| District Policies Section 500 |
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510 PERSONNEL POLICIES GOALS
511 DISCRIMINATION AND HARASSMENT PROHIBITED
511 RULE – EMPLOYEE OR VOLUNTEER DISCRIMINATION AND HARASSMENT COMPLAINT PROCEDURES
522 STAFF CONDUCT AND DRESS
522.1 DRUG-FREE WORKPLACE
522.2 TOBACCO USE BY EMPLOYEES
522.3 EMPLOYEE MISCONDUCT REPORTING
522.3-RULE EMPLOYEE MISCONDUCT REPORTING PROCEDURES
522.4 CODE OF ETHICS (Professional Staff)
522.41 CONFLICT OF INTEREST
522.5 STAFF POLITICAL ACTIVITIES
522.6 FREEDOM OF SPEECH
Legal
Societal
Professional
522.7 NETWORK AND INTERNET ACCEPTABLE USE POLICY
522.8 CELL PHONE USAGE
523.1 STAFF PHYSICAL EXAMINATIONS
523.2 STAFF COMMUNICABLE DISEASE
523.2-RULE STAFF COMMUNICABLE DISEASE GUIDELINES
523.21 EMPLOYEES OCCUPATIONALLY EXPOSED TO BLOODBORNE PATHOGENS
523.3 EMPLOYEE PROTECTION
Threats
Assault Disability
Medical Examination
Personal Property
Liability Insurance
523.4 EMPLOYEE ASSISTANCE
523.4 RULE EMPLOYEE ASSISTANCE PROGRAM GUIDELINES
524 STAFF GIFTS AND SOLICITATIONS
Gifts
Solicitations
525 PERSONNEL RECORDS
526 STAFF COMPLAINTS AND GRIEVANCES
527 BOARD-STAFF RELATIONS
528 UNION CONTRACTS AND AGREEMENTS
531 PROFESSIONAL STAFF POSITIONS
532 PROFESSIONAL STAFF CONTRACTS AND COMPENSATION PLANS
532.2 STAFF FRINGE BENEFITS
532.3 PROFESSIONAL STAFF LEAVES AND ABSENCES
532.3-RULE GUIDELINES FOR STAFF LEAVES
Political Leaves
533 STAFF RECRUITING/HIRING
533-RULE STAFF RECRUITING/HIRING PROCEDURES
533.1 CRIME INFORMATION RECORDS CHECK
536.1 DISMISSAL OF STAFF
536.2 STAFF RETIREMENT
537 PROFESSIONAL STAFF GROWTH AND DEVELOPMENT
Staff Development and Additional Study
Staff Development Initiatives
537.1 ATTENDANCE AT WORKSHOPS AND CONFERENCES
537.2 NEW STAFF ORIENTATION
538 PROFESSIONAL STAFF EVALUATION
539 OTHER STAFF EVALUATIONS
539.1 TUTORING
Guidelines For Tutoring By Professional Staff
539.2 EXCHANGE TEACHING
539.3 PUBLICATION OR CREATION OF MATERIALS
539.3-RULE PROCEDURES FOR PUBLICATION OR CREATION OF MATERIALS
540 NON-CERTIFICATED STAFF POLICIES
541 NON-CERTIFICATED STAFF POSITIONS
541-RULE GENERAL NON-CERTIFICATED STAFF RESPONSIBILITIES
541.1 PARAPROFESSIONALS/TEACHER AIDES
542. OVERTIME PAY
546.1 NON-CERTIFICATED STAFF RETIREMENT
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510 PERSONNEL POLICIES GOALS
School district personnel policies are an essential part of the program of public education in a community, and generally reflect the philosophy of the school district and the community.
Through its personnel policies, the Board wishes to establish conditions that will attract and hold the highest qualified personnel for all posi¬tions who will devote themselves to the education and welfare of our stu¬dents.
Policy development must be approached with attitudes of mutual faith and good will. Cooperation and participation of the employees' associations, administration, and the Board are essentials in the formulation of person¬nel policies. If the predominant values and standards are based upon a democratic philosophy, the personnel policies and procedures will add to the dignity of each individual.
Provisions for the implementation of adopted personnel policies should include channels of communication and procedures for the handling of pro¬fessional and ethical problems, through which all persons or groups af¬fected may voice their opinions.
To keep its personnel policies, and the corresponding administrative regulations, in the highest state of effectiveness to achieve the above purposes, the superintendent is directed to establish the procedures needed.
CROSS REF.: 251, Organization for Administrative Purposes
526, Staff Complaints and Grievances
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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511 DISCRIMINATION AND HARASSMENT PROHIBITED
(See Policy 411 – Discrimination and Harassment Prohibited)
LEGAL REF.: Titles VI, VII of the Civil Rights Act of 1964
Title IX, Education Amendments of 1972
Section 504 of Rehabilitation Act of 1973
Americans with Disabilities Act of 1990
Immigration Reform and Control Act of 1986
Civil Rights Act of 1991
Age Discrimination Act of 1975
Sections 111.31 - 111.395 Wisconsin Statutes
118.195
118.20
CROSS REF.: 511-Rule, Employee or Volunteer Discrimination and Harassment Complaint Procedures
WREA Agreement
AFL-CIO Local 95 Agreement (Office/Professional Employees)
AFL-CIO Local 1075 Agreements (Food Service, Custodians, Maintenance & Computer Technicians)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
January 8, 2007
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511 RULE – EMPLOYEE OR VOLUNTEER DISCRIMINATION AND HARASSMENT COMPLAINT PROCEDURES
If any employee or volunteer believes that he or she has been harassed or discriminated against, contrary to Policy 411, paragraph (2), he or she should follow these procedures:
Step 1. The District will allow complainants the opportunity to resolve discrimination and harassment complaints on an informal basis, if the complainant asks to do so. Upon a complaint’s request, the building principal (or if the building principal is the alleged harasser/discriminator, the complainant may contact the District Administrator directly.) The building principal will facilitate a meeting between the complainant and the alleged harasser/discriminator. If the parties resolve the matter, the building principal will prepare a written statement outlining the resolution. If the complainant is not satisfied with the outcome of the meeting, the District will formally investigate the complaint.
Step 2. To begin the formal complaint process, the complainant must submit a written complaint to the Director of Human Resources. (If reporting to this person would not be appropriate under the circumstances, the complainant must submit a complaint directly to the District Administrator or his/her designee.) The Director of Human Resources (or another appropriate administrator) will send the complainant written acknowledgment of the complaint within 5 days after receiving the complaint. Complainants should send complaints to the following address:
Director of Human Resources
Wisconsin Rapids Public School District
510 Peach Street
Wisconsin Rapids WI 54494
Step 3. The District will investigate harassment and discrimination complaints promptly, thoroughly, and impartially. The Director of Human Resources shall conduct the investigation or appoint an investigative team or independent consultant to do so. The Director of Human Resources will prepare a written report regarding the investigation, including a description of the District’s conclusions and any action taken, within 45 days after the District receives the complaint. The Director of Human Resources shall send a copy of the report to the complainant, the alleged harasser, the District Administrator and the school board.
Step 4. If either party is not satisfied with the results of the investigation report or the District’s decision, he or she may appeal the decision to the Board of Education. To appeal the decision, a party must submit a written appeal to the Board within 10 days after the District sends the investigation report to the parties. The Board of Education will hold a private conference with the parties within 30 days after the Board receives the written appeal. In response to the appeal, the Board will send a written decision to the parties and the District Administrator within 10 days after the private conference.
At any time, complainants, volunteers/employees may also file a complaint with the U.S. Department of Education’s Office for Civil Rights at the following address:
Office for Civil Rights, Chicago Office
U.S. Department of Education
111 North Canal Street, Suite 1053
Chicago IL 60606-7204
Every employee will receive a copy of this policy upon their hiring. A copy of this policy will be kept in each building office and maintained on the District WebPage. Every employee will receive/review this policy on an annual basis through the District’s in-service.
APPROVED: July 13, 1981
REVISED: March 8, 1993
January 14, 2002
January 8, 2007
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522 STAFF CONDUCT AND DRESS
An employee’s conduct and dress should be a personal matter. He/she should have freedom to express his/her individuality so long as he/she does not intrude upon and endanger the freedom of others to dress and behave as they wish.
Insistence on rigid conformity is contrary to the district's stated purposes for education. More than ever, in this age of expanding popula¬tions and thought molding by mass media of communication, it is important for the schools to nourish evidences of individuality to counter the specter of group think.
The Board recognizes that implementation of this policy calls for sensitive, tolerant, intelligent action on the part of the school staff so that foster¬ing of individuality is not incompatible with educationally sound group ef¬fort. The only limitations shall be those of effect upon professional performance, health of associates and students, and level of community tolerance.
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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522.1 DRUG-FREE WORKPLACE
The district is committed to maintaining a drug-free workplace. Therefore, the following activities and conduct by employees shall be strictly prohibited:
a. The illegal manufacture, distribution, dispensing, possession or use of controlled substances on school premises or during school-sponsored activities; and
b. The possession, use and distribution of alcoholic beverages on school premises or during school-sponsored activities.
All employees shall be expected to abide by provisions of this policy. In addition, employees engaged in the performance of a grant received directly from the federal government shall notify the superintendent or his/her designee of any criminal drug statute conviction occurring in the workplace within the time period specified by law. The superintendent or his/her designee shall notify the appropriate federal agency of the conviction.
Any employee who violates this policy shall be subject to disciplinary action in accordance with provisions of current employee agreements or other procedures established by the Board. Employees may also be referred to law enforcement authorities for prosecution.
A copy of this policy shall be distributed to all district employees; published annually and posted in each building in the district. In addition, employees shall be informed annually about: (a) the dangers of alcohol and other drug abuse in the workplace; (b) the District's drug-free workplace policy; (c) any assistance or rehabilitation programs available in the area; and, (d) penalties that may be imposed upon employees for alcohol and other drug abuse violations occurring in the workplace.
LEGAL REF.: Section 125.09 Wisconsin Statutes
Chapter 161
Drug-Free Workplace Act of 1988
CROSS REF.: 523.4, Employee Assistance Program
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: January 14, 2002
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522.2 TOBACCO USE BY EMPLOYEES
See policy 831
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522.3 EMPLOYEE MISCONDUCT REPORTING
Any employee who has engaged in specified misconduct shall be reported to the State Superintendent of Public Instruction. The superintendent shall make such reports in accordance with state law and established procedures. If a report concerns the superintendent, the Board President shall file the report.
LEGAL REF.: Section 115.31 Wisconsin Statutes
CROSS REF.: 522.3-Rule, Employee Misconduct Reporting Procedures
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: January 14, 2002
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522.3-RULE EMPLOYEE MISCONDUCT REPORTING PROCEDURES
A licensed employee shall be reported to the State Superintendent of Public Instruction if he/she:
1. has been charged with a crime against children, a felony with a maximum prison term of at least five years or a crime in which the victim was a child;
2. has been convicted of a crime described in (1) or of fourth degree sexual assault;
3. has been dismissed by the district, or his/her contract has been non-renewed, based in whole or in part on evidence that the employee engaged in immoral conduct. For purposes of state law, "immoral conduct" means conduct or behavior that is contrary to commonly accepted moral or ethical standards and that endangers the health, safety, welfare or education of any student; or
4. has resigned and the superintendent (or Board President if applicable) has reasonable suspicion that the resignation related to the employee having engaged in immoral conduct. If the employee has been requested to resign by the superintendent, and immoral conduct is suspected, the superintendent will inform the employee that he/she has a duty to report the resignation to the State Superintendent.
Any non-licensed school district employee who is convicted of a crime described in item (1) above or of fourth degree sexual assault shall be reported to the State Superintendent.
Reports will be made within 15 days after the superintendent (or Board President if applicable) becomes aware of the charge, conviction, dismissal, non-renewal or resignation. The employee who is the subject of a report will be given a copy of the report.
LEGAL REF.: Section 115.31 Wisconsin Statutes
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: January 14, 2002
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522.4 CODE OF ETHICS (Professional Staff)
The educator, believing in the worth and dignity of each human being, recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic principles. Essential to these goals is the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts the responsibility to adhere to the highest ethical standards.
The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for the respect and confidence of one’s colleagues, of students, of parents, and of the members of the community provides the incentive to attain and maintain the highest possible degree of ethical conduct. The Code of Ethics of the Education Profession indicates the aspiration of all educators and provides standards by which to judge conduct.
The remedies specified by the NEA and/or its affiliates for the violation of any provision of the Code shall be exclusive and no such provision shall be enforceable in any form other than one specifically designated by the NEA or its affiliates.
Principal I
Commitment to the Student
The educator strives to help each student realize his or her potential as a worthy and effective member of society. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.
In fulfillment of the obligation to the student, the educator:
1. Shall not unreasonably restrain the student from independent action in the pursuit of learning.
2. Shall not unreasonably deny the student access to varying points of view.
3. Shall not deliberately suppress or distort subject matter relevant to the student’s progress.
4. Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.
5. Shall not intentionally expose the student to embarrassment or disparagement.
6. Shall not on the basis of race, color, creed, gender, national origin, marital status, political or religious beliefs, family, social or cultural background or sexual orientation, unfairly:
a. Exclude any student from participation in any program
b. Deny benefits to any student.
c. Grant any advantage to any student.
7. Shall not use professional relationships with students for private advantage.
8. Shall not disclose information about students obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.
Principal II
Commitment to the Profession
The education profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service. In the belief that the quality of the services of the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to promote a climate that encourages the exercise of professional judgement, to achieve conditions that attract persons worthy of the trust to careers in education, and to assist in preventing the practice of the profession by unqualified persons.
In fulfillment of the obligation to the profession, the educator:
1. Shall not in an application for a professional position deliberately make a false statement or fail to disclose a material fact related to competency and qualifications.
2. Shall not misrepresent his/her professional qualifications.
3. Shall not assist any entry into the profession of a person known to be unqualified in respect to character, education, or other relevant attribute.
4. Shall not knowingly make a false statement concerning the qualifications of a candidate for a professional position.
5. Shall not assist a noneducator in the unauthorized practice of teaching.
6. Shall not disclose information about colleagues obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.
7. Shall not knowingly make false or malicious statements about a colleague.
8. Shall not accept a gratuity, gift, or favor that might impair or appear to influence professional decisions or action.
CROSS REF.: WREA Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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522.41 CONFLICT OF INTEREST
See Policy 165
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522.5 STAFF POLITICAL ACTIVITIES
Consistent with the accepted ethical standards for the education profession, with the state statutes and constitution and with the United States Constitution and Bill of Rights, teachers and other staff shall have full rights of citizenship and the exercise thereof. The Board encourages employees to exercise full rights of citizenship in the community during off-duty hours.
Among the basic rights as American citizens, teachers and other employees have the right to participate in political activities and express politi¬cal views, provided this does not interfere with their discharge of pro¬fessional duties. School employees engaged in political activities shall make it clear that their utterances and actions are theirs as individuals and that they, in no manner, represent the views of the school system. Political activities of educational staff members must be conducted outside of school hours and off school premises.
The Board recognizes that an educational staff member has civic responsibil¬ities and/or rights including the right to vote; to be an active member of the political party of his/her choice; to campaign for candidates for election to public office; to seek, campaign for, and serve in public office. In fulfilling his/her responsibility as a member of the educational staff, he/she will refrain from exploiting the privileges of his/her position and will not exploit students in any way for political purposes for him/herself or for any party or candidate.
A member of the educational staff may be granted leave of absence, with loss of full pay, for a definite period for the purpose of campaigning or for serving in public office.
The position of a member of the educational staff will at no time be in jeopardy due to his/her political activity as long as he/she adheres to the follow¬ing criteria:
1. There is no conflict of interest on the part of that employee or of the employees involved.
2. The professional relationship of the teacher with the learner is not damaged.
3. The code of ethics of the employee group is not violated.
4. No clear and present danger to the school system itself is evidenced.
Participation of Employees in School District Elections
Employees who are qualified residents of the school district are free to make their own personal decisions as to which Board candidate nomination petition to sign or to refrain from signing. Any activity of school district employees in regard to the circulating or signing of petitions shall be carried out while they are not on duty for the school district and at places other than on school district premises.
School employees shall avoid any type of activity during their "on duty" hours which could be interpreted reasonably as supporting or opposing any individual candidate.
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
APPROVED: November 11, 1974
REVISED: This policy was reviewed extensively by the Policy Sub-committee and came before the Board of Education several times for approval with no action taken at this time. Therefore the current policy in effect is from November 1974.
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522.6 FREEDOM OF SPEECH
School district personnel are expected to exercise their constitutionally guaranteed right to freedom of expression. The Board recog¬nizes that no freedom is absolute, and that in this case restrictions come from at least three sources:
Legal
Governing bodies can within frequently defined limits restrict free¬dom of speech, as for example within the "clear and present danger" doctrine of the United States Supreme Court. Differences of opinion on what constitutes acceptable regulation of freedom of speech in this sector may find solution only by legal action.
Societal
Communities vary in what they will tolerate in classroom discussion. Limits of such tolerance change with time and place. Differences of opinion between staff and community feelings may not so much be a matter for court adjudication as for tolerance on the part of each contender for the other's position.
Professional
Staff members and their organizations must themselves decide what effect insisting on exercising freedom of speech, or accepting some degree of regulation thereof, will have on their role as WRPS employees, and their ultimate effectiveness in the education process.
The Board requests that any differences of opinion about exercise or abridgement of freedom of speech within or among members of the Board, staff, and especially instructional personnel be reviewed by all parties concerned in the light of the above three factors.
CROSS REF.: 333, Parent Rights in the Curriculum
385, Teaching about Controversial Issues
386, Teaching about Religion
APPROVED: November 11, 1974
REVISED: January 14, 2002
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522.7 NETWORK AND INTERNET ACCEPTABLE USE POLICY
See Policy 365.1
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522.8 CELL PHONE USAGE
The Wisconsin Rapids Board of Education recognizes that most employees have access to personal cell phones.
These cell phones have the potential of disrupting the educational process during the student day, and accepting personal calls can take school employees away from the duties and responsibilities of their positions during their workday. However, the Board also realizes that some employees, due to the requirements of their position such as travel throughout our District, must use cell phones or other portable means of communication.
Therefore, it is the policy of the Board of Education that all employees will have cell phones off during their respective work days. Cell phone usage will only be allowed during employee breaks and lunch time or before and after the scheduled workday.
The District Administrator may grant exceptions for specific School District related work due to the duties and responsibilities of the employee position (possible circumstances will be explained to staff and administration).
APPROVED: February 12, 2007
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523.1 STAFF PHYSICAL EXAMINATIONS
As a condition of employment, a physical examination, including a chest X-ray or tuberculin test, is required of all school employees, in accordance with state law. As per section 118.25 of the statutes, “employees” means a person employed by a school board who comes in contact with children or who handles or prepares food for children while they are under the supervision of school authorities. In the interest of employee wellness, all school employees are encouraged to have a physical examination at least once every five years.
All food handlers are required to have an examination annually. Additional tuberculin tests are required once every three years. Positive reactors shall have a chest x-ray once every five years. Reimbursement for such examinations and tests shall be at a rate established by the Board. Reimbursement procedures shall be established by the administration.
The district also reserves the right to require a health examination before an employee returns to work following illness, other leave, or at any time when the need for such examination may be indicated.
An employee may be exempt from the physical examination requirement for religious reasons if an affidavit has been filed with the Board claiming such exemption. The Board may, however, require a physical examination if there is reasonable cause to believe that such an employee is suffering from an illness detrimental to the health of students. No employee shall be discriminated against by reason of his/her filing of an affidavit.
Staff physical examination forms shall be maintained in a separate file from other personnel records, and shall be treated as confidential medical records. Only the following individuals shall have access to such information:
1. Supervisors may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations.
2. First aid and safety personnel may be informed, when appropriate, if an employee has a disability, which might require emergency treatment.
3. Governmental officials investigating compliance with the Americans with Disabilities Act shall be provided relevant information on request.
LEGAL REF.: Sections 103.15 Wisconsin Statutes
118.25
121.52(3)
Americans with Disabilities Act of 1990
CROSS REF.: 523.2, Staff Communicable Diseases
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: July 10, 1979
September 12, 1983
December 9, 1991
January 14, 2002
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523.2 STAFF COMMUNICABLE DISEASE
The School District of Wisconsin Rapids shall follow state law and regulations regarding communicable diseases.
No employee with a communicable disease shall refuse to perform their duties or refuse to work with, or provide services to students or staff if the communicable disease does not pose a significant health risk to others. The determination of whether a communicable disease poses a significant health risk to others shall be made by the superintendent on the recommendation of the local health care team (LHCT). The recommendation will be made in accordance with the Department of Health and Family Services guidelines. Said determination shall be based solely upon the available medical evidence.
The local health care team shall be coordinated by the Director of Human Resources and shall consist of a school nurse and the physician named as the county health officer.
LEGAL REF.: Sections 252.05(8)
252.15
HFS 145, Wisconsin Administrative Code
CROSS REF.: 523.2-Rule, Staff Communicable Disease Guidelines
523.21, Employees Occupationally Exposed to Bloodborne Pathogens
APPROVED: February 1989
REVISED: January 14, 2002
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523.2-RULE STAFF COMMUNICABLE DISEASE GUIDELINES
1. District employees who have a communicable disease as defined by the health and family services guidelines or Health and Family Services Administrative Rule 145 who may expose others to significant risk while they perform their duties will not be excused from work unless they are deemed a legitimate health risk. The district may make modifications in an employee's work assignment to accommodate any outcomes of such determination.
The determination as to whether or under what circumstances an employee with a communicable disease poses a significant health risk to others in the school setting or in school related activities shall be made by the superintendent on the recommendation of the local health care team (LHCT). Said determination shall be based solely upon the available medical evidence.
Should the superintendent, on recommendation of the local health care team (LHCT), determine that an employee poses a significant health risk to others in the school environment, the superintendent shall notify the employee in writing of the recommended action to be taken. The superintendent may require a physician's statement regarding the employee's return to work.
2. District employees who provide services or perform duties that expose them to a significant health risk may be excused by the district from providing such services or performing such duties until such time as they are no longer ex¬posed to a significant health risk. The district may make modifications in an employee's work assignment to accommodate any outcomes of such determination. If a district employee has a personal health problem which he/she believes should be a consideration in the decision to exclude under this section, then the employee must inform the building principal of his/her personal health problem.
The determination as to whether or under what circumstances the provision of services or the performance of duties pose a significant health risk to an employee shall be made by the superintendent upon the recommendation of the local health care team (LHCT). Said determination shall be based solely upon the available medical evidence.
Should the superintendent determine that the provision of services or the per¬formance of duties pose a significant health risk to an employee, modifications may be made in an employee's work assignment to accommodate any outcomes of such determination.
3. All information related to such cases will be held strictly confidential and will be disclosed only with the permission of the affected individual.
CROSS REF.: Emergency Care Handbook
APPROVED: February 1989
REVISED: January 14, 2002
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523.21 EMPLOYEES OCCUPATIONALLY EXPOSED TO BLOODBORNE PATHOGENS
The School District of Wisconsin Rapids shall strive to safeguard the health and well-being of district employees and promote a safe work environment. As required by law, an exposure control plan shall be developed and adopted for use in the district. The plan shall be designed to reduce an employee's exposure to the hepatitis B virus (HBV), human immunodeficiency virus (HIV) and other bloodborne pathogens in the workplace.
It is the district's full intention that, if necessary, the physical facility, work practices and other areas will be modified to attain the plan's goal. In addition, employees will be informed and trained so that they, too, can contribute to the reduction and elimination of exposure.
To ensure that the exposure control plan is kept up to date, it will be reviewed and amended annually, and whenever tasks are implemented which may affect occupational exposure.
LEGAL REF.: Sections 101.055 Wisconsin Statutes
252.15
COMM 32, Wisconsin Administrative Code
29 CFR 1910.1030
CROSS REF.: Bloodborne Pathogens Procedures
APPROVED: January 14, 2002
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523.3 EMPLOYEE PROTECTION
Threats
Any employee who is threatened with bodily harm by an individual or a group while carrying out his/her assigned duties shall be offered the fullest possible protection by the school district. The employee shall immediately notify his/her building principal or supervisor. The principal or supervisor shall then immediately notify the superintendent's office of the threat and together they shall take immediate steps in cooperation with the employee to provide every reasonable precaution for his/her safety. Precautionary steps including any advisable legal action shall be reported to the super¬intendent's office at the earliest possible time.
Assault Disability
Upon determination of the Board that an employee has been physically disabled because of an assault on his/her person arising out of and/or in the course of his/her employment, the Board will grant the injured employee leave of absence for a period not to exceed one year.
Medical Examination
The assaulted injured employee shall undergo such medical examinations by such examiners as are requested by the Board at school district expense and when found fit for duty shall return to his/her employment.
Personal Property
Employees whose indispensable personal property (including but not limited to eye glasses, hearing aids, dentures, watches, or articles of clothing necessarily worn or carried) is damaged in an assault on his/her person arising out of and/or in the course of his/her employment may apply for reimbursement of costs of repairs or replacement. If an item is damaged beyond repair, actual value at the time of damage may be reimbursed.
Request for reimbursement for personal property damaged in an assault upon his/her person shall be made by a letter addressed to the business office, to the attention of the Business Manager. The letter shall list all damages incurred and note the date and hour of, and witnesses to the assault. The letter requesting reimbursement shall be forwarded to the business office through the building principal’s office.
Liability Insurance
The Board shall protect employees by purchasing public liability insurance.
CROSS REF.: 780, Insurance Management
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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523.4 EMPLOYEE ASSISTANCE
The Board of Education recognizes that employees with personal or emotional problems often find successful job performance increasingly difficult. The Board of Education approved the Employee Assistance Program (EAP) which is designed to provide assistance in the early identification of problems followed by appropriate referral to professional resources. The Board of Education hopes that this will help prevent job performance deterioration, or help the employee return to satisfactory job performance.
For an EAP to be effective, and in the best interest of the employee, this criteria should be met:
1. The EAP must protect the privacy of the individual concerned.
2. Employees seeking assistance through the EAP must be assured that their employment status will not be jeopardized by the fact of their seeking such assistance.
3. The decision to utilize the EAP must be voluntary.
The Director of Human Resources is the Program Coordinator for the Employee Assistance Program. An annual report highlighting the EAP activities will be presented to the School Board in August.
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office & Professional Employees)
Substitute Teachers’ Agreement
APPROVED: February 9, 1981
REVISED: January 14, 2002
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523.4 RULE EMPLOYEE ASSISTANCE PROGRAM GUIDELINES
Accordingly, the Wisconsin Rapids Public Schools Board of Education supports an EAP within the following guidelines:
A. Definitions
“Personal or emotional problems” include physical, psychological, or chemical dependency illnesses, and legal, financial, marital, or other types of problems that repeatedly interfere with the employee’s job performance.
“Program Coordinator” will be an administrator who is knowledgeable about community resources and operations of employee assistance programs. Responsibilities of the Program Coordinator include developing and advising a District Wellness-EAP Committee; establishing and monitoring yearly EAP goals; acting as liaison between the EAP provider and the District; and monitoring quarterly EAP utilization reports.
“EAP Provider” will be a service provider in contract with the Wisconsin Rapids Public Schools who is knowledgeable about community resources, clinical assessment, and supervisory training. Responsibilities of the provider will be to provide assessment and referral services to the Wisconsin Rapids Public Schools employees and family members who are experiencing personal or emotional problems; provide employee orientations and supervisory training on using the EAP; maintain confidential records; and provide statistical utilization reports on a quarterly basis.
B. The Wisconsin Rapids Public Schools Board of Education is concerned with job performance, which includes attendance, conduct, and reliability during employment hours. It is the responsibility of the supervisor of an employee evidencing substandard job performance to seek to remedy the situation and bring the employee’s job performance up to standard. If it appears that the employee’s job performance is being negatively influenced by a personal or emotional problem, and if after a conference with the employee about substandard job performance the performance does not improve, the employee’s supervisor will schedule a further conference at which the employee will be given the opportunity to consult with the EAP provider. Such a consultation will be at the employee’s option.
C. The referred employee will make an appointment to meet with the EAP provider and seek to determine the cause of the substandard performance. The EAP provider will then refer the employee to the appropriate community or professional agency for help or treatment. All communications between the employee and EAP will be confidential. No identifying information will be released by the Wisconsin Rapids Public Schools unless the employee using the EAP services approves such release with written permission.
At all times, it is the prerogative of the employee to accept or reject referral and/or treatment. If the employee elects to reject referral and/or treatment, it becomes the responsibility of the employee to bring his/her job performance up to standard or face such corrective action as may be appropriate. If the employee elects to accept referral and/or treatment, the fact the he/she has accepted referral and/or treatment will be regarded in the same manner as treatment for any illness. It will, in any case, be the responsibility of the employee to achieve and maintain satisfactory job performance.
D. An essential part of the EAP is that employees may voluntarily contact the EAP before their personal or emotional problems result in substandard performance and formal supervisory action.
Persons desiring additional information should contact the Program Coordinator or Human Resources.
APPROVED: February 9, 1981
REVISED: January 14, 2002
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524 STAFF GIFTS AND SOLICITATIONS
Gifts
The giving or exchange of gifts of significant material value between students and teachers or other personnel is discouraged.
No gifts shall be given or received for the purpose of influencing an individual employee or a school-related organization. Gifts given to school employees for use by the school shall be formally accepted by the Board in accordance with established policy.
No school employee is to receive any commission, expense paid trips, or anything of value from individuals or companies for promoting equipment or materials required in the operation of the schools. “Operation of the schools” includes the purchase of materials for the repair and maintenance of the school plant, for the conducting of student classes, for materials and supplies used in school organizations, such as clubs, senior class and for comparable items.
Solicitations
No non-school organization may solicit funds from staff members within the schools, nor may anyone distribute flyers or other materials related to fund drives through the schools unless approved in advance by the Board of Education and/or the District Administrator.
LEGAL REF: Section 118.12 Wisconsin Statutes
946.10
946.12
946.13
CROSS-REF: 840, Public Gifts to the Schools
165.1, Conflict of Interest
192, Employee Recognition
374, Student Fundraising Activities
522.4, Code of Ethics
APPROVED: November 11, 1974
REVISED: January 14, 2002
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525 PERSONNEL RECORDS
A personnel file shall be maintained for each employee and shall contain such information as application, credentials, transcripts, references and other pertinent information concerning the employee. Personnel files shall be maintained in the district office. Staff physical examination records shall be maintained in separate files from other personnel records.
Individual personnel records shall be maintained in accordance with state and federal laws and regulations. An employee shall have the right to review the contents of his personnel file pursuant to state and federal law, established procedures, and negotiated employee agreements if applicable.
LEGAL REF.: Section 103.13 Wisconsin Statutes
Chapter 19, Subchapters II and IV
Americans with Disabilities Act of 1990
CROSS REF.: 523.1, Staff Physical Examinations
824-R, Access to Public Records Procedures
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: January 14, 2002
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526 STAFF COMPLAINTS AND GRIEVANCES
The Board will cooperate with employees through their association(s) in establishing grievance procedures. Such grievance machinery shall be looked at as an approach to resolving contract language interpretation and administration.
Actions with reference to discipline, reprimand, reduction in rank, or withholding of increments shall be made public according to current open records statutes.
LEGAL REF.: Wis. Stats. 19.31 – 19.39
19.55
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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527 BOARD-STAFF RELATIONS
The Board recognizes that teachers and other employees of the school dis¬trict have a dual role in their relations with the public, which complicates decisions from time to time concerning responsibility.
Teachers, especially, may have to decide between their responsibilities as professionals employed by the school system on the one hand or as members of the community on the other when differences of opinion arise concerning goals or operations of the schools.
The Board believes that the First Amendment rights of teachers and other employees must be protected. The Board also believes that the schools and Board should not be subject to unfair, unwarranted or malicious attacks from within.
For employee speech to be protected it must first touch on a matter of public concern. Public concern involves a matter of political, social, or other concern to the community.
Speech that impairs discipline by superiors or harmony among co-workers, has a detrimental impact on close working relationships for which personal loyalty and confidence are necessary, or impedes the performance of the speaker’s duties or interferes with the regular operation of the enterprise will not be protected by the First amendment.
To help achieve these goals, the Board instructs the administration to confer and work with employees or employee groups in setting up a procedure for handling differences of opinion between Board and staff which will have at least the following characteristics:
1. Protect each employee's First Amendment rights.
2. Set guidelines for assisting teachers in distinguishing between their professional employee responsibilities and their lay cit¬izen ones.
3. Establish procedures, including arbitration, for handling griev¬ances. The District should consult with counsel before taking any adverse employment action.
4. Provide for channels of communication within the school system to enable employees to have access to policy positions of the Board, regulations of the administration, and prompt notifica¬tion of events and pertinent facts.
CROSS REF.: 522.6 Freedom of Speech (Professional Staff)
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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528 UNION CONTRACTS AND AGREEMENTS
The Wisconsin Rapids Board of Education has the authority to enter into a Collective Bargaining Agreement (Contract) as well as other agreements, memorandums of understanding and resolutions with the unions representing the employees of the District.
There are times when this authority is delegated by the Board to the administrative staff, through the Grievance Procedure in the Contracts or by a motion at a meeting.
The following shall be the policy of the Board whenever the District either directly or through any employee or representative enters into any of the aforestated agreements or resolutions with the unions. The Staff Representative, UniServ Director, Business Agent or any non-employee formally representing the union employees, irrespective of title, shall be the first to execute the document prior to the union employees signing it.
The Board, authorized employees or representatives shall not sign any of the aforestated documents until after all union signatures have been obtained.
APPROVED: November 13, 2006
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531 PROFESSIONAL STAFF POSITIONS
The Board, upon the recommendation of the superintendent, shall employ, assign, transfer, and reclassify school personnel and adopt policies governing their employment and duties. The dismissal of employees shall be a prerogative of the Board. Applicable state statutes and bargaining agreements will be followed in the exercise of these prerogatives.
All professional staff members shall possess the proper certification credentials required by the Department of Public Instruction and be able to perform the essential job functions of their positions, as outlined in their position descriptions.
A teacher, upon signing his/her first contract in the School District of Wisconsin Rapids shall file his/her Wisconsin teaching license in accordance with state law.
LEGAL REF.: Sections 118.19 Wisconsin Statutes
118.21
121.02(1)(a) & (q)
PI 3, Wisconsin Administrative Code
PI 8.01(2)(q)
Americans with Disabilities Act of 1990
CROSS REF.: 541.1, Paraprofessionals/Teacher Aides
Position Description Handbook
WREA Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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532 PROFESSIONAL STAFF CONTRACTS AND COMPENSATION PLANS
All contracts issued to professional staff members shall be in writing in accordance with state law requirements. All items included in the individual contract shall be subject to provisions of the current employee agreement with the Wisconsin Rapids Education Association (WREA).
It should be clearly understood that no part of any negotiated agreement is to be considered as part of the Board's policy manual. The current negotiated agreement between the Board and the WREA may be placed at the rear of this manual to serve as a reference for the reader. Certain policies in this section provide a cross-reference to the negotiated agreement to guide readers to that document. However, the Board considers its policy manual and any negotiated agreement to be separate and independent documents because of their differing methods of construction. Policies in this section that cite the negotiated agreement are included for reference only and shall be removed if questions ever arise creating a conflict between Board policies and the WREA negotiated agreement.
LEGAL REF.: Sections 111.70 Wisconsin Statutes
118.21
121.01(1)(a)
CROSS REF.: 531, Professional Staff Positions
533, Professional Staff Recruitment/Appointment
WREA Agreement
Substitute Teachers’ Agreement
APPROVED: January 14, 2002
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532.2 STAFF FRINGE BENEFITS
Fringe benefits shall be provided in accordance with provisions of current employee agreements.
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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532.3 PROFESSIONAL STAFF LEAVES AND ABSENCES
Staff leave of absence shall be granted as per the appropriate collective bargaining agreement or contract.
LEGAL REF.: Sections 45.50 Wisconsin Statutes
103.10
118.22
756.25
CROSS REF.: 532.3-Rule, Guidelines for Professional Leaves
537, Professional Staff Growth and Development
WREA Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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532.3-RULE GUIDELINES FOR STAFF LEAVES
Political Leaves
Upon request, licensed employees may be granted political leave in ac¬cordance with the following provisions:
1. With three weeks notice, a licensed employee may be granted up to four weeks of continuous leave without pay for the purpose of campaigning for his/her own election. If the licensed em¬ployee is not elected to the political office, the licensed employee shall return to the same position he/she held prior to the leave.
2. If the licensed employee is elected to the office, the Board may return the employee to the same or mutually agreed upon position until such time that his/her elected term of of¬fice necessitates his/her leaving his/her teaching assignment. Any licensed employee may hold a political office and continue as a licensed employee as long as it does not interfere with his/her contractual assignment.
APPROVED: November 11, 1974
REVISED: January 14, 2002
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533 STAFF RECRUITING/HIRING
The district can secure the kind of teachers and other personnel it wants by an effective recruitment program based upon alertness to good candidates, initia¬tive that results in prompt action, and good personnel practices in dealing with applicants. A personal interview will be required for all people employed by the district.
The superintendent and persons delegat¬ed by him/her are responsible for determining the personnel needs of the school district and locating suitable candidates to recommend for employment to the Board.
Unsolicited applications or letters of interest for future or potential employment positions are accepted for all positions except administrative. If vacancies occur in these positions, the unsolicited applications are treated in the same manner as solicited applications for as long as the documents are retained.
The superintendent shall see that persons nom¬inated for employment meet all qualifications established by law and the Board for the type of position for which nomination is made and are able to perform the essential functions of the position.
Employment of all regular teachers shall be by action of the Board upon recommendation of the superintendent.
The School District of Wisconsin Rapids does not discriminate in employment on the basis of race, creed, religion, color, national origin, gender, sexual orientation, marital status, age, political affiliation, disability, handicap, citizenship, ancestry, arrest or conviction record, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or Wisconsin, or use or nonuse of a lawful product off school premises during non-working hours or any other reason prohibited by law.
All staff employed by the Board shall complete the necessary employment forms required by state and federal laws and regulations.
LEGAL REF.: Sections 111.31 - 111.395 Wisconsin Statutes
118.195
118.20
118.21
118.24
120.12(1)
121.02(1)(a)
Americans with Disabilities Act of 1990
Immigration Reform and Control Act of 1986
Section 504 of the Rehabilitation Act of 1973
CROSS REF.: 533-Rule, Staff Recruiting/Hiring Procedures
533.1, Crime Information Records Check
511, Discrimination and Harassment Prohibited
WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 1974
REVISED: September 1985
January 14, 2002
February 11, 2008
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533-RULE STAFF RECRUITING/HIRING PROCEDURES
The following regulations governing the process of recruitment and selection of professional and non-certificated staff are established in harmony with Board policy.
1. The School District of Wisconsin Rapids does not discriminate in employment on the basis of race, creed, religion, color, national origin, gender, sexual orientation, marital status, age, political affiliation, disability, handicap, citizenship, ancestry, arrest or conviction record, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or Wisconsin, or use or nonuse of a lawful product off school premises during non-working hours or any other reason prohibited by law.
2. Outstanding colleges, universities, and teacher placement agencies shall be among those sources contacted for recommendations of candidates for professional positions.
3. All candidates shall complete an application form.
a. Candidates for professional positions shall supply the school with transcripts of all college work, a college placement folder, or a professional portfolio.
4. All former employment from the first position to the last shall be record¬ed by the candidate.
5. The administration shall make reference contacts on finalists for all positions.
6. Certification status shall be determined where applicable. Candidates shall meet applicable state certification requirements and standards established by the regional accreditation association.
7. The most outstanding applicants for each position in the District shall be invited for interview(s) in accordance with established procedures." The purpose of the interview shall be to select professionals of character and intellectual integrity, possessing emotional stability and personalities suitable for living and working with young people.
8. An employee shall be appointed only upon the recommendation of the super¬intendent or his/her designee. Should a person nominated by the superintendent be rejected by the Board, it shall be the duty of the superintendent to make another nomination.
9. A health examination, as required by state law, shall be required of all successful applicants. The medical forms provided by the district must be signed by a licensed examining physician and shall be on file in the district office.
APPROVED: November 11, 1974
REVISED: September 9, 1985
January 14, 2002, February 11, 2008
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533.1 CRIME INFORMATION RECORDS CHECK
Prior to the appointment of any person to a paid position with the School District of Wisconsin Rapids, the department of human resources will conduct a crime information records check through the Wisconsin Department of Justice or other appropriate agency.
If a crime records-check reveals a conviction or pending charge, which the candidate failed to disclose as required on the district application form, his/her application for employment may be rejected.
If the crime records check confirms a conviction or pending charge which the candidate acknowledged on the application form, a determination shall be made in consultation with legal counsel whether or not to reject the application based upon a consideration of the circumstances of the conviction/pending charge and whether the circumstances substantially relate to the nature of the particular position for which the candidate has applied.
Fingerprints are required of out of state candidates consistent with the appropriate State Statute.
LEGAL REF.: Section 111.335 Wisconsin Statutes
APPROVED: June 8, 1992
REVISED: January 14, 2002
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536.1 DISMISSAL OF STAFF
Any employee may be dismissed at the discretion of the Board, in accordance with state law and provisions of the collective bargaining agreement, if applicable.
LEGAL REF.: Section 118.22 Wisconsin Statutes
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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536.2 STAFF RETIREMENT
There shall be no mandatory retirement age. The Board does, however, reserve the right to terminate an employee if he/she cannot perform the normal duties required of that position.
The option to retire early shall be available in accordance with provisions of the appropriate employee agreement.
LEGAL REF.: Section 111.33 Wisconsin Statutes
CROSS REF.: WREA Agreement
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance, Technicians
AFL-CIO Local 95 Agreement (Office and Professional Employees)
Substitute Teachers’ Agreement
APPROVED: July 1981
REVISED: March 12, 1984
January 14, 2002
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537 PROFESSIONAL STAFF GROWTH AND DEVELOPMENT
The stature of the teaching profession depends in the final analysis, on the stature of the individuals who constitute its membership. The Board assumes acceptance by its professional staff of certain obligations:
1. To continuously improve student learning through professional development.
2. To contribute to the growing body of professional skill and knowledge.
3. To share in creating community climate favorable to education.
4. To assume a full share of responsibility for maintaining the quality and integrity of the profession.
5. To give active support to groups and individuals in the community who are seeking to improve the quality of education.
Staff Development and Additional Study
Staff development activities should be planned on a long-range basis so that each course or project will contribute to the professional growth of the individual staff member as well as to the improvement of each school and the school district as a whole.
Staff Development Initiatives
The Council for Instructional Improvement is responsible for the following:
A. Annually the council will develop a district staff development plan including district initiatives, which will guide building and program activities and district events to be conducted during the school year.
B. Necessary funds and time as feasible will be made available for the planning, development, and implementation of the professional development program at the district, building, and individual level.
LEGAL REF.: Section 121.02(1)(b) Wisconsin Statutes
PI 8.01(2)(b), Wisconsin Administrative Code
CROSS REF.: Professional Development in Wisconsin Rapids Public Schools
WREA Agreement
APPROVED: November 11, 1974
REVISED: December 8, 1975
December 12, 1983
November 12, 1990
January 14, 2002
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537.1 ATTENDANCE AT WORKSHOPS AND CONFERENCES
The Board recognizes the value of conference and convention attendance as a means of learning of improvements in education, studying and comparing local practices, and recruiting qualified candidates.
The superintendent may authorize professional leave for attend¬ance of personnel at state, regional, and national meetings without pay deduction and with expenses paid by the district according to established allowances. The number of absences for professional leave shall be determined by the superintendent and is subject to budget limitations for employing substitutes and reimbursement for travel, meals and lodging.
Non-certificated staff authorized by the Board to attend conferences and conventions are subject to the same policies as professional staff.
The superintendent shall prepare administrative guidelines on travel and conference attendance and shall submit them for periodic review by the Board.
LEGAL REF.: Section 121.02(1)(b) Wisconsin Statutes
CROSS REF.: WREA Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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537.2 NEW STAFF ORIENTATION
The administration is responsible for setting up and conducting appropriate orientation sessions for all new and transferred employees. Any orientation costs will be favorably considered by the Board for inclusion in each annual budget.
APPROVED: November 11, 1974
REVISED: January 14, 2002
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538 PROFESSIONAL STAFF EVALUATION
The Board recognizes that the teaching process is an extremely complex one, and that the appraisal of this process is a difficult and technical function. It is universally accepted that good teaching is the most important element in a sound educational program, therefore, teacher appraisal shall be done in accordance with state law, established procedures and provisions of the collective bargaining agreement.
Appraisal of teaching service should serve three purposes:
1. To aid the individual teacher to grow professionally;
2. To raise the standards of the teaching profession as a whole; and
3. To raise the quality of instruction and educational services to school district students.
The Board delegates to the professional staff the responsibility of developing, organizing, and implementing a system-wide program for evaluating the instructional process as one means to insure quality control of instruction.
The Board directs the superintendent to present to it a summary report of professional staff evaluations made during the preceding twelve months, on or before February 15th of each year.
LEGAL REF.: Sections 121.02(1)(q) Wisconsin Statutes
PI 8.01(2)(q), Wisconsin Administrative Code
CROSS REF.: WREA Agreement
Position Description Handbook
APPROVED: November 11, 1974
REVISED: January 14, 2002
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539 OTHER STAFF EVALUATIONS
Other staff shall be evaluated according to established procedures and provisions of the appropriate collective bargaining agreement.
CROSS REF.: AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance,
Technicians)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
APPROVED: January 14, 2002
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539.1 TUTORING
The Board believes that by maintaining a high quality instructional staff and providing for a rich, varied curriculum, the need for individual tutoring is minimized. The Board expects a student's principal and teacher(s) to make every effort to help the student with his/her difficulties at school before recommending that his/her parent(s)/guardian engage a tutor.
Should individual tutoring be recommended in exceptional cases; however, the following guidelines shall be followed in order to protect both the school district and the teachers from charges of conflict of interest.
Guidelines For Tutoring By Professional Staff
It is assumed that teaching of students enrolled in the school district will be accomplished to the fullest extent possible, within the range of the student's abilities and application to learning, without additional cost to the individual.
Under no conditions may an employee tutor or give private instruction on school premises for extra remuneration.
LEGAL REF.: Section 118.12 Wisconsin Statutes
CROSS REF.: WREA Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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539.2 EXCHANGE TEACHING
Teachers who have continuing contract status may, at the discretion of the superintendent, be granted a leave of absence for one year for the purpose of exchange teaching, subject to provisions of the collective bargaining agreement and the following conditions:
1. Exchange will be limited to systems or countries approved by the superintendent.
2. The superintendent will establish the limit on the number of teachers exchanged annually.
3. Leave will be granted only if the cooperating school system furnishes a teacher to take the place of the one released by the Board. Teachers participating in the exchange program will draw their salary from the system in which they do their teach¬ing.
4. Leaves of absence for exchange teaching will not exceed one year.
LEGAL REF.: Section 120.13(7) Wisconsin Statutes
CROSS REF.: WREA Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002
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539.3 PUBLICATION OR CREATION OF MATERIALS
It is the policy of the Board to encourage its employees to develop intellectual property*. Should an employee(s) develop such property during time periods when such employee is not being paid by the Board, the Board agrees to waive its rights under the copyright law relative to the property, provided that such employee makes available to the Wisconsin Rapids Public School District copies of the property at no cost. This policy does not apply when an employee develops the intellectual property during time periods when the employee is exclusively working on the project while being paid by the Board. Under these conditions, the property developed would become the property of the Board.
*Intellectual property is defined as the creation of written documents, computer software, or other teaching equipment that may be published and/or produced for public sale.
CROSS REF.: 539.3-Rule, Procedures for Publication or Creation of Materials
APPROVED: November 11, 1974
REVISED: January 14, 2002
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539.3-RULE PROCEDURES FOR PUBLICATION OR CREATION OF MATERIALS
Should an employee of the Board develop intellectual property in the manner set forth in the policy, the employee or employee union representative should contact the Superintendent. On behalf of the Board, the superintendent will have the authority to negotiate an agreement with the employee that is in the spirit of the policy. If an agreement is not reached, the employee and/or the union representative may appeal to the Board for further consideration of the matter.
APPROVED: November 11, 1974
REVISED: January 14, 2002
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540 NON-CERTIFICATED STAFF POLICIES
The primary role of non-certificated personnel is to support and en¬hance the efforts of instructional personnel to achieve the Board-ad¬opted purposes and goals of the schools. All personnel policies and regulations, including the specifics of em¬ployee agreements, pertaining to non-certificated personnel, must be written in harmony with that primary role.
The Board, upon the recommendation of the superintendent, shall employ, assign, transfer, and reclassify school personnel. The dismissal of employees shall be a prerogative of the Board. Applicable state statutes and bargaining agreements will be followed in the exercise of the prerogatives.
General employment policies regarding vacations, leaves of absence, resignation, re-employment, duties, hours and other matters related to the nature of the position and specifically noted herein are determin¬ed by the Board, upon recommendation of the department administrator and the superintendent. Such recommendations shall be made to harmonize with existing agreements with employee associations.
The superintendent shall inform all employees of the local¬ly assigned and legal constraints related to their position, monitor each employee's adherence to those constraints, and establish work schedules, provisions for absences and other conditions of employment in keeping with the Board's policies and current agreements with em¬ployee associations. Working conditions shall be designed to promote excellent physical and mental health of all employees as a basis for full productivity.
CROSS REF.: AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
APPROVED: November 11, 1974
REVISED: January 14, 2002
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541 NON-CERTIFICATED STAFF POSITIONS
A statement must be developed and maintained for each non-certificated job position which will reflect the purpose, duties, essential functions and minimum requirement for each position in order to:
1. provide the information necessary to evaluate the position in relation to other positions.
2. supply information for the selection, training and upgrading of em¬ployees, as well as for the surveying and establishment of wage rates.
The superintendent or his/her delegate is responsible for the implementation of this policy by establishing position descriptions in a separate manual.
CROSS REF.: 541-Rule, General Non-Certificated Staff Responsibilities
Position Description Handbook
AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
American Disabilities Act
APPROVED: November 11, 1974
REVISED: January 14, 2002
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541-RULE GENERAL NON-CERTIFICATED STAFF RESPONSIBILITIES
Members of the non-certificated staff shall:
1. Be responsible to the administrator to whom they are assigned and/or department head. They shall:
a. Make their requests to him/her.
b. Perform such duties and responsibilities as he/she assigns to them.
c. Keep records and make reports he/she requires of them.
2. Maintain such standards of service as are required of them in their respective positions.
3. Be responsible for the proper care and use of the equipment assigned to them.
4. Notify the personnel office and the superintendent's office of any change of address or telephone number as soon as it occurs
APPROVED: November 11, 1974
REVISED: January 14, 2002
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541.1 PARAPROFESSIONALS/TEACHER AIDES
The use of paraprofessionals and teacher aides can significantly reduce the routine work load that must otherwise be performed by teachers and thereby increase the professional productivity of the latter. Relieving teachers of non-teaching duties will enable the school district to use the professional competencies of the teaching staff more efficiently and effectively.
Therefore, paraprofessionals and teacher aides may be used by the district within the limits permitted by law and good teaching practice, and pursuant to direction by certified personnel.
The use of paraprofessionals and teacher aides may be expanded as funds become available for this purpose.
CROSS REF.: WREA Agreement
AFL-CIO Local 95 Agreement (Office & Professional Employees)
APPROVED: November 11, 1974
REVISED: January 14, 2002
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542. OVERTIME PAY
The Board approves and accepts the concept of overtime pay for overtime work and expects to make provision for such compensation in each adopted salary schedule.
CROSS REF.: AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance)
AFL-CIO Local 95 Agreement (Office and Professional Employees)
APPROVED: November 11, 1974
REVISED: January 14, 2002
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546.1 NON-CERTIFICATED STAFF RETIREMENT
There shall be no mandatory retirement age. The Board does, however, reserve the right to terminate an employee if he/she cannot perform the normal duties required of that position.
LEGAL REF.: Section 111.33 Wisconsin Statutes
APPROVED: November 11, 1974
REVISED: March 12, 1984
January 14, 2002
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