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Madison Metropolitan School District

Employee Handbook 2021-2022

4.2 Definitions
  1. Collaborative Problem Solving Teams: A “collaborative problem solving team” is a building-based team involving a principal/supervisor and an employee representativewho have completed the collaborative problem solving training outlined in Section 19.

  2. Grievance: A “grievance” is defined as any complaint that arises concerning discipline, termination, workplace safety and any violation of Section 5 – Section 19 and Addendum A – Addendum J of the Handbook. A grievance shall be in writing and contain the following:

    1. the name and position of the grievant;

    2. a statement of the issue involved;

    3. the relief sought;

    4. a detailed explanation of the facts supporting the grievance, including any known witnesses to key events;

    5. the date(s) of the event(s) giving rise to the grievance;

    6. the specific policy or rule alleged to have been violated; and

    7. the signature of the grievant and the date.

  3. Grievant: A “grievant” may be any employee or group of employees.

  4. Day: The term “days” means regular business days, Monday through Friday, other than weekends and holidays regardless of whether the grievant is scheduled to work. The time within which an act is to be done under this policy shall be computed by excluding the first day and including the last day.

  5. Discipline: Discipline is defined as oral reprimands (where a written record of the reprimand is placed in the employee’s file), written reprimands, suspension and demotion due to poor performance. Discipline does not include performance reviews, work expectations, placing an employee on administrative leave with pay pending an investigation, or performance improvement plans.

  6. Termination: “Termination” is defined as an involuntary discharge involving the dismissal of an employee, usually for some infraction of the rules or policies of the District, abandonment of the position, incompetence or other reason deemed sufficient by the Board and/or its designee. “Termination” includes nonrenewal of a contract under section 118.22, Wis. Stats. or section 118.24, Wis. Stats., for failing to meet the District’s performance expectations, but excludes separation from employment or nonrenewal as a result of a reduction in force, or a non-reappointment of an extra-curricular assignment. Termination results in involuntary separation with prejudice to the employee. A termination will result in the loss of length of service and other employment benefits. For the purposes of this procedure, termination shall not include, for instance, voluntary retirement or voluntary resignation.

  7. Workplace Safety: “Workplace safety” means those conditions related to physical health and safety of employees enforceable under federal or state law, or District rule related to: safety of the physical work environment, the safe operation of workplace equipment and tools, provision of protective equipment, training and warning requirements, workplace violence and accident risk. A grievance can be filed over workplace safety only if:

    1. The safety of at least one employee is involved (as opposed to the safety of students or visitors).

    2. The issue must concern the safety of a person (e.g., not the “safety” of one’s vehicle or other personal possessions).

    3. The grievance must be filed by the affected employee(s) (i.e., one employee may not file on behalf of another).

    4. The individual(s) filing the grievance must propose a specific remedy.

    5. The issue and proposed remedy must be under the reasonable control of the District.