Employee Manual


Revised 3/14/2016


Section A: Introduction

Section B: Policies and Legal Requirements

Section C: Protocols, Rules and Other Expectations

Section D: Benefits and Compensation

Section A: Introduction


Lead and connect…Connect and lead


Chittenden Central Supervisory Union, a student-centered learning community, will maximize available resources through unified, collaborative leadership to be consistently recognized as exemplary, as measured by continuous improvement in the areas of achievement, safe and respectful learning environments, and the promotion of equity for all.

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Employee Directory

To access the CCSU Employee Phone Directory click here.

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Section B: Policies and Legal Requirements

Accidents and Injuries

Accidents will likely occur from time to time, but preventive measures should keep them to a minimum. Employees are expected to exercise good judgment and care at all times, and to look ahead to the possible dangerous consequences, especially in certain areas such as gymnasium, locker rooms, playground, labs, cooking rooms and shops. Employees shall report any unsafe or hazardous conditions to the school principal.

In the case of an accident, the employee shall call for the nurse or school principal immediately for appropriate care. If the school nurse is not available, emergency first aide may be administered by a teacher or other school personnel trained in first aid. Any employee administering first aid to a student shall record such treatment briefly in the log provided by the school nurse in each school. All employees are expected to be knowledgeable about first aid and to know where the first-aid supplies are kept in their work area. All employees are also expected to follow Procedure G4-R1: Bloodborne Pathogens Exposure Control Plan when administering first aid and/or when cleaning up blood or other bodily fluid.

In the event of a fire, the employee shall pull the alarm and follow the appropriate fire drill and emergency plans.

If an employee becomes injured while working within our schools, no matter how slight, s/he must notify the school nurse, school secretary or principal before leaving for the day. A First Report of Injury will need to be completed within 24 hours of the injury whether or not medical treatment is needed. Please refer to Work Related Injuries/Illness below.

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Alcohol and Other Drugs

The possession, use or distribution of alcohol or other drugs in school, on school property, or at a school sanctioned event is strictly prohibited. Employees (including teachers and support staff) are required to report to the principal, director, or other school administrator any incidents and/or behavior of students, other employees, or visitors who display evidence of possession, use or distribution of alcohol or other drugs. Failure to report shall be considered a violation of district policy. Please refer to Policy G2A: Staff Ethics and Rules of Conduct and Policy G2B: Use of Tobacco Products by Employees for additional information.

If you observe any student who appears to have a substance abuse problem, or if a concerned informant or friend alerts you, you should refer the situation to the building principal or classroom teacher. While it is human nature to try to help and express your concern, just as in child abuse/neglect situations, trained professionals must be the ones to deal with the situation.

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Animals at School

Animals shall not be permitted at school without the express, written and advance authorization of the school principal/director. The principal/director shall assess the educational merits and safety considerations prior to approving the request. For additional information, please refer to Procedure ING-R: Animals at School and Exhibit ING-E(1): Animals at School.

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Background Checks

All new employees  shall be subject to the required background checks, which shall minimally include a Criminal Records Check  (CRC) and registry checks with the Agency of Human Services prior to the commencement of services with our school district(s). The cost of the procedures shall be the responsibility of the employee. All offers of employment shall be conditioned upon  acceptable background check results. Although employment may commence prior to the completion of the background check processes, continued employment with the district would be contingent upon a satisfactory background check results. The results of the CRC and  registry checks  shall be maintained for a period of three years consistent with Procedure G5-R1: Maintenance and Destruction of Background Check Information. For more information about employment related  background checks, please refer to Policy G7A: Employment Screenings and Procedure G7A-R: Employment Screenings.

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Bloodborne Pathogens

Safe Practices/Universal Precautions:

Employees are expected to adhere to the following safe practices/universal precautions while at work:

  • Stress hand washing for yourself and students;
  • Avoid contact with blood or other body fluids whenever possible;
  • Encourage students/staff to administer their own first aid for minor cuts and scrapes if feasible (i.e. holding bloody nose, pressure to cuts, etc);
  • Remove clothing soiled with blood, vomit, urine or feces (using disposable gloves), and place soiled clothing into a plastic bag to be sent home or laundered at school;
  • Call the custodian to clean messes involving blood, vomit, urine or feces  spray or cover messes using a disinfectant solution and paper towels;
  • Have contaminated items or equipment properly cleaned before using;
  • Wear approved disposable gloves whenever it is reasonably anticipated that you will have hand contact with bodily fluids or other potentially infectious substances (i.e. to pick up tissues, assist an injured bleeding person, handle a lost tooth, help change soiled clothing, help blow a nose or wipe a face, etc);
  • Wear protective disposable gloves when treating all patients regardless of the their diagnosis or perceived status;
  • Avoid touching the outside of the protective glove when removing them (turn them inside out when removing to avoid exposure to others);
  • After removal of the protective gloves, wash hands as soon as feasible with soap and water before contact with others;
  • Treat all blood and body fluid as though it were infected with a bloodborne pathogen (e.g. HIV, HBV, HCV) regardless of the perceived status of the source individual;
  • Never eat, drink, apply cosmetics or lip balm, or handle contact lenses in an area where there is reasonable likelihood of exposure;
  • Never store food or drink in an area where blood or potential infectious materials are present.

Handling of ‘Sharps’:

Students handling a potentially injurious material or “sharps” require direct supervision. All disposable sharps (i.e. razor blades, needles, broken glass, etc.) after use should be placed in bio-hazard containers provided at each school. Contaminated re-usable sharps (i.e. scissors, knifes, tools, etc) should also be immediately placed into appropriate bio-hazard containers. These containers are found in the Health Office, and in the Science and Practical Arts classrooms and offices at each school.

If you cannot find an appropriate receptacle, please contact an administrator or custodian immediately. When handling any potentially contaminated or injurious materials protect yourself with disposable gloves. Gloves should be located in each classroom and office at the Essex High School and Technical Center, and in each medical kit. If you cannot find a pair, please call the Health Office.

Exposure Procedure Summarized:

If blood or other potentially infectious materials have contact with your broken skin, is splashed into your eyes or other mucous membrane, or if potential exposure occurs as a result of a bite or needle stick, wash or irrigate the area immediately and report to the school nurse (or your supervisor if the school nurse is not available) before leaving for the day. You will be asked to fill out an Employee’s Claim and Employer First Report of Injury and will be advised to seek immediate medical attention at no cost to you.

As a follow-up to the exposure, the blood of the source individual will be tested (with consent of the individual) for HIV/HBV – the results of which will be made available to you under the rules of confidentiality. You will also be given the option of testing your blood for HIV/HBV, and be offered post exposure prophylaxis in accordance with the current recommendations of the U.S. Public Health Service.

Hepatitis B Vaccination:

Below is a list all job classifications in which employees may be expected to incur occupational exposure to blood or other potentially infectious materials:

Dental Hygienists/Dental Hygiene Educators
Special Educators & Substitutes
Technical Center Educators
Locations without full-time health services
Recreation & Rink Employees
School Nurses & Health Care Assistants
Security Personnel
SpEd Teaching Assistants & Substitutes
Physical Education Teachers
Principals & Assistant Principals

If your occupation is one of those listed above; you are entitled to receive the Hepatitis B vaccination regimen at the expense of the District. The Hepatitis B Vaccination entails a series of three shots: The first two are one month apart, the third is five months later. Please refer to the Hepatitis B Vaccine: Fact Sheet for more information.

If your occupation is one of those listed above, you must complete either a Hepatitis B Vaccination Consent Form or Declination Statement. A Hepatitis B Vaccination Consent Form must be completed before you can participate in the shots. The Declination Statement must be completed if you choose not to participate in the shots, or if you have previously completed the Hepatitis B Vaccination Series. We are not able to provide employees with medical advice on receiving or not receiving this regimen. Eligible employees may decline the regimen initially and later change their mind, or may begin the regimen and then decline to complete it. Such is their choice. However, the federal standard compels us to maintain a record of the employee’s choice in this matter, hence the need for the Consent Form or Declination Statement.

Eligible employees who have completed a Consent Form and are interested in obtaining the Hepatitis B Vaccination series, may do so directly through their primary care physician’s office and their insurance or through Concentra Medical Center, located in South Burlington. Please call them for an appointment at (802) 658-5756.

For a more information, please see Policy G4: Communicable Disease and Bloodborne Pathogens  and Procedure G4-R1: Bloodborne Pathogens Exposure Control Plan.

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The CCSU and its member districts are committed to providing a safe and respectful learning environment. Bullying is a form of dangerous and disrespectful behavior that will not be permitted or tolerated. Bullying may involve a range of misconduct that, based on the severity, will warrant a measured response of corrective action and/or discipline.

Bullying means any overt act or combination of such acts directed against a student by another student or group of students and which is repeated over time; is intended to ridicule, humiliate, or intimidate the student; and occurs during the school day on school property, on a school bus, or at a school-sponsored activity, or before or after the school day on a school bus or at a school sponsored activity. Acts of bullying include, but are not limited to, physical actions such as bodily contact, touching, gestures, restraint, aggression and abuse; verbal comments and remarks; written and visual expression regardless of medium; electronic, telephonic and digital communications including e-mail, blogs, networking sites, instant messages, camera phone images, phone calls and text messages; graphic displays and representations including internet, digital or web based images; photographic or video recordings, or any other form of technology; etc.

Any employee who witnesses or receives a report of bullying behavior, must report it to the principal or other school administrator immediately. Appropriate steps should also be taken to stop the bullying behavior while it is occurring. For more information, please refer to Policy G2A: Staff Ethics and Rules of Conduct and  Policy J1: Bullying, Procedure J1-R Bullying Prevention Plan, and Form J1-R Report of Bullying.

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Cell Phone Use While Driving

It is against District rules and Vermont Statute to talk on a cell-phone (unless hands-free) or to text or e-mail while operating a company vehicle or while driving a personal vehicle for business use. It is also against District rules to Vermont Statute to send or retrieve work related texts, e-mails, or phone calls (unless hands-free) while driving a personal vehicle during non-work hours. Please refer to CCSU Procedure G2E-R: Responsible Use of Technology for Employees.

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Communicable Disease

CCSU is committed to providing a safe environment for all employees and students. CCSU also recognizes and respects an individual’s right to confidentiality. If you are diagnosed with a contagious disease that may jeopardize the safety of our students and staff (or put them at risk of exposure), please notify the principal in a timely manner so that the district can implement the necessary safety precautions if deemed appropriate. Your identity shall remain confidential except as required by Department of Public Health regulations or as necessary to implement district procedures. For additional information about communicable diseases, please refer to Policy G4: Bloodborne Pathogens and Other Communicable Diseases.

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Conduct Outside of Work

All employees must maintain a level of conduct, legal status and qualifications at least equivalent to the standards necessary for hire and acceptable job performance. Employees are required to notify their supervising Principal/Director of any change in status affecting their possible suitability to carry out their duties and responsibilities within 24 hours or as soon as practicable thereafter. This change in status includes, but is not limited to, criminal convictions, substantiations of abuse or neglect (child or adult) or other criminal offenses or professional misconduct. And for positions that require such, the loss of professional credentials, professional insurance, driver’s license, automobile liability insurance, registration, inspection, or the use of an automobile, and/or any other change that might reduce their professional effectiveness or jeopardize persons served. Please refer to Policy File Code: G7A-R for more information.

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Employees are expected to maintain confidentiality of all student records and information in accordance with the Family Educational Rights and Privacy Act of 1974 (FERPA) and the CCSU policy on student records. Employees should limit discussing any student by name to others in the school with a “need to know” such as classroom teacher, principal, nurse, special educator or guidance counselor. Confidentiality includes all students, regular and special education. If you know many students and their families, you risk slipping from employee to neighbor role without realizing it. Your rule of thumb should be to never discuss specifics of your work outside of school.  If you have a concern about any aspect of the school program, you should take it up directly with the school principal. For more information related to confidentiality of educational records, please click here for the corresponding policy and procedure on education records.

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Corporal Punishment & Physical Restraint

Physical Force is not an acceptable means of correction or communication and is against CCSU policy. Physical restraint is authorized only when needed to protect the safety of the individual student, self and/or other students and employees. Occasionally it may be necessary to restrain a child in order to prevent the child from harming him/herself and others. CCSU has certain procedures in place outlining the proper restraint technique and protocol. Those individuals who participate and pass the restraint training receive a CPI certification. Since restraining a child incorrectly or at inappropriate times may result in individual harm and liability, it is critical that only those individuals who hold a valid CPI certification be allowed to restrain a child. If you observe a child’s behavior escalating to point of potentially needing to be restrained, please notify a school administrator (or other appropriate school personnel) immediately. Do not attempt to restrain the child unless you hold a valid CPI certification and were specifically instructed to do so by the school principal or department chair. For additional information, please refer to Policy JGA: Corporal Punishment and Policy JHCO: Restrictive Behavioral Intervention.

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Employee Separations

CCSU Policy G8D: Employment Practices – Employee Terminations  establishes conditions that applies to all separations from employment (e.g., resignations, retirements, layoffs, non-renewals, dismissals, etc.).  Please refer to this policy for a full list of conditions.

Section III of the policy states, “A school year employee who does not notify the District of his/her resignation for the subsequent school year by June 1 (or signs a contract to return the subsequent school year and voluntarily terminates employment prior to the start of said school year) shall be required to reimburse the district for medical, dental and life insurance premiums paid on their behalf for the months of July and August.  A release from the employee’s contract shall not be granted until such reimbursement has been paid in full (if applicable).   Reimbursement amount shall be based on the premiums for medical, dental, disability and/or life insurance paid for on behalf of the employee based on the understanding that the employee would be returning the subsequent school year.  The Superintendent may waive this reimbursement requirement at his/her sole discretion in exceptional circumstances.”

In the event a school-year support staff wishes to seek other employment opportunities over the summer, the Superintendent shall waive the reimbursement requirement if the following conditions are met:

  1. The support staff only seeks employment that will advance his/her career opportunity and/or earning potential (e.g., teaching position, 12-month employment, higher level position, etc.) and has every intention of returning if s/he does not find such advancement.
  2. The support staff informs his/her supervisor of any position(s) in which s/he is applying (company and position) prior to applying or within one day of applying.
  3. When offered an interview, the support staff informs his/her supervisor of the date of the interview within one day of being offered the interview.
  4. When offered a position in which s/he accepts, the support staff informs his/her supervisor and CCSU Human Resources of the offer within one day of accepting the new position.
  5. The support staff submits his/her letter of resignation with enough notice to secure an acceptable replacement.   Typically this would be prior to August 1st, however, later notices of resignation may be considered if (1) the district is able to secure an acceptable replacement without incurring any additional direct costs (e.g., advertising), and (2) the replacement is able to commence employment on the first scheduled work day of the school year.
  6. The support staff provides any requested documentation that shows evidence of meeting the requirements outlined above (e.g., copy of the interview invitation, copy of the offer letter, letter from the new employer confirming dates, etc.)

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Family, Medical, Parental and Military Family Leave

Under the Federal Family and Medical Leave Act (“FMLA”) and/or Vermont Parental and Family Leave Law (“VPFL”) employees may be eligible for up to 12 weeks of unpaid, job-protected leave for the birth/adoption of a child, to care for a covered family member with a serious health condition, or for an employee’s own serious health condition which renders him/her unable to work. The FMLA also provides eligible employees for up to 12 weeks of unpaid job protected military family leave for a qualified exigency, or up to 26 weeks of unpaid job protected military caregiver leave. In addition, employees eligible for VPFL are entitled to short-term family leave of up to 4 hours in any 30 day period (but not more than 24 hours in any 12 month period) of unpaid leave. However, more than 4 hours may be permitted in any 30 day period provided such is consistent with the District’s paid leave policies.

For additional information, qualifications, and limitations, please refer to the following documents:

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Fire Drills/Emergency Plan

Each school has an Emergency Plan and established fire/emergency preparedness drills. Each employee is expected to familiarize themselves with the Emergency Plan and fire/emergency preparedness drill instructions at their assigned school. Fire/emergency preparedness drill instructions are posted near each classroom door and the gymnasium. The emergency signal is a continuous loud tone. The recall signal, which allows individuals to reenter the building, shall be established by each school and shall be clearly distinct from any other signal. Employees are expected to familiarize themselves with the signal at their assigned school. During fire drills, teachers are expected to:

  • Maintain control and order of the class or assigned students
  • Stay with their groups and remind students where to meet outside
  • Take their class roll book or attendance sheet, and take attendance outside
  • Close all classroom windows
  • Close, but do not lock, classroom door
  • Assist any student who needs help

For additional expectations and requirements, please refer to the CCSU School Safety Guide.

For more information related to Fire and Emergency Preparedness Drills and Safety Patrols, please refer to V.S.A. Title 16, Chapter 33: Fire and Emergency Preparedness Drills and Safety Patrols.

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Fundraising and Solicitation

All school fund raising activities shall be conducted so that they do not interfere with educational objectives and community standards, and so as to ensure the safety and well being of our students. The fund raising effort should not be a burden or nuisance to students, faculty, parents or the community. Prior to engaging in a school fund raising activity, employees must request and receive permission from the school principal. The request must be in writing and must be made well in advance of the planning of the activity. For additional information, please refer to Policy IGDF: School Fund Raising Activities.

No organization or staff member may solicit funds of other staff members within the schools, nor may anyone distribute flyers or other materials related to external fund drives through the schools, without the approval of the Principal. Staff members will not be made responsible, nor will they assume responsibility for, the collection of any money or distribution of any fund drive literature within the schools unless such activity has the Principal’s approval. The Board expects such activities to be kept to a minimum. For additional information, please refer to Policy G3: Conflicts of Interest.

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Hazing is a form of harassment and will not be tolerated in conjunction with any CCSU athletic/activities program. Hazing is defined as a willful act, occurring on or off school grounds, directed against a player or prospective member of a school-sponsored team or group, that endangers the mental or physical health or safety of a player or prospective member for the purpose of initiation, admission into, or continued membership of any such team or group. No administrator, faculty member, or employee of the district shall encourage, permit, condone, or tolerate hazing activities. If you observe or become aware of a student hazing violation, you must report it to the Athletic Director or Principal immediately. For additional information (e.g. definitions, reporting procedures, consequences, etc.), please refer to Policy  JICFA: Anti-Hazing and Procedure  JICFA-R: Anti-Hazing.

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HIPAA Privacy Notice

Each year the District is required to provide employees participating in one of our “group health plans” a copy of our Notice of Privacy Practices. CCSU group health plans covered under these privacy practices include (1) the CCSU Self-insured Dental Plan, and (2) CCSU Cafeteria Plan (including the CCSU Health Reimbursement Arrangement and Healthcare Flexible Spending Account).  The notice explains how the District uses, discloses and protects employees’ protected health information (PHI). Click here for a copy of the notice, or contact Human Resources at 879-5584.

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Mandatory Training

All Employees must receive annual training on (1) Unlawful Harassment, (2) Bullying, (3) Mandatory Reporting, (4) Confidentiality, and (5) Understanding Child Sexual Abuse. Upon hire and minimally once every three years, all employees shall also receive training on Bloodborne Pathogens. The mandatory presentations, videos and handouts can be found on our Mandatory Training website (found under Human Resources). Employees will need to enter their username and password in order to access the training.  Our mandatory training website includes the required frequency for completing the mandatory training, videos, presentations, corresponding CCSU policy and procedures, as well as supplemental materials.

All new employees are expected to review the presentation and watch the corresponding video (if available) in order to complete the required training for each topic. There are two videos that correspond with the topic of Unlawful Harassment. For the Bullying and Bloodborne Pathogens topics, please watch the most appropriate video based on your position. All returning employees are expected to review the presentations (videos are optional unless otherwise stated on the Mandatory Training website). Mandatory Training must be completed by October 1 of each school year (or within 30 days of hire for new employees). Once the training has been completed, employees must complete the Mandatory Training Employee Acknowledgment Form On-line as a record of completion.

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All student medications are kept in the Health Office and administered by a nurse or under the direction or authorization of the school nurse. Any student who brings medication to the classroom should be sent to the nurse. Teachers should include names of students who receive medication and when they should go to the health office in their daily plans.

Students should be directed to restrain from taking or carrying medications on school premises except as authorized by a doctor, parent or the school nurse (i.e. epi-pen, insulin, inhaler, etc.). Employees are not permitted to administer prescription medications, pain medications or other over-the-counter medications to students except in emergency situations as directed and authorized by the school nurse (i.e. Epi-pen injections, insulin, inhaler, etc.). For additional information about the proper procedure for administering medications, please refer to Procedure J9-R3: Medication Administration Procedure.

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Chittenden Central Supervisory Union (CCSU) is an equal opportunity employer. Consistent with state and federal laws, CCSU policy prohibits discrimination on the basis of race, color, ancestry, religion, gender, age, marital or civil union status, national origin, sexual orientation, gender identity, genetic information, place of birth, citizenship, veteran status, disability, or any other protected class as defined and required by state or federal laws.

It is also the policy of the CCSU to comply with all relevant and applicable provisions of the Americans with Disabilities Act (ADA) and the Vermont Fair Employment Practices Act (FEPA). The CCSU and its affiliated school districts will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability. Reasonable accommodations shall be made whenever possible for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job, and provided that any accommodations made do not impose an undue hardship on our school district(s), in conformance with state or federal laws.

For additional information related to non-discrimination, please refer to the following documents:

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Personal Use of Electronic Resources

Per CCSU Procedure G2E-R: Responsible Use of Technology for Employees staff may access the District’s electronic resources for limited personal use. Limited personal use of the District’s electronic resources including the Internet shall be allowed if permission is granted by the superintendent or his or her designee in advance, and the use:

  • Imposes no tangible cost to the District;
  • Does not unduly burden the District’s electronic resources;
  • Occurs during non-instructional/break times and does not impede other student or staff access for educational purposes;
  • Does not impact work productivity of the staff member him/herself or that of others; and,
  • Does not violate this policy.

Please also see Telephone Use below.

Personnel Records

The District maintains one official confidential personnel file for each employee. The information found in the file shall only be available to authorized personnel and to the employee. With the exception of pre-employment materials, the employee has the right to review the contents of the file upon request during regular working hours. The employee must call/e-mail Human Resources in advance to schedule a time for the review, which must be done in the presence of the Superintendent or designee. The contents of the file are the property of the district, as such, the Superintendent has final authority as to what materials will be contained in the file. No information of a derogatory nature shall be placed into the file without the employee’s knowledge. The employee has a right to attach a reply to the document, which shall be included in the file. For more information, please refer to Policy G5: Personnel Files and HIPAA Compliance.

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Political Freedom

The district shall in no way infringe upon individual’s rights and freedoms of political involvement. However, employees and volunteers of the district must not misuse their position in the school to influence the academic process in the interest of their own political ambitions or those of a political group. Employees, volunteers and other citizens of the district will not engage in political activity on school premises during school hours. For additional information, please refer to Policy G3: Conflicts of Interest.

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Private and Outside Employment

Staff members may not engage in private or outside employment when that employment creates a conflict or impairs the proper discharge of school duties.

Tutoring for Pay: Being involved in a private employment relationship (e.g. private tutoring) whereby an employee is providing a student with essentially the same services as those s/he provides to that student during the school day is problematic and creates the situation where there is a confusion of roles, and would be considered a conflict of interest. The opportunity for an improper relationship is easily created when an employee accepts private employment for duties closely associated with their official duties. The line between a professional and personal relationship becomes difficult to distinguish when there is so much time spent with an individual child in their home. A staff member can easily become too attached and compromise one of their professional roles when they become intertwined.

Teachers and staff may enter into an agreement with parents for tutoring children for a fee provided the teacher or staff member does not exercise any teaching, administrative, or supervisory responsibility of the child during the course of their work with the District. The tutoring for a fee may not take place within the school facilities or during regular school hours. Teachers and staff shall not actively solicit students for tutoring.

Outside Employment: Employees are expected to devote the maximum effort to their position within the school district.   As such, outside employment cannot interfere with an employee’s hours of work or professional obligations with the district, nor the effectiveness in which the school district work is performed.   Likewise, the outside employment cannot reflect detrimentally on the school district or its prestige.

For more information about tutoring for pay and outside employment, please refer to Policy G3: Conflicts of Interest.

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Professional Conduct

CCSU Policy G2A: Staff Ethics and Rules of Conduct , establishes the expectation that employees maintain “just and courteous professional relationships” with all internal and external constituents of the school district (e.g., faculty, staff, administration, students, parents, etc.).  CCSU Procedure G2A-R2: Professional Conduct, provides examples of unprofessional/offensive conduct that would be in violation of this policy.  Some of these examples include, but are not limited to:

  • Blaming and/or humiliating someone in front of others
  • Calling someone derogatory names in public, or publicly criticizing someone
  • Making or sending negative and derogatory comments to others about another
  • Falsely accusing someone
  • Socially ostracizing someone
  • Attempting to tarnish someone’s reputation through character assassination
  • Interfering with or sabotaging the work of others
  • Unjustified and frequent criticism of another; or harshly criticizing another
  • Challenging another’s decision in a hostile manner
  • Encouraging others to turn against another
  • Making threatening or intimidating remarks to/towards someone in public or in private

Individuals who are the target of such behavior are encouraged to report the behavior or incident to their immediate supervisor or to the school principal. Individuals who witness such behavior shall not participate in the behavior, and are expected to report the behavior to the violating employee’s immediate supervisor or to the school principal.

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Relations with Students

Employees are expected to maintain a professional relationship with all students, both inside and outside the classroom, and to make reasonable efforts to protect students from conditions which are harmful to their health and safety.   It is equally important that our employees recognize behaviors, actions, gestures, or comments towards students that could have potentially harmful consequences to both the student and the employee.   Sexual, intimate, or physical relationships between an employee of the district and a student are strictly prohibited, regardless of the age of the student.   CCSU has established a code of conduct to help create a safe environment for children. The code of conduct contains guiding principals to establish appropriate boundaries and reinforces proper conduct between adults and children. Please refer to Procedure G2A-R: Staff-Student Relations for more information and expectations.

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Reporting Child Abuse and Neglect

Under Vermont law and CCSU policy, any school employee who reasonably suspects that a child has been abused or neglected shall report the same to the VT Department of Children and Families (DCF) within 24 hours. You should also report the suspected abuse/neglect to a School Administrator or School Counselor (in advance of reporting the abuse/neglect if possible).  You should not speak with anyone else. The child and the family have a right to confidentiality and privacy as well as protection.

The individual who suspects abuse or neglect must make a report directly to DCF; it is no longer sufficient to “cause a report to be made” which means the Principal can no longer submit a report on your behalf. If more than one individual within an organization needs to make a report about the same information or incident, DCF strongly recommends they report as a group — by phone or in writing.  The same 24-hour time limit applies.  The report should be made as follows:

1. Call the Department of Children and Families (DCF) at (800) 649-5285 (make a written notation of whom the report was made to and when the report was made); and,
2. Follow up with a written report that should be faxed to (802) 241-3301.  A Report of Suspected Child Abuse or Neglect can be used for this purpose.  You will need the case number obtained from the intake person received during the phone report (above).

For definitions and additional information about reporting suspected child abuse and neglect, please refer to Policy JO2: Mandatory Reporting of Suspected Abuse and Neglect and/or the Mandatory Reporting Training Presentation.

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Reproduction of Copyright Materials

It is the intent of the Chittenden Central Supervisory Union to adhere to the provisions of copyright laws as they pertain to the use and duplication of copyrighted media for educational purposes. Copyright materials, whether they are print, non-print, audio visual materials, or computer software, will not be duplicated unless such reproduction meets fair use standards or unless written permission from the copyright holder has been received. Employees shall comply with the copyright guidelines found in Policy EGAAA and Procedure EGAAA-R: Copyright Restrictions. Illegal copies of copyrighted materials may not be made or used on any district equipment.

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Social Media

Employees must refrain from posting harassing or discriminatory messages about a coworker, supervisor, or student on line or in any public forum. All posts found on social networking sites or other forums can be used for possible employment action if legitimately obtained, and employees will be held responsible for such comments under the District harassment and discrimination policies.  Please refer to CCSU Procedure G2E-R: Responsible Use of Technology for Employees.  CCSU has also created protocols to guide the use of Social Media for School Purposes.  Click Here for a copy of this protocol.

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School Trips

School trips (e.g. field trips, class trips) are an extension of educational programs and should be designed to around the curriculum and/or the VT Standards. School trips should also be designed to encourage fairness and equity and to promote the best interests of the students and the entire school community. When planning a school trip, faculty and staff are expected to follow the rules outline in the School Trip Manual.   Consistent with the manual, the steps outlined in Policy IICA: School Trips must be followed.   A Field Trip Checklist (IICA-E1) should be used for this purpose.

If the trip involves overnight volunteer chaperones, the volunteer chaperone must complete the background check requirements as found on our volunteer page prior to the scheduled trip.

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Staff Ethics and Code of Conduct

CCSU expects all their district employees to demonstrate the highest standards of conduct and ethics in their school relationships and in the performance of their duties.   In order to ensure these high standards, employees are expected to:

  • Maintain just and courteous professional relationships with students, parents, staff members, board members and other internal and external constituents of the district.
  • Maintain a professional relationship with all students, both inside and outside the classroom, and to make reasonable efforts to protect students from conditions which are harmful to their health and safety.
  • Place the safety and wellbeing of students as the first concern of the school system, demonstrate and encourage the highest standard of conduct among students, and strive to create an environment where hazing, harassment, and bullying are deemed unacceptable behavior.
  • Exemplify honesty and integrity in the course of their work.
  • Refrain from soliciting funds of other staff members within the schools, or distributing flyers or other materials related to external fund drives through the schools, without the approval of the Principal.
  • Be familiar with, and abide by, all applicable federal, state and local laws and regulations as these affect their work, and CCSU policies and the administrative rules and procedures designed to implement them; and to support and help enforce CCSU policies and administrative regulations in regard to students.
  • Comply with all reasonable rules and directives established by his/her supervisor.
  • Adhere to all laws regarding conflict of interest and avoid actions that might compromise the integrity of the school district and/or confidence of the community in the school district.

For additional information related to staff ethics and rules of conduct, please refer to Policy G2A: Staff Ethics and Rules of Conduct and Policy  G3: Conflicts of Interest.

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Staff Gifts

Employees shall not accept gifts from students except as such gifts represent tokens. Token gift-giving shall also be discouraged. Employees are also prohibited from accepting things of material value from organizations doing business with the District, with the exception of minor items which are generally distributed by the company through public relations programs. Employees shall further refrain from giving gifts to their direct and indirect supervisors. The collection of money for group gifts shall be discourages except in special circumstances (e.g. bereavement, serious illness, retirement, etc.). For additional information, please refer to Policy  G3: Conflicts of Interest.

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Student Teacher Authorization

If you have been assigned to serve as a cooperating teacher to a student intern/student teacher, please remember that you must obtain an authorized Student Intern Authorization form from the student before they can begin their assignment with you.  This form serves as verification that the student teacher has completed all the requirements to perform their student teaching in our schools.  For more information about student teaching and the requirements to become a student teacher, click here.

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Substitute Teachers

Substitutes are often used to fill in for employees during an absence, especially for those positions that have direct contact with students. CCSU uses Aesop for securing and scheduling substitutes for absences and vacancies. Before an individual can be used as a substitute in our schools, he/she must have successful completed the application and screening process, and required employment paperwork. Individuals whose names do not appear in Aesop as active substitutes are not eligible to substitute.  For additional information related to substitute teaching, please refer to the substitute teacher webpage.

Teachers are expected to maintain an up-to-date substitute teacher folder (in case of an absence) to help ensure effective instruction can take place during their absence. For a list of the materials required to be kept in the folder, please refer to the Substitute Teacher Folder Checklist which is available on our website under Forms/Policies.

If you have any concerns related to your experience or observation of a substitute, please be sure to speak to your school principal and complete the on-line Absence/Vacancy Feedback questionnaire available through Aesop. (You should receive a reminder email from Aesop following your absence asking you to complete the feedback form.)  The information provided on this form will help determine future employment decisions related of the substitute teacher.

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Technology Responsible Use

The CCSU provides educators and other district employees access to internet and other technologies for the purpose of supporting the vision, goals and objectives of CCSU and/or the corresponding school district(s). The board expects those employees with access to these technologies to only use these technologies for educational or work-related purposes; however, staff may make occasional and appropriate use of such technologies for personal purposes (e.g., e-mail, internet search), provided such use does not interfere with the performance of their duties and does not violate CCSU policy or other rules of conduct, but may not use district-provided technologies for product endorsement, political lobbying, or private business or enterprise purposes. Transmission of any material in violation of any federal or VT state statute or regulation is prohibited (e.g. copyrighted material, threatening of obscene material, or material protected by trade secret, etc.). In addition, in order to ensure a smooth operation of the network, employees must adhere to the acceptable use standards and rules of conduct related to the efficient, ethical and legal uses of the network and other technology resources as found in Procedure G2E-R: Responsible Use of Technology for Employees.

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Telephone Use

CCSU recognizes that occasionally it is necessary for employees to make or receive personal phone calls during working hours (via the CCSU telephone system or personal cell phone). However, excessive personal calls during the work day, regardless of the phone used, can interfere with employee productivity and be distracting to others. Employees are expected to restrict personal phone calls to non-work times (e.g., work breaks, lunch) where
possible and to ensure friends and family members are aware of this expectation.

Similar to the use of other electronic resources, the use of District phones must not:

  • Impose any tangible cost to the District
  • Unduly burden the District’s electronic resources;
  • Impede other student or staff access for work or educational purposes;
  • Impact work productivity of the staff member him/herself or that of others; and,
  • Otherwise violate District policy

Employees in possession of a district provided cell phone are permitted to use said cell phone for personal reasons during non-work hours provided said use is in compliance with these rules. Any excess charges as a result of overuse of the data network, including texting, or allowed minutes shall be the responsibility of the employee, not to exceed the total number of minutes the employee used the cell phone for personal reasons during the corresponding period.  Please refer to CCSU Procedure G2E-R: Responsible Use of Technology for Employees for more information.

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Transporting Students

Employee are not allowed to drive students home (or elsewhere) after school, games or other school events except in the case of an emergency situation. In an emergency situation, the employee shall find another adult to ride with him/her if possible. If no one else is available and the student must be driven home (or elsewhere), the employee must inform his/her supervisor the following day.   Please refer to Procedure G2A-R: Staff-Student Relationships for more information.

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Tobacco Use and Possession

Tobacco use is not permitted in any school building or on school grounds at any time. The possession, use or distribution of tobacco or tobacco products in school or on school property is strictly prohibited. Any employee who observes a student in possession of a tobacco product, who has reasonable cause to believe a student is in possession of a tobacco product, shall confiscate the tobacco product and report the incident to the principal at once. Please refer to Policy G2B:  Use of Tobacco Products by Employees for more information.

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Unlawful Harassment

It is the policy of CCSU to maintain a learning and working environment that is free from unlawful harassment. CCSU districts prohibit any form of unlawful harassment on the basis of disability, marital status, national origin, race, color, religion, age, sex, sexual orientation, gender identity, genetic information or any other protected class as defined or required by state or federal law. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with a person’s performance or creating an intimidating, hostile, or offensive environment. Sexual harassment is a form of unlawful harassment, which consists of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communication of a sexual nature. Any employee who witnesses or receives a report, formal or informal, written or oral, of unlawful harassment (between two or more students, or between a student and a staff member, or between two staff members) at school or during school sponsored activities shall report it to the principal/director who will see that it is investigated according to CCSU policy. If the harassment involves the principal/director, please contact the Equity Coordinator at:

Chittenden Central Supervisory Union
51 Park Street
Essex Junction, Vermont 05452
Phone: (802) 879-5579
Fax: (802) 878-1370

For additional information related to unlawful harassment (e.g. definitions, examples, reporting, investigation, action, appeal, training, etc.), please refer to the following documents:

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Use of District -Owned Material and Equipment

All District-owned vehicles and other material and equipment shall only be used for school-related purposes. Private or personal use of such vehicles by employees is prohibited.   For more information, please refer to Policy E2:  Buildings and Grounds Management.

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Willfully damaging, destroying or vandalizing school property is strictly prohibited, and is subject to criminal charges and monetary reimbursement for damages. Employees shall promptly notify the principal/director of every incident of vandalism observed, and if known, the name(s) of the person(s) believed to be responsible. Please refer to Policy E2:  Buildings and Grounds Management for more details.

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Volunteer Use

Volunteers can serve as a valuable benefit to students and staff. The involvement of parents and community members is essential to the success of our schools and should be highly encouraged. In order to ensure the safety of our students and staff, all volunteers must be pre-approved prior to being assigned to perform services for the school. Pre-approval requires the completion of a Volunteer Registration Form, issuance of Guidelines for Volunteers, and the completion of any required background checks.   Please refer to our volunteer website for more information.   It is the responsibility of the employee to make sure the volunteer has been pre-approved before soliciting or using their services in the classroom, on filed trips, in the library, etc. For more information, please refer to Procedure G7D-R: Supervision and Screening of Volunteers.

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Weapons and/or Fireworks

In conformance with federal and state law, possession and/or use of firearms, fireworks, or other dangerous or deadly weapons or facsimile of any dangerous or deadly weapon at school or on school grounds or at school functions is strictly prohibited. It is also a violation of district policy for any person to make, issue, or communicate by any means, a threat that a weapon has been, or will be placed or used on school grounds or property. Please refer to Policy G2D: Possession and Use of Weapons by Employees for more information. Any student or employee violation should be reported to the principal/director immediately.

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Section C: Protocols, Rules and Other Expectations

Change of Name or Address

Employees are reminded to check  to make sure we have their most recent address on file. Employees can check and update their address information by logging into Employee On-line. If you are a first time user of Employee On-line (EO), please Click Here for instructions on how to access and use EO. Under Personal Information (found on the left-hand menu), click on Home Address. This is where you should edit and save your address. Both Payroll and Human Resources will automatically be notified when you enter your new address using EO. Your new address will also be accessible to your school when they run an Employee Directory Report from Sungard.  If have you recently moved, please remember to also inform the following (if applicable): Vermont State Teachers Retirement System, Vermont Agency of Education Licensing Office, 403(b) provider(s), etc.

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Direct Deposit

CCSU provides employees the opportunity to have their paychecks directly deposited into their savings or checking account each pay period. The use of direct deposit saves the employee both time and money by eliminating the need for the employee to travel to the bank each pay day. It also ensures that the check will not get stolen or lost, and it ensures timely deposit of funds. All employees are expected to take advantage of the direct deposit. The deposit must be made to a single account at any financial institution of your choosing. If you bank with the One Credit Union (OneCU), you have the option of having a set amount of each paycheck go to your OneCU account, and the remaining deposited to an account at another financial institution. To take advantage of direct deposit, employees must complete a Direct Deposit Authorization Form found on our website.

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Dress Code

In order to promote a positive, comfortable learning and work environment for all, all employees are expected to arrive at school, school events and/or school functions dressed appropriately for their assignment and/or duties for the day. In some cases this may mean wearing a required uniform (i.e. hats, hairnets, reflective vests, medical jackets, etc.). In other cases it may mean wearing professional work attire. Absent any specific dress code requirements for certain positions, all employees must minimally comply with the student dress code for appropriate attire, which is outlined below:

“Appropriate attire meets acceptable criteria for hygiene and safety, and does not distract from the learning process. Appropriate attire covers stomachs, backs, and undergarments. Tank-style tops have straps wider than two finger widths. Shirts have necklines no lower than four finger widths below the collar bone. Skirts and shorts are long enough so the hem falls at fingertip length or below when arms are placed at sides when standing.  Inappropriate attire includes items with obscene or vulgar terms; messages of hatred, violence, discrimination, sexual innuendo, or that promote the use of alcohol, drugs, and tobacco; halter tops, spaghetti straps, short skirts, and see-through items (unless that item covers other clothing that meets the dress code). Any item of clothing deemed by school personnel to be distracting, disruptive, or provocative is also inappropriate as school attire.

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Electronic Communication

The District has become heavily reliant on electronic communication (i.e. via the website, e-mail, blogs, etc.) to distribute valuable information to employees, students, parents, community, and other internal and external constituents. Since e-mail communication is often the only form of communication used for important and time sensitive information, all employees who are provided a  G-mail account through the District are expected to review their mail at least once daily while at work. Employees who are provided access to the web are also encouraged to become familiar with the content and resources found on the CCSU and local school website. Please refer to Acceptable Use Policy above for more information about the appropriate use of E-mail and other electronic devises.

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Emergency Contact Information

As part of our employee safety protocol, we are asking all employees to update their emergency contact information on Employee On-Line once each year. To add or updated your emergency contact information, please log into Employee On-line.  Under Personal Information (found on the left-hand menu), click on Emergency Info. This is where you should add or edit and confirm your emergency contacts.  This information will be available for schools to access in an emergency situation.  If you are a first time user of Employee On-line (EO), please Click Here for instructions on how to access and use EO.

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Employee Mailboxes

Employee mailboxes and internal mail systems (including CCSU provided g-mail) are the property and resources of the school district. Use and access to employee mailboxes and internal mail systems must be consistent with the educational and organizational objectives, CCSU policies, and responsibilities of the school or district. (Please refer to Acceptable Use Policy above for more information about the appropriate use of E-mail.) The District shall adhere to the United States Postal Service (USPS) rules and regulations related to the distribution of mail for all external mail received through the USPS. Employee mailboxes are not open to direct access by non-school personnel or external groups (even if an employee belongs to the external group) through the Districts internal mail system.

Any mass distribution to Employee mailboxes through the District’s internal mail system is subject to review by a school administrator prior to distribution. No material of a derogatory nature, non-bi-partison political message, or external promotional material shall be distributed using the school districts internal mail system.

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Employee On-line

Employee Online (EO) is a web-based portal that allows you to review and modify some of your personnel records.  After logging in, you can view your current contacts, direct deposit, benefit package, insurance information, update your address and emergency contact information and more.  One great feature of EO is the ability to view and print pay-stub information for current and past pay periods.  When the Finance Office completes payroll, your information will be available to view or print before you receive a hard copy.  Click Here for instructions on how to log into Employee On-line.

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ID Badge Protocol

All employees are expected to abide by the ID Badge Protocol while at school during school hours.

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Job Opportunities

The CCSU and affiliated school districts posts all external job opportunities on www.schoolspring.com – a list of the schoolspring postings can be accessed by clicking here. Internal postings (which are only available to current employees) are also posted on this site, but you must be logged into the website to see them.

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Lost and Found

All items and property that are found in the school (s) and on school grounds are to be brought to the Main Office at the school they are found in. This includes all properties in the Chittenden Central Supervisory Union area of supervision. Such areas include but are not limited to: classrooms, hallways, all restrooms, gym, locker rooms, cafeterias, auditoriums, lobbies, teachers/ staff break rooms & offices, library, custodial closets, parking lots, grounds, athletic fields etc. Such items and property include but are not limited to clothing, jewelry, books, backpacks, tools, money, fund raising items such as Athletics and Fine Arts gift coupons books and any other lost items. All such items and property are to be turn in to the Main Office or Security. At no time shall an employee take personal possession of such property, or place or leave property where they are not readily accessible to others. Such property and items shall be brought to the Main Office of the school for placement in the Lost and Found. All items and property shall be put in an envelope (if possible) and labeled with a description of the contents, your name, date and location where it was found.

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Mentoring Program Participation

All new teachers (including teachers new to the professional, experienced teachers new to CCSU, and existing teachers with a new assignment in a different endorsement area) shall be expected to participate in our New Teacher Mentoring Program.  Please Click Here for more information about our mentoring program.

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NCLB Paraeducator Qualification Requirements

In order to maintain (1) an equal education opportunity for all our students, (2) consistency of expectation within our workforce, and (3) flexibility of assignment, the Chittenden Central Supervisory Union shall hold the same minimum qualification standard for all paraeducators of its member school districts, whether or not the school or position receives Title I funds.   Paraeducators who meet the minimum qualifications standards of the No Child Left Behind Act (NCLBA) shall meet the CCSU adopted definition of Highly Qualified Paraeducator (HQP).   For a copy of the CCSU Standard for Highly Qualified Paraeducators please click here.

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Payment of Wages

Employees shall be paid on a bi-weekly basis, with the paydate occuring every other Friday. The pay week for support staff (for overtime and payment purposes) runs from Monday through Sunday.  Click here for a copy of the payroll schedule.

All support staff (i.e. hourly paid employees) must complete and submit a Report of Hours for Hourly Paid Personnel in order to be paid for their time.  Said report must accurately reflect  all hours worked for the pay period.  Off-the-clock work is strictly prohibited and considered a violation of state and federal law.    If you believe your supervisor is violating this provision by requesting or expecting you to work off-the-clock, please contact Deb Robbins, Executive Director of Human Resources, at drobbins@ccsuvt.org or 879-5584.

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Personal Vehicle for School Use

If you are required or requested to use your personal vehicle for school use, please be aware of the following. Vermont state law (16 V.S.A. §1756) requires Districts to provide liability insurance protection to its employees who are acting within the scope of their employment or under the direction of the administration and acting in the discharge of their duties. The liability insurance protection protects the employee against financial loss and expense for claims arising from injury and damage to third parties. It does not provide first party coverage (i.e. damage to the employee’s property). It also does not cover any malicious, criminal or intentionally reckless acts or omissions.

If an accident were to occur while an employee is driving their personal vehicle on approved school business the employee’s insurance would provide primary coverage and the District would provide secondary coverage to indemnify the employee for liability related to losses or damage to third parties. This means that the District’s liability insurance will provide the protection to cover any claim for injury to the student(s) or third party (e.g. other driver), and damage to the third party property over and above the employee’s personal vehicle insurance. The district’s liability insurance protection does not cover damages to the employee’s vehicle. Workers compensation would cover any cost of injury to the employee which occurs in the course of their employment. All employees need to maintain up to date personal automobile liability insurance for any personal vehicles they are using during the course of their duties.

In situations where the other driver is at fault, the third party’s insurance would normally cover the damage to the employee’s vehicle. Coverage for damage to an employee’s vehicle is not covered by the District unless there is some fault on the part of the District. Workers compensation would still cover the cost of injury to the employee.

Employees who are expected or required to drive their personal vehicle as part of their position must submit proof of insurance and/or verification of licensure upon request. These folks must also consent to VT Department of Motor Vehicle (VT DMV) checks.  For more information about these VT DMV checks, please Click Here.

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Posters, Announcements and/or Displays

Consistent with the Student/Parent handbook, posters, announcements and/or displays may be exhibited in the school for school-related events. Distribution of non-school related materials to students and/or faculty and staff is prohibited. For additional information (i.e. definitions, controls, limitations, etc.) please refer to the published standard for posting.

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Salary Schedule Movements (Teachers only)

If you are planning to take a course that you would like to have applied towards your next salary schedule movement (e.g., from MA to MA+15), please remember that you need to obtain prior approval for the course before the course begins.  You can obtain prior approval by using the online Course Approval process and selecting ‘Salary Schedule Credit Pre-Approval’ when prompted to indicate what the request is for.  For more information about how to qualify for salary schedule advancement, please click here.

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School Closing Information

In the event of school closings, students and employees of the Essex Junction, Westford and Union #46 school districts shall be informed through radio and television stations who are members of the Vermont Association of Broadcasters. For a complete list of radio and television stations, visit: http://www.vab.org/stations.htm.  In addition, all school closing information will be posted at the CCSU web-site (www.ccsuvt.org) and on all school web-sites.

School closing information is listed by school and posted as close to 6:00 a.m. as possible. If school is closed, all daytime and evening school activities, programs and events are also cancelled. Radio stations will be notified by 1:00 p.m. if evening adult classes and programs at CTE will also be cancelled.

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Use of Motor Vehicles on School Property

All employees must obey school driving rules, posted street and parking signs, and speed limits. Employees must park in designated areas only, and are expected to practice “no idling” while parked or waiting to pick up passengers. All vehicles must be properly inspected and registered.

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Vehicle Idling

In order to protect our students and employees from unnecessary gas fumes and emissions, employees are expected to practice “no idling” while parked or waiting to pick up passengers. This means that vehicles engines are expected to remain off unless necessary to ensure the safety of our employees and students (e.g. to defrost windows to ensure adequate vision for safe driving).

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Work Related Injury/Illness

Chittenden Central Supervisory Union is committed to providing a safe work environment for our employees. Despite the best efforts that we may implement, employees may get ill or injured. Chittenden Central Supervisory Union has a Workers Compensation insurance program which provides for payment of medical expenses and lost wages for employees who suffer work-related injuries or illness. If you are injured at work or if a work-related injury/illness is suspected, please be sure to report this to your immediate supervisor and/or the school nurse in your building within 24 hours of the onset of the injury or illness whether or not medical treatment is required.  Your supervisor (or designee) will complete an Employee’s Claim and Employer First Report of Injury (“First Report”) and submit it to the Human Resource Department.  Except in the case of an emergency, employees who require medical care beyond first aid are expected to go to Contrentra Medical Center located in South Burlington for their initial diagnosis and treatment.  For more information about seeking medical treatment, work-related absences, reinstatement rights, and other workers compensation matters, please click here.

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Section D: Benefits and Compensation

403(b) Retirement Plan – Universal Availability

Whether you are just beginning your career or thinking about retiring, now is the time to plan for your retirement! CCSU offers employees a great opportunity to save for their retirement through a 403(b) Plan. A 403(b) Plan, also known as a tax-sheltered annuity (TSA), is a retirement plan designed for employees of public schools and other tax-exempt organizations that allows employees to save for their retirement by saving and investing pre-tax dollars through voluntary deferrals (i.e. payroll deductions). The CCSU 403(b) Plan is provided through the Vermont State 403(b) Investment Program, which is overseen by the Vermont State Teachers Retirement System (VSTRS). All employees are eligible to participate as long as they invest at least $200/year. To learn more, or to take advantage of this great opportunity, please visit our 403(b) Plan website.

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457 Deferred Compensation plan

Employees of the Chittenden Central Supervisory Union school districts have an exceptional opportunity to choose between two excellent retirement plans: The CCSU Tax-Deferred Annuity Plan (403(b) Plan) and the State of Vermont 457 Deferred Compensation Plan (457 Plan). Employees also have the unique opportunity to contribute to both plans if the situation suits them. Only employees who work permanent part-time or better (which excludes substitutes, seasonal and temporary employees) are eligible to participate in the 457 Plan. To learn more, or to take advantage of this great opportunity, please visit our 457 Plan website.

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Employee Assistance Program

All employees of the CCSU and affiliated school districts and their household members are eligible for Employee Assistance Program (EAP) services and resources through INVEST EAP.   The primary purpose of the EAP is to provide all employees and their family members with confidential, short-term counseling, assessment, and resource and referral information on a variety of life and work issues. EAP services are provided as an employee benefit.  There is no direct cost to employees for utilizing EAP services.  INVEST EAP also provides supervisors and managers with training and consultation on different approaches to effectively resolve difficult employee issues that can benefit the employee. EAP can assist with a variety of personal/work problems or concerns that can interfere with employee work performance including:

  • Family/relationship/marital problems
  • Anxiety
  • Stress
  • Depression
  • Anger
  • Financial stress
  • Problem with co-worker
  • Alcohol/substance abuse
  • Life transitions
  • Legal difficulties
  • Elder care and Child care

For information about how to access these free EAP services or for more information about EAP Click Here.  (Employee login will be required to access this page.)  Additional information about INVEST EAP services can also be found on the Web at www.investeap.org.

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Employee Discounts

Employees of CCSU and affiliated school districts are eligible to take advantage of discounts that are not available to the general public. Discounts are available on health memberships, home and auto insurance, cell phone service, computers and others. To learn more about the discounts you may be eligible for please see our value added benefits page.

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Health and Wellness Programs and Discounts

CCSU offers a variety and health and wellness programs and discounts for all their employees.  These programs include, but are not limited to:

  • VEHI’s PATHPoints Employee Wellness Program
  • Employee Assistance Program
  • Aspire Studio Discounts
  • Smuggler’s Notch Corporate Rate Discount
  • Discounts at the Edge Sports and Fitness Centers
  • Corporate Membership at the Links

Click here for more information.

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Insurance Benefits

For information related to insurance benefits policies, procedures, practices and standards, please visit our Insurance Benefit webpage.  Some of the contents are outlined below:

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Leave Benefits

For information related to leave policies, procedures, practices and standards, please visit our Employee Leaves webpage, the contents of which are outlined below:

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Professional Development Funds

Teachers, Administrators, and full-time support staff are eligible to receive professional development funds through the district.   To access these funds for a course or other professional development activity, employees must complete the on-line Course Request Form.  For information related to eligibility, limitations and exclusions, and number of credits available, please consult your individual employment contract or applicable master agreement.   For information about the on-line system, current year, covered expenses, professional development funds for technology related courses, pre-approval requirement, seeking reimbursement, proof of completion requirement and more, please click here to visit our Professional Development Fund Page.

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