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2019 – 2020 Employee Handbook
Chester County Schools
509 District Office Drive
Chester, SC 29706
www.chester.k12.sc.us
ii
School District of Chester County
509 District Office Drive
Chester, South Carolina 29706
EMPLOYEE HANDBOOK
July 1, 2019
IMPORTANT NOTICE
NOTHING IN THIS HANDBOOK OR IN ANY POLICY
MANUAL OF THE SCHOOL DISTRICT OF CHESTER
COUNTY CONSTITUTES OR CREATES AN EXPRESS OR
IMPLIED CONTRACT OF EMPLOYMENT; RATHER,
THIS HANDBOOK SHOULD BE UNDERSTOOD AS A
BRIEF DESCRIPTION OF THE BENEFITS OFFERED BY
THE SCHOOL DISTRICT OF CHESTER COUNTY AND
AN OVERVIEW OF ITS POLICIES AND RULES. THIS
HANDBOOK SUPERSEDES ALL PREVIOUS
HANDBOOKS OR OTHER DOCUMENTS THAT ADDRESS
THE SAME SUBJECT MATTER AS THE POLICIES AND
RULES CONTAINED IN THIS HANDBOOK. IN
ADDITION, THIS HANDBOOK CAN BE MODIFIED OR
ALTERED AT ANY TIME BY THE SCHOOL DISTRICT OF
CHESTER COUNTY.
I, ,UNDERSTAND THAT THE (print name)
DISTRICT’S HANDBOOK AND POLICY MANUAL ARE
NOT CONTRACTS.
Signature Date
iii
Chester County School District
Employee Handbook
TABLE OF CONTENTS
Absences ............................................................................................................................................. 16
Americans with Disabilities Act; Section 504 .................................................................................... 6
Beliefs ................................................................................................................................................. 1
Bloodborne Pathogens Exposure Control Plan ................................................................................... 25
Board of School Trustees ................................................................................................................... 2
Certification ........................................................................................................................................ 8
Alternative Certification Program ............................................................................................... 8
Renewal of Credentials ............................................................................................................... 9
Teaching Experience Credit ........................................................................................................ 8
Child Abuse and Neglect .................................................................................................................... 20
Compensation ..................................................................................................................................... 12
Deferred Compensation ............................................................................................................... 14
Direct Deposit ............................................................................................................................. 12
Payroll Deduction ........................................................................................................................ 12
Social Security............................................................................................................................. 12
Tax Sheltered Annuities .............................................................................................................. 15
Conflict of Interest .............................................................................................................................. 6
District Office Staff ............................................................................................................................ 4
Drug-Free Workplace ......................................................................................................................... 24
Emergency School Closings ............................................................................................................... 19
Employee Benefits.............................................................................................................................. 13
Certificate of Creditable Coverage .............................................................................................. 13
COBRA ....................................................................................................................................... 14
Credit Unions .............................................................................................................................. 15
Dental Benefits Plan .................................................................................................................... 13
Dependent Life Insurance ........................................................................................................... 14
Disability Insurance ..................................................................................................................... 14
Employee Assistance Program .................................................................................................... 16
Health Insurance .......................................................................................................................... 13
Life Insurance .............................................................................................................................. 14
Optional Life Insurance ............................................................................................................... 14
MoneyPlu$ .................................................................................................................................. 15
Retirement System ...................................................................................................................... 15
Worker’s Compensation .............................................................................................................. 15
iii
Employment and Separation ............................................................................................................... 10
Assignment and Transfer ............................................................................................................. 10
Equal Opportunity Employment.................................................................................................. 6
Reduction in Force ...................................................................................................................... 11
Resignation .................................................................................................................................. 11
Suspension, Dismissal, or Non-renewal ...................................................................................... 11
Employee Assistance Program ........................................................................................................... 16
Employment Status ............................................................................................................................. 9
Annual ......................................................................................................................................... 9
Annual Diagnostic ....................................................................................................................... 9
At-Will......................................................................................................................................... 10
Continuing ................................................................................................................................... 10
Induction ...................................................................................................................................... 9
Gifts to Staff Members ....................................................................................................................... 7
Grievance Procedure .......................................................................................................................... 21
Harassment ......................................................................................................................................... 20
Health Certificates .............................................................................................................................. 25
Jury Duty ............................................................................................................................................ 18
Leave .................................................................................................................................................. 17
Bereavement Leave ..................................................................................................................... 18
Family and Medical Leave Act ................................................................................................... 17
Military Leave ............................................................................................................................. 18
Personal Leave ............................................................................................................................ 17
Professional Leave ...................................................................................................................... 18
Sick Leave ................................................................................................................................... 16
Sick Leave Bank .......................................................................................................................... 17
Vacation Leave ............................................................................................................................ 18
Mission Statement .............................................................................................................................. 1
Personnel Changes ............................................................................................................................. 13
Personnel Records .............................................................................................................................. 10
Philosophy .......................................................................................................................................... 1
Professional Behavior and Dress ........................................................................................................ 22
Racial Harassment .............................................................................................................................. 20
Schools of Chester County ................................................................................................................. 3
Sexual Harassment ............................................................................................................................. 20
Smoke-Free Environment ................................................................................................................... 24
Staff/Community Relations ................................................................................................................ 23
Staff Development Activities ............................................................................................................. 23
Staff Protection ................................................................................................................................... 6
Staff Solicitations ............................................................................................................................... 7
Substitute Teachers ............................................................................................................................. 19
Tutoring .............................................................................................................................................. 7
Work Calendar ................................................................................................................................... 27-29
Work Hours ........................................................................................................................................ 25-26
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MISSION STATEMENT
The mission of the Chester County School District, in partnership with the community, is to
develop productive citizens prepared for the changing world by providing challenges, lifelong
learning opportunities in a safe, healthy, and positive environment.
BELIEFS
We believe all people are entitled to a safe, healthy, and positive environment.
We believe learning requires total community involvement.
We believe all people have value and can be productive citizens.
We believe challenge inspires learning.
We believe multicultural diversity enhances a society.
We believe learning is a lifelong process.
We believe preparation for global changes requires growth.
PHILOSOPHY
We believe that the educational process is a life-long endeavor and that the Chester County School District
should be committed to excellence in all-around developmental activities and experiences (social, physical,
emotional, and intellectual) related to this process.
We believe that the Chester County Schools should endeavor to prepare students who are capable of
functioning in a changing society.
We believe that education should guide students toward maximum self-awareness and self-development.
We believe that each child should be accepted as an individual but given the help needed to develop
effective skills for living and working together in an increasingly interdependent world.
We believe that the instructional program must offer learning experiences that will assure the opportunity
of success for all students - those with diverse family backgrounds, interests, and motivations.
We believe that meaningful learning experiences with total student involvement will stimulate thinking and
reasoning.
We believe that a friendly atmosphere for learning must exist and that there is no place in the educational
system for unacceptable behavior.
We believe that the home, school, and community should share the responsibility of meeting the needs of
our youth.
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BOARD OF SCHOOL TRUSTEES
Dr. Anne B. Collins, Chair At Large
2757 West Pinewood Road
Chester, SC 29706
Mrs. Maggie J. James, Vice Chair District #6
190 Center Street
Chester, SC 29706
Mr. Jim Fuller District #3
998 Pineview Lakes Road
Chester, SC 29706
Mrs. Nakia White District #5
978 Darby Road
Chester, SC 29706
Mrs. Sandra C. Lovern District #1
1199 Mount Vernon Road
Fort Lawn, SC 29714
Mr. Douglas R. Shannon District #4
1424 Center Road
Chester, SC 29706
Mr. John L. Smith District #2
4688 Great Falls Highway
Great Falls, SC 29055
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Chester County Schools Directory District Office ...................................................................................................... 385-6122
509 District Office Drive, Chester, S.C. 29706 Dr. Angela Bain, Superintendent
Adult Education………………………………………………………………….581-9324
1324-C J.A. Cochran Bypass, Chester, SC 29706 Dr. Carmen Brittain, Director
Academy of Teaching and Learning ................................................................. 385-6334
109 Hinton Street, Chester, S.C. 29706 Mary Ann McKeown/Robyn Caldwell, Directors
Chester County Career Center .......................................................................... 377-1991 1324 J.A. Cochran Bypass, Chester, S.C. 29706 Thomas Barr, Director
Chester Senior High School ................................................................................ 377-3161
1330 J. A. Cochran Bypass, Chester, S.C. 29706 Dr. Duane Graham, Principal
Chester Middle School ........................................................................................ 377-8192
1014 McCandless Road, Chester, S.C. 29706 Sheka Houston, Principal
Chester Park Elementary School of the Arts .................................................... 581-7279
835 Lancaster Highway, Chester, S.C. 29706 Dr. Lamont Moore, Principal
Chester Park Elementary School of Inquiry ..................................................... 581-7282
835 Lancaster Highway, Chester, S.C. 29706 Robin Taylor, Principal
Chester Park Elementary Center of Literacy through Technology ............... 581-7275
835 Lancaster Highway, Chester, S.C. 29706 Walter Jones, Principal
Great Falls Elementary School ........................................................................... 482-2214
301 Dearborn Street, Great Falls, S.C. 29055 Tammy Taylor, Principal
Great Falls Middle/High .....................................................................................................
Great Falls High School ................................................................................. 482-2210
411 Sunset Avenue, Great Falls, S. C. 29055 Robert Sanders, Principal
Great Falls Middle School ............................................................................. 482-2220
409 Sunset Avenue, Great Falls, S.C. 29055 Glenda Brunson, Principal
Lewisville Elementary School ............................................................................. 789-5164
4006 Lewisville High School Rd. Anne Stone, Principal
Richburg, S.C. 29729
Lewisville High School ........................................................................................ 789-5131
3971 Lewisville High School Rd. Tammy Snipes, Principal
Richburg, S.C. 29729
Lewisville Middle School .................................................................................... 789-5858 3595 Lancaster Highway Brian Edmond, Principal
Richburg, S.C. 29729
The Learning Center ........................................................................................... 581-9362 1014 McCandless Road, Chester, S.C. 29706 David Spencer, Director
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DISTRICT OFFICE DIRECTORY
Office of Superintendent Superintendent ..................................................................................... Dr. Angela Bain
Administrative Support/Superintendent ............................................... Callie McConnell
Curriculum and Instruction Chief Instructional Officer .................................................................... Dena Dunlap
Admin Support/Chief Instructional Officer .......................................... Leslie Jacobs Executive Director of Elementary Instruction……………………..… Dr. Tamecia Graham
Executive Director of Secondary Instruction ........................................ Dr. Shemmicca Moore
Secondary Math STEAM Facilitator ................................................... Timothy Bennett
District Literacy Program Director ...................................................... Dr. Alisha Green
District Elementary Math Program Director ........................................ Wendy Shuler
District Secondary Math Instructional Coach ...................................... Hubert Jayakumar
Instructional Technology Coordinator .................................................. Sharon Yarbrough
Administrative Support ......................................................................... Amanda Kee
Exceptional Children Executive Director of Exceptional Children ......................................... Jean Ligon
School Psychologist .............................................................................. Heather Johnson
School Psychologist .............................................................................. Mary Kennington
Ed. Consultant ...................................................................................... Caroline LeMay
Child Find Coordinator ......................................................................... Brantly Taylor
Administrative Support ......................................................................... Amy Wright
Finance Chief Finance Officer ........................................................................... Mellanie Jinnette
Director of Accounting ......................................................................... Greg McDow
Accounting Coordinator ....................................................................... Shireen Young
Payroll Manager ................................................................................... Rose Douglas
Accounts Payable Clerk ........................................................................ Tracy Lewis
Finance Clerk ........................................................................................ Erin Sealey
Nutrition Services Director ................................................................................................. Shana Catoe
Bookkeeper/Administrative Support ....................................................
Administrative Support ......................................................................... Leslie Hollifield
Human Resources Chief Human Resource Teacher Quality Officer ................................ Wendell Sumter
Benefits Administrator ......................................................................... Deloris Jackson
Director of Teacher Quality .................................................................. Lisa Brett
Administrative Support ......................................................................... Kim Lashley
Receptionist .......................................................................................... Crystal Murphy
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Operations Chief Operations Officer ...................................................................... Timothy Camp
Director of Student Safety, Security and Student Hearings .................. Calvin Carter
Public Information Specialist ............................................................... Rebecca Crouch
Courier .................................................................................................. David Houston
Attendance Attendance Coordinator ........................................................................ Tressa Harrington
Administrative Support ......................................................................... Kristin Heckman
Maintenance Director ................................................................................................ Robert Roddey
Administrative Support ......................................................................... Morgan McDougald
Technology Director ................................................................................................. Neil Rollins
Technology Support Technician ........................................................... Charlie Feemster
Technology Support Technician ........................................................... Kelly Wishert-Hoskins
Lead Technology Associate .................................................................. Dale Munn
Lead Technology Associate .................................................................. Mark Scott
Student Information Services Coordinator ........................................... Brenda Shepherd
Transportation Director ................................................................................................. Paula Summerville
Administrative Support ......................................................................... Tammy Going
Bus Trainer/Driver ................................................................................ Rebecca Hubbard
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EQUAL OPPORTUNITY EMPLOYMENT
The Chester County School District is an equal opportunity employer. The District
makes employment decisions on the basis of individual merit and without discrimination
because of race, religion, color, disability, sex, age, alienage, or national origin in
accordance with applicable State and Federal laws. Specifically, the District pursues
equal employment opportunity in the following areas: recruitment; selection and hiring;
transfer and promotion; demotions, terminations, layoffs, and recalls; compensation;
working conditions; benefits and privileges of employment; and training.
AMERICANS WITH DISABILITIES ACT Section 504: 1973 Rehabilitation Act (Amended)
No otherwise qualified handicapped individual in the United States shall, solely by
reason of this handicap, be excluded from participation in, be denied the benefits of, or be
subjected to discrimination under any program or activity receiving federal financial
assistance. This applies to those areas covered under the American Disabilities Act and
Individuals with Disabilities Education Act. Any employee who has a disability that may
require an accommodation should notify their immediate supervisor.
STAFF PROTECTION
The school district is obligated by law to defend employees in legal actions resulting
from acts done in good faith in the course of their employment. Any failure to act or
omission in good faith resulting in a legal action will also be defended by the district.
This requirement applies to civil or criminal action or special proceedings in the courts of
this state or of the United States.
Any employee needing legal assistance in a legal action arising out of his employment
must submit a request in writing to the Superintendent. The Superintendent will bring the
request to the attention of the Board of School Trustees to determine whether legal
assistance will be provided to the employee.
CONFLICT OF INTEREST
No employee shall engage in or have a financial interest, directly or indirectly, in any
activity that conflicts or raises a reasonable question of conflict with his duties and
responsibilities in the school district.
Employees shall not engage in work of any type where information concerning customer,
client, or employer originates from any information available to him through school
sources.
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A professional employee shall not sell instructional supplies, equipment, or reference
books in the attendance area served by his school. Nor shall he furnish the names of
students or parents to anyone selling these materials.
Gifts to Staff Members
All school district personnel are prohibited from accepting items of material value from
companies or organizations doing business with the school district. All profits, bonuses,
gratuities, and stamps accumulating in business, designed to encourage the sale of a
product at the school district or to influence school personnel, shall in no way accrue to
personnel but shall rather accrue to the school district.
Staff Solicitations
No school in the district shall conduct a drive for funds among staff members on behalf
of organizations unrelated to the schools with the exception of the United Way.
Tutoring
Every effort should be made by the principal and teacher to help a student with
his difficulties at school. In order to ensure all students are provided with reasonable
assistance without charge from their own teachers and to avoid placing teachers in a
position where they might have a conflict of interest, teachers are discouraged from
receiving money for tutoring any students they are currently teaching or evaluating.
However, if a parent chooses to engage a teacher as a private tutor, the following
guidelines should be followed:
1. Private tutoring for which a teacher receives a fee will not take place in a
school building.
2. Teachers who accept outside tutoring engagements must make their own
arrangements with parents for the fee to be assessed.
3. A teacher must submit a written request to the principal for use of school
materials for tutoring purposes. Decisions regarding requests will be
made by the principal. The teacher assumes responsibility for replacement
of any lost or damaged item (s).
4. Tests that accompany district-adopted textbooks may not be used by
tutors.
School district employees serving as private tutors shall not make any promise or
inducement to parents or students regarding subject or grade level assignment/placement
as a result of tutoring.
Where a child might qualify for a change or advancement in placement or grade
8
level as a result of having been specially tutored, that change or advancement must be
made as a result of an evaluation completed under the supervision of the principal and by
someone other than the person who did the tutoring. All decisions regarding subject level
or grade level placement changes of students as a result of tutoring will be made by the
school principal.
CERTIFICATION
Each individual employed in an instructional classroom teaching position or who serves
in a position designed for the support of the instructional program in the school district
must hold an appropriate teaching credential. It is the employee’s responsibility to secure
the credential from the South Carolina Department of Education. By the close of the
2005-2006 school year all teachers teaching core subjects and all paraprofessionals must
meet highly qualified standards as defined in Federal No Child Left Behind legislation.
The employee’s salary is based on the teaching credential on file. When an employee has
earned a higher level credential, he must request and receive a new credential from the
State Department of Education and forward it to the Office of Human Resources before a
salary adjustment can be made.
Alternative Certification
The Program for Alternative Certification of Educators (PACE)
The Program for Alternative Certification of Educators (PACE) is available to eligible
applicants in designated shortage subject areas. Individuals who have earned a
Bachelor’s Degree with a major in one of the shortage areas, have two years of
experience, and passed the appropriate national teacher examination may qualify for a
Letter of Eligibility for employment as a teacher in a school district in South Carolina.
Additional alternative certification programs including specific requirements can be
found on the South Carolina Department of Education website www.ed.sc.gov
Teaching Experience Credit
In order for a teacher to receive credit for a year of experience in South Carolina, the
teacher must be employed in a full-time teaching position for at least 152 working days.
Employee absences covered by sick leave count toward the 152 days of employment.
Unpaid absences do not count toward days of employment.
State Department of Education regulations allow part-time employment in a regular
teaching position to be accumulated in increments of one-tenths up to .8 of a FTE or 152
days at which time the teacher would be credited with one year of teaching experience
9
Renewal of Credentials
Generally, the Professional Certificate may be renewed for a subsequent five-year period
upon presentation of 120 appropriate renewal credits. Renewal credits are awarded based
on approved State Department of Education Renewal Credit Matrix activities and must
include at least one graduate college level course for teachers below a Master’s level.
National Board Certification qualifies teachers for a 10 year renewal period. College or
university credit may be graduate or undergraduate if a teacher possesses a Master’s
degree. Teachers must complete the Jason Flatt requirement and Read to Succeed
Requirement (beginning 2020) in order to renew their Professional Certificate. Although
not a part of credential renewal, teachers must demonstrate technology proficiency during
their next renewal cycle beginning with the 2003 credential renewals, and during each
five year period thereafter.
To renew a credential, an applicant shall submit documentation (approved Renewal
Credit Computation Sheet) of having met the requirements for certificate renewal to the
Office of Human Resources.
EMPLOYMENT STATUS
Induction Contract
An induction contract is issued to first-year teachers, teachers with experience only in
private schools in South Carolina, and possibly to teachers with experience outside the
state of South Carolina. During this contract period, the teacher participates in a formal,
year-long induction program. A teacher may be employed as an induction teacher for no
more than three years.
Annual Contract
An annual contract is issued to teachers who have successfully performed at the level
required by the induction contract. It also may be issued to teachers having one or more
years of public school experience outside of South Carolina. The annual contract teacher
must be evaluated using an evaluation instrument that meets the criteria established by
the State Board of Education. Generally, a teacher may be employed for a maximum of
three years under an annual contract. A teacher may be employed for an additional year
as an annual contract teacher after a two-year suspension and completion of a required
remediation program. This option is available only once.
Annual Diagnostic Contract
An annual diagnostic contract is issued to teachers who have completed an induction
contract year or teachers who were under formal evaluation, but did not meet all
established criteria for success. Teachers employed under an annual assistance contract
will receive assistance and be evaluated by Individualized Assistance Plans.
10
Continuing Contract
A continuing contract is issued to teachers who have successfully completed the
evaluation for annual contract teachers and have fulfilled all requirements for a
professional teaching certificate. Continuing contract teachers must be evaluated on a
continuous basis (i.e. every year). The evaluation may be formal or informal (i.e. goals
based) at the discretion of the district. Teachers receiving a continuing contract have full
procedural rights that currently exist under the law relating to employment and dismissal.
At-Will Employees
Non-certified employees may be employed on an at-will basis through a Letter of Intent.
Employment on an “at-will” basis means the employee is at liberty to leave whenever
he/she wishes, and the district is at liberty to dismiss an “at-will” employed individual at
anytime so long as the reason, if any, is not a legally impermissible one. In May of each
year, the District will issue Letters of Intent to those non-certified employees who have
been recommended for employment in the subsequent year.
PERSONNEL RECORDS
The personnel record of each employee is maintained in the Office of Human Resources.
The file includes all personnel records and documents collected by the school district
concerning the employee. An employee may have access to his own personnel file at any
reasonable time.
EMPLOYMENT AND SEPARATION
Legislation relating to the employment and dismissal of teachers mandates that on or
before May 1 of each year, the Board or the person designated by it, shall notify in
writing all contract teachers employed in the school district concerning their employment
for the next school year. Continuing contract teachers who will be placed on formal
evaluation must be notified in writing by April 15, citing specific reasons for the formal
evaluation.
Assignment and Transfer
The Superintendent shall be responsible for the proper assignment of all professional
personnel. The preferences of teachers and other staff members shall be considered in
making assignments and transfers; however, the best interests of students and the district
shall be given first consideration.
An employee who wants a transfer for the next academic year must complete a transfer
request form and submit it to his/her current principal or immediate supervisor, stating
the reason for requesting a transfer and providing the position and/or name of the school
to which the transfer is desired.
The Human Resources Department will distribute transfer requests to the affected schools
or departments.
11
Requests for transfer from one school to another will be discussed with the employee and
the supervisor involved and will be granted in line with the needs of the district. Within
an individual school, a principal shall have the right to assign classes and courses
provided this is done with full regard to the teacher’s area of certification. Within the
district as a whole, assignments and transfers shall be subject to the Superintendent’s
approval. When the positions involved are of comparable rank, transfers shall not require
action by the Board of School Trustees. The Superintendent is authorized to reassign all
personnel in the best interests of the District.
Suspension, Dismissal, or Non-Renewal
Any teacher who is subject to suspension or dismissal during the contractual period is
entitled to a written notice specifying the cause of such action and the opportunity for a
hearing before the Superintendent. A continuing contract teacher recommended for non-
renewal is also afforded written notice and an opportunity for a hearing before the Board
of School Trustees.
Reduction in Force
In the event it becomes necessary to reduce in force (RIF) the number of employees in
the school district due to lower student enrollments, program elimination, reduction or
modification, or reduced school budgets, the primary consideration shall be the
maintenance of a sound and balanced educational program. Secondary considerations,
such as length of service in the school district and degree earned shall be deemed relevant
only where the need arises to choose for termination from among teachers considered by
the administration to be equally competent in their classroom performance. Hence, in
making his recommendation, the Superintendent shall be governed by the objective of
retaining the school district’s best talent. Therefore, the Superintendent shall not be
limited to considering for RIF termination only those in the particular school, area, or
program in which the loss of enrollment, program change, or financial exigency has
occurred.
Resignation
The resignation of any member of the professional staff shall be in writing to the
employee’s immediate supervisor or to the Superintendent or his/her designee. For such
resignation to be effective, it must be accepted in writing by the Superintendent and must
be presented to the Board of School trustees for final disposition.
When a resignation is not accepted and the person involved fails to report to work for the
school year for which he is employed, the Superintendent shall report such absence to the
State Board of Education for discipline.
12
COMPENSATION
Direct Deposit Program
All employees are paid on the 15th and 30th of each month through direct deposit. The
direct deposit program allows salary payments to be deposited directly into the
employee’s financial institution of choice. The total net pay may be deposited into
checking, savings, or a combination of both.
The first check of the contractual period for the nine month, traditional calendar
employee is issued in August; the last check is in July. Funds are electronically
transferred on the morning of the payday. The employee will receive verification on
payday which will serve as a record of deposit, gross pay, deductions, and net
entitlement.
Social Security
All personnel are required to contribute 7.65 percent of their gross salary, up to a set limit
during the calendar year to the Social Security Administration.
Payroll Deductions
Except for deductions for absences not covered by sick leave or those required by law, all
deductions from salary are subject to Board approval and are voluntary on the part of the
employee. For all voluntary deductions, the employee will complete a form authorizing
the deduction.
13
PERSONNEL CHANGES
Employees must immediately report to the Office of Human Resources any change in
name, address, or status of teaching credential. Changes in insurance coverage should be
reported to the Benefits Coordinator.
For payroll purposes, name changes cannot be processed until the name has been changed
at the Social Security Administration and a copy of the new card has been submitted to
Human Resources.
EMPLOYEE BENEFITS
Health Insurance
All permanent full-time employees, including those who work at least 30 hours per week,
may choose a plan offered through the state group policy, administered by Blue Cross
and Blue Shield of South Carolina, which includes the Savings Plan, the Standard Plan
and the Medicare Supplemental Plan. Coverage for spouse or eligible dependent(s) may
be purchased for an additional premium fee.
Employees new to the district must complete enrollment forms within 31 days of
employment if they want insurance for themselves, their spouse and/or dependents. If an
employee commences active employment on the first working day of the month,
coverage will go into effect on that day. If an employee commences active employment
on any other day, after the first working day of the month, coverage will begin on the first
day of the following month.
Additional information, enrollment and claim forms may be obtained from the Benefits
Coordinator.
Certificate of Creditable Coverage
Terminated subscribers will receive a certificate of creditable coverage. This certificate
may be used to reduce the preexisting condition period of your next employer’s health
insurance plan.
Dental Benefits Plan
All permanent full-time employees may enroll in the State Dental Plan. The Dental Plan
is provided to employees at no cost. You may add eligible dependents for an additional
premium fee. Your dependents do not have to be enrolled in a health plan to enroll in the
Dental Plan.
14
COBRA
If you lose coverage due to termination of employment or reduction in hours, coverage
for you and/or dependents may be continued under the Consolidated Omnibus Budget
Reconciliation Act of 1985 (COBRA).
Life Insurance
Your employer provides $3,000 group term life and accidental death and dismemberment
coverage at no cost if you are enrolled in a health plan offered by the state.
Optional Life Insurance
Optional Life Insurance is available through Metropolitan Life Insurance Company. The
amount of life insurance allowed is based on 3 x times the employee’s salary at hire. To
increase beyond your current level of life insurance, you must provide medical evidence
of good health during an enrollment period. Premiums are based upon the amount of
coverage selected and age of the employee.
Dependent Life Insurance
Employees may cover eligible dependents with Dependent Life Insurance administered
by Metropolitan Life. Premiums are based on the level of coverage chosen and age of
dependent.
Disability Insurance
Basic Long Term Disability Insurance (BLTD) is provided at no cost when an employee
is enrolled in a state health plan. This plan is administered by the Standard Insurance
Company. An employee must be out of work 90 consecutive days to qualify for benefits.
If approved, the monthly benefit will be 62.5% of the employee’s gross monthly salary:
$800 maximum with offsets.
Supplemental Long Term Disability Insurance (STLD) is a voluntary program. Premiums
based on salary and age will be charged. SCRS Disability Retirement is provided to
employees vested with five years of state service. The five-year provision is waived if the
disability is job-related.
The Benefits Office should be notified immediately when an employee becomes disabled
so applications for disability can be filed.
Deferred Compensation
Employees of the school district may participate in the Deferred Compensation Program
administered by the South Carolina State Deferred Compensation Fund. Earnings which
are not taxed can be deducted from an employee’s salary and placed in the State Deferred
15
Compensation Fund which is designed to subsidize retirement benefits for the employee.
Additional information may be obtained from the Benefits Coordinator.
Tax Sheltered Annuities The school district has granted permission for several companies to present information
on tax sheltered annuity programs to those who request such information. No solicitation
for tax sheltered annuity programs is allowed during school hours.
Credit Unions
Membership in the South Carolina Employee’s Credit Union is available to all employees
in the district. Further information may be obtained from the Benefits Coordinator.
Workers’ Compensation
The South Carolina Workers’ Compensation Law was designed to provide for an
employee who is physically hurt while on the job. The school district provides insurance
through the South Carolina School Board Insurance Trust for all employees. Job related
injuries must be reported to your immediate supervisor so reports may be filed.
MoneyPlu$ - A flexible Benefits Program
MoneyPlu$ is a flexible benefits program made available through sections 125 and 129
of the Internal Revenue Service (IRS) code. The program can help you keep more
spendable income by enabling you to pay health and dental premiums from your pre-tax
income. By enrolling in the Dependent Care Spending Account and the Medical
Spending Account, you will save even more by paying bills with money that has not been
taxed.
Retirement System
Permanent, full-time, employees must either join the South Carolina Retirement System
(SCRS) or the Optional Retirement Program (ORP), unless specifically exempted by
statute. Temporary or part-time employees may choose whether to join. Membership
begins on effective date of employment. Under the SCRS, you contribute 9.0% of gross
pay into your SCRS retirement account. Also, under the ORP the contribution rate is
9.0% of gross pay, which is administered by a state approved vendor that you select.
Your contributions under both plans are deferred from federal and state income tax.
Your SCRS account earns a set interest rate (compounded annually) while your ORP
account rate may vary. If an employee participates in the SC Retirement System, she/he
must continue in the system even if she/he changes to part-time employment.
You may retire one of the following ways:
Normal Retirement (unreduced benefits):
Age 65 with 5 years earned service, or
28 years of service credit.
Early Retirement (reduced benefits):
Age 60 (Benefits are permanently reduced 5% for each year under age 65.
Must have 5 years of earned service.),
Age 55 with 25 years of service credit (Benefits are permanently reduced 4%
for each year under 28 years of service).
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Membership Effective on or after July 1, 2012
You can retire with unreduced benefits once your age and years of service
total 90
You can retire early (age 60 with at least eight years of service) and receive a
reduced retirement benefit.
Retirement credit is based on the number of months per year in which an employee is
compensated. A minimum monthly salary base of $350.00 has been set by the SC
Retirement Systems. This differs from certification regulations, which grants a teacher
credit for a full year of service if he/she has been employed in a full-time teaching
position for .8 of a full-time equivalency position, i.e., for at least 152 days of a 190 day
school year.
A Group Life Insurance policy is provided through SCRS. Upon the death of an
employee with at least one-year of service credit, a payment equal to the employee’s
current annual salary may be paid to their designated beneficiaries.
Employee Assistance Program
Counseling services through Palmetto Employee Assistance are available on a limited
basis for all employees. This service is designed to help with a variety of “life problems”
such as stress, grief, alcohol and drugs, marital and family problems, legal and financial
difficulties. An appointment may be scheduled through the Office of Human Resources
or by contacting Palmetto Employee Assistance directly. Confidentiality is assured.
ABSENCES
Whenever an employee is absent, the principal or supervisor should be notified as soon as
possible. Because of the importance of securing a qualified and appropriate substitute, as
much advance notice as possible is requested.
Sick Leave
Sick leave shall be earned at the rate of one and one-fourth days per month according to
the following schedule.
12 days for 9-month employees
14 days for 11-month employees
13 days for 10-month employees
15 days for 12-month employees
Absences for sick leave are counted on a full-day or half-day day basis. Sick leave which
is earned, but not used, may be accumulated up to 90 days. Sick leave and personal leave
balances are reported on the employee’s paycheck voucher. Vacation balances are
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reported on 12 month employee paycheck vouchers. Accumulated sick leave is
transferable to any school district in South Carolina.
Sick leave may be used for illness of members of the employee’s immediate family
(spouse, child, parents, and or any other person living in the household who is dependent
upon the employee). Sick leave may be used for medical or dental examinations or
treatment when such appointments cannot reasonably be scheduled during non-work
hours.
Employee absences in excess of accumulated sick leave benefits shall result in a
deduction from the employee’s pay at the current daily rate of compensation of the
employee.
Family and Medical Leave
The Family and Medical Leave Act (FMLA) requires covered employers to provide up to
12 weeks of unpaid, job-protected leave to eligible employees for certain family and
medical reasons. Employees are eligible if they have been employed at least one year
and worked at least 1,250 hours in the 12 months preceding the leave. Leave may be
granted for any of the following reasons: for a serious health condition; to care for a
child after birth or adoption; or to care for a spouse, child, or parent who has a serious
health condition. All employees will use paid sick leave, if available, in lieu of unpaid
leave. For the birth of a child, employee may use up to six weeks of accrued paid sick
leave.
As soon as a qualified employee knows he/she will need to be out for more than 10 days
for illness or the birth or adoption of a child or other qualifying condition, an FMLA
leave request form should be completed through the Benefits Coordinator.
Sick Leave Bank
The Chester County School District has established a voluntary Sick Leave Bank for
active duty, non-retired employees who earn sick leave. The purpose of the Sick Leave
Bank is to relieve employees from undue financial burdens because of absence from
work at least 20 days due to extended catastrophic illness of the employee or his
immediate family.
To become a member of the Sick Leave Bank, an employee must contribute one day of
earned sick leave at the time of employment, and during each fiscal year, and at such
time as the bank may need to replenish its supply of days. Applications for membership
will be accepted during open enrollment periods (July 1 through September 15) only, or
within the first thirty working days for new employees. Guidelines, a membership list,
sick leave bank request forms are available on the district website.
Personal Leave
Three days of accumulated sick leave will be permitted to be used as personal leave each
year, as long as a balance of available sick leave days exists. Personal leave days may
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accumulate to a total of ten days. Personal leave will be granted on a full-day, half-day,
and one-fourth day basis. Personal leave will be granted provided there is notification to
and approval by the principal or supervisor in advance, except in emergency situations.
Employees may not take personal leave on the first day of school, the last day of school,
the day prior to or immediately following a holiday or on a scheduled district-wide staff
development day without prior written approval of the superintendent or his/her designee.
Professional Leave
Professional leave may be granted when employees are attending a meeting of a
professional educational organization or participating in professional development
activities. For teachers, professional leave must have the specific approval of the
principal and Associate Superintendent.
Bereavement Leave
The district may grant an employee up to three days of bereavement leave immediately
following notification of the death of a member of his/her immediate family (spouse,
children, grandchildren, parents, grandparents, brothers, sisters, and in-laws to the same
degree or a person who resides in the home of the employee and/or for whom the
employee had primary care).
Vacation Leave
All full-time 12-month employees will earn one and one-fourth day of paid vacation per
month. The scheduling of vacations is at the discretion of the superintendent and the
employee’s supervisor, but all vacation leave must be approved in advance via the
district’s absence form. Ten days of unused vacation leave may be carried over from one
year to the next.
Jury Duty
All personnel are excused for jury duty without loss of pay. Any compensation paid to
the employee for serving on a jury is to be kept by the employee.
Military Leave
Employees of the school district shall be entitled to military leave without loss of pay
when attending military encampments or schools for training under proper authority, and
on all occasions when ordered to active duty. This leave applies to members of the South
Carolina National Guard and to members of the United States Army, Navy, Marine, Air
Force, and Coast Guard Reserves.
Employees shall be entitled to such leave of absence for a period not exceeding 15 days
in any one school year during which they may be engaged in training or other such duties
ordered by the Governor, the Treasury Department or the Department of Defense. In the
event an employee is called upon to serve during an emergency, he shall be entitled to
such leave of absence for a period not exceeding 30 days.
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SUBSTITUTE TEACHERS
The district contracts with Kelly Educational Staffing to retain daily substitutes for teachers
and other staff who serve students. The employee is responsible for securing his/her
substitute through this service, as well as logging his/her own absences via the web-based
program this service provides
Arrangements for substitute teachers to fill a vacancy for an extended medical leave of
absence must be coordinated through the Office of Human Resources. This office will
assist, as needed, in locating a certified teacher in the appropriate area of instruction. In
filling these temporary vacancies, every effort will be made to employ teachers who meet
the same standards used in the selection of regular teachers.
EMERGENCY SCHOOL CLOSINGS
When inclement weather or other conditions prompt a decision to cancel or delay the
opening of school, the public will be notified through the broadcast media as soon as
possible. Generally, all announcements should begin no later than 6:15 am. The
following broadcast stations will carry the announcements:
Television Stations: WBTV Channel 3 (Charlotte)
WIS Channel 10 (Columbia)
WSOC Channel 9 (Charlotte)
WSPA Channel 7 (Spartanburg)
Channel 36 (Charlotte)
Channel 2 (Rock Hill)
Radio Stations: WGCD, WRHI
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TECHNOLOGY ACCEPTABLE USE
Access to computer systems and networks owned or operated by the school district
imposes certain responsibilities and obligations on district employees and is subject to
district policies and governmental laws. Acceptable use always is ethical, reflects
honesty and shows restraint in the consumption of shared resources. It demonstrates
respect for intellectual property, ownership of information, system security mechanisms,
and the individual’s right to privacy and freedom from intimidation, harassment and
unwarranted annoyance.
By participating in the use of networks and data systems provided by the school district,
users agree to be subject to and to abide by Board policy for their use. All employee
users must sign an IT Acceptable Use form. Willful violation of the principles and
provisions of this policy may result in district disciplinary action.
CHILD ABUSE AND NEGLECT
The public schools of this district shall cooperate vigorously to expose, by early
identification, child abuse and neglect and report suspected cases to the proper
authorities. In compliance with the South Carolina Child Protection Act of 1977, any
school teacher, nurse, counselor, or other school professional acting in an official
capacity who has reason to believe that a child under age 18 has been subject to physical,
mental, or emotional abuse or neglect, or who may be adversely affected by abuse or
neglect, must report or cause a report to be made to the county Department of Social
Services, or in the alternative, to a law enforcement agency in the county where the child
resides or is found. The principal should also be notified of suspected ill treatment.
All professional staff members and school administrators will maintain an awareness of
their requirements and responsibilities regarding child abuse and neglect. School
administrators will provide periodic in-service training on the subject.
HARASSMENT
Racial Harassment
Racial harassment is incompatible with equal educational opportunity and will not be
tolerated in this school district. It is the responsibility of every employee and student in
this district to strive to create an environment free of racial harassment.
Employees and students are encouraged to express freely, responsibly, and in an orderly
way their opinions and feeling about any problem or complaint of racial harassment.
Any act by a school district employee or agent of reprisal, interference, restraint, penalty,
discrimination, coercion or harassment against any person responsibly complaining of
harassment under this policy interferes with expression and is itself a violation. This
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policy shall not be used to bring frivolous or malicious charges against students,
employees or agents of the school district.
Sexual Harassment
It shall be the policy of this school district that sexual harassment by school district
employees is unacceptable conduct. Sexual harassment consists of unwelcomed sexual
advances, requests for sexual favors and/or other verbal or physical conduct of a sexual
nature when:
1. submission to such conduct is made either explicitly or implicitly a term or
condition of employment;
2. submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual; or
3. such conduct has the purpose or effect of unreasonably interfering with an
individual’ s work performance or creating an intimidating, hostile or
offensive working environment.
Any employee who feels that he has been subjected to sexual harassment may file a
grievance, including completing a sexual harassment complaint form available in every
school and the Office of Human Resources. If the employee feels his immediate
supervisor is the source of, contributes to or condones the sexual harassment, he may
proceed to the next level administrator as the first step in the grievance process.
All allegations will be investigated promptly and confidentially. Any employee who is
found to have engaged in sexual harassment will be subject to disciplinary action.
GRIEVANCE PROCEDURE
The purpose of the school district’s grievance procedure shall be to settle quickly, at the
lowest possible administrative level, issues that may arise among teachers and other
professionals employed in the Chester County School District. A grievance is defined as
a complaint based upon an alleged violation of the interpretation or application of rules of
the administration, policies of the Board of Trustees, or the individual contracts of
employment. The procedure for initiating the grievance process is contained in the
Chester County School District Board Policy Manual.
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PROFESSIONAL BEHAVIOR AND DRESS Employees of the School District of Chester County are expected to adhere to high standards of
professional conduct in their interactions with students, other employees and the public.
It is the responsibility of all district employees to serve as role models for students and present a
positive, professional image in language, behavior, and dress. In order to provide an atmosphere
that enhances learning, prevents disruptions, and sets an example for students, all employees should
dress in a professional manner.
Professional attire includes, but is not limited to:
Male
Neat slacks with a belt if there are belt loops
Dress shirt, sport shirt with a collar, polo shirt, or sweater
A jacket or tie as requested by an administrator for specific events
Female
Skirts, dresses, and jumpers of modest length near the knee or below
Neat slacks, capris, or crop pants
Blouse, sweater, or twin set (if sleeveless, the shoulder should be covered)
Shoes
Employees should wear comfortable shoes that provide support and protection.
Sandals are acceptable; however, beach-type shoes or shower shoes are not appropriate.
While athletic shoes are not preferred, they are acceptable if they complement the other
attire being worn.
Professional attire excludes:
Shorts, overalls, or denim jeans
Tee shirts or tank tops
Wind suits or warm-up pants or suits (except for gym teachers)
Clothing or accessories that are suggestive of drugs, alcohol, sex, or obscenities
Provocative clothing (thin straps, tube tops, low necklines, strapless, too tight, too short,
revealing, see through, or attire that shows undergarments, cleavage, or the midriff area)
Tattoos and body piercings (eyebrow, nose, tongue, lip) that are disruptive to the
teaching/learning process
Wrinkled or dirty clothing
Spirit days: On designated spirit days, the building administrator will give instructions for
appropriate attire that may include a school shirt or sweat shirt with jeans or khakis.
Teacher workdays or field trips: Except when employees are meeting formally with parents,
employees can wear clothing similar to that worn on spirit days.
Staff development days: Unless told otherwise, employees should wear what they would wear on
a normal instructional day. Exceptions: Employees working in special areas such as career technology, physical education,
special education, transportation, nursing, food services, custodial, or maintenance should dress as
needed for their work as approved by their building or department administrator.
Employees requiring modification of the dress code for medical reasons will be accommodated as
outlined in their approved 504 plan.
For additional clarification about appropriate dress, employees should consult their building
administrator.
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STAFF DEVELOPMENT ACTIVITIES
Time may be set aside one afternoon weekly in each school for professional development
activities. Teachers can expect to remain at the school until 5:00 on these days, unless
directed otherwise by the principal.
STAFF / COMMUNITY RELATIONS
In order to promote mutual understanding and goodwill between the school district and
the people it serves, all personnel shall develop and maintain channels of public relations
with the following purposes:
1. To inform the community about the works of the schools.
2. To establish confidence in the schools.
3. To rally support for the proper maintenance of the educational program.
4. To provide for mutual understanding and teamwork.
However, no group or individual shall assume the responsibility of representing a school
or the school district before the community unless they have been authorized to do so
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DRUG-FREE WORKPLACE
Pursuant to the federal Drug-Free Workplace Act of 1988, the Chester County Board of
School Trustees adopted a policy regarding the work-related effects of drug use and the
unlawful possession of controlled substances on district premises. In keeping with this
policy, it is important that employees understand the following points:
Employees are expected and required to report to work on time and in appropriate mental
and physical condition for work. It is the intent and obligation of the Chester County
School District to provide an alcohol/drug free, healthful, safe and secure work
environment.
The unlawful manufacture, distribution, dispensation, possession, or use of a controlled
substance on district premises, or while conducting district business off district premises,
is absolutely prohibited. Engaging in conduct off district property or performing non-
work activities involving a controlled substance which reflects on moral turpitude is also
prohibited. Further, no employee will manufacture, distribute, dispense, possess, use, or
be under the influence of alcohol in the workplace. Violations of this policy will result in
disciplinary action, up to and including termination, and may have legal consequences.
The district recognizes alcohol/drug dependency as an illness and a major health
problem. The district also recognizes alcohol/drug abuse as a potential health, safety, and
security problem. Employees needing help in dealing with such problems are encouraged
to seek appropriate medical attention. Assistance is available to employees through the
Employee Assistant Program.
Employees must, as a condition of employment, abide by the terms of the above points
and report to the Superintendent any conviction under a criminal alcohol/drug statute for
violations occurring on or off district premises while conducting district business. A
report to the Superintendent of such a conviction must be made in five (5) days after the
conviction. Following receipt of such report, it is the responsibility of the district to
notify the appropriate federal agency. (These requirements are mandated by the Drug-
Free Workplace Act of 1988.)
SMOKE-FREE ENVIRONMENT
The school district prohibits smoking in all buildings under its jurisdiction at all times
and on school campuses during the school day. Employees who violate this policy will
receive a written reprimand on the first offense, one-day suspension with loss of pay for
the second offense, five-day suspension with loss of pay for the third offense, and
dismissal for insubordination on the fourth offense.
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BLOODBORNE PATHOGENS
EXPOSURE CONTROL PLAN
The Chester County School District has set forth policies and procedures to meet the
requirements of Federal Register 29CFR 1910.1030 administered by the Occupational
Safety and Health Administration. Each facility within the school district has a copy of
the Bloodborne Pathogens Exposure Control Plan.
If an employee is found in non-compliance of the OSHA bloodborne pathogen
procedures, the following disciplinary policy will be initiated: Employees who violate
these procedures will receive a written reprimand on the first offense, one-day suspension
with loss of pay could be recommended for the second offense, and possible dismissal for
the third offense.
HEALTH CERTIFICATES FOR ALL EMPLOYEES
The School Employee Health Certificate of Evaluation for Tuberculosis must be retained
in each employee’s file following evaluation and certification by a personal physician or
a county health department. Once an employee has been certified as a tuberculin non-
reactor to the skin test for tuberculosis, he does not have to undergo the examination on
an annual basis. If an employee reacts positively to the skin test, either special medical
treatment or an annual chest x-ray is required.
CHESTER COUNTY SCHOOLS
WORK HOURS
The district office will remain open from 8:00 a.m. to 4:30 p.m. Monday through Friday
for regular workdays, except during designated extended hours/4-day work schedules
approved by the superintendent during the summer.
School offices will remain open from 7:30 a.m. to 4:00 p.m. utilizing staggered arrival
and departure times for administrators and office support staff, if necessary, to ensure
sufficient staff is available to assist the public. If staggered schedules are necessary,
regularly scheduled work hours for support staff will remain within the 37.5 hour
workweek guidelines set by the district. The superintendent may approve extended
hours/4-day work schedules for schools during the summer.
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Support Staff Schedules
All support staff will sign in upon arrival and sign out when leaving for the day.
District Office Personnel
Support personnel will work from 8:00 a.m. to 4:30 p.m. with an hour for lunch.
School Office Personnel
Regular hours for office personnel in the schools are 7:30 a.m. to 3:30 p.m. daily, with 30
minutes for unencumbered lunch. The principal/supervisor may alter the scheduled
arrival and departure times with prior approval from the superintendent to ensure
adequate staff coverage throughout the day. Total hours worked will meet district
requirements.
All Support Staff
The standard workweek is 37.5 hours per week. Working over 40 hours within a
workweek must be pre-approved and compensated with compensatory time off or
overtime pay. Overtime pay in lieu of comp time must be approved by the
superintendent.
Professional Staff Schedules
All professional personnel must sign in upon arrival and sign out when departing.
The length of the teacher workday, exclusive of scheduled faculty or committee
meetings, will be no less than 7 or more than 7 ½ hours per day.
All teachers will report for duty at least 15 minutes before the first regularly scheduled
generalized activity and remain a minimum of 30 minutes after pupils are dismissed
except for Fridays when teachers may leave 15 minutes after students are dismissed.
Teachers assigned morning and afternoon duties will report at the time and place
specified by the principal. Teachers are responsible for attending any administration
and/or professional meetings called by the principal. Teachers will not leave school
grounds during the school day without permission from the principal or his/her designee
and will register time of departure and return.
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Employee Work Calendar 2019-2020 245 DAY WORK SCHEDULE WORK YEAR: JULY 1 – JUNE 30
HOLIDAY SCHEDULE:
July 4 Independence Day September 2 Labor Day November 27 - 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 - 10 Spring Break April *13 Spring Break May 25 Memorial Day Vacation periods will be scheduled for 12 month employees. Vacation requests are approved by the employee’s supervisor via a district absence form and submitted to the attendance clerk. Principals’ and senior staff vacation requests go directly to the Superintendent.
225 DAY WORK SCHEDULE WORK YEAR: JULY 8 – JUNE 16
HOLIDAY SCHEDULE:
September 2 Labor Day November 27 - 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 - 10 Spring Break April *13 Spring Break May 25 Memorial Day
220 DAY WORK SCHEDULE WORK YEAR: JULY 8 - JUNE 9
HOLIDAY SCHEDULE:
September 2 Labor Day November 27 - 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 - 10 Spring Break April *13 Spring Break May 25 Memorial Day
215 DAY WORK SCHEDULE WORK YEAR: JULY 8 – JUNE 2
HOLIDAY SCHEDULE:
September 2 Labor Day November 27 - 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 - 10 Spring Break April *13 Spring Break May 25 Memorial Day
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210 DAY WORK SCHEDULE WORK YEAR: JULY 15 – JUNE 2
HOLIDAY SCHEDULE:
September 2 Labor Day November 27 - 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 - 10 Spring Break April *13 Spring Break May 25 Memorial Day
200 DAY WORK SCHEDULE WORK YEAR: JULY 29 – JUNE 2
HOLIDAY SCHEDULE:
September 2 Labor Day November 27 - 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 - 10 Spring Break April *13 Spring Break May 25 Memorial Day
190 DAY TEACHER WORK SCHEDULE WORK YEAR: AUGUST 8 – JUNE 1
HOLIDAY SCHEDULE
September 2 Labor Day November 27 - 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 – 10 Spring Break April *13 Spring Break May 25 Memorial Day
185 DAY PARAPROFESSIONAL WORK SCHEDULE WORK YEAR: AUGUST 19 – MAY
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HOLIDAY SCHEDULE
September 2 Labor Day November 27 – 29 Fall Break (Thanksgiving) December 23 - 31 Winter Break January 1 – 3 Winter Break January 20 Martin Luther King Jr. Day April 6 - 10 Spring Break April *13 Spring Break May 25 Memorial Day
(Each School Principal may choose alternate starting dates and work days provided the total days do not exceed 185)
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MAINTENANCE, BUS DRIVERS AND FOOD SERVICE EMPLOYEES
260 DAY MAINTENANCE SCHEDULE WORK YEAR: JULY 1 - JUNE 30
HOLIDAY SCHEDULE
July 4 Independence Day September 2 Labor Day November 28 Fall Break (Thanksgiving) December 24 - 25 Winter Break January 1 Winter Break January 20 Martin Luther King Jr. Day April 10 Spring Break May 25 Memorial Day
Food Service Managers and Operators
Food service employees work a total of 185 days. Food service managers are also employed for a total of 185 days; seven days of these days are scheduled under the direction of the district’s Food Service Director.
Bus Drivers
Bus drivers are assigned work days and hours by the Director of Transportation, based on the transportation needs of the district.
*INDICATES INCLEMENT WEATHER MAKE-UP DAY