George County School District5152 Main Street w Lucedale, MS 39452

601-947-6993 w 601-947-8805 (Fax)

Employee Handbook

i

Pam TouchardSuperintendent of Education

Table of ContentsSection I: Introduction to the George County Public Schools

Welcome to the George County Public Schools from the Superintendent..............4Our Mission..............................................................................................................4About This Handbook...............................................................................................5

Section II: Our Commitment to Non-Discrimination and Equal Employment Opportunity

Equal Employment Opportunity...............................................................................6Individuals with Disabilities......................................................................................6Harassment/Bullying Prevention Policy and Complaint Procedure..........................7

Section III: Working at the George County Public SchoolsOur Recruitment and Hiring Process........................................................................11Our Selection and Hiring Processes..........................................................................11Screening of Candidates...........................................................................................11Employment Categories...........................................................................................11Job Postings, Assignments, Transfers, and Promotions............................................12Work Schedules and Breaks.....................................................................................12Overtime and Time Reporting..................................................................................13Receiving Your Pay...................................................................................................14Employee Records....................................................................................................15Travel and Work-Related Expenses..........................................................................15CEU’s and Maintaining Teacher Licensure...............................................................15

Section IV: Our Performance ExpectationsGuidelines for Behavior in Our Workplace...............................................................16Attendance at Work.................................................................................................17Personal Appearance and Attire...............................................................................18Personal and Family Relationships in our Workplace...............................................18Performance Appraisals...........................................................................................18Suggestions.............................................................................................................. 19Resolving Workplace Issues......................................................................................19Confidentiality and Individual Privacy......................................................................20Family Educational Rights and Privacy (FERPA)........................................................20Ethics and Conflicts of Interest.................................................................................21Whistleblower Responsibility and Protection..........................................................21Outside Employment................................................................................................22Employee Arrest.......................................................................................................22Use of Telephones....................................................................................................23Use of Computer Systems and Electronic Mail.........................................................23

ii

Use of Bulletin Boards..............................................................................................23

Section V. Benefits and Leaves of AbsenceHealth and Prescription Drug Insurance...................................................................24Other Optional Insurance Coverage.........................................................................25Flexible Spending Account.......................................................................................25Retirement Benefits.................................................................................................25Holidays....................................................................................................................26Paid Vacation............................................................................................................26Paid Personal Leave..................................................................................................26Paid Sick Leave.........................................................................................................27Family and Medical Leave .......................................................................................28Jury Duty Leave........................................................................................................34Military/Uniformed Services Leave..........................................................................35Unpaid Leave............................................................................................................35

Section VI. Workplace Safety, Health and SecurityThe Importance of Safety at Work...........................................................................36Our Commitment to Safety and Non-Violence.........................................................36Accidents and Workers’ Compensation...................................................................37Occupational Safety and Health and Hazard Communications................................37Emergency Procedures.............................................................................................37Electronic Monitoring...............................................................................................38Our Healthy Work Environment...............................................................................38Medical Exams..........................................................................................................38Smoke-Free Workplace............................................................................................38Alcohol and Drug Free Workplace............................................................................39

Section VII. Ending Your Employment with the George County Public Schools

Resignation /Retirement..........................................................................................41Non-renewal/Termination/Layoff............................................................................41Final Compensation and Continuing Your Benefits..................................................42Return of Property...................................................................................................42Our Exit Interview Process.......................................................................................43Rehire Eligibility........................................................................................................43Policy KHE Gifts to Schools……………………………………………………………………………….…….44Excerpt from Policy GABBA Social Neworking Websites notice………………………….…..46

iii

SECTION 1

INTRODUCTION TO THEGEORGE COUNTY PUBLIC SCHOOLS

WELCOME TO THE GEORGE COUNTY SCHOOLS FROM THE SUPERINTENDENT

As I begin my third year as your superintendent, I would like to thank you for all of the hard work and love that you each give to our district. You face challenges like champions and you instill in your students a passion for the love of learning, not simply learning for the data collected. I thank you for going the extra mile to make these positive impacts on the lives of our students.

More and more we see our students thriving and being successful in their academics and in their extracurricular achievements. Our students are being recognized nationally for their successes and this brings great honor to our district. We see the legacies that are being created and this brings great pride for our community.

George County School District’s theme for the 2018-2019 school year is INSPIRE. As we continue to FOCUS and work to create amazing LEGACIES, we will seek to INSPIRE those around us. To INSPIRE we must focus on others. This requires everyone stepping up to encourage one another. We must be compassionate toward others. We must display self-control and patience during challenging times. We must have passion that is driven with motivation and determination to work for the greater good of all people while we plant our foundation in the love, hope and joy that makes life worth the effort. We will INSPIRE each other to be the best people we can be. It only takes a spark to create light… Let’s work to INSPIRE and be the spark that fills the world with light. Remember, one voice can change the world!

Sincerely,

Pam TouchardSuperintendent of Education

OUR MISSION

4

The mission of George County School District in collaborative partnerships with family and community is to deliver the highest quality educational experience in a safe learning environment. Stakeholders will empower students to become successful graduates and productive global citizens through a relevant and rigorous curriculum with a focus on critical thinking and effective communication skills essential to be college and career ready.

ABOUT THIS HANDBOOK

This handbook serves as a general reference during your employment with the George County Public Schools. It is not intended to be an all-inclusive source of information on all the terms and conditions of your employment. Other information about our school policies and procedures regarding employee parking, building access, facilities, etc. may be obtained from your supervisor, principal or director.

The information contained in this Handbook is subject to revision based on changes in the law or Board of Education policies and procedures or regulations. The contents of this handbook are meant to serve as guidance and do not constitute the terms of a contract of employment or a guarantee of continued employment. There are no promises in this handbook regarding your work assignment, work schedule, specific working conditions or length of employment. While we do not intend to change the policies and practices contained in this Handbook without good reason, the school district’s administration reserves the right to review, revise, delete, and interpret the policies and procedures described in this handbook at its discretion, subject to any legal restrictions. Of course, we believe in open communication and fairness, and will work to keep you apprised of changes about which you need to be aware in order to perform your job.

Many school district policies and regulations have been referenced and paraphrased for the sake of brevity. Employees are responsible for making sure they are fully aware of the obligations and prohibitions contained in those policies. A copy of the complete policy manual is available from the central office and in each school.

5

SECTION II

OUR COMMITMENT TO NON-DISCRIMINATIONAND EQUAL EMPLOYMENT OPPORTUNITY

The George County Public School System greatly values the diversity of its workforce and the unique background, talent and perspectives that each employee brings to our place of work. It is important that employees are unified in common goals, support values such as respect and dignity, and appreciate and learn from individual and group differences. Treating each individual as a person worthy of respect goes a long way towards having a higher performing, innovative and harmonious workplace.

EQUAL EMPLOYMENT OPPORTUNITY

The George County Public Schools is committed to the principles of equal employment opportunity and non-discrimination in all of our employment policies and practices, including recruitment, hiring, training, compensation, benefits, transfers, promotions, and all other employment conditions. The George County Public Schools will make every effort to ensure that our employment policies and practices provide equal opportunities without regard on race, color, national origin, ancestry, citizenship status, sex, sexual orientation, pregnancy, marital status, parental status, religion, age, disability, past or present service in the uniformed services of the United States, or any other legally protected basis. Employment decisions will be based on individuals’ qualifications and our business/operational needs.

INDIVIDUALS WITH DISABILITIES

One protected group of individuals we seek to employ and support is individuals with disabilities. A qualified person with a mental or physical disability must be provided the same employment opportunity as any other qualified individual. A qualified person with a disability is someone who has the knowledge, skills, and ability to perform the essential functions of a job, with or without reasonable accommodation.

Examples of reasonable accommodations include:

removing physical barriers to the employee’s work area; modifying an individual’s job duties, work schedule or work

environment; modify how the job is normally performed; providing alternative means of work communications; and

6

transferring the employee to a vacant position for which the person is qualified.

Any individual (employee or applicant) who need an accommodation should inform his or her immediate supervisor or Human Resource Director about the specific need. After confidential discussions with the individual and consultation with the Superintendent or designee, the supervisor or Human Resource Director will inform the individual what, if any, reasonable accommodation will be made.

Please see the school district’s complete Individuals with Disabilities Policy for more information.

HARASSMENT/BULLYING PREVENTION POLICYAND COMPLAINT PROCEDURE

A. Overview and Policy

The George County Public Schools is committed to promoting harmonious working relationships and a safe work environment that is free of any form of harassment or bullying in the workplace. To support that commitment, the George County Public Schools strictly prohibits harassment and any other form of discrimination, including but not limited to harassment or discrimination based on race, color, national origin, ancestry, citizenship status, sex, sexual orientation, pregnancy, marital status, parental status, religion, age, disability, past or present service in the uniformed services of the United States, genetic makeup, or any other legally protected basis.

The George County Public Schools also prohibits discrimination or harassment against any individual based upon that individual’s association with an individual in a protected class. In addition, The George County Public Schools prohibits any form of harassment or bullying against any employee, applicant for employment, volunteer or student by an employee against anyone, including students, parents, volunteers, visitors and anyone with whom we do business, regardless of whether the victim is a member of a protected class. Discrimination and harassment are prohibited by several laws, including the Title VII of the Civil Rights Act of 1964, Title IX, the Americans with Disabilities Act, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination in Employment Act, Mississippi’s anti-bullying statute (SB 2015), and others.

Harassing or bullying behavior will not be condoned or tolerated when it takes place on school property, at any school‐sponsored function, or on a school bus, or when it takes place off school grounds when such conduct

7

renders the offending person’s presence in the school district a disruption to the educational or work environment of the school district.

All administrators, managers, supervisors and employees are required to maintain a work environment free from such discrimination, harassment and bullying. The George County Public Schools will investigate all complaints of discrimination, harassment and/or bullying, and preserve confidentiality to the maximum extent possible. Any employee who violates this policy may be subject to discipline, up to and including termination of employment.

Employees and applicants for employment will not be subjected to any retaliation or adverse consequences because they have (a) filed a legitimate complaint of discrimination, harassment or bullying; (b) assisted or participated in an investigation of such a complaint, or in any hearing or legal proceeding involving such a complaint; (c) opposed any unlawful conduct involving discrimination or harassment; or (d) exercised any other legal right protected by law that involves discrimination or harassment. The George County School District policy is to strongly encourage discussion of the matter to help protect others from being subjected to any future inappropriate behavior.

B. Prohibited Forms of Harassment

Harassment or bullying is defined as verbal, written, electronic or physical conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile, offensive, or abusive working environment. Some examples of harassment include, but are not limited to:

Making racial or ethnic slurs; Ridiculing, insulting or demeaning a person, a group of people, or their

relatives, friends or associates based upon one or more of their race, color, national origin, ancestry, citizenship status, age, gender, sexual orientation, disability, or religion;

Threatening an employee with harm or in actual and reasonable fear of harm to his or her person or damage to his or her property.

A "hostile environment" means that the victim subjectively views the conduct as bullying or harassing behavior and the conduct is objectively severe or pervasive enough that a reasonable person would agree that it is bullying or harassing behavior.

Sexual harassment is verbal or physical conduct or abuse of a sexual nature, unwelcome sexual advances and requests for sexual favors in situations where:

8

Submission to such conduct is an explicit or implicit term or condition of employment;

An individual’s submission to or rejection of such conduct becomes the basis for employment decisions affecting that individual; or

Such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment.

Sexually harassing conduct may be overt or subtle, and includes, but is not limited to:

Repeatedly e-mailing, text-messaging, calling, or otherwise attempting to contact another employee to solicit a non-professional relationship with the individual;

Basing any employment decision on an employee’s or applicant’s acceptance or rejection of personal relations or sexual advances;

Verbal conduct, such as suggestive or offensive comments, sexual jokes, or sexual propositions;

Non-verbal conduct, such as derogatory or pornographic images, pictures, or cartoons, leers or stares; and

Unwanted physical conduct.

Sexual harassment is a form of sex (gender) discrimination, and can occur against either a male or a female individual by either a male or female employee. It can be directed against an employee or a supervisor by another employee or supervisor. It can be directed against any employee, student, visitor, contractor, other outside business associate, or visitor, and vice versa.

This policy also applies to The George County Public Schools electronic communications systems. Employees may not use any communications systems to harass or offend others, whether employees or non-employees.

C. Reporting Discrimination/Harassment, Complaint Procedure and Investigation

Any employee or volunteer who believes she or he has been subjected to any type of discrimination or harassment should immediately tell the other person to “stop” or make it clear that the conduct is not welcome or acceptable. In addition, the employee should inform his or her supervisor of the perceived discrimination or harassment as soon as possible. This will provide the best opportunity to prevent further discrimination or harassment and take effective corrective measures. Failure to report possible harassment which would enable the organization to correct the problem also

9

may prevent further legal action that an individual may otherwise be entitled to take. In the event that an individual is uncomfortable, for any reason, with discussing the matter with his or her supervisor, the individual should contact the Director of Human Resources. Any supervisor or management official who receives a report of potential discrimination, harassment or bullying by or against an employee must promptly notify the Director of Human Resources. Complaints against the Superintendent shall be made to the Board President. In addition, any employee or volunteer who has witnessed or has reliable information that an employee or volunteer has been subjected to discrimination or harassment shall report the incident to his or her supervisor or the Director of Human Resources.

Reports shall be made promptly but no later than five (5) calendar days after the alleged act or acts occurred or from the date on which information was obtained about potential discrimination or harassment.

A complaint form will be completed, which shall include the name of the reporting person, the specific nature and date of the misconduct, the names of the victim of the misconduct, the names of any witnesses and any other information that would assist in the investigation of the complaint shall be given promptly to the Director of Human Resources, who shall institute an immediate investigation.

The complaint shall be investigated promptly. The Principal/Director will take steps to ensure that information obtained during the investigation is shared only with those who have a business need to know about it. Everyone involved in the investigation will be told of the need for confidentiality and will be expected to maintain confidentiality.

The Principal/Director will arrange such meetings as may be necessary with all concerned parties within ten (10) working days after initial receipt of the complaint by the District, if feasible. The parties will have an opportunity to submit evidence and a list of witnesses. All findings related to the complaint will be reduced to writing. The supervisor will notify the complainant and others as appropriate when the investigation is completed and a decision regarding disciplinary action, as warranted, is determined. If the complainant is not satisfied with the decision of the supervisor, he/she may submit a written appeal with the Board. Such appeal shall be filed within ten (10) working days after receipt of the decision of the superintendent. The Board shall, within twenty (20) working days, allow the victim to appear before the Board to present reasons for dissatisfaction with the decision of the superintendent. The Board shall provide a written decision within ten (10) working days following the victim’s appearance before the Board.

Harassment is a serious act of misconduct. If an investigation results in a finding that a person has knowingly, or in a malicious manner, falsely

10

accused another of statement(s) or conduct that did not occur, that person will be subject to appropriate disciplinary action.

11

SECTION III

WORKING IN THEGEORGE COUNTY PUBLIC SCHOOL SYSTEM

OUR RECRUITMENT AND HIRING PROCESS

Our goal is to establish a school working environment that will attract and retain the best qualified people to our school district. Toward that end, we engage in extensive and targeted recruitment efforts to build and identify the largest possible pool of applicants for school district positions. In its continuing effort to assure equal employment opportunity, the George County Public Schools will seek out potential minority candidates.

We strive to fill each open position with the most qualified candidate available for the position. This means the candidate selected has been determined to most closely match the total position requirements. Our selection process is based on guidelines and practices that are designed to screen applicants and identify those individuals who will best contribute to our overall success, consistent with our commitment to equal employment opportunity, as expressed above.

In addition to a rigorous screening process, the school district will also conducts criminal background checks and reference checks on all candidates for hire. In addition, all new hires will be required to submit proof of eligibility to work in the United States, consistent with federal law.

EMPLOYMENT CATEGORIES

Proper classification of employees is essential in order to administer pay and benefit plans, and to comply with employment and tax laws. Under federal law, every employee who works for the George County Public Schools must be classified as either (a) exempt or (b) non-exempt. Exempt employees are salaried, and work in administrative, managerial, and supervisory positions. Those employees are not eligible for overtime pay. All other employees are non-exempt, paid for all hours they work to the nearest quarter hour, and are eligible for overtime pay.

The George County Public Schools maintains job classifications based upon performance standards, working conditions, supervisory authority, reporting arrangements, and workflow. The classifications fall into two broad categories: certified positions, and non-certified or classified positions. We also maintain job descriptions for each job position. The job description

12

defines essential job functions, qualifications needed to perform the essential functions, and other aspects of the job. Job classifications and job descriptions will be reviewed and revised as necessary.

Job descriptions are available through the district office Human Resource Department.

JOB POSTINGS, ASSIGNMENT,TRANSFERS AND PROMOTIONS

We recognize that employees of the George County Public Schools may wish to transfer to other positions as they become available. An employee, in good standing, may request a transfer of assignment from job to job or one site to another by completing a Transfer Request Form. The names, qualifications, years of experience and other pertinent information on current employees who are qualified for the position and are interested in reassignment will be forwarded to the principal/supervisor for consideration. An interview may be granted by the principal/supervisor to determine if the individual would be well qualified for the position. Thereafter, the principal/supervisor will make a recommendation to the Superintendent regarding a transfer or promotion to a vacant position.

The Superintendent shall make assignments in the best interest of the district. The preference of employees will be taken into consideration in making assignments. Transfer and promotion decisions will be based upon an assessment of the employee’s qualifications, experience, training, knowledge, skills, abilities, and prior performance. A building principal may assign employees within his or her school to job positions appropriate to their qualifications and according to the needs of the school. In addition, the school district may transfer or reassign you at any time to another job position for which you are qualified based upon our operational needs, due to the need for a disability accommodation, or for other business-related reasons.

Each transfer/promotion request will expire at the end of the school year in which it was submitted. Employees who are currently on a plan of improvement will not be eligible for a transfer until the plan has been satisfied. Under no circumstances will an employee be retaliated against for submitting a transfer request.

WORK SCHEDULES AND BREAKS

I. Standard Work Schedule

13

The standard business hours for the central office are 7:30 a.m. to 4:30 p.m. Summer hours are Monday thru Thursday from 7:00 – 5:30. Each school has established its own business hours. For non-exempt employees, the workweek for full-time employees consists of forty (40) hours per week, generally eight (8) hour per day plus a thirty (30) minute unpaid meal break. The actual weekly and hourly work schedules are established by the building supervisor/Principal or other administrator based on the operational needs of the district.

Work calendars and working hours are designed for maximum instructional effect and workforce efficiency. Supervisors have a copy of department work calendars, and work calendars can be provided by the Human Resource Department upon request. Each employee is expected to be aware of scheduled work days.

Exempt professional staff generally are expected to work the minimum number of hours per week established by the school district. The daily work schedule for exempt employees will be established by the Administration and may require some flexibility due to school district business or operational needs.

The work year for “school year” employees (e.g., teachers, paraprofessional, bus drivers food service workers) ranges from 180 days to 240 days, depending on the job position. Employees working in those positions will receive notification of the work schedule by June 30 of each year for the following “school year.” The work year for 12-month employees is the fiscal year, July 1 through June 30.

II. Meal Periods And Breaks

Each full-time non-exempt employee receives an unpaid meal break of at least thirty (30) minutes. This time is in addition to the regularly-scheduled work hours. The meal break will be scheduled with the approval of your supervisor. Non-exempt employees who have direct responsibility of supervising students during lunch will be paid for their thirty minute lunch break.

Exempt professional employees will receive meal breaks each day according to when it best fits into their work schedule based upon operational needs and staff assignments.

OVERTIME AND TIME REPORTING

Overtime Policy GCRAA

14

Nonexempt employees are eligible for overtime compensation for all hours worked in excess of forty (40) hours in any workweek. Paid time off is not included in hours worked in any week. Any change in work schedule, as well as any overtime work must be approved in advance by the employee’s supervisor, a principal or other administrator. Principals can approve up to two (2) hours of overtime per week for employees under their supervision. Overtime must be approved by the Employee’s director/supervisor and the Superintendent. A reasonable advance notice, except in emergencies, is required for any overtime. Overtime hours must be submitted for payment on your regular time sheet. The overtime compensation rate for approved overtime work is one and one-half (1 and ½) times your regular hourly rate.

Reporting of Time Worked

All non-exempt employees are required to clock in and out, as required by each individual Principal or Director. Computer-generated time sheets must be signed by the employee and their director/supervisor each month. Bus Driver time sheets must be signed by the driver and turned in to the Transportation Director. All non-exempt employees except bus drivers use the school district’s electronic hand scan time recording system The time sheet for each week should include time worked in each week from 12:01 a.m. Monday through 12:00 midnight on the following Sunday. Each non-exempt employee must record his or her own work time only, including beginning time, ending time, and unpaid meal or break times. Non-exempt employees are not permitted to start work before your scheduled shift or work after your scheduled shift without prior authorization from your supervisor. Non-exempt employees also are not permitted by law to “volunteer” their work time. Any time off from work must be reflected and must accurately reflect the reason for your absence anytime you are absent from work.

Comp Time Policy GCRAA

Comp time for non-exempt employees is limited. District procedures have been established and are in place to administer comp time when it has been approved according to established guidelines.

RECEIVING YOUR PAY

Each pay period is a month. Employees are paid the last working day of each month based on their total annual compensation divided by twelve (12). Any overtime work performed in any month is paid to the employee in the monthly paycheck. You will receive your pay by direct deposit. You will receive your pay stub detailing any applicable payroll deductions from your

15

supervisor. Payroll deductions consist of required deductions (e.g., taxes and state retirement), and optional deductions that you choose for various insurance coverage and retirement as more fully explained in the Benefits section of this Handbook.

If you have any questions about your pay, please call or email the Payroll Department at extension #2043.

EMPLOYEE RECORDS

Employee personnel records are maintained in District Office files. You may view the contents of your personnel file upon written request with reasonable notice.

Official documents and files (paper or electronic) created by any employee of the George County School District become the property of the school district. At no time should an employee delete, destroy, or damage any official files created. All official paper and electronic documents must remain permanent property of the school district.

It is each employee’s responsibility to notify the District Office whenever there are any changes in home address, telephone numbers, marital status, number of dependents or children, death of a family member covered under any school district offered insurance plan, beneficiary for life insurance, emergency contact(s), and any other information about you that we need to know.

TRAVEL AND WORK-RELATED EXPENSES

Requests for work-related travel absences from work, along with anticipated expenses to be incurred should be submitted on the professional development request form in advance for pre-approval. Travel expenses should be submitted on the reimbursement request form. Employees who use their personal vehicle for work-related travel will be reimbursed according to state and district policy. Other rules regarding travel expenses and permitted expenditures are available from the business office.

CEU’S AND MAINTAINING LICENSURE

Employees must successfully complete the approved staff development activities in order to maintain employment with the district. Certified staff must monitor licensure valid dates and

16

complete the necessary number of CEU or college credit hours to maintain licensure in Mississippi.

SECTION IV

OUR PERFORMANCE EXPECTATIONS

GUIDELINES FOR BEHAVIOR IN OUR WORKPLACE

The George County Public Schools takes great pride in the quality of its educational system. As an important foundation of our success, we all must strive to maintain a positive and productive work environment. Our purpose in defining expectations of behavior and adopting certain work rules is to minimize conflict and the need for corrective action among employees. We hope to never find it necessary to take corrective action for any reason. However, when situations arise that are cause for concern, they will be investigated and dealt with on a case-by-case basis. Unless the situation involves the risk of injury or safety, violence, or an emergency, an employee will be given an opportunity to explain his or her side of the story before any action is taken.

While we generally follow the concept of “step” or “ladder” discipline, depending on the nature of the conduct, a serious infraction may lead to suspension or termination of employment, even for a first-time offense. Factors that may be considered in determining the appropriate corrective action include: the seriousness of conduct, an employee’s employment record, an employee's honesty, willingness and ability to correct conduct, and corrective action taken with respect to similar conduct by other employees.

Desired and Expected Behaviors Include:

Treating fellow employees, students, parents and visitors with courtesy and respect;

Performing job duties and assignments to meet or exceed performance standards;

Following instructions and directions given by supervisor or administrators;

17

Knowing and complying with safety rules; Complying with Board Policies; Respecting others at work and not speaking disparagingly about other

employees. Compliance with the Mississippi Educator Code of Ethics

Examples of Unacceptable Behavior that could Result in Corrective Action:

Falsification of an work records, including timesheets; Speaking disrespectfully about other employees, students, parents, or the

school district Violation of another employee’s privacy rights; Engaging in any harassing, intimidating, threatening or disruptive conduct Dishonesty; Excessive absenteeism; Insubordination; Refusal to follow supervisor’s instructions regarding job-related matters; Engaging in any other employment or in any private business during the

standard hours scheduled for assigned school duties; Violation of any Board Policy.

ATTENDANCE AT WORK

The Importance of Attendance. Employees who come to work on time and everyday show us that they are a contributing member to the George County Public School system’s team and its success. Regular attendance at work is an important part of satisfactory job performance. If you often miss work, arrive late or leave early, it puts added burdens on other employees, and is detrimental to workplace morale and productivity.

Reporting Absences. We understand that occasionally you may need to be absent from work for a variety of reasons. On those occasions, you must notify your supervisor as soon as possible once you know you are going to be absent or late, as directed. If you are a teacher, you also must report your absence in the Substitute Teacher Placement System, if applicable. In addition, if you must leave work during a time when you are scheduled to be at work, you must sign out in accordance with building procedures.

Returning to Work. Prior to returning to work from an absence of three (3) or more consecutive calendar days due to your personal illness, you may be

18

required to submit medical documentation indicating that you are able to return to work with or without medical work restrictions.

Attendance Problems. Absences or leaving work without approval, chronic absences, habitual tardiness, or abuses of established working hours are considered neglect of duty. The George County Public Schools monitors employee attendance so that we can address issues that may cause employees to be absent in a consistent manner.

Absences not covered under paid leave will be deducted from the employee’s check. You should verify the information as it was reported from the school. If there appears to be an error, contact the School Secretary. Corrections and adjustments will be made when appropriate.

PERSONAL APPEARANCE AND ATTIRE

Every adult who works in our school district is a potential role model for students. As such, it is important for each employee to maintain a professional appearance and dress appropriately for the school environment. Apparel, hair, and general appearance must not disrupt the classroom atmosphere, disrupt the work environment or violate health and safety rules. Employee dress and grooming shall be neat and clean. Visible tattoos and body piercings are not permitted.

PERSONAL AND FAMILY RELATIONSHIPS IN OUR WORKPLACE

The school district encourages you to refer qualified applicants for employment to the George County Public Schools, including friends and family members. However, we will adhere to all laws referring to recommendation and hiring of family members.

One of our objectives in the school district is to foster cooperative, fair, and respectful working relationships among all of our employees. Relationships of a romantic or personal nature in the workplace can interfere with the work environment. Therefore, employees who are engaged in a personal or romantic relationship must be careful not to display the relationship in a way that could interfere with their work, the work of others, or create an uncomfortable environment for others. Supervisors may not engage in personal or romantic relationships with employees under their supervision. If administration becomes aware of the existence of any such relationship, appropriate action will be taken to address the situation. Employees also must be aware of and adhere to the school district’s Harassment Prevention Policy.

19

PERFORMANCE APPRAISALS

We believe that every employee in the George County School District deserves regular and ongoing feedback regarding their performance. Your supervisor will provide constructive feedback and performance evaluation to enhance communication, make suggestions for improvement, and establish goals. Performance evaluations will be conducted for all new employees near the end of the Introductory Period and annually thereafter. Your supervisor will make sure you are aware of our evaluation process. Employees who have ongoing or significant performance problems will have their work performance closely supervised and monitored, and be provided with identifiable standards, objectives and support. More frequent, periodic performance reviews will take place to make sure progress is made and to ensure that the employee is taking necessary steps to correct the deficiencies. Different performance evaluation procedures are conducted for our various employee groups.

SUGGESTIONS

We welcome innovation and ways we can improve our educational process and working environment. If you have an idea or recommendation for any improvement in the way we operate, you should write it down and give it to your supervisor, who will make sure to discuss the ideas with appropriate personnel and respond back to you. Suggestions can cover anything and everything — education, operations, safety, health, ways to enhance employee morale, employee or student activities—anything that will improve our school district, educational system or work environment.

RESOLVING WORKPLACE ISSUES

The Administration firmly believes that employees should be treated in an impartial and consistent manner. We also believe that problems that are not brought to our attention will remain unresolved and eventually cause a breakdown in work relationships and dissatisfaction in working conditions. A problem-solving process assures the most effective and timely resolution of workplace issues. Employees who use those processes to resolve employment situations will not be subjected to discrimination or retaliation in any way.

Certain policies, such as our policy against discrimination, harassment, and bullying have their own complaint procedure. This procedure is for other matters such as allegations about an improper application of a policy or procedure, practices that are not equitable, or any other workplace issues.

20

The first step is for you to promptly let your supervisor know about the problem or issue verbally or by email. Every effort will be made to resolve the issue at this level in a prompt and equitable manner. If the issue is not resolved at this level, or if the matter involves the supervisor, you should bring the issue to the attention of the Director of Human Resources, who will coordinate with the Superintendent as needed, investigate if necessary, and attempt to resolve the issue. You may be asked to complete a complaint form. If a written complaint is filed, the Director or Superintendent will make any further investigation deemed warranted, and provide a written response to the employee within ten (10) working days, if feasible.

CONFIDENTIALITY AND INDIVIDUAL PRIVACY

Respect for others dictates that each employee must not discuss confidential information about other employees that is gained while working for the school district. Certain employees have access to business systems, student records, personnel records and other information that is confidential in nature. Such information includes information about anyone’s personal or medical conditions. Protection of this information by safeguarding it when in use, filing it properly, and discussing it only with those who have a legitimate need to know is an extremely high priority for everyone. Discussing or disclosing such confidential information about another person may also be a violation of the law.

Telephone numbers and addresses of employees or students must not be provided to anyone without the approval of a supervisor or administrator. Any requests for information or documents under the Freedom of Information Act should be forwarded to the Director of Human Resources for handling.

FAMILY EDUCATIONAL RIGHTS AND PRIVACY ACT (FERPA)

The Family Education Rights and Privacy Act of 1974, commonly known as FERPA, is a federal law that protects the privacy of student educational records. Students have specific, protected rights regarding the release of such records and FERPA requires that institutions adhere strictly to these guidelines. Therefore, it is imperative that the faculty and staff have a working knowledge of FERPA guidelines before releasing educational records or information.

Any record that contains personally identifiable information that is directly related to the student is an educational record under FERPA. This information can also include records kept by the school in the form of

21

photographs, written documents, student files, student system databases kept in storage devices such as servers, or recordings or broadcasts which may include student projects.

An example of situations affected by FERPA include school employees divulging information to anyone other than the student, the parent or legal guardian about the student’s grades or behavior, and includes school work posted on a bulletin board with a grade. Schools and teachers must have written permission from the parent or legal guardian in order to release any information from a student’s education record. This means you cannot discuss this information with a grandparent or any other family member if they are not the legal guardian of the student, even if you know them personally.

Another example is a teacher or any school employee posting a picture of a student on Facebook, other social media or newspapers. Employees of the school shall not post pictures or discuss students on personal Facebook or any other accounts. This is a direct violation of FERPA.

ETHICS AND CONFLICT OF INTEREST

Respect for the school district’s reputation, interests, and success requires all of us to maintain a high standard of ethical conduct, especially given the public nature of our work. Public employees hold a position of trust with responsibilities that require them to observe the highest ethical standards. Each employee is expected to conduct his or her personal affairs in a manner that avoids any conflict of interest or impropriety, or the appearance of a conflict of interest or impropriety, between those affairs and the employee’s work, including their working relationships with other employees, students, parents, members of the public, private vendors, consultants and contractors.

Examples of conflicts of interest include, but are not limited to, the following:

Having outside employment that interferes or conflicts with your job duties, or work schedule, including any required overtime work, or that creates a conflict of interest with the school district’s business.

Having a significant financial interest or stake in any business or contract that could influence or affect your ability to perform your job

Employees in a supervisory-subordinate working relationship engaging in a personal relationship of a romantic nature.

Soliciting for money, purchases, gifts or donations in working areas during working hours.

22

Employees must immediately disclose to their supervisor any potential or actual conflict of interest.

Note: All teachers, TA’s and administrators are required to read and follow the Mississippi Educator Code of Ethics and Standards of Conduct, which is provided to employees at the beginning of every school year. Though this Code of Ethics is for certified staff, it is appropriate for all staff to follow these guidelines.

WHISTLEBLOWER RESPONSIBILITY AND PROTECTION

In order to uphold the highest ethical practice standards, as well as to comply with federal and state law, the school district encourages all employees to come forward with any information about conduct on the part of any school district employee that may be unethical or illegal, or that may constitute corruption, fraud, unethical practices, mismanagement or abuse of authority. Employees should immediately report any such information to a supervisor or administrator.

In accordance with applicable law, no employee will be disciplined or otherwise penalized because the employee, or a person acting on behalf of the employee, reports, verbally or in writing, a violation or a suspected violation of any state or federal law or regulation or any municipal ordinance or regulation, unethical practices, mismanagement or abuse of authority by any employee or supervisor. This rule does not apply if the employee knows that such report is false.

OUTSIDE EMPLOYMENT

The George County School District generally views the off-duty activities of its employees to be their own personal business. However, outside employment has the potential to conflict with any employee’s work. Accordingly, we have established guidelines to cover outside employment.

Any employee may utilize his or her time outside scheduled work time for outside employment as long as the conditions set forth below are met:

The outside employment does not interfere or conflict with the employee’s job duties, or work schedule, including any required overtime work.

The employment does not create a conflict of interest with the school district or interfere with the educational process.

The employee does not use any of the school district’s facilities or time at work for any purposes related to outside employment.

23

An employee may not work at any outside job if he or she is on an approved unpaid leave of absence or out of work due to a personal illness or injury.

EMPLOYEE ARREST

An employee who is arrested or charged with a felony or misdemeanor is required to notify his or her immediate supervisor and the Superintendent as soon as possible but not later than within 24 hours of arrest, but prior to returning to work. Failure to report such incidents may result in disciplinary action up to and including termination.

During employment, state statutes provide for special handling when an arrest warrant is to be issued against a licensed public school employee where the criminal act is alleged to have occurred while the employee was in the performance of official duties.USE OF TELEPHONES

The school system’s telephone equipment system is intended for work-related or business calls. Personal phone calls, other than calls of short duration for a specific purpose, should be limited to designated break times, except in cases of emergency or other serious situations that need immediate attention. The same discretion applies to the use of cellular phones. Teachers and other instructional employees should not use cell phones during instructional time. Cell phones/mobile devices are forbidden for teachers and students in all state testing sessions. In addition, anyone operating a vehicle on school district business must not use a cellular phone while driving, except with a hands-free device.

The District further prohibits the use of text messaging in any form by all staff to individual students. If a teacher receives a text message from a student he/she should make their building Principal aware of this conduct.

USE OF COMPUTER SYSTEMS AND ELECTRONIC MAIL

The school district’s computer network, electronic information, and communication systems are owned and maintained by the George County Public Schools for educational or work-related business purposes. Use of those systems is subject to the school district’s Computer Use Policy. All users of the system are required to abide by the terms of that policy. There is no expectation of privacy in the use of these systems and the school district reserves the right to monitor the use of the systems or inspect materials stored on its systems.

24

For a complete description of your obligations when using our computer network systems, please see the George County Computer Use Policy.

USE OF BULLETIN BOARDS

The school district has bulletin boards in each of its locations to provide you with information about job openings, school district news, recreational activities, information about your legal rights, or other business or work-related information.

SECTION V

BENEFITS AND LEAVES OF ABSENCE

The school district’s success is dependent on our employees’ health and ability to perform their jobs in a reliable and productive manner. We offer a variety of benefits and time off to assist you and your family and promote your well-being. The benefits described in this section are generally available only to full-time regular employees who work at least 20 hours per week. Because benefits may change as we monitor and review their value and effectiveness, this Handbook is meant to summarize the benefits and serves as a guideline only.

HEALTH AND PRESCRIPTION DRUG INSURANCE

The George County Public Schools knows how important it is for employees and their families to have affordable health care. We offer medical and prescription drug insurance coverage. Employees will be required to contribute a certain amount as a monthly premium toward the cost of their medical care. The amount of the monthly premium may change each year. Your contribution to the cost of the medical coverage will be paid by payroll deduction on a pre-tax basis. Our plan summaries will provide you with more specific information about your medical care coverage and costs.

25

Employees may participate in the school group insurance plan. New employees must enroll within 31 days of employment. Beginning January 1, 2011 Legacy employees enrolled in Select Coverage will pay $20 per month, while Horizon employees enrolled in Select Coverage will pay $38 per month of the active employee premium. Beginning in 2006, full time employees are classified as either Legacy or Horizon. A Legacy employee is one who initially was hired before January 1, 2006. This includes any subsequently hired new employees that were ever employed prior to January 1, 2006 in a full time position. Full time employees initially hired on or after January 1, 2006 are referred to as Horizon employees. As a fringe benefit, employees are offered low cost group life insurance. Dependent health coverage is available and will be deducted each payroll period if the employee selects additional coverage.

More information about your medical care coverage and costs can be found at www.knowyourbenefits.ms.gov.

OTHER OPTIONAL INSURANCE COVERAGE

Full-time employees are eligible to purchase the following additional insurance coverage, and have the monthly premiums deducted from their paychecks:

Dental Insurance Vision Insurance Life Insurance Disability Insurance Cancer Insurance Accident Insurance

For more information about these optional coverage and enrollment timelines, please contact the insurance department at extension #2013..

FLEXIBLE SPENDING ACCOUNTS

To help lower the cost of some medical and dependent daycare expenses, the school district offers employees the opportunity to enroll for flexible spending (Section 125) accounts. These accounts let you set aside some of your earnings for medical/dental expenses not covered by insurance and/or for child care/ dependent care expenses. There will be an annual enrollment period and the amount you set aside will be automatically deposited in your

26

reimbursement account each month before taxes are taken out of your paycheck. It is each employee’s responsibility to file a claim for reimbursement of their money from their flexible spending account.

RETIREMENT BENEFITS

All regular full-time employees participate in the Mississippi Retirement System. Employees desiring specific information concerning their retirement should contact the Human Resource office or the Mississippi State Retirement System. Contributions to the plan are deducted from your paycheck on a pre-tax basis.

In addition, the George County Public Schools offers a 403(b) and 457 Savings Plan to eligible employees. You can enroll in the plans, or change the amount on the first day of each month. These plans allow you to deduct money from your paycheck before taxes are taken out to build your own retirement account.

If you plan to retire, you must notify the Board of your intended retirement date as soon as you know you are going to retire in order to receive retirement benefits for which you are eligible. A minimum of four months-notice is strongly recommended.

Regulations of the Mississippi Public Employee’s Retirement System preclude the termination of employee at the end of a school year with intent to return to work the next school year for the purpose of withdrawing their contributed funds.

HOLIDAYS

The school system and district offices are closed in observance specific holidays. Please refer to the school calendar for the specific holidays in a school year.

PAID VACATION

All employees benefit from scheduled time off away from work - for relaxation, recreation, and rejuvenation. To provide this important benefit, the school district provides annual vacation leave plans for all regular full-time 12-month employees. Employees who are employed on a 12-month basis are entitled to ten (10) days of paid vacation each year. Vacation time should be scheduled with the principal, supervisor, or director. Vacation is tracked on a fiscal year basis beginning July 1 of each year. Only five (5)

27

vacation days may be carried over to the next fiscal year, with approval. Vacation requests should be submitted at least five working days in advance. Vacation may be taken in increments of one quarter hour or more for nonexempt employees. For exempt employees, vacation may be taken in half or full day increments.

Unused vacation will be rolled over to retirement at separation from employment. Vacations may not be taken within the last two weeks of employment as this time is necessary to train new personnel.

PAID PERSONAL LEAVE

Each school-year, twelve (12) month employees, after having reported to work on or after July 1, of each year shall be credited with a minimum personal leave allowance of two (2) days.

Reasonable notice and approval in advance to use personal leave is required, except in cases of emergency. Such leave may be taken in increments of one full day or one half day for all non-exempt and exempt employees; personal leave shall not be taken on the day previous to a holiday or a day after a holiday unless on such days an immediate family member of the employee is being deployed for military service or if the certified employee has either a minimum of ten (10) years’ experience as an employee of the school district or a minimum of thirty (30) days of unused accumulated leave that has been earned while employed with the district. With written request, the superintendent or a designee may waive this requirement when extraordinary circumstances exist and may grant personal leave.

Employees may accumulate a maximum of five (5) personal days. Personal days exceeding 5 will be converted to sick leave.

PAID SICK LEAVE

Sick leave is for the purpose of personal illness or injury, illness or injury of an immediate family member (parent, spouse or child), childbirth, or medical appointments that cannot be scheduled outside of regular working hours. Each full-time nine (10) month employee at the beginning of each fiscal year shall be credited with a minimum sick leave allowance, with pay, of seven (7) days. Twelve (12) month employees will be credited with ten (10) sick days. Bus drivers hired after July 1, 2002 will be granted four (4) sick days per fiscal year.

28

All employees may take sick leave in full day increments or in increments of one hour. Employees needing to use sick leave must report their status to their supervisor each day, as soon as possible, but at least one hour prior to the scheduled work time, unless such notice is not possible under the circumstances. Medical certification may be required for all absences due to personal illness lasting three or more consecutive calendar days.

Any unused portion of the total sick leave allowance shall be carried over the next school year and credited to such employee, if the employee remains employed in the George County School District. In the event any public school employee transfers from one public school district in Mississippi to another, any unused portion of the total sick leave allowance credited to such employee shall be credited to such employee in the computation of unused leave for retirement purposes. Accumulation of sick leave in the school district is unlimited.

Employees may not take sick leave after the last day worked in order to extend length of service time with the school district.

FAMILY/MEDICAL LEAVE

It is the policy of the George County Public Schools to comply with the Family and Medical Leave Act of 1993 in its employment practices. This policy is implemented through the following procedures.

I. ELIGIBILITY

An employee is eligible for FMLA leave if he or she (a) has been employed by the School District for at least fifty-two (52) weeks and (b) has worked at least 1,250 actual work hours during the twelve (12) months immediately preceding the start of a leave.Full-time teachers are deemed to meet the 1,250 service hour requirement. Teacher (or employee employed in an instructional capacity, or instructional employee) means an employee employed principally in an instructional capacity by an educational agency or school whose principal function is to teach and instruct students in a class, a small group, or an individual setting, and includes athletic coaches, driving instructors, and special education assistants such as signers for the hearing impaired. The term does not include teacher assistants or aides who do not have as their principal function actual teaching or instructing, nor auxiliary personnel such as counselors, psychologists, curriculum specialists, cafeteria workers,

29

maintenance workers, bus drivers, or other primarily non-instructional employees.

II. FMLA LEAVE ENTITLEMENTS

Leaves under the FMLA may be taken for any of the following reasons: For incapacity due to pregnancy, prenatal care, or child birth; To care for the employee’s child after birth, or placement of a child

with the employee by adoption or foster care (leave must be taken within 12 months after birth or placement);

To care for the employee's spouse, son or daughter, or parent, who has a serious health condition;

For the employee's own serious health condition that makes the employee unable to perform one or more essential functions of his or her current position.

Because of a qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is on (or has been notified of an impending call to) covered active duty in the Armed Forces (including a member of the National Guard or Reserves). Qualifying exigencies may include:(a) Short-notice deployment activities (if a member receives seven

or fewer calendar days notice prior to the date of deployment);(b) Military events and related activities;(c) Childcare and school activities;(d) Financial and legal arrangements;(e) Counseling activities;(f) Rest and recuperation activities;(g) Post-deployment activities; and/or(h) Additional activities.

To care for the employee’s spouse, parent, son or daughter, or next of kin who is a covered service member with a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform the duties of his or her office, grade, rank or rating. A covered service member includes (1) a member of the Armed Forces (including a member of the National Guard or Reserves) (a) who is undergoing medical treatment, recuperation, or therapy; (b) is in outpatient status; or (c) is on the temporary disability retired list for a serious injury or illness, and (2) a veteran who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness who was a member of the Armed Forces at any time during the five years preceding the date on which the veteran undergoes medical treatment, recuperation, or therapy.

30

III. LENGTH OF LEAVE

Except in the case of leave to care for a covered service member with a serious injury or illness, an eligible employee is entitled to take up to a maximum of twelve (12) workweeks of FMLA leave during any 12-month entitlement period. An eligible employee is entitled to up to 26 workweeks of leave to care for a covered service member with a serious injury or illness during a single 12-month period. The 12-month entitlement period for family or medical leave is measured from July 1 of each year.

If leave is taken for more than one of the qualifying reasons listed above, the employee is entitled to a combined total of 12 workweeks of leave during any 12-month entitlement period unless one of the reasons is to care for a covered service member with a serious injury or illness. If one of the reasons is to care for a covered service member with a serious injury or illness, then the employee is entitled to a combined total of 26 workweeks of leave during the single 12-month period, but is still limited to a combined maximum of 12 workweeks for leave taken for any reason other than to care for a covered service member with a serious injury or illness.

IV. TYPES OF LEAVE AND CONDITIONS FOR USE OF LEAVE

A. Block of Time, Intermittent and Reduced Schedule Leave

An employee may take FMLA leave in a block of time, on an intermittent basis, or on a reduced schedule basis, as explained below.

31

1. “Block” FMLA leave is leave for a continuous period of time. Such leave may be taken for any of the reasons permitted by the FMLA.

2. “Intermittent” leave means leave taken in separate periods of time rather than for one continuous period of time. Examples of intermittent leave include leave taken one day per week over a period of a few months or leave taken on an occasional/as needed basis for other than routine medical appointments. Non-exempt employees may take intermittent leave in increments of one-quarter hour.

3. “Reduced Schedule” leave is leave that reduces the employee's usual number of work hours per day for some period of time. For example, an employee may request to work part-time for a number of weeks so the employee can assist in the care of a parent with a serious health condition.Intermittent or reduced schedule leave can only be taken when medically necessary for an employee’s or covered family member’s serious health condition, or because of a covered service member’s serious illness or injury, and the medical need can best be accommodated through an intermittent or reduced schedule leave. Such leave may be taken:

a. When necessary for planned or unanticipated medical treatment, or for treatment that is required by a health care provider periodically (e.g., leave taken for chemotherapy or for prenatal examinations);

b. For recovery from a serious health condition or a covered service member’s serious injury or illness,

c. To provide care or psychological comfort to a covered family member or a covered service member;

d. Where the employee or covered family member is incapacitated from performing the essential functions of the position because of a chronic serious health condition, or because of a serious injury or illness of a covered service member; or

e. Due to a qualifying exigency.

B. Scheduling Planned Medical Treatment

When planning medical treatment for foreseeable FMLA leave, an employee must consult with his or her supervisor and make a reasonable effort to schedule the treatment so as not to disrupt unduly the School District’s operations, subject to the approval of the health care provider. Ordinarily, the employee should consult with the supervisor prior to scheduling the treatment in order to work out treatment schedule which best suits the needs of the School District and the employee. The School District may, for

32

justifiable cause, require an employee to attempt to reschedule treatment, subject to the approval of the health care provider as to any modification of the treatment schedule.

C. Temporary Transfer

If foreseeable intermittent or reduced schedule leave is medically required based upon planned medical treatment of the employee or a family member, including during a period of recovery from a serious health condition, or if the School District agrees to permit intermittent or reduced schedule leave for the birth of a child or for placement of a child for adoption or foster care, the School District may temporarily transfer the employee to another job, if available with equivalent pay and benefits that better accommodates the type of leave requested.

Also, special arrangements may be required of any instructional employee who needs to take intermittent or reduced-schedule leave which will involve absence for more than twenty (20) percent of the work days in the period over which the leave will extend (for example, more than five days over a five-week period).

D. Both Spouses Working For The School District

If both spouses are employees of the School District and request leave for the birth, placement of a healthy child by adoption or for foster care, or to care for a parent with a serious health condition, they only will be entitled to a maximum combined total leave equal to twelve (12) weeks in any 12-month entitlement period. If either spouse (or both) uses a portion of the total 12-week entitlement for one such purpose, each is still entitled to the difference between the amount he or she has taken individually and the 12-week entitlement for FMLA leave for other FMLA purposes during any 12-month entitlement period.

E. Leave Taken by Instructional Employees near the End of a Academic term

1. If a leave taken by an instructional employee for any reason begins more than five (5) weeks before the end of an academic term, the School District may require that employee to continue the leave until the end of the academic term if the leave will last at least three (3) weeks and the employee would return to work during the three-week period before the end of the academic term.

2. If the employee begins a leave during the five-week period preceding the end of an academic term for a reason other than the employee's own

33

serious health condition, the School District may require the employee to continue taking leave until the end of the academic term if the leave will last more than two (2) weeks and the employee would return to work during the two-week period before the end of the academic term.

3. If the employee begins a leave during the three-week period preceding the end of an academic term for a reason other than the employee's own serious health condition, the School District may require the employee to continue taking leave until the end of the academic term if the leave will last more than five (5) working days.

F. Procedures for Requesting FMLA Leave

An employee must inform his or her supervisor of the need for a family or medical leave at least thirty (30) days before the leave is to begin if the need for the leave is foreseeable based upon an expected birth, placement for adoption for foster care, planned medical treatment for the employee’s or family member’s serious health condition, or the planned medical treatment for a serious injury or illness of a covered service member. If 30 days-notice is not practicable, then the employee must provide notice as soon as practicable under the circumstances, usually the same day or the next business day after the employee becomes aware of the need for FMLA leave. An employee must provide notice as soon as practicable if the foreseeable leave is for a qualifying exigency.

When the approximate timing of the need for leave is not foreseeable, an employee must inform his or her supervisor as soon as practicable under the circumstances.

The employee should follow the School District’s normal procedures for providing notice of the need for leave. The employee must provide sufficient information to make the supervisor aware that the employee needs FMLA-qualifying leave, and must inform the supervisor of the anticipated timing and duration of the leave. If the requested leave is for a reason for which leave was previously designated as FMLA leave by the School District, the employee must specifically reference the reason for the leave or the need for “FMLA” leave. In addition, an employee must inform his or her supervisor as soon as practicable if date(s) of scheduled leave change or are extended, or if the date(s) were initially unknown.

The supervisor must promptly (the same day) notify the School District’s Human Resources Department/FMLA Administrator that an employee has requested leave that may qualify under FMLA. Human Resources will coordinate the processing of all FMLA leave paperwork.

34

G. Certifications Required

For leaves taken for any FMLA-qualifying reason, an employee may be required to submit a completed certification form supporting the need for leave. The appropriate form will be provided to the employee within five business days after the employee gives notice of the need for leave. The employee must submit the completed form within fifteen (15) calendar days of receiving the request for the completed certification. If it is not practicable for the employee to provide the completed form within 15 calendar days despite the employee’s diligent, good faith efforts, the employee must inform Human Resources/the FMLA Administrator of the reason for delay. FMLA-protected leave may be delayed or denied if the employee does not provide a complete and sufficient certification as required.

H. Substitution of Paid Leave

An employee must “substitute” any accrued paid sick leave for any unpaid portion of medical leave taken for employee's own serious health condition (including pregnancy/maternity leave). To substitute simply means that the unpaid FMLA leave and paid leave run concurrently. In addition, an employee must substitute accrued paid personal leave and vacation (in that order) for any unpaid portions of FMLA leave taken for any reason. Where the leave is for the employee's own serious health condition, accrued paid sick leave will be substituted for unpaid portions of FMLA leave prior to the substitution of accrued paid personal leave or vacation.

Medical Insurance and Other Benefits During FMLA Leave

During approved FMLA leaves of absence, an employee will be entitled to all job-related benefits during any portion of such leave for which the employee is utilizing available paid leave. During a paid portion of FMLA, any applicable health insurance premium payments will continue to be deducted from the employee’s paycheck as usual.

During any unpaid portion of FMLA leave, the School District will continue to pay its portion of medical insurance premiums for the period of unpaid FMLA leave. The employee must continue to pay his/her share of the premium and failure to do so may result in the loss of coverage. The employee will be responsible for his or her share of the monthly premium on or before the 20th day of the month after FMLA leave becomes unpaid/during any portion of unpaid FMLA leave.

35

If the employee does not return to work after the expiration of the FMLA leave, the employee will be required to reimburse the School District for payment of medical insurance premiums during unpaid FMLA leave, unless the employee does not return because of a serious health condition or other circumstances beyond the employee's control.

Unused employment benefits accrued by the employee up to the day on which the leave begins will not be lost upon return to work.

RETURN TO WORK AFTER FMLA LEAVE

An employee who returns to work following the expiration of a family or medical leave is entitled to return to the job held prior to the leave or to an equivalent position with equivalent pay and benefits. If an employee takes leave (except on an intermittent or reduced-schedule basis) for his or her own serious health condition, in order to return to work the employee may be required to provide a completed fitness-for-duty certification form, which certifies that the health condition which created the need for the leave no longer renders the employee unable to perform the essential functions of the job. If such certification is required but not received, the employee’s return to work may be delayed until the certification is provided.

Questions regarding family or medical leave may be directed to Human Resources.

JURY DUTY LEAVE

School district personnel may be called for jury duty. The district shall excuse such absences. Service as a juror shall not affect or influence absentee, sick, or other leave benefits.

Jury duty leave shall be provided with pay. Jury duty fees cannot be recovered from employees who serve on juries; however, if released from jury duty during school hours, the employee is obligated to return to school for the remainder of the day. Please notify your supervisor, director, or principal immediately upon receiving a summons. Jury summons must be submitted to your immediate supervisor and proof of attendance when service has concluded.

MILITARY/UNIFORMED SERVICES LEAVE

The George County Public Schools proudly will comply with the requirements of the Uniformed Services Employment and Reemployment Act of 1993

36

(“USERRA”) in its employment practices, as well as Mississippi state law. Upon written request, leave of absence without pay shall be granted any employee who may be selected or called for military service. Employees who are members of reserve components of the armed services of the United States of America shall be entitled to leave of absence without loss of pay, time, annual leave, or professional rating for a maximum of 15 days if ordered to duty for training exercises.

An employee who gives advance notice and who takes a leave of absence from the school district for any period of active or training service in the Uniformed Services of the United States, is entitled to continued employment and, after completing longer periods of service will be re-employed in accordance with federal and state law. You must notify your supervisor as soon as you become aware of your military leave schedule. A completion of service is required upon returning from military service.

UNPAID LEAVES

In lieu of FMLA leave, a classified employee may be approved for Non-Qualifying General Medical Leave for up to a maximum of 20 unpaid work days during a 12-month period, for approved medical emergencies.

The purpose of this policy is, to extent allowed by law and on a fair and consistent basis, to protect the employment and benefits of newly-hired employees and our veteran employees who are scheduled to work less than 1,250 hours per year. It is not intended to otherwise increase or supplement any benefit received by an employee under FMLA.

All Non-Qualifying General Medical Leave require final approval of the Human Resources Department.

PROFESSIONAL DEVELOPMENT

Professional development will be provided with in-house training to the greatest extent possible. The George County School District will utilize the District-wide Comprehensive Needs Assessment for planning purposes. All professional development must be submitted to the district office a MINIMUM of two weeks in advance. Out of state professional development (not to include Mobile, Al) and overnight travel with students must be board approved. Timelines must be considered as school board meetings are generally held once per month.

37

RECOGNITIONS/REWARDS

George County School District greatly values the contributions our employees make to promoting a positive work and learning environment. To show our appreciation for our employees, we have established various recognitions to highlight and celebrate our employees’ successes.

SECTION VI

OUR COMMITMENT TO SAFETY AND NON-VIOLENCE

THE IMPORATNACE OF SAFETY AT WORK

While the school district cannot guarantee to protect any employee from willful or reckless acts by third parties or other employees, preventing workplace accidents and ensuring a safe, clean, and healthy work environment for employees, students and visitors is of utmost importance for everyone who works at the George County School District. All employees are expected to comply with all applicable safety, health and security rules, regulations, policies and laws that apply to our school district.

OUR COMMITMENT TO SAFETY AND NON-VIOLENCE

The George County Board of Education has a strong, “Zero Tolerance” workplace safety and anti-violence policy. Any violation of this policy will result in termination of employment. No employee may bring firearms, explosives, incendiary devices, martial arts equipment, or any other weapons into the workplace or any work-related setting, regardless of whether or not you are licensed to carry such a weapon. If you feel that you have experienced or witnessed any threats or violence in the workplace, you must immediately notify your supervisor or an appropriate administrator. Board policy prohibits retaliation against anyone who has reported workplace violence.

Please refer to the Workplace Violence Prevention Policy GAEA Staff Protection for more details.

ACCIDENTS AND WORKERS’ COMPENSATION

38

Injuries, no matter how slight, that occur at work must be reported to your immediate supervisor so that any necessary treatment or Workers’ Compensation claims can be initiated. If you cannot remain at work due to an injury, you will be paid for the balance of the day. Medical documentation will be required prior to you return to work on a form provided by the school district. All accidents must include a statement from those involved, as well as, any witnesses.

OCCUPATIONAL SAFETY AND HEALTHAND HAZARD COMMUNICATIONS

The school district complies with the Occupational Health and Safety Act. In accordance with OSHA, the school district has a Hazard Communication Program which provides employees with information and training with respect to the potential hazards and chemical agents that employees may come in contact with at work, as well as ways to protect themselves from the harmful effects of these chemicals. As part of this Program, you have the right to obtain Material Safety Data Sheets (MSDS) on any hazardous material you may come in contact with at work.

EMERGENCY PROCEDURES

Whenever you believe that an emergency situation exists or is about to exist, you must immediately call 911 for fire, police or emergency medical service. In addition, you must notify your supervisor, or an administrator. The supervisor or administrator will contact an employee’s family member or other emergency contact, as warranted. Employees should not utilize their personal cell phones to make unauthorized notifications of emergencies to other persons, including school personnel.

In accordance with applicable law, the school district has established lockdown procedures to ensure the safety of all employees and students to the greatest extent possible. Training and drills are conducted to support these efforts.

The Superintendent, with the approval of the Board, may close or delay the start of any schools in the system because of weather, health or other emergencies. According to Mississippi Public Schools Accountability Standards, all dismissed days must be made up. Closings will be reported to the WRBE local radio station and WLOX TV station, as well as through the school district’s automated phone messaging system and district website. If no announcement is broadcast, school is open and your attendance is required.

39

Pursuant to Board policy, a delayed start due to inclement weather will allow for school to start at a delayed time as outlined in the policy. All employees, who work more than 187 days, should report to work at normal time if able to do so. Supervisors should be notified if employee is unable to report for work. All missed time must be made up.

Emergency procedures are established and available in the Principal’s office at each school location. Employees must participate in all emergency procedures. Please check with the principal at your school for emergency procedures.

ELECTRONIC MONITORING

As a safety measure, school district employees should recognize that their work activities and communications may be subject to electronic monitoring. Electronic equipment that may be monitored includes, but is not limited to, telephones, computer files, and e-mails. Employees should not have any expectation of privacy while using the school district’s electronic equipment. Employees will not be subject to any such monitoring or recording in areas designed for the health or personal comfort of the employees or for safeguarding of their possessions, such as rest rooms, locker rooms or lounges.

OUR HEALTHY WORK ENVIRONMENT

Medical Examinations

The school district may require any employee to undergo a fitness for duty examination to evaluate the employee’s ability to perform the duties of their assigned position whenever an employee’s performance suggests the need for such an examination. The school district also may require an employee to undergo a medical examination pursuant to the FMLA, the Americans with Disabilities Act, or as permitted by other law or policy.

Smoke-Free Workplace

Smoking and other uses of tobacco by district employees and visitors in school buildings, on school grounds and property, and on or in district vehicles, including school buses, are prohibited. Employees assigned the responsibility for supervising students at school or at school-sponsored activities, regardless of where the activities are conducted, shall not use tobacco in any form while in attendance or on duty.

40

Alcohol and Drug Free Workplace Policies GBRL, GBRM, GBRM-2

In accordance with the federal Drug-Free Workplace Act, and as part of the George County School District’s commitment to maintain a safe, healthy, and efficient work environment, we must make sure to minimize hazards at our worksites resulting from the use of drugs and alcohol. Any employee who abuses drugs or alcohol, or who comes to work under the influence of drugs or alcohol presents a safety risk to his or her fellow employees, and to students. Therefore, the Board has adopted a strong policy on drug and alcohol abuse. The unlawful use, consumption, possession, manufacture, distribution, purchase, sale, transfer, storage, or offer of sale of alcohol or any illegal narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance, as defined in the federal Controlled Substances Act and accompanying regulations while on school district property, while on duty, or while operating a school district vehicle or machine is strictly prohibited. This prohibition extends to an employee's personal vehicle located on school district property or in any vehicle engaged in work-related business. No employee may be under the influence of any illegal drug or alcohol while in the workplace, while on duty, or while operating a school district vehicle or equipment. In addition, employees must not be impaired by legal prescription or over-the-counter drugs during work time.

“Workplace” is defined as the site for the performance of work done including a school building or other school district premises; any school-owned vehicle or any other school-approved vehicle used to transport students to and from school or school activities; off-school property during any school-sponsored or school approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district.

The school district maintains a policy of non-discrimination and reasonable accommodation with respect to recovering addicts and alcoholics, and those having a medical history reflecting treatment for substance abuse conditions. We encourage employees to seek assistance before their drug and/or alcohol use renders them unable to perform their essential job functions or jeopardizes the health and safety of themselves, or others. We will attempt to assist our employees through referrals to rehabilitation, appropriate leaves of absence, and other measures, to the extent that these measures do not impose an undue hardship upon our organization, and/or do not jeopardize the employee’s health and safety, or the health and safety of co-workers or others.

The district reserves the right to require a drug and alcohol testing of any employee for reasonable suspicion as defined in Board Policy as a condition

41

of employment. If an employee suffers an “on-the-job accident”, the district reserves the right to require the employee to submit a drug/alcohol test when receiving medical care.

Employees shall notify their supervisor of any conviction involving a controlled substance in the workplace within 24 hours after the conviction and before returning to duty. The school district will notify any federal agency from which it receives a grant of any conviction within 10 days after receiving notice of the conviction.

Within 30 days of receiving notice that any employee, including those involved with a federal grant program, has been convicted of a drug statute violation occurring in the workplace, the school district will:

1. Take appropriate personnel action against the employee, up to and including termination, or

2. Require the employee to participate satisfactorily in drug abuse assistance or rehabilitation program approved for such purposes by a federal, state, or local health agency, law enforcement agency, or other appropriate agency.

Sanctions against employees, including non-renewal, suspension, and termination shall be in accordance with prescribed school district administrative regulations and procedures. Employees may be suspended without pay up to 30 days or dismissed for the first occurrence of any of the above acts.

An employee aware of a fellow employee’s on- the -job use is required to notify the immediate supervisor of the employee.

The school district’s staff development program includes a drug-free awareness program to educate employees about the dangers of drug abuse. The personnel office shall make employees aware of available drug counseling programs, as well as the drug-free workplace policy and the penalties for violation of the policy. Every employee shall be provided a copy of this policy and drug counseling information upon employment and annually thereafter. An employee who violates the terms of this policy may be non-renewed or his or her employment may be suspended or terminated, at the discretion of the board.

Suspension or dismissal of a certified employee by the school board may result in the suspension or revocation of a certificate for the length of time, which shall be determined by MDE, Office of Educator Misconduct, and based upon the severity of the offense.

42

43

SECTION VIIENDING YOUR EMPLOYMENT WITH

THE GEORGE COUNTY PUBLIC SCHOOLS

RESIGNATION/RETIRMENTNon-exempt employees who decide to resign from employment should notify their supervisor in writing and are required to provide their supervisors with a minimum of two weeks-notice. Certified and professional employees must provide a minimum of thirty (30) days-written notice of resignation whenever possible. This notice allows the school district to plan an orderly transition of duties with less interruption to operations. Certified Employees will not be relieved from contracts unless a qualified replacement is available.

NONRENEWAL/TERMINATION/LAYOFF

Written notice of decision not to offer employee renewal contracts will be issued prior to the deadlines (according to state statute) for notification of non-reemployment. In the event that a recommendation is made by the school district not to offer an employee a renewal contract for a successive year, written notice of the proposed non-reemployment stating the reasons for the proposed non-reemployment shall be given no later than the following:

(a)If the employee is a building level principal, without further board action, shall give notice of non-reemployment on or before March 1; or

(b)If the employee is a teacher, administrator or other professional educator, the superintendent, without further board action, shall give notice of non-reemployment on or before April 15, or within ten (10) days after the date the Governor approves the K-12 education funding budget, which ever date is later.

Employees will be given notice of any discrepancy in their work, which if continued, could lead to termination. The Superintendent will determine appropriate action after recommendation from supervisory staff. If it becomes necessary for the school district to terminate the employment of an employee involuntarily, depending on the reason for termination, notice will be given in writing as to the date of an involuntary termination of employment. Prior disciplinary actions and conferences with supervisors may inform employees that termination of employment could result from failure to correct unacceptable behavior or performance.

44

For certified employees (i.e., teachers, principals and other professional employees whose job position requires a license from the State Department of Education) with at least two (2) years of employment with the George County school district, or who has completed a continuous period of two (2) years of employment in a Mississippi public school district and one (1) full year of employment with the school district of current employment, the following procedures will apply:

For incompetence, neglect of duty, immoral conduct, intemperance, brutal treatment of a pupil or other good cause; the Superintendent may dismiss or suspend any certified employee. The employee shall be notified of the reason(s) termination is being considered and advised that he is entitled to a public hearing. The school board, upon a request for a hearing by the employee, shall set a date, time and place for the hearing no sooner than five days and no later than 30 days from the date of the request. If theemployee does not request a hearing within five (5) calendar days of the date of the notice of discharge or suspension, all rights of employee shall be waived and discharge or suspension shall be effective on indicated date in the notice to the employee.

Classified personnel are “at will” employees. Either the employee or the employer without notice may terminate employment at any time.

If termination of employment is based on business reasons such as reorganization or reduction in work force (layoff), notice will be given as permitted by circumstances and/or as required by law.

FINAL COMPENSATION AND CONTINUING YOUR BENEFITS

Employees who are involuntarily terminated will receive their final paycheck in accordance with applicable law and Board Policy.

Each employee who separates from employment will be provided with information about extension of health insurance benefits under COBRA, information concerning the Health Insurance Portability and Accountability Act (HIPAA) and about conversion of any optional life insurance policies.

RETURN OF PROPERTY

On or before their last workday, exiting employees must return all school district property in their possession, including:

keys, key cards and badges; files, computer disks, and any other school district business-related

information or records, whether in printed or computer format.

45

OUR EXIT INTERVIEW PROCESS

We would like for exiting employees to provide the district with feedback related to their experience with George County School District. The information provided would be voluntary and would be conducted to obtain employees’ honest opinions and evaluations of their work experiences at the George County Public Schools.

REHIRE ELIGIBILITY

Former employees may be considered for rehire provided that the rehire is being made to a position in which the former employee successfully worked. In addition, employees are eligible for rehire only if they resigned in good standing or were laid off from a job. In no event will an employee be rehired who was terminated for misconduct, poor performance, violating any school district policy or as a result of the imposition of disciplinary measures.

46

New or RevisedGEORGE COUNTY SCHOOL DISTRICT

PoliciesSection:K   General Public Relations

Policy Code:KHE   Gifts to Schools

GIFTS TO SCHOOLS 

The superintendent, on behalf of the board, is authorized to accept gifts to particular schools or the district.  He shall report such acceptance to the board which shall officially acknowledge the gifts and thank the donors. 

In instances where the superintendent doubts the appropriateness or usefulness of a gift, he shall refer the offer to the board for its decision. 

Assets which are donated to the school district must be recorded at their fair market value at the date of donation.  The school board must acknowledge in their official minutes who will maintain title of ownership to the donated assets. 

‘Crowdfunding Projects’Inasmuch as desired enhancements to educational programming have always and will always exceed school resources, school employees may at times choose to seek private funds for school improvements. One modern manifestation of this is commonly referred to as ‘crowd funding,’ or the placement of needs on various web sites in order to secure donations to meet those needs. Two popular sites of this sort include Go Fund Me and Donors Choose. Such fundraising methods are permissible within the George County School District and the Board commends school employees for their efforts to secure outside funding to better serve the needs of their students. It is the preference of the GCSD Board that employees utilize sites funding supplies or equipment rather than monetary donations. District employees wishing to secure crowdfunding should keep the following requirements in mind:

1. Any person or entity acting on behalf of the district and wishing to conduct an online fundraising/donation campaign for the benefit of the district shall begin the process by seeking prior approval from the building administrator. Pre-approval for technology or non-technology equipment must also be obtained from the technology department or maintenance department. Pre-approval for monetary donations must be obtained from the district business manager at the District Office.

2. All monetary donations should be recorded by the school bookkeeper in the School Funds accounting system at each school. Anew fund will be created for each new project. Please note, no school banking information should ever be given out. A check should be requested to be mailed to the school in the name of the school, not to an individual

47

person. If after purchases are made any funds remain, they will be held at the school in that fund for similar projects for that classroom/program/grade level. If there are not enough funds to cover the purchase, due to price changes, shipping, etc., the shortage will be the responsibility of the employee.

3. All items received/purchased through crowdfunding projects are the property of George County School District and all inventory procedures apply. It is the intention of the District to ensure that items purchased through such fundraising endeavors remain with the teacher/employee, unless the teacher/employee leaves the district. Should the employee leave the district,  the building administrator will disperse the equipment or funds based on similar needs reflected in the original project.

4. A file is to be maintained at the school for any crowdfunding request.  The file should include: the crowdfunding fundraising project from and any documentation packing slips, e-mails, invoices, etc.) pertinent to the project, name of employee who has possession of said items, and tracking of items if employees transfers from school.

5. Employees should be aware that some sites are tax deductible and some are not. It is the employee and donor’s responsibility to determine if the donation is tax deductible.

6. All individual items valued at $250 or more must be ‘red tagged’ inventory.

48

Policy GABBA – Social Networking Websitesincludes:

VI. RULES CONCERNING PERSONAL SOCIAL MEDIA ACTIVITY

The following rules apply to all employees who participate in District-related social media activity:

A. An employee may not mention, discuss or reference the Board of Education, the school district or its individual schools, programs or teams on personal social networking sites in a manner that could be reasonably be construed as an official school district communication. Employee must make clear within any such communication that it is the personal view of the employee and that the views expressed are the employee's alone and do not represent the views of the school district or the Board of Education. An example of such a disclaimer is: "the opinions and views expressed are those of the author and do not necessarily represent the position or opinion of the school district or Board of Education."

B. Employees who participate in social media networks may decide to include information about their work with the District as part of their personal profile, as it would relate to a typical social conversation. This may include work-related information included in a personal profile, District name, job title, and job duties, participation in District-sponsored events, including volunteer activities, and other information.

C. Employees are required to maintain appropriate professional boundaries with students, parents, and colleagues. For example, absent an unrelated online relationship (e.g., relative, family friend, or personal friendship unrelated to school), it is not appropriate for a teacher or administrator to "friend" a student or his/her parent or guardian or otherwise establish special relationships with selected students through personal social media, and it in not appropriate for an employee to give students or parents access to personal postings unrelated to school.

D. Any access to personal social media activities while on school property or using school district equipment must comply with those policies, and may not interfere with an employee's duties at work.

E. An employee may not link a personal social media page to the Board of Education's website or the websites of individual school, programs or teams, or post official Board of Education material on a personal social media site or webpage without written permission of his/her supervisor.

F. All of Board of Education's policies and administrative regulations apply to employee use of personal social media in the same way that they apply to conduct that occurs in the workplace and off duty conduct.

G. Employees should refrain from posting anything that belongs to another person or entity, such as copyrighted publications or trademarked images.

49

2018-2019Employee Handbook

ACKNOWLEDGEMENT FORM------------------------------------------------------------------------------------------------------------------------------

The following employee of the George County School District has received a copy of the EMPLOYEE HANDBOOK and I further understand that it is my responsibility to read and understand the contents of this handbook:

I acknowledge my receipt of the George County Public School System’s Employee Handbook. I understand that this Handbook is intended to serve as a guide to the school district’s Human Resources practices and policies and not as a contract of employment for any length of time. I understand that the policies, rules and benefits described in the Handbook are subject to change at any time, subject to any legal restrictions.

I understand that, should the content of this Employee Handbook be changed in any way, the school district may require an additional signature from me to indicate that I am aware of and understand any new policies, procedures, practices or conditions of employment.

I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the Handbook.

Printed Name: _______________________________________

Signature: _______________________________________

Date: _______________________________________

50

GEORGE COUNTY SCHOOL DISTRICT

2018-2019Educator Code of Ethics

ACKNOWLEDGEMENT FORM---------------------------------------------------------------------------------I have received a copy of the George County School District’s Mississippi Educators Code of Ethics, Standards of Conduct, and FERPA Requirements, and I am aware of actions that may be taken against me should I violate these code of ethics, laws and standards. I have read and understand the expectations for an educator as outlined in the Code of Ethics and FERPA Regulations. I agree to abide by the policy terms as a condition of my employment with the school district.

Printed Name: _______________________________________

Signature: _______________________________________

Date: _______________________________________

51

George County School District

2018-2019Drug-Free Workplace Policy

ACKNOWLEDGEMENT FORM

------------------------------------------------------------------------------------------------------------

I have received a copy of the George County School District’s Drug-Free Workplace Policy and am aware of actions that may be taken against me for the unlawful manufacture, possession, use, distribution, or dispensing of a controlled substance at my workplace. I agree to abide by the policy terms as a condition of my employment with the school district.

________________________________ _________________ Employee’s Signature Date

52

George County School District

2018-2019“Crowdfunding Projects”

ACKNOWLEDGEMENT FORM

------------------------------------------------------------------------------------------------------------

I have received a copy of the George County School District’s KHE Gifts to Schools “Crowdfunding Projects” and I understand that any and all projects that are completed in the name of George County School District become the property of George County School District. I understand that all items valued at $250 or more must be “retagged”. I understand that I must obtain pre-approval must be obtained from the technology department for all technology items and items that pre-approval must be obtained from the maintenance department for items that will require installation / wiring or the like. All ‘crowdfunding projects” must be pre-approved by the building administrator.All items must be inventoried with a file for each ‘crowdfunding project’.

I have read and understand Policy KHE-Gifts to Schools.

________________________________ _________________ Employee’s Signature Date

53

George County School District

2018-2019Social Networking Websites

ACKNOWLEDGEMENT FORM

------------------------------------------------------------------------------------------------------------

I have received a copy of Section VI of George County School District’s Policy GABBA Social Networking Websites. I have read Section VI and understand my rights and responsibilities as related to social networking and my role in George County School District. I further more understand that I can obtain a complete copy of this policy and any George County School District Policy from my building administrator or from the George County School District office.

________________________________ _________________ Employee’s Signature Date

54

George County School DistrictOnce a Rebel, Always a Rebel

InspireThe essence of who we are as a society and who we will become is

greatly impacted by those who Inspire us and those we Inspire.

The mission of George County School District in collaborative partnerships with family and community is to deliver the highest quality educational experience in a safe learning environment. Stakeholders will empower

students to become successful graduates and productive global citizens through a relevant and rigorous curriculum with a focus on critical thinking and effective communication skills essential to be college and career ready.

55