Message

Superintendent

Dr. Pascal Mubenga

Board of Education

Mr. Michael Lee, Chair

Ms. Minnie Forte-Brown

Ms. Natalie Beyer

Mr. Xavier Cason

Mr. Matt Sears

Mr. Steven Unruhe

Ms. Bettina Umstead

Durham Public Schools does not

discriminate on the basis of sex,

race, color, religion, national origin,

age or disability in any of its

education or employment programs

or activities.

DearDPSEmployee:

ThankyouforbeingapartofDurhamPublicSchools,whetheryouareaveteranorhavejustjoinedus.Everydaybringsusanewopportunitytochallengeandinspiremorethan33,000DurhamCountystudents.Whetheryouworkdirectlywithstudentsorsupportourschoolfunctions,youareessentialtoDPS’ssuccess.

Youarenotalone.Families,communityandbusinesspartners,volunteersandelectedofficialsincludingtheDPSBoardofEducationareallpartofthesolutiontoimprovedschoolandstudentperformance.Ittakesperseverance,confidenceandteamwork—withinandoutsideourschooldistrict—anditiswithinourgrasp.

ThishandbooksummarizesthepoliciesandproceduresthatallDPSemployeesmustfollow,includingthoseadoptedbyourschoolboard.Weaskyoutoreviewitandkeepithandy,andtocommunicatewithyourprincipalorsupervisorifyouhaveanyquestionsorconcerns.

WeappreciateeverythingyoudoforthechildrenofDurhamPublicSchools.

HumanResourceServicesDepartment

Durham Public Schools. All rights reserved. See www.dpsnc.net for most recent version of this handbook.

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WHOWEARE

WEBELIEVEIN:Equity–Ourstudentandschoolsdeserveequitableaccesstotheresourcesandopportunitiestheyneedtosucceed.DurhamPublicSchoolsandthecommunitymustdistributethoseresourcesinamannerthateliminatesinequities.SharedResponsibility-DurhamPublicSchoolsmustbeintentionalinactingcollaborativelyandinvolvingallstakeholders,ensuringthatourcommunityutilizesitscollectiveresourcestosupporteverychild.TheDurhamcommunitysharesresponsibilitywithDPSforthesuccessofourchildren.HighExpectations-DurhamPublicSchoolswillchallengeeverystakeholder,especiallyourstudentsandeducators,toembraceagrowthmindset:thebeliefthateverychildcanbeacademicallysuccessful.Itisourexpectationthatallofourstudentswillexcelgloballyandreachtheirhighestpotential.AChild-CenteredApproach–Ourstudentsdeserveaneducationthatiscaring,culturallyresponsive,andembracesthewholechild.DurhamPublicSchoolswilladdressthesocial,emotional,andacademicneedsofeachstudent.

THEORYOFACTION

IftheDurhamCommunitysharestheresponsibilityintheinvestmentofeverychildusingaholisticapproach.Thenwewillensurethatresourcesandopportunitiesareinformedbyequityandthatweareintentionalaboutsettinghighexpectationsforallstakeholdersintheirroleineducatingthewholechild.Aswesupportandincreasethecapacityofadministrators,teachers,staff,andparentssothattheyareequippedtosupportanddevelopefficacyininstructionandstudentlearning.MISSION

DurhamPublicSchoolsembraces,educates,andempowerseverystudenttoInnovate,serve,andlead.

VISION

DurhamPublicSchools:IgnitingLimitlessPotential

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Introduction

This Employee Handbook will answer many questions about employment related

matters, benefits and compensation. Please read it carefully and keep it for future

reference.

It is important to note that the handbook is both selective and general in its coverage of

Durham Public Schools’ policies and procedures. Employees are expected to review the

published policies of the Durham Public Schools Board of Education and to comply with

them. Copies of the Durham Public Schools Board of Education Policy Manual

are accessible to employees on the district website at www.dpsnc.net. Additional

materials, including individual school plans, school improvement plans, safe school plans,

and school policies and procedures, are available in schools or from principals or

supervisors.

Although this handbook summarizes many detailed provisions about employment,

benefits, and other related matters, the official policies, regulations and procedures will

always govern when questions arise. The Board policy numbers are in parentheses near

headings for ease of reference. Complete copies of Board policies are housed in each

school’s media center and are also available on the Durham Public Schools website at

www.dpsnc.net. Most of the forms referred to in this handbook can be secured from the

school principal or treasurer. Some forms are online. Additionally, the contents in this

handbook are not intended to create or imply any contract rights.

This handbook offers information about state pay schedules, leave regulations and other

benefits. These are offered for illustration purposes and are not meant to confer benefits

in addition to those provided by state law and regulation.

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TABLE OF CONTENTS

Message from the Superintendent

Who We Are

Introduction

General Policies

Equal Employment Opportunities Sexual Harassment Prohibited Relationships with Students Criminal Record Checks Communicable Diseases or Conditions North Carolina Health Certificate Bloodborne Pathogens Drug-Free Workplace Use of Tobacco Products Drug and Alcohol Testing All Employees Corporal Punishment Permissible Use of Seclusion and Restraint Using Seclusion with Special Needs Students Internet Acceptable Use by Employees Weapons on Campus Bullying/Harassment Employee Dress Code

Employee Responsibilities

Compliance with Board Policy Code of Ethics and Standards of Conduct Reporting Child Abuse or Neglect Administration of Medication to Students License/Certification Renewal Changes in Employment Records Hiring of New Employees/Employment Packe t Identification Badges

Employment Policies and Procedures

Employment of Personnel Advertising Vacancies Employment of Relatives Retention and Career Status Personnel Files The Workday Inclement Weather Procedures for all Employees Teacher Responsibilities Teacher Assistant Responsibilities Responsibilities of Other Non-Certified and Central Office Staff Assignment, Promotion and Transfer of Personnel Outside Employment/Conflict of Interest Reduction in Force Employee Grievances Monitored Professional Development Plan Dismissal Resignation

Employee Relations Communications Employee Suggestions Recognition Performance Evaluation Duty to Report

Professional Growth and Development Opportunities

Beginning Teacher Support Program (BTSP) Special Enrichment Programs

Salary/Compensation

Licensed/Certified Employees Classified Employees Extra Duty Installment Pay Compensatory Time Definitions of Non-Exempt and Exempt Employees Fair Labor Standards Act and Compliance Workers’ Compensation Longevity Pay

Leave Information

Holiday Leave Annual (Vacation) Leave Annual Leave Days Earned Each Year Sick Leave Twenty-Day Extended Sick Leave Voluntary Shared Leave Leave of Absence with Pay Leave of Absence without Pay

Benefits

Employee Assistance Program Health Insurance Dental Insurance Vision Insurance Flexible Benefits Plan Life Insurance Retirement Social Security Death Benefit Supplemental Retirement Income Plan of North Carolina (401-K) Tax Sheltered Annuities (403-B) Credit Union Direct Deposit

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GENERALPOLICIES EQUALEMPLOYMENTOPPORTUNITIES(Policy5000)TheDurhamPublicSchoolsBoardofEducationisanequalopportunityemployeranddoesnotdiscriminateonthebasisofrace,color,religion,gender,age,disabilityornationalorigin.Theschoolsystemiscommittedtoprovidingaworkplacewhichreflectstheracial,genderandculturaldiversityofourcountyandthechildrenweserve.Wearededicatedtoequalityofopportu-nity.Theschoolsystemwillmakereasonableaccommodationsuponrequesttoenableanyemployeewithadisabilitytoperformessentialjobfunctions.SEXUALHARASSMENT(Policies4410and5125)TheBoardofEducationbelievesthatallemployeesandstudentsareentitledtoworkandstudyinenvironmentsthatarefreeofsexualharassment.Tothisend,theBoardprohibitsemployeesandstudentsfromengaginginsexualharassmentandadvisesemployeesandstudents,thatwhenevidenceofsexualharassmentisestablished,disciplinaryactionmaybetaken,uptoandincludingdismissal(foremployees)andsuspension(forstudents).Examplesofsexualharassmentinclude,butarenotlimitedto,deliberate,unwelcometouching;suggestionsordemandsforsexualinvolvementaccompaniedbyimpliedorovertpromisesorthreats;pressureforsexualactivity;continuedorrepeatedoffensivesexualflirtations,advancesorpropositions;continuedorrepeatedverbalremarksaboutanindividual’sbody;sexuallydegradingwordsusedtowardanindividualortodescribeanindi-vidual;orthedisplayintheworkplaceorschoolsettingofsexuallysuggestiveobjectsorpictures.SexualharassmentdoesnotincludepersonalcomplimentswelcomedbytherecipientorsocialinteractionsorrelationsfreelyenteredintobyanemployeeorprospectiveemployeeorappropriatesocialinteractionsbetweenstudentsthatdonotviolatetheCodeofStudentConduct.Itispossibleforsexualharassmenttooccuratvariouslevels:betweenpeersorco-workers,betweensupervisorsandsubordi-nates,betweenemployeesandstudents,betweenstudentsorimposedbynon-employeesonemployeesand/orstudents.Romanticorsexualadvancestowardstudentsbyemployeesorromanticorsexualrelationshipsbetweenschoolsystememploy-eesandstudentsareneverappropriate,whethertheyareconsensualornon-consensualorotherwiseoutsidethedefinitionofsexualharassment.Suchrelationshipsareprohibited.Employeesengagingininappropriaterelationshipswithstudents,orwhofailtoreportsuchrelationshipstotheSuperintendent,willbesubjecttodisciplinaryaction,uptoandincludingdismissal.Anyemployeewhohasknowledgeofconductorcircumstances

thatmayconstitutesexualharassmentmustreportsuchtotheprincipal,designeeorsupervisor.Allcomplaintsofsexualharass-mentshallbepromptlyandthoroughlyinvestigated.Anyemployeewhoreceivesfromastudentareport(oralorwritten)ofallegedsexualharassmentshallimmediatelyreportthesametotheschoolprincipal,andtheprincipalshallpromptlyinformtheSuperintendentoftheallegations.Failurebytheemployeetodosomaysubjecttheemployeetodisciplinaryaction.Anyemployeewhobelievesthathe/shehassufferedharassmentmayreportthematterinwritingtotheSuperintendentortheAssistantSuperintendentofHumanResources.PROHIBITEDRELATIONSHIPSWITHSTUDENTS(Policies4415and5130)Allemployees,volunteersandstudentteachersoftheDurhamPublicSchoolsBoardofEducationareprohibitedfromdating,courtingorenteringintoaromanticorsexualrelationshipwithanystudentwhileenrolledinDurhamPublicSchools,regardlessofthestudent’sageandregardlessofwhethertheinvolvementisconsensual. Employeesengaginginsuchinappropriateconductwillbesubjecttodisciplinaryaction,uptoandincludingdismissal.

Anyemployeewhohasreasontobelievethatanotheremployeeisinappropriatelyinvolvedwithastudentasdescribedabove,shallreportthisinformationtotheOfficeofHumanResourceServicesAnyemployeewhofailstoinformtheOfficeofHumanResourceServicesofareportedorsuspectedinappropriaterelationshipbetweenanemployeeandastudentmaybesubjecttodisciplinaryaction.

CRIMINALRECORDCHECKS(Policy5015)TheDurhamPublicSchoolsBoardofEducationbelievesthatasafeandsecurelearningandworkingenvironmentshouldbeprovidedforallstudentsandstaff.TheBoardfurtherbelievesthatemployeesshouldberolemodelsforstudentsandshouldpositivelyrepresentDurhamPublicSchoolsinthecommunity.Thesebeliefsreflectthefundamentalprinciplethatanyonewhodirectlyorindirectlyhascontactwithchildrenisinauniquepositionoftrustinthissociety.Criminaldispositionsagainstanapplicantoremployeemayhaveanimpactuponthesegoalsandwillbeconsideredinhiringanddismissaldecisions.

Allapplicantsmustconsenttocriminalrecordchecksasaconditionofconsiderationforemployment. Suchconsentshallincludeconsentforcriminalrecordchecksthatmaytakeplaceafteremployment. Criminalrecordcheckswillbeconductedonallnewlyhiredemployees,includingsubstitutes.Allnewemployeeswillbehiredconditionaluponthereviewoftheindividual’scriminalrecord,andtheemployeeshallbeconsideredaconditionalemployeeuntilfinalapproval.

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InformationobtainedthroughtheimplementationofthispolicyshallbekeptconfidentialasprovidedintheNorthCarolinaGeneralStatutes. ProceduresforimplementingthispolicywillbedevelopedandadministeredbytheSuperintendent,includingproceduresforcompliancewiththeFairCreditReportingAct,ifappropriate.COMMUNICABLEDISEASESORCONDITIONS(Policy5200)ItisthepolicyoftheDurhamPublicSchoolsBoardofEducationtoattempttoprovideasafeandsecureenvironmentforallstudentsandemployees. Inanefforttomaintainabalancebetweentheneedtoprotecttherightsofstudentsandemployeesandtheneedtocontrolthespreadofseriouscommunicablediseasesandconditions,decisionsregardingtheemploymentstatusofemployeeswithcommunicablediseasesorconditionsshallbemadeonacase-bycasebasis,inaccordancewiththispolicy.Anemployeesufferingfromacommunicablediseaseorconditionisencouragedtoinformhis/herprincipalorsupervisorsothatappropriateaccommodationsmaybemadeandappropriatepre-cautionsmaybetaken.

NORTHCAROLINAHEALTHCERTIFICATE(Policy5020)EverynewemployeeandanyemployeewhoisseparatedfromemploymentformorethanoneyearshallfileacompletedhealthcertificatewiththeSuperintendentuponinitialemployment.Anemployeewhomissesmorethan40successiveschooldaysbecauseofacommunicablediseasemust,beforereturningtowork,fileamedicalcertificatewiththeSuperintendentcertifyingthattheindividualisfreefromanycommunicabledisease.

BLOODBORNEPATHOGENS(Policy5205)TheschoolsystemhasaBloodbornePathogensExposureControlPlandesignedtominimizeemployeeexposuretopotentiallyinfectiousbloodandotherbodilyfluids.AllemployeesmustcomplywithprovisionsoftheBloodbornePathogensExposureControlPlan.Someemployeesareclassifiedasoccupationallyexposedbecausetheycanreasonablyanticipatecomingintocon-tactwithbloodorbodilyfluidsinthenormalperformanceoftheirassignedworkduties.Theseemployeeswillreceiveappropriatetraining,beofferedtheHepatitisBvaccinationfreeofchargeandusespecificworkprecautionstominimizecontactwithpotentiallyinfectiousbodilyfluids.

EmployeesdesignatedasoccupationallyexposedwillbenotifiedregardingtrainingandHepatitisBvaccinations(HBV). CopiesoftheBloodbornePathogensExposureControlPlanareavailableineachschool. QuestionsmaybereferredtotheDurhamPublicSchoolsBloodbornePathogenscontactpersonintheRiskManagementServices.

DRUG-FREEWORKPLACE(Policy5135)

ItisthepolicyoftheDurhamPublicSchoolsBoardofEducationthatadrug-freeworkplaceshallbemaintained.TheBoardpro-prohibitstheunlawfulmanufacture,transmission,conspiringtotransmit,possession,use,orbeingundertheinfluenceofanynarcoticdrug,hallucinogenicdrug,amphetamine,barbiturate,marijuana,anabolicsteroid,counterfeitdrug,alcohol,otherintoxicantsofanykindoranyothercontrolledsubstanceasdefinedinschedulesIthroughVofSection202oftheControlledSubstancesAct(21

U.S.C.812)andfurtherdefinesbyregulationat21CFR1300.11through1300.15.TheBoardprohibitsthepossession,use,trans-missionorconspiringtotransmitdrugparaphernalia. Inaddition,noemployeeshallbeimpairedbytheexcessiveuseofprescriptionornonprescriptiondrugs. Employeesmustnotoperateequipmentwhiletakingprescriptiondrugsthatimpair/limittheirabilitytodoso.

USEOFTOBACCOPRODUCTS(Policy2210)TheBoardofEducationrecognizesthattheuseoftobaccoprod-uctsisahealth,safetyandenvironmentalhazardforstudents,employees,visitorsandschoolfacilities.TheBoardalsoacknowl-edgesthatadultemployeesserveasrolemodelsforstudentsandthattheBoard’sacceptanceofanyuseoftobaccoproductsimpliesschoolapproval,ifnotendorsement,ofsuchuse. Inaddition,theBoardrecognizesthatithasanobligationtopromoteahealthylearningandworkingenvironment,freefromunwantedsmoke,forthestudents,employeesandvisitorsintheschoolsystem.

Noemployeeorvisitorshallbepermittedunderanycircum-stancestousetobaccoproductsinoronthegroundsofanyfacilityownedorleasedorcontractedforbyDurhamPublicSchools.Forthepurposesofthispolicy,tobaccoproductisdefinedtoincludecigarettes,cigars,pipes,chewingtobacco,snuff,andanyotheritemscontainingorreasonablyresemblingtobaccoortobaccoproducts.Tobaccouseincludessmoking,chewing,dipping,oranyotheruseoftobaccoproducts.

DRUGANDALCOHOLTESTINGALLEMPLOYEES(Policies5140and5145)Asanemployer,DurhamPublicSchoolsiscommittedtoprovide,withinitsmeans,ahealthyandsafeenvironmentandthebestpossibleservicestothestudents.Theadministrationisalsocom-mittedtomaintainingthepublic’sconfidenceinitsemployeesandtoprotectingtheschoolsystemfromtheeconomiclossesthatcanoccurbecauseofalcoholanddrugabuse.Thepurposeofdrugandalcoholtestingistopromoteandmain-tainadrug-freeenvironmentintheworkplaceandtoprotectemployees,studentsandthepublicbyensuringthatemployeesoftheBoardarephysicallyandmentallyfittoperformtheirassignedduties. Employeesareexpectedandrequiredtoperformtheirdutiessafelyandeffectivelythroughouttheworkday.WhentherearereasonablegroundstobelievethatanemployeeisinviolationoftheBoard’sDrug-FreeWorkplacePolicy,theSuperintendentmay

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requirethattheemployeebereferredtotheEmployeeAssistanceProgram(EAP)andmayberequiredtosubmittoamedicalexaminationincludingadrugoralcoholassessment.

Allapplicantsforbusdriver,busmechanicorothertransportationpositionswhichrequirethattheemployeehasavalidCommercialDriver’sLicense(CDL)licensewillberequiredtosubmittoadrugassessmentpriortofinalconsiderationforemployment.Onceemployed,theemployeewillbesubjecttodrugandalcoholtestingduringemploymentundertheguidelinessetforthinBoardpolicyandtheOmnibusTransportationEmployeeTestingAct.

Allemployeesmaybesubjecttodrugoralcoholtestingifrea-sonablesuspicionexiststhattheyhaveuseddrugsoralcoholonthejoborareundertheinfluenceofdrugsoralcoholonthejob.

CORPORALPUNISHMENT(Policy4310)TheBoardbelievesthatchildrencanbeappropriatelydisciplinedwithouttheuseofphysicalpunishmentsuchasspanking,paddling,orslappingandprohibitstheuseoftheseorotherformsofcorporalpunishmentbyanyemployee. Noprincipal,teacher,substituteteacher,voluntaryteacher,teacherassistant,studentteacher,orstaffmembermayusecorporalpunishmenttodisciplineastudent.

PERMISSIBLEUSEOFSECLUSIONANDRESTRAINTN.C.G.S.§115C-391.1addressestheproperandpermissibleuseofphysicalandmechanicalrestraintsandseclusionandisolation.

Nophysicalormechanicalrestraintmaybeusedsolelyfordisciplinarypurposes. Physicalandmechanicalrestraints,whenproperlyusedandinspecialneedsstudents’IEP,504plan,orbehaviorinterventionplan(BIP)maybeused.Physicalandmechanicalrestraintsmaybeusedbyanemployeeforself-defense.Anexamplewouldbeifastudenthasaweaponandrefusestohanditover.Seclusionistheconfinementofastudentaloneinanenclosedspace,fromwhichthestudentisphysicallypreventedfromleavingbylockedhardwareorothermeans,orisnotcapableofleavingduetophysicalorintellectualincapacity.

Isolationisabehaviormanagementtechniqueinwhichthestudentisplacedaloneinanenclosedspacefromwhichthestudentisnotpreventedfromleaving. Isolationispermittedasamanagementtechniqueaslongasfourconditionsaremet:

� Thespaceisappropriately lighted,ventilated,heated,and/or

cooled.� Thespaceisfreeofobjectsthatunreasonablyexposethestudentor

otherstoharm.� Thelengthofisolationisreasonableinlightofthepurposeofthe

isolation.

� Thestudent isreasonablymonitored.Seclusionmayneverbeusedsolelyfordisciplinarypurposes.Itmaybeusedifitisspecifiedinastudent’sIEP,504plan,orbehavioralmanagementplanprovidedcertainconditionsaremet.

USINGSECLUSIONWITHSPECIALNEEDSSTUDENTS� Thespaceisappropriately lighted,ventilated,heated,and/or

cooled.� Thespaceisfreeofobjectsthatunreasonably exposethestudent

orothers toharm.� Thestudentisreleasedfromseclusionuponcessationofthebehaviors

thatledtotheseclusionorasotherwisespecifiedintheIEPor504plan.

� Thestudentismonitoredbyanadultincloseproximitywhoisabletoseeandhearthestudentatalltimes.

� ThespaceinwhichthestudentisconfinedhasbeenapprovedforsuchusebytheBoardofEducation.

Seclusioncanbeusedinsomeofthesamecircumstancesinwhichbothphysicalrestraintsandmechanicalrestraintsarepermitted.

Aversiveproceduresaredefinedascausingsignificantphysicalharmorpsychologicalimpairment.ThereareNOcircumstancesinwhichanemployeeispermittedtouseanaversiveprocedureonastudent.TheBoardisrequiredtoprovideacopyofthelegislationandboardpoliciesimplementingthelawtoschoolpersonnelandparentsatthebeginningofeachschoolyear.Allemployeesarerequiredtomakepromptreportstotheprincipalintheeventofthefollowing:� Anyuseofaversiveprocedures.

� Anyprohibiteduseofmechanicalrestraint.� Anyuseofphysicalrestraintresultinginobservablephysicalinjuryto

thestudent.� Anyprohibiteduseofseclusion.� Anyseclusionthatexceeds10minutesorgoesbeyondthelengthof

timespecifiedinthestudent’sIEP,504plan,orbehaviorinterventionplan.

INTERNETACCEPTABLEUSEBYEMPLOYEES(Policy5150)TheDurhamPublicSchools’computerresourcesareintendedtobeusedforbusinesspurposesonly.Thesecomputerresourcesarenottobeconsideredasubstituteforanemployee’spersonalhomecomputerand/orinternetconnection.AllelectronicdatafilesstoredortransmittedonDurhamPublicSchools’computerresourcesareconsideredDurhamPublicSchools’records.

Asaconditionofinitialandcontinuedemployment,allemployeesshallsignastatementindicatingthattheyunderstandandwill

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strictlycomplywiththisAcceptableUsepolicy.

WEAPONSONCAMPUS(Policy2200)TheBoardofEducationpracticeszerotolerancewithrespecttoweaponsonschoolproperty.Anypersonwhoinviolationofstatelawbringsafirearmorotherweaponsontoschoolproperty,possessesaweapononschoolproperty,orencouragesorenablesanothertobringorpossessanyweapononschoolpropertywillbereportedtolawenforcementauthorities.Possessionofaconcealedhandgunpermitdoesnotauthorizetheholdertocarryaweapononschoolproperty. Forthepurposeofthispolicy,schoolpropertyincludesanypublicschoolbuilding,bus,publicschoolcampus,grounds,recreationalareaorathleticfield.BULLYING/HARASSMENT(Policy5126)ItisthepriorityoftheDurhamPublicSchoolsBoardofEducationtoprovideeverystudentandemployeeintheschoolsystemwithasafeandorderlylearningenvironment.Tothisend,theBoardspecificallyprohibitsharassingorbullyingbehavioratalllevels:betweenstudents,betweenemployeesandstudents,betweenpeersorcoworkers,betweensupervisorsandsubordinates,orbetweennon-employees/volunteersandemployeesand/orstudents.ThispolicyisinadditiontoPolicy4410/5125–SexualHarassment.

StudentsareexpectedtocomplywiththebehaviorstandardsestablishedbyBoardPolicyandtheStudentCodeofConduct.EmployeesareexpectedtocomplywithBoardPolicyandschoolsystemregulations.VolunteersandvisitorsonschoolpropertyalsoareexpectedtocomplywithBoardPolicyandestablishedschoolrulesandprocedures.

TheBoardspecificallyprohibitsreprisalorretaliationagainstanyindividualwhomakesacomplaintorreportsanincidentofharassingorbullyingbehaviororwhoparticipatesinaninvestigationorgrievanceproceedinginitiatedunderthispolicy.Reprisalorretaliationagainstanyindividualwhoreportsanactofharassmentorbullyingmayresultindisciplinaryactionbeingtaken,uptoandincludingdismissalinthecaseofemployees,oruptoandincludinglong-termsuspensionorexpulsionincertaincasesforstudents.

EMPLOYEEDRESSCODE(Policy5105)AllfacultyandemployeesoftheDurhamPublicSchoolsserveasrolemodelsforstudentswithwhomtheyworkandasleadersinthecommunity.Consistentwiththeseroles,allfacultyandemployeeswilldressinamannerandhaveanappearancethatisappropriateandprofessionalinlightoftheirjobdutiesandworkenvironment.

EMPLOYEERESPONSIBILITIESCOMPLIANCEWITHBOARDPOLICYItistheresponsibilityofallemployeestofamiliarizethemselveswiththeprintedpoliciesoftheBoard.Employeeswillbeheldaccountableforcompliancewiththosepoliciesandwillbeapprisedofanyrevisionsbythesupervisor.

CODEOFETHICSANDSTANDARDSOFCONDUCT(Policy5100)Eachemployeeisresponsibleforbothintegrityandtheconse-quencesofhisorheractions. Eachemployeemustexhibitthehigheststandardsofhonesty,integrityandfairness. Employeeconductshouldbesuchastoprotecttheperson’sintegrityand/orreputationandthatoftheschoolsystem. Employeesshallperformtheirjobsinacompetentandethicalmannerwithoutviolatingthepublictrustorapplicablelaws,policiesandregulations.

IDENTIFYINGANDREPORTINGCHILDABUSEANDNEGLECT/REPORTINGINFORMATIONTOOUTSIDEAGENCIES(Policies5215.3and4420)Anyschoolemployeewhohasreasontosuspectthatachildisthevictimofchildabuseorneglecthasalegalresponsibilityanddutytoreportthecaseinaccordancewiththefollowingprocedures:

Theemployeemustpromptlyreportthecasetotheprincipal,designeeorSupervisorandCentralOffice.Whenaprincipal,designeeorsupervisorreceivesareportofsuspectedchildabuseorneglect,thereportmustbetransmittedimmediatelytotheDepartmentofSocialServices(DSS)andCentralOfficecontactperson.Therequirementismandatory.

Intheabsenceoftheprincipalordesignee,orwherethatauthorityrefusestocomplywiththeNorthCarolinaChildAbuseandNeglectReportingLaw,aschoolemployeeshallmakeatonceanoralreporttoDSS.Oncethesuspectedabuseorneglectisreported,schoolemployeesshouldrefrainfromfurtherinvestigation.Ifthechildneedsmedicalattention,thereportingemployeeshouldinformthechildprotectiveservicesinvestigatorwhenmakingthereport.InformationregardingsuspectedchildabuseorneglectshouldbesharedonlyamongappropriateschoolstaffwhoisaskedtoassistintheinvestigationofDSS.ADMINISTRATIONOFMEDICATIONTOSTUDENTS(Policy4400)Theadministrationofmedicationtostudentsbyemployeesshallbepermittedonlyupontheproperauthorizationbyaphysicianandthestudent’sparentorguardian.TheBoarddiscouragesthepracticeofstudentstakingmedicationduringtheschoolday.OnlyinunusualsituationsandwithpreciseattentiontotheregulationsoftheBoardpolicywillstudentsbegivenmedicationduringtheschoolday.Thepolicycoversover-the-countermedicationaswellasprescriptiondrugs. Childrenarediscouragedfromself-administeringmedicationduringtheschoolday. Insuchcases,DurhamPublicSchoolsnormallywillassumenoresponsibility.

LICENSE/CERTIFICATIONRENEWAL(Policy5410)TheNorthCarolinaStateBoardofEducationrequiresallprofessionalpersonneltoupdateprofessionalknowledgeperiodically.Everyprofessionallicenseisissuedwithafive-yearrenewalcycle.Eachlicenseholderisresponsibleforknowingandsatisfyinglicenserenewalrequirements. Failuretorenewalicensemakesanindividualineligibleforemployment. Renewal

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orreinstatementofaprofessionallicenseisbasedon7.5renewalcreditsearnedwithintherenewalcycleasfollows:1renewalcreditforliteracy,1renewalcreditintheeducator’sspecificacademiccontentareaand5.5generalrenewalcredits,asapprovedbyDPS.

Torenewanexpiredprofessionaleducator'slicense,10semesterhoursor15unitsofrenewalcreditmustbeearnedwithinthemostrecentfive-yearperiod.Renewalcreditmustbedirectlyrelatedtothelicensureareasand/orprofessionalresponsibilities.

ThepolicyoftheBoardistoemployprofessionalpersonnelwhoholdorareeligibletoholdaclearinitialorcontinuinglicenseintheemploymentareas.Theemployeeisresponsibleforobtainingandrenewingtheappropriatelicense. Incaseswheretheschoolsystemhasrequestedaprovisionallicense,itistheresponsibilityoftheindividualtosatisfytheprovisionalrequirementsofthatlicensewithinthetimeframeestablishedbytheNorthCarolinaDepartmentofPublicInstruction. EmployeesmaycontacttheOfficeofHumanResourceServicesforadditionalinformation.

CHANGESINEMPLOYMENTRECORDSItistheemployee’sresponsibilitytoadvisetheOfficeofHumanResourceServicesofname,address,andtelephonenumberchangesaswellasadditionaleducationaldegrees.Promptnotificationwillhelpmaintainaccurateemploymentrecordsforpay,leave,salaryverificationandotherpurposes.HIRINGOFNEWEMPLOYEES/EMPLOYMENTPACKETAllpermanentpart-time/full-timeemployeesarerequiredtocompleteanemploymentbenefitspacket.Thispacketisgivenoncetheofficialofferofemploymenthasbeenextended.Thecompletedpacketmustbehand-deliveredtotheBenefitsOfficewithinfivedaysofreceipt.Thisinformationisnecessaryforpaypurposes.

IDENTIFICATIONBADGESAllpermanentorinterimemployeesareexpectedtovisiblydisplay,attachedtotheirperson,theapprovedDurhamPublicSchoolsphotoidentificationbadgewhileonanypropertyownedorleasedbytheBoard.IdentificationbadgeswillbeprovidedbytheschooldistrictuponemploymentandremainthepropertyofDurhamPublicSchools.PersonswholeaveemploymentwithDurhamPublicSchoolsarerequiredtoturnintheiridentificationbadgetotheirimmediatesupervisor.ReplacementoflostbadgescanbeobtainedbycallingtheOfficeofHumanResourceServicesat(919)560-3643.

EMPLOYMENTPOLICIESANDPROCEDURESEMPLOYMENTOFPERSONNEL(Policy5005)AllcandidatesforemploymentmustapplyforpositionsthroughtheOfficeofHumanResourceServices.TheSuperintendentwillrecommendandtheBoardwillhirecandidatesforemploymentbasedonthefollowingfactors:�Application�Academicqualifications�Statelicensure�Recordofstudent teaching experience (whereapplicable)�Recordofexperience,background information,performance,

includingreferences�Personal interviews,and�Criminal recordcheckEmploymentinclassifiedpositionsshallbeonanat-willbasis.PersonsemployedinapositionrequiringStateBoardofEducationlicense/certificationwillbegivenacontract.

TeachersareemployedundercontractsasdefinedbyGeneralStatute(G.S.)115C-325. Principals,assistantprincipals,supervisorsanddirectorsareemployedpursuanttoG.S.115-287.1.Employeeswhoarenotrequiredtobeemployedundercontractsbythestatutesorwhoarenotofferedcontractsbylocalboardprerogativeareat-willemployees.

Examplesofat-willemployeesincludemostnon-certifiedperson-nelsuchascustodians,busdrivers,teacherassistants,clericalstaff,maintenancesupervisorsandtransportationcoordinators.Administratorsnotrequiredbystatutetobeemployedundercontractarealsoat-willemployeesunlessthelocalboardhaschosentooffercontracts.ADVERTISINGVACANCIES(Policy5006)Allvacanciesoccurringduringtheschoolyearshallbepostedaminimumoffiveworkdaysbeforefillingofsaidvacancies,exceptwhencircumstancesdictateshorterpostingtime.AvacancyexistsonlyaftertheSuperintendenthascompletedlateralreassignments.EMPLOYMENTOFRELATIVES(Policy5010)TheDurhamPublicSchoolsBoardofEducationwillnotplaceanynewemployeeorfillanyvacantpositionwithanemployeewhowouldbeunderthedirectsupervisionofamemberofthatemployee’simmediatefamily.Anemployee’simmediatefamilyincludestheemployee’sspouse,child,parent,brother,sister,mother-in-law,father-in-law,daughter-in-law,son-in-law,sister-in-law,brother-in-law,grandmother,grandfather,grandson,granddaughter,stepmotherandstepfather.

Shouldtwoemployeesataparticularsiteenterintooneofthefamilialrelationshipslistedabovewhenoneisinasupervisoryorevaluativeroleovertheother,oneemployeewillbereassignedassoonasreasonablypossible.Anysummativeevaluationdutiesshall

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bereassignedimmediately.TheBoarddoesnotdiscouragerelativesofcurrentemployeesfromseekingpositionswiththeschoolsystem.

RETENTIONANDCAREERSTATUS(Policy5400)ItisthepolicyoftheBoardtoawardcareerstatustoteachersorcontractextensionstoadministratorswhohavedemonstratedconsistentlyhighstandardsofperformance.Theawardingofcareerstatusisnotanentitlementbaseduponfourconsecutiveyearsofservice,butastatuswhichmaybeearnedthroughhighperformance. Statelawoncareerstatushasrecentlychanged.Careerstatusmaynolongerbeawardedtoteacherswhohavenotalreadyachievedcareerstatus.Youshouldconsultacurrentversionofthelawifyouhavequestionsaboutcareerstatus.

PERSONNELFILES(Policy5235)PersonnelfilesaremaintainedintheOfficeofHumanResourceServicesforallpersonnelwhoworkforDurhamPublicSchools.Allcomplaints,commendationsandsuggestionsforcorrectionorimprovementrelatingtotheemployeemustbeplacedintheirfile.Thecomplaint,commendationorsuggestionmustbesignedbythepersonwhomadeit,anditmaybeplacedintheemployee’sfileonlyafterafive-daynoticetotheemployee.Anyresponsebytheemployeetothecomplaint,commendationorsuggestionmustalsobeplacedinhisorherfile.Anyemployeewishingtoreviewhis/herpersonnelfileshouldcalltheOfficeofHumanResourceServicestoscheduleanappointment;regrettablytheOfficeofHumanResourceServicescannotaccommodatewalk-ins.Everyemployeemayhaveaccesstohis/herownpersonnelfileexceptpre-employmentdata,duringworkinghours,provideda48-hourwrittennoticeisgiventotheOfficeofHumanResourcesServices.

THEWORKDAY(Policy5525)ExemptEmployees:Generallydefinedasemployeeswhoaresalariedexecutive,administrativeandprofessionaland/orwhomayhavesupervisoryresponsibilities(i.e.,principals,teachers,centralofficeadministration,etc.).Thesepositions,basicallytheleadershipoftheschoolsystem,requirethattheemployeebeathis/herworkstation,oronofficialbusiness,theentirelengthoftheworkday.Theemployeeisalsorequiredtocompleteotherassignmentsthatmaygobeyondthenormalworkdayasrequiredbythenatureoftheposition.

Teachers: Theteacher’sminimumworkdayshallextendfromtheestablishedtimefortheparticularschooluntiltheteacherhascompletedhis/herprofessionalresponsibilitytothestudentsandtheschool. Programdevelopment,professionalgrowthactivities,facultymeetings,busduty,parentconferences,specialhelpforindividualstudentsandcareofschoolpropertyandequipmentareexamplesofthekindsofactivitieswhichwillrequirethecontinuationofprofessionalservicebeyondthedepartureofstudents.

TeacherAssistants:Theworkweekforassistantsshallbefive(5)workdaysperweek,nottoexceedforty(40)hoursperweek.InstructionalAssistantswork7.5hoursperday/37.5hoursperweek.Forbudgetreasons,afewyearsago,allnewlyhiredIAswerehiredat95%.Eventhenewlyhired95%IAsworkthesamenumberofhoursperday–howevertheydonotworkonthe10workdays.IAsareexpectedtotaketheirstudentstolunch,andtheygetpaidforthattime.SinceInstructionalAssistantsdon’thaveadutyfreelunch,theyshouldgeta15-minutebreakafter4hours.Thebreakperiod(ifneededandrequested)shouldbeoutsideofthattimewhenInstructionalAssistantsareexpectedtotaketheirstudentstolunch,dependingonstudentandschoolneeds.OtherNon-CertifiedandCentralServiceStaff: Thenormalworkdayshallbeeight(8)hourswithonlythoseexceptionsasspecificjobassignmentsmayrequire.

Supervisorsareencouragedtohonorthe40-hourworkweekunlessabsolutelynecessary.Priorapprovalisrequiredforcompensatorytimeorovertime.Noemployeeshallworkovertimewithouttheexpressapprovalofthesupervisor. Nosupervisorshallallowanemployeetoaccumulatemorethan40hoursofcompensatorytimewithoutpriorapprovaloftheSuperintendent.Employeesmustbeallowedtousecompensatorytimewithinareasonableperiodafterrequestingsuchuse.INCLEMENTWEATHERPROCEDURESFORALLEMPLOYEESWhenschoolisclosed,thedaywillautomaticallybecomeateacherworkday. Ourguidingprincipleistoensurethesafetyofourstudentsandemployees. Chooseaccordinglyfromtheseoptions: 1)gotowork,2)takeannualleave, 3)makeupthetime(arrangewithsupervisor),or4)takeleavewithoutpay.Eachschoolanddepartmentwilldeviseaplanforhandlingthissituation. Ifstaffdoesnotworkafullday,thetimemustbemadeuporcoveredbyoneoftheaboveoptions.

TEACHERRESPONSIBILITIESTheteacherisdirectlyresponsibletotheprincipal.Theprimaryfunctionsaretodirectthegrowthanddevelopmentofstudentsandtoassumedefiniteresponsibilitiestowardtheefficientoperationandtheimprovementofthetotalprogramoftheschool.Examplesofadditionalresponsibilitiesthatmaybeassignedinclude,butarenotlimitedto: busduty,cafeteriasupervision,playgroundduty,supervisionofextracurricularactivities,andserviceoncommittees.

Initiallylicensedteachersandteacherswith27ormoreyearsofexperiencearenotassignedextra-curricularactivitiesunlesstheyrequestitinwriting,andothernon-instructionaldutiesareminimized.[GS115C-47]TEACHERASSISTANTRESPONSIBILITIESTheprimaryfunctionoftheteacherassistantistoprovideassistanceandsupportintheinstructionofstudents.Teacherassistantsshallalsobeassignedforthepurposeofprovidingservicestomeettheuniqueneedsofidentifiedhandicappedstudents.Teacherassistantsperformroutinedutiesunderthe

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supervisionofteachersandprincipals.

RESPONSIBILITIESOFOTHERNON-CERTIFIEDANDCENTRALOFFICESTAFFEachemployeeisdirectlyresponsibletoadesignatedsupervisor.Eachemployeehasaresponsibilityforthesmoothandefficientoperationoftheschoolsystem.Additionalresponsibilitiesmaybeassignedbythedesignatedsupervisor.

ASSIGNMENT,PROMOTIONANDTRANSFEROFPERSONNEL(Policy5030)Employeeswhowishtotransfertootherpositionsshallmaketheirinterestknownbysubmittingapplicationsforpositionsasvacanciesoccur.

AdministrativeTransfer: TheSuperintendenthastheprerogativetoreassignpersonnelwhenthereassignmentisinthebestinterestofDurhamPublicSchoolswithawrittenexplanationofthereasonforthetransferandasmuchadvancenoticebeinggiventotheemployeeaspossible.TheSuperintendentshallreportreassignmentstotheBoardatitsnextregularlyscheduledmeeting.Employee-InitiatedTransfer:AnyemployeewhoisseekingatransfertoadifferentschoolorpositionmustsubmitaTransferRequestFormtotheOfficeofHumanResourceServices.Therequestdocumentstheschooland/orpositionsoughtandtheapplicant’squalificationswhereappropriate.Transferrequestsarenotapprovedduringthecurrentyearunlessthereareextenuatingcircumstances.

Promotion: TheSuperintendentshallnotpromoteanemployeeintoaprincipalpositionorcentralservicesadministrativeposition(e.g.,specialist,coordinator, etc.)withoutapprovalbytheBoardofEducation. Forpurposesofthispolicy,apromotionisareassignmenttoahigherpositioncarryingahighersalary.

OUTSIDEEMPLOYMENT/CONFLICTOFINTEREST(Policy5230)ResponsibilitiesrelatedtoemploymentwithDurhamPublicSchoolsshalltakeprecedenceoveranyformofoutsideemployment. Outsideemploymentisnotallowedwhenitpreventstheemployeefromperformingresponsibilitiesinaneffectivemannerorwhenitraisesanyquestionofconflictofinterestshouldtheemployee’spositionintheschoolsystemprovideaccesstoinformationorotheradvantagesusefultoanoutsideemployer.

AnemployeeofDurhamPublicSchoolsshallnotengageinsellinggoodsorservicestothepublicschoolsystemandshallnotengageinorhaveafinancialinterest,directlyorindirectly,inanyactivitythatconflictsorraisesareasonablequestionofconflictwithdutiesandresponsibilitiesintheschoolsystem. Nostaffmembershallengageinanytypeofprivatebusinessduringschooltimeoronschoolproperty.

GoodsUsedbytheSchools: Noschoolemployeemayserveasanagentforanymanufacturer,merchant,dealer,publisherorauthorofanymerchandisetobeusedintheDurhamPublicSchools. Noschoolemployeemayreceiveanygift,rewardorpromiseofrewardforrecommendingorprocuringtheuseofanygoodsbytheDurhamPublicSchools.

PrivateBusinessInterest: Nostaffmembershallengageinanytypeofprivatebusinessduringschooltimeoronschoolproperty.

Confidentiality: Noschoolemployeemayuseconfidentialinformationobtainedinthecourseofemploymentforpecuniarybenefitorallowanotheremployeetodoso.

Gifts: Nogiftsfromanypersonorgroupdesiringtodobusinesswiththeschoolsystemshallbeacceptedbyaschoolemployeeexceptfornominallyvaluedinstructionalproductsoradvertisingitemsthatarewidelydistributed.Thisisnotintendedtoprohibitthereceivingofreasonableorappropriategiftsbyschoolpersonnelfromstudentsandparents.SchoolResources: EmployeeswillnotuseDurhamPublicSchoolsfacilities,equipmentormaterialsinperformingworkout-sidetheschoolsystem. Employeeswillnotuseexpendableschoolresourcesfornon-workrelatedreasons.

REDUCTIONINFORCE(Policy5435)TheBoardrecognizesthatcircumstancesmayrequirethereductioninthenumberofpersonsemployedbytheschoolsystembecauseofdistrictreorganization,decreasedenrollmentordis-continuedfunding.Whencircumstancesrequiresuchareductionintheworkforce,theBoardfollowstheproceduressetforthinBoardPolicy5435.

EMPLOYEEGRIEVANCES(Policy5245)Theschoolsystemencouragesequitablesolutionsatthemostimmediatepossibleleveltoproblemsbetweenemployeesthatmayarisefromtimetotime.AnemployeegrievanceisdefinedastheformalwrittenclaimbyaDurhamPublicSchoolsemployeeorgroupofemployeesthattherehasbeenaviolation,misapplicationormisinterpretationoffederalorstatelaw,orregulation,orDurhamPublicSchools’policies.Thegrievancemustbefiledwiththeimmediatesupervisor.ThecompletegrievanceprocedureisfullydescribedinBoardPolicy5245.

MonitoredProfessionalDevelopmentPlan(Policy5420)Anylicensed/certifiedemployeewhoreceivesadevelopingratingonanevaluationshallbeplacedonamonitoredprofessionaldevelopmentplantoimprovetheemployee’sperformance,unlesstheemployeeisrecommendedfordismissalordemotion.Amonitoredplanalsomaybeusedwheneverappropriatetoaddressperformanceconcerns.ThecompletepolicyonimprovementplansisdescribedinBoardPolicy5420.

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DISMISSAL(Policies5430and5520)Licensedemployeesincludedwithinthedefinitionof“teacher”underNorthCarolinaGeneralStatute115C-325aresubjecttothedismissalproceduresoutlinedinthatlaw.Althoughnon-licensedemployeesarenotentitledtotheprotectionsofNorthCarolinaGeneralStatute115C-325,andareconsideredemployeesat-will,theschoolsystemiscommittedtofairemploymentpracticesthatensurereasonablebasisfordismissalortermination. Readpolicy5430andpolicy5520fordetails.

RESIGNATIONAteachershouldnotresignwithouttheconsentoftheSuperintendentunlesshe/shehasgivenatleasta30-daynotice.Iftheteacherdoesresignwithoutgivingatleasta30-daynotice,theBoardmayrequestthattheStateBoardofEducationrevoketheteacher’slicense/certificatefortheremainderofthatschoolyear.Acopyoftherequestshallbeplacedintheteacher’spersonnelfile.

EMPLOYEERELATIONSCOMMUNICATIONSTheschoolsystemconsidersgoodcommunicationessentialincreatingapositiveworkenvironmentthatwillretainmotivatedstaffwhocanworktogethertoachievegoals.ThedistrictWebsiteismaintainedbytheOfficeofPublicAffairstokeepemployeesandschoolcommunitiesinformed.Additionally,ifanemployeeneedsinformationorclarificationaboutamatteraffectingtheemployee,he/sheisencouragedtodiscussthesubjectwithhis/hersupervisororprincipal.EMPLOYEESUGGESTIONSTheschoolsystemwelcomesemployeesuggestionsandideasforimprovement.Employeesareencouragedtosharesuggestionswiththeappropriatesupervisororprincipal.

RECOGNITIONAvarietyofemployeeawardsprogramstorecognizeoutstandingserviceorachievementareconductedeachyear.Thoseincludebutarenotlimitedto:TeacheroftheYear,PrincipaloftheYear,BusDriveroftheYear,TeacherAssistantoftheYearandStaffAppreciationAwards.Additionalinformationcanbeobtainedfromasupervisor,principal,ortheOfficeofHumanResourceServices.Inaddition,theschoolsystemprovidesserviceappreciationawardsforemployeeswhoareretiring.PERFORMANCEEVALUATIONThepersonnelevaluationprocessisdesignedtoimprovethequalityofworkperformance.Theprocessisseenascontinual.TheSuperintendentordesigneeshallmonitorthisprocess.Theschoolsystemwillevaluateemployeesatleastonceeveryschoolyear.TheSuperintendentwilldevelopevaluationschedulesforeachcategoryofemployees.

DUTYTOREPORTItistheexpectationthatemployeesnotifytheirimmediatesupervisorandtheAssistantSuperintendentofHumanResourceswithintwoworkingdaysofanyarrest,indictment,orotherofficialnotificationthattheemployeehasbeenchargedwithacrimeotherthanaminortrafficoffense.Thisincludesachargeorindictmentofdrivingwhileimpaired(DWI).AnyemployeewhodrivesaspartoftheirdutieswiththeDurhamPublicSchoolsisexpectedtonotifyhis/herimmediatesupervisorandtheAssistantSuperintendentofHumanResourcesofanarrest,indictment,orotherofficialnotificationofanycrime,includingtrafficoffenses.

PROFESSIONAL GROWTHANDDEVELOPMENTOPPORTUNITIESDurhamPublicSchoolsoffersemployeesavarietyofprofessionalgrowthanddevelopmentopportunitiesthatsupportstudentachievement. Employeesareencouragedtoparticipateintheopportunitiesasappropriatetotheirroleinthedistrict.Employeesareprovidedprofessionalgrowthopportunitiesalignedtoindividual,classroom,school,district,andstategoals.BEGINNINGTEACHERSUPPORTPROGRAM(BTSP)TheBTSPprovidessupportservicesforallteacherswhohavenotattainedaNorthCarolinacontinuinglicense-usuallythosewithfewerthanfouryearsofpublicschoolteachingexperience.Theprogramincludesasystemandbuildinglevelorientation,mentorsupport,in-fieldassignment,limitedextracurricularandnon-instructionalduties,professionaldevelopmentprogramstargetedtotheneedsofnoviceteachersandassistancemeetingtheperformance-basedrequirementsforcontinuinglicensure.

SALARY/COMPENSATIONLICENSED/CERTIFIEDEMPLOYEESLicensedemployeesarepaidaccordingtothelicensurelevelandyearsofexperiencedeterminedbytheNorthCarolinaDepartmentofPublicInstruction(NCDPI)whenthelicenseisissued,plusanylocalsupplementapprovedbyDurhamPublicSchoolsBoardofEducation. QuestionsaboutpayshouldbereferredtoeitherthePayrollDepartmentortheOfficeofHumanResourceServices.

Thedailypayrateforsubstituteteachersis:�$103forindividualswhoholdacurrentorexpiredteaching

licensefromanystate.TheOfficeofHumanResourceServicesmusthaveacopyofthelicense.

�$80forindividualswhodonotholdacurrentteachinglicense.CLASSIFIEDEMPLOYEESClassified(non-licensed)employeesarepaidaccordingtoanapprovedDurhamPublicSchoolssalaryschedule. SalaryschedulesforclassifiedemployeesarepostedontheDurhamPublicSchoolsWebsiteatwww.dpsnc.net.

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EXTRADUTYTheBoardrecognizesthatimplementingthetotalschoolprogrammay,onoccasion,requiretheservicesofteachersinareasofresponsibilityotherthantheirclassroomassignment.Theseextradutiesarekepttoaminimumanddistributedequitably.TeachersintheBeginningTeacherSupportProgram(BTSP)andteacherswithmorethan27yearsofexperiencewillnotbeassignedextracurriculardutiesunlesstheyrequestthedutyinwriting.

Coachingisanexampleofanextracurricularactivity.Theassignmentofcoachingdutiesistheresponsibilityoftheprincipal.Anypersonemployedtocoachanathleticteaminthesystemshouldbearegularemployeeofthesystem.Theremaybeexceptionswhenregularemployeesarenotavailable.

Theeliminationofcoachingdutiesmayresultinareductionofcompensationanddoesnotconstituteademotion.INSTALLMENTPAYTeachers,teachingassistants,transportationemployees,10-monthcustodiansand10-monthofficepersonnelmayreceivetheirpayin12equalinstallments.Theelectiontoreceive12-monthinstallmentpaymentsmustbemadeinwritingtopayrollbytheemployeeeachyearpriortothefirstrequiredworkdayoftheschoolyear.Oncetheschoolyearstarts,yourelectionisirrevocableandcannotbechangeduntilthefollowingschoolyear.Ifanemployeeiscurrentlyreceivinginstallmentpay,itisnotnecessarytosendinthewrittenrequestunlesshe/shetakesaleaveofabsenceorgoesoffthepayrollforanyreason.Noteachermayelectinstallmentpayifhis/herlicensehasnotbeenissuedandisreceivingsubstitutepay.Theemployeeisineligibleforinstallmentpayafterhis/herlicenseisissuedforthatschoolyear.Teachingassistants,custodiansandofficepersonnelwhoselengthofemploymentisotherthan10monthsarenoteligiblefor11and12monthinstallmentpay. Extendedemploymentfora10-monthteacher,teachingassistant,custodianorofficepersonnelbeyondhis/her10-monthassignmentdoesnotmaketheemployeeineligibleforinstallmentpay.Allyear-roundteachersandteacherassistantsarerequiredtobepaidin12monthlyinstallments.

Ifthe10-monthteacher,teachingassistant,custodianorofficepersongoesoffpaystatusforanyreasonduringtheschoolyear,1and12monthinstallmentpaystatusiscanceled,andpriordeductionswillbepaidoutinfullatthattime.

COMPENSATORYTIMENon-licensedemployeesshouldnotworkinexcessofassignedhourswithoutpermissionorknowledgeofthesupervisor.InaccordancewiththeFairLaborStandardsAct(FLSA),non-exemptemployeeswillbegrantedcompensatorytimeinlieuofcompensationforhoursworkedinexcessof40hoursperworkweek.Thiscompensatorytimewillbeattherateoftimeandonehalfforanyhoursover40hoursinaworkweek.Anemployeemay

notaccumulateover240hoursofcompensatorytime.Supervisorsareencouragedtohonorthe40-hourworkweekunlessabsolutelynecessary.Priorapprovalisrequiredforcompensatoryorovertime.

FAIRLABORSTANDARDSACTCOMPLIANCE

(Policy5525)TheworkweekextendsfromSaturdayat12:01a.m.throughFridayat12midnight. Employeesclassifiedasnon-exemptundertheFairLaborStandardsAct(FLSA)whoworkmorethan40hoursinaworkweekmustbepaidovertimepay. Compensatorytimeoffinlieuofovertimepaymaybegivenifagreedtobytheemployeeandemployerbeforetheperformanceofthework.Examplesofnon-exemptemployeesarebusdrivers,cafeteriaworkers,custodians,maintenanceworkers,secretariesandteacherassistants.Teachersandcertifiedprofessionalstaffareexamplesofexemptemployees.

WORKERS’COMPENSATIONAllpublicschoolemployeesareentitledtoreceiveworkers’compensationundertheNorthCarolinaWorkers’CompensationAct. Employeesmusthavesufferedanaccidentalinjuryorcontractedanoccupationaldiseaseinthecourseofemploymenttobeeligibleformedicalpayment,compensationforlostsalaryordeathbenefitsunderthisprogram.

DEFINITIONSOFNON-EXEMPTANDEXEMPTEMPLOYEESNon-exemptEmployees:Generallyemployeeswhoarenon-salariedclassifiedemployeeswhohavelittleornosupervisoryresponsibilities(i.e.,teachingassistants,custodians,clerical,cafeteria,etc.)

ExemptEmployees:Generallyemployeeswhoaresalariedexecutive,administrativeandprofessionalandhavesupervisoryresponsibilities(i.e.,principals,teachers,centralofficeadministration,etc.)

BENEFITSADMINISTRATIONTheBenefitsDepartmentprovidessupporttoallDPSemployeesandtheircovereddependents.Itsgoalistogivecourteousandtimelycaretoeveryemployeesituation.Employeesareencouragedtouseself-serviceoptionswhenpossible.Tohelpusserveyoubetter,thedepartmentrequestsappointmentsforthefollowing:

• LeavePlanning

• DisabilityPlanning

• BenefitsEnrollmentAssistance

• LifeInsuranceClaims

• AccommodationRequests

EnrollmentinBenefitsEnrollmentDeadlineEmployeesarerequiredtocompletetheenrollmentprocessto

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electtheirbenefits. Failuretoenrollwithin30daysofthehiredate

maysubjectanemployeetoa12-monthwaitingperiodforpre-

existingconditionsundermostinsuranceoptions.

BenefitsInformationAllnewhirebenefitsenrollmentiscompletedonline.TheBenefitsDepartmentisavailabletohelpemployeesneedingspecialassistanceandemployeeschangingbenefitselectionsduetoachangeinbenefitseligibility.

EmployeeandDependentDataEmployeesshouldenrollusingthelegalnamesforthemselvesanddependents.Generallyspeaking,thisisthenameunderwhichtheemployeefileshis/hertaxreturn.Employeesmustalsoprovideaccuratesocialsecuritynumbersforthemselvesandeachdependent.FailuretodothismayresultintheinabilityoftheIRStoconfirmrequiredmedicalinsurancecoverageundertheAffordableCareActandmayjeopardizecontinuedinsurancecoverage.ChangesinEmployeeStatusandQualifyingEvents

BenefitElectionStatusChangesCertainbenefitchangesforpre-taxhealthordentalinsuranceandflexiblebenefits(visionandcancer)areregulatedbyfederalandstateagencies.Thismeansthatanemployeemaynotmakemid-yearchangestoplansinwhichthepremiumsarepaidonapre-taxbasis.Ifoneofthefollowingqualifyingeventsoccursduringtheplanyear,employeesmaybeallowedtochange(add,terminate,increaseordecrease)currentelection(s)inpre-taxbenefits.Thechangemustbecompletedwithin30daysoftheeventandmustbetheresultofoneoftheeventsbelowandthechangesrequestedmustbeconsistentwiththechangeinstatus.QualifyingEventsforMedicalPlanYouareatimelyenrolleeforhealthcoverageifyouapplyforcoverageand/oraddorremovedependentswithina30-dayperiodfollowinganyofthequalifiedlifeeventslistedbelow:

1. Youarenewlyhired2. Yourmaritalstatuschangesduetomarriage,deathofa

spouse,divorce,legalseparation,orannulment3. Youobtainadependentthroughmarriage,birth,

adoption,placementinanticipationofadoption,orfostercareplacementofaneligiblechild

4. Asignificantchange(atleast$50permonth)inthehealthpremiumbenefitsintheplancoveringspouseand/ordependents

5. Youoryourdependentsexperienceanemploymentstatuschangethatresultsinthelossorgainofcoverageunderanotherhealthbenefitplan,andeachofthefollowingconditionsismet:

a. Youand/oryourdependentsareotherwiseeligibleforcoverageundertheStateHealthPlan,and

b. Youand/oryourdependentswerecovered

underanotherhealthbenefitplanatthetimethiscoveragewaspreviouslyofferedandyoudeclinedenrollmentduetotheothercoverage,and

c. Youand/oryourdependentslosecoverageunderanotherhealthbenefitplanduetoi)theexhaustionoftheCOBRAcontinuationperiod,orii)thelossofeligibilityforthatothercoverageforreasonsincluding,butnotlimitedto,divorce,lossofdependentstatus,deathoftheemployee,terminationofemployment,orreductioninthenumberofhoursofemployment,oriii)theterminationoftheotherplan'scoverage,oriv)theofferedhealthbenefitplannotprovidingbenefitsinyourserviceareaandnootherhealthbenefitplansareavailable,orv)theterminationofemployercontributionstowardthecostoftheotherplan'scoverage,orvi)meetingorexceedingthelifetimemaximum,orvii)thediscontinuanceofthehealthbenefitplantosimilarlysituatedindividuals.

d. YouoryourdependentsbecomeMedicareeligible.

e. Yourdependentceasestobeaneligibledependent(dependentchildturns26).

f. You,yourspouse,oryourdependentscommenceorreturnfromanunpaidleaveofabsencesuchasFamilyandMedicalLeaveormilitaryleave.

g. Youreceiveaqualifiedmedicalchildsupportorder(asdeterminedbytheplanadministrator)thatrequirestheplantoprovidecoverageforyourchildren.

h. Ifyou,yourspouseordependentsexperienceacostorcoveragechangeunderanothergrouphealthplanforwhichanelectionchangewaspermitted,youmaymakeacorrespondingelectionchangeundertheFlexPlan(e.g.yourspouse’semployeesignificantlyincreasesthecostofcoverageandasaresult,allowsthespousetochangehis/herelection)(notapplicabletotheHealthFSA).

i. Ifyouchangeemploymentstatussuchthatyouarenolongerexpectedtoaverage30hoursofserviceperweekbutyoudonotloseeligibilityforcoverageundertheStateHealthPlan(e.g.youareinastabilityperiodduringwhichyouqualifyasfull-time),youmaystillprospectivelyrevokeyourelectionprovidedthatyoucertifythatyouhaveorwillenrollyourself(andanyothercoveredfamilymembers)inothercoverageprovidingminimumessentialcoverage(e.g.theMarketplace)thatiseffectivenolaterthanthefirstdayofthesecondmonth

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followingthemonththatincludesthedatetheoriginalcoverageisrevoked

j. YoumayprospectivelyrevokeyourStateHealthPlanelectionifyoucertifyyourintenttoenrollyourselfandanycovereddependentsintheMarketplaceforcoveragethatiseffectivebeginningnolaterthanthedayimmediatelyfollowingthelastdayoftheoriginalcoveragethatisrevoked

k. YouoryourdependentslosecoverageduetolossofeligibilityunderMedicaidortheChildren’sHealthInsuranceProgram(CHIP)andapplyforcoverageunderthisPlanwithin60days

l. YouoryourdependentsbecomeeligibleforpremiumassistancewithrespecttocoverageunderthisPlanunderMedicaidorCHIPandapplyforcoverageunderthisPlanwithin60days.

Note:Obtainingthird-partycoverageoutsideofannualenrollmentundertheAffordableCareActisnotaqualifyingevent.Inaddition,eligiblesurvivingspousesandanyeligiblesurvivingdependentchildofadeceasedretiree,teacher,Stateemployee,memberoftheGeneralAssembly,formermemberoftheGeneralAssembly,orDisabilityIncomePlanbeneficiaryareconsideredatimelyenrolleeiftheywereenrolledatthetimeofthemember’sdeathandelecttocontinuecoveragewithin90daysafterthedeathoftheformerStateHealthPlanmember.QualifyingEventsforFlexPlansYouareatimelyenrolleeforflexcoverageifyouapplyforcoverageand/oraddorremovedependentswithina30-dayperiodfollowinganyofthequalifiedlifeeventslistedbelow:

1. Marriage2. Divorce-LegalSeparation-Annulment3. Deathofspouse4. Birthoradoptionofchild5. Placementofchildinfostercare6. Terminationorcommencementofemploymentby

spouseorcoveredchildren7. Changefrompart-timetofull-time,orfull-timetopart-

timeemploymentstatusbyemployeeorspouse8. Thetakingofanunpaidleaveofabsencebyeitherthe

employeeorspouse9. Attainmentoflimitingage,changeinstudentstatusor

marriageofdependents10. EntitlementofMedicareorMedicaidbyemployee,

spouse;ordependentrequired,bycourtorder,toprovidecoverageforchild(ren)

DeadlinesCompletionoftheenrollmentmustoccurwithin30daysofemploymentorthequalifyinglifeevent(exceptasspecificallydescribedabove)inordertoenrollincoverageforthecurrentplanyear.Memberswhodonotenrollwhenfirsteligiblemustwaituntilthenextannualenrollmentperiodiftheyarestilleligible.Proofofpriorcoverage,ifapplicable,mustbereturnedtotheHBRoftheemployee'semployingunit.Retireesandsurvivingspousesarenot

requiredtoexperienceaqualifyingeventiftheywishtodis-enrollthemselvesortheirdependentsfromthePlan;theymaydis-enrollatanytime.Employeesaddingdependentcoveragearerequiredtopresenteligibilitydocumentationuponrequestofthebenefitsdepartment.Failuretoprovetherequesteddocumentationmayresultinlossofcoverageforthedependent(s).EmployeeErrorItistheemployee’sresponsibilitytoensurethatdependentsandothercoveredfamilymembersareeligibleforcoverageandthatnecessarychangesincoveragearemadeinatimelymanner.Mid-yearchangestoplanswithpre-taxpremiums(withoutaqualifyingevent)duetoemployeeerrorarenotallowed.Employeeerrorisnotaqualifyingevent.DPSdoesnotreimburseanemployeeforpremiumspaidwhenanemployeefailstoterminatecoverageinatimelymanner.Thisincludespremiumspaidfordependentsthathaveagedoutofcoverage,ex-spouses,etc.DeadlineforChangeinBenefitsWhenastatuschange(qualifyingevent)occursthatchangescoverageneeds,employeesmustgotowww.shpnc.orgwithin30daysoftheeventandenterthechange.DocumentationtoverifythechangemustbesenttotheBenefitsDepartmentimmediately.QuestionsshouldbedirectedtotheBenefitsDepartmentpriortothe30-daydeadlinetodetermineifchangescanbemade.ChangeofAddress,TelephoneandName

ChangeRequests

Employeesmaymakechangesbycompletingthe“ChangeRequest”onlineontheDurhamPublicSchoolsWebsite:ChangeofAddress.NameChangeDurhamPublicSchoolsrequiresthatpayrollandbenefitsdocumentsuseanemployee’slegalname.Generally,thisisthenameusedwhenfilingannualtaxreturns.NamechangeformsmustbecompletedintheBenefitsDepartment.Employeesmustprovideappropriatedocumentation(marriagelicense,newsocialsecuritycard,courtorder,etc.)toprocessanamechange.Dependingonthepositionandthenatureofthechange,otherformsmayberequired,e.g.changeinbeneficiaryornamechangeonteachinglicense.Definitions(forBenefitsPurposes)

PermanentEmployeeApermanentemployeeisapersonemployedwiththeexpectationofpermanentemploymenttofillapositionthatistobepermanentifpresentneedsandfundscontinue,oremployedforatleastsixfullconsecutivemonthlypayperiodstoreplaceoneormoreemployeeswhoareonleaveofabsencewithoutpay;andmaybefull-timeorpart-time.Full-time,RegularEmployeeAfull-timeemployeeisapersonemployedatleast30hoursper

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weekandeligibleforfullbenefits.(ThisdefinitiondoesnotnecessarilyapplytoVisitingInternationalFacultyorretireesreturningtowork.)Fullbenefitsmayinclude:

1. Insuranceplansofferedbythedistrict2. Financialplansofferedbythedistrict3. Leavedays(sick,annualetc.)earnedatthefullrateforyears

worked4. StateTeachers’andEmployees’RetirementSystem5. Longevitypayments6. EmployeeAssistanceProgram7. Leaveofabsence8. NCStateEmployeesCreditUnion9. Generalliabilityinsurance

Full-timeEmployee(NotEligibleforBenefits)Thiscategoryofanemployeeisanemployeewhoregularlywork30hoursormoreperweek,butwhoareotherwiseineligibleforstandard/fullbenefits.Part-timeEmployeeApart-timeemployeeisapersonemployedatleast20hoursperweek,butfewerthan30;eligibleforpro-rated(partial)benefits.ThisdoesnotnecessarilyapplytoVisitingInternationalFacultyorretireesreturningtowork.

Pro-Rated(partial)benefitsmayinclude:

1. healthinsurancemaybepurchasedpayingtheemployeeandemployers’cost

2. leavedays(sick,annualetc.)earnedonapro-rated(partial)basisforyearsworked

3. longevitypayments4. EmployeeAssistanceProgram5. leaveofabsence6. NCStateEmployees’CreditUnion7. tax-deferredannuities403(b)programs8. generalliabilityinsurance

InterimEmployeeAninterimemployeeisapersonemployedonatemporarybasisto fill a position for a designated period of time and/or isemployedtoreplaceanemployeeonleave.Thiscanbefull-timeorpart-time.

TemporaryEmployeeAtemporaryemployeeisapersonemployedlessthan20hoursperweek,oremployedinaninterimpositionforlessthansix(6)fullconsecutivemonthlypayperiods.

Insurance

Benefitslistedaresubjecttochange.Theinformationprovidedinthishandbookisintendedtobegeneralinnatureandforillustrativepurposesonly.Theplandocumentandsummaryplandescriptionforeachplanserveasthelegalauthoritiesforthatplan.

PatientProtectionandAffordableCareAct(PPACA)EffectiveJanuary1,2015,thedistrictbeganofferingcoveragetoemployees(andtheirdependents)whoregularlywork30hoursormoreperweektheopportunitytoenrollinadequateandaffordablecoverageunderitsemployer-sponsoredplan.

DependentChildrenandAgeLimitationsItistheemployee’sresponsibilitytoensurethatdependentchildrenwhoageoutofaplan’seligibilityorotherwisebecomeineligible(e.g.nolongerafulltimestudent),areremovedfromcoverage.ThiscanonlybedonewithawrittenrequestorappropriateformsenttotheBenefitsDepartment.DPSisnotresponsibleforreimbursementofpremiumsduetofailuretoremoveadependentinatimelyfashion(within30days).HealthInsuranceAllpermanentfull-timeemployeesofDurhamPublicSchoolsareeligibleforgroupinsuranceprovidedbytheStateHealthPlanandadministeredbyBlueCrossBlueShield.Theinsuranceprovidescoverageforcoveredhospitalandmedicalexpenses.TheplansaretheEnhanced80/20plan,theTraditional70/30plan(bothPreferredProviderPlansorPPOs),theConsumer-directedHealthPlanandtheHighDeductibleHealthPlan. TheannualenrollmentperiodforhealthinsuranceisdeterminedbytheStateBenefitsDepartment;however,itistypicallyinOctoberofeachyear.Plandesign,premiumsandoptionsaresubjecttochangeeachplanyear. Forcomprehensiveinformation,visittheStateHealthPlanWebsiteatwww.shpnc.org.

Insurancecoveragemayrequireapremiumpaymentfromanemployee.Premiumsaretypicallydeductedfromanemployee’ssalaryeachpayday.Employeeswhoworkaten-monthscheduleandonlyreceivetenpaychecksdirectlyfromDPS,alsohaveanadditionalpremiumdeduction(escrow)eachpaydaytocoverthetwosummermonthsduringwhichnodeductioncanbetaken.

EmployeeResponsibilityforPremiumsWhileonLeavewithoutPay:Whenanactiveemployeedoesnotreceiveapaycheckforsomereason,forexample,leavewithoutpay,theemployeeisresponsibleformakingtimelypremiumpaymentseachmonth.Premiumsmustbepaidinfullforallinsurancecoverageinforce.Partialpaymentsarenot accepted. Itis theemployee’s responsibilitytopaythedesignatedpremiumsifapplicableeachmonthregardlessofreceiptofamonthlyinvoice.

BystateandIRSpolicy,failuretomakefullandtimelypaymentswillresultintheterminationofinsurancecoverage.Ifinsuranceiscanceledduetonon-paymentofpremiums,anemployeewillbeunabletore-enrollinthecoverageunlesshe/sheexperiencesaqualifyinglifeevent,returnstoworkorre-enrollsduringannualenrollment.

EmployeesReturningfromaLeaveofAbsence:Anemployeereturningtoworkafteranunpaidleaveofabsencehas30daysfromhis/herdateofreturntomakechangesininsurance.

DependentCoverage:Eligibleemployeesmayelecttohaveaspouseand/orchildrencoveredbythesameplanbypayingasetmonthlypremium.Childrencanbecoveredforhealthinsuranceonlyuptoage26regardlessofstudentormaritalstatusprovidingthechildisnoteligibleforotheremployersponsoredhealthbenefitcoverage.

Premiumsaregenerallycollectedthroughpayrolldeductiononemonthinadvanceandaretypicallyhandledasapre-taxsalary

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deduction.For10and11monthemployees,youwillhave10deductionsthatincludeescrowtocoverthecostofhealthinsurancepremiumsduringthesummermonths.All12monthemployeeswillhave12deductions.Permanentpart-timeemployeesworkingaminimumoftwenty(20)hoursperweekmaypurchasehealthinsuranceiftheypaythetotalpremium(employeeandemployercosts).Premiums:Pleaserefertowww.shpnc.orgforpremiuminformation.

Claims:ClaimsundertheStateHealthPlanshouldbefiledassoonaspossibleafterservicesarereceived.Itistheemployee'sresponsibilitytofileclaims.Claimsmaybefiledbymedicalproviders.ClaimformsareavailableontheStateHealthPlanWebsite.

PlanChanges:Changesinhealthand/ordentalplanscangenerallybemadeonlyduringtheannualenrollmentperiods.Changesincurrentcoverageoptionsmaybemadewithadocumented"qualifyingevent"ifthechangedenrollmentiscompletedwithinthirty-one(31)daysoftheevent."Qualifyingevents"includebutarenotlimitedto:birthofachild,changeinmaritalstatus,etc.SeeBenefitElectionStatuschanges.ContacttheBenefitsDepartmentwithquestionsconcerninghealthinsuranceandspeakwithanyinsurancerepresentativeorcontacttheNCSmartChoiceBlueOptionsPPOPlans’customerserviceat1-888-234-2416.

(Reference:TheStateofNorthCarolinaComprehensiveHealthBenefitPlan)

DentalInsuranceAllpermanentfull-timeemployeesoftheschoolsystemareoffereddentalcoverage.Premiumsareemployee-paid.Threedentalplansareavailableandeligibleemployeesmayenrollinonlyone(1)plan.

DirectReimbursementPlan:IntheDirectReimbursementPlan,theemployeepaysthebillandsubmitstheclaimwithacopyofthereceipt,tothePlanSupervisorforafifty(50)percentreimbursement.ClaimformsarelocatedontheDurhamPublicSchoolsWebsite.

AmeritasStandardPlan:TheAmeritasStandardplanallowstheclaimtobesubmittedtotheinsurancecompany;theemployeepaystheremainingfee.

AmeritasPPO:TheAmeritasPPOallowsyoutovisitanetwork of dental providers who charge negotiated(reduced)ratesforcoveredservices.Visitinganetworkprovider can offer additional savings toe coveredemployees and dependents. These savings are notexperiencedifanon-networkproviderisused.

DependentCoverage:Anemployeemayelecttohaveaspouseand/oreligiblechildrencoveredbythesameplanbypayingasetmonthlypremium.Unmarriedchildrenuptoage19oruptoage26areeligibleforcoverage.Itistheemployee’sresponsibilitytoterminatecoveragewhenadependentisnolongereligiblefortheplan.DPSdoesnotreimburseanemployeeforpremiumspaidwhenanemployeefailstoterminateadependentinatimely

manner.Employeesshouldfileclaimsassoonaspossibleafterservicesarereceived.Enrollment:TheannualenrollmentperiodfordentalinsuranceisusuallyOctoberofeachyear.TheeffectivedateofcoverageisJanuary1.Onceenrolled,nochangesincoverageoptionsmaybemadeduringtheplanyearunlessthereisabenefitelectionstatuschange/qualifyingevent.AdditionalinformationisavailablefromtheBenefitsDepartmentorontheDPSWebsite.

(Reference:TheDurhamPublicSchoolsWebsite)FlexibleBenefitsDurhamPublicSchools’permanentfull-timeemployeesareofferedflexiblebenefitsplan. Thisplanoffersemployeesanopportunitytosavemoneybypayingforeligiblenon-reimbursedmedicalexpenses,dependentcareexpenses,dental,supplementalhospital,cancerinsuranceandvisioninsurancewithpre-taxdollars.(Supplementaldisabilityinsuranceandwholelifeinsuranceareofferedonlyonanafter-taxbasis.)TheannualenrollmentperiodforflexiblebenefitsisOctoberofeachyear.TheeffectivedateofcoverageisJanuary1.Onceenrolled,nochangesincoverageoptionsmaybemadeduringtheplanyearforpre-taxcoverageunlessthereisabenefitelectionstatuschange/qualifyingevent.AdditionalinformationisavailableintheBenefitsDepartment.TheplanyearfortheFlexibleBenefitsprogramisJanuary1throughDecember31ofeachyear. ThePlanDocumentandSummaryPlanDescriptionfortheDPSFlexibleBenefitsPlanarelocatedontheDurhamPublicSchoolsWebsite. Note:Employeesmustre-enrollinflexiblespendingaccounts(medicalanddependentcare)eachyear.Otherflexiblebenefitsplanswillcarryoverfromyeartoyear.TheFlexibleBenefitsPlanischosenthroughacompetitivebidprocessandisperiodicallysubjecttochange.

(Reference: DurhamPublicSchoolsFlexBenefitsPlanDocument,DurhamPublicSchools)

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TermLifeInsuranceTheDurhamCountyBoardofEducationprovidestoallpermanentfull-timeemployeesbasicgrouptermlifeinsurancecoverageintheamountof$5,000.Employeesmayelecttopurchaseadditionalcoverageforthemselves,aspouseand/oreligiblechildrenwithpremiumspayroll-deducted.Unmarriedchildrenuptoage19oruptoage26,ifenrolledasafull-timestudent(12ormorehourspersemester)atastate-accreditedschoolorcollege,areeligibleforcoverage.Coverageabove$150,000foranewemployeeandcoverageabove$30,000forthespousemustbeapprovedbyMetropolitanLifeInsuranceCompanyaftersubmissionofastatementofhealth.Ifanemployeedesiresadditionalcoverageaftertheinitialelectioniscompleted,he/shemustbeapprovedbyMetropolitanLife.Thereisnoannualenrollmentperiodfortermlifeinsurance.Thetermlifeinsuranceplanhasan“AcceleratedBenefitsOption”featurewhichmayallowpartialbenefitsifanemployeeisdiagnosedwithaterminalillnessbyamedicaldoctor.Theemployeemaychangebeneficiariesandlowercoverageatanytime.Toincreasecoverage,a“StatementofHealth”mustbecompletedandapprovalmustbegrantedbythelifeinsurancecarrier.Changestotermlifecoveragemaybemadeduringannualenrollment.Changesinbeneficiarymaybemadeatanytime.Ifanemployeeremainsinactiveservicebeyondtheageof70,thecombinedamountofbasicandoptionalinsurancewillbereducedbasedonapublishedschedule.MoreinformationisavailableintheBenefitsDepartment.

WholeLifeInsuranceWholeLifeinsuranceisavailablethroughourCafeteria(Flexible)BenefitsProgram.Thisplanfeaturesguaranteed:levelpremiums,cashvaluesandreducedpaid-uplifeinsuranceatretirement.Coverageisportableandcanbepurchasedonemployee,spouse,childrenandgrandchildren.Insurance:RemovingChildrenfromCoverageDentalandLifeInsuranceEmployeeswhohavechosentoinsuretheirchildrenwithdentaland/orlifeinsurancemaydosountilthechildturns19orifthechildisafull-timestudentatastateaccreditedschoolorcollege,insurancecoveragecanbeextendeduntilage26oratthetimeofgraduation,whichevercomesfirst.Onesemesterbreakpercalendaryearisallowedforastudenttomaintainafull-timestudentstatus. SummerSchoolisoptionalandisnotconsideredasemester.Childrengraduatingfromcollegemustberemovedbeforethefirstdayofthemonthfollowingtheeventsotheemployeewillnotbechargedanadditionalmonthwithnocoverage.Marriedchildrenofanyagecannotbeinsuredfordentalorlifeinsurance.Formoreinformation,contacttheBenefitsDepartment.Itistheemployee’sresponsibilitytonotifytheBenefitsDepartmentwhenadependentisineligibleforcoverage.Examplesofineligibledependentstatusaredivorceorachildgraduatingfromcollege.Removalofchild’scoverageisdonebypaperform.FormsarelocatedontheDurhamPublicSchoolsWebsite,under“FormsandHandbooks”.

HealthInsuranceAdultchildren,whohavereachedtheageof26orwhoareeligibleforotheremployer-sponsoredhealthbenefitcoverage,mustberemovedfromthePlan.Removalcanbedoneonlinebygoingtowww.shpnc.org.Itistheemployee’sresponsibilitytonotifytheBenefitsDepartmentwhenachildorspouseisnolongereligibleforcoverage.

Insurance:ContinuationofCoverageFollowingSeparationfromEmployment(includingCOBRA)

Health,Dental,FSAandVisionContinuationofgrouphealth,dentalinsurancecoverage,themedicalreimbursementflexiblespendingaccountandvisioninsuranceisavailabletoemployee,spouseand/ordependentsundertheConsolidatedOmnibusBudgetReconciliationAct(COBRA-HealthInsurance)andthePublicHealthServiceAct(PHSA-DentalInsurance)asrequiredbyfederallaw.QualifyingeventsaregovernedbytheseCOBRAregulations.

Continuationofthiscoverageispaidbythememberatfullcostofthegrouprate(s),plusanadministrativefee,asallowedbyfederallaw.AnemployeeseparatingfromemploymentwillreceivealetterfromtheBenefitsDepartment,explainingterminationofbenefits.COBRAandPHSAareofferedbythehealthanddentalcompanies.FormoreinformationconcerningtheCOBRArightsandregulations,pleasecontacttheinsuranceprovider.

LifeInsurance:TermLifeContinuationContinuationoftermlifeinsurancecoverageisavailablefortheemployeeorfamilyonlythroughconversionorportability.Informationisprovidedatseparation.

LifeInsurance:WholeLifeContinuationContinuationofwholelifeinsuranceisavailablethroughdirectbilling.Informationprovidedatseparation.

HIPAA:HealthInsurancePortabilityandAccountabilityActTheHIPAAActisafederallawthatwaspassedin1996,withadditionalguidelinesissuedDecember4,2002.Aportionofthisfederallawiscalledthe“PrivacyRule.”ThroughthePrivacyRule,thefederalgovernmentseekstoprotectandkeepprivateanindividual’spersonalhealthinformation(PHI). OurcoveredbenefitsplansareHIPAAcompliant.PHIcannotbereleasedtootherswithoutyourwrittenauthorization.AuthorizationformscanbedownloadedfromtheStateHealthPlan(seebelow)andareavailablefromtheBenefitsDepartment.AnexcellentsourceforadditionalHIPAAinformationcanbefoundontheStateHealthPlanWebsiteatwww.shpnc.org.

NCHealthSmartWellnessProgramsTheNCHealthSmartWellnessProgramsareonlinetoolstohelpemployeesmanagetheirpersonalhealth.Visitwww.shpnc.organdclickonNCHealthSmart.TheNCHealthSmartWebsiteincludes:

1. HealthRiskAssessment(HRA)survey2. PersonalActionPlanbasedonyourHRAresults3. Lifestyleimprovementprograms4. Healthinformationreferencesforanyhealthormedical

questions

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MiscellaneousBenefitsEmployeeAssistanceEmployeesandcovereddependentsmayreceivecounselingservicesfromBeaconHealthOptions,theDistrict’sEAPprovider.Employeesmayspeaktoarepresentativebycalling1-800-435-1986orbyvisitingwww.myachieve.com.401(k)Allfull-timeemployeesareeligibletoparticipatebypayrolldeductioninthe401(k)programadministeredbytheStateofNorthCarolinathroughPrudentialRetirement.ContacttheBenefitsDepartmentforinformationandenrollmentforms.InformationmayalsobeobtainedfromthePrudentialRetirementWebsiteatwww.prudential.com/ncplansorcall1-866-627-5267.

403(b)AnnuitiesAllemployeesearningaconsistentmonthlyincomeareeligibletoparticipateinthe403(b)Planavailablethroughpayrolldeduction.The403(b)planisadministeredbyathirdpartyadministrator,TCGAdministrators.Participantsinthe403(b)Planareassessedanadministrativefeeof$1.50permonthviapayrolldeduction.Foradditionalinformationcall1-800-943-9179.

457DeferredCompensationPlanAllpermanentemployeesareeligibletoparticipateintheStateofNorthCarolina457DeferredCompensationPlanadministeredbyPrudential.A457planissimilartoa403(b)planwherecontributionsaremadethroughpayrollreduction,occuronapre-taxbasisandaccumulatetax-deferreduntilwithdrawn.Theminimummonthlycontributionis$20.Formoreinformation,call1-866-627-5267.

StateEmployees’CreditUnionAllemployees,exceptindividualsemployedthroughcontractedservices,mayjointheNorthCarolinaStateEmployees’CreditUnion.Uponobtainingmembership,theemployee’sspouse,childrenandparentsmaybecomemembers.Inaddition,substitutespaidbyDurhamPublicSchoolsareeligibletoobtainmembershipinthecreditunion.InformationisavailablefromtheStateEmployees’CreditUnion’sWebsite:www.ncsecu.organdfromtheBenefitsDepartment.

InformationregardingamusementparkdiscountsisavailablefromtheStateEmployees’CreditUnionWebsiteatwww.ncsecu.org.

RetirementSystemTeachers'andStateEmployees'RetirementSystemAllpermanentfull-timeemployeesarerequiredtojointheTeachers'andStateEmployees'RetirementSystem.Eligibleemployeescontribute6%ofgrosssalary(pre-tax)totheRetirementSystem.DurhamPublicSchoolsmaymakeacontributionasestablishedbytheNorthCarolinaGeneralAssemblyforeachpermanentfull-timeemployee.Monthlybenefitsatretirementarebasedupontheemployee'sfour(4)highestconsecutiveyearsofsalary,yearsofstateserviceand/orageatretirement.Employeesmayvisithttp://www.myncretirement.comformoredetailedinformation.

LeavesandAbsencesAttendanceDurhamPublicSchools’employeesareencouragedtouseavailableleavebenefitsoptionswhennecessary.However,employeesshouldcarefullyconsidertheimpactthattheirabsence(s)willhaveontheoverallinstructionalprogramandontheachievementofstudents.Eventhebestsubstituteemployeecannotprovidethehighlevelofcontinuityofserviceprovidedbytheregularemployee.Everyemployeeabsencediminishestheoverallqualityoftheinstructionalprogram.Fromanemployeeperspective,unusedaccumulatedsickleaveand/orannualvacationleavecansignificantlyenhanceanemployee’sfinancialentitlementsatretirementoruponseparationfromemploymentwiththeschooldistrict.Short-TermLeavesofAbsenceAleaveofabsenceforaperiodofuptoten(10)workdayswillbeconsideredashort-termleaveofabsence.Ashort-termleaveofabsencemaybewithorwithoutpay.Short-termleaveofabsencewithpay:Theappropriatesupervisorhasauthoritytoapprovealeaveofabsencewithpayforaperiodofuptoten(10)daysforappropriatereasons.Paidleave(annualleave,eligiblemiscellaneousbonusleave,sickleave,andpersonalleave)willbeusedinaccordancewithstateregulations.Short-termleaveofabsencewithoutpay:Theappropriatesupervisorhasauthoritytoapproveuptofive(5)daysofleavewithoutpayforappropriatereasons.Theappropriatesupervisor'ssuperiorhasauthoritytoapproveuptoanadditionalfive(5)daysofleavewithoutpayforappropriatereasons.Afullday'ssalaryreductionwillbemadeforeachdaytheemployeeisabsent.Multipleshort-termleavesofabsencewithoutpaywillnotbeapprovedformorethanten(10)cumulativeworkdaysperfiscalyear(July1-June30).Ifadditionalleaveisrequested,theemployeeshouldfollowtheproceduresforrequestinglong-termleavesofabsence.Long-TermLeavesofAbsenceAleaveofabsenceforaperiodexceedingten(10)workdayswillbeconsideredalong-termleaveofabsence.Along-termleaveofabsencemaybewithorwithoutpay.DurhamPublicSchoolsrequirestheemployeetouseavailablepaidleavebeforegoingonleavewithoutpay..PaidLeave: Annualleave,miscellaneousbonusleave,sickleave,personalleave,andextendedsickleavewillbeusedinaccordancewithstateregulations.Duringtheperiodofpaidleave,employeescontinuetoearnfullbenefits.Allowablereasonsforwhichlong-termleaveofabsencemayberequestedare:

1. Militaryleave,foractiveduty;2. Parentalleave,forthebirthoradoptionofachildor

placementofafosterchildforaperiodofuptotwelve(12)calendarmonths;

3. Medicalleave,forpersonalillnessortemporarydisabilitythatpreventsanemployeefromperforminghisorherusualduties,foraperioduptotwelve(12)calendar

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monthsinexcessofsickleaveprovisions;4. Familymedicalleave,inordertoprovidecareforan

immediatefamilymemberwhoiscriticallyill,foraperioduptotwelve(12)calendarmonths;

5. Educationalleave,iftheemployeeisenrolledinafull-timeprogramatacollegeoruniversity,inaccordancewithBoardofEducationPolicyGBRL,foraperioduptotwelve(12)calendarmonths;

6. QualifyingExigencyleave,wheneligibleemployee’sspouse,son,daughter,orparent(themilitarymemberorfamilymember)isoncoveredactivedutyorcalltocoveredactivedutystatus(orhasbeennotifiedofanimpendingcallorordertocoveredactiveduty).ForRegularArmedForcesmembers,theFinalRuledefines“coveredactivedutyorcalltocoveredactivedutystatus”asdutyduringthedeploymentofthememberwiththeArmedForcestoaforeigncountry.

ForamemberoftheReservecomponentsoftheArmedForces(membersoftheNationalGuardandReserves),“coveredactivedutyorcalltocoveredactivedutystatus”meansdutyduringthedeploymentofthememberwiththeArmedForcestoaforeigncountryunderafederalcallorordertoactivedutyinsupportofacontingencyoperation.

NOTE: The“ArmedForces”isdefinedastheArmy,

Navy,AirForce,MarineCorps,orCoastGuard.

7. MilitaryCaregiverleaveforanemployeewhoisaspouse,son,daughter,parentornextofkinofaVeteranorothercoveredservicememberrecoveringfromaseriousmedicalinjuryorillnesssustainedinthelineofactivemilitaryduty.InorderforthecareofaVeterantoqualifyasMilitaryCaregiverLeave,theVeteranmusthaveservedinactiveservicewithinfive(5)yearsprecedingthedateonwhichheorsheneedscare

8. Leavesunder#2,#3,#4,#6and#7arealsogiveninconjunctionwithFMLA,thefederalFamilyMedicalLeaveAct.

BenefitsContinuationWhileonLeavewithoutPay:EmployeeResponsibilityDPSoffersinsurancecoveragetoalleligibleemployees.Thiscoveragemayrequireapremiumpaymentfromtheemployee.Premiumsaretypicallydeductedfromanemployee’ssalaryeachpayday.

Whenanactiveemployeedoesnotreceiveapaycheckforsomereason,forexample,leavewithoutpay,theemployeeisresponsibleformakingtimelypremiumpaymentseachmonth.Premiumsmustbepaidinfullforallinsurancecoverageinforce.Partialpaymentsarenotaccepted.Itistheemployee’sresponsibilitytopaythedesignatedpremiums,ifapplicable,eachmonthregardlessofreceiptofamonthlyinvoice.

ByStateandIRSpolicy,failuretomakefullandtimelypaymentswillresultintheterminationofinsurancecoverage.Ifinsuranceiscanceledduetonon-paymentofpremiums,anemployeewillbeunabletore-enrollinthecoverageunlesshe/sheexperiencesaqualifyinglifeevent,returnstoworkorre-enrollsduringannualenrollment.

Employeesreturningtoworkafteranunpaidleaveofabsencehave30daysfromhis/herdateofreturntomakechangesininsurance.

AbsencesofMoreThanTenDaysArequestforaleaveofabsenceformmustbecompletedandsubmittedtotheBenefitsDepartmentiftheabsenceisformorethan10days.TheseabsencesmustbeapprovedbytheBenefitsDepartment.TheappropriatedocumentationforthetypeofleaverequestedmustalsobesubmittedtotheBenefitsDepartmentforapproval.Employeesshouldbemindfulofthefollowing:

1. IncompleteandUntimelyDocuments:Incompleteanduntimelyleavedocumentswilldelaytheprocessingofaleaverequest,voluntarysharedleaveandotherdecisions.Inordertoensuretimelyandaccuratepay,theBenefitsDepartmentmustreceivecompleteandaccurateleavedocumentationatleast30daysinadvanceandvoluntarysharedleaveformsmustbesubmittedwiththerequestsorbythe15thofeachmonth.Leavedonationswillnotbeacceptedfortimethathasalreadybeenpaid.Leavesareprocessedafterreceiptofallaccurateandcompletedocumentationhasbeensubmitted.

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2. CompliancewithPoliciesandProcedures:AnemployeeonanapprovedleavemustcomplywiththeDistrict'sproceduresforrequestingleave/approvedabsenceandprovideadditionaldocumentationasrequested.Falsificationofthisformoranysupportingdocumentmaybegroundsfordisciplinaryaction,uptoandincludingdenialofleaveanddismissal.

3. ProcessingPriority:Timelyandbonafideurgentrequestsforleavewithaccurateandcompletedocumentationsupportingtheleavewillbegivenpriorityprocessingstatusindeterminingleavetimeavailableandapproval.TheBenefitsDepartmentisunabletoexpediterequeststhataredelayedduetountimelysubmissionorincomplete/inaccuratedocumentation. Ifthereisaconflictininformationsubmitted,theBenefitsDepartmentreservestherighttousedatesprovidedinsupportingdocumentation,e.g.physician’sstatementasthedatesoftheleave.Theemployeeisresponsibleforensuringthatsupportingdocumentationiscorrect.TheemployeeisresponsibleforensuringthattheBenefitsDepartmentreceivessupportingdocumentationfroma3rdparty,e.g.aphysician.

4. AccruedLeave:Eachemployeeisresponsibleforknowingthestatusofhis/heravailable(unused)leave.Thisinformationisavailablethroughthelastpayperiodviatheself-serviceportal. Anemployeerequestingleaveisresponsibleforensuringthatadequateleaveisavailableorbepreparedtotakeleavewithoutpay.TheBenefitsDepartmentisunabletoverifyleavebalancesortheamountofdonatedleaveneededforfullpayviaphoneoremail.

5. VoluntarySharedLeave:Voluntarysharedleavemayonlybeusedduringthe60-daywaitingperiodforshorttermdisabilityforanemployee’sownmedicalconditionorofhisorherimmediatefamily.LeavedonationsfromDPSemployeesmustbeaccurate,completeandreceivedbytheBenefitsDepartmentonorbeforethe15thofthemonthtoensureprocessingforthenextpayperiod.Leavedonationsfromotheragenciesrequireverificationandwillbeprocesseduponverificationandonthesameschedule.EmployeesdonatingleaveshouldsendthedonationformsdirectlytotheBenefitsDepartment.TheBenefitsOfficedeterminesthenumberofdayseligibleemployeesareabletoreceiveanddonatebasedonpolicy.

6. ProtectedMedicalInformation:AllmedicalinformationrelatedtothisleaveshouldbesenttotheLeaveSpecialistintheBenefitsDepartment.Employeesarenotrequiredtodiscussprotectedmedicalinformation,includingthespecificnatureofamedicalleavewithhis/hersupervisor.However,employeesmustinformsupervisorsofanyanticipatedleavesofabsenceforcoveragepurposes.

7. ReturntoWork:Employeesmustreturntoworkasindicatedontheleavedocuments.Anemployeeonmedicalleavemustsubmitareleasetoreturntoworknoticefromhis/herprovidertotheBenefitsDepartmentforapprovalassoonaspossible—preferablyatleast5dayspriortothereturntowork:

a. AnyrestrictionsmustbeapprovedbytheBenefitsDepartmentinwritingpriortothereturntowork.

b. TheBenefitsDepartmentistheonlyDepartmentthatcanapprovethereturntowork.

8. AdjustmentstoLeaveDates: Ifanemployeeneedstoextendtheleave,he/sheisresponsibleforprovidingappropriatedocumentation,preferablyatleast5dayspriortotheoriginalleaveendingdate.Failuretoreturntoworkasexpectedandwithoutnoticemayresultinactionaffectingemployment—uptoandincludinginterruptionofpayanddismissal.

9. ContinuationofBenefits(AllEmployees):Ifaleaveisunpaid,theemployeeisresponsibleforallmiscellaneousdeductionsmadethroughpayrolldeduction,includingsuchitemsashealth,dental,lifeinsurance,cafeteriabenefits,etc.unlesstheyaredeclinedwhileonleave.Intheeventofleavewithoutpay,theemployeeshouldmakearrangementswiththeBenefitsOfficetomaintaincoverageandpayasbilledforbenefitsreceivedwhileonleave. Unpaidpremiumswillresultinterminationofbenefits.

10. WorkWhileonLeave:Employeesonmedicalleavearediscouragedfromworking.Itisexpectedthatanemployeeonleaveensurethatthesupervisorandcolleaguesfillinginduringtheabsencehaveinformationnecessarytoprovidecontinuityintheperformanceofduties,e.g.grades,instructionalmaterials,lessonplans,etc.

DeathinFamilyEmployeesmayusesickleavefortimeoffforbereavementfordeathinimmediatefamily.

LeavewithoutPayDurhamPublicSchoolsrequirestheemployeetouseavailablepaidleavebeforegoingonleavewithoutpay.AnemployeemaybegrantedaleaveofabsencewithoutpayforperiodsasgrantedinthediscretionoftheSuperintendentandinaccordancewiththerulesandregulationsadoptedbytheSchoolBoard.

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OtherEmploymentWhileonLeaveExceptforspecificauthorizationfoundinthestatedisabilityplan,itisnotthepracticeoftheschooldistricttoauthorizealeaveandallowemployeestoacceptotheremployment.Employeesshouldconsiderthislimitationpriortorequestingleave.Anyexceptionstothispracticeshouldberequestedbytheemployeeatthetimeleaveapprovalissought.AnyemployeeonanapprovedleaveofabsenceshouldrequestapprovalfromtheBenefitsDepartmentpriortoacceptingotheremployment.Therequestwillbereviewedandaletterofnotificationwillbemailedtotheemployee.Ifanemployeeisreceivingshort-termdisabilityandworkingatanotherjob,nameofemployer,grossandnetearningsanddateofpaymentmustbereportedtotheBenefitsDepartmentviaFORM703page1.

ReturnfromLong-termLeaveofAbsenceWhenanemployeereturnstoworkfromanapprovedlong-termleaveofabsencewithoutpay,theschooldistrictwillattempttoplacethatemployeeinhis/heroriginalpositionifpossible.However,incaseswhenthisisnotpossible,theemployeewillbeplacedinanequivalentpositionatanotherlocationwithintheschooldistrict.Anemployeereturningtoworkfromamedicalleave(forself)mustprovideanotefromthemedicalproviderreleasingtheemployeetoreturntowork.Ifinsurancebenefitswerecanceledwhileonleaveofabsence,itistheemployee’sresponsibilitytore-enroll.AnemployeecancalltheBenefitsDepartmentformoreinformationandassistanceinenrollingininsurancebenefits.

SickLeaveOverview:Sickleaveisearnedbyallpermanentemployeesattherateofone(1)dayforeachmonthlypayperiodtheyareworkingoronpaidleaveforone-halformoreoftheworkdaysinthepayperiod(pro-ratedforpart-time-50percentormore).Thisleavemaybeusedforpersonalillness,injury,temporarydisability,illnessordeathintheimmediatefamily,oremployeemedicalappointments.Approval:Forperiodsoften(10)workingdaysorless,employeesmustcompletea"LeaveRequest"formavailableintheschool/departmentoffice,torequest/documenttheabsence.Theimmediatesitesupervisorisauthorizedtoapproverequestsfromemployeesforuseofaccumulatedsickleaveforuptoten(10)consecutivedays.Requestsformorethanfive(5)consecutivedaysmustbeaccompaniedbyadoctor'sstatement.TheappropriatesupervisorortheHumanResourcesDepartmentmayrequire,atanytime,astatementfromamedicalorotheracceptableproofthattheemployeewasunabletowork.Forperiodsofmorethanten(10)workingdays,employeesmustcompleteapacketforaLeaveofAbsencealsoavailableintheschool/departmentofficeandtheDPSWebsite.TheBenefitsDepartmenthasauthoritytoapproverequestsfromemployeesforuseofaccumulatedsickleaveforaperiodexceedingten(10)workdays.Charging:Sickleavemustbechargedinhalf-dayminimums.Itmayonlybetakenwithinexistingguidelinesforpersonalillness,oranillnessordeathintheimmediatefamilyasdefinedbytheStateBoardofEducation.Unusedsickleavecanbeaddedtolengthofserviceforpensioncomputationatretirement.EffectiveOctober1,1989,sickleavebalancesarerestoredforemployeeswhoseparatefromserviceandreturntoemploymentinapermanentstatuswithin60months(63monthsforteachers).

(Reference:NCBenefitsandEmploymentPolicyManual)

ExtendedSickLeave(TeachersandMediaSpecialistsOnly)

Eligibility:Permanentfull-timeorpart-timeclassroomteachersandmediaspecialists,whoareabsentduetotheirownpersonalillnessorinjuryinexcessoftheiraccumulatedsickleaveandavailableannualleavewillbeallowedextendedsickleaveofuptotwenty(20)workdaysthroughouttheregulartermofemployment.

Deductions:Employeesonextendedsickleavereceivefullsalarylesstherequiredsubstitutededuction.Thisdeductionismandatorywhetherornotasubstituteisemployed.Thestandarddeductionis$50aday.Inorderforanewemployeetobeeligible,he/shemusthavereportedtowork.

Approval:Iftheabsenceisformorethan10days,aLeaveofAbsencePacketmustbecompleted.Iftheabsencesare10daysorless,theemployeemustcompletethe“RequestforLeaveofAbsence”formandmedicaldocumentationthatsupportstheneedtobeoutofwork.ThisinformationmustbesubmittedtotheBenefitsDepartment

forapproval.VoluntarySharedLeave(DonatedLeave)Thepurposeofvoluntarysharedleave(donatedleave)istoprovideeconomicreliefforemployeeswhoarelikelytosufferfinancialhardshipbecauseofaprolongedabsenceorfrequentshort-termabsencescausedbyaseriousmedicalcondition.Theseriousmedicalconditionmustbedocumentedbyamedicaldoctor,andfollowthedefinitionandguidelinesassetforthintheFamilyMedicalLeaveActof1993.Eligibility:Onlypermanentfull-timeorpart-timeemployeeswhohaveexhaustedallaccumulatedpaidleave(sickleave,annualleave,miscellaneousbonusleave,ifapplicable)areeligibletoreceivedonatedleave.Anemployeeneednotexhaustpersonalleaveandthe20daysofextendedsickleavetobeeligibleforvoluntarysharedleave.AnemployeewhoiseligibletoreceivebenefitsfromtheStateofNorthCarolinaDisabilityIncomePlanand/oraprivatesupplementaldisabilityinsurancepolicyisnoteligibletoreceivedonatedleave.Voluntarysharedleavemaybeusedduringtherequiredsixty(60)daywaitingperiodfortheDisabilityIncomePlanoranyapplicablewaitingperiodunderaprivatepolicy.Thefollowingtwo(2)conditionsmustbemetbeforeaneligibleemployeecanrequestVoluntaryShareLeave:

1. Mustbeabsentformorethanfive(5)consecutivedaysoraseriesofmorethanfive(5)daysoveraperiodofsix(6)monthsduetothesamemedicalreason.

2. Mustbeabsentduetoaseriousmedicalcondition(asdefinedbytheFamilyMedicalLeaveActof1993)ofselforimmediatefamilymember.

22

Requests:Employeesmayapplyfordonatedleavebycompletingthreeforms:

1. “ApplicationforVoluntarySharedLeave”2. “RequestforaLeaveofAbsence”3. “U.S.DepartmentofLabor”(formsWH-380EandWH-

380-F).

FormsarelocatedintheBenefitsDepartmentandontheDPSWebsite.The“U.S.DepartmentofLabor”formisusedtodocumentaseriousmedicalcondition.SubmitformstotheBenefitsDepartment.Applicationmayalsobemadebyathirdpersonactingontheemployee'sbehalfiftheemployeeisunabletomakeapplication.Theapplicationmustincludeadoctor'sstatement,andanauthorizationforreleaseofmedicalinformationsignedbythepersonwhoissufferingthemedicalcondition(orparentorguardianofaminor).Thisreleasemayalsobesignedbyanylegallyauthorizedparty.Anemployeeand/orsupervisormaynotusemasssolicitation(groupsolicitationofDPSemployees)outsideofhis/herownworklocation.Employeesarediscouragedfromdistributinganymedicalinformation,includinghis/herown,asthedistrictisunabletoensureconfidentiality.Employeesnotcomplyingwiththispolicymaybedenieduseofdonatedleaveandfacedisciplinaryaction.LeaveDonation: Anyeligibleemployeeintheschoolsystemmaydonateannualvacationleavetoanyapprovedemployeeinthesameschoolsystem.Familymembersmaydonateannualvacationleave,miscellaneousbonusleaveorsickleavetoimmediatefamilymembersinthesameschoolsystem,anotherN.C.schoolsystem,communitycollegeorstateagencyasdefinedbytheStateBoardofEducation. EffectiveJanuary1,2011,sickleavemaybedonatedtoanemployeeofapublicschoolsystem(LEA).Apublicschoolemployeecannotdonatemorethanfivedaysofsickleaveperyeartoanyone,non-familymember.Thecombinedtotalofsickleavedonatedtoarecipientfromnon-familymemberdonorsshallnotexceedtwentydaysperyear.Employeesofaschoolsystemmaydonateannualvacationleavetotheimmediatefamilyofaco-workeriftheco-worker’simmediatefamilymemberiseligiblefordonatedleaveandworksinanotherschoolsystem,stateagencyorcommunitycollege.Inordertodonateleaveanemployeemustcompletea"VoluntarySharedLeaveForm”andsubmitittotheBenefitsDepartment.TheformmaybeobtainedfromtheSchoolTreasurer,theBenefitsDepartmentortheDPSWebsite.Donorsmaynotreducetheirbalance(s)belowone-halfofwhatcanbeearnedinayear.Timelines:RequeststousevoluntarysharedleaveandrequeststodonateleavemustbereceivedintheBenefitsDepartmentbeforetheleavebeginsorbythe15thofthecurrentpayperiod.PersonalLeavePersonalLeaveisearnedonlybypermanentfull-timeorpart-timeclassroomteachersandmediaspecialists.Allsuchfull-timeinstructionalpersonnelearnpersonal leaveat the rateof .20

daysforeachfullmonthofemploymentnottoexceedtwo(2)daysperyear.Part-timepersonnelearnata proratedshare,therateforfull-timeemployeesAccumulation:PersonalleavemaybeaccumulatedwithoutanyapplicablemaximumuntilJune30ofeachyear.EligibleemployeesmaycarryforwardtoJuly1amaximumoffive(5)daysofpersonalleave;theremainderofthepersonalleavewillbeconvertedtosickleaveonJune30.Atthetimeofretirement,accumulatedpersonalleavemaybeconvertedtosickleaveforcreditableservicetowardsretirement.Use:Personalleavemaybeusedonlyupontheauthorizationoftheemployee’simmediatesupervisor.Personalleavemaynotbetakenonthefirstdaytheemployeeisrequiredtoreportfortheschoolyear,onarequiredteacherworkday,ordaysscheduledforStatetesting,oronthedaybeforeorthedayafteraholidayorscheduledvacationday,unlesstherequestisapprovedbytheprincipal.Onallotherdays,iftherequestismadeatleastfive(5)daysinadvance,therequestwillbeautomaticallygrantedsubjecttotheavailabilityofasubstituteteacher,andtheemployeecannotberequiredtoprovideareasonfortherequest.Withtheapprovalofthesupervisor,ateachercanusePersonalLeavewithoutasubstituteteacherdeductiononanoptionalworkday.Eligibleemployeesusingaccruedpersonalleavewillreceivefullsalarylesstherequiredsubstitutededuction,exceptforusingpersonalleaveonnon-protectedteacherworkdays.Eligibleemployeesusingaccruedpersonalleaveonnon-protectedteacherworkdayswillreceivefullsalary.Touseapersonalleaveday,theemployeemustcompletea“LeaveRequest”availableintheschool/departmentoffice.Transfer:Employeesmaytransferpersonalleavedaysbetweenlocalschooladministrativeunits.Thelocalschooladministrativeunitwillcreditanemployeewhohasseparatedfromserviceandisre-employedwithin60monthsfromthedateofseparationwithallpersonalleaveaccumulatedatthetimeofseparation.Localschooladministrativeunitswillnotadvancepersonalleave.AnnualLeave(Vacation)DurhamPublicSchoolsvaluesthecontributions,healthandwell-beingofeachemployee.Thepurposeofpaidannualvacationleaveistoallowandencourageallemployeestotaketimeofffromwork.DurhamPublicSchoolsrequiresthatthefirstten(10)daysofannualleaveearnedby10or11monthemployeesduringanyfiscalyearbescheduledforuseintheschoolcalendaradoptedbythelocalBoardofEducation.YearsofStateServiceEmployment

< 5

LeaveDaysperPeriod

1.17

MaximumCarryover

30.000

5<10 1.42 30.000

10<15 1.67 30.000

15<20 1.92 30.000

≥20 2.17 30.000

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LeaveAccumulation:AnnualvacationleavemaybeaccumulatedwithoutanyapplicablemaximumuntilJune30ofeachcalendaryear.OnJune30accumulatedannualvacationleaveinexcessof30dayswillbeconvertedtosickleavesothatonly30workdaysofannualvacationleavearecarriedforwardtoJuly1ofeachyear.Anemployeewithmorethan30daysofannualvacationleavewhoseparatesfromemploymentpriortoJune30isnoteligibleforthisconversionandwillbepaidamaximumof30daysor240hours.Employeesareeligibletorequestadditionalavailableannualvacationleaveduringeachyearforastatedpurpose.Stateandlocalregulationsdeterminewhenannualleavemaybetaken.Annualleavemustbeauthorizedbytheimmediatesupervisorandtheemployeemustcompletea"LeaveRequest"availableintheschool/departmentofficetorequest/documenttheabsence.DurhamPublicSchoolsrequiresannualvacationleavetobeusedinone-halforwholedayunits.Allfull-timeandpart-timepermanentemployeeswhoworkorareonpaidleave(includingpaidholidaysandwhenonWorker'sCompensation)forone-halformoreoftheworkdaysinamonthlypayperiod,earnannualvacationleavebasedonthelengthoftotalStateofNorthCarolinaservice.Annualvacationleaveforapart-timepermanentemployeewillbecomputedonapro-ratabasis.SchoolNutritionServicespersonnelwhorequireasubstitutenormallymaynottakeannualvacationleaveatanytimethatstudentsarescheduledtobeinattendance.InstructionalPersonnelandBusDrivers:In2012,thelegislatureamendedthelawpermittinginstructionalemployeesandbusdriverswhowork11or12monthsinayear-roundorextendedyearandrequiresubstitutestouseannualvacationleaveondaysstudentsareinattendancewithpriorapprovaloftheprincipalorsupervisor.BonusVacationLeave

Special2017-2018AnnualBonusLeaveAnyfull-timepermanentemployeeeligibletoearnleaveandemployedonJuly1,2017shallreceive3daysofannualleave.Unusedleavemaybecarriedoverbuthasnocashvalueattermination.PriorBonusVacationLeaveEligibilityBonusvacationleavewasreceivedinthreespecialdistributionsduringthe2002-2003,2003-2004and2004-2005schoolyears.Ineachofthethreespecialdistributions,eligibleemployeesinpermanentfull-time,12-monthpositionsreceivedbonusvacationleave.Theleavewasreceivedpro-rataifemployedlessthanfull-timeand/orlessthan12months.Unusedbonusleavegrantedin2012expiredonJune30,2013andwasnoteligibleforcarryover.Bonusvacationleavebalanceistrackedseparatelyandcarriesforwardeachyearuntilusedorpaidoutatretirementorseparation.Itisnotincludedinthe30-daylimitoftheannualvacationleavethatcanbecarriedforwardonJune30theachyearanddoesnotrollintosickleave.Bonusvacationleavemaybedonatedunderthesamerulesandprovisionsasannualvacation.Bonusvacationleavecanbeusedunderthesame

circumstancesandprovisionsasannualvacationleave.Anemployeewhotransfersbetweenlocaladministrativeunitsortoorfromastateagencymusthaveallunusedbonusvacationleavetransferredtothenewschoolsystemorstateagency.Uponseparationfromemployment,anyunusedbonusvacationleavebalancewillbepaidoutatthedailyrateatthetimeofseparation.Thepaymentisinadditiontotheannualvacationleavebalance(upto30days)thatispaidatseparation.(Reference:PublicSchoolsofNorthCarolinaBenefitsandEmploymentPolicyManual)FamilyandMedicalLeaveActTheFamilyandMedicalLeaveAct(FMLA),anactofthefederalgovernment,allowseligibleemployeestotakeunpaidleaveforuptotwelve(12)weeksduringeach12-monthFMLAleaveyear.DurhamPublicSchoolsrequiresanemployeetouseavailablepaidleavebeforetakingleavewithoutpay.DurhamPublicSchoolsmustmaintainanyemployer-paidhealthbenefitswhiletheemployeeisonFMLAleave.Reasons:FMLAmaybetakenforthefollowingreasons:

1. Thebirthofachildoftheemployeeandinordertocare

forthechild;2. Theplacementofachildwiththeemployeeforadoption

orfostercare;3. Takingcareoftheemployee'sspouse,

childorparentwhohasaserioushealthcondition;

4. Takingcareofaservicememberrecoveringfromaseriousinjuryorillnesssustainedinthelineofactiveduty.Thisalsoappliestoaveteran,iftheveteranwasonactivedutywithinfive(5)yearsofthedatetheVeteranneedscare.(Mustmeeteligibilityrequirements);

5. Aserioushealthconditionoftheemployeethatmakestheemployeeunabletoperformthefunctionsoftheemployee'sposition;or

6. Thenotificationofspouse,son,daughterorparentbeingcalledtoactivedutyandhasbeendeployedtoaforeigncountryasamemberoftheArmedForces.ThisappliestoanymemberoftheArmedForceswhetherreservistsorfull-timemilitarypersonnel.

AnemployeeiseligibleforFMLAleaveifbothofthefollowingconditionsaremet:

1. TheemployeehasworkedforDurhamPublicSchoolsforatleasttwelve(12)months,whichneednotbeconsecutive;and

2. Theemployeehasworkedatleast1,250hoursforDurhamPublicSchoolsduringthetwelve(12)monthperiodimmediatelyprecedingthebeginningoftheFMLAleave.

Calendar:TheFMLAleaveyearisafixedleaveyearbasedonJuly1-June30.

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ParentalLeaveAllfull-timepermanentorpart-timepermanentemployeesmaytakealeaveofabsencewithoutpayforuptotwelve(12)calendarmonthstocareforanewbornchild,anewlyadoptedchildorachildrecentlyplacedinfostercare.DurhamPublicSchoolsrequiresanemployeetouseavailablepaidleavebeforetakingleavewithoutpay.Useofappropriateearnedleaveduringthetimeoftheleave(annualvacationleave,miscellaneousbonusleave,sickleave,extendedsickleave,personalleaveandvoluntarysharedleave)willnotextendthe12-monthperiodofparentalleavetowhichtheemployeeisentitled.Employeesmayuseupto30daysofsickleaveimmediatelyfollowingchildbirthoraftertheplacementofanewlyadoptedchildorachildrecentlyplacedinfostercare.Upto40daysofsickleavemaybeusedimmediatelyfollowingacaesariandelivery.BenefitsundertheFamilyandMedicalLeaveActareavailabletoeligibleemployeesrequestingParentalLeave.AnemployeemayapplyforaparentalleavebycompletingtheLeaveofAbsencePacket.Theseformsshouldbesubmittedatleast30dayspriortotheexpectedbegindate.MilitaryLeaveThegrantingofmilitaryleavetofull-timeorpart-timepermanentemployeesisanobligationoftheStatetothedefenseeffortofthenationandtotheprotectionoftheStateitself.Generally,employeesmaybegranteduptofifteen(15)daysofleavewithpayduringthefederalfiscalyearformilitarytraining.Anemployeecalledtoactivedutywilltakeleavewithoutpayunlesshe/shechoosestouseavailableannualleave.ImportantNote:The“RequestforaLeaveofAbsence”formmustbesubmittedtotheBenefitsDepartmentforanyamountoftimeawayfromthejobduetomilitarydutiessuchasannualtraining,annualphysicaloractiveduty.Copiesofmilitaryordersmustbesubmittedeachtimemilitaryleaveisutilized.Publicschoolemployees,includingcharterschoolemployees,onleaveofabsenceforstateorfederalmilitarydutyunderhonorableservicestatus,forrequiredtraining,orforspecialemergencymanagementservicewillbepaidthedifferenceinmilitarybasepayandpublicschoolsalary,includingnon-performancebasedbonuses,whenthemilitarypayislessthanthepublicschoolsalary.Theemployeemustrequestdifferentialpaywithin12monthsfromthedateofseparationordischarge.Allmilitaryleavesofabsencewillbeadministeredinaccordancewithfederalandstatelaws.

MedicalLeaveforEmployee*Allfull-timepermanentorpart-timepermanentemployeesmaytakealeaveofabsencewithoutpayforuptotwelve(12)calendarmonthsinexcessofsickleaveprovisionsforpersonalillnessortemporarydisabilitythatpreventsanemployeefromperforminghisorherusualduties.DurhamPublicSchoolsrequiresanemployeetouseappropriateearnedleaveduringthetimeoftheleave(annualvacationleave,miscellaneousbonusleave,sickleave,extendedsickleave,personalleaveandvoluntarysharedleave).BenefitsundertheFamilyandMedicalLeaveActareavailabletoeligibleemployeesrequestingMedicalLeave.Anemployeemayapplyforamedicalleavebycompletingaleaveofabsencepacket.

MedicalLeavetoCareforFamily*Allfull-timepermanentorpart-timepermanentemployeesmaytakealeaveofabsencewithoutpayforuptotwelve(12)calendarmonthstocarefortheemployee'simmediatefamilymemberwithaserioushealthcondition.DurhamPublicSchoolsrequiresanemployeetouseappropriateearnedleaveduringthetimeoftheleave(sickleave,annualvacationleave,miscellaneousbonusleave,personalleaveandvoluntarysharedleave).BenefitsundertheFamilyandMedicalLeaveActareavailabletoeligibleemployeesrequestingMedicalLeavetoCareforFamily.AnemployeemayapplyforamedicalleavetocareforanimmediatefamilymemberbycompletingaLeaveofAbsencePacket.MilitaryCaregiverLeaveAnemployeewhoisthespouse,son,daughter,parentornextofkinofamemberoftheArmedForcescannowtakeupto26weeksofjob-protectedunpaidleaveinasingle12-monthperiodtocarefortheservicememberorcoveredveteranundergoingmedicaltreatment,recuperation,ortherapyforaseriousinjuryorillnesssustainedinthelineofactiveduty.Thisappliestoveteransiftheveteranwasonactivedutywithinfive(5)yearsofthedatetheveteranneedscare.Theleavecanbetakenintermittentlyoronareducedleaveschedulewhenmedicallynecessary.AnemployeemayapplyforaMilitaryCaregiverleavebycompletingaLeaveofAbsencePacket.Theservicemember’sdoctormustcompletethe“U.S.DepartmentofLaborForm”(WH-380).(Reference:NCBenefitsandEmploymentPolicyManual)QualifyingExigencyLeaveAnemployeecantakeupto12weeksofjob-protectedunpaidleaveina12-monthperiodbecauseofany“qualifyingexigency”arisingoutofthefactthatanemployee’sspouse,son,daughterorparenthasbeennotifiedofanimpendingcalltocoveredactivedutyandhasbeendeployedtoaforeigncountryasamemberoftheArmedForces.ThisappliestoanymemberoftheArmedForceswhetherReservists,NationalGuardorRegularArmedForces.Eligibleemployeesmaytakequalifyingexigencyleaveforanyofthefollowingreasons:

1. shorttermdeployment2. militaryeventsandrelatedactivities;3. childcareandschoolactivities;4. financialandlegalarrangements;5. counseling;6. restandrecuperation;7. post-deploymentactivities;8. additionalactivities;or9. careforamilitarymember’sparentwho

isincapableofself-carewhenthecareisnecessitatedbythemember’scoveredactiveduty.

EligibleemployeeswhorequestqualifyingexigencyleavetospendtimewithamilitarymemberonRestandRecuperationleavemaytakeuptofifteendaysofleave.Supportingdocumentationmaybeneededforapprovalofleave.AnemployeemayapplyforaQualifyingExigencyleavebycompletingthe“RequestforaLeaveofAbsence(formHUM-F001)andformWH-384.

(Reference:NCBenefitsandEmploymentPolicyManual)

25

EducationalLeave

EmployeesofDurhamPublicSchools,whoareeligibletotakealeaveofabsenceandareenrolledasfull-timestudentsatacollegeoruniversityshouldmakeeveryefforttoscheduletheirclassesinsofaraspossibleaftertheirregulardutyhours.Iftheemployeehasexhaustedallmeasuresandmustscheduleaclassbeforetheendoftheworkdaythefollowingoptionsareavailable:1. Employeesenrolledininternshipswill:

a. RequestplacementinwritingforfallsemesterbyApril15andplacementforsecondsemesterbyNovember15inconjunctionwiththecollege/universityplacementrequest.

b. Begovernedbythenumberofhourstobeservedintheinternshipbythesponsoringcollegeoruniversity.

c. Presentaproposalorplan,approvedbythecollegeoruniversity,totheAsst.SuperintendentofHumanResourcesordesigneeforreview.Iftheproposedplancannotbeaccommodatedduringtheschoolyearintermsofbefore,duringorafterschoolhours,thentheemployeemustsecurealeaveofabsencefromhis/herposition(full-time)tofulfilltheinternshiprequirement.

2. Receiveapprovalandbeassignedtotheircurrentschool/departmentorassignedtoadifferentschool/departmentbytheAsst.SuperintendentofHumanResourcesordesignee,afterconsultingwiththeprincipal/supervisor.Anyapprovedrequestandschedulewillbeforwardedtotheemployee'spersonnelfile.

Totakeanunpaideducationalleave,anemployeeatleastsixty(60)daysinadvancemust:completethe“RequestforLeaveofAbsence”form,attachappropriatedocumentation,indicatingafull-timeregisteredstudent,andsubmitalldocumentstotheyourLeaveAnalyst:AndreaLomuscioforallemployeeswhoselastnamefallsunderA-KorLisaDanielforallemployeeswhoselastnamefallsunderL-Z.

Unpaideducationalleavemaybegrantedforfull-timestudyasdefinedbyanaccreditedcollegeoruniversity.Themaximumlengthofaneducationalleaveisonecalendaryear,exceptforemployeesparticipatingintheNorthCarolinaPrincipalFellows'ProgramorotherAdministrativeInternshipPrograms.Failuretorequestaneducationalleavesixty(60)daysinadvanceinwritingcouldresultindenialoftheleave.

EducationalLeaveforNCAEOfficers

EducationalleaveforthepurposeofservingasanofficerintheNCAEmustnowmeettherequirementsofeducationalleaveinorderfortheeducationalservicetoremaincreditedontheirStateRetirementSystemrecords.Employeesmustcompletetheformforeducationalleave,andwillalsohavetocompletetheemployeeportionofForm463F“RequestingContinuationofContributionsandCreditforPlannedEducationalLeave”andsubmitittotheBenefitsOffice.TheformwillbeforwardedtotheStateRetirementSystembytheBenefitsDepartment.Thisformisrequiredforeachelectedtermandwillinitiatenotificationoftheamounttheemployeewillneedtocontributeeachmonthforretirement.EffectiveJuly1,2013,retirementwillnolongerbedeductedfromthemonthlypaycheckduringservicefortheNCAEandtheemployeewillneedtopaythemonthlyretirementcontributiontoremaincreditedontheStateRetirementSystemrecords.PaymentmustbepaidviachecktotheDurhamPublicSchoolsPayrolldepartmentnolaterthanthelastbusinessdayofthemonth.ThePayrollDepartmentwillremitthefundstotheStateRetirementSystemfortheemployee’sbenefit.Leaveislimitedtonomorethansixyearsofeducationalleave(afterJuly1,2013)overthecareerterm.TheemployeemustreturntoworkforaschoolintheStateRetirementSystemorstategovernmentwithinoneyearoftheterm’sendfordurationofatleastthreeyears(absentdeathordisability)attheendoftheleave.ProfessionalLeavewithDeductionAllfull-timeorpart-timepermanentemployeesareeligibleforprofessionalleave.Permanentpublicschoolemployeeswhohaveprofessionalresponsibilities,orwhoneedtoattendmeetingsofprofessionalassociations,maybeabsentwithpayminusasalarydeductionforsubstituteteachers.Thedeductionismandatorywhetherornotasubstituteisemployed.SuchabsencesmustbeapprovedbytheSuperintendentorhis/herdesignee(usuallythePrincipalataschoolordesignatedadministrativesupervisoratothersites)andwillbeallowedforaperiodnotexceedingthree(3)successivedaysforin-statemeetingsandfive(5)successivedaysforout-of-statemeetings.Absencesforthispurposemaynotexceedten(10)daysfortheschoolyear.Thelimitationwillnotapplytoapersonwhoisalocalordistrictpresidentorpresident-elect,stateornationalofficerofaprofessionaleducation,orapersonselectedastheNationalTeacheroftheYear.TheOfficeoftheDeputyStateSuperintendentwilluponrequestdeterminetheeligibilityoftheprofessionalassociation.ProfessionalLeavewithoutDeductionPermanentpublicschoolemployeesattendingmeetingsorperformingdutiesasmembersoftheStateBoardofEducation,theStateTextbookCommission,theBoardofGovernorsoftheGovernor’sSchoolsorrequiredattendanceatacasemanager’shearingwillreceivefullsalary.Permanentpublicschoolemployeescompletingassignmentsfor,orservingonacommissionorcommitteeappointedbytheGovernor,theStateSuperintendent,theStateBoardof

26

Education,ortheGeneralAssemblywillreceivefullsalary.Substitutesforthesepersonswillbepaidfromthesamefundingsourceastheemployeebeingreplaced.OfficersofProfessionalOrganizationsUpontherecommendationofthelocalsuperintendent,localboardsofeducationmaygrantleavewithpayforelectedofficersofprofessionalorganizations,providedtheorganizationpaysthefullsalaryandallbenefitcostsfortheemployeeonleave.Duringsuchleavewithpay,theemployeewillearnsick,personalandannualvacationleaveandreceivepaidholidays.Employeeswillbeeligibletouseleaveastheywouldwheninactivestatuswiththeschoolsystem.CommunityResponsibilityUponapprovalofthesupervisor,afull-timeorpart-timepublicschoolemployeemaybegrantedleavetorepresenttheschooloradministrativeunitatcommunityfunctionssuchasthefuneralofaschoolchildorhisparent.Absencesofthistypewillqualityforfullsalaryduringthedaysabsent.Properprovisionswillbemadeforthecontinuationoftheemployee'sregularworkbymakingsatisfactoryarrangementswithinthesystemorbyemploymentofasubstitute.Substitutesemployedfortheseabsenceswillnotbepaidfromstatefunds.JuryDutyandCourtAttendanceJuryDuty:Full-timeorpart-timepublicschoolemployeeswillretainfullsalarywhenabsentfromworktoserveonajury.Theemployeeisentitledtoregularcompensationinadditiontopaymentforjuryduty.CourtAttendancebyDutyorSubpoena:Full-timeorpart-timepublicschoolemployeesretainfullsalaryforabsencesfromschoolduetocourtattendancerelatedtotheirofficialduty.Theemployeealsowillreceivefullsalarywhensubpoenaed,exceptasnotedinsection(b).Out-of-statesubpoenasarenotbindingonNorthCarolinaresidents,unlessthatstateandNorthCarolinahaveaninterstatesubpoenaagreement.Anyfeesexcepttravelreimbursementreceivedbyaschoolemployeeservinginanofficialcapacityasawitnesswillbereturnedtotheemployingschooladministrativeunittobecreditedtothesamefundfromwhichtheemployeeispaid.Substitutesemployedfortheseabsenceswillbepaidfromthesamesourceoffundsastheemployee’ssalary(local,federalorstate).CourtAttendanceforPersonalReasons: Full-timeorpart-timepublicschoolemployeeswhoareabsentforappearanceincourtasplaintiffs,defendantsorwitnessesforpersonalmatters,evenifsubpoenaed,willnotbeentitledtoreceiveanysalarypaymentforthosedays,unlesstheyareusingappropriateearnedleave.(Note:Schoolpersonnel,whoarerespondingtosubpoenasforcivicresponsibilitiessuchasawitnesstoacrime,areeligibleforpaidcourtattendanceleave).

ElectedOfficialsFull-timeorpart-timepublicschoolemployeesservingaselectedgovernmentofficialsmay,withtheirsupervisor'sapproval,choosetouseappropriateearnedleavetoattendtotheresponsibilitiesoftheirelectedoffice.ParentalInvolvementinSchoolsLeaveEligibilityandRateofEarning:InaccordancewithG.S.95-28.3,anyemployeewhoisaparent,guardianorpersoninlocoparentismaytakeuptofourhoursperfiscalyeartoattendorotherwisebeinvolvedathisorherchild’sschool.Thereisnorequirementthattheemployerpayanemployeewhiletakingthisleave.However,thelocalschooldistrictmayallowtheemployeetouseeligibleaccruedleaveinlieuofnon-paidparentalinvolvementleave.Leavegrantedforthispurposeissubjecttothefollowingconditions:

1. Theleavewillbeatamutuallyagreedupontimebetweenemployerandemployee,

2. Theemployermayrequireanemployeetoprovideawrittenrequestatleast48hoursbeforethetimedesiredfortheleave,and

3. Theemployermayrequirethattheemployeefurnishwrittenverificationfromthechild’sschoolthattheemployeeattendedorwasotherwiseinvolvedattheschoolduringthetimeofleave.

DefinitionofSchool:Forthepurposeofthispolicy,“school”isdefinedasany:

a. Publicb. Privatechurchschool,churchofreligiouscharter,or

nonpublicschoolthatregularlyprovidesacourseofinstruction,

c. Preschool,ord. Childdaycarefacility.

(Reference:G.S.95-28.3)

27

BenefitsContactList• HealthInsurance/VoluntaryBenefits

Susan Baggett ( last names A-K)

HumanResourcesServicesBenefitsAnalyst

(O)9195609115Ext.30233(F)9196838723

(E)susan.baggett@dpsnc.net

Roderick Spears ( last names L-Z) HumanResourcesServices

BenefitsAnalyst(O)9195603673Ext.21673

(F)9196838723(E)roderick.spears@dpsnc.net

• LeaveofAbsence/Disability

Andrea Lomuscio ( last names A-K)

HumanResourcesServicesDisability/LeaveAnalyst

(O)9195609120Ext.21050(F)9196838723

(E)andrea.lomuscio@dpsnc.net

Lisa Daniel ( last names L-Z) HumanResourcesServicesDisability/LeaveAnalyst

(O)9195602618Ext.21818(F)9196838723

(E)lisa.daneil@dpsnc.net

28

Technician(Area1):919-560-3682

Elementary:Bethesda,Burton,ClubBoulevard,Easley,Eastway,EnoValley,FayettevilleSt.,Glenn,LittleRiver,Parkwood,SandyRidge,Shepard,WGPearson

Middle:Lowe’sGrove,Mangum,

HighSchool:CityofMedicineMiddleCollege

Technician(Area2):919-560-3620

Elementary:CCSpaulding,Creekside,ForestView,HopeValley,Morehead,Southwest,GeorgeWatts

Middle:Githens,LakewoodMiddle,Rogers-Herr,TheSchoolforCreativeStudies,

HighSchool:ClementEarlyCollege,DurhamSchooloftheArts,Hillside,HillsideNewTech,Jordan,Lakeview,CentralOffice(CertifiedStaff)

Technician(Area3):919-560-3737

Elementary:EKPowe,Hillandale,Holt,Lakewood,Merrick-Moore,OakGrove,Pearsontown,RNHarris,SpringValley,YESmith,

Middle:Brogden,Carrington,Lucas,Neal,Holton

HighSchool:Northern,PerformanceLearningCenter(PLC),Riverside,Southern

Technician(SupportStaffandClassified):919-560-2639

FullerBuilding,BaconStreet,HamlinRoad,ChildNutrition,Transportation,OperationalServices,CommunityEducation,TemporaryEmployees

Technician(ECPrograms):919-560-2000Ext:21421

ItinerantECStaff,BSA,FamilyandCommunityStaff,Homebound,HospitalSchool,OccupationalTherapists/PhysicalTherapists,PBIS,Pre-K,Psychologists,SpeechLanguagePathologists,SocialWorkers,VisuallyImpaired/HearingImpaired(VI/HI)Teachers

Substitutes,919-560-2000Ext.21340LicensureandRetirementandEmployeeBenefits:

LastNames,A-KLicensure/Retirement-919-560-2549 EmployeeBenefits-919-560-9115LastNames,L-ZLicensure/Retirement-919-560-3674 EmployeeBenefits-919-560-3673EmploymentVerification:919-560-2887

Workers’Compensation:919-560-3701

LeavesofAbsenceandDisability:LastNames,A-K919-560-9120LastNames,L-Z919-560-2618

Office of Human

Resource Services 511 Cleveland St. P.O. Box 30002

Durham, N. C. 27702 (919) 560-3643

www.dpsnc.net/staff

TheOfficeofHumanResourcesContactInformation