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GRANVILLE COUNTY SCHOOLS EMPLOYEE HANDBOOK

About This Handbook This handbook represents selected information that should answer many questions about employment-related matters, benefits, and compensation. As a new or returning employee, you should also familiarize yourself with Granville County Board of Education policies. You can access a copy of the Board of Education Policies via the Internet at www.gcs.k12.nc.us or access a paper copy at your schools media center or at the Granville County Schools' Central Office. Additional materials, including curriculum guides, school improvement plans, and school policies and procedures are available through your immediate supervisor. This handbook summarizes many detailed provisions related to employment, benefits, and other job-related matters. The Granville County Schools Board Policy Manual will always govern when issues are questioned. Finally, there is nothing in this handbook that is intended to create or imply contractual rights.

The Granville County Schools Mission In partnership with our community, we will strive to improve all educational services to prepare our students today for a successful tomorrow.
The mission highlights our focus on involving our parents, community and business partners as well as our efforts in continuous improvement for the sole purpose of better preparing our students. We are proud that you have chosen to be a part of our team and that you have committed to this mission with us.

The Granville County Schools Core Values o Agility o Continuous Process Improvement o Customer Focus o Data-driven Management o Leadership o Learning-centered Education o Long-term Commitment o Our Workplace is About People o Participatory Management o Social Responsibility o Systems Thinking o Teamwork
The Granville County School System does not discriminate on the basis of race, color, national origin, gender, disability, religion, genetics, or age in its programs or activities. Inquiries regarding compliance with Title IX may be directed to: Dr. A. Allan Jordan Associate Superintendent Granville County Schools P. O. Box 927, 101 Delacroix Street Oxford, North Carolina 27565

The Granville County Schools Vision


o Every student actively learning, achieving and accepting others o Every parent and community member invited, invested and involved o Every teacher and staff member leading, learning and loving children

Telephone: (919) 693-4613 Fax: (919) 693-6305

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Contents
Employee Duties and Responsibilities Compliance with Board of Education Policies ..............................2 Standards of Conduct ....................................................................2 Code of Professional Practice and Conduct ..................................2 Licensure .......................................................................................4 New Teacher Evaluation Instrument .............................................4 The Work Day Bd. Policy 7500 .................................................4 Reporting Child Abuse or Neglect ................................................4 Solicitations ...................................................................................4 Resignation....................................................................................4 Employee Absences ......................................................................5 Health Certificate ..........................................................................5 Employee Name and Demographic Changes ................................5 Leaves Leaves of Absence ........................................................................5 Sick Leave .....................................................................................5 Holiday Leave ...............................................................................5 Annual (Vacation Leave) ..............................................................5 Twenty-Day Extended Sick Leave ................................................6 Personal Leave ..............................................................................6 Maternity Leave ............................................................................6 Paternity Leave..............................................................................6 Special Leaves Child Involvement Leave ..............................................................6 Jury Duty .......................................................................................6 Court Attendance ..........................................................................6 Military Leave ...............................................................................7 Educational/Professional Leave ....................................................7 Voluntary Shared Leave ................................................................7 Parental/Disability Leave ..............................................................7 Family Medical Leave ...................................................................7 Observance of Bona Fide Religious Holidays ...............................7 Pay Check Absence Codes ............................................................8 Employee Compensation Salary Supplements .......................................................................8 Longevity Pay ...............................................................................8 Recovery of Advanced Salary or Benefits ....................................8 Installment Pay ..............................................................................9 Employee Benefits Retirement .................................................................................... 9 Health Insurance ........................................................................... 9 Dental and Vision Insurance ......................................................... 9

Long Term Disability ................................................................... 9 Cafeteria Benefits ......................................................................... 9 Life Insurance ............................................................................... 9 Workers Compensation ............................................................... 9 Supplemental Retirement Plan.................................................... 10 Tuition Reimbursement .............................................................. 10 Career Status (Tenure) ................................................................ 10 Teacher Loan Forgiveness .......................................................... 10 Selected Policies and Procedures Work Expectations and Fair Labor Standards Act ...................... 10 Employee Dress and Appearance................................................ 11 Drug-Free and Alcohol-Free Workplace..................................... 12 Occupational Exposure to Bloodborne Pathogens ...................... 13 Smoking and Tobacco Products .................................................. 13 Criminal History Check .............................................................. 14 Administering Medicines to Students ......................................... 14 Grievance Procedure for Employees ........................................... 14 Sexual Harassment ...................................................................... 15 Sexual Harassment Complaint Procedure for Employees ........... 15 Inclement Weather Process ......................................................... 16 Acceptable Use Policy for Internet and E-Mail .......................... 17 Tutoring Fees-Ethics and Limitations ......................................... 17 Food Policies............................................................................... 17

Employee Duties and Responsibilities


Compliance with Board of Education Policies It is the responsibility of all employees to become knowledgeable of the printed policies of the Board of Education. Employees will be held accountable for compliance with board policies. These policies can all be found through a direct link on the Granville County Schools website. Standards of Conduct Each employee is expected to maintain the highest standards of honesty, integrity, and fairness. Employees shall perform their duties and responsibilities in a competent and ethical manner without violating the publics trust or applicable laws, policies, and regulations. The North Carolina Code of Ethics is provided to all employees. Code of Professional Practice and Conduct for North Carolina Educators SECTION .0600 -CODE OF PROFESSIONAL PRACTICE AND CONDUCT FOR NORTH CAROLINA EDUCATORS

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.0601 PURPOSE AND APPLICABILITY The purpose of these Rules is to establish and uphold uniform standards of professional conduct for licensed professional educators throughout the State. These rules shall be binding on every person licensed by the SBE, hereinafter referred to as "educator" or "professional educator," and the possible consequences of any willful breach shall include license suspension or revocation. The prohibition of certain conduct in these rules shall not be interpreted as approval of conduct not specifically cited. History Note: Authority G.S. 115C-295.3; Eff. April 1, 1998. .0602 STANDARDS OF PROFESSIONAL CONDUCT a. The standards listed in this Section shall be generally accepted for the education profession and shall be the basis for State Board review of performance of professional educators. These standards shall establish mandatory prohibitions and requirements for educators. Violation of these standards shall subject an educator to investigation and disciplinary action by the SBE or LEA. b. Professional educators shall adhere to the standards of professional conduct contained in this Rule. Any intentional act or omission that violates these standards is prohibited. 1. 2. Generally recognized professional standards. The educator shall practice the professional standards of federal, state, and local governing bodies. Personal conduct. The educator shall serve as a positive role model for students, parents, and the community. Because the educator is entrusted with the care and education of small children and adolescents, the educator shall demonstrate a high standard of personal character and conduct. Honesty. The educator shall not engage in conduct involving dishonesty, fraud, deceit, or misrepresentation in the performance of professional duties including the following: A. statement of professional qualifications; B. application or recommendation for professional employment, promotion, or licensure; C. application or recommendation for college or university admission, scholarship, grant, academic award, or similar benefit; D. representation of completion of college or staff development credit; E. evaluation or grading of students or personnel; F. submission of financial or program compliance reports submitted to state, federal, or other governmental agencies; G. submission of information in the course of an official inquiry by the employing LEA or the SBE related to facts of unprofessional conduct, provided, however, that an educator shall be given adequate notice of the allegations and may be represented by legal counsel; and H. submission of information in the course of an investigation by a law enforcement agency, child protective services, or any other agency with the right to investigate, regarding school related criminal activity;

provided, however, that an educator shall be entitled to decline to give evidence to law enforcement if such evidence may tend to incriminate the educator as that term is defined by the Fifth Amendment to the U.S. Constitution. 1. Proper remunerative conduct. The educator shall not solicit current students or parents of students to purchase equipment, supplies, or services from the educator in a private remunerative capacity. An educator shall not tutor for remuneration students currently assigned to the educator's classes, unless approved by the local superintendent. An educator shall not accept any compensation, benefit, or thing of value other than the educators regular compensation for the performance of any service that the educator is required to render in the course and scope of the educators employment. This Rule shall not restrict performance of any overtime or supplemental services at the request of the LEA; nor shall it apply to or restrict the acceptance of gifts or tokens of minimal value offered and accepted openly from students, parents, or other persons in recognition or appreciation of service. Conduct with students. The educator shall treat all students with respect. The educator shall not commit any abusive act or sexual exploitation with, to, or in the presence of a student, whether or not that student is or has been under the care or supervision of that educator, as defined below: A. any use of language that is considered profane, vulgar, or demeaning; B. any sexual act; C. any solicitation of a sexual act, whether written, verbal, or physical; D. any act of child abuse, as defined by law; E. any act of sexual harassment, as defined by law; and F. any intentional solicitation, encouragement, or consummation of a romantic or physical relationship with a student, or any sexual contact with a student. The term "romantic relationship" shall include dating any student. Confidential information. The educator shall keep in confidence personally identifiable information regarding students or their family members that has been obtained in the course of professional service, unless disclosure is required or permitted by law or professional standards, or is necessary for the personal safety of the student or others. Rights of others. The educator shall not willfully or maliciously violate the constitutional or civil rights of a student, parent/legal guardian, or colleague.

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Required reports. The educator shall make all reports required by Chapter 115C of the North Carolina General Statutes. 4. Alcohol or controlled substance abuse. The educator shall not: A. be under the influence of, possess, use, or consume on school premises or at a school-sponsored activity a controlled substance as defined by N.C. Gen. Stat. 90-95, the Controlled Substances Act, without a prescription authorizing such use; B. be under the influence of, possess, use, or consume an alcoholic beverage or a controlled substance on school premises or at a schoolsponsored activity involving students; or C. furnish alcohol or a controlled substance to any student except as indicated in the professional duties of administering legally prescribed medications. 1. Compliance with criminal laws. The educator shall not commit any act referred to in G.S. 115C-332 and any felony under the laws of the United States or of any state. 2. Public funds and property. The educator shall not misuse public funds or property, funds of a school-related organization, or colleague's funds. The educator shall account for funds collected from students, colleagues, or parents/legal guardians. The educator shall not submit fraudulent requests for reimbursement, expenses, or pay. 3. Scope of professional practice. The educator shall not perform any act as an employee in a position for which licensure is required by the rules of the SBE or by Chapter 115C or the North Carolina General Statutes during any period in which the educator's license has been suspended or revoked. 4. Conduct related to ethical violations. The educator shall not directly or indirectly use or threaten to use any official authority or influence in any manner that tends to discourage, restrain, interfere with, coerce, or discriminate against any subordinate or any licensee who in good faith reports, discloses, divulges, or otherwise brings to the attention of an LEA, the SBE, or any other public agency authorized to take remedial action, any facts or information relative to actual or suspected violation of any law regulating the duties of persons serving in the public school system, including but not limited to these Rules. History Note: Authority G.S. 115C-295.3; Eff. May 1, 1998. Licensure Each professional employee is responsible for establishing and maintaining licensure in his or her area of employment. In cases where the school system has requested a provisional licensure, it is the responsibility of the individual to satisfy the annual requirements for licensure extension by May 1 in order to maintain employment status with Granville County Schools. New Teacher Evaluation Instrument Granville County Schools adopted the new Teacher Evaluation Process during the 2010-11 school year, and all observations, evaluations, and teacher rating summary forms will now be completed on-line. This new process is designed to assess the teachers performance in

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relation to the North Carolina Professional Teaching Standards and to design a plan for professional growth. The Rubric for Evaluating North Carolina Teachers and information on individual, monitored, and directed growth plans can be found in State Board Policy TCP-C-004, which describes the new teacher evaluation process. Additional information can be found on our website.

The Workday The length of the school day for licensed staff will be set by the principal with approval by the superintendent meeting all professional responsibilities to the students and school. Participation in administrative meetings, curriculum development, pupil supervision, assigned duties, parent conferences, group or individual planning and extra-curricular activities may require additional hours and are included in the professional day. Teacher assistants must work a minimum of seven hours per day, including supervising students during lunchtime. Work schedules for other employees will be determined by the superintendent or principals and will be publicized to employees. The superintendent and principals shall monitor the work schedules of nonexempt employees to ensure that work time does not exceed forty hours unless the principal or immediate supervisor has approved overtime. See Board Policy Code 7500 for additional details. Reporting Child Abuse or Neglect In accordance with G. S. 115C-400, Any person who has cause to suspect child abuse or neglect has a duty to report the case of the child to the Director of Social Services of the county, as provided in G.S. 7A-543 to 7A-552. The employee also will report the case immediately to the principal. Any doubt about reporting a suspected situation will be resolved in favor of reporting and the report will be made immediately. A school employee is immune by statute from any civil and/or criminal liability when reporting in good faith suspected child abuse or neglect. Failure on the part of any school employee to report may result in disciplinary action being brought against the employee by the district or civil action under the law. Solicitations All solicitations not concerning the school itself are prohibited. All school sponsored fund raising activities and projects shall require the approval of the Granville County Board of Education. Resignation Licensed employees must give a minimum 30-day notice and contracted administrators must give a minimum 60-day notice prior to resigning from the school system. The 30/60 days are counted from the date of receipt of the resignation by the Human Resources office. Failure to give notice may result in license revocation as outlined in G.S. 115C-325(o).

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Non-licensed support staff should give at least 14 calendar days notice prior to resigning from the school system. Employee Absences When absent from duty for whatever reason, an employee must notify the appropriate supervisor of his/her inability to report to work by the time designated by the supervisor. If the employee fails to notify the appropriate supervisor of his/her absence, a deduction will be made from his/her salary for the time lost. Unreported absences or leaving the job site without authorization will be considered grounds for termination. Health Certificate/Physical Examination In accordance with North Carolina General Statute 115C -323, all public school employees upon initial employment and those who have been separated from public school employment more than one school year, or who have been absent for more than 40 successive school days because of a communicable disease, shall file a completed North Carolina Public Schools Health Examination Certificate certifying their freedom from any communicable disease, or any disease, physical or mental, which would impair the persons ability to perform his/her job duties. The local board of education or the Superintendent or his/her designee may require any employee to take a physical examination whenever deemed necessary. Employee Name and Demographic Changes When employees have an address or telephone number change, they should contact the Human Resources Department. This may be done via telephone, e-mail or the contact form on the Human Resources Department website. The Human Resources Department will, in turn, notify the payroll and benefits office. When employees need to make a name change, they must present their new social security card to the Human Resources Department. Names will not be changed in any records, including payroll records, unless a social security card stating the new name is presented. If the employee is a certified, licensed employee, they must also complete a Form U to have their name changed on their certificate. They should contact the Human Resources Department to obtain a form. The Licensure Section of NCDPI will charge a $30 processing fee for name changes. All employees should, upon separation of service, provide a forwarding address to the Human Resources Department. This is especially helpful when it is time for W-2 forms to be mailed. Leaves of Absence Leaves of Absence may be granted by the Board of Education for medical reasons, for the birth or adoption of a child, for educational purposes or for other reasons as determined by the Board. Requests for leaves of absence should be directed to the Associate Superintendent.

Sick Leave Permanent employees who are working or on paid leave for half or more of the workdays in a monthly pay period earn sick leave at the rate of one day per month. Eligible permanent part-time employees earn sick leave equal to their percentage of full-time employment. Sick leave may be granted for: (1) periods of temporary disability caused by personal illness, injury, or other temporary disability, (2) illness in the employees immediate family that necessitates the employees attendance, (3) death in the immediate family, and (4) medical appointments. Sick leave may be accumulated indefinitely. It is transferable among local school systems and may be transferred to other state agencies. The Superintendent may request 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. In any event, a doctors certificate must be presented to Human Resources if sick leave absences exceed five consecutive working days. The certificate must be specific in nature and must address the specific illness and/or condition that preclude the employee from performing assigned duties. The certificate must be renewed every ten working days (unless a longer period is stipulated by the medical doctor) until sick leave is exhausted or until the employee no longer requests sick leave. When sick leave is exhausted, any leave of absence without pay must be approved by the Granville County Board of Education.

Holiday Leave Twelve-month employees observe 11 or 12 holidays per school year, depending on the day of the week that Christmas falls. Ten-month employees have 10 or 11 holidays per school year, depending on the day of the week that Christmas falls. The Granville County Board of Education determines when holidays are scheduled. Annual (Vacation) Leave All full and part-time permanent employees who work, or are on paid leave (including paid holidays and when on Workers Compensation) for one-half or more of the work days 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 permanent employee shall be computed on a pro rata basis of the amount earned by a full-time employee in that class of work. Annual leave may be accumulated without any maximum until June 30 of each year. On June 30 of each year, employees with more than 30 days of accumulated leave will have the excess accumulated leave converted to sick leave so that only 30 days are carried forward to the next fiscal year. Request for annual leave must be approved by the employees supervisor at least one week in advance. Annual leave will be transferred when employees transfer to another local school system and may be

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transferred to state agencies if they are willing to accept the leave; otherwise, employees leaving the public schools will be paid for up to 30 days of accumulated leave. In case of death, the employees estate will receive payment for any accumulated vacation leave up to 30 days. Annual leave is accrued as follows for full-time (8 hrs/day) employees: Years of Total State Service Leave Days Earned Per Month Less than 5 years 5 but less than 10 years 10 but less than 15 years 15 but less than 20 years 20 years or more 1.17 1.42 1.67 1.92 2.17

date and the date the employee is medically able to return to work. Notes should be mailed to Granville County Schools, P.O. Box 927, Oxford, NC 27565.

Twenty-Day Extended Sick Leave (Teachers) Teachers are provided 20 days each year of additional sick leave, less $50 per day, the cost of a substitute, for personal illness. This extended sick leave may be used after all accumulated sick leave has been exhausted. Extended sick leave cannot be accumulated. Personal Leave (Teachers) Personal leave is earned by classroom teachers and school media coordinators who require substitutes. In order to be eligible, the teacher must be in a permanent full- or part-time position. Personal leave is earned at the rate of .20 days for each full month of employment not to exceed two days per year. Part-time personnel earn a pro rata share of the rate for full-time teachers. Unused personal leave may be carried forward from one year to another and may be accumulated without limitation until June 30th. On June 30, personal leave in excess of 5 days is converted to sick leave so that a maximum of 5 days of personal leave are carried forward to July 1st. Upon retirement, any personal leave may also be converted to sick leave. A teacher shall not take personal leave on the first day the teacher is required to report for the school year, on a required teacher workday, on days scheduled for State testing, or on the day before or the day after a holiday or scheduled vacation day, unless the request is approved by the principal. Maternity Leave Maternity Leave requests must be made in writing and directed to the Associate Superintendent prior to the birth of the baby. Maternity leave begins on the date of delivery. Normally, the length of leave is six weeks for natural deliveries and eight weeks for cesarean deliveries, but is ultimately determined by the physician. The leave procedures allow the use of sick or vacation leave. If the maternity leave exhausts all accumulated sick and vacation leave, teachers may use up to 20 days of Extended Sick Leave at the cost of a substitute per day, for the balance of the maternity leave. (Classified employees and certain certified employees are not eligible for Extended Sick Leave. Check with the Human Resources Department to confirm eligibility.) Any days not worked prior to or after the conclusion of the maternity leave will be leavewithout-pay unless a physician certifies that the employee is medically unable to work. If diagnosed as medically unable to work, employees may cover their absence with sick, vacation or, if eligible, extended sick leave. All days coded as leave-without-pay must be pre-approved in writing by the Associate Superintendent. Upon delivery, the physician must submit a note to the Human Resources Department stating the delivery

Paternity Leave Upon delivery, fathers qualify for paternity leave under the Family Medical Leave Act. Under provision 08.2.10, vacation leave may be used for the birth or adoption of a child. Sick leave may only be used for illness in the immediate family (see Section 01.1.9) and medical appointments related to the illness that necessitates the employees attendance. Up to 30 days of earned sick leave may also be used to care for a child placed with an employee for adoption. These days should be consecutive and within the first 12 months following the adoption. Requests for paternity leave must be made in writing and directed to the Associate Superintendent prior to the birth of the baby. Upon delivery, the physician must submit a note to the Human Resources Department stating the delivery date. Notes should be mailed to Granville County Schools, P.O. Box 927, Oxford, NC 27565.

Special Leaves
Child Involvement Leave Under the state law passed by the 1993 General Assembly, any employee who is a parent, guardian, or person standing in loco parentis of a school-age child may take up to four hours of paid leave per year to attend or otherwise be involved with the childs school. The leave must be taken at a time mutually agreed upon by the supervisor and the employee; the employee must provide the supervisor with a written request for the leave at least 48 hours in advance; and the supervisor may require written verification from the childs school that the employee attended or was otherwise involved at the school during the time of the leave. Jury Duty When permanent school employees are absent from work to serve on a jury, no deduction is made from their regular salaries. Employees are entitled to their regular compensation plus any fees received for jury duty. Court Attendance No salary deduction is made when permanent employees are absent from work to attend court in connection with their official duty or because they were subpoenaed or directed by proper authority to appear as a witness for another individual. Any fees received when serving in an official capacity as a witness must be returned to the local school system. If, however, an

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employee is a defendant or a plaintiff in a case and must be absent from work, no salary is to be received unless that time is charged to annual (vacation) leave or personal leave. Military Leave Leave with pay is granted to members of reserve components of the U.S. Armed Forces for certain periods of active duty training and for state military duty. Leave with pay is extended to full or part-time permanent school employees, normally not to exceed 15 working days during the Federal fiscal year, beginning October 1 and ending on September 30. Educational/Professional Leave Short-term professional leave for participation in staff development training or meetings is available for certified employees, if approved by the principal or supervisor. Teachers should check with the principal or supervisor about the availability of funds to pay for substitutes for professional leave purposes. Long-term professional leave for up to one year may be requested by certified employees. This leave is unpaid and must be approved by the Granville County Board of Education. Voluntary Shared Leave The purpose of voluntary shared leave is to provide economic relief for employees, who by reason of a prolonged absence caused by serious medical conditions of self or immediate family, are likely to suffer financial hardship. Only permanent full and part-time employees are eligible to receive shared leave. To be eligible, an employee must have exhausted all accumulated paid leave. An employee must have approval from the Associate Superintendent for donated leave. Application may also be made by a third party acting on the employees behalf. A donor may not reduce his or her annual vacation leave balance below one-half of what that person can earn in a year. Annual or bonus leave may be donated to any eligible employee. Public school employee may also receive sick leave from family and non-family members employed in public school systems. The combined total of sick leave received from non-family members shall not exceed 20 days per year. Employees may not give or receive compensation in any form for donated leave. Acceptance of compensation for donated leave will result in dismissal. An employee who is receiving benefits or is eligible to receive benefits from the Disability Income Plan and elects to use paid leave is not eligible to receive donated leave. Voluntary shared leave may be used only during the required waiting period. Any Voluntary Shared Leave days not used are given back to the employees that donated them. For more information contact the Personnel office. Parental/Disability Leave Male or female school employees are granted a leave of absence without pay for up to one calendar year for the birth or adoption of a child or for disability of the employee. The 12 months of leave may be extended for the remainder of the school year when this leave would otherwise end in the latter half of the school year. An employee on non- paid leave is responsible for paying for health and dental insur-

ance and for flexible benefits on a self-paid basis. Employees do not receive pay for holidays or vacation days scheduled on the calendar during their nonpaid leave. If an employee elects not to use accumulated leave while on a leave of absence, that election may not be changed once the leave of absence without pay has begun.

Family Medical Leave The Family Medical Leave Act of 1993 (FMLA) allows eligible employees to take twelve (12) work weeks of unpaid, job protected leave for the birth or adoption of a child, or to care for a spouse, son, daughter, or parent who has a serious medical condition. While out for medical reasons, the employee may choose the substitution of eligible paid leave for their FMLA leave. During the 12 weeks of FMLA, the employer-paid portion of health benefits will be maintained. If an employee fails to return to work after the FMLA entitlement has been exhausted, the Board of Education shall be responsible for recovery of payment of its share of the health plan premium. To be eligible for this leave, an employee must be employed by the school district for the previous twelve months and must have worked for at least 1,250 hours during that 12month period. It is required that an employees requested medical leave be supported by a certificate issued by the health care provider of the employee or the employees ill family member. The employee will obtain and present certification from the health care provider when the employee is able to resume work. FMLA leave may be taken in combination with other paid or unpaid leave and is not an additional 12 weeks of leave. Employees who have exhausted all forms of paid and unpaid leave must request a Leave of Absence. A Leave of Absence may only be approved by the Board of Education. When sick leave extends beyond 10 days, whether for the individual or a defined family member, the Family Medical Leave Act automatically applies (GCSB Policy 7520). Additional information on the Family Medical Leave Act may be found in Granville County Schools Board Policy 7520. 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 be 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 employees salary (local, federal, or state funds).

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Pay Check Absence Codes: 01-Sick Leave, 03-Extended Leave, 04-Professional Leave, 06-Personal Leave, 07-Leave Without Pay, 20-Annual Leave, 28-Bonus Leave

Employee Compensation
Licensed employees are paid according to their licensure level and years of experience determined by the Department of Public Instruction, plus any local supplement approved by the Granville County Board of Education. Non-licensed and support employees are paid based on the salary schedule assigned to their position. To receive experience credit for a year of teaching, or to have the experience applied to BT status, a teacher must be employed at least six months of the ten-month school term. Questions about your salary should be directed to the office of Human Resources. Salary Supplements Certified Staff: GCS pays a local supplement of 7% payable at the end of the school year. The amount of the supplement will be prorated for employees who start work after the first day of school. To be eligible to receive this supplement, the employee must finish the school year. Classified Staff: The GCS Performance-Based Supplement (PBS) for Classified Employees consists of a 1% salary supplement and four performance-based components. The 1% salary supplement is paid to all classified employees hired on th or before October 15 of the school year, provided the employee completes the school year. In addition, the classified employee can receive up to $300 by meeting at least three of the four performance components described below. The PBS may be prorated for part-time employees, provided the employee is at least half-time. However, an employee forfeits his/her full supplement if he/she separates from service prior to the end-of-year. Active participation in the school or departmental improvement plan is expected of all employees of the Granville County Schools. The classified employees efforts towards the school or departmental goal are considered an integral part of the employee evaluation process. Classified staff members are not required to write an Individual Growth Plan. If a classified employee meets the required minimum of three performance-based components described below, he/she will receive the $300 PBS supplement. If less than three components are met, the employee will receive $100 for each accomplished component. Supplements are paid in the final paycheck of the school year. Component A: Service in Granville County The first major component of the PBS relates to years of service in the Granville County Schools. An employee who has completed two or more years of continuous employment in Granville County may qualify for this component. Employment must begin prior to October 16 in order to give credit for a year of service.

Component B: Attendance In order to qualify for the attendance supplement, the classified employee must achieve on-the-job attendance of 96% or greater from beginning of school (may be prorated from the hire date provided the employee begins work by October 16). Attendance requirements exclude vacation days. April 30 is the cut-off date each year. Component C: Staff Development Participation Each classified employee must participate in a minimum of ten (10) clock hours of staff development activities in order to qualify for this performance supplement component. Employment must begin prior to October 16 in order to be eligible for this component. Component D: Evaluation Each classified employee will be evaluated each year by his/her immediate supervisor. This evaluation is part of the employees permanent personnel file and is based on the quality of work performed or practices which fall under the employees responsibility. To qualify for this component, the employee must earn a final evaluation which indicates a rating of superior on at least 10% of the practices evaluated, and no practice may be rated below standard or unsatisfactory. In addition, the administrator must consider the employees efforts towards the school or departmental improvement plan. If those efforts are not deemed satisfactory, this component cannot be credited. Employment must begin prior to October 16 in order to be eligible for this component. Longevity Pay All permanent full or part-time employees receive longevity pay after completing ten (10) years of qualifying service. Longevity is an annual payment based on a percentage of your yearly base salary. Years of State Service 10 -14 15 -19 20 24 25 or more Longevity Rate 1.50% 2.25% 3.25% 4.50%

Recovery of Salary or Benefits Advanced to Employees In accordance to state statues for state paid employees, Granville County Schools will recover from the employee any money paid in advance if the employee leaves the system before earning such salary or contributions. This includes salary or health insurance contributions. Any money paid in error will be recovered from the employee. Contact the payroll department immediately if you suspect you have received an over payment.

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Installment Pay Teachers, teacher assistants, ten-month custodians, ten-month office support, and other ten-month employees may receive their pay in twelve (12) equal installments. The election to receive the twelve equal installments must be made in writing to Payroll by each employee each year on or prior to the first required workday of the school year. Extended employment beyond ten months for a ten month employee does not make the employee ineligible for the twelve equal installments. If the ten month employee goes off pay status for any reason during the school year, the twelve equal installments pay status will be cancelled and prior deductions will be paid out in full at that time.

Health Insurance All permanent full-time employees are offered group hospital and medical insurance coverage. The employer pays the base amount of the 70/30 individual coverage plan . The employee must pay a small premium for the 80/20 individual coverage plan. Health coverage for dependents and part-time employees may be added at the employees expense. Dental and Vision Insurance Granville County School System employees may purchase dental and/or vision insurance coverage under a group plan. Family coverage is also available for an additional cost. Long Term Disability Granville County Schools offers group long term disability income insurance coverage to full-time permanent employees. If group long term disability insurance is elected and a disability occurs, the insurance pays cash benefits to replace a portion of the earnings lost as a result of the disability. Cafeteria Benefits All permanent full-time employees are offered a cafeteria benefits plan. This plan offers employees an opportunity to purchase nontaxable benefits by foregoing taxable cash compensation. Cafeteria plans can result in significant savings to employees since salary reductions are tax free for Social Security as well as Federal and State tax purposes. The amount of savings will vary depending upon each employees marginal tax rates. Products offered through this plan include cancer, intensive care, accident, term life on employee, dental and health insurance. Life Insurance Plans Granville County Schools provides a free $5,000 life insurance policy for all full-time employees. Additional coverage can be purchased and payroll deducted through the Board approved insurance provider. Contact the office of Human Resources for eligibility and enrollment options Workers Compensation All employees are covered under G. S. 97 regarding Workers Compensation injuries. This statute covers any injury or disease that is work related and reported within the required time frame. All employees of Granville County Schools should comply with the following procedures dealing with a Workers Compensation claim. 1. Immediately report to the principal or immediate supervisor any injury sustained while performing their duties and responsibilities. 2. The injury shall be reported within 5 days on Form 19 which is the employers record and report of injury. The front side of Form 19 shall be

Employee Benefits
Retirement Benefits Permanent, full-time employees of the Granville County School System are covered by the North Carolina Teachers and State Employees Retirement System (TSERS). Employees contribute 6 percent of their monthly salaries and the employer provides a contribution based on legislation. The Disability Income Plan provides short-and longterm disability benefits at the employers expense for permanent employees who are members of the Teachers and State Employees Retirement System and who meet certain state service requirements. After completing at least one calendar year as a member of the Retirement System, eligible employees are automatically covered by a death benefit while they are being paid a salary and up to 180 days after the last day for which a salary is paid. Employees who are ready to begin their retirement process should schedule an appointment with the Assistant Finance Officer 120 days before their anticipated retirement date. At this appointment, the employee will need a formal letter of resignation stating the date (must be the first day of a month) of retirement and the drivers license or certified birth certificate of a potential beneficiary for their retirement benefits Prior to the appointment, the employee is strongly encouraged to contact the North Carolina Teachers and State Employees Retirement System to confirm his/her eligibility for retirement and benefits. Employees who became members of the TSERS on or after August 1, 2011 will become vested in the Retirement System after 10 years. All employees who became members of the TSERS prior to August 1, 2011 will continue under the prior five year vesting laws.

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completed by the school secretary or administrator. The injured employee is responsible for the reverse side or Form 19. The completed form should be forwarded to the Office of Human Resources, with one copy retained by the employee. 3. If medical attention is necessary the medical provider should be made aware that the illness or injury is being filed as a Workers Compensation claim. Supplemental Retirement Plans Each full-time permanent employee has the opportunity to participate in the State 401K plan which allows for retirement savings through a variety of investment options; or any part-time or full-time employee may participate in a board approved 403B tax sheltered annuity. Additional information can be obtained by contacting the Finance Department. Tuition Reimbursement GCS offers tuition reimbursement for college work taken to benefit your assignment up to $400 per course for up to three courses per year. The maximum reimbursement is $1200 per year for pre-approved courses. GCS will reimburse you for approved courses after you successfully complete the course, but you must request the reimbursement before taking the class. Employees who accept tuition reimbursement agree to work for GCS for two years beyond the date of receipt of reimbursement funds. Failure to do so will result in a legal obligation to repay all reimbursements given to the employee within the past 24 months. There is a limited amount of funding for this item and it is distributed on a first-asked, first-given basis.

Selected Policies and Procedures


Work Expectations and the Fair Labor Standards Act Bd. Policy 7500 A. Work Schedules The length of the school day for licensed staff will be set by the principal with approval by the superintendent meeting all professional responsibilities to the students and school. Participation in administrative meetings, curriculum development, pupil supervision, assigned duties, parent conferences, group or individual planning and extra-curricular activities may require additional hours and are included in the professional day. Teacher assistants must work a minimum of seven hours per day, including supervising students during lunchtime. Teacher assistants are expected to attend school-related functions, such as faculty meetings or PTA meetings, provided that such additional time does not exceed a total of forty work hours per week. The principal shall monitor the work schedules of teacher assistants to ensure that work time does not exceed forty hours unless the principal has approved overtime. Work schedules for other employees will be determined by the superintendent or principals and will be publicized to employees. The superintendent and principals shall monitor the work schedules of nonexempt employees to ensure that work time does not exceed forty hours unless the principal or immediate supervisor has approved overtime.

Career Status (Tenure) Career status (tenure) is based on four years of continuous employment in one county after earning a clear non-probationary/provisional license. Only initial and continuing licenses constitute clear licenses. Have you previously earned tenure in another NC county? If so, you will be eligible to earn tenure in Granville County after one year. Teacher Loan Forgiveness Some of our schools are defined as low-income schools under Federal Regulations. Some new teachers may qualify for deferment or forgiveness of part of their Stafford Loan or Perkins Loans. Contact the financial aid office of your college for more information. Additionally, some Federal loan forgiveness is available for Highly Qualified secondary mathematics and science teachers and special education teachers. The application is posted on the Human Resources Department website. Former military personnel may qualify for up to $10,000 in bonuses through Troops to Teachers.

B. Work Week Defined Working hours for all employees not exempted under the Fair Labor Standards Act, including secretaries, cafeteria, janitorial and maintenance personnel, will conform to federal and state regulations. The superintendent will ensure that job positions are classified as exempt or non-exempt and will notify employees of such classifications. Supervisors will make every effort to avoid circumstances which require non-exempt employees to work more than 40 hours. For purposes of Fair Labor Standards Act Compliance, the workweek for school district employees will be 12:00 a.m. Sunday until 11:59 p.m. Saturday. A copy of the Fair Labor Standards Act and any administrative procedures established by the superintendent will be available to employees in the personnel office. C. Overtime and Compensatory Time The Granville County Board of Education discourages overtime work by employees. An employee shall not work overtime without the express approval of his/her supervisor. All overtime work must be approved by

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the superintendent or his/her designee. All supervisory personnel must monitor overtime use on a weekly basis and report such use to the superintendent or his/her designee. Principals, area supervisors and immediate supervisors shall monitor employees work and ensure that overtime provisions of this policy and the FLSA are followed. Principals or supervisors may need to adjust daily schedules to prevent employees from working more than 40 hours in a workweek. The finance officer will review work records of employees on a regular basis to make an assessment of overtime use. Accurate and complete time sheets of actual hours worked during the workweek shall be signed by each employee and submitted to the finance officer. In lieu of overtime compensation, employees will receive compensatory time off at a rate of not less than one and one-half hours for each hour of overtime worked if such compensatory time (1) is agreed to by the employee before the overtime work is performed and (2) is authorized by the immediate supervisor. Employees must be allowed to use compensatory time within a reasonable period after requesting such use. Employees may accrue a maximum of 240 compensatory time hours before they must be paid time and a half for overtime. In addition, upon leaving the system, an employee must be paid for any unused compensatory time at the rate of not less than the higher of (a) the average regular rate received by the employee during his/her last three years of employment or (b) the final regular rate received by the employee. Employees will be provided a copy of this policy and will be required to sign this policy to acknowledge their understanding of overtime and compensatory time provisions. Such signed policy will constitute the written agreement required in this section. A copy of this policy must be included in the employment packet and explained to certified and classified candidates.

The following are examples of appropriate dress for staff, if worn at an appropriate, non-distracting and non-disruptive length and fit: slacks, collared shirts and sweaters for men; skirts, dresses, jumpers, slacks, collared shirts and blouses for women; knee-length dressy shorts (city shorts); and dressy, loose-fitting stirrup pants. The following are examples of inappropriate dress for staff, unless otherwise provided: jeans, jean shorts, overalls, overall shorts, leggings, athletic wear, midriff tops, tank tops, casual shorts and T-shirts. The principal or supervisor may approve variations for special situations such as field trips, spirit days, class or team days, workdays, (when there are no parent conferences or meetings involving the public) or for those individuals whose responsibilities may necessitate an alternate form of dress such as physical education teachers, vocational education instructors, coaches, and auxiliary personnel. Reasonable accommodations shall be made by the appropriate supervisor for those employees who because of a sincerely-held religious belief, cultural heritage, or medical reason request a waiver of a particular part of this policy. Administrative and supervisory personnel shall set a good example in personal appearance and good manners and shall encourage and expect employees to dress in accordance with the board's expectations. An employee's supervisor will make an initial determination of whether an employees dress or appearance is inappropriate. In making this determination, the supervisor will consider the following factors: the nature of the work; whether the dress is consistent with a professional environment; health and safety factors; the nature of the employee's public contact and the normal expectations of outside parties with whom the employee will work; the employee's interaction with students; the prevailing practices of other workers in similar jobs; and any properly established guidelines for dress or appearance. If the supervisor determines that the employee's dress or appearance is inappropriate; detrimental to the work or learning environment; or hazardous to the health or safety of the employee, fellow employees or students, the supervisor will counsel the employee regarding appropriate attire that is consistent with this policy and will determine whether the employee is allowed to remain at work or must leave work to change his/her dress. Any failure to follow the supervisor's directive and/or blatant or repeated violations of this policy will subject the employee to disciplinary action up to, and including, dismissal. The superintendent shall develop and communicate to employees guidelines for appropriate dress and appearance. Such guidelines may authorize the principal, school improvement team or department supervisors to develop specific dress or appearance requirements

D. Attendance Expectations All employees are expected to be present during all working hours. Absence without prior approval, chronic absences, habitual tardiness or abuses of designated working hours are all considered neglect of duty and will result in disciplinary action up to and including dismissal. Any employee expecting to be absent from his/her regular work assignment must notify the principal or immediate supervisor (or his/her designee) at the earliest time possible. If notification cannot be given prior to the day of absence, it should be given no later than 7:00 a.m. on the day of absence. The principal or immediate supervisor is responsible for employing a substitute when necessary.

Employee Dress and Appearance -Policy Code 7340 The board believes that the appearance and the conduct of its faculty are of supreme importance in establishing a positive image for education in the community and for presenting a good example for students. Therefore, the board affirms its expectation that all personnel shall be professionally, neatly and appropriately attired for the work to be done. An employee's dress must not disrupt or distract from the educational process and must be in accordance with health and safety standards.

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for each school or department. All efforts will be made to ensure that the standards of this policy are applied equitably and consistently throughout the school and school d istrict. Jeans are not to be worn by school-based or central office personnel except under special conditions as outlined below or detailed in the policy. When jeans are approved to be worn, they must be appropriate for a professional environment (i.e.; not dirty, torn, excessively worn or revealing). Jeans are permissible in the schools on teacher workdays unless parent conferences are scheduled. Principals and central office directors have the discretion of allowing employees to wear jeans no more than one (1) special day per calendar month. Principals must notify the Superintendents Office by email or written memo of any day designated as a special day for jeans. An email or fax verification of the notice will be sent to the Principal by the Superintendent or Assistant Superintendent within 2 business days of the notice. The Superintendent will notify the Central Office staff of any special days when jeans may be worn. Employees may wear jeans on field trips to outdoor venues such as touring farms, construction sites, manufacturing environments or other settings where clothing could be expected to be dirtied or soiled. Jeans are not to be worn on field trips to such settings as museums, theaters, or other indoor venues. The following positions, in addition to those outlined in the policy, may choose to wear jeans due to the nature of their work -custodians, technology technicians and the district print shop technician. A principal or central office director may request a waiver from this policy and its guidelines on a special cause basis by submitting a letter of request to the Superintendent.

This policy is not violated by an individuals proper use of a drug lawfully prescribed for that individual by a licensed health-care provider. B. Applicability of Policy This policy shall govern each employee before, during or after school hours while on any property owned or leased by the board of education; at anytime during which the individual employee is acting in the course and scope of his/her employment with the board of education; and at any time that the employees violation of this policy has a direct and adverse effect upon his/her job performance. When there are reasonable grounds to believe that an employee is in violation of the boards Drug-Free Workplace Environment Policy, the superintendent may require that the employee submit to a medical examination, including a drug or alcohol assessment. The drug or alcohol assessment will be conducted to determine whether the employee has been under the influence of illegal drugs, under the influence of alcohol while on duty, or impaired by the use of prescription or nonprescription drugs while on duty. If the drug or alcohol assessment is positive and there is no legitimate medical explanation for the results, the employee may be subject to disciplinary action, including termination of employment. Any drug testing shall conform with the state procedures on administering controlled substance examinations. Any employee who refuses a drug or alcohol screening test may be terminated. An independent contractor or volunteer who refuses a drug or alcohol screening test may be removed from further duties with the school district. The superintendent may devise procedures to implement this policy. C. Duty to Report An employee must notify his or her supervisor in writing of any conviction under any criminal drug statute for a violation occurring within the scope of the preceding paragraph of this policy. Notification will be given not later than five calendar days after such conviction. Within ten (10) days of receiving a notice of conviction by an employee whose position is funded in any part by a federal grant, the school district will notify the funding agency of the conviction. Conviction as used in this policy includes the entry in a court of law or military tribunal of (1) a plea of guilty, nolo contendere, no contest or the equivalent; (2) a verdict of finding of guilty; or (3) a prayer for judgment continued (PJC) or a deferred prosecution. D. Consequences for Violation Violation of this policy shall subject an individual to personnel action by the board of education which could result in non-renewal or termination of employment with the school district or the requirement that the employee participate satisfactorily in a drug or alcohol abuse assistance or rehabilitation program approved by the board of education. Information concerning

Drug-Free and Alcohol-Free Workplace -Policy Code: 7240 The Board of Education recognizes that reducing drug and alcohol abuse in the workplace improves the safety, health and productivity of employees. It is the policy of the board of education that a drug-free and alcohol-free workplace will be maintained. This policy will be distributed to all employees. A. Prohibited Behavior The board prohibits the unlawful manufacture, distribution, dispensing, possession, or use of any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, anabolic steroids, alcohol, counterfeit substances or any other controlled substance as defined in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and further defined by regulation at 21 C.F.R. 1300.11 through 1300.15. No employee shall be impaired by the excessive use of prescription or nonprescription drugs. Employees are prohibited from using or being under the influence of alcohol while acting in the course and scope of the employees' duties. This policy does not apply to an employee's consumption of alcoholic beverages that are served at a reception or other similar function that occurs outside the regular workday and that the employee is authorized or required to attend as a part of his or her employment duties.

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available counseling, rehabilitation and re-entry programs will be provided to employees.

Occupational Exposure to Bloodborne Pathogens -Policy Code: 7260 The board recognizes the importance of using precautionary measures and educating employees to prevent the transmission of communicable diseases. It is the policy of the board to comply with federal regulations and state statutes regarding bloodborne pathogens as set forth in the Federal Register, 29 CFR 1910.1030, and the North Carolina Administrative Code, 15A NCAC 19.0200, by attempting to limit/prevent occupational exposure of employees to blood or other potentially infectious bodily fluids and materials that may transmit bloodborne pathogens and lead to disease or death. A. Reasonably Anticipated Occupational Exposure Employees who could be "reasonably anticipated," as a result of performing required job duties, to face contact with blood, bodily fluids or other potentially infectious materials are covered by the OSHA Bloodborne Pathogens Standard, the North Carolina Administrative Code, and this policy. "Occupational Exposure" includes any reasonably anticipated skin, eye, mucous membrane or parenteral (brought into the body through some way other than the digestive tract) contact with blood or other potentially infectious materials that may result from the performance of an employee's duties. "Good Samaritan" acts, such as assisting a co-worker or student with a nosebleed, would not be considered "reasonably anticipated occupational exposure." B. Universal Precautions Universal precautions will be in force at all times. All blood, body fluid and other potentially infectious material will be handled as if infected. The program standards for the control of potential exposure to HIV and HBV as outlined in the OSHA Rule "Occupational Exposure to Bloodborne Pathogens" Standard 1910.1030, the NC Administrative Codes, or the most current standards available will be followed. C. School District Requirements The superintendent will ensure that: 1. all job classifications are categorized as to whether (a) all the employees in the job classification have occupational exposure; (b) some employees in the job classification have tasks that create occupational exposure, with each of these tasks listed or (c) all employees in the job classification perform no tasks that are likely to create occupational exposure and that all such exposure determinations are included in the exposure plan and reviewed at least annually for modification; 2. all elements of the Infection Control Manual, including but not limited to exposure determination, work practice standards, Hepatitis B (HBV) vaccination procedures, post exposure evaluation and follow-up, communication of hazards to employees, training requirements, and record keeping are met; 3. all employees have access to a copy of the Bloodborne Pathogens Policy and Infection Control Manual; 4. all employees with occupational exposure and those who may benefit from exercising universal precautions receive training at the time of initial assignment and annually thereafter;

5. this policy and the Infection Control Manual are reviewed and updated annually. D. Testing An employee who suspects that he or she has a blood or body fluid exposure may request to be tested, at the school district's expense, provided that the suspected exposure poses a significant risk of transmission as defined in the rules of the Commission for Health Services. The HIV and HBV testing of a person who is the source of an exposure that poses a significant risk of transmission will be conducted in accordance with 15A NC Administrative Code 19A .0202 (4) (HIV) and 19A .0203(b)(3) (HBV). The school district will strictly adhere to existing confidentiality rules and laws regarding employees with communicable diseases, including HIV or HIV-associated conditions. E. Nondiscrimination Policy The school district will not discriminate against any applicant or employee who has or is suspected of having a communicable disease, including TB, HBV, HIV infection or AIDS. An employee may continue to work as long as the employee is able to satisfactorily perform the essential functions of the job and there is no medical evidence indicating that the employee's condition poses a significant, direct threat to coworkers, students or the public. Smoking and Tobacco Products -Policy Code: 7250 The Board of Education promotes the health and safety of all students and staff and the cleanliness of all school facilities. The board believes that the use of tobacco products on school grounds, in school buildings and facilities, on school property or at school-related or school-sponsored events is detrimental to the health and safety of students, staff and school visitors. To this end, the board adopted [effective July 1, 2007] this 100 percent tobacco free policy and prohibits or restricts smoking and the use of tobacco products as follows. For the purposes of this policy, the term tobacco product means any product that contains tobacco and is intended for human consumption, including all lighted and smokeless tobacco products.

1. All persons, including school district personnel, volunteers, contractors, other persons performing services or activities on behalf of the school district, students and visitors, are prohibited from using any tobacco products at any time (1) in any school building, in any school facility, in any school vehicle, on school grounds or on any school property, owned, leased, borrowed or otherwise used by the school district for school purposes or (2) at any schoolsponsored or school-related activity, including athletic events, on or off school grounds, except for the use of tobacco products for instructional or research purposes as provided below.

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2. In addition, school district employees , school volunteers, contractors or other persons performing services on behalf of the school district also are prohibited from using tobacco products at any other time while on duty and in the presence of students, either on or off school grounds. 3. Nothing in this policy prohibits the use of tobacco products for an instructional or research activity conducted in a school building, provided such activity is conducted or supervised by a faculty member and the activity does not include smoking, chewing or otherwise ingesting tobacco. 4. The administration will consult with the county health department and other appropriate organizations to provide employees with information and access to support systems and programs to encourage employees to abstain from the use of tobacco products. The school district will, from time to time, provide free non-smoking clinics to be offered to employees in the schools, after the regular school day. 5. School personnel will be provided notice of this policy through personnel handbooks or other means identified by the principal. In addition, the principal will post signs in a manner and location that adequately notify staff, students and visitors about the 100 percent tobacco-free schools policy. 6. All school personnel are required to adhere to and enforce this policy and other policies, rules or regulations addressing the use of tobacco products. Criminal History Check -Policy Code: 7140 The Granville County Board of Education believes that a safe learning and working environment must be provided for all students and employees. Anyone who directly or indirectly has contact with children holds a unique position of trust. The criminal history of an applicant or employee may affect these goals and responsibilities and shall be considered in hiring and dismissal decisions. Specific information about this Board of Education Policy may be found on the Granville County Schools Website (www.gcs.k12.nc.us) through the link to Board Policies. Administering Medicines to Students -Policy Code: 6125 The board recognizes that students may need to take medication during school hours. The school district will administer drugs or medication prescribed by a doctor upon the written request of the parents or guardians. To minimize disruptions to the school day, medicines should be taken at home rather than at school whenever feasible. The school district is not required to administer any medication that could be taken at home. Students are discouraged from self-administering medication during the school day. The school district will not be responsible for students who self-medicate. Specific details can be found on the Granville County Schools Website (www.gcs.k12.nc.us) through the link to Board Policies. Grievance Procedure for Employee -Policy Code: 1750/7220 It is the policy of the board, in keeping with the ultimate goal of serving the educational welfare of children, to develop and practice reasonable and effective methods of resolving difficulties that may arise among employees. The intent is to reduce potential areas of grievances and to establish and maintain recognized channels of communications

between staff and administration. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions when problems do occur. Informal Resolution It is desirable for an employee and his or her immediate supervisor to resolve problems through free and informal communication. In those circumstances where informal procedures fail or are inappropriate or where the employee requests formal procedures, a grievance will be processed pursuant to the steps set forth below. Grievance means a formal written claim by an employee regarding specific decisions made by another employee alleging that such decisions have adversely affected the person making the claim. A grievance may include, but is not limited to, the following allegations: that there has been a violation, misapplication, or misinterpretation of state or federal law or regulation, school board policy or administrative procedure; that an employee has been subject to discrimination on the basis of race, religion, sex, national origin, age or disability; that an employee's employment status or the terms or conditions of his/her employment have been adversely affected; or that there exists a physical condition which jeopardizes an employee's health or safety, or which interferes with an employee's ability to discharge his or her responsibilities properly and effectively. The term "grievance" does not apply to any matter for which the method of review is prescribed by law, for which there is a more specific board policy providing a process for addressing the concern, or upon which the board of education is without authority to act.

Timeliness of Process Failure by the official at any step to communicate a decision within the specified time limit will permit the grievant to appeal the grievance to the next step unless the official has notified the grievant of the delay and the reason for the delay, such as the complexity of the investigation or report. The official will make reasonable efforts to keep the grievant apprised of progress being made during any period of delay. Delays may not impermissibly interfere with the exercise of any legal rights. Failure by the grievant at any step to appeal a grievance to the next step within the specified time limit will be considered acceptance of the decision at that step, unless the grievant has notified the official of a delay, the reason for the delay and the official has consented in writing to the delay. The employee may have a representative, including an attorney, at any stage following the filing of the grievance.

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Reporting a Grievance A grievance must be filed as soon as possible but no longer than 30 days after disclosure or discovery of the facts giving rise to the grievance. For a grievance submitted after 30 days which claims a violation, misapplication or misinterpretation of state or federal law, including discrimination, the superintendent or designee will determine whether the grievance will be investigated after considering factors such as the reason for the delay; the extent of the delay; the effect of the delay on the ability of the school district to investigate and respond to the complaint; and whether the investigation of the complaint is necessary to meet any legal obligations. However, employees should recognize that delays in reporting may significantly impair the ability of the school district to investigate and respond effectively to such complaints. All grievances will be in writing and the written statement of grievance will remain the same throughout all steps of the grievance procedure. The written grievance must include the following information: (1) the name of the school district employee or other individual whose decision or action is at issue; (2) the specific decisions(s), action(s) or physical condition at issue; (3) any board policy, state or federal law, state or federal regulation or State Board of Education policy or procedure that the employee believes has been misapplied, misinterpreted or violated; (4) and the specific resolution desired. If there is not a specific decision at issue or no concern that state or federal law or regulation, State Board of Education policy or procedure or Granville County board policy or procedure has been misapplied, misinterpreted or violated, then the procedure established in board policy 1742/5060, Responding to Complaints, is appropriate and the principal or immediate supervisor will address the concern following that board policy. The employee(s) will present the grievance in writing to his or her immediate supervisor or the supervisor's designee (hereinafter "official"), unless the grievance alleges unlawful discrimination in which case the grievance may be presented instead to the superintendent or his/her designee. Specific details can be found on the Granville County Schools Website (www.gcs.k12.nc.us) through the link to Board Policies. Sexual Harassment Defined -Policy Code: 1736/4026/7236 Sexual harassment is one form of harassment. The Granville County Board of Education believes that all employees and students are entitled to work and study in school-related environments that are free of sexual harassment. The board expects that each individual, regardless of gender, will be treated with courtesy and respect by all superiors and by all fellow employees and students, and that explicit or implicit sexual overtures will be kept out of the workplace and school environment. To this end, the board prohibits employees and students from engaging in sexual harassment. The board further advises employees and students that when evidence of sexual harassment is established, disciplinary action may be taken up to and including dismissal (for employees) and suspension (for students). Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1. submission to the conduct is made, either explicitly or implicitly, a term or condition of an individual's employment, academic progress, or completion of a school-related activity; or 2. submission to or rejection of such conduct is used as the basis for employment decisions affecting such individual, or in the case of a student, submission to or rejection of such conduct is used in evaluating the individual's performance within a course of study or other school-related activity; or 3. such conduct is sufficiently severe, persistent or pervasive so that it has the purpose or effect of unreasonably interfering with an employee's work or performance or a student's educational performance; limiting a student's ability to participate in or benefit from an educational program or environment; or creating an abusive, intimidating, hostile, or offensive work or educational environment. Examples of sexually harassing conduct include, but are not limited to, deliberate, unwelcome touching of a sexual nature or that takes on sexual connotations; suggestions or demands for sexual involvement accompanied by implied or overt promises of preferential treatment or threats; pressure for sexual activity; continued or repeated offensive sexual flirtations, advances or propositions; continued or repeated verbal remarks about an individual's body; sexually degrading words used toward an individual or to describe an individual; and the display of sexually suggestive objects or pictures. Sexual harassment does not include personal compliments welcomed by the recipient or social interactions or relations freely entered into by employees or prospective employees, or appropriate interactions between students. In the case of consensual relations between students, there may be reason to question the consensual nature of the conduct if one or both of the students are very young or if there is a large age disparity between the students. It is possible for sexual harassment to occur at various levels: between fellow students or co-workers; between supervisors and subordinates; between employees and students; or imposed by non-employees, including visitors, on employees and/or students. In addition, sexual harassment can occur between members of the opposite sex or the same sex. Romantic or sexual advances toward students by employees or romantic or sexual relationships between school employees and students are never appropriate, whether they are consensual or fall outside the definition of sexual harassment. Such relationships are prohibited (see policy 4040/7310, Staff-Student Relations). Employees engaging in inappropriate relationships with students will be subject to disciplinary action, up to and including dismissal. Sexual Harassment Complaint Procedure for Employees Policy Code: 1755/7237 The Board takes seriously all complaints of discrimination. Any employee with a complaint of discrimination or harassment, other

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than sexual harassment, is encouraged to notify school officials and seek either an informal resolution or submit a grievance in accordance with policy 1750/7220, Grievance Procedure for Employees. The board acknowledges that reports of harassment, including sexual harassment, may be addressed informally through such methods as conferences or mediation, and the board encourages the use of such procedures to the extent possible. 1. Reporting Complaint a. An employee or job applicant who believes he or she has been sexually harassed may make a complaint orally or in writing with any of the following: immediate supervisor the director of human resources; the superintendent's designee; or any member of the Granville County Board of Education for any case involving alleged sexual harassment by the superintendent. Any person receiving a complaint of sexual harassment should have another person present when hearing the complaint. If it is not possible to have another person present, the complaint should be recorded. b. A grievance must be filed as soon as possible but no longer than 30 days after disclosure or discovery of the facts giving rise to the grievance. For a grievance submitted after 30 days which claims a violation, misapplication or misinterpretation of state or federal law, including discrimination, the superintendent or designee will determine whether the grievance will be investigated after considering factors such as the reason for the delay; the extent of the delay; the effect of the delay on the ability of the school district to investigate and respond to the complaint; and whether the investigation of the complaint is necessary to meet any legal obligations. However, employees should recognize that delays in reporting may significantly impair the ability of the school district to investigate and respond effectively to such complaints. c. Any supervisor who receives a sexual harassment complaint, or has reason to believe an employee is being sexually harassed shall notify the director of human resources immediately. If the director of human resources is the accused harasser, the report shall be made to the superintendent or his/her designee. Any supervisor who fails to report promptly allegations or claims of sexual harassment may be subject to disciplinary action. Additional Information can be found in Board Policy 1710/4021/7230. Inclement Weather Processes -Board Policy: 7550 Instructions for Staff When School is Closed: Employees shall not report to work. Principals and the Superintendent are expected to have a plan in place to check on the facility and make plans to have their facility ready to re-open. Instructions for Staff When School is Closed for Students with an Optional Teacher Workday: 10, 11, and 12-month employees may report to work for their normal working hours or take an annual leave day.

No employee should come to work if they feel that road conditions in their area are unsafe for travel. Principals are expected to have a plan in place to have the facility ready to open for staff that does report. Instructions for Staff When There is a Delayed Opening: Staff should be in place no later than 15 minutes prior to school starting. Example: School is delayed by 2 hours. Students, who normally report at 8:00 a.m., begin school at 10:00 a.m. Staff should be in place by 9:45 a.m. Before school child care programs will open at 8:00 a.m. For salaried employees on TACS, the time of the delay approved by the Superintendent will be forgiven and the time will be accounted for within TACS by the payroll department. Condition: Decision to Close Early We will inform your school by email to the entire Friday Memo distribution list with directions for anyone opening the email to advise the principal as soon as it is received. A fax copy of the email will be sent as well. The principal or designee is to email or call the Superintendent's Office as soon as possible to inform us that the email or fax message has been received. This is our back up system for verifying that all schools are aware of the early closing details. Any school that does not contact the Superintendent's Office within ten (10) minutes of the notifications being sent will be called to be sure they have the details. Knowing the school lines are extremely busy, especially in inclement weather conditions, this phone call to us is a high priority for your school. Media outlets will be advised of early closing details. All delay or early closing announcements will be made in terms of a relative time. (i.e.; "Granville County Schools will close one hour early today.") As soon as the schools are notified, an Emergency Alert Now notification will be sent out to all parents. Instructions for Staff When School is Dismissed Early: Staff may leave as soon as all students have left campus. An administrator should remain on campus until all buses have completed their routes and all car riders have been picked up. Principals: Refer to Administrative Procedure on School Safety for details regarding responsibilities when schools close early. Principals should have all bus drivers call into and report to the schools office that their routes are complete.

Granville County Schools Employee Handbook

Revised February 24, 2012

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Principals should use a minimum number of staff members to supervise students while they are waiting to be picked up. The Central Office will also operate with a skeleton staff during an early dismissal. After-school childcare programs and all school events will be canceled. Parents should pick up students as soon as possible. For salaried employees on TACS, the early release time approved by the Superintendent will be forgiven and the time will be accounted for within TACS by the payroll department. WORK MISSED DUE TO INCLEMENT WEATHER: When schools are closed for students because of inclement weather, it is normally necessary to close the schools for staff too. However, if most roads are clear and the school grounds and buildings are deemed safe and functional enough (parking lots/sidewalks free of ice, mechanical systems functioning, etc.) an optional workday will be declared. When it is announced that schools are closed for students and staff, staff members should NOT report to work. Employees Must Choose Between the Following Options When School is Closed: Comp time, if earned Annual leave/Bonus leave Personal leave (teachers only) Leave-without-pay or Make up the work missed on an hour-for-hour basis (certified only)

Acceptable Use Policy-Internet & Email -Policy Code: 3225/7320 Appropriate use of the Internet is encouraged of all GCS staff and students. A copy of the Acceptable Use Policy 3225/7230 is provided to each employee when he/she is hired. The employee agrees in writing to follow all provisions of the above Board Policy. Specific questions about the policy should be referred to the Director of Instructional Technology. Tutoring Fees-Ethics and Limitations Teachers and teacher assistants are prohibited from charging current students for tutoring services or educational supplies. The Code of Professional Conduct states, The educator shall not solicit current students or parents of students to purchase equipment, supplies, or services from the educator in a private remunerative capacity. An educator shall not tutor for remuneration students currently assigned to the educator's classes, unless approved by the local superintendent. An educator shall not accept any compensation, benefit, or thing of value other than the educators regular compensation for the performance of any service that the educator is required to render in the course and scope of the educators employment. This rule shall not restrict performance of any overtime or supplemental services at the request of the LEA; nor shall it apply to or restrict the acceptance of gifts or tokens of minimal value offered and accepted openly from students, parents, or other persons in recognition or appreciation of service. Note: This does not limit a teacher /teacher assistant from charging for tutoring services during the summer months when not actively employed. Food Policies 1. In compliance with the no competitive foods requirements of our FDA administered school lunch program, the Granville County Schools limits school and classroom activities and or celebrations involving consumption of food items until the conclusion of the school lunch schedule. An exception is allowed for a regularly scheduled morning snack for primary students with afternoon lunch schedules if approved by the school principal. 2. In addition, Granville County Policy complies with NC Regulation 15A NCAC 18A .2800-Food Prepared for Child Care Centers, as follows: A. Other than individual student lunches prepared at home, all food items brought into schools for student consumption must be prepared under commercially inspected conditions, must be prepackaged and must be within the expiration date on the packaging, i.e. cupcakes, cookies, brownies, etc. B. Exceptions to this policy will be granted for foods prepared and consumed in the classroom as part of an approved instructional activity. All ingredients must be prepackaged in the original container and fresh based on the products expiration date. Extreme care must be given to individual childrens food sensitivities, the sanitation maintained during the activity and the appropriate curricular connection of the lesson. C. Other exceptions may be granted for special events held by school-based clubs, teams, etc. involving food preparation on the school grounds if preapproved by the superintendents designee.

SPECIAL CONSIDERATIONS FOR CERTIFIED EMPLOYEES Certified employees may elect to make up missed time on an hourly basis with seven hours equaling one day. If a certified employee has accumulated flex time prior to the inclement weather, it is strongly recommended that this time be used to cover as much missed work as possible. All make-up hours must be worked outside of the professional day. Make-up hours must be pre-approved and supervised by the administrator or his/her designee. Each school should keep accurate records regarding this process. The hours can be worked before or after school, on weekends or other breaks in the school calendar or at the end of st the school year. However, all make up time must be completed prior to May 1 , unless pre-approved in writing by the Associate Superintendent for Human Resources and Operations. SPECIAL CONSIDERATIONS FOR CLASSIFIED EMPLOYEES Classified or non-exempt employees may not make up time missed due to inclement weather. The time missed must be charged with the appropriate leave as listed above.

Granville County Schools Employee Handbook

Revised February 24, 2012

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