Mitchell County Schools Employee Handbook

Revised July 1, 2013

About this Handbook The Mitchell County Schools’ Employee Handbook has been prepared for all employees. It is designed to include general information on policies, benefits, and procedures. This handbook is purposely limited in size and scope to those matters which are of immediate and recurring concern to teachers, principals, and other staff members. The intent has been to keep it as brief and concise as possible without impairing its usefulness. Other means of communication will supplement the handbook at appropriate times throughout the year. Copies of the Mitchell County Schools Policy Manual, curriculum guides, school improvement plans, and school policies and procedures are available online at our school system website. Also, school personnel are expected to seek additional information whenever they need it from the superintendent’s office and the supervisory staff. Since this handbook summarizes many detailed provisions about employment, benefits, and other related matters, the official policies, regulations, and procedures will always govern when questions arise. Additionally, nothing in this handbook is intended to create or imply any contract rights.

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MCS Employee Handbook

Introduction to the Mitchell County School System

Vision Our vision is that Mitchell County Schools will be a school district in which every student will graduate, locally and globally competitive and college/career ready.

Mission Our mission is to collaborate with families and community partners to provide a safe, caring, and engaging learning environment that prepares graduates to become responsible citizens in a diverse, global society.

Our Schools Greenlee Primary School Gouge Elementary School Bowman Middle School Mayland Early College

Deyton Elementary School Harris Middle School Mitchell High School

Core Values and Beliefs Diversity Students have distinct needs and goals and deserve unique relationships. 3

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Collaboration/Accountability We hold ourselves accountable for building relationships that expand opportunities for students. High Expectations/Hard work The highest level of personal responsibility and a high work ethic produce positive results. Adaptability/Innovation Producing successful 21st century learners requires creatively approaching challenges and opportunities. Integrity Respect and Honesty in everything, by everyone, is the core of ethical practice. Compassion Empathy and kindness are to be shared with everyone.

Employee Expectations The following are expectations that all employees of Mitchell County Schools are to follow. Failure to do so could lead to disciplinary action up to and including dismissal. • • • • • • • • • • •

Comply with all Board of Education policies regarding employees and the work environment Inform supervisor prior to reporting time of any absence from work Request permission from supervisor if you must leave work prior to your normal ending time Dress appropriately for the job you hold Do not argue with your supervisor Perform all tasks as assigned Sign in and out everyday Do not talk to anyone about student or school matters unless speaking with a supervisor or another employee that needs the information to conduct their job Arrive at work each day at the appropriate time designated by your supervisor ready and prepared to complete all assigned duties Comply with all supervisory directives in a timely and courteous manner, including written directives regarding specific issues or behaviors Direct all complaints regarding work environment to the appropriate supervisor and/or file grievances instead of acting to undermine or diminish the authority of co-workers or supervisors

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General Information Code of Ethics for Professional Educators – North Carolina 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 5

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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 decision‐making processes or due process proceedings. E. When acting in an administrative capacity: 1. Acts fairly, consistently, and prudently in the exercise of authority with colleagues, subordinates, students, and parents and legal guardians. 2. Evaluates the work of other educators using appropriate procedures and established statutes and regulations. 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. 4. Recommends a person 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 knowledge in improving the educational opportunities, experiences, and performance of students and colleagues.

Adopted by the State Board of Education June 5, 1997.

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Title 16, North Carolina Administrative Code, Section .0602 The Standards of Professional Conduct for NC Educators (a) 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. (b) 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: (A) statement of professional qualifications; (B) application or recommendation for professional employment, promotion, or licensure; (C) application or recommendation for college or university admission, scholarship, grant, academic award, or similar benefit; (D) representation of completion of college or staff development credit; (E) evaluation or grading of students or personnel; (F) submission of financial or program compliance reports submitted to state, federal, or other governmental agencies; (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 (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, 7

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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 exploitation 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: (A) any use of language that is considered profane, vulgar, or demeaning; (B) any sexual act; (C) any solicitation of a sexual act, whether written, verbal, or physical; (D) any act of child abuse, as defined by law; (E) any act of sexual harassment, as defined by law; and (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 8

MCS Employee Handbook

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: (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; (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 (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 9

MCS Employee Handbook

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.

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Employment Academic Calendar: For a current MCS calendar, visit the MCS website under Instructional Calendar Americans with Disabilities Act (ADA): ADA prohibits discrimination in employment against people with disabilities. It requires employers to make reasonable accommodations to know the physical or mental limitation of a qualified applicant or employee, unless such accommodation would impose an undue hardship on the employer. For more information on the Americans with Disability Act visit http://www.ada.gov/#AnchorFederal47857 Employee Background Checks: The Mitchell County Board of Education believes that a safe and secure learning and working environment should be provided for all students and staff. These beliefs reflect the fundamental principle that anyone who directly or indirectly has contact with children is in a unique position of trust. The criminal history of an employee may have an impact upon these goals and will be considered in hiring and dismissal decisions. All employees must immediately report any criminal arrests, charges, convictions, guilty pleas, pleas of no contest, prayers for judgment continued, or deferred prosecution. 1. All applicants for employment must consent to a background check, including a criminal history check, as a condition of consideration for employment. The employee must also consent to criminal history checks that may take place after employment 2. A criminal history check will be conducted of all newly hired employees, including substitute teachers. All offers of employment are conditional and are dependent upon the results of the background check, including the criminal history check. 3. A criminal history check will be conducted on all employees on the year of their renewal cycle period. For certified employees this usually occurs once every five years. 4. Information obtained through the implementation of this policy is kept confidential as provided by North Carolina law. Employment Contracts: Eligible licensed personnel are issued contracts upon their employment with Mitchell County Schools. Listed below are the types of contracts given to licensed employees. Probationary Contracts: Newly licensed instructional employees who hold a clear North Carolina license are eligible for a probationary contract for a maximum of four consecutive years. After four consecutive years with a clear license, the employee is eligible to receive a career contract, if approved by the local board of education. Licensed employees who come to Mitchell County Schools having career status from another North Carolina school systems must teach for one year on a probationary contract before becoming eligible for a career contract. Former licensed employees who held career contracts with Mitchell County Schools and who are reemployed in the school system must remain on a probationary contract with a clear license for one year before becoming eligible for a career contract. 11

MCS Employee Handbook

Licensed employees who come to Mitchell County Schools from out-of-state school systems must teach for four consecutive years with a clear license on a probationary contract before becoming eligible for a career contract. To earn credit for a probationary year, a licensed employee must work 120 days (student days and workdays). Probationary contracts may be non-renewed by the Board of Education at the end of the contract term; however, the employee must receive notice of non-renewal by June 15 of a given contract year. Career Contracts: Career contracts and career status (tenure) are given to licensed employees who have met the requirements established under the probationary contracts and who have received approval by the Board of Education. Upon approval, career contracts become effective immediately. Teachers must be notified of the board’s decision in writing by June 15. A teacher with career status cannot be dismissed, demoted, or employed on a part-time basis without his/her consent except for reasons outlined in the North Carolina General Statute 115C-325 and 115C333. Interim Contracts: Interim contracts are issued to licensed personnel who fill positions that are temporarily vacant, or short-term for a specific period of time, not to exceed one school year. Administrative Contracts: Principals, assistant principals, and certain directors and supervisors who are not eligible for career status under the provisions of GS 115C-325 will be issued contracts. Fair Labor Standards Act/Compensatory Time: It is the policy of the Mitchell County Board of Education to comply with the wage and hour requirements of the Fair Labor Standards Act for all nonexempt employees. The superintendent is authorized to designate different workweeks for various classes of employees. Workweek: For the purposes of compliance with the Fair Labor Standards Act, maintenance, custodian, and transportation mechanic employee’s workweek shall be from 12:01 a.m. Sunday to 12 midnight Saturday. All other non-exempt employees’ workweek shall be from 12:01 a.m. Sunday to 12 midnight Saturday. Timesheets: Accurate and complete time sheets of actual hours worked during the workweek shall be signed by each employee and submitted to the finance office. Compensatory Time: Employees who are not exempt from the overtime provisions of the Fair Labor Standards Act will accrue compensatory time (comp. time) at a rate of 1.5 hours for every hour worked beyond (40) hours in a single workweek. Supervisors will make every attempt to modify an employee’s schedule to avoid more than forty (40) hours of work in a given week. No employee shall work overtime without the express written approval of the supervisor. No supervisor shall allow an employee to accumulate more than 40 hours of compensatory time without prior approval of the Superintendent or designee. Employees must be allowed to use compensatory time within a reasonable period after requesting such use. Compensatory time off at a rate of one and one-half times the hours worked will be the first option for 12

MCS Employee Handbook

compensating an employee for overtime. Only with appropriate authorization will nonexempt employees be compensated for overtime worked at a rate of one and one-half times their regular hourly rate of pay. Supervisors should encourage employees to use accumulated compensatory time during the pay period in which that compensatory time was earned. If an employee holds compensatory time upon termination of employment, such time will be paid to the employee in accordance with the Fair Labor Standards Act and federal regulations. Employees must be allowed to use compensatory time within a reasonable period after requesting such use. Overtime: Overtime hours (in excess of 40 hours a week in a given workweek) may be compensated in accordance with the Fair Labor Standards Act and Wage and Hour regulations. Nonexempt employees should not work overtime except in an emergency or extraordinary circumstances and with prior approval of the Superintendent or his/her designee. Volunteer Work: Employees may volunteer to work at school events, provided the work is clearly at the employee’s option, is in a different capacity from the employee’s regularly assigned duties and is performed on an occasional or sporadic basis. Employees may not volunteer to provide the same type of service they are employed to perform for the school system. Such work shall be treated as regular work and be subject to hourly employment compensations. Non-exempt Employees: Non-exempt employees are considered to belong to one or more of the following groups of employees; teacher assistants, media assistants, clerical employees, child nutrition workers, custodians, bus drivers, non-licensed coaches and assistants, transportation mechanics, and maintenance workers or anyone else who does not meet the test for executive, administrative or professional employees. Exempt Employees: Exempt employees are considered to belong to one or more of the following groups of employees, member of the board of education, superintendent, associate superintendent, assistant superintendent, director, coordinator, principal, assistant principal, teachers, counselor, media specialist, social worker, nurse, psychologist, anyone else who is required to hold a license by the State Board of Education, or anyone else who meets the test for executive, administrative, or professional employees. Compensable Time Defined: Hours Worked: Employees must be compensated at their regular hourly rate of pay for all hours worked in a workweek. In general, hours worked include: • • • • • • •

all the time an employee must be on duty; all the time an employee must be on the employer’s premises; all the time an employee must be at any other prescribed place of work; any additional time the employee is allowed (i.e., suffered or permitted) to work; any time spent awaiting medical attention at the employer’s direction during normal working hours; any time spent in civic or charitable work at the employer’s request; and any time spent in emergency travel outside of normal working hours at the request of the employer.

Suffered or Permitted to Work: If an employer knows or has reason to know that an employee is 13

MCS Employee Handbook

continuing to work, it is considered work time. (29 C.F.R. 785.11). Employees, including bus drivers, accruing overtime hours must have prior approval from their supervisor. Rest Periods: A rest period of 15 minutes is permissible for every 4-hour period of work with permission of the supervisor. Employees may not “bank” or accrue break-time in order to leave early at the end of a workday. During authorized breaks, employees are not permitted to leave the work site. Meal Breaks: All eight-hour employees are expected to receive at least a 30-minute meal break. This is not considered compensable work time unless the employee is required to perform specified duties and is not free to leave the work- station during the meal break. Timekeeping of Hours Worked: An accurate keeping of time worked by each classified employee shall be kept in a manner designated by the Mitchell County Finance Department. Supervisors shall monitor weekly time records for accuracy and completeness and verify that all overtime worked by non-exempt staff is reported. Overtime for Bus Drivers: Bus drivers will not be compensated with compensatory time but will instead be paid at 1 ½ times their hourly wage for all time worked over 40 hours in a single workweek. Volunteering to Perform Regular Work: Employees cannot volunteer to perform their regular work duties off the clock and without compensation (29 U.S.C. 2003(e)(4)(A). The employee is considered a bona fide volunteer if the employees’ services are offered freely and without pressure or coercion, direct or implied, from the employer and if the volunteer’s work is not a continuation of the same or similar work for which the employee is normally employed. The employee must also sign the volunteer agreement form. Training: Principals, supervisors and bookkeepers will be trained annually on record keeping requirements with regards to FLSA. A copy of the FLSA policy will also be included in the MCS Employee Handbook. Use of Compensatory Time: An employee who asks for the use of compensatory time must be allowed to use the time “within a reasonable period after making the request if the use of the compensatory time does not unduly disrupt the operations of the school system”. When an employee acquires at least 4 hours of compensable time, that time shall be used before annual leave is permitted. Retention: The Board of Education’s intent is to employ, re-employ, and grant career status to only those teachers who strive for and have exhibited excellence in their preparation and performance. Satisfactory performance is considered the minimum acceptable standard of performance; however, satisfactory performance does not assure any teacher of rights to or consideration for employment, reemployment, or career status. Changes in Employment Records: Change forms should be completed with the Human Resources Department for any changes in name, address, or telephone number. Your prompt notification will help maintain accurate employment records for pay, leave, salary verification, and other purposes. Job Postings: Job vacancies within the school system are posted during the school year on a regular 14

MCS Employee Handbook

basis in each school, the Central Office, and on the school system web site at www.mcsnc.org. Promotions: When current employees apply for vacancies, which would constitute a promotion, they will be given full consideration in light of their qualifications. Employee-Initiated Transfer: A request by an employee for transfer to a different school or position must be made in writing to the Human Resources Department. The request shall set forth the reasons for the transfer, the school and/or position sought, and the applicant’s qualifications where appropriate. Vacancies occurring during the school year are posted in accordance with policy. Dismissal: Licensed employees included within the definition of “teacher” under North Carolina General Statute 115C-325 are subject to the dismissal procedures outlined in that law and in General Statute 115C-333. Although classified employees are not entitled to the protections of North Carolina General Statute ll5C-325 and are considered employees-at-will, the school system is committed to fair employment practices that assure there is reasonable basis for dismissal or termination. Resignation: Licensed staff must give a 30-day written notice prior to resigning from the system. The Personnel Office counts the 30 days from the date of receipt of the resignation. Failure to give a 30-day written notice may result in license revocation. Classified support staff must give at least two weeks written notice prior to resigning from the school system. The superintendent may accept an employee’s resignation on behalf of the Board of Education. Reduction in Force: The Board of Education recognizes that circumstances may require the reduction in the number of persons employed by the school system because of district reorganization, decreased enrollment, or decreased or discontinued funding. When circumstances require such a reduction in the work force, the Board of Education follows the appropriate procedures set forth in its policy. Substitute Teachers: Mitchell County Schools is committed to making every effort to hire licensed teachers to serve as substitutes. Substitutes may be employed on all workdays, including optional teacher workdays (unless the regular teacher is using annual vacation leave on the optional workday). Substitutes may not be employed on holidays and on annual vacation leave days scheduled in the calendar. An approved list of substitute teachers will be kept on file in the Human Resources Department. Only those names that appear on the approved substitute list are eligible to be used as substitutes. Minimum requirements for substitute teaching are as follows: • • • • • •

High school diploma (Individuals with teacher certification, college training, and/or Effective Teacher Training are preferred.); Completed application packet on file in the Personnel Office; Current health certificate on file; Criminal records background check prior to substitute teacher orientation; Substitute teacher orientation, and Approval of the Board of Education. 15

MCS Employee Handbook

The daily rate of pay for a substitute is established by the State Legislature and is subject to change each year. A principal, who feels it appropriate to do so, may assign a teacher assistant to serve as a substitute teacher. When a teacher assistant acts as a substitute teacher, the salary for the day will be the same as the daily salary of an entry-level teacher with an “A” license. Employment of substitute teachers will be in units of half-days or full days. If teaching responsibilities are for a half day or less, the deduction for a substitute will be for a half-day. Absence Due to Inclement Weather: A decision to delay opening or to close school will affect all schools throughout Mitchell County. Parents, teachers, and staff are urged to check area radio or television stations late in the evening and early morning for announcements concerning school closings. When schools are closed for students due to hazardous conditions, employees may elect not to report to work. However, they should call their principals/designees or supervisors immediately to let them know of their decision concerning the options listed: • • • • •

Report to work as soon as it is safely possible; Request a day of emergency personal leave if personal leave is available; Request sick leave for legitimate reasons; Utilize a day of accumulated annual leave beyond the 10 days that are specifically designated in the calendar, and, Request a compensatory time arrangement, to be mutually agreed upon by the employees and their immediate principals/designees or supervisors. Mutually agreed upon make-up days may be scheduled within the annual employment period but must be scheduled within the current fiscal year (July 1 – June 30).

When it becomes necessary to dismiss students earlier than the normal closing time due to hazardous conditions, the regular daily schedule shall remain in effect for all employees. After all students and buses have exited the school campus, an employee may elect not to complete the school day using the following options: • • •

Request emergency personal leave, if such leave is available to the employee; Utilize accumulated annual leave, and, Request a compensatory time arrangement; request 1 day or ½ day without pay

Employees are responsible for their own safety and should use their best judgment when deciding which option(s) to choose. The Workday: A normal day of employment for all full-time, permanent employees is eight hours. (Exception: For some child nutrition positions, full-time, permanent is six hours.) This excludes lunch for all classified staff other than teacher assistants who are directly involved in the supervision of students during their lunch period. Due to such things as program development, professional growth activities, faculty meetings, bus duty, parent conferences, special help for individual students, and care of school property and equipment, 16

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licensed personnel may be required to extend their professional service beyond the normal working hours. Each work site determines its own working hours. Equal Employment Opportunities: The Board of Education (Mitchell County School System) does not discriminate on the basis of race, color, national origin, sex, disability, age, homelessness or otherwise in its educational programs and activities and in employment. Sexual Harassment: Mitchell County Schools believes that employees and students are entitled to work and study in an environment that is free from sexual harassment. Employees are prohibited from engaging in sexual harassment. If evidence of sexual harassment is established, an employee will be subject to disciplinary action up to and including dismissal. Although not an all inclusive list, some examples of sexual harassment include the following: deliberate, unwelcome touching; suggestions or demands for sexual involvement accompanied by implied or overt promises of preferential treatment or threats; pressure for sexual activity; continued or repeated offensive sexual flirtations, advances, or propositions; continued or repeated verbal remarks about an individual’s body; sexually degrading words used toward an individual to describe an individual; or the display in the workplace of sexually suggestive objects or pictures. Blood borne Pathogens Exposure Control: Each school has a Blood borne Pathogens Exposure Control Plan designed to minimize employee exposure to potentially infectious blood and other bodily fluids. All employees must be aware of the provisions of the Plan. Some employees are classified as occupationally exposed because they can reasonably anticipate coming into contact with blood or bodily fluids in the normal performance of their assigned work duties. These employees will receive appropriate training, be offered the Hepatitis B vaccination, and use specific work precautions to minimize contact with potentially infectious bodily fluids. Employees designated as occupationally exposed will be notified regarding training and HBV vaccinations. Copies of the Exposure Control Plan are available in each school. Questions may be referred to the Assistant Superintendent for Student Services. Communicable Diseases: The school system, in an effort to provide a safe and secure environment for all students and employees, shall make decisions regarding the employment of persons with a communicable disease on a case-by-case basis. All employees must follow regulations regarding the handling and cleaning up of potentially infectious bodily materials (universal precautions) to prevent the spread of communicable diseases. An employee suffering from a communicable disease or condition is encouraged to inform his/her principal or supervisor so that appropriate accommodations may be made and appropriate precautions may be taken. Drug-Free Workplace: Due to the commitment to a drug and alcohol free workplace, it is the policy of the Board of Education that the work environment shall be free of the presence of alcoholic beverages or unlawful controlled substances and that employees shall perform their job assignment safely, efficiently, and without the adverse influence of alcohol or controlled substances. Therefore, the Board of Education prohibits all employees from possessing, using, manufacturing, dispensing, selling, distributing, or being under the influence of illegal drugs and from the use, sale, distribution or 17

MCS Employee Handbook

possession of drug paraphernalia. All employees are prohibited from unlawfully possessing, using, manufacturing, dispensing, selling, distributing, or being under the influence of alcohol. Violation of this policy shall subject an individual to personnel action including, but not limited to, termination of employment or the requirement that the employee participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by the Administration, suspension with or without pay, conditional continuation of employment, or any combination of these enumerated actions. Drug and Alcohol Testing: The purpose of drug and alcohol testing is to promote and maintain a drugfree environment in the workplace and to protect employees, students, and the public by ensuring that employees of the Board of Education are physically and mentally fit to perform their assigned duties. To help insure for the safe operation of school vehicles, all applicants for bus driver, bus mechanic, or other transportation positions directly involving the safe transportation of students, or positions which require that the employee has a valid CDL license are required to submit to a drug assessment prior to final consideration for employment and will be subjected to random drug testing during employment under the guidelines set forth in Board of Education policy and the 1995 Omnibus Federal Drug and Alcohol Testing Act. Any employee who refuses to submit to any diagnostic test to detect alcohol and/or drug use after reasonable suspicion is established may be suspended immediately pending consideration of a decision to terminate employment. Smoke-Free School Facilities: On January 1, 1995, the Goals 2000: Educate America Act went into effect. This legislation required that no Federal agency shall permit smoking within any indoor facility (or portion thereof) utilized for the provision of routine or regular early childhood development (Head Start) services, kindergarten, elementary, or secondary education or library services to children. Personnel Files: The school system shall maintain a personnel file on each employee that includes employment records and documents collected and retained by the school system. An employee may review his/her personnel file during regular office hours. No evaluation, commendation, complaint, or suggestion may be placed in a personnel file unless it is signed, dated, and a written copy is provided to the employee at least five days before it is placed in the file. An employee may offer a written denial or explanation of any written document that will also be placed in the personnel file. The superintendent may elect not to place in an employee’s file a letter of complaint that contains invalid, irrelevant, outdated, or false information when there is no documentation of an attempt to resolve the issue. Removal of Information from the Personnel File: Any employee may petition the Board of Education to remove from the personnel file information that he/she deems invalid, outdated, or irrelevant. To do so the employee must make this request in writing to the H R Department. Health Examination Certificates: All public school employees upon initial employment and those who have been separated from public school employment more than one school year must have on file in the H R Department a completed copy of the Health Certificate before assuming his/her duties. 18

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Compensation Classified Personnel: These are positions that do not require a teaching license such as: teacher assistants, clerical, food service, custodians and other support positions. These employees are paid on locally adopted salary schedules. The salary is determined by the position and the years of service to the school system. Certified Personnel: These positions require a license from the Department of Public Instruction and include teachers, media specialists, guidance counselors, and speech pathologists. These positions are paid on state adopted salary schedules where the salary is determined by the degree held and the number of years of service in education. Pay Day Mitchell County Schools issues pay checks for all positions the last workday of the month. Longevity Pay: Permanent full-time or part-time employees receive annual payments after completing 10 years of qualifying state service. Longevity payments are made not later than the end of the month following the person’s tenth anniversary date. The table below reflects the percentage of longevity times the annual gross salary. Longevity Rates - All Employees - Years of State Service Longevity Pay Rate % 10 but less than 15 years 1.50 15 but less than 20 years 2.25 20 but less than 25 years 3.25 25 or more years 4.50 Payroll Deduction: Mitchell County Schools provides payroll deduction for annuities or other pre-tax investments. In order to add a company to the approved list, thirty employees must be signed up with the provider or are requesting that the provider be added to the list. All employee classifications are permitted to participate in this program. If an employee wants additional information they should contact the Finance Officer.

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General Responsibilities Compliance with Board of Education Policies: It is the responsibility of all employees to familiarize themselves with the printed policies of the Board of Education. Employees will be held accountable for compliance with these policies. Code of Ethics and Standards of Conduct: Each employee is instructed to be responsible for both the integrity and the consequences of his or her own actions. Each employee must exhibit the highest standards of honesty, integrity, and fairness. Employee conduct should be such as to protect the person’s integrity and/or reputation and that of the school system. Employees shall perform their jobs in a competent and ethical manner without violating the public trust or applicable laws, policies, and regulations. Administration of Medication: The administration of medication to students by employees shall be permitted only upon the proper authorization by a physician and the student’s parent or guardian. Please refer to the medication administration guidelines that are on file in the school office. Specific medication administration questions should be directed to the school nurse. Reporting Child Abuse or Neglect: Any school employee who has reason to suspect that a child is the victim of child abuse or neglect has a legal responsibility and duty to report the case in accordance with the following procedures. The employee must promptly report the case to the principal, designee, or supervisor. When a principal, designee, or supervisor receives a report of suspected child abuse or neglect, the report must then be transmitted immediately to the Department of Social Services. Teacher Responsibilities: The teacher is directly responsible to the principal. The primary functions are to direct the growth and development of pupils and to assume definite responsibilities toward the efficient operation and the improvement of the total program of the school. Examples of additional responsibilities that may be assigned include, but are not limited to the following: bus duty, cafeteria supervision, playground duty, supervision of extracurricular activities, and service on committees. Teacher Assistant Responsibilities: The primary functions of the teacher assistant are to assist with instructional activities and free the teacher from some of the routine duties. Teacher assistants shall also be assigned for the purpose of providing services to meet the unique needs of identified special needs students. Teacher assistants perform all duties under the supervision of teachers and principals. Other Classified Staff Responsibilities: Each classified employee is directly responsible to a designated supervisor. Each employee has a responsibility for the smooth and efficient operation of the school system. The designated supervisor may assign additional responsibilities. Communications: The school system considers good communication essential in creating a positive work environment that will retain motivated staff that can work together to achieve goals. A number of publications are produced to keep employees and school communities informed. Additionally, if staff needs information or clarification about a matter affecting them, they are encouraged to discuss the subject with their supervisor or principal. If their supervisor cannot handle the problem, they should contact a Central Office administrator for assistance. 20

MCS Employee Handbook

Orientation: New employee system-wide orientation meetings are scheduled on a regular basis throughout the year. Orientation meetings will be scheduled as needed for new employees hired after September. New employees will be notified about these sessions. Orientations are designed to assist new employees to make a successful transition to their job by acquainting them with personnel policies, procedures, and benefits related to their employment. Additional orientations are also conducted at school and department levels to address specific job responsibilities and procedures.

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MCS Employee Handbook

Employee Benefits Insurance State Health Plan: The State Health Plan (Blue Cross Blue Shield of North Carolina) administered by the State Health Benefits Office provides coverage for hospital and medical expenses. The employer pays the coverage for the employee (for those working 30 hours or more per week). If the employee wishes to add full family or a child to the base insurance, the employee must pay the additional premium. Disability Income: The Disability Income Plan of North Carolina provides short-term and long-term disability benefits, at the employer’s expense, for permanent employees who are members of the Teachers’ and State Employees’ Retirement System and who meet qualifying requirements. Short-term disability benefits are available to disabled employees with at least one year of contributory service. Short-term usually begins on the 61st day of the disability and with the completion of all required paper work. The benefit is 50% of one-twelfth of the annual salary for up to 365 calendar days to a monthly maximum of $3,000. After exhausting short-term disability benefits, employees with at least five years of contributory service may be eligible for long-term disability income benefits. Long-term disability benefits continue until the end of the disability or the earliest date a person becomes eligible for unreduced retirement benefits. Both short-term and long-term disability applications are submitted to a medical review board to determine if the application will be approved for benefits. Workers’ Compensation: Mitchell County Schools’ employees are entitled to receive worker’s compensation if an employee has suffered an accidental injury or contracted an occupational disease in the course of their employment. Employees must report the accident to their supervisor and complete a Form 19. Injuries must be treated at Blue Ridge Hospital. Worker’s Comp will not pay for treatment by other physicians/facilities. Income Tax Withholding Forms: Federal (Form W-4) and state (Form NC-4) forms may be obtained from the school office or Finance Office for the purpose of changing income tax withholding information. Changes in exemptions and deductions may be made at any time during the year. Employees claiming exempt status or who complete Form W5-Earned Income Credit must complete a new form each year. Supplemental Retirement Income Plan of NC (401K): Participation is available in the 401(K) Supplemental Retirement Income Plan of North Carolina. Prudential Retirement is the state administrator of the plan. For information, contact the Human Resource or Finance Department. Tax-Sheltered Annuities (403B): Tax-sheltered annuities are available for interested employees. Employees are provided payroll deduction for the purchase of a tax-sheltered annuity from approved vendors. 457(b) Deferred Compensation Plan: 457(b) deferred compensation plan is available for interested employees. Employees may complete the appropriate enrollment materials for payroll deduction to 22

MCS Employee Handbook

defer compensation and divert it to the approved vendor. Credit Union: Mitchell County Schools allows voluntary monthly deductions from permanent fulltime or part-time employees for financial obligations incurred with the State Employees’ Credit Union. State Employees’ Credit Union payroll deductions may be made for savings, checking, and/or loan accounts. Direct Deposit: Direct deposit services are available for payroll. Employees may contact the Finance Office for enrollment forms. New employees will receive their monthly salary electronically. Each new employee will need a checking account, saving account, or a credit union account to facilitate the deposit of his or her monthly salary. Cafeteria Benefits Plan: Mitchell County Schools offers all full-time employees a comprehensive Cafeteria Benefits Program. The Cafeteria Benefits Program allows employees to save money by paying for non-reimbursed medical expenses, day care expenses, vision, dental, and cancer insurance with pre-tax dollars. The open enrollment for cafeteria benefits is held during the spring each year. The effective date of coverage is July 1. Once enrolled, no changes in coverage options may be made for one year unless there is a qualifying event as outlined on your election form for cafeteria benefits. Additional information is available from the Finance Department. Continuation of Insurance Coverage Following Employment Separation: Continuation of group health insurance coverage 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 members at a rate two percent higher than the normal group rates, as allowed by Federal law. For more information concerning the COBRA regulations, please contact the Finance Department. Liability Insurance: All employees are covered by the Board of Education’s School Professional Legal Liability Insurance Policy. Each claim has a limit of liability of $1,000,000 and an aggregate limit of $1,000,000. The program covers legal liability for an act, error, or omission in services rendered in the discharge of school system duties. The school system also carries general liability insurance coverage. Retirement Benefits Retirement: Permanent full-time employees are covered by the North Carolina Teachers’ and State Employees’ Retirement System. Employees and the employer contribute to the account of each covered employee. Employees who are involuntarily terminated or who resign after five or more years of Retirement System membership may withdraw their retirement contributions plus any interest earned. Persons who voluntarily resign with less than five years of membership in the Retirement System may withdraw only the funds contributed by the individual. At no time may a member withdraw the funds contributed by the employer. Also, those leaving covered service may elect to leave their contributions in the Retirement System. An individual is vested in the system after five years of contributory service and will receive a benefit when they obtain the age of 60. Unreduced Benefits: • 30 years of service any age 23

MCS Employee Handbook

• 25 years service and 60 years of age • 5 years of service and 65 years of age Reduced Benefits: • 20 years of service and 50 years of age • 5 years of service and 60 years of age (Service must be contributory service to the Retirement System) Retiree Health Insurance Coverage: If you are eligible for a monthly benefit from the retirement system (any of the above) you are eligible for coverage under the State’s Health Plan as a retirement benefit. Under current law, the State pays the full amount for the individual retiree’s 70/30 coverage. The retiree must pay any additional coverage. Employees hired after October 1, 2006 must be employed for a minimum of 20 years to receive free health insurance as a retirement benefit. Those employed from 10 to 19 years must contribute 50% of the health insurance premium. Sick Leave at Retirement: North Carolina allows members of the Retirement System to use any and all accumulated sick leave to count when calculating the retirement benefit. At retirement, 20 will be divided into the employee’s total number of accumulated sick leave days. That amount will count as extra months of service just as if the employee had worked. For example, if an employee has 201 sick leave days accumulated, that will convert to 11 more months of employment. There is no limit to the number of months that may be added this way. You are reminded that after you have accumulate 30 annual leave days those above 30 are moved to sick leave in July. It is certainly in an employee’s best interest to miss as few days as possible so they will receive a higher benefit at retirement. Death Benefit While Still Employed: If you are a contributing member of the Retirement System for at least one year and you die in service, or within 180 days from the last date of service, your beneficiary is entitled to receive a lump sum payment equal to the member’s highest 12 months of salary in a row during the 24 months preceding death, subject to a minimum of $25,000 and a maximum of $50,000. Beneficiaries may also receive return of contributions or a monthly benefit dependent on the number of years of service and age of the employee. Supplemental Retirement Plans: State-sponsored or private supplemental plans are offered to employees. Employees are encouraged to research the plans available and select a plan that best suits their needs. Contact the Finance Department for more information

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Leave Earned Leave Annual Leave: Permanent full-time and part time employees earn annual leave. In order to earn leave in a given month, employees must be working or on paid leave during one-half or more of the workdays in the pay period (month). Eligible part-time permanent employees earn leave equal to their percentage of full-time employment. Instructional employees (teachers and teacher assistants) and bus drivers may not take annual leave anytime students are scheduled to be in attendance. The immediate supervisor must authorize all use of annual leave. Unused annual leave accumulates to a maximum of 30 days. After July 1st of each year, any accumulated annual leave in excess of 30 days are converted to sick leave. When leaving employment of Mitchell County Schools, either by resignation or retirement, employees will be paid for all annual leave days up to 30. In case of death, the employee’s estate will receive payment for any accumulated annual leave up to 30 days. Annual Leave Earning Rate - Years of State Service Days Earned per Month 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 Sick Leave: Permanent full-time and part-time employees, who are working or are on paid leave for onehalf or more the workdays of the month, earn sick leave at the rate of one day per month. Eligible permanent part-time employees earn sick leave equal to their percentage of full-time employment. Sick leave may be granted for the following: 1. Personal illness, injury, or disability of the employee 2. Illness in the employee’s immediate family that necessitates the attendance of the employee 3. Death in the immediate family 4. Medical appointments Sick leave may be accumulated indefinitely and is transferable among local school systems and may be transferred to other state agencies. Upon retirement, accrued sick leave will be applied toward additional state service at the rate of 20 days equals an additional month of service. If an employee separates service prior to retirement and does not go to another NC school system or state agency that will accept sick leave, the sick leave will be held for 60 months and restored to the employee if they return to state service prior to that time. Extended Sick Leave: Classroom teachers are provided up to 20 days each year of extended sick leave. Extended leave can only be used after an individual’s sick and annual leave are exhausted. A $50 deduction is required for extended leave to help defray the cost of a substitute.

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Personal Leave: Teachers in permanent positions earn two days of personal leave during the tenmonth school term (.2 days a month). Personal leave accumulates to a maximum of five days. Personal leave may be used on optional workdays without a $50 deduction being taken. All other times when personal leave is used, a $50 deduction is charged. Personal leave must have the supervisor’s approval and cannot be taken on the first day of school, a required workday, the last day before or the next working day after a holiday or scheduled annual leave day. Holiday Leave: Twelve-month employees normally observe 11 holidays per year and 10-month employees normally observe 10 holidays per year. When Christmas falls on a Tuesday, Wednesday, or Thursday, an additional day of holiday leave is provided. The Board of Education determines when holidays will be observed each year when they approve the next year’s school calendar. Special Leave Jury Duty: Full-time and part-time employees retain full salary when absent from work to serve on a jury. When not serving or having to attend due to the judge’s instruction, employees are to return to work. Court Attendance: When employees are absent from work to attend court in connection with their official duty or because they were subpoenaed as a witness to a crime, no salary deduction is made. If, however, an employee must be absent from work as a defendant, plaintiff, or witness in a case for personal matters, no salary is received unless the employee uses appropriate annual leave or personal leave. Family Medical Leave: The Family Medical Leave Act provides employees that have been employed with Mitchell County Schools at least 12 months the opportunity to take up to 12 weeks of unpaid leave for the birth or adoption of a child; to care for a spouse, son, daughter, or parent who has a serious medical condition; or a serious medical condition of the employee. During the 12 weeks, the employer paid portion of the health benefits will be maintained. The 12 weeks of FMLA leave is not in addition to parental leave without pay, it is part of this leave if requested and approved. An employee may use any accumulated leave during their approved FMLA leave. An employee should submit a written request to the Personnel Office 30 days prior to the date the leave is to begin along with supporting documentation from the employee’s physician. Anytime an employee is absent 10 days consecutively, a FMLA leave request must be submitted. Leave of Absence Without Pay: Employees may be granted a leave of absence without pay for up to one year for parental leave or other reasons at the discretion of the Superintendent. An extended leave must be approved by the Board of Education. The written request and any supporting documentation must be submitted 60 days in advance of the leave, unless in the case of an unforeseen event. Voluntary Shared Leave: Voluntary shared leave is intended to provide economic relief for employees who face financial hardship due to a prolonged absence or frequent short-term absences caused by a serious medical illness. Permanent full-time and part-time employees are eligible to receive donated leave. The employee must exhaust all available leave - sick, annual, personal, etc. before using donated leave. Employees desiring to be approved for donated leave must request that they be approved for 26

MCS Employee Handbook

donated leave by sending the Personnel Office a written statement explaining the condition and that they would be suffering a financial hardship if they are not approved for donated leave. A statement from the employee’s physician must accompany the request describing the medical condition. Once approved, employees may donate annual leave to the employee. Only immediate family members of the sick employee have the option of donating annual or sick leave days. Compensatory Leave: Only employees classified as nonexempt under the Fair Labor Standards Act (FLSA), who work more than 40 hours in a workweek, are eligible for overtime pay. Mitchell County Schools awards compensatory (comp) time for all hours over 40 rather than paying overtime. In order to qualify for comp time, the employee must have prior approval of the supervisor. Comp time will be awarded at the rate of 1 and ½ hour for each hour worked over 40.

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Licensure National Board Certification: Teachers are encouraged to become certified by the National Board for Professional Teacher Standards. Certification by the NBPTS results in a 12% salary increase. For additional information, visit the NBPTS web site at http://www.nbpts.org or the Department of Public Instruction web site at http://ncpublicschools.org/nbpts. Licensure: State law requires all employees in licensed positions to hold an appropriate license for their subject, grade level, or professional assignment. “Appropriate” can mean initial license, continuing license, lateral entry license, alternative license, or provisional license. Initial License: This license is issued to individuals who are required to complete an Initial Licensure Program. Continuing License: This license is issued to graduates of North Carolina approved education programs who have at least three years of public school experience. Continuing licenses are valid for up to five years and may be renewed. Lateral Entry License: This license is issued to skilled individuals who hold non-teacher education four-year degrees. Lateral entry licenses are issued on a provisional basis in licensure areas that correspond to the individuals’ areas of academic study. Lateral entry license holders are subject to the regulations that apply to other beginning teachers in North Carolina, and they must meet program and testing requirements within five years. Provisional License: This license is usually issued to individuals who are teaching out-of-field or have an expired license. Specific requirements are necessary for clearing the provisional license. The maintenance of a valid license in the area of assignment is the individual responsibility of the employee. Employees who hold licenses that expire during a particular year must furnish documentation to the Human Resources Department that the required renewal credits, test scores, course work, etc., have been completed.

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Appendix Basic Standards of Conduct and Performance for Classified School Employees Professional Standards of Conduct and Performance for Teachers

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MCS Employee Handbook

Basic Standards of Conduct and Performance for Classified School Employees The Mitchell County Board of Education (“Board”) is dedicated and committed to providing all employees with a positive work atmosphere that gives employees opportunities to excel in the workplace. To achieve this goal, it is the Board’s expectation that all employees are capable of and must adhere to certain minimum standards of conduct and performance as set forth in this policy. Therefore, all classified employees of the Mitchell County Board of Education shall comply with and adhere to the following standards of conduct and performance: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13.

Comply with all Board policies, including those regarding appropriate and/or prohibited behavior with students and electronic communications with students. Direct all complaints regarding the work environment to the appropriate supervisors and/or file grievances instead of acting to undermine or diminish the authority of coworkers and supervisors. Avoid confrontations with co-workers, including but not limited to, engaging in actions or conversations which the employee knows or should know will result in an actual disruption. Comply with all administrative directives in a timely and professional manner, including written directives regarding specific issues or behaviors. Perform all assigned and/or accepted extracurricular and non-instructional duties in a timely and professional manner. Participate in and complete any required professional development activities required by the Board, Superintendent or supervisor. Attend and participate in all required staff meetings and other required meetings. Complete and transmit all required reports and other documentation in a timely and professional manner. Dress appropriately for job duties and in accordance with school district policy and supervisor’s directives. Arrive at school each day at an appropriate time designated by the principal ready and prepared to complete all assigned duties. Maintain a courteous and professional attitude when working with other staff members, students, parents, and visitors. To exercise proper care and maintenance of school property. To attend to the safety and welfare of students and if required by the position, provide adequate supervision of students.

The failure or unwillingness of an employee to comply with the standards of conduct and performance listed herein is insubordination and may result in disciplinary action up to and including dismissal from employment. In all matters concerning a employee’s compliance with this policy, consideration shall be given to the impact on the overall workplace and/or educational environment. Statutory Authority: G.S. 115C-47 (1), (4), (9), (12), and (18); G.S. 115C-325(e)(3);

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Professional Standards of Conduct and Performance for Teachers The Mitchell County Board of Education (“Board”) is dedicated and committed to providing all teachers with opportunities and resources to further their growth as professional educators. To that end, the performance of every teacher is assessed and the teacher is provided with constructive feedback through a formal evaluation and review process targeted to enhance professional growth. In addition, it is the Board’s expectation that all teachers, regardless of their years of experience, are capable of and must adhere to certain minimum professional standards of conduct and performance as set forth in this policy. Therefore, all teachers employed by the Mitchell County Board of Education shall comply with and adhere to the following professional standards of conduct and performance: 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25.

Adhere to the Code of Ethics for North Carolina Educators. [Standard 1: Teachers demonstrate leadership; element e] Comply with all Board policies regarding appropriate and/or prohibited behavior with students including electronic communications with students directly or through the internet. [Standard 1, element d] Direct all complaints regarding the work environment to the appropriate supervisors and/or file grievances instead of acting to undermine or diminish the authority of coworkers and supervisors. [Standard 1, element c] Avoid confrontations with co-workers, including but not limited to, engaging in actions or conversations which the teacher knows or should know will result in an actual disruption. [Standard 1, element b and Standard 1, element c] Manage students' classroom behavior to minimize disruption to the educational environment and refer students, when necessary, to the administration for disciplinary action. [Standard 1, element a] Respond to all parent inquiries, complaints and/or concerns in a timely and professional manner. [Standard 2, element e] Comply with all administrative directives in a timely and professional manner, including written directives regarding specific issues or behaviors. [Standard 5, element c, Standard 1, element d, and Standard 1, element e] Perform all assigned and/or accepted extracurricular and non-instructional duties in a timely and professional manner. [Standard 1, element d, and Standard 1, element e] Participate in and complete any required professional development activities. [Standard 1, element b, Standard 1, element c and Standard 5, element b] Participate in all required staff meetings and student academic meetings, including required meetings for students with special needs, in a professional manner. [Standard 1, element d, Standard 5, element b, and Standard 2, element d] Complete and transmit all required reports and other documentation in a timely and professional manner. [Standard 1, element d, Standard 5, element a, Standard 5, element c, and Standard 1, element e] Arrive at school each day at an appropriate time designated by the principal ready and prepared to complete all assigned duties. [Standard 1, element a, Standard 1, element b, Standard 1, element c, and Standard 1, element e] 31

MCS Employee Handbook

The failure or unwillingness of a teacher to comply with the professional standards of conduct and performance listed herein may result in contract non-renewal or disciplinary action up to and including dismissal from employment. In all matters concerning a teacher's compliance with this policy, consideration shall be given to the impact on the education of a student or group of students and on the overall educational environment of the school. Statutory Authority: G.S. 115C-47 (1), (4), (9), (12), and (18); G.S. 115C-325(e)(3); 16 NCAC 6C.0601.

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