Employee handbook 2014 2015 by Chipfalls

Chippewa Falls Area Unified School District

Employee Handbook 2014-2015 1

Contents A NOTE FROM OUR SUPERINTENDENT: .......................................................................................................................7 Board President Message ................................................................................................................................ 7 SECTION I: EMPLOYEE EXPECTATIONS .........................................................................................................................1 Staff Ethics ................................................................................................................................................................... 1 Conflicts of Interest ..................................................................................................................................................... 1 Outside Activities of Staff ............................................................................................................................................ 2 Confidentiality Statement ........................................................................................................................................... 3 SECTION II: EMPLOYMENT POLICIES & PRACTICES ......................................................................................................4 HIRING PRACTICES: ...................................................................................................................................................... 4 Personnel Policies Goals .............................................................................................................................................. 4 Employment Eligibility Verification ............................................................................................................................. 4 Tuberculosis Screening ................................................................................................................................................ 4 Reference Checks on Applicants ................................................................................................................................. 4 Hiring of Relatives........................................................................................................................................................ 5 Job Descriptions .......................................................................................................................................................... 5 Criminal Background Check ......................................................................................................................................... 5 Vacancies ..................................................................................................................................................................... 5 GENERAL EMPLOYMENT POLICIES: ..............................................................................................................................6 Employment Status and Eligibility ............................................................................................................................... 6 Employment of Personnel for Co-Curricular/Extra-Curricular Activities ..................................................................... 6 Employee Categories ................................................................................................................................................... 6 Reduction in Force ....................................................................................................................................................... 8 Board-Staff Communications ...................................................................................................................................... 9 Staff Communications to the Board ............................................................................................................................ 9 Board Communications to Staff .................................................................................................................................. 9 Social Interaction ......................................................................................................................................................... 9 SECTION III: WORKPLACE POLICIES ...........................................................................................................................10 KEY POLICIES: ............................................................................................................................................................. 10 EMPLOYEE ANTI-HARASSMENT .................................................................................................................................10 Prohibited Harassment .............................................................................................................................................. 10 Definitions ................................................................................................................................................................. 11 Sexual Harassment .................................................................................................................................................... 11 Boundary Invasions ................................................................................................................................................... 13 Religious (Creed) Harassment ................................................................................................................................... 13 3

National Origin Harassment ...................................................................................................................................... 14 Age Harassment ........................................................................................................................................................ 14 Racial/Color Harassment ........................................................................................................................................... 14 Disability Harassment ................................................................................................................................................ 14 Reports and Complaints of Harassing Conduct ......................................................................................................... 14 Anti-Harassment Compliance Officers ...................................................................................................................... 15 Investigation and Complaint Procedure .................................................................................................................... 16 Complaint Procedure ................................................................................................................................................. 16 Confidentiality ........................................................................................................................................................... 18 Sanctions and Monitoring ......................................................................................................................................... 18 Retaliation ................................................................................................................................................................. 18 Allegations Constituting Criminal Conduct ................................................................................................................ 19 Reprisal ...................................................................................................................................................................... 19 Miscellaneous ............................................................................................................................................................ 19 Education and Training .............................................................................................................................................. 19 Workplace Violence ................................................................................................................................................... 22 Drug Free Workplace ................................................................................................................................................. 23 Non-Discrimination and Equal Employment Opportunity......................................................................................... 23 Workplace Privacy ..................................................................................................................................................... 24 Student Supervision and Welfare .............................................................................................................................. 24 Staff Discipline ........................................................................................................................................................... 24 Termination and Resignation .................................................................................................................................... 25 Grievance Procedure ................................................................................................................................................. 26 Unrequested Leaves of Absence ............................................................................................................................... 26 SAFETY: ......................................................................................................................................................................27 Safety Issues - Our Commitment to Safety................................................................................................................ 27 Health, Safety, and Security ...................................................................................................................................... 27 Safety Training ........................................................................................................................................................... 27 Reporting Of Accidents .............................................................................................................................................. 28 GENERAL POLICIES: ....................................................................................................................................................28 Smoking ..................................................................................................................................................................... 28 Staff Dress and Grooming.......................................................................................................................................... 28 Use of School Property .............................................................................................................................................. 29 Solicitation ................................................................................................................................................................. 29 Gifts ........................................................................................................................................................................... 30 SECTION IV: TIMEKEEPING & PAYROLL .....................................................................................................................31 Payday / Pay Periods ................................................................................................................................................. 31 4

Employee Attendance ............................................................................................................................................... 31 Payroll Deductions and Personal Status .................................................................................................................... 32 Inclement Weather.................................................................................................................................................... 32 Expense Reimbursement ........................................................................................................................................... 33 Meals ..................................................................................................................................................................... 33 Lodging .................................................................................................................................................................. 33 Travel..................................................................................................................................................................... 33 Garnishments ............................................................................................................................................................ 34 SECTION V: EMPLOYEE BENEFITS ..............................................................................................................................35 Paid Time Off ............................................................................................................................................................. 35 Bereavement Leave ................................................................................................................................................... 35 Jury Duty Leave.......................................................................................................................................................... 35 Emergency Leave ....................................................................................................................................................... 36 Professional Development ........................................................................................................................................ 36 Personal Paid Time Off .............................................................................................................................................. 36 Compensatory Paid Time Off..................................................................................................................................... 36 Sick Pay ...................................................................................................................................................................... 37 Unpaid Leave of Absence .......................................................................................................................................... 37 Employee Assistance Program (EAP): ........................................................................................................................ 38 Benefit Introduction .................................................................................................................................................. 39 Benefit Eligibility ........................................................................................................................................................ 39 Health ........................................................................................................................................................................ 40 Dental Insurance........................................................................................................................................................ 40 Group Life Insurance ................................................................................................................................................. 41 Coverage for Active Employees Age 70 and Over ..................................................................................................... 41 Effective Date of Coverage ........................................................................................................................................ 41 Tax Sheltered Annuities (TSA) ................................................................................................................................... 41 Wisconsin Deferred Compensation ........................................................................................................................... 42 Program ..................................................................................................................................................................... 42 Medical Expense / Dependent Care Expense Reimbursement Accounts (Flex Plans) .............................................. 42 Retirement................................................................................................................................................................. 42 Contacting the Department of Employee Trust Funds (DETF) .................................................................................. 42 ERISA Statement ........................................................................................................................................................ 43 Workersâ&#x20AC;&#x2122; Compensation Insurance ........................................................................................................................... 44 SECTION VI: LEAVE OF ABSENCES...............................................................................................................................45 Military Leave of Absence ......................................................................................................................................... 45 Personal Leave of Absence ........................................................................................................................................ 45 5

Family Medical Leave Act .......................................................................................................................................... 45 Extended Leaves ........................................................................................................................................................ 46 SECTION VII: COMPUTERS..........................................................................................................................................47 Email and Network Use ............................................................................................................................................. 47 Personal Technology Equipment ............................................................................................................................... 48 SECTION VIII: CERTIFIED STAFF ..................................................................................................................................51 Employment Agreement ........................................................................................................................................... 51 Educator Effectiveness .............................................................................................................................................. 51 Performance Evaluation ............................................................................................................................................ 52 Professional Development ........................................................................................................................................ 53 Performance Improvement Plan (PIP) ....................................................................................................................... 53 Non-Renewal ............................................................................................................................................................. 53 Scheduling ................................................................................................................................................................. 54 Employment Summer School Staff ............................................................................................................................ 54 Sick Leave .................................................................................................................................................................. 54 Holiday Pay ................................................................................................................................................................ 54 Health and Dental Insurance ..................................................................................................................................... 55 Long Term Disability .................................................................................................................................................. 55 Post-Employment Benefits ........................................................................................................................................ 55 Liability Insurance ...................................................................................................................................................... 56 SECTION IX: SUPPORT STAFF......................................................................................................................................59 Performance Evaluation ............................................................................................................................................ 59 Time Records ............................................................................................................................................................. 59 Proration of Pay ......................................................................................................................................................... 59 Shift Differential Pay .................................................................................................................................................. 60 Scheduling ................................................................................................................................................................. 60 Breaks and Meal Periods (Hourly Employees) ........................................................................................................... 60 Overtime .................................................................................................................................................................... 60 Professional Development ........................................................................................................................................ 60 Sick Pay ...................................................................................................................................................................... 61 Vacation ..................................................................................................................................................................... 61 Longevity ................................................................................................................................................................... 62 Holiday Pay ................................................................................................................................................................ 63 Holidays ..................................................................................................................................................................... 63 Benefit Eligibility ........................................................................................................................................................ 64 Health and Dental Insurance ..................................................................................................................................... 64 Long Term Disability Insurance ................................................................................................................................. 65 6

Dr. Bradford G. Saron A Note from our Superintendent: Welcome! First off, we are so pleased to have you as a member of our staff at Chippewa Falls Area Unified School District! Our employees tirelessly bring dedication, talent, and promise to their jobs every day. To a great degree, our success as a school district is a result of the people who work in our buildings, advancing to our vision of Educational Excellence for a Changing Tomorrow. This vision frames our obligation to provide for a free and appropriate education to all children. It frames the governance and policies of our seven member Board of Education. It also frames our school district goals, and this very document. We all do this on behalf of the children of the greater Chippewa Falls area, which is why this organization exists. Employees of the Chippewa Falls Area Unified School District can expect to be treated fairly and equitably as we work toward serving children. This living document is our best endeavor in the fair and equitable treatment of staff as we serve our community and the children in it. We are so pleased to have you as a member of our team, and we hope that the opportunity to be a part of this innovative and exceptional school district is professionally satisfying to our employees. This Employee Handbook has been developed to provide employees with clear information and guidance that is easily accessible. It is each employeeâ&#x20AC;&#x2122;s responsibility to read and become familiar with the information and to comply with the policies and procedures delineated herein. As it is not easy to capture all the complexities of our organization into one document, the information is this handbook is comprehensive but not all-inclusive. As questions and concerns arise, please donâ&#x20AC;&#x2122;t hesitate to contact your immediate supervisor.

Jim Dimock Dear Employee, The Chippewa Falls School District is committed to providing the highest quality of education to all students in our community. To successfully accomplish this important mission, it is essential that each employee understands his or her role, and how this role assists in providing quality instruction. The Employee Handbook is an important communications tool to help in this understanding. More and more, federal and state laws, as well Board of Education policies, govern the workplace. This Handbook is intended to provide employees with answers to the important responsibilities they have in our organization. It provides information related to policies and procedures, the benefits enjoyed by employees, and the guidelines of our organization. It also references where complete information can be found.

We are all privileged to work in a school district that demonstrates our vision of Educational Excellence for a Changing Tomorrow, and our employees are what bring that vision to life! Thank you for choosing to work in CFAUSD!

It is the desire and hope of the Board of Education that this document be a useful and valued tool for you.

Dr. Bradford G. Saron

Jim Dimock Board of Education President 7 ________________________________________

District Administrator

Part 1:

All Chippewa Falls Area Unified School District Employees 2

Section I: Employee Expectations See all Board Policies (BP) on the School District website under “Policy Manual.” The most current version of the employee handbook is available on the district’s website. http://cfsd.chipfalls.k12.wi.us/staff/staffhandbook.cfm

Staff Ethics An effective educational program requires the services of men and women of integrity, high ideals, and human understanding. To maintain and promote these essentials, the Board of Education expects all employees to maintain high standards in their working relationships, and in the performance of their duties to: A. recognize basic dignities of all individuals with whom they interact in the performance of duties; B. represent accurately their qualifications; C. exercise due care to protect the mental and physical safety of students, colleagues, and subordinates; D. seek and apply the knowledge and skills appropriate to assigned responsibilities; E. keep in confidence legally confidential information; F. ensure that their actions or those of another on their behalf are not made with specific intent of advancing private interests; G. avoid accepting anything of value offered by another for the purpose of influencing judgment; H. refrain from using position or public property, or permitting another person to use an employee’s position or public property for partisan political or religious purposes. This will in no way limit constitutionally or legally protected rights as a citizen; I. adhere to the policies of the Board and the administrative guidelines. Reference: B.P. 3210/4210

Conflicts of Interest The maintenance of unusually high standards of honesty, integrity, impartiality, and professional conduct by School District employees is essential to ensure the proper performance of school business as well as to earn and keep public confidence in the School District. To accomplish this, the Board of Education has adopted the following guidelines to assure that conflicts of interest do not occur. These are not intended to be all-inclusive, or to substitute for good judgment on the part of all employees. Employees are expected to perform their duties in a manner free from conflict of interest consistent with 19.59, Wis. Stats. A. No employee shall engage in or have a financial interest, directly or indirectly, in any activity that conflicts or raises a reasonable question of conflict with his/her duties and responsibilities in the school system. B. Employees shall not engage in business, private practice of their profession, the rendering of services, or the sale of goods of any type where advantage is taken of any professional relationship they may have with any student, client, or parents of such students or clients in the course of their employment with the School District. Included, by way of illustration rather than limitation are the following: 1. the provision of any private lessons or services for a fee 2. soliciting on school premises or under circumstances which are coercive for the private sale of goods or services to students or other employees 1

the use, sale, or improper divulging of any privileged information about a student or client gained in the course of the employee’s employment or through his/her access to School District records 4. the referral of any student or client for lessons or services to any private business or professional practitioner if there is any expectation of reciprocal referrals, sharing of fees, or other remuneration for such referrals 5. the requirement of students or clients to purchase any private goods or services provided by an employee or any business or professional practitioner with whom any employee has a financial relationship, as a condition of receiving any grades, credits, promotions, approvals, or recommendations Employees shall not make use of materials, equipment, or facilities of the School District in private practice. Examples would be the use of facilities before, during, or after regular business hours for services to private practice clients, or the checking out of items from an instructional materials center for private practice. Should exceptions to this policy be necessary in order to provide mandatory services to students or clients of the School District, all such exceptions will be made known to the employee’s supervisor and will be disclosed to the Superintendent of Schools before entering into any private relationship.

Reference: B.P. 1130

Outside Activities of Staff Employees are to avoid situations in which their personal interests, activities, and associations may conflict with the interests of the District. If such situations threaten any employee’s effectiveness within the District, the Board reserves the right to evaluate the impact of such interest, activity or association upon an employee’s responsibilities. So that staff members may avoid situations in which their personal interests, activities, and associations may conflict with the interests of the District, the following guidelines are provided: A. Refrain from making public utterances about private associations if such remarks are likely to violate community standards of propriety. B. Avoid conduct and associations outside the school, which, if known, could have an adverse or harmful effect upon the school community. C. Employees will not be excused from work without a valid reason to attend outside activities. D. Do not use school property or school time to solicit or accept customers for private enterprises, without written administrative permission. E. Refrain from expressions that would disrupt harmony among co-workers or interfere with the maintenance of discipline by school officials. F. Do not engage in political activities during assigned hours of employment. G. Do not conduct unapproved solicitations on school property. H. Do not reveal confidential information to which employees were privy at school. Reference: B.P. 3231/4231

Confidentiality Statement According to State Statute 118.125, all pupil records defined as behavior records, directory data, progress records, pupil physical health records and all other pupil records are to remain confidential. Many of our employees need access to confidential student information and records in order to do their jobs. While an open climate of information sharing is most often desirable, there is a need to safeguard the security of student and personnel information and any business information that could be detrimental to the School District or our students. Such information includes (but is not limited to): • Correspondence • Mailing lists • Personnel related data • Computer printouts • Electronic data (files and programs) • Financial reports or data • All student data This also includes any other information that a prudent person could reasonably believe to be confidential. Any employee or former employee who discloses information concerning a student will be subject to disciplinary action up to and including discharge and legal action. Reference: B.P.8350

SECTION II: EMPLOYMENT POLICIES & PRACTICES HIRING PRACTICES: Personnel Policies Goals The personnel policies of the School District are an essential part of the program of public education in the community. The philosophy of a school district and the community is generally reflected in these policies. Through its personnel policies, the Board wishes to establish conditions that will attract, keep and grow the best-qualified personnel for all positions who will devote themselves to the education and welfare of our students. Provisions for the implementation of adopted personnel policies should include channels of communication and procedures for handling professional and ethical problems, through which all persons or groups affected, may voice their opinions. To keep its personnel policies and the corresponding administrative regulations in the highest state of effectiveness and to achieve the above purposes, the Superintendent of Schools is directed to establish the procedures needed. Reference: B.P. 3100/4100

Employment Eligibility Verification The Immigration Reform Act of 1986 requires all employers to verify employment eligibility of all individuals in a form approved by the Attorney General. An employee will be asked to complete an I-9 (Employment Verification Form) and to provide the required identification for the School District to complete its portion of the I-9 form. Reference: B.P. 4111, AG 3111b, and 4111b

Tuberculosis Screening As required by State Statutes, 118.25, freedom from tuberculosis in a communicable form is a condition of employment. All school employees who come in contact with children or who handle or prepare food for children while they are under the supervision of school authorities must have a chest X-ray or tuberculin test. The School District shall direct employees to the local public health department and reimburse them for the cost of the test. If an employee chooses to go to their own health care provider, the district will reimburse the employee up to the cost charged by the public health department. Reference: B.P. 3160/4160

Reference Checks on Applicants As a normal course of business, past employers and other references supplied to the School District will be contacted to verify the accuracy of information written on an application form and from the interview process. Falsification of any of this information is immediate grounds for dismissal. Reference: B.P. 3120/4120

Hiring of Relatives Relatives of staff members may be employed by the Board, provided the staff member being employed is not placed in a position in which s/he would be supervised directly by the relative staff member. Reference: B.P. 3120/4120

Job Descriptions The Board of Education recognizes that it is essential for District and employee accountability for each staff member to be fully aware of the duties and responsibilities of his/her position. Job descriptions document and describe the essential functions for professional and classified staff positions and thereby promote organizational effectiveness and efficiency. Job descriptions shall be brief, factual, and, wherever possible, generically descriptive of similar jobs. After reviewing the job description, the staff member shall sign and date one (1) copy of the job description. The signature shall also confirm that the staff member has received a copy of the job description and that s/he was given the opportunity to discuss the contents with his/her immediate supervisor. In addition, the signature confirms that the staff member understands that it is his/her responsibility to perform satisfactorily the duties and responsibilities described therein. The signed copy shall be included in the staff member’s personnel file. Reference: B.P. 1400/3120.01/4120.01

Criminal Background Check The Board of Education requires an inquiry into the background of each applicant the Superintendent of Schools recommends for employment on the District’s support and professional staff. Should it be necessary to employ a person in order to maintain continuity of the program prior to receipt of the report, the Superintendent of Schools may employ the person on a provisional basis until the report is received. All information and records obtained from such inquiries are to be considered confidential and shall not be released or disseminated to those not directly involved in evaluating the applicant’s qualifications. Reference: B.P. 3121/4121

Vacancies It is the policy of the Board of Education to employ the person best suited to perform the duties of a particular District vacancy at any level. When the District determines that a vacancy or new position shall be filled, the District shall typically post a notice of such vacancy or new position for a minimum of five (5) working days, if reasonable and appropriate to do so. The posting notice shall include the date the position is to be filled, title of position, requirements, and may include rate of pay and benefits. The District retains the right to determine what, how, and when to recruit outside applicants. All applicants will be screened to determine those interviewed, and the selection will be made on the basis of the most qualified individual to meet the educational needs of District students. All employees who interview for a position will be notified of the selection outcome. The District may involuntarily transfer individuals as needed based on qualifications and educational needs. Reference: B.P. 3132/4132

GENERAL EMPLOYMENT POLICIES: Employment Status and Eligibility No employee of the School District has the authority to enter into a written or oral contract with another employee. Nothing contained in this handbook is intended to alter this fact. Only written contracts of employment and teacher agreements executed by the School Board of the Chippewa Falls School District will be recognized by the School District. Reference: B.P. 3120/4120

Performance Evaluation An important component in the School Districtâ&#x20AC;&#x2122;s commitment to excellence is the evaluation of staff. All District personnel are evaluated based on the performance of their job duties and responsibilities. The purpose of evaluation is to improve and reinforce the skills, attitudes, and abilities which enable an employee to be effective in educating students and in achieving assigned job goals. Teachers new to the district are evaluated six times during their first three years of employment with the District. Thereafter, teachers are evaluated every three years. In instances of non-performance of duties, a teacher may be recommended for non-renewal. Reference: B.P. 3220/4220

Compensation The Board of Education strives to provide compensation and benefits that are competitive with the labor market. To that end, and within the means of the District, the Board seeks to set salary ranges/wage rates that are at levels competitive within the prevailing labor market. The benefits program of the District is designed to help protect employees against significant financial losses due to sickness, disability, or death, to provide employeesâ&#x20AC;&#x2122; rest and renewal, and to provide a means for retirement savings. Combined, salary levels and benefit design provide a total compensation package for employees. The Board administers this policy in accordance with the principles of equal employment opportunity. Reference: B.P. 3120a/4120a

Employment of Personnel for Co-Curricular/Extra-Curricular Activities The Board of Education may find it necessary to employ, on a part-time basis, coaches or activity sponsors who are not members of the professional staff. Subject to and consistent with any applicable terms of WIAA rules and guidelines, such part-time employees may be individuals from the community or nearby areas. The Superintendent of Schools shall follow administrative guidelines to ensure that each person employed as a coach or activity sponsor has the appropriate qualifications, has been properly interviewed, and signs an employment contract which includes the conditions of employment, compensation arrangements, and contract termination procedures. There must also be verification that a satisfactory background check has been conducted by the District through appropriate State agencies or other applicable means. Reference: B.P. 3120.08

Employee Categories 6

Each position in the District is designated as either exempt or non-exempt from the Federal Fair Labor Standards Act, and State Wage and Hour laws. Exempt: Employees in exempt positions as determined by the Fair Labor Standards Act are paid on a salary basis and are excluded from specific provisions of federal and state wage and hours laws and are not eligible for overtime pay. Non-Exempt: Employees in nonexempt jobs as determined by the Fair Labor Standards Act are paid on an hourly basis and are entitled to overtime pay for hours worked in excess of 40 in a work week.

Exempt employees as defined by Fair Labor Standards Act and the Wisconsin Municipal Employee Relations Act. Although professionals’ work is not limited to any specified number of hours or days per week, the “normal” hours of work for full-time employees in positions authorized as “forty hours per week” are considered to be eight (8) hours per day, Monday through Friday, including a duty-free thirty (30) minute lunch period. Non-exempt: All hourly employees are considered Non-exempt. They fall into one of the following categories: Regular Employees are defined as hourly employees whom the District continuously employs, working either a fiscal or a school year until the District, at its discretion, changes the status of the employee. Regular full-time employees are those who work at least six (6) hours per day. Regular part-time employees are those who work less than six (6) hours per day. Limited Term Employees (LTE) are those employees whose positions’ duration is not expected to exceed twelve (12) months. Contracted services employees are defined as persons who are typically contracted for specific services over the course of the school year. Casual employees are defined as persons who are not scheduled to work on a regular basis. Temporary employees are defined as persons hired for a specific project for a specific length of time. A temporary employee has no expectation of continued employment. Substitute employees are those employees hired to fill temporary vacancies of permanent full-time and part-time employees. Reference: B.P. 3120.02/4120.02/6700

Reduction in Force It is the responsibility of the Board of Education to provide the staff necessary for the implementation of the educational program of the District and the operation of the schools and to do so efficiently and economically. The Board reserves the right to abolish positions in the District and to reduce the staff whenever reasons of decreased enrollment of students, return to duty of regular staff members after leaves of absence, suspension of schools or territorial changes affecting the District, or other circumstances warrant. Where appropriate, attrition may be used to achieve the necessary number of position reductions. Selection of staff for reduction once positions have been identified will be based on the following considerations: the qualifications of the employees being considered for reduction, the performance of employees, based on performance evaluations, input from direct supervisors, length of service to the District. The Superintendent shall determine the appropriate employees for reduction considering all factors that he or she deems important and in the best interests of the District. The rehiring of employees that have been laid off shall be determined by the employer based on the most qualified person to perform the available work. Reference: B.P. 3131/4131

Board-Staff Communications The Board of Education has a legitimate interest in maintaining order by directing that employee communications to the School Board move initially through the chain of command to the District Administrator. Employees are expected to follow the established chain of communication as described in this policy. Failure to do so may result in employee discipline.

Staff Communications to the Board All communications from staff members related to the performance of their job duties or responsibilities to the Board or its committees shall be submitted through the Superintendent of Schools. This procedure is not intended to deny any staff member the right to appeal to the Board on important matters through established procedures.

Board Communications to Staff All official communications, policies, and directives of the Board of staff interest and concern to the staff will be communicated through the Superintendent of Schools, who shall also keep staff members fully informed of the Boardâ&#x20AC;&#x2122;s problems, concerns, and actions.

Social Interaction Both staff and Board members share a keen interest in the schools and in education generally, and it is to be expected that when they meet at social affairs and other functions, they will informally discuss such matters as educational trends, issues, innovations, and general activities of the District. Individual Board members have no special authority except when they are convened at a legal meeting of the Board or vested with special authority by Board action. Discussions between staff and Board members related to the performance of job duties or responsibilities are inappropriate violations of the chain of command. Reference: B.P. 1460/3112/4112

SECTION III: WORKPLACE POLICIES KEY POLICIES: EMPLOYEE ANTI-HARASSMENT Prohibited Harassment The Board of Education is committed to a work environment that is free of harassment of any form. The Board will not tolerate any form of harassment and will take all necessary and appropriate action to eliminate it. Any member of the School District community who violates this policy will be subject to disciplinary action, up to and including termination of employment. Additionally, appropriate action will be taken to stop and otherwise deal with any third party who engages in harassment against our employees. The Board will vigorously enforce its prohibition against discriminatory harassment based on sex, race, color, ethnicity, national origin, religion, marital status, disability, or genetic information that are protected by Federal and State civil rights laws (hereinafter referred to as unlawful harassment), and encourages those within the School District community as well as third parties, who feel aggrieved to seek assistance to rectify such problems. Additionally, the Board prohibits harassment that affects tangible job benefits, interferes unreasonably with an individualâ&#x20AC;&#x2122;s work performance, or creates an intimidating, hostile, or offensive working environment. Harassment may occur employee-to-employee, student-to-employee, male-to-female, female-to-male, male-to-male, or female-to-female. The Board will investigate all allegations of unlawful harassment and in those cases where unlawful harassment is substantiated, the School Board will take immediate steps calculated to end the harassment, prevent its reoccurrence, and, if applicable, remedy its effects. Individuals who are found to have engaged in unlawful harassment will be subject to appropriate disciplinary action. For purposes of this policy, "School District community" means individuals subject to the control and supervision of the Board including, but not limited to, students, teachers, staff, volunteers, and Board members, agents, contractors, or other persons. For purposes of this policy, "third parties" include, but are not limited to, guests and/or visitors on School District property (e.g., visiting speakers, participants on opposing athletic teams, parents), vendors doing business with, or seeking to do business with the District, and other individuals who come in contact with members of the School District community at school-related events/activities (whether on or off School District property).

Definitions "Harassment" means any threatening, insulting, or dehumanizing gesture, use of data or computer software, or written, verbal or physical conduct directed against a school employee that: A places a school employee in reasonable fear of harm to his/her person or damage to his/her property; B

is sufficiently severe, pervasive, and persistent so as to create a hostile working environment which materially alters the employee’s working conditions from the perspective of a reasonable person similarly situated.

has the effect of substantially disrupting the orderly operation of a school

Sexual Harassment Pursuant to Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972, “sexual harassment” is defined as unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitutes sexual harassment when: A

a supervisory employee engages in harassing behavior towards a subordinate employee, regardless of whether such conduct creates a hostile work environment;

acquiescence in or submission to such conduct is an explicit or implicit term or condition of employment;

an individual's acquiescence in, submission to, or rejection of such conduct becomes the basis for employment decisions affecting that individual;

such conduct is sufficiently severe, pervasive, and persistent such that it has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment;

consensual sexual relationships where such relationship leads to favoritism of a subordinate employee with whom the superior is sexually involved and where such favoritism results in an adverse employment action for another employee or otherwise creates a hostile work environment;

inappropriate boundary invasions by a District employee or other adult member of the District into a student's personal space and personal life.

Sexual harassment may involve the behavior of a person of either gender against a person of the same or opposite gender. Prohibited acts that constitute sexual harassment may take a variety of forms. Examples of the kinds of conduct that may constitute sexual harassment include, but are not limited to: A

unwelcome sexual propositions, invitations, solicitations, and flirtations;

physical and/or sexual assault;

threats or insinuations that a person's employment, wages, academic grade, promotion, classroom work or assignments, academic status, participation in athletics or extra-curricular programs or events, or other conditions of employment or education may be adversely affected by not submitting to sexual advances;

unwelcome verbal expressions of a sexual nature, including graphic sexual commentaries about a person's body, dress, appearance, or sexual activities; the unwelcome use of sexually degrading language, jokes or innuendoes; unwelcome suggestive or insulting sounds or whistles; obscene telephone calls;

sexually suggestive objects, pictures, videotapes, audio recordings, or literature, placed in the work or educational environment, which may embarrass or offend individuals;

unwelcome and inappropriate touching, patting, or pinching; obscene gestures;

a pattern of conduct, which can be subtle in nature, that has sexual overtones and is intended to create or has the effect of creating discomfort and/or humiliation to another;

remarks speculating about a person's sexual activities or sexual history, or remarks about one's own sexual activities or sexual history;

consensual sexual relationships where such relationship leads to favoritism of a subordinate employee with whom the superior is sexually involved and where such favoritism adversely affects other employees or otherwise creates a hostile work environment; and

verbal, nonverbal or physical aggression, intimidation, or hostility based on sex or sexstereotyping that does not involve conduct of a sexual nature.

Sexual relationships between staff members, where one staff member has supervisory responsibilities over the other, are discouraged as a matter of Board policy. Such relationships have an inherent possibility of being construed as sexual harassment because the consensual aspect of the relationship may be the result of implicit or explicit duress caused by uncertainty regarding the consequences of non-compliance. Romantic or sexual relationships between District staff (teachers, aides, administrators, coaches or other school authorities) and a student is expressly prohibited. Any school staff member who engages in sexual conduct with a student may also be guilty of a crime and any information regarding such instances will be reported to law enforcement authorities.

Boundary Invasions Boundary invasions may be appropriate or inappropriate. Appropriate boundary invasions make medical or educational sense. For example, a teacher or aide assisting a kindergartner after a toileting accident or a physical education teacher or a coaching demonstration during wrestling or football can be appropriate. However other behaviors might be going too far, are inappropriate and may be signs of sexual grooming. Inappropriate boundary invasions may include, but are not limited to the following: A

telling sexual jokes to students

engaging in talk containing sexual innuendo or banter with students

talking about sexual topics that are not related to curriculum

showing pornography to a student

giving students rides in the staff member's personal vehicle or taking students on personal outings without administrative approval

invading a student's privacy (e.g. walking in on the student in the bathroom, locker-room, asking about bra sizes or previous sexual experiences)

inviting students to the staff member's home without proper chaperones (i.e. another staff member or parent of student) or purpose with administrative direction

getting a student out of class to socialize with the staff member

providing therapy to or counseling a student regarding a personal problem (i.e. problems related to sexual behavior, substance abuse, mental or physical health, and/or family relationships, etc.), unless properly licensed and authorized to do so

talking to a student about problems that would normally be discussed with adults (i.e. marital issues)

being alone with a student behind closed doors without a legitimate educational purpose

other similar activities or behavior:

Inappropriate boundary invasions are prohibited and must be reported promptly to the Director of Human Resources or designee.

Religious (Creed) Harassment Prohibited religious harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's religion or creed and when the conduct has the purpose or effect of interfering with the individual's work performance; or of creating an intimidating, hostile, or offensive working environment. Such harassment may occur where conduct is directed at the characteristics of a person's religious tradition, clothing, or surnames, and/or involves religious slurs.

National Origin Harassment Prohibited national origin harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's national origin and when the conduct has the purpose or effect of interfering with the individual's work performance; or of creating an intimidating, hostile, or offensive working environment. Such harassment may occur where conduct is directed at the characteristics of a person's national origin, such as negative comments regarding customs, manner of speaking, language, surnames, or ethnic slurs.

Age Harassment Prohibited age based harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's age, being over age forty (40), and when the conduct has the purpose or effect of interfering with the individual's work performance; or of creating an intimidating, hostile, or offensive working environment.

Racial/Color Harassment Prohibited race/color based harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's race and/or color and when the conduct has the purpose or effect of interfering with the individual's work performance; or of creating an intimidating, hostile, or offensive working environment.

Disability Harassment Prohibited disability harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual’s disability, perceived disability, or record of disability, and when the conduct has the purpose or effect of interfering with the individual’s work performance; or of creating an intimidating, hostile, or offensive working environment. Such harassment may occur where conduct is directed at the characteristics of a person’s current or past disabling condition or a perceived condition, such as negative comments about speech patterns, movement, physical impairments or defects/appearances, or the like. Such harassment may further occur where conduct is directed at or pertains to a person's genetic information.

Reports and Complaints of Harassing Conduct Members of the School District community and third parties, which includes all staff, are encouraged to promptly report incidents of unlawful harassing conduct to an administrator, supervisor or other School District official so that the Board may address the conduct before it becomes severe, pervasive, or persistent. Any administrator, supervisor, or other District official who receives such a complaint shall file it with the District’s Anti-Harassment Compliance Officer at his/her first opportunity. Members of the School District community or third parties who believe they have been unlawfully harassed by another member of the School District community or a third party are entitled to utilize the Board's complaint process that is set forth below. Initiating a complaint, whether formally or informally, will not adversely affect the complainant’s employment or participation in educational or extra-curricular programs unless the complainant makes the complaint maliciously or with knowledge that it is false.

Reporting procedures are as follows: A

Any employee who believes s/he has been the victim of harassment prohibited under this policy is encouraged to report the alleged harassment to appropriate school officials.

Teachers, administrators, and other school officials who have or receive notice that an employee has or may have been the victim of harassment prohibited under this policy shall immediately report the alleged harassment to an appropriate school official.

Any other person with knowledge or belief that an employee has or may have been the victim of harassment prohibited by this policy shall be encouraged to immediately report the alleged acts to an appropriate school official.

The reporting party or complainant shall be encouraged to use a report form available from the principal of each building or available from the District office, but oral reports shall be considered complaints as well. Use of formal reporting forms shall not be mandated. However, all oral complaints shall be reduced to writing. Further, nothing in the administrative guidelines shall prevent any person from reporting harassment directly to the Director of Human Resources.

To provide individuals with options for reporting harassment to an individual of the gender with which they feel most comfortable, each school's building principal shall be advised to designate both a male and a female Complaint Coordinator for receiving reports of harassment prohibited by this policy. At least one (1) Complaint Coordinator or other individual shall be available outside regular school hours to address complaints of harassment that may require immediate attention.

Anti-Harassment Compliance Officers The following individuals serve as "Anti-Harassment Compliance Officers" for the District. They are hereinafter referred to as the "Compliance Officers". Name: Sherry Jasper Address: Halmstad Elementary, 565 E. South Ave., Chippewa Falls, WI E-mail address: jaspersm@chipfalls.k12.wi.us Phone Number: 715-726-2415 #3504 Name: Warren Bowe Address: Chippewa Falls High School, 735 Terrill St., Chippewa Falls, WI E-mail address: bowewj@chipfalls.k12.wi.us Phone Number: 715-726-2406 #1123 The names, titles, and contact information of these individuals will be published annually in the parent and staff handbooks and/or on the School District's web site. A Compliance Officer will be available during regular school/work hours to discuss concerns related to unlawful harassment, to assist students, other members of the School District community, and third parties who seek support or advice when informing another individual about "unwelcome" conduct.

The Compliance Officers are assigned to accept complaints of unlawful harassment directly from any member of the School District community or a visitor to the District, or to receive complaints that are initially filed with a school building administrator. Upon receipt of a complaint either directly or through a school building administrator, a Compliance Officer will begin either an investigation or the Compliance Officer will designate a specific individual to conduct such a process. The Compliance Officer will prepare recommendations or will oversee the preparation of such recommendations by a designee for the Director of Human Resources or, in the event the alleged harasser is the Director of Human Resources, for the Board President. All members of the School District community must report incidents of harassment that are reported to them to the Compliance Officer within two (2) business days of learning of the incident.

Investigation and Complaint Procedure Any employee or other member of the School District community or visitor to the District who believes that s/he has been subjected to unlawful harassment or has witnessed unlawful harassment of another may seek resolution of his/her complaint through either the procedures as described below. Further, a process for investigating claims of harassment and a process for rendering a decision regarding whether the claim of legally prohibited harassment was substantiated are set forth below. Due to the sensitivity surrounding complaints of unlawful harassment, time lines are flexible for initiating the complaint process; however, individuals should make every effort to file a complaint as soon as possible after the conduct occurs while the facts are known and potential witnesses are available. Once the complaint process is begun, the investigation will be completed in a timely manner.

Complaint Procedure An individual who believes she/he has been subjected to harassment hereinafter referred to as the "complainant", may file a complaint, either orally or in writing with a teacher, principal, Compliance Officer, or Director of Human Resources, or other District employee. Any employee that receives notice of a complaint, whether in writing or orally shall report such information to the Compliance Officer or designee as soon as possible, but in any case within two (2) business days. Throughout the course of the process as described herein, the Compliance Officer should keep the parties informed of the status of the investigation and the decision making process. All written complaints must include the following information to the extent it is available: the identity of the individual believed to have engaged in, or be actively engaging in, harassment; a detailed description of the facts upon which the complaint is based; and a list of potential witnesses. If the complainant is unwilling or unable to provide a written statement including the information set forth above, the Compliance Officer shall ask for such details in an oral interview. Thereafter the Compliance Officer will prepare a written summary of the oral interview, and the complainant will be asked to verify the accuracy of the reported charge by signing the document. Upon receiving a complaint, the Compliance Officer will consider whether any action should be taken in the investigatory phase to protect the complainant from further harassment or retaliation including but not limited to a change of work assignment or schedule for the complainant and/or the alleged harasser. In making such a determination, the Compliance Officer should consult the Director of Human Resources. No temporary arrangements shall be disciplinary to either the complainant or respondent. 16

Within two (2) business days of receiving a formal complaint, the Compliance Officer will inform the individual alleged to have engaged in the harassing conduct, hereinafter referred to as the "respondent", that a complaint has been received. The respondent will be informed about the nature of the allegations and a copy of this policy shall be provided to the respondent at that time. The respondent must also be informed of the opportunity to submit a written response to the complaint within five (5) business days. Within five (5) business days of receiving the complaint, the Compliance Officer or a designee will initiate a formal investigation to determine whether the complainant has been subject to offensive conduct/harassment. Although certain cases may require additional time, the Compliance Officer or a designee will attempt to complete an investigation into the allegations of harassment within fifteen (15) business days of receiving the formal complaint. The investigation will include: A

interviews with the complainant;

interviews with the respondent;

interviews with any other witnesses who may reasonably be expected to have any information relevant to the allegations;

consideration of any documentation or other evidence presented by the complainant, respondent, or any other witness which is reasonably believed to be relevant to the allegations.

At the conclusion of the investigation, the Compliance Officer or the designee shall prepare and deliver a written report to the Director of Human Resources which summarizes the evidence gathered during the investigation and provides recommendations based on the evidence and the definition of unlawful harassment as provided in this policy and State and Federal law as to whether the complainant has been subject to unlawful harassment. In determining if discrimination occurred, a preponderance of evidence standard will be used (meaning that the greater weight of the evidence supports one conclusion). The Compliance Officer's recommendations must be based upon the totality of the circumstances, including the ages and maturity levels of those involved. The Compliance Officer may consult with the School Board Attorney before finalizing the report to the Director of Human Resources. Absent extenuating circumstances, within ten (10) business days of receiving the report of the Compliance Officer or the designee, the Director of Human Resources must either issue a final decision regarding whether or not the complaint of harassment has been substantiated or request further investigation. A copy of the Director of Human Resources final decision will be delivered to both the complainant and the respondent. If the Director of Human Resources requests additional investigation, the Director of Human Resources must specify the additional information that is to be gathered, and such additional investigation must be completed within ten (10) business days. At the conclusion of the additional investigation, the Director of Human Resources must issue a final written decision as described above.

The decision of the Director of Human Resources shall be final. If the investigation results in disciplinary action, the employee subject to discipline is entitled to file a grievance pursuant to Board Policy 4340. Nothing in this policy shall be construed to prevent an employee from bringing a complaint before the Equal Employment Opportunity Commission or the Wisconsin Equal Rights Division. The Board reserves the right to investigate and resolve a complaint or report of unlawful harassment regardless of whether the member of the School District community or third party alleging the unlawful harassment pursues the complaint. The Board also reserves the right to have the formal complaint investigation conducted by an external person in accordance with this policy or in such other manner as deemed appropriate by the Board or its designee.

Confidentiality The School District will make reasonable efforts to maintain the confidentiality of the parties involved in an investigation of unlawful harassment. The School District will respect the privacy of the complainant, the respondent, and all witnesses in a manner consistent with the School District's legal obligations under State and Federal law. Confidentiality, however, cannot be guaranteed. All complainants proceeding through the formal investigation process should be advised that their identities may be disclosed to the respondent. During the course of an investigation, the Compliance Officer or his/her designee will determine whether confidentiality during the investigation process is necessary to protect the interests and reputations of those involved and/or to protect the integrity of the investigation and if so shall instruct all members of the School District community and third parties who are interviewed about the importance of maintaining confidentiality. Any individual who is interviewed as part of a harassment investigation is expected not to disclose any information that s/he learns or that s/he provides during the course of the investigation. All public records created as a part of an investigation of a complaint of harassment will be maintained by the Compliance Officer in accordance with the Board's records retention policy. Any records which are considered student records in accordance with the State or Federal law will be maintained in a manner consistent with the law.

Sanctions and Monitoring The Board shall vigorously enforce its prohibitions against unlawful harassment by taking appropriate action reasonably calculated to stop the harassment and prevent further such harassment. While observing the principles of due process, a violation of this policy may result in disciplinary action up to and including the discharge of an employee. All disciplinary action will be taken in accordance with applicable law. When imposing discipline, the Director of Human Resources shall consider the totality of the circumstances. In those cases where unlawful harassment is not substantiated, the Board may consider whether the alleged conduct nevertheless warrants discipline in accordance with other Board policies. All sanctions imposed by the Board and/or Director of Human Resources shall be reasonably calculated to end such conduct, prevent its reoccurrence, and remedy its effects.

Retaliation Any act of retaliation against a person who has made a report or filed a complaint alleging unlawful harassment, or who has participated as a witness in a harassment investigation is prohibited.

Allegations Constituting Criminal Conduct If the Compliance Officer or a designee has reason to believe that the complainant has been the victim of criminal conduct, such knowledge should be reported to local law enforcement, with prior consultation with the Director of Human Resources. Any reports made to local law enforcement shall not terminate the Compliance Officer's or a designee's obligation and responsibility to continue to investigate a complaint of harassment. While the Compliance Officers or a designee may work cooperatively with outside agencies to conduct concurrent investigations, the harassment investigation shall not be stopped due to the involvement of outside agencies without good cause after consultation with the Director of Human Resources.

Reprisal Submission of a good faith complaint or report of harassment will not affect the complainant's or reporter's work status or work environment. However, the Board also recognizes that false or fraudulent claims of harassment or false or fraudulent information about such claims may be filed. The Board reserves the right to discipline any person filing a false or fraudulent claim of harassment or false or fraudulent information about such a claim. The District will discipline or take appropriate action against any member of the School District community who retaliates against any person who reports an incident of harassment prohibited by this policy or participates in a proceeding, investigation, or hearing relating to such harassment. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment.

Miscellaneous The District shall conspicuously post a notice including this policy against harassment in each school in a place accessible to the School District community and members of the public. This notice shall also include the name, mailing address, and telephone number of the Complaint Coordinators, the name, mailing address, and telephone number of the State agency responsible for investigating allegations of discrimination in educational opportunities, and the mailing address and telephone number of the United States Equal Opportunity Employment Commission. A summary of this policy and any related administrative guidelines shall appear in the employee handbook and a copy shall be made available upon request of employees and other interested parties.

Education and Training In support of this policy, the Board promotes preventative educational measures to create greater awareness of unlawful discriminatory practices. The Director of Human Resources shall provide appropriate information to all members of the School District community related to the implementation of this policy and shall provide training for District students and staff on an annual basis, and at such other times as the Board in consultation with the District Administrator determines is necessary or appropriate. This policy shall be reviewed at least annually for compliance with local, State, and Federal law. The Board will respect the privacy of the complainant, the individuals against whom the complaint is filed, and the witnesses as much as practicable, consistent with the Board's legal obligations to investigate, to take appropriate action, and to conform with any discovery, disclosure, or other legal obligations. Wis. Stats. 111.31, 118.195, 118.20 20 U.S.C. 1400 et seq., The Individuals with Disabilities Improvement Act of

2004, as amended (commonly known as The Individuals with Disabilities Act) 20 U.S.C. 1681 et seq. 20 U.S.C. 1681 et seq., Title IX 29 U.S.C. 621 et seq., Age Discrimination in Employment Act of 1967 29 U.S.C. 794, Rehabilitation Act of 1973 29 C.F.R. Part 1635 29 U.S.C. 6101, The Age Discrimination Act of 1975 42 U.S.C. 2000d et seq. 42 U.S.C. 2000e et seq. 42 U.S.C. 1983 42 U.S.C. 12101 et seq., Americans with Disabilities Act of 1990, as amended 42 U.S.C. 2000ff et seq., The Genetic Information Nondiscrimination Act

Reference: B.P. 3362/4362/3362.01/4362.01/5517.01

Workplace Violence The Board of Education believes that employees may be able to work in an environment free of threatening speech or actions. Threatening behavior consisting of any words or deeds that intimidate an employee or cause anxiety concerning his/her physical and/or psychological well-being is strictly forbidden. Any student, parent/guardian, visitor, staff member or agent of the Board who is found to have threatened a member of the staff will be subject to discipline and reported to the appropriate law enforcement authorities. The Board of Education is committed to providing a safe, positive, productive, and nurturing educational environment for all. The Board encourages the promotion of positive interpersonal relations between members of the school community. To that end, aggressive behavior is strictly prohibited and will not be tolerated. This prohibition includes physical, verbal, and psychological abuse. The Board will not tolerate any gestures, comments, threats, or actions which cause or threaten to cause bodily harm or personal degradation. Aggressive behavior includes but is not limited to bullying, harassment, intimidation, and menacing. Further, the Board of Education prohibits employees from possessing, storing, making, or using a weapon in any setting that is under the control and supervision of the District for the purpose of school activities approved and authorized by the District including, but not limited to, property leased. owned or contracted for by the District, a school-sponsored event, or in a District vehicle without the permission of the Superintendent of Schools. The term â&#x20AC;&#x153;weaponâ&#x20AC;? means any object which, in the manner it is used, is intended to be used, or is represented, is capable of inflicting serious bodily harm or property damage, as well as endangering the health and safety of persons. Weapons include, but are not limited to, firearms, guns of any type, knives, razors, clubs, electric weapons, metallic knuckles, martial arts weapons, ammunition, and explosives. Any staff member who violates this policy shall be referred to law enforcement officials. Exceptions to this policy include weapons under the control of law enforcement personnel; items approved by the principal as part of a class or individual presentation under adult supervision, if used for the purpose of and in the manner approved; theatrical props used in appropriate settings; starter pistols used in appropriate settings. Reference: B.P. 3217/4217/3362.01/4362.01/5517.01/7217

Drug Free Workplace The Board of Education believes that quality education is not possible in an environment affected by drugs. Consistent with the Drug-Free Workplace Act, the Board prohibits the manufacture, possession, use, distribution, transfer, sale, or dispensing of any controlled substance, including alcohol, by any District employee at any time while on District property or while involved in any District-related activity or event. The District requires the cooperation of all employees in administering this policy. Any employee who violates this policy shall be subject to disciplinary action in accordance with District guidelines. The Board’s goal is to resolve problems with alcohol or other drugs before they become serious enough to require management referral and/or disciplinary action. For employees who have a drug or alcohol problem, assistance is available through the District EAP (Employee Assistance Program). Some costs may be handled by the District, while others may be handled through District health insurance (for covered employees). Successful participation in treatment programs is viewed as a positive effort by employees. However, participation does not prevent disciplinary action for violation of District policy or relieve an employee of responsibility to perform assigned duties in a safe and effective manner. Any employee suspected of being under the influence of alcohol or other drugs during working hours shall be immediately taken to a local healthcare facility for further diagnosis. Should the employee refuse or be found to be under the influence of drugs, he/she shall be subject to disciplinary action, up to and including termination. While the appropriate use of prescription medication is not prohibited, employees should advise their supervisors of any prescription medication use that could affect one’s ability to safely perform their job. In compliance with state and federal law, the Board has established a drug and alcohol testing procedure for any employee whose position requires that they hold a commercial driver’s license. Reference: B.P. 3122.01/4122.01/3170/4170/3170.01/4170.01/4162

Non-Discrimination and Equal Employment Opportunity The Board of Education does not discriminate on the basis of any characteristic protected under State or Federal law including, but not limited to, race, color, age, sex, creed or religion, handicap or disability, marital status, citizenship status, veteran status, military services (as defined in 111.32 Wis. Stats.), sexual orientation, national orientation, ancestry, arrest record, conviction record, use or non-use of lawful products off the District’s premises during non-working hours, or any other characteristic protected by law in its employment practices. Any person who believes that he/she has been discriminated against or denied equal opportunity in employment or access to programs or services may file a complaint with the District’s Civil Rights Coordinator (Director of Human Resources), or the Superintendent of Schools. Reference: B.P. 3122/4122

Workplace Privacy The District reserves the right to search lockers, desks, and computers belonging to the District, which are connected to the network. The Board of Education recognizes its responsibility to maintain the public records of the District and to make such records available for inspection and reproduction. Within certain restrictions and limitations as defined by Wisconsin State Statute 19.21, 19.31, 19.35 and 19.39, employee records are open to the general public. However, information in an employeeâ&#x20AC;&#x2122;s personnel file, medical file, payroll file, I-9 file and all other employment-related files will not be disclosed to any third party without an employeeâ&#x20AC;&#x2122;s written consent, except to meet the legitimate business needs of the Board or as required by law (e.g. subpoena or public record request.) Reference: B.P. 8310/8320/8320.01

Student Supervision and Welfare Employees, because of their proximity to students, are frequently confronted with situations which, if handled incorrectly, could result in liability to the District and personal liability to the employee. Employees: 1. should not leave students unattended; 2. should not leave an unqualified person in charge of students; 3. should accompany students wherever they are assigned and remain with them until supervision is assumed by another responsible person; 4. should ensure students do not use non district-owned and/or maintained equipment or other equipment which may be potentially dangerous, or use facilities or equipment except for the intended purpose; 5. should organize classroom materials and equipment so as to minimize danger of injury to students and to self; 6. shall attend assigned duties. Any employee, or a person who works or volunteers with children, who is found to have had sexual contact with a student, including a student age sixteen (16) or older, shall be referred to the proper authorities and be subject to discipline up to and including discharge. This section shall not be construed as affecting any obligation on the part of staff to report suspected child abuse under Wis. Stats. 48.981 and Board Policy 8462. Pursuant to the laws of the State and Board Policy 8462, each professional staff member shall report to the proper legal authorities immediately, any sign of suspected child abuse or neglect. Hourly employees shall immediately report any such concerns to their supervisor. Reference: B.P. 3213/3213.01/4213/4213.01/8462

Staff Discipline The Board of Education retains the right and responsibility to manage the work force. When the discipline of a staff member becomes necessary, such action shall be consistent with any procedural and substantive due process rights of the individual, as well as the requirements of any applicable Board policy, and State and Federal law.

The District may be required to investigate potential wrongdoing on the part of its employees. During an investigation, employees may be required to answer such questions. Failure to cooperate in an investigation may result in discipline up to and including termination of the employee. In cases where possible wrongdoing may involve criminal activity, the District shall inform the employee that answers to questions concerning the employee’s conduct may be used by the District for determining appropriate discipline, but will not be provided to law enforcement officials in the course of their independent criminal investigation, unless otherwise required by law. Employees must also be informed that refusal to answer questions may be considered in determining discipline. Progressive discipline is a process designed to provide a structured corrective action process to improve and prevent a recurrence of policy violations and/or violations of the Employee Handbook. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. Progressive discipline is consistent with our organizational values, human resource best practices, and employment laws. Outlined below are sample steps of our process. Steps in progressive discipline create opportunities for the employee to make changes in their performance. The supervisor should discuss with the employee the nature of the problem or violation of policies and procedures and clearly outline expectations and steps the employee must take to improve performance or resolve the problem. The process features increasingly formal efforts to provide feedback to the employee so he/she can correct the problem. CFAUSD reserves the right to combine or skip steps depending upon facts of each situation and the nature of the offense. The level of disciplinary intervention is individualized. Some of the factors that will be considered in determining the level of discipline are the employee’s work record,prior performance issues and performance interventions including coaching, counseling and training, any mitigating factors, and the impact the conduct and performance issues have on District operations and our educational mission. Sample Stages of Discipline: • Face to face conversation of concern • Letter of Concern • Specific concern • Data/evidence to support concern • Offer to help/support/coach • Clear expectations • Verbal Reprimand (in written form) • Written Reprimand • Performance Improvement Plan • Suspension (with pay, without pay) • Termination The employee will be provided copies of all progressive discipline documentation. Copies of these documents will be placed in the employee’s official personnel file. The employee may provide a written response to any documentation, which will be attached to the documentation. Discipline, as outlined in the Grievance Procedure on page 25, may be disputed. Reference: B.P. 3139, B.P. 4139

Separation from Employment Separation from employment includes but is not limited to resignation, retirement, reduction in workforce, failure to return from approved leave, discharge from employment, or disability. Such employment 25

separations may be voluntary or involuntary. The Grievance Procedure is available for persons who have been discharged from employment. Termination: Employment contracts may be terminated upon a majority vote of the full membership of the Board of Education. In such cases, the Board shall abide by due process. Termination from employment is considered separation from employment by the employer for disciplinary or quality of performance reasons. Termination, as outlined in the Grievance Procedure on page 24, may be disputed. Resignation: An employee may resign their position by filing a written resignation with the Superintendent of Schools. For a teaching staff member, any provisions of the employment contract will apply. See Teacher Section for Additional Information. The Superintendent may act for the Board in acceptance of a resignation. Once accepted, a resignation may not be rescinded. Reference: B.P. 3140/4140

Grievance Procedure It is the policy of the Board to treat all employees fairly and equitably in matters affecting their employment. The Board expects employees and administrators to exercise reasonable efforts to resolve questions, problems or misunderstandings prior to utilizing the grievance procedure. The grievance procedure exists for matters of discipline (suspension or demotion), termination (separation from employment for disciplinary or quality of performance reasons), and workplace safety concerns. A four step grievance procedure exists for matters related to workplace safety: immediate supervisor, building principal, Impartial Hearing Officer, and Board of Education. In matters relating to discipline or termination there is a three step grievance procedure: immediate supervisor, Impartial Hearing Officer, and Board of Education. Reference: B.P. 3340/4340

Unrequested Leaves of Absence It is the policy of the Board of Education to protect students and employees from the effects of contagious diseases and other circumstances which render employees unable to perform assigned duties with or without accommodation. The Board may place an employee on unrequested leave of absence for physical or mental inability to perform assigned duties with or without accommodation in conformance with statute. Reference: B.P. 3161/4161

SAFETY: Safety Issues - Our Commitment to Safety The School District’s message is “take the time to do it safely!” It is the District’s expectation that employees take safety with them in everything they do: one’s involvement in an accident hurts the individual, the School District, one’s coworkers, and one’s family. Safety is a way of life. The School District is concerned about the health and welfare of each employee. Employee safety both on and off the job is of paramount importance. The School District is committed to making every practical effort to provide employees with a safe work place. Safety is more than just using the proper tools, wearing the proper protective equipment or maintaining a clean work area. It directly involves each employee as an individual – one’s attitude, one’s alertness and one’s overall approach to the job. Many dollars can be spent to provide employees with the “tools” of the trade, but any employee who doesn’t live safely, will become a statistic.

Health, Safety, and Security The School District is very concerned that employees are working in as safe and as healthy an environment as can be provided. Employees must make a conscientious effort to be aware of security, safety and health procedures as well as potential hazards to students and staff. The goal is to avoid accidents and not to create them. A safety committee will be developed and made up of various staff throughout the District. The purpose of the committee is to find ways to improve safety in the District and to make recommendations to appropriate areas on how to improve safety. Questions or concerns regarding health and safety issues should be directed to the School Safety Director. Reference: B.P. 8405/8410/8420/8431/8431.01

Safety Training Mandatory Blood Borne Pathogen training will be provided to all employees of the School District once a year. Other training, such as Right to Know (Chemical Hazard Communication) training, will be provided to staff in areas where required, along with other staff members who request such training. It is the employee’s responsibility to know, following training, where the “Right to Know” information materials are located. Equipment operations training, when required to complete position tasks, will be provided at no cost to the employee. Reference: B.P. 8450/8452/8453/8453.01

Reporting Of Accidents All accidents are to be reported immediately to oneâ&#x20AC;&#x2122;s supervisor or principal. This is to ensure correct treatment and the proper handling of the accident situation. Employees are to fill out an accident report and turn it into the Board Office within 24 hours of occurrence (unless it is a weekend or holiday). The accident report should be filled out as completely as possible with time, place, what happened, who was injured (if anyone), and any witnesses. In extreme accidents, employees are to follow the Emergency Action Plan procedures. Any eyewitnesses to an accident should note what happened, how it happened, what chemicals were being used, and any other information that would be helpful in the treatment of the injured individual. Electronic Incident/Accident reports can be found on the District Website under the District tab/District Resources/Human Resources/Work Related Injury. Questions regarding accident reporting should be directed to Human Resources. Insert LINK Reference: B.P. 8442

GENERAL POLICIES: Smoking The Board of Education is committed to providing students, staff, and visitors with a tobacco-free environment. Teachers and staff serve as role models to District students. Therefore, the Board prohibits the use of tobacco in any form including, but not limited to, cigarettes, cigars, snuff, and chewing tobacco on District premises, in District vehicles, within any indoor facility owned or leased or contracted for by the District, and used to provide education or library services to children and at all District sponsored events. Reference: B.P. 3215/4215

Staff Dress and Grooming The Board of Education believes that employees are a visible and integral part of the District. Being appropriately dressed and groomed at all times enlarges the importance of oneâ&#x20AC;&#x2122;s work, presents an image of dignity, and encourages respect. When assigned to District duty, all employees shall: 1. be physically clean, neat, and well-groomed 2. be dressed in a manner consistent with their responsibilities 3. be dressed in a manner that communicates pride in personal appearance 4. be dressed in a manner that does not cause damage to District property 5. be groomed in such a way that their dress or hairstyle does not disrupt the educational process nor cause a health or safety hazard. Out of respect for others, staff should refrain from heavy use of colognes and perfumes since many coworkers and students are sensitive to these fragrances. Reference: B.P. 3216/4216

Use of School Property The removal of any equipment, supplies or property of the District without permission from administration is not allowed. Violations will be treated as a breach in the security of the District and will be investigated fully. All employees are expected to cooperate fully with the investigation. Office Equipment, Phones, Mail Office equipment is for business use. Occasional and very limited use may be permitted at supervisor discretion. Personal phone calls out should only be made during employee break periods, unless there is an emergency. Any personal long distance calls should be made on District lines only with supervisor pre-approval. Employee should charge their home number, use a credit card, or expect to be billed for the cost of the call. The mail system is for business purposes only. The District does not under any circumstances pay postage for employee’s personal mail. School District letterhead is for School District business and is not to be used for personal correspondence. Equipment and Vehicles: The equipment and vehicles belonging to the District are expensive and may be difficult to replace. When using District property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Supervisors should be notified if any District equipment, machines, tools or vehicles appear damaged, defective, or in need of repair. Prompt reporting will help prevent deterioration of equipment and possible injury to employees and/or others. When using one’s personal vehicle for District business, employees will be reimbursed for mileage. An employee must be insurable before driving any vehicle on District business. If an employee is in an accident with their vehicle while on District business, the employee’s insurance is primary. As with any accident, it is to be reported to one’s supervisor immediately. Any tickets or fines that result from an infraction of traffic laws or parking violations while driving on District business are the responsibility of the employee. Reference: B.P. 6340/7410

Solicitation Solicitation of any kind, including solicitation for subscriptions, memberships, donations or contributions by employees or non-employees is not permitted at any time in any area of the District unless for charitable organizations. Materials for fund raising events for schools, charitable organizations, etc. may be left in break rooms only for review. However, approaching individuals while at work, during District time, is not permitted under any circumstances. Reference: B.P. 6460/7230

Gifts The Board of Education shall not enter a contract knowingly with any supplier of goods or services to this district under which any Board member or officer, employee, or agent of this School District has any pecuniary or beneficial interest, direct or indirect, unless the person has not solicited the contract or participated in the negotiations leading up to the contract. This prohibition shall not prevent any person from receiving royalties upon the sale of any textbook of which s/he is the author and which has been properly approved for use in the schools of this District. Board members and school personnel shall not accept any gifts or favors from vendors which might, in any way, influence their recommendations on the eventual purchase of equipment, supplies or services. Gifts, grants, and bequests shall become the property of the Board and shall be subject to use by the District as determined by the policies and administrative guidelines applying to all properties, equipment, materials, and funds owned by the Board. Reference: B.P. 6460/7230

SECTION IV: TIMEKEEPING & PAYROLL Payday / Pay Periods All employees of the School District will be paid once every other week (bi-weekly). A pay week runs from 12:01am Monday through midnight on the following Sunday. Method of Payment: Payday is bi-weekly on the Thursday following the close of the pay period. Teachers: Salaries will be paid on a bi-weekly basis on alternate Thursdays. Teachers are to be paid on a school year basis, unless they request in writing that they wish to receive payment over twelve months. Hourly: Employees shall be paid every other Thursday. If the payday falls on a holiday, payment will be made on the last day the District conducts business prior to the holiday. All employees with the School District are required to have Direct Deposit, in which the entire net amount of the employee’s payroll check will be deposited with a financial institution(s) of the employee’s choice. Copies of direct deposit statements are available to employees through Skyward Employee Access. If an employee would like to change their direct deposit information, an employee should do so via the Skyward Employee Access site. Reference: B.P. 3120.10/4120.10/6510

Employee Attendance All employees are required to notify their principal/supervisor as soon as possible but no later than one (1) hour prior to the start of their scheduled work time if they are not going to be available for work. When ill, employees must call each day to advise their principal/supervisor of their absence. In the event of a prolonged illness, a doctor's statement must be submitted indicating the nature of the illness and an estimate of the time (days/weeks, etc.) away from work. Any absence due to illness or hospitalization will require a statement from the doctor authorizing a return to work. Return to work forms submitted by employees will be evaluated by the District prior to the employee’s return for restrictions and the feasibility of reasonable accommodations. In the case of frequent absenteeism, a doctor's note may be required of individuals when using sick leave. Any employee absent from work two (2) consecutive days without notifying the School District will be considered to have voluntarily quit. Excessive absenteeism is defined as missing three (3) days of scheduled work in a rolling six (6) month period, excluding previously arranged time off approved by management. Habitual lateness or excessive absenteeism will not be tolerated by the School District and will be subject to disciplinary measures. Habitual lateness is defined as reporting for work late two (2) times in any two (2) week period or four (4) times in any six (6) week period. Reference: B.P. 3212/4212 31

Payroll Deductions and Personal Status Federal Income Tax, Social Security, Medicare, State and Local Taxes will be withheld from all employees’ paychecks. The amount of Federal Income Tax withheld is calculated based on the number of exemptions claimed on the employee’s W4. If changes are needed, a new W4 form can be found on the District website or at the Administration Office. If any of the following information changes, employees should update their information via the Skyward Employee Access System as soon as possible. • • • • • • •

Name Mailing address Telephone number Marital status Individuals to be contacted in the event of an emergency Beneficiary changes Educational accomplishments

If an employee fails to inform their supervisor and/or Central Office, their pay, dependents’ insurance eligibility and other important matters may be affected. Reference: B.P. 3120.10/4120.10

Inclement Weather If school is cancelled or delayed due to inclement weather, the first two (2) days cancelled due to inclement weather shall not be made up, and teachers and most regular hourly employees shall suffer no loss of salary. Any additional days cancelled due to inclement weather shall be made up at the end of the school year, at the discretion of the Board of Education. If the start of a school day is delayed due to inclement weather, most staff will be allowed to delay their starting time by the same amount of time. Please see your part of the employee section for additional information.

Reference: B.P. 3120.01

Expense Reimbursement Allowable reimbursable expenses shall be those that are approved by using established School District procedures and forms.

Meals 1. Employees shall be reimbursed for all reasonable amounts expended for their own meals incurred in the performance of their official duties. 2. The following guidelines cover meal expenditures by employees in travel status. Receipts for all meals are required. Meal costs shall be reimbursed only if reasonable, actually incurred, and meeting the following guidelines: Breakfast $7.00 Lunch $8.00 Dinner $16.00 3. The daily maximum expended for meals per day may not exceed $31.00. In addition to the maximum, tax and up to fifteen percent (15%) tip shall be reimbursed. On any particular day, an employee is entitled to reimbursement for two (2) or more consecutive meals, the maximum amount for one (1) or more meals may be exceeded and the employee may claim the actual amount spent for each meal as long as the total amount claimed for the eligible meals is not greater than the combined maximum reimbursement rate for those meals. If meal maximums are not reached on one (1) day, the excess amount does not accrue and cannot be applied to meals on another day or other costs incurred. 4. Employees leaving the city in the morning and returning the same evening are allowed only one (1) meal; except that breakfast may be allowed if the employee leaves the city before 6:30 a.m. and the evening meal may be allowed if the return to the city is after 6:30 p.m. 5. When an employee is authorized or directed to attend a meeting in the city, through a meal period, and therefore the employee is required to take the meal at the place of the meeting, arrangements may be made for the cost of the meal according to the reimbursement rates outlined above.

Lodging 6. Motel/hotel rates shall be reimbursed at the single rate. 7. All lodging expenses shall be supported by a receipt. 8. Expenses for lodging at homes of relatives are not reimbursable.

Travel 9. Mileage shall be reimbursed at the rate designated by IRS guidelines. 10. Passengers in the vehicles shall not be allowed mileage expenses. 11. Vehicle parking and storage costs while on authorized School District activities shall be allowed in addition to the mileage allowance. 12. The maximum allowed for air travel shall be limited to the lesser of the most economical airfare available or the Districtâ&#x20AC;&#x2122;s mileage allowance. Making a reservation well in advance is recommended to ensure the lowest possible airfare. 13. Flight insurance shall not be reimbursed. For expense reimbursement please click here. Reference: B.P. 6340

Garnishments Garnishments are actions against an employee in which claims must be paid or defended. When an employee (debtor or obligor) has a debt that remains unpaid, a wage garnishment is one legal means by which the person who is owed the money (creditor or oblige) can obtain payment. This method requires that the employee’s employer withhold the unpaid amount from the employee’s wages. The employer can be required to withhold a portion of the employee’s wages for a wage garnishment only if the creditor first brings a court proceeding where proof of the debt is offered and the employee has a chance to respond. The Consumer Credit Protection Action (Title III) places restrictions on states in their regulations of creditor garnishments on the amount that may be garnished. THE CCPA states that the maximum amount of an employee’s disposable earnings that be garnished to repay a debt is the lesser of: • 25% of the employee’s disposable earnings for the week; or • an amount by which the employee’s disposable earnings for the week exceed 30 times the federal minimum hourly wage then in effect. Disposable earnings are determined by subtracting all deductions required by law from an employee’s gross earnings (wages, commissions, bonuses and sick pay). Deductions required by law include withholding for federal, state or local income tax, Social Security or/and Medicare Tax. Voluntary deductions, such as health and life insurance premiums, union dues, and retirement plan contributions, are generally not subtracted from earnings to calculate disposable earnings. Employers are prohibited by the CCPA from terminating an employee because “the employee’s earnings have been subjected to garnishment for any one indebtedness.” Reference: The Federal Wage Garnishment Law, Consumer Credit and Protection Act Title 3; 15 U.S.C 1671, et se

SECTION V: EMPLOYEE BENEFITS Paid Time Off The Board of Education recognizes that there may be instances in which employees cannot report to work and recognizes that in certain circumstances it is appropriate to provide compensation or job protection during those absences. All paid time off, other than sick time, must be utilized before the use of unpaid time off will be granted, and paid time off may not be used to extend an approved leave. Paid time off will be prorated for employees hired after the beginning of the year. If you have any questions about paid time off or unpaid time off approvals, please be sure to ask. All requests will be considered and granted if possible. *Exception: FMLA â&#x20AC;&#x201C; See FMLA section

Bereavement Leave Employees shall be granted Bereavement leave per occurrence for absences due to death of a family member or close personal friend. Bereavement pay is expressly for the purpose of attending services or making arrangements. Employees shall receive paid bereavement leave as outlined below: 1. Up to five (5) days, per death, for a spouse, registered domestic partner, child, mother, father, mother-in-law, or father-in-law; these days can be broken up as needed, they do not need to be consecutive. 2. Up to three (3) days, per death, for a brother, sister, grandparent, and grandchild, brother-inlaw, sister-in-law, grandparent-in-law or significant other. 3. Up to one (1) day, per death, for other relatives; and 4. Up to one (1) day shall be granted for personal friends, upon the approval of the Director of Human Resources. For the purpose of this paragraph, significant other shall be defined as a person with the same principle residence as the employee. Additional days may be requested for family bereavement at the discretion of the Director of Human Resources.

Jury Duty Leave Staff members that are called to perform their civic responsibility as a potential juror shall be excused for any days or portion of days on which the staff member is required to report. Any staff member that receives a notice of jury duty shall provide such notice to the building principal, and shall call in on each morning to report whether he or she is required to report to jury duty that day. Staff members that miss work due to jury duty must provide verification from the court that they attended on that date. Employees will be paid their normal hourly rate for the hours normally scheduled to work during jury duty absences. Any per diem pay received by the employee for such jury duty shall be signed over to the District.

Emergency Leave An emergency is an unforeseen combination of circumstances or the resulting state that calls for immediate action. Up to two (2) days per year may be taken for one of the following reasons: 1. A required attendance at a court proceeding provided it does not arise because of an infraction of the law committed by the employee. 2. Absence due to summoning by a governmental agency such as the Internal Revenue. 3. Fire, flood, and other natural disasters that personally affect the employee, but are not related to personal travel. For items 1 and 2, a copy of the subpoena or summons must be supplied by the employee. All Emergency Leave should be communicated to building principal/supervisor and final approval designated by Director of Human Resources.

Personal Paid Time Off Teachers, Support Staff, Custodial Staff, and Personal Services shall be entitled to one (1) day’s personal leave each year. 1. Personal time off may be accumulated to three (3) days. 2. Personal time off may be taken in half or full-day increments. 3. Personal time off will not be granted on an in-service day. 4. Personal time off may be granted to extend a holiday, vacation, or school recess period. This will be limited to 25 employees, per holiday, vacation, or school recess period, and will be on a first come first serve basis. Requests can be made beginning July 1st for the next school year. 5. Personal leave will not be granted during the first five (5) and last fifteen (15) student contact days. However, principals/supervisors, in conjunction with the Director of Human Resources, can grant the use of a personal day during the “black out” period.

Compensatory Paid Time Off Compensatory (Comp) days may be purchased by employees with a Co-Curricular contract and will be treated the same as Personal time off. These days cannot be carried over to another year. Unused days will be paid back to the employee.

Sick Pay Sick pay provides employees with paid time to address their own personal health care needs or the health care needs of an immediate family member. Accrual Employees will be granted a total of ten (10) days per year. Employees may use sick pay for personal illness, bodily injury or maternity (i.e. delivery and recovery therefrom). Sick pay may also be used for personal medical or dental appointments which cannot be scheduled during non-work hours. Yearly Balance Sick pay is accrued up to ninety (90) days, or whatever balance the employee has as of 06/30/2011. FMLA Under the Federal FMLA, employees may be required to use all accrued paid time off before receiving leave without pay. Under state FMLA, employees may substitute accrued paid time off or choose to take unpaid leave. Notification A request for sick leave from a teacher must be submitted to the appropriate person as soon as reasonably practical and no later than fifteen (15) minutes before the start of assigned work hours. Regular hourly employees should give three (3) days advance notice of appointments, except in emergency situations. An employee must report to his/her supervisor, or designee, that he/she is sick no later than one (1) hour before the earliest time in which he/she is to report for work, except in emergency situations. Verification The employer may require verification of illness.

Unpaid Leave of Absence All leave away from work must be preapproved. A Leave of Absence form is required anytime an employee is absent for more than five (5) days. Medical Leave: A Medical leave of absence, other than emergencies or FMLA related, must be submitted to the Director of Human Resources at least thirty (30) calendar days prior the start of the leave. The request should be accompanied by a physician’s statement explaining the medical need for leave and the anticipated duration of the leave. The District reserves the right to request interim statements from the physician. The unpaid medical leave of absence shall not exceed one (1) calendar year, regardless of eligibility for long-term disability benefits. The employee shall be eligible to return to work from an unpaid medical leave of absence when he/she is physically able, provided that the employee provides a physician’s certification that he/she is able to return to work. The District reserves the right to designate another physician’s certification; the District will pay all costs associated with a second opinion. Personal Unpaid Leave: Personal unpaid leave must be submitted to the Director of Human Resources at least one (1) semester prior to anticipated leave, if leave exceeds thirty (30) days. If personal unpaid leave is under thirty (30) days, requests should be submitted as soon as possible. 37

Application Procedures for an Unpaid Leave of Absence: All requests should be submitted to the Human Resources Department. Leave of Absence forms are online, under the Staff tab, Human Resources, Leave Requests. The Director of Human Resources may grant the leave and in accordance with applicable laws and regulations. All requests that exceed thirty (30) days shall require Board of Education approval. Benefits During Leave: 1. If the unpaid Leave of Absence is longer than thirty (30) calendar days, the employee may continue health and dental insurance during the leave under, provided the employee pays the entire premium. If an employee decides to drop coverage during this time, upon return to work, reinstatement to District insurance requires a 30-day reenrollment period with coverage beginning the 1st day of the month following the 30 days.

2. Length of service and other benefits (vacation, sick, etc.) do not accrue during leave. However, the employee shall retain accumulated paid leave, unless required to utilize all paid leave prior to unpaid leave Placement Upon Return from Unpaid Leave of Absence: If the event the employee does not return to work following the expiration of the leave, he/she would be deemed to have resigned their position with the District. If the Leave of Absence exceeds (1) one year, every attempt will be made to place the employee back into their position; however, the needs of the District/School will come first.

Employee Assistance Program (EAP): The Board of Education believes that healthy employees are more apt to contribute to a positive school culture, along with have a greater impact on student achievement. Thus, the CFAUSD offers an Employee Assistance Program (EAP), which is a voluntary work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems. EAPs address a broad and complex body of issues affecting mental and emotional well-being, such as alcohol and other substance abuse, stress, grief, family problems, and psychological disorders. EAP counselors also work in a consultative role with managers and supervisors to address employee and organizational challenges and needs. Many EAPs are active in helping organizations prevent and cope with workplace violence, trauma, and other emergency response situations. EAPs also offer specific training in areas needed for growth, and/or opportunities for total well-being. Employees and their household members may use EAPs to help manage issues in their personal lives. EAP counselors typically provide assessment, support, and referrals to additional resources such as counselors for a limited number of program-paid counseling sessions. The issues for which EAPs provide support vary, but examples include: • substance abuse • occupational stress • emotional distress • major life events, including births, accidents and deaths • health care concerns • financial or non-work-related legal concerns • family/personal relationship issues • work relationship issues • concerns about ageing parents 38

Please contact the Human Resources Department, or go to the HR Website, EAP link, for additional information on this employee benefit. Confidentiality is maintained in accordance with privacy laws and ethical standards. Reference: B.P. 3170.01/4170.01

Benefit Introduction The Chippewa Falls School District offers a choice from two (2) medical and two (2) dental insurance plans to all eligible employees. The medical plans offered are: Standard Plan, or the High deductible Health Plan with a corresponding HSA (Health Savings Account). The dental plans are Dental Blue (Anthem) or Delta Dental. All plans were designed to cover various healthcare expenses. It is important to understand the plans in order to use them effectively. It is the responsibility of each eligible employee to read the plan documents to gain a basic understanding of the benefits. Employees should review each corresponding benefit book for a complete description of what each plan offers, or contact the Human Resource Department with any questions. Plan documents are legal descriptions of the School District’s benefits and will govern any area that requires clarification. The differences between the medical and dental plans are too numerous to list here, however, due to the numerous questions regarding dependent eligibility, and recent legislative changes, the Dependent Eligibility guidelines of the plans are stated below. Benefit Plan Administrator’s, Delta Dental, and Dental Blue (Anthem) • A covered employee may choose to cover his/her dependents (as defined) under this Plan. • A covered employee’s dependent children may be covered until the dependent reaches the age of 26, regardless of marital status. • A covered employee or retiree’s dependent children may be covered beyond age 26 if the dependent child was called to federal active duty in the national guard or in a reserve component of the U.S. armed forces while the dependent child was a full-time student at a postsecondary educational institution (college, university, or vocational school) providing he/she was under the age of 27 at the time they were called to federal active duty. After completing active duty a dependent child may re-enroll in the Plan if they are a full time student within an institution of higher education. Definitions “Children” means child(ren) of a covered employee including natural children, adopted children (as defined), stepchildren, grandchildren and foster children. Reference: Benefit Plan Administrators Summary Plan Description dated July 1, 2014, Delta Dental Summary Plan Description, Anthem Benefit Booklet.

Benefit Eligibility Generally, there is an initial waiting period of at least thirty (30) days from date of hire for insurance benefits. In addition, service time requirements and employment status are applicable to other benefit areas as indicated. There will be an annual open enrollment period to add, cancel and make changes to medical and dental plans. Employees may also make changes to medical and dental insurance within 30 days of a qualifying life event. See your section of the Employee Handbook for additional information. Please contact the Payroll Department with any questions. 39

Health Health and dental insurance coverage is explained in the Plan Documents employees receive from the insurance provider. At this time, all regular full-time employees are eligible for this insurance on the first of the month following one full calendar month of employment. Health and dental insurance are prepaid and deductions will start a month prior to the effective date. For example: If the first day on the job is August 25, insurance becomes effective October 1. Insurance premiums would be deducted the first paycheck in September. Employee Contribution Employees will pay a minimum of 12.6% of their health insurance premium. Insurance Contribution Under state law and the Federal Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”) and subsequent amendments to the Act, employees covered under an employer’s group health care plan are eligible for continuation of health care coverage under the group plan upon the employee’s termination (except for gross misconduct) or reduction in hours. COBRA regulations also allow the employee’s spouse and covered dependents to elect continuation coverage upon the employee’s death, divorce or legal separation, an employee’s entitlement to Medicare, a dependent’s loss of dependent status under family coverage, or the employer’s filing of bankruptcy proceeding. All employees, as well as their qualified dependents, will receive notice of mandated insurance continuation benefits at the time of hire or whenever the plan coverage for the employee begins. If a qualifying event occurs which entitles the employee and/or qualified dependents to continuation coverage, the plan administrator will notify the qualified beneficiaries of their right to elect continuation coverage. Unless otherwise agree, continued participation is solely at the participants expense.

Dental Insurance The Board pays a flat fee per family and per individual (single coverage) for dental insurance for those employees who are benefit-eligible. Regular hourly employees must work a minimum of six (6) hours per day and 1,005 hours per contract year in order to be eligible for dental insurance. The Board’s payment is limited to the District’s sponsored dental plan(s). The Board maintains an annual open enrollment period. Rates as well as Board payment amounts can be found on the most current rate sheet.

Group Life Insurance Commitment A. The Board shall pay the applicable rate of the group life insurance policy premium for employees of Wisconsin municipalities. Employees may select to carry life insurance not to exceed the value of their annual basic salary, to the next highest thousand dollars. B. The Wisconsin Public Employers (WPE) Group Life Insurance program offers employee coverage of up to five (5) times their annual earnings. All five levels of insurance are available to employees. C. Employees may have the option to enroll in the Spouse and Dependent Life Insurance Plan. It is further understood that the employee will bear the cost of this option. Employees have an open enrollment opportunity for life insurance coverage through the Wisconsin Public Employers Group Life Insurance Program if they: • Are under age 70; • Have worked six or more months in service covered by the WRS; • Have not withdrawn WRS contributions following the employees most recent six (6) months of employment; and • Apply within 30 days of their first eligibility, (or for Spouse & Dependent coverage only, when the employee has a spouse/domestic partner or dependent to insure for the first time.) If employees do not enroll for all available coverage when they are first eligible, they may apply for future coverage only through Evidence of Insurability (ET – 2305).

Coverage for Active Employees Age 70 and Over If an employee is actively employed when they turn age 70, their Basic coverage will reduce to the final post-retirement coverage amount and continue for life with no premiums due. Supplemental and Spouse & Dependent coverage will cease on the employee’s 70th birthday. Additional coverage will continue until the employee cancels coverage or terminates employment.

Effective Date of Coverage If an employee files an application within 30 days after becoming eligible, coverage becomes effective on the first of the calendar month which begins on or after the date the application is received by the School District. Coverage cannot become effective before the employee is eligible and cannot be in effect for part of a month. Reference: ET-2304 Life Insurance Application/Cancellation/Refusal Form; The Wisconsin Public Employers Group Life Insurance Program benefit book ET-2101

Tax Sheltered Annuities (TSA) All regular employees are eligible to make salary reduction contributions into a District-approved 403(b) plan, subject to limitations set forth by the Internal Revenue Code. Participants may increase or decrease the rate of salary reduction contributions at any time, and may suspend salary reductions contributions at any time by submitting written notice to the District. The Board of Education offers Tax Sheltered Annuities to the employees of the School District. It is the responsibility of the employee to contact the company of his or her choice to make the necessary arrangements for contributions to be made to a Tax Sheltered Annuity account on their behalf. A Salary Reduction Agreement form must be completed before a TSA can begin. Employees with questions should contact the Payroll & Benefits Manager at the Board Office for assistance. Check with Human Resources for a list of approved Tax Sheltered Annuity Vendors. 41

Wisconsin Deferred Compensation Program All regular employees are eligible to make salary reduction contributions into The Wisconsin Deferred Compensation Program (457) plan, subject to limitations set forth by the Internal Revenue Code. Participants may increase or decrease the rate of salary reduction contributions at any time, and may suspend salary reductions contributions at any time by submitting written notice to the District. The Wisconsin Deferred Compensation Program, or WDC, is a supplemental retirement savings program available to all active employees. The WDC is an Internal Revenue Code Section 457 deferred compensation plan. With a WDC account, you can invest pre-tax or Roth (post-tax) dollars in a variety of investment options. The WDC is not intended for use as a savings account; it is a retirement savings account. You may only withdraw dollars from your WDC account at separation from service, retirement, death or by demonstrating a severe financial hardship as defined by federal tax laws.

Medical Expense / Dependent Care Expense Reimbursement Accounts (Flex Plans) All regular employees shall be eligible to participate in the Plan, except the following employees shall NOT be eligible to participate: A. Employees who do not work at least sixteen (16) hours per week on a regular basis; or, B. Employees who are temporary or seasonal, or who are employed with the understanding that their employment is for a specific period of time or will be terminated upon completion of a specific project. Eligible employees may reduce their cash compensation and replace it with elected benefits paid for by the dollars they have set aside by reducing their cash compensation. These purchased benefits are paid for with pre-tax dollars rather than after-tax dollars. Employees must enroll before the current “plan year” begins, and the funds can only be used to reimburse expenses incurred in that plan year while employed with the District. Changes to an employee’s election may be made prior to each plan year or if there is a qualifying status change. Medical Expense Reimbursement accounts are subject to a maximum annual limit set by the IRS. Dependent Care Expense Reimbursement accounts are subject to a maximum annual limit allowed by law for married participants filing jointly.

Retirement Once eligible for coverage under WRS, coverage is mandatory and an employee may not “opt out” of WRS. Employees shall pay the employee’s share or fifty (50%) percent of the Wisconsin Retirement System as defined by the Department of Employee Trust Funds. Employee contributions are pre-tax.

Contacting the Department of Employee Trust Funds (DETF) The retirement provisions as outlined by the WRS are too lengthy to expound on in this document. The Department of Employee Trust Funds has designated a website. It contains information on various benefit topics related to active employees and retirees, and also contains numerous forms and brochures (check out the brochure “Your Benefit Handbook”, publication ET-2119), maps to the Madison and Milwaukee offices, e-mail for inquiries, bulletins, and a WRS formula benefit calculator. The Internet site address is: etf.wi.gov. Reference: Any Department of Employee Trust Funds Brochure and DETF website: etf.wi.gov

ERISA Statement The main purpose of the Employee Retirement Income Security Act of 1974 (ERISA) is to ensure that employees receive the pension and other benefits promised by their employers. ERISA also incorporates and is tied to provisions of the Internal Revenue Code (IRC) that were enacted to encourage employers to provide retirement benefits to their employees. Employees are entitled to certain rights and protections according to ERISA. The School District has always sought to operate its benefit plans fairly and intends to comply fully with ERISA. If employees have a question about the plans, they should contact the Human Resource Department. ERISA provides that all covered benefit Plan participants shall be entitled to: ♦ Examine, without charge, at the School District’s office and at each school location at which at least 50 participants work, all documents, including insurance contracts and copies of all documents filed with the United States Department of Labor, such as detailed annual reports and Plan descriptions. ♦ Obtain copies of all Plan documents and other Plan information upon written request to the Plan Administrator. The Administrator may make a reasonable charge for the copies. ♦ Receive a summary of each Plan’s annual financial report. The Plan Administrator is required by law to furnish each participant with a copy of summary annual reports. In addition to creating rights for Plan participants, ERISA also imposes duties upon the people who are responsible for the operation of the Plans. These people are called “fiduciaries”. They have a duty to act prudently and in the interest of you and other Plan participants and beneficiaries. No one, including the School District or any other person, may fire an employee or otherwise discriminate against them in any way to prevent them from obtaining a payment or exercising their rights under ERISA. If a claim for payment is denied in whole or in part, the employee must receive a written explanation of the reason for the denial. Employees have the right to have the Plan review and reconsider their claim. Under ERISA, there are steps employees can take to enforce the above rights. For instance, if an employee request materials from the Plan and does not receive them within 30 days, they may file suit in a federal court. In such a case, the court may require the Administrator to provide the materials, unless the materials were not sent because of reasons beyond the control of the Administrator. If the employee has a claim for benefits that has been denied or ignored, in whole or in part, they may file suit in a state or federal court. If it should happen that Plan fiduciaries misuse the Plan’s money, or if an employee is discriminated against for asserting their rights, they may seek assistance from the United States Department of Labor or they may file suit in a federal court. The court will decide who should pay court costs and legal fees. If the employee is successful, the court may order the person the employee has sued to pay these costs and fees. If the employee should lose, the court may order the employee to pay these costs and fees. (For example, the court could find that a claim is frivolous.) If an employee should have any questions about this statement or about their rights according to ERISA, they should contact the United States Department of Labor Area Office of Management Services Administration.

Workers’ Compensation Insurance The District carries a comprehensive Workers’ Compensation insurance program as required by state law. This program covers almost all injuries or illnesses sustained in the course of the employee’s employment that require medical, surgical, or hospital treatment. Workers’ Compensation insurance provides partial income (66 2/3) replacement benefits after a short waiting period of three (3) days or, if the employee is hospitalized, immediately. If an employee sustains a work-related injury or illness, they must inform their supervisor immediately, no matter how minor an on-the-job injury may appear. Incident/Accident Reports must be filled out on-line within 24 hours. The Incident/Accident Report is located on the districts website. Please note that leaves of absence due to injury or illness that qualify for Workers’ Compensation and are also deemed to be a “serious health condition” as defined by the Family Medical Leave Act, will run concurrently. Reference: B.P. 8442 WI State Statue 40.29

SECTION VI: LEAVE OF ABSENCES Military Leave of Absence Staff members will be afforded protected leave from employment to perform their obligations to the United States Armed Forces, whether for reserve duty or a call to active duty, and potential deployment. Leave shall be provided in accordance with the law. Benefits may be terminated with any military leave of absence longer than 30 days. Employees may opt to continue health and dental insurance with COBRA at 102% of the cost.

Personal Leave of Absence A Leave of Absence is required anytime an employee is absent for more than five days. Please contact the Payroll Department to obtain the necessary forms. Benefits may be terminated with any personal leave of absence. Employees may opt to continue health and dental insurance with COBRA at 102% of the cost. If an employee opts to cancel insurance and reinstate insurance upon return to work, they will have a 30 day waiting period. If you do not qualify for a Family Medical Leave or Wisconsin Family Medical Leave, you will be required to write a letter requesting a personal leave of absence and complete a leave of absence request form. The letter should include your name, position, dates of leave, return to work date, and reason for the leave. Any medical absence in excess of 5 days must have a doctor’s note and a return to work authorization Any unpaid time off must have prior approval

Family Medical Leave Act For more information on the Family Medical Leave Act (FMLA), please review policy 3430.01and/or policy 4430.01. To request a Family Medical Leave or Wisconsin Family Medical Leave, please contact your Payroll Department to obtain the required forms. Benefits are protected with the FMLA. In accordance with Federal and State law, the Board of Education will provide family and medical leave to staff. The Board’s Family and Medical Leave policy is intended to conform to and comply with, but not exceed, the requirements of the Federal Family and Medical Leave Act of 1993 (“FMLA”) and the Wisconsin Family and Medical Leave Act (“WFMLA”). To the extent that this policy is ambiguous or conflicts with the FMLA or the WFMLA, the FMLA and the WFMLA will govern.

The Family Medical Leave Act allows for a leave of absence for the following reasons: • • • • •

•

For the birth of the eligible staff member’s child and to care for a newborn child For placement with the eligible staff member of a child for adoption or foster care To care for an eligible staff member’s spouse, child or parent with a “serious health condition” Because of a serious health condition that makes the eligible staff member unable to perform the essential functions of his/her position Because of a qualifying exigency resulting from active military service by the employee’s spouse, son, daughter, or parent in covered active duty or call to covered active duty in the United States Armed Forces including the National Guard and Reserves. To care for a service member who is the employee’s parent, spouse, child or next of kin who, while on active military duty, sustains a serious injury or illness or aggravation of a pre-existing illness or injury while in the line of duty, while on covered active duty in the United States Armed Forces, including the National Guard and Reserves, in the line of duty which renders the service member medically unfit to perform the member’s office, grade, rank, or rating.

To be eligible for leave under the FMLA, employees must have been employed by the Board for at least twelve (12) months in the past seven (7) years and must have worked at least 1,250 hours during the twelve (12) month period immediately preceding the commencement of the requested leave. To be eligible for leave under the Wisconsin FMLA, employees must have been employed for more than fifty-two (52) consecutive weeks and have worked or been paid for at least 1,000 hours in the preceding fifty-two (52) weeks. The kind and amount of leave available to employees under this policy, as well as their rights during leave, depend upon whether the employee satisfies the above requirements. Under the Federal FMLA, if the staff member satisfies the eligibility requirements set forth above, s/he is entitled to a total of twelve (12) work weeks of leave in a rolling year for any of the reasons stated above, with the exception of leave to care for an injured service member. Under the WFMLA, if the staff member satisfies the eligibility requirements set forth above, s/he is entitled to ten (10) work weeks of leave in a calendar year as follows: a total of six (6) weeks of leave for the birth of his/her natural child and/or the placement of a child with the staff member for, or as a precondition to, adoption; a total of two (2) weeks of leave to care for a covered family member with a serious health condition; and a total of two (2) weeks of leave due to the staff member’s serious health condition.

Extended Leaves All requests, of 30 days or more, for unpaid leaves of absences by employees shall be presented to the Board of Education for approval and shall state the reason for the leave and the expected duration of the leave. These leaves are in addition to those requested under FMLA; however, any leave granted under this policy that is also a qualifying leave under FMLA will be designated as such and count toward the employee’s leave entitlement. Approved leave under this policy shall state the conditions applicable to the employee’s return to work. Benefits may be terminated with any unpaid leave of absence. Employees may opt to continue health and dental insurance with COBRA at 102% of the cost. If an employee opts to cancel insurance and reinstate insurance upon return to work, they will have a 30 day waiting period. Reference: B.P. 3430.01/4430.01

SECTION VII: COMPUTERS Email and Network Use The computers/mobile devices and software provided by the Chippewa Falls School District are intended to be educational tools and are owned by the School District. Staff use shall be for educational purposes consistent with the educational objectives and mission of the District. All email and network services are considered public and are not private. Email is defined as the District email through Microsoft Exchange that is assigned to each staff member. Network use is defined as all internet activities, including web sites visited as well as social networking. The District reserves the right to monitor and access an employee’s email account and/or network activities. All employees should understand that neither email or network activities should be used to send material that may be discriminatory, harassing, offensive to others, defamatory, threatening, or discloses personal information without authorization. Furthermore employees are not to display images of a sexual nature on their computers or devices. District computers are to be used primarily for school related purposes. Some incidental personal use of district computers by an employee is permitted so long as the following conditions are met: • Activity does not interfere with the employee’s job performance. • Such use does not violate any of the rules contained in School Board Policy. • Such use does not damage School District hardware, software or communication systems. Types of email and network activity that is prohibited includes but is not limited to: • General Rule: Do not put anything in an email that you would not put on School District letterhead. • Do not forward or start e-mails with the following: Jokes Pictures Inappropriate language/images • Do not subscribe to the following through your District e-mail account: Daily Jokes Daily Horoscopes Similar information or amusement • Do not send e-mails of 10mb or more. (For example, this would most likely be the following: multiple attachments on one e-mail, pictures, Power Point presentations, jpg images, etc.) Staff will sign and/or recognize the acceptable use agreement on an annual basis. Reference: B.P. 3362/4362/7540/7540.01/7540.04/8310

Personal Technology Equipment The Chippewa Falls Area Unified School District cannot provide hands-on assistance for any equipment that is not owned by the District. This is considered a misuse of District resources and can also create liability concerns. Personal technology equipment should not be brought into the District’s classrooms for use by students. Items would include, but are not limited to: • Personal printers • Personal desktops • Other personal technology equipment as determined by the Superintendent, Building Administrator, or Director of Technology. This would also include portable phones, network hubs, etc. If an employee is using a device that is not owned by the District and it is connected to equipment that is owned by the District and it is causing a problem, the solution will be for the non-District equipment to be disconnected. Reference: B.P. 7540.01

Part 2:

Chippewa Falls Area Unified School District Certified Staff 49

SECTION VIII: Certified Staff Employment Agreement It will be the responsibility of the Superintendent of Schools to ensure that all members of the professional staff execute a written employment agreement in accordance with the legal requirements related to their position in the District. The Superintendent of Schools is authorized to execute employment agreements for the Board of Education upon approval of employment. Reference: B.P. 3124/3143

Educator Effectiveness Research consistently identifies effective teaching and instructional leadership as the most important school-based factors impacting student learning. The new evaluation system provides teachers with ongoing feedback and meaningful information about how their practice impacts student learning. 2011 WI Act 166 mandates all public school districts and 2R charter schools to use the new WI EE System to evaluate all principals and teachers beginning in 201415. Per state law (PI. 8), districts must evaluate teachers using the EE System at least during the educatorâ&#x20AC;&#x2122;s first year of employment and every third year thereafter. The CFAUSD will evaluate new to the district teachers for the first three (3) consecutive years of employment and every third year thereafter. As part of the annual Educator Effectiveness Plan (EEP), educators create a minimum of one (1) Student Learning Objective (SLO) plan and a minimum of one (1) Professional Practice Goal (PPG). Educator Effectiveness Plan - A plan documented in Teachscape that lists the Student Learning Objectives, Professional Practice goals and Professional Growth Strategies and Support for an educator, along with the activities required to attain these goals and the measures necessary to evaluate the progress made on them. Student Learning Objective - Rigorous, yet attainable goals for student learning growth aligned to appropriate standards set by individual educators. Educators must develop SLOs based on a thorough review of needs, identification of the targeted population, clear rationale for the amount of expected growth, and the identification of specific instructional strategies or supports that will allow the attainment of the growth goals. The ultimate goal of SLOs is to promote student learning and achievement while providing for pedagogical growth, reflection, and innovation.

Professional Practice Goal - Practice related goals are an important part of professional practice. Goals are set as educators prepare for their Educator Effectiveness Plans and the goals are monitored by the educator during the year. Evaluators of teachers conduct one announced observation (with a pre-observation conference and a post-observation conference), plus three to five unannounced mini-observations (about 15-20 minutes long each), with at least two unannounced mini-observations during the Summary (final) year of the Effectiveness Cycle. Final educator practice scores and student outcome scores will appear as coordinate points in a summary score format. These ratings provide a general sense of effectiveness and are important for teachers to see how well they are performing on the aggregated student outcomes and professional practice scores. Through review and feedback on each component and outcome measure, teachers will have specific information on their strengths and weaknesses and use the information for professional development planning. Effectiveness Cycle â&#x20AC;&#x201C; The four year time period used for professional growth and monitoring. New Educators to the district will begin their cycle with three (3) full Summary Years. Educators who are already employed by the district, the Effectiveness Cycle will begin in 201415, and the cycle will depend on which year their current evaluation is scheduled. Educators should use all of the available time over a multi-year cycle to complete the Effectiveness Cycle. The two (2) years prior to the Summary Year will inform educators by personal/departmental monitoring of SLO data and self-rating of professional practice, which is part of the supporting years. The Summary Year will inform educator on focus for the next two years. Summary Year â&#x20AC;&#x201C; The predetermined year educator is set for full evaluation. Summary year is signified by the last year in a three-year data collection/professional practice monitoring with their evaluator.

Reference: B.P. 3125

Professional Development The Board of Education believes that study is a prerequisite for professional growth of staff and, therefore, encourages the participation of staff members in professional development and other training programs. Professional development pay may be granted for the purpose of attending professional conferences, workshops, institutes and other meetings related to the employee’s position. Principals, in collaboration with Directors, may limit the number of days teachers are away from their classroom, or assigned work for professional development.

Performance Improvement Plan (PIP) Research consistently identifies effective teaching and instructional leadership as the most important school-based factors impacting student learning. The new evaluation system provides teachers with ongoing feedback and meaningful information about how their practice impacts student learning. 2011 WI Act 166 mandates all public school districts and 2R charter schools to use the new WI Educator Effectiveness (EE) System to evaluate all teachers. Per state law (PI. 8), districts must evaluate teachers using the EE System at least during the educator’s first year of employment and every third year thereafter. The CFAUSD will evaluate new to the district teachers for the first three (3) consecutive years of employment and every third year thereafter. The educator will be evaluated using the Charlotte Danielson Teaching Framework. If an educator is not meeting expected “Proficient” standards according to the Danielson Rubric, with their Student Learning Objectives (SLO) and/or Professional Practice Goals (PPG), an educator will be placed on a Performance Improvement Plan (PIP). If an educator has a level of performance that is not consistent with expectations, the evaluator will follow the below guidelines to allow for improvement of educational and instructional practices. • Face to face conversation of performance concern • Letter of Concern including: • Specific concern • Data/evidence to support concern • Offer to help/support/coach • Clear expectations • Performance Improvement Plan An evaluator must place an educator on a Performance Improvement Plan by March 1st, and in most cases, the educator will be allowed up to a full year of coaching and support to make the necessary adjustments in their Educator Effectiveness Goals (EEG). If an educator does not meet satisfactory improvement, the educator may be recommended for nonrenewal. For additional information, please see the Performance Improvement Packet (PIP) located on the Human Resources website.

Non-Renewal 53

Under Wisconsin Statute 118.22, the board must provide preliminary notice of nonrenewal of the contract by April 30, and provide the teacher with written notice of nonrenewal for the ensuing school year on or before May 15th. If the teacher files a request with the Board within five days after receiving the preliminary notice, the teacher has the right to a private conference with the Board prior to being given written notice of refusal to renew the teacherâ&#x20AC;&#x2122;s contract.

Scheduling All employees must be at their workstation and ready for work at the start of the scheduled workday. The normal school day is seven (7) hours and fifteen (15) minutes. Teachers additionally have an unpaid duty-free lunch of (30) thirty minutes each day for the purpose of a noon-day meal. It is the intent of the Board to comply with Wisconsin State Statutes on direct hours of instruction required for students. In regard to class sizes, the Board will attempt as closely as possible to follow the recommendations of the State Department of Public Instruction. Each full-time elementary teacher will be provided with at least 60 minutes of preparation time daily, and each full-time secondary teacher will be provided with a minimum of one (1) period per day for preparation. Preparation time is to be used to prepare lessons, labs and educational materials, confer or collaborate with other staff, or complete administrative duties.

Employment Summer School Staff Any teacher on a plan of assistance is not considered eligible for additional duties. Summer school assignments will be contingent upon having a minimum enrollment for the courses scheduled. The minimum enrollment for a course shall normally be that number of students necessary to cover the costs of the course. Summer school assignments do not carry over automatically from year to year. All such positions will be reopened annually. Reference: B.P. 3120.05

Sick Leave Sick leave may be used in half or full-day increments. Absences of two (2) hours or less will be covered by a half day of sick time. Please see Section V page 34 for additional information regarding sick leave.

Holiday Pay Teachersâ&#x20AC;&#x2122; annual contract includes three (3) paid Holidays: Labor Day, Memorial Day, and Thanksgiving Day.

Health and Dental Insurance Teachers who hold less than a half-time teaching position shall have access to the health and dental insurance offered by the District provided the teacher pays the full cost of the existing group insurance premium. Teachers working half-time or more will have their benefits prorated.

Long Term Disability A. The Board agrees to pay one hundred (100%) percent for a Long Term Disability plan. B. Any change in disability insurance will provide coverage equal to or better than that of the existing policy. C. Increase annual amount payable to be equal to ninety (90%) percent of the average of all teachers’ salaries, however, this average not to be less than $53,000 annually. The waiting period without pay is 90 days.

Post-Employment Benefits A. For Teachers Hired Prior To The 2009-2010 School Year 1. The Board of Education shall provide an early retirement stipend to teachers who elect to retire at the age of 57 and any year thereafter, who have a minimum of fifteen (15) years teaching experience in the Chippewa system. The stipend shall be paid for a period of five (5) years or sixty (60) months. The first year the stipend will be paid as twenty-five (25%) percent of base pay. In subsequent years, the stipend will be paid as a percentage of base salary as follows: i. Year 2 – 20% ii. Year 3 – 15% iii. Year 4 – 10% iv. Year 5 – 5% 2. The Board of Education shall provide exit rate, standard health insurance to all teachers who elect to retire at age fifty-seven (57) and any year thereafter, who have a minimum of fifteen (15) years teaching experience in the Chippewa Falls Area Unified School District. This remains in effect for retirees and their spouses until such time as the retiree qualifies for Medicare. At such time, the spouse may continue in the group, paying his/her own single coverage premium, until such person qualifies for Medicare. (See Settlement Agreement dated 09/22/2009, which will remain in effect until the last teacher on the accompanying list has retired). 3. All early retirement benefits shall commence the day following the teacher’s “effective date of retirement”, at the end of any semester (with the approval of the Superintendent). This program cannot be used in conjunction with disability insurance. 4. Any teacher retiring under this plan shall write a letter to the Superintendent indicating his/her decision to retire under the early retirement program by February 15.

B. For Teachers Hired For The 2009-2010 School Year and Thereafter. 1. The Board of Education shall make an annual contribution of $5,000 into a postemployment benefit trust. A sum of $3,500 shall be placed in an HRA while $1500 shall be place in a TSA. Teachers who have a minimum of fifteen (15) years teaching experience in the Chippewa Falls Area Unified School District, and retire at the age of fifty-seven (57), or any year thereafter shall be entitled to the contributions, plus accumulated interest. 2. Post-employment retirement benefits shall commence the day following the teacherâ&#x20AC;&#x2122;s effective date of retirement, or at the end of any semester (with the approval of the Superintendent). 3. This program cannot be used in conjunction with long-term disability insurance. 4. Any teacher retiring under this plan shall write a letter to the Superintendent indicating his/her decision to retire under the post-employment program. C. Treatment of Accumulated Sick Leave 1. After ten (10) years of continuous service in the District, twenty-five (25%) percent of the daily BA base salary will be paid for each accumulated sick day remaining when the employee leaves the District.

Liability Insurance The Board agrees to carry liability insurance covering employees to the limit of its statutory liability.

Part 3:

Chippewa Falls Area Unified School District Support Staff 57

SECTION IX: Support Staff Performance Evaluation An important component in the School District’s commitment to excellence is the evaluation of staff. All District personnel are evaluated based on the performance of their job duties and responsibilities. The purpose of evaluation is to improve and reinforce the skills, attitudes, and abilities which enable an employee to be effective in educating students and in achieving assigned job goals. Hourly staff and all other staff are evaluated yearly, using the same process for similar positions. Reference: B.P. 3220/4220

Time Records Federal and state laws require that accurate records be kept of time worked by employees. All the time an hourly employee actually spends on the job performing assigned duties or other work-related projects is considered to be time worked. All hours worked by an hourly employee outside the standard work day and/or standard work week must have prior authorization from the Superintendent of Schools, or designee. Non-exempt employees must accurately record their: • Beginning and ending work time • Beginning and ending of each unpaid meal period • Beginning and ending time of any split shift or departures from work for personal reasons A time clock is provided for non-exempt employees to record work time and any paid time-off absences. It is the employee’s responsibility to submit their timesheet to their supervisor at the end of their shift on the last day of their workweek. The employee’s supervisor will review and approve an employee’s timesheet and forward it to payroll. Any irregularity or falsification of time worked will be considered a serious violation of School District rules.

Proration of Pay Proration of pay may be allowed for employees of 6 hours or more. This would allow earned wages to be prorated over the summer months. To sign up for proration of pay, please contact the Payroll Department. If an employee elects to prorate their pay, the employee’s health and dental insurance premiums will also be prorated.

Shift Differential Pay Shift differential pay is given to Custodian and Light Housekeeping units. This pay is only given to employees normally scheduled for second shift work and hours worked after 3:30pm. Employees whose normal work schedule includes weekend hours shall receive a shift differential of sixty (60) cents above their regular rate of pay.

Scheduling All employees must be at their workstation and ready for work at the start of the scheduled workday.

Breaks and Meal Periods (Hourly Employees) A usual paid rest period of 15 minutes is offered for each 4 hours of time worked; however, employees should refer to their supervisor for any variances to this. Breaks cannot be accumulated and used at another time or to leave work early. There may also be occasions where employees will be asked to forego break time due to the workload requirements of the School District. A meal period of one-half hour is scheduled for all employees. Meal periods, except for Para Professionals and Instructional Assistants, are not paid. Employees must take this time away from their immediate work area. Reference: B.P. 3120.02/3120.03/4120.03/6700; The Fair Labor Standards Act of 1938, 29 U.S.C 201, et seq; 29 CFR Parts 510 to 794; DWD 274.03, Wis. Admin. Code

Overtime Overtime for non-exempt employees is paid at a rate of 1.5 times the base hourly rate for hours worked in excess of forty (40) hours in any one (1) workweek. Overtime only applies to hours worked which includes all time that the employee is required to be on duty or at the prescribed workplace, and all time during which the employee is allowed to work. All overtime must be pre-approved in advance by the employee’s supervisor. Reference: B.P. 4120.10/6700; The Fair Labor Standards Act of 1938, 29 U.S.C 201, et seq; 29 CFR Parts 510 to 794; DWD 274.03, Wis. Admin. Code

Professional Development The Board of Education believes that study is a prerequisite for professional growth of staff and, therefore, encourages the participation of staff members in in-service and other training programs. Professional development pay may be granted for the purpose of attending professional conferences, workshops, institutes and other meetings related to the employee’s position. Support staff and Custodial Staff, may be eligible for reimbursement of professional development. After receiving prior approval, the District shall reimburse employees for tuition and material cost for courses related to the employee’s field of work, after the employee has completed the course and submitted receipts to the Board office. 60

Sick Pay Incremental Use For regular hourly employees, sick leave may be used in increments of no less then fifteen (15) minutes. Treatment of Accumulated Sick Leave Employees terminating their employment who have a minimum of ten (10) years of service with the District will receive fifty (50%) percent of their then current hourly rate of pay, for each unused sick leave day remaining in their account. Employees terminating their employment who have a minimum of fifteen (15) years of service with the District will receive sixty (60%) percent of their then current hourly rate of pay, for each unused sick leave day remaining in their account. Employees terminating their employment who have a minimum of twenty (20) years of service with the District will receive seventy-five (75%) percent of their then current hourly rate of pay, for each unused sick leave day remaining in their account. Such payment amount may be banked with the Board for the purpose of paying health insurance premiums. Please see Section V page 34 for additional information regarding sick leave.

Vacation Accumulation Full-time, regular hourly twelve-month employees and eleven-month secretaries are eligible for paid vacation. Vacation is awarded on the following basis: Years of Service Through Year Five (5) Twelve-month employees receive ten (10) days of vacation per full year. Vacation accruals are pro-rated, as needed, so eleven-month employees who work the full eleven months receive nine and one-half days of vacation. (5/6 or .83 of a day x 11 full months worked, rounded to the nearest half-day). Years of Service Six (6) Through Ten (10) Twelve-month employees receive fifteen (15) days of vacation per full year. Eleven-month employees receive thirteen and three-quarters (13.75) days of vacation. (1.25 days x 11 full months, rounded as needed). After ten (10) years of continuous employment, each full-time employee (at least six (6) hours per day during the school year) is awarded one (1) additional day of vacation during each additional year of service, up to a maximum of twenty (20) days of vacation.

A day of vacation and a day of work shall be defined as the number of hours normally worked in a day. Vacations earned by June 30 of any year must be scheduled within the following fiscal year. A maximum of five (5) vacation days may be carried over into the next fiscal year. Scheduling Vacations shall be granted as requested by employees, provided that the operations of the Employer are not unreasonably disrupted. If the nature of the work makes it necessary to limit the number of employees on vacation at the same time, vacation will be scheduled at the discretion of the supervisor. Vacations shall not be taken in less than half-day increments. Whenever possible, employees shall make their request for a specific date at least thirty (30) days in advance, and the Employer shall either approve or deny the requested vacation within five (5) working days following such requests. Vacation requests shall not be denied if such denial results in loss of vacation benefits. Separation Any employee who is entitled to vacation at the time of retirement or resignation, or upon being laid off, shall be paid for his/her earned vacation at the time of severing his/her status; and if said employee has any accrued vacation, he/she shall be paid for the prorated amount.

Longevity The Board grants longevity to active, regular employees by adding one (1%) percent for all regular hourly employees completing five (5) years of service, two (2%) percent for all employees completing the (10) years of service, three (3%) percent for all employees completing (15) years of service, and four (4%) for all employees completing twenty (20) years of service, to all wages earned. Longevity pay will be included in the regular paycheck and will be paid on the first pay day in March, said check to cover all wages in the last calendar year. For purposes of determining longevity, time paid shall be considered time worked. To receive longevity pay employees must be actively working during the pay period in which longevity is paid. Reference: B.P. 4120.10

Holiday Pay Paid holidays vary depending on the employee classification to which you belong. The School District recognizes ten (10) paid holidays each year. They are as follows: New Years Day (January 1st) Good Friday Memorial Day July 4th Labor Day

Thanksgiving Day after Thanksgiving Christmas Eve Christmas Day New Year's Eve

All full-time employees will receive eight (8) hours pay for each holiday they are entitled to under their contract while they are actively employed. Part-time employees will receive pay for hours they would normally work. Holiday pay is paid at one’s current hourly rate of pay and is not included in overtime calculations.

Holidays The following days shall be recognized and observed as paid holidays for regular hourly employees: Employee Group

12 Month

11 Month

10 Month

9 Month

10 Holidays

8 Holidays

9 Holidays

5 Holidays

Independence Day

Labor Day

Thanksgiving

Christmas Eve

Christmas Day

New Year’s Eve

New Year’s Day

Good Friday

Memorial Day

Friday after Thanksgiving

The number of hours for which holiday pay is owed shall be based on the number of hours comprising each affected employees’ awarded permanent hours. For example, a ten-month employee who regularly works five (5) hours per day shall receive five (5) hours of holiday pay for seven (7) holidays, etc.

Holidays on Weekends Holidays falling on Saturday shall be observed on the preceding Friday, and those falling on Sunday shall be observed on the following Monday. Those employees who scheduled days off in their regular work schedule encompass a holiday shall receive a floating holiday for that holiday. Any employee who is required to work on a holiday shall be scheduled for a different day off in lieu of the holiday. Holidays during Vacation If a paid holiday falls within an employeeâ&#x20AC;&#x2122;s vacation period, the employee shall be allowed to take an additional day of vacation in lieu of such holiday. Holidays during Sick Leave In the event that a paid holiday falls within a period when an employee is on accumulated sick leave, it shall be charged as a paid holiday and not deducted from the employeeâ&#x20AC;&#x2122;s earned sick leave. Eligibility for Holiday In order to be eligible for holiday pay, an employee must work the employeeâ&#x20AC;&#x2122;s scheduled work days immediately preceding and following the holiday, unless the employee is on approved excused absence with pay. Employees on unpaid leave of absence shall not be eligible for holiday pay if the holiday falls during the absence period. Early Holiday Dismissal On student contact days, teachers, clerical, classroom paraprofessionals, special education paraprofessionals and instructional assistants shall be allowed, without loss of pay, to leave their building five (5) minutes after the last student leaves the school building on days preceding school vacations and holidays (Labor Day, Thanksgiving recess, Christmas recess, Easter recess, and Memorial Day). In the event students are not present, there is no early dismissal. Reference: B.P. 3120.02

Benefit Eligibility Health and Dental Insurance Regular hourly employees are also eligible for health and dental insurance provided they work at least six (6) hours per day during the school year. Regular hourly employees working less than six (6) hours per day may also participate in the health and dental insurance plans providing the employee pays 100% of the premium each month he/she elects to remain in said program. To be eligible for insurance, a Support Staff employee must be scheduled to work at least six (6) hours per day during the school year. School year Support Staff employees are responsible to pay summer insurance premiums. Support Staff who chose to prorate their salaries will automatically have their health and dental insurance premiums prorated.

Long Term Disability Insurance Employer-paid, long-term disability insurance will be provided for all persons classified as fulltime employees (works at least six (6) hours per day during the school year), effective January 1, 1986. The annual amount payable will be equal to ninety (90%) percent of earnings. The waiting period without pay is ninety (90) days.