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Kenosha HR presents proposed handbook changes on pay, bereavement and absence reporting
Summary
HR presented multiple handbook edits including salary movement rules after degree attainment, tuition reimbursement increases, a proposed two‑hour absence reporting window and a change shortening bereavement usage from six to three months — measures that prompted debate over feasibility and equity.
HR representative Mr. Neer presented proposed revisions to the district employee handbook at the Personnel Policy Committee meeting, walking through several changes designed to consolidate agreements and clarify benefits.
Neer explained examples of how staff move on the pay schedule when they attain higher degrees: employees’ salaries are moved to the closest salary amount on the appropriate tier so staff do not lose pay when changing lanes. He also said tuition reimbursement would rise to $100 per credit with a $1,200 annual cap.
The handbook draft includes a change to bereavement leave: HR proposed reducing the period during which bereavement leave may be taken from six months to three months. Multiple committee members opposed the shorter window, citing probate, travel for family, out‑of‑state arrangements and diversity of funeral timing as reasons the three‑month limit could be restrictive for employees who must travel or delay memorials.
Neer also described a proposed change to absence reporting that would require staff to call in two hours before a shift rather than one hour, to give substitutes more lead time. Teachers and several board members said that, for buildings with very early start times, a two‑hour rule would force unrealistic pre‑dawn calls (examples cited would require calls near 5:15 a.m. for some high school schedules). HR said the handbook is guidance and managers should exercise discretion when exceptions arise; the district will review operational implications with principals.
Additional handbook details included updating administrative, supervisory and technical (AST) accrual language into the handbook (rather than a separate AST agreement) and adding retirement eligibility language requiring staff to be in a given classification for 12 months before qualifying for retirement benefit levels in that classification. HR emphasized documentation steps for progressive discipline, asking managers to memorialize verbal conversations via email to the employee and HR so a written trail exists before escalation to formal written warnings.
Committee members asked HR to revisit bereavement timing and absence‑reporting windows and requested clearer communication materials for building managers about implementation and exceptions.
