SOUHEGAN COOPERATIVE SCHOOL DISTRICT

SOUHEGAN COOPERATIVE SCHOOL DISTRICT

SECTION G: PERSONNEL Section G of the NEPN/NSBA classification system contains policies, regulations, and exhibits on school

employees except for the Superintendent (policies on the school chief are located in Section C, General

Administration). The category is divided into three main divisions: GB has policies applying to all school

employees or to general personnel matters; GC refers to instructional and administrative staff; and GD

refers to support of classified staff.

NUMBER POLICY NAME DATE ADOPTED

GA PERSONNEL GOALS August 1991

GBCD BACKGROUND INVESTIGATION AND CRIMINAL

RECORDS CHECK January 10, 2008

GBCD-R TECHNICAL ASSISTANCE ADVISORY August 1999

GBD BOARD-STAFF COMMUNICATIONS May 1991

GBEA STAFF CONFLICT OF INTEREST August 1999 rev

GBEBB STAFF-STUDENT RELATIONS May 1992

GBEC ALCOHOL AND DRUG-FREE WORKPLACE August 1999 rev

GBED TOBACCO PRODUCTS BAN USE AND POSSESSION IN

AND ON SCHOOL FACILITIES AND GROUNDS August 1999 rev

GBGA MEDICAL EXAMINATION OF EMPLOYEES August 1991

GBGAA

HIV/AIDS POLICY August 1999

GBGAB DISTRIBUTION OF CONDOMS AND OTHER BIRTH

CONTROL DEVICES April 1994

GBK STAFF CONDUCT & ETHICS May 1991

GBK-R STAFF COMPLAINTS AND GRIEVANCES PROCEDURE November 1995 rev

GCBA-E PROFESSIONAL STAFF SALARY SCHEDULES January 3, 2013 rev

GCBD/

GDBD

PROFESSIONAL AND SUPPORT STAFF FRINGE

BENEFITS GENERAL PROVISIONS June 10, 2015 rev

GCBDA/

GDBDA INDIVIDUAL EMPLOYEE INVESTMENT FUND March 1993

GCC/

GDC

PROFESSIONAL AND SUPPORT STAFF LEAVES

AND ABSENCES GENERAL PROVISIONS May 2, 2002 rev

GCCAF/

GDCF SABBATICAL LEAVE August 1999 rev

GCE PROFESSIONAL STAFF RECRUITING May 1991

GCG PART-TIME AND SUBSTITUTE EMPLOYEES August 1991

GCH PROFESSIONAL STAFF ORIENTATION May 1991

GCI PROFESSIONAL DEVELOPMENT MASTER PLAN June 21, 2001

GCJA STAFF DEVELOPMENT REIMBURSEMENT June 10, 2015 rev

GCK PROFESSIONAL STAFF VACANCIES AND

REASSIGNMENTS August 1999

GCM-R PROCEDURE FOR DETERMINING FULL-TIME

EQUIVALENCY (FTE)

September 4, 2014 rev

GCOC

EVALUATION OF ADMINISTRATIVE STAFF

May 16, 2002

GCR

NONSCHOOL EMPLOYMENT BY PROFESSIONAL

STAFF August 1991

GCRC

STAFF CONSULTING ACTIVITIES May 1992

GCRD TUTORING FOR PAY May 1992

GCTA

LEAVE OF ABSENCE FOR EMPLOYMENT

WITHIN SAU 39 June 1994

GDL

SUPPORT STAFF FLEX TIME September 6, 2001

GDM

SUPPORT STAFF ASSIGNMENT TO ADVISORY

September 6, 2001

SOUHEGAN Policy GA

PERSONNEL GOALS

The Board recognizes that a dynamic and efficient staff dedicated to education isnecessary to maintain a constantly improving educational program. The Board isinterested in its personnel as individuals, and it recognizes its responsibilities forpromoting the general welfare of the staff.

The Board's specific personnel goals are:

-- to recruit, employ, and retain the best qualified personnel to staff the schoolsystem

-- to provide staff compensation and benefits programs sufficient to attract andretain qualified employees

-- to provide an inservice training program for all employees to improve theirperformance, and to improve the overall rate of retention and promotion of staff,including a worksite wellness program that encourages health promotion anddisease prevention for employees and their families through attention to theirphysical, mental, and emotional well-being

-- to conduct an employee appraisal program that will contribute to the continuousimprovement of staff performance

-- to assign personnel so as to ensure they are utilized as effectively as possible

-- to develop the quality of human relationships necessary to obtain maximum staffperformance and satisfaction

ADOPTION: August 1991

SOUHEGAN Policy

GBCD - BACKGROUND INVESTIGATION AND CRIMINAL RECORDS CHECK

In accordance with RSA 189:13-a there will be a Background Investigation and Criminal History Records Check completed on every selected applicant for employment in any position in the school district or school administrative unit prior to a final offer of employment. A conditional offer of employment may be extended after completing a Background Investigation, with a final offer of employment subject to a successfully completed Criminal History Records Check. No selected applicant may be extended a conditional offer of employment unless a Criminal History Records Check has been initiated. Background Investigation The Superintendent, or his/her designee, shall conduct a thorough investigation into the past employment history, and other applicable background, of any person considered for employment with the District. This investigation shall be completed prior to making an offer of employment. The Superintendent shall develop a background investigation protocol for use in completing a background investigation and shall keep a written record of all background investigations, which have been done. As part of the application process, each applicant for a position shall be asked whether he/she has ever been convicted of any crime, and whether there are any criminal charges pending against him/her at the time of application. The falsification or omission of any information on a job application or in a job interview, including, but not limited to, information concerning criminal convictions or pending criminal charges, shall be grounds for disqualification from consideration for employment or immediate discharge from employment. Criminal Records Check The Superintendent is responsible to establish all necessary internal procedures relative to the initiation and completion of the State and FBI Criminal Records Check. The Superintendent will maintain the confidentiality of all criminal history records information received from the New Hampshire State Police. If the criminal history records information indicates no criminal record, the information will be destroyed immediately following its review. If the criminal history records information indicates that the applicant has been convicted of a felony or of a crime listed in RSA 189:13-a(V), the Superintendent or designee will review the information for a hiring decision. Any criminal history record information that indicates a criminal record will be destroyed within 30 days of receipt of such information. Any person for whom the Board requires a Criminal Records Checks shall pay all fees and costs associated with the fingerprinting process and/or the submission or processing of the requests for the Criminal Records Checks, unless otherwise determined by the Board. Substitute Teachers Applying to Multiple School Districts

SOUHEGAN Policy

Because criminal history record information must be destroyed by the SAU, school district or charter school, there is no record information to share with another SAU, school district or charter school. The sole exception will apply to substitute teacher applicants. Substitute teachers concurrently applying to multiple SAU’s, school districts, or charter schools will submit the proper release form, fingerprints and fees to only one of the districts. Upon request, in person or in writing to the state police, the substitute teacher applicant will receive a copy of their criminal history record notification. The substitute teacher applicant will show the state police notification to the other SAU’s, school districts or charter schools, and this will satisfy the statutory requirements for the criminal history records check. This copy of the substitute’s criminal history record notification will be valid for 14 days from the date of the notification. After this time period the criminal history records check process must be reinitiated. Volunteers Designated Volunteers are subject to a background investigation/criminal records check and the provisions of this policy. “Designated Volunteers” are defined and so designated pursuant to Policy IJOC. Volunteers not categorized as “Designated Volunteers” in Policy IJOC will not be subject to a Background Investigation or Criminal Records Check. Conditional Employment Persons who have been selected for employment may be hired on a conditional basis, pending a successful completion of the State and FBI Criminal Records Check. No selected applicant for employment shall be extended a conditional offer of employment until the Superintendent, or his/her designee, has initiated the formal state and FBI Criminal Records Check process and has completed a background investigation. Any person, who is offered conditional employment, by way of individual contract or other type of letter of employment, will have clearly stated in such contract or letter of employment that his/her contract and continuation of employment is entirely conditioned upon the completion of a Criminal Records Check, which is satisfactory to the District. All persons employed under a conditional offer of employment may be covered under the District's health insurance program, at the sole discretion of the Board, and in accordance with Board policies and/or collective bargaining agreements, if applicable. However, any such coverage will immediately cease and will not be subject to extension under COBRA, if the Board does not tender the person a final offer of employment by reason of application of this Policy. Final Offer of Employment A person who has been extended a conditional offer of employment may be extended a final offer of employment upon the completion of a Criminal Records Check, which is satisfactory to the Board. No person with a conditional offer of employment shall be extended a final offer of employment if such person has been convicted of any of the offenses referenced in RSA 189:13-a, V and related statutes. This determination is made by the State Police as a standard part of the Criminal Records

SOUHEGAN Policy

Check. In addition to the offenses designated by statute, a person may be denied a final offer of employment if he/she has been convicted of ANY felony. Such determination will be made by the Board, on a case-by-case basis. The Superintendent, or designee, will transmit this policy to the State Police, who will then screen the criminal records check for any selected applicant for employment, or designated volunteer, and will notify the district whether the record of said selected applicant or volunteer contains any felony convictions. When the District receives a notification of a felony conviction from the state police on a particular person which it finds unsatisfactory, the Superintendent shall dismiss said person within twenty-four hours (24) of the receipt of such report, excluding Saturdays, Sundays, or legally recognized holidays. Additionally, a person may be denied a final offer of employment if the Superintendent becomes aware of other conduct, which he/she determines would render the person unsuitable to perform the responsibilities of the position involved. Such determinations shall be made on a case-by-case basis. Contracted Service Providers In accordance with RSA 189:13-a(VI), any employee, selected applicant for employment, or designated volunteer with private businesses and agencies, or volunteer organizations which contract to provide services to the School District or School Administrative Unit, including but not limited to cafeteria workers, school bus drivers, custodial personnel, or any other service where the contractor or employees of the contractor provide services directly to students of the district shall undergo a Background Investigation and a Criminal History Records Check. The cost of the Background Investigations, including a Criminal History Records Checks, shall be borne by the contractor or subcontractor. The contractor or subcontractor shall submit to the SAU or School District a written verification that a Background Investigation and a Criminal History Records Check has been done for each employee of the contractor or subcontractor who is regularly in contact with pupils.

In the event that services performed by the SAU or School District are now provided by a contractor, an employee Background Investigation shall not be required for a school employee who becomes an employee of the contractor. School Board Members In accordance with RSA 273-A:1, IX and RSA 671:18, school board members are not and cannot be employees of the District. Therefore they are not required to undergo a Criminal Records Check as a Board Member. However, if Board Members choose to serve in the capacity of a designated volunteer, per this policy and policy IJOC they would be required to undergo a Criminal Records Check. An unsatisfactory Criminal Records Check would prohibit a school board member from serving as a designated volunteer but would not affect their standing as a school board member.

Additional Criminal Records Checks

SOUHEGAN Policy The Board may require a Criminal Records Check of any employee at any time. Legal Reference:

RSA 189:13-a, School Employee and Volunteer Background Investigations

Adopted: January 10, 2008

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SOUHEGAN Policy GBCD-R

TECHNICAL ASSISTANCE ADVISORY

Prepared by the Department of Education and the Department of Safety

SCHOOL EMPLOYEE BACKGROUND INVESTIGATION, INCLUDING ACRIMINAL HISTORY RECORDS CHECK

Purpose.

The purpose of this Technical Assistance Advisory is to provide clear and concise requirementsfor School Administrative Units (hereinafter, the "SAU"), School Districts, and Charter Schoolswith respect to a school employee background investigation, including a criminal history recordscheck, for each selected applicant regularly in contact with pupils in the performance of his/herduties.

Definitions. The following definitions shall apply:

(a) "Background investigation" means an investigation into the past employment andother background of a selected applicant in a SAU, school district, or charterschool or an employee or employees of a contractor which contracts with an SAU,school district, or charter school with the intent of determining whether:

(2) The applicant is qualified for the position for which he/she has applied,and

(3) The applicant has been found guilty of any criminal activity orconduct that would make him/her ineligible for employment.

(b) "Conditional offer of employment" means an offer of employment extended to aselected applicant subject to a successfully completed criminal history recordscheck which is satisfactory to the SAU, school district, or charter school.

(c) "Contractor" means a private business or agency or an employee or employees ofthe contractor which contracts with an SAU, school district, or charter school toprovide services, including but not limited to:

(1) cafeteria workers,(2) school bus drivers,(3) custodial personnel, or any other direct service or services to students of

the District or charter school.

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(d) "Criminal History Check" means a Criminal History Record inquiryconducted by the New Hampshire State Police through its records and through theFederal Bureau of Investigation (hereinafter, the "FBI").

(e) "Persons regularly in contact with pupils" means a person or persons who, in theperformance of his/her duties:

(a) Comes in direct contact with pupils on a daily basis for any period of time;(b) Meets regularly, once or twice a week, with students, including, but not

limited to, an art, music, or physical education teacher; or(c) A substitute teacher who comes in direct contact with pupils on a limited

basis.

(f) "School employee" means an employee in any position in an SAU, school district,or charter school.

(g) "Selected applicant" means a person selected for employment who has providedan SAU, school district, or charter school with:

(1) A signed notarized Criminal History release form, and(2) A complete set of fingerprints taken by a qualified law enforcement

agency or an authorized employee of an SAU, school district, or charterschool which have been submitted by an SAU, school district, or charterschool to the New Hampshire State Police for a Criminal History Check.

(h) "Subcontractor" means a private business or agency or an employee or employeesof a contractor which contracts with a contractor to provide services.

Employee Background Investigation.

Each SAU, school district, or charter school, as part of the employment process, shall conduct anemployee background investigation for each selected applicant for employment.

Criminal Records Check.

(a) For each selected applicant the SAU, school district or charter school shall submit,with appropriate fees, a notarized Criminal History Records release form and acomplete set of fingerprints to the New Hampshire State Police so that the StatePolice can conduct a Criminal History Record Inquiry through its records andthrough the FBI.

(b) No selected applicant may be extended a conditional offer of employment unlessthe SAU, school district or charter school has initiated a criminal history recordscheck.

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(c) A criminal history records check shall be prepared in compliance with RSA189:13-a and with New Hampshire Department of Safety requirements includedin this advisory.

(d) The Department of Safety shall submit the results of a criminal history recordscheck to a selected applicant's prospective employer(s) and the Department ofEducation.

(e) The SAU, school district, and the charter school shall assure confidentiality of anemployees' Criminal Record Report upon receipt of that report from the Divisionof State Police and the FBI.

(1) Such reports shall be maintained only in the employee's file; and(2) Only authorized personnel, as determined by the SAU, local school

district, or charter school shall have access to such record.

(f) No selected applicant shall be extended a final offer of employment if such personhas been convicted of:

(1) Murder,(2) Child pornography,(3) Aggravated felonious sexual assault,(4) Felonious sexual assault, or(5) Kidnapping.

(g) An SAU board, school board, or a charter school board of trustees may deny aselected applicant a final offer of employment if such person has been convictedof conduct in addition to (f) above, as determined by the SAU, school district, orcharter school.

Criminal Records Check Through the Division of State Police, Department ofSafety.

(a) The law (RSA 189:13-a) requires that an SAU, school district, or charter schoolmust submit to the State Police a complete set of fingerprints and a release formfor each individual covered by the law. The State Police must conduct a NewHampshire criminal records check and will forward the fingerprints to the FBI fora national records check. The FBI will not conduct that check without a properset of fingerprints.

(b) The State Police will provide to each SAU, school district, and charter school aset of records release forms and fingerprint cards. The record release forms andfingerprint cards, provided by the State Police, will be the only types of formswhich will be accepted. However, each SAU, school district, or charter schoolmay reproduce the release form as is necessary.

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(c) The selected applicant will complete the release form and bring the fingerprintcard to a person qualified to take fingerprints. Depending on arrangements whichhave been made by the District, this may be a local law enforcement agency or atrained individual employed by the SAU, school district, or charter school. Therelease form and the fingerprints must be provided by the selected applicant to theSAU, school district, or charter school.

(d) The SAU, school district, or charter school will then forward the release form andthe fingerprints to the State Police. The submission of the release form and thefingerprints must be accompanied by the proper fees, which cover the cost of boththe state and federal records checks. Inadequate fees will delay the process. Thefees are as follows:

For selected applicants - $34 plus postage.

(e) The criminal history records check done by the FBI will take a minimum of 30days. The FBI will forward the results to the State Police, and the State Policewill notify the persons named on the release forms of the results. The FBI willdestroy the fingerprint cards once the check has been completed. No copy of thefingerprints will be kept by the State Police.

(f) The results of the completed Criminal History Records Checks by the State Policewill be sent separately from the completed Criminal History Records Checks bythe FBI.

Criminal History Records Checks by the State Police for Persons Who Work for Several Districts.

(a) Employees of multiple School Districts will submit the proper release form,fingerprints, and fees to one of the Districts.

(b) The release form will identify each District, and the employee will provide theresults to each District.

(c) The fee for this type of check will be the same as if the applicant was employed byonly one District.

Fingerprints.

(a) The two overriding issues with respect to the fingerprints are that they be takenproperly and that they be placed on the fingerprint cards supplied by the StatePolice.

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(b) The question of who actually takes the fingerprints is left to the District. The lawallows this to be done by a "qualified law enforcement agency or an authorizedemployee" of the SAU, school district, or charter school.

(c) In some cases, then, the prints may be taken by the local law enforcement agency. Local law enforcement must use the fingerprint cards supplied to the District bythe State Police.

(d) In order to assure that completed Criminal History Records Checks are returned tothe correct SAU, school district, or charter school:

(1) The SAU must include the SAU number in the OCA block on thefingerprint card, or

(2) The school district must identify the school district, using abbreviations ifnecessary, in the OCA block on the fingerprint card.

Conditional Offer of Employment.(a) An SAU, school district, or charter school may extend a conditional offer of

employment to a selected applicant, with a final offer of employment subject to asuccessfully completed Records Check including a criminal history records check.

(b) A selected applicant extended a conditional offer of employment shall be eligiblefor the same salary and fringe benefits as if he/she were provided a final offer ofemployment.

(c) A conditional offer of employment may continue during the time the SAU, schooldistrict, or charter school is awaiting receipt of a completed records Checkincluding a criminal history records check report.

(d) In the event that the first set of fingerprints is invalid and a second set offingerprints is necessary in order to complete the Criminal History Records Check, the conditional offer of employment shall remain in effect.

(e) A conditional offer of employment for a selected applicant shall be valid for nomore than one submission of fingerprints.

Final Offer of Employment.

(a) An SAU, school district, or charter school may extend a final offer of employmentto a selected applicant, who has a conditional offer of employment, if the selectedapplicant receives a successfully completed Records Check including a criminalhistory records check.

(b) If a selected applicant is extended a final offer of employment, the individual shallbe entitled to membership in the collective bargaining unit subject to the

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requirements of RSA 273-A and shall immediately be covered by the terms andconditions of the collective bargaining agreement.

Records Retention. An SAU, school district, or charter school may transfer personnel files,including a criminal history records check, to alternative electronic media if authorized by theindividual and provided that the SAU, school district, or charter school assures privacy of suchrecord.

Additional Criminal History Records Checks. An SAU, school district, or charter school mayrequire a criminal history records check at a time or times subsequent to the originalRecords Check if deemed necessary.

Contractor or Subcontractor Responsibility.

(a) An employee background investigation including a criminal history records checkshall be conducted by a contractor or subcontractor for each employee in regularcontact with pupils in accordance with this advisory.

(b) The cost of such investigation, including Criminal History Checks, for employeesor selected applicants for employment with such contractors shall be borne by thecontractor or subcontractor.

(c) The contractor or subcontractor shall submit to the SAU, school district, or charterschool a written verification that a background investigation, including asuccessfully completed Records Check, including a criminal history records checkhas been done for each employee of the contractor or subcontractor who isregularly in contact with pupils.

(d) In the event that services formerly performed by an SAU, school district, orcharter school are provided by a contractor, an employee background investigationshall not be required for a school employee who becomes an employee of thecontractor.

Unsuccessful Criminal History Records Check.

If an SAU, school district, or charter school receives an unsuccessful Criminal History RecordsReport for a selected applicant, the SAU, school district, or charter school shall immediately,within 24 hours of receipt of such report, excluding Saturday, Sunday, or a holiday, dismiss theselected applicant.

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Cost Of An Employee Background Investigation, Including Criminal History RecordsCheck.

The cost of a background investigation, including a Criminal History Check or any otherrelevant records check shall be borne by the selected applicant unless otherwise determined by anSAU, school board, or charter school.

EMPLOYEE INITIATION OF A CRIMINAL RECORDS HISTORY CHECK(The n ew em ploye e mus t initiate th e Crim inal Re cords Chec k at the S uperin tende nt's

Office before s/he can b e issued a c ondition al emplo yment c ontract.)

1. Sign and have notarized the Criminal Records Release Authorization form.

2. Arrange to have your fingerprints taken by making an appointment with theappropriate police department.

3. Bring your (1) signed Criminal Records Release Authorization form, (2)completed fingerprints card, and (3) check for $34 made payable to State of NewHampshire - Criminal Records. The fee is set by the New Hampshire Division ofSafety and is to be paid by the employee, not the school district.Do not send these materials directly to the Division of Safety.

4. Once the completed forms have been logged and sent to the NH Department ofSafety via certified mail, you will be issued an employment contract. Sign twocopies of the conditional employment contracts. Retain one copy and send theother copy to the Superintendent's office. Pursuant to RSA 198:13-a, thisconditional employment contract entitles you to the same salary and economicbenefits as you would otherwise receive under a final offer of employment, exceptthat you are not covered by the terms and conditions of any applicable collectivebargaining agreement while conditionally employed.

Completion of Criminal Records History Check

1. The Superintendent's office will send by certified mail your Criminal RecordsRelease Authorization form, fingerprints card, and payment to the NewHampshire Department of Safety, Division of State Police, Central Reporting forCriminal Records, 10 Hazen Drive, Concord.

2. The State Police will conduct a New Hampshire criminal records check and willforward your fingerprints to the FBI for a National criminal records check. Thecheck done by the FBI will take a minimum of 30 days. The FBI will destroy yourfingerprint card once the check has completed. No copy of the fingerprint cardwill be kept by the State Police.

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3. The results of the completed criminal records check conducted by the State Policewill be sent to the superintendent and the Department of Education separatelyfrom the completed Records Check conducted by the FBI. Your two-partCriminal Records Report shall be kept confidential, and only the superintendentand the principal shall have access to it. The Department of Education establishesits own confidentiality procedure. The Criminal Records Report issued by theFBI and the NH Department of Safety becomes the property of the SchoolAdministrative Unit, however, you, as an employee, may request and receive oneattested copy of these Reports from the Superintendent's Office at no charge.

Final Offer of Employment

The District will automatically convert your conditional employment to a final employmentcontract if you have not been found guilty of a criminal activity or of any other contract if youhave not been found guilty of any criminal records check, then state law requires that you bedismissed from employment within 24 hours of our receipt of the report, excluding Saturday,Sunday or holidays.


SOUHEGAN Policy GBDAlso BHC

BOARD-STAFF COMMUNICATIONS

The board desires to maintain open channels of communication between itselfand all staff. The basic line of communication will, however, be through thesuperintendent of schools; however, the board is encouraged to hold openforums with the staff at least once each year.

Staff Communications to the Board

All official communications or reports to the board or any board committee fromthe principal, directors, teachers, or other staff members shall be submittedthrough the superintendent. Staff members are reminded that board meetingsare public meetings and provide an excellent opportunity to observe the board'sdeliberations on problems of staff concern.

Board Communications to Staff

All official communications, policies, and directives of staff interest and concernwill be communicated to staff members through the superintendent, and thesuperintendent will employ all such media as are appropriate to keep staff fullyinformed of the board's problems, concerns, and actions.

Visits to Schools

Individual board members are encouraged to visit the schools or classrooms andshould make arrangements for visitations through the principal. Such visits shallbe regarded as informal expressions of interest in school affairs and not asinspections or visits for supervisory or administrative purposes.

ADOPTION: May 1991

SOUHEGAN Policy GBEA(Also GCRC and LICA)

STAFF CONFLICT OF INTEREST

Employees of the board will not engage in, or have a financial interest in, any activity thatraises a reasonable question of conflict of interest with their duties and responsibilities asmembers of the school staff. This includes but is not limited to:

1. Employees will not participate for financial remuneration in outsideactivities wherein their position on the staff is used to sell goods orservices to pupils or their parents without the express written permissionof the board.

2. Employees who have patented or copyrighted any device, publication, orother item may receive royalties for use of such item in the districtprovided the purchasing decision is made by an administrator who shallnot financially or in any other way benefit from the purchase.

3. Employees will not engage in any type of work where the source ofinformation concerning customer, client, or employer originates frominformation obtained through the school system.

4. School employees will not solicit or sell for personal gain any educationalmaterials or equipment in the attendance areas served by the school towhich they are assigned. Nor will any employees make available lists ofnames of students or parents or employees of the district to anyone forsales purposes.

5. The district will not purchase supplies or materials from a staff member ofthe school district, nor from a member of the household of the staffmember.

To avoid nepotism in the hiring and supervision of personnel, the board directs that noemployee be hired and assigned in any position where the employee would be responsibleto, and evaluated by, a relative.

ADOPTION: May 1991REVISION: August 1999

SOUHEGAN Policy GBEBB(Also JICDAA)

STAFF-STUDENT RELATIONS

Students and staff members will treat one another with courtesy, kindness and respect in theprocess of advancing each others’ knowledge and development.

ADOPTION: May 1992

SOUHEGAN Policy GBEC Also ADB, JICH

ALCOHOL AND DRUG-FREE WORKPLACE

It is the intent of the Souhegan School District that the work environment be free of alcoholand illegal drugs, and that employees perform their work safely and efficiently without beingunder the influence of alcohol and illegal drugs.

The board recognizes the use of alcohol and illegal drugs, or the dependency thereon, as aserious health, safety, and security problem; therefore, employees are prohibited frommanufacturing, transporting, distributing, dispensing, possessing, using, or being under theinfluence of illegal drugs as defined by state or federal statute or regulation, or alcohol, whileon duty at the workplace.

"Workplace" means the site for the performance of work for the school district,including any school building or any school premises and any school-owned vehicleor any other school-approved vehicle used to transport students to and from school orschool activities. It also includes off-school property during any school-sponsored orschool-approved activity, event, or function such as a field trip or athletic event,whether or not students are under the jurisdiction of the school district at that time.

It is also the intent of the district that employee actions, at and outside the workplace,communicate a clear and consistent "Say No To The Illegal Use of Alcohol and Drugs"message to students.

Each employee must abide by the terms of this policy. Any employee who pleads nolocontendere to, or is convicted of, any alcohol or illegal drug offense will notify thesuperintendent within five (5) days of said conviction.

The board reserves the right to respond to an employee who violates this policy byimplementing disciplinary action, including, but not limited to, referral for prosecution,suspension, non-renewal, and/or termination, or requiring satisfactory participation in analcohol or drug abuse assistance or rehabilitation program approved by the board. Thispolicy shall not prohibit disciplinary proceedings in the event of a serious violation of acriminal drug statute occurring away from the workplace.

The advertising and promotion of alcohol, drugs and tobacco products on school grounds andat school-sponsored events, including logos and graphics on clothing, is prohibited.

The school will maintain a list of area resources for substance abuse counseling andrehabilitation and post this list on employee bulletin boards.

Statutory ReferenceRSA:193-BADOPTION: June 1993REVISION: August 1999

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SOUHEGAN Policy GBEDAlso JICG

TOBACCO PRODUCTS BAN

USE OF TOBACCO PRODUCTS STRICTLY PROHIBITED IN ALL SCHOOL FACILITIESAND ON SCHOOL GROUNDS

No person shall at any time use any tobacco product in any facility maintained by theschool district, or on any of the grounds of the district.

Tobacco products means cigarettes, cigars, snuff, smokeless tobacco, products containingtobacco, and tobacco in any other form.

Facility is any enclosed place or portion of such place which is supported by public fundsand which is used for the instruction of students enrolled in preschool programs and in all gradesmaintained by the district. This definition shall include all administrative buildings and officesand areas within facilities supportive of instruction and subject to educational administrationincluding, but not limited to, lounge areas, passageways, rest rooms, laboratories, classrooms,study areas, cafeterias, gymnasiums, maintenance rooms, and storage areas.

Signs will be placed by the District in all buildings, facilities and school vehicles statingthat the use of tobacco products is prohibited. The advertising and promotion of alcohol, drugsand tobacco products on school grounds and at school-sponsored events, including logos andgraphics on clothing, is prohibited.

It is the responsibility of the building principal, or designees, to initially enforce thispolicy by requesting that any person violating this policy immediately cease the use of tobaccoproducts. After this request is made, if any person refuses to refrain from using tobacco productsin violation of this policy, the principal or designees may call the Amherst Police Departmentwho shall then be responsible for all enforcement proceedings and applicable fines and penalties.

STUDENTS

No student shall purchase, attempt to purchase, possess or use any tobacco product in anyfacility, in any school vehicle, private vehicle on school grounds, or anywhere on school groundsmaintained by the District.

Enforcement of this prohibition shall initially rest with the building principal, ordesignees who report any violation to the Amherst Police Department. In accordance with statelaw, these officials shall then be responsible for all enforcement proceedings and applicable finesand penalties.

In addition to whatever criminal penalties or fines may result from a violation of thispolicy, any student who violates this policy is also subject to disciplinary action by schoolofficials. Regulations (JICG-R) will be established which cover the disciplinary action to betaken for violation of this policy.

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EMPLOYEES

No employee shall at any time use any tobacco product in any facility, in any schoolvehicle, or anywhere on school grounds maintained by the school district.

Initial responsibility for enforcement of this prohibition shall rest with the buildingprincipal or designees. The principal may report violations to the Amherst Police Department. In accordance with state law, these officials shall then be responsible for all enforcementproceedings and applicable fines and penalties.

In addition to any applicable fines or penalties which may result from enforcement ofthese prohibitions by law enforcement officials, any employee who violates this policy is subjectto disciplinary action, which may include warning, suspension, and dismissal. The principal willdevelop and implement the appropriate means of notifying employees of the possible disciplinaryconsequences of violating this policy.

ALL OTHER PERSONS

No visitor shall at any time use any tobacco product in any facility, in any school vehicle,or anywhere on school grounds maintained by the district.

Responsibility for enforcement of this prohibition shall rest with all school districtemployees who may report violations to the Amherst Police Department. In accordance withstate law, Amherst law enforcement officials shall then be responsible for all enforcementproceedings and applicable fines and penalties.

ADOPTION: September 1997REVISION: August 1999

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STATUTORY REFERENCES

RSA 78, regarding youth access to tobacco products, is amended to further restrict minors fromreceiving tobacco product samples, access to unmonitored cigarette vending machines, etc., andproviding for civil fines by the Commissioner of Revenue Administration.

RSA 126 is similarly amended, and requires sellers to seek a picture ID from any person whodoes not appear to be at least 18 years of age and seeks to buy tobacco products.

RSA 126-I:6 provides that no person under age 18 shall attempt to purchase, possess, or use anytobacco products, nor misrepresent his or her age to purchase same. Any minor violating thissection (RSA 126-I:6) may be fined not to exceed $100 per offense, or required to complete up to20 hours of community service, or both, and where available, they may be required to participatein a tobacco education program. A person age 12 or older violating this section may be given anadult citation, and need to be treated as a CHINS, notwithstanding RSA 169-B and D.

RSA 126-I:7 prohibits use of any tobacco product by any person in or on the grounds of anypublic educational facility, punishable by a fine of not to exceed $100 per offense.

RSA 126-I:8 provides that no person shall furnish or sell tobacco products to a minor who has anote from an adult requesting such to happen. Violations of that section will be a civil infractionpunishable by the State Liquor Commission against licensees.

RSA 126-I:19 gives state, county and local law enforcement officers authority to enforce theseregulations. All fines imposed shall be paid to the unit of government bringing the charges.

RSA 126-I:14 allows units of government to adopt local ordinances regarding youth possessionof tobacco that are more stringent than the State law.

RSA 78-12-b and c, relative to prohibiting sales of tobacco products to minors and possession oftobacco by minors, are repealed and replaced by these new laws.

Effective Date: January 1, 1998

SOUHEGAN Policy GBGA

MEDICAL EXAMINATION OF EMPLOYEES

All school personnel shall be required to have a pre-employment medical examination by alicensed physician; the cost of such examination to be paid by the prospective employee. Oncehired, the superintendent may request a medical examination for any employee if at any timethere is reason to believe that the employee’s physical or mental health may be inimical to thewelfare of pupils or other employees. The cost of such examination will be borne by theemployer.

Any person who objects to all or part of any medical examination because of religious beliefsshall be exempt from said examination, except that no such exemption shall be granted if state orlocal authorities determine that such exemption would constitute a hazard to the health ofpersons exposed to the unexamined individual.

Statutory Reference:RSA 200:36


SOUHEGAN Policy GBGAAAlso IHAMC & JLCCA

Page 1 of 4

HIV/AIDS POLICYPREAMBLE

Acquired Immunodeficiency Syndrome (AIDS) is a disease in which the body's immune system isimpaired by the Human Immunodeficiency Virus (HIV). The virus leaves its victim unable to fightoff infections. As a result, persons with AIDS are susceptible to serious secondary infections, suchas pneumonia and certain malignancies. Some, but not all, persons infected with HIV developAIDS. To assist the School District and infected persons, the School District has developed thefollowing policy.

I. General Principles:

(A)HIV is not spread by casual, everyday contact. Therefore, absent a serious secondaryinfection that may be transmitted to others or a significant health problem that restricts the infectedperson's ability to attend School, a student who is infected with HIV or AIDS shall attend the Schooland classroom to which he or she would be assigned, and shall receive the rights, privileges andservices to which he or she would be entitled if not infected. Decisions about any changes in theeducational program of a student who is infected with HIV or AIDS shall be made on a case-by-casebasis.

(B) There shall be no discrimination in employment against a person infected with HIV orAIDS based solely upon said infection. No School District employee shall be terminated, non-renewed, demoted, suspended, transferred or subjected to adverse action based solely upon his/herinfection with HIV or AIDS, or the perception that he or she is so infected. However, the SchoolDistrict may take whatever action is appropriate as to an employee who, despite reasonableaccommodation, is unable to perform his/her duties due to an illness, including an illness related toHIV or AIDS.

(C) The School District shall provide a sanitary environment and shall establish proceduresfor handling bodily fluids, pursuant to Section V.

(D) The School District shall administer a program of education about HIV or AIDS forstudents, their families, and School District employees to ensure that they are informed about thefollowing:

(1) The nature of HIV, including how HIV is transmitted, according to current scientificevidence;

(2) School District policies and procedures relating to employees and students withdiseases such as HIV or AIDS;

(3) Resources within the School District and elsewhere for obtaining additionalinformation or assistance; and


Page 2 of 4

(4) Procedures to prevent the spread of communicable diseases at School.

II. Evaluation of Infected Students and Staff

(A)HIV is not transmitted casually. Accordingly, infection with HIV or AIDS is not, byitself, sufficient reason to remove a student or staff member from the School. When theSuperintendent has been notified that a student or staff member is infected with HIV or AIDS, theSuperintendent shall act appropriately to ensure the safety of persons in the School setting and toplan to support the infected person.

(B) When the School District learns that a student is infected with HIV or AIDS, theappropriate procedures under State and Federal Law shall be followed with regard to evaluation andeducational programming if the student is, or may be, educationally handicapped.

(C) (1) When notified that an employee is infected with HIV or AIDS, theSuperintendent shall determine whether the infected person has a significant health problem that willrestrict his/her ability to work and shall determine whether the infected person has a secondaryinfection(e.g., tuberculosis) that poses a medically recognized risk of transmission of disease. TheSuperintendent shall make this determination by consulting with the infected person's physician andthe infected person.

The Superintendent also may consult with public health officials and other persons, subject tothe confidentiality provisions in this policy. The Superintendent shall consider methods in whichthe School District may anticipate and meet the needs of persons infected with HIV or AIDS.

(2) Absent a secondary infection which creates a medically recognized risk oftransmission of disease, or a significant health problem which restricts the infected person's abilityto work, the Superintendent shall not alter the job assignment of the infected person. However, theSuperintendent shall periodically review the case with the persons described in Section II(C) (1).

(3) If the Superintendent determines that a secondary infection poses a medicallyrecognized risk of transmission of disease in the School setting or that a significant health problemrestricts the infected person's ability to work, the Superintendent shall consult with the personsdescribed in Section II(C) (1). After said consultation, the Superintendent shall, if necessary,develop an individually tailored plan to accommodate the staff member if reasonably possible.Additional persons may be consulted if necessary for gaining additional information, but the infectedperson must approve of the notification of any additional persons who are informed of the infectedperson's identity. The Superintendent may consult with legal counsel to ensure that any officialaction is consistent with state and federal law. If an individually tailored plan is necessary, said planshall be medically, legally, educationally and ethically sound.


Page 3 of 4

(D)Infected students who are aggrieved by the education plan determinations may appeal saiddeterminations pursuant to state and federal special education law if the infected student is eligiblefor or claims that he is eligible for special education or special education and related services.Infected persons who do not claim that they are eligible for special education or special educationand related services, but who are aggrieved by the Superintendent's determinations, may appeal saiddeterminations to the School Board.

(E) Confidentiality shall be observed throughout the foregoing process.

III. Confidentiality

(A)The identity of a student or staff member who is infected with HIV or AIDS may bedisclosed to those persons who determine whether the infected person has a secondary infection thatposes a medically recognized risk of transmission of disease in the School setting or whether asignificant health problem will restrict the infected person's ability to work or attend class. Thesepersons include:

(1) The Superintendent or a person designated by the Superintendent to be responsiblefor the determination, or, in the case of a student who is identified as educationally handicapped orwho is claimed or believed to be educationally handicapped, the special services team.

(2) The physician of the infected person.

(3) Public health officials, to the extent that their knowledge of the infected person's identity is necessary.

(B) The persons listed in Section III (A) (1) - (2) and the infected person (or his/her parentsor guardians) shall determine whether additional persons need to know the identity of an infectedperson. The identity of an infected person shall not be disclosed to persons who are not listed inSection III (A)without the consent of the infected person, or the infected person's parents orguardians. The persons to whom the infected person's identity may be disclosed with theaforementioned consent include the School nurse, the School Principal or other persons necessaryto protect the health of the infected person or to evaluate and monitor the case.

(C) All staff members who know the identity of persons infected with HIV or AIDS shalltreat said information as confidential. No information shall be divulged directly or indirectly to anyindividuals or groups, except as noted in Section III (A) - (B). All medical information and writtendocumentation of discussions, telephone conversations, proceedings, and meetings concerning theHIV or AIDS infection shall be maintained in a locked file. Access to said file shall be granted onlyto those persons who have the written consent of the infected person or his/her parents or guardians.The names of infected persons shall not be used in documents, except when essential. No documentcontaining the name or other information which reveals the identity of an infected person may beshared with any person for any purposes without the consent of the infected person or the infected


Page 4 of 4

person's parents or guardians. Any School staff member who violates the confidentiality provisionsof Section III shall be subject to discipline. Test results and medical records shall be disclosed onlywith the consent of the infected person (or that person's parent if he is a minor), pursuant to asubpoena or order of a court or administrative agency, or otherwise in accordance with law.

IV. Testing

Mandatory testing for communicable diseases that are not spread by casual, everyday contact(e.g., HIV or AIDS) shall not be a condition for School entry or attendance, or for employment orcontinued employment.

V. Control of Infections

(A)HIV cannot penetrate unbroken skin, and there is no evidence tha t HIV has beentransmitted through contact with vomit, nasal discharge, saliva, urine, or feces. However, said bodyfluids commonly transmit infections such as Hepatitis, colds and flu. Accordingly, direct skincontact with body fluids should be avoided whenever possible.

(B) Staff members shall follow the UNIVERSAL PRECAUTIONS in handling body fluids in theSchools.

(C) The School District shall cooperate with local, state and federal health agencies incontrolling infections.

IV. Health Education

The school board recognizes that (HIV) AIDS education should be integrated into the healthand family life curriculum, but may also be applied to other curriculum areas.

The District’s (HIV) AIDS education program must address, at a minimum, the nature,transmission, prevention, and effects of the disease. The program shall take into consideration theage and maturity of the pupils and the subject matter of the course.

The Superintendent shall ensure that all staff involved in teaching the (HIV) AIDS educationprogram are adequately prepared to teach the material. As necessary, appropriate staff training shallbe provided. All employees shall have training in Universal Precautions.

Statutory References:RSA 193:1RSA 189:1-aRSA 186-C:2,IRSA 193:3


SOUHEGAN Policy GBGAB(See Also JLCDA)

DISTRIBUTION OF CONDOMS AND OTHER BIRTH CONTROL DEVICES

The distribution of condoms and other birth control devices to students byschool employees and agents is prohibited at all times.

ADOPTION: April 1994

Adopted – February 5, 2013

SOUHEGAN POLICY

GBK – STAFF CONDUCT & ETHICS

All employees are expected to maintain high standards in their conduct both on and off duty.

District employees are responsible for providing leadership in the school and community. All

employees are expected to fulfill their legal and ethical responsibilities with honesty and

integrity. Employees are expected to maintain courteous and professional relationships with

students, parents, and other employees, maintain an atmosphere conducive to learning, apply

discipline consistently and fairly, and establish professional boundaries. To these ends, the

Board adopts the following statements of standards.

District employees will:

1. Make the well-being of students the fundamental value of all decision-making

and actions.

2. Maintain just, courteous, respectful and proper relationships with students,

parents, staff members, and others. Specifically, this would include:

a. Refrain from making derogatory or disparaging comments to students,

including insults, sarcasm or threatening tone or manner.

b. Use good judgment when interacting with students both in and outside the

school setting; being mindful of the need to maintain professional boundaries.

Use of social networking to communicate with students outside of a school

related activity is discouraged.

c. Dating of students by employees is prohibited.

d. Employees shall maintain a reasonable standard of care for the supervision,

control and protection of students commensurate with their assigned

duties and responsibilities.

e. Employees shall, pursuant to law and Board policy, immediately report

any suspected signs of child abuse or neglect to a building administrator.

f. Employees who become aware of a student needing counsel regarding

personal problems relating to sexual behavior, substance abuse, mental

or physical health and/or family relationships, should refer the student to

a trained professional within the building.

Adopted – February 5, 2013

g. Employees will not disclose information concerning a student to any person

not authorized to receive such information.

3. Employees should refrain from criticism of a personal nature or where such

criticism is not of a constructive or beneficial nature with a goal of

improving the school’s learning environment.

4. Adhere to all local, state, and national education related laws, statutes and Dept.

of Education regulations.

5. Adhere, support and implement the School Board’s policies, administrative rules

and regulations.

6. Avoid using position for personal gain through political, social,

religious, economic, or other influence.

7. Maintain high standards and seek to improve the effectiveness of the profession

through research and continuing professional development.

8. Honor all contracts until fulfillment or release.

9. Maintain all privacy and confidentiality standards as required by law.

Employees should be aware that this list is not intended to be exhaustive or complete. Employees

who fail to abide by the terms of this policy may be non-renewed and/or face discipline up to and

including termination, consistent with state law and applicable provisions of any appropriate

collective bargaining agreement.

Any employee who witness or learns of any of the above violations of these standards of conduct

shall report it to the building administrator or Superintendent immediately.

SOUHEGAN Policy GCBA-E

PROFESSIONAL STAFF SALARY SCHEDULES

Professional Salary Schedule Components.

It is agreed that Professional Staff employees shall be paid an annual wage based on the attached

schedules for 2013-2014 and 2014-2015, with longevity, permanent assignment and extra classes

being the only additional salary added to the amounts on the schedules.

Professional staff whose salary exceeds their placement of the matrix shall receive an

increase of 0.375% in FY13-14 and 0.375% in FY14-15.

Professional staff who have experience greater than the bottom row for their lane of the

matrix shall receive an increase of 0.375% in FY13-14 and 0.375% in FY14-15.

If necessary, these schedules can be expanded to include additional lanes with the

incremental amount of new lanes being identical to the incremental amount of the current

lanes.

It is agreed that the Career Growth shall count as 3 lanes and that each year that a staff member

successfully participates and completes a phase in the Career Growth program, he or she will move

one lane to the right.

It is agreed that each time a staff member attains 10 credits that he or she will move one lane to the

right. These credits shall meet the qualifying criteria as previously identified in the Personnel

Policies Handbook.

It is agreed that all lane changes will be based on the staff member’s successful completion of

approved eligible credits and/or career growth phases by the preceding June 30. To clarify, the

salary paid in 2008 – 2009 will be based on the credits and career growth phases successfully

completed by June 30, 2008.

All transcripts and approvals must be received by March 1st in order to be included for salary

purposes for the issuance of contracts in April. All transcripts and approvals for credits and career

growth phases completed between March 1st and June 30th will result in the issuance of an updated

contract. There shall be no new contracts issued for transcripts and approvals for credits and

career growth received after June 30 of any given year. (Agreed and approved March 2008)

Credit for PhD in position shall only be given where PhD is required as condition of employment

(Approved 2005.) Updated: September 2013

Extra class loads for professional staff

Staff exceeding 1 FTE will be paid in accordance to policy GCM-R.

ADOPTION: August 1999 REVISION: 2002, 2006, 2008

REVISED: January 4, 2011 – new PPC Agreement for FY12-13.


REVISED: JUNE 10, 2015- new PPC Agreement for FY16-FY17

FY16-FY17 Professional Salary Schedule A B C D E F G H I J

[Step 0] $43,209 $44,091 $44,973 $45,855 $46,737 $47,619 $48,501 $49,383 $50,265 $51,147

(Step 1) $44,394 $45,276 $46,158 $47,040 $47,922 $48,804 $49,686 $50,568 $51,450 $52,332

(Step 2) $45,579 $46,461 $47,343 $48,225 $49,107 $49,989 $50,871 $51,753 $52,635 $53,517

[Step 3] $46,764 $47,646 $48,528 $49,410 $50,292 $51,174 $52,056 $52,938 $53,820 $54,702

[Step 4] $47,949 $48,831 $49,713 $50,595 $51,477 $52,359 $53,241 $54,123 $55,005 $55,887

[Step 5] $49,134 $50,016 $50,898 $51,780 $52,662 $53,544 $54,426 $55,308 $56,190 $57,072

[Step 6] $50,319 $51,201 $52,083 $52,965 $53,847 $54,729 $55,611 $56,493 $57,375 $58,257

[Step 7] $51,504 $52,386 $53,268 $54,150 $55,032 $55,914 $56,796 $57,678 $58,560 $59,442

[Step 8] $52,689 $53,571 $54,453 $55,335 $56,217 $57,099 $57,981 $58,863 $59,745 $60,627

[Step 9] $53,874 $54,756 $55,638 $56,520 $57,402 $58,284 $59,166 $60,048 $60,930 $61,812

[Step 10] $55,059 $55,941 $56,823 $57,705 $58,587 $59,469 $60,351 $61,233 $62,115 $62,997

(Step 11) $56,244 $57,126 $58,008 $58,890 $59,772 $60,654 $61,536 $62,418 $63,300 $64,182

(Step 12) $57,429 $58,311 $59,193 $60,075 $60,957 $61,839 $62,721 $63,603 $64,485 $65,367

(Step 13) $57,429 $58,311 $59,193 $61,260 $62,142 $63,024 $63,906 $64,788 $65,670 $66,552

(Step 14) $57,429 $58,311 $59,193 $62,445 $63,327 $64,209 $65,091 $65,973 $66,855 $67,737

(Step 15) $57,429 $58,311 $59,193 $63,630 $64,512 $65,394 $66,276 $67,158 $68,040 $68,922

(Step 16) $57,429 $58,311 $59,193 $64,815 $65,697 $66,579 $67,461 $68,343 $69,225 $70,107

K L M N O P Q R S T

[Step 0] $52,029 $52,911 $53,793 $54,675 $55,557 $56,439 $57,321 $58,203 $59,085 $59,967

(Step 1) $53,214 $54,096 $54,978 $55,860 $56,742 $57,624 $58,506 $59,388 $60,270 $61,152

(Step 2) $54,399 $55,281 $56,163 $57,045 $57,927 $58,809 $59,691 $60,573 $61,455 $62,337

[Step 3] $55,584 $56,466 $57,348 $58,230 $59,112 $59,994 $60,876 $61,758 $62,640 $63,522

[Step 4] $56,769 $57,651 $58,533 $59,415 $60,297 $61,179 $62,061 $62,943 $63,825 $64,707

[Step 5] $57,954 $58,836 $59,718 $60,600 $61,482 $62,364 $63,246 $64,128 $65,010 $65,892

[Step 6] $59,139 $60,021 $60,903 $61,785 $62,667 $63,549 $64,431 $65,313 $66,195 $67,077

[Step 7] $60,324 $61,206 $62,088 $62,970 $63,852 $64,734 $65,616 $66,498 $67,380 $68,262

[Step 8] $61,509 $62,391 $63,273 $64,155 $65,037 $65,919 $66,801 $67,683 $68,565 $69,447

[Step 9] $62,694 $63,576 $64,458 $65,340 $66,222 $67,104 $67,986 $68,868 $69,750 $70,632

[Step 10] $63,879 $64,761 $65,643 $66,525 $67,407 $68,289 $69,171 $70,053 $70,935 $71,817

(Step 11) $65,064 $65,946 $66,828 $67,710 $68,592 $69,474 $70,356 $71,238 $72,120 $73,002

(Step 12) $66,249 $67,131 $68,013 $68,895 $69,777 $70,659 $71,541 $72,423 $73,305 $74,187

(Step 13) $67,434 $68,316 $69,198 $70,080 $70,962 $71,844 $72,726 $73,608 $74,490 $75,372

(Step 14) $68,619 $69,501 $70,383 $71,265 $72,147 $73,029 $73,911 $74,793 $75,675 $76,557

(Step 15) $69,804 $70,686 $71,568 $72,450 $73,332 $74,214 $75,096 $75,978 $76,860 $77,742

(Step 16) $70,989 $71,871 $72,753 $73,635 $74,517 $75,399 $76,281 $77,163 $78,045 $78,927

U V W X Y Z AA AB AC AD

[Step 0] $60,849 $61,731 $62,613 $63,495 $64,377 $65,259 $66,141 $67,023 $67,905 $68,787

(Step 1) $62,034 $62,916 $63,798 $64,680 $65,562 $66,444 $67,326 $68,208 $69,090 $69,972

(Step 2) $63,219 $64,101 $64,983 $65,865 $66,747 $67,629 $68,511 $69,393 $70,275 $71,157

[Step 3] $64,404 $65,286 $66,168 $67,050 $67,932 $68,814 $69,696 $70,578 $71,460 $72,342

[Step 4] $65,589 $66,471 $67,353 $68,235 $69,117 $69,999 $70,881 $71,763 $72,645 $73,527

[Step 5] $66,774 $67,656 $68,538 $69,420 $70,302 $71,184 $72,066 $72,948 $73,830 $74,712

[Step 6] $67,959 $68,841 $69,723 $70,605 $71,487 $72,369 $73,251 $74,133 $75,015 $75,897

[Step 7] $69,144 $70,026 $70,908 $71,790 $72,672 $73,554 $74,436 $75,318 $76,200 $77,082

[Step 8] $70,329 $71,211 $72,093 $72,975 $73,857 $74,739 $75,621 $76,503 $77,385 $78,267

[Step 9] $71,514 $72,396 $73,278 $74,160 $75,042 $75,924 $76,806 $77,688 $78,570 $79,452

[Step 10] $72,699 $73,581 $74,463 $75,345 $76,227 $77,109 $77,991 $78,873 $79,755 $80,637

(Step 11) $73,884 $74,766 $75,648 $76,530 $77,412 $78,294 $79,176 $80,058 $80,940 $81,822

(Step 12) $75,069 $75,951 $76,833 $77,715 $78,597 $79,479 $80,361 $81,243 $82,125 $83,007

(Step 13) $76,254 $77,136 $78,018 $78,900 $79,782 $80,664 $81,546 $82,428 $83,310 $84,192

(Step 14) $77,439 $78,321 $79,203 $80,085 $80,967 $81,849 $82,731 $83,613 $84,495 $85,377

(Step 15) $78,624 $79,506 $80,388 $81,270 $82,152 $83,034 $83,916 $84,798 $85,680 $86,562

(Step 16) $79,809 $80,691 $81,573 $82,455 $83,337 $84,219 $85,101 $85,983 $86,865 $87,747

SOUHEGAN Policy GCBA-E

SUPPORT STAFF SALARY SCHEDULES

FY 16 Support Staff Matrix

Experience

Level AA Para Para - cert

Head

Facilities Facilities Food Service

0 $15.70 $17.69 $17.96 $14.69 $13.69 $11.53

1 $16.23 $18.22 $18.49 $15.22 $14.22 $12.06

2 $16.76 $18.75 $19.02 $15.75 $14.75 $12.59

3 $17.29 $19.28 $19.55 $16.28 $15.28 $13.12

4 $17.82 $19.81 $20.08 $16.81 $15.81 $13.65

5 $18.35 $20.34 $20.61 $17.34 $16.34 $14.18

6 $18.88 $20.87 $21.14 $17.87 $16.87 $14.71

7 $19.41 $21.40 $21.67 $18.40 $17.40 $15.24

8 $19.94 $21.93 $22.20 $18.93 $17.93 $15.77

9 $20.47 $22.46 $22.73 $19.46 $18.46 $16.30

10 $21.00 $22.99 $23.26 $19.99 $18.99 $16.83

11 $21.53 $23.52 $23.79 $20.52 $19.52 $17.36

FY 17 Support Staff Matrix

Experience

Level AA Para Para - cert

Head

Facilities Facilities Food Service

0 $15.70 $17.69 $17.96 $14.69 $13.69 $11.53

1 $16.23 $18.22 $18.49 $15.22 $14.22 $12.06

2 $16.76 $18.75 $19.02 $15.75 $14.75 $12.59

3 $17.29 $19.28 $19.55 $16.28 $15.28 $13.12

4 $17.82 $19.81 $20.08 $16.81 $15.81 $13.65

5 $18.35 $20.34 $20.61 $17.34 $16.34 $14.18

6 $18.88 $20.87 $21.14 $17.87 $16.87 $14.71

7 $19.41 $21.40 $21.67 $18.40 $17.40 $15.24

8 $19.94 $21.93 $22.20 $18.93 $17.93 $15.77

9 $20.47 $22.46 $22.73 $19.46 $18.46 $16.30

10 $21.00 $22.99 $23.26 $19.99 $18.99 $16.83

11 $21.53 $23.52 $23.79 $20.52 $19.52 $17.36

12 $22.06 $24.05 $24.32 $21.05 $20.05 $17.89

Positions Not Found on the Professional or Support Staff Salary Schedules

Certain non-certified staff are compensated at levels comparable to professional staff, but do not

have the same educational levels and continuing education requirements, as follows:

1. Members of the group (six at the time of adoption of this policy, and as hired in the future)

will be considered to be arbitrarily on either the Master’s or Bachelor’s scale.

2. For the year 2005-6 (for existing staff), or at the date of hire (for new staff this applies to)

they are declared to be on Step 0, and will increase 1 step level per year.

3. Each special position being unique within the school and within the group, each will have

its own Comparability Adjustment applied. The Comparability Adjustment for each

individual will be set as (2005-6 or Hire-date Annual Compensation – Step 0 of Master’s or

Bachelor’s scale, as appropriate).

4. Each of the members of the group will receive pay increases (under normal circumstances)

as other professional staff do: advancing one step per year + negotiated changes to the base

+ negotiated changes to the step size.

5. The Comparability Adjustment is designed to be adjusted rarely, in response to labor

market conditions or changes in job scope that change the comparable external

comparisons. It is not proposed or intended to be the primary method for assuring a fair

and equitable wage for the members of the group — adjustments to other elements of the

formula are expected to yield that result across the board for all support staff.

6. While compensation is tied to the Professional Staff wage scale, all benefits for the

members of the group will be the same as those for the Support Staff, and they will be

considered as Support Staff for representation on PPC and all other benefits.

ADOPTION: August 1999 REVISION: 2002, 2006, 2007, 2008



SOUHEGAN Policy GCBD/GDBD

PROFESSIONAL AND SUPPORT STAFF FRINGE BENEFITS

GENERAL PROVISIONS

These general provisions apply to health, dental, life and long-term disability insurance; also sick

day compensation, and retirement.

An employee must work at least thirty hours a week during their contract period to be eligible for

insurance benefits included in this section. To be eligible for the district retirement incentive, an

employee must be enrolled in the New Hampshire Retirement System.

The difference between the board's maximum contribution and the actual cost to the board to

provide the coverage selected by the employee will be payroll deducted.

Any change in the insurance carrier will be made by mutual agreement between the Board and

Personnel Policies Committee.

The board will sponsor a Premium Conversion Program under Section 125 of the Internal Revenue

Code by which employees pay their health care premium contributions on a pre-tax basis. This

means that the amount of co-payment will be deducted from the employee's pay before federal,

social security and most state taxes are determined. This will lower employee's compensation for

tax purposes, thereby increasing take-home pay.

Any employee who is on authorized unpaid leave may be permitted to continue health, dental, and

life insurance benefits provided by the board at the employee's sole expense, on condition that the

employee remits the full monthly insurance premium by check payable to the respective school

district, to the superintendent's office no later than the 25th day of the month preceding the month

the premium is due. In the event the employee fails to remit the premiums due, the benefits

provided by the board shall terminate immediately without further notice to the employee and the

employee may not be reenrolled in the group insurance plan for which the premiums were being

paid until the employee returns to active service.

An employee who terminates employment with the district may continue health and dental

insurance benefits, at his or her sole expense, under the provisions of federal COBRA law and

procedures established by the superintendent's office.

Economic benefits, unless otherwise noted, are prorated to the staff members’ Full-Time

Equivalency (FTE); however, these benefits shall not be available to employees who work less

than the minimum hours per the plan.



HEALTH INSURANCE

The board will provide, upon request of an eligible employee, the benefit of an individual, two-

person or family health insurance plan.

The eligible employee may select single, two-person or family coverage and the board will pay the cost of

such coverage at the following percentage per Health Trust plan:

In FY16

POS plan BC2T10(07)-RX10/20/45: single (88.5%), two-person (73.5%), family (73.5%).

HMO plan MTB5(07)-RX10/20/45: single (91%), two-person (76%), family (76%).

HSA Plan Lumenos2500(07): single (91%), two-person (76%), family (76%).

The board will also contribute at least the following amounts annually into the employee’s HSA

account: single ($1,250), two-person ($2,500), family ($3,000). The listed amount will be

distributed with the first payroll of the school year for the first two years the employee is enrolled

in the HSA plan. After the first two years the above contributions will be distributed over the

employees’ 20 pay periods.

In FY17

POS plan BC2T10(07)-RX10/20/45: single (87%), two-person (72%), family (72%).

HMO plan MTB5(07)-RX10/20/45: single (92%), two-person (77%), family (77%).

HSA Plan Lumenos2500(07): single (92%), two-person (77%), family (77%).

The board will also contribute at least the following amounts annually into the employee’s HSA account:

single ($1,250), two-person ($2,500), family ($3,000). The listed amount will be distributed with the first payroll of the school year for the first two years the employee is enrolled in the HSA plan. A pro-

rated amount will be returned to the district in the event the employee works less than the full contract or, through a qualifying event, needs to change plans. After the first two years the above contributions

will be distributed over the employees’ 20 pay periods.

The board values the contribution of its part-time employees. Part-Time employees who work at

least 25 to 30 hours per week are eligible for prorated healthinsurance benefits based on their FTE.

. Employees who work 30 or more hours are considered full-time. Permanent is defined as a

budgeted position expected to continue for more than one year. In addition, an employee must

meet the minimum work hour requirements of the health plan she/he chooses to join. Payment for

the full cost of health insurance will be made through a payroll deduction.

An employee who is eligible for health insurance but elects not to enroll and works his or her full contract

will be paid $1,100 in FY 16 and $1,200 starting FY 17. A pro-rated amount will be returned to the district

in the event the employee works less than the full contract or, through a qualifying event, needs to enroll

in the district plan. Part-time employees who work less than 30 hours per week, and the non-subscribing

spouse of a married couple receiving 100% paid contributions, are not eligible.

Effective July 1, 2015 any existing employee who is enrolled in the POS plan will be

grandfathered and allowed to remain on the POS plan. No enrollees will be permitted to join or

return to the POS plan after July 1, 2015.

Married couples at SHS, who each work 30 hours per week or more, shall receive an employer

contribution of 100% of a two-person or family medical plan.

The group health insurance of any employee losing coverage with the district shall expire on the

last day of the month in which the employee terminates, retires or loses eligibility. Employees

who complete the contract year and give (or are given) notice of not returning for the upcoming

school year prior to June 30th, are eligible to continue their insurance through the District for the

months of July and August at the employee contribution rate.



DENTAL INSURANCE

The board will provide, upon request of an eligible employee, the benefit of an individual, two-

person or family dental plan, as follows:

a. Delta Dental plan coverage including levels A (100%), B (80%), C (80%), D (50%, up

to $1500/person), or a comparable plan.

b. The eligible employee may select single, two-person or family coverage and the board

will pay the cost of such coverage at the following percentages: single (90%), two-

person (75%), family (75%).

Part-Time employees who work at least 25 to 30 hours per week are eligible for prorated dental

insurance benefits based on their FTE. Employees who work 30 or more hours are considered full-

time.

Married couples at SHS, who each work 30 hours per week or more, shall receive an employer

contribution of 100% of a two-person or family dental plan.

The group dental insurance of any employee losing coverage with the district shall expire on the

last day of the month in which the employee terminates, retires or loses eligibility. Employees

who complete the contract year and give (or are given) notice of not returning for the upcoming

school year prior to June 30th, are eligible to continue their insurance through the District for the

months of July and August at the employee contribution rate.

LIFE INSURANCE

Principal: The board will pay the full, non-smoker premium for $200,000 term life insurance.

The board contribution toward the premiums of an individual will be limited to the non-smoker

rate.

All Other Employees: The board will pay the full premium for $50,000 term life insurance with

accidental death and dismemberment for employees who meet the required minimum hours per the

plan. Employees at time of termination of employment may convert their insurance policy at their

own expense according to policies established by the insurance carrier.

LONG-TERM DISABILITY

The board will pay 100% of the premium for a Long-Term Disability Insurance Plan for

employees who meet the required minimum hours per the plan, as follows: The Plan shall cover 66

2/3% of the employee's monthly salary, less customary offsets, to a maximum monthly benefit of

$5,000. The elimination period shall be 60 consecutive calendar days. Sick leave can be accrued

up to 50 work days to provide the primary layer of disability coverage. Sick leave, if available,

must be utilized before long-term disability insurance becomes effective. For absence because of

injury incurred in the course of employment, the board shall pay the difference between the

individual's regular pay and any dollar benefits received under the Worker's Compensation Act for

absences up to the total of accumulated sick leave days.



PROFESSIONAL AND SUPPORT STAFF COMMITMENT TO

SOUHEGAN HIGH SCHOOL (effective 7/1/02)

Annual Compensation for service commitment to Souhegan High School will be paid to

professional staff as follows:

Professional and support staff who have completed 10 years or more of service

will be paid $500 annually as a one-time payment starting in year 11.

Professional staff who have completed 15 years or more of service will be paid

an additional $1000, totaling $1500 annually as a one-time payment.

(Approved March 2006.)

Benefit applies only to staff hired before 1 January 2004;

Service from any SAU 39 district applies.

Support staff who have completed 15 years or more of service will be paid an

additional $500, totaling $1000 as a one-time payment for year 16 only.

Subsequent years will revert to the $500 payment.

This annual payment is non-cumulative. Benefit accrues at the start of the 11th and subsequent

annual contracts.

SICK DAY COMPENSATION

Whenever an employee with ten (10) or more years of service at Souhegan High School terminates

employment with the school district, the employee shall be compensated for up to 90 days

accumulated sick days (see GCC/GCCA, Sick Leave Policy). Such compensation shall be equal to

35% of the employee’s current per diem rate. Such compensation shall be paid by June 30th

of the

employee’s last year of employment on the condition that notice of termination is given by the

employee no later than January 1 of the school year preceding the year in which employment is

terminated.

If employees fail to give the district eighteen (18) months notice by June 30th

of their last year of

employment, a good-faith effort will be made to pay this compensation to them by June 30th

, but in

any event such compensation shall be paid to them within thirty (30) days of their last day of

employment.



PROFESSIONAL STAFF RETIREMENT

A. All benefits in this section apply to professional staff employees who have worked at least

the equivalent of 15 years in the Souhegan Cooperative School District by their final year

of employment, who will be at least age 55 by June 30th of their final year of service, and

who provide notice of intent to retire to the board on or before January 1 of the year

preceding retirement.

B. An employee shall receive a one-time payment of $5,000 by May 31st preceding the

designated year of actual retirement.

C. In their final year of employment, the employee will receive $8,500 payable in 22 or 26

pay periods (as elected by the employee) throughout the year. All employees meeting the

criteria in paragraph A shall receive this benefit.

D. Example: Teacher plans to retire as of June 30, 2008 and meets the eligibility criteria; in

order to be eligible for this benefit, written notice must be received on or before January 1,

2007. Teacher receives this one-time cash benefit of $5,000 by May 31, 2007. Teacher

receives the $8,500 increase for the 2007-2008 school year.

ADOPTION: 8/21/91

REVISION: 5/4/93

REVISION: 4/9/98

REVISION: 1/3/06

Attendance Recognition

Sick Day Compensation

Early Retirement

Dental (single coverage)

REVISION ADOPTION: May 2, 2002

Attendance Recognition deleted

Professional and Support Staff

Commitment

REVISION: (Health Insurance)

First reading - May 8, 2003

Second Reading - May 15, 2003

REVISION: SEPTEMBER 6, 2001


NEW: Professional Staff Commitment

REVISION: TEACHER

RETIREMENT: 2002, 2006

REVISION: JANUARY 4, 2011

Anti-spiking Provision added

Professional Staff Retirement Section B.1 limitation of 5 employees for one-time cash

benefit of $5000 removed

REVISION: JUNE 10, 2015

PPC Agreement for FY2016-17:

o Increase Insurance buyout, change employee/district shares of healthcare

o Close enrollment in POS Health Plan, grandfather existing enrollees

Language clarifications from HR, including current limits from Insurance carriers



SUPPORT STAFF RETIREMENT

A. All benefits in this section apply to support staff employees who have worked at

least the equivalent of 15 years in the Souhegan Cooperative School District by

their final year of employment, who will be at least age 55 by June 30th of their

final year of service, and who provide notice of intent to retire to the board on or

before January 1 of the year preceding retirement.

B. An employee shall receive a one-time payment of $2,500 by May 31st preceding the

designated year of actual retirement.

C. In their final year of employment, the employee will receive $4,250 payable in 22

or 26 pay periods (as elected by the employee) throughout the year. . All

employees meeting the criteria in paragraph A shall receive this benefit.

D. Example: Support staff employee plans to retire as of June 30, 2009 and meets the

eligibility criteria; in order to be eligible for this benefit, written notice must be

received on or before January 1, 2008. Staff member receives this one-time cash

benefit of $2,500 by May 31, 2008. Staff member receives the $4,250 salary

increase for the 2008-2009 school year.

ADOPTION: 8/21/91

REVISION: 5/4/93

REVISION: 4/9/98

REVISION: 1/3/06


Sick Day Compensation

Early Retirement

Dental (single coverage)

REVISION ADOPTION: May 2, 2002

Attendance Recognition deleted

Professional and Support Staff

Commitment

REVISION: (Health Insurance)

First reading - May 8, 2003

Second Reading - May 15, 2003

REVISION: SEPTEMBER 6, 2001


NEW: Professional Staff Commitment

REVISION: RETIREMENT: 2002, 2006

REVISION: JANUARY 4, 2011

Support Staff Retirement Section

B.1 limitation of 5 employees for

one-time cash benefit of $5000

removed

REVISION: JUNE 10, 2015

Remove NHRS enrollment

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SOUHEGAN POLICY GCBDA/GDBDA

INDIVIDUAL EMPLOYEE INVESTMENT FUND

If a majority of the Souhegan Cooperative School District employees whosepositions are covered by Group I of the New Hampshire Retirement System shall vote againstcoverage under the Social Security Act, as defined by RSA 101:2 VII, in reliance upon thefollowing Policy, the Souhegan Cooperative School Board unanimously agrees to vote for andenact the following:

The Souhegan Cooperative School Board agrees that this Policy will remain ineffect, (1) in perpetuity, or (2) for so long as there is a Social Security Act as defined by RSA101:2 VII which offers coverage to Souhegan Cooperative School District employees whosepositions are covered by Group I of the New Hampshire Retirement System (hereinafter"Employees"), (3) or until such time as the Employees vote to be covered by Social Security, or (4) until such time as the Social Security Act shall require the Employees to participate in thecoverage of the Social Security System, whichever time period shall be shorter. Under nocircumstances shall any social security coverage put into effect after March 30, 1993 beretroactive to any date preceding the effective date of said social security coverage.

Under this Policy, the Souhegan Cooperative School Board shall contribute to anEmployee's individual Investment Fund an amount equal to eighty-five percent (85%) of theamount required under the Federal Insurance Contributions Act (FICA), as defined in RSA 101:2VIII, as may be from time to time amended, not including the Medicare coverage rate or anyother future coverage which may be added to the Social Security Act rate.

An individual Employee will be required to sign a written payroll deduction formauthorizing the deduction of an amount at least equal to the Souhegan Cooperative SchoolDistrict contribution to said investment. Payments into the Employee's investment shall be madewith the regularity and frequency required of FICA deductions. The Souhegan CooperativeSchool Board assumes no liability, obligation or responsibility beyond the timely and accuratedeposit of the District contribution and duly authorized Employee payroll deductions.

If any individual Employee should decline to authorize in writing a payrolldeduction at least equal to the Souhegan Cooperative School District contribution, the SouheganCooperative School District shall be relieved of any liability , obligation or responsibility to fundthat Employee's investment in accord with this Policy. If any individual Employee shouldrescind or terminate the written payroll deduction authorization, the Souhegan CooperativeSchool District shall be relieved of any liability, obligation, or responsibility to fund thatEmployee's annuity beyond the effective date of recision or termination.

A committee of seven members shall be elected at the organizational meeting inthe following manner and charged to oversee implementation of this Policy:

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Term Ending June 30 Teachers 2 Members Even years starting in 2000

1 Member Odd years starting in 2001

Guidance & Administration 1 Member Odd years starting in 2001

Support Staff 1 Member Even years starting in 20001 Member Odd years starting in 2001

Superintendent's Office 1 Member Even years starting in 2000

Members of this committee shall be elected by their constituent group. All memberselected subsequent to the organizational meeting shall serve two-year terms or until theirreplacement has been duly elected.

The committee shall qualify companies and specific investment programs as eligibledepository plans for District and Employee contributions. The Superintendent, or his/herdesignee, shall administer this Policy.

ADOPTION: March 1993, IN PERPETUITY

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SOUHEGAN Policy GCC/GDC

PROFESSIONAL AND SUPPORT STAFF LEAVES AND ABSENCESGENERAL PROVISIONS

The number of days of leave will be prorated for part-time employees.

SICK LEAVE

The Board will grant fifteen (15) sick leave days annually without the loss of pay. Absencesdue to the employee’s illness, disability, quarantine or disability caused or contributed to bypregnancy, miscarriage, abortion, childbirth and recovery there from,, as well as sickness inthe immediate family (spouse, son, daughter, son-in-law, daughter-in-law, father, mother,father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, grandparent orgrandchild or other close relative or friend) and/or immediate household, if the employee sodesires shall be charged against sick leave. The number of days shall be prorated for part-time employees. Such leave not used in the year of service shall be accumulated for use insubsequent years up to a total accumulation of ninety (90) days plus the days due in thecurrent school year.

Essential treatments, examinations for diagnostic purposes and other absences definitelyrelated to an employee’s health will be allowed as sick leave when such treatment orexaminations must be made during the school time. The employee may be required to furnishsatisfactory medical proof of illness or disability. Not withstanding the reference to unpaidleave and the Family Medical and Leave Act in policy GCC/GCCA, an employee may useup to eight weeks of accumulated sick leave to care for a newborn child or newly-adoptedchild

SICK LEAVE BANK

SICK LEAVE BANK. A voluntary sick leave bank will operate for the benefit ofemployees who exhaust their accumulated sick leave before becoming eligible to apply fordisability insurance benefits. Each employee who chooses to participate will contribute onesick leave day upon his or her initial enrollment. The Board will assist in this program bymaking a donation of 75 days to start the Bank and a second and final donation of anadditional 75 days the first time days in the Sick Leave Bank fall one below the number ofenrolled employees. The number of days in the Bank will be maintained at a minimum equalto the number of employees enrolled. When the Sick Leave Bank falls one day below thisminimum, each enrolled employee will donate one additional day. The number of days inthe Sick Leave Bank will carry over from year to year.

An enrolled employee may apply to draw up to 60 days from the Bank, or up to the numberof days needed until eligible to receive disability insurance, whichever is less.

The Sick Leave Bank will be administered by a five-member committee, as follows: two (2)members designated by the faculty steering committee, two (2) members representing

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support staff, and one (1) administrator designated by the School Board. Each member willserve on the committee for one year and until a successor is appointed. A majority of themembers present constitutes a quorum and a majority vote of those present and votingdecides all questions. Guidelines for application by an employee to the Sick Leave BankCommittee will be established and published by the Sick Leave Bank Committee.In the event the superintendent questions a recipient's eligibility to receive sick leave benefitsfrom the Sick Leave Bank, the superintendent may require proof that the employee is eligibleto receive such benefits including a licensed provider's certifying to the disability or illnessof the recipient.

An employee may only enroll in the Sick Leave Bank within 20 school days afteremployment is approved by the board and annually thereafter during the month ofSeptember.

No employee may receive days from the Sick Leave Bank and long-term disability insurancepayments at the same time.

BEREAVEMENT LEAVE

Bereavement leave during the year shall be granted, with pay, to an employee who requestssuch leave for each occurrence of a death in the immediate family. Additional days may begranted at the discretion of the building principal or his designee.

PERSONAL LEAVE

Personal leave during each year may be granted, with pay, to employees who request suchleave to conduct urgent and compelling matters which cannot be accomplished at any othertime. Requests shall be submitted whenever possible, in writing, to the principal or hisdesignee at least one week in advance.

Employees may be required to provide a reason for taking a personal day if the day isadjacent to a holiday or vacation or if they are requesting a personal day that would take theirtotal personal days to more than three in any one year.

UNPAID LEAVE

Upon written application to the superintendent, the board may grant requests for extendedleaves of absence up to one year, without pay or benefits. To be eligible for such leave theemployee must have worked in the Souhegan School District a minimum of three years.Extensions, renewals, or modifications of leaves may be granted upon the teacher's writtenrequest to the superintendent and the superintendent's recommendation to the board andsubsequent board approval.

Any unpaid leave granted to an employee shall conform to all applicable provisions of theFamily and Medical Leave Policy.

Upon agreement of the insurance carrier, any employee who is on authorized unpaid leavemay be permitted to continue health and life insurance benefits provided under this contract

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at the employee’s request and sole expense, on condition that the employee remit the full monthly premium by check payable to the Souhegan School District, c/o theSuperintendent’s Office, no later than the 15th day of the month preceding the month thepremium is due.

In the event the employee fails to remit the premiums due after receiving written notices ofpayment due, the benefits provided by board policy shall terminate immediately withoutfurther payment-due notices to the employee and the employee may not be re-enrolled in thegroup insurance plan for which the premiums were being paid until the employee returns toactive service.

All benefits to which an employee was entitled at the time the leave of absence commencedand which are currently in effect for employees, including unused accumulated sick leave,shall be restored to the employee upon return, and the employee shall be assigned within thescope of the employee’s certification and qualifications.

Leaves of absence for other reasons may be granted at the sole discretion of the board.

In the event of authorized unpaid leave, the employee shall retain such service as wasaccrued on the date of the authorized unpaid leave and commence further accrual only uponreturn. An employee shall not accrue service during such unpaid leave.

FAMILY AND MEDICAL LEAVE ACT (FMLA)

The district will comply with federal and state statutes, as amended from time to time,relating to family and medical leave. Any such provisions shall be deemed to operateconcurrently with any paid or unpaid leave granted pursuant to any adopted board leavepolicy. The district will comply with any rights or benefits contained within such federal orstate statutes which provide for any rights or benefits which exceed those contained in anyboard-adopted leave policy only to the extent and for the duration required by statute(s).

The Federal Family and Medical Leave Act of 1993 grants an eligible employee up to acombined total of 12 weeks of unpaid leave per year for the following situations:

1. the birth, adoption, or foster placement and first-year care of a child;2. the serious illness of an employee's spouse/partner, sibling, parent, or child;

and3. the employee's own serious illness.

During the 12 weeks, or less, of leave taken under the 1993 Family and Medical Leave Act,the board will continue its contribution to heathcare coverage on the same basis as prior tothe leave.

Eligibility for leave under this Act is restricted to employees who have worked at least 1,250hours during the 12-month period preceding the start of the leave.

The superintendent may require that a request for leave be supported with certification from

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the physician of the employee, spouse, partner, parent, or child concerning the date themedical condition began and the probable duration of the condition. The superintendent mayalso require certification from the physician regarding the employee's fitness to return towork.

The board may grant an employee's request to extend unpaid leave up to one year; in thiscase, however, the board's contribution to the employee's health premium is limited to thefirst 12 weeks.

Upon agreement of the insurance carrier, any employee who is on authorized unpaid leavebeyond the period covered by the Family Leave and Medical Act is permitted to continuehealth, dental, and life insurance benefits provided by the district at the employee's requestand sole expense, on condition that the employee remit the full monthly premium by checkpayable to the Souhegan Cooperative School District, c/o the superintendent's office, no laterthan the 15th day of the month preceding the month the premium is due. In the event theemployee fails to remit the premiums due after receiving one written notice of payment dueby registered mail, the benefits provided shall terminate immediately without furtherpayment-due notices to the employee and the employee may not be re-enrolled in the groupinsurance plan for which the premiums were being paid until the employee returns to activeservice.

All benefits to which the employee was entitled at the time the leave of absence commencedand which are currently in effect for employees, including unused accumulated sick leave,shall be restored to the employee upon return. Leaves of absence for other reasons, or formore than one year, may be granted at the sole discretion of the board.

MILITARY LEAVE

Personnel on short-term active duty with the Reserve/National Guard shall be entitled to paydifferential and continued benefits for up to two weeks of service per year when duty cannotbe deferred until the summer.

JURY DUTY

Upon presentation of a court subpoena, an employee shall be allowed to leave for witnessor jury service. The employee will receive as pay from the district the difference betweenthe pay for jury duty and/or witness fee and the district pay.

ADOPTION: 8/21/91 SOUHEGANADOPTION: 2/21/94 Souhegan Sick Leave Bank and Unpaid Leave PoliciesREVISION: 6/8/95

Souhegan Sick Leave and Sick Leave Bank Policies

REVISION ADOPTED : May 2, 2002

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SOUHEGAN Policy GCCAF/GDCF

SABBATICAL LEAVE

Sabbatical leave may be granted by the board to a full-time employee for study that will enhanceSouhegan High School and the employee, subject to the following conditions:

a. The employee has worked at least 35 hours per week and completed at least seven fullschool years of service in the Souhegan School District.

b. Up to two employees may be granted sabbatical leave in each two-year period, subject toschool board approval and voter appropriation of sufficient funds.

c. Application for sabbatical leave must be in the superintendent's office not later thanNovember 15 for the following school year. The application shall detail the project to beundertaken during the sabbatical year and set forth the value of such leave to the highschool and employee.

d. Sabbatical leave may be granted to employees who design an independent study or enrollin a formal program at an accredited college or university which leads to skills andspecialization which are needed by the district.

e. Decisions granting sabbatical leave will be made by the board upon the recommendationof the superintendent no later than January 15 at which time an eligibility list will beestablished for those with acceptable proposals not immediately granted such leave. Employees must accept or refuse the leave by January 31. When an employee refuses asabbatical leave, the next employee on the eligibility list shall be offered the leave.

f. Funds to support a board-approved sabbatical leave will be included in the budget. However, the Board reserves the right to rescind its approval in the event the operatingbudget is reduced at an annual or special school district meeting or some other financialemergency arises. In the case of recision because of a financial emergency, the boardshall reimburse the teacher for any pre-paid expenses.

g. An employee on sabbatical leave shall be paid one-half his or her normal salary for theduration of the sabbatical, with the duration not to exceed one school year.

h. A half-year or full-year sabbatical shall count as one year of teaching experience on thecompensation schedule. If qualified, the returning employee may advance to higherdegree level.

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i. All fringe benefits will be retained during the leave with the exception of coursereimbursement and accumulated sick leave days which will resume when the employeereturns to full time work. Returning to the position the employee held immediatelybefore the sabbatical leave will be carefully considered, but it cannot be guaranteed;however, the employee will be assigned within the scope of the employee’s certificationand qualifications.

j. As a condition of receiving final approval for a sabbatical leave, an employee must filewith the superintendent the provided contract agreement which stipulates the employee'sreturn to Souhegan High School for a period of two years after the expiration of thesabbatical leave. If the employee leaves before completion of the above requirement, theemployee must repay the district an amount prorated to the remaining service. Repayment may be deferred only when physical disability is incurred or by mutualconsent of the parties.

k. After having received a sabbatical leave, an employee may apply for a second leave onlyafter seven additional full school years of service at Souhegan High School.

l. A report or summary of the sabbatical leave shall be submitted to the faculty, thesuperintendent and the board upon the completion of the leave. Periodic progress reportson the sabbatical leave, as requested by the board and the administration, shall befurnished by the individual during the leave period.

m. Employees on sabbatical will be entitled to $600 for course work, workshops, seminars,and institutes subject to prior approval by the superintendent.

ADOPTION: December 1995REVISION: August 1999

SOUHEGAN Policy GCE

PROFESSIONAL STAFF RECRUITING

The board and administrative personnel realize that a sound educational system cannot be builtand maintained without definite procedures for recruitment of personnel.

1. The quality of the educational program is dependent upon the employment and retentionof high caliber personnel.

2. All employees share a common responsibility for the recruitment of the type of staffneeded. They are expected to help in every way possible and specifically by making thesystem aware of outstanding prospects at every opportunity.

3. Staff recruitment is the responsibility of the principal. Other staff will assist the principalas needed.

4. First consideration will be given to those applicants seeking permanent rather thantemporary employment.

5. The superintendent shall ensure a thorough check is made of the candidate’s prior record,prior to nomination to the board. See Policy GBCD for background information andcriminal record check.

6. All professional staff selected for employment must be nominated by the superintendentand approved by the board.

7. In selecting nominees for professional positions, the superintendent, after consideringrecommendations of subordinates, will be guided by professional qualifications andcredentials, including state certification or certifiability; successful teaching experience;specific requirements of position; and budget considerations.

8. Every prospective employee will be given the reason for the vacancy he or she is applyingto fill including, but not limited to, injury or illness, new position, resignation, retirement,sabbatical and leave of absence. The duration of employment expected to result fromillness, injury or leave of absence will be communicated to the prospective employee.

Every prospective employee, irrespective of the specific vacancy leading to his or heremployment, will be notified of supervision and performance evaluation procedures and

state laws and regulations relative to contract renewal and non-renewal.

ADOPTION: May 1991

SOUHEGAN Policy GCG

PART-TIME AND SUBSTITUTE EMPLOYEES

The superintendent shall cause a list of qualified substitute teachers to be maintained who may becalled on to replace regular employees who are absent. Such a list shall be filed with theprincipal of each school.

Insofar as possible, the principal or a designated staff member or commercial service will callpersons on the substitute list for the grades and/or subjects for which they are listed. A personwhose name does not appear on the substitute list may not be employed in the school districtexcept when specifically approved by the superintendent. Principals will be responsible forseeing that the work of the substitutes is as effective as possible and will provide substitutes withorientation and supervision.

See Policy GBCD for background information and criminal records check.

RATE OF PAY FOR SUBSTITUTES

The rate of pay for a substitute for the first twenty consecutive school days shall be set by theboard and subject to periodic review.

Whenever a fully qualified substitute is required for a period in excess of twenty consecutiveschool days and the substitute will have full responsibility for the instruction, including planninglessons and grading students, such a substitute will be placed at the minimum daily teacher salaryfor the district beginning with the twenty-first day.

Whenever the period of substitution continues beyond thirty consecutive days the substitute will,if fully qualified, be appropriately placed on the salary guide beginning with the thirty-first dayfor as many additional consecutive days as the substitute may continue in the position. When a supervisory teacher is absent for the day, the student teacher, if qualified, may serve asthe substitute teacher, and be paid at the prevailing substitute rate.


SOUHEGAN Policy GCH

PROFESSIONAL STAFF ORIENTATION

The board recognizes that an appropriate orientation program can aid in the assimilationof new staff members into the school system and can also contribute to the continuedgrowth of returning personnel. It will, therefore, be the responsibility of thesuperintendent, or his designee, to provide for an annual orientation of all professionalstaff members.

The orientation of returning personnel will focus upon the changes which have occurredduring the previous year and the general goals for the coming year.

Orientation of personnel new to the school system may extend over a longer period oftime and will provide a broadly based effort to supply information and background detailswhich will improve the new employee’s understanding of the district's framework--including policies of the board, rules and regulations, and the instructional program.

The principal or immediate supervisor shall implement a mentoring program for everyprobationary teacher upon entrance of the probationary teacher into the school system. The mentoring teacher, insofar as possible, shall be an experienced teacher and shall beengaged in teaching within the same grade, building, or discipline as the probationaryteacher. The mentoring teacher will assist the probationary teacher in acclimating to theteaching profession and the school system. The mentoring teacher shall not be involvedin the evaluation of the probationary teacher.

The building principal or the immediate supervisor shall orient all teachers to theevaluation procedures and standards during the first two weeks of their assignment totheir respective building or program. No formal observations shall take place until suchorientation has been completed.

ADOPTION: May 1991

SOUHEGAN Policy GCI

PROFESSIONAL DEVELOPMENT MASTER PLAN

It is the wish of this school board to sustain a high level of knowledge, skills, and preparednessamong its professionally certificated employees. The board supports its educators in themaintenance of the appropriate teaching credentials, certificates, and licenses, as prescribed by NewHampshire laws and Department of Education regulations. The board values its faculty’s ongoingpursuits of knowledge and skills that will help students learn. The board also values thoughtfulplanning and efficient management of all resources, to achieve the goal of a professional learningcommunity.

It shall be the responsibility of the superintendent to develop, implement, and maintain aProfessional Development Master Plan and to administer the plan in the district with and for theappropriate staff, in order to help achieve the objective of a highly qualified professional staff andeffective learning by the district’s students.

Reference: NH DOE Regs: 512.0

ADOPTED: June 21, 2001

SOUHEGAN Policy GCJA

STAFF DEVELOPMENT REIMBURSEMENT

The Souhegan Cooperative School Board shall reimburse professional and support staff members

for approved staff development activities at the rate set by the board of $700 annually per

professional staff and $350 for support staff and will not otherwise be under spent to offset over

expenditures in other budget line items.

All staff members will be reimbursed in two installments, the allocated share followed by a

prorated share of the balance of any funds remaining, not to exceed $2500 in approved

reimbursement in any given year.

The principal will have the discretion to budget additional professional development monies for

individual approved staff development activities (not to include coursework) that exceed $2,500 in

cost, are proposed in the prior fiscal year, and are ascertained to improve instruction and/or student

learning.

Professional development budgets for professional and support staff will be set using the following

formula: If 90% or above of the budgeted amount is used than the budget amount for the following

year will increase by 5%. If below 80% of the budgeted amount is used than the budgeted amount

for the following year will decrease by 5%.

ADOPTION: May 2, 2002

REVISED: January 8, 2007

REVISED: January 4, 2011

One time FY2012 process for reimbursement to smooth transition added

New process for reimbursement of expenses above $2500 defined for FY2013 going

forward

REVISED: December 5, 2013

REVISED: June 10, 2015: Increased rate, added variable budget formula.

SOUHEGAN Policy GCK

PROFESSIONAL STAFF VACANCIES AND REASSIGNMENTS

Notices of vacancies will be posted in the superintendent’s office and in the principal’s office ineach school comprising SAU 39. The notice shall contain the date of posting, a description ofthe position, reason for the vacancy if by resignation, retirement, sabbatical, or leave of absence,name and location of school, name of the person to whom the application is to be returned, andthe date by which the application is to be submitted.

A teacher who desires a change in grade and/or subject assignment may file a written statementwith the principal no later than March 1. Such statement shall include the grade and/or subject towhich the teacher desires to be assigned and the reason for requesting the change. The principalwill discuss the request with the teacher with 15 work days and render a decision.

A teacher whose grade and/or subject assignment must be changed will be notified in writing asearly as possible by the principal. Teachers affected by a possible change in grade and/or subjectassignment will be consulted before the principal renders a decision. The affected teacher mayrequest reconsideration, by the superintendent whose decision shall be final.


SOUHEGAN Policy GCM-R

PROCEDURE FOR DETERMINING FULL-TIME EQUIVALENCY (FTE)

Full-time and part-time work load for salaried faculty is determined by the chart.

FTE Course Load

Sample Assignments (NOTE: 3 trimesters = 1 full)

0.2 0.5 to 0.83 Adv. Adv. + 1 Tri 2 Tri

0.3 1.0 to 1.33 1 Full Adv. + 2 Tri 1 Full + 1 Tri

0.4 1.5 to 1.83 1 Full +Adv. 1 Full + Adv. + 1 Tri 1 Full + 2 Tri

0.5 2.0 to 2.33 2 Full 1 Full + Adv. + 2 Tri 2 Full + 1 Tri

0.6 2.5 to 2.83 2 Full + Adv. 2 Full + Adv. + 1 Tri 2 Full + 2 Tri


0.8 3.5 to 3.83 3 Full +Adv. 3 Full + Adv. + 1 Tri 3 Full + 2 Tri


1 4.5 to 4.83 4 Full + Adv. 4 Full + Adv. + 1 Tri 4 Full + 2 Tri

The following situations constitute an overload and will result in an increase in FTE beyond full-time.

1.05 5.0 to 5.17 5 Full 4 Full + Adv. + 2 Tri

1.1 5.5 to 5.83 5 Full + Adv. 5 Full + Adv. +1 Tri 5 Full + 2 Tri

FIRST READING: August 2003

REVISED: December 5, 2013

REVISED: September 4, 2014

SOUHEGAN Policy GCOC

EVALUATION OF ADMINISTRATIVE STAFF

The purpose of evaluating the performance and effectiveness of administrators is to promoteimprovement in the administrative function, to recognize exceptional professional performance,and ultimately to bring continued improvement in the teaching-learning process in the highschool.

Each administrator's performance and effectiveness will be evaluated annually within the scope ofthat person's area of responsibility, system-wide goals and objectives, and individual performanceobjectives.

Major areas of responsibility on which individuals may be evaluated are established in their jobdescriptions. Such areas include: curriculum and instruction, staff relations, pupil relations, fiscalmanagement, building management, program management, school-community relations, parentalinvolvement, supportive services, professional growth plans, and other responsibilities, includingSAU-wide matters that affect the high school.

Goals and objectives are developed annually by the administrative team for the improvement ofall schools, including the high school. Individual performance objectives will be agreed to by theappraiser and appraisee, and may relate to SAU-wide goals and objectives, areas of responsibilityat Souhegan High School, and/or personal growth.

For the principal, the method of evaluation will consist annually of a self-appraisal and anadministrator performance evaluation. Every year, a questionnaire related to the principal’sperformance will be developed by the superintendent and completed by the administrative team(the deans), with the results given to the principal for his reflection and inclusion in his self-appraisal. Every two years, a questionnaire prepared by the principal and approved by thesuperintendent will be completed by the faculty and staff, and the results shared with the facultyand staff, the superintendent, and the school board. No later than March 30 of each year, thesuperintendent shall present to the school board his evaluation of the principal and every otheryear, the results of the faculty and staff questionnaire.

For other Souhegan administrators, the method of evaluation will consist annually of a self-appraisal and an administrator performance evaluation done by the principal. Every two years, aquestionnaire related to the performance of each administrator and prepared by the principal willbe completed by the faculty and staff, and the results shared with the faculty and staff, theprincipal, the superintendent, and the school board. No later than March 30 of each year, theprincipal shall present to the school board his evaluation of the Souhegan administrators and everyother year, the results of the faculty and staff questionnaires.

No later than March 30, the superintendent will make recommendations concerning the continuedemployment and compensation of each administrator based on the results of the evaluationprocess.

ADOPTION: May 16, 2002

SOUHEGAN Policy GCR

NONSCHOOL EMPLOYMENT BY PROFESSIONAL STAFF

When a person is hired on a regular, full-time basis, the board considers that it has giventhat person full-time employment. It shall, therefore, expect all employees to give theresponsibilities of their positions in the district precedence over any type of outside part-time work.

The outside work done by a staff member is of concern to the board insofar as it may:

1. Prevent the employee from performing his responsibilities in an effective manner.

2. Be prejudicial to his effectiveness in the position; or might compromise orembarrass the school district.

3. Raise a question of conflict of interest -- for example, where the employee'sposition in the district gives him access to information or another advantage usefulto the outside employer.

Therefore, an employee will not perform any duties related to an outside job during hisregular working hours or during the additional time that he needs to fulfill theresponsibilities of the position; nor will an employee use any district facilities, equipment,materials or proprietary information in performing outside work.

A supervisor who observes that an employee's outside work activities are adverselyaffecting his job performance should advise the employee to resolve the situation. If itcannot be resolved to mutual satisfaction, then the supervisor shall make a report to thesuperintendent.

The superintendent will oversee the carrying out of the policy, advise the board of anypolicy abuse, request any policy exceptions, and notify the board of any need for policychange.


SOUHEGAN Policy GCRC

STAFF CONSULTING ACTIVITIES

The board is pleased to have members of the staff serve as consultants for outsideindividuals and organizations, provided that their responsibilities to district paid positionsin the school system are adequately met. Each staff member is expected to restrictoutside work to non-district paid hours.

A supervisor who observes that an employee's outside work activities are adverselyaffecting job performance should advise the employee to resolve the situation. If itcannot be resolved to mutual satisfaction, then the supervisor shall make a report to theprincipal. Any concern that the principal’s consulting is adversely affecting jobperformance shall be brought to the principal’s attention by dean-level administrators. Ifthe concern is not resolved, then it shall be reported to the superintendent by anadministrator at the dean level.

The superintendent will oversee the carrying out of the policy, advise the board of anypolicy abuse, request any policy exceptions, and notify the board of any need for policychange.

ADOPTION: May 1992

SOUHEGAN Policy GCRD

TUTORING FOR PAY

No Souhegan teacher may receive pay for tutoring any Souhegan High School studentduring the school year, except for home bound instruction assigned by the schoolprincipal.

All questions regarding tutoring should be referred to the principal.

ADOPTION: May 1992

SOUHEGAN Policy GCTA

LEAVE OF ABSENCE FOR EMPLOYMENT WITHIN SAU 39

The Amherst, Mont Vernon and Souhegan school boards may grant an employee an unpaid leaveof absence from one SAU 39 district to work in another SAU 39 district for one year withoutlosing accumulated benefits in the district granting the unpaid leave of absence, subject to therecommendation of the superintendent and approval by both school boards. A one-year unpaidleave of absence may be extended an additional year, subject to superintendent and boardapproval.

At the conclusion of the unpaid leave of absence, the employee may either (1) return to thedistrict granting the unpaid leave without loss of accumulated benefits from that district, or (2)resign from the district and continue employment in the district in which he or she worked duringthe unpaid leave, subject to the superintendent’s recommendation and school board approval.

ADOPTION: June 1994

SOUHEGAN Policy GDL

SUPPORT STAFF FLEX TIME

At the direction of the Principal, a flexible redistribution of contracted days (flex time) may beassigned the week before the new school year begins. The purpose of flex time is to assist theteachers in preparing for the new school year, while at the same time not adding to the number ofdays a member of the support staff is contracted to work for the year.

ADOPTION: SEPTEMBER 6, 2001

SOUHEGAN Policy GDM

SUPPORT STAFF ASSIGNMENT TO ADVISORY

Support staff who are assigned by the principal to Advisory responsibilities, who accept theassignment, may have the length of their work day extended by thirty minutes for every day theadvisory meets and the staff member satisfactorily fulfills his/her responsibilities. Support staffwill be compensated at their regular hourly rate of pay for all such completed assignments.

ADOPTION: SEPTEMBER 6, 2001

SOUHEGAN COOPERATIVE SCHOOL DISTRICT

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