2018 2019 Employee Handbook - chester.k12.sc.us

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2018 – 2019 Employee Handbook

Chester County Schools

509 District Office Drive

Chester, SC 29706

www.chester.k12.sc.us

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School District of Chester County

509 District Office Drive

Chester, South Carolina 29706

EMPLOYEE HANDBOOK

July 1, 2018

IMPORTANT NOTICE

NOTHING IN THIS HANDBOOK OR IN ANY POLICY

MANUAL OF THE SCHOOL DISTRICT OF CHESTER

COUNTY CONSTITUTES OR CREATES AN EXPRESS OR

IMPLIED CONTRACT OF EMPLOYMENT; RATHER,

THIS HANDBOOK SHOULD BE UNDERSTOOD AS A

BRIEF DESCRIPTION OF THE BENEFITS OFFERED BY

THE SCHOOL DISTRICT OF CHESTER COUNTY AND

AN OVERVIEW OF ITS POLICIES AND RULES. THIS

HANDBOOK SUPERSEDES ALL PREVIOUS

HANDBOOKS OR OTHER DOCUMENTS THAT ADDRESS

THE SAME SUBJECT MATTER AS THE POLICIES AND

RULES CONTAINED IN THIS HANDBOOK. IN

ADDITION, THIS HANDBOOK CAN BE MODIFIED OR

ALTERED AT ANY TIME BY THE SCHOOL DISTRICT OF

CHESTER COUNTY.

I, ,UNDERSTAND THAT THE (print name)

DISTRICT’S HANDBOOK AND POLICY MANUAL ARE

NOT CONTRACTS.

Signature Date

Chester County School District

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Employee Handbook

TABLE OF CONTENTS

Absences ............................................................................................................................................. 16

Americans with Disabilities Act; Section 504 .................................................................................... 6

Beliefs ................................................................................................................................................. 1

Bloodborne Pathogens Exposure Control Plan ................................................................................... 25

Board of School Trustees ................................................................................................................... 2

Certification ........................................................................................................................................ 8

Alternative Certification Program ............................................................................................... 8

Renewal of Credentials ............................................................................................................... 9

Teaching Experience Credit ........................................................................................................ 8

Child Abuse and Neglect .................................................................................................................... 20

Compensation ..................................................................................................................................... 12

Deferred Compensation ............................................................................................................... 14

Direct Deposit ............................................................................................................................. 12

Payroll Deduction ........................................................................................................................ 12

Social Security............................................................................................................................. 12

Tax Sheltered Annuities .............................................................................................................. 15

Conflict of Interest .............................................................................................................................. 6

District Office Staff ............................................................................................................................ 4

Drug-Free Workplace ......................................................................................................................... 24

Emergency School Closings ............................................................................................................... 19

Employee Benefits.............................................................................................................................. 13

Certificate of Creditable Coverage .............................................................................................. 13

COBRA ....................................................................................................................................... 14

Credit Unions .............................................................................................................................. 15

Dental Benefits Plan .................................................................................................................... 13

Dependent Life Insurance ........................................................................................................... 14

Disability Insurance ..................................................................................................................... 14

Employee Assistance Program .................................................................................................... 16

Health Insurance .......................................................................................................................... 13

Life Insurance .............................................................................................................................. 14

Optional Life Insurance ............................................................................................................... 14

MoneyPlu$ .................................................................................................................................. 15

Retirement System ...................................................................................................................... 15

Worker’s Compensation .............................................................................................................. 15

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Employment and Separation ............................................................................................................... 10

Assignment and Transfer ............................................................................................................. 10

Equal Opportunity Employment.................................................................................................. 6

Reduction in Force ...................................................................................................................... 11

Resignation .................................................................................................................................. 11

Suspension, Dismissal, or Non-renewal ...................................................................................... 11

Employee Assistance Program ........................................................................................................... 16

Employment Status ............................................................................................................................. 9

Annual ......................................................................................................................................... 9

Annual Diagnostic ....................................................................................................................... 9

At-Will......................................................................................................................................... 10

Continuing ................................................................................................................................... 10

Induction ...................................................................................................................................... 9

Gifts to Staff Members ....................................................................................................................... 7

Grievance Procedure .......................................................................................................................... 21

Harassment ......................................................................................................................................... 20

Health Certificates .............................................................................................................................. 25

Jury Duty ............................................................................................................................................ 18

Leave .................................................................................................................................................. 17

Bereavement Leave ..................................................................................................................... 18

Family and Medical Leave Act ................................................................................................... 17

Military Leave ............................................................................................................................. 18

Personal Leave ............................................................................................................................ 17

Professional Leave ...................................................................................................................... 18

Sick Leave ................................................................................................................................... 16

Sick Leave Bank .......................................................................................................................... 17

Vacation Leave ............................................................................................................................ 18

Mission Statement .............................................................................................................................. 1

Personnel Changes ............................................................................................................................. 13

Personnel Records .............................................................................................................................. 10

Philosophy .......................................................................................................................................... 1

Professional Behavior and Dress ........................................................................................................ 22

Racial Harassment .............................................................................................................................. 20

Schools of Chester County ................................................................................................................. 3

Sexual Harassment ............................................................................................................................. 20

Smoke-Free Environment ................................................................................................................... 24

Staff/Community Relations ................................................................................................................ 23

Staff Development Activities ............................................................................................................. 23

Staff Protection ................................................................................................................................... 6

Staff Solicitations ............................................................................................................................... 7

Substitute Teachers ............................................................................................................................. 19

Tutoring .............................................................................................................................................. 7

Work Calendar ................................................................................................................................... 27-29

Work Hours ........................................................................................................................................ 25-26

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MISSION STATEMENT

The mission of the Chester County School District, in partnership with the community, is to

develop productive citizens prepared for the changing world by providing challenges, lifelong

learning opportunities in a safe, healthy, and positive environment.

BELIEFS

We believe all people are entitled to a safe, healthy, and positive environment.

We believe learning requires total community involvement.

We believe all people have value and can be productive citizens.

We believe challenge inspires learning.

We believe multicultural diversity enhances a society.

We believe learning is a lifelong process.

We believe preparation for global changes requires growth.

PHILOSOPHY

We believe that the educational process is a life-long endeavor and that the Chester County School District

should be committed to excellence in all-around developmental activities and experiences (social, physical,

emotional, and intellectual) related to this process.

We believe that the Chester County Schools should endeavor to prepare students who are capable of

functioning in a changing society.

We believe that education should guide students toward maximum self-awareness and self-development.

We believe that each child should be accepted as an individual but given the help needed to develop

effective skills for living and working together in an increasingly interdependent world.

We believe that the instructional program must offer learning experiences that will assure the opportunity

of success for all students - those with diverse family backgrounds, interests, and motivations.

We believe that meaningful learning experiences with total student involvement will stimulate thinking and

reasoning.

We believe that a friendly atmosphere for learning must exist and that there is no place in the educational

system for unacceptable behavior.

We believe that the home, school, and community should share the responsibility of meeting the needs of

our youth.

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BOARD OF SCHOOL TRUSTEES

Mrs. Denise C. Lawson, Chair District #3

905 Lingle Lane

Chester, SC 29706

Dr. Anne B. Collins, Vice-Chair At Large

2757 West Pinewood Road

Chester, SC 29706

Mrs. Patrica W. Hampton District #5

1764 Henry Road

Chester, SC 29706

Mrs. Maggie J. James District #6

190 Center Street

Chester, SC 29706

Mrs. Sandra C. Lovern District #1

1199 Mount Vernon Road

Fort Lawn, SC 29714

Mr. Douglas R. Shannon District #4

1424 Center Road

Chester, SC 29706

Mr. John L. Smith District #2

4688 Great Falls Highway

Great Falls, SC 29055

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Chester County Schools Directory District Office ...................................................................................................... 385-6122

509 District Office Drive, Chester, S.C. 29706 Dr. Angela Bain, Superintendent

Adult Education………………………………………………………………….581-9324

1324-C J.A. Cochran Bypass, Chester, SC 29706 Dr. Carmen Brittain, Director

Academy of Teaching and Learning ................................................................. 385-6334

109 Hinton Street, Chester, S.C. 29706 Mary Ann McKeown/Robyn Caldwell, Directors

Chester County Career Center .......................................................................... 377-1991 1324 J.A. Cochran Bypass, Chester, S.C. 29706 Thomas Barr, Director

Chester Senior High School ................................................................................ 377-3161

1330 J. A. Cochran Bypass, Chester, S.C. 29706 Dr. Duane Graham, Principal

Chester Middle School ........................................................................................ 377-8192

1014 McCandless Road, Chester, S.C. 29706 Sheka Houston, Principal

Chester Park Elementary School of the Arts .................................................... 581-7279

835 Lancaster Highway, Chester, S.C. 29706 Dr. Lamont Moore, Principal

Chester Park Elementary School of Inquiry ..................................................... 581-7282

835 Lancaster Highway, Chester, S.C. 29706 Robin Taylor, Principal

Chester Park Elementary Center of Literacy through Technology ............... 581-7275

835 Lancaster Highway, Chester, S.C. 29706 Walter Jones, Principal

Great Falls Elementary School ........................................................................... 482-2214

301 Dearborn Street, Great Falls, S.C. 29055 Tammy Taylor, Principal

Great Falls Middle/High .....................................................................................................

Great Falls High School ................................................................................. 482-2210

411 Sunset Avenue, Great Falls, S. C. 29055 David Spencer, Principal

Great Falls Middle School ............................................................................. 482-2220

409 Sunset Avenue, Great Falls, S.C. 29055 Glenda Brunson, Principal

Lewisville Elementary School ............................................................................. 789-5164

4006 Lewisville High School Rd. Anne Stone, Principal

Richburg, S.C. 29729

Lewisville High School ........................................................................................ 789-5131

3971 Lewisville High School Rd. Tammy Snipes, Principal


Lewisville Middle School .................................................................................... 789-5858 3595 Lancaster Highway Brian Edmond, Principal


The Learning Center ........................................................................................... 581-9362 1014 McCandless Road, Chester, S.C. 29706 Dr. Alfred Williams, Director

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DISTRICT OFFICE DIRECTORY

Office of Superintendent Superintendent ..................................................................................... Dr. Angela Bain

Administrative Support/Superintendent ............................................... Callie McConnell

Curriculum and Instruction Chief Instructional Officer .................................................................... Dena Dunlap

Admin Support/Chief Instructional Officer .......................................... Leslie Jacobs Executive Director of Elementary Instruction……………………..… Dr. Wanda Frederick

Executive Director of Secondary Instruction ........................................ Dr. Lee Green

Secondary Math STEAM Facilitator ................................................... Timothy Bennett

Director of Assessments ....................................................................... Dr. Tamecia Graham

District Literacy Program Director ...................................................... Dr. Alisha Green

District Elementary Math Program Director ........................................ Dr. Shemmicca Moore

Instructional Technology Coordinator .................................................. Sharon Yarbrough

Administrative Support ......................................................................... Amanda Kee

Exceptional Children Executive Director of Exceptional Children ......................................... Jean Ligon

School Psychologist .............................................................................. Heather Johnson

Ed. Consultant ...................................................................................... Caroline LeMay

Child Find Coordinator ......................................................................... Brantly Taylor

Administrative Support ......................................................................... Amy Wright

Finance Chief Finance Officer ........................................................................... Mellanie Jinnette

Director of Accounting ......................................................................... Greg McDow

Accounting Coordinator ....................................................................... Shireen Young

Payroll Manager ................................................................................... Rose Douglas

Accounts Payable Clerk ........................................................................ Tracy Lewis

Finance Clerk ........................................................................................ Erin Sealey

Nutrition Services Director ................................................................................................. Shana Catoe

Bookkeeper/Administrative Support .................................................... Page Putnam

Administrative Support ......................................................................... Leslie Hollifield

Human Resources Chief Human Resource Teacher Quality Officer ................................ Wendell Sumter

Benefits Administrator ......................................................................... Deloris Jackson

Director of Teacher Quality .................................................................. Lisa Brett

Administrative Support ......................................................................... Kim Lashley

Receptionist .......................................................................................... Crystal Murphy

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Operations Chief Operations Officer ...................................................................... Timothy Camp

Public Information Specialist ............................................................... Rebecca Crouch

Courier .................................................................................................. David Houston

Attendance Attendance Coordinator ........................................................................ Tressa Harrington

Administrative Support ......................................................................... Kristin Heckman

Maintenance Director ................................................................................................ Robert Roddey

Administrative Support ......................................................................... Jennifer Ellis

Technology Director ................................................................................................. Neil Rollins

Technology Support Technician ........................................................... Charlie Feemster

Lead Technology Associate .................................................................. Dale Munn

Lead Technology Associate .................................................................. Mark Scott

Student Information Services Coordinator ........................................... Brenda Shepherd

Transportation Director ................................................................................................. Paula Summerville

Administrative Support ......................................................................... Tammy Going

Bus Trainer/Driver ................................................................................ Rebecca Hubbard

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EQUAL OPPORTUNITY EMPLOYMENT

The Chester County School District is an equal opportunity employer. The District

makes employment decisions on the basis of individual merit and without discrimination

because of race, religion, color, disability, sex, age, alienage, or national origin in

accordance with applicable State and Federal laws. Specifically, the District pursues

equal employment opportunity in the following areas: recruitment; selection and hiring;

transfer and promotion; demotions, terminations, layoffs, and recalls; compensation;

working conditions; benefits and privileges of employment; and training.

AMERICANS WITH DISABILITIES ACT Section 504: 1973 Rehabilitation Act (Amended)

No otherwise qualified handicapped individual in the United States shall, solely by

reason of this handicap, be excluded from participation in, be denied the benefits of, or be

subjected to discrimination under any program or activity receiving federal financial

assistance. This applies to those areas covered under the American Disabilities Act and

Individuals with Disabilities Education Act. Any employee who has a disability that may

require an accommodation should notify their immediate supervisor.

STAFF PROTECTION

The school district is obligated by law to defend employees in legal actions resulting

from acts done in good faith in the course of their employment. Any failure to act or

omission in good faith resulting in a legal action will also be defended by the district.

This requirement applies to civil or criminal action or special proceedings in the courts of

this state or of the United States.

Any employee needing legal assistance in a legal action arising out of his employment

must submit a request in writing to the Superintendent. The Superintendent will bring the

request to the attention of the Board of School Trustees to determine whether legal

assistance will be provided to the employee.

CONFLICT OF INTEREST

No employee shall engage in or have a financial interest, directly or indirectly, in any

activity that conflicts or raises a reasonable question of conflict with his duties and

responsibilities in the school district.

Employees shall not engage in work of any type where information concerning customer,

client, or employer originates from any information available to him through school

sources.

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A professional employee shall not sell instructional supplies, equipment, or reference

books in the attendance area served by his school. Nor shall he furnish the names of

students or parents to anyone selling these materials.

Gifts to Staff Members

All school district personnel are prohibited from accepting items of material value from

companies or organizations doing business with the school district. All profits, bonuses,

gratuities, and stamps accumulating in business, designed to encourage the sale of a

product at the school district or to influence school personnel, shall in no way accrue to

personnel but shall rather accrue to the school district.

Staff Solicitations

No school in the district shall conduct a drive for funds among staff members on behalf

of organizations unrelated to the schools with the exception of the United Way.

Tutoring

Every effort should be made by the principal and teacher to help a student with

his difficulties at school. In order to ensure all students are provided with reasonable

assistance without charge from their own teachers and to avoid placing teachers in a

position where they might have a conflict of interest, teachers are discouraged from

receiving money for tutoring any students they are currently teaching or evaluating.

However, if a parent chooses to engage a teacher as a private tutor, the following

guidelines should be followed:

1. Private tutoring for which a teacher receives a fee will not take place in a

school building.

2. Teachers who accept outside tutoring engagements must make their own

arrangements with parents for the fee to be assessed.

3. A teacher must submit a written request to the principal for use of school

materials for tutoring purposes. Decisions regarding requests will be

made by the principal. The teacher assumes responsibility for replacement

of any lost or damaged item (s).

4. Tests that accompany district-adopted textbooks may not be used by

tutors.

School district employees serving as private tutors shall not make any promise or

inducement to parents or students regarding subject or grade level assignment/placement

as a result of tutoring.

Where a child might qualify for a change or advancement in placement or grade

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level as a result of having been specially tutored, that change or advancement must be

made as a result of an evaluation completed under the supervision of the principal and by

someone other than the person who did the tutoring. All decisions regarding subject level

or grade level placement changes of students as a result of tutoring will be made by the

school principal.

CERTIFICATION

Each individual employed in an instructional classroom teaching position or who serves

in a position designed for the support of the instructional program in the school district

must hold an appropriate teaching credential. It is the employee’s responsibility to secure

the credential from the South Carolina Department of Education. By the close of the

2005-2006 school year all teachers teaching core subjects and all paraprofessionals must

meet highly qualified standards as defined in Federal No Child Left Behind legislation.

The employee’s salary is based on the teaching credential on file. When an employee has

earned a higher level credential, he must request and receive a new credential from the

State Department of Education and forward it to the Office of Human Resources before a

salary adjustment can be made.

Alternative Certification

The Program for Alternative Certification of Educators (PACE) is available to eligible

applicants in designated shortage subject areas. Individuals who have earned a

Bachelor’s Degree with a major in one of the shortage areas, have two years of

experience, and passed the appropriate national teacher examination may qualify for a

Letter of Eligibility for employment as a teacher in a school district in South Carolina.

Teaching Experience Credit

In order for a teacher to receive credit for a year of experience in South Carolina, the

teacher must be employed in a full-time teaching position for at least 152 working days.

Employee absences covered by sick leave count toward the 152 days of employment.

Unpaid absences do not count toward days of employment.

State Department of Education regulations allow part-time employment in a regular

teaching position to be accumulated in increments of one-tenths up to .8 of a FTE or 152

days at which time the teacher would be credited with one year of teaching experience

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Renewal of Credentials

Generally, the Professional Certificate may be renewed for a subsequent five-year period

upon presentation of 120 appropriate renewal credits. Renewal credits are awarded based

on approved State Department of Education Renewal Credit Matrix activities and must

include at least one graduate college level course for teachers below a Master’s level.

National Board Certification qualifies teachers for a 10 year renewal period. College or

university credit may be graduate or undergraduate if a teacher possesses a Master’s

degree. Although not a part of credential renewal, teachers must demonstrate technology

proficiency during their next renewal cycle beginning with the 2003 credential renewals,

and during each five year period thereafter.

To renew a credential, an applicant shall submit documentation (approved Renewal

Credit Computation Sheet) of having met the requirements for certificate renewal to the

Office of Human Resources.

EMPLOYMENT STATUS

Induction Contract

An induction contract is issued to first-year teachers, teachers with experience only in

private schools in South Carolina, and possibly to teachers with experience outside the

state of South Carolina. During this contract period, the teacher participates in a formal,

year-long induction program. A teacher may be employed as an induction teacher for no

more than three years.

Annual Contract

An annual contract is issued to teachers who have successfully performed at the level

required by the induction contract. It also may be issued to teachers having one or more

years of public school experience outside of South Carolina. The annual contract teacher

must be evaluated using an evaluation instrument that meets the criteria established by

the State Board of Education. Generally, a teacher may be employed for a maximum of

three years under an annual contract. A teacher may be employed for an additional year

as an annual contract teacher after a two-year suspension and completion of a required

remediation program. This option is available only once.

Annual Diagnostic Contract

An annual diagnostic contract is issued to teachers who have completed an induction

contract year or teachers who were under formal evaluation, but did not meet all

established criteria for success. Teachers employed under an annual assistance contract

will receive assistance and be evaluated by Individualized Assistance Plans.

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Continuing Contract

A continuing contract is issued to teachers who have successfully completed the

evaluation for annual contract teachers and have fulfilled all requirements for a

professional teaching certificate. Continuing contract teachers must be evaluated on a

continuous basis (i.e. every year). The evaluation may be formal or informal (i.e. goals

based) at the discretion of the district. Teachers receiving a continuing contract have full

procedural rights that currently exist under the law relating to employment and dismissal.

At-Will Employees

Non-certified employees may be employed on an at-will basis through a Letter of Intent.

Employment on an “at-will” basis means the employee is at liberty to leave whenever

he/she wishes, and the district is at liberty to dismiss an “at-will” employed individual at

anytime so long as the reason, if any, is not a legally impermissible one. In May of each

year, the District will issue Letters of Intent to those non-certified employees who have

been recommended for employment in the subsequent year.

PERSONNEL RECORDS

The personnel record of each employee is maintained in the Office of Human Resources.

The file includes all personnel records and documents collected by the school district

concerning the employee. An employee may have access to his own personnel file at any

reasonable time.

EMPLOYMENT AND SEPARATION

Legislation relating to the employment and dismissal of teachers mandates that on or

before April 15 of each year, the Board or the person designated by it, shall notify in

writing all contract teachers employed in the school district concerning their employment

for the next school year. Continuing contract teachers who will be placed on formal

evaluation must be notified in writing by April 15, citing specific reasons for the formal

evaluation.

Assignment and Transfer

The Superintendent shall be responsible for the proper assignment of all professional

personnel. The preferences of teachers and other staff members shall be considered in

making assignments and transfers; however, the best interests of students and the district

shall be given first consideration.

An employee who wants a transfer for the next academic year must complete a transfer

request form and submit it to his/her current principal or immediate supervisor, stating

the reason for requesting a transfer and providing the position and/or name of the school

to which the transfer is desired.

The Human Resources Department will distribute transfer requests to the affected schools

or departments.

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Requests for transfer from one school to another will be discussed with the employee and

the supervisor involved and will be granted in line with the needs of the district. Within

an individual school, a principal shall have the right to assign classes and courses

provided this is done with full regard to the teacher’s area of certification. Within the

district as a whole, assignments and transfers shall be subject to the Superintendent’s

approval. When the positions involved are of comparable rank, transfers shall not require

action by the Board of School Trustees. The Superintendent is authorized to reassign all

personnel in the best interests of the District.

Suspension, Dismissal, or Non-Renewal

Any teacher who is subject to suspension or dismissal during the contractual period is

entitled to a written notice specifying the cause of such action and the opportunity for a

hearing before the Superintendent. A continuing contract teacher recommended for non-

renewal is also afforded written notice and an opportunity for a hearing before the Board

of School Trustees.

Reduction in Force

In the event it becomes necessary to reduce in force (RIF) the number of employees in

the school district due to lower student enrollments, program elimination, reduction or

modification, or reduced school budgets, the primary consideration shall be the

maintenance of a sound and balanced educational program. Secondary considerations,

such as length of service in the school district and degree earned shall be deemed relevant

only where the need arises to choose for termination from among teachers considered by

the administration to be equally competent in their classroom performance. Hence, in

making his recommendation, the Superintendent shall be governed by the objective of

retaining the school district’s best talent. Therefore, the Superintendent shall not be

limited to considering for RIF termination only those in the particular school, area, or

program in which the loss of enrollment, program change, or financial exigency has

occurred.

Resignation

The resignation of any member of the professional staff shall be in writing to the

employee’s immediate supervisor or to the Superintendent or his/her designee. For such

resignation to be effective, it must be accepted in writing by the Superintendent and must

be presented to the Board of School trustees for final disposition.

When a resignation is not accepted and the person involved fails to report to work for the

school year for which he is employed, the Superintendent shall report such absence to the

State Board of Education for discipline.

TERI Participants

The goal of the district is to ensure that consistent and fair practices are in place to handle

TERI retirees. Upon completion of the TERI program and an appropriate break in

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service, an employer may rehire a retiree at its option. Every employee, upon completion

of the TERI program, will be terminated from employment with the Chester County

Schools and the usual paperwork and procedures associated with separation will be

completed. No promise of reemployment will be made to employees.

Teachers and administrators will be issued contracts for the school year up until the date

their TERI eligibility terminates. Classified staff will be issued a letter of intent to

employ only up until the completion date of their TERI eligibility.

All employees completing TERI will be asked to indicate if they wish to be considered

for reemployment after they retire. Vacancies created by completion of TERI will be

advertised in a timely fashion for all positions, in accordance with Board policy for

advertising positions.

TERI retirees will be allowed to formally reapply for positions through a letter of interest

to be sent to the Office of Human Resources. Applicants will be screened in a timely

fashion and employment decisions made so as to minimize any disruption of service to

students and employees. TERI retirees rehired by the district will be placed on a letter of

employment as an at-will employee, with employment on a year-by-year basis.

COMPENSATION

Direct Deposit Program

All employees are paid on the 15th and 30th of each month through direct deposit. The

direct deposit program allows salary payments to be deposited directly into the

employee’s financial institution of choice. The total net pay may be deposited into

checking, savings, or a combination of both.

The first check of the contractual period for the nine month, traditional calendar

employee is issued in August; the last check is in July. Funds are electronically

transferred on the morning of the payday. The employee will receive verification on

payday which will serve as a record of deposit, gross pay, deductions, and net

entitlement.

Social Security

All personnel are required to contribute 7.65 percent of their gross salary, up to a set limit

during the calendar year to the Social Security Administration.

Payroll Deductions

Except for deductions for absences not covered by sick leave or those required by law, all

deductions from salary are subject to Board approval and are voluntary on the part of the

employee. For all voluntary deductions, the employee will complete a form authorizing

the deduction.

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PERSONNEL CHANGES

Employees must immediately report to the Office of Human Resources any change in

name, address, or status of teaching credential. Changes in insurance coverage should be

reported to the Benefits Coordinator.

For payroll purposes, name changes cannot be processed until the name has been changed

at the Social Security Administration and a copy of the new card has been submitted to

Human Resources.

EMPLOYEE BENEFITS

Health Insurance

All permanent full-time employees, including those who work at least 30 hours per week,

may choose a plan offered through the state group policy, administered by Blue Cross

and Blue Shield of South Carolina, which includes the Savings Plan, the Standard Plan

and the Medicare Supplemental Plan. Coverage for spouse or eligible dependent(s) may

be purchased for an additional premium fee.

Employees new to the district must complete enrollment forms within 31 days of

employment if they want insurance for themselves, their spouse and/or dependents. If an

employee commences active employment on the first working day of the month,

coverage will go into effect on that day. If an employee commences active employment

on any other day, after the first working day of the month, coverage will begin on the first

day of the following month.

Additional information, enrollment and claim forms may be obtained from the Benefits

Coordinator.

Certificate of Creditable Coverage

Terminated subscribers will receive a certificate of creditable coverage. This certificate

may be used to reduce the preexisting condition period of your next employer’s health

insurance plan.

Dental Benefits Plan

All permanent full-time employees may enroll in the State Dental Plan. The Dental Plan

is provided to employees at no cost. You may add eligible dependents for an additional

premium fee. Your dependents do not have to be enrolled in a health plan to enroll in the

Dental Plan.

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COBRA

If you lose coverage due to termination of employment or reduction in hours, coverage

for you and/or dependents may be continued under the Consolidated Omnibus Budget

Reconciliation Act of 1985 (COBRA).

Life Insurance

Your employer provides $3,000 group term life and accidental death and dismemberment

coverage at no cost if you are enrolled in a health plan offered by the state.

Optional Life Insurance

Optional Life Insurance is available through Minnesota Life Insurance Company. The

amount of life insurance allowed is based on 3 x times the employee’s salary at hire. To

increase beyond your current level of life insurance, you must provide medical evidence

of good health during an enrollment period.

Dependent Life Insurance

Employees may cover eligible dependents with Dependent Life Insurance administered

by Minnesota Life. Premiums are based on the level of coverage chosen.

Disability Insurance

Basic Long Term Disability Insurance (BLTD) is provided at no cost when an employee

is enrolled in a state health plan. This plan is administered by the Standard Insurance

Company. An employee must be out of work 90 consecutive days to qualify for benefits.

If approved, the monthly benefit will be 62.5% of the employee’s gross monthly salary:

$800 maximum with offsets.

Supplemental Long Term Disability Insurance (STLD) is a voluntary program. Premiums

based on salary and age will be charged. SCRS Disability Retirement is provided to

employees vested with five years of state service. The five-year provision is waived if the

disability is job-related.

The Benefits Office should be notified immediately when an employee becomes disabled

so applications for disability can be filed.

Deferred Compensation

Employees of the school district may participate in the Deferred Compensation Program

administered by the South Carolina State Deferred Compensation Fund. Earnings which

are not taxed can be deducted from an employee’s salary and placed in the State Deferred

Compensation Fund which is designed to subsidize retirement benefits for the employee.

Additional information may be obtained from the Benefits Coordinator.

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Tax Sheltered Annuities The school district has granted permission for several companies to present information

on tax sheltered annuity programs to those who request such information. No solicitation

for tax sheltered annuity programs is allowed during school hours.

Credit Unions

Membership in the South Carolina Employee’s Credit Union is available to all employees

in the district. Further information may be obtained from the Benefits Coordinator.

Workers’ Compensation

The South Carolina Workers’ Compensation Law was designed to provide for an

employee who is physically hurt while on the job. The school district provides insurance

through the South Carolina School Board Insurance Trust for all employees. Job related

injuries must be reported to your immediate supervisor so reports may be filed.

MoneyPlu$ - A flexible Benefits Program

MoneyPlu$ is a flexible benefits program made available through sections 125 and 129

of the Internal Revenue Service (IRS) code. The program can help you keep more

spendable income by enabling you to pay health and dental premiums from your pre-tax

income. By enrolling in the Dependent Care Spending Account and the Medical

Spending Account, you will save even more by paying bills with money that has not been

taxed.

Retirement System

Permanent, full-time, employees must either join the South Carolina Retirement System

(SCRS) or the Optional Retirement Program (ORP), unless specifically exempted by

statute. Temporary or part-time employees may choose whether to join. Membership

begins on effective date of employment. Under the SCRS, you contribute 8.0% of gross

pay into your SCRS retirement account. Also, under the ORP the contribution rate is

8.0% of gross pay, which is administered by a state approved vendor that you select.

Your contributions under both plans are deferred from federal and state income tax.

Your SCRS account earns a set interest rate (compounded annually) while your ORP

account rate may vary. If an employee participates in the SC Retirement System, she/he

must continue in the system even if she/he changes to part-time employment.

You may retire one of the following ways:

Normal Retirement (unreduced benefits):

Age 65 with 5 years earned service, or

28 years of service credit.

Early Retirement (reduced benefits):

Age 60 (Benefits are permanently reduced 5% for each year under age 65.

Must have 5 years of earned service.),

Age 55 with 25 years of service credit (Benefits are permanently reduced 4%

for each year under 28 years of service).

Membership Effective on or after July 1, 2012

You can retire with unreduced benefits once your age and years of service

total 90

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You can retire early (age 60 with at least eight years of service) and receive a

reduced retirement benefit.

Retirement credit is based on the number of months per year in which an employee is

compensated. A minimum monthly salary base of $350.00 has been set by the SC

Retirement Systems. This differs from certification regulations, which grants a teacher

credit for a full year of service if he/she has been employed in a full-time teaching

position for .8 of a full-time equivalency position, i.e., for at least 152 days of a 190 day

school year.

A Group Life Insurance policy is provided through SCRS. Upon the death of an

employee with at least one-year of service credit, a payment equal to the employee’s

current annual salary may be paid to their designated beneficiaries.

Employee Assistance Program

Counseling services through Palmetto Employee Assistance are available on a limited

basis for all employees. This service is designed to help with a variety of “life problems”

such as stress, grief, alcohol and drugs, marital and family problems, legal and financial

difficulties. An appointment may be scheduled through the Office of Human Resources

or by contacting Palmetto Employee Assistance directly. Confidentiality is assured.

ABSENCES

Whenever an employee is absent, the principal or supervisor should be notified as soon as

possible. Because of the importance of securing a qualified and appropriate substitute, as

much advance notice as possible is requested.

Sick Leave

Sick leave shall be earned at the rate of one and one-fourth days per month according to

the following schedule.

12 days for 9-month employees




Absences for sick leave are counted on a full-day or half-day day basis. Sick leave which

is earned, but not used, may be accumulated up to 90 days. Sick leave and personal leave

balances are reported on the employee’s paycheck voucher. Vacation balances are

reported on 12 month employee paycheck vouchers. Accumulated sick leave is

transferable to any school district in South Carolina.

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Sick leave may be used for illness of members of the employee’s immediate family

(spouse, child, parents, and or any other person living in the household who is dependent

upon the employee). Sick leave may be used for medical or dental examinations or

treatment when such appointments cannot reasonably be scheduled during non-work

hours.

Employee absences in excess of accumulated sick leave benefits shall result in a

deduction from the employee’s pay at the current daily rate of compensation of the

employee.

Family and Medical Leave

The Family and Medical Leave Act (FMLA) requires covered employers to provide up to

12 weeks of unpaid, job-protected leave to eligible employees for certain family and

medical reasons. Employees are eligible if they have been employed at least one year

and worked at least 1,250 hours in the 12 months preceding the leave. Leave may be

granted for any of the following reasons: for a serious health condition; to care for a

child after birth or adoption; or to care for a spouse, child, or parent who has a serious

health condition. All employees will use paid sick leave, if available, in lieu of unpaid

leave. For the birth of a child, employee may use up to six weeks of accrued paid sick

leave.

As soon as a qualified employee knows he/she will need to be out for more than 10 days

for illness or the birth or adoption of a child or other qualifying condition, an FMLA

leave request form should be completed through the Benefits Coordinator.

Sick Leave Bank

The Chester County School District has established a voluntary Sick Leave Bank for

active duty, non-retired employees who earn sick leave. The purpose of the Sick Leave

Bank is to relieve employees from undue financial burdens because of absence from

work at least 20 days due to extended catastrophic illness of the employee or his

immediate family.

To become a member of the Sick Leave Bank, an employee must contribute one day of

earned sick leave at the time of employment, and during each fiscal year, and at such

time as the bank may need to replenish its supply of days. Applications for membership

will be accepted during open enrollment periods (July 1 through September 15) only, or

within the first thirty working days for new employees. Guidelines, a membership list,

sick leave bank request forms are available on the district website.

Personal Leave

Three days of accumulated sick leave will be permitted to be used as personal leave each

year, as long as a balance of available sick leave days exists. Personal leave days may

accumulate to a total of ten days. Personal leave will be granted on a full-day, half-day,

and one-fourth day basis. Personal leave will be granted provided there is notification to

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and approval by the principal or supervisor in advance, except in emergency situations.

Employees may not take personal leave on the first day of school, the last day of school,

the day prior to or immediately following a holiday or on a scheduled district-wide staff

development day without prior written approval of the superintendent or his/her designee.

Professional Leave

Professional leave may be granted when employees are attending a meeting of a

professional educational organization or participating in professional development

activities. For teachers, professional leave must have the specific approval of the

principal and Associate Superintendent.

Bereavement Leave

The district may grant an employee up to three days of bereavement leave immediately

following notification of the death of a member of his/her immediate family (spouse,

children, grandchildren, parents, grandparents, brothers, sisters, and in-laws to the same

degree or a person who resides in the home of the employee and/or for whom the

employee had primary care).

Vacation Leave

All full-time 12-month employees will earn one and one-fourth day of paid vacation per

month. The scheduling of vacations is at the discretion of the superintendent and the

employee’s supervisor, but all vacation leave must be approved in advance via the

district’s absence form. Ten days of unused vacation leave may be carried over from one

year to the next.

Jury Duty

All personnel are excused for jury duty without loss of pay. Any compensation paid to

the employee for serving on a jury is to be kept by the employee.

Military Leave

Employees of the school district shall be entitled to military leave without loss of pay

when attending military encampments or schools for training under proper authority, and

on all occasions when ordered to active duty. This leave applies to members of the South

Carolina National Guard and to members of the United States Army, Navy, Marine, Air

Force, and Coast Guard Reserves.

Employees shall be entitled to such leave of absence for a period not exceeding 15 days

in any one school year during which they may be engaged in training or other such duties

ordered by the Governor, the Treasury Department or the Department of Defense. In the

event an employee is called upon to serve during an emergency, he shall be entitled to

such leave of absence for a period not exceeding 30 days.

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SUBSTITUTE TEACHERS

The district contracts with Kelly Educational Staffing to retain daily substitutes for teachers

and other staff who serve students. The employee is responsible for securing his/her

substitute through this service, as well as logging his/her own absences via the web-based

program this service provides

Arrangements for substitute teachers to fill a vacancy for an extended medical leave of

absence must be coordinated through the Office of Human Resources. This office will

assist, as needed, in locating a certified teacher in the appropriate area of instruction. In

filling these temporary vacancies, every effort will be made to employ teachers who meet

the same standards used in the selection of regular teachers.

EMERGENCY SCHOOL CLOSINGS

When inclement weather or other conditions prompt a decision to cancel or delay the

opening of school, the public will be notified through the broadcast media as soon as

possible. Generally, all announcements should begin no later than 6:15 am. The

following broadcast stations will carry the announcements:

Television Stations: WBTV Channel 3 (Charlotte)

WIS Channel 10 (Columbia)

WSOC Channel 9 (Charlotte)

WSPA Channel 7 (Spartanburg)

Channel 6 (Charlotte)

Channel 2 (Rock Hill)

Radio Stations: WIS, WRHI, WAGL, WSSL,

WBOC, WMHK

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TECHNOLOGY ACCEPTABLE USE

Access to computer systems and networks owned or operated by the school district

imposes certain responsibilities and obligations on district employees and is subject to

district policies and governmental laws. Acceptable use always is ethical, reflects

honesty and shows restraint in the consumption of shared resources. It demonstrates

respect for intellectual property, ownership of information, system security mechanisms,

and the individual’s right to privacy and freedom from intimidation, harassment and

unwarranted annoyance.

By participating in the use of networks and data systems provided by the school district,

users agree to be subject to and to abide by Board policy for their use. All employee

users must sign an IT Acceptable Use form. Willful violation of the principles and

provisions of this policy may result in district disciplinary action.

CHILD ABUSE AND NEGLECT

The public schools of this district shall cooperate vigorously to expose, by early

identification, child abuse and neglect and report suspected cases to the proper

authorities. In compliance with the South Carolina Child Protection Act of 1977, any

school teacher, nurse, counselor, or other school professional acting in an official

capacity who has reason to believe that a child under age 18 has been subject to physical,

mental, or emotional abuse or neglect, or who may be adversely affected by abuse or

neglect, must report or cause a report to be made to the county Department of Social

Services, or in the alternative, to a law enforcement agency in the county where the child

resides or is found. The principal should also be notified of suspected ill treatment.

All professional staff members and school administrators will maintain an awareness of

their requirements and responsibilities regarding child abuse and neglect. School

administrators will provide periodic in-service training on the subject.

HARASSMENT

Racial Harassment

Racial harassment is incompatible with equal educational opportunity and will not be

tolerated in this school district. It is the responsibility of every employee and student in

this district to strive to create an environment free of racial harassment.

Employees and students are encouraged to express freely, responsibly, and in an orderly

way their opinions and feeling about any problem or complaint of racial harassment.

Any act by a school district employee or agent of reprisal, interference, restraint, penalty,

discrimination, coercion or harassment against any person responsibly complaining of

harassment under this policy interferes with expression and is itself a violation. This

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policy shall not be used to bring frivolous or malicious charges against students,

employees or agents of the school district.

Sexual Harassment

It shall be the policy of this school district that sexual harassment by school district

employees is unacceptable conduct. Sexual harassment consists of unwelcomed sexual

advances, requests for sexual favors and/or other verbal or physical conduct of a sexual

nature when:

1. submission to such conduct is made either explicitly or implicitly a term or

condition of employment;

2. submission to or rejection of such conduct by an individual is used as the

basis for employment decisions affecting such individual; or

3. such conduct has the purpose or effect of unreasonably interfering with an

individual’ s work performance or creating an intimidating, hostile or

offensive working environment.

Any employee who feels that he has been subjected to sexual harassment may file a

grievance, including completing a sexual harassment complaint form available in every

school and the Office of Human Resources. If the employee feels his immediate

supervisor is the source of, contributes to or condones the sexual harassment, he may

proceed to the next level administrator as the first step in the grievance process.

All allegations will be investigated promptly and confidentially. Any employee who is

found to have engaged in sexual harassment will be subject to disciplinary action.

GRIEVANCE PROCEDURE

The purpose of the school district’s grievance procedure shall be to settle quickly, at the

lowest possible administrative level, issues that may arise among teachers and other

professionals employed in the Chester County School District. A grievance is defined as

a complaint based upon an alleged violation of the interpretation or application of rules of

the administration, policies of the Board of Trustees, or the individual contracts of

employment. The procedure for initiating the grievance process is contained in the

Chester County School District Board Policy Manual.

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PROFESSIONAL BEHAVIOR AND DRESS Employees of the School District of Chester County are expected to adhere to high standards of

professional conduct in their interactions with students, other employees and the public.

It is the responsibility of all district employees to serve as role models for students and present a

positive, professional image in language, behavior, and dress. In order to provide an atmosphere

that enhances learning, prevents disruptions, and sets an example for students, all employees should

dress in a professional manner.

Professional attire includes, but is not limited to:

Male

Neat slacks with a belt if there are belt loops

Dress shirt, sport shirt with a collar, polo shirt, or sweater

A jacket or tie as requested by an administrator for specific events

Female

Skirts, dresses, and jumpers of modest length near the knee or below

Neat slacks, capris, or crop pants

Blouse, sweater, or twin set (if sleeveless, the shoulder should be covered)

Shoes

Employees should wear comfortable shoes that provide support and protection.

Sandals are acceptable; however, beach-type shoes or shower shoes are not appropriate.

While athletic shoes are not preferred, they are acceptable if they complement the other

attire being worn.

Professional attire excludes:

Shorts, overalls, or denim jeans

Tee shirts or tank tops

Wind suits or warm-up pants or suits (except for gym teachers)

Clothing or accessories that are suggestive of drugs, alcohol, sex, or obscenities

Provocative clothing (thin straps, tube tops, low necklines, strapless, too tight, too short,

revealing, see through, or attire that shows undergarments, cleavage, or the midriff area)

Tattoos and body piercings (eyebrow, nose, tongue, lip) that are disruptive to the

teaching/learning process

Wrinkled or dirty clothing

Spirit days: On designated spirit days, the building administrator will give instructions for

appropriate attire that may include a school shirt or sweat shirt with jeans or khakis.

Teacher workdays or field trips: Except when employees are meeting formally with parents,

employees can wear clothing similar to that worn on spirit days.

Staff development days: Unless told otherwise, employees should wear what they would wear on

a normal instructional day. Exceptions: Employees working in special areas such as career technology, physical education,

special education, transportation, nursing, food services, custodial, or maintenance should dress as

needed for their work as approved by their building or department administrator.

Employees requiring modification of the dress code for medical reasons will be accommodated as

outlined in their approved 504 plan.

For additional clarification about appropriate dress, employees should consult their building

administrator.

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STAFF DEVELOPMENT ACTIVITIES

Time may be set aside one afternoon weekly in each school for professional development

activities. Teachers can expect to remain at the school until 5:00 on these days, unless

directed otherwise by the principal.

STAFF / COMMUNITY RELATIONS

In order to promote mutual understanding and goodwill between the school district and

the people it serves, all personnel shall develop and maintain channels of public relations

with the following purposes:

1. To inform the community about the works of the schools.

2. To establish confidence in the schools.

3. To rally support for the proper maintenance of the educational program.

4. To provide for mutual understanding and teamwork.

However, no group or individual shall assume the responsibility of representing a school

or the school district before the community unless they have been authorized to do so

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DRUG-FREE WORKPLACE

Pursuant to the federal Drug-Free Workplace Act of 1988, the Chester County Board of

School Trustees adopted a policy regarding the work-related effects of drug use and the

unlawful possession of controlled substances on district premises. In keeping with this

policy, it is important that employees understand the following points:

Employees are expected and required to report to work on time and in appropriate mental

and physical condition for work. It is the intent and obligation of the Chester County

School District to provide an alcohol/drug free, healthful, safe and secure work

environment.

The unlawful manufacture, distribution, dispensation, possession, or use of a controlled

substance on district premises, or while conducting district business off district premises,

is absolutely prohibited. Engaging in conduct off district property or performing non-

work activities involving a controlled substance which reflects on moral turpitude is also

prohibited. Further, no employee will manufacture, distribute, dispense, possess, use, or

be under the influence of alcohol in the workplace. Violations of this policy will result in

disciplinary action, up to and including termination, and may have legal consequences.

The district recognizes alcohol/drug dependency as an illness and a major health

problem. The district also recognizes alcohol/drug abuse as a potential health, safety, and

security problem. Employees needing help in dealing with such problems are encouraged

to seek appropriate medical attention. Assistance is available to employees through the

Employee Assistant Program.

Employees must, as a condition of employment, abide by the terms of the above points

and report to the Superintendent any conviction under a criminal alcohol/drug statute for

violations occurring on or off district premises while conducting district business. A

report to the Superintendent of such a conviction must be made in five (5) days after the

conviction. Following receipt of such report, it is the responsibility of the district to

notify the appropriate federal agency. (These requirements are mandated by the Drug-

Free Workplace Act of 1988.)

SMOKE-FREE ENVIRONMENT

The school district prohibits smoking in all buildings under its jurisdiction at all times

and on school campuses during the school day. Employees who violate this policy will

receive a written reprimand on the first offense, one-day suspension with loss of pay for

the second offense, five-day suspension with loss of pay for the third offense, and

dismissal for insubordination on the fourth offense.

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BLOODBORNE PATHOGENS

EXPOSURE CONTROL PLAN

The Chester County School District has set forth policies and procedures to meet the

requirements of Federal Register 29CFR 1910.1030 administered by the Occupational

Safety and Health Administration. Each facility within the school district has a copy of

the Bloodborne Pathogens Exposure Control Plan.

If an employee is found in non-compliance of the OSHA bloodborne pathogen

procedures, the following disciplinary policy will be initiated: Employees who violate

these procedures will receive a written reprimand on the first offense, one-day suspension

with loss of pay could be recommended for the second offense, and possible dismissal for

the third offense.

HEALTH CERTIFICATES FOR ALL EMPLOYEES

The School Employee Health Certificate of Evaluation for Tuberculosis must be retained

in each employee’s file following evaluation and certification by a personal physician or

a county health department. Once an employee has been certified as a tuberculin non-

reactor to the skin test for tuberculosis, he does not have to undergo the examination on

an annual basis. If an employee reacts positively to the skin test, either special medical

treatment or an annual chest x-ray is required.

CHESTER COUNTY SCHOOLS

WORK HOURS

The district office will remain open from 8:00 a.m. to 4:30 p.m. Monday through Friday

for regular workdays, except during designated extended hours/4-day work schedules

approved by the superintendent during the summer.

School offices will remain open from 7:30 a.m. to 4:00 p.m. utilizing staggered arrival

and departure times for administrators and office support staff, if necessary, to ensure

sufficient staff is available to assist the public. If staggered schedules are necessary,

regularly scheduled work hours for support staff will remain within the 37.5 hour

workweek guidelines set by the district. The superintendent may approve extended

hours/4-day work schedules for schools during the summer.

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Support Staff Schedules

All support staff will sign in upon arrival and sign out when leaving for the day.

District Office Personnel

Support personnel will work from 8:00 a.m. to 4:30 p.m. with an hour for lunch.

School Office Personnel

Regular hours for office personnel in the schools are 7:30 a.m. to 3:30 p.m. daily, with 30

minutes for unencumbered lunch. The principal/supervisor may alter the scheduled

arrival and departure times with prior approval from the superintendent to ensure

adequate staff coverage throughout the day. Total hours worked will meet district

requirements.

All Support Staff

The standard workweek is 37.5 hours per week. Working over 40 hours within a

workweek must be pre-approved and compensated with compensatory time off or

overtime pay. Overtime pay in lieu of comp time must be approved by the

superintendent.

Professional Staff Schedules

All professional personnel must sign in upon arrival and sign out when departing.

The length of the teacher workday, exclusive of scheduled faculty or committee

meetings, will be no less than 7 or more than 7 ½ hours per day.

All teachers will report for duty at least 15 minutes before the first regularly scheduled

generalized activity and remain a minimum of 30 minutes after pupils are dismissed

except for Fridays when teachers may leave 15 minutes after students are dismissed.

Teachers assigned morning and afternoon duties will report at the time and place

specified by the principal. Teachers are responsible for attending any administration

and/or professional meetings called by the principal. Teachers will not leave school

grounds during the school day without permission from the principal or his/her designee

and will register time of departure and return.

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Employee Work Calendar 2018-2019 245 DAY WORK SCHEDULE WORK YEAR: JULY 1 – JUNE 30

HOLIDAY SCHEDULE:

July 4 Independence Day September 3 Labor Day November 6 Election Day November *21, 22, 23 Fall Break (Thanksgiving) December 24 - 31 Winter Break January 1 – 4 Winter Break January 21 Martin Luther King Jr. Day February *18 President’s Day April 15 - 19 Spring Break May 27 Memorial Day Vacation periods will be scheduled for 12 month employees. Vacation requests are approved by the employee’s supervisor via a district absence form and submitted to the attendance clerk. Principals’ and senior staff vacation requests go directly to the Superintendent.

225 DAY WORK SCHEDULE WORK YEAR: JULY 9 – JUNE 19

HOLIDAY SCHEDULE:

September 3 Labor Day November 6 Election Day November *21, 22, 23 Fall Break (Thanksgiving) December 24 - 31 Winter Break January 1 – 4 Winter Break January 21 Martin Luther King Jr. Day February *18 President’s Day April 15 - 19 Spring Break May 27 Memorial Day

220 DAY WORK SCHEDULE WORK YEAR: JULY 9 - JUNE 12

HOLIDAY SCHEDULE:



HOLIDAY SCHEDULE:


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HOLIDAY SCHEDULE:



HOLIDAY SCHEDULE:


190 DAY TEACHER WORK SCHEDULE WORK YEAR: AUGUST 10 – JUNE 4

HOLIDAY SCHEDULE


185 DAY PARAPROFESSIONAL WORK SCHEDULE WORK YEAR: AUGUST 20– JUNE 3

HOLIDAY SCHEDULE


(Each School Principal may choose alternate starting dates and work days provided the total days do not exceed 185)

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MAINTENANCE, BUS DRIVERS AND FOOD SERVICE EMPLOYEES

260 DAY MAINTENANCE SCHEDULE WORK YEAR: JULY 1 - JUNE 30

HOLIDAY SCHEDULE

July 4 Independence Day September 3 Labor Day November 6 Election Day November *21, 22, 23 Fall Break (Thanksgiving) December 24 - 25 Winter Break December 31 Winter Break January 1 Winter Break January 21 Martin Luther King Jr. Day February *18 President’s Day April 19 Spring Break May 27 Memorial Day

Food Service Managers and Operators

Food service employees work a total of 185 days. Food service managers are also employed for a total of 185 days; seven days of these days are scheduled under the direction of the district’s Food Service Director.

Bus Drivers

Bus drivers are assigned work days and hours by the Director of Transportation, based on the transportation needs of the district.

*INDICATES INCLEMENT WEATHER MAKE-UP DAY

2018 2019 Employee Handbook - chester.k12.sc.us

Documents

Transcript of 2018 2019 Employee Handbook - chester.k12.sc.us