Lee County School District Employee Handbook 2013-2014

Dr. Wanda L. Andrews, Superintendent

Lee County School District does not discriminate on the basis of race, gender, disability, age, religion, or national origin in its educational programs and employment practices and provides equal access to the Boy Scouts and other designated youth groups. Questions pertaining to Section 504 inquiries, may be directed to the Section 504 Coordinator, Anita Brown, Director of Special Programs. Questions pertaining to Title IX may be directed to the Title IX Coordinator, Dr. Jeff Long, Director of Human Resources and Communications at P.O. Box 507, 521 Park Street, Bishopville, SC 29010. (803) 484-5327.

HANDBOOK FOR STAFF This is not a Contract LEE COUNTY SCHOOL DISTRICT 521 Park Street P.O. Box 507 Bishopville, SC 29010 Telephone: (803) 484-5327 Fax: (803) 484-9107 Website: http://www.leeschoolsk12.org 2013-2014 IMPORTANT NOTICE NOTHING IN THIS HANDBOOK OR IN ANY POLICY MANUAL OF LEE COUNTY SCHOOL DISTRICT CONSTITUTES OR CREATES AN EXPRESS OR IMPLIED CONTRACT OF EMPLOYMENT; RATHER, THIS HANDBOOK SHOULD BE UNDERSTOOD AS A BRIEF DESCRIPTION OF THE BENEFITS OFFERED BY LEE COUNTY SCHOOL DISTRICT AND AN OVERVIEW OF ITS POLICIES AND RULES. THIS HANDBOOK SUPERSEDES ALL PREVIOUS HANDBOOKS OR OTHER DOCUMENTS THAT ADDRESS THE SAME SUBJECT MATTER AS THE POLICIES AND RULES CONTAINED IN THIS HANDBOOK. IN ADDITION, THIS HANDBOOK CAN BE MODIFIED OR ALTERED AT ANY TIME BY LEE COUNTY SCHOOL DISTRICT.

I HAVE READ AND UNDERSTAND THE CONTENTS OF THIS EMPLOYEE HANDBOOK AND I UNDERSTAND THAT THE DISTRICT’S HANDBOOK AND POLICY MANUAL ARE NOT CONTRACTS.

_____________________________ Name

______________________________ Date

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TABLE OF CONTENTS Introduction ..........................................................................................................................5 Website Provides School News Information .......................................................................5 GENERAL INFORMATION Board of Education ........................................................................................................6 District Office Staff........................................................................................................7 School Directory ............................................................................................................8 District Calendar ............................................................................................................9 School Board’s Mission Statement ..............................................................................10 District’s Mission Statement ........................................................................................10 Beliefs, Parameters, Learner Standards, Strategies .....................................................10 Staff Health ..................................................................................................................11 Certification .................................................................................................................12 Renewing and Advancing Certificates.........................................................................12 Evaluation of Instructional Staff ..................................................................................13 Employment .................................................................................................................14 Verification of Employment .......................................................................................14 Criminal Record History ..............................................................................................15 COMPENSATION Teacher Salary Scale ....................................................................................................16 Payroll Schedule ..........................................................................................................17 Salary Deductions ........................................................................................................18 Employee Benefits .......................................................................................................19 Enrollment Periods ................................................................................................20 Health Insurance ....................................................................................................21 Prescription Drug Benefits .....................................................................................24 Dental Insurance ....................................................................................................25 Vision Insurance ....................................................................................................25 Life Insurance ........................................................................................................26 Disability ................................................................................................................28 Long Term Care Insurance ....................................................................................29 MoneyPlu$ .............................................................................................................30 Other Benefits ........................................................................................................31 PROFESSIONAL STAFF LEAVES AND ABSENCES Procedures Regarding Absences ..................................................................................32 Verification and Use of Sick Leave .............................................................................32 Family & Medical Leave Act (FMLA) ........................................................................33 Eligibility ...............................................................................................................33 Types of Leave .......................................................................................................34 Spouse Employed by the School District...............................................................34 Intermittent and Reduced Leave ............................................................................34 Benefits .................................................................................................................34 Notice .....................................................................................................................35 Designation of Leave as FMLA Leave ..................................................................35 Certification ...........................................................................................................35 Restoration .............................................................................................................36 Instructional Employees.........................................................................................36 3

Failure to Return ..........................................................................................................37 Holidays .......................................................................................................................37 Retirement ....................................................................................................................37 OTHER INFORMATION Complaints and Grievances .........................................................................................38 Professional Conduct ...................................................................................................39 Staff Rights and Responsibilities ...........................................................................39 Staff Ethics / Conflict of Interest ...........................................................................39 Dress Code .............................................................................................................40 Sexual Discrimination & Harassment ..........................................................................41 Sexual Harassment (Staff) .....................................................................................41 Sexual Harassment (Students) ..............................................................................41 Substitute Teachers ......................................................................................................42 Extra Duty ....................................................................................................................43 Athletic Coaching Assignments ...................................................................................43 Expense Reimbursement ..............................................................................................43 Professional Staff Assignments and Transfers ............................................................44 Fair Labor Standards Act Information .........................................................................45 Reduction in Force .......................................................................................................46 Resignation of Support Staff ........................................................................................46 Resignation of Professional Staff.................................................................................47 Reporting Child Abuse ................................................................................................47 Notice to Employees ....................................................................................................49

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INTRODUCTION The contents of this manual are a combination of Board Policy, Administrative Procedures and other regulations taken from the Lee County School Board Policy Manual, administrative guidelines and related laws. Information is summarized for the purpose of this publication. Staff are urged to refer to the Board Policy Manual whenever there is a need for clarification.

Nothing in this handbook is intended to or in any way change or modify district policy. If any portion of this handbook conflicts with district policy, district policy shall take precedence.

SCHOOL NEWS AND INFORMATION The Lee County School District administration encourages all staff to visit the school district website at www.leeschoolsk12.org often to obtain school news, information about upcoming events and pertinent information about school programs and initiatives. Links to the individual school web sites can be found on the district home page.

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GENERAL INFORMATION BOARD OF EDUCATION Lee County School District is under the management and control of the Lee County Board of Education. The officers of the Board consist of a chairperson, vice chairperson and secretary. The district’s executive secretary serves as the secretary of the Lee County Board of Education and maintains the official minutes. Regularly scheduled board meetings are held on the third Monday night of each month at Lee Central High School. The Board’s powers are derived from the state legislature; therefore, it may perform only those acts for which some authority exists. This authority may be expressly stated or implied either in state law or in rules and regulations of the State Board of Education. All powers of the Board lie in its actions as a body. Board members acting as individuals have no authority over school affairs or personnel. The Board of Education members shall be registered voters and residents of Lee County. Employees of the school district are not eligible to serve as a member of the Board.

MEMBERS

Ms. Sanya Moses, Chairperson 77 Moses Road Bishopville, SC 29010

Mr. Don Bowen 226 Roundup Drive Bishopville, SC 29010

Mr. Nathaniel Brunson, Vice Chairperson 2888 Manville-St. Charles Road Bishopville, SC 29010

Mr. Graham Drayton 2116 Sumter Highway Bishopville, SC 29010

Mrs. Queenie M. Boyd, Secretary 529 Davis Street Bishopville, SC 29010

Ms. Valarie D. Haywood Post Office Box 419 Lynchburg, SC 29080

Ms. Jessie M. Belvin 925 Dampier Road Lamar, SC 29080

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DISTRICT OFFICE STAFF Superintendent: Dr. Wanda L. Andrews Nancy Mefford

Superintendent Executive Assistant to Superintendent

Instruction: Jakette Boykin Annette Harrison Veronica McDaniel Betty Lowery Belinda James Gwendolyn Frederick

Assistant to Director of Instruction Truancy/Pupil Services Instructional Technology Coach District Testing Coordinator/CATE Coord. Secretary, Federal Programs Title I Parent Liaison

Finance: Kristie Stokes Rosa Bowman Shirley Hannah Sallie Chavis JoEllen Coleman

Director of Finance Budget Specialist Payroll Specialist Accounts Payable Nursing Coordinator

x314 x314

x331 x336 803-484-5337 803-428-4633 803-484-3967 803-484-3967

x333 x342 x324 x327 x322

Human Resources & Communications: Dr. Jeffery Long Director of Human Resources/Communications Willistine Simon Benefits Coordinator Lori Link Communications Assistant Erica Rogers Receptionist/Assistant to Human Resources

x330 x311 x318 x310

Special Programs: Anita Brown Jonita Cooper Beverly Caldwell Patricia Durant Leslie Wilkes Sherese Leonard Tharwat Safa

Director of Special Programs Assistant to Director of Special Programs Bookkeeper Records Clerk Speech Supervisor Lead (Secondary) Psychologist Lead (Elementary) Psychologist

x319 x323 x340 803-484-5337 803-484-5337 803-484-5337 803-484-5337

Support Services Shelly Sharp Pamela Wessinger

Secretary, Support Services Transportation Supervisor

803-484-5337 803-428-2127

Technology: Charletta Campbell Juan Viera

Technology Coordinator Technology Assistant

Food Services: Casandra Garner Elnita Finklea

Food Service Coordinator Bookkeeper for Food Service

x335 x337

Eloise Witherspoon Sandra Holmes Alexis Pipkins

Adult Education Coordinator Health Connection First Steps

803-484-4040 803-484-3967 803-484-5110

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803-484-5337 803-484-5337

x336 x334

LEE COUNTY SCHOOL DISTRICT 2013-2014 DIRECTORY OF SCHOOLS School

Phone

Bishopville Primary 603 N. Dennis Avenue Bishopville, SC 29010

Lei Washington, Principal (Grades PK-4) Maria Benjamin, Secretary

(803) 484-9475 school (803) 484-5156 fax

Lee Central High 1800 Wisacky Highway Bishopville, SC 29010

Ron Webb, Principal (Grades 9-12) Virginia Rogers, Secretary

(803) 428-4010 school or 4020 (803) 428-4062 fax

Lee Central Middle 41 Charlene Lane Bishopville, SC 29010

Dr. Kendra Green, Principal (Grades 5-8) Lawanna Wilson, Secretary

(803) 428-2100 school (803) 428-2101 fax

Lee County Academic Learning Center 123 E. College Street Bishopville, SC 29010

May Caesar, Principal (Alternative) Lillie McGee, Secretary

(803) 483-0111 school (803) 483-0113 fax

Lee County Adult Education

Eloise Witherspoon, Coordinator Eddie Fortune, Admin. Assistant

(803) 484-4040 school (803) 484-4712 fax

Lee County Career & Technology Center 1804 Wisacky Highway Bishopville, SC 29010

Betty Lowery, CATE Coordinator (Grades 9-12) Carolyn Gainey, Secretary

(803) 428-4633 school (803) 428-4632 fax

Lower Lee Elementary 5142 St. Charles Road Mayesville, SC 29104

Angela L. Jacobs, Principal (Grades PK-5) Annette Stephney, Secretary

(803) 428-3637 school (803) 428-3658 fax

West Lee Elementary 55 West Lee School Road Rembert, SC 29128

Angela L. Jacobs, Principal (Grades PK-5) Mary Jenkins, Secretary

(803) 428-3147 school (803) 428-3184 fax

Lee County Dist. Office P. O. Box 507 521 Park Street Bishopville, SC 29010

Dr. Wanda Andrews, Superintendent Nancy Mefford, Executive Assistant

(803) 484-5327 office (803) 484-9107 fax

123 E. College Street Bishopville, SC 29010

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SCHOOL BOARD’S MISSION STATEMENT The mission of the Lee County School Board of Trustees is to ensure improved student achievement by providing both a strong system of accountability and needed resources. DISTRICT’S MISSION STATEMENT The mission of the Lee County School District is to ensure that all students are successful as members of an ever-changing society through effective teaching of a challenging and relevant curriculum. BELIEFS We believe that . . . . . Diversity strengthens the group. Children are our most valuable resource. Learning is a lifelong process. Relationships are built on effective communication and trust. We are all responsible for each other. Character is the foundation for success. The family is the most important unit in society. Teaching is the most important job in the world. PARAMETERS We will not tolerate unsafe conditions. We will always put the best interests of children first. We will not tolerate discriminatory practices. LEARNER STANDARDS All students will achieve test scores at or above the state average. All students will meet state required academic standards at every level. All students will be employed or in post-secondary education within one year after graduation. STRATEGIES 1.

Policy and Procedures - We will develop, review, revise and implement board policies and administrative procedures to comply with all requirements and to meet the needs of the district.

2.

Organization and Administration - We will organize the district administration to clearly define all roles and responsibilities and work assignments to provide effective and efficient support for schools.

3.

Curriculum and Instruction - We will ensure implementation of effective teaching practices and a challenging, relevant curriculum. 10

4.

Student Services - We will provide comprehensive guidance, prevention, intervention and health services to district students and staff.

5.

Facilities and maintenance - The district will establish and maintain safe and clean facilities to improve the appearance and safety of the schools.

6.

Discipline - The district and all schools will develop and disseminate discipline plans which are aligned and follow prescribed federal and state guidelines.

7.

Staff Development - We will recruit, secure, develop and maintain effective staff at all levels.

8.

Stakeholder Relations - We will improve trust through positive attitudes and effective communication. STAFF HEALTH

Board Policy GBGA establishes the basic structure for health screening of district employees. The district will not initially hire any person to work in any public school until that person has been appropriately evaluated for tuberculosis according to guidelines approved by the South Carolina Board of Health and Environmental Control. The district will not require re-evaluation for employment in consecutive years unless otherwise indicated by such guidelines. Any person applying for a position in any of the district’s schools will, as a prerequisite to employment, secure a health certificate from a licensed physician certifying that such person does not have tuberculosis in an active stage. It is not the policy of the district to automatically suspend employees with a chronic communicable disease. It is the policy of the district, however, to protect the health of members of the community by implementing a program of education, prevention and reporting with respect to chronic communicable diseases in cooperation with state and local public health agencies. The Superintendent will be responsible for assuring that procedural safeguards are used when determining the employment status of employees with chronic communicable diseases. The district has prepared and implemented a model exposure-control plan for all employees. The plan includes mandatory training for all employees as well as universal precautions that all employees must take when dealing with blood and other bodily fluids. A copy of the plan is on file in the office of the Superintendent.

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CERTIFICATION All professional personnel must have a valid South Carolina Teaching Credential recorded in the district office. It is the responsibility of each person to secure his/her own credential from the South Carolina State Department of Education, to record it promptly, and to keep his/her certification up-to-date. When a teacher receives a new credential, he/she is responsible for immediately bringing or sending the certificate to the District Office. No change in salary can be made until the new certificate is on file in the District Office. Teachers having questions concerning certification should contact the Division of Educator Quality with the S.C. Department of Education at (877) 885-5280 or its website: www.ed.sc.gov.

RENEWING AND ADVANCING CERTIFICATES Renewal: A South Carolina educator’s professional certificate is valid for five years and expires on June 30 of the expiration year. In order to be eligible for certificate renewal, the educator must earn a minimum of 120 renewal credits, as described in the renewal credit matrix, during the five year validity period of the certificate. Contact the Human Resources Office for additional information or review the Certificate Renewal Plan under the Human Resources link at www.leeschoolsk12.org. Any teachers with a bachelors or bachelors plus 18 hours, must have at least 60 credits granted by completing a graduate course. Purpose The Renewal Credit Plan provides a mechanism that enables educators employed in a South Carolina public school district and educators employed by participating educational entities to apply a broad range of relevant professional development activities toward their certificate renewal. All of the credited work must support the educator’s current professional growth and development plan. The certificate renewal plan: 1. 2. 3.

Encourages educators to engage in meaningful, quality professional development activities that are directed toward promoting student achievement, Ensures that educators are accountable for their continuous professional development, and Is operationally efficient.

Advancement: If a teacher earns an advanced degree or completes a specified amount of graduate study, he/she may secure a new teaching credential which will immediately reflect this change in his/her education attainment. It is the sole responsibility of the teacher to see that transcripts for credits are sent to the South Carolina State Department of Education by the college or university where the credits are earned. If the teacher is eligible for improved teaching credentials, he/she is responsible for filing an application to the State Department of Education. 12

Changes in certification must be reported by individuals to the district office and verified by a current certificate from the State Department of Education before changes can be made in salary. Reporting the changes is the responsibility of the individual staff member, not the State Department of Education, the school district nor the school to which that person is assigned. The effective date of change for compensation is based upon the date recorded on the certificate. EVALUATION OF INSTRUCTIONAL STAFF The Lee County Board of Education requires all personnel to be evaluated in accordance with the provisions of applicable state law and regulations. The primary purpose of teacher evaluation is the improvement of instruction. The continuing process of observation, data collection and conference feedback sessions provides for mutual understanding between administrative and instructional staff members. The district will use the ADEPT (Assisting, Developing and Evaluating Professional Teaching) System to evaluate all certified instructional staff. All evaluations are based on the ADEPT System Performance Dimensions. The district will comply with all legislation and regulations promulgated by the State Department of Education with respect to the ADEPT System. Induction Contract Teachers All teachers employed under an induction contract must participate in an induction program designed to provide teachers with comprehensive guidance and assistance throughout the school year. The assistance will include a comprehensive orientation session and assignment of a mentor and a three-member assistance team. A mentor teacher and a building administrator must be members of the assistance team. The members of the assistance team will meet with and observe their assigned teacher on a regular basis throughout the school year. Induction contract teachers will meet on a regular basis to share information, ideas and suggestions about teaching. They will receive written and oral feedback from the assistance team prior to the December holiday break and again prior to April 15. The South Carolina Employment and Dismissal Act does not apply for induction contract teachers. The district will comply with all State Board of Education guidelines for Assisting, Developing and Evaluating Professional Teaching (ADEPT) for induction contract teachers. Teachers may remain as induction contract status for up to 3 years. Annual Contract Teachers Teachers who have successfully completed an induction contract year may be employed under an annual contract. All teachers employed under an annual contract must be formally evaluated using the SAFE-T model. A teacher may be issued up to four (4) annual contracts. If he/she is successful during formal evaluation, he/she may be evaluated with Goal-Based Evaluation (GBE). Teachers employed under annual contracts are to be notified in writing of their employment status for the next school year by April 15. Teachers will receive an orientation on the evaluation process and will be given both verbal/oral and written explanations of the evaluation instrument. 13

Continuing Contract Teachers Teachers who have met the formal evaluation criteria set by the State Board of Education and the requirements for annual contract teachers set by the local board of trustees, and who have satisfied requirements established by the State Board of Education for the professional teaching certificate, are eligible for employment at the continuing contract level under the informal evaluation process (GBE). Each teacher and building administrator will agree on an appropriate process for monitoring progress toward completing each goal. In cases where a continuing contract teacher’s performance is not satisfactory, the principal is authorized by Bill 559 to require that continuing teachers participate in a formal evaluation. Notification of formal evaluation will be provided on or before April 15. Diagnostic Assistance Contract Teachers The Diagnostic Assistance contract year is designed to help teachers improve and/or remove deficiencies identified during their Induction year or after their first unsuccessful annual contract formal evaluation. Part of the assistance is the creation of a comprehensive “Improvement Plan” for these teachers so improvement can be made before going onto an annual contract, which requires a formal evaluation to be done. The Employment and Dismissal Act does not apply to Diagnostic Assistance contract teachers. At-Will Employees Non-certified employees may be employed on an "at-will" basis. Employment on an “at-will” basis means the district is at liberty to dismiss an “at-will” employed individual at anytime so long as the reason, if any, is not a legally impermissible one.

EMPLOYMENT The district is an equal opportunity employer. The district will recruit, hire, train, promote and make other employment decisions on the basis of individual merit and without discrimination because of race, religion, color, handicap, sex, age or national origin as required by applicable state and federal laws. The Superintendent will establish guidelines for organization of the teaching, administrative and other certified staff and will select, hire and promote such staff with approval of the board. The Superintendent will select, hire and promote all other district employees (classified). The Superintendent will direct the work of district employees. VERIFICATION OF EMPLOYMENT All employment verifications are completed by the Human Resources Office. Due to the large number of employment verification requests and other requests received on a daily basis, such requests will be processed within three business days. If employees have questions, they should contact the HR Office at (803) 484-5327 extension 311.

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CRIMINAL RECORD HISTORY As part of the employment process, a South Carolina Law Enforcement Division (SLED) Report and a Sex Offender Registry check are requested for all individuals recommended for a position in Lee County School District. This SLED Report screening process helps to ensure that employees working in the district are able to provide a safe and healthy environment for all students.

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COMPENSATION

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Lee County School District Teacher Assistant Salary Scale FY 2013-2014 Daily Rates

Years Exp 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

HS $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $

65.86 67.17 68.51 69.88 71.28 72.71 74.17 75.65 77.15 78.69 80.25 81.86 83.50 85.16 86.86 88.59 90.35 92.15

1 year of college $ 67.51 $ 68.86 $ 70.24 $ 71.65 $ 73.07 $ 74.53 $ 76.02 $ 77.54 $ 79.09 $ 80.66 $ 82.27 $ 83.92 $ 85.58 $ 87.30 $ 89.04 $ 92.00 $ 92.62 $ 94.47

2 years of college $ 69.25 $ 70.96 $ 72.03 $ 73.47 $ 74.94 $ 76.43 $ 77.97 $ 79.53 $ 81.11 $ 82.73 $ 84.38 $ 86.06 $ 87.78 $ 89.53 $ 91.32 $ 93.14 $ 95.01 $ 96.89

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3 years of college $ 70.92 $ 72.33 $ 73.78 $ 75.25 $ 76.75 $ 78.29 $ 79.86 $ 81.44 $ 83.07 $ 84.73 $ 86.41 $ 88.14 $ 89.91 $ 91.67 $ 93.52 $ 95.38 $ 97.29 $ 99.24

4 years of college $ 72.70 $ 74.15 $ 75.62 $ 77.13 $ 78.68 $ 80.24 $ 81.85 $ 83.49 $ 85.15 $ 86.86 $ 88.58 $ 90.35 $ 92.14 $ 93.99 $ 95.87 $ 97.78 $ 99.72 $ 101.72

2013-2014 PAYROLL SCHEDULE

July July Aug Aug Sept Sept Oct Oct Nov Nov Dec Dec

10 25 09 23 10 25 10 25 08 22 10 20

Jan Jan Feb Feb Mar Mar Apr Apr May May June June July July Aug

10 24 10 25 10 25 10 25 09 23 10 25 10 24 08 18

2013

2014

DEDUCTIONS Mandatory Salary Deductions 1.

Absences - The district will deduct full daily salary in the event an employee exhausts his/her sick leave.

2.

Social Security (FICA) - All employees are covered by social security. Lee County School District pays the employer’s matching amount for each employee.

3.

South Carolina Retirement System - Membership in the South Carolina Retirement System or an Optional Retirement System is mandatory for full-time teachers. Lee County School District contributes a matching amount to the retirement fund.

4.

South Carolina Income Tax - The mandatory withholding of income tax is based upon schedules of the South Carolina Tax Commission and the withholding certificate completed and signed by the employee who is on file in the district office for any change of name, address, or number of dependents. Questions may be addressed to the District Office or the South Carolina Tax Commission, 301 Gervais Street, Columbia, South Carolina 29201, telephone number (803) 8985000.

5.

Federal Income Tax - The mandatory withholding of income tax is based upon schedules of the United States Internal Revenue Service and the withholding certificate completed and signed by the employee which is on file in the district office. A new withholding certificate should be completed, signed, and sent to the district office for any change of name, address, or number of dependents. Questions may be addressed to the district office or to the Internal Revenue Service. Optional Salary Deductions

1.

Hospitalization and Medical Insurance Coverage - The State of South Carolina provides hospitalization and medical insurance coverage for employees. However, there are optional additional benefits to the basic package which the employee may elect to carry, such as full-family coverage, extended medical, and life insurance on dependents. If the employee chooses to carry any of these optional benefits, the monthly premium cost will be deducted from the payroll check.

2.

Life Insurance - In order to obtain optional life insurance, it is necessary to fill out the application which is supplied by the district office (Benefits). The employee’s participation in this plan is optional. Monthly premiums are deducted from the payroll check. This insurance is in addition to the basic life insurance benefits under the state personnel insurance benefits.

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3.

Tax-Sheltered Annuity Plans - Under special federal regulations, employees may carry tax-sheltered annuity plans even though they are also covered by a state retirement pension system. Many insurance companies and banking institutions offer these plans. Since benefits seem to differ from company to company, it would be wise to check the benefits offered by several companies before making a choice if you are interested in this additional retirement protection. If you do contract for this insurance coverage, you may authorize payroll deductions for your monthly contribution. The district does not “endorse” any company for these plans. Employees are advised to investigate thoroughly the companies offering annuity plans.

EMPLOYEE BENEFITS Lee County School District recognizes the importance of employee benefits in the lives of the people who work with the District. For this reason, the Lee County School District has a policy of continuous review of all benefits which means paying constant attention to the improvement of current benefits and the addition of new ones, where possible. The aim of this continuous review is to provide progressive benefits for all district employees.

Health Insurance State Health Plan’s Grandfathered Status Allows Premiums to Remain Stable PEBA Insurance Benefits considers the plans it offers to be “grandfathered health plans” under the Affordable Care Act. As grandfathered plans, PEBA Insurance Benefits will be able to minimize the increase in State Health Plan and HMO premiums while it assesses the future financial impact of the act. As permitted by the Affordable Care Act, a grandfathered health plan can preserve certain basic health coverage that was already in effect when the law was enacted. Being a grandfathered health plan means that the plan may not include certain consumer protections of the Affordable Care Act that apply to other plans, for example, the requirement for the provision of preventive health services without any cost sharing. However, grandfathered health plans must comply with certain other consumer protections in the Affordable Care Act, for example, the elimination of lifetime limits on benefits. Questions regarding which protections apply and which protections do not apply to a grandfathered health plan and what might cause a plan to change from grandfathered health plan status can be directed to the plan administrator at 803-734-0678 (Greater Columbia area) and 888-260-9430 (toll-free outside the Columbia area). You may also contact the U.S. Department of Health and Human Services at www.healthcare.gov.

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Initial Enrollment If you are an eligible employee or retiree of a participating group in South Carolina, you can enroll in insurance coverage within 31 days of the date you are hired or the date you retire. You can also enroll your eligible spouse and/or children. A participating group is a state agency, higher education institution, public school district, county, municipality or other group that is authorized by statute to participate and is participating in the state insurance program. To enroll, you must complete a Notice of Election (NOE) form or your BA may enroll you online. Coverage is not automatic. Your coverage starts on the first calendar day of the month, if you are engaged in active employment that day. • If you begin work on the first working day of the month (the first day that is not a Saturday, Sunday or observed holiday), and it is not the first calendar day, you may choose to have your coverage start on the first day of that month or the first day of the next month. • If you start work on a day other than the first calendar day or first working day of the month, your coverage starts on the first day of the next month. • Coverage of your enrolled spouse and/or children begins on the same day your coverage begins. Annual and Open Enrollment Every October, you may make changes in your health coverage without regard to special eligibility situations. • During annual enrollment, eligible employees, retirees, survivors and COBRA subscribers may change health plans. This includes changing to the Medicare Supplemental Plan, if you are retired. • During open enrollment, which occurs in odd-numbered years, eligible subscribers may enroll in or drop their own health coverage and add or drop their eligible spouse and/or children. You can change to or from the Savings Plan, the Standard Plan or an HMO only during October enrollment periods. Retirees and survivors and their eligible spouse and/or children who are enrolled in a health plan may change to the Medicare Supplemental Plan within 31 days of Medicare eligibility or during annual or open enrollment. There may be exceptions to this rule.

The State Health Plan (SHP) offers the Standard Plan, the Savings Plan and, for members enrolled in Medicare, the Medicare Supplemental Plan. It is important that you understand how your plan works. The State Health Plan is self-insured. PEBA Insurance Benefits does not pay premiums to an insurance company. Subscribers’ monthly premiums and employers’

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contributions are placed in a trust account maintained by the state to pay claims and administrative expenses. Administrative expenses comprise only about 4 percent of the total program spending. The Standard Plan has higher premiums but lower annual deductibles than the Savings Plan. When one family member meets his deductible, the Standard Plan will begin to pay benefits for him, even if the family deductible has not been met. Under the Standard Plan, when you buy a prescription drug you make a copayment, rather than pay the allowed amount. (The allowed amount is the maximum amount a health plan will pay for a covered service or product, whether it is provided in network or out of network. Network providers have agreed to accept the allowed amount as their total fee.) You do not have to meet your deductible to buy prescription drugs for the copayment. As a Savings Plan subscriber, you take greater responsibility for your healthcare costs and accept a higher annual deductible. You pay the full allowed amount for covered medical benefits (including mental health/substance abuse benefits and prescription drugs) until you reach the deductible. As a result, you save money on premiums. Another advantage is that because the Savings Plan is a tax-qualified, high-deductible health plan, you may establish a Health Savings Account (HSA) if you have no other health coverage, including Medicare, unless it is another high-deductible health plan, and you cannot be claimed as a dependent on another person’s tax return. Funds in an HSA may be used to pay qualified medical expenses now and in the future. The Plan of Benefits contains a complete description of the plan. Its terms and conditions govern all health benefits offered by the state. To review this document, contact your benefits administrator or PEBA Insurance Benefits. How the SHP Pays for Covered Benefits PEBA Insurance Benefits contracts with several organizations to process your claims in a cost-efficient, timely manner. BlueCross BlueShield of South Carolina (BCBSSC) is the medical claims processor; Medi-Call, a division of BCBSSC, provides medical preauthorization and case management services; Companion Benefit Alternatives (CBA), a wholly owned subsidiary of BCBSSC, is the behavioral health manager, handling mental health and substance abuse treatment preauthorization, case management and provider networks; Express Scripts, which has merged with Medco Health Solutions, Inc., processes prescription drug claims. Subscribers share the cost of their benefits by paying deductibles, copayments and coinsurance for covered benefits. The allowed amount is the maximum amount a plan will pay for a covered service. Network providers have agreed to accept the allowed amount as their total fee, leaving you responsible only for per-occurrence deductibles and 20 percent coinsurance after your annual deductible is met. (Savings Plan subscribers do not pay per-occurrence deductibles.) For out-of-network services, you will pay more in coinsurance, and the provider may charge more than the allowed amount.

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How the Standard Plan Works Annual Deductible The annual deductible is the amount you must pay each year for covered medical benefits (including mental health and substance abuse benefits) before the plan begins to pay a percentage of the cost of your covered medical benefits. The annual deductibles are: • $350 for individual coverage • $700 for family coverage. Under the Standard Plan, the family deductible is the same, regardless of how many family members are covered. The $700 family deductible may be met by any combination of two or more family members’ covered medical expenses, as long as they total $700. For example, if five people each have $140 in covered expenses, the family deductible has been met, even if no one person has met the $350 individual deductible. If only one person has met the $350 individual deductible, the plan will begin paying a percentage of the cost of his benefits but not a percentage of the cost of the rest of the family’s benefits until the remaining family members have $350 in covered medical expenses. No family member may pay more than $350 toward the family deductible. If the subscriber and his spouse, who is also covered as an employee or retiree, select the same health plan, they will share the family deductible. Payments for non-covered services, per-occurrence deductibles and penalties for not calling Medi-Call, National Imaging Associates or Companion Benefit Alternatives do not count toward the annual deductible. If you are covered under the Standard Plan, you pay copayments for drugs, up to a maximum of $2,500 for each covered family member. Drug costs do not apply to your annual deductible or your coinsurance maximum. How the Savings Plan Works The annual deductible is the amount you must pay each year for covered medical and mental health/substance abuse benefits and prescription drugs before the Savings Plan begins to pay a percentage of the cost of your covered benefits. The annual deductibles are: • $3,000 for individual coverage • $6,000 for family coverage For Example, even if one family member has paid $3,001 for covered medical benefits, the plan will not begin paying a percentage of the cost of his covered benefits until his family has paid $6,000 for covered benefits. However, if the subscriber has paid $1,000 for covered benefits, the spouse has paid $3,001 for covered benefits and a child has paid $2,000 for covered benefits, the plan will begin paying a percentage of the cost of the covered benefits of all family members. If you are covered under the Savings Plan, you pay the full allowed amount for covered prescription drugs, and the amount is applied to your deductible. After you meet

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your deductible you still have to pay the full allowed amount, but you are reimbursed for 80 percent of the allowed amount. St TRICARE Supplemental TRICARE is the Department of Defense’s health insurance program for the military community. It consists of TRICARE Prime, an HMO; TRICARE Extra, a preferred-provider option; TRICARE Standard, the new name for CHAMPUS; and TRICARE Reserve Select, a premium-based program for reservists who served at least 90 days of active duty on or after September 11, 2001. The TRICARE Supplemental Plan is secondary to TRICARE. It pays the employee’s share of his covered medical expenses under the TRICARE Standard and Extra options. Eligible participants have almost 100 percent coverage. Underwritten by The Hartford Life Insurance Company, the plan is administered by the Association & Society Insurance Corporation (ASI). The TRICARE Supplemental is designed for TRICARE-eligible employees and for covered employers’ retirees until they become eligible for TRICARE for life, a Medicare supplement. It is an alternative to the State Health Plan and the health maintenance organizations. For more information on the TRICARE Supplement, go to the EIP’s Web site at www.eip.sc.gov, visit www.scemployee29.absmil.net or call ASI at 800-638-2610 ext. 255. The TRICARE Supplement is available to: 1. 2.

3.

4.

5.

6. 7. 8.

Family members and survivors of active duty military personnel. Military retirees and their spouses or surviving spouses under age 65 or surviving spouses and their unmarried, dependent children under age 21, or under age 23 if full time students. Retired reservists, retired Guardsmen, and their families, if the reservist or Guardsmen is between the ages of 60 and 65 and has at least 20 creditable years of military service. Spouses and unmarried dependent children of reservists, who are ordered to active duty for more than 30 days (they are covered only during the reservist’s active duty), or of a reservist who died while on active duty. Former spouses of active-duty or retired military personnel who were married to a service member or former service member who had at least 20 years of creditable service when a divorce or annulment occurred. Spouses and unmarried eligible dependent children who are eligible for CHAMPVA. Retired state employees who are under the age of 65 and eligible for TRICARE. Reservists enrolled in TRICARE Reserve Select and their enrolled dependents.

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Eligible subscribers must be registered with the Defense Enrollment Eligibility Reporting System (DEERS) and must not be eligible for Medicare. Give your benefits administrator a copy of your TRICARE insurance card or military ID when you enroll. You must also drop your SHP or HMO coverage to enroll in TRICARE Supplement. For more information, visit www.scemployee.absmil.net or call 800-638-2610 ext. 255 (tollfree). When an active employee or retiree becomes eligible for Medicare, TRICARE Supplement coverage ends for him and for all covered dependents. Covered dependents who are not eligible for Medicare must begin paying TRICARE Supplement premiums through ASI. If a dependent becomes eligible for Medicare before the active employee, survivor or retiree, the dependent is no longer eligible for the state TRICARE Supplement.ate Health State Health Plan Prescription Drug Benefit Standard Plan - The prescription drug benefit, administered by Express Scripts is easy and convenient to use. With this program, you show your SHP identification card when you purchase prescriptions from a participating retail pharmacy and pay a copayment of $9 for Tier 1 (generic – lowest cost), $30 for Tier 2 (brand – higher cost) or $50 for Tier 3 (brand – highest cost) for up to a 31-day supply. If the price of your prescription is less than the copayment, you pay the lesser amount. A copayment is a fixed total amount a subscriber must pay for a covered expense. The insurance plan pays the additional cost beyond the copayment, up to the allowed amount. There are no individual exceptions made to the copayment established for a particular prescription drug. Prescription drug benefits are payable without an annual deductible. There are no claims to file. The prescription drug benefits are the same for the Standard Plan and the Medicare Supplemental Plan. The prescription drug benefit has a separate annual copayment maximum of $2,500 per person. This means that after you spend $2,500 in prescription drug copayments, the plan will pay 100 percent of the allowed amount for your covered prescription drugs for the rest of the year. Drug expenses do not count toward your medical annual deductible or coinsurance maximum. Savings Plan With this plan, you show your SHP identification card when you purchase your prescriptions from a participating retail pharmacy and pay the full allowed amount for your prescription drugs. There is no copayment. This cost is transmitted electronically to BCBSSC. If you have not met your annual deductible, the full allowed amount for the drug will be credited to it. If you have met your deductible, you will be reimbursed for 80 percent of the drug’s allowed amount. The remaining 20 percent of the cost will be credited to your coinsurance maximum.

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Dental State Dental Plan The State Dental Plan offers these levels of treatment: diagnostic and preventive; basic; prosthodontics; and orthodontics. They are described on the next page. The lifetime orthodontics payment is $1,000 for each covered child age 18 and younger. State Dental Plan benefits are paid based on the allowed amounts for each dental procedure listed in the plan’s Schedule of Dental Procedures and Allowed Amounts. Be aware that your dentist’s charge may be greater than the allowed amount. The maximum yearly benefit for the State Dental Plan alone is $1,000 for each subscriber or covered person. The State Dental Plan deductible is $25 annually for each covered person who has dental services under Class II or Class III. The deductible for family coverage is limited to three per family per year, $75. Dental Plus Dental Plus covers the first three levels of treatment at the same percentage as the State Dental Plan. However, the allowed amount is higher. Dental Plus does not cover orthodontics. Under Dental Plus, payment for a covered service is based on the lesser of the dentist’s charge or the Dental Plus allowed amount. This means you may only be responsible for any deductibles and coinsurance that apply. If your dentist charges more for covered services than the Dental Plus allowed amount, you will be responsible for paying the difference (plus deductibles and coinsurance), unless your dentist has agreed to accept the Dental Plus allowed amount as part of participation in the Dental Plus provider network. The maximum yearly benefit for a person covered by both the State Dental Plan and Dental Plus is $2,000. There are no additional deductibles under Dental Plus.

Vision The State Vision Plan is available to eligible active employees, retirees, survivors, permanent, part-time teachers and COBRA subscribers and their covered family members. Subscribers pay the premium without an employer contribution. The program covers comprehensive eye examinations, frames, lenses and lens options, and contact lens services and materials. It also offers discounts on additional pairs of eyeglasses and contact lenses. A discount of 15 percent on the retail price and 5 percent on a promotional price is offered on LASIK and PRK vision correction through the U.S. Laser Network. Medical treatment of your eyes, such as eye surgery, is covered by your health plan. VnCare Discount Program | Vision Care Discount Program This program offers discounted vision care services. Providers throughout the state have agreed to charge no more than $601 for a routine, comprehensive eye exam. If you are fitted for contact lenses, you may pay more because that can require additional services. Providers, including opticians, also have agreed to give a 20-percent1 discount on all eyewear except disposable contact lenses.

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Life Insurance The Basic Life Insurance program provides $3,000 in term life insurance to all eligible employees under age 70 and $1,500 to eligible employees age 70 or older. If you are an active, permanent, full-time employee who is enrolled in a state health insurance plan, you are eligible for this benefit. Optional life Insurance If you are an employee of a participating employer of the State of South Carolina, you can enroll in Optional Life Insurance within 31 days of the date you are hired. To enroll, you must complete the required forms, including an NOE. Coverage is not automatic. You can elect coverage, in $10,000 increments, up to the lesser of three times your basic annual earnings (rounded down to the nearest $10,000) or $500,000 without providing medical evidence of good health. You can apply for a higher benefit level, in increments of $10,000, up to a maximum of $500,000, by providing medical evidence of good health. Your coverage begins on the first day of the month coinciding with or the first of the month following the date in which you enroll in the Optional Life plan if you are actively at work on that day as a permanent, full-time employee. If you enroll for an amount of coverage that requires medical evidence of good health, your coverage effective date for the amount requiring medical evidence will be the first of the month following approval. If you participate in the MoneyPlu$ Pretax Group Insurance Premium Feature, you can increase, decrease or drop your coverage only during each October enrollment period or within 31 days of a special eligibility situation (see above). To increase your coverage during the annual enrollment period, you must provide medical evidence of good health and be approved by MetLife. If approved, coverage will be effective on the first day of January following the annual enrollment period as long as you are actively at work on that day as a full-time employee. All effective dates of coverage are subject to the Deferred Effective Date provision (see page 120). If you are increasing your coverage due to a special eligibility situation, you can increase, in increments of $10,000, up to $50,000 ($500,000 maximum coverage amount) without providing medical evidence of good health. If you are enrolling in Optional Life for the first time due to a special eligibility situation, you may enroll, in $10,000 increments, up to a maximum of $50,000 without providing medical evidence of good health. Late Entry Without Pretax Group Insurance Premium Feature If you do NOT participate in the MoneyPlu$ Pretax Premium Feature and do not enroll within 31 days of the date you begin employment, you can enroll throughout the year as long as you provide medical evidence of good health and it is approved by MetLife. To enroll, you must complete an NOE and a Statement of Health form and return these forms to your benefits office for processing. Your coverage will be effective

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on the first day of the month coinciding with, or the first of the month following, approval as long as you are actively at work on that day as a permanent, full-time employee. In certain special eligibility situations, you may purchase coverage, in $10,000 increments, up to a maximum of $50,000 without providing medical evidence of good health. Coverage will be effective the first of the month after you complete and file the NOE. All effective dates of coverage are subject to the Deferred Effective Date provision Changing Coverage Amount Without Pretax Group Insurance Premium Feature If you do NOT participate in the MoneyPlu$ Pretax Group Insurance Premium Feature, you can apply to increase your amount of coverage at any time during the year by providing medical evidence of good health and being approved by MetLife. Your coverage at the new level will be effective on the first day of the month following the date of approval as long as you are actively at work on that day. In certain special eligibility situations, you may purchase coverage, in $10,000 increments, up to a maximum of $50,000 without providing medical evidence of good health. Coverage will be effective the first of the month after you complete and file the NOE. All effective dates of coverage are subject to the Deferred Effective Date provision. You can decrease or cancel your coverage at any time. However, if you later want to increase coverage or re-enroll in the plan, you must provide medical evidence of good health and be approved. Dependent Life-Spouse Coverage If you are currently enrolled in Optional Life, you may cover your spouse in increments of $10,000 for up to 50 percent of your Optional Life coverage or $100,000, whichever is less. However, an employee who is enrolled for $10,000, $20,000 or $30,000 can enroll his spouse for $10,000 or $20,000. Medical evidence of good health is required for late entry (see page 131) and for coverage amounts greater than $20,000. If you are not enrolled in Optional Life, you may cover your spouse for $10,000 or $20,000. Premiums for Dependent Life-Spouse coverage are the same as the Optional Life premiums, which are based on the employee’s age. Your spouse’s coverage will be reduced at ages 70, 75 and 80 based on the employee’s age. See the rate charts beginning on page 229. Premium payments are paid entirely by you, with no contribution from the state, and are payable through payroll deduction. Spouses enrolled in Dependent Life are covered for Accidental Death and Dismemberment benefits. They also receive the Seat Belt Benefit with the Air Bag rider, the Day Care Benefit, the Education Benefit and Repatriation Benefit Dependent Life-Child Coverage You can cover your eligible dependent children. For information, see page 130. The benefit is $15,000, and it includes repatriation benefits. The monthly premium for

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Dependent Life-Child coverage is $1.24, regardless of the number of children covered. Premiums are paid entirely by you, with no contribution from the state, and are payable through payroll deduction.

Disability The Basic Long Term Disability (BLTD) Plan, administered by Standard Insurance Company (The Standard), is an employer-funded disability plan provided by the state. It helps protect a portion of your income if you become disabled as defined by the Plan. This benefit is provided at no cost to you. If you have questions or need more information, please contact The Standard at 800-628-9696 or on the Web at www.standard.com.

Eligibility You are eligible for BLTD if you are covered under a health plan offered through the Public Employee Benefit Authority (PEBA) Insurance Benefits and are an active, permanent full-time employee as defined by the Plan or a full-time academic employee and you are employed by: a department, agency, board, commission or institution of the state; a public school district; a county government (including county council members); or another group participating in the state’s insurance program. BLTD is provided at no cost to you. Members of the General Assembly and judges in the state courts are also eligible for coverage. BLTD is provided at no cost to you. You must be actively employed when the disability occurs. Benefit Waiting Period The Benefit Waiting Period is the length of time you must be disabled before benefits are payable. You may choose a 90-day or a 180-day benefit waiting period. mental Long Term Disability Supplemental Long Term Disability Eligibility You are eligible for SLTD insurance if you are an active, permanent full-time employee as defined under the plan, or a full-time academic employee, and you are employed by: a department, agency, board, commission or institution of the state; a public school district; a county government (including county council members); or another eligible employer approved by law and participating in the state insurance program; or are a member of the General Assembly or a judge in the state courts. You are not eligible for this coverage if you are an employee of an employer that is covered under any other group long term disability plan that insures any portion of your predisability earnings (other than the BLTD Plan); if you are receiving retirement benefits from the S.C. Retirement Systems and you have waived active coverage under 29

the State Health Plan or a health maintenance organization; if you are a temporary or seasonal employee; or if you are a full-time member of the armed forces of any country. You can enroll in the SLTD program within 31 days of eligibility. You may choose from one of two benefit waiting periods. If, however, you do not enroll within 31 days after you first become eligible for SLTD, you must provide The Standard with medical evidence of good health and be approved to become insured. You may enroll with medical evidence of good health throughout the year. Long Term Care Insurance (LTC) Long term care refers to a broad range of medical, personal and social services provided to people who are unable to care for themselves over an extended period of time. It usually involves severe cognitive impairment (severe loss or deterioration of intellectual capacity) or a need for help in performing everyday functions, such as toileting, bathing, eating and dressing. Long term care is not limited to care in a nursing home. Services are often provided in an assisted-living facility or at home by caregivers, such as home healthcare workers, nurses or therapists, or in a community setting, such as an adult day care center. By assisting in paying for these services, long term care insurance helps individuals stay independent as long as possible, makes it more likely they can choose where they receive assistance and helps preserve their assets. As you review this information you may wish to consider some facts about long term care in the United States, what long term care is and what the chances are that you will need it: • You may be surprised to learn that 40 percent of long term care insurance benefit recipients are younger than age 65. • The younger you are when you first purchase long term care insurance, generally the lower your premium will be for the life of your plan, regardless of your age or health in later years. • More than 2 in 5 persons older than age 65 will require nursing home care at some time in their lives. • Nursing home care alone can cost, on a national average, $79,000 a year. With Prudential’s Long Term CareSM Insurance plan, you select the amounts you would like to be reimbursed for daily nursing home and home- and community-based care. The benefits you receive are determined by your Daily Benefit Maximum option and your Lifetime Maximum option. Once you qualify for benefits, you must satisfy the one-time waiting period. Please review the details of your plan. You will also want to familiarize yourself with the features offered through Prudential’s plan Your premium is based on your age when you enroll. If you enroll now, you will pay a lower premium than if you wait until you are older to enroll. This premium can change only if Prudential changes premiums on a rate-class basis for all members of an insured class. Long Term Care Insurance premiums may not be paid through payroll or pension deduction under PEBA. For information about Prudential Long Term Care Insurance, contact customer service at 877- 214-6588.

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Money Plu$ MoneyPlu$ offers tax-favored accounts – IRS-approved, tax-free benefits. If you are an active employee, these accounts save you money on eligible medical and dependent care costs by enabling you to pay these expenses with funds deducted from your salary before it is taxed. MoneyPlu$ is governed by Sections 105, 125, 129 and 223 of the Internal Revenue Service code. Fringe Benefits Management Company, a Division of WageWorks, Inc., (FB-WW) is the program’s third-party claims processor. Each account has an administrative charge, which is designed to be minimal compared to your tax savings. Pretax Premiums The Pretax Group Insurance Premium Feature allows you to pay premiums for the State Health Plan or BlueChoice HealthPlan HMO (including the tobacco-use surcharge), a TRICARE supplement (PEBA Insurance Benefits does not offer a TRICARE supplement), the State Dental Plan, Dental Plus, the State Vision Plan, and Optional Life (for coverage up to $50,000) before taxes are taken from your paycheck. Flexible Spending Accounts (for active employees) Through MoneyPlu$ you can pay eligible medical and dependent care expenses with money you set aside before it is taxed. You authorize deposits to your MoneyPlu$ account every pay period. As you incur eligible expenses, you request tax-free withdrawals from your account to reimburse yourself. There are three Flexible Spending Accounts: a Dependent Care Spending Account (DCSA), a Medical Spending Account (MSA) and a limited-use Medical Spending Account, which can accompany a Health Savings Account (HSA). If you incur dependent care and medical expenses, you can establish a DCSA and an MSA (or a limited-use MSA, if you contribute to an HSA). Health Savings Accounts A Health Savings Account (HSA) is available to employees enrolled in the Savings Plan and can be used to pay health care expenses. Unlike money in a Medical Spending Account, the funds do not have to be spent in the year they are deposited. Money in the account accumulates tax free, so the funds can be used to pay qualified medical expenses in the future. An important advantage of an HSA is that you own it. If you leave your job, you can take the account with you and continue to use it for qualified medical expenses. Administrative Fees Pretax Group Insurance Premium Feature $0.28 per month Dependent Care Spending Account $3.14 per month Medical Spending Account or limited-use MSA $3.14 per month (A subscriber enrolled in both a DCSA and an MSA pays one administrative fee of $3.14 a month.) This fee is deducted from your paycheck before taxes. myFBMC Card® $10 per year

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Health Savings Account $1.50 per month $2 per month No fee for processing checks. There is a $15 one-time fee for a basic order of checks No charge if you use your Visa® debit card

State Deferred Compensation Program State Deferred Compensation Program is offered to employees of the District and is administered by the South Carolina State Deferred Compensation Fund. Earnings, which are not taxed (Federal or State), can be payroll deducted and placed in a fund which is designed to subsidize retirement benefits for the employee.

Tax Sheltered Annuities Tax Sheltered Annuities are allowed by several other companies. The District has granted permission to these companies to present information on tax sheltered annuity programs to those who request such information and to payroll deduct the appropriate amount of the employee’s contract. No solicitation of Tax Sheltered Annuity programs is allowed during school hours or on the school grounds.

Other Benefits Workers’ Compensation Workers’ Compensation is insurance for employees for employment related injuries or illness through the Lee County School District’s Workers’ Compensation carrier. Benefits include medical expenses and protection against total loss of income due to disability. Injury, illness, or death, which is not job related, will not be covered by Workers’ Compensation Insurance.

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PROFESSIONAL STAFF LEAVES AND ABSENCES Procedures regarding absences An absent employee must furnish a signed statement setting forth the specific reason(s) for his/her absence. The statement must be turned in to the employee's supervisor within two days after the employee returns to work. An employee will notify his/her immediate supervisor as early as practicable when it is necessary for him/her to be absent. When an employee knows that he/she will be absent for a period longer than five days, he/she should complete and file a request for leave of absence. An employee who anticipates taking an extended leave of absence should submit the request for leave to his/her supervisor at least 30 calendar days prior to the effective date of the leave. The leave request must include a statement from a licensed medical doctor giving the expected delivery date if pregnant or stating the anticipated length of convalescence. Any employee returning from an extended leave of absence must present a statement from the attending physician certifying the employee's ability to return to a normal work schedule. When the employee makes a request in writing, the superintendent may grant an employee leave without pay for personal illness following the exhaustion of all accrued sick leave. Leave with and without pay will not exceed 91 work days in any school year and is not to extend beyond the immediate school year.

Verification and use of sick leave The use of sick leave may be subject to verification. Specifically, the district reserves the right to require that an employee submit a doctor's statement verifying an illness along with an absence report form when the employee has been on sick leave for more than three consecutive working days. The building principal or employee's immediate supervisor has the discretion to request such a statement. In addition, six absences, whether consecutive or not, and for any reason, will result in a conference being held with the employee’s immediate supervisor. If an employee's use of sick leave forms a pattern and abuse is suspected, the principal/ supervisor may also require a doctor's statement. In order for the district to provide for the continuity of the educational programs and plan for adequate substitutes, an employee who is absent for more than 10 continuous work days must provide a physician's statement of diagnosis and prognosis so that the district may determine the earliest possible date of return. The employee's immediate

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supervisor will notify him/her in writing that he/she must provide the physician's statement. If the employee does not provide the physician's statement within five work days following the written notification, the district may terminate his/her employment. Family and Medical Leave Act (FMLA) The following administrative rules apply only to the Family and Medical Leave Act. Eligibility An employee who has worked for the district for at least 12 months is eligible for 12 work weeks of FMLA leave during a 12-month period provided the employee worked at least 1,250 hours in the 12 months preceding the beginning of the leave. For purposes of FMLA leave, a 12-month period is the district's fiscal year, July 1 through June 30. The 12 months of employment need not be consecutive months. Types of Leave An eligible employee may take FMLA leave for the following • incapacity due to pregnancy, prenatal medical care or child birth; • care for the employee’s child after birth, or placement for adoption or foster care; • care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or • for a serious health condition that makes the employee unable to perform the employee’s job. A serious health condition is one involving continuous treatment by a healthcare provider that results in a period of incapacity of more than three consecutive calendar days and involves extensive treatment. Such conditions as asthma and diabetes are included in this definition. An employee may elect, or the district may require, an employee to use accrued paid vacation, personal or family leave for purposes of a family leave. An employee may elect or the district may require an employee to use accrued vacation, personal or medical/sick leave for purposes of a medical leave. An employee cannot compel the district to permit the employee to use accrued medical/sick leave in any situation under which the leave could not normally be used.

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Military Family Leave Entitlements Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retire list.

Spouses employed by the school district If a husband and wife eligible for leave are employed by this school district, their combined amount of leave for birth, adoption, foster care placement and parental illness may be limited to 12 weeks. An employee may not take FMLA leave to care for a parent-in-law. Intermittent and reduced leave Intermittent leave is leave taken in separate blocks of time due to a single illness or injury. Reduced leave is a leave schedule that reduces an employee's usual number of hours per work week or hours per work day. Intermittent or reduced leave is available only for the employee's own serious health condition or to care for a seriously ill spouse, child or parent. Such leave may not be used for the birth or adoption/placement of a child. The employee who wishes to use intermittent or reduced leave must have the prior approval of the district. Although the district and employee may agree to an intermittent or reduced leave plan, the employee who uses family leave is not automatically entitled to use such leave on an intermittent basis or on a reduced leave schedule. The district may provide such leave for medical leave, but the district may transfer the employee to a position which is equivalent, but more suitable for intermittent periods of leave. The employee must furnish the district with the expected dates of the

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planned medical treatment and the duration of the treatment. The superintendent must authorize such leave in writing. Benefits The district will maintain the employee's health coverage under the district's group health insurance plan during the period of FMLA leave. The employee should make arrangements with the district to pay the employee's share of health insurance (e.g. family coverage) prior to the beginning of the FMLA leave. Increases in premiums or deductibles that apply to active employees also apply to employees on FMLA leave. An employer may drop coverage for an employee whose premium payment is late only after providing written notice to the employee that the payment has not been received. This notice must be mailed to the employee at least 15 days before coverage is to end and will advise that coverage will be dropped 15 days after the date of the letter unless payment has been received. The employee will not lose any other employment benefit accrued prior to the date on which leave began but is not entitled to accrue seniority or employment benefits during the leave period. Employment benefits could include group life insurance, sick leave, annual leave, educational benefits and pensions

Notice When the FMLA leave is foreseeable, the employee must notify the district of his/her request for leave at least 30 days prior to the date when the leave is to begin. If the leave is not foreseeable, the employee must give notice as early as is practical. When the employee requests medical leave, the employee must make reasonable attempts to schedule treatment so as not to disrupt the district's operations. The district may deny the leave if the employee does not meet the notice requirements. Designation of leave as FMLA leave The district must designate the leave as paid or unpaid FMLA leave if an FMLA reason supports the leave. The district must also provide other written information concerning the employee's rights and obligations under FMLA. Certification The district will require the employee to provide certification from a healthcare provider containing specific information required under the law if he/she requests a medical leave. If there is a question concerning the validity of such certification, a second and if necessary, a third opinion can be required, both at the expense of the district.

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Upon the employee's return to work, the district will require that the employee present a fitness statement from the employee's healthcare provider certifying that the employee is able to return to work.

Restoration When the employee returns from leave, the district will restore the employee to the same or an equivalent position with equivalent benefits, pay, terms and conditions of employment in accordance with board policy. The employee's right to return to the same or an equivalent position is contingent upon the employee's continued ability to perform all the essential functions of the job. An equivalent position is one that is the same or substantially similar in duties, responsibilities, conditions, privileges and status as the original position. Under certain circumstances, the district may deny restoration to a key employee. The district will comply with the notice requirements of the FMLA in denying restoration. A key employee is one who is among the highest paid 10 percent of the employees and whose absence would cause the district to experience a substantial and grievous economic injury.

Instructional employees Special leave rules apply to instructional employees. Instructional employees are those employees whose principal function is to teach and instruct students in a small group or an individual setting. This term includes teachers, athletic coaches, driving instructors and special education assistants such as signers for the hearing impaired. It does not include teacher assistants or aides who do not have as their principal job actual teaching or instructing, nor does it include auxiliary personnel such as counselors, psychologists or curriculum specialists. It also does not include cafeteria workers, maintenance workers or bus drivers. Limitations apply to instructional employees who take intermittent or reduced leave. If the leave requested is to care for a family member or for the employee's own serious health condition and the leave is foreseeable based on planned medical treatment and the employee would be on leave for more than 20 percent of the total number of working days over the period the leave would extend, then the district may require the employee to choose one of the following. • take the leave for a period or periods of a particular duration, not greater than the duration of the planned treatment.

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• transfer temporarily to an available alternative position for which the employee is qualified, which has equivalent pay and benefits, and which better accommodates recurring periods of leave than does the employee's regular position. Employees taking leave which constitutes 20 percent or less of the working days during the leave period would not be subject to transfer to an alternative position.

Limitations also apply to instructional employees who take leave near the end of a semester. When an instructional employee begins leave more than five weeks before the end of a semester, the district may require the employee to continue taking leave until the end of the semester under these conditions. • the leave will last at least three weeks. • the employee would return to work during the three-week period before the end of the semester. When an instructional employee begins leave for a purpose other than the employee's own serious health condition during the five-week period before the end of the semester, the district may require the employee to continue taking leave until the end of the semester under these conditions. • the leave will last more than two weeks. • the employee would return to work during the two-week period before the end of the semester. When an instructional employee begins leave for a purpose other than the employee's own serious health condition during the three-week period before the end of a semester and the leave will last more than five working days, the district may require the employee to continue taking leave until the end of the semester. Leave taken for a period that ends with the school year and begins the next semester is leave taken consecutively, rather than intermittently. Summer and other vacations may not be counted against an employee's FMLA leave entitlement. An instructional employee on FMLA leave at the end of the school year must receive normal benefits over the summer vacation. Failure to return The district is entitled to recover healthcare premiums paid during the leave if the employee fails to return from leave. However, recovery cannot occur if the employee fails to return because of the continuation, recurrence or onset of a serious health condition or due to circumstances beyond the control of the employee.

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Holidays Employees receive holiday leave to observe certain special days. The amount of time varies according to job classification and annual number of days worked; however, most employees enjoy holidays away from the job as follows: Labor Day Election Day Thanksgiving (2-3 days) Christmas (8-10 days) Dr. Martin Luther King’s Birthday Spring Break (5 days) Fourth of July

RETIREMENT Any school district employee who is a member of the South Carolina Retirement System may retire with full benefits if the member has reached the age of 65 with five years of earned service or has 28 or more years of service credit, five years of which must be earned service. A member who has reached age 60 may retire with at least five years of earned service. Your annuity is permanently reduced by five percent for each year of age less than 65 (partial years are prorated). Also, the member who has reached the age of 55 or older with 25 years of service, five years of which are earned service, may elect early retirement with reduced benefits from the benefit system. The employee should notify the district board in writing of his/her intent to retire as soon as possible, but not later than March 15 of the year in which he/she plans to retire. The 28-year retirement legislation, adopted by the General Assembly in June 2000, provides 28-year retirement with no penalties on benefits. Retirees will receive approximately 51 percent of average final salary.

COMPLAINTS AND GRIEVANCES Board Policy GBK and the Administrative Rule GBK-R establishes the basic structure and procedures for orderly and expeditious resolution of staff concerns, complaints and grievances. The board recognizes the need to provide the means for the resolution of disputes concerning the application of any of the provisions of the district’s policies, rules or regulations as they affect the work activity of employees.

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The board encourages employees to discuss their concerns or complaints informally with their supervisors. Often, the cause of a problem or concern is merely a misunderstanding among the individuals involved. If, at any time, an employee feels that a formal mechanism for raising his/her concern or problem is needed, the following procedures will be followed: 1.

Submit a written grievance to his/her direct supervisor within 10 days following either the event giving rise to the grievance or the time when the employee reasonably should have gained knowledge of its occurrence. The supervisor may immediately pass the grievance on to the appropriate supervisor, who will handle the matter as a first level grievance. The direct supervisor may, however determine that resolution of the grievance is not outside his/her authority and hear the grievance.

2.

The appropriate supervisor will arrange a meeting with the employee within five days of receipt of the grievance and provide a written response within five days after the meeting. The response will include the name of the next level supervisor to whom the grievance may be appealed, provided such appeal is presented in writing within five days.

3.

The grievance may be appealed through each supervisory or administrative level to the Superintendent. At each level, the original grievance and the supervisor’s response will serve as the basis of the meeting. The employee and the supervisor at the preceding level may summarize the facts previously presented.

4.

After following the above procedures, an employee may request a meeting with the board for the purpose of discussing the grievance which arose from his/her employment. The request will be made in writing to the Superintendent within five days of the Superintendent’s response to the grievance.

PROFESSIONAL CONDUCT Staff Rights and Responsibilities Board Policy GBE establishes the board's vision for the rights and responsibilities of the district staff. All staff members have a responsibility to make themselves familiar with, and abide by, federal and state laws as these affect their work and the regulations designed to implement them. The same requirement applies to the policies of the board and related administrative rules and procedures. The board expects all staff members to carry out their assigned responsibilities with conscientious concern. Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities which the district requires of all personnel:

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1.

Faithfulness and promptness in attendance at work.

2.

Support and enforcement of policies of the board and administrative rules and procedures in regard to students.

3.

Diligence in submitting required reports promptly at the times specified.

4.

Care and protection of school property.

5.

Concern and attention toward their own and the board's legal responsibility for the safety and welfare of students, including the need to ensure that students are under supervision at all times.

In their association with students, all school employees through their manner, dress, courteousness, industry and attitudes establish themselves as role models who influence the development of young people. The board expects its staff members to be exemplary models, as well as provide exemplary instructions. Staff Ethics / Conflict of Interest Board Policy GBEA establishes the basic structure for ethical conduct and the avoidance of conflicts of interest on the part of district staff. Staff members will not engage in any activity that conflicts or raises a reasonable question of conflict with their responsibilities in the district. The district will not employ or assign two members of an immediate family in the same administrative department or in the same building at the same time. Employees shall not engage in work of any type where information concerning a customer, client or employer originates from any information available to him/her through school sources. A professional employee will not sell instructional supplies, equipment or reference books in the attendance area served by his/her school nor will the employee furnish the names of students or parents to anyone selling these materials. Dress Code Board Policy GBEBA establishes the basic structure for a district dress code for staff. The dress code for staff will serve to provide an atmosphere that enhances learning, instills discipline, prevents disruption and avoids safety hazards. The district expects school employees to set an example for students that will serve to promote acceptable minimum dress standards for students and, consequently, improved student behavior. The purpose of developing a dress code for staff is not to restrict unduly, but to permit staff to dress in accordance with standards conducive to a proper educational atmosphere in the public schools of the Lee County School District. The Lee County Board of Education considers these rules essential:

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1.

The district does not consider shorts, T-shirts, denim pants and sweatpants acceptable for the classroom or office setting. Custodians and instructors in areas of physical education and occupational education will wear clothing appropriate for their instructional environment.

2.

Garments should not be so tight or clinging as to be excessively revealing or so flowing or loose as to constitute a safety hazard. Mini-skirts or short skirts are inappropriate.

3.

The board recognizes special situations (such as field day, work days, field trips, etc.) where a staff member would not dress as he/she would on a normal school day. Staff must receive approval from the principal prior to wearing shorts, Tshirts and sweatpants.

4.

Staff should dress in a clean and neat manner appropriate to their profession. Employees who violate the policy will be subject to consequences as outlined in Policy GCQF (Discipline, Suspension and Discipline of Professional Staff) and GDQD (Discipline, Suspension and Discipline of Support Staff).

Sexual Discrimination and Harassment Board Policy GBAA establishes the board vision for a working environment free of sexual harassment.

Sexual Harassment (Staff) The district will not tolerate or condone sexual harassment in the workplace. The board considers sexual harassment to be a major offense which may result in disciplinary action or dismissal of the offending employee. Unwelcome sexual advances, requests for sexual favors, or other sexual conduct, either verbal or physical, is sexual harassment under the following circumstances: 1.

The harasser requires the employee to submit to the conduct as an explicit or implicit condition of employment, status or promotion.

2.

The harasser uses the employee’s submission to, or rejection of, the conduct as a basis for an employment decision.

3.

The harassment substantially interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment.

4.

The employee’s submission to, or rejection of, the conduct is basis for any decision affecting benefits, services, honors, programs or other available activities.

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An employee who feels that he/she is being harassed should immediately report such incident to his/her immediate supervisor or the appropriate personnel department official. Nothing in district policy requires the employee alleging sexual harassment to present the matter to the person who is the subject of the complaint. The district will promptly and thoroughly investigate all complaints of sexual harassment. All complaints will be confidential and only those persons necessary for the investigation and resolution of the complaint will be given information about it. The district prohibits retaliation or reprisal in any form against an employee who has filed a complaint of sexual harassment. Sexual Harassment (Students) Not all behavior with sexual connotations constitutes sexual harassment under federal law. In order to qualify as a compliant under Title IX, sexual harassment must be sufficiently severe, persistent or pervasive so that it does the following: 1.

Adversely affects a student’s education.

2.

Creates a hostile or abusive educational environment.

A one time incident must be severe to rise to the level of harassment. The district prohibits sexual harassment of students by district employees, other students or third parties. All students and employees must avoid any action or conduct which could be viewed as sexual harassment. Sexual harassment consists of unwelcome sexual advances, requests or sexual favors, and other verbal or physical conduct of a sexual nature when the following occurs: 1.

Submission to such conduct is made either expressly or implicitly a term or condition of a student’s education.

2.

Submission to or rejection of such conduct by an individual is used as the basis for any decisions affecting a student.

3.

Such conduct has the purpose or effect of unreasonably interfering with a student’s education or creating an intimidating, hostile or offensive school environment.

Any student who feels he/she has been subjected to sexual harassment is encouraged to file a complaint in accordance with administrative rule JI-R. All allegations will be investigated promptly and confidentially. The district prohibits retaliation or reprisal in any form against a student who has filed a complaint of sexual harassment. An employee or student who is found to have engaged in sexual harassment will be subject to disciplinary action, up to and including termination in the case of an

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employee, or expulsion in the case of a student. The district will take all other appropriate steps to correct or rectify the situation. The administration will develop and distribute guidelines which implement the provisions of this policy concerning the reporting, investigation and resolution of complaints of sexual harassment. SUBSTITUTE TEACHERS Board Policy GCG and Administrative Rule GCG-R establish the basic structure and the procedures to be utilized for the employment of part-time and substitute professional employees. Substitute teachers serve in the absence of regular teachers. To as great an extent as possible, substitute teachers should possess the training and experience to ensure that students will receive uninterrupted instruction when the regular teacher has to be absent. The principal/director has the responsibility for evaluating the effectiveness of each substitute teacher employed in his/her school. Schools shall follow the following procedures when it is necessary to obtain a substitute teacher: 1.

If a teacher is absent from school, he/she will notify the principal before 9 p.m., if possible, of the expected absence the next day.

2.

A teacher may notify the principal by 7 a.m. on the day of absence. If a teacher knows he/she will be out several days, he/she should notify the principal of the number of days he/she expects to be out as far in advance as possible.

EXTRA DUTY Board Policy GCMD establishes the basic structure for the requirement of extra duty responsibilities for district instructional staff. The board expects teachers to assume reasonable duties over and above their regular teaching responsibilities in order to provide students with the most comprehensive program possible. These extra duties may include daily class preparation and attendance at staff meetings. Professional staff members will assist in the supervision of students as part of their regular duties during the school day. This includes, but is not necessarily limited to, bus, lunchroom and hall duty. The board expects all teachers to attend functions of their respective schools and, when requested, to assist the principal/director. The board requires teachers to attend the appropriate parent-teacher meetings of their respective schools. The board may consider activities and services that make major demands on a

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teacher’s extra time as an extra duty assignment. The board may compensate such assignments in accordance with the board’s supplementary pay schedule which is annually considered by the board. Athletic Coaching Assignments The principal, with the approval of the Superintendent, will make all athletic director and athletic coaching assignments on an annual basis for a period of one year. These assignments will be in addition to regular teaching duties. The district will assign head athletic coaching positions only to certified personnel employed by the district. The district will fill all assistant coaching positions with the following personnel: school staff, feeder school personnel, other district personnel and non-district personnel. All nondistrict personnel must be recommended by the principal, approved by the district athletic director and employed through the personnel office. Only the personnel office may make a formal offer of employment.

EXPENSE REIMBURSEMENT Board Policy DKC and administrative rule DKC-R establishes the basic structure and procedures for authorizing and reimbursing expenses for board members and district employees. The district will reimburse employees for expenses incurred in approved travel for the district, such as approved attendance at conferences and other authorized expenses necessary in performing their duties. The district will reimburse in-district and out-ofdistrict travel by personal vehicle at the per-mile rate allowable by the Internal Revenue Service and in effect on July 1 of each fiscal year. All employees are responsible for travel from home to their base assignment (school or district office). In cases when the employee travels on approved, district business to and from their home, the calculation shall be based on travel to/from home or the base assignment whichever is the lowest amount. Reimbursement for meals whenever employees travel out of the district to attend a meeting will be limited to a per diem rate of $30.00 per day or $10.00 per meal for partial days in state and $36.00 per day or $12.00 per meal for partial days out of state. The district will reimburse actual lodging expenses based upon a single occupancy rate incurred for lodging upon presentation of a paid receipt. No reimbursement will be made for overnight lodging within a 50-mile radius of the district, unless approved in advance by the Superintendent. The Superintendent must approve all employee travel.

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PROFESSIONAL STAFF ASSIGNMENTS AND TRANSFERS Board Policy GCK and Administrative Rule GCK-R establish the basic structure and procedures for the transfer and assignment of professional staff in the district. The Superintendent is authorized to assign and reassign personnel as determined to be in the best interests of the district. Assignment The Superintendent will assign instructional personnel on the basis of their qualifications, the needs of the district and their expressed desires. When he/she cannot meet all three conditions, the Superintendent will assign personnel first, in accordance with the needs of the district and its students; second, where the administration believes the employee is most qualified to serve; and third, as to expressed preference of employees. All personnel are employed by the district, not a particular school or department. Differences in expected enrollment and the actual enrollment, as well as other district needs, sometimes result in changed assignments. Volunteer Transfers The person who wants a transfer for the next academic year must discuss his/her desire with his/her principal/director (if in a school) or with his/her immediate supervisor (if on the district level). The person must then write a letter of request to the Superintendent or Director of Human Resources no later than February 15 stating the reason for requesting a transfer and giving the name of the school to which the transfer is desired. Upon receipt of the request, the Superintendent or his/her designee will set a time for the person making the request to meet with the principal of the school to which the transfer is requested (if a vacancy for which he/she qualifies exists. Based upon the recommendation of the two principals (and/or other immediate supervisors involved), the superintendent or his/her designee will give written notice to the person requesting the transfer that the request has been either approved or disapproved. The staff member must be recommended by the principal/director of the school to which he/she desires a transfer. Also, any teacher who currently has an improvement plan in place or who holds probationary status will not be a candidate for transfer.

FAIR LABOR STANDARDS ACT INFORMATION Exempt/Nonexempt Status Under the Fair Labor Standards Act Exemptions from both the minimum wage and overtime pay requirements of The Fair Labor Standards Act for any employee in a bona fide executive, administrative, or professional position shall be determined by Lee County School District. All other employees shall be nonexempt.

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Minimum Wage and Hours Worked All nonexempt employees must be paid not less than the current minimum hourly wage rate as prescribed by Federal Law. Hours worked include all time that the employee is required to be on duty or at the prescribed workplace and all time during which the employee is permitted to work. This includes any bona fide work that the employee performs on or away from the premises if the supervisor knows or has reason to believe that the work is being performed. Furthermore, a nonexempt employee cannot waive the right to be compensated as specified under the FLSA. (In essence, nonexempt employees cannot volunteer to do work without proper compensation). Compensation for Regular Hours Compensation of full-time nonexempt employees is based on a 7.5/8.0 hour day or 37.5/40.0 hours per week for the period of time (# of days) that the individual is expected to work. Hourly Rate Employees The hourly rate is the regular rate for hourly employees. This rate is calculated by dividing the daily rate of pay by the normal workday (7.5/8.0 hours). Work Week All workweeks are comprised of seven consecutive 24-hour periods beginning and ending at 12:00:01 a.m. Monday morning.

REDUCTION IN FORCE Board Policies GCQA/GCQB establish the basic structure for any needed reduction in professional staff. Statement of Policy The board’s primary consideration is the maintenance of a sound and balanced educational program that is consistent with the functions and responsibilities of the school district. The board recognizes, however, that it may become necessary to eliminate professional staff positions in certain circumstances. The board may find it necessary to eliminate staff positions because of decreases in student enrollment, changes in curriculum, financial exigency or other circumstances as determined by the board. The purpose of this policy is to provide a fair and orderly process should such eliminations, become necessary. Procedures The board will consider its ability to eliminate positions and/or reduce professional staff by any of the following: voluntary retirement, voluntary resignation, transfer of existing staff members, voluntary leaves of absence, salary reductions, parttime employment.

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In the event further reduction is required, the board will adhere to the following guidelines: Reduction in force will be on a district wide basis. Therefore, the Superintendent is not limited to considering for RIF termination only those professional staff members in a particular school, area or program in which the loss of enrollment, program change or financial exigency has occurred. Once the board (after consulting with the Superintendent) has determined that a reason exists which requires an elimination of professional staff positions, the Superintendent will, after considering the possibilities set forth above, determine which positions must be eliminated. The Superintendent will present his/her recommendations to the board for approval.

RESIGNATION OF SUPPORT STAFF Board Policy GDQB establishes the basic structure for the resignation of support staff members. A support staff member who wishes to terminate his/her employment with the district may submit a letter of resignation to his/her supervisor. The supervisor will forward the request to the Superintendent. The staff member must submit this letter two weeks before the desired termination date.

RESIGNATION OF PROFESSIONAL STAFF Board Policies GCQC/GCQD establish the basic structure for the resignation of professional staff members. Any professional staff member who wants to cancel or terminate a contract must state his/her desire in writing to the Superintendent. The district is under no obligation to release a teacher from a contract except as set out in policy. For such resignation to be effective, it must be accepted in writing by the superintendent. The district board will be formally advised of all resignations. The board will not release a teacher from his/her contract after June 1 except under one of the following conditions: circumstances beyond the teacher’s control (military/business transfer of spouse); serious illness of teacher. The teacher must submit a request for contract release in writing to the superintendent 30 days prior to the deadline set forth above. The district reserves the right not to release the teacher if written notice is not given before the date specified above or a suitable replacement has not been found. Until a teacher has been formally released from his/her contract, the district expects the teacher to report for duty on the first day of the school year or to continue to report for duty if the request for release is made mid-year. If

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a teacher signs a new contract without having been properly released from a previous contract, the new contract is considered to be void.

REPORTING CHILD ABUSE Board Policy JLF establishes the basic structure for the reporting of child abuse. The schools of this district will cooperate vigorously to expose the problems of child abuse and neglect. Any teacher, nurse or counselor who has reason to believe that the physical or mental health or welfare of a child under the age of 18 has been or may be aversely affected by abuse or neglect must report such a situation. The teacher, nurse or counselor may make the report to the county law enforcement agency or to the county department of social services. Other school employees who have reason to believe that a child under the age of 18 has been subjected to, or who may be subjected to, physical abuse or neglect, must also report or cause a report to be made as stated above. The state of South Carolina provides both civil and criminal immunity to those reporting suspected child abuse or neglect. Anyone required to report who knowingly fails to do so may be guilty of a misdemeanor.

Reporting Procedures School personnel who suspect child abuse or neglect may make a report in good faith. It is not the responsibility of school personnel to prove that the child has been abused or neglected, or to make a determination of whether the child is in need of protection. Any involvement of school personnel in investigation or treatment should be in conjunction with the local child protection unit of the department of social services. The teacher or other school employee first suspecting the abuse must make an oral report by telephoning or otherwise which includes the following information: 1. 2. 3. 4.

Name, address and age of student; Name, and address of parent or caretaker; Nature and extent of injuries or description of neglect; Any other information that might help to establish the cause of the injuries or condition.

The person making the report should tell the principal of the school of any oral or written report submitted in a case of child abuse or neglect. School employees who make child abuse or neglect reports must maintain the confidentiality of the information contained in the report. Employees will release this information only to the department of social services or, in the alternative, the county law enforcement agency.

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NOTICE TO EMPLOYEES GBEC Policy Concerning Drug-Free Work Place Board Policy GBEC establishes the basic structure for a drug-free working environment for the school district. No employee will unlawfully manufacture, distribute, dispense, possess or use any drug on or in the workplace. "Drug" means any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined by the act and regulation cited below. "Workplace" means the site for the performance of work and includes any school buildings or any school premises and any school-owned vehicle or any other schoolapproved vehicle used to transport students to and from school or school activities. It also includes off-school property during any school-sponsored or school-approved activity, event or function such as a field trip or athletic event where students are under the jurisdiction of the school district. As a condition of employment, each employee will notify his/her supervisor of his/her conviction of any criminal drug statute for a violation occurring in the workplace as defined above. The employee must notify the supervisor no later than five days after such conviction. As a condition of employment, each employee must abide by the terms of the school district policy respecting a drug-free workplace. An employee who violates the terms of this policy will satisfactorily participate in a drug abuse assistance or rehabilitation program approved by the board. An employee who fails to satisfactorily participate in such program will be subject to disciplinary action, including, but not limited to nonrenewal, suspension or termination at the discretion of the board. The board will take such action in accordance with district policies and regulations as well as applicable state and federal law. The board directs the administration to establish a drug-free awareness program in the district to include information on the dangers of drug abuse in the workplace, the district's policy on a drug-free workplace and any drug counseling available to employees as well as any available rehabilitation and employee assistance programs.

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