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Policy No. 510
Philosophy of Human Resource Management

Policy
The District's philosophy of human resource management is to attract and retain the best qualified people to work successfully with students and the community. The Superintendent shall create and sustain an environment that supports the development and realization of human potential and supports the District's core values. Treatment of and dealing with employees shall be humane, fair and dignified. As such, the District will adhere to the following commitments in all matters dealing with human resource management:

• The District will adhere to all state and federal laws and regulations, as well as the terms of all employee and union contracts in matters of human resource management.
• All District professional staff will meet or exceed the minimum qualifications as set forth by the state and the District and be able to perform the essential functions of their position.
• All other staff members will meet or exceed the qualifications outlined in the position descriptions and such other qualifications developed by the administration and be able to perform the essential functions of their position.
• The District will participate in an ongoing program of supervision and evaluation, as identified in the administrative procedures binder for staff supervision.
• The District will practice equal employment opportunities in all personnel matters and procedures, and will not discriminate against applicants or employees.
• The District will maintain a learning and working environment free from any form of harassment or intimidation and will stop any discrimination that may occur.
• The District will maintain a safe, drug-free working and learning environment;

The Superintendent will be responsible for human resource management in accordance with the District’s philosophy of human resource management, applicable Board governance policies and established administrative policies and procedures.

LEGAL REF.:  Sections 111.31 – 111.395    Wisconsin Statutes
111.70
118.195
118.20

CROSS REF.:   310, Philosophy of Educational Programs, Instruction and Materials
511, Equal Opportunity Employment
512, Harassment
522.1, Drug-Free Workplace
533, Staff Employment
720, Safety Program

Exhibits:
No Exhibits

Adopted:
August 2002

Revised:
September 18, 2007

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Policy No. 511
Equal Opportunity Employment

Policy
The District is an equal opportunity employer. Personnel hiring and administration in the District shall be conducted so as not to discriminate against applicant or employee on the basis of age, race, religion,sex or sexual orientation, marital status, national origin, disability or handicap, creed, color, political affiliation, pregnancy, citizenship,ancestry, arrest record, conviction record not substantially related to the nature of a person's job or activity in the school, membership in the national guard, state defense force or any other United States or Wisconsin reserve component of the military forces, use or nonuse of lawful products off school premises during non-working hours, or any other reason prohibited by state or federal law. The District shall carefully and systematically examine all of its employment policies and practices to be sure they do not either purposely or inadvertently operate to the detriment of any persons.

Reasonable accommodations shall be made for qualified individuals with a disability or handicap, unless such accommodations would impose an undue hardship to the District.

Discrimination complaints shall be processed in accordance with established procedure. Notice of this policy and complaint procedure will be published annually.

Procedure
Any complaint regarding the interpretation or application of the District’s nondiscrimination policy shall be processed in accordance with the following procedures:

A.  Informal Resolution
Any employee or applicant for employment who feels he/she has been a victim of discrimination shall report his/her concern to the building principal or designee. The principal or designee shall meet with the parties involved to discuss the concern and shall try to resolve the matter accordingly. The principal or designee may consult with appropriate District-level administrators regarding District nondiscrimination policies and the discrimination complaint process. If the concern is not resolved to the satisfaction of the complainant through this process, he/she may initiate a formal complaint in accordance with the procedures listed below.

B.   Formal Procedures

      1.   The District’s “Discrimination Complaint Form” shall be completed by the complainant
and signed. Except as otherwise provided, this complaint form shall be submitted to the District Nondiscrimination Officer or designee. Upon receiving a written or verbal complaint, the District Nondiscrimination Officer or designee shall investigate the alleged discrimination and make a written decision regarding the case. Copies of the written decision shall be mailed or delivered to the complainant.

a.   If the District Nondiscrimination Officer or designee determines the individual and/or District is in compliance with state and federal laws and regulations, the District Nondiscrimination Officer or designee shall state the reason in writing to the complainant.

b. If the District Nondiscrimination Officer or designee finds probable cause to believe that the individual and/or District is discriminating in violation of state and federal laws and regulations, the District Nondiscrimination Officer or designee shall advise the Superintendent of steps to bring the individual and/or District into compliance.

The District Nondiscrimination Officer or designee may consult with appropriate District-level administrators regarding District nondiscrimination policies and the discrimination complaint process.

      2.   If the complainant is dissatisfied with the decision of the District Nondiscrimination Officer, he/she may appeal the decision in writing to the Superintendent. The Superintendent shall investigate the alleged discrimination and make a written decision regarding the case. Copies of the decision shall be mailed or delivered to the complainant, the District Nondiscrimination Officer or designee and appropriate District-level administrators.

      3.   Appeals beyond the Superintendent may be made to the appropriate agencies and/or courts having proper jurisdiction. For example, teacher and administrative personnel discrimination complaints may be appealed to the State Superintendent of Public Instruction.

C.   Exceptions
Nothing in these procedures shall prevent an individual from filing a complaint directly with a state or federal agency as authorized by law. For example:

      1.   Complaints involving alleged violations of federal laws such as Title IX of the Education Amendments of 1972, Title VI of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990 or Section 504 of the Rehabilitation Act may be filed at any time with the Office of Civil Rights, U.S. Department of Education, 111 N. Canal Street, Room 1053, Chicago, IL  60606.

      2.   Complaints involving alleged violations of Wisconsin’s Fair Employment Standards may be filed at any time with the Equal Rights Division of the Wisconsin Department of Workforce Development.

D.  Maintenance of Complaint Records
Records of all discrimination complaints shall be kept for the purpose of documenting compliance and past practices. The records shall include information on all levels of the complaint and any appeals. The records should include:

1.   The name of the complainant and his/her title or status.
2.   The date the complaint was filed.
3.   The specific allegation made and any corrective action requested by the complainant.
4.   The name(s) of the respondents.
5.   The levels of processing followed, and the resolution, date and decision-making authority at each level.
6.   A summary of facts and evidence presented by each party involved.
7.   A statement of the final resolution and the nature and date(s) of any corrective or remedial action taken.

LEGAL REF.: Sections   111.31-111.395         Wisconsin Statutes
118.195 
118.20
Titles VI and VII, Civil Rights Act of 1964, as amended by the Equal
Employment Opportunity Act of 1972 
Title IX, Education Amendments of 1972
Section 504, Rehabilitation Act of 1973 
Age Discrimination Act of 1975 
Pregnancy Discrimination Act
Immigration Control and Reform Act of 1986 
Americans with Disabilities Act of 1990
Civil Rights Act of 1991

CROSS REF.:   411, Equal Educational Opportunities
510, Philosophy of Human Resource Management
512, Harassment
526, Personnel Records
533, Staff Employment
533.1, Criminal Background Checks (Pre-Employment)

Exhibits:
No Exhibits

Adopted:
August 2002

Revised:
September 18, 2007

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Policy No. 512
Harassment

Policy
The District is committed to maintaining a learning and working environment that is free of harassment or intimidation toward students and employees. The District will not tolerate any form of harassment, including sexual harassment, and will take all necessary and appropriate action to eliminate it, up to and including discipline of the offenders.

Harassment refers to physical or verbal conduct, or psychological abuse, by any person that disrupts or interferes with a person's work or school performance, or which creates an intimidating, hostile or offensive work or learning environment.It may occur student to student, student to staff, staff to student, staff to staff, male to female, female to male, female to female, or male to male. Harassment may include, but is not limited to, the following:

• Verbal harassment, including epithets, kidding, derogatory comments, slurs or ethnic jokes;
• Physical interference with movement, activities or work;
• Visual harassment, including derogatory cartoons, drawings or posters; and
• Sexual harassment, which is defined as any deliberate, repeated or unwanted verbal or physical sexual contact, sexually explicit derogatory statement, or sexually discriminating remark that is offensive or objectionable to the recipient or which causes the recipient discomfort or humiliation or which interferes with the recipient's academic or work performance. Sexual harassment can take the form of any unwanted sexual attention, ranging from leering, pinching, patting, verbal comments, display of graphic or written sexual material and subtle or expressed pressure for sexual activity. In addition to the anxiety caused by sexual demands on the recipient, sexual harassment may include the implicit message from the alleged offender that noncompliance will lead to reprisals. Reprisals may include, but are not limited to, the possibilities of harassment escalation, unsatisfactory academic/work evaluations, difference in academic/work treatment, sarcasm, or unwarranted comments to or by peers.

Any student or District employee who believes he/she has been subject to harassment may file a complaint in accordance with established discrimination complaint procedures. It is the intent of the District to create an atmosphere where complaints will be treated fairly and quickly. If the alleged harasser is the person to whom the complaint would normally be made, the complaint should be made to the next higher administrative authority in the complaint procedure. If a student does not feel comfortable with making the complaint to the designated person, he/she may make the complaint to any other adult employee, who will report the complaint to the appropriate person. There shall be no retaliation against anyone who has reported harassment or cooperates in a harassment investigation. The District shall respect the confidentiality of both the complainant and the accused consistent with the District’s legal obligations and with the necessity to investigate allegations of misconduct and take corrective action when this conduct has occurred.

If a harassment complaint involves a District employee and a student, both the Director of Employee Services and the Director of Student Services shall be involved in the complaint investigation process and follow-up activities.

Persons who engage in harassment in violation of this policy shall be subject to school disciplinary measures consistent with District policies and procedures and employee collective bargaining agreements (if applicable).

Notice of this policy will be circulated to all schools and departments in the District on an annual basis and incorporated in employee and student handbooks.

LEGAL REF.:                 Sections        111.31           Wisconsin Statutes
111.32(13)
111.36(1)(b)
118.13
118.20
947.013
947.025
PI 9, Wisconsin Administrative Code
Title VII, Civil Rights Act of 1964
Title IX, Education Amendments of 1972

CROSS REF.:   347, Student Records
363.2, Acceptable Use of the Internet and Other Computer-Related
Technologies
411, Equal Educational Opportunities
443, Student Conduct and Discipline
447.3, Student Suspension/Expulsion
510, Philosophy of Human Resource Management
511, Equal Opportunity Employment
522.7, Staff Internet Acceptable Use
526, Personnel Records
Student Code of Conduct
Current Employee Agreements

Exhibits:
No Exhibits

Adopted:
September 18, 2007

Revised:

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Policy No. 522.1
Drug-Free Workplace

Procedure
The following procedure shall be used as a guideline in administering the policy regarding a drug-free workplace.

A.  Under the Influence
When a supervisor judges that an employee is not fit for duty as a result of the employee's abnormal speech, physical or mental behavior, then the supervisor shall use his/her best judgment in utilizing the following guidelines. The supervisor shall:

1.   Attempt to have at least one other administrator or supervisor observe the employee's behavior.

2.   Consult with the Superintendent or, in his/her absence, the Director of Employee Services.

3.   Advise the employee, if in a bargaining unit, of the right to have a representative of the union at the meeting to discuss the matter. However, the availability of a union representative should not significantly delay the investigation process.

4.   Offer the employee the opportunity to explain, in private, the reasons for the abnormal behavior(s). Another administrator should be present whenever possible as well as the union representative mentioned above.

5.   Record in detail the time, date and nature of abnormal behavior(s).

6.   Refuse to allow the employee to work when there is serious question of the employee's fitness for duty. The employee should not be allowed to operate a District vehicle. The employee should be offered the opportunity to be transported home rather than operate a motor vehicle.

7.   Notify the employee that the incident will be reviewed with the Superintendent and disciplinary action may follow which may include a letter of reprimand, suspension without pay and/or termination of employment.

a.   If the employee acknowledges that he/she is under the influence of alcohol or some other controlled or illicit mood altering drug, then the employee may utilize a reimbursable absence in lieu of suspension without pay. The employee then must undergo an alcohol and other drug abuse (AODA) assessment at a site designated by the District and follow the recommendation of the treatment provider before being allowed to return to work.

b.   If the employee insists that he/she is not under the influence of alcohol or some other controlled or illicit mood altering drug, then the employee will be offered the opportunity to proceed to a site of the District's choice for confirmation testing of specimen samples. If the specimen samples do not indicate the presence of alcohol or other controlled or illicit mood altering drugs, then the District will bear the cost of the test. However, if the test results indicate the presence of alcohol or other controlled or illicit mood altering drugs, then the employee will bear the expense of the tests.

B.   Use, Possession, Distribution, Sale, Transfer, Dispensing, Manufacture
When a supervisor or administrator has reason to believe that an employee is engaged in the use, possession, distribution, sale or transfer of alcohol, other controlled or illicit mood altering drugs or drug paraphernalia, or engaged in the manufacturing or dispensing of controlled or illicit mood altering drugs while on District property or fulfilling the responsibilities of his/her job, then the supervisor should use his/her best judgment in utilizing the following guidelines. The supervisor shall:

1.   Confiscate immediately all alcohol, other controlled or illicit mood altering drugs and/or drug paraphernalia, whenever possible.

2.   Preserve the evidence. Record in detail the time, dates and related pertinent facts of the incident.

3.   Report the incident to the Superintendent or designee.

4.   Advise the employee of the right to have a representative of the union, or another member of the same non-union labor unit, present at a meeting to discuss the matter.

5.   Interview the employee(s) involved in private. Another administrator may be present as well as the representative of the union mentioned above.

6.   Contact the local authorities if he/she has reason to believe that alcohol or other controlled or illicit mood altering drugs or drug paraphernalia are involved. The confiscated alcohol, drugs and drug paraphernalia should be turned over to the authorities and a signed receipt should be requested. It is recommended that law enforcement personnel pick up the evidence. If, however, it is necessary for the supervisor to transport the evidence to the authorities then the local authorities must be informed that the supervisor will be transporting the evidence.

7.   Notify the employee that the incident will be reviewed with the Superintendent and disciplinary action may follow which may include a letter of reprimand, suspension without pay and/or termination of employment and referral for prosecution.

8.   If alcohol and/or drugs or drug paraphernalia are found on District property and it is not obvious who the owner is, report the incident to the Superintendent and the local law enforcement agency. An effort will be made to determine the owner of the property by questioning personnel who may have been in the immediate area.

LEGAL REF.:  Sections 120.13(1)(a)      Wisconsin Statutes
121.02(1)(i)
125.09(2)
Chapter 961
Drug-Free Workplace Act of 1988

CROSS REF.:   510, Philosophy of Human Resource Management
511, Equal Opportunity Employment
522.11, Drug and Alcohol Use by Bus Drivers
523.3, Employee Assistance Program
831, Tobacco Use on School Premises
Current Negotiated Employee Agreements

Exhibits:
No Exhibits

Adopted:
November 9, 1992

Revised:
August 2002
September 18, 2007

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Policy No. 522.11
Drug and Alcohol Use by Bus Drivers

Policy
School bus drivers shall be subject to the prohibitions included in the District's drug-free workplace policy as they relate to the manufacture, dispensing, possession, distribution, transfer or sale of alcohol, other controlled substances or mood altering drugs or drug paraphernalia. In addition, bus drivers shall be subject to the following specific prohibitions regarding use or being impaired by alcohol or drugs:

(1)  Drivers shall be prohibited from any alcohol misuse that could affect performance of a safety sensitive function including: use on the job, use during the four hours before driving, having prohibited concentrations of alcohol in their systems while driving, and use following an accident.

(2)  No driver shall report for duty or remain on duty requiring the performance of a safety-sensitive function when he/she uses any illegal drug or controlled substance, except when the use of a controlled substance is pursuant to the instructions of a physician who has advised the driver that the drug does not adversely affect his/her ability to safely operate a motor vehicle.

In accordance with federal laws and regulations, the District shall be responsible for implementing a drug and alcohol testing program for school bus drivers. The purpose of the testing program shall be to help prevent accidents and injuries resulting from the misuse of alcohol and drugs by bus drivers. The testing program shall be administered by the Transportation Supervisor.

Bus drivers shall be subject to pre-employment, reasonable suspicion, random, post-accident, return-to-duty and follow-up alcohol and drug testing pursuant to federal regulations and District procedures. These procedures use an evidential breath testing device for alcohol testing. For drug testing, urine specimen collection and testing by a laboratory certified by the U.S. Department of Health and Human Services shall be required. An employee covered by the federal regulations may not refuse to take a required drug or alcohol test or the driver will not be allowed to perform safety-sensitive functions.

If the testing confirms prohibited alcohol concentration levels or the presence of an illegal drug or controlled substance, the employee shall be removed immediately from safety-sensitive functions in accordance with the federal regulations. Before a driver is reinstated, if at all, the driver shall undergo an evaluation by a substance abuse professional, comply with any required rehabilitation and undergo a return-to-duty test with verified test results.

A driver who is prohibited from performing safety-sensitive functions may be assigned to non-safety-sensitive functions, if available, until such time as the driver complies with the requirements for returning to duty.

The District retains the authority consistent with state and federal law to discipline or discharge any employee who is an alcoholic or chemically dependent and whose current use of alcohol, drugs or other controlled substances affects the employee's qualifications for and performance of his/her job. The District is not required under federal law requiring drug or alcohol testing to provide rehabilitation or pay for substance abuse treatment, or to reinstate the employee.

The District shall maintain records in compliance with the federal regulations in a secure location with controlled access.

Procedure
School bus drivers who operate a motor vehicle requiring a commercial driver's license are subject to a drug and alcohol testing program that fulfills the requirements of the federal regulations. These District procedures reflect several requirements of the federal regulations but are not intended in any way to modify or limit the procedures for drug and alcohol testing specifically addressed in the federal regulations. District personnel will adhere to the detailed provisions of federal regulations in administering the District's drug and alcohol testing program.

References to "tests" in these regulations include both drug and alcohol tests unless the context specifies otherwise. "Drugs" refer to marijuana, cocaine, opiates, phencyclidine (PCP) and amphetamines (including methamphetamine).

A.  Types of Testing

1.   Pre-Employment Tests
Pre-employment drug testing shall be administered to an applicant offered a position in the District prior to the first time the driver performs any safety-sensitive function for the District. The tests will be required of an applicant only after he/she has been offered the position. Employment with the District is conditional upon the applicant receiving a negative drug test result.

An employee also may be exempt from the pre-employment drug test if: (a) he/she has participated in a drug testing program within 30 days prior to the application for employment, AND (b) while participating in that program, he/she either was tested for drugs within the last six months (from the date of application) or participated in a random drug testing program in the previous 12 months, AND (c) the District has been able to make all verifications required by law.

In addition to the drug testing required by federal regulations, the District shall require a pre-employment alcohol test to be administered to an applicant offered a bus driver position in the District prior to the first time he/she performs any safety-sensitive function for the District. Employment with the District is conditional upon the applicant receiving a satisfactory alcohol test result.

2.   Post-Accident Tests
Tests will be conducted as soon after an accident as practicable on any driver who:

a.   Was performing a safety-sensitive function with respect to the vehicle and the accident involved loss of human life, one or more persons requiring medical treatment away from the accident scene and/or one of the vehicles being towed from the scene; or
b.   Received a citation under state or local law for a moving traffic violation arising from the accident.

No driver involved in an accident may use alcohol for eight hours after the accident or until after he/she undergoes a post-accident alcohol test, whichever occurs first.

If an alcohol test is not administered within two hours, or if a drug test is not administered within 32 hours after the accident, the District will prepare and maintain records explaining why the test was not conducted. If an alcohol test is not administered within eight hours and a drug test within 32 hours after the accident, the District will cease such efforts and will maintain records of the reasons therefore.

Tests conducted by authorized federal, state or local officials will fulfill post-accident testing requirements provided they conform to applicable legal requirements and are obtained by the District. Breath tests will validate only the alcohol test and may not be used to fulfill drug testing obligations.

3.   Random Tests
The District will conduct tests on a random basis at unannounced times throughout the year. Random alcohol testing shall be limited to the time period during or surrounding the performance of safety-sensitive functions which includes just before or just after the employee performs the safety-sensitive function. Random tests for drugs may or may not be conducted in the immediate time proximity to performing safety-sensitive functions. Once notified of selection for testing, a driver must proceed immediately to a designated collection site to provide a urine and/or breath specimen.

Drivers will be selected by a scientifically valid random process, and each driver will have an equal chance of being tested each time selections are made. The number of bus drivers selected for random testing will be in accordance with federal regulations.

4.   Reasonable Suspicion Tests
Tests must be conducted when a supervisor or administrator who has been trained to recognize signs or symptoms of drug or alcohol use has reasonable suspicion that the driver has violated the District's alcohol or drug use prohibitions. This reasonable suspicion must be based on specific, contemporaneous observations concerning the driver's appearance, behavior, speech or body odors. The observations may include indications of chronic and withdrawal effects of drugs. The conduct must be witnessed by at least two supervisors or District officials if feasible. If not feasible, only one supervisor or District official need witness the conduct.

Alcohol tests will be authorized for reasonable suspicion only if the required observations are made just before, during, or just after the period of the work day when the driver must comply with alcohol prohibitions. If an alcohol test is not administered within two hours of a determination of reasonable suspicion, the District will prepare and maintain a record explaining why this was not done. Attempts to conduct alcohol tests will terminate after eight hours. An alcohol test may not be conducted by the person who determines that reasonable suspicion exists to conduct such a test.

A supervisor or District official who makes a finding of reasonable suspicion also must make a written record of his/her observations leading to a reasonable suspicion drug test within 24 hours of the observed behavior or before the results of the drug test are released, whichever is earlier.

5.   Return-to-Duty Tests
A test will be conducted when a bus driver who has violated the District's drug or alcohol use prohibition returns to performing safety-sensitive duties.

Bus drivers whose conduct involved misuse of drugs may not return to duty in a safety-sensitive function until the return-to-duty drug test produces a verified negative result.

Bus drivers whose conduct involved misuse of alcohol may not return to duty in a safety-sensitive function until the return-to-duty alcohol test produces a verified negative result that meets federal and District standards.

6.   Follow-Up Tests
A bus driver who violates the District's drug or alcohol use prohibition and is subsequently identified by a substance abuse professional as needing assistance in resolving a drug or alcohol problem will be subject to unannounced follow-up testing as directed by the substance abuse professional in accordance with the law. Follow-up alcohol testing will be conducted just before, during or just after the time when the driver is performing safety-sensitive functions.

B.   Recordkeeping
Upon receiving the bus driver's required consent, the District will obtain any of the information concerning drug and alcohol testing from the driver's previous employer. A driver shall be entitled, upon written request, to obtain copies of any records pertaining to the driver's use of alcohol or drugs, including information pertaining to alcohol or drug tests.

Employee drug and alcohol test results and records will be maintained under strict confidentiality and released only in accordance with law. Records will be made available to a subsequent employer or other identified persons only as expressly requested in writing by the bus driver.

C.   Notifications
The District shall take steps to ensure that employees receive the notifications required by federal regulations.

1.   Driver Notification of Requirements – Each bus driver will receive materials that explain the federal alcohol and drug testing requirements (49 C.F.R. Part 382), together with a copy of the District's policy and procedures for meeting these requirements. The District will inform drivers of this information before drug and alcohol tests are performed. Each driver must sign a statement certifying that he/she has received a copy of the District's policy and procedures.

2.   Driver Notification of Drug Test Results – The District will notify a bus driver of the results of a pre-employment drug test if the driver requests such results within 60 calendar days of being notified of the disposition of his/her employment application. The District will notify a bus driver of the results of random, reasonable suspicion and post-accident drug tests if the test results are verified positive. The District also will inform the driver which drugs were verified as positive.

3.   Transportation Supervisor Notification of Prescription Drug Use – A bus driver will inform the Transportation Supervisor if at any time he/she is using a drug which his/her physician has prescribed for therapeutic purposes. Such a drug may be used only if the physician has advised the driver that it will not adversely affect his/her ability to safely operate a commercial motor vehicle.

D.  Enforcement
Any bus driver who refuses to submit to post-accident, random, reasonable suspicion or follow-up tests will not be allowed to perform or continue to perform safety-sensitive functions.

A driver who in any other way violates District prohibitions related to drug or alcohol use will receive from the District the names, addresses and telephone numbers of substance abuse professionals and counseling and treatment programs available to evaluate and resolve drug and alcohol-related problems. The employee will be evaluated by a substance abuse professional who will determine what help, if any, the driver needs in resolving such a problem.

Any substance abuse professional who determines that a bus driver needs assistance will not refer the driver to a private practice, person or organization in which he/she has a financial interest except under circumstances allowed by law.

Before a driver is returned to safety-sensitive functions, if at all, the District must ensure that the employee:

1.   Has been evaluated by a substance abuse professional;
2.   Has complied with any recommended treatment;
3.   Has taken a return-to-duty test (alcohol tests must indicate an alcohol concentration level of less than 0.02); and
4.   Is subject to unannounced follow-up tests. The number and frequency of such follow-up testing will be as directed by the substance abuse professional and consist of at least six tests in the first 12 months following the bus driver's return to duty.

E.   Staff Training
The District shall take steps to insure that supervisors receive proper training to administer the bus driver drug and alcohol testing program. The training shall cover the physical, behavioral, speech and performance indicators of probable alcohol misuse and drug use.

LEGAL REF.:  Omnibus Transportation Employee Testing Act of 1991 (49 U.S.C. S2717 et. Seq.)
Procedures for Transportation Workplace Drug and Alcohol Testing Programs 
(49 C.F.R Part 40)
Controlled Substance and Alcohol Use and Testing (49 C.F.R Part 382)
Driver Qualifications (49 C.F.R Part 391)
Commercial Driver's License Act (C.R.S. 42-2-501 et. seq>)
Drug-Free Workplace Act of 1988

CROSS REF.:   522.1, Drug-Free Workplace
523.3, Employee Assistance Program

Exhibits:
No Exhibits

Adopted:
November 1995

Revised:
August 2002
September 18, 2007

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Policy No. 522.7
Staff Internet Acceptable Use

Policy
School access to the Internet is available to all faculty and staff in the District without cost.

The Internet is an electronic network connecting computers all over the world with millions of people. Access to electronic mail (e-mail) and information from the World Wide Web provides a wide range of resources to faculty and staff.

Even with Internet filtering, as required by the Children's Internet Protection Act (CIPA), it is impossible to control all materials on the World Wide Web global network. The benefits of Internet access to faculty and staff, in the form of information resources and opportunities for collaboration, far exceed any disadvantages.

The following guidelines govern faculty and staff use of Internet resources:

1.   Deliberate accessing or transmitting materials that are obscene, sexually explicit or child pornography is prohibited.

2.   Deliberate transmission of any material in violation of any federal or state regulation is prohibited. This includes, but is not limited to, copyrighted material, hate mail, harassment, discriminatory or defamatory remarks and threatening material.

3.   Users shall abide by the rules of network etiquette. These include using appropriate language, respecting the privacy of others and not disrupting the use of the network.

4.   Attempts to gain unauthorized access to system software applications, passwords or computer equipment are prohibited.

5.   Any malicious attempt to harm, modify or destroy data of another user is prohibited.

6.   E-mail is not encrypted or otherwise protected and therefore privacy can not be guaranteed. E-mail should not be used to communicate confidential student or district information unless security measures are in place to protect the privacy of such information.

7.   Faculty and staff are reminded that school computers and Internet resources are owned by the District. The District reserves the right to monitor and access an employee’s Internet activities and e-mail content. Employees will be required to sign a written consent form whereby the individual consents to monitoring of all the individual’s Internet activities, including, but not limited to, web sites accessed, newsgroup activities and e-mail content.

8.   E-mail messages sent or received by faculty and staff related to school business may be considered public records and subject to inspection, disclosure and retention in accordance with provisions of the state public records law and applicable District policies and procedures.

Policy violations may result in restriction of access to District Internet resources, appropriate disciplinary action in accordance with applicable District policies, procedures and collective bargaining agreements and/or legal action, if warranted.

This policy shall be shared with all faculty and staff on an annual basis.

LEGAL REF.:  Sections    118.125       Wisconsin Statutes
120.12(1)
943.70
947.0125
Chapter 19, Subchapters II and IV
ADM 12, Wisconsin Administrative Code
Children’s Internet Protection Act
Federal Copyright Law [17 U.S.C.]
Electronic Communications Privacy Act  [18 U.S.C. § 2510-2522)
Technology Education and Copyright Harmonization Act (TEACH Act)
Federal Family Educational Rights and Privacy Act

CROSS REF.:   347, Student Records
363.2, Acceptable Use of the Internet and Other Computer-Related
Technologies
511, Equal Opportunity Employment
512, Harassment
771.1, Use and Duplication of Copyrighted Materials
823, Access to Public Records
Current Employee Agreements

Exhibits:
No Exhibits

Adopted:
November 2002

Revised:
September 18, 2007

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Policy No. 523.1
Staff Physical Examinations

Policy
Upon initial employment, all employees of the District shall have a physical examination, including a chest x-ray or tuberculin test, or submit proof of an examination within the past 90 days. An employee may be exempt from the physical examination requirement for religious reasons only if an affidavit has been filed with the District claiming such exemption.

The District reserves the right to require additional medical and/or psychological examination, whenever, in an administrator's judgment, the employee shows evidence of deviation from normal physical and/or mental health in performance of his/her duties. The District shall specify which physician may perform the examination in accordance with established procedures.

The cost of the initial physical examination, as prescribed by state law, shall be paid by the District. The cost of other required tests or examinations shall be provided by the District or paid by the District in accordance with established procedures.

Certificates of examination shall be maintained in the Employee Services Department, along with any recommendations from the employee's physician.

LEGAL REF.:  Sections 118.25          Wisconsin Statutes
120.52(3)
Americans with Disabilities Act of 1990

CROSS REF.:   522.11, Drug and Alcohol Use by Bus Drivers
526, Personnel Records
523.2, Staff Communicable Diseases
533, Staff Employment
534, Substitute Professional Staff Employment
Current Employee Agreements

Exhibits:
No Exhibits

Adopted:
August 2002

Revised:
September 19, 2007

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Policy No. 523.2
Staff communicable Diseases

Procedure

1.   Employees who are diagnosed as having a communicable disease that poses a significant risk of transmission to others in the school environment or renders them unable to adequately perform their job duties and responsibilities shall be excused from work. The length of time an employee is excused shall vary depending upon the individual case.

2.   The determination as to whether and under what circumstances an employee's communicable disease poses a significant health risk to others in the school environment or makes adequate performance impossible shall be made by the Superintendent, or designee, in consultation with local and/or state public health officials.

3.   Before making a determination that an employee should be excused from work, the Superintendent, or designee, shall inform the employee of the reasons for the contemplated action and shall consider any information the employee may choose to offer regarding his/her condition. The Superintendent, or designee, shall also consider whether a reasonable accommodation could eliminate the health risk to the employee or others and/or permit adequate performance.

4.   The Superintendent shall provide written notice to any employee excused from work pursuant to this procedure. Employees so excused may utilize any applicable alternative employment opportunities provided under existing District policies and/or collective bargaining agreement provisions (e.g. sick leave, unpaid or paid leave of absence, reassignment). Employees shall not be guaranteed continued or renewed employment except to the extent provided under such policies or provisions.

5.   Appeals
a.   Employees excused from work pursuant to this procedure and subject to a collective bargaining agreement may appeal the Superintendent's determination or action according to the grievance procedure set forth in the collective bargaining agreement.

b.   Employees excused from work pursuant to this procedure and not subject to a collective bargaining agreement may appeal the Superintendent's determination or action as follows:

(1)  Complaints must be made in writing, signed by the grievant, and submitted within 10 consecutive school days of the disputed determination or action. The complaint must contain: a statement of the facts, a statement of the relief requested and any necessary medical information.

 (2)  If the determination or action was made by someone other than the Superintendent, an appeal may be made to the Superintendent. The Superintendent will confer with the parties involved and render a written decision within 10 consecutive school days of receipt of the complaint.

A grievant who remains unsatisfied with the Superintendent's decision may appeal to the Board. This appeal must be made in writing, signed by the grievant, and submitted to the Board President within 10 consecutive school days of the Superintendent's decision and must state the reasons for disagreement with that decision. The Board will afford the grievant a hearing, upon request, and will render a written decision within 10 consecutive school days of receipt of the appeal or of a hearing is held conclusion of the hearing.

Appeals beyond the Board may be made in accordance with state and federal laws and regulations.

(3)  If the original determination or action was made by the Superintendent, an appeal may be made directly to the Board as outlined in (2) above.

(4)  Except to the extent prohibited by law, District policies or collective bargaining agreement provisions, an employee may be excused from work during the appeal.

LEGAL REF.:  Sections  111.34     Wisconsin Statutes
118.195
118.20
118.25
121.02(1)(i)
146.81-146.84
252.15
252.19
252.21
HFS 145 and COMM 32.50(2), Wisconsin Administrative Code
29 CFR, Part 1910 - Subpart Z  [Bloodborne Pathogens Standard]
Americans with Disabilities Act of 1990
Section 504, Rehabilitation Act of 1972

CROSS REF.:   453.3, Communicable Diseases
511, Equal Opportunity Employment
523.1, Staff Physical Examinations
526, Personnel Records
532.31, Unpaid Personal Leave
882, Relations with External Agencies
District Exposure Control Plan
Current Employee Agreements

Exhibits:
No Exhibits

Adopted:
August 2002

Revised:
September 19, 2007

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Policy No. 523.3
Employee Assistance Program

Procedure

1.   The Employee Assistance Program (EAP) is a diagnostic and referral service available, on a voluntary basis, to all employees, spouses and dependent children (including those employees and families on District-approved leaves) to overcome personal and family problems that affect job performance. Employees who have retired are also eligible for assessment services from the EAP. For clarification purposes, "personal problems" may include, but not be limited to: stress, financial, physical, chemical dependency, emotional, marital, legal and family discord.

2.   The EAP will be available to all employee groups on a year-round basis. Individuals may use the appropriate existing fringe benefit packages for appointments and professional services.

3.   Job security and promotional opportunities will not be jeopardized by a request and/or referral to the program. Participation in this program does not, however, remove the responsibility of the employee to perform his/her job.

4.   The program can be used by the employee requesting the service, or by the union representative or supervisor/administrator offering the service to an employee based on job performance problems.

5.   Assessment/diagnosis is the responsibility of the screening resource agency and will not be a function of District staff or administrators.

6.   State and federal confidentiality guidelines will be strictly adhered to by the District and the
screening resource when processing all referrals.

7.   The cost of the professional screening will be borne by the District, if employee utilizes the contracted agency. Any additional costs will be the obligation of the employee (insurance may apply).

8.   Non-identifying statistical information will be kept by the screening resource. This information will be available only in summary reports pertaining to program evaluation and will be reviewed by the Director of Employee Services to be used in a report to the Superintendent.

LEGAL REF.:   Sections 146.81 – 146.83    Wisconsin Statutes
Drug-Free Workplace Act of 1988
Health Insurance Portability and Accountability Act (HIPAA)

CROSS REF.:   511, Equal Opportunity Employment
522.1, Drug-Free Workplace
522.11, Drug and Alcohol Use by Bus Drivers
526, Personnel Records
Current Employee Agreements

Exhibits:
No Exhibits

Adopted:
August 2002

Revised:
September 19, 2007

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Policy No. 526
Personnel Records

Policy
Employees may inspect personnel files at a time agreed upon by the Director of Employee Services in accordance with provisions of the current employee agreement and state law. Access will not be granted to references and other material provided to the District on a confidential basis prior to employment.

No complaint, suggestion, recommendation or evaluation will be placed in the personnel file without the signature of the person making the comments.

The Director of Employee Services will be the records manager for personnel files and will have overall responsibility for maintaining and preserving the confidentiality of the files. Staff physical examination forms shall be treated as confidential medical records. Only the following individuals shall have access to such information:

1.   Supervisors or managers may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations.

2.   First aid and safety personnel may be informed, when appropriate, if an employee has a disability which might require emergency treatment.

3.   Governmental officials investigating compliance with the Americans with Disabilities Act shall be provided relevant information on request.

Personnel records will be administered in accordance with current employee agreements and legal requirements.

LEGAL REF.:  Sections 103.13           Wisconsin Statutes
120.13(2)(e)
146.81 – 146.83
252.15
Chapter 19, Subchapters II and IV
ADM 12, Wisconsin Administrative Code
Americans with Disabilities Act of 1990
Health Insurance Portability and Accountability Act (HIPAA)

CROSS REF.:   522.11, Drug and Alcohol Use by Bus Drivers
522.7, Staff Internet Acceptable Use
523.1, Staff Physical Examinations
523.3, Employee Assistance Program
533.1, Criminal Background Checks (Pre-Employment)
823, Access to Public Records
Current Employee Agreements
District Records Retention Schedule

Exhibits:
No Exhibits

Adopted:
August 2002

Revised:
September 19, 2007

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Policy No. 527
Staff Complaints and Grievances

Policy
The School Board shall provide for the orderly resolution of employee grievances related to discipline, termination, and workplace safety. The exclusive means of resolving employee grievances shall be through the grievance procedure adopted by the Board. Any employee of the District has the right of access to the grievance procedure.

The procedure shall provide for grievances to be handled in a timely manner and shall contain an appeals process in which the highest level of appeal is the Board. The procedure shall also include an opportunity for employees to present their case before an impartial hearing officer. The Board shall select the hearing officer in accordance with the following guidelines:

• The hearing officer shall be impartial. 
• The hearing officer shall be (1) an attorney who is licensed to practice in the State of Wisconsin; or (2) a current or former school administrator who is familiar with procedures for conducting a fair and impartial hearing.
• If the hearing officer is an attorney, that individual may be an attorney who (or whose firm) represents the District in some other capacity only if (1) there is no evidence of bias toward either party; and (2) he/she does not present the case for the administration.
• The hearing officer must be available to hear the case and render a decision in a timely manner.
• The hearing officer may not be an employee of the District.
• The hearing officer must agree to comply with all relevant laws covering personnel and student records.

A determined effort shall be made to settle any grievance at the lowest possible level.

LEGAL REF.:  Sections 19.81-19.88           Wisconsin Statutes
66.0509(1M)

CROSS REF.:   511 Equal Opportunity Employment
512 Harassment

Exhibits:
None

Adopted:
October 24, 2011 by Board of Education and October 31, 2011 by Administration

Revised:

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Policy No. 529
Administrative Protocol for Reporting

Policy
This administrative guideline is designed to provide a framework for reporting a wide range of incidents, situations, and emergencies that occur on a regularly, but unexpected basis.  Reporting to district administration is often a judgment call on the part of principals, assistant principals, deans, and coordinators, however, guidelines will assist in clarifying and standardizing general procedures.

Students

• Violating federal or state law.
• Violating local ordinances of significance.
• Violation of school code of conduct that may result in expulsion.
• Bomb threats.
• Situations in which parents will likely appeal to a higher authority or legal venue.
• Significant accidents at school.
• Accidents/crimes outside of school that may impact the school environment, and/or the health and well-being of students.
• Human services reports to county officials that may require general awareness due to community concerns or media publicity.
• Incidents in which law enforcement intervention is necessary.
• Situations that may require general awareness due to a high level of community interest or media publicity.

Staff

• Staff violation of federal, state, or local law, statute, or regulations.
• Staff violation of Board or Administrative Policy.
• Accidents involving school staff while on contracted time or additive responsibilities.
• Accidents or illnesses outside of school responsibilities that may impact the operation of schools.
• Situations that may require general awareness due to a high level community interest or media publicity.

Other

• Any dangerous situations regarding facility, event, and/or community safety.
• Any crimes committed at a facility either during  a school day or outside of a school day.

Although it is not necessary to report daily situations that are more routine in terms of discipline and safety, it is incumbent upon all administrators to use good judgment in order to keep District Administration informed.   It is the responsibility of the Superintendent to inform the Board of Education of those situations that are of relevance for their knowledge of the district and to consider policy for the greater good of the schools and community at large.

Methods of communication to District Administration may include email, telephone calls, and written reports.  Communicating in a timely manner is of high importance. 

Prevention and Response
In an effort to be proactive with students, staff, and the community, it is critical that the District Leadership Team develop policies, procedures, and programs that prevent problems, or deal with unforeseen situations when they do occur.  Strategies that are currently utilized to accomplish this include:

• Regular review of Administrative Policies
• Regular review of student Code of Conduct
• Informing staff, students, and parents, of relevant administrative policies,  procedures and codes of conduct
• Requiring staff sign-off regarding relevant policies that are most likely to be encountered in their employee assignment
• Regular Employee Services updates regarding changes or clarifications in employee policies
• Table Top simulations that allow administration to consider responses in crisis and critical situations
• Debriefing situations that will allow administrators to learn from the collective experiences of the administrative group
• Regular updates of developments, situations, and scenarios from around the nation and the state.  These examples can be gleaned from national and state publications from the mainstream media and professional organizations. 
• Documentation and evidence of situations is also necessary as appropriate to be filed in personnel or student behavioral files (electronic or hard copy).
• Administrative professional development and/or briefings during administrative meetings
• Non-violent crisis intervention training requirement for all administrators
• Annual briefing and email communication with staff to review/remind employees of policy responsibility.
• Signing policy awareness as a condition of employment and as part of the individual contract document.

CROSS REF.:   442 Student Complaints and Grievance
443 Student Conduct and Discipline
512 Harassment
527 Staff Complaints and Grievances

Exhibits:
None

Adopted:
September 12, 2012

Revised:

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Policy No. 532.31
Unpaid Personal Leave

Procedure

1.   Except as required by the employee's collective bargaining agreement, personnel policies or the state and federal family and medical leave laws, no unpaid personal leave shall be approved unless all of the following conditions are met:

a.   The employee notifies the appropriate supervisor by use of the “Leave Request Form” at least three days prior to an unpaid leave. Unpaid personal leave will not be granted during the first or last two weeks of any semester except under extenuating circumstances which may be approved by the Superintendent or designee.

b.   The leave of absence will be used essentially and primarily for the purpose stated by the employee in the application which was approved by the Superintendent or designee and for which the leave was granted. Any alteration of the plans or purposes of the leave by the employee without the approval of whoever originally granted the leave shall be considered by the District as termination of the employee's employment with the District.

c.   The employment of a qualified and certified (if necessary) substitute is secured.

2.   Except as covered by the employee's collective bargaining agreement, or personnel policies, an unpaid family and medical leave in excess of the leave times specified in the state and federal family and medical leave laws and other unpaid personal leave of more than 10 consecutive work days shall be granted to an employee under the following conditions:

a.   The employee has completed his/her probationary period.

b.   The leave is for a minimum of one full semester and no more than two consecutive semesters in length.

c.   A request for a leave of absence is made through the Superintendent or designee by May 1 for a leave of absence for the first semester of the ensuing school year, and by December 1 for a leave of absence for the second semester.

d.   The reason(s) for the leave request must be stated in the leave request. All leaves are subject to verification by the Employee Services Department.

e.   Personal leaves granted under this procedure may be repeated only after a three year return to work.

f.    Upon the expiration of a leave of absence, an employee must return to work or resign his/her employment with the District.

g.   No personal leave will be granted that allows an employee to continue to work part-time. A certified employee wishing to work less time than he/she presently works must request a reduction to his/her individual contract.

3.   In addition to loss of regular pay, extra duty and additive pay shall also be reduced on a daily basis for the period of time covered by the unpaid personal leave. Days otherwise identified as paid holidays, which occur during the period of the unpaid leave, shall also be unpaid. Reimbursable leave and paid vacation benefits can not be accrued during unpaid leave. The employee may elect to continue in District-approved group benefit plans in accordance with provisions of the employee's collective bargaining agreement or personnel policies.

4.   The Superintendent, as applicable, may limit the number of employees on unpaid personal leave should he/she (it) deems them to be excessive or counter to the best interests of the students or the District.

LEGAL REF.:  Section 103.10     Wisconsin Statutes
Family and Medical Leave Act of 1993

CROSS REF.:   511, Equal Opportunity Employment
533, Staff Employment
534, Substitute Professional Staff Employment
Current Employee Agreements

Exhibits:
No Exhibits

Adopted:
March 9, 1992

Revised:
August 2002
September 19, 2007

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Policy No. 533
Staff Employment

Procedure

1.   In the event of an opening in the staff work force, the position will be posted in accordance with procedures agreed to in the current employee collective bargaining agreement or personnel policies manual.

a.   The vacant position will be advertised on the District website and in appropriate newspapers if necessary.

b.   Each posting will identify the essential functions of the position being posted and include a closing date.

2.   The Employee Services Department will coordinate the hiring procedure consistent with collective bargaining agreements and current practice.

3.   Applications will be reviewed by the hiring administrator of the department in which the vacancy has occurred.

4.   Candidate interviews will be coordinated by the hiring administrator in accordance with procedures, if any, in the current applicable collective bargaining agreement or personnel policies manual.

5.   The hiring administrator will recommend a potential hire to the Employee Services Department for processing per the Hiring Procedures Manual.

6.   All new staff hires will have to meet all new staff requirements, including but not limited to, a physical examination (including a tuberculin test or chest x-ray), a criminal background check, and attendance at all required District new staff inservices.

7.   The duties and responsibilities of all staff members shall be defined in accordance with their job descriptions.

8.   Staff assignments and transfers will be in accordance with job specifications and provisions of current employee agreements or personnel policies.

9.   Staff resignations, terminations, suspensions or dismissals will be in accordance with current employee agreements or personnel policies.

LEGAL REF.:  Sections 111.31 – 111.395     Wisconsin Statutes
118.195
118.20
118.24
120.12(1)
121.02(1)(a)
PI 34, Wisconsin Administrative Code
Americans with Disabilities Act of 1990
No Child Left Behind Act of 2002

CROSS REF.:   510, Philosophy of Human Resource Management
511, Equal Opportunity Employment
522.11, Drug and Alcohol Use by Bus Drivers
523.1, Staff Physical Examinations
526, Personnel Records
533.1, Criminal Background Checks (Pre-Employment)
534, Substitute Professional Staff Employment
537, Staff Development Requirements (Certified Staff)
Current Employee Agreements

Exhibits:
No Exhibits

Adopted:
October 6, 1977

Revised:
1979
February 1986
March 1992
August 2002
September 19, 2007

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Policy No. 533.1
Criminal Background Checks (Pre-Employment)

Policy
The conviction record of adults recommended for employment as administrators, teachers, other certified employees, non-certified employees, substitutes for certified employees, substitutes for non-certified employees and advisors or coaches for additive assignments must be obtained and reviewed by the administration prior to finalizing the decision to employ on a temporary or permanent basis. The administration will utilize the information provided by the prospective employee on the disclosure statement to make a determination regarding temporary employment of the individual until the results of the criminal background check is received.

Procedure

A.  Scope of Conviction Report
The conviction report as it pertains to recommendation for employment will include convictions or pending violations of the law other than minor traffic violations. Conviction means the final judgment on a verdict or a finding of guilty, a plea of guilty or a plea of nolo contendere, in any state or federal court of competent jurisdiction in a criminal case, regardless of whether the appeal is pending or could be taken. Conviction does not include a final judgment which has been expunged by pardon, reversed, set aside or otherwise rendered invalid. In accordance with state law, pending charges or convictions will not be used or considered unless they are substantially related to the circumstances of the particular job.

B.   Application Disclosure Statement
The application form shall require individuals to indicate all convictions or pending violations of the law other than minor traffic violations. If the person recommended for employment refuses to cooperate in fully completing the disclosure form or is found to have provided false, inaccurate or incomplete information on the disclosure form, the person may be disqualified from consideration for employment or may be considered for dismissal. If the crime records confirm a conviction or pending charges which the candidate acknowledged on the application form, a determination shall be made in consultation with legal counsel whether or not to reject the application based upon:

1.   consideration of the circumstances substantially related to the nature of the conviction pending charge, and
2.   whether the circumstances substantially relate to the nature of the particular position for which the candidate has applied.

C.   Crime Records Check
The Department of Justice will provide the information necessary to complete a crime records check for each applicant recommended for employment. The District will reimburse the Department of Justice for this service.

D.  Employee Rights
Persons recommended for employment will be provided a copy of the conviction report upon request. Persons requesting copies of the conviction report will reimburse the District for the cost of providing the copies. Persons recommended for employment have the right to attach any statement or explanation to the conviction report. The disclosure report and conviction report will be maintained in files separate from the persons' personnel file for as long as the persons are employed by the District and as prescribed by the records retention schedule adopted by the District.

LEGAL REF.:  Sections 111.31      Wisconsin Statutes
111.335
Child Protection Act of 1993

CROSS REF.:   511, Equal Opportunity Employment
526, Personnel Records
533, Staff Employment
534, Substitute Professional Staff Employment
751.5, Transportation of Students in Private Vehicles
District Records Retention Schedule

Exhibits:
No Exhibit

Adopted:
April 13, 1992

Revised:
August 2002
September 19, 2007

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Policy No. 534
Substitute Professional Staff Employment

Policy
Substitute teachers may be employed by the District for short or long-term periods of time in the absence of the regular teacher. All substitute teachers shall have the necessary license and/or permit required by state law to serve in the substitute teaching assignment. Substitute teacher requests shall be called into the substitute management system utilized by the District to fill absences.

Suitable programs of training, orienting and evaluating the work of substitute teachers may be provided by the instructional staff and/or District as appropriate.

A list of eligible substitute teachers shall be prepared by the Employee Services Department and
distributed to each building’s secretary overseeing the substitute process.

All new substitute staff hires will have to meet all new staff requirements, including but not limited to, a physical examination (including a tuberculin test or chest x-ray), a criminal background check, and attendance at all required District new staff inservices.

Substitute teachers shall be employed at the established substitute rate of pay and will remain at that rate for the first ten consecutive days of substitute teaching on a single assignment. Beginning with the eleventh consecutive teaching day on a single assignment and retroactive to the first day, the rate will be changed to the established long-term substitute rate of pay.

LEGAL REF.:  Sections 111.31 – 111.395   Wisconsin Statutes
118.19
118.195
118.20
121.02(1)(a)
PI 34.21, 34.23 and 34.24, Wisconsin Administrative Code

CROSS REF.:   511, Equal Opportunity Employment
523.1, Staff Physical Examinations
526, Personnel Records
533.1, Criminal Background Checks (Pre-Employment)

Exhibits:
No Exhibits

Adopted:
February 1986

Revised:
October 28, 1991
August 2002
September 19, 2008

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Policy No. 535.21
Use of Volunteer Coaches

Policy

The Middleton-Cross Plains Area School District is committed to using volunteer coaches from the school community to assist in the educational process. Volunteer coaches shall only be utilized in accordance with established District guidelines.

Procedure

To ensure that volunteer coaches are utilized in an effective way, the District has developed these guidelines that must be followed:

1. Recruitment/Selection - The head coach will be responsible for determining the need for a volunteer coach(s) and for requesting approval from the Athletic Director. The volunteer coach request for approval must include a rationale, identify any certifications needed, and the duties to be performed.


If approved, the head coach is expected to recruit the volunteer, preferably not the parent of an athlete on the team with which he/she works. To be selected, the candidate must submit an application and be interviewed and approved by both the Athletic Director and the principal. Each volunteer coach must sign a letter stating that he/she understands and agrees that he/she:


1. will not be eligible for salary/wages, stipend, or benefits;
2. will be covered by the District’s general liability insurance policy while acting as a volunteer coach for the District. However, there is no coverage under the District’s liability insurance policy for claims made against volunteers by other volunteers or school district employees;
3. will be responsible for his/her own personal injuries;
4. will comply with a background check and agree to have a tuberculin skin (TB) test
5. will follow all District activity and athletic policies and procedures and other District policies as applicable;
6. will accept direct and indirect supervision of the head coach; and,
7. may be dismissed at any time without cause.


2. Relationship to Professional Staff - Volunteer coaches may be assigned to help coaches provide better service and not to relieve them of their duties or change the athlete-to-coach ratio. The head coach shall establish a written assignment for each volunteer coach that outlines his/her function and responsibilities. Volunteer coaches may not be assigned to supervise students/athletes, formally evaluate or report to parents or administrators regarding a student’s growth, prescribe disciplinary action, excuse students from class or activity attendance, conduct instruction which has traditionally been delegated to professional staff members without direct coach supervision, assume the responsibility for a student(s), or treat any injuries except through first aid.


Volunteer coaches are expected to refer concerns regarding their positions and responsibilities to the head coach, Athletic Director or principal.

Volunteer coaches will not be issued keys or have access to any school facility at any time other than working directly with the coaching staff.


3. Evaluation - Volunteer coaches will be evaluated at the end of the sport’s season by the head coach and the Athletic Director.

LEGAL REF.:
Sections 118.29(3) Wisconsin Statutes
120.12(2)
120.13
Volunteer Protection Act of 1997

CROSS REF.:
310, Philosophy of Educational Programs, Instruction and Materials
370, Co-Curricular Activities
377, Interscholastic Athletics
Athletic/Activity Code Handbook
WIAA Handbook

Exhibits:
No Exhibits

Adopted:
November 29, 2006

Revised:

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Policy No. 537
Staff Development Requirements (Certified Staff)

Procedure
College or university credit(s) are required for vertical and horizontal advancement on the salary schedule as specified in the current master contract.

Evidence of official grade card or official transcript of college or university credit(s) must be submitted to the Employee Services Department on or before October 15th.

Requirements for staff development hours are specified in the teacher master contract.

LEGAL REF.:  Section 121.02(b)     Wisconsin Statutes
PI 34, Wisconsin Administrative Code

CROSS REF.:   511, Equal Opportunity Employment
533, Staff Employment
Current MEA Master Contract

Exhibits:
No Exhibits

Adopted:
August 2002

Revised:
September 19, 2007