Working in North Carolina Public Schools

Graham County Schools 2015-2016

A Look at Employee Benefits

Superintendent’s Message As an employee of the State of North Carolina and the Graham County Board of Education, several benefits are available to you. This handbook summarizes your benefits and hopefully, will serve as a resource document to provide you with an awareness and knowledge of these benefits. The complete North Carolina Benefits manual is available online at: http://www.ncpublicschools.org/docs/humanresources/district-personnel/keyinformation/employee-benefits.pdf In addition to the information on your benefits, this handbook contains summaries of and references to important policies and other information affecting you as a Graham County Schools’ employee. A complete manual of all policies are available for your convenience in each school office, the central office and on the LEA website. For more information, please contact our staff at the central office. We are always willing to help you to understand your employment benefits.

Thanks for all that you do for our community, Angie Knight

A Look at Employee Benefits

Introduction ............................................................................................................................................... 1 Compensation ........................................................................................................................................... 1 Salary ........................................................................................................................................................... 1 National Board Certification...................................................................................................................... 2 Mentor Teacher........................................................................................................................................... 2 Longevity Pay .............................................................................................................................................. 2 Years of State Services................................................................................................................................ 2 Earned Leave............................................................................................................................................... 2 Annual Leave............................................................................................................................................... 2 Annual Leave Earning Rate ....................................................................................................................... 3 Extended Sick Leave ................................................................................................................................... 3 Voluntary Shared Leave............................................................................................................................. 3 Holiday Leave .............................................................................................................................................. 4 Personal Leave ............................................................................................................................................ 4 Compensatory Leave .................................................................................................................................. 4 Employment Conditions ............................................................................................................................. 4 Equal Access ................................................................................................................................................ 4 Working Conditions.................................................................................................................................... 4 Initial Licensure Program .......................................................................................................................... 5 Evaluations .................................................................................................................................................. 5 Professional Development .......................................................................................................................... 8 Beginning Teacher Support Program ....................................................................................................... 9

A Look at Employee Benefits Exit Interviews ............................................................................................................................................ 9 Special Leave ............................................................................................................................................... 9 Jury Duty ..................................................................................................................................................... 9 Court Attendance ........................................................................................................................................ 9 Parental Leave........................................................................................................................................... 10 Family Medical Leave Act........................................................................................................................ 10 Military Leave ........................................................................................................................................... 10 Leave of Absence Without Pay ................................................................................................................ 10 Insurance ................................................................................................................................................... 10 State Health Plan....................................................................................................................................... 10 Health Examinations ................................................................................................................................ 10 Disability Income ...................................................................................................................................... 11 Unemployment Insurance ........................................................................................................................ 11 Workers' Compensation ........................................................................................................................... 11 Episode of Violence ................................................................................................................................... 11 Retirement ................................................................................................................................................. 12 Retirement ................................................................................................................................................. 12 Supplemental Retirement Plans .............................................................................................................. 12 Social Security ........................................................................................................................................... 12 Weather Policy .......................................................................................................................................... 14 Graham County Board Of Education Policies ....................................................................................... 15 Cell Phone Policy……………………………….………………………………………………………………...………….15

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Introduction This publication summarizes benefits generally available to state-paid public school employees and most federally paid and locally paid personnel. It does not contain the detailed regulations governing the various benefit programs. Contact the agencies administering these programs to obtain the official regulations or see the North Carolina Benefits and Employment Policy Manual online at http://www.ncpublicschools.org/benemanual/. Job classification, years of service, full-time or parttime employment, source from which salaries are paid and the number of months worked each year determine the kinds and levels of benefits available. Local personnel directors can provide more detailed information regarding local benefits and compensation.

Compensation Salary

Salary Option Ten or Twelve Month Salary Option: Graham County teachers (except term or interim teachers) who are employed for the ten month term have the option of receiving their salary on a ten month or twelve month basis. Employees must sign up prior to the first workday of the new school year to be paid on a twelve-month basis.

Payroll Deductions (Mandatory) *All full-time employees are required to use direct deposit for salary checks. All employees will be required to have deductions from their monthly salary as required by law as follows: Federal Social Security (FICA): Federal Social Security coverage is automatic for all employees in the Graham County Schools. The amount is determined according to law. Federal Withholding Tax: Federal Withholding Tax deductions shall be made according to a schedule prepared by the Treasury Department and the amount deducted shall be based upon the number of exemptions claimed by the employee.

Teachers and other licensed staff (e.g. media specialists, psychologists, audiologists, speech-language pathologists, counselors and social workers) are paid on state-adopted salary schedules based on licensure, years of experience, and degree held. Assistant principals are paid on a state-adopted salary schedule based on licensure, years of experience, and degree held. Principals are paid on a state-adopted salary schedule based upon years of experience in education, years as a school administrator, and number of state-funded teachers supervised. Salaries for all other public school employees are determined by the position. Contact the local personnel office of the school system to obtain salary information.

State Income Withholding Tax: The amount withheld shall be determined according to a schedule prepared by the state, which takes into consideration the amount of salary and the number of exemptions claimed. Retirement: The employee and the State pay the cost of providing for retirement benefits. The employee share is automatically deducted from each check.

Payroll Deductions (Voluntary) Voluntary deductions include the following: Credit Union: Payroll deductions to the Credit Union are available. Arrangements are made by contacting the Credit Union Office at (828) 479-8576

2 Tax Sheltered Annuity: Participation in a Tax Sheltered Annuity Program is available whereby payment of income tax may be deferred on money saved for retirement purposes through the program. For more information contact the central office.

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Health Insurance: Health insurance premiums are deducted on the basis of the type of coverage requested by the individual (employee/family, individual, employee/child, employee/spouse). The employer pays individual coverage if the employee opts for a 70/30 plan. The employee pays a monthly fee for all other plans.

3.

Graham County Board of Education offers a cafeteria benefits plan. This plan is administered by Colonial Life & Accident Insurance Company and offers employees an opportunity to save money by paying for uncovered medical bills, day care expenses, and dental, vision, and cancer insurance with pretax dollars. Additional information on this program may be obtained from the Central Office.

2.

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assigned to a newly licensed teacher who has less than 6 months of teaching experience, or assigned to a teacher in their second year of teaching and who qualified for a paid mentor during the previous year, or assigned to a first year instructional staff member who has not previously been a teacher, or assigned to a teacher in their second year who has 1 year or less of teaching experience out of state, in a private, or in a charter school

Cafeteria Benefits Plan-The

*Other additional benefits plans are available. Please contact Central Office staff.

National Board Certification Teachers are encouraged to become certified by the National Board for Professional Teacher Standards (NBPTS). Certification by the NBPTS results in a 12% salary increase. To learn more about NBPTS contact the Teacher Education Section of the Division of Human Resource Management at 919807-3309 or visit the web at http://www/ncpublicschools.org/nbts. The National Board for Professional Teaching Standards can be reached at 1-800-228-3224 or visit their web page at http://www.nbpts.org Mentor Teacher Mentor teachers are assigned to provide support and assistance to initially licensed teachers. Mentors may receive a stipend, if funds allow. To qualify, a mentor must be:

Longevity Pay Permanent 12 full-time employees receive annual longevity payments after completing 10 years of qualifying state service. Longevity payments are made no later than the end of the month following the person's anniversary date. Teachers and instructional support staff no longer earn longevity benefits. The General Assembly incorporated these funds into the salary schedules to provide higher salaries at each step. The table below reflects the longevity rates. Longevity Rates – 12 Month Employees Years of State Services

Longevity Pay Rate

10 but not less than 15

1.50%

15 but not less than 20

2.25%

20 but not less than 25

3.25%

25 or more years

4.50%

Earned Leave Annual Leave Permanent full-time and part-time employees earn annual leave. To earn annual leave in a given month, employees must be working or on paid leave during one-half or more of the workdays in a monthly pay period. Eligible part-time permanent employees earn leave equal to their percentage of full-time employment. State regulations and policies established by local school systems govern when annual leave may be taken. Unused annual leave can be accumulated and a maximum of 30 days carried forward to the next fiscal year, which begins on July 1st. On June 30th of each year, any accumulated days of annual leave in excess of 30 days are converted to

3 sick leave days. Teachers with accumulated annual leave days in excess of 30 that are attributable to attending required workdays and who did not have the opportunity to use all of their vacation leave earned during the school calendar may opt to be paid for some of these days. When employees transfer among local educational agencies, annual leave will also be transferred. Annual leave may be transferred to a state agency if that agency is willing to accept it. Employees leaving the public schools will be paid for up to 30 days of accumulated leave. In case of death, the employee's estate will receive payment for any accumulated vacation leave up to 30 days.

An employee who is out more than 2 consecutive days may be asked to produce a doctor’s excuse. Sick leave may be accumulated indefinitely and is transferable among local school systems, and may be transferred to a state agency, community college or technical institute if the receiving agency is willing to accept the leave. Upon retirement accrued Sick leave may be applied toward creditable state service. If an employee separates from service prior to retirement, sick leave will be held for 60 months.

Annual Leave Earning Rate

Extended Sick Leave

Years of State Services

Days earned per Month

0 – 5 years

1.17

5 but less than 10 years 10 but less than 15 years 15 but less than 20 years 20 years or more

1.42 1.67 1.92 2.17

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Medical appointments.

Classroom teachers are provided up to 20 days each year of extended sick leave, less a $50 per day deduction to help defray the cost of substitutes. Extended sick leave may be used for personal illness, personal injury, or other personal temporary disability. Extended sick leave can only be used after all sick leave, personal leave and available annual leave have been exhausted. Unused extended Sick leave does not carry forward to subsequent school years. Voluntary Shared Leave Voluntary shared leave is intended to provide economic relief for employees who face financial hardship due to a prolonged absence or frequent short-term absences caused by a serious medical condition. Voluntary shared leave may also be used during the required waiting period for short-term disability. An employee who is receiving benefits or is eligible to receive benefits from the Disability Income Plan is not eligible to receive donated leave.

Sick Leave Permanent full-time and part-time employees who are working, or are on paid leave for one-half or more of the workdays in a monthly pay period, earn sick leave at the rate of one day per month. Eligible permanent part-time employees earn sick leave equal to their percentage of full-time employment. Sick leave may be granted for the following: 1.

Personal illness, injury, or other temporary disability, or

2.

Illness in the employee's immediate family that necessitates the employee's attendance, or

3.

Death in the immediate family, or

Permanent full-time and part-time employees are eligible to receive donated leave. The employee must exhaust available sick leave and vacation leave before using donated leave. Employees who are approved by their superintendent to receive donated leave may receive annual vacation leave from any employee in their own school system. With the approval of the superintendent, annual vacation leave and/or sick leave may be received from an immediate family member in any school system or state agency. (For more information on voluntary shared leave, see the Benefits Manual section 04.3 at http://www.ncpublicschools.org/benemanual). Public school employees cannot donate or receive leave from employees or family members in

4 community colleges institutions or in county agencies of mental health, public health, social services or emergency management.

Holiday Leave

employer prior to the performance of the work. Compensatory time off is calculated at the rate of one and one-half hours for each hour of overtime worked. Compensatory leave may be accumulated to a maximum of 240 hours. When the maximum is reached, additional overtime work must be paid. If a nonexempt employee terminates employment, he/she must be paid for any unused compensatory leave.

Employment Conditions Equal Access Twelve-month employees normally observe 11 holidays per year. Ten-month employees normally observe 10 holidays per year. When Christmas falls on a Tuesday, Wednesday, or Thursday an additional day of holiday leave is provided. Local boards of education determine when holidays are scheduled. Most local boards of education incorporate the holiday schedule adopted for state employees when developing the school calendar. To view the holiday schedule for state employees, visit http://www.osp.state.nc.us/quick.htm.

Personal Leave Teachers in permanent positions earn two days of personal leave during the ten-month school term (.2 days per month). When used, a salary deduction of $50 per day is assessed. These days can be accumulated to a maximum of seven days and are transferable among school systems. On June 30 of each school year, all days in excess of 5 will convert to sick leave. Personal leave cannot be advanced and is granted upon authorization of an employee's immediate supervisor. This type of leave is not normally provided on the first day of school, a required teacher workday, or the last day before or the next working day after a holiday or scheduled vacation day. In special situations, supervisors may approve leave, which does not conform to these stipulations.

Compensatory Leave Only employees classified as nonexempt under the Fair Labor Standards Act (FLSA) who work more than 40 hours in a workweek are eligible for overtime pay. Compensatory time off in lieu of overtime pay may be given if agreed to by the employee and

In accordance with 29 U.S.C. 794 (section 504, Rehabilitation Act of 1973), no employee shall be discriminated against in recruitment, employment, promotion, training or transfer solely because of his / her handicapping condition or based on age, gender or racial factors. Reasonable modifications in scheduling and allocation of duties, not directly affecting the instructional program, shall be made to accommodate employment conditions for documented needs of handicapped employees. Barrier –free access to school facilities shall be provided to the extent that no handicapped employee is denied an opportunity to participate in a district program available to nonhandicapped employees. A complaint regarding policies, work environment or facilities shall be governed by due process rules and a conflict resolution process established by the Graham County Board of Education. Please contact Graham County Schools Central Office 504 designee to enter complaints or grievances regarding the above issue.

Working Conditions The 1999 session of the North Carolina General Assembly passed legislation ensuring novice teachers the opportunity to learn and grow professionally during their initial certification period. Job assignments of initially licensed teachers should be in their area of licensure, mentors are provided, and orientation is given that includes state, district and school expectations. In addition, teachers with initial certification are not to be assigned extracurricular activities unless they request the assignments in writing. The local board of education determines what activities fall into the categories of extracurricular and non-instructional. Local boards of education have the ability to temporarily suspend the rules and policies relating to non-instructional duties and extracurricular activities for individual schools for a compelling reason.

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Initial Licensure Program The Initial Licensure Program is a three-year program designed to provide beginning teachers direction, support, and feedback during their first years in the classroom. Teachers with three or more years of appropriate experience, student service personnel, administrators, and curriculuminstructional specialists do not participate in the Initial Licensure Programs.

Evaluations

Teacher Evaluation Process The intended purpose of the North Carolina Teacher Evaluation Process is to assess the teacher’s performance in relation to the North Carolina Professional Teaching Standards and to design a plan for professional growth. The principal or a designee (hereinafter “principal”) will conduct the evaluation process in which the teacher will actively participate through the use of self-assessment, reflection, presentation of artifacts, and classroom demonstration(s). A local board shall use the North Carolina Professional Teaching Standards and North Carolina Teacher Evaluation Process unless it develops an alternative evaluation that is properly validated and that includes standards and criterial similar to those in the North Carolina Professional Teaching Standards and North Carolina Teacher Evaluation Process.

Process The North Carolina Teacher Evaluation Process shall include the following components:

Component 1: Training

Before participating in the evaluation process, all teachers, principals and peer evaluators mush complete training on the evaluation process.

Component 2: Orientation Within two weeks of a teacher’s first day of work in any school year, the principal will provide the teacher with a copy of or directions for obtaining access to a copy of: A. The Rubric for Evaluating North Carolina Teachers; B. This policy: and C. A schedule for completing all the components of the evaluation process. D. Copies may be provided by electronic means.

Component 3: Teacher SelfAssessment Using the Rubric for Evaluating North Carolina Teachers, the teacher shall rate his or her own performance at the beginning of the year and reflect on his or her performance throughout the year.

Component 4: Pre-Observation Conference Before the first formal observation, the principal shall meet with the teacher to discuss the teacher’s self-assessment based on the Rubric for Evaluating North Carolina Teachers, the teacher’s most recent professional growth plan, and the lesson(s) to be observed. The teacher will provide the principal with a written description of the lesson(s). The goal of this conference is to

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prepare the principal for the observation. Pre-Observation conferences are not required for subsequent observations.

Component 5: Observations A. A formal observation shall last at least forty-five minutes or an entire class period B. Probationary Teachers 1. The principal shall conduct at least three formal observations of all probationary teachers. 2. A peer shall conduct one formal observation of a probationary teacher. C. Career Status Teachers 1. Career teachers shall be evaluated annually, unless the LEA establishes a different evaluation cycle for career teachers. 2. During the year in which a career status teacher participates in a summative evaluation, the principal shall conduct at least three observations, including at least on formal observation During observations, the principal and peer (in the case of a probationary teacher) shall note the teacher’s performance in relationship to the applicable Standards on the Rubric for Evaluating North Carolina Teachers.

Component 6: Post-Observation Conference The principal shall conduct a postobservation conference no later than ten school days after each formal observation.

During the post-observation conference, the principal and teacher shall discuss and document on the rubric the strengths and weaknesses of the teacher’s performance during the observed lesson.

Component 7: Summary Evaluation Conference and Scoring the Teacher Summary Rating Form Prior to the end of the school year and in accordance with the LEA timelines, the principal shall conduct a summary evaluation conference with the teacher. During the summary evaluation conference, the principal and the teacher shall discuss the teacher’s self-assessment, the teacher’s most recent Professional Growth Plan, the components of the North Carolina Teacher Evaluation Process completed during the year, classroom observations, artifacts submitted or collected during the evaluation process and other evidence of the teacher’s performance on the Rubric. At the conclusion of the North Carolina Teacher Evaluation Process, the principal shall: A. Give a rating for each Element in the Rubric; B. Make a written comment on any Element marked “Not Demonstrated”; C. Give an overall rating of each Standard in the Rubric; D. Provide the teacher with the opportunity to add comments to the Teacher Summary Rating Form;

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E. Review the completed Teacher Summary Rating Form with the teacher; and F. Secure the teacher’s signature on the Record of Teacher Evaluation Activities and Teacher Summary Rating Form.

Component 8: Professional Development Plans Individual Growth Plans Teachers who are rated at least “Proficient” on all the Standards on the Teacher Summary Rating Form shall develop an Individual Growth Plan designed to improve performance on speciafically identified Standards and Elements. Monitored Growth Plans A teacher shall be placed on a Monitored Growth Plan whenever he or she: A. Is rated “Developing” on any Standard on the Teacher Summary Rating Form; and B. Is not recommended for dismissal, demotion or nonrenewal. A Monitored Growth Plan shall, at a minimum, identify the Standards and Elements to be improved, the goals to be accomplished and the activities the teacher should undertake to achieve Proficiency, and a timeline which allows the teacher one school year to achieve Proficiency. A Monitored Growth Plan that meets those criteria shall be deemed to satisfy the requirements of N.C. Gen. Stat. 115C-333 (b).

Directed Growth Plans A teacher shall be placed on a Directed Growth Plan whenever he or she: A. Is rated 1. “Not Demonstrated” on any Standard on the Teacher summary Rating Form; or 2. “Developing” on one or more Standards on the Teacher Summary Rating Form for two sequential years; and B. Is not recommended for dismissal, demotion or nonrenewal. The Directed Growth Plan shall, at a minimum, identify the Standards and Elements to be improved, the goals to be accomplished, the activities the teacher shall complete to achieve Proficiency, a timeline for achieving Proficiency within one school year or such shorter time as determined by the LEA. A Directed Growth Plan that meets those criterial shall be deemed to satisfy the requirements of N.C. Gen. Stat. 115C-333(b). Component 9: Effective Dates and Effective Licensing and Career Status Effective with the 2008-2009 school year, LEAs may evaluate teachers using this policy. Effective with the 2010-2011 school year, all teachers in North Carolina will be evaluated using this policy unless a local board develops an alternative evaluation that is properly validated and that includes standards and criteria similar to those in the North Carolina Professional Teaching Standards and North Carolina Teacher

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Evaluation Process in which case the local board shall use that instrument.

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Beginning Teachers Effective 2010 – 2011, beginning teachers must be rated “Proficient” on all five North Carolina Professional Teaching Standards on the most recent Teacher Summary Rating Form in order to be eligible for the Standard Professional 2 License.

Probationary Teachers Effective 2010 -2011, a principal must rate a probationary teacher as “Proficient” on all five North Carolina Professional Teaching Standards on the most recent Teacher Summary Rating Form before recommending that teacher for career status.

Classified Employees Employees are evaluated at least once annually. Evaluations are conducted by the immediate supervisor with copies available for the employee and supervisor. A copy is kept in the Employees Personnel file at the school and at the Central Office.

Professional Development To Be "Professional Development,'' activities must be consistent with principles in **ESEA section 9101(34), i.e., among other things: 

Grounded in scientifically based research and focus on improving student academic achievement:

  

Not 1-day or short-term meetings and conferences but rather activities that are high quality, sustained, and intensive. Involve collaboration between teachers and administrators. Address the needs of all students. Provide training to improve classroom management. Provide training on using data and assessments to improve classroom practice and student learning.

Also, Designed to give teachers of limited English proficient children the knowledge and skills to provide instruction and appropriate language and academic support services to those children, including the appropriate use of curricula and assessments.

**Section 9101(37) of the ESEA SCIENTIFICALLY BASED RESEARCH- The term scientifically based research(A) Means research that involves the application of rigorous, systematic, and objective procedures to obtain reliable and valid knowledge relevant to education activities and programs; and (B) Includes research that (i) Employs systematic, empirical methods that draw on observation or experiment; (ii) Involves rigorous data analyses that are adequate to test the stated hypotheses and justify the general conclusions drawn; (iii) Relies on measurements or observational methods that provide reliable and valid data across evaluators and observers, across multiple measurements and observations, and across studies by the same or different investigators; (iv) Is evaluated using experimental or quasi-experimental designs in which individuals, entities, programs, or activities are assigned to different conditions and with appropriate controls to evaluate the effects of the condition of interest, with a preference for random-assignment experiments, or other designs to the extent that those designs contain within-condition or across-condition controls; (v) Ensures that experimental studies are presented in sufficient detail and clarity to allow for replication or, at a minimum, offer the opportunity to build systematically on their findings; and (vi) Has been accepted by a peer-reviewed journal or approved by a panel of independent

9 experts through a comparably rigorous, objective, and scientific review. NOTE: Sections 2112(b)(1) and 2122(b)(1)(B) provide that Title 11, Part A- funded activities must be based on " a review of scientifically based research.''

Beginning Teacher Support Program The Beginning Teacher Support Program is designed to provide beginning teachers direction, support, and feedback during their first years in the classroom. The beginning teacher is an Initially Licensed Teacher (ILT) as well as a probationary teacher. A probationary teacher is defined as a certified employee, who has not earned career status (tenure) and whose major responsibility is to teach.

Exit Interviews As an administrative procedure any employee who resigns, or leaves the Graham County School System, is eligible for an exit interview with a member of the central office.

Guidelines for Renewal of License and Professional Development Once a continuing license is issued it is valid for a period of five years from the effective date of issuance. Holders must renew their license within each five-year period. Renewal of a license requires 8 units of CEU's (Continuing Education Units). One CEU is earned for every 10 contact hours of professional development. Any certified person in grades K-8, must have 3 CEU in Literacy, 3 CEU in their content area and 2 CEUs of General Credit (at the discretion of the LEA). All other Educators must also have 8 units of credit which include 3 CEU in their content area and 5 CEU of General Credit (at the discretion of the LEA). Graham County Schools no longer requires 1 CEU in Technology. Literacy Professional Development incorporates many skills. These skills include Reading, Writing, Speaking, Listening, And Language as defined in the ELA Common Core Standards. However, it is understood that Literacy incorporates so many more

skills. The State Board of Education includes the following as areas of Literacy:   Information Literacy  Digital and Media Literacy  Information and Technology Literacy  Visual Literacy  Civic Literacy  Financial, Economic, and Entrepreneurial Literacy  Healthy Literacy and  Environmental Literacy  Cultural Literacy  Data Literacy . The content of professional development should be grounded in scientifically based research, high quality, and focus on improving student performance. Activities accepted for renewal Credit:  College or University Courses – Transcripts are required as documentation, grade reports are not accepted  Local In-Service Courses or workshops – The Administrative unit certifies credits  Classes and workshops approved by an LEA – Documentation of Completion is provide by the agency sponsoring the activity

It is the responsibility of the licensed individual to submit completed CEU Request Forms to the Central Office. In order to receive CEU credit Documentation must be presented along with Request for CEU form.

** SEEK PRIOR APPROVAL BEFORE ASSUMING YOU WILL BE GRANTED CEU's FOR RENEWAL**

Special Leave Jury Duty When permanent school employees are absent from work to serve on a jury, no deduction is made from their regular salaries. Employees are entitled to their regular compensation plus any fees received for jury duty. Court Attendance When employees are absent from work to attend court in connection with their official duty or because

10 they were subpoenaed as a witness to a crime, no salary deduction is made. Except for travel reimbursement, any fees received in an official capacity must be returned to the local school system. If, however, an employee must be absent from work as a defendant, plaintiff, or witness in a case for personal matters, no salary is received unless the employee uses appropriate vacation leave or personal leave.

duty. Leave with pay is extended to full-time or parttime permanent school employees, normally not to exceed 15 working days during the federal fiscal year (October 1st September 30th), for training and military maneuvers. Military leave without pay can be granted for one enlistment period of active service, not to exceed five years plus 90 days.

Parental Leave

Public school employees may be granted leaves of absence without pay for periods determined by the local administrative unit. For further information, please refer to LBP-7510. This leave should be requested in advance and must comply with regulations adopted by the local school system. Local school systems will assist with the proper procedures for applying for a leave of absence.

Permanent full-time and part-time school employees may request a leave of absence using appropriate paid leave and/or leave without pay for up to one calendar year immediately following the birth or adoption of a child. The 12 months of leave may be extended for the remainder of the school year when this leave would otherwise end in the latter half of the school year.

Leave of Absence Without Pay

Insurance State Health Plan The State Health Plan administered by the State Health Benefits Office provides coverage for hospital and medical expenses. The employer pays the base amount for the individual coverage of any permanent full-time employee wishing to enroll.

Health Examinations Family Medical Leave Act The Family Medical Leave Act of 1993 provides eligible employees with family and medical leave without pay for up to 12 weeks for the birth or adoption of a child; to care for a spouse, son, daughter or parent who has a serious medical condition; or a serious health condition of the employee. During the 12 weeks, the employer paid portion of health benefits will be maintained. The employee is responsible for dependent coverage. The 12 weeks provided by FMLA are not in addition to the parental leave of absence. It is part of this leave if it is requested and approved. Special provisions in the federal legislation regarding instructional personnel should be discussed with your employer or the U.S. Department of Labor. To qualify for FMLA, employees must have worked with GCS for one full year. Military Leave Leave with pay is granted to members of reserve components of the U.S. Armed Forces for certain periods of active duty training and for state military

All public school employees upon initial employment, and those who have been separated from public school employment more than one school year shall file in the office of the superintendent, before assuming his duties, a health certificate from a physician licensed to practice medicine in the State of North Carolina. A local school board or superintendent may require a person to take a physical examination when deemed necessary. Health forms are available from the Central Office.

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Workers' Compensation Disability Income The Disability Income Plan of North Carolina provides short- and long-term disability benefits at the employer's expense for permanent employees who are members of the Teachers' and State Employees' Retirement System and whom meet certain state service requirements. With local Board approval, short-term disability benefits are available to disabled employees with at least one year of contributory retirement service earned within the 36 calendar months preceding the disability. Short-term disability benefits generally begin on the 61st day of disability and provide monthly income equal to 50 percent of one-twelfth of the annual base salary including longevity and local supplements, if any, for up to 365 calendar days subject to a monthly maximum of $3,000. The employer's part of the hospital/medical insurance is provided at the same level as during active employment provided the employee has contributed to the Teachers' and State Employees' Retirement System for five years. After exhausting short-term disability benefits, employees with at least five years of contributory retirement service earned within the 96 calendar months prior to the end of the short-term disability period may be eligible for extended short-term disability or long-term disability income benefits. In order to be eligible, the Plan's Medical Board must determine that the disability has been continuous, likely to be permanent, and incurred at the time of active employment. Long-term disability benefits continue until the end of the disability or the earliest date a person becomes eligible for unreduced retirement benefits. Benefits from the Disability Income Plan are subject to certain offsets or reductions for benefits received from other programs. The Retirement Systems Division of the Department of State Treasurer can provide more information regarding benefits provided under the Disability Income Plan.

Unemployment Insurance Public school employees are entitled to unemployment insurance. Benefit amounts are based on a percentage of a person's earnings, up to the allowable maximum.

All public school employees are entitled to receive Workers' Compensation under the North Carolina Workers' Compensation Act. Employees must have suffered an accidental injury or contracted an occupational disease in the course of employment to be eligible for medical payments, compensation for lost salary or death benefits under this program. ALL injuries shall be reported to an immediate supervisor within 5 calendar days of the incident.

Episode of Violence Any permanent full-time employee who suffers an injury or disability while engaged in the course of his or her employment can receive full salary if the injury or disability arose from an episode of violence, as defined by General Statute 115C-338, and the employee did not participate or provoke the violence. Salary compensation continues for one year, the continuation of the disability or time during which the employee is unable to engage in his or her employment because of the injury, whichever period is shortest. While receiving the benefit, an employee is not eligible to receive workers' compensation income benefits. However, the employee may receive medical, hospital, drug, and related expense payments from workers' compensation. The employee is not required to use paid leave for absences due to an episode of violence.

Retirement Benefits

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Retirement The North Carolina Teachers’ and State Employees’ Retirement System covers permanent full-time employees. Employees contribute 6 percent of their monthly salaries, and employers currently contribute 14.69 percent of employee wages to the Retirement System. Employee contributions are paid with pretax dollars, thereby reducing current state and federal income taxes. Employees who are involuntarily terminated or who resign after five or more years of Retirement System membership may withdraw their retirement contributions, plus any statutory interest earned. Persons who voluntarily resign with less than five years of membership in the Retirement System may withdraw only the funds contributed by the individual. Persons leaving public school employment may elect to leave their contributions in the Retirement System.

Some Things You Should Remember Retirement     





Plan ahead. Make an appointment with the Benefits Administrator at the Central Office 120 days prior to the planned retirement date. Fill out retirement application and insurance applications for a retired Insurance Group. You will receive a letter confirming the application has been received in Raleigh. You will receive an estimate of your monthly benefits from the Teachers and State Employee Retirement System of North Carolina and a 6-E Form, which is an election of benefits form. At this point, the employees should make an appointment with the Central Office to choose on option plan and to complete the necessary paper work. You will be required to submit a letter of resignation to the Superintendent. Retirement checks are issued on the 25th of each month from Raleigh.

Death Benefits The designated beneficiaries are entitled to receive a lump sum payment equal to the employee contributions plus interest in the member's account at the time of death. If the member dies while in active service (while being paid a salary or within 180 days from the last day of service) and if the member

designated only one principal beneficiary; has attained at least 20 years of membership service, regardless of age; or was at least age 60 with five (5) or more years of membership service, the designated beneficiary may elect, in lieu of the lump sum return of contributions plus interest, a monthly benefit for life. In addition to the return of contributions, members are covered by a death benefit if death occurs while in active service (while being paid salary or within 180 days from the last day of service) if the member has completed at least one calendar year as a member of the Retirement System. Upon the death of an active member, the beneficiary (ies) will receive a lump sum payment equal to the member's highest 12 month's salary in a row during the 24 months preceding death subject to a minimum of $25,000 and a maximum of $50,000.

Supplemental Retirement Plans State-sponsored supplemental retirement plans are available to school employees. The Deferred Compensation Plan and State 401 (K) Plan allow school employees to save for retirement through taxsheltered programs. Other plans include a 403(B) and 457 Plan. Local personnel directors can provide more information on the availability and details of these plans.

Social Security School employees are members of the federal Social Security System and both employees and employers make contributions. Benefits include retirement income, disability payments, and survivor's insurance. Social Security contributions have two parts, Social Security and Medicare. The rate for Medicare is 1.45% and is paid by employees and employers on all salaries.

Report Fraud Internal Audit and Advisory Services manages the Department of Public Instruction Fraud Hotline established by the agency as part of its ongoing fraud detection and prevention efforts. The Hotline is intended for the use of Department (public school) employees as a vehicle for reporting fraud, misuse of Department resources by vendors, contractors, grantees or Department employees, and significant violations of Department policies. Fraud is an

13 intentional act that results in the misrepresentation or misapplication of the Department’s resources or assets. The misuse of Department resources would include, for example, the use of a public school computer to run an outside business. In instances when non-Department callers use the Hotline, their complaints are also processed. Anyone suspecting fraud, waste, or abuse involving the Departments funds or programs should call or write the Hotline:  Send a message using the Hotline Form  Call the Internal Auditor at 919-807-3685  Submit a written complaint to: Internal Audit Hotline North Carolina Dept. of Public Instruction 6301 Mail Service Center Raleigh, NC 27699-6301

    

Standard test scores Pre-employment references Academic records Application forms, including New Hire and I-9 forms All other records kept about employee

None of the records will be placed in a person's personnel file without the person's knowledge. The personnel file shall be maintained in the office Central Office. For further information or regulations for inspection of your personnel file contact the Director of Human Resources at the Central Office.

Whistleblower Protection North Carolina General Statute 126-84 encourages state employees to report fraud, waste or abuse of state resources. Employees wishing to report complaints are protected from retaliation under NC General Statute 126-85.

Maintenance of Records for Certified Personnel

The Graham County Administrative School District shall maintain a personnel file for each person employed. The personnel file shall include all records and documents collected by the school system concerning the employee. The file may contain any of the following records:   

Credit Union The State Employees' Credit union is a cooperative financial institution, organized to promote thrift among its members and to provide a source of credit for worthwhile purposes at the least possible cost. It is the third largest credit union in the nation, with a membership of approximately 250,000. Membership: Any permanent employee of the State of North Carolina, and public school employees, may apply for membership by completing an application and accompanying it with the required amount to cover the purchase of the necessary shares of stock, which is $25,00. Remember that you maintain the $25.00 minimum in your share account, and this is the case even if you leave employment with the State. Some of the services provides are: • Savings Account • Checking Account • Certificates of Deposit

Evaluation reports made by administration. Commendations for and complaints against the teacher or administrator. Written suggestions for correction and improvement made by the administration.

• Individual Retirement Account • Money Market Savings Account • Share Draft • Loans

Other files may include the following:  

Teaching certificates Health certificates

• Visa Credit Cards • Payroll Deductions • Direct Deposit

14 • Money Order • Traveler's Checks • U.S. Savings Bonds • Free Notary Service • Financial Counseling Contact Your local Credit Union at 828-479-8576

Weather Policy In case of snow or bad weather, the following procedure will be followed: Selected personnel will check roads and provide input to the superintendent. Information will also be gathered from the NC Department of Transportation, Highway Patrol, County's Sheriff s Department, and the National Weather Service. During hazardous weather, it sometimes becomes necessary for a decision to be made concerning the closing of schools. 1. The absence of any announcement means that the schools will be open as usual. 2. A decision to close schools will be announced by 6:00 a.m. A PARENTLINK message will follow. 3. Do not telephone the weather bureau, radio or television stations. 4. Listen to the area radio station: WCVP 95.9 FM or local dispatch announcements. 5. Watch one of the following TV stations: WLOS, Asheville 13; WYFF, Greenville 4; WSPA, Spartanburg 6. Schools will either be open, closed, or on a twohour or three-hour delay. The two-hour or three-hour delay will be used on rare occasions when it looks as if conditions will improve after sunrise. The two-hour delay simply means that everything will be delayed two hours. The three-hour delay simply means that everything will be delayed three hours. The buses will leave exactly two hours ( or three-hours) later than they usually do, students will get on the buses two hours (or three hours)later than they usually do and school will start two hours (or three hours) later than it usually does, but will dismiss at the regular time. If conditions do not improve within the twohour or three-hour period, then school will be closed for the day.

When do I work on non-regular days: A. 2 HOUR/3 HOUR DELAYS- All 11 & 12 month employees report to work at regular time. All 10 month employees report on delayed schedule. B. OPTIONAL TEACHER WORKDAYS- ALL employees have the option of working or using Annual Leave (if you have AL to take). ALL employees report at regular time. C. ANNUAL LEAVE- ALL 11 & 12 month employees may work or opt to take available AL- and report to work at regular time. All 10 month employees will NOT report to work. These days are built into your school calendar. D. CLOSED- ALL 11 & 12 month employees may work or opt to take available AL- report to work at regular time. All 10 month employees will NOT report to work. EXCEPTION: 11/12 month employees having to work on AL or Closed days would be in the event of Saturday school (call Central Office, if questions) 7. Emergency School Closings - At various times, the schools must be closed during the day because of hazardous weather conditions. This will be announced on the radio stations as soon as a decision is made to dismiss. Parents should have students informed as to where they are to go in the event school closes early. This is very important since school buses would be detained while students make phone calls to see where they are to go. When making a decision on opening or closing schools, school officials are primarily concerned with the safety and welfare of students, parents and employees.

On a day of inclement weather, when schools are closed for students but designated as a work day, the employee may choose to take an annual leave day or may choose to make-up the day at a time mutually agreed upon by the employee and the principal. The principal must be present on any day that any employee is to make up a day. An absence may be made up after the end of the regular school year until the end of the fiscal year (June 30th). If for any reason an employee does not take an annual leave day or does not make up the day absent, full pay for time not made up will be deducted.

15 The employee must call the school principal and report of his/her intention to be absent. The decision as to whether the employee will take an annual leave day or make up the day must be made upon the first day of returning to work. The principal and employee will strive to make any make-up day as worthwhile and meaningful as possible. Employee Absences Workdays

on

Inclement

Weather

On a day of inclement weather, when schools are closed for students but are designated as a work day, the employee may choose to take an annual leave day or may choose to make-up the day at a time mutually agreed upon by the employee and the principal. The principal must be present on any day that any employee is to make up a day. An absence may be made up after the end of the regular school year until the end of the fiscal year (June 30th). If for any reason an employee does not take annual leave or does not make up the day absent, full pay for time not make up will be deducted. The employee must call the school principal and report of his / her intention to be absent. The decision as to whether the employee will take an annual leave day or make up the day must be made upon the first day of returning to work. The principal and employee will strive to make any make-up day as worthwhile and meaningful as possible.

Cell Phone Policy All Staff will refrain from the use of their personal cell phones during the instruction or supervision of students unless preapproved by their supervisor

Graham County Board Of Education Policies The Graham County Board of Education, as elected representatives of the community, serve an important role in shaping the education provided by the school system. One very important component of the Board's responsibility is to create and adopt policies that communicate its expectations and positions on a variety of issues. Board of Education policies affect all employees of Graham County Schools. Please refer to the Board Policy Manual on file in each principal's office, at the Central Office or online at the LEA website: www.grahamcountyschools.org . Please pay particular attention to policies that refer to Staff Responsibilities/Code of Ethics (Policy 7300), Alcohol-Drugfree Working Environment (Policy 7240), Grievance Procedures (Policy 7220), 100% Tobacco-free campus (Policy 7250), Harassment of Students/Other Employees (Policy 7235) and other Employee related policies. You will be asked to sign annually that you have reviewed these policies. Equal Opportunity Policy The Graham county School System does not discriminate on the basis of race, color, religion, sex, age, national origin, or handicap in admission or access to, or treatment or employment in, its programs and activities, in compliance with applicable federal and state laws.