SUPPORT STAFF HANDBOOK

Center Grove Community School Corporation

CGCSC Mission Statement

To develop knowledgeable, confident,and responsible citizens by providing

an extensive learning experience relevantto the interests and capabilities

of every student, in partnership withthe home and the community.

Discrimination and Equal Employment Opportunity: No employee shall, on the basis of religion, race, color, national origin, sex, disability, age,

or any other basis prohibited by law, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity, or in any employment conditions or practices, conducted by the Center Grove Community School Corporation.

Important Information

This handbook contains the following informational sections for your review:

General Employment InformationCompensation Insurance and BenefitsLeavesCorporation Policies

Section 1: General Employment Information

Probationary Period *

Once hired, you must successfully complete a sixty work-day probationary period.*

During this period, regular attendance is extremely important.

Be sure to read the entire Benefits Section in the handbook for specific information on insurance benefits and PERF during this period.

*This policy does not modify the at-will relationship between the CGCSC and you, as the employee in any way and does not guarantee employment for any definite period of time.

AttendanceRegular daily attendance is

expected.If you are unable to come

to work, call your supervisor immediately.

Your supervisor may require a written statement from your physician.

Poor attendance and days taken without pay will be documented.

See Progressive Discipline for details regarding poor attendance.

Loss of Pay

If you are hired into a position that receives sick, personal, or vacation time, the time off schedule runs from July 1 to June 30 of the following year.

Use this time wisely in case emergencies arise.

If you don’t use it; you don’t lose it.

Days without Pay

Taking days without pay is not acceptable.If you use all of your personal, sick and

vacation time (if applicable), and you do not report to work, it is grounds for disciplinary action, including termination.

As the employee, you are responsible to know if you have sick, personal or vacation time.

Be sure to plan ahead!

Special Requirements

BUS DRIVERS

A valid CDL license is required.

You must pass a physical examination. See handbook for details.

NURSES

A copy of your professional license must be on file.

A copy of your certification card must be on file.

UNIFORMS

Uniforms are provided for the following positions:

MaintenanceCustodiansMechanics

Food Service employees and Nurses are required to purchase uniforms. See your immediate supervisor for rules and procedures.

Personal Appearance on the Job

Dress professionally at all times.Be sure to follow the dress code for your

building. Additional regulations may be expected

based on your specific position.If you have questions regarding attire, always

check with your immediate supervisor.

Behavior on the Job

Always speak politely with staff members, students, parents, co-workers and community members.

Be helpful and courteous at all times.Be sure that the first impressions you give

are professional and positive.Remember, you are part of the CGCSC team!

Resignations and Terminations

If you resign your position, you must submit your resignation in writing to your immediate supervisor.

If you resign or are terminated, all keys, ID cards, and corporation owned uniforms must be returned immediately.

If applicable to your position, you may be eligible for COBRA, at your expense. (See details in the Benefits section.)

Section 2: Compensation

All employees are paid twice a month on the 5th and the 20th.

Direct deposit is required for all employees.

Notify the Human Resources Department immediately if you have a change in address, marital status, beneficiary, or number of dependents that you claim. Your insurance benefits may be affected.

Years of Service Increment

Support staff employees who are scheduled to work 2.5 hours – 8 hours per day for 180 days or more are eligible for the Years of Service Increment.

The amount is calculated on cumulative (not continuous) years of service.

The payment schedule is on the next two slides and in the complete Support Staff Handbook.

Years of Service Payment Schedule

$150 after completing 2 yrs of service$300 after completing 4 yrs of service$450 after completing 6 yrs of service

7 – 8 Hour Employees

$600 after completing 8 yrs of service$750 after completing 10 yrs of service$900 after completing 15 yrs of service

Years of Service Payment Schedule

$75 after completing 2 yrs of service$150 after completing 4 yrs of service$225 after completing 6 yrs of service

2.5 - 6 Hour Employees

$300 after completing 8 yrs of service$375 after completing 10 yrs of service$450 after completing 15 yrs of service

All support staff who receive benefits are eligible for the following perfect attendance incentive:

0 sick days used =1 day of pay

1 sick day used = 90% of 1 day of pay

2 sick days used =80% of 1 day of pay

If you take days without pay, you are not eligible

for this incentive.

Sick Day Pay

Overtime

All overtime must have PRIOR approval by your immediate supervisor.

Non-exempt employees will be paid 1.5 times their hourly rate for each hour worked over 40 hours per week (Sunday – Saturday).

Lump Sum Payment

All full-time employees are paid in 24-equal

pays. Employees who retire or sever employment will receive their final salary in a

lump sum payment.

Section 3: Insurance and Benefits

Effective April 14, 2008, new support staff, who work less than a 200-day work schedule, will not be eligible for insurance benefits. Exceptions are nurses, nurse assistants, home school coordinators, and food service managers.

If eligible for benefits, the Corporation offers health, dental, vision, life, long-term disability, and other supplemental insurance policies.

Contact Pam Parker, Benefits Specialist, for details.If eligible for benefits, you must apply within 31 days

of your first active day at work.Contributions are payable through payroll deductions.

Workers’ Compensation Benefits

What if I’m hurt on the job? All employees are covered whether they are certified, support, full-time or hourly (volunteers and independent contractors are not covered.)

Indiana Insurance is our coverage company; they process, review, pay, and/or deny claims.

If injured, follow Corporation procedures. See your immediate supervisor immediately.

Regardless of your injury, all incidents must be reported to your supervisor. An accident/incident report is required.

If you don’t report your injury, there will be no documentation that the injury was job related, and you could jeopardize your eligibility for work related coverage.

Section 4: Leaves

After successfully completing the 60-day probationary period, new employees (if eligible) will be assigned personal, sick and vacation time. See the following slides for details based on your assigned position.

Documentation is required for requested leaves.

Personal Day Distribution Policy

July 2 January 1August 2 February 1September 2 March 1October 2 April 1November 2 May 1December 2 June 1

Sick Day Distribution Policy

July 7 January 4August 6 ½ February 3 ½September 6 March 3October 5 ½ April 2 ½November 5 May 2December 4 ½ June 1 ½

Work Schedule of 250 Days or More

Sick Day Distribution Policy

August 5 January 3September 5 February 2 ½October 4 ½ March 2November 4 April 1 ½December 3 ½ May 1

Work Schedule of 230 Days or Less

Leaves

Accumulated sick leave may be used for the following and for no other purpose:

Personal illnessFamily illnessPaternity leave (up to 10 days immediately

following the birth of a child)

LeavesPrior Approval and Form Required

Bereavement Leave You may use up to five (5)

working days. You may use bereavement

leave for a death in your immediate family including the following: mother, father, spouse, sibling, child, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, grandparent or grandchild.

Funeral Leave You may attend the

funeral of relatives and close friends other than those define under Bereavement Leave.

You may use one (1) day.

Leaves Prior Approval and Form Required

Jury/Witness You will receive your

regular pay, provided that any pay received for services is returned to the Corporation.

You are allowed to keep mileage you received for your service.

Military You may apply for a leave

without loss of pay or time if you are a member of the IN National Guard, a reserve component of the US Armed Forces, or a retired member of the naval, air, or ground forces of the US on training duty for the State, by order of the Governor or reserve-component authority.

You may apply for a leave without pay to State active duty by order of the Governor.

Leaves Prior Approval and Form Required

Personal Intended for personal

or civic affairs and emergency situations.

May be denied by your supervisor.

Not intended to extend a vacation or holiday.

Professional Used to attend

conferences/workshops

Requires approval before registration

Leaves Prior Approval and Form Required

Family and Medical Leave

See the Support Staff Handbook for details and eligibility.

Additional documentation required.

Vacation If you are a 12 month

employee, you are granted vacation on the following schedule.

See chart on next slide for details.FMLA

Vacation Leave – Year Round Employees OnlyPrior Approval and Form Required

Level B

2 weeks for year 1 3 weeks for year 2 4 weeks for year 3

A maximum of five days can be carried to the next year.

Level C If hire date is between 1/1 and

6/30, five days will be credited on July 1.

If hire date is between 7/1 and 12/31, ten days sill be credited on the following July 1.

Fifteen days will be credited on July 1 of the 10th year.

Twenty days will be credited on July 1 of the 20th year.

A maximum of five days can be carried to the next year.

Section 5: Corporation Policies

Acceptable Use PolicyComputers are owned

by the Corporation.Computers are not for

personal use.Do not install any

software without prior approval from the building principal.

Change of Status Complete a Personal

Data Change form if you have any changes in your address, name or marital status.

Once completed, submit the form to the Human Resources Department.

Progressive Discipline

Progressive discipline is used regarding rules, policies, directives, attendance, and expectations. If you are disciplined, you will have a meeting with your supervisor.

Progressive Discipline is cumulative and is kept on file throughout your employment with the Corporation.

Progressive Discipline steps include the following:

Verbal WarningWritten WarningSuspension w/o pay (1 day)Suspension w/o pay (3 days)Termination *Depending on the severity

of the offense, your supervisor reserves the right to skip any of the above steps.

Corporation Policies

Drugs, Alcohol, and Tobacco Report of Arrest

All buildings, school-owned vehicles, and surrounding grounds are drug-free, alcohol-free and tobacco-free.

Each building administrator has the authority and duty to enforce this policy.

If you are arrested while in the employment of the Center Grove Community School Corporation, you are required to report the arrest, in writing, to your supervisor within 24 hours.

If the arrest occurs when school is not in session, you have five (5) days to make the written report.

The Corporation will assess the foreseeable harm and impact on students.

Corporation Policies

Harassment Child Abuse

All students, employees, volunteers, and vendors have the right to attend school and/or work in an environment free from all forms of harassment.

If it is against your supervisor, contact Human Resources.

As an employee, you have the responsibility to report any harassment.

See a building administrator immediately for procedures to follow.

If you have reasonable suspicion that a student may be a victim of abuse or neglect, you are required by law to report it to your supervisor or building administrator immediately.

Building administrators are trained on how to handle child abuse matters and such reporting will not put your employment in jeopardy.

Corporation Policies

Corporation Policies

Inclement Weather/Emergency Closings and Delays

If there is a County-wide Emergency or Health Department Emergency declared by the proper authorities, you will not report to work (and you will not be paid.)

On a two-hour delay, you are expected to report to work at your regularly scheduled time.

On an early dismissal, due to inclement weather, you are expected to remain at work.

Evaluations Promotions and Transfers

You will be evaluated, in writing, at least once a year.

You will receive a copy, and the original will be placed in your Personnel File at the Education Service Center.

When a vacancy is posted, you are welcome to apply on line.

Based on student enrollment and building needs, you may be transferred from a position or building at the discretion of the Administration.

Corporation Policies

Corporation Policies

All Center Grove property including buildings, vehicles, equipment, office supplies, and materials are intended for school corporation business only.

The list of items includes but is not limited to the following: stationery, office supplies, postage machines and stamps, copies, tools, mowers, typewriters, computers, and audio-visual equipment.

Once you have reviewed the completeSupport Staff Handbook, on line or in your building, see your immediate supervisor

for verification procedures.

Welcome to the Center GroveCommunity School Corporation

Additional Resources

Be sure to review the entire Support Staff Handbook on line for additional details.

www.centergrove.k12.in.us

Click on StaffClick on Human Resources

Click on Employee ResourcesClick on Support Staff Handbook