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Strafford R-VI School District
 201 W. McCabe St.
Strafford, MO 65757 417-736-7000 |
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Strafford R-VI School District Policy Manual: Section G Part 3
Download
SECTION G (VII)
(GDBDA - GDN-R) in PDF format
Download SECTION G (VIII) (GDPA - GDQA) in PDF format
FILE
:
GCQD
Basic
PROFESSIONAL ORGANIZATIONS
Active participation in professional organizations by the staff should encourage professional growth.
Consequently, the Board encourages staff members to become involved in a professional organization of their choosing.
All teachers and administrators of the district shall notify the Board of their election to a regional, state or national office of a professional organization.
The obligation of an employee to meet the demands of an office may become a budgetary factor for the district if the employee desires release time to participate and draw expenses for attendance.
If the employee desires reimbursements, a written request shall be submitted to the Board for approval of release time and/or expenses.
Adopted:
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GDA
Basic
SUPPORT STAFF POSITIONS
The Board of Education recognizes the importance of having well-qualified personnel in support staff positions to assure an efficient and effective educational program.
All support staff positions in the school system will be established by the Board, and recommendations for employment will be presented to the Board for approval by the superintendent.
The superintendent is required to provide for the maintenance of up-to-date job descriptions covering all non-certificated support staff positions in the school system.
Job descriptions are to be kept in a separate manual dedicated to that purpose and shall be available in the office of the superintendent during regular business hours.
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Adopted:
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For Office Use Only:
GDA-C.1B (5/96)
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GDB
Basic
SUPPORT STAFF EMPLOYMENT
Prior to the last day of employment for the current school year, letters of intent will be issued to support staff employees for the coming school year.
Adopted:
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GDBA
Basic
SUPPORT STAFF SALARY SCHEDULES
The Board will annually adopt salary schedules for the various categories of support staff personnel.
Each support staff member will be placed on the appropriate schedule commensurate with, but not limited to, job category, experience with the district and, if re-employed, satisfactory performance in employment position.
The schedules adopted by the Board will remain in effect until changed or modified by the Board.
Adopted:
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GDBB
Critical
NONEXEMPT EMPLOYEE SUPPLEMENTARY PAY PLANS
(District Uses Compensatory Time)
Definitions
1.
Hours Worked:
For purposes of this policy, hours worked means all hours during which the individual is required to be on duty -- generally from the required starting time to normal quitting time -- and all hours an employee is permitted to work.
Meal periods and break periods of 20 minutes or longer do not count as hours worked unless the individual performs work during the meal period.
2.
Nonexempt Employees:
This includes all district employees not specifically identified as exempt under federal law.
This generally includes noncertificated staff; however, in some circumstances noncertificated staff members may qualify for exempt status.
The Board directs the superintendent to ensure that job positions are classified as exempt or nonexempt and that employees are made aware of these classifications. Employees in doubt about their status should contact their immediate supervisor.
3.
Exempt Employees:
Those employees whose duties and compensation meet the requirements to be an exempt executive, administrative, professional or computer employee as defined in federal law.
Overtime Compensation
The following provisions apply to nonexempt staff who work more than 40 hours during any workweek:
1.
Unless the district and the employee have an agreement or understanding in advance that the employee will be given compensatory (comp) time off for overtime work, he or she will be paid one and one-half (1?) times his or her regular rate of pay for each hour of overtime.
2.
The Board discourages overtime work by nonexempt employees.
A nonexempt employee shall not work overtime without the express approval of his or her supervisor.
Nonexempt employees who begin work earlier or work later than their
Compensatory Time
The district uses comp time in lieu of overtime for the following classifications of employees:
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For Office Use Only:
GDBB-C.1C (12/04)
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GDBB
Critical
This policy constitutes an agreement or understanding in advance that these employees will be given comp time off for overtime work.
Employees will be awarded such comp time off at the rate of one and one-half (1?) hours for each hour of overtime worked.
The following provisions apply to comp time:
1.
Comp time may be accrued up to 240 hours (160 overtime hours).
Overtime work beyond this maximum accrual will be monetarily compensated at the rate of one and one-half (1?) times the individual's regular rate of pay.
2.
Every effort will be made to permit the use of comp time at a time mutually agreed upon by the individual and his or her supervisor.
However, when the individual's absence would unduly disrupt the district's operations, the district retains the right to postpone comp time usage.
3.
Upon leaving the district, individuals with unused comp time will be paid for any unused comp time at a rate not less than the higher of the average regular rate received by the employee during his or her last three (3) years of employment or his or her final regular rate of pay.
(If overtime hours have not been converted to comp time, the employee will be paid one and one half[1?] times his or her final regular pay rate for each such hour of overtime.)
Individuals covered by this policy are required to complete a daily time record showing actual hours worked.
Failure to maintain or falsification of such records may be grounds for disciplinary action.
* * * * * * *
Adopted:
Revised:
Legal Refs:
Fair Labor Standards Act, 29 U.S.C. §§ 201
et seq.
Garcia v.
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For Office Use Only:
GDBB-C.1C (12/04)
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GDBC
Critical
SUPPORT STAFF FRINGE BENEFITS
The Board recognizes that fringe benefits are an integral part of the total compensation plan for support staff members.
The Board of Education shall provide fringe benefits to all full-time support staff employees by offering participation in a group insurance plan.
The contract for insurance will be submitted to competitive bidding at least every three (3) years.
Any plan of group health insurance shall include a provision allowing persons who retire, or who have retired, to become members of the plan if they are eligible to receive benefits under the Public Education Employee Retirement System (PEERS), by paying premiums at the same rate as other members of the group, pursuant to the limitations set forth in
'
169.590, RSMo.
In addition, the Board shall establish a premium-only cafeteria plan, as permitted under federal law, accessible by employees of the school district.
COBRA
At the time of commencement of coverage under the plan, an employee shall be given his or her first notification of rights under the Consolidated Omnibus Budget Reconciliation Act (COBRA).
Further notification is contingent upon the occurrence of a qualifying event and, in applicable situations, notification to the district that a qualifying event has occurred, as required by law.
* * * * * * *
Adopted:
October 18, 2001
Revised:
January 25, 2007/May 15, 2008
Cross Refs:
DJC, Bidding Requirements
Legal Refs:
'
'
67.150, .210, 169.590, 376.453, RSMo.
Internal Revenue Code, 26 U.S.C.
'
125
Consolidated Omnibus Budget Reconciliation Act, 29 U.S.C.
'
'
1161-1168
Strafford R-VI School District, Strafford, Missouri
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GDBC-C.1F (12/07)
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GDBD
Critical
SUPPORT STAFF LEAVES AND ABSENCES
The Board believes that the provision of leaves for employees helps to attract and retain persons who will maintain their physical health and have a feeling of security.
The Board believes this can best be accomplished in the following ways:
1.
Encourage employees to take the necessary time to recuperate from illness.
2.
Provide employees with income in the event of illness or accident.
3.
Provide a way for employees to arrange for absence in the event of an emergency.
4.
Cooperate with employees in arranging time for the performance of certain obligations or for other personal purposes that can be accomplished only during school time.
Salary deductions will be made for all absences which are not covered by the various leave policies.
Adopted:
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GDBDA
Critical
SUPPORT STAFF LEAVES AND ABSENCES
Consistent staffing is important to the learning environment and district operation and therefore is an essential duty of all employees.
When an employee is routinely tardy, frequently absent or is absent for an extended period of time, the learning environment and district operations deteriorate and the students suffer.
Employees may be terminated for excessive absences or tardiness.
Unless authorized by the Board or superintendent, or otherwise authorized by law, and employee’s absence or tardiness is considered excessive if it:
·
Is for a reason not granted as paid or protected leave under Board policy.
·
Exceeds the number of days allotted by the Board for that particular leave.
·
Is for a reason authorized by Board policy but exceeds five (5) days a month, 20 days in a semester or 40 days per school year.
The employee’s salary will be docked if the absence or tardiness occurs for a reason not granted as paid leave under Board policy or if it exceeds the number of days the employee has been granted under a designated leave, even if the absence or tardiness is authorized by the Board or the superintendent.
No employee will be disciplined or terminated for absences qualifying for protection under the Family and Medical Leave Act (FMLA) or other applicable law (see Board policy GBBDA).
The district may require an employee to provide the district a doctor’s note or other verification of illness before the district applies sick leave or other applicable paid leave to the absence.
The district may require an employee to present a certification of fitness to return to work whenever the employee is absent from work due to the employee’s health.
The following leaves with pay will be provided to full-time support staff employees.
Part-time support staff employees will receive these leaves on a pro rata basis:
1.
Sick Leave
– Any support staff employees whose assignments call for twelve months full-time employment will be entitled to twelve (12) days of sick leave.
Support staff employees whose assignments call for eleven months full-time employment will be entitled to eleven (11) days of sick leave.
Support staff employees whose assignments call for ten months full-time employment will be entitled to ten (10) days of sick leave.
Support staff employees whose assignments call for full-time employment only during the regular school term will be entitled to eight (8) days of sick leave.
Unused sick leave will be cumulative to fifty (50) sick leave days.
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O
Non-certificated employees do not receive any portion of their accumulated sick leave when they leave the district or retire.
O
Non-certificated employees do not participate in the sick leave bank.
O
For bus drivers, cafeteria workers, teacher and clerical aides, only six (6) days of sick leave are granted each year, and sick leave is cumulative only to forty (40) days.
Absences may be charged against sick leave for the following reasons:
A.
Illness or injury of the employee. The Board reserves the right to require a physician's certification attesting to the illness or incapacity of the claimant and/or inclusive dates of the employee's incapacitation.
The FMLA health certification procedures apply to FMLA-qualifying absences, even if such absences are paid sick leave.
B.
Illness or injury to a member of the immediate family.
The Board defines “immediate family” to include spouse, children, parents, brother, sister, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandparent, grandchild, stepparent, stepchild, stepbrother, stepsister, aunt, uncle, niece, nephew, or any other person for whom the employee is legally responsible.
(Note:
“Family” for FMLA purposes is more limited.)
C.
Illness or injury of other relatives, with permission granted by the superintendent.
D.
A district employee may not use sick leave days during the period the employee receives Workers' Compensation for time lost to work-related incidents.
E.
Funeral of immediate family.
Staff members who are ill are encouraged to stay home to promote healing and reduce the risk of infecting others, especially during a pandemic or other significant health event.
In the event of a pandemic or other significant health event, schools may be closed to all staff and students or just students.
If schools are closed only to students, staff members are expected to work regular schedules or use appropriate leave.
Any support staff employee who is a member of a retirement system shall remain a member during any period of leave under sick leave provisions of the district or under Worker’s Compensation.
The employee shall also receive creditable service credit for such leave time if the employee makes contributions to the system equal to the amount of contributions that he or she would have made had he or she been on active service status.
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2.
Personal Leave
-- A maximum of two (2) days of personal leave will be available per school year.
Unused personal leave days will accumulate as sick leave days under the sick leave guidelines.
Absences may be charged against personal leave for the following reasons:
A.
Tax investigation
B.
Court appearances, unless applicable law requires no leave be charged to the
employee.
C.
Wedding, graduation, or funeral for a member of the immediate family.
The Board defines “immediate family” to include spouse, children, parents, brother, sister, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandparent, grandchild, stepparent, stepchild, stepbrother, stepsister, aunt, uncle, niece, nephew, or any other person for whom the employee is legally responsible.
(Note:
“Family” for FMLA purposes is more limited.)
D.
Observance of a religious holiday.
D.
Conducting personal business of such a nature that it cannot be performed on a
Saturday, Sunday, or before or after school hours, including parent-teacher conferences.
E.
Leave under the FMLA.
F.
Leave connected with duty as a volunteer firefighter, member of Missouir-1 Disaster Medical Assistance Team, Missouri Task Force One, Urban Search and Rescue Team or activation by the Federal Emergency Management Agency (FEMA) in times of national disaster.
G.
Leave for other purposes as approved by the superintendent.
Whenever possible, it is expected that requests for leave will be made in writing to the designated administrator at least 48 hours in advance of the time leave is requested.
However, 30 days’ notice is required by law if the leave qualifies as FMLA leave and such notice is practical.
The administrator will respond promptly to the employee's written request.
The following stipulations will pertain to personal days:
1.
No personal days will be allowed the day before or after a holiday or school break.
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2.
No personal days will be allowed during the first five days and last five days of the school year.
A district employee may not use personal leave days during the period the employee receives Workers’ Compensation for time lost to work-related incidents.
3.
Vacation
– All support staff employed on a 12-month basis will receive vacation per year.
An employee must submit a written request for vacation to his or her supervisor and receive written authorization before taking vacation days.
If the employee’s absence may disrupt district operations, the supervisor has the discretion to deny a request for vacation or to limit the time of year the employee may take his or her vacation.
The following schedule for vacation time applies.
July 1 will be used as the determination date for service completed.
3 months or less
No vacation
3 months – 11 months
Prorated portion of 1 week annually
11 months – 12 months
1 week annually
1 year – 10 years
2 weeks annually
Over 10 years
3 weeks annually
A district employee may not use vacation days during the period the employee receives Workers’ Compensation for time lost to work-related incidents.
4.
Bereavement Leave
-
When a death occurs in an employees immediate family, employees may take up to five (5) days off with pay to attend the funeral or make funeral arrangements.
The district may require verification of the need for the leave.
The Board defines "immediate family" to include spouse, parents, children, children's spouses, grandparents, grandchildren and siblings of an employee or employee's spouse, and any other family member residing with the employee.
After the exhaustion of the five (5) days of bereavement leave, the employee may use personal leave.
Unless otherwise provided, the following leaves will be provided to full-time and part-time support staff employees.
1.
Holidays
– The school calendar, as adopted by the Board, establishes the school recess periods and holidays for support staff members employed on a school-year basis.
The official school holidays for twelve-month employees are as follows:
1.
New Years Day
2.
Memorial Day (If school is in session due to make-up days, another day will be substituted.)
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3.
July 4
th
4.
Labor Day
5.
Thanksgiving Day
6.
Christmas Day
2.
Professional Leave
– Employees may be granted professional leave to attend classes or conferences, meet with mentors or participate in other approved professional growth activities.
Professional leave must be approved by the immediate supervisor, arranged well in advance and is not considered personal leave.
3.
Military Leave
- The Board shall grant military leave as required by law.
4.
Election Leave
– Any employee who is appointed as an election judge pursuant to state law may be absent on any election day for the period of time required by the election authority.
The employee must notify the district at least seven (7) days prior to any election in which the employee will serve as an election judge.
No employee will be terminated, disciplined, threatened or otherwise subjected to adverse action based on the employee’s service as an election judge.
5.
Leave to Vote
– Employees who do not have three (3) successive hours free from work while the polls are open will be granted a leave period of up to three (3) hours to permit employees three (3) successive hours while the polls are open for the purpose of voting.
Requests for such leave must be made prior to election day, and the employee’s supervisors will designate when during the workday the leave should be taken.
Any employee who properly requests leave to vote and uses the leave for that purpose will not be subjected to discipline, termination or loss of wages or salary.
6.
Jury Duty Leave
-- An employee will be granted paid leave for time spent responding to a summons for jury duty, time spent participating in the jury selection process or time spent actually serving on a jury.
An employee will not be terminated, disciplined, threatened or otherwise subjected to adverse action because of the employee’s receipt of or response to a jury summons.
7.
Leave for Court Subpoena
- If the subpoena is directly related to the employee's school duties, the employee will be released for court appearance without loss of leave.
Other court appearances will be deducted from personal leave.
8.
Firefighter Leave
- Employees will be allowed to use personal, vacation and/or unpaid leave for any time taken to respond to an emergency in the course of performing duties as a volunteer firefighter.
For the purposes of this section, "volunteer firefighter" includes members of Missouri-1 Disaster Medical Assistance Team, Missouri Task Force One,
Urban Search and Rescue Team or those activated by FEMA in times of national disaster.
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Employees covered under this section shall not be terminated from employment for joining a volunteer fire department or for being absent from or late to work in order to respond to an emergency.
Employees shall make every reasonable effort to notify the principal or supervisor if the employee may be absent from or late to work under this section.
Employees are required to provide their supervisors with a written statement from the supervisor or acting supervisor of the volunteer fire department stating that the employee responded to an emergency along with the time and date of the emergency.
9.
Crime Victim Leave
- Any employee who is a crime victim, who witnesses a crime or who has an immediate family member who is a crime victim will not be required to use vacation, personal or sick leave in order to honor a subpoena to testify in a criminal proceeding, attend a criminal proceeding or participate in the preparation of the criminal proceeding.
Pregnancy, Childbirth, And Adoption Leave
This section creates no rights extending beyond the contracted period of employment.
FMLA certification and recertification procedures apply to FMLA-eligible employees.
An employee must notify the district of the need for and anticipated duration of the leave at least 30 days before leave is to begin, if foreseeable.
If 30 day’s notice is not practical, the employee must give as much notice as possible.
A pregnant employee shall continue in the performance of her duties as long as she is able to do so and as long as her ability to perform her duties is not impaired, based on medical opinion.
Employees eligible for FMLA leave for the birth, first-year care, adoption or foster care of a child will have such leave applied in accordance with the FMLA.
The employee may apply all accrued paid leave to such absences.
Employees who are ineligible for FMLA leave may take up to six (6) weeks of leave for the birth, first-year care, adoption or foster care of a child and may use any combination of accrued sick leave, personal leave, vacation leave or unpaid leave.
Pregnant employees who need more than six (6) weeks of paid or unpaid leave for a pregnancy-related incapacity must provide certification of the medical necessity for such leave.
Note:
The reader is encouraged to review administrative procedures and/or forms for related information in support of this policy area.
Adopted:
December 15, 1994/Revised December 21, 1995/Revised February 20, 1997/
Revised September 24, 1998/Revised March 18, 1999/Revised May 16, 2000/
Revised May 16, 2001/Revised October 18, 2001/Revised July 17, 2003/
Revised December 17, 2003/Revised February 16, 2005/Revised May 15, 2008/
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GDBDA
Critical
March 19, 2009
Cross Refs:
DLB, Salary Deductions
GDBC, Support Staff Fringe Benefits
Legal Refs:
§
105.270 - .271, 115.639, 168.122, 169.595, 320.200, .330 - .339, 494.460, 595.036, .209, RSMo.
Fair Labor Standards Act, 29 U.S.C.
'
'
201-219
Family and Medical Leave Act of 1993, 29 U.S.C.
'
'
2611-2619
Title VII of the Civil Rights Act of 1964 as amended by the Pregnancy Discrimination Act, 42 U.S.C.
'
2000e(k)
29 C.F.R.
'
1604.10
Willis v. School Dist. of Kansas City
, 606 S.W.2d 189 (Mo. Ct. App. 1980)
Stewart v. Board of Educ. of Ritenour
, 574 S.W.2d 471 (Mo. Ct. App. 1978)
Aubuchon v. Gasconade County R?1 Sch. Dist.
, 541 S.W.2d 322 (Mo. Ct. App. 1976)
MSBA - 4/22/93
Copyright 1990 by the Missouri School Boards Association
Strafford R-VI School District, Strafford, Missouri
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GDBDB
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Adopted:
Legal Refs:
§ 41.730.3, RSMo.
Veterans Re-employment Rights Act,
38 U.S.C. § 2021 - 2024.
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GDC
Critical
SUPPORT STAFF RECRUITING AND HIRING
To provide a positive educational environment for students, the district must employ quality staff members.
It is the responsibility of the superintendent or designee to determine the support staff personnel needs of the school district and to locate suitable support staff candidates.
The superintendent will make recommendations for employment of support staff members for the Board's approval.
The Board will employ personnel in accordance with law.
The district's hiring procedures will comply with all federal and state laws, including laws prohibiting discrimination.
The
Strafford R-VI School District
is an equal opportunity employer and hires only citizens of the United States and persons who are legally authorized to work in the United States.
The
Strafford R-VI School District
will enroll and actively participate in a federal work authorization program in accordance with law.
Recruiting
Efforts will be made to recruit the best-qualified candidate for the position.
New or vacant positions will be posted for at least five (5) business days in the district's buildings and publicized externally by other means as determined appropriate by the superintendent or designee.
However, if the superintendent or designee determines that it would be detrimental to wait five (5) business days or that a longer period is necessary, the position will be advertised for as many days as is appropriate.
Further, if the same or similar position was recently advertised, the superintendent or designee may utilize applications previously received without re-advertising the position.
A position is not considered vacant if the Board, superintendent or designee assigns an existing employee to the position.
Recruitment procedures will not overlook the talents and potential of individuals already employed by the school district.
Any current, qualified employee meeting the stated requirements may apply for positions in the district.
All requests for information concerning vacancies in the district shall be directed to the superintendent or designee.
Persons interested in positions in the district must complete a formal application and provide all necessary information requested by the superintendent or designee.
The superintendent or designee shall conduct interviews, review references and obtain other information as deemed necessary.
The superintendent or designee will conduct background checks on employees and applicants for employment in accordance with law and Board policy.
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GDC-C.1G (12/08)
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GDC
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Hiring
A position will be filled by the Board of Education only after receiving the recommendation of the superintendent or designee.
All candidates will be selected on the basis of qualifications, training, experience and ability to fulfill the requirements of the position.
A spouse of a Board member will only be hired to fill any vacant or new position if the position has been advertised in accordance with this policy and if the superintendent has submitted a written recommendation supporting the employment of the spouse.
If the spouse of a Board member is hired, the names of all applicants for that position as well as the name of the individual hired will be included in the appropriate Board minutes.
The district will not accept an application of employment from a Board member, consider a Board member for employment or decide to employ a Board member while the member remains on the
Strafford R-VI School District
Board of Education.
Board members who wish to apply for employment in the district must first resign from the Board.
In accordance with law, the district will hire individuals receiving retirement benefits from the Missouri Public Education Employee Retirement System to work full time only if the district has determined that it has a shortage of noncertificated employees.
The district may only hire retired employees under this program if it has:
1.
Made a good-faith effort to fill positions with candidates who have not retired.
2.
Not offered early retirement incentives for either of the previous two (2) years.
3.
Posted the vacancy for at least one (1) month and solicited applications through local newspapers or other media.
4.
Determined that there is an insufficient number of eligible applicants.
5.
Declared a critical shortage of noncertificated employees that is active for one (1) year.
The total number of retired noncertificated employees hired under this section cannot exceed at any one (1) time the lesser of ten (10) percent of the total noncertificated staff in the district or five (5) noncertificated employees.
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GDC-C.1G (12/08)
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Adopted:
February 16, 2005
Revised:
November 16, 2005/March 19, 2009
Cross Refs:
AC, Prohibition Against Illegal Discrimination and Harassment
BBFA, Board Member Conflict of Interest and Financial Disclosure
DD, Grants
MSIP Refs:
8.4
Legal Refs:
'
'
162.261, .301, 168.133, 213.010, .055, .070, 285.530, 290.400, .410, RSMo.
Immigration Reform and Control Act of 1986, 8 U.S.C.
'
1324a
Title IX of the Education Amendments of 1972, 20 U.S.C.
'
1681
Equal Pay Act, 29 U.S.C.
'
206(d)
Age Discrimination in Employment Act, 29 U.S.C.
'
'
621 - 634
The Rehabilitation Act of 1973, Section 504, 29 U.S.C.
'
794
Family and Medical Leave Act, 29 U.S.C.
'
2615
Title VI of the Civil Rights Act of 1964, 42 U.S.C.
'
'
2000d - 2000d-7
Title VII of the Civil Rights Act of 1964, 42 U.S.C.
'
'
2000e - 2000e-17
Age Discrimination Act of 1975, 42 U.S.C.
'
'
6101 - 6107
Americans with Disabilities Act, 42 U.S.C.
'
'
12101 - 12213
Strafford R-VI School District, Strafford, Missouri
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GDC-C.1G (12/08)
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GDE
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PART-TIME AND SUBSTITUTE SUPPORT STAFF EMPOYMENT
The superintendent is authorized to appoint temporary extra help as may be needed for additional work loads in the cafeteria, janitorial services, and clerical help for special needs in the operation of the schools.
Adopted:
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GDI
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SUPPORT STAFF ASSIGNMENTS AND TRANSFERS
The district recognizes that
Definitions
Assignment
-- Placement in a particular position or building by the district.
Transfer
-- Re
Assignments
The Board directs the superintendent to assess the staffing needs of the district annually and to
Transfers
Support staff may request a transfer to a different position or building by submitting the appropriate form to the superintendent or designee.
Transfer requests for the following school year must be submitted on or before March 1.
Transfers in the middle of the year are discouraged and will be considered only in extraordinary circumstances.
Support staff requesting a transfer in the middle of the year must submit the appropriate form and discuss the request with both the employee’s immediate supervisor and the superintendent or designee.
Although the superintendent will take the employee’s expressed preference into consideration, the ultimate decision must be based on the district’s needs.
* * * * * * *
Note:
The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or forms for related information in support of this policy area.
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GDI-C.1A (05/05)
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GDI
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Adopted:
Revised:
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For Office Use Only:
GDI-C.1A (05/05)
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GDJ
Basic
SUPPORT STAFF TIME SCHEDULES
Daily time schedules for members of the support staff will be established by the superintendent in cooperation with building administrators and other supervisors.
Work calendars will be developed annually by the administrative staff and approved by the Board for all categories of support staff employees.
Each employee will be provided with an appropriate work calendar prior to the beginning of the new school year.
The work calendar may be modified during the course of the year, as required by weather conditions and other unexpected events.
Adopted:
Cross Refs:
EBCD, Emergency Closings
IC/ICA, School Year/School Calendar
ID, School Day
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GDK
Basic
SUPPORT STAFF WORK LOAD
Work load
Adopted:
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GDL
Basic
SUPPORT STAFF DEVELOPMENT OPPORTUNITIES
Noninstructional employees are integral parts of the district's total staff.
Training and development opportunities for those employees are essential to the efficient and economical operation of the schools.
Therefore, all noninstructional employees shall be encouraged to grow in job skills and to take additional training that will improve skills on the job.
It shall be the responsibility of all building principals to assist to the maximum degree in the training of custodians, clerks, and other noninstructional employees
Absences to attend meetings, conventions, conferences, or workshops of local, state or national associations which serve to advance the welfare of the district through the upgrading and strengthening of noninstructional service may be granted by the superintendent of schools without loss of pay to the employees.
Adopted:
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GDM
Basic
SUPERVISION OF SUPPORT STAFF
All support staff personnel employed by the school district shall be
Adopted:
Cross Refs:
GBL, Personnel Records
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GDN
Basic
EVALUATION OF SUPPORT STAFF
The development of a strong, competent support staff and the maintenance of high morale among the staff are major objectives of the Board of Education.
The selection of qualified employees to fill vacancies, the determination of
All supervisors and/or principals will complete a written evaluation on all support staff under their supervision.
All support staff employees will be evaluated at least once during their first year of employment and then at least once every year thereafter.
The supervisors and/or principals will evaluate the performance of employees under their supervision in the following areas:
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Job knowledge
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Quality of work
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Quantity of work
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Dependability
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Cooperation
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Other areas as appropriate for the specific job
This evaluation will be used to increase job proficiency, and also to determine eligibility for re-employment.
All employees will be given an explanation of duties and responsibilities, and will be provided guidance by their immediate supervisors in performing them satisfactorily.
In addition, supervisors have the responsibility to inform each employee under their supervision in advance of the criteria to be used in the evaluative process.
Supervisors and/or principals should justify any recommended salary increases on the basis of performance in the above-named evaluative areas.
Adopted:
MSBA - 5/95
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GDN-R
EVALUATION OF SUPPORT STAFF
To bring a desirable degree of consistency and uniformity to the evaluative process of support staff members, the following procedures will be observed:
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All new employees will receive a formal evaluation at the end of the first three months of employment.
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All support staff employees will be evaluated at least once annually by an immediate supervisor, principal and/or director.
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All evaluative reports shall be in writing, and a copy shall be given to the employee within ten days of the evaluation.
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An official copy of each evaluative report shall be filed with the superintendent.
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The official results of the employee evaluation will become a part of the employee's personnel record, and may be used in making decisions concerning continued employment status and
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GDPA
Basic
REDUCTION IN SUPPORT STAFF WORK FORCE
Adopted:
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GDPB
Basic
RESIGNATION OF SUPPORT STAFF MEMBERS
(Employees Not Under Contract
)
Any support staff member who desires to resign must submit a written letter of resignation to his or her immediate supervisor.
The letter should specify when the resignation is to be effective and should be submitted at least two (2) weeks prior to the effective date.
A resignation is final upon submission and cannot be withdrawn unless authorized by the supervisor to whom it was submitted.
The resignation need not be approved by the Board.
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Note:
The reader is encouraged to review administrative procedures and/or forms for related
information in support of this policy area.
Adopted:
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GDPC
Critical
RETIREMENT OF SUPPORT STAFF MEMBERS
Noncertificated support staff members are participants in the Public Education Employee Retirement System (PEERS) of the State of
Persons engaged by the district as independent contractors, including consultants, are not by virtue of such engagement considered employees of the district for purposes of membership or contribution to the Public School Retirement System or PEERS.
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Note:
The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or forms for related information.
Adopted:
Revised:
Legal Refs:
§§ 169.590, .600 - .712, RSMo.
Age Discrimination in Employment Act, 29 U.S.C. §§ 621- 634
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GDPC-C.1G (3/00)
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GDPD
Critical
NONRENEWAL, SUSPENSION AND TERMINATION OF SUPPORT
STAFF MEMBERS
Employees without Contracts
The superintendent may terminate or suspend with or without pay support staff members who are not under contract.
The superintendent shall report any such termination or suspension to the Board of Education.
The superintendent's decision will stand approved unless reversed by the Board.
Although support staff employees not employed under contract have no contractual right to continued employment from one academic term or year to the next, such employees may reasonably expect continued employment until notified otherwise.
Any employee who strip searches a student in violation of state law will be immediately suspended without pay as required by law and may be terminated.
Employees with Contracts
Nonrenewal
Unless otherwise required by law, the district may nonrenew the contracts of support staff by notifying the employee prior to entering into a new contract with the employee that his or her contract will not be renewed.
Suspension with Pay
Support staff members under contract may be suspended by the superintendent with pay for violation of Board policies, state law, for any other good cause or to investigate allegations of misconduct.
The employee will be notified of the basis for the suspension and given an opportunity to discuss or rebut the charges.
Suspensions with pay will stand approved unless reversed by the Board.
Suspension without Pay
Support staff members employed under contract may be suspended without pay by the superintendent during the term of such contract for violation of the policies of the Board of Education, for violation of state law, or for any other good cause. Prior to the suspension, the employee shall be notified of the charges, given an opportunity to discuss the charges and informed of the opportunity to appeal the suspension to the Board of Education. In general, pay will not be withheld until the Board renders its decision, unless an appeal has been waived. If the employee appeals, the employee may still be suspended with pay in accordance with Board policy pending the appeal.
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GDPD-C.1F (12/04)
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GDPD
Critical
Any employee who strip searches a student in violation of state law will be immediately suspended without pay and may be terminated.
Prior to suspension without pay, the staff member shall be notified of the charges, given an opportunity to discuss the charges and informed of the opportunity to appeal the suspension to the Board of Education. If the Board reverses the suspension, the employee will be reimbursed for any pay withheld.
Depending on the length and nature of the suspension, the employee may receive additional due process as required by law.
Termination
Support staff members employed under contract may be terminated during the term of such contract for violation of Board policies, violation of state law, or for any other good cause.
Prior to the termination, the employee shall be notified in writing of the charges and the action to be taken, and shall be given an opportunity to discuss or rebut the charges.
Unless an employee's contract allows for termination for any reason at the end of a notice period, the employee may appeal the termination to the Board by filing a written notice of appeal with the superintendent within ten (10) days after receiving the notice of charges.
The employee will be suspended but will continue to be paid until the time for appeal has expired, and if an appeal is taken, until the Board renders its decision unless the law requires the suspension to be without pay.
If no appeal is taken, or if the Board terminates the employee after a hearing, the employee's pay will be docked retroactively for any period of suspension.
Termination Pursuant to Contract Terms
If an employee's contract allows for termination for any reason at the end of a notice period and such notice is given, the employee's contract rights shall expire in accordance with the contract.
Notice of termination from the superintendent shall be deemed to be notice from the Board of Education and shall be effective for such purpose when given, unless later reversed by the Board.
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Adopted:
Revised:
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GDPD-C.1F (12/04)
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GDPD
Critical
Cross Refs:
JFCF, Hazing and Bullying
JFG, Interrogations, Interviews and Searches
Legal Refs:
§ 167.166, RSMo.
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GDPD-C.1F (12/04)
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GDQA
NON-SCHOOL EMPLOYMENT BY SUPPORT STAFF MEMBERS
Non-certificated employees shall engage in no outside employment which by nature or duration will impair the effectiveness of their
Adopted:
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