WORK ASSIGNMENT
Work assignments and schedules will be made by the Superintendent of Schools or his or her designee.
COMPENSATION
Hourly employees are to complete time cards on a bi-weekly basis and will be paid following the established payroll schedule. Salaried employees will have their fiscal year salary divided equally over the 26 payrolls of the fiscal year and will be paid following the established payroll schedule. Salaried employees who are hired after July 1 will have their annual salary pro-rated for the remaining pay periods in the fiscal year. All salaried employees will receive final pay for their fiscal year salary on the last scheduled pay date of the year even though that salary is representative of work to be performed through June 30th – the end of the fiscal year. Note that some salaried employees may also be required to complete a time card.
HOURS
Year-round Full-time employees are those hired and scheduled to work 40 hours per week, 52 weeks per year. Year-round part-time employees are those hired and scheduled to work fewer than 40 hours per week 52 weeks per year. Part-year full-time employees are those hired and scheduled to work 30 hours per week for at least 35 weeks a year. All other employees are considered part-year part-time. Benefits (see below) are provided based on the number of scheduled work days in a year.
SICK LEAVE
Sick leave will be granted for sickness or death in the immediate family, non-cumulative. Immediate family shall be deemed to include, wife, husband, children, father, mother, father-in-law, mother-in-law, grandparent, grandchildren, sister, brother, relative, or significant other living in the employee's household. Beginning with FY2009, all leave requests will be processed through the supervisory union leave site.
PERSONAL LEAVE
Personal leave shall not be cumulative from year to year and is intended for the conduct of business or personal affairs of a compelling nature which cannot be accomplished at any other time. Personal leave may not be taken during the first or last week of school or on a day preceding or following a holiday or vacation except for emergency situations, or other situations over which the staff member has no reasonable control. Beginning with FY2009, all leave requests will be processed through the supervisory union leave site.
VACATION
Vacation time will be earned from the date of employment, and is earned on a monthly basis. Vacation days will be paid for the same number of hours as are normally scheduled for the employee. Beginning with FY2009, all leave requests will be processed through the supervisory union leave site.
CALENDAR
The work year is the budget year July 1st through June 30th. New employees will have all benefits pro-rated depending on their months of service.
ABSENCES
Absences not covered by Provisions will result in a deduction from the employee's salary at a pro-rated hourly rate for each hour absent.
OVERTIME
Overtime will be paid at the rate of time and a half for hours over 40 hours per week. Overtime may only be worked when authorized by the Superintendent or his/her designee.
HOLIDAYS
All year-round personnel will receive paid holidays as established by supervisory union on an annual basis. Holidays will be paid for the same number of hours as are normally scheduled for the employee. Part-year full-time employees will be paid for no more than 7 holidays and only when the holiday falls in their work schedule and schools are closed.
PHYSICALS
It shall be the right of the Board through its administration, to require that an employee undergo a physical or mental examination in any instance in which there is reason to believe that an employee's mental or physical health is such as to create a condition of jeopardy to the program or the well being of students and personnel, and the employee will be required to submit the results to the Superintendent. The cost of such medical procedure will be borne by the Supervisory Union unless otherwise provided for in the employee's insurance benefits, and a report of the results shall be sent directly to the Superintendent. All medical reports received by the Superintendent shall be treated in the strictest of confidence, and shall not be made available to any outside persons unless necessitated by a hearing or judicial matter.
BACKGROUND CHECKS
In an attempt to help protect our school children from abuse and exploitation, Vermont Law (16 V.S.A. sections 251-260) now requires background investigations on all school employees (including substitutes). As a result, all new employees of our school district(s) will be required to provide fingerprints, releases and other information necessary to conduct a background investigation. The records background check procedure shall be completed prior to the commencement of employment with our school district(s). All offers of employment shall be conditioned upon an acceptable background check. Although employment may commence prior to the completion of the background check process, continued employment with the district would be contingent upon a satisfactory background check.
INSURANCES
Various Health plans are provided to employees in accordance with the applicable benefit, master agreement, or administrative contract. Each participating employee shall notify the superintendent of a change in membership eligibility.
JURY DUTY
Jury duty will be considered an excused paid absence for up to ten calendar days per fiscal year. Beyond this time would be considered unpaid leave. Proof of jury duty attendance must be provided to the Superintendent.
AT-WILL EMPLOYEES
Employees who are not subject to the Master Teacher Contract and who do not have a separate, individual written administrative contract are employed at the will of the Supervisory Union and are subject to termination of employment at any time with or without cause or notice.
No statements made in pre-hire interviews or discussions, or in recruiting materials of any kind, are to alter the at-will nature of employment or imply that discharge will occur only for cause.
This provision may not be modified by any statements contained in any employee handbooks, employment applications, recruiting materials, training materials, memorandums, or other materials provided to applicants and employees in connection with their employment. None of these documents, whether singularly or combined, create an express or implied contract of employment for a definite period, nor an express or implied contract concerning any terms or conditions of employment.
RETIREMENT
Eligible personnel will participate in the Vermont Municipal Employees Retirement System. Employees have the option of participating in the Defined Benefit Plan or Defined Contribution Plan, and the choice, once made, is irrevocable.
PERSONAL CAR USE
A person should only use his/her car for school/office business with the approval of the Superintendent or his delegate. Mileage will be reimbursed based on the most current IRS rate.
