| Marquette Area Public Schools |
| Bylaws & Policies |
4112 - BOARD-STAFF COMMUNICATIONS
The Board of Education desires maintenance of open channels of communication regarding District operations and issues between itself and its staff. Both staff and Board members share interest in the schools and education generally, and it is to be expected that when they meet at social affairs, and other functions, they will informally discuss such matters as educational trends, issues, innovations, and general problems of the District. However, since individual Board members have no special authority, except when they are convened at a legal meeting of the Board or vested with special authority by Board action, discussions between staff and Board members of personalities or personal grievances will be considered to be improper. The basic line of communication, however, will be through the Superintendent.
| A. | Staff Communications to the Board | |
| All communications from staff members to the Board or its committees shall be submitted through the Superintendent. This procedure is not intended to deny any staff member the right to the Board as a member of the public on important District matters through established procedures. | ||
| B. | Board Communications to Staff | |
| All official communications, policies, and directives of the Board affecting staff will be communicated through the Superintendent or designee, who shall also keep staff members fully informed of the Board's problems, concerns, and actions. | ||
| C. | Staff Complaints Procedures | |
| The Board recognizes the need to provide for the orderly resolution of disagreements or complaints arising out of alleged misapplication of Board policy. Such disagreements or complaints should be resolved at the lowest possible administrative level. The Superintendent shall assure that the procedures may be utilized without fear of reprisal. | ||
| D. | Staff Represented for Collective Bargaining | |
| The procedures established for the resolution of grievances by the applicable master agreement negotiated with the recognized staff organization shall apply to grievances as defined by the particular master agreement. This policy shall apply to any item not included in a negotiated master agreement, or subject to negotiations under the Public Employee Relations Act and does not apply to any complaints based upon alleged discriminatory practices. | ||
| E. | Staff Not Represented for Collective Bargaining | |
| Complaints by a staff member concerning Board policies relating to employment, or the implementation of such policies, shall be resolved by the following procedures: |
| 1. | the complaint or grievance shall be presented and discussed informally with the staff members immediate supervisor within fourteen (14) calendar days of the event in an attempt to resolve the issue; | ||
| 2. | if the issue is not resolved at the informal discussion, the staff member may formally file the compliant in writing to their immediate supervisor within five (5) calendar days of the informal discussion. The immediate supervisor shall answer the written complaint within five (5) school days following receipt; | ||
| 3. | if the staff member is not satisfied with the immediate supervisor written response, s/he may within five (5) calendar days file the complaint in writing with the Superintendent. The Superintendent shall investigate the issue and will meet with the parties to the issue in an attempt to bring about a satisfactory resolution. The Superintendent shall answer the staff member in writing within ten (10) school days; | ||
| 4. | if the issue remains unresolved, the staff member may within five (5) calendar days request in writing that the Superintendent arrange a meeting with the Performance Committee of the Board at which time the staff member may present the complaint or grievance. The meeting with the Performance Committee of the Board shall take place within ten (10) school days of receipt of the staff member written request; and, | ||
| 5. | the Performance Committee of the Board shall answer the staff member in writing not later than their next regularly scheduled meeting, and that decision shall be final. The Performance Committee of the Board reserves the right to extend the time for its written response as its needs dictate. |
Revised 1/5/09