OFFICE OF THE EXECUTIVE DIRECTOR
P.O.
TELEPHONE:
(812)265-3448
GENERAL REGULATIONS AND POLICIES FOR:
LESS THAN TWELVE-MONTH INSTRUCTIONAL
ASSISTANT
HEARING IMPAIRED INTERPRETER (NON-DEGREED)
OCCUPATIONAL THERAPY ASSISTANT
PHYSICAL THERAPY ASSISTANT
LICENSED PRACTICAL NURSE
I. GENERAL:
A. EMPLOYMENT
STATUS:
All
noncertified employees are at-will employees.
Their employment can be terminated with or without cause at any
time. No other representative of the
Madison Area Educational Special Services Unit has any authority to enter into
any agreement for employment for any specified period of time.
B. NONDISCRIMINATION
CLAUSE:
It
is the policy of the Madison Area Educational Special Services Unit not to
discriminate on the basis of race, color, religion, sex, national origin,
disability, or age, in its programs or employment policies as required by the
Indiana Civil Rights Act (I.C. 1971, 22-9-1); Public Law 218 (I.C. 1971, Title
20); Titles VI and VII (Civil Rights Act 1964); the equal Pay Act of 1973;
Title IX (1972 Education Amendments); Public Law 101-457 and Public Law 93-112,
Section 504.
C. CALENDAR
AND DAILY WORK REQUIREMENTS:
The
annual/daily work schedule for each employee shall be established by the
immediate supervisor on the Payroll Change
Authorization (PCA) form, and distributed to the employee. Such schedule is subject to change by action
of the employee’s immediate supervisor(s) on the PCA. Employee will be paid time and a half for any
approved hours worked over forty.
D. BENEFITS
PRORATED:
Employee
benefits are generally based on a full-time employee status for a full year of
employment. When a staff member will not
be working a full year, the benefits are prorated accordingly.
E. CLOSINGS/DELAYED
STARTS:
The following guidelines regarding school
closings/delays shall be followed:
1. In
the event school is canceled prior to the scheduled work time, the employee
shall not receive compensation for such absence. The employee shall be compensated in full at
such time as the canceled day is made up.
2. In
the event school is delayed and the employee reports to work on a delayed
start, the employee shall be compensated for actual time worked.
3. In
the event school is canceled during the normal work schedule through no fault
of the employee, said employee shall be compensated for actual time worked.
F. OVERTIME:
Overtime
compensation shall be calculated at 1 ½ times the employee’s hourly rate for
all hours worked over forty hours during a work week.
G. SALARY INCREASES:
All
increases in salary will be effective at the start of the school year. Employees will be paid overtime for all hours
worked over forty (40) hours per week.
II. FRINGE BENEFITS
The health and life insurance programs listed here are available
only to those employees who work the minimum hours per week required by each
company. Employees hired after
A. MEDICAL INSURANCE:
Employees
hired after
The
Board shall pay a portion of the cost of the single or family benefit premium
of each employee participating in the Insurance Program. The participating employee shall pay all
premium amounts exceeding the Board’s share.
B. LIFE AND DEPENDENT INSURANCE:
Employees
hired after
Employees
who wish to participate will be provided term life insurance in the amount of
Twenty Thousand Dollars ($20,000.00), with a like amount of Accidental Death
and Dismemberment coverage. A minimal
payment of one dollar ($1.00) shall be made by the participant. Dependent life will be in the amount of
$5,000 spouse/$2,500 each child over six
months. This is at the employee’s
expense.
C. WORKER’S COMPENSATION:
All
employees are provided coverage under a Worker’s Compensation Plan. Provisions and requirements for this program
are regulated by the State of
In
the event an injury occurs during the employee’s course of employment, the
employee must notify their immediate supervisor immediately. Although the injury may appear to be minor,
any type of injury should be reported as it could result in a claim. If an injury is not reported and an accident
report is not filed with the Office Manager or
designee within twenty-four hours, the provision of this plan may not
apply.
D. SICK LEAVE:
Full-time
employees hired after
Full-time
employees hired before
Unused
sick leave days shall accumulate to a total of 90
days.
An
employee securing summer employment shall not be eligible to use any benefit
days having accrued during the employee’s regularly assigned work period.
Sick
leave may be taken in one-half (1/2) day units.
E. SICK LEAVE DUE TO ILLNESS OF FAMILY
MEMBER:
Employees
hired after
Each
full-time employee may use up to a maximum of five (5) days of the annual sick
leave allotment for illness in the immediate family. “Immediate family”, for purposes of this
provision, shall include only, by blood or marriage, parents, siblings, spouse,
children, grandparents, grandchildren, and any other person residing as a
member of the employee’s household at the time of the illness. At the sole discretion of the Executive
Director, up to five (5) additional days may be granted from the annual sick
leave allotment for this purpose.
Sick
leave may be taken in one-half (1/2) day units.
F. PERSONAL LEAVE:
Employees hired after
All full-time employees shall be credited with three
(3) days of personal leave with pay at the beginning of each school year.
1. Except
in unusual circumstances, use of the third (3rd) day in any school
year shall be requested not less than forty-eight (48) hours in advance of the
intended day of absence.
2. Use
of the third (3rd) day of such leave shall neither immediately
precede nor immediately follow a school recess or vacation period which results
in an extension of such period; provided however, that this provision shall not
prohibit legitimate use of such days at said time. Personal leave is not intended to be used as
vacation days.
3. If
in any one school year the employee may be absent for reasons covered in this
provision for fewer than three (3) days, the remaining days shall be
transferred to the employee’s accumulated sick leave.
4. Personal
leave may be taken n one-half (1/2) day units.
G. BEREAVEMENT LEAVE:
Employees
hired after
Death
in Immediate Family:
In
the case of death in the immediate family of an employee, the full-time
employee is entitled to be absent without loss of compensation for a period
extending not more than five (5) consecutive work days within twenty (20)
calendar days.
1. “Immediate
family” is interpreted as including by blood or by marriage only grandparent,
grandchild, parent, child, sibling, niece, nephew, or any other person residing
as a member of the employee’s household at the time of death.
Death in Family:
1. In
the case of the death of an uncle, aunt, or a first cousin not living in the
household of the employee, the employee is entitled to be absent one (1) day
without loss of compensation to attend the last burial rites of the stated
family member.
2. School
holidays falling in this period shall be counted as calendar days.
H. PROFESSIONAL LEAVE:
Employee
will receive full pay while attending meetings that the Executive Director
believes will help in the employee’s professional development and will
contribute to the Unit’s growth.
I. JURY DUTY:
When
required, an employee may serve on jury duty.
The SSU will pay the employee the difference between jury duty pay and
their regular pay so that no loss in earnings will be experienced. At the request of the employee’s immediate
supervisor, the employee shall request to be excused from jury duty.
To
receive jury duty pay differential, employees must substantiate such service in
written form and have the Executive Director’s approval.
J. DISABILITY LEAVE:
A
temporary disability leave of absence shall be granted to employees of the
Special Services Unit on the following basis:
1. Application of Provisions
a. This
provision shall apply to leave in all cases where an employee is unable to
perform their duties because of a disability substantial in nature or duration,
including major surgery, pregnancy, childbirth, illness, or injury.
b. In
case of a temporary disability caused by pregnancy, said employee is entitled
to a leave of absence any time between the commencement of her pregnancy and
one (1) year following the birth of the child, provided said employee submits
with the timely notice as provided herein, a physician’s statement certifying
her pregnancy or a copy of the birth certificate of the newborn, whichever is
applicable. If said employee elects to
utilize her sick leave under the provisions of Paragraph 3 (c) herein, and said
sick leave is exhausted during her temporary disability caused by pregnancy,
said employee may be absent without pay subject to all other provisions
contained herein.
2. Notification
After
determination that such leave is imminent, the employee shall give timely
notice to the Office of the Executive Director, in writing, of the anticipated
date the employee wishes to commence said leave of absence and anticipated date
of return.
3. General
Provisions Covering Said Leaves Are As Follows:
a. The
Board reserves the right to require a written statement from the employee’s
physician attesting to the employee’s ability to return to employment and
resume the full schedule of the duties and responsibilities of the position and
assignments.
b. If
said employee desires to continue their duty assignment prior to the
commencement of said leave, such notice must include a written statement from a
physician attesting to the employee’s ability to continue performing the full
schedule of the duties and responsibilities of the position and
assignments. The employee will be
permitted to continue on full active duty until such date, provided they do
perform the full duties and responsibilities of their position and assignments
and provide from time to time upon request of the Board, additional
certification from the physician of their full ability to continue performing
the full schedule of the duties and responsibilities of the position and
assignments.
c. Said
employee may use his/her accumulated sick
leave during the period of temporary physical disability provided a physician’s
statement and certification of physical disability is submitted to the Office
of the Executive Director for any said temporary disability absence of more
than ten (10) consecutive days. While on
said leave, sick leave days will be paid only for the number of assigned duty
days the employee is absent which occur during the current term of employment,
and only for which a physician certifies said employee to be physically
disabled due to the reason for the leave, limited to the extent of the number
of sick leave days accumulated by the employee at the time said leave
commences. The
employee will not be required to use personal days while on approved leave.
d. In
all cases the Board reserves the right to require an examination by a
physician(s) other than the employee’s regular physician, selected by the
employee subject to prior Board approval, to determine the employee’s fitness
to, (1) continue performing the full schedule of the duties and
responsibilities of the position and assignments and/or (2) to return to employment
and resume the full performance of the duties and responsibilities to which
they may be assigned. The cost of such
examination shall be borne by the Board.
e. The
granting of said leave by the Board shall not prevent the Board from serving
notice to said employee that said employee’s employment will not be continued.
f. Except
as is provided in Paragraph 1 ( b) herein, no leave under this provision shall
be granted for a period exceeding one (1) year.
K. LEAVE
OF ABSENCE:
1. A
leave of absence, without pay or benefits, may be requested by the employee for
a period of up to one (1) year. Such
leave may be granted for such purposes as teacher education training, student
teaching, disability leave, family illness leave, paternity leave, child rearing
or adoptive leave. A letter requesting
such leave must include medical or court documentation before such request will
be considered.
2. Prior
to the expiration of such leave, the employee shall give written notice to the
Office of the Executive Director of their intent to return to employment.
L. INSURANCE
WHILE ON LEAVE:
Employees
hired after
If
allowed by the insurance carrier, a full-time employee on a Disability Leave
(Section J), or a Leave of Absence (Section K) may choose to continue in the
Madison Area Educational Special Services Unit (SSU) insurance programs
provided the employee remits the full, total premium to the SSU Business Office
prior to the date due each month.
M. MILITARY
LEAVE
Military leave without pay shall be granted to an
employee when called to active military service of the
An
employee returning to work within 30 days from the date of separation from
military service will be assigned to their former job or put on a new job as
nearly like the old job as possible.
Failure
to report for work within 30 days following separation shall constitute a
resignation and all employment rights will be waived.
N. FAMILY
MEDICAL LEAVE ACT:
Employees
shall have the right to both the appropriate family and medical leave and the
appropriate designated benefits provided by the Family Medical Leave Act
(FMLA). Such leave(s), if applicable,
shall be taken concurrently. The Madison
Area Educational Special Services Unit may require the employee to verify
and/or certify any information which an employer may require under the FMLA,
and it may further elect any option available to it under the Act for any leave
or benefit for which an employee qualifies for under the FMLA.
For
record keeping purposes, the twelve (12) month period for FMLA shall be measured
forward from the date any employee’s first FMLA leave begins.
O. PUBLIC
EMPLOYEES’ RETIREMENT FUND:
All
full-time employees shall become members of
the Public Employees’ Retirement Fund (PERF).
An employee shall contribute the required percentage of his/her annual
salary to the PERF program.
P. MILEAGE:
Reimbursement
for authorized travel shall be at the per mile rate allowed by the Internal
Revenue Service (IRS).
Q. I.R.S.
SECTION 125:
Employees
shall be afforded the opportunity to participate in the Section 125 flexible
benefit plan.
R. RETIREMENT:
Employees
hired after
Retirement
pay shall be provided to a retiring employee according to the following
requirements and provisions:
The
employee shall receive $40.00 for each year of service to the Special Services
Unit plus $40.00 per day for each day of unused accumulated sick leave. To qualify for this additional retirement
pay, all of the following requirements must be met:
1. Must
have completed not less than 20 years of service to the Special Services Unit.
2. Age
55 by July of the year of retirement.
3. Permanent
retirement must be evidenced either through personal affidavit or by
application for retirement benefits made to the Public Employees’ Retirement
Fund.
4. A
letter must have been submitted by May 1 of the year of retirement to the
Office of the Executive Director notifying that Office of intended retirement,
provided, however, that said notification date may be waived by the Board in
case of retirement due to the employee’s disability. The Board may require medical certification
by a physician to substantiate such claim of disability.
5. The
payment will be part of the employee’s last check based upon the years of
service and accumulated sick leave as of the last day of the last school year
of employment.
6. Except
as provided in number four above, retirements shall begin only at the end of
the school year.
7. Upon
the death of a retiring employee who has established eligibility for said
retirement pay by complying with all requirements and provisions herein above
stated, said pay to which the employee may be entitled will be paid to such
employee’s estate.
S. HEALTH
CLUB MEMBERSHIP:
All
employees shall be offered the opportunity to purchase a health club membership
through Fit For The King at their own expense through payroll deduction.
APPROVED 7/08