A company selected by an employee to underwrite a tax sheltered by arnold1

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									               CHARLOTTE-MECKLENBURG SCHOOLS

REGULATIONS                                                  CMS/NEPN Code:
                                                                 GDBD-R
Support Staff Fringe Benefits




A company selected by an employee to underwrite a tax sheltered annuity contract or
custodial account must meet the following conditions:

       1.     The company must be licensed/registered by the State of North Carolina,
              must maintain a local agent/broker in Mecklenburg County, and must have
              underwritten tax sheltered contracts with a minimum of ten employees of
              the Board of Education. (Exceptions will be made only in the event that a
              new employee wishes to transfer an existing contract.)

       2.     Agents of the company are not permitted to contact employees at their
              worksites. However, agents may have voluntary, informational meetings
              after school hours, if arrangements are made in advance with the
              principal/supervisor. Agents are not allowed to attend faculty/staff
              meetings where attendance of employees is required.

       3.     A policy must conform to the requirements of the Internal Revenue Code
              and state law. The Board of Education assumes no responsibility for
              determination of such conformity, or for the determination of maximum
              deductions allowable.

       4.     A policy may be written at any time. Deductions for contracts received
              before the 25th of a month will be made on the employee's first payroll of
              the following month and will be remitted to the company on or about the
              fifth working day thereafter.

       5.     Each new policy or change in policy must be accompanied by an
              "Amendment to Employment Contract" form in duplicate. These forms
              may be obtained from the Finance Department.

       6.     Selection of the carrier for the tax sheltered contract is entirely up to the
              individual employee. Selection is not limited to one company per
              individual, but the billing must be combined in the event the individual
              has two or more tax sheltered contracts with the same company.

       7.     Monthly reductions in salary are made in equal installments each month of
              the year (12 payments per calendar year) unless salary is paid by a
              different pay schedule as in the case of cafeteria employees, vocational
              personnel, aides, etc..

Date of Adoption: 4/10/64, 9/24/90, 10/30/78                                   Page 1 of 6
Revised: 8/6/90
Legal Reference: G.S. 115C-341
Previous CMS Regulation #:4148.1, 4148.2, 4149
               CHARLOTTE-MECKLENBURG SCHOOLS

REGULATIONS                                                 CMS/NEPN Code:
                                                                GDBD-R
Support Staff Fringe Benefits




              a.      Changes in contract are permitted only twice in one year under the
                      procedures outlined in paragraph 5 above. No more than one
                      agreement for salary reduction can be made within any taxable
                      year of the employee (except that a change in insurer is not
                      considered a new agreement) under Internal Revenue Code Section
                      403(b).

              b.      An employee may cancel the deduction from his/her paycheck at
                      any time upon written notice to the Payroll Department.

              c.      Minimum monthly reduction permitted is $10 per month.

              d.      Maximum monthly reduction is to be calculated by the company
                      within the framework of the law.

       8.     Incidental life insurance may be written under a tax sheltered contract
              provided:

              a.      The regular monthly reduction quoted includes the cost of
                      incidental life insurance.

              b.      The insurance company provides directly to the Internal Revenue
                      Service a statement as to the amount of premium for incidental life
                      insurance for the previous calendar year on either Form 1099
                      MISC or Revised W 2, with notification to the policy owner by
                      January 30.

       9.     Contracts with a company may be cancelled if the company does not
              conform with the Board of Education policies and administrative
              regulations.

Members of the Teachers' and State Employees' Retirement System are eligible to
participate in the Supplemental Retirement Income Plan of North Carolina. The plan
operates under the following conditions:

       1.     The plan is sponsored by the State of North Carolina and is governed by
              the Department of State Treasurer and a Board of Trustees. A Plan
              Administrator is named by the State and operates under a contract with the
              Department of State Treasurer and the plan's Board of Trustees.
Date of Adoption: 4/10/64, 9/24/90, 10/30/78                                 Page 2 of 6
Revised: 8/6/90
Legal Reference: G.S. 115C-341
Previous CMS Regulation #:4148.1, 4148.2, 4149
                  CHARLOTTE-MECKLENBURG SCHOOLS

REGULATIONS                                                    CMS/NEPN Code:
                                                                   GDBD-R
Support Staff Fringe Benefits




         2.     Representatives of the Plan Administrator may meet with employees of
                the Board of Education in approved meetings.

         3.     The plan is administered to conform to the requirements of the Internal
                Revenue Code and State law. 1 The Board of Education assumes no
                responsibility for determination of such conformity or for the
                determination of maximum deductions allowed.

         4.     Employees may enroll at any time. Each change in enrollment will be
                forwarded from the employee to the Plan Administrator who will forward
                a summary of changes to the Payroll Department. The Salary and Benefits
                Department may be contacted for information on acquiring forms.

         5.     Salary reductions for enrollments received by the Payroll Department
                before the 25th of a month will be made on the employee's scheduled
                payroll of the following month and will be remitted to the Plan
                Administrator.

         6.     Monthly reductions in salary are made in equal installments each month of
                the year (12 payments per calendar year) unless salary is paid by a
                different pay schedule.

                a.      Changes in monthly reductions are permitted only twice in one
                        year.

                b.      An employee may cancel the reduction from compensation upon
                        written notice to the Plan Administrator.

                c.      Minimum monthly reduction permitted is $20 per month.

                d.  Maximum monthly reduction is to be calculated not to exceed 14%
                    of an employee's compensation or the annual dollar limitation set
                    by the Internal Revenue Service, whichever is less.
Employee Assistance Program


1See   Article 5 of Chapter 135 of the General Statues of North Carolina.

Date of Adoption: 4/10/64, 9/24/90, 10/30/78                                 Page 3 of 6
Revised: 8/6/90
Legal Reference: G.S. 115C-341
Previous CMS Regulation #:4148.1, 4148.2, 4149
               CHARLOTTE-MECKLENBURG SCHOOLS

REGULATIONS                                                  CMS/NEPN Code:
                                                                 GDBD-R
Support Staff Fringe Benefits




      The following procedures have been established for the Employee Assistance
Program:

       1.     Employees are encouraged to use the employee Assistance Program
              voluntarily when they need help or assistance with behavioral/medical
              problems. Self-referrals are assured that their concerns will be kept in
              confidence subject to the employee’s agreement.
       2.     The role of the person acting in a supervisory relationship is to identify
              performance deficiencies of employees and to document in writing the
              occurrence and nature of these deficiencies and outline a plan of action for
              improvement.
       3.     If there is a lack of significant improvement in job performance after a
              reasonable period of time, opportunities to use the Employee Assistance
              Program maybe initiated.
       4.     Continued performance deficiencies may necessitate a final interview in
              which the employee will be given the choice of participating in the
              program or accepting the consequences which will result from continued
              unsatisfactory job performance.
       5.     All information will be treated as confidential subject to the employee’s
              agreement.
       6.     Employees will be evaluated solely on the basis of their job performance.
       7.     Availability of the Employee Assistance Program will be emphasized to
              all employees.
       8.     An advisory committee composed of administrative staff members and
              representatives of employee groups will advise in the implementation and
              development of the program.

Self-Referral Procedures for Employees

        Employees experiencing problems which they feel may impair job performance,
their well-being, or any aspect of their lives may voluntarily seek information and
assistance in any of the following ways:

       1.     Contact appropriate community resources.
       2.     Contact their immediate supervisor who will assist in making an
              appointment with a staff member of the Employee Assistance Program.
       3.     Contact the Employee Assistance Program office directly and arrange a
              convenient appointment.

Date of Adoption: 4/10/64, 9/24/90, 10/30/78                                  Page 4 of 6
Revised: 8/6/90
Legal Reference: G.S. 115C-341
Previous CMS Regulation #:4148.1, 4148.2, 4149
               CHARLOTTE-MECKLENBURG SCHOOLS

REGULATIONS                                                 CMS/NEPN Code:
                                                                GDBD-R
Support Staff Fringe Benefits




Referral Procedures for Supervisors

       In such cases where there might be a behavioral/medical problem causing the job
performance to deteriorate, the supervisor should proceed with the following steps:

       1.     Continue to document in writing the occurrences and nature of
              performance deficiencies which may include absenteeism, poor quality of
              work, missed deadlines, loss of credibility, unsatisfactory evaluations,
              problems with other employees, errors in judgement, and poor decisions.
       2.     Review the facts with a staff member of the Employee Assistance
              Program. He/she will assist in planning an interview with employees.
       3.     Talk to the employee and review the performance record and the
              employee’s failure to meet the plan for improvement. do not attempt to
              look for underlying causes. Inform him/her of the Employee Assistance
              Program and how to use it.

              If the employee accepts the offer of help, call the Employee Assistance
              Program office and arrange an appointment for the employee. If the
              employee says nothing, is noncommittal or refuses the offer of help, note
              in the record that the employee did not accept the offer of help.

              The employee should sign a summary of this conference and be given a
              copy.
       4.     If no substantial performance improvement follows the above steps,
              initiate a final interview. Tell the employee that he/she must make a
              choice either to use the Employee Assistance Program to get help with
              whatever is causing the continuing decline in performance so that
              performance can be brought back to standard or to accept the
              consequences which will result from continued unsatisfactory job
              performance. If the employee accepts the offer of help, call the Employee
              Assistance Program office immediately and schedule an appointment. If
              the individual refuses this offer of help, contact the Personnel office
              regarding next steps.

              The employee should sign a summary of this conference and be given a
              copy.
       5.     At any time during the above steps the supervisor may consult with the
              staff of the Employee Assistance Program regarding the handling of the
              case.
Date of Adoption: 4/10/64, 9/24/90, 10/30/78                                Page 5 of 6
Revised: 8/6/90
Legal Reference: G.S. 115C-341
Previous CMS Regulation #:4148.1, 4148.2, 4149
               CHARLOTTE-MECKLENBURG SCHOOLS

REGULATIONS                                               CMS/NEPN Code:
                                                              GDBD-R
Support Staff Fringe Benefits




       6.     In any individual case the member of interviews conducted with the
              employee may vary with circumstances.
       7.     When an employee returns to work, the supervisor continues the normal
              job monitoring procedure and advises the staff of the Employee Assistance
              Program if any difficulty arises.




Date of Adoption: 4/10/64, 9/24/90, 10/30/78                               Page 6 of 6
Revised: 8/6/90
Legal Reference: G.S. 115C-341
Previous CMS Regulation #:4148.1, 4148.2, 4149

								
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