EMPLOYEE MANUAL

A GUIDE TO SELECTED DISTRICT INFORMATION

‘A District of Opportunities”

Dr. Jesulon Gibbs-Brown, Superintendent

Mr. Gerald Wright, Associate Superintendent Dr. Marty Conner, Associate Superintendent Dr. Amy Edwards, Assistant Superintendent

BOARD OF TRUSTEES

Mrs. Betty Shuler, Chairman Mrs. Beatrice Swett, Vice-Chairman

Mrs. Catherine Shuler, Secretary Mrs. Alice Pinckney, Parliamentarian

Mrs. Vernell Goodwin Mr. Dennis White

Ms. Barbara Butler Mrs. Catherine Behr, Recording Secretary

1654 Camden Road/Post Office Box 98 Holly Hill, South Carolina 29059

Telephone: 803.496.3288 Fax: 803.496.5850 Email: www.obg3.k12.sc.us

DISTRICT MISSION STATEMENT

Orangeburg County Consolidated School District Three will provide a quality education through shared responsibility in a safe supportive environment for all students to meet the challenge of a global society.

DISTRICT VISION STATEMENT

“Providing High Quality Educational Opportunities Leading to a Successful College and/or Career Choice”

ABOUT YOUR HANDBOOK

This handbook has been prepared to provide employees with information that Orangeburg County Consolidated School District Three believes is essential to achieving a successful relationship in our business. This handbook provides a general description of Orangeburg County Consolidated School District Three’s policies and procedures in effect as of the date of publication. It will act as a guide to familiarize you with the District’s general practices and procedures. Because the handbook is just a summary, it may not answer all of your questions. Should you need further information, please see your supervisor or principal or the Director of Human Resources. You also may access the Board Policy Manual on-line for additional information. While it is our goal to provide employees with beneficial programs and policies, all of our programs and policies are dependent upon economic and other considerations and cannot be guaranteed. For that reason, Orangeburg County Consolidated School District Three reserves the right to eliminate, amend, alter and make exceptions to programs, policies and procedures at any time. This handbook is advisory in nature, creates no contractual obligations on the part of the Orangeburg County Consolidated School District Three or its employees and does not alter the at-will relationship of non-exempt employees who are free to resign at any time for any reason. Orangeburg County Consolidated School District Three has the same right to end the employment relationship. No statement by an employee, officer, or agent of Orangeburg County Consolidated School District Three contrary to this paragraph shall have any force or effect unless it is in writing and signed by the Director of Human Resources and District Superintendent.

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STANDARD HIRING PROCEDURES

All selection procedures below the level of principal are the primary responsibility of principals and directors. The supervisor of transportation, maintenance, youth program, and food service will make recommendations to their director. The following procedures generally will be used in the selection of personnel. In certain situations, the District may utilize other procedures as it determines necessary and appropriate. Advertisement The Office of Human Resources will advertise employment openings on the District website. A vacancy in a certification area in which the availability of candidates is known to be low also may be advertised state-wide and in local newspapers. An announcement of vacancies will be sent to District employees via electronic mail. Advertisements will include specific job requirements/qualifications and instructions for applicants to attach all required documents. The position closing date and time will be specified on the job posting. Application All applicants must apply by completing a District application, submitting a letter of interest or a resume. All applications will remain on file for one calendar year. Current employees applying for a position need not complete the entire application procedure. They are advised to submit a letter of interest to the Office of Human Resources and an updated file with a current vita, course work, references and other support materials. The update (additional course work or transcript) of the file is not required and is the employee’s option. Screening of Candidates for an Interview The human resources department will screen all applications for valid credentials, references, qualifications, related experiences and skills. Using a rating scale of 0-3, the hiring administrator will comprise a list of applicants with a score of 2 and above to be interviewed. The size of the interview pool will be based on the number of applicants in the pool and the quality of the pool. There is no required number of applicants who must be interviewed. However, the District will give fair consideration to all qualified applicants to ensure an unbiased and nondiscriminatory search process.

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Interview Upon arranging the interview, the candidate will be made aware of the following:

1. Address and location of District 2. Date, time and place of the interview 3. Any support materials missing from the candidate’s application and the arrangements for

receipt of the missing support materials prior to the interview 4. Approximate length of the interview 5. Makeup of interview team 6. The starting date for the position

Each interview team generally will consist of at least three individuals. The interview team for elementary positions will usually consist of elementary principals. The interview team for middle school positions will usually consist of the middle school principals and a district level administrator. For high school positions, the interview team will usually consist of the high school principal and two District level administrators. . The interview team will not have members who are relatives (as defined by Board policy) of any of the candidates be interviewed. After each interview, the members of the team will promptly and independently complete the interview rating form for each applicant. Applicants will be rated on a scale of 1 to 5. Those receiving a rating score of 3 and above may be considered for recommendation to the Director of Human Resources. Following the interview of all the candidates, the members of the interview team will review candidates and share the results with the Director of Human Resources. The Director of Human Resources will collect and hold confidential, the list of questions, interview rating forms and ranking of all interviewers in case of any claims of discrimination in the hiring process. Selection

The interview team will discuss and recommend based on ratings which candidates should be considered for employment. If, after the discussion of the candidates, the hiring administrator determines that no candidate meet the minimum acceptable standard for recommendation to the Superintendent, the position may be re-advertised, and new applicants will be sought. If two or more finalists for a position are judged to be equal, consideration will be given to the candidate with residency and/or previous experience in the District. The Director of Human Resources will check references and request a South Carolina Law Enforcement Division (SLED) check on selected candidates.

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The Director of Human Resource will present to the Superintendent

• a list of all applicants • a list of recommended candidates • the applications of recommended candidates • the rating score sheets of recommended candidates • a summary of strengths and weaknesses for each recommended candidate

The Superintendent will determine if any administrator’s candidate is to be recommended to the Board. The Superintendent will recommend to the Board the best candidate for the position. The Superintendent and/or the Board may waive, at their discretion, any of the procedures described herein.

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District Requirement for Retirement

Teacher and Employee Retention Incentive Program (TERI) Any employee who retires and desires to participate in the Teacher and Employee Retention Incentive Program (TERI) must:

• Make written request to the Superintendent 30 days prior to retirement date. • If approved, schedule an appointment with a Retirement Counselor at the South

Carolina Retirement System to verify retirement eligibility. • Schedule an appointment with the District’s Benefits Administrator to complete

paperwork. Retired Employee Program Any employee who retires and desires to participate in the Retired Employee Program must:

• Make written request to the Superintendent 30 days prior to retirement date.

• Present a letter of recommendation to the Superintendent from the principal or supervisor of the assigned school.

• Have received satisfactory evaluations for at least the last two years prior to the date of retirement.

• If approved, schedule an appointment with a Retirement Counselor at the South Carolina Retirement System to verify retirement eligibility.

Critical Teaching Needs (CTN) Any employee who retires and desires to participate in the Critical Teaching Needs Program (CTN) must:

• Make written request to the Superintendent 30 days prior to retirement date.

• Present a letter of recommendation to the Superintendent from the principal or supervisor of the assigned school.

• Have received satisfactory evaluations for at least the last two years prior to the date of retirement.

• If approved, schedule an appointment with a Retirement Counselor at the South Carolina Retirement System to verify retirement eligibility.

• Schedule an appointment with the District’s Benefits Administrator to complete paperwork.

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Licenses and Certification

Depending on their job responsibilities, some employees are required to maintain licenses and/or certification to keep their position. Copies of all licenses and certification should be given to the Human Resources Department after being updated. Below is a list of some of those roles.

• Teachers must hold a valid SC teaching credential in the area(s) they teach. Additionally, those teachers in the core academic areas as defined by NO Child Left Behind (NCLB) must be highly qualified in each subject area they teach. Types of appropriated licenses are Initial, Professional, International, Restrictive Alternative, and Critical Needs.

• Nurses and other health care providers (PT’s and OT’s) must maintain valid licenses.

• Bus drivers must maintain a valid driver’s license and a CDL to be eligible to drive a bus.

• Paraprofessionals in Title I schools must be highly qualified as defined by NCLB.

Substitute Employment Requirements

In order to be considered for employment as a substitute, the following information needs to be submitted with your application:

1. Tuberculin skin test

2. References (Complete mailing addresses, including zip codes, are required).

To be considered for a classroom substitute position, the applicant must also provide the following with the application:

1. Official college transcript (must be mailed directly from the college to Orangeburg County Consolidated School District School Three or must be in a sealed envelope from the college, if hand-delivered).

2. In order to comply with the Federal Law PL 107-110, all classroom substitutes employed with the district are required to have completed at least two years of study (60 credit hours) at an institution of higher education or to have earned an associate’s degree or higher.

3. It is mandatory to attend the substitute in-service.

4. State Criminal Records Check is mandatory. (Human Resource Office will request a

state criminal records check from State Law Enforcement Division {SLED}.)

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Substitute Selection Procedures:

1. Substitutes are only temporary employees. 2. There is no guaranteed duration of employment with the District. 3. There is no guaranteed number of days that substitutes work. 4. During this school year or any subsequent years, the District may choose not to

use applicant as a substitute. 5. It is the sole responsibility of each individual school which substitutes to select

from the list whenever a substitute is needed. 6. The substitute must be interviewed by a team.

Length of School Day

Instructional Day

This policy is for all instructional staff at District schools. This policy does not address secretaries, custodians, food service operators and food service managers because their times are staggered.

• Employees whose work hours are 7:30 a.m. – 3:30 p.m. must adhere to the designated time when requesting a late arrival, a half day, or early departure.

• Half Day – 12 noon Teacher Work Hours

• 7:30 a.m. – 3:30 p.m. (Mondays, Wednesdays, Fridays) • 7:30 a.m. – 4:15 p.m. (Tuesdays, Thursdays) • Arrival and departure times may vary for staff on morning and/or afternoon duty (ies).

Instructional Day for Students

• 7:45 a.m. – 3:15 p.m.

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FINANCIAL INFORMATION Checks are issued twice monthly according to the payday schedule. There will be no disruption of direct deposit for early payment requests. Direct deposit is mandatory.

PAY INQUIRES

Please direct all inquiries in reference to pay as listed below: Salary (Base, Supplements, Stipends, Extras Duties, Human Resources

Pay Dates, Check Release) Pay Advance Requests

Travel Requests and Purchase Orders Principals Bus Driver’s Pay Human Resources After-School Programs and Summer School Director of Curriculum Homebound Director of Special Services

The Business Office has been directed not to discuss with employees any inquiry noted on the list above.

FRINGE BENEFITS FOR FULL-TIME EMPLOYERS

• Receive 12 sick days per year

• Days may be accumulated to a maximum of 90

• District pays a per-day stipend for unused days above 90 (if funds are available)

• South Carolina Retirement Systems/State ORP

• State Basic Disability provided by the State and paid by the employer

• State Supplemental LTD (Optional)

• State Vision Coverage (Optional)

• State Health and Dental Insurance (family plans-optional)

• Life Insurance (State) - $3,000 (no cost to employee)

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• Life Insurance (District) - $1,000 at no cost to employee

• South Carolina Retirement System (mandatory participation)

• Tax-sheltered Annuities (401k, 403B, 457)

• Edisto Federal Credit Union (Orangeburg)

• Safe Federal Credit Union (Santee)

• Palmetto Citizens (Orangeburg)

• State Credit Union

• Direct deposit of pay check

• Insurance programs from private companies

• Perfect Attendance Stipend (If funds are available)

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Staff Leaves and Absences

Purpose: To establish the basic structure for all types of professional staff leaves and absences. NOTE: This policy — and accompanying administrative rule — may include sick leave (to include Family and Medical Leave Act requirements), personal/emergency/legal leave, materni-ty/paternity/parental leave, military leave and conferences/training workshops. Vacations and holidays are the subject of a separate policy. The continuous presence of employees promotes excellence in the instructional program by en-suring the following.

• the uninterrupted continuity of education

• greater teacher-student contact time

• appropriate role-model emulation

• consistent classroom discipline

• reduced cost Therefore, the board expects employees to come to work every day. The board recognizes, however, that certain absences are unavoidable. At such times, employees may take leave in accordance with this policy and its accompanying administrative rule. Absent employees must comply with procedures set out in the administrative rule which accom-panies this policy. Sick leave Accrual of sick leave All full-time employees of the district will accrue sick leave on the basis of one and one-fourth days of sick leave for each month of active service. This will provide 12 days for nine months (190 days), 13 days for 10 months (210 days), 14 days for 11 months (220 days) and 15 days for 12 months (240 days). An employee may accumulate up to 90 days of sick leave which is ac-crued but not used provided that such employee does not violate his/her respective contract. For the purposes of this policy, a full-time employee will mean any person employed in a position for which certification is required by the South Carolina State Department of Education or a per-son who has been employed in the school district and works at least 30 hours per week. Use of sick leave for absences An employee may use sick leave for absences caused by personal illness. Accrued sick leave days, up to a maximum of 90 days, may be used for serious illness in the employee's immediate family or for the death of a member in the employee's immediate family which requires the em-ployee to provide care. An employee who anticipates requiring extended leave to provide care for a family member should submit a written request on the appropriate district form to their su-pervisor as far in advance as possible. The request for extended leave for this purpose must in-clude a statement from a licensed medical doctor giving the expected time the employee will be needed to provide care for a family member. The request must be approved by the superinten-dent or his/her designee. The term "immediate family" includes the following.

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• spouse

• son, son-in-law, stepson

• daughter, daughter-in-law, stepdaughter • mother, mother-in-law, stepmother • father, father-in-law, stepfather • brother, brother-in-law, stepbrother • sister, sister-in-law, stepsister • grandparents

• grandchild

• guardian and ward or other relative living in the household at the time of illness

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 workdays in any school year and is not to extend beyond the immediate school year. The district will assign an employee who returns to work the same or similar duties which he/she performed prior to going on leave, if such assignment is in the best interest of the district. If the administration does not consider it to be in the best interest of the district to assign the employee to the position he/she had prior to going on leave or to a similar position, the district will offer the employee a position for which he/she is qualified. Termination The district may terminate the employment of any employee who fails to comply with the require-ments of this policy and accompanying administrative rule, who fails to report to work at the ex-piration of authorized leave or who fails to obtain an extension of leave. An employee is subject to termination from employment with the district for misstatements of fact and/or misrepresenta-tions of purpose for which leave of absence is desired or on the basis of which sick leave is ob-tained. The district will not terminate from employment those employees under this policy who have ac-crued sick leave and who are using it in compliance with this policy. The district will not terminate from employment any such employee during a continuing sick leave of less than 91 workdays. Transfer of sick leave An employee of a state agency transferring to any school district in the state or a school district employee transferring to a state agency may transfer to and retain all sick leave he/she accumu-lated at his/her former place of employment.

Reimbursement for unused leave At the end of each fiscal year, the district will pay employees who have accumulated 90 days of sick leave at the rate of $25 per day for each unused sick leave day over 90 (up to 15 days for 12-month employees) provided that funds are available.

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FAMILY AND MEDICAL LEAVE ACT The board will provide leave to eligible employees consistent with the Family and Medical Leave Act of 1993 (FMLA). Eligible employees are entitled to up to 12 workweeks of unpaid family and medical leave in any 12-month period. The district will continue to pay the district's share of the employee's health benefits during the leave. In addition, the district will restore the employee to the same or a similar position after the termination of the leave in accordance with board policy. In complying with the FMLA, the district will adhere to the requirements of the Americans with Disabilities Act as well as other applicable federal and state laws. NOTE: The Business Office will not complete paperwork for disability until FMLA paperwork has been completed and approved.

PROCEDURES FOR FAMILY MEDICAL LEAVE

In the event it becomes necessary for an employee to be absent from work for ten (10) or more consecutive days due to illness, the employee is considered to be on Family and Medical Leave. Employees are eligible if they have worked for a covered employer for at least one year or for 1,250 hours over the previous 12 months.

• The birth of a child, or placement of a child with you for adoption or foster care

• Your own serious health condition

• Because you are needed to care for your spouse, son or daughter, parent due to his/her serious health condition

• Because of a qualifying exigency arising out of the fact that your spouse, son or

daughter, parent is on active duty or call to active duty status in support of a contingency operation as a member of the National Guard or Reserves.

• Because you are the spouse, son or daughter, parent, next of kin of a covered service

member with a serious injury or illness.

• Requesting Leave An employee seeking family and /or medical leave must, if it is feasible, provide notice of his or her intent to take leave at least 15 days before the leave is to begin. If such notice is not feasible, the employee must provide notice as soon as possible. The notice should state the date the leave is expected to begin and the date the employee expects to return to work. Once an employee requests or gives notice of the need for a leave, the District will provide the employee with a response to the written request. If the leave is granted, information regarding the specific conditions and requirements of the employee’s leave will be provided.

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• Medical Certification An employee may be required to provide medical certification supporting the need for leave. Once certification is requested, the employee will have 15 calendar days to provide it, unless it is not practicable to do so despite the employee’s diligent, good faith effort. Failure to provide medical certification within the allotted time (15 calendar days) will result in the leave being coded as personal leave. If the required paperwork is received after the 15 calendar days, the adjustment will be made after a 5-day approval process. An employee on leave due to his or her own serious health conditions or the serious health condition of a spouse, son, daughter, or parent may be required to provide periodic recertification that the leave continues to be necessary.

• Return to Work

A “Medical Leave –return to Work Form” must be completed when the employee returns to work or when it is determined that the employer will not return to work. An employee who does not return to work the next working day following the expiration of FMLA leave, or who fails to notify the District of his/her ability to return from leave early, will be considered to be absent without leave and will be subject to disciplinary action.

For further information, please refer to administrative rules GCC-R/GCC-E listed on the follow-ing pages.

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ADMINISTRATIVE RULE - FILE: GCC-E & R

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT (FMLA)

Basic Leave Entitlement

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eli-gible employees for any of the following reasons.

• incapacity due to pregnancy, prenatal medical care or child birth

• to care for the employee's child after birth or placement for adoption or foster care

• to care for the employee's spouse, son or daughter, or parent, who has a serious health condition

• a serious health condition that makes the employee unable to perform the employee's job

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 at-tending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions and attending post-deployment reinte-gration 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 service member during a single 12-month period. A covered service member 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 service member medically unfit to perform his/her duties for which the service mem-ber is undergoing medical treatment, recuperation or therapy; or is in outpatient status; or is on the temporary disability retired list.

Benefits and Protections

During FMLA leave, the employer must maintain the employee's health coverage under any "group health plan" on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equiv-alent pay, benefits and other employment terms.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.

Eligibility Requirements

Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months and if at least 50 employees are employed by the employer within 75 miles..

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment or physical or mental condition that in-volves either an overnight stay in a medical care facility, or continuing treatment by a healthcare provider for a condition that either prevents the employee from performing the functions of the employee's job or prevents the qualified family member from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of inca-

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pacity of more than three consecutive calendar days combined with at least two visits to a healthcare provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or inca-pacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Use of Leave

An employee does not need to use this leave entitlement in one block. Leave can be taken inter-mittently or on a reduced leave schedule when medically necessary. Employees must make rea-sonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer's operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave

Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer's nor-mal paid leave policies.

Employee Responsibilities

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer's normal call-in procedures.

Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions; the family member is unable to per-form daily activities, the need for hospitalization or continuing treatment by a healthcare provider, or circumstances supporting the need for military family leave. Employees also must inform the em-ployer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave.

Emergency/Legal Leave Emergency Leave For emergencies and unusual situations not covered by the leave policies of the district, an em-ployee may request the superintendent's authorization for use of sick leave days. The employee must submit the request in writing through the principal or supervisor to the superintendent. Legal Absence The district will grant employees leave without loss of pay when they are summoned for jury duty or subpoenaed. If an employee must appear in court for any reason other than the above, the district will deduct substitute pay from his/her salary. Whenever a prospective juror is dismissed before the end of the working day, he/she will return to his/her official duties. When selected for jury duty, teachers, certified personnel at the building level or bus drivers may request a postponement to a date that does not conflict with the school term.

Maternity/Paternity Leave A pregnant employee is eligible for extended illness leave. While on leave, she may receive pay

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for accumulated sick leave as provided herein. Military Leave Employees may take military leave without loss of pay, seniority or efficiency rating for one or more periods not exceeding a total of 15 workdays in one year. Saturdays, Sundays and state holidays may not be included in this 15 days unless the Saturday, Sunday or holiday is a regular-ly scheduled workday for the employee. This leave may be taken when the employee is engaged in training or other duties ordered by the governor, the department of defense, the department of the army, the department of the air force, the department of the navy, the department of the treasury, or any other department or agency of the government of the United States having au-thority to issue lawful orders requiring military service. This leave applies to employees who are either enlisted or commissioned members of the South Carolina National Guard, the United States Army Reserve, the United States Air Force Reserve, the United States Naval Reserve, the United States Marine Corps Reserve or the United States Coast Guard Reserve. In the event an employee is called upon to serve during an emergency, he/she will be entitled to such leave of absence for a period not exceeding 30 additional days. The board expects employees to request their training for a period when school is not in session. An employee seeking leave for annual active duty training must forward a written request, includ-ing the appropriate verifying data, to the superintendent no later than 30 days prior to the pre-arranged military activity.

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ABUSE OF SICK LEAVE

The Human Resources Director may authorize sick leave only when supported by evidence determined acceptable by District administration. Normally, such certification must be from a qualified health care provider. Supervisors/principals are authorized to accept an employee’s self-certification of an illness for no more than a total of three (3 calendar days per year).

SICK LEAVE/PARTIAL DAYS (2 HOURS OR LESS)

When it becomes necessary to call a substitute, an employee will be charged at least a half day out, regardless of the amount of time involved. An employee who arrives late or leaves early with prior approval of the principal/supervisor may not have time charged against sick leave if the time involved is 2 hours or less and if this privilege is not abused as determined by the Administration. It is the responsibility of the employee to arrange coverage of his/her classes or any other duties/activities. The plan of coverage must meet the approval of the principal/supervisor. If the principal concludes that an employee is abusing this privilege, that principal may, upon notification to the employee and with notification to the Human Resources Director, charge future requests for early dismissal against the employee’s leave. PAYMENT FOR UNUSED ACCRUED SICK LEAVE The District shall pay to each employee who has accrued over ninety (90) days of sick leave at the end of the fiscal year, a stipend for each accrued day over ninety (90), but not to exceed the actual number of days earned for the school year. Payment shall be made during the first quarter of the succeeding school year (but no later than September 30). Days compensated shall be removed from the sick leave balance. The sick leave balance shall be reduced to ninety (90) days to carry forward to the succeeding school year. If funds are not available, the District reserves the right not to pay for these days.

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STAFF DRESS CODE

Purpose: To establish the basic structure for a District dress code for staff. The board expects Orangeburg County Consolidated School District Three employees to be role models for students and, as such, expects employees to be neatly groomed and dressed in accordance to the accepted professional standards for the subject of instruction, the work being performed and/or the occasion. Appearance can have a positive effect on student achievement and behavior and can influence the public’s perception of education and the district by indicating a sense of pride, respect and seriousness for the profession. The board establishes the following dress and grooming guidelines for district employees that will have a positive impact on the educational process.

• Employees will be physically clean, neat and well groomed.

• Employees will dress in a manner reflecting his/her assignment.

Grooming and attire will meet the following criteria during school/work hours. A female staff member may wear dresses, skirt suits, skirts with blouses or sweaters, pantsuits or pants with blouses or sweaters. A male staff member may wear suits or slacks and shirts (with or without ties) or suits and slacks and a turtleneck shirt or turtleneck sweater (with or without a jacket). Shirt and ties are preferred. Physical education, home economics, science and industrial arts teachers may wear clothing deemed appropriate for their instructional assignments and in their classrooms. Those employees required to wear uniforms (security, cafeteria and custodian staff) MUST wear the entire uniform during the workday. When appropriate, the superintendent may relax the dress code (inclement weather, excessive temperature, etc.) When appropriate, the building principal may relax the dress code for individual members of the faculty (field trips, unique school activities, etc.). Examples of unacceptable attire during school/work hours

• Faded, torn patched, frayed and/or dirty clothing • Sneakers/flip flops or beach-like sandals/tennis shoes/slippers • See-through clothing • Excessively tight/form-fitting clothing • Shirt or blouse buttons opened beyond the mid-point of the chest or low cut tops • Midriff, halter, tube, strapless or spaghetti strap tops • Painter’s pants or overalls • Shorts or scooter (biker shorts) two (2) inches above the knee • T-shirts or undershirts as outerwear • Clothing with obscene language/gestures • Sweatshirts, sweatpants and sweat suits (exceptions-physical education)

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• Caps or hats in the building • Dark glasses (except for medical reasons) • Distracting attire such as mini-skirts exceeding two (2) inches above the knee or skirts

with high slits • Cutoffs, dungarees or jeans • Tights/spandex, leggings or pants that which fall below the knee.

Acceptable attire

• Khakis pants or ‘Dockers” style gabardines, lined, cotton or silk pants or dress slacks • Dress shirts or blouses, casual shirts with collars, golf shirts, turtlenecks, knit tops,

dresses and shirts or Capri pants which fall mid-calf All employees are role models for students; therefore, hats and caps must be removed when entering school buildings and offices, Clothing and appearance must be clean and neat (e.g., shirts must be clean and tucked in as appropriate). No clothing may be worn that distracts and/or disrupts the instructional program (e.g., mini-skirts, see-through clothing). Employees are to keep in mind that they represent Orangeburg County Consolidated School District Three and should dress according to job responsibilities and duties for the workday. In the case of an employee dressing inappropriately, the principal and/or employee’s supervisor will determine whether a violation of the dress code has occurred and will discuss, in private, the violation with the employee. The employee will be directed by the supervisor to change into the appropriate attire. Should this change require leaving the work site, the employee will sign/clock out/in and will be docked accordingly. Where a single violation warrants a reprimand, the principal or supervisor may document the employee’s file. If dress code violations reoccur, the principal or supervisor must document the employee’s file. After the third letter of reprimand, the principal or immediate supervisor may recommend more stringent disciplinary action, including dismissal. A staff member may appeal the entry of a reprimand through the grievance procedure. If an employee believes that an exception to this policy would enable him/her to carry out assigned duties more effectively, a written request for different attire may be made to the superintendent or his/her designee will respond to the request in writing within 5 days. The decision of the superintendent or his/her designee is final. Orangeburg County Consolidated School District Three wants to have a professional work environment and encourages employees to exercise good judgment when dressing for work.

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SOCIAL MEDIA

Purpose: To establish the basic structure for employee use of social media. The purpose of this policy is to provide employees with guidance on what is acceptable and unacceptable in the cyber world. Employees engaging social media platforms (examples include Facebook, Twitter, Linkedln, Instagram, YouTube, MySpace, and other services designed for mass communication of content) for personal use should pay special attention to how information posted under the account could be viewed and disseminated publicly. Social media are powerful communication tools that must be used appropriately just like telephones, email, text messages and handwritten forms of communications. The goal is to help staff avoid any unintended situations that could potentially have an adverse effect on their employment status. Some guidelines for successfully using social media are listed below.

• Employees are expected to conduct themselves in a professional and appropriate manner at all times in their interactions with students and parents/guardians.

• All communication between staff and students should be handled through official District

channels, i.e. District e-mail. Employees should avoid communicating with students on personal networking sites and via personal communication devices.

• Participation in social networking sites for work purposes must be done with the

knowledge and approval of the employee’s supervisor when student involvement is anticipated.

• Employees should be familiar with the administration of the service. Specific attention

should be focused on how to set up and maintain privacy controls.

• Employees should be familiar with the target audience when posting items online, as some may be perceived as offensive to some recipients and may be a violation of state and/or District rules and policies.

• Employees have no expectation of privacy with regard to information maintained and/or

accessed on District-owned technology.

• Employees should always consider the possible consequences before posting/sending information via social networking.

If material posted on a website or social media site impacts an employee’s ability to perform his/her job as it relates to students or colleagues, the employee may be subject to disciplinary action up to and including termination. The Internet and Social Networking sites are constantly changing and these guidelines are intended to give employees points to consider when using these tools. Common sense and professional decorum are expected from District employees.

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MISCELLANEOUS

GUIDELINES FOR SOLICITATIONS Solicitation to support school/district programs and some non-profit organizations is permitted with approval from the Superintendent. Solicitation for personal profit is not permitted; however, individual deliveries (not large-scale group deliveries) will not be challenged. DEFINITIONS Solicitation – Staff members (sellers) announcing the sale of personal products and asking staff members (via conversation or order forms) to purchase products. Individual Deliveries – Staff members (consumers) approaching an individual about products he/she sells and using the school/district office as a drop-off site.

Telephone Calls

Telephone calls, including those made from personal cell phones, should be made during planning periods or breaks and should generally be brief in duration. Except in an emergency, calls should not be made during class time or when duty has been assigned. Personal long distance calls are not to be charged to the school. Sexual Harassment 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. Unwelcomed sexual advances, requests for sexual favors, or other sexual conduct, either verbal or physical, constitute sexual harassment under the following circumstances:

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

• The harasser uses the employee’s submission to, or the rejection of, the conduct as a

basis for an employment decision.

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

• The employee’s submission to, or rejection of, the conduct is the basis for any decision

affecting benefits, services, honors, programs or other available activities. An employee who feels that she/he is being harassed should immediately report such incident to the immediate supervisor of the accused employee or to the appropriate personnel

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department official. Nothing in District policy requires the employee alleging sexual harassment to present the matter to the person who is subject to the complaint. The District will promptly and thoroughly investigate all complaints will be confidential and only those persons necessary for the investigation and resolution of the complaint will be given information about it. (GBAA June 1998). Staff Complaints/ Grievances

A grievance is a claim by an employee of a violation, misinterpretation or misapplication of a provision of school board policies and administrative procedures or rules and regulations as they affect the employment or working condition of such employee. The school board recognizes the need for a procedure providing a prompt and effective means of resolving differences that may arise among employees and between employees and administrators. The board does not consider actions which are subject to the Teacher Employment and Dismissal Act, S.C. Code 1976, as amended, Section 59-25-410, et seq. and employment decisions implemented under the district’s reduction in force policy to be grievances under this procedure. (Please see policy sections GBK and GBK-R for staff concerns/complaints/grievances.)

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EMPLOYEE ACCESS TO NETWORKED INFORMATION RESOURCES Regulations for Network Use and Access to System(s) Resources

Use of system(s) resources, the District network, as well as the Internet, shall be in support of education and research that is consistent with the mission of the District.

1. Use the network in such a way that it does not disrupt its use by others.

2. Maintain the integrity of files and data. Modifying or copying files/data of other users without their consent is not permitted.

3. Be ethical and courteous. Defamatory, harassing, or obscene mail or discriminatory

remarks are not allowed on the network.

4. Treat information created by others as private property of the creator.

5. Respect the privacy of others.

6. Respect copyrights.

7. Use the network or system(s) resources for educational purposes.

8. Do not intentionally waste system resources.

9. Hacking* the system is not permitted. *Hacking may include, but not limited to, attempting to breach any security in place such as accessing secured data or other people’s data, interrupting operation of the computer and/or network, stealing data or programs, pirating software, accessing other’s accounts and/or disk space. The district reserves the right to remove a user’s account if it is determined that the user is engaged in unauthorized activity or is violating this code of conduct. Employee Access to Networked Information Resources

With the spread of telecommunications throughout the District workplace, Orangeburg County Consolidated School District Three recognizes that employees are changing the ways they share ideas, transmit information, and contact others. The use of new tools and systems brings new responsibilities as well as opportunities. Employees are expected to communicate in a professional manner consistent with state laws governing the behavior of District employees and with federal laws governing the behavior of District employees and with federal law governing copyright, Communications over the network are often public in nature; therefore, general rules and standards for professional behavior and communications will apply. Orangeburg County Consolidated School District Three encourages staff members to make use of telecommunications to explore educational topics, conduct research, and contact others in the educational world. Electronic communications will expedite the sharing of effective practices and lessons across the District. It will also help staff members stay on the leading edge of practice by forming partnerships with others across the state and nation.

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The following behaviors are not permitted on District networks:

1. Sending, receiving, or displaying offensive messages or pictures

2. Using obscene language

3. Harassing, insulting, or attacking others

4. Engaging in practices that threaten the network (e.g., loading files that may introduce a virus)

5. Violating copyright laws

6. Using others’ passwords

7. Trespassing in others’ folders, documents, or files

8. Intentionally wasting limited resources

9. Using the network for commercial purposes (i.e., to sell goods or services)

10. Violating regulations prescribed by the system coordinator

Violations, complaints, or reports of inappropriate behavior will be routed to the employee’s supervisor for appropriate action. Violations may result in disciplinary action consistent with Orangeburg County Consolidated School District Three policies and regulations regarding employees’ conduct.

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STUDENT SUPERVISION

All staff members are hereby informed that proper supervision of every student while at school or during school-sponsored activities is mandated by the District. No student should be left unsupervised at any time except in the case of an extreme emergency, and for a brief moment only. The following are examples of extreme emergencies:

• Disruptive student who may cause injury to himself or others

• Severely injured student

• Severe illness of a student Equally important is the fact that students should never be allowed to engage in ‘rough playing.’ Elementary students, particularly, should not be allowed to use any playground equipment inappropriately. Even though students have been informed of the injuries that could occur when they use the equipment inappropriately, close monitoring of student activities by those who have been assigned supervisory duties is still necessary. Please be further informed that all areas of the school campus occupied by students during breaks and recess should be supervised. Staff members assigned to these areas are to ensure that they monitor the students and their activities. Please remember that student safety is of the utmost importance; therefore, effective supervision is equally important. DISCIPLINE

Employees must not, under any circumstances, use physical force to discipline a student. Failure to adhere to this mandate may result in termination of employment. The District has a range of corrective measures. When a teacher refers to a student to the office, the disposition of the referral becomes the responsibilities of the administration. The teacher has relinquished his/her authority. CULTURALLY CORRECT REFERENCES District employees are directed to reference individual students by their legal names. When legal names are not known, “young lady” or ‘young man” is an acceptable reference. Groups of students may be referenced by using the word “students” or, in the elementary grades (PreK-5), “boys and girls.” Students who participate in the Special Needs Programs should not be referred to by the program’s name when being addressed individually.

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ASSEMBLY ACTIVITIES

Assembly activities (speakers, presentations, poems, stories, songs, etc.) are expected to comply with state and federal laws. Any employee who has a question about whether an assembly activity is appropriate should consult with his/her principal/supervisor.

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MEDICAL INFORMATION

STUDENTS WITH SPECIAL MEDICAL CONDITIONS

The school nurse will inform principals who will in turn inform teachers of all students in their classes who have special medical conditions (heart condition, diabetes, epilepsy, etc.) in the event that emergency first aid is needed. MEDICATION POLICY

State law requires that any child who requires medication during the school day have a medication permission request form on file. Orangeburg County Consolidated School District Three requires that all students who need medication during the school hours do the following:

1. The District’s Medication Permission Request form must be signed by the physician and parent or legal guardian.

2. The medication must be brought to school in the original prescription bottle and properly

labeled by the pharmacist.

3. All medication must be brought to the school nurse’s office for proper storage and administration.

DISPENSING MEDICATION

Medication (including over-the-counter medication such as aspirin, cough drops, etc.) may not be dispensed by the teacher or by any other unauthorized school personnel.

ACCIDENT REPORTS In case of an accident to a student or staff member, an accident report form must be completed. The following appropriate forms may be obtained from the school office:

• Students – South Carolina Health Program Injury Report Date Collection Form

• Staff – Workers Compensation Injury Form