VIGO COUNTY SCHOOL CORPORATION TRANSPORTATION DEPARTMENT HANDBOOK

Transcription

1 VIGO COUNTY SCHOOL CORPORATION TRANSPORTATION DEPARTMENT HANDBOOK AUGUST 2017 THROUGH JULY _1

2 TABLE OF CONTENTS A. Introductory Statement 1 B. Mission Statement 1 C. Policies and Procedures 1 D. Handbook Parameters 1 E. Personnel 2 F. Route Classifications 2 G. Annual Contract 3 i Page A. Number of Driving Days 3 B. Holidays 3 C. Annual Safety Meeting 3 H. Sick Leave/Emergency Leave/Bereavement Leave 3 I. Annual Sick Leave Buyback Program 4 J. Personal Leave 5 K. Military Leave 5 L. Leave Without Pay 5 M. Fringe Benefits 6 1. Insurance 6 2. Physical Examination 9 3. Tax Sheltered Annuities 9 4. Flexible Benefit Plan Severance Pay Public Employee s Retirement Fund Death Benefits Retirees Insurance 10 N. Family and Medical Leave Act (FMLA) 11 O. Workers Compensation 11 P. PROHIBITION ON DISCRIMINATION, HARASSMENT AND OTHER EMPLOYEE OBLIGATIONS 11

3 Q. COBRA 12 R. Indiana Public Retirement System 12 Acknowledgment of Receipt and Reading of Employee Handbook _1 ii

4 VIGO COUNTY SCHOOL CORPORATION SCHOOL BUS DRIVERS/ATTENDANTS A. INTRODUCTORY STATEMENT This handbook shall be effective August 1, 2018, unless a provision otherwise specifies, and will supersede all previous handbooks. The Vigo County School Corporation believes that all employees should be aware of and support the mission statement of the Vigo County School Corporation. B. MISSION STATEMENT The Vigo County School Corporation will equip students with life long learning skills and prepare them to become productive and responsible citizens. C. POLICIES AND PROCEDURES The policies and practices, which are of major importance to the Corporation, are highlighted as follows: A.) The Corporation supports and enforces a smoke, smoking device, tobacco, and tobacco substitute free environment. This enforcement does include electronic cigarettes and tobacco substitute chewing products, such as, but not limited, to mint. If there are any questions about this enforcement policy it is incumbent upon the employee to check with his/her supervisor. B.) The Corporation supports and enforces a drug free environment. C.) The Corporation is an equal opportunity employer. D.) The Corporation attempts to provide competitive wages and benefits within the limits established in the Corporation by Federal, State and Local directives. E.) The Corporation is committed to providing fair treatment to all employees. F.) The Corporation expects all employees to provide the optimum level of service to our students, parents, staff and patrons. G.) Prohibition on Discrimination and Harassment. H.) Duty to Report Child Abuse and/or Neglect. D. HANDBOOK PARAMETERS The Transportation Handbook is not all-inclusive and is to be used in conjunction with general employee s policies and procedures established by the Vigo County School Corporation. The handbook as presented herein applies only to the Bus Drivers and Attendants. The handbook does not create a contract, express or implied, it is not all-inclusive and is to be used as a set of guidelines which the School Corporation has the discretion to interpret _1 1

5 The handbook does not alter the at-will relationship between the Vigo County School Corporation and the employee. Also, the handbook does not guarantee employment for any definite period of time to the employee. The Superintendent of the Corporation can change the handbook in writing, unilaterally at any time. E. PERSONNEL The Vigo County School Corporation Transportation Employees shall include: Regular Route Special Education Field Trips Bus Attendant F. ROUTE CLASSIFICATIONS EFFECTIVE 1. REGULAR ROUTE (Daily Rate) 2018 Class I $94.67 (51 + miles) Class II $93.62 (41 to 50 miles) Class III $92.41 (31 to 40 miles) Class IV/Substitutes $91.23 (Less than 31 miles) Class V/Bus Attendant $ SPECIAL EDUCATION CBI trip pay will be $10.00 per hour Minimum two (2) hours pay per trip. 3. ADDITIONAL PAY - ACTIVITY TRIPS Activity trip pay will be $10.00 per hour, with a minimum of 2 hours pay per trip _1 2

6 METHOD OF PAY Employees who are in their first year of employment with the School District may elect to be paid in twenty-one (21) or twenty-six (26) pays. This election must be made in writing by the end of the employee s second work day. If there is no timely election, the employee will be paid in twenty-one (21) pays. After the first year of employment an employee may elect either twenty-one (21) or twenty-six (26) pays. An employee will be paid the following year on the same basis he/she was paid the prior year unless the employee elects a different option in writing to the Business Office prior to June 1 st. G. ANNUAL CONTRACT The school year for School Bus Drivers/Attendants is 194 paid days and shall consist of the following: A. Number of driving days 182 days B. Holidays paid holidays for School Bus Drivers/Attendants are as follows: Labor Day 1 Christmas Day 1 Fall Break 2 New Year s Eve Day 1 Veteran s Day 1 New Year s Day 1 Thanksgiving 2 Memorial Day 1 These holidays shall be paid at the rate of double time if the designated holiday is worked. The following holidays are not paid holidays, but shall be paid at the rate of double time as well if worked: Good Friday 1 President s Day 1 July 4 th 1 Martin Luther King Jr. Day 1 C. Annual Safety Meeting School Bus Drivers/Attendants will be paid for mandatory attendance at an Annual Safety Meeting. H. SICK LEAVE/EMERGENCY LEAVE/BEREAVEMENT LEAVE Sick Leave School Bus Drivers/Attendants will be granted seven (7) sick leave days per year. Any unused sick leave days, including unused personal days that may be accumulated as sick leave days, may be accumulated up to and including one hundred twenty (120) days. Sick leave days over one hundred twenty (120) days will be subject to the Annual Sick Leave Buyback Program (and the Transition Buyback Program in some cases) _1 3

7 In the situation where a School Bus Driver/Attendant has another job on any particular day that the School Bus Driver/Attendant is scheduled to work and does not report to work and does work on the other outside job, the School Bus Driver/Attendant will not be eligible for any paid leave, even if eligible for leave, and that missed will be an unpaid day. Emergency Leave A School Bus Driver/Attendant shall be allowed leave of absence without loss of salary for a period not to exceed five (5) days per school year in the event of emergencies within the immediate family for an accident, illness, or confinement in a hospital, including childbirth. Immediate family is defined as follows: parent, child, brother, sister, spouse, grandchild all by blood or marriage and/or persons residing in the employee s household. These days when used, shall be deducted from the employee s sick leave and are not accumulative from year to year. Bereavement Leave Each employee shall be entitled to be absent from work without loss of compensation for a period not to exceed five (5) workdays for a death in the immediate family. The five (5) workdays shall be taken within a seven (7) calendar day period commencing, at the employee s option, either the day of death or the day immediately following death. If it is necessary for these days to be used in more than the above-specified seven (7) calendar day period, special arrangement must be approved by the Director of Human Resources. Immediate family is defined as follows: spouse, child, parent, brother, sister, grandchild all by blood or marriage; also any other person who, at the time of death, was living as a member of the household of the employee. For extended family members: grandparent, aunt, uncle, niece, nephew, one (1) day of bereavement leave will be granted when requested. Before the employee may utilize unpaid leave the employee must utilize all of the employee s sick and personal leave entitlement. I. ANNUAL SICK LEAVE BUYBACK PROGRAM Bus drivers who have sick days, including personal leave days accumulated as sick leave days, in excess of one hundred twenty (120) days at the end of the year will have those additional days that accumulated during the year bought back at the employee s current per diem rate in effect at the end of such year. This contribution will be contributed by the School Corporation to the employee s 401(a) plan account before the July 31 st following the respective year of any annual buyback. This annual buyback will be in addition to any benefits that an employee may qualify for pursuant to the Transition Buyback Program. Notwithstanding the foregoing, the number of sick leave days bought back shall be limited in order that the accumulated sick leave days at the end of a year are not reduced below one hundred twenty (120) sick leave days. Furthermore, the _1 4

8 annual buyback shall be limited in such manner as is necessary as not to exceed the annual limitations on contributions to an employee s 401(a) plan account as established in the Internal Revenue Code. J. PERSONAL LEAVE Two (2) personal leave days shall be granted per year without loss of compensation. Those employees with fifteen (15) years of service with the Vigo County School Corporation shall be granted three (3) personal leave days per year. Unused personal leave days shall be accumulated as personal leave days for the following school year up to a maximum total of five (5) regular paid personal leave days for any school year. Unused personal leave days beyond the five (5) accumulated shall accrue as sick leave. School Bus Drivers/Attendants with perfect attendance for a school year shall have their annual personal leave days cashed out at their regular rate. There will be two (2) categories of personal leave: restricted and unrestricted. Unrestricted Personal Leave When unrestricted personal leave is used, no reason shall normally be given for the use of such days other than personal business. A request in writing and approved by the Assistant Director of Transportation shall be filed in advance of the requested personal day. Restricted Personal Leave Personal leave shall not be used to extend vacation periods. Vacation periods include the first and last calendar week of school, and the day before and the day after school holidays or break periods. When a Bus Driver/Attendant wishes to take personal leave to extend vacation periods, two (2) personal leave days shall be debited for each day absent. If a Bus Driver/Attendant desires to be absent to participate in an activity that extends a vacation period, the scheduling of which is beyond his/her control, the driver/attendant may petition the Director of Human Resources for a waiver of the two-for-one penalty. K. MILITARY LEAVE Leave of absence for military service will be granted at the discretion of the Board of School Trustees, provided such request for leave of absence is accompanied by military orders for action by the Board of School Trustees. L. LEAVE WITHOUT PAY Requests for days off with loss of pay must be in writing, dated and signed, when possible two (2) weeks in advance of the requested day. All requests must be _1 5

9 approved by the Director of Facility Support and Transportation. Leave without pay in excess of ten (10) days per school year must be approved by the Director of Human Resources and driver may face reassignment. M. FRINGE BENEFITS 1. Insurance Eligibility Eligible employees scheduled to work seventeen and one-half (17.5) hours per week may participate in the Vigo County School Corporation Group Insurance Program upon payment of one dollar ($1.00) via payroll deduction. The Group Insurance Program will consist of the following provisions in accordance with the closed enrollment guidelines: a. Life Insurance b. Long Term Disability Effective January 1, 2014 employees covered by this handbook will be eligible for enrollment in the School District s group health insurance plan only if an employee meets either of the following two (2) eligibility criteria: 1. Was enrolled in the group health insurance plan immediately prior to January 1, 2014 and has continually stayed enrolled in the plan (Grandfathered); or 2. has a scheduled average work week over the employee s entire work year of thirty (30) or more hours including all eligible non-work breaks. This eligibility determination of average weekly hours will be calculated on the eligible includable non-work days (generally all breaks except summer break). If an employee is a grandfathered health insurance plan participant and loses or terminates coverage for any reason that employee will no longer be grandfathered or be eligible for coverage on the basis of his/her grandfathered status. Bus drivers may have varying hours worked. Certain insurance policies have an active at-work requirement of a certain minimum number of hours per week. Notwithstanding the language of this handbook, the right to coverage and/or benefits will be governed by the actual hours worked and the requirements set forth in the insurance policies or plans _1 6

10 Life Insurance The School Corporation will provide, upon enrollment, a basic fifty thousand dollar ($50,000) term life insurance policy for all eligible School Bus Drivers/Attendants. Medical Insurance Effective with January 1, 2018, the Board will make the following contributions per month: PPO Board Contribution Tier Monthly Annually Employee Only $ $3, Employee/Children $ $6, Employee/Spouse $ $6, Family $ $10, HDHP #1 Board Contribution Tier Monthly Annually Employee Only $ $3, Employee/Children $ $5, Employee/Spouse $ $6, Family $ $9, HDHP #2 Board Contribution Tier Monthly Annually Employee Only $ $4, Employee/Children $ $4, Employee/Spouse $ $4, Family $ $7, When two employees are married and elect the Employee/Dependents insurance, the VCSC will allow the maximum of the Employee/Children+Employee/Only board share of their eligible group. HSA Employer Contribution The School District will deposit the following one-time deposit on or before February 1 st into the teacher s Health Savings Account: _1 7

11 Long-Term Disability Insurance Tier HDHP #1 HDHP #2 Single $750 $750 Other Tiers $1,750 $1,750 The Corporation will provide for and pay the full premium for each eligible School Bus Driver/Attendant of the Corporation s Long Term Disability Insurance. If you do not participate in the Health Plan, the following benefits are available to you at the cost of $1.00 annually: LIFE INSURANCE $50,000 LONG TERM DISABILITY Effective January 1, 2014 employees covered by this handbook will be eligible for enrollment in the School District s group health insurance plan only if an employee meets either of the following two (2) eligibility criteria: 1. Was enrolled in the group health insurance plan immediately prior to January 1, 2014 and has continually stayed enrolled in the plan (Grandfathered); or 2. has a scheduled average work week over the employee s entire work year of thirty (30) or more hours including all eligible non-work breaks. This eligibility determination of average weekly hours will be calculated on the eligible includable non-work days (generally all breaks except summer break). If an employee is a grandfathered health insurance plan participant and loses or terminates coverage for any reason that employee will no longer be grandfathered or be eligible for coverage on the basis of his/her grandfathered status. Optional Supplemental Life Insurance Optional Supplemental Term Life insurance for employee only of $50,000 may be purchased at the employee s expense at the same rate as paid by the School Corporation. Handbook Subordinate to Language of Insurance Policy or Plan The benefits stated in this handbook are subject to the provisions of the specific insurance plan or policy _1 8

12 Leave of Absence Subject to the coverage eligibility of health insurance provided by this plan and the coverage eligibility otherwise provided for the other insurance, bus drivers have the rights under this section. Section 125 Provisions Provisions of Section 125 of the Internal Revenue Code (Cafeteria Plan) shall be implemented and offered to all Bus Drivers/Attendants. Tax benefits offered will include: 1. Employee Paid Premiums for insurance programs. 2. Unreimbursed Medical Care 3. Dependent Care 4. Program administrative costs The administrative costs of these programs shall be paid by the employee. 2. Physical Examination The Board will designate a provider to give an examination for School Bus Drivers/Attendants. Such examinations will coincide with the driver s license renewal. An exam given by the designated provider will be done at Board expense. Drivers/Attendants who have attained the age of seventy (70) years shall be required to have a physical examination annually. This will also be done by the designated provider at Board expense. 3. Tax Sheltered Annuities All transportation personnel are eligible to enroll in payroll deduction for tax sheltered annuities. The Vigo County School Corporation shall provide a matching contribution of up to $ per participating employee. Effective with the 2015 calendar year, if an employee severs employment prior to the end of the contribution year, the School Corporation will make the following contribution at employment separation: a) If the employee leaves after December 1 st then the School Corporation will make one-half (1/2) the annual contribution. b) If the employee leaves on or after May 1 st then the School Corporation will make a one hundred percent (100%) contribution. These contributions will be deposited in the employee s account thirty (30) days from the employee s last day of work _1 9

13 4. Flexible Benefit Plan The Board will make the Vigo County School Corporation Flexible Benefit Plan available to School Bus Drivers/Attendants. 5. Severance Pay School Bus Drivers/Attendants who have attained age fifty (50) and who have, at least, fifteen (15) years of service with the Corporation, School Bus Drivers/Attendants who have attained age fifty-five (55) and who have, at least, ten (10) years of service with the Corporation, and School Bus Drivers/Attendants who have attained age sixty-two (62) and who have, at least, five (5) years of service with the Corporation shall be paid, Fifty dollars ($50) per year of service upon their retirement, and up to 120 days of accumulated sick leave days. Sick leave days in excess of 120 at severance will be paid at the severance rate (per diem rate in effect at severance) and deposited to the employee s 401(a) account. In the event of disability at any age, School Bus Drivers/Attendants who have, at least, five (5) years of service with the Corporation shall be paid at their per diem rate for a maximum of 120 of their unused accumulated sick leave days times ninety-five percent (95%). Unused sick leave days above the 120 maximum will be paid pursuant to the Annual Sick Leave Buyback Program (and the Transition Buyback Program in some cases). If an employee terminates employment other than at the end of the July 1 st through June 30th period, then the amount of sick leave days from the current year s annual sick leave entitlement will be prorated by the number of paid days as to scheduled work days during this annual period for the calculation of the number of days to be paid. This prorated amount would be in addition to any pay for previously accumulated sick days. Any maximum will still be applicable to these calculations. 6. Public Employee s Retirement Fund All eligible classified employees of the Vigo County School Corporation must become a member of the Public Employee s Retirement Fund upon employment. Eligibility and other administrative rules governing this program are established by the P.E.R.F. Board at the state level. The Vigo County School Corporation and its employees will abide by all rules and regulations pertaining to this program. 7. Death Benefits The severance entitlement will be paid to their personal representative of decedent s estate or to the person or persons entitled to any sum under the law. 8. Retirees Insurance Retirees, retiring prior to Medicare eligibility and meeting the severance pay eligibility requirement, may continue to be a part of the Corporation s group _1 10

14 insurance program until the earlier of Medicare eligibility or one hundred twenty (120) months, to the extent that they participated during their last year of employment. The Board shall make no allowance toward the premiums of School BusDrivers/Attendants upon retirement. Additionally those retirees who meet the requirements of IC (e) & (f) may, by written notice within ninety (90) calendar days of the last day of work enroll in the School Corporation s Group Health Insurance Program at the retiree s own cost. N. FAMILY AND MEDICAL LEAVE ACT (F.M.L.A.) The Family Medical Leave Act of 1993, requires employers to provide up to twelve (12) weeks of unpaid, job protected leave to eligible employees for certain family and medical reasons. Employees are eligible if they have worked for an employer for at least one (1) year and for one thousand two hundred fifty (1,250) hours over the previous twelve (12) months, and if there are at least fifty (50) employee s within seventy-five (75) miles. The leave may be taken for: birth or adoption of the employee s child or placement of a foster child; for the serious illness of the employee s child, spouse or parent; or for the employee s own disabling illness. During the leave period, the employer must continue the employee s health coverage (if applicable), under the same conditions (deductions) as during active employment. The employee may be required to provide advanced notice and medical certification and/or a return to work certification to the Director of Human Resources. Leave requests may be denied if requirements are not met. The employee may choose to utilize paid leave during FMLA leave. O. WORKERS COMPENSATION Under the Workers Compensation Act of the State of Indiana, any employee who is injured while at work must report the injury to their immediate supervisor or designated representative. P. PROHIBITION ON DISCRIMINATION, HARASSMENT AND OTHER EMPLOYEE OBLIGATIONS It is the policy of the Vigo County School Corporation to maintain a learning and working environment that is free from any harassment. It shall be a violation of this policy for any employee of the Vigo County School Corporation to harass another employee or student through unwelcome conduct or communications of any nature as defined in the Vigo County School Corporation Policy GBCC. It shall also be a violation of Policy JF for any student to harass another student or an employee of the Vigo County School Corporation through unwelcome conduct or communication of any nature as defined in the Vigo County School Corporation Policy. The use of the term employee also includes non-employees and volunteers who work subject to the control of school authorities _1 11

15 As of July 1, 2017, IC now requires the school employee to immediately report suspected child abuse or neglect to the Department of Child Services (DCS) or to a local law enforcement agency, and then notify the principal or the principal s designee that a report has been made. This obligation to report is to make an immediate report. Such obligation to report is regardless of the time of day or night. There must be an immediate report without any delay. All employees understand that they must comply and be in compliance with all Board of School Trustees Policies. Q. COBRA The Consolidated Omnibus Budget Reconciliation Act of 1985 requires the employer with over twenty (20) employees to offer continuation of medical coverage (if applicable) to qualified beneficiaries that lose coverage as a result of a qualifying event. A qualifying event is termination from employment (voluntary or involuntary); reduction in hours; death or divorce and dependent child becomes ineligible. The cost of continuing your medical coverage (if applicable) is available at the Employee Benefits office. R. Indiana Public Retirement System All eligible Transportation Department employees must become members of the Indiana Public Retirement System ( INPRS ) upon employment. Eligibility and other administrative rules governing this program are established by the INPRS Board at the state level. The Vigo County School Corporation and its employees will abide by all rules and regulations pertaining to this program. Complete INPRS information will be made available to members upon request. All eligible employees enrolled in the INPRS will pay an amount equal to three percent (3%) of their earnings to the INPRS _1 12

16 Acknowledgment of Receipt and Reading of Transportation Employee Handbook 2018 I have received a copy of the Vigo County School Corporation Transportation Employee Handbook outlining the responsibilities as an employee and the responsibilities of the Corporation. I have read the information contained in this handbook and my Supervisor has explained it to me. If I have any questions, I should contact the Director of Human Resources. I understand that the Transportation Employee Handbook is not an employment contract, but does provide the organizational employment policies and procedures by which I am governed. I agree to comply with the guidelines, policies, and procedures of the Vigo County School Corporation. I understand my employment and compensation can be terminated at the option of either myself or the Vigo County School Corporation at any time. Any change in my at will status will only be effective if there is a written agreement signed by the Superintendent of the Vigo County School Corporation. Employee Printed Name Signature of Employee Date Signature of Supervisor Date _1 13