Employment Addendum - Swallow School District

Employment Addendum - Swallow School District

Employment Addendum: Teachers 2016-17 This Employment Addendum for Teachers is meant to provide information about our district specific to you and you...

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Employment Addendum: Teachers 2016-17 This Employment Addendum for Teachers is meant to provide information about our district specific to you and your benefits, insurance, and salary information for your role as a Teacher at Swallow.

Table of Contents 2016-17 Board of Education ........................................................................................................................ 3 District Organization Charts ........................................................................................................................ 4 District Closing Procedures ......................................................................................................................... 5 BENEFIT INFORMATION Leave Policies............................................................................................................................................... 6 Teacher Retirement Benefits ........................................................................................................................ 8 Teacher Insurance Benefits ......................................................................................................................... 9 Cafeteria Plan Flexible Spending Account ................................................................................................. 11 COBRA Law Continuation of District Health Plan Participation ................................................................ 12 WAGE COMPENSATION AND EXPENSES/REIMBURSEMENT INFORMATION Wage Schedule Placement................................................................................................................... 13 Continuing Teacher Wage Schedule.......................................................................................................... 13 Compensation for Additional Professional Learning................................................................................ 14 Teachers Substituting for Other Teachers................................................................................................. 14 Tuition Reimbursement ………………………………………………………………………………………………….……….….….….. 14 Expense Reimbursement...………………………………………………………………..……………………………….………….…… 14 APPENDIX A Teacher Salary Schedule ............................................................................................................................ 15 Appendix B Employee Rights Under The Family & Medical Leave Act…….…………………………………………………………….16 Appendix C Wisconsin Family & Medical Leave Act………………………………………………………………………………………………17

Employment Addendum: Teachers

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Swallow School District 2016 - 2017 Board of Education Rebecca Morrison, President 1125 Colonial Drive Hartland, WI 53029 Email: [email protected] Term Expires: 2017 John Stahl, Vice President 1235 Mary Hill Circle Hartland, WI 53029 Email: [email protected] Term Expires: 2018 Susie Polentini, Clerk 1129 Colonial Drive Hartland, WI 53029 Email: [email protected] Term Expires: 2018

Darin Clark, Treasurer 110 Four Winds Way Hartland, WI 53029 Email: [email protected] Term Expires: 2019

Aaron Dentz N62 W28988 Red Tail Lane Hartland, WI 53029 Email: [email protected] Term Expires: 2019

Employment Addendum: Teachers

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Board of Education Rebecca Morrison President

John Stahl

Darin Clark Treasurer

Vice President

Susie Polentini

Aaron Dentz

Clerk

Member

Superintendent

Melissa Thompson

Custodian

Jeff Grunwald

Principal

Kyle Moore

Director of Business Services Jeremy Struss

District Secretary

Sue Martin

Coordinator of Instruction & Activities Rachel Crockford

Teachers Counselor

Bookkeeper

Librarian

Food Service Director

Nurse

Kitchen Aides

Director of Special Education Dacia Hopfensperger

Speech/Language Instructional Aides

Special Education Teachers Special Education Aides School Psychologist

School Secretary

Employment Addendum: Teachers

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DISTRICT CLOSING PROCEDURES Should inclement weather or other situation(s) require the District to close school, the following procedures shall be followed: School closings will be listed on the District website at www.swallowschool.org on the main page. Local television and radio stations will also be notified by 6:00 a.m. or as soon as practicable. Please note that Swallow School will not be listed, but Arrowhead High School will be listed. You may also check the following if you do not receive a phone call: WTMJ, WITI, Fox 6, WISN, ABC 12, and WDJT, CBS 58. Employees are encouraged to monitor these TV and radio stations and their email, and the District Phone Tree may also be activated. Security In case of an emergency call: Melissa Thompson, Superintendent at 262-327-8784.

Employment Addendum: Teachers

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BENEFIT INFORMATION LEAVE POLICIES Excused Leave Full time teaching staff will receive twelve (12) days of paid leave to be used accumulative to a maximum of sixty (60) days. Part-time teaching staff will receive paid leave on a pro-rated basis based upon the percentage of their employment. These days may be used for the employee’s own sick time, to care for the employee’s sick child who is a minor, a spouse, a parent, for qualifying FMLA events, to attend a funeral, or used to deal with an emergency as defined below. Doctor appointments are to be made, whenever possible, outside of the work day. If an employee is out absent more than 3 consecutive days, the employee may be asked for a doctor’s excuse explaining the nature of the illness and the expected date of return to work. One of these twelve may be used as a personal day. In the instance of a personal day, personal leave cannot be coupled with an existing vacation or non-student day in the school calendar and must be requested two weeks in advance; however no explanation for the need for the day will be required. Personal days must be taken in half-day or full-day increments. If it is not possible to provide notice two weeks in advance, consideration of a personal day request within a shorter timeframe will be at the discretion of the Superintendent or designee. In all instances of absence, an employee must provide as much notice as possible so that substitutes can be arranged for. The following are valid reasons for the utilization of emergency leave: A. Court Proceeding involving the employee (unless the proceeding involves criminal charges against the employee)*; B. Internal Revenue Service Proceeding involving the employee (unless the proceeding involves criminal charges against the employee)*; C. Real Estate closing (limited to one-half day); D. Accident involving the employee; and E. Emergency home or automobile repair involving the employee. On occasion administration, at its discretion, may allow short periods of time for an employee to leave the building to attend to a personal matter. This may be permitted if administration is consulted in advance, there is no additional cost to the district, and the employee checks in and out with the school secretary. *Nothing in the foregoing prohibits the District, in its sole discretion, from placing an employee on a paid or unpaid administrative leave. Jury Duty The District will pay your normally scheduled salary when you are required to serve jury duty. Employees will not be charged for paid leave and seniority will continue to accrue. The fee received for jury duty must be returned to the District minus the travel reimbursement. On days when attendance at court is not required, an employee is expected to report to work and present a proof of summons.

Employment Addendum: Teachers

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Military Leave Military leave will be granted to eligible employees in accordance with currently existing state and federal laws and regulations. Requests for military leave should be in writing and submitted to the Superintendent. The employee shall be paid regular base pay, less any remuneration received from other sources, for military leaves not exceeding two weeks per year. Family and Medical Leave To apply for FFMLA or WFMLA leave, the employee should discuss a potential leave with the Superintendent or designee. If the need for leave is foreseeable (i.e., an upcoming maternity leave), the employee must provide the District with at least 30 days advance notice before the leave is to begin. If 30 days notice is not possible, such as in the case of a medical emergency, notice must be given as soon as practicable. It is the employee’s responsibility to notify the district of a qualifying FMLA event. The employee should then complete the District’s Request for Family and Medical Leave form and provide it to the Director of Business Services. All requests for leave must include an anticipated starting and ending date, reason(s) for the leave, request to substitute unpaid leave, paid leave, and/or vacation within the parameters of the law, employee’s signature, and supervisor’s signature. The Superintendent with the assistance of the Director of Business Services will provide a response to the request that will include a statement as to whether the employee is eligible (or request additional information), a request to furnish medical certification, available leave days (including whether the days are unpaid or whether substitution of accrued paid leave or vacation days is possible), return to work notification and requirements, and any additional pertinent information. For additional information on FMLA, see Appendixes B and C and the Employee Handbook. Other Leaves Of Absence Employees may submit a written request for a leave of absence, paid or unpaid, which falls outside of the other reasons for leave for a duration of up to one calendar year unless a longer term is required by law. The leave of absence, or the extension of the leave, shall be approved on a case-by-case basis at the discretion of the Superintendent. A. Requests: A written request for a long-term leave must be submitted to the Superintendent. The written request must indicate the reason(s) for the leave or the leave extension, the beginning date of the leave, and the duration of such leave. B. Approval: If the request for long-term leave is approved, the Superintendent shall inform the applicant in writing of the terms and duration of such leave. C. Reinstatement: Employees granted a long-term leave shall be guaranteed a return to a comparable District position only if an open position exists at the conclusion of the employee’s leave. In addition, the employee must be capable of performing all of the job functions, with or without reasonable accommodations. D. Compensation: Employees may be allowed to use accrued but unused paid leave days, dependent upon the reason for the leave. Although paid leave is distributed in a lump sum at the beginning of each school year, only the amount accrued to date will be available for an employee taking a longterm leave. If paid leave is not available or applicable to the situation, a leave of absence will be Employment Addendum: Teachers

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without pay. Upon return from leave, the employee will be paid at a rate appropriate for the position into which the employee is reinstated. Paid leave will not accrue while an employee is on a long-term leave of absence, but the employee shall retain any unused paid leave accrued prior to the leave. E. Benefit Continuation: Employees taking a long-term leave of absence will be given paperwork regarding their specific insurance rights and payment requirements. TEACHER RETIREMENT BENEFITS Retirement Benefits Coverage The District reserves the right to make changes to coverage in order to comply with federal and state laws. District Contributions Toward Teacher Retirement Accounts A. Teachers who have worked during the 2011-2012 school year as active employees will have a PostEmployment HRA in the amount of $1195.50 per year of service for all active teachers based upon years of service as of 6/30/2012 (as a one-time HRA allocation). Part time staff will receive a portion of $1195.50 based on the average percent of full-time status over the duration of their service to the district. B. Beginning in the 2012-2013 fiscal year, the School Board will annually allocate post-employment HRA contributions with funding for all active teachers in the amount of $1000. The Board will annually reconsider, prior to February 15, continuation or modification of such benefits for future retirees. C. For teachers eligible for retirement as of 6/30/12, upon retirement TSA contributions are determined by subtracting the total post- employment HRA contributions from $90,000. The TSA contribution will be divided by the number of years necessary to comply with TSA contribution limits and payments will be distributed based on the IRS maximum limit for the year in which the employee retires. The maximum allowed IRS lump sum will be paid in January of the year following retirement with the residual amount paid by December 31st of the year in which the employee retires Wisconsin Retirement System The Board agrees to contribute the employer’s share of the WRS contribution. The employee agrees to pay the employee’s required WRS contribution as required by state statute requirements. Under no circumstances shall the Board pay the employee’s required WRS contribution. The Board agrees to treat WRS employee required contributions on a pre-tax basis. Eligibility to Retire The employee/retiree must be eligible for WRS pension at the time of retirement and meet the rule of 80 (age + years of service to Swallow= 80 or more) or have reached the age of 60 with 20 years of service to access and use HRA benefits noted in a. and b. above. Notification of Retirement Teachers who plan to take early retirement shall notify the district of their intent to do so on or before February 15th of the school year prior to the retirement unless another date is mutually agreed upon by the Employment Addendum: Teachers

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employee and the Superintendent. All notices of retirement shall be filed in writing with the Superintendent and shall be accompanied by a letter of resignation with an effective date on or before the date the retirement benefits are effective. Teachers employed less than full-time will receive all of the benefits based on the average percent of fulltime status over the duration of their service to the district. A teacher who was part-time for a portion of their time with the district, but was full-time for twelve (12) or more of their years of service to the district will receive full retirement benefits. Continuation of Insurance Benefits After the employee retires, the retiree shall not have the right to continue in the group health, dental, and life insurance coverage beyond what is allowable under COBRA provisions. Survivorship Benefits If a retiree dies while receiving a retirement benefit and is survived by a spouse or eligible dependent, such person shall be eligible to receive any unused portion of the retiree’s benefit under this section in accordance with HRA regulations at the time of death. In the event of the retiree’s death during the payment period before all 403(b) contributions are made, the District will make a final 403(b) contribution toward the payment of the remainder of future contributions in a lump sum to the decedent’s TSA account no later than the end of the month when the death occurred or immediately thereafter to the maximum extent permitted by the Internal Revenue Code and applicable regulations. This final TSA contribution shall be the final non-elective post-retirement contribution to the decedent’s TSA account. No remaining contributions shall be paid to a surviving spouse or beneficiary of the decedent. TEACHER INSURANCE BENEFITS Selection of Carriers and Plan Design The Board reserves the right to select and/or change insurance carriers or insurance plans design when deemed necessary. Such actions may be implemented in order for the District to comply with the Patient Protection and Affordable Care Act (ACA) and applicable federal and state agency rules and regulations regarding the implementation of the ACA as well as regulatory provisions of the Internal Revenue Service (IRS), e.g. nondiscrimination in benefits provisions [IRC 105(h), IRC 125], and to maximize tax liability for the district and/or the benefit recipient underneath such regulatory provisions. Insurance Coverage Eligibility Teachers who are .75 FTE or more (30 hours per week) are eligible to receive insurance benefits contained in this section. Insurance coverage terminates as determined by the insurance carrier upon termination of employment. Health Insurance For the 2016-17 school year, the district will provide health insurance through WEA Trust as designated to the Waukesha County Area Schools Health Insurance Purchasing Cooperative (WCASC). Full-time teachers will pay ten percent (10%) of the monthly premium cost. The premium cost for part time teachers will be based on the percentage of full-time status up to the affordability amount” requirement in the ACA. The district will fund the deductible down to $500/$1000 into an HRA for employees who are hired and begin to work for Swallow between July 1 and December 31 after Employment Addendum: Teachers

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the employee has met their portion ($500/$1000) of the deductible for in-network expenses only. Employees who are hired and begin working after January 1 will receive half of the aforementioned deductible funding. This coverage and the below coverage will be offered for the entire school year for all teachers with an individual contract. A. Teachers who have Family Protection through another source may waive the Health Insurance and enroll in an Option Plan. The Alternative Benefit Plan (ABP) shall be equal to four thousand dollars ($4,000.00). Teachers employed less than full-time will receive the ABP benefit based on the percent of full-time status. B. To the extent consistent with the cafeteria plan rules under Code Section 125 regarding changes in family status and other coverage changes, employees who choose the additional payments of cash compensation described above shall be able to enroll in the District’s health plan at a later date pursuant to the legal and/or carrier’s late enrollment terms, timelines, and conditions of reentry. C. It shall be the responsibility of the employee to pay the employee portion of the employment taxes which may be imposed upon any additional cash payments paid to the employee under the cafeteria plan, including, by way of illustrations and not limitation, FICA taxes. Wellness Assessment and Health Survey Assessment: All employees and retirees enrolled in the District’s insurance are covered by this provision. A. The wellness assessment consists of a screening process that includes blood pressure checks, height and weight to determine BMI, cholesterol tests and blood glucose tests. The results include glucose, triglycerides, HDL and LDL levels and your ratio. In addition, the employee and spouse must complete a confidential online health assessment profile and receive rewards. In addition the employee may sign up for an online or telephone health coaching program for additional rewards. B. The eligible employee will have to select whether to participate in the Wellness Assessment and Health Survey Assessment. Employees with pre-existing medical conditions may be exempt from portions of the Health Risk Assessment based upon certification from the employee’s physician that the employee cannot complete that portion of the Wellness Assessment due to the employee’s preexisting medical condition. The employee is still obligated to complete the other portions of the Wellness Assessment and the Health Risk Assessment in order to receive the lesser insurance premium contribution. The District reserves the right to designate another physician to verify or refute the employee’s physician's certification. If the two physicians' certifications are in conflict, a third mutually agreed to physician will issue a physician's certification. The third physician's certification will be binding on the parties. The District will pay all costs associated with the second and third physician’s certification. 1. If the Wellness Assessment is not completed in the timeframe provided by WEA Trust, the employee will be responsible for the health insurance contribution at an additional premium contribution of ($25.00 single, $50.00 family) per month effective July 1st if the employee is enrolled in the District’s health insurance. C. The District will be responsible for contacting a health provider and arranging the Wellness Assessment and Health Survey Assessment for the employees. The District may offer the Employment Addendum: Teachers

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assessment on-site. An employee who has had a physical and can provide proof of the physical to the Swallow School District within 90 days prior to the screening may forgo the on-site screening by providing the information to WEA Trust. The employee can select whether to participate in the online WEA Trust Healthy Survey Assessment for rewards. Dental Insurance The district will continue to offer dental insurance to employees with comparable deductible amounts to the 2015-2016 school year plan. The premium cost for part time teachers will be based on the percentage of full-time status. Long Term Disability Benefits The district will provide eligible staff members with long term disability benefits to begin the 60th day of disability with coverage at 60%. Life Insurance The district will pay, for qualified employees, 100% of the premium for term life insurance that is equal to 1x the employee’s salary rounded to the next $1,000. We will continue to study and if feasible offer a buy-in opportunity for staff members to increase personal coverage or coverage for family members at their cost. CAFETERIA PLAN/FLEXIBLE SPENDING ACCOUNT The District will provide an Internal Revenue Service authorized cafeteria plan/flexible spending account [FSA] under applicable sections of the Internal Revenue Code (§ 105, § 106, § 125 and § 129) to permit employees to reduce their salary and contribute to an FSA to cover the following expenses: A. Payment of insurance premium amounts (IRC § 106); B. Permitted medical expenses not covered by the insurance plan (IRC § 105) to a maximum of two thousand five hundred and fifty dollars ($2,550) per calendar year until December 31, 2016, and C. Dependent care costs (IRC § 129) subject to the limitations set forth in the Internal Revenue Service Code. Payments and the designation of amounts to be contributed to the employee's account will be subject to the procedures, rules and regulations of the plan's administrating agency. The provision of this plan shall be contingent upon the continuance of this benefit under the applicable Internal Revenue Code Sections (§ 105, § 106, § 125 and § 129). A. Beginning Eligibility Date for Alternative Benefit Plan Payments: 1. New Employees. Payments shall be based on the employee’s eligibility date. For new employees, this constitutes the employee’s first day of active service. Employees not electing health coverage must enroll in the cafeteria plan prior to the employee’s first day of active service. The District will use the same rule for contributions as for health insurance payments; if the employee’s first date of active service is after the 15th of the month, no ABP contributions is required in that month. If the employee’s first date of active service is on the 1st through the 15th of the month, the District will contribute the payment. Employment Addendum: Teachers

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2. Current Employees. Current employees changing to the ABP when permitted by applicable Internal Revenue Code section 125 “cafeteria plan” rules are only eligible to waive coverage for the health insurance and begin the ABP on the first payroll of any month. Once the employee is eligible to begin ABP status, contributions will begin in that month. COBRA LAW CONTINUATION OF DISTRICT HEALTH PLAN PARTICIPATION The District, pursuant to the Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) and state law, offers employees the opportunity to remain on the District’s health, dental and vision insurance plan at the group rate in certain instances where coverage under the plan would otherwise end. For additional information, please see: http://www.dol.gov/dol/topic/health-plans/cobra.htm A. Qualifying Events: An employee, employee’s spouse and an employee's dependent children (if any) covered by and participating in the District’s health insurance plan (medical, dental, and vision), may qualify for continuation coverage if District -sponsored coverage is lost due to the occurrence of any of the following qualifying events: 1. Voluntary or involuntary termination of employment for any reason other than “gross misconduct.” (e.g., resignation or retirement); 2. Death of the covered employee; 3. Divorce or legal separation from the covered employee; 4. Loss of “dependent child” status; 5. Eligibility for Medicare entitlement; 6. Reduction in work hours such that the employee no longer qualifies for coverage under the plan. B. Period of COBRA Continuation: In the event of one of the above qualifying events, COBRA coverage is available for up to eighteen (18) months, but may be extended to a total of twenty-nine (29) months in certain cases of disability (see Disability Extension below) or up to thirty-six (36) months if a qualifying spouse or dependent suffers a second qualifying event. The employee, employee’s spouse and each covered dependent has an individual right to request COBRA coverage. Additionally, any child born to or placed for adoption with a covered employee during a period of continuation coverage is automatically considered a qualified beneficiary. C. COBRA Extension [Second qualifying events]: A spouse or dependent child may be eligible for COBRA extension coverage for a period of up to thirty-six (36) months if coverage is lost due to one of the following second qualifying events: 1. 2. 3. 4.

The employee's death; Divorce or legal separation; The covered employee becomes eligible for Medicare; A child loses his or her “dependent child” status.

*Note: The second event can be a second qualifying event only if it would have caused the qualified beneficiary to lose coverage under the plan in the absence of the first qualifying event. Employment Addendum: Teachers

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D. Premium Cost & Payment: The cost for this extended continuation coverage shall not exceed the group rate in effect for an active group member, including the District’s contribution (i.e., the total amount the employee and District have been paying for health insurance coverage). If the cost for COBRA coverage changes during an employee’s participation the employee will be notified of the new premium in writing prior to its due date. E. Termination of Coverage: Employee continuation coverage may be terminated automatically if: 1. The employee fails to make a monthly premium payment to the District on time; 2. The employee obtains similar coverage through a different employer; 3. The employee becomes eligible for Medicare and convert to an individual policy; 4. The District terminates its health plan; 5. The employee’s guaranteed continuation period expires. The employee or a qualified beneficiary have the responsibility to inform the District of a divorce, legal separation, or a child losing dependent status under the group health plan within sixty (60) days of the qualifying event. The District will then notify any other covered dependents that are affected by the event of their right to elect COBRA coverage. COBRA participants must also notify the District if they experience additional COBRA qualifying events during their COBRA term that might qualify them for additional months of extended coverage. F. Disability Extension: If an employee elects COBRA continuation coverage based on termination of employment or reduction of hours, and the employee or a qualified beneficiary from his or her family becomes disabled (as determined by Social Security) anytime within the first sixty (60) days of COBRA continuation coverage, the employee and his or her family’s qualified beneficiaries may elect a special additional eleven (11)-month extension, for a total of twenty-nine (29) months of COBRA continuation coverage. To elect the eleven (11)-month extension, the employee must notify the Plan Administrator within sixty (60) days of the date Social Security determines that the employee or a qualified beneficiary from his or her family is disabled and within the first eighteen (18) months of COBRA continuation coverage.

WAGE COMPENSATION AND EXPENSES/REIMBURSEMENTS New Employee Wage Schedule Placement The salary of new employees shall be determined at the discretion of the District. Continuing Teacher Wage Schedule for 2016-17 Teachers who are continuing employment with the Swallow School District will be compensated according to the terms of their individual contract.

Employment Addendum: Teachers

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Compensation for Additional Professional Learning Teachers who have earned additional pre-approved graduate credits prior to the start of first semester of the 2016-17 school year, upon receipt of written confirmation of the credits and grade(s) received, will receive additional salary in the amount listed according to the 2015-2016 salary schedule for horizontal movement only (please see Appendix A). No more than ten credits may be put toward lane movement in any given year unless a new degree is earned or the teacher is completing credits related to a pre-approved Master’s or Doctoral degree. Curriculum Planning Projects and Other Projects within the Scope of Employment When the District assigns an employee to work on a curriculum project that is outside of the terms of the individual employee’s contract, the employee shall be paid at the rate of $27 per hour. The length of time and maximum number of hours for completion of the project shall be determined by the employee’s immediate supervisor, in his/her sole discretion. The compensation above will be paid when the project has been completed and approved by the applicable administrator. Other projects within the employee’s scope of employment that are approved by the Superintendent (or designee) shall be paid at the curriculum projects rate. Teacher Substituting for Other Teachers Teachers may be assigned, by the administration, to teach an absent teacher’s class. Teachers performing this duty will be compensated an additional twenty-five dollars ($25) per hour or twenty-one ($21) per 5th 8th grade class. Tuition Reimbursement Graduate level courses may be approved by the Superintendent if they are from an accredited university and the teacher can demonstrate that the course is meaningful to the teacher’s professional development, consistent with the current goals of the school district, and relevant to their specific area of instruction. Undergraduate courses may also be approved if they are necessary for a teacher to attain additional certifications that would benefit the school district. Teachers may be entitled to reimbursement for three credits for coursework completed between July 1, 2016 and June 30, 2017 at a rate not to exceed $600 per credit if the course is approved in advance by the Superintendent, a grade of “B” or better is obtained, and proof of payment for the course accompanies the request for reimbursement. Expense Reimbursement Employees required, or approved, by the District to attend conferences, seminars, and in-service training sessions shall not receive reimbursement for travel, meals, lodging, and registration unless prior approval has been received to attend the event listed above. To seek approval, employees should fill out the Professional Learning Request form and turn it in to the appropriate supervisor. To access reimbursement for these expenses, receipts attached to the Expense Report must be submitted to the Business Office within two weeks.

Employment Addendum: Teachers

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APPENDIX A 2016-17 Salary Schedule for Teaching Staff

BA Base

$43,271

1

44,075

BA+10

BA+20

MA

MA+15

MA+30

$52,714 45,197

46,706

54,196

54,936

58,522

2

46,624

48,185

55,072

56,751

60,410

3

48,846

49,796

56,892

58,570

62,362

4

51,545

58,714

60,420

64,388

5

53,811

60,599

62,371

66,464

6

62,527

64,398

68,619

7

64,559

66,474

70,881

8

66,640

68,628

73,220

9

69,905

72,029

75,636

10

79,390 BA

BA+10

Employment Addendum: Teachers

BA+20

MA

MA+15

MA+30

Page 15

APPENDIX B Employee Rights Under The Family & Medical Leave Act

Employment Addendum: Teachers

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APPENDIX C Wisconsin Family & Medical Leave Act Employment Addendum: Teachers

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Employment Addendum: Teachers

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