Employee
Handbook
Vision,
Absence from Work................................................................................................................. 5
Contacts.................................................................................................................................. 5
Credit Approval Procedures...................................................................................................... 5
C.O.B.R.A.............................................................................................................................. 6
Employee Assistance Program
(E.A.P.).................................................................................... 8
ERASR Training...................................................................................................................... 9
ESD #112 – Workers’
Compensation Trust (Labor & Industries)................................................ 10
Equal Employment
Opportunity/Affirmative Action..................................................................... 11
Evaluations.............................................................................................................................. 11
Family Medical Leave Act
(FMLA).......................................................................................... 12
Harassment Policy................................................................................................................... 13
Inclement Weather
Information................................................................................................. 13
Learning Improvement Days..................................................................................................... 13
Open Hiring/Equal
Payroll and Benefit
Information................................................................................................. 14
Safety...................................................................................................................................... 15
Accident
Prevention Program............................................................................................. 15
Fall
Protection Program...................................................................................................... 15
Hazard
Communication Program......................................................................................... 16
Lockout/Tagout
Plan.......................................................................................................... 16
Personal
Protective Equipment Plan.................................................................................... 16
Respiratory
Protection Program.......................................................................................... 16
Smoking/Smokeless Tobacco
Policy.......................................................................................... 17
Work Orders............................................................................................................................ 17
Phone (509) 586-3217
– Fax (509) 586-4408
*Communications to the Board
Members may be sent to the Superintendent’s Office.
Finley is a place where people care about children—their
education and their future.
Throughout
my career, my goals have been to build positive relationships and to promote
student success. I believe that by
working together and by using our resources wisely, we can create a successful
learning environment for students. My
commitment to you and the children of Finley is to build positive relationships
and to impact student achievement.
Character, civility, and customer service are core values in
the
Many positive things are happening in our school district and
we are focused on making our vision of “All Kids Achieving”, a reality for our
students, staff and community.
Let’s have a great year!
Sincerely,
Suzanne Feeney
Superintendent
Vision,
2007-2008 School
Year
Our Vision:
Our
the whole student to use his or her natural and
learned talents to become a productive, responsible member of both the
community and world.
Our Beliefs:
Our Goals:
1. Student Achievement:
v
Improve student achievement as measured by meeting or exceeding Adequate
Yearly Progress.
v
Instruct using Essential Academic Learning Requirements and Grade Level
Expectations.
v
Focus staff development on school improvement plans and district goals.
2. Curriculum:
v
Continue the curriculum adoption cycle.
v
Complete the math adoption at the high school.
v
Examine the social studies curriculum
3. Positive Relations:
v
Provide the media with positive stories about
v
Foster community and parent involvement activities.
v
Continue the development of the
v
Recognize accomplishments of staff and students.
v
Provide clear, timely, and on-going communication to parents.
4. Budget
v
Maintain balanced budget and appropriate cash reserve.
v
Seek new funding sources.
v
Maintain our buildings and grounds.
Absence from Work
Employees are expected to be at the worksite during appointed times. If an absence is necessary, it must be documented by the supervisor. Upon your return, you must report your absence on a Leave Request Form. Your supervisor must document all absences and will forward the leave request to the Business Office. Forms are available at each work location and leave entitlements are listed in your respective negotiated agreement.
Inform your supervisor as early as possible prior to the start of work when you will be absent so that arrangements can be made to cover your duties.
CONTACTS
Administration Office - 586-3217
Colleen Cowan, Business Manager Questions regarding: Payroll, Retirement & Benefits
Gail Maguire, Administrative Assistant Liaison to the Superintendent & Board of Directors
Gail Maguire, Personnel Manager Questions regarding employment with the district.
Union negotiations/contract Information
Certificated contracts, college credits, clock hours.
Labor & Industries Information
Terry Kinman, Transportation Supervisor Questions regarding bus stops, routing and the safe
transportation of the students of the district
Terry
Kinman, Safety Officer Questions
on health and safety-related matters
Credit Approval Procedures
Official credits and clock hours shall be accepted when a completed Credit Approval Form and an official transcript or certificate of clock hour completion is received by Personnel. Forms are available in each building office.
C.O.B.R.A. (Consolidated
Omnibus Budget Reconciliation Act)
On
April 7, 1986 a new federal law was enacted (Public Law 99-272, Title X) which
requires most state and local governments, who sponsor group health plans to
offer employees and families the opportunity for a temporary extension of
health coverage (called “continuation coverage”) at group rates in certain
instances where coverage under the plan would otherwise end. This notice is intended to inform you, in a
summary fashion, of your rights and obligations under the continuation coverage
provision of the law. (Both you and your
spouse should take the time to read this notice carefully).
If
you are an employee of the Finley School District, and are covered by a group
medical, dental, or vision plan, you have a right to choose this continuation
coverage if you lose your group health coverage because of a reduction in your
hours of employment or the termination of your employment (for reasons other
than gross misconduct on your part).
If
you are the spouse of an employee covered by a group medical, dental, or vision
plan, you have the right to choose continuation coverage for yourself or your
children or spouse based on a set of certain conditions.
Under
the law, the employee or a family member has the responsibility to inform the
Finley School District’s Business Manager of a divorce, legal separation, or a
child losing dependent status under the terms of the group medical, dental, or
vision carrier’s contracts with the district within 60 days of the date of the
later of the event or the date on which coverage would end under the plan because
of the event. The
When
the Plan Administrator is notified that one of these events has happened, the
Plan Administrator will in turn notify you that you have the right to choose
continuation coverage. Under the law,
you have at least 60 days from the date you would lose coverage because of one
of the events described to inform the Plan Administrator that you want continuation
coverage.
If
you do not choose continuation coverage, your group health insurance covered
will end.
If you have any questions
about COBRA, please contact the Finley School District Business Manager at
(509) 586-3217. Also, if you have
changed marital status, you or your spouse have changed addresses, or if you
have dependent(s) that are no longer eligible please notify the Business
Manager immediately.
DRUG-FREE
WORKPLACE
The Drug Free Workplace Act requires that directly funded
federal grant recipients notify their employees in writing that drug abuse in
the workplace is prohibited, as follows:
The unlawful
manufacture, distribution, dispensing, possession, or use of a controlled
substance(s) or alcoholic beverage(s) is prohibited in the
The District Personnel Department will coordinate a Drug Free Workplace Awareness program for all employees. All employees will receive information regarding the Drug Free Workplace Policy. New employees will obtain this information at their orientation to the District.
Reporting by employee to the Personnel Manager or designee of any conviction for violation of criminal drug statutes while in the workplace will be done within five (5) days of the conviction. Upon notification, the Personnel Manager or designee will notify the federal granting agency within ten (10) days after receiving notice of any criminal drug statute conviction for a violation occurring in the workplace as per federal statute.
Within thirty (30) days after receiving notice of a criminal drug statute conviction for a violation occurring in the workplace, the Personnel Manager or designee will:
1. Require the convicted employee to satisfactorily participate in an approved rehabilitation program; or,
2. Take appropriate personnel action against the convicted employee up to and including termination.
The District will publish, post at each work place, and provide each employee with a copy of the Drug Free Workplace Policy. Employees will be required to abide by the terms of Policy 5201 as a condition of employment.
Please note that this is NOT a general drug testing policy.
To deliver your best job performance, you need to function at your highest capability. Sometimes personal problems get in the way and your job performance suffers. To help you with these problems, your employer is offering an Employee Assistance Program. The areas of service are: Chemical dependency, alcoholism, family, situational stress, interpersonal relations, financial stress, career, and marital stress.
The EAP has been established to provide short-term assessment counseling services for all school district employees and their immediate families in a confidential setting. Up to four assessment sessions can be used to identify and explore specific issues within the eight areas of service. The EAP is provided through a contractual agreement between the school districts and Lutheran Social Services.
Why Use the EAP?
At times employees may feel the need to discuss personal problems with a trained therapist. This interaction benefits the employee as problems are handled and also benefits the school district as the employee’s optimum performance is regained. The four assessment sessions are available per individual problem situation. The emphasis is to encourage the employee to seek assistance as early as possible to prevent more difficult problems later.
Is the EAP Confidential?
Yes, any contact between the employee and Lourdes Health Network remains confidential. Information about an individual will not be released to anyone without written consent, except as required by law.
How is assistance given?
To have our questions answered and arrange for an appointment, you or a family member may call the Lourdes Health Network at 546-2214.
What is the cost?
The four assessment sessions provided by LHN are paid for by the school district. If further services are needed, employees or family members have the option of continuing LHN services on a sliding fee basis and/or insurance coverage. If continuing with LHN is not desired or appropriate, the therapist will assist the employee in selecting another agency or service in the community.
Lutheran Social Services of Washington and
If personal problems are interfering with your job, it makes good sense
to seek help.
The ERASR training is accessed using the Internet and satisfies the annual, required state and federal training in:
Aids in the Workplace
Blood borne Pathogens
Disabilities in the Workplace
Discrimination in the Workplace
Drug-Free Workplace
Sexual Harassment for Employees
Slips, Trips, and Falls
Instructions for Using ERASR
Contact:
Effective August 12, 2005,
Please report all accidents to your supervisor immediately. Not reporting an accident at the time of its
occurrence may considerably delay your benefits.
What to do if the employee is injured at work
1. The report is faxed to ESD
112 at 1-360-750-9836.
2. A copy of the report is sent
to the district office
3. If no medical attention is needed, stop here.
What to do if the employee needs to go to a
Medical Provider.
1. As soon as possible, inform
your supervisor you are seeking medical attention.
2. Contact ESD 112 immediately
to report the incident, provide details and obtain a claim number.
3. The supervisor provides the
employee with a sheet entitled WHAT TO TELL THE MEDICAL PROVIDER
and a Return-To-Work form.
4. The employee informs the
medical provider that this is a work-related incident.
5. The doctor completes the PHYSICIANS
INITIAL REPORT (PIR – provided
by the doctor)
6. DO NOT file an L & I State
Fund Claim form at the provider’s office.
7. The employee contacts the
supervisor immediately after the doctor visit.
Once your claim is approved, you will begin
receiving L & I compensation from ESD #112.. Copies of the compensation checks are sent to
the district office and the amount of each check will be deducted from your
monthly payroll warrant.
If you have any questions regarding the above, please contact the
Personnel Manager at the Administration Office (586-3217) or ESD #112 Workers’
Compensation Trust at 1-800-749-5961.
Equal Employment
Opportunity/Affirmative Action
The
The major goal of our Affirmative Action Plan is to ensure
equal opportunity in all personnel policies, practices and collective
bargaining agreements through the identification and elimination of practices
or policies that discriminate on the basis of race, religion, color, national
origin, sex, age, disability or veteran status.
An integral part of your
employment with the district is your professional development and growth.
Employees will have an annual evaluation to discuss and recognize achievements and identify areas in need of improvement. Classified staff will be evaluated at 45 and 90-day intervals during the probationary period and upon completion of probation. Certificated staff will be evaluated as required by the collective bargaining agreement and state law.
FAMILY MEDICAL LEAVE ACT of 1993 (FMLA)
The U. S. Department of Labor’s Employment Standards
Administration, Wage and Hour Division, administers and enforces the Family and
Medical Leave Act (FMLA for all private, state and local government employees,
and some federal employees. Most Federal
and certain congressional employees are also covered by the law and are subject
to the jurisdiction of the U. S. Office of Personnel Management or the
Congress.
FMLA became effective on August 5, 1993, for most employers. If a collective bargaining agreement (CBA) was in effect on that date, FMLA became effective on the expiration date of the CA or February 5, 1994, whichever was earlier. FMLA entitled eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. The employer may elect to use the calendar year, a fixed 12-month leave or fiscal year, or a 12-month period prior to or after the commencement of leave as the 12-month period.
The law contained provisions on employer coverage; employee eligibility for the law’s benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and protection for employees who request or take FMLA leave. The law also requires employers to keep certain records.
EMPLOYER COVERAGE
FMLA applies to all:
v Public agencies, including state, local and federal employers, local education agencies (schools), and
v Private-sector employers who employed 50 or more employees in 20 or more work weeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce – including joint employers and successors of covered employees.
EMPLOYEE ELIGIBILITY
To be eligible for FMLA benefits, an employee must:
For further information refer to the PSE or the FEA Collective Bargaining Agreement.
It is the policy of the
Harassment is an issue to be taken seriously whether
it occurs in the workplace, in the school or other setting; Harassment in the
workplace and educational setting is unlawful.
In fact, harassment against employees and students may violate one or
more of a variety of federal and state laws and district policies. The school district may be held liable for
harassing conduct of those in their employment or under their control or
supervision.
It is a violation of District Policy 6590 to
knowingly report false allegations of sexual harassment. Persons found to
knowingly report or corroborate false allegations will be subject to
appropriate discipline.
For further information, please refer to District
Policy 6590 or contact the district office.
LEARNING IMPROVEMENT DAYS
There will be two (2) learning improvement days for the 2007-2008 school year. These days are scheduled workdays during the school year for certificated instructional staff that are funded by the State for the purpose of improving student learning and implementing education reform.
The
A background check (both State and Federal) is a
requirement of employment with school districts in the State of
¨ When: All employees are paid on the last working/business day of each month. Time sheets MUST be turned in to the payroll department no later than the 5th of the month.
¨ How: If you are an employee eligible for benefits, you will be paid over 12 months regardless of how many months you actually work. Time sheets signed by the supervisor authorizing additional time must be submitted for extra pay for any extra work. This pay will be paid the month following when the work was done. All other employees and substitutes will be paid one month after they have worked. Be sure to keep track of your time.
¨ Where: Substitutes and coaches will have their pay available in the district office on payday.