Employee Handbook

Adopted on July 21, 2019

Table of Contents1.0 Welcome...............................................................................................................................................1

1.1 Introductory Statement.....................................................................................................................1

2.0 Employment Status...............................................................................................................................1

3.0 Business Ethics and Conduct.................................................................................................................1

3.1 Criminal Background Checks..............................................................................................................2

3.2 Conflict of Interest.............................................................................................................................2

4.0 Compensation.......................................................................................................................................2

4.1 Overtime............................................................................................................................................2

5.0 Vacation Policy......................................................................................................................................2

5.1 Pastoral Vacation Policy.....................................................................................................................3

5.2 Teacher/Principal Vacation Policy.....................................................................................................3

5.2.1 Summer Service..........................................................................................................................3

5.3 Non-Called, Full-Time Employee Vacation Policy...............................................................................4

6.0 Holiday Policy........................................................................................................................................4

6.1 Pastoral Holiday Policy.......................................................................................................................4

6.2 Teacher/Principal Holiday Policy.......................................................................................................4

6.3 Non-Called, Full-Time Employee Holiday Policy.................................................................................4

6.4 Teacher/Principal Scheduled School Breaks Policy............................................................................4

6.5 Non-Called, Full-Time and Part-Time Scheduled School Breaks Policy..............................................4

7.0 Family and Medical Leave......................................................................................................................5

7.1 Sick Leave..........................................................................................................................................5

7.2 Maternity and Paternity Leave..........................................................................................................5

7.3 Serious Health Condition...................................................................................................................5

8.0 Other Types of Leave.............................................................................................................................6

8.1 Bereavement.....................................................................................................................................6

8.2 Jury Duty............................................................................................................................................6

8.3 Military Leave....................................................................................................................................6

8.4 Leave of Absence...............................................................................................................................7

9.0 Work from Home for Non-Called Employees........................................................................................7

10.0 Payroll and Other Benefits...................................................................................................................7

10.1 Payroll..............................................................................................................................................7

10.2 Other Benefits.................................................................................................................................7

10.2.1 Insurance..................................................................................................................................7

10.2.2 Pension.....................................................................................................................................8

10.2.3 Housing Allowance...................................................................................................................8

10.2.4 Tuition Discount........................................................................................................................8

11.0 Reporting Structure.............................................................................................................................8

12.0 Performance Evaluations.....................................................................................................................8

13.0 Personnel Files.....................................................................................................................................8

14.0 Conflicts, Complaints, and Problem Resolution...................................................................................9

15.0 Harassment.........................................................................................................................................9

16.0 Dress Code...........................................................................................................................................9

17.0 Technology..........................................................................................................................................9

17.1 Devices and Equipment.................................................................................................................10

17.1.1 Portable Radios.......................................................................................................................10

17.2 Software........................................................................................................................................10

17.3 Internet Usage...............................................................................................................................11

17.4 Personal Communication Device Use by Staff...............................................................................11

18.0 Buildings and Grounds.......................................................................................................................11

18.1 Staff Parking...................................................................................................................................11

18.2 Smoking.........................................................................................................................................11

18.3 Drug and Alcohol Use....................................................................................................................12

19.0 Travel.................................................................................................................................................12

20.0 Purchases...........................................................................................................................................12

21.0 Workplace Injuries.............................................................................................................................12

22.0 Separation of Employment................................................................................................................12

22.1 Resignation....................................................................................................................................12

22.2 Staff Reduction..............................................................................................................................13

22.3 Dismissal/Removal for Cause.........................................................................................................13

22.4 Retirement.....................................................................................................................................13

21.5 Death of a Called Employee...........................................................................................................13

22.6 Unemployment Compensation......................................................................................................13

23.0 School Staff - Specific Guidelines.......................................................................................................13

23.1 Faculty (Teacher) Meetings...........................................................................................................14

23.2 Board of Education Meetings........................................................................................................14

23.3 Conventions/Professional Development.......................................................................................14

23.4 Parent-Teacher Organization.........................................................................................................14

23.5 Home Visits....................................................................................................................................14

23.6 Class/Field Trips.............................................................................................................................14

23.7 Events/Extra-Curricular Activities..................................................................................................15

23.8 Length of School Day.....................................................................................................................15

23.9 Mail and Email...............................................................................................................................15

23.10 Cumulative Records.....................................................................................................................15

23.12 Student Absence and Tardiness...................................................................................................16

23.13 Church and Group Bible Study Attendance.................................................................................16

23.13.1 Singing in Church..................................................................................................................16

23.14 Lesson Plans.................................................................................................................................16

23.15 Classroom Schedule.....................................................................................................................16

23.16 Substitute Teachers.....................................................................................................................17

23.17 Classroom Supplies......................................................................................................................17

23.18 Library..........................................................................................................................................17

23.19 Report Cards................................................................................................................................17

23.20 Grading Scales.............................................................................................................................17

23.21 Retention.....................................................................................................................................18

23.22 Supervision of Students...............................................................................................................18

23.23 Classroom Management..............................................................................................................18

23.24 Discipline.....................................................................................................................................18

23.25 Mandatory Reporting..................................................................................................................18

23.25.1 Child Abuse/Neglect.............................................................................................................18

23.25.2 Threats of School Violence....................................................................................................19

23.26 Student Safety.............................................................................................................................19

23.26.1 School Building Security........................................................................................................19

23.26.2 Safety Drills: Fire, Tornado, and School Safety Plan Drills.....................................................19

23.26.3 First Aid.................................................................................................................................19

23.26.4 Head Lice..............................................................................................................................20

23.27 School Closings............................................................................................................................20

23.28 Release of Students.....................................................................................................................20

23.29 Helping the Custodian.................................................................................................................20

23.30 Lunch and Milk............................................................................................................................21

23.31 Mission Offerings.........................................................................................................................21

23.32 Tuition and Fees Management....................................................................................................21

23.33 Scholarships.................................................................................................................................21

23.34 Non-Discrimination......................................................................................................................21

1.0 WelcomeWelcome to Trinity Evangelical Lutheran Church & School (Trinity) of Marinette, Wisconsin. Trinity is affiliated with the Wisconsin Evangelical Lutheran Synod (WELS). This handbook is designed to assist called and non-called employees in working efficiently and effectively while serving in the ministry at Trinity. Faithful use of the handbook, a commitment to Trinity’s routines and policies, and a willingness to be a positive ministry teammate go hand in hand while serving as a leader and role model for the congregation. May the Lord bless your service here and bring you joy and satisfaction as you serve others.

1.1 Introductory StatementThe contents of this handbook are presented as a matter of information only and are not all-inclusive. No employee handbook can anticipate every circumstance or question. Therefore, this handbook is not intended to create, nor does it create, contract rights. As a result, Trinity reserves the right to modify, supplement, or rescind any policy or portion of this handbook when it deems appropriate, in its sole and absolute discretion, with or without advance notice.

New rules, procedures, or policies supersede all previous written or oral practices. To the extent that any policy may conflict with federal, state, or local laws or regulations or a third-party benefit plan, Trinity will abide by the applicable federal, state, or local laws or regulations. The preceding sentence is not intended as a waiver of any right Trinity has or may have under the First Amendment to the United States Constitution.

2.0 Employment StatusEmployment status is determined by the number of hours worked and if the position is for a called or non-called employee. Employment status impacts benefits and policies related to your employment.

Called Employee – An employee who has received and accepted a formal charge from the synod or eligible sponsoring organization and is a pastor, teacher, missionary, or certified staff minister. Called employees are called on a 12-month basis and paid a fixed salary.

Non-Called Employee – An employee hired without a call and is not an independent contractor. Non-called employees are typically employed on a 12-month basis and generally paid on an hourly basis.

Full-Time Employee – An employee that regularly works at least 40 hours per week.

Part-Time Employee – An employee who regularly works less than 40 hours per week.

3.0 Business Ethics and ConductThe successful operation and reputation of Trinity is built upon the principles of Christian behavior, as established by God’s Word, and ethical conduct of Trinity’s employees. All information pertaining to Trinity and business dealings of Trinity is confidential and is not to be discussed or divulged to anyone unless the performance of their official duties requires access to the information or unless disclosure is required by law. Personal information that is shared by those who are served by Trinity’s employees is also included as confidential.

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Confidential information is to be used only in connection with the legitimate functions of an employee’s duties. Confidential information may be released only with proper authorization. If an employee is contacted about confidential information, the employee is to direct the inquiring party to the employee charged with responsibility for the requested information. Trinity will comply with all applicable laws and regulations and expects its officers, lay leaders, and staff to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In general, the use of good judgment, based on Christian principles, will guide an employee with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with the immediate supervisor.

3.1 Criminal Background ChecksCriminal background checks are run upon initial employment of all called or non-called employees. If, during employment, an employee is convicted of any crime or has been, or is being investigated by, any governmental agency for any act or offense, the employee must report this to their immediate supervisor as soon as possible but no later than the employee’s next working day. Failure to report in a timely basis will result in discipline up to and including termination of employment.

3.2 Conflict of InterestEmployees have an obligation to conduct business or otherwise perform their duties within guidelines that prohibit actual or perceived conflicts of interest.

4.0 CompensationSynod Code is a compensation plan established to serve as a guideline to assist calling bodies for compensating called employees based on years of service and salary ranges based on occupation, duties, and responsibilities. For non-called employees, compensation will be determined based on duties and the operating budget. Compensation is reviewed and approved by the Church Council and Congregation on an annual basis.

4.1 OvertimeWhen required by heavy workload demands or the needs of those served, Trinity may require any employee, non-called or called, to work overtime. Called employees will not be compensated for these additional hours. Effort will be made to give at least one day's notice when overtime must be worked, but Trinity reserves the right to require any employee to work extra hours when the need arises. Each supervisor must ensure that funds for overtime pay are available before authorizing overtime work. All overtime work must be authorized in advance by the appropriate supervisor of the employee working the overtime. Employees who work unauthorized overtime are subject to disciplinary action.

5.0 Vacation PolicyVacation is paid time off for full-time employees that can be used for scheduled vacation time, as well as scheduled and unscheduled medical-related needed time off. Vacation is accrued based on the fiscal year (July 1-June 30) and may not be carried over to the following fiscal year. Vacation granted during the year of hire is prorated based on the start date of the appointment. No cash payment will be given for unused vacation time.

In the case of employment separation, the employee will be paid for any accrued but unused vacation days. The amount of vacation the employee has earned will be prorated based on the number of full months worked in the current fiscal year. For example, if the employee terminates employment before August 31, the employee will have earned 1/12 of the employee’s total vacation days due to completing

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only 1 full month before termination. For full-time, non-called employees, the vacation days will be prorated based on the number of days worked in the current fiscal year.

Accrued but unused vacation time will be paid to the employee as soon as practical. If employment ends prior to 1 year of service, vacation time for that year is forfeited. Any vacation time used that has not been accrued will be repaid by the employee. Repayment will be deducted from the remaining paycheck(s), with any additional balance to be paid within 30 days of the final paycheck.

5.1 Pastoral Vacation PolicyThe vacation policy for pastoral staff is based on the number of years in the ministry and is defined as follows:

0-2 Years 2 weeks (12 days)3-14 Years 3 weeks (18 days)15+ Years 4 weeks (24 days)

The definition of a week for the pastoral vacation policy is defined as 6 calendar days. Pastoral staff are encouraged to take up to 1 day off per week that is not defined as vacation. That day must remain consistent from week to week. Any deviation must be communicated to the congregation at least 1 week in advance.

5.2 Teacher/Principal Vacation PolicyThe vacation policy for the teacher/principal is based on the number of full-time years in teaching/principalship or the public ministry and is defined as follows:

0-14 Years 3 weeks (15 days)15+ Years 4 weeks (20 days)

The definition of a week for the teacher/principal is defined as 5 calendar days. Since the nature of the work of the teacher/principal is to be available during student contact days, the teacher/principal may not use vacation days during the student contact days, unless their leave falls under the Family and Medical Leave policy.

5.2.1 Summer ServiceTeacher calls to Trinity are 12-month divine calls, so they should continue to perform comparable levels of ministry work during the traditional summer recess. They are entitled to use 3-4 weeks of uninterrupted vacation time during the summer recess, depending on their years of experience. Teachers must notify the principal or his designee as to the dates of their vacation. Any non-workdays in the summer will need to be used as vacation days.

Specific summer duties or projects for 12-month called teachers shall be up to the discretion of the Board of Education (BOE) and supervised by the principal. In planning, the principal and BOE must consider established vacation benefit guidelines. Summer school attendance, continuing education, and vacation days shall be paid workdays. Given the necessity to update curriculum and other school-wide initiatives, there will be mandatory group work scheduled for 3-4 weeks of the summer. These scheduled summer work dates will be determined by the principal and BOE by April 30 of each year. Teachers are expected to submit a summer schedule to the principal, annually by May 15. The summer schedule may include, but is not limited to, the following: vacation, mandatory group work, continuing education, family home visits, and work-from-home requests. Work-from-home requests must include a description of the work to be done and a completion date, before submitting to the principal and BOE for approval.

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The preceding guidelines were developed for Trinity to achieve quality credentials associated with Wisconsin Evangelical Lutheran Synod School Accreditation (WELSSA). Given the daily demands of a teacher when school is in session, it is paramount that focused time be allocated for school-wide work to be done during the summer.

Working from the church/school campus is the foundation of where the work should be done during the summer break. Face-to-face collaboration among teachers/staff is an effective method to produce creative, quality work. Other factors include having someone available at school during the summer to address potential student enrollment inquiries, deliveries, or congregational members who may be seeking assistance. There will, however, be opportunities for requesting some of the work to be done from home in the summer.

5.3 Non-Called, Full-Time Employee Vacation PolicyThe vacation policy for non-called, full-time employees (e.g., secretary, administrative assistant, janitor, and teaching aide) is based on years served at Trinity and is defined as follows.

0-2 Years 2 weeks (10 days)3-14 Years 3 weeks (15 days)15+ Years 4 weeks (20 days)

The definition of a week for the non-called, full-time employee is defined as 5 calendar days.

6.0 Holiday Policy6.1 Pastoral Holiday PolicyPastoral staff will receive compensatory time off for Independence Day. If the holiday conflicts with a scheduled worship service, Pastoral staff may take off a different day within the same pay period.

6.2 Teacher/Principal Holiday PolicyTeachers/principal are not required to work during Independence Day. If Independence Day falls on a Saturday, the paid holiday will be on the Friday prior. If Independence Day falls on a Sunday, the paid holiday will be on the Monday after.

6.3 Non-Called, Full-Time Employee Holiday PolicyNon-called, full-time employees will receive their normal pay for New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. If a holiday falls during the work week, the office will be closed. If the holiday falls on a weekend, the office will be closed on either the Friday before or Monday after the holiday.

6.4 Teacher/Principal Scheduled School Breaks PolicyTeachers/principal are not required to work during scheduled school breaks.

6.5 Non-Called, Full-Time and Part-Time Scheduled School Breaks PolicyThe work schedule of non-called, full-time and part-time employees is at the discretion of the respective immediate supervisor.

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7.0 Family and Medical LeaveAll potential family and medical leave requests should be communicated to the immediate supervisor a minimum of 30 days in advance when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures.

7.1 Sick LeaveTeachers will receive 2 sick leave days per year. Sick leave days do not accrue or carry over from one year to another. No cash payment will be given for unused sick leave time.

Full-time employees are entitled to use accrued paid leave for an illness or medical condition which leaves the employee unable to perform their duties or for use to take care of a family member residing in the household. Teachers should inform the principal as soon as possible when becoming ill and not able to teach. Teachers are responsible for securing a substitute from the pre-approved list of substitute teachers that is available on a shared Google Doc. Any other substitutes must be approved by the principal. For teachers, the congregation shall pay for the substitute.

Each employee is responsible for completing the appropriate Absence Report Form no later than the day returning to work. The Absence Report Form must be returned to the school office the same day of return to work, so the substitute is compensated in a timely manner.

Teacher aides, after-care provider, janitor, and other non-called employees must report their absence to their immediate supervisor, who will determine if a substitute is needed. If it is determined that a substitute is needed, the congregation shall pay for the substitute.

Pastoral staff are entitled to time off due to illness or medical condition which leaves them unable to perform their duties. If such illness or medical condition persists longer than 3 consecutive days, the called employee should inform other pastoral staff or a member of the Board of Elders to ensure all duties and responsibilities are covered for the duration of the illness or medical condition.

7.2 Maternity and Paternity LeaveBoth maternity and paternity leave are available without pay for up to 12 consecutive weeks. Full-time employees may substitute any unpaid leave with accrued paid leave (e.g. personal leave or vacation). Benefits, including health insurance coverage, will continue for up to 12 weeks of the granted leave. For teachers, the congregation will pay for the substitute.

7.3 Serious Health ConditionLeave without pay is available for employees for up to 12 consecutive weeks if they’re unable to perform their job because of a serious health condition or to care for a spouse, parent, sibling, aunt, uncle, grandparent, in-law, child (including adopted, step), or grandchild, or other relative of the employee or spouse of the employee who lives in employee’s household. Full-time employees may substitute any unpaid leave with accrued paid leave (e.g. personal leave or vacation). Benefits, including health insurance coverage, will continue for up to 12 weeks of the granted leave. For teachers, the congregation will pay for the substitute.

Teacher aides, after-care provider, janitor, and other non-called employees must report their absence to their immediate supervisor, who will determine if a substitute is needed. If it is determined that a substitute is needed, the congregation shall pay for the substitute.

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7.4 Personal LeaveTeachers will receive 2 personal leave days per year to use for compelling personal obligations which cannot reasonably be conducted outside of the school day or the various breaks throughout the year. Personal leave days do not accrue or carry over from one year to another. No cash payment will be given for unused personal leave time. The congregation will pay for the substitute.

Personal leave days shall not be used to extend a holiday, vacation, or school recess period. Thepersonal leave day will not be granted during the first or last week of a semester, on a parent-teacher conference day, or on a training day. Personal leave shall not be used as vacation or toengage in activities for which the employee will receive compensation from any source.

Approval of personal leave and the total number of employees on personal leave: a) request in writing to the principal shall be made as far in advance as possible, normally not less than 5 days; b) emergencies may delay the submitting of the written statement until the employee returns to work; c) the principal has the right to approve or disapprove all requests; and d) no more than 1 employee may take personal leave on any given day when school is in session, unless the principal grants approval to exceed the 1-employee limit.

8.0 Other Types of LeaveAll leave should be communicated to the employee’s immediate supervisor as soon as reasonably possible.

8.1 BereavementUp to 3 paid days may be granted to full-time employees to attend and mourn the funeral of a member of the immediate family. Immediate family is defined for this policy as spouse, parent, sibling, aunt, uncle, grandparent, in-law, child (including adopted, step), or grandchild, or other relative of the employee or spouse of the employee who lives in the employee’s household. This paid time off is discretionary and must be approved by the immediate supervisor.

8.2 Jury DutyTrinity Evangelical Lutheran Church & School encourages staff members to fulfill their civic responsibilities by serving on jury duty when required. Staff members must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Staff members are expected to report for work whenever the court schedule permits. Any governmental payment for jury duty must be turned over to the congregational treasurer while the employee is on paid jury duty leave. Benefits, including health insurance coverage, will continue for the full term of jury duty. The congregation will pay for the substitute, if needed.

If an employee is called to serve on jury duty at a time that would unreasonably interfere with normal ministry operations, the pastor or principal may send a request to the court stating that the employee’s required service be rescheduled for a later date that would be less of an interruption of service. Employees who are excused from jury duty for the day, or are excused early, should report to work when it is practical to do so.

8.3 Military LeaveA military leave of absence will be granted to staff members who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of military service is required, unless military necessity prevents such notice, or it is otherwise impossible or unreasonable. Full-time employees may

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use any available accrued paid leave (e.g. personal leave or vacation. Benefits, including health insurance coverage, will continue until the end of the subsequent month. For teachers, the congregation will pay for the substitute.

8.4 Leave of AbsenceAll employees may be granted unpaid time off in an unusual circumstance if he or she has the approval of the supervising authority. A leave of absence is time staff needs or requests for absences not considered medical-related or vacation days. Benefits, including health insurance coverage, will continue until the end of the subsequent month. For teachers, the congregation will pay for the substitute, but the amount paid to obtain a substitute will be deducted from the teacher’s annual salary.

9.0 Work from Home for Non-Called EmployeesNon-called employees are most effective and efficient when working on Trinity’s campus. Therefore, the congregation expects its non-called employees to work in their designated work areas as the normal routine. Exceptions may arise where a non-called employee is confronted with severe weather, health issues, family emergencies, etc. If a non-called employee ever experiences such an exceptional circumstance, they should contact their immediate supervisor to determine if:

a paid day (if eligible) be taken and a substitute be brought in to assist during the time of absence,

a non-paid day be taken and a substitute be brought in to assist during the time of absence, a missed day be made up at a different time, or to work from home

If the immediate supervisor determines that it would be best for the non-called employee to work from home, then the respective employee must indicate which day(s) were worked at home on their timesheet. All decisions will be made on a case-by-case basis. If approved, the employee must be contactable and available for communication during the time in which home-based work is carried out.

10.0 Payroll and Other Benefits10.1 PayrollAll called employees are paid on a 12-month salary basis twice each month. All non-called employees are paid on an hourly basis twice each month based on the number of hours reported each pay period. Deductions will be withheld from each paycheck for insurance premiums, elective contributions, or any other mutually agreeable withholdings.

10.2 Other BenefitsBenefits are only available for full-time employees.

10.2.1 InsuranceAll full-time employees are offered health insurance. Employees will contribute a percentage of the cost from each paycheck as determined during the annual congregational review and approval of the budget. All employees may elect for additional insurance coverage through WELS VEBA at the individual’s own expense.

In the case of employment separation, insurance coverage will continue through the last day of the month in which the employee was an active employee. The exiting employee may be eligible for COBRA benefits for up to 18 months.

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10.2.2 PensionTrinity contributes to the WELS Pension Plan for all called employees who are classified as 50% - 100% employed. New employees will automatically be enrolled in the Plan. Trinity contributions to the WELS Pension Plan will cease when the employee retires or starts to draw a pension, whichever occurs first.

10.2.3 Housing AllowanceA housing allowance will be provided to all called employees who are classified as 50% - 100% employed.

10.2.4 Tuition DiscountAll called employees will receive a 40% tuition discount per child that attends Trinity Lutheran School, prorated to the percentage of employment. All non-called employees will receive a 20% tuition discount per child that attends Trinity Lutheran School, prorated to the percentage of employment.

11.0 Reporting Structure Pastor - reports to the Board of Elders and the Church Council. Principal - reports to the BOE in accordance with the Church Constitution. He shall oversee all

activities of the children and the teachers under the direct supervision of the BOE and the pastor.

Teachers - report to the principal. School Secretary - reports to the principal. School Volunteers - report to the principal. Church Administrative Assistant - reports to the pastor. School Custodian - reports to the principal. Teacher’s Aide - reports to the principal.

12.0 Performance EvaluationsAll employees, regardless of hours worked or called status, will receive, at minimum, an annual performance evaluation. These reviews will encompass not only the past years’ overall performance but will include individual areas for development and goals for the upcoming year. For non-called new hires, a performance evaluation should be conducted after the first 6 months of employment and at least annually thereafter.

13.0 Personnel FilesTrinity maintains personnel records and files for each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and employee agreements, and other employment records. Maintaining these files with up-to-date information is very important, as it provides accurate contact information in case of emergency, mailing address, data for payroll purposes, and information required for reporting purposes and benefit programs.

All employees must promptly notify the church’s administrative assistant of any changes in:

Address Marital status or name change

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Phone number Change in dependents (for benefit plan enrollment purposes)

It is Trinity's policy to protect the privacy of each employee, and, therefore, Trinity is committed to the confidential handling of every employee's personnel information. Records for all employees shall be considered confidential to the extent provided by law and shall be maintained by the church’s administrative assistant.

Employees are allowed to inspect their personnel records twice a year after the employee makes the request for inspection. Personnel records may never leave the church office. Only administrative and supervisory personnel with a need to know may review another employee's personnel records.

14.0 Conflicts, Complaints, and Problem ResolutionTrinity encourages an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response. All staff are expected to treat each other with mutual respect and offer positive Christian encouragement. Issues may develop in personal and work life that influence the ability to effectively carry out responsibilities to family and co-workers. Left unrecognized and unresolved, these issues may escalate into situations that can jeopardize continuing employment. Whether work-related or personal, each employee is urged to seek resolution of issues at the earliest possible stage. Should problems remain unresolved, the following guidelines are intended to foster resolution to serious issues:

Differences among employees should first be addressed between the parties involved. Unresolved issues may then be referred to appropriate supervisor(s). The pastor may also assist in identifying the professional resources to help employees with

personal and family issues which may begin to affect work life. These matters will be handled confidentially in a caring and Christian manner.

15.0 HarassmentTrinity will not tolerate harassment in any form. Harassment is defined as conduct or actions that are severe or pervasive enough to create a hostile, abusive, or intimidating work environment for a reasonable person. If an employee is feeling as though they are being harassed, they should address the employee who is perceived as doing the harassing to make them aware their behavior is unwanted and to stop the behavior in the future. If the behavior continues, the immediate supervisor must be contacted.

16.0 Dress CodeEmployees are expected to dress in a neat, professional fashion. School spirit days, special events, and holidays allow for opportunities for more casual dress.

17.0 Technology This policy refers to all electronic equipment, technologies, and data used for information processing, transfer, storage, display, printing, and communications. These include, but are not limited to, computer hardware and software, classroom technologies, and computing and electronic communications devices and services, such as modems, email, networks, telephones, voicemail, facsimile transmissions, video, multi-function printing devices, mobile computer devices, data, multimedia, social media, digital forums, and instructional materials.

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Trinity relies heavily on its information resources, such as the Internet, email, and other electronic communications tools, to achieve its objectives. Therefore, it is important that these resources are used with a level of integrity, availability, and confidentiality. The general standard for all electronic resources is to avoid excessive or inappropriate use. "Excessive" may be defined as that which unduly burdens the time of other Trinity employees or unduly burdens the equipment and systems needed for ministry activities. "Inappropriate" content or use that could put Trinity in a bad light, creates a hostile, offensive work environment, or creates the appearance or reality of a conflict of interest is strictly prohibited.

17.1 Devices and Equipment Only authorized Trinity employees and church board/committee members may use devices and equipment, unless authorized by the Church President or respective Chairman of an elected board or committee, for appropriate church- or school-related purposes. Trinity may also supply laptop computers and other related equipment to staff whose work requires them to work from home or travel.

17.1.1 Portable RadiosPortable radios (walkie talkies) are used as a tool for staff to communicate with one another, especially for safety circumstances. The portable radios use/guidelines are as follows:

Radios are assigned to the following: PreK-8 teachers Administrative Assistant School Secretary Custodian Principal

Expectations:1. Teachers and respective staff must have them properly charged and within close proximity. 2. Notify the school office of all injuries or illness prior to sending students to the office.

Technical:1. All school staff must use the same channel.2. Keep the radio on the charger base when not in use. If the light on the charging base doesn’t

come on, the radio isn’t in the charging base correctly.3. Remove the radio from the base when not used over longer periods of time, such as

Christmas or summer break. Excessive charging without use will damage the rechargeable battery.

17.2 Software Trinity acquires software used by employees under legally binding licensing agreements. These licenses restrict the copying, transfer, disclosure, and use of the software. Failure to comply with the terms of the license may result in a breach of contract claim against Trinity. As such, only software purchased and licensed by Trinity or software installed with the express permission of the Council or the elected body that issued the computer may be installed. Employees must be aware of and comply with the restrictions imposed on the copying, transfer, disclosure, and application of all software used in their work.

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17.3 Internet Usage All employees must limit their use of systems to job-related or business use, and personal use of the Internet should be avoided during school hours. Staff are specifically prohibited from browsing or downloading games or accessing any other materials of a pornographic, offensive, or illegal nature. Transmission or retransmission of games, pornographic, illegal, or offensive materials via the church and school internet connection is prohibited.

For both technical and policy reasons, Trinity does not provide privacy for email messages or other uses of the Internet and reserves the right to review the use of the equipment and the activities of its staff. Staff accessing Trinity’s Internet or email systems acknowledge that they have no expectation of privacy regarding their activities on these systems or to any file, information, or data of any kind that they access, upload, or download.

17.4 Personal Communication Device Use by StaffPersonal Communication Devices (PCDs) may be any digital device used to transmit, store, communicate, or compute data. Trinity relies heavily on its information resources, such as the Internet, email, and PCDs, to achieve its objectives. Therefore, it is important that these resources are used with a level of integrity, availability, and confidentiality. The general standard for all information resources is to avoid excessive or inappropriate use. "Excessive" may be defined as that which unduly burdens the time of other Trinity employees or unduly burdens the equipment and systems needed for Trinity activities.

Any activity that distracts an employee from his or her ability to perform their responsibilities is prohibited. Personal calls should not be made during work time, except in emergency situations. Personal cell phones must be placed on silent during instructional time. Excessive use of a PCD for personal business during work hours is considered outside the employee’s scope of employment and may result in disciplinary action.

Cellular and wireless communications, including calls, text messages, instant messages, and emails sent from PCDs, may not be secure. Therefore, staff should use discretion in relaying confidential information, particularly as it relates to students. Staff must also be aware of privacy issues that prohibit the unapproved audio and/or video recording of any person while on the Trinity campus.

18.0 Buildings and GroundsTo ensure our buildings are secure, numbered keys for the church and school will be signed for and issued to those who have a regular need to access the building(s). Approval of a request will be made by the Building & Grounds Committee for the school and the church. If a key is misplaced/lost for the first time, a new key will be issued to the employee at no cost. If a key is misplaced/lost for a second time, the employee will have to pay a fee of $50, at which time a new key will be issued.

18.1 Staff ParkingEmployees are asked to park their vehicles in the employee-designated parking lots. Special permission may be given to an employee with special needs to park in the reserved spaces.

18.2 SmokingIn keeping with Trinity’s intent to provide a safe and healthful work environment, smoking is not allowed in any buildings or on any property owned by Trinity.

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18.3 Drug and Alcohol Use Trinity’s premises will be free from the unlawful distribution, dispensation, possession, or use of controlled substances by its employees. Additionally, Trinity employees are to work free from the effect of alcohol and other performance-impairing substances while at work. Illegal drug use includes the unauthorized use or possession of a legal drug, as well as the use or possession of a controlled substance. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace. Trinity reserves the right to conduct alcohol and drug tests for cause. Violations of this stated policy may lead to disciplinary action, up to and including termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.

19.0 TravelReimbursements are available from the congregation. All reimbursement claims must be accompanied by receipts or a travel log.

Mileage: Reimbursed at the current IRS rate. Meals: Use common sense when purchasing meals that need to be reimbursed. Alcohol

purchases should not be turned in for reimbursement, and reimbursement receipts must show each item purchased.

Hotels: “Discount” rates are often available through the conference group.

20.0 PurchasesA Purchase Request Form is to be submitted and approved before execution of the order. In urgent situations, purchases of less than $200 may be made by a faculty member, and reimbursement may be obtained by submitting a Purchase Reimbursement Form with respective receipt within 10 calendar days of the purchase. Reimbursement for local, state, or federal tax is not allowed. Purchase Request and Reimbursement Forms are to be submitted to the principal for approval.

For other staff members, purchases must be preapproved through the principal or the chairman of the respective ministry board/committee.

21.0 Workplace InjuriesAll employees must complete an accident form and submit to the school office whenever a workplace-related injury occurs. Good practices to avoid workplace injuries include:

Never stand on objects not designed as ladders. Wear good traction shoes or boots when the sideways, parking lots, and playgrounds are

slippery. Never lift without using your legs as the primary source of power. Never use frayed or cracked extension cords. Never wear flip-flops when students are in session.

22.0 Separation of Employment22.1 ResignationIf an employee decides to leave Trinity, they will need to notify their immediate supervisor in writing. As a professional courtesy, Trinity expects a 2-week notice whenever possible. After providing notice, the

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employee and the employee’s immediate supervisor will discuss the transition of the employee’s work, including use of vacation hours and the employee’s last day.

22.2 Staff ReductionA staff reduction may result due to financial constraints and/or right sizing. Only the congregation has the authority to reduce staff through a Voters’ meeting.

22.3 Dismissal/Removal for CauseDischarge without notice may result from, but is not limited to, gross neglect of duty, violent threats or actions, incompetence, absence from work without notifying the supervisor, theft, immoral conduct, teaching false doctrine, insubordination, and/or discourteous treatment of others. Only the congregation has the authority to dismiss staff or rescind a call through a Voters’ meeting.

Church Bylaws, Art. VIII, D.: A teacher may be removed from office in a lawful order according to Matthew 18 if he/she fails to conform to this Constitution and Bylaws. In case this becomes necessary, the congregation shall call upon the proper officials of the Northern Wisconsin District of the Wisconsin Evangelical Lutheran Synod or another synod or independent body which abides by Article II of this Constitution for their advice and help. Sufficient and urgent reasons for the removal from office are:

a. Persistent adherence to false doctrineb. A scandalous lifec. Willful neglect of duty or inept to teach

22.4 RetirementRetirement is the voluntary employment termination initiated by the staff member meeting age, length of service, and/or any other criteria for retirement from the organization.

21.5 Death of a Called EmployeeIf our Lord calls home one of the called employees serving our congregation, Trinity will show its Christian concern by continuing to provide equivalent compensation to the called employee’s dependent family for a minimum of 4 pay periods, or as authorized by the congregation. If the deceased employee was living in a church-owned house, the surviving family may continue to live in that house until it is needed by the congregation or for a period of 6 months, whichever comes first.

22.6 Unemployment CompensationChurches and religious organizations such as Trinity are exempt from paying unemployment compensation taxes imposed under the Federal Unemployment Tax Act (FUTA). In addition, Trinity is exempt from paying unemployment taxes imposed under the State Unemployment Tax Act (SUTA). Accordingly, employees are not eligible for unemployment compensation benefits.

23.0 School Staff - Specific GuidelinesThese school staff-specific policies are determined by the Board of Education (BOE) of Trinity Lutheran School and represent a concise and orderly manner of the policies and procedures which have been developed over a period of years. For new school staff, it will be used as an aid in guiding them to fit into the school routine and practices. For experienced school staff, it will be used as a reference whenever needed.

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23.1 Faculty (Teacher) MeetingsTeachers are required to attend Faculty Meetings, which are normally held monthly on the first and third Tuesdays of the month at 3:15 p.m. Special meetings may be called by the principal. Meeting agendas and notes must be developed/archived for each meeting. Any teacher may also request of the principal that a special meeting be called.

23.2 Board of Education MeetingsOnly the principal is required to attend BOE meetings (Church Bylaws Art. VIII, C: The principal… shall be in charge of all activities of the children and the faculty under the direct supervision of the Board of Education and the pastor. The principal shall attend all Board of Education meetings as an advisory member in order to make his report and make requests known to the Board which have originated in the faculty meetings. The teachers shall attend such board meetings in which they shall be requested to attend.) If a teacher wishes to attend a meeting and have a topic discussed by the BOE, the teacher should make this request known to the BOE chairman at least 24 hours in advance of the meeting.

23.3 Conventions/Professional Development All teachers are required to attend the WELS state (4th Thursday and Friday of October) and district (2nd Thursday and Friday of February) annual conventions, unless excused by the principal or Chairman of the BOE. Other professional development is encouraged so teachers can increase their knowledge of curriculum, instruction, and assessment practices.

Each full-time teacher is expected to be a member of at least 1 professional organization that is national in scope. Numerous organizations are available to offer a focus on a specific curriculum area, instructional strategies, assessments, and school leadership. Teachers should discuss their interests with the principal to provide balance among the ministry team. Professional memberships are reimbursed up to $100 per teacher by the school.

23.4 Parent-Teacher OrganizationAll teachers are asked to attend all meetings and functions of the PTO, unless excused by the principal. PTO meetings and functions are important opportunities to communicate with families and develop stronger relationships with them.

23.5 Home VisitsEach teacher is responsible for scheduling an appointment with the families of new students entering their classroom for the new school year. Appointments may be held in the home of the student or at school upon agreement with the family. These appointments should be made during the months of July and/or August.

23.6 Class/Field TripsAll class/field trips that are planned to be more than half a school day or are more than 60 miles from Trinity must be approved by the BOE at least 60 days in advance of the trip. All other class/field trips must be approved by the principal.

Teachers must have a completed class/field trip permission form for all students before taking students on class/field trips, including a section to indicate if bussing is required on the field trip. All volunteer chaperones need to pass a background check in advance of the field trip. Any volunteer drivers will also need to pass a background check, provide “proof of insurance,” and provide a copy of their valid driver’s license before being allowed to drive on field trips. If using parent drivers, note that 2 adult chaperones must be in each vehicle. The school office can arrange bus transportation if needed. Busses should be requested a month prior.  

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Before leaving, ensure confirmation of plans and send a note home with any instructions concerning clothing, etc., and information about the trip which the parents should know. Make plans for transportation and sufficient chaperones (1 chaperone per 6-8 students). Do not include a statement absolving the church from liability. Trinity and its employees are liable for any sponsored activities.

23.7 Events/Extra-Curricular ActivitiesTrinity offers a variety of school events and extra-curricular activities, such as Christmas service, science/art fair, etc. All teachers are required to help coordinate events, utilizing a balanced team approach to assign duties so there is balance among all staff.

23.8 Length of School DayThe students’ school day begins at 8:00 a.m., with dismissal at 3:00 p.m. Full-time teachers are expected to be at the school no later than 7:15 a.m. and leave no earlier than 3:30 p.m. At 7:45 a.m., the doors will be opened for students to enter. Teachers should be in their classrooms providing supervision from 7:45 a.m. to 8:00 a.m. Part-time teachers and other school staff should follow a work schedule as communicated to them by their immediate supervisor.

23.9 Mail and EmailEach teacher has an assigned mailbox in the faculty room that should be checked at least daily. All Trinity school employees have school-issued email accounts that must be checked prior to the start of each school day, and responses should be provided within 24 hours. All Trinity employees must use their school-issued email address for school business.

23.10 Cumulative RecordsCumulative records on all students are kept in the school office. Cumulative records include academic, health, immunization, and any IEP/Special Education information. Yearly report cards should also be filed during the summer months. Teachers should realize that the law gives any parent the right to examine their child’s cumulative folder. Teachers should update records during the summer in preparation for the next school year. The Kindergarten/Preschool teacher is responsible for beginning each cumulative folder, with assistance of the school secretary as needed. Each teacher thereafter is responsible for filing pertinent information in each student folder.

23.11 Student RecordsIn order to provide appropriate educational services and programming, Trinity Lutheran School must collect, retain, and use information about individual students. Simultaneously, Trinity Lutheran School recognizes the need to safeguard students’ privacy and restrict access to students’ personally identifiable information. Student records are confidential and shall be kept in a locked file in the school office. In all cases, permitted, narrative information in student records shall be objectively based on the personal observation or knowledge of the originator. Student records shall be available only to students and their parents, eligible students, designated school officials who have a legitimate educational interest in the information, or to other individuals or organizations as permitted by law.

School Attendance - It is mandatory that attendance be taken at the beginning of each school day by the teacher using PowerSchool. If a student is absent at the beginning of the school day, simply mark them absent. The school office can see what you have marked and will follow up with the parent regarding the absence. Occasionally, parents notify the teacher of an absence rather than the school office. Please notify the office as soon as possible if a student is absent and the reason why. If the office is notified of an absence, the school secretary will document it in PowerSchool, and the teacher will be

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able to see that a student has been marked absent.

Immunization and health records are kept in the school office. Report any apparent health problems to the school office. Injury reports should be filled out by the teacher in charge for each incident and turned into the office.

23.12 Student Absence and TardinessTeachers must keep records of all student tardiness and absences from school. Parents need to provide an absentee slip for each day a student is not present in school. Students are considered unexcused until an absentee slip is received. Unexcused absences should be reported to parents and noted on the report cards. A “habitual truant” means a pupil who is absent from school without an acceptable excuse under sub. (4) and s. 118.15 for part or all of 5 or more days on which school is held during a school semester. The principal, along with the teacher of truant student, will commence truancy procedures with the Marinette County Health and Human Services Department (715-732-7700), when a student meets the definition of “habitual truant.”

23.13 Church and Group Bible Study AttendanceTrinity teachers are blessed not only to have a saving relationship with Jesus, but to have the privilege of sharing his love with the children in our school. It is important for each teacher’s spiritual life to be strongly connected to the Word, devoted to the one thing that is truly needed. For these reasons, and because they are spiritual leaders in the church, it is important for teachers to spend time not only in worship, but also in Bible Study with other congregational members.

Teachers are expected to attend worship services and group Bible study on a regular basis and to record their worship and Bible study attendance on a weekly basis, as per the discretion of the pastor. Non-member teachers are included, relevant to their home congregation.

Teachers should keep a record of each student’s weekly church attendance, and it will be included on their respective quarterly report card. Where extreme lack of church attendance is noted, it should be discussed with the parents at parent-teacher conferences. If the situation continues, it should be brought to the attention of the pastor.

23.13.1 Singing in ChurchThroughout the year, students are scheduled to enhance worship services through song. Students are strongly encouraged to attend worship and participate when their class sings. Teachers are responsible to communicate the singing schedule to parents at least 2 weeks in advance.

23.14 Lesson PlansLesson planning is critical to the success of effective instruction and student learning. Learning objectives for each class should be displayed and referred to at the start of your lesson. Block plans for each subject are due 1 week prior to school starting. Weekly lesson plans are due each Monday by 7:15 a.m. The weekly plan needs to have enough detail so a substitute teacher would have no difficulty taking over in the teacher’s absence.

23.15 Classroom ScheduleA classroom schedule (daily timeline and subject/grade) must be completed by each teacher before the beginning of each school year. The schedule must be presented to the principal for approval before it is communicated to parents.

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23.16 Substitute TeachersTeachers are responsible for securing a substitute from the pre-approved list of substitute teachers that is available on a shared Google doc. Any other substitutes must be approved by the principal. For teachers, the congregation shall pay for the substitute.

Each teacher should prepare a substitute teacher folder that includes the following items: Student roster Class schedule Seating arrangement Student food allergies or special medical needs Easily accessible lesson plans to guide the substitute throughout the school day

23.17 Classroom SuppliesEach teacher is required to prepare a listing of classroom supplies that are needed for the school year. These school supply lists will be communicated to the parents and are available on the school website.

23.18 LibraryOur school library is open each Wednesday afternoon from 12:10 p.m. to 3:00 p.m. It is staffed by volunteer members. A schedule is arranged to provide each class at least 20 minutes of library time. Teachers should learn the books that are available to most effectively encourage the students to make use of the library for research, as well as for pleasure reading.

Excellent services are available from Stephenson Public Library so teachers are expected to know the library and the services it offers. Teachers are encouraged to develop assignments for their students to make regular use of the library.

23.19 Report CardsAfter the first 6 weeks of the first and third quarters, teachers will meet with the parents of each of their students. This conference time allows the teacher and parent the opportunity to discuss the student’s development in all areas. If a problem or concern arises before or after the conference regarding the student’s development, the teacher will notify the parent. Teachers are encouraged to communicate with families between report cards to inform parents/guardians about the intermittent progress of their student(s).

23.20 Grading Scales

A+ 100A 97-99A- 94-96B+ 91-93B 88-90B- 86-87C+ 83-85C 80-82C- 78-79D+ 76-77D 73-75D- 70-72F 0-69

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E - Excellent 97 - 100%S+ - Satisfactory Plus 91 - 96%S - Satisfactory 86 - 90%S- - Satisfactory Minus 80 - 85%N - Needs Improvement 70 - 79%U - Unsatisfactory 0 - 69%

23.21 RetentionIf it is apparent that a child should be retained in a grade, the matter should be discussed with the parents at the beginning of the fourth quarter. No recommendations to retain a student should be made without first consulting with the principal. The need to retain a child should be clearly documented and agreed upon by both parents and teachers.

23.22 Supervision of StudentsTeachers are responsible for the supervision of their students at all times, including recess periods. Arrangements may be made by teachers to share supervision with other faculty members. Teachers should not leave students unsupervised in their classrooms during recess times. Students who are required to stay “in” due to illness, or any other reason, should be sent to a supervised classroom.

23.23 Classroom ManagementThe teacher’s classroom management plan will address routines, rules, and expectations. Children function best in an atmosphere of high expectations, well-organized routines, and clearly defined guidelines and expectations.

Determine appropriate consequences for misbehavior and late assignments, ensuring that it falls within the overall school discipline policy that has suggestions for the various levels of offenses. Children should be counseled (often privately) concerning their offenses, and God’s Word serves as the basis for all counseling and guidance.

It is illegal for any staff member to physically or verbally abuse students. Pray about difficult matters and choose words carefully.

The principal wants to help with making disciples of our students. He welcomes frequent updates of class performance; however, he needs only be part of a discipline case when student counseling and parent conferences seem to be ineffective.

23.24 DisciplineTeachers are responsible for following discipline guidelines in accordance with the K-8 Family Handbook and Preschool Handbook, which are distributed to parents at the beginning of each school year. Consistent communication with parents is a key to good behavior and home-school relationships. Corporal punishment, defined in the statutes as the “…intentional infliction of physical pain which is used as a means of discipline” is not permitted in any school, public or private. There are instances where the use of reasonable force to prevent physical injury, gain possession of a weapon or dangerous object in self-defense or the defense of others, or to maintain order is permitted.

23.25 Mandatory Reporting

23.25.1 Child Abuse/NeglectState law requires all school employees to immediately report all cases of suspected or threatened abuse or neglect involving children under the age of 18 seen in the course of their professional

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duties. Any such report shall be made to Marinette County Social Services or local law enforcement. All reports and records must be kept confidential. The principal and pastor shall also be informed, as soon as possible, regarding a report of child abuse or neglect.

23.25.2 Threats of School ViolenceA threat of violence in or targeted at the school must be reported by any personnel to local law enforcement. The mandatory reporter is required to immediately inform, by telephone or personally, law enforcement of the facts and circumstances contributing to the belief that there is a serious and imminent threat to the health or safety of any student, school personnel, or public. The principal and pastor shall also be informed, as soon as possible, regarding a report of threats of school violence.

23.26 Student SafetyKeeping students, staff members, and volunteers safe is the most important function throughout each school day. All school staff are expected to know the protection and emergency evacuation procedures for each safety drill, as documented in the respective safety plan. Teachers are primarily responsible to vigilantly observe, anticipate, and intervene when potential safety circumstances are foreseen. This includes all activities within and outside the school building. Teachers must ensure that all windows (classroom and school-wide) and doors (classroom and exterior) are locked and secured before leaving each day. All teachers must be trained in CPR, First Aid, and proper Blood Borne Pathogen protocols.

23.26.1 School Building SecurityTrinity enforces a security plan which prohibits unrestricted entry during the school day. Visitors must ring an exterior door buzzer to be permitted access, along with signing in and signing out to reflect the nature and time of their visit. Teachers are expected to keep their classroom doors locked during the school day and to ensure that all windows and doors are latched shut and locked before leaving for the day.

23.26.2 Safety Drills: Fire, Tornado, and School Safety Plan DrillsUnannounced fire drills will be held monthly. At least 2 drills per year will be conducted with the Marinette Fire Department present. Each classroom has a specific building fire exit route. A fire exit map should be posted in each classroom.

Tornado or other hazard drills are to be conducted at least twice annually, without previous warning. Records of all safety drills must be maintained in the school office for at least 7 years. One drill based on the school’s safety plan can be substituted for any fire or tornado drill. A state-wide tornado drill will be conducted each spring.

School safety drills shall be conducted twice annually, with at least 1 in the proper response to a school violence event in accordance with the school safety plan. The principal, or designee, must submit a brief written evaluation of the drill to the BOE within 30 days of holding the drill.

23.26.3 First AidIt is advisable for teachers to periodically take refresher courses in first aid. A few rules are as follows:

Stop severe bleeding with direct pressure promptly. Do not move an injured person unless necessary. Do not leave an injured person alone. There is a danger of shock. Maintain a positive

attitude in their presence. If a child's tooth is knocked out, wrap in dry paper toweling to improve chances of re-rooting.

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Keep head injuries sitting up and awake. All students who need medication must have a completed permission form on file in the

office. Students may not keep medication in their classroom, backpack, or locker. Some students require an Epi-pen for severe allergic reactions. Teachers may keep an Epi-

pen in their classroom. The student will also have an Epi-pen in the office. Epi-pens must be in the original box with the prescription label noted on it.

Keep nosebleeds erect or on elbows. Contact principal for serious injuries.

23.26.4 Head LiceTeachers may check students for head lice without first notifying parents. Head lice is a universal problem and is particularly prevalent among elementary school-age children. Control of lice infestation is best handled by adequate treatment of the infested person and his/her immediate household and other close personal contacts.

If a child in the school is found to have lice, the child’s parent will be contacted to have the child treated and to pick him/her up immediately. Staff will issue discreet communications to parents and students. After treatment and upon returning to school, the child will be examined by the principal or respective teacher. Trinity practices a policy of no live lice or nits (eggs) as criteria for return to school.

23.27 School ClosingsTrinity follows the same school closings, delayed starts, or early dismissals according to the School District of Marinette. Rather than calling the school, please listen to the radio, or watch the TV for such announcements. If school closes early, there will be no preschool after care at Trinity. The Y-Kids After School Program will still operate at the YMCA. Parents are responsible for getting their child(ren) to the YMCA. If the need to close Trinity is not related to weather, then a communication will be sent to parents by the means of Class Dojo and Facebook.

23.28 Release of StudentsTeachers must only release students to their respective parents or legal guardian. Exceptions may occur only when the legally responsible parent/guardian has completed a written, signed, and dated document to allow teachers to release the student to a designee (someone else). This written release must be kept on file for future reference. If the teacher does not know this designee, then proper identification (e.g. driver’s license, passport, or birth certificate) must be used to confirm the designee’s identity before releasing the student.

23.29 Helping the CustodianTeachers can do much to help the school custodian. It is important to teach children respect for others and respect for our school, which God has given us. Teachers are responsible for the following:

Erase and clean all chalkboards and whiteboards in their classroom. Dust classroom. Wash and sanitize students’ desks weekly. Each classroom has a designated day in which its floors will be cleaned. At the end of the school

day, place chairs on top of desks. Each day have students pick up debris from the floor (papers, pens, books, garbage, etc.).

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23.30 Lunch and MilkStudents of Trinity in grades K-8 have the opportunity to receive a hot lunch every Friday. Currently, Trinity offers Brothers Three and Subway. One milk per day is available to all children. Additional milk may be purchased for an annual fee. Order forms will be distributed weekly. Extra order forms are available in the school hallway. All families will be expected to have lunch orders and full payment completed and turned in to the school office by Wednesday at 8:00 a.m.

With exception to the hot lunch option, students are expected to bring their own lunch. If students bring food from home, parents and their children are responsible for proper care of that food. Supervised use of a microwave is available during the school day for students in grades 2-8.

Trinity participates in the federal milk program. It is mandatory that each teacher keep a written record of milk usage according to the established school procedures and governmental guidelines.

23.31 Mission OfferingsMission offerings are collected at the Wednesday chapel service. Semester mission offerings will be chosen by the teachers. Encourage students to give regular mission offerings. It is an invaluable way to help develop habits of regular, weekly giving to the Lord.

23.32 Tuition and Fees ManagementTuition management and collection is handled by the BOE Treasurer. Fee collection and tracking is handled by the school secretary under the direction of the BOE. Teachers and the principal shall not accept tuition payments but refer to the 3 methods that are indicated in the Family Handbook: a) place in tuition box; b) electronic transfer; or c) send via USPS mail to the school office.

23.33 ScholarshipsScholarships may be available to school families for the purpose of providing tuition assistance. A Scholarship Committee will meet to determine awards based on availability and need in spring and fall. The following scholarship funds have been established for this purpose:

Hattie Bormann Memorial William and Hertha Dumke Fund Margarette Monroe Scholarship

Teachers should make families aware of this opportunity and encourage them to complete a scholarship application.

23.34 Non-Discrimination Trinity Lutheran School admits students of any race, color, gender, national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students at the school. It does not discriminate on the basis of race, color, gender, national and ethnic origin in the administration of its educational policies, admissions policies, athletic, or other school administered programs.

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EMPLOYEE RECEIPT AND ACKNOWLEDGMENT FORM

By signing this form, I acknowledge that I have received a copy of the Trinity Evangelical Lutheran Church and School Employee Handbook on the date indicated below. I understand the handbook describes important information about Trinity and that it is my responsibility to read and become familiar with the contents of the handbook and to comply with the policies and procedures it contains, whether as now existing or revised in the future.

__________________________________(PRINT: Employee First & Last Name)

__________________________________(Employee Signature)

__________________________________(Date)

NOTE: A COPY OF THE ABOVE RECEIPT AND ACKNOWLEDGMENT WILL BE REMOVED AND PLACED IN THE EMPLOYEE’S PERSONNEL FILE.

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