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ORIENTATION GUIDE

2019 – 2020

SUPPORT STAFF

Dr. Kimberly A. Gruccio, Superintendent Mr. Stephen P. Santilli, Assistant Superintendent

Mr. John Davis, Assistant Superintendent Dr. Terry Charlton, Director of Human Resources

Ms. Chandra Anaya, CPA, Business Administrator/Board Secretary

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Table of Contents ORIENTATION GUIDE ........................................................................................................................................................................1

Administration and Board of Education Members ...........................................................................................................................3

Mission Statement............................................................................................................................................................................4

2019- 2020 Calendar ........................................................................................................................................................................5

Important Telephone Numbers ........................................................................................................................................................6

Board of Education Meetings ...........................................................................................................................................................9

Statement of Nondiscrimination ................................................................................................................................................... 10

Nondiscrimination Grievance Procedures ..................................................................................................................................... 11

Terms and Conditions of Employment .......................................................................................................................................... 12

Attendance Reminders AND Aesop/Frontline ............................................................................................................................... 13

IMPORTANT BOARD POLICIES FOR SUPPORT STAFF ..................................................................................................................... 14

Probationary Period ...................................................................................................................................................................... 15

Attendance .................................................................................................................................................................................... 16

Code of Ethics ................................................................................................................................................................................ 17

Employee Evaluation ..................................................................................................................................................................... 18

Employee Training ......................................................................................................................................................................... 19

FREQUENTLY NEEDED FORMS ....................................................................................................................................................... 20

Anticipated Maternity Leave Policy ............................................................................................................................................... 21

Maternity Leave and Child Rearing Leave Request Forms ............................................................................................................ 22

Sick Leave Policy ............................................................................................................................................................................ 25

Medical Leave Direction Sheet and Request Form ....................................................................................................................... 26

Family Leave Policy ........................................................................................................................................................................ 28

Family Leave Direction Sheet and Request Form .......................................................................................................................... 32

Personal Leave Direction Sheet and Request Form ...................................................................................................................... 34

Military Leave Policy ...................................................................................................................................................................... 36

Military Leave Direction Sheet and Request Form ........................................................................................................................ 38

Critical Illness Form ....................................................................................................................................................................... 40

Death in Family Form .................................................................................................................................................................... 41

Employee Signature Page – Receipt of New Employee Booklet ................................................................................................... 42

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Administration and Board of Education Members

Egg Harbor Township School District

ADMINISTRATION Kimberly A. Gruccio, Ed.D – Superintendent

Stephen Santilli – Assistant Superintendent John Davis – Assistant Superintendent

Terry Charlton, Ed.D – Director of Human Resources Chandra Anaya, CPA – Business Administrator/Board Secretary

BOARD OF EDUCATION MEMBERS Mr. Pete Castellano – Board President

Mrs. Kristy Bird – Vice President Mr. Louis Della Barca

Mr. Ray Ellis Mrs. Tamika Gilbert-Floyd

Mr. Michael Price Mrs. Marita Sullivan Mrs. Amy Summer

Mrs. Barbara Szilagyi

BOARD ATTORNEYS William S. Donio, ESQ. Amy Houck-Elco, ESQ.

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Egg Harbor Township Schools www.eht.k12.nj.us

Administration Offices

13 Swift Drive

Egg Harbor Township, NJ 08234

Kimberly A. Gruccio, Ed.D. Superintendent’s Office Superintendent Phone: 609-646-7911 Stephen P. Santilli Telefax: 609-601-2794

Assistant Superintendent Human Resources Office

John Davis Phone: 609-646-7911

Assistant Superintendent Telefax: 609-601-2801

Terry Charlton, Ed.D. Business Office Director of Human Resources Phone: 609-646-8441

Chandra D. Anaya, CPA Telefax: 609-601-2904

Business Administrator/Board Secretary

Mission Statement

Embrace - Engage - Educate

Our mission in the Egg Harbor Township School District is to embrace families and their students to provide a

safe, rigorous, and relevant learning experience while students are engaged and educated to become responsible for

their own learning.

District Learning Goals for 2019-2020

To build a culture and climate that embraces, engages and educates individual

students and their learning needs.

Improve Student Achievement – Prioritize Literacy for ALL; meet the social and emotional learning needs of

individuals; create innovative learning experiences with STREAM education.

Support Climate, Culture and #EHTPride – Administrators, teachers, students, parents and community members

will support positive learning environments, where all are recognized and rewarded for achievement, progress, good

character, work ethic and a respect for diversity.

Expand Community Partnerships – Reach out to the community by creating partnerships and cultivating

relationships with all stakeholders.

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2019- 2020 Calendar

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Important Telephone Numbers District Office – Administration Building 646-7911

13 Swift Drive, Egg Harbor Township, N. J. 08234

Dr. Kimberly Gruccio – Superintendent Ext. 1000

Sandy Ferriola – Administrative Assistant Ext. 1001

John Davis – Assistant Superintendent Ext. 1004

Stephen Santilli – Assistant Superintendent Ext. 1027

Carol Presti – Administrative Assistant Ext. 1003

Dr. Terry Charlton – Director of Human Resources Ext. 1022

Nitty D’Allesandro – Administrative Assistant Ext. 1002

Human Resources

Jane Rainear – Employment Specialist (Employment Contracts, Certification) Ext. 1025

Christi McGowan – Human Resources Specialist (Attendance, Leaves, AESOP, Tuition) Ext. 1026

Jennifer Finnerty – Receptionist (Employee ID Badges, Title I, IIA, III payroll) Ext. 1032

Business Office 646-8441

Chandra Anaya, CPA – Business Administrator/Board Secretary Ext. 1006

Jamie Shoemaker – Assistant to the Business Administrator Ext. 1015

Allyson Milazzo – Accounting Supervisor Ext. 1008

Aimee Frye – Administrative Assistant Ext. 1007

Sharon Gaskill – District Data Specialist Ext. 1029

Megan Halka – Payroll Analyst Ext. 1024

Nicole Barr – Bookkeeper (Purchasing, Accounts Payable) Ext. 1009

Amy Diggins – Bookkeeper (Accounts Payable) Ext. 1011

Vicky McCarrick – Bookkeeper (Accounts Receivable) Ext. 1114

Susan Diefenbeck – Benefits Coordinator (Health benefits, retirement, Worker’s Comp.) Ext. 1023

Ellen Gregory – Director of Community Education Ext. 1017

Other Administrators Dave Druding – Director of Security and School Safety Ext. 1016

Kristin Boyd – Director of Extended School Enrichment Programs Ext. 2325

Christiana Lent –ASPIRE Assistant Director Ext. 2327

Special Education

Kathleen Sharp Sweeder- Special Education Supervisor Ext. 2475

Donna Freund – Special Education Supervisor Ext. 1674

Catherine Saioni – Special Education Supervisor Ext. 1306

Angela Sharbaugh-Hunt Ext. 2321

Kris Henderson – Secretary Ext. 1019

Heather Ingersoll – Secretary Ext. 1031

Leslie Butts – Bookkeeper Ext. 1034

Computer Center Kevin Urtubey – District Director of Informational Technology Services Ext. 1654

Michael Sweeder – District Director Educational Media Tech. Dir. Ext. 1658

Joseph Celono – Senior Systems Engineer Ext. 1656

Kurt Faragher – Systems Engineer Ext. 1655

Dean Tommi – Education Network Analyst Ext. 1669

Donna Clark – District Data Manager Ext. 1041

Francesca Johnson – District Data Programmer Ext. 1018

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Ron Gubin – Communications Specialist Ext. 1657

Robert Parsons – Computer Support Specialist Ext. 1013

Nevar Butler – Computer Repair Technician Ext. 1033

Gene Church – Computer Repair Technician Ext. 1035

Caroline Prior – Data Entry Specialist Ext. 1014

Transportation 927-2443

9 Swift Drive, Egg Harbor Township, N.J. 08234 Warren Fipp – Director Ext. 1700

John Auer – Dispatcher Ext. 1702

Michele Fisher – Assistant Director Ext. 1701

Cheryl Mattera – Secretary Ext. 1710

Facilities and Operations 927-1911

7 Swift Drive, Egg Harbor Township, N.J. 08234

Tim Brunetta – Director Ext. 1800

Barbara Dodd – Secretary Ext. 1801

Diana Reilly – Secretary Ext. 1039

Ray Camp – Supervisor of Grounds & Maintenance Ext. 1802

Jason Haines – Supervisor of Custodial Ext. 1803

Egg Harbor Township High School: (Grades 9-12) 653-0100

24 High School Drive, Egg Harbor Township, N. J. 08234

Patricia Connor – Principal Ext. 1600

Kimberly Baumgartel – Secretary Ext. 1601

Jaclyn Carugno – Assistant Principal Ext. 1605

Gail Smithson – Secretary Ext. 1606

Tatiana Cunningham – Assistant Principal Ext. 1639

Kimberly Keeffe – Secretary Ext. 1649

Tracey Domena – Assistant Principal Ext. 1603

Diedina Rios – Secretary Ext. 1604

Steven Bower – Assistant Principal Ext. 1686

Tannette Medica – Secretary Ext. 2686

Samantha Elko – Director of Guidance Services Ext. 1624

Michael Pellegrino – Athletic Director Ext. 1662

Christine Dioguardo – Secretary Ext. 1661

Eagle Academy 926-1235

517 Bargaintown Road, Egg Harbor Township, N.J. 08234

Earl (Bud) Smith – Director Ext. 5576

Dorothy Bowker – Counselor Ext. 1616

Amy Spano – Secretary Ext. 1616

Egg Harbor Adler Avenue Middle School: (Grades 6, 7 & 8) 383-3366

25 Alder Avenue, Egg Harbor Township, N. J. 08234

Maryann Giardina – Principal Ext. 1400

Joan Day – Assistant Principal Ext. 1405

Nicole Perone – Assistant Principal Ext. 1403

Sharon Chase – Secretary Ext. 1408

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Egg Harbor Fernwood Avenue Middle School: (Grades 6, 7 & 8) 383-3355

4043 Fernwood Avenue, Egg Harbor Township, N. J. 08234

Kevin Fricke – Principal Ext. 1500

Frank Locantora – Assistant Principal Ext. 1507

Craig Kahn – Assistant Principal Ext. 1503

Donna Mulholland – Secretary Ext. 1501

Dr. Joyanne D. Miller Elementary School: (Grades 4-5) 407-2500

2 Alder Avenue, Egg Harbor Township, N.J. 08234

James Battersby – Principal Ext. 2300

Dr. Bruce Singer – Assistant Principal Ext. 2304

Maria Marano – Assistant Principal Ext. 2307

Rosemarie Lesser – Secretary Ext. 2301

C. J. Davenport School Complex: 645-3550

2499 Spruce Avenue, Egg Harbor Township, N. J. 08234

Latiya White – Principal Ext. 1305

Rachel Prakash – Assistant Principal Ext. 1300

Vicky Irvin – Secretary Ext. 1309

Giselle Zompa – Secretary Ext. 1301

E. H. Slaybaugh School Complex: 927-8222

11 Swift Drive, Egg Harbor Township, N. J. 08234

Joseph Marinelli – Principal Ext. 1200

Doris Borne – Assistant Principal Ext. 1205

Julie Loftus – Secretary Ext. 1202

Patricia Smith – Secretary Ext. 1201

H. R. Swift School: (Grades PreK-3) 927-4141

5 Swift Drive, Egg Harbor Township, N. J. 08234

Joetta Surace – Interim Principal Ext. 1100

Lisa Fusaro – Secretary Ext. 1101

Barbara Maples – Secretary Ext. 1102

Ext. 1103

District Student Registration

Cindy Hendrickson – Assistant to the Registrar Ext. 1109

Adam Robbins – Attendance Officer Ext. 1108

Natalie Morse – Secretary Ext. 1103

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Board of Education Meetings

EGG HARBOR TOWNSHIP SCHOOLS

BOARD OF EDUCATION Reorganization Meeting – January 2020

BE IT RESOLVED by the Board of Education of the Egg Harbor Township School District of Atlantic County:

Pursuant to the Open Public Meetings Act, the Egg Harbor Township Board of Education has established the

following meetings of the Board to be held at the Alder Avenue Middle School/Board Room until the next

reorganization meeting of the Board. Action may be taken. Any revisions or additions to this schedule will be

separately noticed pursuant to the open Public Meetings Act.

Executive Session 6:00 p.m. followed by Regular Meeting 7:00 p.m. Work Session Meeting 6:00 p.m. Budget Meeting 6:00 p.m.

Alder Avenue Middle School – Board Room Work Session Meetings Regular Meetings Tuesday, January 21, 2020 Tuesday, January 28, 2020 Tuesday, February 11, 2020 Tuesday, February 18, 2020 Tuesday, March 10, 2020 Tuesday, March 17, 2020 Tuesday, April 21, 2020 Tuesday, April 28, 2020 Tuesday, May 12, 2020 Tuesday, May 19, 2020 Tuesday, June 23, 2020 Tuesday, June 30, 2020 Tuesday, July 14, 2020 Tuesday, July 21, 2020 Tuesday, August 11, 2020 Tuesday, August 18, 2020 Tuesday, September 15, 2020 Tuesday, September 22, 2020 Tuesday, October 13, 2020 Tuesday, October 27, 2020 Tuesday, November 10, 2020 Tuesday, November 17, 2020 Tuesday, December 8, 2020 Tuesday, December 15, 2020

This notice will be sent to “The Press” and “The Current of Egg Harbor Township” (official newspapers of the

Board), filed with the Egg Harbor Township Clerk, and posted on the inside of the glass front door of the Board

Office as required by law.

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Statement of Nondiscrimination

The purpose of federal and/or state anti-discrimination legislation (including, but not limited to Title VII of the Civil Rights Act

as amended, Section 502 and 504 of the Rehabilitation Act, Education for All Handicapped Children Act, the Equal Pay Act as

amended and Title IX of the Education Amendments) the New Jersey Administrative Code 6:2 and 6:4 and the Egg Harbor

Township Board of Education Policy on non-discrimination is to prohibit discrimination against students and employees on the

basis of race, creed, color, sex religion, ancestry, national origin, social/economic status, age, marital status, and/or

handicap/disability.

These and other federal and state laws and regulations provide that all person must be afforded equal opportunity with

regard to:

Access to and treatment in curricular and extra-curricular programs and activities; Treatment under regulations and policies governing student benefits, services, conduct and dress; Equal access to facilities, programs and services for qualified handicapped/disabled persons; Access to employment in educational agencies; and Terms, conditions and benefits of such employment.

The Egg Harbor Township Board of Education has designated Dr. Terrence Charlton to coordinate compliance efforts and to investigate 1) and complaints of discrimination on the basis of race, creed, color, sex, religion, ancestry, national origin, social/economic status, age or marital status as it pertains to the above and 2) any complaints involving employment practice discrimination on the basis of handicap. As required by federal regulations, all employees and parents/guardians/students must be notified of the name, office address and phone number of this person, also known as the Affirmative Action Officer:

Name: Dr. Terrence Charlton – Director of Human Resources

Address: Central Administration Offices

Phone: 646-7911 ext. 1022

In addition, the Egg Harbor Township Board of Education has designated Dr. Terrence Charlton to coordinate compliance efforts and to investigate any complaints of discrimination by qualified handicapped /disabled persons as it pertains to educational facilities, programs and/or services. As required by federal regulations, all employees and parents/guardians/students must be notified of the name, office address and phone number of this person, also known as the 504 Officer:

Name: Dr. Terrence Charlton– Director of Human Resources

Address: Central Administration Offices

Phone: 646-7911 ext. 1022

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Nondiscrimination Grievance Procedures

In keeping with federal/state anti-discrimination legislation, the Egg Harbor Township Board of Education has adopted and hereby publishes this grievance procedure providing for the resolution of employee, student and parent complaints.

PURPOSE: To provide employees, students, and parents/guardians a procedure by which they can seek a remedy for alleged violations

related to discrimination on the basis of race, color, creed, religion, sex, ancestry, national origin, social economic status, age,

marital status or handicap/disability.

DEFINITIONS: Grievance – A formal written complaint.

Grievant – Any employee, student, or parent/guardian aggrieved by a decision condition falling under

the guidelines of federal and/or state anti-discrimination laws.

GRIEVANCE OFFICER:

1. The district’s Affirmative Action Officer shall coordinate compliance efforts with anti-discrimination legislation as it applies to 1) any complaints of discrimination on the basis of race, creed, color, sex, religion, ancestry, national original, social/economic status, age or marital status as it pertains to the above and 2) any complaints involving employment practice discrimination on the basis of handicap; further he/she is charged with the responsibility of investigating such complaints; or

2. The district’s 504 Officer shall coordinate compliance efforts with anti-discrimination legislation as it applies to complaints of qualified handicapped/disabled persons concerning educational programs, facilities and services of investigating such complaints. PROCEDURE:

1. The Grievance Officer has ten (10) working days from receipt of the written grievance in which to investigate and after consulting with administrative/supervisory staff that are directly involved, respond in wiring on the appropriate form to the grievance.

2. If the grievant is not satisfied with the disposition, he/she may appeal to the Superintendent within to (10) working days of the Grievance Officer’s response.

3. The Superintendent’s response shall be rendered in writing within fifteen (15) working days of receiving the written appeal.

4. If the grievant is not satisfied with the disposition, an appeal may be made within ten (10) working days of the Superintendent’s decision to the Egg Harbor Township Board of Education. The Board will head the complaint at its next regular meeting or, at its option, within thirty (30) calendar days. The Board hearing shall be conducted as to afford all parties involved in the complaint, the following: written notice of hearing dates, right to counsel, right to present and cross-examine witnesses, and to present written statements. The decision of the Board shall be by action at an advertised public meeting.

5. The Egg Harbor Township Board of Education shall respond in writing to the grievant within thirty (30) calendar days after the hearing.

6. If the grievant is not satisfied with the Board’s decision, the grievant may file the complaint with the Director of the Office for Civil Rights, Washington, D. C. or appropriate regional office. The grievant maintains the right to by-pass the grievance procedure and submit the complaint directly to the Office for Civil Rights.

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Terms and Conditions of Employment

The Egg Harbor Township Education Association (EHTEA) represents teachers, custodians, maintenance

workers, paraprofessionals, grounds keepers, secretaries, clerks, cafeteria workers, mechanics and attendance

officers. All positions mentioned above must refer to the EHTEA Collective Bargaining Agreement to find

details of their Terms and Conditions of Employment.

All non-union support staff are to refer to Board Policies for their Terms and Conditions of Employment.

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Attendance Reminders AND Aesop/Frontline

READ THIS DOCUMENT IN ITS ENTIRETY

PERSONAL DAYS

Enter at least three (3) days prior to their use in order for all necessary approvals: building principal, and/or

supervisor and Director of Human Resources

If all approvals are not completed, Aesop/Frontline will not post your absence

You may not use a Personal Day prior to, or following a holiday (this includes the NJEA convention). If you must be

out before or after a holiday, you must submit a written letter to the Superintendent to arrange a meeting to discuss your

specific situation. Extraordinary circumstances (case-by-case basis) may be approved by the Superintendent for a personal

day or may be approved as an Unpaid Day Off.

SICK DAY

When a sick day is used preceding or following a holiday, you must provide a doctor’s note (including NJEA

convention).

A doctor’s note is required when utilizing three (3) or more consecutive sick days.

Failure to submit the doctor’s note may result in a loss of pay for the days of the absences.

Doctor’s notes for Sick Days are submitted to: Christi McGowan, District Office – Slaybaugh Primary

CRITICAL ILLNESS OR DEATH IN THE FAMILY DAYS

Upon returning from a Critical Illness or Death in the Family absence, you must complete the appropriate

Verification Form On-line (found on the district webpage under “District Services ~ Human Resources ~ HR Forms”)

Click on the link and follow the prompts.

NOTE: Critical Illness days are not used for yourself, they are intended for immediate family/household members who require your

care/assistance; you must provide a doctor’s note that verifies you accompanied the family member to their appointment/ER visit.

JURY DUTY

Forward a copy of your summons to Christi McGowan at the Slaybaugh Primary District Office, as well as any Jury

Duty Attendance card(s) you receive if you were required to report.

If you do not submit the Jury duty card(s) and the office is unable to track your absence, then you will be charged a personal day.

ADDITIONAL NOTES:

If you have a change in your address or telephone number, please, notify your supervisor so that they can send the

changes(s) to: Susan Diefenbeck, Benefits, Jane Rainear, Human Resources, Megan Halka, Payroll, and Christi

McGowan, Aesop/Frontline and District Attendance.

DO NOT change start time or end time when creating your absence.

If you are writing a message in the notes field that needs immediate attention from your School Office, or Board

Office, you must also contact Christi McGowan via email or telephone.

This section is not viewed on a daily basis due to the volume of absences each day

If the District’s website is down, Aesop/Frontline website can be reached at: www.frontlineK12.com or call:

1-800-942-3767 to access your account.

*ID Number: Your ID number is your phone number, area code included (example: 6096467911)

PIN Number: Your Pin number is the four-digit number given to you on your Aesop/Frontline Welcome Letter

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IMPORTANT BOARD POLICIES FOR SUPPORT STAFF

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Probationary Period

Policy

Egg Harbor Township

Board of Education

4000 Support Staff Members

4123 Probationary Period

All full time non-certificated and/or non-certificated and non-union personnel shall be hired for a 90-day

probationary period. They shall be compensated at the prevailing hourly rate or annual salary for such period.

An evaluation form shall be completed at the conclusion of the 90-day probationary period by the

designated supervisor. This evaluation must be received and approved by the School Business Administrator

and/or Superintendent’s designee before a regular contract is issued.

Upon successful completion of the probationary period, the employee shall be issued a regular employment

contract for the balance of the school year. Except for a new bus driver who has served as a substitute bus

driver and who could be considered eligible to fill a new or existing contract runs for the balance of the

school year. The time served as a substitute bus driver shall count as a bus driver’s probationary period.

The full-time non-certificated and non-union/non-certificated personnel categories include, but not limited to:

Custodians, Maintenance and Grounds Personnel; Bus Drivers; Mechanics and Mechanic’s Helpers,

Coordinators, Supervisors of Custodians and Maintenance; IT staff; and any other non-certificated/non-union

confidential employee.

Adopted: 10/22/2002

Revised: 02/25/2014, 12/08/2015

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Attendance

Policy

Egg Harbor Township

Board of Education

4000 Support Staff Members

4211 ATTENDANCE

Employee attendance is an important factor in the successful operation of any school district and in the

maintenance of the continuity of the educational program. The Board of Education is vitally and continually

interested in the attendance of each employee and considers satisfactory attendance an important criterion of

satisfactory job performance

The privilege of district employment imposes on each employee the responsibility to be on the job on time

every scheduled working day. This responsibility requires that the employee maintain good health standards,

take intelligent precautions against accidents both on and off the job, and manage personal affairs in order to

satisfy district attendance requirements.

The Board is required by the high costs of absences and disrupted work schedules to give continuing attention

to the maintenance of regular attendance by employees. Chronic absenteeism and tardiness are subject to

discipline and may be cause for dismissal.

The Superintendent shall develop regulations to implement this policy.

Adopted:10/22/2002

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Code of Ethics

Policy

Egg Harbor Township

Board of Education

4215 CODE OF ETHICS

All support staff employees will:

Represent themselves honestly in the application and selection procedure;

Report to work as scheduled;

Discuss complaints with their immediate superior, or through approved channels;

Not advise or counsel pupils except in special cases with the knowledge and consent of the Principal;

Complete thoroughly their assigned tasks;

Endeavor to establish good working relationships with other employees, professional as well as non-professional;

Commit themselves to providing the best possible services for pupils;

Uphold all rules and regulations as set by the Board, the Superintendent, and the Principals;

Keep the trust under which confidential information may be given;

Adhere to all the conditions of a contract;

Give prompt notice of any change in availability for continued employment; and

Protect and care for district property.

Adopted:10/22/2002

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Employee Evaluation

Policy

Egg Harbor Township

Board of Education

4000 Support Staff Members

4220 EMPLOYEE EVALUATION

The Board of Education recognizes the importance of employee evaluations in the reinforcement of

performance strengths and the remediation of weaknesses.

The Superintendent shall develop a plan for the evaluation of support staff members. He or she shall invite the

participation of employees in the development of the plan and shall assess and modify the plan as necessary.

Employees shall be grouped into position classifications based upon similarities of duties, responsibilities, and

qualifications. The evaluation process shall be similar for all employees in a single classification.

The evaluation process shall provide for the recognition and commendation of effective performance, the

identification and remediation of performance deficiencies, and the recommendation of discipline or

dismissal when an employee fails to improve his or her performance. Evaluation procedures shall provide that

each employee is informed of the specific objectives of his or her position and the standards that will be used

to assess the employee's performance against those objectives. Employees will be evaluated by qualified

supervisors; probationary employees will be evaluated every thirty days and permanent employees will be

evaluated every year. Any records created in the evaluation process will become part of the employee's file and

subject to Board policy on personnel records.

Adopted:10/22/2002

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Employee Training

Policy

Egg Harbor Township

Board of Education

4000 Support Staff Members

4240 Employee Training

The Board of Education believes that continuing training and study is essential to the improvement of

employee performance and the acquisition of technological skills. The Board encourages all employees to

participate in appropriate training programs.

The Assistant Superintendent shall prepare rules for employee participation in programs of job skill

improvement. The rules will include methods of reporting and verifying claims for participation in such

activities.

The Board will reimburse employee requests for attendance at training programs provided participation has been

approved in advance by the Board of Education.

Adopted:10/22/2002 Revised:

9/13/2011

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FREQUENTLY NEEDED FORMS

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Anticipated Maternity Leave Policy

Policy

Egg Harbor Township

Board of Education

4000 Support Staff Members

4435 Anticipated Maternity Leave

Employees requesting a pregnancy related disability will be granted the "presumption of disability" for a

period of twenty days before and twenty days following the expected birth. The following requirements

shall exist.

A. The employee requesting a maternity disability leave shall request in writing to the Superintendent

no later than three months prior to its effective date. The request shall include the following information:

1. The intention to return to work after the disability period, or a request for a child rearing leave

following the disability period of time as prescribed in Article XVI of the negotiated agreement;

2. A statement as to the expected due date and the final date of work.

B. A doctor's note indicating the existence of a maternity disability and the projected due date;

C. The employee shall be entitled to apply sick days during the period of presumed disability provided

sufficient accumulated sick days exist;

D. Extensions to the presumed period of disability (20/20) will be granted only under the following conditions:

1. Additional documentation by a physician indicating that such extensions are necessary along with the

duration of the extension;

2. That the employee has accumulated sufficient sick time to be applied.

E. When applied sick days run into a scheduled day off (NJEA, snow days, holidays and vacation periods)

the day(s) will be counted as part of the disability period but will not be deducted from accumulated sick

time.

Adopted: 10/22/2002

Revised:5/8/2012

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Maternity Leave and Child Rearing Leave Request Forms

Maternity Leave

(Board approval needed)

Maternity Leave paperwork is located in the main office of every school. Please, include and complete the following:

Maternity Leave Request Form

Available written documentation supporting this request

Letter addressed to Dr. Kimberly Gruccio – Superintendent, requesting a Maternity Leave with specific dates

Maternity Leave will not be approved until the Director of Human Resources’ office is in receipt of a physician’s statement indicating: (1) the expected date of delivery; (2) last work date or period of disability prior to delivery; and (3) the doctor’s normal post-delivery recovery period. In order to return to work following a delivery, the employee shall furnish a physician’s certificate stating that the employee is medically able to resume or continue to perform her duties. Must complete Child Rearing Leave request form if extending beyond the Maternity disability period. Please, return the above information to: Christi McGowan, District Office (Slaybaugh Primary). Questions: Mcgowanc@eht.k12.nj.us FAX: 609-601-2794

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Sick Leave Policy

Policy

Egg Harbor Township

Board of Education

4000 Support Staff Members

4432.1 Sick Leave

The Board of Education shall grant sick leave, in accordance with law, to non-teaching staff members absent

from work because of medical disability or quarantine. Each steadily employed employee eligible for sick leave

will be entitled annually to the number of paid sick leave days negotiated with the employee's majority representative

or provided in this policy.

An employee who has been employed in the district at least twelve months and for at least one thousand two

hundred fifty hours in the previous twelve months is eligible for sick leave under the Federal Family and Medical

Leave Act. When any such employee with a serious health condition has exhausted his/her entitlement to paid

sick leave, personal leave and vacation time the Board may grant additional, unpaid sick leave until the total

amount of the employee's sick leave, both paid and unpaid, is equal to twelve work weeks in any twelve month

period. "Serious health condition" means an illness, impairment, or physical or mental condition that involves

inpatient care in a hospital, hospice, or residential care facility or continuing treatment by a health care provider.

When medically necessary, unpaid sick leave granted under this paragraph may be taken intermittently or on a

reduced leave schedule.

The Board will consider the application of any eligible employee for an extension of sick leave when the employee

has exhausted all statutory entitlements to sick leave.

The Board reserves the right to require of any employee who claims sick leave, sufficient proof, including a

physician's certification, of the employee's illness or disability. As a minimum, no day will be considered to be a

sick leave day on which the employee has engaged in or prepared for other gainful employment, has participated in

a work stoppage, or has engaged in any activity that would raise doubts regarding the validity of the sick leave

request.

The Superintendent will prepare rules for the administration of the Board's policy on sick leave, which shall be

binding on all employees.

The Superintendent will submit to the Board the names of those employees absent for non- compensable cause

or whose claim for sick leave pay cannot be justified. The willful misuse of sick leave will be considered a serious

infraction and is subject to discipline.

29 U.S.C. 2601 et seq.

N.J.S.A. 18A:30-1 et seq.

Adopted:5/22/2012

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Medical Leave Direction Sheet and Request Form

Medical Leave

(Board approval needed)

Medical Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:

Medical Leave Form –

http://www.eht.k12.nj.us/cms/One.aspx?portalId=252317&pageId=13650078#

Please check off Federal Family Leave Doctors Note with specific dates

Date of first day out and date of return

Letter addressed to Dr. Kimberly Gruccio, Superintendent, requesting a medical leave with specific dates reflecting the same dates as the doctors note

To Return to work, you must have a doctor’s note if the return date was pending per first doctor’s note

You will use all paid Sick, Personal and Vacation time before you may go on an Unpaid Leave. Please, return the above information to: Christi McGowan, District Office (Slaybaugh Primary). Questions: mcgowanc@eht.k12.nj.us FAX: 609-601-2794

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Medical Leave Forms:

FMLA- Certification of Health Care Provider for

Employee’s

Serious Health Condition (WH-380-E)

FMLA- Certification of Health Care Provider for

Family Member’s

Serious Health Condition (WH-380-F)

To obtain the forms please visit:

www.eht.nj.us/district_services/human _resources/h_r_forms

http://www.eht.k12.nj.us/cms/One.aspx?portalId=252317&pageId=13650078#

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Family Leave Policy

Policy

Egg Harbor Township

Board of Education

4000 Support Staff Members

4431.1 Family Leave

In accordance with the federal Family and Medical Leave Act (FMLA) and the New Jersey Family Leave

Act, (NJFLA), the Board of Education will grant eligible support staff members up to twelve weeks leave of

absence in any twelve month period for the provision of the care made necessary by the birth or adoption of

a child or by the serious health condition of a spouse, parent, child under the age of 18, or children over

18 years old who are incapable of self-care because of a physical or mental impairment.

In accordance with the, NJFLA, the Board of Education will grant eligible support staff members up to twelve

weeks leave of absence in any twenty four month period for the provision of care made necessary by the

serious health condition of the employee.

In situations where a leave is provided by both the New Jersey Family Leave Act and the federal Family and

Medical Leave Act, the employee is entitled to only up to 12 weeks of leave, in a 12 month period, to care for

a family member or newly born or adopted child.

No employee shall be required to take family leave or to extend family leave beyond the time requested.

An eligible employee may choose to exhaust their available sick, vacation, and other paid time over

concurrently with their FMLA and/or FLA usage.

It is the policy of the Board that an employee shall not be discriminated against for having exercised his

or her rights under the Family and Medical Leave Act or the New Jersey Family Leave Act, nor discouraged

from the use of such leave.

At the time of a request for leave, an employee will be asked to have the applicable Health Care Provider

complete a Certification of Health Care Provider Form. The employee will have fifteen days to return this form.

For the purposes of this policy:

"Parent" is a biological, adoptive, step-parent, foster parent, legal guardian or an individual who stood in

loco parentis to the employee when the employee was a child.

"Serious health condition" means an illness, injury, impairment, or physical or mental condition that

involves:

any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a

hospital, hospice, or residential medical care facility; or

a period of incapacity requiring absence of more than three calendar days from work, school, or

other regular daily activities that also involves continuing treatment by (or under the supervision

of) a health care provider; or

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any period of incapacity due to pregnancy, or for prenatal care; or

any period of incapacity (or treatment therefore) due to a chronic serious health condition (e.g., asthma,

diabetes, epilepsy, etc.); or

a period of incapacity that is permanent or long-term due to a condition for which treatment

may not be effective (e.g., Alzheimer's, stroke, terminal diseases, etc.); or,

any absences to receive multiple treatments (including any period of recovery therefrom) by, or on

referral by, a health care provider for a condition that likely would result in incapacity of more

than three consecutive days if left untreated (e.g., chemotherapy, physical therapy, dialysis, etc.).

Eligibility

An employee shall become eligible for family leave after he or she has worked twelve months in this district

and, for purposes of the FMLA has worked at least one thousand two hundred fifty hours during the previous

twelve month period. For purposes of the FLA, the employee has worked at least one thousand hours during

the previous twelve month period.

The calculation of the twelve month period shall commence with the commencement of the family leave.

Leave taken for the birth or adoption of a child may commence at any time within one year after the birth or

adoption, regardless of when the birth or adoption occurs.

An employee on family leave shall not work full-time for another employer, unless he or she was so employed

full-time prior to the commencement of family leave. An employee on family leave may work part-time up to

half of the hours regularly worked for this Board prior to the family leave or part-time in any employment

outside the district that commenced prior to the family leave.

Where spouses are both employed by the same employer, they will be limited to a combined total of 12

workweeks of family leave for the following reasons:

birth and care of a child;

for the placement of a child for adoption or foster care, and to care for the newly placed child; and,

to care for an employee's parent who has a serious health condition

The fact that a holiday may occur within the week taken by an employee as Family and Medical Leave Act

(FMLA) has no effect on the FMLA leave. The week is counted as a week of FMLA. However, if the employee

is out on FMLA and the school district is closed and the employee would not be expected to report for

work for one or more entire weeks, the days the school district is closed, for this employee, do not count

against the employee's FMLA leave entitlement.

Any leave time remaining after an employee has exhausted his or her entitlement to intermittent leave in any

twelve month period may be taken as consecutive leave or reduced leave, and any leave time remaining after

an employee has exhausted his or her entitlement to reduced leave in any twelve month period may be taken

as consecutive leave or intermittent leave.

Types of Leave

In certain circumstances, an employee may take family leave in consecutive weeks, as intermittent leave, or

as reduced leave.

Consecutive Leave

“Consecutive leave” is leave which is continuous, uninterrupted, and of a specific duration.

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Intermittent or Reduced Leave

“Intermittent leave” is leave taken in separate blocks of time due to a single qualifying reason.

“Reduced leave” or a “reduced leave schedule” is a leave schedule that reduces an employee's usual number

of working hours per workweek, or hours per workday.

(1). An eligible employee is entitled to take intermittent leave or reduced leave when medically necessary for

the serious medical condition of a family member or for their own serious health condition, but the employee

and the Board must agree to intermittent leave for the birth or adoption of a child.

(2). An employee who requests intermittent or reduced leave for foreseeable medical treatment shall make a

reasonable effort to schedule such leave so as not to unduly disrupt the instructional program.

(3). If an eligible instructional employee needs intermittent leave or leave on a reduced leave schedule to

care for a family member with a serious health condition, or for the employee's own serious health condition,

which is foreseeable based on planned medical treatment, and the employee would be on leave for more

than 20 percent of the total number of working days over the period the leave would extend, the Board may

require the employee to choose either to:

(i) Take leave for a period or periods of a particular duration, not greater than the duration of

the planned treatment; or

(ii) Transfer temporarily to an available alternative position for which the employee is qualified,

which has equivalent pay and benefits and which better accommodates recurring periods of leave

than does the employee's regular position.

(4). The total time take as intermittent or reduced leave should not exceed the 12 week, 60 day, allotment

under the FMLA and/or FLA.

Notice Requirements

An employee shall provide at least thirty days’ notice prior to the commencement of leave, when he or she

knows about the need for the leave in advance and it is possible and practical to do so.

If 30 days advance notice is not possible because the situation has changed or the employee does not know exactly

when leave will be required, the employee must provide notice of the need for leave as soon as possible and

practical. When the employee has no reasonable excuse for not providing at least 30 days advance notice, the

employer may delay the FMLA leave until 30 days after the date notice is provided. When the employee

could not have provided 30 days advance notice, but has no reasonable excuse for not providing a shorter

period of advance notice, the employer may delay the FMLA leave by whatever amount of time that the

employee delayed in notifying the employer.

Benefits

Family leave shall be unpaid leave.

In accordance with law, the Board will maintain coverage under any group health insurance policy, group

subscriber contract, or health care plan at the level and under the conditions coverage would have been

provided if the employee had not been absent on family leave.

An employee returning from family leave shall be entitled to the position he or she held when leave

commenced or to a similar position, full-time or part-time, within his or her certification, except as his or her

entitlement to a position may have been affected by a reduction in force. The employee's tenure and seniority

rights, if any, and other benefits shall be preserved, but the employee shall accrue no additional time toward

tenure or seniority for the period of the leave, except as may be provided by law.

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The return of an employee prior to the expiration of family leave shall be permitted if the return does not

unduly disrupt the instructional program or require the Board to incur the cost of continuing the employment

of a substitute under contract.

Family leave granted to a non-tenured employee cannot work to extend the employee's employment beyond

the expiration of his or her employment contract.

Verification of Leave

The Board shall require the certification of the health care provider verifying the purpose of requested

family leave. Certification of a serious health condition shall contain the date on which the condition

commenced, its probable duration, and relevant medical information known to the provider. Certification of a

birth or adoption shall contain the projected date of birth or placement.

In the event the Board doubts the validity of the certification, the employee shall obtain the opinion of a

second health care provider approved by the Board and at the Board’s expense. If the certification and opinion

disagree, the employee shall, at Board expense, obtain an opinion from a third health care provider approved

by both the employee and the Board. The opinion of the third health care provider shall be final and binding.

In order that an employee's entitlement to family leave can be properly determined, the Superintendent

shall ensure the keeping of accurate attendance records that distinguish family leave from other kinds of leave.

QUALIFIED EXIGENCY LEAVE

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 contingency operation may use their twelve (12) week leave

entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain

military events, arranging for alternative childcare, addressing certain financial and legal arrangements,

attending certain counseling sessions, and attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take up to twenty-six

(26) weeks of leave to care for a covered service member during a single twelve (12) month period as set forth

in the FMLA, as amended.

Service member FMLA runs concurrent with other leave entitlements provided under federal, state and local

law.

The Board may require a certification providing the appropriate facts related to the particular qualifying

exigency for which leave is sought and a copy of the military member’s active duty orders.

29 U.S.C. 2601 et seq.

29 C.F.R. 825.200 et seq.

N.J.S.A. 34:11B-1 et seq.

Adopted (replacement): 12/23/2015 Revised: 4/26/2016

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Family Leave Direction Sheet and Request Form

Family Leave

(Board approval needed)

Family Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:

Family Leave Request Form -

http://www.eht.k12.nj.us/cms/One.aspx?portalId=252317&pageId=13650078#

Please check off New Jersey Leave

Doctor’s note with specific dates from the family member’s doctor stating you are caring for this family

member

Letter addressed to Dr. Kimberly Gruccio – Superintendent, requesting a Family Leave with specific

dates and for which family member the leave is needed

You may choose to use any accumulated time

Please, return the above information to: Christi McGowan, District Office (Slaybaugh Primary). Questions: McGowanc@eht.k12.nj.us FAX: 609-601-2794

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Medical/Family Leave Forms:

FMLA- Certification of Health Care Provider for

Employee’s

Serious Health Condition (WH-380-E)

FMLA- Certification of Health Care Provider for

Family Member’s

Serious Health Condition (WH-380-F)

To obtain the forms please visit:

www.eht.nj.us/district_services/human _resources/h_r_forms

http://www.eht.k12.nj.us/cms/One.aspx?portalId=252317&pageId=13650078#

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Personal Leave Direction Sheet and Request Form

Personal Leave

(Board approval needed)

Family Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:

Personal Leave Form

Letter addressed to Dr. Kimberly Gruccio, Superintendent, requesting a Personal Leave with specific dates

the leave is to span

This will be an unpaid leave only

Please, return the above information to: Christi McGowan, District Office (Slaybaugh Primary). Questions: Mcgowanc@eht.k12.nj.us FAX: 609-601-2794

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Military Leave Policy

Policy

Egg Harbor Township

Board of Education

3000 Teaching Staff Members

3437 MILITARY LEAVE

The Board of Education recognizes that military service rendered by any district employee in the defense

of the country or in maintaining preparedness for conflict, foreign or domestic, is a service benefiting

all citizens. Any permanent or full-time officer and/or employee of the district will be provided military leave

and related benefits pursuant to the Uniformed Services Employment and Reemployment Rights Act

(USERRA), 38 U.S.C. Section 4301 et seq., P.L. 2001 Chapter 351 amending N.J.S.A. 38:23-1, N.J.S.A.

38:1-1 and N.J.S.A. 38:4-4, and any other applicable Federal and State laws.

A permanent or full-time temporary officer or employee of the school district who is a member of the

organized militia of New Jersey (New Jersey National Guard, New Jersey Naval Militia Joint Command) shall

be entitled, in addition to pay received, if any, to a leave of absence without loss of pay or time on all days in

which he/she is engaged in any period of State or Federal active duty. The leave of absence for Federal active

duty or active duty for training shall not exceed ninety (90) workdays in the aggregate in any calendar year. A

permanent or full-time temporary officer or employee who has served less than one year in the district shall

receive this leave without pay, but without loss of time. This paid leave shall be in addition to the regular

vacation or other accrued leave provided to the officer or employee. Any leave of absence for such duty in

excess of ninety (90) workdays shall be without pay, but without loss of time.

A permanent or full-time temporary officer or employee who is a member of the organized reserve of the

Army of the United States, United States Naval Reserve, United States Air Force Reserve or United States

Marine Corps Reserve, or other organization affiliated therewith, including the National Guard of other states,

shall be entitled, in addition to pay received, if any, to a leave of absence without loss of pay or time on all

work days he/she shall be engaged in any period of active duty, provided such leave of absence shall not exceed

thirty (30) work days in any calendar year. A permanent or full-time temporary officer or employee who is a

member of the organized reserve of the Army of the United States, United States Naval Reserve, United States

Air Force Reserve of United States Marine Corps Reserve, or other organization affiliated therewith, including

the National Guard of other states, shall be entitled, in addition to pay received, if any, to a leave of absence

without loss of pay or time on all work days he/she shall be engaged in any period of active duty, provided

such leave of absence shall not exceed thirty (30) work days in any calendar year. A permanent or full-time

temporary officer or employee who has served less than one year in the district shall receive this leave without

pay, but without loss of time. This paid leave shall be in addition to the regular vacation or other accrued leave

provided to the officer or employee. Any leave of absence for such duty in excess of thirty (30) workdays

shall be without pay, but without loss of time.

Military leave with pay is not authorized for Inactive Duty Training (IDT) as defined in: N.J.A.C. 5A:2-2.1.

The district will provide benefits and rights for staff on military leave as required by Federal and State

laws.

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Pursuant to N.J.S.A. 52:13H-2.1, in accordance with the provisions of Article VIII, Section II, paragraph

5 of the New Jersey Constitution, upon application by the district to the State Treasury and approval of the

application by the Director of the Division of Budget and Accounting, reimbursement shall be made by the

State of New Jersey for any costs incurred as a result of the provisions of P.L. 2001, Chapter 351.

N.J.S.A. 18A:6-33; 18A:28-11.1; 18A:29-11; 18A:66-8.1

N.J.S.A. 38:23-1 et seq.; 38A:1-1; 38A:4-4; 52:13H-2.1; N.J.A.C.5A:2-2.1

Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. Section 4301 et seq.

Adopted: 10/22/2002

Revisions: 10/14/2003

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Military Leave Direction Sheet and Request Form

Military Leave

(Board approval needed)

Military Leave paperwork is located in the main office of every school and on the district webpage under Faculty & Staff “frequently needed forms”. Please, include and complete the following:

Military Leave Form with Orders attached

Letter addressed to Dr. Kimberly Gruccio – Superintendent, requesting a Military Leave with specific dates of the leave

Please, return the above information to: Christi McGowan, District Office (Slaybaugh Primary). Questions: mcgowanc@eht.k12.nj.us FAX: 609-601-2794

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Critical Illness Form

Effective Monday, February 3, 2020, all Critical Illness and Death in Family verification submissions

must be completed online. You can either click the links below or you can navigate to the District’s

website (www.eht.k12.nj.us) and hover on the District Services tab, go down to Human Resources and

click on HR Forms. Once on the HR Forms page, click on either Critical Illness or Death in Family and

you will be taken to the Informed k12 (sometimes referred to as “Chalk”) website where you will fill in

your information, attach the necessary documentation and you are done! This is the same process

currently in use for field trips, professional days, and tuition reimbursement.

You can also click on the appropriate link below:

CRITICAL ILLNESS VERIFICATION: https://app.informedk12.com/link_campaigns/egg-harbor-

critical-illness-verification-electronic-form?token=rr56feD8yfnJX74DEPPzaMKq

NOTE: Critical Illness days are not to be used for yourself; they are intended

for immediate family/household members who require your care or

assistance. (You must provide a doctor’s note that verifies you

accompanied the family member, on the date of your absence, to the

treatment for the critical illness).

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Death in Family Form

Effective Monday, February 3, 2020, all Critical Illness and Death in Family verification submissions

must be completed online. You can either click the links below or you can navigate to the District’s

website (www.eht.k12.nj.us) and hover on the District Services tab, go down to Human Resources and

click on HR Forms. Once on the HR Forms page, click on either Critical Illness or Death in Family and

you will be taken to the Informed k12 (sometimes referred to as “Chalk”) website where you will fill in

your information, attach the necessary documentation and you are done! This is the same process

currently in use for field trips, professional days, and tuition reimbursement.

You can also click on the appropriate link below:

DEATH IN THE FAMILY VERIFICATION: https://app.informedk12.com/link_campaigns/egg-

harbor-death-in-family-verification-electronic-form?token=azhsdCHH3BfmS8dS2BuGYMcC

Please note that you can no longer send interoffice or email documentation to Christi McGowan for

Critical Illness or Death in Family days. You are responsible to complete the online form and attach the

documents. Approval will not be given if these verification forms are submitted on paper, the forms are

submitted with no backup, or you submit notes to Human Resources any way other than through the

Informedk12 system.

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Employee Signature Page – Receipt of New Employee Booklet

SUPPORT STAFF 2019-2020

PRINT NAME: _________________________________________ ________________________ (Print Name) (Date) NEW EMPLOYEE: ______________________________________ ________________________ (Signature) (Job Title) _______________________________________________________

(Location/Department)

PRINT, SIGN AND RETURN TO:

Nitty D’Allesandro Administrative Assistant to the Director of Human Resources

Egg Harbor Township Schools District Office – Slaybaugh Primary

13 Swift Drive Egg Harbor Twp., NJ 08234