1. education
2. high school

Colorado Springs School District 11
EMPLOYEE
MANUAL
This Employee Manual is intended to supplement and not supplant the policies and regulations of the District 11
Board of Education, the Handbook for Executive/Professional Employees,
the Master Agreement and the ESP Handbook.
Revised:
July 1, 2013
July 1, 2012
July 1, 2011
TABLE OF CONTENTS
Table of Contents......................................................................................................................... i
Welcome .................................................................................................................................... iii
About District 11......................................................................................................................... iv
District 11's Mission, Values and Goals...................................................................................... iv
Goals Statement (The District 11 Way) .......................................................................................v
A.
B.
GENERAL ...................................................................................................................... 1
1.
Purpose of Employee Manual ............................................................................. 1
2.
Disclaimer ........................................................................................................... 1
3.
Employment-At-Will ............................................................................................ 1
SUMMARY OF BOARD POLICIES AND REGULATIONS AND DISTRICT
PROCEDURES .............................................................................................................. 2
1.
Equal Employment Opportunity........................................................................... 2
2.
Non Discrimination/Harassment ........................................................................ 3
3.
COBRA (Consolidated Omnibus Budget Reconciliation Act) ............................... 4
4.
Health Insurance Portability & Accountability Act of 1996 (HIPPA)……..…….… 5
5.
Family and Medical Leave Act ("FMLA") ............................................................. 5
6.
Uniform Services Employment and Reemployment Rights Act ("USERRA") ....... 6
7.
Drug and Alcohol-Free Workplace ...................................................................... 6
8.
Tobacco Free District .......................................................................................... 6
9.
Attendance.......................................................................................................... 7
10.
Hours of Work/Meal and Rest Periods/Overtime ................................................. 7
11.
Timekeeping/Payday/Payroll Deductions/Garnishments ..................................... 7
12.
Personnel Records ............................................................................................. 8
13.
Performance Evaluations .................................................................................... 8
14.
Promotions/Transfers/Terminations .................................................................... 8
15.
Layoffs/Recall ..................................................................................................... 8
16.
Bulletin Boards .................................................................................................... 9
17.
Telephone/Internet/Email/Computer Usage ........................................................ 9
18.
Staff Ethic/Conflict of Interest .............................................................................. 9
19.
Dress Code ........................................................................................................10
20.
Public Conduct on School Property ....................................................................11
21.
Child Abuse Reporting .......................................................................................12
22.
Physical Intervention with Students ....................................................................13
23.
Grievance Procedure .........................................................................................13
24.
School Closings/Weather ...................................................................................13
i
C.
D.
E.
BENEFITS .....................................................................................................................14
1.
Holidays .............................................................................................................14
2.
Absence Call-In Process ....................................................................................15
3.
Leave Plans .......................................................................................................15
4.
Leaves of Absence ............................................................................................16
5.
Health/Dental/Life/Vision ....................................................................................17
6.
PERA Retirement...............................................................................................18
7.
Professional Development .................................................................................18
8.
Employee Assistance Program (EAP) ................................................................18
SAFETY ........................................................................................................................19
1.
Safety Program/Safe Work Environment ............................................................19
2.
Personal Safety/Violence in the Workplace ........................................................19
3.
Life Safety and Fire Prevention ............................ Error! Bookmark not defined.
4.
Personal Protective Equipment (PPE)................................................................20
5.
Workers Compensation......................................................................................20
TEACHER INFORMATION ...........................................................................................21
1.
Increment Credit ................................................................................................21
2.
Licensure Requirements ....................................................................................21
3.
Colorado Springs Education Association (CSEA) Dues .....................................21
F.
EDUCATIONAL SUPPORT PROFESSIONAL (ESP) STAFF INFORMATION ..............22
G.
EXECUTIVE/PROFESSIONAL STAFF INFORMATION ................................................23
H.
GUEST STAFF/SUBSTITUTE INFORMATION .............................................................24
I.
1.
Expected Performance of Duties........................................................................24
2.
Arrival ................................................................................................................25
3.
End of the Day ...................................................................................................26
4.
Ineligible Leaves ................................................................................................26
5.
Assurance Forms ...............................................................................................26
6.
Voluntary Resignation ........................................................................................26
7.
Removal from the Guest Staff/Substitute List/Refraining from Use ....................26
TEMPORARY WORKER INFORMATION .....................................................................27
Acknowledgement and Receipt…………………………………………………………….…28
ii
WELCOME FROM DR. NICHOLAS GLEDICH, SUPERINTENDENT OF SCHOOLS
Dear District 11 Staff,
Thank you for your dedication to our students and for your commitment to Colorado Springs
School District No. 11 (“District 11”). Thank you for being a part of our family.
In District 11, we face unprecedented opportunities to prepare our students for the future.
Our organizational strengths – the diversity of our programs and the number of highly
talented educators, as well as passionate staff, are being nationally-recognized. Our Board
of Education is working together as a team to make tough decisions to ensure our future
success.
These opportunities have presented the right timing to shore up the foundation for our
continued success:
A vision to prepare every student for a world yet to be imagined. With this vision
as our guide, we will focus on our mission to provide excellent, distinctive
educational experiences that equip students for success today and in the
future.
Our vision, mission, and goals are the filters for every decision we make and every action we
take. Remember, it’s up to you and me to help our students succeed. We are a multitalented, award-winning staff, continually demonstrating a belief in excellence. District 11
parents trust us to provide the best education possible for their children.
Remember, I value your opinion, your ideas, and your suggestions. I will visit buildings
frequently. Please feel free to contact me or stop me when I am in your building. I look
forward to hearing from you.
Nicholas Gledich, Ed.D.
Superintendent of Schools
iii
About District 11
District 11 provides more choices for parents and students than any other school district
in Colorado Springs. District 11 has approximately 57 schools, all of which are working
to serve students with individualized programs designed to meet their specific needs.
District 11 has International Baccalaureate programs at the elementary, middle and high
school level, and programs like CORE Knowledge and Advanced Placement, a unique
Gifted and Talented program, a comprehensive Career and Technology Education
program and the only public Montessori program for elementary school-age students in
the region. These are just some of the programs that are propelling over 80% of our
students on to higher education and helping our graduating seniors receive more than
$15 million in scholarships. That’s what’s great about District 11. For more detailed
information on our schools and programs, please request a District 11 Enrollment Guide
through the Office of Communications and Community Relations at 520-2162.
District 11’s Mission and Values
Vision:
Every student prepared for a world yet to be
imagined.
Mission:
Provide excellent, distinctive educational
experiences that equip students for success
today and in the future.
Goals:

Demonstrate improvement of student achievement

Demonstrate a high performing team

Embrace a culture of constant innovation

Communicate and engage frequently with our
customers

Provide a safe working and learning environment

Demonstrate operational efficiencies

Demonstrate fiscal prudence and financial
responsibilities
iv
The D-11 Way
"Every Student, Every Day, Every Classroom, Top Quality Tier 1 Instruction"
is The D-11 Way
Quality Tier 1 instruction, supported by strong Tier II and Tier III interventions, is how
District 11 prepares students for a world yet to be imagined. Our mission is to
provide excellent, distinctive educational experiences that equip students for
success today and in the future. The staff and school community are committed to
the graduate—one who is:
This profile of the ACHIEVE graduate guides all that we do to deliver personalized
learning to every student. At the heart of the District’s Vision is the desire to provide all
learners with universal access to education through technology, wherever and
whenever they choose. The provision of a personalized experience for each individual
will drive students’ motivation to learn. We are D11. What we are prepared to promise
our students, their parents, and our community is that D11 produces graduates who
benefit from personalized learning and therefore are prepared for lifelong success.
v
Our D11 tagline captures the core idea in an exciting way: The world is changing. Meet
the future. This direction promises to serve our students’ futures more effectively and
opens a new chapter for the way D11 is seen in the community. We, as education
professionals, will learn, grow, and deliver our expertise. This direction has been the
impetus for our D11 leadership in developing the Business Plan. The business plan is
how we will keep our promise to deliver learning for lifelong success.
A graduate benefiting from personalized learning is academically prepared for a world
yet to be imagined. Our youth will leave as culturally competent world citizens. They
will be skilled team members, innovative problem solvers, effective communicators and
proficient users of technology. D11’s success depends on our ability to deliver an
education that provides the foundation for our students’ lifelong success. We each
have a vital role in making this happen. Whether one develops curriculum, teaches in
the classroom or provides essential support at any level, the individual role affects the
outcomes for our students. We are all here to achieve our vision, live our mission, and
keep our promise to provide learning for lifelong success.
The march of a graduate across the stage is the moment of real reward for all of us.
We shake the hand of every graduate because we feel confident that we are delivering
on our mission and that our brand promise is coming to life -- The world is changing.
Meet the future. We deliver learning for lifelong success.
vi
A.
GENERAL
1.
Purpose of Employee Manual
Thank you for reading this Employee Manual (the “Manual”). District 11 views
the Manual as a valuable communication resource. We welcome any questions
that you may have about the materials found in this Manual and encourage you
to contact the Human Resources Department or your Principal/Supervisor should
you have any questions that arise in review of this Manual.
This Manual replaces and supersedes all previous versions of the Manual and
any oral or unwritten policies or procedures of District 11.
While District 11 hopes that this Manual will assist employees with many
questions they may have, at the same time, we want employees to understand
that the Manual is not intended to answer every question, nor has it been written
to anticipate and cover every circumstance. District 11’s needs and operations
may change, and the District may decide, in a flexible and responsive way, to
change this Manual or its application to specific employees or situations.
This Manual is intended to supplement and not to supplant District 11's Board
Policies and Regulations, the Handbook for Executive/Professional Employees,
the Master Agreement or the ESP Handbook. To the extent the provisions of this
Manual conflict with the provisions of the Board Policies and Regulations, the
Handbook for Executive/Professional employees, the Master Agreement, or the
ESP Handbook, the provisions of the latter, whichever is (are) applicable, shall
govern. To the extent any provisions of this Manual conflict with any state or
federal law, such state or federal law shall govern. The Board Policies and
Regulations, the Handbook for Executive/Professional Employees, the Master
Agreement and the ESP Handbook shall hereinafter collectively be referred to as
the "Policies and Handbooks."
2.
Disclaimer
THE MANUAL IS NOT INTENDED TO CREATE, AND SHOULD NOT BE
INTERPRETED AS CREATING, AN EXPRESS OR IMPLIED CONTRACT,
INCLUDING A CONTRACT OF EMPLOYMENT. THE MANUAL ALSO IS NOT
INTENDED TO CREATE, AND SHOULD NOT BE INTERPRETED AS
CREATING, PROPERTY RIGHTS, PRIVACY RIGHTS, RIGHTS TO DUE
PROCESS, OR OTHER CONTRACTUAL OR CONSTITUTIONAL RIGHTS.
3.
Employment-At-Will
EXCEPT FOR EMPLOYEES WHO ARE SUBJECT TO THE COLORADO
TEACHER EMPLOYMENT, COMPENSATION AND DISMISSAL ACT
("TECDA"), ALL EMPLOYEES OF DISTRICT 11 ARE AT-WILL EMPLOYEES.
THIS MEANS THAT EITHER THE EMPLOYEE OR DISTRICT 11 MAY
TERMINATE EMPLOYMENT AT ANY TIME, WITH OR WITHOUT ADVANCE
NOTICE, AND WITH OR WITHOUT CAUSE.
EMPLOYMENT WITH
DISTRICT 11 IS OF INDEFINITE DURATION, WITH NO SPECIFIC TERM OR
1
LENGTH OF EMPLOYMENT AND NO SPECIFIC PROCEDURE FOR
TERMINATION.
NO EXCEPTION TO THIS AT-WILL EMPLOYMENT PROVISION WILL BE
EFFECTIVE UNLESS IT IS EXPRESSLY SET FORTH IN SPECIFIC TERMS, IN
AN AGREEMENT IN WRITING BETWEEN DISTRICT 11 AND THE
EMPLOYEE, SIGNED BY BOTH THE EMPLOYEE AND THE PRESIDENT OF
THE BOARD OF EDUCATION (THE "BOARD") FOLLOWING APPROVAL BY
THE BOARD.
B.
SUMMARY OF
PROCEDURES
BOARD
POLICIES
AND
REGULATIONS
AND
DISTRICT
This section is important and valuable for you to review regarding your employment with
District 11. The purpose of this section is to provide you with a brief overview of some of
the provisions of Board Policies and Regulations, as well as a description of District 11
procedures, to get you started in your employment with District 11. However, you are
responsible for reading each Policy and Regulation referenced. (Board Policies and
Regulations are available on the District 11 website (http://www.d11.org/).
1.
Equal Employment Opportunity
Colorado Springs School District 11 (“D11”) seeks to comply with applicable laws
prohibiting discrimination in relation to disability, race, creed, color, sex, sexual
orientation (as defined by state law), national origin, religion, ancestry, age, and
protected activity in its programs and activities. D11 also provides equal access
to the Boy Scouts and other designated youth groups. Any
harassment/discrimination of students and/or staff, based on the aforementioned
protected areas, is prohibited and must be brought to the immediate attention of
the school principal, the D11 administrator/supervisor, or the D11
nondiscrimination compliance/grievance coordinator.
District 11 values the diversity of the family, and the social and cultural
backgrounds of the students, parents, and personnel who participate in its
programs and activities. Respect for the dignity and worth of each individual
shall be a consideration in the establishment of all policies by the Board and in
the administration of those policies by the administration.
The Board expects that all staff, students, and visitors of District 11 shall treat
other staff, students, and visitors with respect and dignity, and shall not engage
in any intimidation, discrimination, physical harm and/or harassment against such
persons on account of race, creed, color, sex, sexual orientation (as defined by
law), national origin, religion, ancestry, age, disability, or protected activity.
Specifically, District 11 expects that its students shall not be illegally
discriminated against on the basis of race, creed, color, sex, sexual orientation
(as defined by law), national origin, religion, ancestry, age, disability or protected
activity with regard to access to and participation in course offerings, athletics,
counseling, employment assistance, and extracurricular activities. (See Board
Policy(ies)/Regulation(s) AC, GBA, GBAA, JB, JBB, AC-R, and JBB-R.)
2
For additional information, please contact:
District 11 Equal Opportunity Office
Alvin Brown Jr, J.D. Director, Equal Opportunity Programs &
Ombudservices
1115 N. El Paso Street
Colorado Springs, CO 80903
Telephone number: 520-2271
Facsimile No.: 520-2442
2.
Non Discrimination/Harassment
District 11 expects each of its employees to avoid any behavior that constitutes
unlawful sexual or racial harassment. District 11 also expects its employees to
avoid any behavior that constitutes retaliation against any person for reporting
alleged sexual or racial harassment, or for otherwise assisting, participating, or
providing testimony relating to alleged sexual or racial harassment. Such
behavior is itself a violation of Board policy/regulation and applicable state and
federal law, and may subject the employee to disciplinary action or termination
from employment.
What is sexual harassment?
a.
(Quid pro quo sexual harassment) A District 11 employee’s employment,
pay, fringe benefits, promotion, transfer, or other employment related
provision being explicitly or implicitly conditioned on the employee’s
submission to unwelcome sexual advances, requests for sexual favors, or
other verbal, nonverbal, or physical conduct of a sexual nature;
b.
(Hostile environment sexual harassment) A District 11 employee being
subjected to sexually harassing conduct (which may, but does not have
to, include unwelcome sexual advances, requests for sexual favors, and
other verbal, nonverbal, or physical conduct of a sexual nature) that is
sufficiently severe, persistent, or pervasive to unreasonably interfere with
an employee’s work performance, or to create a sexually hostile, abusive,
or offensive working environment.
The following are examples of conduct and communication that, regardless of the
manner or means by which they occur, may constitute sexual harassment:
a.
Sexually oriented “kidding” or inappropriate references to sexual matters;
b.
Continued or repeated offensive sexual flirtations, advances, or
proposals;
c.
Continued or repeated verbal remarks about a person’s body;
d.
Making sexual or lewd gestures;
3
e.
Displaying sexual material, such as cartoons, photos of nudes or
pornography, or placing such material in someone’s desk or work area;
f.
Pressure to engage in sexual activity;
g.
Unwelcome sexual touching, such as offensive brushing against a
person, patting or pinching in a sexual manner;
h.
“Rating” persons on the basis of physical characteristics;
i.
Conduct or communications, which, while not overtly sexual, would not
have occurred except for the employee’s gender (e.g., vandalizing the
property of a female employee);
j.
Verbal abuse of a sexual nature or using sexually degrading words to
describe a person; and
k.
Sending sexual material, such as cartoons, photos of nudes, or
pornography, using District 11 technology.
Sexual relations between a district employee and a district student are strictly
prohibited regardless of whether or not the conduct was considered unwelcome
by the student or the conduct is found to have constituted sexual harassment.
Racial harassment is generally defined as verbal, written, graphic or physical
conduct relating to the race, color, or national origin of another, that is sufficiently
severe, persistent, or pervasive to unreasonably interfere with an employee’s
work performance, or to create a racially hostile, abusive, or offensive working
environment. The following are examples of conduct and communication that,
regardless of the manner or means by which they occur, may constitute racial
harassment:
a.
Racially derogatory written or pictorial communications (e.g., letters,
notes, jokes, posters, photos, or cartoons);
b.
Racially derogatory verbal comments (epithets, jokes or slurs);
c.
Sending racially derogatory written or pictorial communications (e.g.,
letters, notes, jokes, posters, photos, or cartoons) using District
technology;
d.
Threats of force or violence against a person’s body, possessions, or
residence on account of that person’s race, color, or national origin; and
e.
Physical conduct (provocative gestures, restricting freedom of action or
movement, violence, or defacing or destruction of property) on account of
an individual’s race, color or national origin.
(See Board Policy(ies)/Regulation(s) GBAA, GBAA-R, JBB, JBB-R.)
3.
COBRA (Consolidated Omnibus Budget Reconciliation Act)
4
Federal law requires that most group health plans (including District 11’s health
plan) provide employees and their families the opportunity to continue their
health care coverage when there is a “qualifying event” that would result in a loss
of coverage.
Depending upon the type of qualifying event, “qualified
beneficiaries” may include the employee covered under the group health plan,
the covered employee’s spouse, and the dependent children of the covered
employee.
Continuation coverage is the same coverage that District 11’s health plan
provides to active employees and their families under District 11’s health plan
who are not receiving continuation coverage. Each qualified beneficiary who
elects continuation coverage will have the same rights under District 11’s health
plan as active employees or their families, including special enrollment rights.
Please contact the Benefits Department if you have any questions regarding
COBRA.
4.
Health Insurance Portability and Accountability Act of 1996 (HIPAA)
HIPAA is a federal law that:




5.
Limits the ability of a new employer plan to exclude coverage for pre-existing
conditions;
Provides additional opportunities to enroll in a group health plan if you lose
other coverage or experience certain life events;
Prohibits discrimination against employees and their dependent family
members based on any health factors they may have, including prior
medical conditions, previous claims experience, and genetic information;
and
Guarantees that certain individuals will have access to, and can renew,
individual health insurance policies.
Family and Medical Leave Act ("FMLA")
As a covered employer, District 11 must grant an eligible employee up to a total
of 12 work weeks of unpaid leave during any 12-month period for one or more of
the following reasons:

for the birth and care of the newborn child of the employee or for placement
with the employee of a child for adoption or foster care; or

to care for an employee's spouse, child, or parent with a serious health
condition; or

when the employee is unable to work because of a serious health condition;
or

to care for an injured or ill covered service member who is the son,
daughter or parent of an employee or because of a qualified exigency as
defined in Board Policy and Regulation.
5
If you have any questions regarding FMLA or specific questions regarding your
own situation, please contact the Human Resources Department. (See Board
Policy(ies)/Regulation(s) GBGF and GBGF-R.)
6.
Uniform Services Employment and Reemployment Rights Act ("USERRA")
USERRA protects civilian job rights and benefits for veterans and members of
Reserve components. USERRA also protects service member rights and
benefits by clarifying the law, improving enforcement mechanisms, and adding
federal government employees to those employees already eligible to receive
Department of Labor assistance in processing claims.
USERRA establishes the cumulative length of time that an individual may be
absent from work for military duty and retain reemployment rights up to five
years. USERRA also provides protection for disabled veterans, requiring
employers to make reasonable efforts to accommodate the disability. Service
members convalescing from injuries received during service or training may have
up to two years from the date of completion of service to return to their jobs or
apply for reemployment. USERRA provides that returning service-members are
reemployed in the job that they would have attained had they not been absent for
military service with the same seniority, status and pay, as well as other rights
and benefits determined by seniority.
Please contact the Human Resources or Benefits Departments if you have any
questions. (See Board Policy(ies)/Regulation(s) GCCAD, GDCD.)
7.
Drug and Alcohol-Free Workplace:
District 11 has a no tolerance policy prohibiting an employee from reporting to
work while under the influence or carrying an odor of alcohol or illegal drugs. This
prohibition also shall apply to employees during non-working time in the event
such use impairs an employee's ability to perform his/her job. The unlawful
manufacture, distribution, dispensing, possession or use of alcohol or a
controlled substance as defined in state and federal law is prohibited in
District 11. The policy applies to all District 11 employees during working time,
while on District 11 premises or other work sites where employees may be
assigned, while operating any school-owned vehicle or any other school
approved vehicle, or during school-sponsored activities. In addition, possession
of drug paraphernalia by District employees is also prohibited while engaged in
District business or work, on District premises or a school-sponsored activity, or
while operating or riding as a passenger in a District vehicle. Observance of this
policy, and the requirement to report any alleged violations of this policy to
Human Resources, is a condition of employment. Employees deemed to be in
violation of this policy may be subject to disciplinary action or termination from
employment. (See Board Policy(ies)/Regulation(s) GBEC)
8.
Tobacco Free District
District 11 strives to promote a healthy school and work environment. In this
regard, employees, visitors, and other adults are prohibited from using tobacco
on District 11-owned property or premises. There may be designated smoking
6
areas near your work location, so please check with your Supervisor if you must
smoke during your break. (See Board Policy/Regulation ADC/GBED.)
9.
Attendance
You are expected to be at your scheduled work location at the times your
Supervisor has outlined for you. Any absences, whether planned or emergency,
must be reported to the SEMS system (Guest Staff/Substitutes do not have to
report absences to SEMS). As a matter of professional courtesy and to ensure
appropriate coverage, it is highly recommended that you report your absence to
your Supervisor as soon as reasonably practicable, but no later than the start of
your work shift for the day of absence.
10.
Hours of Work/Meal and Rest Periods/Overtime
Hours of work, meal and rest periods, and overtime pay are determined by
several factors: your job title, the number of hours you work, and the employee
group to which you belong. Please contact the Human Resources or Benefits
Departments to determine whether you are eligible for any of the following:

Overtime Rate: Time and one-half of the regular rate of pay for any work in
excess of forty (40) worked hours per workweek. Overtime must be
calculated on a weekly basis. Performance of work in two or more positions
at different pay rates for District 11 shall be computed based upon the
weighted average of the rates for each position, as provided in the Fair
Labor Standards Act. Sick Leave, vacation, and compensatory time off do
not count towards worked hours for the purpose of overtime calculations.

Meal Periods: An uninterrupted and “duty free” meal period of at least a
thirty minute duration when the scheduled work shift exceeds five
consecutive hours of work. Employees will be completely relieved of all
duties and permitted to pursue personal activities.

Break Periods: Rest periods, which, insofar as practicable, shall be in the
middle of each four (4) hour work period. A compensated fifteen (15) minute
rest period for each four (4) hours or major fractions thereof shall be
permitted for eligible employees. Such rest periods shall not be deducted
from the employee’s wages. It is not necessary that the employee leave the
premises for said rest period.
If you have any questions, please check with your appropriate employee group
handbook or agreement, your Supervisor, or the Human Resources Department.
11.
Timekeeping/Payday/Payroll Deductions/Garnishments
Please contact your Supervisor regarding your timekeeping requirements.
Payday is the first working day of the month (excludes Guest Staff/Substitutes
and Temporary Workers). Any questions regarding payroll deductions or
garnishments should be directed to the Payroll Department by contacting the
numbers for your last name:
7
A – E 520-2039
K – Q 520-2059
12.
F – J 520-2061
R – Z 520-2058
Personnel Records
In accordance with the Colorado Open Records Act, an employee's personnel
records are available for that employee to review. Please contact Human
Resources to schedule an appointment if you would like to review your District 11
personnel file. An appointment is required, and you will be required to complete
documentation indicating that you have reviewed your file. Additionally, if you
request any copies from your file, there will be a minimal charge of twenty five
cents per page. (See Board Policy GBJ.)
13.
Performance Evaluations
Each employee (except for Guest Staff/Substitutes and Temporary Workers) is
expected to receive a performance evaluation during his/her employment with
District 11. Timeframes for evaluation depend upon the employee group to
which you belong, your employment status, and your position. Please consult
the Handbook for Executive/Professionals, Master Agreement or ESP Handbook,
whichever is applicable or your Supervisor. You may also contact the Human
Resources Department if you have further questions.
14.
Promotions/Transfers/Terminations
District 11 employees may apply for promotions or transfers within District 11
pending available vacant positions. District 11 may take disciplinary action
against an employee or terminate his/her employment. The decision to terminate
an employee's employment is made by the Board upon recommendation of the
Superintendent or his/her designee. Employees whose employment has been
terminated shall receive final payment in accordance with law and state statute.
In the case of retirement, resignation or a leave of absence, an employee’s final
wages shall be paid no later than the next regular pay day or 30 calendar days
after termination.
(Please see applicable Polices and Handbooks for a
discussion of disciplinary action.)
EXCEPT FOR EMPLOYEES WHO ARE SUBJECT TO THE COLORADO
TEACHER EMPLOYMENT, COMPENSATION AND DISMISSAL ACT
("TECDA"), ALL EMPLOYEES OF DISTRICT 11 ARE AT-WILL EMPLOYEES.
THIS MEANS THAT EITHER THE EMPLOYEES OR DISTRICT 11 MAY
TERMINATE EMPLOYMENT AT ANY TIME, WITH OR WITHOUT ADVANCE
NOTICE, AND WITH OR WITHOUT CAUSE.
(See Board Policy(ies)/Regulation(s) GCKB, GCPB, GDJ, GDP.)
15.
Layoffs/Recall
Layoff and recall procedures are described in the Master Agreement and the
ESP Handbook.
8
16.
Bulletin Boards
Each work location shall have employee bulletin boards that have mandatory
employment notifications at each work site.
Please contact your
Supervisor/Principal if you have questions regarding your bulletin board postings.
17.
Telephone/Internet/Email/Computer Usage
Educational technology resources provide access to a wealth of information and
services. Colorado Springs School District No. 11’s (the “District”) purpose in
providing educational technology resources to students and staff is to facilitate
personalized learning instructional practices, strategies, and activities, and to
provide excellent, distinctive educational experiences that equip students for
success today and in the future. The smooth operation of District 11’s
Educational Technology Resources relies upon users adhering to established
standards of proper conduct. In general, as a District 11 employee, you are
required to use District 11 telephones, internet, email, and computers in an
efficient, ethical, and legal manner. If a user violates his/her Acceptable Use
Agreement with District 11 or any of District 11’s policies, regulations,
procedures, or guidelines, access to District 11’s Educational Technology
Resources may be denied and other legal or disciplinary action may be taken, or
the employee may be terminated from employment. District 11 will cooperate
fully with local, state, or federal officials in any investigation concerning or relating
to misuse of District 11’s Educational Technology Resources.
The District realizes that part of 21st century learning is adapting to the changing
methods of communication for teachers, students, and parents engaging,
collaborating, learning and sharing in digital environments. The District has
provided social media guidelines to create an atmosphere of trust and individual
responsibility and accountability, keeping in mind that information produced by
District Teachers, employees and students is a reflection on the entire District
and is subject to the District’s Educational Technology Resources policy.
Remember that the lines of public and private, personal and professional are
blurred by the digital world. By virtue of identifying yourself as a District
employee online, you are now connected to colleagues, students, parents and
the school community. You should ensure that content associated with you is
consistent with your work at the District. Your online behavior should reflect the
same standards of honesty, respect, and consideration to others that you use
face-to-face.
District 11’s Educational Technology Resources are the property of District 11
and their use is a privilege, not a right. (See Board Policy(ies)/Regulation(s)
EHC, EHC-E-2, EHC-E-4, EHC-R-1, EHC-R-2, .)
18.
Staff Ethic/Conflict of Interest
District 11 expects its employees to make personnel decisions and other
educational and business decisions objectively on the basis of District 11’s
needs, resources and priorities.
While District 11 does not restrict the
9
employment of relatives in most circumstances, it recognizes that, when an
employee has supervisory or fiscal authority over, or access to confidential
information concerning, another employee who is a relative, or participates in
District decisions directly affecting a relative, a conflict of interest exists and there
is a substantial risk of favoritism and negative effects on the integrity of District
decision-making. Therefore, you are required to report any relative relationships
within District 11 to your Supervisor and/or Human Resources. Failure to do so
may result in disciplinary action or termination from employment.
"Relative" is defined as: spouse (including common law spouse), child, parent,
sibling, grandparent, grandchild, aunt, uncle, first cousin, corresponding in-law or
“step” relation, fiancé, domestic partner, or any member of the employee’s
household.
In addition, if any two employees of District 11 are in a superior/subordinate
relationship and have a known romantic relationship, or there is a logical conflict
of interest, they shall report this information to their immediate Supervisor(s) and
shall be advised of the requirements of this policy by their immediate
Supervisor(s). If a District employee experiences a change in personal status
(such as through marriage or engagement), it is expected that an employee will
report the change to one of the following individuals:
a.
Immediate Supervisor
b.
A Director of Human Resources;
c.
Executive Director of Human Resources; or
d.
Deputy Superintendent for Personnel Services.
Please contact your Supervisor or the Human Resources Department if you have
any further questions. (See Board Policy(ies)/Regulation(s) GBEA.)
19.
Dress Code
Professional attire is required of all District 11 employees. District 11 is
committed to being a high performance organization focused on outstanding
student performance, achievement, and preparation for a lifetime of success.
The professional appearance (which includes dress, accessories and other body
adornments, and grooming) of employees not only reinforces their own shared
vision of District 11 and their identity as highly motivated professionals working
toward a common mission, but also strengthens their morale, sense of
professionalism, dignity and self-worth; the community’s attitude toward
District 11, public schools and the teaching profession in general; and, directly
and indirectly, the conduct, morale, and performance of District 11’s students.
All employees must exercise good judgment in their choice of professional
appearance for work and work-related activities by always appearing in a way
that is appropriate to the situation, and that will invoke:

a positive impression from the community;
10



provide appropriate role modeling for students;
promote a working and learning environment that is free from unnecessary
disruption;
and be conducive to high student and staff performance.
Examples of professional attire include, but are not limited to:




collared shirts
dress slacks
hosiery
ties



dress coordinates
suits
professional dresses
Blue jeans are discouraged unless designated administratively for specific
circumstances. You are not permitted to wear any clothing, paraphernalia,
grooming, jewelry, accessories, or body adornments that are disruptive or
potentially disruptive to the educational environment as determined by the
Principal.
Examples of clothing, accessories, or body adornments that are not acceptable
are those that (but are not limited to):

contain language or images that are vulgar, discriminatory, or obscene;

promote illegal or violent conduct, such as the unlawful use of weapons,
drugs, alcohol, tobacco, or drug paraphernalia;

contain perceived threats such as gang symbols;

expose cleavage, private parts, the midriff, or undergarments or that is
otherwise sexually provocative;

are considered sleepwear;

are headwear;

are sunglasses.
(See Board Policy(ies)/Regulation(s) GBEB.)
20.
Public Conduct on School Property
District 11 seeks to provide a safe and secure educational environment for its
students and staff. In this regard, the following actions will not be tolerated and
may result in disciplinary action, termination from employment, and/or
legal/criminal charges:

Any actions or behavior, or conduct that is intended to obstruct, disrupt or
interfere with teaching, research, service, administrative or disciplinary
functions, or any activity sponsored or approved by the Board;

Any physical abuse of or threats of harm to any person on District 11-owned
or controlled property, or at District 11 sponsored or supervised functions;
11

Threats of damage or damage to property of the School District regardless of
the location, or property of a member of the community or a visitor to the
school, when such property is located on School district controlled premises;

Forceful or unauthorized entry to or occupation of school facilities, including
both building and grounds;

Being under the influence of or impaired by any alcohol product or illicit
drugs while in or on a District property or premises, or while attending any
District sponsored event or activity. Persons under the influence of, or
impaired by alcohol or illicit drugs or substances, shall not be permitted to
enter the school building, grounds, or vehicles;

Consumption of any alcohol product or illicit drugs while in or on a District
property or premises, or while attending any District-sponsored event or
activity;

Unlawful use, possession, distribution or sale of drugs and other controlled
substances, or other illegal substances on School District property, at school
sponsored functions, or on any school bus transporting students or within
1,000 feet of the perimeter of the school grounds;

Open or concealed possession of a dangerous or deadly weapon, as defined
in state law or city ordinances, on school property or in school buildings;

Coarse and obviously offensive utterances, gestures or displays when such
utterance, gesture or display tends to incite an immediate breach of peace,
or unreasonable noise which disrupts the educational process.
(See Board Policy(ies)/Regulation(s) KFA.)
21.
Child Abuse Reporting
District 11 complies with the Colorado Child Protection Act. To that end, ANY
school official or employee who has reasonable cause to know or suspect that a
child has been subjected to abuse or neglect or who has observed the child
being subjected to circumstances or conditions which would reasonably result in
abuse or neglect, as defined by statute, shall immediately report or cause a
report to be made to the El Paso County Department of Social Services or local
law enforcement agency.
District 11 expects to provide employees with periodic in-service programs in
order to provide them with information about the Child Protection Act, to assist
them in recognizing and reporting instances of child abuse and to instruct them
on how to assist victims and their families. School employees and officials shall
not contact the child’s family or any other persons to determine the cause of the
suspected abuse or neglect. It is not the responsibility of the school official or
employee to prove that the child has been abused or neglected. If you have any
questions regarding your role as a mandatory reporter under the Colorado Child
Protection Act of 1987, please contact Security, or your Supervisor. (See Board
Policy(ies)/Regulation(s) JLF and JLF-R.)
12
22.
Physical Intervention with Students
In dealing with disruptive students, any employee who has received the
appropriate training in physical intervention may, within the scope of his/her
employment, use reasonable and appropriate physical intervention or force as
necessary for the following purposes:
a.
To prevent a student from an act of wrong-doing;
b.
To quell a disturbance threatening physical injury to others;
c.
To obtain possession of weapons or other dangerous objects upon a
student or within the control of a student;
d.
For the purpose of self-defense;
e.
For the protection of persons or property;
f.
To maintain discipline.
Employees who utilize physical intervention and restraints may be immune from
civil liability under applicable law. Generally, any such acts are not in conflict
with the legal definition of child abuse and are not construed to constitute
corporal punishment. However, under no circumstances, may a student be
physically held for more than 5 minutes unless the provisions regarding restraint
contained in Board Policy JKA/Regulation JKA-R are followed. Any method or
device used to involuntarily limit a student’s freedom of movement, including
bodily physical force (for more than 5 minutes), mechanical devices, and
seclusion, must be in compliance with applicable state and federal laws.
Corporal punishment will not be administered to students by anyone in any
District schools. (See Board Policy(ies)/Regulation(s) JKA and JKA-R.)
23.
Grievance Procedure
District 11 seeks to settle any differences with employees in a manner that
provides for a prompt and equitable resolution at the lowest level possible.
Accordingly, certain employees may be eligible to utilize a grievance process.
Please refer to any applicable Board Policies and Handbooks to determine
whether a grievance procedure is available to you. (Grievance procedures are
not available to Guest Staff or Temporary Workers.)
AS WITH ALL OTHER PROVISIONS IN THIS MANUAL, THIS PROVISION IS
NOT INTENDED TO CREATE AN EXPRESS OR IMPLIED CONTRACT OR
PROPERTY, CONSTITUTIONAL OR OTHER RIGHTS NOR DOES IT ALTER
THE
AT-WILL
EMPLOYMENT
RELATIONSHIP
OF
DISTRICT 11
EMPLOYEES.
24.
School Closings/Weather
Weather is a major factor in determining whether students and staff can safely
arrive and leave schools and work locations. The Superintendent determines the
13
need for either a delayed start or a snow day, and you will be notified of this by
someone from your work location and/or the local news.
Snow Days: If the Superintendent declares that the schools are closed because
of inclement weather, all employees, except those designated as essential, will
not be required to report for work and most employees (check with your
applicable department/supervisor), will receive their normal pay in the same
manner as if school buildings were not closed.
Delayed Start: If the Superintendent declares that the District will require a 2-hour
delayed start for schools, ALL employees are expected to work their regular
schedules. However, employees should make sure they can arrive safely. (See
Board Policy(ies)/Regulation(s) EBCE and EBCE-R.)
C.
BENEFITS
(This Benefits section does not apply to Guest Staff/Substitute employees or Temporary
Workers.)
Nothing in this Manual shall restrict the ability of District 11 to modify, discontinue or
supplement its employee benefits plans. Eligible employees are urged to consult
applicable Policies and Handbooks and relevant plan documents available in the
Benefits Department for more detailed and the most current information regarding
District 11 benefits.
1.
Holidays
District 11 employees currently enjoy between 11-14 paid holidays, dependent
upon their schedules and employee classifications. Check your new hire
paperwork to review the number of holidays for which you are eligible. District 11
currently celebrates the following holidays:
Independence Day – Twelve-Month Employees
Labor Day – All Employees
Veteran’s Day – All Employees
Thanksgiving (Wednesday through Friday of Thanksgiving week) – All
Employees
Winter Break (typically third week in December through last week in
December) – School-Year Employees only
Winter Break (2-3 days prior to Christmas Holiday (dependent upon your
schedule)) – Twelve-Month Employees
New Year’s Eve (2-3 days prior to New Year’s Holiday) – Twelve-Month
Employees
Martin Luther King, Jr. Day – All Employees
President’s Day – All Employees
Spring Break (last full week in March) – School-Year Employees only
14
Memorial Day – All Employees
(See Board Policies and Handbooks.)
2.
Absence Call-In Process
District 11 understands that there are unplanned emergencies, appointments,
etc. that may result in an employee's absence from work. However, due to the
nature of our business, it is important that you communicate with your Supervisor
regarding any leaves you must take, as soon as you know that a leave is
necessary. In this regard, you are required to notify District 11 by:
a.

3.
Contacting the Substitute Employee Management System ("SEMS") on
the day of or in advance of the absence:

Call in (520-2484) or log in system for reporting absences
(https://sfx.d11.org/logOnInitAction.do)

Obtain a Substitute while absent

Check your new hire paperwork on how to use SEMS and absence
reporting codes
For any planned leaves, please obtain PRE-APPROVAL as far in
advance as possible so that your Supervisor may plan appropriately for
your absence. As a matter of professional courtesy and to ensure
appropriate coverage, it is highly recommended that you report your
absence to your Supervisor as soon as reasonably practicable, but no
later than the start of your work shift for the day of absence.
Leave Plans
District 11 currently allows the following types of leave, among others:
Teachers: 11 paid Leave days (not eligible for vacation)


Must be taken in full or half day increments (7 hours or 3.5 hour increment)
No maximum accrual; carries over each year to Sick Leave.
ESP employees: 11-14 paid Sick Leave days (varies based upon your work day
schedule)

5 days of Personal Leave – to be reported in one (1) hour increments or a
full day if the absence exceeds a half day and used for personal reasons,
etc.
ESP employees: 80 hours of vacation leave may be granted (Full time, 260 day
work schedule)

Part time employees will be pro-rated; vacation accrual rate will increase
after 5th year of service
15

You must ensure that you monitor your vacation leave balance in
PeopleSoft Self Service to ensure you do not lose your vacation hours at
the end of a fiscal year as noted by the applicable ESP Handbook.
Executive/Professional Staff: 11-14 paid Sick Leave days

5 days of Personal Leave – may be used in 1 hour increments and used
for Sick Leave, personal leave, medical appointments, etc.
Exec Professional: 22 vacation days (Full time, 260 day work schedule)

You must ensure that you monitor your vacation leave balance in
PeopleSoft Self Service to ensure you do not lose your vacation hours at
the end of a fiscal year as noted by the applicable Executive Professional
Handbook.
Negative Leave Balances:
If you accrue a negative leave balance and you have exhausted all avenues of
obtaining additional time (such as through the Sick Leave Bank, donated
hardship, maternity leave, Sick Leave at half pay), the dollar value of those
negative leave balances will be deducted from your next paycheck. Any future
Sick Leave absences should be reported as leave without pay after notification of
this requirement by HR. All leave balances must be exhausted prior to
requesting leave without pay.
Employees should refer to applicable Policies and Handbooks to determine the
leave programs currently available.
4.
Leaves of Absence
District 11 currently provides for various medical and educational leave request
options. Please check the Policies and Handbooks if you should need this type
of leave. To request a Leave of Absence, please you must complete the
“Employee Leave of Absence Request” form available on the HR website. While
on an unpaid leave of absence, the employee shall be responsible for 100% of
the premium payment for any health, dental, vision, or life insurance and the
employee is responsible for contacting Benefits for the continuation of benefits.
Other common leaves are as follows:
Jury Duty (Absence Leave Code 050)

Excused for 1 day with presentation of summons and excused for additional
days upon ongoing juror service;

No deduction from wages shall be made for up to the first 3 days of juror
service with the return of jury duty payment to the Fiscal Services
Department;
16

As soon as practicable, the employee must bring the Juror Service
Certificate back and return to School Administrative Assistant who will then
submit to Human Resources.
Military Leave

Maximum of 15 calendar days/year without loss of pay.
Sick Leave Bank
The goal of the Sick Leave Bank is to grant employees additional time due to
their own critical personal illness/injury or the critical illness/injury or death of an
immediate family member.
Critical illnesses/injuries are defined as: inpatient hospitalization; life threatening
illnesses; chemotherapy/radiation treatments; total hip and knee replacement;
open heart surgery; extreme psychological distress; terminal illness; and death in
the immediate family.
While participation in the benefit is voluntary, an employee must donate one day
of Sick Leave to the Sick Leave Bank to be eligible to receive donations. Once
an employee donates to the Sick Leave Bank, he/she does not have to donate
again and time donated is non-refundable. However, please note that if the Sick
Leave Bank drops below a specified number of hours, per Master Agreement
and ESP Handbook, requests for an additional day to be donated may be
requested by District 11. An employee must exhaust all other Paid/Sick Leave
benefits with District 11 before requesting days from the Sick Leave Bank. If an
employee is not currently participating in the Sick Leave Bank, there is an annual
open enrollment in the month of September in which you will have the
opportunity to donate one day of Sick Leave.
Employees should consult applicable Guidelines and Handbooks regarding the
Sick Leave Bank.
5.
Health/Dental/Life/Vision
District 11 currently offers a comprehensive benefits package for its employees
that meet eligibility requirements including the following:

Medical Plan – EPO plan; current premium sharing is 75%/25%
(District 11/employee);

Dental Plan – EPO or DPO plans;

125 Flex Plan includes:
 Part I: Eligible employees who participate in group health, dental
and vision automatically pay their share of the premium
contribution on a pre-tax basis.
 Part II: Eligible employees can elect to contribute pre-tax dollars to
pay for eligible out-of-pocket medical and dependent daycare
expenses.
17
6.

Life Insurance – Coverage for 2x your salary with a minimum coverage of
$50,000 (excluding Transportation/Lunchroom employees. These employees
have flat rate coverage in the amount of $50,000). Spouse and eligible
dependent children coverage is also available;

Long Term Disability – Eligible employees are required to participate/60% of
your total monthly earnings;

Vision Plan – Eligible employees are eligible for eye exam, contact lenses
and glasses benefits as outlined by the plan.
PERA Retirement
District 11 employees are not covered by Social Security. Instead, all District 11
employees are covered by the Public Employees’ Retirement Association of
Colorado ("PERA") and participate. Employees should consult applicable
Policies and Handbooks, as well as state rules and regulations regarding PERA.
7.
Professional Development
District 11 strives to encourage and facilitate professional development
opportunities. To that end, District 11 currently offers professional development
time to Teachers:

Credited with up to 2 days/year for professional development (i.e.,
educational conferences, visitations, meeting attendance, professional
activities);

Maximum accumulation is 5 days/year;

Supervisor pre-approval required.
Executive/Professional employees are currently provided a $600 annual fund for
the use of job-related expenses incurred for professional growth activities. The
professional growth activities and the expenses must be approved by the
Supervisor for reimbursement and/or payment. Please check the Executive
Professional Handbook for more details on this benefit.
8.
Employee Assistance Program (EAP)
District 11 realizes that, at any time, you may have personal issues that impact
your ability to deal effectively with issues at home and/or at work. Accordingly,
District 11 encourages you to utilize a great benefit, Profile Employee Assistance
Program (EAP). EAP is a free benefit that provides professional counselors to
assist you, your spouse, or dependents with marital and family problems, anxiety
and depression, chemical dependency, grief and loss, job stress and co-worker
conflict. Almost any problem can be addressed with the assistance of EAP.
This benefit is available to you as a District 11 employee as follows:
18

Employees, Spouses, and Dependent children (up to age 24 if a full-time
student are eligible for up to 5 counseling sessions per person per problem
per year.

Employee must be a benefit-eligible employee to qualify for EAP services.
For more information on this benefit, check the Risk Management website or call
Profile EAP at 1-800-645-6571 or 719-634-1825.
D.
SAFETY
1.
Safety Program/Safe Work Environment
District 11 seeks to provide a safe learning and working environment. To that
end, adequate attention to safety is the responsibility of every person. All
persons in or on District 11 property or at school-sponsored events should take
reasonable precautions to provide for their own safety and welfare and to ensure
the safety and welfare of others, including students, employees, volunteers, and
visitors. (See Board Policy/Regulation EB and EB-R.) In addition, Management
Directive MD-B2 from the Superintendent requires that all employees at all
locations must comply with District 11 Safety Standards.
2.
Personal Safety/Violence in the Workplace
District 11 seeks to provide an environment where all District 11 students and
staff feel physically and emotionally secure. District 11 also seeks to provide an
environment where all District 11 facilities are safe. We encourage you to report
any unsafe situations, conditions, or incidents to your Supervisor immediately.
(See Board Policy(ies)/Regulation(s) ADD, GBGB, ADD-E-1, ADD-E-2, ADD-E-3,
and GBGB-R.)
3.
Life Safety and Fire Prevention
District 11 has prepared information related to safety and fire prevention to
ensure that District 11 is prepared for any unforeseen emergencies. To that end,
District 11 has developed standards for emergency evacuation drills and school
occupancy requirements.
District 11 schools comply with the International Fire Code ("IFC") requirements
for Educational Group E Occupancies. The purpose of the IFC is to establish the
minimum requirements consistent with nationally-recognized good practice for
providing a reasonable level of life safety and property protection from the
hazards of fire, explosion, or dangerous conditions in new and existing buildings,
structures and premises and to provide safety to the fire fighters and emergency
responders during emergency operations. Each building location will have more
information regarding drills and emergency exit locations. If you have any
questions, please contact your Supervisor/Principal. (See Board Policy(ies)/
Regulation(s) EB, EBCA, EBCB, EBBCC, KDE, EB-R, KDE-E-1 and KDE-E-2.)
19
4.
Personal Protective Equipment (PPE)
Personal Protective Equipment (PPE) is designed to protect individuals from
potentially sever injuries due to contact with physical, electrical, mechanical and
other hazards. Use of personal protective equipment is often essential to protect
individuals when engineering, administrative, or work practice controls are not
feasible or available. When a work area or job activity requires the use of PPE,
the District will be responsible for the selection and issuance of appropriate PPE
to employees.
If you have any questions, please contact your
Supervisor/Principal.
5.
Workers Compensation
District 11 strives for a safe and healthy workplace and seeks to take care of its
valued employees. However, injuries on the job do happen, and you need to
know how to respond if you are injured at work. Notify your Supervisor
immediately if you suffer any work-related injury or illness. You will then need to
complete an Employee Injury/Illness Report Form (green form) which must be
completed by you and your Supervisor and faxed to the Risk Management
Department at 520-2383 immediately to start the process. Please make sure to
fill in both sides of this form completely. If you need medical care, please advise
your Supervisor and call the Risk Management Department at 520-2262 after
you have completed and faxed in the Employee Injury/Illness Report Form (green
form). Except as provided below, you must be referred by Risk Management to
an authorized treating physician; otherwise, you may be responsible for any
medical bills. An after-hours contact number is on the Risk Management
Department voice mail message at 520-2262. Or you may call 661-1455 or 6501966 for after hours assistance.
If you need emergency medical care for a life or limb-threatening injury, call 911
or go to the nearest emergency room. If emergency care is needed that is not
life or limb-threatening, please go to our emergency care provider: Penrose
Hospital at 2222 North Nevada Avenue or St. Francis Medical Center 6001 East
Woodmen Road.
20
E.
TEACHER INFORMATION
1.
Increment Credit – This is reviewed on an annual basis subject to Master
Agreement. Check Human Resources website for most up-to-date information.
Salary reclassification is a result of the accumulation of educational credits to
move on the Teacher salary schedule.
How to Submit Request:
a.
Submit Request for Prior Approval Forms.
b.
Submit Salary Reclassification Form with OFFICIAL TRANSCRIPTS.
c.
Submit to Human Resources Department.
Salary Reclassification Forms are located in the Human Resources Department.
For additional information or clarification about Teacher salary reclassifications,
please contact the Director of Compensation at 520-2143.
2.
Licensure Requirements
Continued employment at District 11 is contingent upon, among other things,
holding and maintaining a current Colorado teaching license.
It is your responsibility to obtain, maintain and submit a copy of your
renewed license to the Human Resources Department. Applications are
available on-line at www.cde.state.co.us or:
Colorado Department of Education
201 East Colfax Avenue
Denver, CO 80203
(303) 866-6628
(303) 830-0793 FAX
IMPORTANT:
If your license lapses or is revoked at any time during your
employment with District 11, you may be subject to disciplinary action or
dismissal from employment.
Please refer to the applicable Policies and Handbooks for other terms and
conditions of employment.
3.
Colorado Springs Education Association (CSEA) Dues
CSEA dues are deducted from your paycheck unless you decline membership in
writing and submit the written document to the Payroll Department.
21
F.
EDUCATIONAL SUPPORT PROFESSIONAL (ESP) STAFF INFORMATION
The Fair Labor Standards Act

Generally, ESP employees are subject to the minimum wage and overtime
provisions of the Fair Labor Standards Act ("FLSA"). (Teachers and most
Executive/Professional positions are exempt from the minimum wage and overtime
provisions of the FLSA.)

The federal minimum wage is currently $7.25 per hour. The state minimum wage is
$7.78/hour for January 1, 2013.

All ESP employees will be paid overtime for all hours worked in excess of 40 in a
work week. Employees must secure pre-approval from their Supervisor before
working additional hours over their normal assignment. Employees who do not
obtain approval for additional work time may be subject to disciplinary action for the
infraction or termination from employment.

By law, hours taken off during a week for vacation, Sick Leave, compensatory time
or leave-without-pay are not considered “hours worked” and do not count toward the
40 hours worked for purposes of determining whether an employee is entitled to
overtime pay.

For all 260-day ESP employees, if there is a District 11 holiday during a workweek,
overtime starts after 32 hours of work and not 40 hours.

All ESP employees must maintain a monthly time sheet. Additional paid time is
calculated on a weekly basis whether it be straight time or overtime. Employees and
supervisors must sign each timesheet verifying that the information contained on the
sheet is true and accurate. Time sheets should be maintained at the work site for a
period of three years after they are submitted. Employees are to be given a copy of
their timesheet which they should retain for their records.

Employees who earn overtime may take the overtime in the form of a cash payment
or compensatory time off. The rate for compensatory time is 1.5 hours off for each
overtime hour worked during that week. Compensatory time accrued by the end of
one semester must be used by the end of the following semester and if it is not used,
it must be paid as overtime pay. Compensatory time not used at the time of
termination must be paid out as overtime. Employees may accrue no more than 60
hours of compensatory time at any one time.

Unless the Supervisor expressly requests and is willing to compensate employees
appropriately, employees may not:
○
○
○
○
○
report to and perform work prior to the start of shift;
take lunch periods at their work station;
stay at their workstations and perform work at the end of their work shift;
take work home with them without prior approval; or
attend staff meetings and not be paid for their attendance.
22
(Employees who violate these guidelines must still be paid for the time they have
worked whether approved or not; however, they may be disciplined or terminated
from employment for violating supervisory instructions.)
G.

The rate for overtime pay is 1.5 times the employee’s regular hourly rate of pay. If
the employee is performing a combination of work in two or more different positions
which are paid at different rates, then the overtime rate is a weighted average of all
pay received during the week divided by the number of hours worked x 1.5
(recalculated base rate). If you are unsure how to calculate the new overtime rate,
contact the Director of Compensation for assistance.

Employees who report five minutes before or after the start of a scheduled shift will
not be paid overtime or docked based on the reporting time.

Falsification of a timesheet by an employee and/or Supervisor is considered a
serious offense and may subject the employee and/or Supervisor to disciplinary
action or termination.

It is the employee’s choice as to whether the employee takes overtime pay or
compensatory time off.

Employees must be paid for any activity closely resembling the normal duties which
they perform. Employees may volunteer for other activities in District 11 so long as
those activities are not closely associated with their normal job duties. Employees
may volunteer for school activities such as PTO, fund raisers, DAAC or BAAC
committees. Employees who wish to volunteer for District 11 must be registered with
the District 11 volunteer office.

Employees may volunteer for athletic activities, so long as such activities do not
closely resemble those performed in connection with their District 11 employment.
Employees who volunteer for athletic activities are required to register with the
Athletic Department as a volunteer.

Staff meetings are never considered voluntary and must be paid for pursuant to ESP
Handbook Article 3.5. ESP Council meetings, however, are considered voluntary
unless the Supervisor requires an ESP employee to attend the meeting.

District 11 is required by law to display, at each worksite, a number of posters
relating to FLSA, Equal Employment Opportunity, Worker’s Compensation, Family
and Medical Leave, and other applicable labor laws to notify employees of their
rights under the law. These posters are updated on a yearly basis at the beginning
of each calendar year and provided to you by Human Resources. Do not order them
from outside vendors.

Questions regarding overtime policies and procedures should be directed to
District 11's Director of Compensation at 520-2143 for discussion and resolution.
EXECUTIVE/PROFESSIONAL STAFF INFORMATION
Refer to applicable Board Policies and Regulations and the Handbook for
Executive/Professional Employees for other terms and conditions of employment.
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H.
GUEST STAFF/SUBSTITUTE INFORMATION
THIS PROVISION IS NOT INTENDED TO CREATE, AND SHOULD NOT BE
INTERPRETED AS CREATING AN IMPLIED CONTRACT, INCLUDING A CONTRACT
OF EMPLOYMENT, NOR IS IT INTENDED TO CREATE, AND SHOULD NOT BE
INTERPRETED AS CREATING, PROPERTY RIGHTS, PRIVACY RIGHTS, RIGHTS
TO DUE PROCESS, OR OTHER CONTRACTUAL OR CONSTITUTIONAL RIGHTS.
THE RELATIONSHIP BETWEEN GUEST STAFF/SUBSTITUTE EMPLOYEES
("GUEST STAFF") AND DISTRICT 11 IS “AT WILL,” AND ACCORDINGLY, THE
RELATIONSHIP MAY BE TERMINATED BY DISTRICT 11, IN ITS DISCRETION, AT
ANY TIME, WITH OR WITHOUT ADVANCE NOTICE, AND WITH OR WITHOUT
CAUSE. GUEST STAFF ARE FREE TO TERMINATE THEIR RELATIONSHIP WITH
DISTRICT 11 AT ANY TIME.
Being a Guest Staff member is a challenging role.
It requires the ability to
spontaneously walk into any school setting and carry out the daily activities as would the
regularly-assigned employee. In addition to being ready on a moment’s notice, Guest
Staff are also required to demonstrate quality in their instruction and professionalism in
the way they relate to students and District 11 employees. We hope the suggestions
and ideas presented in this Manual will help you in this challenge. We also hope that
you will realize you are an integral part of District 11. We appreciate you and your
commitment to the students of District 11.
1.
Expected Performance of Duties
Guest Staff, who substitute for Teachers, are expected to observe all the rules of
a regular Teacher. It is important that a professional attitude toward your work
be maintained. Your attitude will contribute greatly to your acceptance by the
faculty and students. Here are some other requirements:

Guest Staff must sign-in at the main office of every school to receive their
Guest Staff badges. BADGES MUST BE RETURNED AT THE END OF
EACH DAY TO THE MAIN OFFICE.

Guest Staff substituting at schools must become familiar with the school,
especially the fire escape route, media center, restrooms, cafeteria, and staff
lounge. They are also expected to check the daily program or schedule,
class rosters, lesson plans, etc.

Guest Staff substituting for Teachers should follow lesson plans as closely
as possible. Lesson plans are provided by the regular Teacher (except in
case of emergency). If Guest Staff cannot locate the lesson plans, they
should check with the department head, team leader, or Administrative
Assistant for assistance.

Guest Staff are to provide a safe and orderly learning environment and
maintain standards of appropriate classroom behavior. Student must be
supervised at all times.

If additional duties are assigned to the Guest Staff member (e.g. playground
duty, outside duty), he/she is expected to fulfill those responsibilities.
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2.

If a student discipline problem arises and the Guest Staff member finds that
he/she is unable to resolve the situation, he/she must refer the matter to the
School Administrator/Site Supervisor or Administrative Assistant for
assistance. NOTE: Although reasonable use of physical intervention
with a student is permissible in limited situations, Guest Staff should
refer to Board Policy JKA and Regulation JKA-R, available on
District 11’s website, AND SHOULD REMAIN “HANDS-OFF” WITH STUDENTS.
Instead, they should seek assistance from District 11 security, the
School Administrator/Site Supervisor, or other Teachers at the school.

GUEST STAFF MUST NOT ADMINISTER MEDICATION OF ANY KIND
(E.G. ASPIRIN) TO STUDENTS.

Guest Staff substituting at schools should be available to cover a class or
assist as needed during planning period(s).

Guest Staff are expected to abide by professional and ethical standards.
Additionally, Guest Staff must follow appropriate professional dress
expectations.

Guest Staff substituting for Teachers are expected to remain at school for
the full school day (up to 8 hours). If a Guest Staff member, for example,
has a planning period at the end of the school day, he/she must use that
time to assist with correcting papers, preparing feedback, readying the
classroom for the next day, etc.

Use of cell phones during instructional time is not permitted.
Arrival
Guest Staff should arrive 15 to 30 minutes before the scheduled school start time
or the start time indicated for the job. If the Guest Staff member receives a late
call from District 11 (the morning of the assignment), he/she is expected to arrive
at the assigned school within one hour (or as soon as possible) after receiving
the call. Also, the Guest Staff member is expected to call the school and advise
the main office of his/her anticipated arrival because of the late call.
Guest Staff should bring their job numbers with them when they report for a
Guest Staff assignment.
Guest Staff should park in designated areas for regular District staff. For high
school assignments, Guest Staff should use a parking pass available from the
Guest Staff (Substitute) Office.
Upon arrival, Guest Staff must report to the main office, where either the
Administrative Assistant or School Administrator/Site Supervisor will acquaint
Guest Staff with the procedures for the day.
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3.
End of the Day
The classroom or office area should be left as it was found at the beginning of
the school day. Guest Staff substituting in classrooms should leave classrooms
ready for the next school day. If instructed to do so, Guest Staff substituting for
Teachers are expected to correct any papers and leave them on the regular
Teacher's desk. They should also leave a report of work completed and a
general summary of pertinent information regarding the school day. If the regular
Teacher needs to be made aware of a confidential matter (such as an issue with
a particular student), the Guest Staff member should place the note in a sealed
envelope and leave it in the regular Teacher's mailbox in the office.
4.
Ineligible Leaves
Guest Staff are not eligible for paid snow days and jury duty.
5.
Assurance Forms
An Assurance Form is a form that is sent out yearly. This form will let the District
know two things:

Yes, you are available to substitute for the upcoming school year, or

No, you are no longer available to substitute with District 11.
You will receive this form annually in May. If you do not receive the form, contact
the Guest Staff (Substitute) Office at 520-2182. Please make sure the Guest
Staff (Substitute) Office has a current address on file.
Failure to complete the form by the deadline listed informs the District that you
desire to be removed from the Guest Staff Member list. You will need to re-apply
on-line to be reinstated on the active Guest Staff Member list. Also, you must
have worked at least one day in the school year to be considered eligible for
employment in the future.
6.
Voluntary Resignation

7.
If you resign from District 11 for any reason, you will need to re-apply online
to be considered as a Guest Staff member.
Removal from the Guest Staff/Substitute List/Refraining from Use

District 11 may remove a Guest Staff member from its substitute list or
otherwise refrain from using a Guest Staff member for any reason it deems
appropriate.
26
I.
TEMPORARY WORKER INFORMATION
"Temporary workers" include coaches, game workers, tutors and any other temporary
workers.
In order to become employed as a Temporary Worker, an applicant must acknowledge
the following:

While I may be assigned a temporary schedule, each school year may change and
my employment status may change.

Unless expressly provided in writing, I am not entitled to any employee benefit (i.e.
paid vacation or leave, health, dental or vision insurance, etc.) received by regular
employees of District 11, nor am I subject to the provisions of the Master
Agreement, Handbook for Executive/Professional Employees or the ESP
Handbook.

MY EMPLOYMENT AS A TEMPORARY WORKER WITH DISTRICT 11 IS
TEMPORARY, AT-WILL AND ON AN AS-NEEDED BASIS. MY EMPLOYMENT
MAY BE TERMINATED BY DISTRICT 11, IN ITS DISCRETION, AT ANY TIME,
WITH OR WITHOUT ADVANCE NOTICE, AND WITH OR WITHOUT CAUSE. IF
MY EMPLOYMENT HAS BEEN TERMINATED BY DISTRICT 11, I MAY NO
LONGER BE ELIGIBLE FOR HIRE IN THE FUTURE IN ANY CAPACITY WITH
DISTRICT 11.

As a Temporary Worker, I may terminate my association with District 11 at any
time.

I am required to satisfy job requirements and to comply with all policies and
procedures of District 11.

Temporary Workers are not called to work on days that students are not in
attendance (e.g. staff work days, in-service days, and seasonal breaks).

It is my responsibility to notify the Human Resources Department, in writing, of any
changes to my address or telephone number. I understand that it is also my
responsibility to make any appropriate updates to my profile with the Human
Resources Department.
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Acknowledgment and Receipt
I understand and acknowledge that:
I have received the Employee Manual (the "Manual"), and I understand that it is my
responsibility to read and comply with the provisions contained in this Manual and any revisions
made to it. Further, I understand that the Manual was provided to me by the District, and I
acknowledge that it is my responsibility to open and read the contents of this Manual.
This Manual will be available on District 11’s Intranet accessible to employees only, and a copy
of the Manual will also be available for review at each work location in District 11.
THE MANUAL IS NOT INTENDED TO CREATE, AND SHOULD NOT BE INTERPRETED AS
CREATING, AN EXPRESS OR IMPLIED CONTRACT, INCLUDING A CONTRACT OF
EMPLOYMENT. THE MANUAL ALSO IS NOT INTENDED TO CREATE, AND SHOULD NOT
BE INTERPRETED AS CREATING, PROPERTY RIGHTS, PRIVACY RIGHTS, RIGHTS TO
DUE PROCESS, OR OTHER CONTRACTUAL OR CONSTITUTIONAL RIGHTS.
THE BOARD AND SUPERINTENDENT RETAIN THE POWER TO MODIFY THE
PROVISIONS OF THIS MANUAL IN THEIR DISCRETION.
EXCEPT FOR EMPLOYEES WHO ARE SUBJECT TO THE COLORADO TEACHER
EMPLOYMENT, COMPENSATION AND DISMISSAL ACT, DISTRICT 11 EMPLOYEES ARE
“AT-WILL EMPLOYEES,” AS THAT TERM IS DEFINED UNDER COLORADO LAW, AND,
ACCORDINGLY, THEIR EMPLOYMENT MAY BE TERMINATED BY DISTRICT 11, IN ITS
DISCRETION, AT ANY TIME, WITH OR WITHOUT ADVANCE NOTICE, AND WITH OR
WITHOUT CAUSE.
AT-WILL EMPLOYEES ALSO ARE FREE TO RESIGN FROM
EMPLOYMENT AT ANY TIME AND FOR ANY REASON.
Employee Signature
Date
Employee Printed Name
Employee ID#
RECORD TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE
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