WILSONSCHOOL DISTRICT

Support Staff Handbook

Revised July2011

The success of every organization is directly related to the quality of the individuals who make up the staff. In the case of our Support Staff, we have been blessed with a hard-working, committed group of people who day-in and day-out provide valuable services to the district and the families that we serve.

In essence, the district is a service organization with a focus on child development that looks to advance a comprehensive educational program that meets the needs of the greater Wilson community. Our Support Staff plays a big role in the successful implementation of our mission to educate our children in a manner that allows them to meet their goals, whatever those goals may be.

I want to thank you for the time and effort that you put into your positions each day for the betterment of our students.

We continuously revisit our handbook in an attempt to develop a resource for our Support Staff that is informative in that it provides a clear and concise source of information which acts as a guiding resource for our Staff.

Should you need more detailed information about any of the issues or helpful programs outlined in this handbook, I encourage you to explore our website – – or contact the Human Resources Office.

Sincerely,

Dr. Rudy Ruth

Superintendent of Schools

Wilson School District

Core Values

  • We believe that every child can learn.
  • We believe that a standards-based curriculum is essential to the development of a uniform knowledge base.
  • We believe in a philosophy of continuous improvement for everyone.
  • We believe in a strong home and school partnership.
  • Our educational activities and everyday interactions are enriched by our acceptance of one another, and, as members of the Wilson community, we believe we learn from each other in an atmosphere of positive engagement and mutual respect.
  • We believe the role of the Board of Education is to support the District’s strategic plan while being fiscally responsive to the community.
  • We believe in a decision-making process that is student-centered, collaborative, data- driven and research-based.
  • We believe that stakeholders must have access to a safe environment.
  • We believe in a philosophy of discipline that is developmentally appropriate, reflective and restorative.
  • We believe technology enhances the educational program, facilitates academic achievement, and supports the management of the district.
  • We believe that extracurricular activities are a privilege that enhances the educational program and fosters character development.
  • We believe that communication is important within the organization and outside to our community.
  • We believe that all members of the Wilson community are stakeholders of the District’s mission and vision.

Mission

Educational Excellence today for tomorrow by:

Accentuating rigor Building relationships Creating relevance

The ABC’s of the 3 R’s.

Core Belief

Wilson’s Pride, Our Children.

Wilson’s Seven Character Traits

Honesty. Caring. Resourcefulness. Perseverance. Courage. Respect. Responsibility.

Vision

Wilson strives to create a fiscally attentive, collaborative, enriching, and respectful learning environment where students are challenged in a rigorous standards-based curriculum utilizing technology and data-driven instruction.

  • Collaboration in order to share expertise and improve upon our educational portfolio;
  • Data-driven in order to understand our strengths and adjust our weaknesses;
  • Standards-based in order to guarantee that our curriculum in aligned to national, state and local standards of achievement;
  • Rigorous in our approach to teaching and learning in order to insure success for all learners.

Strategic Vision Planks for Goal Setting and Action Planning to Gauge

Attainment of the Vision and Accomplishment of the Mission

  1. Improve upon and expand Wilson’s portfolio to advance student success.
  2. Curriculum that is guaranteed for all students
  3. Programs that are both universalistic and particularistic
  4. Standards used to guarantee the curriculum
  5. Data usage and decisions based on data
  6. Provide an effective instructional program
  1. Increase organizational agility and capacity for all students and employees.
  2. Professional development and training to continually improve
  3. Human Resources Management to insure employee quality and success
  4. Rigor to challenge
  5. Relevance to understand each other
  6. Ensure success for all students
  1. Grow Wilson regionally and nationally as a result of staff and student success.
  2. Academic rigor as a method to grow Wilson
  3. Remediation/extensions of learning
  4. Measurement by date
  1. Artfully develop and use infrastructure for all stakeholders.
  2. Facilities usage to maximize capacity and be fiscally responsible
  3. Scheduling creatively based on the need of the child
  4. Teaming to improve the profession and to build relationships
  5. Technologically savvy end-users
  1. Create a flatter organizational structure for stakeholder collaboration and relationship building.
  2. Development of Professional Learning Communities around data
  3. Public engagement in school for productive partnerships
  4. Student leadership through collaboration
  5. Faculty leadership through collaboration
  6. Support staff leadership through collaboration
  7. Supportive relationships are built within and outside of Wilson
  1. Control for fiscal accountability throughout the District.
  2. Supply Chain Efficiency
  3. Fiscal responsibility in planning and budgeting
  4. Create more effective revenue streams to increase incomeVision

Table of Contents–

Section 1 – Introduction and General Policies

Equal Opportunity Employer8

Whistleblower Act8

Non-Discrimination Policy8

Harassment Policy9

Drug and Alcohol Policy9

Acceptable Use of Technology & Internet Safety9

Confidentiality9

Section II – Employment

“At-Will” Employment9

Clearances & Pre-Employment Physical Examination9

Initial Employment Period9

Employee Categories10

Transfers and Promotions10

Identification Badges10

Personnel Records/Files11

Job Descriptions11

Performance Appraisals11

Section III – Compensation

Payment of Wages11

Overtime/Compensatory Time11

Time Records11

Longevity Incentive12

Section IV – Benefits

Health & Welfare Insurance13

Medical and Prescription Drug Insurance13

Dental Insurance13

Consolidated Omnibus Budget Reconciliation Act (COBRA)13

Group Life Insurance13

Long-Term Disability Insurance13

Employee Assistance Program (EAP)13

Retirement Program & Benefits13

Tax Deferred Annuities – 403(b)14

Course Reimbursement14

Other Professional Development15

Section V – Time Off

Holidays15

Vacation16

Sick Leave16

Family & Medical Leave Act (FMLA)17

Vacation Donation Program (for employee extended illness)17

Extended Family Leave18

Personal Leave18

Emergency and Compelling Reason Leave19

Bereavement Leave19

Jury Duty19

Military Service Leave19

Leave without Pay19

Section VI – On-the-Job/Working Conditions/Requirements

Scheduled Work Day20

Reporting Absences20

Tardiness20

Inclement Weather Days20

Worker’s Compensation21

Liability Coverage21

Vehicle Mileage Reimbursement22

Personal Appearance and Hygiene22

Security and Confidentiality22

Searches22

Safety22

Tobacco Use23

Telephone Calls/Faxes23

Employee Parking23

Code of Conduct23

Discipline23

Exit Interview24

Termination24

Receipt and Acknowledgement Form25

Section I – Introduction and General Policies

Disclaimer – Information contained in this Handbook is designed to assist Support Staff employees with the practices, policies, benefits(some of the benefits in this Handbook do not apply to employees of the Wilson Child Care program as that program has a separate benefit package), expectations and responsibilities of a Wilson School District Employee. None of the listed procedures, policies or benefits is to be construed as an employment contract, nor does it guarantee employment, any benefit or practice. Furthermore, it is not designed to cover all aspects of employment policy. As with any Handbook or Summary, School Board policies are the official documents to determine the extent and limits of benefits and practices. School Board policies are easily accessible in their entirety at

Equal Opportunity Employer – The WilsonSchool District fully and actively supports equal access for all people regardless of race, color, religion, gender, sexual orientation, national origin or disability that does not prohibit performance of essential job functions. This is reflected in Wilson’s policies and practices regarding hiring, training, promotions, transfers, rates of pay, layoff and other forms of compensation. All matters relating to employment are based upon ability to perform the job as well as dependability and reliability, once hired.

Whistleblower Act – School District employees who make good faith reports of wrongdoing or waste are protected under the terms of the Whistleblower Act. This law prohibits threats, discrimination or retaliation against any employee who makes a good faith report of wrongdoing or waste. If you believe that you are being retaliated against, discriminated against or threatened as a result of any good faith report that you have made, please report said retaliation, discrimination or threat to the HR Office.

Non-Discrimination Policy – The WilsonSchool District prohibits unlawful discrimination. The anti-discrimination laws include the Pennsylvania Human Relations Act, the Age Discrimination in Employment Act, Title IV of the Civil Rights Act of 1964, the Americans with Disabilities Act, Section 504 of the Rehabilitation Act of 1973, and Title IX of the Education Amendments of 1972. As a school district employee, you are prohibited from discriminating against others in violation of these laws. Moreover, as a school district employee, you are protected from discriminatory conduct. The district has an equal employment opportunity officer – the HR Director - who is also the Title IX Coordinator and the ADA Coordinator. If you have any questions concerning your obligations under any of these laws, please contact the HR Office. If you have any questions concerning any of your rights or if you believe that any of your rights have been violated, please contact the HR Office. Complaints are to be filed with or submitted to the HR Office.

The anti-discrimination laws generally prohibit retaliation against those who report violations of those laws or who file complaints under those laws. Therefore, you are prohibited from retaliating against any individual who seeks to enforce his or her rights under any anti-discrimination law. In addition, you are protected from retaliation in accordance with the law should you report any violations of the anti-discrimination laws or should you file any complaints with the school district under those laws. If you feel that you are being retaliated against in any manner, please contact the HR Office.

Harassment Policy- The district forbids any type of harassment in the workplace. Violations of harassment legislation will be considered serious employee disciplinary situations. Any employee who believes he/she has been harassed should contact the Human Resources Office.

Drug and Alcohol Policy - Wilson has a strong commitment to its employees to provide an alcohol, drug and controlled substance-free work environment.

Acceptable Use of Technology & Internet Safety – All staff have a professional responsibility to ensure that technology is used appropriately to accomplish the instructional and/or operation purposes of the District. Technology use at Wilson is a privilege; inappropriate, unauthorized and illegal use will result in the cancellation of those privileges and appropriate disciplinary action.

Confidentiality – State and Federal law mandates certain information be kept confidential by school districts and their employees. Specifically, student records and employee medical records are subject to confidentiality rules. These rules are reflected in school district policy. You have an obligation to become familiar with school district policy pertaining to these confidentiality requirements and to comply with the school district requirements. Violation of the confidentiality requirements may lead to disciplinary action, including possible termination.

Section II – Employment

“At-Will” Employment – All employment and compensation with the Wilson School District is “at-will” in that your employment can be discontinued at any time, for any or no reason, with or without notice at the option of either Wilson or you, except as otherwise provided by law.

Act 51, Act 131 and Act 114 Clearances and Pre-employment Physical Examination – No one shall be employed or perform any district work until such person has complied with the mandatory background check requirements for the Pennsylvania Criminal History Record, Child Abuse and Federal Criminal History Record and the District has evaluated the results of that screening process.Part-time Support Staff are reimbursed, after six months of employment, for the cost of the Act 51 and Act 131 clearances. Additionally a pre-employment physical examination (including testing for Substance Abuse) is required of all new employees.

Initial Employment Period–Every new employee goes through an initial period of adjustment as they learn about the District and about theirnew position. The initial employment period, or probationary period, is ninety (90) days of service. During this time, the new employee will be provided with training and guidance from his/her Supervisor. He/she may be discharged at any time during this period if his/her Supervisor concludes that he/she is not progressing or performing satisfactorily. A written evaluation of performance will be discussed with the new employee upon attaining the 90 days of service. Under appropriate circumstances, the initial probationary period may be extended. Additionally, as is true at all times during an employee’s employment with the District, employment is not for any specific period of time and may be terminated at will, with or without cause and without prior notice.

Employee Categories – Based on the conditions of employment, employees of the WilsonSchool District are categorized as:

Full-time – 10 month, 11 month or 12 month employees; or

Part-time – 10 month, 11 month or 12 month employees.

Full-time employees generally work a standard 40 hours per week for the number of months designated by their particular position. Some full-time employees are classified as Exempt – their job duties are exempt from the overtime provisions of the Federal and State Wage and Hour Laws. Exempt employees are not eligible for overtime pay and their salaries are calculated on a pay-period basis. Most full-time employees are classified as Non-Exempt; therefore are eligible to receive overtime pay in accordance with the District’s Overtime/Compensatory Time Policy. Non-Exempt employee wages are calculated on an hourly basis.

Part-time employees are generally classified as Non-Exempt and work a regular schedule of less than 30 hours per week for the number of months designated by their particular position. Part-time employees may perform duties of more than one part-time position however, under no circumstances may a total of these positions equal 30 hours or more per week.

Transfers and Promotions – The WilsonSchool District encourages employees to assume higher-level positions or lateral transfers for which they qualify. Toward this end, the District has a job posting program that offers employees the opportunity to bid on available positions within the District. On a weekly basis new vacancies are posted on the District’s Employment website ( click on Employment). Instructions on how to bid on positions are contained on each vacancy.

Generally, to be considered eligible to transfer into another position, an employee must have successfully completed his/her their probationary period and possess a good performance, attendance and punctuality record. Each employee possessing these standards and requesting a transfer will be considered for the new position. All final recommendations regarding transfers will be made by District Administration.

Identification Badges – Each employee is issued a photo identification badge upon employment. The badge is to be worn at all times an employee is on official district business in any school building, facility or vehicle. This badge is the property of the WilsonSchool District and must be surrendered immediately upon request of the Director of Human Resources or when employment is terminated.

ID badges also serve as a complimentary pass for regular admission for the employee and one guest to attend Wilson athletic, musical (with the exception of The Wilson Musical) and dramatic events. Events hosted by Wilson, such as district sports playoffs or musical performances, do not qualify for this pass.

Personnel Records/Files–An official personnel file for each employee is maintained by the Human Resources Office. It is the responsibility of each employee to notify the HR Office of changes to address, telephone number, beneficiary, birth or adoption of children and change in marital status. Active employees may review their personnel file at any time upon written request to the HR Office.

Job Descriptions – Each new employee is presented with a job description during their New Employee Orientation process. Job descriptions are reviewed on a regular basis for accuracy.

Performance Appraisals – Each support staff member’s job performance will be reviewed and evaluated regularly by the employee’s supervisor. The initial evaluation will be after first 90 days and at least annually thereafter. An evaluation is intended to be a positive, continuous growth-in-the-position process emphasizing reinforcing and improving skills as well as ensuring the attainment of individual and district standards and goals.

Section III – Compensation

Payment of Wages – Payroll deposits are made on alternate Thursdays; employees have access to payment amounts as well as current sick and vacation balances (if applicable) on-line. Payroll deductions are available for United Way contributions, approved 403(b) plans, approved credit unions and the Wilson Education Foundation.

Overtime/Compensatory Time –No overtime or compensatory time may be scheduled or worked without the prior approval of the immediate supervisor. Any employee who works overtime without prior approval will be subject to disciplinary action.

Overtime pay and compensatory time will be calculated at one and one-half (1½) times the regular rate for all hours worked beyond forty (40) hours in a workweek for Non-Exempt employees.

Actual hours on the job(including use of compensatory time), paid holidays and actual hours performing jury duty will be used in calculating regular and overtime payment. Vacation, sick leave or other leave time (including paid days off) will not be used in overtime calculations.

An employee shall be permitted to use accrued compensatory time within a reasonable period of time after it is requested to do so and would not unduly disrupt operations. The maximum amount of compensatory time that may be accrued by an employee is forty (40) hours. All compensatory time must be utilized within the fiscal year that it is earned.

For purposes of this policy, a workweek is defined as the continuous period beginning as 12:01am each Saturday. Each workweek stands alone for the purpose of determining overtime pay for covered employees.