|
|
||
|
District School Board Parents/Community Staff Links Calendars
Lunch Information
|
|
Mileage, such as to the post office each day, may be figured at a weekly rate but based on an accurate daily figure.
School District personnel traveling outside of the School District shall be paid:
- A school vehicle will be provided at the discretion of the administration, if a vehicle is not available, mileage will be paid at a rate set by the School Board at the annual meeting in July.
- Meals at rates set by the state for in-state and out-of-state travel. Meals will be reimbursed only for District approved over-night stays. Under most circumstances meals will be reimbursed only if an over-night stay is involved. The only exception to this would be if the meal is included in the registration fee; if this is the case the District will pay for the meal.
- Lodging at state rates when state rates are available or at regular rates, as charged by hotels, when state rates are not available. Room reservations should be secured in advance at convenient hotels with the most economically acceptable rates.
REF.: Policy GAI
7.13 Substitute Pay -top
Whenever a substitute teacher has a valid certificate on
file in the Central Office and is fully certified by the Department of
Education in the position in which the individual is substituting, and has
substituted for 15 consecutive teaching days in the same position for the
same teacher, this person will be paid at the same rate called for in the
negotiated agreement as a teacher with a Bachelor Degree, no additional
hours, in the first year of teaching. This pay will not be retroactive to
include the initial 15 consecutive substitute-teaching days.
In extended leave cases, however, where the need for a long-term substitute is known before the individual is hired, the long-term substitute will begin the extended leave period at the beginning teacher's pay if the person is certified by the State Department of Education before the substituting begins.
The School Board shall determine substitute teacher and support personnel pay when other salaries are determined.
- Certified Teacher Substitute — A person with a valid teacher certificate, any type of expired teacher certificate, or at least a college degree who substitute teaches during an emergency short-term or long-term absence of a regular teacher.
- Non-certified Teacher Substitute — A person without teacher training, with at least a high school diploma but less than a college degree, who substitute teaches during an emergency short-term absence of a regular teacher.
REF.: Policy GBLK
* Belle Fourche School District specifically reserves the right to repeal, modify or amend any of these policies with or without notice.
8.0 Insurance, Retirement and Workers’ Compensation
The benefits that follow are those offered by Belle
Fourche School District. Please refer to the necessary employee
classification, as some or most of the benefits are afforded to the
respective individual employee classification. Full details of the group
insurance plan can be obtained from Management.
Belle Fourche School District offers a comprehensive and competitive benefits package to all employees. Participation with any of the benefit programs is a decision of each individual employee.
8.0.1 Health Insurance
Class 3 employees will be eligible for this benefit if employee works an average of 30 or more hours per week during their specified work year.
Class 2 employees eligible shall participate in the District's group health insurance plan or show proof of health insurance coverage. Class 2 employees must work 50% or more of annual contract to be eligible for the group health care plan.
An employee retiring at a minimum age of 55 with at least 10 consecutive years of employment with Belle Fourche School District may continue coverage under the group health insurance program for the retiree and eligible dependents at the group rates. The retiree must pay the full premiums. The health insurance premium cost will be paid by each former employee participant at such times and in such manner as required by the business manager. This coverage will terminate on the premium due date following the retiree’s 65th birthday.
Employees may choose to opt out of health coverage provided by Belle Fourche School District. Employees who opt out of Belle Fourche School District health coverage will not be reimbursed monetarily for his/her portion of the health coverage premium. District assumes no liability or responsibility for the adequacy or inadequacy of the insurance coverage or other medical bills or expenses not otherwise covered by this plan.
REF.: Policy GCFB
8.0.2 Extended Health Coverage
In the event of an employee's termination of
employment (except for gross misconduct) or reduction of hours, the
employee, spouse, and dependent children are entitled by law to purchase
continuing health care coverage under Belle Fourche School District's
group plan for up to 18 months. If the employee or any family member is
disabled, the disabled individual and non-disabled family members are
entitled to an additional 11 months of continuation coverage. In the
event of an employee's death, divorce, or legal separation, or a retiree
losing coverage under Belle Fourche School District’s group plan, the
spouse and dependent children of the employee or retiree have the option
of purchasing continuing coverage under District's group health plan for
up to 36 months.
Employees or qualified beneficiaries electing extended coverage (COBRA) are responsible for paying the cost of the extended health care coverage. The purchase price of continuing coverage is the full cost of the premium Belle Fourche School District pays for similarly situated active employees, plus administrative costs. During the 11 months of extended coverage for disabled employees or their family members, the cost of the premium rate may increase. By enrolling in the Health Care Continuation Plan (COBRA), employees and his/her family members receive the benefit of purchasing the same extensive coverage provided to active employees at favorable group rates.
This continuing coverage terminates before the expiration of the 18-, 29-, or 36-month period if the employee or qualifying family members become covered under another group health plan that provides comparable benefits and does not penalize the newly covered individual(s) for preexisting conditions. Belle Fourche School District’s continuing coverage also terminates if premiums are not paid on time or if Belle Fourche School District discontinues all of its group health plans for all employees.
In order for Belle Fourche School District to meet its legal obligations in providing continuing health care coverage, all employees must inform his/her Supervisor within 60 days of a change in status such as divorce or legal separation or when a dependent child reaches 18 years of age, if no longer in school, or 21 years of age, if still in school. It also is essential that the Supervisor have a current address for all employees and family members. This policy statement is a brief description of the Health Care Continuation Plan and does not fully explain employees' rights. Employees should read the notice he/she receives when he/she first enrolls in the group health plan or the Summary Plan Description for a full explanation. Copies of the notice and Summary Plan Description can be obtained from the Business Manager.
8.0.3 Life Insurance
8.0.4 Cafeteria Plan
The Belle Fourche School District participates in a
cafeteria plan for employees.
8.0.5 Retirement Benefit
Eligible regular full-time employees of the Belle
Fourche School District are eligible immediately upon employment. A
deduction will be made on gross salary equal to the mandatory rate set
by the SDRS. This deduction is matched by the District. Employees are
eligible to participate in the SD supplement retirement system on their
own through the SDRS.
8.0.6 Dental Insurance
The Belle Fourche School District participates in an
employees group dental care plan. As a participant in a group dental
care plan, this District pays an employee benefit as negotiated by the
Belle Fourche Education Association and the Belle Fourche School
District. All eligible District employees shall participate in the
District's group dental care plan. Class 1 and Class 2 employees must
work 50% or more of annual contract to be eligible for the group dental
care plan. Class 3 employees must work an average of 30 hours per week
during their specified work year to be eligible for benefit.
8.0.7 Workers’ Compensation
A. Report of Injury Required—South Dakota Worker's Compensation Law requires that an employee report all work-related injuries or illnesses to the Belle Fourche School District within three (3) days after its occurrence.
Any employee involved in any on-duty accident shall immediately report the accident and any physical injury sustained to his/her Supervisor. When required by Belle Fourche School District, the employee shall complete an accident report on forms furnished by Belle Fourche School District and shall supply all available names and addresses of witnesses of accident.
The employee shall receive a copy of the accident report that is submitted to the employer. Failure to comply with this policy may be grounds for disciplinary action by Belle Fourche School District. All employees shall also immediately report all safety hazards to his/her Supervisor.
B. Time Reporting—Supervisors with an employee absent from work because of an on-the-job accident will be required to record all hours worked, as well as regularly scheduled hours not worked, on the time sheet while the employee is absent from work and shall submit the time sheet to the Business Manager for Belle Fourche School District records.
C. Compensation and Benefits—In cases where workers' compensation reimbursement is paid, employees may utilize leave to subsidize the difference between workers' compensation benefits and the amount of their regular wage. Employees may not utilize the sick leave bank while on a workers compensation leave. Additional accumulation of sick or annual leave will not be permitted while the employee is on a workers' compensation leave. Belle Fourche School District shall not participate in retirement benefits for an employee while the employee is absent from work because of a work-related illness or injury. All benefits will continue upon return to work. Employee will be required to provide sufficient certification or signed medical release to return to work.
8.1 Vacation -top
- All qualified Class 1 and Class 3 full-time employees are encouraged to take annual leave each year, as it promotes rejuvenation and a positive work environment.
- Scheduling of Vacation- Vacation leave must be scheduled with the employee’s Supervisor at the earliest possible time prior to the use of such leave. Belle Fourche School District reserves the right, within reason, to disapprove requested time for vacation leave for the purposes of maintaining the workforce during heavily scheduled work periods. However, the District will make every effort to accommodate employees’ requests for time off. Vacation days will be assigned on a first-request basis. In the event two or more employees request the same time off, the employee with the most seniority will be given the dates.
- Accruing Vacation- Workdays for paraprofessionals, food service personnel, tutors, and crosswalk guards will be the days in session during the school year. These people do not receive paid vacations. Principal’s secretaries and the school nurse receive seven (7) paid vacations that occur during the school year and ten (10) paid holidays. The people listed above do not work when there are breaks in the school year. Vacations for regular full-time 12-month Class 3 employees who work year round, which includes the Central Office Secretaries and Full-time Custodians, will be accrued as follows:
- Salary in Lieu of Vacation- Class 3 employees who terminate, retire, or who are placed on a leave of absence may receive pay for earned but unused vacation. In the event of death, earned but unused vacation will be paid to that employee’s estate. Active employees are not eligible for salary in lieu of vacation.
- Minimum Vacation Used- Employees qualified for vacation must take vacation leave in no less than 2-hour increments.
- Family Medical Leave- Employees must use all accrued leave while on FMLA and prior to going on an unpaid FMLA.
Vacation is accrued at .42 days per month for the first year of employment; .83 days per month for two (2) through seven (7) years of employment; and 1.25 days per month thereafter. Vacation may not be used until an employee has accrued five (5) days. Class 3 employees will be paid for unused vacation days when employment with the District is discontinued. Class 3 employees may not carry over more vacation time than what they will earn in the following year.
Vacation for Class 1 employees is provided as stipulated
in their negotiated agreement or employment contract.
REF.: Policy GCI
8.2 Sick Leave
-top
Class 3 employees, who work an average of 30 hours or
more per week during the specified work year, will receive one (1) day of
sick leave per month of employment after successful completion of the
training period.
Employees will not accrue sick leave benefits if absent from work while receiving workers compensation benefits, on an unpaid Family and Medical Leave, or on other unpaid leave.
8.2.1 Administrative Guidelines
An employee absent from work due to illness or
disability shall notify his/her immediate Supervisor at least one
hour before scheduled to work, or as soon as possible, when the
reason for the absence occurs less than one hour before scheduled to
work. If an emergency situation exists, indicate the nature of the
situation and the expected length of absence. If an employee is absent
two (2) consecutive days without proper notification, he/she will be
considered to have voluntarily resigned his/her position. After three
(3) consecutive sick days, medical doctor approval may be necessary
prior to an employee’s return to work. However, the supervisor may
request a physician’s approval at any time. Any employee found to have
abused his/her sick leave privileges may be subject to disciplinary
action.
REF.: Policy GCD
8.3 Family Medical Leave
-top
Please see Management for more information regarding
Family Medical Leave Act. Anything not included covered by federal or state
regulations will be adhered to according to the law.
8.3.1 Introduction
The Family and Medical Leave Act of 1993 (FMLA)
guarantees the right of eligible employees to take up to a total of 12
weeks of leave per year, either in one continuous absence or on an
intermittent basis, for one or more of the following reasons:
- Upon the birth of the employee's child
- Upon the placement of a child with the employee for adoption or foster care
- When the employee is needed to care for a child, spouse, or parent who has a serious health condition
- When the employee is unable to perform the functions of his or her position because of a serious health condition
If the employee is entitled to paid personal leave or vacation leave, the employee must use accrued leave during the 12-week leave required by law.
8.3.2 Definitions
- Child: An adopted child, a foster child, stepchild, ward of person who is under age 18 or is over age 18 but incapable of self-care because of a mental or physical disability and of whom the employee has custody.
- 12-month period: The calendar year commences the first day of the leave and ends one upon the completion of a full year. It is a calendar year measuring forward. For example, if the leave starts January 1, 2001, the 12-month period is January 1, 2001 through December 31, 2001; if the leave takes place on May 13, 2001, then the 12-month period is May 13, 2001 through May 12, 2002 etc.
- Serious Health Condition: An illness, injury, impairment, or physical or mental condition that involves in-patient care in a hospital, hospice, residential medical care facility, or continuing treatment by a doctor.
- Health Care Provider: A doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the State of South Dakota, or any person determined by the U.S. Secretary of Labor to be capable of providing health care services.
- Instructional Staff: "Instructional employees" are those whose principal function is to teach and instruct students in a class, a small group, or an individual setting. This term includes not only teachers, but also athletic coaches, driving instructors, and special education assistants such as signers for the hearing impaired. It does not include, and the special rules do not apply to, teacher assistants or aides who do not have as their principal job actual teaching or instructing, nor does it include auxiliary personnel such as counselors, psychologists, or curriculum specialists. It also does not include cafeteria workers, maintenance workers, or bus drivers.
8.3.3 Eligible Employees
To be eligible for absence under the FMLA, the
employee must have been continuously employed by the DISTRICT for a
12-month period immediately preceding his/her request for absence and
during that 12-month period must have worked at least 1,250 hours. The
onset of the leave will commence after 3 consecutive absences and in
accordance with FMLA standards.
8.3.4 Notice
Employee is required to provide the employer with 30
days’ notice of absence when it can be reasonably foreseen.
8.3.5 Certification
Requests for leave due to a serious medical condition
of the employee or qualified member of employee's family shall be
verified by the certification of a qualified health care provider; this
certification shall contain the following:
- The date when the serious health condition began
- The probable duration of the condition
- The appropriate medical facts within the knowledge of the health care provider regarding the condition
- If the leave is due to the employee's serious health condition, the certificate must include a statement that the employee is unable to perform the functions of his or her position
- If planned medical treatment is the reason for the leave and employee wants intermittent leave or leave on a reduced time schedule, the date when the treatment begins and the estimated duration of the treatment
- If the leave request is necessitated by a serious medical condition of the employee or the employee's child, spouse or parent, the certificate shall state that there is a medical necessity for the leave and an estimate of how long the leave will be
The employee may be required to obtain a second opinion at the employer's cost from a second health care provider of the employer's choice. If the second opinion conflicts with the first opinion, the employer may request a third opinion at the employer's cost. The employer and the employee must jointly agree on the person providing the third opinion. The third opinion is final and binding. Employees should obtain the Certification Form from Central Office.
8.3.6 Effect on Pay and Benefits
During the term of unpaid Family or
Medical Leave, no pay or other benefits shall accrue, with the exception
of any group health benefits that were in effect at the time of
commencement of such leave or new group health benefits which are
provided by the employee during the FMLA leave. Group health insurance
shall be continued in force for the duration of family or medical leave
and the District shall continue to pay that portion of benefits normally
paid by the employer. The employee shall be responsible for payment of
any premiums he/she normally pays through payroll deductions. Such
payments must be made by mail or in person to reach the Business Manager
of the District no later than the last working day of the month prior to
the next following month of insurance coverage.
During the term of paid Family Medical Leave, eligible employees shall accrue vacation and sick leave (please see Policy 8.1). Employee health insurance benefits shall continue to be in effect with or without pay. The District shall continue to pay their portion of benefits normally paid by the employer. The employee shall be responsible for payment of any premiums he/she normally pays through payroll deductions. Such payments must be made by mail or in person to reach the Business Manager no later than the last working day of the month prior to the next following month of insurance coverage.
8.3.7 Failure to Provide Certification
Employee may lose eligibility of the Family Medical
Leave Act if proper certification is not completed prior to onset of leave
or within 15 days of the onset of the serious health condition.
8.3.8 Conditions
In any case in which a husband and wife are both teachers
entitled to the provisions of the Family and Medical Leave Act, the
aggregate number of work weeks of leave to which both may be entitled
shall be limited to 12 work weeks during any 12-month period, if the leave
is taken because of the birth or placement of a child or to care for a
sick parent.
Leave taken under the Family Medical Leave Act for birth, adoption or foster care purposes may not be taken intermittently or on a reduced leave schedule. The term "reduced leave schedule" means a leave schedule that reduces the usual number of hours per work week, or hours per work day, of a teacher.
The amount of leave available to a teacher under the Family Medical Leave Act to care for a spouse, child, or parent or for the birth, adoption or foster care placement of a child shall be reduced by the amount of paid leave (sick, vacation or personal) taken by the teacher for the same or a related reason.
8.3.9 Leave at End of Academic Year
There are also different rules for instructional
employees who begin leave more than five weeks before the end of a term,
less than five weeks before the end of a term, and less than three weeks
before the end of a term. Regular rules apply except in circumstances
when:
A. An instructional employee begins leave more than five weeks before
the end of a term. The employer may require the employee to continue
taking leave until the end of the term if—
- The leave will last at least three weeks, and
- The employee would return to work during the three-week period before the end of the term.
B. The employee begins leave for a purpose other than the employee's own serious health condition during the five-week period before the end of a term. The employer may require the employee to continue taking leave until the end of the term if—
- The leave will last more than two weeks, and
- The employee would return to work during the two-week period before the end of the term.
C. The employee begins leave for a purpose other than the employee's own serious health condition during the three-week period before the end of a term, and the leave will last more than five working days. The employer may require the employee to continue taking leave until the end of the term.
For purposes of these provisions, "academic term" means the school semester, which typically ends near the end of the calendar year and the end of spring each school year. In no case may a school have more than two academic terms or semesters each year for purposes of FMLA. An example of leave falling within these provisions would be where an employee plans two weeks of leave to care for a family member which will begin three weeks before the end of the term. In that situation, the employer could require the employee to stay out on leave until the end of the term.
8.3.10 Duration of Leave for Instructional Staff
In the case of an employee who is required to take
leave until the end of an academic term, only the period of leave until
the employee is ready and able to return to work shall be charged against
the employee's FMLA leave entitlement. The employer has the option not to
require the employee to stay on leave until the end of the school term.
Therefore, any additional leave required by the employer to the end of the
school term is not counted as FMLA leave; however, the employer shall be
required to maintain the employee's group health insurance and restore the
employee to the same or equivalent job including other benefits at the
conclusion of the leave.
8.3.11 Return to Work
8.3.12 Failure to Return to Work
If the employee fails to return to active DISTRICT
employment upon the expiration of the maximum 12 weeks of leave provided
under this section, the employee shall be responsible for repayment of
any employer-paid health care premiums unless the failure to return is
based upon the continuance, recurrence, or onset of a serious health
condition or other circumstances beyond the employee's control. In such
instances, the employee must provide in a timely manner a certification
by a health care provider attesting to his/her inability to return to
active employment.
8.3.13 Effect of Reemployment and Other Rights
Upon expiration of a duly authorized absence under
this section, the employee shall be reinstated to the same position held
at the time such leave commenced or an equivalent position with the same
or an increase in pay, benefits, and other terms and conditions of
employment. No employee shall be interfered with, discriminated against,
disciplined, or otherwise restrained from exercising his/her rights
under the Family and Medical Leave Act.
8.4 Sick Leave Bank
-top
Class 3 employees may join together to participate in a
sick leave bank.
Class 3 employees will be eligible for this sick leave bank after one year of regular employment. Notice of participation must be given within 30 days of anniversary date and subsequently each year by September 30th.
Sick leave bank for Class 1 and Class 2 employees is stipulated in their Negotiated Agreement or employment contract.
REF.: Policy GCD
8.5 Maternity Leave
Class, 1 Class 2, and Class 3 employees not eligible for
Family Medical Leave will be eligible for Maternity Leave. It is the policy
that written notice of pregnancy shall be given by employee to their
supervisor at least three (3) months before the expected delivery date.
Disability caused by or contributed to by pregnancy, miscarriage, childbirth
or recovery there from will be treated as a temporary disability for which
sick leave may be taken. The employee’s physician shall determine the
beginning and termination dates of the sick leave.
Employees may use no more than thirty (30) accumulated working days of her sick leave for disability caused by or contributed to by pregnancy, miscarriage, child birth or recovery therefrom, unless the employee has an extraordinary medical need requiring extended leave. An extraordinary medical need exists when the support staff member is not physically able to substantially perform her duties without jeopardizing her health, safety or welfare.
The entitlement to sick leave for disability caused by or contributed to by pregnancy, miscarriage, childbirth or recovery therefrom, which occurs during the school year shall expire when the support staff member has exhausted her accumulated sick leave or thirty (30) working days from the first day sick leave is taken, whichever occurs first. Entitlement for sick leave for disability caused by or contributed to by pregnancy, miscarriage, childbirth or recovery therefrom, which occurs outside the school year, shall expire after thirty (30) days from the date of birth unless the employee has an extraordinary medical need requiring extended leave.
Nothing in this section shall restrict, impede or interfere with any Class 3 employee’s right to Family Medical Leave Act benefits or elsewhere in the policies of the Belle Fourche School District.
REF.: Policy GCDA
8.6 Personal Leave
- Class 3
-top
Regular full-time Class 3 employees shall be entitled to
two (2) days of personal leave per year without pay deduction. Any requests
for such personal leave shall be made to the supervisor of such employee and
shall be subject to approval of the superintendent. Such personal leaves may
be accumulated to five (5) days. No more than five (5) days may be used in
any one school year.
Nothing herein shall prevent the allowance of emergency leave approved by the superintendent after sufficient cause has been indicated.
Any Class 3 employee who has accumulated the maximum amount of personal leave shall be paid fifty-three (53) percent of a non-certified substitute teacher's pay per day for each day of personal leave that is not used during the current school year and which cannot be accumulated. This payment shall be made in the June or July payroll check. When employment with the District is discontinued, no pay will be given for unused personal leave beyond what has previously been stated.
REF.: Policy GCH
8.7 Leave of Absence without Pay
-top
Personal leave without pay may be granted to Class 3
employees for emergency purposes. Each request will be considered
individually and separate.
8.8 Personal Leave
- Class 1 and Class 2
Please see the Negotiated Agreement or Contract for the
appropriate policy.
8.9 Extended Leave of Absence/Sabbatical (Class 1 and
Class 2 Only)
Request for extended leave of absence not classified, as
emergency or legal leave, will be made in writing thirty (30) days in
advance to the superintendent of schools. Upon approval by the
Superintendent requests will be placed on the agenda of the regular board
meeting. Request may be approved only by the School Board.
An extended leave of absence which is approved by the School Board and which is not an emergency or legal leave will result in loss of pay for the number of days absent beyond available personal leave. Loss of pay will be determined by dividing the number of legal days of school in the school calendar into the regular salary of the employee requesting the leave to receive a daily rate of pay for each day taught and reducing the total salary by this amount for each day of absence.
Employee benefits shall not be provided or accrued, but the employee may retain the group insurance by paying full monthly premiums. Upon return from leave, the employee shall retain any sick leave accumulated prior to the leave of absence. Increases in salary will not be granted during the leave of absence. However, in granting a leave of absence to an eligible employee, the School Board obligates itself to offer to the employee as soon as possible, upon termination of leave, employment of as nearly comparable status as possible at the time.
Extended emergency or legal leaves approved by the School Board may be granted with loss of pay for substitute pay or with loss of sick leave without loss of pay.
An eligible employee with three (3) or more years of satisfactory continuous service with the District may be granted a leave of absence not to exceed one (1) academic year for care of the immediate family, for the purpose of furthering professional growth by means of further study or by a unique situation peculiar to the individual concerned. Each situation requires prior Board approval.
Application for a leave of absence shall be made in writing prior to May 1st preceding the year for which such leave is granted. Notification of the Board's decision on the leave will be given thirty (30) calendar days after the date of application. This leave of absence is granted without pay. If enrolled in academic study, the individual must carry a minimum of twelve (12) hours in his major preparation or full-time student status each semester as defined by the institution he is attending.
The number of leaves of absence granted during any one school year will be limited to no more than two employees per year providing suitable replacements are obtained. The employee must notify the District by March 1 of his/her intent to return for the following school year.
REF.: Policy GBKG
8.10 Leave with Deductions of Pay
Class 3
-top
All other leaves, other than those provided in applicable
policies in Policy 8, may be granted without pay, provided:
- A written application will be submitted either prior to the time of the requested leave or upon the support staff personnel's return to the system in the event prior application is not made due to the circumstances, which application shall set forth the reasons for the requested leave. In the event the application is not submitted prior to the actual taking of the leave under this provision, the support staff member shall give advance notice to the supervisor as provided in this agreement of the fact that the support staff member will be absent for a certain day or days.
- The approval of any request for leave under this provision shall not be construed as a precedent for future action.
- Deductions for unauthorized absence or an unapproved absence shall be computed on the basis of the support staff member's daily rate times the number of unauthorized day or days of unapproved absences. The support staff member's daily rate shall be computed by dividing the support staff member's monthly salary by 21.5 days (average days per month).
- All personal leave must be used prior to using emergency leave.
REF.: Policy GCH
8.11 Jury and Witness Duty
-top
If an employee of Belle Fourche School District serves on
jury duty or is called as a witness, District will guarantee the wage of
their regular workweek; however, any compensation received over and above
the per diem paid for each day shall be retained by the District. The
employee shall furnish the District proof of days performing court duties
and payments received. The compensation which a support staff personnel is
entitled to retain is for the following reimbursable items, but not limited
to the same: mileage, rooms, meals, etc.
Employees who are absent from work due to jury or witness duty will not be dismissed or suspended from employment and shall retain and be entitled to the same job status and pay as he/she had prior to performing jury duty. Employees who are to be absent due to jury or witness duty must notify his/her Supervisor in advance. Vacation and sick leave benefits shall accrue at the normal rate for eligible employees. Employees that are dismissed from court duty are required to return to work that day if the dismissal is during the normally scheduled work hours.
Employees will not be paid by Belle Fourche School District for time taken for court appearances in cases in which he/she is personally involved, or in which he/she appears on a voluntary basis. This time may be taken as any of the applicable leaves: vacation leave, personal leave, comp-time or unpaid leave.
REF.: Policy GCH
8.12 Voting Time
-top
Belle Fourche School District employees whose work
schedule does not enable time to vote during the times the polls are open
shall be allowed up to two (2) consecutive hours to vote. Such time shall be
treated as regular work time for the purposes of pay and accrual of leaves.
8.13 Military Reserve Training
Employees serving in the Military Reserve, National
Guard, or Naval Militia will be granted an unpaid leave of absence when they
are called out for active service. There will be no loss of seniority for
purposes of rate of pay and vacation accrual. Employees may utilize their
accrued vacation leave. Medical benefits will be extended for thirty (30)
days for all Military personnel called to active duty. In the event leave
exceeds the 30-day period, then said employee may utilize his/her COBRA
rights (section 8.0.2).
In accordance with state and federal law, eligible employees who are drafted or who enlist in the military service are placed on a military leave of absence. A military leave of absence is without pay. The immediate Supervisor must approve all applications for military leave and a signed copy of the military orders must accompany the request. Upon completion of the active duty, employees must comply with the state and federal law
8.14 Funeral Leave
-top
Regular full-time
employees will be provided five (5) days to be used in the case of a death
in the immediate family. The immediate family is defined as: a child, wife,
husband, parent, grandparent, brother, sister, parent-in-law,
brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandchild, or
any member of the support staff's household not previously listed.
REF.: Policy GCH
8.15 Holidays
Belle Fourche School District recognizes and observes
eleven (11) holidays as paid holidays for full-time custodians and full-time
Central Office secretaries.
Allowed holiday pay shall be defined as the normal work hours for the eligible position of compensation based on employee’s regular rate of pay. Holiday Pay shall not be used in the computation of overtime.
REF.: Policy GCI
8.15.1 Employees on Leave
An employee on vacation during a holiday will receive
holiday pay and will not be charged for that day as vacation. An
employee who is on a paid personal leave will be eligible for holiday
pay for a designated holiday observed during the leave of absence.
An employee who is on unpaid leave of absence will not be eligible for holiday pay for a designated holiday observed during the leave of absence.
8.16 Civic and Charitable Duties
Regular full-time employees may be excused up to two days at
the discretion of the superintendent to discharge civic responsibilities in
which he has achieved leadership. Upon written request to the
superintendent, additional days of leave may be granted to perform civic
functions. All such leave taken shall be charged against the teacher’s
available sick leave.
Policy 9
Performance Evaluations
9.0 General
The performance evaluations are to be structured to each employee’s position. The purpose of the evaluation is to commend strengths, address weaknesses, suggest ways to improve, and to discuss employee goals and objectives. Evaluations will be conducted in a private meeting between the employee and his/her Supervisor. Employees are required to sign his/her evaluation and will receive a copy. Signing does not imply agreement but that the contents have been made known or discussed with the employee.
9.1 Class 1 Evaluations
-top
Performance of Class 1employees are reviewed with the
School Board, by the Superintendent, at a meeting in February. Employees are
recommended for employment for the next school year, to the School Board by
the superintendent a meeting in March. Employees will be given written
notice of whether the District will or will not be offering to them a new
employment contract for the next succeeding school year on or before April
10.
9.2 Class 2 Evaluations
It is the intent of the School Board to provide performance
evaluation which monitors all aspects of teaching. The ultimate goal of this
appraisal is to improve teaching and to encourage professional growth. A
cooperative approach toward evaluations will be maintained between teachers
and administrators. The performance evaluation will treat all personnel with
respect, dignity and consideration.
The Belle Fourche School District establishes the following guidelines to assist in the administration of the policy.
1. Within two weeks after the beginning of each school year, the appropriate supervisor will acquaint each employee under his/her supervision with the evaluation procedures, standards and instruments to be used. The supervisor will also inform the employee which supervisor has been designated to observe and evaluate the employee's performance. The purpose of this orientation is to achieve mutual understanding of the evaluation system. No evaluation will take place until such orientation has been completed. A new employee or an employee reassigned after the beginning of the school year will be notified by the appropriate supervisor of the evaluation procedures in effect. Such notification will be within two (2) weeks of the first day in the new assignment.
2. An appropriate supervisor(s) will be designated to orient and evaluate each employee not specifically assigned to a particular building. Such orientation and evaluation will require the same schedule and procedures as stated in number 1.
3. All formal classroom observations of an employee will be conducted with the full knowledge of the employee. The use of public address or audio systems or other such devices to monitor an employee's performance is prohibited unless there is prior written notice that this may occur. No observations should unduly interfere with normal teaching-learning process. Employees will be notified at least one (1) working day before any formal observation for purposes of evaluation.
4. Employees will be observed on an informal basis in the course of their duties.
5. All contract employees will be evaluated formally as follows:
a) In each of the first two years in the District at least two formal observations and a summative evaluation shall be completed prior to April 1.
b) After the second year in the District, at least once a year. Additional observations and/or evaluations may be conducted as requested by the appropriate supervisor or the employee.
c) For those teachers who demonstrate proficiency, evaluations may move toward an annual alternative assessment.
Although the purpose of evaluation is to improve instruction, a teacher's failure to demonstrate proficiency may lead to termination proceedings. Should termination proceedings result, the teacher in question is entitled to due process under the provisions of District Policy and South Dakota Codified Law.
See Policy GAC for evaluation of related employees.
REF.: Policy GBE
9.3 Class 3 Evaluations
-top
The development of a strong, competent staff, and the
maintenance of high morale among this staff, are major objectives of the
Board. Finding the right employees to fill vacancies, determining
assignments and equitable work loads, establishing wage and salary policies
which encourage employees to put forth their best efforts, evaluating
employee achievements, and providing a good atmosphere in which to work are
some of the major duties of the Board. To fulfill these duties, the Board
delegates to the Superintendent, or his designee, the responsibility to
develop evaluation procedures for all support personnel.
Employees will receive written evaluations at least twice per year for the first two years of employment and at least once every two years thereafter by their supervisor. Additional evaluations may be made more frequently for employees needing assistance and improvement.
REF.: Policy GCE
9.4 Evaluation Guidelines (Nepotism)
Whenever a supervisor is closely related to an employee
such as husband, wife, son, daughter, mother, father or someone from the
supervisor's immediate household, and the employee is directly under that
person's supervision, that employee will be evaluated by another school
administrator, as designated by the Superintendent. The Superintendent will
inform the School Board of said designations.
REF.: Policy GAC
9.5 Disciplinary Responsibility
-top
Certified personnel should assume major responsibility
for discipline in their respective areas. Area situations can usually be
best solved and controlled by the teacher in charge. If a conflict persists,
the principal should be consulted.
Disciplinary measures shall not involve use of academic downgrading. Group punishments should be used with discretion. Extreme caution should be used before giving extra assignments of subject matter for disciplinary purposes.
The use of corporal punishment, defined as any act of physical force on a pupil for the purpose of punishing that child, is not acceptable in this District and will not be tolerated as a disciplinary measure.
REF.: Policy GBLA and Policy JGA
Belle Fourche School District recognizes that South Dakota is an employment at-will state and the intent of the District is to maintain the employment at-will status of all employees.
Policy 10
Communicable Diseases
10.0 General Policy
The Board recognizes its responsibility to provide a
clean and healthy environment for students and school employees. The
determination of whether an infected employee be excluded from work
activities shall be made on a case-by-case basis, under the direction of the
principal/building administrator or designee.
In situations where the decision requires additional knowledge and expertise, the principal will refer the case to an advisory committee for assistance in determining the proper course of action. The advisory committee may be composed of:
- A representative from the State Health Department;
- The employee's physician;
- The employee and/or designee;
- The school health service's supervisor;
- The superintendent or designee; and
- Other appropriate school personnel.
In making the determination, the advisory committee shall consider:
- The physical condition of the school employees;
- The expected type(s) of interaction with others in the school setting;
- The impact on both the infected school employee and others in that setting;
- The South Dakota Department of Health guidelines and policies;
- The status of certification of the employee as is promulgated in SDCL 12-43-3 and SDCL 13-43-3.3;
- The recommendation of the County Health Officer, which may be controlling;
- Information regarding the infected employee which is deemed part of his/her personnel records, therefore is classified as "Confidential" as required by SDCL 1-27-3.
The advisory committee may officially request assistance from the State Department of Health.
REF.: Policy GANA
10.1 Students/Employees Infected
-top
If employment of an infected employee is to be
interrupted or discontinued, the employee will be entitled to use available
medical leave ad receive available benefits. Public information will not be
revealed about the employee who may be infected.
If the employee is permitted to remain in the school setting, the principal will follow the following procedure.
- Information will be provided, as appropriate to school employees who have regular contact with the employee/student, as to the medical condition and other factors needed for consideration in carrying out job responsibilities.
- Health guidelines for work attendance are established and interpreted within the context of the case.
- The guidelines are not inclusive but are available to be used as a resource.
- School personnel will refer to school health professionals for specific judgments in interpreting the guidelines.
- Specific health concerns may require the advisory committee to make a determination on school attendance or participation in school activities.
REF.: Policy GANA
10.2 Blood Borne Pathogens
-top
These are the instructions for appropriate handling of
blood and body fluids. Hand washing after contamination, food preparation
and health/hygiene care performed in different sink and work areas,
maintenance cleaning and other personal hygiene measures are part of
creating a healthy environment.
The School District regardless of whether employees or children with AIDS/ARC or HTLV-111 antibody are known to be in attendance, adopts the following procedures for handling blood or body fluids.
- School health care workers, and other employees should be educated about these procedures.
- Interior surfaces soiled with blood, vomitus, urine, feces or saliva should be promptly cleaned with a detergent, followed by a disinfectant such as a freshly prepared solution of household bleach (sodium hypochlorite) which is both inexpensive and very effective.
- Concentrations ranging from a 1:10 dilution to 1:100 dilution of bleach to water are effective, depending on the amount of organic material present on the surface to be cleaned and disinfected.
- After removal of the major portion of the spill with a detergent, soiled surfaces can also be decontaminated with other germicides that are approved and registered by the US Environmental Protection Agency (EPA) as "hospital disinfectants" capable of killing tuberculosis germs.
- Information on specific commercial germicides can be obtained by writing to the Disinfectants Branch, Office of Pesticides, Environmental Protection Agency, 401 M Street, and S.W., WASHINGTON, D.C. 20460.
- Disposable towels or tissues should be used whenever possible and disposed of properly, and mops should be rinsed in the disinfectant.
- Cleaning personnel should always avoid exposing any open skin lesions to blood or body fluids and should wear disposable gloves when cleaning up spills. In any setting involving the exposure of blood and body fluids soaked item (e.g., sanitary napkins, towels, used bandages and dressings) should be disposed of in sealed plastic bags.
- Laundry and dishwashing cycles commonly used in school facilities and commercial establishments are adequate to decontaminate linens, dishes, glassware, and utensils.
REF.: Policy GANA
Policy 11
Separation from Service
11.0 General Procedures
-
Voluntary Separation:
Written resignation, extended absence without
proper notification, or retirement. The employee initiates voluntary
separation.
11.2 Return of District Property
11.3 Voluntary Separation -top
11.3.1 Resignation
Belle Fourche School District employees may resign
from District service by giving his/her Supervisor written notification
of his/her resignation at least two (2) weeks in advance of his/her
leaving District service. In extenuating circumstances, the Supervisor
may accept the employee’s resignation as taking effect immediately.
Appropriate paperwork will be completed prior to the employee’s last
working day, including but not limited to retirement, insurance,
payroll, etc.
11.3.2 Unnotified Absence
If an employee is absent for more than two (2)
consecutive days without proper notification, he/she shall be considered
to have voluntarily resigned his/her position with Belle Fourche School
District. Re-instatement upon presentation of extenuating circumstances
or reason for such absence shall be at the discretion of the
Superintendent.
11.3.3 Retirement
Employees are asked to notify his/her immediate
Supervisor at least one month before his/her planned retirement date.
During that time, employee will be given the appropriate paperwork for
retirement purposes.
11.4 Involuntary Separation
-top
Belle Fourche School District recognizes that South
Dakota is an employment at-will state and the intent of the District is to
maintain the employment at-will status of all employees.
11.5 Break In Service-Contracted
Employees Class 2 Only
If a Class 2 employee intends to resign from his or her
position, notice must be given to the Board prior to contract renewal.
Should a professional staff member resign at a time other than that of
contract renewal, Board approval will be required to dissolve the contract.
If the request to be released from the contract is granted by the School
Board, the staff member shall be required to pay liquated damages as
specified by the School Board.
After June 1, the staff member shall pay the School District
$500.00;
After July 1, the staff member is to pay the School District
$1,500.00; and
After August 1, the staff member is to pay the School
District $3,000.00.
Such sum is to be deducted from the balance due the staff member from the School District and if no balance exists, said amount is to be paid by the staff member before such release shall be granted. The amount being deemed as consideration for such release and as liquidated damages as well as for defraying expenses in securing a replacement.
As an incentive for staff to notify the Board of their intent not to return the following, the Board offers the following Early Resignation Incentive to be paid with the employee’s last check:
Resignation acted on prior to
January 15 - $500.00;
Resignation acted on prior to
February 15 - $400.00; or
Resignation acted on prior to
March 15 - $300.00.
Employees electing Voluntary Separation or who have been given intent of non-renewal will not qualify for this incentive.
NOTE: Liquidated damages or early resignation incentives will be prorated as per percentage of FTE.
REF.: Policy GBPB
Appendix I
Collective Bargaining Agreements
I.1 The District of Belle Fourche’s Role in Contract Agreements
The District has recognized the Belle Fourche Education
Association (BFEA) and Belle Fourche Administrative Team (BFAT) as the
exclusive bargaining agents for the Class 1 and Class 2 employees within
their respective bargaining units, and has entered into written collective
bargaining agreements (CBA) with each of them. The District has thereby
accepted the principle of collective determination of wages, hours, and
conditions of employment, to be exercised in accordance with the principles
set forth in the bilateral, contractual agreements to which the District is
a party. The District enters into these agreements in good faith, and it is
its policy and intent to abide by the letter and the spirit of the
agreements. Each supervisor/manager should become acquainted with the
provisions of the agreements covering employees in his or her area of
responsibility.
I.2 Interpretation of Contract Language
-top
While the agreement outlines the principal terms
negotiated between the District and the union, it may not cover every
situation. From time to time, specific circumstances arise which require
interpretation of the contract language. Such interpretation may lead to
controversy, which in turn may lead to the need for resolution through the
grievance procedure of the agreement. However, mutually acceptable
interpretation generally is agreed upon between the District and the
representatives of the union. When such interpretations are reached which
could affect the supervisor-employee relationship, supervisors will be
advised.
This Manual will cover the employees where there is no written contract and may be helpful in answering issues not specifically covered in the union agreements. Questions relating to union matters and interpretations of union agreements or contract language should be referred to the Superintendent or his/her designee.
I.3 Policy Against Discrimination Because of Union Activity
It is contrary to District policy for any representative
of the management of the District to discriminate against any employee
because he or she is a member of a union or active in a union. This policy
applies to consideration for promotion and or transfer, assignment of job
duties, discipline, and other related decisions that are the responsibility
of the supervisor.
I.4 The Role of the Union Steward
-top
The union representative, or Steward, is an elected
spokesperson for a group of employees in a particular work area. It is the
representative's duty to look after the members' interests, both within the
union, and in their collective bargaining relationship with the District. A
sincere and well-intentioned Steward who has the confidence of the employees
can help to prevent misunderstandings and may often settle complaints before
they become formal grievances. Wherever possible, a cooperative and
reciprocal relationship should be established wherein the supervisor and the
Steward can work together to the benefit of both the employees and the
District. The supervisor can help to promote this relationship by discussing
anticipated changes and developments with the Steward, giving courteous
attention to the Steward's views on matters affecting employees, and
otherwise showing that the Steward's position and role is recognized and
respected. However, the supervisor should not permit the steward to share in
managerial decisions or to substitute for the free and natural exchange
between supervisor and employee which is essential to a good employment
relationship.
I.5 Time Off for Union Business
In general, it is the policy of the District to
accommodate requests for time off for union business to the extent that such
requests are reasonable and legitimate. Election to union office, however,
does not entitle an employee to leave his or her work whenever he or she or
the union considers it appropriate. All time spent on Union activities must
be approved by the Supervisor.
I.6 Conduct Expected of Supervisors
A supervisor is expected to control the activities of his
or her work area and the conduct of personnel for whom he or she is
responsible in an effective and reasonable manner when union business is
involved. The supervisor also is expected to respect the rights of the union
and its representatives.
If a union representative requests time off for union business, a limited but reasonable period of time should be granted if the lost time will not be in conflict with the interest of the work. If the workflow will not permit the Steward to be released at the time requested, then another time period should be arranged that is mutually convenient and practical.
A union Steward from another department may ask to visit the work area to conduct union business. He or she should be accommodated if reasonable adjustments to the work schedule can be made at the time requested. If the work may not be reasonably interrupted at the time requested, then a more appropriate time should be arranged with the representative.
Index
-topPersonnel Policy and Procedures Manual
Acknowledgment Form – EMPLOYEE COPY
This will acknowledge my receipt of Belle Fourche School District’s Personnel Policy and Procedures Manual and my responsibility to become familiar with its contents. I further understand and agree to the following:
- This handbook represents a brief summary of some of the more important District policies relative to employment, but not intended to be all-inclusive of District policies or practices.
- Belle Fourche School District retains the sole right in its business judgment to modify, suspend, interpret, or cancel, in whole or in part, at any time, and with or without notice, any of the published or unpublished personnel policies or practices.
- Belle Fourche School District does not recognize verbal or implied contracts for employment. Only the School Board President has the authority to enter into any agreement of employment for specified durations. Such employment agreements will only be valid and binding on Belle Fourche School District when the agreement is set forth in a written document signed by the employee and School Board President.
- The contents of this manual do not constitute an expressed or implied contract of employment.
- I understand that Belle Fourche School District maintains the At-Will status for all employees in accordance to state law.
- I understand the Nondiscrimination and Harassment Policies and will abide by them.
Employee's Name (Print or type):
Employee’s Signature: Date:
Personnel Policy and Procedures Manual
Acknowledgment Form – EMPLOYER COPY
This will acknowledge my receipt of Belle Fourche School District’s Personnel Policy and Procedures Manual and my responsibility to become familiar with its contents. I further understand and agree to the following:
- This handbook represents a brief summary of some of the more important District policies relative to employment, but not intended to be all-inclusive of District policies or practices.
- Belle Fourche School District retains the sole right in its business judgment to modify, suspend, interpret, or cancel, in whole or in part, at any time, and with or without notice, any of the published or unpublished personnel policies or practices.
- Belle Fourche School District does not recognize verbal or implied contracts for employment. Only the School Board has the authority to enter into any agreement of employment for specified durations. Such employment agreements will only be valid and binding on Belle Fourche School District when the agreement is set forth in a written document signed by the employee and School Board President.
- The contents of this manual do not constitute an expressed or implied contract of employment.
- I understand that Belle Fourche School District maintains the At-Will status for all employees in accordance to state law.
- I understand the Nondiscrimination and Harassment Policies and will abide by them.
Employee's Name (Print or type):
Employee’s Signature: Date:
Belle Fourche School District Harassment/Discrimination Complaint Form
Grievant Information Person Receiving Complaint
Name: Name:
Work Location: Work Location:
Position: Position:
Telephone Number(s): Telephone Number(s):
THE FACTS. (Please describe what happened in factual detail. Please identify witnesses or others who were present. Describe the impact (effect) this had on you. Please identify any person(s) you believe
may be responsible. Use additional paper if needed and attach to this form. The following information should be included in statement: the name and address of the individual or representative filing the complaint, a description of the alleged discriminatory action in sufficient detail to inform the entity of the nature and date of the alleged violation. The complaint must be signed by the complainant or authorized representative. Complaints filed on behalf of third parties must describe or identify the alleged victims of the discrimination.
If others are affected by the possible violation, please give their names.
PAST HISTORY: (Please describe any past incidents you believe are related to this grievance.)
SUGGESTED REMEDY: (Please describe any corrective action (remedy) you wish to see taken in regard to the possible violation. You may also provide other information relevant to this grievance.)
Signature of Grievant:_______________________ Date:
Signature of Person Receiving Grievance:_____________________ Date:
Americans with Disability (ADA) FORM
A
Employee Disability Request From
The employee completing this form is requesting American With Disabilities Act accommodations. This form, along with ADA Form B (Physicians Certificate and Consent Form), and Job Description criteria will be examined by Supervisor/Commission/Designee staff for suitability. Written notification on the status of the claim shall be mailed (certified) to the employee initiating the claim. Please note that further documentation may be necessary to adequately determine the suitability of this request. Please be sure to attach completed ADA Form B and a Job Description before submitting your request.
ADA Form A
|
FORM A: Employee Disability Accommodation Request EMPLOYEE: ¨ Full-time ¨ Part-time ¨ Seasonal Employee Name (Last, First, Middle) Department: Position Title:
1. Please describe the limitation you are addressing: 2. How does your disability affect the essential function of your job? 3. Do you have a suggestion on an accommodation? ¨ Yes ¨ No If yes, please describe: 4. Please describe how you will benefit from it: Employee Comments:
¨ I have attached a completed Physician's Certificate form. ¨ The Physician's Certification is being sent under separate cover. ¨ I have not seen my physician. My appointment is . If you have any questions regarding my request, please contact me at . Employee Signature Date |
|
( Attach Job Description)ADA FORM B: Physician's Certificate Patient Name: Examination Date: ¨ I certify that the above named patient is [permanently/temporarily] disabled and (circle one) [may/may not] require accommodation. ¨ I examined the above named patient on ______________ and certify that the patient has the following [permanent/temporary] functional limitation(s) |
(circle one)
¨ I examined the above named patient on ________________ and I am unable to make a determination without further examination. The patient is scheduled for a follow-up examination on _____________ with __________________.
¨ I examined the above named patient on __________ and I have not found any limitations at this time. This patient may return to regular duty without restrictions on .
Physician Comment:
Physician's Printed Name
(Complete Address, City, State and Zip)
(Phone)
Physician's Signature Date
Please return form to: COMPANY, ADDRESS, CITY, STATE and ZIP
Consent Form
Verbal Consent
Yes NoWritten Consent
I consent to allow the Belle Fourche School District to obtain
information regarding the enclosed accommodation request including the doctors
permission to release all necessary medical information regarding accommodation
request.
I understand that Dr. __________________ may have to produce a report based on previous examinations as well as current examinations. This information will assist in the accommodation request.
Signed ____________________ Date ______________
Adopted 01-10-05 1st Reading 12-13-04