4550 C - PERSONNEL - VACATIONS/HOLIDAYS
Paid vacation days will be granted for 12-month classified personnel as follows:
1. Leave earned on June 30th of the first year of employment will be prorated based on the number of months the employee has worked;
2. Second through ten years employment, two (2) work weeks;
3. After ten years employment, three (3) work weeks;
4. Vacation time may be taken on a day-to-day basis, therefore a week shall be construed as five full working days.
5. Vacation days are not earned when an employee is on unpaid leave.
For purposes of calculating vacation leave for those employees transferring from part-time to full-time, the base line of 120 months of paid service will qualify the employee for fifteen (15) days vacation.
All personnel who terminate may have their vacation time prorated as approved by the Superintendent. Paid vacation days are non-accumulative and must be taken in the year they are earned, unless at the discretion of the Superintendent he/she deems it necessary that all or part of the vacation due should be paid.
UNAVAILABLE VACATION DAYS
It is essential to the School District to have custodial staff present at certain times during the school year, particularly prior to and immediately after the opening and closing of school. Therefore:
1. No vacation leave may be scheduled for the two weeks prior to the opening of school (first day of students’ return) and one week following the opening of school; nor
2. Two weeks prior to the closing of school (last regular work day teachers are in the building) or the next work day following the final day students are in the building.
3. Additionally, no vacation leave may be scheduled for the last day students attend school prior to Winter Break or Spring Break, and on the day students return from these breaks.
4. Under extenuating circumstances timing of vacation leave may be approved by the building principal, superintendent or his/her designee.
This policy does not exclude employees from taking family medical leave when necessary.
HOLIDAYS
A holiday calendar for twelve (12) month employees of the District will be established each year by the Board of Education.
Adopted: 8-18-93; Revised: 8-17-94; Revised: 8-08-96; Revised 09-12-00; Revised 12-15-04; Revised 02-14-05 * Grand County School * District; Moab, Utah
4561 C - PERSONNEL - RESIGNATION
All employees should recognize that they have an obligation to the District and their fellow employees to inform the District when they are seeking employment elsewhere. They must also notify the District immediately upon accepting employment elsewhere.
A letter of resignation must be dated and in the Office of the Superintendent not less than two weeks before the date requested for termination. The Superintendent is authorized to accept such resignations.
RE-HIRE
An employee who has resigned and then is again interested in working for the School District, must go through the regular hiring process. If re-hired the person will be given credit for prior recognized experience on the salary schedule, but the most recent date of hire will then be considered the hire date, and the employee will again be on provisional status for the required time period.
Adopted: 8-18-93; Revised: 01-17-07 * Grand County School District * Moab, Utah
4562 C - PERSONNEL - ABANDONMENT OF POSITION
Any classified employee failing to appear for work for five (5) consecutive days, who fails to notify his/her supervisor of the purpose of the absence, will be deemed to have abandoned his/her position.
Adopted: 8-17-94 * Grand County School District * Moab, Utah
4563 C - PERSONNEL - RETIREMENT
Employees may retire from the Grand County School District and qualify for a monthly retirement if they are:
-age 65 with 4 years of service.
-age 62 with 10 years of service.
-age 60 with 20 years of service.
-any age with 25 years of service with full actuarial age reduction.
-any age with 30 years of service.
MEDICAL INSURANCE COVERAGE
The Grand County Board of Education agrees to pay the medical insurance premiums for individuals retiring after 25 years of service, the last 10 years of which were with Grand County School District, regardless of age, and upon proof of participation in the Utah State Retirement System.
Premiums will be paid for thirty-six (36) months and benefits and payments will only apply to individuals covered by the provider under the terms of the District's Master Policy.
Insurance premiums for employees that qualify for Medicare coverage during the 36 months will be paid for a Medicare supplement policy.
SICK LEAVE INCENTIVE
Upon retirement an employee shall be paid in a lump sum 25% of their current hourly rate of pay times the number of personally accrued unused sick leave hours. This amount will be paid in one lump sum payment within 30 days of the employee's retirement effective date.
Sick Leave Bank Donation
Of the remaining balance of hours from the above paragraph, up to fifty percent (50%) can be donated to increase the Sick Leave Bank balance if requested by the departing employee.
Adopted: 8-18-93; Revised: 8-19-98; Revised: 09-12-00 * Grand County School District * Moab, Utah
4563 C (A) - PERSONNEL - RETIREMENT - SERVICE CREDIT PURCHASE POLICY
The Board, in order to provide an incentive for early retirement of employees who may desire to retire before attaining 30 years of service, hereby adopts the following early retirement incentive policy effective April 17, 1996. The Board intends by adopting this policy to entirely supersede any prior early retirement policy and to provide a non-discriminatory policy that complies with the requirements of the Older Workers Benefit Act, and Section 49-1-407 of the Utah Code Annotated 1953.
1. Any employee who has at least 25 years of school service with 20 years in the Grand County School District and who desires to retire early shall be entitled to the District's purchasing up to two (2) years of retirement credit. As stated under Section 49-3-410(2):A. the number of years of retirement service credit purchased may not exceed the number of years required by the member to retire with no actuarial reduction;
B. the purchase of retirement service credit must allow the member to meet the retirement eligibility requirements of this system with no actuarial reduction;
C. the member must retire effective immediately after the purchase of retirement service credit is made;
D. the member shall pay at least 5% of the cost of the purchase.
2. Retirement years will be purchased from the Utah State Retirement System.3. Eligibility under this program is not restricted by age but solely by years of service.
4. Since the District has limited financial means only the first three (3) applicants each year will be able to participate in this program.
5. Applications for the program will be accepted between March 1, and April 20, each year.
6. Any employee that has been placed on probation or notified of suspension, termination or non-renewal of contract is not eligible for the Early Retirement Incentive Program.
7. Approval of an application for early retirement is within the sole discretion of the Board of Education and may be denied for all applicants in a particular year based upon the needs of the School District.
Adopted: 4-17-96; Revised 10-18-00 * GRAND COUNTY SCHOOL DISTRICT * Moab, Utah
4564 C - PERSONNEL - ORDERLY TERMINATION PROCEDURE
Decisions to not re-employ personnel for a new school term will be made by the Board of Education upon recommendation of the Superintendent.
As used in this policy:
1. "Contract term" or "term of employment" means the period of time an employee is engaged by the School District pursuant to a contract of employment whether oral or written.
2. "Dismissal" or "termination" means:
A. any termination of the status of employment of an employee.B. failure to renew the employment contract of an employee who pursuant to the employment practices of the School District has a reasonable expectation of continued employment in successive years.
C. reduction in salary of an employee not generally applied to all employees of the same category in the employ of the School District during such employee's contract term.
D. change of assignment of an employee with an accompanying reduction in pay, unless such assignment change and salary reduction is agreed to in writing.
If the District intends not to renew the contract of employment of an individual entitled to employment in succeeding years according to District personnel program, notice of such intention shall be given the individual. Said notice shall be issued at least two months before the end of the contract term of the individual, e.g., the school year. The notice in writing shall be served by personal delivery or by certified mail addressed to the individuals last known address. The notice shall be dated and contain a clear and concise statement that the individual's contract will not be renewed for an ensuing term and the reasons for the termination.
In the absence of timely notice, an employee is deemed to be re-employed for the succeeding contract term with a salary based upon the salary schedule.
This provision shall not be construed to preclude the dismissal of an employee during his contract term for cause.
At least one month prior to issuing notice of intent not to renew the contract of the individual, he/she shall be informed in writing of the fact that continued employment is in question and the reasons therefore and given an opportunity to correct the defects which precipitated possible non-renewal. The individual may be granted assistance in his/her efforts to make correction of the deficiencies, which may include informal conferences and the services of applicable school personnel within the district.
A written statement of causes:
1. pursuant to which the contract of individuals may not be renewed;
2. pursuant to which the contract of individuals may be otherwise terminated during the contract term.
Notices of intention not to renew the contract of employment of an individual or of intention to terminate his/her contract during its term shall advise the individual that he/she may request an informal conference before the Board or such personnel as the District may designate. Request for such hearing shall be made in writing to the Superintendent not later than fifteen (15) days after the date of said notice has been issued to the individual.
This orderly dismissal procedure pursuant to which a contract is terminated during its term hereby includes the provision that the active service of the individual may be suspended pending a hearing when it appears that the continued employment of the individual may be harmful to students or to the District. Individuals involved in this type of action shall receive a written notice of suspension or final termination including findings of fact made by the Board when such suspension or termination is for cause.
At all hearings, after due notice and on demand of the employee, he/she may be represented by counsel, produce witnesses, hear the testimony against him/her, cross examine witnesses and examine documentary evidence.
The Board of Education of this District is authorized and empowered to appoint hearing examiners if it appears to be in the best interest of the District or individual concerned and may delegate to such hearing examiners or may enter into contracts whereby said hearing examiners may make decisions relating to the employment of the employee which shall not be construed to limit the right of either the Board or employee to appeal to an appropriate court of law.
Adopted: 8-18-93 * Grand County School District * Moab, Utah
4565 C - PERSONNEL - RECALL WITH SENIORITY
In the event that additional students enroll in Grand County School District, or additional revenues become available, or vacancies occur, the Board shall recall, if possible, employees who have been laid off before it employs or assigns any additional personnel to fill assignments. Employees with the greatest seniority shall be recalled to available positions first, within the same classification. Recall shall occur under the following provisions:
1. Employee(s) with the greatest amount of seniority (District Continuous Service Date) will be recalled first to available positions.
2. Employee(s) will be placed in available positions equivalent to the ones they held prior to the reduction in force.
3. An individual re-employed following termination because of reduction in force during the same calendar year will return to the same step and lane he/she was on at the time of reduction in staff.
4. Refusal by the employee(s) to accept the first offering within ten (10) working days of official notice of opening for which he/she is qualified, relieves the Board of any further responsibility to that employee. Allowance will be made for appropriate notice to a current employer as required, if employed elsewhere, not to exceed thirty (30) calendar days.
5. If no equivalent position for which he/she holds qualification should occur within Grand County School District during the ensuing three (3) years, the Board will be relieved of any further recall responsibility to that employee.
4566 C - PERSONNEL - GROUNDS FOR DISMISSAL
Any employee may be dismissed for good cause before the completion of the term fixed in the contract. The following list of actions may result in dismissal:
1. deficiencies pointed out as part of the appraisal or evaluation process or any other communications.
2. failure to fulfill duties or responsibilities.
3. incompetent or inefficient in the performance of required or assigned duties.
4. insubordination or failure to comply with official directives.
5. neglect of duties.
6. conducting personal business during school hours.
7. public drunkenness or excessive use of alcoholic beverages; illegal use of drugs, hallucinogens, or other controlled substances.
8. the possession, use, or being under the influence of alcohol, alcoholic beverages, or controlled substances while on school property, working in the scope of the employee's duties, or attending any school sponsored activity.
9. behavior or conduct which the Board determines is not in conformity with the accepted standards of the community encompassed by the district.
10. failure to maintain an effective working relationship, or maintain good rapport, with parents, the community, or colleagues.
11. assault on a district employee or student.
12. falsification of records or other documents related to the district's activities.
13. misrepresentation of facts to a supervisor or other district official in the conduct of district business.
14. any other reason justifying termination of employment for cause.
Before any employee is dismissed, the employee shall be given reasonable notice in writing of the proposed action and the grounds, set out in sufficient detail to fairly enable him/her to show any error that may exist. This is to occur no less than fifteen (15) days prior to the proposed date of termination. The employee shall be advised of the names of adverse witnesses and the nature of their testimony.
Hearing
If the employee desires a hearing, the employee shall notify the Board in writing within ten (10) days of receiving the notice of anticipated termination or non-renewal. Upon such request, the Board or its designee shall within ten (10) days hold a hearing at which the employee shall be given a fair opportunity to refute the reasons given for the anticipated termination or non-renewal. The Board or its designee may, but is not required to, modify its decision with respect to the status of the employee's contract.
The Board may conduct the hearing in open session or in closed session unless the employee requests a public hearing, in which case the hearing shall be open to the public.
At the hearing before the Board, the employee may employ counsel. The employee also has the right to hear the evidence upon which the charges are based, to cross-examine all adverse witnesses, and to present evidence of innocence or extenuating circumstances. Prior to dismissal, the Board shall determine the existence of good cause for termination. Such determination shall be based solely on the evidence presented in the hearing. The Board shall notify the employee of its decision in writing within ten (10) days after the hearing.
Suspension
The employee may be suspended with or without pay pending the outcome of the dismissal hearing.
Probationary Status
The Board may decide not to renew the contract of any employee serving a probationary period.
Regular Status
The Superintendent, after receiving the recommendation of the administration, may choose not to renew the employment of any employee. Such action shall be effective at the end of the contract period.
Adopted: 8-18-93; Revised 10-18-00 * Grand County School District * Moab, Utah
4567 C - PERSONNEL - REDUCTION IN FORCE
The following procedure will be used when it becomes necessary for the District to decrease its work force due to:
1. decreased student enrollment;
2. discontinuance of a particular service;
3. shortage of anticipated revenue after the budget has been adopted; or
4. school consolidations.
Adopted: 10-18-95 * Grand County School District * Moab, Utah