Support Staff Handbook

From time to time, situations arise due to illness or personal/family emergency that causes an employee to miss work. As an employer, CPCSC asks that employees notify their supervisor of an absence in a timely manner, and as soon as possible. An employee who is absent due to illness for three (3) consecutive days may be required to provide written verification from a healthcare provider.

Excessive absences from work can affect our ability to meet the needs of our operation as well as creating additional work for your fellow employees. Excessive absences (other than for circumstances covered by the Family and Medical Leave Act or emergency medical care) may result in appropriate disciplinary action up to and including termination.

In order to preserve and maintain effective operations, employees of CPCSC should be present and ready to work by their assigned starting time. Excessive tardiness can be cause for appropriate disciplinary action up to and including termination.

We work in an environment where the confidentiality of information regarding our students and employees must be preserved. Medical information, student progress reports, etc. is shared with employees on a "right to know" basis. Any information regarding students or fellow employees should always be considered strictly confidential. Please refrain from discussing confidential matters with other employees or in places where such information can be overheard by unintended parties. The reproduction of written materials or accessing of unauthorized computer or electronic records is also forbidden.

Employee home phone numbers and addresses provided by the School Corporation should always be kept confidential and should not be shared with any person outside the School Corporation.

An employee should exercise the utmost good faith in all transactions relating to his/her duties. The employee is held to a strict rule of honest and fair dealings with the School Corporation and its suppliers. An employee shall not use his/her position, or knowledge gained there from, so that a conflict arises between the School Corporation's interest and that of the employee.

Crown Point Community School Corporation respects the right of employees to engage in outside activities which are private in nature as long as these activities do not conflict with the interest of the School Corporation or reflect adversely upon it, or deprive the corporation of the full measure of the employee's working time, attention to assigned duties, and loyalty.

The School Corporation, including all of its buildings, grounds and vehicles, is smoke-free. Employees are not permitted to smoke or use tobacco while on school property. The use of tobacco includes cigar, cigarette, pipe, snuff or any other matter or substance that contains tobacco, as well as electronic, "vapor'' or other substitute forms of cigarettes.

All employees are asked to help monitor the "no smoking" policy. If someone is observed smoking on campus, employees should politely request that the smoker extinguish the cigarette, pipe, cigar or vape. It is the responsibility of all employees to maintain a healthy and safe smoke-free environment.

The School Corporation is committed to providing a safe and healthy work place that enables employees to perform at their most productive levels. Drug and alcohol abuse in the workplace is a threat to the safety and health of our employees and jeopardizes the efficiency of our operations and the quality of our products.

Employees and volunteers serving the School Corporation are prohibited from unlawfully manufacturing, distributing, dispensing, possessing or using a controlled substance or alcoholic beverage while 1) at any school premises or site; 2) in any vehicle used for school business or functions; 3) off school property at any school-sponsored or approved event, activity or function where students are under the jurisdiction of the School Corporation; or 4) otherwise engaged in school business.

As a matter of general practice, the School Corporation will employ the procedures stated in these policies; however, it reserves the right to take a different course of action where warranted by particular circumstances or conduct.

Those found to be in violation of School Corporation policy for use of a controlled substance, and who have not previously been found in violation of these policies may be offered the opportunity or requested to participate in an assistance or rehabilitation program approved by the School Corporation in lieu of or in combination with disciplinary action.

Those who fail to successfully complete such a program or are found to be in violation of policy on other grounds listed above, are subject to disciplinary action, including up to discharge. Any such disciplinary action shall be taken in compliance with Indiana and Federal laws.

Employees are expected to exercise care in their use of School Corporation property and to use such property only for authorized purposes. Negligence or carelessness in the use of School Corporation property may result in appropriate disciplinary action.

Telephones, computers, digital devices, and fax machines serve as important tools and need to be used for official business. Personal calls should be kept to a minimum.

 

The School Corporation strives to present a friendly yet professional environment for our employees. Should an employee dress in a manner that is offensive or inappropriate, the employee may be sent home (without pay) to change clothes.

Organizations need regulations to govern the conduct of employees, maintain smooth operations, and provide general direction. Crown Point Community School Corporation is no exception. These rules, enacted to help maintain safe and desirable working conditions for everyone, are posted for general information.

An employee's supervisor should complete a written report of any improper action.

Crown Point Community School Corporation reserves the right to take action up to and including immediate discharge of at-will employees when, in its opinion, such action is necessary to protect the well-being of Crown Point Community School Corporation or its employees.

It is impractical to attempt to list all types of misconduct that may result in disciplinary action; therefore, the following are only basic guidelines:

Crown Point Community School Corporation expects proper procedures and actions of its employees. These include, but are not limited to:

• being on time;
• showing respect to co-workers, supervisors and visitors;
• reporting personal injuries;
• following normal daily procedures;
• notifying one's supervisor in advance of any tardiness or absence;
• being under the influence of alcohol or deliberate abuse of prescription or illegal drugs;
• refusal to follow directions from one's supervisor;
• disorderly conduct;
• a pattern of negligence in carrying out assigned duties;
• threatening or intimidating another employee;
• concealing defective work;
• deliberate damage of property;
• a violation of School Board Policy, Indiana or Federal law;
• actions that endanger the health and welfare of a child or another employee;
• deliberate negligence in carrying out one's job responsibilities;
• the use of physical force against another individual;
• theft, willful tampering with equipment or computer programs;
• gross insubordination, falsification of records - including time cards;
• unreported absence for three (3) days;
• possession of illegal drugs and alcohol;
• physical or sexual assault or abuse; or
• any other extremely serious action.

When an employee does not abide by these regulations, the employee will be notified that his or her behavior, or lack thereof, is not in accordance with Crown Point Community School Corporation policy.

Violations could lead to disciplinary action including suspension and termination.

When an employee commits an action that is deemed inexcusable, that employee may be subject to immediate dismissal.

The foregoing listing of causes for disciplinary action does not preclude the Crown Point Community School Corporation from disciplining employees for reasons not specifically listed.

Support staff members shall maintain a standard of care for the supervision, control, and protection of students commensurate with their assigned duties and responsibilities and are expected to establish and maintain professional staff/student boundaries that are consistent with their legal, professional and ethical duty of care for students. These include, but are not limited to:

• Immediately report to a building administrator any accident, safety hazard, or other potentially harmful condition or situation.
• Immediately report any threats of violence by students.
• Alert the building administrator to acts by student that may be perceived as bullying
• Do not send student on personal errands.
• Do not transport student in private vehicles.
• Do not associate or fraternize with students at any time in a manner that may give the appearance of impropriety.
• If a student approaches a staff member to seek advice or to ask questions regarding a personal problem the staff member may attempt to assist by facilitating contact with a certified or licensed individual in the corporation.
• Do not leave students unattended.
• Should accompany students wherever they are assigned and remain with them until supervision is assumed by another responsible person.
• Should organize materials and equipment so as to minimize danger of injury to students or self.
• Staff shall not access social media for personal use on the Corporation's network.
• Staff shall not communicate with students via social media.
• Staff shall not post pictures of corporation employees or tag corporation employees.

Indiana is a mandatory report state which requires all citizens who suspect child abuse to report to the Department of Child Services. Each staff member shall be responsible for reporting immediately every case, whether ascertained or suspected, of abuse, abandonment, cruelty, or neglect resulting in physical or mental injury to a student by other than accidental means. The staff member or appropriate administrator, in the presence of the staff member if possible, shall immediately call the local child protection agency or the local law enforcement agency.

Department of Child Services Hotline: 800-840-8757

During the course of his/her employment with the School Corporation, each support staff employee shall be required to report his/her arrest or the filing of criminal charges against the employee; and conviction of criminal charges to the Superintendent within two (2) business days of the occurrence. The Superintendent shall obtain a review of each reported conviction and shall recommend appropriate action to the Board considering the risk to members of the school community presented by the continued employment of the convicted employee.

Crown Point Community School Corporation maintains a personnel file on each employee. The file contains employee work applications, time-off requests, memos acknowledging promotions, letters of commendation and disciplinary action forms. Employees may review their file by contacting the Human Resources Department during regular office hours.

To ensure that personnel files are current at all times, employees should notify the Human Resources Department of any changes in name, telephone number, home address, marital status, number of dependents, beneficiary designations, scholastic achievements and emergency contact information.

 

When an employee believes that he or she has not been treated fairly, that a policy has not been administered properly, or when a problem has gone unaddressed, the employee may use the following steps to seek resolution or explanation of the problem:

Step 1- Matters should generally be addressed first with one's supervisor. If the matter remains unresolved, or if the employee feels uncomfortable in addressing the matter with his/her supervisor, the employee may take that concern to the next step in the resolution process.

Step 2- If the employee is not satisfied with the disposition of the matter in Step I, the employee should request, in writing, a meeting with either his/her department director or building principal. The employee should include in the written request, a brief description of the problem/situation. The building principal or department director will provide a response to the employee's concerns.

Full time, 12 month employees are provided with vacation time. Vacation may be taken in one­ half or full-day increments.  Employees are permitted to take their vacation with the approval of their supervisor. Unused vacation up to a maximum of five (5) days may automatically be carried over annually. No more than five (5) days may ever be carried over.

After the first year of using earned vacation days, each employee shall be entitled to twelve (12) days vacation per year up to and including five (5) years of experience. For years six (6) through ten (10), each employee shall be entitled to eighteen (18) days vacation up to and including ten (10) years experience.  After ten (10) years of experience, employees are entitled to twenty-four (24) days vacation. Partial years of service are counted as follows: a start date of January through June - no credit; July through December - full year credit.

Vacation days shall be earned monthly, based on date of hire and years of service. Vacation day earnings shall begin after the completion of your first full pay cycle.

All full time 12 month and full time 9-10-11 month employees receive personal leave days; the specific number of which is addressed in the pay group appendix section of this handbook.

Personal leave may be used for the transaction of personal business or for other matters that conflict with one's ability to be at work. Employees are asked to request a personal leave day at least one day in advance whenever possible.

• 12 Month Employees 3 days per year
• Instructional Support/Nurses 3 days per year
• 9-10-11 Month Employees 2 days per year

Unused personal leave will be added to an employee's accumulated sick leave at the end of each fiscal year (June 30).

The School Corporation observes a number of paid holidays during the course of the year. The eligibility and number of holidays depends on the employee's classification. The actual schedule of holidays for your classification may be found in the pay group appendix section of this handbook.

• 12 Month Employees 13 paid holidays per year
• 9-10-11 Month Employees 5 paid holidays per year
• Corporation aides 4 paid holidays per year

When a holiday falls on a Saturday, that holiday is generally observed on the preceding Friday. When a holiday occurs on a Sunday, the holiday is normally observed on the following Monday.

In order for an Employee to receive pay for a holiday, if there was an unpaid day prior to the holiday, employees must receive prior approval from their immediate supervisor/administrator for any days to be considered unpaid prior to taking an unpaid day.

Jury duty is a matter of civic responsibility. The School Corporation will pay the difference between the employee's daily pay and the daily juror fee ensuring no loss in pay. Employees may be required to provide proof of both service and remuneration.

Employees who are subpoenaed to court as a witness in a legal proceeding not involving the School Corporation will be excused from work and may use personal leave, vacation or take a day without pay to attend any legal proceeding. Employees are asked to notify their supervisor as soon as possible of any court date, along with a copy of a subpoena or attorney letter requesting their appearance.

 

Employees who are members of the military reserves or the National Guard and are called to active duty or required military training will receive a leave of absence without pay upon written request.

 

Employees whose spouse, child, biological grandchild, or sibling is called to active military duty may request unpaid leave up to 10 working days per year as provided by REA 1092. The employee must have been employed for 12 months and worked 1500 hours in the immediate previous 12 months in order to be eligible to take the leave. The leave may be taken during one or more of the following periods: during the 30 days before the active duty orders are in effect; when the person is on leave while the active duty order is in effect; or during the 30 day period after the active duty orders ended.

Employees must give at least 30 days notice of the leave unless the active duty orders are issued less than 30 days before the leave is to begin. A copy of the active duty orders must be included with the employee's request if such orders are available.

Paid days other than sick days or medical leave days may be used for this leave if the employer agrees that such days may be used for the leave. The employee's health insurance is to continue during the leave with the employee being responsible for payment of the premium. Upon return to work after the leave, the employee is entitled to be returned to his or her prior position or an equivalent one.

If an employee has exhausted all their allotted leave days and they miss work their time will be recorded as unpaid. Unpaid days should be reported to the supervisor. If more than one unpaid day is recorded the leave should be documented with a doctor's note.

Failure to report to work is grounds for dismissal. Unpaid days represent a failure to report to work. Continued use or abuse of dock days may be considered grounds for dismissal or non­ renewal of contract when a contract exists.

The Crown Point Community School Corporation understands the grief and emotional strain caused by the loss of a loved one. All full-time employees (work more than 32 hours per week or are employed as a bus driver or full-time nurse) are entitled to miss a maximum of five consecutive work days with full pay and at no loss to any other type of leave should a death of an immediate family member occur. Generally, the bereavement leave will begin on the day following the death unless otherwise authorized by the Human Resources Department.

Immediate family shall be defined as parent or guardian, brother, sister, child, spouse, son-in-law, daughter-in-law, parent-in-law, brother-in-law, sister-in-law, grandparents, grandchildren, grandchildren-in-law or dependents who reside in the household of the employee.

In case of the death of other family members who are not within the definition of immediate family as above, one-day leave may be granted for attendance at the funeral. An obituary or statement from the funeral home may be requested.

The school corporation provides for sick days (except corporation aides and part-time food service employees hired after July I, 2000) for an employee to use when they are unable to work due to their own illoess. Employees are asked to notify their supervisor as soon as possible.

The number of sick days provided depends on the employee's classification which may be found in the pay group appendix section of this handbook.

• 12 Month Employees 10 days per year
• Instructional Support/Nurses 10 days per year
• 9-10-11 Month Employees 8 days per year
• Corporation aides 5 days per year

An employee who is absent due to illness for more than three (3) consecutive days or the supervisor believes there is a valid reason for the request may be required to provide written verification from a health care provider.

The school corporation provides for family illness day that are to be used when an employee is unable to work due to the illness of a child, spouse or parent. The number of family illness days provided depends on the employee's classification which may be found in the pay group appendix section of this handbook. Family illness days do not accumulate.

• 12 Month Employees 2 days per year
• Instructional Support/Nurses 2 days per year
• 9-10-11 Month Employees 1 day per year

If the family illness days provided are not sufficient, the employee may request to use an unlimited number of sick days with approval.

 

In accordance with the Family and Medical Leave Act of 1993, unpaid leaves of absence for up to twelve (12) weeks may be requested by those employees working more than 1,250 hours in a calendar year for the following reasons:

• Birth of a child of the employee (mother or father)
• Adoption of a child or the placement of a foster child
• Care for a spouse, child or parent who has a serious health condition which requires care by a medical provider for three or more days
• Employee's own serious health condition that requires care by a medical provider for three or more days

Medical leave is unpaid leave unless the employee has unused sick time which will not be counted as part of the twelve (12) weeks of leave. Medical insurance benefits (medical, dental and vision) during this leave are provided for at the same rate/cost as is normally provided to the employee during regular work periods.

The amount and/or availability of family or medical leave will be calculated by counting back twelve months from the date leave is requested or the date CPCSC determines that you are eligible for family or medical leave.

You are entitled to twelve (12) weeks unpaid leave during that twelve-month period. The twelve weeks of leave may be taken in one block or intermittently during that time. Intermittent leave must be taken in ¼ days. Please see the Human Resources Department for further details.

Employees who work less than 1250 hours per year are not covered under the federal Family and Medical Leave Act.

After exhausting all other leave, should the need arise, support staff employees may request additional medical, or disability leave of absence until the beginning of the new school year. request from their position with the Crown Point Community School Corporation. All leave is subject to approval by the Superintendent and School Board of Trustees. A physician's statement verifying the medical problem or disability must be submitted at the time of application. The corporation reserves the right to require an independent medical evaluation by a physician of mutual agreement Applications for the leave shall be made no later than ten (10) calendar days prior to the effective date of the leave, except in case of medical emergency or chronic medical problems. The application must state the beginning and expected return date from the leave.

Once the employee is prepared to return to work, a licensed physician's statement indicating that the employee's health is satisfactory for return to active service, will be required from the employee.

The Crown Point Community School Corporation reserves the right to require a second medical physical at the corporation's expense if there is a question about the employee's ability to perform the duties of his/her position.

Once approved, this leave of absence is an unpaid wage and benefit leave. The employee is solely responsible for total payment of benefit premiums as follows:

•   Total Premium Cost: Full payment of premiums for health, dental, vision, life insurance and long-term disability

•   Timely Payment of Premiums: Payment is due to the Business Office by the first of each month you are on leave.

Cancellation of benefits may occur upon the default of premium payments. Should cancellation occur, the employee must reapply for enrollment. There is no guarantee that the insurance provider will approve re-enrollment.

When an employee transfers from one department to another, he/she remains as an employee of the Crown Point Community School Corporation. As such, the benefit days earned (except holidays) transfer from the old position to the new position as long as the benefit is available to the employee in the new position. Benefits such as sick time and personal days will be calculated in hours and rounded off to the nearest number of half days.

For example, an employee that transfers from a position in which sick time was earned to another position in which sick time is provided, will have his/her sick time pro-rated by the number of hours accumulated.

Conversely, an employee transferring from a position that receives sick pay to a position that does not provide sick pay, loses his/her sick time earned.

Please contact the Human Resources Department for further clarification.

Health insurance is afforded to full-time employees (over 32 hours per week) or employed as a bus driver or a full-time nurse unless the position has been excluded from this benefit. Eligibility and cost vary depending on the employee's status. Please refer to the appendix section of this handbook for further information.

In the event two eligible employees are married and both are covered by group health insurance specified in this Agreement, then the employee contribution will be one (1) dollar for the full family plan (if the couple is participating in the Full Family Plan) or Employee & Spouse plan (if the couple is participating in the Employee & Spouse plan)

The School Corporation provides an excellent program of medical, dental and vision insurance to its eligible employees. Employee health care insurance costs may be deducted on a pre-tax basis, which results in a saving to the employee. Since policy coverage, network providers and deductions are subject to change, please consult the summary plan descriptions for each insurance provider or contact the Business Office for further information.

A $25,000 life insurance benefit is provided free of charge to all full-time (over 32 hours per week or employed as a bus driver or a full-time nurse) employees of the School Corporation except aides. A $40,000 life insurance benefit is provided free of charge for computer managers.

Full-time employees may enroll in the corporation disability plan. This plan will pay a portion of their wages while disabled. Employees may only enroll for this benefit at the time of hire.

School employees may purchase a number of other insurance policies offered through an independent provider. These policies provide coverage for a number of circumstances including catastrophic illness and short-term disability. This additional coverage may be paid for through payroll deduction.

From time to time, situations arise where an employee or an employee's family member may need counseling, someone to talk to or other assistance when faced with a personal problem. Assistance is available to all employees (and their immediate family members) through the School Corporation's Employee Assistance Program (EAP). All contacts to the program are confidential. Problem assessment and counseling are among the many services provided.

EAP can be contacted at (219) 662-3730 or 800-747-7262 or check with Human Resources for further information.

The School Corporation contributes an amount equal to 3% of the employee's earnings to the Indiana Public Employee's Retirement Fund for all full-time employees (over 32-hours per week or employed as a bus driver or a full-time nurse) unless otherwise noted.

Retirement Eligibility: Employees who have attained age 65 and have at least 10 years of service, age 60 and 15 years of service, or when the rule of 85 applies (at least age 55 and age plus years of service equals 85), are eligible for full retirement benefits.

Employees who are between the ages of 50 and 60 years of age and have at least 15 years of service are eligible for early retirement with reduced pension benefits.

Withdrawal of Funds: Employees who leave employment of the School Corporation may withdraw all contributions plus any accrued interest upon application to PERF.

Please contact the Business Office for further information.

All employees may place a portion of their earnings into a 403b. This benefit provides an excellent opportunity for employees to set aside funds on a pre-tax basis for their retirement. Please see the Business Office for more information.

All School Corporation employees may participate in the Federal Teacher's Credit Union. The Credit Union offers a variety of banking services. Employees may elect to directly deposit a portion of their paycheck into their Credit Union account(s).

This benefit allows employees the opportunity to set aside funds to cover non-reimbursed medical costs and childcare. Deductions are made out of one's check on a pre-tax basis. A nominal fee may be charged for this benefit.

All employees of the School Corporation and one accompanying guest are entitled to free admission to all athletic (except IHSAA sponsored tournaments), drama, music and social activities held at corporation facilities without cost unless otherwise noted. The Staff Pass should be presented upon request to provide proof of free admission.

Employees are asked to provide the School Corporation (in writing) with a minimum of two weeks notice before leaving the company. Giving as much additional notice as possible avoids placing an undue burden on one's fellow employees.

When employees leave employment of the School Corporation, either voluntarily or involuntarily, they are asked to turn over all keys, identification cards, and property belonging to Crown Point Community School Corporation.

Employees who left the employment of the School Corporation who were active participants in the School Corporation's health insurance plan may be eligible for an extension of benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). These employees will receive written notice detailing their right to continued coverage and the associated costs of these benefits.

Retirement severance is provided to an employee who has worked for the School Corporation for a minimum of 15 consecutive years in a benefit-eligible position and meets the following conditions:

• Is at least 50 years of age;
• Resigns while in good standing with the corporation, and gives at least 60 days notice of his/her intention to resign;
• Not discharged for just cause, did not fail to return from a leave of absence; not deceased;

For purposes of this provision, the term benefit eligible position means: a full time 12 month employee and a full time 9-10-11 month employee in a position for which the employee is offered to participate in our health insurance program and receive paid benefit days.

• Retirement severance will be paid at the rate of $150.00 per consecutive years of service in a benefit eligible position to the Crown Point Community School Corporation up to a maximum of 30 years. Employees eligible for severance will also receive $25.00 for each unused sick day up to a maximum of 225 days.

Like most other employers, the Crown Point Community School Corporation will pay any employee for unused and earned vacation upon termination. Employees are not entitled to payment for other unused benefit days.

                                                                CROWN POINT COMMUNITY SCHOOL CORPORATION

                                                          Support Staff Disciplinary Action Report

 

Employee Name: ______________________________________   Department/Location: __________________________________________

Date: ________________________

Unsatisfactory Performance/Policy Violated:

_______________________________________________________________________________________________________________________

Details regarding the incident (including date and location of incident):

________________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________________

Appropriate corrective action taken:

_________________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________________

_________________________________________________________________________________________________________________________

This violation will remain in your file for 1 year from the date of the incident.

Violation of policy or procedure can result in disciplinary action including suspension and termination.

 

____________________________________________________________                                       _____________________________________________________

Employee Signature                                                                                                                         Supervisor Signature 

 

____________________________________________________________                                       ______________________________________________________

Department Head                                                                                                                           Principal

ROUTING

I.         The DirectSupetvisor shouldsignandthe employeeshouldsignwhen thedisciplinary action is reviewed. A copy should be sent to the Personnel Office prior to receiving other signatures,

2.        The Department Head, if applicable should sign each disciplinary report.

3.        The Principal shouldsign ALL disciplinary reports, If there is noDirectorthenthe Principal should send the report to the Personnel Office for filing.

4.        The Department Director should sign each disciplinary report. The report should then be sent to the Personnel Office for filing,

 

             

Working hours for all employees not exempted under the Fair Labor Standards Act, will conform to federal and state regulations. The superintendent or designee will ensure that job positions are classified as exempt or non-exempt and employees are made aware of such classifications.

Supervisors will make every effort to avoid circumstances which will require non-exempt employees to work more than 40 hours each week. The workweek for school corporation employees will be 12:00 a.m. Sunday until 11:59 p.m. Saturday.

Overtime and Compensatory Time

The Board of School Trustees discourages overtime work by non-exempt employees. A non­-exempt employee will not work overtime without the express approval of his/her supervisor. All overtime work must be expressly approved in writing by the superintendent or his/her designee. All supervisory personnel must monitor overtime on a weekly basis and report such time to the superintendent or his/her designee. Principals and supervisors will monitor employees' work, will ensure that overtime provisions of this policy and the law are followed and will ensure that all employees are compensated for any overtime worked. Principals or supervisors may need to adjust daily schedules to prevent non-exempt employees from working more than 40 hours in a workweek. Accurate and complete time records of actual hours worked during the workweek will be submitted electronically by each employee to their supervisor. The supervisor will review work records of employees on a regular basis to make an assessment of overtime use.

In lieu of overtime compensation, non-exempt employees may receive compensatory time off at a rate of not less than one and one-half (1.5) hours for each one hour of overtime worked, if such compensatory time, is authorized by the immediate supervisor.

Employees will be allowed to use compensatory time within a reasonable period after requesting such use if the requested use of the compensatory time does not unduly disrupt the operation of the school corporation. Employees may accrue a maximum of 40 compensatory time hours.

Accrual of more than 40 hours of compensatory time will be paid as overtime pay at the rate earned by the employee at the time the employee receives such payment for hours worked in excess of 40. In addition, each June 30th and/or upon leaving the employment of the school corporation, an employee must be paid for any unused compensatory time at the rate of not less than the higher of the final regular rate received by the employee.

Non-exempt employees whose workweek is less than 40 hours will be paid at the regular rate of pay for time worked up to 40 hours. Such employees will be provided overtime pay or compensatory time as provided above for working more than 40 hours in a workweek.

Employees and Supervisors will be provided with a copy of this policy and employees will be required to sign this policy to acknowledge their understanding of overtime and compensatory time provisions. Such signed policy will constitute the written agreement required by federal law for receiving compensatory time.

CROWN POINT COMMUNITY SCHOOL CORPORATION Instructional Support 2023-2025 (EFFECTIVE JULY 1, 2023)
		Days/ year	2023-2024	2024-2025
CPCSC School Psychologist		194	SALARIED	SALARIED
A Level - Doctor of Ed. & school psychology license (i.e. Ed.D, Ph.D., Psy.D)
B Level - 90+ grad hours w/ license in school psychology
C Level - 60+ grad hours w/ license in school psychology
CPCSC HSF		199	SALARIED	SALARIED
CPCSC EE Social Worker		194	SALARIED	SALARIED
CPCSC Behavioral Specialist		199	SALARIED	SALARIED
CPCSC Occupational Therapist		184	SALARIED	SALARIED
CPCSC Physical Therapist		184	SALARIED	SALARIED
CPCSC Health Coordinator		204	SALARIED	SALARIED
CPCSC PreSchool Specialist		194	SALARIED	SALARIED

All staff members on this list and Instructional support staff hired after the 2020-2021 school year, after a salary is determined by the Superintendent the corporation will make a $3,000 contribution each of the first three consecutive years that the employee is employed on a full-time contract with the Crown Point Community School Corporation to a 403(b) plan.

• In order to receive the annual contribution, the staff member must be evaluated as effective or highly effective.
• The selection of the investment(s) will be done by the employee.  
• At the completion of the 4th consecutive CPCSC full-time contract, the staff will be vested at 100% in the sums contributed to the 403(b) plan.  
• Any amounts surrendered prior to the vesting will be used to offset future payments by the school corporation.
• After three consecutive years of employment under a full-time CPCSC contract and being evaluated effective or highly effective $3000 will be added to the staff member's base salary.

For the positions identified as Instructional Support who have a full-time contract and are also employed as of the 2020-2021 school year the following applies with the 2020-2021 school year being considered as the first year of the program: after a salary is determined by the Superintendent the corporation will make a $3,000 contribution each of the first three consecutive years that the staff member is employed on a full-time contract with the Crown Point Community School Corporation to a 403(b) plan.

• In order to receive the annual contribution, the staff member must be evaluated as effective or highly effective.
• The selection of the investment(s) will be done by the employee.
• At the completion of the 4th consecutive CPCSC full-time contract, the staff will be vested at 100% in the sums contributed to the 403(b) plan under this provision.
• Any amounts surrendered prior to the vesting will be used to offset future payments by the school corporation.
• After three (3) consecutive years of employment under a full-time CPCSC contract and after being evaluated effective or highlight effective, $3,000 will be added to the staff member’s base salary.

For staff members hired into positions identified as Instructional Support who have a full-time contract and are hired after the board approval date, the school year in which they are hired and assuming they are eligible to be evaluated will serve as their start date for eligibility in this program. 

TRANSPORTATION  EMPLOYEES 2023-2025 EFFECTIVE JULY 1, 2023
	2023-2024				2024-2025
	A: 1-3	B: 4-6	C: 7+ yrs		A: 1-3	B: 4-6	C: 7+ yrs
Regular Driver** Rate and Substitute* Driver Rate: 4 hour pro-rated rate, 2 hrs. a.m. & 2 hrs. p.m.	24.91	27.29	29.65		25.53	27.97	30.39
Non-CDL Driver Rate (not insurance eligible) - $250 perfect attendance stipend per grading period (starting 11-26-19)	24.91	27.29	29.65		25.53	27.97	30.39
Bus Monitor and Sub Monitor****	16.15	16.93	17.49		16.55	17.35	17.93
	2023-2024				2024-2025
Field Trips***		18.45 + $0.60				18.91 + $0.62
Bus Washing	hourly rate				hourly rate
NonDriving Rate		11.77				12.06
Winter Starter		16.62				17.04
* Upon recommendation of the Director of Personnel, a substitute who serves in the same substitute position for more than fifteen (15) consecutive work days will be paid at a rate equal to the starting wage rate for the position starting with the sixteenth (16th) day.
**Bus Driver recruitment bonus of $250 to be paid when new applicant passes CDL exam, and provides copy of their CDL.  $250 additional will be paid after new CDL driver works 90 days for the Transportation department
***For trips on holidays, weekends or out of state trips; or trip mileage that is 120 miles round trip, add to base field trip pay. Cancelled trips where the driver shows = two hours pay.
****This employee group is not eligible to receive health benefits, paid holidays, severance or retirement benefits.  This group will receive 3 leave days beginning 2007-2008

CAFETERIA EMPLOYEES 2023-2025        (EFFECTIVE JULY 1, 2023)
			2023-2024				2024-2025
	Hrs	Days	A: 1-3	B: 4-6	C: 7+ yrs		A: 1-3	B: 4-6	C: 7+ yrs
Substitute Rate*			13.33				13.66
Monitor			13.84	14.09	14.40		14.19	14.44	14.76
Food Service Aide			13.84	14.09	14.40		14.19	14.44	14.76
Food Production Aide			14.30	14.56	14.86		14.66	14.92	15.23
Cashier			14.30	14.56	14.86		14.66	14.92	15.23
Cook			15.32	15.58	15.89		15.70	15.97	16.29
Cashier with benefits			14.30	14.56	14.86		14.66	14.92	15.23
			2023-2024				2024-2025
	Hrs	Days	A: 1-3	B: 4-6	C: 7+ yrs		A: 1-3	B: 4-6	C: 7+ yrs
Elementary Mgrs			18.83	19.09	19.39		19.30	19.57	19.89
M.S. Managers			19.35	19.61	19.92		19.83	20.10	20.42
H.S. Manager			22.15	22.41	22.71		22.70	22.97	23.28
H.S. Food Service Coord.			25.74	26.95	28.33		26.38	27.62	29.04
Catering Manager			22.15	22.41	22.71		22.70	22.97	23.28
Manager-in-Training			17.72	17.98	18.29		18.16	18.43	18.75
Corp. Food Service Coord.	8	220	25.74	26.95	28.33		26.38	27.62	29.04
Corp. Mealtime Coord.	8	220	25.74	26.95	28.33		26.38	27.62	29.04
* Upon recommendation of the Director of Personnel, a substitute who serves in the same substitute position for more than fifteen (15) consecutive work days will be paid at a rate equal to the starting wage rate for the position starting with the sixteenth (16th) day.
All new part-time food service employees hired after July 1, 2000 will no longer be eligible for leave benefits

MISCELLANEOUS HOURLY RATE SCHEDULE 2023-2025 (EFFECTIVE JULY 1, 2023)
	Rate per Hour
Auditorium Supervision
Auditorium Manager	40.00
Audio Visual Manager	30.00
Ticket Sales	20.00
Student Help	13.00
Fall Play
Production Supervisor	500.00 per play
Spring Play
Tech Supervisor	500.00 per play
C.O.E. Student	7.47
Pool Supervision
Adult	11.65
Student	7.69
Printer	23.16
Summer Student Workers:  Custodial Maintenance, Tech
1st year	13.00
2nd year	13.50
3rd year	14.00
4th year +	14.50
Adult Supervisor	21.37
Adult Suprv. Asst.	11.64
Painting Crew Leader	16.26
Security Staff
Security	30.00
Traffic Staff	40.00
HS/MS After Sch. Detention Supervisor	25.00
HS Weight Room Supervisor	13.91
Choral Accompanist	20.00 (18 hrs/wk max)
HS Athletics
Ticket Sales	50.00 per event
Event Supervisor	65.00 per event
Score Board*	35.00 per event
Computer Operator/Hytek*	45.00 per event
Announcer*	40.00 per event
Misc Student Duties	35.00 per event
MS Athletic Events
Ticket Sales	30.00 per event
Scoreboard	30.00 per event
Security Staff	65.00 per event
Supervision	40.00 per event
*IHSAA sponsored event rates are as designated by IHSAA.
Music
Musical Conductor	100.00 per rehearsal
Guest Conductor	80.00 per rehearsal
Individual Lessons	35.00 per hour
Sectional Coach	35.00 per rehearsal
Choral Concert Supervision	45.00 per event
Prom
Security	20.00 per hour
Spotlight	25.00 per event
Quartet	25.00 per event
Academic Club	30.00 per event
	45.00 per event
	60.00 per event
This employee group is not eligible to receive health benefits, leave benefits, paid holidays, severance pay or retirement benefits.

TECHNOLOGY  EMPLOYEES  2023-2025  (EFFECTIVE JULY 1, 2023)
	WORK DAYS
IT Support Specialist I	260		SALARIED
IT Support Specialist II	260		SALARIED
IT Support Specialist III	260		SALARIED
IT Support Specialist IV	260		SALARIED
IT Technical Specialist I	260		SALARIED
IT Technical Specialist II	260		SALARIED
IT Technical Specialist III	260		SALARIED
IT Technical Specialist IV	260		SALARIED
Technology Intern	8 hrs/day		$                   16.00
Support Specialist vacation time is based on years of experience
Tech Specialist 25 day Admin Vacation, 3 PB, 2 FI, and 10 Sick days.

The positions listed below are salaried positions. The salary for these positions is commensurate with skills, education and experience.

Business Office:

• Data Specialist

Maintenance:

• HS Maintenance Foreman
• HS Custodial Foreman
• K-8 Custodian Foreman 
• Corporation Maintenance Foreman 
• MS/HS Corporation Grounds/Distribution Foreman

Technology:

• Technology Manager
• Network Engineer
• IT Support Specialist
• IT Tech Specialist

Transportation:                                                 

• All Positions Designated as Administrative
• Office Manager 

 

• Home/School Facilitator
• Support (i.e. Speech Language Assistants, School Psychologist)
• Health Coordinator