49
DUNELAND SCHOOL CORPORATION EMPLOYEE HANDBOOK Revised: September 17, 2018
1
DUNELAND
SCHOOL
CORPORATION
EMPLOYEE HANDBOOK
Revised: September 17, 2018
2
Table of Contents
WELCOME FROM THE SUPERINTENDENT OF SCHOOLS 4
INTRODUCTION 5
ABOUT DUNELAND 5
EMPLOYMENT POLICIES 6
ANTI HARASSMENT 6
ASSIGNMENT & TRANSFER 6
TEACHER INVOLUNTARY TRANSFERS 7
BACKGROUND CHECKS & MANDATORY REPORTING OF CONVICTIONS &
ARRESTS 7
PROHIBITION AGAINST DISABILITY DISCRIMINATION IN EMPLOYMENT 8
DSC COMPLIANCE OFFICER 9
DRUG-FREE WORKPLACE (ALCOHOL AND DRUGS) 9
DRUG AND ALCOHOL TESTING OF CDL LICENSE HOLDERS 9
TEACHER GUIDELINES 10
EMPLOYMENT OF CLASSIFIED EMPLOYEES 12
PERSONNEL RECORDS 12
PHYSICAL EXAMINATION 12
STUDENT SUPERVISION AND WELFARE 13
CLASSIFICATIONS OF EMPLOYMENT 14
TEACHER VACANCY POSTING & FILLING 14
TEACHER CONTRACTS & CONTRACT PERIOD 16
PAY PROCEDURES 16
OVERTIME 17
WAGES SPECIAL CONDITIONS 17
SEVERANCE PAY/DEATH BENEFIT 17
ATTENDANCE & PUNCTUALITY 17
TIMECLOCK 18
TEACHER WORKDAYS 18
CANCELLATION/DELAY OF SCHOOL DAY 19
CONFIDENTIALITY 20
DRESS CODE/PROFESSIONALISM 20
ELECTRONIC COMMUNICATIONS 20
JOB DESCRIPTIONS 22
OUTSIDE EMPLOYMENT 22
PERFORMANCE EVALUATIONS 22
TEACHER SUPPORT & EVALUATION 22
PROGRESSIVE DISCIPLINE PROCEDURES 23
RESIGNATION/TERMINATION OF EMPLOYMENT 24
EXIT INTERVIEW 24
SAFETY 24
ACCIDENT REPORTS & WORKER COMPENSATION 24
SOLICITATION 25
EMPLOYEE GIFTS 25
THREATENING &/OR INTIMIDATING BEHAVIOR TOWARD EMPLOYEES 26
TOBACCO FREE CAMPUS 26
VISITORS AND PERSONAL COMMUNICATION IN THE WORKPLACE 26
WEAPONS IN THE WORKPLACE 26
3
WHISTLEBLOWERS, REQUIRED REPORTS AND PROTECTION OF 27
WORKPLACE SEARCHES 28
WORKPLACE VIOLENCE 29
PERSONAL PROPERTY OF EMPLOYEES 30
USE OF CORPORATION PROPERTY 30
JOB RELATED EXPENSES 30
BENEFITS 31
EMPLOYEE BENEFIT PROGRAMS 31
INSURANCE GUIDELINES 31
GENERAL LEAVE INFORMATION 32
BEREAVEMENT LEAVE 32
FAMILY MEDICAL LEAVE ACT (FMLA) 33
HOLIDAYS 35
JURY DUTY/COURT APPEARANCE 35
MILITARY SERVICE 35
SICK LEAVE CLASSIFIED 36
SICK LEAVE BANK CLASSIFIED 36
SICK LEAVE CERTIFIED 39
SICK LEAVE BANK CERTIFIED 39
PERSONAL LEAVE DAYS CLASSIFIED 40
PERSONAL LEAVE DAYS CERTIFIED 41
UNREQUESTED LEAVES OF ABSENCE 41
VACATION CLASSIFIED 42
VOLUNTEER FIREFIGHTERS 43
ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK 45
APPENDIX A – CLASSIFIED EMPLOYEE EMPLOYMENT DESIGNATIONS 47
4
WELCOME FROM DR. GINGER BOLINGER, SUPERINTENDENT OF SCHOOLS
Welcome to Duneland School Corporation. You are joining an excellent team of individuals who love children, support each other, and engage in our community. This employee handbook is your guide to help you become a successful team member. Please familiarize yourself with the expectations, policies, and procedures so that you may enjoy your work and prosper in our school corporation. This handbook does not include all of the provisions and conditions of employment that may be required for an outstanding employer and employee relationship. If you have questions or concerns about this handbook or any aspect of you job, please contact your immediate supervisor/building administrator. Our goal is to help you be a productive and successful employee. In the state of Indiana, both the employer and the employee may terminate the employment relationship at any time for any reason. Therefore, this handbook is not a contract of employment and we may amend or change these guidelines and work rules as necessary. Thank you for your willingness to join our team and work in a positive, productive, and professional manner. Sincerely,
Dr. Ginger Bolinger Superintendent of Schools
5
INTRODUCTION
ABOUT DUNELAND
Duneland School Corporation (DSC) is located in Northwest Indiana and serves over 5800
students from a 92 square-mile area including Westchester, Jackson, Liberty and parts of Pine
Townships, all located in Porter County. The DSC consists of five elementary schools (grades
K-4), two intermediate schools (grades 5-6), a middle school (grades 7-8) and a high school
(grades 9-12). Each school has a hot lunch program and bus service is provided to all students
living outside of walking boundaries.
In partnership with parents and community, the DSC is committed to the maintenance of a
program that responds to the individual needs of the children of our community. DSC employs
nearly 330 professional staff, counselors, administrators and specialists, in addition to
specialists assigned by the Porter County Education Services Interlocal. A support staff of over
400 provides instructional assistance, transportation, supervision, secretarial, maintenance,
cafeteria and custodial services throughout the DSC. Parent volunteers, parent organizations and
advisory groups are active at each school level and provide a viable link for home, school and
community. A special communication system is available to send out automated messages to
all parents in a matter of minutes via voice or email. This system enables the DSC
administration and employees to communicate general and emergency information quickly and
efficiently with parents.
Several Duneland Schools have been recognized by both the national and state departments of
education for academic excellence. In 2008, the DSC received district accreditation in
recognition of leadership and school improvement by AdvancEd and NCA. DSC students
continue to receive state and national honors in mathematics, art, business, music,
communications, media, science, speech, debate, world language, social studies and athletics.
Individual student progress is monitored continuously and shared with parents during individual
grade reporting periods and special conferences. Skyward Parent Access is now available online
for parents to monitor their student’s school progress at any time. A battery of achievement,
aptitude and diagnostic tests designed to assess individual student progress and needs is
administered to various grade-level students throughout the school year.
Disclaimer
This employee handbook represents the personnel policies and practices of the DSC and where
applicable are based on policies approved by the DSC. The DSC retains the absolute right to
modify or alter these policies based upon professional and business concerns we consider in the
best interests of all involved, including administration and employees.
These policies are only guidelines and do not represent an employment contract and should not
be treated as such. They are designed to enhance DSC operations and may be changed with or
without notice although we will endeavor to keep you abreast of any necessary changes.
No member of the administration has the authority to bind the DSC to any of the terms or
provisions of this handbook.
The DSC will make every effort to provide secure employment and rewarding careers to its
employees. However, the DSC makes no guarantee of length of employment or advancement.
6
Further, we expect both length and any advancement in employment will be impacted by your
adherence to the standards of performance and conduct contained in this handbook.
EMPLOYMENT POLICIES
DSC Policies and Administrative Guidelines can be accessed on the DSC website under
Administration, Policies and Procedures.
ANTI HARASSMENT
General Policy Statement
It is the policy of the DSC to maintain an education and work environment which is free from
all forms of unlawful harassment, including sexual harassment. This commitment applies to all
DSC operations, programs, and activities. All students, administrators, employees, and all other
school personnel share responsibility for avoiding, discouraging, and reporting any form of
unlawful harassment. This policy applies to unlawful conduct occurring on school property, or
at another location if such conduct occurs during an activity sponsored by the DSC.
The DSC will vigorously enforce its prohibition against harassment based on sex, race, color,
national origin, religion, disability, genetic information, or any other unlawful basis, and
encourages those within the DSC community as well as third parties who feel aggrieved to seek
assistance to rectify any problems. The DSC will investigate all allegations of harassment and in
those cases where unlawful harassment is substantiated; the DSC will take immediate steps to
end the harassment. Individuals who are found to have engaged in unlawful harassment will be
subject to appropriate disciplinary action.
Reports and Complaints of Harassing Conduct
Members of the DSC community and third parties are encouraged to promptly report incidents
of harassing conduct to an administrator, supervisor or other DSC officials so that it may be
addressed before it becomes severe, pervasive, or persistent. Members of the DSC community
or third parties who believe they have been unlawfully harassed by another member of the DSC
community or a third party are encouraged to utilize the DSC’s complaint process. Initiating a
complaint, whether formally or informally, will not adversely affect the complaining
individual's employment or participation in educational or extra-curricular programs.
Individuals should make every effort to file a complaint as soon as possible after the conduct
occurs while the facts are known and potential witnesses are available. Contact the Assistant
Superintendent for Operations and Human Resources.
Privacy/Confidentiality
The DSC will respect the privacy of the complainant, the individual(s) against whom the
complaint is filed, and the witnesses as much as possible, consistent with the DSC’s legal
obligations to investigate, to take appropriate action, and to conform to any discovery or
disclosure obligations. All records generated under the terms of this policy and its related
administrative guidelines shall be maintained as confidential to the extent permitted by law.
ASSIGNMENT & TRANSFER
The DSC believes that the careful placement of all employees within the DSC is vital to the
utilization of qualified and competent employees for the successful functioning of the DSC.
Employee assignments and duties are made and directed at the discretion of the administration.
7
Employees who are interested in moving to a new position should express interest at the time
the position is posted and/or they are notified of a vacancy.
TEACHER INVOLUNTARY TRANSFERS
Reassignment within Buildings
The administrator will make the determination as to which employee will be involuntarily
reassigned based on the administrator's and/or designee’s assessment of the overall educational
needs of the building as well as the DSC.
Transfer between Buildings
Before the superintendent determines it is necessary to involuntarily transfer an employee from
one teaching position to another position that needs to be filled the position will have first been
posted under the "Vacancy Posting and Filling" and will not have been filled by that process.
Whenever, thereafter, the superintendent determines that it is necessary to involuntarily
transfer an employee, the superintendent will make the determination as to which teacher will
be involuntarily transferred based on the superintendent's assessment of the overall educational
needs of the DSC.
BACKGROUND CHECKS AND MANDATORY REPORTING OF CONVICTIONS &
ARRESTS
To protect students and all employees, the DSC requires an inquiry into the personal
background of each applicant the Superintendent recommends for employment as a member of
the DSC. Such an inquiry shall also be made for substitutes.
The procedures for obtaining the personal background information may include the following:
A. local, state, and national criminal history records check
B. sex-offender registry check
C. inquiry with each former employer
D. explanations of any employment gaps to ensure the candidate has not omitted an
employer where an offense occurred
E. verification of the applicant’s eligibility to work using the E-Verify database
maintained by the Federal government as required by I.C. 12-32-1
Each applicant shall certify under penalty of perjury his/her eligibility to be employed by the
DSC as a United States citizen or a qualified alien. The DSC may deny employment to an
applicant who is convicted of an offense for which the applicant’s license for the position may
be revoked or suspended by State law.
Should it be necessary to employ a person in order to maintain continuity of the program prior
to receipt of the report, the Superintendent may provide for a substitute or employ the applicant
as a substitute.
The procedures shall ensure that information and records obtained from pre-employment
inquiries under this policy are confidential and shall not be released except to a school
employee authorized by the Superintendent.
Any costs associated with obtaining the criminal history record are to be borne by the applicant.
During the course of his/her employment with the DSC, all employees shall be required to
report his/her arrest or the filing of criminal charges against the employee; and conviction of
criminal charges to the Superintendent within two (2) business days of the occurrence. The
8
Superintendent shall obtain a review of each reported conviction and shall recommend
appropriate action to the DSC considering the risk to members of the school community
presented by the continued employment of the convicted employee. House Enrolled Act 1079,
effective July 1, 2017, requires all school employees to complete an expanded criminal
background check every five years. The cost is the responsibility of the employee.
PROHIBITION AGAINST DISABILITY DISCRIMINATION IN EMPLOYMENT
The DSC prohibits discrimination against any employee or applicant based upon his/her
disability. As such, the DSC will not engage in employment practices or adopt policies that
discriminate on the basis of disability, or otherwise discriminate against qualified individuals
with disabilities in regard to job application procedures, the hiring, advancement or discharge of
employees, employee compensation, job training, or other terms, conditions and privileges of
employment. Additionally, the DSC will not participate in any contractual or other relationships
that have the effect of subjecting qualified individuals with disabilities who are applicants or
employees to discrimination on the basis of disability.
"An individual with a disability" means a person who has, had a record of, or is regarded as
having, a physical or mental impairment that substantially limits one or more major life
activities. Major life activities are functions such as caring for one's self, performing manual
tasks, walking, seeing, hearing, eating, sleeping, standing, lifting, bending, speaking, breathing,
learning, reading, concentrating, thinking, communicating, sitting, reaching, interacting with
others, and working. Major life activities also include the operation of a major bodily function,
including, but not limited to, functions of the immune system, special sense organs and skin,
normal cell growth, and digestive, genitourinary, bowel, bladder, neurological, brain,
respiratory, circulatory, endocrine, hemic, lymphatic, musculoskeletal and reproductive
functions. The operation of a major bodily function includes the operation of an individual
organ within a body system.
An impairment that is episodic in nature or in remission is considered a disability if it would
substantially limit a major life activity when active.
The determination of whether an impairment substantially limits a major life activity must be
made without regard to the ameliorative effects of mitigating measures such as medication,
medical supplies, equipment or appliances, low-vision devices (defined as devices that magnify,
enhance, or otherwise augment a visual image, but not including ordinary eyeglasses or contact
lenses), prosthetics (including limbs and devices), hearing aid(s) and cochlear implant(s) or
other implantable hearing devices, mobility devices, oxygen therapy equipment or supplies, use
of assistive technology, reasonable accommodations or "auxiliary aides or services," learned
behavioral or adaptive neurological modifications, psychotherapy, behavioral therapy, or
physical therapy.
A qualified person with a disability means the individual satisfies the requisite skill, experience,
education and other job-related requirements of the employment position such individual holds
or desires and, with or without reasonable accommodation, can perform the essential functions
of the job in question.
The DSC will provide a reasonable accommodation to a qualified individual who has an actual
disability or who has a record of a disability, unless the accommodation would impose an undue
hardship on the operation of the DSC’s program and/or activities. A reasonable accommodation
is not required for an individual who is merely regarded as having a disability.
9
DSC COMPLIANCE OFFICER
The following person is designated as the DSC ADA Compliance Officer:
Assistant Superintendent for Operations & Human Resources
601 West Morgan Avenue
Chesterton, IN 46304
(219) 983-3600
The DSC Compliance Officer is responsible for coordinating the DSC’s efforts to comply with
and fulfill its responsibilities under Title II of the Americans with Disabilities Act, as amended
("ADA"). A copy of the ADA, including copies of their implementing regulations, may be
obtained from the DSC Compliance Officer. The DSC Compliance Officer will oversee the
investigation of any complaints of discrimination based on disability, which may be filed
pursuant to the DSC’s adopted internal complaint procedure, and will attempt to resolve such
complaints. The DSC will provide for the prompt and equitable resolution of complaints
alleging violations of the ADA.
Training
The DSC Compliance Officer will also oversee the training of employees in the DSC so that all
employees understand their rights and responsibilities under the ADA, and are informed of the
DSC’s policies, administrative guidelines and practices with respect to fully implementing and
complying with the requirements of the ADA.
DRUG-FREE WORKPLACE (ALCOHOL AND DRUGS)
The DSC believes that quality education is not possible in an environment affected by alcohol,
tobacco or drugs. It will seek, therefore, to establish and maintain an educational setting which
is not tainted by the use or evidence of use of any controlled substance.
The DSC prohibits the manufacture, possession, use, distribution, or dispensing of any
controlled substance, including alcohol, and any drug paraphernalia, by any member of the DSC
at any time while on DSC property or while involved in any DSC -related activity or event. Any
employee who violates this policy shall be subject to disciplinary action.
DRUG AND ALCOHOL TESTING OF CDL LICENSE HOLDERS
The DSC entrusts the safety of students being transported to and from school and school
activities on school busses to the drivers of those buses. Each school bus driver must be
mentally and physically alert at all times while on duty.
All school bus drivers/CDL license holders shall comply with DSC Policy 4122.01 on Drug
Free Workplace which prohibits the possession, use, sale, or distribution of alcohol and any
controlled substance on school property at all times. It is the policy of the DSC that all school
bus drivers/CDL license holders are to be free of any impairment from the use of alcohol or
controlled substances while on duty.
The drug and alcohol testing program requires each employee who is employed as a regular or
substitute bus driver or performs safety sensitive functions on school busses such as bus
mechanics, and contractors who drive school busses pursuant to a transportation contract, to be
subject to testing for the presence of alcohol in his/her system as well as for the presence of the
following:
10
A. amphetamines
B. cannabinoids
C. cocaine
D. hydrocodone
E.
F.
G.
H.
I.
J.
hydromorphone
MDA – analogues
opioids
oxycodone
oxymorphone
phencyclidine
Tests are to be conducted pursuant to this policy and Federal regulations:
A. prior to employment (for controlled substances only);
B. based upon reasonable suspicion;
C. upon an employee or contractor’s return to duty after
any alcohol or drug rehabilitation;
D. after an accident under circumstances described in
the Superintendent’s administrative guideline;
E. on a random basis; and
F. on a follow-up basis.
A driver who tests positive on a test described above shall be prohibited from driving a school
bus or performing a safety sensitive function on a school bus. The employee shall also be
subject to discipline, up to and including termination and a driver shall be prohibited from
driving on the same basis as if the driver was an employee of the DSC.
TEACHER GUIDELINES (for the purpose of this document the use of the word “teacher” is
representative of all certified employees that are subject to the Master Agreement)
1. Within ten (10) calendar days prior to the last payroll in October from which the
deduction would be made, for the first year of the membership, teachers may sign and
deliver to the DSC an assignment authorizing the deduction of membership dues of the
Association (including the National Education Association, the Indiana State Teachers
Association and the Political Action). The authorization for dues deduction will be
submitted by the Duneland Teachers Association in writing, by August 31 to take
effect for the upcoming school year. The DSC shall deduct such sum in twenty (20)
equal payments starting with the last pay date in October from the regular salary checks
of all teachers signing and delivering such assignment. The deductions shall be
remitted not less frequently than monthly to the appropriate organization. Upon
termination of a contract, the Business Office shall deduct all unpaid association dues
from the remaining paycheck(s) unless authorization for such dues deduction has been
withdrawn or there are insufficient funds.
2. As a professional employee, the DSC teacher will comply with the policies, rules and
regulations of the DSC in order to implement the optimum educational process. All
employees shall recognize their responsibility for their own professional growth and
11
take full advantage of the opportunities afforded them through planning, attending and
participating in in-service workshops and programs.
3. Teachers shall be employed on the basis of their professional qualifications and
certifications in accordance with the licensing standards as prescribed by the laws of
the State of Indiana and regulations of the Department of Education for the assignment
involved.
Teachers are employed by the DSC and are assigned by the
superintendent in the best interests of the total system, based on professional
qualifications. Teacher assignments within the school building are made by the
building principal who may request recommendations from department chairpersons
and/or level coordinators.
4. It is an employee’s responsibility to promptly notify the Human Resources Department
at the Duneland Administration Building of any of the following personal data
changes:
● Mailing address
● Physical address/location
● Home/message phone number
● Person and phone number to call in the event of an emergency
● Any official name change
● Marital status change (marriage, divorce or separation)
● Any change in dependent status (birth, marriage, death or change of legal
custody)
● Insurance beneficiary
● Military status
● Degree/Certification changes
● License Renewal
5. The accuracy of each employee’s personnel record is essential. The teacher's personnel
file will be maintained in the Administration offices under the following conditions:
a. All materials placed in the personnel files, except information gathered during
evaluation for employment, shall be available to the individual teacher.
b. Material which is derogatory in nature shall not be placed in a teacher's file
unless the teacher has had an opportunity to read the material. The teacher shall
acknowledge the reading of the material by signing the original. If the teacher
does not agree with the material, he or she shall respond to the material in
writing within ten (10) days. A copy of the response shall be placed in the file.
Any reply to the teacher's response by the supervisor/building administrator will
be shared with the teacher prior to in being placed in the teacher’s file. All
material placed in a teacher's file shall be accurate and timely.
12
EMPLOYMENT OF CLASSIFIED EMPLOYEES
The DSC recognizes that it is vital to the successful operation of the DSC that positions created
by the DSC be filled with qualified and competent employees. Through the Superintendent, the
DSC shall approve the employment and the term of employment for each classified employee
employed by this DSC. All classified employees not covered by the terms of a negotiated
agreement are "at-will" employees. Their employment can be terminated with or without cause
at any time. No other representative of the DSC has the authority to enter into any agreement for
employment for any specified period of time with a classified employee.
Any classified employee’s intentional misstatement of fact material to his/her qualifications for
employment or the determination of their compensation shall be considered grounds for
dismissal.
PERSONNEL RECORDS
Sufficient records are needed to ensure an employee's qualifications for the job held,
compliance with Federal, State, and local benefit programs, conformance with DSC rules, and
evidence of completed evaluations. Such records will be kept in compliance with the laws of the
State of Indiana.
A social security number contained in the records of the DSC (student or employee) may not be
disclosed or released by the DSC unless the record is specifically required by a State or a
Federal Statute or is ordered by a court under the rules of discovery.
A central personnel file shall be maintained for each employee, and subsidiary records shall be
maintained for ease in data gathering only. Only that information which pertains to the
professional role of the employee and submitted by duly authorized school administrative
personnel may be entered in the official file. A copying cost will be charged for each copy given
to the employee at his/her request at the rate determined by the DSC. Personnel records shall be
available to administrators in the performance of their responsibilities. The employee shall have
access to his/her file upon request. Personnel wishing to review their own records shall: request
access in writing; review the record in the presence of the administrator designated to maintain
said records or designee; make no alterations or additions to the record nor remove any material
from the file. Personnel wishing to appeal material in their record as to its accuracy,
completeness, relevance, or timeliness shall make a request in writing to the administrator
delegated to maintain the records and specify therein: name and date; material to be appealed;
and the reason for the appeal. The responsible administrator shall hear the appeal and make a
determination within ninety (90) days of the appeal in accordance with law.
PHYSICAL EXAMINATION
The DSC reserves the right to require a current employee or applicant for employment (after a
conditional offer of employment), to submit to a fitness for duty examination ("FFD exam") by
a qualified healthcare provider to determine the employee or applicant’s ability to meet the
qualification standards and perform the essential functions of the position an applicant is being
considered for or an employee is performing. The cost of a FFD exam shall be paid for by the
DSC. An employee shall be paid for the time required for the FFD exam and for travel at the per
mile rate established by the DSC. A candidate for employment shall not be eligible for mileage
reimbursement.
13
STUDENT SUPERVISION AND WELFARE
All employees shall maintain a standard of care for the supervision, control, and protection of
students commensurate with assigned duties and responsibilities and are expected to establish
and maintain professional staff/student boundaries that are consistent with their legal,
professional and ethical duty of care for students.
The administration shall maintain and enforce the following standards:
A. All employees shall report immediately to a supervisor/building administrator any
accident, safety hazard, or other potentially harmful condition or situation s/he detects.
B. All employees shall immediately report to a supervisor/building administrator any
knowledge of threats of violence by students to themselves or others.
C. All employees shall not send students on any personal errands.
D. All employees shall not associate or fraternize with students at any time in a manner
that may give the appearance of impropriety, including, but not limited to, the creation
or participation in any situation or activity that could be considered abusive or sexually
suggestive or involve harmful substances such as illegal drugs, alcohol or tobacco. Any
sexual or other inappropriate conduct with a student by any employee will subject the
offender to potential criminal prosecution and disciplinary action by the DSC up to and
including termination of employment.
E. All employees shall not transport students in a private vehicle without the approval of a
supervisor/building administrator.
F. All employees shall not require a student to perform work or services that may be
detrimental to his/her health.
G. If a student approaches an employee to seek advice or to ask questions regarding a
personal problem related to sexual behavior, substance abuse, mental or physical
health, and/or family relationships, etc., the employee may attempt to assist the student
by facilitating contact with certified or licensed individuals in the DSC or community
who specialize in the assessment, diagnosis, and treatment of the student’s stated
problem. However, under no circumstances should an employee attempt, unless
properly licensed and authorized to do so, to counsel, assess, diagnose, or treat the
student’s problem or behavior, nor should such employee inappropriately disclose
personally identifiable information concerning the student to third persons not
specifically authorized by law.
H. All employees shall not engage in electronic communication with students unless
directed to do so by their supervisor/building administrator.
I. All employees are prohibited from electronically transmitting any personally
identifiable image of a student(s) unless such transmission has been made as part of a
pre-approved curricular matter or co-curricular/extracurricular event or activity such as
a school-sponsored publication or production in accordance with Policy 5722.
Since most information concerning a child in school, other than directory information described
in Policy 8330, is confidential under Federal and State laws, any employee who shares
confidential information with another person not authorized to receive the information may be
subject to discipline and/or civil liability. This includes, but is not limited to, information
concerning assessments, grades, behavior, family background, alleged child abuse, and any
other record information. Pursuant to the laws of the State and DSC Policy 8462, each
14
employee shall report to the proper legal authorities, immediately, any sign of suspected child
abuse or neglect.
CLASSIFICATIONS OF EMPLOYMENT (See Appendix A)
The DSC employs several categories of classified employees as outlined below. All employees
are encouraged to carefully review the employee benefits provided by the DSC for their specific
category.
The categories include:
FULLTIME (12 Month) employees are those who are not in a temporary status and who are
regularly scheduled to work forty (40) hours per week.
FULLTIME (school year) employees who are eligible for benefits are those who are not in a
temporary status and who are regularly scheduled to work at least thirty (30) hours per week 9-
11 months out of the year.
PART TIME EMPLOYEES (school year) classified employees are scheduled to work less than
30 hours per week and their jobs primarily support students during the school year. PT
Employees are generally not eligible for DSC Benefits as described in the benefits section of the
handbook.
PART-TIME hourly employees are those who are regularly scheduled to work less than thirty
(30) hours per week and generally are not eligible for DSC Benefits as described in the benefits
section of the handbook.
EXEMPT EMPLOYEES are those who are exempt from the overtime provisions of the Fair
Labor Standards Act (“FLSA”). Exempt employees include executive, administrative, and
professional employees, who meet the definition as defined by the U. S. Department of Labor.
NON-EXEMPT EMPLOYEES are those employees who are eligible and must be paid for all
overtime worked as described in the OVERTIME section of this handbook.
CERTIFIED EMPLOYEES are those employees that are referred in this document as
“Teachers”.
The classification of exempt or non-exempt is determined in accordance with Fair Labor
Standards Act (FLSA) standards. Questions about exempt/non-exempt status should be directed
to your supervisor/building administrator and/or the Human Resources office.
TEMPORARY employees are employed either full or part-time for a designated period of time.
TEACHER VACANCY POSTING AND FILLING
Vacancies within Building
Before any vacancy becomes subject to posting and filling procedures, employees upon
written request to the building principal shall be considered for voluntary reassignment.
Vacancies to be Filled During School Year
Vacancies during the school year may be filled with current teachers or temporarily with new
15
teacher candidates. Such assignments shall be considered open at the end of the school year
and available for voluntary transfer consideration. Employees desiring to be considered for
reassignment shall submit a written request to the superintendent within the time limit
specified in the vacancy notice.
Vacancies for the Following School Year
1. No later than May 1, the superintendent shall post in all schools a list of teaching
vacancies which exists for the following school year. Employees desiring consideration
for a reassignment to a vacancy shall submit a written request to the superintendent
within the time frame specified in the posting.
2. If after May 1 and before the end of the school year additional vacancies occur, the
superintendent shall post vacancy notices in all schools. Employees desiring
consideration for any vacancy shall submit a written request to the superintendent within
the time limitation specified on the posting.
3. If after the end of the school year and before the ensuing school year a vacancy occurs,
the superintendent shall notify teachers who filed a written request for transfer.
Employees desiring consideration for transfer must respond in writing to the
superintendent according to the time limit indicated on the posting.
4. Upon a decision of a transfer request candidates will be notified of their transfer status.
Content of Posting and Duration
Vacancy notices will include: position, location, deadline for submission of written request,
and estimated starting date. Vacancy notices will be posted for a minimum of five (5)
consecutive days.
Filling of Vacancies
The superintendent will make the final certified employee assignment in the best interests of
the DSC.
Summer School Vacancies
The superintendent will distribute applications for summer school employment to all certified
employees. Summer school employees will be selected by the administration based on the
following criteria.
1. Teachers must be certified in the teaching area for which they are being considered.
2. Teachers must be free of any commitment that will prevent them from satisfactorily
fulfilling the duties and responsibilities expected and required for the summer school
session(s). Required training (e.g. Advanced Placement, IB, etc.) for teachers during
the time summer school is in session must be approved by the superintendent in
advance of the teacher’s assignment to teach summer school. Excessive absence by a
teacher will be grounds for elimination of consideration for future summer school
assignment.
16
3. Teachers who develop a summer school program that has been recommended by the
Duneland Curriculum Council and approved by the DSC shall have priority in teaching
the course at its inception.
When all factors are considered for summer school teachers hires are equal, priority will be
given to current Duneland teachers.
The Superintendent reserves the right to waive priorities in making assignments.
TEACHER CONTRACTS AND CONTRACT PERIOD
Contract
1. The DSC shall use the uniform regular teacher's contract and supplemental service
contract as prescribed by the State Department of Education.
2. Salary computation forms shall be given to all teachers.
3. Contracts shall be mailed or delivered to each teacher with a provision for private
perusal.
4. Signed contracts shall be returned to the building principal or the Superintendent
within five (5) working days.
Contract Period
1. The school year consists of 185 paid days.
2. In certain cases, contracts may exceed in length the regular 185 days and shall be
referred to as extended contracts. The beginning and ending dates shall be specified on
the contract prior to its execution. Extended contract days shall be at the salary
schedule rate.
3. All teachers not planning to return for the following school year are expected to submit
a letter of resignation prior to April 1 of the current school year.
PAY PROCEDURES
All employees of DSC are paid semi-monthly over the course of the scheduled work year.
Payments are made on the 5th and 20th day of each month. In the event a payday falls on a
weekend or a legal holiday when school is not in session, paychecks may be dispersed in the
usual procedure on the last business day prior to the holiday or weekend. Employees will
receive a printed schedule of pay dates for the school year in the payroll portal. Employees are
paid by direct deposit. Applicable federal, state and local income taxes as well as federal Social
Security taxes are withheld from each pay. The DSC reserves the right to obey all laws that
pertain to pay, including garnishments and other authorized payroll deductions. The DSC
reserves the right to correct payments as appropriate.
17
OVERTIME
Overtime wages can be earned by eligible non-exempt employees only after forty (40) hours
have actually been worked within a workweek. The workweek is defined as the period of time
between 12:01 a.m. Sunday through 12:00 o’clock midnight Saturday. The regular workday will
be determined by an employee’s job description and their supervisor/building administrator.
Paid leave time (e.g. sick leave, personal business leave, bereavement leave, holidays, vacation
and any day the Superintendent directs employees not to report to work due to an emergency or
other unusual event) does not count in the 40-hour period used in calculating overtime.
Overtime must be approved and assigned in advance by your immediate supervisor/building
administrator or in their absence, other management within your department. Upon approval,
compensation will be paid at one and one-half times the employee’s regular hourly rate. Any
employee who works overtime without prior approval will be subject to discipline up to and
including termination from employment.
WAGES SPECIAL CONDITIONS
An employee must work 65% of their workdays in order to be eligible for a raise the following
year.
SEVERANCE PAY/DEATH BENEFIT FOR CLASSIFIED
All eligible classified employees who have been employed for two (2) full years consecutively
will be eligible to receive ten (10) dollars for each day of unused full day (8 hour day)
equivalent sick leave and personal leave at the conclusion of their employment. Only
employees in good standing are eligible for this benefit.
If an eligible employee dies, the DSC will pay the employees estate the full amount of any
unused sick leave or personal leave.
ATTENDANCE AND PUNCTUALITY
As an employee you are expected to report to work on time and according to a regular work
schedule. Employees are required to report illnesses or other reasons for absence according to
the procedures established by their supervisor/building administrator. Excessive absenteeism
and/or tardiness are costly to the DSC and place an unfair burden on other employees. If you
are going to be absent, late, or need to leave for any reason, you must notify your
supervisor/building administrator according to the established procedure, as far in advance of
the regular starting time as possible. Notification from another employee or relative is not
acceptable, except under emergency conditions, which must be documented. If you fail to
provide proper and timely notification of your absence or if your supervisor/building
administrator considers your reason unacceptable, you may be subject to disciplinary action.
NOTE: All lost time due to excessive/unacceptable reasons is subject to disciplinary action.
An employee who fails to call in for three consecutive scheduled work days and fails to produce
an acceptable excuse will be considered to have self-terminated.
Employees who do not meet the standards or expectations for attendance will be subject to
corrective and/or disciplinary action that may include one or more of the following:
18
Verbal Warning – One unexcused absence and/or tardy. The warning conversation is to be
documented by the supervisor/building administrator.
Written Warning – A second unexcused absence and/or tardy following issuance of a verbal
warning.
Termination – One additional unexcused absence and/or tardy following issuance of a written
warning.
Disciplinary action can begin at any step in the process depending upon the seriousness of the
offense.
TIMECLOCK (HOURLY EMPLOYEES)
New employees are responsible for completing all hiring requirements and to have acquired an
employee badge from the Administration Center by noon on the weekday prior to their first
scheduled day of work. All hourly employees will use the time clock system to record work
hours. Employees will clock in no earlier than 7-minutes before and no later than 7-minutes
following their scheduled start time without a required adjustment to work hours. Employees
are expected to clock in using the timeclock system on-time as the 7 minute window is not to
permit tardiness. (Please see Attendance/Punctuality and Overtime.)
Adjustment forms will be used to record a missed punch, time loss, sick leave, personal leave,
vacation and overtime. All adjustments shall be recorded and rounded to the nearest quarter-
day, half-day, three-quarter day or full-day increments. No employee will clock in and out to
record a lunch period. The lunch period adjustment will be made automatically.
Adjustments are approved by the department supervisor/building administrator. Adjustment
forms are due to supervisors/building administrator for approval immediately.
Hourly employees who hold positions in more than one department will use the timeclock
system for their hours worked in their primary position. Hours worked in another department
will be manually recorded on a paper timesheet and approved by that department
supervisor/building administrator.
TEACHER WORK DAY
Length of Day
The regular teacher day shall be eight (8) hours except on those days that teachers are
involved in a meeting or plan session called by an administrator or team leader or teachers
having a student/parent conference. However, on those days that teachers are not involved in a
meeting or plan session called by an administrator or team leader, or teachers having a
conference with a student or parent, teachers may use their best professional judgment as to
arrival and departure time from their individual buildings with the following restrictions:
1. Teachers must give the times that they will be available to meet with students or
parents to the building principal and secondary teachers shall post them in a visible
place in their classrooms.
2. Elementary and Intermediate School teachers shall be on duty for a period of time not
to exceed a total of thirty (30) minutes before and after the normal student day. Middle school teacher shall be on duty for a period of time not to exceed a total of thirty (30) minutes before and twenty-five (25) minutes after the normal student day. High school teachers are required to be on duty for a period of time not to exceed a total of twenty-five (25) minutes before and after the regular student day. The assignment schedule shall be prescribed in advance by the building administrator.
19
3. Administrators may call same-day meetings if, in their opinion, an emergency exists.
Otherwise, administrators shall post their meeting schedules at least one week in
advance with the certified employee as a whole or any part or combination of parts that
they deem necessary.
Duty-Free Lunch
Each full-time teacher in the DSC shall be scheduled to thirty consecutive minutes of duty-free
time during the scheduled school lunch periods.
CANCELLATION/DELAY OF SCHOOL
Twelve-Month Employees (See Appendix A)
Two-Hour Delay
Classified employees in this category will report to work at their regular reporting times unless
directed otherwise by their building principal or supervisor.
School Cancellation
Classified employees in this category are to report to work at their regular time if conditions are
safe to do so unless directed otherwise by their building principal or supervisor.
Early Release
Specific directions will be provided by the Superintendent or designee based on the
conditions/situation at the time.
Classified employees in this category will have the option of using a vacation day or personal
business day in the event of a school cancellation or if directed not to report to work. If the
employee does not have vacation or personal business days available, “time lost” will be
recorded for the day. Sick days may not be used to supplement time not at work due to a school
cancellation.
School–Year Employees (See Appendix A)
Two-Hour Delay
Employees in this category, with the exception of principal/main office secretaries, are to report
to work 2 hours later than normal unless otherwise directed by their supervisor/building
administrator.
These employees are required to monitor the status of the delay by radio, website or other
means to ascertain when and if further changes in the opening of school are made. Building
secretaries in this category may, if able, report to the building and perform duties if directed by
the principal, assistant principal, or supervisor.
School Cancellation-Inclement Weather E Days
Employees in this category, including building secretaries, are NOT to report to work unless
directed otherwise by the building principal, assistant principal, or supervisor and conditions are
safe to do so.
Scheduled E Days
All employees are to report to work
20
Early Release
Specific directions will be provided by the Superintendent or designee based on the
conditions/situation at the time.
CONFIDENTIALITY
Your work here may bring you into contact with information that should be held in a
confidential manner. This confidential information may include: personal, financial, and/or
medical information about a student, employee or co-worker. You may also come into contact
with information regarding the DSC that is not yet ready to be disclosed to the public.
Confidential information will only be discussed with those employees who have a work-related,
need-to-know basis. Failure to protect confidential information is a serious offense. Employees
who knowingly violate this policy are subject to disciplinary action, up to and including
termination of employment.
DRESS CODE/PROFESSIONALISM
All employees are an important and integral part of the DSC Also, since all employees are
highly visible to the students, the employees and the public, all employees should at all times be
well dressed, well-groomed and present a professional image. The administration retains the
authority to specify the following dress and grooming guidelines for all employees. All
employees shall, when assigned to DSC duty:
A. be physically clean, neat, and well groomed;
B. dress in a manner consistent with their responsibilities;
C. employees who are issued uniforms are expected to wear them while on duty;
D. dress in a manner that communicates to others a pride in personal appearance;
E. dress in a manner that does not cause damage to DSC property;
F. be groomed in such a way that their dress or hair style does not disrupt the educational
process or contribute to a health or safety hazard;
G. DSC supplied ID badges must be worn while on duty.
ELECTRONIC COMMUNICATIONS
The DSC has established the following policy that governs the use of electronic communication
systems at the workplace. An employee’s use of the DSC’s communication systems constitutes
the employee’s agreement to abide by the DSC’s policies.
Business Use
All electronic communication systems are to be used primarily for business purposes, meaning
that use of such equipment and systems should be job-related.
21
Business Form
All communications reflect the DSC’s image. They should be composed in a professional
manner. Employees should keep in mind that electronic files are subject to discovery and may
subsequently be used in litigation involving the DSC or the employee.
DSC Property
In addition to the system hardware and software, all electronic files and electronic messages are
the property of the DSC, whether composed, received or sent by the employee.
Privacy and Passwords
Because all messages are the property of the DSC, employees should not expect that messages
are private. In addition, employees should be aware that deleted files may be retrieved and read
by the DSC. The DSC reserves the right to retrieve, monitor, or review any messages in the
DSC’s Electronic Communication system, and may disclose such messages for any purpose
without notice to the employee and without seeking permission of the employee.
Solicitation Prohibited
Employees may not use any DSC owned electronic system to solicit for charitable or
commercial ventures, or in any way that violates the DSC s no solicitation policy. Employees
may not use the DSC-owned electronic communication systems to further religious, political or
other causes.
Proprietary Information Restrictions
Receiving or downloading, or sending or uploading of proprietary information is prohibited
without prior authorization. Such information includes student information, personnel
information, copyrighted materials, proprietary financial information, or similar materials.
Anti-harassment Policies Applicable
The DSC’s policies prohibiting sexual or other harassment are applicable to all electronic
communications. Messages that contain foul, inappropriate, or offensive language, or those
containing racial or ethnic slurs, or sexual innuendo, are prohibited.
Confidentiality
Employees are expected to respect the confidentiality of messages sent to others. Employees
may not access or review messages that are not intended for or distributed to them.
Notice of Violations
Employees who observe violations of the DSC’s electronic communication policies shall notify
their immediate supervisor, manager or building principal or shall report the violation to the
Human Resources Office.
Discipline
Employees who violate the DSC’s electronic communication policies are subject to discipline,
up to and including termination of employment.
22
Policy Changes
The DSC reserves the right to modify or change the policies set forth above (or anywhere else
in this Handbook) to comply with applicable law, to meet changing circumstances or for any
reason.
JOB DESCRIPTIONS
Job descriptions for each position have been developed.
OUTSIDE EMPLOYMENT
If at any time, outside employment negatively affects one’s work performance, attendance or
causes one to refuse to work when requested, the DSC may require an employee to limit or drop
outside employment or terminate employment with the DSC.
PERFORMANCE EVALUATIONS
Each employee’s performance shall be evaluated annually. Any employee who is rated effective
or highly effective during the prior school year and returns to a position the following school
year will be eligible for a salary increase.
TEACHER SUPPORT AND EVALUATION
1. Process
The purpose of the DSC Evaluation process is to provide increasing support for
teachers to encourage professional growth that positively impacts classroom
instruction. Teachers are the drivers of student growth and achievement. The Teacher
Effectiveness Rubric is used to evaluate all teachers in the key domains of Planning,
Instruction, Leadership and Core Professionalism. By focusing on observable action
in the classroom, the rubric helps school leaders identify and encourage the specific
actions that teachers can take to help their students succeed. This process must be
implemented with fidelity, consistency and urgency and it is critical to have clear
documentation at each level of support. All certified teachers will be evaluated
annually. Evaluators shall observe each teacher and identify levels of competency
through a minimum of one scheduled long and two unscheduled short observations.
Whenever possible, teachers will be given a minimum of two weeks between
evaluations to make any corrections needed/suggested. No teacher should be
surprised by a performance rating at the end of the school year as ample data will have
been provided at every step of the process throughout the school year.
Administrators are expected to:
● Recognize highly effective/effective instruction and be able to document the
specific aspects of the instruction that create the environment for student
learning.
● Recognize improvement necessary/ineffective instruction and determine the
specific aspects of the instruction that require support.
● Provide resources that specifically aid growth in any areas of improvement
necessary/ineffective and time to implement newly learned strategies.
● Use the mode when calculating the final score for each competency and doma
23
2. Appeals Process
Teachers may request a conference with the evaluator to be schedule prior to any
further observations. Teacher and evaluator will meet to discuss said rating(s).
Written documentation from both evaluator and teacher should be supplied at least
twenty-four (24) hours prior to meeting to discuss concerns.
● If an agreement cannot be reached, the teacher shall have the right to request a
review of the written documentation with an administrator the teacher has
approved.
● A final review may be requested by the teacher for the superintendent to review
all documentation.
Teachers and Administrators should refer to the above process in the event a teacher
wishes to appeal their final evaluation score.
PROGRESSIVE DISCIPLINE PROCEDURES
The Administration of the DSC will make every effort to address employee related problems
and issues before they escalate. However, there may be times when performance and/or
behavior must be handled through a professional and consistent disciplinary process. The intent
of this process is to successfully address and improve the performance and/or behavior of
employees.
Typically, disciplinary action is necessary for one of three reasons:
1. When an employee does not exhibit generally accepted standards of good conduct;
2. When an employee does not satisfactorily perform duties/responsibilities as assigned;
3. When an employee does not follow DSC Policy, DSC Guidelines or direction provided
by their supervisor/building administrator.
In the event that it becomes necessary to initiate disciplinary action, the DSC will use a
progressive disciplinary procedure. Although it is designed as a multi-step process, disciplinary
action can begin at any step in the process depending upon the seriousness of the offense. Any
offense, which is considered to be extreme may result in immediate termination.
Step One: Verbal Warning
The supervisor/building administrator will meet with the employee to discuss the unsatisfactory
performance or behavior issue and how it can be improved. Together, an action plan for
improving the performance and/or behavior within a specified period of time will be developed.
Step Two: Written Warning
If the unacceptable behavior or poor performance continues, or if the unacceptable behavior or
poor performance is deemed to be a serious matter, the supervisor/building administrator will
meet with the employee to discuss the unsatisfactory progress on the action plan identified in
step one, or, if warranted, document the seriousness of the misconduct or poor performance.
Step Two will include a written corrective action plan.
24
If an employee fails to correct misconduct or performance problems following a verbal/written
warning, or when the behavior is so undesirable that supervisors or the administration believes
the employee should leave the workplace immediately, suspension from work without pay may
be imposed. The Superintendent, along with the immediate supervisor/building administrator
and/or Human Resources representative will investigate the circumstances and determine the
length of suspension or the possibility of termination.
Step Three: Termination
An employee who fails to improve his or her inappropriate behavior or unacceptable
performance or who’s misconduct is so undesirable or so severe that it threatens the safety and
well-being of co-workers, students or others, will be terminated from employment.
RESIGNATION/RETIREMENT/TERMINATION OF EMPLOYMENT
When the employment relationship between an employee and the DSC no longer exists, the
employee is considered terminated.
In most cases, terminations occur in one of two ways:
1. Voluntary Resignation/Retirement (termination initiated by an employee)
2. Release or Discharge (termination initiated by DSC)
Regardless of the reason for termination, DSC and the employee have certain responsibilities to
one another. DSC requires the return of all property assigned to the employee during the course
of their employment, or reimbursement for same, if it is not returned. This includes, but is not
limited to keys, computers, cell phones, handbooks, manuals, photo-identification badges, tools,
DSC issued attire and any other items belonging to DSC.
In the case of a discharge, DSC may discharge an employee immediately following an incident
of misconduct. In the case of voluntary separation (i.e., resignation, retirement), we request at
least a two (2) week notice. Such notice should be submitted in writing to the employee’s
immediate supervisor/building administrator and should include the intended last day of work.
EXIT INTERVIEW
Generally, an exit interview will be scheduled with all separating employees prior to the final
day of employment. This provides an opportunity for all employees to receive and complete
any appropriate benefit forms, to have questions answered, and to provide any information, if
desired, relating to reasons for leaving. Each employee’s participation in an exit interview is
voluntary.
SAFETY
The DSC makes every reasonable effort to ensure a safe working environment and expects all
employees to be safety conscious. Employees should report any unsafe or hazardous conditions
directly to their supervisor, manager or building principal immediately. Every effort will be
made to remedy problems as soon as possible.
In case of an accident involving personal injury, regardless of how serious, an employee should
notify their building principal or supervisor immediately, and follow all proper procedures
regarding a personal injury. Refer to the DSC employee safety handbook for information on
rules, policies and practices.
25
ACCIDENT REPORTS AND WORKERS COMPENSATION
Employees shall report all accidents, no matter how minor to their immediate
supervisor/building administrator. The school nurse shall complete an initial Worker’s
Compensation First Report of Illness/Injury and forward it to the Human Resources Office. If a
school nurse is not available, Human Resources or the Safety & Security Manager should be
contacted. The supervisor/building administrator of the reporting employee shall complete an
investigation report approved by the safety committee. The investigation report will describe
what happened (who, what, when and where), determine the real causes and evaluate the risk
and likelihood of recurrence. Completed accident investigation reports shall be forwarded to the
Human Resources Office and the Safety and Security Manager.
SOLICITATION
In the interest of maintaining a proper business environment and preventing interference with
work and inconvenience to others, employees may not distribute literature or printed materials
of any kind, sell merchandise, solicit financial contributions or solicit for any cause during
scheduled work time. Work time includes the work time of the employee doing the soliciting
and distributing and the employee to whom the soliciting or distributing is being directed.
Furthermore, employees may not distribute literature or printed material of any kind in working
areas at any time, except leadership of the Duneland Teachers Association (DTA) who may post
on the designated bulletin board in each school printed materials and notices of DTA, ISTA,
and/or NEA. Non-employees are also prohibited from distributing material or soliciting
employees on school premises at any time, unless authorized by the Superintendent.
Violation of this provision may result in disciplinary action up to and including termination.
EMPLOYEE GIFTS
All employees shall not accept any form of compensation from vendors that might influence
their recommendations on the eventual purchase of equipment, supplies, or services.
Furthermore, all employees shall not accept any compensation from a vendor after a decision
has been made to purchase equipment, supplies, or services from said vendor. In addition, all
employees who recommend purchases shall not enter into a contractual arrangement with a
vendor seeking to do business with the DSC or a vendor with whom the DSC is doing business,
whereby an individual employee receives compensation in any form for services rendered.
Such compensation includes, but is not limited to cash, checks, stocks, or any other form of
securities, and gifts such as televisions, microwave ovens, computers, discount certificates,
travel vouchers, tickets, passes, and other such things of value. In the event that an employee
receives such compensation, albeit unsolicited, from a vendor, the employee shall notify the
Superintendent, in writing, that s/he received such compensation and the compensation has been
returned to the vendor.
An employee of the DSC making a recommendation to the DSC on a matter to be considered by
the DSC shall not accept a gift or gratuity from a person or entity having a substantial personal
or pecuniary interest in the DSC’s decision on the matter in accordance with the restrictions and
provisions of I.C. 35-44-1-3.
26
THREATENING AND/OR INTIMIDATING BEHAVIOR TOWARD EMPLOYEES
DSC employees should be able to work in an environment free of threatening or intimidating
speech or actions. Threatening behavior, consisting of any words or deeds that intimidate an
employee or cause anxiety concerning his/her physical well-being is strictly forbidden. Any
student, parent, visitor, employee, or agent of the DSC who is found to have threatened a
member of the staff will be subject to discipline and reported to the principal or immediate
supervisor. The principal or immediate supervisor shall immediately make an oral report to the
local law enforcement agency.
TOBACCO FREE CAMPUS
The DSC recognizes that the use of tobacco presents a health hazard that can have serious
consequences both for the user and the nonuser and is, therefore, of concern to the DSC. For
purposes of this policy, “use of tobacco” shall mean all uses of tobacco, including a cigar,
cigarette, pipe, snuff, or any other matter or substance that contains tobacco, as well as
electronic, “vapor,” or other substitute forms of cigarettes. In order to protect students and all
employees who choose not to use tobacco from an environment noxious to them, and because
the DSC cannot, even by indirection, condone the use of tobacco, the DSC prohibits the use of
tobacco by all employees at all times within any facility owned or leased or contracted for by
the DSC.
The DSC also prohibits the use of tobacco anywhere on the campus of any facility owned or
leased or contracted for by the DSC, including, but not limited to, practice fields, playgrounds,
football fields, baseball fields, softball fields, pool areas, soccer fields, tennis courts and all
open areas and will remain in effect at all times. Furthermore, the DSC prohibits the use of
tobacco in all vehicles owned or operated by the DSC, including, but not limited to, school
buses, special purpose buses, vans, trucks, and cars.
VISITORS AND PERSONAL COMMUNICATION IN THE WORKPLACE
All employees are discouraged from entertaining visitors during working hours without express
permission of their supervisor/building administrator. Employees may occasionally interact
with family members and/or friends for a brief period of time (no more than 10 minutes) with
supervisor/building administrator permission.
The administration recognizes that on occasion it may be necessary for an employee to
communicate with family members or friends. However, this communication should be limited
and not interfere with your job. Personal phone calls should be limited to one call a day for 5
minutes or less during work hours. Employees who fail to abide by this policy will be subject
to the disciplinary procedure up to and including their discharge from employment.
WEAPONS IN THE WORKPLACE
The DSC prohibits all employees from possessing, storing, making, or using a weapon in any
setting that is under the control and supervision of the DSC for the purpose of school activities
approved and authorized by the DSC including, but not limited to, property leased, owned, or
contracted for by the DSC, a school-sponsored event, or in a DSC vehicle; provided, however,
that an employee is not prohibited from possessing a firearm or ammunition that is locked in the
trunk of the employee’s vehicle, kept in the glove compartment of the employee’s locked
vehicle, or stored out of plain sight in the employee’s locked vehicle.
27
Generally, the possession of a firearm in or on school property, in or on property that is being
used by a school for a school function, or on a school bus is a felony (I.C. 35-47-9-2) and is
prohibited by DSC policy. However, State law permits a person who may legally possess a
firearm to maintain that firearm if it is locked in the person's trunk, kept in the glove
compartment of the person's locked vehicle, or stored out of plain sight in the person's locked
vehicle. This exception does not apply to former students if the person is no longer enrolled in
school due to a disciplinary action within the previous twenty-four (24) months.
The term “weapon” means any object which, in the manner in which it is used, intended to be
used, or represented, is capable of inflicting serious bodily harm or property damage, as well as
endangering the health or safety of persons. Weapons include, but are not limited to, firearms,
tasers, handguns, stun guns, guns of any type, including air and gas-powered guns (whether
loaded or unloaded), knives, razors, clubs, electric weapons, chemical weapons, metallic
knuckles, martial arts weapons, ammunition, and destructive devices (bombs, incendiary,
grenade, Molotov cocktail, rocket with a propellant charge of more than four (4) ounces, etc.).
A "knife" is defined as "an instrument that: 1) consists of a sharp edge or sharp pointed blade
capable of inflicting cutting, stabbing, or tearing wounds; and 2) is intended to be used as a
weapon." I.C. 35-47-5-2.5(a) An employee whose work may require the use of a knife will be
permitted to carry said work knife on their person in the form of a pocketknife with the blade to
not exceed 4” in length. If the knife is used for any other activity not work related this will be
considered a violation of policy and the employee will be subject to disciplinary action.
The Superintendent/designee will report an employee who violates this policy to law
enforcement officials. The employee also will be subject to disciplinary action, up to and
including termination for violation of this policy. This prohibition does not apply to weapons
under the control of law enforcement personnel. Exceptions to this policy include:
1. Items approved by a principal as part of a class or individual presentation
under adult supervision, if used for the purpose of and in the manner approved
(working firearms and ammunition shall never be approved.);
2. Theatrical props used in appropriate settings;
3. Starter pistols used in appropriate school related sporting events. Any
employee must report knowledge of dangerous weapons and/or threats of
violence by students, employee, or visitors to the principal.
Failure to report such information may subject the employee to disciplinary action, up to and
including termination.
WHISTLEBLOWERS, REQUIRED REPORTS AND PROTECTION OF
The DSC recognizes that its employees teach its students by example and serve as a role model
for students. It therefore requires that they exemplify high standards of honesty and integrity
and comply with Indiana and Federal law, DSC policies and administrative guidelines in their
words and actions. To implement these expectations, the DSC requires its employees to report
possible violations of these DSC standards to their immediate supervisor/building administrator.
An employee who is aware of words or acts of a DSC member or employee that may violate
Federal or Indiana law, DSC policy, or administrative guidelines shall bring the words or
actions to the attention of the employee’s immediate supervisor/building administrator. If the
immediate supervisor/building administrator does not respond within a reasonable time, or the
immediate supervisor/building administrator is the officer or employee whose words or actions
28
are in question, the employee shall make the report required by this policy to the
Superintendent. If the words or acts that violate this policy are the Superintendent’s words or
acts, the report shall be made to the Duneland School Board President. Employees are subject
to disciplinary action, up to and including termination for knowingly or recklessly making a
false report under this policy or failing to make a report required by this policy.
After a verbal report of a violation of this policy is made, the immediate supervisor/building
administrator will direct that reporting employee put the report in writing. If a reporting
employee requires assistance in making a written report, the immediate supervisor/building
administrator shall assist the reporting employee.
An employee making a report required by this policy shall be protected from discipline,
retaliation, or reprisal for making a report required by this policy as long as the employee had a
good faith belief in the truth and accuracy of the information reported at the time of the report.
A report in compliance with this policy is not required if the employee confirms that another
employee has reported the same words or actions.
WORKPLACE SEARCHES
To 1) protect and secure the property of our employees, our students, and the DSC and 2) help
prevent the possession, sale, and use of illegal drugs on DSC’s premises (in support of the DSC
drug-free workplace policy), the DSC establishes the right to question employees (and all other
persons entering and leaving our premises), and to inspect any property whether locked or
unlocked including packages, parcels, purses, handbags, briefcases, lunchboxes, electronic
equipment, vehicles – including containers within vehicles, or any other possessions or articles
carried to and from DSC premises if there is reasonable basis for suspecting that Indiana law
and//or the school policies are being violated. The employee shall have no expectation of
privacy in any vehicle or in the contents of any vehicle operated or parked on DSC property nor
any expectation of privacy for property left unattended on DSC property.
In addition, DSC facilities and equipment such as desks, offices, electronic devices, computers,
laptops are school property provided for employee use and during their employment subject to
the right of the ‘superintendent and his/her designee to enter the facility or equipment as needed
for purposes of inspection to ensure Indiana law and DSC policies are being followed.
Employees shall not have an expectation of privacy in any facility or DSC property provided by
DSC. Employees shall not be permitted to deny entry to a DSC administrator by the use of a
lock or other devise.
Individuals entering the premises of the DSC who refuse to cooperate in an inspection or search
conducted under this policy will not be permitted to enter the premises. Employees who refuse
to cooperate in an inspection or search, as well as employees who after the inspection or search
are believed to be in possession of stolen property, weapons, illegal drugs, or anything that
violates Indiana law will be sent immediately to building principal or supervisor and be
subjected to disciplinary action up to and including termination (after an investigation occurs
and an employee is found to be in violation of DSC, security procedures or any other DSC
policy, rules and regulations).
Employees should not have an expectation of privacy regarding any property or articles on DSC
premises, including computers, electronic equipment, etc.
29
WORKPLACE VIOLENCE
The DSC is concerned about the increased violence in society, which has also filtered into many
workplaces throughout the United States. Therefore, the DSC has taken steps to help prevent
incidents of violence from occurring. For this reason, it is the policy of the DSC to expressly
prohibit any acts or threats of violence by a DSC employee or former employee against any
other employee in or about the DSC’s facilities or elsewhere at any time.
The DSC will not condone any acts or threats of violence against the DSC’s employees,
students, parents, or visitors on the DSC’s premises at any time or while they are engaged in
business with or on behalf of the DSC, on or off the DSC’s premises.
In keeping with the spirit and intent of this policy, and to ensure that the DSC’s objectives in
this regard are attained, the DSC is committed:
To provide a safe and healthful work environment, in accordance with the DSC’s safety
and emergency preparedness plan.
To take prompt remedial action up to and including immediate termination, against any
employee who engages in any threatening or intimidating behavior or acts of violence or who
uses any obscene, abusive, or threatening gestures or language, including E-mail, graffiti, etc.
To take appropriate action when dealing with employees, former employees, or visitors
to the DSC’s facilities who engage in such behavior. Such action may include notifying the
police or other law enforcement personnel and prosecuting violators of this policy to the
maximum extent of the law.
To prohibit employees, former employees, and visitors from bringing unauthorized
firearms or other weapons onto the DSC’s premises.
To establish viable security measures to ensure that the DSC’s facilities are safe and
secure to the maximum extent possible and to properly handle access to DSC facilities by the
public, off-duty employees, and former employees.
Any employee who displays a tendency to engage in violent, abusive, or threatening behavior,
or who otherwise engages in behavior that the DSC, in its sole discretion, deems offensive,
threatening, dangerous, or inappropriate will be subject to disciplinary action, up to and
including termination.
Duty to Warn
In furtherance of this policy, employees have a “duty to warn” their supervisors, managers,
building principal, security personnel, or human resources representatives of any suspicious
workplace activity or situations or incidents that they observe or that they are aware of that
involve other employees, former employees, customers, or visitors and that appear problematic.
This includes, for example, threats or acts of violence to themselves or others, aggressive
behavior, offensive acts, threatening or offensive comments or remarks, and the like. Employee
reports made pursuant to this policy will be held in confidence to the extent possible. The DSC
will not condone or tolerate any form of retaliation against any employee for making a report
under this policy.
30
Nothing stated in this policy is intended to interfere with an employee’s rights to engage in
lawful protected concerted activities under the National Labor Relations Act.
PERSONAL PROPERTY OF EMPLOYEES
From time-to-time, employees may wish to bring personal property to school either for reasons
associated with their work responsibilities or for use during off-duty time. This practice is
authorized provided it is understood that the DSC will not be responsible for any loss, damage,
or misuse of such property. Use of personal property will not be permitted if such use becomes
a safety concern or distraction from job performance.
USE OF DSC PROPERTY
All employees are responsible for the proper care of DSC facilities, equipment, and property in
their custody or control. The employee who receives approval to take equipment off campus
assumes full liability for the equipment while it is under his/her care. DSC-owned equipment
may be used off campus according to the following guidelines:
No employee may use DSC-owned equipment for personal gain.
Prior written approval by the supervisor/building administrator is required before any
equipment can be taken off DSC property.
School resources or personnel cannot be used to complete copying or printing work for
parent, professional, charitable, or other organizations. The only exceptions are when an
individual school duplicates notices of parent group meetings directly connected with a
specific activity in the school or those granted to the DTA by the Superintendent, in
writing.
JOB-RELATED EXPENSES
Expenses which are incurred by all employees as a result of authorized travel in and outside of
the DSC will be reimbursed per policy, administrative guidelines or in compliance with the
State Board of Accounts (SBOA) guidelines. Reimbursement is intended to provide for
transportation, lodging, and food of reasonable and adequate quality. When traveling on school
business, all employees are expected to use the same care in incurring expenses that a prudent
person would exercise if traveling on personal business.
Authorization
Travel within or outside the DSC must be authorized by the Superintendent or his/her designee.
Travel to conventions or conferences away from the DSC which involve overnight stay may be
authorized by the immediate supervisor/building administrator for approval by the
Superintendent. All such requests must be received in the Central Office prior to the date a
decision is needed. Forms are available in each department or school office.
Procedure
Each request for travel or conference funds should detail the reason for the expenditures and
should not be labeled in broad general terms. Travel should be by the most direct and
economical route. All persons authorized to travel on official business must have itemized
receipts of expenditures. In all instances of travel reimbursement, fully itemized documentation
of expenditures is required. Those doing such traveling shall exercise the same care in incurring
expenses that they would in travel on personal business of their own. Excessive and
unnecessary travel expenses will not be approved or reimbursed.
31
Reimbursement
Travel outside the DSC will be reimbursed at the regular fare rate charged the general public by
common carrier, unless travel by private conveyance is more economical, in which case mileage
will be reimbursed at the IRS rate. Taxi fare from home and conference destination to terminal
and return is allowable with proper receipts. Lodging will be reimbursed at a reasonable rate.
All claims must be supported by original receipts or itemized billing statements.
Reimbursement for reasonable charges for tolls, lodging, parking, taxis, official telephone calls,
and tips will be made upon presentation of supporting receipts. Registration fees for approved
travel are reimbursable.
Claim Forms
All claims for reimbursement will be submitted on the forms that will be attached to the
approved request form. A direction sheet will also be attached explaining how the claim is to be
submitted for reimbursement. All reimbursable expenditures must be supported with itemized
receipts.
BENEFITS
EMPLOYEE BENEFIT PROGRAMS
The following is a summary of benefit programs that are available for eligible employees.
Additional details may be obtained from the Human Resources department.
BENEFITS UPON EMPLOYMENT (See Appendix A)
FULL – TIME (12 Month) employees are eligible for the DSC sponsored benefit package,
subject to the terms, conditions, and limitations of each benefit program.
FULL – TIME (school year, certified) generally, such school year employees are eligible for the
DSC sponsored benefit package, subject to the terms, conditions, and the limitations of each
benefit program.
PART TIME EMPLOYEES (school year) classified employees are scheduled to work less than
30 hours per week and their jobs primarily support students during the school year. PT
Employees are generally not eligible for DSC Benefits as described in the benefits section of the
handbook.
PART – TIME generally only bus drivers are eligible for the DSC sponsored benefit package,
subject to the terms, conditions, and the limitations of each benefit program.
Upon employment, all eligible employees as identified in Appendix A shall receive 5 sick days,
1 personal day and life insurance. Twelve-month employees also receive 2 vacation days.
Employees who are eligible for benefits may elect to participate in the Long Term Disability
Insurance (LTD), Health Insurance and Dental Insurance programs.
INSURANCE GUIDELINES
Generally, employees must be employed for 30 days before they are eligible to enroll in any
DSC sponsored insurance programs. All eligible employees have access to membership in a
group hospitalization and major medical programs. Single or family plan coverage is available
to eligible employees at the current employee cost of the annual premium. Employees with
32
dependents for whom the employee is required by law to pay medical expenses are eligible to
participate in the Family plan.
Employees who terminate their employment will automatically terminate their membership in
any or all insurance programs they may be enrolled in. The termination date for insurance will
be the last day of the month employment ends. Information about COBRA will be provided by
the COBRA administrator following the date of termination.
A husband and wife who are both eligible employees of the DSC, and who no longer need the
benefits of the family plan, will each be enrolled in single plan coverage.
Dental Insurance – Voluntary plans are available.
Vision Insurance – Voluntary plans are available.
Life Insurance
All eligible employees shall participate in a group life insurance program including accidental
death and dismemberment at no cost to the employee.
Long Term Disability/LTD Insurance (i.e. Income Protection Insurance)
Eligible employees of the DSC may participate in a group Long Term Disability/LTD income
protection plan upon payment of an annual premium. The current qualification period for LTD
benefits is 90 calendar days.
COBRA (Consolidated Omnibus Budget Reconciliation Act)
You, your spouse and dependent children who are participants in the group health plan may be
eligible for continuation of your/their health and dental coverage when certain events occur.
Complete information about the circumstances under which you may become eligible for
continuation coverage (i.e. COBRA) are included in the plan document available to you at the
time you become covered in the group health plan offered through DSC.
GENERAL LEAVE INFORMATION
Employees who need to be absent for reasons set forth in the leave categories that follow shall
notify their supervisor/building administrator as soon as possible before their absence and the
reason for their absence so a substitute may be obtained when appropriate. All employees are
expected to demonstrate personal integrity in the use of requested leave time.
BEREAVEMENT LEAVE
Eligible employees are responsible for personally contacting and notifying their
supervisor/building administrator prior to their absence for bereavement leave. Such notification
should include the date of the death of the family member, the relationship of the deceased to
the employee, the name of the deceased, and, if known, the date and location of the upcoming
funeral or service. Eligible employees are provided bereavement leave without loss of
compensation in accordance with the following:
A maximum of five (5) consecutive week days may be used within seven (7) consecutive
calendar days of the death of a member of the immediate family. Immediate family includes:
33
father, mother, child, brother, sister, husband, wife, father-in-law, mother-in-law, daughter-in-
law, son-in-law and grandchild.
A maximum of three (3) consecutive week days may be used within (7) consecutive calendar
days of the death of a relative who, at the time of death, was living as a member of the
household, or a grandparent on either side of the family, or a brother-in-law or sister-in-law.
One (1) day may be taken without loss of compensation to attend the funeral of an Aunt, Uncle,
first cousin, niece or nephew not living in the household of the employee.
Flexibility in the use of bereavement days will allow the bereaved to use one of their allotted
bereavement days – not an additional day – for closure of business related to the death of a
family member at a later date.
Employees using bereavement leave are responsible for providing the Human Resources Office
with any of the following for their records: a copy of the obituary from the newspaper or
website, the funeral program, a letter or notice from the funeral home, and/or the name and
location of the funeral home. Such documentation shall be provided as soon as reasonably
possible after the employee returns to work.
FAMILY MEDICAL LEAVE ACT (FMLA)
In accordance with Federal law, the DSC shall provide up to twelve (12) weeks of unpaid
FMLA leave in any twelve (12) month period to eligible employees for the following reasons:
the birth of a child and/or the care of a newborn child within one (1) year of the child's birth; the
placement of a child with the employee by way of adoption or foster care and/or to care for the
child within one (1) year of the child's arrival; the employee is needed to care for a spouse, son,
daughter, or parent if such individual has a serious health condition; or the employee’s own
serious health condition prevents him/her from performing the functions of his/her position.
Employee Entitlement to Service Member FMLA
Service member FMLA provides eligible employees unpaid leave for one, or for a combination,
of the following reasons: [A-2] A "qualifying exigency" arising out of a covered family
member's (spouse, son, daughter, or parent) covered active duty or call to covered active duty in
the United States Armed Forces including the National Guard and Reserves. Qualifying
exigencies, as defined by Federal regulations, include: 1) short-notice deployment; 2) military
events and related activities; 3) childcare and school activities; 4) financial and legal
arrangements; 5) counseling; 6) rest and recuperation; 7) post-deployment activities; and 8)
additional activities not encompassed in the other categories, but agreed to by the employer and
employee. Covered active duty means deployment with the Armed Forces to a foreign country.
[B-2] To care for a covered family member, including next of kin as provided in the statute,
who has incurred an injury or illness or aggravation of a pre-existing illness or injury while in
the line of duty while on covered active duty in the United States Armed Forces, including the
National Guard and Reserves, provided that such injury or illness may render the family
member medically unfit to perform duties of the member's office, grade, rank, or rating.
Covered active duty means deployment with the Armed Forces to a foreign country. This leave
is also available to care for veterans of the United States Armed Forces, including the National
34
Guard and Reserves, provided the veteran was a service member at any time within the five (5)
years prior to the start of the treatment, recuperation or therapy.
General Provisions – FMLA
All employees are "eligible" if they have worked for the DSC for at least twelve (12) months,
and for at least 1,250 hours over the twelve (12) months prior to the leave request. Months and
hours that reservists or National Guard members would have worked if they had not been called
up for military service count towards the employee’s eligibility for FMLA leave/Service
Member Family Leave. Employment service time may be aggregated when the break in
employment service is less than seven (7) years, is for fulfillment of military obligations, or if
the employee is subject to recall under a written agreement.
Twelve (12) month period is defined as the twelve (12) month period measured backward from
the date of the employee’s first FMLA leave begins (i.e., the "leave year" is specific to each
individual employee). For Service Member Family Leave, the use of the twenty-six (26) weeks
will be measured forward from the first date on which the employee takes leave.
Serious health condition is defined as an illness, injury, impairment, or physical or mental
condition that involves: Inpatient care, including any period of incapacity or any subsequent
treatment in connection with such inpatient care; or continuing treatment by a health care
provider.
Employee Notice Requirement
Whenever the leave is foreseeable, the employee shall provide the Human Resources Office
with thirty (30) days’ notice. If there is insufficient time to provide such notice because of
unforeseeable events, the employee shall provide such notice as soon as possible and practical,
generally not later than the next business day after the employee realizes the need for leave.
Failure to follow the leave notice requirements may result in delay of obtaining the leave.
Employees will still be required to comply with the absence reporting procedures at their
buildings.
When planning medical treatment or taking leave pursuant to Service Member Family Leave,
the employee must consult with the Superintendent and make a reasonable effort to schedule the
leave so as not to unduly disrupt the regular operation of the DSC, subject to the approval of the
healthcare provider.
Substitution of Paid Leave
The employee may request to substitute (i.e. run concurrently) any of his/her earned or accrued
paid leave (e.g. sick leave, personal leave or vacation leave) for unpaid FMLA leave.
Limits
In cases in which the DSC employs both spouses, the total amount of FMLA leave is twelve
(12) weeks for the couple, except when the leave is due to the serious health condition of either
spouse or a child. Additionally, the aggregate number of work weeks of leave to which both the
husband and wife may be entitled pursuant to this policy is limited to twenty-six (26) work
weeks during the single twelve (12) month period provided for in the Service Member Family
Leave provision if the leave is taken pursuant to Service Member Family Leave or a
combination of general FMLA leave and Service Member Family Leave.
35
After three consecutive days of absence from work due to their own personal health condition
or the health condition of a family member employees shall contact the Human Resources
Office to explain the reason(s) for their absence from work, discuss their options and eligibility
for family medical leave.
HOLIDAYS
Full-time, twelve month, classified employees are eligible for paid holidays. Such days are in
addition to the employee’s assigned workdays. Eligible employees must work the weekdays
immediately preceding and following the holiday(s) in order to receive holiday pay. Any
request for an exception (e.g., pre-approved vacation, documented illness/injury requiring
hospitalization, etc.) must be submitted in writing a minimum of ten (10) work days before the
holiday through the appropriate supervisor/building administrator, to the Assistant
Superintendent for Operations or Superintendent for approval.
The schedule of paid holidays is determined by the Superintendent of Schools on an annual
basis. This schedule will be published and provided to all DSC employees.
JURY DUTY/COURT APPEARANCE
All employees shall report to their direct supervisor/building administrator as soon as possible
whenever they are called for jury duty or a court appearance. Employees who are selected to
serve on a jury or are subpoenaed to appear in court for a matter directly related to their
employment with the DSC will not be penalized for doing so. While on jury duty, employees
are required to report daily their schedule for the following day, and must report to work when
excused for a day or more or suffer loss of pay. In order to receive compensation for time off,
employees must submit a check to the business office for the amount of pay received only for
jury duty. Reimbursement for mileage may be kept. All employees must submit to the business
office a record from the courts of the number of days served.
MILITARY SERVICE
The DSC recognizes that military service by employees is a service benefiting the entire school
community and the DSC is committed to supporting this service by providing military leave to
eligible employees. The DSC reserves the right to establish conditions for leaves of absence for
military service and reemployment in compliance with the Uniformed Services Employment
and Reemployment Rights Act of 1994 (USERRA) as amended and Indiana law.
As used in this policy, "military service" means the performance of duty on a voluntary or
involuntary basis in a uniformed service of the United States, including:
A. Federal active duty including Reserve and Guard members who have been called up;
B. Federal active duty for training;
C. Initial federal active duty for training;
D. Inactive duty drills and annual training;
E. State active duty for the Indiana National Guard;
F. Absence from work for an examination to determine a person's fitness for federal or
State duty; and
36
G. Funeral honors duty.
All employees on leave for military service shall receive compensation in accordance with
applicable law during the period of leave and shall continue to accrue seniority subject to any
applicable collectively bargained agreement during the period of leave for military service. All
employees on leave for military service are entitled to continued health insurance coverage as if
they were not on leave during absences for drills and absences for annual training. During leave
for drills and annual training of not more than fifteen (15) consecutive or non-consecutive days
per calendar year the employee shall be entitled to continue to receive their pay from the DSC
and retain their military pay.
For other absences for military service, an employee may elect to continue health insurance
coverage for the employee and dependents under to the following conditions. For periods of up
to thirty (30) days of military training or service, the employee shall be required to pay only the
normal employee share of the premium for this continued coverage. For longer periods of
military service, the employee shall have the option to continue health insurance coverage by
paying 102 percent of the full employer and employee premium. If the employee elects to take
this coverage, the right to that coverage ends on the earlier of the day after the deadline for the
employee to apply for reemployment or twenty-four (24) months after the absence for military
leave began. An employee on leave for military service is entitled to all additional rights
provided to all employees for non-military leaves of absence.
An employee’s right to re-employment under USERRA is subject to a cumulative five (5) year
total for all federal active duty except where the employee’s military obligation is involuntarily
extended. Annual training and drills for reserve component and National Guard members are
not included in computing the service for purposes of the five (5) year cap.
Where an employee has options as to when to take military leave, the employee shall make
every effort to schedule the leave to minimize the absence from their duties for the DSC. All
employees shall include a copy of any applicable military orders in their application for leave
for military service. The employee shall submit notice of the need for this leave to the
Superintendent or a designee as soon as the employee learns of the need for the leave unless
giving advance notice is impossible, unreasonable, or precluded by military necessity as
determined by the Department of Defense.
SICK LEAVE CLASSIFIED (See Appendix A).
All eligible classified employees shall be credited with 5 days of sick leave at the time of
employment. On July 1 of the following year and each year thereafter, twelve (12) month
employees will receive twelve (12) days of sick leave and other eligible classified employees
will receive ten (10) days of sick leave. Unused sick leave and personal leave may be
accumulated to a total of 90 days. At the end of the school year (i.e. June 30), unused sick leave
and personal leave time in excess of 90 days may be purchased by the DSC at a rate of $10.00
per 8 hour day.
Employees are required to report illnesses or other reasons for absence according to the
procedures established by their supervisor/building administrator. Upon approval, sick leave
shall only be used in quarter-day, half-day, three quarter-day or full-day increments. The
payment of sick time must be approved by your supervisor/building administrator prior to
receiving payment. The DSC reserves the right to require medical documentation from a
37
licensed healthcare provider upon any employee’s return to work from sick leave.
Documentation from a licensed healthcare provider is required upon any employee’s return to
work from three or more consecutive days of sick leave.
SICK LEAVE BANK CLASSIFIED
A voluntary sick leave bank has been established for the benefit of any full-time classified
employee who elects to participate. The primary purpose of the sick leave bank is to provide
eligible classified employees extended income protection in the event of serious/severe
extended illness, injury or incapacitation of the classified employee. It is not intended and shall
not be used to provide additional sick leave days for temporary or intermittent use by classified
employees who have exhausted all other leave available to them. Note: All days granted from
the Sick Leave Bank are considered unearned and do not count toward the accrual of sick leave.
The following rules govern the operation of the sick leave bank.
1. Eligibility
a. Any classified employee of the DSC who is eligible for benefits is eligible to
participate in the bank.
b. A contribution of one (1) sick day is required to become a member of the Sick
Leave Bank. The annual enrollment period for voluntary membership shall be
between September 1 and September 15 each year. Any full-time classified
employee employed after the enrollment period has passed shall have ten (10)
days from the date of employment in which to enroll in the bank.
c. Once a day has been donated to the Sick Leave Bank, it loses any individual
identity. The contributing employee gives up all rights to that day, including any
benefits that may exist at the time separation of employment or retirement
occurs.
d. Unused days in the bank shall carry forward from year to year. Whenever the
total number of accumulated days in the sick leave bank falls below ninety (90),
each member of the bank will be required to donate one (1) additional
sick/personal leave day to replenish the bank. Human Resources personnel will
notify participants of the need for the assessment and only those members who
sign the authorization to contribute an additional day to the bank will continue to
be members of the bank. If, after all members have been consulted, the
assessment for days does not maintain the bank’s total balance at ninety (90)
days, the sick leave bank shall be discontinued.
e. Classified employees who elect to become a member of the sick leave bank shall
remain a member for the entire school year. Such membership will continue
from one school year to the next unless the employee submits a written request to
the DSC’s Human Resources office to end their membership in the sick leave
bank (such a request to withdraw must be submitted during the annual
enrollment period).
38
2. Criteria for Use of the Bank
a. The applicant must be a current member of the bank.
b. Any participant in the bank with a serious illness/injury, or who is incapacitated,
may apply in advance to withdraw days from the bank after and contingent upon
exhausting all of his/her accumulated sick leave, personal business leave and/or
vacation days.
c. The employee shall complete the application to request a withdrawal from the
bank and include appropriate certification of the illness or injury from their
licensed health care provider. Application forms are available from the Human
Resources office.
d. A participant in the bank with a severe illness, injury or incapacitation may apply
to draw days from the bank for the lesser of the following: 1) a maximum of
twenty (20) days from the sick leave bank in any one school year; or 2) a
maximum of sixty (60) days from the bank over the course of his/her
employment in the DSC. All days granted since the inception of the sick leave
bank for classified employees shall count toward the maximum allotment
allowed.
e. The application and certification from the health care provider shall be submitted
to the DSC’s Human Resources office. A request to renew certifications
from the employee’s health care provider may be made by the administration
regarding the nature of the illness or incapacity and a prognosis report for return
to work.
f. The sick leave bank may only be used by the employee for his/her illness, injury,
or incapacitation and not to care for any other family members.
g. Employee’s receiving benefits from worker’s compensation or long-term
disability (LTD), or who are eligible for long-term disability and have not
applied, are not eligible for sick leave bank benefits.
h. Classified employees are eligible to draw days only for their normal “work days”
during their year of employment. Employees are not eligible to draw days from
the bank during periods of time they would not normally be working (e.g.
summer or school vacation periods).
3. Administration
The sick leave bank will be administered by the following: Assistant Superintendent
for Operations and Human Resources and the Director of Support Services.
39
SICK LEAVE CERTIFIED
1. Each teacher shall be entitled to be absent from work on account of illness or quarantine
for a total of thirteen(13) days during the first year and ten (10) days in each succeeding
year without loss of compensation, unused days to be accumulated.
2. Regular check-ups and appointments with licensed health care providers, as well as tests
required by a physician, qualify as legitimate use of leave.
3. Each teacher may use one (1) sick day per school year as a personal health day.
4. The transfer of sick leave days from any previous Indiana school corporation
employer(s) shall be in accordance with Indiana law.
5. Each teacher may use up to five (5) days per school year of his/her available sick leave
in case of illness or injury, or when the teacher is the appointed healthcare
representative, involving a member of the immediate family. If additional days are
needed for such purposes, they will be granted upon written request from the teacher to
the Superintendent. Such days shall be deducted from the teacher’s unused and
accumulated sick leave. If accumulated sick leave has been exhausted, additional days
without pay may be granted by submitting a written request with the appropriate
documentation to the Superintendent. Documentation will be provided and may be a bill
or note from the attending physician or a note from the teacher explaining the need for
his/her services in caring for the relative. Immediate family is defined as follows:
spouse, parents, children, brothers, sisters, father-in-law, mother- in-law and
stepchildren.
SICK LEAVE BANK CERTIFIED
The primary purpose of the sick leave bank is to provide teachers with more sick leave days in
addition to those provided/accumulated through normal sick leave policy in the event of a
personal and serious health condition.
1. Eligibility
a. Any teacher employed by the DSC is eligible to participate in the bank.
b. A contribution of one (1) sick leave day is required to join the bank. An additional
day will be required when the total number of days in the bank falls below ninety
(90). Participants will be notified by the Business Office of the additional
assessment and those current members who sign the authorization to contribute an
additional day to the bank will continue membership in the bank.
c. Newly contracted teachers may join the sick leave bank at the time they are
employed. All other teachers who are not members of the bank may join during the
enrollment period from September 1 to September 15 each year.
d. Sick leave days donated to the bank are considered a permanent donation to the
bank.
40
2. Criteria for Use of the Bank
a. The applicant must be a current member of the bank.
b. All sick leave days previously accumulated by the applicant must be exhausted.
c. The request for withdrawal of days from the bank must be made on the appropriate
form and submitted to the Duneland Teachers' Association Professional Rights and
Responsibilities Committee (PR&R).
d. The PR&R Committee will grant days using the following table as a guideline:
Years In Duneland Maximum number of days granted
0-2 20
3-4 30
5-6 40
7-8 50
9-10 60
11-12 70
13-14 80
Over 14 90
e. The PR&R Committee may require the applicant to submit a written statement from
the applicant's doctor indicating the prognosis for returning to work.
f. Sick Leave Bank may be used to provide days for disability related to pregnancies,
as certified by the teacher's physician, but not for child care.
h. Any days remaining in the sick leave bank at the end of a school year will be carried
over to the bank for the next school year.
i. The Duneland Teachers' Association will receive a written accounting of the number
of days donated, used and remaining in the sick leave bank at the close of each
school year.
j. Teachers are eligible to draw days only while under contract to the DSC and not
during summer or school vacation periods.
PERSONAL LEAVE DAYS CLASSIFIED
Upon employment, each eligible classified employee will receive 1 personal day. On July 1 of
the following year and each year thereafter, each eligible classified employee will receive 3
personal days. Each eligible employee shall be entitled to Personal Leave days to transact
personal business and/or conduct personal or civic affairs with the following exceptions: the
first student day of the school year; the day before or the day after scheduled break periods and
/or holidays; and the last student day of the school year.
In all cases, the eligible classified employee shall notify his/her supervisor prior to the use of
such leave. Upon approval, personal leave shall only be used in quarter-day, half-day, three
41
quarter-day or full-day increments. Whenever possible, such notification shall be made in the
form of a written request to use personal leave. In all cases, the proper form shall be filled out
and filed with the Superintendent of Schools or designee. In cases when school officials are not
notified prior to the use of the leave, the request for use of personal leave may be denied and
any days taken may be considered as days without pay and subject to discipline.
Employees shall not be eligible to use personal days for planned extension of school vacations,
shopping trips, supplemental employment and other activities that could reasonably be
conducted outside of the employee’s regular workday. Unused personal days will be added to
unused and accumulated sick leave at the end of the school year (i.e. June 30).
PERSONAL LEAVE DAYS CERTIFIED
Each teacher shall be entitled to use three (3) days for the transaction of personal business
and/or the conduct of personal or civic affairs during each school year with the following
exceptions: the first certified employee day and student day of the school year; the day before or
the day after scheduled break periods and/or holidays; and the last student day and certified
employee day of the school year.
In all cases, school officials shall be notified prior to the use of such leave. Whenever possible,
such notification shall be made in the form of a written request to use said leave.
In all cases, the proper forms shall be filled out and filed with the Superintendent of Schools.
In cases when school officials are not notified prior to the use of the leave, the request for use of
personal business leave may be denied and any days taken may be considered as days without
pay.
Unused personal business days will be added to accumulated sick leave at the end of the regular
school year.
Employees shall not be eligible to use personal leave for planned extension of school vacations,
shopping trips, supplemental employment and other activities that could reasonably be
conducted on non-contracted days.
UNREQUESTED LEAVES OF ABSENCE CLASSIFIED
It is the policy of the DSC to protect students and employees from classified employees who are
unable to perform essential job functions with or without accommodation. The DSC may place
a classified employee on unrequested leave of absence when the classified employee is unable
to perform assigned duties in conformance with statute.
If the Superintendent believes the classified employee is unable to perform essential job
functions, the classified employee will be offered the opportunity for a meeting to discuss these
issues. If a classified employee refuses to attend the meeting, the DSC may order the classified
employee to submit to an appropriate examination by: a physician designated and compensated
by the DSC; a physician or institution of the classified employee’s choice provided such
physician or institution has been approved by the DSC.
42
Where the physician designated by the DSC disagrees with the physician designated by the
classified employee, the two (2) physicians shall agree in good faith on a third impartial
physician who shall examine the classified employee and whose medical opinion shall be
conclusive and binding on the issue of ability to perform assigned duties with or without
accommodation. The expenses of a third examination shall be borne by the DSC.
The classified employee shall execute a release that complies with the requirements of the
Health Insurance Portability and Accountability Act (HIPAA) in order to allow the report of the
medical examination to be released to the DSC /Superintendent and to allow the Superintendent
or his/her designee to speak to the health care provider who conducted the medical examination
in order to get clarification. Refusal to submit to an appropriate examination or to execute the
HIPAA release will be grounds for disciplinary action, up to and including termination.
If, as a result of such examination, the classified employee is found to be unable to perform
assigned duties with or without accommodation, the classified employee may be placed on
leave of absence for a reasonable time until the classified employee is able to perform the
essential job functions, but only for a period not to exceed one (1) year.
Should a classified employee refuse to submit to the examination requested by the DSC and the
classified employee has exercised his/her rights under the provisions hereinabove set forth, such
refusal shall subject the classified employee to disciplinary action up to and including
termination.
VACATION CLASSIFIED (See Appendix A).
All regular 12-month classified employees shall be eligible for paid vacation time which is
computed as of July 1 each year.
Vacation Days for 12 Month Employees:
YEAR OF SERVICE DATE NUMBER OF VACATION DAYS
0 – 6/30, < 1 year Upon employment 2
1 7/1 6
2 7/1 6
3 7/1 6
4 7/1 10
5 7/1 10
6 7/1 10
7 7/1 10
8 7/1 10
9 7/1 10
10 7/1 10
11 7/1 15
Upon separation of employment through any means other than termination, unused vacation
time will be paid to the employee at their regular hourly/daily rate.
Eligible employees shall request use of vacation time at least two weeks in advance of the
requested time off in order to be approved and scheduled by the appropriate supervisor. Upon
approval, vacation time shall only be used in quarter-day, half-day, three quarter-day or full-
43
day increments. Approval/denial of requested vacation time is at the discretion of the
employee’s supervisor and is to be based on scheduling of all employees and work
requirements. Any unused vacation time that remains as of June 30 each year shall be forfeited
with no additional compensation. There shall be a black out period consisting of the 2 weeks
immediately prior to the beginning of each school-year. This may be waived at the discretion of
your supervisor.
Note: Vacation time, if available, may be used for sick leave. However, sick leave may NOT be
used for vacation or personal leave.
VOLUNTEER FIREFIGHTERS –All Employees
If an employee is a volunteer firefighter and has notified the DSC in writing that s/he is a
volunteer firefighter, the DSC may not discipline the employee for being absent from duty by
reason of responding to a fire or emergency call that was received prior to the time the
employee was to report to duty or for leaving his/her duty station to respond to a fire or an
emergency call if s/he has authorization from his/her supervisor to leave duty in response to a
call received after s/he has reported to work.
The DSC may require that the employee present a written statement from the officer in charge
of the volunteer fire department at the time of the absence indicating the employee was engaged
in an emergency call at the time of his/her absence.
44
45
ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK
By my signature below, I acknowledge that I have received a copy of the Duneland School
Corporation Employee Handbook.
I have had an opportunity to review this handbook and agree to conform to the policies and
procedures outlined in this handbook. I understand and agree that I will comply with all of the
policies, procedures, administrative guidelines, rules and regulations of the Duneland School
Corporation. Such policies and administrative guidelines are available online via the
Corporation’s website – www.duneland.k12.in.us.
I understand that this handbook is not a contract of employment and does not constitute one,
express or implied, between Duneland School Corporation and myself and I will not view it as a
contract of employment.
I understand this handbook takes precedence over, supersedes and revokes all previous versions
of any handbook or memo, bulletin, policy or procedure that was issued prior to the date of this
handbook with reference to any subject discussed in this handbook. I also understand and agree
that Duneland School Corporation reserves the right to change or alter these procedures and
policies as necessary. The most current copy of this handbook will be available online. If any
significant changes to the handbook are required all employees will be notified.
I understand and agree that my employment with Duneland School Corporation is for no
definite period of time and may be terminated, regardless of the time and manner of payment of
my wages or salary, at any time by myself and/or Duneland School Corporation, with or
without cause, and with or without any previous notice.
___________________________________________________________
Employee Name (PLEASE PRINT)
___________________________________________________________
Employee Signature
_____________________________
Date
Revision Date: September 17, 2018
46
47
Appendix A
DUNELAND SCHOOL CORPORATION
Employee Employment Designations
DEFINITION OF EMPLOYEES
For the purpose of this document, we will define the following employee groups as:
Teacher - is representative of all certified employees that are subject to the Master Agreement
Classified – all other employee groups as listed on page 46-48
Employee – in this document will represent both (teacher and classified)
FULL-TIME EMPLOYEES
Full-Time (FT) classified employees are designated in two specific groups: Twelve Month and
School-Year. These FT employees are eligible for DSC Benefits which are described in the
BENEFITS Section of this handbook. The term "employee" when used in this handbook and
not specified by one of the terms defined below, will be interpreted to mean all categories of
employee as defined in this appendix.
Twelve Month; 260-day; 40-hours-per-week
Custodians
Lead Custodians
CHS/CMS Building Custodial Manager
Grounds Supervisor
Grounds Staff
Maintenance Supervisor
Maintenance Staff
Custodial Services Coordinator
Transportation Manager
Transportation Mechanics
Transportation Coordinators
Transportation Dispatcher
Attendance Officer
Security Manager
SIMS Coordinator
Technology Systems Administrator
Technology Systems Specialist
Technology Support Supervisor
Level 2 IT Support
Business Manager
Receptionist
Administrative Assistant to the Superintendent
Administrative Assistant to the Directors of Learning
H/R Generalist
A/P Processor
P/R Processor
Benefits Coordinator
School Year; 9, 10 or11months; 30-or-more-hours-per-week; with benefits
48
Teachers (page 10)
Health Services Coordinator
Nurses
Corporation Public Relations
School ECA Treasurers
Building Main Office Secretaries
Administrative Assistant to the Principal
Attendance Secretaries
Media Secretaries
IMC Processors
IMC Bookkeeper
Music Department Secretary
Student Accounts Clerk
Athletic Department Secretaries
Guidance Department Secretaries
CHS Career Center Assistant
Data Testing Assistant
Registrars
IT Administrative Assistant
WDSO Assistant
Corporation Webmaster
Level 1 IT Support
CMS Remediation Aides
Nutrition and Wellness Manager
Food Service Coordinators
Cafeteria Managers/Assistant Managers
Cafeteria Head Cashier CHS
HS Tutor Lab Aide
CHS Instructional Aides
PART TIME EMPLOYEES
Part Time (PT) classified employees are scheduled to work less than 30 hours per week; and
their jobs primarily support students during the school year. PT Employees are generally not
eligible for DSC as described in the benefits section of the handbook.
School Year; 9-10-11-month; Less-than-30-hours-per-week
Bus Drivers*
Bus Aides
Tech Supervisor*
Alternative School Aides
Instructional Aides
High Ability Aides
Title I Aides
English Language Learner (ELL) Aides
Playground/Recess/Lunch/Breakfast Aides
Utility Aides
Access Greeters
RtI Aides
49
Remediation Aides
Cafeteria Cashiers
Satellite Cafeteria Managers
Kitchen Helpers
*=Benefit eligible; see Benefits section on page 31.
