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HAYSVILLE USD 261

The Policies/Procedures in the Haysville Unified School District’s Educational Support

Personnel Handbook cover the following employee groups

Aides

Maintenance & Operations

Business Office

Paraeducators

Clerks (Library/Health)

Secretarial/Clerical

Custodial

Transportation

Data Processing

Food Service

Laundry

The handbook includes only a brief description of the benefits offered by the district and

an overview of its policies and procedures. It is designed to be a reference to guide

present employees as well as to provide initial information to new personnel.

Nothing in the handbook in any way creates an expressed or implied contract of

employment.

BOE Approved

8-2-04

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B. Employment Procedures

1. Process New Employee

2. Physical Examination Requirement

3. Placement on Salary Schedule

4. Probationary Period

5. Designated Workday

6. Timekeeping and Pay Procedures

7. Evaluations

8. Transfers

9. Suspension

10. Terminations

11. Resignations

G. Retirement Plans

1. Kansas Public Employees Retirement System

2. Early Retirement Program

3. Tax-Sheltered Annuity

H. Continuation of Group Health Coverage

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I. Leaves and Absences

1. General Provisions

2. Attendance

3. Accumulative Sick Leave

4. Professional Development Leave

5. Military Leave

6. Judicial Leave

7. Family Medical Leave

8. Leave for Other Reasons (with salary deductions)

9. Vacation

10. Paid Holidays

VI. SCHOOL CALENDAR

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A. Application for Employment and Interview

1. An application form must be filed with the Office of Personnel Services.

Applications are kept in the active file for one year.

2. An interview will be held with a member of the administrative staff

and/or the Director/Supervisor of the department where the position

exists.

When an applicant is interviewed for a specific position, a job

description will be presented for review, and related duties will be

explained by the person conducting the interview

.

Different

qualifications apply to various positions. The applicant will receive

salary and benefit information.

The district shall be an equal opportunity employer and shall not

discriminate in its employment practices and policies with

respect to compensation, terms, conditions, or privileges of

employment because of such individual’s race, color, religion,

sex, national origin, age or disability.

3. If selected for employment, the applicant will be notified by the

Personnel Office or the department where the position exists.

1. Process New Employee

a. All new employees will be required to furnish the Personnel

Office with the following:

(1) Certificate of Health for School Personnel

(2) Employee’s Withholding Allowance Certificate Form W-4

(3) I-9 Immigration and Naturalization Service Form

(4) Payroll Election Form (if applicable)

(5) Copy of Social Security Card or Birth Certificate bearing

a seal or other certification

(6) Copy of Driver’s License, State issued I.D. Card with

photograph or U.S. Military Card

(7) Oath of Affirmation of Office or Employee Form

(8) KPERS Application (if applicable)

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b. The Handbook for Support Personnel will be reviewed with all

new employees, and a copy of the handbook will be given to

them.

c. Training may be provided with appropriate orientation and

continued supervision.

d. Opportunity will be provided to all employees to develop their

assigned functions. Employees are encouraged to develop and

submit, through normal supervisory channels, plans or

proposals for the improvement of skills, knowledge and

technical performance capabilities.

e. A working environment is to be maintained which is free from

discriminatory insult, intimidation, or harassment due to race,

color, religion, sex, age, national origin, or disability.

2. Physical Examination Requirement

a. K.S.A. 72-5213 Certificate of Health for School Personnel:

“Every Board of Education shall require all persons, whether

employees of the school district or under the supervision

thereof, who come in regular contact with the pupils of the

school district, to submit a certification of health signed by a

person licensed to practice medicine and surgery under the

laws of any state on a form prescribed by the Secretary of

Health and Environment. The certification shall include a

statement that there is no evidence of physical condition that

conflict with the health, safety, or welfare of pupils; and that

freedom from tuberculosis has been established by chest x-ray

or negative tuberculin skin test. If at any time there is

reasonable cause to believe that any such person is suffering

from an illness detrimental to the health of the pupils, the

School Board may require a new certification of health.”

b. The expense of obtaining Certification of Health will be borne by

the school employee.

c. A pre-employment physical is required of School Bus Drivers

and Substitute School Bus Drivers. Following employment, a

physical examination is required every two years.

d. Present employees transferring into the above position will be

required to obtain a physical.

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3. Placement on Pay Schedule

a. Support personnel will be paid in accordance with the pay

ranges recommended by the superintendent and approved by

the Board of Education. Consideration of the ability,

performance, responsibility and experience of employees will be

taken into account in establishment of individual pay within the

ranges approved by the Board of Education.

New employees to the district may be placed at a rate of pay

above the beginning pay range in accordance with their training

and experience. The maximum entry level will be step 3 unless

an exception is made by the Personnel Division and is approved

in writing by the superintendent or his/her designated

representative.

4. Probationary Period

a. A three month probationary period for new employees has been

established to allow the employee time to demonstrate ability to

fill the position before being placed on regular status.

b. When the probationary period is ended, the employee will be

placed on regular status. Regular status is not a contract or

guarantee of permanent employment.

5. Designated Work Day

a. The work day will be determined by the employee’s immediate

supervisor.

b. Immediate Supervisor

All support staff personnel shall be assigned an immediate

supervisor. The school principal is the immediate supervisor for

most clerical, paraeducators, playground/lunchroom supervisors

assigned to specific schools. Principal may delegate a portion

of the supervisory responsibilities to teachers or others working

directly with the employee but the ultimate authority remains

with the principal. In areas where specific directors/supervisors

are designated; i.e. food service, transportation, maintenance,

custodial, the supervision may be coordinated with the principal

involved.

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6. Timekeeping and Pay Procedures

a. Time Cards

Personnel paid by the hour shall enter their hours worked on a

time card provided for each pay period and obtain their

supervisor’s signature before the time card is submitted to the

Payroll Office.

All employees, except Food Service and Health Service working

six (6) hours or more per day must take a thirty (30) minute

duty-free lunch break. The thirty (30) minute duty free lunch

period will not be counted as time worked. The employee is

expected to remain on the premises

during the duty-free lunch

period unless prior arrangement has been made with the

employee’s immediate supervisor.

b. Overtime

Overtime will be scheduled by the employee’s immediate

supervisor and will follow procedures as defined in the Fair

Labor Standards Act. All overtime will be paid. There will be no

compensatory time.

Flexibility within the regular 40 hour work week is allowed with

approval of the immediate supervisor.

c. Pay Periods

Payment of wages will be on or before the twelfth (12

th

) day of

each month.

d. Personnel Data Changes

(1) Support Personnel must notify their supervisor and

Payroll office in writing of any changes in name, address,

or telephone number.

(2) Any changes in deductions or cancellation of deductions

must be submitted in writing to the Payroll Office prior to

the cut-off date for any specific pay period.

7. Evaluations

The Haysville School District attempts to employ and retain the best

personnel possible. To maintain a high standard of performance, an

evaluation system has been established.

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The first evaluation is conducted after the three-month

probationary period, and the second at the time all regular

employees are evaluated, which is at the end of each school year.

Employees will be evaluated by their immediate supervisors.

All employees are required to sign and date their evaluations. A copy

will be given to the employee and a copy will be placed in the

employee’s personnel file.

Employees may review their personnel file upon request.

8. Transfers

a. Administrative Transfers

Transfers of personnel may be made by the Personnel Office or

the employee’s supervisor whenever the best interest of the

school or the department is served by the transfer.

b. Employee Requested Transfer

An employee requesting a transfer must submit the request in

writing to the Director of Personnel. This request must be

signed by the employee and employee’s immediate supervisor.

After the transfer request has been received by the Personnel

Office, the employee may be interviewed for a position vacancy.

The employee will call the administrator listed as contact

person on the Vacancy Notice for an appointment prior to the

closing date listed on the notice.

The transfer request only gives the employee the right to be

considered for an interview. When more than one employee

requests to be transferred to a vacant position, the vacancy will

be filled by the best qualified applicant. An employee must

meet the requirements for the position to which transfer is

requested before consideration may be given to the request.

The principal or immediate supervisor will determine the

transferee or applicant best qualified to fill the vacancy.

c. Vacancy Posted

Vacancies for support personnel positions will be posted in all

buildings.

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9. Suspension

Support personnel may be suspended with pay or without pay by the

Superintendent or his/her designated representative for a term to be

determined by the Superintendent.

prior to suspension:

(1) Any breach of Board policy or other problem the

immediate supervisor views as possible cause for

suspension shall be reviewed verbally with the employee.

The supervisor should make written notice to the file of

such verbal review and the employee will receive a copy

of this notice.

(2)

Should the employee again breach Board policy or have

any other problems,

the immediate supervisor shall hold

a conference with the employee and give the employee a

written report relative to the deficiencies in the

employee’s action and what is expected of the employee

to correct the problem. A copy of the written report shall

be filed in the employee’s personnel file

and a copy given

to the employee

after it has been reviewed by the

Superintendent.

(3) If problems with the employee continue, the immediate

supervisor shall suspend the employee with or without

pay and report such action to the superintendent of

schools who shall place the consideration of such

suspension on the next Board agenda for final action by

the Board.

b. Major infractions may result in immediate suspension

and/or termination. These shall include but not be limited

to: certain violations of law; serious job-related safety

violations; and personal behaviors that reflect negatively

10. Termination

The Superintendent or his/her designated representative shall have the

right to recommend termination of any support personnel to the Board

of Education.

Reasons for termination include but are not limited

to:

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(1) Insubordination

(2) Violation of Board policies

(3) Inability to perform on the job in a satisfactory manner

(4) Misrepresentation of skills or qualifications

(5) Inability to work with other employees in a manner beneficial to

the district.

(6) Other reasons which may normally be considered in employee

termination by an employer.

11. Resignation

Support personnel may request release from employment at their

discretion. However, such request will be in writing submitted two (2)

weeks in advance of the intended termination date when possible.

A. Group Insurance Benefits - KPERS

1. Employees who have established membership in KPERS have Group

Life Insurance and Long Term Disability Coverage. The life insurance

provides an insured death benefit which is currently 150% of the

member’s annual rate of compensation.

2. Disability income benefits provide a monthly benefit on a percentage

of the member’s annual rate of compensation. To qualify for a

disability benefit, a member must be totally disabled for 180 continuous

days.

3. Employees should refer to the “KPERS Employee Information Manual”

for additional information.

B. Section 125 Cafeteria Plan

1. Eligible employees may participate in the Section 125 Cafeteria Fringe

Benefit Program. The major advantage of the IRS approved cafeteria

plan is that payroll deductions amounts for insurance premiums are not

subject to income taxes. However, the IRS requires that the plan

follow certain rules to qualify for the tax advantage. Details pertaining

to the cafeteria plan are available from the Business Office. Ten

month employees who participate in the cafeteria plan will have their

July and August premium held out over the 10 months of employment.

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C. Longevity Pay for Support Personnel

1. The Board of Education recognizes years of service with the Haysville

Public Schools and provides longevity pay established from school

district records as an additional compensation to support personnel.

Employees accruing years of service must be considered one-half

time and work 180 days or more per year to be eligible.

Longevity pay will be made in one lump sum to the Employee in

December following accrued years of service.

2. Longevity Guidelines

a. Begin work prior to

January 1

st

of year ending June 30

th

for one

year service credit

b. Consecutive years of service

c. Work 180 days or more per year

d. One-half time employee of 3 ½ hours or more per day

e. Qualify under the Kansas Public Employees Retirement System

Plan

f. Complete required years of service

g. Must be a current employee

3. Longevity Pay Matrix

After No. of Years Complete

Payment

3/4 Payment 1/2 Payment

05

$ 450.00

$337.50

$225.00

10

$ 565.00

$423.75

$282.50

15

$ 715.00

$536.25

$357.50

20

$ 990.00

$742.50

$495.00

25

$1,265.00

$948.75

$632.50

D. Professional Standards Certificate (Secretarial/Clerical)

1. Secretarial/Clerical employees are encouraged to be involved in the

National Association of Office Personnel as a method of establishing

on-going secretarial professional development. The Board of

Education has adopted the following stipend schedule to encourage

the professional development of the secretarial staff.

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Level

Yearly Stipend Amount

Basic Certificate

$200

Associate Professional

$250

Advanced I

$350

Advanced II

$450

Advanced III

$550

Advanced III & CEOE

$650

E. Paraeducator Career Ladder

1. The Board of Education has adopted a career ladder for instructional

paraeducators. The following level definitions have been established

to encourage professional development through inservice and college

level instruction.

a. Paraeducator III

High school diploma or equivalent. Must participate in at least

four inservice sessions totaling at least 20 hours of inservice

training per school year.

b. Paraeducator IV

High School diploma or equivalent. Requires two years

experience as an instructional paraeducator; the completion of

30 semester college hours of approved academic work related

to instruction or the completion of 450 clock hours of approved

inservice training. (Includes instructional paraeducators in

categorical programs for the Hearing Impaired & Blind who meet

experience criteria. Paraeducators for the Hearing Impaired

must know sign language fluently and be able to readily

translate. Paraeducators for the visually impaired must be able

to read and write Braille.)

c. Paraeducators V

Requires three years experience as an instructional

paraeducator; the completion of 60 semester college hours of

approved academic work related to instruction or an associate

degree from an approved paraeducator training program the

equivalent of 900 clock hours of approved inservice training.

Official transcripts confirming credit hours must be filed in the

Personnel Office on or before September 15 to qualify for a high

salary classification to be paid during the current school year

.

F. Liability Insurance

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1. The Board of Education shall provide liability insurance coverage for all

employees while acting within the scope of their duties.

G. Retirement Plans

1. Kansas Public Employees Retirement System (KPERS)

Personnel employed by the Haysville Public Schools who have

established eligibility, are required by law to participate in the Kansas

Public Employees Retirement System, beginning with the employee’s

first day of employment.

Earlier retirement may be taken in accordance with Kansas Law.

Employees who have ten (10) or more years of service, may choose to

take early retirement from KPERS whenever the total of age and

service equals 85.

Full benefits for retirement from KPERS will be paid:

a. at age 65.

b. at age 62 with 10 years of credited service.

c. when age and credited years of service equals 85.

An employee may retire with reduced benefits as early as age 55 with

10 years of credited service.

2. Early Retirement Program

Eligibility

To be eligible for the USD 261 early retirement program an employee

a. must have completed not less than 10 years of continuous

employment in the district;

b. must be currently employed by USD 261; and

c. must qualify under the KPERS plan of 85 and Out or at age 62

with 10 years of KPERS service credit. There is no minimum age

requirement on the 85 and Out Plan.

Program Requirements

The Board of Education may alter the program at any time with

notification to terminate, suspend, or amend the program given to staff

with a 30 day written notice of intent. Staff members already retired

and participating in the program will not be affected by any alternation

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of the program they originally opted to activate. Should a retired

classified employee reapply for a position with USD 261 and be

offered such, they become ineligible for any future involvement in any

form of district sponsored retirement.

Classified employees electing to participate in the district program

must do so within the first 90 days that they

a. become eligible under the state KPERS plan of 85 and Out or

b. meet the KPERS eligibility requirement of retirement at age 62 with

10 years of KPERS service whichever occurs first. If an employee

does not choose to participate in the district’s early retirement

program within their first 90 days of eligibility, no early retirement

program will be available to said employee.

Activation of Program

For a classified employee to activate early retirement benefits, forms

for such as provided by the district office must be completed and filed

with the superintendent no later than 90 days prior to retirement.

Benefits

Retirees shall be entitled to the following:

a. Thirty percent of the retiree’s final yearly hourly salary.

b. Overtime payments made during the final year and all

supplemental salaries are excluded from the final salary

figure used to calculate the retirement benefit.

c. One percent of the final calculated base benefit for each year

of service with the district in excess of 10 years.

d. An amount equal to 1 day of sick leave for every 3 that have been

accumulated at the time of retirement at the employee’s current

daily rate of pay.

e. Retirees may remain enrolled in the district sponsored health

insurance program if they so desire with billing and scheduled

payment premiums established by the business department.

Should the district not sponsor a group health insurance plan, the

Board of Education is under no obligation to create such for

retirees.

f. The total above amount shall be paid in a single payment on the

date of the employee’s last pay period unless otherwise arranged

for by the employee with the business division and approved by the

superintendent.

g. The total early retirement amount to any classified employee shall

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not exceed 75 percent of the first step of the salary schedule for

certified teacher personnel.

Other Considerations

Those employees that feel that they have unusual or unique

circumstances may refer such to the superintendent for research,

review, and consideration.

3. Tax Sheltered Annuity

A non-transferable, tax-sheltered annuity program is available to all

employees who qualify.

Employees wishing to participate shall complete all forms necessary to

implement the contribution or deduction. Such forms must be

completed and received by the Business Office on or before the payroll

cutoff day of the month such contract is to become effective.

H. Continuation of Group Health Coverage

1. COBRA (Consolidated Omnibus Budget Reconciliation Act

PL-99-272). An employee or their qualified beneficiary who would

otherwise lose coverage under the district’s group health insurance

plan as a result of a qualifying event (termination, resignation, etc…)

has the right to elect continuing coverage. This continuation coverage

is in accordance with the requirements of Federal Law, and is

commonly referred to as COBRA.

2. Employees who are vested members, and who choose to take early

retirement from KPERS have the right to elect continuing coverage

under applicable state law.

3. Details pertaining to continuing coverage of your health plan and your

obligations are available from the Business Office.

I. Leaves and Absences

1.

General Provisions have been made by the Board of Education for

absence from duty in the following categories by support personnel:

a. Emergency and Legal Leaves

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b. Illness and Personal Business Leave

c. Professional Development Leave

d. Military Leave

2. Attendance

a. All employees are expected to be regular in attendance and to

be at their assigned workstations through the duty day. When it

is necessary for an employee to be absent, the employee is

expected to notify his/her supervisor before the start of the

scheduled work shift.

b. Absences which are without pre-approved leave and absences

which extend beyond the leave balance for the specified reason

are subject to review by the immediate supervisor and/or

Personnel Division.

3. Accumulated Sick Leave

Sick leave is a benefit granted to employees who must be absent from

their employment duties due to personal injury or illness.

All support personnel who work a minimum of three and one-half

(3 ½) hours per day on a regular basis shall be credited with sick

leave. All full-time employees, seven (7) hours or more per day shall

be credited with ten (10) days sick leave at the beginning of each

school year and shall have added to that annual amount any

accumulated, unused days of sick leave from previous years to a

maximum of (130) days. Employees working three and one-half (3 ½ )

to seven (7) hours per day shall be credited with leave in proportion to

their work schedule. Sick leave may accumulate from year to year for

consecutive service only. If an employee is off the payroll at any

time during the normal working year, his/her sick leave accumulation

is lost.

a. Termination Pay: Upon termination with the district, an

employee will be paid one third (1/3) of up to the amount of 100

accumulation days of sick leave.

b. Use of Sick Leave: Sick leave days must be used for personal

illness or injury and/or illness, injury, or death in the immediate

family. Medical disability due to pregnancy shall be treated the

same as any other medical disability. A certificate signed by

a

licensed physician verifying illness or injury may be required by

the Board and/or Superintendent. The Board may require an

independent medical opinion, at the Board’s expense, from

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another licensed physician. Sick leave will be used only on

days the employee is assigned to work.

Sick Leave Bank

There shall be a sick leave bank jointly established for

educational support and administrative personnel not covered

by the negotiated agreement. The bank shall have the following

qualifications:

1. To participate the employee must contribute a day of their

sick leave annually. That qualifies the employee for use of

the bank, if needed, for the entire plan year, September 1

through August 31.

2. Unused days at the end of a plan year will be carried over to

the succeeding year.

3. When the balance of days in the bank drops below 120 in a

given plan year, a new donation of days will be necessary.

4. The educational support personnel or administrative

employee must have used all of his/her accumulated

sick/personal leave (not including vacation leave) to be able

to apply for use of the sick leave bank.

5. An application requesting withdrawal of days from the sick

leave bank must be filed with a governing committee. That

committee will be appointed annually by the superintendent

to include representatives of both educational support and

administrative personnel.

6. The days drawn from the bank shall be used for the personal

prolonged illness of the employee or the extended illness of

a member of the immediate family*

7. The maximum number of days that an employee may draw

from the bank will be determined by the governing

committee. In no case will that number of days overlap the

beginning date of KPERS disability benefits for the

employee.

Denial of the application to withdraw days from the sick leave bank

may be appealed to an appeal committee. The appeal committee

shall consist of one person appointed by the governing committee

of the bank, one person appointed by the board of education, and

one person appointed by the two members of the appeal

committee. It is understood that the board of education may

appoint one of themselves as its committee member or appoint an

educational support or administrative employee. The decision of the

appeal committee will be final.

*Immediate family is defined as employee’s spouse, children,

sibling, spouse’s sibling, grandchildren, parents, spouse’s parents,

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grandparents, or other person whose residence has been or is the

home of the employee.

c. Personal Business Leave: Employees will be permitted to use

four (4) of the ten (10) days of sick leave each year for personal

business leave. Personal business leave may be used to

transact business which cannot normally be transacted outside

of the work day. Personal business leave may not be used

immediately prior to or following any school vacation or holiday.

Personal business leave will be used only on days the employee

is assigned to work. May be waived at the discretion of the

immediate supervisor.

No salary will be allowed under the provision of this policy for

days missed in excess of those accumulated or for reasons

other than those specified. In case of termination during the

fiscal year (July 1 - June 30), the total accumulated sick leave

shall be computed at the rate of one (1) day per month worked

to a maximum of the ten (10) days during that year. Any days

missed and paid for in excess of the total accumulated

temporary leave will be deducted from the final salary check, or,

if the final check is not of an amount sufficient to cover same,

the terminating employee will be expected to reimburse the

school district for the difference.

Employees shall notify their principal or immediate supervisor

as soon as prudently possible when sick leave or personal

leave is to be taken.

The daily rate of pay granted for sick leave or personal leave

will be based on the number of hours the employee works

during a normal day.

4. Professional Development Leave

The Superintendent or his/her designated representative may grant

leave for any support personnel to attend conferences, meetings,

workshops and school visitations. All such requests must be submitted

to the Superintendent on the appropriate form. Provision will be made

for authorized travel and/or expenses for attendance at such meetings.

5. Military Leave

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Any employee, upon written request to the Director of Personnel, shall

be granted leave to cover the length of his/her required service in the

military forces of the United States. Each request for military leave

shall be accompanied by a copy of the appropriate military orders. On

the date of release from service, the employee shall notify the

superintendent of his/her availability and possible date of return to

employment.

6. Judicial Leave (with salary adjustment)

An employee shall be granted leave for jury duty or to appear in a

court of law as a subpoenaed witness. The employee will be paid

his/her salary for a normal working day provided that the employee

endorses over to the school district treasury his/her witness or juror’s

compensation not including travel or subsistence reimbursements.

7. Family Medical Leave

District employees shall be provided family and medical leave as

provided by a plan approved by the Board and required by current

federal law and regulation. The plan for providing leave under this

policy shall be filed with the Personnel Department and made available

to all staff.

8. Leave for Other Reasons (with salary deductions)

Application for leave may be made when it is necessary for an

employee to be absent for reasons not included in the Board of

Education provisions listed above. Application for leave, with salary

deduction, shall be made in advance of each absence, and if

approved by the employee’s immediate supervisor, will become

effective upon approval by the Superintendent.

9. Vacation

Vacation allowance is provided only for full-time, twelve (12) month

employees. Employees serving terms of less than twelve months are

not granted vacations with pay.

Vacation allowance is determined on the basis of two weeks (10 work

days) per year for the first five (5) years of continuous service.

After

five years of continuous service, an employee shall be granted

one additional day of vacation per year for each year above five

until a total of three weeks (15 work days) of vacation is allowed.

Beginning in their 16

year of continuous service the employee

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shall be granted one additional day of vacation per year for each

year above fifteen until a total of four weeks (20 work days) of

vacation is allowed.

Support personnel vacation allowance is determined on the basis

of one day per month of service completed or two weeks after a period

of one year service. However, an employee must work at least six (6)

months before he/she is entitled to any accumulative vacation

allowance on the schedule. After the sixth month waiting period, the

employee is entitled to vacation from the first day of employment.

Vacations must be approved by the employee’s immediate supervisor.

Disruptions in the services to the school district should be considered

before approving vacation schedules.

Unused vacation days must be down to 20 days by January 1

st

each

year. Any days above 20 will be lost.

All hourly employee time records, referencing vacation days, must be

initialed by the immediate supervisor or his/her designee. Payment for

vacation time will be based on the regular earnings of the employee.

10. Paid Holidays

The following schedule represents the allowable paid holidays for

support personnel. Any time missed in addition to these days,

authorized leave day, and/or scheduled vacation time will be without

pay:

a. Clerical Employees Who Work Less Than A Twelve Month

Year: All holidays designated on the school calendar which fall

during the employee’s assigned work schedule.

b. Clerical Employees Who Work Twelve Months:

All holidays

designated on school calendar which fall during the calendar

year.

c. Paraeducator Employees Who Work Less Than a Twelve Month

Year: All holidays designated on the school calendar which fall

during the employee’s assigned work schedule

d. Transportation, Operations Supervisors, Secretary, Mechanics,

Custodial, Maintenance and Food Service Employees:

Employees of this group shall be entitled to the following paid

holidays when school is not in session.

July 4

------------------------------- 1 day

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Labor Day -------------------------- 1 day

Thanksgiving ----------------------- 2 days

Winter Break ----------------------- 3 days

New Years --------------------------- 1 day

President’s Day --------------------- 1 day

Between Mid March & Mid Apr. - 2 days

Memorial Day ------------------------ 1 day

Food Service is not in service on the July 4 holiday. The number

of paid holidays for food service employees will be eleven.

Employees Who Work At Least Three and One-Half Hours Per Day

consistently will receive paid holidays on a prorated basis.

J. Workers’ Compensation

1. All employees are covered by Workers’ Compensation Benefits as paid

for by the Haysville School District. If an employee should have an

“on-the-job accident”, the employee must report it immediately to

his/her immediate supervisor. A Report By Injured Employee form and

a Supervisor’s Accident Investigation Report form must be sent to the

Personnel Office within; two (2) days of such accident.

*2. The first seven (7) days off of work for a Workers’ Compensation injury

or illness are not paid by Workers’ Compensation. The employee may

take sick leave, vacation or may take the days without pay.

*3. Workers’ Compensation starts paying employees on the eighth day off

of work.

*4. If the employee is off of work due to a Workers’ Compensation injury

or illness for 21 consecutive days, Workers’ Compensation will go

back and pay the employee for the first seven (7) days off of work.

*Subject to authorized medical care.

III. GRIEVANCE PROCEDURE

The communication between all employees of the Haysville Unified School District No.

261, their supervisors, and the administrative staff is a mutually important objective.

Should any action be taken which would cause an employee to feel that his/her rights

under Board policies have been violated, the employee may have his/her concerns

heard. The following is a procedure outline for quick, amicable solutions to any problem

or complaints.

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A. A written grievance shall be filed with his/her immediate supervisor. The

supervisor will provide a written response to the employee within seven (7)

calendar days.

B. Should the employee not be satisfied with such a review and believe he/she

needs to pursue the grievance further, the employee shall appeal within

seven (7) calendar days in the following order:

8. Division Director or Principal

9. Director of Personnel

10. Appropriate Assistant Superintendent

11. Superintendent

Again, a written response will be provided to the employee within seven (7)

calendar days.

C. Should the employee not be satisfied with the superintendent’s ruling, the

employee may request in writing to the Clerk of the Board, that the matter be

placed on the Board agenda. Should such a request be made, the Board

shall hear the grievance within thirty (30) calendar days. The Board shall

then make a ruling within fifteen (15) calendar days and notify the employee

in writing as to the decision.

The employee may have representation at either the meeting with the

Superintendent or the Board. The Board will not hear or consider any grievance

or complaint that is filed or requested by a third party.

IV. BOARD POLICIES

For more information concerning these policies, contact your immediate supervisor, the

Director of Personnel or The Board Clerk.

A. GAAC - Sexual Harassment

Sexual harassment is unlawful discrimination on the basis of sex under Title

IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of

1964, and the Kansas Acts Against Discrimination. All forms of sexual

harassment are prohibited at school, on school property, and at all school-

sponsored activities, programs or events. Sexual harassment against

individuals associated with the school is prohibited, whether or not the

harassment occurs on school grounds.

Employees who believe they have been subjected to sexual harassment

should discuss the problem with their immediate supervisor. If an employee’s

immediate supervisor is the alleged harasser, the employee should discuss

the problem with the building principal or the superintendent. Employees who

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do not believe the matter is appropriately resolved through this meeting may

file a formal complaint under the district’s discrimination complaint procedure.

B. GAACA – Racial Harassment

Racial harassment is unlawful discrimination on the basis of race, color or

national origin under Titles VI and VII Civil Rights Act of 1964, and the

Kansas Acts Against Discrimination. All forms of racial harassment are

prohibited at school, on school property, and at all school-sponsored

activities, programs or events. Racial harassment against individuals

associated with the school is prohibited, whether or not the harassment

occurs on school grounds.

Employees who believe they have been subjected to racial harassment

should discuss the problem with their immediate supervisor. If an employee’s

immediate supervisor is the alleged harasser, the employee should discuss

the problem with the building principal or the superintendent. Employees who

do not believe the matter is appropriately resolved through this meeting may

file a formal complaint under the district’s discrimination complaint procedure.

C. Bloodborne Pathogen Exposure Control Plan

The Board shall adopt an exposure control plan which conforms with current

Occupational Safety and Health Administration (OSHA) standards and

regulations of the Kansas Department of Human Resources (KDHR). All

staff shall view the Bloodborne Pathogen video and sign the necessary

documentation annually.

D.

Computer Use

Computer systems and networks are for educational and professional use

only. Violation of this policy would include, but not limited to: sending or

displaying offensive messages or pictures; using obscene language;

damaging computers, computer systems or networks, including creating,

uploading or downloading computer viruses; violating copyright laws, or

loading personal software on district computers; harassing, insulting, or

attacking others via computer networks; using others’ usernames and

passwords; trespassing in others’ folders, work, files or networks; intentionally

wasting limited resources; employing district computers and networks for

commercial purposes; and giving out personal information over the Internet,

such as full name and address. The district retains the right to discipline any

employee, up to and including termination, for violations of this policy.

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Employees shall have no expectation of privacy when using district e-mail,

instant messaging, Internet access, or other official communication systems.

The school district retains the right to duplicate any information on district

computer systems or on any hard drive. Any e-mail, instant messaging,

Internet access, computer application, or information in district computers or

computer systems is subject to monitoring by the administration.

E-mail, instant messaging and Internet access shall be used primarily to

conduct approved district business, educational research, and educational

purposes. Employees must use appropriate language in all messages.

Employees are expected to conduct themselves in a professional manner and

to use the system according to these guidelines or other guidelines published

by the administration.

No software, including freeware or shareware, may be installed on any district

computer until cleared b y the network administrator. The administrator will

verify the compatibility of the software with existing software and hardware,

and prescribe installation and de-installation procedures. Freeware and

shareware may be downloaded only onto workstation floppy disks, or CD-

ROM, no hard drives. Program files must have the network administrator’s

approval to be installed on any district server.