Richland Two Charter High School

Employee Handbook 2011-2012

DISCLAIMER NOTHING IN THIS HANDBOOK OR IN ANY POLICY MANUAL OF RICHLAND TWO CHARTER HIGH SCHOOL CONSTITUTES OR CREATES AN EXPRESSED OR IMPLIED CONTRACT OF EMPLOYMENT; RATHER, THIS HANDBOOK SHOULD BE UNDERSTOOD AS A BRIEF DESCRIPTION OF THE BENEFITS OFFERED BY RICHLAND TWO CHARTER HIGH SCHOOL AND AN OVERVIEW OF ITS POLICIES AND PROCEDURES. THIS HANDBOOK SUPERSEDES ALL PREVIOUS HANDBOOKS OR OTHER DOCUMENTS THAT ADDRESS THE SAME SUBJECT MATTER AS THE POLICIES AND PROCEDURES CONTAINED IN THIS HANDBOOK. IN ADDITION, THIS HANDBOOK CAN BE MODIFIED OR ALTERED AT ANY TIME BY RICHLAND TWO CHARTER HIGH SCHOOL. I UNDERSTAND THAT THE SCHOOL’S HANDBOOK IS NOT A CONTRACT. PLEASE PRINT NAME AND DATE AND RETURN TO THE CHARTER O FFICE.

NAME (PLEASE PRINT) _____________________________DATE_________________

SIGNATURE ________________________________________

PROFESSIONAL ETHICAL STANDARDS All Richland Two Charter High School personnel are subject to state laws regarding conflicts of interest. In any situation in which an employee may have a financial interest that will be enhanced by his or her association with the district, including use of school facilities and access to student information, the employee must abide by the policy as well as the opinion of the South Carolina Ethics Commission. For example, teachers cannot charge fees for tutoring students whom they have taught or might teach in the future, nor can they use district facilities for private tutoring. Any person who receives a direct or cash payment for services through the school that has not been processed through district payroll is in violation of Internal Revenue Service regulations as well as district policy.

POLICY ON NON-DISCRIMINATION, HARASSMENT AND GRIEVANCE PROCEDURES It is the policy of Richland Two Charter High School to provide a working environment where employees are free from any form of discrimination or harassment related to ones’ race, sex, religion, national origin, age, disability or other protected characteristic. Sexual harassment or inappropriate conduct of a sexual nature directed at students, either male or female, by district employees, substitutes, other students, volunteers or third parties associated with schools is strictly prohibited. Engaging in such conduct directed towards any student, employee, substitute, volunteer or visitor, either male or female, on school property or while under the jurisdiction of the school, including while on a school bus, or on a school sponsored trip or activity, is considered a violation that is disorderly, disruptive, and/or criminal in nature. Such conduct may result in termination and may be referred to law enforcement for investigation. Sexual harassment may be generally defined as unwelcome sexual advances, requests for sexual favors, and written, spoken, or physical conduct of a sexual nature. Inappropriate conduct of a sexual nature directed towards students, employees, substitutes, volunteers or visitors will not be tolerated. For further information regarding the district’s policy related to the prohibition of sexual harassment of students or inappropriate conduct of a sexual nature directed towards students For other information regarding sexual harassment, please contact your school’s administration.

Any employee or student who believes he or she has been subjected to sexual harassment is encouraged to file a complaint. All complaints will be investigated promptly. Students or employees who file such complaints, or any individuals who provide information relevant to such a complaint, will not be subject to retaliation or reprisal in any form. Students who have knowledge that sexual harassment or inappropriate conduct of a sexual nature directed at students is or may be occurring, should notify the school’s principal, a school counselor or a school administrator immediately. Employees must notify their school’s principal, or the Richland Two liaison Mary Page Boyce immediately. Failure to report such harassment may result in an employee’s immediate termination and/or criminal charges being filed against you. Similarly, harassment, intimidation or bullying of students is prohibited. Harassment, intimidation or bullying is defined as a gesture, electronic communication or a written, verbal, physical or sexual act reasonably perceived to have the effect of either of the following: harming a student physically or emotionally or damaging a student’s property, or placing a student in reasonable fear of personal harm or property damage; or insulting or demeaning a student or group of students causing substantial disruption in, or substantial interference with, the orderly operation of the school. If you are aware of harassment, intimidation or bullying of students, you must notify a school administrator or guidance counselor immediately. Any student who believes he or she has been subjected to harassment, intimidation or bullying, as defined in State law is encouraged to file a complaint. Reports can be made anonymously. Complaints will be investigated promptly and thoroughly. Students who file such complaints, or any individuals who provide information relevant to such a complaint, will not be subjected to retaliation or reprisal in any form. Appropriate disciplinary action will be taken against any individual determined to have engaged in such conduct towards a student. Any person having inquiries concerning any form of unlawful discrimination or harassment, or the district’s compliance with the regulations related to Title IX of the Education Amendments of 1972 (sex discrimination), Section 504 of the Rehabilitation Act of 1973 (discrimination on the basis of disability), the Age Discrimination in Employment Act (ADEA) of 1967, or Title VII of the Civil Rights Act of 1964, as amended (racial or other discrimination), should consult school board policy JI (Student Rights and Responsibilities), board policy GBAA (Sexual Discrimination and Harassment), or policy GBK (Complaints and Grievances) or contact the following district representatives: • Title IX Coordinator (sex discrimination) Traci Batchelder, Human Resources Director of Classified Personnel and Employee

Services

Title VII/ADEA Coordinator (age or other discrimination) Mr. Roosevelt Garrick, Chief Human Resources Officer • Section 504/Title I Coordinator (disability discrimination) Dr. Karen Lovett, Human Resources Executive Director of Personnel Services • Title VI Coordinator (racial discrimination) Michele Taylor-Brown, Human Resources Director of Teacher Quality

EQUAL EMPLOYMENT OPPORTUNITY POLICY Richland Two Charter High School makes all employment related decisions without regard to an individual’s race, color, sex, age, religion, national origin, disability or other protected characteristic. We wish to emphasize that it is the district’s fundamental policy to provide equal opportunity in all of its employment practices. This policy extends to, among other things, hiring, working conditions, employee treatment, training programs, promotion, and all other terms and conditions of employment. Any employee who believes he or she has been exposed to conduct that is in violation of this policy should feel free to exercise his/her rights by contacting Henry Lovett, Director or Mary Page Boyce, District Liaison, at 6831 Brookfield Road; Columbia, S.C. 29206; (803) 787-1910. The district will not retaliate against any employee because he or she has opposed any unlawful employment practice.

ACCEPTABLE USE OF TECHNOLOGY With the spread of information technologies throughout the district work place, Richland Two Charter High School recognizes that employees are changing the way they share ideas, access and transmit information, and contact others. The use of new tools and systems bring new responsibilities. Employees are expected to communicate in a professional manner consistent with state laws governing behavior of district employees and with federal laws governing copyright. Communications over the network are often public in nature, therefore general rules and standards for professional behavior and communications will apply. Richland Two Charter encourages staff to make use of information technology to explore educational topics, conduct research, examine data and contact others for legitimate educational purposes.

THE CHARTER SCHOOL DOES NOT PERMIT THE FOLLOWING

BEHAVIOR ON DISTRICT NETWORKS: • Sending, receiving or displaying offensive messages or pictures; • Using obscene language; • Harassing, insulting or attacking others; • Engaging in practices that threaten the network (e.g., loading files that may introduce a virus); • Violating copyright rules; • Using others’ network account or password; • Trespassing in others’ folders, documents or files; • Intentionally wasting limited resources; • Employing the network for commercial purposes; • Violating regulations prescribed by the system coordinator; • Accessing or transmitting confidential information without a legitimate educational purpose; and • Using removable media (flash drives, portable hard drives, etc.) to store or transport confidential employee or student information without explicit instruction to do so by supervisor. The employee’s personal use of non-district issued electronic equipment outside of working hours will be the concern of and warrant the attention of the board if it impairs the employee’s ability to effectively perform his/her job responsibilities or as it violates local, state or federal law or contractual agreements. Reports of inappropriate behavior, violations or complaints will be routed to the employee’s supervisor for appropriate action. Unprofessional conduct may subject the employee to disciplinary actions consistent with state law, federal law and/or board policy.

RICHLAND TWO CHARTER HIGH SCHOOL TEACHER FORUM EMPLOYEE CODE OF ETHICS • Comply with all federal laws, state laws, and Richland Two Charter Policies.

• Model appropriate professional behavior and conduct. • Treat colleagues, students and parents with kindness and respect. • Be a positive role model in the school and community. • Promote your school and the district in the most positive light. • Maintain neutrality with regard to political and religious views when expressed on school property or in one’s capacity as a district employee. • Recognize and respect diversity of the school and community population. • Exhibit honesty and integrity. • Model and provide just and equitable treatment for all. • Maintain confidentiality regarding students, teachers and parents. • Promote knowledge and understanding of all children and their needs. • Adhere to professional standards of educational practice. • Nurture the intellectual, physical, emotional, social and civic potential for each student. • Maintain a challenging learning environment. • Establish an effective and consistent behavior management plan. • Maintain responsible supervision of students at all school events. • Assure that each student, staff member and employee is protected from harassment and discrimination. • Report violations of the law and non-compliance with regulations designed to protect children and staff. • Be present, punctual and prepared for class. • Dress appropriately and professionally. • Collaborate and cooperate with colleagues, other professionals, parents and community

GENERAL INFORMATION Professional Certification

Professional educators who have completed course work for an advanced degree (Bachelor’s + 18 hours, Master’s, Master’s + 30, or Doctorate) and who desire an updated certificate must request that their college or university submit sealed official transcripts to the State Department of Education’s Division of Educator Quality and Leadership, Office of Educator Certification. Educators must also complete and submit a Request for Change/Action form to the State Department of Education for updated certificates and additional endorsements. Educators should complete and submit a Request for Change/Action form for any changes in name, address, etc. to Henry Lovett Certificate Renewal

The South Carolina Professional teaching certificate is valid for five (5) years. During the fiveyear cycle, an educator must earn 120 renewal credits. Educators who do not hold a master’s degree must earn a minimum of sixty (60) renewal credits of the 120 credits required during each five-year validity period by completing at least three (3) semester hours of college credit at the graduate level. Advanced degrees and experience credit should be directed to the South Carolina Teacher Questions regarding all aspects of certification, including acceptable courses, content areas, Certification Call Center at (803) 734-8466. Call center representatives are available Monday through Friday, 1 p.m.– 4:30 p.m. Inquiries may also be submitted via email at [email protected]. Please allow approximately seven to ten days for a response. Drug-free Workplace

As a condition of employment, all employees are required to abide by the school policy that stipulates that no employee will manufacture, distribute, dispense, transfer, possess or be under the influence of alcohol or any illegal substance while on school or district property or on sites of school or district activities. Employees are also required to give notice of any criminal conviction resulting from the violation of drug statutes occurring in the workplace. Any employee who, in the judgment of his or her supervisor, appears to be under the influence of illegal drugs or alcohol may be tested upon reasonable cause for the use of alcohol or controlled substances. Tobacco-free Workplace

The school prohibits the use and/or possession of all tobacco products or paraphernalia on school grounds or school sponsored events by all students, staff and visitors. Tobacco products include, but are not limited to, cigarettes, cigars, pipes, smokeless tobacco and snuff.

EMPLOYEE BENEFITS INSURANCE BENEFITS Health Insurance

All employees who work a minimum of 30 hours per week in a regular budgeted position are eligible to participate in the health insurance program provided by the State of South Carolina’s Employee Insurance Program (EIP). Employees may choose one of the four health insurance options: the State Health Plan Savings Plan, the State Health Plan Standard Plan, BlueChoice Health Plan or CIGNA HMO. New employees have 31 days from the date of employment to complete an enrollment form. The health election is for a two-year period. Additions or deletions may also be made when any one of the following situations occurs: (1) marriage or divorce; (2) birth, adoption or placement of a child into the home; (3) death of a covered dependent and; (4) gain or loss of the opportunity to have group coverage through the spouse’s employment. An employee has 31 days to initiate the change if one of these instances occurs. Changing from one plan to another can be done only in October, and the effective date of the change will be January 1 of the following year. An employee must complete and submit a Notice of Election form (NOE) to the Benefits Department within the prescribed deadlines in order for health insurance coverage to be effective. Employees who terminate employment with the school (for reasons other than gross misconduct) or their eligible dependents may buy extended coverage for group health and dental insurance (COBRA). Active employee insurance coverage ends the first day of the month following the last day of scheduled employment. Persons meeting the following qualifications are also eligible to buy extended coverage for group health and dental insurance: 1. Widow or widower of a covered employee. 2. Divorced or legally separated spouse of a covered employee. 3. Covered employee’s child who ceases to be covered as a dependent under the general application requirements of the plan when his or her dependent status ends. 4. Covered employees whose hours are reduced so that they no longer meet eligibility requirements under the plan.

EMPLOYEE BENEFITS (Continued) Employees retiring from public education or State employment should contact the Richland Two Benefits Department at 738.3295 to enroll in retiree insurance programs at least three weeks prior to their retirement date.

Dental Insurance The state of South Carolina provides a dental plan at no cost to all eligible employees. The employee’s spouse and eligible dependents may be covered at the employee’s expense. Employees may also select supplemental dental coverage at their own expense. An enrollment form must be submitted within 31 days of employment for either or both of these coverages to be in effect. The dental election is for a two-year period. Certain changes may be made when there is a change in family status (see health insurance section). Life Insurance All active employees covered by any of the state-provided health plans are automatically enrolled for life insurance coverage of $3,000 provided by the state. The Richland Two Charter Board of Trustees provides additional life coverage to all regularly budgeted school employees (both parttime and full-time), at no cost to the employees. Coverage is in the amount of one times the employee’s annual salary, with a minimum of $20,000 for full and part-time employees. Life insurance provided by the district carries a conversion privilege for employees whose employment terminates. Conversion must be made within 31 days of separation. Any contributing member of the S.C. Retirement System (SCRS) or State Optional Retirement Plan (State ORP) has an additional term life benefit equal to one full year’s salary if the employee has at least one year of continuous employment. This benefit is taxable to the beneficiary or can be rolled into another tax-deferred qualified retirement plan. Employees who meet the eligibility requirements of the state health program are eligible to participate in the State Optional Life Insurance plan. This is a benefit for which the employee pays. Premiums are based upon the amount of coverage selected and the age of the employee. For an additional premium, employees may purchase dependent life insurance for each eligible child or for one’s spouse, if the spouse is not a state employee. All life insurance provided is term insurance. All employees should keep beneficiary designations up-to-date. Additional information and forms may be obtained from the Richland Two Benefits Department.

EMPLOYEE BENEFITS (Continued) Long Term Disability Insurance

The Employee Insurance Program (EIP) offers basic long term disability insurance at no cost to all active employees covered by any of the state-provided health plans. Supplemental long term disability coverage is also available. Premiums are based on the employee’s salary, age, and plan selected.

Long Term Care Insurance

The Long Term Care optional insurance program covers expenses associated with custodial care on a direct pay basis. Flexible Benefits Plan

The flexible benefits plan, administered under the MoneyPlus program, is an employee benefits program which is available on an elective basis to all benefits-eligible employees. This plan allows participating employees to make nontaxable payments for health and dental insurance premiums, non-reimbursable medical expenses and dependent care expenses. All MoneyPlus deductions are excluded from Federal, State and Social Security taxes. UPON EMPLOYMENT ALL FULL-TIME SCHOOL EMPLOYEES ARE AUTOMATICALLY ENROLLED IN THE MONEYPLUS INSURANCE PREMIUM PRE-TAXING FEATURE UNLESS AN EMPLOYEE REFUSES ENROLLMENT. Newly hired employees have a 31-day period from their date of employment to sign up for the Flexible Benefits Plan (medical spending requires completion of one year of employment prior to becoming eligible). One consideration of participating in the plan is that the reduced gross salary amount will have an effect on the calculation of Social Security benefits. Further, an administration fee is charged for participation in the MoneyPlus program. Forms and additional information may be obtained from the Richland Two Benefits Department (738.3295). Retirement All employees interested in retiring (including entrance into the TERI program) must provide a written statement of their intent to the attention of Faye James in the Richland School District Two Human Resources Department. Ms. James must receive this statement at least three weeks prior to the employee’s planned retirement date. Employees that elect to begin the TERI program will be paid for their annual leave at the end of the TERI period. Workers’ Compensation All employees are covered by Workers’ Compensation coverage which is provided by the school. If an injury occurs while an employee is working for the school, then the employee must complete and submit a ―First Report of Injury‖ form to their school/ location as soon as possible and no later than 24 hours after the accident. If medical treatment is needed, the employee should receive medical care from Blythewood Family Care, 738 University Village Drive, Blythewood (461-0270) between the hours of 9:00 a.m. to 6:00 p.m. or Palmetto Health Works, 1333 Taylor Street, Suite 3-H (296-3500) between

the hours of 8:00 am to 5:00 pm. If medical treatment is needed during after hours, then the employee should visit Doctors Care Ridgeview on Hardscrabble Road or Doctors Care Northeast on Atrium Way. However, any employee in dire need of medical attention should seek treatment at the closest medical location, or dial 911 for assistance. Generally, most medical expenses related to an on the job injury will be covered by Workers’ Compensation. If an injury requires the employee to lose more than seven consecutive days of work, then Workers’ Compensation will pay two-thirds of the employee’s average weekly wage up to a ceiling which is prescribed by the Workers’ Compensation Commission. Sick leave must be used for days not covered by Workers’ Compensation. NOTE: Regularly scheduled new employee orientation and benefits information sessions are open to all employees. For a schedule of the sessions, contact the Richland Two Human Resources Department.

EMPLOYEE LEAVES AND ABSENCES Sick/Personal Leave Sick/Personal leave will be granted to all employees of the school who work in a regular budgeted position. Employees accrue Sick/Personal leave up to the following annual maximums: Personnel employed for 180-195 days accrue 1.2 days per month up to 12 days annually Personnel employed for 200-210 days accrue 1.3 days per month up to 13 days annually Personnel employed 215-235 days will accrue 1.1667 days per month up to 14 days annually Personnel employed 12 months will accrue 1.25 days per month up to 15 days annually Leave will accrue periodically as earned and may be taken in advance only with the director’s approval. If employment terminates prior to the end of the contract period, or if employment starts after the beginning of the contract period, the leave entitlement will be prorated. Unused sick leave may be accumulated up to 102 days excluding the current year’s allocation. Any employee that misses more than five consecutive work days due to illness must apply for Family and Medical Leave (FMLA). Employees using more leave than allowed by policy are subject to loss of pay. Absence for ANY reason must be reported by the employee in the Employee Portal in Alio, the district’s payroll application. The appropriate reason for the absence must be listed.

Sick Leave Of your annual Sick/Personal leave entitlement, the relative number of sick and personal leave days that accrue will vary based on your length of service. • For employees with less than 5 years of service, Sick Leave is accrued at the following rates: Personnel employed for 180-195 days accrue 1.2 days per month up to 12 days annually Personnel employed for 200-210 days accrue 1.3 days per month up to 13 days annually Personnel employed 215-235 days will accrue 1.1667 days per month up to 14 days annually Personnel employed 12 months will accrue 1.25 days per month up to 15 days annually Personnel employed for 180-195 days accrue 0.9 of a day per month up to 9 days annually Personnel employed for 200-210 days accrue 1.0 day per month up to 10 days annually Personnel employed for 215-235 days accrue 0.916 of a day per month up to 11 days annually Personnel employed for 12 months accrue 1.0 day per month up to 12 days annually continued on next page

EMPLOYEE LEAVES AND ABSENCES (Continued) On first day of the month following an employee’s 5th anniversary, Sick Leave is accrued at the following rates: Personnel employed for 180-195 days accrue 0.6 of a day per month up to 6 days annually Personnel employed for 200-210 days accrue 0.7 of a day per month up to 7 days annually Personnel employed for 215-235 days accrue 0.6666 of a day per month up to 8 days annually Personnel employed for 12 months accrue 0.75 day per month up to 9 days annually Personal/Emergency Leave With the supervisor’s prior approval, a maximum of three (3) days of the total Sick/Personal leave accrual may be used for emergencies or approved personal reasons (including illness) annually by employees with less than five (5) full years of service in the district. This amount

increases to six (6) days for employees with five (5) full years of uninterrupted service in the district. The increase from three (3) to six (6) Personal/Emergency leave days is effective on the first day of the month following the employee’s 5-year anniversary date. Although Personal/Emergency Leave is a subset of your total Sick/Personal leave entitlement, it is accrued separately for administrative purposes. • For employee with less than 5 years of service, Personal/Emergency Leave is accrued at the following rates: Personnel employed for 180-195 days accrue 0.3 of a day per month up to 3 days annually Personnel employed for 200-210 days accrue 0.3 of a day per month up to 3 days annually Personnel employed for 215-235 days accrue 0.25 of a day per month up to 3 days annually Personnel employed for 12 months accrue 0.25 day per month up to 3 days annually continued on next page

EMPLOYEE LEAVES AND ABSENCES (Continued) On the first day of the month following an employee’s 5th anniversary, Personal/Emergency Leave is accrued at the following rates: Personnel employed for 180-195 days accrue 0.6 of a day per month up to 6 days annually Personnel employed for 200-210 days accrue 0.6 of a day per month up to 6 days annually Personnel employed for 215-235 days accrue 0.50 of a day per month up to 6 days annually Personnel employed for 12 months accrue 0.50 day per month up to 6 days annually To take more than three (3) consecutive days of Personal/Emergency leave, the employee must receive approval from the superintendent. The employee should submit a request in writing to his or her building principal or supervisor, who will forward the request with a recommendation to the superintendent. If approved, the days will be deducted from the employee’s current Personal/Emergency leave balance. Employees will be allowed to use their personal days in advance as approved by their supervisor. In the event of separation, any negative balance will be deducted from the employee’s final check. If an employee does not use their full allotment of personal days, the remaining balance will be transferred to the employee’s Sick Leave balance at the end of the fiscal year and the accrual for Personal/Emergency leave will start again at zero (0).

Requests for absences in excess of those allowed by the district’s leave policy should be made in writing to the superintendent or the superintendent’s designee. Such absences are subject to loss of a full day’s salary. Individual employees should keep accurate records of the number of days used in all categories.

EMPLOYEE LEAVES AND ABSENCES (Continued) Annual Leave, Transfer of Leave, and Leave at Retirement or Separation For employees with a minimum of 15 years’ service in the school, accumulated Sick/Personal leave in excess of 57 days will be converted to annual leave. Annual Leave may generally be used for any reason requiring an employee to be away from work, after proper notification and approval by the employee’s immediate supervisor. Annual leave is cumulative up to 45 days. Any employee who leaves the school after completing 15 or more consecutive years of service in Richland Two may receive reimbursement for days of accumulated leave at the current rate of substitute teacher pay. Compensation for up to 45 days of annual leave may be applied to the employee’s annual salary for South Carolina Retirement System purposes. For TERI participants, compensation for up to 45 days of annual leave will be paid at the end of the TERI period. Upon the written request of an employee, accumulated leave will be transferred to at the end of the TERI period. Upon the written request of an employee, accumulated leave will be transferred to any school district or state agency in the state as required by Section 59-1-400 and Section 8-11-46, Code of Laws of South Carolina 1976. At retirement, an employee may receive credit in the S.C. Retirement System for up to 4½ months (90 days) for unused sick leave. See board policy GCC/GDC. Family and Medical Leave

Eligible employees will be provided leave consistent with the Family and Medical Leave Act of 1993 (FMLA). Eligible employees are entitled to up to 12 work weeks of unpaid family and medical leave in any 12-month fiscal year period. Appropriate paperwork must be submitted. When the FMLA leave is foreseeable, the employee must notify the district of the request for leave at least 30 days prior to the date when the leave is to begin. If the leave is not foreseeable, the employee must give notice as early as is practical. If the employee does not meet notice requirements, the district may deny the leave or delay the leave until the notice requirements have been met.

Additional information and request forms may be obtained from each school’s main office or from the Richland Two Human Resources Department (738.3267). Military Leave Employees who need to take military leave shall submit requests to the Director in accordance with Richland District Two policyGCC/GDC.

Other options for military leave include: • Military Caregiver Leave: An eligible employee who is a spouse, son, daughter, parent or next of kin of a covered service member with a serious injury or illness is entitled to up to 26 workweeks of unpaid leave during a ―single 12-month period‖ to care for the service member. • Qualifying Exigency Leave: An eligible employee is entitled to up to 12 work weeks of unpaid leave during the normal 12-month period established for FMLA leave for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. See policy GCC/GDC for further information or contact the Benefits Department at 803.738.3295. Extended Leave If an employee needs an extended period of time away from work beyond the time provided by the Family and Medical Leave Act because of his or her own personal health condition, the employee must submit a request for extended leave to the Director. The employee may use available sick leave while under the care of a physician. Leave for Bereavement Employees will be granted up to three (3) days’ leave of absence with pay for bereavement in their household or in the immediate family. Immediate family shall be defined as husband, wife, child, parent, brother or sister. Subject to administrative approval, one (1) day’s leave of absence with pay will be allowed for bereavement involving other family members such as grandparent, grandchild, stepparent, stepbrother, stepsister, parent-in-law, sister-in-law, brother-in-law, aunt, uncle, nephew or niece. The Director is authorized to extend bereavement leave under certain circumstances. Authorized bereavement leave is not deducted from sick leave.

Jury Duty Employees must notify their principal or other immediate supervisor in the event they are subpoenaed for jury service. Employees will receive up to 10 days of their regular pay for lost work time due to jury service. Vacation Personnel employed as twelve-month employees in a regular budgeted position earn vacation leave at a rate of .83 days per month. Vacation leave is not cumulative. Procedures Concerning Reporting Absences All absences of staff members, whether approved or not approved by their director or other administrator, must be recorded in the employee portal.

SALARY INFORMATION

Salary Deductions The following is a list of non-voluntary salary deductions: SOCIAL SECURITY (FICA) — The Social Security portion of FICA is 6.20 percent of your covered wages, up to a maximum wage base of $106,800.00 in 2010. The Medicare tax is 1.45 percent. There is no cap on earnings for the Medicare portion of FICA. RETIREMENT CONTRIBUTION — 6.50 percent on all earnings. All teachers and employees may participate in the South Carolina Retirement System or the Optional Retirement Program (ORP), if eligible. Please contact the district’s Benefits Department for details. STATE AND FEDERAL INCOME TAXES — withheld according to schedules provided by the State and Federal governments. Voluntary deductions from salary may include: • INSURANCE - health, dental and life • DEFERRED COMPENSATION AND TAX SHELTERED ANNUITIES • CREDIT UNION DEDUCTIONS (Palmetto Citizens Federal Credit Union and Heritage Trust Federal Credit Union) • U.S. SAVINGS BONDS

• MEDICAL SPENDING - Funds are deducted through payroll pre-tax and are set aside to pay for medical expenses. • DEPENDENT CARE - Funds are deducted through payroll pre-tax and are set aside to pay for child care.

Annuity/Deferred Compensation Richland Two Charter offers full-time employees a program of payroll deductions for certain annuity/deferred compensation plans. The contribution into these plans is tax-deferred until the employee withdraws these funds.

Direct Deposit All employees new to the school who serve in a regular budgeted position will be enrolled in the direct deposit program. To begin this service, an employee must complete an Authorization for Automatic Deposits form with an attached voided check or blank deposit slip. On the first payday, the employee will receive a check. On the second pay period after direct deposit, pay will be deposited automatically in the designated account. In order to change accounts, an employee must provide a written request to the district’s Human Resources Department at least ten days prior to the pay period for which the change is requested. Payroll Dates All district employees are paid on the 15th day and the last day of each month. If the 15th or the last day falls on a weekend or a holiday, checks are issued the preceding Friday. Payroll Distribution As Richland Two Charter High School and RSD2 are now online with Employee Portal, printed pay stubs will no longer be provided by the district. However, you are free to print and/or view your pay stub and W-2 from the district’s Employee Portal. To access your electronic pay stubs visit www.Richland2.org. Once you have accessed the district website’s homepage you will find the My HR Notification link under the Employee Resources tab. Should you require assistance logging in, there is a help link conveniently located on the Employee Portal. Please note, to log into this system you will use your Richland Two Username and your Novell Systems Password. For a direct link to the Employee Portal, visit https://myhr.richland2.org/EmployeePortal/employee.login.php