New Hire Onboarding

Appleton Area School District offers you and your eligible family members a comprehensive benefits package and Wellness Program.

You can enroll in basic coverage for protection from catastrophic events or select from a variety of voluntary benefits for additional coverage.

You choose the level of coverage that’s right for you. The District also offers wellness programs focusing on family health in the areas of nutrition, physical activity and stress management. 

Frontline Absence Management

Employees can use Frontline Absence Management to track and enter absences and monitor available leave balances.

1. To access the site a link can be found in Classlink called “Frontline Education” or visit https://login.frontlineeducation.com/sso/appletonasd.
2.  You will be presented with the option to choose one of the two Frontline products we utilize.
3. Once you are logged in you will have a dashboard and menu available to look up information or enter upcoming absences.
4. To enter an Absence
   a. Click on the calendar on all dates that the absence will cover.
   b. Select “Absence Reason” from the dropdown.
   c. Adjust time as needed if a partial day.
   d. Create Absence.

Frontline Professional Growth

This site is a powerful tool that will fulfill several needs for our district. Some ways we will be utilizing the site include:

• Searching for offered professional development sessions
  • Search by name, date, event, focus area, etc.
  • Requesting a session be created (Book Study, Group Study, or Workshop proposals)
• Tracking completion of required annual trainings
  • i.e. Handbook/Policy changes, bloodborne pathogen training, etc.

1.  To access the site, visit https://login.frontlineeducation.com/sso/appletonasd. A link can be found in Classlink called “Frontline Education"
2. You will be presented with the option to choose one of the two Frontline products we utilize.
3. You can search for professional development sessions and sign up for them in the “Activity Catalog” > “District Catalog”.
4. Once find the desired activity, you can view how many openings there are, sign up, or put yourself on a waiting list.
5. Click on the course name to view course details and sign up.

You can also download the Frontline Education app from your device's app store.

1. Once you download the app, enter the district code : 7354. 
2. Click on the link at the bottom for “Sign in with organization SSO” and enter your district email.
3. Enter District Username (Not Email) and Password.
4. Only if you have additional levels of access in Absence Management (Campus Users such as building Admins or Secretaries), you will be asked to choose which type of account you want to start in. To switch between account types after initial login you will have to go to: Menu > Settings (Gear) > Switch
5. For additional help on how to use the app once you are in it here is a link to Frontline’s support page.
6. If you experience any error screens or odd messages, just try again immediately. There are some small performance bugs in the program but overall it is a very nice tool to have!
7. Note: You CANNOT use the app to enter the Professional Growth site or for subs to pick up absence jobs.

 

2024 – 2025 Pay Dates

July

• 7/15/2024
• 7/31/2024

August

• 8/15/2024
• 8/30/2024 (Last payment for 24-check option)

September

• 9/13/2024
• 9/30/2024

October

• 10/15/2024
• 10/31/2024

November

• 11/15/2024
• 11/29/2024

December

• 12/13/2024
• 12/31/2024

January

• 1/15/2025
• 1/31/2025

February

• 2/14/2025
• 2/28/2025

March

• 3/14/2025
• 3/31/2025

April

• 4/15/2025
• 4/30/2025

May

• 5/15/2025
• 5/30/2025

June

• 6/13/2025
• 6/30/2025 (Last payment for 20-check option)

The ThedaCare At Work Employee Assistance Program serves one purpose, to help you. Whether it be personal or financial, or professional struggles you may be experiencing, please use
the EAP to help you identify and cope with your issues, make decisions to better your situation, and above all, feel better.

Employees and eligible family/household members, including spouses, dependents and others living in the household, can utilize the EAP. And we encourage you, and them, to do so.

Key Components of the program include:

• Free and confidential counseling and phone consultations.
• 24-hour access and toll free number.
• Local service availability.
• Supervisor/management training.
• Employer and employee consultation.

EAP Can Help
From juggling work and family, to managing relationships and finances, life involves a lot of pressures. Dealing with it all can be overwhelming, but it doesn’t have to be. Try talking about your pressures, issues, situations and concerns. By doing so, you can get through it and be happier and healthier when you come out on the other side.

Make an Appointment
Assistance is just a phone call away. It’s easy. It’s confidential. It’s safe. And it will help.

• Call EAP at 920.749.2390 or 800.236.3666.
• You’ll be asked which company provides your EAP benefit.
• You’ll be asked for some basic information.
• You’ll get an appointment scheduled.

For urgent matters outside business hours, call 920.749.2390 or 800.236.3666. When prompted, press “0” and your call will be automatically transferred to a counselor.

Typical issues your EAP can help with include:

• Addictions
• Marital or Relationship Conflict
• Parenting or Family Issues
• Stress
• Depression and Anxiety
• Grief or Loss
• Workplace Issues
• Children and Teen Issues
• Gay/Lesbian Issues
• Elder Adult Caregiving Issues
• Infertility & Adoption Issues
• Alcohol or Drug Abuse
• Anger Management
• Behavioral and Emotional Disorders
• Self Improvement
• Communication Issues
• Crisis Intervention Issues

Your ThedaCare at Work EAP is a quality, caring, comprehensive counseling, information and referral service. Counseling is provided by experienced master-level and/or state-licensed counselors.

Who is eligible to use EAP services?
Employees, their spouses, dependents, and others living in the household are all eligible.
Other eligibility conditions:

• Should your employment end for any reason, you have up to 30 days from your last day of work to schedule an appointment with the EAP and be eligible for the full amount of allotted sessions.
• A non-marital partner may initiate services and be seen independently within 30 days of leaving the employee’s household.

What about the cost?
Your company pays for the EAP. You will not be charged for the initial assessment and short-term counseling. If a referral is made, and you need further counseling or resources, the referral will be to agencies that may be covered by your insurance or based on your ability to pay. You may be responsible for any costs not covered by insurance.

Is the information I discuss confidential?
All discussions with counselors are strictly con􀂿dential. Information will not be released to anyone, including your employer, without your written permission, and using the EAP will not become part of personnel or medical records. Special care is taken to protect your privacy. The only exception is in a life-threatening situation or where required by law.

How do I access this service?
It’s easy! Just call 920.749.2390 or 800.236.3666 and you will reach an EAP client service representative. They will ask you for some basic information such as your name, phone number, the company that provides your EAP bene􀂿t and the nature of your call. They will schedule an appointment for you, or connect you to the most appropriate person.

What if I am looking to talk to a counselor outside of normal office hours?
In the case of urgent matters outside of normal EAP business hours, just call 800.236.3666. When prompted, press “0” and your call will be transferred to a counselor.

Is the EAP available to me no matter where I live?
Absolutely! We contract with providers throughout the U.S. Simply call 800.236.3666 for assistance.

If I’m having a problem at work, can the EAP help?
Absolutely. Anything that is distracting you from being productive, happy and healthy is appropriate for the EAP. The program is designed to address not only personal issues, but also situations that develop at work as well.

How is the EAP different than counseling I have access to through my health insurance plan?
The EAP provides counseling resources for most any situation (marital, grief and loss, family, work related, self-improvement, etc), whereas health insurance plans may have limited forms of counseling covered in the plan. Also, your EAP benefit is unique in that it: covers others
living in your household; provides counseling sessions free of charge; is completely con􀂿dential; and is an information and referral resource to community programs.

What if I don’t feel my counselor is a good match?
We want you to feel comfortable and safe with your counselor for a better, quicker result. If you don’t feel you have a good match with your counselor, please let us know and we can set you up with someone else.

Because my employer pays for the service, do they have a right to know who uses the EAP?
Absolutely not. Employees/clients are protected by state and federal con􀂿dentiality laws. The only information your company receives is a statistical report on a quarterly basis. This report does not identify individuals, gender, or dates used.

Does the EAP only offer counseling?
No. In addition to counseling, the EAP provide information and referral services to a number of community resources, including self-improvement, legal, financial, childcare and more.

Can I still use the EAP if my employment ends with my current employer?
Yes. You have up to 30 days from your last day of work to schedule an appointment with the EAP.
If you have any further questions regarding your EAP benefit, please call 920.749.2390 or 800.236.3666.

What is ThedaCare At Work Employee Assistance Program?
ThedaCare At Work is a non-pro􀂿t organization providing quality, caring and compassionate EAP services since 1974. The goal is to empower employees and their families to live healthier, fuller, and happier at work and at home.

What exactly is an Employee Assistance Program (EAP)?
An EAP is an employee benefit sponsored by your employer. It is designed to assist employees and their families in identifying and resolving personal issues and concerns. The program’s goal is to keep valuable employees healthy, happy and productive through prevention, early intervention and brief solution-focused assistance. All services are professional and confidential.

Why should I use this program?
Because life is stressful and sometimes overwhelming. To experience personal crisis or emotional turmoil is daunting and can be damaging to the point of interfering with varying areas of life, including work. An EAP counselor is specifically trained to help, and is someone who can ease the burden and concerns you have. Sometimes all it takes is someone to listen. Other times, it may take some added resources. But in all cases, the goal is to get you through your personal situations so you can be a happy, healthy, productive person again.

How do I make an appointment?
Simply call and identify yourself as an employee (or family member living in the employee’s household) of the contracted company. We will schedule you with a qualified EAP provider in your area. Appointments are typically 50 minutes in length. Please Note: If you are unable to attend an appointment, please call at least 24 hours in advance to cancel. Failure to do so may result in a deduction of a session.

What will happen during the appointment?
During your initial session, a professional counselor will assist you to identify and evaluate your concern(s). You’ll discuss possible solutions and you’ll be given recommendations on how to reach those solutions. In some cases, the EAP can deal with your situation in a few sessions. In other cases, a referral will be made to the appropriate resource for additional help.

Investing in Your Future

Your Plan

The Appleton Area School District has a retirement savings plan called the 403(b) Plan. It's a way for you and other employees to save money for when you retire, and it comes with tax benefits. The amount you'll get in the future depends on the money you choose to set aside from your salary, plus any earnings. You become fully entitled to your contributions right away. It's your decision whether you want to be part of the plan or not.

Even though the District offers the plan, it's not directly managed by them under the Employee Retirement Income Security Act of 1974 (ERISA). So, ERISA rules don't apply to the Plan and the District in this case.

Tax Treatment

The District wants to make sure that the Plan qualifies for special tax treatment under a section of the Internal Revenue Code (IRC) known as §403(b). You have two options for setting aside a part of your current pay through salary deferral: you can contribute either through pre-tax 403(b) deferrals or Roth after-tax 403(b) deferrals.

Pre-tax Deferrals 

Because you do not have to pay taxes on the amount you contribute to a 403(b) plan for the year in which you contribute to the plan, investing in a 403(b) plan can lower your overall tax burden-at least in the present. You can defer the income tax on your contributions until you begin making withdrawals from your account-typically when you retire.

The earnings on your account also grow tax-free until withdrawal. Contributions to the 403(b) Plan are reported annually on your W-2 Forms but are not included in income subject to taxation. Your 403(b) contributions are deducted from your gross salary and income taxes are calculated on your remaining pay.

Roth after-tax deferrals With Roth deferrals you must pay current income tax on your deferral contribution. This means that the amount you defer under the Roth portion of the 403(b) Plan is subject to income taxes in the year of the deferral, but the deferral amount and its earnings are distributed to you tax-free if certain conditions are met.

These conditions are met if you follow the distribution rules of the Plan and at least 5 years have passed between your first Roth deferral and the date of your first distribution, and you are at least age 59 ½.

As described below, there are legal restrictions that limit how much you can contribute to the Plan each year. Someone from the District may need to ask you for information to show that your contributions are within these limits. You should consult with your own investment, tax and/or legal advisor about the ability to participate in the Plan. The District cannot provide you with this type of advice.

Participation

Every District employee is eligible to participate in the Plan, except (a) non-resident aliens, (b) those who do not have sufficient income to be eligible to contribute at least $200 per year, or (c) those who regularly work under 20 hours per week for the District.

To participate, you need only:

1. Fill out a Salary Reduction Agreement and

2. Select the investment desired from a variety of mutual funds, from the list of District approved vendors. Employees are limited to changing their salary reduction amount to a maximum of three (3) changes per calendar year. However, you may cease contributions at any time. 

Salary Reduction Agreements

To participate in the Plan (or to change an existing contribution election), you must provide the District with a signed Salary Reduction Agreement. You must choose the whole dollar amount that you wish to contribute each payroll period. The Agreement must be signed by you and returned to the District before the start of the payroll period when your election or change will become effective.

Vendors

You can invest your deferral monies in a variety of different investment options. The Vendors through which the investment vehicles are available are approved by the District. You may only invest deferral monies with Vendors who have agreed by contract to conduct business with the District and the Plan. These Vendors are listed on the Approved Vendor List available from the District Office. Note: you will not be permitted to transfer assets to accounts of Vendors outside of the Plan: only those transfers- received by District -Approved Vendors will be permitted.

Approved Vendors

• American Century Investments
• Ameriprise Financial*
• Oppenheimer Funds Inc./Invesco
• Pension, Inc. / Appleton Group
• Thrivent Financial for Lutherans*
• WEA

* Note: Companies that do not currently offer Roth 403(b) options.

Contributions and Limitations

While you may choose how much of your salary you wish to contribute to the Plan, your contribution must comply with all of the following legal limitations: 

Annual Deferral Limitation

• The first limitation applies to your elective deferrals (both pre-tax and Roth added together) from your salary to this Plan. Elective deferrals are contributions that you make instead of receiving all of your pay at that time. The elective deferrals under this Plan are not considered in conjunction with deferrals you make under a 457(b) Plan. 

• For the 2024 tax year, all of your elective deferrals to this and all other plans (including SIMPLE plans, 401k plans, and other 403b plans) cannot exceed $23,000 per calendar year (unless you qualify for one of the catch-up contributions described below). This limit will be adjusted annually thereafter by the IRS.

Special Catch-up Contribution

If you’ve worked for the District for at least 15 years and haven’t contributed all of the excess contributions available under this special catch-up provision, you can elect to make "catch-up" contributions, in addition to the salary deferrals you may otherwise be eligible to contribute. 

The following summarizes the rules that apply to "catch-up" contributions:

Catch-up Limitations (as of January 1, 2024)

Increase above the $23,000 limit is the lesser of:

• $3,000; or
• $15,000 minus your prior “catch-up” contributions; or
• $5,000 times your years of service with the District minus the prior year’s elective deferrals of the employee

"50 and over" Catch-up Contribution

A participant age 50 or over (by the end of the calendar plan year) may defer additional amounts to the Plan as an additional "catch-up" contribution. For 2024, the additional catch-up contribution is $7,500. (This means the total deferral contribution limitation for 2024 is $30,500 for those over 50. Note: If you are eligible to elect the Special Catch-up and the 50 and over Catch-up, the Special Catch-up contribution must be utilized first. 

Distributions

The law restricts the times when distributions are permitted from your accounts under the Plan.

• You may receive a distribution only if: 

• You reach age 59 ½;

• Retire or sever employment*;

• Die - your beneficiary will have a right to distribution;

• Become disabled

*The IRS requires complete severance from the District upon retirement, which means that if you are rehired by the District after you have retired, you must stop receiving distributions from your account during the time you are employed by the District after retirement unless you are age 59 ½ or over.

Taxes and Penalties 

You will be taxed on your Pre-tax accounts upon distribution. The IRS will also assess a 10% penalty for early withdrawal. In other words, your distribution will incur the penalty unless you: 

• Are age 59½;

• Retire or sever employment at age 55 or later; or

• Die/become disabled.

Your Roth account distributions may be withdrawn tax-free and penalty-free as long as the IRS' conditions described in this document are met. 

Hardship Withdrawals 

The Plan does not permit hardship withdrawals to be taken from Participant accounts. 

Loans 

The Plan does not permit loans to be taken from Participant accounts. 

Contact

For more information and forms, please call (920) 852-5305.

CAUTION: This information summarizes the terms of the District's 403(b) Plan and the Internal Revenue Code as of January 1, 2024, and is not to be constructed as legal, tax, or investment advice. This information cannot and does not, alter the terms of the Plan or the law. Changes in the Plan or the law hereafter may change this summary. Please consult with your accountant for additional information.

Your Plan
Employees of the Appleton Area School District have the option to take part in the Wisconsin Deferred Compensation Plan (the "Plan"). It's completely your decision if you want to join or not. The Wisconsin Department of Employee Trust Funds ("ETF") oversees and ensures the Plan follows the rules outlined in Internal Revenue Code §457(b). It's important to note that the Plan is not set up or managed by the District under the Employee Retirement Income Security Act of 1974 (ERISA). As a result, the Plan and the District are not bound by the rules of ERISA.

Tax Treatment
The ETF, not the District, is responsible for maintaining compliance with §457(b). If the Plan maintains its tax-preferred status, you will not pay income tax on the money that you elect to save or on your investment earnings until you take your money out of the Plan.

Contributions to the 457(b) Plan are reported annually on your W-2 forms, but are not included in income subject to taxation. Your 457(b) contributions are deducted from your gross salary and income taxes are calculated on your remaining pay.

As described below, there are legal restrictions that limit how much you can contribute to the Plan each year. Someone from the District may need to ask you for information to show that your contributions are within these limits.

You should consult with your own investment, tax and/or legal advisor about the ability to participate in the Plan. The District cannot provide you with this type of advice.

Participation
If you want to be part of the Plan or make changes to your contribution, you need to fill out and sign a Salary Reduction Agreement, indicating the specific dollar amount you want to contribute per payroll period. Make sure to return the signed agreement to the District before the beginning of the payroll period when you want the changes to take effect. If you decide to stop contributing or make any changes, you must also provide written notice using a Salary Reduction Agreement.

Additionally, the Wisconsin Department of Employee Trust Funds (ETF) will need you to complete extra paperwork to participate in the Plan, and you can find more information at www.wdc457.org.

Salary Reduction Agreements
To participate in the Plan (or to change an existing contribution election), you must provide the District with a signed Salary Reduction Agreement. You must choose the whole dollar amount that you wish to contribute each payroll period. The Agreement must be signed by you and returned to the District before the start of the payroll period when your election or change will become effective.

Vendors
The Wisconsin Department of Employee Trust Funds (ETF) is responsible for choosing the investment options available in the Plan. These options cover a range from conservative to aggressive. You have the flexibility to decide which approved Vendor and investment options you want to go for. However, it's important to note that Vendors must agree to specific limitations set by both ETF and the District. For more details on investment choices and Vendors, you can find additional information on www.wdc457.org through ETF.

Contributions and Limitations
While you may choose how much of your salary you wish to contribute to the Plan, your contribution must comply with all of the following legal limitations:

Annual Deferral Limitation

• The first limitation applies to all of your elective deferrals from your salary to this Plan. Elective deferrals are contributions that you make instead of receiving all of your pay at that time. The elective deferrals under this Plan are not considered in conjunction with deferrals you make under the 403(b) Plan of the District.
• For the 2024 tax year, all of your elective deferrals to this and all other plans (except the 403(b) Plan of the District) cannot exceed $23,000 per calendar year (unless you qualify for one of the catch-up contributions described below). This limit will be adjusted annually thereafter by the IRS.

“Last Three-Year” Catch-Up Contribution
You may be eligible to contribute more than the annual deferral limit described above. For any one or more of your last three (3) taxable years before your normal retirement age, you may make additional contributions to the Plan. The amount of additional contributions will be the lesser of:

• two times the amount of elective deferrals allowed; or
• the amount of the elective deferral allowed plus any portion of the elective deferral that was allowed but which you did not contribute.

Example: If you are within three years of your normal retirement age, you may use a special catch-up contribution, which allows you to save an additional $23,000. This allows you to save a total of $46,000 in 2024.

“50 and Over” Catch-Up Contribution
A participant age 50 or over (by the end of the calendar plan year) may defer additional amounts to the Plan as an additional "catch-up" contribution. For 2024, the additional catch-up contribution is $7,500. (This means the total deferral contribution limitation for 2024 is $30,500 for those over 50).

Note: This adjustment does not apply in any year in which the participant utilizes the "Last Three-Year" Catch-Up described above. If you are eligible for both Catch-Up contributions, you may only use the one that provides the greater deferral opportunity. You should work with ETF and your own advisor to determine which deferral adjustment to utilize. ETF also establishes its own rules to comply with these limitations and certain state law requirements.

Distributions
You will be eligible for distributions from the Plan under the following circumstances:

• Severance of employment with the District
• Attainment of age 70 ½; or
• In the event of financial hardship due to an Unforeseeable Emergency

Hardship Withdrawal
In the event of an Unforeseeable Emergency (as defined below), a Participant or Beneficiary may request a distribution of his or her benefits at any time.

Benefits paid under a hardship withdrawal shall be limited strictly to the amount necessary to meet the Unforeseeable Emergency constituting financial hardship. Such a financial hardship must first be relieved by:

1. reimbursement from insurance;
2. liquidation of Participant's assets not held in the Plan; or
3. by cessation of deferrals under the Plan

A Participant's deferrals will automatically be terminated upon approval of a hardship withdrawal and the Participant must wait six months before re-enrolling in the Plan. For more information about what constitutes an unforeseeable emergency, please contact the District or ETF.

Contact
For more information and forms, please call (920) 852-5306.

CAUTION: The information summarizes the terms of the District's 457(b) Plan and the Internal Revenue Code as of January 1, 2024, and is not to be constructed as legal, tax, or investment advice. This information cannot and does not, alter the terms of the Plan or the law. Changes in the Plan or the law hereafter may change this summary. Please consult with your accountant for additional information.

Edvest At Work is a financial wellness benefit designed to help your employees save for their children’s or grandchildren’s higher education, minimize student loan debt and build a skilled Wisconsin workforce.

With low fees, unique tax benefits and payroll direct deposits to an Edvest 529 account, Edvest At Work offers your employees one of the most effortless ways to help achieve their college savings goals.

Learn more.

The Department of Employee Trust Funds oversees and manages retirement, insurance, and other benefit  programs for state and local government employees and retirees. This includes a strong public pension system  to help provide retirement security to over 640,000 current and former state and local government employees.

Visit ETF online at etf.wi.gov for detailed WRS benefits information, forms and publications, benefit calculators, educational videos, email, and other resources.

Benefits for Appleton Area School District

Disability Benefits

If you become disabled while working for a Wisconsin Retirement System employer, you may be eligible to receive WRS disability benefits that will give you income for the time you are unable to work (short-term or long-term). Learn more.

Wisconsin Deferred Compensation Program

The Wisconsin Deferred Compensation Program is an optional, supplemental retirement savings plan. The plan allows you to save money directly from your paycheck for retirement, and offers tav benefits and different investment options. Learn more.

WRS Retirement Benefit

The WRS Retirement Benefit is a pension plan that is intended to provide you with a lifetime reitrement payment. It offers a retirement benefit based on a defined contribution plan and a defined benefit plan. Learn more.