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V I G O C O U N T Y S C H O O L C O R P O R A T I O N
ADMINISTRATIVE EMPLOYEES
HANDBOOK
JANUARY 1, 2015
THROUGH
DECEMBER 31, 2015
i
TABLE OF CONTENTS
PAGE
A. INTRODUCTORY STATEMENT .................................................................................................................. 1
B. MISSION STATEMENT ................................................................................................................................. 1
C. POLICIES AND PROCEDURES .................................................................................................................... 1
D. HANDBOOK PARAMETERS ........................................................................................................................ 1
E. HOLIDAYS ...................................................................................................................................................... 2
F. COMPENSATION FOR ADMINISTRATORS COVERED BY THIS HANDBOOK .................................. 2
a. Criteria .............................................................................................................................................................. 2
b. Evaluation Criteria ............................................................................................................................................ 2
c. Leadership Criteria ........................................................................................................................................... 3
d. 2014 Base Salary Increase ................................................................................................................................ 3
G. EMPLOYMENT LEAVES .............................................................................................................................. 3
1. Sick Leave ........................................................................................................................................................ 3
2. Illness Leave ..................................................................................................................................................... 3
3. Bereavement Leave .......................................................................................................................................... 4
4. Personal Leave ................................................................................................................................................. 4
5. Job Related Injury Leave .................................................................................................................................. 4
6. Leave of Absence ............................................................................................................................................. 5
H. VACATION ..................................................................................................................................................... 5
I. ADVANCED DEGREE ................................................................................................................................... 7
J. RELEASED TIME FOR ADVANCED STUDIES .......................................................................................... 7
K. TRAVEL .......................................................................................................................................................... 7
L. EVALUATION ................................................................................................................................................ 7
M. ADMINISTRATIVE VACANCIES ................................................................................................................ 8
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N. COMPENSATION ........................................................................................................................................... 8
O. JURY DUTY LEAVE ...................................................................................................................................... 8
P. COURT LEAVE .............................................................................................................................................. 8
Q. TAX SHELTERED ANNUITY ....................................................................................................................... 8
R. FRINGE BENEFITS ........................................................................................................................................ 9
1. Insurance .......................................................................................................................................................... 9
2. Retiree's Insurance .......................................................................................................................................... 11
3. Family and Medical Leave Act (FMLA) ........................................................................................................ 11
4. Workers Compensation .................................................................................................................................. 12
5. COBRA .......................................................................................................................................................... 12
S. CAREER INCREMENT ................................................................................................................................ 12
T. SEXUAL HARASSMENT ............................................................................................................................ 13
U. LEGAL COUNSEL ........................................................................................................................................ 13
V. STAFF PROTECTION .................................................................................................................................. 13
W. SEVERANCE PAY ........................................................................................................................................ 13
X. ANNUAL SICK LEAVE BUYBACK PROGRAM ...................................................................................... 14
Y. COMMITTEES AND APPOINTMENTS ..................................................................................................... 14
Z. INDIANA PUBLIC RETIREMENT SYSTEM ............................................................................................. 14
APPENDIX A - Grandfathered Administrative Salary Schedule ................................................................................ 15
APPENDIX B - Administrative Salary Schedule ........................................................................................................ 16
Acknowledgment of Receipt and Reading of Administrative Employee Handbook ................................................... 17
1
VIGO COUNTY SCHOOL CORPORATION
ADMINISTRATIVE EMPLOYEES
A. INTRODUCTORY STATEMENT
This handbook, unless a provision specifies otherwise, shall be effective January 1, 2015,
and will supersede all previous handbooks. The Vigo County School Corporation
believes that all employees should be aware of and support the mission statement of the
Vigo County School Corporation.
B. MISSION STATEMENT
The Vigo County School Corporation will equip students with life long learning skills
and prepare them to become productive and responsible citizens.
C. POLICIES AND PROCEDURES
The policies and practices, which are of major importance to the Corporation, are
highlighted as follows:
A.) The Corporation supports and enforces a smoke, smoking device, tobacco, and
tobacco substitute free environment. This enforcement does include electronic
cigarettes and tobacco substitute chewing products, such as, but not limited, to mint.
If there are any questions about this enforcement policy it is incumbent upon the
employee to check with his/her supervisor.
B.) The Corporation supports and enforces a drug free environment.
C.) The Corporation is an equal opportunity employer.
D.) The Corporation attempts to provide competitive wages and benefits within the
limits established in the Corporation by Federal, State and Local directives.
E.) The Corporation is committed to providing fair treatment to all employees.
F.) The Corporation expects all employees to provide the optimum level of service to
our students, parents, staff and patrons.
D. HANDBOOK PARAMETERS
The Administrative Handbook is not all-inclusive and is to be used in conjunction with
general employee’s policies and procedures established by the Vigo County School
Corporation.
The handbook presented herein is applicable only to Administrative employees. This
would include both classified and certificated employees who have been designated as
administrators. This would also include the Superintendent and any other administrator
who has a separate addendum and/or supplemental contract. In such situations the
provisions of this handbook govern except to any specific benefit which the addendum or
supplemental contract mandates a more favorable benefit for the employee. The
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handbook does not create a contract, express or implied; it is not all-inclusive and is to be
used as a set of guidelines which the School Corporation has the discretion to interpret.
The handbook does not alter the “at-will” relationship between the Vigo County School
Corporation and the employee. Also, the handbook does not guarantee employment for
any definite period of time to the employee.
The Superintendent may, after conferring with the President of the Administrators
Association, make changes in writing to this handbook. However, such changes cannot
be applicable to the Superintendent.
E. HOLIDAYS
Paid holidays shall consist of the following days, for those under contract on said holiday:
July 4
Labor Day
Fall Break – 2 days
Veteran’s Day
Thanksgiving Day
Friday following Thanksgiving Day
Christmas Eve Day
Christmas Day
New Year’s Eve Day
New Year’s Day
Martin Luther King Day
President’s Day
Good Friday
Memorial Day
The time schedule for weeks worked applies to all Administrators. Any exception to the
designated schedule of weeks to be worked must be stipulated, in writing, by the Supervisor to
whom the Administrator reports.
F. COMPENSATION FOR ADMINISTRATORS COVERED BY THIS HANDBOOK
a. Criteria. The 2014 compensation model for all administrators, other than their
initial year of employment, will be based upon the statutory performance based
compensation criteria of (1) an evaluation pursuant to IC 20-28-11.5 and (2) the
statutory criteria “leadership”. Administrators in his/her initial year of
employment will be paid pursuant to the starting salaries as set forth in Appendix
“B.”
b. Evaluation Criteria. Employees who receive an evaluation for 2012-2013 with an
evaluation ranking of either a “needs improvement” or “ineffective” evaluation
ranking will not be eligible for any increase in salary nor stipend payments and
will be paid at the same amount as their 2012-2013 compensation.
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c. Leadership Criteria. The statutory criteria of leadership will be defined for the
2013 Performance Based Compensation Model as a qualification factor of one
hundred twenty (120) paid days for the 2012-2013 school year.
d. 2014 Base Salary Increase. For those administrators who meet both the
evaluation and leadership criteria, they will receive an increase to his/her base
salary as reflected in Column 2 of Appendix A. This salary increase will be
effective January 1, 2014. However, if an administrator changes positions after
January 1, 2014 with a different starting salary the administrator will be paid the
respective starting salary of the new position effective with the time of assuming
the responsibilities of the new position change.
G. EMPLOYMENT LEAVES
1. Sick Leave
a. Each Administrator is entitled to thirteen (13) sick leave days per year.
Any unused portion of the annual sick days may be accumulated up to,
and including, one hundred twenty (120) days.
b. All sick days accumulated which exceed a total of one hundred twenty
(120) at the end of any contract year shall be subject to the annual sick
leave Buyback program or shall be paid as a retiree’s benefit at the per
diem rate of Ninety-three Dollars and Fifty-one Cents ($93.51) per day.
c. As per statute, beginning with the second year under contract with the
Vigo County School Corporation, accumulated sick leave transferred in
from another public Indiana School Corporation may be used as the rate of
five (5) days per school year. These days are in addition to the annual sick
leave allowed by the Vigo County School Corporation.
d. In the event an Administrator has exhausted accrued sick leave, the
personal leave days, and has need for additional sick leave, the
Superintendent may present recommendations to the School Board for
individual extension of leave allowance.
2. Illness Leave
a. Administrators shall be allowed up to five (5) days leave per year with pay
in the case of serious illness, major surgery, or serious accident involving
a member of the Administrator’s family. The term “Administrator’s
family” shall mean spouse, children, parents, grandparents, grandchildren,
brother, sister, niece, nephew, aunt, uncle, all by blood or marriage and
regardless of residence, or any person living in the Administrator’s home
at the time of the illness. This clause shall be interpreted to include leave
when a child is born to an Administrator.
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b. After five (5) days of serious illness in the immediate family, the
Administrator may use his/her annual or accumulated sick leave. The term
“immediate family” shall mean spouse, child, or parents, grandparents,
grandchildren, brother, sister, niece, nephew, aunt, uncle, all by blood or
marriage and regardless of residence, or any person living in the
Administrator’s home at the time of the illness.
3. Bereavement Leave
An Administrator shall be allowed full pay for absence caused by each death in
the family of such Administrator for a maximum period of up to five (5)
consecutive work days beyond each death, upon request presented to the
Superintendent. Family is defined as follows: spouse, child, parent, brother,
sister, grandparent, and grandchild, niece, nephew, aunt, uncle, all by blood or
marriage; also, any person who, at the time of death, had been living as a regular
member of the household of the Administrator. Upon the request of the
Administrator, a maximum of two (2) of the five (5) such bereavement days may
be used at any time within sixty (60) calendar days of the date of death.
4. Personal Leave
Five (5) personal leave days, and one (1) bereavement/funeral personal leave day
shall be granted per contractual school year without loss of compensation. No
reasons shall be necessary other than "personal business". A request in writing to
the Director of Human Resources shall be filed no later than the pay period in
which the absence occurred. Administrators shall be notified of their unused
leave days on each check stub. Unused personal leave days shall be accumulated
as sick leave for the following school year and shall be subject to the Sick Leave
buyback if they exceed One hundred twenty (120) days.
5. Job Related Injury Leave
Should an Administrator be absent due to injury and/or disability resulting from
an assault by a student, parent of a student, or legal guardian of a student, day(s)
shall not be deducted from the Administrator’s sick leave if the assault arises out
of, and occurs during the Administrator’s performance of duties within the scope
of the Administrator’s employment. During the period of absence, the
Administrator’s salary and benefits shall continue in full to a maximum of one
hundred twenty (120) days without reduction in accumulated sick leave.
An Administrator who is absent from work due to an injury which is covered by
workmen’s compensation shall receive full compensation minus workmen’s
compensation benefits and shall receive full benefits under this contract for a
maximum of ninety (90) days without reduction in accumulated sick leave.
An Administrator taking a leave of absence as described in the above paragraphs
shall provide, to the Director of Human Resources, a doctor’s statement
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concerning the need for and the probable duration of the leave. The Corporation
reserves the right to obtain, at its own expense, a second opinion by a physician of
the Corporation’s choosing.
6. Leave of Absence
Upon written request, the Board may grant a leave of absence up to one (1) year
without pay for personal illness, maternity, adoption, education, illness in family,
serving in public office, and professional organization work. A second full year
leave may be granted when requested in writing and approved by the Board.
H. VACATION
1. Paid vacation shall be determined as follows:
a. Administrators employed on a twelve (12) month basis, a contract with
two hundred fifty (250) or more paid days, will receive twenty (20)
vacation days annually. Vacation days shall be credited to Administrative
employees on July 1st.
b. Vacation days not taken during the year they are earned may be
accumulated up to a total of forty (40) days. This maximum shall be
applied on June 30th so that any employee may never have a vacation day
entitlement (the annual entitlement plus an accumulated carry over) on
that day of more than forty (40) days. On the following July 1 the
employee would have any carryover up to a maximum of forty (40) days
plus his/her new annual entitlement.
c. If an Administrative employee resigns or retires with the School
Corporation with accumulated vacation days, the Administrative employee
shall be paid at his/her per diem for those vacation days which have
accumulated, but not in excess of twenty (20) days.
If an Administrative employee dies with accumulated vacation days, the
Administrative employee’s estate shall be paid at his/her per diem rate for
those vacation days, which have accumulated, but not in excess of forty
(40) days.
If an Administrative employee terminates other than at the end of the July
1st through June 30th period, then the amount of vacation pay to be paid at
employment separation for the current year’s annual entitlement will be
prorated by the ratio of the number of paid days as to the scheduled work
days during this time. This amount would be in addition to any pay for
accumulated vacation pay.
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In addition to the above payment for vacation days, upon approval
of the Superintendent, an administrator will receive pay for up to
an additional twenty (20) days based upon the following:
(1) The retired administrator has more than twenty (20)
vacation days, the maximum for vacation day
payout, and the Superintendent determines it is in
the best interest of the School Corporation that the
Administrator not use vacation days before his/her
last day of work;
(2) An administrator has more than the number of
vacation days that can be rolled over to the next
vacation period year (July 1st through June 30th) and
the Superintendent determines that it is in the best
interest of the School Corporation that those
vacation days not be utilized during the remaining
portion the vacation day year; or
(3) The administrator can document that he/she worked
additional days beyond the contracted number of
days.
In the event of the additional payment the pay will be for the lessor
of (1) twenty (20) days or (2) either the vacation days in excess of
the twenty (20) day maximum or the documented number of days
worked beyond the contracted days.
d. Vacation pay will be paid on the regular payday for the period in which
the employee was on vacation.
e. Administrative employees are permitted to split or take their entire
vacation at one time, providing they have approval of the supervisor. The
time of taking such vacation shall be subject to the approval of the
supervisor and requests shall be written.
f. Holidays which fall within the vacation period shall not be counted as
vacation. In this instance, the vacation shall have an extra day.
g. Vacation schedules for Administrative employees must be approved by
the supervisor.
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I. ADVANCED DEGREE
Administrators who have earned a Doctorate Degree shall be paid according to their
placement on the Administrator’s Salary Schedule, plus an additional Four Thousand
Five Hundred Thirty-one Dollars ($4,531.00).
J. RELEASED TIME FOR ADVANCED STUDIES
Administrators with three (3) or more years of administrative service to the Vigo County
School Corporation may petition the Superintendent for up to forty (40) days released
time in a contract year to engage in an educational (credit) experience which relates to
their daily assignment. The Administrator’s educational program must be approved and
endorsed by the Superintendent of Schools and, thus, be recommended to the Board. The
Superintendent may limit the number of such leaves per year in the interest of the
Corporation.
Such leaves may be taken without pay or with full compensation in exchange for an equal
number of vacation, personal, and/or sick leave days.
In order to be assured of consideration, proposals for leave must be submitted to the
Superintendent before July 1 preceding the school year in which the proposed leave
would be taken.
K. TRAVEL
Administrators are to be paid for authorized travel, including meetings of the Board of
School Trustees, at the rate approved by the Board.
L. EVALUATION
a. Administrators will be subject to an annual evaluation by their respective
supervisors. The results of that evaluation shall be forwarded to the Director of
Human Resources by June 30 of each school year.
b. An Administrator who receives a below standard evaluation will be placed on an
Improvement Plan to correct those areas of need. An Administrator who is placed
on an Improvement Plan will have set time parameters, within the Improvement
Plan, to correct those noted deficiencies. If, at the end of that time, the
Administrator has not corrected these deficiencies, the Administrator’s contract
may be subject to a recommendation for termination.
c. Administrators who are on an Improvement Plan shall not advance on the salary
schedule and their salaries shall be frozen at the previous year’s level for the
current year.
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M. ADMINISTRATIVE VACANCIES
Whenever possible, information pertaining to new and/or vacant Administrative positions
will be provided to the Administrative staff so that individual Administrators will have an
opportunity to express an interest in the position and be given first consideration.
Additionally, Administrators are encouraged to periodically inform the Superintendent of
their professional assignment aspirations.
N. COMPENSATION
The salary and benefits package provided by the Vigo County School Corporation to
Administrative employees is designed to obtain and retain highly qualified professionals.
The Vigo County School Corporation’s Administrator Employee Compensation objective
is to continue to strive to place its total salary package at or above the prevailing rate
(average salary package) for jobs of similar content.
O. JURY DUTY LEAVE
When requested, an Administrator may serve on jury duty. The Board shall pay the
employee the full daily wage less any daily remuneration granted by the court. Pay for
court-incurred expenses shall not be considered as court pay and shall not be deducted
from the administrator’s daily wage.
P. COURT LEAVE
Court leave with pay shall be granted to Administrators for the time necessary to make
appearance in any court proceedings resulting from activities relating to the employee’s
employment with the Vigo County School Corporation, except when an Administrator is
a plaintiff.
Q. TAX SHELTERED ANNUITY
The Board will establish and contribute to a Vigo County Administrator’s Savings Plan.
The Board contribution will be One thousand eight hundred seventy-five dollars
($1,875). The Board contribution will be made before July 31 of each year to the
Corporation authorized 401(a) provider.
Effective with the 2015 calendar year, if an employee severs employment prior to the end
of the contribution year, the School Corporation will make the following contribution at
employment separation:
a) If the employee leaves after December 1st then the School Corporation will make
one-half (1/2) the annual contribution.
b) If the employee leaves on or after May 1st then the School Corporation will make
a one hundred percent (100%) contribution.
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These contributions will be deposited in the employee’s account thirty (30) days from the
employee’s last day of work.
R. FRINGE BENEFITS
1. INSURANCE
a. Health Insurance
The Board shall contribute monthly the following dollar amounts toward
the applicable full premium per annum toward the health insurance
program for Administrators. Participants must contribute a minimum of
one dollar ($1.00) annually toward the premiums of their insurance
package. This is in addition to employee only allowance of a spouse.
PPO
Board Contribution
Tier Monthly Annually
Employee Only $ 736.48 $ 8,837.76
Employee/Children $ 1,295.69 $ 15,548.28
Employee/Spouse $ 1,330.40 $ 15,964.80
Family $ 1,672.86 $ 20,074.32
HDHP #1
Board Contribution
Tier Monthly Annually
Employee Only $ 595.46 $ 7,145.52
Employee/Children $ 1,047.55 $ 12,570.60
Employee/Spouse $ 1,075.58 $ 12,906.96
Family $ 1,352.58 $ 16,230.96
HDHP #2
Board Contribution
Tier Monthly Annually
Employee Only $ 463.99 $ 5,567.88
Employee/Children $ 816.27 $ 9,795.24
Employee/Spouse $ 838.12 $ 10,057.44
Family $ 1,053.96 $ 12,647.52
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HSA
Employer Contribution
The School District will deposit the following one-time deposit on or
before January 23, 2015 into the teacher’s Health Savings Account:
Tier HDHP #1 HDHP #2
Single $750 $750
Other Tiers $1,750 $1,750
Effective January 1, 2014 employees covered by this
handbook will be eligible for enrollment in the School
District’s group health insurance plan only if an employee
meets either of the following two (2) eligibility criteria:
1. Was enrolled in the group health insurance plan
immediately prior to January 1, 2014 and has
continually stayed enrolled in the plan
(Grandfathered); or
2. has a scheduled average work week over the
employee’s entire work year of thirty (30) or more
hours including all eligible non-work breaks.
This eligibility determination of average weekly hours will
be calculated on the eligible includable non-work days
(generally all breaks except summer break). If an
employee is a grandfathered health insurance plan
participant and loses or terminates coverage for any reason
that employee will no longer be grandfathered or be
eligible for coverage on the basis of his/her grandfathered
status.
b. Life Insurance Coverage - $50,000 (premium to be fully paid by the
Corporation) plus an option to purchase an additional $50,000 for the
Administrator as well as $20,000 for the spouse and $5,000 for each
dependent child at the Administrator’s expense.
c. Long Term Disability (LTD) Coverage – (Premium to be fully paid by the
Corporation).
The Board will contribute monthly:
Employee only $25.04
Employee/children $26.32
Employee/spouse $29.69
Employee/dependents $35.36
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This language is covered under the title “Provisions Applicable to all Insurance Plans.
Insurance benefits are subject to any limitations of the plan or policy.
Section 125 Provisions – Provisions of Section 125 of the Internal Revenue Code
(Cafeteria Plan) shall be implemented and offered to all Administrators.
a. Employee paid premiums for insurance programs.
b. Deductibles on any employee insurance program.
c. Dependent care and unreimbursed medical expenses.
d. Program administrative costs.
Each Administrator should receive a complete document with all benefits, options, and
costs listed. The School Corporation or each insurance carrier should provide a written
policy containing all conditions and appropriate I.D. cards for each individual
Administrator. Documents should be provided as soon as possible after the conclusion of
the agreement between the Administrators and the Vigo County School Corporation.
2. RETIREE’S INSURANCE
The Administrator, who retires prior to Medicare eligibility and also meets the eligibility
requirements for severance pay, will receive monthly, from the School Corporation, a
contribution of $250.00 applied to the cost of the employee health insurance premium at
the time of retirement until the Administrator reaches Medicare eligibility, not to exceed
a maximum of one hundred twenty (120) months. Such retirees and returning retirees
may participate in the Group Insurance Program to the same extent that they participated
during their last year of employment.
Additionally those retirees who meet the requirements of IC 5-10-8-2.6(e) & (f) may, by
written notice within ninety (90) calendar days of the last day of work enroll in the
School Corporation’s Group Health Insurance Program at the retiree’s own cost.
3. FAMILY AND MEDICAL LEAVE ACT (FMLA)
FMLA – The Family Medical Leave Act of 1993, requires employers to provide up to
twelve (12) weeks of unpaid, job protected leave to eligible employees for certain family
and medical reasons. Employees are eligible if they have worked for an employer for at
least one year and for one thousand two hundred fifty (1,250) hours over the previous
twelve (12) months, and if there are at least fifty (50) employee’s within seventy-five
(75) miles. The leave may be taken for: birth or adoption of the employee’s child or
placement of a foster child; for the serious illness of the employee’s child, spouse or
parent; or for the employee’s own disabling illness. During the leave period, the
employer must continue the employee’s health coverage (if applicable), under the same
conditions (deductions) as during active employment. The employee may be required to
provide advanced notice and medical certification and/or a return to work certification to
the Director of Human Resources. Leave requests may be denied if requirements are not
met. The employee may choose to utilize paid leave during FMLA leave.
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4. WORKERS COMPENSATION
Under the Workers Compensation Act of the State of Indiana, any employee who is
injured while at work must report the injury to their immediate supervisor or designated
representative. The first report of injury form must be sent to the Risk Management
office within twenty-four (24) hours or fines may be applied by the State of Indiana. The
employer provides for limited benefits to injured workers in the form of medical
treatment and compensation for lost wages.
5. COBRA
The Consolidated Omnibus Budget Reconciliation Act of 1985, requires the employer
with over twenty (20) employees to offer continuation of medical coverage (if applicable)
to qualified beneficiaries that lose coverage as a result of a qualifying event. A
qualifying event is: termination from employment (voluntary or involuntary), reduction
in hours, death or divorce and dependent child becomes ineligible. The cost of
continuing your medical coverage (if applicable) is available at the Employee Benefits
office.
S. CAREER INCREMENT
An administrator may be eligible to apply for the Career Increment (C.I.) if the
administrator has at least ten (10) years credited experience in this Corporation and meets
an aggregate number that equals or exceeds seventy (70). This means that any
combination of years of service and age that total seventy (70) shall meet the criteria for
applying for the Career Increment (C.I.)
Such election to retire may only be revoked in the event of a substantial change in
personal circumstances. In any event, no administrator shall be eligible to receive more
than five (5) years of Career Increment (C.I.) [Note: The eligible requirements for this
Career Increment (C.I.) is in no manner tied to any criteria or reflects the criteria utilized
by the Indiana State Teachers Retirement Fund or Public Employee Retirement Fund to
meet State requirements for eligibility.]
Upon such a declaration, a career increment stipend of Two Thousand Nine Hundred
Forty-five Dollars ($2,945.00) per contract year (prorated for partial years) shall be added
for up to sixty (60) months prior to the retirement date.
Such election to retire may only be revoked in the event of a substantial change in
personal circumstances. A written request and reasons must be submitted to the Director
of Human Resources for approval. In any event, no Administrator shall be eligible to
receive more than five (5) years of the Career Increment (C.I.).
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T. SEXUAL HARASSMENT
It is the policy of the Vigo County School Corporation to maintain a learning and
working environment that is free from sexual harassment.
It shall be a violation of this policy for any employee of the Vigo County School
Corporation to harass another employee or student through unwelcome conduct or
communications of a sexual nature as defined in Section GBCC of the Vigo County
School Corporation Policy Handbook.
U. LEGAL COUNSEL
When an Administrator is made a defendant, by a parent, student, or employee in a court
action arising while the Administrator is acting properly within the scope of his/her
duties, the Board will assure the Administrator legal counsel against claims of bodily
injury, property damage, personal injury, federal or state law deprivation claims,
constitution deprivation claims, and educational negligence claims.
V. STAFF PROTECTION
The Vigo County School Corporation shall provide fair and consistent support to
Administrators.
Action against an Administrator shall not be taken on the basis of a complaint by a
parent, student, or employee unless a complete investigation proves such complaint to be
valid. Administrators shall be notified of any investigation concerning a student, parent,
or employee complaint when such investigation involves the solicitation of statements
from individuals other than the administrative staff of the School Corporation relating to
the normal classroom management and/or the instructional or other duties of the
Administrator.
The School Corporation will be vigorous in its protection of Administrators from
physical abuse.
Any Administrator who is threatened with harm is to notify the immediate supervisor as
soon as possible and steps shall be taken to protect the Administrator’s safety.
The School Corporation may provide liability protection within the authority granted it
by the Indiana General Assembly.
W. SEVERANCE PAY
All Administrative personnel upon separation from the Vigo County School Corporation
because of disability, death, or by reaching age fifty (50) prior to the beginning of the
following school year, receive an amount computed by combining the following two
formulae:
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a. One Hundred Dollars ($100) for each year of service in the Vigo County School
Corporation or in any school system merged into the Vigo County School
Corporation, plus
b. For each unused accumulated sick and personal leave days, a rate of Ninety-three
Dollars and Fifty-one Cents ($93.51) per day will be granted. Days in excess of
One hundred twenty (120) will be treated as buyback days and funds for those
days will be deposited to the Administrator’s 401a account.
c. If retiring at the end of the school year, then the severance pay will be paid to a
retired Administrator prior to September 1st following retirement.
X. ANNUAL SICK LEAVE BUYBACK PROGRAM
Sick leave days (including Personal leave days carried over to Sick leave days) in excess
of One hundred twenty (120) days will be bought at the rate of 24 maximum per year at
Ninety-three Dollars and Fifty-one Cents ($93.51) per day. The buyback will be through
a contribution to the Administrator’s 401(a) account prior to July 31st.
Y. COMMITTEES AND APPOINTMENTS
Any committee(s) established to review and/or provide input into any budget issue(s) that
may affect the administration of a school may include, in its membership, an
Administrator from the elementary, middle, and high school. Administrative members
will be appointed by the President of the Administration Association.
Z. INDIANA PUBLIC RETIREMENT SYSTEM
All eligible Administrative Employees must become members of the Indiana Public
Retirement System (“INPRS”) upon employment. Eligibility and other administrative
rules governing this program are established by the INPRS Board at the state level. The
Vigo County School Corporation and its employees will abide by all rules and
regulations pertaining to this program. Complete INPRS information will be made
available to members upon request.
The Vigo County School Corporation will pay in each eligible employee’s name an
amount equal to three percent (3%) of their earnings to the INPRS.
15
APPENDIX A
GRANDFATHERED ADMINISTRATIVE SALARY SCHEDULE
2013-2014
Col. 1 Col. 2 Col. 1 Col. 2 Col. 1 Col. 2 Col. 1 Col. 2 Col. 1 Col. 2
Days 2013 2014 2013 2014 2013 2014 2013 2014 2013 2014
Executive Directors
Chief Financial Officer
Human Resources Director 260 $90,481 $92,472 $94,843 $96,930 $99,193 $101,375 $103,424 $105,699 $107,896 $110,270
Student Services Director
Facilities Director
Curriculum Coordinators 260 $84,382 $86,238 $85,847 $87,736 $89,725 $91,699 $93,602 $95,661 $97,479 $99,624
High School Principals 255 $82,760 $84,581 $84,196 $86,048 $88,001 $89,937 $91,803 $93,823 $95,605 $97,708
High School Asst. Principals 250 $73,423 $75,038 $76,853 $78,544 $80,281 $82,047 $83,711 $85,553 $87,140 $89,057
Food Services Supervisor 260 $64,011 $65,419 $66,890 $68,362 $69,769 $71,304 $72,651 $74,249 $75,530 $77,192
Asst. Director of Facilities
Middle School Principals 220 $74,090 $75,720 $77,548 $79,254 $81,001 $82,783 $84,477 $86,335 $87,910 $89,844
Asst. Director of Student Services
McLean & Washington Principals 210 $69,424 $70,951 $72,603 $74,200 $75,783 $77,450 $78,964 $80,701 $82,146 $83,953
Middle School Asst. Principals 215 $68,019 $69,515 $71,150 $72,715 $74,286 $75,920 $77,417 $79,120 $80,550 $82,322
Elementary Asst. Principals 210 $60,709 $62,045 $63,694 $65,095 $66,500 $67,963 $69,307 $70,832 $72,111 $73,697
Athletic Directors (High Schools) 215 $69,941 $71,480 $73,152 $74,761 $76,360 $78,040 $79,570 $81,321 $82,781 $84,602
Elementary School Principals 210 $65,645 $67,089 $68,605 $70,114 $71,568 $73,142 $74,530 $76,170 $77,490 $79,195
210 $69,424 $70,951 $72,603 $74,200 $75,783 $77,450 $78,964 $80,701 $82,146 $83,953
Business Supervisor 260 $61,613 $62,968 $64,358 $65,774 $67,104 $68,580 $69,851 $71,388 $72,598 $74,195
16
APPENDIX B
ADMINISTRATIVE SALARY SCHEDULE
January 1, 2015 – December 31, 2015
Days Step 1 Step 2 Step 3 Step 4 Step 5
Executive Directors
Chief Financial Officer
Human Resources Director 260 $95,246 $99,837 $104,417 $108,870 $113,578
Student Services Director
Facilities Director
Curriculum Coordinators 260 $88,826 $90,368 $ 94,450 $ 98,531 $102,612
High School Principals 255 $87,118 $88,630 $ 92,635 $ 96,637 $100,640
High School Asst. Principals 250 $77,289 $80,900 $ 84,509 $ 88,119 $ 91,729
Food Services Supervisor
Asst. Director of Facilities 260 $67,382 $70,412 $ 73,443 $ 76,477 $ 79,507
Middle School Principals
220
$77,992
$81,632
$ 85,267
$ 88,926
$ 92,539
Asst. Director of Student Services
McLean & Washington Principals 210 $73,080 $76,426 $ 79,774 $ 83,122 $ 86,472
Middle School Asst. Principals 215 $71,601 $74,897 $ 78,198 $ 81,494 $ 84,792
Elementary Asst. Principals 210 $63,906 $67,048
$ 70,002
$ 72,957
$ 75,908
Athletic Directors (High Schools) 215 $73,624 $77,004 $ 80,381 $ 83,760 $ 87,140
Elementary School 210 $69,102 $72,218 $ 75,337 $ 78,455 $ 81,571
Principals 210 $73,080 $76,426 $ 79,774 $ 83,122 $ 86,472
Business Supervisor 260 $64,858 $67,747 $ 70,638 $ 73,529 $ 76,421
2721695_1
17
Acknowledgment of Receipt and Reading of Administrative Employee Handbook
2015
I have received a copy of the Vigo County School Corporation Administrative Employee Handbook
outlining the responsibilities as an employee and the responsibilities of the corporation.
I have read the information contained in this agreement. I agree to comply with the guidelines, policies
and procedures of the Vigo County School Corporation.
Please return this signed acknowledgement to the office of the Director of Human Resources as soon as
possible.
_______________________________ __________________________
Employee Printed Name Building Assignment
_______________________________ __________________________
Signature of Employee Date