8.1—CLASSIFIED PERSONNEL SALARY SCHEDULE - Approved June 9, 2025 HTML

8.1—CLASSIFIED PERSONNEL SALARY SCHEDULE - Approved June 9, 2025

Years Experience	Steps	District Treasurer	Bookkeeper/Human Resources	District Secretary	High School Secretary	Middle School Secretary	Elementary School Secretary	Accounts Payable
		240	240	240	240	240	240	240
		8 hours	8 hours	8 hours	8 hours	8 hours	8 hours	8 hours
0	1	38,730	29,106	27,064	26,401	26,401	26,401	22,383
1	2	40,690	31,066	29,024	28,361	28,361	28,361	24,343
2	3	41,180	31,556	29,224	28,561	28,561	28,561	24,637
3	4	41,670	32,046	29,424	28,761	28,761	28,761	24,931
4	5	42,160	32,536	29,624	28,961	28,961	28,961	25,225
5	6	42,650	33,026	29,824	29,161	29,161	29,161	25,519
6	7	43,140	33,516	30,024	29,361	29,361	29,361	25,813
7	8	43,630	34,006	30,224	29,561	29,561	29,561	26,107
8	9	44,120	34,496	30,424	29,761	29,761	29,761	26,401
9	10	44,610	34,986	30,624	29,961	29,961	29,961	26,695
10	11	45,100	35,476	30,824	30,161	30,161	30,161	26,989
11	12	45,590	35,966	31,024	30,361	30,361	30,361	27,283
12	13	46,080	36,456	31,224	30,561	30,561	30,561	27,577
13	14	46,570	36,946	31,424	30,761	30,761	30,761	27,871
14	15	47,060	37,436	31,624	30,961	30,961	30,961	28,165
15	16	47,550	37,926	31,824	31,161	31,161	31,161	28,459
16	17	48,040	38,416	32,024	31,361	31,361	31,361	28,753
17	18	48,628	39,004	32,224	31,561	31,561	31,561	29,243
18	19	49,216	39,592	32,424	31,761	31,761	31,761	29,733
19	20	49,804	40,180	32,624	31,961	31,961	31,961	30,223
20	21	50,392	40,768	32,824	32,161	32,161	32,161	30,713
21	22	50,980	41,356	33,024	32,361	32,361	32,361	31,203
22	23	51,568	41,944	33,524	32,861	32,861	32,861	31,693
23	24	52,156	42,532	34,024	33,361	33,361	33,361	32,183
24	25	52,744	43,120	34,524	33,861	33,861	33,861	32,673
25	26	53,332	43,708	35,024	34,361	34,361	34,361	33,163
26	27	53,920	44,296	35,524	34,861	34,861	34,861	33,653
27	28	54,606	44,982	36,024	35,361	35,361	35,361	34,143
28	29	55,292	45,668	36,524	35,861	35,861	35,861	34,633
29	30	55,978	46,354	37,024	36,361	36,361	36,361	35,123
30	31	56,664	47,040	37,524	36,861	36,861	36,861	35,613
31	32	57,350	47,726	38,024	37,361	37,361	37,361	36,103

Years Experience	Steps	Director of Facilities and Transportation	System Administrator	Network Administrator	Child Nutrition Director	RN	LPN
		240	240	240	210	185	185
		8 hours	8 hours	8 hours	8 hours	7.5 hours	7.5 hours
0	1	42,826	31,164	36,967	25,368	31,913	21,460
1	2	44,786	33,124	38,927	27,300	33,301	22,848
2	3	45,276	33,324	39,492	27,552	33,647	23,218
3	4	45,766	33,524	40,057	27,804	33,994	23,588
4	5	46,256	33,724	40,622	28,056	34,341	23,958
5	6	46,746	33,924	41,187	28,308	34,688	24,328
6	7	47,236	34,124	41,752	28,560	35,035	24,698
7	8	47,726	34,324	42,317	28,812	35,382	25,068
8	9	48,216	34,524	42,882	29,064	35,729	25,438
9	10	48,706	34,724	43,447	29,316	36,076	25,808
10	11	49,196	34,924	44,012	29,568	36,422	26,178
11	12	49,686	35,124	44,577	29,820	36,769	26,548
12	13	50,176	35,324	45,142	30,072	37,116	26,918
13	14	50,666	35,524	45,707	30,324	37,463	27,288
14	15	51,156	35,724	46,272	30,576	37,810	27,658
15	16	51,646	35,924	46,837	30,996	38,157	28,028
16	17	52,136	36,124	47,402	31,416	38,504	28,398
17	18	52,724	36,324	47,967	31,836	38,920	28,842
18	19	53,312	36,524	48,532	32,256	39,336	29,286
19	20	53,900	36,724	49,097	32,676	39,752	29,730
20	21	54,488	36,924	49,662	33,096	40,169	30,174
21	22	55,076	37,124	50,227	33,516	40,585	30,618
22	23	55,664	37,624	50,792	33,936	41,001	31,062
23	24	56,252	38,124	51,357	34,356	41,417	31,506
24	25	56,840	38,624	51,922	34,776	41,834	31,950
25	26	57,428	39,124	52,487	35,196	42,250	32,394
26	27	58,016	39,624	53,052	35,616	42,666	32,838
27	28	58,702	40,124	53,617	36,456	43,360	33,356
28	29	59,388	40,624	54,182	37,296	44,054	33,874
29	30	60,074	41,124	54,747	38,136	44,747	34,392
30	31	60,760	41,624	55,312	38,976	45,441	34,910
31	32	61,446	42,124	55,877	39,816	46,135	35,428

1. Based on previous experience, a new employee may be advanced to a higher step. 2. Merit raises based on job performance may be given on the recommendation of the Superintendent. 3. All hourly workers will be paid for actual hours worked with the exception being paid holidays and vacation time.

Years Experience	Steps	Maintenance Worker	Licensed Mechanic	Skilled Craftsman	Custodial Worker	Cafeteria Worker	Aide 1 (60 hours of college credit)	Aide 2
		251	251	251	251	185.00	185	185
		8 hours	Varies 6.5-8 hours	8 hours	8 hours	Varies 6-8	Varies 6.5-8 hours	Varies 6.5-8 hours
0	1	13.15	13.75	11.25	11.00	11.00	17.22	12.07
1	2	14.15	14.75	12.25	12.00	12.00	18.22	13.07
2	3	14.40	15.00	12.50	12.25	12.25	18.39	13.24
3	4	14.65	15.25	12.75	12.50	12.50	18.56	13.41
4	5	14.90	15.50	13.00	12.75	12.75	18.72	13.58
5	6	15.15	15.75	13.25	13.00	13.00	18.89	13.74
6	7	15.40	16.00	13.50	13.25	13.25	19.06	13.91
7	8	15.65	16.25	13.75	13.50	13.50	19.22	14.08
8	9	15.90	16.50	14.00	13.75	13.75	19.39	14.24
9	10	16.15	16.75	14.25	14.00	14.00	19.56	14.41
10	11	16.40	17.00	14.50	14.25	14.25	19.72	14.57
11	12	16.65	17.25	14.75	14.50	14.50	19.89	14.74
12	13	16.90	17.50	15.00	14.75	14.75	20.06	14.91
13	14	17.15	17.75	15.25	15.00	15.00	20.22	15.07
14	15	17.40	18.00	15.50	15.25	15.25	20.39	15.24
15	16	17.65	18.25	15.75	15.50	15.50	20.56	15.41
16	17	17.90	18.50	16.00	15.75	15.75	20.72	15.57
17	18	18.20	18.80	16.30	16.05	16.05	20.89	15.74
18	19	18.50	19.10	16.60	16.35	16.35	21.06	15.91
19	20	18.80	19.40	16.90	16.65	16.65	21.22	16.07
20	21	19.10	19.70	17.20	16.95	16.95	21.39	16.24
21	22	19.40	20.00	17.50	17.25	17.25	21.55	16.4
22	23	19.70	20.30	17.80	17.55	17.55	21.72	16.57
23	24	20.00	20.60	18.10	17.85	17.85	21.89	16.74
24	25	20.30	20.90	18.40	18.15	18.15	22.05	16.9
25	26	20.60	21.20	18.70	18.45	18.45	22.22	17.07
26	27	20.90	21.50	19.00	18.75	18.75	22.39	17.24
27	28	21.25	21.85	19.35	19.10	19.10	22.55	17.4
28	29	21.60	22.20	19.70	19.45	19.45	22.72	17.57
29	30	21.95	22.55	20.05	19.80	19.80	22.88	17.73
30	31	22.30	22.90	20.40	20.15	20.15	23.05	17.9
31	32	22.65	23.25	20.75	20.50	20.50	23.22	18.07

Cafeteria workers will be expected to work banquets from time to time. The pay for after-hours will be their hourly wage plus 1.75 per hour. Food Service Manager Additional Pay Each school will have a Food Service Manager that will receive additional hourly pay added to their cafeteria worker pay rate based on the table below. • 0 - 4 years of manager experience $1.00/hour • 5 - 9 years of manager experience $1.10/hour • 10 - 14 years of manager experience $1.20/hour • 15 - 19 years of manager experience $1.30/hour • 20 - 22 years of manager experience $1.40/hour Food Service Secretary Additional Pay The Food Service Secretary will receive additional hourly pay added to their cafeteria worker pay rate based on the table below. 0 - 4 years of manager experience $1.00/hour • 5 - 9 years of manager experience $1.10/hour • 10 - 14 years of manager experience $1.20/hour • 15 - 19 years of manager experience $1.30/hour • 20 - 22 years of manager experience $1.40/hour Transportation and Maintenance Secretary Additional Pay The Transportation and Maintenance Secretary will receive additional hourly pay added to their skilled craftsman worker pay rate based on the table below. 0 - 4 years of manager experience $1.00/hour • 5 - 9 years of manager experience $1.10/hour • 10 - 14 years of manager experience $1.20/hour • 15 - 19 years of manager experience $1.30/hour • 20 - 22 years of manager experience $1.40/hour Lead Maintenance Worker Additional Pay The Lead Maintenance Worker will receive additional hourly pay added to their pay rate based on the table below. 0 - 4 years of lead experience $1.10/hour • 5 - 9 years of lead experience $1.20/hour • 10 - 14 years of lead experience $1.30/hour • 15 - 19 years of lead experience $1.40/hour • 20 plus yeas of lead experience $1.50/hour

Pre-K Director/Lead Teacher Salary

180 Day Contract

Years Experience	Step	HS Diploma/GED	Associates Salary	Bachelors Salary	Masters Salary
0	1	23,040	29,760	34,560	41,280
1	2	24,000	30,720	35,520	42,240
2	3	24,960	31,680	36,480	43,200
3	4	25,920	32,640	37,440	44,160
4	5	26,880	33,600	38,400	45,120
5	6	27,840	34,560	39,360	46,080
6	7	28,800	35,520	40,320	47,040
7	8	29,760	36,480	41,280	48,000
8	9	30,720	37,440	42,240	48,960
9	10	31,680	38,400	43,200	49,920
10	11	32,640	39,360	44,160	50,880
11	12	33,600	40,320	45,120	51,840
12	13	34,560	41,280	46,080	52,800
13	14	35,520	42,240	47,040	53,760
14	15	36,480	43,200	48,000	54,720
15	16	37,440	44,160	48,960	55,680
16	17	38,400	45,120	49,920	56,640

Retention Bonus for Years of Service to West Fork School District as a classified employee.

*Retention bonus payments will be made in May for the appropriate year the employee has been with the West Fork School District as a classifed employee

Half time employees will received a half bonus.

*Years in other school districts do not apply toward the retention bonus.

*Retention bonuses will begin in the 24-25 school year.

*Retention bonuses will not be retroactive.

Bonus paid in May of year 5, 10, 15, 20, 25, and 30.

5th Yr	$100
10th Yr	$200
15th Yr	$400
20th Yr	$800
25th Yr	$1600
30th Yr*	$3200

*The $3200 payment will be paid for every 5th year after 30 (35, 40, 45, etc)

Bus Salary Schedule
Years Experience	Steps	Medium	Long	Extra-Long		Years Experience	Steps	Medium	Long	Extra-Long
		Up to 20 Miles	21-35 Miles	36 & more Miles				Up to 20 Miles	21-35 Miles	36 & more Miles

0	1	39.88	45.44	55.49		16	17	58.38	63.94	73.99
1	2	43.38	48.94	58.99		17	18	59.38	64.94	74.99
2	3	44.38	49.94	59.99		18	19	60.38	65.94	75.99
3	4	45.38	50.94	60.99		19	20	61.38	66.94	76.99
4	5	46.38	51.94	61.99		20	21	62.38	67.94	77.99
5	6	47.38	52.94	62.99		21	22	63.38	68.94	78.99
6	7	48.38	53.94	63.99		22	23	64.38	69.94	79.99
7	8	49.38	54.94	64.99		23	24	65.38	70.94	80.99
8	9	50.38	55.94	65.99		24	25	66.38	71.94	81.99
9	10	51.38	56.94	66.99		25	26	67.38	72.94	82.99
10	11	52.38	57.94	67.99		26	27	68.38	73.94	83.99
11	12	53.38	58.94	68.99		27	28	69.38	74.94	84.99
12	13	54.38	59.94	69.99		28	29	70.38	75.94	85.99
13	14	55.38	60.94	70.99		29	30	71.38	76.94	86.99
14	15	56.38	61.94	71.99		30	31	72.38	77.94	87.99
15	16	57.38	62.94	72.99		31	32	73.38	78.94	88.99
Transportation
1. Any route over 20 miles round trip or which requires the driver to drive over 1.5 hours will be considered a long trip. 2. Any route over 35 miles round trip or which requires the driver to drive over 2 hours will be considered an extra-long trip. 3. Substitute drivers will be paid $42.50 per day. 4. Bus drivers will receive five (5) sick days per year.
Field Trips
Trip pay will be $11.00 for each hour after the employee's regular contract time not to exceed sixteen (16) hours in a twenty-four (24) hour period. Coaches, sponsors, etc. who that drive their own students will be paid $11.00 per hour for actual drive time after school has been dismissed. Drivers will be responsible for their own meals on daily field trips. Meals and room reimbursements for overnight trips will be dealt with as stated in district policies 3.20WF and 8.41WF.
Bus Driver Incentive
Bus drivers may receive up to $450 a year extra as a work attendance incentive based on the following schedule:
0 Days Absent - $450					3 Days Absent - $225
1 Day Absent - $375					4 Days Absent - $150
2 Days Absent - $300					5 Days Absent - $75
					6 Days Absent - $0
*Note - 1/2 days and 1/2 routes shall be counted at $37.50

For the purposes of this policy, an employee must work two thirds (2/3) of the number of their regularly assigned annual work days to qualify for a step increase.

The superintendent has the authority, when recommending an applicant and his/her placement on the District's salary schedule to the Board for its approval, to consider the applicant's previous work experience with similar duties, responsibilities, and skill sets to those job duties and responsibilities the applicant would assume for the District.

Classified Salary Schedule is a set of matrices that are updated and published each school year, which contains the minimum salaries for all five classifications of classified employees and includes ranges, steps, and rates of pay. The salary schedule is required to reflect the actual pay practices of the district.

For the purposes of this policy, an employee must work two thirds (2/3) of the number of their regularly assigned annual work days to qualify for a step increase.

2025-2026

West Fork Public Schools

Miscellaneous Stipend Rate Schedule

All certified and classified staff will be paid according to the appropriate salary schedule. Those with additional responsibilities will be paid additional supplements per the following schedule.

Athletics
Athletic Director	$10,000
Head Senior Football	$3,120
Head Senior Basketball (per team)	$3,120
Head Senior Volleyball	$3,120
Head Junior Football	$1,785
Head Junior Basketball (per team)	$1,785
Head Junior Volleyball	$1,785
Head Baseball	$1,545
Head Softball	$1,545
Head Senior Track (per team)	$775
Head Junior Track (per team)	$500
Head 7th Grade Football	$1,000
Head 7th Grade Basketball (per team)	$1,000
Head 7th Grade Volleyball	$1,000
Head Senior High Cross Country (per team)	$775
Head Junior High Cross Country (per team)	$500
Head Golf	$350
Senior Cheerleaders	$3,120
Junior Cheerleaders	$1,785
7th Grade Cheerleaders	$1,000
Assistant Senior Football	$1,200
Assistant Senior Basketball	$1,200
Assistant Senior Volleyball	$1,200
Assistant Baseball	$670
Assistant Softball	$670
Assistant Senior Track (per team)	$335
Assistant Senior Cross Country (per team)	$335
Assistant Junior Football	$750
Assistant Junior Basketball (per team)	$750
Assistant Junior Volleyball	$750
Assistant Junior Track (per team)	$300
Assistant Junior Cross Country (per team)	$300
7th Grade Football Assistant	$600
7th Grade Basketball Assistant	$600
7th Grade Volleyball Assistant	$600
Pee Wee Basketball Coordinator	$1,520 (Can be split up between coaches)
Pee Wee Football Coordinator	$760
Minor Assistant Football	$670
Minor Assistant Basketball	$670
Esports	$335
Performing Arts
Senior High Band Director	$3,120
Junior High Band Director	$1,785
High School Choir Director	$2,000
Junior High Choir Director	$1,000
Assistant Senior Band Director	$1,200
Assistant Junior Band Director	$700
Beginners Band	$560
Flag Team	$500
School Services
District FACE Coordinator	$1200 (can be split)
District Wellness Coordinator	$750
District Testing Coordinator	$1,500
District Homeless Liaison	$1,500
District Equity Coordinator	$750
District Student Services Coordinator	$750
Federal Programs Coordinator	$2,000
Bright Futures Coordinator	$335
Building FACE Coordinator	$1,200
School Level Improvement Plan Leader(s)	$1,000 per building (can be split)
District 504 Coordinator	$1,000
Curriculum and Instruction
District ESL Coordinator	$1,250
Speech Therapist	$1,500
District Dyslexia Coordinator	$1,250
Project Lead the Way Coordinator	$1,000
Student Services
ALE Facilitator	$1,500
Yearbook	$700
Senior Class Sponsor (1 position)	$400
Junior Class Sponsor (1 position)	$400
High School National Honor Society Sponsor	$400
High School Student Council	$530
Middle School Student Council	$530
FBLA	$335
FCCLA	$335
FFA	$335
Junior Bank Board	$335
SkillsUSA	$335
Spanish Club	$335
AR Model UN	$335
Drama Club	$335
Miscellaneous
Gatekeeper for Events	$12.00 per hour
After-school Program	$20 per hour
Additional morning or afternoon monitoring	Per diem
Tutoring/Homebound	Per diem
Bus Training	$12.00 per hour
Seamless Summer Lunch Program	Per diem
Bus Drivers keeping the bus at their house	$1.50 per day
Shoe allowance for cafeteria staff	$25.00
Summer School teacher	$25.00 per hour
Summer School nurse	$20.00 per hour
Summer School bus driver	$50.00 per day
Concession Stand Director	$3,000 for the year paid in two separate payments $1500 in December $1500 in April
Substitute Nurse	$140.00 per day

2025-26

WEST FORK SCHOOL DISTRICT

FRINGE BENEFITS

Board Approved

The West Fork School District greatly appreciates its employees and their commitment to excellence; therefore, the district is proud to provide the following fringe benefits to its employees.

All full-time employees are eligible for medical insurance.

All full-time employees receive dental insurance paid for by the district.

All full-time employees receive short-term disability insurance paid for by the district.

All full-time employees receive a hospital confinement plan paid for by the district.

All full-time employees receive long-term disability insurance paid for by the district.

All full-time employees receive vision insurance paid for by the district.

All full-time employees receive life insurance paid for by the district.

The district matches employee salaries who are in the Arkansas Teacher Retirement System at 15.00%.

Part-time employees are eligible for benefits as allowable by law.

Cross References: Policy 1.9—POLICY FORMULATION

Legal References: A.C.A. § 6-17-2203

A.C.A. § 6-17-2301

DESE Rules Governing Documents Posted to School District and Education Service

Cooperative Websites

Date Adopted: June 8, 2009

Last Revised: October 13, 2025

8.2— CLASSIFIED PERSONNEL EVALUATIONS

Classified personnel may be periodically evaluated.

Any forms, procedures, or other methods of evaluation, including criteria, are to be developed by the Superintendent and or his designee(s) but shall not be part of the personnel policies of the District.

Cross Reference: 3.2—LICENSED PERSONNEL EVALUATIONS

Legal Reference: A.C.A. § 6-17-2301

Date Adopted: June 8, 2009

Last Revised: July 17, 2017

8.4— CLASSIFIED EMPLOYEES DRUG TESTING

Definitions

“Clearinghouse” means the Federal Motor Carrier Safety Administration Commercial Driver's License Drug and Alcohol Clearinghouse.

“Database” means the Commercial Driver Alcohol and Drug Testing Database of the Office of Driver Services of the Arkansas Department of Finance and Administration.

“Safety-sensitive function” includes:

All time spent inspecting, servicing, and/or preparing the vehicle;
All time spent driving the vehicle;
All time spent loading or unloading the vehicle or supervising the loading or unloading of the vehicle; and
All time spent repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle.

“School Bus” is a motorized vehicle that meets the following requirements:

Is designed to carry more than ten (10) passengers;
Is privately owned and operated for compensation, or which is owned, leased or otherwise operated by, or for the benefit of the District; and
Is operated for the transportation of students from home to school, from school to home, or to and from school events.

Scope of Policy

Each person hired for a position that allows or requires the employee to operate a school bus shall meet the following requirements:

The employee shall possess a current driver’s license authorizing the individual to operate the size school bus the individual is being hired to drive;
Have undergone a physical examination, which shall include a drug test, by a licensed physician or advanced practice nurse within the past two years; and
A current valid certification of school bus driver in-service training.

Each person’s initial employment for a job entailing a safety-sensitive function is conditioned upon:

The district receiving a negative drug test result for that employee;
The employee submitting an electronic authorization through the Clearinghouse for the District to run a full query of the employee’s information in the Clearinghouse; and
The employee’s signing a written authorization for the District to request information from:

The Database; and
Any U.S. Department of Transportation regulated employers who have employed the

employee during any period during the two (2) years prior to the date of the employee’s application.

All employees who perform safety-sensitive functions shall annually submit a written authorization for the District to conduct a limited query of the employee’s information from the Clearinghouse. The District shall perform a limited query of all employees who perform safety-sensitive functions at least once each school year. If the District’s limited query of the Clearinghouse shows that information exists in the Clearinghouse that may prohibit the employee from performing safety-sensitive functions, the District shall conduct a full query of the Clearinghouse on the employee within twenty-four (24) hours of conducting the limited query. If the District is unable to conduct a full query within twenty-four (24) hours due to the twenty-four (24) hours falling on a weekend, holiday, or other days the District is closed or due to the failure of the employee to authorize the District to receive information resulting from the full query of the Clearinghouse, the employee shall not be permitted to perform any safety-sensitive function until the District conducts the full query and the results confirm that the employee’s Clearinghouse record contains no prohibitions on the employee performing safety-sensitive functions.

Methods of Testing

The collection, testing methods, and standards shall be determined by the agency or other medical organizations chosen by the School Board to conduct the collection and testing of samples. The drug and alcohol testing is to be conducted by a laboratory certified pursuant to the most recent guidelines issued by the United States Department of Health and Human Services for such facilities. (“Mandatory Guidelines for Federal Workplace Drug Testing Programs”)

Requirements

Employees shall be drug and alcohol-free from the time the employee is required to be ready to work until the employee is relieved from the responsibility for performing work and/or any time they are performing a safety-sensitive function. In addition to the testing required as an initial condition of employment, employees shall submit to subsequent drug and alcohol tests as required by law and/or regulation. Subsequent testing includes, and/or is triggered by, but is not limited to:

Random tests;
Testing in conjunction with an accident;
Receiving a citation for a moving traffic violation; and
Reasonable suspicion.

Prohibitions

No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions while having an alcohol concentration of 0.04 or greater;
No driver shall use alcohol while performing safety-sensitive functions;
No driver shall perform safety-sensitive functions within four (4) hours after using alcohol;
No driver required to take a post-accident alcohol test under # 2 above shall use alcohol for eight (8) hours following the accident or until he/she undergoes a post-accident alcohol test, whichever occurs first;
No driver shall refuse to submit to an alcohol or drug test in conjunction with # 1, 2, and/or 4 above;
No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions when using any controlled substance, except when used pursuant to the instructions of a licensed medical practitioner who, with knowledge of the driver’s job responsibilities, has advised the driver that the substance will not adversely affect the driver’s ability to safely operate his/her vehicle. It is the employee’s responsibility to inform his/her supervisor of the employee’s use of such medication;
No driver shall report for duty, remain on duty, or perform a safety-sensitive function if the driver tests positive or has adulterated or substituted a test specimen for controlled substances.

Violation of any of these prohibitions may lead to disciplinary action being taken against the employee, which could include termination or non-renewal.

Testing for Cause

Drivers involved in an accident in which there is a loss of another person’s life shall be tested for alcohol and controlled substances as soon as practicable following the accident. Drivers shall also be tested for alcohol within eight (8) hours and for controlled substances within thirty-two (32) hours following an accident for which they receive a citation for a moving traffic violation if the accident involved: 1) bodily injury to any person who, as a result of the injury, immediately receives medical treatment away from the scene of the accident, or 2) one or more motor vehicles incurs disabling damage as a result of the accident requiring the motor vehicle to be transported away from the scene by a tow truck or other motor vehicle.

Refusal to Submit

Refusal to submit to an alcohol or controlled substance test means that the driver

Failed to appear for any test within a reasonable period of time as determined by the employer consistent with applicable Department of Transportation agency regulation;
Failed to remain at the testing site until the testing process was completed;
Failed to provide a urine specimen for any required drug test;
Failed to provide a sufficient amount of urine without an adequate medical reason for the failure;
Failed to undergo a medical examination as directed by the Medical Review Officer as part of the verification process for the previously listed reason;
Failed or declined to submit to a second test that the employer or collector has directed the driver to take;
Failed to cooperate with any of the testing processes; and/or
Adulterated or substituted a test result as reported by the Medical Review Officer.

School bus drivers should be aware that refusal to submit to a drug or alcohol test when the test is requested based on a reasonable suspicion can constitute grounds for criminal prosecution.

Consequences for Violations

Drivers who engage in any conduct prohibited by this policy, who refuse to take a required drug or alcohol test, refuse to sign the request for information required by law, or who exceed the acceptable limits for the respective tests shall no longer be allowed to perform safety-sensitive functions. Actions regarding their continued employment shall be taken in relation to their inability to perform these functions and could include termination or non-renewal of their contract of employment.

Drivers who exhibit signs of violating the prohibitions of this policy relating to alcohol or controlled substances shall not be allowed to perform or continue to perform safety-sensitive functions if they exhibit those signs during, just preceding, or just after the period of the workday that the driver is required to be in compliance with the provisions of this policy. This action shall be based on specific, contemporaneous, articulable observations concerning the behavior, speech, or body odors of the driver. The Superintendent or his/her designee shall require the driver to submit to “reasonable suspicion” tests for alcohol and controlled substances. The direction to submit to such tests must be made just before, just after, or during the time the driver is performing safety-sensitive functions. If circumstances prohibit the testing of the driver the Superintendent or his/her designee shall remove the driver from reporting for, or remaining on, duty for a minimum of twenty-four (24) hours from the time the observation was made triggering the driver’s removal from duty.

If the results for an alcohol test administered to a driver are equal to or greater than 0.02, but less than 0.04, the driver shall be prohibited from performing safety-sensitive functions for a period not less than twenty-four (24) hours from the time the test was administered. Unless the loss of duty time triggers other employment consequence policies, no further action against the driver is authorized by this policy for test results showing an alcohol concentration of less than 0.04.

Reporting Requirements

The District shall report the following information about an employee who performs safety-sensitive functions to the Clearinghouse by the close of the third (3rd) business day following the date the District obtained the information:

An alcohol confirmation test result with an alcohol concentration of 0.04 or greater;
A negative return-to-duty test result;
A refusal to take an alcohol test;
A refusal to test determination; however, if the refusal to test determination is based on the employee’s admission of adulteration or substitution of the specimen, the District shall only report the admissions made to the specimen collector; and
A report that the driver has successfully completed all follow-up tests as prescribed in the Substance Abuse Professional report.

The District shall report the following violations for an employee who performs safety-sensitive functions by the close of the third (3rd) business day following the date the District obtains actual knowledge of:

On-duty alcohol use;
Pre-duty alcohol use;
Alcohol use following an accident; and
Controlled substance use.

Legal References: A.C.A. § 6-19-108

A.C.A. § 6-19-119

A.C.A. § 27-23-105

A.C.A. § 27-23-201 et seq.

49 C.F.R. § part 40

49 C.F.R. § 382-101 – 605

49 C.F.R. § 382.701 et seq.

49 C.F.R. § 383.5

49 C.F.R. § 390.5

Arkansas Division of Academic Facilities and Transportation Rules Governing Maintenance and Operations of Arkansas Public School Buses and Physical Examinations of School Bus Drivers

Date Adopted: June 8, 2009

Last Revised: June 14, 2021

8.5WF— CLASSIFIED EMPLOYEES SICK LEAVE

Definitions

“Employee” is an employee of the District working 20 or more hours per week who is not required to have a teaching license as a condition of his employment.

“Sick Leave” is absence from work due to illness, whether by the employee or a member of the employee’s immediate family or due to a death in the family. The supervisor shall determine whether sick leave will be approved on the basis of a death outside the immediate family of the employee.

“Current Sick Leave” for all full-time salaried employees means those days of sick leave for the current contract year, which leave is granted at the rate of one day of sick leave per contracted month, or major part thereof. Hourly employees are credited with sick leave on an hourly basis not to exceed 720 hours. Bus drivers receive five (5) sick leave days per year.

“Accumulated Sick Leave” is the total of unused sick leave, up to a maximum of ninety (90) days accrued from the previous contract, but not used. Accumulated sick leave also includes the sick leave transferred from an employee’s previous public school employment.

“Immediate family” means an employee’s spouse, child, parent, mother- and father-in-law, sibling, grandparent, grandchild or any other relative provided the other relative lives in the same household as the employee. The principal has the discretion to approve sick leave for an employee for a person not considered immediate family.

Sick Leave

The supervisor has the discretion to approve sick leave for an employee to attend the funeral of a person who is not related to the employee, under circumstances deemed appropriate by the principal.

Employees who are adopting or seeking to adopt a minor child or minor children may use accumulated sick leave, personal leave, or vacation days under the provisions of FMLA in any school year for absences relating to the adoption, including the time needed for travel, the time needed for home visits, the time needed for document translation, submission or preparation, time spent with legal or adoption agency representatives, time spent in court and bonding time. See also, 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE, which also applies. Except for bonding time, documentation shall be provided by the employee upon request.

Pay for sick leave shall be at the employee’s hourly rate of pay if an hourly employee or daily rate of pay, which is that employee’s hourly rate of pay times the number of hours normally worked per day. Absences for illness in excess of the employee’s accumulated and current sick leave shall result in a deduction from the employee’s pay at the daily rate as defined above. If an employee resigns or leaves his or her employment position for any reason before the end of the contract term, the school district may deduct from his or her last paycheck full compensation for any days of sick leave used in excess of the number of days earned.

At the discretion of the Superintendent, and if FMLA is applicable, subject to the certification or recertification provisions contained in policy 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE the District may require a written statement from the employee’s physician documenting the employee’s illness. Failure to provide such documentation of illness may result in sick leave not being paid, or in discipline up to and including termination.

Whenever a school employee employed by a school district in this state shall leave the school district and accept employment in another school district, the employee shall be granted credit by the new school district for up to ninety (90) days of unused sick leave accumulated by the employee in the former district.

The accumulated and unused sick leave shall be credited to the employee by the district upon receipt of written proof from the school district in which the employee was formerly employed.

If the employee’s absences are not subject to the FMLA or are in excess of what is protected under the FMLA, excessive absenteeism to the extent that the employee is not carrying out his/her assigned duties to the degree that the education of students or the efficient operation of a school or the district is substantially adversely affected (at the determination of the principal or Superintendent), may result in termination.

Sick Leave and Family Medical Leave Act (FMLA) Leave

When an employee takes sick leave, the District shall determine if the employee is eligible for FMLA leave and if the leave qualifies for FMLA leave. The District may request additional information from the employee to help make the applicability determination. If the employee is eligible for FMLA leave and if the leave qualifies under the FMLA, the District will notify the employee in writing of the decision within five (5) workdays. If the circumstances for the leave as defined in policy 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE don’t change, the District is only required to notify the employee once of the determination regarding the applicability of sick leave and/or FMLA leave within any applicable twelve (12) month period. To the extent the employee has accumulated, any sick leave taken that qualifies for FMLA leave shall be paid leave and charged against the employee’s accrued leave including, once an employee exhausts his/her accumulated sick leave, vacation or personal leave. See 8.23—CLASSIFIED PERSONNEL FAMILY MEDICAL LEAVE.

Reimbursement of Unused Sick Leave

Compensation for employees that have accumulated over 90 sick days will be payable at the end of the school year at a rate of 50% of the current non-certified substitute teacher pay for days accumulated or 50% of the current non-certified substitute teacher pay divided by 8 for hourly employees.

Sick Leave and Outside Employment

Retirement From West Fork School District

All unused sick leave will be paid upon a full-time employee’s retirement by the following schedule:

Retiring employees with 1 – 50 days of unused sick leave will receive a retirement benefit equal to 50% of the current non-certified substitute teacher pay per day.
Retiring employees with 51 or more days of unused sick leave will receive a retirement benefit equal to 60% of the current non-certified substitute teacher pay per day.
Retiring employees with 1 – 400 hours of unused sick leave will receive a retirement benefit equal to 50% of the current non-certified substitute teacher pay per day divided by eight (8).
Retiring employees with 401 hours or more of unused sick leave will receive a retirement benefit equal to 60% of the current non-certified substitute teacher pay per day divided by eight (8).

The last 5 years of employment must have been continuous in the district. “Retirement” as defined for this purpose shall conform to the definition provided by the Arkansas Teacher Retirement System and the Arkansas Public Employees Retirement System.

Cross References: 8.12—CLASSIFIED PERSONNEL OUTSIDE EMPLOYMENT