WCA Personnel Manual

Table of Contents

Subject / Title

Section
Page

I. ETHICS AND RECORDS

Purpose ………………………………………………………………

I- 4

Code of Ethics ……………………………………………………….

I- 4

Conflict of Interest ……………………………………………………

I- 5

Confidential Matters …………………………………………………

I- 5

Student Records ……………………………………………………….

I- 5

Personnel Records …………………………………………………..

I- 3

Public Records ..………………………………………………………

I- 3

 

 

II. STUDENT WELFARE

Child Abuse and Neglect Policy ………………………………....

II- 4

Student Supervision and Welfare ……………………………….

II- 5

Transportation by Private Vehicle ………………………………..

II- 6

 

 

III. EMPLOYMENT STATUS

Employment Status …………………………………………………

III-7

Employment Categories ……………………………………………

III-7

Work Hours and Total Work Days …………………………………

III-7

Rehiring Standards …………………………………………………

III-7

 

 

IV. PAY AND BENEFITS

Garnishments, Attachments & Judgments ………………………

IV-8

Teacher Coverage …………………………………………………

IV-8

Pay Advances…………………………….…………………………

IV-8

Worker’s  Compensation……………………………………………

IV-8

Benefits……………………………………………………………….

IV-8

Employee eave………………………………………………………

IV-9

Reimbursement for Travel Expenses……………………………

IV-10

 

 

V. WORK RULES

Attendance/Punctuality………………………………………………

V-11

Attendance at Staff Training & Special Meetings  …………….

V-11

Staff Dress and Grooming……….……………………………………

V-11

EEO………………………………………………………………….......

V-11

Accommodations for  Disabilities ………………………………….

V-12

Harassment  Policy ………………………………………………....

V-12

Drug Free Workplace …………………………………………………

V-13

Solicitation and Distribution…………………..…………………….

V-13

Intellectual Property…………………………………………………

V-14

Internet Use…………………………………………………….………

V-14

Anti-Violence……………………………………………………….…

V-15

Immigrants……………………………………………...….…………

V-16

Complaints……………………………………………………………

V-16

 

 

VI. DISCIPLINE & TERMINATION

Discipline & Termination ………………………………………….…

VI-17

Termination of Employment ………………………………………..

VI-18

 

 

ACKNOWLEDGEMENT

Employee Acknowledgement ………………………………………

VI-19

 

 

 

 

 

Wisconsin Career Academy ("the Academy") has adopted certain employment policies and procedures, which are contained in this personnel handbook.  This personnel handbook is effective as of the 22nd day of AUGUST 2005.

 

The policies in this handbook are a source of information for employees who have questions about the Academy's personnel practices.  These policies are not contractual in nature and may be unilaterally rescinded, revised, or added to by the Academy from time to time.  Additionally, although management generally will follow these policies, the Executive Director may, in his or her sole discretion, authorize deviations from or exceptions to these policies if, in the Executive Director’s opinion, such a deviation or exception is warranted under the circumstances.  The provisions of this handbook rule over any contrary statements, representations, or assurances by any supervisory personnel.

 

This handbook is not to be construed as or declared to be a contract of employment by any employee of the Academy.  Absent a written contract, Wisconsin Career Academy is an at-will employer.  As an at-will employee, any employee may voluntarily leave employment or may be terminated by the Academy at any time, for any or no reason, with or without notice.

 

This personnel handbook is the property of the Academy.  All employees and trainees will be provided with a copy of the handbook and will be required to read and abide by it.  While the Academy intends to notify employees whenever there has been a significant modification or addition to any of the policies in the handbook, the policies are subject to change at any time, with or without notice, at the Academy's sole discretion. When those changes occur, the employees become responsible to abide the new rules or changes revised or written by the Executive Director and/or WCA Board of Directors.

 

2.      Code of Ethics

 

An effective educational program requires the services of men and women of integrity, high ideals, and human understanding. To maintain and promote these essentials, the Academy expects all professional staff members to maintain high standards in their working relationships, and in the performance of their professional duties to:

 

A.

Recognize basic dignities of all individuals with whom they interact in the performance of duties;

B.

Represent accurately their qualifications;

C.

Exercise due care to protect the mental and. physical safety of students, colleagues, and subordinates;

D.

Understand and apply the knowledge and skills appropriate to assigned responsibilities;

E.

Keep in confidence legally confidential information as they may secure;

F.

Ensure that their actions or those of another on their behalf are not made with specific intent or advancing private economic interests;

G.

Refrain from using position or public property, or permitting another person to use an employee's position or public property for partisan political or religious purposes. (This will in no way limit constitutionally or legally protected rights as a citizen.);

H.

Avoid accepting anything of value offered by another for the purpose of influencing judgment.

I.

The Employee agrees to perform, at a professional level of competence, the services, duties, and obligations required by the rules, regulations, and policies of the Academy that are now existing or that may be hereinafter enacted by the Academy.

K.

The Employee agrees to engage full time in the duties and responsibilities normally expected of the Employee position during the term of this contract, and other duties as may be assigned. The Employee shall report directly to the Executive Director or his/her designee, as required.

 

 

3.      Conflicts of Interest

 

Employees have an obligation to avoid actual or potential conflicts of interest.  An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee, or for a relative, as a result of Wisconsin Career Academy’s business dealings.  For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

 

If an employee has any influence on transactions involving purchases, contracts, or leases, it is imperative that he or she disclose to Wisconsin Career Academy School Board, as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which Wisconsin Career Academy does business but also when an employee or relative receives any gift or special consideration as a result of any transaction or business dealings involving Wisconsin Career Academy.

 

The materials, products, designs, plans, ideas, and data of Wisconsin Career Academy are the property of the School and should never be given to an outside firm or individual except through normal channels and with appropriate authorization.  Any improper transfer of material or disclosure of information, even though it is not apparent that an employee has personally gained by such action, constitutes unacceptable conduct.  Any employee who participates in such a practice will be subject to disciplinary action, up to and including immediate employment termination and/or possible legal action.

 

4.      Confidential Matters

 

The protection of confidential school and student information is critical at Wisconsin Career Academy.  Such confidential information includes, but is not limited, to the following examples:

 

 

·       Student Data

·       Student and Parent Lists

·       School Financial Information

·       Conversations, letters, or memos regarding students, employees, parents, alumni, etc.

·       Any conversation regarding the above that may have been inadvertently overheard.

 

Any employee who discloses confidential school or student information will be subject to disciplinary action up to and including possible discharge.  Maintaining the confidentiality of Wisconsin Career Academy’s Student and School information is an obligation, which also continues after any employee’s termination.

 

 

5.      Student Records

 

Wisconsin Career Academy will collect, retain and use information about individual students related to their educational pursuits.   The Board recognizes the rights of privacy of the students’ and therefore, will maintain careful custodianship and will limit access to student records.

 

Student records shall be available only to students, their parents or legal guardians and designated school officials and personnel who have a legitimate educational interest in the information or as otherwise permitted by law. Both parents shall have equal access to student records unless stipulated otherwise by court order or law.

 

The Board authorizes the Executive Director or administrative appointee to: forward education records on request to a school in which a student of Wisconsin Career Academy seeks or intends to enroll; provide information related to student identity to appropriate parties in connection with an emergency if such information is necessary to protect the health and safety of the student or other individuals; and request each person or party requesting access to a student’s record to abide by Federal and State regulations concerning the disclosure of information

 

Wisconsin Career Academy will comply with legitimate requests for access to a student’s records within a reasonable time frame.  A record may be reproduced unless the record is copyrighted, or otherwise restricted, and the requester may be charged a fee for handling and reproduction.  The Executive Director or his/her designee shall maintain a log of those people to whom information about a student has been disclosed.

 

6.      Personnel Records

 

The Academy personnel office maintains an official permanent record file for each employee.

 

Upon written request, the employee will be allowed to inspect his or her own file. Under state law employee has the right to copy his/her file, except for pre-employment recommendations and records and such other information as may be privileged under law and not subject to employee inspection.

 

Employees who wish to review their own personnel file shall request access in writing; review the record in the presence of the administrator designated to maintain said records or designee; make no alterations or additions to the record nor remove any material there from.

 

Contents: Only that information which pertains to the professional role of the employee and submitted by duly authorized school administrative personnel and the Board may be entered in the official record file.  This file should contain the following items and other employment documents and records:

 

¨Application; ¨Employment contract; ¨ ¨Applications for health insurance; ¨Resume; ¨Reference letters; ¨Background Check ¨Certificate and license; ¨Copies of verbal or written warnings; ¨Suspensions ¨I-9 Immigration Form (completed after employment); ¨W-4 forms; ¨Accomplishments; ¨Attendance of professional seminars ¨Copy of Disclaimer/Receipt of School Handbook

 

7.      Public Records

 

The Board of Directors recognizes its responsibility to maintain the public records of Wisconsin Career Academy and to make such records available to residents of Wisconsin for inspection and reproduction.

 

Public records are records that are kept by the Board, except for medical records, trial preparation records, confidential law enforcement investigatory records, and any records of release of which is prohibited by State and Federal law.

 

Any resident of the State may inspect and copy by hand the public records of the school during regular business hours of the office in which such records are kept, provided that advance notice of such intended inspection has been given the custodian of the records not less than ten working days before the inspection.  The Executive Director is authorized to grant or refuse access to the records of Wisconsin Career Academy in accordance with the intent of this policy.

 

A resident may purchase copies of the school’s public records upon payment of a fee.  No public record may be removed from the office in which it is maintained except by a Board member or employee of Wisconsin Career Academy who is authorized to do so.

 

8.      Child Abuse and Neglect Policy

 

Educators play an important role in child protection: School teachers and school authorities are among those professionals mandated by Wisconsin law to report any suspicion of child abuse and/or neglect. Their personal commitment to the well being of children adds weight to their role in child protection.

 

School teachers and school authorities are required to “immediately report or cause reports to be made” when abuse and/or neglect is suspected. Although this is the individual educator's responsibility, the words “or cause reports to be made” allow one specific individual in the school to be delegated this responsibility.

 

The following guidelines should be followed for Child Abuse and Neglect Reporting:

 

Two basic forms of child maltreatment are recognized:  The abuse of a child and the neglect of a child.
“Abuse” is an act of commission, and is generally characterized in three categories:

 

Physical Abuse - Non-accidental injury of a child.

Sexual Abuse - Any act of a sexual nature upon or with a child. The act may be for the sexual gratification of the perpetrator or a third party.

Emotional Abuse - Chronic acts which interfere with the psychological and/or social development of a child.

Neglect is a failure to act on behalf of a child. It is an act of omission and is characterized in two categories:

Physical Neglect - Failure to meet the requirements basic to a child's physical development, such as supervision, housing, clothing, medical attention, nutrition, and support.

Emotional Neglect  - Failure to provide the support and/or affection necessary to the child's psychological and social development.

 

Any school employee who has reason to believe that a child is being, or has been, abused and/or neglected shall immediately make an oral report of that suspicion to the Executive Director and to the Children's Services Board in the county wherein the student resides.

 

The oral report should include:

 

1. Name and address of the child.

2. Name of person(s) with whom the child resides.

3. Name and address(es) of parent(s), if different from above.

4. Names and ages of other children in the home.

5. The reason for suspecting abuse and/or neglect, including the nature and extent of the child's condition, injuries, and other previous injuries of which he or she is aware.

6. Any information, which may be considered relevant, including names of other professionals who may be able to contribute additional information.

7. If the situation is believed to be an emergency requiring immediate intervention.

 

Although it is preferred that the employee provide as much of this information as possible, it is recognized that the person may not always have access to all of this knowledge. The person should not hesitate to report for this reason. Any uncertainty regarding whether to report, should be resolved in favor of the child's protection.

 

Immediately after making the report, the person should notify the Executive Director that a report has been made. The letter will verify that proper procedures have been followed, and if not, immediately make a report of the incident to the Children's Services Board.

 

The report shall be prepared by the Executive Director or the person designated by Executive Director and includes all information given at the time of the oral report.

 

Since it is the responsibility of the Children's Protective Services worker to investigate suspected abuse and/or neglect, the faculty or staff shall not pressure the child to divulge information regarding specific circumstances or the identity of the perpetrator.

 

The Children's Services Board shall submit a written response to the school verifying the receipt of each report made by the school.

 

9.      Student Supervision and Welfare

 

School employees are frequently confronted with situations that, if handled incorrectly, could result in liability to the school and personal liability to the employee.  The following guidelines should be followed by employees of Wisconsin Career Academy:

 

1.

Employees shall supervise, control and protect students in a manner commensurate with their assigned duties and responsibilities.

2.

Employees shall not volunteer to assume responsibilities for duties they cannot reasonably perform.

3.

Teachers shall provide proper safety instructions to students.

4.

Employees shall not send students on any personal errands.

5.

Employees shall not associate with students, particularly those of the opposite gender, at any time in a manner which gives the appearance of impropriety, including, but not limited to, the creation or participation in any situation or activity which could be considered abusive or sexually suggestive or involve illegal substances for minors such as tobacco, alcohol, or drugs.  Any sexual conduct with a student by an employee of Wisconsin Career Academy or any person of authority in the school is strictly prohibited and subjects the offender to criminal liability and discipline up to and including termination of employment. This provision does not preclude an employee of Wisconsin Career Academy from meeting with students in private for legitimate or proper reasons.

6.

If a student comes to a staff member to seek advice or to ask questions regarding a personal problem related to sexual behavior, substance abuse, mental or physical health, and/or family relationships, the staff member may help the student make contact with certified or licensed individuals in the community who specialize in the assessment, diagnosis, and treatment of the student’s problem.  Under no circumstances should a staff member attempt, unless properly licensed and authorized to do so, to counsel, assess, diagnose, or treat the student’s problem or behavior.

7.

An employee of Wisconsin Career Academy shall not transport students in a private vehicle without the approval of the Executive Director or his/her designee and the parent/guardian.

8.

A student shall not be required to perform work or services that may be detrimental to his or her health.

9.

Any employee of Wisconsin Career Academy shall report to the Executive Director immediately, any sign of suspected child abuse or neglect.

Most information concerning a child in school, other than directory information, is confidential under Federal and State laws.  Any staff member who shares confidential information with another person not authorized to receive the information may be subject to discipline or civil liability.  This includes, but is not limited to, information concerning assessment, grades, behavior, family background and alleged child abuse.

 

10.  Transportation by Private Vehicle

 

The Board authorizes the transportation of students by private vehicle when such transportation is approved in advance by the Executive Director or his/her designee.  The request for transporting students in a private vehicle must be in writing to the Executive Director or his/her designee.

 

·       The parent(s) of the student(s) will be given, upon request, the name of the driver and the description of the vehicle.

·       Any person who does not hold adequate automobile liability and personal injury insurance shall not be permitted to transport students.

·       Any private vehicle used for the transportation of students must be owned by the approved driver or the spouse of the approved driver and must conform to the registration requirements of the State.

 

11.    Employment Status

 

In the absence of a written employment contract, employment with the Academy is terminable at will, meaning that the employment relationship can be terminated by the Academy at any time, with or without notice and with or without cause. The at-will nature of an individual's employment with the Academy may not be modified except by a written document approved by the Academy's Executive Director. Any expressed or implied agreements or assurances concerning the terms, conditions, or duration of an individual's employment with the Academy are not binding upon the Academy unless they are in writing, approved by the Executive Director.

 

12.  Employment Categories

 

Employees working 40 hours or more in a week are considered full time employees.  Employees working less than 40 hours per week are considered part time employees.  Hiring and Rehiring Standards

 

 

WCA believes that the quality of the professional staff determines the quality of education offered in the school.  It is therefore the responsibility of the school Executive Director or his/her designee to locate, recruit and rehire the best-qualified teachers to meet the school's educational needs.

 

 

Staff evaluation and selection shall be based on: ¨Strong academic preparation, ¨Professional competence, ¨Intellectual rigor, ¨Emotional maturity, ¨Enthusiastic professional attitude, ¨Knowledge of instructional practices, ¨Ability to contribute to the furtherance of the school's educational goals.

 

 

Attention shall be paid, among other factors, to the candidate's academic records, and his/her previous relevant experience.

 

Staff must demonstrate that they are aware that children have many different family circumstances and that they are willing and able to provide the educational support that a diverse student population needs in school.

 

The WCA teaching staff members must fulfill their individual responsibilities and work in cooperation with the other members of the teaching team.

 

The Dean of Academic will evaluate the teachers and make recommendations to the appropriate department head for the first interview.  After the first interview, the department head and Dean of Academics will give their recommendations to the Executive Director or his/her designee regarding the second or third interview.

 

WCA is committed to hire/rehire the individuals who are best qualified for the job without regard to race, sex, religion, nationality or handicap unrelated to the job.

 

The Academy may provide a letter of reference to former employees.  Upon request, Wisconsin Career Academy will also confirm a former employee’s dates of employment, salary history and job title.

 

13.   Licensure and Background Check

 

 

As applicable to this employment position, the Employee hereby represents and warrants to the Academy that he/she is a professionally trained Employee and appropriately licensed by the Wisconsin Department of Public Instruction to perform in the position of Employee for the Academy.

 

The Employee agrees to provide the Academy with a copy of his/her license(s) and transcripts.

 

The Employee understands that he/she retains sole responsibility for maintaining the proper licensure/certifications at all times and ensuring that the proper documentation is on file with the Executive Director or his/her designee.

 

The Employee has to bring original copies of the proper licensure/certification before the contract is signed.

 

The Employee further understands that this employment contract will become immediately null and void if the Employee fails to have such proper documentation on file with the Academy as required.

 

The Employee must have a background check conducted and on file as a condition of employment and as by the Executive Director or his/her designee.

 

14.   General Duties

 

a. The Employee is required to attend all faculty/staff/department/grade level meetings, open houses, fairs, fund raising events, parent teacher conferences, teacher orientation, student orientation, which shall be scheduled before, during, and after the period of student attendance, and any other type of meeting, as required and directed by the Executive Director or his/her designee.

 

The Employee must attend all of the gatherings listed above, unless given permission from the Executive Director or his/her designee.

 

The Employee must remain in faculty/staff/department/grade level meetings until the meetings are dismissed.  For meeting days employees need to stay until the end of the meeting, which should not exceed 5 p.m.; if the meeting exceeds 5p.m., the employees will be compensated $15 per hour.

 

b. Duties shall include, but not necessarily be limited to, attendance at all open houses and other school functions; communication with parents through conferences and other means; timely preparation of reports on students; and other such functions as may otherwise be directed from time to time.

 

c. The Employee shall always be familiar with and must comply with the general, educational, and personnel policies in existence, including the philosophies and goals of the Academy, as amended from time to time.

 

d. The Employee is required to run a club/extra curricular activities addition to teaching or other assigned duties. The Employee is also required to offer tutoring in addition to teaching hours if the Employee is given a teaching position.

 

e. The Employee is required to do lunch, bus duties and hallway supervisions.  The Executive Director or his designee will provide these schedules.

 

f. The Employee is required to do skills lab duty unless a fulltime person is assigned by the administration.  The schedule will be provided by the Executive Director or his/her designee.

 

g. The Employee is required to work a minimum of 35 hours per week including teaching, lunch duty, bus duty, extra curricular activity and tutoring or any other assigned duties by the administration.

 

h. The Employee is required to take professional training programs focusing on any professional development program in his/her professional area. The Executive Director has the right to ask for verification if the training is scheduled during school hours.

 

i.  The Employee needs to contact parents/guardians if there are any discipline issues involving a student before he/she writes a referral to the administration.

 

j.       The Employee should strictly follow due process.  The Employee needs to write a referral to be able to send any student out of the classroom. If the employee sends a student out of class without a written referral and/or without contacting the parent, the student will be put back into to class by the administration and the employee will get a referral due to skipping the due process.

k.     The Employee needs to keep records of phone calls and a meeting minutes for the students who have  discipline issues with the employee.  The administration can ask for a copy of the records at any time.

 

15.   Staff General Duties

 

Important Reminders

·       Employees should check their mailboxes and e-mails at least three times per day.  Morning, noon and afternoon.

·       Employees should direct immediate concerns to the appropriate department head/grade chair or related administrative personnel.

·       Employees need to be on time for all designated meetings. Being late (more than five minutes) without permission is considered being tardy and will result in a written warning. If it happens more than two times, $30 will be deducted from the Employee’s next paycheck each additional time it happens. If the Employee does not attend a meeting without permission from Executive Director or his/her designee, it will be counted as a missed day of school.  If the Employee has available sick and/or personal days the “missed day” will be deducted from that. If the employee does not have any days left to deduct from his/her sick days and/or personal days, $120 will be deducted for any missed meeting.

·       Employees should refrain from smoking on school premises.

·       The Employee is not allowed to leave the building other than lunch break.

·       Employees should clean up after themselves in the teacher’s lounge, copy room, and staff restroom.

·       Employees should report all copy machine problems to the secretary immediately. If the Employee tries to fix the copy machine by himself/herself and makes the problem worse, the Employee will be responsible to pay for the damages.  The copy room door should stay closed during school hours.

·       If supplies are low (toner/supplies/paper) the Employee should notify the secretary immediately.

·       Employees should leave a message/note with the school secretary if an administrator’s door is closed.  Employees should  not interrupt administration meetings; closed doors signal confidentiality concerns.

·       All students must be issued a hall pass if a teacher allows them to leave the classroom for any reason during a class session. Employees should not give passes during the first and last class periods and should not give passes for drinking water or restroom use unless it is due to illness or emergency. Each student is only allowed two passes per quarter per class.

·       Employees should have all movies approved by the appropriate department head and/or the administration before viewing them in the classroom.

·       Employees should apply intervention strategies before turning over discipline problems to administration, unless it is an emergency situation.

·       Employees need to fill out an Absence Request Form at least a week before taking a personal day. If administration is not given at least one-week notice, the employee will not be allowed to take that personal day. If the employee chooses to take the personal day anyway, the Executive Director or his/her designee has the right to take the necessary disciplinary actions. The disciplinary actions could include a written warning, a $250 deduction from the paycheck for each day, or a termination of the contract. All forms will be available in the main office and should be turned in to the Executive Director or his/her designee.

·       Fill out an Absence Form when a sick day is used.  This form should be filled out the day the Employee returns and turned in to the Executive Director or his/her designee.

·       Employees should not use cell phones during class time, assigned duties, or meetings.  Employees should also refrain from using cellular phones in hallways. While teaching, teacher’s cell phones should be either turned off or on silent and should be put away out of sight.

·       Employees should not chew gum in front of students.

Lunch Duty

·       Staff assigned to breakfast/lunch duty should not congregate together and talk; they should be walking/observing actions during the lunch periods.

·       Staff assigned to breakfast/lunch duty should not join student games.  They are there to supervise.

·       Staff assigned to breakfast/lunch duty should not allow students to leave the cafeteria area without permission.

·       Staff assigned to breakfast/lunch duty should make sure that students do not use the elevator unless they are disabled and have special permission to do so.

Specific Duties

a.   The Employee will perform other duties as may be required in order to fulfill the duties of the position or as directed by the Executive Director or his/her designee of the Academy.

b.    It is recommended that the Employee write articles pertaining to the class/subject matter he or she is teaching.  The Academy will pay the Employee $100 per article published in local newspapers, or journals, and two hundred and $250 per article published in national or international newspapers or journals upon evidence of such publications.

Non-assignment of Duties

The Employee may not unilaterally assign the duties and/or responsibilities of his/her position to another at anytime. Authorization from the Executive Director, or his/her designee, is required.

 

16.   Salary Compensation

 

The compensated amount will be prorated and paid in 24 semi-monthly installments on the 15th and 31st day of each calendar month through the term of the contract.   If these days fall on a weekend, the employee will be paid the following workday.  The first payment will be distributed on September 15, 2005. The last payment will be due on August 31st 2006.

 

The Employee’s last paycheck for each quarter shall be issued by the Academy only upon the receipt of all required documents from the Employee, including but not limited to, student grades, class lesson plans, student homework assignments, and/or as may be identified in the Employee’s orientation packet, as directed by the Executive Director or his/her designee.  The Employee retains sole responsibility for ensuring that required documents are submitted as required.

 

 

Working Hours: The Employee will work a minimum of 40 hours per week during the contract term, including a thirty (30) minute daily lunch break to be scheduled as determined by the Executive Director or his/her designee, maintaining the following schedule:

 

Monday:          8:15 am -  4: 15 pm        8 hrs

Tuesday:         8:15 am -  4: 15 pm        8 hrs

Wednesday:    8:15 am -  4: 15 pm        8 hrs

Thursday:        8:15 am -  4: 15 pm        8 hrs

Friday:             8:15 am -  4: 15 pm       8 hrs

 

Overtime: The Academy may ask the Employee to work up to 45 hours when there is a need without any compensation. The Employee will be compensated if the additional time requested by the Administration exceeds 45 hours per week. The rate for compensation will be $15/hour. Employees need to keep written records of their overtime, which then need be approved by Executive Director or his/her designee(s).

 

Check In Policy:  All employees should arrive at school at or before 8:15 AM and leave at 4:15 PM or later.

 

Late Arrivals:  If the Employee arrives later than 8:15 am, he or she will be accepted as tardy.   Repeated, unexcused tardiness (two days or more) will result in discipline, including suspension without pay or termination from employment.

 

All employees must call in when they become aware of the fact that they will be late for work.  For every fifteen minutes of an employee’s absence, Ό of that employee’s salary will be deducted from their daily salary.  After one (1) hour of absence, an employee will lose a ½ day of pay, after two (2) hours of absence, an employee will lose an entire day of pay.  If a substitute must be hired/used to replace an employee, the substitute’s hourly wage will be deducted from the employee’s salary, who is being replaced.

 

18.  Garnishments, Attachments and Judgments

 

Wisconsin Career Academy is not in the business of assisting creditors with the collection of employees’ personal debts.  However, under certain legal procedures known as garnishments, levies, judgments, etc., the school is compelled by law to take action.

 

If your wages are legally attached by a creditor, Wisconsin Career Academy is required by law to withhold a specified amount from your earnings each payday until the debt is settled.  If you have any creditor problems or anticipate legal action resulting from indebtedness, it is a good idea to talk it over with your supervisor without delay.  Involvement by the school in the collection of more than one of your personal financial debts during a 12 month period, excluding child support, could lead to disciplinary action, up to and including discharge.

 

19.  Pay Advances and Loans

 

Due to government regulations and the method of reporting social security, state, and federal taxes, Wisconsin Career Academy cannot give pay advances or loans to employees.

 

20.  Benefits

Health Benefits

 

Eligibility to Health Benefits: All employees who are contracted to work 40 hours or more per week, for a minimum of 190 days or its equivalent, will be eligible for insurance benefits.  Details regarding insurance coverage should be available in the materials distributed regarding each plan.

 

Health Benefits/Cash Benefits: The Academy will pay 70% of the premium for the standard employee health benefits.

 

For new employees, the health benefits   will begin after 90 days from the contract starting date.

 

Dental Benefits: The Employee may choose enrollment and participation in the Academy standard employee dental benefits insurance plan (“Plan”), in which the Academy will pay 80% of the Employee contribution to the Plan.

 

Continuing Health Care Coverage (COBRA): Under federal law, employees and their dependents have the option of continuing health insurance coverage at their own expense upon the occurrence of certain qualifying events.  Those events include: the death of the employee; termination of the employee (including voluntary termination and leaves of absence, but not including discharge for gross misconduct); divorce or legal separation of the covered employee from his or her spouse; the employee’s becoming entitled to Medicare coverage, or cessation of dependent child coverage under the terms of the insurance policy. In the case of divorce or legal separation or cessation of dependent child coverage, you must notify the Executive Director or designated person in order for your spouse or dependents to exercise their option of continued coverage.  For more information on COBRA contact the Executive Director or designated person.

 

Retirement Benefits

 

403 B Plan: A 403(b) plan is a retirement savings plan that is funded by employee contributions. If the Employee is interested in setting up a 403(b) plan, the Employee should contact the Executive Director or his/her designee.

 

Opportunity for Salary Increase for the Second Half of the Year: The Employee may get up to 10% increase on his/her salary for the second half of the school year if he/she performs all of the following criteria:

 

·       Visiting 15 parents in the first semester.

·       Contributing to one or more of the big events of the school, such as the science fair, art fair, poetry slam, etc.

·       Participate in 90% of the after school activities.

·       Attend meetings with a rate of 90% and above

·       Contribute to the PR team.

·       Participate in fund raising, donations, and/or grant events.

·       Doing extra things other than regular expected duties.  Examples:  Attending PAC meetings, organizing community activities, etc.

·       Attending three or more professional development seminars.

·       Positive class evaluations by the Dean of Academics, student evaluations, and parent evaluations.

 

Reimbursement for Travel Expenses: Wisconsin Career Academy will reimburse an employee (with the state average mile reimbursement rate) for the gasoline expenses incurred while traveling to and from a school-sponsored or school related event.  WCA will also reimburse an employee for the vehicle rental expenses incurred for a school-sponsored or school related event.

 

Staff members must receive approval from the Executive Director for renting a vehicle two weeks in advance of the school-sponsored or school related event.

 

To receive reimbursement for gas and travel related expenses, employees must complete a Teacher Reimbursement Form (available in main office) and submit it to the Executive Director with the appropriate receipts.

 

 

Whenever teachers or other school employees are going to be absent, they should notify the Executive Director or his/her designee as soon as possible so appropriate substitute arrangements can be made.

 

Sick Leave: Employees contracted 40 hours or more per week, for a minimum of 190 days, are allowed three (3) days of sick leave per semester.   Sick leave cannot be used as personal days or funeral days; sick leave may be used for personal illness or to care for an immediate family member who is ill.  In emergency situations, the employees may be granted additional time in which the employee will pay the cost of the substitute teacher and retain his/her salary.  The Executive Director may require the teacher to furnish such evidence for the necessity of being absent from school. The Academy will discipline individuals who violate the intent of this policy.  Exceptions go to the Executive Director.  When an employee returns from being sick, he/she must fill out a Leave of Absence form (available in the main office) and return it to the Executive Director within two business days.  If the form is not filled out within two business days, the employee will not get paid for the days missed.

 

If the sick leave is not used in the first semester, it cannot be transferred to the second semester. For any unused sick days, the institution will reimburse the employee $120 per day at the end of the each semester.  Sick leave may not be accrued beyond this contract term.

 

Non-emergency surgery, dental and doctor appointments should be scheduled at a time to avoid the missing of regular scheduled work. The Executive Director or his/her designee must approve exceptions.

 

All employees must call Dean of Academics by 6:30 AM if they are not able to come to work that day. If the Dean of Academics is not available, employees should call the person designated by the Executive Director.  Employees should not call other employees.  Employees need to have sub folders prepared and available right away for the substitute teacher.  Each sub folder should include a Sub Folder Information Sheet (provided at staff orientation) in addition to materials for class, seating charts, etc.  Substitute teachers are not responsible for making photocopies; teachers should have these ready in the sub folder or an appropriate place.  This sub folder should be updated at all times. Lessons in the sub folder should correlate with what is happening in the classroom at the time of the teacher’s absence.  If the subfolder is not provided or not prepared properly, the Executive Director or his/her designee has the right to take the necessary disciplinary actions. The disciplinary actions could include a written warning, a $250 deduction from the paycheck for each day, or a termination of the contract.   In emergency situations, sub plans should be emailed to the appropriate department head in order to have prepared materials ready for the school day.  In this situation, after contacting the Dean of Academics, the Employee also needs to contact the appropriate department head in order to notify him/her of the situation.

 

Personal Leave: The Employee shall be entitled to one (1) paid personal leave day each semester.  Personal leave may not be accrued beyond this contract term. Personal leave days may not be used directly before and/or after holiday or academic breaks.

 

Staff needs to inform the administration one week prior to the use of the personal day.  A Leave of Absence Form (available in main office) must be filled out and turned in to the Executive Director one week prior to the personal leave day.  If the personal leave is not used in the first semester, it cannot be transferred to the second semester.  The Employee cannot use more than one personal day per semester.  If the Employee needs more than one personal day, he/she needs to notify the Executive Director at least one week in advance.  After the Executive Director’s approval, the extra personal day will be deducted from the following paycheck.  For any unused personal days, there will be $120 reimbursement per day at the end of the appropriate semester.

 

Medical Leave of Absence: If an employee is physically or mentally unable to perform his or her job, then the employee may request a medical leave of absence (LOA). Employees who have disability insurance will receive pay in accordance with the plan during the medical leave.  An employee requesting medical leave must complete and return a Leave of Absence form (available in main office) to the Executive Director at least two weeks prior to the start of the requested leave unless otherwise impossible.  Leaves of absence for any purpose that exceed 12 workweeks in any 12 month period will result in termination of employment unless an extension has been approved by the Executive Director in writing.  The 12-month period is a rolling period measured backward from the date any time of leave is used. Maternity Leave falls under the Leave of Absence policy.

 

Funeral Leave: For the death and burial of an immediate relative (husband, wife, child, mother, father, grandfather, grandmother, brother, sister) of the teacher or the teacher's husband or wife, two (2) days of funeral leave shall be allowed. Absence beyond two days shall be covered by any remaining sick and personal time or at full loss of pay if no sick and personal time is available to use.  The Executive Director reserves the right to grant special permission to an employee experiencing a unique situation.

 

Travel: The Executive Director shall authorize all trips involving out of Academy travel (on school days) by school employees or official school groups.  Any employee or group expecting reimbursement of travel expense must have approval of Academy office prior to incurring 15 days of said expenses.

 

Professional Leave:  Whenever a school employee is excused by authorized officials to attend any educational meetings, no deduction shall be made in the employee's salary for absence from school for attending such meeting and the employee shall not be required to pay the salary of the substitute.

 

Teachers’ requests to attend workshops and conferences at the Academy expense and during the regular school term should be planned in cooperation with the Executive Director.  Approval will be given to as many teachers as possible, funds permitting, to attend workshops and conferences in areas of their interest. The Executive Director will attempt to offer the opportunity to attend conferences and workshops to each teacher in the Academy on a rotational basis. The teacher who has most recently attended is to be given least priority in future opportunities.

 

22.  Miscellaneous

 

Supply Lists:

All supply lists will go to the Secretary or any person designated by the Executive Director.  These lists can be placed into his/her mailbox. Those lists will be subject to Executive Director’s approval.

 

Supplies:

We will try our best to keep a stock of everyday needed supplies.  Employees should tell the Secretary if there is something that needs to be ordered. Supply requests should be turned into the secretary by the Wednesday of each week; purchases will be made on Fridays.  For items other than office supplies, the Employee should fill out a Purchase Order Form (available in main office) and turn in to the Executive Director.  Employees should not send students to the office during class time to get supplies for the classroom.  Employees should only take  what they need from the daily supply cabinet and should write down what was taken from the supply room.  It will take 3-5 business days to get orders after the Executive Director’s approval.

 

Mail:

The secretary will deliver mail to mailboxes when it arrives.  If it is on top of his/her desk, please do not go through it.  There is an outgoing mailbox in the office.  If Employees are mailing something personal, they should use their own stamps.  The mail carrier comes daily around 11:00 AM.

 

Visitor:

All visitors must check in at the office when they arrive at school and they will be given a visitors badge.  If Employees see a “stranger” walking around without a visitors badge they should call the office right away.

 

Sick Students:

If a student complains that they are sick Employeesmay send him/her to the Dean of Students with a referral letter.  Employees shouldnot call the student’s parents/guardians.  The Dean of Students will handle this.  If the student is sent back to class with a pass after the Dean of Students has talked with the student’s parent/guardian, Employeesmust accept the student back into class. If the Dean of Students is absent for a day then the Dean of Academics will be the person in charge of this.

 

Telephone:

Students should not use the telephone in the classroom, no matter what the reason.  The pay phone outside the office is for students to use only in event of an emergency.  Students are not allowed to use the pay phone during class time.

 

Staff Mailboxes and E-mails:

Please remember to check your mailbox and e-mails daily, before school, at lunch, during your break, after school.  This is how the office and staff members communicate with each other.  There may be memos that pertain to the same day.  Do not let students clean/empty your mailbox and use your desk due to the amount of confidential material that is in your mailbox.

 

Secretary’s Desk:

Everything on the secretary’s desk is confidential.  If there are  papers on the desk, please do not help yourself to view any of them at anytime.  A lot of confidential things come through the mail.  If you get mail it will be put in your mailbox.  If you are expecting mail, let the secretary know, and he/she will let you know personally that you have something.  PLEASE DO NOT TAKE SUPPLIES OFF OF THE DESK!!!  Do not remove pens, sticky notes, markers, scissors, or anything else from the secretary’s  desk.  Do not go in the desk drawers.

 

The computers in the main office are not for general use to any other staff members.  Staff members are to use the designated copy machine in the copy room.  Please do not put anything on the main  desk that does not belong on the  desk: laptops, printers, paper from printer, etc.

 

Staff Lounge:

The staff lounge needs to be clean at all times.  Please clean up after yourselves.  This is not a storage area, so please do not use it as one. If you notice something is missing, please inform the Executive Director. Do not let the students use staff lounge.

 

Conference Room:

The conference room is for meetings only.  Please keep it clean and closed.

 

Supply Room:

The supply room is not a storage room for computer monitors, printers, etc.  This room is for supplies we use on a daily basis.  You can get a key for this room from the Executive Director.

 

Copy Room:

Do not leave your copies on the bookcase in the copy room.  If copies are found there, they will be put in the trash.  The bookcase is for paper, paper clips, scissors, etc..  Also keep this room clean.  If you are not sure how to use the copy machine, please ask the secretary to show you. Please be sure that the door is closed. Don’t send students to make or deliver the copies for you.

 

Front Office:

Please do not leave things in the front office with the secretaries.  We are not responsible for putting your things where they belong.  Please do not go through the fax papers.  We will put your faxes in your mailbox.  If you are expecting a fax we will call you when it arrives.

 

23.  Attendance at Staff Training and Special Meetings

 

A day of training or a special meeting missed will count the same as a missed day of school.

 

A training day or special meeting absence will be deducted from the available sick and personal days each year and will affect the calculation for the attendance.

 

24.  Staff Dress And Grooming

 

Wisconsin Career Academy believes that all staff members set an example in dress and grooming for their students to follow. A professional staff member who understands this precept and adheres to it enlarges the importance of his/her task, presents an image of dignity, and encourages respect for authority. These factors act in a positive manner toward the maintenance of discipline.

 

The Executive Director retains the authority to specify the following dress and grooming guidelines for staff that will prevent such matters from having an adverse impact on the educational process. When performing duties, all staff members shall:

 

·       Be physically clean, neat, and well groomed;

·       Dress in a manner consistent with their professional responsibilities;

·       Dress in a manner that communicates to students a pride in personal appearance;

·       Dress in a manner that does not cause damage to WCA property;

·       Be groomed in such a way that their hairstyle or dress does not disrupt the educational process nor cause a health or safety hazard.

·       Staff members are not allowed to wear the following items during school hours unless permission is given by the Executive Director:  jeans, shorts, skirts shorter than the knee, low cut blouses, flip flops, sleeveless shirts and t-shirts, high heel shoes (higher than one inch), tennis shoes or casual sandals.

 

25.  Equal Employment Opportunitytc  \l 1 "EQUAL EMPLOYMENT OPPORTUNITY"

 

Since we are an equal opportunity employer, all employees and prospective employees will be recruited, selected and trained without regard to age, sex, race, color, religion, disability, national origin, marital status or veteran status.  This same non-discriminatory consideration will be used in all other aspects of the employment relationship.

 

All applicants are carefully screened and full consideration is given to their training, education, skills, experiences, growth, potential and previous work record.  All employees of WCA are charged with fulfilling their responsibilities for the active support of our equal employment opportunity program.

 

26.  Accommodations for Disabilities

 

If you have a disability which affects your ability to perform your essential job duties, please contact the Executive Director to discuss what reasonable accommodations we might make for you to safely and effectively perform your job.  A statement from your physician describing the extent of your disability and limitations will be necessary in order for us to assess whether we can reasonably accommodate your condition.

 

27.  Harassment Policy Statement

 

Harassment Prohibited – General: WCA is committed to maintaining a professional and collegial work environment that is free of discrimination and harassment based on a person’s sex, race, color, age, religion, disability, ancestry, or national origin, consistent with applicable federal and state laws.

 

All employees should respect the rights, opinions, and beliefs of others.  Harassment of any person because of sex, race, color, age, religion, disability, ancestry, or national origin is strictly prohibited, whether directed at a student, coworker, visitor or Administrator.  Any such harassment is prohibited by this policy, without regard to whether or not it also violates any equal employment opportunity laws.  This policy applies to all employees of Wisconsin Career Academy, and applies to the workplace; to job assignments out of the office, at School sponsored functions and activities, and anywhere else.

 

Sexual Harassment Prohibited: No one may threaten or imply that an employee’s submission to or rejection of sexual advances will in any way influence any decision about that employee’s employment, advancement, duties, compensation, or any other terms or conditions of employment.  No one may take any personnel action based on an employee’s submission to or rejection of sexual advances.  No one may threaten or imply that a student’s submission to or rejection of sexual advances will influence any decision about the student.

 

No one may subject another employee, student or visitor to any unwelcome conduct of a sexual nature.  This includes both unwelcome physical conduct, such as touching, making sexual gestures, and making or displaying sexual drawings or photographs, and unwelcome verbal conduct, such as sexual propositions, slurs, insults, jokes and other sexual comments.  An employee’s conduct will be considered unwelcome and in violation of this policy when the employee knows or should know it is unwelcome to the person subjected to it or when it substantially interferes with an individual’s employment, a student’s schooling or well-being or creates an intimidating, hostile, or offensive work environment.

 

Other Harassment Prohibited: No one may harass anyone because of that person’s race, color, age, religion, disability, ancestry, or national origin.  Some examples of conduct prohibited by this policy include using racial and ethnic slurs or offensive stereotypes and making jokes about these characteristics.

 

Making Complaints And Reporting Violations:  Any employee who believes he or she is a victim of unlawful harassment or has witnessed such harassment should contact the Executive Director immediately.  If the Executive Director is the alleged source of harassment, the employee should inform a Board member.

 

No reprisal, retaliation, or other adverse action will be taken against any employee for making a good faith complaint or report of harassment, or for assisting in the investigation of any such complaint or report.  Any suspected retaliation or intimidation should be reported immediately to one of the persons described above.  Any individual found to have retaliated against an individual for making a complaint or report under this policy, or against anyone participating in the investigation of a complaint under this policy, may be subject to discipline up to and including termination.

 

Investigation Of Complaints And Reports: Wisconsin Career Academy will promptly and thoroughly investigate any complaint or report of a violation of this policy.  Please understand that a thorough investigation can, in some cases, take several weeks.  During the pendency of the investigation, to the extent possible, measures will be taken to prevent any further contact or interaction between the person who believes he or she has been subject to harassment and the alleged violator of this policy.  At any time, you may ask the person to whom you made a complaint or report under this policy about the status of the investigation.  While it is the intent of WCA to attempt to keep any complaints or reports under this policy as confidential as possible, in order to ensure a fair and thorough investigation, complete confidentiality may not be possible.  However, all persons with whom the allegations are discussed will be reminded of the confidential nature of the process.

 

Penalties For Violations:  WCA will take prompt and appropriate disciplinary and remedial action if its investigation shows a violation of this policy.  Depending on the circumstances, the disciplinary action may range from a warning to discharge.

 

A complaint or report that this policy has been violated is a serious matter.  Dishonest complaints or reports are also against our policy, and WCA will take appropriate disciplinary action up to and including termination if its investigation shows that deliberately dishonest and bad faith accusations have been made.

 

Additional Information: WCA has developed this policy to ensure that all of its employees, students and visitors can work in an environment free from unlawful harassment.  This policy will be disseminated to all current employees as well as to all new employees, upon their arrival at the School.  Students have sexual harassment policy guidelines, as well. WCA will periodically conduct mandatory informational sessions concerning the policy, so as to ensure that all employees understand the School’s commitment to eliminating any unlawful harassment in the School, are familiar with the policy and its complaint procedures, and know that any complaint received will be investigated promptly and appropriately resolved.

 

If you have any questions about this policy, please contact the Executive Director for additional information.

 

All employees are expected to act responsibly to establish a pleasant working environment free of discrimination.

 

28.  Drug-Free Workplace

 

The Board of Trustees believes that quality education is not possible in an environment affected by drugs. It will seek, therefore, to establish and maintain an educational setting, which is not tainted by the use or evidence of use of any controlled substance.

 

The Board shall not permit the manufacture, possession, use (except self-use of prescription drugs), distribution, or dispensing of any controlled substance, including alcohol, prescription and non-prescription medicine by any employee at any time while on school property or while involved in any school-related activity or event. Any employee who violates this policy shall be subject to disciplinary action in accordance with Board policy.  The Academy reserves the right to implement a drug testing policy in accordance with applicable law at any time in its sole discretion.

 

29.  Solicitation and Distribution

 

There will be no soliciting of employees by other employees or any person anywhere on Academy property unless prior approval is obtained in writing from the Executive Director. This includes selling and delivery of merchandise (e.g., Girl Scout cookies, Tupperware, or tickets to fundraising events) and/or the distribution of literature, petitions, etc.

 

30.  Intellectual Property Rights

 

Any materials created by staff members for use by WCA, or produced using the staff or resources of the school, are works-for-hire and all intellectual property rights are vested in the school.

 

31.  Internet Use

 

The Internet is a powerful communications tool and a valuable source of information.  However, an employee’s improper use of Internet services can waste time and resources and potentially create legal liability and embarrassment for both the School and the employee.

 

An Internet service includes, but is not limited to: e-mail, web browsing and newsgroups.  This policy applies to any Internet service that is:

 

·       Accessed on or from Wisconsin Career Academy’s premises; and/or

·       Accessed using office computer equipment or via School-paid access methods.

Internet services are provided by the School for School use.  Incidental use of Internet services for personal, non-work-related purposes is acceptable.  However, personal use must be infrequent and must not:

·       Involve any prohibited activity, i.e., any activity that is prohibited by this handbook or by the application of state or federal law;

·       Interfere with the productivity of the employee or his/her co-workers;

·       Consume system resources or storage capacity on an ongoing basis; or

·       Involve large file transfers or otherwise deplete system resources available for business purposes.

Employees should not expect privacy with respect to any of their activities using School -provided Internet access or services.  The School reserves the right to search, review, or monitor any files, messages, or communications sent, received or stored on the School’s computer systems without advance notice and may also limit the use of the Internet service in part or whole.

 

Employees violating this policy are subject to discipline, up to and including termination of employment.  Employees using the computer system for defamatory, illegal, or fraudulent purposes are also subject to civil liability and criminal prosecution.  All computer resources including content are the property of the School and employees will be held personally responsible for their activities.

 

·       Employees should save soft copies of all classroom documents in a backup folder on their computer.

 

·       Employees are strictly prohibited from using Internet services in connection with any of the following prohibited activities:

o      Engaging in illegal, fraudulent or malicious conduct;

o      Working on behalf of organizations;

o      Sending or receiving offensive, obscene or defamatory material;

o      Annoying or harassing other individuals;

o      Sending uninvited e-mail of a non-work-related nature;

o      Monitoring or intercepting the files or electronic communications of employees or third parties;

o      Obtaining unauthorized access to any computer system (including but not limited to unauthorized use of codes or passwords);

o      Using another individual’s account or identity without explicit authorization;

o      Attempting to test, circumvent, or defeat security or auditing systems of Wisconsin Career Academy or any other organization without prior authorization; or

o      Distributing chain letters, jokes, solicitations, offers to buy or sell goods, or other non-business material of a trivial or frivolous nature.

 

32.  Anti-Violence Policy

 

Violence or threats of violence will not be tolerated.  If you feel such conduct has occurred, please report it immediately to the Executive Director.

 

The matter will be investigated, and where investigation confirms the allegation, appropriate action will be taken.  Any employee engaging in what the school deems to be violent or threatening behavior will be subject to disciplinary action, up to and including discharge.

 

The premises of Wisconsin Career Academy constitute a school safety zone, on which the possession of a deadly weapon or dangerous ordnance is strictly prohibited.  As part of this policy, Wisconsin Career Academy will not tolerate the possession of weapons or any other device designed to inflict serious bodily harm by any employee of Wisconsin Career Academy while on school property, on a school vehicle or at a school sponsored event.

 

Any employee found in possession of such a device on School property, in a School vehicle, or at a School-sponsored event, will be disciplined (up to and including possible termination) and will be reported to the appropriate law enforcement agency if appropriate.

 

An employee who is authorized by the School and by the law to serve as a security officer or to carry a weapon under controlled circumstances is exempt from this policy.

 

The following are examples of prohibited conduct under this policy:

 
  • Injuring another person physically
  • Engaging in behavior that creates reasonable fear of injury to another person
  • Possessing, brandishing, or using a weapon on School premises or engaged in School business
  • Damaging property intentionally
  • Threatening to injure an individual or damage property
  • Committing injurious acts motivated by or related to domestic violence or sexual harassment

Every employee has an obligation to report potential workplace violence to the Executive Director.  This would include if you hear or observe anyone exhibiting one or more of the following behaviors:

 
  • Discussing weapons or bringing weapons into the workplace
  • Displaying overt signs of hostility or anger
  • Making threatening remarks
  • Sudden or significant deterioration of performance
  • Displaying irrational or inappropriate behavior

It is extremely important that you report any knowledge of actual or potential acts of violence to the Executive Director so that all can be assured of a working and learning environment free of fear and violence.

 

33.  Workplace Searches

To protect property and ensure the safety of all employees, students and visitors, the Academy reserves the right to conduct personal searches consistent with state law, and to inspect any packages, parcels, purses, handbags, briefcases, lunch boxes or any other possessions, articles or property carried to the Academy’s property.  The Academy reserves the right to search any employee’s desk, office, locker, file or computer or any other area of the premises.  Inspection may be conducted at any time at the discretion of the Academy.

 

Persons entering the premises who refuse to cooperate with an inspection conducted pursuant to the Academy’s policy may not enter the premises, and employees refusing to cooperate may be subject to disciplinary measures, up to and including discharge.

 

34.  Immigrants

 

Wisconsin Career Academy is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.  In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. If an employee is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the Academy.  Former employees who are rehired must also complete the form if they have not completed an I-9 with the School within the past three years, or if their previous I-9 is no longer retained or valid.  Employees with questions or seeking more information on immigration law issues are encouraged to contact the Executive Director.

 

35.  Complaints

 

All employees are encouraged to bring their curriculum problems or concerns to the immediate attention of the Dean of Academics. All other concerns should be directed to the Executive Director.  If the Executive Director is not available, employees should direct their questions or concerns to the appropriate administrator.

 

 

The Academy retains its right to discipline or terminate the employment of any employee at any time, with or without cause at the Academy’s sole discretion.

 

These policies apply to all employees of the Academy, including certified, classified, and administrative personnel, and apply to all job-related activities of such employees.

 

Bases for Disciplinary Action: The following acts or omissions, among others, which evidence unfitness to perform duties, by an employee in the scope of employment, shall constitute grounds for disciplinary action up to and including termination:

 
    1. Insubordination, including the willful refusal of an employee to perform an assignment or to comply with a directive given by the employee's supervisor.
    1. Unprofessional job-related conduct.
    1. Incompetence or inefficiency in the performance of duties as identified through due process procedures.
    1. Corporal punishment of students.
    1. Improper conduct toward students and/or other employees.
    1. Conduct in violation of any Academy policy or established expectation of performance.
    1. Conviction of a felony related to the employee's employment, or which seriously impairs the employee's ability to perform his or her assigned duties.
    1. Misconduct related to the employee's job.
    1. Abuse of the Academy's sick and personal leave policy.
    1. Tardiness.
    1. Unexcused absences from work and assigned duties.
    1. Negligence or carelessness in the performance of duties.
    1. Use of Academy property for personal gain.
    1. Negligent or willful damage to Academy property.
    1. Gross waste of Academy supplies or equipment.
    1. Dishonesty or falsification of any information involving the Academy, including grades, credits, data on forms, employee records, or any other information involving the Academy.
    1. Possession of alcohol or other intoxicants or illegal narcotics, or other controlled substances without prescription on school property or at any school function.
    1. The use or distribution of being under the influence of alcohol or other intoxicants or illegal narcotics, or other controlled substances without prescription on school property or at any school function.
    1. Deliberate conduct, which has the apparent purpose of, exposing the Academy to embarrassment, censure, ridicule, or reproach.
    1. Verbal and/or physical fighting on school premises or at any school related activities.
    1. Falsification of records or data with intent to defraud.
    1. Harassment.
    1. Sexual Misconduct.

 

This list is not a complete list of acts worthy of disciplinary action.  The Executive Director reserves the right to determine when disciplinary action is appropriate and the degree of disciplinary action to be administered, including termination.

 

Persons Authorized to Initiate and Carry Out Disciplinary Actions:

 

Verbal and written warnings may be issued by the Board of Trustees, the Executive Director, administrators, or other supervisory personnel relative to employees under their jurisdiction.

 

Suspension without Pay and Notice of Intent to Dismiss. Suspension without pay and notice of intent to dismiss may be administered both by the Executive Director and the Board of Education and may occur in those instances in which:

 
  1. The misconduct is sufficiently serious as determined by the Executive Director to warrant the initiation of disciplinary action at this level, without prior disciplinary action.
  1. In those cases where previous warnings were given and found to be ineffective to cause correction of the offensive conduct.
  1. Remediation efforts have failed in those cases where such efforts were attempted.
  1. The nature of the offensive conduct is such that dismissal appears to be the only solution to the problem.
  2.  

 

Resignation:

Employees who resign from the Academy should give at least a fourteen-day (14) notice. The letter of resignation should state fully the reason(s) for leaving and should be turned in to the employee's supervisor.

 

The resigning employee should relinquish all property of the Academy at the time of departure. Any applicable mandatory and optional, authorized deductions will be made from the employee's last paycheck. The Academy reserves the right to withhold the remaining paycheck(s) of the resigning employee until all property of the Academy is returned or until all outstanding payments in excess of the amount of the paycheck(s) have been made to the Academy.

 

The Academy reserves the right to pay the resigning employee for the notice period and accept the resignation immediately.

 

Involuntary Termination of Employment:

Non-contract employment with the Academy is at-will and may be terminated by the Academy at any time with or without cause and with or without notice. Employees will be paid for all work performed through the effective date of the termination of their employment. The Academy reserves the right to withhold the remaining paycheck(s) of the resigning employee until all property of the Academy is returned or until all outstanding payments in excess of the amount of the paycheck(s) have been made to the Academy.  All applicable mandatory and optional, authorized deductions will be made from the employee's last paycheck.

 

 

I have received a copy of and have read the foregoing WISCONSIN CAREER ACADEMY Personnel Handbook and am familiar with its terms. I understand that it is not a binding contract, but a source of information and a set of guidelines for implementation of personnel policies. I understand that WISCONSIN CAREER ACADEMY can unilaterally rescind, modify, or make exceptions to any of these policies, or adopt new policies, at any time. I also understand that the provisions of this Handbook will override any contrary statements, representations or assurances made by any supervisory personnel except the Executive Director.