EMPLOYEE HANDBOOK

Keith P. Posley, Ed.D. Adria Maddaleni, J.D.

Superintendent Chief Human Resources Officer

This handbook is periodically updated. You will find the most recent version on the Milwaukee Public
Schools website at www.milwaukee.k12.wi.us

Handbook Updated July 1, 2017

Names Updated November 1, 2022
 OFFICE OF HUMAN RESOURCES
5225 W. Vliet Street
P.O. Box 2181
Milwaukee, Wisconsin 53201-2181
Phone: (414) 475-8115
Fax: (414) 475-8722

November 2022

Dear District Employee:

Every employee must be dedicated to improving student achievement and contributing to excellence in
this organization. Everything our District does supports our efforts to improve outcomes for all of our
students in order to enable them to succeed, both now and in their futures beyond graduation. The
Employee Handbook provides important information about our employment practices and procedures,
so that you can be a successful partner in the Milwaukee Public Schools efforts to support the success
of our students and community.

This handbook provides a quick reference to the employment practices that are necessary for every
employee to know. The handbook will not cover all administrative policies and procedures. The
handbook is updated periodically to continually meet the operational needs of the District in supporting
all of its employees; to establish more effective and efficient operations with consistency across job
classes, work groups, and trades; and to reframe the attention of each employee in supporting the schools
and all our students. Information on employee benefits is published in a separate document available on
mConnect. Specific department work rules are available from the Office of the Chief for whom an
employee works.

Please read and become familiar with this information. Do not hesitate to request clarification on any
district policy or procedure references in this handbook. You may direct these questions to Employment
Relations at 475-8280. Any comments that will improve the handbook are welcome. The handbook
will be updated as needed to reflect changes in procedures, legislation, or Board policy. You may contact
your supervisor or other appropriate administrator on matters of work rules.

The Office of Human Resources has been organized in anticipation of questions from all employees
whether or not represented.

Listed below is contact information for key services in anticipation of your questions.
Employee Rights Administration: EEO, ADA Accommodations, 773-9876
Unemployment Compensation, Leaves, Mediation, Workplace Conflicts
Pension and Data Systems, 403(b), 457 Plans 475-8730
Talent Management: Job Assignment 475-8224
Benefits and Compensation: Health, Life, Dental, Vision, EAP, Wellness 475-8217
Benefits, Compensation
Employment Relations: Employee Discipline, Grievances, Complaints, 475-8280
Criminal Background Checks

Sincerely,

Adria Maddaleni, J.D.

Chief Human Resources Officer
 Milwaukee Board of School Directors

Director Marva Herndon District 1

Director Erika Siemsen District 2

Director Sequanna Taylor, Vice President District 3

Director Aisha Carr District 4

Director Jilly Gokalgandhi District 5

Director Marcela (Xela) Garcia District 6

Director Henry Leonard District 7

Director Megan O’Halloran District 8

Director Bob Peterson, President Member at Large

Keith P. Posley, Ed.D., Superintendent of Schools

Senior Team
Jeremiah Holiday, Ph.D., Interim Chief Academic Officer

Jennifer Mims Howell, Chief Human Resources Officer

Martha Kreitzman, Chief Financial Officer

Katrice M. Cotton, Ed.D., Chief School Administration Officer

 TABLE OF CONTENTS

Page

INTRODUCTION

Definitions ............................................................................................................................... 1
Vision ...................................................................................................................................... 2
Mission .................................................................................................................................... 2
Governance ............................................................................................................................. 2
Core Beliefs ............................................................................................................................ 3
Critical Tenets of the Milwaukee Public Schools ................................................................ 3
Customer Service .................................................................................................................... 3
Professional Conduct .............................................................................................................. 3
Purpose of the Employee Handbook ..................................................................................... 4
Equal Opportunity Statement ................................................................................................ 4
Communication with Union and Association Representatives ........................................... 4
Responsibilities to Employees ............................................................................................... 5

PART I REFERENCE TO DISTRICT POLICIES

A. Acceptable Use Policy ..................................................................................................... 6

B. Conflicts of Interest/Nepotism ........................................................................................ 6
C. Corporal Punishment and Safety ..................................................................................... 6
D. Drug, Alcohol, and Tobacco Free Workplace ................................................................ 7
E. Outside Employment ....................................................................................................... 7
F. Political Activity .............................................................................................................. 8
G. Student Non-Fraternization ............................................................................................. 8
H. Whistleblower .................................................................................................................. 8

PART II PROFESSIONAL RESPONSIBILITIES AND EXPECTATIONS

A. Attendance ........................................................................................................................ 10
B. Discipline .......................................................................................................................... 10
C. Employee Rules of Conduct ............................................................................................ 11
D. Employee Non-Fraternization ......................................................................................... 12
E. Licensure and Certifications ............................................................................................ 12
F. Position Descriptions ....................................................................................................... 12
G. Privacy .............................................................................................................................. 13
H. Professional Appearance ................................................................................................. 13
I. Recording Devices in the Workplace ............................................................................. 14
J. Use of Cellular Phones and Other Devices While Driving ........................................... 14
K. Workday and Workweek ................................................................................................. 15
L. District Communication ................................................................................................... 15
M. Lesson Plans .................................................................................................................. 15

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PART III GENERAL EMPLOYMENT LAWS AND PROTECTIONS

A. Accommodations .............................................................................................................. 16
B. Equal Employment Opportunity ..................................................................................... 16
C. Harassment/Bullying Free Workplace ............................................................................ 16
D. Equal Employment Opportunity/Harassment Complaint Procedure ............................ 17
E. Mediation .......................................................................................................................... 18
F. Fair Labor Standards Act (FLSA) - Overtime ................................................................ 18
G. Records ............................................................................................................................. 19
H. Workplace Violence Prevention ...................................................................................... 20

PART IV EMPLOYMENT MATTERS

A. Civil Service Rules ........................................................................................................... 21

B. Assignment ....................................................................................................................... 21
C. Loss of Assignment .......................................................................................................... 21
D. Transfer Requests ............................................................................................................. 22
E. Layoff/Recall .................................................................................................................... 23
F. Compensation ................................................................................................................... 23
G. Travel Allowance ............................................................................................................. 24
H. Criminal Background Checks .......................................................................................... 24
I. Employee Resignations-Retirements .............................................................................. 24
J. Performance and Evaluation ............................................................................................ 25
K. Position Reclassification .................................................................................................. 26
L. Seniority ............................................................................................................................ 26
M. Professional Development ............................................................................................... 26
N. Summer Assignment ........................................................................................................ 27

PART V GRIEVANCE PROCEDURE ................................................................................. 28

PART VI COMPLAINT PROCEDURE ............................................................................... 33

PART VII TEACHER NON-RENEWAL ............................................................................. 34

PART VIII LEAVES AND ABSENCES

A. Administrative Leave ....................................................................................................... 35

B. Family Medical Leave Act (FMLA) ............................................................................... 35
C. Worker’s Compensation .................................................................................................. 41
D. Holidays ............................................................................................................................ 42
E. Inclement Weather ........................................................................................................... 42

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F. Jury Duty .......................................................................................................................... 43

G. Military Leave .................................................................................................................. 43
H. Sick Leave ........................................................................................................................ 44
I. Miscellaneous Leave ........................................................................................................ 46
J. Bereavement/Funeral Leave ............................................................................................ 46
K. Sabbatical .......................................................................................................................... 46
L. Unpaid (Personal, Non-FMLA) Leave of Absence ....................................................... 47
M. Duration of Leaves ........................................................................................................... 48
N. Outside Employment During Leave ............................................................................... 48
O. Vacation ............................................................................................................................ 48
P. Union Leaves/Releases .................................................................................................... 49

PART IX ADDITIONAL ITEMS

A. Employee Assistance Program ........................................................................................ 51

iii
 INTRODUCTION

DEFINITIONS

This Handbook shall be applicable to the following employee groups of the District:

A. Classified Employees (non-administrators only)

B. Administrators and Supervisors
C. Teachers
D. Substitute Teachers
E. Part-Time Recreation Employees (includes seasonal laborers)
F. Cabinet Level Employees
G. Office of Board Governance
H. Office of Accountability and Efficiency
I. Psychologists
J. Temporary Employees

These categories are more fully defined below. Throughout this Handbook, each section shall list,
by alpha description (i.e., A, B, C, etc.), whether the section is applicable to each alpha group. For
example, the section on Jury Duty is applicable to groups A, B, C, E, F, G, H, and I. However,
the standard Grievance Procedure is only applicable to groups A, B, C, and I.
The following definitions shall apply to each below listed employee group:

Group A - Classified Employees: All non-administrator employees of the District who are
members of the classified service and subject to civil service statutes (§ 63.18 to 63.51, Wis.
Stats.).

Group B - Administrators: This group includes, but is not limited to, principals, assistant
principals, special education supervisors, and central services administrators. Employees in
this group can be either classified or certificated. Classified employees in this group are
members of the classified service and subject to civil service statutes (§ 63.18 to 63.51, Wis.
Stats.).

Group C - Teachers: All certificated non-administrator personnel, including, but not limited
to, teachers, intern teachers with an individual teaching contract, guidance counselors, school
social workers, school nurses, librarians, speech pathologists, occupational therapists, and
physical therapists.

Group D – Substitute Teachers: Substitute teachers holding the appropriate license issued by
the Department of Public Instruction (DPI), who agree to teach in any school on any day in the
school year and are not a permanently appointed to a teacher position within the District.

Group E – Part-Time Recreation Employees: Employees who report to the Director of

Recreation and work on a part-time, hourly basis.

Employee Handbook 1 Updated July 1, 2017

 Group F – Cabinet Level Employees: Under the authority vested by § 119.32, Wis. Stats., and
Board Policy 2.04: Superintendent’s Cabinet, as amended. Cabinet Level employees serve at
the pleasure of the Superintendent.

Group G – Office of Board Governance: Any employee who reports to the Director of the
Office of Board Governance/Board Clerk. Under the authority vested by Board Governance
Policy 3.05, all Board staff shall serve at the pleasure of the Board and shall be excluded from
classified service under § 63.18-63.53, Wis. Stats., from tenure rights under § 119.42, Wis.
Stats., and from any collective bargaining unit.

Group H – Office of Accountability and Efficiency: Any employee who reports to the
management of the Office of Accountability and Efficiency.

Group I – Psychologists: School psychologists and psychometric assistants.

Group J – Temporary Employees: Temporary employees, interns (except intern teachers), and
limited term employees (LTEs). (Does not include part-time recreation employees.)

VISION

The Milwaukee Public Schools (District) will be among the highest-performing urban public
school districts in the country, providing rigorous, high-quality learning opportunities for students.
Schools will enable lifelong learning among students, families, educators, and other staff focused
on continuous improvement. Teaching will be child-centered, based on research-proven methods,
and aligned to high academic standards; it will meet the learning needs of individual students. The
District, its schools, and its employees will be accountable for measurable gains in student
achievement.

Schools will be safe centers of community activity that are welcoming, well maintained, and
accessible. Children will be provided maximum educational opportunities to become responsible
citizens who make positive contributions to their communities. The District and its schools will
strengthen partnerships with families and those in the community who influence and affect
students and families.

MISSION

The District educates all students for success in higher education, careers, and responsible
citizenship so that the District is the first choice for families.

GOVERNANCE

The District is one of the largest school districts in the nation. Our schools are a mix of traditional,
Montessori, charter, alternative, and partnership school models, including early childhood
programs and Head Start.

Employee Handbook 2 Updated July 1, 2017

The District is governed by a nine-member elected Board of School Directors. One member is
elected at-large and eight members are elected from numbered districts (§ 119.08, Wis. Stats.).
The Board holds monthly public meetings. Members serve four-year terms.

The District’s administrative leadership team is led by the Superintendent of Schools.

CORE BELIEFS

• Children come first

• The classroom is the most important place in the District
• Leadership and accountability are keys to our success
• Central Services supports student achievement
• Families are valuable partners
• Community partnerships add value

CRITICAL TENETS OF THE MILWAUKEE PUBLIC SCHOOLS

• Student Achievement
• Effective and Efficient Operations
• Student and Family Support

CUSTOMER SERVICE

Milwaukee Public Schools strives to provide timely information and assistance to parents, students
and MPS staff. It is important for the District, through its employees, to maintain a culture of
exceptional customer service. All employees are expected to support this culture through overall
customer service with a strong emphasis on the following three areas:

• Environment – Creating a clean, safe and inviting environment in all district facilities.

• Communication – Ensuring that everyone is treated with courtesy, respect and dignity
throughout all forms of communication.

• Commitment – Striving for excellence in all that we do in order to meet and exceed
the expectations of our customers.

PROFESSIONAL CONDUCT

All employees shall model professional behaviors at all times while in the workplace. All
employees are expected to be professional and courteous when interacting with students, parents,
colleagues, and the community.

Employee Handbook 3 Updated July 1, 2017

PURPOSE OF THE EMPLOYEE HANDBOOK

This Handbook is not intended as a complete description of all policies, procedures, work rules,
or best practices. None of the statements, policies, procedures, rules, best practices, or regulations
contained herein constitute a guarantee of any rights or benefits or a contract of employment,
expressed or implied. The provisions set forth in this Handbook and any related policies,
procedures, work rules, or best practices may be altered, modified, changed, or eliminated at any
time by the District with notice. This Handbook is subject to administrative policies and
procedures and state, federal, and local law, and it is not intended and should not be construed to
create rights that exceed or modify terms and conditions as set forth in or mandated by these other
sources.

EQUAL OPPORTUNITY STATEMENT

The District is committed to equal employment opportunity and non-discrimination as required by

the law for all individuals in the District workplace regardless of race, color, ancestry, religion,
gender, sex, national origin, disability, age, creed, sexual orientation, marital status, veteran status,
or any other legally protected characteristic. The District complies with employment
discrimination laws, including the Wisconsin Fair Employment Law; Title VI and Title VII of the
Civil Rights Act of 1964, as amended; Title IX of the Education Amendments of 1972; the Age
Discrimination in Employment Act of 1967, as amended; Title II of the Genetic Information
Nondiscrimination Act of 2008; Title 1 of the Americans with Disabilities Act of 1990, as
amended; Section 504 of the Rehabilitation Act of 1973, as amended; and Title 34 C.F.R. § 104.01,
et. seq. For additional information, contact the Office of Human Resources, Employee Rights
Administration Division, at 414-773-9927.

COMMUNICATION WITH UNION AND REPRESENTATIVES

The Milwaukee Public Schools and the Board of School Directors value communication and
collaboration with our employees and designated bargaining representatives. We will work
together to solve problems and to increase our capacity to make a greater impact on student
achievement.

To promote and preserve a productive relationship between employee and employer, there will be
regular communication between the employee’s union representative and the appropriate
Milwaukee Public Schools Office. To that end, and when deemed appropriate, the District will
meet and confer with the union representative or establish labor/management committee/s to
discuss matters of urgency or concern.

Employee Handbook 4 Updated July 1, 2017

Building Committees

The purpose of the building committee is to provide a means to address building-wide concerns. A
building committee is empowered and responsible for, through the District’s core values, enriching
the school community’s environment by continuously improving the workplace morale, safety,
general organization, and overall climate for learning and student achievement. The building
committee must consist of a minimum of three school-based representative members in the
different bargaining unit classifications at the school, if those units wish to participate. Each school
is strongly encouraged to establish a building committee.

The committee will meet in an organized manner, and engage in building-level, collaborative and
respectful problem solving and planning. The school’s administration shall recognize the
committee and shall meet with the committee and any other persons deemed appropriate by either
the committee or school administration. All school staff shall have the ability to raise concerns to
the committee and attend the committee meetings.

Building committees should meet at least once per month, but no less than twice per semester,
with the school’s administration or as deemed appropriate by the committee and school
administration to jointly problem solve and plan for the improvement of the school. Concerns
should be raised with suggested solutions. The concerns shall be provided to each party previous
to the meeting.
The existence of a building committee does not prohibit any individual employee from bringing
matters of concern directly to the principal or the Office of School Administration.

Solving Persistent School Problems

In the event that solutions to matters involving workplace morale, safety, general organization,
and overall climate cannot be identified or rectified with the building committee and school
administration, the building committee shall work with representatives from their unions and with
the regional superintendents or their designee to resolve the remaining problems. In the event
problems are still unable to be resolved, the regional superintendent and the union staff shall work
directly with top level administration to intervene and resolve in a timely manner.

RESPONSIBILITIES TO EMPLOYEES

Neither the Board nor the Administration will act in an arbitrary or capricious manner, or violate
any state, federal, or local law.

Employee Handbook 5 Updated July 1, 2017

 PART I

REFERENCE TO DISTRICT POLICIES

The employment policies and administrative procedures discussed in this Handbook are not
intended to be an exhaustive list of all employment expectations. Please note that all District
employees are subject to the rules, policies, and procedures set forth in the District’s
Administrative Policies and Procedures Manual, which is accessible online from the homepage of
the Milwaukee Board of School Directors website under “District’s Policy Manual.” Some, but
not all, of these rules, policies, and procedures are included or referenced in this Handbook. Upon
adoption of the Handbook, the Rules and Governance Policies and the Administrative Policies and
Procedures of the Milwaukee Board of School Directors shall be reviewed and revised to ensure
consistency with provisions contained in this Handbook. If any such rules, governance policies,
administrative policies, or administrative procedures remain in conflict with any provision
contained in this Handbook, the former shall be controlling.

A. ACCEPTABLE USE POLICY

Reference: Administrative Policy 6.34
Applicable Group(s) All:

The District offers electronic network access for students, teachers, and other staff within the
school system for educational and administrative purposes. Employees are expected to follow
the rules set forth in the District’s Acceptable Use Policy regarding the proper use of the
network system and computer resources.

B. CONFLICTS OF INTEREST/NEPOTISM
Reference: Administrative Policy 6.04(9)
Applicable Group(s) All:

No administrator of the District shall employ under his/her direct supervision or contract with
any person who is related, as defined by administrative policy, to that administrator or use
his/her status as an administrator of the District to influence the employment, appointment,
evaluation, transfer, or promotion of any such person to a position of employment within the
District which is subordinate to that administrator.

C. CORPORAL PUNISHMENT AND SAFETY

Reference: Administrative Policy 8.29, § 118.31, Wis. Stats.
Applicable Group(s) All:

Physical force may not be used by school personnel as punishment against students for any
breach of discipline. School personnel must not use or rely on parental consent to support the
use of corporal punishment. The District provides programs to assist employees with student
behavior interventions. Please log into employee self-service to view available professional
development opportunities, or contact the Department of Organizational Development at 267-
5174.

Employee Handbook 6 Updated July 1, 2017

 Employees may use reasonable physical force against a student to prevent harm to self or
others, to prevent a threatened breach of discipline or to stop a continuing breach of discipline.
However, such force may only be used when other means of intervention are ineffective.

No employee shall be required to subject himself/herself to any clear and imminent danger to
his/her safety.

D. DRUG, ALCOHOL, AND TOBACCO FREE WORKPLACE

Reference: Administrative Policies 6.07, 6.11, and 6.12
Reference: Administrative Procedure 6.13
Applicable Group(s) All:

All Milwaukee Public Schools’ workplaces and facilities shall be drug-free, safe working
environment for all employees. Possession, use or distribution of alcohol, illegal drugs, or
other controlled substances is not permitted on School District property or while on duty in the
employment of the District. Furthermore, employees are not permitted to report for duty while
under the influence of alcohol, illegal drugs, or other controlled substances. Employees failing
to adhere strictly to this policy will be subject to disciplinary action, up to and including
termination. Report any suspicious activity to your immediate supervisor or Employment
Relations.

Employees shall be subject to drug and alcohol testing in accordance with applicable
procedures. Refusing and failing to submit to a drug and alcohol test as required is prohibited
and subject to disciplinary action, up to and including termination.

The use of tobacco products and electronic nicotine delivery devices, regardless of whether
such devices actually contain nicotine, is prohibited at all times on Board premises.

E. OUTSIDE EMPLOYMENT
Reference: Administrative Policies 6.04(3)
Applicable Group(s) A, B, C, D, E, F, G, H, I:

Permissible outside employment is employment for compensation that does not overlap with
the employee’s current position with the District.

An employee shall not engage in any employment activity or enterprise for compensation
outside of his/her district employment if it is inconsistent or in conflict with his/her duties with
the school district.

Employees of the District may provide compensated services to other institutions, provided
that such activities do not involve District resources. Employees may receive fees and
expenses for their services, provided those services are rendered during the employee’s own
time.

Employee Handbook 7 Updated July 1, 2017

F. POLITICAL ACTIVITY
Reference: Administrative Policy 6.04(7)
Applicable Group(s) All:

Employees may contribute to political candidates, either with financial resources or in donation
of services, provided donations do not utilize District equipment, time, or work product.
Employees may allow their names to be used on lists of supporters for candidates for public
office, but such use of employees’ names must not imply District endorsement.

G. STUDENT NON-FRATERNIZATION
Reference: Administrative Policy 6.36
Applicable Group(s) All:

Employees are prohibited from engaging in conduct with students that the District deems
inappropriate including, but not limited to, engaging in any romantic or sexual relationships
with students; fostering, encouraging, or participating in inappropriate emotionally or socially
intimate relationships with students; initiating or continuing communications with students for
reasons unrelated to any appropriate purpose; socializing with students outside of class time
for reasons unrelated to any appropriate purpose; or providing alcohol (regardless of age) or
drugs to students. Employees with information regarding any prohibited relationships have a
duty to report such relationship to school administration, the Department of Family Services,
or the Office of Human Resources. Violation of this policy may result in disciplinary action,
up to and including termination.

H. WHISTLEBLOWER
Reference: Administrative Policy 6.35f
Applicable Group(s) All:

The District encourages its employees to share their questions, concerns, suggestions, or
complaints with someone who can address them properly. Any District employee may not be
retaliated against for disclosing information regarding:
• A violation of any state or federal law or local ordinances
• A violation of the policies of the Milwaukee Board of School Directors or the District
• Alleged mismanagement, criminal activity, or alleged abuse of authority within MPS
• Alleged substantial waste of public funds
• An alleged danger to public health or safety

A District employee may disclose the information to the President of the Milwaukee Board of
School Directors, the management of the Office of Accountability and Efficiency or the
Superintendent. If the reporting individual is uncomfortable speaking with or is not satisfied
with the response of the foregoing individuals, the information may be reported to the Director
of the Office of Board Governance at (414) 475-8284.

No employee who makes a good-faith report under this policy (or who cooperates in inquiries
or investigations) shall suffer harassment, retaliation, or adverse employment consequences.
Reports deliberately falsified may result in disciplinary action up to and including termination.

Employee Handbook 8 Updated July 1, 2017

 PART II

PROFESSIONAL RESPONSIBILITIES AND EXPECTATIONS

A. ATTENDANCE
Applicable Group(s) A, B, C, D, F, G, H, I, J:

Punctual and regular attendance is expected of all District employees. Each department shall
establish attendance procedures. Employees who are unable to report to work on a scheduled
workday must follow the established reporting procedures. Tardiness, unless excused by the
supervisor or other appropriate administrator, is not permitted. The District will monitor
attendance, tardiness, and absence patterns. Excessive absenteeism or tardiness may result in
disciplinary action, up to and including termination.

Failure to report for work, without authorization, at the time and place designated by the
immediate supervisor, is considered an unexcused absence that will be designated as an
absence without approved leave (AWOL). An employee who fails to return to work upon
expiration of his/her approved formal leave of absence may be considered AWOL if: (1) prior
to the expiration of the leave of absence, he/she does not submit to the MPS Leave
Administrator a written request for a leave extension (accompanied by supporting medical
documentation if the leave request is based on a medical reason); and/or (2) the leave request
is not approved by the MPS Leave Administrator. The Employee Rights Administration
Division will not declare the employee AWOL under these circumstances unless it has already
sent the employee a written explanation of the leave extension requirements and specified the
term of the approved leave. Employees AWOL in excess of three consecutive workdays shall
be deemed to have committed job abandonment. AWOL absences may result in disciplinary
action, up to and including termination.

B. DISCIPLINE
Applicable Group(s) A, B, C, D, E, I:

Generally, discipline is progressive in nature and requires communication with employees

and/or their representatives. Disciplinary action may include: written reprimand, suspension,
demotion, or termination of employment. Specific disciplinary actions will depend on the
behavior and frequency of occurrences. Non-probationary employees shall only be disciplined
or discharged for just cause, except those employees who otherwise serve at the pleasure of
the Board or Superintendent. The District may discipline an employee when the employee
violates a policy or rule. Any particular concern related to an employee’s conduct may be
settled by informal discussion with the immediate supervisor. The employee may have a
representative of his/her own choosing present for any discussion which may lead to discipline.

The District may initiate an administrative investigation when an allegation(s) of misconduct

is made. Upon completion of the investigation, if evidence substantiates the allegation(s), the
District shall specify the allegation(s) against the employee. The District shall then hold a
conference at which the District presents evidence substantiating the allegation(s). The
employee and/or his or her representative may respond to the allegations at the conference. If

Employee Handbook 9 Updated July 1, 2017

 the District finds just cause, the District may assess and implement appropriate discipline. All
school/departmental issued disciplinary actions will undergo administrative review before
implementation occurs.

The District reserves the right to place the employee on immediate suspension during the
investigation without loss of pay for the first three workdays. If the charges are ultimately
dropped, the employee will be compensated in full for all lost salary during the time of
suspension, minus any interim earnings or wage loss benefits. For employees in Group D that
are in long term assignments, the immediate suspension pending investigation will be unpaid.
If the charges are dropped the employee will be reimbursed for the suspension days served.
The provisions in this final paragraph do not apply to employees in Group E.

C. EMPLOYEE RULES OF CONDUCT

Reference: Administrative Policy 6.07
Applicable Group(s) All:

The primary objectives for each employee are to protect and further the public's trust and
confidence and to perform at a high quality level so that our students, parents, citizens,
businesses, representatives of other entities, coworkers, and visitors receive high quality
services from each employee. In furtherance of those objectives, the Milwaukee Board of
School Directors has enacted Administrative Policy 6.07: Employee Rules of Conduct, which
sets forth the Board’s expectations of conduct for each District employee.

Any employee who violates any District policy, procedure, rule, or regulation, whether written
or unwritten, may be subject to disciplinary action, up to and including termination.

The following list of prohibited conduct does not, and is not intended to, constitute the entire
list of conduct for which discipline may be imposed.

• Insubordination, including disobedience, failure, or refusal to carry out directions,

assignments, or instructions

• Falsification, unauthorized modification, or alteration of any District documents or

records, including applications for employment, whether by omission or commission

• Damage, unauthorized use, possession, or removal of Board property or another

person’s private property

• Possession, use, or sale of any illegal drugs, drug paraphernalia, intoxicants, narcotics,
or any other controlled substance on or off Board premises

• Possession, sale, or use of alcoholic beverages during assigned work hours or while on
Board premises

Employee Handbook 10 Updated July 1, 2017

 • Reporting to work impaired by illegal drugs, alcoholic beverages, or intoxicants, and/or
impaired by the unauthorized consumption of prescription drugs or other legal
substance

• Illegal or prohibited possession of firearms or other weapons during assigned work

hours or while on Board premises

• Failure, refusal, or negligence in the performance of assigned duties

• Violation of federal, state, and/or local laws/ordinances which are substantially job-
related or render the employee unavailable for work due to incarceration

• Unauthorized non-charitable or business-related solicitation(s) for any purpose during

assigned work hours or while on Board premises

• Unexcused or excessive absenteeism or tardiness, including failure to follow

appropriate reporting procedures

• Loafing, loitering, sleeping, or engaging in unauthorized personal business

• Failure to comply with health, safety, and sanitation requirements, rules, and
regulations

• Threatening, harassing, intimidating, interfering with, coercing, injuring, or using

abusive language toward students, Board employees, or the public

• Unauthorized accessing, disclosure, or copying of confidential information or records

• Engaging in activity that significantly detracts from the school District’s image or
reputation

• Failure or refusal to comply with school/departmental work rules, policies, or

procedures

Employee Handbook 11 Updated July 1, 2017

D. EMPLOYEE NON-FRATERNIZATION
Applicable Group(s) All:

Milwaukee Public Schools encourages the development of collaborative and mentoring

relationships characterized by professional and ethical behavior which is free from
discriminatory actions. A sexual or other inappropriate personal relationship between a
supervisor and a subordinate employee (in the same reporting structure) exceeds what would
be considered a professional partnership and compromises the objectivity and integrity of
those in the position of influence and power and can also create a negative or uncomfortable
working environment for others who perceive there to be disparate treatment.

Sexual or other types of inappropriate relationships between supervisors and their

subordinates are prohibited. The relationship is also prohibited if it creates a harassing,
demeaning, or hostile work environment for any employee; disrupts the work environment
and/or the operations of the workplace; or causes others to question the reliability,
trustworthiness, or sound judgement of the person involved in the relationship.

The supervisor(s) in violation of this provision may be subject to disciplinary action, up to

and including termination of employment.

E. LICENSURE AND CERTIFICATIONS

Applicable Group(s) A, B, C, D, E, F, G, H, I:

All employees who are subject to licensure or certification requirements for the position in
which they are employed shall possess and maintain a valid license or certification throughout
their employment in such position. The Office of Human Resources will verify the possession
of such license or certification at the time of hire and renewal. Failure to have a valid license
or certification shall be grounds for removal from the position and/or termination, as
appropriate.

F. POSITION DESCRIPTIONS
Applicable Group(s) A, B, C, D, E, F, G, H, I:

Position descriptions are available for review in the Office of Human Resources. Position
descriptions will include the job title, job duties, and the minimum qualifications of the
position.

Employee Handbook 12 Updated July 1, 2017

G. PRIVACY
Applicable Group(s) All:

Employees shall have no expectation of privacy with respect to any item or document stored
in or on District-owned property in any format (physical or electronic), which includes, but is
not limited to, desks, filing cabinets, mailboxes, lockers, tables, shelves, computer, software,
and other storage spaces in or out of the classroom. Accordingly, the District may conduct a
search of such property, regardless of whether the searched areas or items are locked or
unlocked.

Any searches of employees’ personal items shall not be conducted without probable cause and
in accordance with applicable state and federal law.

H. PROFESSIONAL APPEARANCE
Applicable Group(s) All:

All employees contribute to the reputation of Milwaukee Public Schools in the way they
present themselves. All employees are expected to dress in a professional manner. The District
recognizes the varied job responsibilities of its employees, and as such, employees are expected
to dress in a manner which reflects the responsibilities and duties of the employee’s position.
Clothing with MPS logos is permitted and encouraged where appropriate for the employee’s
position and duties. The District has established the following guidelines:

• No wind or track suits, unless job related

2-17
• No sleepwear or loungewear
• No halter tops
• No sweatshirts or sweatpants
• No torn, worn, faded, distressed, or ripped clothing even if newly purchased to look
this way
• No inappropriate length clothing (shorts, skirts, midriff shirts, sagging pants)
• No flip-flops
• No hats or headwear indoors (excluding religious headwear and medical
accommodations)

Also note that employees required to wear uniforms must follow the above guidelines.

Offices, departments, and school administrators have discretion to designate “casual” days.

Chiefs, Chief Executive Officers of the Board, and/or their designees, have the discretion to
create additional dress code provisions beyond the ones listed.

If an administrator or supervisor observes what he/she considers unprofessional and

inappropriate dress as outlined above, the administrator or supervisor will confer with the
employee and direct him/her to take steps to dress appropriately.

Employee Handbook 13 Updated July 1, 2017

I. RECORDING IN THE WORKPLACE
Applicable Group(s) All:

In order to protect potentially sensitive or confidential information, and to promote an open

and honest workplace, the recording of workplace conversations by way of an electronic
recording device is prohibited without the permission of MPS Administration, the Chief
Executive Directors of the Board, or the consent of all parties to the conversation. This
prohibition also extends to the photographing of fellow employees without their consent.
Electronic recording devices include, but are not limited to, cell phones, tablets, webcams,
cameras, audio recorders, and video recorders.

The District may, at its discretion, videotape and/or photograph an employee under limited
circumstances if a situation warrants such an action.

Any employee who violates this policy may be subject to disciplinary action, up to and
including termination from employment with the Milwaukee Public Schools.

J. USE OF CELLUAR PHONES AND OTHER DEVICES WHILE DRIVING

Reference: Wis. Stat. 346.89(3)
Applicable Group(s) All:

For the safety of all staff, students and the public at large, employees who utilize vehicles to
conduct District business are prohibited from reading/sending text messages, emailing and/or
using other applications that require the entry of text and/or data into a device while driving.
This policy applies to all vehicles, whether personally owned or leased by the District.

Employees who violate this policy may be subject to discipline, up to and including
termination.

Employee Handbook 14 Updated July 1, 2017

K. WORKDAY AND WORKWEEK
Applicable Group(s) A, B, C, D, F, G, H, I:

Generally, the standard workweek for full-time employees shall consist of eight hours in a
business day and 40 hours in week. The District will establish work schedules for all
employees based upon elapsed time (i.e., measurement of time between the start and end time
of work). Central Services staff may be required to adjust their work schedule. Such a
determination will be made and communicated by the Chief or Director of each respective
office.

The District reserves the right to assign other work schedules, including part-time and
temporary assignments, based upon the needs of the District. The District will provide a
minimum of two weeks advance notice of any changes to work schedules. However, once an
employee receives his/her assignment for the school year, hours of work will not be reduced
for that school year unless the District’s budgetary needs dictate such a reduction.

L. DISTRICT COMMUNICATION
Applicable Group(s): All

Official information from Milwaukee Public Schools may frequently come through email
correspondence to the employee’s MPS issued email address. It is the responsibility of the
employee to regularly check their email in order to be informed of up-to-date information.
MPS employees are expected to frequently check their email and respond, if necessary, to
emails within 48 hours of the original email being sent. MPS employees must set their email
out-of-office automatic reply if they are going to be unavailable.

M. LESSON PLANS
Applicable Group: C

All teachers are required to maintain a lesson plan book on a weekly basis that will be kept
readily available in the classroom during instructional times. Weekly plans are to be
completed and updated during the week as needed. Lesson plans will contain specific
objectives, activities and specific references to instructional materials. Daily objectives must
be posted, reviewed and visible for students and guests to see.
School administrators will request to see lesson plan books. If a school administrator has
concerns about a teacher’s lesson planning or if a teacher is on a Performance Improvement
Plan, the teacher will be required to submit lesson plans on a regular basis to the school
administrator.

Employee Handbook 15 Updated July 1, 2017

 PART III

GENERAL EMPLOYMENT LAWS AND PROTECTIONS

A. ACCOMMODATIONS
Applicable Group(s) All:

The District is committed to providing disability-related job accommodations as required by

Board policy, state law (including the Wisconsin Fair Employment Act), and federal law
(including the Americans with Disabilities Act of 1990, as amended; the Rehabilitation Act of
1973, as amended, and Title 34 C.F.R. § 104.01, et. seq.). Individuals who need disability-
related job accommodations may submit a request for accommodations to their supervisors or
to the Office of Human Resources, Manager, Employee Rights Administration Division at
(414) 475-8161.

B. EQUAL EMPLOYMENT OPPORTUNITY

Reference: Administrative Policy 1.04, 6.02
Applicable Group(s) All:

Statement of Policy: The District is committed to equal employment opportunity and non-
discrimination as required by law for all individuals regardless of race, color, ancestry, religion,
gender, sex, national origin, disability, age, creed, sexual orientation, marital status, veteran
status, or any other legally protected characteristic.

The District has an enduring obligation to consider all qualified applicants from our diverse
community. This includes, but is not limited to, all decisions made on recruiting, hiring,
compensation, benefits, training, education, promotions, transfers, layoffs, discipline,
termination, and other conditions of employment.

C. HARASSMENT/BULLYING FREE WORKPLACE

Reference: Administrative Policy 6.03, 8.52
Applicable Group(s) All:

The District does not tolerate workplace harassment in any form and will take necessary and
appropriate action to eliminate it, up to and including discipline of offenders. Any violation
shall be dealt with promptly.

1. Harassment/Bullying (Sexual). It is the policy of the District to maintain and to ensure

learning and working environments free of any form of sexual harassment, unwelcome
physical contact of a sexual nature, and other verbal or physical conduct of a sexual nature.
Unwelcome verbal or physical conduct of a sexual nature includes but is not limited to the
repeated making of unsolicited, inappropriate, unacceptable gestures or comments and the
display of offensive sexually graphic materials not necessary for the work of Milwaukee
Public Schools. Such conduct is illegal. All supervisors who receive notice of sexual
harassment and/or sexual assault complaints shall immediately report such complaints to

Employee Handbook 16 Updated July 1, 2017

 their immediate supervisor and the Equal Employment Opportunity (EEO) Compliance
Officer in the Office of Human Resources, who can be reached at 414-773-9927.

2. Harassment/Bullying (Non-Sexual). The District is committed to maintaining and ensuring

a workplace that is free from all other types of workplace harassment. Harassment based
on race or any other statutorily protected classes or protected activity (e.g., religion, age,
sex, sexual orientation; retaliation for filing a discrimination complaint) is illegal.
Harassment for non-discriminatory reasons is inappropriate.

Bullying

The District is committed to maintaining and ensuring a work environment free from any and
all types of bullying. Bullying is deliberate or intentional behavior using words or actions
intended to cause fear, humiliation, intimidation, harm, or social exclusion. Bullying may be
repeated behavior and involves an imbalance of power.

Bullying behavior by an employee is prohibited in all schools, school district buildings,

educational environments, and on District property, including any property or vehicle owned,
leased, or used by the District. Bullying is also prohibited when perpetrated through the use
of data or computer software that is accessed through a computer, computer system, computer
network, or other electronic means of communication. Employees shall suffer no retaliation
for reporting workplace bullying. To report workplace bullying, contact the District’s Equal
Employment Opportunity (EEO) Compliance Officer, who can be reached at 414-773-9927.

D. EQUAL EMPLOYMENT OPPORTUNITY/HARASSMENT COMPLAINT

PROCEDURE
Reference: Administrative Policy 1.04, 6.02, 6.03, 8.52
Applicable Group(s) All:

Milwaukee Public Schools is committed to equal employment opportunity, a bullying free,

harassment free and non-discriminatory workplace in accordance with Board Policy, State law
(including the WFEA) and Federal law (including Title VI and Title VII of the Civil Rights
Act of 1964, as amended; the Age Discrimination in Employment Act of 1967, as amended;
Title II of the Genetic Information Nondiscrimination Act of 2008; Title IX of the Education
Amendments of 1972; the Americans with Disabilities Act of 1990, as amended; the
Rehabilitation Act of 1973, as amended; and Title 34 C.F.R. §104.01, et. seq.) The steps
identified in this process allow for resolution of alleged complaints of bullying, harassment or
discrimination by the MPS Equal Employment Opportunity (EEO) Compliance Officer or by
another designee of the Office of Human Resources, Employee Rights Administration
Division. This process is not intended to limit or prevent individuals from seeking resolution
or counseling from other sources.

The process begins with a written complaint and initial interview of the complainant. The
written complaint may be filed with either the complainant’s supervisor or with the District’s
EEO Compliance Officer, who can be reached at 414-773-9927 in the Office of Human
Resources (OHC), Employee Rights Administration Division (ERAD). The complainant’s

Employee Handbook 17 Updated July 1, 2017

 allegations are determined from the complaint form and/or the complaint intake interview.
Therefore, it is important that the complainant provide a detailed account of any information
surrounding the alleged bullying, harassment, or discrimination along with specific dates,
names of persons responsible for the alleged violation, names of persons who may have
witnessed the alleged violation, and any background information the complainant believes to
be relevant. The complainant should indicate whether he or she is a Milwaukee Public Schools
employee or applicant, the issues involved, and if discrimination is alleged, the basis (e.g.,
race, sex, age, etc.) of discrimination.

If the complainant’s allegations warrant investigation by the EEO Compliance Officer, an

investigation will be undertaken. Witnesses and pertinent management officials may be
contacted to discuss the allegations and relevant information. If the evidence leads the EEO
Compliance Officer or another ERAD designee to conclude that unlawful bullying, harassment
or discrimination has occurred, then Milwaukee Public Schools may recommend discipline,
training, and/or counseling. If the investigation does not disclose any unlawful bullying,
harassment, discrimination, the complainant, respondent and department head, principal and/or
administrator will be informed of the decision. It is important that applicants and employees
of Milwaukee Public Schools understand that bullying, harassment, and discrimination
complaints are taken very seriously.

E. MEDIATION
Applicable Group(s) A, B, C, F, G, H, I, J:

The purpose of mediation is to allow the parties to come to an amicable resolution of their
workplace dispute. If an employee believes he or she has a dispute with a co-worker or
supervisor that involves discrimination, harassment, bullying, or any other workplace conflict,
the employee may request mediation by submitting a request to the Employee Rights
Administration Division (ERAD), Office of Human Resources. ERAD will determine whether
mediation services will be offered. Key parties to the dispute must agree to the mediation
process.

F. FAIR LABOR STANDARDS ACT (FLSA) - OVERTIME

Applicable Group(s) A, B, C, D, E, F, G, H, I:

The Fair Labor Standards Act (FLSA) is a federal law that sets forth rules for payment of
minimum wage and overtime. Certain types of employees are exempt from the minimum wage
and overtime pay provisions, including executive, administrative, and professional employees
who meet regulatory requirements under the Fair Labor Standards Act (FLSA). Some
employees are considered to have non-exempt status and are covered under these provisions.
Overtime or comparable compensatory time off will be paid or provided in accordance with
the FLSA. Overtime must be approved in advance by the immediate supervisor. Overtime
will be administered by each office or department and must be reported in accordance with
District procedures for overtime. For questions regarding applicable regulations regarding the
FLSA, please contact Employment Relations at 475-8280. Hours physically worked by non-
exempt employees in excess of 40 hours per week will be paid at the overtime rate.

Employee Handbook 18 Updated July 1, 2017

G. RECORDS
Applicable Group(s) All:

Employees shall use confidential information appropriately and with respect for the rights of
other employees, students, and their families. Confidential information shall not be used for
personal gain or to the detriment of the District. In the event it is determined that an employee
has used access to confidential information for personal gain or to the detriment of the District,
said employee shall be subject to discipline, up to and including, termination.

1. WISCONSIN PUBLIC RECORDS

Reference: Administrative Policy and Procedure 9.02 – Public’s Right to Know
Applicable Group(s) All:

As a public entity, District records and other information may be subject to disclosure
pursuant to an open records request as outlined under Wisconsin’s Public Records Law,
Wis. Stats. § 19.31 et. seq.

Employees should be aware that all District-related records are subject to Wisconsin Public
Records Law and administrative policy and procedure, including all information
transmitted by, received from, or stored in electronic mail systems and computer hardware
and/or software, whether provided by the District or personal.

2. STUDENT PRIVACY
Reference: Student and Parent Responsibilities Handbook
Applicable Group(s) All:

All student records and information are confidential and may not be used or accessed
without authorization.

3. PERSONNEL RECORDS
Reference: Administrative Policy 6.14
Applicable Group(s) All:

The District shall maintain a personnel file for each employee that may contain such
information as application, credentials, transcripts, references, and other pertinent
information concerning the employee. Individual personnel records shall be maintained in
accordance with state and federal laws and regulations, including Wis. Stats. § 103.13. The
Chief Human Resources Officer is the custodian for personnel records.

An employee shall have the right, upon request, to inspect any documents contained in the
personnel file except those delineated in § 103.13(6), Wis. Stats., in the presence of a
designated staff member in the Office of Human Resources An employee may not review
letters of reference or similar correspondence. An employee may also receive copies of
personnel documents that he or she may permissibly review. An employee has the right to
review his or her personnel file two times per year.

Employee Handbook 19 Updated July 1, 2017

 If the request to review personnel records is pursuant to an active grievance filed by that
employee, the District will provide copies of the records to the employee and the employee
and his or her representative may examine the copies outside of the presence of the
designated staff member in the Office of Human Resources.

After reviewing his or her personnel records, the employee has the right to request that
records he or she believes to be inaccurate or obsolete be removed from his or her file. If
the District denies the request, the employee has the right to file a written rebuttal statement
and have that rebuttal attached to the disputed record. If the District intends to release the
disputed record to a third party, the District must also release the employee rebuttal
statement to the third party, § 103.13(4) Wis. Stats.

For further information, please contact the Office of Human Resources at (414) 475-8224.

H. WORKPLACE VIOLENCE PREVENTION

Reference: Administrative Policy 6.07, 8.23
Applicable Group(s) All:

The District values the safety of its students, employees, and visitors.

All District employees are prohibited from threatening, abusing, harassing, or injuring
employees, visitors, or students.

Regardless of permits, concealed firearms and dangerous weapons are prohibited in school
buildings and other District property. Please see 2011 Wisconsin Act 35 for further
information.

Any employee who has reason to believe that a person has or will violate this policy is required
to report to the administrator or their supervisor immediately. Failure to report such
information may lead to disciplinary action, up to and including termination. Contact School
Safety at 345-6635 to report potential workplace violence incidents.

Employee Handbook 20 Updated July 1, 2017

 PART IV

EMPLOYMENT MATTERS

A. CIVIL SERVICE RULES

Applicable Group(s) A, B – classified employees only:

Pursuant to § 63.53(1), Wis. Stats., District employees who are regularly appointed to a
position in the classified service are subject to Civil Service rules which includes layoffs,
recall, probationary period, promotion, reinstatement, and seniority. For more information
regarding such rules, please contact the Office of Human Resources, Talent Management
Department, at 475-8224.

The District maintains authority over all recruitment and hiring, including assignment and
transfer, pursuant to § 63.235, Wis. Stats. The District is responsible for all disciplinary
matters.

B. ASSIGNMENT
Applicable Group(s) A, B, C, I:

Employees may be assigned or reassigned to a position within their classification or

certification at the District’s discretion. The District will consider employees’ requests for
assignments, reassignments, and seniority when making assignments. If an employee does not
receive an assignment or transfer based upon seniority, he or she may request an explanation.
Assignments shall not be made in an arbitrary, capricious, retaliatory, or discriminatory
manner.

Applicable Group(s) E:

At the discretion of the District, part-time recreation employees may be assigned or reassigned
to any recreation position for which they qualify.

Applicable Group(s) D:

Substitute teachers shall be assigned in accordance with procedures established by the Office
of Human Resources. Substitute teachers may be assigned or reassigned at the District’s
discretion to meet the District’s needs.

C. LOSS OF ASSIGNMENT
Applicable Group(s) C, I, A (General Educational Assistants, Children’s Health Assistants and
Paraprofessionals):

Employees in Group C and I shall be out of assignment under any one of the following
conditions:

Employee Handbook 21 Updated July 1, 2017

 1. After being absent more than 20 actual workdays during a school semester or 30 actual
workdays in a school year.

2. After being absent the first day of the school year without advanced notice to the supervisor
and central services giving a satisfactory reason for the absence. Documentation
substantiating the reason for the absence may be required from the employee.

3. After being approved for a leave of absence with a definite duration of 30 workdays or
more.

General Educational Assistants, Children’s Health Assistants and Paraprofessionals shall be

out of assignment after being absent for more than 30 consecutive calendar days.

These provisions shall not apply to FMLA-protected or USERRA-protected absences. The

Office of Human Resources, in its discretion, may override these provisions for operational
reasons. Disability accommodation requests regarding the retention of an assignment should
be submitted, prior to the loss of assignment, to the ADA Administrator at 475-8161.

D. TRANSFER REQUESTS
Applicable Group(s) A, C, I:

Eligible employees, after having been in their current assignment for one year, who desire a
change in their assignment, may request a transfer within their current classification or
certification. The transfer process will take place annually during the second semester for the
upcoming school year (please see Human Resources manual). An employee may appeal, in
writing, to the Office of Human Resources, Department of Talent Management, to obtain a
mid-year transfer when there are unique and extenuating circumstances. All vacancies for
transfer are posted on Employee Self Service. For any questions regarding this process, contact
the Manager of Talent Management at (414) 475-8224.

When considering a request to transfer, the District will review an employee’s previous
assignments, seniority, and work record. If an employee’s transfer request is denied, he or she
may request an explanation. The District reserves the right to involuntarily transfer employees
based on the needs of the District or safety concerns. Transfers shall not be made in an
arbitrary, capricious, or discriminatory manner.

Applicable Group(s) I:

Transfer procedures for psychologists will be determined by the Department of Specialized

Services.

Applicable Group(s) B:

The voluntary transfer process is not available to administrators. Administrators must apply
for vacant positions as posted. Details on the application process are contained in each job
posting.

Employee Handbook 22 Updated July 1, 2017

E. LAYOFF/RECALL
Applicable Group(s) A, B - classified employees only:

When the District determines it is necessary to lay off employees, the following procedures
shall be used:

• The District shall determine the positions to be eliminated

• The District shall solicit volunteers
• The District shall then lay off employees in order of reverse seniority

The Board shall notify employees of the intent to conduct layoffs by June of each year.

Employees who have been given a notice of layoff shall be placed on a list and recalled in
order of seniority to vacant positions for which they are qualified and/or certified, in
accordance with Rules X and XII of the Board of City Service Commissioners.

Applicable Group(s) B – certificated employees only, C, I:

When the District determines it is necessary to lay off employees, the following procedures
shall be used:

• The District shall determine the positions to be eliminated

• The District shall solicit volunteers
• The District shall then lay off employees in order of reverse seniority based on
qualification and/or certification

The Board shall notify employees of the intent to conduct layoffs by June of each year.

Employees who have been given a notice of layoff shall be placed on a list and recalled in
order of seniority to vacant positions for which they are qualified and/or certified. Employees
laid off shall remain on the recall list for one calendar year after being laid off.

F. COMPENSATION
Reference: Administrative Policy and Procedure 6.21
Applicable Group(s) A, B, C, D, E, F, G, H, I:

Salary and compensation are established annually by the Board of School Directors, except
Prevailing Wages (Building Trades Council). Established salary rates will not be subject to
change during the fiscal year, with the exception of changes arising out of base-wage
negotiations, promotion, reduction in rank, or other disciplinary action. The District will
negotiate base wages as required by state law. Salary will be communicated to the prospective
or promoted employee in an official offer of employment.

Employees are required to establish and maintain direct deposit for their paychecks. The
Office of Finance – Payroll will assist employees in establishing direct deposit.

Employee Handbook 23 Updated July 1, 2017

 Employees who are unable to establish, maintain, or change direct deposit information, as
required, will be issued a payroll debit card which will be funded through direct deposit in lieu
of receiving a paper paycheck.

G. TRAVEL ALLOWANCE
Applicable Group(s) A, B, C, F, G, H, I:

Employees whose duties for the District require them to travel from their official headquarters
to other locations shall be reimbursed for travel in their privately owned vehicle at the
published Internal Revenue Service (IRS) standard mileage rate for business. Employees must
provide a bi-weekly travel report to their supervisor. All travel under this section is subject to
administrative approval. Travel reimbursement is also available for employees on professional
leave.

H. CRIMINAL BACKGROUND CHECKS

Reference: Administrative Policy 6.15
Applicable Group(s) All:

In making hiring decisions, the District will select individuals who best serve and protect the
District’s students, directly or indirectly. The District will conduct a criminal background
check on all employees prior to their employment. The District may also conduct a criminal
background check on any employee at any time during the course of his/her employment with
the district. Current District employees who are up for promotion are subject to a criminal
background check. Any individual who is disqualified through the criminal background check
process has the opportunity to appeal his/her disqualification.

The District will not provide background check reports or background check report
information to any third parties, even at the request of District employees or volunteers. The
District will not provide copies of background check reports to District employees or
volunteers, except to the members of the MPS Background Check Appeals Committee for the
sole purpose of the appeals process.

I. EMPLOYEE RESIGNATIONS - RETIREMENTS

Applicable Group(s) A, B, C, D, E, F, G, H, I:

1. All employees must give written notice of their intent to resign from their position with the
District, including those employees resigning for the purpose of retirement. Such written
notice shall include the last day to be worked and the reason for the resignation. The
employee must give notice of resignation (including resignation for purposes of retirement)
at least 30 calendar days prior to their last workday. Retirement is a type of resignation
defined as leaving employment with the district on or after 60 years of age. Written notice
of all resignations must be submitted to the Office of Human Resources. Resignations will
not be processed retroactively.

Employee Handbook 24 Updated July 1, 2017

 Resignations are irrevocable. In the event of rare and extenuating circumstances, the
employee may submit a request to rescind his/her resignation to the Chief Human
Resources Officer within 30 days of the effective date of his/her resignation. All requests
must be in advance of any official board action.

Eligibility for retirement from the District will be verified by the Office of Human
Resources, Benefits and Retirement Services Department.

Prior to the end of their last workday, employees must return all keys, uniforms, equipment,
ID cards, and any other District property to their supervisor.

2. All certificated staff, who after having signed a contract of employment or having their
contract extended for the coming school year, leave their employment with the District for
any reason except retirement, the employee’s documented health related reasons (career
ending), or documented health care related reasons where the employee is the primary
caregiver shall be required to reimburse the Board in accordance with the following
schedule of liquidated damages:

a. If an employee provides written notice of his/her resignation, to be effective before the

start of the upcoming school year, before May 1st of the current school year no
liquidated damages will be assessed.
b. If an employee provides written notice of his/her resignation between May 2 nd of the
current school year and the first day of the upcoming school year, $2000 in liquidated
damages will be assessed.
c. If an employee resigns during the course of the school year, $3000 in liquidated
damages will be assessed against that employee.

If monies are due to a teacher from the Board as of the last day worked, the liquidated
damages amount may be deducted from any remaining paychecks as a payroll deduction(s).

The Office of Human Resources, in the sole exercise of its discretion, may waive the right
to pursue collection of liquidated damages from an employee.

J. PERFORMANCE AND EVALUATION

Reference: Educator Effectiveness Manual
Applicable Group(s) A, B, C, D, E, F, G, H, I:

The District values its employees. As such, the District is responsible for providing a
continuous and effective employee evaluation process that focuses on job performance,
professional development, effectiveness, and individual growth.

Individual employee performance will be reviewed and when the District determines an
employee is struggling to perform at a basic level, it shall assist that employee in improving
his/her performance. Such assistance may include mandatory participation in District
professional growth activities and/or plan for improvement.

Employee Handbook 25 Updated July 1, 2017

 The immediate supervisor will be responsible for evaluating performance using the appropriate
District evaluation tools. For specific information regarding performance evaluations, please
see immediate supervisor.

Employees will have access and an opportunity to respond to their evaluations. If appropriate,
the District may issue an unsatisfactory evaluation supported by evidence and efforts made to
help the employee improve. An unsatisfactory rating may lead to a recommendation for a
performance improvement plan or separation from the District.

K. POSITION RECLASSIFICATION
Applicable Group(s) A, B, C, G, H, I:

On occasion, job reclassification may be warranted due to significant changes in duties and
responsibilities. In such instances, the chief/department head must submit a formal request to
the Chief Human Resources Officer. All authorized requests will be forwarded to a
compensation review committee for a decision.

L. SENIORITY
Applicable Group(s) A, B, C, I:

The District shall maintain every employee’s work history, which includes dates of hire, length
of continuous service in a position, information on leaves, and breaks in service.

For classified employees, seniority determinations will be made in accordance with the Rules
of the Board of City Service Commissioners, Rule XII.

For certificated staff, seniority is based upon employee’s length of service. Seniority of
certificated employees will be considered by the District, but is understood to not be controlling
with regard to assignment, reassignment, or layoff of such personnel.

Employees on authorized leave or layoff shall maintain their original seniority date.

M. PROFESSIONAL DEVELOPMENT
Applicable Group(s) A, B, C, D, E, F, G, H, I:

The professional growth of all employees is valued by the District. As such, the District will
provide, and at times mandate, professional development or training for its employees.
Employees are eligible to attend professional development and training designated for their
employee group. Opportunities will be posted on the District portal and through Employee Self
Service.

Applicable Group(s) A, B, C, F, G, H, I:

A tuition reimbursement program will be offered to employees, subject to limitations

including, but not limited to, courses relating to a reasonable promotional opportunity within
the District or have direct impact that supports student learning. Employees must submit

Employee Handbook 26 Updated July 1, 2017

 application for tuition reimbursement to the Office of Human Resources and obtain approval
prior to the start date of the coursework or training. The availability of tuition reimbursement
is subject to approved District budget. Tuition reimbursement is subject to successful
completion of coursework as verified by the District.

N. SUMMER ASSIGNMENT
Applicable Group(s) A, C (excluding all 12-month employees), I:

The availability and extent of summer school programming is determined by the District
annually. As such, by March 1 of each year, the Office of Human Resources will publish
summer school staffing procedures that will be applicable for the upcoming summer.

1. ASSIGNMENT ELIGIBILITY. In order to be eligible for a summer school assignment,

an employee must have received at minimum a basic (Group C) or satisfactory rating
(Group A) in their evaluation during the previous school year (or the last time he/she was
evaluated). Probationary classified staff will not be employed for summer assignment until
all permanent classified staff requesting summer assignments have been hired. Any
additional eligibility requirements will be published in summer school staffing procedures.

2. PRIORITY OF HIRING. For classified employees, selection shall be based on district-

wide seniority within each job classification. Teachers will be eligible for a summer school
assignment once every three years, except where a lack of eligible applicants necessitates
such assignment.

3. SUMMER SCHOOL IEP TEAMS. Summer school staffing procedures will be

determined by the Department of Specialized Services.

Employee Handbook 27 Updated July 1, 2017

 PART V

GRIEVANCE PROCEDURE

1. PURPOSE

The purpose of the grievance procedure is to provide an efficient and fair method for
resolution of disputes related to employee termination, employee discipline, and workplace
safety issues.

This procedure is intended to provide an orderly process for a prompt and equitable
resolution when a concern has not been resolved. The District intends that whenever
feasible, complaints or grievances be resolved at the lowest possible administrative level.
Employees are encouraged to discuss problems or concerns with their supervisor or an
appropriate administrator at any time.

It is the District’s policy to treat all employees fairly and equitably. An employee has the
right to bring a grievance to the District’s attention without reprisal. Filing a grievance
will not adversely affect an employee’s employment status.

The District regards workplace safety issues as critical and, therefore will work to
immediately resolve these issues at the place where the issue arises. However, if the
workplace safety issue is not resolved, the employee may utilize this grievance process.

2. GENERAL PROVISIONS

The probationary period for classified employees is six months, classified and certificated
administrators is one year, and certificated employees is one year. Only employees who
have passed probation, substitute teachers, and administrators and teachers with one or
more years of service may utilize the grievance procedure, as shown below.

An employee may not file or advance a grievance outside of the designated timeframes,
unless the timelines are modified by written agreement of the parties.

In the event that the employee has not received a timely decision at the first step in the
procedure, the employee may request review of the grievance by the Superintendent, or his
or her designee. This provision does not apply to substitute teachers.

At each stage of this grievance process, an employee may be represented by the employee’s
union, legal counsel, or any other person of his/her choice. An employee will not be
compensated for time spent in processing his/her grievance and shall not initiate a
grievance (or engage in grievance related activities) during work hours. Employees may
not attend grievance hearings scheduled during the employee’s workday, unless release for
attendance is approved by Office of Human Resources, Employment Relations
Department.

Employee Handbook 28 Updated July 1, 2017

 A grievance must be submitted on an initiation form. Appeals and reports of disposition
shall be processed on the appeals and disposition forms, respectively. Designated forms
will be transmitted to the supervisor or principal, the employee, the employee’s
representative, and Employment Relations.

In no event shall any party be entitled to attorneys’ fees or other costs associated with any
step in this process.

3. DEFINITIONS

The term “grievance” as used in this procedure is a dispute between an employee and the
District regarding his or her termination, discipline, or workplace safety, as defined herein.

The term “termination” as used in this procedure means a separation of a non-probationary

employee from employment with the District because of unsatisfactory performance or
conduct.

The term “Termination” shall not include the following:

• Layoffs
• Voluntary separations from service including, without limitation, quitting or
resignation
• The end of employment due to lack of qualification or licensure
• Retirements
• Removal of an employee from a position during his/her probationary period
• Contract non-renewals (for probationary employees only)

The term “discipline” as used in this procedure means a written reprimand in the
employee’s central office file and unpaid suspensions because of performance or conduct
issues, or a disciplinary demotion of a non-probationary employee.

“Employee discipline” shall not include the following:

• Plans of correction or performance improvement

• Performance evaluations or reviews
• Documentation of employee acts or omissions in an employment file
• Verbal or written supervisory letters
• Non-disciplinary wage, benefit, or salary adjustments; or reassignments
• Contract non-renewals (for probationary employees only)

The term “workplace safety” as used in this procedure means an alleged violation of any
applicable standard established under state or federal laws or regulations relating to
workplace safety or any violation of District policy related to the physical health and safety
of the employee filing the grievance.

Employee Handbook 29 Updated July 1, 2017

 4. PROCEDURE FOR EMPLOYEE GROUPS A, B, C, G, H, AND I
Applicable Group(s) A, B, C, G, H, I:

A non-probationary employee (or administrator/teacher with one or more years of service)

may file a written grievance with the Office of Human Resources, Employment Relations
Department, within 15 business days of his or her termination, or receipt of discipline, or
an inability to satisfactorily resolve a workplace safety issue with his or her immediate
supervisor.

FIRST STEP - Upon receipt of a written grievance, the Chief Human Resources Officer
will designate an appropriate designee to hear the grievance. The employee or his/her
representative will be notified of the designee assigned to the grievance and asked to
contact the designee to schedule the hearing. The designee shall meet with the parties
within 15 workdays of receipt of the grievance or as soon as practicable to discuss the
grievance and attempt to resolve it. If the employee or employee representative does not
contact the designee to schedule the hearing within 30 calendar days of filing, the grievance
will be considered withdrawn. Additionally, the grievance hearing must be held within 60
days of filing. This timeline may be waived by mutual agreement. The designee shall
review documentation provided by both parties in support of the employee’s position, may
allow the parties to present brief overviews of their positions if this is deemed helpful, and
may direct pertinent questions to the parties. The designee shall advise the employee in
writing of his/her disposition of the grievance within 15 workdays after the meeting.

SECOND STEP - Either the employee or the Administration may file an appeal of the
designated administrator’s disposition to an impartial hearing officer in a matter involving
termination, disciplinary demotion, all suspensions, workplace safety issues, or written
reprimands which are letters in the central office personnel file. The appeal must be filed
with the Office of Human Resources, Employment Relations Division, within 10 workdays
after the receipt of the designated administrator’s disposition.

a. SELECTION OF AN IMPARTIAL HEARING OFFICER (IHO): The Office of

Accountability and Efficiency shall maintain a list of qualified IHO’s which may not
include present or former employees of the District, the labor unions, or the labor
unions’ legal counsel. Qualified IHO’s may include, but are not limited to, those
individuals available to be impartial hearing officers through the Wisconsin
Employment Relations Commission or the Wisconsin Association of School Boards.
The District will apply any standards developed by the State of Wisconsin for
qualifying IHO’s. IHO’s for appealed matters shall be assigned at random from the list
of qualified IHO’s by the management of the Office of Accountability and Efficiency.

Within 10 calendar days of the receipt of the first step appeal, the Office of Human
Resources, Employment Relations Department, shall contact the Office of
Accountability and Efficiency to request the selection of an IHO. Employment
Relations will copy the employee or the employee’s representative in the request for
the IHO. Once an IHO has been selected by the Office of Accountability and
Efficiency, the employee or the employee’s representative and Employment Relations

Employee Handbook 30 Updated July 1, 2017

 will schedule a date for the hearing. If the employee or employee representative does
not contact the designee to schedule the IHO hearing within 30 calendar days of the
IHO being selected, the grievance will be considered withdrawn.

The IHO shall be compensated at his/her established regular rate for the hearing and
time spent composing the decision, if such rate is charged. Any charges will be split
evenly between the Administration and the party appealing the termination,
disciplinary action, or workplace safety concern.

b. MEDIATION: The IHO shall offer the parties an opportunity to mediate the dispute
immediately prior to holding a hearing on the matter. During such mediation, the
parties shall present their positions to the IHO, but no evidence shall be taken. If no
resolution is achieved, the IHO shall immediately commence the hearing.

c. HEARING BEFORE THE IHO: The IHO shall take testimony and evidence, and be
responsible for the fair and orderly conduct of the hearing and preservation of the
record. All testimony shall be taken and recorded under the supervision of the IHO.

The parties shall provide all exhibits to each other at least 10 workdays in advance of
the hearing.

For disciplinary or termination hearings, the Administration shall have the burden of
proof to show just cause for the action taken.

For hearings related to workplace safety, the employee has the burden of proof to show
the action is necessary. The Administration shall have the burden of proof to justify
the reasonableness of the action taken.

The IHO shall sustain, modify, or overturn the determination of the designated
administrator based upon his or her review of the facts as presented.

The IHO shall submit a written decision to the Office of Human Resources,
Employment Relations Department, within 15 workdays of the receipt of the hearing
transcript, including the reasons for the decision. The Office of Human Resources shall
communicate the decision to the parties through electronic means or U.S. mail.

THIRD STEP - The employee may appeal the decision of the IHO to the Board. The
Administration may appeal the decision of the IHO to the Board only with the concurrence
of the appropriate executive officer. The appeal must be filed within 10 workdays of
receipt of the IHO’s decision. An appeal to the Board is permitted only in matters involving
an employee termination, disciplinary demotion, a disciplinary suspension in excess of five
workdays without pay, or workplace safety issues.

Any appeal to the Board shall be on written record (paper review). The Board procedures
governing such reviews, including the circumstances in which a hearing may be conducted,

Employee Handbook 31 Updated July 1, 2017

 will be located in the Appendices to the Board Rules. The appealing party shall supply a
copy of the written record to the other party without charge.

This entire grievance procedure shall not be construed to create and is not intended to
establish or give rise to any contractual rights between the Milwaukee Board of School
Directors and any of its employees and is at all times subject to modification or elimination
by the Board at its sole discretion.

5. PROCEDURE FOR EMPLOYEE GROUP D (SUBSTITUTE TEACHERS)

Applicable Groups(s) D:

Any substitute teacher may file a written grievance with the Office of Human Resources,
Employment Relations Department, within 10 business days of his or her termination, or
receipt of discipline, or an inability to satisfactorily resolve a workplace safety issue with
his or her immediate supervisor.

Upon receipt of a written grievance, the Chief Human Resources Officer will designate an
appropriate designee to hear the grievance. The employee or his/her representative will be
notified of the designee assigned to the grievance and asked to contact the designee to
schedule the hearing. The designee shall meet with the parties within 15 workdays of
receipt of the grievance or as soon as practicable to discuss the grievance and attempt to
resolve it. If the employee or employee representative does not contact the designee to
schedule the hearing within 30 calendar days of filing, the grievance will be considered
withdrawn. Additionally, the grievance hearing must be held within 60 days of filing or it
will be considered withdrawn. This timeline may be waived by mutual agreement. The
designee shall review documentation provided by both parties in support of the employee’s
position, may allow the parties to present brief overviews of their positions if this is deemed
helpful, and may direct pertinent questions to the parties. The designee shall advise the
employee in writing of his/her disposition of the grievance within 15 workdays after the
meeting.

The designee’s disposition shall be final and binding.

Employee Handbook 32 Updated July 1, 2017

 PART VI

COMPLAINT PROCEDURE

Applicable Group(s) A, B, C, D, E, F, G, H, I:

The purpose of this complaint procedure is to provide a method for prompt and full discussion and
consideration of matters of concern that personally impact the employment within the District of
an individual or individuals and that do not fall under the category of harassment, discrimination,
or bullying and which cannot be processed through the grievance procedure.
Any employee may file a written complaint with the Office of Human Resources, Employment
Relations Department, within ten business days, of his/her inability to resolve the concern with
his/her immediate supervisor or within 10 workdays of the employee has knowledge of the
concern.

Upon receipt of a written complaint, the Chief Human Resources Officer will designate an
appropriate designee to hear the complaint. The designee shall meet with the employee within 15
workdays of receipt of the complaint or as soon as possible to discuss the complaint. The designee
shall review documentation provided in support of the employee’s position and will further
investigate the matter. The designee shall advise the employee in writing of his/her disposition of
the complaint within 15 workdays after the meeting. If the employee or employee representative
does not contact the administrator to schedule the hearing within 30 calendar days of filing, the
complaint will be considered withdrawn. Additionally, the complaint hearing must be held within
60 days of filing or it will be considered withdrawn. This timeline may be waived by mutual
agreement.

The designee’s disposition shall be the final resolution of the complaint.

Employee Handbook 33 Updated July 1, 2017

 PART VII

TEACHER NON-RENEWAL PROCESS

Every teacher signs an individual employment contract with the District upon hire. The District,
through the non-renewal process, has the ability to not renew a teacher’s employment contract for
the upcoming school year. A non-renewal will result in a teacher no longer being employed by
the District. The non-renewal process is only invoked when there are serious performance
concerns related to a particular teacher. As such, the Educator Effectiveness System is used in
determining whether to non-renew a teacher. Please see the Educator Effectiveness System Guide
for Teachers for further information on the evaluation process.

The teacher non-renewal process is as follows:

Preliminary Notice

A teacher being considered for non-renewal shall receive a written preliminary notice of non-
renewal from the Office of Human Resources during the month of April. This notice must be
given at least 15 calendar days prior to a final written notice of refusal to renew the individual
contract. The preliminary notice shall state that the teacher has 5 business days from receipt of
notice to request a conference with MPS Administration. If a teacher does not request a conference
within 5 business days, the District will move forward with issuing a final written notice of non-
renewal.

District Conference (if requested)

Upon a request for a conference, the teacher will be provided copies of all evidence used to
determine the non-renewal status. At the conference, the teacher will be provided with the reasons
why the non-renewal is being contemplated and will have an opportunity to provide a response.
The teacher may choose to have representation at this conference. Within 5 business days of the
conference, the district administrator shall notify the teacher in writing that the proposed non-
renewal has been withdrawn or not. If the non-renewal is not withdrawn, the teacher shall be sent
a final written notice of non-renewal no later than 5 business days after the district administrator’s
decision.

Appeal

Upon receipt of final notice of non-renewal, a non-probationary teacher shall have 15 business
days to file a written grievance with the Office of Human Resources, Employment Relations. The
appeal will follow the grievance procedure as outlined in the MPS Employee Handbook. A
probationary teacher who is non-renewed will not be eligible to file a grievance on their non-
renewal. They may file a complaint.

Employee Handbook 34 Updated July 1, 2017

 PART VIII

LEAVES AND ABSENCES

A. ADMINISTRATIVE LEAVE
Applicable Group(s) A, B, C, D, E, F, G, H, I:

The District, through the Office of Human Resources, may place an employee on
Administrative Leave if the employee is disrupting operations or if the District has reason to
believe that the employee may be: 1) potentially injurious to self or others; or 2) medically
unfit to perform the core duties of the job, notwithstanding reasonable accommodations. The
employee may elect to use accrued sick leave while on Administrative Leave; otherwise,
Administrative Leave is unpaid. If an employee is placed on Administrative Leave, the District
will within a reasonable period of time provide a process to assess the employee’s suitability
for returning to work. Placement on Administrative Leave does not preclude disciplinary
action based on the same conduct. Placement on Administrative Leave will be confirmed in
writing and may be appealed to the Chief Human Resources Officer.

B. FAMILY MEDICAL LEAVE ACT (FMLA)

Applicable Group(s) A, B, C, D, E, F, G, H, I:

The provisions below describe employee rights and obligations under the Federal and State
Family and Medical Leave Act (FMLA) and explain the consequences of a failure to meet
these obligations.

1. LEAVE ENTITLEMENT

a. STATE LEAVE. The Wisconsin FMLA requires covered employers to provide job-
protected leave to eligible employees for the following reasons/durations:

• Two workweeks for the employee’s serious health condition;

• Two workweeks for the serious health condition of a child, spouse, domestic
partner, or parent(s) (including the employee’s parents-in-law or the parents of a
domestic partner); and
• Six workweeks for the birth or adoption of a child by the employee.

b. FEDERAL LEAVE. The Federal FMLA requires covered employers to provide job-
protected leave to eligible employees for the following reasons/durations:

Basic Leave Entitlement

Twelve workweeks of unpaid leave in any 12-month period for:

 Incapacity due to pregnancy, prenatal medical care or child birth;

 To care for the employee’s child after birth, or placement for adoption or foster
care;

Employee Handbook 35 Updated July 1, 2017

 o Leave may be taken no later than 12 months after the child’s birth or
placement with the employee;
o If married spouses both are employed by the District, their total leave in any
12-month period may be limited to an aggregate of 12 weeks if the leave is
taken for birth or placement of a child;
 To care for the employee’s spouse, son, daughter or parent, who has a serious health
condition; or
 For a serious health condition that makes the employee unable to perform the
employee’s job.

Military Entitlement

Eligible employees whose spouse, son, daughter or parent is on covered active duty or
call to covered active duty status may use their 12-week leave entitlement to address
certain qualifying exigencies. Qualifying exigencies may include attending certain
military events, arranging for alternative childcare, addressing certain financial and
legal arrangements, attending certain counseling sessions, and attending post-
deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take
up to 26 weeks of leave to care for a covered service member during a single 12-month
period. A covered service member is: (1) a current member of the Armed Forces,
including a member of the National Guard or Reserves, who is undergoing medical
treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on
the temporary disability retired list, for a serious injury or illness; or (2) a veteran who
was discharged or released under conditions other than dishonorable at any time during
the five-year period prior to the first date the eligible employee takes FMLA leave to
care for the covered veteran, and who is undergoing medical treatment, recuperation or
therapy for a serious injury or illness.

2. DEFINITION OF SERIOUS HEALTH CONDITION

For purposes of Federal FMLA, a serious health condition is an illness, injury, impairment,
or physical or mental condition that involves either an overnight stay in a medical care
facility, or continuing treatment by a health care provider for a condition that either
prevents the employee from performing the functions of the employee’s job or prevents the
qualified family member from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period
of incapacity of more than three consecutive calendar days combined with at least two
visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions
may meet the definition of continuing treatment.

For purposes of Wisconsin FMLA, a serious health condition is a disabling physical or

mental illness, injury, impairment or condition involving any of the following: (i) inpatient

Employee Handbook 36 Updated July 1, 2017

 care in a hospital, nursing home or hospice, or (ii) outpatient care that requires continuing
treatment or supervision by a health care provider.

3. CONCURRENT LEAVES OF ABSENCE/LEAVE YEAR

The employee’s Wisconsin and Federal FMLA leave rights will run concurrently to the
extent permissible under the law. Wisconsin FMLA leave rights are administered on a
calendar year basis; Federal FMLA leave rights are administered on a rolling year basis.

4. EMPLOYEE RESPONSIBILITIES

Under Federal FMLA, employees must provide 30 days’ advance notice of the need to take
FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the
employee must provide notice as soon as practicable and generally must comply with an
employer’s normal call-in procedures.

Employees must provide sufficient information for the employer to determine if the leave
may qualify for FMLA protection and the anticipated timing and duration of the leave.
Sufficient information may include that the employee is unable to perform job functions,
the family member is unable to perform daily activities, the need for hospitalization or
continuing treatment by a health care provider, or circumstances supporting the need for
military family leave. Employees also must inform the employer if the requested leave is
for a reason for which FMLA leave was previously taken or certified. Employees also may
be required to provide a certification and periodic recertification supporting the need for
leave.

Under Wisconsin FMLA, employees must give advance notice of an expected birth or
placement in a reasonable and practicable manner, and if the FMLA leave is for the
purposes of planned medical treatment, the employee must make a reasonable effort to
schedule the medical treatment or supervision so that it does not unduly disrupt the
employer’s operations, subject to the approval of the health care provider involved. The
employee must also give advance notice of planned medical treatment or supervision in a
reasonable and practicable manner. If the leave is not foreseeable, employees must provide
notice as soon as practicable. Employees are generally expected to follow normal call-in
procedures to the extent possible.

Employees must affirmatively request Federal and/or Wisconsin FMLA leave by

contacting CareWorks Absence Management (CareWorks) at 1-844-263-3120 in
accordance with the notice provisions described above. MPS has contracted with
CareWorks to serve as its third-party administrator and carry out MPS’s FMLA
responsibilities. (If CareWorks stops serving as MPS’ third-party administrator, alternative
instructions regarding the FMLA leave process will be provided on portal under the
Employee Rights Administration Division’s section.)

Employees who are absent because of FMLA-qualifying events are expected to follow the
same call-in procedures that are required for any other absences. After CareWorks

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 approves an employee in writing for a continuous period of FMLA leave, the complainant
can stop calling in for the remainder of the approved continuous leave period.

5. EMPLOYER RESPONSIBILITIES

The District’s third-party administrator must inform employees requesting leave whether
they are eligible under Federal FMLA. If they are, the notice must specify any additional
information required as well as the employee’s rights and responsibilities. If they are not
eligible, the District’s third-party administrator must provide a reason for the ineligibility.

The District’s third-party administrator must inform employees if leave will be designated
as FMLA-protected and the amount of leave counted against the employee’s leave
entitlement. If the District’s third-party administrator determines that the leave is not
FMLA-protected, the District’s third-party administrator must notify the employee.

6. INTERMITTENT LEAVE

An employee does not need to use his/her FMLA leave entitlement in one block. Leave
can be taken intermittently or on a reduced leave schedule when medically necessary.
Employees must make reasonable efforts to schedule leave for planned medical treatment
so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies
may also be taken on an intermittent basis. In the event of a birth, adoption or foster care
placement, intermittent leave under Wisconsin FMLA will be permitted only during the
16-week period before and after the birth or placement, and the last segment of intermittent
leave must begin within 16 weeks of the date of birth or placement. Under Federal FMLA,
the employer is not required to permit intermittent leave in connection with a child’s birth
or placement for adoption.

7. ELIGIBILITY

The employee will be eligible for Federal FMLA leave if he/she has worked for at least
1,250 hours in the 12 months prior to the beginning of his/her leave and has been employed
with the District for 12 months over the past seven years. For Wisconsin FMLA purposes,
the employee must have been employed for 52 consecutive weeks and been paid for 1,000
hours of work in the 12 months preceding the commencement of his/her leave.

8. MEDICAL CERTIFICATION

If the employee’s leave request is based on his/her own serious health condition or the
serious health condition of his/her child, spouse, domestic partner or parent, he/she must
provide the District’s third-party administrator (currently CareWorks) with a medical
certification prepared by the treating health care provider. The medical certification must
be provided to the District’s third-party administrator within 15 calendar days of notice to
the employee of the need to provide such information, unless the District agrees to an
extension of time. If the information in the certification is incomplete or insufficient, the
District (or its third-party administrator) may request a clarification and/or authentication

Employee Handbook 38 Updated July 1, 2017

 of the certification from the treating health care provider. This document must be
completed and returned to the District’s third-party administrator within seven calendar
days unless the District’s third-party administrator agrees to extend the response time. In
the event questions continue to exist, the treating health care provider may be contacted for
clarification of the request. If the employee fails to provide a timely certification, his/her
leave request or his/her continuation of leave may be denied. If the employee’s leave
request is denied, his/her absence(s) will be classified under the District’s attendance
policy. However, the District reserves the right to require the employee to use FMLA leave
concurrently with sick leave.

9. ADDITIONAL MEDICAL CERTIFICATION

If the District or its third-party administrator has any questions about the accuracy of the
employee’s initial medical certification, the employee may be required to submit to another
examination, at the District’s expense, by a health care provider selected by the District or
its third-party administrator. If the second opinion differs from the initial certification, a
third opinion, from a mutually agreed upon health care provider, may be required. The
third opinion is final and binding.

10. MEDICAL RECERTIFICATION

The employee must provide the District’s third party administrator, to the extent required
by law, with recertification on a periodic basis that his/her serious health condition prevents
him/her from performing his/her job functions or that he/she is needed to care for a family
member with a serious health condition.

11. RETURN TO WORK

If the employee is on FMLA leave because of his/her own serious health condition, he/she
may be required to provide the District’s third-party administrator with a return-to-work
release, signed by his/her treating health care provider, which addresses his/her ability to
perform the essential duties of his/her job, before he/she can return to work. If he/she fails
to provide the District’s third-party administrator with a return-to-work release, his/her
reinstatement may be denied until the required certification is provided.

12. SUBSTITUTION (FMLA PAY STATUS)

The employee may have the option of using certain types of paid leave; i.e., sick, vacation,
or compensatory time, for unpaid FMLA leave pursuant to this FMLA Policy. When using
leave under the Wisconsin FMLA act, the employee has the right to substitute any accrued
paid leave for FMLA leave. The employee has similar rights to substitute accrued paid
leave under the Federal FMLA, except the Federal FMLA recognizes that the employee is
not entitled to substitute sick leave for FMLA leave unless the employee independently
meets the applicable requirements for the use of sick leave under the Employee Handbook.
The Federal FMLA allows the District to require the substitution of any accrued paid leave
(vacation, sick, personal, etc.) for periods of unpaid FMLA leave. When accrued paid

Employee Handbook 39 Updated July 1, 2017

 leave is substituted during the employee’s unpaid leave period, the paid leave will not be
available to the employee later. These leaves will run concurrently, provided the employee
meets the applicable requirements of this leave policy. If the employee does not meet the
requirements for taking paid leave, the employee remains entitled to take unpaid FMLA
leave. If the employee is injured in the course of employment with the District and receives
wage continuation benefits for absences attributable by the District to the work injury, this
form of paid leave may be automatically counted against any FMLA entitlement to the
extent permitted by law.

13. MAINTENANCE OF HEALTH AND DENTAL INSURANCE COVERAGE AND

PAYMENT OF EMPLOYEE CONTRIBUTION

The employee’s health/vision and dental coverage will continue in effect during his/her
FMLA leave entitlement and he/she will continue to be responsible for paying any required
employee health/vision and dental contributions during the employee’s leave. In the event
of an unpaid FMLA leave, the employee will continue to be responsible for payment of
employee contributions that accrue during his/her unpaid leave and such contributions will
be deducted in full from his/her first paycheck or billed to him/her in full if he/she does not
return to work at the District at the end of his/her unpaid FMLA leave.

14. BENEFIT/EMPLOYMENT PROTECTION

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior
to the start of an employee’s leave. Upon returning to work from the employee’s FMLA
leave, the employee will be reinstated to the position he/she held prior to his/her leave or
to an equivalent position with equivalent pay, benefits, and other terms and conditions of
employment, unless his/her employment would have otherwise ceased. He/she will have
no greater right to employment with the District at the end of his/her leave. If his/her leave
extends beyond his/her 12-week FMLA entitlement, the District may fill his/her position.

15. DESIGNATION OF LEAVE

Once the District’s third-party administrator receives the required information, the
District’s third-party administrator will determine and inform the employee whether his/her
absence(s) will be designated as FMLA leave. If the employee does not provide the
District’s third-party administrator with the required information within the time specified,
the employee’s absence(s) will ordinarily be classified as other than FMLA leave and will
be subject to the District’s attendance policy. However, the District’s third-party
administrator may designate an absence as FMLA leave so long as the designation meets
the requirements of the law.

16. UNLAWFUL ACTS BY EMPLOYERS

Federal FMLA makes it unlawful for any employer to:

 Interfere with, restrain or deny the exercise of any right provided under FMLA; and

Employee Handbook 40 Updated July 1, 2017

  Discharge or discriminate against any person for opposing any practice made unlawful
by FMLA or for involvement in any proceeding under or relating to FMLA.

17. ENFORCEMENT

An employee may file a complaint under federal FMLA with the U.S. Department of Labor
or may bring a private lawsuit against an employer.

Federal FMLA does not affect any Federal or State law prohibiting discrimination or
supersede any State or local law which provides greater family or medical leave rights.

An employee may file a complaint under Wisconsin FMLA with the Wisconsin
Department of Workforce Development.

Questions regarding FMLA may be directed to CareWorks Absence Management

(CareWorks) at 1-844-263-3120. If CareWorks is unable to provide an answer, questions
should be directed to the MPS Leave Administrator in the Office of Human Resources,
Employee Rights and Administrative Law at (414) 475-8210. Additional information
regarding the Federal FMLA may be obtained from the U.S. Department of Labor/Wage and
Hour Division at www.wagehour.dol.gov or 1-866-487-9243 (TTY: 1-877-889-5627).

C. WORKERS’ COMPENSATION
Applicable Group(s) A, B, C, F, G, H, I:
An employee who is injured in the course of employment must report the injury to his/her
immediate supervisor and then via phone to the District’s third-party claims administrator,
Gallagher Bassett (“GB”). Injured employees should call GB’s Priority Care 365 hotline at 1-
844-645-7700, 24 hours a day, seven days a week to report injury. Hit prompt “1” to speak with
a nurse.

Thereafter, the employee must document the injury in writing by filling out the “Employee’s
Statement of Injury”. The injured employee’s supervisor is required to fill out the “Supervisor’s
Analysis” within 24 hours after the occurrence of the injury (or as soon as possible thereafter).
Once the forms are completed, they must be emailed to GB at [email protected].
All necessary forms are available on mConnect. The District no longer accepts these forms; they
must be sent directly to GB.

An employee who is absent because of an injury or disease compensable by the district under the
Wisconsin Worker’s Compensation Act is eligible for up to 40 days wage continuation during
his/her active employment for that injury/disease at approximately 2/3 of the pre-injury gross
base salary normally received by the employee. Wage continuation for any and all
injuries/diseases shall not exceed 40 days in any fiscal year and is intended only for the healing
period. If the absence extends beyond the 40-day limit, the employee has the option of electing
to use accumulated sick leave in accordance with district requirements or statutory workers
compensation benefits. In order to be eligible for wage continuation or workers’ compensation
benefits, proper medical verification/documentation is necessary. Wage loss replacement for the

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absence must be found compensable as required under the Wisconsin Workers’ Compensation
Act. (Note: Employees without a standard, regular work schedule are not eligible for wage
continuation benefits, and no wage continuation benefits are provided for jobs which did not give
rise to the injury.)

All employees shall cooperate with the District’s light duty and return-to-work arrangements
where medically advisable and feasible. For additional information regarding workers’
compensation benefits, please visit mConnect or contact the Office of Finance, Department of
Procurement and Risk Management, at (414) 475-8555 or 414-475-8907.

D. HOLIDAYS
Applicable Group(s) A (except Building Trades and Seasonal Laborers), B, C, F, G, H, I:

1. The following days are paid holidays for 12-month employees regularly scheduled to work
30 or more hours per week:
• New Year’s Day
• Dr. Martin Luther King, Jr. Day
• Good Friday
• Memorial Day
• Fourth of July
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve Day
• Christmas Day
• New Year’s Eve Day

2. When a holiday falls on a Sunday, it shall be celebrated on the following workday. When
a holiday falls on a Saturday, it shall be celebrated on the preceding workday.

3. The following days are paid for ten-month employees regularly scheduled to work 30 or
more hours per week:

• Labor Day (only when the work year begins before Labor Day)
• Thanksgiving
• Memorial Day (the District will provide a different holiday for 10 month employees
when the school year ends before Memorial Day)

4. Employees regularly scheduled for less than 30 hours per week are not afforded paid
holidays.

5. To qualify for and receive holiday pay, an employee must be in paid status both the
scheduled workday before and the scheduled workday after the paid holiday.

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E. INCLEMENT WEATHER
Reference: Emergency Closing Procedure
Applicable Group(s) A, B, C, F, G, H, I:

On occasion, due to weather conditions, Milwaukee Public Schools may need to partially or
fully close. The type and extent of a District closure will vary based on the severity of the
weather.

Partial Closing (Schools Only)

For the safety of our students, severe weather may necessitate the closing of schools. When
travel is not impacted by roadway conditions all non-school based employees are expected to
report for work. Any employee not able to report to work is expected to report their absence
in accordance with departmental work rules. Failure of an employee to report the absence will
result in the individual not being paid for the day and may result in disciplinary action, up to
and including termination.

Inclement weather days are non-paid, non-workdays for substitute teachers and hourly
employees.

Full Closing (Central Services, Schools and All Other Sites)

Central Services may need to close when inclement weather seriously impedes travel and
safety. Employees involved in snow/ice removal and building maintenance activities will be
expected to report to work as determined by the Chief Operations Officer. The Superintendent
may designate additional Central Services staff to report.

If a designated employee is unable to work that day, he or she is expected to report the absence
in accordance with departmental work rules. Failure of a designated employee to report the
absence will result in the individual not being paid for the day and may result in disciplinary
action, up to and including termination.

All closings will be identified on the MPS Portal and in the local media.

F. JURY DUTY
Applicable Group(s) A, B, C, F, G, H, I:

Full-time employees of the District will be released to fulfill citizenship obligations of jury
duty. When an employee is summoned for jury service, he/she must notify his/her immediate
supervisor. Employees shall receive full pay during the period of absence provided he/she
remits to the District an amount equal to the compensation paid to him/her for such jury service
and attaches the summons.

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G. MILITARY LEAVE
Applicable Group(s) A, B, C, D, E, F, G, H, I:

It is the District’s policy that employees will be granted all military leave rights available under
the Uniformed Services Employment and Re-employment Rights Act (USERRA). Upon
notification of the need for military leave, employees shall request leave through the Office of
Human Resources and notify their supervisor. For further information regarding rights under
USERRA, employees may contact the Office of Human Resources, Leave Administrator at
(414) 475-8210.

H. SICK LEAVE
Applicable Group(s) A, B, C, F, G, H, I:

1. ACCRUAL. All employees, except as otherwise provided, are eligible for 0.067 hour for
every hour paid, exclusive of overtime or additional hours.

a. Twelve-month employees can accrue up to a maximum of 120 hours per fiscal year.
No employee working on a 12-month basis may accrue more than 1,200 hours of sick
leave at any point in time during their employment with the District at full pay.
Thereafter, sick leave accumulation is unlimited at half-pay.

b. Ten-month employees can accrue up to a maximum of 100 hours per fiscal year. No
employee working on a 10-month basis may accrue more than 1,160 hours of sick leave
at any point in time during their employment with the District at full pay. Thereafter,
sick leave accumulation is unlimited, at half-pay.

Note: Substitute teachers and part-time recreation employees are not eligible to earn sick
leave.

2. USE OF SICK LEAVE (PERSONAL ILLNESS). Sick leave is a benefit to be used for
illness only, unless otherwise provided.

Sick leave taken because of a serious health condition may be governed by FMLA
procedures. Questions regarding the application of FMLA procedures should be directed
to the MPS Leave Administrator at 414-475-8210 in the Office of Human Resources.
Supervisors and employees are encouraged to promptly notify the MPS Leave
Administrator of any serious health conditions.

Ordinarily, an employee may be off work for up to three continuous days for personal
illness without a need to furnish the employer with medical documentation. All continuous
absences in excess of three days for personal illness do require medical documentation
substantiating the absence by a health care professional licensed to treat the condition at
issue. Medical documentation shall be submitted to the supervisor within seven calendar
days of the first day of absence. Such documentation should indicate the duration or
expected duration of the restrictions or incapacity. Updated medical reports should be

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 submitted by the employee within seven calendar days after the employee’s work capacity
is no longer described or substantiated by medical documentation previously submitted.

The District may require an employee who has been absent due to personal illness to submit
medical documentation demonstrating that he or she is fit for duty and/or does not pose a
direct threat to the health or safety of him/herself or others due to the medical condition.
Fitness for duty documentation should be submitted routinely for absences in excess of
three consecutive workdays, and such documentation may be required for shorter periods
if warranted by special circumstances. The employee should be given reasonable advance
notice if documentation will be required for shorter periods.

For any period of sick leave that exceeds 20 continuous workdays, the employee must: (1)
give advance notification to the employee’s supervisor; and (2) request and obtain approval
for a formal leave of absence from the MPS Leave Administrator at 414-475-8210 in the
Office of Human Resources. If approved, the formal leave of absence may be applied
retroactively to include all sick leave taken from the first date of absence.

3. USE OF SICK LEAVE (FAMILY ILLNESS). Employees may use up to ten days per
fiscal year of sick leave for illness of an immediate family member. “Immediate family
member” is defined as husband or wife, child, stepchild, brother, sister, half-brother or
sister, stepbrother or sister, parent, parent-in-law, stepparent, or domestic partner, wherever
they may reside, or other relative living in the same household. All continuous absences
in excess of two days for family illness require submission of medical documentation of
the reason. Family Illness Leave is not intended for employees who do not have sufficient
sick leave in their accrued accounts to cover their requested absence(s).

4. REPORTING OF SICK LEAVE USE. The employee must notify his/her immediate
supervisor before the beginning of the scheduled workday that he/she is going to be off
sick in accordance with departmental work rules. Such notice shall be provided to the
employee’s immediate supervisor in a manner designated in the departmental work rules.
Absent emergency circumstances, the failure to provide the required advance notice will
result in the absence being considered absent without approved leave (AWOL) under
Part II.

5. MISUSE OR ABUSE OF SICK LEAVE. Any time the District has reason to believe an
employee may be abusing or misusing the sick leave benefit, it may require the employee
to submit medical documentation of the reason for the absence. Misuse or abuse of sick
leave may result in loss of pay and/or disciplinary action, up to and including termination.

6. PLACEMENT ON SICK LEAVE CERTIFICATION REQUIREMENT. A

supervisor may prospectively place an employee on a special sick leave certification
requirement (i.e., a requirement to submit medical documentation substantiating each
absence, regardless of duration) if the supervisor determines in his or her discretion that
the employee’s absences have been excessive. Sick leave certification requirements should
not be in place for more than one year, but they may be extended as needed. An employee’s

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 FMLA-approved absences are not subject to a supervisor’s sick leave certification
requirement.

I. MISCELLANEOUS LEAVE
Applicable Group(s) A, B, C, F, G, H, I:

A total of not more than 32 hours per year, prorated based upon the number of hours worked
weekly, deductible from sick leave may be taken for any reason. Employees must obtain prior
written approval from their supervisor before use of sick leave under this provision.

Miscellaneous Leave is not intended for employees who do not have sufficient sick leave in
their accrued accounts to cover their requested absence(s).

J. BEREAVEMENT/FUNERAL LEAVE
Applicable Group(s) A, B, C, F, G, H, I:

Funeral leaves listed below shall be permitted without loss in pay or deduction from sick leave,
within the parameters specified below.

1. An employee shall be permitted up to three full workdays, taken consecutively, due to the
death of husband or wife, child, stepchild, brother, sister, half-brother or sister, stepbrother or
sister, parent, parent-in-law, stepparent, or domestic partner, wherever they may reside, or
other relative living in the same household.

2. An employee shall be permitted to take one workday, used within the calendar week (any
seven consecutive days), due to the death of a grandparent, grandchild, brother-in-law,
sister-in-law, son-in-law, daughter-in-law, uncle, aunt, nephew, niece, or first cousin.

3. The employee must give his/her supervisor advanced notice of the leave. Upon request from
the supervisor, the employee must provide documentation substantiating the reason for the
absence after returning from the leave.

K. SABBATICAL
Applicable Group(s) B (certificated only), C, I:

Upon recommendation of the Superintendent and approval by the Board, employees who have
rendered at least seven years of satisfactory service in the District may be granted a leave of
absence for study, research, or to work on a thesis or dissertation, for either one semester or
one year, subject to the following provisions.

1. Up to 20 sabbatical leaves may be granted as requested each school year.

2. Sabbaticals shall be granted based upon the probable advantage to the District.

3. Those granted a sabbatical under this provision shall be paid at the rate of 50 percent of
their current salary as of the date such leave starts. The salary is subject to the fulfillment

Employee Handbook 46 Updated July 1, 2017

 of the requirements governing study or research leave established by the Superintendent.
In the event an employee fails to get an acceptable grade in one of the courses being taken
or drops one course being taken, where such course does not exceed three credits, he/she
shall be paid a percentage equal to the credits earned with an acceptable grade, divided by
the nine semester credits required, multiplied by 50 percent of the current salary. Any
employee who voluntarily leaves the District’s employment within 36 months of his/her
return from or completion of a sabbatical must repay 100 percent of the salary cost of such
sabbatical.

Only one sabbatical leave is permitted to be taken by a District employee during the course of
their employment by/with the District. This limitation is applicable no matter how many times
an individual may be hired by, and work for, the District in any capacity.

L. UNPAID (PERSONAL, NON-FMLA) LEAVE OF ABSENCE

Applicable Group(s) A, B, C, F, G, H, I:

In order for the District to position itself to consider and deal with the long-term absence of an
employee, employees who request time off for a personal, unpaid, non-FMLA leave must
submit their request to the MPS Leave Administrator, Employee Rights Administration
Division (ERAD), Office of Human Resources, at least 60 days prior to the requested start date
of the leave or as soon as they become aware of the need to request leave.

At the Office of Human Resources’ discretion, unpaid, personal, non-FMLA leaves of absence
may be granted for periods of time not to exceed one calendar year.

Because each leave is considered on its own merits and is dependent to some extent on
operations of the District, it must be understood that one leave does not establish a precedent
for another.

Employees may continue insurances while on unpaid leave of absence at his/her own expense.
If the premium is not received by the first of the month, the employee’s insurance coverage
shall be terminated. During the unpaid leave of absence, the employee will retain accumulated
paid leave, but will not accrue any additional paid leave.

Within five days prior to the end of an employee’s approved leave, the employee shall contact
the MPS Employee Rights and Administration Division Leave Administrator to give notice of
whether the employee intends to return to work. If the employee will continue to be absent,
he or she should submit a written request for leave extension to the ERAD Leave Administrator
on or before the end of the approved leave. Leave requests based on a medical condition should
be accompanied by medical documentation substantiating that the employee is unable to
perform his/her regular job duties for the period of time at issue. Leave requests for the purpose
of study should designate the intended field of study and/or expected degree.

Employees may continue insurances while on unpaid leave of absence at their own expense.
If the premium is not received by the first of the month, the employee’s insurance coverage
shall be terminated. If the employee exercises this self-pay option, any such period of self-

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 paid coverage will be deemed to be an election to exercise the Consolidation Omnibus Budget
Reconciliation Act (COBRA) continuation coverage and will count against the employee’s
applicable period of COBRA continuation coverage.

M. DURATION OF LEAVES
Applicable Group(s) A, B, C, F, G, H, I:

All leaves must be for a definite period in time. No leave of absence shall continue in force
beyond one year. Leaves and leave extensions may be approved at the OHC’s discretion for a
duration determined appropriate by OHC. The total time allowed for leaves of absence shall
not exceed three years in the aggregate within any seven-year period, except as required by
law. Any leaves of absence totaling 36 work days or more of a semester or half work -year
shall be considered as a half-year for the purpose of determining leave durations. For seasonal
laborers, any absence totaling 36 work days during the season will be counted as a year for
purposes of determining leave durations.

Each leave is considered on its own merits and is dependent to some extent on operations of
the District. It must be understood that one leave does not establish a precedent for another.

N. OUTSIDE EMPLOYMENT DURING LEAVE

Reference: Administrative Policy 6.04(3)
Applicable Group(s) A, B, C, F, G, H, I:

Employees are prohibited from engaging in outside employment when they are on a leave
(except for miscellaneous leave). The rules regarding outside employment are specified in Part
I of the Employee Handbook.

O. VACATION

1. ACCRUAL

Twelve-month employees shall receive an annual vacation on an accrual basis.

Applicable Group(s) A (except for Building Trades), C, and clericals in G and H:

a. Employees with less than nine years of service shall accrue 0.057693 hours of vacation
for each hour paid excluding overtime hours. These employees may accumulate a total
vacation balance which may not exceed 240 hours (six weeks) in any pay period.

b. On the first full pay period following completion of nine years of service and thereafter,
the employee shall accrue 0.076924 hours of vacation for each hour paid excluding
overtime hours. This employee may accumulate a total vacation balance which may
not exceed 320 hours (eight weeks) at the end of any pay period.

c. On the first full pay period following completion of 19 years of service and thereafter,
the employee shall accrue 0.096154 hours of vacation for each hour paid excluding

Employee Handbook 48 Updated July 1, 2017

 overtime hours. This employee may accumulate a total vacation balance which may
not exceed 400 hours (ten weeks) at the end of any pay period.

Applicable Group(s) B, F, and administrative staff in G and H:

a. Employees with less than 19 years of service shall accrue 0.076924 hours of vacation
for each hour paid excluding overtime hours. This employee may accumulate a total
vacation balance which may not exceed 320 hours (eight weeks) at the end of any pay
period.

b. On the first full pay period following completion of 19 years of service and thereafter,
the employee shall accrue 0.096154 hours of vacation for each hour paid excluding
overtime hours. This employee may accumulate a total vacation balance which may
not exceed 400 hours (ten weeks) at the end of any pay period.

Applicable Group(s) Building Trades:

a. Employees with less than nine years of service shall accrue 0.04 hours of vacation for
each hour paid excluding overtime hours. These employees may accumulate a total
vacation balance which may not exceed 160 hours (four weeks) in any pay period.

b. On the first full pay period following the completion of nine years of service and
thereafter, shall accrue 0.06 hours of vacation for each hour paid excluding overtime
hours. These employees may accumulate a total vacation balance which may not
exceed 240 hours (six weeks) in any pay period.

c. On the first full pay period following completion of 19 years of service and thereafter,
shall accrue 0.08 hours of vacation for each hour paid excluding overtime hours. This
employee may accumulate a total vacation balance which may not exceed 320 hours
(eight weeks) at the end of any pay period.

2. PAY-OUT OF ACCRUED VACATION. Upon separation of services or transfer into

positions not eligible for vacation benefits, accumulated vacation hours will be paid out up
to the maximum allowable accumulated hours.

3. USE OF VACATION. All vacation shall be taken only with prior approval of the
employee’s supervisor. Employees should request vacation as far in advance of the time
as possible. Supervisors should confirm or deny such vacation requests as soon as possible.

P. UNION LEAVES/RELEASES
Applicable Group(s) A, B, C, D, I:

Each designated collective bargaining unit may request that its representatives be released with
pay to engage in union-related activities for a maximum of ten days per fiscal year. Any union
may request additional leave for its representatives, including full release up to one school

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 year, subject to approval by the District. For all approved leaves in excess of ten days per
fiscal year, the District will bill the bargaining unit for their salary and benefits of the individual
for this time.

Hearings in accordance with Part II-Discipline, Part V-Grievance Procedure, and Part VI-
Complaint Procedure, do not count against the ten days in paragraph 1.

Union representatives shall be released, with pay, to attend negotiations as required by state
law. This time does not count against the ten days in paragraph 1.

Union representatives must make every effort not to miss scheduled District work time to
engage in union activities.

All requests for union leave or release must be submitted to Employment Relations five work
days in advance whenever practical.

Employee Handbook 50 Updated July 1, 2017

 PART IX

ADDITIONAL ITEMS

A. EMPLOYEE ASSISTANCE PROGRAM

Applicable Group(s) A, B, C, D, E, F, G, H, I:

All employees and their families are provided free, confidential counseling and referral service
pertaining to personal difficulties related to the following:

• Financial and legal consultation

• Mediation information
• Drug and alcohol abuse
• Childcare search
• Adoption assistance
• School and college planning
• Eldercare assessment
Stress management

You can call Aurora Employee Assistance Program (EAP) at 1-800-236-3231 to schedule an
appointment or work/life services between 8:00 A.M. to 5:00 P.M. or 24/7 to speak with a
counselor. For additional information, you can also visit the Portal at
www.milwaukee.k12.wi.us.

Note: Information regarding District benefits, such as employee health, dental, life insurance,
pension, and retirement savings plans, etc., can be found on the District portal at
www.milwaukee.k12.wi.us – Employee Benefits News. This source as well as the District’s annual
Open Enrollment Packet provides the most up-to-date benefits information.

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