Classified Employees Handbook - Greeley Schools · Procedures contained within the Weld County School District 6 Classified Employees Handbook are based on District policies adopted

Weld County School District 6 – Classified Employee Handbook P a g e | 1

Classified Employees Handbook

2012-2013


TABLE OF CONTENTS

Contents

DISTRICT MISSION STATEMENT

PURPOSE OF HANDBOOK

FOUNDATION of POLICIES AND PROCEDURES

EMPLOYEE HANDBOOK

CLASSIFIED EMPLOYEES COUNCIL

BENEFITS

CAREER DEVELOPMENT

EVALUATION of CLASSIFIED STAFF (Policy GDO-R)

LEAVES AND ABSENCES

Sick Leave Reimbursement (Policy GBGG)

Sick Leave Bank for Non-Teaching Personnel

UNPAID LEAVE

BEREAVEMENT LEAVE

COMPENSATORY TIME

COURT LEAVE AND JURY DUTY

LEAVE UNDER THE FAMILY AND MEDICAL LEAVE ACT [FMLA] (Policy

GBGF)

MILITARY LEAVE (Policy GBGM)

VOTING LEAVE

WORK SCHEDULE

COMPENSATION

WORK ENVIRONMENT

DRUG FREE WORKPLACE (POLICY GBEC)

EEO/HARASSMENT

SEXUAL HARASSMENT IN EMPLOYMENT (Policy GBAA)

CONFIDENTIAL PERSONNEL INFORMATION

CONFLICT OF INTEREST

USE OF DISTRICT RESOURCES

DISCIPLINE, SUSPENSION, AND DISMISSAL OF SUPPORT STAFF (Policy

GDQD)

CLASSIFIED EMPLOYEE SEPARATION FROM DISTRICT


DISTRICT MISSION STATEMENT

School District 6 provides a quality education for every learner within a system of high expectations and rigorous, focused instruction.

PURPOSE OF HANDBOOK Weld County School District 6 classified staff may use the Classified Employees Handbook as a source of general employment information. Any questions concerning the employee’s specific department or building should be directed to the department foreman, supervisor or building administrator.

FOUNDATION of POLICIES AND PROCEDURES

Procedures contained within the Weld County School District 6 Classified Employees Handbook are based on District policies adopted by the District’s Board of Education. The policies may be accessed on the District’s website at www.greeleyschools.org. Procedures included in this handbook may be adjusted as policies are added or changed and/or as more efficient systems of operation are identified. The terms classified employee and support staff member are used interchangeably throughout this document.

EMPLOYEE HANDBOOK This handbook is not all-inclusive and does not contain all personnel policies. All policy and regulation revisions are subject to Board approval. Therefore, the policies and procedures may change without advance notice. You are encouraged to review all policies and regulations. A complete set of policies and regulations are available on the district website at www.greeleyschools.org.

http://www.greeleyschools.org/



CONTACT INFORMATION Greeley Evans School District 6 1025 9th Avenue Greeley, CO 80631 970.348.6000 IF I HAVE A QUESTION ABOUT:

Topic: Department/Service

Office of… Phone # 970.348. ####

Payroll Finance/Payroll 6116

Classified Employee Educational Incentive Program

Human Resources 6070

Employee Benefits Finance/Payroll 6114

Dependent Dental Insurance

Finance/Payroll 6114

Dependent Health Insurance


Infinite Visions Finance/Payroll 6126

Additional Life Insurance PERA 1-800-759-PERA

List of 403B Companies Finance Office 6116

Job Vacancies Human Resources Job Line 6170

Discretionary Leave Human Resources 6070

Family and Medical Leave Act

Human Resources 6070

Vacation Day Notification Supervisor or Manager

Personnel Concern Human Resources 6070

Sick Leave Supervisor or Manager

Sick Bank Enrollment Finance/Payroll 6116

Application to Sick Leave Bank


Military Leave Human Resources 6070

Break Scheduling Supervisor, Manager, Principal

Pay Periods/Pay Days


Pay Check Finance/Payroll 6116

Hours of Work Supervisor or Manager

Safety Foreman, Supervisor or Manager

Obtain Report form for work-related accident

Workers’ Compensation Office

Supervisor, Foreman, Office Manager, Kitchen 6113


Manager, Custodial Building Manager, School Nurse, Health Clerk

Harassment Reporting Human Resources 6070

Email Support Office of Information Technology 6500

Building Maintenance 6400

Building use and billing Operations Center Manager 6402

Custodial Operations 6800

Custodial Night Foreman 6800

Mechanical Engineer Engineering 6400

Construction Manager Engineering 6400

Mechanical Maintenance 6400

Information Technology Office of Information Technology 6500

Alarms Office of Information Technology 6500

Computer Support Office of Information Technology 6500

Electronics and LAN Wiring

Office of Information Technology 6500

Server Support Office of Information Technology 6500

Telephone Service and Support

Office of Information Technology 6500

Risk Management Finance/Worker’s Compensation 6113

Environmental Health 6400

Safety Regulatory Compliance

6400

Work Orders 6431 FAX

Building Customer Services Tech

6404

Facilities and Planning

2204 Fifth Avenue Greeley, CO

Hours: 7 AM – 4:30 PM or Emergency 24 Hours day seven days a week.

6400

Public Employees Retirement Association (PERA) 1300 Logan Street Denver or 1120 West 122nd Avenue Broomfield

www.copera.org 303-832-9550 or 1-800-759-7372

http://www.copera.org/


CLASSIFIED EMPLOYEES COUNCIL

The Classified Employees Council (CEC) is a district-wide organization consisting of one classified employee representative from each building site. The CEC is organized as one body representing all classified employees. Meetings are held on the first Wednesday of each month during the school year. The objectives of the CEC are as follows.

1. To serve as a communication link between classified employees and the

administration. 2. To maximize internal communications. 3. To evaluate and make recommendations concerning benefits of classified

employees. 4. To promote proficiency, professionalism, and communication among

classified staff. 5. To work with the administration to achieve and maintain quality working

conditions for classified staff. 6. To promote classified staff representation and participation on other district

committees. 7. To be involved in the organization and implementation of in-service

programs for classified staff. Each building representative may express any questions or concerns that any classified employee may wish to have addressed by the Council. Building representatives are provided with copies of CEC minutes that may be shared with other classified employees.


BENEFITS DENTAL AND VISION INSURANCE All classified employees employed 30 hours or more per week by the District are offered dental and vision insurance through approved plans by the Board of Education. The District pays the premium for eligible employees. Employee Responsibilities:

Select the dental and/or vision benefit plan during open enrollment or upon hire.

Dependent coverage is paid by the employee and deducted from his/her paycheck.

Nine-month employees are required to pay dependent insurance premiums, as invoiced, during the summer months to continue dependent coverage. Failure to pay by the due date will result in the termination of dependent coverage.

HEALTH INSURANCE All classified employees employed 30 hours or more per week by the District are offered medical and prescription drug coverage through approved plans by the Board of Education. The District pays the premium for eligible employees for the two of the three health plans. Please refer to the benefits booklet for more information. Employee Responsibilities:

Select the appropriate health benefit plan during open enrollment or upon hire.

Dependent coverage is paid by the employee and deducted from his/her paycheck.

Nine-month employees are required to pay the employee portion of premiums (if applicable) and dependent insurance premiums, as invoiced, during the summer months to continue employee (if applicable) and/or dependent coverage. Failure to pay for dependent care premiums by the due date will result in the termination of dependent coverage. Failure to pay the employee portion of premiums will result in the termination of employee health coverage.

LIFE INSURANCE Group Life Insurance is provided without cost to all classified employees employed 30 hours or more per week by the District. The District pays the premium, and the benefit is valued at twice the employee’s annual salary (not including overtime), not to exceed $100,000. Employee Responsibilities:

Select the Life Insurance option during open enrollment or upon hire.

Update Infinite Visions with changes in beneficiary including name, address, and contact information.

Additional life insurance is available through PERA. An employee may purchase group, decreasing term- life insurance. He/she may purchase this when initially becoming a PERA member or during the annual open enrollment period. Information about the PERA life insurance coverage is sent to all new members


and to all members not enrolled in the program during the annual open enrollment. Remember that this information is sent to the employee from PERA and not from the School District. These premiums can be paid by Payroll deduction.

FLEXIBLE BENEFITS – Section 125 All employees employed 30 hours or more per week are eligible to participate in this optional program. The Flexible Benefits program allows employees to pay for such qualifying expenses as un-reimbursed health care, childcare, dependent premiums, etc. with pretax dollars. Open enrollment is held in April/May of each year with a July 1 effective date. Elections (including insurance) may be changed only if you experience an eligible status change. Money placed in a Flexible Benefits plan (Section 125 account) is not considered salary. (See note regarding retirement below.) A Limited Flexible Spending account is available only to those employees who choose the High Dedutible Health Plan with the Health Savings account option. The Limited Flexible Spending account is available to pay for approved dental and vision costs only. Please see your benefits booklet for further details. Employee Responsibilities:

Every employee must enroll online via Infinite Visions indicating whether or not they wish to participate in the Flexible Spending plan or Limited Flexible Spending account.

Employees who use a 125 plan to reduce salary during one or more periods used to calculate the highest average salary for retirement benefits will also have his/her highest average salary reduced.

District Responsibilities:

Provide information about open enrollment each year.

401K and 403B, 457 PLANS A 401K plan is available through PERA. Contributions may be made through payroll deduction. The employee may discontinue participation in this plan with written notice. See Policy DLB for more details. Employee Responsibilities:

An employee may enroll in the PERA 401K plan at any time but by the first workday of the month so that the effective date is the month he/she enrolled. If he/she enrolls after the first workday of the month, the effective date will be on the first workday of the next month following enrollment.

A tax-sheltered annuity 403B and 457 may be set up through district-approved companies and representatives. Employee Responsibilities:

An employee may enroll in a 403B or 457 program at any time but by the first workday of the month so that the effective date is effective the month he/she enrolled.


CREDIT UNION School district employees are eligible to become members of the Weld Schools Credit Union located at 2555 47th Avenue, Greeley, Colorado.

HOLIDAYS The District pays all 12-month, benefited employees for the following holidays:

Labor Day

Thanksgiving and the Friday following

Christmas (December 24 and December 25)

New Year’s Day (December 31 and January 1)

Presidents’ Day

Memorial Day

Independence Day (July 4th)

Martin Luther King Day If Christmas or New Year’s fall on a Saturday or Sunday, all employees will receive a four-day weekend. If Christmas or New Year’s falls on a Saturday, the Thursday before will be a paid holiday. If Christmas or New Year’s falls on a Sunday, the Friday before and the Monday following will be paid holidays. If Independence Day falls on a Saturday, the previous Friday will be considered a paid holiday. If Independence Day falls on a Sunday, the following Monday will be considered a paid holiday. Note: The Board of Education retains the right to implement district-wide furlough days as well as forced holiday closures for fiscal purposes. Each school year, the fiscal need for furlough and/or forced holiday closures will be evaluated. Classified staff members will be notified through district-wide communications should furlough days and/or forced holiday closures be implemented.

Weld County School District 6 – Classified Employee Handbook P a g e | 1 0

CAREER DEVELOPMENT CLASSIFIED EDUCATIONAL INCENTIVE PROGRAM

Benefited classified employees are eligible for the Educational Incentive Program. This plan is designed to encourage employees who are paid from the Classified Pay Schedule to enter into self-improvement programs. It is the belief of the District that this program will ultimately accomplish the following:

Enhance the employees’ knowledge and skills for promotion.

Upgrade the employees’ skills for their present positions.

Provide training opportunities for those employees desiring promotion through a career/field change.

REQUEST FOR LATERAL OR VERTICAL TRANSFER Job Vacancies Transfer of classified employees shall not be caused or affected by the employee’s religious beliefs, racial or ethnic background, disability, sex, age or exercise of constitutionally protected rights. Job vacancies with District 6 are published via the Internet at www.greeleyschools.org. Selections for posted positions are made on the basis of the best qualifications for the position. Candidate Responsibilities:

Submit an updated application and resume online in AppliTrack. If you need assistance using AppliTrack contact Human Resources at 970-348-6072.

Employee Promotion A change of assignment may be initiated by the affected employee, may be recommended by the employee’s administrator or supervisor, or may be initiated by the superintendent and/or staff. Principals and department heads may periodically submit letters of commendation for person whom they recommend for change of assignment. Letters will be accepted twice a year only; once in May and once in November. These letters should include references to scholastic background, professional growth, and internal and external customer relationships. Supervisors, managers and directors may obtain the forms only from Human Resources. Requests for voluntary reassignment will be granted using the following guidelines:

Demonstrated ability to meet performance responsibilities and qualifications of the position as specified on the job description

Evaluative materials in the personnel file

Previous successful experiences of the employee



Recommendation(s) of the current supervisor(s)

Recommendation of the receiving supervisor(s)

Recommendation of supervising director

Affirmative action balance of the staff involved. Specific qualifications for promotion of classified staff shall be:

Accuracy and neatness of work

Good working relations

Physical energy and initiative

Satisfactory performance in the employee’s present position

Proficiency and ability in necessary skills

Completion of courses at training schools (when applicable) and/or training provided through the Educational Incentive Program (See topic above)

Ability to direct others

Attendance at conferences and regular meetings scheduled by various departments (when applicable)

Evidence of initiative in seeking to maintain and improve skills on the job. Promotions require approval of the appropriate supervisor, Chief Human Resource Officer, Chief Operations Officer and the Chief Financial Officer. Employee Responsibilities:

1. An employee may submit an application for a vacancy through Applitrack. 2. Participate in an interview process as requested.

Employee Lateral Transfer When a classified employee requests a voluntary transfer to a position that will result in the same or a reduction in wage rate, the employee must apply for the position through Applitrack. Requests for voluntary reassignment will be granted using the following guidelines:

Interview with the hiring official

Demonstrated ability to meet performance responsibilities and qualifications of the position as specified on the job description

Evaluative materials in the personnel file

Previous successful experiences of the employee

Recommendation(s) of the current supervisor(s)

Recommendation of the receiving supervisor(s)

Approval of the supervising director

Affirmative action balance of the staff involved. Employee Responsibilities:

1. An employee may submit an application for a vacancy through Applitrack.


2. Participate in an interview process as requested.


EVALUATION of CLASSIFIED STAFF (Policy GDO-R) While adherence to the following elements is not required for purposes of making personnel decisions, the following will be followed to the extent feasible. 1. First 90 working days

a. Supervisors will meet with new employees within 10 working days of employment to review the criteria that will be used in evaluation and evaluation timelines, as well as the responsibilities of the employee and evaluator in the evaluation process.

b. The supervisor will determine whether the employee needs special

assistance and will provide further instructions if necessary. c. Supervisors may make recommendations for improvements both orally and

in writing during this period. d. Written recommendations for improvements may be attached to the

evaluation conducted during this period. 2. Evaluation responsibilities

a. The human resources department will prepare all evaluation forms for supervisors and ensure that the criteria reflect job responsibilities, job functions and district expectations for positions to be evaluated.

b. While normally each supervisor will be responsible for conducting

evaluations of each subordinate employee, the supervisor may authorize a designee to conduct evaluations of specific employees.

c. Upon completion of the evaluation, the evaluator will hold an evaluation

conference with each employee to discuss the evaluation and areas for improvement and/or for potential professional development.

d. Completed evaluations will be signed by the evaluator, the employee

evaluated and the evaluator’s immediate supervisor. e. The employee may respond to the evaluation in writing within seven

working days after the evaluation conference outlined above and the response will be attached to the evaluation.


f. A copy of the evaluation will be made available to the employee and a copy will be placed in the employee’s file in the human resources department.

3. Frequency of evaluation

a. Employees will be evaluated at the end of the first 90 working days of employment and at least once each calendar year thereafter.

b. Summer employees will be evaluated at the end of their summer

employment.

AT WILL STATUS Classified employees, unless otherwise designated by contract, will be considered “at will” employees who serve at the discretion of the Board and will have only those employment rights expressly established by Board policy. Nothing in this procedure will diminish the district’s ability to employ support staff members only for such time as the district is in need of or desirous of the services of such employees. The district reserves the right to discipline or terminate the employment of a support staff employee without regard to the outcome of any past or pending evaluation or whether evaluations have been conducted (See Policy GDO-R).

Weld County School District 6 – Classified Employee Handbook Page | 15

LEAVES AND ABSENCES

LEAVE REQUESTS All benefited employees are required to enter their individual leave requests through Infinite Visions. However, some departments may also require completion of an individual absence form prior to any absence from work. The timekeeper uses this report to record any absences that occurred during the current pay period. Employee Responsibilities (If in a department that requires paper forms):

1. Request an individual absence report form from his/her supervisor, foreman, or manager.

2. Complete an individual absence report prior to any absence from work. When this is not possible, complete the form within two days after reporting back to work following the absence.

3. Submit completed form to his/her supervisor for approval and signature. Supervisor Responsibilities:

Provide individual absence report forms upon the request of an employee.

Approve leave requests in IV in a timely manner. DISCRETIONARY LEAVE Full time employees (eight hours per day) are eligible to receive three days of discretionary leave per school year. Employees working 30 hours or more per week will be awarded discretionary leave on a pro-rated basis. Short-term employees (fewer than 90 days) are not eligible for discretionary leave. Eligible employees working 12 months per year are credited with discretionary leave in July of each year; employees working 11 months per year are credited with discretionary leave in August of each year; and employees working 10 months or fewer are credited with discretionary leave in September. To qualify for three days, one must be employed during the first semester of the year; employees hired during the second semester of the year receive one day of discretionary leave. Discretionary leave may be accumulated up to five days. Discretionary leave accumulated in excess of five days will be added to the employee’s sick leave. In the event of an emergency, an employee who has used all accumulated discretionary leave may request up to two additional days with stated reasons and be docked the cost of a substitute. Such request is subject to approval by the Superintendent. Discretionary leave not used at the time of termination of employment will be added to accumulated sick leave for pay back purposes.


Not more than 10% of the employees in any building/site may be absent on the same day for discretionary leave reasons. If more than 10% submit discretionary leave forms for the same day, leave will be granted based on the order in which the forms are received by the principal or supervisor. This limitation does not apply to emergency matters. Employee Responsibilities:

Except for emergencies, submit a leave request in IV requesting discretionary leave to his/her immediate supervisor five days prior to the leave. In an emergency situation, the employee must submit the individual absence report requesting discretionary leave within two days after returning from such leave.

VACATION LEAVE Only 12-month, full-time employees are qualified to receive vacation leave. Qualifying employees, during their first five years of service with the District, earn eight hours per month. Qualified employees, during their six through eleventh year of service with the District, earn 12.5 hours per month. Qualified employees, beginning during the 12th year of service with the District and thereafter, earn 13.33 hours per month. For purposes of vacation time accrual, an employee with continuous full-time employment who transfers to a 12-month position is granted credit for their years of service with the District. The District allows qualifying employees to accumulate a maximum of 240 vacation hours as of June 30 of any year. This means that if the employee has a balance over 240 hours of vacation by June 30, any excess over 240 hours will be voided (and no longer available as vacation hours). Upon termination, resignation or retirement, an employee will be paid out any unused vacation time up to 240 hours at the employee’s current hourly rate. FORCED VACATION LEAVE Due to recent budget reductions, the Board of Education has implemented a forced vacation over the winter district closure. All classified staff will be required to take three days during winter vacation as vacation or discretionary days. Employees will submit a vacation or discretionary request (if applicable) for the three days of the winter break that are not part of the district’s typical vacation days. District vacation days are Christmas Eve, Christmas, New Year’s Eve and New Year’s Day. Employees who are normally NOT expected or contracted to work during the winter break - such as teachers, classroom aides, bus drivers, kitchen workers, etc – do not have to take leave or vacation hours during the closure days. For those employees who ARE normally expected to report for work during the winter break closure, they must take discretionary leave hours and/or vacation hours or enter a


request for nonpaid leave time via Infinite Visions. The nonpaid leave time option will be available beginning November 1, 2012 and is available only for the forced holiday closure days. Those days in the 2012-2013 school year are: December 26, 27, 28, 2012. Employees who do not enter vacation and/or discretionary leave requests by December 22, 2012 for the three days of the closure will automatically have their leave entered as nonpaid leave. Please note that classified employees who normally work during the three (3) days of this winter break closure and do not have enough leave to cover all three (3) days will not be terminated for job abandonment if they exceed the three days of nonpaid leave. There will be no disciplinary action for not working, not reporting, or going onto unpaid status for these days. Employee Responsibilities:

Monitor his/her own vacation balance so that it does not exceed the allowable carryover maximum of 240 hours.

Notify his/her supervisor or foreman with as much time as possible prior to taking vacation leave.

Enter leave requests in Infinite Visions by December 22, 2011. SICK LEAVE All classified employees working 30 hours or more per week earn one day of sick leave per month of employment. The amount of sick leave earned will be prorated for employees who work fewer than eight hours per day. Sick leave hours are credited at the beginning of each month. Sick leave is recorded in hours. Earned sick leave may be accumulated with no limit. Sick leave may not be accumulated for overtime hours. Sick leave may be used for the employee’s physical and/or mental health conditions and/or for the employee’s family member and/or significant other’s health conditions. Sick leave may not be used for personal business or for any work-related illness or accident that is covered by the Colorado State Workers’ Compensation Act. The District reserves the right to question the validity of any sick leave. Employee Responsibilities:

Employees must enter sick leave into Infinite Visions.

Employees should be prepared to provide a doctor’s note for sick leave if requested by a supervisor.


Sick Leave Reimbursement (Policy GBGG) The District shall reimburse employees for unused sick leave as follows: upon termination of employment, an employee with at least 50 days or 400 hours of accumulated sick leave shall be compensated at the rate of 35% of the current substitute rate for each day (8 hours) of unused sick leave. Employee Responsibilities:

File a claim for reimbursement of accumulated sick leave within three months of the date of termination. If no claim is filed within three months, the District’s obligation to reimburse sick leave shall be null and void. Employees must submit the claim for reimbursement to Human Resources and Payroll. Employees must include a sick leave claim reimbursement request in their retirement or resignation letter.

The beneficiary of a deceased employee shall be paid the benefit provided the eligibility requirements as described above are met.

Sick Leave Bank for Non-Teaching Personnel The primary function of the Sick Leave Bank for Non-Teaching Personnel, in accordance with Policy GDCAA, is to provide security for employees if they are stricken with a health hardship that exhausts normal sick leave or discretionary leave benefits. All permanent benefited classified employees are eligible to join the sick leave bank upon employment with the District. Each employee donates one day of sick leave in order to become a member. Employee Responsibilities:

Complete the Sick Leave Bank enrollment form and donate one day of sick leave in order to become a member, or if the employee does not wish to join at the time of initial employment with the District, sign the form declining the offer to join the bank.

If the employee decides to join the sick leave bank at a later time following initial employment, the employee will be eligible to join during open enrollment during the first 15 days in January of each year. One sick day is equal to the number of hours scheduled in the employee’s workday and/or listed on the employee’s personnel action form. The hours will be deducted from the employee’s sick leave and credited to the sick leave bank at the time of membership. The employee is able to access the bank after being a member for a minimum of six months from date of enrollment. Members may use the sick leave bank for personal illness or injury only and not that of family members or others.


Sick bank hours may not be used for a work-related injury or illness that is covered by the Colorado State Workers’ Compensation Act. Employees are not granted hours from the sick leave bank while on a leave of absence from the District. A six-month membership is required before an employee can apply to the sick leave bank. Sick leave bank days will not be granted until the employee has exhausted all personal sick and discretionary leave time and has been out no less than 15 consecutive work days. Any combination of sick/discretionary leave or unpaid status will satisfy the requirement of 15 consecutive workdays. The sick Leave Bank grants hours to the employee member beginning on the 16th workday of the employee member’s absence from work or when the employees leave is exhausted (whichever is later). A Sick Leave Bank member may use no more than no more than 45 working days during any fiscal year (July 1 through June 30). A member may use no more than 45 workdays for a continuous illness. This is interpreted to mean medical or injury circumstances beyond the control of the individual employee. Examples include non-elective surgery, non-work related accidents resulting in serious injuries, or incapacitating diseases where recovery and return to work is expected. The Sick Leave Bank does not grant hours for:

Elective types of treatment or elective surgery

Substance abuse treatment

Depression

Injuries caused by dangerous elective behavior

Pregnancy (routine or Cesarean Section)

Injuries covered under workers’ compensation

Time off to be with family members

Time off while on a leave of absence from the District Employee Responsibilities:

Obtain a Sick Leave Bank application and an attending physician’s form from the Payroll Office in the Administration building. No application will be considered for the Sick Leave Bank on absences occurring more than one (1) month before the application.

Complete application including the physician’s form specifying the diagnosis, treatment, prognosis, and date that the employee will be released to return to work. The signature of the physician is required. (Signatures by a physician’s nurse, nurse practitioner or any other medical staff member are not accepted.)


Renew the Sick Leave Bank application monthly including a physician’s form for the new month and submit prior to the payroll cut-off date for that month. (See Pay Period/Pay Roll section of this Handbook.)

Schedule an appointment with Human Resources to discuss options in the case of an extended absence from the District.

Occasionally employees belonging to the sick leave bank may be asked to donate one day if the bank balance falls below 2,000 hours. Members who do not have enough hours to donate will be notified that they have two months in which to donate a day or they will be dropped from the bank. If the member still does not have enough hours to donate one day within the period of two months, the member is dropped from the sick leave bank and must reapply during open enrollment. The member will be required to meet the six-month membership before application can be made to the bank requesting hours. The employee must also contact the Office of Human Resources with any extended absence from work. This notification is necessary in order to inform him/her about options such as the Sick Leave Bank, Family Medical Leave Act, and to answer any questions about the continuation of benefits and employment if the employee anticipates exhausting all his/her leave benefits. Sick Leave Donation

● Both the Recipient and Donor Classified employees must be current members of the Sick Leave Bank for Classified Employees.

● The Recipient must meet the 6-month membership requirement of the Sick Leave Bank.

● The Recipient must meet the absence of 15 consecutive days from work. ● The Recipient can use donated days for the illness of family members. ● The Recipient must exhaust all personal Sick and Discretionary Leave balances

prior to receiving donated days. ● The Recipient can only receive a maximum of 20 donated days per fiscal year

(July 1 – June 30). ● Forms are due in Payroll by the 15th of the month or the date of payroll cut-off ● A donated “day” is the number of hours that the Recipient works daily regardless

of the number of hours worked by the Donor (i.e., Recipient works 5 hours but the Donor works 8 hours; Donor can only contribute 5 hours per day).

● A Classified employee can only donate a maximum of 4 days to one Classified employee each school year, but can contribute to more than one person per school year.

● Donated hours are used on a first-come, first served basis as received in Payroll.

● Donated hours are only used for that pay period. The remaining donation forms

are destroyed.

● Names of Donors are kept confidential.


● The Payroll Department and/or the Sick Leave Bank for Classified Employees

does not solicit donated hours for members of the Sick Leave Bank for Classified

Employees.

● District 6 electronic mail may not be used to solicit donated hours.

● Donated hours can also be used by Bank members if they exhaust the 45 days per

fiscal year received from the Sick Leave Bank for Classified Employees.

UNPAID LEAVE Unpaid leave is not available to those who have exhausted all other available leave options. The employee who has exhausted leave is terminated from employment with the District.

BEREAVEMENT LEAVE Per policy GDCG, the district shall grant up to five days of paid bereavement leave within six months of the death of a full-time or benefited classified employee’s immediate family member. Such leave shall be separate from sick leave. Immediate family is defined as: father, mother, son, daughter, wife, husband, brother, sister, father-in-law, mother-in-law, son-in-law, daughter-in-law and grandparents. Exceptions may be made by the superintendent. Bereavement leave shall be separate from sick leave. The District reserves the right to question the validity of bereavement. Employee Responsibilities:

Enter the leave request in Infinite Visions.

Complete a Leave Request when requesting this leave if required by the department.

Submit the Leave Request to his/her supervisor or manager if required by the department.

COMPENSATORY TIME Compensatory time is sometimes used in lieu of overtime because of budgetary constraints. Please check with your supervisor, foreman, or building administrator for specific guidelines regarding compensatory time. If compensatory time is used, it must be awarded at a rate of time and a half. Please know that pay for overtime is the preferred method of reimbursement for any hours worked over the 40 hour workweek.


COURT LEAVE AND JURY DUTY The Board of Education will grant leave with pay to any employee who is summoned for jury duty or is subpoenaed to appear as a witness in a matter that is related to the employee’s employment within the District. Policy GDCBA states that an employee shall not be eligible to receive pay both from another agency or individual and the District for the same day’s work. An employee, who receives pay from another source while on an approved leave, shall have the following options.

The employee shall keep the money from the other source and be docked his/her District salary;

The employee shall give the District the money received from the other source, excluding reimbursement for travel and expenses and be paid his/her District salary; or

The employee shall use vacation or discretionary days and keep any honorarium, travel, and expense money.

The Board of Education may grant unpaid leave for other court appearances.

Employee Responsibilities: Employees must request jury duty leave through Infinite Visions. Supervisors may request the jury summons. The employee must report to work immediately upon dismissal of the jury, including any dismissals during the course of duty, and must provide his/her supervisor with a copy of the record of jury service provided by the Court. If an absence request form is required by your department, a copy of the jury summons must be attached to the Individual Absence Report when an employee is absence from work because of jury duty.

LEAVE UNDER THE FAMILY AND MEDICAL LEAVE ACT [FMLA] (Policy GBGF) The provisions of this policy shall apply to all leaves covered by the Family and Medical Leave Act of 1993 (the “FMLA”). Nothing in this policy (GBGF) shall affect an employee’s right to request unpaid leave under other Board policies. If an employee is entitled to paid leave under another Board policy, such leave shall be used concurrently with FMLA and shall be counted as part of the total leave to which the employee is entitled under this policy. The total of all types of leave and leave under FMLA shall not exceed twelve (12) weeks in any twelve (12) month period.


To be eligible for leave under this policy, an employee shall have been employed for at least twelve (12) months and shall have worked at least 1,250 hours during the twelve (12) months period preceding the preceding the leave. Eligible employees are entitled to take an unpaid leave of absence:

Because of the birth of a son or daughter or in order to care for such son or daughter;

Because of the placement with the employee of a son or daughter for adoption or foster care;

In order to care for the spouse, son, daughter, or parent of the employee if such person has a serious health condition; or

Because of a serious health condition that makes the employee unable to perform the functions of his/her position.

MILITARY LEAVE (Policy GBGM) The District will grant leave to employees for involuntary military service. Short military leaves (90 days or fewer) shall be subject to the differential pay in accordance with Board Policy GBGM. Long term military leaves (more than 90 days) shall be without pay. Employees on approved military leave will receive credit for any salary increments and sick leave allowances with which they would have been credited had they not been on leave. The Board of Education reserves the right to grant or to withhold salary increments and to revoke or deny extensions of military leave to employees who choose to remain in military service beyond the compulsory period.

VOTING LEAVE Voting is an important responsibility of all citizens. We encourage employees to exercise their voting rights in all municipal, state, and federal elections. Under most circumstances, it is possible for employees to vote either before or after work and by mail. If it is necessary for employees to arrive late or leave work early to vote in any election, employees should arrange with their supervisor/manager no later than the day prior to Election Day. If an employee requests voting leave, he/she must submit vacation or discretionary leave through Infinite Visions.

WORK SCHEDULE

WORK BREAKS Rest Breaks Employees who work at least four hours or more per day are eligible for rest breaks. These breaks are counted as hours worked. The department supervisor determines the scheduling of rest breaks. These breaks do not exceed 15 minutes in length.


Meal Breaks Employees who work at least five consecutive hours or more per day must take non-paid, non-working meal breaks. Meal breaks are not paid and not included as work hours. Meal breaks range from 30 minutes to one hour depending on the department. Meal breaks should not be taken at the beginning of the day or the end of the workday nor taken in conjunction with early release time authorized by the Superintendent, unless authorized in advance by the employee’s supervisor. All meal breaks must be coordinated through your supervisor or foreman to ensure adequate coverage within the department.

WORK CALENDAR/SCHOOL CALENDAR Employee work calendars are located on the Greeley-Evans website at www.greeleyschools.org. LEGAL HOLIDAYS Please see holidays under the Benefits section of this handbook. WORK WEEK The work week runs from Sunday to Saturday. The 40-hour work week consists of actual time worked. Overtime compensation for over 40 hours of work is awarded based on actual time worked Sunday through Saturday. DISTRICT AND/OR SCHOOL CLOSURE DUE TO WEATHER AND EMERGENCY (Policy EBCD/EBCE) The Board of Education annually adopts a school calendar that includes a specified number of instructional hours. It is the Board’s intent that the number of instructional hours will meet or exceed State requirements. In the event of a closure of all schools, 12-month employees are expected to report to the school or site.

If the school time/days is/are lost due to the closure, the time is made up, as determined by the Superintendent and as designated on the annual school calendar. If circumstances result in a school/site closure, employees are expected to work on the rescheduled day. Any employees required to work on the day the schools are closed will be paid for the extra day(s) in accordance with their regular compensation.

COMPENSATION

PAY PERIODS AND PAY DAYS Pay periods begin on the 16th day of each month and end on the 15th day of the following month. Payroll cut-off for hourly employees is the 15th day of each month with the exception of November and December, during which the cut-off date may be



variable. The payroll department will notify employees of the November and December cutoff dates via email and Infinite Visions communication. Employees are paid once a month on the last working day of the month. During May, June, July, and August the last working day of the month is the last business workday of the District. December has an earlier payday that coincides with the last working day of the month. This is usually the last day before the beginning of winter break for students. (This results in approximately six weeks between the mid-December and last working day in January of the new year’s paydays.) WORK EFFORT REPORTING Time cards, half sheets, or time sheets are used to record employee work hours and absences and by the department timekeeper to report to the Payroll Office. Employee Responsibilities:

Ensure that the entries on time cards and sheets are correct and signed. SALARY SCHEDULES To see current salary ranges, please go to www.greeleyschools.org and select the link to Human Resources. If you have any specific questions about job families and/or salary ranges please contact Human Resources at 970-348-6070.

WORK ENVIRONMENT

SAFETY The District is committed to providing a safe working environment for employees, students, and the public. While some safety issues are directed by policy decisions made by administration, all employees can achieve accident prevention only through a coordinated effort. It is the belief of the District that no job or service performed by an employee is so important or urgent that it cannot be performed in a safe manner. It is also our belief that every employee is responsible to correct safety hazards whenever possible or notify the building manager or supervisor of the hazard. Due to the nature of our work, there are many times when students, staff, or visitors may be in the vicinity of a job. Special attention must always be given to ensure that these individuals are safe. The District encourages all supervisors and foremen to include a safety topic as part of staff meetings. Remember to encourage good safety habits and make safety a force of habit!



SAFETY COMMITTEE A District 6 Safety Committee meets on a regular basis during the school year to discuss safety issues and work-related accidents. This committee is composed of the risk manager, risk management specialist handling workers’ compensation claims, foremen from building maintenance, mechanical maintenance, custodial, grounds, transportation, safety trainer from nutrition, and representatives from our current workers’ compensation insurance carrier. WORK CLOTHING Employees should wear work clothing appropriate to their specific job. No one is allowed to wear clothing with obscene words, pictures, or gestures printed on the clothing. Clothing should be clean and without holes, rips, or tears. Please check with your department supervisor or foreman for specific guidelines. WORK-RELATED INJURY OR ILLNESS All District employees are covered by workers’ compensation insurance for work-related injuries or illnesses. The Colorado Workers’ Compensation Act and the Colorado Department of Labor and Employment govern the management of work-related injury claims. Employee Responsibilities:

1. REPORT ALL ON-THE-JOB ACCIDENTS IMMEDIATELY (SAME DAY). (Policy EBBB) Report all vehicle accidents with District-owned vehicles to the Supervisor of Transportation and to the appropriate administrator.

Report all employee on-the-job accidents to the risk management specialist and to the appropriate supervisor, principal and administrator.

Report all student accidents on the way to and from school and on school property, on the appropriate form, to the Health Services Liaison, Principal, Risk Management Specialist and the Chief Operations Officer.

Report all patron accidents other than those listed above to the risk management specialist and the Chief Operations Officer.

2. REPORT ALL EMPLOYEE WORK-RELATED INJURY OR ILLNESS IMMEDIATELY (SAME DAY). Obtain, complete, and submit a Workers’ Compensation Employee’s Report of a Work-Related Injury. (This Report may be obtained from the employee’s supervisor, foreman, office manager, kitchen manager, custodial building manager, school nurse, health clerk, or the District’s Risk Management office at 348-6113.)


Section 8-43-102 (1.5) of the Colorado Revised Statutes requires that if the employee is injured on the job, written notice must be given to the employer within four working days after the accident. The employee’s completion of the employee’s work-related accident report satisfies this requirement.

3. NOTIFY THE DISTRICT’S RISK MANAGEMENT OFFICE IF HE/SHE NEEDS

MEDICAL TREATMENT. The risk management specialist in the District’s workers’ compensation office will then notify him/her of the date and time of the appointment. Every employee sent to the District’s designated worker compensation medical provider must have a scheduled appointment, and no one will be seen on a walk-in basis. The employee may not seek treatment from his/her personal physician. The District’s designated worker compensation medical provider must treat him/her for any work-related injury or illness. Employees should be aware that they must use the District’s designated work comp medical provider for any work-related injury or illness if the costs are to be paid by Workers’ Compensation. The District’s designated work comp medical providers are:

WORKWELL OCCUPATIONAL MEDICINE Phone: 970.350.6810 1275 58th Ave, Suite C Greeley, CO 80634 Hours: 8 AM to 5 PM Monday – Friday FAMILY PHYSICIANS – WEST Phone: 970-378-8000 6801 w 20TH Street #101 Greeley, CO 80634 CHAMPS Dept @Greeley Medical Clinic Phone: 970-350-2471 1900 16th Street Greeley, CO 80631

The employee will be responsible for all medical costs if he/she does not use the District’s designated workers’ compensation medical provider. The employee’s health insurance will not provide benefits for a work-related injury.


4. IN AN EMERGENCY and/or IF INJURED AFTER 4:30 PM OR ON WEEKEND DAYS, REPORT TO THE FOLLOWING EMERGENCY ROOM.

Emergency Room at North Colorado Medical Center 1801 16th Street, Greeley, CO

IF A WORK-RELATED INJURY OCCURS OUTSIDE OF GREELEY, REPORT TO THE NEAREST EMERGENCY CARE FACILITY BY A LICENSED MEDICAL PHYSICIAN. Inform the emergency room staff that this injury is a work-related and that you work for Weld County School District 6, Greeley. Contact the District’s Risk Management office on the next business day at 348-6113 to report your injury. Failure to report your injury could result in your financial obligation for the emergency room visit. (See directions above under Report All Work-Related Injury or Illness.) Prescriptions written by the District’s workers’ compensation medical provider should be filled at one of the following pharmacies located in Greeley or Evans, CO. (Greeley Medical Clinic, K-Mart, King Soopers, Rite-Aid, Safeway, Target, Walgreens, Wal-Mart) The employee must inform the pharmacy that the prescription is for treatment of a work-related injury or illness so that he/she does not have to pay for the prescription(s).

No co-pays are necessary when being treated for a work-related injury.

5. USE THE DISTRICT’S WORKERS’ COMPENSATION MEDICAL PROVIDER FOR ALL

FOLLOW-UP TREATMENT FOLLOWING AN EMERGENCY ROOM VISIT.

The District’s workers’ compensation medical provider may recommend a follow up appointment. The employee must schedule the follow up appointment before leaving the medical office. The employee must return for any follow up appointments. Failure to keep these appointments may subject the employee to reduced workers’ compensation benefits.

6. FILE A “FIRST REPORT” WITH THE DISTRICT’S RISK MANAGEMENT OFFICE.

Contact the District’s Worker’s Compensation Office at 970-348-6113 to seek directions on how to file the First Report. A First Report must be filed with our workers’ compensation insurance carrier for each work-related injury/illness even if no medical treatment is required.

7. SEND A COPY OF THE PHYSICIAN’S REPORT IF MEDICAL CARE IS PROVIDED.


The employee ensures that a copy of the Physician’s Report is sent to the District’s workers’ compensation office (Administration Building located at, 1025 9th Avenue, Greeley) each time he/she is seen by the District’s workers’ compensation medical provider. Provide the employee’s supervisor or manager with a copy of the Physician’s Report. If the physician indicates on the report that the employee should not return to work, he/she must notify the supervisor or manager.

If the physician indicates on the report that the employee should not return to work, he/she must contact the District’s risk management specialist at 348-6113 as soon as possible.

DRIVING/SMALL VEHICLE PERMITS

Any District employee who transports students to school, school-to-school, school-to-home, school sponsored activities, or school related events in vehicles, owned, leased or rented by the District, or under contract to the District must have a Small Vehicle Permit. If the employee does not have a Small Vehicle Permit he/she will not be able to operate a District-owned and/or operated vehicle. To be eligible to drive a District vehicle, an employee must be paid through the District, have a current and valid operator’s (driver’s) license, and be at least 21 years of age. Employees must also have an MVR on file. Employees must sign an authorization form in order to obtain an MVR. Volunteers are neither eligible to drive a District vehicle nor to obtain a Small Vehicle permit. Please refer to Policy EEAG for additional information.

The Colorado Department of Education (CDE) requires an annual test to maintain a Small Vehicles Permit. Employee Responsibilities: In addition to eligibility to drive a District-owned and/or operated vehicle, the employee seeking to transport students is also required to take an additional test on the operation of District-owned four-wheel drive vehicles. This is to ensure the safe operation of the vehicle according to the guidelines of the manufacturer of the vehicle and to help in extending the life of the vehicle. Employee Responsibilities: Prepare to take the test on four-wheel drive vehicles by (a) obtaining the study materials on the CDE test and Guidelines for Four Wheel Drive Vehicles from the District Transportation Department (b) obtaining the Colorado Drivers’ Manual from the Department of Motor Vehicles or online at www.mv.state.co.us and (c) thoroughly studying the materials.

http://www.mv.state.co.us/


Schedule an appointment to take the Small Vehicles Test with the Transportation Department at 348-6814. The tests take approximately one hour to complete. In order to pass the test, the candidate must obtain 85% correct. If an employee fails the test, he/she may reschedule for another day; however, he/she is not allowed to take the test again on the same day.

DRUG FREE WORKPLACE (POLICY GBEC) It is the policy of the Board of Education of Weld County School District 6 to provide a drug-free work place and to work toward a drug-free society. It is the goal of the District to prevent the illicit use of controlled substances and alcohol. The unlawful manufacture, distribution, dispensing, use, possession, or being under the influence of controlled substances and/or alcohol by any employee during the work day, at any school activity, or while in the performance of their employment by the District, wherever located, is absolutely prohibited. Violation of this rule by any employee shall constitute insubordination and will be cause for disciplinary action up to and including termination of employment and referral for prosecution. Observation of this policy is mandatory. Please refer to Board Policy GBEC for further details. DRUG AND ALCOHOL TESTING FOR DRIVERS Following federal law and regulations, the District administers a drug and alcohol-testing program for any District employee who operates a motor vehicle requiring a Commercial driver’s license. Please refer to Board Policy EEAEAA for detailed information. USE OF TOBACCO According to Colorado State law and District policy ADC, the use of any tobacco products in any school building, on school grounds, in any school vehicle, or at any school-sponsored activity are prohibited. Violations of this policy shall be grounds for disciplinary action in accordance with District policies. ANTI-VIOLENCE Employees will not engage in intimidation, threats, hostile behaviors, physical abuse, vandalism, arson, sabotage, use of weapons, carrying weapons on to district property, or any other act, which, is inappropriate to the workplace. In addition, employees will refrain from making comments regarding violent events and/or behavior. Employees are expected to report any prohibited conduct to management. Employees should directly contact proper law enforcement authorities if they believe there is a serious threat to the safety and health of themselves or others.


EEO/HARASSMENT The District strives to maintain a work environment free of unlawful harassment. The District prohibits unlawful harassment because of age, race, gender, color, religion, national origin, disability, or sexual orientation. Unlawful harassment includes verbal or physical conduct that has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Prohibited behavior may include but is not limited to the following: • Written form such as cartoons, e-mail, posters, drawings, or photographs, • Verbal statements such as epithets, derogatory comments, slurs, or jokes and/or • Physical conduct such as assault, or blocking an individual’s movements This policy applies to all employees. Investigations occur promptly. If the District determines an employee’s behavior is in violation of this policy, disciplinary action will occur, up to and including termination of employment.

SEXUAL HARASSMENT IN EMPLOYMENT (Policy GBAA) The District’s policy is that all employees should be able to enjoy a working environment that is free from discrimination in the form of sexual harassment. Sexual harassment is a form of misconduct that undermines the integrity of the employment relationship and is not tolerated. Sexual harassment is as unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature, when:

Submission to such conduct is made explicitly or implicitly a term or condition of employment

Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment, and/or

Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

The expectation is that all employees conduct themselves in a professional and businesslike manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in:

Written form, such as cartoons, posters, calendars, notes, letters, e-mail

Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping, questions about another’s sex life, or repeated unwanted requests for dates

Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, or brushing up against another’s body.


This policy applies to all employees. Investigations occur promptly and if the District determines an employee’s behavior is in violation of this policy, disciplinary action may occur, up to and including termination of employment. Employees believing they have been, or are being subjected to harassing conduct should report such complaints to the appropriate administrator or supervisor. The administration shall promptly investigate and take appropriate action on complaints regarding violations of this policy.

CONFIDENTIAL PERSONNEL INFORMATION All records of employees are confidential. They shall not be open for public inspection unless requested through the Open Records Act. The superintendent and designees shall take the necessary steps to safeguard against unauthorized use of all employee records.

CONFLICT OF INTEREST If an employee has any question about whether a situation is a conflict of interest, he/she is expected to contact his/her supervisor or manager.

USE OF DISTRICT RESOURCES

ELECTRONIC MAIL (POLICY GBEE) Electronic mail means an electronic message that is transmitted between two or more computers or electronic terminals, whether or not the message is converted to hard copy format after receipt and whether or not the message is viewed upon transmission or stored for later retrieval. Electronic mail includes all electronic messages that are transmitted through a local, regional, or global computer network. Electronic mail is intended for official District business. Any person using electronic mail for District business should have no expectation of privacy regarding its use. Although the District does not engage in any general or ongoing monitoring of electronic mail communication, it retains the right to do so in any circumstances where the District determines such monitoring to be appropriate, and it may take disciplinary action for the violation of this policy.

Electronic communications sent and received by District employee may be considered a public record subject to public disclosure or inspection under the Colorado Open Records Act. Electronic communications are retained, archived and destroyed in accordance with applicable law, regulations and/or policy.


EMPLOYEE USE OF PERSONAL/LOANED EQUIPMENT (POLICY EDBB) Employees and students using personally owned items of equipment for school purposes do so at their own risk. Such equipment is not covered by insurance and the District will not pay for repairs, damage or loss. Employee Responsibility: Certified bus mechanic employees will provide a detailed inventory list of personally owned mechanic’s tools to the Assistant Superintendent of Support Services. This list shall be limited to tools that are required to perform duties designated by the District. This list must be revised quarterly. The District will provide property insurance for these items. The District will not assume responsibility for equipment loaned to schools except as authorized by the Superintendent or designee.


DISCIPLINE, SUSPENSION, AND DISMISSAL OF SUPPORT STAFF (Policy GDQD) Corrective discipline in the form of oral warning or oral reprimand, written warning or written reprimand, suspension with pay and suspension without pay may be used, sequentially, in any combination or singularly prior to a recommendation for termination of employment of a classified employee. The application of this policy thereof shall not be a precondition to the District’s right to terminate or suspend an employee. The policy is intended to offer options for corrective discipline. However, the District reserves the right to apply or institute whatever disciplinary sanctions it deems appropriate at any time and in any sequence. The misapplication of a procedure, failure to apply a procedure, or failure to adhere to a specific sequence in applying the procedures shall not be subject to the grievance. The Superintendent shall regularly report decisions regarding the suspension without pay of classified personnel to the Board of Education.

Discipline of classified employees shall not be caused or affected by the employee’s religious beliefs, racial or ethnic background, disability, sex, age or exercise of constitutionally protected rights

CLASSIFIED EMPLOYEE SEPARATION FROM DISTRICT

TERMINATION OF EMPLOYMENT (POLICY GDQ) All classified employees are employed “at-will.” This means that either the employee or the District may terminate the employee’s employment with or without cause at any time and without advance notice, procedure or formality. Please refer to Policy GDQ for further information. RETIREMENT Employee Responsibilities:

1. Notify the Office of Human Resources in writing of his/her intent to retire at least three months prior to the employee’s anticipated retirement date.

2. Send a copy of the written notification of intent to retire to the Payroll Department

3. Send a copy of the written notification of intent to retire to his/her supervisor.

4. Contact PERA to request a PERA Retirement Kit at least three months prior to your anticipated retirement date. Visit PERA’s website at www.copera.org or call PERA at 303-832-9550 or 1-800-759-PERA (7372).

5. Review the PERA materials thoroughly, complete the kit and send the appropriate forms to PERA. Submit the Final Six Months’ Salary Report, which is included in your kit, to the District 6 Payroll Department for



completion. After PERA receives your application, you will be sent a benefit summary.

6. Notify PERA and the District’s Office of Human Resources immediately if you change your retirement date.

Retirement Benefits Weld County School District 6 employees do not pay into Social Security, but are required to pay a 1.45% Medicare tax if hired after March 31, 1986. Employees contribute 8% of their gross salary to the Public Employees Retirement Association (PERA). Weld County School District 6 also contributes a percentage of your gross salary to PERA.

An employee becomes a vested PERA member when he/she has earned five years of service credit. This means he/she is eligible for a defined service retirement benefit in the future or is eligible to apply for a disability retirement benefit if he/she becomes disabled.

The employee’s monthly retirement benefit is based upon his/her years of service, age, and the highest average salary (HAS). Please refer to the brochure entitled “Your PERA Benefits – A Summary of the Defined Benefit Plan” for further details. An employee may request a copy of this brochure from PERA at 303.832.9550 or 1.800.759.7372 or he/she may access it on their website www.copera.org.

If an employee terminates PERA-covered employment, he/she must refer to the document Terminating PERA-Covered Employment for a complete list of options and the necessary forms. Employees can access these forms on the PERA website at https://www.copera.org/pera/tools/puborder.stm. Intent to Work 110 Days Classified employees retiring this school year (2012-2013) and who are interested in working the 110 following retirement should read the following information. Any classified employee, who retires this school year and would like to remain in their current job assignment, is eligible to work for an additional year. However, you must meet the criteria listed below. 1. You must submit your letter of intent by the end of the business day on APRIL 1, 2013 to the Coordinator of Human Resources. NO EXCEPTIONS.

2. The Coordinator of Human Resources will contact your immediate supervisor to see if this arrangement is feasible. 3. The Coordinator of Human Resources will then contact you, either by phone or letter, to inform you of the decision.


https://www.copera.org/pera/tools/puborder.stm


If approved, you cannot work in any capacity for the District during the month following your retirement. For example, if you retire in May, you cannot work during the month of June and you cannot return to work before July 1. If you retire in June, you cannot work during the month of July and you cannot return to work before August 1. Under PERA guidelines, you can work up to 110 days per calendar year. You cannot exceed 110 days per calendar year without suffering penalties from PERA. This 110 procedure is only allowed for one year following your retirement from District 6. Here are some things to consider if you are thinking about applying for the 110:

● If you are approved to work the 110, your salary will be reduced by 10% because the District is now required to pay PERA employer contributions on your salary. This PERA requirement became effective July 1, 2005.

● You will also be responsible for paying the premiums on your health, dental and vision coverage since you are now considered a retiree. You will not be eligible to continue with District 6 health and dental coverage unless you enroll in COBRA.

● You will earn 10 days total of sick leave and discretionary leave while working the 110. Any unused sick or discretionary leave at the end of your 110 will be reimbursed at approximately 35% of the current sub rate.

Any questions pertaining to the procedure should be addressed to the Coordinator of Human Resources at 970.348-6070. Thank you.

Classified Employees Handbook - Greeley Schools · Procedures contained within the Weld County School District 6 Classified Employees Handbook are based on District policies adopted

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