V I G O C O U N T Y S C H O O L C O R P O R A T I O N
TECHNICAL/MANAGERIAL EMPLOYEES
HANDBOOK
JANUARY 1, 2006
TABLE OF CONTENTS
PAGE
A. INTRODUCTORY STATEMENT 5
B. MISSION STATEMENT 5
C. POLICIES AND PROCEDURES 5
D. HANDBOOK PARAMETERS 5-6
E. PERSONNEL 6
F. EMPLOYMENT PROCEDURES
I. Applications for Technical/Managerial Employment and
the Hiring of New Employees 6
II. Grade/Step Placement on Wage Schedule 6
III. Policy Handbook 6
G. EMPLOYMENT APPROVAL AND ASSIGNMENT
I. Election Procedure 6-7
II. Supervision 7
III. Pay Procedure for New Technical/Managerial Employees 7
H. SICK LEAVE/FAMILY ILLNESS/BEREAVEMENT LEAVE
Sick Leave 7
Annual Sick Leave Buyback Program 7-8
Transition Buyback 8-9
Family Illness 9
Bereavement 9
I. PERSONAL LEAVE 9
J. VACATION 10-11
K. BANK OF SICK DAYS 11
L. COMPENSATION 11-12
I. Salary Schedule – Appendix B 11
II. Wage Increase 11-12
III. Work Schedule 12
IV. Travel Pay 12
V. Career Increment 12-13
VI. Holidays 13
VII. Adverse Weather Conditions 13
M. JURY DUTY LEAVE 13
N. COURT LEAVE 13
O. PERSONAL INJURY 13-14
P. FRINGE BENEFITS
I. Insurance 14-15
II. Savings Plan 15
III. Severance Pay 15
IV. Retiree’s Insurance 15-16
Q. VACANCIES, PROMOTIONS, AND TRANSFERS
I. Vacancies and Promotions 16
II. Transfers 16
III. Seniority 16
R. LEAVE OF ABSENCE 16
S. RETIREMENT
Severance Pay – See Fringe Benefits 17
T. EVALUATION AND PERSONNEL FILE
I. Evaluation Procedure 17-18
II. Personal Conference 18
III. Employee Response to Evaluation 18
U. DISCHARGE OF TECHNICAL/MANAGERIAL PERSONNEL
I. Dismissal Definition 18
II. Notification of Dismissal 18
III. Procedure and Causes 19
IV. Action by Board of School Trustees 19
V. Indictment – Violation of Criminal Law 19
V. SEXUAL HARASSMENT 20
W. FAMILY AND MEDICAL LEAVE ACT (FMLA) 20
X. WORKERS COMPENSATION 20
Y. COBRA 21
Appendix A - Sick Leave Bank Criteria 22
Appendix B - Technical/Managerial Wage Schedule 23
Acknowledgment of Receipt and Reading of Technical/Managerial
Employee Handbook 24
VIGO COUNTY SCHOOL CORPORATION
TECHNICAL/MANAGERIAL EMPLOYEES
A. INTRODUCTORY STATEMENT
This handbook shall be effective January 1, 2006 and will supersede all previous handbooks. The Vigo County School Corporation believes that all employees should be aware of and support the mission statement of the Vigo County School Corporation.
B. MISSION STATEMENT
The Vigo County School Corporation will equip students with life long learning skills and prepare them to become productive and responsible citizens.
C. POLICIES AND PROCEDURES
The policies and practices, which are of major importance to the Corporation, are highlighted as follows:
1.) The Corporation supports and enforces a smoke free environment.
2.) The Corporation supports and enforces a drug free environment.
3.) The Corporation is an equal opportunity employer.
4.) The Corporation attempts to provide competative wages and benefits within the limits established in the Corporation by Federal, State and Local directives.
5.) The Corporation is committed to providing fair treatment to all employees.
6.) The Corporation expects all employees to provide the optimum level of service to our students, parents, staff and patrons.
D. HANDBOOK PARAMETERS
The Technical/Managerial Handbook is not all-inclusive and is to be used in conjunction with general employee’s policies and procedures established by the Vigo County School Corporation.
The handbook as presented herein applies only to the Technical/Managerial employees. The handbook does not create a contract, express or implied; it is not all-inclusive and is to be used as a set of guidelines.
The handbook does not alter the “at-will” relationship between the Vigo County School Corporation and the employee. Also, the handbook does not guarantee employment for any definite period of time to the employee.
The Superintendent of the corporation can change the handbook in writing, unilaterally at any time.
E. PERSONNEL
The Vigo County School Corporation Technical/Managerial Employees shall include:
*AS 400 Systems Manager
*Accounting Supervisor/Deputy Treasurer
*Assistant Director of Transportation
*Benefits Manager
Computer Service Technicians
*Internet Systems Manager
K-12 Records Manager/Desktop Applications Specialist
*Network Manager
*Payroll Manager
*Risk Manager
*Safety Manager
Software Technician
Textbook Manager
F. EMPLOYMENT PROCEDURES
I. Applications for Technical/Managerial Employment and the
Hiring of New Employees:
a. Applications for Technical/Managerial employment
in the Vigo County School Corporation shall be made
to the Director of Human Resources or his designee.
II. Grade/Step Placement on Wage Schedule
The grade/step placement of a new employee on the wage schedule
will be recommended by the supervising Administrator and
approved by the Director of Human Resources.
III. Policy Handbook
New employees shall receive a copy of the Technical/Managerial
Employees Policy Handbook and sign the attached acknowledgement
annually.
G. EMPLOYMENT APPROVAL AND ASSIGNMENT
I. Election Procedure
Technical/Managerial personnel are employed upon the
recommendation of the Director of Human Resources,
confirmed by the Board of School Trustees, and assigned to a
specific position.
II. Supervision
Technical/Managerial personnel shall assume and complete
the responsibilities assigned to them and will be under the
general supervision of a designated supervisor.
III. Pay Procedure for Technical/Managerial Employees
Employees will be compensated on a substitute basis until
appointed by the Board of School Trustees; then, they will
be paid on the adopted wage schedule as approved by the
Board of School Trustees.
H. SICK LEAVE/FAMILY ILLNESS/BEREAVEMENT LEAVE
Technical/Managerial employees will be granted twelve (12) sick leave days per school year. Subject to the limits described herein, unused sick leave days shall accumulate and if not otherwise used, remain for severance. However, annual accumulations of sick leave days, including personal business leave days and bereavement/funeral personal leave days accumulated as additional sick leave days during a school year, are subject to buyback pursuant to the Annual Sick Leave Buyback Program described below if the accumulated sick leave days exceed one hundred twenty (120) days.
Any Technical/Managerial employee who has had a satisfactory record with the Vigo County School Corporation and has had a separation of employment shall, upon re-employment with the Vigo County School Corporation, have reinstated to the employee any previously unused sick leave days.
Annual Sick Leave Buyback Program
Effective with the 2000-2001 school year, employees who have sick leave days, including personal business leave days and bereavement/funeral personal leave days accumulated as sick leave days, in excess of one hundred twenty (120) days at the end of the school year will have those additional days that accumulated during the school year bought back at the Grade I Step 5 per diem rate in effect at the end of such school year. This contribution will be contributed by the School Corporation to the employee’s 401(a) plan account before the July 15th following the respective school year of any annual buyback. This annual buyback will be in addition to any benefits for which an employee may qualify pursuant to the Transition Buyback Program.
Notwithstanding the foregoing, the number of sick leave days bought back shall be limited in order that the accumulated sick leave days at the end of a school year are not reduced below one hundred twenty (120) sick leave days. Furthermore, the annual buyback shall be limited in such manner as is necessary as not to exceed the annual limitations on contributions to an employee’s 401(a) plan account as established in the Internal Revenue Code.
Transition Buyback
Employees will also participate in the Transition Buyback Program of sick leave days if an employee has accumulated sick leave days, including personal business leave days and bereavement/funeral personal leave days accumulated as sick leave days, in excess of one hundred twenty (120) days as of the end of the 2001-2002 school year, but after giving effect to the Annual Sick Leave Buyback Program.
During each school year of this Transition Buyback Program, the School Corporation shall make contributions to an eligible employee’s 401(a) plan account for up to the twenty-four (24) of the sick leave days that were in excess of one hundred twenty (120) days at the end of the 2001-2002 school year, but which have not previously been purchased under the Transition Buyback Program, the Annual Sick Leave Buyback Program, or otherwise used by the employee.
The determination of the number of days to be bought back will be made at the end of each school year of the transition plan and the contributions will be made to the employee’s 401(a) plan account before the July 15th immediately following the school year end. The amount contributed shall be equal to the product of: (i) the number of sick leave days bought back under the Transition Buyback Program times (ii) the employee’s current per diem rate in effect at the end of the school year for which the sick leave days are being bought back.
If during the Transition Buyback period an employee utilizes sick leave days that would reduce his/her then-current sick leave day accumulation, then the employee’s sick leave day accumulation will be accordingly reduced and the days eligible for buyback under the Transition Buyback Program will also be reduced.
Notwithstanding the foregoing, the maximum annual buyback under the Transition Buyback Program shall be limited to that amount that does not exceed the annual contribution limits established by the Internal Revenue Code.
If an employee retires during the Transition Buyback Program and there remain any days eligible for buyback under this Program, then the value of those remaining sick leave days, in addition to any compensation pursuant to the Annual Sick Leave Buyback Program, will be paid to the retiring employee in the last year of employment as follows:
a) First, to the employee’s 401(a) plan account to the maximum
possible limits under the Internal Revenue Code; and
b) Second, as an addition to any severance payable under Section P below, with any such amount payable at the same time as other severance payments, but with the days eligible for buyback paid at the employee’s current per diem rate in effect at the time of severance.
Family Illness
1) Serious illness in the Technical/Managerial employee’s family. Technical/Managerial employees shall be allowed up to five (5) days leave per year with pay in the case of serious illness, major surgery, or serious accident involving a member of the Technical/Managerial employee’s family. Immediate family is defined as spouse, parent, child, grandparent, grandchild, brother, sister, aunt, uncle, niece, nephew, all by blood or marriage and regardless of residence, or other persons residing in the household of the employee.
2) After five (5) days of serious illness in the immediate family, the Technical/Managerial employee may use his/her annual and accumulated sick leave. The term “immediate family” shall mean spouse, parent, child, grandparent, grandchild, brother, sister, aunt, uncle, niece, nephew, all by blood or marriage and regardless of residence, or any person living in the Technical/Managerial employee’s home at the time of the illness.
Bereavement
A Technical/Managerial employee shall be allowed full pay for absence caused by each death in the family of such Technical/Managerial employee for a maximum period of up to five (5) consecutive days beyond each death, upon request presented to the Superintendent. Family is defined as follows: spouse, parent, child, grandparent, grandchild, brother, sister, aunt, uncle, niece, nephew, all by blood or marriage; also, any person who, at the time of death, had been living as a regular member of the household of the Technical/Managerial employee. Upon request of the employee, a maximum of three (3) of the five (5) such bereavement days may be used at any time within thirty (30) calendar days of the date of death.
I. PERSONAL LEAVE
Five (5) personal leave days and one (1) bereavement/funeral personal leave day shall be granted per year without loss of compensation. No reasons shall be necessary other than “personal business”. A request in writing to the supervisor
shall be filed no later than the pay period in which the personal leave absence occurred. Employees shall be notified of their unused personal leave days on each pay check stub. Unused regular personal leave days shall be accumulated as sick leave for the following school year.
J. VACATION
I. Paid vacation shall be determined as follows:
Effective January 1, 2006, two weeks vacation shall be earned after the first year of employment; three weeks vacation shall be earned in each of the second through the sixth years of employment; four weeks vacation shall be earned in the seventh through the end of the 15th year of employment and each year thereafter.
b. Vacation days not taken during the year they are earned may be
accumulated up to a total of forty (40) days.
c. Vacation pay will be paid on the regular pay day for the period
in which the employee was on vacation.
d. Technical/Managerial employees are permitted to split or take
their entire vacation at one time, providing they have approval
of the supervisor. The time of taking such vacation shall be
subject to the approval of the supervisor and requests shall be
written.
e. Holidays which fall within the vacation period shall not be counted as vacation. In this instance, the vacation shall have an extra day.
f. Vacation schedules for Technical/Managerial employees must
be approved by the supervisor.
g. Vacation is earned in the 10 month period beginning August 1
through May 31 of each school year. Only full months will be
counted.
h. If a Technical/Managerial employee resigns or retires from the
School Corporation with accumulated vacation days, the
Technical/Managerial employee shall be paid at his/her
per diem for those vacation days which have accumulated,
but not in excess of twenty (20) days.
If a Technical/Managerial employee dies with accumulated
vacation days, the Technical/Managerial employee shall be
paid at his/her per diem rate for those vacation days which
have accumulated, but not in excess of forty (40) days.
K. BANK OF SICK DAYS
In addition to the above mentioned sick, vacation, and personal leave days, the employer hereby establishes the following:
I. A Sick Leave Bank one hundred (100) days for personal illness, excluding pregnancy, for the use of all Technical/Managerial employees on July 1st of each school year. Said Sick Leave Bank shall be for the use of Technical/Managerial employees who, after having first used