docCLASSIFIED - Arizona Education Association
download 
Report Transcription
CLASSIFIED - Arizona Education Association
Extraordinary Learning For All CLASSIFIED EMPLOYEE HANDBOOK 2013-2014 Madison School District #38 5601 N. 16th Street Phoenix, AZ 85016 Classified Employee Handbook ALPHABETIC INDEX TOPIC PAGE Absence Reporting ............................................. 7 Absent Without Leave/Job Abandonment.......... 7 Administrative Reorganization/Realignment ...... 7 Benefits - Classified Employees ...................... 15 Benefits - Employer-paid .................................. 15 Change of Name/Address/Phone Number ........ 8 Classified Council/IBN ...................................... 31 Committees/Meetings/Professional Leave....... 31 Communicable Diseases ................................. 31 Comparative Salary Study (CSS) ...................... 8 Confidentiality ................................................... 32 District Office Directory ...................................... 3 District Site Directory.......................................... 2 Dress Code ...................................................... 32 Equal Employment Opportunity Employer ......... 8 Evaluation..............see Probation and Evaluation Extra Duty Pay ................................................. 15 Facility Representatives .................................. 15 Fingerprinting ..................................................... 8 Flexible Spending Accounts ............................. 15 FMLA (Family and Medical Leave Act) ............ 16 Garnishment ..................................................... 16 Grievance ......................................................... 32 Growth Incentive Program ............................... 16 Harassment/Nondiscrimination ........................ 32 Holidays............................................................ 17 IBN Team ........................................................... 1 Insurance - Disability ........................................ 18 Insurance - Medical, Dental, and Life .............. 18 Introduction......................................................... 1 TOPIC PAGE Jury Duty or Military Leave .............................. 18 KRONOS/ID Badge ........................................... 8 Leave ............................................................... 19 Leave: Life Passage Events ........................... 21 Leave: Personal Leave ................................... 20 Leave of Absence ............................................ 21 Overtime/Compensatory Time ......................... 22 Paychecks........................................................ 22 Personal Conduct ............................................ 33 Personnel Records ............................................ 9 Placement on Salary Range ............................ 23 Probation and Evaluation ................................... 9 Procurement .................................................... 33 Public Complaints about Personnel ................. 33 Reclassification .................................................. 9 Resignation ...................................................... 10 Retirement ....................................................... 23 SharePoint ....................................................... 34 Smoking/Substance Abuse .............................. 34 Staff/Student Relations .................................... 34 Summer Work ................................................. 25 Support Staff Positions .................................... 10 Suspension/Dismissal ...................................... 11 Tax Sheltered Annuity (TSA) ........................... 25 Transfers .......................................................... 11 Trip Reduction Program ................................... 34 Vacation ........................................................... 25 Workers’ Compensation .................................. 26 Working Conditions .......................................... 35 SECTION 1 – EMPLOYMENT ........................... 5 SECTION 2 – COMPENSATION/BENEFITS .. 13 SECTION 3 – GENERAL INFORMATION ...... 29 APPENDIX ....................................................... 37 Blackout Days ............................................ 39 Calendar – School Year ............................ 40 Calendar – 52-Week .................................. 41 Governing Board Policy Index – G ............ 42 IBN Agreement .......................................... 43 i Medical Rates ............................................ 45 Pay Schedule – Extra Duty ....................... 46 Pay Schedule – Hourly .............................. 47 Pay Schedule – 52-Week .......................... 48 Strategic Plan ............................................ 49 TSA Vendor List ........................................ 53 Salary Range – Classified Hourly ............. 54 Salary Range – Classified Pay Grades ..... 55 Classified Employee Handbook SECTION INDEX TOPIC PAGE Overtime/Compensatory Time ......................... 22 Paychecks........................................................ 22 Placement on Salary Range ............................ 23 Retirement ....................................................... 23 Summer Work ................................................. 25 Tax Sheltered Annuity (TSA) .......................... 25 Vacation ........................................................... 25 Workers’ Compensation .................................. 26 TOPIC PAGE Introduction......................................................... 1 IBN Team ........................................................... 1 District Site Directory.......................................... 2 District Office Directory ...................................... 3 SECTION 1 – EMPLOYMENT ........................... 5 Absence Reporting ............................................. 7 Absent Without Leave/Job Abandonment.......... 7 Administrative Reorganization/Realignment ...... 7 Change of Name/Address/Phone Number ........ 8 Comparative Salary Study (CSS) ...................... 8 Equal Employment Opportunity Employer ......... 8 Evaluation..............see Probation and Evaluation Fingerprinting ..................................................... 8 KRONOS/ID Badge ............................................ 8 Personnel Records ............................................. 9 Probation and Evaluation ................................... 9 Reclassification .................................................. 9 Resignation ...................................................... 10 Support Staff Positions ..................................... 10 Suspension/Dismissal ...................................... 11 Transfers .......................................................... 11 SECTION 3 – GENERAL INFORMATION ...... 29 Classified Council/IBN ..................................... 31 Committees/Meetings/Professional Leave ...... 31 Communicable Diseases ................................. 31 Confidentiality .................................................. 32 Dress Code ...................................................... 32 Grievance ......................................................... 32 Harassment/Nondiscrimination ........................ 32 Personal Conduct ............................................ 33 Procurement .................................................... 33 Public Complaints about Personnel ................. 33 SharePoint ....................................................... 34 Smoking/Substance Abuse .............................. 34 Staff/Student Relations .................................... 34 Trip Reduction Program ................................... 34 Working Conditions .......................................... 35 SECTION 2 – COMPENSATION/BENEFITS .. 13 Benefits - Classified Employees ...................... 15 Benefits - Employer-paid .................................. 15 Extra Duty Pay ................................................. 15 Facility Representatives .................................. 15 Flexible Spending Accounts ............................. 15 FMLA (Family and Medical Leave Act) ............ 16 Garnishment ..................................................... 16 Growth Incentive Program ............................... 16 Holidays............................................................ 17 Insurance - Disability ........................................ 18 Insurance - Medical, Dental, and Life .............. 18 Jury Duty or Military Leave............................... 18 Leave................................................................ 19 Leave: Personal Leave ................................... 20 Leave: Life Passage Events ........................... 21 Leave of Absence ............................................ 21 APPENDIX ....................................................... 37 Blackout Days ........................................... 39 Calendar – School Year ............................ 40 Calendar – 52-Week ................................. 41 Governing Board Policy Index – G ............ 42 IBN Agreement .......................................... 43 Medical Rates ............................................ 45 Pay Schedule – Extra Duty ....................... 46 Pay Schedule – Hourly .............................. 47 Pay Schedule – 52-Week .......................... 48 Strategic Plan ............................................ 49 TSA Vendor List ........................................ 53 Salary Range – Classified Hourly ............. 54 Salary Range – Classified Pay Grades ..... 55 ii CLASSIFIED EMPLOYEE HANDBOOK 2013-2014 INTRODUCTION This handbook represents a summary of existing Governing Board policies and regulations applicable to Madison Elementary School District No. 38 (“District”) support staff employees. These procedures are intended only as guidelines for employees and administration. This handbook is provided for information and direction only. The procedures, practices, policies, and benefits described here may be modified or discontinued from time to time. The District reserves the right to make changes, with or without notice, at any time. In the event that the procedures summarized in this handbook conflict with or are different from District or Governing Board policies, practices, regulations or intent, or State statute, the District or Governing Board policies, practices, regulations and intent and State statute shall prevail. The Governing Board has authority to alter Governing Board policies and regulations, and such amendments shall supersede the procedures outlined in this handbook. This handbook is not intended to be and should not be taken by the employees as a contract or guarantee of employment for any specific or unspecified period of time. Your employment relationship is “at-will,” and either you or the District may terminate the relationship at any time, for any or no reason, and without any prior notice. Nothing in these policies, or anything else presented to any employee either verbally or in writing will serve to modify this “at-will” status or to guarantee future employment with the District. This “at-will” status may not be modified unless done so in writing signed and dated by the District administration and the employee. NO OTHER PERSON OR REPRESENTATIVE OF THE DISTRICT OTHER THAN THE GOVERNING BOARD HAS THE AUTHORITY, ACTUAL OR APPARENT, TO MODIFY AN EMPLOYEE’S “AT-WILL” STATUS, EITHER ORALLY OR IN WRITING, OR TO ENTER INTO AN ORAL OR WRITTEN CONTRACT FOR EMPLOYMENT OR ANY SPECIFIC OR UNSPECIFIED PERIOD OF TIME. 2013 Interest Based Negotiations (IBN) Team MDCTA: Cheryl Allen Lindsay Farr Amy Ball Amanda Dahl Classified: Carol Corrington Doug Armstrong Barbara Syas Linda Mauck Administrative: Dr. Tim Ham Lori Garvey Barbara Marshall Deb Huffaker Teacher Teacher Teacher Teacher Simis Park MTA Madison #1 Food Service Manager Plant Manager Bus Driver School Secretary Simis Simis M&T Park Superintendent Asst. Supt., Admin. Services Asst. Supt., Educational Services Administrator, Human Resources District Office District Office District Office District Office 1 Madison School District #38 DISTRICT SITE DIRECTORY MADISON #1 th 5525 N. 16 Street Phoenix, AZ 85016 Principal: Ms. Pam Warren th th 5 –8 8:30 – 3:40 MADISON CAMELVIEW #2 2002 E. Campbell Phoenix, AZ 85016 Principal: Mr. Michael Winters School Office .............................. 602-664-7100 Health Office .............................. 602-664-7120 Cafeteria ..................................... 602-664-7197 MCC Room................................. 602-664-7170 Fax ............................................. 602-664-7199 MADISON SIMIS #3 th 7302 N. 10 Street Phoenix, AZ 85020 Principal: Dr. Joyce Flowers School Office.............................. 602-664-7200 Health Office .............................. 602-664-7220 Cafeteria .................................... 602-664-7297 MAC Room ................................ 602-664-7270 Fax ............................................. 602-664-7299 th Pre – 4 7:45 – 2:30 MADISON ROSE LANE #4 1155 E. Rose Lane Phoenix, AZ 85014 Principal: Dr. Peter Morkert School Office .............................. 602-664-7300 Health Office .............................. 602-664-7320 Cafeteria ..................................... 602-664-7397 MAC Room ................................. 602-664-7370 Fax ............................................. 602-664-7399 MADISON PARK #5 1431 E. Campbell Phoenix, AZ 85014 Principal: Mr. Todd Stevens th th Pre – 4 7:45 – 2:30 School Office.............................. 602-664-7400 Health Office .............................. 602-664-7420 Cafeteria .................................... 602-664-7497 MAC Room ................................ 602-664-7470 Fax ............................................. 602-664-7499 th 5 –8 8:30 – 3:40 MADISON MEADOWS #6 225 W. Ocotillo Phoenix, AZ 85013 Principal: Ms. Susan Doyle School Office .............................. 602-664-7500 Health Office .............................. 602-664-7520 Cafeteria ..................................... 602-664-7597 MCC Room................................. 602-664-7570 Fax ............................................. 602-664-7599 MADISON HEIGHTS #8 nd 7150 N. 22 Street Phoenix, AZ 85020 Principal: Ms. Priscilla Gossett th Pre – 4 7:45 – 2:30 th th 5 –8 8:30 – 3:40 School Office.............................. 602-664-7600 Health Office .............................. 602-664-7620 Cafeteria .................................... 602-664-7697 MCC Room ................................ 602-664-7670 Fax ............................................. 602-664-7699 th th Pre – 4 7:45 – 2:30 MADISON TRADITIONAL ACADEMY Pre – 8 925 E. Maryland Avenue Phoenix, AZ 85014 Principal: Mr. Michael Duff 8:00 – 3:00 School Office .............................. 602-664-7800 Health Office .............................. 602-664-7820 Cafeteria ..................................... 602-664-7897 MAC Room ................................. 602-664-7870 Fax ............................................. 602-664-7899 School Office.............................. 602-745-4000 Health Office .............................. 602-745-4020 Cafeteria .................................... 602-745-4097 MAC Room ................................ 602-745-4070 Fax ............................................. 602-745-4099 MAINTENANCE & TRANSPORTATION 1130 E. Bethany Home Road Phoenix, AZ 85014 DISTRICT OFFICE th 5601 N. 16 Street Phoenix, AZ 85016 Maintenance Office .................... 602-664-7700 Maintenance Fax ........................ 602-664-7799 Transportation Office.................. 602-664-7701 Transportation Fax ..................... 602-664-7777 Office .......................................... 602-664-7900 FAX – Admin Srv & Comm Ed ... 602-664-7999 FAX - Educ Services .................. 602-664-7998 FAX - Superintendent ................ 602-664-7996 2 DISTRICT OFFICE DIRECTORY Superintendent.................................................................. Dr. Tim Ham ..................... 664-7903 Executive Secretary, Superintendent’s Office ................. Chris Wingo ....................... 664-7903 Assistant Superintendent for Administrative Services .. Lori Garvey....................... 664-7913 Administrative Secretary, Administrative Services .......... Terri Divers ........................ 664-7913 Assistant Superintendent for Educational Services ....... Barbara Marshall.............. 664-7929 Administrative Secretary, Educational Services .............. Nadene Alderman .............. 664-7929 ELD Coach ..................................................................... Jane Scott ......................... 664-7952 ELD Technician .............................................................. Gladys Martinez ................. 664-7906 Director for Communications & Marketing...................... Jay Mann .......................... 664-7943 Communications Specialist ............................................ Jacqueline Gouin ............... 664-7944 Printer ............................................................................ Dale Davis ......................... 664-7951 Director for Community Education .................................. Diane Selby ...................... 664-7935 Accounting Coordinator, Community Education.............. Quisha Ryan ...................... 664-7939 Front Desk, Community Education ................................. Michelle Lifshitz ................. 664-7956 Program Coordinator, Community Education ................. Tiffany Passow .................. 664-7937 Director for Continuous Improvement & Assessment ... Jason Piontkowski .......... 664-7933 Administrative Secretary, CIA ......................................... Cynthia Dael ...................... 664-7925 Administrator for Curriculum & Instruction .................... Terrie Barnes ................... 664-7914 Instructional Materials Center ......................................... Rosalinda Cruz-Flores ....... 664-7934 Science Resource Center ............................................... John Tavcar ....................... 664-7989 Director for Finance .......................................................... Claudia Barreras .............. 664-7916 Accounting Coordinator, Finance Department ................ Jennifer Warren ................. 664-7905 Accounts Payable........................................................... Connie Billings ................... 664-7918 Payroll/Benefits Supervisor ............................................ Ella Conroy ........................ 664-7908 Benefits/Payroll .............................................................. Lilly Lopez ......................... 664-7960 Payroll/Benefits .............................................................. Priscilla Aranda .................. 664-7976 Purchasing Supervisor ................................................... Valerie Gere ...................... 664-7990 Warehouse ..................................................................... Frank Lopez....................... 664-7950 Director for Food and Nutrition Services ........................ Kristin Soulsby ................ 664-7910 Food Services Supervisor .............................................. Janene Smith..................... 664-7909 Food Services Secretary, ............................................... Laura Monrroy ................... 664-7919 Administrator for Human Resources ............................... Deb Huffaker .................... 664-7920 Human Resources Technician - Certified ....................... Jennifer Damante .............. 664-7938 Human Resources Technician - Classified ..................... Doris Ruvo ......................... 664-7921 District Office Receptionist ............................................. Mary Srajer ........................ 664-7955 Director for Information Services .................................... Justin Wright.................... 664-7904 Administrative Computer Support Technician ................. Paula Yancy ...................... 664-7922 Student Support/SAIS .................................................... Linda Mauck ...................... 664-7907 Technology Project Manager .......................................... Jenny Dodson.................... 664-7971 Technology Supervisor ................................................... Steve Kenny ...................... 664-7924 Technology Systems/Network Admin ............................. Tari Spire ........................... 664-7940 Instructional Technology Specialist................................. Kim Thomas ...................... 664-7543 Director for Initiatives ....................................................... Casey George .................. 664-7931 Director for Special Education ......................................... Susan Benjamin ............... 664-7912 Administrative Secretary, Special Education .................. Christy Crosser .................. 664-7927 IEP Specialist ................................................................. Betsy Kirby ........................ 664-7959 Student Records............................................................. Anmarie Stone ................... 664-7958 3 SECTION 1 EMPLOYMENT 5 SECTION 1 - EMPLOYMENT ABSENCE REPORTING Each employee is responsible for notifying their supervisor of all absences. The employee must complete a Leave Form for each scheduled and unscheduled absence. After obtaining the supervisor’s signature on the form, the employee should keep a copy and route the original as indicated. The Leave Form may be accessed on SharePoint. A scheduled absence must be approved at least 24 hours prior to the absence. For an absence that has not been approved in advance, the employee must call their supervisor no later than one hour prior to the start of their scheduled work day. A Leave Form would be completed upon their return to work. 1. Complete a Leave Form – each absence 2. Call administrator/supervisor – each unscheduled absence Absences should be reported as follows: Position: Report absences to: School site staff, Crossing Guard ........ School Secretary Maintenance and Grounds staff .......... M&T Secretary Transportation staff ............................. Transportation Supervisor Custodian ............................................ Plant Manager Plant Manager ..................................... M&T Director and School Principal Food Service staff ............................... Site Food Service Manager Community Education site staff ........... Site Coordinator District Office classified staff................ Immediate Supervisor An employee with excessive absences is subject to being placed on an improvement plan and/or receiving discipline, up to and including termination. ABSENT WITHOUT LEAVE/JOB ABANDONMENT An employee shall be deemed “absent without leave” when absent from work because of: (1) A reason that conforms to a policy currently in effect but the maximum days provided for in that policy has been exceeded; or (2) A reason that does not conform to any policy currently in effect; or (3) Failure to report to work without prior notification to the Superintendent or designee. No employee shall be compensated for time lost due to being absent without leave. (Policy GCC) An employee who has missed work for three consecutive workdays and has not notified the supervisor or designee, or received prior approval for leave, may be subject to termination for job abandonment. ADMINISTRATIVE REORGANIZATION/REALIGNMENT Periodically, administration needs to assess departments for possible reorganization/realignment of staff and duties in order to make the district more effective and efficient and to correct inequities in the salary rates. Recommendations for reorganization/realignment will be taken to the Governing Board for final approval. 7 CHANGE OF NAME/ADDRESS/PHONE NUMBER Employees who have a change in name, address or phone number should complete a change form as soon as possible and submit it to Human Resources. Change forms are available from the front office at each site. It is necessary for the District Office to have current contact information for each employee to ensure timely delivery of payroll, benefits, and employment documents. COMPARATIVE SALARY STUDY (CSS) The district will attempt to have a comparative salary study done ideally every five years to determine that salaries are in line with other districts. After a study is completed, it will be made available to Classified Meet and Confer for review. A copy of the CSS will be kept in Human Resources. Classified employees may review upon written request. EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER Madison School District does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, or sexual orientation in employment or in any of its educational programs or in the provision of benefits and services to students. The district is an Equal Employment Opportunity Employer. Sources of protected rights: Title VII of the Civil Rights Act of 1964 (race, color, religion, sex, national origin); the Age Discrimination in Employment Act of 1967 (age); Americans with Disabilities Act of 1990 (disability). FINGERPRINTING A.R.S. §15-512 requires all classified employees to be fingerprinted. The employee is responsible for the fingerprinting fee. Classified employees may pay by payroll deduction or by cashier’s check, money order, or business check payable to Department of Public Safety. Fingerprinting is done by Human Resources most Wednesdays from 3:00 to 4:00 p.m. Contact Human Resources to verify fee amount and date availability. KRONOS/ID BADGE All classified staff paid on an hourly basis must report all hours to be paid on the KRONOS Timekeeper. It is the employee’s responsibility to ensure accurate reporting of all time submitted for payment. This includes in/out punches on the KRONOS system and submission of appropriate leave and OT/comp forms to the KRONOS editor in a timely manner and within the correct pay period. Repeated missed punches or forms will result in a warning to the employee and notification to the employee’s supervisor and the payroll supervisor. Misuse of the system or failure to comply will result in discipline, up to and including termination. A classified hourly employee who leaves the work site for lunch or personal business must clock out while off site. An employee who goes off site for personal business in addition to taking an onsite lunch break must clock out for both. An employee working five or more hours per day is entitled to a 30-minute non-interrupted meal break, which is automatically deducted in Kronos. An employee who takes a meal break longer than 30 minutes must clock out/in for that break. A district ID badge will be issued upon employment at no charge. All employees are required to wear their ID badge at all times while at any district site. Any employee who loses his/her badge must contact the Human Resources office for a replacement. The employee will be charged a replacement fee. ID badges are available from Human Resources most Wednesdays from 3:00 to 4:30 p.m. Contact Human Resources to verify date availability. 8 PERSONNEL RECORDS The District will maintain a complete and current file for each district employee. Employees will be advised of, and will be permitted to review and comment on all information of a derogatory nature to be placed in their personnel file. Employees may review their own files by making a written request to Human Resources. (Policy GBJ) PROBATION AND EVALUATION All classified personnel are on probation for a period of 90 calendar days. Classified employees are evaluated at the end of probation and annually by their supervisor by May 1. An employee may be evaluated when deemed necessary by the supervisor. Any scores of “Ineffective” will result in an improvement plan specific to the area of ineffectiveness. It will be up to the supervisor to determine if scores of “Developing” will result in an improvement plan. If the employee is rated as “Developing” in the same performance category for two consecutive years, a plan of improvement must be issued. Every supervisor will annually review the classified evaluation instrument in the first month of the employee’s work calendar. This may be done individually or in a group. A department goal and an individual goal will be developed at the beginning of each work calendar, with a mid-year informal review of work performance. RECLASSIFICATION Hourly classified employees have the opportunity to request evaluation of their position and/or grade classification. The employee is responsible for being aware of the requirements and procedures, and for completing all necessary steps. A request for reclassification must be received by the Human Resources Administrator no later than December 15. Requests received after December 15 will be returned to the employee and may be resubmitted in the following fiscal year. Eligible requests will be considered by Cabinet at a meeting to be scheduled after January 1. Administrative supervisors will review the process with classified employees. Questions regarding the process may be directed to your supervisor. Criteria for Reclassification An individual/employee group or supervisor may choose to request reclassification based on one or more of the following criteria: 1. Evidence of significant increase in job responsibilities. 2. Additional supervisory responsibilities assigned on a permanent basis. 3. Salary not in line with positions of same duties/responsibilities in other valley school districts. This may not be used in a year that a comparative salary survey is done on that position. Procedures for Reclassification 1. Individual or employee group requests a conference with administrative supervisor to discuss possibility for reclassification. 2. Individual or employee group submits a letter to supervisor formally requesting reclassification. Employee must include a Reclassification Request Checklist and attach the following support documentation: Criteria 1: a. Current job description b. Evidence of additional change in current job responsibilities Criteria 2: a. Current job description b. Evidence of permanent additional supervisory responsibilities 9 Criteria 3: Job descriptions and salary schedules for comparable position from at least five similar elementary districts. Salary for comparable position must be clearly noted on each salary schedule. 3. Supervisor reviews request and writes a supporting or dissenting recommendation. 4. Supervisor forwards request, documentation, checklist, and recommendation to Human Resources Administrator. The criteria selected for the reclassification request may not be changed once submitted to Human Resources. 5. Human Resources Administrator may prescreen requests for eligibility, if warranted. Human Resources Administrator brings requests to Cabinet for consideration. 6. Individual or employee group has the opportunity to discuss their request with Cabinet. The supervisor is also given the opportunity to discuss the request. 7. Requests based on Criteria 3 must show a difference of 25¢ or more between the low and high ranges of the grade on the current salary schedule and the median of the low and high ranges of comparative districts. 8. Approved reclassifications are forwarded to the Governing Board for consideration (if budget allows) with a recommendation from Cabinet. 9. Requests that have been denied will be returned to the submitting party with a written explanation for the denial. 10. Board-approved reclassifications become effective July 1 of the next fiscal year (if budget allows). 11. Human Resources will obtain revised job descriptions from supervisor for positions regraded based on criteria 1 or 2. Reclassification Timeline: • December 15 – Due date for reclassification requests to Human Resources. • February – Employees notified of date for review by Cabinet. • February – Cabinet reviews requests. • March/April – Reclassification recommendations forwarded to Governing Board for approval (if budget allows). • May 1 – Revised job description submitted to Human Resources. • July 1 – Effective date of Board-approved grade increases (if budget allows). RESIGNATION Employees voluntarily terminating their service with the district are expected to give advance notice of not less than ten working days. This notice should be submitted to the supervisor in writing and should specify both the last day of work and the reason for terminating. Authorized unused vacation credit will be paid with the last paycheck. An employee’s final day of work prior to resignation or retirement cannot consist entirely of non-worked time (vacation, sick, and/or comp). (Policy GDQB) SUPPORT STAFF POSITIONS Support staff positions are created only with approval of the Board. The district will attempt to activate a sufficient number of positions to accomplish the district’s goals and objectives. Before recommending the establishment of any new position, the Superintendent will present a job description for the position that specifies the qualifications, performance responsibilities and method by which the performance of such responsibilities will be evaluated. The establishment of any new position requires Governing Board approval. The district provides liability insurance to protect employees against general liability resulting from the discharge of their duties. (Policy EI) 10 SUSPENSION/DISMISSAL Classified personnel may be terminated with or without cause. The Superintendent may suspend an employee on recommendation of the immediate supervisor. Employees on suspension may continue to draw full pay until dismissed. Grounds for dismissal or discipline may include, but are not limited to: fraud in securing appointment, incompetence, inefficiency, improper attitude, neglect of duty, insubordination, dishonesty, being under the influence of alcohol on duty, addiction to use of narcotics or habitforming drugs, absence without leave, final conviction of a felony or misdemeanor involving turpitude, discourteous treatment of the public, improper political activity, willful disobedience, misuse or unauthorized use of school property, excessive absenteeism. (Policy GDQD, A.R.S. 41-770) TRANSFERS A new hire may request a transfer to another district position after completion of the 90-calendar day probationary period and first evaluation. An employee working under an improvement plan is not eligible to transfer. Unsuccessful internal candidates should be notified of their nonselection following a decision by the hiring interviewer. An employee who changes job classifications from classified to certified will retain their accumulated leave and accrue leave in the new position, if eligible. When the employee leaves the district, total years of service will be granted and the payout for accumulated leave will be paid at the current job level pay. If the employee has any unused vacation hours, it will be paid out at the time of the position change, as certified employees are not granted vacation days. The Superintendent will assign and transfer staff members in order to meet the needs of the district. (Policy GDJ) 11 SECTION 2 COMPENSATION & BENEFITS 13 SECTION 2 – COMPENSATION & BENEFITS BENEFITS - CLASSIFIED EMPLOYEES Hours Per Week Benefit: Less than 20 20-29.99 30-40 Health Insurance No No Yes Life Insurance No No Yes AZ State Retirement No Yes Yes Long Term Disability No Yes Yes Short Term Disability No No Yes Workers’ Compensation Yes Yes Yes *Dental No * * *Dental coverage is optional for the designated groups. Employee pays the premium. BENEFITS - EMPLOYER-PAID State Retirement District matches 11.30% employee contributions. Long Term Disability District matches 0.24% employee contributions. LTD covered under AZ State Retirement. Social Security District matches 7.65% deductions for all employees. Health/Life/STD District pays for benefited employees (see chart above). Workers’ Compensation District pays premium based on percentage of gross salary for all staff. EXTRA DUTY PAY Certain extra duties will be paid on a scale recommended by the Superintendent and reviewed/adopted by the Governing Board on a yearly basis. If the extra duty results in working more than 40 hours per week, compensatory or overtime pay shall be paid, based on a base salary computed to include all compensation paid. (Policy GDBC) A classified employee receiving compensation for coaching must turn in a PAR (Personnel Action Request) to Human Resources/Payroll for that assignment. Coaching hours are to be clocked in on the Kronos timeclock. The employee must advise the Kronos editor of any coaching hours on that pay period. FACILITY REPRESENTATIVES Facility representatives work at non-school sponsored facility usage events, e.g., RAMMS, Brophy Lacrosse, Cub Scouts, Girl Scouts. An employee who works as a facility representative will be required to complete job training for this position. The hourly rate is $11.99 regardless of classified or certified status. FLEXIBLE SPENDING ACCOUNTS Employees who are eligible for district medical insurance are also eligible to participate in a Flexible Spending Account under Internal Revenue Code Section 125. The employee may set aside pre-tax income to pay for eligible unreimbursed medical or dependent care expenses. The maximum amount for medical expenses is $5,000. The maximum amount for dependent care expenses is $5,000. Participation does not continue from year to year. Employees must enroll during open enrollment for each year of participation. New hires may enroll within 30 days of hire for a pro-rated maximum amount. Changes cannot be made during the plan year 15 unless the employee has an eligible change in family status. account at the end of the year will be forfeited. Any funds remaining in the FMLA (FAMILY AND MEDICAL LEAVE ACT) An employee who has worked for the district for at least 12 months, and at least 1,250 hours during the previous 12 months, may request up to 12 weeks of unpaid, job-protected leave during a 12-month period for any of the following reasons: • Birth and care of an employee’s newborn child • Placement of a child with the employee for adoption or foster care • Caring for an employee’s child, spouse, or parent who has a serious health condition • The employee’s own serious health condition that makes the employee unable to perform the functions of the job (Policy GCCC) An employee receiving paid leave (sick, vacation, etc.) during FMLA absence will continue to accrue leave; an employee on unpaid FMLA absence does not accrue leave. The employee must exhaust all available leave before being on unpaid FMLA leave. The district maintains health insurance coverage for an employee on FMLA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If the employee does not return to work after FMLA leave expires, the employee may receive insurance through COBRA. GARNISHMENT When a garnishment notice is received from the County School Superintendent, the business office will immediately notify the employee. The entire warrant will be returned to the Maricopa County Treasurer’s Office and collection made in accordance with legal requirements. (Policy DKB) GROWTH INCENTIVE PROGRAM Classified employees working 4 hours or more per day who have served one year with the district are eligible to enter the growth incentive program. The program offers financial incentive for employees to take additional training to improve their competence and performance. If an employee is hired with the stipulation that completion of additional training or course work is required to fulfill job description requirements, that employee would not receive credit for that course work or training in the growth incentive program. Employees in the program receive additional pay according to the following chart upon the completion of a degree in an approved program of study. Procedure and forms are available from Human Resources. (Policy GDM) Degree Earned AA Degree BA Degree Incremental Increase $1.25 $0.25 16 Total $1.25/hour $1.50/hour HOLIDAYS An employee must be on paid status the day before and after a holiday to be paid for the holiday. Holidays – 9 and 10 Month Employees Employees working at least 20 hours per week, but less than 30, receive two paid holidays as follows: M, November 11, 2013 F, April 18, 2014 Employees working 30 to 40 hours per week receive 9 paid holidays as follows: M, September 2, 2013 Th-F, November 28-29, 2013 M, February 17, 2014 F, October 18, 2013 W, December 25, 2013 F, April 18, 2014 M, November 11, 2013 W, January 1, 2014 Paid holidays are assigned at the beginning of the year according to the district calendar. Holiday time cannot be accumulated. It must be used on the specified days. Supplemental Holidays Employees in the groups listed below, hired prior to 7/1/2007, receive the following 15 holidays: Food Service Manager School Secretary II M, September 2, 2013 T-W, December 24-25, 2013 Th-F, March 20-21, 2014 F, October 18, 2013 W-Th, January 1-2, 2014 F, April 18, 2014 M, November 11, 2013 M, January 20, 2014 W-F, November 27-29, 2013 M, February 17, 2014 Employees in the above groups who received a higher number of holidays than stated above as of 6/30/2006 retain that same number. Any days over the listed holidays will be used as paid days during winter and spring recess or other holidays on the school calendar. Holidays - 52-Week Employees 52-week employees receive the following 27 holidays at their regular number of hours per day: Th, July 4, 2013 W-F, November 27-29, 2013 M, February 17, 2014 M, September 2, 2013 M-F, December 23-27, 2013 M-F, March 17-21, 2014 Th-F, October 17-18, 2013 M-F, Dec. 30, 2013 - Jan. 3, 2014 F, April 18, 2014 M, November 11, 2013 M, January 20, 2014 M, May 26, 2014 17 INSURANCE - DISABILITY The district provides Short-term Disability coverage to permanent employees working .50 FTE or more. District-paid STD coverage provides income protection if an employee is disabled due to a covered non-occupational injury, illness, or pregnancy for more than 90 consecutive days. Coverage is effective on the 91st day up to the 180th day. Employees may purchase supplemental STD insurance which is effective on the 6th day up to the 90th day of a covered condition. Employees working 20 hours or more on permanent assignment receive Long-term Disability coverage through the Arizona State Retirement System. The LTD plan provides income protection during disability resulting from a covered injury, illness or pregnancy if the employee is totally disabled for over 180 consecutive days. INSURANCE - MEDICAL, DENTAL, AND LIFE Madison School District provides medical insurance to permanent employees working 30 hours or more per week. Dependent coverage is available at the employee’s expense. Eligibility for coverage is the first day of the month following the date of hire. The employee must submit an enrollment form to initiate coverage. An employee with a hire date of the first day of the month is eligible for coverage to commence on that date with timely submission of the appropriate enrollment form. The coverage period for the medical plan is July 1 through June 30. See Appendix – Medical Rates. Dental plans are also available and are paid by the employee. Coverage period for the dental plan is July 1 through June 30. The district provides a life insurance policy in the amount of the employee’s contract amount for all employees working 30 hours (.75 FTE) or more per week. Optional insurance carries over from year to year. Changes to health insurance and dental insurance coverage can only be made during open enrollment unless the employee has a change in family status (e.g., marriage, birth, death). Employees on paid leave receive full insurance benefits. Employees on unpaid leave may purchase insurance, and are responsible for premium payments. (See FMLA for separate rules governing FMLA leave.) Employees who resign or terminate employment will receive information from AEI regarding available COBRA benefits for medical, dental and vision coverage. Coverage through the district will end on the last day of the month of resignation or termination. JURY DUTY OR MILITARY LEAVE An employee who is required to serve jury duty during normal work hours must submit a Leave Form and attach a copy of the jury summons. After serving on jury duty, the employee must submit confirmation from the court that jury duty was served in order to be paid by the district. A copy of any juror pay received from the court must be submitted to payroll. Juror pay from the court (not including mileage) will be reimbursed to the district by payroll deduction. If the employee is released from jury duty in time to complete at least half a normal work day, the employee is expected to report for duty for the remainder of that work day. The employee is not charged for jury duty absence from accrued leave. 18 An employee who is a member of the Military Reserve or National Guard is entitled to leave of absence without loss of pay or time when engaged in a two-week field training. Such leave will not count as experience to advance on the salary range. An employee called up for long-term military leave must take unpaid leave of absence. Persons volunteering for military service, except in time of declared war, will not be considered for long-term military leave of absence. It is the responsibility of the employee to notify their supervisor when notice of military duty is received. (Policy GCCD) LEAVE Full-time employees accrue leave based on job category and number of hours worked. Parttime employees accrue leave on a pro-rata basis. Leave is granted and deducted in hours, and is accrued biweekly. Leave accruals shown on pay stubs for 52-week employees reflect the accrued balance as of the end of the prior pay period. Unused leave accumulates from year to year. An employee receiving paid leave continues to accrue leave. An employee on unpaid leave does not accrue leave. Leave Schedule Employees working 20 or more hours per week accrue leave hours according to the following formulas: 9 month employee: 9 days x number of hours worked per day = number of leave hours 10 month employee: 10 days x number of hours worked per day = number of leave hours 52-week employee: 13 days x number of hours worked per day = number of leave hours Leave may be used for personal illness, family illness, bereavement, religious holidays, or personal leave. Leave may include other excused absences, such as medical or dental appointments that cannot be scheduled on non-duty days. An employee who is off work due to illness may be required to submit a physician’s note verifying the illness. The employee should recognize that it is in their best interest to secure documentation when absent. An employee who is experiencing a significant medical event may qualify for FMLA and should contact Human Resources. In absences for family illness, all accumulated leave is available if the person is an immediate family member. If the absence is to exceed one week, employee shall notify supervisor of the anticipated length of absence, and keep supervisor informed thereafter. In the case of illness of a relative other than immediate family, employees will be allowed absence for a maximum of six days chargeable to leave. Upon request of the employee, hardship cases shall be referred to the Human Resources Administrator for consideration. Leave may only be used on a budgeted workday during the employee’s regular work assignment during which the leave is earned. (Example: an employee working a summer position may not use leave accrued during a school year assignment.) An employee must be on paid status the day before and after a holiday to be paid for the holiday. Employees must exhaust available leave prior to taking a pay dock for an absence. Absences paid beyond accrued leave will be docked in the next pay period following an overuse. 19 To view accruals on Kronos timeclock: 1. 2. 3. 4. 5. 6. Press blue key next to View Accruals Enter badge number and press Enter key OR Swipe badge Press Down Arrow to highlight Projections Press Enter key Scroll using up/down arrows to view accruals Press Exit key Upon resignation, termination, or retirement, an employee with at least four years of continuous district service will receive pay for accumulated leave days, up to a maximum of 120 days. A benefitted employee with at least four years of continuous district service who transfers to a non-benefited position (not accruing leave) would be eligible for the leave payout. Payout for accumulated leave: 4 to less than 10 years 10 to less than15 years 15 to less than 20 years 20 years and over 25% of daily rate of pay 50% of daily rate of pay 75% of daily rate of pay 100% of daily rate of pay An employee who changes job classifications from certified to classified or from classified to certified will retain their accumulated leave and accrue leave in the new position, if eligible. When the employee leaves the district, total years of service will be granted and the payout for accumulated leave will be paid at the current job level pay. Any employee who willfully violates or misuses the district’s leave policy or misrepresents any statement or condition will be subject to discipline, which may include reprimand, suspension, and/or dismissal. (Policy GCCA, GCCB) Bereavement Employees are allowed absence for bereavement up to a maximum of six days per occurrence. Bereavement leave for longer than six days requires approval of the Human Resources Administrator. Bereavement leave is available regardless of the relationship of the deceased person to the employee. Bereavement is taken from accrued leave. Documentation may be required for a bereavement absence. Religious Leave Employees will be allowed days of absence chargeable to accrued leave (not personal leave) for religious observances. The employee must submit a Leave Form to the school principal or supervisor during the first week of the semester in which the religious holiday occurs, and indicate the name of the religious holiday. Leave: Personal Leave An employee may use available leave time for personal, legal, or business matters that require absence during school hours. Personal leave days are deducted from the annual leave allocation. The employee must submit a Leave Form to the principal or immediate supervisor at least one full day prior to the absence. If an employee has more than one supervisor, each one must approve the request for a personal leave day. Personal leave may not be used on a duty day before or after a holiday. Personal leave days may not be approved when the anticipated employees’ absences in any employee 20 category at a given school would exceed two. The building administrator may approve a personal day for up to two employees per non-blackout day at their respective sites. The building administrator may approve exceptions for special circumstances. With due consideration of the immediately preceding paragraph, the Superintendent will have discretion to approve leave without pay during orientation week, parent-teacher conference days, the first week of school, the last week of school, or on the last duty day before or the first duty day after a holiday or vacation. (See Life Passage Events.) Employees may take up to and including four consecutive personal days per semester. An employee may request five or more days for extenuating circumstances if he/she has not taken five or more consecutive personal leave days within the past three years. (Policy GDC/GCCB) See Appendix – Blackout Days. Leave: Life Passage Events Personal leave during the first and last weeks of school, before and after school holidays, and all other blackout days are considered for paid leave for family “Life Passage” events, including but not limited to the following: • Anniversaries • Baptisms • Child’s first day of school • Weddings • Christenings • Taking child to college • Family Reunions • Bar/Bat Mitzvahs Other “Life Passage” events will be considered upon application. Application for paid personal leave for any of the aforementioned days will be reviewed as follows: Employee will submit a request in writing to the school principal or supervisor a minimum of 30 days prior to the date requested. The request is to include the ‘life passage’ event and date. A Madison School District Leave Form must be attached to the written request. Within 5 working days of review by the school principal or supervisor, the employee will be notified in writing of the decision. An appeal of the decision may be made to the Human Resources Administrator. Submittal of a request does not guarantee approval. LEAVE OF ABSENCE A leave of absence must be applied for in writing to the Governing Board through Human Resources. Leave of absence will be granted when it is deemed to be reasonable, for a good cause, and not detrimental to education within the district. Leave of absence for personal reasons will be unpaid. Leave granted for reason of illness may begin the day after the date on which all leave has been exhausted. The maximum time allowed for a leave of absence is one year. An employee who has not returned to work following the time granted will be terminated. LOA time is not credited towards years of service. At the end of the leave of absence, the classified employee may apply for an open position for which they qualify; however, the district cannot guarantee an assignment. If the employee secures a position, all rights and benefits are retained and will be available upon return to employment. An employee on unpaid LOA does not accrue leave and is responsible for insurance premiums. The employee may receive insurance through COBRA. Reinstatement of district-paid medical coverage for eligible employees following unpaid LOA is effective the first day of the month following return to work. The returning employee must notify the benefits department to initiate reinstatement. 21 OVERTIME/COMPENSATORY TIME The normal work week for nonexempt classified employees will not exceed 40 hours. When applicable, employees receive overtime or compensatory time at the rate of one and one-half for each hour of worked time over 40 hours. If an employee has vacation or holiday pay within a work week (Saturday - Friday), the employee earns straight time for hours over 40 that do not exceed non-worked paid time, and earns time and a half for hours over 40 hours worked. Overtime/compensatory time must be recorded on an Overtime/Compensatory Time form, signed by the employee’s supervisor, and submitted promptly to the employee’s Kronos editor. The form is available on SharePoint. The supervisor may allow the following practices in an effort to limit compensatory time: 1. Reschedule work hours during the same workweek with supervisor’s approval (flex time). 2. Long-term planning of regularly scheduled events. 3. Schedule vacations during department downtime. 4. Other departmentally developed strategies. The employee and supervisor have joint responsibility to develop a schedule for comp time to be used. No covered employee shall be allowed to accumulate more than 40 hours of compensatory time. Compensatory time is to be used by June 30 of each year. Any compensatory time not used by June 30 of the current fiscal year will be paid out. The employee shall be permitted to use compensatory time within a reasonable period after requesting use of the time so long as the use will not be unduly disruptive to the district. Compensatory time may only be used on a budgeted workday during the employee’s regular work assignment during which the time was earned. Employers can require employees to use, and can designate their use of, compensatory time. (Policy GDL, GDL-R) PAYCHECKS Employees are paid biweekly according to the pay schedule set by the district payroll office. Each employee is responsible to check their pay stub to verify the accuracy of earnings and benefit deductions, especially following any change in assignment. Every effort is made to process payroll accurately. An employee who believes an error has been made should notify payroll promptly. Overpayments will be docked from future pays or otherwise returned by the employee. Underpayments will be corrected. Direct deposit of paychecks is available to each employee by submitting a Direct Deposit Authorization, available on SharePoint. Direct Deposit is a secure method of receiving wages and eliminates the wait time required for receiving a live check. An employee enrolled in Direct Deposit must notify Payroll no later than 15 calendar days prior to the next pay date if they close their direct deposit bank account. A $25 fee will be charged by payroll deduction if the deposit is returned by the bank and a replacement check is required. To avoid the fee, an employee should notify Payroll of the change and leave the old account open until the final direct deposit is received. Classified employees working less than 52 weeks may elect one of the following pay options. Any change to the election must be made prior to the first duty day of the fiscal year. An employee who does not submit an election will be paid according to the pay schedule set by the payroll office. 1. 26 Pay (BOC) Option: 1/26 of annual salary paid biweekly throughout the school year, with balance paid in one lump sum at the completion of the work calendar. 22 2. 26 Pay (Spread) Option: 1/26 of annual salary paid biweekly throughout the school year, continuing through the summer. 3. Hourly Pay Option: Employee is paid for time worked according to the pay schedule set by the payroll office. Pay for 52-week employees is annualized over the fiscal year beginning July 1. Annualized pay for an employee retiring mid-year will be adjusted to the scheduled retirement date. The biweekly amount for a partial year depends on where in the pay period July 1 and the retirement date occur. Payroll deductions are as follows. Optional deductions, once in effect, will continue until canceled or changed in writing by the employee. (Policy DKB) REQUIRED Deductions Federal Withholding Arizona State Withholding Tax Social Security (OASI/FICA) Arizona State Retirement System (ASRS) ASRS Long Term Disability (ASRS LTD) OPTIONAL Deductions Dental Benefits Flex Spending Plan Vision Insurance AFLAC Insurance Term Life Insurance United Way Health Insurance for dependents Deferred Compensation 457 Plan Tax Sheltered Annuity 403(b) Short Term Disability (STD) Credit Union/Direct Deposit AEA/MDCTA Professional Dues Payroll deductions for classified employees are applied as follows: 26 Pay Deductions: All 52 week employees 19 Pay Deductions: All 9 and 10 month employees PLACEMENT ON SALARY RANGE Classified staff hired with similar job experience within a school district will be placed appropriately on the range depending on years of experience. New hires for hard-to-fill positions or having substantial job experience may be placed up to mid-point on the salary range. RETIREMENT Application for retirement should be submitted to Human Resources by February 1 of the fiscal year of retirement. Normal retirement is the earliest an employee may retire with a full benefit, as calculated by the Arizona State Retirement System benefit formula. For members hired on or before June 30, 2011, a normal retirement date occurs under the earliest of the following situations: • At age 65. • At age 62 with 10 or more years of credited service. • At any combination of age plus years of credited service totaling 80 points. For members hired on or after July 1, 2011, a normal retirement date occurs under the earliest of the following situations: • At age 65. • At age 62 with 25 or more years of credited service. • At age 55 with 30 or more years of credited service. There is no point-based retirement date option for members who join ASRS on or after July 1, 2011. 23 Early retirement may be taken with a reduced benefit, as calculated by the ASRS benefit formula. Early retirement may occur at age 50 or after, with five or more years of credited service. (Policy GCQE) Retirement: Insurance Retirees may enroll in an ASRS insurance plan at their own expense or in the district’s retiree insurance plan up until age 65, at their own expense. Retirement: Leave Buy Back Upon resignation, termination, or retirement, an employee with at least four years of continuous district service will receive pay for accumulated leave days, up to a maximum of 120 days. Payouts for accumulated leave: 4 to less than 10 years 25% of daily rate of pay 10 to less than15 years 50% of daily rate of pay 15 to less than 20 years 75% of daily rate of pay 20 years and over 100% of daily rate of pay An employee who was part of ASRS prior to 1984 is allowed to use leave buy back as earnings counted toward the final retirement calculation. Retirement: Phased Retirement Program Employees who are eligible to retire under ASRS normal retirement may, with approval, participate in a Phased Retirement Program (PRP). The deadline to apply for retirement under this option is February 1 of the fiscal year of retirement. The employee must have a satisfactory performance evaluation prior to retirement and have a supervisor recommendation. A PRP retiree may return to work full time at the district as an employee of smartschoolsplus. The retiree earns approximately 85% percentage of his/her exit salary, and is responsible for the ASRS alternative contribution rate. Retirement: Returning Retirees Classified employees who retire from the district may choose to be called as needed by the district. The hourly rate will be dependent upon the job grade at the discretion of the supervisor. District retirees signing a half school year or longer contract may be compensated up to their daily salary at the time of retirement, calculated to the length of the new contract. They will accrue non-cumulative sick leave based upon the length of the contract. There is no guarantee of contract renewal. Employees who have retired with the Arizona State Retirement System and return to work for the District will be responsible for the alternative contribution rate paid to ASRS pursuant to A.R.S. Section 38-766.02. Retirement: Vacation Classified employees will be paid for accumulated vacation time at the employee’s hourly rate of pay upon retirement. 24 SUMMER WORK Employees who work non-duty days in a position other than their regular school year assignment are paid at Row A of the applicable position. TAX SHELTERED ANNUITY (TSA) Employees may participate in a Tax-Sheltered Annuity 403(b) and/or 457(b) plan through a district-approved TSA vendor. Participants make pretax contributions to a TSA through payroll deduction, which allows the employee to reduce taxable income while saving for retirement. Employees may contact an approved TSA vendor for information about employer-sponsored retirement plans. The district does not make any recommendations regarding selection of a TSA vendor or plan. A Salary Reduction Agreement, available from the district office, must be submitted to the payroll department. See Appendix – TSA Vendor List. VACATION Vacation time is granted to all 52-week full-time employees. Employees hired during the fiscal year accrue a proration of this time. Vacation time is credited biweekly. Employees absent due to illness receiving paid leave and/or workers’ compensation continue to accrue vacation time. No more than two years of accrued vacation time may be carried forward into the next fiscal year. An employee with two years carry forward would continue to accrue vacation during the following year. Upon resignation or retirement, classified employees will be paid for accumulated vacation time at the employee’s hourly rate of pay. If an employee leaves Madison employment due to illness, long-term disability, or injury for no more than 12 months, has had no employment outside Madison during the absence, and returns to employment with Madison, the employee shall accrue vacation time at the same rate as previously employed as if there had been no break in service. The time absent from employment would not be counted in the creditable time for accruing vacation leave. If a previous employee who was not terminated for health reasons is re-employed at Madison, vacation shall be accrued at the beginning employment rate. (Policy GDD) If an employee who transfers from a classified to a certified position has any unused vacation hours, it will be paid out at the time of the position change, as certified employees are not granted vacation days. Classified Vacation Schedule At the start of years of service in a 52-week position, classified employees accrue vacation as follows. Vacation is based on number of years with the district as determined by date of hire. Years Worked Vacation Days 0-5 Years 10 days 6-10 Years 15 days 25 11-15 Years 20 days 16-20 Years 21 days 21+ Years 22 days WORKERS’ COMPENSATION District employees injured while in the course and scope of employment are protected under Arizona workers’ compensation laws. The employee must report the injury immediately to their supervisor or to the school health associate, District Office, or other administrator if the employee’s supervisor is not available. A Supervisor’s Incident Report must be submitted to the District Office for every injury, even if the employee does not need medical treatment. Failure to report an injury in a timely fashion may result in the claim being denied. The Supervisor’s Incident Report and instruction sheet for injured employees are available from: School Health Office C.E. Site Coordinator M&T Secretary School Secretary C.E. Program Manager Transportation Supervisor School Plant Manager Food Service Manager D.O. Admin Services If medical treatment is needed, the employee must obtain treatment at the approved Occupational Clinic. This facility specializes in treating industrial injuries and does not charge a fee/co-pay for a valid work-related injury. The employee’s supervisor will assist the injured employee in getting to the clinic, if necessary. Emergency care should be sought for lifethreatening injuries. Prompt treatment is important for recovery and for a claim being accepted for benefits. Notify Terri Divers in Administrative Services immediately if an ambulance is called in response to an incident involving an employee injury. Medical treatment received for an industrial injury is on the employee’s time. The employee should schedule appointments for outside of work hours or use accrued leave for time missed from work. The employee may, at the supervisor’s discretion and with approval by Administrative Services, be given up to a regular day’s pay for the date of injury without being charged for leave. Copies of status reports from each doctor visit are to be submitted to the District Office. An employee who misses work due to an injury must keep their supervisor and the District Office informed of their status on a regular basis. An injured employee who has been placed in offwork or modified work status is expected to keep follow-up appointments until released to regular duty. A doctor’s release is required when returning to work after being placed in offwork or modified work status. An employee placed on work restrictions during treatment of an industrial injury may be given a transitional work assignment as part of the district’s Return-to-Work program. An employee on modified or off-work status for an extended time may be scheduled for an Independent Medical Exam (IME) by the carrier. The employee is required to submit to the IME as a condition of employment. The employee will be charged a missed exam fee if a scheduled IME appointment is not kept. An injured employee may be required to complete an Injury Review Process (IRP) report with the supervisor or Administrative Services representative. Madison School District is proactive in providing proper tools for the job. It is the employee’s responsibility to use tools appropriately and safely. Employees are expected to dress appropriately for their job assignment and workstation in order to maintain a safe environment and avoid injury. Appropriate dress includes proper clothing and footwear. 26 Safe Practice Guidelines • Don’t take chances • Ask questions when in doubt concerning safety • Safety rule violations may result in disciplinary action • Unsafe conditions must be reported Industrial Leave Compensation Schedule: Time Missed 1 to 7 calendar days 8 to 13 calendar days 14 or more calendar days Industrial Compensation None 2/3 of regular pay 2/3 of regular pay, st retroactive to 1 day District Compensation Regular pay from accrued leave 1/3 of regular pay from accrued leave 1/3 of regular pay from accrued leave If an employee receives industrial compensation while off work, the regular salary from the district is reduced by two-thirds, with one-third paid by the district from the employee’s accrued leave. If the employee does not have sufficient accrued leave, a leave of absence may be requested. An employee who will be off work for more than three consecutive calendar days and is eligible for FMLA should immediately request FMLA leave. The employee must provide the District Office with a copy of each industrial compensation payment received. An employee may not receive a combined amount of industrial compensation and district wages which exceeds the employee’s regular pay. An employee who receives industrial compensation for days covered by district paid time off work must reimburse the district for any overpayment. An equivalent amount of leave used will be credited back to the employee’s leave bank. (A.R.S. § 23-908; Policy GBGC, EBBB-RA) 27 SECTION 3 GENERAL INFORMATION 29 SECTION 3 – GENERAL INFORMATION CLASSIFIED COUNCIL/INTEREST BASED NEGOTIATIONS (IBN) Classified staff representatives and the Superintendent may hold regularly scheduled meetings for the purpose of discussing matters of general district concern, proposals for change or revisions in policies or regulations. Volunteers for Classified Council/IBN may not be compensated for their time. Classified Council will monitor administration of the Interest Based Negotiations agreement and existing language during meetings. Classified IBN negotiations address issues of concern to classified staff as a whole. Concerns relative to individuals or individual groups are to be addressed with the employee’s supervisor. COMMITTEES/MEETINGS/PROFESSIONAL LEAVE Committees: All personnel are encouraged to serve on district committees when appointed by the Superintendent. Negotiation representatives, with pre-approval from the Superintendent, will be allotted time to plan and conduct sessions for the negotiation process. If an employee would normally be paid during a committee meeting, no paid time will be lost. All other committee hours would be considered voluntary. Meetings: Employees attending required meetings before or after regular work hours, will be compensated for their time. All meetings beyond the scheduled workday must be cleared through Human Resources by the sponsor. Professional Leave: An employee attending a meeting or conference should obtain approval from administration at least five days prior to event whenever possible. The employee will not lose any pay or leave. (Policy GDCE) COMMUNICABLE DISEASES Inquiries or concerns by staff members or others regarding communicable diseases or a staff member who is known or believed to have a communicable disease shall be directed to the Human Resources Administrator or the school health associate. The district shall make reasonable efforts to maintain the confidentiality of staff members’ medical conditions. A staff member who has a chronic communicable disease, such as tuberculosis or HIV/AIDS, shall not be excluded unless a significant risk is presented to the health and safety of others, which cannot be eliminated by reasonable accommodation. The district shall consult with legal counsel and health professionals, as necessary, to ensure that exclusion of a staff member with a chronic communicable disease will not violate the staff member’s rights. If an outbreak of a communicable disease occurs in a school setting, the Superintendent or the school health associate shall promptly inform staff members who are known to have special vulnerability to infection. The district does not assume any duty to notify an employee of health risks caused by the presence of a communicable disease in the school setting unless the at-risk employee has notified the district of the conditions when notification is needed. (Policy GBGCB) 31 CONFIDENTIALITY No staff member is to use district records or rosters for personal information. The release of directory information to any unauthorized agency or organization is prohibited. Confidentiality at all levels is mandatory. (Policy JR) DRESS CODE All staff members are expected to dress and maintain a general appearance that reflects their position and does not detract from the educational program of the school. Employees must always consider that their employment places them in the position of role models for students. The Governing Board expects the dress and appearance of all staff to be professional in nature and to set a standard for student attire. Although employees have the basic freedom to express their individuality, basic expectations must be met. Staff members are expected to observe standards of dress and grooming appropriate for a professional in a school setting. (GBEB-RB) Minimally, professional standards of dress shall observe the following guidelines: • Clothing should be free of frays, holes, or tears and should not expose undergarments, breasts, excessive cleavage, chests, or midriffs. • Spaghetti straps and tank tops are not appropriate unless worn with a jacket or shirt. • Clothing shall not display profanity or profane or obscene gestures, nor shall it support alcohol, cigarettes, drugs, or sexual activity. Clothing should be free of political messages while staff members are on duty. • Skirts, skorts and dresses should be mid-thigh or longer. • Shorts and exercise clothing are not appropriate except for physical education teachers and for certain field trips (to be approved by principal). • Capris and dress slacks are acceptable. • Rubber or foam flip-flops are not acceptable footwear. • No visible piercing with jewelry, other than earrings. • Each site will work with site Professional Council and Building Administration to determine whether/when blue jeans are appropriate. GRIEVANCE A grievance is a complaint by a district employee alleging a violation or misinterpretation, as to the employee, of any district policy or regulation that directly and specifically governs the employee’s terms and conditions of employment. The suspension or dismissal of employees is not a grievable matter. Assignment, reassignment, or transfer of an employee to another position or duties is not grievable beyond the Superintendent unless there is a reduction in compensation or the Superintendent requests that it go to the Board. Failure to file a grievance within 15 days after the employee knew, or should have known, of the circumstances upon which the grievance is based shall constitute a waiver of that grievance. (Policy GBK, GBK-R) HARASSMENT/NONDISCRIMINATION All individuals associated with the district, including but not necessarily limited to, the Governing Board, administration, staff, students, and members of the public while on campus, are expected to conduct themselves at all times so as to provide an atmosphere free from sexual harassment. Any person who engages in sexual harassment while acting as a member of the school community or while on school property will be in violation of this policy. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when made by a member of the school staff to a student or to another staff member, or when made by a student to another student. 32 Anyone subjected to sexual harassment, or who knows of the occurrence of such conduct, should immediately inform the Human Resources Administrator. (Policy ACA) The Board is committed to a policy of nondiscrimination in relation to race, color, religion, sex, age, national origin, and disability. This policy will prevail in all matters concerning staff members, students, the public, educational programs and services, and individuals with whom the Board does business. Any person who feels unlawfully discriminated against or to have been the victim of unlawful discrimination by an agent or employee of the District or who knows of such discrimination against another person should file a complaint with the Superintendent. (Policy AC, AC-R) PERSONAL CONDUCT Employees are expected to demonstrate appropriate conduct and citizenship. Any employee charged with a criminal complaint or indictment consisting of a felony or a serious misdemeanor must, within 72 hours or 3 days after notification of receipt of such complaint, advise the Human Resources Administrator. Failure to do so constitutes cause for dismissal. An employee with excessive absences is subject to being placed on an improvement plan and/or receiving discipline, up to and including termination. The district does not condone misconduct, fraud, or theft of district property. Criminal charges may be filed against any employee who engages in such activity. PROCUREMENT All employees are required to follow procurement procedures for any district purchase. Key points are listed below. For additional information on correct procedures, staff should check with the school secretary or the finance department. • Never order, purchase, or receive any materials, services, or equipment without a valid purchase order! Failure to comply may result in disciplinary action up to and including termination of employment. • The district is not authorized to pay any invoice that is not preceded by a valid purchase order. • The district is not authorized to reimburse any employee for any expenditure not associated with a valid purchase order or without prior authorization and written approval from the business office. PUBLIC COMPLAINTS ABOUT PERSONNEL Complaints concerning district personnel should be directed to the employee first. The employee will have a minimum of five working days in which to reply to the complaint at each administrative level at which the matter is reviewed. If the complainant is dissatisfied with the results, the complaint shall be reviewed by the employee’s supervisor. The supervisor will hold a meeting with both parties to resolve the problem. The employee will be notified of the meeting and any subsequent meetings in advance to allow time to select an observer of the employee’s choice. Depending on the severity of the complaint, it can go directly to Human Resources. 33 There is provision in the policy for the complaint to go to the Superintendent or designee for resolution if dissatisfied at the school level. If dissatisfied at the district level, the complaint may go to the Superintendent. The matter may be referred to the Board within ten working days following the Superintendent’s decision. (Policy KEB-R) SHAREPOINT Employees have access to various documents on SharePoint on the district website, MadisonAZ.org. Select For Staff, Employee Login, and SharePoint from the appropriate column of At School or From Home. Login with your district User Name and Password. Select the desired link under Documents. SMOKING/SUBSTANCE ABUSE The use or possession of tobacco is strictly prohibited in all district buildings, on all district property and in all district vehicles. Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. The use or possession of intoxicants or illegal drugs on school property or at school events is prohibited. Any school employee who is aware of or who suspects a violation of this policy must report all known or suspected activity or observed behaviors to the principal or other appropriate administrator. (Policy GBEC, GBECA, GBECB, GBED) STAFF/STUDENT RELATIONS Corporal punishment is prohibited by district policy. (Policy JKA) Although teachers and administrators are primarily responsible for the conduct and discipline of students for misbehavior, all employees have a responsibility to monitor the conduct of students. All employees should know the rules of conduct governing students and caution students to abide by them. If cautioning a student is not effective and the student continues inappropriate behavior, the student should be reported to a teacher or administrator. Bus drivers are responsible for the safety and conduct of students who ride buses. They should report any misconduct of students to a school principal on the designated form. A copy should also be given to the Transportation Coordinator. (See Transportation Employees Handbook) (Policy EEAE, EEAE-R, EEAE-EA, JICC) All school personnel having contact with children should be alert for signs of neglect, injury, or molestation. Arizona law requires that when a suspicion of child abuse or neglect exists, proper authorities are to be notified. Madison school personnel should report any suspicions to the child’s principal or school health associate. TRIP REDUCTION PROGRAM Employees are encouraged to carpool, walk, bike, or take the bus to work whenever possible as part of the Trip Reduction Plan mandated by the Maricopa County Air Quality Department. Alternate Mode Users (AMUs) are eligible for annual prize drawings. Eligible employees may register for a permit tag to park in a carpool parking space available at each site. Carpool parking may only be used on days that the AMU actually carpools. Carpooling with a person who works at a nearby non-Madison location qualifies for carpool parking at a Madison site. Carpool permit registration is available from the TRP Coordinator at the Transportation Department. 34 WORKING CONDITIONS An employee is encouraged to communicate to the district whenever the employee believes working conditions may become intolerable to the employee and may cause the employee to resign. The employee must notify the Administrator for Human Resources in writing if a working condition exists that the employee believes is intolerable, that will compel the employee to resign or that constitutes a constructive discharge, if the employee wants to preserve the right to bring a claim against the employer alleging that the working condition forced the employee to resign. Under the law, an employee may be required to wait for fifteen calendar days after providing written notice before the employee may resign if the employee desires to preserve the right to bring a constructive discharge claim against the employer. An employee may be entitled to paid or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to respond to the employee's written communication about the employee's working condition. A.R.S. §23-1502.E.2. 35 APPENDIX Blackout Days ................................................................... 39 Calendar – School Year .................................................... 40 Calendar – 52-Week ......................................................... 41 Governing Board Policy Index – Section G: Personnel .... 42 Interest Based Negotiations (IBN) Agreement .................. 43 Medical Rates ................................................................... 45 Pay Schedule – Extra Duty ............................................... 46 Pay Schedule – Hourly ..................................................... 47 Pay Schedule – 52-Week ................................................. 48 Strategic Plan ................................................................... 49 TSA Vendor List ................................................................ 53 Salary Range – Classified Hourly ..................................... 54 Salary Range – Classified Pay Grades ............................. 55 37 BLACKOUT DAYS BLACKOUT DAYS BLACKOUT DAYS – 2013-2014 Classified Hourly and 52 Week Employees Classified employees are not allowed to use personal leave on blackout days. If a life passage event occurs on a blackout day, the immediate supervisor is responsible for reviewing leave request. Calendar is subject to change during school year. Month July August September October November December January February March April May Day 3 8 31 1-2 5-9 30 3 14 - 16 16 21 8 12 26 2 20 6 17 21 14 18 4-5 14 24 14 - 17 17 21 21 - 25 12 - 16 23 27 Event Day before Independence Day Day after Independence Day All Teachers' Beginning Week All Teachers' Beginning Week First Week of School Day before Labor Day Day after Labor Day Parent/Teacher Conferences Day before Fall Break Day after Fall Break Day before Veterans' Day Day after Veterans' Day Day before Thanksgiving Break Day after Thanksgiving Break Day before Winter Break Day after Winter Break Day before MLK Holiday Day after MLK Holiday Day before Presidents' Day Day after Presidents' Day Parent/Teacher Conferences Day before Spring Break Day after Spring Break AIMS/NRT Testing Day before Spring Holiday Day after Spring Holiday AIMS/NRT Testing (make-up) Last Week of School Day before Memorial Day Day after Memorial Day 39 CALENDAR – SCHOOL YEAR CALENDAR – SCHOOL YEAR MADISON SCHOOL DISTRICT #38 2013-2014 SCHOOL YEAR CALENDAR Jul. 24 All School Registration, 7 am – 1 pm Jul. 25 All School Registration, 1 pm – 7 pm Jul. 30 New Teacher Orientation – At Sites Jul. 31 All Teachers’ Beginning Day – Full Day Aug. 5 Students’ First Day Sep. 2 Labor Day Oct. 4 Teacher Planning Day – Half-Day Schedule Oct. 14-15 Parent/Teacher Conferences - Evening Oct. 16 Parent/Teacher Conferences - Half-Day Schedule Oct. 17-18 Fall Break AUGUST 2013 20 Nov. 11 Veterans’ Day S M T W T F S Nov. 27-29 Thanksgiving 1 2 3 Dec. 20 Teacher Planning Day – Half-Day Schedule 4 5 6 7 8 9 10 Dec. 23-31 Winter Break 11 12 13 14 15 16 17 Jan. 1-3 Winter Break 18 19 20 21 22 23 24 Jan. 6 School Resumes 25 26 27 28 29 30 31 Jan. 20 Martin Luther King Day ___________________________ Feb. 17 Presidents’ Day Feb. 28 Teacher Planning Day – Half-Day Schedule SEPTEMBER 2013 20 Mar. 4 Parent/Teacher Conferences - Evening S M T W T F S Mar. 5 Parent/Teacher Conferences - Half-Day Schedule 1 2 3 4 5 6 7 Mar. 17-21 Spring Break 8 9 10 11 12 13 14 Apr. 14-17 AIMS/NRT Testing 15 16 17 18 19 20 21 Apr. 18 Spring Holiday 22 23 24 25 26 27 28 Apr. 21-25 AIMS/NRT Testing (make-up) 29 30 Students’ Ending Day – Half-Day Schedule ___________________________ May 16 May 16 Teachers’ Ending Day – Full Day OCTOBER 2013 4:17 May 26 Memorial Day S M T W T F S 1 2 3 4 5 KEY 6 7 8 9 10 11 12 All School Registration 13 14 15 16 17 18 19 New Teacher Orientation 20 21 22 23 24 25 26 ## Teacher Collaboration Time (TCT) - Early Release 27 28 29 30 31 All Teachers – Beginning, Ending ___________________________ Students’ First Day, Ending Day NOVEMBER 2013 17 Parent/Teacher Conferences – Evening S M T W T F S Parent/Teacher Conferences – Half Day Schedule 1 2 Teacher Planning - Half Day 3 4 5 6 7 8 9 School Holidays 10 11 12 13 14 15 16 ___ Testing Days 17 18 19 20 21 22 23 24 25 26 27 28 29 30 End of Grading Periods: ___________________________ 1st Quarter October 4 44 days nd 2 Quarter December 20 49 days DECEMBER 2013 15: 3rd Quarter February 28 38 days S M T W T F S 4th Quarter May 16 49 days 1 2 3 4 5 6 7 180 days 8 9 10 11 12 13 14 th 40 day – September 30 15 16 17 18 19 20 21 100th day – January 14 22 23 24 25 26 27 28 29 30 31 ___________________________ Governing Board approved 12/6/11; rev 12/17/12 JULY 2013 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 ___________________________ 40 JANUARY 2014 19 M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 ___________________________ S FEBRUARY 2014 19: S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 ___________________________ MARCH 2014 16 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 ___________________________ APRIL 2014 21 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 ___________________________ MAY 2014 12 T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 ___________________________ S M JUNE 2014 T W T F S 3 4 5 6 7 10 11 12 13 14 17 18 19 20 21 24 25 26 27 28 S M 1 2 8 9 15 16 22 23 29 30 ___________________________ CALENDAR – 52 W EEK CALENDAR – 52 W EEK MADISON SCHOOL DISTRICT #38 2013-2014 SCHOOL YEAR CALENDAR 52-WEEK EMPLOYEES Jul. 4 Independence Day JANUARY 2014 19 Jul. 24 All School Registration, 7 am – 1 pm S M T W T F S Jul. 25 All School Registration, 1 pm – 7 pm 1 2 3 4 Jul. 30 New Teacher Orientation – At Sites 5 6 7 8 9 10 11 Jul. 31 All Teachers’ Beginning Day – Full Day 12 13 14 15 16 17 18 Aug. 5 Students’ First Day 19 20 21 22 23 24 25 Sep. 2 Labor Day 26 27 28 29 30 31 Oct. 4 Teacher Planning Day – Half-Day Schedule ___________________________ Oct. 14-15 Parent/Teacher Conferences - Evening Oct. 16 Parent/Teacher Conferences - Half-Day Schedule FEBRUARY 2014 19: AUGUST 2013 20 Oct. 17-18 Fall Break S M T W T F S S M T W T F S Nov. 11 Veterans’ Day 1 2 3 1 Nov. 27-29 Thanksgiving 4 5 6 7 8 9 10 2 3 4 5 6 7 8 Dec. 20 Teacher Planning Day – Half-Day Schedule 11 12 13 14 15 16 17 9 10 11 12 13 14 15 Dec. 23-31 Winter Break 18 19 20 21 22 23 24 16 17 18 19 20 21 22 Jan. 1-3 Winter Break 25 26 27 28 29 30 31 23 24 25 26 27 28 Jan. 6 School Resumes ___________________________ ___________________________ Jan. 20 Martin Luther King Day MARCH 2014 16 Feb. 17 Presidents’ Day SEPTEMBER 2013 20 S M T W T F S Feb. 28 Teacher Planning Day – Half-Day Schedule S M T W T F S 1 Mar. 4 Parent/Teacher Conferences Evening 1 2 3 4 5 6 7 2 3 4 5 6 7 8 Mar. 5 Parent/Teacher Conferences Half-Day Schedule 8 9 10 11 12 13 14 9 10 11 12 13 14 15 Mar. 17-21 Spring Break 15 16 17 18 19 20 21 16 17 18 19 20 21 22 Apr. 14-17 AIMS/NRT Testing 22 23 24 25 26 27 28 23 24 25 26 27 28 29 Apr. 18 Spring Holiday 29 30 30 31 ___________________________ Apr. 21-25 AIMS/NRT Testing (make-up) ___________________________ May 16 Students’ Ending Day – Half-Day Schedule OCTOBER 2013 4:17 May 16 Teachers’ Ending Day – Full Day APRIL 2014 21 May 26 Memorial Day S M T W T F S S M T W T F S 1 2 3 4 5 1 2 3 4 5 KEY 6 7 8 9 10 11 12 6 7 8 9 10 11 12 All School Registration 13 14 15 16 17 18 19 13 14 15 16 17 18 19 New Teacher Orientation 20 21 22 23 24 25 26 20 21 22 23 24 25 26 ## Teacher Collaboration Time (TCT) - Early Release 27 28 29 30 27 28 29 30 31 All Teachers – Beginning, Ending ___________________________ ___________________________ Students’ First Day, Ending Day MAY 2014 12 NOVEMBER 2013 17 Parent/Teacher Conferences – Evening S M T W T F S S M T W T F S Parent/Teacher Conferences – Half Day Schedule 1 2 3 1 2 Teacher Planning - Half Day 4 5 6 7 8 9 10 3 4 5 6 7 8 9 School Holidays 11 12 13 14 15 16 17 10 11 12 13 14 15 16 ___ Testing Days 18 19 20 21 22 23 24 17 18 19 20 21 22 23 Pay week 25 26 27 28 29 30 31 24 25 26 27 28 29 30 ___________________________ ___________________________ End of Grading Periods: 1st Quarter October 4 44 days JUNE 2014 DECEMBER 2013 15: 2nd Quarter December 20 49 days S M T W T F S S M T W T F S rd 3 Quarter February 28 38 days 1 2 3 4 5 6 7 1 2 3 4 5 6 7 4th Quarter May 16 49 days 8 9 10 11 12 13 14 8 9 10 11 12 13 14 180 days 15 16 17 18 19 20 21 15 16 17 18 19 20 21 40th day – September 30 22 23 24 25 26 27 28 22 23 24 25 26 27 28 100th day – January 14 29 30 29 30 31 ___________________________ ___________________________ Governing Board approved 12/6/11; rev 12/17/12 JULY 2013 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 ___________________________ Paid holidays for 52-week employees are circled on calendar and bolded in legend. 41 GOVERNING BOARD POLICY GOVERNING BOARD POLICY GOVERNING BOARD POLICY INDEX: SECTION G - PERSONNEL The Arizona School Boards Association index of Section G - Personnel district policies is listed below. Policies may be accessed online at http://lp.ctspublish.com/asba, Public Access. Section G of the Arizona NEPN policy classification system lists personnel policies in three main subdivisions: subsection GB topics pertain to all employees; subsection GC pertains to professional personnel, including administrators, who must hold educational certification by the state to serve in their positions; subsection GD pertains to all other personnel. Code GA GB GBA GBAB GBB GBEA GBEAA GBEB GBEBB GBEBC GBEC GBECA GBECB GBED GBEF GBGB GBGC GBGCA GBGCB GBGD GBI GBJ GBK GBP GCA GCB GCBA GCBC GCBD GCC GCCA GCCB GCCC GCCD GCCE GCCF GCCG GCCH GCD GCF GCFC GCFE GCG GCGB GCH Description of Policy Personnel Goals/Priority Objectives General Personnel Policies Equal Employment Opportunity Medical Marijuana Standards and Conditions for Employees Staff Involvement in Decision Making Staff Ethics Staff Conflict of Interest Staff Conduct Staff Conduct with Students Gifts to and Solicitations by Staff members Drug-Free Workplace Nonmedical Use or Abuse of Drugs/Alcohol Alcohol Use of Staff Members Smoking by Staff Members Staff Use of Digital Communications and Electronic Devices Staff Personal Security and Safety Employee Assistance Wellness Programs Staff Health and Safety Workers’ Compensation Staff Participation in Political Activities Personnel Records and Files Staff Grievances Prohibited Personnel Practices Professional Staff Positions Professional Staff Contracts/Compensation Professional Staff Salary Schedules Professional Staff Supplementary Pay Plans Professional Staff Fringe Benefits Professional/Support Staff Leaves and Absences Professional/Support Staff Sick Leave Professional/Support Staff Personal/Emergency/Religious Leave Professional/Support Staff Leaves of Absence without Pay Professional/Support Staff Military/Legal Leave Professional/Support Staff Conferences/Visitations/Workshops Sabbatical Leave Professional Staff Voluntary Transfer of Accrued Sick Leave Professional/Support Staff Bereavement Leave Professional Staff Vacations and Holidays Professional Staff Hiring Professional Staff Certification and Credentialing Requirements Professional/Support Staff Hiring–Oath of Office Part-Time and Substitute Professional Staff Employment Arrangements for Substitute Staff Members Professional/Support Staff Orientation and Training Code GCI GCJ Description of Policy Professional Staff Development Professional Staff Noncontinuing and Continuing Status GCK Professional Staff Assignments and Transfers GCL Professional Staff Time Schedules/Calendars GCM Professional Staff Work Load GCMC Professional Staff Meetings GCMD Professional Staff Extra Duty GCMF Professional Staff Duties and Responsibilities GCO Evaluation of Professional Staff Members GCP Professional Staff Promotions GCQ Professional Staff Termination of Employment GCQA Professional Staff Reduction in Force GCQC Resignation of Professional Staff Members GCQE Retirement of Professional/Support Staff Members GCQF Discipline, Suspension, and Dismissal of Professional Staff Members GCR Nonschool Employment by Professional Staff Members GCRD Tutoring for Pay GCS Professional Research and Publishing GDA Support Staff Positions GDB Support Staff Contracts and Compensation GDBA Support Staff Salary GDBC Support Staff Supplementary Pay/Overtime GDBD Support Staff Fringe Benefits GDC Support Staff Leaves and Absences GDCE Support Staff Conferences/Visitations/ Workshops GDD Support Staff Vacations and Holidays GDF Support Staff Hiring GDFA Support Staff Qualifications and Requirements GDFE Support Staff Hiring–Oath of Office GDG Part-Time and Substitute Support Staff Employment GDH Support Staff Orientation and Training GDJ Support Staff Assignments and Transfers GDK Support Staff Schedules and Calendars GDL Support Staff Workload GDLB Support Staff Meetings GDM Support Staff Development GDN Supervision of Support Staff Members GDO Evaluation of Support Staff Members GDOB Drug & Alcohol Testing of Transp. Employees GDP Support Staff Promotions & Reclassifications GDQ Support Staff Termination of Employment GDQA Support Staff Reduction in Force GDQB Resignation of Support Staff Members GDQD Discipline, Suspension, and Dismissal of Support Staff Members GDR Nonschool Employment of Support Staff Members 42 IBN AGREEMENT GOVERNING BOARD APPROVED 4/16/2013 IBN AGREEMENT INTEREST BASED NEGOTIATIONS (IBN) AGREEMENT FOR 2013-2014 MDCTA Team: Cheryl Allen (Simis); Lindsay Farr (Park); Amy Ball (MTA), Amanda Dahl (#1) Classified Team: Carol Corrington (Simis); Doug Armstrong (Simis); Barbara Syas (M&T); Linda Mauck (Park) Administrative Team: Dr. Tim Ham (Superintendent), Barbara Marshall (Assistant Superintendent for Educational Services), Lori Garvey (Assistant Superintendent for Administrative Services), and Deb Huffaker (Administrator for Human Resources) SALARIES FOR ADMINISTRATIVE, CERTIFIED, AND CLASSIFIED All employees will receive a 4% salary increase. Contracts will be out in mid-April. Perfect Attendance stipends have been eliminated as a benefit to any employee and that money has been used toward salary increases. PAYCHECK DISTRIBUTION Three options will be available to all employees: 21 pays 26 pays with a lump sum in May (5 pays) 26 pays spread out over the summer RECLASSIFICATION - CLASSIFIED Restructuring of the Reclassification Process took place during the 2012-2013 school year. Human Resources reviewed the requirements and procedures and made updates to the process. The Reclassification Process will again be used during the 2013-2014 school year and if school board approved, a new grade increase would begin July 1, 2014. DISTRICT PAID HEALTH INSURANCE FOR ADMINISTRATIVE, CERTIFIED, AND CLASSIFIED The district anticipated a 3.74% increase in health insurance cost. We will stay with Blue Cross/Blue Shield. EMPLOYEE LIAISON A part-time position will continue the collaborative working relationship between staff and administration. MDCTA - 4TH MONDAY MEETING DATES th On page 32 of the Certified Handbook it states that the 4 Monday of every month will be set aside for MDCTA meetings. The Administration will not schedule conflicting mandatory meetings except in an th emergency on that day. All administrators and sites are asked to not schedule meetings on the 4 Monday of each month. LEAVE OF ABSENCE – CLASSIFIED AND CERTIFIED Starting in the 2013-2014 school year, any employee who wishes to request a leave of absence for the following school year must submit a request in writing to the Human Resource department by March 1. PAY FOR PERFORMANCE - CLASSIFIED Due to lack of funding, classified employees have asked that this be kept open as a possibility for future years. SUBSTITUTE POOL - CERTIFIED This method of controlling the amount of substitute teachers the district pays for was discussed in great length. It saves the district about $100,000 per year. A survey was put out to all teachers and the overwhelming response was to keep the pool as it has been since 2011 and use that money toward salary increases. 43 IBN AGREEMENT GOVERNING BOARD APPROVED 4/16/2013 IBN AGREEMENT LONG TERM GUEST TEACHER PAY INCREASE - CERTIFIED It has become increasingly more difficult to find a highly qualified guest teacher to take over in a long-term position. In order to provide our students with the best teaching scenario possible in case of a long-term st circumstance, the district will pay $150 per day on the 21 day of the job, with that amount being retroactive to the first day of work. Should we be unable to secure a highly qualified guest teacher, but fill st the position with a qualified guest teacher, the pay will be $125 per day on the 21 day, retroactive to the first day of work. DRESS CODE FOR ALL EMPLOYEES – CERTIFIED AND CLASSIFIED All staff members (classified and certified) are expected to dress and maintain a general appearance that reflects their position and does not detract from the educational programs at the site. It has been noticed that some sites are adhering to the policy with more consistency than others. It is the job of the supervisor to monitor dress code violations, and the responsibility of the employee to follow the dress code as cited on page 33 of the Certified Handbook and page 30 of the Classified Handbook. SMARTSCHOOLS – CERTIFIED AND CLASSIFIED SMARTSCHOOLSPLUS is a Phased Retirement Program to benefit school districts and their employees who reach normal retirement eligibility through the Arizona State Retirement System (ASRS). Teachers and other school district personnel can enjoy full retirement benefits while continuing to work at their schools as contract employees of SMARTSCHOOLSPLUS. The retirement window for this year will reopen and close on May 3. A retiring employee would have to submit a letter of intent to retire by that date and will only be accepted with the intent to go on SSP. An informational meeting will be held April 10, 2013 at 4:15 p.m. in the Madison #1 library. RETURN TO WORK RETIREE BENEFITS - CERTIFIED Return to work retiree benefits were discussed. We talked about allowing them the benefit of Perfect Attendance, but that will not happen since that benefit has been eliminated for all employees. We also discussed allowing leave days to accumulate from one year to the next. Since a return to work retiree is on a year to year contract, there will be no accrual of leave days. Return to work retirees are encouraged, as are all employees, to purchase Short Term Disability Insurance from the district to cover a catastrophic illness or injury. MEDICAL LEAVE ASSISTANCE PROGRAM – CERTIFIED AND CLASSIFIED This program has been on hold since 2008. There are no funds available to fund it. Employees are encouraged to purchase Short Term Disability insurance through the district to cover a catastrophic illness or injury. ADDITIONAL PAID HOLIDAY - CLASSIFIED Classified employees who work 20 hours per week but less than 30 hours per week shall receive one additional paid holiday next year (Spring Holiday). These employees are currently paid for Veteran’s Day. SPECIAL EDUCATION ED TEACHERS AND SPANISH IMMERSION TEACHERS WITH A BLE Teachers with a Special Education Certificate who are highly qualified and placed in a Self-Contained Emotional Disability classroom assignment will receive an additional $5,000 addendum on top of the current $2,000 self-contained addendum. Teachers who hold a Bilingual Endorsement who are working in the Spanish Immersion program at Heights will receive an additional $2,000 addendum on top of the current $1,000 BLE addendum. 44 MEDICAL RATES MEDICAL RATES MEDICAL RATES 2013-2014 ASBAIT RATE SUMMARY BLUE CROSS BLUE SHIELD OF ARIZONA Plan A25 B25 HDHP Coverage Employee Plus 1 Dependent Plus Children Plus Family Employee Plus 1 Dependent Plus Children Plus Family Employee Plus 1 Dependent Plus Children Plus Family Monthly Rate $408.00 $408.00 $352.00 $690.00 $359.00 $359.00 $309.00 $607.00 $301.00 $301.00 $259.00 $506.00 45 Employee Cost Pay deductions 20 24 District Paid District Paid $244.80 $204.00 $211.20 $176.00 $414.00 $345.00 District Paid District Paid $215.40 $179.50 $185.40 $154.50 $364.20 $303.50 District Paid District Paid $180.60 $150.50 $155.40 $129.50 $303.60 $253.00 PAY SCHEDULE – EXTRA DUTY PAY SCHEDULE – EXTRA DUTY Madison School District #38 2013-2014 EXTRA DUTY PAY SCHEDULE EXTRA DUTY PAY CERTIFIED: Braille Translation $15,200 per year Certified Extra Duty Extended Learning Time $25 per hour $25 per hour Facility Representative Guest Teacher $11.99 per hour $100 per day Guest Teacher (long-term) $125 per day (retroactive to 1st day after 21 days same room) Guest Teacher - Highly Qualified (long-term) Licensed Clinical Social Worker Teacher Mentor - iTeach AZ Translation Workshop Trainer/Facilitator $150 per day (retroactive to 1st day after 21 days same room) $1,000 per year $1,000 per year $25 per hour $33 per hour Athletics Athletic Director Varsity Head Coach (up to 20 students) Varsity Assistant Coach Junior Varsity Coach (up to 20 students) $5,000 per year $1,200 per sport $800 per sport $800 per sport Clubs Advisor - Student Council Advisor - Yearbook Advisor - NJHS Advisor - All Other Clubs $1,200 per year $1,200 per year $800 per year $800 per year CLASSIFIED: Athletic Coach* $11 per hour Classified Instructor Facility Representative Translation (additional 20 minutes prep time may be claimed for each hour of ELT) $15.50 per hour $11.99 per hour $25 per hour * Over 70 hours/sport requires administrative approval Extra duty pay not reflected in above schedule funded through grants; requires HR approval Governing Board approved 4/2/13 46 PAY SCHEDULE – HOURLY PAY SCHEDULE - HOURLY MADISON SCHOOL DISTRICT #38 2013-14 PAY SCHEDULE HOURLY SUBSTITUTE PAY EXTRA DUTY PAY Kronos Approvals/Timesheets Due Into P/R Tues. Pay Date PAY PERIOD 07-09-13 07-19-13 2 07-19-13 07-23-13 08-02-13 3 07-20-13 08-02-13 08-06-13 08-16-13 4 08-03-13 08-16-13 08-20-13 08-30-13 5 08-17-13 08-30-13 09-03-13 09-13-13 6 08-31-13 09-13-13 09-17-13 09-27-13 7 09-14-13 09-27-13 10-01-13 10-11-13 8 09-28-13 10-11-13 10-15-13 10-25-13 9 10-12-13 10-25-13 10-29-13 11-08-13 10 10-26-13 11-08-13 11-12-13 11-22-13 11 11-09-13 11-22-13 11-26-13 12-06-13 12 11-23-13 12-06-13 12-10-13 12-20-13 13 12-07-13 12-20-13 12-20-13 12-21-13 01-03-14 01-07-14 01-17-14 15 01-04-14 01-17-14 01-21-14 01-31-14 16 01-18-14 01-31-14 02-04-14 02-14-14 17 02-01-14 02-14-14 02-18-14 02-28-14 18 02-15-14 02-28-14 03-04-14 03-14-14 19 03-01-14 03-14-14 03-14-14 03-28-14 20 03-15-14 03-28-14 04-01-14 04-11-14 21 03-29-14 04-11-14 04-15-14 04-25-14 22 04-12-14 04-25-14 04-29-14 05-09-14 23 04-26-14 05-09-14 05-13-14 05-23-14 24 05-10-14 05-23-14 05-27-14 06-06-14 25 05-24-14 06-06-14 06-10-14 06-20-14 26 06-07-14 06-20-14 06-24-14 07-04-14 26.1 06-21-14 06-30-14 07-01-14 07-18-14 26.2 Pay Period Start Pay Period End 07-01-13 07-05-13 07-06-13 ** ** 01-03-14 * Benefit Deductions Begin on 08/30/13 *Live checks will be mailed **Friday before Breaks Kronos Edits/Approvals/Timesheets due into Payroll 47 14 PAY SCHEDULE – 52-W EEK PAY SCHEDULE – 52-W EEK MADISON SCHOOL DISTRICT #38 2013-14 PAY SCHEDULE 52-WEEK Pay Period Start Pay Period End 07-01-13 07-05-13 07-06-13 # OF DAYS Pay Date PAY PERIOD 5 07-05-13 1 07-19-13 10 07-19-13 2 07-20-13 08-02-13 10 08-02-13 3 08-03-13 08-16-13 10 08-16-13 4 08-17-13 08-30-13 10 08-30-13 5 08-31-13 09-13-13 10 09-13-13 6 09-14-13 09-27-13 10 09-27-13 7 09-28-13 10-11-13 10 10-11-13 8 10-12-13 10-25-13 10 10-25-13 9 10-26-13 11-08-13 10 11-08-13 10 11-09-13 11-22-13 10 11-22-13 11 11-23-13 12-06-13 10 12-06-13 12 12-07-13 12-20-13 10 12-20-13 13 12-21-13 01-03-14 10 01-03-14 01-04-14 01-17-14 10 01-17-14 15 01-18-14 01-31-14 10 01-13-14 16 02-01-14 02-14-14 10 02-14-14 17 02-15-14 02-28-14 10 02-28-14 18 03-01-14 03-14-14 10 03-14-14 19 03-15-14 03-28-14 10 03-28-14 20 03-29-14 04-11-14 10 04-11-14 21 04-12-14 04-25-14 10 04-25-14 22 04-26-14 05-09-14 10 05-09-14 23 05-10-14 05-23-14 10 05-23-14 24 05-24-14 06-06-14 10 06-06-14 25 06-07-14 06-30-14 16 06-20-14 26 ** ** Voluntary Deductions Begin on 07/19/13 *Live checks will be mailed **Friday before Breaks Kronos Edits/Approvals/Timesheets due into Payroll Voluntary Deductions taken from 24 paychecks 48 * 14 STRATEGIC PLAN STRATEGIC PLAN Our Purpose: Extraordinary Learning for All Powered by: by: 2011-2015 Strategic Plan Madison Elementary School District Using data and quality instruction to ensure individual learning for each student Developing critical thinking skills in our students Providing a safe and secure environment conducive to learning Pursuing daily improvement through a focus on the Strategic Plan Working in Professional Learning Communities (PLCs) to advance district initiatives Proactively providing district support and resources Delivering quality customer service Maintaining a rigorous employee selection process Expecting ownership and leadership from all employees Building strong community, organization, and business connections 49 STRATEGIC PLAN STRATEGIC PLAN Goal 1 Ensure that each Madison student achieves annual academic growth that drives the Madison School District to maintain and/or increase the Arizona LEARNS labels. Objective 1: Every Madison student meets or exceeds mastery of state standards in all areas. Initiatives: • Utilize a systematic Curriculum Cycle to evaluate, revise, adopt, and implement the curriculum and deliver aligned professional development. • Ensure that all Madison programs positively impact student learning. • Provide and evaluate ongoing content focused professional development for rigorous lesson design to meet the needs of all students. • Assess student progress frequently with fidelity in all tested areas utilizing multiple site, district, state and national assessments and adjust instruction accordingly. • Increase parent involvement to assist parents in supporting their child’s education. • Increase positive student behaviors on campus through the continuation of Positive Behavioral Interventions and Supports (PBIS). Objective 2: Madison will continue to develop aggressive recruitment strategies and retention plans for the employment of highly effective teachers and staff. Initiatives: • Develop, implement, and maintain a rigorous screening process with fidelity that ensures the hiring of highly effective staff. • Partner with distinguished teacher preparation programs to increase the quality pool of teacher candidates for Madison. • Provide competitive salaries to attract and retain highly effective staff. • Expect staff to engage in decision-making processes through active participation in Professional Learning Communities (PLC). • Ensure that all staff receive on-going professional development and coaching/mentoring opportunities to improve student achievement. 50 STRATEGIC PLAN STRATEGIC PLAN Objective 1: Madison will leverage all funding sources to ensure ongoing viability. Goal 2 Ensure that the Madison School District maintains a fiscally responsible financial environment. Initiatives: • Develop an annual district budget process that ensures at least a 1% contingency in the Maintenance and Operations fund. • Develop, implement, and streamline Madison processes and procedures to maximize efficiency. • Advance legislation that supports funding for current and future Madison programs and initiatives. • Research, investigate, develop, and expand tax credit collections. Objective 2: Madison will identify funding sources, including Bonds and Capital Outlay Overrides, to provide ongoing facility maintenance, equipment, and materials. Initiatives: • Evaluate facilities on an annual basis to determine short and long-term funding needs. • Identify funding sources and prioritize short and long term funding needs for implementation. • Implement a preventative maintenance cycle based on prioritization of short and long term needs. Goal 3 Develop, implement, and maintain proactive quality communication systems to keep the Madison Community informed and connected. Objective 1: Madison will develop, maintain, and expand set methods to communicate with the Madison Community. Objective 2: Madison will provide a safe and secure learning environment. Initiatives: • Conduct, execute, and evaluate crisis management plans on a scheduled basis throughout the year. Initiatives: • Promote Madison through print, broadcast, and social media. • Pursue recognition to showcase excellence of accomplishments. • Identify, evaluate, and correct safety and security issues at all sites. Objective 3: 3: Madison will increase district student enrollment by at least 2% each year. Initiatives: • Promote and advertise open enrollment opportunities available in all Madison Schools. • Expand and increase student enrollment in the Madison Early Childhood Program (ECP). • Analyze enrollment trends by district, school site, and program and target appropriate prospective families. • Research, investigate, develop, and expand viable programs that increase student enrollment. 51 STRATEGIC PLAN STRATEGIC PLAN Madison Initiatives Madison Park School of Dynamic Interactive Learning Where High Quality Teacher-Led Instruction Is Complemented with Online Learning Beginning in August 2011 Madison Park School will utilize a blended learning model combining teacher-led instruction and online learning. This online learning model further engages students who are technology savvy. Learning becomes accessible anywhere and anytime. Teachers can customize students’ learning to fit their individual level and pace. Students will receive immediate feedback and assessment. The program design was based on best-practice research on student engagement and learning. Interactive and engaging online curriculum was purchased to enhance STEM and language arts experiences. Madison Heights Foreign Language Initiative Offering a World of Opportunity Madison Heights students have the opportunity to learn a foreign language as part of the regular instructional day. All students, in grades kindergarten through fourth, who are classified as “meets” or “exceeds” as measured on AIMS or district assessments may take Spanish. Instruction occurs three times in each six-day schedule. Courses cover grammar, vocabulary, reading, writing, and informal conversation. The foreign language program is available to all students enrolled at Heights at no additional charge. Studies show that children who speak multiple languages do better academically and are more prepared to compete in the global market as adults. INVEST Kindergarten Program Incorporating New Visions and Enriching Student Thinking Madison Simis and Madison Traditional Academy offer the full-day INVEST kindergarten program. To supplement the half-day program, this academic enrichment program focusing on a deeper understanding of language arts, science and social studies and is available for a nominal fee. This portion will also provide an enriched experience in the arts. Students are grouped for literacy according to their academic needs. Those who meet district benchmarks will be placed into an enriched group as described above. Those requiring additional help in literacy will receive intervention. The benchmark students spend the afternoon participating in science, social studies, and literacy. Those in the intervention group receive literacy lessons focused on phonics, vocabulary, and comprehension as well as science and listening and learning. Madison Simis International Baccalaureate (IB) Programme Deepening Thinking to Prepare Students for a Global Economy Madison Simis is a candidate school for the Primary Years Programme (PYP), pursuing authorization as an IB World School. The International Baccalaureate aims to develop inquiring, knowledgeable and caring young people who help to create a better and more peaceful world through intercultural understanding and respect. To this end the organization works with schools, governments and international organizations to develop challenging programmes of international education and rigorous assessment. These programmes encourage students across the world to become active, compassionate and lifelong learners who understand that other people, with their differences, can also be right. 52 TSA VENDOR LIST TSA VENDOR LIST District-Approved Tax Sheltered Annuity (TSA) Vendors The following vendors have been approved for offering tax sheltered annuities and deferred compensation plans to district employees. It is the employee’s option to contact an approved TSA vendor for information about employer-sponsored retirement plans. The district does not make any recommendations regarding selection of a TSA vendor or plan. A Salary Reduction Agreement, available from the district office, must be submitted to the payroll department. 403(b) Plan • First Investors Corporation • Great American • Horace Mann • ING ILIAC • Lincoln Investment Planning • Met Life of Connecticut • Met Life Resources • Plan Member • ReliaStar Life • Security Benefit • TIAA - CREF • USAA (grandfathered participants) • VALIC 457 Plan • Great American Financial • Great American Fund Connection • First Investors Corporation • ING ILIAC • Met Life Resources • Plan Member • Security Benefit • TIAA - CREF • VALIC 53 SALARY RANGE – CLASSIFIED HOURLY SALARY RANGE – CLASSIFIED HOURLY Madison School District #38 2013-2014 CLASSIFIED HOURLY SALARY RANGE Grade 6 7 8 9 10 11 12 13 14 15 16 17 18 19 Range 8.77 13.43 9.31 14.27 9.84 15.11 10.45 16.16 11.06 17.08 11.74 18.05 12.46 19.22 13.20 20.27 13.98 21.39 14.84 22.30 15.72 23.76 16.61 25.25 17.45 26.11 19.21 29.11 Additional amount for degree in job-related field: AA 1.00 BA/BS* 1.50 * BA/BS amount is inclusive, not in addition to AA amount Work Calendars based on school start/end dates: Position Start Before / After Bus Aide/Bus Driver 7/31/2013 3 days / 0 days CE Club Leader 7/29/2013 1.5 shifts + training (confirm w/site) / summer optional CE ECP Aide 7/29/2013 1.5 shifts + training (confirm w/site) / summer optional FS Caterer 7/31/2013 3 days / 0 days FS Manager/Cashier** 7/23/2013 8 days / 0 days (Start day before student registration) Health Associate** 7/24/2013 7 days / 0 days (Start day of student registration) School Secretary II*** 7/22/2013 10 days / 10 days Sped Paraprofessional 8/1/2013 2 days / 0 days ** Before days reflect summer schedule *** Internal flexing of before/after days must be supervisor approved and maintain same number of work/paid days in fiscal year Governing Board approved 4/2/13 54 SALARY RANGE - CLASSIFIED PAY GRADES SALARY RANGE - CLASSIFIED PAY GRADES Madison School District #38 2013-2014 CLASSIFIED PAY GRADES POSITION Accounting Coordinator Accounts Payable Bookkeeper Administrative Computer Technician Administrative Secretary I Administrative Secretary II Assistant Site Coordinator ECP/MAC Associate - Curriculum, Library Associate - Health Attendance Clerk Benefits/Payroll Technician Bus Attendant Bus Driver Bus Driver Trainer Cafeteria Manager Cashier Caterer Catering Coordinator Club Leader MAC Computer Technician I Computer Technician II Courier Craftsman I Craftsman II Crossing Guard Custodian I Custodian II Dispatcher ECP (Early Childhood Program) Aide GRADE 17 14 17 19 14 11 11 13 10 15 7 13 14 14 9 7 13 8 16 15 12 17 16 6 12 10 14 7 POSITION ECP Aide HQ (Highly Qualified) ELD (English Language Dev) Tech Facility Representative Grounds Lead Groundsman Human Resource Specialist - Certified Human Resource Specialist - Classified IMC Assistant Indian Education Assistant Instructional Assistant - ESL Manager Trainee Master Mechanic Mechanic Noon Duty Aide Parent Liaison Plant Manager Printer Receptionist Secretary I Secretary II Secretary III/Student Records Site Coordinator ECP/MAC Site Coordinator MAC SPED Parapro Specialist-Vision, Hrng SPED Paraprofessional SPED Secretary - Psychologist SPED Speech Instruc Assistive Tech Warehouse Person Governing Board Approved 4/2/13 Revised 6/5/13 55 GRADE 8 13 12 14 11 17 16 13 7 8 12 19 15 6 9 16 14 12 14 12 12 16 11 13 8 10 13 13
