Monticello Central School District Employee Handbook 2021-2022

Created: October 2020
Last Updated: June 2021

Table of Contents

Introduction | Purpose of Handbook | Welcome Message | MCSD Vision | MCSD Mission | MCSD Goals | General Information | New Employees | Mandatory Trainings | Americans With Disabilities Act (ADA) | Employee Assistance Program (EAP) | Harassment | Smoking/Tobacco Use | Drug and Alcohol Use | Health Examinations | Resources on School Website | Conference and Travel Procedures | School Calendar | Acceptance of Gifts | Application Process for Internal Position Postings, Transfers and Promotions | Access to Personnel File | Reporting HierarchySelected Forms | Appendicies | Acknowledgement of Receipt and Disclaimer


The Monticello Central School District lies 100 miles southwest of Albany and 90 miles northwest of New York City in the southern sector of the Catskill Mountains. The district comprises approximately 190 square miles and includes the Towns of Bethel, Fallsburg, Forestburgh, Mamakating and Thompson in Sullivan County.

MCSD serves a diverse community of approximately 2,800 students. MCSD operates five  school buildings; Emma Chase Elementary (K-5), George Cooke Elementary ( K-2), Kenneth, Rutherford Elementary (Gr 3 – Gr 5), Robert Kaiser Middle School (Gr 6 – Gr 8), and Monticello High School (Gr 9 – Gr 12).

Our current demographics are 2% Asian, 17% Black, 32% Hispanic, 7% Multiracial, 42% White. 51% Male and 49% Female.

The area has seen economic activity increase in recent years including Resorts World Catskills.

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Purpose of Handbook

This manual is designed to be a reference and guide to all the benefits available to employees of the Monticello Central School District. Also included are specific procedures and policies relating to the workplace.

Most employees of the district are union employees and are covered by the collective bargaining agreement with the specific Association representing your title. Membership in these unions entitles you to specific union related benefits. Those specific benefits are outlined in your contracts and any questions relating to those benefits should be directed to your union president.

There are many benefits available to all employees including 403b offerings through the Omni Group, a Section 125 plan, AFLAC , and district participation in the NYS Deferred Compensation Program (Section 457) plan. This booklet will outline those programs as well as the health and dental insurance programs, sick leave bank programs, workers compensation program and other procedures and policies so that all employees are informed.

This handbook should be your first reference for any questions you may have regarding your employment at Monticello Central School District. If at any time you need additional information you should reach out to the Business Office at extension 70537 and you will be directed to the appropriate person.

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Welcome Message

We are excited that you have decided to join the Monticello Central School District family. Regardless of which team you are joining, we hope you will find the MCSD community supportive of your goals. Communication is key to any organization and at MCSD we feel we provide several avenues for communication from mentorship, faculty meetings, committees or our digital platforms. There is always someone available whether at the building or district level to assist you. Again, welcome to Monticello.

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MCSD Vision

“This Board aspires to build a world-class community of schools, and be a district of choice.”

MCSD Mission

“The Board’s mission is to ensure that each learner is future-ready by providing empowering educational experiences.”

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MCSD Goals

Student Success

This Board will provide a holistic education comprised of extensive
curricular and extra-curricular experiences that empower each individual
student to conquer challenges, develop talents, and discover passions,
while sustaining rigor and achieving evidenced-based academic growth

Community Engagement

This Board will strive to build authentic relationships rooted in trust,
transparency and two-way communication with all constituents. We will
actively seek avenues to partner with local organizations and agencies to
increase our network of resources to improve and support life-long
learning opportunities for our community.

School Culture

This Board will foster an inclusive culture that sparks community pride,
emphasized kindness and respect and ensures that all students, staff and
visitors are valued and supported in safe, secure and orderly and clean
appropriately effective facilities.

Fiscal Responsibility

This Board will fortify its financial assets through long-term, strategic
planning that aims to consistently maximize district improvements while
minimizing taxpayer impact.

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General Information

Union Representation and Collective Bargaining Agreements

As a new employee of the Monticello Central School District, you should have been told whether your position is included in a collective bargaining agreement. You should reach out to the Union President/Shop Steward listed under your association to get a copy of the collective bargaining agreement. You are not required to join the union or have union dues withheld from your paycheck. You should discuss the implication of not joining the union with the union president. Each contract provides benefits to its membership differently. If you have questions regarding your benefits please contact Jean Jaffee at or at ext. 70544 and she will direct you accordingly.

Monticello Administrators and Supervisors Association

Represented by SAANYS (School Administrators Association of NYS)

Represents all building principals, assistant principals, coordinators,
executive directors, supervisors and directors. These position all have
administrative certification.

Collective Bargaining Agreement in effect through June 30, 2022

Union President – Michelle Knowlton, Principal RJK Middle School

Monticello Teachers Association

Represented by NYSUT (New York State United Teachers)

Represents all full-time and part-time classroom teachers, librarians, special
teachers, school nurses, school nurse teachers, psychologists, guidance
counselors, physical therapists, instructional coaches, educational
technology instructors, speech therapists, speech pathologists, social
workers, TOSA’s (Teachers on Special Assignment), Teachers of Hearing
Impaired and Behaviorists.

Collective Bargaining Agreement in effect through June 30, 2021

Union President – John Maranzana, MHS

Association of Monticello Teaching Assistants

Represented by NYSUT (New York State United Teachers)

Represents all licensed teaching assistants, interpreter, and Licensed
Practical Nurses hired under the Civil Service title of Health Aide.

Collective Bargaining Agreement in effect through June 30, 2022

Union President – Rachel McBride, MHS

Teacher Aide Association

Represented by AFSCME Council 66, Local 1044, AFL-CIO

Represents all regular teacher aides, library aides/clerks, special education
aides, and aides for students with physical needs.

Collective Bargaining Agreement in effect through June 30, 2021

Union President – Linda Nittoli, Chase Elementary

Monticello Secretarial Association

Represented by NYSUT (New York State United Teachers)

Represents all 10-, 11-, and 12-month typists, clerk typists, senior typists,
stenographers, senior account clerks, account clerks, attendance clerks, data
entry clerks, client technical assistant I, LAN technician, education services
aide, network administrator, management information systems technical
assistant, administrative secretary, administrative specialist, educational
services associate, system operator, and keyboard specialist.

Excludes: payroll clerk, assistant payroll clerk, payroll personnel,
secretaries of the Superintendent, Business Administrator, Assistant to the
Superintendent, business office clerk, part-time employees, temporaries,
occasional, and seasonal employees.

Collective Bargaining Agreement in effect through June 30, 2022

Union President – Christine Budinich, PPS Dept located at MHS


Drivers/Mechanics/Monitors unit

Represented by USWU Local 74 (United Service Workers Union)

Represents all full-time and part-time bus drivers, mechanics, mechanic
helpers and monitors.

Collective Bargaining Agreement has expired. Currently in negotiations for
a successor agreement. All terms of the expired agreement are still in effect.

Union Shop Steward – Wayne Seargent, Donald O’Dell and Colleen Jonas


Cafeteria Unit

Represented by USWU Local 74 (United Service Workers Union)

Represents all food service helper, cook (high school), cook (all other
schools), food service driver/packer.

Collective Bargaining Agreement has expired. Currently in negotiations for
a successor agreement. All terms of the expired agreement are still in effect.

Union Shop Steward – Joanne Ruggerio


Custodial Unit

Represented by USWU Local 74 (United Service Workers Union)

Represents all full-time cleaners, custodians, buildings and grounds, and
maintenance employees.

Excludes: part-time employees, occasional employees, seasonal employees,
supervisors and guards.

Collective Bargaining Agreement in effect through June 30, 2021

Union Shop Steward – Bruce Ackerley


Managerial or Confidential Employees

Several employee titles are excluded from union representation. Some are
excluded by NYS Civil Service as an Exempt title. Other titles interpret
collective bargaining agreements and apply terms of those agreements to
employees, who process payroll, have access to confidential information or
directly supervise employees. Current titles in this category include all employees of the Business Office regardless of title, Supervisory employees include Director of Facilities III, Director of Transportation, Assistant Director of Transportation, Supervisor of Buildings and Grounds, Building Cleaner Supervisors, Head Mechanic, Head Driver, Dispatchers, Attendance Officers, Directory of Security, Security Attendants.

Each Managerial or Confidential employee will receive a Terms & Conditions of Employment that will detail the benefits granted to this group.

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New Employees


Fingerprinting: All prospective employees must be fingerprinted prior to having any contact with any student of the district. This also includes volunteers. An appointment will be made for you by the MCSD HR Specialist. The Monticello Central School District will pay the fee for fingerprinting. You must take the check with you to your appointment. You cannot pay the fee and be reimbursed.

Payroll Information

All employees of the Monticello Central School District are paid on the 15th and 30th of each month. Timesheets or additional pay forms are due to the Business Office based on a calendar provided to each supervisor annually. Some 10-month or school year employees may elect to receive 24 paychecks or 20 paychecks. The 24 paycheck election generates one additional paycheck on June 30th that represents 4 additional paychecks. For more information, contact the payroll department.

Building or Department Specific Information

Each building or department may have a specific handbook or reference guide the explains the unique needs or procedures for that department/building. Items listed below may or may not be included:

  • Working hours or schedules
  • Breaks and lunch periods
  • Attendance expectations and procedures
  • Parking
  • Workplace visitors
  • Use of district equipment and electronics
  • Performance or evaluation expectations and procedures
  • Committee participation
  • Severe weather or emergency closings
  • Emergency procedures


New employee paperwork

There are several forms that you will need to complete upon hire. Below is a brief description of those forms.

I-9 – Employment Eligibility Verification

The Business Office will provide this form to you. This form must be completed
in order to be employed by a public employer. Two forms of positive
identification will be required. The form lists the acceptable documents.


These forms inform the payroll department of the amount to withhold for federal, state and local income taxes. The Business Office cannot assist in the completion of these forms. The district recommends you consult with an accountant to ensure you are having the proper amounts withheld. You may change the withholding amount at any time during the year.


Retirement System Eligibility and Supplemental Options


All instructional employees are eligible to participate in the NYS Teachers’
Retirement System. This participation is mandatory for all full time instructional
personnel. Substitutes may elect to participate, if you chose not to participate a
retirement waiver form will be required.
All non-instructional employees are eligible to participate in the NYS Employees’ Retirement System. Part – time and substitute employees may choose not to participate, a retirement waiver form will be required.

403b Options

To supplement your retirement, all employees of the district may chose to open a Tax Sheltered Annuity account or a 403b account. By opening this account you authorized the Business Office to direct a portion of your salary on a pre-tax basis to your investment account. The employee must open the account. An Omni Salary Reduction Authorization form must be completed and returned to the business office. The district then forwards that form to the Omni Group, who verifies the company’s compliance with IRS regulations. Once that is complete the Omni Group notifies the Business Office, and payroll deductions start. Employees may logon to and select Monticello CSD to see a list of approved vendors.

457 Options

District employees may also participate in the NYS Deferred Compensation Plan (Section 457). This also allows employees to defer part of their salary on a pretax basis. The amount you can defer annually is also determined by IRS
regulations and is in addition to any 403b account you may have. Additional
information is available in the Business Office.

Section 125 Plan

Premium Conversion Plan

The district instituted a Section 125-cafeteria plan, which allows employees who contribute to their health and dental insurance premiums through payroll
deduction, to have those premiums withheld on a pre-tax basis. There is no cost to the employee. An enrollment form must be completed in the Business Office.

Flexible Spending Accounts

Flexible Spending Accounts are also part of the Section 125 plan. Each year
employees may elect to establish any one of the following Flexible Spending
accounts. These accounts are good for expenses incurred from October 1 –
September 30 of each year and must be established annually. The amounts
contributed to these accounts are NOT subject to Federal, State Income or FICA taxes

Un-reimbursed Medical FLEX account

This account can be established for any amount up to $2,500 per year.
Types of expenses that can be reimbursed from this account are co-pays
and deductibles, out-of pocket costs not covered by insurance.
Reimbursement forms are available in the Business Office or online.
Employees may elect direct deposit for reimbursement or a debit card to
be used for eligible expenses.

Dependent Day Care FLEX Account

This account can be established for any amount up to $5,000 or $2,500 if married and filing separate tax returns. Types of expenses that can be reimbursed from this account are: day care services that allow you and your spouse to work, Children up to age 13, disabled and elderly dependents are eligible.

Life-style Protection

Also available to employees is a range of lifestyle protection insurance policies. These policies are underwritten by the AFLAC Company and are commonly known as cancer insurance coverage. This is not health insurance. It is coverage designed to help pay for other expenses you would incur not covered by health insurance. More information on these policies is available from the AFLAC representative. Contact the Business Office for that information.


Workers’ Compensation


Employees injured in the performance of their duties are covered by Workers’
Compensation Insurance. Employees shall follow the procedures outlined below to report a work-related injury.

  1. Employees will always seek necessary emergency medical attention first.
  2. Supervisor will be notified immediately of occurrence. (see note below)
  3. An Employee Accident and Illness Report form will be completed as soon
    as possible. Ideally, this will be done at the time of the incident or otherwise, within 24 hours of actual incident occurrence to ensure appropriate Workers’ Compensation coverage (if applicable).
  4. Original form will be returned to the Business Office.
  5. Delay in reporting must be justified to the satisfaction of the Monticello Central School Administration.

NOTE: If unable to notify immediate supervisor, refer to the attached chart and contact any of the personnel highlighted.

Insurance Coverages

Health Insurance

All full-time district employees are eligible for health insurance. Employee
contributions to health insurance are outlined in the respective collective
bargaining agreements. All employees, except those employees represented by the USWU Local 74, are covered under the NYSHIP (New York State Health
Insurance Plan) or Empire Plan.

Dental Insurance

All full-time district employees are eligible for dental insurance. The plan you are enrolled in is dependent upon your union affiliation. Employer contributions to dental insurance or union welfare benefit funds are outlined in the respective
collective bargaining agreements. Employees may have a premium contribution depending on the plan and/or CBA. Contact Jean Jaffee ext. 70544 for more information.

Vision Insurance

For employees enrolled in the NYSHIP Health insurance plan, Vision insurance is NOT part of that coverage. There are alternate options for vision insurance
depending on your bargaining unit. You will be informed upon hire of the plan
available to you.


Under the provisions of the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) employees and their dependents are eligible to continue their
insurance coverage for up to eighteen (18) months when termination of their
insurance is due to a reduction in their hours worked, or upon termination of their employment. Dependents of employees are eligible to continue their insurance for up to thirty-six (36) months upon occurrence of one of the following events:

  1. Death of the covered employee
  2. Divorce or legal separation for the covered employee
  3. An employee becomes eligible for Medicare and ceases to participate in
    the employer-sponsored plan
  4. The dependents of a covered employee reach the maximum age for
    dependent coverage.

Those who are eligible to continue coverage have up to sixty (60) days to
complete the Continuation of Coverage Election Form. They must pay the full
cost of their premium plus administrative costs incurred by the district.

Disability Insurance

Public schools in New York State are NOT required to carry disability insurance.
The Monticello Central School District provides disability coverage for some
employees. For specific information on whether or not you are entitled to disability insurance, please contact Jean Jaffee ext. 70544. AFLAC does offer
disability insurance for individual purchase. Contact the AFLAC representative
for more information and payment options.

Affordable Care Act (ACA)

This Federal Law requires all individuals to have health insurance either through an employer sponsored plan or through the health insurance exchange. Individuals whose household incomes are between 100% and 400% of the federal poverty level are eligible to receive federal subsidies for premiums for policies purchased on an ACA exchange, if their employer’s coverage is determined to be unaffordable. More information on ACA is available in the Business Office.


Paid time Off

Details regarding time off for sick, personal, bereavement and vacation leave can be found in your respective collective bargaining agreements. This section is intended to clarify how to request and report these days.


Upon hire you are asked to complete the personnel data sheet with an AESOP
PIN number. AESOP/FRONTLINE is the system you will use to request time off. It also is the system that assigns substitutes to cover for you in your absence.
A welcome email and invitation will be sent to your district email address for
newly hired employees. The welcome email and invitation will contain your
login id, PIN number and instructions for accessing and using AESOP/FRONTLINE from the phone and computer.

AESOP/FRONTLINE is the system that call substitutes to cover for absences, as well as allows substitutes to search for absences that require a substitute. A
welcome email and invitation for substitutes will be sent to your personal email
address. The welcome email and invitation will contain you login id PIN number,
and instructions for accessing and using AESOP/FRONTLINE from the phone
and computer.

Sick Leave

Sick days are to be used for an illness, of either yourself or a family member.
You request the use of a sick day by logging into AESOP. It is appropriate to
discuss certain absences with your direct supervisor. Long-term absences for
surgery or maternity leave should be brought to the attention of your supervisor and Jean Jaffee ext. 70544 so that appropriate paperwork can be determined.

Non-instructional employees must call their immediate supervisor and advise
him/her that you will be absent due to illness. Please try to call as early as
possible so your supervisor may secure a substitute if necessary. Be advised that leaving only voicemail messages will not relieve you of your responsibility for reporting your absence. All employees MUST complete the Personnel


Report form immediately upon your return to work. If you are absent due to
illness for more than three (3) consecutive days, a note from a physician may be
required as per your CBA and if not required it would still be appropriate to
provide one.

Sick Leave Bank

This benefit is part of most collective bargaining agreements. The Sick Leave
Bank is a pool of paid days off that is available to employees who have exhausted all their sick leave. Usually an employee is asked to give up use of one of his/her sick days and contribute that day to the Sick Leave Bank. In exchange for their contribution, they have the ability to draw on the bank if the need arises. Access to sick leave days from the bank is controlled by procedures outline in each Collective Bargaining Agreement.

Personal Leave

Personal leave must be requested at least three (3) days prior to the date
requested. Complete the Personnel Leave Report form and turn it in to your
supervisor and/or the Superintendent for approval. You will receive the pink
copy of the form back indicating the day was either approved or disapproved. Do NOT assume that since you completed the form use of the day is automatically approved.

Bereavement Leave

This benefit is part of all the collective bargaining agreements. Bereavement
leave is available to each employee based on the negotiated terms in the collective bargaining agreement. These sections can be very specific regarding the relationship of the employee to the deceased. The payroll department may ask you for information regarding your relationship with the deceased to ensure the benefit is being appropriately accounted for.

Vacation Leave

All full-time 12-month (year-round) positions receive vacation time. This benefit may be based on years of service to the district. The payroll department will give you specific information on how you earn vacation time.

NOTE: This benefit is NOT available to employees covered under the following
Collective Bargaining Agreements: MTA (Monticello Teachers Association),
Association of Teaching Assistants, Teacher Aides Association, the Cafeteria
Unit of the Local 74, certain titles under the Drivers/Mechanics/Monitors unit and 10 month or school year Managerial/Confidential employees.

Jury Duty

Time off to serve on a jury is paid time off and not deducted for accumulated
leave, if the employee provides a copy of the initial jury duty notification that
states the date your service begins. You must notify your supervisor each day that you are serving on jury duty and you must turn in documentation from the court stating that you were in attendance.

Blood donation Leave

Employees are entitled to up to three (3) hours of leave during a calendar year.
There are two types of Blood Donation leave; Off-Premises Donation and Blood Donation Leave Alternatives.

Off-Premise donation: Employees taking leave for off-premises blood
donation shall be permitted one leave period per calendar year of three hours
duration during the employee’s regular work schedule. This leave is not paid
leave and there is no provision for use of accumulated vacation, personal, sick or other leave time.

Blood Donation Alternatives: This leave is paid leave as long as the donation is on-premise. This leave is NOT deducted from accumulated sick, personal or vacation leave. There are Blood Drives scheduled each year in the district. If you wish to donate blood you may do so at any or all of these Blood Drives. You may do so during the work day without using sick, personal or vacation time. The maximum amount of paid leave is three (3) hours per and is available twice in a calendar year (January – December). You will need to notify the district in writing that you wish to use your “blood donation leave” at least 5 days in advance to allow for proper coverage. In order to properly track leave time, you will be required to “sign in and out” in the main off and indicate “blood donation”. Leave time does NOT accumulate from year to year.


Cancer Screening Leave

Effective March 18, 2018, NYS amended Section 159-b of Civil Service Law and entitles employees the right to paid, excused leave of absence from work, up to 4 hours for a screening for cancer of any kind per calendar year. This leave is not deducted from any accumulated leave time earned by the employee. You must notify your supervisor in writing of your intent to use such leave at least 3 days in advance to allow for appropriate coverage.

Time off to Vote

Employees are entitled to 2 hours of paid leave time in order to vote. To qualify
for leave, you must demonstrate that you do NOT have 4 consecutive hours either from the opening of the polls to the beginning of your working shift or between the end of your working shift and the closing of the polls if you are a registered voter. If you feel you qualify for this leave, you must notify your direct
supervisor not less than 2 days but no more than 10 days before the day of the

Since polls are open in NYS from 6:00 am – 9:00 pm, most employees will have
sufficient time to vote.

Leaves of Absence

Paid – Any paid time off is either covered by your collective bargaining
agreement or your terms and conditions of employment. Any other paid leave
granted by NYS law is explained in each specific section of this manual.

Unpaid leave – Unpaid leave of absence can ONLY be granted by the Board of
Education. Employees must request the leave in writing. The Board can either
approve or deny such a request. Employees should NOT assume unpaid leaves
will be granted.

Maternity/Paternity Leave – Generally this type of leave is specific to your
collective bargaining agreement. If your CBA is silent in regard to this type of
leave, it would be covered under FMLA. Contact Jean Jaffee at ext. 70544 for
more information.


The Family Medical Leave Act is a Federal law that provides up to 12 weeks of
job protected leave for an employee under four circumstances.

  1. A serious medical condition that makes the employee unable to perform the
    function of his/her position.
  2. The need to care for the employee’s spouse, son, daughter or parent with a
    serious health condition.
  3. The birth of a son or daughter of the employee and the need to care for such
    son or daughter.
  4. The placement of a son or daughter with the employee for adoption or foster

There are specific eligibility requirements an employee must meeting in order to use FMLA leave.

  1. The individual must have been employed by the district for at least 12 months.
  2. The individual must have worked at least 1,250 hours in the 12 month period
    immediately preceding the leave.
  3. The individual must be employed at a location that has at least 50 employees
    within 75 miles.

FMLA leave is unpaid, UNLESS the employee chooses to use their accumulated leave. Forms must be completed by both the employee and the doctor treating the patient in order for the leave to be approved. Contact Jean Jaffee at ext. 70544 for information.


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Mandatory Trainings

Bloodborne Pathogens/Right to Understand

All employees of the district MUST attend a bloodbourne pathogen certification course and provide the district with proof of attendance. Initial training takes several hours. Annual re-certification is REQUIRED and is offered online through Sullivan County BOCES Safe Schools online platform. You will receive an email with instructions on how to access the training platform. This training must be completed within 30 days of initial hire and within 90 days for annual recertification. Compliance is monitored by the Business Office.

Sexual Harassment

Annual interactive training is required. Information on how to access this training is provided at the beginning of each school year. This training must be completed within 30 days of initial hire and within 90 days for annual recertification. Compliance is monitored by the Business Office.

CPE/CTLE credit

Certain titles are required to earn a certain number of CPE (Continuing
Professional Education) credits. Your direct Supervisor will provide you with
information on available trainings.

Employees with a Professional Classroom Teaching Certificate, Educational
Leadership Certificate or Level III Teaching Assistant Certificate issued by the
NYS Education Department are required to earn, track and report CTLE
(Continuing Teacher and Leader Education) credits. You must attend 100 hours
of acceptable CTLE hour in a 5 year period in order to maintain your license.
Acceptable CTLE must be taken from a sponsor approved by the State Education Department. Of the 100 hours, fifteen percent (15%), must be training regarding ELL (English Language Learners). Holders of Professional English to Speakers of Other Languages or Bilingual Extension Annotations are required to complete a minimum of fifty percent (50%) of the CTLE hours in language acquisition. See the NYSED website for more information. A CTLE record keeping form is included in the Appendix. The Monticello Central School District uses the MLP (My Learning Plan) platform to offer enrollment in training provided by MCSD, regional BOCES, as well as fill in forms for approval of trainings offered by other professional organizations whose catalog is not linked to MLP. It is the employees’ responsibility to track CTLE hours and maintain your Certificate.

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Americans with Disabilities Act (ADA)

The ADA prohibits discrimination on the basis of disability in employment, State and local government, public accommodations, commercial facilities,
transportation and telecommunications. To be protected by the ADA, one must
have a disability, defined by the ADA as, a person who has a physical or mental
impairment that substantially limits one or more major life activities, a person
who has a history or record of such an impairment or a person who is perceived
by others as having such and impairment. The ADA does not specifically name
all of the impairments that are covered.

Title 1 requires employers with 15 or more employees to provide qualified
individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It restricts questions that can be asked about an applicant’s disability before a job offer is made and requires that employers make reasonable accommodations to the know physical or mental limitations of otherwise qualified individuals with disabilities, unless it results in undue hardship.

Employees who feel they qualify for a workplace accommodation due to their
disability, may request an interactive meeting to discuss the accommodations
requested by contacting Cindy Sapia at ext. 70501.

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Employee Assistance Program (EAP)

The Monticello Central School District participates in the Educators’ EAP. This
service is free to all employees and provides a range of services, including a variety of counseling services, legal services, personal finance and education
services, child and elder care, caregiver benefits, wellness and lifestyle benefits,
stress assessment and services, adoption counseling and more. The information is confidential and no one at the district has any information on who is using the EAP or what services they access. To access the list of available services visit

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Title VII

This act protects employees and job application from employment discrimination based on race, color, religion, sex and national origin. Title VII protection covers the full spectrum of employment decisions, including recruitment, terminations and all other decision concerning terms and conditions of employment.

Sexual Harassment

Sexual harassment is a form of sex discrimination that violates Title VII of the
Civil Rights Act of 1964. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual
harassment when this conduct explicitly or implicitly affects and individual’s
employment, unreasonable interferes with and individual’s work performance or creates an intimidating, hostile or offensive work environment. Sexual
harassment can occur in a variety of circumstances, including but not limited to:

  • The victim as well as the harasser may be a woman or a man. The
    victim does not have to be of the opposite sex.
  • The harasser can be the victim’s supervisor, co-worker or nonemployee
  • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct
  • Unlawful sexual harassment may occur without economic injury to
    or discharge of the victim.
  • The harasser’s conduct must be unwelcome.

It is unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying or participating in any way in an investigation, proceeding or litigation under Title VII.

Title IX

This act protects people from discrimination based on sex in education programs or activities that receive Federal financial assistance. Specifically, no person shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.

If you feel you are a victim of harassment of any kind, you can file a report. The
report should be filed with the Title IX Officer. Currently that is the Assistant
Superintendent for Curriculum and Instruction. Instructions and the form are
attached to this manual and available on the school website under staff resources.

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Smoking/Tobacco Use

Section 408 of NYS Education Law and the Monticello School District policy prohibits the use of tobacco products on school grounds. School grounds means any building, structure and surrounding outdoor grounds, including entrances and exits, contained within a public elementary or secondary school’s legally defined property boundaries. A link to a copy of the policy is included in the appendix to this manual.

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Drug and Alcohol Use

The Board of Education has established a policy recognizing that students are often influenced by teachers and other staff members. The district impresses upon all staff members the importance of maintaining a high level of professionalism appropriate to their position, which in turn, shall set a positive example for our students. Since substance abuse has become a national problem, the Board and District believe that all school employees must exemplify the positive benefits of a drug-free lifestyle. The Board will not permit the illegal use, including possession, sale and/or manufacture, or
alcohol or controlled substances by staff members either in the workplace or at any time when the effects of such substance(s) may impair the performance of their duties.

Employees found to have violated this policy are subject to a range of penalties up to and including dismissal.

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Health Examinations

Certain employees are required to have a health examination on a regular basis in order to maintain their license. Your supervisor will inform you if you are subject to such an exam.

The Board of Education reserves the right to request a health examination at any time during employment, at the districts expense, in order to determine the physical and mental capacity of an employee to perform his/her duties.

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Resources on School Website

The Monticello Central School District maintains a vast library of resources for staff on our district website at .

This site can provide you with information and forms regarding instruction, payroll, benefits and conference/travel reimbursement procedures.

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Conference and Travel Procedures

The District utilizes Professional Growth (formerly MLP or My Learning Plan)
application through Frontline education which can be accessed via Classlink. All professional development must be approved in MLP before you can register for any PD or conference. The conference procedures on the district website explain in detail how to register for a conference and to be reimbursed for expenses. You are NOT allowed to pay for a conference or travel and be reimbursed. Reimbursement is for mileage and meal expenses you incur while attending your conference.

Mileage/Meal Reimbursement

Travel using your personal car between buildings or to a meeting at a local BOCES will be reimbursed at the IRS mileage rate. You must either use the mileage chart available on the website or attach a Map Quest or similar to your claim for reimbursement for travel to a location not on the mileage chart. MLP approval is required for attendance at an offsite meeting. Meals are only reimbursed for meetings when original itemized receipts are provided. Meals for single day conference or meeting are only reimbursed under certain conditions, where an employee has no choice but to purchase a meal. Those conditions are as follows:

  • Meeting does not take place in a district building
  • Meeting does not take place at Sullivan County BOCES
  • Meals are not provided as part of conference participation

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School Calendar

Each year the Board of Education adopts an Academic Calendar. This calendar is contains information on when conference days are scheduled, dates that school is closed for various holiday observances, winter and spring breaks, testing dates and emergency days. This information is included on the calendar available on the district website including building specific events as well. Winter and Spring breaks are tentative and dependent on the district meeting the 180 days of instruction requirement. The calendar can be found at

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Acceptance of Gifts

No Board of Education Member, Officer or Employee of the district directly or indirectly solicit any gift or accept or receive any gift having a value of $75 or more, whether in the form of money, services, loan, travel, entertainment, hospitality, thing or promise, or any other form, under circumstance in which it could reasonable be inferred that the gift was intended to influence him or her in the performance of his or her official duties or was intended as a reward for any official action on her or her part.

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Application Process for Internal Position Postings, Transfers and Promotions

The District recognizes that internal position postings may be of interest to current employees. The position posting may involve a transfer to another building in the same title, or a promotion to a higher level title. In addition, employees may seek a transfer to another building or department for any number of personal reasons.

To make the process as simple as possible, the employee need only submit a letter or interest in the position or a request to transfer. No other paperwork is required. Normal hiring procedures will be followed.

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Access to Personnel File

Every employee has a right to view all the documents in their personnel file. You need to request an appointment with the Personnel Department. While you are viewing your file, an employee of the Business Office will be there to ensure nothing is removed from your file. You may request copies of any document in your personnel file. The Business office employee will take the entire file to the copy machine and make the copies you requested.

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Reporting Hierarchy for Employee Accidents or Incidents

All accidents or incidents MUST be reported immediately to your direct supervisor. If you cannot reach your supervisor, follow the chain of command as depicted in the Supervision/Reporting Chart in the Appendix of this manual
Selected Board of Education Policies The Policies of the Board of Education control many aspects of our operations. You are encouraged to familiarize yourself with the policies of the district. Policies can be accessed here 

Links to selected policies that relate to this manual are included in the Appendix of this manual.

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Selected Forms

Appendix III contains specific forms for reporting of harassment, workplace injury, claim forms, mileage chart, CTLE tracking form. These forms are also available in the Business Office.

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Appendix I – Supervision/Reporting Chart

Employee should locate your title and follow the chart for reporting injuries
or incidents. Employees may report to either Assistant Superintendent or
the Superintendent of Schools if they cannot reach any other supervisor.

Appendix II – Selected Board of Education Policies

Appendix III – Selected Forms




Title – Reports to – Reports to  –  Reports to

  • Teachers – Asst. Principal – Building Principal – Asst Supt for Curr & Inst
  • Teaching Assistants – Asst. Principal – Building Principal – Asst Supt for Curr & Inst
  • Teacher Aides – Asst. Principal – Building Principal – Asst Supt for Curr & Inst
  • Guidance Counselors – Asst. Principal – Building Principal – Asst Supt for Curr & Inst
  • Technical Data Spec – Director of Ed Data – Asst Supt for Curr & Inst
  • LAN Technician – Director of Info Tech – Asst Supt for Curr & Inst
  • Systems Operator – Director of Info Tech – Asst Supt for Curr & Inst
  • Network Administrator – Director of Info Tech – Asst Supt for Curr & Inst
  • Tech Integration Spec – Dir of Info Tech – Building Principal – Asst Supt for Curr & Inst
  • Nurses/Health Asst – Principal or AP – Director of PPS -Asst Supt for Curr & Inst
  • Attendance Officers – Director of PPS- Building Principal – Asst Supt for Curr & Inst
  • Registration – Director of PPS – Asst Supt for Curr & Inst
  • Social Workers – Principal or AP – Director of PPS – Asst Supt for Curr & Inst
  • Speech Therapist/Patho – Principal or AP – Director of PPS – Asst Supt for Curr & Inst
  • Psychologist – Principal or AP – Director of PPS – Asst Supt for Curr & Inst
  • Supervisor of SPED – Director of PPS – Asst Supt for Curr & Inst
  • CSE/CPSE Chair – Sup of SPED – Director of PPS – Asst Supt for Curr & Inst
  • Director of Curriculum – Asst Supt for Curr & Inst
  • Typist/Sr Typist – AP or Supervisor – Principal or Director – Asst Supt for Curr & Inst
  • Administrative Specialist – AP or Supervisor – Principal or Director – Asst Supt for Curr & Inst
  • Coaches/Asst Coaches – Athletic Director – Building Principal – Asst Supt for Curr & Inst


Title – Reports to – Reports to – Reports to

  • Security Attendant – Security Supervisor – Asst Supt for Business
  • Personnel Specialist – Asst Supt for Business
  • Cleaners/Custodians – Head Cleaner – Supervisor/Dir of Fac – Asst Supt for Business
  • Maintenance Workers – Supervisor – Director of Facilities – Asst Supt for Business
  • Buildings and Grounds Supervisor – Director of Facilities – Asst Supt for Business
  • Bus Drivers/Monitors – Head Driver – Asst or Director of Tran – Asst Supt for Business
  • Mechanics – Head Mechanic – Asst or Director of Trans – Asst Supt for Business
  • Food Service Worker – Café Manager – Asst Supt for Business
  • Unit Cook/HS Cook – Café Manager – Asst Supt for Business
  • District Treasurer – Asst Supt for Business
  • Payroll/Benefits – Asst Supt for Business
  • Tax Collector – Asst Supt for Business
  • Senior Account Clerks – Supervisor – Asst Dir or Director – Asst Supt for Business
  • Account Clerk – Supervisor – Asst Dir or Director – Asst Supt for Business
  • Typist/Senior Typist – Supervisor – Asst Dir or Director – Asst Supt for Business
  • Administrative Specialist – Supervisor – Asst Dir or Director – Asst Supt for Business

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Policy Number – Policy Name/ Link

0100 Non-Discrimination and Equal Opportunity

0110 Sexual Harassment

1530 Smoking and other Tobacco Use on School Property

2160 School District Office and Employee Code of Ethics

4526 Computer Use in Instruction or Acceptable Use

5405 Wellness Policy

8130 School Safety Plans and Teams

8330 Authorized Use of District Owned Materials and Equipment 

8635 Information and Data Privacy, Security, Breach and Notification 

9120.1 Conflicts of Interest

9180 Staff Use of Personal Electronic Devices for Work-related Duties 

9320 Drug-Free Workplace

9620 Child Abuse in an Educational Setting

9800 Social Media

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Monticello Central School District Employee Handbook

Acknowledgement of Receipt and Disclaimer

My signature below indicates that I have received a copy of the Monticello Central School District Employee Handbook.

I understand that this manual contains information regarding the Monticello
Central School District’s rules and regulations and benefits which affect me as an employee.

I acknowledge that I have read and understood Monticello Central School District policies.

I also understand that the Monticello Central School District may revise,
supplement or rescind policies, procedures, or benefits described in the manual, with or without notice.


Print Name: __________________________________________


Signature: ___________________________________________


Date: _____________________________________


Monticello Central School District
60 Jefferson Street, Suite #3
Monticello, NY 12701

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