Person County Schools

EMPLOYEE HANDBOOK 2016-2017

Person County Public School System

EMPLOYEE HANDBOOK 2016-2017 Danny R. Hollomon Superintendent of Schools

304 S. Morgan Street Suite 25 Roxboro, NC 27573

(336) 599-2191 Please check the on-line version for the most current information

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Person County Board of Education Gordon Powell, Chairman Margaret Bradsher, Vice Chairman Jimmy Wilkins, Member Freda Tillman, Member Jennifer Kafer, Member

Central Office Administrative Staff (336) 599-2191

Danny Holloman, Superintendent Teresa Shotwell, Executive Assistant to the Superintendent

Department of Curriculum and Instruction:

Dr. Wendy Staskiewicz, Chief Academic Officer Judy Bradsher, Director of Career and Technical Education, Gear Up Paula Chandler, Director of Elementary Education & Title I Jenna Regan, Director of Secondary Education Lily Hayes, Administrative Assistant

Department of Human Resources:

Lori Stacey, Director of Licensed and Classified Staff Tracy Scruggs, Teacher Support and Recruitment Coordinator Kathy Hall, HR Administrative Assistant & Benefits Specialist

Department of Accountability and Technology:

Jarrod Dennis, Assistant Superintendent Jason Clayton, Technology Services Coordinator Priscilla Thompson, PowerSchool Coordinator

Department of Exceptional Children and Student Support Services:

Melanie Hester, Executive Director of Exceptional Children, Student Support Services, & Preschool Programs Candice Pulliam, Administrative Assistant

Department of Financial Operations:



Julie Masten, Director of Finance Beth Hayes, Payroll Specialist Dawn Davis, Accounting Technician Carla Smith, Finance Support/Purchasing Shirley Paylor, Receptionist

Department of Auxiliary Services:



Larry King, Executive Director of Auxiliary Services Jerry Ball, Director of Custodial Services Gregg Foushee, Director of Transportation Services Nikole Schukraft, Director of School Nutrition Service 2

Person County Schools School Directory Earl Bradsher Pre-School Center

Person Early College for Innovation & Leadership 1715 College Drive

404 S. Morgan Street Roxboro, NC 27573 (336) 599-7585 (336) 599-3484 (Fax) Treco Lea-Jeffers, Director [email protected]

Roxboro, NC 27573 (336) 599-1181 Shirlrona Johnson, Principal [email protected]

Early Intervention & Family Services

Person County Learning Academy 361 Virgilina Road

1397 Hurdle Mills Road Roxboro, NC 27573 (336) 597-2218 (336) 597-2124 (Fax) Dana Faulkner, Director [email protected]

Roxboro, NC 27573 (336) 322-1021 (336) 322-1029 (Fax) Joan Kister, Principal [email protected]

Helena Elementary School 355 Helena Moriah Road

Person High School

1010 Ridge Road Roxboro, NC 27573 (336) 599-8321 (336) 599-6583 (Fax) Nenell Sydnor-Waugh, Principal [email protected]

Timberlake, NC 27583 (336) 364-7715 (336) 364-2501 (Fax) Chrystal Clayton, Principal [email protected]

North Elementary School

South Elementary School

260 Henderson Road Roxboro, NC 27573 (336) 599-7262 (336) 599-0128 (Fax) Patti Barnes, Principal [email protected]

1333 Hurdle Mills Road Roxboro, NC 27573 (336) 599-7133 (336) 597-4611 (Fax) Patrick Holmes, Principal [email protected]

North End Elementary School

Southern Middle School

378 Mill Creek Road Roxboro, NC 27574 (336) 599-3313 (336) 597-8700 (Fax) Sherita Fuller, Principal [email protected]

209 Southern Middle School Road Roxboro, NC 27573 (336) 599-6995 (336) 503-0587 (Fax) Dr. Jontè Hill, Principal [email protected]

Northern Middle School

Stories Creek Elementary School

1935 Carver Drive Roxboro, NC 27573 (336) 599-6344 (336) 598-9207 (Fax) Ashley Warren, Principal [email protected]

133 Stories Creek Road Roxboro, NC 27573 (336) 503-8971 (336) 503-8083 (Fax) Heather Bowling, Principal [email protected]

Oak Lane Elementary School 2076 Jim Morton Road Hurdle Mills, NC 27541 (336) 364-2204 (336) 364-1036 (Fax) Amy Seate, Principal [email protected]

Woodland Elementary School

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7391 Semora Road Semora, NC 27343 (336) 599-7442 (336) 599-8730 (Fax) Joseph Warren, Principal [email protected]

Person County Public School System 2016-2017 Employee Handbook TABLE OF CONTENTS

SECTION I: GENERAL INFORMATION WELCOME ......................................................................................................................................................6 PCS MISSION, VISION AND CORE BELIEFS...........................................................................................7 Mission.......................................................................................................................................................7 Vision.........................................................................................................................................................7 Core Beliefs................................................................................................................................................. GENERAL INFORMATION .........................................................................................................................7 Introduction to the PCS Employee Handbook...........................................................................................7 Code of Ethics for North Carolina Educators............................................................................................8 Professional Standards of Conduct and Performance for Teachers...........................................................9 Liability Insurance for Public School Employees...................................................................................10 SECTION 2: EMPLOYMENT .....................................................................................................................11 Equal Employment Opportunities............................................................................................................11 Academic Calendar..................................................................................................................................11 Weather-Related Delays and Closings.....................................................................................................11 If School Opening is Delayed:........................................................................................................11 If School is Dismissed Early:..........................................................................................................11 If School is Cancelled for Students for the Day and Called One of the Following:..........................................................................................................12 Classification of Personnel.......................................................................................................................13 Types of Employees - Certified or Non-Certified/Classified...................................................................13 Employee Classifications for Benefits Purposes......................................................................................13 At-Will Employees.........................................................................................................................14 Contracts..................................................................................................................................................14 Renewable Contract Teachers.........................................................................................................14 Career Status (Tenure) Contracts....................................................................................................14 Interim Contracts............................................................................................................................14 Probationary Contracts (1-year Teacher Contract).........................................................................14 School Administrators and Administrator Contracts......................................................................15 Special Contracts............................................................................................................................15 Temporary/Terminating Contracts/(1-year Teaching Contract)......................................................15 Employee Background Checks - Employees, Contractors and Substitutes.............................................15 Employee Dress and Appearance Standards............................................................................................16 Drug-Free Workplace Environment.........................................................................................................16 Tobacco-Free Schools..............................................................................................................................17 Duty to Report Alleged Violations of Law, Ordinance, or Serious Traffic Violation..............................17 SECTION 3: EMPLOYEE RESPONSIBILITIES .....................................................................................18 Social Medial Guidelines for Faculty and Staff.......................................................................................18 Acceptable Use Policy.............................................................................................................................22 Key/Electronic Lock Procedure & Guidelines........................................................................................24 Conflicts of Interest..................................................................................................................................24 Harassment/Bullying................................................................................................................................24 Prohibited Conduct on School Property and at School Events................................................................25 Conduct of Employees toward Students..................................................................................................26 Student Safety and Supervision...............................................................................................................26 Use of Seclusion and Restraint................................................................................................................26 Reporting Information to the Principal and External Agencies...............................................................26 SECTION 4: WORK ENVIRONMENT AND PROCEDURES ...............................................................27 Workday Hours, Timesheets, Payroll, and Absenteeism.........................................................................27 Fair Labor Standards Acts Compliance..........................................................................................27 Time Keeper Computerized Payroll System...................................................................................27 Workday and Overtime...................................................................................................................27 Approval to Work Overtime...........................................................................................................27 Teacher Assistant Workday and Hours...........................................................................................28 Teacher Workday and Hours...........................................................................................................28 Employee Absences........................................................................................................................28 Procedures for Reporting Absences................................................................................................28 Substitute Procedures...............................................................................................................................28 AESOP Automated Substitute Placement Service..........................................................................28 Substitute Teachers - Requirements and Expectations...................................................................29 Substitute Teacher Folders..............................................................................................................29 Substitute “Do Not Use” Requests.................................................................................................30 Teacher Assignments and Transfers.........................................................................................................30 Assignment and Transfer - Classified.............................................................................................30 Assignment and Transfer - Licensed...............................................................................................30 Transfer Request for Children of Staff Members...........................................................................30

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Evaluations...............................................................................................................................................31 Evaluation - Licensed Personnel.....................................................................................................31 Evaluation - Classified Staff...........................................................................................................31 Teacher Evaluation Instrument.......................................................................................................32 Performance Improvement Plans....................................................................................................32 Teacher Dismissal...........................................................................................................................32 Personnel Files.........................................................................................................................................33 Maintenance and Content of Personnel Files..................................................................................33 Removal of Information from Personnel File.................................................................................33 Employee Complaints and Grievances....................................................................................................33 Complaints......................................................................................................................................33 Grievances.......................................................................................................................................33 section 5: Teacher and Employee Duties and Responsibilities .............................33 Responsibilities and Duties......................................................................................................................33 Instructional Planning..............................................................................................................................33 Duty to Drive a School Bus: Teacher Assistants/School Nutrition Employees.......................................34 Identification Badges...............................................................................................................................34 Public School Works................................................................................................................................34 Professional Development.......................................................................................................................35 SECTION 6: EMPLOYEE BENEFITS: HEALTH AND SUPPLEMENTAL ........................................35 Benefits Enrollment.................................................................................................................................35 Changes in Employee Status/Qualifying Events............................................................................36 Address/Telephone Change:...........................................................................................................36 Name Change:.................................................................................................................................36 Episode of Violence........................................................................................................................36 Health Insurance......................................................................................................................................36 Flexible Benefits......................................................................................................................................37 Removing Dependents from Coverage....................................................................................................38 Worker’s Compensation Benefits.............................................................................................................39 Miscellaneous Benefits.....................................................................................................................................39 Employee Assistance Program.................................................................................................................41 SECTION 7: EMPLOYEE BENEFITS: LEAVE OPTIONS ....................................................................41 Vacation and Miscellaneous Leave..........................................................................................................41 Annual Vacation Leave............................................................................................................................41 Bonus Vacation Leave.....................................................................................................................43 Holiday Leave..........................................................................................................................................43 Civil Responsibility Leave..............................................................................................................44 Other Educational Leave.................................................................................................................44 Military Leave.................................................................................................................................45 Other Leaves Without Pay..............................................................................................................45 Medical Leaves...............................................................................................................................46 Sick Leave.......................................................................................................................................46 Voluntary Shared Leave..................................................................................................................48 Family Medical Leave Act (FMLA)...............................................................................................49 Leaves for Teachers Only...............................................................................................................52 SECTION 8: COMPENSATION .................................................................................................................53 Employee Compensation.........................................................................................................................53 Salary Payment...............................................................................................................................53 Payroll Schedule 2016-2017....................................................................................................................54 Direct Deposit.................................................................................................................................54 Electronic Pay Stub.........................................................................................................................54 W-2 Tax Forms................................................................................................................................54 Addresses can be updated within Time Keeper System.................................................................55 Federal and State Withholding........................................................................................................55 Longevity........................................................................................................................................55 SECTION 9: LICENSURE ...........................................................................................................................56 Licensure for Certified Instructional Personnel.......................................................................................56 Obtaining a License........................................................................................................................56 Assistance with Licensure Issues....................................................................................................56 Testing Reimbursement..................................................................................................................56 Non-Teaching Experience Credit for Teachers...............................................................................57 Induction and Professional Support.........................................................................................................57 Beginning Teacher Support Programs.....................................................................................................57 Licensure Renewal Cycles.......................................................................................................................58 National Board Certification....................................................................................................................58 SECTION 10: DIRECTORIES AND RESOURCES .................................................................................58 SECTION 11: PCS Board Policies .....................................................................................................61

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welcome!! For those beginning employment with us, I extend to you a warm and sincere welcome. You are a very important member of our team and we hope you will enjoy your time working here. For those of you already employed with us, thank you for helping make Person County Schools a great place to work and learn. Each school day, by working together in support, teaching or administration, we make a positive difference in a student’s life. This handbook contains pertinent information that affects you as an employee. While the handbook references numerous Board of Education policies, it is not intended to cover all operating policies and procedures in detail. The complete policy manual is available on our website, www.person.k12.nc.us, under the School Board tab. All employees should be alert to changes in policies and/or rules implemented during the year. Changes in policies and/or rules are placed on the website when adopted/approved. As an employee of the Person County Schools, it is your responsibility to become familiar with this handbook and the Person County School’s policies. Each employee is required to sign the Employee Handbook Acknowledgment Form which will be presented at your school or work site. Your signature on this form only acknowledges that you have received information concerning access to the handbook and that you have a duty to familiarize yourself with the information contained in the handbook. This handbook applies to all employees regardless of position or dates of hire. As we continually try to improve our resources and services to our employees, all employees are encouraged to send written suggestions or ideas regarding the contents of the handbook to the Human Resources Department. The greatest asset of any organization is the right people. Again, thank you for choosing Person County Schools as your place of service. Best wishes for a great year and thank you for your dedication to the students of Person County Schools. Danny “Dan” Holloman 6

PCS MISSION, VISION AND CORE BELIEFS Mission The mission of the Person County Schools is to prepare students for success in a changing world.

Vision Our graduates are prepared to deal with the challenges of the 21st Century. Our graduates have the critical thinking, communicative, collaborative, and creative skills necessary for problem solving. Because we expect and develop leadership at every level, we take on the challenges before us with passion and willingness to accept and tackle those problems. Industry recognizes the literal, social and technical skills our graduates exhibit. Local universities recruit our students because of their solid educational foundation. Person County students are service-oriented citizens willing to give back to our local and extended community.

Core Beliefs 1. All children, regardless of their personal and socio-economic circumstances, can be high- achieving students. 2. Academic achievement gaps can and will be eliminated. 3. Challenging all students by providing academic rigor is essential to student success. 4. Highly effective principals and teachers are key to improving growth in student achievement. 5. The Board of Education and Central Services promote an environment of continuous improvement that results in a high performing organization and is 100% focused on student achievement. 6. Supportive and passionate parents, families, student mentors, and other members of the multicultural Person County community are active participants in the education of our students.

GENERAL INFORMATION Introduction to the PCS Employee Handbook NOTE: The information found in the printed version of the Handbook may not be as current as the online version. Please check the online version under the employee link on the PCS website. The Employee Handbook is designed to provide information and address questions regarding required Board of Education policies and procedures so that every Person County School System employee is able to perform his or her job more effectively. The handbook is divided into sections: 1) Introduction of the handbook and the school system; 2) Definitions and classifications for different types of employees; 3) Policies and procedures related to employee conduct; 4) Information about the work environment and procedures, including workday hours, timesheets, assignments, evaluations, etc.; 5) Employee compensation and benefits; 6) Employee leaves and absences; 7) Calendars, directories, and listings of frequently called contacts within the school system. Every employee shall take time to read the Employee Handbook and acknowledge, in writing, his or her familiarity with its contents. Each site will have each employee sign that they have received a copy of the handbook. It is important to note that the handbook is both selective and general in its coverage of school system policies and procedures. In accordance with Board Policy, each employee is responsible for knowing and complying with the policies of the Person County Board of Education. Copies of the Person County Board Policies and Regulations are available to employees on the Person County Public School System web page at http://policy.microscribepub.com/cgi-bin/om_isapi. dll?clientID=2053516173&depth=2&infobase=person.nfo&softpage=PL_Frame. Since this handbook only summarizes many detailed provisions about employment and benefits and other related matters, the official policies, regulations, and procedures will always govern when questions arise. Nothing in this handbook is intended to create or imply any contract rights. It is the policy of the Person County Board of Education to comply with the benefits and em-

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ployment policies promulgated by the State Board of Education and the Department of Public Instruction in the most current edition of the North Carolina Public Schools Benefits and Employment Policy Manual. As supplemented by local board policy, you will find these policies in their most current version on the school system web page at http://www.dpi.state.nc.us/docs/ district-humanresources/key-information/information/policymanual.pdfp

Code of Ethics for North Carolina Educators Preamble: The purpose of this Code of Ethics is to define standards of professional conduct. The responsibility to teach and the freedom to learn, and the guarantee of equal opportunity for all are essential to the achievement of these principles. The professional educator acknowledges the worth and dignity of every person and demonstrates the pursuit of truth and devotion to excellence, acquires knowledge, and nurtures democratic citizenship. The educator exemplifies a commitment to the teaching and learning processes with accountability to the students, maintains professional growth, exercises professional judgment, and personifies integrity. The educator strives to maintain the respect and confidence of colleagues, students, parents and legal guardians, and the community, and to serve as an appropriate role model. To uphold these commitments, the educator: I. Commitment to the Student A. Protects students from conditions within the educator’s control that circumvent learning or are detrimental to the health and safety of students. B. Maintains an appropriate relationship with students in all settings; does not encourage, solicit, or engage in a sexual or romantic relationship with students, nor touch a student in an inappropriate way for personal gratification, with intent to harm, or out of anger. C. Evaluates students and assigns grades based upon the students’ demonstrated competencies and performance. D. Disciplines students justly and fairly and does not deliberately embarrass or humiliate them. E. Holds in confidence information learned in professional practice except for professional reasons or in compliance with pertinent regulations or statutes. F. Refuses to accept significant gifts, favors, or additional compensation that might influence or appear to influence professional decisions or actions. II. Commitment to the School and School System A. Utilizes available resources to provide a classroom climate conducive to learning and to promote learning to the maximum possible extent. B. Acknowledges the diverse views of students, parents and legal guardians, and colleagues as they work collaboratively to shape educational goals, policies, and decisions; does not proselytize for personal viewpoints that are outside the scope of professional practice. C. Signs a contract in good faith and does not abandon contracted professional duties without a substantive reason. D. Participates actively in professional decision-making processes and supports the expression of professional opinions and judgments by colleagues in decisionmaking processes or due process proceedings. E. When acting in an administrative capacity: E.1. Acts fairly, consistently, and prudently in the exercise of authority with colleagues, subordinates, students, and parents and legal guardians. E.2. Evaluates the work of other educators using appropriate procedures and established statutes and regulations. E.3. Protects the rights of others in the educational setting, and does not retaliate, coerce, or intentionally intimidate others in the exercise of rights protected by law. E.4. Recommends persons for employment, promotion, or transfer according to their professional qualifications, the needs and policies of the LEA, and according to the law. III. Commitment to the Profession A. Provides accurate credentials and information regarding licensure or employment and does not knowingly assist others in providing untruthful information. B. Takes action to remedy an observed violation of the Code of Ethics for North Carolina Educators and promotes understanding of the principles of professional ethics. C. Pursues growth and development in the practice of the profession and uses that

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knowledge in improving the educational opportunities, experiences, and performance of students and colleagues. Adopted by the State Board of Education June 5, 1997.

Professional Standards of Conduct and Performance for Teachers (a)

(b)

The standards listed in this Section shall be generally accepted for the education profession and shall be the basis for State Board review of performance of professional educators. These standards shall establish mandatory prohibitions and requirements for educators. Violation of these standards shall subject an educator to investigation and disciplinary action by the SBE or LEA. Professional educators shall adhere to the standards of professional conduct contained in this Rule. Any intentional act or omission that violates these standards is prohibited. (1) Generally recognized professional standards. The educator shall practice the professional standards of federal, state, and local governing bodies. (2) Personal conduct. The educator shall serve as a positive role model for students, parents, and the community. Because the educator is entrusted with the care and education of small children and adolescents, the educator shall demonstrate a high standard of personal character and conduct. (3) Honesty. The educator shall not engage in conduct involving dishonesty, fraud, deceit, or misrepresentation in the performance of professional duties including the following: (3.A) statement of professional qualifications; (3.B) application or recommendation for professional employment, promotion, or licensure; (3.C) application or recommendation for college or university admission, scholarship, grant, academic award, or similar benefit; (3.D) representation of completion of college or staff development credit; (3.E) evaluation or grading of students or personnel; (3.F) submission of financial or program compliance reports submitted to state, federal, or other governmental agencies; (3.G) submission of information in the course of an official inquiry by the employing LEA or the SBE related to facts of unprofessional conduct, provided, however, that an educator shall be given adequate notice of the allegations and may be represented by legal counsel; and (3.H) submission of information in the course of an investigation by a law enforcement agency, child protective services, or any other agency with the right to investigate, regarding school-related criminal activity; provided, however, that an educator shall be entitled to decline to give evidence to law enforcement if such evidence may tend to incriminate the educator as that term is defined by the Fifth Amendment to the U.S. Constitution. (4) Proper remunerative conduct. The educator shall not solicit current students or parents of students to purchase equipment, supplies, or services from the educator in a private remunerative capacity. An educator shall not tutor for remuneration students currently assigned to the educator’s classes, unless approved by the local superintendent. An educator shall not accept any compensation, benefit, or thing of value other than the educator’s regular compensation for the performance of any service that the educator is required to render in the course and scope of the educator’s employment. This Rule shall not restrict performance of any overtime or supplemental services at the request of the LEA; nor shall it apply to or restrict the acceptance of gifts or tokens of minimal value offered and accepted openly from students, parents, or other persons in recognition or appreciation of service. (5) Conduct with students. The educator shall treat all students with respect. The educator shall not commit any abusive act or sexual ex-

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ploitation with, to, or in the presence of a student, whether or not that student is or has been under the care or supervision of that educator, as defined below: (5.A) any use of language that is considered profane, vulgar, or demeaning; (5.B) any sexual act; (5.C) any solicitation of a sexual act, whether written, verbal, or physical; (5.D) any act of child abuse, as defined by law; (5.E) any act of sexual harassment, as defined by law; and (5.F) any intentional solicitation, encouragement, or consummation of a romantic or physical relationship with a student, or any sexual contact with a student. The term “romantic relationship” shall include dating any student. (6) Confidential information. The educator shall keep in confidence personally identifiable information regarding students or their family members that has been obtained in the course of professional service, unless disclosure is required or permitted by law or professional standards, or is necessary for the personal safety of the student or others. (7) Rights of others. The educator shall not willfully or maliciously violate the constitutional or civil rights of a student, parent/legal guardian, or colleague. (8) Required reports. The educator shall make all reports required by Chapter 115C of the North Carolina General Statutes. (9) Alcohol or controlled substance abuse. The educator shall not: (9.A) be under the influence of, possess, use, or consume on school premises or at a school- sponsored activity a controlled substance as defined by N.C. Gen. Stat. § 90-95, the Controlled Substances Act, without a prescription authorizing such use; (9.B) be under the influence of, possess, use, or consume an alcoholic beverage or a controlled substance on school premises or at a school-sponsored activity involving students; or (9.C) furnish alcohol or a controlled substance to any student except as indicated in the professional duties of administering legally prescribed medications. (10) Compliance with criminal laws. The educator shall not commit any act referred to in G.S. 115C-332 and any felony under the laws of the United States or of any state. (11) Public funds and property. The educator shall not misuse public funds or property, funds of a school-related organization, or colleague’s funds. The educator shall account for funds collected from students, colleagues, or parents/legal guardians. The educator shall not submit fraudulent requests for reimbursement, expenses, or pay. (12) Scope of professional practice. The educator shall not perform any act as an employee in a position for which licensure is required by the rules of the SBE or by Chapter 115C or the North Carolina General Statutes during any period in which the educator’s license has been suspended or revoked. (13) Conduct related to ethical violations. The educator shall not directly or indirectly use or threaten to use any official authority or influence in any manner that tends to discourage, restrain, interfere with, coerce, or discriminate against any subordinate or any licensee who in good faith reports, discloses, divulges, or otherwise brings to the attention of an LEA, the SBE, or any other public agency authorized to take remedial action, any facts or information relative to actual or suspected violation of any law regulating the duties of persons serving in the public school system, including but not limited to these Rules. History Note: Authority G.S. 115C-295.3; Eff. May 1, 1998.

Liability Insurance for Public School Employees In compliance with HB950, within 60 days of the effective date of the budget signing, LEAs and charter schools have the responsibility of notifying all employees about the coverage pro-

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vided by the state-funded liability insurance policy for North Carolina public school employees. Employees must be notified in writing. Excess Professional Liability coverage is provided to all employees up to $1 million per occurrence with a $1 million aggregate. Coverage for consultation with an attorney regarding violation of professional or employment related right is provided at $2,500 per claim, subject to a $5,000 aggregate per employee, per policy year. Reasonable and necessary attorney’s fees and costs incurred by an employee arising from a criminal proceeding alleging a criminal act was committed within the professional activities of an employee are covered up to $50,000. Employee must be found “not guilty” of all criminal charges. Employees are encouraged to visit www.ncpublicschools.org for a copy of the insurance contract. Employees are encouraged to visit www.professionalliabilitync.com for information about this state-funded program and details on How to File a Claim. Liability Insurance for Public School Employees is provided to all employees, including volunteers of public and charter schools. There is no enrollment process, nor is there a fee or premium charge to employees.

EMPLOYMENT Equal Employment Opportunities It is the policy of the Person County Board of Education to provide all applicants for employment with equal employment opportunities and to provide current employees with training, compensation, promotion, and other attributes of employment without regard to race, color, religion, national origin, sex, age, disability, or citizenship status, except where sex, age, or physical requirements are essential occupational qualifications. All candidates will be evaluated on their merits and qualifications for positions. The Person County Board of Education also recognizes the educational and professional advantages of racial, sexual, and cultural diversity in the make-up of the employees who serve the students enrolled in the Person County Public School System. Therefore, the Board is also committed to an employee recruitment program that will result in a staff that reflects the racial, sexual, and cultural diversity of the Person County community and the students who attend the Person County Public School System. Further, the school district shall make positive efforts to recruit qualified disabled individuals.

Academic Calendar For a current PCS calendar, visit the PCS website and click on Calendar to find the 2016-2017 approved school calendar(s). 2016-2017 Person County Schools Academic Calendar. 2016-2017 Person Early College for Innovation & Leadership Calendar.

Weather-Related Delays and Closings If School Opening is Delayed:

❑ Bus drivers will begin their routes based on the delayed schedule. Bus drivers that are full-time employees may take available leave to make up the hours lost due to the delay. ❑ Hourly ten-month, non-bus drivers (includes TAs, School nutrition, and daycare) who do not report on time may take available leave in hour increments to make up the missed time. ❑ Ten-month certified and non-certified salaried staff will begin their day according to the delay unless otherwise noted by the superintendent. ❑ Eleven and Twelve month employees are expected to report to work as usual or when conditions are safe to do so. ❑ Custodians: Report to work as scheduled. ❑ Maintenance and Bus Garage staff: Report to work as scheduled.

If School is Dismissed Early:

❑ Bus drivers will begin their routes based on the early release schedule. Bus drivers that are full-time employees may take available leave that is approved by the supervisor/ principal to make up the hours lost due to the dismissal.

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❑ Hourly, ten-month, non-bus drivers may take available leave that is approved by the supervisor/principal to make up the hours lost due to the dismissal. ❑ Ten-month certified and non-certified salaried staff (including site secretaries, nurses, OTs, and eleven month employees) may be dismissed by the principal after all buses have departed and arrangements have been made for the welfare of students. ❑ Central Office personnel and School Admin will be dismissed at the discretion of the superintendent or designee. A representative must remain at school buildings until all buses are parked from that site. ❑ School Nutrition Managers and Non-bus driver CN staff: As soon as kitchen is secured and manager approves, staff may leave. Staff may take available leave that is approved by the supervisor to make up the hours lost due to the dismissal. ❑ Daycare: Daycare will not operate when schools are released early due to inclement weather. Staff may take available leave that is approved by the supervisor to make up the hours lost due to the dismissal. ❑ Custodians: Continue working until released by principal and custodial services director. Staff may take available leave that is approved by the supervisor to make up the hours lost due to the dismissal. ❑ Maintenance and Bus Garage staff: Continue working until released by director. Staff may take available leave that is approved by the supervisor to make up the hours lost due to the dismissal.

If School is Cancelled for Students for the Day and Called One of the Following:

“No” Day NOTE: When the announcement is made, the day will be designated as an Annual Leave Day, a “No-Day”, or an Optional Workday for employees. “No Day” - If a day is deemed a “No Day” this means that the inclement weather day could be added at the end of the school year. It does not swap a holiday or annual leave day that is already in the Calendar. This is for all 10-month staff. Annual Leave ❑ Ten-Month Employees will not report (Teachers, TAs, CN, Daycare, Nurses, and OTs): If it is designated as an annual leave day for employees, it then becomes one of the remaining scheduled annual leave days in the school calendar for all ten-month employees. The day will be made up and the time will be made up for salaried and hourly employees. ❑ Site Based Eleven and Twelve Month Employees: May do one of the following: 1. Report to work; 2. Take accumulated AL; 3. Take leave without pay; 4. Use comp time (if eligible); 5. Make up the time missed with supervisor approval ❑ Custodians: Report to work as soon as road conditions allow. ❑ Maintenance: Report to work as soon as road conditions allow. Call for transportation if needed. Optional Workday Teachers and Salaried Ten Month Employees can use one of following options: ❑ Report to work; ❑ Use accumulated annual leave. Note: The employee must have an annual leave balance in excess of the number of designated annual leave days in the calendar; ❑ Use accumulated personal leave, if available (teachers only); ❑ Arrange to make time up with the principal/supervisor; ❑ Take a day without pay. ❑ Teacher Assistants: do not report to work on any day that students are out due to inclement weather. Teacher Assistants have the option of using accumulated annual leave. Note: In order to exercise this option, the employee must have an annual leave balance in excess of the number of designated annual leave days in the calendar. ❑ School Nutrition Managers: Report to work for the day or Take appropriate leave ❑ School Nutrition & Daycare Staff: Take appropriate leave as noted/available Eleven-month and twelve-month employees (including central office personnel) shall report to work or choose one of the available inclement weather options whether it is designated as an annual leave day or workday. Maintenance: Normal work schedule. Custodians: Normal work schedule unless directed by director of custodial services. If there is inclement weather on a scheduled optional or required workday, no announcements will be made. Employees shall select one of the inclement weather options.

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Classification of Personnel Types of Employees – Certified or Non-Certified/Classified

You are licensed if your position requires that you hold a North Carolina teaching or administrative license. Teachers, assistant principals, counselors, media coordinators, principals, and other administrators fall into this category. All other positions are non-licensed/classified, meaning that they do not require a license and that they fall in certain classifications for salary purposes. Most policies apply to everyone, but certain policies apply only to certified or only to non- certified/classified employees due to their different responsibilities.

Employee Classifications for Benefits Purposes

This section defines the classification of school system employees to determine certain benefits afforded when employed. Permanent Employee A permanent employee is an employee who is employed to fill a position that is to be permanent if needs and funds continue or is employed for at least six full consecutive months either to replace one or more employees who are on an approved leave of absence without pay or to fill a vacancy until a qualified replacement is employed. A person employed for at least six full consecutive months is eligible to receive full or pro-rata benefits. Therefore, the eligibility for benefits must be determined at the time of the initial assignment, or when the assignment status changes. Permanent employees may be employed full-time or part-time. The regular workweek of a permanent employee must be at least 20 hours per week. Permanent employees who work at least 30 hours per week must be enrolled in the Teachers’ and State Employees’ Retirement System and must receive employer-paid medical insurance for self. Permanent employees do not lose permanent status during any period of temporary or interim assignment to another position in the same school system when it is anticipated that the employee will be returned to the permanent position. Part-time Employee A part-time employee is an employee who regularly works at least 20 hours per week, but less than the number of hours set as full time for that class of work. Any permanent employee who works at least 30 hours per week must be enrolled in the Retirement System and receive employer-paid medical insurance for self. Full-time Employee A full-time employee is an employee whose regular workweek is the number of hours established as full-time for the class of work assigned, but not less than 30 hours per week. Two or more part-time assignments with the same LEA may be combined to satisfy requirements to become a full-time employee. An employee working in two or more positions may not earn more benefits than those allowed for a single, full-time position. Temporary Employee A temporary employee is a person who is either employed to fill a position whose work week is less than 20 hours per week, or is employed for less than six full consecutive months of employment. Temporary employees may be classified as full-time or part-time. They are not eligible to earn paid leave and do not participate in the retirement system. They do not receive nor can they purchase health benefits through the State Health Plan. Temporary employees may not use leave earned during any previous employment. Interim Employee An interim employee is a person employed to fill a position that is temporarily vacant and is being held for an incumbent who is expected to return. Instructional Personnel Instructional personnel are classroom teachers and teacher assistants. Instructional personnel who require substitutes are prohibited from using annual vacation leave on student attendance days, except as provided in Policy. Substitute Employee A substitute employee is a person employed to fill in for a permanent employee who is using paid leave. Substitute employees are considered temporary employees and are not eligible to

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earn leave; do not participate in the retirement system; do not receive nor can they purchase health benefits; and may not use leave earned during any previous employment while assigned as a temporary employee. At-Will Employees If you are non-licensed, you are employed at the will and at the pleasure of the school system. You may resign from your job at any time and may be dismissed or demoted for any reason at the discretion of the school system. If you are dismissed, you are entitled to a hearing and to find out the reason why you were dismissed. If you are licensed, you may be employed on a contract for a fixed term as a probationary employee, or you may have reached “career status” and be employed on a continuing contract. Licensed employees may not be dismissed for any arbitrary, discriminatory, personal, or political reason.

Contracts Renewable Contract Teachers

In accord with current North Carolina law, every full-time teacher for the 2016-2017 school year will be on a 1-year renewable contract unless the teacher has maintained career status (tenure) that was achieved before July 1, 2013, or is on a terminating contract. Renewable contract teachers shall not be dismissed, demoted, or reduced to employment on a part-time basis for disciplinary reasons during the term of the contract except for one or more of the provisions specified in N.C.G.S. 115C-325.4. The local board of education, upon recommendation of the local superintendent, may refuse to renew the contract of any renewable contract teacher or to reemploy any teacher who is not under contract for any cause it deems sufficient. However, the cause may not be arbitrary, capricious, discriminatory or for personal or political reasons. A renewable contract teacher whose contract will not be renewed for the next school year must be provided written notice by June 1. Refer to: GS 115C-325.3, GS 115C-325.4, SB 402, 3800 § 14.1

Career Status (Tenure) Contracts

Under current North Carolina law, all teachers that received career status in the Person County School system shall retain their career status pending further legislative action or judicial decisions. A current career status (tenured) teacher will lose career status if one of the following occurs: 1. resignation of the employee; 2. a request by the employee to reduce employment to part-time; 3. a request by the employee to be employed in a non-tenured position (this includes waiver of tenure by a career administrator who wishes to be employed under contract as defined in G.S. 115C-287.1); 4. when the teacher no longer performs the responsibilities of a teacher as defined in G.S. 115C-325(a)(6); 5. if a teacher or administrator is convicted, pleads guilty, or pleads nolo contendre to a serious offense described in G.S. 115C-296(d); or 6. pursuant to the due process in G.S. 115C-325 for the reasons set forth in G.S. 115C325(e); or 7. acceptance of a four-year contract prior to June 30, 2014 Refer to: GS 115C-325, SB 420, Policy 3800 § 14.2 or consult the Human Resources Director.

Interim Contracts

Interim Contracts—are issued to licensed employees who are replacing someone on an approved leave of absence. An ending date, never beyond the last day of the current school year, is stated in the contract. Time under this contract DOES count for experience; MAY earn benefits if contract is for six or more consecutive months.

One Year Teacher Contract

Probationary Contracts are issued to licensed employees who are employed in a full time, permanent position AND hold a clear, current N. C. Teaching License. The ending date is always the last day of the current school year. Contracts are Renewed or Non-renewed at the end of each school year depending on individual performance, adequacy of funding, continuation of position, etc.

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School Administrators and Administrator Contracts

School administrators (supervisors or directors) and school-based administrators (principals or assistant principals), whose major function includes the direct or indirect supervision of teaching or of any other part of the instructional program, and who are not eligible for career status, must be employed on contracts. The initial contract between the local board of education and a school administrator or school-based administrator must be for two to four years ending on June 30th of the final 12 months of the contract. In the case of a subsequent contract between a principal or assistant principal and the local board of education, the contract shall be for a term of four years. In the case of an initial contract between a school administrator and the local board of education, the first year of the contract may be for a period of less than 12 months provided the contract becomes effective on or before September 1. The local board of education may, with the written consent of the school administrator, extend, renew, or offer a new school administrator’s contract at any time after the first 12 months of the contract so long as the term of the new, renewed, or extended contract does not exceed four years. Rolling annual contract renewals are not allowed. Nothing in the statute shall be construed to prohibit the filling of an administrative position on an interim or temporary basis. During the term of the contract, the school administrator cannot be dismissed or demoted except for the grounds and by the procedures in N.C.G.S. §115C-325 for which a career teacher may be dismissed or demoted. Extensions or renewals of the contract may be offered for a period of up to four years. This policy does not apply to the Superintendent, any Assistant or Associate Superintendent, or any administrator whose major function does not include the direct or indirect supervision of teaching or of any other part of the instructional program. Refer to policies N.C.G.S. §115C-287.1 and Policy 7425

Special Contracts

Special Contracts — are issued to certain licensed employees because they are primarily hourly employees hired for a specific purpose and for a specific period during the current school year ONLY. Salary will be calculated on an hourly rate and may be based on the North Carolina Salary Schedule appropriate for the employees’ current license.

Temporary/Terminating Contracts/ (1-year Teaching Contract)

Licensure conditions are issued to employees who hold a provisional license. The ending date is never beyond the last day of the current school year. The employee cannot be considered for reemployment until all provisions for the current year are removed from the license and an extended license is obtained. Funding conditions are issued to employees in positions with unsecured funding and therefore cannot be tenured. The ending date is stated in the contract and is never beyond the current fiscal year. Part Time conditions are issued to employees who are less than full time and, therefore cannot be tenured. However, they are eligible for reemployment because they are in a permanent position. These employees earn leave benefits on a pro rata basis and are eligible to purchase health benefits under the group plan. Time conditions are issued to full time employees in a permanent position with less than 6 months remaining in the school year when employed and, therefore, are ineligible for probationary status during the current year and therefore cannot be tenured. The contract ends the last day of the current school year. However, the employee is in a permanent position, and does earn benefits.

Employee Background Checks – Employees, Contractors and Substitutes Board Policy requires a criminal background check on all newly hired employees including substitutes and contract employees. The personnel office will conduct a statewide criminal background check and a search of the state and national sexual offender registries on all newly hired employees. The cost of such criminal background checks will be paid by the Person County Schools. All employee, contractor, and substitute names are entered into a database that searches the daily input of information by county clerks. Each day the database is searched for possible matches. Once the database posts a name match, the PCS Human Resources Department is notified. Individuals whose criminal history indicates a conviction of a crime, whether misdemeanor or felony, that indicates that the individual poses a threat to students, employees or property, or does not have the integrity or honesty to fulfill his or her duties as a public school employee may be excluded from employment or terminated if already employed.

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Employee Dress and Appearance Standards The Person County Board of Education recognizes that teachers and other staff are role models for the students. The manner in which teachers and staff present themselves will be reflected in the conduct of students and the respect given teachers, staff and the school system by the community. To this end, all staff members must appear neat, clean and appropriately dressed at all times for a business or professional environment in accordance with the position held by the employee. It is required that men wear collared shirts (except that non-collared shirts with buttons and turtleneck shirts are allowed) or sweaters and slacks and that women wear skirts, dresses, jumpers, dressy shorts (city shorts) or slacks. Jeans and sweat pants are not allowed, this includes leggings. Clothing for all must be non-distracting in length and fit. The principal or supervisor may approve variations for special situations such as field days, spirit days, and class or team days, work days (when there are no parent conferences or meetings involving the public) or for those individuals whose responsibilities may necessitate an alternate form of dress, such as physical education teachers, vocational education instructors, coaches and auxiliary personnel. Administrators and administrative support employees are expected to project a professional image. They are to be dressed and be groomed appropriately in accordance with these guidelines. The following dress is inappropriate for all school employees: • Dresses, shirts, and blouses that have cutouts or see-through elements. • Clothing which reveals undergarments. • Clothing that promotes alcoholic beverages, tobacco, the use of controlled substances, depicts violence, is of sexual nature, or is of a disruptive nature. • Clothing that is tight fitting. • Jewelry affixed to the nose, tongue, cheek, lip, or eyebrow. • Pants not worn on the waist. • Clothing that is provocative, revealing, indecent, vulgar, obscene, or profane. • Articles of clothing more than three inches above the top of the knee. This includes, but is not limited to, dresses, skirts, pants, shorts, skorts, and slacks. These articles may not be ripped, torn, slit, or contain holes to expose underwear or skin, nor may they be seethrough. • Shirts, blouses, and dresses that do not cover the back, waist, or midriff. • Shirts, blouses, and dresses shall not have excessive armpit cut outs. Determination of the appropriateness of dress shall be left up to the discretion of the principal or immediate supervisor. He or she will counsel the individual employee regarding suitable, appropriate, acceptable, and professional dress. Reasonable accommodations shall be made by their appropriate supervisor for those employees who because of a sincerely held religious belief, cultural heritage, or medical reason request a waiver of a particular part of this policy for dress or appearance.

Drug-Free Workplace Environment Due to the commitment to a drug and alcohol free workplace, it is the policy of the Person County Schools that the work environment shall be free of the presence of alcoholic beverages or unlawful controlled substances and that employees shall perform their job assignments safely, efficiently, and without the adverse influence of alcohol or controlled substances. Therefore, the school system prohibits all employees from unlawfully possessing, using, manufacturing, dispensing, selling, distributing, or being under the influence of illegal drugs, alcohol or any other controlled substance as defined in schedules I through V of Section 202 of the Controlled Substances Act (21 U.S.C. 812) and further defined by regulation 21CFR 1300.1 through 1300.15. Likewise, employees are prohibited from possessing, using, selling or distributing drug paraphernalia or drug counterfeits as defined by the North Carolina general statutes. This policy shall govern each employee while on any property owned by the Person County Board of Education, at any time during which the employee is acting in the course and scope of his/her employment with the Board, or at any other time that the employee’s violation of this policy has a direct and adverse effect upon the performance of his/her job. It is a condition of continued employment that each individual shall comply with this policy and shall notify his/her supervisor of any charge, conviction or plea of guilty or no contest to any criminal drug or alcohol statute no later than the next business day after any such charge, conviction or plea. Violation of this policy shall subject an employee to personnel action including, but not limited

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to, termination of employment, suspension with or without pay, conditional continuation of employment, mandatory participation in a drug/alcohol counseling or treatment program approved by the Superintendent or designee or any combination of the actions listed. Any employee may be required to submit to a drug or alcohol test when a supervisor, in consultation with the Superintendent or Associate Superintendent, has reasonable suspicion to believe that the employee is consuming alcohol or using illegal drugs or is otherwise under the influence of drugs, alcohol or other controlled substance in the work place. If the employee has not previously signed a consent form for the drug or alcohol test, then he/ she will be required to sign a consent form prior to the test. Refusal to consent to the test shall be cause for disciplinary action up to and including dismissal.

Tobacco-Free Schools No employee, volunteer, student or visitor shall be permitted to use tobacco products in or on the grounds of any facility owned, leased, operated by or contracted for by the Person County Board of Education at any time.

Duty to Report Alleged Violations of Law, Ordinance, or Serious Traffic Violation As employees of the Person County Schools, all staff members are expected to observe and obey all laws and ordinances, as well as to comply with all Board of Education policies and rules. Occasionally, charges of alleged violations of law, brought against an employee, may negatively affect that employee’s ability to effectively perform his/her job responsibilities and/ or may have a negative impact upon the reputation of the school district. Any employee charged with or arrested for any violation of any law, ordinance or serious traffic violation must report such fact in writing to the Superintendent or his designee no later than the next scheduled business day. In cases involving employee hospitalization and/or incarceration (jail) associated with the alleged violation(s), the employee shall report the alleged violation(s) within 24 hours after his/her release. Such report shall include all pertinent facts concerning the alleged violation(s). Following receipt of the report, the Superintendent or designee shall review the situation and shall take whatever action is deemed appropriate at that time. For the purposes of this policy, “serious traffic violation” shall include, but not necessarily be limited to the following: driving while impaired (DWI), reckless driving, hit and run, passing a stopped school bus, or any violation arising from an automobile accident resulting in a fatality. Any employee, whose job responsibilities require that he/she drive a vehicle leased or titled to the Person County Schools, shall report all traffic citations to the Superintendent or designee within 24 hours after receipt of such citation. The Superintendent or designee shall review the situation and take appropriate action. An employee who has his/her driver’s license suspended or revoked while employed in a position requiring the operation of a motor vehicle leased or titled to the Person County Schools shall report, in writing, such suspension or revocation to the Superintendent or designee immediately. Such employee may be considered for positions that do not require the operation of a motor vehicle. If no position is available for which the employee is qualified, termination or suspension without pay and benefits will result. The action to be taken shall be determined by the Superintendent or designee. In all cases, it is the responsibility of the employee to keep the Superintendent or designee apprised of the judicial process associated with any charges reported as required above. Upon judicial action in the matter, the employee must report, in writing, the disposition and pertinent facts to the Superintendent or designee no later than one business day following adjudication. Following receipt of the report, the Superintendent or designee shall review the situation and shall take any additional action deemed appropriate at that time. Failure by an employee to comply with the requirements of this policy may result in disciplinary action up to and including dismissal. (Reference Policy 7301).

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EMPLOYEE RESPONSIBILITIES Social Medial Guidelines for Faculty and Staff Person County Schools (PCS) realizes that part of 21st century learning is adapting to the changing methods of communication. The importance of teachers, students and parents engaging, collaborating, learning and sharing in these digital environments is a part of 21st century learning. To this aim, Person County Schools has adopted the following guidelines to provide direction for instructional employees, students and the School District community when participating in online social media activities. Whether or not an employee chooses to participate in a blog, wiki, online social network or any other form of online publishing or discussion is his or her own decision. Free speech protects individuals who want to participate in social media, but the laws and courts have ruled that school districts can discipline employees if their speech, including personal online postings, disrupts school operations. These guidelines have been created as a resource for you. It is important to create an atmosphere of trust and individual accountability. Keep in mind that information produced by PCS employees is a reflection on the entire District and is subject to the District’s Acceptable Use Policy. Personal postings, even if marked private, may also be subject to relevant PCS policies and procedures, as well as to relevant local, state and federal laws. By accessing, creating or contributing to any blogs, wikis, podcasts or other social media for classroom or district use, you agree to abide by these guidelines. Please read them carefully before participating in any social media application.

What is Social Media?

User-created content online designed in a collaborative environment where users share opinions, knowledge and information with each other. Tools include, but are not limited to: ❑ Blogs (Blogger, WordPress, etc.) ❑ Wikis (Wikispaces, Google Sites, etc.) ❑ Social Networking sites (Facebook, Ning, MySpace, YouTube, LinkedIn, etc.) ❑ Photo and Video Sharing sites (YouTube, Flickr, etc.) ❑ Social Bookmarking (Diigo, Delicious) ❑ Podcasting and Vodcasting

Personal Responsibility

❑ Person County Schools (PCS) encourages district employees with a personal online presence to be mindful of the information they post. Your online behavior should reflect the same professional and personal standards of honesty, respect and consideration that you use face-to-face and in work-related settings. ❑ Please note that even if you delete personal information, it still may be stored on the website’s server for a longer period of time. Information that is marked “private” rarely is private on the Internet. It is very easy for “friends” to copy and paste information about you and send it or forward it to others, for example. There is no realistic expectation of privacy on the World Wide Web. ❑ The lines between public and private, personal and professional are blurred in the digital world. By virtue of identifying yourself as a PCS employee online, you are now connected to colleagues, students, parents and the school community. Use these connections wisely and well. You should also ensure that content associated with you is consistent with your work at PCS and your role as a public school/State employee. ❑ It is your responsibility to familiarize yourself with the appropriate security settings for any social media (personal or professional) that you may use. Be sure that the settings are such that any personal content may only be viewed by your intended audience. Be aware that, even if your privacy settings are set properly, it is still possible for anyone who you’ve allowed to see your profile to copy and paste text and send it to someone else. It is also easy for others to “tag” or identify you in photos that they publish with or without your knowledge and permission. Similarly, if you enable settings such as Facebook’s ability to allow “friends of friends” to view your content, it is extremely likely that unintended viewers will have access to pictures and other personal content. ❑ It is inappropriate to use e-mail, text messaging, instant messaging or social networking sites to discuss with a student a matter that does not pertain to school-related activities. Appropriate discussions would include the student’s homework, class activity, school sport or club or other school-sponsored activity. Electronic communications with students are to be sent simultaneously to multiple recipients, not to just one student, except where

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the communication is clearly school-related and inappropriate for persons other than the individual student to receive (for example, e-mailing a message about a student’s grades). ❑ Engaging in personal social-networking friendships on MySpace, Facebook or other social networking sites is prohibited with students, and strongly discouraged with parents or guardians of students. The District recognizes that because of the tight-knit community of PCS, many staff members may have students or parents of students that are family members or close personal friends. However, the District cautions staff members against engaging in such social-networking friendships with these individuals. Use your official, school- or work-related page(s) instead. A recommendation for staff to respond to “friend” requests on their personal pages is: If you are a student or parent requesting to be my “friend,” please do not be surprised or offended if I ignore your request. As an employee of the Person County Schools, District procedures and practices discourage me from “friending” students or parents on my personal pages. I would encourage you to friend our school’s (and/or classroom’s, department’s, the Person County Schools Facebook pages, etc.) ❑ Material that employees post on social networks that is publicly available to those in the school community must reflect the professional image applicable to the employee’s position and not impair the employee’s capacity to maintain the respect of students and parents/guardians or impair the employee’s ability to serve as a role model for children. ❑ While social media can be a powerful communication tool and an educational tool for students and parents, PCS employees are personally responsible for the content they publish online. Be mindful that what you publish will be public for a long time—protect your privacy. ❑ Remember that social media in the classroom is an extension of your physical classroom. What is inappropriate in your classroom should be deemed inappropriate online. ❑ Teachers who use social networking to interact with students and/or parents in an educational manner or as a communication tool must find ways to interact without giving students and parents’ access to their personal information and posts. Many social network sites allow you to create “groups” or “pages” where you can interact with students without giving them access to your personal account. Please see detailed Facebook guidelines for more information. ❑ When contributing online do not post confidential student information. Do not post pictures of any students on your personal sites. ❑ Use a PCS provided e-mail as your e-mail contact for official or school-related pages. Do not use your PCS provided e-mail as a username or e-mail contact for personal pages. ❑ Please remember that all PCS policies and procedures, as well as relevant local, state and federal laws (copyright, fair use, Family Education Right to Privacy Act, personnel statutes, criminal statutes, etc.) apply to social media communications.

Overall Guidelines for Using Social Media

The following are general guidelines for using social media whether personally or professionally. Be Transparent How you represent yourself online is an extension of yourself. Do not misrepresent yourself by using someone else’s identity or misrepresenting your identity. Be honest about who you are, where you work and what you do.

Always a School Employee

Although the lines between public and private, personal and professional, can become blurred in the digital world, you will always be considered to be a PCS employee. Whether it is clearly communicated or not, you will be identified as an employee of the School District in what you do and say online. If you don’t want it on the news or in the daily newspaper - don’t share it online.

School Values

Represent PCS district values. Express ideas and opinions in a respectful manner. All communications should be done in good taste. Build trust and responsibility in your relationships. Do not denigrate or insult others including students, staff, administrators, parents or other districts. Any online contributions must be in accordance with the appropriate policies, guidelines and relevant laws. Consider carefully what you post through comments and photos. A violation of these policies, guidelines and/or relevant laws could be regarded as a form of professional misconduct and may result in disciplinary action.

Build Community/Positively Represent School

Represent PCS, the students and parents you serve in the best light. Respect the privacy and the

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feelings of others. Under no circumstance should offensive comments be made about students or colleagues (including administrators) nor the District in general. Negative comments about people may amount to cyber-bullying and could be deemed a disciplinary offense. Your posts and comments should help build and support the school community. Do not comment on nor forward unsupported information, e.g. rumors. You are responsible for what you and others post, even if on a personal page, so be certain it is accurate and supports your organization. It is a good idea to monitor your profile page to ensure that all material posted by others doesn’t violate these guidelines. Once posted you can’t take it back.

Other Online Activities

Part of the Internet’s popularity is its many online diversions. Be careful of gimmicks or games that many websites use to increase web traffic. Examples can include risqué surveys or quizzes. Often comments or information thought to be shared in private are capable of being shared publicaly. Also, employees may be disciplined for using their online access for non-work related purposes.

Share your Expertise

Write what you know and be accurate. Add value to the discussion. Post something useful. Provide worthwhile information and perspective. A district’s most valuable asset is its staff represented by its people and what you publish may reflect on the school. Speak in the first person with your own voice and perspective.

Respectful and Responsible

Employees, parents, and students reflect a diverse set of customs, values and points of view. Be respectful for others’ opinions in your posts or comments. You are responsible for the content you post. Do your tags, descriptions and your image portray you and the District in a professional manner?

Own and Correct Mistakes

If you make a mistake, admit the mistake and correct it quickly. Share your error with your principal, Human Resources, or District Relations so they can help address the issue effectively. Be sure to clearly state if you have corrected a previous post. Even though damage may be done, it is best to admit your mistake and correct it. Apologize if appropriate.

Confidential Information

Online postings and conversations are not private. Do not share confidential information whether it is internal school discussions or specific information about students or other staff. What you post will be seen by others and will be online for a long time. It can be forwarded or shared in just a few clicks. Do not write about colleagues or students without their expressed permission.

School Logos

Obtain written permission before using any school or district logo or image. School logos may only be used in a professional capacity. If using social media for PCS or school-related purposes, please seek approval from your supervisor. If you need assistance, please contact the Technology Department.

Posting Photos or Movies without Permission

Do not post or tag photos or movies of others without their permission. Do not use photos or movies taken at school without permission. Do not post photos or movies that contain students without parent consent.

Responding to Negative Comments and Criticism

How you respond to negative comments or criticism will say more about you and your character than what you post. When in doubt, it is best not to give it credibility by acknowledging it with a response publicly; perhaps a private response would be more appropriate. See the response guidelines for more information on responding to these types of comments.

Response and Post Regularly

To encourage readership, post regularly. Don’t post to your blog and then not post for three weeks. Readers won’t have a reason to follow you if they cannot expect new content regularly. Respond to other’s posts. Answer questions; thank people even if it’s just a few words. Make it a two-way conversation.

Spell Check and Abbreviation

Any online contribution should be well written. What you post will be online for the world to read. Follow writing conventions including proper grammar, capitalization and punctuation. Be

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cautious about using common abbreviations. While your circle of friends may understand what you are saying, you may have readers from across the world who won’t understand. When in doubt, define the abbreviation at least once in a post or include a definitions page on your site.

Copyright and Fair Use

Respect copyright and fair use guidelines. Share what others have said by linking to the source and using embedded content. Be sure to cite your source when quoting. When using a hyperlink, confirm that link goes where it should and that the content is appropriate. Keep in mind that copyright and fair use also applies to music. Do not post presentations or videos using popular music, or any music or art that you have not obtained the appropriate permissions for use. For example, just because you’ve purchased something for personal use doesn’t mean you’ve purchased the right to broadcast it to others online.

Personal Information

Be careful about sharing too much personal information. People often share personal information such as their pet names, their parents and children’s names, where they grew up, and more. This information may help a hacker guess your passwords. If you share that you will be out of town, a criminal may use this to target your home for a burglary. Do not share with a student your personal problems that would normally be discussed with adults. Be smart and don’t share too much information.

Video

The Internet is becoming an increasingly popular educational tool and place to share personally created movies. You are responsible for all you do, say, and post online, including video. Anything you post online should represent you in a professional manner as others will see you as connected to the School District. Anything you show in your classroom should be previewed by you in its entirety, prior to any student seeing it. Consult a supervisor if you feel the content may be questionable.

Staff-Student Relations

Employees are prohibited from establishing personal relationships with students that are unprofessional and thereby inappropriate. Examples of unprofessional relationships include, but are not limited to: employees fraternizing or communicating with students as if employees and students were peers such as writing personal letters or e-mails; personally texting or calling students, or allowing students to make personal calls to them unrelated to homework, class work, or other school-related business; sending inappropriate pictures to students; discussing or revealing to students personal matters about their private lives or inviting students to do the same (other than professional counseling by a school counselor); and engaging in sexualized dialogue, whether in person, by phone, via the Internet or in writing. Employees who post information on Facebook, MySpace or similar websites that include inappropriate personal information such as, but not limited to: provocative photographs, sexually explicit messages, abuse of alcohol, drugs or anything students are prohibited from doing must understand that if students, parents or other employees obtain access to such information and report this to the district, their report will be investigated by school and district officials.

Adapted From:

Social Media Guidelines Wiki Referenced Sites and Resources ❑ Guilford County Schools, NC: http://www.gcsnc.com/pages/gcsnc ❑ Johnston County Schools, NC: http://www.johnston.k12.nc.us/ ❑ Barrow County Schools: http://www.barrow.k12.ga.us/ ❑ Social Media Guidelines for Educators (Facebook group): http://www.facebook.com/ group.php?gid=80354045978 ❑ Social Media Guidelines for Schools - Andy Mann, Calhoun ISD http://www.scribd.com/ doc/28430149/Social-Media-Guidelines-for-Schools ❑ Social Media Guidelines for Schools Wiki: http://socialmediaguidelines.pbworks.com/ ❑ Social Media Suggestions: http://blogs.stvrain.k12.co.us/helpdesk/2010/03/29/socialmedia-suggestions/ ❑ Think Social Media Guidelines: http://thinkingmachine.pbworks.com/Think-SocialMedia-Guidelines

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Acceptable Use Policy The board provides its students and staff access to a variety of technological resources. These resources provide opportunities to enhance learning and improve communication within the school community and with the larger global community. Through the school system’s technological resources, users can observe events as they occur around the world, interact with others on a variety of subjects, and acquire access to current and in-depth information. A. EXPECTATIONS FOR USE OF SCHOOL TECHNOLOGICAL RESOURCES The use of school system technological resources, including access to the Internet, is a privilege, not a right. Individual users of the school system’s technological resources are responsible for their behavior and communications when using those resources. Responsible use of school system technological resources is use that is ethical, respectful, academically honest, and supportive of student learning. Each user has the responsibility to respect others in the school community and on the Internet. Users are expected to abide by the generally accepted rules of network etiquette. General student and employee behavior standards, including those prescribed in applicable board policies, the Code of Student Conduct, and other regulations and school rules, apply to use of the Internet and other school technological resources. In addition, anyone who uses school system computers or electronic devices or who accesses the school network or the Internet using school system resources must comply with the additional rules for responsible use listed in Section B, below. These rules are intended to clarify expectations for conduct but should not be construed as all-inclusive. Before using the Internet, all students must be trained about appropriate online behavior as provided in policy 3226/4205, Internet Safety. All students and employees must be informed annually of the requirements of this policy and the methods by which they may obtain a copy of this policy. Before using school system technological resources, students and employees must sign a statement indicating that they understand and will strictly comply with these requirements. Failure to adhere to these requirements will result in disciplinary action, including revocation of user privileges. Willful misuse may result in disciplinary action and/or criminal prosecution under applicable state and federal law. B. RULES FOR USE OF SCHOOL TECHNOLOGICAL RESOURCES 1. School system technological resources are provided for school-related purposes only. Acceptable uses of such technological resources are limited to responsible, efficient, and legal activities that support learning and teaching. Use of school system technological resources for commercial gain or profit is prohibited. Student personal use of school system technological resources for amusement or entertainment is also prohibited. Because some incidental and occasional personal use by employees is inevitable, the board permits infrequent and brief personal use by employees so long as it occurs on personal time, does not interfere with school system business, and is not otherwise prohibited by board policy or procedure. 2. Under no circumstance may software purchased by the school system be copied for personal use. 3. Students and employees must comply with all applicable laws, including those relating to copyrights and trademarks, confidential information, and public records. Any use that violates state or federal law is strictly prohibited. Plagiarism of Internet resources will be treated in the same manner as any other incidents of plagiarism, as stated in the Code of Student Conduct. 4. No user of technological resources, including a person sending or receiving electronic communications, may engage in creating, intentionally viewing, accessing, downloading, storing, printing, or transmitting images, graphics (including still or moving pictures), sound files, text files, documents, messages, or other material that is obscene, defamatory, profane, pornographic, harassing, abusive, or considered to be harmful to minors. 5. The use of anonymous proxies to circumvent content filtering is prohibited. 6. Users may not install or use any Internet-based file sharing program designed to facilitate sharing of copyrighted material. 7. Users of technological resources may not send electronic communications fraudulently (i.e., by misrepresenting the identity of the sender). 8. Users must respect the privacy of others. When using e-mail, chat rooms, blogs, or other forms of electronic communication, students must not reveal personal identifying information or information that is private or confidential, such as the home address or telephone number, credit or checking account information, or social security number of themselves or fellow students. For further information

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regarding what constitutes personal identifying information, see policy 4705/7825, Confidentiality of Personal Identifying Information. In addition, school employees must not disclose on school system websites or web pages or elsewhere on the Internet any personally identifiable, private, or confidential information concerning students (including names, addresses, or pictures) without the written permission of a parent or guardian or an eligible student, except as otherwise permitted by the Family Educational Rights and Privacy Act (FERPA) or policy 4700, Student Records. Users also may not forward or post personal communications without the author’s prior consent. 9. Users may not intentionally or negligently damage computers, computer systems, electronic devices, software, computer networks, or data of any user connected to school system technological resources. Users may not knowingly or negligently transmit computer viruses or self-replicating messages or deliberately try to degrade or disrupt system performance. Users must scan any downloaded files for viruses. 10. Users may not create or introduce games, network communications programs, or any foreign program or software onto any school system computer, electronic device, or network without the express permission of the technology director or designee. 11. Users are prohibited from engaging in unauthorized or unlawful activities, such as “hacking” or using the computer network to gain or attempt to gain unauthorized or unlawful access to other computers, computer systems, or accounts. 12. Users are prohibited from using another individual’s ID or password for any technological resource without permission from the individual. Students must also have permission from the teacher or other school official. 13. Users may not read, alter, change, block, execute, or delete files or communications belonging to another user without the owner’s express prior permission. 14. Employees shall not use passwords or user IDs for any data system (e.g., the state student information and instructional improvement system applications, timekeeping software, etc.) for an unauthorized or improper purpose. 15. If a user identifies a security problem on a technological resource, he or she must immediately notify a system administrator. Users must not demonstrate the problem to other users. Any user identified as a security risk will be denied access. 16. Teachers shall make reasonable efforts to supervise students’ use of the Internet during instructional time. 17. Views may be expressed on the Internet or other technological resources as representing the view of the school system or part of the school system only with prior approval by the superintendent or designee. C. RESTRICTED MATERIAL ON THE INTERNET The Internet and electronic communications offer fluid environments in which students may access or be exposed to materials and information from diverse and rapidly changing sources, including some that may be harmful to students. The board recognizes that it is impossible to predict with certainty what information on the Internet students may access or obtain. Nevertheless school system personnel shall take reasonable precautions to prevent students from accessing material and information that is obscene, pornographic, or otherwise harmful to minors, including violence, nudity, or graphic language that does not serve a legitimate pedagogical purpose. The superintendent shall ensure that technology protection measures are used as provided in policy 3226/4205, Internet Safety, and are disabled or minimized only when permitted by law and board policy. The board is not responsible for the content accessed by users who connect to the Internet via their personal mobile telephone technology (e.g., 3G, 4G service). D. PARENTAL CONSENT The board recognizes that parents of minors are responsible for setting and conveying the standards their children should follow when using media and information sources. Accordingly, before a student may independently access the Internet, the student’s parent must be made aware of the possibility that the student could obtain access to inappropriate material while engaged in independent use of the Internet. The parent and student must consent to the student’s independent access to the Internet and to monitoring of the student’s e-mail communication by school personnel. In addition, in accordance with the board’s goals and visions for technology, students may require accounts in third party systems for school related projects designed to assist students in mastering effective and proper online communications or to meet other educational goals. Parental permission will be obtained when necessary to create and

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manage such third party accounts. E. PRIVACY No right of privacy exists in the use of technological resources. Users should not assume that files or communications created or transmitted using school system technological resources or stored on services or hard drives of individual computers will be private. School system administrators or individuals designated by the superintendent may review files, monitor all communication, and intercept e-mail messages to maintain system integrity and to ensure compliance with board policy and applicable laws and regulations. School system personnel shall monitor online activities of individuals who access the Internet via a school-owned computer. F. PERSONAL WEBSITES The superintendent may use any means available to request the removal of personal websites that substantially disrupt the school environment or that utilize school system or individual school names, logos, or trademarks without permission. 1. Students Though school personnel generally do not monitor students’ Internet activity conducted on non-school system devices during non-school hours, when the student’s online behavior has a direct and immediate effect on school safety or maintaining order and discipline in the schools, the student may be disciplined in accordance with board policy (see the student behavior policies in the 4300 series). 2. Employees Employees’ personal websites are subject to policy 7335, Employee Use of Social Media. 3. Volunteers Volunteers are to maintain an appropriate relationship with students at all times. Volunteers are encouraged to block students from viewing personal information on volunteer personal websites or online networking profiles in order to prevent the possibility that students could view materials that are not age-appropriate. An individual volunteer’s relationship with the school system may be terminated if the volunteer engages in inappropriate online interaction with students.

Key/Electronic Lock Procedure & Guidelines As an employee with PCS, the employee accepts all responsibilities associated with the issuance of any and all keys/electronic cards/numbers and will, to the utmost of their abilities, protect the security of such against damage, loss, theft and duplication. Should a key/electronic card be damaged, lost, or stolen, the following fee schedule will apply: Master Key $150 each; Classroom keys and Electronic cards $10.00 first offense; desk and file cabinet keys $10.00 each.

Conflicts of Interest If you are assigned to a position requiring interaction with or supervision of students, you may not date or otherwise enter into a personal relationship with any student in the school system. You are strongly discouraged from accepting gifts or favors from any students. You may not work in the same work group or office where you would be under the supervision of an immediate family member unless recommended by the Superintendent and approved by the Board. Employment of family members not under the supervision of a relative is allowed elsewhere. Immediate family is defined as wife, husband, mother, father, brother, sister, son, daughter, mother- in-law, father-in-law, brother-in-law, sister-in-law, grandmother, grandfather, grandson, granddaughter, stepmother and stepfather. You may not work in the same work group, office, or school where you would be under the supervision of a person with whom you have a personal relationship or are dating.

Harassment/Bullying The Person County Board of Education is committed to providing a nondiscriminatory environment that is conducive to learning. To this end, the Board specifically prohibits harassment on the basis of race, religion, sex, ethnicity, national origin or disability. This policy is in addition to the Board’s Sexual Harassment policy. Harassment means any offensive verbal, nonverbal, or physical conduct that is sufficiently severe, persistent or pervasive to interfere with a student’s ability to participate in or benefit from an educational program or activity, or to alter the conditions of an employee’s employment and create a hostile working environment. Prohibited conduct may include, but is not limited

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to, abusive jokes, insults, slurs, name-calling, threats, bullying or intimidation. Harassment can be a type of unlawful discrimination. Harassment is unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends the victim and results in a hostile environment for the victim. Harassing behavior may include but is not limited to epithets, derogatory comments or slurs and lewd propositions, assault, impeding or blocking movement, offensive touching or any physical interference with normal work or movement, and visual insults, such as derogatory posters or cartoons. Legitimate age-appropriate pedagogical techniques are not considered harassing behavior. Bullying is a form of harassment. Bullying means the repeated intimidation of others by the real or threatened infliction of physical, verbal, written, electronically transmitted or emotional abuse or through attacks on the property of another. Bullying may include, but is not limited to, verbal taunts, name-calling and put-downs, extortion of money or possessions, implied or stated threats, and exclusion from peer groups. The hostile environment can be created through pervasive or persistent misbehavior or a single incident, if sufficiently severe. It is possible for harassment to occur at various levels: between fellow students or co-workers, between supervisors and subordinates, between employees and students, or imposed by non-employees, including visitors, on employees and/or students. Harassment is prohibited at all levels: between students, between employees and students, between peers or coworkers, between supervisors and subordinates, or between non-employees and employees and/or students. Any student who believes that he or she has been harassed in violation of this policy should report such behavior immediately to a teacher, counselor or administrator at his/her school. A school employee who is notified of or otherwise becomes aware of conduct which may violate this policy shall report the matter to the principal, and failure to do so may subject the employee to disciplinary action. Any employee who believes that he or she has been harassed in violation of this policy should report such behavior to the principal, the director for human resources, or the superintendent. Any supervisor who reasonably believes that an employee has been subjected to harassment in the workplace shall report the information promptly to the director for human resources or the superintendent. All complaints of harassment shall be promptly and thoroughly investigated. Evidence of harassment may result in disciplinary action being taken, up to and including dismissal in the case of employees, or up to and including long-term suspension or expulsion in certain cases for students. The Board specifically prohibits retaliation against any individual who makes a complaint or reports an incident of harassment or who participates in an investigation or grievance proceeding initiated under this policy. Nothing in this policy precludes the school system from taking disciplinary action against a student or employee where the evidence does not establish harassment but the conduct otherwise fails to satisfy the school system’s high expectations for appropriate conduct.

Prohibited Conduct on School Property and at School Events In an effort to promote safe schools, good character, and a safe working environment, and to reduce the opportunities for disruption of or interference with school and school-related activities, while preserving the school grounds for their intended purposes and promoting the basic educational mission of the schools, the following conduct shall be prohibited at all times on school grounds and at all school-related events: 1. Profane, lewd, obscene or offensive conduct, including the use of profane, lewd, obscene or offensive language 2. Conduct that creates a material and substantial disruption of school activity or appropriate discipline in the operation of the school or the rights of students 3. Rude or riotous noise or conduct 4. Disorderly or assaultive conduct 5. Defacing public property 6. Commission of any nuisance 7. Threatening the health or safety of others 8. Any other conduct that violates any applicable laws or policies of the Board Staff or any other individuals who engage in such conduct are subject to immediate expulsion from school property or from a school-related activity. Where appropriate, individuals engaging in such conduct may be subject to arrest and prosecution. For purposes of this Policy statement, “school property” shall include school parking lots,

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auditoriums, gymnasiums, athletic fields, buildings, school buses, and all lands surrounding such places that are school property.

Conduct of Employees toward Students All employees of the Person County Board of Education, student teachers, and contractors hired to perform instructional or professional services are prohibited from dating, courting, or entering into a romantic or sexual relationship with any student enrolled in the Person County Public School System, regardless of the student’s age. Employees engaging in such inappropriate conduct will be subject to disciplinary action up to, and including, dismissal. Any employee who has reason to believe that another employee is inappropriately involved with a student, as described above, shall report this information to the Director for Human Resources. An employee who fails to inform the Director for Human Resources of a reported or suspected inappropriate relationship between an employee and a student may be subject to disciplinary action.

Student Safety and Supervision Employees have a duty to provide reasonable supervision of students. Employees shall be alert at all times and, at a minimum, immediately report situations that may pose a threat to the safety of students or any other person on school system property, at school events or any other situation in which students are under the authority of school employees. Employees with personal knowledge or actual notice of a student altercation are expected to take reasonable measures to maintain a safe school environment. Reasonable measures include but are not limited to issuing verbal directives to end the altercation, immediately reporting the situation to the administration or other appropriate authority, using reasonable force, and removing bystanders from the immediate area. For purposes of this policy, reasonable force is the use of limited physical contact or restraint to the extent necessary to reestablish a safe environment. Employees shall follow any additional instructions or guidance from supervisors in implementing this policy, and shall comply with Board Policy 4302 Rules for Use of Seclusion and Restraint in Schools.

Use of Seclusion and Restraint Person County Board of Education Board Policy promotes the safety of all students, staff, and visitors in its schools. To further this Policy, school personnel may, in compliance with N.C.G.S. §115C-391.1 and state and local policies and procedures, employ reasonable restraint or seclusion techniques with students. Copies of this Policy and the law will be provided to school personnel at the beginning of each school year. In accordance with the Policy and procedures, school personnel shall promptly notify the principal or principal’s designee of any use of aversive procedures, prohibited use of mechanical restraint, use of physical restraint resulting in observable physical injury to a student, and/or any prohibited use of seclusion or seclusion that exceeds 10 minutes or the amount of time specified on a student’s behavior intervention plan. Notification should be by the end of the work day, but must be no later than the end of the next work day. No employee of the Person County Public Schools System shall retaliate against another employee for making a report alleging a prohibited use of seclusion, restraint, or aversive techniques, provided, however, an employee may be disciplined for making such a report if the employee knew or should have known that the report was false.

Reporting Information to the Principal and External Agencies It is the policy of the Board, in serious matters relating to the safety and welfare of students and employees, that certain actions and information is reported to external agencies as required by law or regulation. All school employees, including substitute teachers, student teachers, and volunteers, must immediately report any act of violence or inappropriate use of seclusion and restraint in school, on school property, or at school-sponsored events to the principal or his/ her designee. Acts that should be reported are all those known or believed to be violent and/or in violation of corporal punishment guidelines. The principal has other reporting obligations that are outlined in board policy and state law following adjudication. Following receipt of the report, the Superintendent or designee shall review the situation and shall take any additional action deemed appropriate at that time. Failure by an employee to comply with the requirements of this policy may result in disciplinary action up to and including dismissal. A copy of this policy will be distributed to each employee at the beginning of each school year.

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WORK ENVIRONMENT AND PROCEDURES Workday Hours, Timesheets, Payroll, and Absenteeism Fair Labor Standards Act Compliance

It is the policy of the Person County Board of Education to comply with the wage and hour requirements of the Fair Labor Standards Act (FLSA) for all applicable employees. For purposes of compliance with the FLSA the employee workweek shall be from 12:01 a.m. Monday to 12 midnight Sunday. In accordance with FLSA, employees are required to report the exact hour and minute that work starts and ends at any point during the workday.

Time Keeper Computerized Payroll System

Person County Schools processes payroll for over 625 employees. The school system and finance department are required by state law and Fair Labor Standards Laws to maintain proper and accurate accounting records. In order to meet these demands efficiently and accurately and reduce paperwork and human error, Person County Schools has moved to a computerized payroll system. Each employee will have a unique ID and PIN number. Employees should not share these numbers with anyone. Only the employee shall sign themselves in to the Time Keeper payroll system. Any changes will be processed by the school payroll secretary.

Workday and Overtime

It is the policy of the Person County Schools to abide by all applicable sections of the Fair Labor Standards Act (FLSA) and its later amendments. This overtime policy is applicable to all employees of the Person County Schools who are covered under the provisions of the Fair Labor Standards Act. The school district’s intention is to assure good faith compliance with FLSA to the extent applicable to the Person County Schools. All matters of the “work day and overtime” are governed by Person County Schools Board of Education Policy 7500. 1. Exempt: All employees classified as “Exempt” from the overtime provisions of the Fair Labor Standards Act are paid for the accomplishment of assigned accountabilities rather than being paid for the number of hours worked in a work week. For example, a full-time exempt employee would be expected to work a 40- hour week at a minimum. Hours in excess of 40 including time worked for parent-teacher conferences, staff meeting and professional development, by an exempt employee performing work that is usual and customary is considered “accomplishment of assigned accountabilities” for which there is no additional compensation whether in time off or pay. The category of “exempt” employees includes but is not limited to teachers, administrators, school nurses and certain supervisory staff. Professional development and staff meetings called by the principal and/or superintendent are considered mandatory. 2. Non-Exempt: All employees classified as “Non-Exempt” from the overtime provisions of the Fair Labor Standards Act must be paid for overtime hours worked or given compensatory time off. Overtime is paid or compensatory time given to non-exempt employees for hours in excess of 40 hours actually worked in a work week. However, work schedules can be reduced within a week to offset extra hours worked earlier in the week so as not to exceed 40 and thereby avoid an “overtime” situation. Compensatory time may be accumulated to a maximum of sixty (60) hours. The work week for all school employees except the maintenance department begins Sunday at 12:01 a.m. and ends the following Saturday at 12:00 midnight. For maintenance department employees the work week begins Saturday at 12:01 a.m. and ends the following Friday at 12:00 midnight. The category of “non-exempt” employees includes but is not limited to teacher assistants, custodians, school food service workers and certain office support employees.

Approval to Work Overtime

No overtime hours will be worked by non-exempt employees unless approved in advance by the employee’s supervisor and, when for overtime pay, the overtime must be approved by the Finance Office. Work by a non-exempt employee who has not been requested by management but is nonetheless endured or permitted is still considered work time by FLSA. Therefore, no non-exempt employee will work, without the appropriate approval, prior to or after regularly scheduled hours, because such time would be considered overtime when in excess of 40 hours in the work week, even though the work had not be specifically authorized.

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Supervisors are responsible for ensuring that overtime hours are authorized, recorded, and properly documented for compensatory time off or overtime pay in accordance with the established record-keeping forms and instructions. Non- exempt employees working beyond the normal work week without specific approval, and supervisors who permit this to occur, will be subject to disciplinary action.

Teacher Assistant Workday and Hours

A principal shall set the workday for teacher assistants, not to exceed 33.75 hours per week. Teacher assistants shall strictly follow the working hours set by the principal. The 33.75-hour workweek includes time spent attending school or school personnel functions, which the employee is requested to attend by his/her supervisor.

Teacher Workday and Hours

In order to protect student safety, provide proper supervision, and meet the needs of students and the school, a teacher’s minimum workday shall begin at least 15 minutes before the students’ instructional day begins. Teachers are expected to remain on campus until their professional responsibilities to the students and school have been completed for the day. Program development, school committees, professional growth activities, PTA meetings, faculty meetings, bus duty, parent conferences, special help for individual students, and care of school property and equipment are examples of professional responsibilities that may occur before or after the regular school day.

Employee Absences

The Board recognizes the vital importance of having a low absentee rate among school personnel in order to provide consistent services and instruction to students. Regular attendance is a duty of employment and an essential function of the job for all school system employees. All employees are expected to comply with all applicable absence procedures, including the reporting of absences. Any leave taken beyond the amount to which the employee is entitled under state and federal laws and regulations will be considered in assessing the employee’s performance (Policy 7501). Absences in excess of the entitled legal leave (which does not include donated leave) may result in dismissal from service. Additional absences beyond the employee’s entitled legal leave may be granted if such an allowance is determined to be in the best interest of the school system. However, the additional leave taken will be considered by the school system when annually assessing the employee’s job performance. To the extent permitted by law the school system may consider chronic absences, which do not exceed an employee’s legal leave amount in assessing the employee’s job performance. To the extent permitted by law, an employee absent without approval or authorization shall be subject to dismissal.

Procedures for Reporting Absences

An employee should follow his/her supervisor’s instructions for reporting absences and should submit a written leave request form no later than his/her first day back to work. Absences of more than three days must be reported to Human Resources for proper leave processing. An employee who does not call in to report his/her absence in a timely fashion may be subject to disciplinary action. An employee who repeatedly fails to call his/her supervisor in a timely manner when absent jeopardizes his/her job and shall be subject to disciplinary action up to and including dismissal.

Substitute Procedures In addition to following the procedures for notification set forth by an employee’s school or work site, these are the procedures for using the automated substitute system. Please note that registering an absence with the automated substitute placement service does not excuse an employee from also contacting his/her school or work site to report an absence. It is the employee’s responsibility to make sure that he/she follows all procedures established by the school or work site when calling in an absence.

AESOP Automated Substitute Placement Service

Person County School System uses a web and phone based automated substitute placement service (AESOP) to fill all teacher and special program teacher assistant absences. Users register their absences at any time, either by logging onto the web or by calling a toll-free number. Substitutes can search for available assignments in real time either by logging onto the web

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or by calling a toll-free number. AESOP will also call substitutes based on preference lists established by our schools. AESOP provides advantages for teachers, site administrators, and substitutes. Teachers can register absences and leave messages for substitutes 24 hours a day, 7 days a week. Teachers and special program teacher assistants can register their absences for the entire school year in advance of their absence. By logging on to http://www.aesoponline.com teachers can find out if their absence is still open or, if filled, who has been assigned. Principals can create preferred lists of substitutes based on need and staff preference. Site administrators and support personnel can find out who will be absent from their building and who will be filling the position. Principals can also run absence reports for their school as needed. Substitutes can log on to the web or call a toll free number at any time to check for open jobs and indicate their availability by day of the week.

Substitute Teachers - Requirements and Expectations

The Principal/designee is responsible for: 1. Ensuring all employees are accessing Aesop to secure substitute teachers when absent. This includes all employees (teachers, student support personnel, and teacher assistants). 2. Reporting all payroll data. 3. Providing special instructions; e.g. provisions for parking, special duties, general schedule of activities, fire drills, etc. 4. Seeing that the regular teacher’s lesson plans or other instructions are available. 5. Ensuring familiarity with procedures for reporting pupil absences, lunches, collection of monies, etc. The Regular Teacher is responsible for: 1. Requesting substitute when absent. 2. Providing appropriate lesson plans and other instructions needed to assure continuity of instruction. 3. Providing teaching guides and other instructional aides for the substitute. 4. Preparing other employees/students to assist the substitute in locating materials, lesson plans, daily schedule, room care, assignments, etc. 5. Informing students of the importance of the substitute teacher’s services.

Substitute Teacher Folders

To enable substitute teachers to provide better services to students during planned and/or emergency teacher absences, all regular teachers are expected to prepare a substitute teacher folder. This folder should be submitted to the principal (or designee) at the beginning of each school semester. The folder is to be updated periodically as necessary. As applicable, the folder should include the following information for each class/group: ❑ Attendance Procedures ❑ Roll(s) ❑ Seating chart(s) ❑ Appropriate, easy-to-implement plans/back-up plans ❑ Texts, guides, manuals, answer sheets, equipment, etc. ❑ Necessary forms for students and teachers ❑ Emergency routes/procedures ❑ Daily schedule for students and teacher (pull-out programs, etc.) ❑ Faculty handbook (map, school goals, etc.) ❑ Discipline/management procedures (group and/or individual plans) ❑ Names of designated student helpers ❑ Names of designated teachers, assistants, and administrators who can assist ❑ Medical or physical problems/procedures ❑ Keys (if school permits) and information on how to secure the room ❑ Hall passes for the bathroom, phone, etc. ❑ Instructions on where to leave students’ work ❑ Lunch procedures, money, etc. ❑ Accident procedures, reports ❑ Duties, expectations for assistant, student teacher, and substitute teacher, including extra duties ❑ Phone number of absent teacher ❑ Name of substitute designee in the office with whom substitute is to check in/out Please note: For short term absences, if an effective Substitute Teacher Folder is not available, other school personnel will need to provide the lesson plans and other information necessary to maintain the integrity of the instructional curriculum. Employees, including teachers, who are on medical or other approved long-term leave cannot

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be required to perform work (i.e. lesson plans, interim reports, grades, IEP meetings, etc.). For long-term situations, if the teacher has not left adequate information for the substitute, the responsibility falls upon the individual teams, department chairs and other staff members to provide the necessary lesson plans.

Substitute “Do Not Use” Requests

In the event that a substitute does not work out at a particular school, the school administrator should send a request to the Human Resources office requesting that the substitute’s name be removed from the list of available substitutes for their school. Person County School System procedures call for the dismissal of any substitute teacher who receives more than two unsatisfactory requests from any school in the system. The requests are cumulative and are carried from year to year. Following the receipt of the first “Do Not Use” request, the Teacher Support Coordinator/Substitute Teacher Coordinator will send a letter to the substitute informing him/her of the request. If a second “Do Not Use” request is submitted to Human Resources, the letter will inform the substitute that his/her continued status as a substitute is in jeopardy and that his/her services as a substitute will be terminated if one more “Do Not Use” notice is received. Prior to submitting the “Do Not Use” request, the school administrator will inform the substitute of the action that is about to take place. The substitute may submit a letter of rebuttal to the Teacher Support Coordinator in the Human Resources Office. Any concerns regarding the Teacher Support Coordinator’s decision need to be directed to the Director of Human Resources. While an important action in protecting the integrity of the educational environment for students, “Do Not Use” requests are not common. The vast majority of substitute teachers remain on the substitute list from year to year in good standing.

Assignments and Transfers The principal or other appropriate administrator will make specific assignments in keeping with the qualifications of each employee and the needs of the program. Instructional personnel shall be assigned by the Human Resources Department after considering recommendations of the proposed principal or other immediate supervisor on the basis of training, competence, experience, and the actual needs of the school system. Standards of employment for an individual shall reflect his or her professional status.

Assignment and Transfer — Classified

The reassignment and transfer of classified personnel may be necessary under certain conditions. Transfers may be self- initiated (at the request of the employee) or administration initiated (employer directed based on administrative determination). The salary impact of the transfer of a classified employee will depend on whether the move is a promotion, lateral transfer or a move to a lower or higher pay grade. Generally, self-initiated transfers for classified employees may not occur during the school year unless such a transfer would result in a promotion for the employee or is considered to be in the best interests of the school district. The actual date of transfer must be agreed upon by the losing and gaining administrators, but the date should not extend beyond fourteen (14) days after the transfer has been approved by the Director of Human Resources.

Assignment Transfer — Licensed

The reassignment and transfer of licensed personnel may be necessary under certain conditions. Transfers may be self- initiated (at the request of the employee) or administration initiated (employer directed based on administrative determination). As a rule, self-initiated transfers of licensed employees will not occur during the school year. Self-initiated transfers will not occur after June 30 for the following school year unless both the losing and gaining administrators agree and the transfer is approved by the Director of Human Resources. The actual date of the transfer must be agreed upon by the losing and gaining administrators, but the date should not extend beyond thirty (30) days after the transfer has been approved by the Personnel Office.

Transfers Request for Students of Staff Members Permanent employees assigned to a particular school on a full-time basis are allowed to enroll their children in the school where they serve. Itinerant teachers have the option of

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choosing to send their children to their assigned home base school; however, itinerant personnel should be aware that home base assignments could change often based on the best interests of the school system. Teachers who wish to avail themselves of this opportunity must annually request, in writing, permission for an exception to the Board’s attendance zone policies. The earlier the requests are made, the more helpful they will be to principals who must organize their schools. Teachers whose home base is the central services are not eligible for this benefit. Requests from employees for out-of-district school attendance should be submitted annually for their children prior to June 1. The following guidelines are in effect: 1. A written request must be made to the superintendent prior to June 1. 2. Permission will be granted for one year only and must be made annually if you wish for your children to attend school where you are employed. 3. Once permission is granted, a change in schools cannot be made for that one one-year period. 4. Once the child no longer is promoted to a grade beyond the parent’s base school, the child must attend a school based on the parent’s legal domicile. This means, for example, that a teacher employed at a northern area elementary school but who lives in a southern area attendance zone must send his/her children to Southern Middle School. 5. Itinerant personnel have the option of sending their children to their home base school. Such personnel should be aware that home base assignments could change often based on the best interests of the school system. 6. This privilege is allowed only for permanent employees assigned to a particular school. Itinerant teachers have the option of choosing to send their children to their assigned home base school. Note that if employee assignments change, the particular school the child attends will need to be adjusted as well. If an employee is transferred during the school year, the child’s assignment can remain at current school until the end of the academic school year. All Person County Schools employees may take their children to the schools where they work as long as their enrollment does not contribute to the overcrowding of a particular school. Personnel must send a written request to the Superintendent’s office by June 1 if they want to enroll their children in schools where they are employed.

Evaluations Evaluation – Licensed Personnel

The Person County Board of Education believes that a strong relationship exists between the quality of education afforded students and the competency of professional personnel employed by the school system. The Board attaches a high priority to securing the most competent personnel available and, once they are employed, in assisting them in their professional growth and development throughout their careers. The Board regards a rigorous personnel evaluation system as a critical and essential part of professional growth. The Board believes that the primary purposes of any good personnel evaluation system are: • To improve instruction this leads to improved student achievement, • To provide opportunities for professional growth and development of staff, and • To provide the basis for making employment decisions. Pursuant to G.S. 115C-333(a), beginning teachers and temporary contract teachers must be formally observed at least three (3) times each year by the principal or principal’s designee and at least one (1) time each year by a teacher and must be evaluated at least once each year by a principal. Teachers with more than three consecutive years of employment may be evaluated on any of the evaluation cycles at the discretion of the district. Teachers, student services personnel and media specialists who have attained career status in the Person County Schools are to be evaluated according to the appropriate instrument adopted by the State Board of Education.

Evaluation – Classified Staff

The Person County Board of Education places a high priority on hiring the most competent personnel available and on assisting them to develop throughout their term of employment. Classified employees, who are at-will employees, should be evaluated no less frequently than once each fiscal year. Additional appraisals may be conducted at any time deemed necessary by the evaluator. The evaluator and the employee must sign to indicate that the employee has read and discussed the completed evaluation.

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Teacher Evaluation Instrument

The PCS adopted the Teacher Evaluation Process during the 2010-2011 school year, and all observations, evaluations, and teacher rating summary forms will now be completed on-line. See http://ncees.ncdpi.wikispaces.net/NC+Teachers. This process is designed to assess the teacher’s performance in relation to the North Carolina Professional Teaching Standards and to design a plan for professional growth. The Rubric for Evaluating North Carolina Teachers, State Board Policy TCP-C-004 which describes the new teacher evaluation process, and a schedule for completing all the components of the evaluation process can be found on the internet at http://ncees.ncdpi.wikispaces. net/NC+Teachers.

Performance Improvement Plans

Licensed Employees: A Performance Improvement Plan refers to any written strategy designed to help an employee improve or gain even greater competence. This includes Professional Development Plans (PDPs) and Action Plans. North Carolina General Statute 115C-333 and Board of Education Policy 7811 require an action plan for any licensed employee who receives a rating of “developing” or “not demonstrated” on any function of the employee’s performance evaluation, unless the Superintendent recommends dismissal, demotion or non-renewal of the employee. Under state law, teachers are required to enter into the Superintendent’s plan for professional development. (Reference: General Statue 115C-307 (e); General Statue 115C-333; Board of Education Policy 7811) The PDP shall be developed or reviewed three times annually near the beginning of the year, mid-year and at the end of the year. For first year Beginning Teachers (BT) and first year probationary teachers, PDPs shall be developed after the first observation.

Teacher Dismissal and Non-Renewal of Probationary Teachers

A. Recommendation for Termination If an employee’s performance is “developing” or “not demonstrated,” the person directly responsible for his/her supervision shall work with him/her in an effort to correct the situation, pointing out specific deficiencies and offering positive suggestions for improvement whenever practicable before recommending to the Superintendent that the employee be dismissed. The reasons for dismissal shall be clearly delineated and unsuccessful efforts to remediate the employee’s performance shall be documented. Only the Superintendent shall make a recommendation to the Board for the dismissal of an employee. B. Termination of Employment The board, upon recommendation of the superintendent, may refuse to renew the contract of any non-career status teacher for any cause it deems sufficient, so long as the cause is not arbitrary, capricious, discriminatory, prohibited by state or federal law, or for personal or political reasons. If the superintendent decides to recommend nonrenewal of a non-career status teacher, the superintendent shall provide written notice of the recommendation no later than June 1. The teacher may, within 10 days of receipt of the superintendent’s recommendation, request written notice of the reasons for the superintendent’s recommendation for nonrenewal and the information that the superintendent may share with the board to support the recommendation for nonrenewal. If a teacher files a timely request, the superintendent shall provide the requested information, and the teacher will be permitted to submit supplemental information to the superintendent and board prior to the board’s decision. A non-career status teacher has the right to petition the board for a hearing no later than 10 days after receiving notice of the superintendent’s recommendation for nonrenewal. If the teacher requests a hearing, the board chair and vice chair will confer and determine whether such a hearing will be granted. If the chair and vice chair cannot agree, a hearing will be granted. The board will notify the teacher of its decision whether to grant a hearing. The board will notify the non-career status teacher whose contract will not be renewed for the next school year of its decision by June 15. If, however, a teacher is granted a hearing, the board will provide the nonrenewal notification within 10 days of the hearing or such later date upon the written consent of the superintendent and teacher.

Classified Employees:

Any classified employee who receives an overall performance rating below a “satisfactory” level on his/her performance evaluation must participate in a performance improvement plan designed to improve the employee’s performance in the deficient area(s).

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Personnel Files Maintenance and Content of Personnel Files

A personnel file is maintained in Human Resources for each employee as provided by law. An employee’s personnel file shall be open for his/her inspection and closed to all others without employee consent except as provided by law and Board Policy. Every employee may have access to his/her own personnel file at all reasonable times at the Human Resources office. Unless otherwise provided in Board Policy, the personnel file shall include any complaint, commendation, or suggestion for correction or improvement about the employee’s professional conduct. The complaint, commendation, or suggestion shall be signed by the person who makes it and shall be placed in the employee’s file only after five (5) days’ notice to the employee. Any denial or explanation relating to such complaint, commendation, or suggestion that the employee desires to make shall be placed in the file. Any employee may petition the local board of education to remove any information from his personnel file that he deems invalid, irrelevant, or outdated. The board may order the Superintendent to remove said information if it finds the information is invalid, irrelevant, or outdated.

Removal of Information from Personnel File

Personnel files for each employee are maintained in the Personnel Office. Any employee wishing to review his/her personnel file should call the Personnel Office to schedule an appointment. Every employee may have access to his/her own personnel file except pre-employment data, during working hours, provided reasonable notice is given to the Personnel Office. (Reference: North Carolina General Statute 115C-307(e); 115C-325 (b); 115C-319, 320 and 321; Board of Education Policy 7820).

Employee Complaints and Grievances Complaints

Employee complaints or concerns should first be brought to his/her immediate supervisor. If the complaint cannot be resolved satisfactorily at this level, the employee should then contact the individual who evaluates his/her immediate supervisor. Human Resources - reviews complaints related to violations of Board Policy and/or state and federal laws and regulations.

Grievances

The Person County Board of Education encourages the administration to attempt actively to resolve differences and to reduce the potential sources of conflict among employees. Open, effective channels of communication among all employees, administrators and the Board shall be established and maintained. Any employee who has a grievance against the school district shall have the opportunity for an orderly presentation and impartial review of the grievance. Additional details on procedures are included in Policy Code 1750/7220.

TEACHER AND EMPLOYEE DUTIES AND RESPONSIBILITIES Responsibilities and Duties

A teacher’s responsibilities may include professional responsibilities, instructional duties, non- instructional duties and extra-curricular duties. It is an essential function of the job for any teacher assigned a class load to teach classes of students at least 50% of the school day. Please refer to Board Policy for a full explanation of these responsibilities and duties.

Instructional Planning

Instructional delivery plays a crucial part in the attainment of educational goals and objectives. Well-prepared lesson plans help ensure superior delivery of the curriculum program. Each teacher shall prepare daily lesson plans based on the current statewide instructional standards and applicable curriculum and instructional guides developed by the school system. The following criteria should be followed regarding lesson plans: 1. Daily lesson plans should be accessible to the school principal at any time during the school day. 2. Teachers shall maintain lesson plans for one year in order to allow the teacher and supervisory staff the opportunity to assess instructional delivery and evaluate whether there are gaps in the curriculum.

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3. When planning lessons, teachers must consider: a. specific outcomes and objectives that relate to the curriculum; b. planned activities, instructional strategies and special materials; c. effective use of technological resources; d. activities to address individual student needs; e. assessment/evaluation criteria; and f. evidence of curriculum alignment and continuity of the instructional program. Teachers are responsible for seeking clarification whenever they are unsure about the requirements of this policy. Pursuant to the school improvement plan, every full-time assigned classroom teacher must be provided duty-free instructional planning time, with the goal of providing an average of at least five hours of planning time per week. Principals are responsible for ensuring compliance with this policy. Staff development opportunities should be provided, as necessary, to facilitate compliance.

Duty to Drive a School Bus: Teacher Assistants/School Nutrition Employees

All teacher assistants and school food service employees shall be required to obtain a bus license at the earliest available bus training session and be willing to drive a school bus either as a substitute driver or as a full time driver after obtaining the bus license. This duty shall be considered an essential function of these positions. The Superintendent or designee has the discretion to exempt employees on a yearly basis from the general requirement that all teacher assistants and school food service employees be licensed and willing to drive a school bus. Exemptions will be granted only in extraordinary cases and only if the exemptions will not have an adverse impact on the school system’s ability to transport students. The burden is on the applicant or employee to show that extraordinary circumstances warrant an exemption. The applicant or employee must submit the reasons for exemption in writing to the Superintendent or designee. In the case of a disability, the applicant or employee must submit medical documentation establishing that a disability prevents the individual from driving a school bus. The Superintendent or designee will review the submitted materials, determine whether an exemption is warranted and notify the individual in writing of the decision.

Identification Badges

All permanent or interim employees are expected to visibly display, attached to their person, the approved Person County Schools photo identification badge while on any property owned or leased by the Board, during school hours or at any time the employee is acting in the course and scope of his/her employment with the Board. Identification badges will be provided by the school district upon employment and remain the property of the Person County Schools. Persons who leave employment with the Person County Schools are required to turn in their ID badge to their immediate supervisor. Replacement of lost badges shall be made at the employee’s expense, and can be obtained by calling the Personnel Office at 599-2191. Permanent part-time and permanent full-time employees of the Person County Schools who show a valid employee identification card shall be admitted free of charge to all school events held in Person County. Free admission, based upon the categories described above, will not be honored at play-off, tournament, or endowment contests.

Public School Works

(Online Health and Safety Training) As a school district, we are fully committed to the health and safety of all faculty, staff, students and visitors. The district believes that occupant safety and a healthy environment are important factors in the functioning of the total educational program, making the district schools a better place to learn and work, creating positive relationships with the district customers and stakeholders, and preparing students to be responsible citizens and to work safely in the community. As part of the district’s ongoing program to meet this safety commitment, comply with regulatory requirements, and contain health care costs, we have implemented a comprehensive safety and regulatory compliance program called Public School WORKS. This program has been built by public school officials specifically for public schools. This system will improve our health and safety programs and thereby help us gain greater control of our healthcare costs – which will mean more dollars available in the district for new benefit, safety and educational programs. Public School WORKS provides integrated online programs and services that minimize environmental, health and safety risks to our district community, including: • Online reporting of employee accidents, blood/chemical exposures, safety hazards, and more.

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• Online staff safety training. • Online access to district safety plans, procedures and forms. Public School WORKS will help us: • Drive down our Workers’ Compensation costs. • Keep our employees at work. • Lower our healthcare expenses. • Reduce our time and effort to complete required tasks. • Sustain an effective safety and regulatory compliance program. ONLINE TRAINING PROCEDURES 1. Go to our district website (http://www.person.k12.nc.us/) 2. Then click on the “Employees” Tab 3. Then click on the “Health & Safety” link on the right 3. Then click on “Safety Training Online” 4. Enter your user name and password following the directions shown on the login screen. (User Name: Last Name followed by first initial of your first name — Password: Last four digits of your social security number) 5. You will be brought to a screen titled: “Your Login Info.” If you do not see the “Your Login Info” screen, follow the directions on the “Login Help” screen. If you have any problems or need further help, call 1-866-724-6650, option 4. It is very important that the information shown on the “Your Login Info” screen is accurate. Make any changes needed and then click on the button: “Click here when correct.” 6. You will be brought to a screen titled: “Your Course List.” This screen shows you all the courses in which you have been enrolled. If there are no courses shown, then you are not currently required to complete any training. For further information about this screen, click on the “Help” button. 7. For each course shown, click on “Enter Class.” 8. When you are ready to logout, you will click logout which is located in the upper left corner of the page. After you successfully complete each course and associated test, the course will be removed from your course list. If you fail a test, you can retake the test until you obtain a passing grade. Your failures will not be shown on your transcript. If you have any questions, please do not hesitate contacting the Human Resources Department.

Professional Development

The Person County Schools encourages each employee to use all available opportunities for professional development. Specialized training sessions, in addition to credit renewal opportunities, are made available to employees. All school-based professional development and CEUs are managed through the Human Resources Management System. My Learning Plan (www. mylearningplan.com) is the online system that will house all PD that employees attend whether it is a school level or district level PD that the administrator enters OR an outside PD that the employee enters. It is the employee’s responsibility to register for Professional Development required by principal and/or district. Once registered and attendance is validated, the employee will complete the evaluation of the PD for the CEUs to automatically drop into the employee’s CEU history. An employee, who wishes to sponsor a workshop for renewal credit, must request prior approval by entering the Professional Development session information into the My Learning Plan system (www.mylearningplan.com).

EMPLOYEE BENEFITS: HEALTH & SUPPLEMENTAL Benefits Enrollment Benefits Enrollment

All employees are required to complete the paperwork for employment and benefits. Failure to complete the paperwork may negate or delay an employee’s eligibility status for benefits and result in a delay in receiving the first or subsequent paychecks. Benefits sessions will be conducted for new employees or to employees who transfer to a position that changes their benefits eligibility.

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Changes in Employee Status/Qualifying Events

Benefit–Election Status Changes: Certain benefit changes for health or dental insurance and flexible benefits are regulated by federal and state agencies. If one of the following qualifying events occurs during the plan year employees may be allowed to change (add, terminate, increase or decrease) current election(s) in Pre-tax benefits. The change must, however, be as a result of one of these events and must be consistent with the change in status. • Marriage • Divorce - Legal Separation - Annulment • Death of spouse or dependent • Birth or adoption of child • Termination or commencement of employment by spouse or dependent • Change from part-time to full-time, or full-time to part-time employment status by employee, spouse or dependent • The taking of an unpaid leave of absence by the employee, spouse or dependent • Attainment of limiting age, change in student status or marriage of dependents • Change in residence or work site of employee, spouse or dependent • Entitlement of Medicare of Medicaid by employee, spouse or dependent • Required, by court order, to provide coverage for child(ren) • Request to stop withholding premiums from paycheck. STATE HEALTH PLAN ONLY. • A significant change in the health premium (at least fifty $50 dollars) benefits in the plan covering spouse and/or dependents. STATE HEALTH PLAN ONLY. When a status change (qualifying event) occurs that alters coverage needs, employees must come to the Personnel Office within 30 days to complete forms and provide required documentation. If unclear, please call the Personnel Office at 599-2191 to determine if a change can be made. Benefits changes cannot be made after 30 days from the date of the qualifying event.

Address/Telephone Change:

Forms for address/telephone changes are available at the employee’s job site and in the Personnel Office. Employees may complete the address/telephone change form at their work location and send to the Personnel Office.

Name Change:

Name change forms MUST BE completed in person in the Personnel Office. Employees must provide appropriate documentation (marriage license, new social security card, court order, etc.) for a name change. Also depending on the position and changes, other forms may be required, for example change in beneficiary or name change on teaching license.

Episode of Violence

Any permanent full-time employee who suffers an injury and is disabled while engaged in the course of his or her employment shall receive full salary if the injury or disability arose from an episode of violence and the employee did not participate in or provoke the violence. The salary shall continue for one year, the continuation of the disability, or the time during which the employee is unable to engage in his or her employment because of the injury, whichever period is shortest. While receiving regular salary under this provision, the employee is not eligible to receive weekly salary benefits under workers’ compensation. However, the employee may receive medical, hospital, drug and related expense payments from workers’ compensation if applicable. The employee is not required to use any paid leave (sick, annual, personal, etc.) if absence is due to an episode of violence. An employee experiencing an episode of violence must complete the same forms as in a Workers’ Compensation claim. The phrase, episode of violence, should be written in the employee’s statement. Refer to the Workers’ Compensation section.

Health Insurance All permanent full-time employees of the Person County Schools are eligible for group insurance. Employees may elect to have their spouse and/or children covered by the same plan by paying a set monthly premium. The additional premium is collected by payroll deduction one month in advance and is handled as a “before tax” salary reduction. For employees who are paid in ten (10) installments, an additional amount is deducted from the employee’s pay check during the months of March, April and May to cover the cost of health insurance premiums during the summer months. Permanent part- time employees working a minimum of twenty

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(20) hours per week may purchase health insurance if they pay the total premium (employee and employer costs). Coverage for Dependents between 19 and 26 On March 23, 2010, the President signed into law the Health Care and Education Reconciliation Act. The provision to allow dependents up to age 26 to remain on the Plan, regardless of student status, will take place at the Plan’s first renewal following six months after the legislation was signed into law. The federal legislation will go into effect for the State Health Plan on July 1, 2011. The North Carolina General Assembly ratified House Bill 1707 which allows dependents enrolled on the Plan as of May 1, 2010 to remain on the Plan if they are under age 26, regardless of their student status. This is provided that the dependent child is not eligible for other employer-sponsored health benefit coverage as a primary beneficiary or spousal dependent. The NC State Health Plan, administered by Blue Cross Blue Shield of NC, offers three PPO plans to eligible employees: ❑ Enhanced 80/20 PPO ❑ Consumer-Directed Health Plan (CDHP) 85/15 PPO ❑ Traditional 70/30 PPO Eligible employees are permanent full-time employees working 30 or more hours per week; permanent part-time employees who are employed at least 50% or employees in a job-share position. Insurance Premiums  Your cost will depend on the plan and coverage you chose. Coverages include Employee Only, Employee + Child(ren), Employee + Spouse and Employee + Family. Eligibility does not guarantee employer contribution towards your premiums. Payroll deductions are available on a pre-tax basis. To view rates, visit the NC State Health Plan at www.shpnc.org or call (888) 234-2416. Enrollment Eligible employees and dependents may enroll within 30 days of hire or qualifying life event via the HR InTouch website. Open enrollment is available as determined by the NC State Health Plan. Current open enrollment is October 1, 2016 with a plan effective January 1, 2017-December 31, 2017. Contact the Personnel Office with questions concerning insurance or contact the customer service section of the appropriate- ate insurance company.

Flexible Benefits Person County Schools’ permanent full-time employees are offered a flexible benefits plan. This plan offers employees an opportunity to save money by paying for non-reimbursed medical expenses, dependent care expenses, dental, supplemental hospital and cancer insurance with pre-tax dollars. Supplemental disability insurance is offered only on an after-tax basis. Annual enrollment is required by May 6 each year. The effective date of coverage is July 1. New employees may enroll within thirty (30) days from the date of hire. Coverage will begin on the first day of the month following enrollment. Once enrolled, NO changes in coverage options may be made during the plan year for pre-tax coverage unless there is a benefit election status change/qualifying event. Additional information is available from the Personnel Office. Note: Employees must re-enroll in flexible spending accounts (medical and dependent care) each year. Other flexible benefits plans will carry over from year to year. Important Facts: • The plan year for Colonial Insurance products and Spending Accounts lasts from July 1 through June 30. The plan year for Assurant Dental and Superior Vision lasts from July 1 through June 30. • Deductions for Colonial Insurance products and Spending Accounts will begin July. • Deductions for Assurant Dental and Superior Vision will begin in June. • If signing up for any coverage on your spouse and/or children, please have their dates of birth and social security numbers available when meeting with the Flexible Benefits Plan Representative. • Elections made during this enrollment period CANNOT BE CHANGED AFTER THE ENROLLMENT PERIOD unless there is a family status change as defined by the Internal Revenue Code. Examples of a family status change are: marriage, divorce, death of a spouse or child, birth or adoption of a child, termination or commencement of a spouse’s employment, or the transition of spouse’s employment from full-time to part-time or vice-versa.

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• Once a family status change has occurred, an employee has 30 days to notify the North Carolina Service Center at 1-888-662-7500 to request a change in elections. • Medical Reimbursement and Dependent Care Reimbursement expenses must be incurred during the Plan Year in order to be eligible for reimbursement. • An employee has 90 days after the plan year ends to submit claims for medical reimbursement and/or dependent care expenses that were incurred during the plan year. Please note that if employment terminates during the plan year, that employee’s plan year ends the day employment ends. The employee has 90 days after the termination date to submit claims. • The Cancer, Critical Illness and Health Screening Rider on the Accident Care policies have a 30-day waiting period for new enrollees. Coverage, therefore, will not begin until August 1. • Additionally, some policies may include a pre-existing condition clause. Please read your policy carefully for full details. • An employee taking a leave of absence, other than under the Family & Medical Leave Act, may not be eligible to re-enter the Flexible Benefits Program until the next plan year. Please contact your Benefit Administrator for more information. IMPORTANT INFORMATION CONCERNING YOUR FLEX CONVENIENCE CARD If you will be receiving a new debit card, whether you are a new participant or to replace your expired card, please be aware that it may take up to 30 days following your plan effective date for your card to arrive. Your card will be delivered by mail in a plain white envelope. During this time you may use manual claim forms for eligible expenses, available from your Flexible Benefits Plan Representative during the open enrollment period. Please note that your debit card is good through the expiration date printed on the card. FLEXIBLE SPENDING ACCOUNT CHANGES Please visit the “Flexible Spending Accounts: The Flex Card” page of your website or speak with you Flexible Benefits Plan Representative for details. To enroll or make changes to your Flexible Benefits Plan, please see the representative while he/she is at Person County Schools. Other Insurance Programs: • Pre-Tax: Cancer 1000 • Intensive Care • Accident Care • Medical Bridge 3000 • Post-Tax: Disability - Educator Income Plan • Critical Illness 1.0 • Term Life 1000 • Universal Life 1000 • Assurant (pre-tax) • Superior (pre-tax) All insurance products will remain in effect unless you see a representative to change them. Dental Insurance All permanent full-time employees of the school system are offered coverage under a group dental plan. Claim forms are available from the Personnel Office. Employees may elect to have their spouse and/or children covered by the same plan by paying a set monthly premium. Unmarried children up to age 19, or up to age 26 if enrolled as a full-time student (12 or more hours per semester) at a state accredited school or college is eligible for coverage. Employees should file claims as soon as possible after services are received. Additional information is available through the Personnel Office.

Removing Dependents from Coverage Married children of any age cannot be insured by a parent. Ineligible children must be removed from all insurance coverage. Review new law on coverage for dependents between 19 and 26. For more information contact the Personnel Office. Continuation of Health/Dental Insurance Coverage Following Separation from Employment Continuation of group health and dental insurance coverage and the health care flexible spending account is available to employee, spouse and/or dependents under the Consolidated Omnibus Budget Reconciliation Act (COBRA) and the Public Health Service Act (PHSA) as required by federal law. Certain qualifying events are governed by these COBRA regulations. Continuation of this coverage is paid by the member at a higher rate than the normal group rates, as allowed

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by Federal law. An employee separating from employment will receive a letter, from the plan provider, explaining termination of benefits. For more information concerning the COBRA regulations please contact your health insurance provider. HIPAA – Health Insurance Portability and Accountability Act The HIPAA Act is a Federal Law that was passed in 1996. Additional guidelines were issued December 4, 2002. A portion of this federal law is called the Privacy Rule. Through the Privacy Rule, the federal government is seeking to protect, and keep private, individual’s personal health information (PHI). Except for permitted uses and disclosures, the State Health Plan is not allowed to use or disclose your PHI without your written authorization. Employees may give written authorization for any purpose. Additional information and authorization forms may be obtained from the State Health Plan website at http://statehealthplan.state.nc.us.

Worker’s Compensation Benefits When an employee is injured on the job, he/she must ensure that the immediate supervisor has knowledge of the injury immediately following the accident. The employer’s Report of Injury to Employee (Form 19) must be completed by the Personnel Office within five (5) days of the injury. Forms are available at the schools and the Personnel Office. A copy of the form #19 must be given to the employee. Another copy must remain on file at the Personnel Office for five years. Failure to notify the supervisor or to complete the Form 19 within the five-day period may result in denial of the claim. If an injury requires medical attention, an employee may seek treatment immediately at FastMed Urgent Care. Any treatment needed after the first or initial visit must be authorized by the Workers’ Compensation Carrier. Failure to receive authorization for subsequent treatments may result in delay of payment or denial of payment. Eligible employees receive the Workers’ Compensation weekly benefit, after the required regular waiting period of seven (7) calendar days, (including Saturday and Sunday), effective on the 8th day of the disability. During the seven-day waiting period, the employee may choose to use available sick leave or take leave without pay. If the injury results in disability of more than 21 calendar days, the Workers’ Compensation weekly benefit is allowed from the date of disability. While on Workers’ Compensation leave, an eligible employee continues to accumulate vacation and sick leave if the employee earned such leave while working. Leave days earned while on Workers’ Compensation leave will be added to the employee’s leave account upon return to work. Absences for Workers’ Compensation shall count as part of the employee’s Family and Medical Leave Act (FMLA) entitlement for that year. The employee is responsible for facilitating correct and timely processing of medical/prescription services by informing all concerned parties of the status of the claim and notifying same to contact/bill the appropriate carrier adjuster. Transportation costs may be eligible for reimbursement. Any employee absent for more than ten (10) days due to workers’ compensation compensable injuries must also complete a “Request for Leave of Absence” form. Workers’ Compensation claims must never be filed with a health insurance carrier. All treatment, tests, equipment, or prescriptions must have prior authorization before the appropriate carrier can pay them. Failure to follow Industrial Commission guidelines could jeopardize eligibility for workers’ compensation benefits. (Reference: The Provisions of the Workers’ Compensation Act (General Statue 115c-337)

Miscellaneous Benefits Annuities All employees are eligible to participate in a 403(b) Tax-Deferred Annuity (TDA) program through a pre-taxed monthly payroll deduction. The Board of Education maintains a list of approved TDA companies from which employees may select. Employees should act carefully to assure that both the sign-up and the amount are in compliance with the law. Interested employees should complete and submit salary reduction agreements to the Payroll Office by the first day of the month in which the deduction is to become effective. A list of approved TDA companies may be obtained from the Payroll Office. 401(k) All qualifying employees are eligible to participate in the 401(k) program administered by the State of North Carolina through Prudential Retirement. Contact the Personnel Office for information and enrollment forms.

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457 Deferred Compensation Plan All permanent employees are eligible to participate in the State of North Carolina 457 Deferred Compensation Plan administered by the Alford Group. A 457 plan is similar to a 403(b) plan where contributions are made through payroll reduction, occur on a pre-tax basis and accumulate tax-deferred until withdrawn. The minimum monthly contribution is $50. Investment options include stock funds, bond funds and short-term investment funds. Reasons why you might participate in a 457 plan even if you already have a 403(b) plan are: • You have reached the annual elective deferral limit in the 403(b) plan and want to make additional pre-tax contributions; • There is no 10% penalty on distributions taken prior to age 59 1/2. • Interested employees should contact the Payroll Office or Cathy Portwood at (866) 3354169. RETIREMENT SYSTEM

Pension

All permanent full-time employees are required to join the Teachers’ and State Employees’ Retirement System. Eligible employees contribute a percentage (generally about 6% of their gross salary pre-taxed) to the Retirement System as established by the General Assembly. The Person County Schools will make an additional contribution as established by law for each permanent full-time employee. Monthly benefits at retirement are based upon the employee’s average salary, years of state service, and/or age at retirement. All retirements are effective the first day of the month; applications must be received in Raleigh by the last day of the preceding month. Licensed employees are also asked to sign a resignation form and give a 30 calendarday notice, so as to provide a smooth transition. Classified employees are also asked to sign a resignation form and give a 14 calendar-day notice. Principals and Administrators are asked to sign a resignation form and give a 60 calendar-day notice. If an employee terminates employment with the State, the employee may request a refund of contributions (penalty assessed) or a rollover of contributions into an IRA (no penalty assessed) as an alternative to a monthly pension. Interim employees may not withdraw their funds during the months of June, July, August, or September. Interim employees may apply for withdrawal of funds after October 1. All members of the Teachers’ and State Employees’ Retirement System and the Consolidated Judicial Retirement System, hired on or after August 1, 2011, will be required to contribute 5 years of retirement contributions into their pension accounts before being eligible for any retirement pension benefits. If an employee leaves the Retirement System before accumulating 5 years of retirement “membership” service, only a return of contributions paid by the employee, plus interest, will be paid (same rule applies now if not vested). For more detailed information; refer to the Teachers’ and State Employees’ Retirement System’s website: www.treasurer.state.nc.us. (Reference: State Board of Education Policy, “Your Retirement Benefits: Teachers’ and State Employees’ Retirement System of North Carolina”) Death Benefit A death benefit of between $25,000 and $50,000 is payable to a designated beneficiary after an employee has completed one year (365 days) as a contributing member of the Teachers’ and State Employees’ Retirement System. The amount paid is determined by employee’s annual salary. Employee retirement contributions are also paid to the designated beneficiary. The death benefit remains in place for 180 days following an employee’s resignation. Employee Disability A comprehensive short-term and long-term disability income plan is provided at the employer’s expense for permanent full-time employees who are members of the Teachers’ and State Employees’ Retirement System and meet certain state service requirements. The short-term disability plan is available to disabled employees with at least one year (365 days) of contributory retirement service within the last 36 months. It begins on the 61st day of disability and provides monthly income equal to 50% of one-twelfth of the annual base salary, local supplement (if applicable), and longevity for up to 365 calendar days, with a maximum of $3,000 per month. The State Disability Income Plan does not allow outside earnings during the sixty- (60) days waiting period. Short-term disability benefits may be extended for as many as 365 days beyond the original short- term period if approved by the State Medical Board. The long-term disability income plan begins after the short-term plan ends for the totally and

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permanently disabled permanent full-time employee with five years of contributory retirement service. The five years of service must be within the previous eight years. The long-term disability plan provides monthly income equal to 65% of one twelfth of the annual base salary, local supplement (if applicable), and longevity, up to $3,900 per month until the employee qualifies for unreduced retirement benefits. Long-term benefits, however, are coordinated with Social Security disability payments and Workers’ Compensation benefits. A permanently disabled employee may choose to apply for Faulkenbury Disability if eligibility requirements are met. Contact the Personnel Office for details. For more detailed information refer to the Teachers’ and State Employees’ Retirement System’s website: www.treasurer.state.nc.us click on Benefits Handbook and go to Teachers’ and State Employees’ Retirement System Booklet. (Reference: Disability Income Plan of the State of North Carolina, www.treasurer.state.nc.us)

Employee Assistance Program - McLaughlin Young Group Employee Assistance Program (EAP) Services For Employees

McLaughlin Young offers you and your immediate household members’ unlimited access to: ❑ Free, confidential help with personal or work-related concerns ❑ Referrals to other sources for assistance ❑ 24-hour emergency coverage How EAP Works: You are offered a needs assessment by an experienced, licensed counselor. If it is determined that the concern can be resolved through problem-solving sessions, the employee assistance professional will assist in resolution. If it is determined that a referral is needed for ongoing support, the EAP will connect you with the most cost-effective resources for care.

How to access EAP

Call 800-633-3353 or 704-529-1428. An employee assistance professional may assess your situation prior to scheduling an appointment to ensure that you are receiving the most appropriate care. CORPORATE HEADQUARTERS / MCLAUGHLIN YOUNG GROUP 5925 CARNEGIE BLVD / SUITE 350 / CHARLOTTE, NC 28209

EMPLOYEE BENEFITS: LEAVE OPTIONS Vacation and Miscellaneous Leaves Annual Vacation Leave

All full-time and part-time permanent employees who work or are on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in a monthly pay period are entitled to earn annual vacation leave at the same rate provided for state employees. Leave for a part-time employee is computed on a pro rata basis of the amount earned by a fulltime employee in that class of work. A single employee working in more than one position may not earn more than the benefits allowed for one full-time position, regardless of whether the separate positions the employee holds are part-time or full-time. The rate of earning is based on the length of total State service as follows: Years of State Service Days of Leave Earned per Month of Employment Less than 5 years 1.17 5 but less than 10 years 1.42 10 but less than 15 years 1.67 15 but less than 20 years 1.92 20 years or more 2.17 Bus drivers who work less than 20 hours per week and who are not otherwise entitled to earn vacation as described above are entitled to earn one day per year (equal in length to one regular workday for each driver) if they are employed to drive a regular daily route (i.e., they are not substitute drivers) and they were employed as regular drivers the entire previous school year. A bus driver who is terminated or resigns before taking the leave day is not entitled to compensa-

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tion for the annual vacation leave day. Use of Annual Vacation Leave For 10-month and 11-month employees, the first 10 days of annual vacation leave must be scheduled in the school calendar and must be taken as scheduled. Requests for annual vacation leave are to be submitted to the immediate supervisor and approved prior to the vacation. An employee should not call in to say that he/she has decided to take vacation that day (Exception: Emergency or illness in which employee elects to use annual vacation leave in lieu of some other form of leave if eligible.) Absences for which an employee has not received approval in advance may be grounds for dismissal. • Employees that directly supervise students (classroom teachers, teacher assistants) must use leave in one-half or whole day units on pupil days. An employee who is absent less than one- half day shall be charged with the use of one-half day of leave; if an absence is more than one-half day but less than one full day one day of leave shall be charged. Employees not directly responsible for student supervision may take available leave in hour increments. • Leave earned in a full-time position may only be used in the full-time position. Leave benefits earned in the full- time position may not be applied to any current or subsequent part- time position. • Annual vacation leave shall not be used to extend the term of employment. • Use by instructional personnel - Instructional personnel, including teacher assistants, who do not require a substitute may take annual vacation leave on any day school is in session with their supervisor’s prior approval. All instructional personnel, including teacher assistants, who require a substitute and work 11 or 12 months in year-round schools, may take annual vacation leave on days students are in attendance with the prior approval of the principal Other instructional personnel who require a substitute, including teacher assistants, may not take annual vacation leave at any time that students are scheduled to be in attendance. • Annual vacation leave may be used in lieu of sick leave; however, instructional personnel who require substitutes are subject to the restrictions set forth above. • Employees may elect to use annual vacation leave for absences due to adverse weather conditions only on days when students are not required to attend school due to the adverse weather conditions. • Disability — Employees may elect to exhaust annual vacation leave during the 60-day waiting period or in lieu of short-term disability benefits. Instructional personnel who require substitutes may use this leave only on days that students are not scheduled to be in regular attendance or in accordance with the provisions of Board Policy • Interim or temporary employees who had previously earned annual vacation leave may not use this leave while employed in an interim position of less than six months, a temporary position, or a position of less than 20 hours per week except as provided in Board Policy. • Leave Deficit — An employee who has neither earned nor will earn sufficient annual vacation leave to cover any scheduled vacation day in the school calendar will be placed on leave without pay. Accumulation/Conversion of Annual Leave to Sick Leave Annual vacation leave may be accumulated without any applicable maximum until June 30th of each calendar year. On June 30th or upon retirement, accumulated annual vacation leave in excess of 30 days will be converted to sick leave so that only 30 workdays of annual vacation leave are carried forward. Upon separation in order to retire, annual vacation leave over 30 days may be converted to sick leave for creditable service toward retirement. Upon separation from service due to service retirement, resignation, dismissal, reduction in force, or death, an employee shall be paid in a lump sum for accumulated annual vacation leave not to exceed a maximum of 30 days. Employees going onto disability may exhaust annual vacation leave rather than be paid in a lump sum. Transfer of Leave • Between school systems - Unused annual leave must be transferred between local school administrative units Leave to be accepted by a school system must not result in leave being accrued at a greater rate than the rate set forth in Board Policy. • To and from other state agencies - Annual leave may be transferred in whole or in part to and from a state agency institution, community college, technical institute, or position covered by the State Personnel Act in county agencies of mental health, social services, or emergency management, if the receiving agency is willing to accept the leave to be accepted by a school system must not result in leave being accrued at a greater rate than

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the rate set forth in Board Policy. If a receiving agency refuses to credit the employee with the unused annual vacation leave or any portion thereof, the employee must be paid in a lump sum for up to 30 days or 240 hours of accumulated annual vacation leave. • Within 31 calendar days - When an employee transfers between LEAs or to a state agency, if the new employment is obtained within 31 calendar days from the date of separation, the leave balances will transfer rather than being paid out. Separation from Employment and Annual Leave • Lump sum payment - An employee must be paid in a lump sum for accumulated annual vacation leave, not to exceed a maximum of 30 days or 240 hours, upon separation from service. Separation from service includes resignation (unless the employee is transferring to another LEA, or State agency), dismissal, reduction-in-force, death service retirement, beginning long-term disability benefit, or change to temporary status. • Leave deficit - If an employee separating from service is overdrawn with respect to annual vacation leave, a deduction in the appropriate amount must be made from the employee’s final paycheck. • Retirement - A deduction for retirement must be made from all lump-sum payments of annual vacation leave Receipt of lump-sum leave payment and retirement benefits is not considered to be dual compensation. • Claims on behalf of deceased employee - In the case of a deceased employee, unused annual vacation leave up to a maximum of 30 days or 240 hours must be paid to the deceased employee’s administrator or executor upon the establishment of a valid claim. The claim must be made to the Clerk of Superior Court in the county of the deceased employee’s residence.

Bonus Vacation Leave

The purpose of the bonus vacation leave is to provide a leave benefit to employees whom the General Assembly designated in the 2002-2003, 2003-2004, and/or 2004-2005 fiscal years. Bonus vacation leave was received in three special distributions. For the 2002-2003 fiscal year, only full-time and part-time permanent employees who were eligible to earn leave on September 30, 2002, were eligible to receive bonus vacation leave. School employees who received salary increases based on the salary schedules approved in the 2001 modified budget (S.B. 1115) were not eligible for bonus vacation leave. For the 2003-2004 year, additional bonus vacation leave was awarded to certain employees (those eligible to earn paid leave that were not paid from a teacher or administrator salary schedule). In each of the three distributions, eligible employees in permanent full-time 12-month positions received the full amount of bonus vacation leave or on a pro-rata basis if employed less than full- time and/or less than 12-months. The bonus vacation leave balance is tracked separately and carries forward each year until used or paid out at retirement or separation. (It is not included in the 30-day limit of the annual vacation leave, which can be carried forward on June 30 each year and does not roll into sick leave.) For the purposes of Voluntary Shared Leave, bonus vacation leave is treated the same as annual vacation leave and may be donated accordingly. Transfer of Bonus Leave An employee who transfers between local administrative units or to or from a state agency must have all unused bonus vacation leave transferred to the new school system or state agency. If the new employment at another LEA or state agency is obtained within 31 calendar days from the date of separation, the bonus leave balance will transfer rather than being paid out.

Holiday Leave

Paid Legal Holidays Permanent public school employees receive pay for the same number of legal holidays occurring within the period of employment as those designated by the State Personnel Commission for State employees. Permanent part-time employees are entitled to paid holidays on a pro rata basis. Temporary employees are not entitled to paid holidays. Paid holidays are granted only to employees who are in pay status through the day on which the holiday is scheduled, or in pay status for one-half or more of the workdays in the pay period. This includes Independence Day for summer employment. Employees do not earn holidays scheduled before their date of employment or after their date of separation. The local board of education determines when holidays are scheduled in the school calendar. Some examples include: • New Year’s Day • Memorial Day • Veteran’s Day • Martin Luther King, Jr.’s Birthday • Independence Day • Thanksgiving • Good Friday • Labor Day • Christmas

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Bona Fide Religious Holidays Absence from school for bona fide religious holidays may be allowed for a maximum of two days within any one school year with prior approval from the local superintendent or designee. Days designated may not be already scheduled as vacation or other holidays in the school calendar. Absence for these religious holidays will be with full pay. The employee must agree to make up the amount of time for which his or her absence has been excused. The time must be made up at a time agreed upon by the employee and his or her immediate supervisor or principal.

Civil Responsibility Leave

Community Responsibility Upon approval of the supervisor, full-time or part-time public school employees may be granted leave to represent the school or administrative unit at community functions such as the funeral of a school child or his parent. Employees absent for these reasons shall retain full salary during the days absent. Proper provision shall be made for the continuation of the employee’s regular work by making satisfactory arrangements within the system or by employment of a substitute. Substitutes employed for these absences shall not be paid from state funds. Jury Duty Full-time or part-time employees retain full salary when absent from work to serve on a jury. Employees are entitled to their regular compensation plus any fees received for jury duty. Court Attendance If court attendance is for school business, the employee receives full salary. If court attendance is for civic responsibility for which the employee is a disinterested third party, such as an eyewitness to a crime, and is compelled to be there (e.g. by subpoena), the employee receives full salary. If court attendance is for personal reasons for which the employee has a personal stake in the outcome, then the employee will not receive full salary, even if subpoenaed. An employee may take appropriate earned leave or leave without pay. Out-of-state subpoenas are not binding on North Carolina residents, unless that state and North Carolina have an interstate subpoena agreement. Any fees except travel reimbursement received by a school employee serving in an official capacity as a witness shall be returned to the school system to be credited to the same fund from which the employee is paid. Elected Officials Full-time or part-time public school employees serving as elected government officials may, with their supervisor’s approval, choose to use appropriate earned leave to attend to the responsibilities of their elected office.

Other Educational Leave

An employee who otherwise meets eligibility criteria is eligible to request non-paid educational leave after successful completion of four consecutive years of service in the Person County Schools. Earlier consideration for educational leave may be given if the education or credential sought is related to an area of critical need in the system. Educational leave may not exceed one year in duration except for participation in the Principal Fellows Program, which can extend for two years. A person granted educational leave must be responsible for obtaining information and making necessary individual arrangements for continuation of retirement, hospitalization and benefits during the leave of absence. The school system will continue to make monthly matching contributions to the State Retirement System for an employee on approved leave under this Policy, but only if the employee makes a request in writing to the Assistant Superintendent for Human Resources before the leave begins. Professional Leave Only full-time and part-time permanent employees are eligible for professional leave, which is limited to the following: Professional Leave with Deduction Permanent certified public school employees who have professional responsibilities or who need to attend meetings of professional associations may be absent with pay minus a salary deduction for substitute teachers. The deduction is mandatory whether or not a substitute is employed. Such absences must be approved by the local superintendent or designee and will

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be allowed for a period not exceeding three successive days for in-state meetings and five successive days for out-of-state meetings. Absences for this purpose may not exceed ten days for the school year. The limitation shall not apply to a person who is a local or district president or president-elect, state or national officer of a professional education association, or a person selected as the National Teacher of the Year. Professional Leave without Deduction Permanent public school employees attending meetings or performing duties as a member of the State Board of Education, the State Textbook Commission, the Board of Governors of the Governor’s Schools, or required attendance at a case manager’s hearing shall receive full salary. Permanent public school employees completing assignments for, or serving on a commission or committee appointed by the Governor, the State Superintendent, the State Board of Education, or the General Assembly shall receive full salary. Officers of Professional Organizations Upon the recommendation of the local superintendent, the local board may grant leave with pay for elected officers of professional organizations, provided the organization pays the full salary and all benefit costs for the employee on leave. During such leave with pay, the employee will earn sick, personal, and annual vacation leave and receive paid holidays. Employees will be eligible to use leave as they would when in active status with the school system.

Military Leave

Short-term military leave with pay This leave is granted to members of reserve components of the U.S. Armed Forces for certain periods of active duty training and for state military duty. Leave with pay is extended to full- or part-time permanent school employees, normally not to exceed 15 days each federal fiscal year, for annual training and military maneuvers. If paid leave is not available, and the military pay is less than the LEA or charter school pay, then the employee is eligible for differential pay. Military leave for extended active duty This leave can be granted without pay, not to exceed five years plus any period of additional service imposed by law. An employee may not use paid military leave for extended active duty. There are specific regulations related to differential pay and requirements that must be met by those employees eligible for differential pay. Contact Human Resources for more information.

Other Leaves Without Pay

An employee may be granted a leave of absence without pay for good cause at the discretion of the local superintendent and subject to rules and regulations adopted by the local board of education. With the exception of military leave, the local board of education may determine the beginning and/or ending date of such leaves based on a consideration of the welfare of the students and the need for continuity of service. Discretionary Leave Employees requesting a non-paid leave of absence must submit a leave form and a written explanation of the need for non-paid leave to their supervisor and Human Resources. Continuation of Health Insurance If an eligible employee goes on approved, non-paid leave of absence, the employee may retain medical insurance provided the employee pays both the employer’s and the employee’s portions of the insurance premium Compensatory Leave (FLSA) As indicated in the section referring to Fair Labor Standards Act Compliance, employees who are not exempt from the provisions of the FLSA are entitled to earn compensatory time. An employee may be required to use earned compensatory leave prior to taking other paid leave where consistent with law and Board Policy. Parental Leave All employees may take up to four hours of unpaid leave per year to attend or otherwise be involved in the school of a child for whom the employee is a parent, guardian or person standing in loco parentis.

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Medical Leaves Sick Leave

Eligibility and Rate of Earning • Full-time employees - all permanent, full-time employees working or on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in any monthly pay period earn one sick day per month or the number of hours worked daily by a full-time employee in that class of work up to a maximum of eight hours. • Part-time employees - all permanent, part-time employees working or on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in any monthly pay period earn sick leave computed on a pro rata basis of the amount earned by a full-time employee in that class of work. Permanent, part-time employees previously employed in a full-time position retain the balance of sick leave earned in the prior position upon transferring to a part-time position. • Units - Sick leave must be used in one-half or whole day units. An employee who is absent less than one-half day shall be charged with the use of one-half day of leave; if an absence is more than one-half day but less than one full day, one day of leave shall be charged. Only sick leave taken on an employee’s workday shall be deducted from the employee’s sick leave balance. • Accumulation - Sick leave may be accumulated indefinitely Purposes for Which Sick Leave May Be Used 1. Any actual period of temporary disability caused by or contributed to by personal illness or injury that prevents an employee from performing his or her usual duties. Sick leave may be used during the 60-day waiting period for short-term disability, in lieu of shortterm disability benefits, or in lieu of worker’s compensation benefits to maintain 100% salary. 2. Sick leave due to pregnancy, miscarriage, abortion, childbirth, or postnatal recovery must be treated in the same manner as any other temporary disability. There is a presumptive temporary disability period of 30 workdays (i.e., six weeks) for maternity leave beginning from the date of birth of the child. Longer periods may be granted, although medical documentation is required. Up to 30 days of earned sick leave may also be used to care for a child placed with the employee for adoption. (These days should be consecutive and within the immediate 12 months following the adoption, unless otherwise agreed upon between the employee and administration). 3. When teachers are on medical long-term leave, they cannot be required to perform work (i.e. lesson plans, interim reports, grades, IEP meetings, etc.). For long-term situations, if the teacher has not left adequate information for the substitute, the responsibility falls upon the individual teams, department chairs and other staff members to provide the necessary lesson plans. 4. Medical appointments of the employee. 5. Illness in the immediate family and medical appointments related to the illness that necessitates the employee’s attendance. Immediate family defined for using sick leave includes the employee’s spouse, children, parents, siblings, grandparents, grandchildren, and dependents living in the employee’s household. Step, half, and in-law relationships are also included. 6. Death in the immediate family. See #3 above for list of immediate family members. 7. The length of leave granted for illness or death in the immediate family is normally from three (3) to five (5) days; however, individual circumstances may dictate shorter or longer leaves for this purpose. It is the responsibility of the employee to communicate with his/ her supervisor regarding the need for this leave and its length. Whenever possible, employees should give 30 days advance notice of plans to take sick leave for elective medical or surgical procedures or for childbirth and/or adoption. Verification of Need for Sick Leave The Superintendent or designee may require a statement from a medical doctor or other acceptable proof that the employee was unable to work due to personal illness, medical appointment, illness or death in the family or adoption. Unless waived by the employee’s supervisor, absences of more than three (3) days duration must be supported by a physician’s statement or other acceptable proof that the employee was unable to work due to personal illness, medical appointment, illness, or death in the immediate family. Procedure for Reporting Absences for Sick Leave Sick leave usually cannot be requested in advance. An employee should follow his/her supervi-

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sor’s instructions for re- porting absences. If the sick leave is for a scheduled appointment, it should be requested by a Request for Leave as far in advance as possible. Whenever possible, employees should give thirty (30) days advance notice of plans to take sick leave for purpose of elective medical or surgical procedures, including childbirth and/or adoption. When an employee calls in or otherwise reports his/her absence, the supervisor or leave processor should contact Human Resources, when appropriate, to determine if the absence is for an FMLA qualifying reason. Limitations on Sick Leave Sick leave may not be used while on leave without pay or on holidays and annual vacation leave days scheduled in the school calendar. An absence covered by workers’ compensation is not considered to be a leave without pay. Sick leave may not be used on inclement weather days, in lieu of vacation, or for anything other than those reasons outlined above. Sick leave may be used on any workday or student day including the first day employees in permanent positions report to work. An employee who had previously earned sick leave may not use this leave while employed in an interim position of less than six months, a temporary position except as provided in Board Policy. Advancement of Sick Leave The local superintendent/designee shall assume full responsibility for the decision to advance sick leave to an employee. An employee may have advanced to his or her credit at the beginning of each year the number of days or hours of sick leave to which he or she is entitled for that school year. Reinstatement Following Sick Leave When the period of temporary disability does not exceed 30 working days, the employee shall be reinstated to his or her position at the termination of the period of temporary disability. When the period of temporary disability exceeds 30 working days, the local superintendent shall determine when the employee is to be reinstated based on a consideration of the welfare of the students and the need for continuity of instruction. Sick Leave Upon Separation In the event an employee separates from service before earning sick leave, which has been advanced, a deduction will be made from the final salary check for the total unearned sick leave used. Pay for unused leave is not permitted, except when an employee has been approved for long-term disability. Accumulated sick leave counts as creditable service towards retirement. One month of credit is allowed for each 20 days of unused sick leave upon retirement. One more month is allowed for any part of 20 days left over. Sick leave converted from excess annual vacation leave is also considered creditable service time. From the date an employee resigns or moves to a temporary position, the sick leave balance is retained for 60 or 63 months. If the person is re-employed in a full-time or part-time permanent position, or retires within this 60 or 63 months, the sick leave balance is reinstated. After this point, the sick leave balance cannot be reinstated. Transfer of Sick Leave Between school systems - Unused sick leave must be transferred between local school administrative units. Leave to be accepted by a school system must not result in leave being accrued at a greater rate than the rate set forth in Board Policy. To and from other state agencies - Sick leave may be transferred in whole or in part to and from a state agency, institution, community college, technical institute, or position covered by the State Personnel Act in county agencies of mental health, social services, or emergency management if the receiving agency is willing to accept the leave. Leave to be accepted by a school system must not result in leave being accrued at a greater rate than the rate set forth in Board Policy. If the government agency refuses to accept sick leave earned by a school system employee, there is no lump-sum payout to the employee. Reinstatement of Accumulated Sick Leave Within or between LEAs – A former employee must be credited with all sick leave accumulated up to the time of separation from an LEA provided the employee is reinstated as a permanent employee within 60 calendar months from the date of separation. From other state agencies – Sick leave may be reinstated from a state agency or institution, community college, technical institute or position covered by the State Personnel Act in county agencies of mental health, public health, social services or emergency management when an

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individual is employed within 60 calendar months of separation from one of these. Leave to be accepted by the school system must not result in leave being accrued at a greater rate than the rate at which the school system employees earn leave. Payout of Sick Leave There is only one payout of sick leave allowed. Prior to receiving long-term disability benefits, an employee approved for long-term disability must be paid in lump sum for any accumulated, unused sick leave. No other payout of sick leave is allowed. At retirement, unused sick leave is credited to retirement service but there is no payment.

Voluntary Shared Leave

The purpose of voluntary shared leave is to provide economic relief for employees who are likely to suffer financial hard- ship because of a prolonged absence or frequent short-term absences caused by a serious medical condition. Eligibility of Voluntary Shared Leave Only permanent employees who have exhausted all compensatory time and available accumulated paid leave (sick leave, annual vacation leave, and bonus leave, if applicable) are eligible to receive donated leave from employees of the same LEA, a different LEA, a community college, or a state agency as defined in Board Policy. An employee need not exhaust personal leave and the 20 days of extended sick leave to be eligible for voluntary shared leave. An employee who is receiving benefits or is eligible to receive benefits from the Disability Income Plan is not eligible to receive donated leave. Voluntary shared leave may be used only during the required waiting period. Similarly, an employee who has exhausted accumulated leave and is eligible for voluntary shared leave may use donated leave during the required waiting period for workers’ compensation. At the end of the waiting period, should there still be a balance of voluntary shared leave, only 40 hours of the remaining balance may be applied to supplement the workers’ compensation benefit. Anything over 40 hours must be returned pro- rata to the donors as noted below. Application for Voluntary Shared Leave An employee who, due to a serious medical condition of self or of his or her immediate family, faces prolonged or frequent absences from work may apply to Human Resources for donated leave. A third person acting on the employee’s behalf if the employee is unable to make application may also make application. Unless FMLA provisions apply, immediate family includes spouse, children, parents, siblings, grandchildren, grandparents, and dependents living in the employee’s household. Also included are step, half, and in-law relationships. An employee may make application for shared leave at such time as medical evidence is available to support the need for leave beyond the employee’s available accumulated leave. The following items must be included in the application: a doc- tor’s statement and an authorization for release of medical information signed by the person who is suffering the medical condition (or parent or guardian of a minor). Any legally authorized party may also sign this release. The Superintendent or designee shall approve or disapprove all requests for receipt of donated leave. Donation of Leave • Annual vacation leave – Any eligible employee in the school system may donate annual vacation leave to any approved employee in the same school system. Family members may donate annual vacation leave to an immediate family member in another LEA, community college, or state agency. Employees of another LEA, community college or state agency may donate annual vacation leave to a co-worker’s immediate family member if a coworker’s immediate family member is eligible for donated leave and works in a LEA, state agency, or community college. Bonus leave may also be donated. A donating employee may not donate more annual vacation leave than he or she could earn in one year. Additionally, the amount donated must not reduce the donor’s annual vacation leave balance below one- half of what that person can earn in the year. • Sick leave – Sick leave may be donated to an employee of a public school system (LEA). A public school employee shall not donate more than five days of sick leave per school year to any one nonfamily member. Sick leave may be donated to an immediate family member in the same or another LEA, community college or state agency. A donor may not reduce his or her sick leave balance below one-half of what that person can earn in a year. The combined total of sick leave donated to a recipient from nonfamily members

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shall not exceed 20 days per school year. • All leave donations must be to an approved, designated employee and may not be made to a pool or bank. All donations must be in writing, on the appropriate forms, which may be obtained from the Human Resources Office, and signed by the donating employee. The employee receiving the leave must be named and the amount and type of leave donated must be specified. For the purposes of voluntary shared leave, all leave donated will be credited to the recipient’s sick leave account. The minimum amount of leave donated must be one-half of a day. The donating employee may not receive compensation in any form for the donation of leave. Length of Leave The Superintendent or designee will determine the length of the leave. The leave granted may not exceed 130 workdays unless specifically extended by the Superintendent or designee on a month-to-month basis until the maximum number of working days occurring between the first day of use of donated leave and twelve months have been used. Under no circumstances may the use of voluntary shared leave exceed the employee’s period of treatment and recovery. Earning Leave While Using Voluntary Shared Leave Holidays occurring while the employee is using donated leave will be paid. Annual vacation and sick leave will continue to be earned by the employee while he or she is using donated leave. Available earned leave accrued during this period must be used by the employee prior to continued use of any voluntary shared leave. Unused Leave At the expiration of the period approved for voluntary shared leave as determined by the Superintendent, any unused donated leave must be returned on a pro rata basis to the donors.

Family Medical Leave Act (FMLA)

The Family and Medical Leave Act of 1993 (FMLA) allows eligible employees to take 12 workweeks of unpaid, job- protected leave for their own serious medical condition or that of an immediate family member. In addition the FMLA allows eligible employees to take the same job-protected leave for the birth of a child or the placement of a child with the employee through adoption or foster care. Employers must maintain any employer-paid health benefits while the employee is on FMLA leave. FMLA may be applied retroactively. Eligibility for FMLA Leave To be eligible for FMLA benefits, an individual must be employed by The Person County Public Schools for at least 12 months (not necessarily consecutive), and work at least 1,250 hours during the 12-month period immediately preceding the commencement of FMLA leave. 1. If an employee is eligible for FMLA leave, he/she may take a total of 12 weeks of FMLA leave during any 12-month period for the following reasons: • the birth and care of a newborn child, • the placement with the employee of a child for adoption or foster care, • to care for the employee’s spouse, son, daughter, or parent with a serious health condition, • the employee’s own serious health condition that makes the employee unable to perform the functions of his/her job, or • a qualifying exigency arising out of the fact that the employee’s spouse, son, daughter or parent is on active duty in the armed forces (or has been notified of an impending call or order to active duty). If an employee is eligible, he/she may take up to 12 weeks of FMLA leave during any 12- month period for any one or more of the previously listed eligible reasons. The 12-month period is measured forward from the date the first FMLA leave begins. Leave may be taken intermittently or on a reduced-leave schedule when medically necessary or when related to a qualifying exigency arising out of active duty service. 2. Additionally, an eligible employee may take up to 26 weeks of FMLA leave during a single 12-month period to care for a spouse, son, daughter, parent or next of kin who is a service member suffering from serious injury or illness incurred while on active duty. An eligible employee is entitled to a maximum combined total of 26 weeks of FMLA leave. Exhausting Other Leave To the extent permitted under Board Policy, the employee must use, and if necessary, exhaust earned compensatory time, sick leave, including extended sick leave or shared leave (if eligible), available vacation leave, and personal leave before going on unpaid FMLA leave. Instructional personnel must take earned vacation leave in lieu of other paid or non-paid leave on days in the

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school calendar as vacation days. A non-exempt employee who has accrued compensatory leave time must use any such paid leave time before taking paid or unpaid FMLA leave. The use of accrued compensatory leave will automatically be granted to an employee who requests FMLA leave unless the employee notifies Human Resources in writing that he/she does not wish to use such accrued compensatory time. Use of compensatory time will not count against FMLA. Notice of Need for FMLA Leave The employee must provide at least 30 days advanced notice before FMLA leave is to begin, if the need for leave is foreseeable. Notice should be given to the employee’s immediate supervisor. If a 30 day notice is not practical under the circumstances, or the need for leave is not foreseeable, the employee must give notice as soon as practicable. The employee must tell his/ her supervisor whether he/she needs continuous or intermittent leave, or a reduced schedule. Failure to provide proper notice may result in the delay or denial of FMLA leave. When planning medical treatment, the employee must consult with his/her supervisor and make a reasonable effort to schedule leave so as not to disrupt school operations, subject to the approval of the health care provider. It is the employee’s responsibility to provide the appropriate medical certification within fifteen (15) days of the absence. The employee should work with the school’s HR Administrator who will facilitate the placement of an employee on FMLA immediately upon notification of the employee’s medical situation. Medical Certification The employee will be required to furnish medical certification of a serious health condition from a licensed health care provider and may be required to provide recertification every 30 days while remaining on FMLA leave. The employee will also be required to furnish a fitness for duty certificate prior to being restored to employment if FMLA leave is taken for personal serious illness. The employee may also be asked to report periodically on his/her status and intent to return to work while on FMLA leave. While on FMLA leave, the school system must maintain any employer-paid health benefits during any period of unpaid leave under the same conditions as if the employee continued to work. During any period of unpaid FMLA leave, the employee is responsible for any premium payments normally deducted from their paycheck for extended benefits. It is the employee’s responsibility to make necessary arrangements through the compensation services department to continue these benefits. Reinstatement following FMLA Leave The employee is entitled to be reinstated to the same or an equivalent job with the same pay, benefits, and terms and conditions of employment on his/her return from leave. This does not mean that the employee will be restored to the same job position held before the leave, nor to a position at the same worksite. Instructional employees who begin leave near the end of an academic term may be required to continue taking leave until the end of the term. The school district is not required to reinstate employees following FMLA leave if any of the following apply: 1. Employee fails to provide a requested fitness-for-duty certification to return to work. If this happens, the school system may delay reinstating the employee until a certificate is submitted. 2. Employee fails to report periodically on his/her status and intent to return to work when asked to do so. 3. Employee fraudulently obtains FMLA leave. Military Family Leave Entitlements Eligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include at- tending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service-member during a single 12-month period. A covered service member is: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or

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(2) a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.* Benefits and Protections During FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Definition of Serious Health Condition A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Use of Leave An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on reduced efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Employee Responsibilities Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions; the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave.

Employer Responsibilities

Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FML-protected, the employer must notify the employee. Leave for New Parents For questions related to this section, please contact Human Resources. Employees, including teachers, may use annual vacation leave, personal leave if applicable, or leave without pay to care for a newborn child or for a child placed with the employee for adoption or foster care. Use of annual vacation leave for this purpose is not limited to days when students are not scheduled to be in attendance. An employee may also use up to 30 days of earned sick leave to care for a child placed with the employee for adoption. A doctor’s note is not required for the use of 30 days of earned sick leave for the purpose of adoption only. The leave must be for consecutive workdays during the first 12 months after the date of birth or placement of the child, unless the employee and local board of education agree otherwise.

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Leave under this section may run concurrently with FMLA where consistent with Policy. Parental Leave without Pay All full-time permanent or part-time permanent employees may take a leave of absence without pay for up to one calendar year from the date of birth or adoption to care for a newborn child or a newly adopted child. The employee may elect to use appropriate earned leave during the time of leave. A husband and wife who are both employed by the school system are limited to a combined total of 12 months of parental leave during the year following the birth or adoption. Tenured employees approved for a leave of absence retain career status upon return from the authorized leave. Probationary teachers must begin a new probationary period if a leave of absence, paid or unpaid, prevents the probationary teacher from completing four consecutive years of 120 workdays in each year in the same school system. Unless the probationary teacher in a full-time, permanent position did not work for at least 120 workdays in a 215 day school year because the teacher was on sick leave, disability leave or both, that school year shall not be deemed to constitute (a) a consecutive year of service for the teacher, or (b) a break in the continuity in consecutive years of service for the teacher. Annual Leave for Catastrophic Illness Instructional personnel who require substitutes and bus drivers may take annual vacation leave at a time when students are scheduled to be in attendance if the leave is due to a catastrophic illness of the employee and if all of the employee’s available sick leave has been exhausted. This leave is available only for the employee’s personal illness, and may run concurrently with FMLA where consistent with Policy. The local superintendent or designee shall determine whether an illness is catastrophic by considering such factors as: 1. the debilitative nature of the condition, 2. the life-threatening potential of the condition, 3. the duration of the condition, 4. the monetary hardship incurred because of the condition, 5. the expected length of leave, and 6. other options available to the employee, such as state disability.

Leaves for Teachers Only

Personal Leave Personal leave is earned by classroom teachers who require substitutes and media specialists. In order to be eligible, the employee must be in a permanent full- or part-time position. It is earned at the rate of .20 days for each full month of employment not to exceed two days per year. Part- time personnel earn a pro rata share of the rate for full-time employees. Unused personal leave may be carried forward from one year to another and may be accumulated without any applicable maximum until June 30 of each year. A teacher may carry forward to July 1 a maximum of five days of leave; the remainder of the teacher’s personal leave shall be converted to sick leave on June 30. At the time of retirement, a teacher may also convert accumulated personal leave to sick leave for creditable service towards retirement. Use of Personal Leave Personal leave may be used only upon the authorization of the immediate supervisor and only in one-half or whole day units. Personal leave may be used on any instructional day or workday except for the first day teachers are required to report for the school year, required teacher workdays, days scheduled for state testing, or on the last working day before or the next working day after holidays or annual vacation days scheduled in the calendar, unless approved by the principal. A teacher who requests personal leave at least five days in advance must be automatically granted his/her request, subject to the availability of a substitute teacher, and cannot be required to provide a reason for the request. Personal leave must be transferred between local administrative units. An employee must be credited with all personal leave accumulated up to the time of reassignment or separation provided that the employee is reinstated as an eligible permanent full- time or part-time employee within 60 calendar months from the date of separation or reassignment. Limitations on Personal Leave Personal leave should be used with due and proper consideration given to the welfare of the students and teachers alike and shall not be advanced. Personal leave may not be used during summer employment. When an employee is no longer eligible to earn personal leave, that employee may not use previously accumulated personal leave. When an employee resigns or separates from service, personal leave cannot be paid out in lump sum, but may be used towards retirement as provided above.

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Salary Deduction for Personal Leave Employees using personal leave receive full salary less the required substitute deduction unless the personal leave is approved for a non-protected work-day. The standard deduction is $50 per day. Extended Sick Leave Eligibility and Rate of Earning Extended Sick Leave Extended sick leave is available to classroom teachers who require substitutes and media specialists if they are absent due to their own personal illness or injury in excess of their accumulated sick leave and available vacation leave. In order to be eligible, the employee must be in a permanent full- or part-time position. Those qualifying are allowed extended sick leave of up to 20 workdays throughout the regular term of employment. Use of Extended Sick Leave Extended sick leave must be requested (it is not extended automatically), and the request must be accompanied by a physician’s statement verifying the medical necessity. Unlike sick leave, extended sick leave cannot be used to attend to a child’s or spouse’s illness, etc., nor can it be used during a leave for adoption. Accumulated sick leave must be exhausted before extended sick leave is granted. Extended sick leave days do not have to be used consecutively. Unused extended sick leave days do not carry forward to succeeding school years. Employees on extended sick leave receive full salary less the required substitute deduction. The deduction is mandatory whether or not a substitute is employed. The standard deduction is $50 per day. Central Services personnel, including centrally based teachers, are not eligible for extended sick leave or personal leave.

COMPENSATION Employee Compensation Compensation Services primary purpose is to ensure appropriate wage payments to PCS employees. They work closely with other departments to support best practices and accurate payroll payments. Compensation Services provides assistance to employees with the following: ❑ Pay Dates and Work Calendars ❑ Direct Deposit ❑ Pay Stubs ❑ Statement of Earnings ❑ Net Pay Calculator ❑ Tax Forms ❑ State Retirement Contributions ❑ Payroll Deductions ❑ Summer Saving Account

Salary Payment

1. Employees are paid based on the state salary schedules that the NC Department of Public Instruction releases. 2. Direct Deposit Employees must have their pay checks deposited directly into their bank accounts by completing the appropriate forms from the Payroll Office. A voided check which carries the appropriate routing number must accompany the completed direct deposit form. 3. Payroll Deduction Payroll deduction for a variety of payments is available to employees who complete the appropriate forms. Please contact the Payroll Office for information and instructions regarding payroll deduction. 4. Salary Supplement Person County Schools currently pays teachers a local salary supplement of 10% of the state base salary. Employees may elect to have their supplement paid according to either of the following options. • Teachers that received one-half of their supplement in November and one-half in June prior to the 2013-2014 school year may continue this option. • All employees hired after August 17, 2013, receive the supplement as part of the monthly salary.

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Payroll Schedule 2016-2017 Pay Run: Teachers - #10 (10 month salary staff) Ready for P/R by 10:00 a.m Pay Date Dates Paid No. of Days Aug 15 Aug 31 Aug 18 – Sept 17 22 Sep 12 Sep 30 Sept 18 – Oct 17 21 Oct 10 Oct 31 Oct 18 – Nov 17 23 Nov 7 Nov 22 Nov 18 – Dec 17 21 Dec 5 Dec 16 Dec 18 – Jan 17 22 Jan 17 Jan 31 Jan 18 – Feb 17 23 Feb 13 Feb 28 Feb 18 – Mar 17 20 Mar 20 Mar 31 Mar 18 – Apr 17 21 Apr 17 Apr 28 Apr 18 – May 17 22 May 15 May 31 May 18 – June 14 20 June 14 June 22 1st Installment (11/12) July 31 2nd Installment (11/12) Pay Run: Teacher Assistants - #01 (10 month hourly staff) Ready for P/R by 10:00 a.m Pay Date Dates Paid No. of Days Aug 15 Aug 31 None 00 Sep 12 Sep 30 Aug 18 – Sept 10 17 Oct 10 Oct 31 Sept 11 – Oct 8 20 Nov 7 Nov 22 Oct 9 – Nov 5 20 Dec 5 Dec 16 Nov 6 – Dec 3 20 Jan 17 Jan 31 Dec 4 – Jan 14 30 Feb 13 Feb 28 Jan 15 – Feb 11 20 Mar 20 Mar 31 Feb 12 – Mar 18 25 Apr 17 Apr 28 Mar 19 – Apr 15 20 May 15 May 31 Apr 16 – May 18 20 June 14 June 22 May 14 – June 14 23 July 31 1st Installment (11/12) Aug 31 2nd Installment(11/12) Pay Run: All Other Hourly Paid & Substitutes (10 month hourly staff) Ready for P/R by 10:00 a.m Pay Date Dates Paid No. of Days Aug 15 Aug 31 None 00 Sep 12 Sep 30 Aug 18 – Sept 10 17 Oct 10 Oct 31 Sept 11 – Oct 8 20 Nov 7 Nov 22 Oct 8 – Nov 5 20 Dec 5 Dec 16 Nov 6 – Dec 3 20 Jan 17 Jan 31 Dec 4 – Jan 14 30 Feb 13 Feb 28 Jan 15 – Feb 11 20 Mar 20 Mar 31 Feb 12 – Mar 18 25 Apr 17 Apr 28 Mar 19 – Apr 15 20 May 15 May 31 Apr 16 – May 13 20 June 14 June 22 May 14 – June 14 23

Direct Deposit

Absence Dates None Aug 18 – Sept 10 Sept 11 – Oct 8 Oct 9 – Nov 5 Nov 6 – Dec 3 Dec 4 – Jan 14 Jan 15 – Feb 11 Feb 12 – Mar 18 Mar 19 – Apr 15 Apr 16 – June 14

Absence Dates None Aug 18 – Sept 10 Sept 11 – Oct 8 Oct 9 – Nov 5 Nov 6 – Dec 3 Dec 4 – Jan 14 Jan 15 – Feb 11 Feb 12 – Mar 18 Mar 19 – Apr 15 Apr 16 – May 13 May 14– June 14

Absence Dates None Aug 18 – Sept 10 Sept 11 – Oct 8 Oct 9 – Nov 5 Nov 6 – Dec 3 Dec 4 – Jan 14 Jan 15 – Feb 11 Feb 12 – Mar 18 Mar 19 – Apr 15 Apr 16 – May 13 May 14– June 14

PCS policy requires that all employees receive their pay distribution via direct deposit. ✔ Closing or making changes to your direct deposit account without updating a Direct Deposit Form will cause a delay in receiving your payroll payment.

Electronic Pay Stub

Employees with direct deposit accounts can access their pay information in Time Keeper. To access your Pay Stub account you will need you can visit http://www.person.k12.nc.us/ common/pages/DisplayFile.aspx?itemId=227492.

W-2 Tax Forms

All forms can be found on both the PCS website under the Employee Link and then the Time Keeper Link. W-2 forms and other tax mandated documents are mailed within the required deadlines to the employee’s address on record.

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Addresses can be updated within Time Keeper system.

To request a reprint of a W-2 tax form please: Email Beth Hayes, [email protected] or Julie Masten, [email protected] Allow 5-7 business days for processing

Federal and State Withholding

Employees must complete both the W-4 Tax Withholding Form for federal tax withholdings as well as a NC-4 Tax Withholding Form for state tax withholdings. If tax withholdings are not established by the employee, the withholding allowance will be set to ZERO and the filing status to SINGLE for both federal and state withholding purposes. All PCS employees have the ability to change their existing personal state and federal tax withholding information online through Time Keeper. FICA Withholding As of January, 2015 Social Security Medicare Rate: 6.2% 1.45% Wage Base: $118,500 Unlimited Maximum Tax: $7,347 Unlimited Once the maximum tax limit is reached, no further deductions will be taken for that calendar year and as a result, payroll payments could reflect a different withholding amount between December and January. Payroll Deductions Payroll deductions are allowed only with vendors approved by the Board of Education: ❑ Voluntary deductions are arranged directly with the financial institution or organization ❑ Involuntary deductions are taken whenever there are earned wages NC State Retirement Contributions All full time permanent employees must contribute to the Teachers’ and State Employees’ Retirement System. Contributions are withheld each payroll release at a rate of six percent of gross wages. An employee separating from employment shall be paid the amount of longevity pay earned up to termination of employment. Employees taking a leave of absence to work in a charter school may be paid their accumulated longevity at the time they leave the school system. (Changes to this will apply based on budget passed 8/2/14).

Longevity

New Employees Longevity Credit (Changes based on budget passed 8/2/14) In lieu of providing annual longevity payments to teachers paid on this salary schedule for the current fiscal year and subsequent fiscal years, the amounts of those longevity payments are built into this salary schedule. Earning North Carolina State Service Permanent full-time or part-time (20 hours per week or more) employees receive a month of state service credit for each pay period in paid status (including paid leave, workers’ compensation, or authorized military leave) for one-half or more of the regularly scheduled workdays and holidays in that pay period. Employees who work the full school year (i.e., 10 months) earn one year of state service credit for longevity purposes. Credit for a partial year is given on a month-for-month basis. An employee may not earn more than one year of State service in a 12-month period. If an employee did not earn a full year of State service credit during a 12-month period, summer school employment will be included in state service credit for longevity purposes provided that the employee was employed at least part-time (20 hours per week or more). Please see Board Policy 3800/4800 §13.1.3 to determine what is counted as creditable service.

Payment of Longevity for State Employees that are not Teachers

(Changes based 8/2014 legislation) Longevity pay is received during the month following the monthly pay period during which the employee has satisfied eligibility requirements. The amount of annual longevity pay is a

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percentage of the employee’s annual rate of pay on the employee’s anniversary date. The annual rate of pay does not include bonuses, pay for extra duty/extended employment, or overtime. The longevity percentage is determined by the length of state service as follows: Years of State Service = Longevity Pay Rate 10 but less than 15 years = 1.50 percent 15 but less than 20 years = 2.25 percent 20 but less than 25 years = 3.25 percent 25 or more years = 4.50 percent

LICENSURE Licensure for Certified Instructional Personnel Licensure ensures that students in our school system are served by educators with the knowledge and skills to deliver a sound educational program. Certified employees of the Person County School System are required to hold the appropriate license for the subject, grade level, and/or area of assignment. It is important to note that the North Carolina Department of Public Instruction dictates licensure requirements, and our school system must comply with the regulations established by the state.

Obtaining a License

All certified employees are required to file for a license within 30 days of employment. Salary placement may be at the A0 Level (or even at the substitute teacher rate) until a completed licensure application packet has been evaluated by the North Carolina Department of Public Instruction. Applications for an initial license will require some or all of the following: ❑ Official transcript or official e-script showing the type of degree and the date awarded. Photocopies of official transcripts or e-scripts are acceptable. Internet transcripts are not acceptable. ❑ Educator certificates, teacher licenses held in other states, or a Verification by Institution of Higher Education (Form V) indicating completion of a state approved teacher education program. Please note that earning licensure in another state does not preclude meeting North Carolina requirements. ❑ The latest Licensure updates to testing occurred October 1, 2014. The updates impacted mainly Elementary Education and Exceptional Children – Gen Curriculum. To view the updates, visit http://www.person.k12.nc.us/UserFiles/Servers/Server_21921/File/ Human%20Resources/Licensure/Testing%20Policy%20Update%20Fall%202014.pdf ❑ Verification of Experience Form(s): K-12 Educator and teacher assistant experience (Form E), Postsecondary Experience (Form CE), or Relevant Non-Teaching Experience (Form NE). Contact your Licensure Administrator (see Assistance with Licensure Issues below) for questions on needed forms. ❑ The NC Department of Public Instruction charges a fee for establishing and updating licenses. See http://www.ncpublicschools.org/docs/licensure/forms/fees.pdf . All of the forms referenced above may be obtained from the Director of Human Resources/ Licensure Specialist. Additionally, forms may be found at www.dpi.state.nc.us/licensure/forms. It is the Policy of the Board to employ professional personnel who hold or are eligible to hold a clear license in their employment areas. All employees in positions requiring licensure are responsible for establishing and renewing their license with the North Carolina Department of Public Instruction.

Assistance with Licensure Issues

Teachers with questions pertaining to their licensure requirements and status should contact the Human Resources Licensure Administrator. It is strongly advised that lateral entry teachers and provisionally licensed teachers maintain regular contact with their licensure administrator to ensure that state licensure requirements are met. Teachers involved with the Beginning Teacher Program should contact the Human Resources Beginning Teacher Coordinator for guidance. All materials pertaining to the Beginning Teacher program are distributed from the Beginning Teacher Coordinator’s office. For questions regarding renewal credits, please contact the Human Resources Department.

Testing Reimbursement

Funds are sometimes available to reimburse PCS employees who have taken required licensure tests in order to maintain their licenses. Employees wishing to add another license area may also

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be eligible for reimbursement if funding is available. Additional information and application forms by visiting the Human Resources page.

Non-Teaching Experience Credit for Teachers

Relevant non-teaching experience can be credited towards an individual’s total licensure experience through a recommendation of the local employing agency (PCS). This recommendation, along with a completed non-teaching experience form (NE) and an official job description signed by the employer must be sent to the Department of Public Instruction for approval. It is important to note that credit for non-teaching work is not transferable to other licensure areas for which the experience is not relevant. Teachers should work with their licensure administrator for guidance on adding non-teaching experience to a license.

Induction and Professional Support The Person County Schools recognizes that first-year teachers face many challenges as they make the transition from college student to classroom teacher. To ensure that our new professionals have the support they need to become the best teachers possible, Person County Schools provides a comprehensive induction program to help them reach that goal. This induction program consists of three (3) days of pre-service workshops which provide an introduction to the Person County Schools, its culture, expectations, resources, policies and procedures. First-year teachers are also provided opportunities to work one-on-one with a mentor teacher. The initial workshops are followed by a series of monthly seminars in which a wide variety of timely topics are presented and discussed in detail. The induction program is administered by the Human Resources Department. First-year teachers needing help should call 599-2191 to request assistance.

Beginning Teacher Support Program The Beginning Teacher Support Program (BTSP), mandated by the State Board of Education effective January 1, 1985 and amended in 1997 and 2006, is a three-year program that extends professional education preparation and offers the assessment and support necessary for an individual’s professional growth. Teachers must teach at least 50% of the school day in their licensure area(s) to meet the requirements of the Beginning Teacher Support Program. Teachers, who did not receive a continuing license prior to January 1, 1998 and have fewer than three years of appropriate service (normally considered to be public school service) in their area of initial licensure are required to participate in the BTSP. Teachers coming to North Carolina with a teaching license earned through a “lateral entry” program must participate in the BTSP regardless of years of experience. Out-of-state applicants are not subject to all of BTSP requirements if their North Carolina Licensure is based on reciprocity (not all states have reciprocity with NC) or completion of a National Council for Accreditation of Teacher Education (NCATE) approved education program (not all out-of-state colleges/universities are NCATE-approved) and they have three or more years of appropriate experience. Other out-of-state applicants participate in a BTSP regardless of their years of experience. Individuals who renew expired licenses do not have to participate in the BTSP if they have three or more years of appropriate experience at the time of license renewal. If they do not have such experience, they are subject to BTSP requirements. Year I, Year II and Year III BTs in the Person County Schools are assigned a Mentor/Support Team consisting of their principal/supervisor (or designee) and a career status “mentor.” A minimum of six successive months of participation is required per school year for the “year” to count toward fulfillment of the BT requirement. Year I, Year II and Year III beginning teachers will focus on teaching, working with a mentor, preparing a Professional Development Plan (PDP), learning about the Professional Teaching Standards, becoming a reflective practitioner, and carrying out all certified teacher requirements of the state of North Carolina. A Continuing License will be granted when the BT has successfully completed licensure requirements, three years of teaching and the designated local official has notified DPI that there is no reason due to character or conduct that the BT should not receive a Continuing License to teach in North Carolina. Completion of BTSP requirements in one teaching area satisfies the BTSP requirement for all other teaching areas. Once continuing licensure has been earned in one teaching area, additional teaching areas do not require a BTSP experience.

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Beginning teachers who are assigned to subject areas in which they hold a provisional license may not earn a continuing license until the specific license provisions have been satisfied. Beginning teachers must complete the BTSP within three years. No extension is granted. The individual can return to an approved education program to correct deficiencies and earn a new initial license that allows him/her another opportunity to meet the performance requirements. A beginning teacher who believes he/she may need additional assistance other than that provided by the assigned mentor should contact the Personnel Office.

Licensure Renewal Cycles Licensed employees must maintain their license and are required to have at least 8 CEUs per license renewal cycle (5 years). Remember, it is the employee’s responsibility to maintain their North Carolina Teaching License. To check your CEUs from the Person County Schools website, visit the PCS homepage, then departments, then Human Resources, “Check your CEUs for Renewal” or you can visit: http://149.173.159.28/hrms/ceu.nsf/ceuhistory?openform.

National Board Certification Provide a copy of your letter from the National Board to the Licensure Specialist in the Personnel Department to get these credits posted to your renewal cycle. • 8.0 credits for initial NB completion • 2 credits (1 for literacy and 1 for content) for 10 year renewal

DIRECTORIES AND RESOURCES Contact Extension / Number (336)599-2191 Accounts Payable   • State and Federal Carla Smith 134   • Local and Grants Dawn Davis 135 Accountability Jarrod Denns 151 AESOP Tracy Scruggs 110 AIG (Academically Intellectually Gifted) Wendy Staskiewicz 122 Alternative Learning Program Melanie Hester 132 Americans with Disabilities Act (ADA) Melanie Hester 132 Analysis of Student Work (ASW) Tracy Scruggs 110 Annual Leave Kathy Hall 133 Applications (Employees) Lori Stacey 114 Assessment (K-2) Paula Chandler 124 Athletics Mark Phillips 336-599-8321 Attendance, (students) Melanie Hester 132 Before/After School Care Program Kathy Bumpass 336-599-7133; ext. 106 Beginning Teacher Support Program (BTSP) Tracy Scruggs 110 Benefits for Employees Kathy Hall 133 Blackboard Connect Jarrod Dennis 151 Board of Education Teresa Shotwell 121 Budget Julie Masten 140 Building Use and/or Rental Shirley Paylor 0 Bus Drivers Gregg Foushee 336-599-5672 Calendar Jarrod Dennis 151 Career Development Coordination Sally Humphries 336-599-8321, ext. 1161 CEUs (Continuing Education Units) Lori Stacey/Tracy Scruggs 114/110 Child and Family Service Teams (CFST) Melanie Hester 132 Child Abuse/Neglect Melanie Hester 132 Classified Employees Lori Stacey 114 Computer Services/Repairs Jason Clayton 118 Crisis Plan Melanie Hester 132 CTE - Career and Technical Education Judy Bradsher 113 Curriculum   • K-5 ELA , Math Science, Social Studies,   PE K-5, Arts K-5 Paula Chandler 124   • 6-12 ELA, Math, Science, Social Studies,   PE 6-12, Arts 6-12, World Languages Jenna Regan 119

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Custodial Services Jerry Ball 336-599-0223 Digital Learning Wendy Staskiewicz 122 Disability Kathy Hall 133 Driver’s Education Person County Driving Academy Kitty Horton 336-597-3974 Dropout Prevention & Graduation Improvement Wendy Staskiewicz 122 Sharp School (Website) Andrew Clayton claytonan@   person.k12.nc.us Early College Judy Bradsher 113 English as a Second Language (ESL) Wendy Staskiewicz 122 EVAAS Jarrod Dennis 151 Evaluations/TNL and Perform Lori Stacey 114 Enrollment Wendy Staskiewicz 122 Exceptional Children’s Programs Melanie Hester 132   Mental and Physical Impairments   Sensory Impairments including hearing,   vision and speech Exit Interviews (for employees) Lori Stacey 114 Expulsions Dan Holloman 121 Facilities (construction) Larry King 336-599-0223 Family Medical Leave Kathy Hall 133 Federal Programs   • Title I Wendy Staskiewicz 122   • Title II Lori Stacey 114   • Title III Wendy Staskiewicz 122   • Title VII Wendy Staskiewicz 122   • Title IX Melaine Hester 132   • Title X Melaine Hester 132 Field Trips   • Pre-School & Elementary Paula Chandler 124   • Middle and High School Jenna Regan 119 Finance Julie Masten 140 Fixed Assets Jarrod Dennis 151 Free and Reduced Meal Applications Sarah Yarborough 138 GEAR UP Judy Bradsher 113 Golden Leaf Foundation Grant Wendy Staskiewicz 122 Grants   K-5 Paula Chandler 124   6-12 Jenna Regan 119 Grievances Lori Stacey 114 Headstart Melanie Hester 132 Health Insurance Kathy Hall 133 HomeBase Jarrod Dennis 151 Homebound Services Melanie Hester 132 Homeless Melanie Hester 132 Hospitalization Kathy Hall 133 Human Resources Lori Stacey 114 ID Badges Kathy Hall 133 Immunization/Entrance Requirements Paula Chandler 124 Intervention Support Teams Melanie Hester 132 Leave of Absence (Sick, Annual, Personal) Kathy Hall 133 Leave Without Pay Approvals Lori Stacey 114 License Renewal/Licensure Lori Stacey 114 Longevity Pay Beth Hayes 137 Maintenance, Buildings, and Grounds Larry King 336-599-0223 Maternity Leave Kathy Hall 133 Media Media Specialists Wendy Staskiewicz 122 Media/Technology Service and Repair Jason Clayton 118 Mentor Program Tracy Scruggs 110 Migrant Education Wendy Staskiewicz 122 My Learning Plan Tracy Scruggs 110 National Board Certification Lori Stacey 114 NCEdCloud IAM Jarrod Dennis 151

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Payroll Personal Leave Positive Behavior Intervention Support PowerSchool Preschool   Earl Bradsher Preschool   Early Intervention Family Services Preschool Handicapped Principal of the Year (contact) Principals, Supervision Professional Development   K-5   6-12 Psychological Evaluation Services Public Information/Relations Public School Works Purchasing/P-cards Recruitment of Teachers Resignations Retirement Safe and Drug Free Schools Salary/Checks Sarah E. Morton TIP Scholarship SAT/ACT School Improvement Plan   • K-5   • 6-12 School Nutrition School Support Personnel   • School Counselors   • School Nurses   • School Social Workers Section 504 Plans Shared Leave Sick Leave Speech Therapy Student Academic Appeals Student Grading and Reporting   • K-5   • 6-12 Substitute Teachers Suspensions (Long Term Recommendations) Student University Interns Teacher Assistants Teacher of the Year Technology Services Testing TimeKeeper TIMS (Transportation Information   Management System) Transfers (employees) Transfers (students) Transcripts (students) Transportation   • Activity Bus Rental   • Charter Bus Information   • Fleet Maintenance   • School Buses Vacancies VoCATS / CTE Post Assessments Virtual Learning Webmaster Worker’s Compensation

Beth Hayes Kathy Hall Melanie Hester Priscilla Thompson

137 133 132 145

Melanie Hester Melanie Hester Melanie Hester Lori Stacey Dan Holloman

132 132 132 114 121

Paula Chandler Jenna Regan Melanie Hester

124 119 132

Lori Stacey/Larry King Carla Smith Lori Stacey/Tracy Scruggs Lori Stacey Kathy Hall Melanie Hester Beth Hayes Tracy Scruggs Wendy Staskiewicz

114/336-599-0223 134 114/110 114 133 132 137 110 122

Paula Chandler Jenna Regan Nikole Schukraft

124 119 136

Melanie Hester Melanie Hester Melanie Hester Melanie Hester Kathy Hall Kathy Hall Melanie Hester Wendy Staskiewicz

136 136 132 132 133 133 132 122

Paula Chandler 124 Jenna Regan 119 Tracy Scruggs 110 Teresa Shotwell 121 Lori Stacey 114 Lori Stacey 114 Tracy Scruggs 110 Jarrod Dennis/Jason Clayton Jarrod Dennis 151 Beth Hayes 137

151/118

Carol Bowes Lori Stacey Teresa Shotwell Shirley Paylor

336-599-5672 114 121 0

Gregg Foushee Gregg Foushee Gregg Foushee Gregg Foushee Kathy Hall Sally Humphries Jarrod Dennis Jarrod Dennis Kathy Hall

336-599-5672 336-599-5672 336-599-5672 336-599-5672 133 336-599-8321, ext. 1161 151 151 133

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Resources Website Reference List PCS uses its websites and social media to provide timely information to the general public, employees, and students. Employees can follow PCS social media on Facebook and Twitter. If an employee has an interesting event occurring and would like publicity via the PCS website or newsletters, the employee should contact the individual site’s Public Information representative. PCS Internet website................................................................................www.person.k12.nc.us PCS School Board Policies.....http://policy.microscribepub.com/cgi-bin/om_isapi.dll?clientID 182490490&depth=2&infobase=person.nfo&record= {1}&softpage=PL_frame PCS Human Resources................ http://www.person.k12.nc.us/departments/human_resources PCS Compensation Services........http://www.person.k12.nc.us/departments/finance___payroll Payroll and Benefits Department of Public Instruction (DPI)..............................................www.ncpublicschools.org NC State Board of Education.......................................... http://stateboard.ncpublicschools.gov/ North Carolina General Assembly...................................................................... www.ncleg.net/ Person County Schools Facebook.................. https://www.facebook.com/personcountyschools

PCS BOARD POLICIES Section 7000: Personnel All Policies are online- www.person.k12.nc.us Policy Code: 7100 Recruitment and Selection of Personnel Policy Code: 7101 Superintendent Qualifications Policy Code: 7102 Duties of the Superintendent Policy Code: 7103 Administrative Personnel Positions Policy Code: 7111 Equal Employment Opportunities Policy Code: 7120 Employee Health Certificate Policy Code: 7130 Licensure Policy Code: 7220/1750 Grievance Procedure For Employees Policy Code: 7225/1720/4015 Discrimination, Harassment and Bullying Complaint Procedure Policy Code: 7230/1710/4021 Prohibition Against Discrimination, Harassment and Bullying Policy Code: 7231/1730/4022 Nondiscrimination On The Basis Of Disabilities Policy Code: 7240 Drug-Free and Alcohol-Free Workplace Policy Code: 7241 Drug And Alcohol Testing Of Commercial Motor Vehicle Operators Policy Code: 7250/5026 Use of Tobacco Products Policy Code: 7260 Bloodborne Pathogens Exposure Control/Infection Control Policy Code: 7262 Communicable Diseases or Conditions/Employees Policy Code: 7265 Occupational Exposure To Hazardous Chemicals In Science Laboratories Policy Code: 7266/5024/6127 Emergency Epinephrine Auto-Injector Devices Policy Code: 7267/5028/6130 Automated External Defibrillator Policy Code: 7270/1510/4200 School Safety Policy Code: 4201/7271 Injury and Loss Prevention Policy Code: 7272/4202/5029 Service Animals In Schools Policy Code: 7275/5027 Weapons And Explosives Prohibited Policy Code: 7280/1760 Prohibition Against Retaliation Policy Code: 7300 Staff Responsibilities Policy Code: 7301 Duty to Report Alleged Violations of Law, Ordinance or Serious Traffic Violations Policy Code: 7302 Duty to Report Certain Acts to the Superintendent of Public Instruction Policy Code: 7303 Teacher Assistants/School Food Service Employees: Duty to Drive a School Bus Policy Code: 7304 Teacher Assistants as Substitute Teachers Policy Code: 7310/4040 Student-Staff Relations Policy Code: 7312 Child Abuse – Reports and Investigations Policy Code: 7315/2125 Confidential Information Policy Code: 7316/4250/5075 North Carolina Address Confidentiality Program

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Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy Policy

Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code: Code:

7320/3225/4312 Technology Responsible Use 7322/3227 Web Page Development 7323 Professional Publishing 7322/3227 Web Page Development 7330/3230 Copyright Compliance 7335 Employee Use Of Social Media 7340 Employee Dress and Appearance 7350/5070 Public Records-Retention, Release and Disposition 7351/5071 Electronically Stored Information Retention 7400 Job Description Manual 7405 Extra-Curricular And Non-Instructional Duties 7410 Teacher Contracts 7420 Superintendent Contract 7422 Deputy/Associate/Assistant Superintendent Contracts 7425 School Administrator Contracts 7430 Substitute Teachers 7431 Student Teaching and Internships 7440 Assignments/Reassignments/Transfers 7441 Allocation Of Teachers 7500 Workday and Overtime 7504 State Salary Schedule 7506 Local Supplement 7507 Non-Employee Head Coaches 7510 Leave 7511 Annual Leave 7512 Leave of Absence to Teach in a Charter School 7520 Family and Medical Leave 7530 Military Leave 7540 Voluntary Shared Leave 7550 Absences Due To Inclement Weather 7610 Defense of Board Employees 7620 Payroll Deductions 7635 Return to Work 7720 Employee Political Activities 7730 Employee Conflict of Interest 7800/1610 Professional and Staff Development 7805 Superintendent Evaluation 7810 Evaluation of Licensed Employees 7811 Plans for Growth and Improvement of Licensed Employees 7815 Evaluation of Non-Licensed Employees 7820 Personnel Files 7821 Petition for Removal of Personnel Records 7825/4705 Confidentiality of Personal Identifying Information 7900 Resignation 7910 Personnel Retirement 7920 Professional Personnel Reduction in Force 7921 Classified Personnel Reduction 7930 Professional Employees: Demotion and Dismissal 7940 Classified Personnel: Suspension And Dismissal 7950 Non-Career Status Teachers: Nonrenewal

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Person County Schools | 2016 - 2017 Calendar

Early Release*: 12:00 Elementary/High 12:20 Middle

Make Up Days/Hours.:  2/2, 4/6, 3/15, 4/10-11

Important Dates Aug.15, 16, 17 Aug. 18 Aug. 19 Aug. 22-26 Aug. 29 Sept. 5 Sept. 21 Oct. 19 Oct. 31 Nov. 10 Nov. 11 Nov. 23 Nov. 24-25 Dec 19-Jan. 2 Jan. 16 Jan. 26 Jan. 27 Feb. 2 Feb. 15 Mar. 15

Mar. 31 April 6 Apr. 10-13 Apr. 14 May 29 June 9 June 10 June 12-13 June 14

New Teacher Orientation Optional Workday District Professional Development Required Workdays First Day of School - Full Day No School – Labor Day Early Release - Staff PD Early Release - Staff PD No School - Required Workday Early Release - Conferences No School - Veterans Day No School - Optional Workday No School - Thanksgiving No School - Winter Break No School - MLK jr. Day End of 1st Semester Required Workday Early Release All; Opt Conf. K-5 Early Release - Staff PD Early Release - Staff PD

Early Release - Tchr Planning Early Release All; Conf for 9-12 Spring Break No school - Good Friday No School - Memorial Day half Day - Last Day of School Person High School Graduation Required Workshop Optional Workday Calendar Legend

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