DEPARTMENT OF HUMAN RESOURCES Justin L. Schooley, Associate Superintendent 

August 14, 2013 Dear BCS Staff Member: Here at Berkeley County Schools, we work hard day in and day out to ensure excellent teaching and learning in all our classrooms and for all our students. Each member of our team has an important contribution to make to our goal of creating an entire system of great schools. If you are a new staff member—welcome! We are happy to have you on board, and we look forward to your new energy and ideas. And, if you are a longer term employee—thank you for your continuing commitment to our students and for all that you do for our great kids. These are exciting times, and I thank you for joining us in this important work. This personnel handbook is intended to provide you with the basic terms and conditions of your employment with Berkeley County Schools. This handbook will be in effect for the 2013-2014 and subsequent school years unless replaced by a later edition. Please refer to it often, and do not hesitate to contact the Department of Human Resources if you have questions about anything included here. We are here to support you, as you support our students across the district. Throughout this document there are references to district policies and policy regulations. Many times a section contains actual policy language intermixed with day-to-day procedures. In reading this handbook, please understand that where conflict exists, state or federal law and Board Policy supersede this handbook. We hope this handbook will be helpful to you. Suggestions for improvement and additional information are always welcome. Thank you for your dedication to supporting our great kids. Sincerely, Justin L. Schooley Associate Superintendent for Human Resources   

Federal regulations require Berkeley County Schools to notify all students, employees, parents and guardians of its revised Non-Discrimination Grievance Procedures. You may access these procedures on the Berkeley County Schools website at, http://berkeleycountyschools.org/Page/500 , by requesting a written copy from any school or by contacting the Office of Student Support Services at (304)267-3500.

Overview

Mission Statement ............................................ 1 Core Beliefs/Goals ............................................. 1 2013-2014 Strategic Priorities .......................... 1 Equal Opportunity ............................................. 2 Drug-Free Workplace ....................................... 2

School Laws of West Virginia .......................... 2 Policy Manual ..................................................... 2 Central Office Contacts ..................................... 2 Instructional Resource Center ......................... 2

Employment Term .......................................... 3 Seniority/Years of Experience ........................ 3 Background Check .......................................... 3 Contracts ...................................................... 3, 4 Employment Records ...................................... 4 Tuberculosis Test ............................................. 4 Employee Identification .................................. 4 Meal Prices ........................................................ 4 Duty-Free Lunch .............................................. 5 Arrival/Departure Times ................................ 5 Reporting Absences ......................................... 5 Dock Days .................................................... 5, 6 Dress .................................................................. 6 Employee Code of Conduct ........................... 6 Outside Employment ...................................... 6 Harassment Prohibited ................................... 6 Conflict of Interest ........................................... 6 Gifts to Staff ...................................................... 7 Political Activity ............................................... 7

Reporting Abuse or Neglect of Children ............................................................ 7 Substance Abuse and Tobacco Control Policy ............................................................................ 7 Technology Use ........................................... 7, 8 Staff Development ........................................... 8 Employee Observations .................................. 8 Employee Evaluation .................................. 8, 9 Probationary Employment ............................. 9 Employee Grievance Procedure ..................... 9 Job Vacancies ................................................... 9 Recruitment and Selection of Employees ... 10 Work Related Injuries ...................................... 10 Transfer .......................................................... 10 Transfer Limitations ............................... 10, 11 Reduction in Work Force (RIF) .................. 11 Absences from Work .............................. 11, 12 Resignation .................................................... 12 Retirement ..................................................... 12 Social Networking Guidance ....................... 13 Substitute Employees ................................... 13   

Professional Employees................................ 14 Professional Certification ............................ 14 National Board Certification Bonus ........... 14 Advanced Certification Bonus for Other Professionals ...................................... 14 Mentor Program ........................................... 14

Tuition Assistance ........................................ 15 Professional Leave ........................................ 15 Lesson Plans .................................................. 15 Homework ..................................................... 15 Planning Period ...................................... 15, 16 Highly Qualified Teacher ............................ 16

 

TABLE OF CONTENTS

General Information

Human Resources

Professional Employees

 

Service Employees......................................... 17 Service Classifications .................................. 17

Competency ................................................... 17

 

Salary .............................................................. 18 Advanced Salary ............................................ 18   

 

Pay Periods .................................................... 18 Payroll Deduction ......................................... 18   

 Activity Passes ............................................... 19 Dental and Optical Insurance ..................... 19 Care Giver Leave Bank ................................. 19 Employee Credit Union ............................... 19 Employee Sick Leave Incentive ................... 19 Health Insurance ........................................... 19 Holidays ......................................................... 19 Housing Allowance ...................................... 20 Liability Insurance ........................................ 20  

  

OSE Days ....................................................... 20 Overtime Compensation ............................. 20 Pathway to Wellness ..................................... 20 Sick and Personal Leave ............................... 20 Sick Leave Bank ............................................. 20 Personal Leave Donation Program ............ 21 Vacations ....................................................... 21 403(b) Plan ..................................................... 21 457(b) Plan ..................................................... 21

  

School Calendar ............................................ 22 Employment Relationship ........................... 22 NTouch .......................................................... 22 Emergency Closings/Snow Days ................ 22 Scrolling ......................................................... 22

Website ........................................................... 23 Courier ........................................................... 23 Media Spokesperson ..................................... 23 Distribution Lists .......................................... 23

 

Reporting Absences Instructions ................ 24 Service Personnel Evaluation ...................... 25 Teacher Evaluation .................................. 26-28 Professional Growth & Development ................................................. 29 Travel & Request to Attend Conference Procedure ....................................................... 30

Service Personnel Classification ................. 31 Service Personnel Salary Schedule .............. 32 Teacher Salary Schedule ............................... 33 Employment Terms ...................................... 34 Calendar ......................................................... 35 Emergency Closing ....................................... 36 Social Networking ......................................... 37 Central Office Telephone Extensions ........ 38 Index ............................................................... 39

   

Service Employees

Compensation

Benefits

Communications

DISCRIMINATION PROHIBITED The Berkeley County public school system does not discriminate on the basis of race, color, creed, ancestry, familial status, religion, national origin, gender, sexual orientation, age, disability or other legally protected classification in its programs, activities or employment practices. For inquiries, please contact Assistant Superintendent Ron Stephens, Title IX Coordinator, or Fred Jacobs, Section 504 Coordinator, at: Berkeley County Schools 401 South Queen Street, Martinsburg, WV 25401 or by phone at: (304) 267-3500.   

Appendices

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OVERVIEW Berkeley County Schools created this employee handbook to assist you with issues related to your career within the school system. This handbook contains general information regarding your employment, human resource data for service and professional employees as well as internal and external communication resources utilized by our 31 schools.  

GENERAL INFORMATION The general information section covers the core of the school system. It begins with what we believe and hope to share with you as a valued employee. Central Office contacts can be found in this section along with a description of resources found at the Instructional Resource Center. MISSION STATEMENT Berkeley County Schools will provide educational excellence for all.  

CORE BELIEFS We believe…..

o All students can learn and want to be successful. o Students learn at different rates and in different ways. o Curriculum, instruction, and assessment must be aligned, learner-centered, and based on high

standards and expectations. o Students, teachers, parents, and the community are partners in the learning process. o In meeting the needs of a growing and diverse population. o In promoting positive self-esteem, self-discipline, and mutual respect. o Our schools should be safe and welcoming environments that support continued learning. o In developing and supporting quality staff. o Learning is a lifelong process.

 

GOALS Berkeley County Schools will provide a county-wide system of education that ensures that all students graduate from high school prepared for success in high-quality post-secondary opportunities in college and/or careers.  

2013-2014 STRATEGIC PRIORITIES To assure that all Berkeley County students are college and/or career ready, Berkeley County Schools will: Know: Create a system of curriculum standards and accountability that promotes growth in student achievement Behave: Create school environments that are caring and safe Accomplish: Create a seamless college and/or career preparation process that elevates aspirations and expands opportunities  

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EQUAL OPPORTUNITY The Berkeley County Board of Education regards equal educational opportunity for all students and equal employment opportunity for all employees as essential. The policies, rules and regulations of the Board shall be applied without regard to the basis of race, color, creed, ancestry, familial status, religion, national origin, gender, sexual orientation, age, disability, other legally protected classification, or membership in any employee organization. Inquiries may be directed to Assistant Superintendent Ron Stephens, Title IX Coordinator, Berkeley County Schools, 401 South Queen Street, Martinsburg, WV 25401, 304-267-3500.  

DRUG-FREE WORKPLACE All employees must sign a Drug-Free Workplace Verification Statement verifying that they have received a copy of the Berkeley County Board of Education’s Drug-Free Workplace Policy, Berkeley County File GBBAB, and that they agree to abide by the provisions of said policy.  

SCHOOL LAWS OF WEST VIRGINIA Each school principal is provided with a copy of the current School Laws of West Virginia.  

POLICY MANUAL A copy of the Berkeley County Board of Education Manual of Policies and Procedures is available online at berkeleycountyschools.org.  

CENTRAL OFFICE CONTACTS The Administrative Offices of Berkeley County Schools is open from 8:00 AM to 4:00 PM Monday-Friday.  

INSTRUCTIONAL RESOURCE CENTER (COMMUNICATIONS DEPARTMENT) The Instructional Resource Center offers die cuts and laminating equipment to Berkeley County Schools’ employees.  

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HUMAN RESOURCES Berkeley County Schools employs approximately 2400 persons. Each individual began his/her employment in the Human Resource Department. A background check and health test verifications are performed on every single Berkeley County Schools’ employee. Copies of employment contracts are maintained by the Department of Human Resources. An identification badge is issued and should be worn at all times during working hours at all of the campuses and departmental facilities such as the transportation garage and central office.  

EMPLOYMENT TERM The employment term for all employees is a minimum of 200 days. The Board may contract with all or part of its personnel for a longer term. The Board may also establish longer employment terms for specific positions within the county system. A part-time employee shall be defined as an employee who is employed less than three and one-half hours per day.  

SENIORITY/YEARS OF EXPERIENCE Seniority is the number of years an individual has worked in a specific classification for the Berkeley County Board of Education. Years of experience are the number of actual years worked. Professional years of experience must be earned from an accredited school district or related field. Service years of experience are only awarded for experience completed in Berkeley County Schools or for another WV school system. You must get prior years of experience verified from your previous employer(s) before you will be paid for those years of experience. Professional employees who have previously worked for the Berkeley County Board of Education as a regularly employed employee need to request that their seniority date be prorated. If a service employee resigns and is hired back at a later date, he/she starts over with no seniority but will receive years of experience.  

BACKGROUND CHECK By law, all new school employees are required to have a criminal background check through the state criminal identification bureau. The fingerprinting for this background check is completed through the Department of Human Resources. The employee may be responsible for all costs associated with this requirement. Payment in full is due at the time of fingerprinting.  

CONTRACTS All employees shall execute and have on file in the Department of Human Resources an appropriate contract prior to beginning their duties. Contracts may be terminated by mutual consent of the employee and the Board or pursuant to the provisions of West Virginia Code § 18A-2-8a. Contracts do not reflect salary. A contract provides employment in Berkeley County Schools, but does not guarantee a particular

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assignment. An employee may be transferred consistent with state law and Berkeley County Policy GBM. The Board may suspend or dismiss an employee at any time for immorality, incompetence, cruelty, insubordination, intemperance, willful neglect of duty, unsatisfactory performance, conviction of a felony or a plea of nolo contendre to a felony charge. For a professional employee, failure to obtain appropriate certification or revocation of a certificate annuls a contract.  

EMPLOYMENT RECORDS Official employment records for all school employees are maintained at the Central Office in the Department of Human Resources. Employment records include documents relevant to each employee’s employment and evaluation. An employee has the right to inspect his/her own records pursuant to Berkeley County Policy GAK. The members of the Board of Education in their official capacities, the superintendent, and the administrative staff, when authorized by the superintendent or his designee, shall have the right to inspect an employee’s entire personnel record.  

TUBERCULOSIS TEST All school employees are to have a current negative tuberculin skin test (within the last two years) at the time of employment performed by the local health department or the person's physician. Additional tests may be required by the local health department or the Commissioner of the Bureau of Public Health, if medically indicated. Positive reactors and people with a previous positive skin test must be referred to a physician for evaluation and treatment. School personnel found to have tuberculosis shall have their employment suspended until the local health officer, in consultation with the commissioner, approves a return to work. School employees who have not had the required examination will be suspended from employment until reports of examination are confirmed by the local health officer.  

EMPLOYEE IDENTIFICATION The Berkeley County Board of Education recognizes its obligation to provide a safe and secure working environment for its employees and students. According to Berkeley County Procedures GE-A, each employee is issued a photo identification card to be worn at all times while on Board of Education property during work hours. IDs may be used as keys and are not to be shared or loaned. Access to the building(s) is determined by the building administrator. IDs can be obtained in the Department of Human Resources. Please report a lost or stolen ID/key card to the Department of Human Resources immediately. A replacement fee (subject to change) may be charged for any damaged or lost identification/key card re-issued to the employee.  

MEAL PRICES Employees have the opportunity to participate in the school lunch program. If an employee would like to charge meals, he/she must contact the Finance Department to sign the appropriate form. Meal prices are subject to change. Contact your local school for current amounts.  

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DUTY-FREE LUNCH Each teacher who is employed for more than half of the class periods of the regular school day and each service employee who is employed more than three and one-half hours per day shall be provided a daily lunch period of not less than 30 consecutive minutes. No responsibilities or duties shall be assigned during this duty-free period. A teacher may exchange this time for compensation or benefit mutually agreed upon between the teacher and the building principal. Such agreement should be in writing.

ARRIVAL/DEPARTURE TIMES Arrival and departure times will be determined by the immediate supervisor/building administrator in accordance with Berkeley County File GBRCC, Personnel Work Day Policy.  

Professional Employees - The length of the workday shall be flexible to meet the demands of the positions.

Teacher – Minimum 7 ½ hours including 30 minutes for lunch and minimum 30 minutes for planning  

Service Employees – The length of the workday will vary depending upon classification. Aides – 7 hours including 30 minutes for lunch (6 ½ working hours) Secretary – 7 hours including 30 minutes for lunch (6 ½ working hours) Cook – 7 hours including 30 minutes for lunch Custodian – 8 hours including 30 minutes for lunch Mechanics - 8 hours including 30 minutes for lunch Bus Operators – The length of the workday will usually be 4-5 hours; however, it will vary

according to the individual bus run, but shall not exceed 8 hours per day. Maintenance Workers - 8 hours including 30 minutes for lunch.

 

REPORTING ABSENCES Employees must timely report their absences to the TSSI Call-In System and, when required complete the Personal Leave for Illness and Other Causes Claim Form. The hours of the TSSI help desk are 7:00 AM until 4:00 PM, Monday through Friday. System Phone Number 304-264-5068

Help Desk Phone Number 304-263-3690 See page 24 for information on reporting absence instructions.  

DOCK DAYS (ABSENCES WITHOUT PAY) As set forth in Berkeley County FILE: GJ, absences without pay may be necessary in emergency or unusual situations. Therefore, the Board will permit without pay days subject to the following restrictions: 1-5 days cumulative in a fiscal year as authorized by the principal or immediate supervisor; 6-10 days cumulative in a fiscal year as authorized by the Superintendent or his/her designee (Justin L. Schooley) for short term personal illness, death in immediate family, or other emergency. The employee is required to notify the supervisor or Superintendent/designee at least 24 hours in advance or as soon as

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practicable if the absences is to be without pay. Any instance of absences without pay in excess of these days shall be brought to the attention of the Board and should be approved only as a leave of absence as authorized under the various leave policies listed in Berkeley County File: GBRI. Any employee absent without pay in excess of these days may be subject to disciplinary action.  

DRESS All county employees should dress in an appropriate manner that allows them to complete their work, meet health requirements and not disrupt the work site. Some service employees will be required to dress appropriately and uniformly for their position.  

EMPLOYEE CODE OF CONDUCT All Berkeley County Board of Education employees must abide by the West Virginia Board of Education’s Employee Code of Conduct Policy 5902, which establishes appropriate standards of conduct for all West Virginia school personnel.  

OUTSIDE EMPLOYMENT Pursuant to Berkeley County Board of Education Policy GAGA, no employee shall engage in outside employment that may affect his/her ability to fulfill all professional responsibilities. Further, employees shall not permit commercial exploitation of their professional position.  

HARASSMENT PROHIBITED The Berkeley County Board of Education prohibits any form of racial, sexual, religious, ethnic, or disability harassment, or violence or any bullying or intimidation by any student, school employee or member of the public during any school-related activity or during any education-sponsored event, whether or not in a building or property owned, used or operated by the Board. Harassment, bullying, and intimidation are defined in Berkeley County Policy IGG of the Policy Manual. It is the responsibility of all employees to promote and maintain an environment free of harassment, bullying or intimidation. Any person who believes that he/she has been the victim of harassment, intimidation or bullying by a student, employee or member of the public, should report the alleged acts to the school principal or other appropriate school official, as designated in Berkeley County Policy IGG. Amorous relationships between employees of the Berkeley County Board of Education and its students are strictly prohibited. School employees found to have violated this prohibition will be subject to the penalties and disciplinary actions outlined in Berkeley County Policy IGG.  

CONFLICT OF INTEREST A school employee is prohibited from engaging in activities that are considered a conflict of interest, as stated in Berkeley County Policy BHA.

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GIFTS TO STAFF State law prohibits any board of education employee from soliciting or accepting, directly or indirectly, any gift or gratuity from any person known to be interested in any matter before such board employee. This does not apply to gifts or gratuities involving no substantial risk of affecting official impartiality. POLITICAL ACTIVITY Employees and elected officials are expected to take every reasonable step to differentiate between their activities as individuals and their official positions as employees or elected officials. No person shall, in any room or school building, solicit in any manner any contribution for any party or political purpose from any officer or employee of the Board. No officer or employee of the Board who has charge or control of any school building, office or room shall allow any person to enter the same to solicit or receive any political assessments from or to any Board officer or employee. More information is contained in Berkeley County Board Policy GAHA.  

REPORTING ABUSE OR NEGLECT OF CHILDREN According to W.Va. Code § 49-6A-2(a), when any school teacher or other school personnel has reasonable cause to suspect that a child is neglected or abused or observes the child being subjected to conditions that are likely to result in abuse or neglect, such person shall immediately notify the person in charge of the school. The employee shall report the circumstances to the West Virginia Department of Human Services. The person in charge of the school or designee (e.g. counselor) may also supplement the report. Berkeley County Department of Health and Human Resources can be reached at 304-267-0100.  

SUBSTANCE ABUSE AND TOBACCO CONTROL POLICY In accordance with the WVBOE Policy 2422, Substance Abuse and Tobacco Control Policy, no person shall at any time possess, distribute or use any alcohol product or illegal substance, possess drug paraphernalia, distribute or use any tobacco product in or upon any property owned, leased or operated by the West Virginia Department of Education (WVDE), West Virginia Board of Education, a county board of education or a Regional Education Service Agency (hereinafter RESA); to any person present at any education-sponsored event; to any person present on a school bus or other vehicle used for a school related event or other school/county or RESA function; to any person present at any school-sponsored activity or event, whether the activity or event is held on school grounds, in a building or other property used or operated by a county board of education, RESA or the West Virginia Department of Education, West Virginia Board of Education or in any other facility or upon any other property being used by any of these agencies.  

TECHNOLOGY USE Berkeley County Schools’ computers and technology are used to support learning and enhance educational instruction. All personnel must sign the Educational Purpose and Acceptable Use of Electronic Resources, Technologies and the Internet, Policy JT, Form B Adult Consent and Waiver Form

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indicating that they agree to abide by the provisions of the policy. Any misuse of technology will result in disciplinary action up to and including termination.  

STAFF DEVELOPMENT All employees are required by law to attend 18 clock hours of staff development training each year. The Staff Development Councils are responsible for proposing programs and approving credit for professional and service employees pursuant to Berkeley County Board of Education Policy GAD and Berkeley County Board of Education Procedure GAD-A. Failure to obtain the required 18 hours of staff development may result in disciplinary action against the employee, which may include suspension or termination from employment.  

EMPLOYEE OBSERVATIONS Teachers who are in their first, second or third year of teaching will be observed a minimum of three times for each written performance evaluation. Teachers in their fourth or fifth year of teaching will be observed a minimum of two times for each written performance evaluation. The first observation shall occur before November 1. Supervisors may observe teachers at any time and may include non-instructional activities. All observations of employees shall be conducted openly and pursuant to Berkeley County Procedure GBI-A.  

EMPLOYEE EVALUATION All employees have the right to know how well they are performing their jobs through open and honest evaluations of their performance. All employees are entitled to the opportunity to improve their performance prior to termination. Beginning with the 2013-2014 school year, the new evaluation system will be used in all public schools statewide. The updated system changes how teachers are evaluated for the better by advancing the teaching profession and enhancing student learning. The West Virginia Educator Evaluation System sets high standards for all, ensures quality instruction and guidance, promotes self-reflection and growth, showcases teacher accomplishments, and incorporates school-wide performance. All professional employees shall be evaluated according to the provisions of Berkeley County Procedure GBI-A. An employee may be placed on a focused support plan or corrective active plan in order to assist the employee with the development of his/her skills. An improvement team is available to any employee whose job performance is rated unsatisfactory. See pages 26-29 for Professional Educator’s Evaluation Forms. Additional information regarding the WV Educator Evaluation System for teachers, counselors, and school leaders can be found at http://wvde.state.wv.us/evalwv/. The West Virginia Department of Education has provided evaluation guidebooks under the resources link on the site.

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All service employees who hold continuing contract status will receive at least one evaluation by their immediate supervisor annually to be completed on or before the first day of May of the current school year. School service personnel who hold probationary contract status will receive at least two evaluations by their immediate supervisor annually. The first evaluation must be completed on or before December 15 of the current school year and the second must be completed on or before May 1 of the current school year. An employee who received the designation of “Performance Unacceptable” must be placed on a written improvement plan to cover a time period of no less than thirty working days. See page 25 for Service Employee Evaluation Form. PROBATIONARY EMPLOYMENT All regular employees serve a probationary period during their first three years of employment. After three years of acceptable employment, an employee who enters into a new employment contract with the Board shall be granted a continuing contract. A teacher holding continuing contract status with one county shall be granted continuing contract with any other county upon completion of one year of acceptable employment if such employment is during the next succeeding school year or immediately following an approved leave of absence extending no more than one year. For example if an employee has been employed by Jefferson County Schools and is on a continuing contract in 2012-2013 then Berkeley County Schools hired the employee for the 2013-2014 school year, the employee would be on a probationary contract for one year. If Berkeley County Board of Education and the employee agree to continue an employment relationship, a continuing contract will be issued starting with 2014-2015.  

EMPLOYEE GRIEVANCE PROCEDURE Education employees may avail themselves of a grievance procedure established by W.Va. Code §6C-2-1, et seq. Forms for filing grievances are available from the employee’s immediate supervisor, from the Department of Human Resources or online at www.pegb.wv.gov.  

JOB VACANCIES Job vacancies are posted in obvious places at all job sites or online at www.berkeleycountyschools.org. Interested and qualified professional and service applicants/employees must make application for open positions by creating the appropriate account and applying online. Applicants may use one of the computer kiosks in the Department of Human Resources of the Central Office at 401 South Queen Street, Martinsburg, WV 25401, 8 AM to 4 PM, Monday-Friday to make application for a position.

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RECRUITMENT AND SELECTION OF EMPLOYEES An orderly employment application procedure is followed by Berkeley County Schools. The procedure outlined in Berkeley County Procedure GBD-A allows the school district to consider eligible candidates for a position based upon qualifications. Utilization of these processes and procedures will provide teachers and principals with the ability to have a significant voice in determining the makeup of their school communities and will provide counties with flexibility in staffing schools to meet changing needs and enrollment.  

WORK-RELATED INJURIES Any employee injured in the course of employment should report all details of the injury/accident to a supervisor/principal immediately. Accident forms and procedures are located in the office of each school or department. Return all accident forms immediately to the Human Resources Department. For treatment under the Berkeley County Schools’ Workers Compensation Policy, please seek treatment at WVU-East City Hospital, a City Urgent Care Facility, or MedExpress. If you have any questions, please contact Beadie Hildreth in the Human Resources Department at the Central Office.  

TRANSFER Whenever the Berkeley County Board of Education is required to reduce the number of professional employees in its employment from an individual school, the employee with the least amount of seniority within the needed certification area shall be transferred. Whenever the Berkeley County Board of Education is required to reduce the number of service employees in its employment from an individual school, the employee with the least amount of seniority in that classification title category shall be transferred. If an employee is placed on the transfer list, he/she will have employment for the following school year; however, the employee may be required to accept a position at another location in which he/she is qualified. If the employee’s original position is restored before August 1 of the current year, the transferred employee has the right to return to that position.  

TRANSFER LIMITATIONS A professional employee may not transfer from one professional position to another until the following school year if the transfer occurs after the twentieth day prior to the beginning of the instructional term. State law allows limited exceptions to this provision as stated in W.Va. Code §18A-4-7a. The Board shall make decisions affecting promotions and the filling of any service personnel positions of employment or jobs occurring throughout the school year that are to be performed by service personnel as provided in W. Va. Code §18A-4-8b, on the basis of seniority, qualifications, and evaluation of past service. Service personnel can transfer at any time during the year except for aides. Aides are only permitted to transfer one time during a semester; however, they can transfer as many times as they would like during the summer months. Autism mentors/aides and special education one-on-one aides may not transfer from one position to another until the following school year if the transfer occurs after the fifth day prior to the beginning of the instructional term.

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The fifth day prior to the 2013-2014 instructional-term is August 7, 2013. The twentieth day prior to the 2013-2014 instructional-term is July 17, 2013. REDUCTION IN WORK FORCE (RIF) In accordance with Berkeley County Board policy GBMB, if it becomes necessary to eliminate staff positions, a fair and orderly process will be followed. Reduction in Force (RIF) is a process whereby the total number of positions in the school system is reduced because of:

substantial change in size and nature of the student population budgetary reasons changes in the curriculum other circumstances as determined by the Board of Education.

If reduction in work force is necessary, the employee with the least amount of seniority in the county shall be notified, by registered mail, and properly released from employment pursuant to W. Va. Code §18A-2-2. Employees will be placed on a preferred recall list from the date of release based upon their seniority. All employees have the right of appeal to the Board of Education. ABSENCES FROM WORK Berkeley County Schools’ employees may wish, or be required to be absent from work on a short-term or long-term basis, with or without pay. An employee shall not be absent, except as authorized by Berkeley County Board of Education Policy. Any employee who is willfully absent from duty without leave is subject to disciplinary action, up to and including termination of employment. Employees are provided leave subject to certain requirement, as outline in Berkeley County File: GBRI.

Personal Leave (Policy GJ) provides for sick leave, personal days and leave without pay (dock days). A physician’s excuse is required for sick leave in excess of five consecutive work days.

Parental Leave Act (Policy GH) provides extended leave for pregnancy, childbirth, infant, or adoptive bonding.

Family and Medical Leave Act (Policy GI) provides at least up to 12 weeks of unpaid, job-protected leave during any 12-month period (July 1-June 30) to eligible employees for a

o birth of child, adoption, or foster care; o serious health condition; or o qualifying exigencies arising of our employee’s spouse, son, daughter, or parent on active

duty. To be eligible for FMLA benefits an employee must:

o have worked for the BOE for a total of 12 months; and o have worked at least 1,250 hours in the previous 12 months (July 1-June 30).

Military Leave (Policy GL) provides members of the National Guard or armed forces reserves leave without loss of pay, status, or efficiency rating while on active duty orders.

Leave of Absence (Policy GK) for up to one fiscal year (July 1 - June 30), without pay, may be granted to regular employees for the following reasons: personal illness, continuing education,

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legislative service, professional organization leadership, jury duty, court appearances, or other unforeseen emergencies (e.g. house fire, crime victim, etc). During a leave of absence, West Virginia Public Insurance Agency (PEIA) program rules and regulations will apply when determining eligibility and coverage during employee absence from work.

o An employee must provide at least 10 working days notice prior to the beginning of the leave of absence or provide notification as soon as practicable.

o The board shall consider an employee to be entitled to a leave of absence for personal illness in accordance with the definitions, criteria, and procedures set forth in the FMLA.

o An employee on a leave without pay shall notify the superintendent of his or her intent to return to work for the next ensuing fiscal year on or before March 1 of the year that he or she is on a leave of absence without pay.

o Employees returning from an approved leave of absence that extended for a period of one calendar year or less shall be reemployed by the Board with the right to be restored to the same assignment of position or duties held prior to an approved leave of absence.

o For employees returning from approved leave extending beyond one year, re-employment to the same position is not guaranteed. Such employees shall retain all seniority, rights, and privileges that had accrued at the time of the leave and shall have all rights and privileges generally accorded employees at the time of reemployment.

o Leave under this policy will not be granted for more than one fiscal year at a time and may not be intermittent.

Please reference the listed policies regarding the types of leave available to employees or contact the Human Resources Department for assistance in making application for a leave of absence and/or questions about required documentation. RESIGNATION An employee who is resigning from employment should notify, in writing, his/her immediate supervisor, Department of Human Resources, and the Office of Finance regarding payroll and insurance. An employee’s resignation may not be accepted during the contract term.   

RETIREMENT An employee who is retiring should notify, in writing, his/her immediate supervisor, Department of Human Resources, and the Office of Finance. W.Va. Code §18A-2-2(g) describes an incentive program for employees who provide early notification of their retirement. Notification of retirement must be in writing and must be received in the Department of Human Resources by January 15 in the school year in which the individual intends to retire at the conclusion of the school year. In order to qualify for the bonus, the classroom teacher must remain in his/her current position until the end of the current contract year. Eligible individuals are to be paid the $500 bonus. The early notification bonus is subject to legislative approval each year. If you have questions about your retirement plan, please contact the Office of Finance.  

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SOCIAL NETWORKING GUIDANCE Social networking is rapidly growing and used by all ages in society. Berkeley County Schools has a professional image to uphold and how we conduct ourselves online impacts this image. There have been instances of school employees demonstrating misconduct while engaging in inappropriate activities online. Please see page 37 for suggested social networking guidelines for school employees. SUBSTITUTE EMPLOYEES Definition: A temporary employee that performs a service and duties during the absence of a regular employee (professional and service).  

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HUMAN RESOURCES – PROFESSIONAL There are two divisions of responsibility within the school system – service and professional personnel. Professional employees can obtain national board certification, participate in a mentoring program for all new educators, can follow a specific lesson plan procedure provided in this handbook and are provided with an opportunity for tuition reimbursement.  

PROFESSIONAL EMPLOYEES As defined in W.Va. Code §18A-1-1, professional personnel means persons who meet the certification requirements of the state, licensing requirements of the state, or both, and includes the professional educator and other professional employees.  

PROFESSIONAL CERTIFICATION All professional educators are responsible for maintaining appropriate certification. As a courtesy, the Department of Human Resources shall notify employees the year before and during which their certificates expire. It is advisable to complete the required renewal credit at least one year prior to the year in which the certificate expires. Certification generally expires on June 30th of the designed year. NATIONAL BOARD CERTIFICATION BONUS The Berkeley County Board of Education is committed to recognizing teachers who acquire certification through the National Board for Professional Teaching Standards (NBPTS). A NBPTS certified teacher will receive an annual bonus of $3,500 and reimbursement of the licensure fee and limited expenses through the WVDE. In addition, the Berkeley County Board of Education will provide an annual payment of $3,000 per year for one to five years of NBPTS certification and $5,000 proposed per year for six to ten years of NBPTS certification. These payments shall be in addition to any amounts prescribed in the applicable state minimum salary schedule and in West Virginia Board of Education Policy 5202. Berkeley County Schools’ procedure will grant up to two days of professional leave each year to an employee engaged in the NBPTS certification process.  

ADVANCED CERTIFICATION BONUS FOR OTHER PROFESSIONALS The Berkeley County Board of Education is committed to recognizing employees who acquire advanced certification. Employees that hold advanced certification/licensure in counseling, speech-language pathology, psychology, school nurse, and audiology are eligible to receive an additional county salary bonus above that is prescribed by W. Va. Code §18A-4-2B.  

MENTOR PROGRAM West Virginia Code mandates a beginning teacher internship to provide a continuum of growth from the pre-services to the professional teaching level. The basis of the mentoring program has been designed and implemented to be a comprehensive system of support for improving professional practice in Berkeley County Schools.  

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TUITION ASSISTANCE Tuition assistance/reimbursement as outlined in Berkeley County Board Policy GAC is available to a professional educator who is working in a shortage area and meets all other criteria established by law and West Virginia Department of Education (WVDE) and Berkeley County Schools regulations. Based upon availability of designed federal, state, and county funds and need identified through Berkeley County Board Policy, Berkeley County Schools may assist in the payment of college tuition for professional personnel who qualify to receive benefits under federal, state, and county guidelines. Reimbursement will only be issued for courses leading to certification or endorsement in identified areas of need. To determine your eligibility and the time lines for tuition reimbursement, consult the elementary or secondary certification coordinator in the Department of Human Resources.  

PROFESSIONAL LEAVE Employees may be granted professional leave to attend educational events, seminars, trainings, workshops, meetings, etc. Employees must get prior approval from their building administrator and complete the appropriate form which also identifies the funding sources. The form must then be submitted to the Deputy Superintendent for approval. Approval of all professional leave is subject to budgetary restrictions and other factors. Berkeley County Board Policy DJ-A lists the procedures for "Travel and Request to Attend Conference". See page 30.  

LESSON PLANS Pursuant to Berkeley County Policy IKI, daily lesson plans must be written and shall reflect the content identified in the West Virginia Next Generation Standards. Lesson plans will be written in advance and reviewed and commented on by the principal or certified school administrator a minimum of once each quarter.  According to Policy IKI the following format is recommended as a role model for all Berkeley County instructors:

Elementary Schools Secondary Schools 1- Time / subject 1- Objective 2- Objective 2- Procedures 3- Procedures 3- Evaluation 4- Evaluation  

HOMEWORK Homework is defined on Berkeley County Policy IHB, as guided practices to reinforce a concept already introduced during the instructional day. Teachers should follow the guidelines established by this policy when assigning homework to students. PLANNING PERIOD Each teacher shall be provided at least one planning period per day. This planning period shall be the length of the usual class period in the school to which the teacher is assigned and shall not be less than 40

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minutes. The teacher may exchange his/her planning period for compensation or benefit mutually agreed upon between the teacher and the building principal. Such agreement should be in writing. The purpose of the planning period is to prepare and plan for teaching students, not meeting with a union representative over a grievance.  

HIGHLY QUALIFIED TEACHER A West Virginia public school teacher is considered highly qualified if s/he:

1. has a bachelor’s degree or higher; AND 2. meets state certification requirements, including those certified through WVDE- 3. approved alternative route to certification program, with an endorsement(s) in the core academic

subject(s) being taught; AND 4. demonstrates subject matter competency by:

a. passing the state competency test in the content area(s); OR b. having an academic major or advanced credential(s) in the subject

taught; OR c. satisfying West Virginia’s HOUSSE definition (if method was used prior to elimination of

option). Core Academic Subjects – The core academic subjects include the arts, reading/language arts, English, foreign language, mathematics, science, civics and government, economics, geography, and history. West Virginia defines the arts as dance, music, theatre, and visual art. Special Education teachers must:

1. hold at least a bachelor’s degree; AND 2. obtain full state certification in the appropriate area of special education, in

addition, special education teachers may be required to hold content area endorsements(s); AND 3. demonstrate subject matter competence. 

 

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HUMAN RESOURCES – SERVICE Service personnel of Berkeley County Schools work in numerous areas. This section covers the classifications for this division as well as the competency tests for service employees.  

SERVICE EMPLOYEES As defined in W.Va. Code §18A-1-1, service employees mean those who serve the school or schools as a whole, in a nonprofessional capacity including such areas as secretarial, custodial, maintenance, transportation, school lunch and aides.  

SERVICE CLASSIFICATIONS West Virginia Code §18A-4-8 defines service employees’ class titles. A class title means the name of a position or job held by the service personnel. See page 31 for a listing of class titles.  

COMPETENCY  Competency tests will be given to service employees to determine the qualification of new applicants seeking initial employment in a particular classification title as either a regular or substitute employee. If requested, a minimum of one day of appropriate in-service training will be provided to employees to assist them in preparing to take the competency tests. It is recommended, but not required, that aides procure an Associate’s Degree in order to fully comply with NCLB. Currently, the aide’s competency test is adequate but this may change due to Federal Government regulations.

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HHUUMMAANN RREESSOOUURRCCEESS –– CCOOMMPPEENNSSAATTIIOONN This section covers when you will receive your check, the types of deductions available, and the salary designated for each professional classification. Also covered is compensation based on training and experience.  

SALARY In accordance with the current salary schedule adopted by the Board, your salary will be determined by your training and experience. Additional compensation is available to both professional and service employees who complete advanced training. It is the employee’s responsibility to have previous experience in other counties and/or states, as well as any advanced educational training, verified for salary purposes. Supplemental pay is provided for extra duty assignments pursuant to Board policy and state law. See Page 3 for definition of acceptable experience. Salary scales can be found on pages 32 and 33.  

ADVANCED SALARY A professional educator who completes college credit beyond the bachelor’s degree may qualify for the BA+15, MA, MA+15, MA+30, MA+45 or doctorate salary classification. The employee must apply for the advanced salary classification within three months of eligibility in order for the classification to be effective as of the date of eligibility. Please contact a Coordinator in the Department of Human Resources to obtain the salary upgrade form. Berkeley County Schools pays all WVDE licensure fees associated with professional personnel certification. A service employee who completes college credits will need to contact the Department of Human Resources to obtain the appropriate form. You will also need to submit grade report/transcripts to show hours successfully completed.  

PAY PERIODS Employees will be paid on a semi-monthly basis. Normal paydays will be the tenth and twenty-fifth of each month. An employee having a work schedule of 200 days may choose the option of having the employee’s regular annual salary paid in either 20 or 24 equal installments on a semimonthly basis. Employees working over 200 days and less than 240 days may choose to be paid in either 22 or 24 equal installments. Employees working 240 and 261 days will be paid in 24 equal installments on a semimonthly basis. Any 200-239 day employee hired after the beginning of the contract period shall have his/her pay extended through the August 25th check. The pay option must be selected annually before the employee’s contract begins at a time announced by the Office of Finance and filed on the proper documentation form. The option selected cannot be changed until the next fiscal year. PAYROLL DEDUCTIONS Automatic payroll deductions may be provided for wage garnishment, United Way contributions, Berkeley County Public Schools Federal Credit Union, association dues and insurance programs. Regulations regarding payroll deductions are explained in Berkeley County Procedure DA-A.

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HHUUMMAANN RREESSOOUURRCCEESS –– BBEENNEEFFIITTSS

Berkeley County Schools offers numerous benefits to employees. These benefits include leave banks, vacation, free admittance to school events and insurance options.

ACTIVITY PASSES The Board provides free admission to all school events including athletic competitions.

DENTAL AND OPTICAL INSURANCE As a benefit to its employees, the Board provides free dental insurance for all regular employees and their dependents and free optical insurance for all regular employees.  

CARE GIVER LEAVE BANK The Board has established a Care Giver Leave Bank to assist employees with family members who encounter severe medical hardship and who exhaust their personal leave and need an alternative to help maintain income. All regular employees are eligible for membership on a voluntary basis and pursuant to the provisions of Berkeley County Policy GBRH. Interested employees must enroll by October 1. See your school principal or contact the Central Office for enrollment information.  

EMPLOYEE CREDIT UNION Employees may join the Berkeley County Public Schools Federal Credit Union, which provides a number of services to its membership. You may contact the BCPSFCU at (304) 263-0902 or www.bcpsfcu.com.  

EMPLOYEE SICK LEAVE INCENTIVE In order to reduce absenteeism the Board will pay a bonus at the end of the employment term for each unused day of personal leave accumulated by the employee during the employment term. All regular employees who have completed their full employment contract are eligible to participate. Employees may be paid the incentive if they meet the terms and conditions set forth in Berkeley County Policy GBRGA. Absences up to 4 days (total per year) resulting from the death of an employee’s spouse, child or parent shall not constitute days absent toward eligibility for participation in the incentive.  

HEALTH INSURANCE The WV Public Employees Insurance Agency is a self-insured health fund, which provides a comprehensive health care plan. Also included is a $10,000 term life insurance policy with the option to increase the coverage. Premiums are based on salary level and smoking status.  

HOLIDAYS Employees shall be granted paid legal school holidays when the holiday falls within the employee’s regular, yearly work schedule. When a holiday falls on Saturday, the holiday is observed on the preceding Friday. When a holiday falls on a Sunday, the holiday is observed on the following Monday. Holidays are listed with the number of contract days on page 34.

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HOUSING ALLOWANCE The Board provides a housing allowance to all regularly employees. This allowance will be paid in November/ December as a separate paycheck to employees under contract on or before the end of the second month. The allowance for professional personnel with 0-9 years of experience is $800; 10-19 years of experience $900; and 20 plus years of experience $1000. For service personnel with 0-9 years of experience is $600; 10-19 years of experience $700; and 20 plus years of experience $800. Half-time employees will be prorated.  

LIABILITY INSURANCE Berkeley County Board of Education provides $1,000,000 of liability insurance per occurrence for its employees. There is a $2500 deductible paid by the Board.  

OSE DAYS Full-time employees of Berkeley County Schools are granted a maximum of six outside school environment (OSE) days per employment year. The OSE days are scheduled as a part of the approved 200 day instructional calendar for all employees, except 261 day employees.  

OVERTIME COMPENSATION Overtime compensation is paid pursuant to the provisions of the Berkeley County Board of Education’s Overtime Policy, Berkeley County File GBRCCC.  

PATHWAY TO WELLNESS The Board supports PEIA’s Pathways to Wellness Program. Schools/job sites have Wellness Coaches to coordinate the program. Various wellness activities are completed during the year along with various health screenings.

SICK AND PERSONAL LEAVE In accordance with Berkeley County Schools Policy GJ, all full-time employees shall be entitled to one and one-half days of sick/personal leave for each employment month or major fraction thereof in the employment which begins on July 1 of each fiscal year. Unused sick leave shall be accumulated indefinitely. A limited number of these days may be used as personal days without cause. See Berkeley County File GJ for details.  

SICK LEAVE BANK The Board has established a Sick Leave Bank for all regular employees in order to relieve an employee from undue financial burdens due to an extended absence from work due to personal illness, injury or incapacitation or a catastrophic, life-threatening and/or disabling nature. All regular employees are eligible for membership on a voluntary basis, as provided in Berkeley County Policy GBRG. Interested employees must enroll by October 1. See your school principal or contact the central office for enrollment information.

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PERSONAL LEAVE DONATION PROGRAM The Berkeley County Board of Education established a Personal Leave Donation Program for professional and service employees pursuant to W. Va. Code §18A-4-10f. The intent of the Personal Leave Donation Program is to allow donor employees to transfer unlimited number of accrued personal leave to the personal leave account of another employee experiencing a catastrophic event as according Berkeley County Board Policy GBRGB. Contact the Department of Human Resources for more information on the Personal Leave Donation Program.  

VACATIONS Personnel employed by Berkeley County Board of Education are awarded vacation time in accordance with the Vacation Policy GBRI-B.  

403(B) PLAN Each employee shall be eligible to participate in the Berkeley County Schools’ 403(b) Plan (which is a document intended to meet the requirements of the final IRS regulation issued on July 24, 2007 – Federal Register 72 FR 411281) and elect to have elective deferrals made on his or her behalf hereunder immediately upon becoming employed by Berkeley County Schools. Contact the Office of Finance for a list of providers.  

457(B) PLAN Each employee shall be eligible to participate in the West Virginia Retirement Plus 457(b) Deferred Compensation Plan. This plan allows participants to voluntarily defer a portion of their income to supplement retirement savings. Earnings on plan contributions grow tax-deferred until withdrawn at retirement. Please contact the Finance Department for more information.  

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CCOOMMMMUUNNIICCAATTIIOONNSS Our school system values internal as well as external communications among employees and our community. Several tools are available to communicate upcoming events such as the school calendar, courier service and access to the county website. Externally, bi-weekly board of education meetings, a scrolling television channel and a certified school calendar communicate pertinent information to our community. In the event of an emergency or school closing, a liaison will serve as a spokesperson at each school and the Communications Department will work with local media to announce the status of the incident.  

SCHOOL CALENDAR The school calendar is set each spring for the following school year. A committee of parents, teachers, service personnel, administrators, and county officials presents a calendar to the Berkeley County Board of Education who then submits it to the WVDE for approval. See page 35.  

EMPLOYMENT RELATIONSHIP The Berkeley County Board of Education encourages employee participation in decision-making for the school district. Staff members are encouraged to attend the Board meetings that typically occur at 7:00 PM on the first and third Mondays of each month. Special meetings are called, as needed. Contact the Office of the Superintendent in order to be placed on the agenda.  

NTOUCH Get NTouch with BCS! This e-communication system sends notices and announcements regarding school events, emergencies, closings and delays in addition to e-newsletters. Register for this service by visiting berkeleycountyschools.org.  

EMERGENCY CLOSINGS/SNOW DAYS Information on school closings is available through local media, online at berkeleycountyschools.org, subscribing to NTouch e-mails and text messaging (details on website), or on the WVDE website at http://wvde.state.wv.us. On days when school is cancelled due to weather conditions, any and all employees may be required to report to work. Emergency closings and essential personnel are described in Berkeley County Procedure GBRI-E and the “Work Schedule for Emergency Closings” can be found on page 36.  

SCROLLING  Berkeley County Schools operates scrolling on Comcast Channel 18. The purpose of the channel is to report school functions and activities not to sell products or services. For activities to be posted on Comcast Channel 18, it must be received by the fifteenth of each month prior to the activity.  

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WEBSITE Berkeley County Schools hosts a website www.berkeleycountyschools.org for external communications. School specific information can be found under each school website including homework assignments, faculty and staff as well as school sponsored events. Changes to the county website are handled by the Office of Research and Technology or Communications Departments.  

COURIER Berkeley County Schools operates a courier service to distribute internal communications between departments and school facilities. See your school principal or department supervisor for pick-up location within the building. Each mailing must include sender, receiver and location. Pick-up occurs two times per week on Tuesday and Thursday at the school level. Expect a delivery of one to two days from date of pick-up.  

MEDIA SPOKESPERSON Each school has a designated media spokesperson who receives training from the Communications Department. All inquiries from the media need to be reported to the Communications Department, 304-267-3588.  

APPENDICES A Reporting Absences Instructions ................................................................................. 21 B Service Personnel Evaluation ........................................................................................ 22 B-1 Teacher Evaluation .................................................................................................. 23-25 B-2 Professional Growth and Development ...................................................................... 26 C Travel and Request to Attend Conference Procedure ............................................... 27 D Service Personnel Classification ................................................................................... 28 E Service Personnel Salary Schedule ............................................................................... 29 E-1 Teacher Salary Schedule ................................................................................................ 30 F Employment Terms ...................................................................................................... 31 G Calendar .......................................................................................................................... 32 H Emergency Closing ........................................................................................................ 33 I Social Networking .......................................................................................................... 34 J Central Office Extensions .............................................................................................. 35

If any provision of this handbook or application thereof to any person or circumstance is held invalid, such invalidity shall not affect other provisions or applications of this handbook. Any discrepancy between this handbook and the Berkeley County Board of Education Policy Manual, West Virginia Board of Education policy or regulation or state or federal law shall be resolved in favor of the Berkeley County Board of Education Policy Manual, West Virginia Board of Education policy or regulation or state or federal law.

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Employees to Report an Absence:

Call 264-5068 to enter an absence. The system will ask for your Access ID—that will be your seven digit home phone number. After you enter your home phone number hit the star (*) key. The system will then ask for your Pin Number. After you enter your pin number hit the star (*) key. Then simply follow the directions to report an absence.

You may also enter an absence on the Berkeley County Board of Education website at berkeleycountyschools.org and click on Employees followed by TSSI - Substitute Employee Management System. Then click on continue to this website (not recommended). Then enter your Access ID and your Pin Number. You do not enter the star (*) key after your Access ID or Pin Number when using the internet.

Substitute Employees to Accept a Job: To accept a job the system will ask for your Access ID—that will be your seven

digit home phone number. After you enter your phone number hit the star (*) key. The system will then ask for your pin number. After you enter your pin number hit the star (*) key. Then simply follow the directions to accept the job.

New Employees or Subs to Activate the TSSI System:

Call 264-5068 to activate the TSSI system. The system will ask for your Access ID—that will be your seven digit home phone number. After you enter your home phone number hit the star (*) key. The system will then ask for your Pin Number—that will also be your seven digit phone number. After you enter your pin number hit the star (*) key. The system will then tell you to enter a new number for your pin number—that number must be at least 6 digits. Then simply follow the directions to activate yourself with the TSSI system.

If you have any questions or any trouble reporting your absence or accepting a job, please contact the help desk at 263-3690. User Guide and How To Videos: Once you have logged into eSchools (TSSI system) by clicking on the link for Substitute Calling System on the Berkeley County Schools’ website (www.berkeleycountyschools.org), you will find a link for help in the upper right hand corner. Under this link, eSchools has placed an employee user guide. There are also five "How To" user videos under the help function.

Appendix A

REPORTING ABSENCES INSTRUCTIONS

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Appendix B

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Professional Educator’s Evaluation – Completed on WVEIS – Form for informational purposes only.

Appendix B-1 Appendix B-1 (continued) Appendix B-1

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Appendix B-1

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Appendix B-1

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Appendix B-2

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Appendix C

31

Appendix D

32

Appendix E

33

Appendix E Appendix E-1

34

Appendix F

35

  

  Appendix G 

 

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Appendix H

37

Appendix I

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Appendix J

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A Absences from Work .............................................................. 11, 12 Activity Passes .............................................................................. 19 Advanced Salary ........................................................................... 18 Advanced Certification Bonus ...................................................... 14 Appendices ................................................................................... 23 Arrival/Departure Times ................................................................. 5 

B Background Check .......................................................................... 3 

C Care Giver Leave Bank .................................................................. 19 Central Office Contacts .................................................................. 2 Communications .......................................................................... 22 Competency ................................................................................. 17 Conflict of Interest.......................................................................... 6 Contracts .................................................................................... 3, 4 Core Beliefs .................................................................................... 1 Courier ......................................................................................... 23 

D Dental and Optical Insurance ....................................................... 19 Distribution Lists........................................................................... 23 Dock Days ................................................................................... 5, 6 Dress .............................................................................................. 6 Drug Free Workplace...................................................................... 2 Duty Free Lunch ............................................................................. 5 

E Emergency Closings ...................................................................... 22 Employee Code of Conduct ............................................................ 6 Employee Credit Union ................................................................ 19 Employee Evaluation .................................................................. 8, 9 Employee Grievance Procedure ..................................................... 9 Employee Identification ................................................................. 4 Employee Observations .................................................................. 8 Employee Sick Leave Incentive ..................................................... 19 Employment Records ..................................................................... 4 Employment Relationship ............................................................ 22 Employment Term .......................................................................... 3 Equal Opportunity .......................................................................... 2 

F 403(b) Plan ................................................................................... 21 457(b) Plan ................................................................................... 21 

G General Information ....................................................................... 1 Gifts to Staff ................................................................................... 7 Goals .............................................................................................. 1

H-I Harassment Prohibited................................................................... 6 Health Insurance .......................................................................... 19 Highly Qualified Teacher .............................................................. 16 Holidays ........................................................................................ 19 Homework .................................................................................... 15 Housing Allowance ....................................................................... 20 Human Resources – Benefits ........................................................ 19 Human Resources Compensation................................................. 18 Human Resources ‐ Professional .................................................. 14 Human Resources ‐ Service Personnel ......................................... 17 Instructional Resource Center ........................................................ 2 

J Job Vacancies ................................................................................. 9 

L Liability Insurance......................................................................... 20 Lessons Plans ................................................................................ 15 

M-N Meal Prices .................................................................................... 4 Media Spokesperson ................................................................... 23 Mentor Program .......................................................................... 14 Mission Statement ......................................................................... 1 National Board Certification Bonus .............................................. 14 NTouch ........................................................................................ 22 

O OSE Days ...................................................................................... 20 Outside Employment ..................................................................... 6 Overtime Compensation .............................................................. 20 Overview ........................................................................................ 1 

P Pathway to Wellness ................................................................... 20 Pay Periods .................................................................................. 18 Payroll Deductions ....................................................................... 18 Personal Leave ............................................................................. 20 Personal Leave Donation Program ............................................... 21 Planning Period ...................................................................... 15, 16 Policy Manual ................................................................................ 2 Political Activity ............................................................................. 7 Probationary Employment ............................................................. 9 Professional Certification ............................................................. 14  Professional Employees ............................................................... 14 Professional Leave ....................................................................... 15 Professional Transfer ................................................................... 10 

R Recruitment and Selection of Employees .................................... 10 Reduction in Workforce (RIF) ....................................................... 11 Reporting Absences ....................................................................... 5 Reporting Abuse or Neglect of Children ........................................ 7 Resignation .................................................................................. 12 Retirement ................................................................................... 12 

S Salary ........................................................................................... 18 School Calendar ........................................................................... 22 School Laws of West Virginia ......................................................... 2 Scrolling ....................................................................................... 22 Seniority/Years of Experience ........................................................ 3 Service Classifications .................................................................. 17 Service Employees ....................................................................... 17 Service Transfer ........................................................................... 10   Sick Leave .................................................................................... 20 Sick Leave Bank ............................................................................ 20 Sick Leave Incentive ..................................................................... 19 Snow Days ................................................................................... 22 Social Networking Guidance ........................................................ 13 Staff Development ......................................................................... 8 Strategic Priorities ......................................................................... 1 Substance Abuse and Tobacco Control Policy ................................ 7 Substitute Employees .................................................................. 13 

T Technology Use.......................................................................... 7, 8 Transfer ....................................................................................... 10 Transfer Limitations ............................................................... 10, 11 Tuberculosis Test ........................................................................... 4 Tuition Assistance ........................................................................ 15 

V Vacations ..................................................................................... 21 

W

Website ....................................................................................... 23 Work Related Injuries .................................................................. 10

Index

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ADMINISTRATION

Manny P. Arvon, Superintendent • Donald Dellinger, Deputy Superintendent Margaret Kursey, Assistant Superintendent • Laura Sutton, Assistant Superintendent/General Counsel

Ronald Stephens, Assistant Superintendent • Justin Schooley, Associate Superintendent

401 South Queen Street • Martinsburg, West Virginia 25401 Phone 304.267.3500 • Fax 304.267.3524