Revised 6.27.2018 LB

Administrative

Professional

Technical EMPLOYEES

HANDBOOK

2018-2019

Greeeley-Evans School District 6

1025 Ninth Avenue

Greeley, Colorado 80631

970-348-6000

www.greeleyschools.org

District6-HumanResources@greeleyschools.org

Revised 6.27.2018 LB

Revised 6.27.2018 LB

TABLEOFCONTENTS

Preface........................................................................4Welcome Letter...........................................................5Diversity......................................................................6Employment................................................................7Discipline/Staff Conduct..............................................8Separation of Employment..........................................9Workplace Safety

Drug-Free Workplace....................................10Workplace Bullying........................................11Violence in the Workplace.............................12Safety............................................................13Tobacco-Free................................................13Sexual Discrimination and Harrassment.......13Reporting/Investingating/Sanctions...............14

Workplace ExpectationsConflict of Interest.........................................15Outside Employment.....................................15Attendance/Punctuality.................................16Professional Dress/Apperance......................16

Electronic Communication/Internet Use....................17Right to Monitor.............................................17Social Media..................................................18

CompensationPerformance/Salary Review..........................19Payment of Wages........................................19Employee Travel Reimbursement.................19

Time off / Leave of AbsenceHoliday Pay...................................................21Vacation........................................................21School Closures/Delays................................22Sick Leave....................................................23Sick Leave Bank...........................................23Sick Leave Donation.....................................24Family Medical Leave Act (FMLA)................25Discretionary Leave......................................26Bereavement Leave......................................26Jury Duty.......................................................27Military Leave................................................27

Lactation/Breastfeeding............................................27Benefits

Employee Assistance Program (EAP)..........28Insurance......................................................28Life Insurance...............................................28

PERA............................................................28 Weld Schools Credit Union...........................29

Safety Committee.........................................30Work/School Calendar..................................30Work-Related Injury......................................30

Important Contact Information..................................31

PREFACE

Procedures contained within the Weld County School District 6 APT Employees Handbook are based on district policies adopted by the Greeley-Evans School District 6 Board of Education (“Board”) This handbook is not all-inclusive and does not contain all personnel policies All policy and regulation revisions are subject to Board approval The handbook is based on policies and procedures, as they exist at the time of publication and may change without advance notice All previously issued handbooks and inconsistent memoranda are superseded.

An effort has been made to ensure there is no inconsistency between this handbook and other regulations If a discrepancy or omission exists between this handbook and district policy, district policy will prevail If a discrepancy or omission exists between this handbook and local, state or federal laws, the laws will prevail.

You are expected to review and become familiar with all policies and regulations A complete set of Board policies and regulations are available on the district website at www. greeleyschools.org.

Nondiscrimination Statement

The Board of Education commits itself to a policy of nondiscrimination and to support equality of employment opportunity

for all persons regardless of race, color, creed, sex, sexual orientation, religion, national origin, ancestry, age, genetic

information, gender identity, marital status or disability. Concern or complaint procedures have been established for

students, parents, employees and members of the public. The following person(s) have been identified as a compliance

officer for District 6:

Assistant Superintendent of Human Resources

1025 9th Avenue Greely, Colorado 80631

Phone: 970-348-600

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DEIRDRE PILCH, ED.D.

SUPERINTENDENT 1 0 2 5 N I N T H A V E N U E

G R E E L E Y , C O L O R A D O 8 0 6 3 1 9 7 0 - 3 4 8 - 6 0 1 2 D P I L C H @ G R E E L E Y S C H O O L S . O R G

Welcome Administrative, Professional, Technical (APT) Staff,

Whether you have just joined our staff or have been with Greeley-Evans School District 6 for a while, we are confident that you will find a dynamic and rewarding workplace, and we look forward to a productive and dedicated effort toward creating successful student achievement for our community. We consider the employees of our district to be its most valuable resource. This handbook has been written to serve as the guide for the employer/employee relationship.

There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described.

Secondly, the procedures, practices, policies and benefits described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur. You should consult the handbook regularly as a reference guide.

Some subjects described in this handbook are covered in detail in official policy documents. Refer to these documents for specific information because the handbook only briefly summarizes those guidelines and benefits.

Contact human resources for questions. Again, welcome to Greeley-Evans School District 6.

Sincerely,

Deirdre Pilch, Ed.D. Annette Overton Superintendent of Schools Assistant Superintendent of

Human Resources and Strategic Planning

Engage, Empower, Inspire District 6 provides every student with a personalized, well-rounded and excellent education in a safe,

caring environment.

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DIVERSITY

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT (GBA/AC)

Greeley-Evans School District provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disabi lity, genetic information, or marital status. Greeley-Evans School District complies with applicable state and local laws governing nondiscrimination in employment in every location in which the district has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, and compensation and training.

The Board of Education commits itself to a policy of nondiscrimination and to support equality of employment opportunity for all persons regardless of race, color, creed, sex, sexual orientation, religion, national origin, ancestry, age, genetic information, gender identity, marital status or disability. Improper interference with the ability of Gr eeley-Evans School District employees to perform their expected job duties is absolutely not tolerated.

AMERICAN WITH DISABILITIES ACT (ADA) AND THE ADA AMENDEMENTS ACT (ADAAA)

The Board is committed to a policy of nondiscrimination on the basis of disability under all applicable laws, including but not limited to Section 504 of the Rehabilitation Act of 1973 (“Section 504”) and the Americans with Disabilities Act (“ADA”) Section 504 and the ADA provide that no otherwise qualified individual with a disability shall, solely by reason of his or her disability, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any district program or activity The district does not unlawfully discriminate on the basis of disability in access or admission to, or treatment or employment in, its programs or activities

The Board of Education shall designate an individual as the responsible employee to coordinate district compliance with Section 504 and ADA See ACE-E-1 The district’s Section 504 and ADA compliance officer (“compliance officer) shall be responsible for continuing surveillance of district educational programs and activities with regard to compliance with Section 504 and the ADA and all pertinent regulations, including the development of all necessary procedures and regulations

The compliance officer shall annually notify students, employees and members of the public regarding the district’s policy and grievance procedures and of his/her name or title, office, address and telephone number Notification shall be by posting and/or other means sufficient to reasonably provide such notice

The superintendent shall notify applicants for admission, students, parent/ guardians, sources of referral of applicants for admission, employees and applicants for employment, and members of the public that it does not discriminate on the basis of disability in the programs or activities which it operates and that it is required by Section 504 and the ADA not to discriminate in such a manner The notification shall be made in the form and manner required by law or regulation See ACE-E-1

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EMPLOYMENT

IMPORTANT DEFINITIONS

Full-time employees are those employed in an established position working 40 hours or more a week. Full-time employees are eligible to receive benefits.

Benefited employees are those employed in an established position working 30 hours or more per week. A person hired on a temporary basis to fill a position for more than one-half of the scheduled work year and 30 hours or more per week is considered a benefited employee.

Part-time employees are those employed in an established position for less than 30 hours per week. Part-time employees are not eligible to receive benefits.

Temporary employees are those who fill a temporary position of less than one-half of the scheduled work year and work less than 30 hours per week. Temporary employees are not eligible to receive benefits.

Substitute employees are those who are hired to fill a position on an on-demand or on-call basis. Substitute employees are not eligible to receive benefits.

APT Employee is leadership, administration, professional/technical positions that are at-will status Certified Employee is teachers that are employee documented with probationary or non-probationary status Classified Employee is support staff for the district and are at-will status

BACKGROUND AND REFERENCE CHECKS (GCE/GCF-R)

To ensure that individuals who join Greeley-Evans School District are well qualified and to ensure that Greeley- Evans School District maintains a safe and productive work environment, it is our policy to conduct pre- employment background checks, highly qualified status, CDE licensure endorsements, and proper verifications on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume or application form. District job postings on Applitrack include a release signed by the applicant indicating they understand an FBI background check will be completed.

It is the responsibility of the hiring manager/administrator to follow the policy and procedure set in place by human resources to initiate the hiring process through Applitrack.

All offers of employment are conditioned on receipt of a background check report that is acceptable to Greeley-Evans School District. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and antidiscrimination laws. Reports are kept confidential and are only viewed by individuals involved in human resources.

EMPLOYEE PERSONNEL FILES (GBJ)

Employee files are maintained by human resources and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis.

A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file, or limited parts of it, in accordance with antidiscrimination laws.

Personnel file access by current employees and former employees upon request will generally be permitted within 24 hours of the request unless otherwise required under state law. Personnel files are to be reviewed in human resources. Personnel files may not be taken outside the department. Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.

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DISCIPLINE/STAFF CONDUCT (GBEB)

Greeley-Evans School District supports the use of progressive discipline to address issues such as poor work performance or misconduct. The district has adopted the FRISK documentation model. This model outlines the methodology and steps taken to document unsatisfactory performance.

Outlined in the following chart are the steps of the FRISK model. Greeley-Evans School District reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. See the Supervisor’s Handbook for the discipline matrix which provides guidance on particular scenarios.

F - Facts:

What did the employee do? Pinpoint the specific conduct and describe the conduct in complete and explicit terms. If necessary, supplement general statements with specific examples to provide a proper factual foundation.

R - Rule:

What should the employee have done? Include the rule, policy, authority or expectation relating to the deficient performance or misconduct, such as board policies or administrative regulations, collective bargaining agreement provisions, administrative directives, Educational Code sections, recognized professional standards, AND include prior same rule violations.

I - Impact:

What was the impact of the employee's conduct on the discipline, department, school, and/or district?

Include facts which describe the negative or adverse effect of the employee's conduct on the discipline, department, school, and/or district, most notably on other employees and students.

S - Suggestions:

When and what do you want the employee to do? What will happen if there is no improvement? How can you help the employee to improve?

Include clear and unequivocal directions on the proper conduct you expect the employee to follow, the effective timelines and the consequences if the employee fails to comply (these are also referred to as "directives"), AND include suggestions for improvement as well as notifying the employee of resources available or that could be made available to support them in complying with the directives.

K – Knowledge

Does the employee have knowledge of the disciplinary document?

Include language notifying the employee of the right to file a response to a document prior to the document's placement in the personnel file.

Table: FRISK Documentation Model

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SEPARATION OF EMPLOYMENT

Separation of employment within an organization can occur for several different reasons.

Resignation: Although we hope your employment with the district will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment. Resigning employees are encouraged to provide four weeks’ notice, preferably in writing, to facilitate a smooth transition out of the organization. Retirement: Employees who wish to retire are required to notify their department director in writing and human resources google doc following the guidelines set forth in Board policy. All APT employees are encouraged to contact PERA for retirement benefits information. Termination: APT Employees of Greeley-Evans School District are employed on an at-will basis, and the district retains the right to terminate an employee at any time.

The separating employee may contact human resources as soon as notice is given to schedule an exit interview. Upon completion of the employee’s last day, an electronic exit interview will be sent to the email on file or provided in the separation checklist.

Health insurance terminates the last day of the month of employment. Information for Consolidated Omnibus Budget Reconciliation (COBRA) continued health coverage will be provided. Employees will be required to pay their share of the dependent health and dental premiums through the end of the month.

RETURN OF DISTRICT PROPERTY

The separating employee must return all district property at the time of separation, books, notebooks, including keys, personal computers, iPads, electronic devices, and identification badges. Failure to return some items may result in deductions from the final paycheck. An employee will be required to complete the separation checklist and submit it to their supervisor prior to leaving. A copy is available for review in the Supervisor Handbook.

REHIRE

Former employees who left Greeley-Evans School District in good standing and were eligible for rehire, may be considered for employment. An application must be submitted on Applitrack and the applicant must meet all minimum qualifications and requirements of the position.

Supervisors must obtain approval from human resources prior to rehiring a former employee. Rehired employees begin benefits just as any other new employee.

An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation may be ineligible for rehire.

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WORKPLACE SAFETY

DRUG-FREE WORKPLACE (GBEC)

Greeley-Evans School District has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug abuse pose a threat to the health and safety of employees and to the security of our equipment and facilities. Board policy GBEC defines illicit drugs as those drugs whose manufacture, distribution, dispensing, possession or use are prohibited under federal and /or state law.

It is a violation of GBEC for any district employee to possess, use or be under the influence of alcohol or illicit drugs on district property, in or on district vehicles, at any school sponsored or district-sponsored activity or even, or off district property when the employee is on duty. Employees run the risk of disciplinary action up to and including termination and referral for prosecution.

EMPLOYEE ASSISTANCE AND DRUG-FREE AWARENESS

Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Information about the consequences to drug and alcohol use and misuse and as well as sources of help for drug/alcohol problems is available from human resources through the Employee Assistance Program. Information can be obtained by contacting human resources or finance departments.

Greeley-Evans School District may assist and support employees who voluntarily seek help for such problems before becoming subject to discipline and/or termination under this or other policies. Such employees may be allowed to use accrued leave, be placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. In appropriate circumstances, disciplinary action may include completion of an approved rehabilitation program at the employee’s expense. However, the district is not required to offer rehabilitation in lieu of termination or other discipline to any employee who has violated this policy.

This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions to their supervisor unless directed to do so.

PROHIBITED CONDUCT

The following conduct applies to all employees:

Consuming any beverage, mixture or preparation, or medication that contains alcohol and reporting orremaining at work while under the influence is prohibited.

Reporting for or remaining on duty when the employee is under the influence of illegal drugs as decreedunder federal and /or state law unless medical exception applies is not acceptable. An employee whouses a prescribed drug under doctor’s directions and has advised their supervisor that using theprescribed drug will notadversely affect the employee’s ability to safely perform the functions of their job is eligible for work.

W h enever employees are working, are operating any district vehicle, are present on district premises, or areconducting related work off-site, they are prohibited from:o Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include drug

paraphernalia).o Being under the influence of alcohol or an illegal drug as defined in this policy.

The presence of any detectable amount of any illegal drug or illegal controlled substance in anemployee’s body while performing district business or while in a district facility is prohibited. A controlledsubstance is defined as drugs specifically identified and regulated under federal law and includes, but isnot limited to, opiates, narcotics, cocaine, amphetamine and other stimulants, depressants,hallucinogenic, and marijuana. Although some actions involving marijuana are no longer prohibited bystate law, federal law still prohibits the manufacture, sale, distribution, possession and use of marijuana.

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Thus, marijuana is an illicit drug for the purposes of this policy. Greeley-Evans School District will not allow any employee to perform their duties while taking prescribed

drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties.Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacistor be prepared to produce it if asked.

Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agencyand may result in criminal prosecution.

REQUIRED TESTING

The district retains the right to require the following tests:

RESASONABLE SUSPICIONo Employees are subject to testing based on observations by a supervisor of apparent work

place use, possession or impairment. See GBEC-R for more specific information regardingobservations and PBT device use.

o •To help determine reasonable suspicion, contact immediately: Human Resources, 348-6070 or Safety and Security, 348-7777.

POST-ACCIDENTo •Employees are subject to testing when they cause or contribute to accidents that seriously

damage a district vehicle, machinery, equipment or property and/or result in an injury to themselves or another employee requiring off-site medical attention.

o •In any of these instances, the investigation and subsequent testing must take place within two (2) hours following the accident, if not sooner.

FOLLOW-UPo Employees who have tested positive, or otherwise violated this policy, are subject to

discipline up to and including termination.

CONSEQUENCES

Applicants who refuse to cooperate in a drug test or who test positive will not be hired. Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including termination.

Employees will be paid for time spent in alcohol/drug testing and then suspended pending the results of the drug/alcohol test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test; this meeting will be with the Assistant Superintendent of Human Resources.

CONFIDENTIALITY

Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided to the medical review officer (MRO) shall be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files.

INSPECTIONS

Greeley-Evans School District reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including discharge.

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CRIMES INVOLVING DRUGS

Greeley-Evans School District prohibits all employees from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on district premises or while conducting district business. Employees are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when criminal activity is suspected.

WORKPLACE BULLYING (GBK, GBK-E, JICDE, GBAA)

Greeley-Evans School District defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” Employees found in violation of this policy will be disciplined up to and including termination.

Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration when meting out discipline. As in sexual harassment, it is the effect of the behavior upon the individual that is important. Greeley-Evans School District considers the following types of behavior examples of bullying:

VERBAL BULLYING

o Slandering, ridiculing or maligning a person or his/her family; persistent name calling that ishurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensiveremarks

PHYSICAL BULLYING

o Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault;damage to a person’s work area or property

EXCLUSION

o Socially or physically excluding or disregarding a person in work-related activities GESTURE BULLYING

o Nonverbal threatening gestures or glances that convey threatening messages

VIOLENCE IN THE WORKPLACE

All employees, customers, vendors and business associates must be treated with courtesy and respect at all times. Employees are expected to refrain from conduct that may be dangerous to others. Conduct that threatens, intimidates, or coerces another employee, student, customer, vendor or business associate will not be tolerated. Greeley-Evans School District resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. Greeley-Evans School District treats threats coming from an abusive personal relationship as it does other forms of violence.

Greeley-Evans School District will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. Greeley-Evans School District will not retaliate against employees making good- faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, Greeley-Evans School District may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

Greeley-Evans School District encourages employees to bring their disputes to the attention of their supervisors or human resources before the situation escalates. Greeley-Evans School District will not discipline employees for raising such concerns. Using the form in board policy GBK-E will provide documentation of the concern prior to meeting with human resources.

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SAFETY

It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations and program standards, and with any special safety concerns for use in a particular area or with a client.

It is the responsibility of the employee to complete a Workers Compensation Report of Injury Form for each safety and health infraction that occurs by an employee or that the employee witnesses. Failure to report such an infraction may result in employee disciplinary action, including termination. District 6 requires that all employees follow district safety and health guidelines.

TOBACCO-FREE WORKPLACE (ADC)

It is the policy of Greeley-Evans School District and a Colorado state law to prohibit any form of tobacco on all district premises. The law defines smoking as the "act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind." Additionally, smokeless or chewing tobacco is prohibited on district property.

The smoke-free workplace policy applies to:

Inside district building

Attending district sponsored conferences/ meetings

Inside district vehicles

Anyone on district premises: visitors/volunteers

Anyone employed or interning with the district

Anyone doing contract work or consulting with the district

Employees who violate the tobacco policy will be subject to disciplinary action up to and including immediate termination.

SEXUAL DISCRIMINATION AND HARASSMENT

The district is committed to a learning and a working environment that is free from sexual discrimination and harassment It shall be a violation of policy for any member of the district staff or any student to discriminate against another on the basis of sex or harass staff members or students through conduct or communications of a sexual nature.

Sexual harassment is recognized as a form of sex discrimination and thus a violation of the laws which prohibit sex discrimination Sexual harassment committed by an employee of the district in the course of employment shall be deemed a breach of duty, and as such, shall subject the offending employee to disciplinary action This policy similarly applies to non-employee volunteers or any other persons who work subject to the control of school authorities

Any conduct of a sexual nature directed toward students by teachers or others to whom this policy applies shall be presumed to be unwelcome

SEXUAL HARASSMENT PROHIBITED:

For purposes of this policy, unwelcome sexual advances, requests for sexual favors, or other unwelcome conduct of a sexual nature constitutes sexual harassment if:

Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employmentor

educational development

Submission to, or rejection of, such conduct by an individual is used as the basis for employment oreducation decisions affecting such individual

Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or educational

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performance or creating an intimidating, hostile, or offensive working or educational environment

The prohibition against sexual harassment applies whether the harassment is between people of the same or different gender Sexual harassment as defined above may include but is not limited to:

Sex-oriented verbal “kidding,” abuse or harassment.

Pressure for sexual activity.

Repeated remarks to a person with sexual implications.

Unwelcome touching, such as patting, pinching or constant brushing against another’s body. Suggesting or demanding sexual involvement, accompanied by implied or explicit threats concerning

one’s grades, employment status or similar personal concerns

REPORTING, INVESTIGATION, AND SANCTIONS

Sexual harassment cannot be investigated or corrected by the district until the district is made aware of such harassment Therefore, it is the express desire of the Board to encourage victims of sexual harassment to report such claims Employees believing they have been, or are being, subjected to harassing conduct should bring such complaints to the attention of the appropriate administrator/ supervisor The administration shall promptly investigate and take appropriate action on complaints regarding violations of this policy (See the district’s complaint process AC-R)

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WORKPLACE EXPECTATION

MEDIA REQUESTS

All inquiries from the media must be referred to Director of Communications at 348-6003.

CONFLICTS OF INTEREST (GBEA-E, GBEB)

Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which business actions taken on behalf of Greeley-Evans School District may conflict with the employee’s own personal interests. District property, information or business opportunities may not be used for personal gain.

CONFLICTS OF INTEREST COULD ARISE IN THE FOLLOWING CIRCUMSTANCES: Being employed by, having a vested interest in, or acting as a consultant to, a competitor or potential

competitor, supplier or contractor, regardless of the nature of the employment, while employed withGreeley-Evans School District.

Hiring or supervising family members or closely related persons. Serving as a board member for an outside commercial district or organization. Owning or having a

substantial interest in a competitor, supplier or contractor. Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or

supplier, unless equally available to all district employees.

Employees with a conflict-of-interest question should seek advice from Director of Finance or Assistant Superintendent of Human Resources. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their supervisor or human resources. No employee may try to persuade other employees to engage in business or personal opportunities where a conflict of interest may occur, e.g., trying to convince them to invest in a company where there may be a financial gain, pyramid program, etc.

OUTSIDE EMPLOYMENT

Employees are permitted to engage in outside work or to hold other jobs, subject to certain restrictions as outlined below.

Activities and conduct away from the job must not compete with, conflict with or compromise the district interests or adversely affect job performance and the ability to fulfill all job responsibilities. Employees are prohibited from performing any services for customers on nonworking time that are normally performed by Greeley-Evans School District. This prohibition also extends to the unauthorized use of any district tools or equipment and the unauthorized use or application of any confidential information. In addition, employees are not to solicit or conduct any outside business during paid working time.

Employees who have accepted outside employment may not use paid sick leave to work on the outside job. Fraudulent use of sick leave will result in disciplinary action up to and including termination.

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ATTENDANCE AND PUNCTUALITY (GBEB)

Patterns of absenteeism or tardiness may result in discipline even if the employee has not yet exhausted available paid time off. Absences due to illnesses or injuries that qualify under the Family and Medical Leave Act (FMLA) will not be counted against an employee’s attendance record. Medical documentation within the guidelines of the FMLA may be required in these instances.

Not reporting to work and not calling to report the absence is a no-call/no-show and is a serious matter. The first instance of a no call/no show will result in a final written warning. The second separate offense may result in termination of employment with no additional disciplinary steps. A no call/no show lasting three days may be considered job abandonment and may be deemed an employee’s voluntary resignation of employment.

PROFESSIONAL DRESS AND APPEARANCE (GBEBA)

It is important for all employees to project a professional image while at work by being appropriately attired. Clothing must be consistent with the standards for a business professional environment and must be appropriate to the type of work being performed.

The policy GBEBA outlines the appropriate wear for employees. The following items are deemed disruptive to the classroom environment or to the maintenance of a safe and orderly school and are not acceptable in school buildings, on school grounds, or at school activities:

Shorts, dresses, skirts or other similar clothing shorter than mid-thigh length

Sunglasses and/or hats worn inside the building

Inappropriately sheer, tight or low-cut clothing (e.g., midriffs, halter tops, backlessclothing, tube tops, garments made of fishnet, mesh or similar material, muscle tops,etc.) that bare or expose traditionally private parts of the body including, but notlimited to, the stomach, buttocks, back and breasts

Tank tops or other similar clothing with straps narrower than 1.5 inches in width

Beach footwear (such as flip-flops)

Any clothing, paraphernalia, grooming, jewelry, hair coloring, accessories, or

Body adornments that are or contain any advertisement, symbols, words, slogans,patches, or pictures that:o Refer to drugs, tobacco, alcohol, weapons, or is of a sexual nature o Disrupts the learning process o Anything denoting gang membership (color, arrangement, trademark, etc) o Threaten safety or welfare of any persono Promotes an activity prohibited by the student code of conduct

Principals and supervisors reserve the right to determine appropriateness. Any employee who is improperly dressed will be counseled or in severe cases may be sent home to change clothes. Continued disregard of this policy may be cause for disciplinary action, which may result in termination.

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ELECTRONIC COMMUNICATION AND INTERNET USE (GBEE,GBEBB)

All employees will need to complete the electronic acceptable use form annually. It is provided by OIT at the beginning of the contract year. The following guidelines have been established for using the Internet, district- provided cell phones and e-mail in an appropriate, ethical and professional manner:

Internet, district-provided equipment (e.g., cell phone, laptops, and computers) and servicesmay not be used for transmitting, retrieving or storing any communications of adefamatory, discriminatory, harassing or pornographic nature.

The following actions are forbidden: using disparaging, abusive, profane or offensivelanguage; creating, viewing or displaying materials that might adversely or negatively reflectupon Greeley - Evans School District or be contrary to Greeley-Evans School District’sbest interests; and engaging in any illegal activities, including piracy, cracking,extortion, blackmail, copyright infringement, and unauthorized access of any computersand district-provided equipment such as cell phones and laptops.

Employees may not copy, retrieve, modify or forward copyrighted materials, except withpermission or as a single copy to reference only.

Employees must not use the system in a way that disrupts its use by others. Employeesmust not send or receive large files that could be saved/transferred via thumb drives.Employees are prohibited from sending or receiving files that are not related to work.

Employees should not open suspicious e-mails, pop-ups or downloads. Contact IT withany questions or concerns to reduce the release of viruses or to contain virusesimmediately.

Internal and external e-mails are considered business records and may be subject todiscovery in the event of litigation. Be aware of this possibility when sending e-mail withinand outside the district.

RIGHT TO MONITOR

All district-supplied technology and district-related work records belong to the district and not to the employee. Greeley-Evans School District routinely monitors use of district-supplied technology. Inappropriate or illegal use or communications may be subject to disciplinary action up to and including termination of employment.

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SOCIAL MEDIA—ACCEPTABLE USE (GBEEA)

Social Media sites have become important means of communication with potential pedagogical value. Staff members are expected to preserve the integrity of the learning environment and shall maintain professional boundaries with students at all times. Violations of this policy may form the basis for disciplinary action up to and including termination and/or referral for prosecution.

Employees may not post confidential or sensitive information about students or staff of District 6. Employees may not post obscenities, slurs or personal attacks that can damage the reputation of the district, employees, or students.

The school-related use of social media approved in accordance with the Board of Education policy shall be subject to the following terms and conditions:

Content on approved social media shall at all times comply with district policies, procedures, andregulations, as well as with applicable state and federal law. In particular, content willrespect and protect the health, safety and emotional well-being of district students and will preservethe integrity of the learning environment. Content will be respectful and professional; obscene,profane or vulgar language and/or images will not be tolerated, nor will communication or conductthat is harassing, threatening, bullying, libelous, or defamatory, or that discusses or encouragesillegal activity or violations of district policy. Content must comply with the Family Educational Rightsand Privacy Act.

The responsible staff member shall monitor student use of the approved social media and shallremove content that violates district policies, procedures or regulations, or state or federal law.Any inappropriate use of approved social media shall be reported to school administration.

If the approved social media will collect personal information from students who are under theage of 13, the responsible staff member shall obtain written permission from such students’parents/guardians before permitting such students to use the approved social media.

The responsible staff member’s building principal/supervisor, or his/her designee, maymonitor the approved social media for compliance with district policy.

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COMPENSATION

PERFORMANCE AND SALARY REVIEW

Performance appraisals are conducted on an annual cycle. Employees will receive a performance review by the established date each year. The performance appraisal will be discussed, and both the employee and supervisor will sign the form to ensure that all strengths, areas for improvement and job goals for the next review period have been clearly communicated. Performance evaluation forms will be retained in the employee’s electronic performance management system or personnel file.

Pay increases are based on district performance and negotiations. A performance review does not always result in an automatic salary increase. Budget allocations for pay increases are planned for and allocated during the budget development cycle in the spring prior to the start of each fiscal year (July 1-June 30). Human resources will review all salary increase/adjustment requests to ensure internal equity and compliance with district policies and guidelines.

PAYMENT OF WAGES (DKA)

Salary payment is made monthly on the last business day of the month. Direct deposit is a condition of employment in District 6.

If the normal payday falls on a district-recognized holiday, paychecks will be distributed one workday before the aforementioned schedule.

In the event there is an error in an employee’s paycheck, payroll should be notified immediately so that the situation can be rectified. If an employee is overpaid, they will be required to repay the district for the overpayment amount.

If an employee's marital status changes or the number of exemptions previously claimed increases or decreases, a new Form W-4 must be submitted by the first day of the month to Payroll Department.

Except for extreme emergencies, no salary advances will be made.

EMPLOYEE TRAVEL AND REIMBURSEMENT (DKC)

Employees will be reimbursed for reasonable expenses incurred in connection with approved travel on behalf of the district.

Travelers seeking reimbursement should incur the lowest reasonable travel expenses and exercise care to avoid the appearance of impropriety. If a circumstance arises that is not specifically covered in the travel policies, the most conservative course of action should be adopted.

Travel for staff must be authorized in advance. Travelers should verify that planned travel is eligible for reimbursement before making travel arrangements.

The Employee Travel Authorization Form must be completed and approved before any travel can occur. This approved form will be used as backup for all travel expenses. The preferred way of paying for registration, lodging and airfare is on a P-card. If a company will not accept a P-card for these items a purchase order requisition will need to be entered. Prior to the trip a per diem form should be completed with the Employee Travel Authorization Form attached as backup. Upon return from the trip the Mileage Reimbursement Form should be completed and it will also require the approved Employee Travel Authorization Form as backup. Any other travel items not previously addressed can be paid for by the employee and upon return from the trip reimbursement can be submitted on a Payment Voucher Form with the Employee Travel Authorization Form as backup.

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Upon completion of the trip, and within 30 days, the traveler must submit a Travel Reimbursement Form and supporting documentation to obtain reimbursement of expenses. For more details, refer to the Finance Policies and Procedures Handbook on the district Infinite Visions for detailed travel policies, procedures and authorization and reimbursement forms. Check with your office manager to review handbook.

Exempt employees will be paid their regular salary for weeks in which they travel

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TIME OFF / LEAVES OF ABSENCE

Leave requests are submitted in either Absent Management or Infinite Visions depending on the employee position. The supervisor will approve or deny requests for vacation or discretionary leave.

Holiday Pay (GCDB)

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) Martin Luther King Day Presidents’ Day Memorial Day Independence Day (July 4th)

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 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

Employees may request to use discretionary time for religious holidays or events.

VACATION (GCDB)

APT Employees earn 13.33 hours of vacation each month. Vacation accrual begins on the first day of the month. Vacation can be used only after it is earned. Any employee on a calendar less than 260 days will not receive vacation benefits or holiday pay. Any employee who is not full-time but benefitted will earn vacation at a prorated amount based on the average number of hours the part-time employee is scheduled per week.

To schedule vacation time, employees should submit a request in Infinite Visions. Employees must ensure that they have enough accrued leave available to cover the dates requested. Requests will be approved based on a number of factors, including school/department operating and staffing requirements.

If employment is terminated, accrued unused vacation leave earned through the last day of active employment will be paid at the regular daily rate. Vacation will only be paid up to 360 hours of accumulated leave. An employee can only accrue up to 360 hours of vacation. In the event of the employee’s death, earned unused vacation time will be paid to the employee’s estate or designated beneficiary.

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SCHOOLCLOSURE/DELAY

Occasionally, winter weather in northern Colorado can cause severe enough conditions that we have to consider closing schools or delaying the start of schools This decision could be made because of significant snowfall, dangerous road conditions, or extreme cold Deciding whether to close or delay the start of schools is always done with the safety of students, parents and staff in mind All closures will be determined as soon as possible given the current weather condition The district will announce closures the evening before, if possible, or no later than 6:00 a m the day of the closure When a decision to declare a closure has been made by the Superintendent of Schools, the District will use the following means in the following order to announce this information:

An announcement will be placed on the District website www.greeleyschools.org. A recorded announcement will be placed on the District 6 main phone line 970-348-6000. Notification will be placed on District 6 Facebook and Twitter. Notification will be made to news release e-mail subscribers. Notification will be made to local and Denver-metro TV and radio stations.

THERE ARE THREE TYPES OF GENERAL DISTRICT CLOSURES: School Closure - Closed for Students (most closures will be this type) District-wide Emergency Closure (this type of closure will be very rare) Two-Hour Delayed Start

SCHOOL CLOSURE – CLOSED FOR STUDENTS Classified Staff Assigned to a Classroom, Health Clerks and 9-Month Bus Drivers/Monitors –Classified staff assigned to a classroom or 9-month driver/monitors are not expected to report as they will have to make up this student day in the future. Office Managers – Office managers are not expected to report to work unless identified as a backup for the principal or assistant principal. Non-Classroom Classified Staff (except Office Managers)– All classified staff members not assigned to a classroom are expected to report to work as normal and contact their supervisor for instructions Classified staff who are unable to or chose not to report must take a vacation or discretionary day or it will be an unpaid day.

DISTRICT-WIDE EMERGENCY CLOSURE This type of closure will be rare. It is used to close the entire District due to a major emergency such extreme weather, unforeseen circumstances such as a large scale power outages, or an epidemic. In this type of closure, the entire District is considered shut down School administrators, district directors and emergency response personnel are the only staff members expected to report to work.

TWO-HOUR DELAYED START Should the need arise due to extreme weather or other emergency, WCSD6 may implement a Two-Hour Delayed Start procedure for all schools. A decision about any delayed start will be made and announced by 6:00 a m. All delayed starts will be two hour delayed starts.

All Employees: All employees are expected to work their regular schedules Absences and late arrivals by employees should be handled as they would be on any regular day. This circumstance means the employee will take discretionary leave considered shut down School administrators, district directors and emergency response personnel are the only staff members expected to report to work.

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SICK LEAVE/SICK LEAVE BANK/DONATED DAYS (GCCBAA)

SICK LEAVE (GBGG)

All APT employees working full time will earn one day of sick leave per month of employment. If an APT employee is part-time, the sick leave days are accrued in a prorated amount based on the average number of hours the part-time employee works per week. S i c k l e a v e s h a l l b e c r e d i t e d a t t h e b e g i n n i n g o f e a c h m o n t h a n d earned sick leave may be accumulated with no limit. In the event that a staff member leaves the district before completing the assignment and that administrator has used more days of sick leave than he or she had months of employment, the final paycheck shall be adjusted accordingly.

Sick leave may be used for health conditions (physical and mental) of the employee and for the health conditions of the employee’s immediate family For sick leave purposes, the term “immediate family” shall be defined as spouse, partner in a civil union, children and parents. Exceptions may be made by the superintendent Sick leave may be taken for personal illness, personal medical appointments or for the necessary care and attendance of a member of the employee's immediate family Sick leave is automatically granted and not approved/denied by a supervisor. However, if absences become an issue, the supervisor may request the employee to present medical documentation for the absence.

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 Evidence of illness may be required for approval of sick leave pay

SICK LEAVE REIMBURSEMENT

In the event that a staff member leaves the district before completing the assignment and that administrator has used more days of sick leave than he or she had months of employment, the final paycheck shall be adjusted accordingly. The district shall reimburse employees for unused sick leave as follows: - Upon cessation of employment an employee with 400 hours of accumulated sick leave shall be compensated at the rate of 50 percent of the then current substitute pay for each day (eight hours) of unused sick leave. - The beneficiary of a deceased employee shall be paid the benefit provided the eligibility requirements are met.

SICK LEAVE BANK FOR NON-TEACHING PERSONNEL (GDCAA)

The primary function of the Sick Leave Bank for Non-Teaching Personnel 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 employees are eligible to join the sick leave bank upon employment with the District Each employee must donate one day of sick leave in order to become a member 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 three months from date of enrollment

EMPLOYEE RESPONSIBILITIES:

Complete the Sick Leave Bank enrollment form to 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.

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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 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 three-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

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• 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. No

application will be considered for the sick leave bank on absences occurring more than one (1) monthbefore 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 isrequired (Signatures by a physician’s nurse, nurse practitioner or any other medical staff member arenot accepted )

• Renew the Sick Leave Bank application monthly including a physician’s form for the new month andsubmit prior to the payroll cut-off date for that month

• Schedule an appointment with Human Resources to discuss options in the case of an extendedabsence 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.

SICK LEAVE DONATION:

An employee is eligible to donate time to or receive time from other employees under the following conditions:

• Both the Recipient and Donor 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.

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• The Recipient must exhaust all personal Sick and Discretionary Leave balances prior to receiving donateddays.

• 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 hoursworked by the Donor (i.e., Recipient works 5 hours but the Donor works 8 hours; Donor can onlycontribute 5 hours per day).

• An employee can only donate a maximum of 4 days to one 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/APT Employees does not solicit donated hours for members of the Sick Leave Bank for Classified/APT 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/APT Employees

FEDERALLY-MANDATED FAMILY AND MEDICAL LEAVE (FMLA)

To be eligible for a family and medical leave of absence (FMLA leave) under this policy, an employee shall have been employed for at least 12 months and shall have worked at least 1,250 hours during the 12 month period preceding the commencement of the leave A full-time classroom teacher shall be deemed to meet the hourly requirement but must also meet the 12-month requirement to be eligible for FMLA leave

PERMITTED REASONS FOR FMLA LEAVE An eligible employee shall be entitled to a combined total of 12 weeks’ leave per year for the following reasons:

• The birth and care of the employee’s newborn child;• The placement of a child with the employee for adoption or foster care;• To care for an employee’s spouse, parent or child with a serious health condition;• When the employee is unable to perform the essential functions of his or her position because of the

employee’s own serious health condition; or• Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter or parent is a

covered military member and is on active duty in support of a contingency operation or has been notified ofan impending call or order

• to active dutyIf an employee does not qualify for FMLA and the employee or partner is pregnant, Board policy guidance for the employee is described below.

Medically necessary sick leave for maternity purposes shall be available to any female employee whobecomespregnant.

The determination and designation of the period of time during which maternity leave is necessary may beinitiated by either the employee or the school district

An employee who becomes pregnant shall be encouraged to notify the superintendent or designee regardingthepregnancy well in advance of the expected leave so that the district may make appropriate staffing decisions

Parental leave of absence without salary and fringe benefits may be granted to staff members for thepurpose of child rearing, child care or adoption

The district will grant parental leave without regard to the sex of the employee.

Employee must provide a notice of intent to return from leave by April 1. This letter can be in theform of an email or letter to human resources.

More information regarding FMLA can be found on the US Department of Labor website at www.dol.gov/whd/fmla. This board policy can

be found in its entirety at www.greeleyschools.org.

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DISCRETIONARY LEAVE (GCCBB)

Full-time and benefited APT employees shall be entitled to three days of discretionary leave per school year. Employees who have a hire date after January 1 receive 1 discretionary day. Part-time employees earn discretionary leave based on their FTE/hours. Leave is submitted by entering into the Infinite Visions for your position.

Discretionary leave may be utilized for circumstances that are significant to the employee. Discretionary leave may be accumulated up to five days. Discretionary leave accumulated in excess of five days shall 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. Reasons shall be given to explain the need for the additional two days. Such requests shall be subject to approval by the superintendent or designee.

Discretionary leave not used at the time of termination of employment will be added to accumulated sick leave for payback purposes. The employee must return to work on the scheduled return date after FMLA or after using accrued leave. They will be considered to have voluntarily resigned from his or her employment if there is no return on the scheduled date.

If an employee does not qualify for FMLA and the employee or partner is pregnant, Board policy guidance for the employee is described below: Medically necessary sick leave for maternity purposes shall be available to any female employee who

becomes pregnant. The determination and designation of the period of time during which maternity leave is necessary

may be initiated by either the employee or the school district An employee who becomes pregnant shall be encouraged to notify the superintendent or designee regarding

the pregnancy well in advance of the expected leave so that the district may make appropriate staffingdecisions

Parental leave of absence without salary and fringe benefits may be granted to staff members for thepurpose of child rearing, child care or adoption

The district will grant parental leave without regard to the sex of the employee.

Employee must provide a notice of intent to return from leave by April 1. This letter can be in the form of anemail or letter to human resources.

BEREAVEMENT LEAVE (GBGJ)

An employee who wishes to take time off due to the death of an immediate family member should notify his or her supervisor immediately.

Bereavement leave will be granted unless there are unusual business needs or staffing requirements for all staff to use within 6 months of the death of the member.

Paid bereavement leave is granted according to the following policy:

Employees are allowed five days of paid leave in the event of the death of the employee’s father, father-in-law, mother, mother-in-law, son-in-law, daughter-in-law, sister, brother, spouse, partner in a civil union, grandparent or child.

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JURY DUTY (GCCBG)

Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, employees must notify their supervisor and provide him/her with a copy of the jury summons. The district will pay employees for time off for jury duty. If the employee receives compensation for time served on jury duty, the compensation should be submitted to the finance department since the district compensates you for your time on jury duty. Additionally, a certificate of attendance will need to be submitted to human resources upon completion of jury duty. This certificate can be obtained by contacting the jury duty office. Upon completion of jury duty, the employee is expected to return to work if it is during the contract day. The employee should contact his/her supervisor to determine whether returning to work is required.

MILITARY LEAVE OF ABSENCE (GBGI)

An employee who is a member of a reserve or National Guard unit or any other branch of the military organized under state or federal law shall be granted military leave with a right of reinstatement in accordance with state and federal law

The employee shall receive full salary and benefits during such leave up to a maximum of 15 days annually The leave year shall be as established by the district All remaining leave to fulfill the annual military obligation shall be unpaid leave

An employee who is required by the state or federal government to continue military service beyond the time for which leave with pay is required, shall be granted a leave of absence without pay for all such additional service

EMERGENCY MILITARY LEAVE

Military leave of absence without pay shall be granted to any employee who enlists for military duty with any branch of the United States armed forces or who is called into active military service in time of war or other emergency declared by the proper authority of the state or United States The employee shall be considered on a leave of absence during military service

NOTICE OF MILITARY SERVICE

An employee taking leave under this policy shall provide written or oral notice, as far in advance as possible, of pending military service Employees on military leave resulting in absence of more than 30 days shall forward a copy of their military orders to the superintendent or designee

USING PAID LEAVE IN LIEU OF UNPAID MILITARY LEAVE

An employee taking leave under this policy may at his or her discretion, but is not required to, use accrued vacation or other paid leave during time of military service

REINSTATEMENT AFTER SERVICE

Upon completion of military service and in accordance with state and federal law, the employee shall be reinstated in the same or a similar position of like seniority, status and pay if such is available at the same salary and benefits which he or she would have received had leave not been taken and if the employee meets the applicable statutory requirements, including notification to the district of the employee’s intent to return to work within the time period set out in law

Upon reinstatement, the employee shall have the same rights with respect to accrued and future vacation, sick leave, public retirement benefits and other benefits as if he or she had actually been employed during the time of such leave

LACTATION/BREASTFEEDING

District 6 complies with all federal and state guidelines regarding the Lactation/Breastfeeding rules from the Department of Labor. The district recognizes the value in making accommodations for lactating mothers. Contact human resources for further information and ways that accommodations can be made at the site.

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BENEFITS (GC) EMPLOYEE ASSISTANCE PROGRAM

Greeley-Evans School District 6, in partnership with Live Well Solutions provides individuals with resources to assist in dealing with personal or workplace concerns affecting your life Services available include:

• Employee Assistance Program (EAP) face-to-face counseling• 24-Hour crisis hotline – 866-831-2181• Telephonic work/life resources• On-line resources

Services are available to all employees and household members. All contact is kept completely confidential To access the resources:

• Go to: www.Livewellworklife.com• Select: Living Well Resources• Company Code: SchoolDistrict6

INSURANCE

All employees scheduled 30 hours or more per week are eligible for the benefits package as approved by the Board of Education This package can include: medical, dental and vision insurance medical and dependent care flexible spending accounts, health savings account, group life insurance and optional accident care, cancer and critical illness insurance. Please refer to your Benefits Summary booklet for specific information on plan coverage and costs

EMPLOYEE RESPONSIBILITIES: • All benefit eligible employees must enroll or waive coverage through Infinite Visions web portal

within the specified enrollment window.• Enrollment must be completed upon hire and annually during open enrollment

• All insurance elections are paid via payroll deduction

Insurance coverage is effective through the end of the calendar month in which the employee was last employed in their benefited position.

LIFE INSURANCE Additional, optional life insurance is available through Colorado PERA. An employee may purchase the optional group term life insurance program administered by Unum when initially becoming a PERA member or during the annual open enrollment period PERA WILL SEND information about the life insurance coverage to all new members as well as to all members not enrolled in the program during the annual open enrollment period 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.

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WELD SCHOOLS CREDIT UNION

Greeley-Evans School District 6 employees and relatives are eligible for membership at Weld Schools Credit Union (WSCU) WSCU membership benefits include: loans, mortgages, savings and checking accounts, credit and debit cards, investments, financial planning and discount tickets For more information contact WSCU directly at:

Weld Schools Credit Union 2555 47th Ave Greeley, CO

80634

(970) 330-9728

admin@weldschoolscu.com

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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 CALENDAR / SCHOOL CALENDAR

District 6 has a variety of employee groups with different work calendars. Employee work calendars are located on the Greeley-Evans website at. You can find your specific work calendar by referring to the Work Calendar Guide

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.

It is the employees’ responsibility to report all on-the-job accidents and work-related injuries or illnesses immediately per Board Policy EBBB All Injuries must be reported even if no medical treatment is needed

Effective January 1, 2008 employees have the right of choosing one of the following designated work comp health care providers in accordance with HB 1176. Our designated health care providers for any work-related injury or illness are:

Dr. Oscar Sanders CHAMPS

1900 16th St • Greeley, CO 80631 (970) 350-2471

Dr. Logan Jones Workwell Occupational Medicine - Greeley

2528 W 16th St • Greeley, CO 80634 (970) 356-9800

Dr. James Rafferty CHAMPS

900 16th St • Greeley, CO 80631 (970) 350-2471

Dr. Robert Dupper Workwell Occupational Medicine – Loveland

1608 Topaz Dr. • Loveland, CO 80537 (970) 593-0127

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

If injured after 4:30 p m or on weekends and URGENT or EMERGENCY medical treatment is required, report to the Urgent Care at Greeley Medical Clinic, 1900 16th St, Greeley, CO or the Emergency Department at North Colorado Medical Center, 180116th St, Greeley, CO.

Questions or concerns should be directed to the Risk Management Specialist at 348-6113

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IMPORTANT CONTACT INFORMATION

BENEFITS............................................................................348-6114 Medical, dental, vision and life insurance, health savings accounts, flexible spending accounts, COBRA

COLORADO PERA ..................................................... …..800-759-PERA www.copera.org

CUSTODIAL DEPARTMENT....................................................348-6800

EMPLOYEE ASSISTANCE PROGRAM (EAP) ............. ….866-831-2181 www.livewellworklife. com

FACILITIES AND PLANNING ................................................348-6400 Building use and maintenance, engineering, environmental health, safety compliance

FAMILY & MEDICAL LEAVE ACT (FMLA)..............................348-6113

HUMAN RESOURCES.............................................................348-6070 Job postings, leave policies, classified educational incentive program, new hire information/orientation, staff calendars, staff evaluations, retirement, District policies, employee concerns, fingerprints, background checks, I-9 form

Substitute Services..........................................................348-6073

INFINITE VISIONS....................................................................348-6126 Fmsweb. greeleyschools. org/ivisions

NUTRITION SERVICES...........................................................348-6600 Nutrition Services offers breakfast and lunch in all District 6 schools and provides management of nutrition service staff, menu-planning, meal production and oversight of the Free & Reduced meal program and Wellness policy

OFFICE OF INFORMATION TECHNOLOGY (OIT)...............348-6500 Email support, computer support, alarms, IT, telephone service and support, electronics and LAN wiring, server support

OIT Help Desk (Available 7:15am-4:45pm M-F)...........348-6565

PAYROLL............................................................................348-6116 Paychecks, direct deposit, deductions, leave balances, timesheets, sick leave bank, PERA, pay periods, paydays

RISK MANAGEMENT.............................................................348-6113 Paychecks, direct deposit, deductions, leave balances, timesheets, sick leave bank, PERA, pay periods, paydays

TRANSPORTATION…............................................................348-6800

WAREHOUSE/MAILROOM…................................................348-6652

WELD SCHOOLS CREDIT UNION......................................330-9738 www .weldschoolscu .com

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© 2018 A Publication of the Department of Human Resources

Greeley-Evans School District 6

1025 Ninth Avenue

Greeley, Colorado 80631

Office: 970 348 6070

Fax: 970 348 6031

District6-HumanResources@greeleyschools. org