Dr. Charles J. Pearson, Superintendent of Schools •3855 Lucas & Hunt Rd. • St. Louis, MO 63121 • www.normandysc.org
Employee Handbook
2015-2016
PROFESSIONALISM
RESPECT
ACCOUNTABILITY
TRUST
COLLABORATION
Our Commitment to Student
Achievement, Citizenship, and College Career Readiness
Table of Contents
Vision, Mission, Values …………………………………………………………………...……1
Guiding Principles ……………………………………………………………………………2-3
Our Collective Responsibility ……………………………………………………………….4-5
Classification of Employees……………………………………………………………………6
Employee Groups ………………………………………………………………………………7
Payroll Procedures, Compensation & Benefits ………………………………………….8-11
 Contracts – Professional Staff
 Payroll
 Pay Periods
 Duty Calendars
 Holiday Pay
 Overtime
 Vacation Days
 Payout of Unused Vacation
 Paid Holidays
 Time Clock/Sign-In Sheets
Benefits …………………………………………………………………………………….12-15
 Health Insurance
 Insurance Continuance
 Workers’ Compensation Insurance
 Liability Insurance
 Deductions
 Retirement
Leaves ……………………………………………………………………………………..16-19
 Sick Leave
 Personal Leave
 Family and Medical Leave Act of 1993
 Bereavement Leave
 Jury Duty Leave
 Military Leave
 Subpoenaed Witness Leave
 Crime Victim Leave
 Misuse of Leave Days
Personnel Policies, Rules and Regulations …………………………………………….20-22
 Health
 Communicable Diseases
 Drug-Free Workplace
 Technology Usage
 Employee Assistance Program (EAP)
 Professional Attire
 Meetings
 Evaluation
 Resignation
Acknowledgement of Receipt for Employee Handbook …………………………………..23
2
Vision
Normandy students are recognized for sustained high academic
achievement, active responsible citizenship, and living productive
lives that are personally rewarding and a credit to society. The
district is recognized as a high performing system committed to
continual improvement, acting according to its values, and
enriching the community it serves.
Mission
The Normandy Schools Collaborative provides the experiences
and support necessary for students to become life-long learners
who are productive, contributing members of society.
Values
 Professionalism
 Accountability
 Collaboration
 Trust
 Respect
1
Guiding Principles
This Employee Handbook is the direct result of the Joint Executive Governing Board
(JEGB), adoption of its Accountability Plan as required by the State Board of Education
that set “building and sustaining collaborative cultures that create high levels of
performance for employees,” as a major goal.
Public schools exist for a parent’s or guardian’s number one priority, which is to educate
and prepare young people to function as citizens in our political system and to equip
them to earn a living in our modern technological economy. Without a regular academic
education, NSC students will not have the literacy and mathematical skills to become
independent voters, employable job seekers, successful applicants to college or skilled
training programs, or discerning consumers. None of these goals can be accomplished
by individuals or groups acting alone. Their work must be communicated and
coordinated. Members of NSC as an organization must know what is expected of them.
An organizational culture and a system of shared meaning, must be developed, that
governs how members of the organization should behave. It should suggest the correct
“way we do things here.”
A Normandy Schools Collaborative (NSC) Committee, working with Boeing Corporation
personnel, identified four behaviors most likely to foster a more collaborative culture.
The Joint Executive Governing Board then added a fifth principle, or value, to the
Pillars- Respect.
Normandy Schools Collaborative expects all employees to grow and develop as
professionals. This is a high priority that promotes accountability and collaboration.
Examples of professionalism include knowledgeable, advanced study completion,
decision-making, and effectiveness as seen and measured by student growth over time.
Professionalism is assumed and evaluated over time to prompt growth to a higher
stage/level.
In practice, accountability means that all district employees have internalized NSC’s
expectations of its staff. There is personal obligation on behalf of each staff member.
For example, everyone adheres to the rules that govern the processes of our
organization: always be on time for classes, assignments, and meetings. Your
immediate supervisor’s role is to set clear, challenging but obtainable goals and
objectives as well as the support and authority it needs to accomplish them.
Understand and focus on the goals and objectives set for you and your team. You have
a right to be evaluated on your performance openly, honestly, and on a regular basis
established by the superintendent. District administrators will coach you if you ask for
help or require support in meeting any or all aspects of your job performance standards.
There is a clear outcome related to your job performance standard that directly impacts
the organization’s efficiency and ultimately student achievement.
Collaboration can be seen to exist by individuals or groups who work together across
the boundaries of their job assignment and responsibilities. There is open, frank,
recognition of problems and discussion of alternate solutions when needed. There is
group consensus. People voluntarily offer to help and support each other. Everyone
2
“owns the problem and feels responsible for its solution.” An important example is
supervision of students. If all teachers are to be in the halls to ensure that students
behave properly and get to class on time, everyone does it. It is not an individual
choice. Likewise, all adults are expected to serve as “role models for students,”
appropriate dress, speech and demeanor is what is required for certified and classified
personnel. Communication flows quickly. Phones are answered, emails and memos
are responded to and parents and students are treated with dignity.
All district employees are hired because they have specialized knowledge and skills that
contribute to the obtainment of NSC goals and objectives. They have a set of
accomplishments that will enable them to meet and exceed all district performance
expectations of them over time. The district’s investment in professional development
emphasizes the value placed on continued growth and improvement of every
individual’s skills and expertise.
In order to meet the aforementioned pillars, we assume trust of each other to meet
district goals and to comply with policies. The district has demonstrated through your
hire and assignment its trust in you.
In practice, respect means that every individual in the NSC sees himself or herself,
colleagues, students, and families as valued individuals and contributors to the
organization. Respect becomes both a verb-defining how we interact with each other in
positive reaffirming ways and a noun-a characteristic that each person possesses and
demonstrates to others. Such an environment results in everyone involved having a
sense of worth.
3
Our Collective Responsibility
Teacher
As a teacher, you are responsible and accountable for the success of your classroom
and school. To provide an environment for such, regular weekly faculty meetings will be
held at a length of no more than 90 minutes to learn content and skills, examine state
and district performance data, and evaluate action plans. Weekly lesson plans per
content area are to be individually written in collaboration with fellow teachers,
instructional coaches, and/or principal/assistant principal. Lesson plans are to be
understood by all teachers responsible for the delivery of content to maximize student
learning. Attendance, student performance, and discipline data are examples of data
that will be reviewed weekly. Additionally, your communication to parents is expected
weekly to share and gain information that will impact students’ achievement. Weekly
homework assignments are required. Voicemails and emails are to be checked twice
per day. All communication is to be free of errors.
Support Staff Member
As a support staff member, you are responsible and accountable for the success of your
classroom, school(s), and/or office(s). To provide an environment for such, attention to
detail is required. Professionalism, timeliness, and clear communication both orally and
in written form improves efficiency and productivity. Voicemails and emails are to be
checked twice per day, communication to parents and staff is to be free of errors, and
courtesy is expected at all times. Collaboration with colleagues and parents is required.
School Leader
As a school leader, you are responsible and accountable for the success of your
classrooms and school(s). To provide an environment for such, clear and relentless
focus on the district’s vision and mission is expected. Frequent, clear communication to
staff is expected. Time is protected for student and adult learning. Daily classroom
visits and feedback to teachers is required. Lesson plans of teachers are to be
reviewed weekly with written feedback provided to teachers. Timely (within 24 hours)
return of communication to parents is required. The safety and well-being of students is
a priority that does not go unattended. Written procedures and communication
protocols are to be shared with the school body and parents. All communication is to be
free of errors. Voicemails and emails are to be checked twice per day, and courtesy is
expected at all times.
District Leader
As a district leader, you are responsible and accountable for the success of your
schools and district. To provide an environment for such, clear communication and
relentless focus on the district’s vision and mission is expected. Time is protected and
valued so as to maximize productivity and ensure efficiency. Thus, meetings are to
start on time, norms are to be established and followed, and expectations of time should
be set, written and communicated. Weekly school visits and feedback to school leaders
4
and teachers is required. The safety and well-being of staff is a priority that does not go
unattended. Written procedures and communication protocols are to be shared with the
schools and parents. Collaboration among departments to achieve the district’s vision
and mission is required. All communication is to be free of errors. Voicemails are to be
checked twice per day and emails should be checked periodically throughout the day.
The Normandy Schools Collaborative employs individuals to work in instructional and
support positions for the purpose of maintaining the education organization which
serves the pupils, parents and residents of the school district. Each employee is
expected to read this handbook thoroughly in order to gain an understanding of his/her
employment. Items in the handbook that are not understood by the employee should be
discussed with the employee’s immediate supervisor.
The Normandy Schools Collaborative is an equal opportunity employer and, as required
by the Immigration Reform and Control Act, hires only American citizens and aliens who
are authorized to work in the United States. All candidates will be considered on the
basis of their merits, qualifications, and the needs of the school district. Efforts will be
made to recruit the best qualified candidate for the position and each candidate
recommended for employment shall be required to pay the cost of a criminal records
check as required by Missouri State law.
5
CLASSIFICATION OF EMPLOYEES
Employees are classified into different categories based on positions held and time
worked.
1. Support Staff will be used to designate those employees who do not require
teaching, supervisory and/or administrative certificates issued by state educational
authorities, in order to maintain their positions.
A. Full-time employees - A full-time employee is one who is employed in a
recognized job category for a minimum of thirty (30) hours weekly. Full-time
employees will be provided with employee benefits as defined in Board policy.
B. Part-time employees – A part-time employee is one who is employed by the
school district for less than thirty (30) hours weekly. Part-time employees are
those employees whose workdays are normally fewer than six hours. Employee
benefits for part time employees are modified as described in the Employee
Group Benefits table.
C. Substitute employees – A substitute employee is one who works for the district
as needed and is not eligible for district benefits.
2. Professional Staff will be used to designate those employees who require a
teaching, supervisory or administrative certificate issued by state educational
authorizes in order to maintain their position.
A. Full-time employees - A full-time employee is one who is employed in a
recognized job category for a minimum of thirty (30) hours weekly. Full-time
employees will be provided with employee benefits as defined in Board policy.
B. Part-time employees – A part-time employee is one who is employed by the
school district for less than thirty (30) hours weekly. Part-time employees are
those employees whose workdays are normally fewer than six hours. Employee
benefits for part time employees are modified as described in the Employee
Group Benefits Table.
C. Substitute employees – A substitute employee is one who works for the district
as needed and is not eligible for district benefits.
6
EMPLOYEE GROUPS
10 Month Professional
Teacher
Counselor
Librarian
Reading Interventionist
Benefits Specialist
Payroll Specialist
Human Resources Generalist/Core Data Spec.
Driver
District Parent Facilitator/Homeless Spec.
Student Information Specialist
Reproduction Printer
Technology Technician
Journeyman – Carpenter
Journeyman – Electrician
Journeyman – Plumber
Locksmith
Safety and Security Officer
Safety and Security Officer Lead
Custodian
Lead Custodian
General Maintenance (Grounds)
General Maintenance (Laborer)
Painter
Skilled Electrician
Skilled HVAC
10.5 Month Professional
Instructional Coach
12 Month Professional
Superintendent
Assistant Superintendent of Support Services
Assistant Superintendent of Administration
Director of Human Resources
Principal
Assistant Principal
Director of Early Childhood
Curriculum Coordinator
10 Month Support Staff – Full Time
Library Assistant
Teacher Assistant
Cafeteria Manager
Food Service Cook
In-School Suspension Monitor
12 Month Supervisory Support Staff
Coordinator of Facility Services
Coordinator of Food Services
Coordinator of Safety and Security
Supervisor of Custodial Services
Director of Finance
Director of Technology
Director of Athletics
Administrative Assistant to the Superintendent
10 Month Support Staff – Part Time
Food Service Cashier
Food Service Worker
10.5 Month Support Staff
Nurse
Parent Educator
Social Worker
Parent Liaison
12 Month Support Staff
Receptionist
Secretary
Registrar
Nutrition Specialist
Accounts Payable Clerk
7
PAYROLL PROCEDURES, COMPENSATION AND BENEFITS
Contracts – Professional Staff
The Joint Executive Governing Board will issue contracts for 10 month, 10.5 month, and
12 month professional staff.
The contract will identify the wages, start date, job
classification and other essential information.
Payroll Direct Deposit
All Normandy employees have the option to enroll in payroll direct deposit, in which
case, the employee’s entire net pay will be directly deposited into the checking or
savings account of the bank of their choice. A completed enrollment form (furnished
with the new employee packet) is to be submitted to Human Resources upon
employment, should the employee choose direct deposit.
Pay Periods
All employee payrolls are generated bi-weekly. A Payroll Schedule will be provided to
each employee upon employment and each returning employee at the start of each
school year.
Annual salaries will be paid in twenty-six (26) equal payments between July 1 and June
30.
A payroll check will be released only to the actual employee unless the employee
authorizes in writing that its release should be made to someone else. Identification may
be required for obtaining the employee’s payroll check.
Duty Calendars
Duty calendars will be developed annually for all categories of support staff and
professional employees. Each employee will be provided with their employee duty
calendar prior to the beginning of the new school year and is required to work each day
scheduled, unless otherwise instructed. New employees will be issued a duty calendar at
the time of employment. The district reserves the right to modify duty calendars during the
course of the year, as required by weather conditions and other unforeseen events.
Classified employees who are called into work for emergencies, or to open or close a
building during non-scheduled work days, will receive a minimum of two hours pay or the
actual amount of pay earned if greater than two hours is applicable. Employees are
required to clock in and out to confirm hours worked.
Inclement Weather Days – the district has established the below instructions for staff
reporting on red and yellow days due to inclement weather.
RED:
The district is closed to staff and students. All district schools and offices
will be closed.
8
Custodial, maintenance and security staff should report unless otherwise
advised by their supervisor.
YELLOW:
Schools are closed for students and for all staff who work less than 12
months per year.
All 12- month employees should report to work by 9 a.m.
Custodial, maintenance and security staff should report as advised by their
immediate supervisor.
Holiday Pay (Full-time 12 Month Staff Only)
To be eligible to receive pay for recognized holidays, full-time staff must be employed for
thirty-one (31) days prior to the recognized holiday. Employees will be paid their regular
rate of pay for recognized holidays provided they work the day immediately preceding and
the day immediately following a holiday.
Employees eligible to receive holiday pay will not become ineligible due to time lost by
reason of district injury, jury duty, death in immediate family or personal illness, except as
stated elsewhere. A doctor’s statement may be requested by the employer.
Holidays falling within a vacation period will not be considered as part of the vacation.
NOTE: An employee who works on a district recognized holiday will be paid for the
holiday, plus one and one-half (1 ½) times their regular rate of pay for the number of hours
worked.
Overtime
Full-time employees who work in excess of the normal 40 hour/week assignment during
any workweek will be awarded overtime pay. The calculation of overtime will be
administered per the Fair Labor Standards Act (FLSA). The Superintendent/designee
must approve all overtime “in advance”.
Overtime is paid when a full-time employee has actually worked his/her normal hours
per week. If holiday, vacation, sick leave, personal leave, dock day, etc. is recorded
during the regular work week (Sunday through Saturday), any extra hours worked will
be paid at straight time until the employee’s “normal hours per week” have been met,
then overtime will be paid for the remaining hours. If the employee substitutes in
another job category, overtime will be paid when the total hours worked is over forty
(40).
A blended rate of pay using the employee’s current rate of pay and the wage offered for
substituting will be used to compensate the employee for overtime hours. The blended
rate of pay is figured by using a weighted average (total wages / total hours) of the two
salaries for the positions the employee worked.
9
Vacation Days
Unless otherwise specified, all staff employed more than 11 months per year will be
entitled to vacation days. Such vacation is not cumulative. An employee must submit a
written request for vacation to the superintendent or designee and receive written
approval/authorization before taking vacation days. If the employee’s absence may
disrupt district operations, the superintendent or designee has discretion to deny a request
for vacation or to limit the time of year the employee may take his or her vacation.
Professional Staff receive 15 days of vacation per year.
12 Month Administrative/Supervisory Staff - Total vacation days will be based on the
number of months worked during the contract year.
Vacation days are allotted as listed below:
12 months worked = 15 days 11 months worked = 13 days 10 months worked = 12 days
9 months worked = 11 days
8 months worked = 10 days
7 months worked =
8 days
6 months worked = 7 days
5 months worked = 6 days
4 months worked = 5 days
3 months worked = 3 days
2 months worked = 2 days
1 months worked = 1 days
On July 1, vacation days will be based on the continuous service during the preceding
year.
Support Staff receive vacation at the following rate:
A. 6 months, up to but less than 1 year will earn 5 days
B. 1 year, but less than 8 years will earn 10 days
C. 8 years or more will earn 15 days
D. New employees, who begin after the start of their work calendar, will have
vacation prorated over a twelve month work year.
12 Month Support Staff with less than 1 year of service will have vacation days
prorated as listed below:
12 months worked = 5 days (July 1st – June 30th)
9 months worked = 3 days (October 1st – June 30th)
6 months worked = 2.5 days (January 1st – June 30th)
3 months worked = 1.5 days (April 1st – June 30th)
Payout of Unused Vacation
Unused vacation time will be paid to the employee if/when he or she leaves the district up
to a maximum of 15 days. Payout will occur within 30 working days of separation of
employment.
When an employee transfers from a position that earns vacation to one that does not, the
employee will be reimbursed for unused vacation within 30 working days of the date of
transfer.
10
Paid Holidays
Full time twelve month employees receive pay for the following recognized holidays:
Independence Day, Labor Day, Thanksgiving Break (2 days), Christmas Break (2 days),
New Year’s Day, Martin Luther King, Jr.’s Birthday, President’s Day, and Memorial Day.
Time Clock/Sign-In Sheets
All staff are expected to report to work at their designated times, unless otherwise
instructed by Principal or Supervisor. Staff must use the time clock and/or sign-in sheet
as instructed to report regular, and if applicable overtime hours worked. The building
Principal or designee will be in charge of maintaining and submitting timesheets and
attendance data to Payroll after an approval process is completed.
Employees may be terminated for excessive absences or tardiness. Unless authorized
by the Board or Superintendent, or otherwise authorized by law, an employee’s
absence or tardiness is considered excessive if:
1. Is for a reason not granted as paid or protected leave under Board policy.
2. Exceeds the number of days allotted by the Board for a particular leave (i.e. sick,
personal, vacation).
3. Is for a reason authorized by Board policy but exceeds five (5) days a month, 20
days in a semester or 40 days per school year.
11
BENEFITS
Health Insurance
Employees working thirty (30) hours or more per week will be eligible to participate in
Normandy Schools Collaborative insurance programs. The Board of Education shall
provide a monthly contribution toward employee only medical insurance up to the
maximum amount (insurance cap amount). The district does not provide insurance
coverage for any employee’s spouse or family. Employees who desire to elect coverage
for their families will be responsible for the costs associated with those benefits.
Employees eligible for insurance coverage have thirty days (30) from the day they begin
working to elect enrollment in benefits. Enrollments not elected when newly hired, may be
subject to enrollment during open enrollment periods as defined by carriers. Benefits will
remain in effect for the calendar year unless the employee experiences a personal status
change (i.e. life event such as birth, adoption, death, marriage, divorce, loss of spouse or
loss of spouse’s employment) or change in employment. Further information regarding
dependent insurance can be obtained from the Benefits Specialist.
All group health plans include a provision allowing persons who retire to continue their
coverage at their expense, if they receive benefits under the PSRS/PEERS Retirement
System.
Insurance Continuance
The Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985, P.L. 99-272
(April 7, 1986) is the federal health care continuation law.
COBRA requires that if an employee or other “qualified beneficiary” loses employerprovided health coverage due to termination of employment or another specified
applicable event, the group health plan must offer continued health care coverage to the
qualified beneficiary. The qualified beneficiary may purchase the coverage at the
district’s current premium rate.
Qualifying participants for COBRA are eligible for a coverage period of 18 or 36 months
from the date of the qualifying event.
At the time of initial employment, an employee shall be given his or her first COBRA
notification. Second notification and continuance of benefits is contingent upon the
employee notifying the district of a qualifying event.
Questions should be directed to the Benefits Specialist.
Workers' Compensation Insurance
Employees are covered by workers' compensation, which provides for medical, surgical
and hospital treatment and, under some conditions, compensation for loss of earnings
12
due to occupational injury/illness while performing work as an employee with Normandy
Schools Collaborative.
Should an occupational injury or occupational illness occur, the employee shall report to
his or her immediate supervisor or designee who will authorize medical attention. In the
event it is not readily determined whether or not medical attention is needed, the school
nurse should be contacted to assist the supervisor in making a decision. All
occupational injuries or occupational illnesses that occur during working hours (8:00
a.m. to 4:30 p.m.) should be reported immediately by telephone by the building
secretary or nurse to the Classified Payroll Specialist. The Classified Payroll Specialist
shall be notified within 24 hours following occupational injury or illness when either
occurs after working hours or during a weekend. The Director of Human Resources will
obtain a hand written account of the accident from the employee. The employee will
sign and date the statement.
Should medical treatment be needed, the injured employee shall be sent to Concentra
Urgent Care between the hours of 8:00 a.m. and 8:00 p.m. 7 days a week. The
building secretary or nurse will provide the Employer’s Authorization for Examination or
Treatment form that the employee should submit to Concentra Urgent Care. In the
event treatment is not, or cannot, be provided through the Concentra Urgent Care
facility, injured employees shall be sent to the emergency room of St. Mary’s Health
Center on Clayton Road or DePaul Health Center on St. Charles Rock Road. In the
event of serious injury or illness, the employee should be sent directly to the closest
emergency room. All employees injured on the job and who seek medical treatment will
be contacted by the Payroll Specialist/designee to coordinate their worker’s
compensation claim.
Liability Insurance
The district currently purchases $2,750,000 of primary liability protection plus a $1,000,000
umbrella covering all employees, student teachers, teaching assistants, and volunteers
while acting at the direction of the District. In addition, malpractice insurance coverage is
provided for all nurses. Inquiries regarding this coverage should be directed to the
Assistant Superintendent of Administration.
Deductions
Normandy Annuity Plans (403B/457)
All employees are eligible for elective deferrals immediately upon employment beginning
with their first payroll check. Employees can contribute annually up to the maximum dollar
amount limits set by the IRS. Participation is completely voluntary. The district does not
match contributions. Distribution of funds follows IRS guidelines. Participants will be
provided a Summary Plan Description for specific account and custodial fees. The OMNI
Group is the current plan TPA. Enrollment forms are provided to all new employees during
orientation, all employees during open enrollment, available online at www.normandysd.org
or by contacting the Benefits Specialist.
13
Retirement – Non-Certified Staff Employees
The State of Missouri REQUIRES all employees who work 20 or more hours per week to
enroll in the Public Education Employees Retirement System (PEERS). The Human
Resources department will give all new eligible employees a retirement form that is to be
filled out and returned to the Human Resources department at the time of employment.
The form will be forwarded to the Public Education Employees Retirement System.
Effective July 1, 2011, the retirement rate is 6.86% of gross wages plus district paid
insurance. Normandy matches the employee's contribution. Employees terminating prior
to retirement are entitled to any amount he/she has contributed plus interest earned on
that amount. Early withdrawal does not entitle the employee to any district paid retirement.
Requests for withdrawal of contributions should be sent directly to the Public Education
Employees Retirement System, P.O. Box 268, Jefferson City, MO 65102. The phone
number for the retirement system is 1-800-392-6848. The employee's retirement number
must be included in the request for withdrawal of funds. Beneficiary change forms and
name change forms can be obtained from the Benefits Specialist in the Human
Resources Department.
Retirement – Certified Staff Employees (See page six for definition)
Membership in the Public School Retirement System (PSRS) is automatic, regardless of
position, for full-time* certificated employees of:
 Public school districts in Missouri except St. Louis City and the Kansas City
district;
 Public junior college districts in Missouri; and
 The Board of Trustees of the retirement system.
Certified Support Staff Employees are required to pay 2/3 of the required PSRS
deduction plus the full social security tax deduction. The personnel department will give
all new eligible employees a retirement form that is to be filled out and returned to the
Human Resources department at the time of employment. The form will be forwarded to
the Public School Retirement System.
Effective July 1, 2011 the retirement rate is 14.50% of gross wages plus district paid
insurance. Normandy matches the employee's contribution. Employees terminating prior
to retirement are entitled to any amount he/she has contributed plus interest earned on
that amount. Early withdrawal does not entitle the employee to any district paid retirement.
*NOTE: Under the July 1, 1995 amended rule, a certified employee who serves at least
the same number of hours in the school year as is required of other regular full-time
certificated employees will receive full credit for the service, recognizing that the
14
employee must serve the complete term required of the position to receive a complete
year of PSRS credit.
An individual now serving in a position under PEERS but which would be covered by
PSRS beginning July 1, 1995 under the amended rule, may elect to stay in PEERS as
long as service is continued in the same position for the same employer.
Certificated part-time employees whose services would otherwise qualify them for
membership in the Public Education Employees Retirement System (regular
employment for at least 20 hours a week but less than full-time) may elect instead to
become members of PSRS. The election must be filed with PSRS within 90 days of
August 28, 1993 or within 90 days of first such employment after August 28, 1991,
whichever is later. Any person electing to become a PSRS member will receive pro rata
credit with PSRS for any subsequent certificated service which would otherwise be
creditable in the non-teacher system.
The terms teacher and employee are synonymous in the retirement law. Any person
covered by the system is a teacher insofar as the law is concerned.
Membership is ended by withdrawal of contributions, death, retirement, or
unemployment as described in the Member’s Handbook of the Public School
Retirement System of Missouri.
15
LEAVES
Sick Leave
Permanent Full Time and Part Time employees shall be credited sick leave on July 1,
based on the following:
 Permanent Full Time and Part Time Staff working 10 months, 10.5 months,
12 months, – 11 days frontloaded
Unused sick leave will be cumulative up to 110 leave days. Part time support staff
employees will receive this leave on a pro-rated basis. A day’s pay for sick leave is
equal to the rate of pay of an employee’s normal work day. Sick leave is to be taken in
(1/2) day or full day increments. An absence over one (1) through four (4) hours shall
be counted as a half-day of sick leave.
Absences may be charged against sick leave for the following reason:
a. Illness, injury or incapacity of the employee.
b. Illness, injury or incapacity of a member of the immediate family.
c. Illness, injury or incapacity of other relatives in those instances where it is
necessary for the employee to be with the member of his or her immediate
family during such illness.
d. Pregnancy, childbirth and adoption leave in accordance with policy.
Staff members who are ill are encouraged to stay home and promote healing and reduce
the risk of infecting others, especially during a pandemic or other significant health event.
Employees must notify their supervisors, department, and schools of their absence due to
sickness as instructed, in order to ensure sick leave pay.
Employees are required by the Board to submit a doctor’s statement attesting the illness or
incapacity and the ability to return to work after absences of five (5) or more consecutive
work days.
A district employee may not use sick leave during the period the employee receives
Worker’s Compensation for time lost to work-related incidents.
Any employee who is a member of the retirement system shall remain a member during
any period of leave under sick leave provisions of the district or under Worker’s
Compensation. The employee shall also receive creditable service credit for such leave
time if the employee makes contributions to the system equal to the amount of
contributions that he or she would have made had he or she been on active service
status.
Personal Leave
Permanent Full Time and Part Time employees shall be credited personal leave on July 1,
based on the following:
16
 Professional and Support Staff working 10 month, 10.5 month – 2 days
frontloaded
 Professional and Supervisory Staff working 12 month – 2 days frontloaded
 Support Staff working 12 month, – 2 days frontloaded
Absences may be charged for personal leave for the following reasons:
a. Tax investigation
b. Court appearances, unless applicable law requires no leave be charged to the
employee
c. Wedding, graduation or funeral
d. Observance of a religious holiday
e. Conducting personal business of such a nature that it cannot be performed on
Saturday, Sunday or before or after school/work hours, including parent-teacher
conferences
f. Leave under FMLA
g. Leave connected with duty as a volunteer firefighter, member of Missouri-1
Disaster Medical Assistance Team, Missouri Task Force One, Urban Search and
Rescue Team or activation by the Federal Emergency Management Agency
(FEMA) in times of national disaster
h. Leave for other purposes as approved by the administrator/supervisor.
Whenever possible, it is required that requests for leave will be made in writing to the
designated administrator/supervisor at least 48 hours in advance of the time the leave is
requested. In the event of an unforeseen emergency, communication should be
provided as soon as possible to the employee’s immediate supervisor. However, a 30
day notice is required by law if the leave qualifies for FMLA leave and such notice is
practical. The administrator/supervisor will respond promptly to the employee’s written
request.
A district employee may not use personal leave days during the period the employee
receives Worker’s Compensation for time lost due to work-related incidents.
Family and Medical Leave Act of 1993
Normandy Schools Collaborative complies with the Family and Medical Leave Act (FMLA)
of 1993. In addition to the leave policies already available to staff, the Family and Medical
Leave Act of 1993 (P.L. 103-3) allows eligible employees unpaid leave for certain specified
reasons, effective August 5, 1993. An employee is eligible if he or she has been
employed by the District for at least 12 months and has worked 1,250 hours during the
previous 12 months. Sick leave, personal and vacation time are required to be used during
FMLA leave. Eligible employees are entitled to a total of 12 workweeks of unpaid leave
during any fiscal year for one or more of the following reasons:
1. Birth/Care of Child: Because of the birth of a son or daughter of the employee and in
order to care for such son or daughter;
2. Adoption/Foster Care Placement: Because of the placement of a son or daughter with
the employee for adoption or foster care;
17
3. Care of Sick Spouse/Child/Parent: In order to care for the spouse, son, daughter, or
parent of the employee, if such spouse, son, daughter, or parent has a serious health
condition;
4. Personal Sick Leave: Because of a serious health condition that makes the employee
unable to perform the functions of the position of such employee;
5. Military Caregiver Leave: In order to care for a spouse, son, daughter, parent, or next
of kin of a covered service member with a serious injury or illness up to a total of 26
workweeks to care for the service member;
6. Military Qualifying Exigency Leave: In order to address qualifying exigencies arising
out of the fact that the employee’s spouse, son, daughter or parent is on active duty or
have been notified of an impending call or order to active duty, in support of a
contingency operation.
Questions Regarding Family and Medical Leave Act: The foregoing provisions
represent an overview of the Family and Medical Leave Act of 1993. Specific questions
concerning leaves of absence shall be referred to the Human Resources Director and/or
designee for personnel and resolved consistent with the provisions of the law.
Bereavement Leave
When a death occurs in an employee’s immediate family, he or she may take up to five (5)
days of leave to attend the funeral or make funeral arrangements. The district may require
verification of the need for the leave. The Board defines “immediate family” to include
spouse, parents, children, and siblings of an employee or employee’s spouse, and any
other family member residing in the home with the employee.
Jury Duty Leave
An employee will be granted paid leave for time spent responding to a summons for jury
duty, time spent participating in the jury selection process or time spent actually serving on
a jury. An employee will not be terminated, disciplined, threatened or otherwise subjected
to adverse action because of the employee’s receipt of or response to a jury summons.
The employee will receive his/her regular pay for these days.
However, such
compensation will not be due unless the employee provides the Human Resources Office
the jury duty pay warrant (check) properly endorsed for payment to the District.
Military Leave
The Board shall grant military leave as required by law. A leave of absence to perform
military duties as a member of the national guard, or of any reserve component of the
armed forces of the United States will be granted to all staff employees without loss of
time, pay, or any other benefits to which the employee is otherwise entitled to for a period
not to exceed a total of fifteen (15) calendar days in any federal fiscal year. Before any
payment of salary is made covering the period of leave, the employee shall file with the
Human Resources Office an official order from the appropriate military authority as
evidence of such duty for which military leave pay is granted. Such order shall contain the
18
certification of the employee’s commanding officer of performance of duty in accordance
with the terms of such order.
Subpoenaed Witness Leave
If the subpoena is directly related to the employee’s school duties, the employee will be
released for court appearance without loss of leave. Other court appearances will be
deducted from vacation and/or unpaid leave. Employees who are subpoenaed to serve as
a witness in court will be excused from their duties for the necessary amount of time and
will receive their salary for this period. The absence will not be charged against any of the
leave days provided by the Joint Executive Governing Board. Proper documentation is
required.
Crime Victim Leave
Any employee who is a crime victim, who witnesses a crime or who has an immediate
family member who is a crime victim will not be required to use vacation leave in order to
honor a subpoena to testify in a criminal proceeding, attend a criminal proceeding or
participate in the preparation of the criminal proceeding. Proper documentation is
required.
Misuse of Leave Days
Absence from duty without proper excuse or verification or from misuse of leave days shall
be considered grounds for disciplinary action, to include a notation in the employee's
personnel file, and may result in the deduction of the appropriate number of days' pay. A
deduction for each day's absence shall be determined in the following manner: divide the
employee's annual salary by the number of days specified in the employee's duty
calendar.
19
PERSONNEL POLICIES, PROCEDURES, RULES AND REGULATIONS
The superintendent, in consultation with his or her administrative staff, will make
assignments and transfers of staff members for the efficient operation of the schools and
offices in the district. A transfer is defined as a move from one job location, type, or
position to another. An assignment is defined as a role for the current school year. Such
transfers and assignments may be either permanent or temporary. The requests and
preferences of employees will be taken into consideration in making assignments and
transfers; however, priority must be given to the best interests of students and the district.
Within an individual school, a principal may assign staff members to tasks appropriate to
their positions and qualifications.
Health
New employees must have a physical examination completed by a licensed physician
before employment. A negative report on a tuberculin skin test or its Board approved
alternative is required before beginning work. Health Certificate forms must be completed
and returned to the Human Resources office as a component of the employment process.
Communicable Diseases
Any employee who knows or suspects that he/she is infected with a contagious or
infectious disease, shall inform his/her immediate supervisor and provide details of the
situation. If there is any likelihood of the employee transmitting the disease to other
employees or students, the supervisor is encouraged to promptly inform the
superintendent.
Each case of an employee infected with a contagious or infectious disease shall be
evaluated on an individual basis. An employee may be placed on sick leave if it is
determined that there is a likelihood of the employee transmitting the disease to others.
Pertinent federal, state and local laws will also be taken into account in connection with a
decision on the status of an employee. All personal records, which refer to an employee
having a contagious or infectious disease, shall remain strictly confidential.
Drug-Free Workplace
Student and employee safety is of paramount concern to the Normandy Joint Executive
Governing Board. In recognition of the threat to safety posed by employee use or
possession of drugs or alcohol, the Board commits itself to a continuing good-faith effort to
maintain a drug-free workplace.
Staff members will be tested for alcohol and controlled substances if the district has
reasonable suspicion that the staff member has violated this policy. In addition, staff
members who operate district transportation must submit to alcohol and drug testing as
otherwise required by law. All testing will be conducted in accordance with Board policy,
administrative procedures and law.
Any employee who violates this policy will be subject to disciplinary action which may
include suspension, termination and referral for prosecution. Employees may be required
to satisfactorily participate in rehabilitation programs.
20
Technology Usage
The activities listed below are not permitted when utilizing district network resources:









Sending or displaying offensive messages or pictures
Using obscene language
Giving personal information, such as complete name, phone number, address, or
identifiable photo, without permission from teacher and parent or legal guardian
Harassing, insulting or attacking others
Damaging or modifying computers, computer systems or computer networks
Violating copyright laws
Trespassing in others’ folders, work or files
Intentionally wasting limited resources
Employing the network for commercial purposes, financial gain, or fraud
Violations may result in a loss of access as well as other disciplinary or legal action.
Employee Assistance Program (EAP)
The Normandy Schools Collaborative provides a referral based Employee Assistance
Program (EAP). This program provides employee initial counseling to resolve personal
problems. The service is confidential – off premises. The program can help with family,
children, chemical dependency, and financial concerns. An employee can personally seek
EAP assistance and/or could be referred by their supervisor.
To access EAP services, the Director of Human Resources must be contacted. The
Human Resources office must make the initial contact with the EAP provider.
Professional Attire
All employees should report to work in business or professional attire. A clean,
professional image is important so students can identify you as a district employee. For
those categories of Support Staff who are provided uniforms, the uniform should be worn
daily. Examples of business or professional attire include suits, skirts, and slacks.
Blouses, collar shirts, and jackets are included. Unless authorized by your immediate
supervisor, i.e. spirit day attire, employees are expected to wear professional attire daily.
Meetings
All personnel employed by the district will be assigned an administrator as their immediate
supervisor. Each employee shall be responsible to his or her administrator (or to a
designated assistant) in all matters related to their job performance. The supervisor will
meet at a minimum quarterly with the employees in the building/department for the
purpose of maintaining open lines of communication by exchanging and
discussing information, ideas, and concerns. These meetings are required and will
include performance data, attendance, and other data/information that impact school and
district operations. Weekly data teams at the school and district level are required.
Evaluation
Each employee will be given an explanation of his or her duties and responsibilities and
guidance in performing them satisfactorily by his or her immediate supervisor. An
immediate supervisor, principal, or director will evaluate all support staff and professional
21
staff at least once annually prior to the time letters of continued employment and/or
contracts are normally issued. Certified teacher evaluations will be conducted by
Principals according to the following schedule:
1.
2.
3.
4.
5.
September 25th
November 6th
December 18th
February 5th
March 1st – Summative
All evaluators must conduct feedback within five days of the evaluation. The employee will
sign and date the evaluation and be provided a copy as the original will be placed in the
employee’s file. All evaluations will be submitted by March 1st to the Human Resources
Office along with an attached roster of staff included. Principals are expected to sit down
with each employee, address verbally and in writing any concerns that exist with support
staff in their building, and collaborate with support staff supervisors during their summative
evaluations. The official results of the employee evaluation will become a part of the
employee's personnel record and may be used in making decisions concerning continued
employment status and assignments. Principals are required to develop a schedule with
dates for a minimum of four observations of teachers. Principals are also responsible for
the evaluations of counselors and nurses assigned to their buildings.
Resignation
Any employee who desires to resign his or her position with the district must submit his or
her resignation in writing to the Human Resources Director at least two weeks prior to the
planned effective date of departure. If an employee resigns before completing the school
year, it will be necessary to calculate salary earned vs. salary received, Should an
employee be overpaid by the district at the time of resignation, the district will require the
employee to reimburse the district. Resignations are submitted to the Human Resources
Department only with notification in writing to an employee’s immediate supervisor. All
resignations must be approved by the Joint Executive Governing Board (JEGB).
Notification of approval must be made by the Human Resources Department and
communicated in writing to the employee.
For questions regarding the contents of this document, please contact your immediate
supervisor.
22
Dr. Charles J. Pearson, Superintendent of Schools •3855 Lucas & Hunt Rd. • St. Louis, MO 63121 • www.normandysc.org
Acknowledgement of Receipt for Employee Handbook
(Employer Copy – Detach and retain for records)
Employee Acknowledgement:
I have received, read, and reviewed the Normandy Schools Collaborative Employee
Handbook. I agree to abide by its provisions. I understand that a mutually respectful
environment in the district benefits students’ learning.
Signature of Employee
Date
Signature of Immediate Supervisor
Date
23