docAlphabetized Index - Kannapolis City Schools
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Alphabetized Index - Kannapolis City Schools
Kannapolis City Schools Pamela D. Cain, Ed.D. Superintendent Chip Buckwell, Ed.D. Assistant Superintendent 100 Denver Street KANNAPOLIS, NORTH CAROLINA 28083-3609 ——————————— http://www.kannapolis.k12.nc.us ——————————— Phone: 704/938-1131 FAX: 704/938-1137 Dear Employees, Our school system is proud of its staff and considers the contribution of each person important to the operation of the school system. This Handbook has been prepared to be a reference book for you. Although it is not a booklet that we expect you to sit down and read from cover to cover, we do expect you to be familiar enough with its contents that you know when it contains the answers to your specific questions. Our goal is that the information presented will provide you with a better understanding of certain system-wide functions and of your employee benefits. We hope that this understanding will assist in our overall goal of providing quality educational experiences for all of our students. We hope that you may be able to answer many of your questions concerning your role in the school system and your benefits with the aid of this booklet. However, if additional questions arise from time to time, please do not hesitate to talk with your immediate supervisor or to call us at the administrative offices if that is more appropriate. There is no doubt that the Kannapolis City School System’s human resources are our most valuable resources. May we take this opportunity to thank you for all the good things you do every day to ensure that our school system runs efficiently and effectively, and that our students develop the skills, knowledge, and attitudes needed to be successful as flexible life-long learners and as confident, productive, and caring persons. Sincerely, Pamela D. Cain, Ed.D. Superintendent handbook Page 2 TABLE OF CONTENTS The Board, Administration and HR Staff ............. Front Possible Payroll Deductions ..................................... 29 About the Handbook .......................................... Front Experience: The Four Kinds..................................... 30 Letter from the Superintendent ................................ 1 Longevity Pay ........................................................... 30 Organizational Chart .................................................. 2 Group Health Insurance ........................................... 31 Mission, Beliefs and Goals ......................................... 4 Retirement System .................................................. 32 Strategic Goals ........................................................... 5 Disability Income Plan of North Carolina ................. 34 Whom Should I Call? .................................................. 6 Social Security and Medicare Taxes ......................... 35 Equal Employment Opportunity ................................ 8 Worker's Compensation .......................................... 35 Policies and Procedures ............................................. 8 Unemployment Insurance ....................................... 36 Guidelines for Reporting Suspected Cases of Liability Insurance .................................................... 36 Abuse/Neglect .................................................. 11 State-funded Liability Insurance .............................. 37 Universal Precautions for Body Fluids and Flexible Benefits ....................................................... 37 Bloodborne Pathogens ..................................... 12 State Employees Credit Union ................................. 38 School Calendar ....................................................... 13 Tax-Deferred Annuities ............................................ 39 Inclement Weather Procedures ............................... 14 Guidelines for Insurance/Sales Representatives...... 39 Transfers .................................................................. 15 Curriculum ............................................................... 39 Contract for Professional Services ........................... 15 The Evaluation Process ............................................ 40 Career Status/Tenure .............................................. 16 Evaluation Process for Other Employees ................. 41 Various Kinds of Leave ............................................. 17 Teacher Licensure and Renewal Information .......... 41 Family and Medical Leave Act of 1993 .................... 23 Tuition Reimbursement ........................................... 44 Procedure for Requesting a Leave of Absence ........ 26 Beginning Teacher Support Program ....................... 46 Salary and Pay Day................................................... 27 Index ...................................................................... 47 Summer Cash Account ............................................. 28 Map Showing All Kannapolis City Schools .......... Back Local Supplement .................................................... 28 List of Schools and Principals ............................Back Building the Learners of Today to be the Leaders of Tomorrow Page 3 Mission, Beliefs, and Goals A successful school system requires good planning. It is imperative that each employee, department, school, and each program area, as well as the school system as a whole, have a clear vision for the entire organization as well as for the individual jobs. Kannapolis City Schools Mission & Beliefs Building the learners of today to be the leaders of tomorrow. WE BELIEVE that all children can learn but at different rates and in different ways. WE BELIEVE that all people have worth. WE BELIEVE that there must be high expectations for students and staff. WE BELIEVE that it takes a whole community to educate a child. WE BELIEVE that schools influence the conditions of success. WE BELIEVE that all students should have equal access to quality education. WE BELIEVE that all students can be responsible for their own education. WE BELIEVE that desirable character traits can be taught and learned and should be modeled by staff and community. WE BELIEVE that parent responsibility and community involvement are essential to good schools. WE BELIEVE that the Kannapolis City Schools are successful in many ways and are committed to improvement for the best possible educational opportunities. Page 4 Kannapolis City Schools Strategic Goals 2010 - 2015 By 2015… Kannapolis City Schools will achieve a graduation rate of at least 80% and will have 90% or more of our students proficient in all subjects. Kannapolis City Schools will ensure appropriate funding to educate 21st Century learners. Kannapolis City Schools will continue to attract, employ, and retain highly qualified and informed staff who are motivated to affect long-term achievement. Kannapolis City Schools will provide adequate services for Limited English Proficient students, Exceptional Children, and At-risk students so they can meet or exceed state expectations. Kannapolis City Schools will establish a comprehensive alternative program within the existing academic environment that will allow students to graduate with 21st Century skills. Page 5 Whom Should I Call at the Central Office When I Have Questions? In almost all cases, local school questions can and should be answered by the teacher involved or by the principal of the school concerned. For information about systemwide programs or procedures, please get in touch with the following people or department at the Central Office at 704-938-1131. (If a different number is more appropriate, that number is listed.) Academically Gifted Programs ............ ..............................Kelly Burgess Accounts Payable .................... Will Crabtree, Vickie Crow, Tammy Irvin Accreditation Southern Association (SACS CASI) ............................ Patty Williams After-School Day Care (YMCA) ............ 704-939-9622 x737 ......Jami Eager Alternative Programs (Middle & High School) ......................................... .. Dr. Buckwell or Chasity Markle Americans With Disabilities Facilities ..................................... Bill Van Wieren or Will Crabtree Reasonable Accommodations for Employees and Applicants ............................... ................................... Kim Soryz Students..................................... ........ Bonnie West, Dr. Buckwell Annual Leave .................................................... Karen Walter, Kim Soryz Appeals Employees ................................. ................................... Kim Soryz Students..................................... ............................... Dr. Buckwell Arts Program (K-12 Curriculum) .......... ............................... Dr. Buckwell Athletics Rules, Governance ..................... 704-933-2749 .......... Noah Lyons Supplement Schedule, Rules, Payment.......................... Kim Soryz Attendance Truancy ...................................... .............................. Jessica Grant School Attendance Zones—Outside System ........ Wendy Brandon Elementary Attendance Zones ... ................................... Jan White Audio-Visual Services .......................... .................................. Ellen Boyd Audit of Finances................................. ..............................Will Crabtree Before-School Care (YMCA)................. 704-939-9622 x737 ......Jami Eager Benefits for Employees 401(k) ........................................ ...... Kim Soryz, Jenny Linebarrier Tax-Sheltered Annuities ............. .............................. Wanda Davis Disability or Worker’s Compensation ... Kim Soryz, Lynn Reynolds Flexible Benefits ......................... ...... Kim Soryz, Jenny Linebarrier Insurance: Life, Health, Liability ...... Kim Soryz, Jenny Linebarrier Leave (Sick, Annual, Personal, Compensatory)K. Walter, Kim Soryz New Employees’ Benefits .......... Jenny Linebarrier, Lynn Reynolds Retirement................................. ...... Kim Soryz, Jenny Linebarrier Bloodborne Pathogens ....................................Kim Soryz, School Nurses Board of Education Calendar, Agenda....................... ...............Dr. Cain, Nancy Barger Communications ........................ .................................. Ellen Boyd Budget Systemwide ............................... ..............................Will Crabtree Individual Programs’ Budgets .... ..................... Program Directors Human Resources Budgets ........ ................................... Kim Soryz Reports ...................................... .............................. Donna Baker Building Use and/or Rental ................. .......... Ellen Boyd, Laurie Beaver Buses Regular Yellow Buses ................. ..............................Will Crabtree Routing ...................................... ................................ Alan Cauble Garage ....................................... 704-786-6314 .. Cabarrus County Activity Bus Scheduling .............. ........ Pamela Smith, Alan Cauble Activity Bus Drivers .................... ..............................Will Crabtree Mini-Buses ................................. 704-938-3151 ........ Bonnie West Cafeterias: Program, Catering, Employment…933-2619 . A Treanor, C Brown Calendar Information on School Year ....... ................................... Kim Soryz Administrative Meeting Schedule ..............Nancy Barger, Dr. Cain Career and Technical Education Program ........................ Rob Knuschke Certification ............................... Kim Soryz, Sherry Walter, Nicole Shue Certificate Renewal ...................................... Sherry Walter, Nicole Shue Child Abuse or Neglect ........................ School Psychologists, Counselors Child Nutrition ..................................... .......Anne Treanor, Cindy Brown Community Schools and Community Education .................... Ellen Boyd Complaints Employees ................................. ................................... Kim Soryz Students .................................... .............................. Jessica Grant Computer Education ........................... 704-932-2999 Brenda McCombs Copiers & Copying .............................. .............................. Will Crabtree Counseling and Guidance ................... .............................. Jessica Grant Cultural Arts ........................................ ............................... Dr. Buckwell Curriculum K-6 ......................................... ...... Dr. Buckwell, Patty Williams 7-8 ......................................... ........ Dr. Buckwell, Jessica Grant 9-12 ......................................... ....... Dr. Buckwell, Rob Knuschke Day Care, YMCA: Before/After School, Summers, Holidays ......................................... 704-939-9622 x737...... Jami Eager Disability Income Plan ......................... ................................... Kim Soryz Discipline Policies ................................ ............................... Dr. Buckwell Driver Education ................................. 704-932-6125 .... Sandy Torrence Dropout Prevention ............................ ....... Dr. Buckwell, Rob Knuschke Drugs Drug and/or Alcohol Education . 704-932-6125 ....... Angela Ward Drug-Free Workplace ................ ................................... Kim Soryz Drug Testing .............................. .......... Lynn Reynolds, Kim Soryz Effective Teacher Training ................ Rowan-Cabarrus Community College ...............704-788-3197, Concord; 704-937-0760, Salisbury Effective Schools / School Improvement............................. Dr. Buckwell Emergency Services .................................Will Crabtree, Bill Van Wieren Emotionally Disabled Program ............ 704-938-3151 ....... Bonnie West Energy Conservation, Monitoring, ...... ....Bill Van Wieren, Will Crabtree English as a Second Language ............. ....... Dr. Buckwell, Rob Knuschke Enrollment Attendance Areas ...................... ................................... Jan White Pupil Assignment .......................... Jessica Grant, Wendy Brandon Projections, Short-Range and Long-Range .................... Kim Soryz Exceptional Children’s Programs Administration ........................... 704-938-3151 ....... Bonnie West Curriculum Planning .................. .............................. Bonnie West Extended Day (Middle and High School Alternative Programs) .................................. ..... Dr. Buckwell, Chasity Markle Facilities Capital Improvements ............... ............... Dr. Cain, Will Crabtree Custodial Services, Including Emergency Services .... Will Crabtree ..................................... Bill Van Wieren, or Appropriate Principal Maintenance ............................. ....Bill Van Wieren, Will Crabtree Rental ........................................ ........... Ellen Boyd, Laurie Beaver Family and Medical Leave Act ................................................. Kim Soryz Federal Programs Title I ......................................... ............................ Patty Williams Title II (Class Size Reduction) ..... ............................... Dr. Buckwell Title VI ....................................... ............................... Dr. Buckwell Title VI-B .................................... 704-938-3151 ....... Bonnie West Head Start.................................. 704-932-7433 . Jennifer Baucom Financial Accounting.................. ....... Will Crabtree, Donna Baker Finance: Budget, Local, State, & Federal Programs ........... Will Crabtree Fingerprinting ..................................... ...................... Human Resources Fire Drill Reports .................... Will Crabtree, Bill Van Wieren, Principals Fixed Assets ........................................ ........ Will Crabtree, Tammy Irvin Foreign Language ................................ ............................... Dr. Buckwell Gateways ......................................... ............................... Dr. Buckwell GED (General Education Diploma) ...... ............................... Dr. Buckwell ......................................... 704-932-6125 .......... A. L. Brown General Administration ....................... ...................................... Dr. Cain Gifted and Talented ............................ .............................. Kelly Burgess Green Cards (Sr. Citizens Admission Cards) .. 704-939-1323, Nancy Barger Governor’s School ............................... .............................. Kelly Burgess Page 6 Grievances Employee ................................... ................................... Kim Soryz Student ...................................... ............................... Dr. Buckwell Guidance and Counseling .................... .............................. Jessica Grant Health Programs / Issues Students..................................... ............................... Dr. Buckwell Employees ................................. ...... Kim Soryz, Jenny Linebarrier Hearing Impaired (Children’s Program 704-938-3151........ Bonnie West Homebound Services .......................... 704-938-3151 ........ Bonnie West Head Start ......................................... 704-932-7433 .. Jennifer Baucom Human Resources Applicants ............................ Nicole Shue, Human Resources Staff Bus Drivers ................................. ....... Alan Cauble, Lynn Reynolds Licensed ..................................... .......... Kim Soryz, Lynn Reynolds Child Nutrition ........................... 704-933-2619 ....... Anne Treanor Support / Noncertified / Classified........ Kim Soryz, Lynn Reynolds Recruiting .........................Kim Soryz, Nicole Shue, Lynn Reynolds ................. Central Office and School-Based Administrators Identification Cards ........................ .................................. Nancy Barger Immunizations, Entrance Requirements Jessica Grant, Wendy Brandon Information, General........................... .................................. Ellen Boyd Inservice Workshops Education Planning and Content ............................... Dr. Buckwell Mentors & New Teachers…… .... ….Patty Williams, Anne Parker Prior Approval and Renewal Credit ........ Kim Soryz, Sherry Walter Instruction ................................................ Dr. Buckwell, Patty Williams Insurance Buildings, Vehicles, Bonding, Liability .......................Will Crabtree Disability Income Plan................ ................................... Kim Soryz Flexible Benefits ......................... ....................... Jenny Linebarrier Health Insurance........................ ....................... Jenny Linebarrier Life Insurance............................. ....................... Jenny Linebarrier Student Insurance...................... ............................. Nancy Barger Worker’s Compensation ............ ............................Lynn Reynolds Kindergarten ....................................... ...... Dr. Buckwell, Patty Williams Kindergarten Registration ............ Elementary Principals, Patty Williams Learning Disabled ................................ 704-938-3151 ........ Bonnie West Leaves of Absence (Sick, Annual, Family, Personal) ................ Kim Soryz Libraries ......................................... ............................... Dr. Buckwell Licensure ........................... .... Sherry Walter, Nicole Shue, Kim Soryz Longevity Pay ...................................... ............................. Karen Walter Lunches, School................................... 704-933-2619 ....... Anne Treanor Maintenance, Buildings, & Grounds.... 933-704-8316 .... Bill Van Wieren ......................................... ..............................Will Crabtree Media Centers ..................................... ............................... Dr. Buckwell Media (Newspapers, TV, Radio) .......... .................................. Ellen Boyd Mentally Disabled Programs ............... 704-938-3151 ........ Bonnie West Music Programs Administration and Schedule ..... ............................... Dr. Buckwell High School Chorus .................... 704-932-6125 ...........Lori Garber Band ......................................... 704-932-6125 .... Gordon Snyder NC WISE ......................................... ................................... Jan White Newcomers’ Information .................... .................................. Ellen Boyd No Child Left Behind—Instructional Issues ......................... Dr. Buckwell Highly Qualified Staff Issues ................... Kim Soryz, Sherry Walter Parent Council / Involvement / Organizations ....................... Ellen Boyd Payroll Longevity ................................... ............................. Karen Walter End of Month ............................. .............................. Wanda Davis Salary Administration ................ ............ Will Crabtree, Kim Soryz Physical Education: Elementary & Secondary .................... Dr. Buckwell ......................................... 704-933-2749 .......... Noah Lyons Physically Disabled Program ............... 704-938-3151 ........ Bonnie West Pregnancy Staff ............................................................................. Kim Soryz Students..................................... ....... Angela Ward, Jessica Grant Pre-School Handicapped .. .................. 704-938-3151 ........ Bonnie West Principals’ Monthly Attendance Report ...... ................................... Jan White Monthly Financial Report .......... ..............................Will Crabtree Monthly Fire Drill.... .................. ....Bill Van Wieren, Will Crabtree Supervision (General Administration)............................... Dr. Cain Supervision (Instructional)......... ............................... Dr. Buckwell Supervision (Human Resources) ................................... Kim Soryz Public Relations, Information, & Publications ........................ Ellen Boyd Purchase Orders .............. .......Will Crabtree, Vickie Crow, Tammy Irvin Purchase of Supplies ........ .................. ...................... Individual Schools Psychological Services ...... .................. 704-938-3151 ....... Bonnie West Reading Program and Title I ................ ...... Anne Parker, Patty Williams Records Employee................ .................. ................................... Kim Soryz Payroll .................... .................. .............................. Will Crabtree Student ................... .................. ................................ Each School Rental of School Facilities .................. ........... Ellen Boyd, Laurie Beaver Retirement (Employees) ............................ Kim Soryz, Jenny Linebarrier Salary Processing of Payroll ................. ....... Wanda Davis, Karen Walter Schedules and Rating................. .......... Kim Soryz, Lynn Reynolds SAT / ACT ......................... .................. ........Rob Knuschke, Kevin Garay School Board Information and Agenda ............... Dr. Cain, Nancy Barger School District Lines .................Wendy Brandon, Jessica Grant, Jan White School Improvement Plans ................. ............................... Dr. Buckwell School Pictures ................ .................. ................................... Principals Science Fairs .................... .................. ............................... Dr. Buckwell SIMS / NC WISE ................ .................. ................................... Jan White Speech Problems ............. .................. 704-938-3151 ....... Bonnie West Special Education ............. .................. 704-938-3151 ....... Bonnie West Sports............................... .................. 704-933-2749 ......... Noah Lyons Staff Development Content and Planning ................ ............ Dr. Buckwell & C&I Staff Prior Approval / Renewal Credit ........ Dr. Buckwell, Brandi Boling Student Appeals ............... .................. ............................... Dr. Buckwell Student Health Programs . .................. .......Dr. Buckwell, School Nurses Student Services .............. .................. .............................. Jessica Grant Student Teachers ............. .................. ............... Kim Soryz & Principals Substance Abuse Applicants and Employees ......... ................................... Kim Soryz Students .................................... ........Angela Ward, Jessica Grant Substitute Teachers General Information .................. ...............Nicole Shue, Kim Soryz Payroll .................... .................. ....... Wanda Davis, Karen Walter Summer Enrichment ........ .................. ............................... Dr. Buckwell Summer Programs for Academically Gifted ....................... Kelly Burgess Summer School Program.................. .................. ............................... Dr. Buckwell Employment ........... .................. ................................... Kim Soryz Suspension of Students.... .................. ............................... Dr. Buckwell Tech. Prep. ....................... .................. ............................ Rob Knuschke Technology, Instructional .................. 704-932-2999 Brenda McCombs Technology, Administrative ................ .......Jeff Campbell, Will Crabtree Testing Annual Testing Programs........... .............................. Kelly Burgess Individual Psychological Testing 704-938-3151 ....... Bonnie West Textbooks Ordering, Accounting, & Distribution ....................... Brandi Boling Selection ................. .................. ............................... Dr. Buckwell TIMS ............................... .................. ................................ Alan Cauble Title I ............................... .................. ............................ Patty Williams Transfers: Employees ...... .................. ................................... Kim Soryz Students ................. ..................... Wendy Brandon, Jessica Grant Translation, Spanish ......... .................. .......................... Claudia Martins Transportation ................. .................. ............ See Buses, Will Crabtree Verification of Employment ................ ...... Human Resources or Payroll Vocational Education ....... .................. ............................ Rob Knuschke Volunteer Program .......... .................. .................................. Ellen Boyd Worker’s Compensation .. .................. ................................... Kim Soryz Workforce Development . .................. ............................ Rob Knuschke W-2 Forms ....................... .................. ....... Wanda Davis, Karen Walter 1099 Forms ...................... .................. .............................. Donna Baker Page 7 Policies and Procedures The Policy Manual The Kannapolis City Board of Education has adopted a number of policies relating to the operation of our schools; these are included in the Kannapolis City Schools Policy Manual. Following this section is a copy of the Table of Contents from this Manual. By looking at this Table of Contents, you should get an idea of the kinds of information contained in the Manual. Copies of the Manual are in each principal's office and the Media Centers, and are available for your reference at any time. In addition, most of the policies are also on line at our web site. 1. 2. 3. 4. occupational qualifications. All candidates will be evaluated on their merits and qualifications for positions. The Kannapolis City Board of Education also recognizes the educational and professional advantages of racial, sexual and cultural diversity in the make-up of the professional staff that is employed to serve the students enrolled in the Kannapolis City Public School system. Therefore, the Board is also committed to a recruitment and employment program that will result in a professional staff that reflects the racial, sexual, and cultural diversity of the Kannapolis City community and the students who attend the Kannapolis City Public School System. In regard to policies and other directives, employees have the following rights and responsibilities: It is each employee’s responsibility to be familiar with, and to comply with, all policies, procedures, guidelines, and directives adopted or issued by the Kannapolis City Board of Education, the central administration, and/or the employee’s supervisors. It is each employee’s responsibility to know or find out where written policies, procedures, guidelines, and directives can be located and reviewed. Each employee who for any reason is absent from work or from any staff meeting is responsible for learning of any communications or notifications to employees made during his/her absence. Any employee who is uncertain concerning the existence or meaning of any policy, procedure, guideline, or directive is responsible for making appropriate inquiries with his/her supervisor. A conscientious effort will be made by all supervisory personnel to prohibit discrimination against any individual in employment practices / procedures, including sexual harassment and reasonable accommodation for employees and applicants with disabilities. Positive efforts will be devised and utilized by all supervisory personnel to prevent discriminatory practices in the work environment. The administration will take appropriate action to ensure that all personnel transactions are implemented in a fair and impartial manner. Drug, Tobacco, and Alcohol-Free Workplace The Drug-Free Workplace policy is one with which employees should be very familiar. It covers employees while on school property, while acting within the course and scope of their employment, and when violation of the policy might have an adverse effect on the performance of duties or on the reputation of the school system. Smoking is prohibited on all KCS property. While being aware of all the contents of the Board’s Policy Manual, you will want to pay particular attention to those policies that apply directly to you. If you ever have doubts about what the policy is, please refer to the Policy Manual. Sexual Harassment In addition to defining and giving examples of sexual harassment, our Policy Manual also cites what to do if observing or experiencing sexual harassment. The policy states, A few policy matters are highlighted in this Handbook. Equal Opportunity Employment In keeping with what is morally right and fair, in addition to all the requirements of federal and state statutes, this school system strives to remove all vestiges of discrimination in all employment practices. To that end, Policies 3010 and 4010 state: In the event that anyone believes that he/she has been sexually harassed, or if any employee is aware of sexual harassment, he/she should bring the matter to the attention of the Human Resources Administrator. Upon listening to the facts and allegations, the Human Resources Administrator will advise the person on how to attempt to resolve the matter directly and informally, or if that course fails or is unwise, to present the complaint in writing with supporting detail. The Human Resources Administrator will attempt to resolve it in an expeditious manner. It is the policy of the Kannapolis City Board of Education to provide all applicants for employment with equal employment opportunities and to provide current employees with training, compensation, promotion, and other attributes of employment without regard to race, color, religion, national origin, sex, age, or handicap, except where sex, age, or physical requirements are essential If for any reason, the complainant is not satisfied with the administration’s response, he/she may file an appeal with the Chairman of the Board of Education. Page 8 Harassment and Bullying In addition to sexual harassment, KCS policy specifically prohibits harassing or bullying behavior on school property, at any schoolsponsored function or activity, on a school bus or at a bus stop. This behavior is prohibited at all levels and refers to any pattern of gestures or written, electronic or verbal communications, or any physical act or threatening communication that creates a hostile learning or working environment or reasonable fear of harm. Definitions, examples, appropriate actions and guidelines for reporting harassing and bullying behavior are contained in the policy manual. to accept personal gifts of greater than nominal value, or a meal on an infrequent basis, from any person, group, or entity doing or desiring to do business with the school system. Communications and Grievance Procedure It is usually desirable for an employee and his immediate supervisor to resolve problems through free and informal communication. However, if this informal process fails, then it is appropriate to follow the formal grievance procedure for certain kinds of differences. This formal procedure states that a grievance is a formal written claim by an employee against another employee that: a) there has been a violation, misapplication, or misinterpretation of state or federal law or regulation, school board policy, or administrative regulation; b) an employee has been subject to discrimination on the basis of race, religion, sex, national origin, age, or handicap; or c) there exists a physical condition which jeopardizes an employee’s health or safety, or which interferes with an employee’s ability to discharge his responsibilities properly and effectively. Formal grievances must be filed as soon as possible, but no later than 30 days after disclosure of the facts giving rise to the grievance. The written statement of grievance shall remain the same throughout all steps of the grievance procedure. The full procedure is included in the Kannapolis City Schools’ Policy Manual. Prohibited Relationships All Kannapolis City Schools’ employees are prohibited from dating, courting, or entering into a romantic or sexual relationship with any Kannapolis City Schools’ student, regardless of the student’s age or consent. In addition, any employee who believes another employee is engaged in such behavior shall report it to the Director of Human Resources for the school system. Activities that can lead to claims of Sexual Harassment Being alone with a single student in an isolated, nonpublic area of the school Offering students rides in personal vehicles Tutoring outside of normal school or remediation times Taking students to movies, spending too much time where students congregate, interacting with students socially outside of school Constant e-mail, cell phone, and/or texting between staff and students Getting too close to parents; offering to baby-sit for students Taking students to your home to do yard work or household chores Employees’ Children at School From time-to-time, questions arise about employees’ children being at school, particularly on staff planning days. The Kannapolis City Schools administrative policy is that children of staff members are not to be at school with their parent/s or guardian/s, except on rare occasions and only with the prior approval of the immediate supervisor. E-Mail Account and Internet Usage Each employee is assigned a personal e-mail address for his or her use while employed by the school system. These e-mail addresses are assigned by the Technology Department and basically consist of the first name and last name separated by a period and the ending: “kcs.k12.nc.us.” An example of Ann Jones’ e-mail address would be: [email protected]. Employees’ e-mail addresses will be inactivated shortly after the last day of employment. Bottom Line: All employees shall maintain an appropriate “educator/student” relationship. Reporting Alleged Violations of Law Any employee charged with or arrested for any crime (felony or misdemeanor) other than a minor traffic ticket, must report such fact in writing to his or her immediate supervisor the next scheduled business day after the incident. The information is forwarded to the Human Resources Director. Details and follow-up reports are also required. A business e-mail account and internet access shall be used to conduct school system business. Remember the following: The electronic information systems belong to Kannapolis City Schools and shall only be used for authorized business purposes; Use of the systems is a privilege, not a right; Sales and Soliciting There shall be no soliciting from, or selling to, students or staff within the school system without approval of the Superintendent. In addition, all school employees shall discourage and decline Page 9 Kannapolis City Schools may terminate any employee’s access to the systems and take other appropriate disciplinary action for any use not in accordance with our policies; Employees do not have a right to privacy or confidentiality relating to electronic communications over the employer’s systems and the employer has the right to inspect, monitor, and disclose all electronic communication; Employees must comply with all software licenses, copyrights, and laws governing intellectual property and online activity; Employees are strictly prohibited from storing, sending, receiving, displaying, printing, or otherwise disseminating electronic communication that is illegal, fraudulent, harassing, embarrassing, sexually explicit, obscene, defamatory, racist, sexist, or derogatory. Employee Dress and Appearance (3006 & 4006) Administrators have also written Rules and Procedures that provide some additional information about this matter. We want our employees to be comfortable at school, but we also want them to look like the professionals they are. There is a chapter entitled, “Dress for Success,” in the Wongs’ book, The First Days of School. It provides advice regarding dress, but it also includes more of the rationale for why dress is important in the relationship staff has with their students. Employee Identification Cards Employee Identification Cards A nontransferable photo identification card will be issued to all permanent, full-time and part-time employees of the Kannapolis City Schools. In the fall of the following years, the I. D. card will be reissued for the upcoming school year. issued a duplicate ID card. There is a $5.00 charge to the individual employee for the duplicate ID card. Returning When you resign or retire from the school system, you must return your ID card. It can be attached to your letter of resignation or turned in to your principal or supervisor with your keys and any other school property. Failure to turn in your employee ID card may result in your last paycheck being held. Purpose and Uses Employee I. D. cards indicate that one is a current employee of the school system. Some schools or programs may require the card to be carried or visible. In addition, the I. D. card can be used as a pass to grant employees admission to all Kannapolis City Schools’ home athletic contests for the regular season. Spouses and school-aged children of faculty or staff members will not be admitted free; pre-school children (below kindergarten) will be admitted free. Retirees and Seniors Retired Kannapolis City Schools’ employees who have worked for the schools for 25 years or more and all citizens who are 65 years old are eligible to receive a “green card.” This is a special picture ID card that does not have to be validated each year. Employees who retire with less than 25 years of service will not be eligible for a green card until they are 65 years old. Green cards are made at the Kannapolis City Schools’ Central Office. This card will also serve as a pass granting admission to all Kannapolis City Schools’ home athletic contests for the regular season. Obtaining Your I. D. Card will generally be made soon after you begin employment with the school system. Please call Nancy Barger at 704-939-1323 between the hours of 8:00 a.m. to 5:00 p.m. to schedule an appointment at the Central Office to have your I.D. card made. Loss If you lose your ID card, have your principal or immediate supervisor contact Nancy Barger and you will be Page 10 Guidelines for Reporting Suspected Cases of Abuse / Neglect According to Section 7B-301 of the N.C. General Statutes, any person or institution who has cause to suspect that any juvenile is abused, neglected, or dependent, or has died as the result of maltreatment, shall report the case of that juvenile to the Department of Social Services in the county where the juvenile resides or is found. The law requires teachers to report immediately if they “suspect or have reason to believe” children are being mistreated. No law requires that individuals who make reports prove that the abuse occurred before making the report. Any doubt about reporting a suspected situation is to be resolved in favor of protecting the child and reporting immediately. At present, North Carolina has no statutory penalty, criminal or civil, for failure to report suspected cases of maltreatment. However, there have been at least two criminal prosecutions for such failure that were based on the common law requirement that appropriate actions will be taken to carry out a statute. It is therefore reasonable to assume a civil action based on the same principle could be forthcoming. In reporting suspected neglect/abuse cases, the following information is considered necessary: Name of the alleged victim Age of the child Home address or where the child can be located Parent(s) name(s), phone number, and address, if known Alleged perpetrator if the child told the reporter Specific indicators of the maltreatment (what exactly led the reporter to make the report) Whether this is an emergency or if the child is in imminent danger Name, phone number, and address of the reporter Note: Not having portions of this information will not necessarily preclude the filing of an abuse/neglect report. According to N.C.G.S. 7B-309, anyone who makes a report pursuant to this Article, cooperates with the county department of social services in a protective services inquiry or investigation, testifies in any judicial proceeding resulting from a protective services report or investigation, or otherwise participates in the program authorized by this Article, is immune from such action provided that the person was acting in good faith. The determination of whether abuse occurred rests with the state protective services agency. In addition to the above, the following procedural points need to be observed: The report of suspected abuse/neglect should come from the initial person who observed or was told of the maltreatment. Reports may be made anonymously, although it may be advantageous to inform the principal of your actions. The child should only give their information once—to the initial reporter— and not be subjected to repeated interviews. This is not only potentially harmful to the child; it can be equally so to the investigation and possible prosecution that may follow. Under no circumstances should the alleged offender be contacted, by school personnel, either prior to or after the arrival of the social services representative. School personnel should allow DSS and/or law enforcement the opportunity to confront the parent/alleged offender regarding the allegations made in the report. Any prior contact by school personnel with parent/alleged offender may compromise the investigation and quite possibly place the child at greater risk. Generally, DSS makes the decision regarding when to include law enforcement. DSS is mandated to make a referral on all reports of child “abuse”, within a required time frame, to the District Attorney and Law Enforcement. Currently there is a working agreement between DSS and Law Enforcement that covers interview procedures/protocol in child abuse cases. School officials should use their own judgment regarding contacting law enforcement in the event of a crisis, volatile and/or threatening situation involving a child and parent, e.g., a parent on the school grounds abusing, threatening, and/or harassing their child, or a parent who may be under the influence of drugs and/or alcohol and attempting to drive a vehicle away from school with the child in the vehicle. Page 11 The confidentiality of the child and of the alleged offender should at no point be violated. This precludes any discussion of the report beyond that required by statute or policy. DSS will share information with school personnel on a “need to know” basis. That is, information that may assist with the development of a protection/safety plan and/or a family services case plan. When the report involves a child voluntarily disclosing information, a good policy is to make notes of specific details and to include the exact words used by the child. These notes could be found helpful in the investigation process and could quite possibly be admissible as evidence in a court proceeding. In cases where a child only discloses to a teacher/school personnel, that person may be required to testify in court, using the “excited utterance” provision in the statute. That is the teacher can testify to what was disclosed by the child even though the child might not be able or willing to testify on his/her behalf. This situation occurs rarely; however, it is a possibility. School personnel/teachers should avoid calling another person in as a witness or to interview the child during the initial disclosure, unless this 2nd person is a DSS worker or law enforcement officer. It is entirely possible the child will not be as free to talk if another person is asked to observe the conversation. While it is vitally important that you not ask questions that could be construed as leading or prejudicial, do not stop the child from talking/disclosing since this may be the only time the child will feel comfortable in telling anyone about the maltreatment. Finally, if you observe incidents which raise concerns but are not at a level sufficient to prompt an abuse/neglect report, it is highly desirable that you document these observations since a pattern could emerge that would indicate a need for follow-up action. The Department of Social Services can be contacted at any point for guidance and consultation at 704-920-1400. Communicable Diseases and Bloodborne Pathogens All employees will be informed by the school nurse about the precautions to take to prevent the transmission of communicable diseases in general and bloodborne pathogens in particular. If an employee has occupational exposure to bloodborne pathogens (i.e., reasonably anticipated skin, eye, mucous membrane, or parenteral contact with blood or other potentially infectious materials that may result from the performance of an employee’s duties), receiving the Hepatitis B inoculations is advisable. These inoculations are a series of three shots, given by the Health Alliance. If an employee starts the series and does not complete it in a timely manner, that employee is required to reimburse the school system for any payments made by the school system for the employee (about $65 per shot). Many health insurance policies will now pay for Hepatitis B inoculations. Periodically, training regarding bloodborne pathogens is required by the school system, particularly for employees who have occupational exposure. A small bottle of household bleach and an empty bottle with a spray nozzle: The following instructions will allow you to mix the proper amount of bleach and water: Measuring from the bottom of your spray bottle, mark ten lines of equal distance apart. In case you need to clean up a spill, you will mix one part bleach to nine parts water in the spray bottle. Fill the bottle to the first line with bleach, then add water until you get to the last line at the top. Do not mix the bleach and water until right before you need it because the solution will lose its strength if not used right away. Disposable towels for wiping and cleaning: Wipes and things you would have in a regular First Aid Kit (bandages, gauze, tape, etc.) Plastic bags: Dispose of anything with blood or body fluids on it in a manner that will not endanger others. When helping a person who is bleeding or hurt: Call for help if needed. Always put on your latex gloves first!! If the person is alert and able to help himself/herself, give instructions on how to use any first aid material you have, such as gauze, bandages, etc. If the person is not able to care for himself/herself, give any assistance you can. Be careful not to get the person’s blood or body fluid in your mouth, eyes, or in any cuts you may have. Universal Precautions are measures that are taken to prevent exposure and infection from bloodborne pathogens, such as viruses that cause AIDS (Acquired Immunodeficiency Syndrome), Viral Hepatitis, and other diseases that can be carried in blood and body fluids. In cases of accident or emergency, any person’s blood and body fluid should be handled as if infectious. What do we mean by “Infectious”? “Infectious” means that a virus can get into your body if you are exposed to it. You must be exposed through one of your mucous membranes (examples are your eyes or mouth), or an opening in your skin’s surface (such as a cut or puncture wound). When cleaning up blood or body fluids on a floor or other surface: Always put on your latex gloves first!! Mix your bleach and water in the spray bottle. Spray the contaminated area and wipe with disposable towels. Throw away towels in plastic bag. Spray and wipe area again. Throw away the towels in the plastic bag. Take off one glove by holding it at the end nearest your wrist and peeling it off. Take off the second glove the same way. When you finish, both gloves should be inside-out. Put the gloves in a plastic bag. Tie or seal the plastic bag and label “Blood or Body Fluid Contaminated Material.” Put any broken glass into a container that cannot be punctured, and put that container in a plastic bag. Wash your hands thoroughly using some of the bleach solution, then with soap and water. Universal Precautions Apply to the Following: Body fluid that is visibly contaminated with blood Body fluids in situations where it is difficult or impossible to know if they have been contaminated with blood Semen or vaginal fluids What Kinds of Things May Put You at Risk? An occupation where you may be exposed to body fluids Injury that causes you or your coworkers to be cut, thus exposed to blood (e.g., paper cuts, staples in finger, etc.) Failing to use proper precautions when helping someone who is injured or losing body fluids. Things to Have on Hand New Latex Gloves: Be sure they are not cracked or broken. Keep several sizes available. They are best kept in a cool, dry place. Make sure they are easy to reach. Page 12 The School Calendar Overview Generally, each year a committee of individuals representing all employee groups and parents meet together to propose a school calendar. This proposed calendar is made available to all school employees for input. After considering the input, the superintendent recommends a calendar to the Board of Education, who must adopt it before it becomes official. The summary in this section is an overview of requirements governing school calendars, and it summarizes State Board policy in G.S. 115C–84.2 and -302.1 which set certain requirements for the school calendar and school day. These statutes were completely rewritten during the 1997 and 2004 Sessions. The latest changes took effect July 1, 2013. More information is available at http://www.ncpublicschools.org/fbs/accounting/calendar Workdays designated as required by either the local board or by the principal in consultation with the School Improvement Team need not be required for all employees. Days may be required for some employees or groups of employees but optional for others. …ten annual vacation leave days. The first 10 days of annual vacation leave earned by 10-month employees will be scheduled in the calendar by the local board. These days must be taken by 10-month employees as scheduled. …ten paid holidays, unless Christmas falls on Tuesday, Wednesday, or Thursday, when there will be 11 paid holidays and one less teacher workday. All holidays are scheduled by the local board with the exception that Veteran's Day must be a holiday for students and staff. Composition of the 2014 - 2015 School Calendar The school calendar must be composed of 215 days. All days must fall within the fiscal year. The days are to be distributed as follows: Non-instructional Workdays At least ten days will be scheduled as non-instructional workdays for teachers. There will be fewer workdays if non-instructional teacher workdays have been converted to additional days for students (as in inclement weather make-up). In years when Christmas falls on Tuesday, Wednesday, or Thursday, there will be one additional paid holiday (11) and may be one less non-instructional workday for teachers. …a minimum of 185 instructional days for students or a minimum of 1025 hours of instruction covering at least nine calendar months. Instructional days for students may vary in length as long as there are at least 1025 hours of instruction scheduled. Instructional days may be scheduled on any day except Sunday, but the first instructional day of the school year can be no earlier than the Monday closest to August 26 and the last instructional day of the school year can be no later than the Friday closest to June 11. For the 2014-2015 school year, Kannapolis City Schools will have 181 instructional days. Required Days The local board may designate some workdays as required workdays for teachers. In general, teachers will not be eligible to take annual vacation leave on required workdays. Principals may also require certain non-certified staff to work on required work days. This option is at the discretion of the school principal. Optional Days Teachers may use accumulated annual vacation leave on optional workdays if approved by the immediate supervisor. Local Boards shall designate a minimum of two of the ten teacher workdays as optional days on which teachers may take accumulated vacation leave. Local Boards may designate more than two optional workdays. …a minimum of ten non-instructional workdays for teachers. At least two days must be optional work days on which teachers may take accumulated vacation leave. The remaining days may be scheduled as optional days or as mandatory days. In some cases workdays may be designated as additional required workdays by the individual school principal in consultation with the school’s Continuous Improvement Team. Teachers would not be eligible to take annual vacation leave on required workdays designated at the school level. The current Kannapolis City Schools’ calendar is posted on our website. Page 13 The Instructional Day and Inclement Weather The instructional day, as defined by state school board policy, includes those hours a student is assigned to a teacher for instruction. Breaks in the instructional day for changing classes, homeroom, lunch, and other such things are not part of the instructional day and may not be counted in the required 1,025 hours of instructional time. The local board must develop a plan for making up days lost due to inclement weather. Staff Options during Inclement Weather In case of school cancellation or early dismissal due to inclement weather, it is important that all staff members clearly understand the options related to the workday. school. Managers and full-time Child Nutrition employees may take an unscheduled annual leave day or a day without pay. Eleven-month and twelve-month employees (including central office personnel) shall report to work or choose one of the available inclement weather options whether it is designated as an Annual Leave Day or a Workday. If there is inclement weather on a scheduled optional or required Workday, no announcement will be made. Employees shall select one of the inclement weather options. The choice is yours. The school system respects your right to make the best decision for yourself. If you decide not to go to work, then you have several options available. In some situations, however, the principal or supervisor may require specific employees to report to work. In most cases, the following information should serve as your guide. Make Safe Decisions If there is a delayed start for students, staff shall report on time or just as soon as you safely can. On days when school is cancelled for students, employees who decide to work should report as soon as they safely can. Employees who report to work after 10:00 a.m. will be allowed to make the time up or take a half-day of available leave. If school is dismissed early: Teachers and other school-based employees may be dismissed by the principal after all buses have departed and arrangements have been made for the welfare of any students who have not been picked up. Central Office personnel may be dismissed at the discretion of the Superintendent or designee. CONNECT-ED CALLS, TV, RADIO ANNOUNCEMENTS Connect-Ed calls as well as television and radio announcements will be made early on mornings of inclement weather. Announcements will be given to the following stations just as soon as a decision is made, generally no later than 6:00 a.m. If school is cancelled for students for the day: When the announcement is made, the day will be designated as either an Annual Leave Day or a Workday for employees. If it is designated as an Annual Leave Day for employees, it then becomes one of the remaining ten scheduled Annual Leave Days in the school calendar for teachers and all ten-month employees. If it is designated as a workday for employees, then one of the following inclement weather options must be selected by teachers and all ten-month employees: 1. Report to work; 2. Take unscheduled annual leave. In order to exercise this option, the employee must have an annual leave balance in excess of the number of designated annual leave days in the calendar; 3. Arrange to make time up with the principal / supervisor; 4. Take personal leave (teachers only); or 5. Take a day without pay. Injury Child Nutrition employees and Bus Drivers do not report to work on any day when students are not in TV Stations WBT CBS Channel 3 WSOC ABC Channel 9 News 14 Carolina WCNC NBC Channel 6 WCCB FOX Channel 18 Radio Stations WRDX 94.7 FM WBT 1110 AM WEND 106.5 FM WRFX 99.7 FM WRKB 1460 AM WLYT 102.9 FM WKKT 96.9 FM WEGO 1410 AM WLNK 107.9 FM Weather conditions sometimes worsen during the day after children have arrived at school. If early dismissal of schools is necessary, radio and television stations will make the announcement, and Connect Ed calls will go out to all as appropriate. Employees may call 704-938-1131 for school closing information. That recording will be updated just as soon as a decision can be communicated. Employees may also check the Kannapolis City Schools’ web site, located at: http://www.kannapolis.k12.nc.us Employees should use this guide and good judgment to determine their individual course of action. If no announcement is made, school will be open as usual. Page 14 Balance Your Options With Safety Students and staff members make up the Kannapolis City school system family. The safety and well-being of our teachers, principals, assistant principals, counselors, media coordinators, teacher assistants, child nutrition employees, bus drivers, maintenance workers, office support, custodians, central office, and all school system employees are equally as important to us as the safety and well being of our students. The Superintendent will decide the students’ schedule. Each staff member must make his or her own responsible decision when weather conditions are hazardous. The worst consequence of choosing not to travel would be the loss of a day’s pay. This is a small price to pay for safety and continued healthy service. Your principal, supervisor, and superintendent’s office will work with you within these guidelines, but only you are in a position to balance your options with safety. Transfers Employee Requests If you desire a transfer (whether to shorten your travel time, to experience a different assignment, for personal reasons, etc.), please apply online using our online internal application. the other hand, the fact that an employee requests a transfer does not necessarily mean that the employee will be transferred automatically without having an opportunity to learn about and discuss the specific vacancy, and possibly withdraw his/her name from consideration. Procedures When principals have vacancies, they are asked to consider the "online transfer list." Your request should be activated in the spring of every year until it is granted or no longer sought. Every effort is made to give careful consideration to requests for transfers. It should be noted that transfers are not granted automatically when there is a request and a corresponding vacancy. In general, the principal who has the vacancy is required to seriously consider the person requesting a transfer along with other applicants, and then recommend to the Human Resources Director the person s/he feels best suits the vacancy. On Reassignment The law does provide that superintendents may assign and reassign personnel as needed; however, the Kannapolis City school system has not arbitrarily reassigned personnel without good reason. In the past, many transfers have been accomplished to accommodate the convenience and desire of all. We want to continue this trend and do an even better job in the future. Contract for Professional Services Employed by KCS Please notice that your contract is with the Kannapolis City Schools system and not one particular school. This enables the superintendent to assign you to a school and duties as needed for the most effective and efficient organization of the school system. Therefore, ideally, a letter of resignation to break a contract should be directed to the Human Resources Director, who is the designee of the superintendent for personnel matters, with a courtesy copy to your principal and/or immediate supervisor. year at the May Board meeting. The Board either has to continue their employment or nonrenew their contract at that meeting. Therefore, it is very important that teachers have their teaching licenses renewed by May 1 if they wish to have their probationary contract renewed (as opposed to nonrenewed) by the Board of Education at the May board meeting. Giving Notice By law, thirty days notice is to be given to break, or end, a contract (G.S.§ 115C-325). Failure to give thirty days notice--unless you are released by the school system from your contract early--could result in the suspension of your North Carolina teaching license for the remainder of the school year. It is most unprofessional to resign a teaching position and give less than thirty days notice. Notice does not start until the letter of resignation is received in the Human Resources Office. Renewal and NonRenewal Annual contracts are generally renewed in Kannapolis at the May Board of Education meeting. Materials for that meeting are usually mailed out around the end of the first week in May. Teachers who have NOT met the requirements to renew their teaching licenses for the next school year by May 1 will NOT have their contracts renewed for the next school Page 15 Benefits The following information is modified from the Benefits and Employment Policy Manual as published by the State Board of Education. This entire Manual is now on the internet at DPI’s Info Web pages, with the url being http://www.dpi.state.nc.us/ [click on Employment / Licensure]. Career Status / Tenure Overview The summary in this section is intended as an overview of career status. It does not in any way alter the requirements of G.S. 115C-325 or relevant court decisions concerning career status. During the 2013 legislative session, the General Assembly changed the laws concerning teacher career status/tenure. Many of the details and ramifications of the changes are still being discussed at the time this Handbook is being published. Teachers who were awarded tenure prior to July 2013 will still be under prior rules until July 2018. A current career status (tenured) teacher will lose career status if one of the following occurs: resignation of the employee; a request by the employee to reduce employment to parttime; a request by the employee to be employed in a non-tenured position (this includes waiver of tenure by a career administrator who wishes to be employed under contract as defined in G.S. 115C-287.1); when the teacher no longer performs the responsibilities of a teacher as defined in G.S.115C325(a)(6); if a teacher or administrator is convicted, pleads guilty, or pleads nolo contendre to a serious offense described in G.S. 115C-296(d); or pursuant to the due process in G.S. 115C-325 for the reasons set forth in G.S. 115C-325(e) Renewable Contract Teachers In accordance with current North Carolina law, every fulltime teacher for the 2014-15 school year will be on a 1-year renewable contract unless the teacher has maintained career status (tenure) that was achieved before July 1, 2013, or is on a terminating contract. Renewable contract teachers shall not be dismissed, demoted, or reduced to employment on a part-time basis for disciplinary reasons during the term of the contract except for one or more of the provisions specified in N.C.G.S. 115C-325.4. The local board of education, upon recommendation of the local superintendent, may refuse to renew the contract of any renewable contract teacher or to reemploy any teacher who is not under contract for any cause it deems sufficient. However, the cause may not be arbitrary, capricious, discriminatory or for personal or political reasons. A renewable contract teacher whose contract will not be renewed for the next school year must be provided written notice by June 1. Refer to: GS 115C-325.3, GS 115C-325.4, SB 402, 3800 § 14.1 and 3430 Refer to: GS 115C-325, SB 420, Policy 3800 § 14.2 or consult a HR Administrator Career Status (Tenured) Teachers Under current North Carolina law, all career status teachers shall retain their career status through June 30, 2018, pending further legislative action or judicial decisions. Page 16 Various Types of Leave Holiday Leave Day, Martin Luther King, Jr.'s Birthday, Good Friday, Memorial Day, and Independence Day. Paid Legal Holidays Permanent public school employees will receive pay for the same number of legal holidays occurring within the period of employment as those designated by the State Personnel Commission for State employees. Permanent part-time employees shall be entitled to paid holidays on a pro rata basis. Paid holidays are granted only to employees who are in the position on the day on which the holiday is scheduled, or in pay status for ½ or more of the workdays in the month. Note: This includes Independence Day for summer employment. Employees would not earn holidays scheduled before their date of employment or after their date of separation. Temporary employees are not entitled to paid holidays. Observance of Bona Fide Religious Holidays Absence from school for bona fide religious holidays may be allowed for a maximum of two days within any one school year with prior approval from the superintendent. Days designated may not be already scheduled as vacation or other holidays in the school calendar. Absence for these religious holidays will be with full pay. The employee must agree to make up the amount of time for which his or her absence has been excused. The time must be made up at a time agreed upon by the employee and his or her immediate supervisor or principal. When a substitute is employed on these holidays, payment must be made from the same source of funds as the employee’s salary (local, federal, or state funds). Scheduling on the Calendar The local board of education determines when holidays are scheduled in the school calendar. The following are holidays designated by the State Personnel Commission: Labor Day, Veteran's Day, Thanksgiving (2 days), Christmas (2 days, or 3 days when it falls on Tuesday, Wednesday, or Thursday), New Year's Annual Vacation Leave Purpose The purpose of paid annual vacation leave is to allow and encourage all employees to renew their physical and mental capabilities and to remain fully productive. Eligibility and Rate of Earning All full-time and part-time permanent employees who work or are on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in a monthly pay period are entitled to earn annual vacation leave at the same rate provided for State employees. Leave for a part-time employee is computed on a pro rata basis. A single employee working in two or more part-time positions may not earn more than the benefits allowed for one full-time position. Employees who earn annual vacation leave during the regular school term will continue to earn it, on a pro rata basis, during the summer if employed at least 20 hours per week and half or more of the workdays in a month. Taking Annual Leave When eleven- and twelvemonth non-instructional employees take annual leave, an annual leave form must be filed with the Human Resources Office. If the employee holds two positions, the two positions should always be indicated clearly on the annual leave form, as this does get complicated! For ten-month employees, the first ten days of annual leave must be scheduled in the school calendar and must be taken as scheduled. An employee who has neither earned, nor will earn, sufficient annual vacation leave to cover any annual vacation leave day scheduled in the school calendar will be placed on leave without pay. The rate annual leave is earned is based on the length of total State Service as follows: When you have worked: Years Days per month Y o u a r e g r a n t e d…. 10 Month 11 Month Employees Employees 12 Month Employees less than 5 years 1.17 11.7 12.87 14.04 5 but less than 10 years 1.42 14.2 15.62 17.04 10 but less than 15 years 1.67 16.7 18.37 20.04 15 but less than 20 years 1.92 19.2 21.12 23.04 20 years or more 2.17 21.7 23.87 26.04 Page 17 Special Exception Bus drivers who work less than 20 hours per week and who are not otherwise entitled to earn vacation as described above are entitled to earn one day per year (equal in length to one regular workday for each driver) if: a. they are employed to drive a regular daily route (i.e., they are not substitute drivers); and b. they were employed as regular drivers the entire previous school year. A bus driver who is terminated or resigns before taking the leave day is not entitled to compensation for the annual vacation leave day. when students are scheduled to be in attendance if the leave is due to a catastrophic illness of the employee and if all the employee’s available sick leave has been exhausted. This leave is available only for the employee’s personal illness. The local superintendent or a committee designated by the superintendent shall determine whether an illness is catastrophic by considering such factors as: a. the debilitative nature of the condition, b. the life-threatening potential of the condition, c. the duration of the condition, d. the monetary hardship incurred because of the condition, e. the expected length of the leave, and f. other options available to the employee, such as State disability. Use of Annual Vacation Leave All annual vacation leave taken by a public school employee must be with the authorization of the employee’s immediate supervisor. Annual vacation leave must be used in one-half days, whole days, or hours as determined for earning purposes by the local board. Annual vacation leave may be used in lieu of sick leave, subject to certain restrictions. Disability Waiting Period Employees may elect to exhaust annual leave during the 60-day waiting period for disability, subject to the restrictions already mentioned. Prohibitions Classroom teachers who require a substitute, teacher assistants who require a substitute, school media coordinators who require a substitute and teacher assistants who require a substitute may not take annual vacation leave at any time that students are scheduled to be in attendance except as provided in Section 3.2 (Leave for Catastrophic Illness) or Section 3.3 (Leave for New Parents) of the NCDPI Employment, Salary and Benefits Manual. Interim or temporary employees may not use previously earned annual vacation leave. Instructional personnel who do not require a sub may, with their supervisor’s approval, take annual vacation leave on any day school is in session. Accumulation / Conversion to Sick Leave Annual vacation leave may be accumulated without any applicable maximum until June 30 of each calendar year. On June 30 or upon retirement, accumulated annual vacation leave in excess of 30 days will be converted to sick leave so that only 30 workdays of annual vacation leave are carried forward. Upon separation in order to retire, annual vacation leave over 30 days may be converted to sick leave for creditable service toward retirement. Upon separation from service due to service retirement, resignation, dismissal, reduction in force or death, an employee shall be paid in a lump sum for accumulated annual vacation leave not to exceed a maximum of 30 days. Employees going onto disability may exhaust annual vacation leave rather than be paid in a lump sum. During Inclement Weather Employees may elect to use annual vacation leave for absences due to inclement weather only on days when students are not required to attend school due to the adverse weather conditions. Transfer of Leave An employee who transfers between local administrative units must have all unused annual vacation leave transferred to the new administrative unit. If the agency is willing to accept it, leave may be transferred to and from a State agency or institution, community college, technical institute, or a position covered by the State Personnel Act in county agencies of mental health, public health, social services, or emergency management. All or any portion of the unused annual vacation leave may be accepted. If a receiving agency refuses to credit the employee with the unused annual vacation leave or any portion thereof, the employee must be paid in a lump sum for up to 30 days or 240 hours of accumulated annual vacation leave. If the new employer accepts a portion of leave, the combination that may be transferred and paid in lump sum must not exceed 30 days or 240 hours. Annual Vacation Leave for New Parents Employees, including teachers, may use annual vacation leave, personal leave, or leave without pay to care for a newborn child or for a child placed with the teacher for adoption or foster care. Use of annual vacation leave for this purpose is not limited to days when students are not scheduled to be in attendance. The leave must be for consecutive workdays during the first 12 months after the date of birth or placement of the child, unless the teacher and local board of education agree otherwise. (Sick leave can only be used where there is medical documentation of a medical problem.) Annual Vacation Leave for Catastrophic Illness Instructional personnel who require substitutes and bus drivers may take annual vacation leave at a time Page 18 Separation from Employment An employee must be paid in a lump sum for accumulated annual vacation leave, not to exceed a maximum of 30 days or 240 hours, upon separation from service. Separation from service includes resignation (unless the employee is transferring to another LEA or State agency), dismissal, reduction-in-force, death, service retirement, beginning long-term disability benefit, or change to temporary status. considered to be dual compensation. In the case of a deceased employee, the appropriate payment will be made to the administrator or executor of the estate. The claim must be made to the Clerk of Superior Court in the county of the deceased employee’s residence. Leave Records Local administrative units must maintain leave records for each employee. It is the responsibility of the employee to record his or her leave time and the responsibility of the employee’s immediate supervisor to verify that the leave record is accurate. The local administrative unit must notify employees of leave balances at least once a year. Leave records must be maintained for a period of at least five years from the date of the employee’s separation from service. If an employee separating from service is overdrawn with respect to annual vacation leave, a deduction in the appropriate amount must be made from the final paycheck. A deduction for retirement must be made from all lump-sum payments of annual vacation leave. Receipt of lump sum leave payment and retirement benefits is not Bonus Vacation Leave Purpose Bonus vacation leave was to provide a leave benefit to employees for whom the General Assembly did not fund a salary increase in the 2002-03 and/or 2003-04 fiscal years. of bonus vacation leave. The leave was received pro rata if employed less than full-time and/or less than 12-months. Bookkeeping Bonus leave is tracked separately and carries forward each year until used or paid out at retirement or separation. (It is not included in the 30-day limit of the annual vacation leave which can be carried forward on June 30 each year and does not roll into sick leave.) 2002-03 Only full-time and part-time permanent employees who were eligible to earn leave on September 30, 2002, were eligible to receive bonus vacation leave. School employees who received salary increases based on the salary schedules approved in the 2001 modified budget (S.B.1115) were not eligible for bonus vacation leave. Using Bonus vacation leave can be used under the same circumstances and provisions as annual vacation leave. An employee who transfers to another LEA or state agency must have all unused bonus leave transferred to the new employer. Upon separation from employment, any unused bonus vacation leave balance will be paid out at the daily rate at the time of separation. This payment is in addition to the annual vacation leave balance (up to 30 days) that is paid at separation. 2003-04 additional bonus vacation leave was awarded to specified personnel (those not paid from a teacher or administrator salary schedule). In each of the two special distributions, eligible employees in permanent full-time 12-month positions received 10 days Sick Leave Taking Sick Leave Employees must notify the immediate supervisor or designated person when using sick leave for periods of ten (10) days or less. Upon returning to work, or prior to the absence when possible, the employee must complete a “Leave Request” form, which is available in the school/department office, to request or document the absence. TimeKeeper records will be updated by the school secretary or by the payroll department and the deduction from the employee’s sick leave balance will be reflected on the next month’s pay voucher. more part-time positions may not earn more than the benefits allowed for one full-time position. Sick leave may be accumulated indefinitely. Using Sick Leave Sick leave may be used for: Actual period of temporary disability caused by or contributed to by any personal illness or injury, which prevents an employee from performing his or her usual duties. Sick leave due to pregnancy, miscarriage, abortion, childbirth, or postnatal recovery must be treated in the same manner as any other temporary disability. Sick leave may be used during the 60-day waiting period for shortterm disability or in lieu of short-term disability benefits. Sick leave may also be used in lieu of workers’ compensation to maintain 100% salary. Up to 30 days of earned sick leave may also be used to care for a child placed with an employee for adoption. Eligibility and Rate of Earning Permanent full-time employees, working or on paid leave (including holidays and workers’ compensation) for one-half or more of the work days in any monthly pay period shall earn one sick day per month. Permanent part-time employees, who work at least twenty hours per week, shall earn sick leave on a pro rata basis. A single employee working in two or Page 19 Medical appointments of the employee Illness in the employee's immediate family and medical appointments related to the illness that necessitate the employee's attendance. Immediate family includes only the employee's spouse, children, parents, and any other dependents living in the employee's household. Also included are the step relationships. (Please note that this does not include “well” checkups.) Death in the immediate family. Immediate family includes the employee's spouse, children, parents, brother, sister, grandparents, grandchildren; also included are the step, half, and in-law relationships. The length of leave granted for illness or death in the immediate family is determined by local administration and based on individual employee need. position at the termination of the period of temporary disability. When the period of temporary disability exceeds 30 working days, the local superintendent shall determine when the employee is to be reinstated based on a consideration of the welfare of the students and the need for continuity of instruction. Sick Leave Upon Separation Pay for unused sick leave is not permitted, except when an employee has been approved for long-term disability. Accumulated sick leave counts as creditable service towards retirement. One month of credit is allowed for each 20 days of unused sick leave upon retirement. One more month is allowed for any part of 20 days left over. Sick leave converted from excess annual vacation leave is also creditable. Payout of Sick Leave There is only one payout of sick leave allowed. Prior to receiving long-term disability benefits, an employee approved for long-term disability must be paid in lump-sum for any accumulated, unused sick leave. No other payout of sick leave is allowed. At retirement, unused sick leave is credited to retirement service as described above, but there is no payment. Reasonable Consideration Whenever possible, employees should give 30 days advance notice of plans to take sick leave for elective medical or surgical procedures or for childbirth. Responsibilities Teachers are responsible for lesson plans and grades when using sick leave, unless the teacher is mentally incapacitated or the principal approves the substitute's providing these services. Teachers should have clear, concise contingency plans in place for emergencies. Transfer of Sick Leave Unused sick leave must be transferred between local school administrative units. Leave to be accepted by a school system must not have been earned at a greater rate than the rate at which the receiving system’s employees earn leave. Sick leave may be transferred in whole or in part to and from a State agency, institution, community college, technical institute, or position covered by the State Personnel Act in county agencies of mental health, public health, social services, or emergency management if the receiving agency is willing to accept the leave. Leave to be accepted by a school system must not have been earned at a greater rate than the rate at which the receiving system’s employees earn leave. If the government agency refuses to accept sick leave earned by a school system employee, there is no lump-sum payout to the employee. Verification of Need for Sick Leave The superintendent may require a statement from a medical doctor or other acceptable proof that the employee was unable to work due to personal illness, medical appointment, illness, or death in the family, or adoption. Accumulation and Use During Summer Employment Any employee who earned sick leave during the regular school term will continue to earn sick leave during the summer if employed in the same school system at least 20 hours per week, even if employed in a temporary or interim position for the summer. The rate will be pro rata if the summer employment is less than fulltime. The employee may use sick leave during the summer for the same reasons permitted during the regular term. Limitation on Sick Leave Sick leave may not be used while on leave without pay or on holidays and annual leave days scheduled in the school calendar. An absence covered by workers’ compensation is not considered to be a leave without pay. Also, an employee, who is not eligible to earn leave, cannot use previously accumulated leave. Sick leave may be used on any workday or student day including the first day employees in permanent positions report to work. Reinstatement of Accumulated Sick Leave A former employee must be credited with all sick leave accumulated up to the time of separation from a school system provided the employee is reinstated as a permanent employee within 60 or 63 calendar months from the date of separation. Leave can also be reinstated from other state employers when an individual is employed within 60 or 63 calendar months of separation from one of these employers. In order to have 63 months, the individual must have separated under a 10 months contract and returned to employment under a 10 months contract. Reinstatement Following Sick Leave When the period of temporary disability does not exceed 30 working days, the employee shall be reinstated to his or her Extended Sick Leave Permanent full- or part-time instructional personnel, excluding teacher assistants, who are absent due to their own personal illness or injury in Page 20 excess of their accumulated sick leave, are allowed extended sick leave of up to twenty workdays throughout the regular term of employment. In order for a newly-hired employee to be eligible, he/she must have reported to work. The local school system may request appropriate medical verification of the need for extended sick leave. Extended sick leave days do not have to be used consecutively. Unused extended sick leave days do not carry forward to succeeding school years. Employees on extended sick leave receive full salary less the substitute pay of $50 per day. The deduction is mandatory whether or not a substitute is employed. applicable), the employee will be placed on leave without pay for a period of up to twelve calendar months. This may be extended beyond one year as approved by the local Board. Special Provisions Employees Who Hold Two Positions When an employee holds two part-time, permanent positions, leave benefits will be awarded based on the total daily / weekly hours worked according to the employee’s classification. Sick leave and annual leave may be taken in hourly increments. Exhaustion of Sick Leave Upon the exhaustion of sick leave, including the extended twenty days (if Military Leave North Carolina school systems have extensive regulations related to military leave, pursuant to NCGS §127A-116. Please contact the Human Resources Office or your principal if you require additional information about military leave. We will be happy to copy that section of the Benefits Manual for you or to answer individual questions. Kim Soryz or Jenny Linebarrier are the contact people for these questions. Voluntary Shared Leave Effective July 1, 1992, school employees became eligible to participate in a program called "voluntary Shared Leave." The purpose of voluntary shared leave is "to provide economic relief for employees who are likely to suffer financial hardship because of a prolonged absence or frequent short-term absences caused by a serious medical condition. Application for VSL may be made at such time as medical evidence is available to support the need for leave beyond the employee’s available accumulated leave. may be used only during the required waiting period. The superintendent shall approve or deny all requests for receipt of donated leave. Any eligible employee may donate annual leave or sick leave in accordance with the rules governing such donation. There are a number of rules affecting who is eligible for VSL, who may donate leave for this purpose, and how it may be used. A copy of these rules may be received by contacting the Human Resources Office. An employee who is receiving benefits or is eligible to receive benefits from the Disability Income Plan is not eligible to receive donated leave. Voluntary shared leave Personal Leave Limitations on Personal Leave Personal leave shall not be allowed in excess of the number of days earned and should be used with due and proper consideration given to the welfare of the students and teachers alike. Personal Leave Earned Personal leave may be earned by instructional personnel (classroom teachers and school media coordinators), excluding teacher assistants, at a rate of .20 days per month (or 2.0 days per ten-month school year). Personal leave shall not be used during summer employment. Use of Personal Leave A teacher shall not take personal leave on the first day the teacher is required to report for the school year, on required teacher workdays, on days scheduled for State testing, or on the last working day before or the next working day after holidays or annual vacation days scheduled in the calendar unless the request is approved by the principal; it may be used on any other instructional day or workday. When an employee is no longer eligible to earn personal leave, due to reassignment, that employee may not use accumulated personal leave. When an employee resigns or separates from service, personal leave cannot be paid out in a lump sum. Minimum units for which personal leave can be taken are one-half day increments. A teacher who requests personal leave at least five days in advance shall not be required to provide a reason. Page 21 Accumulation Personal leave may be accumulated without a maximum each school year. On July first of each year personal leave in excess of five days will be converted into sick leave. At retirement all unused personal leave will be converted into sick leave and will count toward the employee’s aggregate state service. Transfer of Personal Leave Personal leave must be transferred between local administrative units. Reinstatement of Personal Leave A former employee must be credited with all personal leave accumulated up to the time of reassignment or separation provided that the employee is reinstated as an eligible permanent full-time or part-time employee within sixty calendar months from the date of separation or reassignment. Deduction for Substitute Teachers using personal leave shall receive full salary less the required substitute deduction. The standard deduction is $50 per day. No substitute deduction will be made for personal leave taken on teacher work days. If no substitute is hired the substitute reduction shall be refunded. Educational Leave North Carolina Center for the Advancement of Teaching Employees may be allowed to attend NCCAT seminars with pay upon the approval of the local superintendent. Pay for substitutes must be provided by the Center. Due to recent funding cuts, NCCAT will be reorganizing and shifting resources, according to Linda Sugg, chair of the Board of Trustees, (July, 2011, http://www.nccat.org ) Eligibility Only full or part-time permanent employees are eligible for educational leave. Inservice School Projects Permanent public school employees assigned by the local superintendent to participate in inservice school projects conducted by the school administrative unit will retain full salary for such absences. Proper provisions must be made for the continuation of the employee's regular work either by the employment of a substitute or by making satisfactory arrangements within the school. A substitute employed under these conditions shall be paid from the funding source designated by the principal. Other Educational Leave Local boards of education may grant educational leave to permanent public school employees in accordance with local policies. State funds may not be used for this purpose. Professional Leave Eligibility Only full-time and part-time permanent employees are eligible for professional leave. of Governors of the Governor’s Schools, or required attendance at a case manager’s hearing shall receive full salary. Permanent public school employees completing assignments for, or serving on a commission or committee appointed by the Governor, the State Superintendent, the SBE or the General Assembly shall receive full salary. Substitutes for these persons will be paid from the same source of funds as the employee being replaced. Professional Leave With Deduction Permanent public school employees who have professional responsibilities or who need to attend meetings of professional associations may be absent with pay minus a salary deduction for substitute teachers. The deduction is mandatory whether or not a substitute is employed. Such absences must be approved by the local superintendent and will be allowed for a period not exceeding three successive days for in-state meetings and five successive days for out-of-state meetings. Absences for this purpose may not exceed ten days for the school year. The limitation shall not apply to a person who is a local or district president or president-elect, state or national officer of a professional education organization, or a person selected as the National Teacher of the Year. The Office of the Deputy State Superintendent shall upon request determine the eligibility of the professional association. Officers of Professional Organizations Upon recommendations of the local superintendent, local boards of education may grant leave with pay for elected officers of professional organizations, provided the organization pays the full salary and all benefit costs for the employee on leave. During such leave with pay, the employees will earn sick, personal, and annual vacation leave and receive paid holidays. Employees will be eligible to use leave as they would when in active status with the school system. Professional Leave Without Deduction Permanent public school employees attending meetings or performing duties as a member of the State Board of Education (SBE), the State Textbook Commission, the Board Page 22 Civic Responsibility/Service Community Responsibility Upon approval of the supervisor, full-time or part-time public school employees may be granted leave to represent the school or administrative unit at community functions such as the funeral of a school child or his parent. Employees absent for these reasons shall retain full salary during the days absent. Proper provision shall be made for the continuation of the employee’s regular work by making satisfactory arrangements within the system or by employment of a substitute. Substitutes employed for these absences shall not be paid from state funds. witness shall be returned to the employing school administrative unit to be credited to the same fund from which the employee is paid. Substitutes employed for these absences shall be paid from the same source as the employees' salary. Court Attendance for Personal Reasons Full-time or part-time public school employees who are absent for appearance in court as plaintiffs, defendants, or witnesses for personal matters, even if subpoenaed, shall not be entitled to receive any salary payment for those days, unless they are using appropriate, approved earned leave. (NOTE: School personnel who are responding to subpoenas for civic responsibilities, such as a witness to a crime, are eligible for paid court attendance leave.) Jury Duty Full-time or part-time public school employees retain full salary when absent from school to serve on a jury. The employee is entitled to regular compensation in addition to payment for jury duty. Substitutes employed for these absences shall be paid from the same source of funds as the employee's salary. Elected Officials Full-time or part-time public school employees serving as elected government officials may, with their supervisor’s approval, choose to use appropriate earned leave to attend to the responsibilities of their elected office. Court Attendance by Duty or Subpoena Full-time or part-time public school employees retain full salary for absences from school due to court attendance related to their official duty. The employee also will receive full salary when subpoenaed to appear as a witness for another person, except for personal matters noted in below. Any fees, except travel reimbursement, received by a school employee serving in an official capacity as a Precinct Election Officials may not be discharged or demoted because of serving on election day or canvas day provided they have given proper notice (at least 30 days). Parental/FMLA Leave Parental Leave Without Pay Eligibility All full-time permanent or part-time permanent employees may take a leave of absence without pay for up to one calendar year to care for a newborn child or a newly adopted child. Leave The employee may elect to use appropriate earned leave during the time of the leave (see annual vacation leave and sick leave). For the purposes of education continuity, with the approval of the local board, the unpaid leave of absence may be extended for the remainder of the school year when the leave would otherwise end in the latter half of the school year. Limitation A husband and wife who are both employed by the same school system are limited to a combined total of 12 weeks of parental leave during the year following the birth or adoption with the exception of leave needed to care for a child with a serious health condition. Notice of Leave Whenever possible, an employee should give advance notice of request for leave of absence. Local boards of education may establish procedures for giving such notice. The local board may also determine when the leave will begin or end, based on a consideration of the welfare of the students and the employee and the need for continuity of service. Effect on Career Status Tenured employees approved for a leave of absence retain career status upon return from the authorized leave. Probationary teachers do not have to begin a new probationary period if an approved leave of absence, paid or unpaid, prevents the probationary teacher from completing four consecutive years of 120 workdays each (i.e., days in attendance at work; leave days do not count toward the 120 days). However, the year in question will not count as one of the four if the employee is not present at work 120 days that particular year. Family and Medical Leave Act of 1993 Overview The Family and Medical Leave Act of 1993 (FMLA) allows eligible employees to take twelve workweeks of unpaid, job-protected leave for their own serious medical condition or that of an immediate family member. In addition, the FMLA allows eligible employees to take the same job-protected leave for the birth of a child or the Page 23 Eligible Circumstances for FMLA Employers are required to grant FMLA leave to eligible employees for the following reasons: The birth and care of a newborn child. The placement with the employee of a child for adoption or foster care. Care of the employee’s spouse, son, daughter, or parent with a serious health condition. The employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s job. placement of a child with the employee through adoption or foster care. Employers must maintain any employerpaid health benefits while the employee is on FMLA leave. Further Information The Act is quite extensive in its regulations and the information included in this Handbook is simply a very brief overview of the FMLA’s provisions. Please contact the Human Resources Office for additional information about the FMLA. A mandated poster, which is on display at each school or program site, as well as more information can be viewed on the Department of Labor website at this url: http://www.dol.gov/whd/regs/compliance/posters/fmlaen. pdf Determining 12-Week Period An eligible employee is limited to 12 workweeks of FMLA leave during any 12-month period for any one or more of the above eligible circumstances. In Kannapolis City Schools, the year will be a rolling twelve-month period measured backward from the date an employee uses any FMLA leave. Eligibility To be eligible for FMLA benefits, an employee must (a) be employed by the employer for at least 12 months (not necessarily consecutive), and (b) work at least 1,250 hours during the 12-month period immediately preceding the commencement of the leave. Parental-Involvement-in-School Leave Eligibility and Rate of Earning In accordance with G.S. 95-28.3, any employee who is a parent, guardian, or person in loco parentis may take up to four hours per fiscal year to attend or otherwise be involved at his or her child’s school. There is no requirement that the employer pay an employee while taking this leave. However, the local school district may allow the employee to use eligible accrued leave in lieu of non-paid parental involvement leave. employer and employee, (2) The employer may require an employee to provide a written request at least 48 hours before the time desired for the leave, and (3) The employer may require that the employee furnish written verification from the child’s school that the employee attended or was otherwise involved at the school during the time of the leave. Definition of School For the purpose of this policy, “school” is defined as any (1) public school, (2) Private church school, church of religious charter, or nonpublic school that regularly provides a course of instruction, (3) Preschool, or (4) child day care facility. Conditions for Leave Leave granted for this purpose is subject to the following conditions: (1) The leave shall be a mutually agreed upon time between Compensatory Leave (FLSA) (NOTE: “Comp Time” does not apply to certified personnel.) Beginnings On April 15, 1986, public school employees without the expressed permission of their immediate classified as nonexempt from coverage by the Fair Labor supervisor. Nonexempt employees may not volunteer to Standards Act, who work more than forty hours in a do their regular job in off hours for the PTO or other school workweek, became eligible for overtime pay. In Kannapolis groups. City Schools, compensatory time (at a time and a half rate for hours over forty per week) in lieu of overtime pay will Examples Nonexempt employees include bus drivers, be given to nonexempt employees of the Kannapolis City cafeteria workers, custodians, maintenance workers, school system. For purposes of calculating overtime pay, secretaries / office support staff, teacher assistants, etc. the workweek begins on Fridays at 5 p.m. Teachers and certified professional staff are examples of exempt employees. Please contact the human resources With Permission Nonexempt employees are office or your immediate supervisor if you have questions specifically directed not to work more than forty hours per about the FLSA or compensatory time. week (or the specified amount if less than full-time) Page 24 At-Will Employment Definition Employees who are not required to be employed under contracts by the statutes or who are not offered contracts by local board prerogative are “at-will employees.” Examples of at-will employees include most non-certified personnel such as custodians, bus drivers, teacher assistants, clerical staff, maintenance supervisors, and transportation coordinators. Administrators not required by statute to be employed under contract are also at-will employees unless the local board has chosen to offer contracts. Demotion or Dismissal At-will employees serve at the pleasure of the local board of education. General Statutes 115C-45 and 115C-305 give employees the right of appeal of all decisions made by school personnel to the local board of education. At-will employees cannot be dismissed for illegal reasons. An at-will employee is entitled to all the rights afforded by the United States Constitution (e.g. freedom of speech and religion) and by federal laws such as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans with Disabilities Act. Workers’ Compensation Eiligibility The provisions of the Workers’ Compensation Act are applicable to all school employees. The State is responsible for this compensation to the extent that the employee’s salary is paid from state funds. The LEA is responsible for a pro rata share of any locally-funded part of the salary, and any federal-funded proportion must be paid from federal funds. year. When an employee is injured on the job or contracts an occupational disease, he or she may begin workers’ compensation benefits after the required waiting period of seven calendar days. During the waiting period the employee may: (a) elect to use appropriate earned leave or (b) elect to go on leave without pay. If the injury results in disability of more than 21 days, the compensation will be allowed from the date of disability. Provisions The workers’ compensation law provides medical benefits and a weekly compensation benefit equal to 66 2/3 percent of the employee’s average earnings up to a maximum established by the Industrial Commission each Contact Workers’ compensation regulations are quite complex and more information is available from Lynn Reynolds in the Human Resources Office. Episode of Violence Special Leave Provisions Any permanent fulltime employee who suffers an injury or disability while engaged in the course of his or her employment shall receive full salary if the injury or disability arose from an episode of violence and the employee did not participate in or provoke the violence. The salary shall continue for one year, the continuation of the disability, or the time during which the employee is unable to engage in his or her employment because of the injury, whichever period is shortest. The employee is not required to use any paid leave (sick, annual, personal, etc.) if absence is due to an episode of violence. Contagious Disease When a director of a county health department, in order to control the spread of contagious disease or to protect the health of an employee, orders an employee to leave his or her work environment, the local superintendent shall: Reassign the employee to a safe work environment under conditions agreed to by the director of the county health department, or Place the employee on leave with pay for the period of time set by the medical director. Leave shall not be charged to the employee’s sick leave or other available paid leave. A substitute employed for this reason shall be paid from the same source of funds as the employee. Suspension With Pay If a superintendent believes that cause may exist for dismissing or demoting any employee covered by G.S. 115C-325 or G.S. 115C-287.1, the superintendent may suspend the employee with pay for a reasonable period of time not to exceed 90 days if additional investigation of the facts is necessary, and if circumstances are such that the employee should be removed immediately from his or her duties. A person employed to replace the suspended employee shall be paid a salary based on the replacement’s certification and shall be paid from the same source of funds as the individual suspended. Page 25 Other Leaves Without Pay Leave Without Pay An employee may be granted a leave of absence without pay at the discretion of the superintendent and subject to rules and regulations adopted by the local board of education. With the exception of military leave, the local board of education may determine the beginning and/or ending date of such leaves based on a consideration of the welfare of the students and the need for continuity of service. return from the authorized leave. Probationary teachers must begin a new probationary period if a leave of absence, paid or unpaid, prevents the probationary teacher from completing three consecutive years of 120 workdays each. Continuation of Health Insurance If an eligible employee goes on approved, unpaid leave of absence, the employee may retain medical insurance provided the employee pays both the employer’s and the employee’s portions of the insurance premium. Effect on Career Status Tenured employees approved for a leave of absence retain career status upon Procedure for Requesting a Leave of Absence When a school employee wishes to have a leave of absence, the employee should place the request in writing to the human resources director, with a copy to the school principal or immediate supervisor. In general at least thirty working days notice should be given. The Administrative Guidelines, the form that is used to request a leave of absence greater than two weeks, and the most common form for your physician's statement are available from the Human Resources Department. If the leave request involves the illness of a family member, a different physician's statement is needed. A “Return to Work” form will be completed by the physician and turned in to the immediate supervisor and Human Resources Office when returning from a medical leave of absence. Illness in Excess of Sick Leave State Rule "Upon the exhaustion of sick leave [including the extended twenty days awarded only to teachers], the employee will be placed on leave without pay for a period of up to one calendar year. This may be extended beyond one year as approved by the local board." the absence and the expected date of return to work. If the date of return changes, the Human Resources Office shall be notified immediately and in writing. In addition, a note from a physician stating appropriateness of return to work and normal duties will be required. Local Guidelines Any time an employee will be out for longer than two weeks (ten consecutive week days), a completed form and physician's statement shall be submitted to the Human Resources Administrator with a copy to the immediate supervisor, stating the reason for Additional Note: When determining approval of a leave of absence and the length of each absence approved, due and proper consideration shall be given to the welfare of the school pupils. Substitutes Employment Preferences The local board of education is encouraged to make every effort to hire certified teachers to serve as substitutes in the local system. Individuals who either hold a current teaching license or who have completed Effective Teacher Training are preferred to serve as substitutes for the Kannapolis City school system. This school system has a commitment to use certified substitute teachers or those who have had Effective Teacher Training. Substitutes may be employed on all days except holidays and on annual leave days. Units of Employment Units of employment of substitute teachers will be in hours. Salary Rates / Deduction Rates A substitute teacher who holds a teaching license is paid $100/day prorated upon the number of hours worked on that day; a substitute who does not hold a teaching license is paid $79/day prorated upon the number of hours worked on that day. Substitutes for teacher assistants are paid $69/day prorated upon the number of hours worked on that day. The $100/day and $79/day rates are $10 above the state-required rate and $10 above what most school systems pay. When a deduction is required to be made from the teacher's salary, the deduction will be $50/day, regardless of the rate of pay of the substitute. Even when a substitute is not employed, school systems are required to make the $50 deduction for the use of certain kinds of leave. Substitutes for Non-Instructional Personnel The local superintendent shall determine Teacher Assistants as Substitutes When a local Board of Education has adopted a resolution authorizing the use of employed teacher assistants as substitute teachers, 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 shall be the same as the daily salary of an entry-level teacher with an “A” license. Page 26 the need to employ a substitute for a non-teaching counselor, assistant principal, principal, or supervisor. A substitute employed for a non-teaching counselor, assistant principal, principal, or supervisor must be paid from local funds. Interim/Replacement Employee Employment When a vacancy in a position occurs by separation from employment, leave without pay, workers’ compensation, short-term disability, or absence caused by an episode of violence in the school, an interim employee may be employed. Note: An interim employee should not be confused with a substitute employee. A substitute employee fills in for a permanent employee who is using paid leave. request, be paid at substitute rate instead of being paid on his or her certified rating. The interim must be paid as a substitute if: service in the interim position is ten teaching days or less, or the interim employee is not licensed in the area ofassignment. Receipt of Benefits If the interim employee will be employed for at least six full, consecutive monthly pay periods within one contract, he or she must be classified as permanent and provided benefits. If the employment is less than full-time but at least part-time, benefits must be provided on a pro rata basis. Part-time employees are not entitled to paid health insurance, tenure, or enrollment in the Retirement System. Rate of Pay in Positions Requiring Licensure The interim employee will be paid at his or her certified salary rating if: service in the interim position is more than 10 teaching days, and the interim employee is licensed in the area of assignment. Without certification in field, the teacher will be paid as a substitute. However, the interim employee may, upon Salary and Pay Day State Salary Schedules Teachers and other certified staff, such as media specialists, psychologists, curriculum coordinators, speech-language pathologists, counselors and social workers, are paid on state-adopted salary schedules based on licensure, years of experience, and degree held. Assistant principals are paid on a stateadopted salary schedule based on licensure, years of experience, and degree held. Principals are paid on a stateadopted salary schedule based upon years of experience in education as well as years as a school administrator, and number of state-funded teachers supervised. Salaries for all other school employees are determined by the position and local salary schedules. For complete information and to view the current state salary schedules go to: www.ncpublicschools.org/fbs/finance/salary The General Assembly passes the salary schedules for state government employees each year. The schedule for the “Advanced Competencies” M license is ten percent (10%) higher than the A schedule. For M License holders who attain National Board Certification, an additional twelve percent (12%) above the A schedule is added. Calendar legislation, supported by legislation in 2012, salaried employees are paid in advance all year long. It is critically important that you listen carefully when the school calendar, as it relates to this pre-payment, is explained. When the end of the month occurs on a weekend or on a holiday on which employees are not scheduled to work, pay day is the last working day before the weekend or holiday. End of Year For ten-month, salaried employees, the regular pay check issued at the end of May will be their last salary payment, although they do NOT finish earning it until mid-June. For hourly employees, the last regular paycheck will be issued at the end of June, which will cover the hours worked from payroll deadline in May through mid-June. The local supplement will be issued on June 30 for all employees. Caution: North Carolina law requires school systems to recover any overpayments made to employees. Please be mindful of the pre-payment situation and be timely in informing your supervisor and/or the Central Office when you must take any leave. Direct Deposit is Mandatory All employees are required to have their paycheck directly deposited to the bank of their choice. Your money goes to your bank and the check stub is available to view or print on the TimeKeeper site. Forms for direct deposit are available through the Payroll Department or your school secretary. Pay Days Paychecks are issued once a month at the end of the month. Hourly employees will receive their first paycheck for the school year at the end of September. The first check for ten-month, certified employees is received at the end of August, after only having worked for approximately one-half month. Because of 2004 School Page 27 SUMMER CASH ACCOUNT Account holders can keep the same account number from year-to-year, even though they zero out the account on August 31 each year. There are no service charges for the account. Interest earned is deposited at the end of the summer into a share account or checking account chosen by the member. Summer payouts are not by check, but are by a funds transfer to either the share account or to a checking account, as the member indicates. There is no ATM access to the account. There is inquiry-only access through ASK SECU and Online Member Access. Visit the State Employees’ Credit Union to set up a Summer Cash Account if you wish to use this service. Income for 12 months Ten-month and elevenmonth employees interested in saving for summer income may elect to use payroll deduction for a Summer Cash Account through the State Employees’ Credit Union. During the working months, a portion of your paycheck (you determine the amount) is deducted and placed into your Summer Cash Account. Funds, including interest, from the Summer Cash Account will be automatically transferred to your checking account or share account at the State Employees’ Credit Union the months you are not paid, June and July for salaried employees whose last check is in May, July and August for hourly employees who receive their last check in June. Provisions In addition to the budgeting benefits of setting aside your money in the Summer Cash Account: Local Supplement Information In addition to the state salary, many North Carolina school systems offer a local supplement. Local supplement checks are issued two times per year—in November and June on the regular monthly payday in that month. The local supplement schedule will be as follows (unless there are funds available to increase it slightly), with the numbers corresponding to years of teaching experience. The “A” refers to a BA degree, and the “M” to a Master’s degree. Add $220 for Advanced Certificate in field and $445 for a Doctorate in field. Teachers and other Licensed Staff A-00 to A-02 .............................................$1,726 A-03 to A-05 ...............................................1,827 A-06 to A-08 ...............................................1,929 A-09 to A-11 ...............................................2,030 A-12 to A-19 ...............................................2,132 A-20 to A-24 ...............................................2,284 A-25 to A-31+ .............................................2,436 M-00 to M-02 .......................................... $1,929 M-03 to M-05 ............................................ 2,030 M-06 to M-08 ............................................ 2,132 M-09 to M-11 ............................................ 2,233 M-12 to M-19 ............................................ 2,335 M-20 to M-24 ............................................ 2,487 M-25 to M-31+ .......................................... 2,639 Other groups receive the following supplements: Teacher Assistant Office (I,II,III,IV,V) 10 month Office (I,II,III,IV,V) 11/12 month Environ. Specialist (I, II) 10 month Environ. Specialist (I,II) 11/12 month Head Environ . Specialist Environ. Specialist Super. (I,II,III) Bus Driver 4 hrs. or more Bus Driver less than 4 hrs Child Nutrition Manager (I,II,III) Child Nutrition Operator 4 hrs + Child Nutr. Operator less than 4 hrs Head Start Teacher Head Start Teacher Assistant Exceptional Children 1:1 Interpreter Spanish Interpreter Technician (I,II,III) COTA $ 914 914 1,117 914 1,015 1,015 1,117 711 406 914 711 406 914 711 914 914 914 1,117 914 Page 28 Notes: Supplements that are for full-time personnel will be prorated if the employee is not full-time. Employees who quit with less than 30 days notice will not receive any local supplemental payment beyond that already paid. The supplement payment will be in two equal installments included in the regular monthly November and June payroll checks. List of Required and Optional Deductions from Pay Check TimeKeeper Check History Currently, employees of Kannapolis City Schools can view their payment statement / confirmation of direct deposit on the Check History tab of the TimeKeeper program. The check history contains a lot of useful and important information. When you view your payment statement from the check history, you can see the amount of taxes and other deductions that were withheld each pay period, as well as leave balances. Similar to a paycheck stub, this shows your gross pay – the total amount you earned before any deductions were withheld for the pay period. The payment statement also shows your net pay – the amount of your check after all withholdings and deductions. Before & After Tax Deductions The deductions from your check may have been deducted before tax was calculated or after taxes have been calculated. Before-tax deductions (also called pre-tax deductions) will reduce your taxable income and therefore the amount you would owe in taxes to federal and state governments from this source of income. The following lists are of the required and optional deductions that can come out of your paycheck and whether they are deducted before or after taxes are calculated. Required or Involuntary Deductions Federal Income Tax Withholding (W-4) State Income Tax Withholding (NC-4) Federal Social Security / MedicareTaxes (5.65%) NC State Retirement (6.00% of gross; deducted pre-tax) Court-Ordered Payments Government Garnishments System-Endorsed Voluntary Deductions Before Taxes: Health Insurance Premiums Flexible Benefits Plan: Medical and Dependent Care Reimbursement Cancer Insurance, Dental Insurance Vision Insurance Supplemental Retirement Income [401(k)] [401-Roth]Plan of NC 403(b) and 457 Plans Whole life insurance with long-term care rider After Taxes: Allowed Membership Dues State Employees’ Credit Union YMCA Membership Dues U.S. Savings Bonds Disability Insurance Plans United Way Contributions Permanent Life Insurance Term Life Insurance College Foundation of North Carolina Supplemental Ret. Income Plan of NC, Kannapolis Education Foundation Roth 401(k) Plan Tax-Sheltered Savings Plans Several companies currently provide tax-deferred products as a payroll deduction in our school system. Your contribution into one of these products comes out of your check before taxes, which lowers your current taxable income. Taxation is deferred until withdrawal from the account, usually following retirement. The thinking is that your tax rate will be lower after retirement because income is usually lower in retirement. There are many variables that impact your tax liability at all stages of life. For example, tax deductions are often fewer in retirement. The school system does not research or endorse this type of product. The list will, of course, change as people leave the system. New companies can only be added if six or more employees request the deduction. Companies providing tax sheltered savings plans: American United Life ING Retirement Plans, Reliastar VALIC (American General Financial Group) How Much Experience Do You Have? Page 47 "How much experience do you have?" is a commonly-asked question. The answer is, "It depends." Following are descriptions of the different kinds of experience one may earn: Teaching Certificate If you teach (receiving full pay) as much as six months during the year, you earn a year of experience on your teaching certificate and, thus, on the teachers’ salary schedule. If you teach in a fifty percent position for ten months, you earn the equivalent of five months on your certificate and do not earn the increment annually. You can add two part years of experience together for your teaching certificate rating, but you can never earn more than one year of experience during a twelve-month period of time. Teaching in summer school can be counted, on a prorated basis, toward a year of experience on your teaching certificate. earn annual (or vacation) leave and longevity pay. Work experience of twenty or more hours per week counts the same as full-time experience. Each month that you work half or more of the work days in the month counts as a month of State Service. Even if you have withdrawn retirement funds, you can still count this work experience on a month-for-month basis. Retirement System Service Credit Each month that you contribute (i.e., have money withdrawn from your check as a contribution) to the Retirement System, you earn a month of service credit in this System. After five to ten years of service credit, depending on your date of hire, you are "vested" and can draw retirement benefits at some point in the future. You can buy retirement system service for many different reasons. The 1992 Session of the General Assembly enacted legislation that will allow employees to buy up to six months of retirement system credit for maternity leave. Unlike many states, North Carolina allows year-for-year experience credit for teachers coming from out of state. Sometimes work experience outside education will count toward a directly-related teaching area; this is common with career and technical education teachers. Also, sometimes experience as a teacher assistant can be counted on a 2:1 basis on your teaching certificate. If either of these situations apply to you, please contact the Human Resources Office for more information. Experience for Puposes of Leave and Other Benefits Employees must be on the payroll half or more of the days in the month in order to earn annual leave days, sick leave days, and personal leave days (teachers only), and for health insurance benefits for the month. Aggregate or Total State Service This is work experience within the State of North Carolina, not just the public schools. This service record follows you from one state agency to another. It is the basis on which you Longevity Pay History The 1977 North Carolina General Assembly enacted legislation that first provided for longevity pay for school personnel, and the 1989 Session changed those guidelines for teachers. However, in the 1992 Summer Session, the General Assembly reinstated longevity pay to teachers with ten or more years of North Carolina Total State Service. At this time, longevity pay is available for permanent, full-time or part-time employees, i.e., over 20 hours per week, and over six months in one employment agreement (contract) with the exception of certified teachers who receive longevity pay as a part of their salary schedule. was for twenty hours per week or more and for longer than a six-month period. If the service is for less than twenty hours per week or less than six months in one contract agreement, it does not count toward Total State Service. Aggregate State Service is earned on a month-for-month basis, with one month's credit being earned when the employee is in pay status for one-half or more of the workdays in the monthly employment period. Anniversary Longevity payments are made during the month following the anniversary date. The amount of this annual payment is determined by multiplying a percentage rate (determined by your years of experience) by your annual salary. The years and rates are as follows: Service Record Before you are eligible to receive a longevity payment, you must fill out an "Aggregate Service" record. These forms are available from the Human Resources Office. If you transferred to Kannapolis City Schools from another North Carolina school system or governmental unit, the Human Resources Office will request that your former employer transfer your Aggregate Service Record to us. 10 but less than 15 years ................... 1.50 percent 15 but less than 20 years ................... 2.25 percent 20 but less than 25 years ................... 3.25 percent 25 or more years ............................... 4.50 percent Longevity pay is subject to all statutory deductions, including Federal Income Withholding Tax, State Income Withholding Tax, Employee's Social Security Tax, and Employee's Retirement Contributions. Elligible Service The general rule as to whether or not part-time, interim, or temporary service counts toward Aggregate State Service is whether or not the assignment Page 30 Health Examination Certificate A Condition of Employment The Health Examination Certificate form is included in the preemployment packet and is also available on the KCS website under the KCS Forms tab / Human Resources Forms. Completion of this form is governed by state law. Briefly, G. S. §115C-323 requires: Any person violating the provisions of this law shall be guilty of a misdemeanor and subject to a fine or imprisonment, at the court's discretion. NOTE: The 1981 Session of the General Assembly deleted the requirement of an annual T.B. test; however, if you need one, T. B. skin tests can be obtained at the Cabarrus Health Alliance Monday, Tuesday, Thursday, and Friday from 8:30 a.m. until 4:00 p.m. There is a charge of $15 for the skin test and no appointment is needed. It will be necessary for the employee to return in 3 to 4 working days to have the test read by an official of the Health Alliance. All public school employees upon initial employment, and those who have been separated from public school employment more than one school year, are required to file in the superintendent's office a completed copy of the Health Examination Certificate before assuming his/her duties. NOTE: In the Kannapolis City system, you may turn this form in to your principal, who will turn it in to the Human Resources Office for you. If the skin test is positive and an X-ray is required, the Health Alliance will X-ray once per month since this is considered a T. B. related case, and at no charge. Otherwise, an X-ray would have to be obtained at the hospital or at the Radiology Clinic. The telephone number for the Health Alliance is 704-920-1100. Any employee who has been absent for more than 40 successive days due to a communicable disease must file a doctor's certificate stating he is free from the disease before he returns to work. Group Health Insurance a.k.a. The State Health Plan History Beginning July 1, 1972, all full-time employees of the Kannapolis City Board of Education became eligible for group health insurance benefits through the state program. Since 1982, health insurance has been sponsored by the State of North Carolina, and on July 1, 1987, Blue Cross/Blue Shield began to administer the State Health Plan. When you go to the doctor and are asked what kind of health insurance you have, the correct answer is the State Health Plan. Although this Plan is administered by Blue Cross / Blue Shield, it is a state, self-insured plan. Effective October 1, 2006, the State of North Carolina began offering Preferred Provider Organization (PPO) Plans. There are three PPO plans from which to choose. changing coverage, go to https://kcs.hrintouch.com . Follow the directions to log in, click on eBenefits Now / Enroll and follow the directions / links to complete or to edit your personal information. Employees are offered an opportunity each year during annual enrollment to change the type of coverage they have. Changes Adding dependents during times other than during annual enrollment are not allowed, due to IRS regulations, with the exception of some significant family event, such as change in legal marital status; birth, adoption or death of dependent; termination of employment of spouse or dependents; reduction or increase in hours of employment of spouse or dependents; attainment of age or student status; change of place of work for employee, spouse or dependents; entitlement to Medicare Part A, Part B, or Medicaid; commencement or return from an unpaid leave of absence or family leave; or receipt of court order to provide coverage for dependent child. To be covered by health insurance, one must apply for coverage. New employees should apply within thirty days after they begin work if they wish to receive full coverage without a waiting period. Additional Information You may visit the State Health Plan’s web site at the following address: http://shpnc.org/ . Shortly after signing up for coverage, you will receive a booklet, which is also available online, along with your health insurance card. You may also call the following number to learn more about coverage: Part-Time Permanent Employees who work twenty or more hours per week, but who do not qualify for employer-paid hospital insurance coverage, may purchase membership in the group by paying on a monthly basis both the employer's and employee's portions of the premiums. Customer Service – 1-888-234-2416 Procedure for Enrollment When first enrolling, or later, when editing personal information or Paying for Summer Coverage Employee paid premiums for health insurance coverage can be deducted Page 47 from the employee's monthly check. The charges are prorated so that the premiums for the entire year are collected in ten months for ten-month employees. Tenmonth employees are covered through health insurance for the summer months, with some restrictions. or local unit does pay $5,377.44 per year as the employer's portion of hospital insurance costs for covered employees; the other charges are in addition to this employer payment. After selecting coverage, a card to carry in your billfold will be issued within two or three months of your beginning date of covered employment. Until the card for your wallet is issued, it may be helpful to know that our "Group Number" is S27044. Pre-Paid Coverage Money withheld from one's paycheck provides coverage for the following month. For example, money withheld from the September check provides coverage effective October 1 and so forth. A tenmonth certified employee is covered through August 31. Ten-month hourly employees, who will receive their last check on June 30, will be covered through September 30. Any questions concerning insurance benefits should be directed to Jenny Linebarrier at the Central Office, the Health Benefits Representative (HBR) for Kannapolis City Schools or to Ashley Forrest, Human Resources Assistant. It is possible that others in the Human Resources or Payroll Offices can also help you with your questions, depending on the nature of the question. In addition, there is a wealth of information on-line at the State Health Plan website. Information Additional information about the three PPO plans and the costs of each kind of coverage are detailed on the website and in handouts that new employees are given when they complete their initial employment paperwork. It should be noted that the State The State Employees’ Retirement System All full-time, permanent employees of the Board of Education must join the retirement system. Each member pays 6% of his or her check each month; in turn, the State also contributes a percentage of salary of each member. The 2014-15 rate is 15.21%. There are two basic types of retirement plans: (1) Defined Contribution Plans, such as 401(k) plans and (2) Defined Benefit Plans, such as the NC Retirement System. The second type of plan is preferred because, in this case, the State of NC guarantees certain benefits at retirement if you become vested. In a defined contribution plan, you only can take out what you put in. In a defined benefit plan, you usually can take out more than what you put in, and can always get out what you have put in. The NC Retirement System has assets of over $86 billion, around 850,000 members, and is very sound; however state employees should be ever vigilant to ensure the System stays sound and continues as a defined benefit plan. If members leave state employment, they can request a refund of their contributions with interest; however, the State will not include its matching funds in this refund. Members are advised NOT to withdraw their funds from the Retirement System. However, if one feels s/he must withdraw from the retirement system, s/he should consult with the Human Resources Office relative to the advantages and disadvantages of this action. Coverage includes: Death Benefit After one year of membership service, Vested Right After ten years of creditable service, should you die in service (at any age), your beneficiary (five years if hired before August 1, 2011) you are would be paid a death benefit equal to the greatest considered “vested” and have qualified for monthly compensation on which contributions were made by a retirement benefits when you reach age 60. Employees member during a 12-month period of service within the hired after January 1, 2015, will be vested after five (5) 24-month period of service ending on the month preceding years of creditable service in accordance with recent the month of last service, subject to a minimum payment of changes in the law. $25,000 and a maximum payment of $50,000. If you should die within 180 days after the last day for which you Early Retirement After age 50 with twenty or more received a salary payment, the death benefit would be years of creditable service, you have qualified for reduced payable to your beneficiary. In case of resignation or retirement benefits, regardless of whether you are in termination, the last day of actual service is the last day service at age 50. actually worked; in all other cases, it is the date on which Survivor’s Alternate Benefit Should you die in sick and annual leave expire. This benefit is over and above service after becoming eligible through age and/or any other retirement benefit to which your beneficiary may creditable service to retire with an early or service be entitled. retirement allowance, the beneficiary you have designated to receive a return of your contributions plus interest may Page 32 choose to receive instead a monthly benefit for life. This would be the same monthly benefit to which you would have been entitled under Option 2 had you retired on the first of the month following your death. If you do not wish your beneficiary to have this choice, you should so instruct the Board of Trustees in writing. and have a minimum of 25 years of creditable service; or if you reach age 65 and have ten years of creditable service. Additional years of service will increase your retirement payments. Service Retirement, for members who join After January 1, 2015 You can retire with an unreduced retirement benefit if you are at least age 60 and have a minimum of 25 years of creditable service; or if you reach age 65 and have five years of creditable service. Service Retirement, for members who joined before August 1, 2011 You can retire with full retirement benefits after thirty years service; however, additional years of service will increase your retirement payments. You can also retire with an unreduced retirement benefit if you are at least age 60 and have a minimum of 25 years of creditable service; or if you reach age 65 and complete five years of creditable service. Cost of Living Increases (COLA’s). After retirement, you may become eligible for automatic cost-of-living increases that become a permanent part of your retirement benefits. However, COLA’s are NOT GUARANTEED, and decisions about COLA’s are made annually by the NC General Assembly. Service Retirement, for members who joined after August 1, 2011 You can retire with an unreduced retirement benefit if you are at least age 60 Other Information Regarding the Retirement System Questions regarding retirement may be addressed to the income. The form is Form 309: “Requesting an Kannapolis City Schools Human Resources Office or to: Estimate of Service Retirement Benefits.” The web site location is: Teachers' and State Employees' Retirement System http://www.nctreasurer.com/dsthome/RetirementSyst Department of State Treasurer ems/ApplicationsandForms Albemarle Building 325 North Salisbury Street Within a few weeks of receiving this form, the Raleigh, North Carolina 27611 Retirement System will mail a computerized printout 1/919/733-4191 or 1/877/627-3287 (toll free) to the employee estimating the amount of retirement Web Site: https://www.nctreasurer.com payment for each retirement option. Form 309 also E-Mail: [email protected] has a brief description of the retirement options, as well as some retirement planning suggestions. Employees may change their beneficiary online through the ORBIT system at: Also available on the retirement system web site is an https://orbit.myncretirement.com/orbit/Common/Pag online estimator at: es/BPASLogin.aspx or they may call the Human http://www.nctreasurer.com/dsthome/RetirementSyst Resources Office and make arrangements to come by ems/Estimator . and complete the necessary forms. For those who want a more accurate estimate of their If you change your name, it is important that the retirement income you can log in to ORBIT and click “View Retirement System be notified of this. Please see the Your Benefit Estimate.” Human Resources Office for help in completing the There is much helpful information available at the required paperwork. Department of State Treasurer's Retirement Systems In addition to retirement benefits, you and your Division Web site. The ORBIT system is available to active employer are also contributing to your social security employees, and many services are available on-line. At this benefits. These benefits are in addition to retirement web site, you can do the following things: benefits. Download and View the Handbook, "Your Benefits under both the Retirement System and the Retirement Benefits" Social Security Administration are not automatically Review Frequently Asked Questions payable—you or your beneficiary must apply for them. The social security contribution rate for employers in Estimate Your Monthly Benefits 2012-2013 is 7.65% and for employees is 5.65%. Download and Complete Applications and Forms Now available on the retirement system web site is a used by the Retirement System form for employees who are nearing retirement and want an accurate quote of their estimated retirement Page 33 Page 47 Disability Income Plan of North Carolina you make application for long-term benefits within 180 days after the conclusion of the short-term disability period; The North Carolina General Assembly replaced "Disability Retirement" and the "Disability Salary Continuation Plan" with the "Disability Income Plan of North Carolina" on January 1, 1988. The purpose of the benefits provided by this Plan is to provide an equitable replacement income in the event you become temporarily or permanently* disabled for the further performance of your regular job prior to retirement. you are certified by the Medical Board to be mentally or physically disabled for the further performance of your usual occupation; your disability has been continuous, likely to be permanent, and incurred while a State teacher or employee; and Coverage under the Plan is automatic for all teachers and State employees who are members of the Teachers' and State Employees' Retirement System. Coverage is free for the employee; the employer makes the contributions on your behalf. The Plan has a sixty-day waiting period before any benefits are payable. During this waiting period, the employee may exhaust any accumulated sick or vacation leave. you are not eligible to receive an unreduced retirement benefit from the Teachers' and State Employees' Retirement System. During the first 36 months of the long-term disability period, the monthly long-term benefit will equal 65% of 1/12th of your annual base rate of compensation that was last payable to you, to a maximum of $3,900 per month, with a reduction for any monthly payments you receive for Workers' Compensation and by any primary Social Security benefits you may be receiving. You are permitted earnings during this period, but with certain stipulations. What Constitutes Disability? Disability under the Plan is the mental or physical incapacity for the further performance of duty (the usual occupation) of a participant; provided that such disability was not the result of terrorist activity, active participation in a riot, committing or attempting to commit a felony, or an intentional self-inflicted injury. After the first 36 months, the benefit is calculated as above, except that it is reduced by an amount equal to a primary Social Security disability benefit to which you might be entitled had you been awarded Social Security disability benefits. Again, you are permitted earnings with certain stipulations. Short-Term Disability Benefits After the sixty-day waiting period, the disabled employee moves into a short-term disability period, which lasts up to 365 days. The employee must have completed 365 days of membership service prior to the beginning of the short-term disability period. The monthly short-term benefit is equal to fifty percent of 1/12th of the annual base rate of compensation (including longevity and local supplement) last payable to the employee prior to the beginning of the short-term benefit period, to a maximum of $3,000 per month reduced by monthly payments for Workers' Compensation to which the employee may be entitled. In lieu of short-term disability benefits, you may elect to continue to exhaust any accumulated sick leave, or vacation leave. When a person receiving long-term disability benefits reaches the age and/or service requirements to qualify for an unreduced service retirement allowance from the Retirement System, the benefits payable from the Plan will cease and the person will commence retirement under the Retirement System. A person in receipt of benefits under the Plan is considered to be in service and covered under the Death Benefit Plan; under the Survivor's Alternate Benefit provisions; and covered under the Teachers' and State Employees' Comprehensive Major Medical Plan (if employee has five years of contributing membership service at the time of disability, the state pays the employer's share of the premium; if less than five years, the employee may continue coverage by paying the full premium required). Long-Term Disability Benefits At the completion of the short-term disability period, long-term disability benefits are payable for as long as you are permanently disabled but not after you become eligible for an unreduced service retirement if you were vested by July 31, 2007, provided: Restrictions A person in receipt of benefits from the Plan is not permitted to receive a refund of accumulated contributions from the Retirement System. Further, a person is also not permitted to commence retirement benefits from the Retirement System while in receipt of benefits from the Plan. you have five years of contributing membership service in the Retirement System earned within 96 calendar months prior to the end of the short-term disability period (the short-term disability period does not count toward the five years); Page 35 Special Notes: On July 31, 2007, the NC General Assembly passed, and the governor signed, a modification to the disability income plan that states that any participant in the plan who was not vested by July 31, 2007, can only receive long-term benefits for 36 months unless that participant also qualifies for social security disability benefits. for any period of disability that begins while an employee is on leave without pay. If you wish to have additional information about The Disability Income Plan of North Carolina, please contact Lynn Reynolds in the Human Resources Office; we will be glad to provide you with a retirement system booklet that explains the benefits in greater detail. Details are also available at: http://www.nctreasurer.com/DSTHome/RetirementSystems . A state teacher or state employee is not covered under the provisions of the plan during any period while on leave of absence without pay. Therefore, no benefits are payable Social Security and Medicare Taxes Social Security is the Nation's basic method of providing a continuing income when family earnings are reduced or stopped because of retirement, disability, or death. Both employees and employers make appropriate contributions to this program. Currently, the employer’s rate is 6.2% for Social Security while the employee rate is 4.2%. The Medicare portion for both the employee's deduction and the employer's matching payment is 1.45%. Sometimes Social Security is referred to as FICA, which stands for “Federal Insurance Contributions Act,” the law that authorized payroll deductions for Social Security. Here’s what our Social Security taxes are buying: Retirement coverage—Benefits paid every month to retired workers as early as age 62. For people born after 1960, full social security benefits start at age 67. Disability coverage—Benefits paid every month to workers of all ages who have a severe disability from performing ANY job. Family coverage—Benefits paid every month to the spouses and children (including dependent adults who have been disabled since childhood) of retired and disabled workers. Survivors coverage—Benefits paid every month to the widow or widower, and children, of a deceased worker. Medicare benefits—Help with hospital bills, as well as limited coverage of skilled nursing facility stays, hospice care, and other medical services, and prescription drugs. You can help guarantee that you’re receiving the proper credit for your work and earnings by checking your pay stubs and W-2 forms. Make sure that your Social Security number is correct and that your name is spelled correctly. If there are any mistakes, please contact the Payroll or Human Resources Office so that they can be corrected. You can periodically check to be sure that your earnings have been reported on your account by filing a “Request for Earnings and Benefit Estimate Statement” with the Social Security Administration. These request forms are available from the Social Security Office (704-788-3130 or 1/800/772-1213) or on the web at http://www.ssa.gov/. The free statement that you will receive will contain a record of your earnings and estimates of your retirement and disability benefits, as well as an estimate of what your family might be eligible for if you should die. If you are not receiving this statement automatically every year, the Social Security Administration recommends that you request this statement every three years to make sure your earnings are properly recorded. Missing or unreported wages could lower your Social Security benefits. It’s a good idea to keep all your check stubs, W-2 forms, and other wage records so you can verify the information on your earnings and benefit statements. If you find a problem, please contact your local Social Security office right away and show them proof of your actual wages so they can correct your record. The Human Resources and Payroll Offices of Kannapolis City Schools will also be glad to help you get your records corrected as well. Worker’s Compensation Eligibility All state employees in North Carolina are covered by Worker's Compensation (G.S.§115C-337). In the event of an illness or disease, in order to be eligible for Workers' Compensation, it must be shown that such illness or disease arose out of and in the course of employment and you must report the problem to the Human Resources Office very promptly. Purpose The goal of Workers' Compensation is to restore injured workers to their fullest economic capacity through cash benefits for medical care and rehabilitation services. The law is designed to protect workers against income loss due to job related injuries or occupational disease. Page 36 How does an employee report an injury that occurs at work? In the event of serious or life-threatening injury, the employee should: First seek medical attention from the medical provider designated by the school system. Within 24 hours after the employee has received the immediately necessary medical attention, he or she should report the accident and injury to his or her immediate supervisor. If medical attention is necessary, but not lifethreatening, he or she should contact Human Resources within 24 hours for instructions as to which health care provider they should see. A designated person (usually the school secretary) will assist the employee in completing a Form 19. This Form 19 must be filed by the Human Resources Office with Raleigh within five days after the injury. For approved Worker’s Compensation claims, all medical bills are paid in full. Please call the Human Resources Office to get information about days missed from work if necessary. Unemployment Insurance What is the purpose of unemployment insurance? The purpose is to provide financial assistance to individuals who are unemployed through no fault of their own. As such, it is a true insurance program in that it helps provide financial assistance over a fixed period of time for individuals who are unexpectedly unemployed and actively seeking work. case-by-case basis. Claimants and former employers are given the opportunity to indicate the reason for separation from work. Should there be a discrepancy between the claimant and the employer's explanation, a hearing is held to determine the facts and a judgment made by an Employment Security Commission Adjudicator. Benefit amounts are based on the claimant's earnings during a given year. Who administers the program? The unemployment insurance fund is administered by the State and Federal Governments and is supported by taxes on employers. The amount of the tax is recomputed annually for each employer on a sliding scale, which is based on the amount of unemployment insurance collected by former employees. Employees pay no part of this tax. Where is the local Employment Security Commission Office (ESC)? The local EmploymentSecurity Commission of North Carolina office is listed in the telephone directory and is at 2275 Kannapolis Highway (Hwy. 29-A), near the Highway Patrol Station, but on the opposite side of the road. The telephone number is 704786-3183. Please contact ESC for information regarding computer access of job information. Who is eligible and what are the benefits? Eligibility and amount of benefits for each individual applying for unemployment insurance are determined on a Liability Insurance Kannapolis City Schools provides both general liability insurance coverage and errors and omissions insurance for its employees. An employee should notify his or her immediate supervisor whenever the employee has information from which the school system should reasonably expect a claim to result. The following summaries do not exhaust all the exclusions and guidelines for the handling of liability claims. Please call the Human Resources Office so that we can consult the policy for specific questions. incidents which were unavoidable by any person exercising reasonable care. Errors and Omissions This insurance coverage has a maximum limit of $150,000 for each claim and a maximum of $150,000 per claim for defense of criminal allegation. This covers the school system and its employees for any actual or alleged breach of duty, neglect, error, misstatement, misleading statement, or omission committed solely in the performance of duties for Kannapolis City Schools. This coverage does not apply to any claim arising from alleged violations, in whole or in part, of local, state, or federal law, or of school policies, regulations, or directives, unless such allegations are subsequently withdrawn, dismissed, or not proven in a court of law. General Liability This coverage has a maximum limit of $100,000 per claim, which covers personal injury or damage to private property due to negligence or error on the part of the school system or its employees arising from Page 37 State-funded Liability Insurance Policy Coverage Details The state of North Carolina funds a liability insurance policy that covers all employees of public and charter schools in North Carolina—including tutors and volunteers. It operates as an “excess” policy, which means it will only come into effect when or if a covered claim settlement “exceeds” the limits of our local KCS policies. This serves to increase our benefit limits at no charge to the school system or the employee. There is no enrollment necessary and coverage is automatic upon employment. According to the website, the policy covers claims relating to the professional activities of a school employee and includes not only the general liability and errors and omissions of typical liability coverage, but also identity theft, accidental death and dismemberment, attorney’s fees, bail bonds, and other issues. Reporting Claims Claims are filed by completing an online form. Paste this url into your browser http://www.professionalliabilitync.com/claims/ . Employees may also call in a claim to 800-849-0200. If you need assistance filing a claim, please e-mail: [email protected] . For Further Information . . . Go to the website www.professionalliabilitync.com , contact the insurance company at the above e-mail address or phone number, or request a copy of the policy from: [email protected] / 919-807-3522. Flexible Benefits (or Section 125 Plan) One of the benefits offered Kannapolis City Schools' employees is a flexible benefits plan. In 1991, the North Carolina State Board of Education developed specifications and obtained bids, for a “Cafeteria Benefits Plan” (later referred to as a flexible benefits plan) for state employees. This Plan gives us the option of participating in a tailor-made benefits package that provides for a substantial tax savings for everyday expenses. 14. Life Insurance with Long Term Care Provision The cost-saving advantage is simple: For the first ten options above, the benefit premiums or expenses you pay through the Plan reduce your taxable income. The premium or reimbursement expense you set aside is deducted from your gross pay before your state and federal income taxes and social security taxes are computed. Your tax savings are not reported and will not be included in the taxable salary reported on your W-2 form in January. However, taxation, if you participate in the 457 or 403(b) Deferred Compensation Retirement Plans, is deferred until withdrawal from the account, usually following retirement. You can reduce benefit costs when you pay for certain benefits and/or expenses through the Plan. The possibilities offered include: 1. Unreimbursed Medical Expenses (Flexible Spending Account) 2. Dependent Care Expenses (Flexible Spending Account) 3. SHOP Health Insurance (Supplemental) 4. Dental Insurance 5. Heart/Stroke Insurance 6. Cancer and Specified Disease Plan 7. Vision Insurance 8. Critical Illness Insurance 9. Accident Insurance 10. 457 & 403(b) Deferred Compensation Retirement Plans 11. Term Life Insurance 12. Permanent Whole Life Insurance 13. Disability Insurance To be eligible to participate in the Flexible Benefits Plan, you must work at least 20 hours per week in a position that will last six months or longer. Since the 1994-95 school year Kannapolis City Schools has used the North Carolina firm, Wellington Benefits/First Financial Group, as our flexible benefits plan administrator. Their customer service number is 1-800/924-3539 (i.e., WBI-FLEX). Page 38 State Employees’ Credit Union As a public school employee, you are eligible to join the North Carolina State Employees’ Credit Union. Your immediate family is also now eligible, as well. Credit Union services are similar to those of any bank, and the cost of Credit Union Services compares very favorably with bank’s services. There is up-to-date information on their website at https://www.ncsecu.org/ . One important difference is that payroll deduction for savings accounts or loans is available to Kannapolis City Schools' employees who have SECU accounts. In order to participate in the Credit Union's payroll deductions programs, you must be a regular employee, a member of the Credit Union, and have signed a payroll deduction authorization. The payroll deduction authorization must be completed at least 30 days prior to the first deduction. It is suggested that the minimum deduction for the Credit Union be $25. A branch office of the State Employees' Credit Union opened November 16, 1987, in Concord, North Carolina; the Kannapolis branch office opened during the 1997-98 school year and moved to a brand new facility and location in 2007. The South Concord Branch opened during 2004-05. The branch hours are 8 a.m. until 5:30 p.m., and their locations and phone numbers are as follows: Kannapolis Branch 2312 Coldwater Ridge Drive Kannapolis, NC 28083 704-720-9046 Concord Branch 538 Lake Concord Road Post Office Box 1138 Concord, NC 28026-1138 704-788-4174 South Concord Branch 280-130 Concord Pkwy. South Concord, NC 28027 704-788-3444 The SECU has North Carolina’s largest ATM network. Information about branch and ATM locations is easy to access from https://www.ncsecu.org/locator/Locator.html# Membership Dues: YMCA You may sign up for membership in Kannapolis’ Cannon Memorial YMCA and arrange to have these dues deducted from your pay check. Please sign up for this voluntary deduction through the Payroll Office. The initial join fee of $100 will be waived for employees of KCS. programs for the physical, mental, and spiritual growth of all the people in the community.” The Y has a state-of-the-art fitness center renovated in 2002, an open gymnasium, recreation and lap swim, land and water aerobics, fitness programs, free weight room, nautilus equipment, indoor running track, racquetball courts, regular locker rooms, senior center, and numerous classes. The YMCA offers free childcare for children ages 012 for up to 2 hours while parents are using the facility. No one is refused YMCA participation because of inability to pay, and a scholarship program has been implemented to carry out this commitment. The Y’s phone number is 704-939-9622, and there are numerous membership plans, all of which are very affordable. Their mission statement is as follows: “The Cannon Memorial Young Men’s Christian Association and Community Center, Inc., a non-profit organization, in fulfilling its Christian purpose, is committed to provide opportunities and deliver United Way The Kannapolis City school system supports and participates in the United Way program. The annual campaign is held in October of each year. Your support of United Way is entirely voluntary, and no record of whether or not you contribute (or how much) is kept by the school system, except as needed to execute payroll deduction, if you request this service. Page 39 Tax-Deferred Annuities, 401(k) and 457(b) Plans A payroll deduction plan is also available for those who wish to participate in a tax-deferred annuity,a 401(k) plan, 401(Roth), or 457(B) plan. School personnel may purchase tax-sheltered annuities and 401(k)'s or 457s at their convenience, and payroll deductions may be begun at any time, upon two weeks notice. When you wish to start a tax-deferred annuity, you should contact the Payroll Office. When you wish to start a 401(k) or 457 Plan, you should contact the Human Resources Office. company has contracts with enough employees, please call the Payroll Office. The North Carolina State Treasurer, Retirement Systems Division, administers the NC 401(k) Supplemental Retirement Income Plan. State law requires that the Plan’s investments and services be reviewed every five years. In 2008, the administration of the Plan decided to continue with Prudential Retirement. Prudential’s investment choices include twelve pre-set portfolios that are designed with “years-to-retirement” and conservative, moderate or aggressive investment styles in mind. You can also choose your own percentages from eleven investment options. Tax-sheltered annuity companies must have contracts with a minimum of six employees in order for you to have payroll deduction. If you wish to check on whether a Guidelines for Insurance and Investment Representatives Wishing to Present Information to School Employees As you might imagine, there are a number of insurance representatives and other investment company representatives who have clients in the Kannapolis City School System, or who have special investment programs which they wish to present to Kannapolis City school staff. does not endorse this company or its policies or products; they are simply being made available to employees if employees wish to take them.” 3. At the school, the information will not be placed in employee’s mail boxes, but will be left where employees can pick it up if they are interested. The sign referenced in Item 2 will appear with the materials. 4. Board of Education policy prohibits gifts to employees other than “nominal advertising items widely distributed, or a meal on an infrequent basis.” All concerned must be mindful of this policy. It is the position of the Kannapolis City Schools not to give preferential treatment to any particular company or individual, except those plans selected and endorsed by the school system (i.e., 401(k), Flexible Benefits [presented by Wellington Benefits], State Employees Credit Union, the State Health Plan, the Retirement System, etc.). Therefore, these guidelines apply consistently to all other representatives who wish to provide information to schools and who have a completed authorization, signed by the superintendent. Following are the guidelines for these representatives: It is not the intent of the Kannapolis City Schools to deny or prohibit staff members from receiving information about insurance and investment opportunities when it does not interfere with staff members’ job responsibilities. Representatives should note that staff members have indicated on numerous occasions prior to the adoption of these stricter guidelines that repeated contacts from salespersons, representatives, etc. have been a nuisance in the past, and restrictions have been requested and granted as outlined above. It is the intent of Kannapolis City Schools to keep as our highest priority those activities that contribute to achieving our mission statement. 1. Representatives may provide written information to the central office for distribution to schools. The information must be counted out for each school and labeled. 2. The central office will put the information in each school’s mailbox, along with a notice that says, “The Kannapolis City school system has not examined and Curriculum The Standard Course of Study North Carolina first established a Standard Course of Study in 1898. This was an early attempt to determine competencies and set academic standards that would be uniform across the state. Every five to seven years since that time, revisions to the Standard Course of Study (SCOS) have been made to meet the needs of North Carolina students. The Basic Education Plan In 1985 the State School Board adopted the Basic Education Plan (BEP) which grew out of the Elementary and Secondary Reform Act of 1984. This Plan standardized certain curriculum, facility requirements, programs, general standards, classroom materials, and staffing levels for all North Carolina schools. The State School Board also adopted as policy a revised Standard Course of Study, which included, in addition to competencies and academic standards, the philosophy and rationale underlying the curriculum frameworks, as well as considerations for developing a thinking framework, aligning curriculum and assessment, and providing for the needs of exceptional children. The current SCOS for different subjects and skill areas, as well as resources for teachers developed by the Department of Public Instruction, can be viewed at: http://www.ncpublicschools.org/curriculum/ Page 40 NOTE: Textbooks have always been considered supplemental to the SCOS. If textbooks are at variance with the SCOS, the North Carolina Standard Course of Study takes precedence. The New Standards ACRE and the new Essential Standards North Carolina's Accountability and Curriculum Reform Effort - also known as ACRE - is the state's comprehensive initiative to redefine not only our Standard Course of Study for K-12 students, but also the student assessment program and the school accountability model. In undertaking this ambitious work, North Carolina education leaders are the first in the nation to address learning standards, student assessments and school accountability simultaneously. The ACRE initiative will take place in stages over five years, 2008-2013. The new “Essential Standards” were fully implemented in the 2012-13 school year. The New Essential Standards are written using the Revised Bloom's Taxonomy under the guidance of one of the authors of the revision, Lorin Anderson. This initiative and the new Essential Standards can be http://www.ncpublicschools.org/acre/ viewed at: The Common Core State Standards On June 2, 2010, North Carolina adopted the Common Core State Standards in K-12 Mathematics and K-12 English Language Arts released by the National Governors Association Center for Best Practices and the Council of Chief State School Officers. The Common Core standards for math and language arts were taught and assessed state-wide in the 2012-13 school year. The full Common Core standards can be viewed at www.corestandards.org. The Evaluation Process Evaluations Evaluation of employees is a mandated duty and responsibility of the administration or supervisors. Improvement of instruction and employee performance is the primary functions of the evaluation. The Superintendent will establish procedures for evaluating employees. An employee should check with his/her principal or supervisor regarding the guidelines for evaluation procedures. intended purpose of the teacher evaluation process is to provide teachers with meaningful feedback on their performance while assessing their performance in relation to the Professional Teaching Standards. All observations, evaluations, and teacher rating summary forms will now be completed on-line in the NCEES on-line evaluation system. This process is designed to assess the teacher’s performance in relation to the North Carolina Professional Teaching Standards and to design a plan for professional growth. Local boards of education shall adopt rules to provide for the evaluation of all professional employees defined as teachers by G.S. 115C-325(a)(6). All teachers who have not attained career status shall be observed at least three times annually by a qualified school administrator or a designee and at least once annually by a teacher, and shall be evaluated at least once annually by a qualified school administrator. All other teachers shall be evaluated annually unless a local board adopts rules that allow specified categories of teachers with career status to be evaluated more or less frequently. Local boards may also adopt rules requiring the annual evaluation of other school employees not specifically covered in this section. The Rubric for Evaluating North Carolina Teachers and State Board Policy TCP-C-004 which describes the teacher evaluation process can be found at the following websites: http://ncees.ncdpi.wikispaces.net/file/view/Teacher%20Pr ocess%20Manual%202012.pdf/389362006/Teacher%20Pro cess%20Manual%202012.pdf http://ncees.ncdpi.wikispaces.net/SBE+Policies+on+NCEES Each fall, the school principal will conduct an orientation session for new teachers at their school on the Teacher Evaluation Process. Improvement Plans for Certified Employees Any certified employee who receives a developing, not demonstrated, below standard or unsatisfactory rating on an evaluation will be placed on an improvement plan, unless the employee is recommended for dismissal, demotion, or nonrenewal. An improvement plan also may be used whenever appropriate to address performance concerns. The improvement plan Teacher Evaluation Instrument Effective with the 2011 – 2012 school year, teachers are to be evaluated annually using the North Carolina Teacher Evaluation Rubric in its full or abbreviated form. The Page 41 contains a statement of the employee’s performance problem(s) and lists specific expectations for improvement. The supervisor may consider input from the certified employee in developing the plan. If the employee’s performance fails to meet expectations stated in the plan, the Superintendent and the employee’s supervisor will decide whether to recommend that the employee be dismissed, demoted, or non-renewed. An employee’s compliance with the improvement plan is mandatory. An improvement plan constitutes a warning to the employee that the employee must improve his or her performance in order to continue to work for the school system. Evaluation Process for Other Employees The State of North Carolina also developed the following job descriptions, performance appraisal instruments, and sample artifacts for employees other than teachers. These will soon be included in the online NC Educator Evaluation Instrument. Media Coordinator Counselors Social Workers Industry Education Coordinator Speech Clinicians Teacher Assistants Curriculum Coordinators Assistant Principals Assistant/Associate Superintendent Child Nutrition Director Directors Coordinator Principals Superintendent The Kannapolis City school system has also developed an evaluation rubric for the following: Bus Drivers Child Nutrition Operators Child Nutrition Managers Environmental Specialists Maintenance Employees Office Support Employees Teacher Assistants If your principal or immediate supervisor does not provide you with a copy of your performance appraisal instrument early in your term of employment, please ask him or her to provide that to you. You may also contact the Human Resources Office to receive a copy of the form on which you will be evaluated. Teacher Licensure and Renewal Information Methods of Obtaining Certification Approved Program—Certification based upon the completion of a teacher education program at a college or university approved by the North Carolina State Board of Education in accordance with specified standards and guidelines established by the Board. The institution submits to the Certification Section the formal recommendation for certification upon completion of the program. The terms, “Teacher’s Certificate” and “Teacher’s License,” are used interchangeably in North Carolina. The teaching license is your license to practice your profession in North Carolina, and having it and keeping it up to date is a source of pride to every professional. General Information Certification or Licensure means the licensing of professional school personnel as mandated by the State Statute, based on meeting approved teacher education program requirements or the equivalent. The subject or field identified on the license by area code(s) enables the individual to be eligible for employment in that capacity. Lateral Entry—Certification for individuals without formal teacher education prior to employment as a teacher. To qualify, the individual must first be employed by a local school system, hold a baccalaureate degree in the field of assignment, affiliate with a college or university or the Regional Alternative Licensure Center and obtain an outline of the course of study to be completed, pass the appropriate Praxis II tests, and complete the approved teacher education program requirements within three years. Rules for clearing lateral entry licenses are very exact. Certificate Classifications Standard Professional License 1 — Certification which requires the individual to meet Beginning Teacher Support Program (BTSP) requirements Standard Professional License 2 — Certification which authorizes service on a five-year continuing basis. Renewal credits earned within the current five-year period are required to extend for a subsequent five-year period. The amount of renewal credits needed is based upon current legislation at the time of renewal. Reciprocity—Certification issued based on the completion of approved program requirements in a reciprocal state. North Carolina honors reciprocity Page 42 Provisional Certification—From time to time, for one reason or another, individuals are issued provisional licenses. When the State Board issues provisional licenses, a letter of explanation is always sent with the license. The requirements outlined in this letter must be followed exactly and promptly to maintain a valid license beyond the first year. agreements with approximately 38 other states. However, PRAXIS requirements may also have to be met prior to issuance of continuing certification—even if NC has reciprocity with the state. Other restrictions sometimes apply. It seems every year the reciprocity rules are changed by either the State Board or the General Assembly, but NCLB adds another layer of complexity. The Superintendent's Copy of the teaching license (or a letter or form from your college or the Division of Licensure in Raleigh verifying that the teacher does qualify for a valid North Carolina License in the particular area needed) must be received in the Human Resources Office prior to being approved for employment. It is the teacher's responsibility to ensure that your license is received, kept active, and a copy is turned in to Human Resources immediately upon receipt. If you need help in obtaining the superintendent's copy of your license, please let the Human Resources Office know. Additional Certification— Additional certificate areas may be added to an existing license if you hold a clear teaching license with no restrictions. Additional areas can be added to your license by: 1. Taking and passing the Praxis II Test or Pearson Test for North Carolina: Foundations of Reading and General Curriculum (effective October 1, 2014) for that area, or 2. By completing a state approved teacher education program that leads to licensure, or 3. By completing 24 hours in the subject area with a grade of C or better. Maintaining Certification – The Renewal Process It is also the teacher's responsibility to see that he or she takes the courses necessary to renew the teaching license. According to Division of Licensure requirements, license renewal credit is required to assure that professional educators continually update their professional knowledge and technical competency. Each license holder is responsible for knowing and satisfying license renewal requirements. Failure to renew a license while working as an educator makes one ineligible for employment. Continuing licenses are valid for a period of five years and require renewal within each five-year period. Renewal credit can be counted in increments of no less than one unit of credit per course. The principal and Assistant Superintendent of Instruction must give prior approval to all courses and activities taken for license renewal. Licensure renewal activities must be directly applicable to the teachers’ areas of licensure or to their professional responsibilities as public school educators (e.g., classes in technology and its integration into the curriculum; reading methods; exceptional children; sign language; drug, alcohol, or child abuse; CPR and first aid; classroom management; reading in the content area; teaching English language learners; and bloodborne pathogens education). Renewal activities must also conform to the emphasis outlined in an individual’s Professional Development Plan (PDP) or Individual Growth Plan (IGP). For a license to remain current, all credit must be earned by the expiration date of the license. If the license expires, reinstatement requires ten semester hours or fifteen units of renewal credit earned within the most recent five-year period. [A unit of renewal credit is equivalent to one quarter hour (2/3 semester hour) or one in-service credit from a North Carolina public school system.] Page 43 State Guidelines During the 2013 session, the General Assembly changed the number of renewal credits required to renew a Standard Professional 2 license. As a result, the State Board of Education approved the following requirements to renew the Standard Professional 2: General Credits = 5 CEUs (50 contact hours) Total Renewal Credits Required = 8.0 CEUs (80 contact hours) ============================================ ======================================== Requirements for Renewing Professional Educator’s License SCHOOL ADMINISTRATOR RENEWAL REQUIREMENTS (Principals and Assistant Principals) Excluding Beginning Teachers Renewal Credits required for Expiring June 30, 2015 licenses expiring June 30, 2015 Total Renewal Credits Required: 7.5 CEUs (75 contact hours) Literacy Credits = 1 CEU (10 contact hours) School administrators must earn at least 3 CEU’s that align with the expectations of the North Carolina Executive Standards 2, 4, and 5, focused on the school executive’s role as instructional, human resources, and managerial leader. 4.5 general credits (not to include years of experience) at the discretion of the LEA. Subject Matter Content (Academic) Credits = 1 CEU (10 contact hours) General Credits = 5.5 CEUs (55 contact hours) Total Renewal Credits Required = 7.5 CEUs (75 contact hours) Required Components ============================================ ======================================== Areas of focus: Instructional, HR, Managerial Leadership 3.0 CEU’s General Credits 4.5 CEU’s Total Renewal Credits Required: 7.5 CEU’s K-8 Teachers expiring after June 30, 2015 Literacy Credits = 3 CEU (30 contact hours) Subject Matter Content (Academic) Credits = 3 CEU (30 contact hours) ============================================ ======================================== General Credits = 2 CEUs (20 contact hours) Expiring after June 30, 2015 Total Renewal Credits Required = 8.0 CEUs (80 contact hours) Total Renewal Credits Required: 8.0 CEUs (80 contact hours) ============================================ ======================================== Areas of focus: Instructional, HR, Managerial Leadership 3.0 CEU’s General Credits 5.0 CEU’s Total Renewal Credits Required: 8.0 CEU’s All Other Educators expiring after June 30, 2015 Subject Matter Content (Academic) Credits = 3 CEU (30 contact hours) Page 44 LITERACY College or university courses (transcript required grade report not acceptable) Skills in reading, writing, speaking, listening, and language are prerequisites for all forms of 21st century literacy, including: Local in-service courses or workshops • Content for elementary teachers is Math, Science, Social Studies and English Language Arts. Reading Literacy Information Literacy Digital and Media Literacy Information and Technology Literacy Visual Literacy Civic Literacy Financial, Economic, and Entrepreneurial Literacy Health Literacy and Environmental Literacy Cultural Literacy Data Literacy • Other classroom teachers such as PE, Music and Art can take staff development related to subject area • The phrase “including strategies to teach those subjects” includes trainings that emphasize the integration of and interconnectedness of curriculum. Subject matter credits will be approved for qualified trainings in such topics as “reading across the curriculum”, “writing across the curriculum”, and other trainings designed to integrate best practices into a variety of subjects. • Coaching clinics are not considered “content” for physical education Retirees: The last license renewal received prior to retirement shall remain in effect for five years after retirement. If the retiree’s license is scheduled to expire in less than five years from his or her retirement date, the retiree can use Special Request Form R to have the license extended for a five year period. There is a $55.00 fee for this change payable to NCDPI. Subsequent renewals can be made by filing renewal credits with NCDPI as usual. ACADEMIC ALL teachers must complete renewal credits in their academic subject areas, including strategies to teach those subjects, during each five-year renewal cycle. These credits must be directly related to the subject taught and can be taken through the following types of activities: Tuition Reimbursement Program The Kannapolis City school system was most pleased to re-institute its Tuition Reimbursement Program in 1996-97. The guidelines and forms for prior approval and for requesting tuition reimbursement are on our website. Kinds of Renewal Activities Prior-Approved College or University Courses There is no limitation to the number of credits per five-year cycle. Courses may be taken through any accredited college or university, including technical and community colleges. A quarter hour of credit is the equivalent of one renewal credit. A semester hour of credit is the equivalent of one and one-half renewal credits. Kannapolis City Schools will accept either official transcripts or grade reports as documentation, along with the prior approval form. be directly applicable to your license(s) or teaching assignment and the instructor must have prior approval. A list of local workshops will be available, as approved, through our Online Staff Development System on the Staff tab of the KCS homepage. For these activities, credit is generally reported to the Human Resources Office or through a list prepared by the instructor. Prior-Approved Activities Approved by State Department of Public Instruction There is no limitation to the number of credits per five-year cycle. However, again, prior approval and the course being directly applicable is absolutely necessary. The Prior-Approved Local Courses or Workshops Workshops on one topic of ten contact hours or more taken through your school or the school system may be used for license renewal. The course must Page 45 sponsoring agency verifies course completion and credits earned, usually by issuance of a certificate. school system has a special set of forms that may be used for individualized credit activities. Principals and Directors will give consideration to each teacher's needs and IGP at the time prior approval is given. For instance, renewal activities must center on the academic needs of the teacher, methodology, and the curriculum area which the school may be seeking to improve. Prior-Approved Individualized Credit and travel activities may be used. There is a limit of three renewal units per activity and five renewal units per fiveyear cycle for individualized credit. The Kannapolis City Completing the Paperwork Forms that you will be using for license renewal are available on our K C S website. Prior Approval for Renewal Credit form--Teachers should complete for approval by the immediate supervisor and the Assistant Superintendent of Instruction. After approval, this form is returned to the teacher, who must return the original copy of the form to Human Resources along with the Certificate of Credit and an evaluation at the completion of the activity. Professional Development Forms and Procedures On-line PD system Teachers must register and complete an on-line evaluation in order to receive CEU credits. Certification of Credit form --To be used to verify the successful completion of credit granted by an institution or school system that does not issue transcripts or grade reports. The teacher completes for instructor's approval; the instructor should return to the principal; and the principal turns this form, the prior approval form, and his or her personal verification of the fact that credit is to be posted. Individualized Credit Forms—There are three pages. Guidelines and the Two Parts: (Part I) Proposal, which takes the place of a prior approval form and sets up the plan for the individualized activity and (Part II) Final Report, which documents the successful completion of the activity. One copy of the Proposal and Final Report should be submitted to the Human Resources Office by the Principal with his or her verification at the time the activity is completed. Staff Development Activity Log Submitted by individuals to their immediate supervisor for approval when activities are less than 10 contact hours. Professional development must be combined with other relevant activities within the same content area to equal at least 10 contact hours. Individual must complete an evaluation for the log, not for each activity listed (Needed documentation: SD Activity Log and Evaluation) Prior Approval Request for Renewal Credit Submitted by individuals to their immediate supervisor for approval when attending professional development that equals at least 10 contact hours. Attendance is certified by a certificate of completion. Teachers must complete an evaluation for CEU credits (Needed documentation: Prior Approval, Certificate of Completion, Evaluation) Professional Development Evaluation—In order for any renewal activity to be designated high quality, one of the requirements is that it must be evaluated. In addition, this is a good practice. Therefore, this form is used to evaluate all professional development activities in which employees participate in Kannapolis City Schools. Additional Local Teacher Licensure Information You may call or come by the Human Resources Office at any time to check on the number of renewal units you have, and a copy of your renewal credits will be sent to you periodically. With our Online Staff Development System, you are able to check your renewal credits on the KCS homepage. However, you should keep your copy of your license up-to-date with this information. If you are early in completing the units that are required for license renewal, your license will not be renewed until the spring of the year it expires. Human Resources will take care of renewing your license (if you have the required hours) without your requesting that we do this. The renewed license will be distributed to you at the beginning of the next school year. Page 46 Name Changes It is also the responsibility of any teacher whose name changes (such as due to marriage or divorce) to get her or his name changed on the teaching license. The Human Resources Office will be glad to help you complete the necessary form. It is very important that the name on the teaching license agrees with the name on the payroll. Beginning Teacher Support Program Effective January 1, 1985, all persons meeting the requirements for their first North Carolina teaching license (and having less than two years of teaching experience beginning in the fall of 1988) received a two-year "Standard Professional License 1." Effective January 1, 1998, individuals having an SP1 license must complete a threeyear Beginning Teacher Support Program (BTSP) provided in all North Carolina public school systems to clear the initial, or SP1, status. This Program provides for continuing growth and refinement of skills, a time of peer support and formative assessment, and induction into the profession. Upon successful completion of the BTSP, the employing school system prepares the formal recommendation for issuing the SP2 license (i.e., one with a five-year cycle). To successfully complete the BTSP, a teacher must receive a recommendation from the immediate supervisor and complete a collection of documents. Teachers will be provided all the information and assistance they need to complete their document collection their second year. Each initially-licensed teacher has a Support Team, generally consisting of two or three members: the principal, a mentor, and sometimes an administrator with training or expertise in curriculum and instruction. Each of these team members has received specialized training to help them assist new teachers beginning the profession. While the mentor will certainly make suggestions for improvement, s/he does not assist in the formal evaluation of the new teacher, although the mentor can be used for the “peer observation” element of the Teacher Evaluation Process. While you are in a Beginning Teacher Support Program, you have a portfolio, or collection of documents. You have access to all of the forms in your portfolio, which generally consists of FODA’s, Mentor Contact Logs, TPAI’s, and professional development records. These forms are turned in to the Human Resources Office as the school year progresses. If you change school systems, your portfolio follows you to your new school system. Your performance appraisal data and other documents are always kept under tight security and access to them is very limited. In addition, to clear the Beginning Teacher status, teachers must serve three years (a year equates to six calendar months of full-time service or equivalent and/or more) with a minimum of 50% of the instructional day in an area appropriate to the initial certification. If an appropriate assignment cannot be made, the employer can request the extension of the SP1 license. SP1 licenses cannot be extended beyond the end of the established five-year dating cycle without appropriate renewal credits. You can tell whether or not you are initially licensed by looking at the "program code" on your teaching license. A first digit of "5," "8," or "9" in Column 1 of your license means that your license is an initial or SP1 license. A sheet accompanying your certificate will explain each of these numerical codes. The 1997 Session of the General Assembly passed legislation that enhances the induction of new teachers into the profession. These enhancements include studying the needs of new teachers and how these needs can be met; developing guidelines which address optimum teaching load, extracurricular duties, student assignment, and other working condition considerations; developing and coordinating a mentor teacher training program; and developing criteria for selecting excellent, experienced, and qualified teachers to be participants in the mentor teacher training program. If you have questions about your initial certificate or the beginning teacher licensure process, please do not hesitate to contact your mentor, principal, or the Human Resources Office. Open Doors Each employee at the Superintendent's Office feels it is his or her duty to serve the students and employees of Kannapolis City Schools. For that reason, it is hoped that all employees will feel free to call or come by the central office when we can be of assistance--our doors are always open to you. However, you will save yourself waiting time and improve our efficiency by calling ahead first. In fact, if you tell us a little bit about what you need, we might be able to research your answer before you come, rather than while you wait. Regardless, we look forward to working with you as you join our Kannapolis City Schools’ family. Have a great year!!! Page 47 Page 47 Alphabetized Index Abuse, Neglect Guidelines .............................. 11 Administration ............................................ Front Annual Leave .................................................. 17 At-Will Employment......................................... 25 Beginning Teacher Support Program .............. 46 Bloodborne Pathogens.................................... 12 Bonus Leave ................................................... 19 Bullying or Harassment ..................................... 9 Calendar, School............................................. 13 Career Status, Tenure ..................................... 16 Civic Responsibility/Service Leave ................. 23 Common Core Standards ............................... 40 Compensatory Leave, Comp Time ................. 24 Contagious Disease, leave ............................. 25 Contract for Professional Services .................. 15 Credit Union .................................................... 38 Curriculum ....................................................... 39 Direct Deposit.................................................. 27 Disability Income Plan of NC........................... 34 Dress Code ..................................................... 10 Drug, Tobacco, Alcohol Free Workplace .......... 8 E-Mail Account and Internet Usage .................. 9 Educational Leave........................................... 22 Employees’ Children at School ......................... 9 Episode of Violence, Leave due to.................. 25 Equal Employment Opportunity ........................ 8 Essential Standards ........................................ 40 Evaluation Process ......................................... 40 Teachers .................................................. 40 Other Employees ..................................... 41 Experience ...................................................... 30 401(k) Plan ...................................................... 39 Family and Medical Leave Act of 1993 ........... 23 Flexible Benefits .............................................. 37 Grievance Process ............................................ 9 Guidelines for Insurance Representatives ...... 39 Harassment or Bullying ..................................... 9 Health Examination Certificate ........................ 31 Health Insurance ............................................. 31 Holiday Leave ................................................. 17 Identification Cards ......................................... 10 Illness in Excess of Sick Leave ....................... 26 Inclement Weather Procedures ...................... 14 Insurance Plans .................................................. Disability Income Plan of N.C. ................. 34 Flexible Benefits ....................................... 37 Health/Hospitalization .............................. 31 Liability ............................................... 36, 37 Life .......................................................... 37 Unemployment ......................................... 36 Worker's Compensation..................... 25, 35 Interim/Replacement Employees .................... 27 Jury Duty ......................................................... 23 Leave, Types of ............................................... 17 Annual Vacation Leave ............................ 17 Civic Responsibility/Service ..................... 23 Compensatory Leave ............................... 24 Contagious Disease, due to ..................... 25 Educational Leave ................................... 22 Episode of Violence, due to ..................... 25 Family and Medical Leave Act .................23 Holiday Leave ..........................................17 Jury Duty .................................................. 23 Military Leave ...........................................21 Other Leaves Without Pay ....................... 26 Parental Leave .........................................23 Personal Leave ........................................21 Professional Leave...................................22 Religious Observance Leave ................... 17 Sick Leave................................................19 Special Provisions ....................................21 Suspension With Pay ............................... 25 Voluntary Shared Leave ........................... 21 Leave of Absence, requesting ......................... 26 Liability Insurance .....................................36, 37 License Renewal .............................................42 Life Insurance .................................................. 37 Local Supplement ...........................................28 Longevity Pay .................................................. 30 Military Leave .................................................. 21 Mission and Beliefs ...........................................4 Parental Leave ................................................23 Pay Check Deductions ....................................29 Pay Day .......................................................... 27 Performance Evaluation/Appraisal .................. 40 Teachers .................................................. 40 Other Employees .....................................41 Personal Leave ...............................................21 Policies and Procedures ...................................8 Professional Leave ..........................................22 Religious Observance Leave .......................... 17 Retirement System ..........................................32 Sales and Soliciting ...........................................9 School Calendar ..............................................13 Sexual Harassment ...........................................8 Sick Leave ....................................................... 19 Social Security ................................................35 Substitute Teachers ........................................26 Summer Cash Account ...................................28 Suspension With Pay ......................................25 State Employees Credit Union ........................ 38 Supplement ..................................................... 28 Tax Deferred Annuities .............................. 29, 39 Teacher License Renewal ............................... 41 Temporary Employees (i.e., Interim) ...............27 Tenure, Career Status .....................................16 Transfers in System ........................................15 Tuition Reimbursement ...................................44 Unemployment Insurance ............................... 36 United Way...................................................... 38 Universal Precautions for BBP ........................ 12 Vacation Leave ...............................................17 Violence, Leave Due to Episode of .................25 Voluntary Shared Leave ..................................21 Who Does What ................................................6 Worker's Compensation ............................ 25, 35 YMCA Dues Deduction ...................................38 Page 47 Page 47
