Orientation Guide by gyvwpsjkko

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									Georgetown County School District



        Employee
        Handbook



                    2009-2010
                            Our Mission

“To provide challenging educational programs that require all students
    to meet high academic standards and that prepare all students
           to be responsible citizens and lifelong learners.”
TABLE OF CONTENTS

Preface…………………………………………………………………………………….3
Welcome From the Superintendent……………………………………………………….4
From the Desk of the Executive Director for Human Resources…………………............5
Board of Trustees………………………………………………………………………….7
District Administration……………………………………………………………………8
Directory Information………………………………………………………………….9-11
Schools and Locations……………………………………….……………………….12-13
School Calendar………………………………………………………………………….14
Teacher of the Year Nominees…………………………………………………………..15
Support Staff of the Year Nominees……………………………………………………..16
Selected Policies and Procedures:
GBA- Equal Opportunity………………………………….……………………………..17
GBEA-R-Sexual Harassment……………………………………….……………………17
GBEA- Nepotism………………………………………………………………………...17
GBEAB-Employee Suspension and Dismissal…………………………….…………….17
GBEC-Drug-Free Workplace……………………………………….…………...............17
GBJ-Personnel File………………………………………………………………………18
GBK, GBK-R, GBK-2. Complaints and Grievances………………………………...18-19
GBRF-R-Tuition Reimbursement………………………….……………………………19
GCC, GCC-R Leaves and Absences…………………………………………………19-22
GCG-Substitutes…………………………………………….…………………………...22
GCK, GCK-R-Professional Personnel Assignment and Transfer……………………22-23
Review of Terminations……………………………………………………………...23-24
GCQ-Resignation………………………………………….……………………………..24
GDBC-Work Week…………………………………….………………………………...25
Attendance at School Functions………………………………………………………….25
Faculty Meetings…………………………………………………………………………25
Overtime…………………………………………………………………………………25
In-Service Education……………………………………………………………………..25
Purchase Procedures…………………………………………………………………..…25
Accidents…………………………………………………………………………………25
JG-Student Welfare………………………………………………………………………26
JF-Student Discipline……………………………………………………………...……..26
   Corporal Punishment……………………………………………………………..26- 27
   Suspension of Students…………………………………………………………….…27
   Expulsion of Students………………………………………………………………...27
JICFAA-Harassment, Intimidation or Bullying…………………………………….........27
JO, JO-R-Student Records……………………………………………………………27-28
IICA, IICA-R-Field Trips and Excursions………………………………………….........28
ID-School Day and Time Schedule……………………………………………………...29
IJNC-Teacher Center…………………………………………………………………….29
IKAB-Report to Parents………………………………………………………………….29
IKAD-Conferences………………………………………….……………………...……30
Sales Calls and Demonstrations……………………….…………………………………30
IKE, IKE-R-Promotion and Retention…………………………………….……………..30




                                       1
Professional Ethics……………………………………………………………………….30
Special Services:
Homebound Instruction………………………………………………………………….31
Teacher Certification:
Qualification and Records……………………………………………………………31-32
Recertification………………………………………… …………………………...32-33
Teacher Evaluation and Contract Status:
Induction Contract…………………………………………………………………….…34
Annual Contract Types……………………………………… ……………………….…34
Annual Formal Contract (Evaluation Year 1 and Evaluation Year 2…………………... 34
Annual Diagnostic Assistance…………………………………………………………...35
Annual Goal Based Evaluation………………………………………………………..…35
Continuing Contract…………………………………………………………………..….35
Continuing Contract with Conditions……………………………………………….…...35
Contracts:.
Contract Renewal Procedures………………………………………………………...35-36
Non-renewal Procedures………………………………………………………………....36
Due Process……………………………………………………………………………....36
Review of Individual Terminations………………………………………………….…..36
Support Staff:
Employment………………………………………………………………………….…. 36
Annual Evaluation……………………………………………………………………….36
Payroll Services:
Pay Day Schedule (Policy DKA)………………………………………………………...37
Direct Deposit………………………………………… ………………………………...38
Payroll Deductions……………………………………………………………………….38
FICA……………………………………………………………………………………..38
Benefits Services:
S.C. Retirement System………………………………… …………………………...38-39
ORP………………………………………………………………………………………39
Fringe Benefits…………………………………………………………………………...39
Life Insurance………………………………………… ……………………………. 39-40
Accident Insurance………………………………………………………………….……40
Vision Care………………………………………………………………………………40
Long-Term Disability Insurance…………………………………………………………40
Long-Term Care……………………………………………………………………….…40
Workers’ Compensation…………………………………………………………………40
Tort Liability………………………………………… …………………………………40
Sick Leave Bank………………………………………………………………….….41-45
Appendices:
        Transfer Request Procedures………………………………………………...47-49
        Medical Leave Procedures………………………………………………............50
        Payroll Direct Deposit Guidelines………………………………………………51
        Authorization Agreement for Automatic Deposits……………………………...52
        ADEPT Flow Chart …………………………………………………………….53




                                     2
                                        Preface
This handbook has been prepared to provide information pertaining to practices and
procedures of Georgetown County Schools. Subject matter is grouped and the table of
contents will provide easy access to appropriate information.

Information in this handbook reflects school board policy. In most cases, however, the
handbook does not give full board policy. Rather, it summarizes and highlights areas of
the greatest importance to employees. The complete board policy on any matter can be
found by using the references code that follow section headings. For example:

       Field Trips                                  (IFCB, IFCB-R)

If an employee is interested in any matter explained in this handbook, you should follow-
up by reading the complete board policy manual. A copy of the school board policy
manual can be found in each school and at the Georgetown County School District
Administrative Office. PLEASE REMEMBER THAT THE SCHOOL BOARD
POLICY TAKES PRECEDENCE OVER THIS HANDBOOK AND THE
PROCEDURES WITHIN. EMPLOYEES ALSO SHOULD BE AWARE THAT
INFORMATION IN THIS HANDBOOK DOES NOT ALTER AN EMPLOYEE’S
EMPLOYMENT STATUS AND/OR CREATE AN EXPRESS OR IMPLIED
CONTRACT BETWEEN AN EMPLOYEE AND THE GEORGETOWN COUNTY
SCHOOL DISTRICT.

All employees have an important role in the implementation and continuation of policies
and procedures that help to produce effective schools. Please ask for help when needed
and make suggestions you believe will improve the operation of the District and policies
and procedures affecting personnel.

                                            Marthena Grate Morant, Ed.D.
                                            Executive Director for Human Resources
                                            Georgetown County Schools




                                            3
Welcome From the Superintendent


As we enter the 2009-2010 school year, I continue to be very proud of the achievements
of our students, teachers and administrators here in the Georgetown County School
District. I am also especially proud of our parental and community involvement in all of
our schools.

In spite of severe budget cuts and negative issues all around us, Georgetown County
School District still had a successful 2008-2009 school year in many ways. We continue
our safe school initiatives, working to provide the safest environment possible.
Georgetown High School, Andrews High School, Waccamaw High School, and Sampit
Elementary School achieved Palmetto’s Gold and Silver Award status. McDonald
Elementary School was again a Palmetto’s Finest finalist. Ms. Dee Marshall, our District
Teacher of the Year, was a top five finalist in the State Teacher of the Year competition.
Waccamaw Intermediate School opened successfully on time and under budget,
providing needed classroom space in the Waccamaw area. Carvers Bay High School
again competed in the State Championship Football Game in 2008-2009 for the third year
in a row. Waccamaw High School won state championships in golf and tennis.

Our academic and athletic scholarship totals increased once again. Our goal to provide
challenging educational opportunities for all students continues to be our focus. We look
forward to a great school year in 2009-2010.




Sincerely,

H. Randall Dozier, Ph. D.
Superintendent




                                            4
From the desk of the Executive Director

“To me every hour of the light and dark is a miracle; every cubic inch of space is a
miracle.”
                                                            Walt Whitman (1819-1892)

Welcome to the miracle of learning!
As we embark upon a new school year, new challenges and new ideas, we must embrace
our purpose, our children. No matter the task, small or large, we must make decisions
based on the success of our children.

We extend a heartfelt welcome to each of you in your respective places. It is the intention
of the Human Resources Department to render services beyond the best that can be
afforded to each of you. We are never too busy to listen, respond and impart our expertise
of the business.

Why do we serve our students-our customers?

Mary Jane opened her journal again and wrote:
                                    “Make Their Day”
They engage people and welcome them to join in the fun. Customers like being a part of
the show, and memories are created here which will bring smiles and make good stories
for a long time afterward. Involving others and working to “make their day” directs
attention toward the customer. (Great psychology!) Focusing your attention on ways to
make another person’s day provides a constant flow of positive feelings.
Excerpt from Fish written by Dr. Stephen C. Lundin

The students, parents and employees are our customers. As employees of the Georgetown
County School District, we would like to “make your day” as often as we can!



Dr. Marthena Grate Morant




                                             5
Thoughts to live by . . .



“High achievement always takes place in the
framework of high expectations.”
                            -Jack Kinder



“Nothing great was ever achieved without
enthusiasm.”
                    -Ralph Waldo Emerson



“The best preparation for tomorrow is to do
today’s work superbly well.”
                       -Sir William Oster




                        6
                    GEORGETOWN COUNTY SCHOOL DISTRICT
                           BOARD OF EDUCATION


Member’s Name & Address____________________________ Term Expires ______


Mr. Jim Dumm, Chairman                               November 2010

Mr. Benny K Elliott, Vice Chairman                   November 2010

Ms. Sarah F Elliott, Secretary                       November 2012

Ms. Teresa Bennani, Parliamentarian                  November 2012

Mr. Eric B. Allen                                    November 2012

Mr. David Curry                                      November 2010

Ms. Sandra Johnson                                   November 2012

Dr. Arthur Lance                                     November 2012

Mr. Elery L. Little                                  November 2010



Dianne Parker, Board Secretary
Contact Number – 436-7165




                                      7
GEORGETOWN COUNTY SCHOOL DISTRICT ADMINISTRATORS



Dr. Randy Dozier                               Superintendent

Dr. Celeste Pringle                        Assistant Superintendent
                                           for Curriculum and Instruction

Ms. Lisa Johnson                           Associate Superintendent
                                           for Finance and Operations

Dr. Marthena Grate Morant                  Executive Director for Human Resources


The District Offices, which consist of the offices of Superintendent, Assistant
Superintendent for Curriculum and Instruction, Associate Superintendent for Finance and
Operations, and Executive Director for Human Resources, are located in the J. B. Beck
Administration and Education Center at 2018 Church Street in Georgetown.




                                           8
          OFFICE DIRECTORY OF GEORGETOWN COUNTY SCHOOLS
          Individuals listed below may be reached at 436-7000 or as indicated

For a Question About:                             Call:

Academic Plan                                     Patti Hammel

Accountability/Report Cards/Assessment            Dr. Diane Wingate
and Research

Accounts Payable                                  Randy Gamble

Act 135                                           Patti Hammel

ADEPT                                             Douglas Jenkins, Janet Minick,
                                                  or Dr. M.Grate Morant

Administration                                    Dr. Randy Dozier

Adult and Community Education                     James Ferdon

Art                                               Carolyn Greene

Attendance/Truancy                                Tyronne Davis

Career/Vocational Center                          Dr. Michael Cafaro (546-8516)

Certificate Renewal Point Plan                    Patti Hammel

Computers and Technology                          Mike Bland

Computer Information Specialist                   Donna Redick

Curriculum and Instruction (all grades)           Dr. Celeste Pringle

Custodial Supervisor                              Individual Principals

Direct Deposit                                    Stephanie Barrineau

Driver’s Education                                Carolyn Greene

Education Accountability                          Patti Hammel

Elementary Curriculum Coaches                     Individual Principals
(all core subject areas)

Employment Process                                Dr. M. Grate Morant, Janice Cox or
                                                  Wanda Ray

English 6-12                                      Pamela Freeman

Foreign Language & ESOL                           Dr. Celeste Pringle

Enrollment of New Students                        Guidance Counselor of
                                                  Appropriate School




                                           9
Federal and State Programs and Grants             Gracie Priest

Fine Arts/International Baccalaureate             Jon Tester

Finance and Budget                                Lisa Johnson or Gracie Priest

Fixed Assets                                      Kelly Kelley

FMLA                                              Janice Cox or Dr. M. Grate Morant

Fringe Benefits                                   Myrtle B. Morris or Elise Kelly

Gifted and Talented Programs                      Jon Tester

Goals Based Evaluation                            Individual Principals
School District Evaluation                        Doug Jenkins

Graduate Courses/Critical Needs Areas             Patti Hammel

Health Screening and Child Find Activities        Patti Pierce

Homebound Instruction                             Dr. Carole A. Sorrenti

Human Resources Appointments                      Wanda Ray ,Shanika Stafford or Elise Kelly

Individual Educational Programs (IEP's)           Patti Pierce

Information Specialist/Switchboard                Mary Jacobs

ITV/ETV/DELC                                      Ellen Stuckey

Lunch Programs (District)                         Jan Knox

Maintenance and Operations                        Bill Crompton (527-1338)

Math 6-12                                         Jeannette Johnson

Media Services                                    Dr. Celeste Pringle

National Board Certification                      Patti Hammel

Parenting/Literacy                                Gwendolyn McNeil

Payroll                                           Kathy Smith or Sonya Creel

Payroll Deductions                                Bette Bryson

Procurement                                       Chris Jones or Lisa Ackerman

Professional Development & Leadership             Patti Hammel

Psychological Services                            Dr. Carole A. Sorrenti

Public Information Officer                        Ray White

Referral of Children
With Disabilities                                 Dr. Carole A. Sorrenti




                                             10
Rental of School Facilities                             Individual Principals

Safety Officer/Risk Management                          David Adams or Kelly Kelley

SASI                                                    David Almonte

School Nurse/Health Program                             Patti Pierce

School to Work Program                                  Reginald Thompson

School Zones                                            Dr. Randy Dozier

Science 6-12, Health & Physical Education               Carolyn Greene

Secretary to the Board                                  Dianne Parker

Secretary to the Superintendent                         Janice Harrelson

Section 504 & PL94142                                   Dr. Carole A. Sorrenti

Section 504 of the Vocational Rehabilitation Act        Dr. Carole A. Sorrenti

Sick Leave/Personal Days, Sick Leave Bank               Stephanie Barrineau

Social Studies 6-12                                     Pat Bradley

Staff Personnel                                         Dr. M. Grate Morant or Janice Cox

Student Records                                         Gail Gwinn

Student Services/Hearings                               Tyronne Davis

Teacher Center                                          Patti Hammel

Teacher Recruitment                                     Dr. M. Grate Morant or Janice Cox

Textbooks                                               Patti Hammel

Title I, Child Development, Kindergarten                Patti Hammel

Title II                                                Patti Hammel

Title V                                                 Patti Hammel

Title IX                                                Dr. M. Grate Morant

Transportation                                          Tyronne Davis, Terri Parrott,
                                                        Karen Wilson

Workers Compensation                                    Sonya Creel or Dr. M. Grate Morant




                                                   11
                            GEORGETOWN COUNTY SCHOOLS

School Name, Address                                   Assistant Principal(s)/
and Phone Number               Principal               Administrative
                                                       Assistant(s)/Curriculum
                                                       Coach(es)                 Grade

Adult/ Optional Education      James Ferdon            Sandra Foster
500 S. Kaminski Street                                 Ronald Ford
Georgetown, SC 29440
546-0219

Andrews Elementary             Brian Clark             Mack Burgess              CD-5
13072 County Line Road                                 Mary Elizabeth Prosser
Andrews, SC 29510                                      Melissa Caulk
264-3419

Andrews High                   Michelle Staggers       Jeffrey Leslie            9-12
12890 County Line Road                                 Leonard Nelson
Andrews, SC 29510
264-3414

Brown's Ferry Elementary       Bethany Giles-Burgess                             CD-5
7292 Brown's Ferry Road
Georgetown, SC 29440
527-1325

Career Center and              Dr. Michael Cafaro      Craig Evans               9-12
Vocational Education
2400 Anthuan Maybank Drive
Georgetown, SC 29440
546-8561

Carvers Bay High               Richard Neal            Craig Stone               9-12
13002 Choppee Road
Hemingway, SC 29554
558-6920

Carvers Bay Middle             Comeletia Pyatt         Lee Glover                6-8
13000 Choppee Road                                     Johanna Verner
Hemingway, SC 29554
558-6930

Georgetown High                Dr. Michael Cafaro      Craig Evans               9-12
2500 Anthuan Maybank Drive                             Dr. Paula Anderson
Georgetown, SC 29440                                   Alicia Johnson
546-8516

Georgetown Middle              Rosemary Gray           Sybil Hall                6-8
2400 Anthuan Maybank Drive                             LaPariscena Singleton
Georgetown, SC 29440
527-4495

Kensington Elementary          Fedrick Cohens          Seth Hillman              CD-5
86 Kensington Blvd.
Georgetown, SC 29440
546-8511




                                                 12
Maryville Elementary       Stephanie Bell         Scott Batton            CD-5
Box 8129-Maryville
Georgetown, SC 29442
546-8423

McDonald Elementary        Miriam Daniels         Melissa Miller          CD-5
12-B McDonald Road
Georgetown, SC 29440
527-3485


Plantersville Elementary   Shawn Johnson                                  CD-5
1668 Exodus Drive
Georgetown, SC 29440
546-8453

Pleasant Hill Elementary   W. Teddy Graham        Beverly Grate           CD-5
127 School House Drive
Hemingway, SC 29554
558-9417

Rosemary Middle            Michael Caviris        Latanya Brown Goodson   6-8
12804 County Line Road                            Lynn Turner
Andrews, SC 29510
264-9780

Sampit Elementary          Dr. M. Rhue-Scott      Sabrina Goff Mack       CD-5
69 Woodland Avenue
Georgetown, SC 29440
527-4411

Waccamaw Elementary        Vervatine Reid         Roland Hewes            CD-3
1364 Waverly Road
Pawleys Island, SC 29585
237-4233

Waccamaw High              David Hammel           Jerry Hughes            9-12
2412 Kings River Road                             Patricia Canada
Pawleys Island, SC 29585
237-9899

Waccamaw Intermediate      Dr. Tim Carnahan       Barbara Nesmith         4-6
320 Wildcat Way
Pawleys Island, SC 29585
237-7071

Waccamaw Middle            William Dwyer          Jamie Thompkins         7-8
247 Wildcat Way
Pawleys Island, SC 29585
 237-0106




                                             13
Insert the 2008-2009 calendar




                                14
                                  Teachers of the Year
                                     2009-2010

Sean Berry                                               Andrews Elementary

Shalane Lynch                                            Andrews High

Christinia Straight                                      Brown’s Ferry Elementary

Edrick Alston                                            Carvers Bay High

Terry Cox                                                Carvers Bay Middle

Jennifer Merritt                                         Georgetown High

Kathi Stevenson                                          Georgetown Middle

Anna Maria Ford                                          Howard Adult Center

Michael Proctor                                          Kensington Elementary

Mary Wall**                                              Maryville Elementary

Grace George*                                            McDonald Elementary

Tousha Shelley                                           Plantersville Elementary

Cindy Chavis                                             Pleasant Hill Elementary

Joey Pittman*                                            Rosemary Middle

Maurice Cobb                                             Sampit Elementary

Jennifer Thomas                                          Waccamaw Elementary

Carol Burton*                                            Waccamaw Intermediate

Briael Blodgett*                                         Waccamaw High

Deborah Gouldin                                          Waccamaw Middle


** District Teacher of the Year
* Finalists




                                           15
                               Support Staff of the Year
                                   2009-2010


Linda Coker                                                Andrews Elementary

Joni Howard                                                Andrews High

Belton Jones, Jr.*                                         Browns Ferry Elementary

Dorether Vereen                                            Carvers Bay High

Pamela Lance                                               Carvers Bay Middle

Myrtle Morris*                                             District Office

Earnestine Moultrie                                        Georgetown High

Patricia Holmes                                            Georgetown Middle

Beatrice Moultrie                                          Howard Optional

Patricia Johnson                                           Kensington Elementary

Johnnie Anderson                                           Maintenance/Operations

Wilhelmenia White                                          Maryville Elementary

Evelyn Sanders *                                           McDonald Elementary

Martha Tucker *                                            Plantersville Elementary

Veronica Owens**                                           Pleasant Hill Elementary

Melissa Cumbee                                             Rosemary Middle

Sydney Rice                                                Sampit Elementary

Janie S. Lennon                                            Waccamaw Elementary

Narvie Stewart                                             Waccamaw High

Becky McCants                                              Waccamaw Intermediate

Rhonda Sue Todd                                            Waccamaw Middle

**District Support Staff of the Year
 * Finalists




                                          16
SELECTED PERSONNEL POLICIES AND PROCEDURES

Equal Opportunity Employment (Policy GBA)

The Board of Education of Georgetown County Schools ensures that the District’s
personnel policies and practices are administered without discrimination against anyone
on the basis of race, color, sex, age, national origin, handicap or veteran status.

Sexual Harassment (Policy GBAA-R)

The Georgetown County School District respects the worth and dignity of each employee
and student and will not tolerate or condone sexual harassment and other inappropriate
conduct of a sexual nature in the work or school environment. The District will not
permit sexual harassment of an employee or student by another employee, student, non-
employee or non-pupil. Sexual harassment is considered a major offense which can
result in disciplinary action, including termination of an employee and expulsion of a
student involved.

Employees who believe they have been subjected to sexual harassment should discuss the
problem with their immediate supervisor. In the case where the supervisor is the harasser,
the employee may bypass the supervisor and go directly to the Executive Director for
Human Resources to report the problem. All allegations will be investigated promptly
for appropriate resolution. See Policy GBAA-R for additional information and
administrative procedures for student & employee reports/ complaints.

Nepotism (Policy GBEA)

The District will not employ or assign two members of an immediate family in the same
administrative department or in the same building such that the family members are
working in that department or building during the same time period. The District also will
not employ or assign immediate family members such that an employee is the immediate
supervisor of his/her immediate family member. This policy applies in cases of
promotions, demotions, disciplinary actions, transfers, reinstatements, and new hires.

Employee Suspension and Dismissal (Policy GBEAB)

The goal of the District is to maintain a safe environment for students and employees.
Certain serious incidents of employee misconduct or violations of School District policies
or procedures or unsatisfactory performance may result in the immediate termination of
any employee on the first offense.

Drug-Free Workplace (Policy GBEC)

The Georgetown County School District will make every effort to provide a drug-free
workplace and to work toward a drug-free society. The goal of the District is to prevent
illicit use of controlled substances and alcohol.




                                           17
Personnel File (Policy GBJ)

Pre-employment and employment records are housed in the District Human Resources
Office. Other employee records are kept at the school and/or the District office as
appropriate. Only personnel concerned directly with an employee’s duties have access to
these files.

Employees will have the right, upon written request, to review the non-confidential
contents of their personnel file. The employee shall be accompanied by the Executive
Director for Human Resources or Director of Human Resources during such review. If
the appropriate Human Resources staff member is not available, the personnel file shall
be sealed and initialed by the employee until a convenient time and date can be arranged
for a review.

Confidential components of the file such as references with a signed waiver of access are
not made available to an employee.

Non-restricted material that may be considered derogatory to an employee’s conduct,
service, character, or personality will be placed in his/her personnel file only if the
employee has had an opportunity to review the material. The employee will
acknowledge that he/she has had the opportunity to review such material by affixing
his/her initials to the copy to be filed, with the expressed understanding that such
initialing in no way indicates agreement with the contents. The employee is permitted to
attach his/her comments as rebuttal related to the derogatory material.             Any
correspondence from a supervisor or administrator to the employee may be placed in the
file and becomes a permanent part of that personnel file.

COMPLAINTS AND GRIEVANCES

Grievances Procedure (Policies GBK, GBK-R, GBK-2)

The Georgetown County Board of Education recognizes the need to provide an orderly
means for the expeditious resolution of disputes concerning the application of any of the
provisions of the District’s policies, rules or regulations as they affect the work activity of
employees.

It is the intent of the Board that all employees having a complaint or grievance be
provided a process through which such complaints and grievances will be heard and
acted upon.

No person participating in any capacity in a grievance conference may record the
conference by use of a tape recorder or any other mechanical device. Participants may
take non- verbatim notes as they deem appropriate.

Employees should secure an equitable solution of grievances at the most immediate
administrative level. Employees are encouraged to seek resolution of disputes under the
existing grievance regulation and will have the right to do so with complete freedom from
reprisal.




                                              18
Title IX Complaints (Policy GBK-R)

Procedures to process employee Title IX (sex discrimination) complaints are discussed in
detail in Section GBK-R of the Board Policy Manual.


Tuition Reimbursement (Policy GBRF-R)

The Georgetown County Board of Education supports and encourages continuing
education for all employees. All full-time employees are eligible for tuition
reimbursement for approved courses as long as funds are available and no additional
financial assistance is being received for the approved course. Employees may be
reimbursed for the actual cost of tuition not to exceed $350 per course and a maximum of
two courses per fiscal year.

LEAVES AND ABSENCES (Policy GCC, GCC-R)

Absence from Work

When it is necessary for teachers to be absent, they shall notify the principal as early as
possible. Textbooks, records and plans shall be made available to the substitute teacher.
Support staff shall notify the principal/supervisor as early as possible.

Sick Leave Absences

Based on the sick leave day accrual schedule, all full-time and part-time employees who
work at least twenty (20) hours per week are granted sick leave days as of the first payroll
of the academic school year. On the first day an employee reports to work in a fiscal year,
he/she will be eligible to use the sick leave which he/she is scheduled to earn over the
course of the contract year under the following condition: advanced sick leave days are
not considered to be earned days. If an employee resigns or is terminated, an adjustment
will be made in payroll for sick leave that may have been advanced and used, but not
earned. Sick leave will be accrued based on the following schedule:

       Individuals working 180 – 200 contract days accrue 12 days as of the first payroll
       of the academic school year. Individuals working 201 – 225 contract days accrue
       13 days. Individuals working 226 – 240 contract days accrue 15 days.

An employee who begins work after his/her initial contract start date shall accrue sick
leave at a prorated amount for the balance of his/her contract. Sick leave that is accrued
but not used may be accumulated up to one hundred twenty (120) days.

Sick leave may be used for absences caused by: personal illness, illness in the immediate
family, death in the immediate family, or personal business up to three days per year.




                                            19
Illness in the immediate family is defined as illness of a child, spouse, stepchild, parent,
or person living in the home of the employee and dependent upon said employee.
Sick leave for death will be limited to three (3) days except under unusual circumstances.
Approval for absences beyond the three days must be secured from the
principal/supervisor.

Upon an employee’s decision to retire, the employee will be compensated for unused sick
days up to thirty (30) days at the rate of twenty-five (25) dollars per day.

Vacation

Vacation days are accrued for employees who work a 232-240 day contract year. One
day is accrued each month, July through June, for a total of 12 days. Vacation days may
be accumulated up to 40 days. Upon an employee’s decision to resign, retire, or if the
employee is terminated, the employee will be compensated for unused vacation days up
to forty (40) days at the current rate of pay. An adjustment will be made from vacation
leave for any salary paid, but not earned, according to the employee’s total contract days.

Personal Leave

Employees may use up to three (3) sick leave days as personal leave each school year.
Employees must notify their supervisor at least 24 hours in advance before absences may
be taken for personal leave unless an emergency dictates less time. A full day’s salary is
deducted for each absence in excess of the three allowable personal leave days per fiscal
year. Principals/supervisors may deny personal leave if it is known that more than ten
(10) percent of a faculty or staff will be absent on the day requested, except that approval
will not be withdrawn for personal leave approved three (3) or more days in advance of
the date the leave is to be used. Employees will not take personal leave, except in
unusual situations, during the first and last week of the student school year, or during the
administration days of state and local testing programs.

Emergency Leave

For emergencies and unusual situations not covered by the leave policies of the District,
an employee may request the Superintendent or his/her designee to authorize the use of
sick leave days. Such requests must be submitted in writing through the principal or
supervisor to the Superintendent or designee. The Superintendent shall have discretion
whether to grant emergency leave.

Legal Leave (Jury Duty or Subpoena)

Leave without loss of pay shall be granted to employees when summoned for jury duty or
subpoenaed in the line of duty to represent the District as a witness or defendant. If an
employee must appear in court for any reason other than the above, a personal day must
be used. According to S.C. Code Section 14-7-845, a postponement of jury service can
be requested by all full-time district employees, through the Office of Human Resources.




                                            20
Military Leave

Employees of the District shall be entitled to military leave without loss of pay, seniority,
or efficiency rating, when attending military encampments or schools for training, under
proper authority, and on all other occasions when ordered to active duty. This leave
applies to members of the South Carolina National Guard, the United States Naval
Reserve, the Officers Reserve Corps, the Enlisted Reserve Corps, the Reserve Corps of
the Marines, the Coast Guard Reserve, and the United States Air Force Reserve.

Employees shall be entitled to such leave of absence for a period not exceeding fifteen
(15) days in any one school year during which they may be engaged in training or other
such duties ordered by the Governor, the War Department, the Treasury Department, the
Navy Department, or the Air Force Department.

Employees are expected to request their training period during a time when the academic
school year is not in session. The request for military leave must be submitted to the
Executive Director for Human Resources and must be accompanied by a copy of the duty
order.

The District administration complies with the Uniformed Services Employment and
Reemployment Rights Act (USERRA) and the Code of Laws of S.C. in its handling of
military leave and related matters, both of which take precedence over the District’s
policy on military leave.

Family and Medical Leave Act

The Board will provide leave to eligible employees consistent with the Family and
Medical Leave Act of 1993 (FMLA). Eligible employees are entitled to up to 12 work
weeks of unpaid family and medical leave in any 12-month period. Leave to care for an
injured military service member may be taken for up to 26 weeks. FMLA leave and leave
that is covered through Workers Compensation will run concurrently where the leave is
for a serious health condition as defined by the FMLA. The District will continue to pay
the District’s share of the employee’s health benefits during the leave. In addition, the
District will restore the employee to the same or a similar position after the termination of
the leave in accordance with Board Policy.

In complying with the FMLA, the District will adhere to the requirements of the
Americans with Disabilities Act as well as other applicable federal and state laws.

(See Appendix: MEDICAL LEAVE PROCEDURES)

Professional Leaves

Personnel desiring to take courses during the months when school is in session must
discuss this with their immediate supervisors. No one should take more than one course




                                             21
per semester if, in the opinion of the immediate supervisor, the time involved will in
anyway interfere with the employee’s work. All classes should be scheduled during off-
duty hours; the Superintendent may elect to make slight adjustments to the employee's
schedule if it will not interfere with the normal efficient operation of the District.


Substitutes (Policy GCG)

The Georgetown County Board of Education seeks to employ only the best-qualified
substitute teachers available. Substitute teachers will be selected from a list approved by
the Human Resources Office and secured by the principal or his designee. Only
substitute teachers on the approved list are eligible to substitute in District schools.
 Substitutes will observe the same hours and perform the same duties as the teacher or as
assigned by the principal.

All employees are to notify their principal, supervisor, or designee as soon as possible
when they will be absent.


An orientation and training session will be conducted for all new substitute teachers
before entering a school to substitute. No substitute will be placed on the approved list
until the training is completed along with required employment protocol.

Substitutes will be employed for classroom teachers and nurses only unless a
program for disabled students required by State law mandates a paraprofessional is
present in the classroom. In the case that a teacher aide is absent in the PMD, TMD, ED,
OH, HH, or VH self-contained programs, or early childhood/child development
programs, a substitute teacher aide may be secured by the principal.

In extreme emergencies, the Superintendent or designee must approve all other
substitutes for classified personnel.

Professional Personnel Assignment and Transfer (Policy GCK, GCK-R)

The basic consideration in the assignment of personnel in the District schools is the well
being of the program of instruction. The appropriateness of assignments for individuals
will have a significant impact on the morale of the professional staff and on the
effectiveness of the total educational program.

It is therefore the policy of the Board that personnel be assigned on the basis of their
qualifications, the needs of the District, and their expressed desires. When it is not
possible to meet all three conditions, personnel are assigned first in accordance with the
needs of the District, second where the administration feels that the employee is best
qualified to serve, and third as to the expressed preference of the employee. All other
considerations being equal, the preferences of employees are granted in order of their
seniority in the District.




                                            22
In the case of vacancies in new or existing positions, consideration will be given to
qualified applicants among current staff members.

Employees who wish to transfer to another school within the District shall make a written
request to the Executive Director for Human Resources no later than April 1 of each
school year. Certified employees normally must have served in their present assignment
for at least three years before they will be considered for a voluntary transfer.

Classified support employees must have served in their present assignment for at least
one year before they will be considered for voluntary transfer.

At all times, the needs of the District are to be the primary consideration.

No transfer can occur after July 1 for the upcoming school year.

(See Appendix: TRANSFER REQUEST FORM)

Review of Employee Terminations

Within ten (10) calendar days after receiving a notice of termination, a teacher may
request a review of the action according to the teacher’s dismissal rights. This review
may be conducted solely to determine whether the decision to terminate was arbitrary,
capricious, or generated by ill will, fraud, or other such motives with respect to that
individual.

Dismissal Hearing Rights

   1. Continuing contract employees who are recommended for dismissal are entitled to
      an evidentiary hearing before the Board of Trustees.

   2. Annual certified contract employees who are recommended for dismissal are
      entitled to an informal hearing before the Superintendent, and may then request to
      be heard by the Board of Trustees. The Board may or may not choose to grant the
      employee an opportunity to be heard by the Board.

   3. Induction contract employees who are recommended for dismissal will be given
      an opportunity to meet informally with the Superintendent before the dismissal
      decision becomes final.

The request for review of the action must be in writing and addressed to the Chairperson
of the Board. It must specify the grounds on which it is contended that the decision was
arbitrary, capricious, or generated by ill will, fraud, collusion, or other such motives and
must include a short, plain statement of facts that the employee believes supports the
contention. A hearing shall be held within thirty (30) calendar days after the request is
received. The teacher shall be given at least five (5) days notice of the hearing.

The hearing shall be conducted informally, in public or in private, based on the teacher’s
request, except that the teacher and the Superintendent may each be accompanied by a




                                             23
person who may give counsel and otherwise represent the parties. The Board may
consider only such evidence that is considered fair and reliable.

The Board shall consider the matter in executive session. If the Board determines that the
teacher's contention has not been established, it shall notify the teacher by a simple,
unelaborated written statement. If the Board determines that the teacher's contention has
been established, it shall so notify him/her and the Superintendent by a written notice that
states corrective action must be taken.

A classified support (non-certified) employee may be dismissed at any time as specified
in Policy GBEAB (Employee Suspension and Dismissal). Any notice of dismissal must
be in writing from the Superintendent and must state the reasons for the dismissal.
Classified support employees who are recommended for termination will be given the
opportunity to meet informally with the Superintendent before the termination decision
becomes final provided the hearing is requested within ten (10) days of the notice of
dismissal. Non-certified employees have no right to a hearing before the Board
concerning a termination.



Resignation (Policy GCQ)

The resignation of any professional employee wishing to cancel or terminate a contract
shall be presented in writing to the Executive Director for Human Resources by June 1
prior to the upcoming fiscal year (This deadline has been suspended for the 2009-2010
school year). Non-certified employees must submit a written resignation at least 15 days
prior to the desired resignation date.

If a teacher breaks a contract prior to the opening date of school or during the school
session without the approval of the Board, a complaint may be filed with the State Board
of Education pursuant to State Board Regulation 43-206, which provides for suspension
or revocation of professional certificates. The District Board of Education must take
official action to report the breach of contract to the State Board of Education for action
to be taken against the teacher’s certificate.

The Superintendent shall report the name and certificate number of any certified educator
who is dismissed, resigns, or is otherwise separated from employment with this district
based on allegations of misconduct, including, but not limited to: misconduct involving
drugs; sexual misconduct; the commission of a crime; immorality; or dishonesty that the
Superintendent reasonably believes would constitute grounds for revocation or
suspension of the employee’s professional certificate.

The Human Resources staff will attempt to schedule and conduct an Exit Interview with
each employee exiting the District.




                                            24
Work Week (Policy GDBC)

The District workweek begins at 12:01 a.m. on Sunday and runs for seven consecutive
days. Each workweek stands alone for the purpose of determining overtime pay for non-
exempt employees.

Attendance at School Functions

Staff members are expected to attend the activities at their respective schools, including
parent-teacher organization meetings. They are to assist the principal/director or sponsor
in maintaining order or in any other tasks as needed.

Faculty Meetings

Periodic in-service days and staff meetings are scheduled for all staff. Employees are
expected to attend these meetings as part of their employment duties.

Overtime

All overtime, without exception, must be pre-approved by the employee’s immediate
supervisor.


In-Service Education
State law requires that all teachers who draw a full year's compensation teach for 180
days and participate in ten (10) additional days of which five are staff development days
and five are teacher work days. Absence from any one of these days is treated in the
same manner as an absence from a teaching day. All in-service days include minimum
time requirements for teacher attendance.

Purchase Procedures

Teachers shall submit purchase requests to their principals and shall not submit them
directly to the District office or to the vendor. All purchase transactions will be conducted
in compliance with the District’s Procurement Code Regulations and Financial Manual.

Accidents

If an accident occurs, it should be reported immediately to the principal or a department
head. In the event of a serious accident, the parents of the child involved and the District
administrative office should also be notified. An incident report should be sent
immediately to the District’s Risk Management Department.




                                             25
Student Welfare (Policy JG)

All employees who have reason to believe that a child's physical, mental health or
welfare has been or may be adversely affected by abuse or neglect are required to report
or cause a report to be made to the Department of Social Services (DSS), or in the
alternative, to law enforcement.

All employees are required to report or cause a report to be made to the appropriate law
enforcement officials immediately upon notice that a person is engaging in or has
engaged in suspected criminal activities on school property, or at a school-sanctioned or
school-sponsored activity, which may result in or results in injury or serious threat of
injury, to the person, or to another person or his/her property, as defined in administrative
rule Policy JG-R.

Further, employees shall refrain from disclosing to the media any information about
reported incidents that conceivably could be used to identify or compromise the identity
of the alleged victims. In the event that any employee is prosecuted in any action, civil or
criminal or special proceeding, by reason of any act done or omitted in good faith in the
course of his/her employment, the school district shall appear and defend the action or
proceedings in the employee's behalf, upon written request of the employee.

Student Discipline (Policy JF)

No program of instruction can be successful without a proper measure of discipline.
Discipline is designed for two purposes:

       1.      To provide proper decorum in order to protect the instructional program
               for all students by eliminating obstacles.
       2.      To guide students in accepting more responsibility for their own actions
               through self-discipline.

Teachers are responsible for control of routine discipline problems. For more severe
cases, the principal should be notified and will render assistance.

The Board has set certain punishment for certain breaches of conduct. These should be
strictly adhered to by the principal or person administering the punishment. (See Policy
JF-E)

Corporal Punishment

As a matter of Board policy, reasonable corporal punishment of a student is permitted at
the Elementary level only in certain situations as a disciplinary measure in order to
preserve an effective educational environment that is free from disruption and is
conducive to furthering the Board's explicit educational mission. Written parental consent
must be on file prior to the administration of corporal punishment.




                                             26
Corporal punishment shall be administered in an administrative office by either the
Principal/Director, or his or her designee. At least one certified employee, excluding the
person administering the punishment, shall witness the administration of the punishment.



Suspension of Students

A principal, or his/ her designee, may suspend a student for violation of any school rule
or for any other act of misconduct or insubordination for a period not exceeding ten (10)
school days upon complying with rules established by the Board.


Expulsion of Students

The Board of Trustees may expel, for the remainder of the school year, any student for a
commission of any crime, gross immorality, gross behavior, persistent disobedience, or
for violation of written rules and regulations established by the Board or when the
presence of the student is detrimental to the best interest of the school.

Harassment, Intimidation or Bullying (Policy JICFAA)

The Board prohibits acts of harassment, intimidation or bullying of a student by students,
staff and third parties that interfere with or disrupt a student’s ability to learn and the
school’s responsibility to educate its students in a safe and orderly environment whether
in a classroom, on school premises, on a school bus or other school-related vehicle, at an
official school bus stop, at a school-sponsored activity or event whether or not it is held
on school premises, or at another program or function where the school is responsible for
the student.

Any student who feels he/she has been subjected to harassment, intimidation or bullying
is encouraged to file a complaint in accordance with procedures established by the
Superintendent. Complaints will be investigated promptly, thoroughly and confidentially.
All school employees are required to report alleged violations of this policy to the
principal or his/her designee. Reports by students or employees may be made
anonymously.

The district prohibits retaliation or reprisal in any form against a student or employee
who has filed a complaint or report of harassment, intimidation or bullying. The district
also prohibits any person from falsely accusing another as a means of harassment,
intimidation or bullying.

Student Records (Policies JO, JO-R)

School records concerning an individual student shall be used for the promotion of the
student’s welfare. Student records may include, but are not limited to: name, address,
telephone listing, date and place of birth, school, grade, dates of attendance,
parent/guardian name, major field of study, academic history, standardized test scores,




                                            27
participation in officially recognized activities and sports, weight and height, athletic
team membership, degrees and awards received, and most recent previous educational
agency or institution attended.

Directory information may be released by Georgetown County School District unless the
District has been directed otherwise by the parent/guardian or the student if he/she is 18
years of age or older. “Directory information” is defined to include a student’s name,
address, telephone number, date and place of birth, parent/guardian name, address and
telephone number, most recent educational agency/institution attended, participation in
officially recognized activities and sports, and present or most recent grade placement. A
reasonable fee may be charged to cover the cost of reproducing directory information.

Parents will be notified annually, either through student handbooks or notice in local
newspapers, of their right to request that their child’s directory information not be
released.

Prior to the student’s record being archived on microfilm, parents, legal guardians, or
students of legal age may request a hearing to challenge the contents of their child’s
school records if those records contain information they feel is inaccurate, misleading, or
in violation of the privacy or other rights of the student. The District will provide an
opportunity for the correction or deletion of inaccurate, misleading, or otherwise
inappropriate data contained therein.

Field Trips and Excursions (Policies IICA, IICA-R)

Field trips are recognized as part of the curriculum as long as there is educational
justification for such trips. Trips should not be scheduled too frequently for any one
given group of students so as not to interfere with the instructional program of the school.
Trips must be carefully planned by the teacher and approved by the principal and must
not extend beyond three consecutive school days.

Procedures for Requesting Field Trips

   1. Teachers shall make their requests to the principal at least ten (10) school days
      before the date desired. The purpose of the trip and its relationship to the
      instructional program must be stated.
   2. The principal shall approve or disapprove the request based on the analysis of
      instructional purposes, availability of appropriate transportation, sufficient
      qualified supervision, and building budget limitations. At the principal’s
      discretion, a decision may be made to request supplementary funds from parents
      of participating students to pay for bus rentals and miscellaneous expenses.
      Students must not be denied a field trip experience due to lack of funds.
   3. If the field trip is approved by the principal, the teacher shall send permission
      requests to parents at least five days before the date of the trip, indicating date,
      time and purpose of the trip.
   4. The principal shall arrange for necessary bus transportation or if private vehicles
      are to be used, shall ascertain that an approved certificate of insurance is on file in
      the District office for each means of transportation.




                                            28
School Day and Time Schedules (Policy ID)

State laws and regulations require that the length of the instructional day for secondary
students be at least six hours, excluding lunch. The length of the school day for
elementary and middle school students must be six hours, including lunch.

District administrators may reduce the length of the school day to no less than three
hours on no more than three days each school year for staff development or for the
purpose of administering end-of-semester and end-of-year examinations.

The administrators must give priority to teaching and learning tasks and may interrupt classes
only for emergencies. No part of the school day will be interrupted for commercial deliveries
to students except for school-related products or materials such as class rings, caps and gowns,
etc.

Teacher Center (Policy IJNC)

Georgetown County is quite fortunate to have a very modern and well-equipped Teacher
Center which is designed to provide equipment, facilities and services not available in
every school. There are a wide range of services and equipment available, which include
the following:

•   high volume copying machine
•   laminating machine
•   letter cutting equipment
•   computers and printers
•   poster maker machine
•   professional lending library

Teacher Center hours are Monday through Friday, 8:00 a.m. to 4:30 p.m.

Report to Parents (Policy IKAB)

Grades K-8: Teachers will use report cards, parent conferences, and the Student Mastery
Reports to communicate student progress to parents at the end of each grading period.
Interim reports shall be issued at the midpoint of the grading period for all students in
grades 1-8. A student mastery report in language arts (K-8), mathematics (K-8), science
(6-8) and social studies (6-8) will be issued at both grading intervals.

Grades 9-12: High School teachers will issue report cards every four and one half
weeks. A student mastery report in English, Mathematics, Science and Social Studies
courses will be issued with the report cards.




                                            29
Conferences (Policy IKAD)

Parents may make appointments for conferences with teachers, counselors, or the
principal by telephoning the office of the school. Appointments with teachers are to be
arranged at a time that does not interfere with the teacher’s duties.

The Board encourages a Parent Conference Day at the end of the first grading period.

Sales Calls and Demonstrations

Salesmen are not permitted to call on teachers or other staff members without
authorization from the principal. No sales representatives shall call on school personnel
during school hours unless they have a letter of authorization signed by the
Superintendent or designee. This letter shall iterate that any participation on the part of
the teacher is voluntary.

Promotion and Retention (Policies IKE, IKE-R)

The Board policy "Promotion and Retention” outlines requirements for promoting to the
next grade for students in grades one through twelve.

Professional Personnel Ethics Procedures

Staff members should not discuss the weakness (es) and strength(s) of students in the
classroom, in public places, or in the teachers' lounge. Discussion of problems among
staff members at any level should be handled in confidence and not discussed with
individuals who are not involved.

The code of ethics of the teaching profession as interpreted and expanded in "Opinions of
the Committee on Professional Ethics" (NEA publication) should guide professional staff
members in matters of ethics and propriety.

Furthermore, employees are under the jurisdiction of the "Ethical Conduct of Public
Officials and Employees", Section 8-13-20. Repealed by 1991 Act No. 248, Section 3,
effective January 1, 1992.

Special Services

If a student appears to have difficulty accessing the general curriculum or engaging in
appropriate behavior, the School Intervention Team (SIT) will be contacted to determine
if intervention(s) or evaluation for special education services is appropriate. The
chairperson of the SIT is designated each year by the principal of each school.
Additionally, each elementary school has a Learning Specialist, working with Response
to Intervention, who will help develop interventions for these students experiencing
difficulties.




                                            30
Homebound Instruction
Homebound instruction may be provided at home or in the hospital for pupils who are
incapacitated for an extended period of time. Homebound instruction is provided for
those students who because of illness, accident or congenital defect cannot, even with the
aid of transportation, be assembled at school. All medical homebound instruction must be
delivered upon request from a licensed medical doctor and approval by the
superintendent or his/her designee.

Teacher Certification

Qualification and Records

All teachers in the District must hold a South Carolina Teacher's Certificate. The teacher
will receive an original certificate from the State Department. A copy of the original must
be brought to the Human Resources Office where it will be filed.

In order for a teacher to receive credit for out-of-state teaching experience on
Georgetown County School District’s salary schedule, a copy of the certification must be
submitted to Office of Human Resources no later than ten days before the first payroll.
Teachers whose complete certification applications are received and dated at the State
Department of Education in Columbia, SC, on or before November 1 of the current
school year will receive retroactive pay from the first day of school.

Each teacher assumes the responsibility for maintaining a valid teaching certificate.
Teachers who do not secure a valid certificate within the first 60 days of the school year
are subject to a salary reduction to substitute teacher pay. A copy of a new or upgraded
certificate should be sent by the teacher to the Human Resources Office immediately in
order to receive increased salary.

(CERTIFICATE CHANGES ARE NOT REPORTED TO THE DISTRICT BY
THE STATE DEPARTMENT OF EDUCATION)

It is the responsibility of all teachers to keep their own teaching certificates current and
valid. Prior to active service, teachers are required to have the proper certificate on file in
the Human Resources Office. Failure to file the proper certification shall automatically
terminate the teacher's contract. Extension of this deadline may be granted to teachers
who can meet all requirements but are either: awaiting receipt of their certificates from
the State; awaiting the results of Praxis exams; or awaiting transcripts of course work to
be sent to the State. Extension for such reasons, if granted, will allow the teacher(s) until
December 31 to have proper certification on file. Teachers whose contracts have been
terminated because of failure to file proper certification may be paid as a paraprofessional
either until a certified replacement can be found, or until the end of the year.

Career & Technology (C&T) teachers needing to take their Trade Examinations but
having met all other requirements, and having shown proof prior to December 31 that
they have made application for examination may be allowed to continue teaching pending
the results of the examination. C&T teachers failing to pass their Trade Examinations




                                              31
may be paid as paraprofessionals either until certified replacements can be found, or until
the end of the year.

Recertification

Description

The Renewal Credit Plan guidelines apply to any person who holds a South Carolina
educator’s certificate. The current employment status of the educator determines the
specific steps the educator must complete to renew his/her professional educator’s
certification. The renewal process for each category of South Carolina educators is
outlined in the South Carolina Certification Manual.

A South Carolina educator’s professional certificate is valid for five years and expires on
June 30 of the expiration year. In order to be eligible for certificate renewal, the educator
must earn a minimum of 120 renewal credits, as described in the renewal credit matrix
during the five-year validity period of the certificate.

The recertification requirements can be processed through the District’s Office of
Professional Development and Leadership.

Purpose

The Renewal Credit Plan provides a mechanism that enables educators employed in a
South Carolina public school district and educators employed by participating education
entities to apply a broad range of relevant professional development activities toward
certificate renewal. All of the credited work must support the educator’s current
professional growth and development plan. The certificate renewal plan:

   1. encourages educators to engage in meaningful, quality professional development
      activities that are directed toward promoting student achievement;
   2. ensures that educators are accountable for their continuous professional
      development; and
   3. is operationally efficient.

Initial Teacher Certification

The State website allows South Carolina educators and persons applying for initial
teacher certification from the State Department of Education to check their status and to
access necessary forms 24 hours a day. For more information go to:
http://www.scteachers.org.



Certification Status

Educators can access the status of their teaching certificates online by following the steps
listed below:




                                             32
   1. Go to the web site www.scteachers.org.
   2. Click on “Certification Status”.
   3. Enter the teacher certificate number and last name; or teacher’s last name, first
      name and the last five digits of the social security number without any spaces or
      dashes. If the number is entered incorrectly or a social security number is not
      found a message is displayed.
   4. Once the valid information is entered correctly, the certification channel page
      displays information on file in the SDE office.

Telephone

State Toll Free Number: (877) 855-5280
This is a toll free number that enables any person to call long distance free of charge
(within state). This number can be used at any time to access general information or to
check on the status of teacher certification. The Call Center Staff are available for
inquires about certification issues from 1:00 - 4:30 p.m., Monday through Friday, except
State holidays, at (803) 734-8466 (local or out of state).

Permits

       Sometimes, based on the supply of applicants for teaching positions, it may be
necessary to request Restricted Alternative Certificates for core content areas or permits
to teach out of field in non-core content areas. The following State Department of
Education guidelines apply:

        1. A teacher must have a valid South Carolina teaching credential in order to be
           eligible for a restricted certificate or a permit to teach out of field.
        2. The teacher must be content competent in the core content area for which a
           restricted certificate is requested.
        3. Restricted certificates and permits are valid for one year.
        4. Six semester hours of credit toward full certification in the area are required
           for extension of the restricted certificate or renewal of the out-of-field permit.
        5. Requests for restricted alternative certificates and permits to teach out of field
           are initiated by the Executive Director for Human Resources or designee.



Teacher Evaluation and Contract Status

The goal of Georgetown County Schools is for all teachers to be proficient in the
classroom. Therefore, the District uses a comprehensive system for evaluating
professional teaching that meets ADEPT State guidelines. Georgetown County uses the
SAFE-T model of ADEPT.

The contract level of a teacher must be indicated on the teacher contract each year.
Contract levels include Induction, Annual (Formal, Diagnostic and GBE), Continuing
and Continuing with Conditions.




                                             33
Induction Contract

Prospective teachers who successfully complete their education program and receive state
certification become eligible for employment at the Induction Contract level. Induction
Contracts are offered to novice teachers for one year. Teachers are provided
comprehensive guidance and support throughout the first year by an assistance team,
which includes, at a minimum, a mentor teacher and a building level administrator.

If a teacher is successful as defined by the district, then the teacher is recommended for
an Annual Contract. If the teacher is unsuccessful as defined by the district, then two
options are available. The teacher may not be rehired, or the teacher may continue
employment on an Annual Diagnostic Contract.

Annual Contract Types

Annual Contract types consist of Annual Formal (Evaluation Year 1), Annual Formal
(Evaluation Year 2), Annual Diagnostic (can only be given once) and Annual GBE
(Goals Based Evaluation). Teachers may remain on an Annual Contract for up to four
years. However, after two unsuccessful formal evaluations at the Annual Contract level,
state sanctions are imposed. In these instances, teachers may not teach for a minimum of
two years and must complete a state-approved remediation plan in order to become
eligible to re-enter the profession.

Annual Formal Contract (Evaluation Year 1 and Evaluation Year 2)

An Annual Formal Contract (Evaluation Year 1) is offered to second-year teachers, who
were successful in their first year of teaching. An Annual Formal Contract (Evaluation
Year 1) is also offered to out-of-state teachers during their first year of teaching in
Georgetown County. A teacher, who is successful at the annual formal level as defined
by the district, may move to Continuing Contract status provided that he/she has met all
state requirements for certification.

An Annual Formal Contract (Evaluation Year 2) is assigned to teachers after an Annual
Diagnostic year or an unsuccessful Annual Formal 1 year that followed an Annual
Diagnostic assistance year.


Annual-Diagnostic Assistance

An annual-contract teacher who has demonstrated potential but who has not yet met the
formal evaluation criteria set by the State Board of Education and/or the requirements set
by the local board of trustees is eligible for a diagnostic-assistance year at the annual-
contract level. This diagnostic-assistance year must be provided, if needed, at the
discretion of the employing school district, either during the teacher’s first annual-
contract year or during the annual-contract year following the teacher’s first unsuccessful
formal evaluation. A teacher is eligible to receive only one diagnostic-assistance year.




                                             34
The term “diagnostic assistance” is defined as an optional process for providing
individualized support to teachers who have demonstrated potential but who are not yet
ready to successfully complete a formal performance evaluation.

Annual GBE Contract

An Annual GBE Contract is assigned to certain individuals (e.g., PACE, CATE,
International teachers), who have not met all eligibility requirements for a professional
teaching certificate. Annual Contract teachers are evaluated with Goals Based Evaluation
(GBE) annually. An individual may remain on an Annual GBE contract for up to four
years prior to receiving a Continuing contract.

Continuing Contracts

Continuing Contracts are offered to teachers who have earned an evaluation rating of
competent, and who have met all eligibility requirements for a professional teaching
certificate. Continuing Contract teachers are evaluated with Goals Based Evaluation
(GBE) annually.

Continuing Contract with Conditions

If a Continuing Contract teacher is identified as having deficiencies as defined by the
district, he/she may be placed on a Continuing with Conditions Contract. When a teacher
is placed on a Continuing with Conditions Contract, the teacher must participate in
Formal Evaluation (SAFE-T). The Formal Evaluation process includes the development
of an Individualized Assistance Plan (IAP) or a Competence- Building Professional
Growth and Development Plan that meets South Carolina regulations. All Continuing
Contract teachers who are being recommended for Formal Evaluations must be notified
in writing on or before May 15th of each year. The written notice must state the basis for
the decision to place the teacher on Formal Evaluation.

CONTRACTS

Contract Renewal Procedures

Teachers in the District receive a contract in the spring for their employment during the
following year. The contract sets forth the terms of employment including regulations
concerning sick leave and termination of contracts. The salary is not included in the
contract, as the budget is not approved until summer.

Non-renewal Procedures

Whenever a principal or other school administrator charged with the supervision of a
teacher finds it necessary to admonish a teacher for a reason that he/she believes may
lead to dismissal or cause the teacher not to be reemployed, he/she will:




                                            35
       1.      Bring the matter, in writing, to the attention of the teacher involved and
               make a reasonable effort to assist the teacher to correct whatever appears
               to be the cause of potential dismissal or failure to be employed, and
       2.      Except in those cases warranting immediate suspension, allow reasonable
               time for improvement.

Nonrenewal recommendations will be accepted by the Superintendent only after Policy
GBEAB, Employee Suspension & Dismissal procedures, have been followed.

Due Process

If, after considering the Superintendent's recommendation, the Board acts to terminate
employment, it shall give written notice of that fact by certified mail, return receipt
requested, to the employee to be terminated. The notice shall include a statement of the
conditions requiring termination of employment, a general description of the procedures
followed in making the decision, and a disclosure of pertinent financial or other data on
which the decision was based. The employee address, as it appears on the school
district's record, shall be deemed to be the correct address. It shall be the employee’s
responsibility to see that the school or institution and the Human Resources Office have
his/her current address on file.


SUPPORT STAFF

Employment

Employees must meet the qualifications established for their particular positions. The
District’s interview and selection procedure will provide the principal or supervisor with
an opportunity to aid in the selection of an employee. The District will set compensation
according to the responsibility of the position, the services rendered, the provisions of the
District's operational budget, and any applicable S.C. and federal laws.



Annual Evaluation

Classified support staff (non-certified) are evaluated annually by their supervisors.
Employees are rated on key performance elements relevant to their assigned positions.
They receive feedback on satisfactory performance as well as areas needing
improvement.




PAYROLL SERVICES




                                             36
Pay Day Schedule (Policy DKA)

Effective July 1, 1999, employees of Georgetown County School District are paid on a
semi-monthly payroll on the 15th and 30th of each month. When the 15th and 30th of the
month are holidays or fall on a Saturday or Sunday, payroll shall generally be distributed
the last workday before the regular payday. All employees will be paid in twenty-four
(24) installments over the twelve (12) month period.

THERE WILL BE NO EARLY RELEASE OR ADVANCEMENT OF PAYROLL
CHECKS TO EMPLOYEES.

Employees retiring or resigning at the end of the school year have the option to receive
the full amount due them by June 30. Employees whose employment is terminated shall
have a final compensation settlement determined by the payroll office.

The pay periods for the 2009-2010 school year are as follows:

        Wednesday, July 15, 2009                Wednesday, January 13, 2010
        Thursday, July 30, 2009                 Friday, January 29, 2010
        Friday, August 14, 2009                 Wednesday, February 10, 2010
        Friday, August 28, 2009                 Friday, February 26, 2010
        Tuesday, September 15, 2009             Monday, March 15, 2010
        Wednesday, September 30 2009            Tuesday, March 30, 2010
        Thursday, October 15, 2009              Thursday, April 15, 2010
        Friday, October 30, 2009                Friday, April 30, 2010
        Friday, November 13, 2009               Friday, May 14, 2010
        Monday, November 30, 2009               Friday, May 28, 2010
        Tuesday, December 15, 2009              Tuesday, June 15, 2010
        Thursday, December 17, 2009             Wednesday, June 30, 2010




                                           37
Direct Deposit

The Georgetown County Board of Education approved a mandatory direct deposit
proposal. All new employees (to include full-time, part-time and temporary employees)
will be required to use payroll direct deposit.

Effective 2008-2009 school year, active employees (to include full-time, part-time and
temporary employees) are required to make the transition to direct deposit by May 15,
2009. (See Appendix)

Payroll Deductions

The Board has authorized the following specific payroll deductions: state and federal
taxes, social security, S.C. state retirement or optional retirement, group insurance, tax-
sheltered annuities, Heritage Trust Federal Credit Union, supplemental health and life
insurance companies, and United Way.

Tax sheltered annuity payroll deductions may also be available for part-time/temporary
employees if they meet the criteria established by the IRS guidelines.

The mandatory withholding of income tax is based upon schedules of the S.C. Tax
Commission and the U.S. Internal Revenue Service. The amount deducted from an
employee’s paycheck is based on the withholding certificate (W-4) completed and signed
by the employee which is on file in the Human Resources Office. A new withholding
certificate should be completed, signed and sent to the payroll office for any changes to
withholding allowances. Questions may be addressed to the Payroll Office or to the S.C.
Tax Commission, Calhoun State Office Building, Columbia, SC, 29201, telephone
number; 803-758-3211, or to the Internal Revenue Service, 901 Sumter Street, Columbia
SC, 29201, telephone number; 803-779-1040.

Teachers can maximize their after tax dollars by taking deductions on all related
educational expenses. Teachers seek additional education and training opportunities
more frequently than any other professional group. These expenses should not be
overlooked when filing tax returns.

Social Security (FICA)
All employees are covered by Social Security.

BENEFIT SERVICES

All full-time personnel who fill a permanent position are required to contribute 6.50% of
gross income into a retirement plan.

SCRS (South Carolina Retirement System)

All employees can participate in the South Carolina Retirement System. SCRS is a
defined benefit plan. Employees and employers contribute to a fund for which there is a
clearly defined and guaranteed level of benefit that will be paid to retirees. Unreduced




                                            38
retirement benefits can begin after 28 years of service credit with SCRS or at age 65 with
five years of earned service credit. Retirement disability is also available for eligible
candidates after five years of service credit.


ORP (Optional Retirement Program)

All employees hired after July 1, 2003, can participate in the Optional Retirement
Program (ORP).

ORP is a defined contribution plan. Employees and employers contribute to a fund for
which only the contribution is defined. The level of retirement may rise or fall based on
the performance investment selected by the employee. Eligibility for retirement benefits
will be based on the individual plan selected.

Fringe Benefits

Benefits paid by Georgetown County School District for each employee who works 30
hours or more per week include the following (Benefits and premiums are valid through
Dec. 31, 2009, and are dependent on the State legislature):

                             Employee       Employee/      Employee/      Full
                             Only           Spouse         Child          Family

Health                       $260.90         514.70         369.14         602.56
Dental                         11.71          11.71          11.71          11.71
Long-term disability            3.23           3.23           3.23           3.23
State life insurance             .33            .33            .33            .33

TOTAL                        $276.17         529.97         384.41         617.83

Other benefits, based on an employee’s total salary, paid by Georgetown County School
District:

Workers’ Compensation – Professional & Clerical               $.0092
Workers’ Compensation – All Others                            $.038
Workers’ Compensation – Bus Drivers                           $.0472
Social Security                                               $.0765
SCRS Retiree Life                                             $.0015
SCRS                                                          $.1289
Drug & Alcohol Abuse Counseling                               No Cost

Life Insurance

The South Carolina Retirement System provides a life insurance policy equal in value to
the employee’s annual salary the year of his/her death, provided the employee has been
employed for one year prior to death. Also, the employee’s beneficiary will receive
contributions paid into the retirement system. The one year requirement is waived if
death is due to job related injury.




                                           39
South Carolina provides Life Insurance coverage of $3,000 for active employees enrolled
in the state health insurance. Additional life insurance for dependents is available for a
fee.

The Georgetown County School District provides Minnesota Life Insurance at no cost for
all full-time employees. Questions about Minnesota Life coverage should be directed to
the Benefits Manager in the Human Resources Office at 436-7151.


Accident Insurance

Faculty members, administrative personnel, volunteer workers and all other school
employees may purchase the accident insurance policy offered to pupils early in each
school year. Fees must be paid at the time of purchase for this insurance.

Vision Care Program

The Vision Care Program offers discounted vision care services. Active full-time
employees will be charged no more than $60 for a routine eye examination and will
receive a 20 percent discount on all eyewear with the exception of disposable contact
lenses.

Long-Term Disability Insurance

Employees who enroll in the State Health Plan are provided, by the state, with Long-
Term Disability Insurance with a monthly benefit of 62.5 percent of base monthly salary,
but not more than $800.00 per month. A supplement is available through payroll
deduction with a possible benefit of 65 percent of base monthly salary.


Workers’ Compensation

All employees shall be covered under the South Carolina Workers’ Compensation Law
that provides medical benefits for injuries received while in the line of duty.

All injuries received on duty must be reported to the immediate supervisor within 24
hours of the accident. The employee must fill out an incident report.

The nature of the disability determines the duration of the Workers’ Compensation
payment period.


Tort Liability

All employees of the District are covered under a tort liability policy provided by the
Board of Trustees.




                                           40
SICK LEAVE BANK

Introduction

A Sick Leave Bank has been established by the School District of Georgetown County
for active duty employees who earn sick leave. The purpose of the District sick leave
bank is to provide the opportunity for paid leave for eligible employees when attendance
is inadvisable and/or impossible due to the catastrophic illness of the employee or his/her
immediate family, and when required absences exceed their accrued leave, but do not
activate long-term disability insurance provisions.

The bank will be administered by a Sick Leave Bank Board which will be comprised of
two classified employees, one nurse, three teachers, and one district office
administrator/principal. The Executive Director for Human Resources or Director of
Human Resources will serve on this Board as an ex officio member. Terms for elected
members shall be two years effective after the initial election of the Sick Leave Bank
Board. The Board will serve from June 1 through May 31 of each year. All
representatives to the Sick Leave Bank Board must be members of the Sick Leave Bank.

In the initial formation of the Sick Leave Bank Board, the Sick Leave Bank Steering
Committee will be responsible for recommending at least three candidates for each board
member position. The candidate recommendations will be made after the first open
enrollment to determine who the Sick Leave Bank members will be. All Sick Leave
Bank members will have the opportunity to elect their respective representatives by ballot
prepared by the Office of Human Resources. Any vacancies on the Board will be
handled by the next highest candidate from the last held election. The Sick Leave Bank
Board will assume all other responsibilities of nomination and the election after the initial
Board is seated.

The Sick Leave Bank Board will elect a chairperson annually and any other offices
deemed appropriate in implementing the Sick Leave Bank Board. A quorum of the Sick
Leave Bank Board will consist of four members.

The Sick Leave Bank Board will receive requests for use of days from the Sick Leave
Bank and will decide on these requests and upon appeals arising from their decisions
according to the regulations contained in this document. The Board may make
suggestions for improving the operation of the bank. However, any changes to these
regulations and guidelines must be approved by the School District of Georgetown
County Board of Education. The Sick Leave Bank Board will issue an annual report to
the membership and to the Georgetown County Board of Education.

I.     Definitions

       A.      This plan will provide the opportunity for extended sick leave to a
               member-employee for catastrophic illness, injury, quarantine, or
               incapacitation so severe to oneself or an immediate family member that
               attendance of the employee is inadvisable and/or impossible.




                                             41
              1.     Catastrophic illness is defined as a severe and debilitating illness,
                     as determined by the Sick Leave Bank Board.

              2.     An immediate family member has been defined by the Georgetown
                     County Board of Education in previous policy as child, spouse,
                     stepchild, parent, or person living in the home of the employee and
                     dependent upon said employee.

              3.     Intermittent catastrophic illness is defined as a catastrophic illness
                     that may be an “on-going” illness to the employee or his/her
                     immediate family member that would require the member to use
                     sick leave at intermittent times due to the type of illness or
                     accident. The employee/member may be able to return to work for
                     a period of time with illness and again take sick leave due to
                     special therapy or treatment. In an intermittent catastrophic illness,
                     the Sick Leave Bank procedures are not dependent upon the
                     employee/member being out of work for at least 20 consecutive
                     workdays. However, an accumulation of 20 absences would be
                     required before making a request for days from the Sick Leave
                     Bank.

II.    Eligibility

       A.     All employees who are on full-time active duty with the School District of
              Georgetown County, who earn sick leave, and have accrued six sick leave
              days and have a minimum of one (1) year’s local experience, are eligible
              to participate in the Bank. Participation is voluntary; however, the Bank
              will not operate with less than 30% participation of the total number of
              employees within the district.

       B.     To become a member, an employee must complete a membership
              application and contribute one day of sick leave during the open
              enrollment period. Additional contributions annually, or as needed, will
              be automatically transferred to the Bank according to the procedures
              established (See Procedures section). If a member has utilized all his/her
              sick leave prior to the next assessment, the next available day will be
              deducted. Notification to the members will be made by the Sick Leave
              Bank Board when days are automatically transferred.

III.   Procedures and Regulations for Membership

       A.     An open enrollment period shall occur between July 1 and September 30
              of each school year.

       B.     Employees who initially choose not to participate in the Bank may enroll
              at a subsequent open enrollment period. However, the employee must
              contribute a number of days equal to those he/she would have contributed
              had he/she been a member of the Bank since the initial enrollment




                                           42
            opportunity up to a maximum of 4 days, plus one additional day of sick
            leave that will be transferred the first pay period in October, or at such
            time the Sick Leave Bank may need to replenish its supply of available
            days.

      C.    Sick Leave Bank members must contribute one day of sick leave at the
            initial enrollment period and one additional day each year at the open
            enrollment period. If a member has utilized all his/her sick leave prior to
            the next assessment, the next available day will be deducted. Exceptions
            to contributions are as follows:

            1.     In any year that the number of sick leave days in the Bank is twice
                   the number of members, no days will be contributed for that year
                   except by first-time members of the Bank.

            2.     Any time the total number of days in the Bank reaches a level
                   equal to or less than 25% of the number of members, an additional
                   contribution of one day will be required and an open enrollment
                   period declared for new members.

      D.    All contributions of the Bank remain the property of the Bank and under
            no circumstances can a member withdraw his/her accumulated days from
            the Bank. If the Bank were ever to be dissolved, the days will become the
            property of The School District of Georgetown County.

      E.    All contributions to the Bank will remain in force for the fiscal year in
            which they are contributed. However, a member may cancel his/her
            membership during the open enrollment period by written notification to
            the Sick Leave Bank Board.

IV.   Regulations for Use of the Bank

      A.    In order to make application to receive days from the Sick Leave Bank, an
            employee must meet the following criteria:

            1.     The employee must be a current member of the Bank.
            2.     The employee must have been out of work for at least 20
                   consecutive workdays as a result of catastrophic illness or accident
                   to himself or an immediate family member. Or, in the case of
                   intermittent catastrophic illness, the employee must have been out
                   of work for 20 accumulated days.
            3.     The employee must have exhausted all advanced and/or
                   accumulated sick days, vacation days, and/or compensation days.

      B.    An employee (or family member of an incapacitated employee who cannot
            complete an application) who meets eligibility criteria as described in this
            document may apply to draw upon the Sick Leave Bank by completing an
            “Application for Use of Sick Leave Bank” form. This application must be




                                         43
              accompanied by a “Physician’s Confirmation” form confirming the nature
              and expected duration of the disabling condition. Employees requesting
              additional days must reapply in a timely manner. An additional form from
              the physician must be completed after each 30 calendar days drawn from
              the bank.

       C.     Application must be submitted to the Business Services Designee who will
              schedule meetings of the Sick Leave Bank Board.

       D.     All members applying for additional days from the Sick Leave Bank will
              be notified in writing of the decision of the Sick Leave Bank Board.

              1.     All approved applications will be forwarded to Business Services
                     Office for processing.

              2.     All rejected applications will be returned to the member. Members
                     may appeal a rejected decision only once by reapplying and
                     submitting additional documentation and an opinion of the second
                     physician on the “Physician’s Confirmation” form.

              3.     All appeals will be responded to in writing.
              4.     Decisions will be made by a majority vote of the Sick Leave Bank
                     Board. The Board’s decision will be final, with no further appeals
                     to the District.

       E.     The maximum number of days which may be drawn from the Bank for
              any catastrophic event is 90 days.

       F.     Sick leave days from the Sick Leave Bank will not be granted until after
              the twentieth day of illness. There will be no reimbursement for the first
              20 days of illness.

       G.     Should a member of the Sick Leave Bank be approved for any type of
              disability benefits during the time he/she is receiving sick leave days from
              the Sick Leave Bank, he/she must notify the Sick Leave Bank in writing
              within 7 working days of his/her notification of approval for disability.
              Termination from the Sick Leave Bank will begin immediately upon
              receipt of that notice.

The Sick Leave Bank operates on fiscal year July 1 – June 30; therefore, sick leave bank
days will be granted up to June 30th. Should a member of the Sick Leave Bank request
days beyond June 30, he/she must reapply and provide the documentation necessary for
the Board to vote on whether to grant additional days.

Members who have been approved for worker’s compensation due to a job related injury
will not be eligible to receive Sick Leave Bank days.




                                           44
Sick leave days from the Sick Leave Bank will not be granted for illness or
hospitalization related to a normal pregnancy, except in cases of extreme complications
of pregnancy, as documented by a physician and approved by the Sick Leave Bank
Board.

Members utilizing sick leave days from the Bank whose illness is expected to last for
more than ninety (90) days should apply for state disability benefits on or before the
exhaustion of the Sick Leave Bank days granted.

Forms to be used by the employees for membership application, application for
additional sick leave days from the bank and physician’s confirmation are available from
Office of Business Services.

      No appeals or grievances regarding decisions made by the Sick Leave Bank will
      be entertained by the District administration or the Georgetown County Board of
      Education. Final decisions are made by the Sick Leave Bank Board.




                                          45
Appendices




    46
                          Transfer Request Procedures

Employees who wish to voluntarily transfer to another school within the district shall
make a written request to the Office of Human Resources no later than April 1 of each
year. Professional employees normally must have served in their present assignment for
at least three years before they will be considered for a voluntary transfer. Classified
support employees must have served in their present assignment for at least one year
before they will be considered for a voluntary transfer.

1.     Office of Personnel will distribute Transfer Request Forms in March each year to
       all schools. Employees may also secure forms from the Office of Human
       Resources at any time.
2.     Any employee who wishes to transfer to another school within the district must
       complete a district Transfer Request Form and return to the Human Resources
       Office by April 1. This form serves as a formal written request. The employee
       requesting the transfer must complete all appropriate items on the application, and
       obtain the approval of the employee’s current principal/supervisor.
3.     When a vacancy occurs at the desired school, a copy of the transfer request form
       will be sent to the principal.
4.     Transfer candidates should be available on short notice for interviews at the
       respective school/location.
5.     If the principal/supervisor of the receiving school/location approves the transfer to
       his or her school/location, the principal/supervisor will sign the Transfer Request
       form and return it to Office of Human Resources.
6.     The current principal/supervisor may object to a transfer by submitting a letter
       documenting the reason to the Executive Director for Human Resources. The
       transfer request will be reviewed by Office of Human Resources.
7.     In case of vacancies, consideration will be given to qualified applicants among
       current staff members at the school site/location.
8.     Normally, transfers will not occur after July 1 for the upcoming school year.
       Staff racial composition of both schools /locations must be considered by Office
       of Human Resources before a teacher is sent for an interview at that
       school/location in which there is a vacancy.
       Transfer Request Forms must be completed annually by employees for
       consideration.




                                            47
                       PROFESSIONAL TRANSFER REQUEST FORM
                            Georgetown County School District

NAME:_______________________________________________________________________________

ADDRESS:____________________________________________________________________________
               Street                 City                            State                     Zip

PHONE NUMBER:_______________________________________________________________
                            Home                                            Work

CERTIFICATION
ENDORSEMENT(S):___________________________________________________________________

______________________________________________________________________________________

CURRENT SCHOOL LOCATION:______________________________________________________________

NUMBER OF YEARS TEACHING AT CURRENT LOCATION:____________________________________

SUBJECT/GRADES CURRENTLY TEACHING:__________________________________________________

I wish to be considered for the following school(s):

____________________________________________

____________________________________________

____________________________________________

____________________________________________

Signature of Teacher
Requesting Transfer:_________________________________________________Date:_____________________

Signature of
Current Principal:___________________________________________________Date:_____________________


                      THIS SECTION TO BE FILLED OUT IF TRANSFER APPROVED

Signature of
Receiving
Principal:_____________________________________________________Date:___________________________

_____________________________________________             ___________________________________________
Assistant Superintendent for Instruction Date           Executive Director                   Date
                                                        for Human Resources




              BRING THIS FORM OR FAX TO HUMAN RESOURCES NO LATER THAN APRIL 1st – 436-7143




                                                       48
                         CLASSIFIED TRANSFER REQUEST FORM
                             Georgetown County School District

NAME:______________________________________________________________________________________

ADDRESS:__________________________________________________________________________________
               Street                 City                            State           Zip

PHONE NUMBER:_______________________________________________________________
                            Home                                            Work

WORK QUALIFICATION(S):_________________________________________________________________

_____________________________________________________________________________________________

CURRENT SCHOOL LOCATION:______________________________________________________________

NUMBER OF YEARS AT CURRENT LOCATION:________________________________________________

CURRENT WORK AREA/POSITION:___________________________________________________________

I wish to be considered for the following school(s):

____________________________________________

____________________________________________

____________________________________________

____________________________________________

Signature of Employee
Requesting Transfer:_________________________________________________Date:_____________________

Signature of
Current Principal:___________________________________________________Date:_____________________


                      THIS SECTION TO BE FILLED OUT IF TRANSFER APPROVED

Signature of
Receiving
Principal:_____________________________________________________Date:___________________________

_____________________________________________             ___________________________________________
 Assistant Superintendent for Instruction Date          Executive Director                   Date
                                                           for Human Resources

                           BRING THIS FORM OR FAX TO HUMAN RESOURCES– 436-7143




                                                       49
                                Medical Leave Procedures
                          Georgetown County School District
In reference to medical leave, the following procedures will be implemented:

 1. Any employee who requests leave for a serious health condition that prevents the
    employee from performing his/her job responsibilities will be asked to complete an
    application for leave under the Family Medical Leave Act (FMLA). If the employee
    is not eligible for leave under FMLA, he/she will be asked to request Emergency
    medical leave. If the employee qualifies for FMLA leave, the employee will be
    required to use his/her accrued leave days concurrently with the 60 days of leave
    available under the FMLA. If approved for Emergency medical leave, the employee
    will be required to use his/her accrued leave days concurrently with the approved
    Emergency leave period.

 2. Once an employee has exhausted all accrued leave days, whether sick leave or
    vacation leave, the employee will be placed on a leave without pay status. The
    employee will not accrue sick leave or vacation days while on leave without pay
    status. Generally an employee may continue or drop all or part of his/her coverage
    will on approved leave/LWOP; but if dropping, coverage must be dropped within
    31 days of starting the leave period. * Georgetown County School District will pay
    its portion of the premium for the employee’s health insurance benefits until the
    employee reaches 60 days of continuous sick leave. An employee who is on
    extended medical leave beyond 60 days will be required to pay both the employee
    and employer portion of the premium for his/her insurance benefits.

 3. After all accrued leave days have been exhausted, the employee will be responsible
    for making arrangements to timely remit the applicable portion(s) of his/her
    insurance benefits premium in accordance with Paragraph 2 herein. If an employee
    does not timely remit the required payment for the insurance premium, the District
    will notify the employee in writing, and if the employee does not pay the amount
    due within 30 days of that notice, the District may cancel the employee’s insurance
    coverage.

 4. South Carolina Code § 59-1-400 specifies that an employee cannot be terminated
    while that employee is using his/her accrued sick leave days nor during a continuing
    sick leave of less than ninety-one work days. The Georgetown County School
    District will allow an employee to remain on unpaid leave of absence status for a
    maximum of one calendar year from the last day worked, after which time the
    employee will be terminated.

 5. An employee who is unable to return to work with or without reasonable
    accommodations after the 60th work day of continuous absences will be advised of
    the option of applying for Standard Long-Term Disability as well as State
    Retirement Disability (if applicable). If the employee chooses not to apply for
    disability benefits, or if the employee applies for disability benefits and is not
    approved, the procedures set forth in Paragraph 4 herein will be applicable.

     Effective: September, 2008
     * S.C. State Budget & Control Board ( Employee Insurance Program)



                                           50
             THE SCHOOL DISTRICT OF GEORGETOWN COUNTY
                      DIRECT DEPOSIT PROGRAM
                             (Mandatory)

**Authorization Agreement Forms that do not have VOIDED checks or account ID
cards CANNOT be processed. Please read the following information carefully. **

•   The direct deposit form must be completed in its entirety and turned in to Stephanie
    Barrineau in the Payroll Office at 436-7084,

•   You can deposit money in up to three accounts anywhere in the United States.

•   You will get a stub that gives all pay information, deductions, taxes and to which of
    your accounts money was deposited. Your deposit will show on your monthly bank
    statement.

•   Supplemental checks will be direct deposited. If you designate a savings account or
    other account with a specified dollar amount instead of NET, the supplemental check
    will go into the account with the specified dollar amount. The computer
    automatically does this, and there is no way it can be changed.

•   If you want to have your deduction to Heritage Trust Credit Union direct deposited
    and you already have a payroll deduction with Heritage Trust, you must cancel the
    payroll deduction to avoid double deposits to Heritage Trust. Contact Bette Bryson at
    436-7086.

•   If you wish to deposit money with the Georgetown Kraft Credit Union savings
    account, we are aware that they do not provide savings deposit slips.

•   If opening a brand new account, make sure the bank gives you a card showing your
    new account number.

•   In most cases, your direct deposit will take effect two pay periods after you have
    signed up.

•   DO NOT CLOSE ANY ACCOUNTS until you have talked with Stephanie
    Barrineau in the Payroll Office at 436-7084.

•   If you have questions about Direct Deposit, please contact Stephanie Barrineau in the
    Payroll Office at 436-7084.




                                            51
                        GEORGETOWN COUNTY SCHOOL DISTRICT
              AUTHORIZATION AGREEMENT FOR AUTOMATIC DEPOSITS (CREDITS)
                           AND DEPOSIT REVERSALS (DEBITS)
Have you ever been on direct deposit with our School District Yes:                    No:
     Check here if changes are to be made. If checked, please complete below exactly as you wish your total payroll check(s) to be deposited.
TO CANCEL DIRECT DEPOSIT COMPLETELY, CHECK HERE

I (We) hereby authorize Georgetown County Schools, hereinafter called the COMPANY, to initiate credit entries to my (our) checking and/or savings
account(s) listed below and the bank named below, hereinafter called the DEPOSITORY, to credit the same to such account. In the event of
overpayment to my account. I (we) authorize the COMPANY to make any adjusting debit entry to my (our) account up to the amount of overpayment.

For deposit into SAVINGS ACCOUNT Copy of Deposit Slip or ID Card REQUIRED**
Depository (BANK) Name: ________________________________________________________                                    Branch: ____________________
City: ___________________________________________________ State: __________________                                 if you wish to deposit remainder of
                                                                                                                    check, enter “NET” below. If not,
                                                                                                                    specify the amount you wish
Savings Account Number: _________________________________________________________                                   to deposit: __________________



                                                          DO NOT WRITE IN THIS SPACE
                                                             PERSONNEL USE ONLY

                         Routing Number: _________________________________________________
                         Account Number: _________________________________________________



For deposit into CHECKING ACCOUNT COPY OF VOIDED Check REQUIRED******
Depository (BANK) Name: ________________________________________________________                                    Branch: ___________________
City: _____________________________________ _____________ State: ___________________                                if you wish to deposit remainder of
                                                                                                                    check, enter “NET” below
Checking Account Number: _________________________________________________________                                  Amt. of Deposit: _____________



                                                          DO NOT WRITE IN THIS SPACE
                                                             PERSONNEL USE ONLY

                         Routing Number: _________________________________________________

                         Account Number: _________________________________________________



For Deposit into OTHER ACCOUNT Copy of VOIDED CHECK, Account ID, etc. REQUIRED**

Depository (BANK) Name: _________________________________________________________                                   Branch: ____________________
City: ____________________________________________________ State: __________________                                if you wish to deposit remainder of
                                                                                                                    check, enter “NET” below
Account Number: _________________________________________________________________                                   Amt. of Deposit: _____________



                                                          DO NOT WRITE IN THIS SPACE
                                                             PERSONNEL USE ONLY

                         Routing Number: _________________________________________________

                         Account Number: _________________________________________________



This authority is to remain in full force and effect until COMPANY has received written notification from me (or either of us) of its termination in such
time and in such manner as to afford COMPANY a reasonable opportunity to act on it.

Employee SIGNATURE (REQUIRED):______________________________________________SS#_____________________

Print Name: ____________________________________School/Dept._________________________________________________
Home Address: _____________________________________________________Date of Application________________________




                                                                           52
53
                                                                                                                                 EMPLOYEE RIGHTS AND RESPONSIBILITIES
                                                                                                                                UNDER THE FAMILY AND MEDICAL LEAVE ACT
Basic Leave Entitlement                                                                                                                                                                                                                                                       Use of Leave
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-                                                                                                                                                                                                     An employee does not need to use this leave entitlement in one block. Leave
protected leave to eligible employees for the following reasons:                                                                                                                                                                                                              can be taken intermittently or on a reduced leave schedule when medically
•    For incapacity due to pregnancy, prenatal medical care or child birth;                                                                                                                                                                                                   necessary. Employees must make reasonable efforts to schedule leave for
•    To care for the employee’s child after birth, or placement for adoption                                                                                                                                                                                                  planned medical treatment so as not to unduly disrupt the employer’s
     or foster care;                                                                                                                                                                                                                                                          operations. Leave due to qualifying exigencies may also be taken on an
•    To care for the employee’s spouse, son or daughter, or parent, who has                                                                                                                                                                                                   intermittent basis.
     a serious health condition; or
•    For a serious health condition that makes the employee unable to
                                                                                                                                                                                                                                                                              Substitution of Paid Leave for Unpaid Leave
                                                                                                                                                                                                                                                                              Employees may choose or employers may require use of accrued paid leave
     perform the employee’s job.
                                                                                                                                                                                                                                                                              while taking FMLA leave. In order to use paid leave for FMLA leave,
Military Family Leave Entitlements                                                                                                                                                                                                                                            employees must comply with the employer’s normal paid leave policies.
Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a
                                                                                                                                                                                                                                                                              Employee Responsibilities
                                                                                                                                                                                                                                                                              Employees must provide 30 days advance notice of the need to take FMLA
contingency operation may use their 12-week leave entitlement to address
                                                                                                                                                                                                                                                                              leave when the need is foreseeable. When 30 days notice is not possible, the
certain qualifying exigencies. Qualifying exigencies may include attending
                                                                                                                                                                                                                                                                              employee must provide notice as soon as practicable and generally must
certain military events, arranging for alternative childcare, addressing certain
                                                                                                                                                                                                                                                                              comply with an employer’s normal call-in procedures.
financial and legal arrangements, attending certain counseling sessions, and
attending post-deployment reintegration briefings.                                                                                                                                                                                                                            Employees must provide sufficient information for the employer to
                                                                                                                                                                                                                                                                              determine if the leave may qualify for FMLA protection and the anticipated
FMLA also includes a special leave entitlement that permits eligible
                                                                                                                                                                                                                                                                              timing and duration of the leave. Sufficient information may include that the
employees to take up to 26 weeks of leave to care for a covered
                                                                                                                                                                                                                                                                              employee is unable to perform job functions, the family member is unable to
servicemember during a single 12-month period. A covered servicemember
                                                                                                                                                                                                                                                                              perform daily activities, the need for hospitalization or continuing treatment
is a current member of the Armed Forces, including a member of the
                                                                                                                                                                                                                                                                              by a health care provider, or circumstances supporting the need for military
National Guard or Reserves, who has a serious injury or illness incurred in
                                                                                                                                                                                                                                                                              family leave. Employees also must inform the employer if the requested
the line of duty on active duty that may render the servicemember medically
                                                                                                                                                                                                                                                                              leave is for a reason for which FMLA leave was previously taken or certified.
unfit to perform his or her duties for which the servicemember is undergoing
                                                                                                                                                                                                                                                                              Employees also may be required to provide a certification and periodic
medical treatment, recuperation, or therapy; or is in outpatient status; or is on
                                                                                                                                                                                                                                                                              recertification supporting the need for leave.
the temporary disability retired list.

Benefits and Protections                                                                                                                                                                                                                                                      Employer Responsibilities
                                                                                                                                                                                                                                                                              Covered employers must inform employees requesting leave whether they
During FMLA leave, the employer must maintain the employee’s health
                                                                                                                                                                                                                                                                              are eligible under FMLA. If they are, the notice must specify any additional
coverage under any “group health plan” on the same terms as if the employee
                                                                                                                                                                                                                                                                              information required as well as the employees’ rights and responsibilities. If
had continued to work. Upon return from FMLA leave, most employees
                                                                                                                                                                                                                                                                              they are not eligible, the employer must provide a reason for the ineligibility.
must be restored to their original or equivalent positions with equivalent pay,
benefits, and other employment terms.                                                                                                                                                                                                                                         Covered employers must inform employees if leave will be designated as
                                                                                                                                                                                                                                                                              FMLA-protected and the amount of leave counted against the employee’s
Use of FMLA leave cannot result in the loss of any employment benefit that
                                                                                                                                                                                                                                                                              leave entitlement. If the employer determines that the leave is not FMLA-
accrued prior to the start of an employee’s leave.
                                                                                                                                                                                                                                                                              protected, the employer must notify the employee.
Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at
                                                                                                                                                                                                                                                                              Unlawful Acts by Employers
                                                                                                                                                                                                                                                                              FMLA makes it unlawful for any employer to:
least one year, for 1,250 hours over the previous 12 months, and if at least 50
employees are employed by the employer within 75 miles.                                                                                                                                                                                                                       •  Interfere with, restrain, or deny the exercise of any right provided under
                                                                                                                                                                                                                                                                                 FMLA;
Definition of Serious Health Condition                                                                                                                                                                                                                                        •  Discharge or discriminate against any person for opposing any practice
A serious health condition is an illness, injury, impairment, or physical or                                                                                                                                                                                                     made unlawful by FMLA or for involvement in any proceeding under
mental condition that involves either an overnight stay in a medical care                                                                                                                                                                                                        or relating to FMLA.
facility, or continuing treatment by a health care provider for a condition that
either prevents the employee from performing the functions of the                                                                                                                                                                                                             Enforcement
employee’s job, or prevents the qualified family member from participating                                                                                                                                                                                                    An employee may file a complaint with the U.S. Department of Labor or
in school or other daily activities.                                                                                                                                                                                                                                          may bring a private lawsuit against an employer.

Subject to certain conditions, the continuing treatment requirement may be                                                                                                                                                                                                    FMLA does not affect any Federal or State law prohibiting discrimination, or
met by a period of incapacity of more than 3 consecutive calendar days                                                                                                                                                                                                        supersede any State or local law or collective bargaining agreement which
combined with at least two visits to a health care provider or one visit and a                                                                                                                                                                                                provides greater family or medical leave rights.
regimen of continuing treatment, or incapacity due to pregnancy, or
incapacity due to a chronic condition. Other conditions may meet the
                                                                                                                                                                                                                                                                              FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered
definition of continuing treatment.                                                                                                                                                                                                                                           employers to post the text of this notice. Regulations 29
                                                                                                                                                                                                                                                                              C.F.R. § 825.300(a) may require additional disclosures.




____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________




                                                                                                                                                                            For additional information:
                                                                                                                                                                1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627
                                                                                                                                                                                     WWW.WAGEHOUR.DOL.GOV

                                                                                                                           U.S. Department of Labor | Employment Standards Administration | Wage and Hour Division                                                                                                                                                                                                      WHD Publication 1420 Revised January 2009

								
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