Bennington-Rutland Supervisory Union

403(b) Plan Changes
The IRS has revised regulations for 403(b) Plans, which are tax-deferred accounts that you are currently investing in through payroll deductions. The new regulations take effect on January 1, 2009, and will impact how we administer 403(b) plans going forward. Non compliance with these new rules may result in tax consequences or other risks for the employee, or in plan disqualification. Consequently, the districts are reviewing their 403(b) practices and developing a plan of action in order to ensure compliance with the new regulations. A good source of information on 403(b) is 403(b)Wise.

Vermont State Teacher Retirement System
Any employee working in a position that requires under a Vermont Educator license must join the Vermont State Teachers Retirement System (VSTRS) as a condition of employment. A copy of the Plan Description can be found on the Office of the State Treasurer's website.

Vermont Municipal Employee Retirement System

Some employees in BRSU are eligible to participate in the Vermont Municipal Employee Retirement System. A copy of the Plan Description can be found on the Office of the State Treasurer's website.

In order to ensure that we are meeting the licensing requirements found in the Vermont Department of Education - State Board of Education Manual of Rules and Practices, BRSU must maintain a valid copy of each educator's teaching endorsement(s). As such, licensed educators whose VT Educator License endorsement(s) expire at the end of the current school year must forward a copy of their renewed license to BRSU prior to the expiration of the endorsement. Licensed educators will not be able to begin the school year without a valid teaching license on file. Please be aware that it may take up to eight weeks for the VT Department of Education to process a license renewal once it is submitted. For more information, visit the Department of Education's website.

BRSU is committed to providing a safe work environment for our employees. Despite the best efforts that we may implement, employees may get ill or injured. BRSU has a Workers Compensation insurance program which provides for payment of medical expenses and lost wages for employees who suffer work-related injuries or illness. This system may also provide permanent disability benefits for those who qualify.

Reporting Requirements

All employees will report to their immediate supervisor or school nurse when a work-related injury/illness is suspected and/or when they deem medical care may be required as a result of a work-related injury/illness. The Supervisor (or designee) will complete an Employee’s Claim and Employer First Report of Injury (see below), or "First Report." By law, the First Report must be completed and submitted to the State Commissioner of Labor within 72 hours of the accident (excluding weekends and holidays).

Medical Treatment

If an employee is injured or ill from a work-related accident and his or her supervisor or the employee believes that the condition needs emergency medical treatment, call 911 or go to the emergency room.

Medical Certification

If the employee's injury results in lost time, and/or medical treatment beyond first aid, the employee must have the treating physician complete a Work Capabilities Form. This information shall be needed to determine any work limitations following the injury/illness. If the work injury results in lost time, said report shall be submitted to our workers' compensation carrier as verification of the need for leave and will be used to determine benefit payments.

A Certification of Health Care Provider may also be required if the injury results in lost time and the injury potentially meets the definition of a "serious health condition" under the Family Medical Leave Act (FMLA) and/or the Vermont Parental and Family Leave Law (VPFL).

FMLA/VPFL

Work-related injuries may meet the criteria for a serious health condition that could also be treated as family/medical leave time under the Family Medical Leave Act (FMLA) and/or the Vermont Parental and Family Leave Law (VPFL).

Reinstatement

An employee, who is out of work as a result of a work-related injury, is entitled to reinstatement when his inability to work ceases, provided recovery occurs within two years of the onset of disability. At the time of reinstatement, the employee shall be provided with the first available position suitable for the worker given the position he had held at the time of the injury.

Upon reinstatement, the employee regains seniority and any unused annual leave, personal leave, sick leave and compensatory time he was entitled to prior to the interruption in employment, less any leave and compensatory time used during the period of interruption. The reinstatement provisions of the Workers’ Compensation Act do not apply if:

1. The worker had been given notice, or had given notice, prior to sustaining the injury, that employment would terminate;
2. Employment would have terminated of its own terms prior to any reinstatement the worker would otherwise be entitled;
3. The worker fails to keep the employer informed of (a) his or her continuing interest in reinstatement; (b) his or her recovery; (c) any change of his or her mailing address.

Modified Work

BRSU provides a return-to-work program that allows employees to remain at work with temporary work restrictions. At each appointment the employee should have their treating physician fill out the Work Capabilities Form. This form should be submitted to the Supervisor as soon as possible. Supervisors will attempt to modify the regular job duties or assign temporary duties if possible, which meet written medical restrictions.

The employee will be notified of the availability of a modified-duty assignment. If unable to work, or if there is no modified-duty assignment, employee must stay in contact with Supervisor regarding temporary restrictions after each follow-up appointment.

Leave Use and Compensation Protocols

Absences Due to Disabling Conditions

In the event an employee is absent due to a work-related disability and receives workers' compensation benefits (as defined under 21 VSA § 601-710) said employee shall utilize his/her available accrued paid sick leave (if any) for up to the duration of the approved absence at a rate of one half day of leave for each day of absence. During the period in which the employee has available accrued sick leave, said employee shall continue to receive his/her full contracted wages while s/he is receiving disability benefits under the Workers’ Compensation Statutes, and said employee shall reimburse the District for any and all disability benefits received under the Workers’ Compensation Statutes, except that school-year support staff shall not be required to reimburse the District for Workers’ Compensation benefits accrued during the school summer vacation.

Employees shall reimburse the District by signing over the worker's compensation checks directly to the District within two (2) weekdays of receipt of payment if medically feasible. The use of available and accrued paid sick leave under this provision is conditioned upon timely receipt of reimbursement. Failure to reimburse the District under this provision shall be considered just cause for employment action up to and including discharge, and shall result in the restriction of paid sick leave.

For as long as the employee is utilizing paid sick leave and/or is covered under the Family and Medical Leave Act (FMLA) or the Vermont Parental and Family Leave Law (VPFL), said employee shall retain his/her coverage on the District medical, dental and life insurance plans (if participating at the time of the disability) to the extend provided under applicable master agreement or individual employment contract, subject to the eligibility requirements and other rules and provisions of the individual carrier. Once the employee exhausts his/her available accrued sick leaves and/or FMLA/VPFL (if applicable), said employee shall have the right to continue his/her medical and/or dental coverage at his/her own expense under COBRA.

Absences for non-disabling conditions

In the event an employee is absent from work for treatment of, or to attend a medical examination related to, a work injury covered under the workers’ compensation statute, said employee shall be paid his/her regular wages for the time missed provided the treatment/medical examination cannot reasonably be scheduled during non-work hours. Said time shall also not be deducted from current or accumulated leaves.

Claim Information

An employee who files a report of injury should expect to receive a call from our carrier claim representative within 24 hours of their receipt of a reportable claim to review the status and to provide an update. A claim is considered reportable if the employee receives medical treatment and/or if s/he misses work as a result of the work-related injury/illness. Depending on nature and extent of injury, a nurse case manager may also be assigned to your claim as a resource.

Our group dental insurance is provided through Northeast Delta Dental. For information about the plan, see the plan documents below.

Eligibility

New hires/rehires are eligible to enroll on our group plan the first of the month following his/her first day of employment as an eligible employee. In order to enroll, a Dental Enrollment Form needs to be completed within 30 days of the employee's date of hire. Coverage will begin the first of the month following receipt of the completed enrollment form if received within 31 to 60 days. If the enrollment form is received after 60 days, coverage will begin on the next open enrollment date.

Eligible Persons

Employees and their dependents may enroll on our group plan. Eligible dependents include:

* Employee's Spouse/Civil Union Partner
* Employee's unwed children between the ages of 2 and 19 who lives with the employee
* Employee's unwed children between the ages of 19 and 23 who is a full-time student (taking 12 or more credits)
* Employee's Spouse's/Civil Union Partner's unwed children between the ages of 2 and 19 who lives with the employee
* Employee's Spouse's/Civil Union Partner's unwed child between the ages of 19 and 23 who is a full-time student (taking 12 or more credits)
* Employee's dependent who is incapacitated

Delta Dental will provide automatically coverage for newborn children of participating employees for the first thirty-one (31) days following birth. Upon receipt of an enrollment form to add a new child, coverage will resume on the first day of the month following the date of the child's second birthday.

Full-time Student

The employee's dependent who is between the ages of 19 and 23 and is a full-time student is considered an eligible dependent. In order to be considered a full-time student, the following requirements must be met:

* The student earns at least 12 credits per semester.
* The employee submits a Student Certification Form along with proof of the student's full-time status. Acceptable proof of full-time status shall include:

• tuition bills, and
• copies of valid identification from the institution

Student Certification must be completed at the following times:

* When the student turns 19 and would otherwise be ineligible for coverage
* Every year as long as the student remains a full-time student
* When the dependent stops being a full-time student
* When the student turns 23

If a dependent turns 19 and is removed from covered then later becomes a full-time student, s/he can be added as a dependent. To do so, a completed Student Certification and Dental Enrollment Form would need to be received within 60 days of the date the dependent becomes a full-time student. Coverage for the student will begin the first of the month following receipt of the required forms.

Open Enrollment

Our group dental insurance open enrollment date is July 1 each year.

During open enrollment, eligible employees may elect to:

* Enroll in on our group dental insurance plan if s/he is not currently enrolled; or
* Add eligible dependents who are not currently enrolled.

Employees who wish to take advantage of an open enrollment date should complete and submit a Dental Enrollment Form (and Student Certification if dependent being added is a full-time student between the age of 19 and 23). Completed enrollment forms must be returned to BRSU for processing prior to July 1st of the corresponding benefit year. Late enrollments will not be processed until the next available open enrollment date.

Adding Eligible Dependents (prior to Open Enrollment)

In order to add a dependent to your insurance policy after initial enrollment, participating employees must complete and submit a Dental Enrollment Form and corresponding paperwork to BRSU within 30-days of the following events:

*Birth/Placement or Adoption
*Marriage/Civil Union;
*Spouse/Civil Union Partner's involuntarily loss of benefits through his/her employer; or
*Child over the age of 18 becomes a full-time student or qualifies as an "incapacitated" child.

If the completed enrollment form is received within 30 days of the event, coverage will begin the first of the month following the event.

Removing an Ineligible Dependent

In order to remove an ineligible dependent to your insurance policy after initial enrollment, participating employees must complete and submit a Dental Enrollment Form and corresponding paperwork to BRSU within 30-days of the following events:

*Divorce/Legal Separation
*Child loses Dependent Status (i.e., dependent turns age 19 and is not a full-time student, or full-time student over age 18 graduates, etc.)
*Death of a dependent

Coverage will end the first of the month following the date of the event. The employee may be responsible for the full premium cost of the ineligible dependent's coverage if s/he fails to complete and submit the required paperwork within the time frame indicated.

Terminating Coverage

Separation of Employment

When an employee separates from employment, s/he is no longer eligible for coverage on our group plans effective the first of the month following his/her last day of work. However the employee has the right to continue coverage at his/her own expense under COBRA for up to 18 months (or 29 months in the case of a disability). A COBRA Notification letter will be issued to employees upon separation explaining this option.

Leave of Absence

With the exception of approved leave under the Family Medical Leave Act (FMLA) or the Vermont Parental and Family Leave Law (VPFL), an employee who is on an unpaid leave of absence for longer than two weeks is no longer eligible for coverage on our group plans effective the first of the month following the date the unpaid leave began. The employee has the right to continue coverage at his/her own expense under COBRA for up to 18 months (or 29 months in the case of disability). The employee can re-enroll on our group plan effective the first of the month following return from his/her approved unpaid leave. To re-enroll, the employee must complete and submit a Dental Enrollment Form prior to the effective date of coverage. If the unpaid leave begins and ends during the same month, coverage is unaffected.

Voluntary Cancellation

An employee can elect to voluntarily cancel his/her coverage between open enrollment periods. To do so, the employee must complete and submit a Dental Enrollment Form. Coverage will terminate the first of the month following receipt of the required form.

WORK ASSIGNMENT

Work assignments and schedules will be made by the Superintendent of Schools or his or her designee.

COMPENSATION

Hourly employees are to complete time cards on a bi-weekly basis and will be paid following the established payroll schedule. Salaried employees will have their fiscal year salary divided equally over the 26 payrolls of the fiscal year and will be paid following the established payroll schedule. Salaried employees who are hired after July 1 will have their annual salary pro-rated for the remaining pay periods in the fiscal year. All salaried employees will receive final pay for their fiscal year salary on the last scheduled pay date of the year even though that salary is representative of work to be performed through June 30th – the end of the fiscal year. Note that some salaried employees may also be required to complete a time card.

HOURS

Year-round Full-time employees are those hired and scheduled to work 40 hours per week, 52 weeks per year. Year-round part-time employees are those hired and scheduled to work fewer than 40 hours per week 52 weeks per year. Part-year full-time employees are those hired and scheduled to work 30 hours per week for at least 35 weeks a year. All other employees are considered part-year part-time. Benefits (see below) are provided based on the number of scheduled work days in a year.

SICK LEAVE
Sick leave will be granted for sickness or death in the immediate family, non-cumulative. Immediate family shall be deemed to include, wife, husband, children, father, mother, father-in-law, mother-in-law, grandparent, grandchildren, sister, brother, relative, or significant other living in the employee's household. Beginning with FY2009, all leave requests will be processed through the supervisory union leave site.

PERSONAL LEAVE

Personal leave shall not be cumulative from year to year and is intended for the conduct of business or personal affairs of a compelling nature which cannot be accomplished at any other time. Personal leave may not be taken during the first or last week of school or on a day preceding or following a holiday or vacation except for emergency situations, or other situations over which the staff member has no reasonable control. Beginning with FY2009, all leave requests will be processed through the supervisory union leave site.

VACATION

Vacation time will be earned from the date of employment, and is earned on a monthly basis. Vacation days will be paid for the same number of hours as are normally scheduled for the employee. Beginning with FY2009, all leave requests will be processed through the supervisory union leave site.

CALENDAR

The work year is the budget year July 1st through June 30th. New employees will have all benefits pro-rated depending on their months of service.

ABSENCES

Absences not covered by Provisions will result in a deduction from the employee's salary at a pro-rated hourly rate for each hour absent.

OVERTIME

Overtime will be paid at the rate of time and a half for hours over 40 hours per week. Overtime may only be worked when authorized by the Superintendent or his/her designee.

HOLIDAYS

All year-round personnel will receive paid holidays as established by supervisory union on an annual basis. Holidays will be paid for the same number of hours as are normally scheduled for the employee. Part-year full-time employees will be paid for no more than 7 holidays and only when the holiday falls in their work schedule and schools are closed.

PHYSICALS

It shall be the right of the Board through its administration, to require that an employee undergo a physical or mental examination in any instance in which there is reason to believe that an employee's mental or physical health is such as to create a condition of jeopardy to the program or the well being of students and personnel, and the employee will be required to submit the results to the Superintendent. The cost of such medical procedure will be borne by the Supervisory Union unless otherwise provided for in the employee's insurance benefits, and a report of the results shall be sent directly to the Superintendent. All medical reports received by the Superintendent shall be treated in the strictest of confidence, and shall not be made available to any outside persons unless necessitated by a hearing or judicial matter.

BACKGROUND CHECKS

In an attempt to help protect our school children from abuse and exploitation, Vermont Law (16 V.S.A. sections 251-260) now requires criminal background investigations on all school employees (including substitutes). As a result, all new employees of our school district(s) will be required to provide fingerprints, releases and other information necessary to conduct a criminal record background investigation. The criminal records check procedure shall be completed prior to the commencement of employment with our school district(s). All offers of employment shall be conditioned upon an acceptable criminal record check. Although employment may commence prior to the completion of the Criminal Records Check process, continued employment with the district would be contingent upon a satisfactory criminal record check.

Vermont law now authorizes the Department of Children and Families (DCF) to inform eligible employers whether current or prospective employees or volunteers have been subjects of substantiated reports of child abuse or neglect. As a result, all new and prospective employees and substitutes of our school district(s) will be required to provide releases and other information necessary to conduct a DCF registry check. The DCF release and other required paperwork shall be completed prior to the commencement of services with our school district(s). The cost of the procedure shall be the responsibility of the employee (if any). All offers of employment shall be conditioned upon an acceptable DCF registry check. Although employment may commence prior to the completion of the DCF registry check process, continued employment with the district would be contingent upon a satisfactory DCF registry check.

GROUP MEDICAL AND GROUP DENTAL INSURANCE

Health insurance and dental insurance is provided in accordance with the benefit tables below. Each participating employee shall notify the superintendent of a change in membership eligibility. See below for a more complete description of these insurance programs.

LONG-TERM DISABILITY INSURANCE

A group long-term disability insurance plan is available and year-round full-time personnel, if eligible according to the terms of the policy, may participate and premiums will be paid by the Supervisory Union. Part-time employees are not eligible to participate.

JURY DUTY

Jury duty will be considered an excused paid absence for up to ten calendar days per fiscal year. Beyond this time would be considered unpaid leave. Proof of jury duty attendance must be provided to the Superintendent.

AT-WILL EMPLOYEES

Employees who are not subject to the Master Teacher Contract and who do not have a separate, individual written administrative contract are employed at the will of the Supervisory Union and are subject to termination of employment at any time with or without cause or notice. At the same time, such employees are free to terminate their employment at any time and for any reason.

No statements made in pre-hire interviews or discussions, or in recruiting materials of any kind, are to alter the at-will nature of employment or imply that discharge will occur only for cause.

This provision may not be modified by any statements contained in any employee handbooks, employment applications, recruiting materials, training materials, memorandums, or other materials provided to applicants and employees in connection with their employment. None of these documents, whether singularly or combined, create an express or implied contract of employment for a definite period, nor an express or implied contract concerning any terms or conditions of employment.

RETIREMENT

Eligible personnel will participate in the Vermont Municipal Employees Retirement System. Employees have the option of participating in the Defined Benefit Plan or Defined Contribution Plan, and the choice, once made, is irrevocable.

PERSONAL CAR USE

A person should only use his/her car for school/office business with the approval of the Superintendent or his delegate. Mileage will be reimbursed based on the most current IRS rate.

GROUP LIFE INSURANCE

A $25,000 group life insurance plan is available to year-round full time personnel if eligible under the terms of the policy and premiums will be paid by the Supervisory Union.

Job Descriptions
Job descriptions for staff will be posted to this site as they are developed. Please note a job description is representative of the types of duties which characterize the position. It is not an all-encompassing statement of the specific duties, responsibilities and qualifications of the position. Additional duties may be assigned at the discretion of the supervisor. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Evaluation Process
Administrator evaluation will be based on goal setting, 360 degree feedback supervisor evaluation, self-assessment. Administrative staff evaluation will consist of performance objective goal setting and summary evaluation.

Sunderland

Rupert

Pawlet

Mt. Tabor