,340 48, ,588 46,368 47,143 47,919 48,697 49, ,849 47,654 48,455 49,248 50,045 50, ,117 48,938 49,758 50,583 51,401 52, ,385 50,221 51,061 51,908 52,753 53, ,653 51,504 52,364 53,234 54,112 54, ,921 52,787 53,666 54,559 55,472 56, ,189 54,071 54,969 55,885 56,832 57, ,456 55,355 56,273 57,211 58,191 59,121 Board Approved: October 30,

37 Appendix B: Support Staff Salary Schedule WAGE SCHEDULES PRAIRIE FARM SCHOOL DISTRICT 2017/2018 SCHEDULE SUPPORT STAFF Years of Exp. Food Server Cook FS Director Teacher Assistant SPED Assistant Secretary Custodian B & G Sup Bus Driver SPED Driver Bus Driver Extra Trip Rates Extra Trip Inter-District Trips Under 40 Miles Over 40 Miles All day (up to 7 hours) Time over 7 hours 20.46/Trip 56.18/Trip 65.52/Trip /Trip at 15.55/hour 15.55/Hour BOARD APPROVAL DATE - OCTOBER 30,

38 Appendix C: FMLA Employee Rights 38

39 Appendix D: District Contacts PRAIRIE FARM SCHOOL DISTRICT - TELEPHONE EXTENSION - DIRECTORY High School / Middle School HS Staff - highschool@prairiefarm.k12.wi.us Elementary ext. 5 MS Staff - middleschool@prairiefarm.k12.wi.us District Office ext. 6 ES Staff - primaryschool@prairiefarm.k12.wi.us Bus Garage ext. 246 Teaching Staff - teachingstaff@prairiefarm.k12.wi.us District Fax Support Staff - supportstaff@prairiefarm.k12.wi.us Business Office Fax District - prairiefarm@prairiefarm.k12.wi.us ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ ELEMENTARY - Twyla Miller - Ext. 221 HIGH SCHOOL - Tiffany Baldwin - Ext Counter Phone - Elementary 225 Dennee, Miranda - mdennee@prairiefarm.k12.wi.us 200 Baldwin, Tiffany - baldwin@prairiefarm.k12.wi.us 229 Dunn, Bobbie - dunn@prairiefarm.k12.wi.us 267 Boardroom 211 Erickson, Shirley - erickson@prairiefarm.k12.wi.us 214 Counter Phone - High School 203 Grosskreutz, Michelle - grosskreutz@prairiefarm.k12.wi.us 236 Dallmann, Wendy - dallmann@prairiefarm.k12.wi.us 215 Hamernik, Lori - hamernik@prairiefarm.k12.wi.us 210 Deetz, Courtney - cdeetz@prairiefarm.k12.wi.us 202 Hansen, Tammy - thansen@prairiefarm.k12.wi.us 205 Ender, Tessa - ender@prairiefarm.k12.wi.us 224 Harms, Amber - aharms@prairiefarm.k12.wi.us 249 Fjell, Kristi - fjell@prairiefarm.k12.wi.us 201 Hoffman, Sandy - hoffman@prairiefarm.k12.wi.us 252 Glynn, Larry - glynn@prairiefarm.k12.wi.us 226 Kitchen - Elementary 233 IMC - Marilyn Amundson 221 Miller, Twyla - miller@prairiefarm.k12.wi.us 255 ITV 260 Mitchell, Megan - mmitchell@prairiefarm.k12.wi.us 217 Kitchen - Jody Lambert - lambert@prairiefarm.k12.wi.us 238 Nagel, Melissa - nagel@prairiefarm.k12.wi.us 247 Kolonick, Rebecca - kolonick@prairiefarm.k12.wi.us 259 Nedland, Crystal - nedland@prairiefarm.k12.wi.us 257 Lange, Jennifer - lange@prairiefarm.k12.wi.us 256 Peshaw, Robin - peshaw@prairiefarm.k12.wi.us 231 Law, Tammie - law@prairiefarm.k12.wi.us 204 Schlosser, Jacquie - schlosser@prairiefarm.k12.wi.us 232 Locker Room - Girl's 220 Workroom - Elementary 234 Locker Room - Boys 239 Welle, Jake - welle@prairiefarm.k12.wi.us 213 Lounge - High School 243 Pederstuen, Molly - pederstuen@prairiefarm.k12.wi.us MIDDLE SCHOOL - Tiffany Baldwin - Ext Seeger, Alethea - aseeger@prairiefarm.k12.wi.us 248 Anderson, Cory - anderson@prairiefarm.k12.wi.us 242 Spanish Room 207 Olson, Brittany - bolson@prairiefarm.k12.wi.us 227 Strong, Jane - strong@prairiefarm.k12.wi.us 209 Olson, Gail - golson@prairiefarm.k12.wi.us 254 White, Yan - white@prairiefarm.k12.wi.us 240 Ricci, Meghan - mricci@prairiefarm.k12.wi.us 208 Schaaf, Steve - schaaf@prairiefarm.k12.wi.us SHARED STAFF ADMINISTRATIVIE STAFF 246 Bus Garage 245 Chovan, Katrina - chovan@prairiefarm.k12.wi.us 218 Drost, Victor - vdrost@prairiefarm.k12.wi.us 212 Community Education 258 Fossum, Casey - fossum@prairiefarm.k12.wi.us 222 Gyllen, John - gyllen@prairiefarm.k12.wi.us 237 Fossum, Jeni - jfossum@prairiefarm.k12.wi.us 250 Kuehn, Janell - kuehn@prairiefarm.k12.wi.us 218 Hanson, Amy - ahanson@prairiefarm.k12.wi.us 230 Larsen, Don - dlarsen@prairiefarm.k12.wi.us 218 Hubbard, Jamie - jhubbard@prairiefarm.k12.wi.us 241 Olson, Meghan - olsonm@prairiefarm.k12.wi.us 251 Miller, Tyler - tmiller@prairiefarm.k12.wi.us 223 Nigon, Barb - nigon@prairiefarm.k12.wi.us 219 Rich, Tom - trich@prairiefarm.k12.wi.us Stewart - Jen - jstewart@prairiefarm.k12.wi.us 235 Stehling, Linda - lstehling@prairiefarm.k12.wi.us 244 Weinhold, Bretta - weinhold@prairiefarm.k12.wi.us PARAPROFFESIONALS Alexander, Jackie - alexander@prairiefarm.k12.wi.us Bates, Lori - Bowers, Micki - bowers@prairiefarm.k12.wi.us Davis, Lisa - ldavis@prairiefarm.k12.wi.us DeSanctis, Susie - sdesanctis@prairiefarm.k12.wi.us Fettig, Angie - afettig@prairiefarm.k12.wi.us Nelson, Crystal - cnelson@prairiefarm.k12.wi.us Shelton, Marilyn - shelton@prairiefarm.k12.wi.us 39

40 Appendix E: District Calendar 40