2016-2017 SCHOOL CALENDAR Su M Tu W Th F Sa Su M Tu W Th F Sa July 2016 1 2 Jan

Established 1911

Pertaining to the Educational Support Personnel Custodial/Maintenance Staff Food and Nutrition Staff and other Support Staff Members of The School District of University City

Sharonica L. Hardin-Bartley, PhD, PHR Superintendent of Schools

Tiffany E. Slater, PhD Assistant Superintendent for Human Resources

ARTICLES ARTICLES OF AGREEMENT August 2016 Tiffany E. Slater, PhD Assistant Superintendent of Human Resources McNair Administration Building 8136 Groby Road University City, Missouri 63130 (314) 290-4028/ Fax: (314) 290-4030 [email protected]

August 1, 2016

Dear School District of University City employee,

The Blue and Green Book contents are a compilation of Collective Bargaining Articles of Agreement ratified by our Board of Education on April 14, 2016 (UCEA) and May 19, 2016 (UCFT), in order to ensure an enriching, rewarding and productive 2016-2017 school year of employment. The Human Resources Department encourages you to diligently peruse the Articles of Agreement and familiarize yourself with employment protocol emanating from 2015-2016 negotiations between administration, the University City Education Association (UCEA) and the University City Federation of Teachers (UCFT).

Additionally, we have enclosed copies of the 2016-2017 District Calendar, salary schedule information and Agreement endorsements, as well as the Custodial/Maintenance staff information and Work Rules in our support staff Articles.

When clarification is required, please do not hesitation to contact our department during the hours of 8:00 a.m. and 4:30 p.m. daily.

The Human Resources Team wishes you well in your 2016-2017 School District of University City employment endeavors!

Sincerely,

Tiffany E. Slater, Ph.D. Assistant Superintendent for Human Resources

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THE SCHOOL DISTRICT OF UNIVERSITY CITY ARTICLES OF AGREEMENT FOR NON-CERTIFIED STAFF TABLE OF CONTENTS:

2000 STUDENTS Page

2200 Admission and Withdrawal 2245 Admission – Nonresident Employee’s Children (5/13/10) 1

2700 Student Welfare 2710 Reporting Child Abuse (5/18/06) 2-3

4000 PERSONNEL SERVICES

4000 Professional Understanding 4040 University City Federation of Teachers (5/19/16) 4-5

4100 Employment 4104 Physical Examinations and Tuberculin Tests (6/18/98) 8

4200 Personnel Assignment and Transfer 4201 Personnel Assignment (7/1/06) 9 4221 Duties, Schedule and Working Hours: Non-Certified Staff (7/13/06) 10-12

4300 Absences, Leave and Vacation 4310 General Attendance (8/2/07) 13-14 4315 Family and Medical Leave Act (06/19/15) 15-26 4320.1 Sick Leave (5/19/16) 27-37 4320.2 Personal Leave (07/15/10) 38-39 4320.3 Bereavement Leave (5/19/16) 40 4320.4 Leave for Jury Duty or Court Appearances (07/15/10) 41-42 4320.5 Military Leave (8/2/07) 43 4320.8 Adoption Leave (6/19/09) 44 4320.9 Emergency Service Leave (07/15/10) 45 4330 Vacation: Non-Certified Staff (7/15/04) 46 4340 Holidays (11/1/01) 47

4400 Professional Activities, Training and Professional Growth 4420.1 Conferences and Travel: Non-Certified Staff (8/2/07) 48

4500 Compensation 4513 Salary Guides: Non-Certified Staff (6/26/14) 49-50 4516 Salary Checks and Deductions (06/19/15) 51-53 4520 Benefits (05/19/16) 54-56 4531 Tuition Assistance: Non-Certified Staff (5/19/16) 57 4541 Merit Recognition: Non-Certified Staff (1/11/07) 58-59

4600 Performance Evaluation 4601 Staff Conduct (06/19/15) 60-66 4620 Administrative, Professional and Non-Certified Staff (1/11/07) 67-68

4700 Separation 4711 Resignation: Non-Certified Staff (1/11/07) 69 4742 Reduction in Force: Non-Certified Staff (1/11/07) 70-71 4743 Reduction in Force: Custodial/Maintenance/Food and Nutrition Staff (7/1/06) 72 4751 Retirement: Non-Certified Staff (06/19/15) 73 4761 Early Separation Incentive Plan (ESIP): Non-Certified Staff (05/19/16) 74-84

4800 Staff Welfare 4810 Communicable Disease (7/8/98) 85-86 4850 Grievance Procedure (6/14/07) 87-91 4855 Procedures for Handling Complaints (1/11/07) 92-94 4860 Personnel Records (07/15/10) 95-96

1500 Assurances 1501.1 Prohibited Discrimination/Harassment Complaint Procedure for Employees and Other Adults (7/17/08) 97-110 1501.2 Prohibited Discrimination/Harassment Complaint Procedure for Students (7/17/08) 111-122

APPENDICES:

2016-2017 SUPPORT STAFF SALARY SCHEDULES 2016-2017 CALENDAR 2016-2017 CUSTODIAL/MAINTENANCE STAFF INFORMATION and WORK RULES 2016-2017 APPROVAL OF COURSES AND TUITION REIMBURSEMENT FORM 2016-2017 BEREAVEMENT FORM 2016-2017 UCFT COLLECTIVE BARGAINING AGREEMENT

2016-2017 Article Revisions are annotated in Bold and Italics.

Reprinted: August 2016

STUDENTS Article 2245

Admission and Withdrawal

Admission and Tuition - Nonresident Employees' Children

The Board of Education hereby approves and permits children of any regular employee who does not live in the District to attend University City schools and be counted as resident students without the payment of tuition.

This policy is limited to children only of regular District employees and full time employees of Special School District, who are assigned to perform their duties at the District. Effective January 10, 2008, grandchildren or other minor relatives of such employees will not be permitted to newly enroll in the District as residents under this policy. However, students currently enrolled in the District who are grandchildren or other minor relatives of regular District employees shall be permitted to continue their enrollment in the District. Students who meet other criteria for enrollment under Missouri law, as set forth in Article 2240, are not affected by the limitations of this policy.

An employee whose child(ren) attends the school at which the employee works will be “grandfathered” to allow the current, school-aged child(ren) to complete school at that specific site. However, this grandfather clause does not apply to any younger children who are not yet school-aged or to any new children.

In the event that a staff member would opt to have his/her child(ren) attend the school where he/she is assigned and instead take a transfer to another site, the staff member would be placed in a position for which he/she is qualified. This option is available under the following circumstances; (1) there is an open postion at the school, (2) the employee is qualified for the position, and (3) if the position requires certification, the employee possesses the requisite certification to teach in the content area.

Each of the provisions above is contingent upon the non-resident employee’s continued employment in the District. Should such employment terminate voluntarily or involuntarily, the employee’s child(ren) will be ineligible to continue attending school in the District without the payment of tuition. However, in the event that the termination of employment occurs after the beginning of the second semester, but before the end of the school year, the employee’s child(ren) will be allowed to complete the school year without payment of tuition for that school year.

An employee’s child(ren) who is in continuous violation of the District’s attendance and/or discipline policies forfeits the privilege of attending District schools, will be denied enrollment and will be returned to their home district.

Revised effective: May 13, 2010 Revised: July 17, 2008 Revised: February 7, 2008 Adopted: September 4, 1997 University City School Board 1

STUDENTS Article 2710

Student Welfare

Reporting Child Abuse

1. Section 210.115.R.S.Mo. mandates certain professionals to report to the Children’s Division (CD) of the Missouri Department of Social Services when they have “reasonable cause to suspect that a child has been or is likely to be abused.”

Along with other professionals mentioned, the law specifically mandates “teacher, principal or other school official” as well as “nurse” and “social worker.” For purposes of this regulation, the person reporting will be known as the primary contact.

2. Whenever the primary contact has established or reasonably and in good faith believes that abuse/neglect has taken place, the principal or designee will be notified immediately.

3. At this point, the primary contact should involve a second contact person, to act as witness, and help with information gathering. This person may be a guidance counselor, nurse, social worker, teacher, or other staff personnel whom the student trusts. The counselor, social worker and nurse shall be informed of all relevant information and their aid enlisted for the welfare of the student even if a teacher is selected as a second contact person.

4. Confidentiality must be maintained in accordance with federal and state law.

5. The primary contact will make the HOTLINE call to the Children’s Division (CD) of the Missouri Department of Social Services at 1-800-392-3738. The call will be logged with the date, time and nature of the report.

6. The school principal shall be notified of any HOTLINE call. The principal shall notify the Office of Student Services.

7. All reporting requirements under the Missouri Safe Schools Act shall be observed.

8. School personnel will not notify the student’s parents that a Hotline report has been made.

9. When Children’s Division (CD) representatives interview students on District property, a school staff member will be present. CD representatives may not meet with a child at any school or facility where abuse of the child is alleged to have occurred.

Article 2710

10. When CD receives a report of suspected abuse involving a school employee, CD is required to notify the Superintendent. If the alleged perpetrator is the Superintendent, CD will notify the Board President.

11. The Superintendent or designee will conduct an investigation to determine if the report was made for the purpose of harassing a school employee. If it appears that the report was not made for harassment purposes, the matter will be reported back to the CD and to the county juvenile officer immediately. The report will then be jointly investigated by the Superintendent/designee and the juvenile officer.

12. Within seven (7) days of receiving notice from CD, the Superintendent/designee and juvenile officer will submit separate reports to the Board of Education. Each report will state a conclusion concerning the validity of complaint of abuse.

13. Within seven (7) days of receiving the reports, the Board will consider the reports and issue findings of fact and conclusion of law. The Board’s report will be forwarded to the CD.

Revised: May 18, 2006 Adopted: February 18, 1999 University City School Board

PERSONNEL SERVICES Article 4040

Professional Understanding

University City Federation of Teachers

1. Recognition

The District recognizes Local #3179 University City Federation of Teachers, UCFT, AFT/AFL- CIO as exclusive bargaining agent, to the extent authorized by applicable Missouri law, for the purpose of meeting and conferring as to salaries, wages, hours, and other conditions of employment for all employees in the unit described below.

2. Unit Description

All full-time Custodial/Maintenance employees of the University City School District, excluding faculty, administrators, confidential employees, professional employees, and supervisors, Missouri Board of State Mediation in Public Case No. R-87-015.

3. Scope

To the extent that this Article is inconsistent with Board Policy or Administrative Procedures of the District, Board Policy or Administrative Procedures shall be in control.

4. Payroll Deduction

The District will deduct each month dues from the pay of those Custodial/Maintenance employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the District by the Treasurer of the Union, and the aggregate deductions of all Custodial/Maintenance employees shall be remitted, together with an itemized statement, to the Treasurer of the Union by the first of the succeeding month, after such deductions are made. The Union will advise the Personnel Office of the appropriate address to which to mail dues deductions.

5. Union Access to Premises

Duly authorized officers and representatives of the Union shall be permitted to enter the District premises during working hours for the purpose of adjusting grievances arising pursuant to this Article. Duly authorized officers and representatives of the Union shall also be permitted to enter the District premises prior to 8:00 a.m. and after 4:00 p.m. for the purpose of Union business. No such officers and/or representatives shall in any manner, interfere with the conduct of business of the District or the work of any employee.

Article 4040

6. Notices and Bulletins

The Union may post Union related notices and bulletins on those bulletin boards designated by the District as Custodial/Maintenance employee’s bulletin boards in each work location. All notices and materials are to be signed or initialed by an authorized Union representative.

7. Mail System

The school mail system may be used to facilitate the dissemination of officially identified Union material within the School District.

8. Union Delegate

Union delegate shall be able to apply to the Assistant Superintendent for Human Resources for up to fifteen (15) days annually to attend workshops, seminars, conferences, meet with legistlators and other training sessions sponsored by the Union. To learn about new job performance skills and to gain job training that can be shared with co-workers as an ongoing staff development program. No union delegate's perfect attendance record will be jeopardized by participating in a training program.

Revised: May 19, 2016 Revised: June 10, 2010 Revised: May 15, 2002 Approved: May 21, 1998 University City School Board 5

PERSONNEL SERVICES Article 4103.1

Employment

Employment: Non-Certified Staff

1. The recommendation for initial appointment of support staff members shall be made by the Superintendent. The Superintendent shall assure that all persons nominated for employment meet the requirements and qualifications established for the particular position.

2. All educational support staff members shall be appointed by the Board of Education as "at will" employees. There will be a mandatory three-day internal employment posting for internal candidates prior to accepting applications from external candidates. Internal candidates who meet employment qualifications are entitled to an interview.

3. The educational support staff includes all members of the following employee groups: secretarial, clerical, non-administrative non-teacher office support employees, custodial and maintenance employees, food and nutrition employees and other non-contractual full-time or part-time regular employees, certified or non-certified.

4. Educational support personnel letters of employment are issued as soon as feasible after salary schedule and concerns have been approved by the Board. Since full-time employees begin their year on July 1, the date for issuance of letters of employment is targeted for as close to the beginning of the fiscal year as possible.

In the event there is a delay, for any reason, letters of intent of re-employment for the next school year are sent to educational support personnel. Since the number of teacher aides is contingent upon the enrollment of students, these employees are not always notified until a determination has been made as to the number of aides needed.

5. Full-time educational support personnel are regular employees hired for forty (40) hours per week.

6. Part-time support personnel are regular employees hired for less than forty (40) hours per week.

7. If employment is canceled prior to the closing of the school term, by mutual consent, the salary shall be paid in full on a pro-rata basis for the time actually worked.

8. No person will be employed by the District for whom a criminal record check and review of the Missouri Department of Social Services Child Abuse/Neglect Registry have not been completed. The administration may also conduct random background checks after employment. As part of the criminal records check, any person employed after January 1, 2005, shall submit two sets of fingerprints to be used by the Missouri Highway Patrol and the Federal Bureau of Investigation. The fingerprints shall be collected pursuant to standards determined by the Missouri Highway Patrol.

Article 4103.1

9. All finalists for an employment position will be required to sign a release of liability authorizing prior employment, including school districts, to furnish any information about the applicant and the applicant’s work performance, including but not limited to discipline records and performance evaluations. Failure to check references and prior employment for new hires prior to their start date may result in disciplinary action up to and including suspension without pay.

Immigration Reform and Control Act

The federal Immigration Reform and Control Act requires all employers to hire only American citizens and aliens who are authorized to work in the United States in order to preserve jobs for those who are legally entitled to them. The District will implement the following procedures to assure compliance with the law:

1. Any employee hired after November 6, 1986, will complete an Eligibility Verification Form (Form I-9), and will produce documents that will establish his/her identity and eligibility to work. (Form I-9 contains a list of documents that will fulfill this requirement.)

2. The District will retain an individual’s form I-9 for three years after the date of hire or one year after the individual is terminated, whichever is later.

3. The form may be reviewed by the Department of Homeland Security (DHS) and potentially by other federal agencies. In order to minimize potential intrusion, Eligibility Verification forms will be maintained separately from the employee’s personnel files as stipulated.

Revised: June 19, 2015 Revised: July 15, 2010 Revised: July 13, 2006 Approved: May 21, 1998 University City School Board 7

PERSONNEL SERVICES Article 4104

Employment

Physical Examinations and Tuberculin Tests

1. Intradermal tuberculin skin tests will be required of all District employees.

A. Persons newly employed, or who return after an absence of one year, will be required to furnish evidence of a tuberculin skin test or chest x-ray within 30 days of employment at their own expense.

B. No further skin testing shall be necessary except for epidemiologic or diagnostic purposes which may be required by the local health unit or the Department of Health.

2. No employee shall be permitted to perform his/her duties or to attend school while in non- compliance with the District's Communicable Disease Policy, or while suffering from a mental or emotional condition adversely affecting the ability of an employee to perform his/her duties.

3. When there is doubt of the capabilities of any employee to perform his/her assigned responsibilities for physical or mental reasons, the Superintendent shall be empowered to require an employee to furnish a certificate by a reputable physician showing the employee to be in good health and fit for duty. The Board of Education reserves the right to approve the physician and/or psychiatrist who shall give an examination for this purpose, and the District will pay the cost thereof.

4. The Superintendent, at his/her discretion, and upon the recommendation of the school physician, shall have the power to enforce the provisions of this regulation by excluding any employee from their assignment. Employees so excluded will be in a medical leave status and may use any benefits, sick leave, sick leave bank, and long term illness to which they are entitled.

Approved: June 18, 1998 University City School Board

PERSONNEL SERVICES Article 4201

Personnel Assignment and Transfer

Personnel Assignment

The basic consideration in the assignment of professional and support personnel in the District is the well- being of the program of instruction. The appropriateness of the assignment will have a significant impact on the effectiveness of professional and support personnel and the effectiveness of the total educational program.

When vacancies exist in new or existing positions, notice of the vacancies shall be posted at locations accessible to professional personnel, such as staff lunch rooms, school offices, and a bulletin board inside the Human Resources Office.

All personnel shall be assigned whereby immediate supervision will be effected by personnel other than someone of the employee’s immediate family (father, mother, son, daughter, sister, brother, husband, or wife). No one shall be employed whose employment would necessitate exceptions to this policy.

Support personnel will be notified of their tentative employment assignment for the next year by the end of the current school year.

Revised effective: July 01, 2006 Approved: June 18, 1998 University City School Board

PERSONNEL SERVICES Article 4221

Personnel Assignments and Transfer

Duties, Schedules, and Working Hours: Non-Certified Staff

The working hours for hourly employees shall be established by his/her immediate supervisor. An initial establishment shall be made as a condition of employment.

Each employee shall be scheduled for an uninterrupted duty-free period of thirty (30) minutes in addition to the number of hours to be worked each day. Should a temporary, unanticipated emergency situation arise that may interrupt the duty-free lunch, lunch will be resumed and the employee will receive the full thirty (30) minutes within the same workday.

An eight (8) hour employee receives one fifteen (15) minute break in the a.m. and one fifteen (15) break in the p.m. An employee working less than eight (8) hours but more than four (4) hours receives one fifteen (15) minute break per shift.

Employees assigned to more than one location in a day shall be allowed reasonable travel time between assignments. This travel time shall be in addition to the duty-free lunch period of said employee.

Personnel cannot be permitted to trade lunch or break time in order to depart early.

The work year for Executive, Administrative and General Secretaries shall be determined by the office in which they work or the work year of the administrator assigned as their evaluator.

The work year for all aides, assistants and food and nutrition staff shall be determined by the students' attendance year.

The work year for all custodial and maintenance staff shall be 260 days.

Compensatory Time

Individuals who begin work earlier or work later than their assigned hours must receive prior authorization from their immediate supervisor. Employees who violate the overtime provision will be subject to disciplinary action.

Individuals who work more than forty (40) hours during any work week will be awarded compensatory time off (“comp time”). Compensatory time will be awarded at the rate of one and one-half hours for each hour of overtime worked. a. Compensatory time may be accrued up to two hundred forty (240) hours (160 overtime hours). Overtime work beyond this maximum accrual will be monetarily compensated at the rate of one and one-half hours for each hour of overtime worked.

Article 4221

b. Every effort will be made to permit the use of comp time at the earliest time mutually agreed upon by the individual and his/her supervisor. However, where the individual’s absence would unduly disrupt the District’s operations, the District retains the right to postpone comp time usage. c. Individuals with unused comp time who are terminated or who terminate their employment will be paid for unused comp time at their final hourly rate of pay.

In the event a principal, director, coordinator, or assistant superintendent wishes to arrange mutually agreeable exchange of a workday (i.e., a weekend, or work on a holiday period day), such an arrangement must be reported to the Assistant Superintendent for Human Resources stating:

1. Dates involved 2. Reason 3. Exchange date(s) for compensatory time

Such exchanges are to be done at the earliest time possible, preferably by the next week, and are to be recorded appropriately on the attendance report.

Overtime

Overtime will be by job classification and by District site. Support personnel who work longer than forty-hours per week (including holidays) will receive overtime pay at a rate of one and one-half times their regular rate of pay. The Department of Operations must approve all overtime in advance. No overtime will be honored without proper authorization. Periods of annual leave do not count as part of the forty-hour workweek. The normal work-week runs Sunday through Saturday. An employee could be required to work overtime when necessary. The supervisor will solicit volunteers by job classification and District site, but if there are no volunteers, the supervisor will select personnel on a rotation basis based on seniority (least senior to most senior). Staff will be expected to work overtime if assigned unless the employee can show due cause. Verification could be required for excusing staff as a result of due cause.

Emergency Closing Days

In the event the schools, or at times a school, are closed due to snow, inclement weather, or for any other emergency reason, the following personnel are expected to report for work:

Article 4221

 Central Office Administrators  Principal/Assistant Principal all levels  All two hundred sixty (260) day certified and support employees  Administrative Secretaries  General Secretaries - two hundred sixty (260) day plus GS who conclude work on June 30th  Maintenance and custodial personnel

Revised: July 13, 2006 Revised: May 19, 2005 Revised: June 12, 2003 Revised: May 15, 2002 Revised: January 11, 2001 Approved: May 21, 1998 University City School Board

PERSONNEL SERVICES Article 4310

Absences, Leave and Vacation

General Attendance

Under this Regulation, the following definitions shall apply:

1. The terms "excuse" or "excused" shall include the following:

a. A physician's written, signed and dated verification that the employee's date(s) of absence arises out of the employee's visit to a licensed health care provider for consultation or treatment; or

b. Verification from a responsible person or entity, other than the employee, that the date(s) of absence arises out of the employees' use of another District leave policy (such as bereavement/funeral confirmation); or

c. Submission of legally acceptable confirmation under federal or state law permitting the excuse of the date(s) of absence (such as jury duty note, military orders, worker's compensation directive); or

d. Verification or notification which the District is legally required to accept under federal or state statutes and regulations (such as the Family and Medical Leave Act).

2. The term "absent from work" or "absence" shall mean being physically away from the employee's regular work-station, and/or assigned duties.

3. Employees who are docked or who are not paid (where permitted by law) for an unexcused absence shall only be docked or not paid for the actual hours of absence. This process is explained more fully below.

Unless excused under this Regulation, an employee will be considered excessively absent if the employee is absent for the following applicable number of days:

1. Four (4) consecutive workdays; or

2. Twelve (12) total days of absence during one fiscal year (applicable to persons employed full-time on a 12-month basis, July 1 through June 30); or

3. Ten (10) total days of absence during one fiscal year (applicable to persons employed on a full-time basis only during the regular school term); or

Article 4310

4. Ten (10) total days of absence during one fiscal year (applicable to persons employed nine (9), ten (10) or eleven (11) months).

An employee whose date(s) of absence is foreseeable is expected to notify such employee's immediate supervisor before the actual date. Advance notification is sought to minimize the effect of the employee's absence on the operation of the District and the education of children.

When an employee has been absent for four (4) or more consecutive days and/or when the Superintendent or Assistant Superintendent for Human Resources otherwise deems appropriate, either the Superintendent or the Assistant Superintendent for Human Resources may request that the employee provide an excuse, as defined under this Regulation, to confirm the nature of the employee's absence.

1. The excuse must be provided to the Superintendent or the Assistant Superintendent for Human Resources no later than ten (10) days after the request is made to the employee.

2 Failure to submit the excuse in a timely manner will result in the designation of the dates in question as "unexcused" absence.

An employee who is absent from duty without excuse may, under appropriate circumstances, be subject to disciplinary action up to and including termination of employment. An employee with excessive absenteeism may be subject to disciplinary action up to and including termination of employment.

In addition to the consequences set forth above, where permitted by federal law, an employee who is absent without excuse (1) will not be paid for the actual unexcused hours, or (2) if already paid, will be docked, i.e., a deduction to such employee's pay shall be made for the actual unexcused hours (hours unexcused multiplied by the employee's regular pay rate).

Administrators and supervisors of employees who are excessively absent (and who utilize the annual allocation of sick leave in a manner that appears to be inconsistent with this regulation) are expected to follow the provisions of this regulation. Communications by administrators and supervisors with the Assistant Superintendent for Human Resources is expected when determining whether an employee is to be considered excessively absent under this regulation.

Revised: August 2, 2007 Revised: January 11, 2007 Revised effective: July 01, 2006 Approved: June 12, 2003 University City School Board

Personnel Services Article 4315

Absences, Leave and Vacation

Family Medical Leave Act

1. Eligible Employees

Employees eligible for family and medical leave must:

Have been employed for a total of at least twelve (12) months (not necessarily consecutive); and

1. Have worked at least 1,250 hours during the twelve (12) months immediately preceding the commencement of the leave (for non- instructional staff and part-time instructional staff); or

2. Have been considered full-time (for instructional staff); and

3. Be employed at a worksite where the employer employs at least fifty (50) employees within a 75-mile radius.

An eligible employee may take unpaid leave for the following reasons:

A. The birth of the employee’s child (leave must be concluded within one year of the date of birth);

B. The placement of a child with the employee for adoption, or foster care when foster placement is pursuant to State action (leave must be concluded within one year of the date of placement);

C. The care of the employee’s child (including biological, adopted, or foster child, stepchild, legal ward, or child of a person standing in loco parentis, who is either under age 18, or age 18 or older and is incapable of self care because of mental or physical disability), spouse, or parent (including a person who stood in loco parentis to the employee when the employee was a child), who has a serious health condition; or

D. The serious health condition of the employee that makes the employee unable to perform the essential functions of the employee’s position.

Article 4315

E. Any qualifying exigency arising out of the fact the employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation.

F. The care for a covered service member with a serious injury or illness, if the employee is the spouse, son, daughter, parent, or next of kin of the service member.

For purposes of FMLA policy, a serious health condition is defined as an illness, injury, impairment of physical or mental condition that involves the following:

A. Inpatient care (overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or any subsequent treatment in connection with such inpatient care;

B. Continuing treatment by a health care provider, including the following:

1. A period of incapacity of more than three consecutive calendar days and any subsequent treatment or period of incapacity relating to the same condition that also involves:

a. Treatment two or more times within 30 days of the first day of incapacity, by a health care provider, by a nurse or physician’s assistant under direct supervision of a health care provider, or by a provider of health care services under order of, or on referral by, a health care provider; or

b. Treatment by a health care provider on at least one occasion, which results in a regimen of continuing treatment under the supervision of a health care provider. The in-person treatment visit must take place within seven days of the first day of incapacity.

2. Any period of incapacity due to pregnancy, or for prenatal care (even if the absence does not last more than three days and the employee or family member does not receive treatment from a health care provider during the absence);

Article 4315

3. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition (even if the absence does not last more than three days and the employee or family member does not receive treatment from a health care provider during the absence). A chronic serious health condition is one which:

a. Requires periodic visits for treatment by a health care provider, or by a nurse or physician’s assistant under direct supervision of a health care provider;

b. Continues over an extended period of time (including recurring episodes of a single underlying condition);

c. May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).

4. A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider. Examples include Alzheimer’s, a severe stroke, or the terminal stages of a disease.

5. Any period of absence to receive multiple treatments (including any period of recovery there from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), or kidney disease (dialysis).

Exceptions:

Unless complications develop, serious health condition does not include cosmetic treatments, such as most treatments for acne or plastic surgery, the common cold, the flu, ear aches, upset stomach, minor ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, etc. (07/15/10).

Article 4315

Treatment for substance abuse by a health care provider or on referral by a health care provider may be a serious health condition if the conditions of this regulation are met. Absence due to use of the substance, rather than for treatment, does not qualify for FMLA leave.

Definitions:

Treatment includes, but is not limited to examinations to determine if a serious health condition exists and evaluations of the condition. Treatment does not include routine physical, eye, or dental examinations.

Health Care Provider includes doctors of medicine or osteopathy, podiatrists, dentists, clinical psychologists, optometrists, chiropractors (for limited purposes), nurse practitioners, nurse-midwives, clinical social workers, so long as they are licensed (if required by state law) and are performing within the scope of their practice as defined under state law: Christian Science practitioners listed with the First Church of Christ, Scientist, Boston, Massachusetts; any health care provider from whom an employer or a group health plan’s benefit manager will accept certification to substantiate a claim for benefits; a health care provider as defined above who practices in a country other than the United States and is licensed in accordance with the laws of that country.

Regimen of continuing treatment includes a course of prescription medication or therapy requiring special equipment to resolve or alleviate the health conditions. A Aregimen of continuing treatment@ that includes the taking of over-the-counter medication such as aspirins, antihistamines, or salves, or bed rest, drinking fluids, exercise and other similar activities that can be initiated without a visit to a healthcare provider, is not, by itself, sufficient to constitute a regimen of continuing treatment for purposes of FMLA leave.

Qualifying Exigency includes one of the following activities or conditions, occurring while the employee’s spouse, son, daughter, or parent is on active duty or call to active duty status in the National Guard or Reserves;

1. Short-notice deployment - notice is received seven days or less from date of deployment; 2. Military events and related activities; 3. Childcare and school activities - arranging for alternatives or changed circumstances; 4. Financial and legal arrangements;

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5. Counseling; 6. Rest and recuperation - during period of deployment; 7. Post-deployment activities; and 8. Additional activities agreed upon by the employer and employee

The District may require an employee to provide it with a copy of the covered military member’s active duty orders in support of a contingency operation prior to permitting FMLA leave for a qualifying exigency. The District may also require the employee to certify, with reference to appropriate facts, that the reason for taking FMLA leave is permissible as it is one of the eight enumerated basis for taking qualifying exigency leave, as stated above. The process for any such certification shall adhere to the procedure outlines for serious health conditions.

Covered Servicemembers includes any current member of the Armed Forces, including the National Guard or Reserves. The District may require certification completed by the covered servicemember’s healthcare provider prior to permitting an employee to use FMLA for the care of a covered servicemember. In addition to certifying the authenticity of the covered servicemember’s serious injury or illness, any certification must also identify the injury or illness as occurring in the line of duty while on active duty. The process for any such certification shall adhere to the procedure outlined for serious health conditions.

Instructional Employee includes a person employed principally in an instructional capacity, whose principal function is to teach and instruct students in a class, a small group, or an individual setting and includes athletic coaches, driving instructions, and special education assistants such as signers for the hearing impaired. The term does not include teacher assistants or aids who do not have as their principal function actual teaching or instruction, or auxiliary personnel such as counselors, psychologists, curriculum specialists, cafeteria workers, maintenance workers, bus drivers, or other primarily non- instructional employees.

II. Length of Leave

A. All Employees

An eligible employee is entitled to up to twelve (12) workweeks of unpaid leave within a twelve-month period without loss of seniority or benefits. When both spouses in a family work for the District, they will be entitled to a total of twelve (12) weeks each for the birth, adoption, or foster placement of a child, or to care for a parent with a serious health condition.

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The amount of leave available to an employee at any given time will be calculated by a rolling 12 month period measured backward from the date an employee uses an FMLA leave.

All leave taken under the policy and leave for any other reason that would qualify under FMLA (e.g., workers’ compensation leave that qualifies as a serious health condition) will be counted against the employee’s leave entitlement under FMLA.

When an employee is not required to report for work for one or more weeks (e.g., instructional employees who do not report for work during winter or spring break, or during the summer) such days will not count against the employee’s FMLA leave.

An eligible employee is entitled to 26 workweeks of leave to care for a covered servicemember with a serious injury or illness during a single twelve-month period, which begins on the first day the eligible employee requests this type of FMLA leave. The employee may take leave to care for a covered servicemember and leave for one of the other FMLA-qualifying reasons; however, in no event may an employee take more than 26 weeks of leave in a single twelve-month period.

B. Instructional Employees - End of Term Exceptions

If an instructional employee seeks leave for any purpose, including the employee’s own serious health condition, of at least three (3) weeks in duration and the requested leave would begin more than five (5) weeks prior to the end of the academic term (school semester), the District may require the employee to continue taking leave until the end of the school term, if the instructional staff member=s return to employment would otherwise occur during the three (3) week period before the end of such term. If the instructional employee seeks leave for any purpose other than the employee’s own serious health condition, less than five (5) weeks prior to the academic term, the District may require the staff member to continue taking leave to the end of the term, if the leave is greater than two (2) weeks in duration and the return to employment would occur within two (2) weeks prior to the end of the term.

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If the instructional employee takes leave for any purpose other than the employee’s own serious health condition, within three (3) weeks prior to the end of the term, and duration of the leave is greater than five (5) days, the District may require the staff member to continue the leave until the end of the term.

When an employee is required to take leave until the end of an academic term, only the period of leave until the employee is ready and able to return to work shall be charged against the employee’s FMLA leave entitlement.

III. Coordination with Existing Leave Policies

During a family or medical leave provided under this policy for birth, placement of a child or adoption or foster care, or for care of a family member, an employee shall first exhaust all unused personal days before continuing such leave on an unpaid basis up to a maximum of 12 workweeks.

During a leave related to the employee’s serious health condition, the employee shall exhaust all available paid sick and personal leave before continuing such leave on an unpaid basis up to a maximum of 12 workweeks. During a leave related to the employee’s serious health condition, employees eligible for vacation days and/or compensatory time may exhaust said leave before continuing such leave on an unpaid basis up to a maximum of 12 workweeks.

As noted above, all leave taken under this regulation and leave for any other reason that would qualify under FMLA will be counted against the employee’s leave entitlement under FMLA.

At the conclusion of a family or medical leave provided under this policy, an employee may elect to extend such leave pursuant to the provisions of current Board policies so long as the employee is otherwise eligible for such leave under the provisions of the respective policy. Once the FMLA portion of such leave has ended and the employee has elected to continue on leave pursuant to the provisions of the above policies, the remaining portion of the leave will be governed by the provisions of the applicable policy with respect to compensation, benefits, reinstatement and all other terms and conditions of employment.

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IV. Certification

If an employee takes a leave of absence because of the serious health condition of the employee or the employee’s family member, the employee must submit to the Assistant Superintendent of Human Resources, or his/her designated assistant, a written medical certification form (form available in the Human Resources Office) from a health care provider of the serious health condition certifying that the employee is unable to perform an essential function of the employee’s job. Failure to provide such certificate upon request may result in denial or delay of leave. The District reserves the right to require that the employee receive a second (and possibly a third) opinion from another health care provider (at the District’s expense) certifying the serious health condition of the employee or the employee’s family member. The District reserves the right to require that an employee provide the District with recertification of the medical condition for which leave is taken.

In the event the District determines an employee’s certification remains either incomplete or insufficient, after the employee has been notified of any deficiencies and been granted time to correct such deficiencies, the following individuals will be authorized to contact the employee’s health care provider:

1. The District’s own health care provider; 2. Assistant Superintendent of Human Resources; 3. Other administrator authorized by the Superintendent

Under no circumstances will the employee’s direct supervisor be permitted to contact the employee=s healthcare provider to certify the employee’s health condition. Should an employee deny the District the ability to communicate with the health care provider regarding an incomplete or insufficient certification, the employee will be denied FMLA leave.

Before returning to work, an employee who is on leave of absence due to his or her own serious health condition must submit to the Assistant Superintendent for Human Resources, or his/her designated assistant, a health care provider’s written certification form that the employee is able to return to work. Failure to provide such certification may result in the delay or denial of job restoration.

During the employee’s leave, the District may also periodically inquire as to the employee’s intent to return to work.

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Employees requesting family leave (i.e., leave for the birth, adoption, or placement of a child for foster care, or to care for a child or parent with a serious health condition) pursuant to this policy may be requested to provide reasonable documentation of the family relationship.

V. Intermittent or Reduced Leave

Leave taken under this policy for the birth of a child, the placement of a child for adoption or foster care, or to care for such child may be taken on an intermittent or reduced work schedule only with the approval of the Board of Education.

A. Non-instructional Employees

Leave taken because of the employee or family member’s serious health condition may be taken on an intermittent or reduced-schedule basis when medically necessary. If an employee seeks leave on an intermittent or reduced-schedule basis, the employee must submit medical certification, as discussed above, and additional certification from a health care provider, that the intermittent or reduced-schedule leave is medically necessary.

The District may require an employee taking intermittent or reduced-schedule leave to transfer temporarily to an alternative available position for which the employee is qualified or may modify the employee’s current position to better accommodate the employee=s recurring periods of leave.

The employee must make a reasonable effort to schedule the treatment so that it is not unduly disruptive to District operations.

B. Instructional Employees

Leave taken because of the employee or family member’s serious health condition may be taken on an intermittent or reduced-schedule basis when medically necessary. If an employee seeks leave on an intermittent or reduced-schedule basis, the employee must submit medical certification, as discussed above, and additional certification from a health care provider that the intermittent or reduced-schedule leave is medically necessary.

If an instructional employee requests intermittent leave to care for a spouse, son, daughter, or parent, or for the serious health condition of the employee, that is foreseeable based on planned medical treatment, and

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the employee would be on leave for more than twenty (20) percent of the total number of working days over the period of the leave, the District may require the employee to:

1. Take leave for a period or periods of a particular duration, not greater than the duration of the planned treatment; or

2. Transfer temporarily to an available position for which the employee is qualified, which has equivalent pay and benefits and which better accommodates recurring periods of leave than does the employee’s regular position.

The employee must make a reasonable effort to schedule the treatment so that it is not unduly disruptive to District operations.

VI. Insurance Premiums

During an employee’s family or medical leave of absence, the District will continue to provide health, life, and dental insurance coverage for employees who are eligible for insurance benefits. Voluntary deductions or employee contributions for dependent insurance for health/life/dental and other optional insurance must be paid in full each month and received by the first day of the month. Failure to make payments in a timely manner while on FMLA leave may result in the loss of any and all insurance coverage provided by the District to its employees. Payments are to be submitted to the Finance Office. Employees should contact the Finance Office regarding specific arrangements for making the required payments.

VII. Job Restoration

Upon return from family or medical leave in accordance with this policy, the employee will be returned to the same or an equivalent position with no loss in benefits that accrued prior to the leave of absence. An employee who does not return to work at the end of an authorized leave may be subject to termination.

If an employee fails to return to work after the period of unpaid family or medical leave has ended, the District may recover health insurance premiums paid under the group plan during the leave period, except in certain circumstances, e.g., continuing serious health condition of employee or family member needing care, or other circumstances beyond control of employee. The District may recover any other insurance premiums, e.g., premiums for supplemental life insurance or for dependent coverage, submitted on behalf of the employee, for which the District has not been reimbursed, either upon the employee’s return to work or the employee’s failure to return after unpaid family or medical leave has ended.

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VIII. Notification

An employee who can reasonably foresee the need to take family or medical leave is required to notify the District of the date of commencement and the expected duration of the leave at least thirty (30) days in advance of the leave, or if the need for the leave is not foreseeable, as soon as practicable. When the need for leave is foreseeable, an employee’s failure to provide 30 days notice prior to taking leave may result in denial or delay of leave. An employee requesting leave under this policy should submit a completed application for leave form (forms available in the Human Resources Office) to the Assistant Superintendent for Human Resources, or his/her designated assistant.

An employee who requests leave under this policy shall receive written notice of the specific expectations and obligations of the employee, and the consequences for failure to meet these obligations. Such written notice shall be provided within a reasonable time after the employee gives notice of the need for leave under this policy, usually within two (2) business days.

An employee who requests leave that qualifies as family or medical leave under this policy, and who does not specifically request leave under this policy, shall be notified that such leave has been designated, and will be counted, as FMLA leave. Such notification shall occur promptly, usually within two (2) business days after the District has become aware that the leave qualifies as FMLA leave. The notification may be oral or in writing; however, oral notification that the leave has been designated as FMLA leave will be confirmed in writing on or before the next payday, unless the next payday occurs less than one week after the oral notification, in which case, written confirmation will be provided on the subsequent payday.

IX. Family and Medical Leave Information

The District shall provide its employees with notice of their rights and responsibilities under the FMLA through use of the following Notices:

General Notice: A poster summarizing the FMLA entitlements shall be placed in an area accessible for employees and shall also be provided to each employee in the employee handbook.

Eligibility Notice: This Notice shall state whether the employee qualifies to take FMLA leave. (07/15/10)

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Rights and Responsibilities Notice: This Notice, issued in conjunction with the Eligibility Notice, will specify if a certification will be required from the employee, identify if paid leave will run together with the FMLA leave, address the procedure for making health insurance payments, the consequences of failing to make timely payments, and the employee’s ability for repayment of health insurance premiums if the employee fails to return to work at the expiration of their FMLA leave. Finally the Notice will explain the employee’s right to return to the same or equivalent job at the expiration of their FMLA leave. Both the Eligibility and Rights and Responsibilities Notices will be provided to all employees within five business days of when the District becomes aware of a potential FMLA situation

Designation Notice: Within five business days of the District’s receipt of sufficient information from the employee to make a determination, the District shall provide the employee with the Designation Notice, which shall inform the employee if the leave shall be designated as FMLA leave. This Notice will designate the amount of leave counted against the employee’s entitlement, specify if the FMLA leave will run concurrently with any accrued paid leave, and notify the employee if a fitness-for-duty exam will be required prior to returning to work.

The foregoing statement presents the pertinent provisions of the Family and Medical Leave Act of 1993 and complies with the requirements of the Act. If any employee desires additional information or explanation of the procedures and provisions of the Act, he/she is encouraged to seek additional information by obtaining a copy of the Act through the Human Relations Office or arranging a conference with the Assistant Superintendent for Human Resources, or his/her designated assistant.

FMLA Compliance Officer: Dr. Tiffany Slater Assistant Superintendent for Human Resources School District of University City 8136 Groby Road University City, Missouri 63130 (314) 290-4028

Revised: June 19, 2015 Revised: July 15, 2010 Revised: August 2, 2007 Revised: January 11, 2007 Revised effective: July 01, 2006 Approved: June 18, 1998 University City School Board 26

PERSONNEL SERVICES Article 4320.1

Absences, Leave and Vacation

Sick Leave

Sick leave shall be credited annually to each employee on the first day of the contract or employment year as follows:

1. Twelve (12) days per year for 12-month support staff employees.

2. Eleven (11) days per year for 11-month support staff members.

3. Eleven (11) days per year for 9-month teachers and other contractual staff members.

4. Staff members contracted or employed for less than full-time or less than a full year will be allotted sick leave proportional to the time employed.

5. Custodial/Maintenance and Food/Nutrition staff are not eligible for sick leave during the sixty (60) day probationary period.

6. The last paycheck in October will include the total number of sick leave days accumulated as of the preceding June 30.

New Employees - If, by reason of illness, a new employee is not able to begin work, he/she is not entitled to yearly sick leave and additional leave as herein provided. Such employee must work a minimum of one (1) day before being entitled to sick leave.

Terminating Employees - An employee terminating employment before the end of the contract or employment period who has used more sick leave than earned shall have the unearned sick leave deducted from the final check.

Accumulation of Sick Leave - Sick leave is accumulated without limit. Each staff member will be allowed sick leave to the extent that yearly sick leave allowable to him in previous years of employment, commencing September, 1946, has not heretofore been used by the employee. The records of the Business and Finance Office shall conclusively determine the prior number of days not used. Any break in service, other than an approved leave, cancels accumulated sick leave of the employee.

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Use of Sick Leave - In cases of absence, a staff member may use sick leave for:

1. Personal illness, injury, or temporary physical or mental disability. Childbirth will be treated as a temporary physical disability. The total period of temporary physical disability due to childbirth will generally be considered six (6) weeks for ordinary delivery, and eight (8) weeks for Cesarean delivery, unless the employee provides medical certification to the contrary.

2. Illness, injury, adoption, or temporary physical or mental disability within the immediate family.

3. Use of sick leave is limited to four (4) consecutive days per occurrence without a Family and Medical Leave Act (FMLA) certification form from a licensed health care provider or, alternatively, an application approved by Human Resources to draw sick leave pool days.

4. The Board reserves the right to require a licensed health care provider certificate where there is reasonable doubt as to the nature or extent of the absences. The Board also reserves the right to require a staff member to be examined by a licensed health care provider of the Board's choosing at the Board's expense when there is a reasonable doubt as to the nature or extent of the absences.

5. Support Staff only: Sick leave may be taken in two-hour increments.

6. An employee who has exhausted all paid sick leave and personal leave but who has unused vacation time may choose to use such vacation time during an absence that would otherwise qualify under this Article.

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7. Staff who leave the District after five (5) full school years of service (but who are not eligible for the Early Separation Incentive Plan) may return unused accumulated sick leave at the rate of $40 per day or 15% of their daily rate. In addition, teachers who are eligible for retirement under ESIP rules will receive 20% of their final daily rate or $45 per day, whichever is higher. Support staff members who are eligible for retirement under ESIP rules will receive a final daily rate of 20% of their final daily rate or $45 per day, whichever is higher, based on a 6-8 hour day. This amount will be prorated for staff working less than a 6-hour day.

8. Employees who are legally eligible under the Family and Medical Leave Act may also refer to the District’s FMLA Regulation, which addresses leave for serious health conditions.

9. Employees have the option to sell back a maximum of 12 sick days each year. The sell-back amount would be the greater of $40 or 15% of the daily pay rate. Each staff member must maintain a balance of 15 sick days. The deadline for exercising this option is October 15th, with payment disbursed by December 15th. Sick Leave Pool

A. Statement of Purposes and Scope

It is the purpose of this Article to provide extended sick leave beyond the normal sick and personal leave provided for full-time employees of the School District, when a full-time employee requires a period of recovery/recuperation as a result of incurring a Long-Term Illness or giving birth to a child.

As a courtesy to its employees, the District will contribute up-to fifteen (15) sick leave pool days per qualified employee into the pool. Therefore, employees will be relieved of any previously existing obligation to contribute days to the pool.

Under this Article, the term “year” shall refer to the statutory school year of July 1 through June 30. The term “day” shall refer to a workday.

The Sick Leave Pool is not designed to offer extended sick leave for routine or brief illnesses/injuries. This Article also does not intend that the term of the emergency sick leave be of permanent duration.

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B. Qualified Employees

1. After accumulated sick and personal days are utilized, all full-time employees will have access to a maximum of fifteen (15) days within the sick leave pool for catastrophic and long-term illnesses, inclusive of childbirth leave. The District will match the number of sick leave days accumulated by the employee, not to exceed fifteen.

2. All full-time employees will qualify to access the sick leave pool (“the pool”) during their first year of employment with the District (provided that they satisfy all other criteria upon application to the pool, as described more fully below).

3. In order to access the pool, an employee’s physician must first provide an appropriate physician’s confirmation, as described below.

C. “Long-Term Illness”

1. An employee has a “Long-Term Illness” if the employee has either a physical or mental illness/condition that meets all of the following criteria:

(1) The physical or mental illness/condition requires either inpatient or other continuing, regular treatment by a health care provider; and

(2) The physical or mental illness/condition has rendered the qualified employee unable to perform some or all of his/her essential job functions for five (5) or more consecutive workdays, and additional time beyond that five-day period is needed for the employee to recover and return to work; and

(3) The physical or mental illness/condition results in the employee’s use of all accrued paid sick and personal leave days, but additional days are necessary for recovery to permit the employee to return to work.

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2. An employee with a “Long-Term Illness” may apply for up-to 15 sick leave pool days in a single school year at one time or in successive requests. The 15 pool-days allotment will be the “cap” for such employee during any single school year.

3. An employee who incurs a second Long-Term Illness during the same school year may access that employee’s remaining pool days, up to the maximum cap of 15 pool days for that school year.

4. An employee who has already accessed the pool and who has a Long-Term Illness requiring ongoing medical treatment, but who is able to perform his or her essential job duties on one or more days per week, may continue to utilize the pool up-to the maximum fifteen (15) pool days for those days of the workweek during which he/she is unable to work because of the Long-Term Illness.

D. Childbirth

1. Childbirth qualifies as a condition recognized under this Article because it necessitates an extended physical recovery period for the employee.

2. An employee recovering from childbirth may draw from the pool up to fifteen days for an ordinary delivery or Cesarean delivery.

3. Either of these periods set forth immediately above may be extended if the employee otherwise meets the requirements to draw additional pool days because a continued medical need exists (i.e., a Long-Term Illness), as confirmed by the employee’s physician.

4. If an employee chooses not to draw pool days for recovery from childbirth, the employee is free to make that choice.

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E. Application of Sick/Personal or Vacation Leave and Five-Day Waiting Period

1. Before drawing any pool days, an employee will be subject to a five-workday waiting period before the employee will be permitted to draw days from the pool. This five-day waiting period cannot be waived and is mandatory. An employee may choose to apply unused leave toward this five-workday period. In the event that an employee does not have five leave days remaining, or if the employee does not want to use vacation days toward the five- workday waiting period, the employee is docked for the five (5) days out. The employee may draw from the pool beginning on the sixth workday.

2. An employee who returns to work after drawing pool days must work for a minimum of twenty (20) workdays before utilizing unused vacation days. This is for employees who earn vacation time. An exception may be made if the employee provides documentation (for example, a travel voucher, tickets, or receipt of purchase) verifying that travel arrangements were made before the employee’s long-term illness began. The purpose of this provision is to prevent an employee from being negatively impacted as a result of incurring a qualifying illness in close proximity to a planned travel vacation.

F. U. City Gap Leave

1. When an employee has reached the maximum 15 sick leave pool days, the employee will not be permitted to draw any additional sick leave pool days for the remainder of that school year. The employee may then use his/her unused vacation days (if any). However, the District understands that, on occasion, an employee may exhaust all pool days and vacation days, yet not be able to return to work immediately thereafter, but the employee will be able to return to work on the employee’s first scheduled workday of the following school year. The District has established the U. City Gap Leave to address this situation.

2. If an employee has used the full allotment of 15 pool days the employee may ask to be placed on U. City Gap Leave, provided that the employee’s physician first provides written verification that the employee will be able to return to work to perform the essential functions of his/her job (with or without reasonable accommodation as governed by law) on his/her first scheduled workday of the immediately following school year. In such event, the employee will be permitted to remain on U. City Gap Leave through the end of the school year in which the 15 days were drawn from the sick leave pool.

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An employee may elect to utilize any unused vacation days during the U. City Gap Leave period. Otherwise, the U. City Gap Leave is without pay. Regardless, the employee’s benefits will be maintained during the U. City Gap Leave period.

If an employee is unable meet the requirements for the U. City Gap Leave period, or if the employee fails to return to work on the employee’s first scheduled workday of the immediately following school year, the District may seek the termination of the employee as permitted by law and as authorized under District Policies and Articles of Agreement.

G. Administration and Review

1. Sick Leave Pool Application

To apply to draw sick leave pool days, an employee must submit the required paperwork to the Human Resources’ Office. When the employee desires to draw Sick Leave Pool days, the employee is responsible for complying with the following rules:

a. After an employee has taken four sick days in a row, the Office for Human Resources will send the employee a “Sick Leave Pool Application” form and an accompanying “Confirmation by Physician” form.

i. If the employee chooses to apply to draw days from the Sick Leave Pool (for a reason that qualifies under this Article), the employee must complete the Sick Leave Pool Application form and give the Confirmation by Physician form to the employee’s physician to complete.

c. The employee is responsible for submitting the completed Sick Leave Pool Application form and Confirmation by Physician form to the Office for Human Resources before days may be drawn from the Sick Leave Pool.

d. The employee is encouraged to submit these completed documents during the mandatory five-day waiting period described in Section E above. The employee’s failure to submit these completed documents will result in the

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docking of pay until this requirement is fulfilled. Pool days will not be applied retroactively if the employee belatedly submits these documents. However, the Assistant Superintendent for Human Resources may apply pool days retroactively in the rare event that the employee is incapacitated in the hospital, such that the employee is physically unable to return the completed forms as promptly as anticipated under this Article.

e. Upon submission of the completed forms, the employee will be notified promptly whether the application is granted. If the Office of Human Resources requires additional information to determine whether the application should be granted, the employee is expected to cooperate with that request.

2. Appeal to Superintendent

A decision to deny the Sick Leave Pool Application, or to appeal another decision made under this Article, may be appealed in writing to the Superintendent of Schools within three (3) school days of the issuance of the decision at issue. The employee must submit a written explanation of his/her position on the matter so that the Superintendent may assess the situation. No formal hearing shall be held. However, the Superintendent will review the written submission of the employee. The Superintendent may amend, reverse, or approve the Assistant Superintendent’s decision. To help her/him reach a decision on the appeal, the Superintendent may also request that the employee provide additional information that will enable it to make its determination. The decision of the Superintendent shall be final, and the applicant shall have no further appeal rights or right to grieve the matter to the Board.

3. Confidentiality

The District may refer this Article, and any proposed changes to this Article, to the appropriate meet-and-confer process. However, because of the confidential nature of the employee information submitted, no representative organization shall be granted access to any application materials submitted or to the information contained in the application materials. Application materials will be maintained in a location separate from the employee’s regular personnel file, as required by law.

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H. Emergency Sick Leave Pool Salary

Those granted Sick leave pool days shall receive full pay, less any standard pre-authorized or legally required deductions. Sick leave pool days are treated as income and, thus, subject to PSRS contributions and tax withholdings.

I. Family and Medical Leave Act Coordination

Nothing in this policy shall prevent the District from fulfilling its obligations under, or acting in accordance with, the Family and Medical Leave Act, which is the subject of Article 4315. Further, as noted in the Statement of Purpose and Scope, this Article is not intended to encompass all possible FMLA-qualifying conditions for which an employee may be eligible for leave under Article 4315. Where the FMLA provides rights that are greater than those set forth in this Article, the FMLA will govern.

All days that are drawn from the pool by an FMLA-eligible shall count against (i.e., run concurrently with) that employee’s entitlement of leave under the FMLA.

An employee who has questions about the coordination between the sick leave pool rules described in this Article and the FMLA should contact the District’s FMLA Compliance Coordinator, who is the Assistant Superintendent for Human Resources.

J. 2007-08 Additional Personal Day

Participants in the Sick Leave Pool during the 2006-07 school year who did not draw any days from the Sick Leave Pool during that school year will receive one (1) additional personal day for the 2007-08 school year. This is a one-time-only benefit.

Revised: June 19, 2015 Revised: June 19, 2009 Revised: August 2, 2007 Revised: May 2005 Revised: May 20, 2004 Revised: June 12, 2003 Approved: May 21, 1998 University City School Board 35

SCHOOL DISTRICT OF UNIVERSITY CITY SICK LEAVE POOL APPLICATION

Employee to complete each item on this page

______Employee Name Today’s Date

______School

______Position Held

I am applying to draw Sick Leave Pool days in accordance with District Article 4320.1.

I anticipate returning to work on ______, 20____ (if known).

I understand that my physician must complete the attached Confirmation by Physician form and that it must be returned to the Office of Human Resources as part of the application process.

I agree to comply with the terms of Article 4320.1. I acknowledge that I have received a copy of that Regulation and that I understand and agree with its terms.

______Date: ______Employee’s signature

------

For office use only below ------

Approved ______Date ______, 20___ Disapproved ______Date ______, 20___

COPY TO: ____ Business Office _____ Employee medical file _____ Employee

CONFIRMATION BY PHYSICIAN

I certify that I am the physician for ______. My patient has either given birth to a child or has a long-term illness, as described below:

Birth of Child:  The employee gave birth to a child on ______, 20____.  The type of delivery was: _____ Regular _____ Cesarean.

Long-Term Illness: The employee has a “Long-Term Illness” because the employee has a physical or mental illness/condition that meets both criteria below:

(1) The physical or mental illness/condition requires either inpatient or other continuing, regular treatment by a health care provider; and

(2) The physical or mental illness/condition has rendered the employee unable to perform some or all of his/her essential job functions for five (5) or more consecutive workdays, and additional time beyond that five-day period is needed for the employee to recover and return to work.

The nature of the Long-Term Illness is [briefly describe]:

______

The projected ending date of the Long-Term Illness (i.e., when my patient will return to work) is: ______.

______Date: ______, 20_____ Physician’s Signature

NOTE TO EMPLOYEE: You must return this completed form to the Human Resources Office as required by Article 4320.1 before drawing days from the Sick Leave Pool.

PERSONNEL SERVICES Article 4320.2

Absences, Leave and Vacation

Personal Leave

Staff may use four (4) days of sick leave per year as personal leave, which, if not used, accumulates as sick leave. Of the four (4) days allotted for personal leave, no more than two days can be consecutive.

Requests for personal leave must be submitted to the principal\supervisor at least two (2) working days in advance of the date leave is to commence, except that in the event of an emergency the request will be made by the staff member as quickly as possible.

Personal leave should not be used on the day(s) before or after a holiday, or Parent-Conference day(s), except as approved by principal or supervisor. Principal/supervisor may seek a reason in determining his/her approval or disapproval of the request. Requests for such personal leave shall be submitted to the principal/supervisor at least five (5) working days in advance of the date leave is to commence.

Staff do not have to give a reason for personal leave. However, the principal/supervisor shall have the authority to deny personal leave requests with sufficient reason/cause. The employee will be notified as soon as possible in writing.

The Assistant Superintendent of Human Resources shall have the authority to deny personal leave requests when a significant percent of leave requests are made in advance, and such percent is deemed to interfere with the needs of the District by exceeding the available substitute resource pool.

Absences may be charged against personal leave for the following reasons:

1. Tax investigation 2. Court appearances, unless applicable law requires no leave be charged to the employee (See Article 4320.4) 3. Wedding, graduation or funeral 4. Observance of a religious holiday 5. Conducting personal business of such a nature that it cannot be performed on a Saturday, Sunday or before or after school hours 6. Leave under the FMLA

Article 4320.2

7. Leave connected with duty as a volunteer firefighter, member of Missouri-1 Disaster Medical Assistance Team, Missouri Task Force One, Urban Search and Rescue Team or activation by the Federal Emergency Management Agency (FEMA) in times of national disaster. 8. Leave for other purposes as approved by the building principal.

Revised: July 15, 2010 Revised: August 2, 2007 Revised effective: January 11, 2007 Revised effective: July 01, 2006 Revised: May 20, 2004 Revised: June 12, 2003 Revised: September 6, 2001 Revised: March 16, 2000 Approved: July 9, 1998 University City School Board

PERSONNEL SERVICES Article 4320.3

Absences, Leave and Vacation

Bereavement Leave

A maximum of four (4) days bereavement leave will be allowed per occurrence for death in the immediate family. Immediate family shall include father, mother, brother, sister, husband, wife, child, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, foster parents, foster children, step parents, step children, grandparents, grandchildren, or members of one's own household regardless of relationship.

A maximum of two (2) days bereavement leave will be allowed per occurrence because of the death of an uncle, aunt, nephew, or niece. For bereavement leave involving the death of uncle, aunt, nephew, or niece, one travel day may be allowed for necessary travel over 300 miles round trip with approval of the Assistant Superintendent of Human Resources.

Bereavement days must be taken consecutively but may be taken before and/or after the events/services. Intermittent bereavement days are not permitted.

The Assistant Superintendent of Human Resources has the latitude to consider requests that fall under special circumstances category. Each case will be dealt with on an individual basis.

A bereavement form must be filled out for each occurrence with a supervisor’s signature and then turned in to the Assistant Superintendent of Human Resources for final approval. Additional information may be requested regarding proof of attendance and proof of travel distance. If approval is not granted, other type of leave will be used for the days absent.

Revised: May 19, 2016 Revised effective: June 19, 2009 Revised: January 11, 2007 Revised effective: July 01, 2006 Revised: May 15, 2002 Reaffirmed: May 21, 1998 University City School Board

PERSONNEL SERVICES Article 4320.4

Absences, Leave and Vacation

Leave for Jury Duty or Court Appearances

Days for jury duty will be allowed with pay upon written notification being sent to the principal or supervisor and to the Assistant Superintendent for Human Resources. A copy of the summons must be included.

Employees called for jury selection or service on a jury will not be requested or required to use annual vacation, personal leave, or sick leave for time required in such civic service. Paid leave will be granted for time spent responding to a summons for jury duty, time spent participating in the jury selection process, or time spent actually serving on a jury.

The amount of any fee collected by an employee in connection with jury duty shall be remitted to the Human Resources Office or be deducted from the employee's pay. The employee is required to submit verification of payment for jury duty to the Human Resources Office.

Employees who are subpoenaed for job-related court appearances will be released with pay. Written notification with a copy of the subpoena must be sent to the principal or supervisor and to the Assistant Superintendent for Human Resources.

Personal leave days will be used for non-job related court appearances. Additional personal leave days may be granted at the discretion of the Superintendent.

Election Leave

Any employee who is appointed as an election judge pursuant to state law may be absent on any election day for the period of time required by the election authority. The employee must notify the District at least seven (7) days prior to any election in which the employee will serve as an election judge. No employee will be terminated, disciplined, or otherwise subjected to adverse action based on the employee’s service as an election judge.

Leave to Vote

Employees who do not have three (3) successive hours free from work while the polls are open will be granted a leave period of up to three (3) hours to permit the employees three (3) successive hours while the polls are open for the purpose of voting. Requests for such leave must be made prior to Election Day, and the employee’s supervisor will designate when during the workday the leave should be taken. Any employee who properly requests leave to vote and uses the leave for that purpose will not be subject to discipline, termination or loss of wages or salary.

Article 4320.4

Crime Victim Leave

Any employee who is a crime victim, who witnesses a crime or who has an immediate family member who is a crime victim will not be required to use vacation, personal or sick leave in order to honor a subpoena to testify in a criminal proceeding, attend a criminal proceeding or participate in the preparation of the criminal proceeding.

Revised: July 15, 2010 Revised: August 2, 2007 Revised: January 11, 2007 Revised: July 13, 2006 Approved: May 21, 1998 University City School Board

PERSONNEL SERVICES Article 4320.5

Absences, Leave and Vacation

Military Leave

An employee who is a member of the National Guard, or an organized military service of the United States, and who is required by laws of the United States or the State of residence of the employee to report for military duty, including training, shall be eligible for a grant of military leave.

Application for military leave shall be made in advance, as soon as practicable after the employee becomes aware of his/her obligation to report and immediately upon the employee's receipt of official notice to report. A copy of the official orders must be added to the leave application. The Superintendent/designee must approve the application. Emergency mobilization orders shall be dealt with on an individual basis.

The District recognizes that employees who receive notice to report for duty typically are not provided with discretion as to when to report. However, whenever an employee has a choice as to when to report for military duty, the employee's military leave shall be arranged during periods in which school is not in session. When the employee is given a choice as to when to report for duty, the Superintendent/designee may request that the employee seek a change in military orders if such a change appears to be in the best interest of the District.

Employees shall receive leave with pay for the first fifteen (15) calendar days of military leave in each federal fiscal year. Additional military leave shall be without pay, except as required by federal and state law. The employee's District salary during periods in which the employee is entitled to leave with pay shall be reduced by a figure equivalent to the gross salary received from the State of Missouri or the Federal government for the same period. No employee shall be paid under this provision an amount in excess of the total salary the employee would have received while fulfilling the employee's regular assignment with the District.

Each employee shall furnish a copy of the employee's military payroll voucher to the Superintendent/designee within thirty (30) days of the employee's return to regular assignment so that the necessary salary adjustments can be made.

Employee eligibility for reinstatement after military duty is completed shall be determined in accordance with federal and state laws.

Revised: August 2, 2007 Revised: September 6, 2001 Approved: June 18, 1998 University City School Board

PERSONNEL SERVICES Article 4320.8

Absences, Leave, and Vacation

Adoption Leave

Leave to adopt a child will be granted to those male or female staff members who request it and who provide appropriate documentation of the adoption. An employee is permitted to take up to a total of thirty (30) days of paid leave for adoption purposes. The District will provide an employee with ten (10) paid leave days for adoption purposes. However, prior to receiving the 10 District-provided days for adoption, an employee must exhaust all of his or her accrued sick, personal and vacation time.

The District will comply with the provisions of the FMLA when granting any additional leave for adoption to those employees who are eligible for such leave under the FMLA.

Adoption does not include the action of assuming physical or legal custody of a child or power of attorney over a child.

Revised effective: June 19, 2009 Adopted: August 2, 2007 University City School Board

PERSONNEL SERVICES Article 4320.9

Absences, Leave and Vacation

Emergency Service Leave

Staff members joining any fire department, fire protection district, volunteer firefighter department, the Missouri-1 Disaster Medical Assistance Team, Missouri Task Force One, Urban Search and Rescue Team, or staff member activated by the Federal Emergency Management Agency (FEMA) to respond to a national disaster will not be subject to dismissal due to their joining such organizations.

Employees will be allowed to use personal, vacation and/or unpaid leave for any time taken to respond to an emergency in the course of performing duties for disaster relief.

Employees are required to make every reasonable effort to notify their supervisors that they will be absent or late due to emergency service. Employees are required to provide their District principal or supervisor with a written statement from the supervisor of the volunteer emergency service stating that the District employee responded to an emergency along with the time and date of the emergency. Failure to do so may result in the employee being docked.

Adopted: July 15, 2010 University City School Board

PERSONNEL SERVICES Article 4330

Absences, Leave, and Vacation

Vacation: Non -Certified Staff

Educational support personnel, employed on 12 months per year basis, receive ten (10) days annual vacation with pay for complete years of employment one (1) through five (5). A complete year of employment is defined as July 1 through June 30. Vacation time shall be taken at such time as may be approved by the Supervisor.

Additional days of vacation are allowed according to the following table:

1 - 5 years 10 days vacation 6 - 10 years 15 days vacation - must complete 5 full years 11 - 15 years 20 days vacation - must complete 10 full years 16 - 18 years 21 days vacation - must complete 15 full years 19 - 21 years 22 days vacation - must complete 18 full years 22 - 24 years 23 days vacation - must complete 21 full years 25 - 27 years 24 days vacation - must complete 24 full years 28 - 30 years 25 days vacation - must complete 27 full years

This change in policy will affect vacation days earned during the period beginning July 1, 2004, through June 30, 2005. A complete year of employment is defined as July 1 through June 30. Vacation time shall be taken at such time as may be approved by the Supervisor.

During the first year of employment, eligible staff earn vacation days prorated from the date of employment to the end of the fiscal year and vacation days may not be taken in advance of accrual. Custodial/maintenance employees do not earn vacation days during their initial probationary period.

Eligible staff are encouraged to use all vacation days within twelve months of accrual. Maximum accumulation of one year's total earned and unused vacation days may carry forward from one fiscal year to the next.

Part-time educational support personnel, employed on a 9, 10 or 11 months per year basis, do not earn vacation.

Revised: July 15, 2004 Revised: May 20, 2004 Revised: November 1, 2001 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4340

Absences, Leave, and Vacation

Holidays

1. Certified and professional staff are contracted for the academic year. Paid holidays are as follows:

Thanksgiving Day December 25 January 1

2. Full-time educational support personnel are hired for a 260 day work year. Paid holidays are as follows:

260 workday 12 month employees: (12)

July 4 Martin Luther King's Day Labor Day Presidents’ Day Thanksgiving Day Spring Recess – 1 day The Day After Thanksgiving Memorial Day Winter Recess

3. Part-time educational support personnel are hired for either 9, 10, or 11 months. All elementary and some secondary support employees work less than 12 months. Paid holidays are as follows:

Part-time 9/10/11 month employees: (6)

Labor Day Martin Luther King's Day Thanksgiving Day Presidents’ Day The Day After Thanksgiving Spring Recess - Friday Winter Recess

4. Temporary and substitute staff and those staff members whose compensation is determined solely by client contact hours shall not be eligible for paid holidays.

Revised: November 1, 2001 Approved: June 18, 1998 University City School Board

PERSONNEL SERVICES Article 4420.1

Professional Activities, Training and Professional Growth

Conferences and Travel: Non-certified Staff

Guidelines for Travel and Conference Requests

In order to conservatively use funds and to provide an equal opportunity for staff to attend conferences, the following guidelines are established with respect to requests to be away from assigned duties in order to attend workshops and conferences:

1. Individuals who request to attend a professional conference must complete a Conference Request Form accurately and include all pertinent background information, as requested (e.g. brochure).

2. Requests must be signed by the principal or supervisor and submitted to the PDC Committee’s mailbox located at the McNair Administration Building by the 1st Friday of each month so as to be received by the Assistant Superintendent for Human Resources at least 30 days prior to the date of the conference.

3. The District will pay registration fees.

4. Conference attendees will not be reimbursed unless proper documentation of attendance and verification of expenses are submitted.

5. Request to attend professional conferences for the sole purpose of selling items for personal gain or for professional organizations will not be approved.

6. Employees must state on the Conference Request Form whether or not the sponsoring organization is paying the conference attendee any monetary funds or travel expenses. Any employee who receives monetary funds from the sponsoring organization must remit these funds to the District.

7. If an employee is a presenter at a conference and receives payment for the presentation, he/she may keep the stipend.

Adopted: August 2, 2007 University City School Board

PERSONNEL SERVICES Article 4513

Compensation

Salary Guides: Non-Certified Staff

I. Support Staff Salary Adjustment

The School District of University City encourages members of the support staff to continue their education and shall provide a salary adjustment to those support staff members who have obtained certification/licensure, an Associate’s, Bachelor’s, Master’s or Doctorate degree.

The support staff salary adjustment shall be additional compensation, based upon the following table:

A. Licensure/Certification 3% Salary Adjustment

B. Associate’s Degree 4% Salary Adjustment

C. Bachelor’s Degree 5% Salary Adjustment

D. Master’s Degree 6% Salary Adjustment

E. Doctorate Degree 7% Salary Adjustment

General Rules

1. Pending pre-approval and validation by the District’s Executive Director of Operations, employees who obtain certification or licensure as a Heating, Ventilation and Air Conditioning (HVAC) Technician, Plumber or Electrician will receive a 3% salary adjustment.

Pending receipt of an official transcript by the District’s Assistant Superintendent for Human Resources, employees who obtain an Associate’s Degree after July 1, 2014, will receive a 4% salary adjustment.

Pending receipt of an official transcript by the District’s Assistant Superintendent for Human Resources, employees who obtain a Bachelor’s Degree after July 1, 2014, will receive a 5% salary adjustment.

Pending receipt of an official transcript by the District’s Assistant Superintendent for Human Resources, employees who obtain a Master’s Degree after July 1, 2014, will receive a 6% salary adjustment.

Pending receipt of an official transcript by the District’s Assistant Superintendent for Human Resources, employees who obtain a Doctorate Degree after July 1, 2014, will receive a 7% salary adjustment.

Article 4513

2. Salary adjustments will only be awarded if the certification, licensure, undergraduate or graduate degree is related to educational disciplines and/or performance improvement

3. Salary adjustments apply to personnel who are employed during the regular school year or annually in support staff positions. (Summer School is not included).

4. Salary adjustments are applicable to all educational support staff groups.

5. Salary adjustments will commence on the first payment of next month's pay period following approval by the Assistant Superintendent for Human Resources.

Revised: June 26, 2014 Revised: January 11, 2007 Revised effective: July 01, 2006 Revised: May 19, 2005 Revised: June 17, 1999 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4516

Compensation

Salary Checks and Deductions

All staff members are paid twice each month, normally on the fifteenth and the last day of the month. When a regularly scheduled payday falls on Saturday, Sunday, or a holiday, paychecks are distributed on the last working day prior to the fifteenth or last day of the month

Teacher Salary Payments:

All teachers and other academic year contractual staff will be paid over 12 months in 24 payments starting the 31st of August, for the period August 31st through July 15th. First year certified employees have the option of being paid over 12 months in 25 payments starting the 15th of August, for the period of August 15th through July 15th.

Any teacher or other academic year contractual staff who is currently being paid over 10 months shall be grandfathered and may continue to be paid over 10 months in 20 payments, for the period September 15 through June 30.

June, July, and August checks will be deposited to the institution of record in the Human Resources and Finance Offices. Any emergency situations will be addressed on an individual basis by the Chief Financial Officer.

Educational Support Staff Salary Payments:

For all full and part-time non-contractual employees, the total compensation is prorated over the appropriate number of pay checks as indicated in the employee's Letter of Employment.

Hourly Based Employee Salary Payments:

For all hourly paid employees and substitute teachers, the hours worked during the period from the first day through the fifteenth day of the month are paid on the last day of the month payroll. Hours worked during the period from the fifteenth through the last day of the month are paid on the fifteenth of the next month payroll.

Daily Rate of Pay:

A. A daily rate of pay for contractual staff will be determined by dividing the annual salary by the number of working days in the contract year.

Article 4516

B. The daily rate of pay for non-contractual staff is determined by the appropriate Salary Schedule for the current year. This amount is also indicated on the letter of employment sent to full and part-time educational support staff members. Daily rate can be determined by multiplying number of hours per day by hourly rate.

Salary Deductions:

Federal Withholding Tax - retained for the Collector of Internal Revenue as payment on the employee's Federal Income Tax for the current year. The amount withheld is determined by salary and the number of dependents. No salary check will be issued until all withholding forms are submitted.

State Withholding Tax - retained for the Missouri Department of Revenue. The amount withheld is determined in the same manner as the Federal Income Tax. Employees may authorize additional sums to be withheld by notifying the payroll department in writing and completing a new W-4 form indicating the additional amount to be withheld each pay period. Any employee who has not received both the State and Federal employee's withholding exemption certificates should notify the Human Resources Office. No salary checks will be issued until all withholding forms are submitted.

Before October 1, each employee is responsible for making a careful study of all withholdings and establishing the amount to be withheld. If changes are necessary for the second semester, the payroll department should be notified in writing on or before January 1.

Public School Retirement System of Missouri (PSRS) - All full-time teachers, part-time teachers who work seventeen (17) hours or more per week and certificated support staff employees who work at least half-time automatically become members of this program.

Public Education Employees Retirement System of Missouri (PEERS) - Part-time teachers who work less than half time, substitute teachers and non-certificated employees who work twenty (20) or more hours per week on a regular basis for thirty (30) calendar days are members of this program and are also covered by Social Security.

Social Security - (F.I.C.A.) All employees of the District who are not members of the certified teacher section of the Missouri Public School Retirement System are covered by Social Security, and seven and sixty-five hundredths percent (7.65%) will be withheld from their pay to cover the mandatory contribution. Employees who are members of the certified teacher section of the Missouri Public School Retirement System are not covered by Social Security.

Medicare - Those certified employees appointed after April 15, 1986 are subject to the Medicare portion of Social Security, i.e. one and forty-five hundredths percent (1.45%) which shall be withheld from their pay.

Article 4516

Tax Shelters and Deferred Compensation Plans - The Board of Education has approved employee participation in Tax Sheltered Annuity and/or Tax Sheltered Account, both known as a TSA, as allowed by IRS section 403(b), and Deferred Compensation Plans, as allowed by IRS section 457. The School District provides for payroll deduction and processing for participating employees.

Under these programs, a District employee may authorize the Board of Education to withhold a specified amount of salary for any contract or employment year. The employee may participate in any eligible program offered by companies on the District's authorized deduction list. A revised contract authorizing the withholding for such programs must be filed in three copies with the Human Resources Office no later than August 31 to become effective in September, or December 31 to become effective in January, or in the case of teachers newly employed, before the first pay check.

No new program sponsors will be added except when ten (10) or more employees opt to enroll and participate with new proposed sponsor. In addition, when a program has less than five (5) active participants, that sponsor shall be eliminated from the District's authorized deduction list. Those participants in such a program may remain until all participants voluntarily withdraw. Once program has been eliminated from the District's authorized list, it must meet the ten (10) member requirement in order to be reinstated.

Participating employees should carefully consider the potential for growth and the risk factors involved when investing in any of the above programs. While the District provides for payroll deductions and processing of payments, such investments are optional and the sole responsibility of the participating employee.

Savings Bonds - Employees may authorize payroll reduction for the purpose of purchasing United States Savings Bonds as issued by the Department of the Treasury. The School District provides for payroll deduction and processing for participating employees.

Direct Deposit – All employees are compensated via mandatory direct payroll deposit, which is currently available through the District's repository bank and/or the designated credit union.

Salary Deductions - Any staff member may authorize additional voluntary deductions from District approved options.

Revised: June 19, 2015 Revised: February 1, 2007 Revised: July 13, 2006 Revised: March 16, 2000 Revised: June 17, 1999 Approved: May 21, 1998 University City School Board

PERSONNEL SERVICES Article 4520

Compensation

Benefits

Benefits in addition to basic salary are recognized by the Board of Education as an integral part of the total compensation plan for professional staff members. The benefits extended to the staff will be designed to promote its present and future economic security.

Medical, Dental, Vision and Life Insurance

The Board provides group medical, dental, vision and life (with AD & D) insurance for all full-time employees and shares one-half of the cost of coverage for half-time employees. Employees who work part time, but at least six hours per day will have 85% of their medical coverage provided by the District and will then be responsible for the remaining 15% coverage.

Insurance coverage for professional employees is effective the first day of work specified in the employee's contract. Coverage for support staff (staff not working under a contract) is effective on the first day of employment. Payroll deductions are in ten (10) payments for twelve months of coverage.

Changes in coverage, submitted in writing to the Human Resources Office, can only be made during open enrollment periods, currently the month of September. Requests for changes will not be honored at any other time except in cases of change in marital status or new born child, or other carrier-defined "Qualifying Event."

Full-time employees who “opt-out” of the District’s benefits plan will receive a $125 monthly stipend. Proof of insurance must be submitted to the Human Resources Department before the stipend is authorized.

Employees who belong to the Missouri Public School Retirement System will have the appropriate amount of the insurance premium deducted from their paychecks to cover mandatory contributions to the retirement system, as per membership and statutory requirement.

Optional Medical and Dental Insurance

The District has made arrangements for an employee to purchase optional medical and dental insurance for their spouse and/or dependent children at the employee's expense. The optional medical insurance must be with the same plan as the employee's plan. Payments for optional insurance must be made through payroll deduction. Availability of this benefit depends on employee participation and insurance company’s willingness to provide the coverage.

Article 4520

Optional Life Insurance

The District has made arrangements with a life insurance company to make available term life insurance for District employees, at the employee's expense, at a group rate. Payments for this insurance must be made through payroll deduction. Availability of this benefit depends on employee participation and insurance company’s willingness to provide the coverage.

Optional Short-Term Disability Plan

The District will make available to employees, on a voluntary basis, a short-term disability plan with coverage (67% of the employee’s salary) effective for 30 days, with a 30 day waiting period. Employees must use all leave days before this coverage would take effect. The District would pay 50% of the premium, assuming the employee pays the remaining 50%. This plan will be negotiated through the District’s Insurance Committee. Employees will have the option of using District and vendor-purchased disability plans concurrently. The District will pay 100% of the short-term disability premium for support staff during their first year of employment.

Section 125 Plan

The District will make available an IRS Section 125 Plan for those employees who make medical and/or dental insurance premium contributions through payroll deduction, for medical reimbursement and/or for child and dependent care expenses and other provider available options.

Employee Assistance Program

The District provides confidential, professional counseling services for all full-time employees, part-time certified staff, part-time support staff members who are enrolled in the group medical plan plus those employees on optional medical coverage, and their immediate family members.

Liability Insurance

All employees of the District are covered by a Comprehensive General Liability insurance policy.

Worker's Compensation

Employees injured on the job and unable to continue with regular duties will receive benefits paid by the Board according to the Worker's Compensation Act of the State of Missouri. All rules and regulations related to that process will be followed. Employees driving District owned or subsidized vehicles are not covered by Worker’s Compensation when driving such District owned vehicles to or from the home.

The medical provider for claims under Worker's Compensation shall be determined by the requirements of the District's insurance carrier. Notice of the designated provider will be distributed to each building/office annually.

Article 4520

There is a three-day waiting period prior to an employee receiving benefits. During those three days and only at that time is an employee eligible to use accumulated sick leave. After the three-day waiting period worker's compensation benefits will begin and an employee's salary normally paid by the District will be discontinued until the employee is allowed to return to work. Returning to work requires written authorization from the worker's compensation physician.

While out due to injury, and under worker's compensation, an employee will receive monetary compensation only under worker's compensation benefits. Employees do not have the option to select how they are paid. Employees will not receive normal salary compensation from the University City School District while they are convalescing.

Unemployment Compensation

The District provides unemployment compensation to eligible individuals in compliance with the Missouri Division of Employment Security.

Advisory Insurance Group

An Advisory Insurance Group shall cooperatively review specifications and detail coverage for insurance and make recommendations regarding the carriers. The Advisory Insurance Group will be composed of representatives of the UCEA, UCFT, food service, secretarial, custodial/ maintenance, certified, administrative and retired employees, plus the insurance consultant. The recommendations of this committee shall be presented to the Superintendent for presentation to the Board for its consideration.

Revised: May 19, 2016 Revised: June 19, 2015 Revised: August 7, 2008 Revised: July 13, 2006 Revised: June 12, 2003 Revised: September 6, 2001 Approved: June 18, 1998 University City School Board

PERSONNEL SERVICES Article 4531

Professional Activities, Training and Professional Growth

Tuition Assistance: Non-certified Staff The Board of Education recognizes the value of professional study and shall provide tuition reimbursement for support staff employees who successfully complete college credit or technical certification. Employees are required to receive prior approval from the superintendent or designee.

a. The maximum dollar amount of reimbursement for college courses, or the equivalent, per credit hour, shall not exceed that which is charged for undergraduate or graduate hours by the University of Missouri - St. Louis or the actual cost, whichever is lower. b. Employees will not be reimbursed for more than twelve college credit or certification hours in any school year beginning with the fall semester and concluding at the end of the following summer session. c. College courses/certification courses must be taken at an accredited institution where the employee can receive a degree, diploma or certification. College courses/certification courses must be pre-approved to be eligible for the tuition assistance program. d. The District shall not reimburse any course for which the support staff employee incurs no tuition cost nor for any incidental cost, including but not limited to textbooks, supplies, registrations fees and parking fees.

Upon successful completion of the course/certification with a grade of “A” or “B”, or “P” if a pass/fail system is used, the support staff employee must provide the Assistant Superintendent for Human Resources with an official transcript and an original verification of payment.

Official transcripts and verifications of payment for classes taken from August through July of the current school year must be turned in by September 15th of the next school year for the payment no later than October 31st. If an extension to the listed due date is required, it must be approved by the Assistant Superintendent of Human Resources. Tuition reimbursement approval is only for classes related to the business of the school district.

Tuition Reimbursement from the District must be repaid (based on payment to the employee) if the employee leaves within one year at the rate of 100% and within two years at the rate of 50%. Employees eligible for ESIP would be exempt from this clause.

A tuition cap of $100,000 for the District will be implemented for the payment made in October 2017. Each staff member will be reimbursed up to the cost of 6 credit hours at the UMSL rate. Requests for reimbursement that exceeds this amount will be prorated up to $100,000. The District shall make no payment to employees separated from the District at the time of reimbursement.

Revised: May 19, 2016 Revised: June 24, 2014 Revised: July 17, 2008 Revised: January 11, 2007 Revised effective: July 01, 2006 Approved: May 19, 2005University City School Board

PERSONNEL SERVICES Article 4541

Compensation

Merit Recognition: Non-Certified Staff

A. MERIT RECOGNITION

Merit recognition is defined as:

1. Movement on the salary schedule or as advancement of up to $1.00 per hour beyond the top of the salary schedule.

2. Educational support staff approved for merit recognition, who are at the top of the salary schedule, shall receive $0.50 per hour after their approval, as provided herein.

B. RECOMMENDATION PROCESS

The evaluator must select and document directly the meritorious behavior of the to be cited employee and prepare those materials needed to verify his/her determination. Documentation materials must be received by the Assistant Superintendent for Human Resources no later than May 15th. 1. Merit is a confidential process that prohibits the nominee's access to the information or knowledge of candidacy.

2. The decision to grant merit will be made by the Human Resources Office with the assistance of other members of the Cabinet recommendations.

3. The Human Resources Office will report its findings to the Superintendent for salary placement.

4. The Superintendent will review the recommendation of the Human Resources Office and make recommendations to the Board of Education.

5. Educational support personnel, if recommended for merit by the Superintendent and approval by the Board of Education, will be remunerated appropriately, commencing the next school year.

C. RECOMMENDATIONS

The recommendation for merit consideration from the evaluator will include specific examples of the performance and documentation to verify that performance.

Article 4541

To be eligible the employee shall:

1. Be beyond the first full year of employment or 36 months since any previous merit recognition. Employees at the top step on the salary schedule may receive merit recognition only two (2) times.

2. Have demonstrated continuous (more than one year) outstanding performance in his/her position, contributed to the total school (building or District) program through leadership and/or service.

3. Have his/her overall evaluation rating reflect excellent performance.

4. Show that he/she performs assigned tasks and routine tasks in an exceptional fashion on a continuous basis.

5. Substantiate the recommendation for merit through other means.

D. MERIT RECOGNITION IS NOT

This regulation is not to be used to:

1. increase or advance the salary of a member of the educational support staff to encourage remaining with the District.

2. give a bonus or longevity award for personnel with many years of service.

3. reward for an outstanding project or other single effort.

4. reward for daily performance meeting the District’s expectation for above average performance.

Revised: January 11, 2007 Revised effective: July 01, 2006 Approved: June 18, 1998 University City School Board

PERSONNEL SERVICES Article 4601

Performance Evaluation

Staff Conduct/Teaching Standards/Staff-Student Relations

The Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the School District. In building a quality program, employees must meet certain expectations that include, but are not limited to, the following:

Staff Conduct

1. Become familiar with, enforce and follow all Board policies, regulations, administrative procedures, other directions given by District administrators and state and federal laws as they affect the performance of job duties.

2. Maintain courteous and professional relationships with pupils, parents/guardians, other employees of the District and all patrons of the District.

3. Properly supervise all students. The Board expects all students to be under assigned adult supervision at all times during school and during any school activity. Except in an emergency, no employee will leave an assigned group unsupervised.

4. Keep all student records, medical information and other sensitive information confidential as directed by law, board policy, District procedures and the employee’s supervisor.

5. Transmit constructive criticism of other staff members or of any department of the school district through the District’s administrative organizational structure or chain of command.

6. Refrain from using profanity.

Teaching Standards

All teachers shall:

1. Be knowledgeable of the content and prepared for instruction.

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2. Keep current on instructional knowledge and explore changes in teaching behavior that will improve student performance.

3. Promote active student participation in the learning process and ensure that all students have success.

4. Use various forms of assessment to monitor and manage student learning.

5. Effectively maintain student time on task.

6. Act as a responsible professional in carrying out the mission of the District.

Students Living with Staff

The District does not permit its students to live, either temporarily or permanently, with employees of the District unless legally authorized under law. Accordingly, District employees are prohibited from inviting or allowing District students to reside with them, regardless of the duration of the student’s stay.

An employee who is the natural custodial parent of a student, or who otherwise has acquired court-approved legal guardianship over the student, is exempted from this prohibition. A power of attorney document does not constitute legal guardianship and, as such, is unacceptable for this purpose.

Staff/Student Relations Definitions Educational Purpose – A reason associated with the staff member's duties in the District including, but not limited to: counseling, the treatment of a student's physical injury, or coordination of an extracurricular activity, depending on the staff member's job description. Staff Member – For the purposes of this policy, a staff member is any individual employed by the District, including part-time and substitute employees and student teachers. Student – Individuals currently enrolled in the School District of University City. General Staff members are expected to maintain courteous and professional relationships with students. All staff members have a responsibility to provide an atmosphere conducive to learning through consistently and fairly applied discipline and the maintenance of physical and emotional boundaries with students. These boundaries must be maintained regardless of the student's age, the location of the activity, whether the student allegedly consents to

Article 4601 the relationship or whether the staff member directly supervises the student. Maintaining these boundaries is an essential requirement for employment in the District. Students are unable to legally welcome or consent to relationships of a physical, sexual or dating nature, so whether such conduct is welcome or whether the student consents is not a defense. Although this policy applies to the relationships between staff members and District students, staff members who inappropriately interact with any child may be disciplined or terminated when the District determines such action is necessary to protect students. Absolute Prohibitions There are some interactions between staff members and students that are never acceptable and are absolutely prohibited including, but not limited to: 1. Touching, caressing, fondling or kissing students in a sexual or sexually intimate manner. 2. Dating a student or discussing or planning a future romantic or sexual relationship with a student. The District may presume that this provision has been violated if a staff member begins a dating or sexual relationship with a student immediately after graduation or immediately after a student has left the District. 3. Making sexual advances toward a student or engaging in a physical or sexual relationship with a student. 4. Engaging in any conduct that constitutes illegal harassment or discrimination as defined in policy AC or that could constitute a violation of that policy if pervasive. 5. Engaging in any conduct that violates Board policies, regulations or procedures or constitutes criminal behavior. Exceptions to This Policy The goal of this policy is to protect students from harm and staff members from allegations of misconduct by requiring staff members to maintain professional boundaries with students. The district does not intend to interfere with or impede appropriate interactions between staff members and students. An emergency situation or an educational purpose might justify deviation from some of the professional boundaries set out in this policy. Likewise, staff members might be related to students or have contact with students outside the school environment through friends, neighborhood or community activities, or participation in civic, religious or other organizations. These contacts might justify deviation from some of the standards set in this policy, but under no circumstance will an educational or other purpose justify deviating from the "Absolute Prohibitions" section of this policy. The staff member must be prepared to articulate the reason for any deviation from the requirements of this policy and must demonstrate that he or she has maintained an appropriate relationship with the student. To avoid confusion, the district encourages staff members to consult with their supervisors prior to engaging in behaviors or activities that 62

Article 4601 might violate professional boundaries as defined in this policy. Failure to Maintain Boundaries Unless an educational purpose exists or an exception as defined in this policy applies, examples of situations where professional physical and emotional boundaries are violated include, but are not limited to: 1. Being alone with a student in a room with a closed or locked door or with the lights off. Counselors or others who need to work with students confidentially must discuss with their supervisors the appropriate manner of meeting with students. 2. Meeting students in non-work settings without the parent/guardian being present, even if the parent/guardian grants permission. 3. Associating with students in any setting where students are provided, are consuming or are encouraged to use or consume alcohol, tobacco, drugs or any other product or service prohibited to minors. 4. Communicating with students about sexual topics verbally or by any form of written, pictorial or electronic communication. 5. Discussing the staff member's personal problems with or in the presence of students. 6. Sponsoring parties for students outside of school unless as part of an extracurricular activity that is appropriately supervised by additional staff members. 7. Inviting students to the staff member's home. 8. Being present when students are fully or partially nude. 9. Sending students on personal errands. 10. Allowing a student to drive the staff member's vehicle. 11. Providing a student (other than the staff member's children, stepchildren or other children living in the staff member's home) transportation in the staff member's personal vehicle without a supervisor's approval, unless another staff member or the student's parent/guardian is also present in the vehicle. 12. Allowing any student to engage in behavior that would not be tolerated if done by other similarly situated students. 13. Giving gifts to individual students. 14. Frequently pulling a student from another class or activity to be with the staff member.

Article 4601 Electronic Communication Staff members are encouraged to communicate with students and parents/guardians for educational purposes using a variety of effective methods, including electronic communication. As with other forms of communication, staff members must maintain professional boundaries with students while using electronic communication regardless of whether the communication methods are provided by the District or the staff member uses his or her own personal electronic communication devices, accounts, webpages or other forms of electronic communication. The District's policies, articles, procedures and expectations regarding in-person communications at school and during the school day also apply to electronic communications for educational purposes, regardless of when those communications occur. Staff communications must be professional, and student communications must be appropriate. Staff members may only communicate with students electronically for educational purposes between the hours of 6:00 a.m. and 10:00 p.m. Staff members may use electronic communication with students only as frequently as necessary to accomplish the educational purpose. 1. When communicating electronically with students for educational purposes, staff members must use District-provided devices, accounts and forms of communication (such as computers, phones, telephone numbers, e-mail addresses and District-sponsored webpages or social networking sites), when available. If District-provided devices, accounts and forms of communication are unavailable, staff members communicating electronically with students must do so in accordance with number two below. Staff members may communicate with students using District-provided forms of communication without first obtaining supervisor approval. These communications may be monitored. With District permission, staff members may establish websites or other accounts on behalf of the District that enable communications between staff members and students or parents/guardians. Any such website or account is considered District sponsored and must be professional and conform to all District policies, articles and procedures. 2. A staff member's supervisor may authorize a staff member to communicate with students using the staff member's personal telephone numbers, addresses, webpages or accounts (including, but not limited to, accounts used for texting) to organize or facilitate a District-sponsored class or activity if the communication is determined necessary or beneficial, if a District-sponsored form of communication is not available, and if the communication is related to the class or activity. The District will provide notification to the parents/guardians of students participating in classes or activities for which personal electronic communications have been approved. Staff members may be required to send the communications simultaneously to the supervisor if directed to do so. Staff members are required to provide their supervisors with all education-related communications with District students upon request.

Article 4601 3. Staff use of any electronic communication is subject to the District's policies, articles and procedures including, but not limited to, policies, articles, procedures and legal requirements governing the confidentiality and release of information about identifiable students. Employees who obtain pictures or other information about identifiable students through their connections with the District are prohibited from posting such pictures or information on personal websites or personal social networking websites without permission from a supervisor. 4. The District discourages staff members from communicating with students electronically for reasons other than educational purposes. When an electronic communication is not for educational purposes, the section of this policy titled "Exceptions to This Policy" applies, and if concerns are raised, the staff member must be prepared to demonstrate that the communications are appropriate. This policy does not limit staff members from communicating with their children, stepchildren or other persons living within the staff member’s home who happen to be students of the district. Consequences Staff members who violate this policy will be disciplined, up to and including termination of employment. Depending on the circumstances, the district may report staff members to law enforcement and the Children's Division (CD) of the Department of Social Services for further investigation, and the District may seek revocation of a staff member's license(s) with the Department of Elementary and Secondary Education (DESE). Reporting Any person, including a student, who has concerns about or is uncomfortable with a relationship or activities between a staff member and a student should bring this concern immediately to the attention of the principal, counselor or staff member's supervisor. If illegal discrimination or harassment is suspected, the process in policy AC will be followed. Any staff member who possesses knowledge or evidence of possible violations of this policy must immediately make a report to the district's administration. All staff members who know or have reasonable cause to suspect child abuse shall immediately report the suspected abuse in accordance with Board policy. Staff members must also immediately report a violation or perceived violation of the district's discrimination and harassment policy (AC) to the district's nondiscrimination compliance officer. Staff members may be disciplined for failing to make such reports. The District will not discipline, terminate or otherwise discriminate or retaliate against a staff member for reporting in good faith any action that may be a violation of this policy. Training The district will provide training to district staff that includes current and reliable information on identifying signs of sexual abuse in children and potentially abusive relationships between children and adults. The training will emphasize legal reporting requirements and cover how to establish an atmosphere where students feel comfortable discussing matters related to abuse

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Professional Appearance Minimum Standards

A. Minimum Standards

The minimum standard of professional appearance for all School District of University City employees shall be as follows:

1. During the workday and anytime employees attend work-related activities, employees shall exhibit a professional appearance. Employees who have questions regarding acceptable dress in these instances should consult with their supervisor.

2. All employees shall be physically clean, neat and well groomed.

3. All employees shall wear their identification badges at all times during the workday.

4. Excessively short, revealing, and/or tight fitting clothing is prohibited. Undergarments may not be visible.

5. Supervisors and principals are authorized to approve, on a case-by-case basis, exceptions to the Minimum Standard of Professional Appearance for employees who wear culturally or ethnically-based clothing. Exceptions must be requested and granted prior to the employee’s wearing the clothing to work.

B. Enforcement

The supervisor and/or principal shall be responsible for enforcing the Minimum Standards of Professional Appearance based on his/her evaluation of the impact an individual’s appearance has upon the organization’s climate, educational processes or work-related activities. The supervisor and/or principal shall be the final judge as to whether the employee is in compliance with the Minimum Standards of Professional Appearance Agreement.

Revised: June 19, 2015 Adopted: March 1, 2012 University City School Board

PERSONNEL SERVICES Article 4620

Performance Evaluation

Administrative, Professional and Non-Certified Staff

Administrative and Professional Staff:

1. It is the philosophy of the District that evaluation is a developmental process and shall be directed to identifying strengths as well as weaknesses.

2. Administrative and professional staff shall be evaluated according to a uniform evaluation process. Each staff member shall be informed of the criteria and the procedures to be used during the first thirty (30) days of employment.

3. The original evaluation form, signed by the evaluator and the staff member, is to be submitted to the Human Resources Office on or before March 15. The evaluation form will also include a recommendation concerning employment for the following school year. An annual evaluation meeting shall be held and conducted by the appropriate supervisor prior to the submission of the evaluation to the Human Resources Office.

4. The staff member shall be provided a copy of the evaluation at the time it is signed by him/her.

5. The staff member shall have the right to submit a written attachment to the evaluation.

6. All evaluations and related documents shall be handled in a confidential manner.

Non-certified Staff:

1. It is the philosophy of the District that evaluation is a developmental process and shall be directed to identifying strengths as well as weaknesses.

2. It is the responsibility of management to evaluate employees. Although a support staff member shall not be required to evaluate another support staff member, he/she may be required to provide input.

3. Custodial/Maintenance and Food/Nutrition staff shall be evaluated upon completion of their probationary period and annually thereafter.

4. The original evaluation form, signed by the evaluator and the staff member, is to be received by the Human Resources Office on or before May 15. The evaluation form will also include a recommendation concerning employment for the following school year. An annual evaluation meeting shall be held and conducted by the appropriate supervisor prior to the submission of the evaluation to the Human Resources Office.

5. The staff member shall be provided a copy of the evaluation at the time it is signed by him/her.

6. The staff member shall have the right to submit a written attachment to the evaluation.

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7. All evaluations and related documents shall be handled in a confidential manner.

8. The District may, in its discretion, provide support staff with a Professional Improvement Plan (“PIP”). However, as support staff are employed at will, the District is not required to utilize a PIP. Accordingly, the District reserves the right to not use a PIP, based on the severity of the circumstances or other relevant factor.

Revised: January 11, 2007 Revised effective: July 01, 2006 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4711

Separation

Resignation: Non-Certified Staff

Educational support personnel who wish to resign should address a letter of resignation to the Superintendent with copies to the Assistant Superintendent for Human Resources and the principal or supervisor. The letter should state reasons and an effective date for the resignation.

Seven days written notice is the minimum amount of time for resignation by an educational support staff member.

Revised: January 11, 2007 Revised effective: July 01, 2006 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4742

Separation

Reduction-In-Force: Non-certified Staff

1. In the event that a reduction in force requires a layoff in the non-certified staff, by job classification, the governing factors in determining those employees to be laid off shall be applied in the following order: A. Normal attrition B. Probationary employees C. In laying off non-probationary employees, preferences shall be given to the employee with the greatest seniority. D. If two or more employees have equal and the least seniority with the District, the Assistant Superintendent of Human Resources shall determine the order of layoff.

2. Any employee affected by a reduction in force will be notified as soon as it is know.

3. Laid off employees shall be recalled to their job classification in reverse order of layoff.

4. A laid off employee will be given seven (7) calendar days notice of recall by registered or certified mail. A laid off employee shall inform the District in writing of his/her acceptance or rejection of recall within seven (7) calendar days of receipt of the registered or certified letter or within fourteen (14) calendar days of the mailing of the notice, whichever is earlier. In the event the employee does not respond within the time line, the District is released from recall obligations and the employee with be deemed to have voluntarily resigned from the employment of the District.

5. Employee will be on layoff for a period not to exceed one (1) year from date of layoff or until recalled or recall is declined, whichever is sooner.

6. No new employees will be hired in the layoff job class until all employees on layoff status have had the opportunity to fill open positions.

7. During the layoff period, the employee shall retain his/her seniority and unused accumulated sick/vacation leave for consideration and use upon recall.

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8. Each laid off employee shall keep the Human Resources Office informed, in writing, of his/her current address and telephone number.

9. Seniority will be defined as the first day of employment. If staff members are employed on the same day, and reduction in force is in order, the administration will make the decision on which individual will be retained.

Revised: January 11, 2007 Revised effective: July 01, 2006 Revised: May 20, 2004 Revised: January 11, 2001 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4743

Separation

Reduction in Force: Custodial/Maintenance Staff Food and Nutrition Staff

1. In the event that a reduction in force requires a layoff in the custodial and maintenance staff or in the food and nutrition staff, seniority by job class shall be the governing factor in determining those employees to be laid off. Those with the least seniority shall be laid off first.

2. Laid off employees shall be recalled to their job classification in reverse order of layoff.

3. A laid off employee will be given seven (7) calendar days notice of recall by registered or certified mail. A laid off employee shall inform the District in writing of his/her acceptance or rejection of recall within seven (7) calendar days of receipt of the registered or certified letter or within fourteen (14) calendar days of the mailing of the notice, whichever is earlier. In the event the employee does not respond within the time line, the District is released from recall obligations and the employee will be deemed to have voluntarily resigned from the employment of the District.

4. Employee will be on layoff for a period not to exceed one (1) year from date of layoff or until recalled or recall is declined, whichever is sooner.

5. No new employees will be hired in the layoff job class until all employees on layoff status have had the opportunity to fill open positions.

6. Seniority shall be determined by the date of hire as of July 1, 1986 or thereafter, except those employees whose continuous service predates the engagement of a contracted custodial/maintenance service in which case their original date of hire shall be used.

7. During the layoff period, the employee shall retain his/her seniority and unused accumulated sick leave for consideration and use upon recall.

8. Each laid off employee shall keep the Human Resources Office informed, in writing, of his/her current address and telephone number.

Revised effective: July 01, 2006 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4751

Separation

Retirement: Non-certified Staff

Support staff eligible to retire under the provisions of the Missouri Non-Teacher Public School Retirement System, who wish to retire are requested to notify the Assistant Superintendent of Human Resources as early as possible and no later than May 31 of the current year. Such retirement shall be effective June 30th of the current school year.

Payment for Unused Sick Leave

Educational support staff have the option to sell back a maximum of 12 sick days each year. The sell back amount would be the greater of $40 per day or 15% of the employee’s final daily rate, whichever is higher. Each staff member must maintain at least 15 sick days. The deadline for this option is October15th of each year, with the payment made by December 15th of each year.

Support staff who leave the District after five (5) full school years of service (but who are not eligible for retirement under ESIP rules) may return unused accumulated sick leave at the rate of 15% of the employee’s final daily rate or $40 per day, whichever is higher. This amount will be prorated for staff working less than a six- (6) hour day.

Payment for unused accumulated sick leave shall be made in the employee's final check.

Revised: June 19, 2015 Revised: June 26, 2014 Revised: August 2, 2007 Revised: January 11, 2007 Revised effective: July 01, 2006 Revised: May 19, 2005 Revised: November 1, 2001 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4761

Separation

Early Separation Incentive Plan (ESIP): Non-Certified Staff

Purpose

The purpose of this Early Separation Incentive Plan (ESIP) is (1) to provide a financial incentive to support staff employees, as defined below, who elect early separation from the School District of University City (District) and (2) to provide a cost savings to the District.

Eligibility Requirements

This Plan is offered for the 2010-11 year and subsequent school years, unless or until modified or repealed by the Board of Education. The following Early Separation Incentive Plan (ESIP) will be available to support staff employees who meet the following criteria and therefore are considered eligible:

 Eligibility:

1. The recipient of the early separation incentive benefit must be a support staff employee, as defined below. 2. The support staff employee must have at least fifteen (15) consecutive years of full-time employment with the District, as determined by the criteria outlined in Years of Service below.

 All eligible support staff employees who participate in this Plan must submit a written application and signed Separation Agreement by the dates stated in this Plan. A support staff employee who fails to comply with the timelines required in this Plan waives the right to participate in the Plan for the applicable school year.

Years of Service

For purposes of this ESIP only, “Years of Service” shall mean the sum of all full consecutive years of service during which the employee was employed full or part time (at least twenty (20) hours per week) as a ten (10) or twelve (12) month support staff employee by the District and for which the support staff employee received service credit under the Public School Retirement System (PSRS) or Public Education Employee Retirement System (PEERS) for such employment. Consecutive years of service shall not be interrupted by an approved leave of absence, reduction-in-force, or layoff. However, any period of approved leave, reduction-in-force, or layoff shall not count as years of service under this Plan. The number of years of service shall be determined by the employee’s PSRS/PEERS retirement credit records and the records in the employee’s personnel file.

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Separating at the End of the School Year

The District will remit the early separation payment to an eligible support staff employee who elects to separate under this Plan on January 31 of the year immediately following the employee’s separation.

The early separation payment will be determined based upon the number of consecutive years of service as a support staff employee with the District and will be paid as a percentage of the support staff employee’s salary for the Final School Year of Employment, as provided in this Plan.

Each support staff employee is solely and entirely responsible for determining whether he or she may be eligible to participate in this Plan, and for submitting the required documents in accordance with the timelines established herein.

Potentially eligible support staff employees who desire to separate from the District at the end of a school year must apply to the Human Resources Office (with a copy to the Superintendent) for the ESIP benefit no later than May 31 of the school year in which they wish to separate. Application by March 1 is preferred. The Human Resources Office will make a final eligibility determination and will notify all applicants whether they qualify for the ESIP benefit for that year. Support staff employees who do not qualify for the ESIP benefit will not be eligible to participate in this Plan. Only the names of eligible employees who have complied with all requirements under this Plan will be submitted to the Board of Education for approved participation in this ESIP.

Final School Year of Employment

“Final School Year of Employment” shall mean full or part time (at least twenty (20) hours per week) employment as a support staff employee for the last full school year with the District and shall be designated as the “Final School Year of Employment.”

Completion of the Final School Year of Employment

To be eligible for the payments provided under this Plan, the support staff employee must be compensated for every scheduled work day of the Final School Year of Employment, except as may be otherwise required by law. The ESIP benefit will be prorated for days not compensated or not otherwise approved for inclusion in the pro rata calculation by the Board during the Final School Year of Employment.

Separation Agreement

In return for the financial incentives provided under this Plan, the support staff employee shall enter into a Separation Agreement with the District, releasing the District and its directors, officers, agents, and employees, and their attorneys from any and all claims or other causes of action the support staff employee may have against them. The signed Separation Agreement shall be submitted to the office of Human Resources no later than 4:00 p.m. on May 31.

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Early Separation Incentive Payment

The ESIP payment will be determined based upon the number of consecutive years of full or part time service (at least twenty (20) hours per week) as a support staff employee with the District and will be paid as a percentage of the support staff employee’s salary for the Final School Year of Employment, as follows:

Years of Service Total Payment

15-18 Years of Service 35% of Final Salary 19-21 Years of Service 40% of Final Salary 22-24 Years of Service 45% of Final Salary 25+ Years of Service 50% of Final Salary

 Partial years of service will not be rounded up.

 In the event of the death of the support staff employee, after the Separation Agreement has been approved by the Board but before the payment due under this section has been made, the District will remit any unpaid amounts owed under this section to the beneficiary designated in writing by the support staff employee. If a beneficiary has not been designated, the payment will be made to the support employee’s estate. If in the event of the death of the support staff employee eligible for the ESIP occurs prior to approval by the Board, the ESIP payment will be made to the beneficiary designated in the employee’s life insurance plan.

Group Medical, Dental, and Vision Benefits

The District will also pay the premiums for individual medical, dental, and vision coverage under the District’s group health insurance plan – only – for support staff employees who participate in this ESIP as follows:

 The District will not pay premiums for coverage under any other health insurance plan, and will not pay premiums for dependent coverage under this Plan.

 All promises to pay premiums for insurance coverage under this Plan are conditioned on the willingness of the District’s then-current insurance provider to provide such coverage. In the event that the insurer will not provide coverage beyond the period required by COBRA, the support staff employee fails to comply with the requirements for electing initial or extended coverage, or for any other reason the insurer denies coverage for the support staff employee, the District shall have no obligation under this Plan to provide coverage or compensate the certified employee for loss of coverage.

 For support staff employees who participate in this Plan, the District will pay premiums for individual coverage as follows: A = Hours per day in regular schedule during Final School Year of Employment B = Percentage of premium paid by District during Final School Year of Employment C = Percentage of premium to be paid by District during first year after separation D = Percentage of premium to be paid by District during second and third year of separation 76

Article 4761

A B C D 8+ 100% 100% 50% 6 through > 8 75% 75% 37.5% 4 through > 6 50% 50% 25% > 4 0 0 0

 Payment of premiums under this section shall begin on July 1 of the year of separation, with coverage to end on June 30 of the final year of coverage.

 Support staff employees must submit any portion of the premiums for which they are responsible in the second and third year of coverage on a timely basis. The District’s obligation to remit partial premiums under this Plan shall terminate immediately and permanently upon the support staff employee’s initial failure to submit, by any applicable deadline, the support staff employee’s portion of the premium due.

 A support staff employee who is eligible for retirement under PSRS/PEERS must elect retiree health insurance coverage under the District’s medical, dental, and vision group insurance plan to receive payment of premiums under this ESIP.

. The District will not pay premiums if the retiree withdraws from or otherwise becomes ineligible for retiree health insurance coverage.

. In accordance with Missouri law and the District’s insurance provider, retirees who do not elect retiree health insurance coverage within one year following separation from the District or who withdraw from retiree health insurance coverage after retirement will lose eligibility for coverage under the District’ plan.

. Retirees must provide written notice to the Business/Finance Office at least sixty (60) days prior to the final date of coverage under this Plan regarding whether they wish to continue coverage thereafter, which coverage shall be at their own expense.

 The payment of insurance premiums for insurance coverage becomes the sole responsibility of the former support staff employee after the benefit period provided in this Plan has expired.

 The District’s obligation to pay insurance premiums will terminate upon the death of the individual support staff employee. Therefore, the designation of beneficiaries is inapplicable to this section of the ESIP.

Payment for Unused Sick and Vacation Leave

Support staff employees who participate in this ESIP Plan may also be eligible for payment for unused sick and vacation leave in accordance with Board policy. Such payment will be made separate from this Plan.

Article 4761

Other Provisions

 A support staff employee who fails to submit a written application and signed Separation Agreement by the required dates waives the right to do so for the applicable school year.

 This ESIP is available only to eligible support staff employees who apply no later than May 31 of the year in which the support staff employee intends to separate from the District.

 For purposes of this Plan only, a support staff employee is an employee who is not an administrator (as defined in the Early Separation Incentive Plan for administrators) and who is not required by law or by the District to have a teaching certificate issued by the Missouri Department of Elementary and Secondary Education to serve in the employee’s position.

 In the event that a support staff employee also happens to hold a certificate, the employee shall be eligible only for the benefits provided under the ESIP for support staff employees.

Buy Back Option

Support staff employees who wish to participate in the ESIP as a retiree under PSRS/PEERS through buying back PSRS/PEERS service must complete the buy back process by the deadline for submitting the request and Separation Agreement that are required to participate in the Plan: May 31 of the year in which the employee intends to separate from the District.

Withdrawal of Notice

Once the support staff employee has submitted a notice of intent to elect early separation, the support staff employee will be permitted to withdraw such notice only in accordance with the terms of the Early Separation Agreement or in emergency situations, subject to approval of the Board of Education.

Advice of Counsel and Tax Preparer

Participants in the Early Separation Incentive Plan should seek advice of counsel and their own tax preparer prior to signing the Separation Agreement. The law regarding treatment of early separation payments and the payment of insurance premiums attendant to early separation agreements is complex and changes from year to year. The District is not responsible for providing legal or tax advice to employees regarding the Early Separation Incentive Plan or the Separation Agreement. It is the employee’s responsibility to obtain such advice in sufficient time to submit all applications and forms, as well as the signed Separation Agreement, in accordance with the deadlines established under this Plan.

Article 4761

Termination of the Plan

Notwithstanding any other provision of Plan or any other policy, regulation, contract, agreement, or other writing adopted before or after this Plan is approved by the Board of Education, the Board reserves the right to amend, modify, or repeal this Plan, in whole or in part, at any time – provided, however, that any and all Separation Agreements that have been approved by a majority of the whole Board and signed by the parties prior to such amendment, modification, or repeal shall be honored in accordance with the terms of the Agreement.

Article 4761

EARLY SEPARATION AGREEMENT (Support Staff)

THIS EARLY SEPARATION AGREEMENT (“Agreement”) is entered into on this ___ day of ______, 20____, between the School District of University City (“School District” or “District”), and ______(“Support Staff Employee”).

WHEREAS, Employee is and has been a support staff employee employed by the School District; and

WHEREAS, Employee meets all of the requirements for early separation from employment with the School District in accordance with the Early Separation Incentive Plan (ESIP) for support staff employees; and

WHEREAS, Employee has timely requested the benefits of early separation from employment with the School District; and

WHEREAS, Employee intends to take early separation from employment and to relinquish Employee’s rights to future employment with the School District, and the District intends to grant early separation from Employee's employment with the School District.

NOW THEREFORE, in consideration of the mutual covenants and promises contained herein, the parties hereto agree as follows:

1. Employee hereby submits his/her irrevocable letter of resignation effective at the end of the ______-______school year. A copy of Employee’s letter of resignation is attached hereto as Exhibit A.

2. The School District agrees to pay to Employee the total amount of ______and ____/100 Dollars ($______.___), which payment shall be remitted in one lump sum on January 31 in the year immediately following Employee’s separation from the District and which amount represents ___% of Employee’s Final Salary for the Final School Year of Employment. The District further agrees to pay the premiums for Employee’s individual health insurance coverage as described in the ESIP in effect on the date this Agreement is fully executed. (A copy of such ESIP shall be attached to the District’s copy of this Agreement.) Upon the termination of the coverage period provided by the ESIP, the payment of the insurance premiums for health coverage becomes the sole responsibility of the former Employee.

3. Employees acknowledges and understands that under current law, all payments made pursuant to this Agreement are taxable as wages and will be subject to all deductions required by law. Employee further acknowledges, understands, and agrees that Employee is solely responsible for obtaining advice from his/her own attorney and/or tax preparer regarding the legal effect and tax consequences of entering into and receiving payments under this Agreement. 4. The payments made under this Agreement shall be for settlement of any and all claims Employee may have against the District, including the District’s affiliates and subsidiaries, together with Article 4761

their respective current and former members, directors, officers, agents, and employees, and their attorneys, including but not limited to, claims for compensatory damages, emotional distress, loss of reputation, humiliation, embarrassment, costs, expenses, and attorney’s fees.

5. Employee hereby releases, remises, and forever discharges the School District, the Board of Education, and their affiliates and subsidiaries, together with their respective current and former members, directors, officers, agents, and employees, including their attorneys, whether in their respective individual or official capacities, from any and all claims or other causes of action he/she may have against them, including, but not limited to, any alleged rights or claims arising under the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq.; the Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq.; Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., as amended by the Civil Rights Act of 1991, 42 U.S.C. § 1981a; 42 U.S.C. § 1983; 42 U.S.C. § 1985; the Rehabilitation Act of 1973, 29 U.S.C. § 791 et. seq.; the Missouri Human Rights Act, Mo. Rev. Stat. § 213.010 et seq.; the Missouri Teacher Tenure Act, Mo. Rev. Stat. §§ 168.102 -.130; any other alleged employment discrimination, breach of express or implied contract, or breach of covenant of good faith and fair dealing; or any other violation of federal, state, or local statutory or common law, relating to or arising out of Employee’s employment with the School District, or his/her separation from employment with the School District, up to and including the effective date of his/her resignation.

6. Employee agrees not to enter into any suit, action, or other proceeding at law or in equity, or to prosecute further any suit or action that might presently exist, or to make any claim or demand of any kind against the District or any of the District’s affiliates or subsidiaries, together with any of their respective current or former officers, directors, agents, or employees, or their attorneys, asserting any claim released by Employee in paragraph 5 of this Agreement, other than an action to enforce Employee’s rights under this Agreement. If Employee enters into any action in violation of this paragraph 6, all payments required under paragraph 2 of this Agreement shall cease as of the date the District receives notice of such violation, and Employee shall further (1) forfeit and/or repay to the District one-half of all amounts previously paid pursuant to paragraph 2 of this Agreement, and (2) pay all legal costs, including attorneys’ fees, incurred by the District, its affiliates and subsidiaries, and their respective current or former officers, directors, agents, and employees, or their attorneys, in defending against such action.

7. Employee further agrees that in the event any person or entity brings a charge, claim, complaint, or action asserting any claim released by Employee in paragraph 5 of this Agreement, Employee shall waive any right to recovery in connection with such charge, claim, complaint, or action, and shall exercise a good faith attempt to have such charge, claim, complaint or action dismissed.

8. Employee acknowledges that he/she has been given forty-five (45) days in which to consider the terms of this Early Separation Agreement. Employee further acknowledges that this Early Separation Agreement has been reviewed in detail with Employee and that its language and intended effect have been explained, and that Employee has had a full and fair opportunity to review this Early Separation Agreement with legal counsel of Employee’s choice prior to executing the Agreement. Employee also acknowledges that no promise or representation has been made to Employee by any representative of the School District to induce Employee to enter into this Early Separation Agreement (except as specifically set forth herein), and that he/she has voluntarily entered into this Separation Agreement of his/her own free will based only upon the terms and conditions set forth herein. Article 4761

9. Failure to complete Employee’s Final School Year of Employment with the School District will result in a prorated reduction in the benefits paid for those days not compensated during the Final School Year of Employment, except as may be otherwise required by law or approved by the Board.

10. In the event of death of Employee prior to the payment of the lump sum based on employee’s salary for the Final School Year of Employment, such payment shall be made to the beneficiary designated by Employee, or in the absence of a named beneficiary, to the Employee’s estate. However, payment of all health insurance premiums shall terminate immediately upon death of Employee and no further payment of premiums will be made by the School District.

11. This Agreement includes a release of claims under the Age Discrimination in Employment Act. Therefore, Employee may upon written notice to the School District, revoke this Early Separation Agreement within a period of seven (7) days, such period to commence on the day Employee executes this Agreement, and this Agreement shall not become effective or enforceable until this period has expired.

12. The provisions of this Agreement will be governed by the laws of the State of Missouri.

13. If a court of competent jurisdiction determines that any provision contained in this Agreement, or any part thereof, cannot be enforced, the parties agree that such determination shall not affect or invalidate the remainder of the Agreement.

14. This Agreement constitutes the entire agreement between Employee and the District, and supersedes all prior understandings, whether oral or written, between the parties. Any amendments or modifications to this Agreement must be in writing and signed by the parties.

15. This Early Separation Agreement shall inure to the benefit of and be binding upon the parties hereto and their respective heirs, successors, and assigns.

IN WITNESS WHEREOF, the parties hereto have executed this Early Separation Agreement as of the day and year first above written.

______Date: ______Employee

By: ______Date: ______President, Board of Education

Attest: ______Date: ______

By______Secretary, Board of Education

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EXHIBIT A

Board of Education School District of University City 8136 Groby Road University City, MO 63130

Dear Members of the Board of Education:

I hereby submit my irrevocable letter of resignation effective at the end of the ______school year, for the purpose of accepting early separation from my employment with the School District of University City. This resignation is conditioned upon the Board’s approval of the Early Separation Agreement to which this Exhibit A is attached.

______Employee’s Signature

______Employee’s Printed Name

______Date of Signature

Designation of Beneficiary for ESIP Payment: MUST BE COMPLETED

Name of Beneficiary: ______

Home Address: ______

Telephone Number: ______

Work Address: ______

Work Telephone Number: ______

Alternate Telephone Number: ______

Changes to the beneficiary designation must be made in writing and must be notarized. Article 4761

PAYMENT FOR UNUSED SICK AND VACATION LEAVE

Support staff employees who separate from the District after having been employed by the District in a support staff position for at least five (5) years and who are not eligible for the Early Separation Incentive Plan for support staff employees will receive payment for each day of unused accumulated sick leave at the rate of 15% of the employee’s final daily rate or $40.00 per day, whichever is higher, and for unused vacation days at the full amount of the support staff employee’s daily salary rate – all as determined by the support staff employee’s salary during the Final School Year of Employment.

Support staff employees who do participate in the Early Separation Incentive Plan for support staff employees will receive payment for each day of unused accumulated sick leave at the rate of 20% of the employee’s final daily rate or $45.00 per day, whichever is higher, based on a six (6-8) hour day, and for unused vacation days at the full amount of the support staff employee’s daily salary rate – all as determined by the support staff employee’s salary during the Final School Year of Employment Year. Payment to support staff employees who work less than a six (6) hour day will be prorated.

The number of vacation days for which a support staff employee receives compensation under the two preceding paragraphs may not exceed the maximum previously approved by the Board of Education for the supports staff employee’s position. Payment for unused accumulated sick leave and/or vacation days will be made on or before July 31 of the year in which the support staff employee separates from the District, and shall be subject to all deductions required and/or authorized by law.

The Board of Education may amend, modify, or repeal this policy, in whole or in part, at any time, including but not limited to the amount of each payment to be remitted to the support staff employee – provided, however, that any and all Separation Agreements entered into pursuant to the Early Separation Incentive Plan for support staff employees that have been approved by a majority of the whole Board and signed by the parties prior to such amendment, modification, or repeal shall be honored in accordance with the terms of such Agreement.

Revised: May 19, 2016 Revised: June 19, 2015 Revised: June 26, 2014 Approved: December 2, 2010 University City School Board PERSONNEL SERVICES Article 4810

Staff Welfare

Communicable Disease

1. UNIVERSAL PRECAUTIONS

The School District of University City requires all staff to routinely observe Universal Precautions to prevent exposure to disease-causing organisms.

2. CATEGORIES OF POTENTIAL RISK

The District shall address employees with infectious diseases that can be transmissible in school and/or athletic settings (such as, but not limited to, chicken pox, influenza, and conjunctivitis) as specified in: (a) the most current edition of Missouri Department of Health document entitled: Prevention and Control of Communicable Diseases: A Guide for School Administrators, Nurses, Teachers, and Day Care Operators and (b) documents referenced in 19 CSR 20-20.030 and © in accordance with any specific guidelines/recommendations or requirements promulgated by the local county or city health department. A medical release of information or release to return to duty may be required of the employee in certain circumstance.

An employee infected with a bloodborne pathogen such as hepatitis B virus (HBV), hepatitis C virus (HCV), or human immunodeficiency virus (HIV) poses no risk of transmission through casual contact to other persons in a school setting. Employees infected with one of these viruses shall be allowed to continue to work without any restrictions which are based solely on the infection.

Exceptional Situations:

There are certain specific conditions (for example, frequent bleeding episodes or uncoverable, oozing skin lesions) which could potentially be associated with transmission of both bloodborne, and non-bloodborne pathogens. No employee, regardless of whether he or she is known to be infected with such pathogens, will be allowed to continue work unless these conditions are either absent or appropriately controlled in away that avoids unnecessary exposure.

3. NOTIFICATION

a. A staff member who has recurrent episodes of bleeding or who has uncoverable, oozing skin lesions will promptly inform the school nurse and the school administrator.

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b. A staff member with an illness characterized by a rash will promptly inform the school nurse and the school administrator.

c. The school nurse and administrator shall be informed by the Superintendent or designee of any instance in which the significant potential for disease transmission occurs.

4. CONFIDENTIALITY

The Superintendent or designee shall ensure that any employee's confidentiality rights are strictly observed in accordance with the law. Security of medical records will be maintained and such records will be kept separate from other personnel records. Breach of confidentiality by any employee will result in disciplinary action.

5. REPORTING AND DISEASE OUTBREAK CONTROL

Reporting and disease outbreak control measures will be implemented in accordance with state and local laws and Department of Health rules governing the control of communicable and other diseases dangerous to public health, and any applicable rules promulgated by the appropriate county or city health department.

Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4850

Staff Welfare

Grievance Procedure

1. PURPOSE

The purpose of the procedure is to secure, at the lowest possible level, the equitable solutions to problems which may from time to time arise affecting teachers or other staff members.

Nothing herein will be construed as limiting the right of any teacher or staff member having a problem to discuss the matter with any appropriate administrator and having the problem resolved, provided the resolution is consistent with the Board's policies and articles.

2. DEFINITIONS

Grievance - A grievance shall be a claim by a teacher or staff member, or an Association on behalf of a group of teachers or staff members, that there has been a violation, misinterpretation, or misapplication of the terms of the teacher(s) contract, or that there has been a violation of a policy or article of the Board of Education.

Grievant - A "grievant" is a teacher or staff member asserting a grievance on his/her behalf, or an officer of an Association who is a Board employee asserting a grievance on behalf of a teacher or staff member.

Teacher - A "teacher" is any employee of the School District of University City who has a teaching certificate in the field or fields in which he/she is teaching and whose term and condition of employment are basically covered in a written contract signed by the staff member and Board representative, or by a continuing contract as specified in the Missouri Tenure law.

Immediate Supervisor - An "immediate supervisor" is an administrator (does not include Department Chairperson) possessing that degree of administrative authority next in rank above the grievant. By this definition, an individual grievance shall be filed at Level One.

Party In Interest - A "party in interest" is an official representative of either the Association or the Board who might be required to take action or against whom action might be taken in order to resolve the grievance.

Work Day - A "work day" is a day when classroom teachers or staff members are on duty.

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3. Filing and notification of grievance:

(a) A grievance must be filed in writing within ten (10) working days or two calendar weeks, whichever is longer, of the occurrence.

(b) The written grievance will be filed with the immediate supervisor, copy to the Association (UCEA/UCFT), as appropriate.

(d) Provided the Association and the Superintendent agree, the Informal level and Level One of the grievance procedure may be by-passed and the grievance brought directly to the next step. (Level Two).

4. Grievance Processing:

(a) Informal: The parties acknowledge that it is usually most desirable for an employee and his immediate supervisor to resolve problems through free and informal communications. When requested by the teacher or staff member, a representative of an Association may assist in this resolution. In order to retain informality, it is suggested that only the grievant and administrator be present.

The informal hearing will be held within five (5) working days of the request for an informal hearing under the grievance procedure.

If the grievance is resolved at the informal level, the written grievance is returned to the grievant.

(b) Level One: If the grievant is not satisfied with the disposition of his/her grievance at the informal level, or if no decision has been rendered within five (5) working days or one calendar week, whichever is longer, after the informal meeting, he/she shall present the grievance in writing to an Association to be filed with the appropriate supervisor within five (5) working days, or one calendar week, whichever is longer.

The supervisor will schedule a meeting within five (5) working days after receipt of the grievance.

The supervisor will provide the grievant with a written answer on the grievance within five (5) working days or one calendar week, which ever is longer, after the meeting.

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(c) Level Two: If the grievant wishes to continue his appeal, or if no response has been rendered within the Level One time frame, he/she shall refer the grievance to an Association to be filed with the Assistant Superintendent for Human Resources or his/her designee within five (5) working days or one (1) calendar week, whichever is longer, after receipt of the Level One answer. The Assistant Superintendent for Human Resources shall schedule a date, time and place of meeting with the grievant, such meeting to be held within five (5) working days or one (1) calendar week, whichever is longer. This private meeting will consist of the Assistant Superintendent for Human Resources or his/her designee, the grievant, the Immediate Supervisor, and appropriate Association representation.

Any witnesses deemed necessary to develop facts pertinent to the grievance may be asked to appear at the meeting. Upon conclusion of the meeting the Assistant Superintendent for Human Resources will have five (5) working days or one (1) calendar week, whichever is longer, in which to provide the grievant with a written answer.

(d) Level Three: If the grievant is not satisfied with the disposition of his/her grievance at Level Two, or if no response has been rendered within the Level Two time frame, such grievance shall then be filed by the Association with the Superintendent's office within five (5) working days, or one (1) calendar week, whichever is longer, after receiving the written response. The Superintendent, or his/her designee, will represent the Administration at Level Three of the grievance procedure. The Superintendent, or his/her designee, will meet with the grievant in an effort to resolve the grievance; such meeting to take place within five (5) working days or one (1) calendar week, whichever is longer, after receiving the written grievance. Upon conclusion of the meeting, the Superintendent will have five (5) working days or one (1) calendar week, whichever is longer, in which to provide the grievant with a written answer.

(e) Level Four: If the grievant is not satisfied with the disposition of his/her grievance at Level Three, he/she may request that the UCFT submit his/her grievance to the Board. The appeal for a board hearing must be made to the Board within five (5) working days or one (1) calendar week, whichever is longer, after the grievant receives an answer at Level Three. To do so, the grievance is filed with the Superintendent's office. The Board shall find

Article 4850

a reasonable time for the hearing of the appeal, and shall give due notice of the time and place. After completion of the hearing, the Board shall inform the interested parties within five (5) working days or one (1) calendar week, whichever is longer, of its decision.

5. PROVISIONS

(a) The Board acknowledges the right of each teacher or staff member to have an Association grievance representative participate in the processing of a grievance at any level and no teacher may be required to discuss any grievance if the Association's representative is not present. If an attorney is to be present at a hearing, the administrator or Board must be notified at the time the grievance or appeal is filed.

(b) Class action grievances involving more than one immediate supervisor, teacher or staff member may be filed at Level Two.

(c) No reprisals of any kind will be taken by the Board or school administration against any teacher or staff member because of his/her participation in this grievance procedure.

(d) The Board and the administrator will cooperate with the Association in its investigation of any grievance, and, further, will furnish the Association with such information as is requested for the processing of any grievance.

(e) All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participant.

(f) Nothing contained in the foregoing procedure or provisions shall be understood to prevent or preclude the Superintendent from directing or administering personnel in the best interest of the school system, subject to the review provided from therein.

(g) A grievance may be withdrawn at any time without prejudice or precedent.

(h) The result of grievance procedures over personnel matters shall be appropriately reflected in personnel folders.

(i) Failure to file or process any grievance within the time limit provided in this procedure shall be a bar to any further action on such grievances unless the time limits have been extended in writing by mutual agreement of the grievant and any person with whom the grievance is filed or appealed.

Article 4850

(j) The grievance must state the contract provision, written Board policy or article, claimed to have been violated, the action which is claimed to constitute such violation and the relief requested, if known.

(k) Teachers and staff members who have a concern not covered by this procedure may pursue it along the normal lines of oral or written communication with their immediate supervisor, the Assistant Superintendent of Human Resources, the Superintendent, and/or the Board.

(l) At all levels of the grievance procedure witnesses will only be present when offering direct testimony as related to the alleged grievance.

(m) Time Limits - The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

(n) Year End Grievances will be processed within a time frame which is mutually agreeable to all parties in interest.

(o) Both parties agree that the discussions during these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

(p) If, through no fault of the grievant or the immediate supervisor, an informal hearing cannot be held within the prescribed time limits from occurrence or knowledge thereof, the informal level may be bypassed.

(q) A written response shall be forthcoming at Levels One through Four of this procedure.

(r) No new data can be added after presentation at Level One (1) since each subsequent level is an appeal of the action at the prior level.

(s) The President of the Board controls the conduct of the Level Four hearing, establishes procedures and rules on disputes.

Revised: June 19, 2015 Reaffirmed: June 14, 2007 Revised effective: January 11, 2007 Revised effective: July 01, 2006 Approved: July 8, 1998 University City School Board

PERSONNEL SERVICES Article 4855

Staff Welfare

Procedures for Handling Complaints

I. ADMINISTRATIVE PROCEDURES FOR HANDLING COMPLAINTS

1. Communications and Preliminary Procedures

a. Persons who telephone complaints to the School District of University City authorities will be politely informed to state their complaints in writing giving as complete a report as possible (names, dates, etc.) and with a complete name, address, and telephone number of the person making such a complaint. They will also be asked to state in writing whether or not the complaint has been brought to the attention of the teacher or employee’s supervisor and the date of such action.

b. Anonymous telephone or written complaints will be reviewed and investigated if there is evidence of impropriety or violation of District Policies and/or Articles.

2. Complaints Received at Schools

a. Complaints about staff members received at the school building level will be reviewed by the Principal concerned with the intent to determine resolution. A copy of any written complaint will be given to the staff member concerned as part of the process to resolve the situation.

b. If the complaint, in the opinion of the Principal, has been resolved, then no further report or record of the complaint is required.

c. If the complaint cannot be resolved at the building level (Principal), a written report of the incident will be made to the Superintendent, copy to the staff member concerned, and the Assistant Superintendent of Human Resources.

3. Complaints Received at School Administration

a. Complaints received at School Administration building offices will be referred to the Superintendent who will, if necessary, refer them to the Assistant Superintendent of Human Resources, who will ask the appropriate Principal to investigate the complaint.

Article 4855

b. The Principal who receives such request will investigate as deemed necessary, and will give a copy of the written complaint to the staff member as part of the process.

c. At the completion of the inquiry (paragraphs a and b above) the Principal will make a written report, including any recommendations for disposition or action, to the Superintendent, copy to the Assistant Superintendent of Human Resources.

4. Informal Hearing Procedures

In the event the complaint cannot be resolved at the school level, or as deemed necessary by the Superintendent, an informal hearing will be held which will be conducted by a designee of the Superintendent.

a. The Superintendent's designee will conduct the hearing, and the Assistant Superintendent of Human Resources will also attend as will any other administrators or persons as considered necessary and so designated.

b. Staff members will be notified by certified mail of formal and informal hearings. The staff member will be notified in writing of the purpose, date, time, and place of the hearing, and be informed that a representative of his or her choice will be permitted to attend and to ask questions. Other representatives of the staff member may also attend at the discretion of the person conducting the hearing.

c. The hearing may or may not be recorded, at the discretion of the hearing administrator, is fact-finding in nature, and will be conducted in an informal manner to determine the facts and issues in the case.

d. In the event the hearing does not produce information sufficient to substantiate the complaint, or to provide evidence to necessitate more serious action, such a report will be made to the Superintendent, and no record of the case will be put in the employee’s record file.

e. If, however, the hearing official considers the complaint valid, or that further action should be taken, a written report with recommendations will be made to the Superintendent, copy to the staff member and the Assistant Superintendent of Human Resources within ten (10) working days of the informal hearing.

Article 4855

5. Formal Hearing Procedures

a. If, in the opinion of the Superintendent, a complaint is considered possibly serious or valid enough to warrant disciplinary action, then the Superintendent will hold a formal hearing, recorded, notifying the staff member in writing of the date, time, and location of the hearing, along with a description of the complaint. Staff members will be notified by certified mail of formal and informal hearings.

b. The staff member may have representative(s) of his or her choice, provide witnesses, and cross-examine all witnesses or persons who provide testimony.

c. The staff member will be informed in writing within ten (10) working days of the close of the hearing of the action taken, or to be taken, or the disposition of the case.

6. Report to Person Who Made Complaint

In all cases, the person who made the written complaint, and the staff member concerned, will be notified in writing concerning the disposition of the complaint.

II. PROFESSIONAL RELATIONS

It is expected that the interactions between teachers and administrators shall be conducted in a cooperative and professional manner in all meetings, conferences and interchanges. It is expected that teachers and administrators shall not make derogatory or non-constructive verbal remarks in the presence of others about the personal behavior or professional performance of other staff members. It is expected that meetings between supervisors and staff will be held in a private area that limits access to others to insure privacy and confidentiality.

Revised: January 11, 2007 Revised effective: July 01, 2006 Revised: September 19, 2002 Revised: May 15, 2002 Approved: July 8, 1998 University City School Board

PERSONNEL SERV ICES Article 4860

Staff Welfare

Personnel Records

1. Staff members who wish to view their record files are to make an appointment with the Assistant Superintendent for Human Resources to view their files (and may bring a representative with them).

2. Secretaries in the Human Resources Office are not authorized to provide access to files to staff members, only the Assistant Superintendent for Human Resources.

3. Prior to viewing, the Assistant Superintendent for Human Resources will explain to the staff member that “confidential” material is removed. Such confidential information may include placement files, transcripts, and reference forms or letters from former employees.

4. The record file is viewed with the Assistant Superintendent for Human Resources.

5. Any letter, form, document, or other written item that is placed in a staff member’s personnel file shall be added only if there is indication that the staff member has a copy of the material. Any document lacking such indication will not be placed in the personnel file. Confidential materials, as indicated in #3 above, are excluded from this provision.

Records Retention

In accordance with the retention schedule established by the Missouri Secretary of State’s Office, records in a master employee personnel file will be retained for 75 years from the date of hire with the following exceptions:

1. Employee benefit records, other than year-end leave balance reports and the official copy of retirement enrollment records will be retained for three (3) years after employee separation or eligibility for the benefit has expired. Year-end leave balance reports and the official copy of retirement enrollment records will be retained for the full 75 years.

2. Withholding allowance certificates (W-4 forms) and wage and tax statements (W-2 forms) will be retained for five (5) years after employee separation or after the form has been superseded.

3. Records relating to employee leave requests will be retained for three (3) years after completion of an audit of these records.

Article 4860

Employee Health and Medical File

Employee health and medical records shall be kept in a file separate from the employee’s other personnel records. These files may contain, but are not limited to:

1. Medical examination records and related documentation 2. Records pertaining to an employee’s disability including documentation of employer accommodations 3. Documentation of work-related illnesses or injuries 4. Records of exposure to hazardous conditions or materials 5. Drug-testing records 6. Physician statements 7. First aid incident reports 8. FMLA-related records

In accordance with the retention schedule established by the Missouri Secretary of State’s Office, the District shall retain records in this file for seven (7) years after separation except that records relating to hazardous exposure shall be retained for 30 years after separation.

Revised: July 15, 2010 Revised: January 11, 2007 Revised effective: July 01, 2006 Approved: July 8, 1998 University City School Board

GENERAL ADMINISTRATION Article 1501.1

Assurances

Prohibited Discrimination/Harassment and Complaint Procedure for Employees and Other Adults

The District does not discriminate on the basis of age, sex, gender, race, color, religion, national origin, or disability (the “Protected Categories”) in the terms and conditions of employment. Similarly, the District does not permit the occurrence of discrimination/harassment on the basis of any of the Protected Categories with respect to the employment of individuals.

In addition, the District does not discriminate against employees on the basis of their sexual orientation, or permit the occurrence of discrimination/harassment on the basis of sexual orientation. Under this Regulation, sexual orientation shall be considered a Protected Category. The District has established its Complaint Procedure (found below) for addressing complaints by an employee of the District, alleging that conduct or an action, policy, procedure, or practice constitutes discrimination/harassment on the basis of one or more of the Protected Categories with respect to the terms and conditions of employment.

For purposes of this Article, the term “employee” and the term “school personnel” shall be deemed to include school board members, school employees, agents, volunteers, contractors, or persons subject to the supervision and control of the District.

In addition, although they are not employees, the Complaint Procedure set forth below shall also apply to visitors to the District who believe that they have been subjected to discrimination/harassment on the basis of one or more of the Protected Categories.

I. Definitions

A. “Complaint” means an allegation of conduct or of action, policy, procedure or practice which would constitute discrimination/harassment on the basis of one or more of the Protected Categories.

B. “Compliance Coordinator” means the District’s Compliance Coordinator for Title VI, Title IX and ADA/Section 504, and for issues relating to sexual orientation. The District’s Assistant Superintendent for Human Resources, Dr. Tiffany Slater, serves as the District’s Compliance Coordinator. She may be contacted at the School District of University City District, 8136 Groby Road, University City, MO 63130. Dr. Slater’s phone number is (314) 290-4021.

C. “District” means the School District of University City.

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D. “Day” means a school day.

E. “Discrimination/harassment” means discrimination and/or harassment on the basis of one or more of the Protected Categories. For purposes of discrimination, the District (or its authorized employee) must be the alleged actor. For purposes of harassment, the alleged actor may be the District, an employee of the District, a student, or a visitor to the District’s facilities.

F. “Employee” / “School Personnel” means, for purposes of this Article, school board members, school employees, agents, volunteers, contractors, or persons subject to the supervision and control of the District.

G. “Visitor” means an individual who accesses any District-sponsored programming, whether participating in, observing, or otherwise engaged in activities, including in- school convocations/presentations, sporting events and other extra-curricular activities under the auspices of the District.

II. Prohibited Discrimination/Harassment

A. Prohibited Discrimination

For purposes of this Article, discrimination on the basis of one or more of the Protected Categories means that the District has treated an employee in a discriminatory manner, with respect to the terms and conditions of employment, on the basis of one or more of the Protected Categories when compared to similarly situated individuals.

Terms and conditions of employment may include, but are not necessarily limited to, such matters as application and access to employment, hiring and promotion, compensation, leaves of absence, benefits, firing, demotions resulting in a reduction in pay, and professional agreements. This listing is non-exclusive and is intended to be merely illustrative.

B. Prohibited Harassment

For purposes of this Article, harassment on the basis of one or more of the Protected Categories is prohibited.

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Employee Sexual Harassment: 1. Submission to unwelcome conduct of a sexual or gender-based nature is made either implicitly or explicitly a term or condition of an individual’s employment, or 2. Submission to or rejection of such unwelcome conduct by an individual is the basis for employment decisions affecting that individual, or

3. Such unwelcome conduct creates an intimidating, hostile, or offensive work environment (or, in the case of a visitor, campus environment), or

4. Qualified employees are denied employment opportunities or benefits because the opportunities or benefits are given to another employee who submitted to an employer’s sexual advances or requests for sexual favors.

Employee Harassment on Basis of Age, Race, Color, Religion, Disability, Country of Origin, or Sexual Orientation:

Unwelcome conduct occurs on the basis of age. race, color, religion, disability, country of origin, or sexual orientation, AND such unwelcome conduct creates an intimidating, hostile, or offensive work environment.

Examples of Employee Harassment on Basis of Protected Categories:

A few examples of conduct that may lead to or constitute discrimination/harassment on the basis of one or more of the Protected Categories include:

 graffiti containing offensive language which is derogatory to others because of their membership in a Protected Category.  jokes, name-calling, or rumors based upon an individual’s membership in a Protected Category.  slurs, negative stereotypes, and hostile acts which are based upon another’s membership in a Protected Category.  written or graphic material containing comments or stereotypes which is posted or circulated and which is aimed at degrading individuals or members of a Protected Category.

Article 1501.1

 a physical act of aggression or assault upon another because of, or in a manner reasonably related to, such person’s membership in a Protected Category.  other kinds of aggressive conduct such as theft or damage to property which is motivated by a person’s membership in a Protected Category.  unwelcome sexual touching, advances, comment, requests for sexual favors, or other verbal or physical conduct of a sexual nature.  Promises of a raise or other benefits in return for sexual favors.  Threats to take adverse action against an employee if the employee does not engage in sexual conduct.

C. Additional Definition: Disability Discrimination/Harassment

Under federal and state law, the term “disability” refers to a physical or mental impairment that substantially impairs one or more major life activities. The term also includes persons who are not actually disabled but who are “perceived as” disabled or who are “on record as” disabled by the District.

III. Intake, Investigation, and Resolution of Employee Complaints

The District desires to promptly address complaints alleging a violation of this Article. Accordingly, the District has established a protocol for handling such complaints. This protocol sets forth specific deadlines within which various phases of the process are intended to occur. These deadlines are subject to extension for good cause and/or if extenuating circumstances exist. Regardless, the District remains committed to a prompt investigation and resolution of submitted complaints.

A. Intake of Complaints

1. Any employee who believes he or she has been the victim of discrimination/harassment based on one or more of the Protected Categories by an employee, student, or other school personnel of the District, or by any other person who is participating in, observing, or otherwise engaged in

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activities, including sporting events and other extra-curricular activities under the auspices of the District, is encouraged to immediately report the alleged acts to the employee’s direct supervisor, to any building principal or assistant principal, or to the District’s Compliance Coordinator (whose name and contact information appears above in this Article).

2. Sometimes, an employee may feel more comfortable making a report of discrimination/harassment on the basis of one or more of the protected categories to an administrator who is of the same gender as the employee. Accordingly, an employee is permitted to make such a report to any building principal or assistant principal in the District, even if that administrator is assigned to a different school building within the District. Regardless, it is essential that the report be made to someone with the authority and obligation to act upon the concern. This means that the concern must be reported to the employee's direct supervisor or to a District principal, assistant principal, or Compliance Coordinator.

3. To assist the District in addressing the matter promptly and thoroughly, an employee reporting discrimination/harassment on the basis of one or more of the Protected Categories is encouraged to provide a written explanation that specifically details the student’s concern. This Article contains an easily understood form that may be used for this purpose. However, an employee’s refusal to make a report in writing does not relieve the District of the obligation to investigate a report.

4. Before making the report, an employee who believes that he or she has been subjected to discrimination/harassment on the basis of one or more of the Protected Categories is not required to confront the individual who is the subject of the student’s concern.

5. Any District supervisor or administrator who receives a report, orally or in writing, regarding discrimination/harassment on the basis of one or more of the Protected Categories must notify the District’s Compliance Coordinator within one school day or within a reasonable time thereafter for good cause.

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B. Investigation of Complaints

The District desires to promptly address complaints alleging a violation of this Article. Accordingly, the District has established a protocol for handling such complaints. This protocol sets forth specific deadlines within which various phases of the process are intended to occur. These deadlines are subject to extension by the District for good cause or if extenuating circumstances exist. Regardless, the District remains committed to a prompt investigation and resolution of submitted complaints.

1. Upon receipt of a report of discrimination/harassment on the basis of one or more of the Protected Categories, the Compliance Coordinator may choose to investigate the complaint or may, alternatively, appoint an investigator from the District to investigate the complaint.

2. The investigation shall be conducted in the manner deemed appropriate by the Compliance Coordinator. The District desires to investigate complaints in a prompt and thorough manner. The following timeframes will apply:

b. Absent extenuating circumstances, investigations will be completed within seven (7) school days after the investigation commences. Changes or additions to a complaint will typically require an extension of time to ensure that the complaint is properly investigated. Similarly, scheduling issues and the unavailability of witness or relevant documents may also necessitate an extension of time. An extension of time shall not exceed five (5) additional days without the advance approval of the Compliance Coordinator.

Article 1501.1 102

3. Investigation files shall be maintained separately from student educational files and employee personnel files.

4. Confidentiality of personally identifiable student information obtained during investigations will be maintained in accordance with federal and state law. The District desires to protect the identity of complainants for as long of a time period as it is able to do so in accordance with law.

C. Resolution of Complaints

1. At the conclusion of the investigation, the completed investigation report shall be provided to the appropriate administrative official who is charged with making the determination with respect to the validity of the complaint. Where he/she deems it appropriate, the Compliance Coordinator himself/herself is permitted to make this determination.

2. This administrative official will review the investigation report and make a determination regarding the validity of the complaint within three (3) school days after submission of the report. This administrative official may, alternatively, determine that further investigation is necessary and, as such, refer the matter for additional investigation. When such additional investigatory steps are completed, the matter shall once again be submitted to this administrative official for decision.

3. One of the following determinations will typically be made with respect to the Complaint:

a. Unsubstantiated;

b. Unable to Substantiate OR Indeterminate OR Incapable of Determination; or

c. Substantiated Prohibited Conduct (in whole or in part).

4. Regardless of the determination made with respect to the complaint, the District may take appropriate action to minimize the opportunity for future issues or concerns to arise.

5. Notification of Determination Regarding Complaint

Article 1501.1 103

a. Within three (3) school days after the determination has been made regarding the complaint, notice of the determination will be mailed or given to the complainant. b. If a complainant disagrees with the determination made regarding discrimination/harassment on the basis of one or more of the Protected Categories, the complainant may appeal the decision to the Compliance Coordinator (or to the Board of Education if the Compliance Coordinator has made the determination that is being challenged). The complainant must submit a written appeal to the Compliance Coordinator no later than five (5) school days after the notification to the complainant has occurred. The written appeal should specifically state what is being appealed, the reason for the appeal, and the action that is desired. c. When an appeal has been made, the appeal will be processed as follows:

(1) The appeal will be considered by one of the following:

(a) If a District official other than the Compliance Coordinator made the determination, the Compliance Coordinator will review the determination within five (5) school days or within a reasonable time thereafter for good cause. If the Compliance Coordinator made the determination as to the validity of the complaint, the Compliance Coordinator will send the appeal to the Board of Education, which will review the determination at its next regularly scheduled meeting (or, at its option, at any meeting within 30 days after the appeal is received).

(b) As an alternative, either the Compliance Coordinator or the Board of Education may appoint a “Determination Review Officer” to review the determination. This person will review the determination within a reasonable period after appointment but not later than 20 days unless additional time is, in his/her judgment, necessary for a fair review.

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(2) The reviewer will examine the documentation relating to the matter – meaning the written appeal, complaint, investigation report, and determination. This provision does not grant the complainant the right to an in-person hearing or other appearance before the reviewer. The reviewer may, in the reviewer’s sole judgment and discretion, contact any individual to seek additional information if the reviewer deems such information necessary to reach a decision upon the appeal.

(3) Regardless of who reviews the matter, the complainant will be advised in writing of the outcome of the review within five (5) school days after the completion of the review.

6. If a complaint is substantiated (in whole or in part), and the offender is a student, disciplinary and/or other remedial action will be taken in accordance with Board-established student discipline regulations and/or in accordance with federal and state law. If a complaint is substantiated (in whole or in part), and the offender is an employee, disciplinary and/or remedial action may be taken, up to and including the termination of employment. If the offender is not an employee of the District, the District will take appropriate action within the scope of its legal authority to eliminate the discrimination/harassment.

7. The ultimate decision as to what action to take to remedy the matter is within the discretion of the District, in accordance with law. The filing of an appeal to challenge the determination does not stay or postpone the District’s ability to initiate disciplinary or remedial action.

8. There will be no retaliation against or adverse treatment of any employee who uses this procedure to resolve a concern when such complaint has been brought in the reasonable, good faith belief that the employee has been subjected to discrimination/harassment on the basis of a Protected Category.

Article 1501.1 105

9. Where the investigation substantiates the complaint (in whole or in part), and when otherwise appropriate in the judgment of the District, a responsible administrator or other District official designated by the Compliance Coordinator shall follow up with the complaining employee to ensure that the prohibited discrimination/harassment has stopped and that no retaliation has occurred.

10. Nothing in this reporting and investigation procedure shall relieve any employee of the District from an obligation under Missouri law to report suspected child abuse and/or neglect.

IV. Enforcement

A. Responsibility of Supervisors and Administrators

Each supervisor or administrator serves a vital role in maintaining a working environment free from discrimination/harassment of employees on the basis of one or more of the Protected Categories. In accordance with that responsibility, each supervisor or administrator shall take appropriate actions to enforce the District’s anti- discrimination/harassment policies and articles.

1. Any supervisor/administrator who receives a report, orally or in writing, regarding discrimination/harassment relating to an employee should notify the School District’s Compliance Coordinator within one school day or a reasonable time thereafter for good cause.

2. The supervisor/administrator shall, on an as-needed basis, instruct employees regarding the procedures for reporting prohibited discrimination/harassment in the educational setting.

3. The supervisor/administrator shall take appropriate remedial and/or disciplinary action, as necessary and as directed.

4. Failure to implement these responsibilities in an appropriate and satisfactory manner is cause for disciplinary action up to and including termination of employment.

5. Each building administrator, or designee, shall take appropriate actions to enforce the District’s anti-discrimination/harassment rules, including but not limited to the following:

Article 1501.1 106

a. All vulgar or offensive graffiti shall be removed from the premises.

b. The building administrator shall provide in-service and other instruction to employees on the District’s anti- discrimination/harassment rules periodically and as needed.

c. A copy of this Regulation shall be distributed to employees annually.

B. Responsibility of District Staff

All District employees serve a vital role in maintaining a working environment free from discrimination/harassment on the basis of one or more of the Protected Categories. Employees have a responsibility not to engage in action that could constitute discrimination/harassment. They also have a responsibility to assist the District in identifying and eradicating any discrimination/harassment that does occur.

1. Each supervisor or administrator shall take appropriate actions to enforce the District’s anti-discrimination/harassment policies and articles.

2. Employees are expected to implement and enforce all directives from an administrator or the Compliance Coordinator regarding the remediation of a matter involving discrimination/harassment on the basis of one or more of the Protected Categories.

3. Employees who witness the occurrence of discrimination/harassment on the basis of one or more of the Protected Categories are expected to report the observed conduct to an administrator or to the Compliance Coordinator.

4. After the District has addressed a matter of discrimination/harassment, an employee who continues to experience what he/she believes to be discrimination/harassment should notify an administrator or the Compliance Coordinator immediately so that any new issues or recurring issues can be promptly and effectively addressed.

5. Retaliation against anyone who is either a complainant or who is otherwise involved in the investigatory process, such as witnesses, is strictly forbidden. Employees are not to retaliate, nor are they to involve others in retaliating, against such individuals.

Article 1501.1 107

C. Consequences and Discipline

1. Any employee who engages in discrimination/harassment on the basis of one or more of the Protected Categories, regardless of location, will be subject to disciplinary and/or remedial action, up to and including termination of employment. Specific measures will be taken in accordance with the professional judgment of the District.

2. Any employee who brings a false charge of discrimination/harassment on the basis of one or more of the Protected Categories shall receive appropriate disciplinary action, up to and including termination of employment. The term “false charge” means an allegation brought in bad faith, that is, without the good faith belief that one has been subjected to such discrimination/harassment. The term “false charge” does not include a charge that was brought in good faith, but which the District was unable to substantiate.

3. The effectiveness of the District’s prohibited discrimination/harassment policies and articles are dependent upon the receipt of truthful information. Thus, all employees are expected to be truthful throughout the intake, investigation, and resolution process. Lying or misrepresenting information to the investigator is cause for disciplinary action, up to and including termination of employment.

4. Any employee who is determined to have retaliated in violation of this Article shall be disciplined up to and including termination of employment.

5. A visitor who has violated this Article may be prohibited from accessing District property and also be referred to law enforcement.

Article 1501.1 108

V. Right to File External Complaint

The procedures set forth in this Article shall not eliminate the right of an employee to file, at any time, a complaint alleging discrimination/harassment on the basis of one or more protected categories with the United States Department of Education’s Office for Civil Rights, Region VII, 8930 Ward Parkway, Suite 2037, Kansas City, MO 64114; phone (816) 268-0550, or with the Missouri Commission on Human Rights. The Office for Civil Rights does not examine complaints regarding discrimination/harassment on the basis of religion or sexual orientation. Thus, complaints regarding discrimination/harassment on the basis of religion or sexual orientation should be directed to the District’s Compliance Coordinator.

Revised: June 19, 2015 Revised: June 19, 2009 Revised: July 17, 2008 Adopted: August 2, 2007 University City School District Board of Education

VI. Sample Complaint Form 109

PROHIBITED DISCRIMINATION/HARASSMENT COMPLAINT FORM (EMPLOYEE/VISITOR)

Today’s Date: ______

Your Name (please print): ______

Your Job and Job Location: ______

Home Address ______

Home Telephone: ______

Please describe the nature of your complaint (attach additional sheet if necessary):

______

What would you like the outcome to be with respect to your complaint? ______

______

Please sign here: ______Date: ______

GENERAL ADMINISTRATION Article 1501.2 110

Assurances

Prohibited Discrimination/Harassment and Complaint Procedure for Students

The District does not discriminate against students enrolled in the District on the basis of their age, sex, gender, race, color, religion, national origin, or disability (the “Protected Categories”) in admission or access to, or treatment in, its educational or student programs and activities. Similarly, the District does not permit the occurrence of discrimination/harassment on the basis of any of the Protected Categories.

In addition, the District does not discriminate against students on the basis of their sexual orientation, or permit the occurrence of discrimination/harassment on the basis of sexual orientation. Under this Regulation, sexual orientation shall be considered a Protected Category. The District has established this complaint procedure for addressing complaints by a student (or student’s parent/legal guardian on behalf of a student who is under age 18), alleging that conduct or an action, policy, procedure, or practice constitutes discrimination/harassment on the basis of one or more of the Protected Categories.

I. Definitions

A. “Complaint” means an allegation of conduct or of action, policy, procedure or practice which would constitute discrimination/harassment on the basis of one or more of the Protected Categories.

B. “Compliance Coordinator” means the District’s Compliance Coordinator for Title VI, Title IX and ADA/Section 504, and for issues relating to sexual orientation. The District’s Executive Director of Student Services, Mr. Gary Spiller, serves as the District’s Compliance Coordinator for compliance under this regulation. He may be contacted at the School District of University City District, 8136 Groby Road, University City, MO 63130. Mr. Spiller’s phone number is (314) 290- 4045.

C. “District” means the School District of University City.

D. “Day” means a school day.

E. “Discrimination/harassment” means discrimination and/or harassment on the basis of one or more of the Protected Categories. For purposes of discrimination,

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the District (or its authorized employee) must be the alleged actor. For purposes of harassment, the alleged actor may be the District, an employee of the District, a student, or a visitor to the District’s facilities.

II. Prohibited Discrimination/Harassment

A. Prohibited Discrimination

For purposes of this Article, discrimination on the basis of one or more of the Protected Categories means that the District has treated a student in a discriminatory manner on the basis of one or more of the Protected Categories when compared to similarly situated students.

In general, federal and state laws prohibit such discrimination on the basis of enrollment, facility access, counseling/guidance materials/tests/practices, vocational education, physical education, athletics, rules and Articles, pregnancy, health services, and school- sponsored extracurricular activities.

B. Prohibited Harassment

For purposes of this Article, harassment on the basis of one or more of the Protected Categories consists of verbal or physical conduct relating to a student’s age, sex, gender, race, color, religion, disability or national origin when:

1. The harassing conduct is so severe, persistent or pervasive that it creates an intimidating, threatening, or abusive educational environment;

2. The harassing conduct has the purpose or effect of substantially or unreasonably interfering with an individual’s educational performance; or

3. The harassing conduct otherwise substantially and adversely affects an individual’s educational opportunities.

Examples of conduct which may lead to or constitute discrimination/harassment on the basis of one or more of the Protected Categories include the following:

 Graffiti containing offensive language which is derogatory to others because of their membership in a Protected Category.

 Jokes, name-calling, or rumors based upon an individual’s membership in a Protected Category.

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 Slurs, negative stereotypes, and hostile acts which are based upon another’s membership in a Protected Category.

 Written or graphic material containing comments or stereotypes which is posted or circulated and which is aimed at degrading individuals or members of a Protected Category.

 A physical act of aggression or assault upon another because of, or in a manner reasonably related to, such person’s membership in a Protected Category.

 Other kinds of aggressive conduct such as theft or damage to property which is motivated by a person’s membership in a Protected Category.

 unwelcome sexual touching, advances, physical, sexual or dating relationships between an employee and a student, requests for sexual favors, or other verbal or physical conduct of a sexual nature.

C. Additional Definition: Disability Discrimination/Harassment

D. Additional Prohibition Relating to Employee-on-Student Sexual Harassment

Relationships of a physical, sexual or dating nature between an employee of the District and a student are strictly forbidden. Students are unable legally to welcome or consent to such relationships; therefore, whether such conduct is welcome or whether the student consents to such conduct is not a defense. The District will not tolerate any conduct of this sort. The occurrence of this conduct will subject an employee to disciplinary action up to and including termination of employment. In addition, referral to law enforcement and to responsible State officials, such as the Children’s Division, will also occur, as required by law.

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Article 1501.2

III. Intake, Investigation, and Resolution of Student Complaints

A. Intake of Complaints

1. Any student who believes he or she has been the victim of discrimination/harassment based on one or more of the Protected Categories by a student, employee, or other school personnel of the District, or by any other person who is participating in, observing, or otherwise engaged in activities, including sporting events and other extra-curricular activities under the auspices of the District, is encouraged to immediately report the alleged acts to any building principal or assistant principal, or to the District’s Compliance Coordinator (whose name and contact information appears above in this Article).

2. Sometimes, a student may feel more comfortable making a Report of Discrimination/harassment on the basis of one or more of the protected categories to an administrator who is of the same gender as the student. Accordingly, a student is permitted to make such a report to any building principal or assistant principal in the District, even if that administrator is assigned to a different school building within the District. Regardless, it is essential that the report be made to someone with the authority and obligation to act upon the concern. This means that the concern must be reported to the employee's direct supervisor or to a District principal, assistant principal, or Compliance Coordinator.

3. To assist the District in addressing the matter promptly and thoroughly, a student reporting discrimination/harassment on the basis of one or more of the Protected Categories is encouraged to provide a written explanation that specifically details the student’s concern. This Article contains an easily understood form that may be used for this purpose. However, a student’s refusal to make a report in writing does not relieve the District of the obligation to investigate a report.

4. Before making the report, a student who believes that he or she has been subjected to discrimination/harassment on the basis of one or more of the Protected Categories is not required to confront the individual who is the subject of the student’s concern.

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Article 1501.2

B. Investigation of Complaints

The District desires to promptly address complaints alleging a violation of this Regulation. Accordingly, the District has established a protocol for handling such complaints. This protocol sets forth specific deadlines within which various phases of the process are intended to occur. These deadlines are subject to extension by the District for good cause or if extenuating circumstances exist. Regardless, the District remains committed to a prompt investigation and resolution of submitted complaints.

a. Once the District's Compliance Coordinator receives actual notice of a report of discrimination/harassment on the basis of one or more of the protected categories (whether such actual notice is provided to the Compliance Coordinator by a District supervisor/administrator or directly by the complainant), the Compliance Coordinator is able to commence the investigation. Typically, an investigation will be commenced within two (2) school days (if not sooner) after the Compliance Coordinator receives actual notice of the report. b. Absent extenuating circumstances, investigations will be completed within seven (7) school days after the investigation commences. Changes or additions to a complaint will typically require an extension of time to ensure that the complaint is properly investigated. Similarly, scheduling issues and the unavailability of witness or relevant documents may also necessitate an extension of time. An extension of time shall not exceed five (5) additional days without the advanced approval of the Compliance Coordinator.

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Article 1501.2

3. Investigation files shall be maintained separately from student educational files and employee personnel files.

C. Resolution of Complaints

3. One of the following determinations will typically be made with respect to the Complaint:

a. Unsubstantiated;

b. Unable to Substantiate OR Indeterminate OR Incapable of Determination; or

c. Substantiated Prohibited Conduct (in whole or in part).

4. Regardless of the determination made with respect to the complaint, the District may take appropriate action to minimize the opportunity for future issues or concerns to arise.

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Article 1501.2

5. Notification of Determination Regarding Complaint

a. Within three (3) school days after the determination has been made regarding the complaint, notice of the determination will be mailed or given to the complainant.

b. If a complainant disagrees with the determination made regarding discrimination/harassment on the basis of one or more of the Protected Categories, the complainant may appeal the decision to the Compliance Coordinator (or to the Board of Education if the Compliance Coordinator has made the determination that is being challenged). The complainant must submit a written appeal to the Compliance Coordinator no later than five (5) school days after the notification to the complainant has occurred. The written appeal should specifically state what is being appealed, the reason for the appeal, and the action that is desired.

c. When an appeal has been made, the appeal will be processed as follows:

(1) The appeal will be considered by one of the following:

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Article 1501.2

additional time is, in his/her judgment, necessary for a fair review.

(3) Regardless of who reviews the matter, the complainant will be advised in writing of the outcome of the review within five (5) school days after the completion of the review.

6. If a complaint is substantiated (in whole or in part), and the offender is a student, disciplinary and/or other remedial action will be taken in accordance with Board-established student discipline Articles and/or in accordance with federal and state law. If a complaint is substantiated (in whole or in part), and the offender is an employee, disciplinary and/or remedial action may be taken, up to and including the termination of employment. If the offender is not an employee of the District, the District will take appropriate action within the scope of its legal authority to eliminate the discrimination/harassment.

8. There will be no retaliation against or adverse treatment of any student who uses this procedure to resolve a concern when such complaint has been brought in the reasonable, good faith belief that the complainant has been subjected to discrimination/harassment on the basis of a Protected Category.

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Article 1501.2

9. Where the investigation substantiates the complaint (in whole or in part), and when otherwise appropriate in the judgment of the District, a responsible administrator or other District official designated by the Compliance Coordinator shall follow up with the complaining student to ensure that the prohibited discrimination/harassment has stopped and that no retaliation has occurred.

10. Nothing in this reporting and investigation procedure shall relieve any employee of the District from an obligation under Missouri law to report suspected child abuse and/or neglect.

IV. Enforcement

A. Responsibility of Supervisors and Administrators

Each supervisor or administrator serves a vital role in maintaining an educational environment free from discrimination/harassment on the basis of one or more of the Protected Categories. In accordance with that responsibility, each supervisor or administrator shall take appropriate actions to enforce the District's anti- discrimination/harassment policies and regulations.

1. Any supervisor/administrator who receives a report, orally or in writing, regarding discrimination/harassment relating to a student should notify the District’s Compliance Coordinator within one (1) school day or a reasonable time thereafter for good cause.

2. The supervisor/administrator shall implement appropriate remedial and/or disciplinary action, as necessary and as directed.

3. Failure to implement these responsibilities in an appropriate and satisfactory manner is cause for disciplinary action up to and including termination of employment.

4. Each building administrator, or designee, shall take appropriate actions to enforce the District’s anti-discrimination/harassment rules, including but not limited to the following:

a. Vulgar or offensive graffiti shall be removed from the premises.

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Article 1501.2

b. The building administrator shall provide instruction to employees on the District’s anti-discrimination/harassment rules as needed.

c. Student instruction regarding discrimination/harassment on the basis of one or more of the Protected Categories shall be provided periodically and age-appropriately.

d. Students shall be provided a copy of this Article yearly.

B. Responsibility of District Staff

District staff members serve a vital role in maintaining an educational environment free from discrimination/harassment on the basis of one or more of the Protected Categories. In accordance with that responsibility, each supervisor or administrator shall take appropriate actions to enforce the District’s anti-discrimination/harassment policies and regulations.

1. STAFF: Upon receiving a report from a student who states that he/she has been, or is being, subjected to discrimination/harassment on the basis of a Protected Category, or from a student who is aware that another student is experiencing such an issue, a certified staff member must immediately notify his/her immediate supervisor a principal or assistant principal or the Compliance Coordinator.

2. Failure to report as directed above is cause for disciplinary action up to and including termination of employment.

3. Employees are expected to implement and enforce all directives from an administrator or the Compliance Coordinator regarding the resolution of a matter involving discrimination/harassment on the basis of one or more of the Protected Categories.

C. Consequences and Discipline

1. Any student who engages in discrimination/harassment on the basis of one or more of the Protected Categories while on school property or while participating in school activities, regardless of location, will be subject to disciplinary and/or remedial action. Specific disciplinary measures may be taken consistent with District student discipline rules/regulations and in accordance with the administration’s professional judgment.

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Article 1501.2

2. Any student who alleges or otherwise brings a false charge of discrimination/harassment on the basis of one or more of the Protected Categories shall receive appropriate discipline. The term “false charge” means an allegation that is brought in bad faith (i.e., without the good faith belief that one has been subjected to such discrimination/harassment).

3. The effectiveness of the District’s prohibited discrimination/harassment policies and articles are dependent upon the receipt of truthful information. Thus, students are expected to be truthful throughout the intake, investigation, and resolution process.

V. Right to File External Complaint

The procedures set forth in this Article shall not eliminate the right of a student to file, at any time, a complaint alleging discrimination/harassment on the basis of sex, gender, race, color, national origin, or disability with the United States Department of Education’s Office for Civil Rights, Region VII, 8930 Ward Parkway, Suite 2037, Kansas City, MO 64114; phone (816) 268-0550. The Office for Civil Rights does not examine complaints regarding discrimination/harassment on the basis of religion or sexual orientation. Thus, complaints regarding religion or sexual orientation should be directed to the District’s Compliance Coordinator.

VI. Complaint Form

The District has developed a sample complaint form, which may be used to submit a complaint under this Article. The District strongly encourages, but does not mandate, the use of this form. This form may be obtained in any building office or in the office of the Compliance Coordinator.

Revised: July 17, 2008 Adopted: August 2, 2007 University City School Board

121

PROHIBITED DISCRIMINATION/HARASSMENT COMPLAINT FORM

Today’s Date: ______

Student’s Name (please print): ______

Student’s grade level: ______

Student’s school: ______

Home Address:______

Home Telephone: ______

Parent/Legal Guardian’s Name(s): ______

Please describe the nature of your complaint (attach additional sheet if necessary):

______

What would you like the outcome to be with respect to your complaint? ______

______

Please sign here: ______Date: ______

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APPENDICES School District of University City Job Classifications/Base Salaries Non-Exempt Support Staff

Position Base Hourly Rate

Accounting Specialist $20.19

Administrative Assistant $17.42

Administrative Secretary $13.96

Adult Education $16.24

Aides/Assistant $12.72

Business Services Specialist $18.27 Communications Specialist $18.27 Day Custodian $11.80

General Secretary $12.85

Graphic Artist $20.19

Grounds Crew $11.80

Human Resources Generalist $18.27 Human Resources Specialist $20.19 Maintenance Craftsman Helper $13.48 Maintenance Craftsman--General $17.90 Maintenance Craftsman--HVAC $17.90 Maintenance Craftsman--Plumber $17.90 Mid-Shift Custodian $11.80

Night Custodian $11.80

Operations Specialist $18.27

Painter $17.90

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Part-time Custodian $11.80

Payroll Specialist $18.27

Warehouse $11.80

Note: Job postings will reflect the market value and years of experience required.

School District of University City Job Classifications/Base Salaries Exempt Support Staff

Position Base Salary

Custodial Supervisor $38,000

Nurse – BA $38,270

Nurse – MA $42,193

Operations Supervisor $42,000

Safety & Security Supervisor $38,000 Social Worker – MA $42,193

Note 1: The lead nurse will also receive a $2100 stipend

Note 2: Job postings will reflect the market value and years of experience required.

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SCHOOL DISTRICT of UNIVERSITY CITY 2016-2017 SCHOOL CALENDAR Su M Tu W Th F Sa Su M Tu W Th F Sa July 2016 1 2 Jan. 2017 1 2 3 4 5 6 7 3 4 5 6 7 8 9 8 9 10 11 12 13 14 10 11 12 13 14 15 16 15 16 17 18 19 20 21 17 18 19 20 21 22 23 22 23 24 25 26 27 28 24 25 26 27 28 29 30 29 30 31 31 Feb. 2017 1 2 3 4 Aug. 2016 1 2 3 4 5 6 5 6 7 8 9 10 11 7 8 9 10 11 12 13 12 13 14 15 16 17 18 14 15 16 17 18 19 20 19 20 21 22 23 24 25 21 22 23 24 25 26 27 26 27 28 28 29 30 31 Mar. 2017 1 2 3 4 End Q3 Sept. 2016 1 2 3 5 6 7 8 9 10 1 1 3/10/17 4 5 6 7 8 9 10 12 13 14 15 16 17 18 47 days 11 12 13 14 15 16 17 19 20 21 22 23 24 25 18 19 20 21 22 23 24 26 27 28 29 30 31 25 26 27 28 29 30 Apr. 2017 1 Oct. 2016 1 End Q1 2 3 4 5 6 7 8 2 3 4 5 6 7 8 10/7/16 9 10 11 12 13 14 15 9 10 11 12 13 14 15 42 days 16 17 18 19 20 21 22 16 17 18 19 20 21 22 23 24 25 26 27 28 29 23 24 25 26 27 28 29 30 30 31 May 2017 1 2 3 4 5 6 Nov. 2016 1 2 3 4 5 7 8 9 10 11 12 13 End Q4 6 7 8 9 10 11 12 14 15 16 17 18 19 20 5/17/17 13 14 15 16 17 18 19 21 22 23 24 25 26 27 41 days 20 21 22 23 24 25 26 28 29 30 31 27 28 29 30 June 2017 1 2 3 Dec. 2016 1 2 3 4 5 6 7 8 9 10 4 5 6 7 8 9 10 End Q2 11 12 13 14 15 16 17 11 12 13 14 15 16 17 12/16/15 18 19 20 21 22 23 24 18 19 20 21 22 23 24 44 days 25 26 27 28 29 30 25 26 27 28 29 30 31

Legend: HIGHLIGHTS: 2016-2017 SCHOOL HOURS - Schools and Offices Closed 174 Student Attendance Days Day Begins Day Ends Early Release Early Childhood 8:30 AM 3:30 PM 1:15 PM - First/Last day for 227-day 188.5 Teacher Contract Days, with 3 Paid Holidays (11 month) employees Elementary 8:45 AM 3:35 PM 1:20 PM 3.5 Teacher Work Days – 8/4, 8/5, Brittany Woods 7:50 AM 2:50 PM 12:20 PM - New Teacher Orientation 8/8(.5), 5/18 High School 7:25 AM 2:20 PM 11:55 AM - Opening Day Ceremony for Staff 2.5 Teacher Work Days – 8/4, 8/5, Alternative School 7:35 AM 2:30 PM 10:35 AM 8/8(.5), 5/18 as Make Up Day #2 HS Exams Early Release 10:25 AM - No School, Faculty Reports 7 Professional Development Days – 8/1, EMERGENCY CLOSING MAKE-UP SCHEDULE 8/2, 8/3, 9/16, 9/28(.5), 11/8, - First/Last day of School 2/1(.5), 3/1(.5), 4/12(.5) State law requires the District to designate six make- or Return to School for Students up days. These will only be used in the event school is 3 Parent Teacher Conference Days – canceled due to inclement weather. 10/20, 10/21(.5), 3/30, 3/31(.5) Applicants for admission or employment, students, parents of elementary and secondary school students, employees, sources of referral and applicants for employment and all professional - Schools Closed and Offices Open organizations that have entered into agreements with the School District of University City (“School District”) are hereby notified that the School District does not discriminate on the basis of race, color, national origin, sex, age or disability in admission or access to, or treatment or employment in, its programs and activities. In addition, the School District provides equal access to the 2 Record Keeping Days – 10/7(.5), Boy Scouts of America and other designated youth groups. Any person having inquiries concerning the School District’s compliance with the laws and regulations implementing Title VI of the Civil - Parent/Teacher Conference (No School) 12/16(.5), 3/10(.5), 5/17(.5) Rights Act of 1964 (Title VI), Title IX of the Education Amendments of 1972 (Title IX), the Age Discrimination Act, Section 504 of the Rehabilitation Act of 1973 (Section 504), Title II of the Americans with Disabilities Act of 1990 (ADA) or the Boy Scouts of America Equal Access Act, is directed to the respective Compliance Coordinator listed below, who oversees the School District’s efforts to comply with the laws and regulations implementing the laws and regulations cited above. The School District has established grievance procedures for persons unable to resolve problems arising under the statutes above. The School District’s Compliance Coordinator will provide information regarding those procedures upon request. Any person who is unable to resolve a problem or grievance - Early Release for students 6 Make-up Days – 174th Student arising under any of the laws and regulations cited above may contact the Office for Civil Rights, Region VII, at 8930 Ward Parkway, Suite 2037, Kansas City, Missouri 64114 or 816-268-0550. Adult and Attendance Day (5/17), Final Employee Compliance Coordinator: Dr. Cathy Carlock Lorenz, assistant superintendent for Human Resources, Ronald E. McNair Administrative Building, School District of University City, 8136 Groby Road, University City, MO 63130, 314-290-4021. Student Compliance Coordinator: Bernadette White, District consultant, Student Services, Ronald E. McNair Administrative Building, School District of Teacher Work Day (5/18), 5/19, University City, 8136 Groby Road, University City, MO 63130, 314-290-4045. - Exams (Early Release High School Only) 5/23, 5/24, 5/25 BOE Approved 031314 Revised 080116 SCHOOL DISTRICT of UNIVERSITY CITY 2016-2017 SCHOOL CALENDAR JULY JANUARY 4 Schools and Offices closed for Independence Day holiday 2 Schools & Offices Closed for Winter Break 18 First Day of work for 227-day (11-month) employees 3 Classes resume / Third Quarter begins 27-29 New Teacher Orientation 16 Schools and Offices closed for MLK holiday

AUGUST FEBRUARY 1 AM Opening Day Ceremony (All staff returns) and 1 Early Release for PreK-12 Professional Development; PM Building-level Meetings Certified Staff Released 30 Minutes after Contractual Day 2 PreK-12 Professional Development 20 Schools and Offices Closed for Presidents’ Day holiday 3 PreK-12 Professional Development MARCH 4 Schools & Offices Open, Teacher Work Day 1 Early Release for PreK-12 Professional Development; 5 Schools & Offices Open, Teacher Work Day Certified Staff Released 30 Minutes after Contractual Day 8 Schools & Offices Open, Teacher Work Day (.5 Work Day) 10 Early Release for PreK-12 Record Keeping Day UCHS Freshman Orientation .5 Day Third Quarter ends (47 days) 9 First day of school for all students 13-17 Schools closed for Spring Break 17 Schools and Offices closed for Spring Break SEPTEMBER 20 Classes resume / Fourth Quarter begins 5 Schools & Offices closed for Labor Day holiday 30 Schools closed and Offices open; 16 Schools Closed for District Professional Development Parent/Teacher Conferences (12:00 p.m. - 7:30 p.m.) 28 Early Release for PreK-12 Professional Development; 31 Schools closed and Offices open; Certified Staff Released 30 Minutes after Contractual Day Parent/Teacher Conferences (8:00 a.m. - 11:45 a.m.)

OCTOBER APRIL 7 Early Release for PreK-12 Record Keeping Day Missouri Assessment Program (MAP) Testing First Quarter ends (42 days) 12 Early Release for PreK-12 Professional Development; 10 Second Quarter begins Certified Staff Released 30 Minutes after Contractual Day 20 Schools closed and Offices open; Parent/Teacher Conferences (12:00 p.m. - 7:30 p.m.) MAY 21 Schools closed and Offices open; Parent/Teacher 16 Early Release for High School Exams* Conferences (8:00 a.m. - 11:45 a.m.) 17 Early Release for Record Day* Early Release for High School Exams* NOVEMBER Fourth Quarter ends - Last day of school* (41 days) 8 Schools Closed for District Professional Development School Make Up Day #1 (if needed) (Will result in 174 Student Attendance Days) 23 Schools closed and Offices open 18 Teacher Work Day Schools and Offices open 24-25 Schools & Offices closed for Thanksgiving holiday or School Make Up Day #2 (if needed) 19 School Make Up Day #3 (if needed) DECEMBER 22 School Make Up Day #4 (if needed) 15 Early Release for 9-12 High School Exams 23 School Make Up Day #5 (if needed) 16 Early Release for PreK-12 Record Day Second Quarter ends (44 days) 24 School Make Up Day #6 (if needed) 19-30 Winter Break 29 Schools & Offices closed for Memorial Day holiday 19-20,28-29 Schools closed and Offices open JUNE 21-23,26-27,30 Offices closed 23 Last Day of work for 227-day (11-month) employees

*If School Make Up Day(s) is/are needed, Early Release days will be postponed as appropriate. ** Teacher Work Day will be postponed until the day after the last day of school.

BOE Approved 031314 Revised 080116

The SCHOOL DISTRICT of UNIVERSITY CITY APPLICATION FOR APPROVAL OF COURSES and TUITION REIMBURSEMENT for COLLEGE/UNIVERSITY CREDIT

September 15th is the deadline for courses taken August through July.

School Year: ______

To: The Office of Human Resources

Name: ______Building: ______

__ Administrator __ Certified Staff __ Support Staff

********************************************************************** I am applying for tuition reimbursement. __ Yes __ No

COURSE INFORMATION

Name of College/University:______

*Electronic transcripts must be sent to [email protected].

Course Title Course Start date End date Credit Cost per No. M/D/YY M/D/YY hours course

Total tuition (for classes only): ______Total number of hours: ______*Guaranteed 6 credit hours at UMSL graduate rate.

If you are requesting approval of these courses toward a channel change, please refer to Article 4512 for guidance on the required written request for channel change.

Applicant’s Signature: ______Date: ______

Approval of Assistant Superintendent for Human Resources: ______Date: ______

To be eligible for reimbursement, approval form must be submitted prior to course/certification registration. Blue form: Professional Growth 3 Revised 2/2016