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Bernadeia Johnson Superintendent of Schools

August2010 DearColleague, OnbehalfoftheMinneapolisPublicSchools,Iwouldliketopersonallywelcomeyoutoourdistrict.Whetheryouworkfull orparttime,inanadministrative,teaching,professionalsupportorservicecategory,theskillsandcommitmentyoubring tothejobmakeanimportantcontributiontoourgoalofprovidingexcellenceineducationtothechildrenandfamiliesof Minneapolis. IhopethatyoufeellikeIdoabouttheyearaheadthatitsfilledwithpromise.Wehaveenormouspotentialtomakea differenceinthelivesofourstudents.Withstudentswholooktousforguidance,direction,stabilityandhope,wereachfor everysolutionwecantomeettheirlearningneedsandtoliftthemup. Thisismyfirstyearservingasyoursuperintendent.Iamthrilledtobehere!IbeganmycareerinMinneapolisasaprincipal in1999andIhavespentthepastseveralyearsasourdistrictschiefacademicofficeranddeputysuperintendent,soIknow thatourschoolshavemanyopportunitiesforgrowthandfacemanychallenges.Ifwearegoingtodeliverforourstudents andmovebeyondincrementalprogresstosubstantialimprovement,wemustbeintentionalwithoursolutions.Wemust sharpenourfocus.Wemustprioritizehowwespendourtime.Mostimportantly,weneedtobeunitedinthatprioritywe mustworktogethertowardthesameend. WearepleasedtohaveyouasamemberoftheMinneapolisPublicSchools.Ibelievethatourstaffmembersareour biggestasset.Yoursuccessdeterminestoalargeextentwhetherwefulfillourmission. AsarepresentativeoftheMinneapolisPublicSchools,youhaveagreatopportunityandresponsibility.Iknowthatyou havethewillandtheabilitytomakeadifferenceinthelivesofourstudentsandfamilies.Iwelcomeyoutothenewschool yearandhopethatwemeetsoon. Sincerely,

BernadeiaJohnson SuperintendentofSchools


1 October2010

MPSEMPLOYEEHANDBOOKTableofContents
Introduction LetterofWelcometotheMinneapolisPublicSchools TableofContents MPSTeamHandbookOverview,PurposeandDisclaimer AboutUs DistrictVisionandMissionStatementWhyWeAreHere StrategicPlan DistrictOrganizationalChart(SeeAppendix) GeneralDistrictInformation/HelpfulContacts 1.0 GeneralEmploymentLawsandMPSPolicies EmployeeResponsibilitiesandExpectations RepresentingMPSCodeofEthicsPolicy ConflictsofInterestGifts&Favors,Sales,Solicitations;UseofDistrictFacilities ReportingViolations Diversity,EquityandEqualEmploymentOpportunity DisabilityNonDiscrimination Racial/EthnicandReligiousHarassment,DiscriminationandViolence SexualHarassment GeneralHarassment Violence DrugandWeaponFreeWorkplace Weapons TobaccoFreeEnvironment Transportation/EmployeeDrugandAlcoholTesting SuspensionofEmployeesChargedwithCriminalViolence CommunicableandInfectiousDiseasesAffectingEmployees DressandProfessionalAttire UseofTechnology(Internet,EmailandNetworkRulesforStaff) Confidentiality:DataPracticesCompliance MandatedReportingofMaltreatmentofMinorsandVulnerableAdults RighttoKnow Nepotism Safety,SecurityandEmergencyManagement AccidentPrevention/Reporting CommunicationandMediaRelations InclementWeatherandSchoolClosings UseofDistrictSuppliesandEquipment UseofTelephones,OtherDistrictOfficeEquipmentandDistrictMail PurchasingGuidelines ReturnofDistrictProperty PersonalProperty ConsensualRelations ` PoliticalActivity
October2010

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2.0EmploymentPractices RelationshipBetweenEmployeeandSupervisor TheWorkForceJobClassifications PositionVacancies,StaffRecruitingandHiring ProbationaryPeriod Teamwork HoursofWork OvertimeandCompensatoryTime WorkCalendar Dependability PayChecks RecordingHoursWorked OverpaymentofWages AttendanceandPunctuality NotificationofAbsencesCallinProcedures MedicalDocumentation OutsideEmploymentandTutoring PromotionandReclassification TemporaryServiceinaHigherClass Reassignment Demotions Reinstatement PerformanceEvaluations EmployeeDiscipline Termination/Involuntary PersonnelRecords 3.0 Separations Resignation/VoluntaryTermination Retirement Layoff SeverancePay ReemploymentandRehire COBRABenefits 4.0 LeavesofAbsence LeaveswithPays PersonalLeaveDays BereavementLeave MaternityLeave(nonFMLA) FamilyandMedicalLeaveAct(FMLA) (FMLA)Maternity/FamilyLeave/Adoption MilitaryDuty JuryDuty CourtCases/Subpoena WorkersCompensation(InjuryonDuty) Sabbatical LeavesofAbsencewithoutPay GeneralConsiderations
October2010

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5.0CompensationandBenefits SalariesandWages Benefits Holidays Vacation SickLeave MedicalandDentalCoverage SupplementalLifeInsurance TaxDeferredSavingsPlans:457&403b LongTermCareInsurance SickLeavePool SickLeaveforFitness SickLeave/VacationCashOut CareerTransitionTrust EmployeeAssistanceProgramEAP FlexibleSpendingAccountforHealthandDependentCare COBRA Unemployment EligibilityforBenefits EnrollmentProcedures 6.0EmployeeRights LaborOrganizations CollectiveBargainingAgreements(CBA) UnionDuesandFees Appeals,ComplaintsandGrievances AffirmativeActionandEqualOpportunity 7.0ProceduresandGuidelines ChangeofPersonalData NameBadges/IdentificationCards EmployeeInvolvement/InvolvementinProfessionalOrganizations GoingGreenEfforts ProfessionalDevelopment Copyright VisitorstotheWorkplace Volunteers 8.0DistrictPoliciesAffectingStudents EqualEducationalOpportunities StudentRecords ParentandStudentComplaints AdministeringMedicationtoStudents StudentDiscipline StudentAttendance BullyingandHazing MandatedReportingofMaltreatmentofMinorsandVulnerableAdults TransportingStudents/BusSafety
October2010

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9.0Appendix page42 AcceptableUseofPublicFundsanswerstocommonquestions Policy4002AReportingandFactFindingProcedures:HarassmentandViolence ReportingProcedure Policy4001DisabilityNonDiscrimination DistrictOrganizationalChart DistrictMap Online: SchoolDirectory(mpls.k12.mn.us/MPSschooldirectory) DistrictFactSheet(mpls.k12.mn.us/MPSfacts)

5 October2010

HandbookOverview,PurposeandDisclaimer
Toournewemployees: WelcometoMinneapolisPublicSchools,SpecialSchoolDistrict#1.Youarenowanemployeeofoneofthelargest schooldistrictsinMinnesota.Weexisttoensurethatallstudentslearn.Wesupporttheirgrowthintoknowledgeable, skilledandconfidentcitizenscapableofsucceedingintheirwork,personalandfamilylivesintothe21stcentury.We promiseaninspirationaleducationexperienceinasafe,welcomingenvironmentforalldiverselearnerstoacquirethe toolsandskillsnecessarytoconfidentlyengageintheglobalcommunity.AsanemployeeoftheMinneapolisPublic Schools,youplayavitalroleinmakingthishappen. Wearehappythatyouhaveelectedtoworkforourdistrict.Thishandbookisdesignedtoprovideyouwithmostofthe informationyouwillneedtobewellinformedregardingMPSpoliciesandpractices.Ithasbeenwrittentoprovide generaldescriptionsofpoliciesandpracticesrelatingtoworkatMPSandtoserveasaguideforMPSemployees throughouttheiremployment.Werecognizethatnewemployeesinparticularareboundtohavemanyquestions relatingtotheirspecificpositionorresponsibilities.Knowledgeofthecontentofthishandbookcancontributetoyour successasanemployeeofMPS. Toallofouremployees: Thishandbookappliestoallemployees.Thematerialinthishandbookisnotexhaustive.Althoughwehaveattempted tocovermattersofgeneralapplicabilitytoallemployees,weknowthatitdoesnotcovereverysituationthatmayarise fromdaytoday.Youareencouragedtodirectanyspecificquestionsyoumayhavetoyourimmediatesupervisororto contacttheDivisionofHumanResourcesat612.668.0500. Disclaimer:NoprovisioninthishandbookisintendedtocreateacontractbetweentheMinneapolisPublicSchools andanyemployeeortolimittherightsofthedistrictanditsemployeestoterminatetheemploymentrelationship. Whereapplicable,thetermsofCollectiveBargainingAgreementsand/orothercontractswilltakeprecedenceover informationprovidedinthishandbook.Inaddition,thetermsofdistrictpoliciesmaytakeprecedenceoverinformation providedinthishandbook.Themostrecentanduptodatedistrictpoliciescanbeaccessedonlineonthedistricts websiteathttp://policy.mpls.k12.mn.us;theysupersedeotherversionsofdistrictpolicies. Thishandbookisageneralstatementofexpectations,directionsandinstructionstoemployeesbasedondistrict policiestobemodifiedandappliedbytheMinneapolisPublicSchooldistrictatitsdiscretion.Noticethateachpageof thehandbookisdatedandiscurrentasofthatdate.Whenthereisachange,thehandbookwillbeupdatedassoonas possible.Wereservetherighttomakechangesatanytime,withorwithoutnotice,andtointerpretthesepoliciesand proceduresatthediscretionofthedistrict.Anyonlineversionofthishandbookshallbeconsideredtobethemost currentversionandshallsupersedeanyotherversionsofthisdocumentshouldtherebeadisagreementintermsor content.Understandthatthedistrictwillperiodicallyrevisethishandbook,anditisyourresponsibilitytoreviewall changes,onceyouhavebeennotified.Itisalsoeachemployeesresponsibilitytoforwardtheirquestionsregarding informationinthisdocumentthattheydonotunderstandtotheirsitesupervisorand/oremailtheHR/Organizationaland ProfessionalDevelopmentDepartmentatMPS.Handbook@mpls.k12.mn.us Thehandbookpresentsmaterialinthesegeneralareas: InformationabouttheMinneapolisPublicSchools GeneralEmploymentLawsandMPSPolicies EmploymentPractices Separations LeavesofAbsence CompensationandBenefits EmployeeRights DistrictPoliciesAffectingStudents Appendix
6 October2010

Thishandbookisprovidedforyourinformation.Itisyourresponsibilitytoreviewtheinformationlistedinthe handbook.Everyteammemberisexpectedtoreadandfollowtheprocedures,guidelinesandexpectationsoutlinedin thehandbook.Ifyouhavequestionsregardingyourjoboranydistrictpolicy,weaskthatyouconsultwithyour supervisor,HumanResourcesortheDirectorofPolicyDevelopmentat612.668.0384sothatyourconcernsand questionscanbeadequatelyaddressed.Forinformationonalldistrictpolicies: Link: http://policy.mpls.k12.mn.us/ Onceyouhavereadthehandbook,pleasechecktheboxattheendtoverifythatyouhavereadalloftheinformation.You willreceiveanemailconfirmationthatyoucanprintoutforyourrecords.

7 October2010

ABOUTUS
DistrictVisionandMission
AtMinneapolisPublicSchools,ourvisiontomakeeverychildcollegereadyby2012isambitiousandachievable.Our missionistoensurethatallstudentslearn.Wesupporttheirgrowthintoknowledgeable,skilledandconfidentcitizens capableofsucceedingintheirwork,personalandfamilylives. TheMinneapolisPublicSchoolspromisesaninspirationaleducationexperienceinasafe,welcomingenvironmentforall diverselearnerstoacquirethetoolsandskillsnecessarytoconfidentlyengageintheglobalcommunity.

MinneapolisPublicSchoolsStrategicPlan
WhydidMPScreateastrategicplan? TheMinneapolisPublicSchoolscreatedastrategicplantoguideworkfrom2007to2012.Thedistrictrealizedthat, whileithasanumberofsuccessfulschoolsandstudents,thereisanalarminggapbetweenitsbestperformingandits poorestperformingstudents.Weneedtochangethatinordertostemourdecliningenrollmentandstabilizeour finances.Thiswilltakeacombinationofcommonsenseactions,dramaticchangesanddisciplinedfollowthroughover severalyears.Ourstrategicplanlaysoutapathtoensureeverystudentreceivesthebesteducationfromthe MinneapolisPublicSchools. Whowasinvolved? TheBoardofEducation,districtleadership,aStrategicAdvisoryGroupcomposedofteachers,parents,districtstaffand representativesfrombusinessandcivicorganizationsandthroughmultiplemeetingsandsurveysmoreparents, teachers,principalsandmembersofthebroadercommunity.TheglobalmanagementconsultingfirmMcKinsey& Companydonateditsservicesthroughouttheplanningprocess. Howwasitdeveloped? TheplanfollowedamultiphasedschedulethatbeganinMay2007.TheMcKinseyteamresearchedwhatworkedinside MPSandreviewedexamplesfromotherschooldistrictsaroundthecountrythathaveaddressedsimilarsituations.The teamalsoconductedsurveysandheldfocusgroupdiscussionswithparents,teachersandcommunitymembers. BetweenAugust2007andOctober2007,theStrategicAdvisoryGrouprevieweditsfindings,presentedthemtothe BoardofEducationandconductedaseriesofcommunitymeetingstodiscusspossiblesolutionstoincludeintheplan. Theinputfromthosemeetingshelpedshapeinitialrecommendations,whichwerethenbroughttoparents,teachers, districtstaffandothermembersoftheMinneapoliscommunityforfinalcomments.Theboardtookactiononthefinal recommendationsduringitsregularlyscheduledmeetingonDecember11,2007. What'sintheplan? Theplancontainsninestrategiesthatwill: 1) Raiseexpectationsandacademicrigorforallstudents,aligningpreK12programswiththecollegereadiness goal. 2) Identifyandcorrectpracticesandpoliciesthatperpetuatetheachievementgapandinstitutionalracisminall forms. 3) Develophighlyeffectiveprincipalcorpsandensuretheyhavethecapacitytoestablishandleadoutstanding instructionalteams. 4) Develophighperformingteachercorpsandprovideprofessionaldevelopmentandsupporttogetexcellent resultsforallstudents. 5) Setclearexpectationsforallstaffateverylevelrewardsuccess,supportanddevelop,butremovelow performerswhenrequired. 6) Transformrelationshipsandpartnerwithfamilies. 7) Buildwidespreadinternalandexternalsupportandpartnershipstogetresults. 8) Restructurethelowestperforming25percentofschools,increasingtheflexibilityandautonomyforthelowest andhighestperforming. 9) Createandsustainapositivefinancialposition.
8 October2010

Thedistrictprovidesstrategicplanimplementationprogressreportsonaquarterlybasistoourstaff,schoolfamilies andcommunityatwww.mpls.k12.mn.us. GeneralInformation/HelpfulContacts Department TelephoneNumber MainSwitchboard 612.668.0000 HumanResources 612.668.0500 Benefits 612.668.0560 EmployeeRelations 612.668.0542 WorkersCompensation 612.668.0510 EquityandDiversity 612.668.0518 FinancePayroll 612.668.0420 GeneralCounsel 612.668.0480 PolicyDevelopment 612.668.0384

9 October2010

1.0GENERALEMPLOYMENTLAWSANDMPSPOLICIES
Yourworkandactivitiesintheschooldistrictaregovernedbyfederalandstatelawsanddistrictpoliciesthathavebeen developedandadoptedbytheMinneapolisBoardofEducation.Wehaveincludedlinkstotheseonthedistricts website.

EmployeeResponsibilitiesandExpectations
ThemissionofMinneapolisPublicSchoolsistoensurethatallstudentslearn.Wesupporttheirgrowthinto knowledgeable,skilledandconfidentcitizenscapableofsucceedingintheirwork,personalandfamilylivesintothe21st century.Asaschoolemployee,yourepresenttheschoolsystem.Theimpressionyougiveandthestatementsyoumake influencepeoplesperceptionofourschools.Youareexpectedtoworktothebestofyourabilityandtoperformyour jobwithaspiritofwillingassistance.Youareanimportantpersontothestudentswhowillreceiveourservice.The effectivenessoftheMinneapolisPublicSchoolsisdependentoneachindividualemployeedoinghisorherbest.

RepresentingMPS(CodeofEthicsPolicy3000)
Allemployeesareexpectedtoworktogetherinacooperativespirittoservethebestinterestsofthedistrictandtobe courteoustostudents,oneanotherandthepublic.Asofficialsandemployeesinpublicservice,wemustmaintainthe highestpossiblestandardsofethicalconductinourtransactionsofpublicbusiness.Allemployeesshouldperformtheir dutiesinaccordancewithstateandfederallaw,districtpoliciesandproceduresandethicalstandards.Forexample, someexpendituresthatmightbeallowedinprivatebusinessarenotpermittedusesofpublicfunds.If,asanemployee, youareproposingexpendituresorseekingreimbursementyouareresponsibleforcomplyingwithalldistrictcriteria andguidelines.(Foranswerstocommonquestionsonacceptableuseofpublicfunds,seeAcceptableUseofPublic FundsdocumentintheAppendix,page37).ACodeofEthicsexistsforallMPSemployees.Itdescribescertainactions byemployeesthatareincompatiblewiththebestinterestsofMPS. Link: http://policy.mpls.k12.mn.us/uploads/3000_rev.pdf

ConflictsofInterest
Yourpositionasapublicemployeemeansthatyoumustbecarefultoavoidconflictofinterestsituations.Aconflictof interestisdefinedasanyjudgment,actionorrelationshipthatmaybenefityouoranotherpartybecauseofyour relationshipwiththedistrict.Allemployeesareaskedtoavoidoutsideactivityinvolvingobligationsthatmaycompete orbeinconflictwiththebestinterestsofthedistrict.Employeesarealsoaskedtodisclosethefactsofanytransaction thatmaybeconsideredaconflictofinterestbeforethetransactiontakesplaceorassoonasthefactsbecomeknown. Ifyouarecurrentlyinasituationthatmaypresentaconflictofinterest,contacttheDivisionofHumanResources. Statelawanddistrictpoliciesprohibitcertainactivities.AsaMPSemployee,youareexpectedtoobservethefollowing standardsofconduct.Employeesmaynot: Sellorhaveanyfinancialinterestinsellinganythingtothedistrictoranyprogramorbuilding. Usedistrictfacilities,supplies,equipmentorstudentlaborinmakingorrepairinganythingforyourpersonal gainortoprovideservicestothegeneralpublic.Thisdoesnot,however,prohibityoufromrentingandusing districtfacilitiesonthesamebasisasmembersofthepublic. Sellanythingatyoursitetostudentsorotheremployeesforpersonalgain. Acceptgiftsorthingsofvalueinreturnforrecommendingthatthedistrictoraprogram,staffmember,parent orstudentbuyaparticularproductorbuythingsfromaparticularstoreorsalesperson. Publishthingsforyourpersonalusethroughthedistrictoranindividualprogram. However,therearemanythingsyoucandothatpromoteethicalbehaviorinthedistrict,suchas: Recognizeandrespecttherightsofstudents,parentsandotheremployeesandmembersofthecommunity. Knowandfollowexistinglaws,districtpoliciesandregulationsandtherulesofyourdepartmentorschool. Maintainconfidentialityinallmattersrelatedtostudentsandcoworkers.
10 October2010

AsanemployeeoftheMinneapolisPublicSchools,youareexpectedtoconductyourselfinanethicaland professionalmanneratalltimes.

Notifyyourimmediatesupervisorinadvanceorasearlyaspossibleintheeventthatyoumustbeabsentorlate. Provideyourcoworkers,studentsandthepublicwithanenvironmentfreeofintimidation.Harassmentofany kindoranyconductthatinterfereswiththeworkofothersortheirrightswillnotbetoleratedbyMPS. Refrainfromsolicitingpersonalgiftsandfavorsorusingyourpositionforpersonalgain(e.g.hireabusinessin whichyouareapartner). Observeallsafetyrulesandregulationsandreportinjuriesorunsafeconditiontoasupervisorimmediately. Refrainfromusingorborrowingdistrictproperty,includingschooldistrictownedvehicles,equipment, materialsorpropertyexceptintheconductofofficialdistrictbusiness.Usedistricttime,fundsandpropertyfor authorizeddistrictbusinessandactivitiesonly. Donotholdanotherpositioninadditiontoyourjobifitinterferes,ormayinterfere,withfulfillingyourfulljob responsibilities. Donotfalsifyanyrecord,reportorcompanydocument.

GiftsandFavors(Policy1560,Policy5570)
Asarepresentativeofapublicemployer,itisessentialthatyourworkisperceivedasbeingfreefromexternal(outside) influences.Employeesmustnotacceptgifts,gratuitiesorfavorsfromanyoutsideorganizationorindividualdoing businessorseekingtodobusinesswiththedistrict.Ifyouhaveanyquestionsregardinggifts,pleasecontactthe DirectorofPolicyDevelopmentat612.668.0384.

Sales,Solicitations[(Policy1100(Advertising),Policy1580(GiftstoSchoolPersonnel),Policy5540 (FundRaising),Policy5570(GiftstoSchoolPersonnel),Policy5580(FinancialProfit)]
EmployeesaregiventheopportunitytosupporttheCommunityGivingFundandothercharitableorganizationsandare notrequiredtoparticipateinorsupportanyproject.Employeesandstudentsarenotpermittedtoparticipateinfund raisingactivitiesorsalesthatarenotschoolrelated.Solicitationforschoolrelatedprojectsmustbeapprovedbythe superintendentorthesuperintendantsdesigneeorsiteadministrator.

UseofDistrictFacilities(Policy1600)
Anyuseofdistrictfacilitiesforapurposeotherthanfulfillingyourresponsibilityasanemployeemustfollowthe facilitiespermittingprocess.InformationonthefacilitiesuseprocessisavailablethroughtheCommunityEducation Departmentat612.668.3939.Duringtheschoolday,useofdistrictfacilitiesandassignmentofroomsorspaceisunder thejurisdictionoftheprincipalorsiteadministrator.Aftertheschoolday,useofdistrictfacilitiesisincludedaspartof thedistrictfacilitiespermittingprocessincooperationwiththeschoolprincipalorsiteadministrator.

ReportingViolations
Ifyoubecomeawareofanyactivitiestakingplaceinyourdepartmentorintheorganizationthatmaybeethical violations,reportthesituationtoyoursupervisorortotheGeneralCounselsoffice.(Reportsshouldgothroughinternal sourcespriortocontactinglawenforcementpersonnel.)Ifyoudoso,yournamewillremainconfidential.Youshouldbe aware,however,thatyournamecanbereleasedifthisisnecessaryinorderforacasetobeprosecuted.Statelawand districtpolicyprohibitthedistrictfromdischarging,disciplining,threatening,discriminatingagainst,penalizingor changinganytermsorconditionsofemploymentofanemployeeinresponsetotheemployeemakingagoodfaith reportofaviolationorsuspectedviolationofthelaw.

Diversity,EquityandEqualEmploymentOpportunity
TheMinneapolisPublicSchoolswelcome,respectandvaluethediversityofstudents,staffandthebroadercommunity. Wearecommittedtodiversityandtofindingwaysofincreasingtheparticipationofourdiversecommunityinour schoolcommunity.
11 October2010

MPSiscommittedtoequalemploymentopportunitywithallapplicablelawsgoverningequalemploymentopportunity. Thisincludesallapplicantsandemployeesandappliestoallaspectsoftheemploymentprocessincluding,butnot limitedto,recruiting,hiring,promotion,transferandcompensation. Specifically,MPSwillprovideequalemploymentandadvancementopportunityonthebasisofmeritwithinthecontext ofitsuniquebusinessenvironmentandwithoutregardtorace,color,creed,religion,nationalorigin,sex,sexual orientation,affectionalpreference,maritalstatus,statuswithregardtopublicassistance,disability,age,familycare leavestatusorveteranstatus. Allemployeesdeservetoberespectedfortheskillsandinsightstheybringtowork.Employeeswhoengagein discriminationwillbesubjecttodiscipline,uptoandincludingtermination.Itisaviolationofthispolicyforanyperson toretaliateagainstapersonwhoviolatesthelaworwhocooperateswithaninvestigationintoallegedviolationsofthe lawandpolicy. Seerelevantdistrictpolicies1304,4000A,4001and4002.Formoreinformation,contacttheOfficeofEquityand Diversityat612.668.0518. Links: http://policy.mpls.k12.mn.us/uploads/policy_1304.pdf http://policy.mpls.k12.mn.us/uploads/4000A Complaint+and+Fact+Finding+Procedures+Equal+Employment+Opportunity.pdf http://policy.mpls.k12.mn.us/uploads/4001Disability+NonDiscrimination.pdf http://policy.mpls.k12.mn.us/uploads/4002Harassment+and+Violence+Prohibition.pdf

DISCRIMINATION,HARASSMENT,ANDVIOLENCE(Policies4000,4001,4002andRelatedRegulations) DisabilityNonDiscrimination(Policy4001;Regulations4001A,4001B)
Thedistrictprohibitsdiscriminationagainstqualifiedindividualswithdisabilitiesbecauseofthedisabilitiesofsuch individuals.Thedistrictwillprovidereasonableaccommodationstoqualifiedemployeeswithdisabilitieswithinthe meaningandscopeoftheAmericanswithDisabilitiesAct(ADA)withregardtoemployment,includingapplication, hiring,advancement,discharge,compensation,jobtrainingandotherconditionsandprivilegesofemployment. ApplicationforanAccommodation:Jobapplicantsoremployeeswhohavequestionsorwhobelievetheymayqualify foraccommodationsundertheADAshouldcontacttheOfficeofEquityandDiversitybycalling612.668.0518. ApplicationsforADAaccommodationsmaybeobtainedfromtheOfficeofEquityandDiversity. ComplaintProcedure:Anypersonwhobelievesheorshehasbeendiscriminatedagainstinemploymentduetoa disabilityshouldmakeacomplaintoftheallegedactsimmediatelytotheOfficeofEquityandDiversityat612.668.0518. Link:http://policy.mpls.k12.mn.us/uploads/4000A Complaint+and+Fact+Finding+Procedures+Equal+Employment+Opportunity.pdf Racial/EthnicorReligiousHarassment,DiscriminationandViolence(Policy4002;Regulations4002A,4002B,4002C) TheMinneapolisPublicSchoolsstrivetomaintainlearningandworkingenvironmentsthatarefreeofharassmentand violence.Employeesshallnotengageinharassment.Anyemployeewhoengagesinharassmentonthebasisofrace, color,ethnicity,creed,religionorreligiouspractice,nationalorigin,gender,sexualorientation,affectionalpreference, maritalstatus,statuswithregardtopublicassistance,disability,age,familycareleavestatusorveteranstatusorwho permitsemployeesunderhisorhersupervisiontoengageinanyoftheforegoingtypesofharassmentorwho retaliatesorpermitsretaliationagainstanemployeewhoreportsanyoftheforegoingtypesofharassmentisguiltyof misconductandwillbesubjecttoprogressivediscipline,whichincludescorrectiveactionuptoandincluding terminationofemployment.
12 October2010

ComplaintProcedure:Anypersonwhobelievesheorshehasbeendiscriminatedagainstinemploymentduetorace, color,ethnicity,creed,religionorreligiouspractice,nationalorigin,gender,sexualorientation,affectionalpreference, maritalstatus,statuswithregardtopublicassistance,disability,age,familycareleavestatusorveteranstatusshould makeacomplaintoftheallegedactsimmediatelytotheOfficeofEquityandDiversityat612.668.0518.

SexualHarassment
Sexualharassmentofanykindisprohibitedintheworkplace.Thisincludesanyunwelcomesexualadvance,requests forsexualfavorsandotherverbalorphysicalconductofasexualnaturebetweenasupervisorandasubordinate, betweenpeersorbetweenanemployeeandastudentwhenitinterfereswithjobperformance,createsan intimidating,hostileoroffensiveenvironmentoraffectspotentialeducationoremploymentopportunitiesorbenefits. Thispolicyappliestoeveryone,includingmanagers.Noretaliationorintimidationdirectedtowardanyonewhomakesa complaintwillbetolerated Ifyoubelieveyouhavebeenavictimofsexualharassment,youshouldimmediatelydiscussthematterwithyour supervisor,managerorbuildingprincipal.Ifyoubelieveyoursupervisortobethesourceoforapartytothe harassment,talktothenextpersoninyourchainofcommandortheEmployeeRelationsDepartment. Thedistrictwillinvestigateallcomplaints.Ifwarranted,disciplinaryactionmayinclude,butisnotlimitedto,warning, suspension,exclusion,expulsion,transfer,remediation,terminationordischarge.Districtactiontakenforviolationof thispolicywillbeconsistentwithrequirementsofapplicablecollectivebargainingagreements,statelaw,federallaw anddistrictpolicies. ComplaintProcedure:Anypersonwhobelievesheorshehasbeensubjectedtosexualharassmentshouldmakea complaintoftheallegedactsimmediatelytohisorherimmediatesupervisor,thenextpersoninthechainofcommand ortheEmployeeRelationsDepartmentat612.668.0542.

GeneralHarassment
Behaviorthatconstitutesgeneralharassmentis: anactofaderogatorynaturedirectedtowardanindividualthatisbasedonthatindividualslanguage, backgroundoraccent,weight,heightorotherphysicalfeatures; associationwithpersonswhoaresubjectedtoharassmentbasedontheforegoingcategories; subordinaterelationships,includingstaffandstudentrelationshipsintheclassroomorworkplace,orpeerto peerrelationshipswhentheacthasthepurposeoreffectofcreatinganintimidating,hostileoroffensive workingoracademicenvironmentand/orhasthepurposeoreffectofsubstantiallyorunreasonablyinterfering withanindividualsworkoracademicperformanceorotherwiseadverselyaffectsanindividualsemployment oracademicopportunities.

Ifyoubelieveyouhavebeenavictimofgeneralharassment,youshouldimmediatelydiscussthematterwithyour supervisor,managerorbuildingprincipal.Ifyoubelieveyoursupervisortobethesourceoforapartytothe harassment,talktothenextpersoninyourchainofcommandortheEmployeeRelationsDepartment. Thedistrictwillinvestigateallcomplaints.Ifwarranted,disciplinaryactionmayinclude,butisnotlimitedto,warning, suspension,exclusion,expulsion,transfer,remediation,terminationordischarge.Districtactiontakenforviolationof thispolicywillbeconsistentwithrequirementsofapplicablecollectivebargainingagreements,statelaw,federallaw anddistrictpolicies.

13 October2010

ComplaintProcedure:Anypersonwhobelievesheorshehasbeensubjectedtogeneralharassmentshouldmakea complaintoftheallegedactsimmediatelytohisorherimmediatesupervisor,thenextpersoninthechainofcommand ortheEmployeeRelationsDepartmentat612.668.0542.

Violence
Thedistrictstandsfirmlyagainsttheuseofviolenceonitspremisesbyanyemployeeorstudent.Strongactionwillbe takenagainstthoseemployeesorstudentswhoassaultotherstaff,studentsormembersofthepublic.Individuals committinganoffensewillberemovedfromMPSpropertyandlegalactionwillbetakenagainstthem.

DrugandWeaponFreeWorkplace(Policy4025)
Bydistrictpolicyandstateandfederallaw,theschooldistrictmustprovideadrugfreeandweaponsfreelearning environmentandworkplace. Drugs Youmustnotpossess,use,sellorbeundertheinfluenceofanyalcoholicbeverageorprohibitedsubstancewhileyou areondistrictpremises,inadistrictvehicleoronduty.Youmayuseprescriptiondrugsauthorizedbyyourlicensed physician. Ifyouviolatethispolicyyoumayreceiveimmediatediscipline,includingdischarge.Youmayalsobeaskedtoparticipate inanalcoholordrugabuserehabilitationprogramapprovedbythedistrict.Youmustimmediatelyreportany convictionofadrugrelatedoffensetoyourimmediatesupervisor.

Weapons
Noemployee,volunteerormemberofthepublicisallowedtopossessafirearmordangerousweaponwhenina schoolbuildingoronschoolproperty,includingbusesoroffcampusatanyschoolrelatedactivity.Itisthe responsibilityofeveryemployeeandallotherdistrictpersonneltocomplywiththispolicy.Exceptionstothispolicyare verylimitedandaredescribedinPolicy4025.Violationofthispolicyshallresultindisciplineoftheoffendingemployee orotherdistrictpersonneluptoandincludingdischarge,terminationandcancelationofcontractforservices.Inthe caseofaviolationoftheweaponsprohibition,theviolationshallalsobereportedtoschoolpoliceliaisonofficerand/or locallawenforcementaswellastheMinnesotaDepartmentofEducation.

TobaccoFreeEnvironment(Policy4020)
TheMinneapolisPublicSchooldistrictisconcernedaboutthehealthofstudentsandemployeesandrecognizesthe importanceofadultrolemodelingforstudents.TheBoardofEducationfurtherbelievesthateducationhasacentral roleinestablishingpatternsofbehaviorrelatedtogoodhealth. Therefore,theuseoftobaccoproductsbystaff,students,visitorsorcontractorswillbeprohibitedonalldistrict property,includingbuildings,groundsandvehiclesowned,leasedorcontractedbytheschooldistrictandschool sponsoredfunctions.Yourcooperationwiththisimportantinitiativeisrequiredandappreciated. Ifyouuseyourprivatevehiclefordistrictbusinessandanotherpersonispresentinthevehicle,youmaynotuse tobaccoproducts. Link: http://policy.mpls.k12.mn.us/uploads/4020Tobacco+Use+NonStudent.pdf

TransportationEmployeeDrugandAlcoholTesting(Policy4026)
Anyemployeerequiredtohaveacommercialvehicledrivinglicenseissubjecttorandomalcoholanddrugtesting.This mayoccurunderavarietyofcircumstances,e.g.,whenthereisreasonablesuspicionthattheemployeehasconsumed alcoholorwhentherehasbeenanaccident.
14 October2010

Link:

http://policy.mpls.k12.mn.us/uploads/4026Transportation+Employee+Drug+and+Alcohol+Testing.pdf

SuspensionofEmployeeChargedwithaCriminalViolation(Policy4027)
EmployeesofMPSmaybesuspendedwithorwithoutpayfromthedatewhenchargedwithacriminalviolationorfrom thetimethedistrictorlawenforcementinitiatesaninvestigationofallegedmisconduct.Thedeterminationasto whetherthesuspensionwillbewithorwithoutpayismadeonacasebycasebasis.Suchadeterminationwillconsider, butnotbelimitedto,factorsincludingtheseriousnessofthechargeandwhetherthematterisjobrelatedornonjob related. Link: http://policy.mpls.k12.mn.us/uploads/4027Suspension+of+Employee+Charged+with+a+Criminal+Violation.pdf

CommunicableandInfectiousDiseasesAffectingEmployees(Policy4010)
Thedistrictiscommittedtoprovidingahealthyandsafeworkenvironmentforallemployees.Ourgoalistoprotect employeesfromtheriskofinfectionwithseriouscommunicablediseaseswhilerespectingtherightsofallstudents, employeesandcontractors,includingthosewhoareinfected.Employeesarenotrequiredtodiscloseinformation regardingtheirhealthstatusiftheydonotchoosetodoso,unlessrequiredbyfederalorstatelaw.Individualswithlife threateningandcommunicablediseaseswillbetreatedwiththesamecompassionandconsiderationgiventoany employeewithahealthproblem.Thedistrictwillprovideguidancefordealingwithworksituationsinvolving employeeswhohavelifethreateningandcommunicabledisease.Determinationsofwhetheranemployees attendanceorjobperformancecreatesasignificantriskofthetransmissionofanillnesstostudentsoremployeesof thedistrictwillbemadeonacasebycasebasisinconsultationwithdistrictnursingservicemanagers. Link: http://policy.mpls.k12.mn.us/uploads/4010Communicable+and+Infectious+Diseases+Affecting+Employees.pdf

DressandProfessionalAttire(Regulation5200A)
AllMPSemployeesareexpectedtoreporttoworkdressedinamannerthatreflectspositivelyontheimageofthe district.AsMPSemployees,wearejudgednotonlybyourservicebutalsobyourappearance.Thedistrictdoesnot haveaformaldresscode.However,weexpectthatyourappearanceisconsistentwiththehighstandardswesetfor ourselvesasadistrict.Youareexpectedtopresentawellgroomed,businesslikeappearanceandtopracticegood personalhygiene.Remember,toourstudents,parentsandthepublic,yourepresentthedistrict.Inappropriatedress mayvarydependingonthejobandjobsetting.If,inthejudgmentofanadministratororsupervisor,anemployeeisnot properlydressed,theadministratororsupervisorhasaresponsibilitytodirecttheemployeetoleavedistrictpremises untilheorsheisproperlydressed.

UseofTechnology:Internet,EmailandNetworkRulesforStaff(Policy6415&Regulation6415C)
Theuseofdistricttechnologyandinternetisaprivilegeandisnottobeabused.Useoftheinternetandotherdistrict technologyshouldbelimitedtoworkrelatedpurposes.MPSprohibitsusingdistrictresourcestoconductacommercial business,toengageinillegalactsortoaccess,review,upload,download,store,print,post,receiveordistribute pornographic,obsceneorsexuallyexplicitmaterialorothervisualdepictions;obscene,disrespectfulorsexuallyexplicit languageormaterialthatadvocatesviolencetowardordiscriminationagainstotherpeople. Link: http://policy.mpls.k12.mn.us/uploads/6415_Policy_2.pdf http://policy.mpls.k12.mn.us/uploads/6415+C+Regulation.pdf

15 October2010

Anymessageorfilecreated,storedand/orsetusingthedistrictscomputersorcommunicationsequipmentisthe propertyofthedistrict.Therefore,employeesshouldhavenoexpectationofprivacyinanymessagethatisapartof districtproperty. Alldistrictemployeesreceiveanemailaccountandsomewillhaveaccesstovoicemail.Employeesshouldchecktheir emaildailytomakesurethattheyareuptodateondistrictanddepartmentcommunication,issuesandopportunities. Employeeswithvoicemailshouldlistentotheirmessagesfrequentlyduringthedayandreturnmessagesinatimely andresponsiblemanner.Atthetimeofterminationofemployment,employeeswillnolongerhaveaccesstoMPSe mail.

Confidentiality:DataPracticesCompliance(Policy1040)
Failuretocomplywithdatapracticespolicycanresultinproblemsfortheschooldistrictandtheotherprofessional staffthatyouworkwith.Itcanalsoresultindisciplineforyouandimpactyouremploymentstatus.Onlypersonnel whoareresponsibleforthedesign,preparationanddeliveryofeducationalandrelatedservicesorwhohavea responsibilityforprotectingthehealth,safetyandwelfareofstudentsmayhaveaccesstowrittenororalinformation regardingstudents. Somebasicguidelinesforstaffworkingwithstudentsinclude: Donotshareinformationaboutastudentorfamilyinthestaffloungeorinthecommunitywithindividualsnot involvedwiththestudentsprogram. Neverrefertostudentsbynamewithanotherdepartmentsorschoolsstaff,ataconferenceorwithother parents.Alsoavoiddescribingstudentsinamannerthatwoulddisclosetheiridentity. Accessindividualstudentrecordsthroughtheproperprocedure,withtheproperauthorizationandforthesole purposeofbeingmoreeffectiveinyourwork. Speakandwriteresponsiblyandprofessionallywhenpassingoninformationrelatedtoyourworkwith students,withanawarenessofwhomayhearyouorreadyourreport. Takequestionsyoumayhaveabouttheschooldistrictspoliciesonconfidentialitytoadatapracticesspecialist intheGeneralCounselsoffice. Link: http://policy.mpls.k12.mn.us/uploads/1040++Data+Practices+Compliance.pdf

MandatedReportingofMaltreatmentofMinorsandVulnerableAdults(Policy5635)
Asanemployeeofthedistrict,youarerequiredtoreportsituationsinwhichyouknoworreasonablysuspectthata childorvulnerableadultisbeingphysicallyorsexuallyabusedorneglected.Ifanemployeeknowsorhasreasonto believethatachildorvulnerableadultisbeingneglected,physicallyabused,sexuallyabused,kidnappedorconcealed fromthechildsparentorhasbeentaken,thismustbereportedtoHennepinCountyChildProtection(forchildren)or HennepinCountyAdultProtection(forvulnerableadults). Ifanemployeeissuspectedofmaltreatingastudent,thereportshouldbemadetotheMinnesotaDepartmentof Educationandalsototheprincipal;ifthesuspectedpersonistheprincipal,theemployeeshouldnotifythearea superintendent.Unlessthesuspectedabuserisanemployee,noreportisrequiredtobemadetotheprincipal; however,employeesshouldusecommonsenseindeterminingwhetherreportingthesuspiciontotheprincipalisinthe childsbestinterests. Link: http://education.state.mn.us/MDE/Accountability_Programs/Student_Maltreatment/index.html Youshouldreportifyouknowofcircumstancesthatwouldgiveacautiouspersonreasontobelievetherewasabuseor neglect.Areportersnameisconfidential.Onlytheagencythatreceivesthereportknowstheidentityofthereporter.
16 October2010

Thereportersnamecanbedisclosedonlyifthereporterconsentstoitsreleaseorifacourtfindsthatthereportwas madeinbadfaith.Theschooldistrictmaynotretaliateagainstanemployeewhofilesareportingoodfaith. Link: http://policy.mpls.k12.mn.us/uploads/5635.pdf

RighttoKnow
Specificsrelatedtothedistrictsrighttoknowarecoveredinspecificpoliciesandpractices[(SeeCommunicableand InfectiousDiseases(Policy4010);EnvironmentalHealthandSafety(Policy5685);Procedures,ProgramsandStaff Development:CommunicableDiseases(Regulation6691B);DataPracticesCompliance(Policy1040)andInternet,Email andNetworkRulesforStaffUse(Regulation6415C).]

Nepotism(Policy4035)
Anemployeeshallnotbeassigned,reassigned,permanentlyortemporarilyemployedorissuedanindependent contractinadepartment,specialprogram,locationorschoolwhereonememberofafamilyhasdirectadministrative orsupervisoryresponsibilityoverthatemployee. "Supervisor"or"administrator"referstoanyemployee,regardlessofjobdescriptionortitle,havingauthoritytohire, setsalary,transfer,suspend,layoff,recall,promote,discharge,assign,rewardordisciplineotheremployeesorhaving responsibilitytodirectthemoradjusttheirgrievances,if,inconnectionwiththeforegoing,theexerciseofthis authorityisnotofaroutineorclericalnature,butrequirestheuseofindependentjudgment. Forthepurposeofthispolicy,familyrelationship(including"step"orhalfbloodrelationship)includes: A. Father,mother,son,daughter; B. Husband,wife,spousesfatherormother,sonswife,daughtershusband; C. Grandfather,grandmother,brother,sister,grandson,granddaughter; D. Spousesgrandfatherorgrandmother,spousesbrotherorsister; E. Greatgrandfather,greatgrandmother,uncle,aunt,brotherorsisterssonordaughter,greatgrandson,great granddaughter; F. Anadoptedchildistreatedasthenaturalchildoftheadoptiveparents;and/or G. Anyperson,includingadomesticpartner,whoresidesinthesameresidenceasadministratororsupervisor Thispolicyappliestoindependentcontractsandallformsofemployment,including,butnotlimitedto,regularfulltime employment,regularparttimeemployment,temporaryfulltimeemploymentortemporaryparttimeemployment. Thispolicyappliestoallemployeesincludingstudentworkers.Exceptionstothispolicycanbemadeforunique circumstances.Exceptionsmustberequestedinwritingwithjustificationfromthedepartment,specialprogram, locationorschoolthroughtheproperadministrativelinetotheOfficeoftheSuperintendentordesignee.Thispolicy doesnotrestricttherightsofstudentstoenrollinorbeassignedtoclassestaughtbycloserelatives.Insuchcases,the closerelativefacultymembersshallberesponsibleformakingthoseacademicdecisionsnormallyincidenttotheir instructionalduties. Link: http://policy.mpls.k12.mn.us/uploads/4035Nepotism.pdf

Safety,SecurityandEmergencyManagement(Policy6680)
ThesafetyandsecurityofthestudentsandstaffoftheMinneapolisPublicSchoolswhileonschoolpremisesorwhileon schoolbusinessoffschoolpremisesisanintegralpartofthemissionofthedistrict.Theabilitytorespondresponsibly, quicklyandefficientlytoemergencies,whetherlocalizedorofageneralapplicability,isagoalofthedistrict. Eachprincipalhastheresponsibilityforthesafety,welfareandeducationalprogramforallstudentsandstaffassigned tohisorherschool.Thecurriculumshallincludesafetyeducation,includingschoolbussafetytraining,accident preventionandemergencypreparedness.
17 October2010

Allschoolsandadministrativesiteswilldevelopandimplementanemergencymanagementplan,alignedwiththe districtwideemergencymanagementplan,thatpreparesthemtorespondtoanyemergencythatcouldbecausedby naturaldisaster,structuralorsystemsfailureorhumanactivity.Wheneverpossible,staffshouldattempttoalerttheir supervisorpriortocalling911orlocalemergencypersonnel. Districtwideemergencyplansshallincludecontinuityofoperationsplans.Eachdistrictbuildingorsiteshallprovidein itsplanforthepracticeofprocedures,includingminimallyrequireddrills. Link: http://policy.mpls.k12.mn.us/uploads/6680_policy.pdf

AccidentPrevention/Reporting(Policy6681)
Injuriesduetoaccidentareaprimarycauseofabsenteeismforbothstudentsandstaff.Absenteeisminterferes significantlywiththeabilityofthedistricttoaccomplishitsprimarygoalofprovidingacompleteandrigorous educationtoallofitsstudents.Itisthereforeimportantthatschools,inadditiontofamiliesandthecommunity,doas muchaspossibletopreventaccidentsandtomaintainsafeenvironmentsforourstudents,staffandvisitors. Promptreportingandcorrectionofdangerousconditionsandincidentsthatcanordoresultininjuryareessentialto maintainingasafeenvironment.Throughasoundprogramofsafetyeducation,studentslearntomakewisechoices whenthepossibilityofinjurytoselforothersexists.Thepurposeofthispolicyistoestablishthedistrictresponsibility topreventandreportaccidentsordangerousconditionsandtopreparestudentstomakewisechoicesinthefaceof risks. Allpersonsemployedbythedistrictareresponsibleforrecognizingandreportingunsafeconditionsthatmaycontribute toaccidentsandinjuriestostudents,staffandvisitingmembersofthecommunityandforreportingaccidentsthatoccur ondistrictpremisesorwhileondistrictbusiness. Districtcurriculumshallincludeageappropriatesafetyeducationforstudents.Studentsshouldreportunsafe conditionsoraccidentstoaresponsibleadultassoonaspossibleafterdiscovery. Thesuperintendentorsuperintendentsdesigneemayestablishstandardaccidentordangerousconditionreporting formsforusebyemployees.Suchforms,onceestablished,shallbeusedunlessanemergencysituationexistswhere timedoesnotallowtheirusewhenattemptingtosecureanaccidentsiteorpreventadditionalorfurtherinjury. Buildingprincipalsorsiteadministratorsshallreportunsafeconditionsinschoolbuildingoronschoolgroundstothe districtEnvironmentalHealthandSafetyDepartment. Link:http://policy.mpls.k12.mn.us/uploads/6681_policy.pdf

CommunicationPolicies&MediaRelations(Policies1010&1150)
ItistheresponsibilityanddesireoftheBoardofEducationthattwowaychannelsofcommunicationbekeptopenatall timesbetweentheschoolsystemandthepublic.Theboardwillcontinuouslyattempttocreateandmaintainschools thatreflecttheeducationalinterestsofpupilsandwilldoitsbesttorespondtothepublic'swishesandtokeepthe publicinformedoftheaffairsoftheschoolsystem.Tohelpachievetheabovegoals,everyeffortmustbemadetokeep thepublicinformedthroughthemassmedia,communityorganizationsandschoolpublicationsandreportswithsuch purposesas: 1) Toeducateaboutthebenefitsofeducation. 2) TokeepthepublicinformedaboutthegoalsoftheMinneapolisPublicSchools. 3) Toprovideanunderstandingoftheservicesofindividualschoolsandtheadministration.
18 October2010

4) Totellhoweducationcontributestotheeconomyofthewholecommunity. Publicationsissuedbyandinthenameoftheschoolsofthedistrictshallreflectthehighregardandaspirationsofthe publicforitsschools.Theremustbenocompromisewithregardtothehighqualityofeditorialcontentandthe effectivenessofformat.Theexerciseofappropriateeconomyinmaterialsandproductionisexpectedsolongasthe mainpurposeisnotjeopardized. RegularandspecialradioandTVprogramsshallbeconsistentwiththegoalsofourschoolsandtheinstructionalguides approvedbytheboard.Itisimportantthatsuchprogramsalsoreflectthehighregardandaspirationsofthepublicfor itsschools. Link:http://policy.mpls.k12.mn.us/uploads/1010_policy_2.pdf Alldepartmentsupervisorsanddepartmentheadsshallstrivetocommunicatetoallemployeesdistrictand departmentalpolicies,practicesandupdatesonaregularbasis. Clearandconsistentcommunicationshallalsobemaintainedwithstudentsandparentsregardingschoolmeetingsand conferences,gradingperiods,studentprogress,attendance,disciplinepoliciesandotherpertinentpoliciesand practices. Link:http://policy.mpls.k12.mn.us/uploads/5000.pdf
SpecificMediaRelations(Policy1150)

OfficialcommunicationsbetweentheschooldistrictandthenewsmediaaretheresponsibilityoftheOfficeof Communications,thedistrictdepartmentchargedwithcommunicationsandpublicaffairsduties.TheOfficeof Communicationsservesasthelinkbetweenthedistrictandthemediainordertoprovidevitalinformationtothe public. Districtemployeesmustreferallrequestsforinformationregardingaschool,stafforstudents,interviewsofstaffor studentsatschoolormediavisitstoaschoolsiteordepartmentadministratortoCommunicationsat6680230. Communicationswillcoordinatewiththeprincipal,siteadministratorordepartmentheadforspecificsite,department orschoolinformationorarrangements.Individualsdesignatedasofficialspokespersonsshallconsultwith Communicationsintheirdealingswiththenewsmediaonbehalfofthedistrict.Officialspokespersonsareestablished asfollows: 1. Forthedistrict:thesuperintendentorsuperintendentsdesignee;thedirectorofCommunicationsorthe directorsdesignee. 2. FortheBoardofEducation:thechairpersonoftheboardorthechairpersonsdesignee. 3. Forindividualschools:theschoolsprincipalorsiteadministratorordesignee. 4. Forspecificdepartments:theheadofthedepartmentordesignee. Link: http://policy.mpls.k12.mn.us/uploads/1150+Media+Relations.pdf

InclementWeatherandSchoolClosings(Policy6132B)
Informationconcerningschoolclosingsrelatedtoextremeweatherconditionsandotheremergencieswillbe announcedonlocaltelevisionandradiostations.Alsocheckthedistrictswebsiteatwww.mpls.k12.mn.us. MPSemployeesareexpectedtofollowtheannouncementmaderelatedspecificallytoourdistrict.Schoolsmaybeclosed tostudentsand/orstaffatthediscretionofthesuperintendent.
19 October2010

Ifschoolsareclosedtostudentsintheeventofextremecoldweatherandwindchill,allstaffwillbeexpectedtoreport toworkunlessspecificallydirectedotherwise.Intheeventofsnowandhazardousdrivingconditions,schoolswillbe closedtostudentsandallemployeesexceptdesignatedemergencyemployees.Inthosecircumstanceswhenall schools/programs/sitesareclosedtostudentsandstaff,adesignatedemergencyemployeeateachsiteshallopen thebuilding/siteonehourbeforeschoolstartingtimeandclosethebuilding/siteonehourafterschoolstartingtime(a totaloftwohours)toensurestudentsafety.Districtmanagersatallothersitesmustdesignateemergency employeeswhowillberequiredtobepresentondayswhenthesystemisclosedtorespondtoanyissuesorconcerns thatmightarise.Suchdesignatedemergencyemployeesshallbeappropriatelycompensatedaccordingtotheir contractualagreements. Sometimesitmaybecomeadvisableforschoolsand/orprogramstoendsessionsearlierthanusualbecauseof increasinginclementconditionsorweather.Parentsshouldbenotifiedofthispossibility.Ifconditionsarisethat necessitatetheclosingofschoolsand/orprogramsduringregularschooldaysorschoolrecessdays,districtemployees willbeexcusedbyschooladministrationassoonasstudentssafelyvacatethebuilding.Ifconditionsnecessitatethe closingofothersystemsitesorprograms,themanagerorsiteadministratorwillreleasedistrictemployees appropriately. Link: http://policy.mpls.k12.mn.us/uploads/6132b.pdf

UseofDistrictSuppliesandEquipment(Policy1600E&Policy3000)
UseofgeneralschoolphysicaleducationandathleticsuppliesshallnotbeallowedbynonMPSemployeesunderthe permittousegymnasiums.Useofapparatusispermittedonlywhentheleaderiscompetenttoinstructinitsuseand whenpermissionhasbeengrantedbytheprincipaloftheschool.Audiovisualequipmentandothersuppliesor equipmentmaybeoperatedonlybythosecertifiedorauthorizedtodosobytheprincipalorothermanageror supervisor.

UseofTelephones,OtherDistrictOfficeEquipmentandDistrictMail(Policy3515)
Employeesareencouragedtousetelephones,computers,faxmachinesandothercommunicationdevicesfordistrict purposesonly.Employeesshouldmakepersonaltelephonecallsduringtheirbreakormealperiods.Theyshouldbe kepttoaminimumandshouldbebrief.Ifitisnecessarytomakealongdistancepersonalcall,havethecallbilledto yourhomephoneorcreditcard.Extensivepersonalcallsduringworkhoursmayleadtoasupervisortakingprogressive disciplineaction,includingwarnings,writtenreprimand,suspensionandpossibledismissal.Personalcorrespondence shouldbewrittenonyourowntime.Thedistrictshouldnotbeusedasapersonalmailingaddress.Departmentsand schoolsmayissuecellularphonestoindividualemployeesforusefordistrictpurposes.Therulesregardingthe possession,useorsubstitutionforthesedevisesisapartofthispolicy.

PurchasingGuidelines(Policy3300B)
Thedistricthasestablishedpurchasingguidelinestoprovidefairnesstoallprospectivevendorsandtoprovidea specificityofstandardstoprotecttheboard,schooladministratorsandthedepartmentchargedwithmaking purchasesfromspecialinterestorpressuregroupsandfromanychargesoffavoritism.Purchasingguidelinesshouldbe publishedbyalldepartmentschargedwithmakingpurchases.Departmentschargedwithmakingpurchasesshould periodicallytrainemployeesontheguidelines. Purchasesthatdonotfollowtheguidelinesmaynotbeapprovedormaynotbepaidforbydistrictfunds.Inthe alternative,thedistrictmayseekreimbursementfromtheemployeewhomadethepurchase. Employeeswhomakepurchasescontrarytotheguidelinesmaybesubjecttodisciplineaccordingtothetermsofany collectivebargainingagreementorcontractaffectingtheemployee.Pleasecheckwithyourprincipal,supervisoror departmentpriortomakinganytypeofdistrictrelatedpurchase.
20 October2010

Link: http://policy.mpls.k12.mn.us/uploads/3300+B+Regulation.pdf

ReturnofDistrictProperty
Intheeventthatanemployeeistransferred,notatworkforanextendedleaveofabsenceorterminated,employees arerequiredtoturninallkeys,identificationbadge,equipmentandprivateorproprietarydocumentsbelongingtothe district.

PersonalProperty
Exceptasotherwiseprovidedbycontract,thedistrictdoesnotassumeanyresponsibilityforlossof,theftofordamage topersonalproperty.Inordertominimizethis,weadviseyounottocarryunnecessaryamountsofcashorother valuables.Ifyoubringpersonalitemstowork,youareexpectedtoexercisereasonablecaretosafeguardthem. Personalappliancessuchasrefrigerators,coffeemakers,lamps,etc.mustalsomeetsafetycodes. Propertyassumedtobeabandonedwillnotbediscardeduntilreasonableefforthasbeenmadetonotifytheemployee whoownsproperty.Employeesmayberequestedbytheirsupervisorstoprovideaninventoryofpersonalitems remainingonpremisesaspartofendofyearcheckoutprocedures. ConsensualRelations Employeeswhodevelopaconsensualrelationshipareprohibitedfromworkingindirectorindirectsupervisory positionsrelativetoeachother.Intheeventemployeeswhohaveaconsensualrelationshipwitheachothercomeinto adirectorindirectsupervisoryposition,bothemployeesmustreportsucharelationshiptotheirsupervisors,andthe districtwilldeterminealternativesupervisoryplansforoneorbothoftheemployeesintherelationship.Ina forthcomingpolicy,thedistrictwillestablishreasonablelimitationsonconsensualrelationshipsbetweenemployeesto protectthelearningenvironmentforourstudents,toensureaworkenvironmentfreefromsexualharassmentandto protecttheintegrityofdistrictoperations.

PoliticalActivity
Youmaynotengageinanypoliticalactivityduringyourworkinghours.Yourpoliticalactivitiescannotinterferewiththe performanceofyourdutiesonthejob.Eligiblevotersmayreceivetimeofftovotebeforenoononthemorningofany statewidegeneralelectionorinanyelectiontofillaCongressionalvacancy.Checkwithyoursupervisoraboutyour departmentsrules. Youmaybelongtoapoliticalpartyorestablishedorganization,payregularmembershipduesandengageinallofits activities.Ifyousolicitorreceivefundsforpoliticalpurposes,itmustbeduringnonworkinghours.Youcannotuseyour jobforpoliticalinfluence,tocontrolthepoliticalactionofothersortosecureextraadvantagesforyourself.

21 October2010

2.0EMPLOYMENTPRACTICES
RelationshipbetweenEmployeeandSupervisor
Yourpositionhasspecificresponsibilitiesthatyouareexpectedtoperform.Everyemployeeisassignedanimmediate supervisor.Generaljobresponsibilitiesarelistedinyourjobdescription.Itisimportantthatyouunderstandthese responsibilities.Yoursupervisorwillprovideyouspecificsregardingyourjob,introduceyoutoyourcoworkersand explainthenatureofthework.Therefore,itisveryimportantthatyouclearlyunderstandwhatyoursupervisorexpects ofyouandthatyoukeepabreastofanychangeinyourjob.Ifyouhavequestionsregardingyourjobdescription, assigneddutiesand/orresponsibilities,askyourimmediatesupervisorfirst.Yoursupervisormayreferyoutoother resources,asneeded. Mostjobsrequireemployeestobeflexibleandwillingtotakeonnewassignmentsasaresultoftheirresponsibilities changingovertime.Theprimaryresponsibilityofanysupervisoristoseethattheunitsworkisdoneproperlyandon time.Immediatesupervisorsmayassignotherdutiesasneeded.Inordertoaccomplishthis,thesupervisordetermines theworkrules,toolsandequipmentnecessaryfortheemployeestosuccessfullydothework. Allemployeesareexpectedtousesoundjudgmentwhenperformingtheirdutiesandtakeresponsibleandcommonly acceptedmeasurestoprotectthehealth,safetyandwellbeingofothersaswellasdistrictproperty.

TheWorkForceJobClassifications
TheMinneapolisPublicSchoolsemploymanydifferenttypesofemployees.Themajorityofouremployeesarepartof oneof15collectivebargainingunits.Someemployeesareemployedthroughcontracts. Asanemployerofthousandsofpeople,thedistrictmustsystematicallydescribeandgroupjobstoensureconsistent andfairtreatmentwhenassigning,compensatingandpromotingemployees.Consequently,wehaveestablisheda classificationplanforalljobsinthedistrict.Individualpositionsaregroupedintojobclasses,witheachclasscomposed ofpositionswithsimilarduties,responsibilitiesandrequiredqualifications.Yourjobclassificationisthefoundationof theemploymentprocess. AppointmentTypes Atwillisanemploymentrelationshipinwhicheitherpartycanterminatetherelationshipatanytimeforanyreasonif therewasnotanexpresscontractforadefinitetermgoverningtheemploymentrelationship.Someadministratorsand otherpositionsunrepresentedbybargainingunitsfallintothiscategory. Temporaryemploymentisdefinedasanonpermanentappointmenttoapositionforaspecifiedperiodoftime. Temporaryappointmentsareintendedtomeetlegitimatenonpermanentstaffingneedsandareappropriateonly whenthereisareasontoexpectthattherewillbenopermanentlongtermneedfortheemployee. Aconsultantisdefinedasapartyengagedtogiveprofessionaladviceorservicesforafee,butnotasanemployeeof thepartythatengageshimorher.Topreventapparentoractualconflictsofinterest,granteesandconsultantsmust establishguidelinesindicatingtheconditionsofpaymentofconsultingfees. Anindependentcontractorisdefinedasapersonorcompanyretainedtoperformworkforanother,oftenundera writtencontract,wherecontrolmaybesubjecttotheendresultandnotastohowtheworkisperformed. Permanentorregularpositionsareappointedbythedistrict.Typically,thesepositionsareassignedtoabargaining unit.Youmustsuccessfullycompletetheapplicableprobationaryperiodtogainpermanentstatus.

PositionVacancies,StaffRecruitingandHiring
Throughitsemploymentpolicies,thedistrictwillattempttoattract,secureandretainqualifiedpersonnelforall positions.Theselectionprogramwillbebaseduponfindingcandidateswhowilldevotethemselvestotheeducation andwelfareofthechildrenattendingschoolsinthedistrict.Thedistrictadherestothepracticeofrecruitingandhiring
22 October2010

personnelwithoutregardtoreligion,race,color,maritalstatus,nationalorigin,ethnicity,gender,sexualorientation, affectionalpreferenceordisability. Announcementsofjobvacanciesbypositionandlocationarepostedonouronlineemploymentapplicationpageat http://empapp.mpls.k12.mn.us.Inaddition,someannouncementsofvacanciesarealsoadvertisedinotherways, includinglocaland/ornationalnewspapers.

ProbationaryPeriod
Thedistricthasestablishedaprobationaryperiodforallnewemployees.Theprobationaryperiodisatrialphaseto assurethatyoucansatisfactorilyfulfillthedemandsoftheposition.Thisisthetimewhenyouwillreceiveonthejob trainingandguidanceandyourworkwillbesupervisedtohelpyouadjustmoreeffectivelytoyournewposition.While youareaprobationaryemployee,youwillworkcloselywithsupervisorsandcolleaguestolearnyourduties.Thisperiod alsogivesyoursupervisortheopportunitytoevaluateyourresponsestotrainingandjobrequirements.Youmust completethisperiodsatisfactorilytogainpermanentstatusfollowingyourinitialappointmentorpromotion.The lengthoftheprobationaryperiodmayvary,dependingonyourjobclassificationandlaboragreement. Undersomeunioncontracts,yourprobationaryperiodmaybeextended.Ifyoudonotmeetacceptableperformance standardsduringthisperiod,youwillbeseparatedfromdistrictservices.Youmaynotappealadismissalduringyour initialprobationaryperiodthroughthegrievanceprocedures.

Teamwork
Providingahighqualityeducationforstudentsandahighqualityworkexperienceforyouinvolvesteamworkbetween youandeveryotheremployeeinthedistrict.Someimportantactionsare: 1) togettoknowyourcoworkersandtheircapabilitiesand 2) tohelpcreateapleasant,caringandenjoyableworkenvironment. Teamworkisdemonstratedbyshowingrespect,cooperationandleadershipatalltimes.Servingasaneffective memberofyourteamiscriticaltoaccomplishingthedistrictsmission.

HoursofWork
ThecurrentMPSworkweekisgenerallybasedonafivedayweekof40hours.However,duetothewidevarietyof locations,typesofpositionsandcollectivebargainingagreements,thespecificsofanemployeesworktimewillvary.It isimportantthatyouandyoursupervisordiscusstheexpectationsforhoursofworkwhenyouarehired.MPSneedsto havetheflexibilitytoschedulepeoplewhenneeded.Thedistricttriestoaccommodateindividualneedsasmuchas possibleandstillmeettheneedsoftheorganization.However,itmaysometimesbenecessarytoaskstafftoworkat timesotherthantheirregularlyscheduledtime. Thetypicalworkweekforadministratorsandotherunrepresentedfulltimeemployeesisalso40hoursperweek. However,thoseemployeeswhoareexemptunderthefederalFairLaborStandardsAct(FLSA)areexpectedtowork thesufficientnumberofhoursnecessarytocompletetheresponsibilitiesoftheirposition.

OvertimeandCompensatoryTime
Overtimeisdefinedaswhenyouworkatyourjobinexcessof40hoursperweekandyouareanhourlyemployee(non exempt).Thedistrictscommitmenttopayforovertimehoursisinaccordancewithstateandfederallaws.Overtime requirespriorauthorizationbyyoursupervisor.Nonexemptemployeeswillbecompensatedforallhoursworkedat oneandonehalftimestheirnormalhourlyrate.Exemptemployeesarenotpaidforovertime.Youwillbenotifiedby yoursupervisorastoyourstatusasexemptornonexemptandtheprocedureforobtainingpriorauthorizationfor overtime. Exemptemployeesarenotpaidforovertimeandareemployedonaschoolyear,modifiedschoolyearorfulltimebasis, accordingtotheirworkschedulessetbythedistrictandexistingcontractuallanguage.
23 October2010

Compensatorytimeistimeoffgiventoanemployeeinlieuofovertimepay.Employeesmustreceivepriorapprovalfrom theirsupervisorbeforetakingtimeoffbasedonaccruedcompensatorytime.Compensatorytimeaccruesattherateof oneandonehalfhourofcompensatorytimeforeachhourofovertime.

WorkCalendar
Aschoolcalendarisadoptedeachyeardesignatingtheworkscheduleforteachersandallschoolholidays.Generally, staffmembersthatworkinschoolsfollowthedistrictschoolcalendar,beginninginAugustandendinginJune. However,differenttypesofemployeeshavedifferentworkcalendarsforwhentheyreportforworkandendtheir workyear.Otheremployeesworkthroughoutthecalendaryear.Itisimportanttounderstandtheexpectationsfor yourworkcalendarsothatyoucanplanappropriately.

Dependability
Asamemberofthedistrict,youareresponsibleformaintaininggoodattendance.Allleaves,whetherpaidorunpaid, mustbescheduledinaccordancewithdistrictproceduresandwithcurrentapplicablecollectivebargaining agreements.Youareexpectedtoreporttoworkontime,adheretothetimeperiodsestablishedforbreaksandlunch andremainatyourassignedworkstationthroughouttheworkperiodoruntilproperlyrelieved.

Paychecks
Thedistrictissuessalarypaymentsthroughdirectdepositonabiweeklybasis.Youwillreceivepaymentforwork performedduringthepayperiodthatendedtwoweekspriortothedateofthecheck.Thedistrictstronglyencourages theenrollmentofallexistingemployeesintothedirectdepositprogram.Allnewlyhiredemployeesmustparticipatein directdepositforreceiptofpayrollfunds.Employeesaresolelyresponsibleforupdatingandchangingbank information,suchasaccountnumbers,closedaccounts,orbankroutingnumberchangesduetobankmergers.This informationshouldbeenteredthroughtheEmployeeSelfService(ESS)Portal.Thedistrictwillissuechecksfor employeeswhodonothavebankaccounts.

RecordingHoursWorked
Youareresponsibleforaccuratelyandhonestlyreportingyourworktimeandanytimeofffromthejob.Ifitis necessaryforyoutobeabsentfromorlatetoworkforanyreason,pleasenotifyyoursupervisorandenterthetimeoff appropriately.TheEmployeeSelfService(ESS)Portalisavailableonlinetorecordyourworkhours(extendedhours onlyforteachers),changeyouraddress,changebankinformation,changeW4informationandviewyourpay statements.

OverpaymentofWages
TheDepartmentofLaborandIndustrypolicyregardingoverpaymentofwagesisthattheemployerhastherightto recoveranyoverpaymentcausedbyabookkeepingerror;therefore,anemployer(thedistrict)mustbereimbursedfor overpaymentofwages. Link: http://www.dli.mn.gov/LS/FaqWages.asp

AttendanceandPunctuality
Allemployeesareexpectedtomaintainsatisfactoryattendanceandreporttoworkontimeeveryday.Absencesand tardinesscreateanunfairburdentocoworkersandshouldbeavoided.Absences,latearrivalsandearlydepartures mustbekepttoaminimum.

NotificationofAbsencesCallInProcedures
Ifyouareunexpectedlyabsent,exceptinanemergencysituation,youmustnotifyyoursupervisorordesigneeina timelyfashion(beforeworkstarts).Ifyourabsenceiscontinuousorlengthy,youmustnotifyyoursupervisoronadaily
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basisorasrequired.Ifyoufailtocallin,youmaybeplacedonunauthorizedleavewithoutpayandsubjecttoother correctiveaction. MedicalDocumentation:Aphysicianmustcompleteamedicalcertificateforyouifyouareabsentastheresultofinjury orillnessformorethanfiveworkingdaysorasotherwiseoutlinedinyourunioncontractordistrictpolicy.Ifyoufailto supplytherequiredmedicaldocumentation,youmaybeplacedonunauthorizedleaveandthismaybegroundsfor dismissal.

OutsideEmploymentandTutoring
Outsideworkrelatedemploymentisallowedonlyifitisperformedoutsideofthenormalworkhoursorwhenthe employeeisonvacationorapprovedunpaidleave.Thisincludesemployeeswhoarehiredbyotherorganizationsto provideafterschoolservicesforstudents,e.g.tutoring.EmployeesmaynotuseMPSmaterialsandequipment(fax machines,paper,supplies,instructionalmaterials,phones,etc.)toconductoutsidebusiness,includingtutoringwhen employedbyanotheragency.Thepurposeofthisruleistoensurethatnoconflictexistswithanemployeesregular responsibilitiesand/orworkperformance. Link:http://policy.mpls.k12.mn.us/uploads/3000_rev.pdf

PromotionandReclassification
Generally,youmayreceiveanappointmenttoahigherleveljobclassificationintwoways.First,youmaycompetefora newpositionthroughanopeningthatariseswhenanotheremployeeleavesanexistingposition.Thedistrictmayusea formalrecruitmentprocesstoobtainalistofcandidatestobeconsideredforanopeningoritmayusealessformal selectionprocess.Ineitherevent,inordertobeconsideredyoumustmeettheminimumrequirementsforthehigher classificationandcomplywiththeapplicationprocedures. Second,youmayprogresstoahigherlevelthroughreclassification.Afterworkingforthedistrictforatime,itmaybe determinedbyyoursupervisorordepartmentthatyourdutieshaveexpandedtothepointthattheyaremore consistentwithahigherleveljobclassification.Insuchacase,yoursupervisorwillworkwithHumanResourcesto discusspossiblenextsteps.

TemporaryServiceinaHigherClass
Whenatemporaryvacancyoccursinanonentrylevelclassification;suchaswhenanemployeeisonextendedsickor maternityleave,thedistrictmayfilltheopeningbytemporarilyassigningyoutothehigherlevel,providedthe assignmentlastsadesignatednumberofdaysandmeetsanyotherrelevantunioncontractprovisions.Noformal selectionprocessisrequired,butyoumustmeettheminimumqualificationsoftheclass.Whileservinginthistypeof service,youarepaidatthehigherlevel,butyouretainstatusinyourpermanent(lower)classification.Benefitsother thansalary,suchaslongevityandvacationaccrual,arebasedonyourpermanentclass.

Reassignment
Youmayrequestavoluntaryreassignmentwithinthedistrict.Thedistrictmayalsoreassignyouundercertain circumstances,generallydefinedinyourunioncontractordistrictpoliciesandprocedures.Reassignmentsoccurfora varietyofreasonsincludingwhenthedistrictseekstobetteruseitsresources,toavoidlayoffs,tomeetemergencyor seasonalconditionsortoaccommodateyou.

Demotions
Disciplinarydemotionsincludereductionsingradeand/orsalary.Theymaybetemporaryorpermanent.Avoluntary demotionmaybegranted.Ingeneral,somedemotionsaremoreappropriateinsituationsinvolvingsubstandard performanceratherthanmisconduct. Temporarydemotions,thoseupto180days,areappropriateformisconduct.
25 October2010

Permanentdemotions,thoseover180days,areappropriateforsubstandardperformance. Undercertaincircumstances,voluntarydemotionsmaybegrantedtoavoidotherdisciplinaryactionifagreedtobythe employeeandbymanagement. Employeeswhoaredemotedmayreturntotheirpriorstatusclassortoalowerjobclassinthesameoccupationalfield. Ifnovacancyexists,theywillbeplacedonthecorrespondinglayofflist. Somevoluntarydemotionsmayincludeareductioninhoursanddonotrelatetosubstandardperformanceor misconduct.

Transfers(Policy4050)
ThesuperintendentoftheMinneapolisPublicSchoolshasthesoleadministrativerighttotransferpersonnelwithinthe districtotherthanwheregovernedbycontract.Anemployeewhohasbeentransferredwillretainvacationprivileges acquiredinthedepartmentfromwhichtransferhasbeenmade.Whenanemployeetransfersfromonedepartmentto another,theaccruedvacationwilltransferwiththeemployeeandbecometheresponsibilityoftheaccepting departmentunlessotherspecificarrangementsaremadeatthetimeofsuchtransfer.

Reinstatement
Reinstatementreferstoplacementonaneligiblelistwithoutreapplying.Theaffectedpersonmaybelaidofffroma positionandhascontinuedtoworkinanotherpositionormaynolongerbeworkinginanyposition.Areinstated employeehasthestatusofanewemployee.

PerformanceEvaluations
Performanceevaluationsshouldbeconductedbyanemployeesimmediatesupervisor.Contactyourdirectsupervisor andalsorefertoanyrelatedlanguageinyourcollectivebargainingagreement.

EmployeeDiscipline
Althoughweexpectsatisfactoryperformancefromallemployees,therearetimeswhenanemployeesbehaviororjob performancewarrantssomeformofdiscipline.Inadditiontoviolationsofdistrictpolicies,employeeactionswarranting disciplinemayincludemisbehavior,insubordination,unsuccessfuljobperformanceorexcessivedaysoffandtardiness. Inmostcases,ifthereareissuesthatneedtobeaddressed,thesupervisorwilltalkwiththeemployeefirst.The supervisorandemployeewillworktogethertocomeupwithanimprovementplan. Actionstakentodisciplineordischargeanemployeeshallbebaseduponjustcause.Dependingonthecircumstances, supervisorsmayimplementsuccessivestepsoftheprogressivedisciplineprocess,whichincludesverbalorwritten warnings,writtenreprimands,suspension,demotionandterminationordischarge.Thisrule/practiceprovidesguidance forbothyoursupervisorandyouastheemployeebutdoesnotobligatethedistricttoasetcourseofactionunless outlinedinyourcollectivebargainingagreement.Werecommendthatallemployeesstrivetousegoodjudgmentinall areasrelatedtotheirjobandresponsibilitiesthatwillmakedisciplinaryactionunnecessary.

Termination/Involuntary
Ifcircumstanceswarrantthisaction,anemployeemaybeterminatedfromemployment.Terminationisthefinalstepin theprogressivedisciplinaryprocessandisnotcorrective.Anemployeewhoseperformanceisnotsatisfactoryduring theprobationaryperiodmaybereleasedatthediscretionofthedistrictduringthisperiod.Youmaynotappeala dismissalduringyourprobationaryperiodthroughthegrievanceprocedures,but,ifyouareateacheroraveteran,you haverightstoanadministrativehearing(refertoyourcontract).Uponinvoluntaryterminationyouwillbepaidany earnedandunusedvacationpayasoutlinedinyourcollectivebargainingagreement,inaccordancewithstatelaw.

PersonnelRecords
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Personnelmattersareconfidential.Youhaveaspecificrighttoprivacyinthemaintenanceanduseofinformation containedinyourpersonnelfile.Thedistrictrespectsthatright.Accesstothisinformationislimitedanditsconfidential natureissafeguarded.YoumayrequesttoseeyourpersonnelfilethroughtheStrategicWorkforceManagement Department.

27 October2010

3.0SEPARATIONS
Resignation/VoluntaryTermination
IntheeventthatyouchoosetoterminateyouremploymentwithMPS,youshouldgiveyoursupervisor/departmentas muchnoticeaspossible(e.g.,aminimumoftwoweeksormoreorasoutlinedinyourcollectivebargainingagreement) toallowtimetofindareplacementforyou.Insomeinstances,thesupervisormayfinditnecessarythatyouleave beforetheexpirationofyournotice(e.g.,ifthereisinsufficientworktojustifyyoustayingfortheentirenoticeperiod). Inthisevent,youwillbepaidasifyouhadworkedduringtheentirenoticeperiodandtheeffectivedateoftermination willbethelastdayworkedorlastdayofnotice. Completeandsigntheseparationform,availablefromtheDivisionofHumanResourcesandonlineat http://humanresources.mpls.k12.mn.us.ObtainallrequiredsignaturesandcheckwithaBenefitsrepresentativeinthe TotalCompensationDepartmentregardinganybenefitsyoumightbeeligibletoreceive.

Retirement
Toensureproperpaperworkcanbefiledinatimelymannerandthatpensionpaymentscanbeprocessed,employees mustgiveamplenoticetothedistrictofthedateoftheirintendedretirement.PleasecheckwiththeDivisionofHuman Resourcesandyourcollectivebargainingagreementfordetailsregardingretirement.Theseparationformavailable fromtheDivisionofHumanResourcesandonlineathttp://humanresources.mpls.k12.mn.usmustalsobecompleted.

Layoff
Thedistrictdefinesanunrequestedleaveofabsenceorlayoffasaninvoluntary,nondisciplinaryseparationfrom districtserviceresultingfromalackofwork,aprogramcutbackorothereconomicnecessity.Astheschooldistricts needsandresourceschange,theremaybeaneedforreducingthenumberofemployeesincertainjobs.Inthis situation,therulesestablishedthroughlaboragreementsanddistrictpoliciesdeterminetheprocedurestobefollowed forlayoffs.Consultyourunioncontractifyouareabargainingunitmember.Administratorsandotherunrepresented employeesshouldcontacttheDivisionofHumanResourcesforspecificdetails.

SeverancePay
Ifyouareadistrictemployeewhoisplacedonanunrequestedleaveofabsenceorlaidoffyoumaybeentitledto severancepay.Consultyourunioncontractifyouareabargainingunitmember.Administratorsandother unrepresentedemployeesshouldcontacttheDivisionofHumanResourcesforspecificdetails.

ReemploymentandRehire
Ifyouhavepermanentstatusandarelaidoff,youmayhavespecialrightstojobopeningsthatmayariseinthedistrict. Thesearegenerallydescribedinthelayoffandreemploymentarticlesofyourunioncontract.Thedistrictwillsupply specificinformationshouldalayoffbecomenecessary.

COBRABenefits
TheConsolidatedOmnibusBudgetReconciliationActof1985(COBRA)requiresthatmostemployerssponsoringgroup healthplansofferemployeesandtheirfamiliestheopportunitytoextendhealthcoverage(calledcontinuation coverage)atgroupratesincertaininstanceswherecoverageundertheplanwouldotherwiseend.Ifyoudonot choosecontinuationcoverage,yourgrouphealthinsurancecoverageundertheplanwillend. Forexample,ifyourseparationiseffectiveinJune,yourinsuranceautomaticallycontinuesthroughtheendofAugust. TheTotalCompensationDepartmentorthedistrictsthirdpartyinsuranceadministratorwillsendyouaCOBRAletter andformsadvisingyouofyourrighttocontinueyourinsurancefor18months.Youwillneedtopaybothyour contributionandthedistrictscontribution.Youwillhave60daysfromwrittennotificationorwhencoverageends, whicheverislater,toelectCOBRAcontinuationforbenefits.ThiscoveragewouldbeginSeptember1,ifyoureturnthe formstothelocation/addressontheforms.Ifyourseparationiseffectiveatanyothertimeofyear,yourhealth insurancecoverageiscontinuedthroughtheendofyourlastmonthofwork.PleasecontacttheTotalCompensation Departmentat612.668.0560withanyquestions.
28 October2010

4.0LEAVESOFABSENCE
Thedistrictoffersemployeespaidandunpaidleavesofabsenceintimesofpersonalneed.Thebasictypesofleaves availableandrestrictionsonleavesofabsencearedescribedbelow.Employeeswhohavepersonalneedsthatwill requirelongleavesofabsenceshouldcontacttheDivisionofHumanResourcesforcounselingaboutleaveoptions, continuationofbenefitsandcommunicationwiththedistrict,includingconferringwiththesupervisor. Employeesmustfollowdistrictanddepartmentorschoolprocedurestoreportorrequestanyleaveofabsenceand completetheappropriateleaveformrequired.Anysickleaveclaimshallbesubjecttotheapprovalofthesupervisoror theDivisionofHumanResourcesastothevalidityofthecircumstancesuponwhichtheclaimisbased.Theemployee shall,ifrequested,furnishevidenceoffactsasmayberequiredforverificationofthebasisforsickleaveorinabilityto work.

LeavesofAbsencewithPay
PersonalLeaveDays Someemployeesareentitledtopersonaldays.Personaldaysmaybeusedtoattendtoimportantpersonalmattersthat cannotbeconductedduringoffhoursoronnonschooldays.Pleasecheckwithyoursupervisorandyourcollective bargainingagreementforinformationspecifictoyourposition. BereavementLeave Mostemployeesareentitledtobereavementleaveforimmediatefamilyandforotherrelatives/friends.Pleasereferto yourbargainingunitcontractformoredetails. MaternityLeave(nonFMLA) Afemaleemployeemayuseaccumulatedsickleaveforchildbirthandrecoveryifsheworksuptothetimeofbirthorif shehasadoctorsstatementindicatingthatsheisunabletoworkpriortothebirth.Thesupervisorshouldbenotified asfarinadvanceaspossible.PleasecontacttheDivisionofHumanResourcesformoreinformation. FamilyMedicalLeaveAct(FMLA)(Policy4016) TheMinneapolisPublicSchoolsprovideuptotwelveweeksoffamilyandmedicalleavepercalendaryeartoeligible employeesincompliancewiththeFamilyandMedicalLeaveAct.Employeesmayusepaidsickleaveforthispurposeat theoptionoftheemployeewhentheusageofsickleaveisinaccordancewiththeprovisionsofanyapplicable collectivebargainingagreement.Theemployeemayuseaccruedvacationorpersonalleaveattheemployee'soption whentheusageofvacationorpersonalleaveisinaccordancewiththeprovisionsofanyapplicablecollective bargainingagreement.Otherwise,suchleaveisunpaidleave.Allleaverequestedunderthispolicywillconformto guidelinesestablishedbytheDivisionofHumanResources. Eligibility:Employeesmusthavebeenemployedwiththedistrictforatleastoneyearandhaveworkedatleast1250 hourstobeeligibleforFMLAleave. QualifyingConditions:FMLAleaveisavailabletoeligibleemployeesfor: thebirthandcareofthenewbornchildoftheemployee; placementwiththeemployeeofasonordaughterforadoptionorfostercare; careofanimmediatefamilymember(spouse,childorparent)withaserioushealthcondition; medicalleavewhentheemployeeisunabletoworkbecauseofaserioushealthcondition;or militaryfamilyleaveforanyqualifyingexigencyarisingoutofthefactthespouse,son,daughterorparentof theemployeeisonactivedutyorhasbeennotifiedofanimpendingcalltoactivedutystatusorifaneligible employeewhoisthespouse,son,daughter,parentornextofkinofacoveredservicememberisrecovering fromaseriousillnessorinjurysustainedinthelineofdutywhileonactiveduty.Theemployeeisentitledtoup to26weeksofleaveinasingle12monthperiodtocarefortheservicemember.Thismilitarycaregiverleaveis availableduringasingle12monthperiodduringwhichaneligibleemployeeisentitledtoacombinedtotalof26 weeksofalltypesofFMLAleave.DepartmentofLaborLink:www.dol.gov/whd/fmla/
29 October2010

FMLAMaternityLeave/FamilyLeave/Adoption UndertheFamilyandMedicalLeaveAct,employeesareeligiblefor12calendarweeksofleaveforthebirthoradoption ofaninfantchild.EmployeesmayuseaccumulatedsickleaveandvacationtoreceivepayasstatedintheFMLA guidelines,Policy4016,above.Requestformaternity/adoption/paternityleaveshouldbemadeinwritingtoyour supervisororprincipalwithacopytotheDivisionofHumanResources.Anemployeemustprovideatleast30days advancenoticebeforeFMLAleaveistobeginiftheneedfortheleaveisforeseeable.Ifthereisachangein circumstances,noticemustbegivenassoonaspossible.Benefitswillcontinueonthesamebasisasiftheemployee wereactivelyatworkduringthisleave.Employeecontributions(ifapplicable)mustbemadeinordertocontinue benefitscoverage. MilitaryDuty Anemployeewhoisservinginanybranchofthemilitary,includingtheReserveorNationalGuard,whoiscalledfor militarydutywillreceivealeaveofabsencefortheperiodofsuchduty.Theemployeemaycontinuetoreceivepayfrom thedistrictifitismorethanthemilitarypayreceived.Theemployeewillbereinstatedtohis/herformerpositionora comparableoneattheconclusionofthatleave.TheemployeeisrequiredtoprovidetheDivisionofHumanResources withreasonablenoticeoftherequiredmilitarydutyandofhis/herintentiontoreturntowork. JuryDuty Certainemployeeswhoarecalledforjurydutyduringtheworkdayshallreceiveregularpayfortimespentonjuryduty. If,asajuror,thereisapaymentmadeforservice(juryfees),thedistrictrequirestheemployeetosubmitthepayment tothedistrictinordertoreceivehis/herregularpay.PleasecheckwiththeDivisionofHumanResourcesandyour specificcollectivebargainingagreement. CourtCases/Subpoena Anemployeewhoisdulysubpoenaedasawitnessinanycaseincourtshallbeentitledtoleavewithpayforthat purposeprovidedthattheemployeeisnotapartyinthecaseandprovidedthatthecaseisnottheresultoflitigation undertakenbytheemployeeorthecollectivebargainingunitagainstthedistrict.Anyfeesthattheemployeeshall receiveforsuchserviceshallbepaidtothedistrict.IncaseswheretheBoardofEducationisapartyinthelitigation,the employeeshallbeentitledtopaywhileattendingasawitnessattherequestoftheboard.Suchleaveshallnotbe subtractedfromsickleave.PleaseconsultwithyoursupervisorandcontacttheDivisionofHumanResourcesfor details. WorkersCompensation(InjuryonDuty) Youmaybeentitledtocompensationifyouareinjuredonthejob.Basically,theplanprovidescoverageforlossof incomeandmedicalexpenses.Thescopeofcoverageisgovernedbystatelaw.AnyquestionsaboutWorkers CompensationshouldbedirectedtotheTotalCompensationDepartmentat612.668.0531. Link: http://humanresources.mpls.k12.mn.us/WorkComp.html SabbaticalLeave Certainemployees,basedontheircollectivebargainingagreement,withatleast7consecutiveyearsofactiveservicein thedistrictmaybeeligibleforasabbaticalleaveforeitherafullorhalfyear.PleasecontacttheHumanResources Departmentformoredetails.

LeavesofAbsencewithoutPay
GeneralConsiderations Youmay,incertaincircumstances,begrantedaleavewithoutpaywithoutendangeringyourstatusasadistrict employee.Yourbenefits,however,maybeaffected.Youwillnotaccruevacationorsickleaveinanymonthinwhich
30 October2010

youareonaleavewithoutpayformorethanfiveworkingdays.Servicecredittowardretirement,seniorityand longevitymaybesuspended. Suchleavesofabsencemustbeapprovedbyyourimmediatesupervisorandthesuperintendentofschoolsandare discretionaryonthepartoftheimmediatesupervisorandthesuperintendent.Pleaseconsultwithyoursupervisorand contacttheDivisionofHumanResourcesforspecificdetailsregardingthistypeofleave.

31 October2010

5.0COMPENSATIONANDBENEFITS
Compensation:SalariesandWages
Employeesarepaidinaccordancewithadministrativeguidelinesandapaystructureestablishedforeachposition.In mostdepartments,apayrollperiodisbasedon80hoursofworkorontwofortyhourworkweeks(exceptforteachers andESPstaff).PayrollchecksordirectdepositsareissuedeveryotherFriday.Ittakestwoweeksforyourpayrollcheck ordirectdeposittobeprocessedthroughthesystem;thepaymentyoureceiveisforthepayperiodendingtwoweeks previously.WhenyouleaveMPS,youwillreceiveapaychecktwoweeksafterthelastworkingdayofthepayperiodin whichyouremploymentterminates.PleaserefertothePayrollwebpageforacopyofthepayschedule. Link: http://financeandbudget.mpls.k12.mn.us/Payroll.html Alldistrictpositionsareclassifiedasexemptornonexemptaccordingtofederallaw.Professionalandadministrative employeesaregenerallyclassifiedasexemptandarepaidmonthlysalaries.Theyarenotentitledtoovertime compensation.Otheremployeesaregenerallyclassifiedasnonexemptandarepaidbasedonanhourlywageorsalary andreceivecompensatorytimeorovertimepayforeachovertimehourworkedbeyond40hoursinaworkweek(even iftheyworkinmorethanoneprogramordepartmentinthedistrict).Thedistrictpaysnonexemptemployeesforall hoursworked.Compensatoryandovertimehoursmusthavepriorapprovalthroughthesupervisor.

Benefits:
Holidays Withtheexceptionofinstructionalstaff,paidholidaysareNewYearsDay,MartinLutherKingDay,PresidentsDay,the FridaybeforeEaster(ifapartofyourcontractorapartofspringbreak),MemorialDay,IndependenceDay,LaborDay, ThanksgivingDay,theFridayafterThanksgivingDay,ChristmasDayandtwoadditionalholidaystobedetermined annuallybytheBoardofEducation.Inmostcases,ifNewYearsDay,IndependenceDay,orChristmasDayfallsona Saturday,theprecedingdayisaholiday.IfanyoftheseholidaysfallonaSunday,thefollowingdayisaholiday. Youwillbepaidforaholidayifyouareonthepayrollimmediatelybeforeandafterthedayitiscelebrated(please checkyourcollectivebargainingagreementforpossibleexceptions).Younormallywillnotreceiveholidaypayifyou areonaleaveofabsencewithoutpaybeforeandafterascheduledholiday. Toviewtheschoolyearcalendar,visitwww.mpls.k12.mn.us. Vacation Pleasecheckwithyoursupervisor,theDivisionofHumanResourcesand/oryourcollectivebargainingagreementfor thenumberofvacationdaysforwhichyouareeligible,atwhatratetheyarecalculatedandtheprocessforrequesting vacationdays.Requestsforvacationdaysrequireapprovalbyyoursupervisorandareapprovedbasedonneeded coverageforyourschool,divisionordepartment. SickLeave Asabenefiteligibleemployee,youaccruesickleavefromyourdateofemploymentforeachfullycompletedcalendar monthofservice.Youmayusesickleaveforsuchthingsasillnesses,doctorsappointments,visionanddentalcareor asotherwisedescribedinyourcollectivebargainingagreement,employeecontractorboardpolicyfornonunion employees.Generally,youwillearnapproximatelyonedayofsickleavepermonth.Ifuseofsickleaveisexcessive,your departmentheadorprincipalmayrequiremedicalverificationatanytime.Sickleaveisnotanextensionofvacationor personalleave.Thesickleavebalanceyouaccruemaybeusedintheeventofalongtermillness.Pleasecheckwith yourimmediatesupervisorregardingtheexpectationsandprocessforcallinginsickandprocessforrequestingtime offforhealthrelatedappointments.
32 October2010

MedicalandDentalCoverage Medicalanddentalcoverageisavailableforallemployeeswhoarebenefiteligible.Dependinguponthebargaining unit,employeesmaypayacontributiontowardthecost.Therearegenerallyoptionsthatcoverdifferentspecificsof copays,deductibles,employeedeductions,etc.Youroptionswillincludesingleorfamilycoverage. Yourmedicalcoveragewillbeeffectivethedateonwhichyouenrolloryourstartdate,whicheverislater.Youwillbe abletouseyourmedicalinsuranceonthefirstdayofthefirstfullmonthyoupaidpremiumstothecarrier.Yourdental coveragewillstartthefirstdayofthefollowingmonthafteryouenroll. TheTotalCompensationDepartmentmustprocessadditionsorotherchangesregardingdependentscoveredunder yourhealthinsuranceplan.AnystaffmembermaydeclinehealthinsurancecoveragethroughMPS.Formoredetails, contacttheTotalCompensationDepartmentat612.668.0560orviaemailatbenefits@mpls.k12.mn.us. SupplementalLifeInsurance Employeesmaypurchasesupplementallifeinsurancewithinthefirst30daysfromhire.Ifyoudonotelecttopurchase supplementallifeinsuranceatthattime,youwillneedtocompleteanevidenceofinsurabilityapplicationindicatingthe amountofsupplementallifeinsuranceyouwouldliketopurchase.Thiswillbesenttotheprovider,whichwillmakethe finaldecision. TaxDeferredSavingsPlans Taxdeferredsavingsplanshelpyouinvestforyourfuture. The457bplanisadministeredbytheMinnesotaStateDeferredCompensationPlan.Thisplanallowseligibleemployees tovoluntarilyparticipatetosupplementanyexistingretirementorpensionplansbysavingandinvestingpretax dollars.Youmayenrollinthe457bplanbysubmittingformstotheMinnesotaStateRetirementSystem(MSRS). Employeesmaymakechangesonlineatwww.msrs.state.mn.usorbyphoneat1.800.657.5757. The403bplan,administeredbyVALIC,alsoallowsemployeestoinvestpretaxdollarstowardretirement.Employees wishingtoenrollinormakechangestotheir403bplanmaydosodirectlythroughthedistrictsEmployeeSelfService (ESS)Portal,accessedthroughthestaffwebpage.YoumaycontactVALICdirectlyat952.838.7800withanyquestions priortoorafterenrolling. Withanyquestionsortoreceivea457and403bplancomparisonchart,pleasecontacttheTotalCompensation Departmentat612.668.0560orthroughtheirwebpageathttp://humanresources.mpls.k12.mn.us/Benefits.html. LongTermCareInsurance Employeesmayalsopurchaselongtermcareinsurancetohelpcoverthecostsofaprolongedphysicalillness,a disabilityoracognitiveimpairment(suchasAlzheimersdisease).Thecoveragecanbeforyouoraneligiblefamily member.ThelongtermcareinsuranceisadministeredthroughtheJohnHancockLifeInsuranceCompany.Contactthe JohnHancockCustomerServiceCenterat1.866.735.6268orvisittheMPSLongTermCarewebsiteat http://mps.jhancock.com(username:mps,password:mybenefit)formoreinformation. SickLeavePool DistrictandcertainMPSunionsickleavepoolshavebeenestablishedfromvoluntarydonationsbydistrictstafftoassist fellowemployeessufferingfrompersonalillnessordisability.Anemployeemustdonatehourstothepoolandshallbe permittedtorequestdaysfromthesickleavepoolonlyafterallavailabledistrict,state,localandextendedemergency leaveresourcestowhichheorsheisentitledhavebeenexhausted.Asthepoolisdepleted,everyonewhoisapartof thepoolcontributesmorehours.CheckBenefitsFAQs(FrequentlyAskedQuestions)throughtheBenefitsDepartment linkonthedistrictwebsite.AlsocheckyourcollectivebargainingagreementoremailyourquestionstotheTotal CompensationDepartmentatbenefits@mpls.k12.mn.us.
33 October2010

SickLeaveforFitness ThedistrictandcertainMPScollectivebargainingagreementsoffereligibleemployeestheoptionofcashinginsomeof theiraccumulatedsickleavedaysforfitnessactivitiesorequipment.Thisprogramisanattempttopromoteand enhanceemployeehealthandwellnessandtoimpacttherisingcostofhealthcare.Employeeswhoarehealthyrole modelsareessentialtothedistrictsmissionofassuringthatallstudentslearn.Pleaseconsultyourcollectivebargaining agreementfordetails.


Eligibleemployees

Employeeswho,asofSeptember1ofthecurrentfiscalyear,have10yearsofcontinuousserviceoranaccumulatedsick leavebalanceofatleast30daysmaycashinone,twoorthreeoftheirsickleavedaystocoverthecostofwellness relatedexpenses.Employeesmaychoosetotradeinaminimumofoneandamaximumofthreedaysperyear.The numberofsickleavedaysusedtofundreimbursementsisbasedontheemployeeshourly/dailyrateofpayatthetime therequestisprocessed. Pleasenotethatthisisanegotiatedbenefit.Refertoyourcollectivebargainingagreementtodetermineifyourunion groupiseligible. SickLeave/VacationCashOut Certainemployeesmaybepermittedtocashoutunusedvacationandsickleaveattheircurrentrateofpay.The amountofcashoutwillnotexceedtheamountofvacationandsickleaveearned.PleasecheckwiththeDivisionof HumanResourcesandyourcollectivebargainingagreement. CareerTransitionTrust TheCareerTransitionTrustallowsemployeesincertainbargaininggroupswhohaveadesignatednumberofsickleave hourstoconvertanallowablenumberofaccruedsickleavehours,at100%oftheirdailyrateofpay,intotheStateof MinnesotaDeferredCompensationPlan457or403bplanofferedthrougheligibleproviders.Pleaseconsultyour collectivebargainingagreementandtheTotalCompensationDepartmentat612.668.0560fordetails. EmployeeAssistanceProgram(EAP) Staffandtheirfamilymembershaveaccess24hoursaday,365daysayear,toconfidentialphoneconsultationwith counselorsintheareasofworkconcerns,personalandfamilyissues,legalconcerns,financialissuesandcommunity resources.Helpisavailableforyoutogettheinformation,supportand/orskillsyouneedtoaddressissuesand concerns.ThisserviceisavailablethroughMedicaOptum.ThetelephonenumberfortheEmployeeAssistanceProgram is1.800.626.7944. FlexibleSpendingAccountforHealthandDependentCare EligibleemployeescanenrollintheMedicaland/orDependentCareReimbursementFlexPlans(FlexibleSpending AccountorFSA)duringthedesignatedenrollmentperiod.Thisprogramallowsyoutopayforeligibleunreimbursed medicalexpensesonapretaxbasis. Examplesofeligiblehealthexpensesincludecopays,deductibles,visionexpenses,overthecountermedicationsand orthodontiaexpensesnotcoveredbyinsurance(upto$3000peryear).Childcareexpensesmeetingtheguidelinescan becoveredaswell(upto$5000peryear). Throughtheseflexexpenseaccounts,youpayyourexpensesrelatedtohealthanddependentcarebeforeyourtaxes arecalculated,whichlowersyourtaxableincomeandresultsinmoretakehomepayforyou. CheckwiththeTotalCompensationDepartmentabouttheenrollmentprocessandtheeffectivedateofyour enrollment.Themaximumamountofunreimbursedmedicalexpensesthatmaybepaidonapretaxbasisis$3000per
34 October2010

planyear.Healthanddependentcareexpensemoneyisnottransferableandwhatyoudonotspendbytheendofthe planyearisforfeited(useitorloseit). IfyouenrollintheMedicaland/orDependentCareReimbursementAccountyouwillhavetheconvenienceofadebit card.Thiscardisusedlikeacreditcard,exceptitautomaticallywithdrawsthemoneyfromyourflexaccounttopaythe provider;youdonothavetopaytheproviderandwaitforreimbursementfromyourflexaccount.Documentationmay berequired(i.e.receipts,EOBs,etc.)fordebitcardpurchases. TheseplansaregovernedstrictlybyIRSrules.Youmustenrollforthehealthanddependentcareflexplaneveryyear. Yourelectionmustbemadebeforethestartoftheplanyearandcanonlybechangedifyouhavea"familystatus change."Familystatuschangesincludeeventslikemarriage,divorce,birthoradoptionofachild,deathandanumber ofotheremploymentrelatedchanges.Yourenrollmentmustbecompletedonlinepriortothedesignateddeadline. COBRA UnderfederallawcalledCOBRA(ConsolidatedOmnibusBudgetReconciliationAct),anemployeewhoresignsfroma joboristerminatedhastheopportunitytochoosecontinuationofthecompanysgrouphealthanddentalplans,atthe samepremiumrateandidenticaltothecoveragecurrentlybeingoffered,foraperiodof18months.Theemployeeis requiredtopaythepremiums(boththeemployeeanddistrictcontribution)anda2%COBRAadministrationfeeforthis continuationcoverage.YouwillreceivealetterandformsfromtheBenefitsDepartmentorthedistrictsthirdparty insuranceadministratoradvisingyouofyourrighttocontinueyourinsurancefor18months(COBRA).Youwillhave60 daysfromwrittennotificationtoelectCOBRAcontinuationforbenefits.

Unemployment
Employeeswhohavebeenlaidofforterminatedthroughnofaultoftheirownmaybeeligibleforunemployment compensationbenefitsundertheMinnesotaUnemploymentInsuranceProgram,MinnesotaStateStatute268.001. Employeesarenoteligibletocollectunemploymentbenefitsduringregularlyscheduledbreaksintheschoolyearorthe summermonthsiftheyhaveemploymentcontractsorreasonableassuranceofreturningtoservice.Employeeswith questionsaboutunemploymentbenefitsshouldcontacttheTotalCompensationDepartmentat612.668.0531.

EligibilityforBenefits
Anemployeemustbeinapermanentpositiontobeeligibletoreceivebenefits.PleasecontacttheTotalCompensation Departmentat612.668.0560orviaemailatbenefits@mpls.k12.mn.uswithanyquestions.

EnrollmentProcedures
Youmustenrollforbenefitswithin30daysfromyourofficialstartorhiredate,whicheverislater.Enrollmentisdone onlinethroughtheMPSwebsite.Ifyoudonotenrollwithinthistimeframe,youwillnotbeeligibleforbenefitsforthe currentplanyear.YoumaymakechangestoyourcoverageduringtheplanyearonlyifthereisanIRSapproved qualifyingevent(i.e.marriage,birthofachild,yourspouselosing/gainingcoverage,etc.).Allchangesmustbe submittedwithin30daysoftheevent. Medical/DentalOpenEnrollment(OE)isusuallyheldinthefalloftheyear.Duringopenenrollment,employeesmayadd ordeletemedicaland/ordentalplanswithoutanIRSqualifyingevent.Youmustremainwithyourchosenprogramuntil thedistrictannouncesthenextopenenrollmentperiod.YoumaycontacttheBenefitsDepartmentat612.668.0560or viaemailatbenefits@mpls.k12.mn.us.YoucanalsoaccessadditionalinformationaboutbenefitplansontheBenefits DepartmentwebsiteandontheOpenEnrollmentforMedicalandDentalpage.

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6.0EMPLOYEERIGHTS
LaborOrganizations
InaccordancewiththeMinnesotaPublicEmployeesLaborRelationsAct(PELRA),mostemployeesmayhavetheright toformandjoinlabororganizations.Labororganizationsmustbecertifiedbythestateastheexclusiverepresentative forabargainingunit.Writtenlaboragreementscovertermsandconditionsofemployment,rightsandbenefitsofthe units. ManyemployeesofMPSarecoveredbysuchagreements.Employeesmayobtainacopyofthelaboragreementthat appliestotheirjobfromtheirbargainingunitoronlineathttp://humanresources.mpls.k12.mn.us/collective.html.Our laborunionsandmanagementperiodicallynegotiatecollectivebargainingagreements(unioncontracts)thatgovern salary,benefits,hoursofworkandthetermsandconditionsofemployment.Mostofourjobclassificationshavebeen assignedtoparticularbargainingunitsanddistrictemployeeshavevotedtohaveunionsrepresenttheminthe negotiationprocess.Ifyouhavebeenassignedtoabargainingunitbasedonyourparticularjobclassification,youwill berepresentedbyaspecificunion.Yourtermsandconditionsofemployment,likenonunionemployees,willbe governedbyfederalandstatelawanddistrictpoliciesandprocedures.

CollectiveBargainingAgreements(CBA)
CollectiveBargainingAgreements,establishedthroughtheformalnegotiationprocess,outlinethetermsand conditionsofyouremployment.FamiliarizeyourselfwithyourCBA.Benefitsandprovisionsvary.Contractlanguagehas beencraftedtoavoiddisputesandeliminatemisunderstandings.Contractprovisions,however,maybeopento interpretationandsubjecttothegrievanceandarbitrationprocess.Directyourquestionsaboutyourunioncontractto Labor/EmployeeRelationsDepartmentoryourunionadvocate.

UnionDuesandFees
Yourassignmenttoacollectivebargainingunit(union)isbasedonyourjobclassification.Asabargainingunitmember, youwillhaveunionduesdeductedfromyourpaycheck.Youmayelectnottojoinaunion;thedistrict,however,willstill deductafairsharefromyourpaychecktosupportthecollectivebargainingprocesses.

Appeals,ComplaintsandGrievances
Thedistrictstrivestohaveworkrelatedproblemsorcomplaintsresolvedquickly.Accordingly,werecommendthat issuesfirstbediscussedwithyourimmediatesupervisor,whomayhelpyoufindasolution.Ifyoursupervisoror anotheremployeeinthechainofcommandcannotresolveyourproblemorcomplaint,orifyoufeelthatyouhavebeen treatedunjustly,contactyourunionstewardortheEmployeeRelationsDirector.Ifanissuecannotberesolved informally,thereisagrievanceprocessinMPSthroughwhichyoumayappealdisciplinaryorotheractionsasoutlinedin yourunioncontract.Thisprocesshelpsresolvedisputesconcerningtheinterpretationofacontract.Thegrievance proceduresallowfortheemployeesviewstobeconsideredinanorderlywaywithoutinterruptingworkoperations. Youshould,however,makeeveryefforttoresolveanissuebeforefilingagrievance.Thoughspecificproceduresmayvary, yourunioncontractestablishestimelimitsforinitiatingagrievanceandobtainingaresponse.Aunionmayalsoelectto fileagrievanceifthereisadisputebetweentheunionandanadministratororthedistrictregardingtheinterpretation oforadherencetothetermsofacollectivebargainingagreement.

AffirmativeActionandEqualOpportunity
TheMPSaffirmativeactionplananddistrictpoliciesprohibitdiscriminationonthebasisofrace,color,creed,age, religion,nationalorigin,gender,affectionalpreference,sexualorientation,disability,maritalstatus,statuswithregard topublicassistanceorveteranstatus.Ifyoufeelthatyouhavebeendiscriminatedagainstforoneofthesereasons, firstattempttoresolvetheproblemwithyoursupervisorand/ordepartmenthead,or,ifyouprefer,contacttheOffice ofEquityandDiversitydirectlyat612.668.0518.Yourcomplaintwillbeobjectivelyinvestigatedandarecommendation forresolutionwillbemadetoyoursupervisorand/ordepartmenthead.Thedistrictwillinvestigateallcomplaintsand attempttoresolveyourcomplaintpromptly.If,foranyreason,youbelievethishasnotoccurredwithinareasonableperiod oftime,refertheproblemtotheHumanResourceDepartment.
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ItistheresponsibilityofeveryMPSemployeetohelpmakeaffirmativeactionwork.Commitmenttoaffirmativeaction meansparticipatinginthehiringofprotectedclassmembers,participatinginaffirmativeactiontrainingandtreatingall membersoftheprotectedclassesmentionedaboveasindividualswiththeirownuniquecharacteristicsandtalents.It alsomeansfulfillinghiringandpromotionalgoalsastheyrelatestothosewhoaremembersofaprotectedclass.All MPSemployeescantakeactionstohelpretainprotectedclasscoworkersbyprovidingaworkatmospherethatisfree ofharassmentanddiscriminationandbyorientingnewemployees,sharinginformationwiththemaboutthejoband beingopenandhelpful.

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7.0PROCEDURESANDGUIDELINES
ChangeofPersonalData
Wheneveryouchangeyourname,address,numberofdependents,telephonenumber,emergencycontactpersonor maritalstatus,youmustpromptlynotifytheDivisionofHumanResourcessothatdistrictrecordsandfilescanbe updated.Youmayneedtocompleteanotherfederalandstateemployeewithholdingallowancecertificate(W4)as wellasvarioushealthinsuranceforms.SupportingdocumentsmustalsobepresentedtotheDivisionofHuman Resources,suchascopiesofmarriageordivorcedecreesandnewsocialsecuritycards.Address,telephone,emergency contactandwithholdinginformationcanalsobechangedthroughtheEmployeeSelfService(ESS)portal.

NameBadges/IdentificationCards
Identificationcardswithphotographsareissuedtoallemployees.Ifyoumisplaceyouridentificationcard,contactyour principalorsupervisorforareplacement.EmployeesshouldhavetheirIDsdisplayedatalltimeswhenonanydistrict premise.

EmployeeInvolvement/InvolvementinProfessionalOrganizations
Atboththeschoolanddistrictlevel,MPSoffersopportunitiesforinputinmattersthataffectemployeesandinfluence theinstructionaleffectivenessofthedistrict.Aspartofthedistrictsplanninganddecisionmakingprocesses, employeesareencouragedtoparticipateintheseopportunitieswheretheirinterestsandtalentscanbestbeutilized. Employeesarealsoencouragedtofindinformationonandparticipateinprofessionalorganizationsthatreflecttheir currentand/orfutureprofessionalinterests.

GoingGreenEfforts
Thedistricthastakenandcontinuestotakestepstoimproveourimpactontheenvironmentbyimplementingmore environmentallyfriendlyinitiatives.Someoftheseincludereducingtheamountoftrashweproducebyrecycling plasticsandorganicmaterial,retrofittingolderbusestoreduceharmfulemissions,reducingtheamountofplastic wrappingforstudentmealcontainers,encouragingmorestudentstowalkorbiketoschoolandusingmore environmentallyfriendlycleaningsupplies.Formoreinformationongoinggreen,visit: Link: http://mpsgoesgreen.mpls.k12.mn.us

ProfessionalDevelopment
Employeesatalllevelsandinallpositionsareencouragedtodevelopprofessionallybyparticipatinginvariousclasses andtrainingsofferedinandoutsideofthedistrict.Employeeshavetherighttoattenddistrictrequiredstaff developmentactivitiesandtrainings.Supervisorsmayalsorequireemployeestoparticipateinparticularstaff developmentactivities.

CopyrightGuidelines
Allemployeesshouldfollowpubliclawcopyrightandinfringementguidelinesandpracticeswhencopyingprint,audio visualmaterials,music,offairbroadcasting,prerecordedvideoprogramsandcomputersoftware.Thefollowing guidelinesapplytoallmedia: 1) Copyrightedmaterialsareinallmedia,printandnonprint;protectionappliesregardlessoftheformof duplication. 2) Educationalusedoesnotjustifytheduplicationofcopyrightedmaterials. 3) Creditingorreferencingacopyrightedsourceorremovalofacopyrightnoticedoesnotabsolveonefrom copyrightinfringement. 4) Theduplicationofanentireworkcanbeaninfringement. 5) Theduplicationofaportionofaworkcanbeaninfringement. 6) Permissionfromacopyrightholderallowsforlegalduplication.
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Pleaserefertodistrictpolicies6420A,6420Band6440. Link: http://policy.mpls.k12.mn.us/uploads/6420a.pdf http://policy.mpls.k12.mn.us/uploads/6420b.pdf http://policy.mpls.k12.mn.us/uploads/6440.pdf

VisitorstotheWorkplace(Policy1480)
Thedistrictencouragesinterestbyparentsandcommunitymembersinschoolprogramsandstudentactivities.The districtalsowelcomesvisitstoschoolbuildingsandschoolpropertybyparentsandcommunitymembers,providedthe visitsareconsistentwiththeeducationandsafetyofstudentsandemployeesandareconductedwithintheprocedures establishedbythedistrict.Tomaintainlearningandworkenvironmentsthataresafe,conducivetolearningandfreeof activitythatmaybedisruptivetostudentlearningandtotheworkenvironmentforemployees,anindividualorgroup maybedeniedpermissiontovisitaschoolorschoolpropertyorpermissionberevokedifthevisitdoesnotcomplywith schooldistrictproceduresorisnotinthebestinterestofstudents,employeesorthedistrict. Anindividualorgroupenteringschoolpropertywithoutcomplyingwithproceduresforvisitorsmaybeguiltyof criminaltrespassandsubjecttocriminalpenalty.Whenapersonorgrouprefusestocomplywithproceduresfor visitors,theschoolordepartmentshouldcall911andrequestanimmediatepoliceresponse. Link: http://policy.mpls.k12.mn.us/uploads/1480++Visits+to+Schools.pdf

Volunteers(Policy1450) Allpersonswishingtovolunteerforthedistrictmusteithersuccessfullycompleteorientationforvolunteersorbe
certifiedasacommunitypartner. Thesuperintendentorsuperintendentsdesigneeshallbethesolearbiterofwhetheranindividualshouldapplyasa volunteerorseekcertificationasacommunitypartner.Allapplicantstobevolunteersinthedistrictshallbesubjectto screeningpursuanttoregulationsestablishedbythesuperintendent. Currentlyenrolledelementaryorsecondarystudentsorotherminorswhowishtovolunteermayapplybutmustatall timesperformtheirvolunteerservicesunderthedirectsupervisionofanadultemployeeofthedistrict. Anyvolunteerwhoworkswithstudentsinanycapacitythatinvolvescontactwithstudentsnotunderthedirect supervisionofanadultemployeeofthedistrictmustconsenttoacriminalbackgroundcheckpriortothe commencementofanysuchassignment. Thesuperintendentorsuperintendentsdesigneeshallestablishappropriateorientationforvolunteersthat,ata minimumincludes: 1) awrittenapplicationrequiringtheprospectivevolunteertoadequatelyidentifyhimselforherself; 2) anagreementtoholdthedistrictharmlessforanyliabilityforactionstakenbythevolunteer;and 3) instructionindistrictpoliciesrelatedtodataprivacy;harassmentandviolenceprohibition;studentdiscipline; freedomfromprohibiteddiscrimination;andstateandfederallawsrelatedtostudentsrights,includingrights toprivacy. Noexceptionstothisrulewillbemade.YoumaycontactMPSVolunteerServicesat612.668.3880withanyquestions. Link:http://policy.mpls.k12.mn.us/uploads/1450+Policy.pdf

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8.0DISTRICTPOLICIESAFFECTINGSTUDENTS
EqualEducationalOpportunities
MPSdoesnotdiscriminateonthebasisofrace,religion,color,nationaloriginordisabilityinprovidingeducation services,activitiesandprograms,includingvocationalprograms,inaccordancewithTitleVIIoftheCivilRightsAct. Questionsorconcernsaboutdiscriminationofstudentsonanyofthebaseslistedaboveshouldbedirectedtothe OfficeofEquityandDiversityat612.668.0518.

StudentRecords
Studentrecordsareconfidentialandareprotectedfromunauthorizedinspectionoruse.Employeesshouldtake precautionstomaintaintheconfidentialityofallstudentrecords.Thefollowingaretheonlypeoplewhohavegeneral accesstoastudentsrecords:parentsofaminororofastudentwhoisadependent,thestudent(if18orolder)or schoolofficialswithalegitimateneedtoknow.

ParentandStudentComplaints
Inanefforttohearandresolveparentandstudentcomplaintsinatimelymannerandatthelowestadministrativelevel possible,thedistricthasadoptedorderlyprocessesforhandlingcomplaintsondifferentissues.Anyschoolorthe superintendentsofficecanprovideparentsandstudentswithinformationonfilingacomplaint. Parentsareencouragedtodiscussproblemsorcomplaintswiththeirstudentsteacherortheappropriate administratoratanytime.Parentsandstudentswithcomplaintsthatcannotberesolvedwiththeteachershouldbe directedtotheprincipal.Theformalcomplaintprocessprovidesparentsandstudentswithanopportunitytobeheard uptothehighestlevelofmanagement(thesuperintendentsoffice)iftheyaredissatisfiedwithaprincipalsresponse.

AdministeringMedicationtoStudents
Onlydesignatedemployeescanadministermedicationtostudents.Astudentwhomusttakemedicineduringthe schooldaymustbringawrittenrequestfromhisorherparentandthemedicinemustbeinitsoriginal,properlylabeled container.Contacttheprincipalorschoolnurseforinformationonproceduresthatmustbefollowedwhen administeringmedicationtostudents. Secondaryagedstudentsmaycarrynonprescriptionpainrelieverswhentheyhavesubmittedtheproperauthorization totheschoolhealthoffice.Studentsmayalsocarryasthmainhalersorepinephrinesyringes(epipens)whentheyhave submittedtheproperauthorizationtotheschoolhealthoffice.

StudentDiscipline(Policy5200)
TheMinneapolisPublicSchoolsrecognizethateffectiveschooldisciplineiscriticaltoacademicsuccessandrequires bothhighstandardsofbehaviorandacultureofacceptanceasstudentsarelearningtomeetbehaviorstandards. Effectiveschooldisciplinemaximizestheamountoftimestudentsspendlearningandminimizestheamountoftime studentscausedisruptionorareremovedfromtheirclassroomsduetomisbehavior.MPSsetsbenchmarkstoassure accountabilityinthisarea. Thedistricthastheresponsibilitytoeducateeverystudentandtoprovideasafeandorderlylearningenvironmentfor allstudentsandstaff.MPShashighstandardsforallstudentsandrecognizesthatadiverse,urbanschooldistrictneeds tousedifferentiatedstrategiestoassurethatallstudentsmeetthesestandards. MPSiscommittedtoteachingallstudentsandtoassuringthatnostudentsdisruptiveand/ordangerousbehavior interfereswiththelearningofothers.Thisisbestaccomplishedbypreventingmisbehaviorbeforeitoccursandusing effectiveinterventionsafteritoccurs.Thedistrictcitywidedisciplinepolicyandproceduresarticulatethosevalues. TheyalsoreflectunbiasedexpectationstohelpbalancethebestinterestsofeachMPSstudentwiththoseoftheschool communityasawhole. Link:http://policy.mpls.k12.mn.us/uploads/5200.pdf
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StudentAttendance(Policy5100)
Teachersandstaffshouldbefamiliarwiththedistrictspolicyandproceduresforattendanceaccounting.These proceduresrequireminorstudentstohaveparentalconsentbeforetheyareallowedtoleavecampus.Whenabsent fromschool,thestudent,uponreturningtoschool,mustbringanotesignedbytheparentthatdescribesthereason fortheabsence.Theserequirementsareaddressedinschoolorsitetrainingandinthestudenthandbook.Contactthe buildingprincipalforadditionalinformation.Adultstudents(age18andover)maysubmittheirownwrittenexcuses requiredundertheattendancepolicyandregulationsandmaysignthemselvesoutofschoolinthesamewaythata parentmaysignoutanunderagestudent.

BullyingandHazing(Policy5201)
Bullyingand/orhazingconductaffectstheeducationalandworkenvironmentofthedistrictandtherightsandwelfare ofitsstudentsandemployees.Allteachers,administratorsandemployeesshouldtakestepstopreventit.Employees whoobserveanyformofbullyingand/orhazingorwhohavereasontoknoworsuspectthattheseactshavetaken placemusttakeactiontoreportorinvestigate,respondto,remediateanddisciplinethoseactsofbullyingandhazing thathavenotbeensuccessfullyprevented.Thedistrictshalldisciplineortakeappropriateactionagainstanystudent, employeeorotherpersonnelofthedistrictwhoisfoundtohaveviolatedthispolicy.Disciplineshallbeconsistentwith therequirementsofapplicablecollectivebargainingagreements,applicablestatutoryauthority(includingthe MinnesotaPupilFairDismissalAct)andschooldistrictpoliciesandregulations.Hazingthatisconsensualorthat appearstobeconsensualisexpresslyprohibited.Bullyingand/orhazingmaybestudenttostudent,studenttoadultor adulttostudent.Allbullyingandhazingisprohibited. Link: http://policy.mpls.k12.mn.us/uploads/5201_Policy.pdf

MandatedReportingofMaltreatmentofMinorsandVulnerableAdults(Policy5635)
Asanemployeeofthedistrict,youarerequiredtoreportsituationsinwhichyouknoworreasonablysuspectthata childorvulnerableadultisbeingphysicallyorsexuallyabusedorneglected.Ifanemployeeknowsorhasreasonto believethatachildorvulnerableadultisbeingneglected,physicallyabused,sexuallyabused,kidnapped,concealed fromthechildsparentorhasbeentaken,thismustbereportedtoHennepinCountyChildProtection(forchildren)or HennepinCountyAdultProtection(forvulnerableadults). Ifanemployeeissuspectedofmaltreatingastudent,thereportshouldbemadetotheMinnesotaDepartmentof Educationandalsototheprincipal;ifthesuspectedpersonistheprincipal,theemployeeshouldnotifythearea superintendent.Unlessthesuspectedabuserisanemployee,noreportisrequiredtobemadetotheprincipal; however,employeesshouldusecommonsenseindeterminingwhetherreportingthesuspiciontotheprincipalisinthe childsbestinterests. Link: http://education.state.mn.us/MDE/Accountability_Programs/Student_Maltreatment/index.html Youshouldreportifyouknowofcircumstancesthatwouldgiveacautiouspersonreasontobelievetherewasabuseor neglect.Areportersnameisconfidential.Onlytheagencythatreceivesthereportknowstheidentityofthereporter. Thereportersnamecanbedisclosedonlyifthereporterconsentstoitsreleaseorifacourtfindsthatthereportwas madeinbadfaith.Theschooldistrictmaynotretaliateagainstanemployeewhofilesareportingoodfaith. Link: http://policy.mpls.k12.mn.us/uploads/5635.pdf

TransportingStudents/BusSafety(Policies3545A,3548A&6230B)
TheTransportationDepartment,undertheleadershipoftheexecutivedirectorofplantoperationsandtransportation, isresponsiblefortheplacementandperformanceofpersonnelandtheuseofalldistrictbusesandrelatedservices,
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equipmentandsupplies.Thisresponsibilityincludestrainingofallpersonnelanddisseminationofmaterialregarding thesafetyofallstudentsusingdistrictbuses.Whenevertransportationisnecessaryforafieldtrip,itshouldbe arrangedonschoolbusesorpublictransportation.Wheneverpossible,theMinneapolisPublicSchooldistrictowned buseswillbeassignedtotriprequestsforlocaltrips. TheTransportationDepartmentwebsiteis:http://transportation2.mpls.k12.mn.us Thissiteallowsschoolstafftolookupstudenttransportationinformation,downloadblankformsandprintalphalists, busruns,bustags,busroutesandattendancemapareas.Schooltransportationcoordinatorscansubmit transportationrequestsonlineandviewprevioustransportationrequests. Inearlyfall,everyschoolthroughoutthedistrictobservesTransportationSafetyWeek.Duringthistime,teachersare requiredtointroduceabussafetycurriculumpreparedbytheSafetyDepartmentofTransportationServices.Lessons taughtatgradelevelsK10covertherulesofsafeandcourteousconduct.TransportationSafetyWeekgivesstudentsa foundationforproperbehavioronthebus.Evenso,itisuptothebusdriversandtheadultsinchargetoprovidedaily reinforcementandtomaketheexpectationsclearregardingbussafety(Source:MPS200910DriverHandbook,p.19). Studentsridingschoolbusesorwaitingatschoolbusstopsaresubjecttoprovisionsofthecitywidedisciplinepolicy. Violationsresultindisciplineasprovidedforbythecitywidedisciplinepolicy,includingsuspension,expulsionand/or exclusion.Thebreakingofschooldistrictbusrulesmayresultinthedenialoftransportationprivilegesuponnotification oftheparent/guardian.Theprincipal,inconsultationwiththeTransportationDepartment,willdeterminethelengthof timetransportationprivilegesaredenied.Inallcases,familieswillbecontactedpriortothedenialoftransportation privileges. Link: http://policy.mpls.k12.mn.us/uploads/5200a.pdf


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Appendix
AcceptableUseofPublicFunds
Thisdocument,fromtheOfficeoftheSuperintendent,isdesignedtoanswersomecommonquestionsontheappropriate useofpublicfunds.Itisimportanttokeepinmindthefinancialconditionofthedistrictandaccountabilitytostateandcity taxpayers.Giventheneedsofthestudentsinthedistrict,whenconsideringusingfunds,askyourself,Isthisthehighest priorityneed,mosteffectiveuseoffunds;howdoesthisadvancethegoalsofthestrategicplan?Mostimportantly,callif youhaveanyquestions. Link:DirectoryofBudget/Financespecialists: http://financeandbudget.mpls.k12.mn.us/uploads/budget_finance_specialist_list_schools_dept.pdf

Whatarepublicfunds? Anyfundsthatpassthroughtheschooldistrictincluding: o GeneralfundsPerCapita,Compensatory,Referendumetc. o Aschoolsgeneralprojectfund o Aschoolscheckingaccountforstudentactivities(seetheFinancialProceduresManualforasummaryofspecific rulesregardingschoolactivityfunds) o State,federal,orlocalgrants Whatarepublicexpenditures? Publicexpendituresareexpendituresthataremadewithpublicfundsthatserveapublicpurpose.Ingeneral,anexpenditureserves apublicpurposeifitisnecessaryandreasonable. Apublicpurposemeansthatitwillservethebenefitoftheschooldistrictasabodyandatthesametimeisdirectlyrelated toaschooldistrictfunction Doesnothaveasitsprimaryobjectivethebenefitofaprivateinterest,oraspecificindividual Unallowableexpenditures: Giftcertificates,orgiftcardsforstudents,staff,orparents/community Giftsofapersonalnatureforstaff,students,orparents/community Rafflesorlotteries Donationstocharitableornonprofitorganization Federalfundsaregenerallymorerestrictivethanstateandlocalfunds,socheckwiththeFinancedepartmentifyouhave anyquestionsaboutwhetherapurchaseisallowable. Reimbursements: Individualemployeesarenotauthorizedtoobligatethedistrictforpurchases.Onlytheschoolprincipalordepartment headhastheauthoritytoapprovepurchasesfortheschoolordepartment.Purchasesforservicesormaterialsshouldgo throughtheSAPrequisitionprocess,orthePCardprocess.Staffshouldnotpurchasematerialsoutoftheirownpocketto bereimbursed.Thedistricthascontractswithvendorsformosttypesofmaterialsandsupplies. WhatdoIdoifIreceivefundsordonationforactivitiesnotallowedbydistrictpolicyorprocedure? Donotdepositthecheck!ThesefundsshouldbesentdirectlytoAchieveMpls.EachMinneapolisschoolhasanaccount withAchieveMpls,whichservesasanintermediaryforindividuals,businessesandfoundationsinourcommunitythatwish tosupporttheMinneapolisPublicSchools.AchieveMplsworkstodesignscholarshiporgrantprogramsthatbestmatch thedonorsinterestsandresourcestomeettheneedsofstudents,teachersandadministrators.Ifyouhaveagrantor 43 October2010

Furtherinformation: FinancialProcedureManual:http://financeandbudget.mpls.k12.mn.us/uploads/finance_procedures_manual.pdf Health/Nutrition/WellnessEducationMinneapolisSchoolBoardPolicy6690: http://policy.mpls.k12.mn.us/uploads/6690.pdf FoodandMealExpenseRegulationProceduresAndLimitationsMinneapolisSchoolBoardPolicy3327A: http://policy.mpls.k12.mn.us/uploads/3327A_5.pdf

donationthatfitsthesecategories,contactAchieveMplsat612.455.1530,orcontactyourBudget/FinanceSpecialistfor assistance.Thereisa6%administrativechargeforeveryprivategrantwhetherornotitgoesthroughAchieveMplsor directlytoMinneapolisPublicSchools.Furtherinformationcanbefoundat http://rdi.mpls.k12.mn.us/newdepartmentfundapplication.html.


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MinneapolisPublicSchoolsPolicy4002A ReportingandFactFindingProcedures: HarassmentandViolenceRegulation


OriginalAdoption:12/18/1990EffectiveDate:03/26/2008 RevisionDates:10/25/1994,12/19/2007,03/25/2008

I.PURPOSE Thepurposeofthisregulationistoestablishthecomplaint,factfindingandinvestigation,andreporting proceduresforallegationsofharassmentorviolenceinviolationofMinneapolisPublicSchoolsPolicy4002, HarassmentandViolenceProhibition. II.COMPLAINTPROCEDURES

A.Anypersonwhobelievesheorshehasbeenthevictimofharassmentorviolencebasedon characteristicsidentifiedbelow,oranypersonwithknowledgeorbeliefofconductwhichmay constituteharassmentorviolencetowardastudent,employee,orpersonneloftheDistrictshould makeacomplaintoftheallegedactsimmediatelytoanappropriateDistrictofficialdesignatedbythis regulation. B.Characteristicsthatapplytothisregulationare: 1.gender 2.raceorethnicity 3.religionorreligiouspractice 4.disability 5.sexualorientation 6.affectionalpreference

C.Complainantsareencouragedtousetheformavailablefromtheprincipalorsiteadministratorofeach buildingoravailablefromtheDistrictOffices,butoralcomplaintsshallbeaccepted. 1.FormsarefoundintheToolkitforImplementingthePoliciesAgainstDiscrimination,Harassmentand Violence. D.Nothinginthisregulationshallpreventanypersonfrommakingcomplaintsofallegedharassmentor violencedirectlytotheDistrictsOfficeofEquityandDiversityortotheSuperintendent. E.AllegationsorcomplaintsshouldnotbesenttotheDistrictGeneralCounselsofficeduetothepositional conflictofinterestregardinginternalclaims. F.TheDistrictwillrespecttheprivacyofthecomplainant,therespondent,subject(s),orindividual(s) againstwhomthecomplaintismade,aswellasthewitnessesasmuchaspossible,consistentwiththe
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Districtslegalobligationstoinvestigate,totakeappropriateaction,andtoconformwithanydiscovery ordisclosureobligationsimposedbylaw.Howeverconfidentialityisnotguaranteed.

III.DESIGNATIONOFAPPROPRIATEDISTRICTAUTHORITY

A.AppropriateDistrictauthority(official)forthepurposesofPolicy4002isdesignatedasfollows: 1.InaSchool.Theschoolprincipalorsiteadministrator,orher/hisdesigneeisthepersonresponsible forreceivingcomplaints. (a)AnyadultSchoolDistrictpersonnelwhoreceivesacomplaintofharassmentorviolenceshall informtheschoolprincipal,siteadministratororher/hisdesigneeimmediately. (b)Ifthecomplaintinvolvestheschoolprincipalorsiteadministrator,orher/hisdesignee,the complaintshallbefiledorverballymadedirectlytotheDistrictsOfficeofEquityand Diversity. 2.InAllOtherDistrictLocations.Thesiteadministrator,ordepartmentsupervisororher/hisdesigneeis theappropriateDistrictofficialtoreceivecomplaintsofharassmentorviolence. (a)Ifthecomplaintinvolvesthesiteadministratorordepartmentsupervisororher/his designee,thecomplaintshallbefiledormadetotheDistrictsOfficeofEquityandDiversity. (b)IfthecomplaintinvolvesstaffintheDistrictsOfficeofEquityandDiversity,thecomplaint shallbefiledorverballymadedirectlytotheSuperintendent. B.ThenameoftheappropriateDistrictauthorityasdeterminedunderthissectionshallbeconspicuously postedineachfacility.Thepostingshallincludethepersonsname,title,mailingaddress,telephone numberandemailaddress.TheDistrictauthorityforthesiteorher/hisdesigneeisresponsibletosee thatsuchpostingsaremadeandmaintained. IV.FACTFINDINGPROCEDURES

A.Withintwentyfour(24)hoursafterreceiptofacomplaintofharassmentorviolence,theappropriate Districtauthority(official)mustinitiatefactfindingprocedures. 1.Failuretoinitiatefactfindingwithintwentyfour(24)hoursofreceivingareportmayresultin disciplinaryactionagainsttheofficial.

2.TheofficialshallfollowtheToolkitforImplementationofthePoliciesAgainstDiscrimination, HarassmentandViolencedefinedproceduresandusetheformsprovidedintheconductofthe factfinding. B.Theofficialmayrequest,butmaynotinsistupon,awrittencomplaint. 1.Ifthecomplaintismadeverballyandthecomplainantcannotorwillnotprovideawrittencomplaint theofficialshallconverttheallegationstoawrittencomplaint. 2.Inthecaseofverbalcomplaintsconvertedtoawrittencomplainttheofficialshallhavethe complainantattesttotheaccuracyofthewrittencomplaint.


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C.Awrittennotice,including,butnotlimitedtoastatementofthefactsallegedwillbeforwardedassoon aspracticablebytheofficialtotheOfficeofEquityandDiversity. 1.Ifthecomplaintinvolvestheofficial,thecomplaintshallbemadeorfileddirectlywiththeOfficeof EquityandDiversityortheSuperintendent. D.Thefactfindingshallconsistofpersonalinterviewswiththecomplainant,theindividual(s)against whomthecomplaintisfiled,andotherswhomayhaveknowledgeoftheallegedincident(s)or circumstancesgivingrisetothereportorcomplaint. E.Thefactfindingmayalsoconsistofanyothermethodsanddocumentsdeemedpertinentbythe appropriateDistrictofficial. F.Ifthecomplainantisastudentandtheindividualagainstwhomtheallegationsaremadeisanemployee oftheDistrict,andthefactsleadtheappropriateDistrictofficialtoreasonablybelievethatchildabuse hasoccurred, 1.theofficialshallmakeareportasrequiredbyDistrictPolicy,federalandstatelaw. 2.theofficialmaytakeimmediatesteps,atitsdiscretion,toprotectthecomplainantpending completionofthefactfinding. G.Iftheofficialhasreasontobelievethatcriminalactivityhasoccurred,theofficialshallcontactthelocal policeandtheDistrictGeneralCounselsofficeimmediately. V.FACTFINDINGREPORT

A.Theofficialshallcompletethefactfindingprocessassoonaspracticable. B.TheofficialshallmakeawrittenreporttotheOfficeofEquityandDiversityuponcompletionofthefact finding. 1.IfthecomplaintinvolvestheOfficeofEquityandDiversity,thereportshallbefileddirectlywiththe Superintendent. C.Thereportshallincludeadeterminationofwhethertheallegationshavebeensubstantiated, unsubstantiatedorfoundunabletobesubstantiated. 1.Indeterminingwhetherallegationshavebeensubstantiated,thefactfindershallconsiderallthe circumstances,witnessstatements,andcredibilityofeachpersoninterviewed. 2.Credibilityofeachpersonshallbedeterminedonthebasisofallthefactsknown,andthe interviewersobservations,including,butnotlimitedto: (a)thepersonsdemeanor, (b)anybiasexhibitedduringtheinterview,and (c)thepersonspriorconduct.
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D.Thereportshallincludeadeterminationofwhethertheconductwhichisthesubjectofthecomplaint andsubstantiatedthroughthefactfindingprocessappearstobeaviolationofDistrictpolicy prohibitingharassmentandviolencebasedonthecharacteristicsidentifiedinParagraphII.B.above. 1.Indeterminingwhetherallegedconductconstitutesaviolationofthispolicy,thefactfindingshould considerthesurroundingcircumstances: (a)thenatureofthebehavior, (b)pastincidentsofthebehavior, (c)pastorcontinuingpattersofbehavior, (d)therelationshipbetweentheparties,and (e)thecontextinwhichtheallegedincident(s)occurred. VI.DISTRICTACTION

A.Uponreceiptofareportofsubstantiatedallegations,theDistrict,willtakeappropriateaction. Appropriateactionmayinclude,butisnotlimitedto: 1.awarning; 2.aletterofreprimandinanemployeespersonnelfile; 3.asuspension; 4.exclusion; 5.expulsion; 6.transfer; 7.remediationorretraining;and/or 8.terminationordischarge. B.AnydisciplineofanemployeeshallbeinconformancewithapplicableCollectiveBargaining Agreements,ContractsofEmployment,andFederalandStateLaw. C.AnydisciplineofastudentshallbeinconformancewiththeCitywideDisciplinePolicy,andFederaland StateLaw. D.Inaschool,theprincipalorsiteadministrator,workinginconjunctionwiththeOfficeofEquityand Diversityshalltaketheappropriateactionregardingstudents.Inthecaseofanemployee,theDistricts employeerelationsdepartmentshalltaketheappropriateaction.
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E.InallotherDistrictfacilities,disciplineshallbehandledbytheindividualssupervisorworkingin conjunctionwiththeDistrictsemployeerelationsdepartmentandtheOfficeofDiversityandEqual Opportunity. F.Inallcases,theDistrictreservestherighttorefertheresultsofitsownfactfindingtothecriminal authoritiesforpossiblecriminalcharges,whetherornottheDistricttakesanyactiononitsown account. G.Thecomplainant,andthecomplainantsparentorguardianifastudentisunderageeighteen,andthe individualagainstwhomtheallegationshavebeenmademayreceiveinformationfromthereportin conformancewiththeDataPracticesCompliancePolicyoftheDistrict,FederalandStateLawfollowing thecompletionofthefactfindingandafterthedecisionregardingtheappropriateactionhasbeen made. LegalReferences: 42U.S.C.2000e,etseq.,(Section703ofTitleVIIoftheCivilRightsActof1964,TheCivilRightsActof1991) Minn.Stat.Ch.363A(MinnesotaHumanRightsAct) CityofMinneapolisOrdinanceTitleVII,Ch.139 CrossReferences: MPSPolicy1040(DataPracticesCompliance) MPSPolicy4000(EqualEmploymentOpportunity) MPSPolicy4001(EmploymentNondiscriminationbasedonDisability) MPSPolicy5000(EqualEducationOpportunity) MPSPolicy5200(CitywideDiscipline) MPSPolicy5201(BullyingandHazingProhibition) MPSPolicy5750(DisabilityandNondiscrimination

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MinneapolisPublicSchoolsPolicy4001 DisabilityNonDiscriminationPolicy
OriginalAdoption:03/14/2000EffectiveDate:03/26/2008 RevisionDates:03/25/2008

I.PURPOSE Thepurposeofthispolicyistoprovideafairemploymentsettingforallpersonsandtocomplywithstateand federallaw. II.GENERALSTATEMENTOFPOLICY


A.TheDistrictshallnotdiscriminateagainstqualifiedindividualswithdisabilitiesbecauseofthedisabilities ofsuchindividualswithregardtoemployment,including: 1.applicationprocedures, 2.hiring, 3.advancement, 4.discharge, 5.compensation, 6.jobtraining,and 7.otherterms,conditionsandprivilegesofemployment. B.TheDistrictshallnotengageincontractualorotherarrangementsthathavetheeffectofsubjectingits qualifiedapplicantsoremployeeswithdisabilitiestodiscriminationonthebasisofdisability. C.TheDistrictshallnotexcludeorotherwisedenyequaljobsorjobbenefitstoaqualifiedindividual becauseoftheknowndisabilityofanyindividualwithwhomthequalifiedindividualisknowntohavea relationshiporassociation. D.TheDistrictshallmakereasonableaccommodationsfortheknownphysicalormentallimitationsofan otherwisequalifiedindividualwithadisabilitywithinthemeaningoftheAmericanswithDisabilitiesAct whoisanapplicantoremployee,unlesstheaccommodationwouldimposeunduehardshiponthe operationofthebusinessoftheDistrict. E.ProvidingreasonableaccommodationsdoesnotrequiretheDistricttocreatenewpositionsortobump anotheremployeefromapositionforthepurposeofaccommodation. III.RESPONSIBILITY

A.TheSuperintendentisauthorizedtopromulgateregulationstoimplementthispolicy.
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B.TheSuperintendentshalldesignateanauthorizedofficialtoreceiveandinvestigatecomplaintsor allegationsofviolationsofthispolicy. LegalReferences: 42U.S.C.12101etseq.(TheAmericanswithDisabilitiesAct)Link:www.asa.gov/pubs/ada.htm MinnesotaStatuteschapter363A(TheMinnesotaHumanRightsAct) CrossReferences: MPSPolicy4000(EqualEmploymentOpportunity) MPSPolicy4002(HarassmentandViolenceProhibition) MPSPolicy5000(EqualEducationOpportunity) MPSPolicy5750(DisabilityandNondiscrimination) Disclaimer:NoprovisioninthishandbookisintendedtocreateacontractbetweentheMinneapolisPublicSchools andanyemployeeortolimittherightsofthedistrictanditsemployeestoterminatetheemploymentrelationship. Whereapplicable,thetermsofCollectiveBargainingAgreementsand/orothercontractsmaytakeprecedenceover informationprovidedinthishandbook.Inaddition,thetermsofdistrictpoliciesmaytakeprecedenceoverinformation providedinthishandbook.Themostrecentanduptodatedistrictpoliciescanbeaccessedonlineonthedistricts websiteathttp://policy.mpls.k12.mn.us;theysupersedeotherversionsofdistrictpolicies.


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20102011MPSOrganizationalChart

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To complete the verification, follow the link below:


Note: You might need to log in again. http://employeeHandbook.mpls.k12.mn.us/Secure/Confirmation.aspx?Action=Confirm

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