Support Personnel Benefits: 12-Month Employees - GDBC POLICY: GDBC FIRST READING: 8/24/04 APPROVED: 9/7/04 SUPPORT PERSONNEL BENEFITS 12-Month Employees
Eligibility for Benefits
To receive benefits from the Manchester Essex Regional School District, an employee must work a minimum of 20 hours per week.
Personal Illness
Sick leave will be granted on the basis of 15 days per year for full-year employees or 1.25 days per month for employees hired after July 1. Sick leave is cumulative to 170 days and shall be credited on July 1st of each year. Part-time employees will be granted sick leave on a pro-rated basis dependent on the time worked. No person shall be entitled to be paid sick leave in excess of the accumulated number of sick leave days.
After the expiration of sick leave, an employee may, at the discretion of the School Committee, be granted a leave of absence without pay for a period of time not to exceed 180 calendar days. No benefits will accrue during this time, but Health Insurance premiums can be continued if paid in full by the employee.
The cumulative 170-day limit is effective January 1, 1985, and does not affect employees hired before that date; these employees retain unlimited accrual.
1. Sick leave shall be granted at the discretion of the Superintendent, to employees only under conditions as follows:
a. When they are incapacitated for the performance of their duties by sickness or injury.
b. When through exposure to contagious disease, the presence of the employee at his/her post of duty would jeopardize the health of others.
c. In case of serious illness of husband, wife, child, parent of either spouse he/she may be granted sick leave with pay not to exceed five (5) of the fifteen (15) days granted within any fiscal year.
2. Notification of absence shall be given as early as possible on the first day of absence. If such notification is not made, such absence may, at the discretion of the Superintendent, be applied to absence without pay. For any period of absence on account of sickness,
the Superintendent may require, for purpose of additional evidence only, a physician's certificate for the necessity of such absence. If such certificate is not filed within seven (7) calendar days after a request therefore, such absence may be applied, at the discretion of the Superintendent, to absence without pay. The School Committee will then be duly notified.
3. Employees whose service is either voluntarily or involuntarily terminated shall not be entitled to any compensation in lieu of sick leave not taken.
Court Leave
1. Employees who are called for jury duty shall be granted court leave. Notice of service shall be filed with the superintendent upon receipt of summons.
2. When an employee has been granted court leave for jury or witness service, and is excused by proper court authority, he/she shall report back to his/her official place of duty whenever the interruption in jury or witness service will permit three and one half or more consecutive hours of employment.
3. Court leave shall not be granted when an employee is the defendant or is engaged in personal litigation.
Unauthorized Absence
Absence without proper authorization or approval shall be considered leave without pay and may be considered sufficient cause for suspension or dismissal of the employee at the discretion of the Superintendent.
Death in Family
In the case of death of a parent, spouse, child, sibling, household member, life/domestic partner, parent-in-law, grand child, grandparent, cousin, uncle, aunt, niece, nephew, sibling-in-law, and any other person, leave time of up to a total of five (5) days absence in a fiscal year shall be allowed with full pay. Additional days shall be granted at the discretion of the Superintendent.
Personal Leave
Support Staff may be absent for personal reasons up to 2 days per year with full pay. Personal leave must be requested in writing and approved by the Superintendent. Such leave will not be granted for days immediately before or after a regularly scheduled vacation period unless waived by the Superintendent. Such days are credited to each employee on July 1st each year and are non-cumulative.
Each employee's leave status shall be noted in the Employee’s Salary Sheet prepared each July 1st. All absences for illness, personal leave and vacation must be reported each week to the Principal's Office who in turn will forward this information to the Payroll/Benefits Administrator on a signed form no later than Wednesday afternoon of each payroll week.
Vacation
Paid vacations will be granted to full-time employees as follows:
A. 0-1 year: .833 vacation day per completion of each month of service worked.
B. 1-4 years of service completed: 1.0 vacation day per completion of each month of service.
C. 5-9 years of service completed: 1.5 vacation days per completion of each month of service.
D. 10 years of service and over: 2.0 vacation days per completion of each month of service.
E. Vacation time cannot be taken until it is earned unless otherwise granted by the Superintendent. The Superintendent or his or her designee must approve all vacation schedules.
F. The rate at which vacation days are earned will be changed on the anniversary date on which the employee started work for employees hired after July 1, 1986.
G. Vacation leave shall be pro-rated dependent upon the amount of hours that the employee works.
H. Vacations should be taken in the year in which they are due and will not accumulate unless waived by the Superintendent. Requests to carry over vacation should be submitted to the Superintendent by May 15.
I. Employees will be eligible for a paid vacation if they work 50% of the workdays at an average rate of 50% of a workday between the end of school in June and the start of school in September.
Holidays
A. Twelve-month employees receive thirteen (13) paid holidays as follows: 1. Columbus Day 2. Veteran's Day 3. Thanksgiving Day 4. Day after Thanksgiving 5. Christmas 6. New Year's Day 7. Martin Luther King Day 8. President's Birthday 9. Patriot's Day 10. Memorial Day
11. Independence Day
12. Labor Day
13. Discretionary Holiday (With approval of immediate supervisor)
Longevity
Any Regional employee not covered by a union agreement and contributing to the Essex County Retirement System shall be eligible for longevity pay: 10-14 years, $200; 15-19 years $400; 20-29 years, $600; 30 or more years, $800. Said pay shall not be considered part of the base pay for purposes of future pay increases.
Overtime
All work authorized to be performed beyond 40 hours per week will be paid at one-and-a-half times (overtime rate) the hourly rate. Staff must work 40 hours in a week to be paid at the overtime rate. Holidays will be considered a day worked.
If a 40-hour per week employee is called in to work after regular hours, such employee will receive a minimum of one (1) hour pay calculated at the rate of one and half times their rate.
If an employee who works less than 40 hours a week is called in to work after regular hours, such individual will receive a minimum of two (2) hours pay at the regular rate of pay.
Weather Related School Closings
When school is closed due to inclement weather, non-essential support staff will not be expected to work on the first day of the school closing. If the schools are closed for two (2) or more sequential days, support staff will be expected to report to work after the first day. Essential support personnel who work a full day when school is closed due to inclement weather will be entitled for four (4) hours of “comp” time to be used at a future time agreed by the building principal or immediate supervisor. All employees will work the “day shift” during these periods.
Retirement:
Retirement shall be under the Essex County Retirement System as is provided for other Town employees. Participation in this system is mandatory.
Lunch:
Employees who work a six-hour day or longer will be entitled to a half-hour (1/2) lunch.
Health Insurance
The policy established by the Manchester Essex Regional School Committee for all employees shall be followed relative to medical insurance plans.
Wages
Employees will be eligible for incremental (step) wage increases on July 1st if they worked a minimum of three months. Otherwise, employees will remain on the same step for the next year.
Annual Review
The Principal, or immediate supervisor will evaluate 12 month employees annually.
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