Classified handbook 2018-19 · 2018-10-09 · (620) 543-2510 (FAX) ... Official transcripts or para-educator exam results must be submitted for any movement. School Bus Drivers Physicals

0

BuhlerUSD313ClassifiedStaffHandbook

ApprovedbytheBuhlerUSD313BoardofEducationonJuly9,2018

An Exceptional Experience!

1

BUHLERUSD#313

VALUESWebelieveineducatingallstudentsinastudent-centered,caringenvironmentbyeducatorspassionate

abouttheirprofession.

CoreValues• HighLevelLearningisourpriority• Respectisournorm• Honestyisourexpectation• Collaborationisourculture• Integrityisourfoundation

BuhlerUSD313SupportPersonnelor “Classified”employeesare“at-will”employees. The state ofKansas is an employment atwill statewhich means employers can discharge employees for any non-discriminatoryand/ornon-retaliatory reason,withorwithoutnotice,andemployeescanleavetheemployer’semploymentatanytime,foranyornoreasonatall,withorwithoutnotice.

2

BuhlerUSD313ClassifiedStaffHandbook

TableofContents

GENERALEMPLOYMENTPROVISIONSApplicationProcedures......................................................................................................6EmploymentProcedures....................................................................................................7PhysicalExaminationRequirement....................................................................................7PlacementonPaySchedule...............................................................................................8InstructionalParaprofessionalClassification......................................................................8BusDriverRequirements....................................................................................................8WagesandTimeSchedules................................................................................................9WorkloadAssignments.......................................................................................................9MealandRestBreaks.........................................................................................................9DesignatedSupervisors......................................................................................................9TimeClockPlusandPayProcedures.................................................................................10DirectDepositRequirements...........................................................................................10Overtime/CompensatoryTime.......................................................................................10Attendance.......................................................................................................................11AttendanceIncentive.......................................................................................................12PaidHolidays....................................................................................................................12IdentificationBadges/KeyCards/KeyFobs.......................................................................12AssignmentsandTransfers...............................................................................................12PublicSchoolWorks.........................................................................................................13Evaluations.......................................................................................................................14Complaints/Grievances....................................................................................................14ComplaintsofDiscrimination...........................................................................................15Discipline..........................................................................................................................16Resignation.......................................................................................................................16Termination......................................................................................................................16LEAVEBENEFITSAnnual/UnusedAccumulatedLeave................................................................................17SickLeaveBank................................................................................................................18VacationLeave.................................................................................................................19Maternity/AdoptionLeave...............................................................................................19Family/MedicalLeave.......................................................................................................20StaffDevelopment/ProfessionalLeave............................................................................21JudicialLeave....................................................................................................................22MilitaryLeave...................................................................................................................22

3

OTHERBENEFITSHealthInsurance..............................................................................................................22Section125CafeteriaPlan................................................................................................22SalaryProtection..............................................................................................................23LiabilityInsurance.............................................................................................................23TaxShelteredAnnuity......................................................................................................23KansasPublicEmployeesRetirementSystem(KPERS).....................................................23DistrictRetirementBenefits.............................................................................................25ContinuationofGroupHealthCoverage(COBRA)...........................................................28UnemploymentCompensation........................................................................................28WorkersCompensation....................................................................................................28Reimbursement/TravelExpenses.....................................................................................29ActivityPasses..................................................................................................................30CONDUCTEmployeeDressCodes.....................................................................................................30DrugFreeSchoolandCommunitiesAct/DrugFreeWorkplace.......................................30TobaccoUse.....................................................................................................................31SexualHarassment...........................................................................................................31RacialHarassment............................................................................................................32Gifts..................................................................................................................................34ConflictofInterest............................................................................................................34PersonalBusiness/Solicitation..........................................................................................34DistributionofInformation..............................................................................................35Visitors..............................................................................................................................35Confidentiality..................................................................................................................35PoliticalOffice...................................................................................................................35ParticipationinActivities..................................................................................................36OutsideEmployment........................................................................................................36CriminalConvictions.........................................................................................................36StaffandStudentRelations..............................................................................................36Interrogation/InvestigationofStudents...........................................................................36SearchesofStudentsandProperty..................................................................................37AdministrationofMedicine..............................................................................................37OTHERChurchNight.....................................................................................................................37PersonalProperty.............................................................................................................37StaffDevelopment............................................................................................................37ClassifiedCommittee........................................................................................................37LeadershipCadre..............................................................................................................38

4

BoardofEducation...........................................................................................................38HEALTHAsbestos...........................................................................................................................38HazardousWaste..............................................................................................................39BloodbornePathogens.....................................................................................................39CommunicableDiseases...................................................................................................39SAFETYInclementWeather..........................................................................................................40FireDrills...........................................................................................................................41TornadoDrills...................................................................................................................41Accidents..........................................................................................................................41Security.............................................................................................................................41FirearmsonDistrictProperty...........................................................................................41ChildAbuse.......................................................................................................................42CrisisManagementPlans.................................................................................................42ThreatsofViolencePolicyandProcedures......................................................................42FACILITIES/SUPPLIES/EQUIPMENTPurchasing/Requisitions.................................................................................................43ReportingTechnologyIssuesandMaintenanceWorkOrders.........................................43CareofFacilitiesandEquipment......................................................................................43EnergyManagementConservationPolicy........................................................................43UseofFacilities.................................................................................................................45UseofSchoolFacilities/GroundsforMemorials/Funerals...............................................45EquipmentUse.................................................................................................................45UseofTelephone.............................................................................................................45CopyingandDuplicating...................................................................................................45TechnologyPolicy.............................................................................................................46ResponsibleUseAgreement............................................................................................48PersonnelFileAccessPolicy/Procedure...........................................................................49PersonnelFileAccess&RetentionPlan...........................................................................50APPENDIXAppendixA–ClassifiedStaffEntryLevelWageSchedule................................................53AppendixB–ComplaintofDiscriminationForm.............................................................54AppendixC–SummaryofaContact................................................................................55AppendixD–SickLeaveBankApplication.......................................................................56AppendixE–Maternity/AdoptionLeaveRequest...........................................................57AppendixF–Long-termLeaveRequest...........................................................................58AppendixG–OrganizationalChart..................................................................................59

5

CLASSIFIEDSTAFFHANDBOOK

• Thishandbookisnotanemployeecontract.Further,thishandbookisnotbeconsideredaseitheranexpressorimpliedagreementbetweentheschooldistrictandtheemployee

• Anytimethesuperintendentismentionedinthismanual,his/herdesigneeisimplied.• AllemployeesshallbefamiliarwithallpoliciesandregulationsestablishedbytheBoard

ofEducation.• Asaconditionofemployment,employeesagreetofollowrulesandregulations

establishedbytheBoard.• Thishandbookmaybechangedormodifiedanditemsaddedordeletedatanytimeas

recommendedbythesuperintendentandapprovedbytheBoard.BuhlerUSD313-NoticeofNondiscriminationTheBuhlerSchoolDistrict,USD313doesnotdiscriminateonthebasisofrace,color,nationalorigin,sex,religion,disability,orageinitsprogramsandactivitiesandprovidesequalaccesstotheBoyScoutsandotherdesignatedyouthgroups.Thefollowingpersonhasbeendesignatedtohandleinquiriesorcomplaintsregardingthenon-discriminationpoliciesincludingrequestsforaccommodationsoraccesstoaDistrictfacilitytoparticipateinaprogram,activity,orservice:MikeBerblingerBuhlerUSD313406West7th,Buhler,KS,67522(620)543-2258(620)543-2510(FAX)[email protected](EMAIL)Forfurtherinformationaboutanti-discriminationlawsandregulations,ortofileacomplaintofdiscriminationwiththeOfficeforCivilRightsintheU.S.DepartmentofEducation(OCR),pleasecontactOCRat(816)268-0550(voice),or(877)521-2172(telecommunicationsdeviceforthedeaf),[email protected].

ApprovedbytheBuhlerUSD313BoardofEducation,July9,2018

6

GENERALEMPLOYMENTPROVISIONSBuhlerUSD313isanequalopportunityemployerandshallnotdiscriminateinitsemploymentpracticesandpolicieswithrespecttocompensation,terms,conditions,orprivilegesofemploymentbecauseofsuchindividual’srace,color,religion,sex,nationalorigin,ageordisability.AnyquestionsregardingtheBoard’scompliancewithTitleVI,TitleIX,Section504ortheAmericanswithDisabilitiesActmaybedirectedtotheDistricttheOfficeforCivilRightsoftheDepartmentofEducationat816-891-8026.TheComplianceOfficeralsocanbecontactedfortheexistenceandlocationofaccessibleservices,activitiesandfacilities.Acompletecopyofallcompliancepublicationsisavailableforreviewfromalldistrictschooloffices.BuhlerUSD313SupportPersonnelor“Classified”employeesare“at-will”employees.ThestateofKansasisanemploymentatwillstatewhichmeansemployerscandischargeemployeesforanynon-discriminatoryand/ornon-retaliatoryreason,withorwithoutnotice,andemployeescanleavetheemployer’semploymentatanytime,foranyornoreasonatall,withorwithoutnotice.ApplicationforEmploymentandInterviewAllapplicationsmustbesubmittedonlinefromthedistrictwebsiteatwww.usd313.org.Applicationsarekeptactiveforoneyear.Aninterviewwillbeheldwithamemberoftheadministrativestaffand/ortheDirector/Supervisorofthedepartmentwherethepositionexists.Whenanapplicantisinterviewedforaspecificposition,ajobdescriptionwillbepresentedforreview,andrelateddutieswillbeexplainedbythepersonconductingtheinterview.Differentqualificationsapplytovariouspositions.Ifselectedforemployment,theapplicantwillbenotifiedbythepersonnelofficeorthedepartmentwherethepositionexistsandaverbalofferofemploymentwillbegiven.Followingverbalacceptancebythecandidate,arecommendationforhirewillbepresentedtotheBoardofEducationforapproval.AnofficialofferofemploymentwillthenbesenttothecandidateandthesignedofferofemploymentwillbereturnedtotheDistrictOffice.Althoughanemployeemaybeginworkuponaprovisionalbasisifapprovedbytheadministration,theemploymentofanypersonisnotofficialuntiltheofferofemploymentisapprovedbytheBoard.Anyofferofemploymentiscontingentuponthesatisfactoryoutcomeofthecriminalbackgroundcheck.Thedistricthasthesoleandabsolutediscretiontodeterminewhethertheoutcomeissatisfactory.Backgroundcheckswillbeupdatedbythedistrictuponevery5thanniversaryofemploymentforclassifiedstaff.

7

EmploymentProceduresProcessNewEmployeeAllnewemployeeswillberequiredtofurnishthePersonnelOfficewiththefollowingbeforethefirstdayofemployment:

1. CertificateofHealthforSchoolPersonnel2. Employee’sWithholdingAllowanceCertificateFormW-4andK-43. I-9ImmigrationandNaturalizationServiceFormwithcopiesofapproved

identificationdocumentationaslistedontheform4. DirectDepositAuthorizationForm-withsomethingofficialattachedfrom

yourbankthatlistsroutingandaccountnumbers5. Driver’sLicenseanddrivingrecord(ifrequiredforposition)6. HealthCoverageApplicationorWaiver7. KPERSApplication(ifapplicable)8. LoyaltyOathorAffirmation9. CriminalBackgroundCheckAuthorizationForm10. HealthPlanEligibilityNotice

TheClassifiedStaffHandbookisavailabletoallstaffonthedistrictwebsite:www.usd313.organdanacknowledgementofreceiptwillbepartofeachyears’listofmandatoryitemstobecompletedinthePublicSchoolWorksprogram.Apapercopywillbegiventoallnewemployees.Alistofjobdescriptionsisavailableonthedistrictwebsite:www.usd313.organdacompletelistofalljobdescriptionsisavailableatthedistrictoffice.Trainingwillbeprovidedwithappropriateorientationandcontinuedsupervision.Aworkingenvironmentistobemaintainedwhichisfreefromdiscriminatoryinsult,intimidation,orharassmentduetorace,color,religion,sex,age,nationalorigin,ordisability.PhysicalExaminationRequirementK.S.A72-5213CertificateofHealthforSchoolPersonnel:“EveryBoardofEducationshallrequireallpersons,whetheremployeesoftheschooldistrictorunderthesupervisionthereof,whocomeinregularcontactwiththepupilsoftheschooldistrict,tosubmitacertificationofhealthsignedbyapersonlicensedtopracticemedicineandsurgeryunderthelawsofanystateonaformprescribedbytheSecretaryofHealthandEnvironment.Thecertificationshallincludeastatementthatthereisnoevidenceofphysicalconditionthatconflictwiththehealth,safety,orwelfareofpupils;andthatfreedomfromtuberculosishasbeenestablishedbychestx-rayornegativetuberculinskintest.Ifatanytimethereisreasonablecausetobelievethatanysuchpersonissufferingfromanillnessdetrimentaltothehealthofthepupils,theSchoolBoardmayrequireanewcertificationofhealth.”

8

TheexpenseofobtainingtheCertificationofHealthatthetimeofhirewillbebornebytheemployee.Shouldthedistrictrequireanewonethecostshallbebornebythedistrict.PlacementonPayScheduleClassifiedPersonnelwillbepaidinaccordancewiththepayrangesontheEntryLevelWageScheduleapprovedbytheBoardofEducation(seeEntryLevelWageSchedule,AppendixA).Considerationoftheability,performance,responsibilityandexperienceofemployeeswillbetakenintoaccountinestablishmentofindividualpaywithintherangesapprovedbytheBoardofEducation.Newemployeestothedistrictmaybeplacedatarateofpayabovethebeginningpayrangeinaccordancewiththeirtrainingandexperience.InstructionalParaprofessionalClassificationIn2013,USD313adoptedaParaprofessionalPayGradebasedoneducation.Paraprofessionalsareclassifiedasfollows:ParaprofessionalI-hasahighschooldiplomaorequivalent(Grade4)ParaprofessionalII-has48+collegecredithoursorapassingscoreonapara-educatorexamthathasbeenapprovedbytheKansasStateDeptofEducation(Grade5)ParaprofessionalIII–hasaChildDevelopmentAssociate(CDA),anAssociate’sDegreeinChildcareDevelopment,ora4yeardegree(Grade6)CollegetranscriptsmustbesubmittedtothedistrictofficeuponhireinordertobeinitiallyplacedatLevelIIorLevelIII.AParaprofessionalmayrequestmovementfromoneleveltoanotherbySeptember1ofanyyear.Officialtranscriptsorpara-educatorexamresultsmustbesubmittedforanymovement.SchoolBusDriversPhysicalsFollowingemployment,aphysicalexaminationisrequiredeverytwoyears.USD313willreimbursethecostoftheDepartmentofTransportation(DOT)physicaluponhireandonceevery2yearsthereafter,ifperformedatHutchinsonClinic.PresentemployeestransferringintoaSchoolBusDrivingpositionwillberequiredtoobtainaDOTphysical.LicenseCertificationItshallbetheresponsibilityofallschoolbusdriverstoannuallyprovidedocumentationofthevalidityoflicensecertificationbytheKansasDepartmentofRevenue.NewdriverswillreceivereimbursementforthecostoftheirinitialCDLlicense.Ifaschoolbusdriver’slicenseissuspendedorrevokedatanytime,suchsuspensionorrevocationshallbeimmediately

9

reportedtotheTransportationDirectorandthedrivershallceasedrivingaschoolbusuntilthelicenseisrestored.DrugTestingAlldistrictemployeesperformingjobfunctionswhichrequiretheemployeetomaintainacommercialdriver’slicenseshallberandomlytestedonaquarterlybasisforalcoholanddrugsasrequiredbycurrentfederallaw.Eachnewemployeewhoisrequiredtoundergoalcoholanddrugtestingshallbegivenacopyoftheappropriateregulations.Compliancewiththerequiredelementsofthetestingprogramisaconditionofemploymentasadriverinthedistrict.WagesandTimeSchedulesTheBoarddelegatesauthoritytothebusinessmanagertodeveloptimeschedulesforallclassifiedemployees,subjecttoapprovalbythesuperintendent.Timescheduleswillbeassignedatthestartoftheemploymentterm.WorkloadAssignmentsWorkloadassignmentsforclerical,paraprofessional,maintenance,foodservice,custodialandtransportationemployeesshallbemadebythebusinessmanagerafterevaluationofpersonnelpositions.MealandRestBreaksRestperiodsofshortduration(20minutesorless)arepaidforasworkingtimebutarenotrequiredbyStateLaw.Mealperiods(generally30minutesormore)arenotcompensatedasworktimebuttheemployeemustbecompletelyrelievedfromdutyduringthistime.ItistheacceptedprocedureofUSD313Classifiedemployeestoreceiveamealbreakof30minutesormore,dependingonthedepartment,thatiscompletelyfreeofduties.Iftheemployeeisexpectedtoperformanydutiesduringthistimeitmustbecompensated.Authorizedworkbreaksmaybeallowedascompensatedtimebutwillnotextendbeyond15-20minutes.Breaksthatlastlongerthan20minutesmustbeadjustedtoindicateaclockout.BreakTimeforNursingMothersPleasecontacttheHRClerkatthedistrictofficeshouldyouhavequestionsregardingthefederalrequirementsoftheFairLaborStandardsActinrelationtonursingmothers.DesignatedSupervisorsAllsupportstaffpersonnelshallbeassignedanimmediatesupervisor.Theschoolprincipalistheimmediatesupervisorformostclericalandparaprofessionalpositions.Theprincipalmaydelegateaportionofthesupervisoryresponsibilitiestoteachersorothersworkingdirectlywiththeemployeebuttheultimateauthorityremainswiththeprincipal.Inareaswherespecificdirectors/supervisorsaredesignated(foodservice,transportation,maintenance,custodial)thesupervisionmaybecoordinatedwiththeprincipalinvolved.(SeeAdministrativeOrganizationChart,AppendixG)

10

TimeClockPlusandPayProceduresTimeClockPlusisthedistrict’selectronictimekeepingsystem.EachemployeewillbeissuedanIDnumberandbegiventrainingontheuseofthetimeclocksystem.Itistheresponsibilityoftheemployeetoapprovehoursworkedonaweeklybasis(everyMondayforthepriorweek)andonthefirstworkdayaftertheendofthemonth.Itisimperativethatthisisdoneinatimelymanner.AnyquestionsregardingthesystemshouldbedirectedtothePayrollClerkatthedistrictoffice.Requestsforeditsormissedpunchesshouldbedirectedtoyoursupervisor.Paymentofwageswillbethroughdirectdepositonorbeforethe15thdayofeachmonth.Paystubscanbeviewedonlineatwww.aptafund.com,ourEmployeeSelf-ServicePortal.AtthetimeofhirenewemployeeswillreceiveanemailfromAptafundwithalinktocreateanaccount.Thelinkisgoodfor7days.Theloginistheemailaddressthattheinvitationissentto.Instructionsarethengivenonthepasswordrequirements.Oncetheaccountissetuptheemployeecantheneasilyaccesspaystubsandotherinformationonline.DataChanges

1. CertifiedstaffmustnotifytheDistrictOfficeofanychangesinname,address,ortelephonenumber.NamechangescannotofficiallybemadeuntilwereceiveanewSocialSecuritycardandmarriagelicense,divorcedecree,orotherofficialpaperworkstatingthenewlegalname.

2. Anychangesindirectdepositinformation,W-4orK-4withholdingmustbesubmittedinwritingtothePayrollOfficebythe4thofthemonthinordertobereflectedonthenextpayroll.

DirectDepositRequirementsAllUSD313payrolldepositsaremadeelectronicallyintothebankaccount(s)listedontheemployee’sDirectDepositAuthorizationForm.IfchangesneedtobemadetotheseaccountsthePayrollClerkmustbenotifiedbythe4thofthemonthinorderforittobechangedonthenextpayroll.AnewDirectDepositAuthorizationFormmustbecompletedwithsomethingofficialattachedthatlistsroutingandaccountnumbers.Ifadirectdepositisreturnedorrejected(usuallyduetoawrongaccountnumberbeinglistedoranaccountbeingclosed)theemployeewillbeassesseda$30feeonthenextpayroll.Thisfeeisareimbursementforthe$30thedistrictischargedbyitsbankforreturneddirectdeposits.OvertimeandCompensatoryTimeThedistrictwillpayovertimepaywhenappropriatetoclassifiedemployees.Overtimewillbepaidonallhoursworkedinexcessof40hoursperweekattherateofoneandone-halftimestheregularhourlyrate.Sickleavetime,paidholidays,annualleave,weather-relatedabsences,juryduty,compensatorytime,etc.arenotconsideredhoursworkedaccordingtotheFairLaborStandardsAct.Assuch,

11

overtimeisnotpaidwhenthosehoursarepartoftheexcessof40inaweek.TheFLSArequirementtopayovertimeforhoursworkedover40inaweekappliesonlytotimetheemployeeactuallyspendsworking.Entryintoovertimeworkwillbevoluntarybytheemployeeandmustbeattherequestofdistrictsupervisorypersonnel,withtheapprovalofthebusinessmanager.CompensatoryTimeIfanemployeeworksmorethan40hoursduringaspecificworkweek,thatpersonmayreceivecompensatorytimeratherthanovertimepay.Therateofcompensatorytimeshallbeoneandone-halfhoursforeachhourofovertimeworked.Compensatorytimeasacompensationmethodshallbemutuallyagreedonbetweentheemployeeandthesupervisorbeforetheworkisperformed.Anemployeewithaccruedcompensatorytimemustusethosehoursfirst,beforerequestinganyothertypeofLeaveunlesstheyarean8-hr,12-monthemployeewithvacationleftfromthepreviousyearthatmustbeusedbyDecember31.Inthatcasetheywillbeallowedtousetheleft-overvacationfirstbeforeusingaccruedcomptimeuntilDecember31.Thisislistedas“VAC–18mo”ontheLeaveBalancessectionofyourAptafundpayrollaccount.Anemployeeshallbepermittedtoaccrueupto80hoursofcompensatorytime(thistranslatesto53.33OThours)duringaschoolfiscalyear.AllcompensatorytimemustbeaccumulatedandutilizedwithintheschoolfiscalyearofJuly1throughJune30.Paymentforaccruedcompensatorytimeuponterminationofemploymentshallbecalculatedattheaveragerateofpayforthefinalthreeyearsofemployment,orthefinalregularratereceivedbytheemployee,whicheverishigher.AttendanceAllemployeesareexpectedtoberegularinattendanceandtobeattheirassignedworkstationsontimeandthroughoutthedutyday.Whenitisnecessaryforanemployeetobeabsent,theemployeeisexpectedtonotifyhis/hersupervisorbeforethestartofthescheduledworkshift.Thefirsttimeanemployeedoesnotcallorshowupforworktheywillbedockedthatday’spayandwillnothavetheoptionofusinganytypeofLeavefortheabsence.Awrittenwarningwillbegiven.Thesecondno-call,noshowwillresultintheirtermination.TheSupervisorwillattempttoreachtheemployeebytelephonebutiftheyareunabletodoso,acertifiedterminationletterwillbemailed.ShouldtheemployeewishtorequestanappealofthisdecisiontheymayfollowtheprocedureforComplaints/Grievancesonpage14.

12

Absenceswhicharewithoutpre-approvedleaveandabsenceswhichextendbeyondtheleavebalanceforthespecifiedreasonaresubjecttoreviewbytheimmediatesupervisorand/orPersonnelOffice.AttendanceIncentiveAnyhourlywageclassifiedemployeewhohasa100%workattendance(noabsences)forthecontractyeariseligibleforaone-timeattendanceincentivepaymentof$100,paidinJulyafterthefiscalyeariscompleted.PaidHolidaysThefollowingpaidholidaysareofferedtoClassifiedStaffwhoareconsistentlyscheduledaminimumof3½hoursperday:July4(1day),LaborDay(1day),Thanksgiving(2days),Christmas(2days),NewYear’sDay(2days–tobedeterminedbythecalendar),GoodFriday(1day),MemorialDay(1day).Classifiedpersonnelareentitledtothepaidholidayswhichfallduringtheemployeesassignedworkschedule.IdentificationBadges/KeyCards/KeyFobsAllstaffwillbeissuedanewpictureIdentificationBadgeeachyearthatistobewornwhileatwork.AllstaffassignedtoabuildingequippedwithacardreaderaccesssystemwillreceiveeitheraKeyCardorKeyFob.Thiswillgivethemaccesstotheirassignedbuildingduringthehoursassociatedwiththeirposition.Theinitialkeycardorfobispaidforbythedistrict.Shouldakeycardorfobneedtobereplacedtheemployeewillbechargedareplacementfeeof$7.00whichwillbepayrolldeducted.Keycardsandkeyfobsarethepropertyofthedistrictandmustbereturnedtothedistrictofficewhenanemployeeisnolongeremployedbyorworkinginoneofthedistrictschools.Keycardsorfobsmustnotbeloanedtoothers.Lostorstolenkeycardsorfobsmustbereportedimmediatelysomeasuresmaybetakentomaintainsafetyandsecurityandtoprotectdistrictproperty.QuestionsregardingIDbadges,keycards,orkeyfobsshouldbedirectedtothedistrictoffice.Staffassignedtootherbuildingswillbeissuedphysicalkeys.Nokeysshallbeduplicatedwithoutpermission.Keysmustbereturnedtotheappropriatesupervisorwhenanemployeeisnolongeremployedbythedistrictorisassignedtoanotherbuilding.Keysmustnotbeloanedtoanyone.Lostorstolenkeysmustbereportedimmediatelysomeasuresmaybetakentomaintainsafetyandsecurityandtoprotectdistrictproperty.AssignmentsandTransfersTheBoardreservestherighttoassign,reassignortransferallpersonnel.

13

EmployeeRequestedTransferAnemployeerequestingatransfermustsubmitaninternalonlineapplicationthroughthedistrict’swebsite.AftertheapplicationhasbeenreceivedbythePersonnelOffice,theemployeemaybeinterviewedforapositionvacancy.Theapplicationonlygivestheemployeetherighttobeconsideredforaninterview;thevacancywillbefilledbythebestqualifiedapplicant.Anemployeemustmeettherequirementsforthepositiontowhichtransferisrequestedbeforeconsiderationmaybegiventotherequest.VacancyPostedEmployeeswillbenotifiedofvacanciesbyemailandopenpositionswillbepostedonthedistrict’swebsite.PublicSchoolWorksPublicSchoolWorksisanonlineRiskManagementtoolthatthedistrictusestoimplement,manage,andsustainacomprehensivestaffsafetyandregulatorycomplianceprogram.TheStaffTrainingSystemincludescoursesaddressingworkplacesafety,studentsafety,humanresources,stateandfederalspecificissues,andothersafetytopics.TheEmployeeSafeSuiteoffersonlinestaffaccidentmanagementsolutionsthataddressthepreventionsideofemployeeaccidents.Shouldaworkplaceaccidentoccur,thedistrictusestheStaffAccidentManagementSystemtoensurethatappropriatestepsaretaken.ThisfeatureislocatedonthePublicSchoolWorksmainscreenandshouldbeusedbyallstafftoreportallworkplaceaccidents.Asaccidentreportsaresubmittedbyemployees,thesystemnotifieskeyadministrators,supervisorsandaccidentinvestigatorstoaddresstheirspecificresponsibilities,aswellasclaimsmanagementpartnerswithFirstReportsofInjuryandclaimformstogettheminvolvedimmediately.Theinjuredemployeewillalsobeenrolledandnotifiedtotaketrainingappropriatetotheincident.TheHazardReportingSystemalsopromptssitestafftoaddressthehazardandtracksitbacktotheresolutionoftheissue.TheComplianceManagementsystemautomatestaskscheduling,notification,trackingandcompletionofallrequiredsafetytaskssuchasdrillsandinspections.Ifataskisnotcompleted,theappropriateadministratorordirectorisnotified.FormoreinformationaboutWorkman’sCompensation,seepage26.MandatoryTrainingEmployeeswillbenotifiedbyemailofmandatorycourses(basedonStateStatuteorDistrictpolicy)theymustcompleteeachquarter.Therewillalsobeseveraloptionalcoursesemployeesmaycompleteontheirowntime.Employeeswhocompleteallcoursesontimethroughoutthe

14

yearwillbeeligibleforapayincrease(tobedetermined)inadditiontoanydistrict-wideincreasethatmaybegivenatthebeginningoftheschoolyear.EvaluationsAsameansofimprovingthevitalservicesdeliveredbyemployees,allclassifiedemployeesshallbeevaluatedtwiceduringtheirfirstyearofemployment(byJan15thandMay1st)andatleastonceperyear(byMay1st)duringsubsequentyears.Acopyofthecompletedevaluationwillbegiventoeachemployeeafteritissignedbytheemployeeandtheevaluator.Acopywillalsobeplacedintheemployee’spersonnelfileatthedistrictoffice.Complaints/Grievances(GAE,GAE-R)Purpose:Thepurposeofthisprocedureittoprovidefortheorderlyandexpeditiousadjustmentofgrievancesofindividualemployeesoftheschooldistrictatthelowestlevel.Grievance–shallmeananyallegedviolationofthetermsandconditionsofanemployee’scontractofemployment.SupplementalConditions:

1. Allindividualsinvolved,andallotherswhomightpossiblycontributetotheacceptableadjustmentofagrievance,areauthorizedandurgedtotestifywithfullassurancethatnoreprisalwillfollowbyreasonofsuchparticipation.

2. Uponthefinaldeterminationofthegrievance,thedocuments,communicationsandrecordsrelatingtothegrievanceandthefirstadjustmentthereofshallbekeptandmaintained.

3. Ateachstepoftheprocedureforadjustinggrievancesaftertheinitialprivateconference(s)withtheimmediateadministrativesuperior,thegrievantshallbeentitledtobeaccompaniedbyotherswhomightcontributetotheacceptableadjustmentofthegrievanceand/ortoberepresentedbylegalcounsel.

4. Allgrievancehearingsshallbeconfidential.5. Alldiscussionsandhearingsshallbeconductedattimesotherthanwhenschoolisin

session.6. Excludedfromthegrievanceprocedureshallbeemployeeevaluations,termination,and

othermattersforwhichlawmandatesanothermethodofreview.7. OnlytheemployeeaffectedmayfileagrievanceoranappealfromLevels1and2.8. ThefilingofagrievanceatalllevelsbeyondtheinformalconferenceinLevel1shallbe

inwritingandshallbereasonablyspecificastothenatureofthecomplaint.Thegrievanceshould,totheextentpossible,describetheallegedeventoractgivingrisetothegrievanceincludingthetime,date,andplaceoftheeventoractandthenamesandaddressesofanywitnesses.

Anyemployeemayfileacomplaintwiththeirsupervisorconcerningaschoolrule,regulation,policyordecisionthataffectstheemployee.Thecomplaintshallbeinwriting;filedwithin20daysfollowingtheeventcomplainedofandshallspecifythebasisofthecomplaint.The

15

supervisorshallmeetwiththeemployeeandprovideawrittenresponsewithin20days.Iftheemployeedisagreeswiththedecision,theemployeemayappealtothesuperintendentwhowillrespondwithin20days.Ifthegrievanceisnotadjustedtothesatisfactionofthegrievantorifnodecisionismadewithin20schooldaysafterthedatethegrievancewasfiledwiththesuperintendent,thenthegrievantmayappealtotheboardforfinaladjustmentofthegrievance.Theappealtotheboardshallbeinwritingtotheclerkoftheboardwithin20schooldaysafterthesuperintendenthasrenderedadecisionoraftertheexpirationof20days.Theboard,uponreceiptofthegrievance,mayassignahearingofficertohearthegrievanceandmakefindingsandrecommendationstotheboard.Thefindingsandrecommendationshallbemadetotheboardwithin20schooldaysafterthegrievancehasbeenassignedtothehearingofficer.Theboardshallruleuponthegrievancewithin20schooldaysafterreceiptofthefiningsandrecommendationsofthehearingofficer.ComplaintsofDiscrimination(GAEA)Theboardencouragesallcomplaintsregardingthedistricttoberesolvedatthelowestpossibleadministrativelevel.Wheneveracomplaintismadedirectlytotheboardasawholeortoaboardmemberasanindividual,itwillbereferredtotheadministrationforstudyandpossibleresolution.Discriminationagainstanyindividualonthebasisofrace,color,nationalorigin,sex,disability,age,orreligionintheaccessto,treatmentof,oremploymentinthedistrict’sprogramsandactivitiesisprohibited.Harassmentofanindividualonanyofthesegroundsisalsoprohibited.TheAssistantSuperintendenthasbeendesignatedtocoordinatecompliancewithnondiscriminationrequirementscontainedinTitleVIoftheCivilRightsActof1964,TitleVIIoftheCivilRightsActof1964,TitleIXoftheEducationAmendmentsof1972,Section504oftheRehabilitationActof1973,andTheAmericanswithDisabilitiesActof1990.Complaintsofdiscriminationordiscriminatoryharassmentbyanemployeeshouldbeaddressedtoanemployee’ssupervisor,thebuildingprincipal,orthedistrictcompliancecoordinator.Complaintsbyastudentshouldbeaddressedtothebuildingprincipal,anotheradministrator,theguidancecounselor,oranothercertifiedstaffmember.Anyschoolemployeewhoreceivesacomplaintofdiscriminationorharassmentfromastudentshallinformthestudentoftheemployee’sobligationtoreportthecomplaintandanyproposedresolutionofthecomplainttothebuildingprincipal.Complaintsofdiscriminationwillberesolvedusingthedistrict’sdiscriminationordiscriminatoryharassmentcomplaintprocedure(KN).TheUSD313ComplaintofDiscriminationFormisincludedinthishandbook(AppendixB)andonthedistrictwebsite.Ifdiscriminationorharassmenthasoccurred,thedistrictwilltakeprompt,remedialactiontopreventitsreoccurrence.Thedistrictprohibitsretaliationordiscriminationagainstanypersonforopposingdiscriminationincludingharassment;forparticipatinginthecomplaintprocess;or

16

makingacomplaint,testifying,assisting,orparticipatinginanyinvestigation,proceeding,orhearing.DisciplineThesuperintendentmaysuspendanon-certifiedemployeeforcausewithpaypendingfinalactionbytheBoardofEducation.USD313reservestherighttoterminateat-willemployeesimmediatelywithouttheneedtofolloweachstepintheprogressivedisciplinepolicy.Minorinfractionsshallnormallyfollowthestepsbelowpriortosuspension:

1. AnybreachofBoardpolicyorotherproblemtheimmediatesupervisorviewsasanissuethatwarrantsdisciplineshallbereviewedverballywiththeemployee.Thesupervisorwilldocumenttheverbalwarningfortheemployee’spersonnelfile.

2. ShouldtheemployeeagainbreachBoardpolicyorhaveanyotherproblems,the

immediatesupervisorshallholdaconferencewiththeemployeeandgivetheemployeeawrittenreport(seeSummaryofaContactform,AppendixC)relativetothedeficienciesintheemployee’sactionandwhatisexpectedoftheemployeetocorrecttheproblem.Acopyofthewrittenreportshallbefiledintheemployee’spersonnelfileandacopygiventotheemployeeafterithasbeenreviewedbytheSuperintendent.

3. Ifproblemswiththeemployeecontinue,theimmediatesupervisorshallmeetwiththe

superintendentofschoolstodeterminewhetherthenextcourseofactionshouldbeanotherwrittenwarning,suspension,ortermination.

Majorinfractionsmayresultinimmediatesuspensionand/ortermination.Theseshallincludebutnotbelimitedto:certainviolationsoflaw;seriousjob-relatedsafetyviolations;andpersonalbehaviorsthatreflectnegativelyuponthedistrict.ResignationInallinstances,exceptsuspensionand/ortermination,separationfromemploymentshouldarisefromawrittenresignationsubmittedtotheBoard.Thedistrictwillpay$25perdayforfull-timeemployeesforunusedleaveuponresignationwitha15-yearvesture.Benefitamountsthatexceed$500willbedepositedintoaPostFundingRetirementPlanwithSecurityBenefit,ortheDistrictapprovedcompany.Benefitamountsof$500orlesswillbepaidontheregularJunepaycheck.Thisbenefitispro-ratedbasedonhoursandisnotallowedforterminations.TerminationTheSuperintendentorhis/herdesignatedrepresentativeshallhavetherighttorecommendterminationofanysupportpersonneltotheBoardofEducation.Reasonsforterminationincludebutarenotlimitedto:

17

1. Insubordination2. ViolationofBoardpolicies3. Inabilitytoperformonthejobinasatisfactorymanner4. Misrepresentationofskillsorqualifications5. Inabilitytoworkwithotheremployeesinamannerbeneficialtothedistrict6. Otherreasonswhichmaynormallybeconsideredforemployeetermination

byanemployerUSD313Supportor“Classified”Personnelare“at-will”employees.TheStateofKansasisanemploymentatwillstatewhichmeansemployerscandischargeemployeesforanynon-discriminatoryand/ornon-retaliatoryreason,withorwithoutnotice,andemployeescanleavetheemployer’semploymentatanytime,foranyornoreasonatall,withorwithoutnotice.LEAVEBENEFITSAnnualLeaveFollowingthesuccessfulcompletionofanyinitialprobationaryperiod,allsupportpersonnelwhoworkaminimumofthreeandone-half(3½)hoursperdayinapositionsustainedonayear-to-yearbasisshallreceive13daysAnnualLeave.Leaveshallbepro-ratedforanyemployeewithaworkagreementthatislessthanfulltimeorwhobeginsemploymentafterthebeginningofthenormalschoolyearorendsemploymentpriortotheendoftheschoolyear.AllAnnualLeaveandUnusedAccumulatedLeaveshallbecanceledwhenanemployeeleavestheemploymentofthedistrictorwhenanemployeemovestoapositionscheduledforlessthan3.5hourperday.Iftheemployeehasa15-yearvesture,thedistrictwillpay$25perdayforunusedLeaveatthetimetheychangestatus.Thisbenefitispro-ratedbasedonscheduledhours.EmployeesshallnotifytheirprincipalorimmediatesupervisorassoonasprudentlypossiblewhenAnnualLeaveorUnusedAccumulatedLeaveistobetaken.Requestsfortimeoffmustbeloggedonthe“Requests”taboftheemployees’accountinTimeClockPlus.ThedailyhoursgrantedforAnnualorUnusedAccumulatedLeavewillbebasedonthenumberofhourstheemployeeworksduringanormalday.AnnualLeaveandUnusedAccumulatedLeavebalanceswillbereflectedeachmonthontheemployee’spaystubandontheAccrualstabintheirTimeClockPlusaccount.UseofAnnualLeaveAnnualLeavemaybeusedonscheduledworkdaysforthefollowingreasons:Sick,Personal,Bereavement,orSnowDays.

18

UnusedAnnualLeaveAnyAnnualLeaveunusedattheendofthefiscalyear(June30)willbetransferredintotheemployee’sUnusedAccumulatedLeaveaccountwhichshallaccruetoamaximumof80days.Classifiedemployeeswhohavereachedtheirmaximumof80daysandhaveunusedAnnualLeaveattheendoftheschoolyearshallbecompensatedfortheirunusedAnnualLeaveatarateof$50perdaywhichwillbepro-ratedbasedontheirscheduledworkhoursperday.Thiscompensationshallbeincludedintheirpaycheckattheendofthefiscalyear.UseofUnusedAccumulatedLeaveAfterallAnnualLeavedaysareusedfortheyear,onlySickandBereavementleavewillbegrantedbasedonthebalanceofdaysavailableintheemployee’sUnusedAccumulatedLeaveaccount.AllrequestsforuseofUnusedAccumulatedLeavemustbeapprovedbytheemployee’ssupervisor.UnpaidLeaveClassifiedemployeesmustuseavailableleavewhenabsentfromwork.OnceallAnnualLeaveandUnusedAccumulatedLeaveisexhausted,thefollowingpoliciesgointoeffect:

• RequestsforSick/BereavementLeave–EmployeeseligibletousetheSickLeaveBankmayapplyaccordingtotheSickLeaveBankPolicyforClassifiedSupportPersonnel.

• RequestsforPersonal/BusinessLeave–Onceallleavebalancesreachzero,classifiedstaffrequestingadayoffforPersonalorBusinessreasonswillincuradaywithoutpay.Unpaiddaysmustbeapprovedbytheemployee’ssupervisor.

RequestsforexceptionstotheleavepolicyshouldbedirectedtotheSuperintendent.SickLeaveBankASickLeaveBankfortheClassifiedSupportPersonnelofUSD313istobeusedwhenpersonalorfamilyillnessesresultintheemployee’sAnnualLeaveandUnusedAccumulatedLeavetobeexhausted.TheSickLeaveBank(SLB)isadministeredbyDistrictOfficeAdministrativePersonnel.TheproceduresoftheSickLeaveBankshallbeasfollows:1. ThemaximumnumberofdaysintheSLBshallbeequaltothetotalFTEforClassified

SupportPersonnelinthedistrict.Dayscontributedtothesickleavebankbecomeapermanentpartofthedistrict’sClassifiedSupportPersonnelSickLeaveBank.TheremainingdaysintheSLBattheendofeachfiscalyearwillcarryovertothenextyear.

2. BasedonthebalanceofdaysremainingintheSLBeachyear,DistrictOfficeAdministrative

PersonnelwilldeterminewhethermembersoftheSLBmustcontributeanyadditionalleave.Amountscouldrangebetweenzeroand1day.AnyclassifiedemployeewhodoesnotwishtocontinueparticipationmustnotifythepayrollclerkattheDistrictOfficeinwritingpriortoJuly1st.

19

3. ClassifiedsupportpersonnelwhoarenewtothedistricteachfiscalyearwillcompleteaSick

LeaveBankParticipationFormatthetimeoftheirhire.ThosewhochoosetoparticipateintheSLBwilldonateonedaytotheSLB.ThosechoosingnottoparticipateatthetimeofhiremustnotifythepayrollclerkattheDistrictOfficeinwritingpriortoJuly1ofanysucceedingyearshouldtheydecidetoparticipate.Theywilldonateonedayatthattime.

4. OnlyclassifiedsupportpersonnelwhocontributetotheSLBmayusethebank.5. Daysdrawnfromthebankmaybeusedforpersonalprolongedillnessoftheemployee,

prolongedillnessofamemberoftheemployee’simmediatefamily,orbereavementatthelossofarelativeorclosefriend.

6. ClassifiedemployeesmayrequestdaysfromtheSLBinwritingtotheDistrictOffice

AdministrativePersonnel(seeSickLeaveBankApplication,AppendixD). a. ClassifiedstaffmembersmayrequestdaysfromtheSLBonlyafterexhaustingallother

leave.TorequestaSLBday,theSickLeaveBankRequestApplicationformshouldbecompletedandgiventotheAdministrativeofficeonamonthlybasis.

b. Themaximumnumberofdaysthataclassifiedemployeemaywithdrawfromthebankwillbe20days.

c. Applicationswillbeacteduponasreceivedandclassifiedstaffmemberswillbenotified. d. DenialoftheapplicationfordaysfromtheSLBmaybeappealedtoanappeal

committee.TheappealcommitteeshallconsistoftheSuperintendent,aBoardMember,andtheDirectoroftheemployee’sdepartment.Thedecisionoftheappealcommitteewillbefinal.

7. TheBusinessManagershallreceiveasickleavebankreportfromthePayrollDepartmentat

theendofeachquarter.RequestsforexceptionstotheSickLeaveBankpolicyshouldbedirectedtotheSuperintendent.VacationLeaveEmployeeswitha12-monthagreementaregrantedpaidvacationaccordingtothefollowingprovisions:5daysafterthe1stand2ndyearofemployment,10daysafterthe3rd,4th,5th,6th,7th,8th,and9thyearofemployment,15daysafterthe10thyearofemploymentandthereafter.Vacationneedstobescheduledthroughthesupervisorathis/herdiscretion.VacationschedulesbeginonJuly1ofeachyearandmustbeusedwithin18months.RequestsforVacationmustbeenteredintoTimeClockPlusonthe“Requests”tab.Onceenteredtheyareroutedtoyoursupervisorforapproval.Maternity/AdoptionLeaveAMaternity/AdoptionLeaveRequestform(AppendixF)mustbesubmittedtotheemployee’ssupervisorforapprovalpriortothebeginningoftheLeave.

20

Eachemployeemaybegrantedupto12weeksofleaveforchildbirth/bonding.Maternityleavebeginsonthedatethechildisbornandconcludeswhentheemployeereturnstowork.Adoptionleavemaybeginuptoone(1)weekpriortoobtainingcustodyofthechildandwillconcludewhentheemployeereturnstowork.TheemployeemayrequesttouseAnnualLeavefollowedbyUnusedAccumulatedLeaveduringmaternityoradoptionleave.Theremainderoftheleavewillbeunpaid.Ifanemployeetakesmorethan6weeksmaternityleaveandhaselectedtohaveashort-termdisabilityplan,theyareeligibletouseshort-termdisabilitybeforeusingAnnualLeave.Applications(seeAppendixE)mustbesubmittedtoemployees’supervisorforapprovalandthenroutedtothedistrictoffice.EmployeesshouldcontactthePayrollClerktodiscusstheuseofAnnualLeave,UnusedAccumulatedLeaveandanydaysthatwillbeunpaid.Family/MedicalLeaveFamilyandmedicalleaveshallbegrantedforaperiodofnotmorethan12weeksduringa12-monthperiod.Forpurposesofthispolicy,a12-monthperiodshallbedefinedasafiscalyearbeginningJuly1andendingthefollowingJune30.Spousesemployedbythedistrictmayonlytakeanaggregateof12weeksofleaveforabirthorplacementforadoptionofachild,fostercareortocareforachildwithaserioushealthcondition.Leaveisavailablebecauseof:

1. thebirthofasonordaughteroftheemployeeandtocareforthesonordaughter;2. theplacementofasonordaughterwiththeemployeeforadoptionorfostercare3. theneedtocareforaspouse,son,daughterorparentoftheemployeebecauseofa

serioushealthcondition;or4. aserioushealthconditionoftheemployeethatpreventstheemployeefromperforming

thejobfunctions

(Leaveforreason1or2mustbetakenwithin12monthsofbirthorplacement.)Theleaveshallnormallybeunpaidleave.However,iftheemployeehasanypaidleaveorvacationthatisavailableforusebecauseofthereasonfortheleave,thepaidleaveshallrunconcurrentlywiththeFMLALeave.Thesuperintendentwillnotifytheemployeepriortoorduringtheleaveperiodthattheleavehasbeendesignatedaspaidfamilyandmedicalleave.Theemployeeiseligibleforfamilyandmedicalleaveuponcompletionof12monthsofserviceinthedistrictandemployedatleast1,250hoursduringtheprecedingyear.Duringtheperiodofanyunpaidfamilyandmedicalleave,theBoardshallcontinuetopaytheemployer’sshareofthecostofgrouphealthbenefitsinthesamemanneraspaidimmediately

21

priortoleave.Theemployeeshallpayanyemployeeportionofthecosttotheclerkoftheboardonorbeforethepayrolldateoratanothertimeastheemployeeandsuperintendentmayagree.TheBoardmayterminategrouphealthcoverageiftheemployeepaymentisnotreceivedwithin30daysoftheduedate.Whenleaveisforeseeable,theemployeeshallgivewrittennotice30daysinadvance.Ifleaveisnotforeseeable,noticewillbegivenassoonaspracticable.NoticeshouldbegivenusingeithertheMaternity/AdoptionLeaveform(AppendixE)ortheLong-TermApplication(AppendixF)dependingonthereasonfortheLeave.FormsshouldbesubmittedtoyourPrincipalorSupervisorforapprovalandthensenttotheDistrictOffice.Upontheemployeeprovidingnoticeofneedforleave,theemployerwillnotifytheemployeeof:

1. thereasonsthatleavewillcountasfamilyandmedicalleave;2. anyrequirementsformedicalcertification;3. employerrequirementofsubstitutingpaidleave;4. requirementsforpremiumpaymentsforhealthbenefitsandemployee

responsibilityforrepaymentifemployerpaysemployeeshare;5. righttoberestoredtosameorequivalentjob;and6. anyemployerrequiredfitness-for-dutycertification

Familyleave(reasons1or2)maynotbeusedintermittentlyoronapart-timebasiswithoutthepriorapprovalofthesuperintendent.Thesuperintendentmayrequireaninstructionalemployeetocontinueleaveuntiltheendofthesemesteriftheleavebeginsmorethanfive(5)weeksbeforetheendofasemester,lastsmorethanthree(3)weeksandthereturnwouldoccurduringthelastthree(3)weeksofthesemester.Iftheleaveisforareasonotherthantheemployee’sserioushealthconditions,thesuperintendentmayrequireaninstructionalemployeetocontinueleaveuntiltheendofasemester,if;

1. theleavebeginsinthelastfive(5)weeksofasemester,willlastmorethantwo(2)

weeksandthereturntoworkwouldoccurinthelasttwo(2)weeksofasemester;or;

2. theleavebeginsinthelastthree(3)weeksofasemester,andlastsmorethanfive(5)days.

StaffDevelopment/ProfessionalLeaveAllfull-timeandpart-timeclassifiedemployeeswhoseemploymentarisesfromapositionsustainedonayear-to-yearbasismayqualifyforstaffdevelopment/professionalleave.Ifanemployeerequestsandisapprovedorisrequestedtoattendaprofessionalmeeting,leavefromthejobwillbewithpay.Paidprofessionalleaveislimitedtotheactualamountoftimeanemployeeisabsentfromthescheduledworkday(s).

22

JudicialLeaveAnemployeeshallreceivepaywhileservingonjurydutyortoappearinacourtoflawasasubpoenaedwitness.Theemployeewillbepaidhis/hersalaryforanormalworkingdayprovidedthatthewitnessorjurydutyexpensecheck,isendorsedovertotheBuhlerUnifiedSchoolDistrict#313.Theemployeeisentitledtokeepanymileageorsubsistencereimbursement.MilitaryLeaveAllfull-timeandpart-timeclassifiedemployeeswhoseemploymentarisesfromapositionsustainedonayear-to-yearbasis,uponwrittenrequesttothesuperintendent,shallbegrantedleavetocoverthelengthofrequiredservicewiththearmedforcesoftheUnitedStatesasprovidedinpolicyGARID.OTHERBENEFITSHealthInsuranceThedistrictprovidesafixedhealthinsurancebenefitthatisdeterminedeachyear.Thebenefitisavailableonlyforpaymentofthehealthinsurancepremium.Thereisnocash,orotheroptionforthisbenefit.Anyremainingpremiumsduewillbepaidthroughsalaryreduction.Employeeswhoworklessthanfull-timebutatleast17.5hoursperweekwillreceiveaproratedamountofthebenefit.Section125CafeteriaPlanUSD313hasestablishedaflexiblefringebenefitplantomakeawiderangeofbenefitsavailabletostaff.ThisprogramhasbeenestablishedinconformitywithSection125oftheInternalRevenueCodeof1986,asamended,andincompliancewiththeapplicablerulesandregulationsissuedbytheInternalRevenueService.AllemployeesmeetwithathirdpartyadministratorduringthemonthsofAugustorSeptembertocompletethisprocess.Purchaseofbenefitsbywayofsalaryreductionorsalarydeductionmustbefromapprovedcompanies.Alistisavailablefromthedistrictoffice. EnrollmentperiodsareduringthemonthsofAugustandSeptemberandtakeeffectOctober1.Allrequeststopurchase,modifyordiscontinuebenefitsbysalaryreductionsand/ordeductionmustbesubmittedontheproperformwithour3rdpartyadministrator.Exceptionsarisingfromsomechangeinfamilycircumstancesmaybeconsidered.Inorderfortheannuitycontractorhealthinsurancetoremaininforcetheremustnotbealapseinpayment.Paymentforallsalaryreductionswillbedividedequallybetweentheemployee’spayperiods. ClassifiedStaffmembersmaypurchasethefollowingtaxexemptbenefitsbywayofsalaryreduction:

1. HealthInsurance

23

2. TermLifeInsurance3. CancerInsurance4. FlexibleMedicalSpendingAccount

PrepaidChild/DependentCare5. DentalInsurance6. VisionInsurance

Employeesmaypurchasethefollowingtaxablebenefitsbywayofsalaryreduction:

1. TaxShelteredAnnuity(ExemptfromFederalandStatewithholding,subjecttoKPERSandSocialSecurityTax.

2. AdditionaldeductionsincludescholarshipfundsadministeredbytheBuhlerUSD313EducationFoundation,UnitedWay,pre-paidlegalservicesandothersasdefinedbytheemployer.

EnrollmentperiodsareduringthemonthsofAugustandSeptemberandtakeeffectOctober1.Allrequeststopurchase,modifyordiscontinuebenefitsbysalaryreductionsand/ordeductionmustbesubmittedontheproperformwithour3rdpartyadministrator.Exceptionsarisingfromsomechangeinfamilycircumstancesmaybeconsidered.Inorderfortheannuitycontractorhealthinsurancetoremaininforcetheremustnotbealapseinpayment.Paymentforallsalaryreductionswillbedividedequallybetweentheemployee’spayperiods.SalaryProtectionThedistrictprovidespaidsalaryprotectioninsurancecoverageforallclassifiedemployeesincoveredpositions.SecurityBenefitLifeInsuranceCompanyunderwritestheinsurance.Thespecifiedcoverageisapproximately66%ofaveragewageforallclassifiedemployeesincoveredpositions.ThiscoveragedoesnotbeginuntilAnnualLeaveandUnusedAccumulatedLeaveisexhausted.Theemployeemustinitiateallclaims.AdditionalinformationisavailablefromtheBenefitsClerk.LiabilityInsuranceTheBoardshallprovideliabilityinsurancecoverageforallemployeeswhileactingwithinthescopeoftheirduties.TaxShelteredAnnuityAnon-transferable,tax-shelteredannuityprogramisavailabletoallemployeeswhoqualify.Employeeswishingtoparticipateshallcompleteallnecessaryformswiththeannuitycompanytoimplementthecontributionordeduction.ThedistrictwillnotdeductsalaryforpaymentofanannuityuntilasignedcontracthasbeenreceivedintheBusinessOffice.KansasPublicEmployeesRetirementSystem(KPERS)EligibleemployeesreceiveBasicLifeandDisabilityInsuranceatnocosttothem.

24

BasicLifeinsuranceprovidesaninsureddeathbenefitwhichiscurrently150%ofthemember’sannualrateofcompensation.Disabilityincomebenefitsprovideamonthlybenefitbasedon60percentofyourannualsalary.Toqualifyyoumustbedisabledfor180daysandnolongerreceiveemployercompensation.YoumustapplyforSocialSecuritybenefitsandcompleteanyappealprocess.RetirementPlans:PersonnelemployedbyBuhlerSchoolswhohaveestablishedeligibility,arerequiredbylawtoparticipateintheKansasPublicEmployeesRetirementSystem,beginningwiththeemployee’sfirstdayofemployment.VestingEmployeesmustbeamemberofKPERSfor5yearsbeforebecomingvested.Ifyouleavecoveredemploymentbeforecompleting5yearsofserviceyoumayapplyforarefundofyourcontributionsplusinterest.Ifyouarevestedwithfiveormoreyearsofserviceyouareguaranteedamonthlyretirementbenefitevenifyouleavecoveredemploymentaslongasyoukeepyourcontributionsinyouraccount.Tier1Members:EmployeeshiredpriortoJuly1,2009PriortoJanuary1,2014memberscontributed4%withabenefitmultiplierof1.75%.ServiceearnedbeforeJanuary2014willstayatthe1.75%multiplier.BeginningJanuary1,2015andaftermemberscontribute6%withabenefitmultiplierof1.85%.FullbenefitsforretirementfromKPERSwillbepaid:Atage65withoneyearofservicecreditAtage62withtenyearsofservicecreditWhenyourageandyearsofservicecreditaddedtogetherequal85RetiringEarlyAnemployeemayretirewithreducedbenefitsasearlyasage55with10yearsofcreditedservice.Tier2Members:EmployeeshiredafterJuly1,2009BeginningJanuary1,2014Tier2members’6%contributionrateremainsthesamebuttheirmultiplierincreasesto1.85%foralloftheirservice,notjustfutureservice.FullbenefitsforretirementfromKPERSwillbepaid:Atage65withfiveyearsofservicecreditAtage60with30yearsofservicecreditAdditionalinformationcanbeobtainedfromtheDistrictBusinessOfficeorbycallingKPERSat1-888-275-5737.

25

DistrictRetirementBenefitsEmployeesareplacedinGroupsbasedonKPERSeligibilityandhiredates.Aclassifiedemployeemustsatisfyallofthefollowingrequirementstobeeligibleforthedistrictretirementplan:

1. Theemployeemustcurrentlybearegularemployeewithanagreementtoworkaminimumof17.5hoursperweek.

2. Anemployee’sageandlengthofserviceinKansaspublicschoolstotal85,orwhentheemployeereachesage62,butpriortoage65onorbeforetheirKPER’sretirementmonth(appliestothoseinGroups1and2).

3. Theemployeemusthaveanemploymenthistoryofatleast10consecutiveyearswithanagreementof17.5hoursperweekwithatermofnolessthanninemonths.

4. TheemployeemusthavefiledanapplicationandbeeligibleforretirementbenefitsfromtheKansasPublicEmployeesRetirementSystem.

Eligibility,asspecifiedherein,shallbedeterminedbydistrictadministrationfollowingreceiptofwrittennotificationofretirement.UponfinalapprovalbytheBoardofEducation,districtadministrationshallnotifytheapplicantoffinaldisposition,thedateandamountofretirementbenefitstobepaid.Classifiedemployeesmeetingthecriteriasetforthinthissectionshallbeeligiblefortheretirementbenefitsasspecifiedbelow.Cashbenefits,includingpaymentforUnusedAccumulatedLeave,shallbesubjecttotheappropriatewithholdings.Groups2,3,and4includeamatchingplaninvestedina403(b)foraslongasemployed.Thisinvestmentisabenefitavailabletoallstaffinthesegroups.ThematchplanbeganOctober1,2015.Group1doesnotincludeamatchingbenefit.EmployeesinGroup2receivea$100matchplaninvestedina403(b)foraslongasemployed.EmployeesinGroup3receivea$75matchplaninvestedina403(b)foraslongasemployed.EmployeesinGroup4receivea$50matchplaninvestedina403(b)foraslongasemployed.Inordertoreceiveany403(b)districtpaidmatchatthetimeofresignation/retirementtheemployeemusthave10ormoreyearsofserviceatUSD313.Theemployee’sportionofthe403(b)investmentremainstheirsregardlessofyearsofservice.Group1includesallcurrentemployeesretiringduringthe2018-2019schoolyear.Theycan

choosefromOption1or2asfollows:Option1• 9%oftheirfinalsalaryforatotalof3yearsorage65,whicheverisshorter.This

benefitisdepositedinoneannualpayment(inJuly)toaPostFundingRetirementPlanwithSecurityBenefit,orthedistrictapprovedcompany.

26

• FullHealthInsuranceBenefitfor5yearsorage65,whicheverisshorter.Toreceivethisbenefittheemployeemusthavebeenenrolledinthedistrictsponsoredhealthinsuranceplanwithinthelastyearoftheiremployment.TheywillreceiveadefinedbenefitequaltotheamountgiventocurrentemployeestowardsingleorfamilyinsurancecoverageinthedistrictapprovedhealthinsuranceplanuntiltheyareMedicareeligibleorforatermnottoexceed5consecutiveyears.The5-yeartermshallcommencewiththefirstmonththeemployeeisdeletedfromtheUSD313payrollforthepurposeofapprovedretirement.Inallinstances,thepaidbenefitshallterminateonthelastdayofthelastmonthbeforetheemployee’sageeligibilityforMedicarebenefits.

Intheeventoftheretiredemployee’sdeath,theretiredemployee’sspousemaycontinuetopurchaseasingleorfamilydistricthealthinsuranceuntilsaidspousereachesMedicareeligibility.

Option2

• 9%oftheirfinalsalaryforatotalof5yearsorage65,whicheverisshorter.Thisbenefitisdepositedinoneannualpayment(inJuly)toaPostFundingRetirementPlanwithSecurityBenefit,orthedistrictapprovedcompany.

EmployeesinGroup1willdeclareeachAugustduringopenenrollment

whethertheywishtoremaininGroup1ormovetoGroup2.

Group2includesallcurrentemployeesthatareeligibletoretirebetweenandincludingthe2019-2020and2023-2024schoolyears.TheycanchoosefromOption1or2asfollows:

Option1• 4%oftheirfinalsalaryforatotalof3yearsorage65,whicheverisshorter.This

benefitisdepositedinoneannualpayment(inJuly)toaPostFundingRetirementPlanwithSecurityBenefit,orthedistrictapprovedcompany.

Option2• FullHealthInsuranceBenefitfor3yearsorage65,whicheverisshorter.Toreceive

thisbenefittheemployeemusthavebeenenrolledinthedistrictsponsoredhealthinsuranceplanwithinthelastyearoftheiremployment.TheywillreceiveadefinedbenefitequaltotheamountgiventocurrentemployeestowardsingleorfamilyinsurancecoverageinthedistrictapprovedhealthinsuranceplanuntiltheyareMedicareeligibleorforatermnottoexceed3consecutiveyears.The3-yeartermshallcommencewiththefirstmonththeemployeeisdeletedfromtheUSD313payrollforthepurposeofapprovedretirement.Inallinstances,thepaidbenefitshallterminateonthelastdayofthelastmonthbeforetheemployee’sageeligibilityforMedicarebenefits.

27


Nomatterwhichaboveoptionischosen,theywouldalsoreceivethefollowing:

• A$100.00matchplaninvestedina403(b)foraslongasemployed.Group3areallcurrentemployeesthatareeligibletoretireinandafterthe2024-2025schoolYearANDwerehiredinorbeforethe2007-2008schoolyear.Theywillreceivethefollowing:

• 50%ofFullHealthInsuranceBenefitfor3yearsorage65,whicheverisshorter.Toreceivethisbenefittheemployeemusthavebeenenrolledinthedistrictsponsoredhealthinsuranceplanwithinthelastyearoftheiremployment.Theywillreceiveadefinedbenefitequalto50%oftheamountgiventocurrentemployeestowardsingleorfamilyinsurancecoverageinthedistrictapprovedhealthinsuranceplanuntiltheyareMedicareeligibleorforatermnottoexceed3consecutiveyears.The3-yeartermshallcommencewiththefirstmonththeemployeeisdeletedfromtheUSD313payrollforthepurposeofapprovedretirement.Inallinstances,thepaidbenefitshallterminateonthelastdayofthelastmonthbeforetheemployee’sageeligibilityforMedicarebenefits.


• A$75.00matchplaninvestedina403(b)foraslongasemployed.

Group4areallcurrentemployeeshiredduringorafterthe2008-2009schoolyear.Theywillreceivethefollowing:

• A$50.00matchplaninvestedina403(b)foraslongasemployed.Retireeswitha10-yearvesturewillreceiveabenefitforUnusedAccumulatedLeaveattherateof$25perday.Benefitamountsthatexceed$500willbedepositedintoaPostFundingRetirementPlanwithSecurityBenefit,ortheDistrictapprovedcompany.Benefitamountsof$500orlesswillbepaidontheregularJunepaycheck.Thisbenefitispro-ratedbasedonhours.(Intheeventoftheemployee’sdeath,paymentforanyunusedLeaveshallbemadetothedesignatedbeneficiaryoftheKPERStermlifeinsurance.Intheeventthatthereisnodesignatedbeneficiary,paymentshallbemadetotheresidualestateoftheemployee.)Theretirementageforanystaffmembershallbeinaccordancewithcurrentlaw.TheBoardretainstherightto“retire”anemployeepriortoprescribedretirementageifthereisagood

28

faithdoubtthattheemployeecanfulfillthedutiesoftheirjobdescriptionbecauseofmentalorphysicalailment.TheBoardreservestherighttohaveanemployeeexaminedbyaphysicianofitschoicetodetermineiftheemployeeisabletofulfillthedutiesoftheirjobdescription.ContinuationofGroupHealthCoverageCOBRA(ConsolidatedOmnibusBudgetReconciliationActPL-99-272).Anemployeeortheirqualifiedbeneficiarywhowouldotherwiselosecoverageunderthedistrict’sgrouphealthinsuranceplanasaresultofaqualifyingevent(voluntaryorinvoluntaryjobloss,reductioninthehoursworked,transitionbetweenjobs,death,divorce,orotherlifeevents)hastherighttoelectcontinuingcoverage.ThiscontinuationcoverageisinaccordancewiththerequirementsofFederalLaw,andiscommonlyreferredtoaCOBRA.DetailspertainingtocontinuingcoverageofyourhealthplanandyourobligationsareavailablefromtheBusinessOffice.UnemploymentCompensationForanswerstoquestionsregardingunemploymentinsurancepolicies,benefitsandclaims,contacttheDistrictBusinessOffice.WorkersCompensation-EBAA-RUSD313issubjecttotheKansasWorkersCompensationLawwhichprovidescompensationforjob-relatedinjuries.AllemployeesofUSD313arecoveredbythedistrict’sworkerscompensationinsurance.Benefitsarepayableunderthisinsuranceifanemployeesuffersbodilyinjuryresultingfromanaccident,bodilyinjuryresultingfromadiseaseorbodilyinjuryresultingindeath.Suchdisease,injuryordeathmusthaveoccurredasaresultoftheemployeeperforminghisassignedduties.NoticeofAccidentsIntheeventofajob-relatedinjury,theemployeemustsubmitanaccidentreportinthePublicSchoolWorksonlinesafetyprogram.Fromthedistrictwebsiteatwww.usd313.org,choose“PublicSchoolWorks”fromthedrop-downmenuunderStaffResources.Choose“StaffAccidentManagement”onthehomepageandthenanonlineaccidentreportmaybecompletedorpaperformsmaybeprinted.IfyoudonothaveaccesstoacomputerpleasecalltheDistrictBenefitsClerkforassistance(620-543-5622).Employeesmustnotifytheemployerwithin10daysofanaccidentorinjury.Failuretodosomayresultintheclaimbeingbarred.Additionalinformationaboutyourrightsandresponsibilitiesunderworkerscompensationsmaybeobtainedfromyoursupervisororthedistrictoffice.Theemployeemustkeepcopiesofalldoctor’sordersandprovideafilecopytothedistrictcentraloffice.Theemployeemustinformthedoctororhospitalthathe/sheiscoveredbythedistrictworkerscompensationplan.

29

CoverageBenefitsareforpersonalinjuryfromaccidentoroccupationaldiseasearisinginthecourseofemploymentwiththedistrict.Injurieswhichoccurduringrecreationalorsocialeventsundercircumstanceswheretheemployeeisundernodutytoattend,andwheretheinjurydidnotresultfromtheperformanceoftasksrelatedtonormaljobdutiesarenotcoveredunderworkerscompensation.AnyemployeewhoisoffworkanddrawingworkerscompensationshallberequiredtoprovidetheBusinessOfficewithawrittendoctor’sreleasebeforetheemployeeisallowedtoreturntowork.Inaddition,shouldtheemployeebereleasedtoreturntoworkbyadoctorandfailtodoso,allbenefitsundersickleaveshallbeendedandthosebenefitsunderworkerscompensationshallberestrictedasprovidedbycurrentstatute.CoordinationWithLeaveBenefitsTheworkerscompensationplanwillprovidecoverageformedicalexpensesandwagestotheextentrequiredbystatutetothoseemployeeswhoqualify.Wheneveranemployeeisabsentfromworkandisreceivingworkerscompensationbenefitsduetoawork-relatedinjuryorisreceivingdistrictpaiddisabilityinsurance,theemployeemayuseavailablepaidleavetosupplementtheworkerscompensationordistrictpaiddisabilityinsurancepayments.WorkerscompensationbenefitsandFMLAbenefitsprovidedinaboardapprovedplanshallrunconcurrentlyifbothareapplicable.Innoeventshalltheemployeebeentitledtoacombinationofworkerscompensationbenefitsandsalaryinexcessofhis/herfullsalary.Availablepaidleavemaybeusedforthispurposeuntil1)availablepaidleavebenefitsareexhausted;2)theemployeereturnstowork;or3)employmentisterminated.Leaveshallbedeductedonaprorataamountequaltothepercentageofsalarypaidbythedistrict.Theboardshallhavetherighttochooseadesignatedhealthcareprovidertoprovidemedicalassistancetoanyemployeewhosuffersaninjurywhileperformingtheirjob.FormoreinformationaboutWorkersCompensationrulesoruseofpaidleave,contacttheBenefitsClerkattheDistrictOffice.Reimbursement/TravelExpenses(GAN)Theboardshallprovidereimbursementforexpensesincurredintravelrelatedtothedutiesofthedistrict’semployeeswhenapprovedinadvancebythesuperintendent.Modeoftravelwillbebasedon,butnotlimitedto,theavailabilityoftransportation,distanceandnumberofpersonstravelingtogether.Requestsforreimbursementshallhavethefollowingattached:receiptsfortransportation,parking,hotels,mealsandotherexpensesforwhichreceiptsareordinarilyavailable.Theseclaimsmustbesubmittedonadistrictapprovedtravelexpenseclaimforreimbursement.Thisformcanbeaccessedonourwebsiteunder“StaffResources”.Claimsforreimbursementmaybemadeupto,butshouldnotexceed,thefollowingamounts:Thedailyin-stateallowanceisa

30

totalof$30.00(forfulldayevents).Partialdaysarereimbursedusingthefollowingguidelines:$7.00forbreakfast,$8.50forlunchand$14.50fordinner.Thedailyout-of-stateallowanceformealsduringout-of-stateconferenceshallbeatotalof$40.00($8.00forbreakfast,$12.00forlunch,and$20.00fordinner).Inaddition,tipsupto15%ofthemealcostareallowableforsatisfactoryservice.Thedistrictwillnotreimburseanyclaimsforalcoholicbeverages.Transportationwillbebydistrictvehiclewhenavailable.Individualswhodeclineavailabledistricttransportationwillprovidetheirowntransportation.Ifdistricttransportationisnotavailable,theemployeewillbereimbursedatthemileagerateestablishedbytheStateofKansas.Requiredin-districttravelbetweenbuildingsorinthedistrictinconjunctionwithofficialassignmentswillbereimbursedatthemileagerateestablishedbytheStateofKansas.ReimbursementrequestsmustbesubmittedonaregularbasisandbeforeJune30thoftheyearinwhichtraveloccurred.ActivityPassesTheBoardprovideseachemployeewithapasstodistrict-sponsoredactivitiesforwhichadmissionischargedwiththeexceptionofspecifiedathletictournamentsandKSHSAAevents.Thepasswillbevalidfortheemployee,spouse,andchildrenthrough12thgradetoattendallhomeactivities.CONDUCTEmployeeDressCodesAppropriatedressisrequiredforallemployees.Requirementswillvarybasedonjobresponsibilities.Generally,jeansarenotconsideredappropriatedressunlessdesignatedbytheemployee’ssupervisor.DrugFreeSchoolsandCommunitiesAct/DrugFreeWorkplace(GAOB)Theunlawfulpossession,use,saleordistributionofillicitdrugsandalcoholbyschoolemployeesonschoolpremisesorasapartofanyschoolactivityisprohibited.Asaconditionofemploymentinthedistrict,employeesshallabidebythetermsoftheBoardpolicyondrugfreeschool/workplace.Employeesshallnotunlawfullymanufacture,distribute,dispense,possessoruseillicitdrugs,controlledsubstances,oralcoholicbeveragesondistrictpropertyoratanyschoolactivity.Compliancewiththetermsofthispolicyismandatory.EmployeeswhoarefoundviolatingthetermsofthispolicywillbereportedtotheappropriatelawenforcementofficersandthedistrictDisciplinePolicy(p.11)willbefollowed.Anyemployeewhoisconvictedunderacriminaldrugstatuteforaviolationoccurringattheworkplacemustnotifythesuperintendentoftheconvictionwithinfivedaysafterthe

31

conviction.Within30daysafterthenoticeofconvictionisreceived,theschooldistrictwilltakeappropriateactionthatmayincludeanyorallofthefollowingsanctions:

• Shorttermsuspensionwithpay• Longtermsuspensionwithoutpay• Requiredparticipationinadrugandalcoholeducation,treatment,counseling,or

rehabilitationprogram(thecostofwhichwillbebornebytheemployee)• Terminationordismissalfromemployment

Priortoapplyingsanctionsunderthispolicy,employeeswillbeaffordeddueprocessrightstowhichtheyareentitledundertheprovisionsofKansaslaw.TobaccoUse(GAOC)Theuseoftobaccoproductsbyanyperson,inanyform,isprohibitedinanyschoolbuildingandgrounds,owned,leasedorrentedbythedistrictthatisusedforpupilattendancepurposes,orinanyschoolvehicle.SexualHarassment(GAAC)SexualharassmentisunlawfuldiscriminationonthebasisofsexunderTitleIXoftheEducationAmendmentsof1972,TitleVIIoftheCivilRightsActof1964,andtheKansasActAgainstDiscrimination.Allformsofsexualharassmentareprohibitedatschool,onschoolproperty,andatallschool-sponsoredactivities,programsorevents.Sexualharassmentagainstemployeesorstudentsofthedistrictbyboardmembers,administrators,certifiedandclassifiedpersonnel,students,vendors,andanyothershavingbusinessorothercontactwiththeschooldistrictisstrictlyprohibited,whetherornottheharassmentoccursonschoolgrounds.Sexualharassmentshallinclude,butnotbelimitedto,unwelcomesexualadvances,requestsforsexualfavors,andotherverbalorphysicalconductofasexualnaturewhen:

• submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermorconditionofanindividual’semployment;

• submissiontoorrejectionofsuchconductbyanindividualisusedasthebasisforemploymentdecisionsaffectingsuchindividual;or

• suchconducthasthepurposeoreffectofunreasonablyinterferingwithanindividual’sworkperformanceorcreatinganintimidating,hostileoroffensiveworkingenvironment.

Nodistrictemployeeshallsexuallyharass,besexuallyharassed,orfailtoinvestigateorreferacomplaintorsexualharassmentforinvestigation.Complaintsofsexualharassmentbyemployeeswillbepromptlyinvestigatedandresolved.Initiationofacomplaintofsexualharassmentwillnotadverselyaffectthejobsecurityorstatusofanemployee,norwillitaffecthisorhercompensationorworkassignment.Violationofdistrictpolicyshallresultindisciplinaryaction,uptoandincludingtermination.

32

Anyemployeewhowitnessesanactofsexualharassmentorreceivesacomplaintofharassmentfromanotheremployeeorastudentshallreporttheincidenttothebuildingprincipaloradministrator.Employeeswhofailtoreportcomplaintsorincidentsofsexualharassmenttoappropriateschoolofficialsmayfacedisciplinaryaction.Employeeswhobelievetheyhavebeensubjectedtosexualharassmentshoulddiscusstheproblemwiththeirimmediatesupervisor.Ifanemployee’simmediatesupervisoristheallegedharasser,oriftheemployeeisuncomfortablediscussingtheissuewithhis/hersupervisor,theemployeeshoulddiscusstheproblemwiththeDistrictCoordinatorofFederalCompliance,theprincipalorthesuperintendent.Employeeswhodonotbelievethematterisappropriatelyresolvedmayfileawrittencomplaintunderthedistrict’sdiscriminationcomplaintprocedure.(SeetheComplaintofDiscriminationForm,AppendixB)Confidentialityshallbemaintainedthroughoutthecomplaintprocedure.Complaintsreceivedwillbeinvestigatedtodeterminewhether,underthetotalityofthecircumstances,theallegedbehaviorconstitutessexualharassmentunderthedefinitionoutlinedabove.Unacceptableconductmayormaynotconstitutesexualharassment,dependingonthenatureoftheconductanditsseverity,pervasivenessandpersistence.Behaviorswhichareunacceptablebutdonotconstituteharassmentmayalsoresultinemployeediscipline.Initiationofacomplaintofsexualharassmentingoodfaithwillnotadverselyaffectthejobsecurityorstatusofanemployee,norwillitaffecthisorhercompensation.Anyactofretaliationagainstanypersonwhohasfiledacomplaintortestified,assisted,orparticipatedinaninvestigationofasexualharassmentcomplaintisprohibited.Anypersonwhoretaliatesissubjecttoimmediatedisciplinaryaction,uptoandincludingterminationofemployment.Totheextentpossible,confidentialitywillbemaintainedthroughouttheinvestigationofacomplaint.Thedesireforconfidentialitymustbebalancedwiththedistrict’sobligationtoconductathoroughinvestigation,totakeappropriatecorrectiveactionortoprovidedueprocesstotheaccused.Falseormaliciouscomplaintsofsexualharassmentmayresultincorrectiveordisciplinaryactionagainstthecomplainant.RacialHarassment(GAACA)Racialharassmentisunlawfuldiscriminationonthebasisofrace,colorornationaloriginunderTitleVIandVIICivilRightsActof1964,andtheKansasActAgainstDiscrimination.Allformsofracialharassmentareprohibitedatschool,onschoolproperty,andatallschool-sponsoredactivities,programsorevents.Racialharassmentagainstindividualsassociatedwiththeschoolisprohibited,whetherornottheharassmentoccursonschoolgrounds.RacialHarassmentisraciallymotivatedconductwhich:

33

• Affordsanemployeedifferenttreatment,solelyonthebasisofrace,colorornationalorigin,inamannerwhichinterfereswithorlimitstheabilityoftheemployeetoparticipateinorbenefitfromtheservices,activitiesorprogramsoftheschool

• Issufficientlysevere,pervasiveorpersistentsoastohavethepurposeoreffectofcreatingahostileworkingenvironment

• Issufficientlysevere,pervasiveorpersistentsoastohavethepurposeoreffectofinterferingwithanindividual’sworkperformanceoremploymentopportunities

Racialharassmentmayresultfromverbalorphysicalconductorwrittengraphicmaterial.Anemployeewhowitnessesanactofracialharassmentorreceivesacomplaintofharassmentfromanotheremployeeorastudentshallreporttheincidenttothebuildingprincipaloradministrator.Employeeswhofailtoreportcomplaintsorincidentsofracialharassmenttoappropriateschoolofficialsmayfacedisciplinaryaction.Employeeswhobelievetheyhavebeensubjectedtoracialharassmentshoulddiscusstheproblemwiththeirimmediatesupervisor.Ifanemployee’simmediatesupervisoristheallegedharasser,oriftheemployeeisuncomfortablediscussingtheissuewithhis/hersupervisor,theemployeeshoulddiscusstheproblemwiththeCoordinatorofFederalCompliance(AssistantSuperintendent),thePrincipalortheSuperintendent.Employeeswhodonotbelievethematterisappropriatelyresolvedmayfileawrittencomplaintunderthedistrict’sdiscriminationcomplaintprocedure.(SeetheComplaintofDiscriminationForm,AppendixB)Confidentialityshallbemaintainedthroughoutthecomplaintprocedure.Complaintsreceivedwillbeinvestigatedtodeterminewhether,underthetotalityofthecircumstances,theallegedbehaviorconstitutesracialharassmentunderthedefinitionoutlinedabove.Unacceptableconductmayormaynotconstituteracialharassment,dependingonthenatureoftheconductanditsseverity,pervasivenessandpersistence.Behaviorswhichareunacceptablebutdonotconstituteharassmentmayalsoresultinemployeediscipline.Initiationofacomplaintofracialharassmentingoodfaithwillnotadverselyaffectthejobsecurityorstatusofanemployee,norwillitaffecthisorhercompensation.Anyactofretaliationagainstanypersonwhohasfiledacomplaintortestified,assisted,orparticipatedinaninvestigationofaracialharassmentcomplaintisprohibited.Anypersonwhoretaliatesissubjecttoimmediatedisciplinaryaction,uptoandincludingterminationofemployment.Totheextentpossible,confidentialitywillbemaintainedthroughouttheinvestigationofacomplaint.Thedesireforconfidentialitymustbebalancedwiththedistrict’sobligationtoconductathoroughinvestigation,totakeappropriatecorrectiveactionortoprovidedueprocesstotheaccused.Falseormaliciouscomplaintsofracialharassmentmayresultincorrectiveordisciplinaryactionagainstthecomplainant.

34

Bullying(GAAE)Theboardofeducationprohibitsbullyinginanyformeitherbyanystudent,staffmember,orparenttowardsastudentorbyastudent,staffmember,orparenttowardsastaffmemberonorwhileusingschoolproperty,inaschoolvehicleorataschool-sponsoredactivityorevent.Theterm“bullying”shallhavethemeaningascribedtoitinKansaslaw.Staffmemberswhobullyothersinviolationofthispolicymaybesubjecttodisciplinaryaction,uptoandincludingsuspensionand/ortermination.Ifappropriate,staffmemberswhoviolatethebullyingprohibitionshallbereportedtolocallawenforcement.Gifts(GAJ,GAJ-R)Patronsandstudentsshouldnotbeencouragedtogivepersonalgiftstoschoolpersonnel.Ifgiftsareoffered,schoolpersonnelshouldminimizesuchactsandnotgivepublicityorpublicrecognitionforsuchgiftstopraisethedonor.Noemployeemayacceptanycommission,giftorgratuityforpersonalgainfromanysourcewhatsoeverthatisofferedbyvirtueofhisorheremploymentwiththeschooldistrictorthathasanyrelationshiptoanyschoolactivityorprogram.Acceptanceofsuchcommission,giftorgratuityforpersonalgainbyanyemployeewillbesufficientreasonforimmediateterminationofemploymentwiththeschooldistrict.AnyindividualbequesttothedistrictwillbeconsideredonanindividualbasisbytheBuhlerUSD313BoardofEducation.ConflictofInterest(GAG,GAG-R)Districtemployeesareprohibitedfromengaginginanyactivitythatmaybedefinedasaconflictofinterestanddetractfromtheeffectiveperformanceoftheirduties.Duringtheschooldayoronschoolproperty,noemployeewillattempttosellorinfluenceanystudenttobuyanyproductorservicewhichwoulddirectlyorindirectlybenefittheemployee.Noschoolemployeewillenterintoacontractwiththedistrictotherthanforemploymentunlessthecontractisawardedonthebasisofcompetitivebidding.PersonalBusiness/Solicitation(GAI)Unlesspermissionisgrantedbytheappropriatesupervisor,solicitationofemployeesbyanyvendor,student,otherschooldistrictemployeeorpatronduringnormaldutyhoursisprohibited.Noemployeewillattempt,duringtheschooldayoronschoolproperty,tosellorendeavortoinfluenceanystudentorschoolemployeetobuyanyproduct,article,instrument,serviceorotheritemswhichmaydirectlyorindirectlybenefittheschoolemployee.

35

Noemployeewillengageinsalesorsolicitationonbehalfoftheschoolorusetheschoolnamewithoutthepriorapprovaloftheprincipal.Anyagentorbusinessrepresentativecallingonschoolpersonnelaboutschoolmatters,suchastextbooks,publicationsoftheschool,classinsignia,athleticequipment,musicinstruments,schoolequipment,schoolsupplies,buildingandcustodialsupplies,etc.,willfirstobtainpermissionfromthesuperintendentorprincipal.Itisthedutyoftheschoolemployeetoascertainiftherepresentativehassuchpermission.DistributionofInformationMaterialsfromsourcesoutsideofthedistrictmaynotbedistributedonschoolgroundswithoutpriorpermissionfromtheSuperintendent.Examplesofoutsidematerialsinclude,butarenotlimitedto,politicalmaterials,specialinterestmaterialsandadvertisements.VisitorsAdultguestsfromotherdistrictsarewelcometoourschoolsaswellaspatronsfromourdistrict.Allvisitorstoanybuildingarerequiredtocheckinattheoffice.Childrenorrelativesfromotherdistrictsarediscouragedfromvisitingtheschoolsunlessspecialpermissionisreceivedfromtheadministration.ConfidentialityConfidentialstudentinformation,whetherwrittenororal,shallbehandledinaconfidentialmannerandbediscussedonlywiththeparents/guardiansoftheparticularstudentandtheappropriateschoolpersonnel.Violationsofthisrulewhichviolatetheprivacyrightsofstudentscouldresultindisciplinaryactionsbeingtakenagainsttheemployee,includingtermination.Confidentialpersonnelinformation,whetherwrittenororal,shallbehandledinaconfidentialmannerandbediscussedonlywiththeappropriateschoolpersonnel.Violationsofthisrulewhichviolatetheprivacyrightsofpersonnelcouldresultindisciplinaryactionsbeingtakenagainsttheemployee,includingtermination.PoliticalOffice(GAHB,GAHB-R)Employeeswhointendtobecomecandidatesforpoliticalofficeshouldnotifythesuperintendentwithinfivedaysofthedateonwhichthedeclarationofcandidacyisfiled.Employeeswhoareelectedorappointedtoapoliticalofficewhichtheboard,initsdiscretion,deemstobeafull-timeofficemayberequiredtoterminatetheiremploymentwiththedistrict.Anemployeewhomustbeabsentfromworktocarryoutthedutiesofapoliticalofficemusttakealeaveofabsencewithoutpayforthedurationofthepoliticalduties.EmployeesarenoteligibletoserveontheBoardofEducationinthedistricttheyareemployed.Employeesmaynotuseschooltimeorschoolpropertyforthepurposeoffurtheringtheinterestofanypoliticalparty,thecampaignofanypoliticalcandidateoradvocacyofanypoliticalissue.

36

ParticipationinActivitiesEmployeesareencouragedtoparticipateincommunityactivitiesandorganizations,insofarasthoseactivitiesdonotinfringeupontimeonthejob.Priorpermissionmustbeobtainedfromthesuperintendentforparticipationinanycommunityactivitythattakesplaceduringtheworkday.OutsideEmploymentSchoolemployeesmaynotacceptemploymentorcarryonbusinessoractivityforprofitthatinterfereswiththecompletedischargeofresponsibilitiestotheschooldistrict.Providedthereisnointerferencewithschoolduties,schoolemployeesmayengageinoccasionalbusinesstransactionsforprofitoutsideofschoolhoursoronholidays.CriminalConvictions(GAOA-R)Anyemployeeconvictedofafelonyordrivingundertheinfluence,orwhoentersapleaofguiltyordiversionagreement,mustnotifythesuperintendentwithinfive(5)daysaftertheconvictionordiversionagreement.Within30daysafterthenoticeofconvictionisreceived,thedistrictwilltakeappropriateactionwiththeemployee.Suchactionmayincludetheinitiationofterminationproceedings,suspension,placementonprobationarystatus,orotherdisciplinaryaction.Alternatively,orinadditiontoanyactionshortoftermination,theemployeemayberequiredtoparticipatesatisfactorilyinanapproveddrugabuseassistanceorrehabilitationprogramasaconditionofcontinuedemployment.Theemployeeshallbearthecostofparticipationinsuchprogram.StaffandStudentRelations(GAF)Staffmembersshallmaintainprofessionalrelationshipswithstudents,whichareconducivetoaneffectiveeducationalenvironment.Staffmembersshallnotsubmitstudentstosexualorracialharassment.Staffmembersshallnothaveanyinteractionofasexualnaturewithanystudentatanytimeregardlessofthestudent’sageorstatusorconsent.Allemployeesareexpectedtomaintainrelationshipswithmembersofthestudentbodywhichareconducivetoaneffective,professionaleducationenvironment.Socialfraternizationbetweenemployeesandstudentsisgenerallyprohibited.Allemployeessharetheresponsibilityfortheregulationofstudentconductatschoolandatschool-sponsoredeventsnotonschoolproperty.Interrogation/InvestigationofStudents(JCAC)Noonemayinterrogateorinvestigateastudentonschoolgroundswithoutthepermissionoftheprincipal.Buildingadministratorsandothersdesignatedbythesuperintendentmayconductinvestigationsandquestionstudentsaboutinfractionsofschoolrulesorthestudentconductcode.Ifthereisreasontobelieveaviolationofacriminallawhasbeencommitted,theprincipalordesigneeshallnotifytheappropriatelawenforcementagencyandmayrequestfurtherinvestigationoftheallegedviolation.

37

SearchesofStudentsandProperty(JCAB)Ifastaffmemberbelievesthereisaneedtosearchastudentorproperty,he/sheshallcontacttheprincipal.(Whenevertheprincipalismentionedinthispolicy,itshallbeconstruedtoincludethesuperintendentor“designatedrepresentative”.)Anypersonotherthantheprincipalwhowishestosearchastudent’slockerorpropertyshallreporttotheprincipalbeforeproceeding.Innoeventshallanypersonbepermittedtosearchastudent’slockerorpropertywithouttheprincipal’sconsentunlessthepersonhasavalidsearchwarrantauthorizingasearch.Buildingprincipalsareauthorizedtosearchstudentsorpropertyifthereisreasonablesuspicionthatdistrictpolicies,rulesordirectivesarebeingviolated.Allsearchesbytheprincipalshallbecarriedoutinthepresenceofanotheradultwitness.AdministrationofMedicine(JGFGB)ThesupervisionofanymedicationsshallbeinstrictcompliancewiththerulesandregulationsoftheBoard.Districtemployeesmaynotdispenseoradministeranymedications,includingprescriptionandnon-prescriptiondrugs,tostudentsexceptasoutlinedinBoardpolicyJGFGB.OTHERChurchNightWednesdaynightissetasideaschurchnightinBuhlerUSD313.Thelocalschoolwillschedulenoschoolactivitiesofanykindafter6p.m.Theonlyexceptionsthataremadetothispolicywillbeactivitiesoverwhichtheschoolhasnocontrol.AnydeviationsmustreceivespecificapprovalfromthebuildingprincipalandthesuperintendentortheBoardofEducation.PersonalPropertyThedistrictisnotresponsibleforemployees’personalpropertyanddoesnotprovideinsuranceonemployees’personalproperty.Ifanemployee’spersonalpropertyisbroken,damagedorstolenwhiletheemployeeisonthejob,repairorreplacementistheemployee’sresponsibility.StaffDevelopmentBuhlerUSD313isachartermemberofEducationalServicesandStaffDevelopmentAssociationofCentralKansas(ESSDACK)andmemberofSmokyHillEducationServiceCenter.Throughtheseservicecenters,staffdevelopmentandcontinuingeducationopportunitiesareofferedtostaffmembers.AdditionalstaffdevelopmentactivitiesareplannedthroughtheDistrictLearningTeamandClassifiedCommittee.ClassifiedCommitteeTheClassifiedEmployeeCommunicationsCommitteeisestablishedtoprovidetwo-waycommunicationbetweenclassifiedemployeesandtheBoardandadministration.Thecommitteeservesinanadvisorycapacitytotheadministrationonmattersofclassifiedemployeeconcerns.

38

ThecommitteemakesrecommendationstotheLeadershipCadre,whichinturnischargedwithmakingrecommendationstotheBoardofEducation.Classifiedstaffareselectedfromeachbuildingthatrepresenteachdepartmenttothecommittee-twofromeachschool,andoneeachfromtheTransportationDept.,TheServiceCenter,andtheAdministrativeCenter.TheBusinessManagerandSuperintendentattendmeetingsasex-officiomembers. Regularquarterlymeetingsareheldduringtheregularschoolyear.Specialmeetingsmaybesetandsub-committeesformedasneedsarise.Theminutesofeachmeetingwillbepostedonthedistrictwebsite.LeadershipCadreTheLeadershipCadreofBuhlerUSD313iscomposedofthefollowing:

• Superintendent• AssistantSuperintendentofLearningandInstruction• BusinessManger• BuildingPrincipals• AssistantPrincipals• TechnologyDirector• DirectorofOperations• FoodServiceDirector• TechnologyIntegrationSpecialist• PowerschoolAdministrator• HumanResourcesClerk• ClerkoftheBoard

TheCadreissetuptoprovideinvolvementandassistancetothesuperintendentofschoolsandtheBoardofEducationforthepurposeofestablishingpolicy,proceduresandfutureplans.BoardofEducationTheBuhlerUSD313BoardofEducationiscomprisedofsevenmemberswhomeetonceamonthattheBurkholderAdministrativeCenter,406West7th,inBuhler.Thesemeetingsareheldonthe2ndMondayofeachmonthsothatbusinessofthedistrictmaybelegallytransacted.Visitorsarewelcometoallregularmeetings.DetailedinformationconcerningtheBoardofEducation’sfunctionsandoperationsmaybefoundinSectionBoftheBoardofEducationPolicymanual.HEALTHAsbestosFederalandstateregulationsrequireannualnotificationtothepublicthatfriableasbestoshasbeendetectedinBuhlerUSD313buildings.

39

AnoperationsandmanagementplanwasdevelopedincompliancewithfederalandstateregulationsregardingfriableasbestosandisonfileattheBurkholderAdministrativeCenter.Acopyoftheplanisavailableineachschoolbuilding.Thethree-yearinspection,requiredbyfederalandstatelaws,hasbeencompletedbyReliableEnvironmentalAgency.Nosignificantchangeswerefound.AnyquestionsmaybeaddressedtotheUSD313DirectorofBuildingsandGrounds.HazardousWasteWhenhazardouswastematerialislocatedinthedistrict,itsdisposalshallbeinaccordancewithstateandfederallaws,rulesandregulations.Noemployeeshallbringhazardousmaterialtoschoolwithoutpriorapprovalofthesupervisor.Suchmaterialshallbeinanappropriatecontainerandproperlylabeled.Ifanemployeediscoverswastematerialthatis,ormaybehazardous,he/sheshouldnotifyhis/hersupervisorimmediately.Hazardouswastesinclude,butarenotlimitedto,wastesthatareflammable,corrosive,infectious,highlyreactiveortoxic.Hazardouswastemustbeplacedinanappropriatecontaineraffixedwithahazardouswastelabelthatliststhespecificcontents.Unlabeledcontainerscontainingundeterminedcontentswhichmaycontainhazardoussubstancesshallnotbeputintrashcontainers.Allhazardouswastesmustbeproperlylabeledandstoredappropriatelyuntiltheycanbedisposedofproperly.Placingthemintrashcontainersorthesewersystemisnotanacceptabledisposalmethod.BloodbornePathogens(GARA)Theexposurecontrolplanforbloodbornepathogensisavailableforreviewfromschoolnurses.Allstaffshallreceivethetrainingandequipmentnecessarytoimplementtheplan.AllstaffreceiveBloodbornePathogentrainingmaterialsthroughPublicSchoolWorksandsignthenecessarydocumentationannually.CommunicableDiseases(GAR)Wheneveranemployeehasbeendiagnosedbyaphysicianashavingacommunicablediseaseasdefinedincurrentregulation,theemployeeshallreportthediagnosisandnatureofthediseasetothesuperintendent(ordesignee)soaproperreportmaybemadeasrequiredbycurrentlaw.Anemployeeafflictedwithacommunicablediseasedangeroustothepublichealthshallbesuspendedfromdutyforthedurationofthecontagiousnessinordertogivemaximumhealthprotectiontootherdistrictemployeesandtostudents.

40

Theemployeeshallbeallowedtoreturntodutyuponrecoveryoftheillness,orwhentheemployeeisnolongercontagiousasauthorizedbytheemployee’sphysician.TheBoardreservestherighttorequireawrittenstatementfromtheemployee’sphysicianindicatingtheemployeeisfreefromallsymptomsofthecommunicabledisease.Noinformationregardingemployeeswithcommunicablediseasesshallbereleasedbyschoolpersonnelwithouttheemployee’sconsentexcepttocomplywithstateorfederallaw.Ifatanytimetheboardhasreasontobelievethatanemployeeissufferingfromanillnessdetrimentaltothehealthofpupils,theboardreservestherighttorequiresuchemployeetoprovidetheboardwithanewcertificateofhealthinordertoprotectthehealth,safetyandwelfareoftheschool’sstudents.SAFETYInclementWeatherIncaseofpowerfailure,snowstormsoranyotheremergencyresultinginaconditionthatwouldendangerthehealthofstudents,schoolshallbedismissedandstudentsdeliveredtotheirrespectivehomesassoonaspossible,providedtheemergencycannotbecorrectedthatday.Parentsshouldinstructthestudentandtheofficeofanyspecialcircumstancesresultingfromearlydismissal.BuhlerUSD313willattempttoaccommodateallthesituationsregardingthestudent’sbestinterests.Ifinthejudgmentofschoolofficialsitseemswisenottohaveschoolbecauseofstormconditionsorothercircumstances,BuhlerUSD313willnotifyparents,students,andemployeesusingourdistrict'sautomatednotificationsystem.Inaddition,thedistrictwillalsonotifylocalnewspaper,radioandtelevisionstationswithanycancellationsoremergencyannouncements.ImportantinformationaboutreceivingcallssentthroughAlertSolutions:

• CallerIDwilldisplaytheschool’smainnumberwhenageneralannouncementisdelivered.

• AlertSolutionswillleaveamessageonanyansweringmachineorvoicemail.Adecisiontocancelschoolwillbemadepriorto7:00a.m.sothattheappropriateannouncementscanbemade.Iftheannouncementisnotmadeby7:00a.m.,itmaybeassumedthatschoolwillbeinsessionandbuseswillrun.

41

FireDrillsFiredrillsareheldineachschoolonceeachmonthfortheprotectionofstudentsandstaff.Proceduresarepostedineachroomandarediscussedwithstudentsbeforeadrill.Duringthedrill,studentswillwalkasafedistancefromthebuilding.

TornadoDrillsProceduresfortornadoprecautionsarepostedinallroomsandarediscussedwithstudents.Atleastthreetornadodrillswillbeheldduringeachschoolyear.

AccidentsAnyschoolemployeewhodiscoversamedicallyrelatedaccidentonschoolpropertyshallreporttheaccidenttothebuildingprincipalordesignatedrepresentative.Ifthepersonrequiresmedicaltreatment,theemployeeshall:

• Sendformedicalhelp;• Maketheindividualascomfortableaspossiblewhilewaitingforcompetent

medicalassistancetoarrive;and• Notifytheprincipalordesignatedrepresentative

Ifanemployeeisqualifiedtoadministerfirstaid,thataidmaybegiven.QualifiedemployeesincludetheschoolnurseandthoseemployeeswhohavesuccessfullycompletedanapprovedRedCrossfirstaidprogram.SecurityAnydistrictemployeewhobelievesanyofthefollowinghasoccurredatschool,onschoolpropertyorataschool-sponsoredactivityshallimmediatelyreportthisinformationtolocallawenforcement:

• Anactwhichconstitutesthecommissionofafelonyoramisdemeanor;or• Anactwhichinvolvesthepossession,useordisposalofexplosives,firearmsor

otherweaponsasdefinedincurrentlawFirearmsonDistrictProperty–KGDUnlessotherwiserequiredbylaworauthorizedbyboardpolicy,nopersonotherthanalawenforcementofficershallpossessafirearmonanydistrictownedoroperatedproperty,withinanydistrictownedoroperatedbuildingorfacility;inaschoolvehicleoranemployee’spersonalvehiclebeingusedtotransportstudents,oratanyschoolsponsoredactivity,program,orevent.Thisprohibitionincludespossessionofconcealedweaponsevenifthepersonhasavalidconcealedcarrylicenseinthisstate;howeversuchprohibitionshallnotapplytothesecuredstorageofahandguninadistrictemployee’sownlockedvehicleonschoolpropertysolongassuchemployeeholdsavalidKansasconcealedcarrylicenseandsuchweaponismaintainedoutofplainsight.

42

Appropriatesignsshallbeconspicuouslypostedasdirectedbytheboardandrequiredbylaw.Anyoneinviolationofthispolicyshallbedirectedtoleavethepremisesimmediatelyandnotreturnwithoutpriorapprovalfromthebuildingadministratororsuperintendent.Failuretocomplywithsuchorderwillresultinareporttolawenforcement.ChildAbuse(GAAD)Anydistrictemployeewhohasreasontoknoworsuspectthatachildhasbeeninjuredasaresultofphysical,mentaloremotionalabuseorneglectorsexualabuse,shallpromptlyreportthemattertothelocalDepartmentofChildrenandFamilies(DCF)officeortothelocallawenforcementagencyiftheDCFofficeisnotopen.Itisrecommendedthebuildingadministratoralsobenotifiedafterthereportismade.Districtemployeesshallnotcontactthechild’sfamilyoranyotherpersonstodeterminethecauseofthesuspectedabuseorneglect.Itisnottheresponsibilityofschoolemployeestoprovethechildhasbeenabusedorneglected.CrisisManagementPlansADistrictCrisisInterventionTeamhasbeendesignated,andthesuperintendentofschoolsisresponsibleforthisteam.BuhlerUSD313alsoparticipatesinandsupportstheCrisisInterventionTeamtrainingsponsoredbyESSDACK(EducationalServicesandStaffDevelopmentAssociationofCentralKansas).Staffhavereceivedextensivetrainingandareauthorizedtoassistotherschooldistrictsifcalledupontoprovidecounselingandothercrisisinterventionsupport.BuhlerUSD313schoolsalsohaveaccesstoadditionalexpertiseandsupportthroughthisprogram.

ThreatsofViolencePolicyandProceduresToprovideasafeandrespectfulenvironmentforallstudentsandstaff,BuhlerUSD313willtakestepstodeterincidentsofviolenceorthreatsofviolenceinourschools.Therefore,studentsandparentsmustbeawarethatallthreats(verbal,written,impliedorphysical)willbetakenseriouslybyschoolpersonnelandeachandeverythreatwillcarryaconsequence.Werequestparentandcommunitysupportinthisefforttoletourstudentsknowthatnothreatis“justjoking,”andnothreatwillbeignored.Wemustworktogethertoteachouryouthbetterwaystodealwithconflictandfrustration.Wemustalsoestablishtheunderstandingthatourcommunityisunitedinthebeliefthatviolenceorthreatsofviolenceinourschoolsisintolerable.

ProcedurestoRespondtoThreatsofViolence:1. Allthreatswillbereportedtoschoolstaffimmediatelybyanyonewhoseesorhearsit

withoutregardforinterpretation.Ifitisathreat,reportit.2. Administrationandstaffwillinvestigatetodeterminetheseriousnessand

circumstancessurroundingthethreat.

43

3. AnynecessarydisciplinaryactionwillfollowcurrentBoardofEducationpolicy,includingnotificationofparents/guardiansandlawenforcementofficials.

FACILITIES/SUPPLIES/EQUIPMENTPurchasing/RequisitionsTheprocedureforpurchasingisasfollows:

1. Accordingtoindividualbuildingprocedure,requestsforsupplies/equipmentareeither:a.Placedwiththebuildingsecretary,whowillcompletearequisitionandforwarditontothebuildingprincipalforapproval,ORb.SubmittedpersonallybythecertifiedstaffmemberintheAptafundrequisitionmodulewhereitwillbesenttothesecretaryandbuildingprincipalforapproval.

2. Ifapproved,therequisitionwillbeforwardedtothebusinessmanagerwiththeappropriateaccountnumbertowhichthepurchaseistobecharged.

3. Ifthefundsareavailableinthedesignatedaccount,thebusinessmanagerwillinstructtheaccountspayableclerktoissueanapprovedpurchaseorder.Atthistime,andnotbefore,apurchasemaybemade.

4. Suppliesandmaterialswillbepurchasedinamannerwhichiseconomical,efficientandwhichtakesintoconsiderationthegoalsandobjectivesoftheeducationalprocess.

ReportingTechnologyIssuesandMaintenanceWorkOrdersSchoolDudeisthewebsiteweusetocreatehelpticketsfortechnologyissuesandworkorderrequests.Accessisavailablefromthedistrictwebsite(usd313.org)under“StaffResources”atthetopofthepage.Clickon“SchoolDudeWorkOrders”tofindthelinkfortheSchoolDudewebsiteaswellasaQuickStepGuideforRequesters.OnceyouhavesetupyouraccountyouwillseetabsatthetopforMaintenanceRequestsorITRequests.Completerequestsasneeded.CareofFacilitiesandEquipmentAllpersonnelhavetheauthorityandresponsibilitytohelptakecareofthegroundsandbuildingsandtheircontents.Damageand/oracceleratedwearandteartoschoolpropertyduetoabuse,neglectorothermisusemaybecausefordisciplinaryaction.Whenleavingabuildingatnight,alldoorsandwindowsshouldbeclosedandlocked.Alllightsandotherequipmentshouldbeturnedoffasappropriate.

EnergyManagementConservationPolicyThefollowingistheBuhlerUSD313EnergyManagementConservationPolicy,asadoptedonMarch22,2004:AstheSchoolBoardoftheBuhlerUSD313,webelieveittobeourresponsibilitytoensurethateveryeffortismadetoconserveenergyandnaturalresourceswhileexercisingsoundfinancialmanagement.

44

TheimplementationofthispolicyisthejointresponsibilityoftheBoardmembers,administrators,teachers,studentsandsupportpersonnelanditssuccessisbasedoncooperationatalllevels.TheBuhlerUSD313willmaintainaccuraterecordsofenergyconsumptionandcostofenergyandwillprovideinformationtothelocalmediaonthegoalsandprogressoftheenergyconservationprogram.Theprincipalwillbeaccountableforenergymanagementonhis/hercampuswithenergyauditsbeingconductedandconservationprogramoutlinesbeingupdated.Judicioususeofthevariousenergysystemsofeachcampuswillbethejointresponsibilityoftheprincipalandheadcustodiantoensurethatanefficientenergypostureismaintainedonadailybasis.Toensuretheoverallsuccessoftheenergymanagementprogram,thefollowingspecificareasofemphasiswillbeadopted:

1. Everystudentandemployeewillbeexpectedtocontributetoenergyefficiency.Everypersonwillbeexpectedtobean“energysaver”aswellasan“energyconsumer.”

2. Effectiveimmediately,allunnecessarylightinginunoccupiedareaswillbeturnedoff.Alllightswillbeturnedoffwhenstudentsandteachersleaveschool.Custodianswillturnonlightsonlyintheareasinwhichtheyareworking.

3. Energymanagementonhis/hercampuswillbemadeapartoftheprincipal’sannualevaluation.

4. Theheadcustodianordesigneeateachschoolwillberesponsibleforacompleteandtotalshutdownofthefacilitywhenclosedeachevening.

5. Withinsixty(60)days,administrativeguidelineswillbeadoptedthatwillbethe“rulesofthegame”inimplementingourenergyprogram.

6. MeetpublishedstandardsinASHRAE62,VentilationforAcceptableIndoorAirQuality,andkeepingcurrentonthestandard.

7. EnsureproperpreventativemaintenanceofHVACunits.8. PreventandrespondtowaterintrusionswithinBuhlerUSD313buildings.9. Maintainproperdrainagearoundbuildings.10. Monitorandmaintainappropriaterelativehumiditylevels.

WhereastheSchoolBoardbearsresponsibilityforthebestuseoftaxdollars,andWhereaspubliceducationcanprovideleadershipindevelopingarealisticenergyethicandawarenessifenergyneedsandcosts,Therefore,theSchoolBoardofBuhlerUSD313directsthesuperintendentand/orhis/heragentstodevelopshortandlongrangestrategiesintheareasoffacilitiesmanagementandcurriculumdevelopmentdealingwithenergyawarenessandconservation.(FormoredetailedguidelinescontacttheBurkholderAdministrativeCenter.)

45

UseofFacilities(KG)Theboardmayallowuseofschoolbuildingsandschoolgroundsbycommunitygroupsoutsidetheschoolday.Useofanyschoolfacilityorschoolgroundsshallnotinterferewithdailyschooluseoranyschool-sponsoredactivity.Theschedulingofschoolfacilitiesmustbedonethroughtheofficeoftherespectivebuildingprincipalduringtheschoolyear,andthroughthecentralofficeduringthesummermonths.ApplicationfortheuseofschoolfacilitiesmustbemadeontheBuildingUseform(foundunderthe“Services”headingonthedistrictwebsite).Theapplicantassumesallresponsibilityforthegroupusingthefacility,includinganyfeesorpaymentsdue.PleaserefertoBoardofEducationPolicy(KG)forcompletedetails.UseofSchoolFacilities/GroundsforMemorials/Funerals(FC)Requeststousedistrictbuildingsand/orfacilitiesfordisplayingpermanentmemorials,orhostingfuneralormemorialservicesshallbeconsideredinaccordancewiththefollowingprovisions. Memorials–Asplacesdesignedprimarilytosupportlearning,schoolsitesshouldnotserveasthemainvenueforpermanentmemorialsforstudentsorstaff.PermanentmemorialsfordeceasedstudentsorstaffshallbelimitedinformtoperpetualawardsorscholarshipsfordistrictstudentsthroughtheBuhlerEducationFoundation.Anypermanentmemorialsinexistencebeforetheadoptionofthispolicycanonlyberemovedbyboardaction. Funerals–Itisthebeliefoftheschooldistrictthatusingschoolgroundsorfacilitiesformemorialand/orfuneralservicesisnotinthebestinterestofallstudents.Therefore,thegrantingofsuchrequestsduringschooltimeisprohibited.EquipmentUseUseofequipmentandsuppliesisfortheperformanceofofficialandapprovedassignmentsonly.Useofdistrictequipmentorsuppliesforpersonalprojectsisprohibitedwithoutpriorpermissionoftheemployee’ssupervisor.UseofTelephoneNostaffmemberorstudentwillbecalledfromtheirduties/classunlessitisanemergency.Amessageslipwillbemadeofincomingcallsandthemessagewillbedeliveredwhenitispossibletodeliver.Ifthemessagecannotbetaken,thenumberofthepartycallingwillberelayedsothatthestaffmember/studentmaycallbackattheearliestconvenienttime.Incaseofemergency,theteacherorstudentwillbecalledtothephoneimmediately.Staffmemberswishingtomakelongdistancecallsonschoolbusinessonlyshouldcontacttheirbuildingprincipal.Longdistancepersonalcallsarediscouraged.CopyingandDuplicating(ECH)ThecopyrightlawsoftheUnitedStatesmakeitillegalforanyonetoduplicatecopyrightedmaterialswithoutpermission.Severepenaltiesareprovidedforunauthorizedcopyingofall

46

materialscoveredbytheactunlessthecopyingfallswithintheboundsofthe“fairuse”doctrine.Anyduplicationofcopyrightedmaterialsbydistrictemployeesmustbedonewithpermissionofthecopyrightholderorwithintheboundsof“fairuse,”assetforthinBoardpolicy.TechnologyPolicyDistrictissuedcomputersystemsandelectronicdevices(including,butnotlimitedto,Smartboards,iPads,iTouches,iPhones,eReaders,andeBooks)areforeducationalandprofessionaluseonly.Allinformationcreatedbystafforstoredthereonshallbeconsidereddistrictpropertyandshallbesubjecttounannouncedmonitoringbydistrictadministrators.Unauthorizedaccesstoand/orunauthorizeduseofthedistrictserverorsecuritysystem(including,butnotlimitedto,surveillancefootage)isalsoprohibited.Thedistrictretainstherighttodisciplineanystudent,uptoandincludingexpulsion,andanyemployee,uptoandincludingtermination,forviolationofthispolicy.CopyrightSoftwareacquiredbystaff,usingeitherdistrictorpersonalfunds,andinstalledondistrictcomputersorelectronicdevicesmustcomplywithcopyrightlaws.Proofofpurchase(copyororiginal)forsoftwaremustbefiledinthedistrictoffice.InstallationNosoftware,includingfreewareandshareware,orotherapplicationsmaybeinstalledonanydistrictcomputerorelectronicdeviceuntilclearedbythenetworkadministrator.Theadministratorwillverifythecompatibilityofthesoftwareorapplicationwithexistingsoftware,hardware,andapplicationsandprescribeinstallationandde-installationprocedures.Programfilesmusthavethesuperintendent’sapprovaltobeinstalledonanydistrictserverorcomputer.HardwareStaffshallnotinstallunapprovedhardwareondistrictcomputersormakechangestosoftwaresettingsthatsupportdistricthardware.AuditsTheadministrationmayconductperiodicauditsofsoftwareandapplicationsinstalledondistrictequipmenttoverifylegitimateuse.E-mailPrivacyRightsEmployeesand/orstudentsshallhavenoexpectationofprivacywhenusingdistricte-mailorotherofficialcommunicationsystems.Anye-mailorcomputerapplicationorinformationindistrictcomputers,computersystems,orelectronicdevicesissubjecttomonitoringbytheadministration.OwnershipofEmployeeComputerandDeviceMaterials

47

Computermaterials,devices,software,orapplicationscreatedaspartofanyassigneddistrictresponsibilityorclassroomactivityundertakenonschooltimeshallbethepropertyoftheboard.Lost,Stolen,orDamagedComputersand/orEquipmentStudentsandstaffmembersshallberesponsibleforreimbursingthedistrictforreplacementoforrepairtodistrictissuedcomputersorelectronicdeviceswhicharelost,stolen,ordamagedwhileinthestudents'orstaffmembers'possession. ResponsibleUseAgreementStudentsandstaffmemberswillberesponsibleforabidingbytheResponsibleUseAgreement.AsignedcopyofthisAgreementwillbecontainedineachstaffmembersPersonnelFile.(SeeResponsibleUseAgreement,nextpage.)

48

ResponsibleUseAgreementforBuhlerUSD#313

ThePurposeoftheResponsibleUseAgreementistosetforththeguidelinesandexpectationsfortheresponsibleuseoftechnologybystaff(referenceBoardPolicyIIGB)inordertoprovideasafe,appropriateandeffectivelearningenvironmentforallatBuhlerUSD#313.Webelieveitincumbentuponstafftousethisaccesstofurthertheeducationalprocess.RESPONSIBLEUSEAGREEMENTIacceptthatusingdistrictdevicesandaccessingtheInternetisaprofessionalandeducationalprivilege.Therefore,Iwillusealldistrict-issueddeviceswithrespectandinanappropriatemanner.IacceptthattheprimaryuseoftechnologyandtheInternetistosupportourmissionandvision,whileupholdingourcorevalues:higherlevellearning,respect,honesty,collaboration,andintegrity.Iwillappropriatelyusethetechnologythathasbeenprovidedforme.Itismyresponsibilitytokeepmyusernameandpasswordprivate.Iwillnotsharemyauthenticationcredentialswithanyone.Iwillleavehardware,software,orcomputersuppliesprovidedbythedistrictwithmysupervisorwhenIleavethedistrict.Modifying(ex.addinganotheroperatingsystem),manipulating,andremovingdistrictdevicesfromthebuilding(withoutauthorizationfromtheadministration)isstrictlyprohibited.Iunderstandthatemailisnotguaranteedtobeprivateandinternetactivitymaybemonitored,asrequestedbyanadministrator.Iamliableforanydamagetoadistrict-issueddeviceotherthannormalwearanduse.Iwilltreatthedeviceswithcareandresponsibility.Ifadeviceinmycareislostorstolen,Iwillreportitimmediately.Ifitisnotrecovered,Iamresponsibleforreplacement.Itismyresponsibilitytofollowallcopyrightregulations.Iwillnotcopyprogramsorpiratesoftware,understandingthatIamprohibitedfromdownloadingorinstallinganypersonalsoftwarewithinappropriatematerialonschooltechnology.Iwillnotharassothers,useethnicorracialslurs,accessinappropriatewebsites,engageinhackingorvandalism,ortransmitorviewobsceneoroffensivematerial.(SeeAnti-BullyingPolicyadopted10/13/2014)ItismyresponsibilitytocreateabackupofmydataandIunderstandthatthedistrictisnotresponsibleforanylostdataonthedevicesIuse.BysigningthisResponsibleUseAgreement,Iagreetoabidebytheresponsibilitieslistedherein.Iunderstandthatthedistrictwillcooperatefullywithlocal,state,orfederalofficialsinanyinvestigationconcerningorrelatingtomisuseofthetechnology,oursystems,andthenetwork.IunderstandthatshouldIbreakthisagreementmyaccesstotechnologymaybelimited,revokedanddisciplinaryactionsmaybetaken.

Signature________________________________________________________Date_______________________

49

PersonnelFileAccessPolicyAllemployees,formeremployees,andrepresentativesofemployeesmayviewcertaincontentsoftheirpersonnelfilewithadvancenoticetoHumanResourcesstaff.DocumentsintheBasic,PayrollandMedicalfilesmaybeviewed.Documentsthattheemployeemaynotreviewinclude:referencesorreferencechecks,recordsofanyinvestigationundertakenbyadministration,correspondencerelatedtoWorkman’sCompclaims,documentsrelatedtoajudicialproceeding,anydocumentthatwouldviolatetheconfidentialityofanotheremployee,anddocumentsusedforemployeeplanning.DocumentsthatincludeprotectedinformationarealsokeptinaConfidentialfileandareonlyaccessiblebyHRstaff.ProcedureAnemployeewhowantstoreviewtheallowablecontentsoftheirpersonnelfileshouldcontactHumanResourceswith24hoursnotice.Formeremployees,orpeopleunknowntotheHumanResourcesstaff,mustpresentidentificationand/orproofofpermissiontoaccessthepersonnelfile.PersonnelfilesarekeptinasecureelectronicmanagementsystemcalledYellowFolder.TheemployeerequestingaccesstorecordswouldreceiveanemailfromYellowFolderwithalinkthatwouldgivethemaccesstotheallowablepartsoftheirPersonnelFile.Accesswouldbelimitedtoa3-dayperiod.Eachdocumenthasawatermarkacrossitshowingthatitisanelectroniccopy.Photocopiesofthefile,orportionsofthefile,mayberequestedbytheemployee.Withinreason,theHRstaffpersonwillprovidephotocopies.Forextensivecopying,theemployeewillpayforthephotocopies.Iftheemployeeisunhappywithadocumentinhisorherpersonnelfile,theemployeemaywriteanexplanationorclarificationanditwillbeelectronicallyattachedtothedisputeddocument.WhohasaccesstoPersonnelFiles?RecordsManagementOfficer=BusinessManager(hasaccesstoallfiles)RecordSeriesAdministrator=HRClerk(hasaccesstoallfiles)Administrator=SuperintendentandAsstSuperintendent(haveaccesstoallfiles)BenefitsClerk=(hasaccesstoMedicalandBenefitsfiles)PayrollClerk=(hasaccesstoPayrollfiles)TransportationSecretary=(hasaccesstodrivingcertifications,KDOTphysicals,DrugTestingresultsandCDLlicenses)Otherswithaccessasnotedbelow:BasicPersonnelFileEmployee–Current/FormerSupervisorwithaneedtoknowMedicalFileEmployee–Current/FormerSupervisorasneededforreasonableaccommodationGovernmentagenciesconductinginvestigationrelevanttomedicalissues(e.g.ADA)PayrollFilesEmployee–Current/FormerAuditing/investigatingagenciesConfidentialFilesHumanResourcesAuditing/investigatingagencies

50

RSA

Administrator

Tran

spt.

Bene

fits

Payroll

Basic Ba

sicA

pplication

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Job

Descriptio

nDu

plicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicEmployeeCon

tracts

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicClassified

JobInform

ation

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicO

athofAffirm

ation

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicResum

eandCo

verLetter

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Personn

elChe

cklist

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Verificatio

nofPrio

rEmploymen

tDu

plicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Respo

nsibleUseAgreemen

tDu

plicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

EmployeeHandb

ook/JobDe

scrip

tionRe

ceipt

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Offe

rofE

mploymen

tDu

plicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Recom

men

datio

nEm

ail

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

New

Hire

/StatusChangeForm

sDu

plicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

Read/Add

sSeparatio

nDa

te+6Years

Basic

Transcripts

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

PDC

points

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicLicen

sesa

ndCertifications

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicSickLeaveBa

nkElection

Replace

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

Read/Add

sSeparatio

nDa

te+6Years

Basic

SickLeaveBa

nkReq

uests

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

Read/Add

sSeparatio

nDa

te+6Years

Basic

Evaluations

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicStaffDe

velopm

entd

ocum

ents

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicD

isciplinaryDo

cumen

tatio

nDu

plicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicBlood

Borne

Patho

gen

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

FirstA

idand

CPR

Replace

Read/Add

sRe

ad/Add

sRe

ad/Add

sNoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Defen

siveDriving

Replace

Read/Add

sRe

ad/Add

sRe

ad/Add

sNoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

TransM

iscellane

ous

Duplicates

Read/Add

sRe

ad/Add

sRe

ad/Add

sNoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

Correspon

dence

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicTerminationDo

cumen

tatio

nDu

plicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicCOBR

Ano

tification

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

Read/Add

sNoAccess

Perm

anen

tBa

sicResignatio

n-Re

tirem

ent

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicExitInterview

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Basic

PlanofAssistance

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Perm

anen

tBa

sicFileM

iscellane

ous

Duplicates

Read/Add

sRe

ad/Add

sNoAccess

NoAccess

NoAccess

Separatio

nDa

te+6Years

Yello

w F

olde

r File

Arc

hite

ctur

e, A

cces

s &

Ret

entio

n Pl

an -

Buh

ler U

SD 3

13FileArchitecture

Ope

ratio

ns1

AccessRoles

2Re

tention3

51

52

53

ClassifiedWageSchedule

AppendixA

Min

imum

Wag

e: $

7.25

USD

#31

3 C

LASS

IFIE

D P

ERSO

NN

EL

Entr

y Le

vel W

age

Sche

dule

2018

-201

9

7/11

/18

GR

AD

E 1

GR

AD

E 2

GR

AD

E 3

GR

AD

E 4

GR

AD

E 5

GR

AD

E 6

GR

AD

E 7

GR

AD

E 8

GR

AD

E 9

GR

AD

E 10

GR

AD

E 11

$8.5

0 Pe

r Hou

r$9

.00

Per H

our

$9.5

0 Pe

r Hou

r$1

0.00

Per

Hou

r$1

0.50

Per

Hou

r$1

1.00

Per

Hou

r$1

2.00

Per

Hou

r$1

3.00

Per

Hou

r$1

3.50

Per

Hou

r$1

6.00

Per

Hou

r$1

8.00

Per

Hou

rPl

us $

0.15

Per

Hou

rPl

us $

0.15

Per

Hou

rPl

us $

0.15

Per

Hou

rPl

us $

0.15

Per

Hou

rPl

us $

0.15

Per

Hou

rPl

us $

0.20

Per

Hou

rPl

us $

0.20

Per

Hou

rPl

us $

0.20

Per

Hou

rPl

us $

0.20

Per

Hou

rPl

us $

0.20

Per

Hou

rPl

us $

0.20

Per

Hou

rPe

r Yr o

f Exp

erie

nce*

Per Y

r of E

xper

ienc

e*Pe

r Yr o

f Exp

erie

nce*

Per Y

r of E

xper

ienc

e*Pe

r Yr o

f Exp

erie

nce*

Per Y

r of E

xper

ienc

e*Pe

r Yr o

f Exp

erie

nce*

Per Y

r of E

xper

ienc

e*Pe

r Yr o

f Exp

erie

nce*

Per Y

r of E

xper

ienc

e*Pe

r Yr o

f Exp

erie

nce*

CA

RE

S C

lub

Aid

esC

usto

dian

Mai

nten

ance

/Yar

dH

S A

sst.

Hea

d C

usto

dian

Ele

m H

ead

Cus

todi

anM

S/H

S H

ead

Cus

todi

anB

us M

echa

nic

Reg

Rt.

Bus

Driv

ers

Pia

no A

ccom

pani

stD

irect

or o

f Gro

unds

Sys

tem

s A

naly

st

CA

RE

S C

lub

/ S

hini

ng S

tars

A

ssis

tant

Dep

t. S

ecre

tary

Par

a-P

rofe

ssio

nal I

(H

S d

iplo

ma

or

equi

vale

nt)

Par

a-P

rofe

ssio

nal I

I (4

8+ h

rs c

olle

ge o

r par

a-ed

ucat

or e

xam

)

Par

a-P

rofe

ssio

nal I

II (C

hild

Dev

. Ass

oc-C

DA

, A

ssoc

. in

Chi

ldca

re

Dev

pt, o

r 4-y

r deg

ree)

Dis

trict

Adm

inis

trativ

e A

ssis

tant

Ski

lled

Mai

nten

ance

Sr.

Tech

Tec

hnic

ian

Cop

y O

pera

tor

ISS

Sup

ervi

sor

Tech

Sup

port

Spe

cial

ist

Gen

eral

/Dis

trict

M

aint

enan

ceP

ayro

ll C

lerk

Food

Svc

Sta

ffC

ertif

ied

Nur

se A

ide

Ele

men

tary

Offi

ce /

Food

Ser

vice

S

ecre

tary

Hea

d S

ecre

tary

(all

build

ings

)B

enef

its C

lerk

MS

/HS

Foo

d S

vc

Sec

reta

ryA

ttend

ance

S

ecre

tary

CA

RE

S C

lub

/ S

hini

ng S

tars

Dire

ctor

Hum

an R

esou

rces

C

lerk

Ath

letic

Sec

reta

ryLi

cens

ed P

ract

ical

N

urse

Acc

ount

s P

ayab

le

Cle

rk

Gui

danc

e S

ecre

tary

Prin

t / C

opy

Sup

ervi

sor

BH

S B

ookk

eepe

rP

ower

scho

ol A

dmin

.

Tran

spor

tatio

n C

lerk

D

ispa

tche

rK

itche

n M

anag

er

* C

redi

t will

onl

y be

allo

wed

for w

ork

expe

rienc

e in

a c

ompa

rabl

e po

sitio

n

For a

n in

stru

ctio

nal p

ara-

prof

essi

onal

to a

dvan

ce o

n th

e sa

lary

sch

edul

e, a

n of

ficia

l tra

nscr

ipt v

erify

ing

educ

atio

nal c

redi

t mus

t be

filed

in th

e H

uman

Res

ourc

es D

epar

tmen

t prio

r to

Sep

tem

ber 1

of e

ach

year

.

Wag

es fo

r cur

rent

em

ploy

ees

mov

ing

from

one

gra

de to

ano

ther

, whe

ther

up

or d

own,

will

gen

eral

ly b

e ad

just

ed a

ccor

ding

to th

e di

ffere

nce

in th

e am

ount

of b

ase

wag

e pe

r hou

r.

App

rove

d by

BO

E J

uly

9, 2

018

Off-

Sche

dule

Pos

ition

sS

ub B

us D

river

s re

ceiv

e .5

0 le

ss th

an th

e ba

se ra

te fo

r reg

ular

rout

e dr

iver

sS

ubst

itute

Sec

reta

ries

rece

ive

$10.

00 p

er h

our.

SE

Sub

Bus

Driv

ers

rece

ive

.50

mor

e th

an th

e re

gula

r sub

rate

Sub

stitu

te C

ooks

rece

ive

$9.0

0 pe

r hou

r.S

E R

eg R

te B

us D

river

s re

ceiv

e re

gula

r rat

e +

.50

per h

our

Sub

stitu

te C

usto

dian

s re

ceiv

e $9

.00

per h

our

Act

ivity

Driv

ers

rece

ive

$11

per h

our

Sub

stitu

te P

aras

rece

ive

$10.

00 p

er h

our

Late

Act

ivity

Rou

te d

river

s re

ceiv

e $1

0 pe

r hou

rS

easo

nal Y

ard

Mai

nten

ance

$10

.00

per h

our

Dis

trict

Pon

y D

river

s re

ceiv

e $1

1.00

per

hou

r.S

hini

ng S

tars

/Car

es C

lub

Dire

ctor

Sub

s $1

0.00

per

hou

rS

easo

nal B

us M

aint

enan

ce re

ceiv

e $1

0.00

per

hou

rTr

ansp

orta

tion

Sho

p A

ides

rece

ive

$10.

00 p

er h

our

Oth

er -

Plu

g In

s, D

rug

Test

ing

and

Mee

tings

pai

d at

$8.

00 p

er h

our

54

KN COMPLAINTS

©KASB. This material may be reproduced for use in the district. It may not be reproduced, either in whole or in part, in any form whatsoever, to be given, sold or transmitted to any person or entity including but not limited to another school district, organization, company or corporation without written permission from KASB.

The policies of Board of Education of U.S.D. No. 313 prohibit discrimination on the basis of race, color, national origin, disability, religion and sex in all programs and activities of the district. Additionally, discrimination on the basis of age is prohibited in employment.

Harassment of individuals on any of these grounds is strictly prohibited. Individuals who believe they have been discriminated against on any of these grounds may file a complaint with the following

discrimination coordinators: District Discrimination Coordinator: Name: Asst. Superintendent Address: 406 W. 7th, Buhler KS 67522 Phone: 620-543-2258 Building Discrimination Coordinators: Name: Building Principal Address: _________________________ Phone: _____________________ Name: ___________________ Address: _________________________ Phone: _____________________

Name of Complainant:

Address:

Telephone Number:

__________________________________________________________________________

__________________________________________________________________________

Nature of the Complaint:

I believe that I have been subjected to discrimination on the basis of:

! Race ! Color ! National Origin !Racial Harassment ! Sex ! Sexual Harassment ! Disability !Religion ! Age ! Harassment on the basis of ____________________

Please describe the incident or act complained of: Please include information about: • Who was the person

engaging in the conduct?

• What was the nature of the conduct?

• When did it occur? • Where did it occur? • What effect did the

incident have on you?

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________ Attach additional sheets if necessary.

Were there any witnesses to this incident?

! Yes ! No

If yes, please indicate who the witnesses were: ___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

What action do you believe the school should take with regard to this incident?

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

If this matter proceeds to a formal or informal hearing, will you appear and testify as to your knowledge of the matter? ! Yes ! No

U.S.D. No. 313 Complaint of Discrimination Form

AppendixB

55

SUMMARYOFACONTACT

__________________________________ __________________________________Employee WorkSite __________________________________ __________________________________Position DateofObservation(ifapplicable)__________________________________ __________________________________Appraiser DateofConference1.Facts–Whatdidtheemployeedo(orfailtodo)?2.Rule–Whatwasnotfollowed–orshouldhavebeenfollowed?3.Impact–Whatwastheimpactorpossibleimpactoftheemployee’sconductonthedistrict,otheremployees,students,etc?4.Suggestions/Directives–Clearlystatesfutureexpectations__________________________________ __________________________________EmployeeSignature Date__________________________________ __________________________________AppraiserSignature DateSignaturesonthisformindicatethereceiptofthedocumentbutdonotnecessarilyindicateagreementwiththestatementsorratings.Theemployeehastherighttosubmitadditionalwrittencommentsregardingprocessorcontentoftheevaluationwithintwoweeks.Acopyofadditionalcommentssubmittedwillbeattachedtothisform.

AppendixC

56

SickLeaveBankApplication–ClassifiedStaff BuhlerU.S.D.313

EmployeeName__________________________________________________________

Building_____________________________ Date___________________ Mysickleavedayswereexhaustedasof_________________Iwishtoapplyfor__________hour(s)fromtheSickLeaveBank.Datesforwhichthesehour(s)willbeused.___________________________________ ReasonforRequest________________________________________________________________________________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________________________________________________________________________________EmployeeSignature___________________________________________ AdministrativeSignature________________________________ Requestis:_____Approved_____Denied Date________________________

ApplicationsshouldbesubmittedtotheDistrictOfficeonamonthlybasis.

AppendixD

57

AppendixE

Maternity/Adoption Leave Application - Classified Buhler U.S.D. 313 Each employee may be granted up to twelve weeks of leave for childbirth/bonding. Maternity leave begins on the date the child is born and concludes when the employee returns to work. Adoption leave may begin up to one (1) week prior to obtaining custody of the child and will conclude when the employee returns to teaching. The employee may request to use any available Annual Leave, Unused Accumulated Leave or Vacation during maternity or adoption leave. The remainder of the leave will be without pay. Classified employees receive a Short-term Disability Plan as a benefit. If they take more than 6 weeks maternity leave, they are eligible to use short-term disability before using any other type of Leave. Please Christy Redd in Payroll before the start of the Maternity/Adoption Leave to discuss the use of Annual Leave, Unused Accumulated Leave, Vacation days and any days that will be unpaid.

Employee Name _________________________________________________________ Building _____________________________ Date __________________

Type of Leave: _____ Maternity _____ Adoption

Date of the start of leave ____________________________ (Approximate) Number of weeks requested __________________________ Date of anticipated return ____________________________ Employee Signature ________________________________________________________

Superintendent Signature ________________________________________________

______ Approved ______ Denied Date ________________________

Business Manager Signature ________________________________________________

Business Office Only Actual Start Date: Actual End Date:

Annual Leave available: Short-term Disability Plan Yes _____ No _____

Unused Accumulated Leave Available:

FMLA eligible Yes _____ No _____

Unpaid Days FMLA start date: Estimated Amount of Dock FMLA end date: Actual Amount of Dock HR _____ Benefits _____ Payroll _____

58

AppendixF

Long-term Leave Application – Certified or Classified Staff For serious illness of employee or family Family and medical leave shall be granted for a period of not more than 12 weeks during a 12-month period. For purposes of this policy, a 12-month period shall be defined as a fiscal year beginning July 1 and ending the following June 30. The leave shall normally be unpaid leave. However, if the employee has any Annual or Unused Accumulated Leave or Vacation that is available for use, the paid leave shall run concurrently with the FMLA Leave. When leave is foreseeable, the employee shall give written notice 30 days in advance. If leave is not foreseeable, notice will be given as soon as practicable. Upon the employee providing notice of need for leave, the employer will notify the employee of:

1. the reasons that leave will count as family and medical leave; 2. any requirements for medical certification; 3. employer requirement of substituting paid leave; 4. requirements for premium payments for health benefits and employee responsibility for repayment if

employer pays employee share; 5. right to be restored to same or equivalent job; and 6. any employer required fitness-for-duty certification

Please contact Christy Redd in Payroll before the start of the Long-term Leave to discuss the use of Annual Leave, Unused Accumulated Leave, any days that will be requested from the Sick Leave Bank, or days that will be unpaid.

Employee Name _________________________________________________________ Building _____________________________ Date __________________

Type of Family/Medical Leave (this form is for Non-Maternity/Adoption Requests only) _____ The need to care for a spouse, son, daughter or parent of the employee because of a

serious health condition _____ A serious health condition of the employee that prevents the employee from performing

the job functions

Date of the start of leave ____________________________ Number of weeks requested __________________________ Date of anticipated return ____________________________ Long-term Substitute Teacher Needed: _____ Yes _____ No Name of Long-term sub requested __________________________________________

Employee Signature ________________________________________________________ Principal/Supervisor Signature ________________________________________________

Business Manager Signature ________________________________________________

59

AppendixG

BoardofEdu

ca+o

nClerkofth

eBo

ard

A4orne

y

Supe

rintend

ent

Techno

logy

Director

Busin

essM

anager

Food

Service

Director

Directorof

Ope

ra+o

ns

Directorof

Buildings

DistrictIntegra+o

nTechno

logySpe

cialist

Busin

essS

taff

Teache

rs

Coun

selors

Asst.Prin

cipals/

Athle+

cDirectors

OfficeStaff

Instruc+on

al

Paraprofessio

nals

Custod

ians

BUHL

ERUSD

313

ADMINISTR

ATIVEORG

ANIZAT

IONALCHA

RT

2018-2019

Ad

ministra+ve

Assistant

Principals

Nurses

5/29/18

ESL

Coordinators

Directorof

Grou

nds

Food

Service

Staff

Human

Resources

TechTeam

Grou

ndsS

taff

Custod

ialand

Mainten

ance

Staff

Transporta+o

nStaff

Transporta+o

nDirector

Asst.Sup

erintend

ent

ofLearning&

Instruc+on

PDCTeam

LearningTeam

PowerScho

ol

Administrator

CopyCen

ter

CARE

SClub

Shining

Stars