2024-25 QCUSD EMPLOYEE HANDBOOK
LETTER FROM THE SUPERINTENDENT 4
Our Vision 6
Our Mission 6
Our Priority Areas and Goals 6
Queen Creek Unified School District #95 7
Governing Board 7
District Administration 7
School Sites 9
District Profile 10
District Social Media 10
Notice To Employee 11
Notice of Nondiscrimination 11
Queen Creek Unified School District Policies and Procedures 12
Absences, Holidays, Vacations & Leaves 12
Bereavement 12
Doctor/Dental Visits 12
Family Medical Leave Act (FMLA) (Policy 4-302.A) 13
Requesting FMLA/ Leave of Absence 13
FMLA Employer Response 14
General Leave 14
Holidays 17
Jury Duty/Court Appearances 17
Professional Leave 17
Reporting Absences 17
Medical Leave Assistance Bank 18
Uniformed Services Duty 18
Vacation (Policy 4-302) 19
Benefits 19
Employee Assistance Program 20
Life Insurance 20
Medical Insurance 20
Supplementary Insurance 20
Contracts/Notice of Appointments and Evaluations 21
Contract/Notice of Appointment Renewal 21
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Teacher Professional Growth Compensation 21
Evaluations 22
Certificate Renewal 22
Salary Schedule Information 23
Grievances 23
Conflict of Interest (Policy 4-102, 3-109) 24
Close Relative Defined 24
Employment of Close Relatives 24
Supervision of Close Relatives 24
Business Relations 24
Vendor Relations 25
Constructive Discharge Notice 25
Disciplinary Action (Policy 4-104) 26
District Calendars 26
Dress Code 26
Drug-Free Workplace (Policy 4-205) 27
Drug and Alcohol Testing (Procedure 3-302.C and Policy 4-301) 28
Due Process 28
Emergency Response Plan 28
ALICE Response Plan 28
Employee Access Portal 30
Employee Assignments/Transfers Policy 4-102 30
Employee Code of Conduct (Policy 4-201) 32
Employee Discounts 35
Community Education Discovery Kids and Preschool Program 35
Employee Restrooms 35
Employment Classification 35
Equal Employment Opportunity and Non-Discrimination (Policy 1-202) 36
Equal Employment Opportunity & Anti-Discrimination 36
Harassment 37
Sexual Harassment 37
Family Educational Rights and Privacy Act (FERPA) 39
Fingerprint Clearance Card 39
Hazardous Material/Chemical 40
Health-Related Issues 40
Immunizations 40
Internet/Electronic Information Services Use (Policy 3-403.Form) 40
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Job Sharing 43
Keys 43
Lost or Stolen Badge and Key Charges 43
Name or Address Changes 44
Notification of Criminal Charges 44
Parent Complaint Procedure 44
Paychecks 44
Pay Dates 45
Payroll Deductions 45
Income Tax 46
Personnel Files 46
Posting New Position 46
Protection of District or Personal Property 46
Purchasing 46
Reduction in Force (RIF) (Policy 4-106) 47
Removal of District Property 47
Resignation/Release from Contract 47
Retirement 47
Retire/Rehire District Practice 48
Rights During an Investigation 48
Prohibition of Tobacco Use (Policy 4-206) 49
Suggestions 49
Tax-Sheltered Annuities 49
Telephone/Long Distance 49
TimeClockPlus (TCP) Timekeeping System 50
Transportation Requests 50
Voting 51
Waiver of Privacy 51
Workday 51
Statement of Understanding for Hours Worked and Time Recording 51
Worker’s Compensation (Policy 3-404) 52
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LETTER FROM THE SUPERINTENDENT
Welcome to QCUSD and the 2024-2025 school year!
The Queen Creek Unified School District empowers each student to achieve excellence in all
pursuits and lead with integrity. We are exceeding the challenges that face schools throughout our
country, and this would not be possible without the great employees like you who make a difference
through teamwork, persistence, and passion. I am proud to serve so many quality educators!
As we move into the 2024-2025 school year, our motto ‘Excellence Through Leadership’ will drive
our actions. Regardless of the position you hold, each QCUSD employee plays an important role in
helping students maximize their leadership potential and prepare them for life after high school. You
have chosen a noble profession and it is awesome to think about the long-standing impact you can
have on so many students when it comes to their confidence, future opportunities, and academic
direction.
I truly believe that we all can be proud of the positive momentum we have established within Queen
Creek Unified School District—in our classrooms, on our stages and playing fields, and in the
community. However, our achievements are not due to complacency and satisfaction with
mediocrity and the status quo. Student achievement and growth are high priorities within this district
and we are proud to be one of the elite districts in the State of Arizona.
It is also important to know that a top priority for QCUSD is providing students a comprehensive
educational experience. QCUSD is one of the fastest-growing districts in Arizona and we are proud
of the extensive opportunities we provide students/families such as, but not limited to: free, full-day
kindergarten, improved Gifted/ELP programs, AVID, Career and Technical Education,
award-winning before/after school programs, and outstanding extracurricular/athletic programs.
Queen Creek Unified School District, the largest employer within the Town of Queen Creek, serves
as the cornerstone to a strong local economy. Strong schools help build a strong community. Our
district serves more than 15,000 preschool through 12th-grade students, and we are one of only ten
public school districts to earn a grade of A for the last several years from the Arizona Department of
Education!
On behalf of QCUSD, I would like to express my gratitude to the staff, parents, and community
members who promote student achievement, encourage individual responsibility and help our
students develop a love of learning that will continue to benefit them throughout their lives.
I wish everyone a great 2024-2025 school year and thank you for choosing the QCUSD team.
Sincerely,
Perry Berry, Ed.D.
Superintendent
2024-2025 QCUSD Employee Handbook 4
2024-2025 QCUSD Employee Handbook 5
Our Vision
Queen Creek Unified School District supports the development of the whole child by modeling
positive academic, social, and emotional learning through an innovative and challenging
curriculum. Learning is maximized by empowering the community, and its members, to partner
with us to create a safe and secure learning environment for all students. Queen Creek Unified
School District expects their students to be successful, compassionate, and productive in their
learning so that the next generation of ethical citizens can lead our community both locally and
globally.
Our Mission
Queen Creek Unified School District empowers each student to achieve excellence in all pursuits
and lead with integrity.
Our Priority Areas and Goals
Student Success
Safe and
Healthy
Environment
Exceptional
Personnel
Effective
Partnerships
Effective
Operations and
Systems
● Inspire all
students to meet
or exceed annual,
individual, and
academic goals.
● Prepare all
students for
post-graduation
opportunities,
responsible
citizenship, and
competition in a
global economy.
● Empower each
student with
skills and tools
that support being
a confident,
resilient, and
healthy
individual.
● Ensure a safe and
secure
environment.
● Teach kindness,
respect, and
integrity.
● Provide
opportunities that
result in
meaningful
connections,
resiliency, and
coping skills.
● Raise awareness
of mental health.
● Enhance diversity
related
educational
opportunities.
● Value and support
all personnel.
● Recruit and retain
highly qualified,
diverse personnel.
● Maximize
purposeful
professional
development to
empower
personnel.
● Encourage new
and innovative
ideas that foster
collaboration,
efficiency, and
growth within the
work
environment.
● Increase
partnerships as a
way to build
mentoring
opportunities,
internships, and
community
business
involvement.
● Communicate
effectively to
promote
involvement and
maximize
opportunities for
collaboration
with all
stakeholders.
● Ensure
transparency by
providing
information used
in the
decision-making
process.
● Optimize use of
funds through
fiscal
responsibility.
● Strategize use of
resources through
balanced
planning.
● Manage district
systems
efficiently
through key
performance
indicators.
● Continuously
improve facilities
and technology.
2024-2025 QCUSD Employee Handbook 6
Queen Creek Unified School District #95
20217 E. Chandler Heights
Queen Creek, Arizona 85142
www.qcusd.org
480.987.5935
Governing Board
The Queen Creek Unified Schools have five capable, concerned individuals who represent our
District in service to our community, our schools, and our children. Our Governing Board
believes that the special needs of children can be best met through the utilization of a team
approach in making educational decisions. Therefore, the Board and the Administrative Team
work as partners for the benefit of students in our District.
Each member of our Governing Board is dedicated to the development and implementation of
sound educational policies and instructional programs that provide opportunities for every
student to explore his or her environment develop effective social skills, master the basic tools of
learning, and enhance self-esteem and refine specific talents, as well as acquire acceptable moral
values and attitudes. Our Governing Board Members are:
Ms. Jennifer Revolt, President
Ms. Samantha Davis, Vice President
Ms. Patty Campbell, Member
Mr. Matthew Riffey, Member
Mr. James Knox, Member
District Administration
Dr. Perry Berry, Superintendent
Ms. Amber Bordes, Chief Operations Officer
Dr. Erika Copeland, Associate Superintendent
Dr. Adam Wolfe, Assistant Superintendent
Ms. Jessica Johnston, Chief Financial Officer
Mr. Bob Lawson, Executive Director of Operations and Construction
Dr. Amy Kramb, Chief Human Resources Officer
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2024-2025 QCUSD Employee Handbook 8
School Sites
Desert Mountain Elementary School Faith Mather Sossaman Elementary
(Grades K-6) (Grades K-6)
22301 S. Hawes Road 22801 E. Via Del Jardin
Queen Creek, Arizona 85142 Queen Creek, Arizona 85142
Ms. Erin Pillsbury, Principal Ms. Sherry Towns, Principal
Frances Brandon-Pickett Elementary School Gateway Polytechnic Academy
(Grades K-6) (Grades PreK-6)
22076 E. Village Loop Road 5149 S. Signal Butte Road
Queen Creek, Arizona 85142 Mesa, Arizona 85212
Ms. Stacey Duke, Principal Mr. Jeff Markle, Principal
Jack Barnes Elementary School Katherine Mecham Barney Elementary
(Grades K-6) (Grades PreK-6)
20750 S. 214
th
Street 19684 S. 225th Place
Queen Creek, Arizona 85142 Queen Creek, Arizona 85142
Ms. Dawn Kennaugh, Principal Ms. Dawn Harrington, Principal
Queen Creek Elementary School Schnepf Elementary School
(Grades PreK-6) (Grades K-6)
23636 S. 204
th
Street 26161 S. 231st Street
Queen Creek, Arizona 85142 Queen Creek, Arizona 85142
Ms. Dawn Michaelson, Principal Ms. Faith Orr, Principal
Silver Valley Elementary School Newell Barney College Prep
(Grades K-6) (Grades 7-8)
9737 E. Toledo Avenue 20435 S. Ellsworth Road
Mesa, Arizona 85212 Queen Creek, AZ 85142
Ms. Kelli Frazier, Principal Mr. Kevin Aikins, Principal
Crismon High School Queen Creek Junior High School
(Grades 7-12) (Grades 7-8)
21942 E. Riggs Road 24937 S. Sossaman Road
Queen Creek, Arizona 85142 Queen Creek, Arizona85142
Ms. Elyse Torbert, Principal Ms. Beverly Nichols, Principal
Eastmark High School Queen Creek High School
(Grades 7-12) (Grades 9-12)
9560 E. Ray Road 22149 E. Ocotillo Road
Mesa, Arizona 85212 Queen Creek, Arizona 85142
Christopher Webb, Principal Mr. Scott Lovely, Principal
2024-2025 QCUSD Employee Handbook 9
District Profile
Queen Creek Unified School District is located on the southeast edge of Maricopa County and
encompasses portions of the Town of Queen Creek and East Mesa, Arizona. The District’s
student enrollment is currently over 15,000 students. We operate nine K-6 elementary schools,
two 7th-8th grade junior high schools, two 7th-12th grade high schools and one 9th -12th grade
high school in the District.
Our goal is to provide a quality education with the belief that all children can learn. We are proud
of the comprehensive pre-K through 12th-grade academic programs we offer to meet the needs
for all of our students. We have quality programs that include regular education, gifted education,
special education, and early childhood education as well as career and technical education and
alternative high school services.
QCUSD educators and support staff hold high standards and demonstrate expertise,
professionalism and commitment to student success. Our students continue to exceed state and
national score averages on assessments. We are dedicated to providing a challenging learning
experience for our students in a caring, supportive environment.
Our Future…..
The Town of Queen Creek is currently the third fastest-growing city in the United States, at more
than 65,000 residents. More students will mean more job opportunities for both certified and
Support Staff employees, and have a positive impact on the local economy. Learn more about the
financial history of QCUSD in this video.
District Social Media
Like, follow, share and subscribe to our social media channels to help tell the story of QCUSD:
/qcusd95
/qcusd
@qcusd
/Queen Creek Unified School District
@qcusd95
@qcusd95
2024-2025 QCUSD Employee Handbook 10
Notice To Employee
It is your responsibility to read and become familiar with the materials contained in your
QCUSD Employee Handbook.
The information contained in this handbook applies to all employees of Queen Creek Unified
School District. The contents of this handbook are for general information and guidance only and
may be modified at any time by the district depending on the particular circumstances of any
given situation. It is expressly understood that its contents should not be interpreted as a contract
or work agreement between the District and any of its employees, nor does it imply continuing
employment. Nothing contained within this handbook should be interpreted to supersede the
Governing Board Policy. Any verbal or written representations to the contrary of the above
statements are invalid and should not be relied upon by any prospective or existing employee.
Employee’s electronic signature on the 2024-2025 Employee Handbook form indicates that the
employee agrees to abide by the District’s policy and regulations as incorporated herein by
reference and in Governing Board Policy. Queen Creek Unified School District Governing Board
Policy Manual can be located on the District Website. Employee understands the provisions and
conditions indicated and that any violations of the terms indicated herein and in District Policy
may result in disciplinary action up to and including recommendation for termination and/or
legal action.
Notice of Nondiscrimination
Queen Creek Unified School District does not discriminate on the basis of race, color, religion, national
origin, sex, disability, age or sexual orientation in admission and access to its programs, services,
activities, or in any aspect of their operations and provides equal access to the Boy Scouts and other
designated youth groups. Queen Creek Unified School District also does not discriminate in its hiring or
employment practices. The following employees have been designated to handle inquiries regarding the
nondiscrimination policies: Title IX Officer 20217 E. Chandler Heights Rd., Queen Creek, AZ 85142,
Phone 480-987-7418 and Compliance Officer for Section 504/ADA, Director of Special Education,
20217 E. Chandler Heights Rd., Queen Creek, AZ 85142, Phone 480-987-5990.
El Districto Escolar Unificado de Queen Creek no discrimina en base a su raza, color, religión, origen
nacional, sexo, discapacidad, edad, o la orientación sexual para la admisión y su acceso a sus programas,
servicios, actividades, o en cualquier aspecto de sus operaciones y proporciona un acceso igualitario a los
Boys Scouts y otro grupos de jóvenes designados. El Districto Escolar Unificado de Queen Creek
tampoco discrimina en sus prácticas de empleo y contratación. Los siguientes empleados han sido
designados para manejar las preguntas en cuanto a las pólizas de no discriminación: Funcionario de
Cumplimiento de Título IX, Asistente del Superintendente de Servicios Auxiliares, 20217 E. Chandler
Heights Rd., Queen Creek, AZ 85142, Phone 480-987-7418 and Funcionario de Cumplimiento para la
Sección 504/ADA, Director de Educación Especial, 20217 E. Chandler Heights Rd., Queen Creek, AZ
85142, Phone 480-987-5990.
The Office for Civil Rights
U.S. Department of Education
1244 Speer Boulevard
2024-2025 QCUSD Employee Handbook 11
Denver, Colorado 80024
Queen Creek Unified School District Policies and Procedures
Absences, Holidays, Vacations & Leaves
All leave must be used in accordance with the policies for the specific type of leave below. Many
employees will have access to more than one leave plan. As a rule, time must be used before
vacation or general/personal leave may be taken. In certain circumstances, payroll may substitute
one type of leave for another in the event that an employee does not have sufficient leave balance
to support a request. For example, if an employee requests general leave, but does not have any
available, vacation time may be applied instead.
Bereavement
All employees are eligible for up to five (5) work days of bereavement leave per year for death,
with pay, for immediate family, as defined in Procedure 4-302.E.
Family, for the purposes of Bereavement, shall include:
Spouse/domestic partner
Grandchildren
Children or stepchildren
Aunt or uncle
Parents/legal guardians and step-parents
Parents of spouse/domestic partner
Siblings
Brother or sister of spouse/domestic partner
Grandparents
Sons-in law or daughters-in-law
An individual permanently residing in the employee's
household
Extensions of bereavement leave may be granted upon request to the supervisor. If approved, all
such extensions of bereavement leave shall be deducted from the employee's earned general
leave, undesignated leave and/or vacation leave. In the absence of any accrued leave, and upon
request, the supervisor may approve an unpaid leave of absence for each work day of extended
bereavement leave used requested.
Employees may be required to provide verification for bereavement leave.
Doctor/Dental Visits
Employees are requested to arrange for doctor, dental, and other appointments on their own time
when possible. Appointments scheduled during the workday will be charged to the employee’s
general leave time.
2024-2025 QCUSD Employee Handbook 12
Family Medical Leave Act (FMLA) (Policy 4-302.A)
Eligibility
To be eligible for leave under this Procedure, employees must meet the following requirements:
1. Have worked at least twelve (12) months for the District; and
2. Have worked at least 1,250 hours for the District during the twelve (12) months
immediately preceding the date the leave would commence;
All vacation and general leave earned by the employee must be used concurrently with days
taken at the beginning of the twelve-week FMLA period; i.e., general leave or vacation time may
not be used to extend FMLA beyond twelve weeks.
Reasons for Leave
To qualify as FMLA leave under this Procedure, the leave must be for one of the following
reasons:
1. The birth of a child or placement of a child with the employee for adoption or foster care.
2. To care for a spouse, child or parent who has a serious health condition.
3. For a serious health condition that makes the employee unable to perform the essential
functions of the employee's job.
4. For any qualifying exigency arising out of the fact that a spouse, child or parent is a
military member on covered active duty or on call to covered active duty status.
5. To care for a covered service member with a serious injury or illness.
Employees who go on FMLA because of a serious health condition will be required to have a
Certification of Health Care Provider form completed by their physician to ensure compliance
with FMLA guidelines.
Requesting FMLA/ Leave of Absence
Employees requesting FMLA or a leave of absence will log into Frontline Central and submit a
Leave of Absence Request form. Once logged into Frontline Central follow the steps below:
● Select "My Forms" in the upper left hand corner
● Select "Forms I Can Start"
● Select “Leave of Absence Request Form”
● Complete the e-form (once submitted it comes directly to the Human Resources
Department)
Anyone who has trouble logging into Frontline Central can get assistance by emailing
Certified employees, Special Education Assistants and Preschool Instructional Assistants are
still responsible for entering the absence in Frontline Absence Management.
2024-2025 QCUSD Employee Handbook 13
Policies regarding leave can be found online through the district policies website:
● Bereavement -- Procedure 4-302.E
● Medical and Military -- Procedure 4-302.A, 4-302.D
● Workers' Compensation -- Procedure 3-404.B
● Medical Leave Assistance Bank - Procedure 4-302.F
FMLA Medical Form(s):
● Rights and Responsibilities Notice, form WH-381
● Employee Medical Form -- Certification of Health Care Provider for Employee's Serious
Health Condition
● Family Member Medical Form -- Certification of Health Care Provider for Family
Member's Serious Health Condition
FMLA Employer Response
The Human Resource Department will provide the employee with the Designation Notice, form
WH-382 which informs the employee whether the FMLA leave request is approved; also
informs the employee of the amount of leave that is designated and counted against the
employee’s FMLA entitlement. This form may also inform the employee that the certification is
incomplete or insufficient and additional information is needed. It is the responsibility of the
employee to read this information and to comply with all requirements contained therein.
General Leave
A. General Leave Amount
The District offers general leave as a benefit of employment to certain employee groups as
specified in Policy 4-302. It is not the intent of general leave to be used as vacation leave.
No more than three (3) days of general leave may be used for personal business per fiscal
year subject to prior approval by the employee's supervisor. Employees of the District who
are not under contract, work agreement or notices of appointment such as substitute
teachers, or temporary employees are not eligible to accrue general leave.
One (1) day of general leave is equivalent to an employee's regularly scheduled hours for
the assigned position(s). Employees who work less than a full fiscal year or less than a full
FTE in their position receive a proportional amount of general leave based on their start
date or work status. Unused general leave will remain in the employee's general leave.
B. General Leave Usage
General leave may be used at the discretion of the employee for personal illness, family
illness or for personal business (up to three (3) days per fiscal year).
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Employees may be required to present a fitness for duty certificate from a physician to be
restored to employment after using leave. The District may also request that an employee
provide supporting documentation to support the need for an unplanned leave request,
including but not limited to a physician's note after three days of consecutive absence.
The District reserves the right to require employees to use general leave in half or full day
increments.
C. General Leave Notification
Depending on the particular purpose, employees shall provide notification as follows:
1. Employees shall provide their supervisor with a request to utilize general leave as
soon as the employees are aware of the need to be absent, but no later than at least
one (1) week prior to the scheduled absence.
2. In the case of an unscheduled absence, employees shall provide their supervisor
seventy-two (72) hours' notice prior to taking leave unless an emergency or illness
prevents the notification, in which case notification must be provided as soon as
possible.
D. Approval or Denial of Use
The supervisor shall have the discretion to approve or deny the request based on the
following considerations:
1. When the requested leave creates a staffing conflict, the supervisor shall confer
with the employee to determine a more feasible schedule for the leave.
2. The attendance record of the employee.
3. Previous requests from the employee.
4. Justification for the specific nature of the requested leave.
5. Ability to meet staffing requirements for the campus or department.
6. The supervisor shall notify the employee of the approval or denial of the use of
general leave within three (3) work days after the request has been made.
E. Protected Days
The use of general leave will typically be denied for the day before or after a holiday or
break, during any week of state testing or site specific parent/teacher conferences, during
the pre-week and first two (2) weeks of the instructional year or the last two (2) weeks of
the instructional year. Supervisors may make exceptions only in case of documented
illness, bereavement, or special/emergency circumstances. The District reserves the right
to dock pay for absences during these specified blackout periods
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F. Payment for General Leave Accrual
After five (5) years of continuous service in the District, an employee who retires or
resigns from employment shall receive payment for all accrued, unused general leave at
the following rate of pay:
Support Staff Employees
Fifty dollars ($50) per day each full day of unused sick leave up to a maximum of one
hundred fifty (150) general leave days.
Certified Staff Employees
Two-thirds percent (66 2/3%) of the substitute teacher's daily rate for each full day of
unused sick leave up to a maximum of one hundred fifty (150) general leave days. The
District reserves the right to extend payout for up to five (5) years.
Administrator Employees
One hundred percent (100%) of the substitute teacher's daily rate for each full day of
unused sick leave up to a maximum of one hundred fifty (150) general leave days.
Employee shall not be entitled to this benefit if the employee is terminated for cause or
resigns in lieu of termination or non-renewal of employment. Employees will not receive
payment for general leave that the employee has not yet accrued. If an eligible employee
dies, the appropriate leave payment amount shall be paid directly to the employee's
beneficiary/estate.
Employees who are 55 years of age and have at least $5,000 in accumulated leave pay, will
receive a contribution from the District into a Health Reimbursement Account (HRA) or a
Retirement Account. This allows for a savings to the Employee as well as the District on taxes
and other withholdings. An exit interview will be conducted by Precision Retirement Group with
the employee to determine which account may be set up for the District to make the Contribution
on behalf of the employee. If the employee elects to have the contribution made to a retirement
account, the employee may select from a list of District approved partners.
Employees are expected to be on the job. While the District realizes that there are absence days
due to illness, it is our belief that the education offered to our students is of a higher quality when
guided by the regular classroom teacher. As current research indicates, a student missing more
than ten days of school achieves significantly less academically than those with better
attendance. We must embrace a similar concept for certified staff. Therefore, after ten days of
absence, whether due to illness, personal leave, professional growth, etc., certified staff may not
be involved in any further activities which will remove them from the classroom unless
recommended by their principal and approved by the District administration.
Once at work, any deviation from your regular work schedule (e.g., leaving early, working extra
hours, changing lunchtime, etc.) requires prior permission from your supervisor.
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Holidays
Twelve (12) month full-time employees shall be paid for the following holidays:
● Independence Day One (1) day
● Labor Day One (1) day
● Veterans Day One (1) day
● Thanksgiving Two (2) days
● Winter Break Six (6) days
● Civil Rights Day One (1) day
● Presidents’ Day One (1) day
● Spring Holiday One (1) day
● Memorial Day One (1) day
Full-time employees that are not 12 month shall be paid for the following holidays:
● Labor Day One (1) day
● Veteran's Day One (1) day
● Thanksgiving Two (2) days
● Civil Rights Day One (1) day
● Presidents' Day One (1) day
● Spring Holiday One (1) day
● Memorial Day One (1) day (11 month employees only)
Jury Duty/Court Appearances
Employees who are required to serve on a jury may do so without a loss of salary. To maintain a
normal salary, employees must turn in the jury duty stipend minus mileage to Payroll. Failure to
do so will result in the employee being docked one (1) one day's pay for each day absent without
proof of jury service (Policy 4-302).
Professional Leave
The Superintendent or his or her designee may grant professional leave with pay whenever it is
considered to be of value to the District. Professional leave may be granted for classroom
observations, special meetings and seminars or any other area of professional development.
Written requests for professional days must be submitted in advance to site administrator for
approval. Certified employees must enter absences into Frontline Absence Management once
approved.
Reporting Absences
Certified Staff
ALL certified employees must create their absence on Frontline Absence Management by 5:00
a.m. prior to the beginning of their workday. They are also required to notify their supervisor per
their site’s supervisor’s procedures. Employees are not to call the District or other individuals to
2024-2025 QCUSD Employee Handbook 17
report absences. All certified employees must create an absence on Frontline Absence
Management, even if they do not require a substitute. Employees that require a substitute
must use general leave in half or full day increments (Policy 4-302.C).
Support Staff
All Support Staff employees must call their department supervisor at least one hour prior to the
beginning of their workday each day they will be absent. Employees are not to call the District
or other individuals to report absences. In case of a planned absence or request for release time
(vacation, military duty, etc.), employees must consult their supervisor in advance. An absence
should be entered into TCP upon return. Employees’ building or department supervisor may
also at his or her discretion, require a doctor’s note verifying the reason for employee absence.
Once at work, any deviation from your regular work schedule (e.g., leaving early, working extra
hours, changing lunchtime, etc.) requires prior knowledge/ permission of your supervisor.
If you are a support staff Special Education Instructional Assistant, your absence must be
submitted through Frontline Absence Management by 5:00 a.m. prior to the beginning of the
workday. They are also required to notify their supervisor per their site’s supervisor’s procedures.
Employees are not to call the District or other individuals to report absences. Employees that
require a substitute must use general leave in half or full day increments (Policy 4-302.C).
Medical Leave Assistance Bank
The District recognizes the existence of circumstances under which non-job-related, seriously
incapacitating, and extended illnesses and injury may exhaust accrued leave of employees. To
provide some measure of relief in such situations, a limited mechanism, based upon voluntary
transfer of accrued leave, is established. The mechanism will be termed banked sick leave, or a
sick leave bank. It is considered of benefit to the District to establish this mechanism because it
will reduce the annual accrued sick leave and promote efficiency by ensuring constant service.
For more information refer to Procedure 4-302.F and 4-302.F.Form.
Uniformed Services Duty
If an employee performs duty, voluntarily and involuntarily, in the uniformed services, he or she
will be provided leave and reemployment rights as provided in the Uniformed Services
Employment and Reemployment Rights Act (USERRA). An employee requesting leave to
perform duties in the uniformed services must provide the District with advance notice of his or
her absence for service in the uniformed services, unless such notice was precluded by military
necessity or is otherwise unreasonable or impossible. An employee that has complied with the
provisions of the USERRA is entitled to be reemployed in the job they would have attained had
they not been absent for military service. Employees who are absent for two weeks for National
Guard or Reserve training are required to submit a request to their immediate supervisor with a
copy of the military orders attached (Procedure 4-302.D).
Employees are required to submit appropriate documentation to the Human Resources
department when requesting military leave.
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Vacation (Policy 4-302)
Support staff employees who work twelve (12) months will earn vacation on the following
schedule:
● One (1) through five (5) years Ten (10) days
● Six (6) through ten (10) years Fifteen (15) days
● Eleven (11) through fifteen (15) years Eighteen (18) days
● Sixteen (16) or more years Twenty-one (21) days
Certified employees who work twelve (12) months will earn vacation on the following schedule:
● One (1) through five (5) years Fifteen (15) days
● Six (6) through ten (10) years Seventeen (17) days
● Eleven (11) through fifteen (15) years Nineteen (19) days
● Sixteen (16) and beyond Twenty-one (21) days
Administrators who work twelve (12) months will earn vacation on the following schedule:
● One (1) through six (6) years Twenty (20) days
● Seven (7) years and beyond Twenty-five (25) days
Twelve (12) month exempt employees may request to sell back up to six (6) vacation days each
year, provided their vacation balance after the transaction is at least twenty-five (25) days. These
six (6) days will be compensated at the employee's regular daily rate of pay. Payment, if any, will
be made during the month of June.
Employees must obtain advance approval from their supervisors to use vacation leave, which
should generally be taken when school is not in session.
No more than a maximum of fifty (50) vacation days may be carried over into the next fiscal
year.
Upon retirement, resignation, termination, or death, the employee or the employee's estate shall
be paid for accumulated vacation days, which are limited to the number of vacation days earned.
The Board will compensate the employee or the estate at the employee's daily rate of pay. The
daily rate of pay shall be calculated by dividing the employee's base salary by the number of
work days in the employee's approved work calendar.
Board will compensate the employee or the estate at the employee's daily rate of pay. The daily
rate of pay shall be calculated by dividing the employee's base salary by the number of work
days in the employee's approved work calendar.
Benefits
Benefits will be awarded in accordance with Federal requirements and guidelines.
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Employee Assistance Program
ComPsych offers 6 free sessions per person per issue for things like:
● Anxiety, depression, stress
● Grief, loss, and life adjustments
● Relationships and marital conflicts
If you’re in a time of need, contact ComPsych at 833.955.3386. The toll-free number gives you
direct, 24/7 access to a guidance consultant who will answer your questions and if needed, refer
you to a counselor or other resources.
CompPsych has other resources besides counseling, too. On their website, they have resources
for things like:
● Finding child and elder care
● Retirement planning
● Hiring movers or home repair contractors
● Active&Fit Direct Fitness Program
● Working Advantage Employee Discounts
To access your benefits:
1. Go to guidanceresources.com
2. Register using the web ID: KAIROSEAP
3. Select your employer
4. Create your username and password
5. Start browsing
Life Insurance
Life insurance coverage for eligible employees is $50,000 per employee. There may be a
reduction in amount based on employees age. Optional extra life insurance is available at
additional cost for employees and dependents.
Medical Insurance
Employees who work a minimum of 30 hours a week are eligible to participate in the District’s
benefit plans as of the first of the month after 30 days of active employment. Health insurance
plans for employees are through United Health Care. The cost of any coverage above the
allocated amount for the employee and his/her dependent is the responsibility of the employee,
paid through payroll deduction. For details on how to secure an insurance plan please contact
Supplementary Insurance
In addition to health insurance, the District provides a number of voluntary insurance programs.
These include: additional life insurance, short term disability insurance, dental insurance, vision
2024-2025 QCUSD Employee Handbook 21
insurance, pet insurance, hospital indemnity insurance, accident insurance, critical illness
insurance, prepaid legal plan and identity theft protection.
Contracts/Notice of Appointments and Evaluations
Contract/Notice of Appointment Renewal
Contracts/Notice of Appointment are offered by the Governing Board annually to those that
qualify. Employees are required to electronically sign the contract/notice of appointment within
fifteen business days after the date of issue. To accept the contract/notice of appointment, sign
into the Employee Access Portal. Failure to return this contract/notice of appointment within the
designated timeline will be considered as a resignation.
Notice of inadequacy for classroom performance will be given to teachers prior to the notice of
intent to dismiss or of non-renewal of contract. Timelines for this process are outlined in state
statute and governing board policy. This notice incorporates a statement of charges for not
re-employing the teacher (Policy 4-103).
Teacher Pay for Performance
Per A.R.S. § 15-977 certified teachers, including those with Intern and Emergency Certificates,
who are under contract with QCUSD in a position that requires a teaching certificate, are eligible
for 301 payment provided they meet certain criteria. These teachers must spend at least 50% of
their time in classroom instruction and be employed within the second quarter of the academic
year. Additionally, teachers who are on extended leave must work the equivalent of one semester
(95 days) to qualify for the 301 payment. Click on Teacher Pay for Performance Handbook for
more information.
Teacher Professional Growth Compensation
Professional growth allows an opportunity for teachers to earn an incremental pay increase based
on completed graduate coursework beyond credit hours already included in a salary.
Professional growth is not automatically awarded. A teacher must submit a request and provide
official transcripts by due dates. Transcripts are considered "Official transcripts" when HR
receives transcripts in a sealed envelope or electronically from a secure site linked to the
educational institution.
Any approved professional growth credit will be applied toward the following fiscal year
contract amount.
Graduate hours earned from an accredited college, university, or advanced degree program may
be approved for a salary increase. Certified employees who have completed a minimum of three
(3) credit hours and no more than eighteen (18) credit hours may receive $65.00 per credit hour
toward next year's salary. These hours must be university graduate coursework at the 500 level
and above in job-related courses. In addition, employees may receive an additional $1,000.00 per
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year for qualifying Masters and/or Doctorate degrees. The coursework outside an approved
program of study or for the purposes of additional certification or endorsements must be
pre-approved by Human Resources.
District in-service hours, Arizona Constitution and U.S. Constitution courses are NOT
ELIGIBLE to be applied toward salary increases. Any completed coursework above the
maximum of 18 credits must be submitted again next year for consideration.
Human Resource Department will send the annual Request for Professional Growth
Compensation Survey, the first full week of January. To qualify, employees must:
● Complete the Request for Professional Growth Compensation Survey by Friday,
January 17, 2025.
● Submit official transcripts to the Human Resource Department no later than Friday,
March 31, 2025.
Official transcripts received after the last business day in March will not be considered.
Evaluations
Certified Staff
A certified staff’s first three years in the District are considered probationary. Following three
consecutive years of employment and positive evaluations, successful certified staff are placed
on Continuing status.
Support Staff
All support personnel shall be evaluated by the appropriate supervisor or administrator. Both
full-time and part-time new employees serve a minimum probationary period of 90 days. The
immediate supervisor may recommend that this period be extended as necessary. A written
evaluation of effectiveness of each support employee shall be completed during the first year of
employment and not later than ninety (90) days after the first day of work. A second first-year
evaluation will be no later than the last day of work that fiscal year. (Policy 4-103)
At least once each year thereafter, an evaluation will be conducted. The evaluation will be used
to increase job proficiency and for recommending continued employment.
Extra Duty Pay or Stipends
Certified Staff
Certified employees may be eligible for additional compensation paid in the form of a fixed
amount issued for specific responsibilities with determined beginning and ending dates.
Support Staff
Support Staff may qualify for extra duty assignments outside of their contracted work agreement.
This additional compensation is paid in the form of a fixed hourly rate or gross amount issued for
specific responsibilities with determined beginning and ending dates.
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Employees are required to electronically sign stipends within fifteen business days after the date
of issue. To accept the contract/notice of appointment, sign into the Employee Access Portal
Certificate Renewal
It is the responsibility of the employee to keep a record of when his or her teaching certificate
expires and to complete the renewal process or the deficiency removal process prior to
expiration. Renewal forms may be obtained online from the Arizona Department of Education.
IMPORTANT NOTE: Once a certificate is renewed, the original must be submitted to the
Human Resources Department through Frontline “Forms I Can Start,” so it can be
recorded by the Maricopa County School Office. Failure to submit your certificate will
result in a delay of your check. A copy of your certificate will be maintained in the Human
Resources Office.
It is the responsibility of each certified employee to keep track of the number of in-service
hours he or she has accumulated toward certification renewal. In accordance with guidelines
established for your type of certificate, you must submit transcripts or a summary of
in-service/seminar attendance, to the Human Resources Department through Frontline Central,
“Forms That I Can Submit,” Once hours are submitted, the Human Resource Department will
electronically approve hours through the Arizona Department of Education Portal.
Salary Schedule Information
Certified Staff
The District certified salary schedule is based upon a stepless salary schedule. The stepless
salary schedule is built upon a base salary, experience, and education and is for initial placement
on the salary schedule. All future raises will be approved by the Governing Board. Addendas are
also given for additional responsibilities such as coaching, department chair, teacher mentor, etc.
Support Staff
The support staff salary schedule applies to all Support Staff employees below the administrative
level. The employee’s entry-level years of experience determine placement on the salary
schedule when initially hired for a position. All future raises will be approved by the Governing
Board.
Grievances
Employees are expected to attempt to resolve all complaints with their immediate supervisor
following the chain of command within the time established by Governing Board Regulation
Policy 4-402.
According to Governing Board policy, “grievance” means a complaint by a Grievant alleging
that a supervisor or administrator has violated, misinterpreted, or misapplied a Board policy or
procedure related to compensation, benefits or terms and conditions of employment. The alleged
violation of Board policy or procedure must personally, directly and negatively affect the
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Grievant. Multiple employees may not pursue a group grievance. Matters specified below are
specifically excluded and not grievable.
1. Any matter for which the method of review or appeal is prescribed by law or other
District policy.
2. Any matter relating to any policy or procedure contained in Chapter 5 of the Governing
Board Policies (Students).
3. Any matter related to letters or memoranda of direction or counseling.
4. Any matter related to employee discipline, non-renewal, or dismissal.
5. Any matter related to performance evaluations or improvement plans.
Conflict of Interest (Policy 4-102, 3-109)
Close Relative Defined
For purposes of this policy, close relative shall be defined as the spouse, child, child's child,
parent, grandparent, brother or sister of the whole or half blood and their spouses and the parent,
brother, sister or child of a spouse, and relationships in which there is no marriage but living in
the same household.
Employment of Close Relatives
Employees will not be assigned to the same site where any close relative is employed.
A dependent of a Board member (a person more than half of whose support is obtained from a
Board member) cannot be hired in the District except by consent of the Board. The spouse of a
Board member cannot be employed by the District.
The District shall reserve the right to transfer the close relative of any employee to a different
work site as long as such action does not decrease the pay of the transferred employee. If during
the school year two (2) employees at the same site marry, both employees may continue to work
at the site, but at the end of the school year, one (1) will be transferred to a new site. This will
also affect a staff member who, because of marriage during the school year, has created a family
relationship defined as a close relative above, which includes step-child, step-grandchild, or
in-law. The decision regarding which employee transfers will be made by the Superintendent in
consultation with the employee's supervisor. Exceptions may be made at the sole discretion of
the Superintendent based on extenuating circumstances, including hard to fill positions.
Supervision of Close Relatives
No person employed by the District, in any capacity, may be directly evaluated by a relative.
There shall be no exceptions to this provision.
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Business Relations
In connection with the District's purchase of goods, services, or construction, Board members
and District employees shall annually disclose conflicts of interest as required by state and
federal law.
Board members and District staff shall file the disclosure of any conflict of interest. If a Board
member or District employees or their relatives have a conflict of interest in any procurement of
services, equipment, or construction, the Board member or District employee shall refrain from
participating in any way in the procurement, including but not limited to making
recommendations, giving advice or communicating with anyone involved in the procurement
process.
Vendor Relations
District employees who supervise or participate in contracts, purchases, payments, claims, or
other financial transactions or who supervise or participate in the planning, recommending,
selecting, or contracting for materials, services, goods, construction, or construction services for
the District shall not solicit or accept any personal gift or benefit, except as permitted below and
by law.
A gift or benefit means a payment, distribution, expenditure, advance, deposit or monies, any
intangible personal property, or any kind of tangible personal or real property. A gift or benefit
does not include food or beverage, expenses or sponsorships related to a special event or function
related to individuals identified in this Policy, nor does this include an item of nominal value
such as a greeting card, T-shirt, mug or pen, food or beverage, or expenses or sponsorships
relating to a special event or function to which individuals involved in procurement are invited.
Board members and District employees may accept gifts or benefits of nominal value from a
vendor as permitted by statute.
Purchase from District Employees or Board Members
The District must use competitive bidding when purchasing any equipment, material, supplies, or
services from District employees regardless of dollar amount. This applies to any purchase using
District monies, including extracurricular activities fees tax credit, student activities monies, gifts
and/or donations.
The Board authorizes purchases from Board members as authorized pursuant to A.R.S. § 15-323.
The District must follow all procurement requirements with respect to any purchase from a
Board member. Each purchase must be specifically approved by the Board after the appropriate
procurement process. The minutes of the Board meeting shall reflect the amount of the purchase.
Unless otherwise permitted by statute, the District shall not exceed $300 for any single
transaction with a Board member and the total purchases from any Board member within any
twelve (12) month period shall not exceed $1000.
Constructive Discharge Notice
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An Employee is encouraged to communicate to the employer whenever the employee
believes working conditions may become intolerable to the employee and may cause the
employee to resign. Under section 23-1502, Arizona Revised Statutes, an employee may be
required to notify an appropriate representative of the employer in writing that a working
condition exists that the employee believes is intolerable, that will compel the employee to resign
or that constitutes a constructive discharge, if the employee wants to preserve the right to bring a
claim against the employer alleging that the working conditions forced the employee to resign.
Under the law, an employee may be required to wait for fifteen calendar days after providing
written notice before the employee may resign if the employee desires to preserve the right to
bring a constructive discharge claim against the employer. An employee may be entitled to pay
or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to
respond to the employee’s written communication about the employee’s working conditions.
Disciplinary Action (Policy 4-104)
In conjunction with the District’s Employment Policy, the Superintendent or his/her designee has
the authority to warn or recommend dismissal, demotion, or suspension of any employee upon
recommendation of the employee’s immediate supervisor.
Termination of personnel is at the discretion of the Governing Board, based upon the
recommendation of the Superintendent or his/her designee. Causes for release include, but are
not limited to, the following:
● Incompetency
● Immorality
● Insubordination
● Neglect of duty
● Dishonesty
● Unprofessional conduct
● Failure to obey State law, Federal law or District policies and/or procedures
If more information is required, please refer to Governing Board Policy 4-104 for Employee
Discipline
District Calendars
● 2024-2025 - School Calendar
● 2024-2025 - District Office Calendar
Dress Code
All Queen Creek Schools’ employees shall dress in a professional manner that reflects positively
on their position in the community. All employees shall have an appearance that is appropriate
2024-2025 QCUSD Employee Handbook 27
in light of the environment in which they work and the duties of their jobs. The Superintendent
shall establish regulations and guidelines defining acceptable dress for all employees.
Employees’ apparel must be modest, safe, and clean so that it does not detract students
from the “educational process” and is reflective of current business and societal norms.
Employees must always consider that their employment places them in the position of role
models for students. Employees shall be expected to exhibit a professional image to students,
parents, and the community. The Governing Board expects the dress and appearance of
certificated and support personnel to be professional and appropriate for their job description.
Dress will be considered professionally appropriate if it does not disrupt the classroom or District
atmosphere. Professional standards of dress shall observe the following guidelines:
● Clothing should be safe and appropriate for the responsibilities of the job.
● Clothing should be free of frays, holes, or tears and should not expose undergarments,
chests, or midriffs.
● Clothing shall not display profanity, or obscene gestures, or sexual suggestions, nor shall
it support alcohol or cigarettes.
● Caps or hats should not be worn inside buildings.
● Shorts or other exercise clothing are not acceptable, except for physical education
teachers, coaches while actively teaching, and at the discretion of the site administrator,
other employees whose duties justify this clothing option.
● Rubber flip flops are not acceptable footwear.
● All employees shall comply with the rules of the school/department where they are
employed.
● Jeans may only be worn on days designated by the site administrator.
● Clothing should be free of political messages. Political messages are defined as those that
are intended to influence the outcome of elections or to persuade persons to vote for or
against a particular candidate, party, position or measure.
All employees shall comply with the rules of the school/department where they are employed,
provided such rules conform to Policy 4-201.A.
The intent of this regulation is not to unduly restrict personal expression. The Governing Board
recognizes that the implementation of this regulation calls for sensitive, intelligent action on the
part of the school staff so that professionalism and individuality are reasonably balanced.
Drug-Free Workplace (Policy 4-205)
Queen Creek Unified School District is a drug/smoke-free workplace. No employee shall violate
the law or District policy in the manufacture, distribution, dispensing, possession, or use, on or in
the workplace, of alcohol or any narcotic drug, hallucinogenic drug, amphetamine, barbiturate,
marijuana, or any other controlled substance, as defined in schedules I through V of section 202
2024-2025 QCUSD Employee Handbook 28
of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21
C.F.R. 1308.11 through 1308.15.
The workplace includes any school building or any school premises and any school-owned
vehicle or any other school-approved vehicle used to transport staff members or students to and
from school or school activities or on school business. Off school property, the workplace
includes any school-sponsored or school-approved activity, event, or function where students or
staff members are under the jurisdiction of the District. In addition, the workplace shall include
all property owned, leased, or used by the District for any educational or District business
purpose.
Any employee who has been convicted under any criminal drug statute for a violation occurring
in the workplace, as defined above, shall notify the supervisor within five (5) days thereof that
such conviction has occurred.
As a condition of employment, each employee shall abide by the terms of the District policy
respecting a drug-free workplace.
Any employee who violates this policy in any manner is subject to discipline, which may
include, but is not limited to, dismissal.
Drug and Alcohol Testing (Procedure 3-302.C and Policy 4-301)
The District shall complete drug and alcohol testing of transportation employees at its discretion
and as required or permitted by state and federal laws and regulation.
The District shall assume the costs of drug and alcohol testing of transportation employees. If the
results of a test are positive, the District may charge the costs of the test to the tested employee.
The costs charged to the employee shall be limited to the actual costs incurred as a result of
testing. If the results of a test are negative, the District shall not charge the costs of testing to the
tested employee.
A transportation employee who refuses to submit to drug and alcohol testing or whose test
results are positive may be terminated from employment.
The Superintendent may require that an applicant or employee submit to an independent medical
examination at District expense as a condition of continued employment if the District has job
related concerns regarding the employee's ability to perform the essential functions of the
employee's position. This may include drug and alcohol testing.
Due Process
Employees of the Queen Creek Unified School District have rights guaranteed by the Fourteenth
Amendments to the United States Constitution. These rights are acknowledged and protected by
policies and regulations adopted by the Governing Board.
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Emergency Response Plan
The District Emergency Response Plan is located at each site. For further information, please
contact your building or department Emergency Response Team member.
ALICE Response Plan
In the event of an active shooter emergency, the QCUSD has adopted the ALICE response plan
to assist you in determining the best options available to survive an attack. The ALICE response
does not follow a set of prescribed actions, and you may not need to utilize all of the five steps
when confronting an active shooter. Your survival is the most important outcome.
Alert
● Any number of things can alert you to a shooter situation:
○ Gunfire
○ Witnesses
○ Unusual commotion on campus
○ Phone/Text alerts
Lockdown
● A lockdown is a semi-secure starting point from which to make your survival
decisions. If you decide not to evacuate, secure the room.
○ Lock the door.
○ Cover any windows in the door if possible.
○ Tie down the door if possible using belts, purse straps, shoe laces, etc.
○ Barricade the door with anything available (desks, chairs, file cabinets.).
○ Look for alternative escape routes (windows, additional doors).
○ Call 911
○ Move out of the doorway in case gunfire comes through it.
○ Silence or place cell phones on vibrate.
○ Once secured, do not open the door for anyone. Unfamiliar voices may be the
shooter attempting to lure you out. Police will enter the room when the situation
is over.
○ Gather weapons (coffee cups, chairs, books, pens, etc.) and mentally prepare to
defend yourself or others.
○ Put yourself in position to surprise the active shooter should they enter the
room.
Inform
● Use any means necessary to pass on real time information.
○ Use plain language.
○ Derived from 911 calls, video surveillance, etc.
○ Who, what, when, where and how information.
○ Helps people in or around the area to make common sense decisions.
○ Can be given by Flash Alerts, PA Announcements, police radio speakers
Counter
● Use of simple, proactive techniques should you be confronted by an active shooter.
○ Anything can be a weapon.
2024-2025 QCUSD Employee Handbook 30
○ Throw things at the shooter's head to disrupt his aim.
○ Create as much noise as possible.
○ Attack in a group (swarm).
○ Grab the shooter's limbs and head. Take the shooter to the ground and hold him
there.
○ Run around the room and create chaos.
○ If you have control of the shooter, call 911 and tell the police where you are and
listen to their commands when officers arrive on the scene.
Evacuate
● Remove yourself from the danger zone as quickly as possible.
○ Decide if you can safely evacuate.
○ Run in a zigzag pattern as fast as you can.
○ Do not stop running until you are far away from the scene.
○ Bring something to throw at the shooter should you encounter the intruder.
○ Consider if a fall from a window will result in serious injury.
○ Break out windows and attempt to quickly clear glass from the frame.
○ Consider using belts, clothing or other items as an improvised rope to shorten
the distance you would fall.
○ Hang by your hands from the window ledge to shorten your drop.
○ Attempt to drop into shrubs, mulch or grass to lessen the chance of injury.
○ Do not attempt to drive from the area.
What to Expect from Responding Police Officers
● Police are trained to proceed immediately to the area in which shots were last
heard. Their purpose is to stop the shooting quickly.
● Responding officers will normally be in teams. They may be dressed in regular
patrol uniforms, or they may be wearing external bulletproof vests, helmets, and
other tactical equipment. The officers will be armed with guns. Regardless of how
they appear, remain calm, do as the officers tell you, and do not be afraid of them.
● Put down anything you may be carrying and keep your hands visible at all times.
● The first officers will not stop to aid injured people. Other officers and emergency
medical personnel will follow to remove injured persons.
● Keep in mind that after you have escaped to a safer location, the entire area is still
a crime scene.
● Police will usually not let anyone leave until the situation is fully under control
and all witnesses have been identified and questioned.
● Until you are released, remain where authorities designate.
Employee Access Portal
Employee Access is the District’s employee portal to obtain your pay stubs, W-2s, leave
balances, important forms such as travel pre-approval and reimbursement, news and upcoming
events from the District, contract acceptance, webinars and trainings, payroll tax credit
withholding forms, direct deposit information, change tax withholdings, etc.
Your Username is your work email address and your password is your Google suite password. If
2024-2025 QCUSD Employee Handbook 31
you forget your password and/or are unable to successfully login, please input an FMX. The
technology department will reset your password.
Employee Assignments/Transfers Policy 4-102
The Superintendent has authority to assign employees to any position for which the employee is
qualified and to assign additional or alternative job duties.
Employees shall be assigned based on the needs of the instructional program, the needs of the
students, and the overall needs of the District as defined by the Superintendent. In addition, no
right to school, grade, or subject assignment shall be inferred from an employee's contract or
wage agreement.
There are several situations that may cause employees to be transferred, including but not limited
to:
● Decrease in enrollment at a given school or at a given grade level /subject matter
● Return from a leave of absence or temporary assignment
● Specific teacher or District needs
● Grant monies are not available
● Failure to meet District goals
The Superintendent shall have the responsibility for the assignment of all personnel throughout
the District. The procedure for assignment and transfer of professional staff members will be
based on the needs of the instructional program, the needs of the students, and the overall needs
of the District as defined by the Superintendent. In addition, no right to school, grade, or subject
assignment shall be inferred from the teacher's contract.
Employees may apply for transfer when a vacancy exists by filling out an internal application
through the District applicant tracking system.
Certified Staff Transfers
The Superintendent shall take into consideration the current distribution of certificated teachers
across all performance classifications and the needs of students when transferring any
certificated teacher to an alternative position.
The Superintendent shall not transfer a continuing teacher designated in the ineffective
performance classifications for two consecutive years to an alternative position at another school
unless the District has issued a preliminary notice of inadequacy of classroom performance and a
performance improvement plan for the teacher and the Board has approved the new assignment
as in the best interests of the students in the receiving school. A teacher who continues to be
designated in the developing or ineffective performance classifications shall not be permitted to
transfer to another school. A teacher shall not be transferred more than once pursuant to this
paragraph.
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In order to ensure continuity during the first three (3) years of employment, transfer of
probationary teachers is prohibited unless required to meet the overall needs of the District as
defined by the Superintendent.
Certified employees' voluntary transfer process closes thirty (30) business days after the date
contracts are issued but no later than May 1, whichever comes first. Certified employee transfers
will not be approved during the school year unless the needs of the District dictate such approval.
Support Staff Transfers
Support Staff transfers will not be approved during the school year unless the needs of the
District dictate such approval.
The resolution of any conflicts over the need for a transfer shall be based on what is best for the
instructional program, the needs of the students, and the overall needs of the District as defined
by the Superintendent.
Employee Code of Conduct (Policy 4-201)
Each District employee is expected to further the District's mission to educate all students and to
support their learning potential. The Governing Board has created this Code of Conduct to set
expectations for staff conduct.
The Board expects each employee to adhere to the standards set forth below.
While this Code of Conduct provides guidance and District requirements regarding employee
conduct, it does not provide a complete listing.
Expectations
Employees shall:
1. Create and maintain appropriate relationships with students, staff, parents and community
members that are founded on trust and respect.
2. Maintain appropriate professional boundaries with students at all times.
3. Act in a professional, respectful, fair and dignified matter when interacting with students,
parents, co-workers, supervisors and community members.
4. Act with the goal of furthering the growth and welfare of students as the primary
objective.
5. Make reasonable efforts to protect students from conditions harmful to learning, health,
well-being or safety.
6. Complete job duties with integrity and responsibility.
7. Maintain all requisite certifications, endorsements and a fingerprint clearance card if
required for the position.
8. Perform only District work during District working-time.
9. Comply with all requirements as a mandatory reporter and report all crimes or suspected
crimes as required by law or as set forth in Policy 4-204.
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10. Provide honest, accurate and timely information to supervisors and administrators.
11. Maintain confidentiality with respect to student information and as directed or required
by law.
12. Avoid conflicts of interest and acceptance of gifts in violation of procurement
responsibilities.
13. Honor all contractual commitments.
14. Protect and secure District property.
15. Account for all funds collected from pupils, parents, or school personnel.
16. Abide by security or administration procedures and copyright restrictions during the
administration of a test or assessment.
17. Promote the proper use of all District equipment and materials, including but not limited
to District technology.
18. Obtain prior written authorization from the employee's immediate supervisor prior to
working any overtime, if the employee is non-exempt.
19. Follow all workplace controls to prevent workplace accident, injury and/or exposure,
including following universal precautions when necessary and completing all requisite
training.
20. Report to work on time and be prepared for duty.
21. Direct criticism regarding workplace concerns to the relevant District administrator.
22. Use copyrighted materials only for educational purposes and within the generally
accepted uses set forth by applicable law.
23. Dress according to professionally accepted standards and as directed.
24. Comply with applicable District policies, procedures, and lawful directives.
25. Comply with applicable federal and state laws, regulations and rules.
Prohibitions
Employees shall not:
1. Discriminate against any student, school employee or visitor based upon race, national
origin, religion, sex, including sexual orientation, disability, color, or age or any other
protected category.
2. Engage in sexual harassment or harassment on the basis of a protected category.
3. Physically or verbally abuse any individual.
4. Make any sexual advance towards any student or minor, either verbal, written, or
physical.
5. Engage in sexual activity, a romantic relationship, or dating of a student or minor.
6. Unlawfully threaten or intimidate any individual by word or conduct.
7. Use profanity or abusive language or gestures.
8. Engage in conduct for the purpose or with the intent of embarrassing or disparaging a
student, parent/legal guardian or visitor.
9. Disrupt or assist with the disruption of any District activity.
10. Illegally possess, use, or be under the influence of marijuana, dangerous drugs or narcotic
drugs, or other controlled substance.
2024-2025 QCUSD Employee Handbook 34
11. Possess, consume, or be under the influence of alcohol on District property or at
school-sponsored activities unless permitted by statute or policy.
12. Possess a weapon on District property without legal authority.
13. Use school equipment to access pornographic, obscene, or illegal materials.
14. Deliberately suppress or distort information or facts relevant to a student's academic
progress.
15. Misrepresent or falsify student, classroom, school, or District-level data from the
administration of a test or assessment.
16. Retaliate or take reprisal against any individual who files a report regarding gross
mismanagement, significant waste of funds, abuse of authority, threats to safety,
violations of policy, or regarding other matters as protected by state or federal law.
17. Use the employee's position for improper purpose, including but not limited to, personal
gain through political, social, religious, economic, or other influences.
18. Falsify or misrepresent documents, records, or facts related to professional qualifications
or educational history or character.
19. Assist in obtaining a professional certification or employment of a person the employee
knows to be unqualified to hold a position.
20. Accept gratuities or gifts that influence judgment in the exercise of professional duties.
21. Submit fraudulent requests for reimbursement of expenses or for pay.
22. Be absent without leave or fail to follow District procedures regarding absences.
23. Engage in outside employment that interferes with the employee's assigned job duties,
creates a conflict of interest, or results in the unauthorized use of any District facilities or
materials.
24. Provide private services for pay or remuneration to a student or the family of a student
who is currently in the employee's class or under the employee's direction or control for a
District-sponsored activity, or for whom the employee provides professional services
through the school. "Services" include, but are not limited to, private instruction of any
type, including private tutoring, private academic, music, art, or athletic instruction, or
related services as defined in the Individuals with Disabilities Education Act (IDEA).
25. Use District or school facilities for purposes not directly related to the employee's job
duties, unless approved in accordance with Policy 3-202.
26. Remove District property from the District without prior authorization of the
Superintendent.
27. Join or support organizations that advocate for the overthrow of the government.
28. Use school resources to influence the outcome of an election.
29. Use sectarian or denominational books, teach any sectarian doctrine, or conduct religious
exercises in school.
30. Apply for a grant or other outside funding (including crowd funding) or solicit donations
without the prior authorization of the Superintendent.
31. Engage in unprofessional or immoral conduct or conduct unbecoming to the profession.
Use of Physical Force
An employee is permitted to use reasonable and proportionate physical force on a student only to
the extent necessary to maintain order or to prevent the physical injury of the student or others.
Verbal provocation is typically insufficient justification for the use of physical force.
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The use of restraint and seclusion is addressed in Policy 5-406.
Investigation of Alleged Violations
When an employee is alleged to have violated District policy, the supervising administrator or
other designee shall conduct an investigation appropriate to the situation to determine if the
alleged misconduct occurred, and if so, what remedial or other action should be taken.
Discipline, suspension and dismissal of staff shall be handled in accordance with Board policy
and/or state law.
Employee Discounts
Community Education Discovery Kids and Preschool Program
QCUSD Employee receive the following discounts for Preschool Program and Community
Education Discovery Kids programs:
● Community Education Discovery Kids - 50% off for Before and After Care and
Camps
● Preschool Program - 20% off for preschool tuition
Only the QCUSD employee who is the parent/guardian of the child enrolled is eligible to receive
the discount. To confirm eligibility, the employee must provide a current badge number.
Eligibility remains in effect through the last day of contracted employment, and tuition due for
remaining program days beyond contracted employment days is prorated and due according to
the payment plan due dates. The employee must notify the Community Education Office or the
Preschool Program if employment ends.
Employee Restrooms
Queen Creek Unified School District provides staff restrooms at every school site. Employees
should enquire at the front office where staff restrooms are located. Employees are not permitted
to use any student restroom while students are on campus, and may not enter student restrooms
with any student inside the restroom unless (a) the staff member or contractor is providing
services required under a student’s IEP and is entering the restroom solely to execute those
responsibilities, or (b) entrance is necessary to respond to any emergency, student injury or
threat, or otherwise may be necessary and to the extent required to protect student health or
safety. District staff may enter restrooms for cleaning or maintenance while students are on
campus, but must ensure that no students are currently using the restrooms at that time, and must
temporarily close the restroom while conducting any cleaning or maintenance.
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Employment Classification
In order to determine eligibility for benefits and overtime status and to ensure compliance with
federal and state laws and regulations, Queen Creek Unified School District classifies its
employees as shown below. Queen Creek Unified School District may review or change
employee classifications at any time.
Exempt. Exempt employees are paid on a salaried basis and are not eligible to receive
overtime pay.
Nonexempt. Nonexempt employees are paid on an hourly basis and are eligible to
receive compensation time for hours worked in excess of a 40-hour workweek.
Regular, Full-Time. Employees who are not in a temporary status and work a minimum
of 30 hours weekly and maintain continuous employment status. These employees are
eligible for the full-time benefits package and are subject to the terms, conditions, and
limitations of each benefits program.
Regular, Part-Time. Employees who are not in a temporary status and who are regularly
scheduled to work fewer than 30 hours weekly and who maintain continuous employment
status.
Substitute or Seasonal - Employees who are in a temporary status and who are not
regularly scheduled to work
Equal Employment Opportunity and Non-Discrimination (Policy 1-202)
The District is committed to providing a workplace free from discrimination, harassment, and
retaliation.
Equal Employment Opportunity & Anti-Discrimination
The District is an equal opportunity employer and complies with all applicable federal, state, and
local laws regarding equal employment opportunity and anti-discrimination. The District strictly
prohibits and does not tolerate discrimination against employees, applicants, or any other
covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex
(including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental
disability, citizenship, past, current, or prospective service in the uniformed services, genetic
information, or any other characteristic protected under applicable federal, state, or local law. All
District employees, representatives, and other covered persons are prohibited from engaging in
unlawful discrimination. This Policy applies to all terms and conditions of employment,
including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and
termination of employment.
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In addition, the District complies with the Americans with Disabilities Act (ADA), and all
applicable state or local law. Consistent with those requirements, the District will reasonably
accommodate qualified individuals with a disability if such accommodation would allow the
individual to perform the essential functions of the job, unless doing so would create an undue
hardship. Requests for accommodation should be submitted to The Human Resource
Department. The District will also, where appropriate, provide reasonable accommodations for
an employee's religious beliefs or practices so long as the accommodation does not impose an
undue hardship on the District.
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Harassment
Harassment is: (1) unwelcome conduct; (2) based on race, color, religion, creed, national origin
or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity),
age, physical or mental disability, citizenship, past, current, or prospective service in the
uniformed services, genetic information, or any other characteristic protected under applicable
federal, state, or local law; and (3)(a) that is sufficiently severe or pervasive to alter the terms of
employment and create an abusive work environment; or (b) that results in a tangible
employment action (such as termination, demotion, or change in compensation).
The District strictly prohibits and does not tolerate unlawful harassment against employees or
any other covered persons. Harassment is prohibited at the workplace and at employer-sponsored
events.
Sexual Harassment
All District employees and representatives are prohibited from harassing employees and other
covered persons based on that individual's sex (including gender, pregnancy, sexual orientation,
and gender identity), and regardless of the harasser's sex or gender.
Sexual harassment means any harassment based on someone's sex or gender. It includes
harassment that is not sexual in nature (for example, offensive remarks about an individual's sex
or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other
conduct of a sexual nature, when any of the following is true:
Submission to or rejection of the advance, request, or conduct is made either explicitly or
implicitly a term or condition of employment;
Submission to or rejection of the advance, request, or conduct is used as a basis for employment
decisions; or
Such advances, requests, or conduct have the purpose or effect of substantially or unreasonably
interfering with an employee's work performance by creating an intimidating, hostile, or
offensive work environment.
The District will not tolerate any form of sexual harassment, regardless of whether it is:
Verbal (for example, epithets, derogatory statements, slurs, sexually related comments or jokes,
unwelcome sexual advances, or requests for sexual favors);
Physical (for example, assault or inappropriate physical contact);
Visual (for example, displaying sexually suggestive posters, cartoons, or drawings, sending
inappropriate adult-themed gifts, leering, or making sexual gestures); or
Online (for example, derogatory statements or sexually suggestive postings in any social media
platform including Facebook, Twitter, Instagram, Snapchat, etc.).
In addition to the sexual harassment described above, Title IX sexual harassment is a subset of
sexual harassment. Generally, Title IX sexual harassment is conduct, based on sex that
constitutes one or more of the following:
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(a) Unwelcome conduct, occurring in the United States, that a reasonable person would find so
severe, pervasive, and objectively offensive that it effectively denies a person equal access to a
District-sponsored education program or activity;
(b) An employee conditioning the provision of an aid, benefit, or service of the District on an
individual's participation in unwelcome sexual conduct; or
(c) Any of the following specific acts of sexual harassment taking place within the United States
and within a District-sponsored program or activity: sexual assault, dating violence, domestic
violence, and stalking.
Sexual harassment is prohibited both at the workplace and at District-sponsored events.
Depending on the circumstances of the complaint, allegations of sexual harassment may be
subject to concurrent investigations under this Policy and the District's applicable Title IX Policy
and Procedures.
Reporting an Incident of Harassment, Discrimination or Retaliation
The District encourages reporting of all perceived incidents that violate this Policy regardless of
the alleged offender's identity or position and including vendors or others with whom the District
does business.
Conduct that violates this Policy should be promptly reported to the Superintendent or the
District's human resources department. The District encourages those filing a complaint to do so
as soon as possible after the offending conduct. As necessary, the District will conduct a prompt
investigation, either formal or informal, into the investigation. Individuals are encouraged to use
the District's complaint form, which is available at [location]. While the complaint form is not
mandatory to file a complaint, it assists the District in collecting the necessary information to
move forward.
A complaint should be as detailed as possible, including the names of all individuals involved
and any witnesses. The District will directly and thoroughly investigate the facts and
circumstances of all claims of perceived discrimination and will take prompt corrective action, if
appropriate.
Additionally, any supervisor who observes discriminatory conduct must report the conduct to the
District's human resources department so that a prompt investigation can be conducted, if
necessary, and corrective action taken, if appropriate.
Non-Retaliation
The District strictly prohibits and does not tolerate unlawful retaliation against any applicant,
employee, or other covered person by any employee. All forms of unlawful retaliation are
prohibited, including any form of discipline, reprisal, intimidation, or other form of retaliation
2024-2025 QCUSD Employee Handbook 40
for good faith reports or complaints of incidents of discrimination of any kind, pursuing any
discrimination claim, or cooperating in related investigations.
The District is committed to enforcing this Policy against all forms of discrimination. However,
the effectiveness of the District's efforts depends largely on employees informing the District
about inappropriate workplace conduct. If employees feel that they or someone else may have
been subjected to conduct that violates this Policy, the District encourages them to report it
immediately. If employees do not report discriminatory conduct, the District may not become
aware of a possible violation of this Policy and may not be able to take appropriate corrective
action.
Violations of this Policy
Any employee, regardless of position or title, who violates this Policy may be subject to
discipline, up to and including termination of employment.
Administration of this Policy
The District's Human Resources Department is responsible for the administration of this Policy.
Questions regarding this Policy or questions about discrimination, accommodations, or
retaliation that are not addressed in this Policy should be directed to the human resources
department.
Confidentiality
District employees who receive complaints alleging discrimination, harassment, or retaliation
will maintain the confidentiality of the information they receive. However, District employees
are permitted to disclose such information as required by law or when disclosure is necessary to
facilitate legitimate District business, such as the investigation and resolution process.
Family Educational Rights and Privacy Act (FERPA)
The Family Educational Rights and Privacy Act (FERPA) (20 U.S.C. § 1232g; 34 CFR Part 99)
is a Federal law that protects the privacy of student education records. The law applies to all
schools that receive funds under an applicable program of the U.S. Department of Education. As
an employee, you are responsible for understanding and adhering to the policies set forth by the
Family Educational Rights and Privacy Act. Please review the policy HERE. No employee in the
district will share student information in violation of FERPA.
Fingerprint Clearance Card
All QCUSD employees must possess/maintain a valid Arizona Department of Public Safety IVP
Level One Fingerprint Clearance Card. It is the employee’s responsibility to maintain the
required IVP Fingerprint Clearance Card. If the IVP Fingerprint Clearance Card is within 6
months of its expiration date, the employee should begin the renewal process. See DPS website
2024-2025 QCUSD Employee Handbook 41
for renewal information/process. When you receive your new IVP Fingerprint Clearance Card,
please upload it to Frontline Central under “My Forms”, “Forms I Can Start”, “Arizona IVP
Fingerprint Clearance Card Renewal Upload.”
Hazardous Material/Chemical
All chemicals brought onto campus must be checked in at the office and accompanied by a
Material Safety Data Sheet (MSDS), available in every school and department. No hazardous
chemicals are to be brought onto District property unless directed by District administration. In
case of a chemical spill or other hazardous materials emergency, please follow cleanup
procedures indicated on the MSDS and notify the Maintenance Supervisor immediately. Refer to
the Emergency Plan Handbook.
Health-Related Issues
Disease control and prevention measures are implemented by the District to minimize the
likelihood that communicable diseases will be transmitted. This is intended for the health and
welfare of all students and employees as required by law and mandated by the Arizona
Department of Health Services. Preventive measures may include exclusion from school. Such
measures will be taken by the Superintendent upon the advice of the County Health Department
and in cooperation with the school nurse. Staff members may be excluded from school as a
result of actual or suspected communicable disease and must be reassessed by the school nurse
or the Superintendent’s designee before returning to work. Reporting communicable diseases
will be done in accordance with the law. Confidentiality will be maintained to the extent that the
safety of the employee with the communicable disease, co-workers, and students are not
compromised.
Immunizations
Employees born after December 31, 1956, must show proof of immunization from
measles/mumps/rubella (per A.R.S. § 15-873). Employees of the Special Education Preschool,
including Preschool bus aides, must also show proof of negative tuberculosis testing. Those who
are unable to show proof of MMR immunization will be subject to leave without pay, in the
event of a measles outbreak within the District. Blood tests confirming immunity will be
accepted in place of proof of vaccination.
Internet/Electronic Information Services Use (Policy 3-403.Form)
The technological equipment available for use is the property of the Queen Creek Unified School
District. You have no expectation of privacy while using such district-owned devices. The
District may log the use of all systems and monitor all system utilization as well as social media.
2024-2025 QCUSD Employee Handbook 42
Details of the user agreement shall be discussed with each potential user of the electronic
information services (EIS). When the signed agreement is returned to the school, the user may
be permitted use of EIS resources.
Terms and Conditions
Acceptable use. Each user must:
● Use the EIS to support personal educational objectives consistent with the educational
goals and objectives of the School District.
● Agree not to submit, publish, display, or retrieve any defamatory, inaccurate, abusive,
obscene, profane, sexually-oriented, threatening, racially offensive, or illegal material.
● Abide by all copyright and trademark laws and regulations.
● Not reveal home addresses, personal phone numbers or personally identifiable data unless
authorized to do so by designated school authorities.
● Understand that electronic mail or direct electronic communication is not private and may
be read and monitored by school employed persons.
● Not use the network in any way that would disrupt the use of the network by others.
● Not use the EIS for commercial purposes.
● Follow the District's code of conduct.
● Not attempt to harm, modify, add/or destroy software or hardware nor interfere with
system security.
● Understand that inappropriate use may result in cancellation of permission to use the
educational information services (EIS) and appropriate disciplinary action up to and
including expulsion for students.
● In addition, acceptable use for District employees is extended to include requirements to:
○ Maintain supervision of students using the EIS.
○ Agree to directly log on and supervise the account activity when allowing others
to use District accounts.
○ Take responsibility for assigned personal and District accounts, including
password protection.
○ Take all responsible precautions, including password maintenance and file and
directory protection measures, to prevent the use of personal and District accounts
and files by unauthorized persons.
Personal responsibility. I will report any misuse of the EIS to the administration or system
administrator, as is appropriate.
I understand that many services and products are available for a fee and acknowledge my
personal responsibility for any expenses incurred without District authorization.
2024-2025 QCUSD Employee Handbook 43
Network etiquette. I am expected to abide by the generally acceptable rules of network etiquette.
Therefore, I will:
● Be polite and use appropriate language. I will not send, or encourage others to send,
abusive messages.
● Respect privacy. I will not reveal any home addresses or personal phone numbers or
personally identifiable information.
● Avoid disruptions. I will not use the network in any way that would disrupt use of the
systems by others.
● Observe the following considerations:
○ Be brief.
○ Strive to use correct spelling and make messages easy to understand.
○ Use short and descriptive titles for articles.
○ Post only to known groups or persons.
Work email signatures.
All QCUSD work emails signatures should adhere to the district’s branded templates and only
include the following:
○ Name and Title
○ School/Site/Department
○ Queen Creek Unified School District
○ Your work phone number
○ Linked icons for social media related to your site or department
Email Signature Templates are provided at the beginning of each school year by QCUSD
Marketing & PR. For instructions on updating your email signature, click here.
Services
The School District specifically denies any responsibility for the accuracy of information. While
the District will make an effort to ensure access to proper materials, the user has the ultimate
responsibility for how the electronic information services (EIS) is used and bears the risk of
reliance on the information obtained.
Each user will be required to sign they agree to abide by the School District policy and
regulations on appropriate use of the electronic information system, as stated above. A user who
violates the provisions of the agreement will be denied access to the information services and
may be subject to disciplinary action. Accounts may be closed and files may be deleted at any
time. The District is not responsible for any service interruptions, changes, or consequences.
2024-2025 QCUSD Employee Handbook 44
Job Sharing
Job sharing is permitted by the District on a temporary basis only and through the approval of the
Human Resource Department. The only restriction is that employees do not go over a forty-hour
workweek. No benefits will be offered to part-time employees who are currently sharing a
position, regardless of prior status.
Keys
District keys, card keys, and badges issued to employees/coaches are the employee’s
responsibility and are not to be given or loaned to any student or individual not employed by the
District. Keys, card keys, and badges shall not be transferred between employees without prior
approval of the site or district administration. Employees who give or loan their keys to others
will be subject to disciplinary action. District keys, card keys, and badges shall be under
physical control (on lanyard, carabiner, in pocket, etc.) of the employee/coach at all times. Keys,
card keys, and badges shall not be left on a desk, in an unsecured cabinet, or in a lock, etc. at any
time. All keys must be turned into the approved site administrator or building operations
department unless prior arrangements have been made between the administration and the
employee’s immediate supervisor.
All badges, card keys, and keys are the property of the Queen Creek Unified School District.
The unauthorized duplication or possession of an unauthorized District key is a criminal offense
under ARS 13-3715. Employees must exercise due care and safety with security badges and
keys. If the badge, card key, or keys are lost, stolen, or misplaced, the person assigned these
items will be charged for their replacement and be subject to disciplinary action up to and
including termination. If the key, card key, or badge is lost or stolen, the employee shall
immediately notify their supervisor, site administration, and Building Operations department.
If a badge or key is accidentally broken, the employee shall present all the parts of the broken
item when applying for the replacement.
Security Badges and keys should not be left in vehicles. If they are stolen from a vehicle,
the employee is responsible for the costs to replace the badge, the keys, and/or rekey doors.
Lost or Stolen Badge and Key Charges
Employee ID Badge $25.00
Individual Door Key $250.00
Outside Door Key $250.00
Sub-Master Key $500.00
Vehicle Key $500.00
Building Master Key $1,000.00
Grand Master Key $1,500.00
Employees shall make arrangements for paying the charges with the business office. No
employee will be required to pay more than $1,500.00 per occurrence.
2024-2025 QCUSD Employee Handbook 45
To request replacement badge or keys, employees must enter a request in Frontline Central under
“My Forms,” “ Forms That I Can Start,” “Badge/Key Replacement.”
Name or Address Changes
480-987-5935. Before the employee’s name can be changed on payroll records, the District
requires a copy of his/her updated driver’s license, social security card, teacher’s certificate (if
applicable), Arizona Department of Public Safety IVP Level One Fingerprint Clearance Card,
and Marriage License or legal document stating name change presented to the Human resource
Department. Changes of name and/or beneficiary must be reported to the Arizona State
Retirement Office. Certified employees must also notify the Arizona Department of Education so
their teaching certificates may be updated.
Changes in employee address and telephone numbers must be updated by the employee in the
Employee Access Portal. To update contact information, log into the Employee Access Portal,
click on “My Information” and then click on “Profile”.
Notification of Criminal Charges
Should an employee of the District be arrested or formally charged by legal authorities with any
felony or misdemeanor, except for minor traffic violations, it is that employee’s obligation to
notify the Human Resources Department as soon as possible.
Any employee who is served with a subpoena, summons, or legal complaint on a matter relating
to his/her employment or any other matter relating to the District, must notify the Superintendent
as soon as possible.
Parent Complaint Procedure
When a parent makes a complaint about a teacher, it is expected that building administrators will
redirect complaints to teachers as the first step in addressing the issue. The matter should be
referred to a parent/teacher conference. In cases where a parent/teacher conference may not be
appropriate, the teacher and administrator will develop an appropriate response to the complaint.
In cases involving allegations of unprofessional and immoral conduct, a parent/teacher
conference may not be appropriate. In those instances, the District will afford the teacher(s) all
required due process as delineated in Governing Board Policy.
Paychecks
Paystubs can be viewed through the Employee Access Portal “My Pay” tab. Employees are
encouraged to set up direct deposit through Employee Access. If an employee receives a paper
check, it will be mailed to the employee's address on file on payday.
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2024-2025 QCUSD Employee Handbook 47
Certified and 12-month Exempt Employees
● The first paycheck will be an actual pay (daily rate x # of days worked in the first pay
period).
● Teachers have two options for receiving their salaries: equal payments distributed while
school is in session, which confirms non-annualization, or payments with the final three
disbursed as a lump sum in June, calculated as separate paychecks. Certified employees
must make their selection before the start of the school year, as changes cannot be
requested or made once the school year begins. If an employee fails to make a selection,
the District will default to non-annualized compensation.
● 12-month Exempt Employees last pay will also be an actual pay (daily rate x # of days
worked in the last pay period)
● Pay Calculators are available in QCUSD Employee Access under Resources/Human
Resources.
Pay Dates
2024-2025 Pay Calendar and Insurance Deduction Schedule
Payroll Deductions
Standard deductions include: Federal and state income tax.
Mandatory deductions include: Social Security/Medicare. Employees become members of the
Arizona State Retirement System on the earlier of:
The effective date (start date) of employment for which they are hired or engaged to work
for at least 20 weeks in a fiscal year and for 20 or more hours each week
or
The first day of the 20th week in a fiscal year in which they work 20 or more hours. In
this case, membership is not retroactive to the effective date of employment.
Payroll check stubs include the amounts deducted for these areas. Changes in the retirement
fund rates become effective the first pay period after July 1. In addition, you may authorize the
Payroll Department to make various other deductions such as a tax-sheltered annuity, etc.
It is the employee’s responsibility to update any additions, deletions, voluntary deductions
or changes to his or her tax deduction status in the Employee Access Portal.
Income Tax
Withholding Exemption Certificates (Federal Form W-4 and Arizona Form A-4) must be
completed by each employee upon employment. This determines how much federal and state
tax will be deducted from the employee’s gross pay. Employees wishing to make changes to the
2024-2025 QCUSD Employee Handbook 48
W-4 (Federal Tax Withholding) or the A-4 (State Tax Withholding) on file must do so by signing
onto the the Employee Access Portal and under the “My Pay” tab choose employee tax forms
and complete. If an employee fails to provide a properly completed Form W-4, QCUSD is
required to withhold federal income taxes from wages as if the employee were single and
claiming no withholding allowances. If an employee fails to provide a properly completed
Arizona Form A-4, the Arizona Department of Revenue requires the QCUSD to withhold 2% of
an employee's taxable wages.
In accordance with Federal regulations, by January 31, a Federal W-2 form is sent to each
employee indicating the amount of salary received and the amount of taxes withheld during the
calendar year. Federal law requires that employers subject to the Affordable Care Act’s (ACA)
employer mandate furnish to their ACA full-time employees a Form 1095-C by January 31 each
year, reflecting coverage offers (if any) made to the ACA full-time employees in the prior year.
Personnel Files
The Human Resources Department maintains a master file for all District employees.
Employees may review materials placed in their personnel file. Employees may access their
personnel folder through Frontline Central.
Posting New Position
All job openings will be posted on the District website job board. The vacant position will be
filled at the discretion of the administrator in charge of the building or department.
Protection of District or Personal Property
It is the responsibility of all employees to protect and care for school property and to arrange
their work areas in such a way as to promote both safety and efficiency.
The District is not responsible for loss, breakage, or any other type of damage to personal
property which may be incurred while on District premises.
Purchasing
Employees may need to purchase supplies or services in relation to their position with the
District. Employees will need to work with site, or department, administration when purchasing
supplies or services with any district funds. Administration will ensure that proper procurement
procedures including using district approved vendors, putting in a requisition and receiving a PO
prior to placing an order and meeting quote requirements for certain dollar thresholds are
accomplished in accordance with district guidance. Employees who fail to follow this procedure
must assume the financial responsibility for the item.
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Reduction in Force (RIF) (Policy 4-106)
The Governing Board may eliminate the position of any staff member to effectuate economies in
the operation of the District or to improve the efficient administration of the schools or
operations of the District. The Board may consider a reduction in force ("RIF") due to budget
constraints, funding reductions, and/or reorganization due to program or function changes,
modification, elimination, or redirection. The Board shall not use tenure or seniority in
determining which certificated teachers are retained.
Removal of District Property
District-owned materials assigned to employees are to be kept in the work area that it is located.
District policy prohibits employees from removing any school property from District premises
without permission from their supervisor.
Resignation/Release from Contract
All certified employees agree through his/her contract not to resign from employment effective
prior to the conclusion of the final day required by his/her contract until/unless an appropriately
certified replacement is found and the resignation has been approved in advance by the
Governing Board. The District shall assess liquidated damages against certified employee, in
accordance with Governing Board Policy 4-101.A, in the amount of three percent (3%) of the
base salary for resigning after entering into a contract The amount will be taken from final
paycheck unless other arrangements are made.
Teacher understands that, under A.R.S. § 15-545, resigning without advanced Governing Board
approval is deemed to be an unprofessional act that may subject employee to disciplinary action
by the State Board of Education, up to and including suspension or revocation of the teaching
certificate for unprofessional conduct in accordance with A.R.S. § 15-545.
Per Policy 4-101.A, any person who does not work the full term as set up by salary schedule
shall be paid on a prorated basis for the number of days to be worked for the remainder of the
school year; this shall include school days taught plus the number of days required for
orientation.
Retirement
Queen Creek Unified School District is governed by the laws of Arizona relating to employee
retirement. Please check the Arizona State Retirement System for more information on
eligibility. Employees must notify Human Resource of their intent to retire by January 31st.
For additional information on retirement please go to the Arizona State Retirement System
website.
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Retire/Rehire District Practice
It has been the practice of the district to look for and retain highly effective staff. Therefore, the
Queen Creek School District has followed the practice of hiring retired employees under the
following provisions.
● Employees must work through ESI for at least 1 year before being hired back.
● Employees who have retired from the District and are receiving retirement benefits from
the Arizona State Retirement System (or some other state retirement system) may be
rehired by the District based upon a recommendation to hire from the immediate
supervisor. Approval must also be granted from the Superintendent and the Governing
Board.
● The employee shall be considered as a new hire for all benefit purposes. This applies to
the accumulation of leave/vacation. Administrators will continue to earn leave/vacation
at the rate at which they left the district when they worked for ESI.
● Returning QCUSD employees shall be granted a salary equal to 100% of the retiree’s
most recent full year ending base salary. If the employee was not on ESI or any other
third party entity, his/her salary will be determined based upon the most recent full year
ending base salary as a certified or support staff employee. Changes will be made to the
proposed salary if employees are rehired for a different position from the one held when
he/she left the district.
● Retirees coming from another District other than QCUSD will be treated as a new hire
for salary placement.
● Employees who retire and leave public education for at least one year may return at their
full ending salary (must satisfy the above requirements).
● If the prospective employee has been retired for more than 2 years, his/her salary will be
determined based upon the current salary schedule that is in effect for either certified or
Support Staff.
● All retirees will have no expectation of seniority and will be granted employment on a
year-to-year basis. Retirees are advised that continued employment is at the sole
discretion of the District based on individual site and District staffing needs.
If an employee retires at a normal retirement age, you may return to work for an ASRS employer
(without taking a year off) and continue to receive pension benefits if you work less than 20
hours per week for any length of time or work 20 hours or more a week for 19 weeks or less in
the fiscal year. After the 19th week, you must work less than 20 hours per week for the
remaining weeks of that fiscal year (A.R.S. § 38-766).
Rights During an Investigation
Employees covered under this agreement are expected to cooperate fully during District
investigations.
Queen Creek USD shall follow statutory provisions regarding mandatory reporting of suspected
child abuse and other areas that require mandatory reporting. In some instances, law
2024-2025 QCUSD Employee Handbook 51
enforcement or Child Protective Services may conduct investigations independent of the District.
In these instances, the District shall follow legal guidelines as delineated in State statute.
Prohibition of Tobacco Use (Policy 4-206)
Employees shall not possess or use tobacco products, including but not limited to cigars,
cigarettes, chewing tobacco, e-cigarettes, or other nicotine products or any "vaping" device on
any school property, including vehicles, or at any school-sponsored event.
A. School grounds.
B. School buildings.
C. School parking lots.
D. School playing fields.
E. School buses and other District vehicles.
F. Off-campus school-sponsored events.
Suggestions
The Human Resources Department is eager to obtain input from all employees. Suggestions
should be submitted in writing to your building or department supervisor. Suggestions may also
Tax-Sheltered Annuities
As an employee of a public, nonprofit institution, you are eligible to participate in a tax-sheltered
annuity plan (403B/457 TSA). It allows you to defer receiving a portion of your current year’s
earnings and delay paying income tax on that portion. Questions regarding tax-sheltered
annuities should be directed to your insurance agent, TSA website, financial advisor, or the
Benefits Department.
NOTE: The District does not endorse any specific tax-sheltered annuity and/or additional
insurance coverage. Employees seeking tax-sheltered annuities or additional insurance
coverage should make appointments with sales representatives on their own time.
Telephone/Long Distance
If personal long-distance calls need to be made, they must be charged to the employee’s home
telephone number, phone card, or credit card.
To request telephone repairs, please enter the request into FMX.
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TimeClockPlus (TCP) Timekeeping System
1. When swiping your badge, check the time clock readout to make sure your name and the
time appear. If they do not appear, the clock did not read your badge. If the time clock is
not reading your badge after several attempts, please notify your supervisor or
administrative assistant.
2. If you miss a swipe, you will need to edit your time in TCP.
3. If you are not using leave or vacation, time off must be made up within the same week.
4. Employees must take at least 30 minutes for lunch.
5. TCP Seven Minute rule:
a. Punch times round to the nearest quarter-hour.
Punch Time Examples:
7:16 am – 7:22 am Rounds to 7:15 am
7:23 am – 7:30 am Rounds to 7:30 am
7:31 am – 7:37 am Rounds to 7:30 am
7:38 am – 7:44 am Rounds to 7:45 am
7:46 am – 7:52 am Rounds to 7:45 am
7:53 am – 7:59 am Rounds to 8:00 am
b. TCP lunch rounding: (Rounds to block of time rather than clock)
30 - 37 min = rounds to 30 minutes
38 - 44 min = rounds to 45 minutes
46 - 52 min = rounds to 45 minutes
53 - 59 min = rounds to 60 minutes
Transportation Requests
The Transportation Department makes every effort to accommodate all District requests for
transportation. To ensure that scheduling can be done efficiently and effectively, please follow
these steps:
● As soon as possible, a minimum of 10 days prior to the date of the trip, fill out the
Transfinder Field Trip Request Form.
● At the bottom of the form is a SAVE button. Push this SAVE button, which will forward
the request to your site administrator.
● Upon approval of your site administrator, the request will be forwarded to the
Transportation Department for scheduling.
● Please note that overnight trips or trips in excess of 100 miles (one way from school)
MUST be approved by the District Governing Board prior to scheduling.
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Voting
Employees will be granted time off for the purpose of voting if there are less than three
consecutive hours between the opening of the polls and the beginning of the regular workday or
between the end of the school day and the closing of the polls. No deductions will be made from
salary or general leave for this absence. Employees must request this time to their immediate
supervisor prior to leaving their workplace or worksite.
Waiver of Privacy
The District reserves the right to investigate the credit rating, background, references, driving
record, and police record of all applicants and employees. The District also maintains the right
to inspect any personal belongings brought into the workplace by employees.
Workday
Employees are expected to work in accordance with their work calendar. Overtime occasionally
may be needed for emergency purposes; however, any overtime must have prior approval by the
immediate supervisor.
Support Staff employees who work 20 hours or more per week are required to use a one-half
hour lunch break. Lunch break may not be accumulated to start the day late or end the day early.
The supervisor may also adjust a particular work schedule to allow for emergencies.
Statement of Understanding for Hours Worked and Time Recording
Under the law, the U.S. Fair Labor Standards Act, every employer is required to keep certain
records on their employee compensation practices. These include the accurate recording of
time on a daily and weekly basis, not working overtime without permission or authorization,
and not working without recording the hours worked.
In order to make sure that (1) accurate records are kept, (2) employees are not working
without recording their time, and (3) the District will not be in violation of the law, we need
to make sure that all employees are aware of the time and record requirements. To do this,
and to have proof for the U.S. Department of Labor, this Statement of Understanding must be
read and signed by the employees. By electronically signing the employee handbook, the
employee agrees he/she read this Statement of Understanding. If an employee is unwilling to
sign the Statement and comply with the time recording requirements, then the employee will
have to be disciplined, which could include termination. Therefore, your understanding and
cooperation is appreciated.
1. The normal week begins on Monday and ends on Saturday. The workweek consists of
five 8-hour days for full-time employees, for a total of 40 hours. If employees work
overtime (in excess of 40 hours in the workweek), they are to be paid one and one-half
(1-1/2) times regular or average hourly rate for hours worked in excess of 40.
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2. Preferably, overtime will not be needed. However, if it is, it is to be authorized by the
proper supervisory personnel, except in an emergency where prior approval cannot be
obtained.
3. Employees may not voluntarily work overtime without prior written permission of the
supervisor. Employees should not be intimidated into working overtime without
recording it. If an employee attempts to voluntarily work overtime without prior written
permission (come in early, stay late, work during duty-free lunch period), disciplinary
action may have to be taken. Likewise, if supervisory personnel try to force employees
to work overtime without recording it, notice must be given to the Superintendent so that
disciplinary action can be taken.
4. Hours worked must be acknowledged by each employee and confirmed by the supervisor
through TCP at the end of the day every Friday. If a timesheet is used, it must be
submitted to the supervisor at the end of the day every Friday. Timesheets not submitted
as stated will be processed the following pay period. Periodically, the District attempts to
follow up on the requirements and reminds the employees of them.
Employees are not permitted to start work early, but they are to be at their work location to
begin work at the starting time. Employees will be expected to abide by the designated lunch
periods.
Worker’s Compensation (Policy 3-404)
All District employees qualify for insurance coverage by the Arizona Industrial Commission if
injured on the job. To ensure proper coverage, the employee must immediately report the
non-life threatening injury to the school office or supervisor and call The Alliance Triage Line
at 1-888-252-4689. Exact time and location of the injury, persons involved and details of the
accident must be provided. If the injury requires first aid treatment, see the school nurse or
supervisor in charge of your department and complete a Supervisor’s Industrial Accident Form
from The Alliance. If not reported, you may not be eligible for compensation.
Please contact the Human Resources Department immediately. Life-threatening or injuries that
require immediate medical attention should be addressed with The Alliance and the Human
Resource Department after 911 is contacted and the emergency has been resolved.
When an injury occurs, the employee may use available general leave until compensation begins
(Policy 4-302.C). No general leave or vacation days are accumulated while on Worker’s
Compensation leave.
The Human Resource Department will investigate all accidents involving on-the-job injury. The
immediate supervisor of the injured employee must contact the Human Resource Department as
soon as he or she becomes aware of the accident.
Employees injured on the job are required to make an initial call to The Alliance and potentially
make a visit to one of the Banner Occupational Health Service locations if instructed by The
Alliance triage nurse. Work injuries must be treated at a Banner Health location regardless of
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whether their personal physician is part of the Banner Health network. Failure to comply with
this requirement may result in denial of the Worker’s Compensation claim.
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