Teacher Employment Handbook
July 1, 20121-June 30 20132
The School District of New Holstein
School District of New Holstein New Holstein Public Schools 1715 Plymouth Street New Holstein, WI 53061
No person shall on the basis of age, race, color, creed, national origin, sex, physical, mental, emotional, learning, or developmental disability, handicapping condition, marital or parental status, ancestry, sexual orientation, arrest record, conviction record, religion, pregnancy, physical condition, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or this state or use or nonuse of lawful products be excluded from participation in, be denied the benefits of, or be subjected to discrimination in any program, activity or employment by the School District of New Holstein as required by Title VI, Title IX, Section 504, and Title II of the ADA. TABLE OF CONTENTS
Table of Contents 2-3
SECTION I: HANDBOOK RECEIPT AND PROVISIONS 4 A. Receipt 4 B. Provisions 4
SECTION II: GRIEVANCE PROCEDURE 5 A. Definition (full policy in Appendix) 5
SECTION III: CONDITIONS OF EMPLOYMENT 5 A. Contract Period for Scheduled Salaries 5 B. School Calendar 5 C. Early Arrival of Teachers New to the System 5 D. Teaching Load 5 E. Emergency Inclement Weather Days – School Closed 5 F. Attendance at National Conferences 6 G. Layoff 6 H. Membership Dues and Publication Subscriptions 6 I. Teacher Evaluation 6 J. Probationary Teacher 7 K. Teacher Dismissal 8 L. Liquidated Damages 8 M. Workplace Safety 9
SECTION IV: TEAM LEADERS 9
SECTION V: INSURANCE 9 A. Standard Worker’s Compensation and Employer’s Liability Ins. 9 B. General Liability Insurance and Employee Automobile Liability Insurance 10 C. Group Insurance Plans 10
SECTION VI: OTHER EMPLOYEE BENEFITS 11 A. Leave of Absences 11 B. Sick Leave 11 C. Disability Leave 11 D. Emergency Leave 11 E. Childbirth/Child Rearing Leave 12 F. Family and Medical Leave Act (FMLA) 12 G. Personal Leave Day 12 H. Maximum Leave Requests 12 I. Travel Expenses 13 J. Wisconsin Retirement System 13 K. Co-Curricular Resignation 13 L. Professional Equivalency Time 13 M. 4-K Flex Hours 13
SECTION VII: SALARY SCHEDULE MISCELLANY 13 A. Schedule of Salary Payment 13 B. Reimbursement for Noon Lunch Period Supervision 13
2 C. Severance Pay 14 D. Substitute Teaching Pay 14 E. Payment Schedule for Co-Curricular Duties and College Credits 14 F. Voluntary Early Retirement 14
SECTION VIII: PART-TIME TEACHERS’ SALARY COMPUTATION 14 A. Computation of Part-Time Teachers’ Salaries 14 B. Preparation Time 14 C. Scheduling of Part-Time Teachers’ Time 15 D. Fringe Benefits 15 E. Notices of Layoff or Non-Renewal 15
SECTION IX: TERMS OF AGREEMENT 15 A. Duration 15 B. Management Rights 15
SECTION X: APPENDICES 16 A. Salary Schedules 17 B. Co-Curricular Duties Pay Schedule 18 C. Athletic Directors and Coaches Pay Schedule 19 D. Helpers at Athletic Events Pay Schedule 20 E. School Calendars 21 F. Grievance Procedure 22 G. EOE, Section 504, Title IV Policy #511 25
3 SECTION I ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK
The Employee Handbook which I have been provided contains important information about the School District of New Holstein, and I understand that I should consult with my building principal or the School District Business Manager in the District Office regarding any questions not answered in the handbook. I have entered into my employment relationship with the School District of New Holstein voluntarily, and understand that my individual employment contract governs the length of my employment.
I understand that the information, policies, and benefits described herein are subject to change at any time. I acknowledge that revisions to the handbook may occur. I am informed that changes will generally be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. I acknowledge that only the Board of Education has the authority to adopt revisions to the policies in this handbook.
Furthermore, I understand that this handbook is not a contract of employment or a legally-binding agreement. I have had an opportunity to read the handbook, and I understand that I may ask my building principal or the School District Business Manager any questions I might have concerning the handbook. I agree to conform with the terms and provisions contained in this handbook, as well as all other Board of Education policies, State and Federal laws, and any revisions made to them. I further agree that if I remain in employment with the School District of New Holstein following any modifications to the handbook, Board policies or State or Federal law, I thereby accept and agree to the changes.
I have received a copy of the Employee Handbook of the School District of New Holstein on the date listed below. I understand that I am expected to read the entire handbook. Additionally, I will sign two copies of this Acknowledgment of Receipt, retain one copy for myself, and return one copy to the Business Manager in the District Office by the date specified. I understand that this form will be retained in my personnel file.
______Signature of Employee Date
______Employee’s Name – Printed Date
______School District Representative Date
TEACHER HANDBOOK PROVISIONS
The terms described in this Employee Handbook may be altered, modified, changed, or eliminated by the School District at any time, upon a (majority, super majority) vote of the Board of Education. Notification of those changes will be provided to me in the form of an official memorandum.
This Employee Handbook and all provisions contained herein do not establish conditions of employment/are not a guarantee of employment, and are not an employment contract, express or implied.
4 SECTION II - GRIEVANCE PROCEDURE
Definition: The purpose of this procedure is to provide the exclusive internal method for resolving grievances concerning employee discipline, employee terminations and workplace safety. This procedure applies to all regular full-time and part-time employees. (See Appendix E)
SECTION III - CONDITIONS OF EMPLOYMENT
A. CONTRACT PERIOD FOR SCHEDULED SALARIES
The salaries shown in the schedule appended to this handbook are the salaries to be paid to a teacher for a contract period of 189 school days for the 2011-12 school year. The base salary increase is established annually by the Board of Education and the certified employees’ organization through collective bargaining. The pay will be 20 equal payments unless the teacher authorizes the District to make 24 equal pay periods.
B. SCHOOL CALENDAR & NORMAL TEACHING DAY
Teachers shall be employed during the school year as set forth in the calendar adopted annually by the Board. The normal teaching day shall begin at 7:45 a.m. and end at 3:45 p.m. The normal teaching day may be altered by mutual agreement between the building administrator and teacher. The normal teaching day may also be modified by the Board of Education for periods of limited duration in response to extraordinary circumstances such as a civil emergency, public health epidemic or requirement of state or federal law. Teachers may be required to attend before or after school meetings for student/parent conferences/IEP meetings where notice has been given.
C. EARLY ARRIVAL OF TEACHERS NEW TO THE DISTRICT
Teachers new to the District will report for orientation on the 1 st work day prior to the first scheduled in-service day as part of their contracted assignment.
D. TEACHING LOAD
The normal teaching load for full time middle school and high school teachers will be five class periods per day. The District Administrator shall make assignment of personnel to school plants. Specific assignment within the school is the responsibility of the principal. Assignment of person- nel shall be such that workloads are equalized within practical limits. The limits shall be based upon the consideration of the teacher; upon the maintenance of as high a quality of instruction in each class as finances will permit.
The teaching load includes the contractual and professional obligations, including but not limited to: planning, teaching, grading papers, keeping pupil records, counseling and disciplining of students; as well as after-school meetings, parent- teacher conferences, occasional evening supervision of school-sponsored activities, and other assignments, which are necessary for the proper operation and maintenance of the educational program.
E. EMERGENCY INCLEMENT WEATHER DAYS - SCHOOL CLOSED
Teachers are not required to report for work on days that school is closed because of an emergency or inclement weather. All emergency and inclement weather days will be made up.
5 F. ATTENDANCE AT NATIONAL CONVENTIONS
Attendance at national conventions will be considered on an individual basis. Any teacher desiring to attend a national convention will present his/her request for permission and expenses to the Board. The Board will decide each request on its individual merits.
G. LAYOFF
In the event it is necessary for the Board to reduce the number of hours in any position (partial layoff) or the number of employee positions (full layoff) for the forthcoming school year, teachers shall be notified of full layoff in writing by March 15th of the school year during which the teacher holds a position. The number of hours in any position may be reduced at any time upon 30 days prior notice. Reasons for layoff include, but are not limited to, lack of funds, lack of work, organizational change.
In the implementation of necessary staff reductions under this Section, individual teachers shall be selected for full or partial layoff in accordance with the following steps:
Step A: Attrition - Normal attrition resulting from employees resigning will be relied upon to the extent it is administratively feasible in implementing necessary layoffs.
Step B: Preliminary Selection - The Administration shall recommend employees for reduction in the grade level or subject area. Criteria for selection for layoff will include:
1. Educational needs of the District 2. Qualifications as Established by the Board, including but not limited to, specific job skills, certification, training, District evaluations, etc. 3. Qualifications of the Employees in the affected job category: Relevant qualifications will be those experiences and training that best relate to the positions(s) to be maintained and District needs as determined by the Board. 4. If the criteria for layoff, set forth above, are determined by the Board of Education to be equal between two teachers, the Board may elect to apply total FTE years of service to the District as a deciding factor. Voluntary Layoff - Any employee who holds a position for which a laid off employee is qualified, may volunteer, and shall be permitted to be laid off.
H. MEMBERSHIP DUES AND PUBLICATION SUBSCRIPTIONS FOR PROFFESIONAL ORGANIZATIONS
Requests for one professional membership and/or publication are to be made to the School District administrator. The cost of membership in a labor organization will not be paid under this provision.
I. TEACHER EVALUATION The New Holstein School District has applied to be a pilot site for the DPI’s new teacher accountability system. Should the district be accepted, we may be implementing a new system of teacher evaluation. 1. The purpose of the evaluation of the teaching staff shall be the improvement of instruction in order to maintain a highly qualified, competent staff that utilizes best practices. To further
6 this purpose, the administrative personnel responsible for the evaluation of all teachers shall acknowledge the interest of teachers to: a. Know how well they are performing the duties and responsibilities of their position; b. Know the areas in which improvement is needed; c. Have candid appraisal of their work; d. Discuss their evaluation reports with their administrators; e. Seek and receive supervisory assistance when needed.
2. Traditional Observation and Evaluation
a. During the first month of school the district administrator or administrator's designee shall orient all teachers regarding the evaluation tool and procedures.
b. Each classroom observation shall be made in person by an administrator. All observations of the performance of any teacher shall be conducted openly and with the full knowledge of the teacher.Videotaping as a tool to evaluate lessons may be used, but must be done with full knowledge of the teacher.
c. If, during the formal evaluation, performance is observed which needs correction and remediation is suggested in the written report, additional formal evaluations may be conducted. Evaluations will be conducted under the procedure at subsection (e) below.
d. New teachers to the District shall be observed for the purpose of evaluation at least two (2) times during each of their first three (3) years. All teachers will be evaluated formally every other year of employment on a schedule determined by the building principal. If a teacher is found to be in need of improvement, he or she may be required to submit a plan of improvement and will be evaluated for three consecutive semesters to verify progress is being made.
e. Each teacher shall receive a copy of the administrator’s classroom observations at least one (1) school day prior to a conference between teacher and evaluator. This conference should occur whenever possible, within ten (10) school days after the classroom observation. There may be exceptions, e.g., illness, conferences, etc. The administrator will include when pertinent:
1. Strengths of teacher; 2. Improvements if compared to previous evaluation; 3. Constructive suggestions for possible improvement.
A copy of the evaluation signed by the teacher and administrator will be given to the teacher. The teacher's signature does not indicate concurrence with the contents of the report. No teacher shall be required to sign a blank or incomplete evaluation form.
In the event that the teacher feels the evaluation was incomplete or inaccurate, the teacher may put objections in writing and have them signed and dated as received by the administrator and attached to the evaluation.
J. PROBATIONARY TEACHERS
7 1. All teachers new to the School District of New Holstein will be considered probationary for the first three (3) employment years. During the probationary period, the administration will conduct classroom visitations for the purpose of observing the teacher in a teaching situation and to provide guidance, constructive criticism and evaluative feedback as per Section J (2) (f).
2. The first three employment contracts of all new teachers will contain a provision authorizing the teacher to be disciplined or dismissed from employment at any time, for any reason related to their work performance or work related conduct which is determined to be unacceptable to the Board of Education. On this basis, probationary teachers will:
a. Be counseled concerning their deficiencies by their building administrator with a summary of such deficiency provided to the teacher and assigned mentor in writing. b. Be provided remedial and improvement suggestions to the teacher in writing with specific targets to assess improvement. c. Be provided with written reason(s) why a recommendation will be presented that contract of employment not be renewed.
The manner in which building administrators provide counseling and remedial assistance to probationary teachers will not limit or condition the authority of the Board of Education to discipline or discharge a probationary teacher. Before a probationary teacher is dismissed from employment, the teacher will be invited to a private conference with the Board of Education and provided an opportunity to respond to the proposed dismissal.
3. Based on job performance or work related misconduct, any non-probationary teacher may agree to be placed on probation as an alternative to immediate dismissal or employment contract non-renewal proceedings.
K. TEACHER DISMISSAL
In the event that a teacher breaches his or her employment contract through work related conduct or unacceptable work performance, providing a basis for termination of a teacher's employment, the teacher shall be notified in writing of the basis for the alleged breach of contract and of referral to the Board of Education for a pre-termination hearing. A teacher will be referred to the Board in response to an administration recommendation for termination. In the alternative, the administration may direct corrective measures and a period of time during which corrective action must be accomplished, prior to a recommendation for dismissal. Reasons for termination may include but are not limited to:
Acts of dishonesty to include theft or falsification of School District Records Conviction of crime of which the circumstances of the crime relate directly to the position of teacher. Willful violation of School District written policies, rules or directives. Loss or revocation of a teaching license. Destruction or negligent use of District property. Engaging in discriminatory, harassing or abusive conduct toward students or other employees. Breach of confidentiality. Sexual contact with students. Failure or inability master required academic subject matter. 8 Ineffective teaching. Inability to positively interact with other employees on a consistent basis. Failure to adhere to administrative rules and requirements.
The Board of Education may elect not to renew the individual employment contract of a teacher for any reason based upon work performance or work related conduct which is determined to be unacceptable. In deciding whether an individual employment contract should not be renewed, the Board of Education will adhere to the terms of section 118.22 of the Wisconsin Statutes.
L. LIQUIDATED DAMAGES
1. A teacher who wishes to be released from a signed contract shall submit a formal letter of resignation to the Board of Education and the District Administrator. Employees who are released from their contract shall pay the following liquidated damage amounts based on the date their resignation is received by the Board and/or the District Administrator:
Prior to July 15th $300.00 July 15th to August 5th $600.00 After August 5th $900.00
2. Any release from a contract shall be contingent upon the District receiving the amount specified above.
a. The Board may waive the above amounts in the event of a resignation for serious illness, accidental injury, induction into military service or on the basis of pregnancy.
b. For pregnancy reasons the employee must give sixty (60) days notice of intent to resign.
3. The liquidated damages provision, set forth at section L., 1., above, will be incorporated within all individual teaching contracts.
4. Employees resigning under this subsection L., retain no re-employment rights with the District.
M. WORKPLACE SAFETY
Workplace safety is the responsibility of all employees. Report all accidents which result in injury, no matter how minor, to your supervisor and complete any report requested. In the event you feel that you or someone else has been the victim of bullying, harassment or sexual harassment as defined by District policies, please document your observations using appropriate forms and notify your supervisor unless he or she is the subject of your complaint, in which case you must deliver the form to the District Administrator. See the following policies for reference:
Equal Opportunity Employment, Section 504, Title IX, Title VI and Title II of the ADA – Policy #511 Sexual Harassment – Policy #511.1 Drug Free Workplace – Policy #522.1 Staff –Student Relations – Policy #528
9 SECTION IV – TEAM LEADERS
A. ELEMENTARY SCHOOL, MIDDLE SCHOOL, AND HIGH SCHOOL TEAM LEADERS
Elementary, Middle, and High School team leaders will be selected yearly by the school administration.
SECTION V - INSURANCE
A. STANDARD WORKER'S COMPENSATION AND EMPLOYERS' LIABILITY INSURANCE
Each School District employee is covered by Worker's Compensation Insurance. All injuries of any character, sustained by an employee while working, whether it be on the school premises or away from the school premises, must be reported to the school principal or immediate supervisor as soon after it occurs as possible, for further direction and procedures.
B. GENERAL LIABILITY INSURANCE AND EMPLOYEE AUTOMOBILE LIABILITY INSURANCE
All School District employees are covered under District general liability insurance policies for claims, lawsuits or other legal actions brought against employees for acts or omissions occurring in the course and scope of their employment. The business office will provide information as to the current maximum levels of coverage, upon request. In addition, under section 895.46, of the Wisconsin Statutes, all employees will be indemnified against the cost of defending any suit as well as the amount of any damage award in excess of applicable insurance, when the suit is brought against the employee for acts occurring in the scope of employment. Claims, suits and legal actions include those brought by students, parents, visitors and members of the community.
School employees using their personal automobiles to transport a student home and/or to or from a school sponsored activity at the request of, or with permission from the school administration or when acting in the interest of the safety and welfare of the student, when no prior permission is possible, are covered under a District non-ownership insurance policy. In the event of an automobile accident while on school business, pursuant to state law, the employee's Automobile Liability and Property Damage Coverage will be applied first. However, if applicable damages exceed the limits of the individual employee's policy, the School District non-ownership policy will pay the balance of any award of damages up to $5,000,000.00.
If the non-ownership policy is canceled and comparable insurance is not available, the non- ownership policy coverage is null and void. However, other School District insurance coverages will be applied, together with the employee indemnity requirements of state law, Section 895.46, Wis. Stats.
C. GROUP INSURANCE PLANS:
1. Health: The District will pay 88% of the single or family health insurance premium. Employees must pay the balance of the applicable premium through payroll deduction.
a. Employees retiring from employment by the School District at age fifty- five (55) and with a minimum of fifteen (15) years local experience, or sixty (60) years of age, or when, for reasons of health, a teacher qualifies for Social Security disability benefits, may remain in the health insurance group, upon the condition that they pay the full amount of applicable premiums. It will be the insured's responsibility to make the appropriate payments on time. 10 b. Teachers on layoff may continue health insurance coverage in accordance with the COBRA insurance continuation law. For a full explanation of insurance continuation options contact the business office.
c. If a teacher (or a retired teacher who has remained in the insurance group) age 55 or older should die, the surviving spouse may remain in the School District group plan indefinitely, upon payment of the full amount of applicable premiums.
2. Group Life Insurance: The School District will pay 100% of the life insurance premium. The amount of coverage is the equivalent of two times (2x) the employee’s salary level, not to exceed $65,000.00.
3. Long Term Disability: The School District will pay 100% of the premium for Income Protection Insurance for all teachers. The plan provides a long term disability income benefit of 90% of the teachers' salary. The benefit begins after ninety (90) days of continuous disability and includes the following riders:
a. Social Security Freeze b. Automatic Cost of Living Adjustment.
4. Dental: The School District will pay 100% of the premium for a family or single insurance coverage, under a dental plan selected by the Board of Education.
5. Carrier Change: Insurance carriers are subject to selection and change by the School Board' of Education.
6. Flex Benefit Plan: A Flex Benefit Plan will be available to all District employees.
SECTION VI – OTHER EMPLOYEE BENEFITS
A. LEAVE OF ABSENCE
Any teacher wishing a leave of absence must present his/her request in writing to the Board through the School District administrator. The Board will decide whether to approve a leave based on the individual merits of each request. If the leave of absence is granted and accepted by the teacher, the period of leave will not be counted as time taught in the School District.
B. SICK LEAVE
Teachers shall be granted twelve (102) sick leave days per year, cumulative to ninety- sixty (9660) days for personal / family illness or injury only. Those faculty with a cumulative sick day amount greater than 60 in the 12-13 school year will retain those sick leave days.
C. DISABILITY LEAVE
1. Disability leave will be granted based on the individual teacher's inability to work. Accumulated sick leave may be used during a period of disability leave.
2. The leave will commence upon the date identified in a doctor's written certificate of disability.
11 3. The leave will terminate upon a doctor's written certificate identifying a date of return to work.
D. EMERGENCY LEAVE
1. Each teacher will be granted twofour days emergency leave each school year for: (a) death, (b) birth, (c) day of placement of an adopted child, and (d) illness in the immediate family. Immediate family is defined as follows: father, mother, husband, wife, children, brother, sister, grandparents, and grandchildren of both teacher and spouse.
2. Each teacher will be granted one of the above two four days as an emergency leave day for the following reasons by notifying the administration two days in advance:
a. Marriage of the staff member or a member of the immediate family.
b. To attend a high school, vocational technical school, college or university graduation of a person in the immediate family.
c. To make a required appearance in court.
3. Emergency leave shall not be accumulative.
4. By making a request in advance, and upon the approval of the administration, a teacher may:
a. Be granted additional emergency leave days for death, birth, or illness in the immediate family with additional days deducted from said teacher's accumulated sick leave days.
b. Be granted emergency leave days for reasons other than death, birth or illness in the immediate family with said emergency leave days being deducted from unused emergency leave days and/or accumulated sick leave days.
E. CHILDBIRTH/CHILD REARING LEAVE
A leave of absence without pay and without a reduction in base salary may be granted for a period up to one (1) year (365 days) to any teacher for the purpose of maternity or adoption. The maternity or adoption leave shall commence any time during, or immediately following, the period of pregnancy or adoption that is mutually agreed upon by the Board and applicant. The leave request must be accompanied by a doctor's certificate of pregnancy or certificate of adoption. A leave of absence will run concurrent with any leave for birth or adoption of a child authorized under the Family and Medical Leave Acts.
F. FAMILY AND MEDICAL LEAVE
Teachers interested in applying for, or who believe they may be qualified for leave under the Family and Medical Leave Act (FMLA) are to contact the Business Manager for information and FMLA application forms. Sick leave, personal leave and emergency leave days may be substituted for otherwise unpaid FMLA leave, in conformance with the Acts.
G. PERSONAL LEAVE
Each teacher will be granted up to twoone personal leave days which shall be deducted from the employee's emergency leave. Teachers will make personal leave requests to their respective building 12 principal at least two (2) working days prior to the leave. Personal leave is not authorized for any union related reason. Personal leave will not be granted during the first or last week of school.
H. UNPAID LEAVE Unpaid leave may be requested in an emergency if an employee has exhausted personal and emergency leave. Employees will be required to pay for their portion and the district’s portion of prorated health benefits.
I. MAXIMUM LEAVE REQUESTS
No more than six (6) teachers with a maximum of two from one building may be granted personal leave, curriculum leave or professional equivalency time for any given day. The building principal shall grant personal leave on a first request basis, provided provisions of this section are not violated. (Additional leave days may be granted by the building principal that exceed the maximum number at the sole discretion of the principal and when approved by the District Administrator.)
J. TRAVEL EXPENSE
Where teachers are required to use their personal automobiles for school purposes, they will be reimbursed by the School District at the current IRS mileage rate.
K. WISCONSIN RETIREMENT SYSTEM
The School District will pay one half of the total required contribution to the Wisconsin Retirement System. Employees will pay the remaining half of the total required contribution, through payroll deduction.
L. CO-CURRICULAR RESIGNATION
If a teacher resigns from a co-curricular activity after the official end of the respective season: i.e. the WIAA tournament or other state meet, the resignation is effective immediately. The vacancy will be posted, if it will be filled.
M. PROFESSIONAL EQUIVALENCY TIME
Teachers who perform specific services for the District shall accrue professional equivalency time on the basis of the schedule set forth below. Teachers may request to use professional equivalency time for any contracted day by notifying the building administrator at least two days in advance. The request is subject to the approval of the building administrator. The equivalency time is to be used within the school year it is earned or it will be forfeited. The following services and their time allotments are eligible for professional equivalency time:
Middle School Middle School Detention 0.5 hours session/day Seventh Grade Camp 12.0 hours
High School Freshman Orientation 2.0 hours Guidance: Schedule Changes 12.0 days total
N. 4-K FLEX HOURS
4-K teachers may flex their Wednesday schedule subject to the approval of the principal. 13 SECTION VII - SALARY SCHEDULE MISCELLANY
A. SCHEDULE OF SALARY PAYMENT
Payment of salary will be made in twenty (20) semi-monthly payments. A teacher must authorize the District to adjust the payment schedule to twenty-four (24) semi-monthly payments. The teacher has the option of collecting the balance of his/her salary in a lump sum at the end of a school year. Teachers should contact the Business Department to authorize all options, other than payment in twenty (20) semi-monthly payments.
B. REIMBURSEMENT FOR NOON LUNCH PERIOD SUPERVISION
Teachers will be paid $3.00 for each noon lunch period they supervise.
C. SEVERANCE PAY
A teacher retiring from the New Holstein Public School System at the age of fifty-five (55) or beyond, with a minimum of twenty (20) years of local service, will receive a gratuity of one day of the teacher's final base salary for each year of service in the New Holstein Public School System. The 1986-87 salary schedule is to be used as a cap for each column.
Should a teacher with fifteen (15) years or more of service to the New Holstein Public Schools be required to retire because of health reasons before age sixty-two (62), the School Board will meet to discuss what should be done concerning severance pay for that teacher.
D. SUBSTITUTE TEACHING PAY
Teachers requested or assigned by the school administration to teach an extra class, or classes, during a colleague’s absence, shall be paid $15.00 per clock hour. A portion of the hour will be paid as follows:
1. 100% pay for 40-60 minute class 2. 80% pay for 30-39 minute class 3. 60% pay for 20-29 minute class 4. 40% pay for 19 minutes of less
E. PAYMENT SCHEDULE FOR CO - CURRICULAR DUTIES
Payment shall be made for assigned co-curricular duties the first pay day in the month following the month in which the co-curricular duty is completed. For those duties that entail the entire school year, payment shall be made the first payday following the end of each semester.
F. VOLUNTARY EARLY RETIREMENT (VER)
Insurance Coverage - Retirees and any eligible plan participants shall be eligible to remain in the group health, dental and life insurance coverage maintained by the District, subject to the rules of the insurance carrier and terms of the plan document. Retiring employees and eligible plan participants who wish to maintain other group insurance coverage shall be subject to the payment and eligibility rules of the insurance carrier and terms of the plan document.
14 SECTION VIII - PART - TIME TEACHERS' SALARY COMPUTATION
A. COMPUTATION OF PART - TIME TEACHERS' SALARIES
The salary of part-time teachers will be determined based on agreement between the teacher and administration. Part-time teachers shall be paid on the basis of the full time teachers' salary schedule. The amount of salary shall be prorated based upon the number of minutes of scheduled work each week as compared to a full time teacher.
B. PREPARATION TIME
Preparation time will be calculated based upon the percentage of teaching time. Preparation time will be completed in the school building, preparing for instruction.
C. SCHEDULING OF PART - TIME TEACHERS' TIME
It is understood that the School District administrator reserves the right to schedule part-time teachers in a manner which will best serve the interests of the overall academic program.
D. FRINGE BENEFITS
Part-time teachers who are scheduled to work fifty percent (50%) or more of full time each day, and who thereby qualify to participate in the WRS Plan, shall be eligible for the same fringe benefits as full time teachers. Part-time teachers hired after June 30, 2012, will receive prorated fringe benefits, with the School District contribution toward the cost of benefits equal to the percentage of full time equivalency assigned to the part-time employee. Part-time employees must pay the balance of the cost of any benefits they elect through payroll deduction.
E. NOTICES OF NON - RENEWAL
Part-time teachers may be issued notices of layoff. In conformance with state law, the employment contracts of part-time teachers are not subject to renewal or non-renewal. Part-time teacher contracts will be issued once class counts have been determined. Part-time contracts will incorporate a provision providing notice that the contract is not subject to section 118.22 of the Wisconsin Statutes.
SECTION IX - TERMS OF HANDBOOK
F. DURATION
This handbook shall become effective July 1, 20121 and shall remain in effect through June 30, 20132.
G. MANAGEMENT RIGHTS
The Board of Education of the School District, under authority specifically conferred by the Wisconsin Statutes, exercises all rights of possession, care, control and management of the property, affairs, and operations of the School District, and may do all things reasonable to promote the cause of education in the District, including, but not limited by enumeration to the following:
1. To direct all operations of the District; 2. To establish reasonable workloads, work rules, and schedules of work; 3. To hire, promote, transfer, schedule and assign employees in positions within the school 15 system; 4. To place employees on layoff from employment; 5. To maintain efficiency of school system operations; 6. To take whatever action is necessary to comply with State and Federal law; 7. To create new positions or departments and to introduce new or improved operations, work practices, methods or facilities and to permanently or temporarily terminate, consolidate, transfer or modify existing positions, departments, operations or work practices; 8. To select employees, establish job criteria and evaluate employee performance; 9. To determine the methods, means and personnel by which school system operations are to be conducted; 10. To take whatever action is necessary to carry out the functions of the school system in situations of emergency; 11. To contract out for goods or services as the Board of Education may determine appropriate; 12. To create, combine, modify and eliminate positions within the School District; 13. To evaluate, warn, reprimand, suspend, demote, discharge and take other disciplinary action against employees; 14. To determine the size and composition of the work force, to determine the work to be performed by work force and each employee; and to determine the competence and qualifications of employees; 15. To establish or alter the number of shifts, hours of work and work schedules and to schedule overtime when required.
SECTION X - APPENDICES
The following appendices are incorporated within this handbook:
A. Salary Schedule Table B. Co Curricular Duties Pay Schedule C. Athletic Director and Coaches Pay Schedule D. Helpers at Athletic Events Pay Schedule E. School Calendars F. Grievance Procedure G. EOE, Section 504, Title IV Policy #511
16 APPENDIX A SCHOOL DISTRICT OF NEW HOLSTEIN 2011-2012 SALARY SCHEDULE
TBD
17 APPENDIX B CO-CURRICULAR DUTIES PAY SCHEDULE
DUTY COMPENSATION1 Athletic Ticket Sales Girls’ 3% Auditorium Lighting Supervisor 8% Bus Chaperon $10 per trip, plus $.05 per mile both ways Cheerleading Coach – High School 6% Class Advisor – Freshman and Sophomore 1% Class Advisor – Junior (2) 2% Class Advisor – Senior (2) 2% Club Advisor – Art 1% Club Advisor – German 1% Club Advisor – Science 1 % Club Advisor – Service 1% Club Advisor – Spanish 1% Club Advisor – Honor Society 3% Club Advisor – DECA or FBLA 4% Club Advisor – FFA 4% Destination Imagination Coaches (4) TBD 2% per team2 Destination Imagination Coordinator and Coach 4% Forensics Coaches – Middle School (2) 1.5% Forensics Coaches – High School (2) 2% Forensics Director – High School and Coach 4% Kid’s Teen Institute (KTI) Advisor 4% Literary Magazine (Colour) Advisor 2% Literary Magazine, Menagerie 1% Mentor – Initial Educator $500 Marching and Pep Band Director 5% Pom Pon Advisor 6% Music Festivals – Middle School Instrumental 2% Music Festivals – Middle School Vocal 2% Music Festivals – High School Instrumental 2% Music Festivals – High School Vocal 2% Play Director of High School Play 5% per play Play Director of Three-Act Musical 7.5% Student Council Advisor – Elementary School 1.5% Student Council Advisor – Middle School 1.5% Student Council Advisor – High School 2% Summer School Classroom Teaching – Licensed Teachers $18 per hour Team Leader – Elementary, Middle, or High School 2% Ticket Sales Director 7% Yearbook Advisor – Elementary School 1.5% Yearbook Advisor – Middle School 1.5% Yearbook Advisor – High School 8% Elementary School – Family Nights (Sock Hop and Carnival) $15.00 per hour
1. This is computed as a percentage of the base pay of $32,00031,025 is used for the 20121-20132 Handbook period. 2 Coaches must complete local competition for compensation.
18 APPENDIX C ATHLETIC DIRECTORS AND COACHES PAY SCHEDULE
POSITION MINIMUM ANNUAL INCREMENTS PAY1 Athletic Director – No normal study hall duty 8% 10 @ 5% of the Minimum Pay Boys Baseball – Varsity 7% 10 @ 5% of the Minimum Pay Boys Baseball – JV 5% 10 @ 5% of the Minimum Pay Boys Basketball – Varsity 9% 10 @ 5% of the Minimum Pay Boys Basketball – JV 7% 10 @ 5% of the Minimum Pay Boys Basketball – Frosh 6% 10 @ 5% of the Minimum Pay Boys Basketball – Middle (2 Coaches) 5% 10 @ 5% of the Minimum Pay Boys Soccer – Varsity 7% 10 @ 5% of the Minimum Pay Boys Soccer – JV 5% 10 @ 5% of the Minimum Pay Boys Track – Varsity 8% 10 @ 5% of the Minimum Pay Co-edBoys Track – Varsity Assistant (3 2 6% 10 @ 5% of the Minimum Pay Coaches) Cross Country 5% 10 @ 5% of the Minimum Pay Football – Varsity 9% 10 @ 5% of the Minimum Pay Football – Varsity Assistant (2) (1) (2) 6% 10 @ 5% of the Minimum Pay Football – JV (2 Co-Coaches) 5% or 6%2 10 @ 5% of the Minimum Pay Football – Frosh (2 Co-Coaches) 5% or 6%2 10 @ 5% of the Minimum Pay Girls Basketball – Varsity 9% 10 @ 5% of the Minimum Pay Girls Basketball – JV 7% 10 @ 5% of the Minimum Pay Girls Basketball – Frosh 6% 10 @ 5% of the Minimum Pay Girls Basketball – Middle (2 Coaches) 5% 10 @ 5% of the Minimum Pay Girls Soccer – Varsity 7% 10 @ 5% of the Minimum Pay Girls Soccer – JV 5% 10 @ 5% of the Minimum Pay Girls Softball – Varsity 7% 10 @ 5% of the Minimum Pay Girls Softball – JV 5% 10 @ 5% of the Minimum Pay Girls Softball – Frosh 4% 10 @ 5% of the Minimum Pay Girls Track 8% 10 @ 5% of the Minimum Pay Girls Track – Assistant (2 Coaches) 6% 10 @ 5% of the Minimum Pay Girls Volleyball – Varsity 7% 10 @ 5% of the Minimum Pay Girls Volleyball – JV 5% 10 @ 5% of the Minimum Pay Girls Volleyball – Frosh 5% 10 @ 5% of the Minimum Pay Girls Volleyball – Middle (2 Co-Coaches) 4% 10 @ 5% of the Minimum Pay Golf 4% 10 @ 5% of the Minimum Pay Wrestling – Varsity 9% 10 @ 5% of the Minimum Pay Wrestling – Varsity JV 7% 10 @ 5% of the Minimum Pay Wrestling – Grade (2 Coaches) 3% 10 @ 5% of the Minimum Pay
This is computed as a percentage of the base pay of $32,000 31,025 and is used for the 2011- 2012 handbook period.
19 APPENDIX D HELPERS AT ATHLETIC EVENTS PAY SCHEDULE DUTY GAME/EVENT BASEBALL Scorekeeper $15 Announcer $15 BASKETBALL: VARSITY Announcer $15 Clock Operator (2) $15 Scorekeeper $15 Camera Person $15 BASKETBALL: FROSH, MIDDLE, AND JV Clock Operator $15 Scorekeeper $15 CROSS COUNTRY Starter $15 Finish Judge (If more than two schools are involved, pay will be prorated.) $15 FOOTBALL: VARSITY Announcer $15 Camera Person $15 Clock Operator (JV & Frosh Included) $15 Chain Holder (JV & Frosh Included) $15 Down Box Operator (JV & Frosh Included) $15 Statistician $20 Spotter $15 FITNESS CENTER Supervisor $8/hour SOFTBALL: VARSITY AND JV Scorer $15 Announcer $15 TRACK MEET: VARSITY If trials are involved, the pay will be prorated time-wise Announcer/Timer $17 Finish Judge $17 Scorekeeper $17 Field Event Judge $12 High Jump and Pole Vault $14 WRESTLING MEET: VARSITY $14 (If more than two schools are involved in a match, the pay will be prorated time- wise.) Announcer $15 Clock Operator $15 Scorekeeper $15 VOLLEYBALL: VARSITY, JV, AND FROSH $15 Clock Operator $15 Scorekeeper $15 Line Judge (2) – Varsity Only $15
20 APPENDIX E SCHOOL CALENDARS
21 APPENDIX F GRIEVANCE PROCEDURE
The purpose of this procedure is to provide the exclusive internal method for resolving grievances concerning employee discipline, employee terminations and workplace safety. This procedure applies to all regular full- time and part-time employees.
A grievance shall mean a dispute arising out of interpretation or application of Board of Education Policy or Rule, concerning employee discipline, termination of employment, or conditions that affect workplace safety. Only one subject matter shall be covered in any one grievance. A written grievance shall contain:
A. the name and position of the grievant; B. a clear and concise statement of the grievance, including the date of the disciplinary action or safety incident; C. the issue or reason for the grievance; D. the relief sought; E. the specific section of the applicable Policy or Rule alleged to have been violated; F. the signature of the grievant and the date.
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. Grievances of the same type, and with a similar factual basis, may be consolidated at the discretion of the District Administrator. The District Administrator may refuse to process as a grievance, any matter presented by an employee which is not the subject of a grievance as defined in this policy.
The following procedures shall be followed:
A. Principal
Any employee who believes s/he has a concern, subject to the grievance procedure, shall first present a written grievance to the building principal. If applicable, the employee shall conform to directives or perform assigned tasks and grieve later. The Principal shall, within five (5) working days of receipt of the grievance, meet and discuss the grievance with the employee and then provide a written decision within five (5) working days.
B. District Administrator
If the grievance is not satisfactorily resolved at the building principal step, the written grievance may be submitted to the District Administrator within five (5) days of receipt of the decision of the building principal. The District Administrator shall, within five (5) working days of receipt of the grievance, meet and discuss the grievance with the employee and then provide a written decision within ten (10) working days.
22 C. Hearing Before an Impartial Decisionmaker:
In the event the matter is not resolved to the employee's satisfaction by the District Administrator, the employee may, within five (5) working days of the date of the written decision of the District Administrator, request in writing that the matter be referred for hearing before an impartial hearing officer. The Board of Education shall appoint a hearing officer for the purpose of conducting the hearing. The District Administrator will schedule a hearing with the selected hearing officer, employee, and District representatives. Each grievance shall be heard by a single hearing officer. The impartial hearing officer will have the authority to administer oaths and issue subpoenas. Grievance hearings will be convened in closed session unless otherwise required to be held in open session as a matter of law. The employee and the District may present witnesses, and each side may select one individual to attend the hearing as a representative. Any employee representative shall appear at no expense to the District.
The Hearing Officer may only consider the matter presented to him/her in the initial grievance filed by the employee(s). The decision of the Hearing Officer will apply exclusively to the employee(s) presenting the grievance.
The impartial hearing officer will convene such hearing as the officer deems necessary, and render a written decision on the grievance within thirty (30) days of receipt of the grievance. The time for decision may be extended by the impartial hearing officers in response to a request by, or with the approval of the grievant.
The impartial hearing officer may apply relaxed standards for the admission of evidence, including the admission of hearsay. The oral or written statements of students, which might otherwise be hearsay, will be considered by the impartial hearing officer without the direct testimony of students, if other, non-hearsay information is presented.
Any costs assessed by the impartial hearing officers will be paid by the District.
D. Board of Education:
If the decision of the impartial hearing officer is not satisfactory to the grievant or the School District administration, the grievance may be submitted to the Board of Education by the grievant or a school administrator, in writing, within ten (10) days of the decision of the impartial hearing officer. Within twenty (20) days after presentation of the written grievance to the Board of Education, a review of the decision of the impartial hearing officer, together with any further written comment by the grievant and school administration, will be conducted by the Board during a closed session meeting. Within ten (10) days following the closed session review, the Board will issue a final written decision.
Nothing in this grievance procedure shall prevent any employee from presenting concerns regarding matters, not subject to the grievance procedure, to an administrator, and employees are encouraged to do so. Matters not subject to the grievance procedure that are raised by employees shall be addressed by administration, subject to any applicable Board policy, rule, or directive.
Time limits contained in this grievance procedure outlined above may be extended by mutual consent of the employee/grievant and District Administrator. If the building principal, District Administrator or impartial hearing officer fails to provide a written decision within the time limits prescribed, the employee may
23 advance the grievance to the next level. Grievances not processed to the next level by the grievant within the prescribed time limits, will be considered withdrawn.
In the event of a conflict between the terms of this procedure and a provision within the individual employment contract of the grievant, if any, the contract provision will control.
For purposes of this grievance procedure, the following definitions shall apply:
A. "Workplace safety" means those conditions related to physical health and safety of employees enforceable under federal or state law, or District rule related to: the physical work environment, the safe operation of workplace equipment and tools, provision of protective equipment, training, warning requirements, workplace violence and accident risk.
B. “Termination” does not include the nonrenewal of an employment contract pursuant to 118.22 and 118.24 Wis. Stats., nor does it include job transfer, demotion, or termination of employment as the result of layoff, following reduction in the size of the work force.
C. “Employee discipline” refers to oral reprimands when a written record of the reprimand is placed in the employee’s file, written reprimands, and unpaid suspensions, but excludes performance conferences/evaluations, paid administrative leave, job re-assignment, demotions, transfers, changes in job duties, and work performance improvement plans.
D. “Days” mean work days, other than weekends and holidays. The time within which an act is to be done under this policy shall be computed by excluding the first day and including the last day.
24 APPENDIX G EQUAL OPPORTUNITY EMPLOYMENT, SECTION 504, TITLE IX: # 511
Affirmative action is a program that ensures fair and equal treatment to current and prospective employees regardless of age, race, creed, color, disability, marital status, sex, national origin, ancestry, sexual orientation, arrest record, conviction record, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or this state or use or nonuse of lawful products off the employer's premises during nonworking hours substantially and adversely affects the general welfare of the state in all educational programs or activities and all employment / practices of the School District.
It is the Board’s policy to forbid acts of discrimination in all matters dealing with employees and applicants for positions with the School District and to further the principle of equal employment opportunity in all actions affecting employees and applicants. The policy covers, but is not limited to, recruiting, hiring, training, and promotion of persons in all job classifications, without regards to race, color, religion, sex, national origin, or age.
Other actions covered by this policy include employee compensation, benefits, transfers, layoffs, return from layoffs, sponsored training programs, inservice education, tuition assistance, social and recreational programs and work, and co-curricular as well as extracurricular assignments.
The District Administrator has overall responsibility for implementation of this policy and has the authority to develop and maintain effective personnel and reporting procedures. Responsibility for further implementation of this policy throughout the School District is assigned to the administrators of each building, department, or division of schoolwork activity. All employees are responsible for supporting the concepts of equal opportunity and affirmative action and assisting the District in meeting its objectives in these areas.
Section 504: Section 504 of the Rehabilitation Act of 1973 prohibits discrimination on the basis of handicap. The federal regulations implementing Section 504 require that school districts take continuing steps to notify job applicants, employees, parents, and students of school district policy against discrimination on the basis of handicap.
The School District of New Holstein hereby declares that it does not discriminate on the basis of handicap in its educational programs and activities, in employment practices and policies, or in admission or access to programs or activities offered by the District. Inquiries or complaints regarding the implementation of Section 504 in the District may be directed to the District Administrator.
Copies of this policy shall be made available to students, parents, job applicants and employee. Notice of District policy on nondiscrimination on the basis of handicap shall annually be published in local and school publications, incorporated into District application forms and published elsewhere as is necessary to give continuing notice.
Title IX: The New Holstein Public Schools, as required by the Federal Register Title IX Provision of Federal Education Act Amendments of 1972, states its compliance in sex discrimination against pupils, and school employees.
The District Administrator will act as anti-discrimination coordinator for the school system. Parents, pupils, employees, and unions are hereby notified of the schools attempt to eliminate sex bias.
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