- Introduction
- Part I - WRPS Management Guidelines
- Part II - Employment Policies
- Part III - Benefits
- Part IV - Leaves Of Absence
- Appendices
Introduction
The purpose of this Professional Staff Handbook is to provide clear and concise information on what a staff member working for the Wisconsin Rapids Public Schools (WRPS) District (hereinafter referred to as “The District”) needs to know to be able to perform their job duties. The Handbook contains many guidelines and standards that are designed to assist the employee in understanding the rules of operation in the school district.
This Professional Staff Handbook is not intended to cover every situation or answer every question about WRPS operations. The contents of this Handbook are presented as a matter of information only. The language which appears in this Handbook is not intended to create, nor is it to be construed to constitute, a contract between the District and any one or all of its employees or a guarantee of continued employment. The District reserves the right to modify, revoke, suspend, terminate, or change any or all items contained in this Handbook, in whole or in part, at any time with or without notice.
It is important that each employee is aware of the policies and procedures related to his/her position. The rights and obligations of all employees are governed by all applicable laws and regulations, including but not limited by enumeration to the following: federal laws and regulations, the laws of the State of Wisconsin, Wisconsin State Administrative Code and the policies of the WRPS Board of Education (hereinafter referred to as “the Board”).
In the event of discrepancy or dispute with any language as set forth in this Handbook, The District has final authority regarding language interpretation on all Handbook content.
WRPS Mission Statement
Working together with home and community, we are dedicated to providing the best education for every student, enabling each to be a thoughtful, responsible contributor to a changing world.
Governing Values
We Believe:
- each student is the first consideration of the educational process.
- all students can learn.
- learning is a life-long process.
- in a safe, caring, and respectful learning environment.
- all students should become effective citizens of the community, state, nation, and the world.
- meaningful home, school, and community involvement is vital to continuous improvement.
Part I - WRPS Management Guidelines
Administration
The Superintendent shall be responsible for ensuring the efficient and effective implementation and administration of policies, procedures and resolutions as adopted by the Board. The Superintendent may delegate such functions deemed necessary. The Superintendent or his/her designee shall develop administrative practices to implement the policies and procedures within this Handbook.
Employee Category Definitions
Instructional Staff: instructional employees are defined as persons who are required to have a contract under Wis. Stat. § 118.21, as well as other staff positions historically covered under the teacher bargaining unit. This group includes all classroom regular education and special education instructors, social workers, school counselors, occupational therapists, reading specialists, librarians and media specialists. When references in this Handbook are made to “teachers,” it shall be understood that all employees covered under the Professional Staff Handbook are included.
Governance Statement
The Board is the governing body of the District. Through its governance, the Board sets goals and expectations for the District, and policies that define how the Board interacts with the Superintendent. The Professional Staff Handbook is approved by the Board in compliance with these goals, expectations, and policies. The daily operations of the district are under the authority of its Superintendent.
District Expectations
The District expects its employees to produce quality work, to maintain confidentiality, to work efficiently, and to exhibit a professional and courteous attitude toward other employees, parents, and students. The District expects employees to comply with all applicable Board policies, work rules, job descriptions, terms of this Handbook, and legal obligations.
The District expects employees to comply with the standards of conduct set out in Board policies, this Handbook, administrative regulations, and with any other policies, regulations and guidelines that impose duties, requirements or standards attendant to their status as WRPS employees. Violation of any policies, regulations and/or guidelines may result in disciplinary action, including termination of employment.
Part II - Employment Policies
Accident/Incident Reports
All accidents/incidents involving personal injury to staff or students occurring on WRPS property, school buses, or during the course of school-sponsored activities including field trips and other away events, are to be reported to the building administrator/supervisor immediately. A completed “Report of Injury” form must be submitted to the Business Services Department (Attn: Payroll) within 24 hours of the accident/incident occurring (or the next scheduled District workday, as appropriate). In the event of a work-related accident or injury, please see the Worker’s Compensation section of this Handbook.
Rev: 2-13-2017
Activity Code
It is an expectation that any employee aware of an Activity Code violation as defined in the Student Activity Code document will report it to the appropriate building supervisor/principal.
Administratively Called Meetings
In order to create high achieving, student centered learning environments, teachers are required to attend administratively called meetings. Attempts will be made by Administration to provide ample advance notice to teachers for planning purposes, except in the event of an emergency. Teachers may be excused from attendance at such meetings with prior approval of the building administrator. It is the responsibility of the teacher to secure the information from the building administrator or a colleague in the event they were excused from a meeting.
An attempt will be made not to exceed 20 meetings. For these purposes, a meeting is defined as time spent beyond 30 minutes outside the regularly scheduled work day.
Examples of administratively called meetings may include, but are not limited to staff meetings, meetings with parents (excluding district scheduled parent/teacher conferences), and department meetings.
Teachers will receive no additional remuneration, above their regularly paid salaries, for attending such meetings.
Teachers who are assigned to more than one building will attend meetings called by Administration from the building in which they are evaluated during that year, or which is determined as their home school.
An attempt will be made when possible to schedule IEP meetings during the regularly scheduled teacher workday. IEP meetings do not count toward the 20 meetings.
Attendance
The District expects employees to be present for work. Employees are expected to adhere to their assigned schedule. In order for the schools to operate effectively employees are expected to perform all assigned duties and work all scheduled hours during each designated workday unless the employee has received approved leave. Any deviation from assigned hours must have prior approval from the employee’s supervisor/building administrator.
Teachers who are unable to report to work shall follow the applicable procedures using AESOP for reporting an absence, and to follow any additional procedures previously designated by the building administrator or AESOP Coordinator. If possible, such notification should be made the evening prior to the time of absence and no later than 6:00 a.m. the day of the absence. This will help to provide time to obtain a substitute teacher, if necessary.
The District will monitor attendance and absence patterns and reserves the right to contact staff with concerns regarding habitual or suspicious absences. Theft of time and/or improper modification of time worked records will be investigated and will result in disciplinary action up to and including termination. Failure to notify the District of an absence and/or failure to report to work on a given day could result in disciplinary action, up to and including termination.
Rev: 2-13-2017
Attendance At School Events
Teachers are required to attend all mandatory administratively required school events. These events may include an open house, “Meet-The-Teacher Night,” art show, science fair, and/or other District or building events that occur after the normal workday. Teachers who have a conflict may be excused at the discretion of the building administrator. Such conflict should be communicated to the applicable administrator as soon as possible before the date of the event.
Teachers will not receive additional remuneration, above their regularly paid salaries, for attendance at school events.
Rev. 11-12-2012
Building Security/Access/Keys
Administrators are responsible for the security of their buildings. Security shall include distribution of keys and security codes to building staff, access to the building by the public, and proper supervision of staff, students and public while in the building.
Administrators shall maintain accurate records of building access codes and keys provided to staff within their building. Employees will be provided with keys and security codes as necessary for fulfillment of their duties and responsibilities.
Employees shall be responsible for keys and security codes assigned to them. Keys and security codes are not to be used by students, family members, or loaned to other individuals. Employees entering the building on weekends and after school hours are responsible for the security of the building during the time they are in and upon leaving the building. This includes arming the security system and locking all exterior doors.
In the event an employee loses a key, they are to immediately notify their building administrator.
Administrators shall dispense keys to staff at the beginning of the year and collect them from staff at the end of the school year. Staff may check keys out over the summer with approval of their building administrator.
Administrators will be responsible for the collection of keys from staff who are retiring or are terminating employment with the District. Administrators are responsible for contacting the Buildings and Grounds Department to have employee security codes removed or changed.
All district keys and security codes will be made, recorded, and dispensed by the Buildings and Grounds Department to the building administrator. Building keys are not to be duplicated.
Bulletin Boards
The District shall provide a bulletin board as a limited forum for employees to post professional development information and other apolitical literature that is directly connected to employment at the District, and is consistent with District policy and applicable law. The Employer shall provide space at each place of work for posting of Union notices, circulars, and other such material. All distributed and posted materials will be professional in approach; will not contain derogatory comments about staff, parents, students or board members; and will not be in contravention of any District policy or law. The building administrator will be provided a copy of all posted material at the time of the posting. The building administrator or his/her designee shall be allowed to remove material from the bulletin board(s) at his/her discretion.
Child Abuse/Neglect Reporting
Any district employee having reasonable cause to suspect that a child seen in the course of professional duties has been physically, mentally or sexually abused, or neglected, or that threatened future abuse or neglect will occur, shall immediately contact the county human service department, the county sheriff, or the city police and inform the agency contacted of the facts and circumstances which lead to the filing of the report.
All employees shall receive training in identifying children who have been abused and neglected, and in the laws and procedures governing the reporting of abuse or neglect.
Questions concerning child abuse/neglect reporting should be directed to building administrators immediately and without delay. All reports and records shall be confidential. The District will not make any employment decision based on a district employee’s decision to come forward with such an inquiry. If an employee fails to report, disciplinary action will be taken, up to and including termination.
Communication With Parents
Each teacher shall communicate with parents to assist them in recognizing the important home/school partnership desired to aid in student success. Such communication may be in the form of phone contacts, e-mail communication, progress reports, in-person appointments, etc., in addition to the District scheduled parent/teacher conferences.
Part of the home/school partnership success stems from parents having access to their student’s progress via the District’s electronic grade book available. It is expected that teachers will maintain an up-to-date grade book and post entries in a timely fashion.
Compensation
The Board shall be responsible for establishing wages and salaries. This includes wages and salaries tied directly to teacher contracts, co-curricular contracts, or wages paid to teachers who are contracted beyond the regular school year as determined by the Board. Questions concerning compensation of any sort should be directed to the Director of Human Resources.
Conferences, Conventions, Meetings & Visitations
Voluntary/Requested Travel
Staff requests to attend conferences, conventions, designated meetings or visitations will be permitted only with prior approval of the employee’s immediate supervisor and Director of Human Resources. Expenses incurred as a result of participating in these activities shall be granted in accordance with Board policy. Requests for travel shall be made two weeks in advance whenever possible.
Mandatory/Required Travel
Staff required to attend conferences, conventions, designated meetings or visitations at the direction of the employee’s supervisor will be reimbursed for actual expenses incurred in accordance with Board policy. Failure to attend required meetings may result in a loss of pay, unless the employee has made prior arrangements with their immediate supervisor.
Confidentiality
Wis. Stat. Sections 118.125 and 118.26 outline the confidentiality of all pupil records including behavioral, health, and academic records. The administrative office interprets these statutes to mean that unless an individual has an “educational need to know,” the academic, health, and behavioral records of students are not to be shared. This can be carried forward to both the written record and verbal conveyance of student health, academic, and behavior progress (or lack thereof). Open discussion of student progress, behavior, or health issues with individuals who do not have an “educational need to know” could be contrary to federal regulations and/or Wisconsin Statutes, and compromise professional accountability. These statutes are not intended to restrict staff from asking for assistance or ideas on how to handle a particular situation. Any violation of confidentiality may be cause for disciplinary action, up to and including discharge.
Copyright
A variety of machines and equipment for reproducing materials to assist staff in carrying out their educational assignments are available in both the school and home setting. Infringement on copyrighted material, whether prose, poetry, graphic images, music audiotapes, video or computer-programmed materials, is against federal law, and a violation of Board Policy 771. All reproduction of copyrighted material shall be conducted in accordance with applicable provisions of law and the WRPS Copyright and Fair Use Handbook. Questions regarding copyright shall be directed to the library media staff or Director of Technology.
Criminal Background Checks
The Board is committed to maintaining a safe environment for students and staff. Conviction records of persons recommended for employment, volunteers, student teachers, or adults who have the potential to have unsupervised contact with students in the district will be obtained and reviewed. The Board also reserves the right to obtain and review conviction records of any and all current District employees.
Criminal Background Checks - Obligation To Report
All District employees shall notify his/her immediate supervisor or administrator as soon as possible, but no more than three (3) calendar days after any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any of the other offenses as indicated below:
- crimes involving school property or funds;
- crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator;
- crimes that occur wholly or in part on school property or at a school-sponsored activity;
- a misdemeanor which involves moral turpitude [e.g. an act or behavior that gravely violates moral sentiments or accepted moral standards of the community]; or
- a misdemeanor which violates the public trust.
The requirement to report a conviction or deferred adjudication shall not apply to minor traffic offenses. However, an offense of operating under the influence, revocation or suspension of license, and driving after revocation or suspension must be reported if the employee drives or operates a district vehicle or piece of mobile equipment or transports students or staff in any vehicle. Failure to report under this section may result in disciplinary action, up to and including termination. Such report shall be made as soon as possible, but in no circumstance more than three (3) calendar days after the event giving rise to the duty to report. The District may conduct criminal history and background checks on its employees. While an arrest, indictment, or conviction of a crime shall not be an automatic basis for termination, the District shall consider the following factors in determining what action, if any, should be taken against an employee who is convicted of a crime during employment with the District:
- the nature of the offense;
- the date of the offense;
- the relationship between the offense and the position to which the employee is assigned.
Nothing herein shall prohibit the District from placing an employee on administrative leave based upon an arrest, indictment, or conviction.
District Property
The District may supply an employee with equipment or supplies to assist the employee in performing his/her job duties. All employees are expected to show reasonable care for any equipment issued and to take precautions against theft. At the beginning of the school year, it is important for teachers to check all school property in their classrooms and/or work areas for which they are responsible. Missing or damaged items are to be reported to the building administrator. Prior to teacher check-out at the close of the school year, items such as inventories, class record books, keys, and other such materials will be submitted to the administrator as requested.
Teachers are responsible for all books and supplies provided for the use of pupils and shall see that the furniture, apparatus, maps, books, technology equipment and all other supplies or equipment are not defaced or damaged.
Employees cannot use WRPS property or equipment for personal use or gain. Any equipment, unused supplies, records, documents, intellectual property, electronic passwords, and keys issued must be returned to the District prior to the employee’s last day of employment.
Drug, Alcohol, and Tobacco Free Work Place
In accordance with the federal Drug-Free Schools and Communities Act Amendments of 1989 and the Drug-Free Workplace Act of 1988, the District will be a Drug-Free School Zone. We believe that students and employees have the right to attend school and work in an environment that is free from the non-medical use of alcohol, drugs, and mood-altering substances. These substances interfere with the learning environment of students and the performance of students and employees. Please refer to the Board Policy 522.1 – Drug-Free Workplace for additional information.
Emergency School Closures
In the event the District or an individual building(s) is closed, full or partial day closures may be made up at the discretion of the District. The District shall, at a minimum make up all days/hours necessary to guarantee the receipt of state aids and/or necessary to meet the minimum annual school year requirements (days and hours) of the State of Wisconsin. Teachers shall not receive additional compensation in the event the District requires such day(s)/time to be made up with or without students.
Time required to be made up can be accounted for either before or after regularly scheduled work hours or on non-work days. A record of time worked shall be provided to the teacher’s immediate supervisor for approval and record keeping purposes.
In the event of inclement weather, teachers are expected to make up the time missed. Documentation of time made up is to be turned in to the building administrator.
Equal Employment Opportunity
It is the policy of the District that no person may be discriminated against in employment by reason of their age, race, color, creed, religion, genetic information, handicap or disability, marital or parental status, gender, sexual orientation, transgender status, gender identity, national origin, ancestry, citizenship, arrest record, conviction record, pregnancy, veteran status, military service, membership in the national guard, state defense force or any other reserve component of the military forces of United States or Wisconsin, use or nonuse of lawful products off District premises during non-working hours and away from District-sponsored activities, or other protected group status, as required by state or federal law.
Reasonable accommodations shall be made for qualified individuals with a disability, unless such accommodations would impose an undue hardship on the District. A reasonable accommodation is a change or adjustment to job duties or work environment that permits a qualified applicant or employee with a disability to perform the essential functions of a position or enjoy the benefits and privileges of employment compared to those enjoyed by employees without disabilities. Requests for accommodations under the Americans with Disabilities Act or under the Wisconsin Fair Employment Act from current employees may be submitted to the Director of Human Resources.
Rev: 2-13-2017
Equal Employment Opportunity Complaints
Employees of the District who believe they have been discriminated against based on age, race, color, creed, religion, genetic information, handicap or disability, marital or parental status, gender, sexual orientation, transgender status, gender identity, national origin, ancestry, citizenship, arrest record, conviction record, pregnancy, veteran status, military service, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or Wisconsin, use or nonuse of lawful products off District premises during non-working hours and away from District-sponsored activities, or other protected group status, as required by state or federal law, shall refer to Board Policy 511 - Non-Discrimination and Equal Employment Opportunity.
This policy covers all employment practices including but not limited to: selection, job assignment, compensation, discipline, termination, and access to benefits and training. Anyone who believes that the District has inadequately applied the principles and/or regulations of any state or federal law pertaining to employment practices may file a complaint with the Director of Human Resources or the Superintendent at Wisconsin Rapids Public Schools, 510 Peach Street, Wisconsin Rapids, Wisconsin 54494, or by telephone at (715) 424-6700.
Rev: 2-13-2017
Extended Assignments
Additional work days may be added to the contracted school calendar for each teacher at the discretion of the District. Teachers shall be compensated for said days at their individual contracted per diem rates of pay for each of the extended assignment days. Days may be scheduled in full or partial day increments.
Rev: 2-13-2017
Fair Labor Standards Act
Certain types of workers are exempt from the minimum wage and overtime pay provisions, including bona fide executive, administrative, and professional employees who meet regulatory requirements under the Fair Labor Standards Act [FLSA]. Notification of rights under the FLSA is set forth in the employment poster located in each district building.
Family and Medical Leave Act (FMLA)
The District complies with the provisions of the Federal and State Family and Medical Leave laws. Employees may be eligible for family and medical leave under the Federal Family and Medical Leave Act of 1993 (“FMLA”), the Wisconsin Family and Medical Leave Act (“WFMLA”), or both. There are different eligibility requirements for these laws, different rights under the laws, and different procedural requirements for employees to follow.
Employees should refer to the District’s FMLA policy in addition to WFMLA and FMLA posters which are reproduced and available in each district building. The posters do not spell out all rights and responsibilities of the District’s employees for every possible situation under the WFMLA and/or the FMLA. If an employee has any questions or desires additional information, they should contact the Department of Human Resources.
Fraud and Financial Impropriety
The District prohibits fraud and financial impropriety, as defined below, in the actions of its Board members, employees, vendors, contractors, consultants, volunteers, and others seeking or maintaining a business relationship with the District.
Fraud and financial impropriety shall include, but is not limited to, the following:
- forgery or unauthorized alteration of any document or account belonging to the District;
- forgery or unauthorized alteration of a check, bank draft, or any other financial document;
- misappropriation of funds, securities, supplies, or other District assets, including employee time;
- impropriety in the handling of money or reporting of District financial transactions;
- profiteering as a result of insider knowledge of District information or activities;
- unauthorized disclosure of confidential or proprietary information to any unauthorized individual or organization;
- unauthorized disclosure of investment activities engaged in or contemplated by the District;
- accepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials to the District, except as otherwise permitted by law or District policy.
- inappropriately destroying, removing, or using records, furniture, fixtures, or equipment;
- failure to provide financial records required by state or local entities;
- failure to disclose conflicts of interest as required by law or District policy;
- disposing of District property for personal gain or benefit and,
- any other dishonest act regarding the finances of the District.
Fraud Investigations: If an employee is found to have committed fraud or financial impropriety, the Superintendent or designee shall take or recommend appropriate disciplinary action up to and including termination of employment. When circumstances warrant, the Board, Superintendent, or designee may refer matters to appropriate law enforcement or regulatory authorities. In cases involving monetary loss to the District, the District may seek to recover lost or misappropriated funds.
Gambling
Gambling during the workday on or off District property is prohibited. Gambling on District-owned or leased premises is prohibited at all times.
Gifts And Gratuities
No school employee or official of the District shall receive or offer to receive, either directly or indirectly, any gift, gratuity, or anything of value which they are not authorized to receive from any person, if such person: 1) has or is seeking to obtain contractual or other business or financial relationships with the District or the Board of Education; 2) conducts operations or activities which are regulated by the District or the Board; or 3) has interests which may be substantially affected by the District or the Board.
The receipt of any gift, gratuity, or anything of value as denoted above is contrary to Board policy.
Grievance Procedure
Definitions:
A grievance shall mean a dispute regarding the application of School Board policies regarding an employee's discipline or termination of employment, or a dispute concerning workplace safety as defined below. No grievance shall be processed under this policy unless it is in writing and contains all of the following:
- the name and position of the grievant;
- a clear and concise statement of the grievance;
- the issue involved;
- the relief sought;
- the date the incident or alleged violation took place;
- the specific section of the Policy Manual or workplace safety rules alleged to have been violated; and
- the signature of the grievant and the date.
The term "days" means regular business days, Monday through Friday, other than weekends and holidays regardless of whether the employee or his or her classification is scheduled to work. The time within which an act is to be done under this policy shall be computed by excluding the first day and including the last day.
A "grievant" is an employee as defined by Wisconsin Statutes governing this grievance procedure. At the grievant’s cost and request they may be represented by a person of their choice.
"Workplace safety" means those conditions related to physical health and safety of employees enforceable under federal or state law, or District rule related to: safety of the physical work environment, the safe operation of workplace equipment and tools, provision of protective equipment, training and warning requirements, workplace violence and accident risk.
"Discipline" means oral reprimands (where a written record of the reprimand is placed in the employee’s file), written reprimands, suspension and demotion. Discipline does not include performance reviews, work or improvement plans or corrective actions that do not include a reprimand or other adverse employment action.
"Termination" means discharge from employment. Non-renewals and layoffs (reduction in force) are not considered terminations and are not subject to this procedure unless otherwise required by law.
PROCEDURES
First Step
Within ten (10) days after the facts upon which the grievance is based or should have reasonably become known the employee shall present the written grievance to his/her immediate supervisor. The immediate supervisor shall give a written answer within ten (10) days of receipt of the grievance, with a copy to the District Office.
An employee who has been notified of termination may process the grievance commencing at Step 3.
Second Step
If the grievance is not satisfactorily resolved at Step 1, it may be submitted by the grievant to the District Administrator within five (5) days after having received the answer in the First Step. After receipt of the written grievance by the District Administrator, he/she or the designated representative of the District Administrator will meet with the grievant in an effort to resolve the issue(s) raised by the grievance. Within ten (10) days after the meeting, the District Administrator shall respond to the grievance in writing. The District Administrator shall also determine if the grievance is timely, if the subject matter of the grievance is within the scope of this policy and otherwise properly processed as required by this policy. If the District Administrator is aware of other similar pending grievances, he/she may consolidate those matters and process them as one grievance.
Third Step
Upon the written request of the grievant in response to an adverse decision, the decision at the second step may be appealed by a written statement to the District Administrator particularly describing the reason for appeal. The appeal must be submitted with ten days (10) of the decision in Step 2. If the decision at Step 2 is based in whole or in part on the basis of timeliness, scope of the grievance process or other failure of the Grievant to properly follow the process, the matter shall be referred to the Board, which shall determine whether the matter should be processed further. If the Second Step decision is on the merits of the grievance only, the grievance will be referred to an Impartial Hearing Officer (IHO). The IHO will be designated by the District Administrator. Any costs incurred by the (IHO) will be paid by the School District. The IHO will convene a hearing in the manner the IHO determines necessary. The IHO shall have the authority to administer oaths, issue subpoenas at the request of the parties, and decide if a transcript is necessary. The IHO may require the parties to submit grievance documents and witness lists in advance of the hearing to expedite the hearing. The oral or written statements of students, which would otherwise be hearsay, will be considered by the impartial hearing officer without the direct testimony of students, if other, non-hearsay information is presented. The burden of proof shall be “a preponderance of the evidence.” In termination and discipline cases, the District shall have the burden. In workplace safety cases, the employee shall have the burden. The IHO may request oral or written arguments and replies. The IHO shall provide the parties a written decision.
The IHO may only consider the matter presented in the initial grievance filed by the employee. The IHO shall have no power to add to, subtract from or modify the terms of the Board policy or rule that forms the basis for the grievance.
Fourth Step
Either party may appeal an adverse determination at step three to the Board of Education, by filing written notice in the District Office appealing the decision of the IHO within ten (10) days of the decision of the IHO. The Board of Education shall, within thirty (30) days after submission of the appeal, schedule the review of the IHO's decision. The review will be conducted by the Board during a closed session meeting unless an open session is required by law. The Board may make its decision based on the written decision of the IHO or the Board may examine any records, evidence and testimony produced at the hearing before the IHO. The Board may conduct a hearing if it so determines or if required by law. A simple majority vote of the Board members participating in the review shall decide the appeal (unless a greater number is required by law) within twenty (20) days following the last session scheduled for review. The Board will issue a final written decision which shall be binding on all parties.
Timelines
Failure to process a grievance by the grievant within the time limit, or agreed upon extensions, shall constitute waiver of the grievance and will be considered resolved on the basis of the District's last answer. Failure of a management representative to meet the time limits applicable to responding to the grievance shall constitute a denial of the grievance and applicable time limits for advancing the grievance shall apply. To encourage that grievances are addressed in a prompt manner the time limits set by this policy are intended to be strictly observed and may not be extended except in extreme circumstances and then only upon the express written consent of the parties.
Exclusive Remedy
This procedure constitutes the exclusive process for the redress of any employee grievances as defined herein. However, nothing in this grievance procedure shall prevent any employee from addressing concerns regarding matters not subject to the grievance procedure with Administration, and employees are encouraged to do so. Matters not subject to the grievance procedure that are raised by employees shall be considered by Administration which has final authority, subject to any applicable Board policy or directive, to resolve the matter.
For other matters regarding the conditions of employment not covered under this grievance procedure, see “Resolution of Workplace Concerns” located in the appropriate section of this Handbook.
Harassment and Discrimination
The District is committed to providing fair and equal employment opportunities and to providing a professional work environment free of all forms of illegal discrimination, including harassment. The District shall not tolerate harassment based on any personal characteristic described in the Equal Opportunity section of this Handbook. Harassment and other unacceptable activities that could alter conditions of employment, or form a basis for personnel decisions, or interfere with an employee’s work performance are specifically prohibited. Sexual harassment, whether committed by supervisory or non-supervisory personnel, is unlawful and also specifically prohibited. In addition, the District shall not tolerate acts of non-employees (volunteers, vendors, visitors, etc.) that have the effect of harassing WRPS employees in the workplace. Harassment can occur as a result of a single incident or a pattern of behavior where the purpose or effect of such behavior is to create an intimidating, hostile, or offensive work environment. Harassment encompasses a broad range of physical and verbal behavior that can include, but is not limited to unwelcome sexual advances, physical or verbal abuse, inappropriate jokes, insults or slurs, taunting based on personal characteristics, or requests for sexual favors used as a condition of employment. For additional information, see Board Policy Rule 511 – Non-Discrimination and Equal Employment Opportunity and Board Policy 511.5 – Employee Anti-Harassment.
Rev: 2-13-2017
Individual Professional Staff Contracts
The Board shall employ all professional staff employees by issuing individual employment contracts in accordance with statutory requirements.
Instructional Preparation Time
Elementary teachers will usually receive a minimum of approximately 210 minutes of preparation time per week without student contact and within the regularly scheduled student day. Teachers shall spend this preparation time performing professional duties. Teachers who lose preparation time due to special school activities shall not receive compensation for the lost preparation time. All other time within the regular scheduled workday may be assigned by the Administration. The duty free uninterrupted 30 minute lunch period shall not be counted as preparation time.
Secondary teachers will usually have one preparation period within the student day or a weekly average of approximately five (5) periods preparation time. Teachers shall spend this preparation period performing professional duties. The secondary teacher's duty free uninterrupted thirty (30) minute lunch period shall not be counted as preparation time.
Teachers who lose preparation time due to special school activities shall not receive compensation for the lost preparation time.
Internet Usage
The Wisconsin Rapids District Network (WRDN) and the Internet represent powerful educational resources, which allow users to locate, use, and place information on the worldwide electronic network. The school district network, with Internet access, computers, and software is an educational tool provided by the District for use by district staff and students. The term WRDN will be used to refer to all electronic equipment such as, but not limited to all wiring, equipment, software, computers, telephones, printers, copiers, connections, and services owned, leased, or contracted by the District to support educational and/or administrative functions.
Restricted Uses
Use of these resources is a privilege and not a right. The District reserves the right to restrict or terminate WRDN or Internet access at any time. The District has the obligation to monitor network activity, Internet access, and email to maintain the integrity of the WRDN and ensure adherence to district policies. Users of the WRDN should not assume that information stored and/or transmitted is confidential or secure. WRPS declares unethical and unacceptable behavior just cause for taking disciplinary action, revoking district network and Internet privileges, and/or initiating legal action for any activity through which an individual:
- Uses the WRDN for illegal, inappropriate, or obscene purposes, or in support of such activities. Illegal activities shall be defined as a violation of local, state, and/or federal laws. Inappropriate use shall be defined as a violation of district policies, or uses inconsistent with educational or professional purposes. Obscene activities shall be defined as a violation of generally accepted social standards for use of a community owned and operated communication system; (For a full definition of obscene material or performance, reference Wis. Stat. § 944.21.)
- Uses the WRDN in a manner which violates contractual or license agreements, copyright, or other intellectual property rights;
- Disrupts or disables the WRDN;
- Degrades or disrupts equipment, software, or system performance;
- Uses WRPS technology resources for commercial or financial gain or fraud;
- Uses technology resources for a commercial enterprise or political lobbying unless specifically authorized by the District;
- Expends district resources for personal use;
- Steals data, equipment, or intellectual property;
- Attempts to gain unauthorized access to others’ files or vandalizes the data of another user;
- Attempts to gain unauthorized access to resources;
- Attempts to bypass district Internet filtering system through the use of programs either downloaded from the Internet or brought in on a portable storage device, or through other websites or web services;
- Breaches security by sharing and/or using unauthorized passwords, working from network accounts that are not assigned to the user, forges electronic mail messages, or posts anonymous messages;
- Sends messages that may be discriminatory, harassing, or offensive to others, or material that defames an individual, company or business, or discloses personal information without authorization;
- Invades the privacy of individuals;
- Saves information in unauthorized areas;
- Modifies school district equipment by downloading or installing unauthorized software;
- Modifies school district equipment by changing hardware, software, or control panel settings without authorization; or
- Possesses any data, which might be considered a violation of these rules in paper, disks, or any other form.
Consequences of Violations
Consequences of violation by district staff include but are not limited to:
- Suspension or revocation of Internet access, network privileges, and/or computer access;
- Disciplinary action leading to suspension and/or termination
- Legal action and prosecution by the authorities.
Remedies and Recourses
Individuals accused of any of the violations have all the rights and privileges as stated in the school district policies and contractual agreements and/or handbooks. Board Policy 522.7 Rule - Network and Internet Acceptable Use and Internet Safety Guidelines for Staff have been developed to further detail acceptable uses of district technology resources. Please refer to that document for additional information.
Job Sharing
Job sharing will be continued on a voluntary basis in elementary classrooms. Assessment of the program will be on-going. Teachers in job sharing assignments will be paid appropriate benefits on the basis of District policy.
Teachers in job sharing assignments will be paid at the full daily rate while substitute teaching for the other member of the job share.
Rev. 2-13-2017
Licensure/Certification
For those employees required to be licensed or certified by law, it is the employee’s responsibility to keep an updated copy of his/her current license or certificate on file with the District’s central office. Employees are expected to know the expiration date of their license/certification and meet the requirements for re-licensure or certification in a timely manner. An employment contract with any person not legally authorized to teach or administer in their field of work or subject shall be void. All contracts shall terminate if, and when, the authority to teach or administer terminates. Employees shall maintain the licenses that are in effect upon hire.
Liquidated Damages
Any teacher desiring release from an individual teaching contract may make this written request to the Superintendent. Resignations will not be accepted after July 1 except for extenuating circumstances. Should a teacher breach his/her individual teaching contract or any provision thereof, liquidated damages in the respective amount set forth below shall be either paid or forfeited by the teacher at the option of the Board. Teachers working less than a 1.0 FTE will have liquidated damages pro-rated based on their individual FTE.
- June 16 – June 30: liquidated damages in the amount of $500.00
- July 1 – July 15: liquidated damages in the amount of $1,000.00
- July 16 – up to the first contracted teacher day: liquidated damages in the amount of $2,000.00
- First contracted teacher day and after: liquidated damages in the amount of $3,000.00
The appropriate amount of liquidated damages, pursuant to the above, may be deducted from the teacher’s last paycheck.
The Board in its discretion may waive the liquidated damages for the following reasons:
- Employment transfer of spouse;
- Illness of employee which prevents the employee from the completion of his/her contract;
- Other reasons as determined by the Board of Education.
In the event the District chooses to waive the liquidated damages, the District shall return any damages submitted with the resignation request to the employee.
Any employee involuntarily called into service by the United States government for military duty shall not be assessed liquidated damages under this Section.
Rev: 6-13-2016, 1-14-2019
Nonrenewal
Standard for Nonrenewal for Teachers
Teachers employed in the District are subject to nonrenewal on a statutory basis, as prescribed in Wis. Stats. § 118.22. No teacher shall be non-renewed for arbitrary or capricious reasons. Such nonrenewal shall be exclusively subject to the provisions of Wis. Stats. § 118.22, and is not covered by the grievance procedure under this Handbook.
Outside Employment
Outside employment is regarded as employment for compensation that is not within the duties and responsibilities of the employee’s regular position with the school system. Personnel shall not be prohibited from holding employment outside the District as long as such employment does not interfere with assigned school duties as determined by the District. The Board of Education expects employees to devote maximum effort to the district position in which they are employed. An employee will not perform any duties related to an outside job during regular working hours, or for professional employees during the additional time that the responsibilities of the district position requires; nor will an employee use any WRPS facilities, equipment or materials in performing outside work. When the periods of work are such that certain evenings, days, or vacation periods are duty free, the employee may use such off-duty time for the purposes of non-school employment. In the event it is deemed by Administration that such outside employment is interfering with the expectations of job duties as assigned by the District, the District reserves the right to direct the employee to discontinue the outside employment.
Payroll
Payroll Cycle
The payroll pay cycle begins one (1) month following the first day of work for employees each school year with a pay check for work performed in the previous 30 calendar days and will continue with a pay check every 30 days until the end of the school year in compliance with Wis. Stat. 109.03(1).
Employees may voluntarily request to receive a pay check at least every two weeks to be paid every other Thursday following the first day of work for employees each school year. Employees voluntarily making the request for 26 pay checks must complete and sign a Voluntary Agreement to Receive 26 Pay Checks. At the end of the school year all remaining checks for the school year will be released on the Tuesday following the third Monday in June each school year.
Direct Deposit
Employees are required to participate in a payroll direct deposit plan by completing a District approved Direct Deposit Authorization Form indicating the financial institution where they desire their pay check to be deposited. The completed and signed Direct Deposit Authorization Form must be submitted to the Payroll Department at least one week prior to a payroll date and will be effective for the current and subsequent school years until revoked in writing. Each employee will have access to electronic records containing all their payroll information.
Voluntary Deductions
Teachers may elect to have the District deduct a portion from their salary as designated by the teacher for various deductions as determined by the District.
Rev: 2-13-2017
Personnel Files
The Board of Education recognizes the need to develop and maintain a file on each of the District’s employees. These files will be maintained such that pertinent job-related information is retained. Every reasonable effort will be made to safeguard the individual's privacy. Access to the individual employee's file will be limited to those having an established need-to-know; however, the individual's personnel file is open and available to that person for examination, except that professional credentials are exempted. The Director of Human Resources is directed to establish guidelines governing the development, implementation, maintenance, and accessibility of said personnel files.
An employee shall have the right, upon request and consistent with the timelines and content limitations specified in state law, to review the contents of his/her personnel file, at least two (2) times per calendar year, while in the presence of the Director of Human Resources or his/her designee. The employee shall be entitled to have a representative accompany him/her during such review. This examination must be accomplished in the presence of the person officially charged by the Superintendent with custody of those files. The removal of this file from the safekeeping place will be done by the official personnel file custodian. The employee’s personnel file or any part thereto may not be removed from the visual presence of the official custodian. An employee shall have the right, upon request, to receive copies of any documents contained in the personnel file except those delineated in Wis. Stat. § 103.13(6), upon payment of the actual cost for making such a copy.
An employee who is involved in a current grievance against the District may designate in writing a representative of the Union or other representative to inspect the employee’s personnel records which may have a bearing on the resolution of the grievance, except as provided for in Wis. Stat. 103.13(6). The District will allow such a designated representative to inspect the employee’s personnel records in the same manner as provided for in Wis. Stat. 103.13(2).
After reviewing his or her personnel records, the employee has the right to request that records he or she believes to be inaccurate or obsolete be removed from his or her file. If the District denies the request, the employee has the right to file a written statement explaining the employee’s position and have that statement attached to the disputed record. The employee’s statement shall be included whenever that disputed portion of the personnel record is released to a third party, as long as the disputed record is part of the file. Wis. Stat. § 103.13(4)
Physical Examination
All new employees of the Wisconsin Rapids Public Schools shall have a physical examination, or submit proof of an examination within the past 90 days. The physical examination shall include a screening questionnaire for tuberculosis approved by the department of health services and, if indicated, a test to determine the presences or absences of tuberculosis in a communicable form. If the employee is found to have communicable tuberculosis, the employee's employment shall be declared void in compliance with state law. Employee physical examinations required by the Board of Education shall be paid for by the District in accordance with the current District practice and Wisconsin Statutes.
An employee may be exempt from the physical examination requirement for religious reasons only if an affidavit has been filed with the District claiming such an exemption. If there is reasonable cause to believe that such employee is suffering from an illness detrimental to the health of pupils, a health examination may be required to determine whether or not the employee is suffering from such an illness.
Certificates of examination shall be maintained in the Human Resources Office in a separate medical personnel file with any recommendations from the employee's physician.
- Examination: Upon initial employment and at intervals determined by the Board, physical examinations shall be required of District employees in accordance with Wis. Stats. § 118.25. Upon initial employment, evidence that employees are of sound health, sufficient to perform the essential functions of their assignment, is necessary to make binding the offer of employment with the District.
- Fitness for Duty: A physical and/or mental examination may be required (at District expense) when the District believes reasonable doubt exists concerning the current ability of an employee to perform his or her duties, or a risk of harm is presented to the employee, co-workers, or students. Failure or refusal to comply with this request, or failure to provide a doctor’s certification of health may result in termination.
Rev: 2-13-2017
Political Activity
Employees may exercise the rights and privileges of any citizen in matters of a political nature consistent with the following restrictions:
School employees shall avoid any type of activity during their “on duty” hours which could be interpreted reasonably as supporting or opposing any referendum, candidate for public office, legislation, or political action.
No school employee shall, during hours for which pay is received, or during school sponsored activities, use any time, classrooms, buildings, property, pupils, school equipment, or materials for the solicitation, promotion, election, or defeat of any referendum, candidate for public office, legislation, or political action.
Professional Growth
Requirement to Remain Current
All teachers shall engage in independent and active efforts to maintain high standards of individual excellence. Such efforts shall include keeping current in each specific and applicable area of instruction, Board established curriculum, as well as continuing study of the art of pedagogy. This can be accomplished through several venues such as college course work, professional development offerings through the District, conference/workshop attendance, and study groups.
Revised: May 13, 2024
Professional Hours/Workday
Normal Hours of Work
Teachers are professional employees as defined by the federal Fair Labor Standards Act and the Wisconsin Municipal Employee Relations Act, Wis. Stat. § 111.70(1)(l). Although professionals’ work is not limited to any specified number of hours or days per week, the “normal” hours of work for full-time employees in positions authorized as “40 hours per week” are considered to be a minimum of eight (8) hours per day Monday through Friday, including a duty-free thirty (30) minute lunch period. The actual workday for each building shall be established by the Board or designee.
Professional Hours
Teachers are responsible for the completion of their duties as set forth in the teacher job description and those other duties specific to each teacher’s position.
Professional work hours are governed by the following:
- The on-site starting and ending times for employees are determined by the Board. The normal work day will be eight (8) hours.
- Teachers are required to attend administratively called meetings and school sponsored events.
Flexible Time: employees may be provided the opportunity to participate in an alternative work schedule that modifies the beginning and ending time of the employee’s work day. The minimum hours worked for the day will remain the same, but the beginning and ending times may be different than that of the set building schedule.
Employees may also have the opportunity, on an infrequent basis, to flex their daily work schedule due to unforeseen circumstances. In both instances, building administrative approval is required.
Reduction in Force
Reasons for Reduction in Force
At times it may be necessary to reduce the number of staff employed by the District. In the event that the District, in its sole discretion, determines that it is necessary to reduce the number of staff, the following procedure which provides consideration for the exceptional teacher without exclusive emphasis on seniority, will be utilized.
Selection for Reduction – Steps
For certified staff, the elimination of a position does not necessarily mean the employee occupying the position will be dismissed. When determining who will be displaced as part of a reduction in force, the District will consider the following criteria:
- Educational Needs of the District: Needs as identified and determined by the District in accordance with its constituted authority.
- Qualifications as Established by the District: Including, but not limited to specific skills, certification [if applicable], training, leadership, evidence of professional growth, adaptability to other assignments (academic and co-curricular), District evaluations, etc.
- Qualifications of the Remaining Employees in the Grade Level, Department or Certification Area: Relevant qualifications will be those experiences and training that best relate to the position(s) being maintained and other district needs as determined by Administration. These experiences may include but not be limited to current and past assignments, and practical experience in the area of need.
- Performance of the Employees Considered for Reduction: Effectiveness of teaching and in professional responsibilities of the employees under consideration as previously and currently evaluated, their collaborative work on learning teams, contributions toward implementing school and district improvement initiatives designed to improve student achievement, and professional conduct.
- Length of Service of the Employee: Is defined as length of service with the District commencing on the most recent date of hire in a certified position. The District will annually produce a length of service list.
Although length of service in the District will be considered when reducing positions, it will not be the sole deciding factor in any decision regarding who will be displaced. Employees who are displaced do not have any right to displace or “bump” another employee.
Reemployment Process
An employee who has been non-renewed by the District may apply for any open position for which he/she is qualified, but he/she does not have any right to be recalled to a position.
In calculating an employee’s length of service to the District, any time allocated to a non- renewal will not be included.
Non-renewed employees shall suffer no loss of sick leave, or other accrued benefits if rehired within one (1) year.
Rev: 2-13-2017
Requisitions and Payment Requests
All payment requests and requisitions for materials must be preapproved by a supervising administrator.
Resolution of Workplace Concerns
The following procedures will be used to reconcile disputes or concerns which do not fit within the dispute parameters addressed in the “Grievance Procedure:”
Step 1
Employees should discuss any problem or complaint with his/her immediate Supervisor to determine if the dispute or concern can be resolved.
Step 2
If the dispute or concern cannot be resolved at Step 1, the employee must file a written statement with their immediate Supervisor or, if the dispute or concern is with or against the immediate Supervisor, with the Director of Human Resources no later than ten (10) calendar days from the date the employee first became aware of the conditions leading to the dispute or concern. The written statement shall include: (1) a summary of the facts pertaining to the dispute or concern, (2) a listing of all parties involved, (3) the remedy sought by the employee, and (4) the employee’s signature. The immediate Supervisor or the Director of Human Resources, as applicable, shall respond to the employee in writing within seven (7) calendar days of receipt of the written statement.
Step 3
If the dispute or concern is not resolved at Step 2, the employee may appeal a denial by the immediate Supervisor and Director of Human Resources to the Superintendent within ten (10) calendar days from the immediate Supervisor’s and Director of Human Resources’ decision. The Superintendent shall meet with the parties to discuss the matter. Within seven (7) calendar days of the meeting, the Superintendent shall issue a written decision which is binding.
Safety
All employees shall adhere to WRPS safety rules and regulations and shall report unsafe conditions or practices to the appropriate supervisor. It is essential for all employees to be familiar with, know the location of, and adhere to the District Crisis Action Plan and Emergency Management Guide. Teachers must remain in the classroom or with their group during regular assigned periods.
School Calendar
The school calendar shall be determined by the Board. The calendar shall consist of 190 scheduled days. The determination of the structure of the days, e.g. instructional, in-service, workdays, holidays, etc., shall be at the discretion of the Board with consultation from the professional staff.
Social Media
The purpose of this section is to define expectations for WRPS employees who participate in social media (e.g. blogs, Facebook, Twitter, YouTube, etc.), whether the employee identifies himself/herself as an employee or not. The District would like to ensure that messages are consistent with the image, brand, reputation, values and mission of the District and the District is reflected in a favorable light.
The expectations are to be followed by WRPS employees who discuss the District in blogs and other websites, including social media sites. The expectations apply when employees are creating content about the District on their own sites or commenting on other sites. The expectations also apply to WRPS employees who participate in blogs or social media that contain content unrelated to the District. Nothing herein is intended to, or shall be construed to, limit or restrict lawful employee communications concerning the terms and conditions of employment.
If an employee communicates on the Internet about the District or school WRPS-related matters, the employee:
- Is subject to all applicable WRPS policies. For example, staff must not share confidential or proprietary information about the District, its students, employees, or business contacts. Employees who do not comply with this expectation may be subject to disciplinary action up to and including termination.
- Should disclose the employee’s connection and role with the District, making it clear that the employee is only speaking on behalf of the employee, and not on behalf of the District.
- Will use good judgment that reflects both the employee and the District in a positive, favorable light, and strive for accuracy in communications. Errors and omissions (intentional or unintentional) may reflect poorly on the District, and may give rise to legal liability for the employee or the District.
- Should be respectful and professional to fellow employees, students, business partners, competitors and customers. Avoid using unprofessional online personas. Profanity, lewd or disparaging commentary is never appropriate.
- Will use a personal e-mail address as the only means of e-mail identification. Should an employee need to use social media as a requirement of their job, using the employee’s WRPS e-mail address will be allowed, upon receipt of authorization from Administration.
- Is not authorized to represent the WRPS organization in open forums on Internet news websites.
- Should consult an administrator or the Director of Human Resources if the employee has any questions about what is appropriate to include in a blog, social networking posting or profile, or any other Internet location.
- Should report potential violations of this policy or inappropriate commentary about the District on public social media outlets to a supervisor or the Director of Human Resources.
The District reserves the right to request that certain subjects are avoided, certain posts are withdrawn and, inappropriate comments are removed.
Employee use of social media exposes the District to the potential for a number of legal claims, including but not limited to: defamation, invasion of privacy, harassment (e.g., sexual harassment), misleading endorsements or testimonials when the connection between the District and WRPS employees is not conspicuously communicated, and breach or misappropriation of confidential/trade-secret information. Employees should be cognizant and mindful of the potential consequences connected with individual access and participation in social media.
Penalties for violating the social media expectations will vary depending on the nature and severity of the specific violation. Any employee who violates the social media expectations may be subject to disciplinary action, suspension, and/or termination of employment, and face civil or criminal prosecution under federal and/or state law.
Severance from Employment
An employee's employment relationship shall be broken and terminated by:
- termination pursuant to the terms of this Handbook and the employee’s individual contract [if any]
- voluntary resignation
- retirement
- nonrenewal of the employee’s contract, [only applicable to employees where nonrenewal rights are provided under Wisconsin Statutes]
- failure to return to work the day following the expiration of an authorized leave of absence
- job abandonment
Student Solicitation
Teachers shall not permit to be read to pupils or circulated among them, any advertisement of any kind, nor shall they allow any person to exhibit any book or other article to pupils, nor shall they distribute any books, bills, petitions, other articles, or make announcements of any kind not relating to school, nor shall pupils or others be allowed to sell tickets of any kind in school buildings without the consent of the building administrator. Only announcements of outside entertainment and activities, which the building administrator deems entirely worthy and appropriate, should be occupied by any solicitors or agents, or the exhibition of any books or apparatus except by the consent of the building administrator.
Summer School Assignments
All current teachers in the District may apply for summer school positions by completing a District Summer School Application. Employees teaching summer classes shall be given a summer school session contract in accordance with Wis. Stats. § 118.21.
Rev. 2-13-2017
Teacher Assignments, Vacancies and Transfers
Determination of Assignment
Teachers will be assigned or transferred by the Superintendent of the District and/or his/her designee.
Transfer Requests
Teachers may express in writing to the Superintendent and/or his/her designee their preference of:
- school
- grade level
- subject
Such requests must be made in writing and submitted to the Director of Human Resources no later than the date indicated each year for the following school year. Consideration shall be given to such requests, but the final determination will be made by the Superintendent or his/her designee.
Job Posting
When a position becomes vacant or a new position is created, notice of such available position may be posted on the District’s website for a minimum of five (5) days. The District retains the right to temporarily fill vacant positions at its discretion during the posting and selection period. The posting notice shall include the date of posting, the job title, the full-time equivalency, the anticipated start date and the qualifications required for the position.
Process for Filling Vacancies
An employee who applies for a vacant position, prior to the end of the posting period, may be granted an interview for the position. The District retains the right to select the most qualified applicant for any position based upon stated job qualifications/descriptions (this does not prohibit the District from considering qualifications that are related to the position and exceed those minimum qualifications listed in the job posting). The term “applicant” refers to both internal candidates and external candidates for the position. The District retains the right to determine the job qualifications/descriptions needed for any vacant position.
Involuntary Transfers
When the District determines that an involuntary transfer of an employee is necessary, due to the District's inability to fill a vacancy or a new position according to the procedures set forth above, or of the need to move the teacher for other reasons, the District may, at its discretion, transfer an employee in the District qualified for the position. No employee will be involuntarily transferred by the District without notice from the Superintendent and/or his/her designee. An employee who is involuntarily transferred shall suffer no loss of wages, hours, or other fringe benefit as a result of such transfer.
Rev: 2-13-2017
Teacher Mentoring
The New to the District Teacher Mentor Program exists to support each new teacher within the Wisconsin Rapids Public Schools. Each teacher, new to the district, will be assigned a mentor to assist them with issues related to new teacher concerns as well as assist them with learning the policies and procedures related to the Wisconsin Rapids Public Schools. Specific questions related to the teacher mentoring program should be directed to the Director of Teaching and Learning.
The New to the District Teacher Orientation Program occurs prior to each school year. Teachers new to the district will be required to spend up to the hourly equivalent of three (3) work days prior to the beginning of school in the New to the District Teacher Orientation Program, and up to nine (9) evening meetings participating in collaborative exchange with neighboring district teachers. Both the three daytime and nine evening required events are considered part of the “New to the District Teacher’s” condition of employment, and are without additional compensation.
Teacher Supervision and Evaluation
The Wisconsin Rapids Public Schools believes in maintaining high quality instruction for every student, enabling each to achieve his/her potential. This is accomplished through assessment of teachers’ ongoing professional development, instructional preparation, and facilitation of student learning.
Rev: 2-13-2017
Vehicle Use / Private Vehicle Use / Mileage Reimbursement
Travel Allowances or Mileage Reimbursement
All employees who operate a District vehicle, mobile equipment, or persons who receive a District travel allowance or mileage reimbursement may undergo a driver’s license record check at any time at the sole discretion of the District. Mobile equipment includes but is not limited to such equipment as street vehicles (cars/trucks), tractors, riding lawnmowers, forklifts, pallet jacks, ditch witches, and golf carts.
Employees will be reimbursed for required travel in accordance with established Board policy and administrative guidelines. Mileage reimbursement requests are to be submitted for approval to the employee’s immediate supervisor.
Notice of Motor Vehicle Violations
All employees who operate a District vehicle, mobile equipment, or receive a District travel allowance or mileage reimbursement must notify their immediate supervisor immediately following any driving citation or conviction of a motor vehicle violation received while on the job. Supervisors receiving such notice will notify the Human Resources Department on or before the beginning of the next work day. Payment for any citation received while operating any vehicle in the course of employment is the responsibility of the employee. Employees are required to report to their immediate supervisor any and all citations or convictions received by an employee while operating any motor vehicle, regardless of type, while off the job prior to returning to work or resuming operation of any motor vehicle in the course of employment.
Commercial Driver's License (CDL)
In addition to the notice requirements described above and pursuant to CDL Requirements, a CDL driver must notify his/her employer, in writing and within 30 days, of a conviction for any motor vehicle violation, regardless of the type of vehicle being driven at the time of the violation.
Drivers
All drivers of motor vehicles owned by the District and used for the transportation of pupils shall be under written contract with the Board. Wis. Stat. § 121.52(2)
Private Vehicle Insurance
Employees who transport students for school activities in private vehicles shall be responsible to certify that the following minimum insurance policy limits are in place: $500,000 combined single limit (CSL) liability, $250,000/$500,000 bodily injury and $100,000 property damage. Student transportation in private vehicles will be utilized as infrequently as possible. Employees must notify and receive approval from the student’s building administrator or designee prior to transporting any student(s) in a private vehicle for school activities. Such approval shall be in compliance with all applicable state and federal laws and administrative code provisions and shall include, but not be limited by enumeration, a review of the employee’s driving record and an examination of the private vehicle to be used. All transportation of students will be conducted in accordance with Board policy. Wis. Stat. § 121.555
Private Vehicle Reimbursement
Damage to private vehicles while used as authorized above for transporting students for school activities may be reimbursed by the District, in its sole discretion, provided the District’s maximum reimbursement shall not exceed the insured deductible amount to a maximum deductible amount of five hundred dollars ($500.00). No such reimbursement shall be provided where the employee is found to be liable in any degree for the damage to the private vehicle.
Weapons on School Premises/Property
In accordance with Board Policy 522.9 – Possession or Use of Weapons - Staff/Employees, the Board of Education prohibits staff members from possessing, storing, making, or using a weapon, look-alike weapon or facsimile in any setting that is under the control and supervision of the District for the purpose of school activities approved and authorized by the District including, but not limited to, property leased, owned, or contracted for by the District, a school-sponsored event, or in a District vehicle, without the permission of the Superintendent of Schools/designee.
Employees who violate Board Policy 522.9 – Possession or Use of Weapons - Staff/Employees will be subject to disciplinary action, up to and including termination, and may be referred to law enforcement officials.
If employees have questions regarding Board Policy 522.9 – Possession or Use of Weapons - Staff/Employees, or the rights they retain as provided to them by Wis. Stat. § 175.60, please contact the Director of Human Resources.
Rev: 2-13-2017
Worker's Compensation and Reporting Requirements
Any employee who is injured on the job shall report the injury to their building office staff or school nurse. If medical treatment is not sought, the injury will be logged on a “Minor Injury Incident Report” form. If medical treatment is needed, the employee will be provided with a “Medcor Workplace Injury Reporting” packet. Medcor should be called to report the injury PRIOR to seeking treatment for all non-emergency, non-life threatening injuries. A listing of preferred treatment centers is included in the reporting packet. When treatment is sought, a visit summary, including a return to work date and any restriction recommendation must be obtained and submitted to the Business Services Department.
Any employee who is injured on the job shall receive such compensation as prescribed by the Worker’s Compensation Laws of the State of Wisconsin. The insurance carrier(s), program(s), and coverage(s) will be selected and determined by the Board of Education.
Rev: April 11, 2022
Work Spaces and Privacy Expectations
Employees shall have no expectation of privacy with respect to any item or document stored in or on WRPS-owned or leased property which includes, but is not limited to, WRPS-owned technology devices, desks, filing cabinets, mailboxes, lockers, tables, shelves, and other storage spaces in or out of the classroom. Accordingly, the District may at any time and in its sole discretion conduct a search of such property, regardless of whether the searched areas or items of furniture are locked or unlocked.
Part III - Benefits
Deferred Compensation
125 Flexible Spending Plan
Rev: 10-13-2014
A Section 125 Flexible Spending Account, also commonly referred to as a Cafeteria Plan, will be made available to employees eligible for the District sponsored Health Insurance Plan. The plan provider(s), and program(s) will be selected and determined by the Board.
403(b) Salary Deferral
Employees shall have the opportunity to participate in the WRPS’s Internal Revenue Service (IRS) Code 403(b) Savings Program and invest their money through salary deferral in qualifying IRS Code 403(b) investment vehicles with a vender from the District list of approved vendors.
The purchase of the annuity will be optional for the individual employee. Employees will be required to sign an agreement to authorize 403(b) deductions from their salary. The Employee acknowledges the WRPS makes no representation to the Employee regarding the advisability, appropriateness or tax consequences of any salary reduction agreement, participation in a tax sheltered annuity, or the company which issues the annuity contract or which invests the Employee’s salary reduction funds. The Employee agrees the WRPS shall have no liability whatsoever for any loss, solvency, operation or benefits provided by the 403(b) vendor.
457 Deferred Compensation Plan
Employees may defer salary through the Wisconsin Deferred Compensation Plan (457). The plan limitations and salary deferral rights will be those permitted by the 403(b) unless the Deferred Compensation plan’s rules are in conflict, in which case the Deferred Compensation rules shall apply.
Dental Insurance
The Board shall provide dental insurance to eligible employees as described in Appendix A. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
Post-Employment Insurance Benefit
Eligibility and Application
Any regular full or part-time teacher with at least 15 consecutive years of employment in the District, who is eligible to receive the District health insurance benefit and is electing to take the District’s group health insurance plan at the time when the retirement request is submitted, and who is eligible to receive benefits from the Wisconsin Retirement System is eligible to participate in the health retirement benefit described below. For part-time teachers hired prior to 7/1/1997, the years of service criteria will be based upon the total number of years of service rather than cumulative FTE (seniority). Employees hired July 1, 2025, or after are no longer eligible for this benefit.
Teachers age 55 or 56, who meet the aforementioned years of service criteria, may maintain participation in the District’s group health insurance plan at no cost to the District until age 57. Teachers may retire only at the end of a school year.
Retirement benefits described below are available to teachers who retire from their regular duties, age 57 up to Medicare eligibility, not to exceed eight years. Health retirement benefits cease upon Medicare eligibility, or eight years from the date of retirement, whichever comes first. Participants in the health retirement benefit must maintain continuous coverage in the District’s group health insurance plan from the time of retirement and up to the time of achieving Medicare eligibility (not to exceed eight years). Should a participant in the health retirement benefit cause a break in coverage to occur with the District’s group health insurance plan prior to achieving Medicare eligibility, the health retirement benefit shall cease.
This policy shall not apply to any teacher who is discharged or non-renewed.
The request for participation in the health retirement benefit must be filed with the district administrator (or designee) no later than the Friday prior to the March Personnel Services Committee meeting for retirement at the end of the school year.
Rev: February 13, 2017, July 9, 2018, March 8, 2021, October 14, 2024, January 12, 2025
Benefits
For those teachers who are eligible and maintain continuous coverage in the District’s group health insurance plan, the Board shall contribute an amount of money for the 2026 health insurance policy year which is the lesser of 85% of the premium for active employees, or 85% of the group health insurance premium during the last year of their employment towards either the annual single or family premium of the least expensive health plan offered. Future contributions will be frozen at the 2026 premium amount.
If the employee receives any unemployment compensation or disability insurance benefitsfrom the District during the period of time designated for receipt of the health retirement benefit, all benefits associated with this section shall cease.
A teacher electing to participate in the health insurance retirement benefit under this provision forfeits all full-time re-employment rights with the District.
Rev: April 28, 2014, July 9, 2018, January 12, 2026
403(b) Match/Vesting Benefit Eligibility
Certified staff (teacher contract group and administrators), Athletic Director, School Psychologists, School Nurses, and Level 8 secretaries starting after July 1, 2025, will be provided with a 403(b) non-elective contribution of $500 per year and the opportunity to receive a 403(b) non-elective match of up to $1,500 per year. Staff members receiving this benefit will not be eligible for the District's postemployment insurance benefit.
Staff would be able to contribute their elective 403(b) contribution on a pre-tax or Roth basis to any approved vendor in the district’s approved plan; however, the non-elective contributions would be remitted only to WEA Member Benefits. Once the employee is 100% vested, they can move the non-elective contribution to another approved vendor in the plan if they choose to do so.
Vesting would be on an 8-year graded schedule, based on the date of hire.
- 25% vested after 2 years
- 50% vested after 4 years
- 75% vested after 6 years
- 100% vested after 8 years
To receive the 403(b) non-elective contribution of $500 per year and the opportunity for a 403(b) non-elective match up to $1,500 per year, the employee must be employed by the district in September of the following year when the matching payment is made. If the employee retires, they would receive the non-elective contributions benefit payout in June.
Employees must start on or before January 1st to be eligible for the above benefit and complete the school year as per their contract.
The unvested portion would become immediately vested upon the employee's death, upon attainment of age 65, or if they qualify for disability as per the Social Security Administration's definition.
Rev: January 12, 2026
Health Insurance
The Board shall provide health insurance to eligible employees as described in Appendix A. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
Liability Insurance
The Board carries liability insurance which provides coverage for the acts of employees performed in accordance with their duties and within their scope of employment. Employees shall be covered for liability in accordance with the terms of the District's liability insurance policy. Employees may inspect the District's liability insurance policy upon request.
Life Insurance
The Board provides life insurance to eligible employees as described in Appendix A. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
Long Term Disability (LTD)
The Board provides long-term disability insurance to eligible employees as described in Appendix A. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
No Claim
No employee shall make any claim against the Employer for additional compensation in lieu of or in addition to the cost of coverage because said employee does not qualify for or choose to take an insurance plan.
Wisconsin Retirement System (WRS)
The Board shall contribute the employer’s share. The employee shall pay the employee’s required WRS contribution.
Part IV - Leaves Of Absence
Bereavement Leave
An employee shall be paid for scheduled time lost in case of a death in the employee's immediate family (spouse, children, father, mother, father-in-law, mother-in-law, sister, brother, domestic partner, sister-in-law or brother-in-law) but not to exceed three (3) working days. Bereavement leave days do not need to be used consecutively.
One (1) day of bereavement leave shall be granted for the purpose of attending the funeral in the event of the death of an employee's grandparent or grandchild.
The Superintendent or Director of Human Resources may grant up to three (3) non-accumulative bereavement leave days per year in the event of the death of a person or persons not already mentioned, for special circumstances, after consultation with the teacher affected. Such leave will be deducted from accumulated sick leave.
One (1) day of funeral leave will be granted for attending the funeral of a person not listed. Such leave will be deducted from accumulated sick leave.
Leave for two (2) hours a day or less may be granted by the building administrator in accordance with District practice on emergency leave.
Additional Time
If additional time off becomes necessary and is requested by the employee, such time may be granted at the discretion of the Superintendent. Such time will be deducted from accumulated sick leave.
Court Appearance
A leave of absence with pay shall be granted to enable an employee to answer any summons or subpoena unless the same has been issued by reason of an alleged violation of law committed by the employee. The Board agrees, however, that it will pay employees for all scheduled working time spent in court in connection with civil lawsuits arising out of the employment covered by this Handbook.
A leave of absence shall be granted to enable an employee to serve jury duty. The employee shall receive regular salary and benefits for any day on which the employee is regularly scheduled to work, less any jury duty pay. The employee will provide the employer a copy of compensation received from the court in payment for jury duty.
Emergency Leave
The Superintendent may grant up to two (2) days with pay for emergencies for each occurrence. Written notification to the Superintendent will be required in a timely manner, but need not be filed before the leave. The Superintendent may grant additional time for illness or injury or other reasons, after consultation with the individual affected. All emergency leave will be deducted from sick leave.
Military Leave of Absence
Any employee who has enlisted or enlists in, or who has been or is inducted or ordered into active service in the Armed Forces of the United States, pursuant to the Uniform Services Employment and Re-employment Rights Act of 1994 (USERRA) and Wisconsin Statutes or any act or law amendatory thereof, shall be granted all rights and privileges provided by the USERRA and Wisconsin Statutes.
Personal Leave
Two (2) days per year shall be granted to each teacher for personal days. The teacher shall notify the building administrator at least 48 hours prior to the leave, if possible, and preferably in writing. Such leave shall not be taken on the day prior to or following a break, vacation or convention.
One (1) personal day will be free (no cost to employee to cover cost of substitute). Personal day(s) entered 30 days or more prior to the requested day(s) off will be approved without the condition of securing a substitute teacher. Personal day(s) entered less than 30 days prior to the requested day(s) off shall be conditioned by the ability to secure a substitute teacher. Low substitute availability may lead to the day being denied.
Mondays and Fridays will be capped at three (3) personal days for the entire staff in buildings with student enrollment over 500, two (2) personal days in buildings with enrollment between 201 and 499, and (1) personal day in buildings with enrollment of 200 and below. Personal days will be approved on a first-come, first-served basis.
The cost of the substitute teacher shall be deducted from the salary of the teacher taking their second personal day leave (regardless of whether or not a substitute teacher is actually needed).
If the accumulated sick leave balance as of the first working day of the school year is 120 days, the second personal day will not require payment for the substitute teacher by the employee.
One unused personal day per year will be converted to accumulated sick leave, the next school year.
Rev:9/9/2025
Professional Improvement and Teacher Exchange
The Board shall grant at least two (2) leaves of absence, without pay, to employees having at least six (6) years continuous service with the School District of Wisconsin Rapids, its predecessors or successors, for periods of not less than one (1) semester or more than one (1) year, provided the following requirements are met:
Application for all leaves must be made not less than ninety (90) days prior to the time the leave is to commence.
Leaves will be granted dependent on the availability of substitutes or replacements.
All applications for leaves must have the approval of the Superintendent of Schools endorsed thereon.
Leaves shall be considered by the Board with the expectation that they will benefit the District and the pupils thereof, and assure more effective service from the person on leave. The number of leaves granted at any one time may be limited by the Board.
Prior to any leave being granted, the employee must file with the Superintendent of Schools, an agreement in writing binding the employee to remain in the service of the Board for at least one (1) year after the expiration of the proposed leave. Said agreement shall not be binding in the event the employee resigns for reasons of ill health upon completion of the leave.
When an employee's leave of absence exceeds thirty (30) calendar days, the employee shall be offered the opportunity for continuation coverage of group insurance in accordance with the Consolidated Omnibus Budget Reconciliation Act (COBRA), and the employee will be responsible for payment of all insurance premiums effective with the first day of the leave. When an employee's leave of absence is thirty (30) calendar days or less, the Board will continue to make its full contribution toward the insurance premiums of the employee.
Employees who have been granted a leave of absence and have not returned to work within one (1) calendar year from the start of the leave shall relinquish all employment rights.
Completion of Leaves of Absence
At the completion of any leave of absence, the following rules shall apply:
Each returning employee must make a report in writing to the Superintendent of Schools consisting of a statement setting forth the number and nature of any credits earned towards another degree, the evidence of the professional value of travel undertaken, or a physician's statement of health.
Each returning employee who has been on leave for the purpose of improving professionally through advanced training shall be compensated at the same level of pay they received prior to the commencement of the leave.
Each returning employee shall, whenever possible, be reassigned the position held prior to the leave if said position exists or be assigned to whatever position the Board believes the employee is qualified to hold in view of any additional training, experience or change in health of the employee.
Additional Leaves
A second, third or subsequent leave of absence shall not be granted to an employee until the employee has re-established eligibility by completing another period of six (6) years of continuous service with the District for each leave desired.
Sick Leave
Accumulation
Sick leave time shall be accumulated as follows:
Upon the first contract day of the year, all continuing employees shall be credited ten (10) sick days. Initial employees will be credited ten (10) sick days upon the completion of their first contract day.
Employees may accumulate no more than one hundred twenty (120) days of unused sick leave.
Sick Leave Benefits
All regular full-time employees shall be paid sick leave benefits for all regularly scheduled working time lost by reason of illness or injury as defined herein, up to the total time accumulated by the employee. The Superintendent may require substantiation of said illness or injury.
Routine appointments of any kind are deducted from employee personal days. Sick leave can be used for dependent and self for doctor visits that address a problem.
Part-time teachers shall accumulate sick leave benefits on a pro rata basis.
Definitions and General Provisions
Any disability payments received under the Worker's Compensation Act may be payable to the Board by the teacher and the teacher shall in lieu thereof receive sick leave benefits as defined herein.
Time lost due to the closing of schools by order of the County Board of Health or other competent authority shall not result in any loss of wages or accumulated sick leave.
All sick leave benefits shall terminate and/or be forfeited upon termination of employment for any reason.
An employee returning from any illness or injury, whether or not sick leave benefits have been paid, may be required to submit to a medical examination at the expense of the Board or furnish a medical doctor's certificate of health prior to returning to work, in order to safeguard the health of students and fellow employees.
Any employee who has been proven to obtain sick leave benefits by fraud, deceit, or falsified doctor’s statement shall be subject to suspension, discharge or other penalty as determined by the Board.
Sick leave benefits may be used for the purpose of time lost for oral surgery or physical examinations required for diagnostic purposes or required medical or psychological treatments. Oral surgery shall be deemed to be the treatment of the diseases, injuries or defects of the human jaw and the associative structure including extraction, periodontal surgery, injury, or any cutting with a knife.
Up to ten (10) days of accrued sick leave may be used annually to care for ill or ailing members of an employee’s immediate family (mother, mother-in-law, father, father-in-law, children, spouse, and domestic partners). Such leave shall be deducted from accumulated sick leave. Said days shall be for illness or ailments not covered under the Family and Medical Leave Act.
In addition, up to ten (10) days of accrued sick leave may be used annually to care for ill or ailing members of an employee’s immediate family (adult children, adult siblings, and grandchildren) who are not covered under the Family and Medical Leave Act. Such leave shall be deducted from accumulated sick leave.
Physical Assault on Teachers
Time lost through physical injury resulting from a student's assault on a teacher while the teacher is performing authorized school-related duties shall not be charged against the teacher's sick leave. The Board will pay the difference between the teacher's regular salary and Workman's Compensation disability benefits paid to the teacher.
Rev: 6-11-2018
Special Leaves
A leave of absence without pay may be granted upon approval by the principal and the Superintendent under special or exceptional circumstances, depending upon the availability of substitute teachers.
When an employee's special leave of absence exceeds thirty (30) calendar days, the employee shall be offered the opportunity for continuation coverage of group insurance in accordance with COBRA, and the employee will be responsible for payment of all insurance premiums effective with the first day of the leave. When an employee's special leave of absence is thirty (30) calendar days or less, the Board will continue to make its full contribution toward the insurance premiums of the employee.
When special leave is used to attend conventions, conferences, or other meetings with one's spouse, to attend meetings which are unrelated to the employee's teaching, to investigate business opportunities not related to the employee's teaching responsibilities, or to conduct business not related to the employee's teaching responsibilities, personal leave shall not be granted for the contract day before or the contract day after the period of special leave. The Superintendent may grant personal leave in combination with special leave for family related matters or other matters not specifically excluded above, after consultation with the teacher requesting the leave.
Special leaves of absence shall not exceed one (1) calendar year. Employees who have been granted a special leave of absence and have not returned to work within one calendar year from the start of the special leave shall relinquish all employment rights.
Visitation Leaves
A leave of absence with pay may be granted to enable an employee to attend professional meetings and make visitations for up to one (1) day during the school year, provided that said leave has been approved by the Superintendent or his/her designee and has been applied for in writing as far in advance as possible.
Rev.2-13-2017
Appendices
Appendix A - Insurances
Dental Insurance
The Board shall provide dental insurance to eligible employees as described below. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
Minimum Hours for Any Board Contribution: An employee whose individual contract has an assignment of eighty percent (80%) of full-time equivalency or greater is eligible to participate in the District’s dental insurance. Employees whose assignments are less than eighty percent (80%) of a full-time equivalency are not eligible to participate in the District’s insurance and are not eligible for any District premium contribution.
Both Spouses Employed by the District: If both spouses are employed by the District and are eligible for insurance, the employees shall be eligible for one family plan or two single plans, whichever is appropriate for the employees. The premium contributions for spouses shall be no different than the premium contribution for a similarly-situated employee whose spouse does not work for the District.
Commencement and Termination of Benefits: Coverage will commence on the employee’s first day of employment. The insurance benefits described in Appendix A terminate according to the following schedule:
- If an employee resigns or is terminated during the term of his/her individual contract, District coverage shall cease at the end of the month the resignation or termination becomes effective.
- If an employee resigns or is terminated who has completed the school year, his/her insurance benefits shall terminate as of August 31.
Premium Contributions:
Single Coverage: For employees who are eligible for and select single coverage, the District shall pay fifty percent (50%) of the single premium of the dental insurance plan. Employees shall be responsible for the remaining portion of the premium (50%) through payroll deduction.
Family Coverage: For employees who are eligible for and select family coverage, the District shall pay fifty percent (50%) of the family premium of the dental insurance plan. Employees shall be responsible for the remaining portion of the premium (50%) through payroll deduction.
Health Insurance
The Board shall provide health insurance to eligible employees as described below. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
Minimum Hours for Any Board Contribution: An employee whose individual contract has an assignment of eighty percent (80%) of full-time equivalency or greater is eligible to participate in the District’s health insurance. Employees whose assignments are for less than eighty percent (80%) of a full-time equivalency are not eligible to participate in the District’s insurance and are not eligible for any District premium contribution.
Both Spouses Employed by the District: If both spouses are employed by the District and are eligible for insurance, the employees shall be eligible for one family plan or two single plans, whichever is more appropriate for the employees. The premium contributions for spouses shall be no different than the premium contribution for a similarly-situated employee whose spouse does not work for the District.
Commencement and Termination of Benefits: Coverage will commence on the employee’s first day of employment. The insurance benefits described in Appendix A terminate according to the following schedule:
- If an employee resigns or is terminated during the term of his/her individual contract, District coverage shall cease at the end of the month the resignation or termination becomes effective.
- If an employee resigns or is terminated who has completed the school year, his/her insurance benefits shall terminate as of August 31.
Premium Contributions:
Single Coverage: For employees who are eligible for and select single coverage, the District shall pay no more than eighty-five percent (85%) of the single premium of the health insurance. Employees shall be responsible for the remaining portion of the premium (15%) through payroll deduction.
Family Coverage: For employees who are eligible for and select family coverage, the District shall pay no more than eighty-five percent (85%) of the family premium of health insurance plan. Employees shall be responsible for the remaining portion of the premium (15%) through payroll deduction.
Life Insurance
The Board shall provide life insurance to eligible employees as described below. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
Eligibility, Commencement and Termination of Benefits:
For eligibility requirements, commencement and termination of benefits refer to the Employee Trust Fund Group Life Insurance Brochure.
Premium Contributions:
The employee shall pay the full premium cost to a maximum of twenty (20) cents per month per thousand dollars ($1,000) of life insurance coverage. The District shall pay the premium in excess of twenty (20) cents per month per thousand dollars ($1,000) of life insurance coverage. The employee may purchase additional life insurance by paying the additional premium in accordance to the rules of the life insurance carrier.
Long-Term Disability Insurance
The Board shall provide long-term disability insurance to eligible employees. The insurance carrier(s), program(s), and coverages will be selected and determined by the Board.
Minimum Hours for Any Board Contribution: An employee whose individual contract has an assignment of at least eighty percent (80%) of full-time equivalency is eligible to participate in the District’s long-term disability insurance. Employees whose assignments are less than eighty percent (80%) of a full-time equivalency are not eligible to participate in the District’s insurance and are not eligible for any District premium contribution.
Commencement and Termination of Benefits: Coverage will commence on the employee’s first day of employment. The long-term disability insurance benefits described in Appendix A terminate according to the following schedule:
- If an employee resigns or is terminated during the term of his/her individual contract, District coverage shall cease on the last day of employment.
- If an employee resigns or is terminated who has completed the school year, his/her long-term disability insurance benefits shall terminate on the last day of employment.
Premium Contributions:
The District shall pay the full premium for long-term disability insurance.
Rev: 4-28-2014
