Volume 10, Number 2, November 2016
December 23- January 2
MPS prohibits workplace harassment | Winter break | HR office hours over winter break | TIR program | Reimbursement for unused sick leave | Classified lateral transfers | Work related injuries | Mobile on-site mammography | Election day | Medicare | HR spotlight |
MPS does not tolerate workplace harassment. A substantiated charge of harassment or retaliation against an employee who reports harassment will subject the employee to disciplinary action.
Under board policy GBCX, workplace harassment means any unwelcome verbal, written or physical conduct that denigrates or shows hostility toward an employee, applicant, volunteer, vendor or contractor because of race, color, national origin, age, gender, sexual orientation, religion, disability, marital status or pregnancy, if the conduct:
- creates an intimidating, hostile or offensive work environment
- unreasonably interferes with an employee's work performance
- affects an employee's work performance
- affects an employee's employment opportunities or compensation
Workplace harassment also includes any unwelcome sexual advance, request for sexual favors or verbal, written or physical conduct of a sexual nature by an employee, volunteer, vendor or contractor.
The policy outlines how employees may resolve harassment by confrontation, written documentation, or a report filed with supervisors or administrators. If a report is filed, it must be sent within two working days, for investigation, to Human Resources. Reports will be treated confidentially to the extent feasible.
Help stop harassment
Employees are encouraged to review the policy and regulation. Always notify an administrator or a supervisor of a possible workplace harassment situation. For more information contact:
- Christi Chapman, Classified Director, Human Resources (480) 472-0420
- Bruce Petersen, Certificated Director, Human Resources (480) 472-0403
- Shaun Holmes, Assistant Superintendent, Human Resources (480) 472-0412
First semester ends on Tuesday, December 20 and is an early release day for students. Students will return to school on Wednesday, January 4, following winter break.
All short term employees will be off work from Wednesday, December 21 through Tuesday, January 3. No absence requests are necessary. This group includes:
- All Certificated employees, contract or hourly
- Full time Classified employees and Supervisors who are not on a 12 month contract
- Most part time, temporary and substitute Classified employees
- Student workers
- Substitute teachers
All school-based administrators will be off work from Wednesday, December 21 through Tuesday, January 3. No absence requests are necessary.
All other twelve month staff will be off work from Friday, December 23 through Monday, January 2. Absence requests are not necessary for this time period. Employees in this group are expected to work or use accruals on December 21 - 22 and January 3rd. Absence requests in TCP are required for time not worked on these three days. This group includes:
- Department administrators
- All Classified supervisors who are on a 12 month contract
- All Classified employees who are on a 12 month contract
- Part-time Classified employees hired to work 12 months
The Human Resources and Employee Benefits departments will be open for business on December 21 - 22 and January 3rd. Staff are available for new hire processing, fingerprinting, replacement badges and other services. The offices will be closed December 23 through January 2, and reopen at 7:30 am on January 3rd.
Office hours during Winter Break:
- Wednesday, December 21: 7:30 am to 4:00 pm
- Thursday, December 22: 7:30 am to 3:45 pm
- Tuesday, January 3: 7:30 am to 4:00 pm
The Arizona Department of Education (ADE) has an alternative pathway to becoming a certified teacher for those individuals who currently possess a Bachelor's degree and who have not completed the traditional teacher preparation program. This program is called the Teacher-In-Residence (TIR) program and takes two years to complete. To participate in this program you must be selected for a current vacant teaching position and then complete the entrance requirements required by the college or university providing the required course work. This program allows individuals to work as a highly qualified and certified teacher while earning a teaching certificate. The TIR program is also available to certificated employees who are currently teaching in a regular education classroom and are interested in moving to a special education classroom.
If you would like to find out more about this program and investigate the opportunity, visit our TIR info page or contact Ginger McCarty at 472-0408.
Employees with at least five (5) continuous years of service with the district are eligible for reimbursement of any unused sick leave days. Upon termination/interruption of service to the District by retirement, resignation, death, or reduction in force under the following provisions, providing funding for reimbursement is available:
1. Certificated employees with at least five (5) continuous years of service with the district, who terminate by retirement and who notify the District of their retirement prior to the following deadlines, shall be reimbursed at sixty (60.00) dollars per day for up to two hundred forty (240) days:
a.) Retire at the end of the contract term: Notify by March 1
b.) Retire at the end of the first semester: Notify by October 1
Certificated employees with at least five (5) continuous years of service with the district, who terminate by retirement and fail to notify the district by the deadlines outlined above, shall be reimbursed at fifty-five (55.00) dollars per day for up to two hundred twenty (220) days.
Classified contract staff may submit lateral transfer requests from October 1 to March 11. When Human Resources receives your form, you will be considered for vacancies at your current classification and salary range. Late requests will not be considered. Lateral transfer request forms are posted online or may be obtained from your site secretary.
Report injuries (no matter how minor) to your school nurse and/or immediate supervisor, who will fill out a Report of Industrial Injury. Receive first aid, as needed, administered by the school nurse. If the injury requires medical care, you will be directed to the Concentra Medical Center, or to the nearest emergency room if the injury is life threatening.
If you need continued medical care following a work-related injury, all follow-up appointments and appointments for physical therapy, X-rays, ancillary services, etc, are to be scheduled outside your normal work hours. If you earn accrued sick leave, you may use sick leave for medical appointments with prior approval from your immediate supervisor. After you received the appropriate medical treatment and you are released to return to work, notify your supervisor immediately, If you are given restrictions, you must discuss these with your supervisor for accommodation.
Smartschoolsplus employees working in a school or district department are not subject to these procedures. If you are an employee of smartschoolsplus, please follow your workers compensation process in reporting an injury. Your injury/accident form is available through your employee portal with smartschoolsplus. Contact smartschoolsplus with any questions.
Register today for your mammogram with Mobile On-site Mammography (MOM). The MOM unit will be at 10 district locations in the month of November. You can visit the MPS wellness site at mpsaz.org/wellness for additional information or view the schedule here.
Make your appointment today by calling 480-967-3767 or 1-800-285-0272. Mammograms are covered under the district's medical plan, as well as many other major insurance plans. If you are without insurance, the cost is only $167.
District employees may request time away from work for the purpose of voting in a general election if there are less than three consecutive hours between the opening of the polls and the beginning of the employee’s regular work hours, or between the end of the employee’s regular work hours and the closing of the polls. If time off is needed, an entry in TCP will be needed. Some employees may find it is possible to make an adjustment in that day's work schedule to allow for time to get to the polls. Please discuss any modifications to your work schedule with your Supervisor prior to election day. The polls are open from 6:00 a.m. to 7:00 p.m. on Tuesday November 8, 2016.
If you or your eligible dependents are currently Medicare eligible, or will become Medicare eligible during the next 12 months, you need to be sure that you understand whether the prescription drug coverage that you elect under the Medical Plan options available to you are or are not creditable with (as valuable as) Medicare’s prescription drug coverage. To find out whether the prescription drug coverage under the Medical plan options offered by the District are or are not creditable you should review the Plan’s Medicare Part D Notice of Creditable Coverage.
These notices are posted each year by October 15th on the Employee Benefits website at www.mpsaz.org/benefits/publications, or by contacting the Employee Benefits department by calling (480) 472-7222.
Meet Sandra Ramirez and LeAnn Heaton, HR Technicians. Sandra and LeAnn oversee FMLA and other leaves for Classified and Certificated staff, among other duties. They have over 20 years combined experience in Human Resources and both have extensive knowledge in Leave and Absences Policy. Sandra and LeAnn are thoughtful and responsive and have a passion for helping others.
Sandra Ramirez LeAnn Heaton
Sandra can be reached at email@example.com or ext 20427. She can also help you with any questions regarding Classified:
- Comp time
- Contract changes
- Contract hire requests
- Exclusion lists Evaluations
- Medical leave assistance
- Resignations, retirements, and terminations
- Salary Placement
- Sick leave
LeAnn can be reached at firstname.lastname@example.org or ext 20402. She can also help you with any questions regarding Certificated:
- Annual contracts
- Exclusion lists
- Extended contract rates
- Medical leave assistance
It is the mission of the Human Resources department to provide quality customer service in all personnel operations with integrity, responsiveness and sensitivity to our employees and diverse community. Visit our who does what in HR page to determine who can best serve you.
Human Resources Matters is published by the Human Resources Department of Mesa Public Schools, an equal opportunity organization. If an employee feels that he or she has been discriminated against on the basis of gender, race, color, ethnicity, national origin, handicap or disability, the employee should contact the district's compliance officer, Shaun Holmes, Assistant Superintendent of Human Resources at (480) 472-0412.