Support Staff - Employee Handbook

EMPLOYMENT HANDBOOK for SUPPORT STAFF MEMBERS

Approved by Waukesha Board of Education: 5/8/2019 Updated: 11/10/2023

TABLE OF CONTENTS I. INTRODUCTION .................................................................................................................................................. 1 INTRODUCTORY STATEMENT ....................................................................................................................................1 DISCLAIMER STATEMENT ..........................................................................................................................................1 Policy 4139-Staff Discipline. ..................................................................................................................................1 CONFORMITY TO LAW ...............................................................................................................................................1 STATEMENT OF PHILOSOPHY ....................................................................................................................................2 Policy 2110 – Statement of Philosophy .................................................................................................................2 CHAIN OF COMMAND ...............................................................................................................................................2 See also Policy 4112 – Board-Staff Communications ............................................................................................2 MANAGEMENT RIGHTS .............................................................................................................................................2 II. EMPLOYMENT.................................................................................................................................................... 4 DISTRICT EXPECTATIONS ...........................................................................................................................................4 GENERAL NONDISCRIMINATION STATEMENT: ..........................................................................................................4 Policy 4122 - Nondiscrimination and Equal Employment Opportunity .................................................................4 AG 4122 - Nondiscrimination and Equal Employment Opportunity......................................................................4 ANTI-HARASSMENT POLICY .......................................................................................................................................5 Policy 4362 - Employee Anti-Harassment .............................................................................................................5 Policy 4362.01 - Threatening Behavior Toward Staff Members............................................................................5 AG 4362A - Reporting Threatening Behaviors ......................................................................................................5 BULLYING...................................................................................................................................................................5 Policy 5517.01 - Bullying .......................................................................................................................................6 JOB DESCRIPTIONS ....................................................................................................................................................6 Policy 4120.01 – Job Descriptions. ........................................................................................................................6 HIRING OF IMMEDIATE RELATIVES (NEPOTISM) .......................................................................................................6 Policy 4120 - Employment of Support Staff...........................................................................................................6 IMMIGRATION REFORM ACT NOTICE ........................................................................................................................6 Policy 4111 - Creating a Position...........................................................................................................................6 CONFLICT OF INTEREST..............................................................................................................................................6 Policy 1130 – Conflict of Interest...........................................................................................................................7 Policy 4210 - Staff Ethics ..................................................................................................................................7 OUTSIDE ACTIVITIES OF STAFF ...................................................................................................................................7 Policy 4231 - Outside Activities of Support Staff ...................................................................................................7 AG 4231 – Outside Activities .................................................................................................................................7 COMMUNICATIONS AND SUGGESTIONS ...................................................................................................................7 Policy 4112 - Board-Staff Communication ............................................................................................................7 POLITICAL ACTIVITIES ................................................................................................................................................7 Policy 4231 – Outside Activities of Support Staff ..................................................................................................7 STAFF USE OF PERSONAL COMMUNICATION DEVICES ..............................................................................................7 Policy 7530.02 - Staff Use of Personal Communication Devices ...........................................................................7 BUILDING SECURITY/ACCESS/KEYS............................................................................................................................8 BULLETIN BOARDS .....................................................................................................................................................8 CRIMINAL BACKGROUND CHECKS .............................................................................................................................8 Policy 4121 – Criminal History Record Check ........................................................................................................8 CRIMINAL BACKGROUND CHECKS/CHARGES/CONVICTIONS FOR ACTIVE EMPLOYEES OBLIGATION TO REPORT CRIMINAL RECORD ....................................................................................................................................................8 WORK STOPPAGE ......................................................................................................................................................9 III. EMPLOYMENT STATUS AND RECORDS ............................................................................................................ 10 EMPLOYMENT CATEGORIES ....................................................................................................................................10 Policy 3120 – Employment of Professional Staff, ................................................................................................10

Policy 4120 – Employment of Support Staff. .......................................................................................................10 PERSONNEL FILES ....................................................................................................................................................11 Policy 8320 – Personnel Records .........................................................................................................................11 AG 8320 – Personnel Records .............................................................................................................................11 PERSONNEL FILE RECORD CORRECTION ..................................................................................................................12 Policy 8320 – Personnel Records .........................................................................................................................12 AG 8320 – Personnel Records .............................................................................................................................12 PERFORMANCE EVALUATION ..................................................................................................................................12 Policy 4220 – Evaluation of Support Staff ...........................................................................................................12 STUDENT SUPERVISION AND WELFARE ...................................................................................................................12 Policy 4213 - Student Supervision and Welfare. .................................................................................................12 AG 4213 – Liability of Staff for Student Welfare .................................................................................................12 ASSIGNMENT AND TRANSFERS................................................................................................................................12 Policy 4130 – Assignment and Transfer ..............................................................................................................12 STAFF DISCIPLINE.....................................................................................................................................................12 Policy 4139 – Staff Discipline. .............................................................................................................................12 REPRESENTATION ....................................................................................................................................................12 REDUCTION IN STAFF...............................................................................................................................................13 Policy 4131 – Reduction in Staff. .........................................................................................................................13 TERMINATION AND RESIGNATION ..........................................................................................................................13 Policy 4140 – Termination and Resignation ........................................................................................................14 AG 4140 - Resignation.........................................................................................................................................14 IV. EMPLOYEE PAY AND BENEFITS ....................................................................................................................... 15 PAY PERIODS............................................................................................................................................................15 BENEFITS .................................................................................................................................................................15 Policy 4425 Benefits ............................................................................................................................................15 EMPLOYEE LEAVES ..................................................................................................................................................15 Family and Medical Leave Policy 4430.01...........................................................................................................15 Policy 4431-Employee Leaves. ............................................................................................................................16 EMPLOYEE SICK LEAVE.............................................................................................................................................17 Policy 4432-Employee Sick Leave. .......................................................................................................................17 FAMILY AND MEDICAL LEAVE ..................................................................................................................................18 Policy 4430.01–Family and Medical Leave of Absence (FMLA)...........................................................................18 LEAVES OF ABSENCE ................................................................................................................................................18 Policy 4430 - Leaves of Absence. .........................................................................................................................19 HOLIDAYS ................................................................................................................................................................19 HOLIDAYS DURING VACATION.................................................................................................................................20 ELIGIBILITY FOR HOLIDAY ........................................................................................................................................20 VACATION ...............................................................................................................................................................20 LICENSE RENEWAL REIMBURSEMENT FOR SPECIAL EDUCATION ASSISTANTS ........................................................21 BENEFIT PROGRAM ELIGIBILITY ...............................................................................................................................22 HEALTH, DENTAL AND PRESCRIPTION DRUG INSURANCE ........................................................................................22 Policy 4419 – Group Health Plans. Dental insurance will be provided to all full-time support staff members who meet eligibility. ............................................................................................................................................22 PRIVACY PROTECTIONS OF SELF-FUNDED GROUP HEALTH PLANS ..........................................................................22 Policy 4419.01 - Privacy Protections of Self-Funded Group Health Plans ...........................................................23 WELLNESS PROGRAM NOTICE .................................................................................................................................23 PROTECTIONS FROM DISCLOSURE OF MEDICAL INFORMATION .............................................................................23 CAFETERIA PLAN/FLEXIBLE SPENDING ACCOUNT ...................................................................................................24 HEALTH SAVINGS ACCOUNT (HSA) ..........................................................................................................................24 VOLUNTARY VISION INSURANCE .............................................................................................................................25 VOLUNTARY DENTAL INSURANCE ...........................................................................................................................25 LIABILITY INSURANCE ..............................................................................................................................................25

GROUP LIFE INSURANCE ..........................................................................................................................................25 VOLUNTARY SHORT-TERM DISABILITY INSURANCE.................................................................................................25 LONG-TERM DISABILITY INSURANCE .......................................................................................................................26 403(B) VOLUNTARY BENEFIT PROGRAM ..................................................................................................................26 WISCONSIN RETIREMENT SYSTEM (WRS) CONTRIBUTIONS ....................................................................................26 V. WORKING CONDITIONS AND HOURS OF WORK............................................................................................... 27 DRUG AND ALCOHOL TESTING OF CDL LICENSE HOLDERS.......................................................................................27 Policy 4162 – Controlled Substance and Alcohol Policy for Employees that Transport Students........................27 DRESS CODE.............................................................................................................................................................27 Policy 4216 - Dress and Grooming. .....................................................................................................................27 ATTENDANCE AND REPORTING ABSENCES..............................................................................................................28 WORK SCHEDULES/DAILY TIME SHEETS ..................................................................................................................28 True Time Instructions for Employees .................................................................................................................29 REGULAR WORKDAY AND STARTING AND ENDING TIMES ......................................................................................29 REGULAR WORK WEEK ............................................................................................................................................29 COMPENSATORY TIME ............................................................................................................................................29 PAY RATE FOR OVERTIME ........................................................................................................................................30 Policy 6700 - Fair Labor Standards Act. ..............................................................................................................30 SHIFT DIFFERENTIAL ................................................................................................................................................30 CALL IN TIME............................................................................................................................................................31 SATURDAY TIME .......................................................................................................... ERROR! BOOKMARK NOT DEFINED. BUILDING CHECKS ...................................................................................................................................................31 ATTENDANCE AT MEETINGS & PROFESSIONAL DEVELOPMENT ..............................................................................31 LUNCH PERIOD AND BREAKS ...................................................................................................................................31 PERFORMANCE EVALUATION ..................................................................................................................................31 Policy 4220 - Staff Evaluations. ...........................................................................................................................31 BOARD-OWNED COMMUNICATIONS DEVICES ........................................................................................................31 USE OF EMPLOYER PROPERTY/EQUIPMENT............................................................................................................32 Policy 7530 – Lending District-Owned Equipment ..............................................................................................32 USE OF PERSONAL PROPERTY AT SCHOOL ...............................................................................................................32 Policy 4281 – Personal Property of Staff .............................................................................................................32 EMERGENCY CLOSINGS ...........................................................................................................................................32 Policy 8420-Emergency Procedures ....................................................................................................................32 TRAVEL / JOB RELATED EXPENSES ...........................................................................................................................33 Policy 4440 – Job-Related Expenses and AG 4440A – Job-Related Expenses and ..............................................33 AG 4440B – Use of Private Car for School Business ............................................................................................33 TELECOMMUTING ...................................................................................................................................................33 Telecommuter Agreement ..................................................................................................................................33 WHISTLEBLOWER PROTECTION ..............................................................................................................................33 Policy 4211 – Whistleblower Protection .............................................................................................................33 VI. SAFETY AND HEALTH ...................................................................................................................................... 34 WELLNESS................................................................................................................................................................34 SMOKING .................................................................................................................................................................34 Policy 4215 - Use of Tobacco by Support Staff ....................................................................................................34 TRAINING.................................................................................................................................................................34 Policy 8452–Automated External Defibrillators and AG8452–Automated External Defibrillators. ....................34 Policy 8453.01-Control of Blood-Borne Pathogens and AG8453.01- Control of Blood-Borne Pathogens...........34 Policy 8450 - Control of Casual Contact Communicable Diseases.......................................................................34 Policy 8453–Direct Contact Communicable Diseases and AG8453- Exposure Control Plan for Handling and Disposing of Body Fluids......................................................................................................................................34 REPORTING WORK RELATED INJURY .......................................................................................................................34 Policy 8442 – Reporting Accidents and AG 8442 – On-The-Job-Injury. ...............................................................34

WORKPLACE SAFETY ................................................................................................................................................35 VII. EMPLOYEE COMMUNICATION & TECHNOLOGY ............................................................................................. 37 ACCEPTABLE USE OF DISTRICT TECHNOLOGY, THE INTERNET, AND THE DISTRICT’S NETWORK .............................37 7540.04 – Staff Technology Acceptable Use and Safety .....................................................................................37 AG 7540.04 – Staff Education Technology Acceptable Use and Safety. .............................................................37 EMAIL ......................................................................................................................................................................37 Policy 8310 – Public Records. ..............................................................................................................................37 Policy 7540.06 – District Issued Staff E-Mail Account .........................................................................................37 AG 7540.06 – Proper Use of Email Account. .......................................................................................................37 SOCIAL MEDIA .........................................................................................................................................................37 4213-Student Supervision and Welfare,..............................................................................................................37 AG 4213 – Liability of Staff for Student Welfare. ................................................................................................37 VIII. EMPLOYEE CONDUCT AND DISCIPLINARY ACTION ........................................................................................ 38 STAFF DISCIPLINE.....................................................................................................................................................38 Policy 4139–Staff Discipline. ...............................................................................................................................38 GRIEVANCE PROCEDURE .........................................................................................................................................38 Policy 4340-Grievance Procedure. ......................................................................................................................38 DRUG AND ALCOHOL USE ........................................................................................................................................38 Policy 4122.01–Drug-Free Workplace .................................................................................................................38 Policy 4139–Staff Discipline ................................................................................................................................38 USE OF RESOURCES FOR TREATMENT .....................................................................................................................38 WEAPONS ................................................................................................................................................................38 Policy 4217 – Weapons. ......................................................................................................................................38 STUDENT ABUSE AND NEGLECT ..............................................................................................................................39 Policy 8462 – Student Abuse and Neglect ...........................................................................................................39 IX. EMPLOYEE RECEIPT AND ACKNOWLEDGMENT ............................................................................................... 40

INTRODUCTORY STATEMENT

I. INTRODUCTION

This Employee Handbook has been prepared for support staff employees including regular full-time and part-time secretaries, educational assistants, custodians and maintenance employees, casual, variable hour, substitute and temporary employees.

The provisions described herein are the terms and conditions governing employment in the School District of Waukesha and compliance with them is required.

This Employee Handbook is a collection of selected employment policies and procedures, as well as rules and regulations of the School District of Waukesha (“District”). It has been prepared to acquaint all support staff members with these policies and procedures, rules, and regulations that govern their employment in the District, and to provide for the orderly and efficient operation of the District.

It is each support staff member’s responsibility to read and become familiar with this information and to comply the policies adopted by the Board and/or the administrative guidelines promulgated by the Superintendent that are available electronically on the District website, as well as the rules and regulations contained herein.

If you have questions regarding any of the Board policies and/or Superintendent’s administrative guidelines, and/or the rules or regulations set forth in this Handbook, or about matters which are not covered, please direct them to your immediate supervisor.

DISCLAIMER STATEMENT This Employee Handbook has been prepared for informational purposes only. None of the statements, policies and procedures, rules, or regulations contained herein constitutes a guarantee of employment, a guarantee of any other right or benefit, or a contract of employment, express or implied. All of the District’s employees are employed “at-will”, and employment is not for any definite period, unless otherwise provided by individual contract. Termination of employment may occur at any time, with or without notice, and with or without cause, at the option of the District or the employee. The District’s staff employed under individual contracts with the Board may be terminated or non-renewed consistent with the terms of the contract.

Furthermore, any staff member who violates any of the terms and conditions of employment set forth in this Employee Handbook will may be subject to disciplinary action in accordance with Policy 4139-Staff Discipline.

The provisions set forth in this Handbook may be altered, modified, changed, or eliminated at any time by the District, with or without notice. This Employee Handbook supersedes any and all previous handbooks, statements, policies and procedures, rules, or regulations given to employees, whether verbal or written.

CONFORMITY TO LAW If any provision of this Handbook, or addendum thereto, is held to be invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or 1

enforcement of any sections, or addendum thereto, should be restrained by such tribunal, the remainder of this agreement shall not be affected thereby.

STATEMENT OF PHILOSOPHY It is the belief of the Board of Education that the purpose of education is to meet the intellectual, affective and emotional needs of individual learners. Emphasis upon a moral and ethical value system will enhance development of a self-identity and facilitate students becoming productive members of society. Knowledge of and skills in the broad areas of critical thinking, sciences, humanities, career awareness physical well-being and technology will serve as the foundation of this development. The educational program in the Waukesha schools will foster independence, self-expression and development of a personal value system, which will prepare learners to meet the demands of an ever-changing society. This can best be achieved through the cooperative effort of the Board, school staff, students, parents and members of the community.

The provision of an education consistent with the mission and philosophy of the District is the central concern of the Board’s policies and the Superintendent’s administrative guidelines.

The Superintendent is charged with the development of curriculum to be consistent with this policy and State and Federal laws.

Policy 2110 – Statement of Philosophy CHAIN OF COMMAND The chain of command is the formal line of authority, communication, and responsibility within the District.

See also Policy 4112 – Board-Staff Communications MANAGEMENT RIGHTS Management retains all rights of possession, care, control and management that it has by law, and retains the right to exercise these functions. The exercise of such powers, rights, authority, duties and responsibilities by the Board, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only to the precise extent such functions and rights are explicitly, clearly and unequivocally restricted by the express terms of this handbook/individual contracts and then only to the extent such specific and express terms hereof are in conformance with the Constitution and laws of the State of Wisconsin and the United States. These rights include, but are not limited by enumeration to, the following rights: A. To direct all operations of the school system; B. To establish and require observance of reasonable work rules and schedules of work; C. To hire, promote, transfer, schedule and assign employees in positions within the school system; 2

D. To suspend, discharge and take other disciplinary action against employees; E. To relieve employees from their duties because of lack of work or any other legitimate reason; F. To maintain efficiency of school system operations; G. To take whatever action is necessary to comply with state or federal law, or to comply with state or federal court or agency decisions or orders; H. To introduce new or improved methods or facilities; I. To select employees, establish quality standards and evaluate employee performance; J. To determine the methods, means and personnel by which school system operations are to be conducted; K. To take whatever action is necessary to carry out the functions of the school system in situations of emergency; L. To determine the educational policies of the District; and M. To contract out for goods and services.

3

DISTRICT EXPECTATIONS

II. EMPLOYMENT

The District expects its employees to produce quality work, maintain confidentially, work efficiently, and exhibit a professional and courteous attitude toward other employees, parents, and students.

The District expects employees to comply with the standards of conduct set out in Board policies, this Handbook, administrative regulations, and with any other policies, regulations and guidelines that impose duties, requirements or standards attendant to their status as District employees. Violation of any policies, regulations and guidelines may result in disciplinary action, including termination of employment.

The following delineation of employment practices is for informational purposes and is not intended to be an exhaustive list of all employment expectations that may be found in other applicable Board policies, work rules, job descriptions, terms of this Handbook and legal obligations.

GENERAL NONDISCRIMINATION STATEMENT: The School District of Waukesha does not discriminate in its admissions, programs, activities, services, or employment on the basis of sex, age, race, color, national origin, ancestry, creed, pregnancy, marital or parental status, sexual orientation, physical, mental, emotional, or learning disability, or any other reason prohibited by state or federal laws or regulations. The District provides equal access to the Boy Scouts and other designated youth groups.

The following people have been designated to handle inquiries regarding the District’s nondiscrimination policies and procedures: Sharon Thiede Assistant Superintendent for Human Resources School District of Waukesha 222 Maple Avenue Waukesha, WI 53186 262-970-1031 sthiede@waukesha.k12.wi.us Jennifer Gennerman Deputy Superintendent School District of Waukesha 222 Maple Avenue Waukesha, WI 53186 262-970-1107 jgennerman@waukesha.k12.wi.us Policy 4122 - Nondiscrimination and Equal Employment Opportunity AG 4122 - Nondiscrimination and Equal Employment Opportunity

4

ANTI-HARASSMENT POLICY 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.

For purposes of anti-harassment, “School District community” means individuals subject to the control and supervision of the Board including, but not limited to, student, teachers, staff, volunteers, and Board members. “Third party” means individuals outside the School District community who participate in school activities and events authorized by the Board including, but not limited to, visiting speakers, participants on opposing athletic teams, and vendors doing business with, or seeking to do business with, the District.

Harassment consists of unwelcome conduct, based on race, color, national origin, age, sex (including transgender status, change of sex, sexual orientation, or gender identity), pregnancy, creed or religion, genetic information, handicap or disability, marital status, citizenship status, veteran status, military service (as defined in 111.32, Wis. Stats.), national origin, ancestry, arrest record, conviction record, use or non-use of lawful products off the District’s premises during non-working hours, declining to attend an employer-sponsored meeting or to participate in any communication with the employer about religious matters or political matters, or any other characteristic protected by law in its employment practices (hereinafter referred to as “Protected Characteristics”), and encourages those within the School District community as well as third parties, who feel aggrieved to seek assistance to rectify such problems. The Board prohibits harassment that affects tangible job benefits, interferes unreasonably with an individual’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 Superintendent has prepared written administrative guidelines for employees to follow when reporting alleged harassment. The process that will be followed when conducting an investigation regarding alleged harassment that is prohibited is also set forth in these guidelines.

For more information, employees shall refer to: Policy 4362 - Employee Anti-Harassment Policy 4362.01 - Threatening Behavior Toward Staff Members AG 4362A - Reporting Threatening Behaviors BULLYING The Board of Education is committed to providing a safe, positive, productive, and nurturing educational environment for all of its students. The Board encourages the promotion of positive interpersonal relations between members of the school 5

community. Bullying toward a student, whether by other students, staff, or third parties 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. This policy applies to all activities in the District, including activities on school property, including at any of the school buildings or other property used exclusively or in part, whether leased or owned by the District, for the purpose of school-related functions or events; or while traveling to or from school or to and from school-sponsored functions or events; in transporting vehicles arranged for by School District officials. The policy applies as well during activities that occur off school property if the student or employee is at any school-sponsored, school-approved or school-related activity or function, such as field trips athletic events where students are under the supervision of school authorities, or where an employee is engaged in school business, or where there is otherwise a connection to the school such that the conduct at issue affects or is intended to affect the student’s educational environment.

Policy 5517.01 - Bullying 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 support staff positions and thereby promote organizational effectiveness and efficiency.

For more information regarding job descriptions, support staff employees shall refer to Policy 4120.01 – Job Descriptions. Further, if a copy of a job description is required or desired, the employee shall ask their immediate supervisor or go to the Human Resources office and request a copy.

HIRING OF IMMEDIATE RELATIVES (NEPOTISM) The District has established clear rules regarding the employment of relatives (nepotism) that can be found in: Policy 4120 - Employment of Support Staff IMMIGRATION REFORM ACT NOTICE The District complies with the provisions of the Federal Immigration Reform and Control Act of 1986, including, but not limited to, requiring verification of authorization to accept employment in the United States from all employees.

For more information regarding this compliance, please refer to the following: Policy 4111 - Creating a Position CONFLICT OF INTEREST Employees are expected to maintain high standards of honesty, integrity, impartiality, 6

and professional conduct. Employees are expected to perform their duties in a manner free from conflict of interest pursuant to Section 19.59 Wisconsin Statutes.

Policy 1130 – Conflict of Interest Policy 4210 - Staff Ethics OUTSIDE ACTIVITIES OF STAFF It is imperative that employees avoid situations in which their personal interests, activities, and associations may conflict with the interests of the District. If an employee is involved in an activity that threatens a staff member’s effectiveness within the school system, the Superintendent shall evaluate the impact of such interest, activity, or association upon the staff member’s responsibilities.

For more information regarding the Board’s expectations concerning interests, activities or associations that may conflict with the interests of the District, support staff employees should review the following: Policy 4231 - Outside Activities of Support Staff AG 4231 – Outside Activities COMMUNICATIONS AND SUGGESTIONS The District values the comments and suggestions of its employees concerning work methods and operations. Employees should follow the chain-of-command when offering a suggestion or comment.

Support staff members should refer to the detailed procedure regarding communication set forth in Policy 4112 - Board-Staff Communication POLITICAL ACTIVITIES Political activities that do not contribute to a positive learning climate may be disruptive, divisive and distracting. Therefore, the Board has concluded that such activities are not appropriate within the school setting. It is the intention of the Board of Education to regulate such activities on all Board owned or used property, within all school buildings and at all school sponsored activities.

Policy 4231 – Outside Activities of Support Staff STAFF USE OF PERSONAL COMMUNICATION DEVICES Use of personal communication devices ("PCDs") has become pervasive in the workplace.

Whether the PCD is Board-owned and assigned to a specific employee, or personallyowned by the employee, the employee is responsible for using the device in a safe and appropriate manner.

Policy 7530.02 - Staff Use of Personal Communication Devices 7

BUILDING SECURITY/ACCESS/KEYS School principals and custodians shall be responsible for the security of school buildings. Security shall encompass maintenance of equipment, elimination of fire hazards, locked doors, proper supervision, and safe locations for records and funds. Key distribution and management and pass code oversight shall be the responsibility of building principals. Employees shall be provided with keys as necessary for fulfillment of their duties and responsibilities. Students should not be allowed to use employees' keys, except under special circumstances. If a key is lost or stolen, the building principal must be notified immediately. School keys are not to be duplicated.

BULLETIN BOARDS The Employer will provide a separate bulletin board as a limited forum for employees to post professional development information that is directly connected to employment at the District and is consistent with District policy and applicable law. The Employer will provide space at each place of work for posting of Union notices (meeting notices, election notices, recreational activities, social events). All distributed and posted materials must always be professional in approach, shall not contain any derogatory comments about staff, parents, students or board members and shall not be in contravention of any District policy or law.

CRIMINAL BACKGROUND CHECKS The Board of Education of the School District of Waukesha is committed to developing and implementing procedures to obtain and review conviction records of persons recommended for employment and of persons requesting to serve as a volunteer. The Board of Education also reserves the right to obtain and review conviction records of any and all current District employees in order to maintain a safe environment for students and staff.

Policy 4121 – Criminal History Record Check CRIMINAL BACKGROUND CHECKS/CHARGES/CONVICTIONS FOR ACTIVE EMPLOYEES OBLIGATION TO REPORT CRIMINAL RECORD All District employees shall notify his/her immediate supervisor or administrator as soon as possible, but no more than three (3) calendar days after any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any of the other offenses as indicated below: A. crimes involving school property or funds; B. crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator; C. crimes that occur wholly or in part on school property or at a schoolsponsored activity; D. a misdemeanor which involves moral turpitude [e.g. an act or behavior that gravely violates moral sentiments or accepted moral standards of the community]; or 8

E.

a misdemeanor which violates the public trust [e.g. an act or behavior that is against a code of ethics]

The requirement to report a conviction or deferred adjudication shall not apply to minor traffic offenses. However, an offense of operating under the influence, revocation or suspension of license, and driving after revocation or suspension must be reported if the employee drives or operates a District vehicle or piece of mobile equipment or transports students or staff in any vehicle. Failure to report under this section may result in disciplinary action, up to and including termination. Such report shall be made as soon as possible, but in no circumstance more than three (3) calendar days after the event giving rise to the duty to report. The District may conduct criminal history and background checks on its employees. An arrest or indictment shall not be an automatic basis for termination. The District shall consider the following factors in determining what action, if any, should be taken against an employee who is convicted of a crime during employment with the District: A. the nature of the offense; the date of the offense; B. (for non-felonious crimes only) the relationship between the offense and the position to which the employee is assigned.

C. Nothing herein shall prohibit the District from placing an employee on administrative leave based upon an arrest, indictment or conviction.

WORK STOPPAGE Employees of the District shall not engage in, condone, assist or support any strike, slowdown, or sanction, or withhold in full or in part any services to the District. In the event of a violation of this Section, the District may take whatever disciplinary action it deems appropriate up to and including termination.

9

III. EMPLOYMENT STATUS AND RECORDS EMPLOYMENT CATEGORIES The Board establishes the specific categories of employment by which staff are identified as administrators or members of the professional staff if they fall into a category established in Policy 3120 – Employment of Professional Staff, or are identified as members of the support staff if they fall into a category established in Policy 4120 – Employment of Support Staff. Administrative Employees: Administrative Employees are defined as persons who are required to have a contract under Section § 118.24, Wis. Stats. and other supervisory administrative personnel designated by the District.

B. Casual Employees: Casual Employees are defined as persons who are not scheduled to work on a regular basis and/or a student employee whose employment will terminate with the loss of his/her student status.

C. Variable Hour Employees: Variable hour employees are defined as persons who are not reasonably expected to be employed on average 30 hours or more per week during the initial measurement period because the employee’s hours are variable and otherwise uncertain.

1. Seasonal/Summer School Employees: Seasonal employees are those employees who are hired for a specific period of time usually related to the seasonal needs of the District. A summer school employee is defined as an employee who is hired to work for the District during the summer school session. Summer school session is defined as the supplemental educational program offered for District students pursuant to Department of Public Instruction rules and regulations. a. If seasonal/summer school session employment is available, the District may offer seasonal/summer school employment to the applicable qualified regular school year employees. The District is free to use outside providers to perform such work. b. The terms and conditions of employment for seasonal/summer school session shall be established by the District at the time of hire.

Unless specifically set forth by the District at the time of hire, work performed by a regular employee during a seasonal or summer school session shall not be used to determine eligibility or contribution for any benefits, length of service or wage/salary levels.

2. Substitute Employees: Substitute Employees are defined as persons hired to replace a regular employee during the regular employee's leave of absence.

3. Temporary: 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. Temporary employees could include but are not limited to homebound teachers and diagnostic employees.

10

D. Regular Employees: Regular Employees are defined as employees whom the District considers continuously employed, working either a fiscal or school year, until the District, at its discretion, changes the status of the employee.

1. Regular Full-time Employee: Regular full-time employees are defined as one who works forty (40) or more hours per week for a school year or more per year.

2. Regular Part-time Employee: Regular part-time employees are defined as one who works at least thirty (30) hours per week but less than forty (40) hours per week for a school year.

3. Exclusions: A regular full-time or regular part-time employee does not include casual, substitute, variable hour, or temporary employees as defined in this Section.

E. Supervisor: The District will identify the individual employee’s supervisor on the employee’s job description.

F. Teacher: Teachers are defined as persons hired under a contract under Section §118.22, Wis. Stats.

G. Termination: Termination is defined as an involuntary discharge involving the dismissal of an employee, usually for some infraction of the rules or policies of the District, abandonment of the position, incompetence or other reason deemed sufficient by the Board and/or its designee. Termination results in involuntary separation and with prejudice to the employee. A termination will result in the loss of length of service and other employment benefits. For the purposes of this document, “termination” does not include voluntary retirement, voluntary resignation or a nonrenewal of contract under Section § 118.22, Wis. Stats., Section § 118.24, Wis. Stats. or a nonreappointment of an extra-curricular assignment.

H. Immediate Family: Immediate family is defined as husband, wife, children, parents, grandparents, brothers and sisters of the employee or their spouse, as well as persons residing within employee’s household.

PERSONNEL FILES It is critical to effective human resource management and necessary for satisfaction of legal obligations that the Board maintains accurate personnel records. Further, the access granted for review and inspection of a personnel file must be completed in accordance with state law. The District shall maintain personnel records and grant access to inspect or review the record in accordance with policy and state law.

Policy 8320 – Personnel Records AG 8320 – Personnel Records

11

PERSONNEL FILE RECORD CORRECTION If there is any disagreement with the content or information contained in an employee’s personnel record, the employee will follow the process established in Policy 8320 – Personnel Records to either have a correction made to the information in question or to have the content in question removed from the file.

AG 8320 – Personnel Records PERFORMANCE EVALUATION The Superintendent has established and will implement a program of staff evaluation.

This program shall focus upon the early identification of specific areas in which the professional staff member needs improvement so that appropriate assistance may be provided in a systematic way.

Policy 4220 – Evaluation of Support Staff STUDENT SUPERVISION AND WELFARE The Board requires each support staff member to maintain a standard of care for supervision, control and protection of students commensurate with the employee’s assigned duties and responsibilities.

For the Board’s expectations with regard to student supervision and welfare, refer to Policy 4213 - Student Supervision and Welfare.

AG 4213 – Liability of Staff for Student Welfare ASSIGNMENT AND TRANSFERS The Superintendent is responsible for the proper assignment of all staff members in conformance with any legal requirements or certification requirements. Assignments for the forthcoming school year will be made in the best interest of the District. Further, staff may be transferred between schools when the Superintendent determines that the needs of the students, the school or District so require.

Policy 4130 – Assignment and Transfer STAFF DISCIPLINE Staff discipline and required investigations regarding potential wrongdoings of a support staff member shall be consistent with Policy 4139 – Staff Discipline.

REPRESENTATION In the event any employee is called to a meeting with representatives of the District for the purpose of issuing discipline or discharge, or for the purpose of investigating circumstances which may lead to discipline or discharge, the District will advise the employee of his or her right to representation prior to the meeting. Representation 12

means an association representative or School District of Waukesha co-worker of employee’s choice. In the event the employee chooses to have representation, the meeting may be delayed, at the discretion of the District for a reasonable period of time, until appropriate representation may be obtained. Nothing in this provision shall prevent the District from removing an employee from the work place if immediate action is required.

REDUCTION IN STAFF The Board may abolish support staff positions and/or reduce the support staff as necessary. Such support staff reductions will be made in compliance with Policy 4131 – Reduction in Staff.

When determining who will be laid off as part of a reduction in force (RIF), the District will consider first the exceptional employee without exclusive emphasis on seniority.

Elimination of a position does not necessarily mean the person occupying the position will be dismissed. Criteria will include: • • • • • • • •

Type, quantity, and quality of service, staff member performance as determined by the School District of Waukesha; Adaptability to other assignments; Evidence of professional growth as well as specialized or advanced training; Previous history of work; Length of service (not the sole deciding factor); Employees who are laid off do not have any right to replace or “bump” another employee; When possible, the District will provide the employee thirty (30) days written notice; An employee on layoff may apply for any open position for which he/she is qualified but does not have any right to be recalled to a position.

Insurance Benefits: Affected employees will receive an explanation of insurance benefits directly from the Business Office.

Accrued Benefits: Laid off or reduced-in-time employees shall suffer no loss of sick leave, vacation or other accrued benefits when rehired. Sick leave days, vacation, and length of service time shall not accrue while and an employee has experience a RIF or loss of hours.

Other Employment: No employee who has been reduced or laid off shall be precluded from securing other employment while on the reduction list.

TERMINATION AND RESIGNATION Individual employment may be terminated for any reason, provided that the decision is not arbitrary or capricious, or in violation of any applicable law.

13

Finally, a support staff member may submit a letter of resignation and, if accepted by the Board, will be separated from employment at the date specified by the Assistant Superintendent of Human Resources.

There is no payout of accrued but unused sick leave or vacation upon termination or resignation of employment. Payment of unused vacation may be allowed only through individual retirement provisions.

Policy 4140 – Termination and Resignation AG 4140 - Resignation

14

PAY PERIODS

IV. EMPLOYEE PAY AND BENEFITS

All support staff members shall be paid in accordance with the provisions established by the Business Office.

BENEFITS The Board provides a competitive and comprehensive package of benefits to its employees. The Board retains the final authority to establish, modify, rescind, add or in any way affect employee benefits. Annually, in conjunction with the budget process, the anticipated share cost of all employee benefits, specifying both the employee and employer share shall be approved through Board action.

Policy 4425 Benefits EMPLOYEE LEAVES Support staff members who are employed as full-time and part-time secretaries, educational assistants, or custodians and maintenance employees, may request leave for the qualifying circumstances set forth in Board policy. Those circumstances include: o

Vacation (as allocated to employees working a 260-day (year-round) position),

o

Personal leave, all eligible employees may use one paid sick day per year for personal reasons, although principals may limit the number of employees taking a personal day if the number of requests exceeds ten percent (10%) of the staff at that building. Personal days must be logged through Skyward (and Frontline Absence Management if needed) as early as possible. Personal days need not receive prior approval from the human resources department. However, any requests for unpaid leaves (deduct days), must be made through the human resources department and include specific details to support the request. Use of a personal day preceding or following a paid holiday will result in a deduct in pay for the holiday. If no sick leave is available, no personal day may be taken. Please see Leaves of Absence, for requesting short term leaves of absence.

o

Family needs to care for the serious illness of an immediate family member. Annually, employees may use up to five (5) days of their annual sick leave allocation for reasons other than their own illness or disability and for serious illness in the immediate family. In the case of use for serious illness in the immediate family, the employee shall record the absence in Skyward, explaining the illness. If the District believes the absence may qualify under FMLA, the appropriate paperwork will be sent out to the employee and will be required to be completed. All forms are to be returned to the FMLA administrator in the Business / Human Resources Department. Please see the Family and Medical Leave Policy 4430.01 for information on FMLA-qualified events. If Family Needs and 15

Medical Leave qualify for FMLA, use of these days shall be concurrent with FMLA. o

Bereavement leave in the event of the death of a relative, leave will be determined based on personal need for a death in the immediate family of an employee. The employee and employee’s supervisor should collaborate on the reasonableness of the number of days requested. This leave shall be deducted from the employee's accrued sick leave. If no sick leave is available, it shall be without pay. Funeral leave outside of the immediate family may use a personal day, comp time (if any), vacation (if any) or deduct days.

o

Military leave so that the employee can perform 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.

Requests for military leave must be in writing and submitted to the employee’s supervisor and Human Resources. The employee shall be paid regular pay for military leaves not exceeding two weeks per year. Any pay received for services performed while absent must be reimbursed to the District up to the amount equal to the payments from the Board.

Employees who receive compensation for travel expenses while on military leave may keep those expenses.

o

Leave for jury duty when called to perform their civic responsibility as a potential juror or to serve on a jury. If an employee is called upon to serve on a jury the supervisor or principal should be notified immediately and given a copy of the summons. This is a civic obligation and arrangements will be made so the employee will be paid his/her regular wage by the District. Any pay received for services performed while absent must be reimbursed to the District up to the amount equal to payments from the Board. Employees who receive compensation for travel expenses while on jury duty may keep those expenses. Employees released from jury duty before 12:00 p.m. should report to work for the afternoon.

o

Other/School Business leave, The Superintendent or appropriate administrator may approve absence with pay for committee work or attending conferences which the administration deems are beneficial to the educational process.

Immediate family is described as husband, wife, children, parents, grandparents, brothers and sisters of the employee or their spouse, as well as persons residing within the employee’s household.

If a support staff member has approved leave under the specific circumstances set forth in Board policy, the employee may be provided compensation or job protection during such absence from their assigned job duties for the District. These leaves will be granted pursuant to Policy 4431-Employee Leaves.

16

EMPLOYEE SICK LEAVE Support staff members who are employed as full-time and part-time secretaries, educational assistants, or custodians and maintenance employees may use paid sick leave and are expected to follow the protocol established in Policy 4432-Employee Sick Leave.

An employee must provide FMLA paperwork for any absence which the District believes could qualify as an FMLA absence. The District reserves the right to request periodic medical updates.

Note that any absence that occurs the day before or the day after a paid holiday will result in an “absence” for the holiday as well. Accordingly, the employee will be charged a “sick day” or receive a deduction in pay based on the reason for the absence. However, if the employee uses sick time for a scheduled workday immediately preceding of following the holiday and obtains medical certification, the holiday will be paid.

Employees on unpaid leave of absence shall not be eligible for holiday pay if the holiday falls during the absence period.

The Superintendent may require a physical or psychological examination of an employee at any time it appears that such employee is physically or psychologically unable to perform his/her duties. Such examination shall be administered consistent with legal and/or contractual requirements.

Eligible Waukesha employees will receive sick leave each year to be used for their own illness or disability as described below: A. Paid sick leave is not available to employees that are assigned to work the school year schedule (e.g. 10-month, or less than 260 days per year) and are assigned to work four (4) hours per day or 20 hours per week or less.

B. Ten (10) days of sick leave, pro-rated for hours assigned, will be allocated to employees that are assigned to work less than 260 days and more than four (4) hours per day or more than 20 hours per week.

C. Twelve (12) days of sick leave, pro-rated for hours assigned, are allocated each year to employees that are assigned to work year-round (e.g. 260 days) when assigned to four (4) or more hours per day 20 hours or more hours per week.

This total available leave will be made available at the start of each new school year, but will be considered to accrue at a rate of one day per month worked. If an employee terminates part way through the year, having used more than the proportional amount of sick leave, they will be required to repay the leave.

If sick leave is depleted during the course of a work year, additional absences may result in a dock in pay. Employees are encouraged to schedule medical procedures in such a manner that they don’t interfere with their professional responsibilities whenever possible. In all instances of absence, an employee must provide as much notice as possible so that the District can arrange for substitutes, as needed.

17

Note that attendance is a condition of employment and considered an essential function to each position. Excessive absences (other than legally approved absences) may be cause for discipline, up to and including termination.

FMLA paperwork will be requested if the District believes the leave may be qualified under FMLA/WFMLA, or if the leave exceeds three days.

Unused sick leave is cumulative up to a total of sixty (60) days. Employees who start after the beginning of the year will receive sick leave on a prorated basis. Part-time staff will be credited with sick leave and accumulate sick leave based on the percentage of their contract.

Employees who have accumulated more than 60 days prior to July 1, 2012 will be allowed to keep and access those days. No additional days will be added to the bank until or unless the balance drops below 60 days. Additional sick leave days will be added only at the start of a new school year or at the beginning of employment.

The District will require employees to substitute paid leave for FMLA-related absences, except exigency leave, unless prohibited by law. Employees must notify their supervisors or principals of their expected return dates when they are out on sick leave.

Unused, accumulated sick leave is not paid out upon termination of employment.

The District provides long-term disability insurance coverage for eligible employees who require an extended time off due to a disability. The waiting period is 60 calendar days.

If an absence is eligible under the District’s Long-term Disability plan, the use of sick leave will cease upon the date of long-term disability eligibility. The District will continue to pay the employer portion of the premium for health coverage for an eligible employee who is deemed disabled by a certified provider and on an approved medical leave of absence, whether paid or unpaid, for up to 12 months from the initial date of disability.

The employee will continue to be responsible for their portion of the premium share and must make arrangements to remit premium payments to the Business Office. The extension of health coverage will remain in effect for the lesser of the period of disability or 12 months.

Eligible employees have the option to purchase short-term disability coverage.

FAMILY AND MEDICAL LEAVE In accordance with Federal and State law, the Board of Education will provide family and medical leaves of absence. The provisions of both the Federal and State family and medical leave require specific eligibility and qualifying reasons to access this leave; to determine if you are eligible or qualify for family and medical leave refer to Policy 4430.01–Family and Medical Leave of Absence (FMLA).

LEAVES OF ABSENCE Any employee taking an approved unpaid extended leave may elect to remain in the group for medical coverage, provided he/she pays the complete premium in the method set forth by the school District's Business Office.

18

The employee on leave shall notify the Assistant Superintendent for Human Resources that he/she wishes to be re-employed at the end of the leave.

A.

1)

2) 3)

4)

5)

B.

Short Term Leaves of Absence Employees may submit a written request for short-term leaves of absence of 30 calendar days or less for medical or family reasons. Short-term leaves of absence will be approved on a case-by-case basis at the discretion of the Building Administrator and/or Human Resources.

Requests: A written request for short-term leave must be submitted to the employee’s Building Administrator. The request must indicate the reason(s) for such leave, the beginning date of the leave, and the duration of such leave. The Building Administrator will forward the request to Human Resources for review.

Approval: If the request for short-term leave is approved, Human Resources will inform the applicant in writing of the terms and duration of such leave.

Reinstatement: Employees granted a short-term leave are generally guaranteed a return to their current position, assuming they are capable of performing all of the job functions, with or without reasonable accommodations.

Compensation: Employees may be allowed to use accrued but unused sick leave days, depending upon the reason for the leave. Otherwise, short-term leaves of absence will be without pay. Upon return from leave, the employee may return to their current salary status, including any applicable increment change. Paid leave will not accrue while an employee is on a short-term leave of absence, but the employee may retain any unused paid leave accrued prior to the leave.

Benefit continuation: Employees taking a short-term leave of absence will be given paperwork regarding their specific insurance rights and payment requirements.

Long Term Leaves of Absence (more than 30 days) Any support staff member may request a voluntary leave of absence from employment by the Board. All requests for unpaid leaves shall be presented to the Assistant Superintendent for Human Resources for approval and will provide the reason for the leave and the expected duration of the leave.

If the leave is approved, the Board action will also provide the conditions applicable for the employee to return to work. Leaves will be granted in accordance with Policy 4430 - Leaves of Absence.

HOLIDAYS A paid holiday is a day off with pay for the number of hours the employee normally works.

A) Paid holidays are not available to employees that are assigned to work the school year schedule (e.g. 10-month) at four hours per day or less.

19

B) Paid holidays will be provided to employees that are assigned to work the school year (e.g. 10-month, less than 260 days) at more than 4 hours per day on the following schedule: Good Friday Memorial Day

Thanksgiving Day

C) Paid holidays will be provided to full- and part-time employees working a full calendar year (e.g. 260 workdays,12-month) at four (4) or more hours per day on the following schedule: New Year’s Day Good Friday Memorial Day (Federal) Independence Day Labor Day

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

HOLIDAYS DURING VACATION When an authorized holiday falls within an employee’s paid vacation period, the employee may choose to take another day off with pay in lieu of the holiday. Scheduling this day is subject to the approval of the supervisor.

ELIGIBILITY FOR HOLIDAY In order to be eligible for holiday pay, an employee must work the employee’s scheduled workdays immediately preceding and following the holiday, otherwise the holiday shall be unpaid. If the employee uses sick time for a scheduled workday immediately preceding or following the holiday and obtains medical certification, the holiday will be paid as usual, otherwise the holiday shall be unpaid. Employees on unpaid leave of absence shall not be eligible for holiday pay if the holiday falls during the absence period.

VACATION All Regular (12-Month) Employees hired after July 1, 2013, are limited to four weeks of vacation, maximum, based on a “years of employment” schedule.

Vacation is provided “up-front,” on a fiscal year basis (July – June). An employee that ends the employment relationship prior to the end of the fiscal year will have the vacation pro-rated accordingly and in some cases, may need to re-pay vacation used but not earned.

Vacation Entitlement – 12-Month Full-Time Employees July 1st, in the 1st Year of employment – one week paid vacation July 1st, in the 2nd Year of employment – two weeks paid vacation July 1st, in the 5th Year of employment – three weeks paid vacation July 1st, in the 10th Year of employment – four weeks paid vacation Vacation Entitlement – 10-Month Full-Time Employees: Ten (10)-month full time clerical employees will be paid out one week in vacation at the end of each school year. One 20

additional day will be paid out for every two years worked beyond five years of employment.

Vacation Entitlement – Part-Time Employees: Twelve (12)-month part-time employees are granted vacation on a pro-rated basis, according to the schedule. Ten (10)-month part-time employees receive no paid vacation.

First Year Eligibility, 12-Month Employees: Employees beginning employment between July 1 and October 31 will qualify for full vacation in accordance with the established schedule.

Employees beginning employment between November 1 and February 28 (29) will qualify for pro-rated vacation from the start of employment through June 30.

Employees beginning employment between March 1 and June 30 will receive no vacation during the remainder of the fiscal year.

First Year Eligibility, 10-Month Employees: Ten (10)-month full time employees who begin employment after September 1 will receive no paid vacation during the first calendar year of employment.

No Carry Over: Vacation allowance must be taken during the vacation year except that employees who are required by their supervisor to defer all or part of their vacation for a given vacation period may be permitted to take it within the first six (6) months of the ensuing vacation year, after which it shall be lost.

Scheduling Vacation: Employees must take at least one (1) week of earned vacation during the summer months. Employees that have earned more than one week of vacation may be taken on non-student days during the school year, subject to the approval of the supervisor. Employees may request to take additional vacation at other times of the year, but granting that request is at the discretion of the Administration.

Holiday Falling During Vacation: When an authorized holiday falls within an employee’s paid vacation period, the employee may choose to take another day off with pay in lieu of the holiday. Scheduling this day is subject to the approval of the supervisor.

LICENSE RENEWAL REIMBURSEMENT FOR SPECIAL EDUCATION ASSISTANTS Special education assistants who have been employed by the District as a special education assistant and who are required by the District and by the Department of Public Instruction to possess a DPI Special Education Aide License #070 shall be reimbursed by the District for up to one hundred dollars ($100.00) for the cost of the #070 license after the assistant has successfully completed six months as a special education assistant or at the time of the DPI’s approval of the special education assistant’s application for license renewal. Reimbursement will be provided only to those assistants actually assigned as a special education assistant. Educational Interpreters who have been employed by the District as an Educational Interpreter and who are required by the District and by the Department of Public Instruction to possess a DPI Educational Interpreter License #020 shall be reimbursed by the District for up to one hundred twenty five dollars ($125) for the cost of the #020 license after the interpreter 21

has successfully completed six months as an educational interpreter or at the time of the DPI’s approval of the educational interpreter’s application for license renewal.

Reimbursement will be provided only to those assistants actually assigned as an educational interpreter.

BENEFIT PROGRAM ELIGIBILITY An employee must be regularly scheduled to work 30 or more hours per week to be eligible to enroll in the District provided Benefit Program. Support staff employee groups will become eligible for benefits upon their first day of work. If a variable hour employee averages at least 30 hours per week for a complete measurement period as determined by the District, they will become eligible for health, prescription drug, and flexible spend benefits in the following stability period. The variable hour employee will remain eligible throughout the stability period regardless of a change in the employment status (including, but not limited to, a reduction in the hours) in accordance with the Patient Protection and Affordable Care Act. Coverage for school year employee benefits will continue through August 31st unless the employee ceases work prior to their last scheduled workday. The term for coverage for 12-month employee benefits is July 1st through June 30th unless the employee ceases work prior to their last scheduled workday. In such cases, where an employee ceases employment prior to their last scheduled workday, coverage for health, dental, vision and flex benefits will terminate at the end of the month in which the last workday occurs; life and disability benefits will terminate effective the last day worked.

The District reviews cost and quality of the benefit program on a regular basis. Benefits are subject to change at the discretion of the District. Details of all available benefits described in this section are available in separate booklets on the District website or upon request.

HEALTH, DENTAL and PRESCRIPTION DRUG INSURANCE Health and Prescription Drug Insurance will be provided to all full-time support staff members who meet eligibility in accordance with the School District of Waukesha’s Health Insurance Plan and Policy 4419 – Group Health Plans. Dental insurance will be provided to all full-time support staff members who meet eligibility.

It is expected that employees will contribute a share of the premium costs for health, dental and prescription drug insurance. Employee premium contributions will be selected and determined by the District on an annual basis.

The details of these policies are explained in separate booklets issued to you when you become eligible to participate. The insurance plans sponsored by the District, the coverage provided by the plans, the cost apportionment of the premiums, deductibles, and co-pays, and the insurance company offering the coverage may be altered, amended or discontinued by the District at any time, in the District’s sole discretion.

PRIVACY PROTECTIONS OF SELF-FUNDED GROUP HEALTH PLANS

22

Eligible support staff employees who are provided coverage under self-funded group health plans are assured the privacy protections required by Federal and State law.

See also Policy 4419.01 - Privacy Protections of Self-Funded Group Health Plans WELLNESS PROGRAM NOTICE The School District of Waukesha Wellness Program is a voluntary wellness program available to all employees. The program is administered according to federal rules permitting employer-sponsored wellness programs that seek to improve employee health or prevent disease, including the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Health Insurance Portability and Accountability Act, as applicable, among others. If an employee chooses to participate in the wellness program, they will be asked to complete a voluntary health risk assessment or “HRA” that asks a series of questions about health-related activities and behaviors and whether they have or had certain medical conditions (e.g., cancer, diabetes, or heart disease). An employee will also be asked to complete a biometric screening, which will include a blood test for cholesterol (total, LDL, HDL), triglycerides, and glucose. The HRA questionnaire and biometric screening are administered by ProHealth Care. ProHealth Care currently also operates the Waukesha Employee Health Clinic.

An employee is not required to complete the HRA or to participate in the blood test or other medical examination. However, employees and spouses (if enrolled on the high deductible health plan) who choose to participate in the wellness program will receive an incentive of a lower health insurance premium cost share. Although it is not a requirement to complete the HRA or participate in the biometric screening, only employees who do so will receive the lower health insurance premium cost share.

The information from the HRA and the results from the biometric screening will be used to provide an employee with information to help understand current health and potential risks, and may also be used to offer services through the wellness program, such as Disease Management or Health Coaching. Employees are also encouraged to share results or concerns with their own medical provider.

PROTECTIONS FROM DISCLOSURE OF MEDICAL INFORMATION We are required by law to maintain the privacy and security of personally identifiable health information. This program complies with HIPAA Privacy and Security rules.

Although the wellness program, ProHealth Care, and the School District of Waukesha may use aggregate information it collects to design a program based on identified health risks in the workplace, the District’s vendor partners will never disclose any personal information either publicly or to the employer, except as necessary to respond to a request for a reasonable accommodation needed to participate in the wellness program, or as expressly permitted by law. Medical information that personally identifies an employee that is provided in connection with the wellness program will not be provided to your supervisors or managers and may never be used to make decisions regarding your employment.

Your health information will not be sold, exchanged, transferred, or otherwise disclosed 23

except to the extent permitted by law to carry out specific activities related to the wellness program, and you will not be asked or required to waive the confidentiality of your health information as a condition of participating in the wellness program or receiving an incentive. Anyone who receives information for purposes of providing services as part of the wellness program will abide by the same confidentiality requirements. The only individual(s) who will receive your personally identifiable health information will be the providers of the Waukesha Employee Health Clinic in order to provide services under the wellness program.

In addition, all medical information obtained through the wellness program will be maintained separate from personnel records, information stored electronically will be encrypted, and no information provided as part of the wellness program will be used in making any employment decision. Appropriate precautions will be taken to avoid any data breach, and in the event a data breach occurs involving information provided in connection with the wellness program, we will notify you immediately.

An employee may not be discriminated against in employment because of the medical information provided as part of participating in the wellness program, nor may an employee be subjected to retaliation if they choose not to participate.

CAFETERIA PLAN/FLEXIBLE SPENDING ACCOUNT The District will provide an Internal Revenue Service authorized cafeteria plan/flexible spending account [FSA] under applicable sections of the Internal Revenue Code (§ 105, § 106, § 125 and § 129) to permit employees to reduce their salary and contribute to an FSA to cover the following expenses: A.

Payment of insurance premium amounts (IRC § 106); to include premiums deducted for District provided health, dental, vision, flex, and HSA benefits.

B.

Benefit eligible employees who are not covered by a Health Savings Account (HSA) can redirect pre-tax funds into a Health Care FSA to cover out-of-pocket medical, dental and vision expenses. Employees who can contribute to or receive contributions to a Health Savings Account (HSA) can redirect pre-tax funds into a Limited Purpose FSA to cover out-ofpocket dental and vision expenses.

C.

Dependent care costs (IRC § 129) subject to the limitations set forth in the Internal Revenue Service Code.

Payments and the designation of amounts to be contributed to the employee's account will be subject to the procedures, rules and regulations of the plan's administrating agency. The provision of this plan shall be contingent upon the continuance of this benefit under the applicable Internal Revenue Code Sections (§ 105, § 106, § 125 and § 129).

HEALTH SAVINGS ACCOUNT (HSA)

24

The District offers one or more HSA qualified High Deductible Health Plans (HDHP).

Upon enrolling in a District HSA-qualified HDHP, an employee may be eligible to establish an HSA with the District’s HSA vendor partner.

VOLUNTARY VISION INSURANCE The District offers eligible employees the opportunity to participate in the group vision insurance plan at the sole cost to the employee. The details of this policy are explained in separate booklets issued upon request. The insurance plan sponsored by the District, the coverage provided by the plans, the cost apportionment of the premiums, deductibles, and co-pays, and the insurance company offering the coverage may be altered, amended or discontinued by the District at any time, in the District’s sole discretion.

VOLUNTARY DENTAL INSURANCE The District offers eligible employees the opportunity to participate in the voluntary group dental insurance plan at the sole cost to the employee. The details of this policy are explained in separate booklets issued upon request. The insurance plan sponsored by the District, the coverage provided by the plans, the cost apportionment of the premiums, deductibles, and co-pays, and the insurance company offering the coverage may be altered, amended or discontinued by the District at any time, in the District’s sole discretion.

LIABILITY INSURANCE The District covers employees for liability in accordance with the terms of the District's liability insurance policy.

GROUP LIFE INSURANCE Group life insurance is available to each employee who meets the eligibility requirements for coverage at no cost to the employee.

The value of the group term life insurance in excess of $50,000 is a taxable benefit to the employee per IRS guidelines and will be reported annually to the Internal Revenue Service as required on the employee’s W-2 form.

VOLUNTARY SHORT-TERM DISABILITY INSURANCE The District offers eligible employees the opportunity to participate in the group shortterm disability insurance plan at the sole cost to the employee. The details of this policy are explained in separate booklets issued upon request of the employee. The insurance plan sponsored by the District, the coverage provided by the plans, the cost apportionment of the premiums, deductibles, and co-pays, and the insurance company offering the coverage may be altered, amended or discontinued by the District at any time, in the District’s sole discretion.

25

LONG-TERM DISABILITY INSURANCE Group long-term disability insurance is available to each employee who meets the eligibility requirements for coverage at no cost to the employee.

The insurance plan sponsored by the District, the coverage provided by the plan, the cost apportionment of the premiums, deductibles, and co-pays, and the insurance company offering the coverage may be altered, amended or discontinued by the District at any time, in the District’s sole discretion.

The insurance plan sponsored by the District, the coverage provided by the plan, the cost apportionment of the premiums, deductibles, and co-pays, and the insurance company offering the coverage may be altered, amended or discontinued by the District at any time, in the District’s sole discretion.

Please see the business office for information regarding other benefits while on longterm disability leave.

403(b) VOLUNTARY BENEFIT PROGRAM The District will provide the opportunity to all eligible employees to participate in a 403(b) Voluntary Retirement program. If an employee chooses to establish a 403(b) account with one of the District’s approved vendors the District will deduct employee contributions through payroll deduction upon the request of the employee.

WISCONSIN RETIREMENT SYSTEM (WRS) CONTRIBUTIONS District employees who are eligible to participate under the rules and regulations set by the Wisconsin Retirement System are automatically enrolled.

The Board agrees to contribute the employer’s share. The employee agrees to pay the employee’s required WRS contribution as required by state statute. Under no circumstances shall the Board pay the employee’s required WRS contribution. The rate for the employee contribution to the WRS is determined by the Employee Trust Fund (ETF) Board at least annually.

26

V. WORKING CONDITIONS AND HOURS OF WORK DRUG AND ALCOHOL TESTING OF CDL LICENSE HOLDERS The drug and alcohol testing procedure is designed to accomplish the following: a) provide a safe, healthy, productive, and drug-and alcohol-free work place and school environment for all employees and students, (b) protect the District and students from losses arising out of or associated with alcohol and controlled substances, (c) provide an effective tool for deterrence of substance abuse, (d) provide an effective tool for detection of violators, (e) ensure efficient operations, and (f) satisfy the State and Federal (including the DOT) rules covering employees with commercial driver’s licenses.

The drug and alcohol testing procedure shall test for: (a) marijuana; (b) cocaine; (c) opiates; (d) amphetamines; and (e) phencyclidine (PCP).

Further, staff can be tested in the following circumstances: (a) pre-employment; (b) reasonable suspicion; (c) random; (d) post-accident; (e) return-to-duty; and (f) follow-up.

For further information regarding the testing procedures of CDL license holders refer to Policy 4162 – Controlled Substance and Alcohol Policy for Employees that Transport Students DRESS CODE The Board has exercised its authority to specify dress and grooming guidelines for support staff members.

When on duty, support staff members are expected to dress in a manner that is consistent with the expectations described in Policy 4216 - Dress and Grooming.

27

ATTENDANCE AND REPORTING ABSENCES Staff members are expected to report for duty on all scheduled workdays; however, when a staff member must be absent, the following procedure shall be followed: Regular attendance is required of every District employee. It is the employee’s responsibility to be ready to begin his or her professional duties on time each day and to return on time from scheduled breaks and lunch breaks. Although there are justifiable reasons to be absent from work, employment assumes the availability for work and excessive absenteeism and/or excessive tardiness will lead to discipline, including discharge.

A.

Absence: Employees who are unable to report to work shall follow the applicable procedures for reporting their absence as directed by immediate supervisor as well as recording the request made using Skyward Employee Access and substitute requested through the District’s automated substitute system, if applicable. Any time spent not working during an employee’s scheduled day must be accounted for in the District’s attendance system using the appropriate reasons. The district will monitor attendance and absence patterns. Theft of time or improper reporting of time worked records will be investigated and will result in disciplinary action up to and including termination. Failure to notify the district of an absence and failure to report to work on such day could result in disciplinary action up to and including termination. Failure to return to work the day following the expiration of an authorized leave of absence may result in termination of employment.

B.

Tardiness: Tardiness, unless due to emergency conditions communicated to and excused by the supervisor or another appropriate administrator, is not permitted. Excessive tardiness (to the extent that it impacts the employee’s ability to perform expected professional responsibilities) will result in disciplinary action, including termination.

If an employee must be absent or late on any workday, he or she is to record the absence on the designated District automated system prior to 6:00 a.m. and immediately notify their school office of any late arrival times.

WORK SCHEDULES/DAILY TIME SHEETS Support staff members are expected to adhere strictly to their established work schedules, unless their immediate supervisor approves a deviation from it. Support staff members are also required to complete their time sheets daily and submit them to their immediate supervisor for payroll purposes in accordance with the established schedule.

The District requires support staff members to use a time sheet or time tracking system.

Skyward’s True Time module is used by the district to document non-exempt (hourly) employee work time to assist in meeting federal standards and guidelines. Time-sheets are used by other hourly employees submitted to the payroll office and paid on a semimonthly basis.

28

True Time Instructions for Employees REGULAR WORKDAY AND STARTING AND ENDING TIMES A regular full-time workday is eight (8) hours, excluding lunchtime. Because of different schedule requirements, employee’s starting, lunch, and finishing times may vary in different assignments and locations. The employee’s immediate supervisor will schedule working hours, break periods, and lunch periods.

REGULAR WORK WEEK A regular workweek is forty (40) hours or less. The regular workweek is five (5) consecutive days unless the immediate supervisor assigns the employee to a different work schedule. Schedules may include hours on Monday through Sunday. Adequate notice of change, if needed by the District, to individual support staff schedules will be provided so accommodations for care and other personal responsibilities can be made.

This section shall not be construed as a guarantee or limitation on the number of hours per day or hours in a workweek which may be scheduled or required by the District.

Flexibility on the part of support staff to change assignments to meet the needs of the District is expected. The District is committed to creating environments that are the most conducive for learning, provide the greatest opportunity to respond to student needs and work within the District’s fiscal means. Seniority/longevity may not be a consideration in support staff assignment.

COMPENSATORY TIME The FLSA (Fair Labor Standards Act) allows government employees an alternative way to compensate nonexempt (hourly) employees for hours worked in excess of 40 hours in a work week. Use of compensatory time-off, or as commonly known, comp time, allows public employers to provide paid time off in lieu of the cash overtime. Any accumulation of comp time must have prior approval of the supervisor or building principal.

A. Comp time is accrued at the rate of 1.5 hours paid time-off for every hour of overtime that is worked. Overtime is accrued once an employee works more than 40 hours in a work week. Forty hours are calculated as actual hours worked and paid vacation time only. It does include, sick, holiday, or other paid time off.

B. Employee “agreement” is required. However, the School District of Waukesha hereby notices employees that receipt of comp time in lieu of cash overtime is an express condition of employment. The employee’s supervisor may make exceptions to this practice as the supervisor’s discretion for efficient operation of the organization.

C. Effective July 1, 2023 employees may accrue no more than 80 hours of comp time. Once an employee accrues 80 hours, any additional overtime must be paid via payroll.

29

D. Employers may send employees home or require them to use comp time before sick or vacation leave. Similarly, the employer may require that accrued comp time run concurrently with FMLA leave, turning unpaid leave into paid leave.

E. Upon separation, any comp time balance must be paid out.

PAY RATE FOR OVERTIME Time worked over forty (40) hours per week is paid at one and one-half (1.5) times an employee’s normal hourly rate. The calculation of time worked over forty (40) hours per week includes actual time worked and paid vacation time only. Time over forty (40) hours per week does not include sick, holiday, or other paid time off. Employees that work on a designated paid holiday will receive holiday pay in addition to their hourly rate (either straight time or time and a half as determined based on total hours worked for that week). The reason for overtime must be indicated on the employee’s time sheet.

For the sole purpose of determining the appropriate pay period for the receipt of overtime pay, a week is defined as a pay period starting at 12:00 a.m. on Monday and ending at 11:59 p.m. on Sunday.

ADDITIONAL HOURS & OVERTIME – (Approval and Assignment) Approval: In order for an employee to work beyond his or her scheduled hours in any week, prior approval must be obtained from the immediate supervisor. Exceptional cases requiring overtime may be approved after the overtime is worked when all administrators/principals/immediate supervisors are unavailable and the delay in gaining such pre-approval would cause harm to students, staff, and/or damage to District property.

Assignment: Non-emergency scheduled overtime assignments will be filled using volunteers first, with as much notice as possible, and if insufficient volunteers are found, the work will be assigned to a qualified employee(s) as determined by the District.

The District reserves the right to assign overtime hours even if there are volunteers available.

High Demand Day(s): The District, at its sole discretion, reserves the right to identify certain high demand day(s) that will pay hourly staff one and one-half (1.5) times an employee’s normal hourly rate regardless of the “hours worked” calculation as defined in the Overtime section of the Handbook. If the identified high demand day(s) should fall on a District recognized paid holiday, the one and one-half (1.5) times an employee’s normal hourly rate would be in addition to their District approved Holiday pay.

For further information regarding overtime eligibility and approval of overtime work refer to Policy 6700 - Fair Labor Standards Act. SHIFT DIFFERENTIAL Full time second shift employees shall be paid a shift differential in the amount of forty dollars ($40.00) per month. Full time third shift employees shall be paid a shift differential in the amount of fifty ($50.00) per month.

30

CALL IN TIME Emergency overtime assignments shall be assigned at the discretion of the District.

Payment for extra hours will be made for the actual hours worked at the rate according to the Fair Labor Standards Act (FLSA). An employee that is called into work will be paid a minimum of one hour. No additional payment will be made when an employee is called at home to answer a question.

BUILDING CHECKS Building checks will be assigned and carried out as directed by the District. An employee that is assigned to do building checks will be paid for actual hours worked.

Overtime will be paid in accordance with the Pay Rate for Overtime. The District, at its sole discretion, will determine the length of time to conduct building checks for each school/facility.

ATTENDANCE AT MEETINGS & PROFESSIONAL DEVELOPMENT Employees required to attend meetings called or scheduled by the Employer shall be paid for all hours spent in attendance at such meetings. The District shall provide paid Professional Development as the Administration deems appropriate to the performance of the Employee’s job functions.

LUNCH PERIOD AND BREAKS All employees who work seven (7) hours or more per day will be entitled to an unpaid half-hour lunch period, which shall be duty free. A lunch period may be allowed for employees working (5.5) or more hours per day at the discretion of the supervisor or building principal. Employees under 18 years of age must receive at least one 30-minute duty free meal period when working a shift greater than 6 hours in duration.

Employees scheduled to work at least four (4) hours per workday may receive one (1), fifteen (15) minute paid break. Employees scheduled to work at least eight (8) hours per workday may receive two (2), fifteen (15) minute paid breaks. Employees on paid breaks are to remain accessible to the employer as needed.

Immediate supervisors will schedule working hours, break periods, and lunch periods.

Breaks and lunch periods will not occur at the beginning or end of the shift.

PERFORMANCE EVALUATION The Superintendent has established and will implement a program of staff evaluation.

This program shall aim at the early identification of specific areas in which the staff member needs help so that appropriate assistance may be provided or arranged for. The evaluations shall be consistent with applicable State statutes, and Policy 4220 - Staff Evaluations.

BOARD-OWNED COMMUNICATIONS DEVICES Possessing a Board-owned cell phone and/or other PCD is a privilege and all employees 31

are expected to use them appropriately and responsibly. Employees are responsible for managing the cost effectiveness of their cell phone and/or PCD use by utilizing assigned landline and/or designated computers as available and appropriate. Employees should know that using a cell phone to place calls outside the immediate area might result in roaming charges, in addition to long distance and regular charges, and that the Board is charged for both outgoing and incoming calls.

In order to continue to be eligible to receive a Board-owned cell phone, staff members are required to answer all calls on his/her Board-owned cell phone and promptly respond to any messages.

USE OF EMPLOYER PROPERTY/EQUIPMENT Personal use of District equipment or facilities by employees will be in accordance with the Superintendent’s guidelines.

Policy 7530 – Lending District-Owned Equipment USE OF PERSONAL PROPERTY AT SCHOOL Employees may wish to bring personal property to school either for reasons associated with their professional responsibilities or for use during off-duty time. This practice is authorized provided it is understood that the District will not be responsible for any loss, damage, or misuse of such property.

See also Policy 4281 – Personal Property of Staff EMERGENCY CLOSINGS The Superintendent shall make the decision regarding emergency closings in accordance with the Plan for Emergency Preparedness as established in accordance with Policy 8420-Emergency Procedures All custodians and maintenance employees are expected to report to work when school is closed due to inclement weather or situations beyond the control of the District, if at all possible. All other 12-month employees are expected to report to work. Otherwise, personal day, vacation or comp time may be used or if not available a deduction in pay may be taken. Any employee using sick leave when school is closed due to inclement weather or situations beyond the control of the District must obtain medical certification for the sick time to be paid.

All other school-year employees need not report, although days missed due to inclement weather or other official emergencies shall be made up at the discretion of the District or when the District must schedule additional school days in order to comply with state law or receive state aids. Arrangement for make-up days will be made by the Superintendent.

School-year employees will not receive pay for emergency closing days but may use a personal day or comp time earned (if available). If the Superintendent determines the day will be made up at a later date, no payment will be made for the closed day.

32

TRAVEL / JOB RELATED EXPENSES The Board of Education may provide for the payment of the actual and necessary expenses, including travel expenses, of any support staff member of the District incurred in the course of performing services for the District, whether within or outside the District, under the direction of the Board and in accordance with the Superintendent's administrative guidelines.

Policy 4440 – Job-Related Expenses and AG 4440A – Job-Related Expenses and AG 4440B – Use of Private Car for School Business TELECOMMUTING In some cases, employees will be assigned a position in which they work remotely. In these cases, employees will be required to enter into a telecommuter agreement.

Telecommuter Agreement WHISTLEBLOWER PROTECTION The Board of Education expects all its employees to be honest and ethical in their conduct, and to comply with applicable State and Federal law, Board policies and administrative guidelines. Pursuant to State law, the Board expects support staff members to report to their immediate supervisors any violation or suspected violation of any Federal, State or local law, policy, or guideline committed by any employee, or agent of an agency or independent contractor which is doing business with the Board, which creates and presents a substantial or specific danger to the public's health, safety, or welfare. Additionally, pursuant to State law, support staff members are expected to report any act or suspected act of gross mismanagement, malfeasance, misfeasance, gross waste of public funds, suspected or actual Medicaid fraud or abuse, or gross neglect of duty committed by an employee or agent of an agency or independent contractor which is doing business with the Board.

Policy 4211 – Whistleblower Protection

33

VI. SAFETY AND HEALTH WELLNESS A.

B.

Educational Environment: The School District of Waukesha recognizes its responsibility to promote a healthy learning environment by supporting wellness, good nutrition and regular physical activity as part of the total learning environment. This policy supports the mission of the District as it promotes life-long wellness behaviors for its employees and links healthy nutrition and exercise to students' overall physical wellbeing, growth, development, scholastic performance and readiness to learn.

Employee Wellness: The District desires to encourage healthy behaviors by providing wellness programs, educational opportunities and a healthy work environment for employees. For more information, see the Wellness Program under Section IV. Employee Pay and Benefits.

SMOKING The Board of Education is committed to providing students, staff, and visitors with a tobacco and smoke-free environment. Accordingly, the Board prohibits support staff members to use tobacco in any form 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.

Policy 4215 - Use of Tobacco by Support Staff TRAINING Employees for whom training in the following areas is deemed necessary and appropriate, shall be trained in: A. the use of automated external defibrillators Policy 8452–Automated External Defibrillators and AG8452–Automated External Defibrillators.

B. the control of blood borne pathogens Policy 8453.01-Control of Blood-Borne Pathogens and AG8453.01- Control of Blood-Borne Pathogens.

C. the control of casual-contact communicable diseases Policy 8450 - Control of Casual Contact Communicable Diseases and D. understanding the method of transmission and prevention of diseases that are direct contact communicable diseases Policy 8453–Direct Contact Communicable Diseases and AG8453- Exposure Control Plan for Handling and Disposing of Body Fluids.

REPORTING WORK RELATED INJURY Any accident that results in an injury, however slight, to an employee of the Board, must be reported promptly and in writing to the District Business Office in compliance with Policy 8442 – Reporting Accidents and AG 8442 – On-The-Job-Injury. The injured employee shall complete a form that includes the date, time and place of the incident; the names of persons involved; the nature of the injury to the extent that it is known; and a description of all relevant circumstances.

34

WORKPLACE SAFETY The Board of Education is committed to providing a safe and healthful environment for employees, students, and visitors through a comprehensive safety program incorporated into all facets of School District of Waukesha operations. Special drill activities will be planned by the building principals and the faculties of each building to assure, in case of emergency, orderly movement and placement of students in the safest available building area. Safety practices and procedures shall conform to federal and state laws municipal codes, and Board policies.

A. Adherence to Safety Rules: All employees shall adhere to District safety rules and regulations and shall report unsafe conditions or practices to the appropriate supervisor. Fire safety is an essential element of having a safe working environment. Employees should know the following: 1. Location of fire alarms; 2. Location of fire extinguishers; 3. Evacuation routes; and 4. Whom to notify in case of fire Employees need to take precautions to prevent fires from occurring. In the event of a fire, the most important task is to sound the alarm and clear the building. Employees should not risk their safety in fighting fires.

B. Protection of Staff: An employee shall report all cases of assault or injury suffered in connection with employment in the performance of duties to the Superintendent or his/her designee, who shall acknowledge receipt of such report and keep the staff involved informed of action taken.

1. “Injury” means physical harm to an employee caused by accident or disease in the performance of duties by the employee.

2. “Performance of duties” means duties performed within the employee’s authorized scope of employment and performed in the line of duty.

C. Notification of Safety and Health Standards: Wisconsin Statute § 101.055; requires the Wisconsin Department of Commerce to adopt and enforce safety and health standards that will provide protection to public employees at least equal to that provided to private sector employees under standards promulgated by federal Occupational Safety and Health Administration (OSHA). A District employee who believes that a safety or health standard is being violated, or that a situation exists which poses a recognized hazard likely to cause death or serious physical harm, may request the District to conduct an internal review of the matter. Furthermore, the employee may request the Wisconsin Department of Commerce to conduct an inspection.

35

D. Discrimination: The District shall not discriminate against or discharge any employee for exercising any right afforded by this section. An employee may file a grievance under Section VIII, Employee Conduct and Disciplinary Action, of this Handbook to address the workplace safety issues as defined in subsection E, below. The employee may, in his/her discretion also file a complaint with the state Division of Equal Rights within thirty (30) days if the employee believes a violation of the first sentence of this paragraph occurred. See WIS. STAT. § 101.055; Public Employee Safety and Health notice.

E. Workplace Safety Definition for Grievance Procedure: In accordance with relevant state law, the grievance procedure established by the District permits employees to file grievances over workplace safety. For purposes of that procedure, the following guidelines shall apply: 1. A grievance can be filed over workplace safety only if the safety of at least one employee is involved (as opposed to the safety of students or visitors).

2. The issue must concern the safety of a person (e.g., not the “safety” of one’s vehicle or other personal possessions).

3. The grievance must be filed by the affected employee(s) (i.e., one employee may not file on behalf of another).

4. The individual(s) filing the grievance must propose a specific remedy.

5. The issue and proposed remedy must be under the reasonable control of the District.

36

VII. EMPLOYEE COMMUNICATION & TECHNOLOGY ACCEPTABLE USE OF DISTRICT TECHNOLOGY, THE INTERNET, AND THE DISTRICT’S NETWORK Staff use of the District's Network will be governed by Policy 7540.04 – Staff Technology Acceptable Use and Safety and the related administrative guidelines, AG 7540.04 – Staff Education Technology Acceptable Use and Safety.

The due process rights of all users will be respected in the event there is a suspicion of inappropriate use of the Network. Users have a limited privacy expectation in the content of their personal files and records of their online activity while on the Network.

EMAIL When available, the District’s e-mail system must be used by employees for any official District e-mail communications.

Employees are required to keep their inbox and folders organized by regularly reviewing e-mail messages, appropriately saving e-mails that constitute a public record or student record and e-mails that are subject to a Litigation Hold, and purging all other e-mails that have been read.

The District complies with all Federal and State laws pertaining to electronic mail.

Accordingly, e-mails written by or sent to District employees may be public records or education records if their content includes personally identifiable information about a student. E-mails that are public records are subject to retention and disclosure, upon request, in accordance with Policy 8310 – Public Records.

The District retains the right to monitor or access any District e-mail accounts at any time. Users should not expect that their communications sent or received through the District e-mail system will remain confidential and personal.

Employees should be aware of the framework for the proper use of e-mail established in Policy 7540.06 – District Issued Staff E-Mail Account and the Superintendent’s established guidelines regarding e-mail, AG 7540.06 – Proper Use of Email Account.

SOCIAL MEDIA In accordance with Policy 4213-Student Supervision and Welfare, support staff members shall not engage students in social media and online networking media, such as Facebook, Twitter, SnapChat, Instagram, etc. See also AG 4213 – Liability of Staff for Student Welfare.

37

VIII. EMPLOYEE CONDUCT AND DISCIPLINARY ACTION STAFF DISCIPLINE Staff discipline and required investigations regarding potential wrongdoings of a staff member shall be consistent with Policy 4139–Staff Discipline.

GRIEVANCE PROCEDURE Each employee of the District shall be provided an opportunity to resolve matters affecting employment that the employee believes to be unjust as provided for in Policy 4340-Grievance Procedure. The grievance procedure is available in the case of any employee’s disagreement with discipline or termination of employment, as well as any matter relating to workplace safety.

All employee grievances must be filed by the aggrieved employee(s). The grievance must be filed within ten (10) days after the employee knew or should have known of the cause of such grievance. The procedures detailed in Policy 4340–Grievance Procedure shall be followed when a grievance has been filed.

DRUG AND ALCOHOL USE The Board prohibits the manufacture, possession, use, distribution, or dispensing of any controlled substance, including alcohol, by any member of the District's support staff at any time while on District property or while involved in any District-related activity or event. The employee shall remain free of any alcohol or unlawful substance in the workplace throughout his/her employment in the District. Any staff member who violates Policy 4122.01–Drug-Free Workplace shall be subject to disciplinary action in accordance with Policy 4139–Staff Discipline and the Employee Handbook.

USE OF RESOURCES FOR TREATMENT The District makes available resources to assist staff members in overcoming illegal drug use or controlled substance abuse. However, the decision to seek diagnosis and accept treatment for illegal drug use or controlled substance abuse is primarily the individual staff member's responsibility. Any costs associated with treatment in excess of those costs covered by the staff member's medical insurance plan shall be borne by the individual.

WEAPONS The Board of Education prohibits support staff members 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 except as permitted by Policy 4217 – Weapons.

38

STUDENT ABUSE AND NEGLECT Each District employee who has reasonable cause to suspect child abuse or neglect has occurred or is occurring shall be responsible for reporting immediately every case, whether ascertained or suspected, of abuse or neglect resulting in physical or mental injury to a child by other than accidental means.

Policy 8462 – Student Abuse and Neglect

39

IX. EMPLOYEE RECEIPT AND ACKNOWLEDGMENT I acknowledge that I have received and read the School District of Waukesha’s Employee Handbook for Support Staff and understand the provisions contained herein. I understand that the terms described in the Employee Handbook for Support Staff may be altered, modified, changed, or eliminated by the Board at any time, with or without prior notice.

I further understand that the Employee Handbook for Support Staff and any other provisions contained therein do not constitute a guarantee of employment or an employment contract, express or implied. I understand that my employment is "at-will," and that my employment may be terminated at any time for any reason, with or without cause, and with or without notice, unless otherwise provided by individual contract and consistent with Board Policy. ___________________________________ (Employee Signature) ___________________________________ (Date) ___________________________________ Witness

40