(professional staff) · employee handbook (professional staff) approved by the school board: june...
TRANSCRIPT
i Professional Staff
ELKHORN AREA
SCHOOL DISTRICT
EMPLOYEE
HANDBOOK
(Professional Staff)
Approved by the School Board: June 24, 2013
Amended by School Board: June 23, 2014
June 8, 2015
July 11, 2016
April 24, 2017
September 24, 2018
March 18, 2019
October 14, 2019
ii Professional Staff
TABLE OF CONTENTS
SECTION 1................................................................................................................................ 1
PREAMBLE .............................................................................................................................. 1
1.1 About this Handbook ................................................................................................. 1
SECTION 2.................................................................................................................................... 1
EMPLOYMENT LAW ............................................................................................................ 1
2.1 Equal Opportunity ..................................................................................................... 1
2.2 Equal Opportunity Complaints ................................................................................. 2
2.3 Employee Harassment ................................................................................................ 2
SECTION 3.................................................................................................................................... 3
GENERAL EMPLOYMENT PRACTICES AND EXPECTATIONS ................................ 3
3.1 District Expectations .................................................................................................. 3
3.2 Accident/Incident Reports ......................................................................................... 4
3.3 Attendance ................................................................................................................... 4
3.4 Child Abuse Reporting ............................................................................................... 5
3.5 Communications ......................................................................................................... 6
3.6 Confidentiality .......................................................................................................... 11
3.7 Conflict of Interest .................................................................................................... 11
3.8 Contracts and Conflict of Interest .......................................................................... 11
3.9 Copyright ................................................................................................................... 12
3.10 Background Checks/Pending Criminal Charges/Convictions for Active
Employees-Obligation to Report ....................................................................................... 12
3.11 District Property ................................................................................................... 12
3.12 Drug, Alcohol, and Tobacco-Free Workplace .................................................... 13
3.13 False Reports ......................................................................................................... 14
3.14 Fraud and Financial Impropriety ....................................................................... 14
3.15 Investigations ......................................................................................................... 15
3.16 Licensure/Certification ......................................................................................... 15
3.17 Nepotism ................................................................................................................ 15
3.18 Personal Appearance/Staff Dress Code .............................................................. 16
3.19 Personnel Records ................................................................................................. 17
iii Professional Staff
3.20 Personnel – Student Relations ............................................................................. 17
3.21 Physical Examination & Pre-Employment Drug Testing ................................. 18
3.22 Solicitations ............................................................................................................ 18
3.23 Employee Protection [Anti-Retaliation] ............................................................. 18
3.24 Storage Spaces, Including Desks, Lockers, etc. .................................................. 19
3.25 Work Made for Hire ............................................................................................. 19
SECTION 4.................................................................................................................................. 20
GRIEVANCE PROCEDURE ................................................................................................ 20
SECTION 5.................................................................................................................................. 20
PAY PERIODS........................................................................................................................ 20
5.1 Payroll Cycle ............................................................................................................. 20
5.2 Payroll Dates ............................................................................................................. 20
5.3 Direct Deposit Payment Method ............................................................................. 21
5.4 Elective Employee Retirement Account 403(b) & 457 Tax Sheltered Annuities
(TSA)403(b) & 457 Program.............................................................................................. 21
SECTION 6.................................................................................................................................. 21
COMPENSATION AND EXPENSE REIMBURSEMENT APPLICABLE TO ALL
DISTRICT EMPLOYEES ..................................................................................................... 21
6.1 Mileage Reimbursement .......................................................................................... 21
6.2 Expenses .................................................................................................................... 21
SECTION 7.................................................................................................................................. 22
WORKER’S COMPENSATION .......................................................................................... 22
7.1 Worker’s Compensation Coverage and Reporting Responsibilities ................... 22
7.2 Benefits While on Worker’s Compensation ........................................................... 22
SECTION 8.................................................................................................................................. 22
SICK LEAVE .......................................................................................................................... 22
8.1 Sick Leave Earned .................................................................................................... 22
8.2 Sick Leave Use .......................................................................................................... 23
8.3 Sick Leave Accumulation ......................................................................................... 23
8.4 Sick Leave and Long-Term Disability .................................................................... 24
8.5 Overused Sick Leave ................................................................................................ 24
iv Professional Staff
8.6 Reporting Procedure – Doctor’s Certificate .......................................................... 24
8.7 Part-Time Employee ................................................................................................. 24
SECTION 9.................................................................................................................................. 24
JURY DUTY LEAVES........................................................................................................... 24
9.1 Jury Duty Leave........................................................................................................ 24
9.2 Employee Notice ....................................................................................................... 25
9.3 Payment for Time Out on Jury Duty ...................................................................... 25
SECTION 10................................................................................................................................ 25
PAID TIME OFF .................................................................................................................... 25
10.1 PTO Provided ........................................................................................................ 25
10.2 PTO Day Restrictions ........................................................................................... 25
10.3 Approval of PTO and the Total Number of Employees on PTO ..................... 25
10.4 Part-Time Employees ........................................................................................... 26
10.5 PTO Increments .................................................................................................... 26
SECTION 11................................................................................................................................ 26
UNPAID LEAVE .................................................................................................................... 26
SECTION 12................................................................................................................................ 26
UNIFORMED SERVICES LEAVE ...................................................................................... 26
12.1 Uniformed Services Leave of Absence ................................................................ 26
12.2 Seniority/Length of Service During Uniformed Services Leave ....................... 27
12.3 Notification for Uniformed Services Leave ........................................................ 27
SECTION 13................................................................................................................................ 27
FAMILY AND MEDICAL LEAVE...................................................................................... 27
SECTION 14................................................................................................................................ 28
BENEFITS ............................................................................................................................... 28
14.1 Cafeteria Plan/Flexible Spending Account ......................................................... 28
14.2 Health Insurance ................................................................................................... 29
14.3 Dental Insurance ................................................................................................... 30
14.4 Life Insurance........................................................................................................ 30
14.5 Long Term Disability ............................................................................................ 31
14.6 General Insurance Provisions .............................................................................. 31
v Professional Staff
14.7 Wisconsin Retirement System (WRS) Contributions ........................................ 32
14.8 Cobra Law Continuation of District Health Plan Participation ...................... 32
14.9 Voluntary Employee Benefits .............................................................................. 32
SECTION 15................................................................................................................................ 33
WORK STOPPAGE ............................................................................................................... 33
SECTION 16................................................................................................................................ 33
DISCIPLINE, TERMINATION AND NONRENEWAL ................................................... 33
16.1 Standard for Nonrenewal for Teachers .............................................................. 33
16.2 Standard for Discipline......................................................................................... 33
16.3 Standard for Termination .................................................................................... 33
16.4 Representation....................................................................................................... 34
SECTION 17................................................................................................................................ 34
PROFESSIONAL HOURS/WORKDAY ............................................................................. 34
17.1 Normal Hours of Work ........................................................................................ 34
17.2 Administratively Called Meetings ....................................................................... 34
17.3 Consultation with Parents .................................................................................... 34
17.4 Emergency School Closures ................................................................................. 34
17.5 School Calendar .................................................................................................... 35
SECTION 18................................................................................................................................ 35
PROFESSIONAL GROWTH................................................................................................ 35
18.1 Professional Reimbursement Program ............................................................... 35
SECTION 19................................................................................................................................ 37
TEACHER ASSIGNMENTS AND VACANCIES .............................................................. 37
19.1 Teacher Assignments and Vacancies .................................................................. 37
19.2 Summer School Assignments ............................................................................... 37
SECTION 20................................................................................................................................ 37
ATHLETIC AND ACTIVITY ASSIGNMENTS ................................................................. 37
20.1 Letter of Assignment............................................................................................. 37
20.2 Payments ................................................................................................................ 38
20.3 Work Schedule ...................................................................................................... 38
20.4 Evaluation of Extra-Curricular Assignments .................................................... 38
vi Professional Staff
20.5 Volunteers .............................................................................................................. 38
SECTION 21................................................................................................................................ 39
REDUCTION IN FORCE, POSITIONS & HOURS .......................................................... 39
21.1 Reasons for Reduction in Force ........................................................................... 39
SECTION 22................................................................................................................................ 40
COMPENSATION SYSTEM ................................................................................................ 40
SECTION 23................................................................................................................................ 40
SUPPLEMENTAL PAY ........................................................................................................ 40
23.1 Supplemental Pay.................................................................................................. 40
23.2 Extra Duty ............................................................................................................. 42
23.3 Substitute Teacher Pay ......................................................................................... 46
SECTION 24 RETIREMENT BENEFITS ............................................................................. 46
ACKNOWLEDGMENT OF RECEIPT OF ............................................................................ 52
EMPLOYEE POLICIES AND HANDBOOK ......................................................................... 52
1
SECTION 1
PREAMBLE
1.1 About this Handbook
This Handbook is provided as a reference document for the Elkhorn Area School District’s
(hereinafter referred to as “District”) Professional employees.
The contents of this Handbook are presented as a matter of information only. The plans, policies
and procedures described are not conditions of employment. The District reserves the right to
modify, revoke, suspend, terminate, or change any or all such plans, policies, or procedures, in
whole or in part, at any time with or without notice. The language which appears in this Handbook
is not intended to create, nor is it to be construed to constitute, a contract between the District and
any one or all of its employees or a guaranty of continued employment.
In case of a direct conflict between this Handbook, rules, regulations or policies of the Board and
any specific provisions of an individual contract, the individual contract shall control.
This Employee Handbook is intended to provide employees with information regarding plans,
policies, and procedures of the District; however, this Handbook should not be considered all
inclusive. Copies of Board Policies and Administrative Regulations are available in each
administrative office to all personnel and are on the school website. It is important that each
employee is aware of the policies and procedures related to his/her position. The rights and
obligations of all employees are governed by all applicable laws and regulations, including, but
not limited by enumeration to the following: Federal laws and regulations, the laws of the State of
Wisconsin, Wisconsin State Administrative Code and the policies of the Elkhorn Area School
Board.
SECTION 2
EMPLOYMENT LAW
2.1 Equal Opportunity
In accordance with state and federal laws, the Elkhorn Area School District prohibits
discrimination in employment on the basis of creed, marital status, ancestry, arrest record,
conviction record, sexual orientation, age, race, color, national origin, sex, religion, handicap,
disability, political affiliation, membership in the National Guard, State Defense Force, or any
other Reserve component of the Military Forces of the United States or Wisconsin use or non-use
of a lawful product off school premises during non-working hours, or any other reason prohibited
by law.
Reasonable accommodations shall be made for qualified individuals with a disability or handicap,
unless such accommodations would impose an undue hardship to the District.
2
2.2 Equal Opportunity Complaints
Specific complaints of alleged discrimination under Title IX (nine) and Section 504 (handicap)
should be referred to the Title IX Coordinator.
Any employee or candidate for employment in the district who believes that he or she has been
discriminated against in employment practices may file a complaint.
Local Level Procedure Step 1: The complainant shall file a written complaint with the appropriate coordinator
(designee) of the Elkhorn Area School District within fifteen (15) days after an alleged
action of discrimination. The coordinator shall cause a review of the written complaint
within ten (10) calendar days after receipt of the written complaint.
Step 2: If the complainant is not satisfied with the Coordinator’s response, he/she may,
within ten (10) days, submit a written appeal to the School Board indicating with
particularity the nature of disagreement and his/her reasons underlying such disagreement.
The School Board shall consider the appeal at its next regularly scheduled board meeting
following receipt of the appeal. The School Board shall permit the complainant to address
the Board and shall provide the complainant with its written decision in the matter within
thirty (30) days following completion of the hearing.
Step 3: If an employee complainant is not satisfied with the decision of the School Board,
or in lieu of these procedures, he/she may file the complaint with the appropriate agency:
Office for Civil Rights (Chicago), Equal Rights Division of DRD (Madison), Courts having
proper jurisdiction.
2.3 Employee Harassment
The Elkhorn Area School District is committed to providing a professional work environment.
Conduct that substantially interferes with a person’s work or that creates an intimidating, hostile
or offensive work environment is prohibited by employee nondiscrimination laws. We want the
workplace to be free from sexual harassment and physical, psychological or verbal harassment
based on any legally protected characteristic, including, but not limited to, an individual’s sex,
race, color, ethnicity, national origin, age, ancestry, disability, creed, sexual orientation, marital
status, or any other category protected by state or federal law. This policy applies to all District
employees, vendors, and visitors.
Harassment exists when submission to such conduct is implicitly or expressly made a term or
condition of employment or when submission to, or rejection of, such conduct is used as a basis
for any employment decisions or when such conduct has the purpose or effect of creating an
intimidating, hostile or offensive working environment.
Examples of conduct prohibited under this policy include, but are not limited to, the following:
3
1. Unwelcome sexual advances, requests for sexual favors, or physical conduct of a
sexual nature;
2. Unwelcome verbal or physical conduct or displays of a sexual nature (e.g. posters,
calendars, etc.);
3. Making submission to or rejection of sexual harassment the basis of any
employment decision;
4. Unprofessional comments in any work environment respecting an individual’s
protected characteristics, e.g. sex, race, etc.;
5. Insults or name-calling based on an individual’s protected characteristics, e.g. sex,
race, etc;
6. “Jokes” or other remarks that are sexual in nature or demeaning to individuals’ race,
color, gender, religion or other protected characteristic;
7. Physical, verbal or psychological abuse based on an individual’s protected
characteristics, e.g. sex, race, etc.;
This or similar conduct is offensive and inappropriate in the workplace. The Elkhorn Area School
District will not tolerate any forms of harassment. Such conduct may be the basis for disciplinary
action, including dismissal.
If you believe that you have been the subject of harassment, or you have knowledge of violations
of this policy, report the matter immediately to a building principal, Director of Instruction or to
the District Administrator. All reports of harassment will be promptly investigated, and individual
privacy will be protected, to the extent possible. There will be no retaliation against anyone who
in good faith makes a report regarding harassment or against any person who assists in an
investigation.
SECTION 3
GENERAL EMPLOYMENT PRACTICES AND EXPECTATIONS
3.1 District Expectations
The District expects its employees to produce quality work, maintain confidentiality, work
efficiently, and exhibit a professional and courteous attitude toward other employees, parents,
students and the public. Proper standards of conduct are necessary to provide for the safe, orderly
and efficient performance of work. It is not possible to list all the forms of behavior that are
considered unacceptable in the workplace. The following is a non-exhaustive list of examples of
the types of conduct that may result in disciplinary action, up to and including termination of
employment:
Theft or inappropriate removal or possession of property
Falsification of timekeeping records
Unauthorized or improper use of District property for personal reasons, including computer
hardware, software, email, and internet access. See Electronic Communications Policy,
Section 3.5.
4
Working under the influence of alcohol or illegal drugs. See Drug and Alcohol Policy,
Section 3.12.
Possession, distribution, sale, transfer or use of illegal drugs. See Drug and Alcohol Policy,
Section 3.12.
Fighting or threatening violence in the workplace
Negligence or improper conduct leading to damage of District property
Disruptive use of profanity
Insubordination or other disrespectful conduct
Sexual or other unlawful harassment. See Employee Harassment Policy, Section 2.3.
Possession of dangerous or unauthorized materials, such as explosives or firearms, in the
workplace
Excessive absenteeism, tardiness and/or any absence without notice
Unauthorized disclosure of confidential information
Unsatisfactory performance or conduct
Violation of any policies, regulations and guidelines may result in disciplinary action, including
termination of employment.
3.2 Accident/Incident Reports
All accidents/incidents occurring on District property, school buses or during the course of school-
sponsored activities, including field trips and other away events, are to be reported to the building
principal/immediate supervisor immediately. Reports should cover property damage as well as
personal injury. A completed accident report form must be submitted to the building principal
within twenty-four (24) hours or the next scheduled District workday, as appropriate. In the event
of a work-related accident or injury, please see Section 7, Workers Compensation of this
Handbook.
3.3 Attendance
The District expects employees to make every effort to be present for work. Employees are
expected to adhere to their assigned schedule. In order for the schools to operate effectively,
employees are expected to perform all assigned duties and work all scheduled hours during each
designated workday, unless the employee has received approved leave. Breaks and meal periods
may only be taken during times designated by the employee’s supervisor/building administrator
and as further specified in other parts of this Handbook. Any deviation from assigned hours must
have prior approval from the employee’s supervisor/building administrator.
Employees who are unable to report to work shall follow the applicable procedures for reporting
his/her absence. Any time spent not working during an employee’s scheduled day must be
accounted for in the District’s designated absence reporting software using the appropriate reasons.
The District will monitor attendance and absence patterns. Theft of time and/or improper
modification 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 may result in disciplinary action up to and including termination. Failure to
5
return to work the day following the expiration of an authorized leave of absence may result in
termination of employment.
3.4 Child Abuse Reporting
The Elkhorn Area School District recognizes that the most important role of the school in today’s
society is to provide students with the best possible opportunities for educational success. The
District also recognizes that children who are abused and/or neglected not only are harmed
physically and emotionally, but also educationally. The District is committed to providing a
positive environment within the school and assisting families and community child protection
agencies to provide positive environments in the home and community. As a part of that
commitment, the Elkhorn Area School District requires district employees to report any threatened
or suspected child abuse or neglect in accordance with state law and established procedures.
No administrator or other district employee may prevent or attempt to prevent another district
employee from making a report of alleged child abuse or neglect. Further, no administrator or
other district employee may require, or attempt to require, that another district employee desiring
to make a report as suspected child abuse or neglect be required to change any aspect of that report.
The Elkhorn Area School District shall not take any disciplinary action against a district employee
who makes a report of suspected child abuse or neglect. Disciplinary action shall result from the
failure of a mandated reporter to report suspected child abuse or neglect of which he/she has
knowledge.
All information pertaining to a suspected child abuse or neglect report shall be confidential and
only shared with those individuals provided for under state law.
All school district employees are mandated reporters and shall act as follows in reporting suspected
child abuse or neglect:
1. Any staff member having reasonable cause to be suspect that a child seen in the course
of their duties has been abused or neglected, or having reason to believe that a child
seen in the course of their duties has been threatened with abuse or neglect, and that
abuse or neglect of the child will occur, shall report such to the Walworth County
Department of Human Services, 741-3200.
2. The report will be made immediately upon discovery of suspected abuse/neglect by the
person first hearing or suspecting the abuse/neglect, and the building administrator will
be notified to provide temporary coverage to allow the mandated reporter to make the
report.
3. The mandated reporter shall complete the suspected Child Abuse/Neglect Report form
to assist in the reporting to Human Services. When the report has been made to Human
Services, the form will be given to the building administrator to be placed in a locked,
confidential file.
6
4. When the suspected abuse/neglect occurs within the school setting, as in the case of
one student victimizing another, the mandated reporter will follow the above procedure.
Legal Aspects School personnel have specific responsibilities for identifying and reporting suspected cases of
child abuse and neglect according to Wisconsin State Statutes, Sections 48.02 and 48.981. Under
this part of the law, all school staff are clearly designated as persons required to report cases of
suspected child abuse or neglect. No person making a report under this law may be discharged
from employment for so doing. Any person or institution reporting in good faith shall have
immunity from liability. Whoever intentionally violates this section by failure to report as required
may be fined not more than $1,000 or imprisoned not more than six months or both.
Definitions:
Abuse means any of the following: physical injury inflicted on a child by other than accidental
means, sexual intercourse or sexual contact.
Neglect means failure, refusal or inability on the part of a parent, guardian, legal custodian or other
person exercising temporary or permanent control over the child for reasons other than poverty, to
provide the necessary care, food, clothing, medical, dental care or shelter so as to seriously
endanger the physical health of the child.
Emotional damage means harm to a child’s psychological or intellectual functioning which is
exhibited by one or more of the following characteristics to a severe degree: anxiety, depression,
withdrawal, or outward aggressive behavior, emotional response or cognition that is not within the
normal range for the child’s age and stage of development..
Child means any person under eighteen (18) years of age.
3.5 Communications
The School District provides access to communication and information resources to help
employees do their job and be well informed. This includes Internet access, the e-mail system,
telephones, and all other hardware and software connected to the district’s voice, data, or video
networks. These resources represent a considerable commitment of financial and human capital
for telecommunications, networking, software, storage, etc. The following rules are designed to
help everyone use the school district’s technology resources wisely.
All other school district policies also apply to conduct on the school district’s voice, data, and
video networks and equipment.
While the district’s technological resources offer many potential benefits, including better
communication and connections to the world, they also open the door to some significant
liabilities. Therefore, each employee is expected to understand and comply with the following
rules. Violation of these rules will result in disciplinary action, up to and including termination
and/or legal action, if warranted.
7
Access and Passwords: Network access is granted to individual users to secure information and maintain accountability.
Passwords and user names are the means by which individual access is granted and security is
maintained.
1. To preserve security, users should protect passwords and change them periodically.
Employees shall not share passwords or post them in public view. If a password is
discovered, it will be changed immediately.
2. The use of unassigned passwords to gain access to another person’s files is prohibited.
No one except authorized district support personnel shall use another employee’s sign-
on protocol (i.e., user name and password) without explicit administrative approval.
3. Employees shall log off the network when the PC or terminal is not in use. PCs should
be shut down when users leave for the day, unless the PC is used by a 24-hour system.
4. Unauthorized access will be recorded and investigated. Any suspected misuse shall be
reported to the supervising administrator.
5. Individual external or internal PC modems are prohibited. External access dial-in or
dial-out is only performed using an authorized district dial-in or dial-out server.
Electronic Mail (e-mail):
All e-mail on the school district’s networks should be thought of as being written under an Elkhorn
Area School District letterhead. Employees should refrain from discussing topics or conveying
opinions that they would not put in written form or share with a wider audience. Public record
laws generally apply to electronic transmissions in the same manner as they would to paper
records. The following rules shall apply:
1. All messages and files created, sent or received using school district equipment,
networks, or e-mail systems are the property of the school district.
2. No employee should have any expectation of privacy with respect to e-mail messages.
The administration may access any e-mail for reasons including, but not limited to, the
following: (a) to find lost messages; (b) to assist employees at their request in the
performance of job duties; (c) to study the effectiveness of the e-mail system; (d) to
comply with investigation into suspected criminal acts or violations of this policy; (e)
to recover from system failures or other emergencies.
3. Chain e-mail letters are not allowed. Please contact your supervisor if you receive any
form of chain letter, virus alert, or other mass e-mail messages.
4. E-mail messages (sent, forwarded, or maintained) may not contain content considered
offensive. Offensive content includes, but is not limited to, language or images that
are (a) libelous, (b) obscene or sexually explicit; (c) harassing (as defined in Policy
513, Employee Harassment); or, (d) discriminatory or potentially creating a hostile
8
environment (for any individuals or groups identified in Policy 511, Non-
Discrimination).
5. Employees may not read e-mail that was not sent to them unless officially authorized
by their supervising administrator or by the intended e-mail recipient.
6. E-mail messages shall not be used for private business ventures, personal gain, political
promotion or campaigning, or any illegal activity. Use of district resources for illegal
activity can be cause for termination, consistent with applicable district policy or state
laws. The district will cooperate with legitimate law enforcement investigations.
7. Users may not send e-mail messages with the sender’s identity forged or send e-mail
anonymously.
8. The district’s e-mail system should not be used to store information. Once messages
are read and considered, they should be deleted to conserve network resources. To
conserve system resources, district technology staff will purge e-mail older than 45
days, except as otherwise specifically provided. E-mail that is considered a student
record or other district record shall be maintained consistent with applicable
maintenance laws, district policy, and rules. If an employee wishes to retain an e-mail
message that is not required to be maintained longer than 45 days, the employee should
transfer the message to an appropriate storage disk or drive or make a printed copy.
Internet: No employee should have any expectation of privacy as to his or her Internet usage on district
equipment or networks. The district has a system in place that monitors and records all Internet
usage. The system is capable of recording (for each user), every World Wide Web site visit, each
chat room or news group visit, and file transfers into and out of district networks. The district
reserves the right to, at any time, review Internet activity and analyze usage patterns to assure that
school district Internet resources are used to accomplish the district’s mission of teaching, learning,
and public service.
1. The district reserves the right to inspect all files and information stored in any area of
the network, including all PCs, in order to assure compliance with policy and these
rules.
2. Illegal or offensive content may not be displayed, archived, stored, printed, distributed,
transmitted, edited or recorded over district networks or using any district equipment.
Offensive content includes, but is not limited to, language or images that are (a)
libelous; (b) obscene or sexually explicit; (c) harassing (as defined in Policy 513,
Employee Harassment); or, (d) discriminatory or potentially creating a hostile
environment (for any individuals or groups identified in Policy 511, Non-
Discrimination).
3. Employees shall not intentionally visit and/or search for Internet sites that contain or
could reasonably be expected to contain any content prohibited in Internet Rule 2
9
above. If such a site is inadvertently visited, an employee must provide his or her
supervisor with a written description of the time, date, and address of the site, along
with a brief explanation of how it was inadvertently visited. The supervisor and
employee shall keep such written explanation on file as a response when district
monitoring identifier the inappropriate visit and requires further explanation.
4. Use of district resources for illegal activity can be cause for termination, consistent with
applicable district policy or state laws. The district will cooperate with legitimate law
enforcement investigations.
5. No employee may use the school district equipment, network or resources to download
or distribute pirated or otherwise illegal software or data.
6. No employee may use the school district’s equipment, network or resources to
propagate any virus, worm, Trojan horse, or trap-door program code.
7. Employees shall not use the district’s equipment, network or resources for personal use
to download entertainment software or games, or to play games against opponents over
the Internet.
8. Employees granted Internet access may download only software with direct school
district applications and/or use, and must arrange to have such software properly
licensed and registered. Downloaded software must be used only under the terms of
its license.
9. Employees may not change the default settings of district Internet software related to
content advisories, filtering, or storage times for history, cookies, temporary files, or
cache.
10. Employees may not add or remove a hard drive or other hardware storage devices from
their assigned PC without the authorization of their supervisor. Employees are also
prohibited from formatting, reformatting, erasing or restoring a hard drive on their
assigned PC without the express authorization of their supervisor.
11. Employees who permit student access to the Internet accept professional responsibility
for supervising the student(s) and for ensuring that he/she/they understand and comply
with Rules 1 - 11 above.
12. Employees granted Internet access may use assigned resources for occasional personal
research (or browsing) during non-duty break times, or outside contracted work hours.
Such use must not interfere with district business, congest the network, and all other
Internet use rules must be followed.
Telephones and other personal technology devices (including cellular and fax machines):
1. As with other forms of information technology resources, occasional personal use of
telephones and other personal technology devices during non-duty break times, or
10
outside contracted work hours may be acceptable when no other forms of
communication are feasible. Such use must not interfere with district business or incur
additional costs to the district.
2. Employees must not use district telephones and other district owned technology devices
for private business ventures, personal gain, political promotion or campaigning, or any
illegal activity. Use of district telephones and other district owned technology devices
for illegal activity can be cause for termination, consistent with applicable district
policy or state laws. The district will cooperate with legitimate law enforcement
investigations.
3. Employees may not make personal long distance telephone calls that are charged to the
school district.
4. Cellular telephones may be provided to employees whose job functions require
mobility and immediate accessibility. Employees must reimburse the district for any
charges that accrue from unavoidable personal cellular telephone use. Such
reimbursement shall be made within the regular billing cycle.
5. Employees shall not fax personal materials without explicit authorization of their
supervisor. If such use is permitted, the employee shall reimburse the district for the
actual cost of any long distance charges plus $1.00 per personal fax.
6. All rules applying to e-mail messages also apply to voice mail messages and faxes
distributed or recorded on district telephone equipment or voice networks.
7. The administration is entitled to access and will regularly review district telephone
records.
Software: 1. Prior to purchase, all software must be tested and approved by district technology staff.
Technology Department staff will support only properly licensed and approved district
software.
2. Unauthorized software or data may not be run on any desktop computer or server.
District technology staff members may delete unauthorized software and data on
desktop computers or servers.
3. All software must be properly licensed. It is a violation of district policy to install
unlicensed software on a district computer.
4. Computer games for employee recreational use are not allowed on district computers.
Some standard software suites include integrated games as part of the package.
Although these games may appear as one of an employee’s application options,
employees may not access or play such recreational games either during or outside of
work hours.
11
5. The installation and use of personal software on district computers (including screen
savers not provided as part of the district standard software suite) is prohibited unless
specifically authorized in writing by a member of the district technology staff.
3.6 Confidentiality
Pupil information employees obtain as the result of their employment with the District is
confidential and protected by law unless such information has been designated as pupil directory
data as set forth in Board policy 347.1. The law and respect for our students require that student
issues are only discussed with employees and parent(s)/guardian(s) as defined by statute who need
to know the information. In addition to student information, confidentiality is expected in other
areas, including employee or District business information. Any requests for District records shall
be referred to the appropriate administrator.
3.7 Conflict of Interest
A conflict of interest is defined as any judgment, action or relationship that may benefit an
employee or another party the employee is affiliated with because of the employee’s position with
the District. Employees are asked to avoid outside activity that may compete or be in conflict with
the best interests of the District. Employees must disclose to their immediate supervisor
information of any transaction that may be considered a conflict of interest as soon as they know
the facts. No employee may use his or her position to obtain financial gain or anything of
substantial value for the private benefit of himself or herself or his or her immediate family, or for
an organization with which he or she is associated.
3.8 Contracts and Conflict of Interest
Under Wisconsin law, school district employees are prohibited from receiving anything of value
for their own benefit that results from selling, soliciting or promoting the sale of any goods or
services to any public school pupil while on school property or at school-sponsored events.
Prohibited items of value include gifts, benefits or compensation, in the form of money or
otherwise; but do not include employer-provided compensation or benefits.
Examples of selling, soliciting or promoting the sale of goods or services include student trips
chaperoned by teachers, athletic camps run by coaches who receive a share of the registration fees,
band instruments leased from a store in which the band instructor has a pecuniary interest, book
sales to students that result in teachers personally benefiting, etc. An employee may not gain any
benefit from requesting students to buy books or to join a book club. All incentives or “points”
garnered by the sale of the books must go directly to the school and not to any individual teacher.
A school district employee may solicit the School Board to initiate or approve a program or activity
that will provide him or her personal benefit. This request for approval must be done prior to any
solicitation to students or parents. If the school district is sponsoring an event as part of its regular
curriculum, the District can provide an employee with some personal benefit as long as the value
of the benefit comes from the school district, even though a third party may be involved.
12
In the event that Wisconsin law is violated, the offending school district employee may be subject
to a forfeiture of not more the $200 for each offense.
3.9 Copyright
The Elkhorn Area School District recognizes that federal law makes it illegal to duplicate
copyrighted materials without authorization of the holder of the copyright, except for certain
exempt purposes. Severe penalties may be imposed for unauthorized copying or using of audio
visual or printed materials and computer software, unless the copying or using conforms to the
“fair use” doctrine.
Under the “fair use” doctrine, unauthorized reproduction of copyrighted materials is permissible
for such purposes as criticism, comment, news reporting, teaching, scholarship or research.
For additional information, refer to Board policy #365.
3.10 Background Checks/Pending Criminal Charges/Convictions for Active Employees-
Obligation to Report
Every District employee shall notify his/her immediate supervisor or administrator as soon as
possible, but no more than three calendar days after the employee is subject to a pending criminal
charge or has been convicted of any felony, misdemeanor, or other offense, including but not
limited to, the offenses listed below:
Crimes involving school property or funds;
Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any
certificate or permit that would entitle any person to hold or obtain a position as an
educator;
Crimes that occur wholly or in part on school property or at a school-sponsored activity.
The requirement to report 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 teacher 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. The District may conduct criminal
history and background checks on its teachers.
3.11 District Property
The District may supply an employee with equipment or supplies to assist the employee in
performing his/her job duties. All employees are expected to show reasonable care for any
equipment issued and to take precautions for theft. Employees cannot take District property for
personal use or gain. Any equipment, unused supplies, or keys issued must be returned prior to the
employee’s last day of employment, including, but not limited by enumeration: employee
13
identification badges and the key fob for building entry. District equipment borrowed for short
term use should be returned the first work day after project completion.
School property shall not be loaned or removed from school premises without the written approval
of the Building Principal. All such requests to be made in writing on forms available from the
District Office. Requests by the teaching staff to borrow instructional equipment for instructional
purposes may be approved by individual building principals utilizing the above form, with a copy
of the approved request to the Business Manager.
3.12 Drug, Alcohol, and Tobacco-Free Workplace
The District seeks to provide a safe drug-free workplace for all of its employees.
A. Prohibited Acts - Drugs and Alcohol: The manufacture, distribution, dispensation,
possession, use of or presence under the influence of alcohol, inhalants, controlled
substances or substances represented to be such, or unauthorized prescription medication,
is prohibited on school premises or at school activities. Employees of the school system
shall not possess, use, or distribute any illicit drug or alcoholic beverage as defined in
Wisconsin Statutes while on school premises or while responsible for chaperoning students
on school-sponsored trips. Any employee violating this policy may be disciplined, up to
and including termination. All school employees shall cooperate with law enforcement
agencies in investigations concerning any violation of this provision.
B. Tobacco Products: Employees shall not use tobacco products on District premises, in
District vehicles, nor in the presence of students at school or school-related activities.
Employees who violate this policy will be subject to disciplinary action, up to and including
termination from employment. § 120.12(20), Wis. Stats.
C. Reasonable Suspicion Testing: All employees shall be required to undergo alcohol and
drug testing at any time the District has reasonable suspicion to believe that the employee
has violated the District's policy concerning alcohol and/or drugs. Reasonable suspicion
alcohol or drug testing may be conducted when there is reasonable suspicion to believe that
the employee has used or is using drugs or alcohol prior to reporting for duty, or while on
duty, or prior to or while attending any District function on or off District property. The
District's determination that reasonable cause exists must be based on specific,
contemporaneous, accurate observations concerning the appearance, behavior, speech or
body odors of the employee. A supervisor must make the observations. Refusal to consent
to testing will result in disciplinary action, up to and including termination of employment.
D. Additional Testing and Requirements: Employees required to possess a commercial
driver’s license may be required to undergo additional drug testing in accordance with
relevant law, Board policy, and administrative rules.
E. Notification of Conviction: As a further condition of employment, an employee who is
engaged in the performance of a federal grant shall notify the District Administrator of any
criminal drug statute conviction for a violation occurring in the workplace no later than
14
three days after such conviction. Within ten days of receiving such notice – from the
employee or any other source – the District shall notify the federal granting agency of the
conviction. 41 U.S.C. 702(a) (1) (D). After receiving notice from an employee of a
conviction for any drug statute violation occurring in the workplace, the District shall either
(1) take appropriate personnel action against the employee, up to and including termination
of employment, or (2) require the employee to participate satisfactorily in a drug abuse
assistance or rehabilitation program approved for such purposes by a federal, state, or local
health agency, law enforcement agency, or other appropriate agency. 41 U.S.C. 703 [This
notice complies with notice requirements imposed by the federal Drug-Free Workplace
Act (41 U.S.C. 702)].
F. Consequence for Violation: Employees who violate the District’s policies and rules
regarding alcohol or drug use shall be subject to disciplinary sanctions, up to and including
termination from employment with the District, and referral to appropriate law
enforcement officials for prosecution. Compliance with the District’s policies and rules is
mandatory and is a condition of employment. In its sole discretion, the District may allow
an employee to undergo evaluation for alcoholism or drug addiction and successfully
complete any recommended treatment, in lieu of termination.
3.13 False Reports
Employees may be disciplined for filing false reports or statements including but not limited to the
following: accident reports, attendance reports, insurance reports, physician’s statements, pre-
employment statements, sick leave requests, student records, tax withholding forms and work
reports.
3.14 Fraud and Financial Impropriety
The School Board and staff are committed to protecting the financial assets of the District.
Fraudulent behavior by school district employees, any contracted entity, or other individual will
not be tolerated.
Fraudulent behavior includes, but is not limited to, theft, embezzlement, lying or providing false
information to obtain a material benefit, including falsification of employee time records or other
manipulation of time records to obtain compensation for time not worked, purchasing property for
personal use with Board funds, and inappropriate personal use of Board property.
All employees have an obligation to report fraud to their supervisor or directly to the District
Administrator. No employee will be penalized for reporting suspected fraudulent actions. The
failure to report known fraudulent actions or actions that reasonably appear to be fraudulent may
be grounds for discipline.
Any District employee who suspects fraud, impropriety or irregularity in relation to District fiscal
or other resources shall report his/her suspicions immediately to his/her supervisor and/or the
District Administrator, who shall be responsible for initiating necessary investigations. In the
event the concern or complaint involves the District Administrator, the concern shall be brought
to the attention of the Board President.
15
3.15 Investigations
A. Expectation of Cooperation: In the event of a District investigation or inquiry, every
District employee has an affirmative duty to provide to his/her supervisor(s) or any other
District official assigned to investigate all relevant and factual information about matters
inquired except as provided for below in paragraph “B”. Employees failing to volunteer
such information shall receive a directive from an administrator to provide a statement.
The employee’s failure to comply with the directive may constitute “insubordination,” a
violation that will be grounds for disciplinary action up to and including termination.
B. Investigation interplay with potential criminal conduct: If the alleged misconduct may
constitute criminal conduct by the employee, the employee may be provided a Garrity
warning. Garrity v. New Jersey, 385 U.S. 493 (1967).
C. Administrative Leave: The District may place an employee on administrative leave, paid
or unpaid, during an investigation into alleged misconduct by the employee.
3.16 Licensure/Certification
Each employee who is required to be licensed or certified by law must provide the District with a
copy of the current license or certificate to be maintained in his or her personnel file.
3.17 Nepotism
A. Applicants for employment in the District shall be selected without regard to a relationship
by affinity or consanguinity, which they may have with a current employee of the District.
However, to avoid possible conflicts of interest, which may result from employment
procedures, an employee who is related by affinity or consanguinity to another employee
or applicant shall not participate in any decision to hire, retain, promote, evaluate or
determine the salary of that person.
B. For the purposes of this Handbook, a "relationship by affinity" is defined as one that
includes, but is not limited to, a relationship which an individual has with his or her spouse,
designated partner, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law,
daughter-in-law, adoptive sibling, adoptive child, adoptive parent, adoptive first cousin, a
financial dependent or co-dependent [for example sharing the same place of residence]. A
"relationship by consanguinity" is defined as a relationship which an individual has with a
blood relative that extends to first cousin. The phrase "decision to hire" includes every
aspect of the hiring process.
C. Should a District employee be called upon to participate in a decision to hire, retain,
promote, evaluate, or determine the salary of a person related to him or her by affinity or
consanguinity, as defined above, the employee shall refrain from participating in such
decision and shall instead delegate his or her decision making authority regarding that
person to the District Administrator or his or her designee. Should the District
16
Administrator be called upon to participate in a decision to hire, retain, promote, evaluate
or determine the salary of a person related to him or her by affinity or consanguinity as
defined above, he or she shall refrain from participating in such decision and shall instead
delegate his or her decision making authority in regard to the employment status of that
person (i.e., decision to hire, retain, promote, evaluate, etc.) to another employee of the District.
3.18 Personal Appearance/Staff Dress Code
The Board retains the authority to specify the following dress and grooming guidelines for staff in
order to prevent such matters from having an adverse impact on the educational process.
Non-Uniformed Employees
All District employees work for the public, and the public often judges individuals and the District
by appearance. It is important that all staff attire be appropriate for the job and that it conveys a
neat, professional and clean image. Appropriate attire should be consistent with professional
responsibilities and activities. The mode of dress or grooming should not be disruptive to the
educational environment.
Uniformed Employees
Some employee groups may be required to wear uniforms (i.e. custodial and kitchen staff).
Uniforms provide a professional appearance within the District and save the employee’s wardrobe.
Employees will be monitored by their supervisor to ensure that the uniform meets District
requirements, is clean and in good repair.
It is expected that all staff members shall:
Dress in a manner consistent with the responsibilities of their profession.
Dress in a manner that communicates to students a pride in personal appearance.
Be groomed in such a way that hairstyle or dress does not disrupt the educational process
or cause a health or safety hazard.
The following are guidelines for school staff on student/parent contact days and when
representing the School District in any School District activity.
Business casual
Approved Elkhorn Area School District spirit-wear or school logo wear
No flip-flop/thong-style beach shoes
Additional Guidelines:
On days where there is not scheduled student/parent contact, staff is permitted to dress in
a more casual manner.
On Spirit Days, dress is guided by the theme.
17
Exceptions to the above guidelines can be made by the building level principal when a
more casual dress code is requested or needed to meet the needs of the curriculum for the
day (i.e., conducting experiments at the lakefront or park, physical education activities
outdoors, etc.)
Good professional judgment is expected at all times.
Any employee appearing for work whose dress is identified by administration as
inappropriate, for any reason, will be asked to leave and return acceptably attired.
3.19 Personnel Records
An employee shall have the right to review certain personnel documents, upon request and
consistent with the timelines and content limitations specified in Wis. Stat. § 103.13 at least two
times per calendar year, while in the presence of the administrator or his/her designee. The
employee is entitled to examine any personnel documents which are used or which have been used
in determining that employee’s qualifications for employment, promotion, transfer, additional
compensation, termination or other disciplinary action, and certain medical records. This
examination must be accomplished in the presence of the person officially charged by the District
Administrator with custody of those documents. No personnel documents may be removed from
the visual presence of the official custodian. An employee shall have the right, upon request, to
receive copies of any documents permitted to be reviewed pursuant to Wis. Stat. § 103.13 except
those delineated in § 103.13(6), Wisconsin Statutes, upon payment of the actual cost for making
such a copy. An employee who is involved in a current grievance against the District may designate
in writing a representative of the employee’s union, collective bargaining unit or other designated
representative to inspect the records which have a bearing on resolution of the grievance.
After reviewing his or her personnel records, the employee has the right to request that records he
or she believes to be inaccurate or obsolete be removed from his or her file. If the District denies
the request, the employee has the right to file a written rebuttal statement and have that rebuttal
attached to the disputed record. If the District intends to release the disputed record to a third party,
the District must also release the attached employee rebuttal statement to the third party. §
103.13(4) Wis. Stats.
3.20 Personnel – Student Relations
All District personnel will recognize and respect the rights of students, as established by local,
state, and federal law. Employees shall, at all times, maintain a professional relationship and
exhibit a professional demeanor in their interactions with students. Further, employees shall refrain
from engaging in any actions or conduct of a sexual nature (verbal or physical) directed toward a
student, including, but not limited to, sexual advances, activities involving sexual innuendo, or
requests for sexual favors or sexually explicit language or conversation. Employees shall not form
inappropriate social or romantic relationships with students, regardless of whether or not the
student is 18 years old. Employees shall not use profane or obscene language or gestures in the
workplace.
18
3.21 Physical Examination & Pre-Employment Drug Testing
A. Examination: Upon initial employment and thereafter, physical examinations shall be
required of District employees in accordance with section 118.25 of the Wisconsin statutes.
Freedom from tuberculosis in a communicable form is a condition of employment. Upon
initial employment, evidence that employees are of sound health, sufficient to perform the
essential functions of their assignment, is necessary to make binding the offer of
employment or the initial contract, as applicable, with the District.
B. Fitness for Duty: The District may require a physical and/or mental examination at the
expense of the District where the District has a reasonable doubt concerning the current
ability of the employee to perform the duties of his or her job consistent with the limitations
imposed by applicable state and federal law. Failure to comply with this request or failure
to provide a doctor’s certification of sufficiently sound health to perform duties assigned
may result in discipline up to and including discharge/termination.
C. Pre-Employment Drug Testing: Prospective employees who have received a conditional
offer of employment will be required to consent to a drug test at the cost of the School
District. Any applicant who receives a conditional offer of employment and refuses to take
a drug test shall be disqualified from further consideration for the position.
3.22 Solicitations
Individuals, groups and organizations often wish to solicit employees to support a particular
activity or organization. This solicitation may be charitable, political or for other purposes. All
solicitations of employees must be approved in advance by the administration and be consistent
with Board Policy 850.1.
3.23 Employee Protection [Anti-Retaliation]
A. Complaint Procedure: If any employee of the District reasonably believes that some policy,
practice, or activity of the District is in violation of law, a written complaint must be filed
by that employee with the District Administrator. If the complaint is about a practice or
activity of the District Administrator, the complaint must be filed with the Board President.
B. Purpose: It is the intent of the District to adhere to all laws and regulations that apply to the
District, and the underlying purpose of this provision is to support the District’s goal of
legal compliance. The support of all employees is necessary to achieving compliance with
various laws and regulations.
C. Anti-Retaliation: An employee is protected from retaliation only if the employee brings the
alleged unlawful policy, practice, or activity to the attention of the District and provides
the District with a reasonable opportunity to investigate and correct the alleged unlawful
policy, practice, or activity pursuant to the District’s chain of command or complaint
policies. The protection described below is only available to employees who comply with
19
this requirement. The protection against retaliation that is described below does not limit
the District from taking disciplinary or other employment action, including termination,
against an employee where that discipline or employment action is not based on the
employee’s filing of a good faith complaint under this policy. The District will not retaliate
against an employee who in good faith has made a protest or raised a complaint against
some policy, practice, or activity of the District, or of another individual or entity with
whom the District has a business relationship, on the basis of a reasonable belief that the
policy, practice, or activity is in violation of law or a clear mandate of public policy. The
District will not retaliate against an employee who discloses or threatens to disclose to a
supervisor or a public body any policy, practice, or activity of the District that the employee
reasonably believes is in violation of law or a rule or regulation mandated pursuant to law
or is in violation of a clear mandate of public policy concerning the health, safety, welfare,
or protection of the environment. Nothing herein shall limit or diminish an employee’s
protections against retaliation for filing a complaint, or participating in an investigation or
legal proceeding, if such actions are protected by state and/or federal law.
3.24 Storage Spaces, Including Desks, Lockers, etc.
Employees shall have no expectation of privacy with respect to District-owned property used for
storage purposes, which includes, but is not limited to, desks, filing cabinets, mailboxes, lockers,
tables, shelves, and other storage spaces in or out of the classroom. Accordingly, the District may
at any time and in its sole discretion conduct a search of such property, regardless of whether the
searched areas or items of furniture are locked or unlocked. The scope of the search authorized by
this paragraph is not intended to include personal items of employees such as purses, backpacks,
outerwear, handbags, etc., which the employee brings to and takes from District property on a
daily basis.
3.25 Work Made for Hire
Occasionally an employee has questions regarding the use of materials to be included in books or
other commercial materials. Such materials created by the employee may include lesson plans,
staff development presentations or tests/test items. Any work prepared by an employee within the
scope of his/her employment is owned by the District. Under federal copyright laws, this is called
“work made for hire.” An employee with questions regarding ownership or copyrights on materials
prepared within the scope of his/her employment should consult with his/her supervisor.
Members of the professional staff are urged to develop, implement and review curriculum and
instruction materials related to their professional assignment. Professional and instructional
materials are defined to include, but are not limited to, computer software, activity packets, rubrics,
and evaluation materials which are created by an individual staff member, shall be subject to the
following guidelines regarding ownership and copyright provisions:
1. If any part of the material or software is produced during school time, under
compensation by the School Board (including professional development class work
paid for in part or in full by the school district) or as part of the teacher’s assignment,
the rights to ownership and copyright belong to the school district. If the material or
20
software is produced as part of a federally funded program and as part of the teacher’s
assignment, the material or software is considered to be in the public domain and the
applicable federal guidelines will prevail.
2. If an individual staff member plans to produce materials or software on his/her own
time, but with the use of other district staff, property, equipment, facilities, or materials,
a written agreement approved by the School Board is necessary prior to beginning such
production. The written agreement shall spell out use of such property, equipment,
facilities, or materials and any accompanying costs as well as indicating rights of
ownership, copyright and accompanying costs and the distribution of any potential
profits between the individual and the school district.
3. If the materials or software is produced entirely outside of school time without any
expense, involvement, or direction on the part of the school district or its staff or use
of property, equipment, facilities, or materials the material or software rights belong to
the individual for copyrighting and sale.
4. The Director of Instruction must approve the purchase of any school materials or
software produced by an employee outside of school time as determined in statement
(3).
SECTION 4
GRIEVANCE PROCEDURE
The District has adopted a grievance procedure to resolve grievances by employees concerning
discipline, termination and workplace safety. A copy of that policy is contained in Appendix A of
this Handbook.
SECTION 5
PAY PERIODS
5.1 Payroll Cycle
Employees shall be paid in twenty (20) equal installments (semi-monthly September through
June).
5.2 Payroll Dates
Employees will be paid within thirty (30) days of performing work. The payroll dates shall be the
15th and the last day of each month. If the 15th or last day of the month falls on a weekend or
holiday, the payroll date will be the preceding day. The first pay date of the school year will be
September 15th.
Extra Duty Pay (Extra Duty Schedule) will be paid based upon the following schedule:
21
Fall Sports End of season
Winter Sports End of season
Spring Sports End of season
Non-Athletics End of season
5.3 Direct Deposit Payment Method
All employees shall participate in direct deposit. Direct deposit changes may take as long as thirty
(30) calendar days after notice in writing is submitted.
5.4 Elective Employee Retirement Account 403(b) & 457 Tax Sheltered Annuities
(TSA)403(b) & 457 Program
The District provides the opportunity for employees to voluntarily contribute to 403(b) and 457
retirement plans. The District will maintain a 403(b) & 457 program without regard to the
employee’s current or former employee’s contribution amounts. Employees shall have the
opportunity to participate in the District’s Internal Revenue Service (IRS) Code 403(b) Savings
Program and invest their money through salary deferral in annuities and other qualifying IRS Code
403(b)(7) investment vehicles (collectively referred to as an “Investment Vehicle”).
Employees who are interested in participating in the District’s voluntary retirement programs
should contact the Business Office for information.
SECTION 6
COMPENSATION AND EXPENSE REIMBURSEMENT APPLICABLE TO ALL
DISTRICT EMPLOYEES
6.1 Mileage Reimbursement
The District shall reimburse employees an amount equal to the Internal Revenue Service (IRS)
business travel rate per mile to each employee required by the District to drive his or her personal
vehicle during the course of performing duties for the District. Forms to be used to report mileage
shall be available in the any of the District’s office or on the intranet.
6.2 Expenses
Employees required, or approved, by the District to attend conferences and seminars shall receive
reimbursement for meals unless prior approval has been received to exceed the amounts. The
District reimbursement schedule is listed below. Employees will be reimbursed at the following
rates, or actual cost, whichever is less.
Breakfast $8.00
Lunch $9.00
Dinner $17.00
22
SECTION 7
WORKER’S COMPENSATION
7.1 Worker’s Compensation Coverage and Reporting Responsibilities
If an employee is injured during the course of the work day, he/she must report the accident/injury
to their principal or supervisor immediately (or as soon as practical in case of serious injury that
requires immediate medical attention).
The injured employee must then call Medcor’s On-Line Injury Assessment Service at 1-800-775-
5866. Medcor is available to take calls 24 hours, 7 days a week.
The injured employee must then complete an “Employee Accident/Injury Report Form” and have
their principal or supervisor sign the form and forward it to the Business Office.
7.2 Benefits While on Worker’s Compensation
If any employee is injured while performing duties for the District, the District shall continue to
provide worker's compensation insurance, and the employee will be compensated in the following
manner:
A. The Employee shall be charged with sick leave for the first three (3) days of any work
related injury/illness and receive his/her regular compensation. In the event that the absence
for said injury/illness shall extend beyond seven (7) days the employee sick leave will be
credited for the three (3) days.
B. Regular salary will cease to be paid for each day that an employee receives Worker’s
Compensation payment.
C. Questions regarding the continuation of all other benefits while on Worker’s Compensation
should be directed to Human Resources.
SECTION 8
SICK LEAVE
8.1 Sick Leave Earned
Each employee shall be credited with a maximum of eighty (80) hours of paid sick leave per
contract year.
Sick leave though credited at the beginning of each contract year is vested only upon completion
of the work year.
23
8.2 Sick Leave Use
Sick leave, without loss of pay, may be used for:
1. Personal illness or disability (including pregnancy) of the employee.
2. Personal illness or death in the employee’s immediate family.
A. The term “immediate family” shall be construed to encompass spouse, children,
father, mother, stepchildren and children for whom the employee is the court
appointed guardian.
3. Death in the employee’s non-immediate family.
A. The term “non-immediate family” shall be construed to encompass brothers, sisters,
in-laws, grandparents, grandchildren, aunts, uncles, spouse’s grandparents, nieces,
and nephews.
4. Sick leave may be allowed in increments of fifteen (15) minutes.
8.3 Sick Leave Accumulation
Sick leave will accumulate to a maximum of eighty (80) days or six hundred forty (640) hours.
Current employees hired prior to July 1, 2013 with accumulated sick days above eighty (80) days
will be allowed to retain their current balance up to one hundred and twenty (120) days. Employees
with a sick leave balance greater than eighty (80) days will not be allowed any additional
accumulation of sick days. If at any time employees hired prior to July 1, 2013 are at or below
eighty (80) accumulated sick days, the maximum of eighty (80) accumulated days will apply. See
examples below:
Employee A July 1, 2013, sick leave balance is 120 days. Because employee is at maximum
balance of 120 days, no additional days are allocated. Employee uses 9 sick
days, the June 30, 2014 balance is 111. On July 1, 2014 the balance is credited
back to 120 days.
Employee B July 1, 2013, sick leave balance is 120 days. Because employee is at maximum
balance of 120 days, no additional days are allocated. Employee used 12 sick
days, the June 30, 2014 balance is 108. On July 1, 2014 balance is credited with
10 days, resulting in a balance of 118 days.
Employee C July 1, 2013, sick leave balance is 80 days. Because employee is at a maximum
balance of 80 days, no additional days are allocated. Employee used 9 sick
days, the June 30, 2014 balance is 71. On July 1, 2014 the balance is credited
back to 80 days.
24
8.4 Sick Leave and Long-Term Disability
In the event an employee becomes eligible for benefits under the District’s long-term disability
insurance program, the employee will not accumulate paid sick leave time while receiving long-
term disability.
8.5 Overused Sick Leave
If an employee were to leave the school system prior to the completion of the year and had used
all sick leave, a sum equal to the sick leave days not earned would be deducted from the remaining
pay. The deduction (if necessary) would be calculated based on the percent difference between
actual work time to scheduled work time. Ex. If an employee was scheduled for 180 days but only
worked 140 days and left employment, the employee would have earned 80% of the sick time
annual allocation, or 8 days.
8.6 Reporting Procedure – Doctor’s Certificate
If at all possible, each employee shall be required to inform his/her supervisor prior to his/her
normal daily starting time of his/her need to be absent for one of the reasons previously stated in
Sick Leave Use. Whenever the supervisor deems such verification appropriate, the employee will
be required to furnish the District with a certificate of illness signed by a licensed physician, a
nurse practitioner, or other appropriate professional upon prior approval by the supervisor. Such
certificate should include a statement releasing the employee to return to work and a statement as
to whether any limitations or restrictions are placed upon the work which may be performed.
Nothing in this section shall be interpreted as limiting the District’s ability to discipline or
discharge employees for excessive absenteeism.
8.7 Part-Time Employee
Part-time employees will receive sick leave on a pro-rated basis based upon the number of hours
they are scheduled to work. The pro-rated amount shall be based on the assumption that a full-time
school year employee is contracted for one hundred eighty-seven (187) days per year or one
thousand four hundred ninety-six (1,496) hours.
SECTION 9
JURY DUTY LEAVES
9.1 Jury Duty Leave
Subject to the provision on “Payment for Time Out on Jury Duty”, a non-accumulative paid leave
for as much time as is required will be provided to an employee to serve on a jury for which he or
she is summoned by the court when such duty occurs during the employee’s work hours. No paid
25
leave will be provided for jury duty that occurs outside of the employee’s regular work hours or
work days.
9.2 Employee Notice
An employee must notify his or her immediate supervisor as soon as notice of jury duty is received.
The employee is expected to contact his or her immediate supervisor immediately upon
termination of jury duty or when temporarily relieved of jury duty.
9.3 Payment for Time Out on Jury Duty
An employee who is unable to report for work because of jury duty will be paid the regular hours
he or she is scheduled to work. The employee will surrender the check received from serving on
the jury to the District Administrator and/or his/her designee in order to not suffer any loss of
benefits that would be accrued during this time (i.e. sick leave, health insurance, vacation, etc.) or
loss of any salary adjustment to which the employee is entitled. The time required for any
employee to serve on jury duty will not be deducted from sick leave or PTO time the employee
has earned or will earn in the future.
SECTION 10
PAID TIME OFF
10.1 PTO Provided
Employees shall be entitled to sixteen (16) hours of Paid Time Off (PTO) in each employment
year. PTO cannot accumulate from one contract year to the next (or be carried over).
10.2 PTO Day Restrictions
A PTO day will not be granted during the first or last week of a semester, on a parent-teacher
conference day, school open house, or on an in-service day. At the discretion of the District
Administrator or his/her designee, PTO during these periods may be approved for personal
business that cannot be rescheduled for a different time.
10.3 Approval of PTO and the Total Number of Employees on PTO
A request in writing to the building Administrator shall be made as far in advance as possible,
normally not less than five (5) days. Emergencies may delay the submitting of the written statement
until the employee returns to work. The building Administrator has the right to approve or
disapprove all requests.
No more than the following number of employees in any one building may take personal leave on
the same day:
26
Elementary Schools – two (2) per day per building
Middle School – three (3) per day
High School – five (5) per day
10.4 Part-Time Employees
Part-time employees will receive PTO on a pro-rated basis based upon the number of hours they
are scheduled to work. The pro-rated amount shall be based on the assumption that a full-time
school year employee is contracted for one thousand four hundred and ninety-six (1,496) hours
per year.
10.5 PTO Increments
PTO may be allowed in increments of one (1) hour.
SECTION 11
UNPAID LEAVE
Employees wishing to request unpaid leave must submit a request using the District’s designated
absence reporting software and include the reason they wish to be absent from work. This request
should be made at least four (4) weeks in advance of the leave to the District Administrator or
his/her designee. Employees requesting unpaid leave must use any available PTO prior to or as a
part of the leave request.
SECTION 12
UNIFORMED SERVICES LEAVE
12.1 Uniformed Services Leave of Absence
Employees performing duty, whether on a voluntary or involuntary basis, in a uniformed service
shall be granted a leave of absence without pay in accordance with the provisions of federal and
state law.
The “uniformed services” consist of the following [20 CFR § 1002.5(o)]:
A. Army, Navy, Marine Corps, Air Force and Coast Guard
B. Army Reserve, Naval Reserve, Marine Corps Reserve, Air Force Reserve and Coast Guard
Reserve
C. Army National Guard and Air National Guard
D. Commissioned Corps of the Public Health Service
27
E. Any other category of persons designated by the President in time of war or emergency.
12.2 Seniority/Length of Service During Uniformed Services Leave
Employees shall continue to accrue length of service for wage/salary increments, if applicable, and
all other purposes where length of service is a factor. The employee’s absence shall not be
construed as a break in service for any purpose.
Reemployment rights extend to persons who have been absent from a position of employment
because of “service in the uniformed services”. “Service in the uniformed services” means the
performance of duty on a voluntary or involuntary basis in a uniformed service, including:
A. Active duty and active duty for training.
B. Initial active duty for training.
C. Inactive duty training.
D. Full-time National Guard duty.
E. Duty performed by intermittent employees of the National Disaster Medical System
(NDMS), which is part of the Department of Health and Human Services, when activated
for a public health emergency, and approved training to prepare for such service (added by
Pub. L. 107-188, June 2002). See 42 U.S.C. § 300hh-11(d).
12.3 Notification for Uniformed Services Leave
When time permits, the notification for a reserve military leave should be as far in advance as
possible so the employer can adequately plan for the absence. Whenever possible, the notification
should be accompanied by a copy of the reservist’s military orders. The notification shall be
submitted to the District Administrator or his/her designee.
SECTION 13
FAMILY AND MEDICAL LEAVE
The Elkhorn Area School District complies with the provisions of the Federal and State Family
and Medical Leave laws. Employees may be eligible for family and medical leave under the
Federal Family and Medical Leave Act of 1993 (“FMLA”), the Wisconsin Family and Medical
Leave Act (“WFMLA”), or both. There are different eligibility requirements for these laws,
different rights under the laws, and different procedural requirements for employees to follow. The
purpose of this section is to briefly describe some of the employees’ rights and responsibilities
under these laws; however, this section does not, nor is it intended to, spell out every right and
28
responsibility under the two laws. If an employee has any questions or desires additional
information, the employee should contact the Human Resources Department.
Generally, an employee is eligible for leave under the FMLA Act after he/she has been employed
by the School District for a total of at least 12 months (not necessarily consecutive); and has
worked at least 1,250 hours during the previous 12 months. Paid time off does not count toward
the “1,250 hours worked” requirement.
Generally, an employee is eligible for leave under the WFMLA after he/she has been employed
by the School District for more than 52 consecutive weeks; and has worked at least 1,000 hours
during the preceding 52 week period. Paid time off does count toward the WFMLA “1000 hours”
requirement.
SECTION 14
BENEFITS
14.1 Cafeteria Plan/Flexible Spending Account
The District shall establish and maintain a cafeteria plan within the meaning of Section 125 of the
Internal Revenue Code of 1986 to allow all employees, and certain former employees, the
opportunity to participate in any, or all, of the following accounts:
Account A: Group Medical Premiums
Account B: Health Care FSA
Account C: Dependent Care FSA
Account D: Individual Premium Account
Employees may elect through the cafeteria plan either to be provided with the District’s health
insurance coverage as described in this section or to receive additional payment of cash
compensation, with the total of such payments equal to $300.00 per month. Employees selecting
the option for cash compensation will receive $300.00 per month, divided and distributed equally
in each of the employee’s paychecks per year.
To the extent consistent with the cafeteria plan rules under Internal Revenue Code Section 125
regarding changes in family status and other coverage changes, employees who choose the
additional payments of cash compensation described above shall be able to enroll in the District’s
health plan at a later date pursuant to the carrier’s late enrollment terms, timelines, and conditions
of reentry.
It shall be the responsibility of the employee to pay the employee’s portion of state and federal
employment taxes which may be imposed upon any additional cash payments paid to the employee
under the cafeteria plan, including, by way of illustrations and not limitation, FICA taxes.
Un-reimbursed medical, vision and dental expenses may be paid through the cafeteria plan. Such
amounts are limited to a maximum of $2,500 per year.
29
Expenses incurred for dependent care may be paid through the cafeteria plan. Such amounts are
limited to $2,500 if IRS filing status is single or $5,000 if IRS filing status is joint.
A. Eligibility Dates for Cafeteria Plan:
1. New Employees are eligible for Cafeteria Plan benefits on the first day of the
employee’s active service.
2. Current Employees may enroll in the Cafeteria Plan annually by submitting their
request in writing each year prior to the cafeteria plan’s definition of the beginning date
for a plan year.
3. Mid-Year-Plan Change from insurance to cash or vice-versa is not permitted, unless
the change is consistent with the cafeteria plan rules under Section 125 of the Internal
Revenue Code.
14.2 Health Insurance
The Board shall provide health insurance to eligible employees. The insurance carrier(s),
program(s), and coverages will be selected and determined by the Board.
A. Eligibility:
1. Minimum Hours for Any Board Contribution: An employee whose individual contract
has an assignment of at least seventy-five percent (75%) of full-time equivalency is
eligible to participate in the District’s health insurance. Full time equivalency is defined
as one thousand four hundred ninety-six (1,496) hours. Hours worked beyond those set
forth in the letter of assignment shall not be used to determine insurance eligibility or
insurance contributions.
2. Pro-ration of District Contributions: An employee whose individual contract has an
assignment of at least seventy-five percent (75%) of a full-time equivalency, but less
than a full-time one hundred percent (100%) assignment, shall have the District’s
contribution prorated, consistent with the employee’s percentage of employment.
B. Commencement and Termination of Benefits: Coverage will commence on the employee’s
first day of employment. The insurance benefits described in this Handbook and on the
individual letter of assignment shall cease at the end of the month the employee’s
resignation or termination becomes effective.
C. Premium Contributions:
1. For full-time employees who are eligible for and select coverage, the District shall pay
no more than the monthly established district portion of the monthly premium of the
30
lowest cost health insurance plan selected by the employee. Employees shall be
responsible for the remaining portion of the premium.
2. Wellness Engagement Criteria: The District encourages all employees to participate in
the established wellness program. Those employees who meet the established wellness
criteria may receive an increased District contribution towards health insurance. For
more information on the wellness engagement criteria please refer to the EASD website
under Business & Employee Services, Health Insurance Information.
14.3 Dental Insurance
The Board shall provide dental insurance to eligible employees. The insurance carrier(s),
program(s), and coverages will be selected and determined by the Board.
A. Eligibility:
1. Minimum Hours for Any Board Contribution: An employee whose individual contract
has an assignment of at least fifty percent (50%) of full-time equivalency is eligible to
participate in the District’s dental insurance. Full time equivalency is defined as one
thousand four hundred ninety-six (1,496) hours. Hours worked beyond those set forth
in the letter of assignment shall not be used to determine insurance eligibility or
insurance contributions.
2. Pro-ration of District Contributions: An employee whose individual contract has an
assignment of at least fifty percent (50%) of a full-time equivalency, but less than a
full-time one hundred percent (100%) assignment, shall have the District’s contribution
prorated, consistent with the employee’s percentage of employment.
B. Commencement and Termination of Benefits: Coverage will commence on the employee’s
first day of employment. The insurance benefits described in this Handbook and on the
individual letter of assignment shall cease at the end of the month the employee’s
resignation or termination becomes effective.
C. Premium Contributions:
The District shall pay one hundred percent (100%) of the monthly dental insurance
premium.
14.4 Life Insurance
The Board shall provide life insurance to eligible employees. The insurance carrier(s), program(s),
and coverages will be selected and determined by the Board.
A. Eligibility:
31
1. Minimum Hours for Any Board Contribution: An employee whose individual contract
has an assignment of at least fifty percent (50%) of full-time equivalency is eligible to
participate in the District’s life insurance. Full time equivalency is defined as one
thousand four hundred ninety-six (1,496) hours. Hours worked beyond those set forth
in the letter of assignment shall not be used to determine insurance eligibility or
insurance contributions.
B. Commencement and Termination of Benefits: Coverage will commence on the employee’s
first day of employment. The insurance benefits described in this Handbook and on the
individual letter of assignment shall cease at the end of the month the employee’s
resignation or termination becomes effective.
C. Premium Contributions: The District shall pay one hundred percent (100%) of the monthly
life insurance premium.
14.5 Long Term Disability
The Board shall provide long term disability insurance to eligible employees. The insurance
carrier(s), program(s), and coverages will be selected and determined by the Board.
A. Eligibility:
1. Minimum Hours for Any Board Contribution: An employee whose individual contract
has an assignment of at least fifty percent (50%) of full-time equivalency is eligible to
participate in the District’s long term disability insurance. Full time equivalency is
defined as one thousand four hundred ninety-six (1,496) hours. Hours worked beyond
those set forth in the letter of assignment shall not be used to determine insurance
eligibility or insurance contributions.
B. Commencement and Termination of Benefits: Coverage will commence on the employee’s
first day of employment. The insurance benefits described in this Handbook and on the
individual letter of assignment shall cease at the end of the month the employee’s
resignation or termination becomes effective.
C. Premium Contributions:
The District shall pay one hundred percent (100%) of the monthly long term disability
insurance premium.
14.6 General Insurance Provisions
A. Any employee who does not wish to participate in any of the insurance plans, other than
Health, will not receive additional compensation or other benefits in lieu of above
insurance coverages.
32
B. An employee whose spouse is a District employee and is also covered by a family health
or dental insurance plan through the District, has the option to have the Board pay the
premium for either two (2) single policies or one (1) family policy, but not two (2) family
policies, employee plus 1 policy or a single policy and a family policy or any other
combination resulting in duplicate coverage while both are active employees of the District.
C. Employer health and dental contributions for part-time employees shall be prorated (i.e.,
an employee with a 60% contract receives a 60% health and dental employer contribution).
D. Those employees terminating employment during the teaching days of the full contract
year shall cease to receive these benefits on the last day of the month following the effective
date of termination, subject to their statutory rights of continuation and conversion.
14.7 Wisconsin Retirement System (WRS) Contributions
The Board will pay the employer’s share to the WRS.
14.8 Cobra Law Continuation of District Health Plan Participation
The District, pursuant to the Federal Consolidated Omnibus Budget Reconciliation Act (COBRA)
and state law, offers employees the opportunity to remain on the District’s health and dental
insurance plan at the group rate in certain instances where coverage under the plan would otherwise
end. For additional information regarding COBRA, contact the Business Office.
14.9 Voluntary Employee Benefits
A. Short-Term Disability Insurance
1. Eligibility: An active employee of the Elkhorn Area School District who has an
assignment of at least fifty-percent (50%) of full-time equivalency is eligible to
participate in the District’s short-term disability insurance. Full time equivalency
is defined as one thousand four hundred ninety-six (1,496) hours. Hours worked
beyond those set forth in the letter of assignment shall not be used to determine
insurance eligibility or insurance contributions.
2. Commencement and Termination of Benefits: Coverage will commence on the
employee’s first day of employment. The insurance benefits described in this
Handbook and on the individual letter of assignment shall cease at the end of the
month the employee’s resignation or termination becomes effective.
3. Premium Contributions: The employee shall pay one hundred percent (100%) of
the monthly short-term disability insurance premium.
33
B. Vision Insurance
1. Eligibility: An active employee of the Elkhorn Area School District who has an
assignment of at least fifty-percent (50%) of full-time equivalency is eligible to
participate in the District’s short-term disability insurance. Full time equivalency
is defined as one thousand four hundred ninety-six (1,496) hours. Hours worked
beyond those set forth in the letter of assignment shall not be used to determine
insurance eligibility or insurance contributions.
2. Commencement and Termination of Benefits: Coverage will commence on the
employee’s first day of employment. The insurance benefits described in this
Handbook and on the individual letter of assignment shall cease at the end of the
month the employee’s resignation or termination becomes effective.
3. Premium Contributions: The employee shall pay one hundred percent (100%) of
the monthly short-term disability insurance premium.
SECTION 15
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
discharge.
SECTION 16
DISCIPLINE, TERMINATION AND NONRENEWAL
16.1 Standard for Nonrenewal for Teachers
A teacher may be non-renewed for any reason so long as it is not for an unlawful reason.
16.2 Standard for Discipline
A teacher may be disciplined at any time and for any reason so long as it is not for an unlawful
reason.
16.3 Standard for Termination
A teacher may be discharged at any time and for a good and sufficient cause, which shall be defined
to include, but not be limited to, incompetence or substantial negligence in the performance of job
duties or obligation; failure or refusal to perform job duties or obligations; a material violation of
state or federal law; violation of Board policies or the employee's job description; dishonest,
immoral, fraudulent or criminal conduct or any similar conduct.
34
16.4 Representation
In the event any employee is required to attend a meeting with a representative(s) of the District
for the purpose of investigating what the employee reasonably believes are circumstances which
may lead to discipline or discharge of the employee, the employee may request representation. In
the event the employee requests representation, the meeting may be delayed, at the discretion of
the District, until representation is obtained. Nothing in this provision prevents the District from
immediately removing an employee from the workplace if doing so is deemed advisable by the
District. SECTION 17
PROFESSIONAL HOURS/WORKDAY
17.1 Normal Hours of Work
Although professionals’ work is not limited to any specified number of hours or days per week,
the “normal” hours during which full-time employees are expected to be at school are considered
to be eight (8) hours per day Monday through Friday including a duty-free thirty (30) minute lunch
period. The actual workday for each building and program, e.g. After School Program shall be
established by the Board. If a teacher is contracted during his/her duty free lunch period, he/she
will be compensated.
17.2 Administratively Called Meetings
Faculty meetings, departmental meetings, grade level meetings, and meetings with small groups
of individual teachers shall be held at the discretion of Administration. When meetings are called
on very short notice, all teachers shall attend except those with previously scheduled commitments
during duty hours; absent teachers are obligated to become informed as to the content of the
meeting. The faculty will stay until the meeting is over.
17.3 Consultation with Parents
Each teacher shall consult with parents so that parents recognize the important role they play in
shaping the attitudes of their children and assume greater responsibility for the performance of
their children and for the excellence of our schools. Such consultation may be in the form of phone
contacts, home visitations, progress reports, in-person appointments, Skyward Family Access etc.,
in addition to the scheduled parent/teacher conferences.
17.4 Emergency School Closures
When schools are closed because of inclement weather, attendance will not be required. These
days will not be made up, unless required by state law. Teachers will not incur any loss of pay on
these days. Days that must be made up to meet state requirements shall be determined by the
Board. In the event that school is closed while in session, teachers shall be released within (30)
thirty-minutes after the students have been appropriately cared for.
35
17.5 School Calendar
The school calendar shall be determined by the Board. The calendar shall consist of one hundred
and eighty-seven (187) days. The determination of the structure of the days, e.g. instructional, in-
service, workdays, etc., shall be at the discretion of the Board.
SECTION 18
PROFESSIONAL GROWTH
18.1 Professional Reimbursement Program
A. Highly qualified staff is a top priority for the Elkhorn Area School District. Employees will
receive tuition reimbursement in accordance with the following procedure and criteria:
1. Prior to the commencement of the course, the employee shall submit an application to
the Director of Instruction for approval. The approval/denial shall be returned to the
employee within ten days after receipt.
2. All courses must be in one of the following areas:
a. Courses required for the attainment of an advanced degree in the employee’s
major field; or
b. Courses in the area in which the employee is contracted to teach; or
c. School of Education courses.
d. If a course is not approved, an employee may appeal the decision to a committee
composed of:
District Administrator,
The employee’s Department Chair and Team Leader; and
A School Board Member.
The committee’s decision shall be binding on all parties and shall not be subject to
the grievance and arbitration procedure set forth in this handbook. The District shall
provide a written rationale for the denial of any education course to the affected
employee within ten (10) school days after receipt by the Administrator of a request
for such rationale.
3. Courses taken at the request of the District are automatically approved.
4. A copy of the employee’s grade slip shall be forwarded to the District within thirty (30)
days of course completion with a receipt of paid tuition.
36
5. Tuition Reimbursement
a. Employees will receive reimbursement for courses successfully completed with
a grade of B or better at the rate of 50% or $450.00 (whichever is less) of the
in-state tuition for undergraduate courses based on the state tuition charges at
the University of Wisconsin-Whitewater.
b. Employees will receive reimbursement for courses successfully completed with
a grade of B or better at the rate of 50% or $700.00 (whichever is less) of the
in-state tuition for graduate courses based on the state tuition charges at the
University of Wisconsin-Whitewater.
c. If the course cost is lower than the amount stated in paragraph (b), above, the
District shall pay only 50% of the cost of the course. Course costs are defined
as tuition costs and other required and documented fees, and are limited to
tuition costs, classroom rental, software, and field trips. This is not to include
mileage, meals or books.
d. During the first three years of employment with the District, employees, in
accordance with paragraph (b) above shall be limited to reimbursement for a
maximum of three (3) credits per contract year.
After the first three years of employment with the District, employees shall be
limited to a maximum reimbursement of nine (9) credits in any one fiscal year.
If an employee chooses to take more than nine (9) credits in any one fiscal year,
those credits will not be eligible for credit reimbursement.
e. Except as otherwise restricted under this paragraph, tuition reimbursement
under this paragraph shall be prorated for employees working less than full-
time.
6. Payment for the above shall be made within forty-five (45) days of the certification and
submission of forms to the District office provided that the employee continues as an
employee of the District through the end of the school term.
37
SECTION 19
TEACHER ASSIGNMENTS AND VACANCIES
19.1 Teacher Assignments and Vacancies
A. Assignments
1. The District shall be responsible for the teaching assignments for all teachers under its
supervision.
2. Teachers may express in writing preference for a change in their assignments. Such
requests are to be submitted at least three (3) months prior to the end of the preceding
semester for which the request is being made.
B. Vacancies: Whenever the District determines that a teacher, social worker or psychologist
vacancy exists, interested teachers, social workers, or psychologists may inform the School
District in writing of their interest in the job. E-mail notification shall be considered
sufficient written notice for interest in the vacancy.
19.2 Summer School Assignments
All current teachers in the District may apply for summer school positions in the same manner as
non-District teachers.
SECTION 20
ATHLETIC AND ACTIVITY ASSIGNMENTS
20.1 Letter of Assignment
Employees shall assume responsibility for the supervision of the extra-curricular activities that are
included in their letters of assignment. Such activities shall be governed according to the following
guidelines:
A. Activity assignments will be offered to the individual who, in the sole discretion of the
District, is the most qualified applicant. However, under no circumstances shall a Board
member work as a coach, assistant coach, advisor, or assistant advisor to an extra-curricular
activity (on either a paid or a volunteer basis).
B. The stipend for extra-curricular activities shall be specified in the letter of assignment.
C. The letter of assignment shall not be deemed a contract, and individuals holding extra-
curricular positions are at-will employees.
38
20.2 Payments
Payments for extra-curricular activities shall be made in accordance with District payroll
procedures. (See Section 5, Pay Periods)
20.3 Work Schedule
Extra-curricular assignments may occasionally occur during part of an employee’s regular
workday in his/her other position(s) with the District (e.g., as a teacher). In such cases, the
employee shall consult with the supervisor of his/her regular assignment to determine the
appropriate course of action. In the supervisor’s sole discretion, the employee may be (1) required
to work a flexible schedule to make up time lost during his/her regular workday; (2) relieved from
the requirement to make up the time lost; (3) required to re-schedule the extra-curricular activity;
or (4) required to take any other action that the supervisor deems reasonable.
20.4 Evaluation of Extra-Curricular Assignments
Individuals holding extra-curricular assignments shall be evaluated yearly by the Athletic Director
and school Principal. When determining the manner and frequency of evaluations, the supervisor
may take into account such factors as (1) the individual’s experience with the particular activity;
(2) input received from participants, parents, and other stakeholders; (3) the extent to which an
individual needs additional guidance or oversight; and (4) any other consideration that a
supervisor, in his/or reasonable discretion, deems appropriate.
20.5 Volunteers
Upon approval from the School Board, an individual may serve as a volunteer coach/advisor for
an extra-curricular activity. The following guidelines apply to volunteers:
A. They will not be eligible for salary/wages, stipend, or benefits;
B. They will be covered by the District’s general liability insurance policy while acting as a
volunteer coach for the District. However, there is no coverage under the District’s liability
insurance policy for claims made against volunteers by other volunteers or District
employees;
C. They will be responsible for their own personal injuries (i.e., ineligible for worker’s
compensation);
D. They must consent to a background check and agree to have a tuberculin skin (TB) test;
E. They must follow all District activity and athletic policies and procedures and other District
policies as applicable;
39
F. They accept direct and indirect supervision of the head coach; and,
G. They may be dismissed at any time without cause.
SECTION 21
REDUCTION IN FORCE, POSITIONS & HOURS
21.1 Reasons for Reduction in Force
In the event the Board determines to reduce the number of full-time positions, or reduce the number
of hours in any full-time position, it shall do so in accordance with state statutes. The District may
utilize the following criteria for selecting the employee for reduction:
Educational Needs of the District: Will be those needs as identified and determined by
the Board through normal channels in accord with its constituted authority.
Qualifications as Established by the Board: Including, but not limited to specific skills,
certification [if applicable], training, District evaluations, etc.
Qualifications of the Remaining Employees in the Department or Certification Area:
Relevant qualifications will be those experiences and training that best relate to the
position(s) to be maintained and District needs as determined by the Board. These
experiences shall include but not be limited to current and past assignment and practical
experience in the area of need.
Performance: Performance of the employees as previously and currently evaluated.
40
SECTION 22
COMPENSATION SYSTEM
Lane 1 Lane 2 Lane 3 Lane 4
Row Provisional
License
Lifetime License Lifetime License w/
Master’s Degree or 12
years at EASD
6 Additional
Years at EASD
A $40,000 $45,000 $55,000 $63,000
B $40,700 $45,700 $55,800 $63,900
C $41,400 $46,400 $56,600 $64,800
D $42,100 $47,100 $57,400 $65,700
E $42,800 $47,800 $58,200 $66,600
F $43,500 $48,500 $59,000 $67,500
G $44,200 $49,200 $59,800 $68,400
H $44,900 $49,900 $60,600 $69,300
I $45,600 $50,600 $61,400 $70,200
J $46,300 $51,300 $62,200 $71,100
K $52,000 $63,000 $72,000
L $52,700 $63,800 $72,900
M $53,400 $64,600 $73,800
N $54,100 $65,400 $74,700
O $54,800 $66,200 $75,600
P $55,500 $67,000
Q $56,200 $67,800
R $56,900 $68,600
SECTION 23
SUPPLEMENTAL PAY
23.1 Supplemental Pay
A. Overload Pay: Teachers assigned to teach an overload shall be compensated $3,000 per .5
credit class or the equivalent.
B. Pay for Period Substituting: Teachers will be paid $10.00 per 15 to 39 minute period,
$13.00 per 40 minute period, and $18.00 per 70 minute period, for substituting
assignments. No more than three such assignments per semester, per teacher, may be made
without the teacher’s permission. Payment shall be made with semi-monthly payment.
C. Pay for Lunch/Noon Duty: Teachers will be paid $11.00 per 15 to 39 minute period when
asked to give up duty free lunch period to assume supervisory or teaching duties. Payment
shall be made monthly.
41
D. Contract Work Beyond School Year and Day: Guidance Counselors and School
Psychologists who are assigned by the administration to do their professional contract work
beyond the school day and/or school year shall be paid $23.00 per contract hour.
E. Summer School Pay: Teachers who are assigned to teach summer school shall be paid
$21.50 per contract hour.
F. Professional Development/Curriculum Writing Stipends: The district reserves the right to
offer stipends to staff members for their participation in professional development activities
and/or curriculum updating opportunities. These stipends must be approved by the District
Administrator or designee. The district shall pay $21.29 per hour if preparation work is
required, $18.00 per hour for curriculum writing and translation work, and $15.00 per hour
for training that requires no preparation and no credit.
G. Payment for Special Jobs at Athletic Events: Teachers will be paid $27.00 per assignment
(at interscholastic events; ticket handling, bus chaperoning, scoring, timing, and crowd
supervision and at non-athletic events including, for sake of example, chaperoning at
dances, homecoming, prom, musical or drama events). Any assignment requiring morning
and afternoon or afternoon and evening work from four (4) hours up to eight (8) hours shall
be paid $51.00 per event. Any assignment requiring morning and afternoon or afternoon
and evening work amounting to eight (8) or more hours shall be paid $73.00 per event.
Payment for these assignments shall be made monthly. The Board may employ persons
other than employees for the jobs listed at rates agreeable to the Board and the persons so
employed. The District reserves the right to assign teachers to the duties set forth in Section
H in the event a sufficient number of teachers do not volunteer. Those assignments shall
be restricted to the building in which the event takes place.
H. Payment for Employee Travel: Employees will be reimbursed mileage for personal
automobile use at the rate per mile allowed by the IRS as a business expense deduction
when a school vehicle is not provided for authorized automobile travel approved in advance
by both the principal and District Administrator. Teachers may apply for and may be
granted paid professional leaves with no payment of travel expenses.
I. Payment for Bus Supervision: Teachers may be assigned to bus supervision at the
elementary schools, middle school and/or high school. The reimbursement rate will be
$4.00 per day. Payment shall be made monthly.
J. Payment for Mentors: Mentors who work with experienced teachers in the District shall
receive $575 as compensation at the end of the school year. Mentors who work with Initial
Educators shall receive $767 as compensation at the end of the school year. Presenters at
training meetings will receive $25 per meeting.
K. Auditorium Manager Pay: Professional staff assigned to manage the auditorium shall
receive $21.29 per hour.
42
23.2 Extra Duty
Experience
1-3 Years 4-6 Years 7 & Up
4K Program Coordinator $1,876.00 $2,189.00 $2,501.00
Band Directors – MS/HS $1,094.00 $1,407.00 $1,720.00
Interact Club $1,094.00 $1,407.00 $1,720.00
District Wide Chemical
Hygiene Officer $5,000.00
Broadcasting Club – HS $1,016.00 $1,329.00 $1,641.00
Class Advisors 9 & 10 $625.00 $938.00 $1,251.00 duties & stipend shared by two people
Tech Ninjas - HS $1,016.00 $1,329.00 $1,641.00
Environmental Club - MS & HS $625.00 $938.00 $1,251.00 duties & stipend shared by two people
E-Tec Supervisor – MS $1,407.00 $1,720.00 $2,032.00
E-Tec Assist. Lego League - MS $750.00 $750.00 $750.00
E-Tec Assist. Gateway Challenge
- MS $750.00 $750.00 $750.00
E-Tec Supervisor - HS $1,407.00 $1,720.00 $2,032.00
E-Tec Woods – HS $750.00 $850.00 $1,000.00
E-Tec Robotics - HS $750.00 $850.00 $1,000.00
E-Sports – HS $1,600.00 $1,600.00 $1,600.00
Foreign Language Advisors - HS $625.00 $938.00 $1,251.00
Forensics Assistant - MS & HS $938.00 $1,251.00 $1,563.00
G/T Building Representatives $938.00 $1,251.00 $1,563.00
one position to be split among all teachers
holding the position
Forensics Head Coach - MS $1,251.00 $1,563.00 $1,876.00
Forensics Head Coach - HS $1,407.00 $1,720.00 $2,032.00
Intramurals $782.00 $1,094.00 $1,407.00
Auto Club Advisor - HS $5,000
DECA Advisor $5,000
FCCLA $5,000
HOSA $5,000
HOSA Assistant $2,000
FFA $5,000
Fall Musical Director $3,500
Fall Musical Director Assistant – Music $2,000
Fall Musical Director Assistant – Orchestra $2,000
Fall Musical Director Assistant – Technical $2,000
Spring Musical Director $3,500
Spring Musical Director Assistant – Music $2,000
Spring Musical Director Assistant – Orchestra $2,000
Spring Musical Director Assistant – Technical $2,000
43
Junior Class Advisor $938.00 $1,251.00 $1,563.00
Link Crew $938.00 $1,251.00 $1,563.00
Maker Faire Coordinator $1,000.00 $1,000.00 $1,000.00
Memory Book Advisor -
Elementary $938.00 $1,251.00 $1,563.00
Memory Book Advisor - MS $938.00 $1,251.00 $1,563.00
MS Leadership Coordinator $625.00 $938.00 $1,251.00
National Honor Society Advisor -
HS $625.00 $938.00 $1,251.00
National Junior Honor Society
Advisor – MS $625.00 $625.00 $625.00
Power Fluid Challenge – MS $1,000.00 $1,000.00 $1,000.00
Safety Patrol $703.00 $1,016.00 $1,329.00
Senior Class Advisor $938.00 $1,251.00 $1,563.00
Skills USA $1,094.00 $1,407.00 $1,720.00
STEM Club Advisor- MS $2,032.00 $2,032.00 $2,032.00
Student Council - Elementary $703.00 $1,016.00 $1,329.00
Student Council - MS $1,407.00 $1,720.00 $2,032.00
Student Support Group - Open
Minds Open Doors $625.00 $938.00 $1,251.00
Vocal Director – MS/HS $938.00 $1,251.00 $1,563.00
WEB (Where Everyone Belongs) $938.00 $1,251.00 $1,563.00
Weight Room Supervisor $10.00 per hour as needed
Year Book Advisor - HS $2,345.00 $2,658.00 $2,970.00
BUILDING LEADERSHIP POSITIONS
Experience
Extra Duty Assignment 1-3 yrs 4-6 yrs 7 & up
Middle School Core Curriculum Leader $625 $938 $1,251
K-5 Elementary Specialist Leaders (Art, PE, Library, Music, Guidance) $938 $1,251 $1,563
Elementary Grade Level / Special Education Team Leader $938 $1,251 $1,563
Middle School Team Leader (including Special Education) $938 $1,251 $1,563
High School Department Chairperson $1,251 $1,876 $2,501
K-5 Project Lead the Way Site Resource Coordinator $625 $938 $1,251
K-5 AVID Site Coordinator $625 $938 $1,251
6-12 AVID Site Coordinator *only payable if coordinator does not have a prep period
$2,500*
44
Athletic Directors
Experience
1-3 Years 4-6 Years 7 & Up
High School AD $6,879.00 $7,191.00 $7,504.00
Middle School AD $3,814.00 $3,814.00 $3,814.00
High School Head Coaches
Baseball $4,500.00
Basketball - Boys $5,000.00
Basketball - Girls $5,000.00
Cheer - Fall $3,000.00
Cheer - Winter $3,500.00
Cross Country $4,000.00
Football $5,000.00
Golf - Boys $3,500.00
Golf - Girls $3,500.00
Gymnastics $4,500.00
Soccer - Boys $4,600.00
Soccer – Girls $4,600.00
Softball $4,500.00
Swim - Boys $4,500.00
Swim - Girls $4,500.00
Tennis - Boys $3,500.00
Tennis - Girls $3,500.00
Track $4,500.00
Volleyball $4,000.00
Wrestling $5,000.00
45
High School Assistant Coaches
Experience
Years 1-6 Years 7+
Baseball $1,876.00 $2,189.00
Basketball - Boys $2,970.00 $3,283.00
Basketball - Girls $2,970.00 $3,283.00
Cheer $1,876.00 $2,189.00
Cross Country $1,876.00 $2,189.00
Football $2,970.00 $3,283.00
Golf - Boys $1,876.00 $2,189.00
Golf - Girls $1,876.00 $2,189.00
Gymnastics $2,970.00 $3,283.00
Soccer - Boys $2,345.00 $2,658.00
Soccer – Girls $2,345.00 $2,658.00
Softball $1,876.00 $2,189.00
Swim - Boys $1,876.00 $2,189.00
Swim - Girls $1,876.00 $2,189.00
Tennis - Boys $1,876.00 $2,189.00
Tennis - Girls $1,876.00 $2,189.00
Track $2,345.00 $2,658.00
Volleyball $2,345.00 $2,658.00
Wrestling $2,970.00 $3,283.00
Middle School Assistant Coaches
Experience
Years 1-6 Years 7+
Basketball - Boys $1,720.00 $2,032.00
Basketball - Girls $1,720.00 $2,032.00
Cross Country $1,563.00 $1,876.00
Football $1,720.00 $2,032.00
Football Coordinator $1,720.00 $2,032.00
Gymnastics $1,563.00 $1,876.00
Track $1,563.00 $1,876.00
46
Volleyball $1,720.00 $2,032.00
Wrestling $1,563.00 $1,876.00
23.3 Substitute Teacher Pay
1. Substitute teachers shall be paid at the rate of $110.00 per day, $65.00 per half day for
substitute teaching.
2. When it becomes necessary for substitute teachers to be employed for more than ten (10)
consecutive days for one specific teacher, the substitute will be paid $110.00 per day for the
first ten days and after ten days the salary will be $185.00 per day for the remaining
consecutive days in the assignment. In addition, long term substitutes (over ten (10)
consecutive days) will receive one (1) day of sick leave per month accumulative during that
long term position.
SECTION 24
RETIREMENT BENEFITS
Retirement Benefit. Employees of the District may, subject to Board approval, be eligible
for one of the two following retirement benefits, but not both, based on years of service with
the District as of July 1, 2013.
A. 15 Years of Service as of July 1, 2013. Employees of the District who have 15 years
or more of consecutive service with the District as of July 1, 2013, may be eligible
for the following retirement benefit, subject to Board approval. Employees may
accumulate years of service in multiple job categories and all such years of
consecutive service shall be added together to determine eligibility. A year of service
shall not count toward the 15 year eligibility requirement if during that year of service
the employee was on leave, paid or unpaid, for more than one-half of the year of
service. A leave, paid or unpaid, shall not by itself result in a break of consecutive
service. In calculating the total years of service, a complete school year of service
shall count the same as a 12 month full-time year of service.
1. Retirement at age 62 or older. Employees satisfying the eligibility requirement
above who retire for WRS purposes and are age sixty-two (62) or older as of
September 1 following the successful completion of the employee’s final school
year with the District shall be eligible for a health insurance credit of $60,000.
2. Retirement at age 61. Employees satisfying the eligibility requirement above who
retire for WRS purposes and are age sixty-one (61) or older as of September 1
following the successful completion of the employee’s final school year with the
District shall be eligible for a health insurance credit of $55,000.
3. Retirement at age 60. Employees satisfying the eligibility requirement above who
47
retire for WRS purposes and are age sixty (60) or older as of September 1 following
the successful completion of the employee’s final school year with the shall be
eligible for a health insurance credit of $50,000.
4. Retirement at age 59. Employees satisfying the eligibility requirement above who
retire for WRS purposes and are age fifty-nine (59) or older as of September 1
following the successful completion of the employee’s final school year with the
District shall be eligible for a health insurance credit of $45,000.
5. Retirement at age 58. Employees satisfying the eligibility requirement above who
retire for WRS purposes and are age fifty-eight (58) or older as of September 1
following the successful completion of the employee’s final school year with the
District shall be eligible for a health insurance credit of $40,000.
6. Retirement Prior to Age 58. Employees satisfying the eligibility requirement
above who retire prior to reaching age 58 shall not receive a health insurance
credit.
7. Health Insurance Credit. The health insurance credit shall be used only to pay
health insurance premiums under the District health insurance plan, single, single
plus one or family plan as applicable, until exhausted. The health insurance credit
shall begin to be used immediately upon retirement and shall be used
continuously until exhausted.
8. Medicare Carve Out. If the retired employee is eligible for Medicare, the health
insurance credit must be used to purchase a Medicare Carve Out plan as
determined by the District, subject to carrier rules and restrictions.
9. Surviving Spouse. If the retired employee dies with a health insurance credit
balance, the health insurance credit shall be available to the surviving spouse until
exhausted. If the surviving spouse dies with a health insurance credit balance of
the retiree, or if the retired employee dies with a health insurance credit balance
and no surviving spouse, then that balance shall revert to the District.
10. No Continuation in District Health Insurance after Credit is Exhausted. The
retiree shall not continue on the District health insurance plan after the exhaustion
of the health insurance credit. The surviving spouse shall not be eligible to continue
in the District health insurance after exhaustion of the health insurance credit.
11. Pro Rated Benefits for Part-time Employees. A part-time employee who satisfies
the eligibility requirements shall have his or her retirement benefit governed by
this paragraph. An employee is considered part-time or full-time based on the
employee’s final year of employment prior to retirement. Further, the following
employee classifications shall receive the following percent of the retirement
benefit set forth above:
48
i. Professional staff shall have the retirement benefit prorated based on the
employee’s percent of full time.
ii. Hourly and all other employees:
a. Who work 1,900 or more regularly scheduled hours shall receive 100%
of the retirement benefit.
b. Who work less than 1,900 regularly scheduled hours shall receive a
percentage of the retirement benefit equal to the percentage of health
insurance paid by the District, or if the employee did not take the District
health insurance the percentage of health insurance that would have
been paid by the District if the employee had taken the health insurance,
during the year in which the employee retires.
12. District Wellness Program. Retired employees with the health insurance credit or
covered by District health insurance plan may participate in the District Wellness
Program, consisting of a health risk assessment and related follow up. A retiree
who does participate in the District Wellness Program shall receive the same
incentive for participation that an active employee receives subject to carrier rules
and restrictions.
13. Not Eligible to Participate in Employer 403(b) Contributions. Retired employees
who receive benefits under this paragraph A. shall not be eligible to receive
employer 403(b) contributions under paragraph B., below.
14. Board Approval and Notice. Employees eligible for the retirement benefit must
provide a written request for retirement to the Board on or before March 1st. The
Board shall review the written request of the employee and in its sole discretion
approve or deny the request for retirement and shall provide notice of its decision
to the employee on or before March 30th. If approved, the employee must
successfully complete his or her employment contract, if applicable, and must
successfully complete the current school year.
15. Election to Receive Benefits Under Paragraph B. Employees eligible for the
retirement benefit under this paragraph A. may make a one-time irrevocable
election to receive the retirement benefit under paragraph B., below, instead of the
benefit under this paragraph A., as it may be amended from time to time. Such
election must be provided to the Board in writing during an election period
beginning July 1, 2013 and ending September 30, 2013.
B. New Hires and Less than 15 Years of Service as of July 1, 2013. New hires on or after
49
July 1, 2013 and employees with less than 15 years of consecutive service with the
District as of July 1, 2013, may be eligible for the following retirement benefit,
subject to Board approval. Employees may accumulate years of service in multiple
job categories and all such years of consecutive service shall be added together to
determine eligibility. A year of service shall not count toward the 15 year eligibility
requirement if during that year of service the employee was on leave, paid or unpaid,
for more than one-half of the year of service. A leave, paid or unpaid, shall not by
itself result in a break of consecutive service. Employees eligible for the benefit
provided in this Paragraph B. 1, 2 or 3, shall receive the benefit provided in
subparagraph 1, 2, or 3, (but only under one subparagraph in any given year) based on
the number of years of consecutive service successfully completed by the employee at
the time of the District contribution to the 403(b) plan. Employees eligible for benefits
under subparagraph 4 shall only receive benefits under subparagraph 4 and not under
any other subparagraph of this Paragraph B.
1. New Hires and Less than 5 Years of Service. After successful completion of the
fifth year of consecutive service with the District, the District shall make an
employer contribution for the benefit of the employee to the vendor selected
by the employee in the District 403(b) plan. That employer contribution shall be
made within 30 days after the successful completion of the fifth year and shall be in
an amount equal to the employee’s cumulative employee contributions to the District
403(b) plan over that up to a five-year period, but not to exceed $1,000 in any
year or $5,000 total and subject to IRS limits and regulations. The 403(b)
District contribution shall only be based on contributions of the employee
after July 1, 2013.
2. 5 or More Years of Service but Less Than 15 Years. For employees with 5 or
more years of consecutive service, but less than 15 years of consecutive
service, beginning with the successful completion of the 2013-2014 school year
and the successful completion of the sixth year or higher of consecutive service
and upon the successful completion of each year thereafter, the District shall make
an employer contribution for the benefit of the employee to the vendor selected by
the employee in the District 403(b) plan. The employer contribution shall be
made within 30 days after the successful completion of that year and shall be
in an amount equal to the employee’s contributions to the District 403(b) plan
during that year just completed, but not to exceed $1,500 and subject to IRS limits
and regulations.
3. 15 Years or More of Service. For employees with 15 years or more of consecutive
service, beginning with the successful completion of the 2013-2014 school year
and the successful completion of the 15 th year or higher of consecutive
service and upon the successful completion of each year thereafter, the District
shall make an employer contribution for the benefit of the employee to the vendor
50
selected by the employee in the District 403(b) plan. The employer contribution
shall be made within 30 days after the successful completion of that year and
shall be in an amount equal to the employee’s contributions to the District 403(b)
plan during that year just completed, but not to exceed $2,000 and subject to IRS
limits and regulations.
4. 55 Years of Age and 10 or More Years of Service as of July 1, 2013. Employees
who are at least age 55 and who have 10 or more years of consecutive service with
the District as of July 1, 2013, shall receive the following retirement benefit.
Beginning with the successful completion of the 2013-2014 school year and
upon the successful completion of each year thereafter, the District shall make
an employer contribution for the benefit of the employee to the vendor selected by
the employee in the District 403(b) plan. The employer contribution shall be
made within 30 days after the successful completion of that year and shall be
in an amount equal to the employee’s contributions to the District 403(b) plan
during that year just completed, but not to exceed $3,000 and subject to IRS limits
and regulations.
C. No Participation in District Health Insurance. Retired employees who receive benefits
under Paragraph B, above, shall no longer be eligible to participate in the District health
insurance plan as of the date of retirement.
D. Prorated Benefit for Part-time Employees. A part-time employee who satisfies the
eligibility requirements under B. 1., 2., 3., or 4 shall have his or her employer 403(b)
contributions governed by this paragraph. An employee is considered part-time or
full-time based on the employee’s year of employment prior to payment of the 403(b)
contribution. Further, the following employee classifications shall receive the
following percent of the employer 403(b) contribution calculated above:
1. Professional staff shall have the 403(b) contribution prorated based on the
employee’s percent of full time.
2. Hourly and all other employees:
i. Who work 1,900 or more regularly scheduled hours shall receive 100% of
the 403(b) contribution.
ii. Who work less than 1,900 regularly scheduled hours shall receive a
percentage of the 403(b) contribution equal to the percentage of health
insurance paid by the District, or if the employee did not take the District
health insurance the percentage of health insurance that would have been
paid by the District if the employee had taken the health insurance, during
the year in which the employee retires.
51
E. Notice. Employees eligible for the employer contributions to the District 403(b) Plan
must provide a written notice of retirement to the Board on or before March 1st.
F. Recall Limitations. Employees retiring under paragraphs A or B above shall retain no
re-employment rights with the District nor any other rights or benefits except those
specified in paragraph A or B above, as applicable.
G. Unemployment Compensation. In the event that an employee who is receiving
retirement benefits under paragraph A above and receives unemployment
compensation which is drawn against the account of the District, the retirement
benefits specified in paragraph A above shall be reduced by the amount of the
unemployment compensation for the duration of the period in which the
unemployment compensation is drawn.
H. Waiver. Employees retiring under paragraphs A or B above, in consideration
for accepting the retirement benefit, shall unequivocally and explicitly waive any rights
or claims as permitted by law to which the employee has, might have, or may allege
under the Age Discrimination in Employment Act of 1967 (29 U.S.C. § 621, et seq. as
amended by the Older Workers Benefit Protection Act of 1990), and the Wisconsin
Fair Employment Act (Wis. Stat. §§ 111.321, 111.322, and 111.33) except that the
Employee may file a charge with the EEOC concerning claims of discrimination
and he/she may participate in any manner in an investigation, hearing or
proceeding.
52
ELKHORN AREA SCHOOL DISTRICT
ACKNOWLEDGMENT OF RECEIPT OF
EMPLOYEE POLICIES AND HANDBOOK
I acknowledge that I have received and reviewed a copy of the Elkhorn Area School District’s
Policies and Handbook (Handbook). I understand that it is my responsibility to read it thoroughly.
If there are any policies or provisions provided to me that I do not understand, I will seek
clarification from my immediate supervisor. I understand that this Handbook states the Elkhorn
Area School District’s policies and procedures in effect on the date of publication. I also
understand that these policies and procedures are continually evaluated and may be amended,
modified, or terminated at any time, with or without prior notice.
I further understand that nothing contained in the Handbook may be construed as creating a
guarantee of future employment, future benefits or a binding contract with the Elkhorn Area
School District for employment or benefits or for any other purpose. I understand that nothing
contained in the Handbook may be construed as changing my employment status.
I understand that I must sign and date a copy of this receipt as a condition of my employment and
return it to the Business Office.
Employee Signature:
Print Employee Name:
Date: