EMPLOYMENT HANDBOOK for PROFESSIONAL STAFF MEMBERS

JULY 2017

• Applies to Administrative Guidelines (AG) to be approved at a later date

Approved by Waukesha Board of Education: 7/12/2017

Table of Contents I. INTRODUCTION ...... 1 INTRODUCTORY STATEMENT ...... 1 DISCLAIMER STATEMENT ...... 1 Policy 3139 – Staff Discipline...... 1 CONFORMITY TO LAW ...... 2 STATEMENT OF PHILOSOPHY ...... 2 CHAIN OF COMMAND – ORGANIZATIONAL CHART ...... 2 Policy 3112 – Board-Staff Communications ...... 2 MANAGEMENT RIGHTS ...... 2 SOLE BASIS ...... 3 II. EMPLOYMENT ...... 4 DISTRICT EXPECTATIONS ...... 4 EQUAL EMPLOYMENT OPPORTUNITY ...... 4 Policy 3122 - Nondiscrimination and Equal Employment Opportunity ...... 4 AG 3122 - Nondiscrimination and Equal Employment Opportunity* ...... 4 ANTI-HARASSMENT POLICY ...... 4 Policy 3362 - Employee Anti-Harassment ...... 5 Policy 3362.01 - Threatening Behavior Toward Staff Members ...... 5 AG 3362A - Reporting Threatening Behaviors*...... 5 BULLYING ...... 5 Policy 5517.01 - Bullying ...... 6 JOB DESCRIPTIONS ...... 6 Policy 1400 - Job Descriptions ...... 6 Policy 3120.01 - Job Descriptions ...... 6 HIRING OF RELATIVES (NEPOTISM) ...... 6 Policy 3120 - Employment of Professional Staff ...... 6 IMMIGRATION REFORM ACT COMPLIANCE...... 6 Policy 3111 - Creating a Position ...... 6 CONFLICT OF INTEREST ...... 6 Policy 1130 - Conflict of Interest – Private Practice ...... 7 Policy 3210 - Staff Ethics ...... 7 OUTSIDE ACTIVITIES OF STAFF ...... 7 Policy 3231 - Outside Activities of Staff ...... 7 COMMUNICATIONS AND SUGGESTIONS ...... 7 Policy 3112 - Board-Staff Communication ...... 7 POLITICAL ACTIVITIES ...... 7 AG 3231A – Participation in Political Activities* ...... 7 STAFF USE OF PERSONAL COMMUNICATION DEVICES ...... 7 Policy 7530.02 - Staff Use of Personal Communication Devices ...... 7 BUILDING SECURITY/ACCESS/KEYS ...... 8 BULLETIN BOARDS ...... 8 CRIMINAL BACKGROUND CHECKS ...... 8 CRIMINAL BACKGROUND CHECKS/CHARGES/CONVICTIONS FOR ACTIVE EMPLOYEES OBLIGATION TO REPORT CRIMINAL RECORD ...... 8 LIQUIDATED DAMAGES ...... 9 UNION USE OF BUILDINGS, COMMUNICATIONS, EQUIPMENT ...... 9 WORK STOPPAGE ...... 10 III. EMPLOYMENT STATUS AND RECORDS ...... 11 EMPLOYMENT CATEGORIES ...... 11 Policy 3120 – Employment of Professional Staff, ...... 11 Policy 4120 – Employment of Support Staff...... 11 PERSONNEL FILES ...... 12 Policy 8320 – Personnel Records ...... 12

PERSONNEL FILE RECORD CORRECTION ...... 13 Policy 8320 – Personnel Records ...... 13 PERFORMANCE EVALUATION ...... 13 Policy 3220 – Staff Evaluation and Educator Effectiveness ...... 13 PROFESSIONAL GROWTH REQUIREMENTS ...... 13 Policy 3242 – Professional Growth Requirements ...... 13 REQUIREMENT TO REMAIN CURRENT ...... 13 PROFESSIONAL DEVELOPMENT ...... 13 NEW EMPLOYEE TO THE DISTRICT ...... 14 STUDENT SUPERVISION AND WELFARE ...... 14 Policy 1213 – Student Supervision and Welfare,...... 14 Policy 3213 - Student Supervision and Welfare...... 14 ASSIGNMENT AND TRANSFERS ...... 14 AG 3130 - Assignment and Transfer of Professional Staff* ...... 14 STAFF DISCIPLINE...... 14 Policy 3139 – Staff Discipline...... 14 REPRESENTATION ...... 14 REDUCTION IN STAFF ...... 15 Policy 3131 – Reduction in Staff...... 15 TERMINATION AND RESIGNATION ...... 15 Policy 3340 - Grievance Procedure...... 15 Policy 3140 – Termination, Non-Renewal and Resignation ...... 15 IV. EMPLOYEE PAY AND BENEFITS ...... 16 PAY PERIODS ...... 16 AG 6510B – Payroll Authorization.* ...... 16 JOB-RELATED EXPENSES ...... 16 BENEFITS ...... 16 Policy 3425 - Benefits ...... 16 LEAVES OF ABSENCE (SHORT TERM) ...... 16 LEAVES OF ABSENCE (EXTENDED LEAVE) ...... 17 Policy 3430 - Leaves of Absence ...... 17 EMPLOYEE LEAVES ...... 17 Family and Medical Leave Policy 3430.01 ...... 18 Policy 3431 – Employee Leaves...... 18 EMPLOYEE SICK LEAVE ...... 18 Policy 3432 – Employee Sick Leave...... 18 FAMILY AND MEDICAL LEAVE...... 20 Policy 3430.01 – Family and Medical Leave of Absence (FMLA)...... 20 HOLIDAYS...... 20 HOLIDAYS DURING VACATION...... 20 ELIGIBILITY FOR HOLIDAY ...... 20 HEALTH, DENTAL, LIFE & LTD ELIGIBILITY ...... 20 HEALTH INSURANCE BENEFITS ...... 21 Policy 3419 – Group Health Plans...... 21 PRIVACY PROTECTIONS OF SELF-FUNDED GROUP HEALTH PLANS ...... 21 Policy 3419.01 - Privacy Protections of Self-Funded Group Health Plans...... 21 WELLNESS PROGRAM ...... 21 PROTECTIONS FROM DISCLOSURE OF MEDICAL INFORMATION...... 22 CAFETERIA PLAN/FLEXIBLE SPENDING ACCOUNT ...... 23 HEALTH SAVINGS ACCOUNT (HSA) ...... 23 VISION INSURANCE ...... 23 LIABILITY INSURANCE ...... 24 LIFE INSURANCE ...... 24 SHORT TERM DISABILITY INSURANCE ...... 24 LONG-TERM DISABILITY INSURANCE ...... 24 403(B) VOLUNTARY BENEFIT PROGRAM ...... 24 WISCONSIN RETIREMENT SYSTEM (WRS) CONTRIBUTIONS ...... 25

V. WORKING CONDITIONS AND HOURS OF WORK ...... 26 DRESS CODE ...... 26 Policy 3216-Staff Dress and Grooming...... 26 ATTENDANCE AND REPORTING ABSENCES ...... 26 TEACHER PROFESSIONAL RESPONSIBILITIES ...... 27 PERFORMANCE EVALUATION ...... 29 Policy 3220 – Staff Evaluation and Educator Effectiveness ...... 29 TEACHER SUPERVISION AND EVALUATION ...... 29 DIRECTED ASSISTANCE ...... 34 MENTOR PROGRAM...... 37 CELL PHONE ALLOWANCE ...... 39 Policy 7530.01 - Cell Phone Allowance...... 39 USE OF EMPLOYER PROPERTY/EQUIPMENT ...... 39 Policy 7530 – Lending of District-Owned Equipment ...... 39 AG 7530 – Personal use of District Equipment/Facilities* ...... 39 USE OF PERSONAL PROPERTY AT SCHOOL ...... 39 AG 3281 – Personal Property of Staff Members* ...... 39 EMERGENCY CLOSINGS ...... 39 Policy 8420 – Emergency Preparedness ...... 39 TRAVEL EXPENSES ...... 39 Policy 3440 – Job-Related Expenses ...... 40 AG 3440A – Job-Related Expenses* ...... 40 AG 3440B – Use of Private Car for School Business* ...... 40 TELECOMMUTING ...... 40 Telecommuter Agreement ...... 40 WHISTLEBLOWER PROTECTION ...... 40 Policy 3211 – Whistleblower Protection ...... 41 VI. SAFETY AND HEALTH ...... 42 WELLNESS ...... 42 WORKPLACE SAFETY ...... 42 SMOKING ...... 43 Policy 3215 – Use of Tobacco by Professional Staff ...... 44 TRAINING ...... 44 (Policy 8452 – Automated External Defibrillators), ...... 44 (Policy 8453.01 - Control of Blood-Borne Pathogens) ...... 44 (Policy 8450 –Control of Casual Contact Communicable Diseases), ...... 44 (Policy 8453 – Direct Contact Communicable Diseases)...... 44 REPORTING WORK RELATED INJURY ...... 44 Policy 8442 – Reporting Accidents...... 44 VII. EMPLOYEE COMMUNICATION & TECHNOLOGY ...... 45 ACCEPTABLE USE OF DISTRICT TECHNOLOGY, THE INTERNET, AND THE DISTRICT’S NETWORK ...... 45 7540.04 – Staff Education Technology Acceptable Use and Safety ...... 45 E-MAIL ...... 45 Policy 8310 – Public Records...... 45 Policy 7540.06 – Electronic Mail ...... 45 SOCIAL MEDIA ...... 45 Policy 1213 – Student Supervision and Welfare and ...... 45 VIII. EMPLOYEE CONDUCT AND DISCIPLINARY ACTION ...... 46 STAFF DISCIPLINE...... 46 Policy 3139 – Staff Discipline...... 46 GRIEVANCE PROCEDURE ...... 46 Policy 3340 – Grievance Procedure...... 46 DRUG AND ALCOHOL USE ...... 46 Policy 3122.01 – Drug-Free Workplace ...... 46 Policy 3139 – Staff Discipline ...... 46

USE OF RESOURCES FOR TREATMENT ...... 46 WEAPONS ...... 46 Policy 3217 – Weapons...... 46 STUDENT ABUSE AND NEGLECT ...... 46 Policy 8462 – Student Abuse and Neglect...... 47 IX. EMPLOYEE RECEIPT AND ACKNOWLEDGMENT ...... 48

I. INTRODUCTION

INTRODUCTORY STATEMENT

This Employee Handbook has been prepared for professional staff members including executive administrators, middle management administrators, teachers (to include and all staff hired under a contract under Section 118.22, Wis. Stats) and non-unit professional staff members not otherwise contracted under Section 118.24, Wis. Stats. The provisions described herein are the terms and conditions governing employment in the School District of Waukesha and compliance with them is required.

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

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

All employees are expected to access district communications to receive important information and announcements. Such communications may be delivered via email, automated phone messages, the staff newsletters, website Internet and/or Intranet, or voice mail.

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

DISCLAIMER STATEMENT

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

Furthermore, any professional staff member who violates any of the terms and conditions of employment set forth in this Employee Handbook will be subject to disciplinary action in accordance with Policy 3139 – Staff Discipline.

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

CONFORMITY TO LAW

If any provision of this Handbook, or addendum thereto, is held to be invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any sections, or addendum thereto, should be restrained by such tribunal, the remainder of this agreement shall not be affected thereby.

STATEMENT OF PHILOSOPHY

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

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

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

CHAIN OF COMMAND – ORGANIZATIONAL CHART

The chain of command is the formal line of authority, communication, and responsibility within the District.

Policy 3112 – Board-Staff Communications

MANAGEMENT RIGHTS

Management retains all rights of possession, care, control and management that it has by law, and retains the right to exercise these functions. The exercise of such powers, rights, authority, duties and responsibilities by the Board, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only to the precise extent such functions and rights are explicitly, clearly and unequivocally restricted by the express terms of this handbook/individual contracts and then only to the extent such specific and express terms hereof are in conformance with the Constitution and laws of the State

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of Wisconsin and the United States. These rights include, but are not limited by enumeration to, the following rights:

A. To direct all operations of the school system;

B. To establish and require observance of reasonable work rules and schedules of work;

C. To hire, promote, transfer, schedule and assign employees in positions within the school system;

D. To suspend, discharge and take other disciplinary action against employees;

E. To relieve employees from their duties because of lack of work or any other legitimate reason;

F. To maintain efficiency of school system operations;

G. To take whatever action is necessary to comply with state or federal law, or to comply with state or federal court or agency decisions or orders;

H. To introduce new or improved methods or facilities;

I. To select employees, establish quality standards and evaluate employee performance;

J. To determine the methods, means and personnel by which school system operations are to be conducted;

K. To take whatever action is necessary to carry out the functions of the school system in situations of emergency;

L. To determine the educational policies of the District; and

M. To contract out for goods and services.

SOLE BASIS

This section does not describe any rights of the Education Association of Waukesha, or employee(s). Accordingly, the Association, Union, and/or an employee(s), may not base any charge of a Handbook violation under the District’s grievance process or any other forum solely on this management rights section.

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II. EMPLOYMENT

DISTRICT EXPECTATIONS

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

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

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

EQUAL EMPLOYMENT OPPORTUNITY

The Board of Education does not discriminate in the employment of professional staff on the basis of the Protected Classes of race, color, national origin, age, sex (including transgender status, change of sex, sexual orientation, or gender identity), pregnancy, creed or religion, genetic information, handicap or disability, marital status, citizenship status, veteran status, military service (as defined in 111.32, Wis. Stats.), national origin, ancestry, arrest record, conviction record, use or non-use of lawful products off the District’s premises during non-working hours, declining to attend an employer- sponsored meeting or to participate in any communication with the employer about religious matters or political matters, or any other characteristic protected by law in its employment practices.

If the professional staff member has questions regarding Equal Employment Opportunity or how to file a complaint regarding equal employment s/he should refer to:

Policy 3122 - Nondiscrimination and Equal Employment Opportunity

AG 3122 - Nondiscrimination and Equal Employment Opportunity*

ANTI-HARASSMENT POLICY

The Board of Education is committed to a work environment that is free of harassment of any form. The Board will not tolerate any form of harassment and will take all necessary and appropriate action to eliminate it. Any member of the School District community who violates this policy will be subject to disciplinary action, up to and including termination of employment. Additionally, appropriate action will be taken to stop and otherwise deal with any third party who engages in harassment against our employees.

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

Harassment consists of unwelcome conduct based on race, color, national origin, age, sex (including transgender status, change of sex, sexual orientation, or gender identity), pregnancy, creed or religion, genetic information, handicap or disability, marital status, citizenship status, veteran status, military service (as defined in 111.32, Wis. Stats.), national origin, ancestry, arrest record, conviction record, use or non-use of lawful products off the District’s premises during non-working hours, declining to attend an employer-sponsored meeting or to participate in any communication with the employer about religious matters or political matters, or any other characteristic protected by law in its employment practices (hereinafter referred to as “Protected Characteristics”), and encourages those within the School District community as well as third parties, who feel aggrieved to seek assistance to rectify such problems. The Board prohibits harassment that affects tangible job benefits, interferes unreasonably with an individual’s work performance, or creates an intimidating, hostile, or offensive working environment.

Harassment may occur employee-to-employee, student-to-employee, male-to-female, female-to-male, male-to-male, or female-to-female.

The Superintendent has prepared written administrative guidelines for professional staff members to follow when reporting alleged harassment. The process that will be followed when conducting an investigation regarding alleged harassment that is prohibited is also set forth in these administrative guidelines.

For more information employees shall refer to:

Policy 3362 - Employee Anti-Harassment Policy 3362.01 - Threatening Behavior Toward Staff Members AG 3362A - Reporting Threatening Behaviors*

BULLYING

The Board of Education is committed to providing a safe, positive, productive, and nurturing educational environment for all of its students. The Board encourages the promotion of positive interpersonal relations between members of the school community. Bullying toward a student, whether by other students, staff, or third parties is strictly prohibited and will not be tolerated. This prohibition includes physical, verbal, and psychological abuse. The Board will not tolerate any gestures, comments, threats, or actions which cause or threaten to cause bodily harm or personal degradation. This policy applies to all activities in the District, including activities on school property, including at any of the school buildings or other property used exclusively or in part, whether leased or owned by the District, for the purpose of school-related functions or events; or while traveling to or from school or to and from school-sponsored functions

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or events; in transporting vehicles arranged for by School District officials. The policy applies as well during activities that occur off school property if the student or employee is at any school-sponsored, school-approved or school-related activity or function, such as field trips athletic events where students are under the supervision of school authorities, or where an employee is engaged in school business, or where there is otherwise a connection to the school such that the conduct at issue affects or is intended to affect the student’s educational environment.

Policy 5517.01 - Bullying

JOB DESCRIPTIONS

The Board of Education recognizes that it is essential for professional staff member accountability that each professional staff member is fully aware of the duties and responsibilities of his/her position. Job descriptions document and describe the essential functions for professional staff positions and thereby promote organizational effectiveness and efficiency.

For more information regarding job descriptions, professional staff members shall refer to Policy 3120.01 – Job Descriptions. Further, if a copy of a job description is required or desired, the professional staff member shall ask their immediate supervisor or go to the Human Resources office and request a copy.

Policy 1400 - Job Descriptions Policy 3120.01 - Job Descriptions

HIRING OF RELATIVES (NEPOTISM)

The District has established clear rules regarding the employment of relatives (nepotism) that can be found in:

Policy 3120 - Employment of Professional Staff

IMMIGRATION REFORM ACT COMPLIANCE

The District complies with the provisions of the Federal Immigration Reform and Control Act of 1986, including, but not limited to, requiring verification of authorization to accept employment in the United States from all employees.

For more information regarding this compliance, please refer to the following:

Policy 3111 - Creating a Position

CONFLICT OF INTEREST

Professional staff members are expected to maintain high standards of honesty, integrity, impartiality, and professional conduct. Further, professional staff members are expected to perform their duties in a manner free from conflict of interest pursuant to Section 19.59 Wisconsin Statutes.

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Policy 1130 - Conflict of Interest – Private Practice Policy 3210 - Staff Ethics

OUTSIDE ACTIVITIES OF STAFF

It is imperative that professional staff members avoid situations in which their personal interests, activities, and associations may conflict with the interests of the District. If a professional staff member is involved in an activity that threatens that staff member’s effectiveness within the school system, the District Administrator shall evaluate the impact of such interest, activity, or association upon the professional staff member’s responsibilities.

For more information regarding the Board’s expectations concerning interests, activities or associations that may conflict with the interests of the District, professional staff members should review the following:

Policy 3231 - Outside Activities of Staff

COMMUNICATIONS AND SUGGESTIONS

The District values the comments and suggestions of its employees concerning work methods and operations. Employees should follow the chain-of-command when offering a suggestion or comment.

Professional staff members should refer to the detailed procedure regarding communication set forth in

Policy 3112 - Board-Staff Communication

POLITICAL ACTIVITIES

Political activities that do not contribute to a positive learning climate may be disruptive, divisive and distracting. Therefore, the Board has concluded that such activities are not appropriate within the school setting. It is the intention of the Board of Education to regulate such activities on all Board owned or used property, within all school buildings and at all school sponsored activities.

AG 3231A – Participation in Political Activities*

STAFF USE OF PERSONAL COMMUNICATION DEVICES

Use of personal communication devices ("PCDs") has become pervasive in the workplace. Whether the PCD is Board-owned and assigned to a specific employee, or personally- owned by the employee, the employee is responsible for using the device in a safe and appropriate manner.

Policy 7530.02 - Staff Use of Personal Communication Devices

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BUILDING SECURITY/ACCESS/KEYS

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

BULLETIN BOARDS

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

CRIMINAL BACKGROUND CHECKS

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

CRIMINAL BACKGROUND CHECKS/CHARGES/CONVICTIONS FOR ACTIVE EMPLOYEES OBLIGATION TO REPORT CRIMINAL RECORD

All District employees shall notify his/her immediate supervisor or administrator as soon as possible, but no more than three (3) calendar days after any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any of the other offenses as indicated below: A. crimes involving school property or funds; B. crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator; C. crimes that occur wholly or in part on school property or at a school- sponsored activity; D. a misdemeanor which involves moral turpitude [e.g. an act or behavior that gravely violates moral sentiments or accepted moral standards of the community]; or E. a misdemeanor which violates the public trust [e.g. an act or behavior that is against a code of ethics]

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

A. the nature of the offense; B. the date of the offense; C. (for non-felonious crimes only) the relationship between the offense and the position to which the employee is assigned. D. Nothing herein shall prohibit the District from placing an employee on administrative leave based upon an arrest, indictment or conviction.

LIQUIDATED DAMAGES

An administrator under contract pursuant to Section § 118.24 Wis. Stats. or a teacher under contract pursuant to Section § 118.22 Wis. Stats. who breaches said contract by termination of services during its term may be required by the Board of Education to pay $3,000 as reasonable liquidated damages and provide up to 30 days’ notice prior to exiting the position. Furthermore, the administrator or teacher must reimburse the District the full amount of any payments made on the administrator’s or teacher’s behalf for professional development conducted after March 15th for administrators or June 15th for teachers.

UNION USE OF BUILDINGS, COMMUNICATIONS, EQUIPMENT

Employee unions/association may use school buildings for meetings at reasonable hours outside of the work day. Such meetings are to be scheduled through the principals. If additional expenses are incurred as a result of such meetings, they are to be paid by the Union/Association.

The Union/Association shall be permitted to conduct official business on school property, provided this shall not occur during the work day or disrupt normal operations. The Union/Association shall be allowed to receive telephone calls and other communiqués concerning official business during work hours, provided this shall not disrupt normal school operation.

The Union/Association may use certain school equipment when its use does not interfere with school business. The Union/Association shall pay for the costs of all materials and supplies and damage resulting from such use. The Union/Association may use District email, but not for mass emails during the work day. During periods of recertification voting, the District will post and/or notify affected employees of

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recertification voting in accordance with the law. The Union may not use district email for reminders to do so more than once.

WORK STOPPAGE

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

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III. EMPLOYMENT STATUS AND RECORDS

EMPLOYMENT CATEGORIES

The Board establishes the specific categories of employment by which staff are identified as members of the professional staff if they fall into a category established in Policy 3120 – Employment of Professional Staff, or are identified as members of the support staff if they fall into a category established in Policy 4120 – Employment of Support Staff.

A. Administrative Employees: Administrative Employees are defined as persons who are required to have a contract under Section § 118.24, Wis. Stats. and other supervisory administrative personnel designated by the District.

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

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

1. Seasonal/Summer School Employees: Seasonal employees are those employees who are hired for a specific period of time usually related to the seasonal needs of the District. A summer school employee is defined as an employee who is hired to work for the District during the summer school session. Summer school session is defined as the supplemental educational program offered for District students pursuant to Department of Public Instruction rules and regulations.

a. If seasonal/summer school session employment is available, the District may offer seasonal/summer school employment to the applicable qualified regular school year employees. The District is free to use outside providers to perform such work.

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

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

d. Temporary: Temporary Employees are defined as persons hired for a specific project for a specific length of time. A temporary employee has no expectation of continued employment. Temporary employees

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

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

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

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

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

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

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

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

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

PERSONNEL FILES

It is critical to effective human resource management and necessary for satisfaction of legal obligations that the Board maintains accurate personnel records. Further, the access granted for review and inspection of a personnel file must be completed in accordance with state law. The District shall maintain personnel records of professional staff members and grant access to inspect or review those records in accordance with Policy 8320 – Personnel Records and State law.

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PERSONNEL FILE RECORD CORRECTION

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

PERFORMANCE EVALUATION

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

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

Policy 3220 – Staff Evaluation and Educator Effectiveness

PROFESSIONAL GROWTH REQUIREMENTS

Professional staff members are expected to comply with the Professional Development Plan requirements of their license and provide timely verification of progress towards fulfilling this responsibility.

Policy 3242 – Professional Growth Requirements

REQUIREMENT TO REMAIN CURRENT

All professional staff shall engage in independent and active efforts to maintain high standards of individual excellence. Such efforts shall include keeping current in each specific and applicable area of instruction, Board established curriculum, as well as continuing study of the art of pedagogy. In addition to maintaining high standards of excellence for the students and school, the professional staff will make him/herself available during the contractual year and day to his/her colleagues for assistance, to the District for services beyond those specifically required as part of his/her individual contractual duties.

PROFESSIONAL DEVELOPMENT

Professional staff will be required to complete professional development calendared at the beginning of the year and throughout the year to work on district and site goals.

A. Part-time employees shall participate in scheduled staff development the same as full-time employees unless less than 33% contract. The rule of reason applies to those with less than 33% contracts.

B. Traveling professional staff will participate in early release activities the same as other full time employees. Traveling professional staff will typically participate in other staff development at the school of their greatest

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percentage of assignment. They will be expected to participate in the same amount of staff development meetings as other full time professional staff.

NEW EMPLOYEE TO THE DISTRICT

A new employee to the District must complete the equivalent of 9 credits of District teacher development program graduate courses within the first five years of employment. This section does not apply to non-unit professional staff.

STUDENT SUPERVISION AND WELFARE

The Board requires each professional staff member to maintain a standard of care for supervision, control and protection of students commensurate with the employee’s assigned duties and responsibilities.

For the Board’s expectations in this regard, administrators should refer to Policy 1213 – Student Supervision and Welfare, and other professional staff members should refer to Policy 3213 - Student Supervision and Welfare.

ASSIGNMENT AND TRANSFERS

The Superintendent is responsible for the proper assignment of all professional staff members in conformance with any legal requirements or certification requirements. Assignments for the forthcoming school year will be made in accordance with AG 3130 – Assignment and Transfer of Professional Staff.*

Further, professional staff members may be transferred between schools when the Superintendent determines that the needs of the students, the school or District so require.

AG 3130 - Assignment and Transfer of Professional Staff*

STAFF DISCIPLINE

Staff discipline and required investigations regarding potential wrongdoings of an administrator or a professional staff member shall be consistent with the terms established in Policy 3139 – Staff Discipline.

REPRESENTATION

In the event any employee is called to a meeting with representatives of the District for the purpose of issuing discipline or discharge, or for the purpose of investigating circumstances which may lead to discipline or discharge, the District will advise the employee of his or her right to representation prior to the meeting. Representation means an association representative or co-worker of employee’s choice. In the event the employee chooses to have representation, the meeting may be delayed, at the discretion of the District for a reasonable period of time, until appropriate representation may be obtained. Nothing in this provision shall prevent the District from removing an employee from the work place if immediate action is required.

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REDUCTION IN STAFF

The Board may abolish professional staff positions and/or reduce the administrative and/or professional staff as necessary. Such staff reductions will be made in compliance with Policy 3131 – Reduction in Staff.

TERMINATION AND RESIGNATION

Individual employment contracts may be terminated or non-renewed upon a majority vote of the full membership of the Board.

Employees may be terminated or non-renewed for any reason, provided that the decision is not arbitrary or capricious, or in violation of any applicable law.

Any decision to terminate a staff member’s employment contract shall be subject to review consistent with Policy 3340 - Grievance Procedure.

There will be no payout of benefits such as accumulated sick leave or earned vacation.

Finally, a staff member may resign in accordance with the terms of his/her individual employment contract.

Policy 3140 – Termination, Non-Renewal and Resignation

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IV. EMPLOYEE PAY AND BENEFITS

PAY PERIODS

All professional staff members shall be paid in accordance with the provisions established in AG 6510B – Payroll Authorization.*

JOB-RELATED EXPENSES

The Board of Education may provide for the payment of the actual and necessary expenses, including traveling expenses, of any professional staff member of the District reasonably and necessarily incurred in the course of performing services for the District, whether within or outside the District, in accordance with the Superintendent’s administrative guidelines.

BENEFITS

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

Policy 3425 - Benefits

LEAVES OF ABSENCE (short term)

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

The employee on leave shall notify the Assistant Superintendent for Human Resources by February 15 that he/she wishes to have employment for the following year.

A. Short Term Leaves Of Absence Employees may submit a written request for short-term leaves of absence of 30 calendar days or less for medical or family reasons. Short-term leaves of absence will be approved on a case-by-case basis at the discretion of the Building Administrator and/or Human Resources. 1) Requests: A written request for short-term leave must be submitted to the employee’s Building Administrator. The request must indicate the reason(s) for such leave, the beginning date of the leave, and the duration of such leave. The Building Administrator will forward the request to Human Resources for review. 2) Approval: If the request for short-term leave is approved, Human Resources will inform the applicant in writing of the terms and duration of such leave. 3) Reinstatement: Employees granted a short-term leave are generally guaranteed a return to their current position, assuming they are capable

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of performing all of the job functions, with or without reasonable accommodations. 4) Compensation: Employees may be allowed to use accrued but unused sick leave days, depending upon the reason for the leave. Otherwise, short-term leaves of absence will be without pay. Upon return from leave, the employee may return to their current salary status, including any applicable increment change. Paid leave will not accrue while an employee is on a short-term leave of absence, but the employee may retain any unused paid leave accrued prior to the leave. 5) Benefit continuation: Employees taking a short-term leave of absence will be given paperwork regarding their specific insurance rights and payment requirements.

LEAVES OF ABSENCE (extended leave)

Any professional staff member may request a voluntary leave of absence from employment by the Board. All requests for unpaid leaves shall be presented to the Board for approval and will provide the reason for the leave and the expected duration of the leave.

If the leave is approved, the Board action will also provide the conditions applicable for the employee to return to work.

Leaves will be granted in accordance with Policy 3430 - Leaves of Absence

EMPLOYEE LEAVES

Administrators and professional staff members may request leave for several qualifying circumstances. Those circumstances include the following:

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

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

o Bereavement leave in the event of the death of a relative, leave will be determined based on personal need for a death in the immediate family of an employee. The employee and employee’s supervisor should collaborate

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on the reasonableness of the number of days requested. This leave shall be deducted from the employee's accrued sick leave. If no sick leave is available, it shall be without pay. Funeral leave outside of the immediate family may use a personal day, comp time (if any), vacation (if any) or deduct days.

o Family needs to care for the serious illness of an immediate family member. Annually, employees may use up to five (5) days of their annual sick leave allocation for reasons other than their own illness or disability and for serious illness in the immediate family. In the case of use for serious illness in the immediate family, the employee shall complete an Employee Request for Leave Form as furnished by the District, explaining the illness. If the District believes the absence may qualify under FMLA, the appropriate paperwork will be sent out to the employee and will be required to be completed. All forms are to be returned to the FMLA administrator in the Business / Human Resources Department. Please see the Family and Medical Leave Policy 3430.01 for information on FMLA- qualified events. If Family Needs and Medical Leave qualify for FMLA, use of these days shall be concurrent with FMLA.

o Military leave so that the employee can perform obligations to the United States Armed Forces, or

o Leave for jury duty when called to perform their civic responsibility as a potential juror or to serve on a jury.

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

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

If an administrator or other professional staff member has approved leave under these specific circumstances they may be provided compensation or job protection during such absence from their assigned job duties for the District. These leaves will be granted pursuant to Policy 3431 – Employee Leaves.

EMPLOYEE SICK LEAVE

Administrators and other professional staff members may use paid sick leave for their own illness or disability and must follow the protocol established in Policy 3432 – Employee Sick Leave.

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

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Note that any absence that occurs the day before or the day after a paid holiday will result in an “absence” for the holiday as well. Accordingly, the employee will be charged a “sick day” or receive a deduction in pay. Likewise, any absence that occurs the day before or the day after a paid emergency closing day will result in an “absence” for the emergency closing day as well. Accordingly, the employee will be charged a “sick day” or receive a deduction in pay.

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

Eligible Waukesha employees will receive sick leave each year to be used for their own illness or disability. Year round employees receive 12 days of sick leave; employees that work less than year round receive 10 days each year. If sick leave is depleted during the course of a work year, additional absences may result in a dock in pay. Employees are encouraged to schedule medical procedures in such a manner that they don’t interfere with their professional responsibilities whenever possible. In all instances of absence, an employee must provide as much notice as possible so that the District can arrange for substitutes, as needed.

FMLA paperwork is needed for sick leave that exceeds three days.

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

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

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

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

The District provides long term disability insurance coverage for eligible employees who require an extended time off due to a disability. The waiting period is 60 calendar days. If an absence is eligible under the District’s Long-term Disability plan, the use of sick leave will cease upon the date of long-term disability eligibility. The District will continue to pay the employer portion of the premium for health coverage for an eligible employee who is deemed disabled by a certified provider and on an approved medical leave of absence, whether paid or unpaid, for up to 12 months from the initial date of disability. The employee will continue to be responsible for their portion of the premium share and must make arrangements to remit premium payments to the Business Office. The

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extension of health coverage will remain in effect for the lesser of the period of disability or 12 months.

Eligible employees have the option to purchase short-term disability coverage. FAMILY AND MEDICAL LEAVE

In accordance with Federal and State law, the Board of Education will provide family and medical leave for professional staff members. The provisions of both the Federal and State family and medical leave provisions require specific eligibility and qualifying reasons to access this leave; to determine if you are eligible or qualify for family and medical leave refer to Policy 3430.01 – Family and Medical Leave of Absence (FMLA).

HOLIDAYS

A paid holiday is a day off with pay for the number of hours the employee normally works. Paid holidays will be provided to full-time and part-time employees who work at least four (4) hours per day according to the following schedule:

A) Employees working a full calendar year (260 work days, e.g., year-round, 12- month)

New Year’s Day Thanksgiving Day Good Friday Day after Thanksgiving Day Memorial Day (Federal) December 24 July 4 December 25 Labor Day December 31

B) Employees working less than 260 work days (e.g., school year, 10-month)

Memorial Day Thanksgiving Day Labor Day

HOLIDAYS DURING VACATION

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

ELIGIBILITY FOR HOLIDAY

In order to be eligible for holiday pay, an employee must work the employee’s scheduled workdays immediately preceding and following the holiday, otherwise the holiday shall be unpaid. If the employee uses sick time for a scheduled workday immediately preceding or following the holiday and obtains medical certification, sick time may be used for the holiday in lieu of being docked holiday pay. Employees on unpaid leave of absence shall not be eligible for holiday pay if the holiday falls during the absence period.

HEALTH, DENTAL, LIFE & LTD ELIGIBILITY

An employee must be regularly scheduled to work 30 or more hours per week/6 or more

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hours per day to be eligible to enroll in the District provided Benefit Program. Teachers hired prior to September 1st of the contract year for which they are hired, will become eligible for benefits effective September 1st of that contract year. Teachers hired after September 1st of the contract year for which they are hired are eligible for benefits on their first day of work. All other employee groups will become eligible for benefits upon their first day of work. If a variable hour employee averages at least 30 hours per week for a complete measurement period, as determined by the District, they will become eligible for benefits in the following stability period. The variable hour employee will remain eligible throughout the stability period regardless of a change in the employment status (including, but not limited to, a reduction in the hours) in accordance with the Patient Protection and Affordable Care Act.

HEALTH INSURANCE BENEFITS

Health Insurance will be provided to all full-time professional staff members in accordance with the School District of Waukesha’s Health Insurance Plan and Policy 3419 – Group Health Plans.

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

Coverage for school year employee health/dental insurance will continue through August 31st unless the employee ceases work prior to the last day of school. The term for coverage for 12-month employee health/dental insurance is July 1st through June 30th unless the employee ceases work prior to the last day of school. In such cases, coverage will terminate at the end of the month in which the last workday occurs. In all other cases, the term for employee insurance coverage is September 1st through August 31st.

PRIVACY PROTECTIONS OF SELF-FUNDED GROUP HEALTH PLANS

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

Policy 3419.01 - Privacy Protections of Self-Funded Group Health Plans.

WELLNESS PROGRAM

The School District of Waukesha Wellness Program is a voluntary wellness program available to all employees. The program is administered according to federal rules permitting employer-sponsored wellness programs that seek to improve employee health or prevent disease, including the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Health Insurance Portability and

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Accountability Act, as applicable, among others. If an employee chooses to participate in the wellness program, they will be asked to complete a voluntary health risk assessment or “HRA” that asks a series of questions about health-related activities and behaviors and whether they have or had certain medical conditions (e.g., cancer, diabetes, or heart disease). An employee will also be asked to complete a biometric screening, which will include a blood test for cholesterol (total, LDL, HDL), triglycerides, and glucose. The HRA questionnaire and biometric screening are administered by Healthstat. Healthstat currently also operates the Waukesha Employee Health & Wellness Center.

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

Additional incentives may be available for employees who participate in certain health- related activities such as Lunch-n-Learns, wellness challenges, fitness classes, or preventive screenings, among others.

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

PROTECTIONS FROM DISCLOSURE OF MEDICAL INFORMATION

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

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

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in order to provide services under the wellness program.

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

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

CAFETERIA PLAN/FLEXIBLE SPENDING ACCOUNT

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

B. An employee may designate, under the flexible reimbursement plan/cafeteria plan, a maximum of two thousand five hundred dollars ($2,500) of eligible health and dental care expenses not covered by the insurance plan (IRS Code § 105, § 125) per plan year.

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

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

HEALTH SAVINGS ACCOUNT (HSA)

The District offers one or more HSA qualified High Deductible Health Plans (HDHP). Upon enrolling in a District HSA-qualified HDHP, an employee may be eligible to establish an HSA with the District’s HSA vendor partner. An employee will be eligible for District HSA contributions per the current HSA contribution schedule as approved.

VISION INSURANCE

The District offers eligible employees the opportunity to participate in the group vision insurance plan at the sole cost to the employee. The details of this policy are explained in separate booklets issued upon request. The insurance plan sponsored by the District, the coverage provided by the plans, the cost apportionment of the premiums, deductibles, and co-pays, and the insurance company offering the coverage may be altered, amended or discontinued by the District at any time, in the District’s sole 23

discretion.

LIABILITY INSURANCE

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

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

SHORT TERM DISABILITY INSURANCE

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

LONG-TERM DISABILITY INSURANCE

The District pays 100% of the premium of long-term disability insurance for eligible employees. If an employee becomes disabled due to sickness or an accident, a qualified employee would be eligible to receive sixty-six and two-thirds percent (66 2/3%) of his/her monthly salary per month for the first two years.

As soon as an employee becomes eligible for such coverage, his/her sick leave if any is available, shall be frozen and the employee shall begin drawing disability benefits. No sick leave will be available to the employee while he/she remains on disability but any accumulated leave will be made available upon return to work. While on disability leave, no additional sick leave will be accumulated.

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

Please see the business office for information regarding other benefits while on long- term disability leave.

403(b) VOLUNTARY BENEFIT PROGRAM

The District offers a 403(b) Voluntary Retirement program to all eligible employees. If an employee chooses to establish a 03(b) account with one of the District’s approved vendors the District will deduct employee contributions through payroll upon the request of the employee.

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WISCONSIN RETIREMENT SYSTEM (WRS) CONTRIBUTIONS

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

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V. WORKING CONDITIONS AND HOURS OF WORK

DRESS CODE

The Board has exercised its authority to specify dress and grooming guidelines for staff.

When on duty, professional staff members are expected to dress in a manner that is consistent with the expectations described in Policy 3216-Staff Dress and Grooming.

ATTENDANCE AND REPORTING ABSENCES

Staff members are expected to report for duty daily; however, when a staff member must be absent, the following procedure shall be followed:

Regular attendance is required of every District employee. It is the employee’s responsibility to be ready to begin his or her professional duties on time each day and to return on time from scheduled breaks and lunch breaks. Although there are justifiable reasons to be absent from work, employment assumes the availability for work and excessive absenteeism and/or excessive tardiness will lead to discipline, including discharge.

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

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

If an employee must be absent or late on any work day, he or she is to record the absence on the designated District automated system prior to 6:00 a.m. and immediately notify their school office of any late arrival times. Absences are taken in half or full day increments only.

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Absences under 2.0 hours may be approved by the building principal if he/she can find a volunteer to cover the assignment (voluntary or at employee’s expense).

Teachers are expected to have a substitute folder or upload instructions to the automated substitute system for use when the teacher is absent from school. The folder must be left in a visible place or there must be a note designating where it can be located. The folder should include information on student seating and other helpful hints to assure safe and productive instruction occurs while the teacher is out. If possible for unplanned absences, but required for preplanned absences, the teacher should provide a detailed lesson plan that aligns to the topic being studied and refrain from busy work unrelated to course objectives. Lesson plans should be uploaded to the automated substitute system for substitute teacher access. Teachers are responsible to follow up on substitute recommendations and referrals for student misconduct.

TEACHER PROFESSIONAL RESPONSIBILITIES

A. Administratively Called Meetings 1. Staff Meetings: Teachers are required to attend all mandatory administratively called staff meetings. The number of staff meetings will be reasonable, such determination to be made by the principal of the particular building. Attempts will be made to provide at least three (3) workdays advance notice, except in the event of an emergency. Teachers may be excused from attendance at such meetings only for good cause. Excuses must have prior approval of the building principal. Teachers who are required to attend administratively called meetings will receive no additional remuneration, above their regularly paid salaries, for attending such meetings.

2. Other Administratively Called Meetings: The notification provision listed above does not include nor does it apply to meetings of individual educational planning teams, the preparation of individual education plans, parent-teacher conferences, department meetings or activities of similar nature, which are normally conducted at other times. Teachers are required to attend such events regardless of the date, time or duration of said meetings. Teachers who are required to attend other administratively called meetings will receive no additional remuneration, above their regularly paid salaries, for attending such meetings.

3. Part-time teachers have the same responsibility as full-time teachers to attend meetings, unless they have less than a 33% contract. The “rule of reason” applies for those with less than 33% contract.

4. Traveling teachers will typically participate in faculty meetings are the school of their greatest percentage of assignment. Traveling teachers will be expected to participate in the same amount of staff meeting time as other full time teachers.

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B. Attendance at School Events 1. Teachers are required to attend all mandatory administratively required school events. These events, though not limited by enumeration, may be an open house, music program, art show and/or other District or building events that occur outside the normal workday. Teachers who have a conflict may be excused at the discretion of the building principal. Such conflict should be communicated to the applicable administrator as soon as possible before the date of the event.

C. Consultation with Parents 1. Each teacher shall consult with parents so that parents recognize the important role they play in shaping the attitudes of their children and assume greater responsibility for the performance of their children and for the excellence of our schools. Such consultation may be in the form of phone contacts, home visitations, progress reports, in-person appointments, etc., in addition to the scheduled parent/teacher conferences. Parent teacher guidelines are provided in the appendix of this handbook.

i. Part-time teachers should attend conferences for a minimum of no less than the percentage of their contract.

ii. Traveling teachers will participate in the same number of hours (no more, no less) of parent conferencing as other full time teachers. At the beginning of each year, traveling teachers will work collaboratively with their supervisors to create a conferencing plan that reflects the percentage of assignment in each school. Their primary supervisor will consult with the other principal(s) in approving the traveling teacher’s annual conference plan.

D. Extended Contracts 1. The Administration reserves the right to determine the need and to contract certified staff to contracts that exceed the regular school calendar.

E. Normal Hours of Work 1. Teachers are professional employees as defined by the federal Fair Labor Standards Act and the Wisconsin Municipal Employee Relations Act, Section § 111.70(1)(L), Wis. Stats.

2. Education and teaching is a professional occupation. The professional staff is expected to be with students for their supervision and instruction and to be present at those times needed to carry out their professional responsibilities. The schedule of each building will be developed by the District and published. Educational and other professional requirements may make it necessary for occasional changes to the school calendar, building schedule, or normal start and end time of the day and for professional development. The District will give as much notice as possible before any of these changes are made.

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3. Although professionals’ work is not limited to any specified number of hours or days per week, the “normal” hours of work for full-time employees in positions authorized as “40 hours per week” are generally considered to be a minimum of eight (8) hours per day Monday through Friday including a duty-free thirty (30) minute lunch period.

F. Teaching Loads 1. It is assumed that the routine assignments necessary to run a good school will be shared equitably by all and that extra pay will not be granted for these duties. Notwithstanding other provisions of this section, routine assignments may be made and/or meetings may extend beyond the school day.

G. Teacher-Student Contact Days 1. State law determines the number of student contact days and minutes each school year. In addition, the District requires instructional employees to work several days each year when students are not present, including days for professional development, parent/teacher conferences, staff meetings, and in-services. The District will continue to develop school calendars collaboratively to ensure that both student needs and staff development requirements are met.

PERFORMANCE EVALUATION

The Board of Education is responsible for the employment and discharge of all personnel. To carry out this responsibility, it delegates to the Superintendent the function of establishing and implementing professional staff job descriptions and a program of personnel assessment that identifies specific criteria and a systematic procedure to evaluate staff. This procedure shall include an appropriate and approved Educator Effectiveness program for the evaluation of teachers and principals in the District.

Policy 3220 – Staff Evaluation and Educator Effectiveness

TEACHER SUPERVISION AND EVALUATION

A. Initial Provisions The Board, administration, and teachers view teacher evaluation as a continuing process for the purpose of improving instruction and assessing the individual performance of staff members. Definitions under this section:

1. “Day” and “Days”: The words “day” and “days” in this article mean working school days, excluding holidays, weekends, etc.

2. “Continuing Teacher”: A continuing teacher is a teacher who has taught more than three (3) years in the District under a full-time or part-time regular teaching contract.

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3. “New to the System Teacher”: A new to the system teacher is a teacher who has taught less than three (3) years in the District under a full-time or part- time regular teaching contract.

B. Evaluators: Every teacher in the District will be supervised and evaluated by an administrator and/or his/her designee. The administrator may be a certified building principal, assistant principal or Superintendent. The administrator may be a District employee, a non- District employee who is a certified administrator, or other knowledgeable expert.

C. Performance Standards Newly employed teachers and other professional or certified staff will be evaluated and assessed to determine if the teacher has the skills, abilities and talents to successfully teach at the School District of Waukesha. Generally, this process will span an introductory period of three teaching years. However, all teachers and other professional or certified staff are expected to continue to demonstrate these skills, abilities and talents throughout their careers.

D. Evaluation Process

1. Goal of Implementation of Educator Effectiveness: The goal of implementing the Educator Effectiveness System is to support the development of educators to improve instructional practices thereby increasing student achievement. Additionally, the development of school and student learning objectives allows for educators to set growth goals aimed at increasing student achievement.

2. Notification of Placement of Effectiveness Cycle: By September 15 of each year, evaluators will notify educators of their status/placement on the Effectiveness Cycle. Notification of lead evaluators will also be given to educators. Each year, Human Resources Department will provide evaluators/principals with this information.

3. Notification/Assignment of Lead Evaluator: All building administrators (principals and assistant principals) will be considered evaluators in the Educator Effectiveness System. All evaluators will be trained and certified in the Danielson Framework. In addition the Superintendent, Assistant Superintendent of Human Resources, Assistant Superintendent of Student Services, Assistant Superintendent for Curriculum and Instruction, Director of Leadership Development and Directors of Elementary Education, Secondary Education, and Bilingual Education may take part in any aspect of an educator’s evaluation, including being the lead evaluator.

4. Identification of Educators Who Fall Under EE Requirements: The School District of Waukesha will use the DPI flowchart to identify educators who will be subject to the requirements of Educator Effectiveness System and are termed “mandated educators”. Currently, School Guidance Counselors, Effectiveness Coaches, Coordinators, Library Media Specialists, Occupational Therapists, Physical Therapists, Teachers of the 30

Visually Impaired, School Psychologists, School Social Workers, School Nurses and Speech Pathologists are exempt from inclusion in the DPI EE System and are termed “non-mandated educators”. These staff members will be evaluated through a process that may involve Assistant Principals, Principals, Directors and/or Assistant Superintendents. Resources for these educators are found on BB9 course entitled Educator Effectiveness in SDW.

5. Orientation of Educators to the EE Process and Expectations: An orientation session to the Educator Effectiveness Model / Process and the Danielson Framework should be provided to educators by mid-September. This Orientation presentation can be found of the BB9 Educator Effectiveness in SDW course.

E. Effectiveness Cycle for Typical SDW Educator

1. Summary Year: Educators employed in the School District of Waukesha in their first, second and third years. Thereafter, educators generally will continue on a three-year Effectiveness Cycle, containing two Supporting Years followed by one Summary Year.

2. Supporting Year: Educators not in their Summary Year are in their Supporting Year in the Effectiveness Cycle.

Any evaluator or educator may request that the educator’s Summary Year be moved to a place earlier in the Effectiveness Cycle, resulting in a one- or two- year cycle instead of the regular three-year cycle. If the evaluator and educator cannot come to an agreement about the scheduling of the Summary Year, then the conflict resolution process outlined in this document should be used.

Any educator that is recommended to move from probationary to non- probationary before the end of the three-year period, the Effectiveness Cycle will likewise change to every third year.

F. Summary Year Requirements

1. Self-Reflection: A self-review completed by the end of September and assists in setting Professional Practice Goals (PPG).

2. Educator Effectiveness Plan (EEP): At least one student learning objective (SLO) for mandated educators or at least one SMART goal for non- mandated educators AND at least one professional practice goal (PPG).

3. Formal Observation: At least one announced observation of at least 45 minutes.

4. Mini-Observations: At least three mini-observations of at least 15 minutes each. During the Summary Year, at least one mini-observation will be

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completed by the educator’s lead evaluator; other evaluators may complete remaining observations.

5. Artifacts: Collection and analysis of evidence in domains 1 and 4 - Educators build their collection of artifacts in domains 1 and 4 and may contribute artifacts to domains 2 and 3. Evaluators are responsible to collect evidence in domains 2 and 3 through observation, feedback, etc.

This is completed via the Educator Effectiveness program work platform (if a mandated educator) or via Blackboard 9 (BB9) course entitled Educator Effectiveness in SDW where resources are housed for non-mandated educators.

G. Supporting Year Requirements

1. Self-Reflection: A self-review completed by the end of September and assists in setting Professional Practice Goals (PPG).

2. Educator Effectiveness Plan (EEP): At least one student learning objective (SLO) for mandated educators or at least one SMART goal for non- mandated educators AND at least one professional practice goal (PPG).

3. Formal Observation: No required announced observations.

4. Mini-Observations: At least one mini-observations of at least 15 minutes each.

5. Artifacts: Collection and analysis of evidence in domains 1 and 4. Educators build their collection of artifacts in domains 1 and 4 and may contribute artifacts to domains 2 and 3. Evaluators are responsible to collect evidence in domains 2 and 3 through observation, feedback, etc.

This is completed via the Educator Effectiveness program work platform (if a mandated educator) or via BlackBoard 9 (BB9) course entitled Educator Effectiveness in SDW where resources are housed for non-mandated educators.

H. Effectiveness Coach / Coordinator and Role: Effectiveness Coach and Coordinator role is to provide support/coaching to teachers through on-going formative feedback. Coaches and coordinators provide focused feedback centered around research best practices through non-evaluative mini- observations, walkthroughs, co-planning, modeled lessons, coaching cycles.

I. EEP Timeline

1. SLO/SMART Goal: Developed by end of October. Student SLO is collaboratively developed with formative feedback from Effectiveness Coach, Coordinators, peers and evaluators. Student SLOs are written to support the School SLO / school goals. Administrator approves SLO.

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2. Mid-Year Review: Mid-year conference is held with teacher, Effectiveness Coach, Coordinator(s), peers in PLC. Status of the goal is reviewed; formative feedback is provided. Evidence/artifacts is provided. Educator makes necessary revisions.

3. Final Summary Conference/Goal Review: End of year conference is held with teacher, Effectiveness Coach, Coordinator(s), peers in PLC. Progress toward goal is reviewed. Evidence/artifacts is provided. Educator self- scores SLO. If in Summary Year, Evaluator ascertains SLO score by examining preponderance of artifacts/evidence provided over time.

4. Artifacts to Upload to Educator Effectiveness program or BB9 Portfolio: In order to ensure the requirements of the EE system are manageable for both the educator and evaluator, high leverage artifacts should be considered to upload as evidence in Domains 1 and 4. It is also recommended that the educator build an EE portfolio to upload upon their Summary Year. Artifacts should be tagged according to the domain and component the artifact supports.

J. Consideration for Staff on Leave for Entire or Partial School Year

1. Observations: Announced observations and mini-observations may be scheduled at any time. Staff members on planned leaves should see their administrator prior to going on leave to schedule these observations.

2. EEP: Educators working more than half of the school year are expected to complete an EEP, including an SLO or SMART goal and a PPG. The timeline for data collection, mid-interval review, and end of interval scoring will be adjusted based on the time the teacher is actually teaching the students indicated in the EEP. This may result in additional data being collected to meet the timeline of the shortened EEP.

3. Other Considerations: SDW reserves the right to place educators who are on leave for more than half the school year into another Summary Year upon their return to their position. Educators who go on unplanned leave may also be rescheduled for Summary Year upon their return if all aspects of the evaluation were unable to be completed due to the leave.

K. Consideration for Evaluators on Leave for Entire or Partial School year: If an evaluator goes on leave for any length of time, the SDW will examine the impact the leave will have on any unfinished evaluation tasks. The Assistant Superintendent of Human Resources will determine if an alternate evaluator should be assigned for specific tasks or if an alternate evaluator should be assigned as lead evaluator for that particular educator. Any educator concerned about how the leave of an evaluator will impact their evaluation should contact the Assistant Superintendent of Human Resources.

L. Conflict Resolution within the EE Process: The SDW understands that despite striving for consistency and transparency in the Educator Effectiveness

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process conflicts may occur. The following should be used in resolving differences.

1. Step 1: The educator should always begin by addressing their concerns with the evaluator. The EE process is intended to be one of dialogue and transparency. Every effort should be made to work out the disagreement professionally between the two parties.

2. Step 2: If either party is unsatisfied with the result after talking through the problem, they may submit the complaint in writing to the Director of Educator Development and/or the Assistant Superintendent of Human Resources, who will mediate. The Director / Asst. Supt. will hear from both parties and review any documentation related to the situation before proposing a resolution. It is the responsibility of both parties to provide that documentation.

M. Role of Educator Effectiveness in Determining Need for Support: Evaluators are expected to use all available sources of information in the evaluation process. Classroom observations or school visits; examination of artifacts; feedback from colleagues, students and parents; and observations during non-instructional job duties are all valid sources of information, many of which will be documented in the evaluation process.

The Educator Effectiveness system should and will provide the opportunity to dialogue about an educator’s practice. Evidence, artifacts, and scoring within the EE system may indicate a need for performance improvement; an unsatisfactory rating or failure to show growth beyond “basic” over a period of time in one or more components of the Danielson Framework may indicate the need for a System of Support.

N. System of Support: Supports may be provided to an educator any time in the Effectiveness Cycle. These supports are agreed upon by the educator and the evaluator and are designed to provide additional support or learning in specific identified areas. These may include Effectiveness Coach/Coordinator support, mentoring, professional development courses, book study, collegial study, observation of other educators, learning modules, and / or other identified supports.

O. Final Summary: When teacher successfully completes the Summary Year, the teacher returns to the usual Effectiveness Cycle. If there are concerns, the evaluator will contact the Assistant Superintendent of Human Resources to discuss the potential of implementing a Directed Assistance Plan (DAP).

DIRECTED ASSISTANCE

Directed Assistance is the supervision and evaluation procedure applied to continuing teachers whose performance has not met expectations as of the most recent evaluation, or performance is deemed to be not meeting expectations. Directed assistance is designed to improve the overall performance of a continuing teacher whose overall

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performance has not met expectations. Continuing teachers whose overall performance has not met expectations may, at the discretion of the District, receive directed assistance support or may be non-renewed pursuant to Section § 118.22, Wis. Stats. If in the District’s discretion directed assistance support is offered, the process shall be as follows:

A. Initial Process for Administrators

1. Staff That May Be Involved – Building Principal/Supervisor, Assistant Superintendent of Human Resources, other school administrator.

2. The Format and Content of Initial Referral - The Building Principal/Supervisor notifies the Human Resources Department of:

a) Specific concern(s) based on district’s expected levels of performance for teachers b) Documentation substantiating the reasons for concern c) Previous corrective measures, if any, taken by the building principal or supervising administrator

B. Step 1: Notification Conference

1. Staff That May Be Involved – Building Principal/Supervisor, Assistant Superintendent for Human Resources, other administrator, teacher, and teacher’s association representative or co-worker

2. Notification Conference held to:

i) Share data which led to the decision ii) Formally notify teacher of the decision

C. Step 2: Select Directed Assistance Team

1. Team Members May Include: i. Administrative members ii. Assistant Superintendent for Human Resources iii. Other administrator iv. Building Principal v. Others as determined necessary by the District

2. Teacher-selected members i. Teacher’s association representative or co-worker ii. Other Staff member iii. Preferably, but not limited to grade or subject area iv. Teacher on directed assistance may request assistance from the team in the selection of the staff member

3. Team members may consider an elementary, secondary, or university education professional from outside the district to assist with the directed assistance process. 35

D. Step 3: Initial Directed Assistance Team Meeting

1. Staff Involved: Directed Assistance Team (selected in step two)

2. Review safeguards with direct assistance team. i. Confidentiality must be maintained throughout the process. ii. All directed assistance team meetings will be held in a building other than that in which the teacher works.

3. Information from the notification and verification conferences is reviewed with the direct assistance team.

4. Directed Assistance Plan is established by the team i. Objectives are established for the directed assistance plan based upon the district’s performance expectations for teachers ii. Develop a directed assistance plan that includes:

a. Specific activities to be completed as part of the plan, b. Identification of personnel responsible for each activity, c. An explanation of how the activities will be implemented, d. A clearly delineated timeline which includes re-evaluation of the plan not more than six months from the implementation, and e. Dates and locations for team meetings.

E. Step 4: Conference with Teacher on Directed Assistance to Explain Proposed Plan

1. Directed Assistance team and teacher

i. Review safeguards ii. Explain components of plan

F. Step 5: Implement Directed Assistance Plan: (Target timeframe: As established, but not to exceed one hundred and twenty (120) work days from establishment of Directed Assistance Plan)

1. Staff Involved: Teacher and directed assistance team

2. Implement Plan

i. Teacher and directed assistance team implement plan ii. Assistant Superintendent for Human Resources or other administrator monitor plan iii. On-going revisions and modifications are made to plan as needed

G. Step 6: Evaluation of Plan Implementation

1. Staff Involved: directed assistance team 2. Review outcomes of directed assistance plan 36

H. Step 7: Creation of Final Report

1. Staff Involved i. Building Principal, other administrator ii. Assistant Superintendent for Human Resources 2. Report includes i. Review of directed assistance process ii. Recommendations a. Return teacher on assistance to established district supervision plan b. Continue directed assistance c. End directed assistance as not successful and initiate non- renewal of teaching contract

I. Step 8: Final Report Meeting

1. Staff Involved i. Teacher ii. Building Principal / Supervisor iii. Assistant Superintendent for Human Resources, other administrator iv. Teacher’s association representative or co-worker

2. Procedure: i. Share final report ii. Formally notify teacher of recommendation iii. Provide copy of final report to teacher, permanent file, and building principal

MENTOR PROGRAM

A teacher induction or mentoring program will be a part of the first two years of the teacher program. The purpose of the program is to help orient new staff and/or initial educators into the teaching profession in general and the School District of Waukesha, in particular.

A. Goals of the Mentor Program 1. Enhance student achievement 2. Enhance teaching performance 3. Promote the personal and professional well-being of new-to-the-system teachers 4. Ease the transition for the new-to-the-system teacher into the School District of Waukesha 5. Transmit the culture of the school system and the school to the new-to- the-system teacher 6. Foster a better educational environment by breaking down the isolation of the new-to-the-system teacher and by promoting cooperation among teachers, administrators, and support staff

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7. Encourage recognition that the professional development of teachers is an ongoing educational process, from pre-service to departure from the profession.

B. Responsibilities of the New Teacher: The role of the new-to-the-system teacher is to use the mentor program as part of a lifelong process of professional development. It is the responsibility of the new-to-the-system teacher to identify concerns and areas of needed support. Specific responsibilities of the new-to- the-system teacher include: 1. Fostering an open and honest communication with the mentor, Program Coordinator, and building principal. 2. Meeting with the mentor on a regular basis. 3. Identifying areas where assistance and support are appropriate. Journaling to keep track of areas where assistance and support are needed and to reflect on personal growth as a teacher. 4. Being informally observed by the mentor to enhance best practice and student achievement. 5. Observing the mentor and other colleagues to become a better teacher. 6. Using the Program Coordinator as a source of information for self- evaluation and analysis of teaching effectiveness. 7. Attending scheduled meetings.

C. Selection of the Mentor: Experienced Waukesha educators serve as mentors to insure that our professional culture is transmitted to new employees. Mentors are generally identified as the building’s effectiveness coach, who is trained to provide formative feedback. Other mentors will be selected by the building principal and the Assistant Superintendent of Curriculum and Instruction and Educational Accountability as needed. 1. Responsibilities of the Mentor: The role of the mentor is to provide weekly support, advice, and counsel to the initial educator or new-to-the-system teacher as an experienced member of the School District of Waukesha teaching staff. Specific duties of the mentor include: i. Helping the initial educator or new-to-the-system teacher become a member of the School District of Waukesha team. ii. Helping the initial educator or new-to-the-system teacher understand the responsibilities of the professional teacher. iii. Meeting with the initial educator or new-to-the-system teacher weekly to discuss the concerns, progress, and ongoing professional development of the new-to-the-system teacher. iv. Journaling conversations with the initial educator or new-to-the- system teacher to keep track of issues and concerns as well as to reflect on mentor role. v. Assisting the initial educator or new-to-the-system teacher in setting goals for professional development that are relevant and personally significant to the teacher. vi. Making in-class observations of the initial educator or new-to-the- system teacher to provide the teacher with collegial exchange. vii. Offering the initial educator or new-to-the-system teacher opportunities to observe the mentor in his or her class.

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viii. Assisting the initial educator or new-to-the-system teacher in planning and scheduling observations of other teachers in the building or in the district whenever appropriate and possible. ix. Attending scheduled meetings.

CELL PHONE ALLOWANCE Mobile/cellular telephones, smartphones (e.g., BlackBerry, iPhone, Android devices, Windows Mobile devices, etc.), telephone paging devices (e.g., beepers and pagers) (collectively, “cell phones”) enable communication whenever a situation arises necessitating immediate contact, regardless of the person's location at the time. The Superintendent and the administrators who are required as a condition of employment to personally own a cell phone and obtain an appropriate service plan so that the cell phone is available for use for business-related communications may receive a cell phone allowance in accordance with Policy 7530.01 - Cell Phone Allowance.

USE OF EMPLOYER PROPERTY/EQUIPMENT

Personal use of District equipment or facilities by employees will be in accordance with the Superintendent’s guidelines.

Policy 7530 – Lending of District-Owned Equipment AG 7530 – Personal use of District Equipment/Facilities*

USE OF PERSONAL PROPERTY AT SCHOOL

Employees may wish to bring personal property to school either for reasons associated with their professional responsibilities or for use during off-duty time. This practice is authorized provided it is understood that the District will not be responsible for any loss, damage, or misuse of such property.

AG 3281 – Personal Property of Staff Members*

EMERGENCY CLOSINGS

The Superintendent shall make the decision regarding emergency closings in accordance with the Plan for Emergency Preparedness as established in accordance with Policy 8420 – Emergency Preparedness

Days missed due to inclement weather or other official emergencies shall be made up at the discretion of the District or when the District must schedule additional school days in order to comply with state law or receive state aids. Arrangement for make-up days will be made by the Superintendent.

Teachers shall not receive additional compensation in the event the District requires such day(s)/time to be made up with or without students.

TRAVEL EXPENSES

The Board of Education will provide for the payment of the actual and necessary expenses, including travel expenses, of any professional staff member that is incurred 39

in the course of performing services for the District, whether within or outside the District, under the direction of the Board and in accordance with the Superintendent’s administrative guidelines.

A. Mileage Reimbursement Mileage reimbursement may be claimed by employees whose assigned responsibilities are in more than one building or worksite, or are required to travel as a result of their employment duties. Mileage approved by an appropriate administrator shall be submitted to the Business Office by the 10th working day following the end of each month. Generally, incidental travel or travel related to coaching or advising students will not be approved. Mileage reimbursement will be calculated by multiplying the current dollar rate as set by the District times the number of miles detailed on the monthly mileage claim. Anyone receiving mileage reimbursement must show evidence that he/she carries personal liability and property damage insurance. A mileage claim form can be found on the District website.

B. Reimbursement for Other Expenses When incurring approved expenses in conjunction with a workshop/conference, employees should complete a reimbursement request, approved by an appropriate administrator and submit to the Business Office for payment. The request shall have appropriate supporting documentation attached. The documentation can be a completed registration form that includes the employee’s name, date of the event, name of the event and the registration fee amount and method of payment. The District is exempt for Wisconsin sales tax and therefore, does not reimburse for sales tax paid by employees. Employees are encouraged to obtain a copy of the District’s tax exemption certificate from their building office prior to making any approved purchases. All requests for reimbursement of approved out-of-pocket expenses must be submitted within thirty (30) days of the purchase.

Policy 3440 – Job-Related Expenses AG 3440A – Job-Related Expenses* AG 3440B – Use of Private Car for School Business*

TELECOMMUTING

In some cases, employees will be assigned a position in which they work remotely. In these cases, employees will be required to enter into a telecommuter agreement.

Telecommuter Agreement

WHISTLEBLOWER PROTECTION

The Board of Education expects all its employees to be honest and ethical in their conduct, and to comply with applicable State and Federal law, Board policies and administrative guidelines. Pursuant to State Law, the Board expects professional staff members to report to their immediate supervisors any violation or suspected violation of any Federal, State or local law, policy, or guideline committed by any employee, or

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agent of an agency or independent contractor which is doing business with the Board, which creates and presents a substantial or specific danger to the public's health, safety, or welfare. Additionally, pursuant to State law, professional staff members are expected to report any act or suspected act of gross mismanagement, malfeasance, misfeasance, gross waste of public funds, suspected or actual Medicaid fraud or abuse, or gross neglect of duty committed by any employee or agent of any agency or independent contractor which is doing business with the Board.

Policy 3211 – Whistleblower Protection

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VI. SAFETY AND HEALTH

WELLNESS

A. Educational Environment: The School District of Waukesha recognizes its responsibility to promote a healthy learning environment by supporting wellness, good nutrition and regular physical activity as part of the total learning environment. This policy supports the mission of the District as it promotes life-long wellness behaviors for its employees and links healthy nutrition and exercise to students' overall physical wellbeing, growth, development, scholastic performance and readiness to learn. B. Employee Wellness: The District desires to encourage healthy behaviors by providing wellness programs, educational opportunities and a healthy work environment for employees. For more information, see the Wellness Program under Section IV. Employee Pay and Benefits.

WORKPLACE SAFETY

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

A. Adherence to Safety Rules: All employees shall adhere to District safety rules and regulations and shall report unsafe conditions or practices to the appropriate supervisor. Fire safety is an essential element of having a safe working environment. Employees should know the following:

1. Location of fire alarms;

2. Location of fire extinguishers;

3. Evacuation routes; and

4. Whom to notify in case of fire

Employees need to take precautions to prevent fires from occurring. In the event of a fire, the most important task is to sound the alarm and clear the building. Employees should not risk their safety in fighting fires.

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

1. “Injury” means physical harm to an employee caused by accident or disease in the performance of duties by the employee. 42

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

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

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

E. Workplace Safety Definition for Grievance Procedure: In accordance with relevant state law, the grievance procedure established by the District permits employees to file grievances over workplace safety. For purposes of that procedure, the following guidelines shall apply:

1. A grievance can be filed over workplace safety only if the safety of at least one employee is involved (as opposed to the safety of students or visitors).

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

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

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

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

SMOKING

The Board of Education is committed to providing students, professional staff, and visitors with a tobacco and smoke-free environment. Accordingly, the Board prohibits professional staff members from using tobacco in any form on District premises, in District vehicles within any indoor facility owned or leased or contracted for by the

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District and used to provide education or library services to children, and at all District- sponsored events.

Policy 3215 – Use of Tobacco by Professional Staff

TRAINING

Professional staff members, for whom training in the following areas is deemed necessary and appropriate, shall be trained in:

A. the use of automated external defibrillators (Policy 8452 – Automated External Defibrillators),

B. the control of blood borne pathogens (Policy 8453.01 - Control of Blood- Borne Pathogens)

C. the control of casual-contact communicable diseases (Policy 8450 – Control of Casual Contact Communicable Diseases), and

D. understanding the method of transmission and prevention of diseases that are direct contact communicable diseases (Policy 8453 – Direct Contact Communicable Diseases).

REPORTING WORK RELATED INJURY

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

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VII. EMPLOYEE COMMUNICATION & TECHNOLOGY

Acceptable Use of District Technology, The Internet, and the District’s Network

Staff use of the District's Network will be governed by Policy 7540.04 – Staff Education Technology Acceptable Use and Safety and the related administrative guidelines.

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

E-MAIL

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

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

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

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

Employees should be aware of the framework for the proper use of e-mail established in Policy 7540.06 – Electronic Mail and the Superintendent’s established guidelines regarding e-mail.

SOCIAL MEDIA

In accordance with Policy 1213 – Student Supervision and Welfare and Policy 3213 - Student Supervision and Welfare, professional staff members shall not engage students in social media and online networking media, such as Facebook, Twitter, MySpace, etc.

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VIII. EMPLOYEE CONDUCT AND DISCIPLINARY ACTION

STAFF DISCIPLINE

Staff discipline and required investigations regarding potential wrongdoings of a staff member shall be consistent with Policy 3139 – Staff Discipline.

GRIEVANCE PROCEDURE

Each professional staff member of the District shall be provided an opportunity to understand and resolve matters affecting employment that the employee believes to be unjust as provided in Policy 3340 – Grievance Procedure.

The grievance procedure is available in the case of any employee’s disagreement with discipline or termination of employment, as well as any matter relating to workplace safety.

All employee grievances must be filed by the aggrieved employee(s). The grievance must be filed within ten (10) working days after the employee knew or should have known of the cause of such grievance. The procedures detailed inPolicy 3340 – Grievance Procedure shall be followed when a grievance has been filed. DRUG AND ALCOHOL USE

The Board prohibits the manufacture, possession, use, distribution, or dispensing of any controlled substance, including alcohol, by any member of the District's administrative and/or professional staff at any time while on District property or while involved in any District-related activity or event. Any staff member who violates Policy 3122.01 – Drug-Free Workplace shall be subject to disciplinary action in accordance with Policy 3139 – Staff Discipline and the Employee Handbook.

USE OF RESOURCES FOR TREATMENT

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

WEAPONS

The Board of Education prohibits professional staff members from possessing, storing, making, or using a weapon in any setting that is under the control and supervision of the District for the purpose of school activities approved and authorized by the District including, but not limited to, property leased, owned, or contracted for by the District, a school-sponsored event, or in a District vehicle, except as permitted by Policy 3217 Policy 3217 – Weapons.

STUDENT ABUSE AND NEGLECT

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Each District employee who has reasonable cause to suspect child abuse or neglect has occurred or is occurring shall be responsible for reporting immediately every case, whether ascertained or suspected, of abuse or neglect resulting in physical or mental injury to a child by other that accidental means. Policy 8462 – Student Abuse and Neglect.

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IX. EMPLOYEE RECEIPT AND ACKNOWLEDGMENT

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

I further understand that the Employee Handbook for Professional Staff Members and any other provisions contained therein do not constitute a guarantee of employment or an employment contract, express or implied. I understand that my employment is at- will unless governed by my individual employment contract and that my employment may be terminated at any time with or without cause or terminated or not renewed consistent with the terms of my individual contract.

(Employee Signature)

(Witness Signature)

(Date)

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