2018-19 certified employee handbook - tonganoxie usd 464 · 2018-07-11 · thsw melissa williams ....

Certified EmployeeHandbook

2018-19

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USD 464 Organizational Chart

Amended April 2018

Superintendent Loren Feldkamp

Assistant Superintendent Tonya Phillips

Human Resources Coordinator/Board Clerk

Audra Boone

Business Manager Ann Clark

Assistant Principal TES Calesta Blazo & Kris Henry

TMS Kasi Brown (AP/AD) THS Brent Smith & Brandon Mellen(AP/AD)

Building Staff

Facilities & Grounds Coordinator Bill Seymour

Technology Coordinator Forrest Creager

Student Nutrition Coordinator Barb Smith

Technology Assistants Gary Richmond (Tech Integration Specialist)

Joe Krivjanski Tony Hoffhines

Barb Easter (secretary)

Lead Custodians TES Jim Metz

TMS Belynda Woods THS-E Vanessa Kietzman THS-W Debbie Pantoja

Maintenance Staff Charlie Brady Chris Croley

Brian Gravatt

Food Service Staff

Kitchen Managers TES Cara Bremer

TMS Debra McCracken THS E Marcie Thompson THSW Melissa Williams

Transportation Coordinator

Jill Kietzmann

Building Principal THS Mark Farrar

TMS Mark Altman TES Chuck Mahon

Transportation

Staff

Custodial Staff

Human Resources Clerk Becky Derzinski

Accounts Payable Clerk Lori Wilson

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4 Independence Day Holiday - All District Buildings Closed

1 New Year’s Day - No School, District Buildings Closed

2 Teacher “Flex”Prep & Planning (or Dec. 19)

3 Classes Resume—Full Day21 Martin Luther King, Jr. Day -

No School, District Buildings Closed

9-10 New Teacher Orientation13 All Staff Orientation14 Staff Development & Collaboration 15 Teacher Prep & Planning16 First Day of School Grades

1-9, Half Day17 First Full Day of School

Grades 1-12

13

13 14

14 15

18

No School, Teacher Prep & Planning, (8-11am)P/T Conferences, noon-4, 5-8pm No School - Staff Development & Collaboration (8am-3pm)P/T Conferences, 4-8pmNo School, District Buildings ClosedPresident’s Day - No School, District Buildings Closed

3

28

Labor Day - No School - All District Buildings Closed Half Day- Homecoming

7 End of 3rd Quarter (41)8 No School - Teacher Prep &

Planning8 Inclement Weather Make Up

Day (if needed)11-15 Spring Break - No School,

District Buildings Closed

12 End of 1st Quarter (40)17 No School - Teacher Prep &

Planning, 8-11am17 Parent/Teacher Conferences,

noon-4, 5-8pm18 No School - Staff Development

& Collaboration (8am-3pm)18 P/T Conferences, 4pm-8pm19 No School, District Buildings Closed

19 No School - Staff Development & Collaboration

11 Veteran’s Day12 No School - Staff Development21-23 Thanksgiving Vacation

No School, District BuildingsClosed

17 Last Day of School - Half Day (43.5) 17 Teacher Prep & Planning - Half Day17 End of 4th Quarter17 End of 2nd Semester20 End of Year Breakfast/Teacher

Prep & Planning - Half Day27 Memorial Day, District Buildings

Closed

18 Last Day of Class—Full Day18 End of First Semester (40)19 Teacher “Flex”

Prep & Planning (or Jan. 2) 20-1/1 Winter Vacation - No School,

All District Buildings Closed25 Christmas Day

School buildings normally close from mid-June to late July.

The District Administrative Centerwill remain open the entire summer.

JULY 2018M T W T F2 3 4 5 69 10 11 12 13

16 17 18 19 2023 24 25 26 2730 31

JANUARY 2019M T W T F

1 2 3 47 8 9 10 11

14 15 16 17 1821 22 23 24 2528 29 30 31

FEBRUARY 2019M T W T F

14 5 6 7 811 12 13 14 1518 19 20 21 2225 26 27 28

MARCH 2019M T W T F

14 5 6 7 811 12 13 14 1518 19 20 21 2225 26 27 28 29

MAY 2019M T W T F

1 2 36 7 8 9 10

13 14 15 16 1720 21 22 23 2427 28 29 30 31

JUNE 2019M T W T F3 4 5 6 7

10 11 12 13 1417 18 19 20 2124 25 26 27 28

SEPTEMBER 2018M T W T F3 4 5 6 7

10 11 12 13 1417 18 19 20 2124 25 26 27 28

AUGUST 2018M T W T F

1 2 36 7 8 9 10

13 14 15 16 1720 21 22 23 2427 28 29 30 31

APRIL 2019M T W T F1 2 3 4 58 9 10 11 12

15 16 17 18 1922 23 24 25 2629 30

OCTOBER 2018M T W T F1 2 3 4 58 9 10 11 12

15 16 17 18 1922 23 24 25 2629 30 31

NOVEMBER 2018M T W T F

1 25 6 7 8 9

12 13 14 15 1619 20 21 22 2326 27 28 29 30

DECEMBER 2018M T W T F3 4 5 6 7

10 11 12 13 1417 18 19 20 2124 25 26 27 2831

Tonganoxie USD 464 School Year Calendar for 2018-2019

School Calendar Days - BreakdownSchool in Session 164.5Staff Development and Collaboration 6 *8 for New TeachersParent/ Teacher Conferences 3Teacher Prep and Planning 5

Total 178.5 (180.5) New Teachers

First day of Classes

Parent/Teacher Conferences

Teacher Prep & Planning

1/2 day

Staff Development & Collaboration

District Buildings Closed

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Chuck Mahon, Principal, Tonganoxie Elementary School Calesta Blazo, Assistant Principal, Tonganoxie Elementary School

Kristopher Henry, Assistant Principal, Tonganoxie Elementary School

Brent Smith, Assistant Principal, Tonganoxie High School

Brandon Mellen, Assistant Principal, Tonganoxie High School

Kasi Brown, Assistant Principal, Tonganoxie Middle School

USD 464 Safety Mission Statement

The Tonganoxie Board of Education and Administration recognizes its responsibility to provide a safe working environment for all of its employees. The school district’s objective is to commit its resources to attain zero accidents.

The safety of our employees and the protection of school district property are paramount! Establishment and maintenance of a safe working environment is the shared responsibility of all employees from every level in our district. The Board of Education and Administration will attempt to do everything within its control to ensure compliance with federal, state, local and industry safety regulations. All employees are encouraged and expected to correct unsafe conditions as promptly as possible.

Kaija Baldock, Board Member Michelle McGhee, Board Member

Jim Bothwell, Board Member Drew Overmiller, Board Member

Karen Bottary, Board Member Stephanie Shupe, Board Member

Chris Gratton, Board Member

Loren Feldkamp, Superintendent of Schools Tonya Phillips, Assistant Superintendent

Mark Farrar, Principal, Tonganoxie High School

Mark Altman, Principal, Tonganoxie Middle School

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1 CERTIFIED HANDBOOK USD 464 TONGANOXIE

Table of Contents

Introduction.................................................................................2

Employment Guidelines..............................................................3

Time Keeping and Payroll Procedures.........................................6

Work-Life Benefits.......................................................................9

Employment Benefits................................................................11

Standards of Performance and Conduct....................................15

Workplace Safety and Security..................................................24

Separation of Employment........................................................30

Forms......................................................................................31

TABLE OF CONTENTSTABLE OF CONTENTS

USD 464 TONGANOXIE CERTIFIED HANDBOOK 2

The Tonganoxie School District is very glad to have you as an employee. We believe that you have a great contribution to make to the District and that you will find your em-ployment at our district a rewarding experience. We look forward to the opportunity to work together to create a more successful district. We also want you to feel that your employment with the district will be mutually beneficial.

This handbook has been prepared to assist you in understanding policies, practices, guidelines, and benefits which apply to employees in the Tonganoxie School District.

The Tonganoxie School District shall make every effort to comply with any federal, state, or local law applicable to the policies in this handbook.

The Tonganoxie Board of Education delegates authority to the Superintendent to im-plement the policies. The Board of Education, at all times, reserves the right to add to, delete, alter, or amend the policies. Employees will be notified of changes by appropriate means. Changes will be effective on dates determined by the Board of Education.

The contents of this handbook should not be interpreted as a contract between the Ton-ganoxie School District and any of its employees. Please read this handbook carefully and keep it available for future reference. Each employee should assume responsibility for becoming familiar with the contents of this handbook. Compliance with handbook rules and regulations and all Board policies is a condition of continued employment. If you are uncertain about any policy or procedure in this handbook, contact your immediate supervisor or the Central Office.

INTRODUCTIONINTRODUCTION


IMMIGRATION REFORM AND CONTROL ACTIn accordance with the Immigration Reform and Control Act of 1986, it is our District’s policy to hire only

those individuals who are authorized to work in the United States. Pursuant to the law, all individuals who are offered employment will be required to submit the documentary proof of their identity and employment authorization. Employees will also be required to complete and sign, under oath, U.S. Citizenship and Immigration Services Form I-9. Form I-9 requires employees attest that they are authorized to work in the job for which they are hired and that the documents they submitted are genuine.

EQUAL EMPLOYMENT OPPORTUNITYThe Tonganoxie School District is an equal opportunity employer. With respect to employment practices

and procedures, it shall not discriminate on the basis of sex, age, race, color, creed, religion, national or ethnic origin, sexual orientation, gender identity, or disability. Harassment on the basis of sex, age, race, color, creed, religion, national origin, ethnic origin, sexual orientation, gender identity, or disability is also prohibited.

All decisions made with respect to recruiting, hiring, and promotions for all job classifications will be based solely on individual qualifications related to the requirements of the position. Likewise, all other personnel matters such as compensation, benefits, transfers, reduction-in-force, and training will be ad-ministered free from any discriminatory practices.

Complaint Procedure Any District employee who believes he or she has been discriminated against, harassed, denied a

benefit, or excluded from participation in any District program or activity on the basis of sex, age, race, color, creed, religion, national or ethnic origin, sexual orientation, gender identity, or disability may file a written complaint with the Superintendent. An investigation of any written complaint shall be conducted by a second party and a written response shall be presented to the Superintendent and mailed to the com-plainant within ten (10) working days after receipt of the written complaint. A copy of the written complaint and the response shall be provided to the Board. If the complainant is not satisfied with such response, the complainant may submit a written appeal to the Board, indicating with particularity the nature of the disagreement within ten (10) working days.

HARASSMENTThe Tonganoxie School District is committed to providing a work environment that is free of unlawful

discrimination and harassment. The District strictly prohibits harassment of any kind, including harassment on the basis of sex, age, race, color, creed, religion, or national or ethnic origin, sexual orientation, gender identity, or disability. If you believe that you have been a victim of harassment, you are encouraged to report such action to an administrator, a supervisor, or to the Superintendent.

Common Forms of Harassment Including Sexual HarassmentHarassment may take many forms, but the most common forms include, yet are not limited to:

� Verbal misconduct such as derogatory jokes or comments, slurs, unwanted sexual advances, or sexual invitations;

� Visual misconduct such as derogatory and/or sexually-oriented posters, e-mails, web sites, photog-raphy, cartoons, drawings, or gestures;

� Physical misconduct such as assault, unwanted touching, blocking normal movement or inter-fering with another person because of sex, race, sexual orientation, gender identity, or any otherprotected basis;

EMPLOYMENT GUIDELINESEMPLOYMENT GUIDELINES


� Retaliation for having reported or threatened to report harassment, for opposing unlawful harass-ment, or for participating in an investigation.

Recognizing Sexual HarassmentSexual harassment in any form is strictly prohibited. Sexual harassment refers to any sexual advance,

request for sexual favor, or sex-based behavior that is not welcome and not requested. There are two types of sexual harassment:

� Quid pro quo harassment occurs if someone makes sexual misconduct a condition of employment.Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of asexual nature constitute sexual harassment when submission to the conduct is made, either ex-plicitly or implicitly, a term or condition of employment, or when submission to, or rejection of, such conduct is used as the basis for employment decisions.

� The second type of sexual harassment involves the general or work environment. Sexual harassmentoccurs when such conduct has the purpose or effect of unreasonably interfering with anemployee’s work performance or creating an intimidating, hostile, or offensive environment.

Reporting Harassment Including Sexual HarassmentAn employee who believes that he or she has suffered harassment may report the matter to his or her

immediate supervisor, building administrator, Superintendent, or a Board member. The District will conduct a thorough and objective investigation of the incident(s), making an effort to keep the matter as confidential as possible. If it is determined that harassment has occurred, the harasser will be subject to disciplinary action (up to and including termination) consistent with the severity of the conduct. The District will take steps as necessary to prevent further harassment. In addition, providing false information or making false charges during an investigation will be grounds for disciplinary action, up to and including termination of employment. Retaliation against a person who reports or testified to a claim of harassment is prohibited. If such retaliation occurs, the individual retaliating will be terminated immediately.

HEALTH REQUIREMENTSAs a condition of continued employment, all new employees are required to complete a health physical

and TB test. Employees may be asked to update their physical if there is a health concern. Family Medicine of Tonganoxie performs the health examination. Costs for these exams are covered by USD 464 when completed by the approved physician.

Assignment of EmployeesThe District may assign an employee to any position for which the employee is qualified to meet the

needs of the District.

HIRING PROCEDURESVacancy NoticesCertified vacancy notices are posted on the USD 464 website for a period of at least ten (10) days prior

to each vacancy being filled. Temporary substitutes may be used to fill vacancies if the Administration de-termines that the unfilled vacancy would adversely affect the operation of the District.

EMPLOYMENT GUIDELINES ContinuedEMPLOYMENT GUIDELINES Continued


Transfer Request by EmployeeAll current employees desiring to be considered for posted vacancies or transfers must fill out an internal

online application through the District’s website. All such requests will be handled in the same manner as external applications.

Current District employees will be considered along with other applicants for available positions. Princi-pals and/or supervisors will make appropriate recommendations with respect to filling any vacant certified position and will submit such recommendations to the Superintendent.

When staffing vacancies exist, they will be filled in the following manner:� Vacancy posted;� Screened review of applications;� Selected applicants are interviewed;� References are checked;� Candidates must pass health physical and TB. A national background check will beconducted as a condition of continued employment;

� Recommendation and appointment of successful candidate (subject to Board approval); � Notification of results to applicants; � Employee completes new hire paperwork through TalentEd Records prior to reporting to work.

*** If a similar position has been posted in the preceding six months and a number of quality applicationsare on file, the vacancy may be filled from existing applications.

EMPLOYEE PERSONNEL FILESIndividual employee personnel files are maintained in the Central Office. Employees will be permitted to

inspect and copy documents in their personnel file during normal business hours following reasonable ad-vance notice and in the presence of the Clerk of the Board. Confidential references or evaluations obtained prior to employment by the District will not be available for inspection or copying by the employee.

EMPLOYMENT OF MINORSAs a general rule, regular employees of the Tonganoxie School District must be 18 years of age or older.

Occasionally, students under the age of 18 are hired, but this is done only under special conditions and must be approved in advance by the Superintendent.

EMPLOYMENT GUIDELINES ContinuedEMPLOYMENT GUIDELINES Continued


PAYDAYSAll personnel will be paid on the 20th of each month or the previous working day if the 20th should fall on a

weekend or holiday. Paychecks will not be released early for any reason. The following information is to advise you of payroll cutoff dates for 2018-2019:

Pay Period Pay Date Weeks in Pay Period

July 20, 2018 45445

May 27 – June 23 June 24 – July 28 July 29 – August 25 August 26 – September 22 September 23 – October29 October 30 – November 24

August 20, 2018 September 20,2018October 18, 2018 November 18, 2018 December 19, 2018 4

November 25 – December 22 January 18, 2019 4February 20, 2019 4

544

December 23 – January19 January 20 – February 23 February 24 – March 23March 24 – April 20 April 21 – May 25

March 20,2019April 18, 2019 May 19, 2019 June 20, 2019 5

DIRECT DEPOSIT OF PAYROLL CHECKEach employee may participate in the voluntary Direct Deposit of Check program. Participation in the pro-

gram allows the paycheck to be electronically deposited into a designated bank account and available on the morning of payday. The Tonganoxie School District highly recommends payroll direct deposit for a variety of reasons. First of all, with direct deposit, worries about picking up the check, losing the check, etc. are eliminated. This can be especially helpful when payday falls on a snow day or on a day when the employee is out of the building/district.

Information about the procedure can be obtained from the Payroll Department. Direct Deposit forms are available in the Central Office.

Direct deposit pay stubs can be viewed using Skyward. On payday, the employee should: � Click Skyward at the top of the district webpage, then log in using their regular district username and

password; � For first-time users, on the page that opens, click “Open Employee Access”; � Click “Employee Information” at the top right of the next page that opens; � The “Check History” section contains all payroll information after January 2013.

For employees without direct deposit, checks are available after 9 A.M. on payday. If a check is not picked upin the Central Office by 3:30 P.M. on payday, it will be mailed.

SALARY DEDUCTIONSIn keeping with Board Policy GAL, salary deductions will be made as permitted by board policy or required

by law. At the time new employees sign up for benefits, they will be asked to provide information needed to make approved salary deductions. Forms are available in the Central Office if changes to deductions are needed throughout the year. If you feel that a salary deduction has been made in error, please contact the Central Office at your earliest convenience.

TIME KEEPING AND PAYROLL PROCEDURESTIME KEEPING AND PAYROLL PROCEDURES

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HOLIDAYSEach school year a calendar is published indicating designated holidays. This calendar is determined

annually by the Calendar Committee.

LEAVE TIMECertified staff do not receive vacation time, but they are allotted Paid Time Off to be used for sick leave or

personal leave. Employees may voluntarily donate days to another employee who has exhausted their allotted leave and is absent due to extenuating personal or family circumstances. While certified staff may donate to either certified or classified employees, a classified employee may only donate to another classified employee.

Available leave time for each employee may be viewed in Skyward. � Click Skyward at the top of the District webpage, then log in using your district username and password; � Click “Time Off” in the top right of the next page; � Click “My Status”; � All employees receive “Paid Time Off Hours”.

The District utilizes the Aesop absence reporting service to schedule leave time. Each staff member isassigned an ID number (usually the employee’s preferred contact phone number) and a PIN.

To request leave time or request a sub for coaching/sponsoring student activities, the employee should:� Log on to the Aesop page at http://www.frontlinek12.com/aesop or call 1-800-942-3767;� Enter their ID number and PIN;� In the Absences tab, click “Create Absence”;� Choose the date of the planned absence from the calendar at the left of the page;� Choose the type of absence from the dropdown menu labeled “Absence Reason”;� FMLA should be used to care for an immediate family member or to recuperate from a serious

health issue.● Coach/Sponsor is for leaving the District to provide supervision for a group of students.● Professional is for staff development, which must first be registered through MyLearningPlan.

Professional leave should be requested AT LEAST a week in advance. ● Paid Time Off is for illness and emergencies. It should not be used for short-term or long-termdisability leave, workers' compensation, sabbatical, community service leave, or any types ofleave listed on the menu. ● Certified staff do not receive vacation. If a certified staff member chooses the vacation option, theadministrator will not approve it.

� Choose whether or not a substitute will be needed; � Choose the time of the absence; � The “Notes and Attachments” section is for a message to the approving administrator or an expla-

nation of the nature of the absence. Notes may also be left for the substitute if one is utilized.Documents, such as a jury summons, subpoena, or doctor’s note, may be attached.

Temporary leave may be used for the following reasons: � Personal illness, (including disability due to prenatal care, birth of a child, and recuperation following

delivery of a child); � Illness of an employee’s spouse, son, daughter, mother, father, brother, sister, or those same mem-

bers of the employee’s spouse’s family; � Bereavement due to the death of a family member, including spouse, child, parent, parent-in-law,

grandparent, grandchild, aunt, uncle, cousin, or resident of the employee's household. (Nomore than five (5) days of temporary leave may be used for bereavement on one occasion);

WORK-LIFE BENEFITSWORK-LIFE BENEFITS


� Funeral attendance; � Observance of a denominational religious holiday; and � Appearance in a court of law as a litigant or witness pursuant to a subpoena.

In the event that the absence cannot be filled through Aesop, each supervisor is ultimately responsiblefor securing a substitute to perform the job duties of an absent employee.

Personal leave may not be used on the following days:� During the first or last week of the employee’s work calendar;� In combination with any other leave time to circumvent other provisions of the policy.If an employee becomes ill and realizes after 6:30 A.M. that he/she is not able to work that day, the em-

ployee must call their supervisor rather than using Aesop. Aesop does not permit requests for leave after 6:30 A.M. of the same day.

RETURN TO WORKThe District requires a release from an employee’s physician before returning to work if the employee has

been out due to illness, accident, or injury for five (5) or more days. The physician must state that the em-ployee is physically and mentally able to return to duty, and this release must be presented to the employee’s immediate supervisor and the Central Office before the employee is allowed to return to work. The return may be postponed if the Superintendent, after conferring with the supervisor, determines that the employee’s condition is such that there would be risk of further injury or illness. The Board also reserves the right to a second physician’s opinion.

JURY DUTYEmployees are encouraged to fulfill their citizenship obligation of jury duty. The Board supports this

commitment by providing no deduction from accumulated leave or loss of salary while employees are on jury duty.

Request for Jury DutyEmployees who receive notice of jury duty must submit a copy of the Jury Duty summons to their imme-

diate supervisor and to the Payroll Department at least five (5) business days prior to the commencement of jury duty. They must also choose Jury Duty as the reason for absence in Aesop.

While serving on jury duty, an employee shall receive full pay at their regular rate of pay for assigned hours of employment. Upon completion of jury duty, the employee must provide written notice of release from jury duty and compensation (not including mileage compensation) received for jury duty to the Central Office.

FAMILY AND MEDICAL LEAVEEmployees may need an extended period of time away from work to care for a family member or to

recuperate from a serious health condition. Employees who find themselves in these circumstances may request unpaid leave under the Family and Medical Leave Act of 1993 (FMLA).

FMLA requires the district to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons.

EligibilityAn employee is eligible for this type of leave if they meet both of the following conditions:

� They have worked for the District for at least one year, and � They have completed at least 1,250 hours of work during the 12-month period prior to the leave.

WORK-LIFE BENEFITS ContinuedWORK-LIFE BENEFITS ContinuedWORK-LIFE BENEFITS Continued

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Purpose of the LeaveFamily care and medical leave may only be used for;

� The birth or adoption of a child; � The serious health condition of a spouse, parent, or child; � The employee’s own serious health condition.

Method Used in Calculating Availability of FMLA LeaveThe District uses the “rolling backward” method of defining the 12-month period of eligibility for all em-

ployees. Under this method, the District calculates leave eligibility by looking back twelve months from the date of the leave request, adding together any FLMA leave taken, and then subtracting that number from the employee’s twelve-week allotment.

Requesting LeaveNotification of an employee’s need to request a leave should be made in a timely fashion to the immedi-

ate supervisor and the Central Office, as well as through Aesop. Upon notification of the request for leave, the Central Office will send an FMLA packet which contains all of the necessary paperwork and documen-tation required to process the leave request.

Medical CertificationThe District will require medical certification to support a request of leave because of a serious health

condition, and may require second or third opinions (at the District’s expense). The medical certification must be provided within 15 days from the date of the FMLA application. Failure to furnish the certification may delay the commencement of the leave until the certification is submitted.

Paid or Unpaid LeaveFamily care leave is unpaid, except to the extent the employee has available paid leave. FMLA will be

applied concurrently with any applicable paid or unpaid leave. Employees are required to use any appli-cable paid leave (including personal, vacation, etc.) before unpaid leave is taken. If a Workers’ Compen-sation Leave is run concurrently with FMLA, employees are not required to use any paid leave (including personal, vacation, etc.). For the purpose of FMLA, any leave, whether paid or unpaid, shall not exceed the 12-week period allowed for under the FMLA and used during the immediately preceding 12 months.

Returning from LeaveWhen employees return from a leave related to their own health condition, they will be required to submit

a physician’s release indicating that they are able to perform the duties of their jobs. Generally, employees will be reinstated to the same or equivalent position when returning from an FMLA leave. However, the District may refuse to reinstate an employee to the same or equivalent position as allowed by law.

An employee returning from family care leave will return with no less seniority than when the leave com-menced for purposes of layoff, recall, promotion, job assignment and seniority-related benefits such as vacation.

Family care leave is not considered time worked for the purpose of determining the amount of benefits such as vacation, temporary leave, and KPERS.

WORK-LIFE BENEFITS ContinuedWORK-LIFE BENEFITSContinued


FMLA Leave Effects on Medical CoverageDuring an FMLA leave, the District will maintain and pay for the employee’s medical coverage (under

the group health plan) on the same terms that apply when they are actively working. The employee must make arrangements with the Payroll Department to pay for the employee share of the premium during this time period. If the employee does not return from the FMLA leave, he/she will be responsible for any group insurance premiums which may have been paid for by the District during the leave period.

The failure to pay the employee portion of applicable insurance premiums within the time specified under the insurance plan’s policy provisions will result in a lapse of benefit coverage. Such lapse will be retro-actively effective from the date the premium is due and unpaid. A 30-day grace period will be provided in which to remit any due and unpaid premiums. The District will provide written notice of cancellation at least 15 days before the date the insurance policy lapses due to non-payment of premium.

WORK-LIFE BENEFITS ContinuedWORK-LIFE BENEFITSContinued


The Tonganoxie Unified School District #464 is pleased to provide its employees with a broad spectrum of employee benefits. The information being submitted in the Employees’ Handbook is meant to highlight basic provisions of each of the current benefit programs for which employees are (or may become) eligible through the District. This information is not intended to set forth employee rights under any of the plans. It is not intended to be a complete description of any of the benefit plans or to be a guarantee of either employment or benefits. If there is any conflict between the information provided in this Employee Benefits overview and any plan document, contract, or policy, the plan document, contract, or policy will always prevail. Employees should not rely solely on any oral descriptions of the plans because the written terms of the plan documents, contract, or policy will always govern. The Tonganoxie Unified School District expects to continue the benefit plans described in this summary, but reserves the right to modify, amend, suspend, or terminate any non-contractual plan or benefits in whole or in part at any time for any reason.

TONGANOXIE USD 464 BENEFIT TERMSInitial EnrollmentThis term refers to the first 30 days of employment by the District. During this time the employee can

make application for any eligible benefit programs. Coverage typically becomes effective the first of the month following the date the enrollment forms are completed and returned to the Central Office. See Ap-plication for Coverage on the next page for more information.

Re-enrollmentRe-enrollment refers to the annual opportunity for an employee to make application for changes in the

insurance program as specified by Section 125 of the Internal Revenue Code. Employees will be notified each year of the specific time for re-enrollment. Enrollment, re-enrollment, or changes must be made during this specified time, or the employee will have to wait until the next re-enrollment period to make a new election of benefits. Re-enrollment usually occurs in the spring semester of each prior year, typically for an October 1st effective date. See Application for Coverage below for more information.

Life-Changing EventsEmployees can apply to make changes to insurance and benefit coverages due to life-changing events.

These events include marriage, divorce, birth, adoption, death, or a change in employment status (part-time to full-time, full-time to part-time, or termination of employment) for either the employee or his/her spouse. These events open a 30-day window to make application for changes in coverage.

Application for CoverageAn Application of Coverage does not guarantee acceptance by the carrier. If application is made for

coverage within the first 30 days of employee eligibility, then coverage is usually automatic and is effective the first month following employment. If the employee(s) or their dependents have been eligible before but have not enrolled, then Proof of Insurability may be required and approval made by the carrier before coverage becomes effective.

When enrolling or applying for coverage changes, all necessary forms are to be obtained and processed at the Central Office. Enrollments and changes become effective once both the employee and the District have received an approval notice from the insurance carrier, and payroll records have been updated. If the employee is applying for changes in insurance, he/she is strongly urged not to discontinue any current insurance until the Effective Date of the new coverage.

EMPLOYMENT BENEFITSEMPLOYMENT BENEFITS


FLEXIBLE SPENDING ACCOUNTSReimbursable expenses must be incurred during the Plan Year. Incurred refers to the date that reimburs-

able services are provided. Members may not be reimbursed for expenses incurred before the effective date of their Flexible Benefits Program enrollment. Members may not be reimbursed for expenses incurred after the date benefits terminate. The Flexible Benefits Program will automatically terminate if the Program is terminated or discontinued, or if employment with the District is terminated. Health and Dental insurance benefits terminate at the end of the month in which employment is terminated for any reason.

Employee contributions to either the Dependent Care or Health Care Reimbursement Account can only be used to reimburse eligible expenses under each account. By participating in the Program, the employee agrees to notify the District if they have reason to believe that any health care or dependent care expense for which a claim has been made through the Flexible Benefit Program is not a qualifying expense. As a Flexible Benefit Program participant, the employee agrees to indemnify and reimburse the District, on demand, for any liability it may incur for failure to withhold federal, state or city income tax or social security tax from any reimbursement received from non-qualifying expenses, up to the amount of additional tax or fees owed by the employee.

TERM LIFE INSURANCEThe District will provide, at no cost to the employee, $20,000 term life insurance coverage for each

KPERS eligible employee.

CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT (COBRA)The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides to certain employees, retir-

ees, spouses, and dependent children the right to temporary continuation of health coverage at a group rate. At the time of termination of employment from the Tonganoxie School District, the designated insurance representative of USD 464 will provide employees with information to implement COBRA benefits. Additionally, employees must notify the USD 464 insurance representative within sixty (60) days after the date of a legal marital separation, divorce, or when a covered dependent ceases to be an eligible dependent in order to receive COBRA benefits.

KPERS MEMBERSHIPMembership in the Kansas Public Employees Retirement System (KPERS) is mandatory for all employees

in covered positions. As of July 1, 1993, a covered position for school employees requires 630 hours per year or 4 hours per day for at least 180 days. An employee who does not meet the requirements for KPERS as an employee of USD 464, but is also working for another KPERS employer may be eligible for KPERS mem-bership. An employee working for more than one KPERS employer should check with the Clerk of the Board. New employees must make application for membership during the first month of employment to assure proper credit for salary deductions made for this purpose. Application forms are available at the Central Office.

ContributionsMembers’ contributions are made through payroll deductions and are fixed by statute at six percent (6%)

of gross compensation for all employees. Employees are eligible to apply to withdraw contributions plus interest 31 days after their last day on the payroll. Before withdrawing any contributions, employees should understand about vesting as well as the tax liability which may be incurred. At the present time, IRS rules require that any employee making early withdrawal (anyone who is less than 59 ½ years of age) not only pay the federal taxes on the withdrawal, but also incur a ten percent (10%) penalty for early withdrawal.

EMPLOYMENT BENEFITS ContinuedEMPLOYMENT BENEFITS Continued


Naming a Beneficiary The Retirement Act provides for a line of descendency in the event no beneficiary has been named or

there are no named beneficiaries living at the time of the member’s death. The Central Office has forms to be used to name a sole or joint primary beneficiary/ies and a sole or joint contingent beneficiary/ies.

Purchasing Service CreditSeveral types of service credit may be purchased. These include, but are not limited to, Forfeited

KPERS, Out of State Teaching Service, and Military Service. Some types of service may be purchased by double or triple deduction; others must be purchased by lump sum.

Death BenefitsIf an employee should die as a result of an accident arising out of the performance of their duties, acci-

dental death benefits of $50,000 and a monthly amount are payable to their spouse, dependent children, or dependent parents.

Group Insurance BenefitsAll active KPERS members have group life insurance and long-term disability insurance coverage. The

life insurance provides an insured death benefit that is currently 150 percent (150%) of the annual rate of compensation. An employee may convert group life insurance to an individual policy within 31 days upon termination of employment or retirement.

Disability income benefits provide a monthly benefit based on two-thirds of the employee’s annual rate of compensation. To qualify for a disability benefit, an employee must be totally disabled for 180 continuous days. Disability income benefits are reduced by social security, one-half worker’s compensation, or any other employer-provided disability benefit. Minimum monthly benefit is $100. Group life insurance cover-age and participating service credit will continue for the period of disability.

RetirementNormal retirement is at age 65, age 62 with 10 years of service credit, or any age when an individual’s

combined age and years of service equals 85 or more. An employee may retire with reduced benefits as early as age 55 with at least 10 years of credited service. Retirement may begin on the first day of any month of the year. Any employee planning to retire should notify the Clerk of the Board as early as possible so that all available options may be reviewed.

CONTINUATION OF GROUP INSURANCE AT RETIREMENT (KANSAS EDUCATION STATUTE 12-5040)

(a) Each local government which provides an employer-sponsored group health care benefits plan forthe employees of the local government shall make coverage under such group health care benefits pro-gram available to retired former employees and their dependents, upon written application filed with the clerk or secretary thereof within 30 days following retirement of the employee, as provided by this section. Coverage under the employee group health care benefits plan may cease to be made available upon (1) the retired employee attaining age 65, (2) the retired employee failing to make required premium payments on a timely basis, or (3) the retired employee becoming covered or becoming eligible to be covered under a plan of another employer.

(b) Each such local government shall make such coverage available to all persons who were em-ployed by the local government for not less than 10 years and who retired from such employment after

EMPLOYMENT BENEFITS ContinuedEMPLOYMENT BENEFITSContinued


December 31, 1988, and may make such coverage available to other retired employees and their depen-dents. Each such retired employee who elects to continue such coverage may be required to contribute to the employee group health benefits plan, including the administrative costs thereof, but such contribution shall not exceed 125% of the premium cost for other similarly situated employees. The local government may pay for all or part of the cost of continuing the employee group health care benefits plan coverage for such retired former employees and their dependents.

(c) As used in this section, “local government” means any county, city, township, special district, uni-fied school district or any instrumentality of any one or several of such governmental entities; and “retired” means any employee who has terminated employment and is receiving a retirement or disability benefit for service with the local government from which they terminated employment.

EMPLOYEE PASSAll employees of USD 464 will receive an ID to be used as an employee pass. Additional passes for

eligible family members are available upon request at the Central Office. These passes shall admit the em-ployee, their spouse, and their minor children living at home to all home regular season activities at which there is an admission charge. This pass is not valid during league activities such as tournaments, regional events, or state sanctioned events. In the event of the voluntary resignation or termination of the employee, this ID will no longer be valid and must be surrendered to the Central Office.

EMPLOYMENT BENEFITS ContinuedEMPLOYMENT BENEFITSContinued


EVALUATION OF CERTIFIED EMPLOYEESAs an employer, it is the desire of the District to employ and retain employees who will grow and improve

in the performance of the duties of their positions. One of the tools used to evaluate and monitor this per-formance is the employee performance evaluation. Tonganoxie USD 464 utilizes the McRel Evaluation System to evaluate its certified employees. K.S.A. 72-2409 states that every certified employee in the first two consecutive school years of employment shall be evaluated at least one time per semester by not later than the 60th school day of the semester. Any employee who is not employed for the entire semester shall not be required to be evaluated. During the third and fourth years of employment, every employee shall be evaluated at least one time each school year by not later than February 15. After the fourth year of employ-ment, every employee shall be evaluated at least once in every three years not later than February 15 of the school year in which the employee is evaluated.

REPRIMANDS OF EMPLOYEESIn the event that it becomes necessary for a supervisor to reprimand a certified employee, the reprimand

will be put in writing and placed in the employee’s personnel file in the Central Office. (See Forms section for “Summary of Contact” and “Corrective Action” forms). A Summary of Contact documents the concern, reference of rule, and findings of the supervisor. The Summary of Contact must be signed by the employ-ee and supervisor and the employee has five (5) work days from signature to attach comments if desired. A copy of the signed Summary of Contact will be given to the employee and a copy will be placed in the personnel file. If needed, a Corrective Action Form may be assigned as a plan for the employee’s profes-sional improvement. When an employee’s actions are inappropriate for the work environment, or the job performance is below standards or violates District Policy, the district maintains an approach of progressive discipline designed to improve the employee’s job performance or ensure full and immediate corrections of the inappropriate behavior. The actions taken will depend on the severity and nature of the employee’s behavior. They may include none, some, or all of the following actions, as well as additional actions initiated by the District:

� Verbal reprimand (warning); � Summary of Contact (warning); � Summary of Contact & Corrective Action form; � Summary of Contact & suspension without pay (# of days to be determined by severity); � Termination.

The circumstances in each situation play a key role in how the District will handle the progression of dis-cipline, and the district may choose to carry out none or any of the steps, in any order, up to and including immediate termination of employment.

EMPLOYMENT REFERENCESAll requests from outside individuals for information on current or former employees should be directed

to the Central Office. The Central Office will be responsible for supplying appropriate and legally required information. The Central Office will only release information on current and former employees concerning current employment status, most recent job title, and dates of employment. No information will be given out without the appropriate signed reference form from the employee.

ABSENCE FROM WORKAt times it might be necessary for an employee to miss work due to illness or for some other unforeseen

reason. When this occurs, employees are responsible for contacting their supervisor and submitting the

STANDARDS OF PERFORMANCE AND CONDUCTSTANDARDS OF PERFORMANCE AND CONDUCT

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absence through Aesop. The employee is not to leave a message with anyone else regarding the absence. Each employee’s immediate supervisor will provide specific details to assist them in understanding the obligations for reporting absences, late arrival, leaving work early, school closings, etc. In the event that the absence cannot be filled through Aesop, each supervisor is ultimately responsible for securing a substitute to perform the job duties of an absent employee.

Any employee who is absent from employment duties for a period of five (5) or more days due to personal illness or injury will be required to present a written release from a physician indicating the return to work with or without accommodation.

Leaving Work Before the End of the Scheduled Work DayIf it becomes necessary for an employee to leave work during the scheduled work day, it is his/her obli-

gation to inform the supervisor immediately.

STANDARDS OF CONDUCT FOR EMPLOYEESWhenever people work together, certain basic guidelines and expectations of each other are required in

order to establish a positive working environment for all employees. All employees should become aware of their responsibilities to the Tonganoxie School District and co-workers.

Generally, it is expected that each employee act in a professional and responsible way at all times. Although there is no way to identify every possible violation of standards of conduct, the following list de-scribes examples which may lead to disciplinary action, up to and including termination of employment:

� Falsifying, altering, or misrepresenting work records, including but not limited to, applications andtimesheets (including not timing in and out properly);

� Altering, falsifying, or destroying District records;� Misusing, destroying, or damaging property of the District, fellow employees, and/or students;� Giving building access key card to non-district personnel, letting non-district personnel access

buildings without going through the proper channels, or otherwise misusing key card and the facili-ties request process;

� Theft or the unauthorized possession of District property or the property of fellow employees and/or students; unauthorized possession or removal of any District, fellow employee, and/or studentproperty from the premises without proper permission from Administration;

� Behaving in an uncivil manner with an employee, student, parent, patron, visitor, or anyone elsehaving business with the District (refer to Board policy GAAE, JDDC, and KNA regarding Bullying);

� Possessing without authorization any firearms, weapons, hazardous materials, or explosives onDistrict property or while on duty;

� Engaging in criminal conduct while on the district premises or while on duty; � Use, possession, sale, purchase, or transfer of alcoholic beverages, illegal drugs or other intox-

icants at any time on District property or being under the influence of any substance mentionedabove while on duty;

� Acting carelessly or with negligence which may endanger the life, well-being, or safety of anotherperson;

� Giving or discussing confidential information to unauthorized persons; � Violating safety rules willfully and/repeatedly; � Sleeping while on duty; � Refusing to comply with instructions, insubordination, or failure to perform reasonable duties as assigned;

STANDARDS OF PERFORMANCE AND CONDUCT ContinuedSTANDARDS OF PERFORMANCE AND CONDUCT Continued


� Failing to perform (in the District’s opinion) in a manner that meets the requirements of the positions; � Displaying excessive absenteeism, tardiness, leaving early, or leaving work without supervisor

notification; � Violating any District policy, including any policy in the Handbook, or engaging in any conduct that

reflects adversely on the employee or the District.This list is intended to be representative of the types of activities which may result in disciplinary

action up to and including termination. It is not intended to be comprehensive.

DISCRIMINATION OR HARASSMENT OF EMPLOYEESAll employees will behave with civility, fairness, and respect in dealing with fellow employees, students,

parents, patrons, visitors, and anyone else having business with the District. Uncivil behaviors are prohibited.

Uncivil behaviors are defined as behaviors that are coercive, intimidating, violent, harassing and physically or verbally threatening, either overtly or implicitly. Examples of uncivil behaviors include, but are not limited to:

� Use of profanity; � Personally insulting remarks; � Behavior that is offensive to others; � Attacks on a person’s race, gender, nationality, sexual orientation, gender identity, disability, or religion.

Such interactions could occur in telephone conversations, voice mail messages, face-to-face conversa-tions, written letters, online or video correspondence, and/or email messages.

Any uncivil behavior should be reported using the chain of command:1. The employee’s immediate supervisor;2. The building administrator;3. The Superintendent.A record will be made of the alleged incident and the appropriate action taken. Confidentiality shall be

observed whenever possible to protect the complainant and the alleged offending person. Students and employees may be subject to additional action under building and/or District policy or guidelines. Retaliation against a person who reports a claim of uncivil behavior shall be prohibited.

POSSESSION OF A WEAPON BY EMPLOYEESThe District prohibits any employee from being in possession of a weapon at a school attendance facility,

on school property, at a school-supervised activity, or at a school-sponsored function. This will include an employee’s personal vehicle being used to transport students or school staff in the performance of job du-ties for the district. Any employee found to be in violation of this policy shall be subject to disciplinary action, up to and including termination of employment. The Superintendent shall have discretionary authority to modify any disciplinary action on a case-by-case basis.

As used in this policy, the term “weapon” means an instrument or object used, or which may be used, as a means of attack, defense, or destruction, including without limitation:

� Any object which will expel, is designed to expel, or may readily be converted to expel a projectileby the action of an explosive or other means;

� The frame or receiver of any object described in the preceding example;� Any firearm muffler or silencer;� Any explosive, incendiary or gas (1) bomb, (2) grenade, (3) rocket, (4) missile, (5) mine, or similar

device; � Any bludgeon, sand-club, metal knuckles, or throwing star;



� Any knife, commonly referred to as a switch-blade, which has a blade that opens automatically byhand pressure applied to a button, spring, or other device in the handle of a knife, or any knifehaving a blade that opens or falls or is ejected into position by the force of gravity or by an outward,downward, or centrifugal thrust or movement;

� Any electronic device designed to discharge immobilizing levels of electricity, commonly known as astun gun; and

� Any other object that is designed for or intended for use as a destructive or injurious device.As used in this policy, the phrase weapons violations includes, without limitation, a weapon in an employee’s

personal possession, motor vehicle, desk, locker, backpack, or purse. Possession of large quantities and/or concentrations of mace or other similar chemical agents that are typically designed for individual personal defensive purposes will be considered as possession of a weapon. Usage of mace or other similar chemical agents will be considered as usage of a weapon if the usage is found to be for non-defensive purposes.

Employees who are negligent in their possession of mace or other similar chemical agents will be subject to disciplinary action. The provisions of this policy do not apply if possession of the weapon is specifically authorized in writing by the Superintendent.

DRUG-FREE WORKPLACEDistrict employees shall not unlawfully possess, use, distribute, manufacture, or dispense illicit drugs,

controlled substances, or alcoholic beverages on District property or at any district-sponsored function. District employees shall not report to work or remain on duty while under the influence of alcohol or con-trolled substances. If such a situation occurs, law enforcement officers will be notified and appropriate sanctions will be taken against the employee. The District will make efforts to inform employees of the dangers of alcohol and drugs, will make an effort to maintain a drug-free workplace, and will support em-ployees with information about rehabilitation programs. The cost of such a rehabilitation program will be the responsibility of the employee.

Federal Drug-Free Workplace Act ComplianceThe District is covered by the Federal Drug-Free Workplace Act and provides a drug-free workplace. As

part of the district’s drug-free workplace compliance efforts, the following requirements apply to all district employees:

� District employees must, as a condition of employment, agree to abide by the terms and conditionsof this policy. Failure to do so may result in disciplinary action, up to and including termination.

� District employees must, as a condition of employment, report any conviction under a criminal drug stat-ute. Such report will be made to the Superintendent of Schools in writing, within five (5) days of conviction.

� Within thirty (30) days after written notice of the conviction is received, the District shall take ap-propriate disciplinary action with respect to the employee. Such disciplinary action may include theinitiation of employment termination proceedings; suspension of employment; placement on pro-bationary status; mandatory successful participation in a drug abuse assistance or rehabilitationprogram approved for such purposes by a federal, state, or local health, law enforcement, or otherappropriate agency; or other disciplinary or remedial action.

TOBACCO-FREE ENVIRONMENTUSD 464 recognizes that the employees in a school environment are role models for students. The

Board prohibits the use of tobacco (including e-cigarettes) while on duty. This includes inside enclosed buildings used for pupil attendance purposes and any other property attended with students while on duty.



Furthermore, all District exterior properties will be visibly smoke-free in places in which students are likely to be present.

CONFIDENTIALITYMaintaining confidential information is an extremely high priority in the District. Staff members have ac-

cess to business systems, future plans, student records, personnel records, and other information that is considered confidential. Protecting this information by safeguarding it when in use, filing it properly when not being used, and discussing it only with those who have a legitimate need to know is an extremely high priority for all concerned parties.

Phone numbers and addresses of staff and/or students must not be provided to anyone who is not a District employee unless approved by the appropriate administrator. Unlisted phone numbers shall not be given out to anyone under any circumstances. The administration should be informed of any request of this nature.

SCHOOL CLOSING/INCLEMENT WEATHERCertified teachers are not required to work on snow days or other days of inclement weather. Employees

will be notified by local radio or television stations or by use of the Tonganoxie School District’s voice mes-sage system.

The decision as to whether the school day will be added at the end of the school year will be decided by the Superintendent of Schools.

SOLICITATION AND DISTRIBUTIONSolicitations by employees are prohibited while on working time. Distribution of literature by employees is

not permitted during work time. In addition, trespassing, soliciting or distributing literature by anyone outside the District is prohibited on the District’s premises unless the activity has been approved by the administration.

RECEIPT OF GIFTS BY EMPLOYEESDistrict employees are not to accept gifts or gratuities that might influence the exercise of their duties.

FUNDRAISERAll school or school-sponsored groups who wish to conduct a fundraiser must complete a Fundraising

Form in advance for Principal and Superintendent approval.

EXPENSE REIMBURSEMENTThe Board will provide reimbursement for expenses (excluding alcoholic beverages and tips) incurred in

travel related to the duties of the District’s employees when approved in advance by the Superintendent or designee. The mode of travel will be decided based on (but not limited to) the availability of transportation, the distance, and the number of persons traveling together.

The Board will set amounts that may be reimbursed for some categories of expense; for example, allow-ances for meals. Meal reimbursement is in effect only for overnight stays away from home. For authorized use of a personal car, including approved travel between buildings, employees shall be reimbursed at a mileage rate established by the Board.

Requests for reimbursement shall have the following receipts attached: transportation, parking, hotels or motels, and other expenses for which receipts are ordinarily available.



USE OF COMMUNICATION TECHNOLOGIES BY EMPLOYEESUSD 464 will report to the proper authority any violation of Kansas State Statute 21-3755, which includes

but is not limited to the following:

Computer crime; computer password disclosure, computer trespass: � Willfully and without authorization gaining or attempting to gain access to and/or damaging, modify-

ing, altering, destroying, copying, disclosing, or taking possession of a computer, computer system,computer network or any other property;

� Using a computer, computer system, computer network or any other property for the purpose ofdevising or executing a scheme or artifice with the intent to defraud or for the purpose of obtainingmoney, property, service or any other thing of value by means of false or fraudulent pretense or representation;

� Willfully exceeding the limits of authorization and/or damaging, altering, destroying, copying, disclos-ing or taking possession of a computer, computer system, computer network or any other property.

Compliance with Copy LawsThe District intends to adhere to all copyright laws as applied to computer software. The District also in-

tends to comply with the license agreements and/or policy statements contained in the software packages used in the District. Therefore, all software used on District computers shall be purchased by the District, properly licensed and registered with the publisher, and installed by Technology Department designated personnel. The legal or insurance protection of the District will not be extended to employees who violate copyright laws.

Privacy RightsStaff members should have no expectation of privacy in regards to email or data files. The District Tech-

nology Coordinator or designee has access to and may monitor them at any time for security reasons.

Use of Unauthorized Software/Unauthorized Copying of Software � Staff members shall not be permitted to load any non-District owned software onto District comput-

ers without the express written permission of the District Technology Coordinator or designee. � Staff members shall not be permitted to copy any software without the express written permission of

the District Technology Coordinator or designee.

Unauthorized Access/Sharing Passwords � Staff members shall not tamper with, attempt to gain or gain access to computer data or operating

system to which the staff member has no security authorization (such as, but not limited to financial,employee, and student information or files).

� Staff members shall not share or disclose any passwords and shall be held responsible for alldamages as a result of any misuse associated with the user account. Staff members will be heldaccountable for all computer activity performed under their security authorization.

Unauthorized Use of District Computers or SoftwareStaff members shall not remove any District computers or software from school property without the ex-

press written consent of the District Technology Coordinator.



Internet Acceptable Use Policy (AUP)Internet access should be used for educational purposes. Teacher-directed classroom activities, individ-

ual study projects, and planned self-discovery activities will receive priority.

Objectionable BehaviorUsers will not:

� Purposefully send or receive and/or view obscene or pornographic material or material that facili-tates illegal activities;

� Use the internet for commercial, political, lobbying, or financial gain; � Knowingly spread computer viruses.

ACCESS IS A PRIVILEGE, NOT A RIGHT!Use the rules of netiquette when communicating on the internet. It is understood that accidental en-

counters of inappropriate material can happen. In an attempt to prevent this accidental encounter, USD 464 utilizes an Internet management system that includes content filtering. The system currently in use is “Shelterbelt” with Twotrees Technologies in Wichita, KS.

Violation of PolicyAny staff member who violates this policy shall be subject to disciplinary action up to and including

termination (Kansas Statute 72-2251). Additionally, if a staff member’s conduct constitutes a violation of copyright laws or Kansas Statute 21-3755 regarding Computer Crime, the staff member may be subject to prosecution under such laws. Any staff member who intentionally damages or destroys District hardware and/or software, either directly or indirectly, shall also be responsible for all costs associated with repair and/or replacement parts and services.

COPYRIGHT AND DUPLICATION PRACTICESThe copyright laws of the United States make it illegal for anyone to duplicate copyrighted materials with-

out permission. District employees shall follow established copyright laws in use of all printed and other copyrighted materials.

SOCIAL MEDIAUse of social media can result in conflict between work and personal life. Although what an employee

does on their own time is a personal decision, activities that affect job performance, the performance of others, or district business must be addressed. A staff member should not speak on behalf of the district unless expressly approved to do so.

� With the exception of appropriate, education-related content, staff are discouraged from using socialmedia while on district property. Employees should not post to non-school-related social mediaduring working hours.

� Names of co-workers, students, district organizations or departments, etc. should not be used onany form of social communication. Issues of privacy, confidentiality, child protection laws, the dis-trict’s Code of Conduct and other issues must be considered.

� Please be aware that employee behavior while using social media may be considered a reflection ofdistrict policy or morality. Actions or expressions which put the employee or the district in a negativemoral light may, depending on the circumstances, result in disciplinary action.


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POSTAGE AND SUPPLY USEPostage meters and stamps are to be used for school business only. Certified employees are responsible

for putting postage on outgoing mail concerning re-certification, continuing education, or other contract-re-lated correspondence. Supplies and equipment belonging to the District should be used only for school business.

DISTRICT EMPLOYEE DIRECTORIESDistrict employee directories will be made available on the district website through the secured site as

a convenience to employees of the district and are to be used only for District purposes. Neither District employees nor District schools are to make such directories available to individuals,

groups, agencies or businesses other than District employees.

POLITICAL ADVOCACY BY EMPLOYEESIt is the right of every District employee as a free citizen to participate in political campaigns. The Dis-

trict does prohibit District employees from campaigning or soliciting donations during hours for which the employee is being paid by the District and also prohibits District employees from using District property or students in any way for campaign purposes.

STAFF-STUDENT RELATIONSPer Board Policy GAF, staff members shall maintain professional relationships with students that are

conducive to an effective educational environment. Staff members shall not submit students to sexual ha-rassment or racial harassment. Staff members shall not have any interaction of a sexual nature with any student at any time regardless of the student’s age or status or consent.

MAINTAINING CONTROL IN THE SCHOOL ENVIRONMENTEach employee is responsible for maintaining proper control in the school environment. An employee

may use reasonable force to ward off an attack, to protect a student or another person, or to quell a distur-bance that threatens physical injury to others.

PERSONAL APPEARANCEAppropriate dress and personal grooming are an individual responsibility. The impression given to others

through personal appearances is important to the employee and to the District. Employees are asked to be responsible and use good judgment concerning appearance. Clothing shall be appropriate for the job, in good repair, and clean.

Any method of dress that may attract undue attention, disrupt, or interfere with the mission of the school district is not permitted. If, in the professional opinion of any supervisor, an employee’s attire is disruptive or inappropriate, that employee will be referred to his/her immediate supervisor for a conference.

CONFLICT OF INTERESTDistrict employees are prohibited from engaging in any activity that may conflict with or detract from the

effective performance of their duties. No employee will attempt to sell (during the school day or on school property) or endeavor to influence any student or school employee to buy any product, article, instrument, or service or other items which may directly or indirectly benefit the school employee. No school employee shall enter into a contract for remuneration with the District other than a contract for employment, unless the contract is awarded on the basis of competitive bidding. (K.S.A. 75-4304)



CRIMINAL CONVICTIONSAny employee charged with a criminal offense, convicted of a criminal offense, or who enters a plea of

guilty or diversion agreement, must notify the superintendent within five (5) days of the charge, conviction, or diversion agreement.



HEALTH, SAFETY, AND SECURITYThe health, safety and security of all employees is of primary importance to the District. All

employees are responsible for undertaking their daily job activities in the safest possible manner. Employees are expected to comply with all safety, security, and health policies, regulations, and/or laws that apply to our District. Employees are encouraged to report unsafe, unhealthy, or unsecured conditions to their immediate supervisor. It is important that all employees contribute to keeping the Tonganoxie School District a safe, secure, and healthy place to work.

WORK SMARTER – IT’S EASIER AND SAFERIt is estimated that 95% of the accidents that occur in a school are the result of unsafe behaviors or ac-

tions. It is important to work safely by developing safer work habits. Housekeeping and employee aware-ness are key components of effective injury preventions. Violation of safety rules or safe work practices could result in severe and painful consequences.

Each employee is responsible forhis/her own safety. Employees must strive to minimize or reduce, whenev-er possible, lifting, lowering, pushing, pulling, twisting, and carrying, as well as slipping or tripping hazards in the work area, including the parking lot.

BLOOD-BORNE PATHOGENS AND EMPLOYEESA balance shall be established between the rights of individuals who are HIV (Human Immunodeficiency

Virus) infected and the rights of others to be free from the risk of exposure to fatal diseases. The District BBP plan shall be explained to new employees and to all staff annually.

INFECTIOUS OR CONTAGIOUS DISEASESInfectious or contagious disease refers to any disease designated by the Secretary of Health and Envi-

ronment as an infectious or contagious disease. (KSA 65-128)Whenever an employee has been diagnosed by a physician as having an infectious or contagious dis-

ease as defined in current state regulation, the employee shall report the diagnosis and nature of the disease to his/her supervisor. An employee having an infectious or contagious disease shall be placed on leave for the duration of the contagiousness as deemed necessary by qualified medical authority in order to protect the health and wellness of other District employees and students.

The employee shall be allowed to return to duty: � Upon recovery from the illness; � When the employee is no longer contagious as authorized in a written statement by the employee’s

medical provider; or � When the employee’s condition is determined to be non-threatening to the health and wellness of

others in the work setting including employees and students.All of the above are subject to written authorization by the employee’s medical provider. The Board re-

serves the right to require a second opinion.No information regarding employees with an infectious or contagious disease shall be disclosed by Dis-

trict personnel without the employee’s consent, except to comply with state or federal statutes.

WORKPLACE SAFETY AND SECURITY WORKPLACE SAFETY AND SECURITY


EMERGENCIESAll employees should understand specifically what is expected of them in emergency situations in their

assigned buildings. All employees will become familiar with the evacuation routes, tornado shelters, and specific emergency plans pertinent to their positions.

WORK-RELATED INJURIES/WORKERS’ COMPENSATIONIt is the policy of the District to provide benefits in accordance with applicable laws to employees who in-

cur a work-related illness or injury. Workers’ compensation leave and FMLA benefits shall run concurrently if both are applicable.

Eligibility All employees are eligible for this benefit. Benefits are for injury from an accident or occupational disease

arising out of and in the course of employment with the District. Injuries which occur during recreational or so-cial events under circumstances where the employee is under no duty to attend, or where the injury did not re-sult from the performance of tasks related to normal job duties, are not covered under workers’ compensation.

Procedures for Reporting and Seeking Treatment for Injuries or Work-Related IllnessesSeek Emergency Help (dial 9-1-1) for all injuries which occur on the job which are life threatening.If the injury on the job is not life threatening, the employee must immediately report it, regardless of the

severity, to their Supervisor. A Report by Injured Employee (available in the back of this Handbook) must be filled out by the employee and turned in to Becky Derzinski in the District Office within 24 hours of the onset of the illness or injury. K.S.A. 44-520 provides that lack of notice within 20 days of the accident may be grounds for the denial of the claim under the Workers’ Compensation Act.

Under Kansas law, if the injury is compensable, the employer is required to furnish medical treatment. The Kansas workers’ compensation statutes allow the employer, or their designated representative, to choose the treating physician. USD 464 has selected Lawrence Occupational Health (LOH).

If medical attention is needed:� Becky Derzinski at the District Office should be notified immediately at 913-416-1400;� She will contact Lawrence Occupational Health (LOH) to secure treatment for the injured employee;� Lawrence Occupational Health is located at 3511 Clinton Place, Lawrence, KS 66047, 785-838-1500;� Injured employee must hand carry an authorization form to Lawrence Occupational Heath (LOH).Throughout the claim period, any additional information such as medical reports, bills, work ability reports,

police reports, etc., must be given to Becky Derzinski in the District Office within 24 hours. Work-incurred illnesses and injuries may be investigated by the District and/or its representatives to the extent it deems necessary at its sole and absolute discretion.

VANDALISM/PROTECTIONSchool personnel are required to lock or otherwise secure any files, records, safes, or similar compart-

ments at the close of the school day. All school personnel will report any vandalism to their immediate supervisor.

WORKPLACE SAFETYAND SECURITY ContinuedWORKPLACE SAFETYAND SECURITY Continued


MANDATED REPORTER: CHILD ABUSE OR NEGLECTMandated reporters are required to report child abuse or neglect under the Kansas reporting law (K.S.A.

38-2223). When any of the following occur to make an employee suspect that a child has been harmed as a result of physical, mental, or emotional abuse or neglect or sexual abuse, the person shall report the matter promptly.

Reports should be made promptly to the Department for Children and Families (DCF) office or to the local law enforcement agency if the DCF office is not open. Teachers, school administrators, or other employ-ees of an educational institution where the child is attending are mandated reporters.

How to report? � Telephone: 1-800-922-5330� Fax: Sent to KSPRC (Kansas Protection Report Center) 1-866-317-4279� Email: [email protected]� Mail: Kansas Protection Report Center Docking State Office Building 915 SW Harrison, 5thfloor, Topeka, KS 66612

� On-Line Web Intake: The Kansas Protection Report Center (KPRC) has an option for mandatedreporters to report concerns of child and adult abuse or neglect online. Mandated reporters mayaccess the on-line report at: http://www.dcf.ks.gov/Pages/HotlineNumbers.aspx. In the event this link is not viable, try: http://www.dcf.ks.gov, select “Hotline Numbers” under the list of “Quick Links” to the right section of the screen. On the Hotline Numbers page, look for “Mandatory Reporters” and a link “Kansas Intake/Investigation Protection System”.

Q: What is the legal penalty if a mandated reporter fails to report suspected child abuse?A: CLASS B MISDEMEANOR. Failure of a mandated reporter to make a report is a crime which could

result in a $1,000 fine or up to six (6) months in jail. Some agencies may expect staff to discuss abuse situ-ations with their supervisor before reporting. However, if a staff member believes a report of child abuse or neglect needs to be made to DCF or law enforcement, it is the responsibility of the staff member to report, whether or not the supervisor is in agreement. Employers are prohibited from imposing sanctions on em-ployees making a report or cooperating in investigations. K.S.A. 38-2224.

The employee making the report shall not contact the child’s family or any other persons to determine the cause of the suspected abuse or neglect. The District employee shall notify the principal that a report has been made. The principal shall immediately notify the superintendent that the initial report to DCF has been made.

If appropriate, the principal may confer with the school’s counselor. At no time shall the principal or any other staff member prevent or interfere with the making of a report of suspected child abuse.

If available, the following information shall be given by the person making the initial report: � Name, address and age of student; � Name and address of the parents or guardians; � Nature and extent of injuries or description of neglect or abuse; � Any other information that might help establish the cause of the child’s condition.

Any personal interview or physical inspection of a child shall be conducted by a school administrator orhis/her designee in an appropriate manner with a second adult witness present. When possible, either the interviewer or the witness will be of the same gender as the child.

State law provides that anyone making a report in accordance with state law and without malice will be immune from any civil liability that might otherwise be incurred or imposed.



MANDATED REPORTER: REPORTING CRIMES AT SCHOOL TO LAW ENFORCEMENTAny District employee who knows or has reason to believe any of the following has occurred at school,

on school property, or at a school-sponsored activity will immediately report this information to local law enforcement:

� An act which may constitute the commission of a felony or misdemeanor; � An act which involves the possession, use or disposal of explosives, firearms, other weapons, or

illegal drugs as defined in current law.The building administrator must also be notified.

EMPLOYEE BADGE GUIDELINESEach staff member will be issued a staff ID badge containing a photo of the employee, their name, and

work location. Some staff ID’s are also proximity cards which serve as key cards for building entrances and provide the additional function of enabling copy machines. All employees are required to display their Tonganoxie School District identification badges on their persons when on duty in any building. The badge must be worn at waist level or above, in plain view at all times. A lanyard or belt clip will be provided for ease of displaying the badge.

Employee badges are the property of the Tonganoxie School District and should not be altered in any way. This includes photo alteration as well as placing stickers, pins, or buttons on the badge. Proximity cards can be ruined by punching a hole in the wrong place, or if they are bent or damaged. Staff will be asked to replace, at their own expense, any materials that have been altered in such a manner. If an em-ployee badge is lost or stolen, please notify Bill Seymour immediately at extension 1005. The lost card will be disabled and a new card provided. This badge must be surrendered to the Central Office upon separa-tion of employment.

The card cannot be loaned to students, other employees, or non-employees, even for use of district copi-ers. Disregard of these ID card provisions will result in the loss of privilege for facility access.

BUILDING ACCESSDuring the regular school year, on-duty personnel will have ID’s programmed for their specific building(s).

Cards are programmed for access to the building in which the staff member works, from 6:00 A.M. to 9:00 P.M. Personnel may be in the facility or remain in the facility as long as there is an administrator or custodian pres-ent. Prior to locking up for the day, the custodian or administrator will ensure that all personnel have vacated the facility. In general, weekend or holiday access is discouraged. Any entrance access beyond these time periods will require approval and supervision of the building administration or district designee.

During the summer, facility access becomes more restrictive as large scale maintenance activities are under way and building energy conservation begins. Personnel with a recognized (school-related) need for access will be required to secure authorization from the building administration or the District Facilities and Grounds Coordinator. If staff must be in their classrooms for educational preparations beyond the regular academic year, we ask the following guidelines be respected:

� Custodial staff are very busy preparing facilities for the beginning of school in August. Please respecttheir work by staying out of areas under maintenance; and

� Should you have children/family in the building, please ensure that they are properly supervised andnot allowed to move around the facility.



SPECIAL ACCESSPersonnel who are charged with additional duty assignments, such as coaching or other student activi-

ties, will receive IDs coded for access appropriate to the scope of their responsibility. If any event is planned outside of normal building hours, a Facility Use Form is required. Coaches, spon-

sors, etc. are responsible for reserving the facility(ies), completing the form, getting the appropriate signa-tures, and forwarding the form to the Facilities and Grounds Coordinator. Once the form is received by the Facilities and Grounds Coordinator, the ID can be programmed for access, climate control systems can be programmed, and maintenance staff will be scheduled if needed.

The Facility Use Form is required even if the event is on the Activities Calendar or web calendar. Posting events on a calendar does not give enough information for the proper scheduling of the event.

AREAS OF LIMITED ACCESSKitchen areas, wood and metal shops, athletic training areas, or other areas where district equipment is

stored or maintained are designated as restricted areas. Only designated personnel with the appropriate training are allowed in these areas or allowed to use the equipment.

STUDENT LOCKERSOnly the principal or his designated representative may search a student. A staff member who believes

there may be just cause for this action must report this to the principal. The principal will act under Board of Education guidelines as outlined in the BOE policy book.

VIOLENCE PREVENTIONThe Tonganoxie School District is dedicated to maintaining a safe and secure academic environment.

Each and every employee is an important part of this effort. The Tonganoxie philosophy in regards to pre-venting violence is to maintain a proactive mindset every day in the workplace. Reactive measures such as crisis plans, code red procedures and disciplinary measures are all in [place but they do not prevent violence.

Every Day in the Workplace: � Observe and assess your workplace daily; � Report anything that does not look or feel “right”; � Be responsive to statements of concern by students or staff; � Investigate any behavior or reason for concern; � Identify bullying or intimidation that occurs outside of classrooms. Engage a team effort to defuse

such behavior before it results in violence; � Question those without a pass. Offer them assistance; � Do not prop open any exterior doors. Maintain access control; � Know your workplace. Spend a few minutes to think about what you would do in an emergency

situation.

ONLINE DOCUMENTS AND FORMS FOR EMPLOYEESThe staff secured website contains a variety of documents of value to district employees. The secured

site can be reached by going to the district website, then the Teachers/Staff link, then Secured Site. It will require a login using the staff member’s regular user ID and password.

The documents posted on the secured site include:



Forms Folder: � Section 504 Plan � United Way Pledge Form � Bullying Prevention and Intervention Incident Form � Complaint Form � Copy Center Request � Direct Deposit Form � Employee Reference Authorization Form � Exit Form � Expense Claim Form (for expenses incurred during out-of-town district travel. Must be turned in by

the 15th of the month following the month expenses were incurred.) � Fundraiser Form � Mileage Log (for use of a personal vehicle for district use, with appropriate prior approval) � Purchase Requisition Form � Report by Injured Employee � Request for Bus � Request for Van � TMS Student Discipline Form

Handbooks Folder:� Current Year Negotiated Agreement� Anti-Bullying Implementation Plan� Current year Certified Handbook� Current year Classified Handbook� Current Year PDC (Professional Development Council) Guidebook



FINAL PAYCHECK AND EXITBefore leaving the employment of the District, employees must return all district property that has been

issued or acquired during the course of their employment with the District. Such property includes, but is not limited to: keys, employee badge, tools, equipment, phones, computers, etc. If you should leave em-ployment for any reason and not return District property, money will be deducted from your last paycheck to cover the cost of those items. An exit interview will be conducted by the employee’s supervisor on the employee’s last planned work day.

The last paycheck will be issued in accordance with the next scheduled payday.

SEPARATION OF EMPLOYMENTSEPARATION OF EMPLOYMENT


FORMSFORMS

Tonganoxie Schools

330 E. Hwy. 24-40

Tonganoxie, KS 66086

Ph (913) 416-1400Fax (913) 416-1408

EMPLOYMENT REFERENCE AUTHORIZATION RELEASE AND WAIVER

To: Tonganoxie School District

Human Resources

Date: _____________________

I authorize the Tonganoxie School District to disclose any and all informaiton pertinent to my

employment in the Tonganoxie School District to prospective employers.

I release and hold harmless all prior and current employees from any civil or criminal liability for

providing such information.

Name (please print)__________________________________________________________

Building and Assignment ______________________________________________________

Signature___________________________________________________________________

Tonganoxie USD 464

SUMMARY OF A CONTACT WITH A PROFESSIONAL EMPLOYEE

(This form is to be used to record a résumé of appraisal contact made with a Professional Employee)

Signatures on this form indicate the receipt of the document but do not necessarily indicate agreement with the statements or ratings. The Professional Employee has the right to submit additional written comments regarding process or content of the evaluation within ten work days. A copy of additional comments submitted will be attached to this form.

Professional Employee School

Grade/Subject Date of Observation (if

applicable)

___________________________

Appraiser Date of Conference

Professional Employee Signature Date

Appraiser Signature Date

Tonganoxie USD 464 Corrective Action Form

Employee Name __________________________________________ Date of Hire_________________

Job Title _______________________________________________ Building _____________________

TYPE OF ACTION (Check one)

_______________ Verbal Warning _______________Written Warning _____________ Termination

Previous Corrective Actions (type of Action, Offense Date):

I. INCIDENT: Describe the situation (behavior, performance, policy violation, etc.) that occurred.Include dates(s), time(s), location (s), people involved, witnesses, effects of the incident onemployee’s work or on other employees, and other relevant circumstances of contributing factors.Please be specific in stating observable behaviors and comments whenever possible and attachadditional sheets if necessary.

II. EXPECTATIONS AND TIME FRAME FOR IMPROVEMENT: What specific actions, within what timeframe, are to be accomplished to improve this behavior/performance?

III. FOLLOW-UP REVIEW DATE: _________________________________________________________

IV. CONSEQUENCES: What will happen if employee fails to meet the expectations set within thedesignated time frame(s)?

V. EMPLOYEE’S COMMENTS:My supervisor has reviewed the above situation with me and my comments are as follows:

Supervisor/Administrator Signature Date

I understand that my signature indicates only that this incident has been reviewed with me and does not indicate agreement with the action taken.

Employee Signature (not required for verbal warning) Date

STUDENT ORGANIZATION FUNDRAISER

AUTHORIZATION FORM Please complete this form and send it to Mr. Kleidosty at least two weeks

prior to the start of the fundraiser. If you would like your fundraiser in the monthly newsletter or on the

website, please email Tony Hoffhines at [email protected].

Organization/Department: Building:

Sponsor: Date:

Campus Extension: Email address:

Description of Fundraiser: Start Date:

End Date:

Approximate amount of funds to be raised:

Funds will be used for:

Number of fundraisers this organization has conducted in the past two semesters:

Amount raised in these fundraisers:

Sponsor Principal Date

Superintendent Use Only

The above request is: Approved Denied Date:

Signature

Comments:

mailto:[email protected]