2 0€¦ · core values what we believe: exemplary student learning guaranteed and viable...

2019 - 2020

Inspire . Cult ivate . Impac t

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EMPLOYEE HANDBOOK

Kingsport City Schools

400 Clinchfield Street • Suite 200 Kingsport, TN 37660

Phone: (423) 378.2100 • Fax: (423) 378.2120

www.k12k.com

Updated: June 2014

For All KCS Faculty and Staff Updated: August 2019

http://www.k12k.com/


Face book : Kp tS c hoo l s

Tw i t te r : @KC S_ D i s t r i c t

WWW.K12K . COM

Dr. Jeff Moorhouse Superintendent of Schools

400 Clinchfield Street, Ste. 200

Kingsport, TN 37660

p: (423) 378.2102 f: (423) 378.2120

Dear Kingsport City Schools Employee, Welcome to the 2019 – 2020 school year! Thank you for your commitment to students and for the tireless efforts made to help each student achieve his/her potential. You play a vital role in the system’s vision of being Student Focused . . . World Class! The system’s success depends upon your individual and collective efforts to provide a positive and professional environment for learning. It is important that system employees serve as appropriate role models in terms of daily dress and respect for others. Student achievement is impacted by their adult interactions and the respect held for them as mentors. Board of Education Section 5 policies should be used as a guide for employees regarding policies, procedures, and guidelines. This handbook is to be used as an additional reference tool to provide you with the information needed to assist you in understanding a variety of information important to you both professionally and personally. I encourage you to review both Board policies and this information carefully. If you have additional questions, please discuss those with your supervisor or contact the Human Resources office. I look forward to another great year. Thanks for all you do to provide a world class educational program for each and every student! Sincerely, Dr. Jeff Moorhouse Superintendent

K I N G S P O R T C I T Y S C H O O : E M P L O Y E E H A N D B O O K


TABLE OF CONTENTS

Welcome Letter from Dr. Moorhouse .........................................................................................................................................

Table of Contents .......................................................................................................................................................................

School Contact Information ........................................................................................................................................................

State Contact Information ..........................................................................................................................................................

Kingsport City Schools Guiding Tenets .....................................................................................................................................

Statement of Assurance of Non-Discrimination .........................................................................................................................

Disclaimer ..................................................................................................................................................................................

1: PERSONNEL PROCEDURES

Assignment, Reassignment and/or Transfer ............................................................................................................................ 1

Attendance ............................................................................................................................................................................... 1

Abbreviated Days........................................................................................................…… ............................................... 1

Absences and Tardiness.................................................................................................... ............................................... 1

Emergency Closings…………………………………………………………............................. ............................................. 2

Delay in Starting Time……………………………………………………………… ..........................................................……2

Early Dismissal……………………………………………………………… ....................................................................……2

Should You Stay Home From Work: (Employee Exclusion Criteria)…… ............................................. …………..............2

Background Checks......................................................................................................................................... ........................ 5

Benefits......................................................................................................................................... ............................................ 5

Health Insurance………………………………………………………………………..… ........................................................ 5

Employee Assistance Program (EAP) - Magellan Health Services……………................................................................. 6

Flex Spending……………………………………………………………………...………….…. ............................................... 6

Dental Insurance………………………………………………………………………………... ................................................ 6

Life Insurance………………………………………………………………………………...... .................................................. 6

Long-Term Disability (LTD)........................................................................................... .................................................... 6

Benefits available upon the Death of an Employee.…………………..…………………….. ................................................ 7

Children (of Employees) in the Workplace……………………………………..……...…...... ....................................................... 7

Child Abuse and Neglect Reporting…………………………………………………………...………………………. ...................... 7

City Owned/Leased Vehicles Use Policy……………………………………………………………… ........................................... 7

Seat Beat Use ................................................................................................................................................................... 8

Employment/Supervision of Relatives...................................................................................................................................... 8

Equal Employment Opportunities ............................................................................................................................................ 8

Evaluation ................................................................................................................................................................................ 8

Certified Employees……………………………………………………………………… ................................................... …..8

Classified Employees………………………………………………………………… .............................................................. 8

Grievance Procedures ............................................................................................................................................................. 8

Definitions………………………………………………………………………………………..... .............................................. 8

Informal Procedure…………………………………………………………………………… ................................................... 9

Formal Procedure……………………………………………………………….………… ........................................................ 9



General Provisions…………………………………………………………………………… .................................................. 10

Health and Safety .................................................................................................................................................................. 10

Accidents………………………………………………………………………………………… .............................................. 10

Health Examinations/Communicable Diseases……………………………………………… .............................................. 10

Interim/Temporary Educators ................................................................................................................................................ 11

Intranet Website ..................................................................................................................................................................... 11

Job Descriptions .................................................................................................................................................................... 11

Job Posting Procedure ........................................................................................................................................................... 11

Leaves.. ............................................................................................................................................................................... 11

Adoption of a Child………………………………………………………………………… ..................................................... 12

Bereavement Leave…………………………………………………………………… ........................................................... 12

Extended Leaves of Absence……………………………………………………………… ................................................... 12

Family Medical Leave Act…………………………………………………………………… .................................................. 12

Jury Duty………………………………………………………………………………………... ............................................... 13

Leave without Pay Request………………………………………………………………… ................................................... 14

Maternity Leave…………………………………………………………………………………. .............................................. 14

Military Leave………………………………………………………………………………… ................................................... 15

Personal Leave…………………………………………………………………………………. ............................................... 16

Professional Leave…………………………………………………………………………… ................................................. 17

Reimbursement Process………………………………………………………………… ............................................ ………17

Return to Work................................................................................................................ ................................................ 17

Sick Leave………………………………………………………………………………………. ............................................... 17

Sick Leave Bank - Certified Employees………………………………………………… ...................................................... 18

Sick Leave Bank - Classified Employees………………………………………………… .................................................... 18

Subpoena to Court………………………………………………………………………… ..................................................... 19

Vacation and Holidays……………………………………………………………………… ................................................... 19

Liability Coverage .................................................................................................................................................................. 20

Photos of Employees………………………………………………………………………………… .......................................……20

Records……………………………………………………………………………………… ........................................................... 20

Resignations .......................................................................................................................................................................... 20

Certified Employees…………………………………………………………….………………. .............................................. 20

Classified Employees………………………………………………………………………..... ................................................ 21

Retirement ............................................................................................................................................................................. 21

Certified Employees…………………………………………………………………………….. .............................................. 21

Classified Employees………………………………………………………………………… ................................................. 21

Safety……………………………………………………………………………………………………… ......................................... 22

Tenure……………………………………………………………………………………………………… ........................................ 23

Training…………………………………………………………………………………………………… ...................................... …24

Workers' Compensation……………………………………………………………………………… ............................................. 24

Purpose………………………………………………………………………………………. ................................................... 24

Reporting……………………………………………………………………….……………….. ............................................... 24

Injury or Illness Treatment …………………………………………………….………… ...................................................... 25

Payments……………………………………………………………………….…………… .................................................... 25



2: EMPLOYEE CONDUCT

Conduct (Personal and Professional) .................................................................................................................................... 26

Alcohol and Drug Free…………………………………………………………………………… ............................................ 26

Criminal Activity………………………………………………………………………………… ............................................... 26

Ethics………………………………………………………………………………….……… ................................................... 28

Communication Technology…………………………………………………………… .......................................... ………………28

Computer Network Acceptable Use…………………………………………………………. ................................................ 28

Personal Communication Devices………………………………………………………….... ............................................... 29

Radio Communications………………………………………………………………………... ............................................... 29

Social Media………………………………………………………………………... ................................................................ 29

Confidentiality ........................................................................................................................................................................ 30

Copyright ............................................................................................................................................................................... 30

Dress Code ............................................................................................................................................................................ 30

Elected Office......................................................................................................................................................................... 32

Harassment of Employees ..................................................................................................................................................... 32

Student–Staff Relationships ................................................................................................................................................... 32

Tobacco-Free Schools ........................................................................................................................................................... 32

Fragrance-Free Schools ........................................................................................................................................................ 33

Use of School Facilities .......................................................................................................................................................... 33

Visitors to the Schools ........................................................................................................................................................... 33

Weapons-School Related Activities ....................................................................................................................................... 33

3: PAYROLL AND WORK SCHEDULES

Career Ladder Educators ....................................................................................................................................................... 35

Compensation ........................................................................................................................................................................ 35

Pay Days………………………………………………………………………………….......... ............................................... 35

Deferred Compensation……………………………………………………………………… ................................................. 35

Differentiated Pay……………………………………………………………………… ........................................................... 36

Pay Advances………………………………………………………………………………… .................................................. 36

An Error on Paychecks………………………………………………………………………… ............................................... 36

Contracts……………………………………………………………………………………………….… .......................................... 36

Credit Union Services ............................................................................................................................................................ 36

Garnishments......................................................................................................................................................................... 36

Length of Work Day…………………………………………………………… ........................................ ………………………….36

Length of Work Year .............................................................................................................................................................. 36

Meals & Rest Breaks ............................................................................................................................................................. 37

Overtime ................................................................................................................................................................................ 37

Holiday Pay…………………………………………………………………………………… .................................................. 37

Emergency Call-Back Pay…………………………………………………………………… ................................................. 37

Social Security ....................................................................................................................................................................... 37

Tax-Sheltered Annuities ......................................................................................................................................................... 38

457 Deferred Compensation Plan .......................................................................................................................................... 38



SCHOOL CONTACT INFORMATION

Administrative Support Center: Kingsport City Schools, 400 Clinchfield Street, Ste. 200, Kingsport, TN 37660 Phone: (423) 378.2100 Fax: (423) 378.2120 www.k12k.com

High School: 9 - 12

Dobyns-Bennett High School Principal: Dr. Chris Hampton 1 Tribe Way, Kingsport, TN 37764 Phone: (423) 378.8400 Fax: (423) 378.8535

D-B EXCEL Principal: Mrs. Shanna Hensley 400 Clinchfield Street, Ste. 220, Kingsport, TN 37760 Phone: (423) 378.2185 Fax: (423) 378.2187

Alternative Learning Program: 6 - 12

Cora Cox Academy Director: Mrs. Julie Malone 520 Myrtle Street, Kingsport, TN 37660 Phone: (423) 378.2229 Fax: (423) 378.2187

Middle Schools: 6 - 8

Ross N. Robinson Principal: Dr. Brian Partin 1517 Jessee Street, Kingsport, TN 37764 Phone: (423) 378.2200 Fax: (423) 378.2220

John Sevier Principal: Dr. Holly Flora 1200 Wateree Street, Kingsport, TN 37660 Phone: (423) 378.2450 Fax: (423) 378.2430port city




Elementary Schools: K - 5

John Adams Principal: Dr. Kelley Harrell 2727 Edinburgh Channel Road, Kingsport, TN 37664 Phone: (423) 378.1400 Fax: (423) 378.1424

Andrew Jackson Principal: Dr. Kyle Loudermilk 600 Jackson Street, Kingsport, TN 37660 Phone: (423) 378.2250 Fax: (423) 378.2242

Thomas Jefferson Principal: Dr. Stephanie Potter 2216 Westmoreland Avenue, Kingsport, TN 37664 Phone: (423) 378.2270 Fax: (423) 378.2277

Andrew Johnson Principal: Dr. Stacy Edwards 1001 Ormond Drive, Kingsport, TN 37664 Phone: (423) 378.2300 Fax: (423) 378.2310

John F. Kennedy Principal: Dr. Janice Irvin 1500 Woodland Avenue, Kingsport, TN 37665 Phone: (423) 857.2700 Fax: (423) 378.2340

Abraham Lincoln Principal: Mrs. Suzanne Zahner 1000 Summer Street, Kingsport, TN 37664 Phone: (423) 378.2360 Fax: (423) 378.2375

Theodore Roosevelt Principal: Dr. Kelli Seymour 1051 Lake Street, Kingsport, TN 37660 Phone: (423) 857.2600 Fax: (423) 378.2395

George Washington Principal: Mrs. Heather Wolf 1100 Bellingham Drive, Kingsport, TN 37660 Phone: (423) 378.2480 Fax: (423) 378.247

Pre-K

Palmer Center Principal: Dr. Amy Doran 1609 Ft. Henry Drive, Kingsport, TN 37764 Phone: (423) 378.2160 Fax: (423) 378.2173



STATE CONTACT INFORMATION:

State law requires that parents be provided information on how to contact child advocacy groups and the Tennessee Department of Education for information on student rights and services. Below you will find the contact information for the Tennessee Department of Education and Child Advocacy Groups.

Tennessee Department of Education 710 James Robertson Parkway, Nashville, TN 37243 Phone: (615) 741.5158 Email: [email protected] www.tn.gov/education

First Tennessee Center of Regional Excellence (CORE) c/o East Tennessee State University, Rogers-Stout Hall, Johnson City, TN 37614 Phone: (423) 434.6490

East Tennessee Regional Resource Center 2763 Island Home Blvd., Knoxville, TN 37920 Phone: (865) 594.5691 Fax: (865) 594.8909 www.tn.gov/education/speced/

Child Advocacy Group Contact Information Support and Training for Exceptional Parents (STEP), 712 Professional Plaza, Greeneville, TN 37745 Phone: (423) 639.2464 or (800) 280.7837 Email: [email protected] www.tnstep.org

Children’s Advocacy Center of Sullivan County 150 Blountville Bypass, Blountville, TN 37617 Phone: (423) 279.1222 Email: [email protected] www.cacsctn.org

Tennessee Voices for Children 901 E. Summit Hill Drive, 1st Floor, Knoxville, TN 37915 Phone: (865) 523.0701 Fax: (865) 523.0705 www.tnvoices.org

Autism Society of East Tennessee

123 Center Park Drive, Knoxville, TN 37922 Phone: (865) 247.5082 www.asaetc.org

TN Deaf-Blind Project

Children’s Hospital at Vanderbilt, 2200 Children’s Way, Nashville, TN 37232 Phone: (615) 936.1000 www.childrenshospital.vanderbilt.org

Tennessee Disability Pathfinder

Nashville, TN 37212 (800) 640.4636 www.vkc.mc.vanderbilt.edu/vkc/pathfinder

mailto:[email protected]

http://www.tn.gov/education

http://www.tn.gov/education/speced


http://www.tnstep.org/


http://www.cacsctn.org/

http://www.tnvoices.org/

http://www.asaetc.org/

http://www.childrenshospital.vanderbilt.org/

http://www.vkc.mc.vanderbilt.edu/vkc/pathfinder



Mission Statement

What we are hoping to accomplish: The mission of Kingsport City Schools is to provide a student-focused and world-class education that ensures college and career readiness for all students.1

Vision Statement

Our desired future: Inspire. Cultivate. Impact.

Core Values

What we believe:

Exemplary student learning

Guaranteed and viable curriculum

Collaborative professional learning communities

Engaging families and the community

Data-driven decisions for continuous improvement

Culture of shared leadership

Goals

What we strive to achieve:

Goal One: Deliver world-class curriculum and instruction.

Goal Two: Provide committed and innovative educators.

Goal Three: Furnish safe, appropriate, and well-maintained facilities that support teaching and learning.

Goal Four: Ensure business operations effectively support teaching and learning.

Goal Five: Engage families and the community.

1 BOE Policy 1.700



Core Competencies Who we are:

Promote and support exemplary leadership through programming and succession planning.

Offer a rigorous, comprehensive, and engaging curriculum.

Engage students in learning through the use of transformative tools and innovative instructional practices.

Provide personalized professional learning opportunities for all employees.

Actively engage and serve our families and community.

Support and sustain the organization with a performance improvement system.

Key Practices

What we do: Plan, teach, assess, and evaluate to inform instructional practices through the use of the 4 critical questions. Incorporate problem-solving and innovation in teaching and learning. Guide teaching and learning using internationally benchmarked standards. Seek to understand and engage our families and community. Recruit, retain, and develop highly competent educators. Build leadership capacity within our educational community.

4 Critical Questions

How we plan for learning:

What is it we expect our students to learn?

How will we know when our students have learned it?

How will we respond when our students do not learn?

How do we respond when our students who have mastered the content?



Statement of Assurance of Non-Discrimination

Kingsport City Schools does not discriminate on the basis of race, color, national origin, sex, disability, or age in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Inquiries concerning the system's compliance with the regulations implementing Title VI, Title IX or the Americans with Disabilities Act (ADA) are directed to the Kingsport City Schools compliance officer for employees, Jennifer Guthrie at 400 Clinchfield Street, Suite 200, Kingsport, TN 37660, or by phone at (423) 378.2103; for the general public, Andy True at 400 Clinchfield Street, Suite 200, Kingsport, TN 37660, or by phone at (423) 378.2130; and for students Andy True at 400 Clinchfield Street, Suite 200, Kingsport, TN 37660, or by phone at (423) 378.2130. Inquiries concerning Section 504 are directed to contact compliance officer Dr. Lamar Smith at 400 Clinchfield Street, Suite 200, Kingsport, TN 37660, or by phone at (423) 378.8598.

Disclaimer

The employee handbook is intended as a guide for personnel policies and should not be construed as an employee contract. The Board of Education and the administration of Kingsport City Schools expressly reserve the right to unilaterally make additions, deletions, or substitutions to this employee handbook. It is the employee’s responsibility to read the employee handbook and Board of Education policies and to understand that all employees are held to the terms and conditions outlined in each. A printed copy of the most current employee handbook is available upon request. The most authoritative and updated copy of the handbook is the one that appears on the System’s website, www.k12k.com.

https://maps.google.com/?q=400+Clinchfield+Street,+Suite+200,+Kingsport,+TN+37660&entry=gmail&source=g










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PERSONNEL PROCEDURES

ASSIGNMENT, REASSIGNMENT AND/OR TRANSFER Assignment of personnel shall be the responsibility of the Superintendent of Schools, subject to applicable law, and with consideration given to the following:

Qualifications of the person being assigned, reassigned and/or transferred.

Professional and personal characteristics required by each position.

Recommendations of appropriate administrators directly responsible for supervision of each position.

Desire of person being assigned, reassigned and/or transferred. Reassignments within a given administrative unit of the school system may be made at the discretion of the school principal and other appropriate administrators when applicable no later than June 15. Transfers from one administrative unit to another shall be approved by the Superintendent of Schools.2

ATTENDANCE

ABBREVIATED DAYS There are abbreviated days for students in the school calendar. High school and middle school students will be dismissed at 11:40 a.m. and elementary school students will be dismissed at 12:15 p.m. Employees are expected to work a full day for which they are paid, or unless a flexible schedule is approved by the building principal and/or supervisor. A flex schedule should include the number of hours for which an employee would be paid during that workweek.

ABSENCES AND TARDINESS3 Good attendance is necessary for the efficient operation of the school system. The absence or tardiness of an employee often places an extra burden on another employee. It is important for employees to understand the following information:

Attendance records are a permanent part of an employee's file.

If an employee must be absent or late to work, he or she must notify the principal or supervisor immediately.

Consideration should be given by the employee for making prior arrangements for someone else to notify the principal or supervisor in the event the employee is incapacitated and cannot make the notification.

Absence for any reason other than illness or an emergency situation should always have the prior approval of the principal, supervisor or the Superintendent of Schools.4

Failure to notify the principal or supervisor of an absence may result in disciplinary action up to and including dismissal.

2 BOE Policy 5.115 3 Review: Leaves 4 Exception – Review: Personal Leave - Certified Personnel

SECTION

1

K I N G S P O R T C I T Y S C H O O



2

Unexcused absences or tardiness may result in disciplinary action up to and including dismissal. Unexcused absences are those where the employee fails to notify the principal or supervisor of the absence or fails to request prior approval when necessary.

EMERGENCY CLOSINGS On days when Kingsport City Schools announces that schools will be closed due to weather or any other circumstance, non-exempt employees who work a student calendar are not expected to work (i.e., instructional assistants, school nutrition service workers, bus drivers, etc.) They will have to work on other days scheduled to make up for time missed. Other non-exempt employees who work a 12-month calendar (i.e., secretaries, maintenance staff, custodians, etc.) are expected to be at work or request appropriate leave unless the Superintendent of Schools waives any or all of these requirements. Exempt employees who work the student calendar (i.e., teachers and school nurses) are not expected to work. All other exempt employees are expected to be at work or request appropriate leave.5

DELAY IN STARTING TIME All employees are expected to be at work at their usual time. Employees are also expected to call in if they are going to be late. Making up for time missed will be worked out with the building principal or immediate supervisor. There will be a sign-in sheet for all employees on these days due to the importance of making certain that classes are covered before students are sent to classrooms or other areas of the building.

EARLY DISMISSAL Non-exempt employees who follow the student calendar could stay the full day or leave early and make up their time (within Fair Labor Standards Act (FLSA) guidelines or within the work week) with approval of the building principal. Teachers, due to exempt status, may leave when released by the principal. All other exempt employees are expected to work their full day or until they are released by the building principal or supervisor. Time will need to be documented and made up if necessary. Building principals and/or their designee are not expected to leave the building until they have received word that all buses have completed their runs. Employees are expected to sign out on these days.

SHOULD YOU STAY HOME FROM WORK? (EMPLOYEE EXCLUSION CRITERIA)

Kingsport City Schools (KCS) believes that student success begins with dedication from our school employees. However, we do recognize that there may be times when you are ill and should not come to work. To promote health and wellness of our students and all school employees, KCS provides employees with this guide for when you should stay home from work:

CHILDHOOD CONTAGIOUS DISEASE Should you stay home from work? YES. You should stay home from work (until advised by primary care provider) if there is suspicion of any childhood contagious disease such as measles, mumps, rubella or chicken pox. If you are pregnant and have not had or been vaccinated against chicken pox, you should discuss this with your primary care provider.

COLD (UPPER RESPIRATORY ILLNESS)

(With mild symptoms such as stuffy nose with clear drainage, sneezing, and mild cough.)

5 BOE Policy 1.8011




3

Should you stay home from work? YES. You should stay home from work until you are fever-free for 24-hours without the use of fever controlling medications. Fever should be less than 100.4 degrees.

CONJUNCTIVITIS (PINK-EYE)

Should you stay home from work? YES. You should stay home from work until 24-hours after treatment is started and once there is no longer yellow drainage from the eye.

COUGH WITH FEVER

Should you stay home from work? YES. You should stay home from work as long as cough is present and you have a fever of 100.4 degrees or more.

DIARRHEA Should you stay home from work? YES. You should stay home from work if diarrhea is significant enough to cause frequent bathroom breaks that will interrupt your work. If you have a temperature greater than 100.4 degrees and diarrhea, you should stay home. If you have been diagnosed by the health care provider with a non-infectious disease that causes diarrhea, you may attend work.

EAR INFECTION Should you stay home from work? YES. You should stay home from work until you have a fever less than 100.4 degrees.

FEVER Should you stay home from work? YES. You should stay home from work if you have a fever of 100.4 degrees or more. Stay at home until fever-free for 24-hours (less than 100.4 degrees) without the use of fever controlling medications.

FEVER BLISTER Should you stay home from work? NO. If you have a cold sore and have contact with infants, you should cover cold sore and not touch the lesion. You should practice good hand hygiene measures.

FIFTH DISEASE Should you stay home from work? YES. You should stay home from work until you are fever-free for 24-hours (less than 100.4 degrees) without the use of fever controlling medications. However, by the time the rash appears, you are no longer contagious. If you are pregnant, you should discuss possible exposure with primary care provider.

HAND, FOOT AND MOUTH DISEASE Should you stay home from work? YES. You should stay home from work until you have been seen by a primary care provider and a diagnosis obtained. You may return to work once all lesions are dry and have been fever-free for 24-hours without the use of fever controlling medications. You may return to work as long as you practice good hand hygiene measures and your primary care provider has approved your return.




4

HEAD LICE Should you stay home from work? NO. You may work with lice; however, treatment is required. The school nurse will assist you with treatment procedures.

IMPETIGO Should you stay home from work? YES. You should stay home from work until 24-hours after treatment starts. Sores should be covered when you return to work.

INFLUENZA Should you stay home from work? YES. You should stay home from work until a primary care provider has approved your return to work and you are fever free for 24-hours (less than 100.4 degrees) without the use of fever controlling medications.

RASH Should you stay home from work? YES. If more than three (3) lesions are present, you may return to work after being diagnosed by your primary care provider and given instructions when to return to work. However, you may work if exposed surfaces of skin have less than three (3) lesions.

RINGWORM Should you stay home from work? YES. You should stay home from work until 24-hours after treatment begins. Areas should be covered when you return to work.

SCABIES Should you stay home from work? YES. You should stay home from work until after treatment has been started.

SHINGLES Should you stay home from work? YES. You must be cleared by primary care provider prior to returning to work if lesions are disseminated (covering multiple areas of body). However, if shingles cover one area of body, you may attend work with shingles as long as lesions are covered. Lesions must be covered until completely dry and scabbed over. If you are pregnant and have not had chicken pox or been vaccinated against the disease, discuss with your primary care provider.

STAPH Should you stay home from work? YES. You should stay home from work until seen by primary care provider if lesion is draining. Primary care provider will advise regarding appropriate treatment. Lesion must be covered until healed. Exclusion from work will be required if wound is draining and cannot be covered.

STYE Should you stay home from work? YES. You should stay home from work until after treatment has been started. Warm compresses may be applied to the affected area. Do not touch or rub eye. Good hand hygiene measures should be used.




5

VOMITING Should you stay home from work? YES. You should stay home from work if vomiting is significant enough to cause frequent bathroom breaks that will interrupt your work. If you have a temperature greater than 100.4 degrees and vomiting, you should stay home. If you are pregnant (with morning sickness) you may attend work as long as you have been cleared by primary care provider.

WALKING PNEUMONIA (MYCOPLASMA) Should you stay home from work? YES. You should stay home from work until primary care provider has approved return to work and you are fever free for 24-hours (less than 100.4 degrees) without the use of fever controlling medications (refer to Cough With Fever criteria).

WHOOPING COUGH (PERTUSSIS) Should you stay home from work? YES. You should stay home from work until you have completed five (5) days of antibiotic treatment and advised to return to work by health care provider.

If you are pregnant with potential exposure to infectious disease, please contact your primary care provider for appropriate medical information and instructions. This document is not an inclusive list of infectious disease exposure. Refer to primary care provider for appropriate medical information and instructions for exposures not listed. If you have any infectious disease, you will be permitted to take sick or personal time to cover this absence (if available). Please note that a health care provider’s written instructions regarding your return to work will be considered in addition to the above guidelines. If you should have specific questions about when to return to work, please contact the Director of Nursing or school nurse.

BACKGROUND CHECKS Per Tennessee state law (TCA §49-5-413), school systems are now required to run background checks on all employees every five (5) years. This means employees who have not had a background check completed within the last five (5) years will need to have this done. Human Resources will provide detailed information on how to complete your background check. Results of background checks are confidential and submitted directly to HR through the electronic background check system. BENEFITS Employees must work full-time (at least thirty (30) hours per week on regular basis) to be eligible for full benefits. New employees have thirty-one (31) days from the hire date to select benefit options. All premiums are paid one month in advance. Employees on unpaid leave are responsible for paying premiums in a timely manner to avoid cancellation of insurance.

HEALTH INSURANCE

ENROLLMENT The Kingsport Board of Education pays seventy percent (70%) of the lowest premium. (Exception: The Board of Education pays only forty-five percent (45%) of the lowest premium for part-time teachers). Employee premiums are paid through payroll deduction. Employees enrolled in the health insurance plan are provided with an annual transfer/enrollment period which allows the opportunity to change healthcare options for them and covered dependents. Call (423) 378.2108 for more information.




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CHANGE Health insurance can be changed or cancelled during transfer enrollment periods or a special qualifying event.

CANCELLATION Upon termination of employment, health insurance will cease on the last day of the month following termination date. Health Insurance can be terminated if the employee’s premium is more than 30 days late and the employer has issued written notice fifteen (15) days in advance advising the employee of delinquent payment.6

EMPLOYEE ASSISTANCE PROGRAM (EAP) - MAGELLAN HEALTH SERVICES Confidential counseling services and/or referral services are provided to all covered employees and eligible dependents who may be experiencing personal or work place challenges/issues. EAP offers assistance in dealing with a wide range of problems including those related to emotional, family, marital, stress, financial, substance abuse, legal, work place and elder care.

FLEX SPENDING

Two Flexible Spending Accounts (FSA) will be offered to full time employees as a provision of the Section 1.25 Plan. The Medical Expense Account allows an employee to elect to deposit funds biweekly into an account tax free. These tax free funds may be used to pay for medical, dental, vision and prescription medications. The annual elected amount will be loaded on a debit card upon enrollment and paid back by the employee bi-weekly during the year. The Dependent Care Reimbursement Account will permit the employee to elect a bi-weekly amount to be deposited into a tax free account. The employee will be reimbursed for day care expenses from the pre-taxed amount. Employees who select this benefit must enroll in these accounts annually. More information and allowable expenses can be obtained at www.floresinfocenter.com or call (800) 532.3327.

DENTAL INSURANCE Dental insurance is optional for full-time employees and the premium is paid in full by the employee through payroll deductions. Eligible employees have the City of Kingsport dental plan. Currently, there is an annual open enrollment period.

LIFE INSURANCE Full-time employees are provided term life insurance in the amount of 1 (one) times their basic annual salary rounded to the next higher multiple of $1,000 to a maximum of $100,000. (Life Insurance benefits reduce by fifty percent [50%] upon the employee’s attainment of age 70, if still employed.) Optional supplemental or dependent life insurance is also available at the employee’s expense. Premiums are paid through payroll deduction. Employees will assign a beneficiary for life insurance. Accidental death in service doubles the value of the policy. Retirees retain a life insurance benefit based on one-fourth (¼) of their ending salary.

LONG – TERM DISABILITY (LTD) Full-time employees are offered the option of long-term disability insurance. It is available on a shared cost basis (50/50) between the employee and the system. Premiums are paid through payroll deduction.

6 BOE Policy 5.304

http://www.floresinfocenter.com/




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BENEFITS AVAILABLE UPON THE DEATH OF AN EMPLOYEE

Upon the death of an employee, his or her designated beneficiary must contact the Human Resources Department regarding any insurance or retirement benefits to which he or she may be entitled. It is the employee's responsibility to contact the Human Resources Department to ensure beneficiary records are updated.

CHILDREN (OF EMPLOYEES) IN THE WORKPLACE Employees who are responsible for the care of minor children are expected to arrange childcare away from the work site. Employees should not supervise their own child(ren) during the instructional and/or work day, unless that child is a student in the employee’s class. Exceptions for specific, individual cases may occur and prior approval from the employee’s immediate supervisor must be received before child(ren) may be brought to work.7

CHILD ABUSE AND NEGLECT REPORTING

State law requires that school system personnel be alert to any evidence of child abuse or neglect. Child abuse is defined as any physical or mental condition that is of such nature as to indicate that it has been caused by brutality, abuse or neglect. Staff members having knowledge or suspicion of any child who is suffering from abuse or neglect are required to report such harm immediately. Any reasonable suspicion of abuse must be reported to the Department of Children’s Services by calling (877) 237.0026 or online at https://apps.tn.gov/carat/ or https://www.tn.gov/youth/. The report shall include the following:

Name, address and age of the child

Name and address of the parents or persons having custody of the child

Nature and extent of the abuse or neglect

Any evidence to the cause or any other information that may relate to the cause or extent of the abuse or neglect The person reporting is immune from liability and his/her identity remains confidential except when the court determines otherwise.

CITY OWNED / LEASED VEHICLES USE POLICY

Generally, only city employees including school employees, members of the board of mayor and aldermen, and members of the board of education will drive or ride in city-owned vehicles. In limited situations, volunteers engaged in the transportation of city personnel and/or material and supplies used to carry out the functions and operations of a department of the city, and for which the immediate use of a vehicle is actually necessary or convenient, will drive or ride in city-owned vehicles. Non-employees who may need to ride in a city-owned vehicle (i.e. out-of-town guests) must sign a “Full Release of All Claims” form prior to riding in the vehicle. The term “city-owned vehicle or equipment” includes all owned, leased, rented, or borrowed city vehicles and equipment, unless the context clearly dictates a different meaning. The proper operation and care of a city-owned vehicle or equipment is the responsibility of the user of such vehicle or equipment. Employees are prohibited from using city-owned vehicles or equipment for personal use, except as provided by city policy. Employees and non-city employees will operate all city-owned vehicles or equipment in accordance with all applicable federal, state, and local rules, policies, regulations or guidelines. All employees and board members operating a city-owned vehicle or equipment will sign a driver agreement provided by the KCS Superintendent of Schools/Board of Education Executive Assistant, prior to operating a city-owned vehicle or equipment.

7 BOE Policy 1.501

https://apps.tn.gov/carat/

https://www.tn.gov/youth/




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The most current form is available on the KCS Intranet in the Employee Resources/Forms area. Once completed, the form must be submitted to the Executive Assistant to the Superintendent of Schools and BOE. All operators of city-owned vehicles or equipment will be duly and appropriately licensed drivers of their state of residence. The license must be carried by the operator at all times during the operation of such vehicles or equipment.

SEAT BELT USE The use of seat belts in school-owned vehicles is mandatory for all passengers in those vehicles equipped with seat belts. The driver of school vans and all school vehicles is responsible for ensuring that all passengers use safety belts, as required by law. The driver will not begin to move the vehicle until the driver and all passengers are belted.8

EMPLOYMENT/SUPERVISION OF RELATIVES

No family member or any person having been regularly living in the household of the Superintendent of Schools, a member of the Board of Education or the Board of Mayor and Aldermen shall be initially employed during the time the related official holds office. In order that there is no conflict of interest, at no time may any administrator supervise or evaluate any employee who is a family member or any person having been regularly living in the household.9

EQUAL EMPLOYMENT OPPORTUNITIES

Kingsport City Schools maintains a policy of non-discrimination with employees and applicants for employment. No aspect of employment will be influenced in any manner by race, color, religion, sex, age, national origin, veteran status, marital status, disability or any other basis prohibited by statute.10

EVALUATION

CERTIFIED EMPLOYEES The supervising principal has the major responsibility for the evaluation of teachers. Teachers must be evaluated biannually following the appropriate state guidelines using the approved state evaluation model. All other Certified staff members should be evaluated annually with a local evaluation instrument.11

CLASSIFIED EMPLOYEES All classified employees should be evaluated by their supervising administrator annually by January 31. Evaluations may be conducted more frequently should there be identified areas needing improvement.

GRIEVANCE PROCEDURES In accordance with Board of Education policy, the following procedures provide guidance in addressing a complaint. Please direct any questions relating to the process to the Chief Human Resources Officer.

DEFINITIONS

8 BOE Policy 3.400 9 BOE Policy 1.108 10 BOE Policy 5.104 11 BOE Policy 5.109




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A “grievance” shall mean a complaint by you, the grievant, (a) of a violation, misinterpretation, or misapplication of a school board policy or state or federal law affecting you or (b) you have been treated unfairly or inequitably by an act or condition which is contrary to administrative procedures governing or affecting you. The term grievance shall not apply to any matter related to employment evaluations (other than the process of the evaluations) being any rule or regulation of the Tennessee State Board of Education or the Tennessee State Department of Education where a method of review is prescribed by law.

INFORMAL PROCEDURE If you believe you have a grievance, you should discuss the matter in an effort to resolve the problem informally. The immediate supervisor is normally the first contact in the grievance procedure. However, if the grievance is in regard to your immediate supervisor, you may contact the building principal, director of the department, or Human Resources. The first effort should be an effort to resolve the problem internally. The process will still follow the same procedures, with the alternate contact. The informal meeting shall take place within ten (10) workdays after the date of the alleged violation. The immediate supervisor (or alternate) shall respond to you verbally within ten (10) workdays after the informal meeting. If the informal process fails to satisfy you, a grievance may be processed as a formal procedure.

FORMAL PROCEDURE TAKE NOTE: All formal grievances must be filed on the appropriate forms.

STEP 1: IMMEDIATE SUPERVISOR You shall have the right to file a written grievance with your immediate supervisor (or alternate) within ten (10) workdays after the date of the alleged violation or the final step of the informal procedure, whichever is later. The supervisor (or alternate) shall arrange a conference with you no later than ten (10) workdays after the receipt of the grievance. Within ten (10) workdays after the conference, you shall be provided with the supervisor’s (or alternate’s) written response.

STEP 2: SUPERINTENDENT OF SCHOOLS If the grievance is not resolved at Step 1, you may refer the grievance to the Superintendent of Schools within ten (10) workdays after the receipt of the Step 1 response or after the Step 1 conference, whichever is later. The Superintendent of Schools, or designee, shall arrange to meet with you within ten (10) workdays after the Superintendent's receipt of appeal. Each party shall have the right to include in his/her representation such witnesses as deemed necessary. Within ten (10) workdays after the meeting, you and your immediate supervisor shall be provided with the Superintendent’s/designee's written response.

STEP 3: BOARD OF EDUCATION If the grievance is not resolved at Step 2 or the time limit expires without the issuance of the Superintendent’s/designee's written reply, you may request a review by the Kingsport Board of Education within ten (10) workdays after you receive the written decision or after the time limit for Step 2 has expired. The request shall be made in writing through the Superintendent of Schools, who shall attach all related documents and forward the request to the Board. The Board may review the case and, if deemed appropriate, shall hold a hearing with you. Your request for a Board hearing must be made by Tuesday, the week before the next scheduled board meeting. Each party shall have the right to have present at the hearing a reasonable number of witnesses and one fellow employee. A list of attendees should be attached to the request. The Board shall render a decision in writing within ten (10) workdays after the hearing of the grievance. Copies of the response




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of the Board of Education shall be sent to you and your immediate supervisor through the Superintendent of Schools.

GENERAL PROVISIONS

All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants and shall not be forwarded to any prospective employer, nor shall such documents be revealed or the grievance(s) be alluded to in any communication between the administration and said prospective employer. The Tennessee Open Records Law will be observed in the implementation of this provision. An investigation of the issues may be conducted at any step in the process, as is necessary and appropriate. The purpose is to gather the information that is needed to make an informed decision. Failure at any step of the procedure to communicate the decision on a grievance within the specified time limits shall permit you to proceed with the next step. Your failure to proceed to the next step within the specified time limits shall mean your acceptance of the decision. Grievances may be resolved at any step in the process. You may withdraw a specific grievance at any step, but once withdrawn, this specific grievance may not be re-filed. A decision becomes binding on all parties whenever an employee does not file a timely appeal or when a decision is made in the final step and the right of appeal no longer exists. It will be the practice of all parties to process grievances at times which do not interfere with assigned duties. A grievance should be processed as rapidly as feasible; therefore, the number of days indicated at each level will be considered maximum. Time spent by employees in grievance discussions during their normal working hours, will be considered hours worked for pay purposes. Employees are not to be penalized for proper use of the grievance procedure. However, it is not considered proper use if an employee raises grievances in bad faith or solely for the purposes of delay or harassment, or repeatedly raises meritless grievances. Implementation of the grievance procedure does not preclude Kingsport City Schools from following other policies in relation to disciplinary action, which is not in retaliation for use of the grievance procedure.12

HEALTH AND SAFETY

ACCIDENTS Procedures for addressing accidents involving students and visitors are outlined in the Administrative Procedures Manual. For all accidents involving personnel, please reference footnote.13

HEALTH EXAMINATIONS / COMMUNICABLE DISEASES It is the intention of the Board of Education to minimize health threats to students and/or employees. Prior to commencement of the employment duties, each new regular employee shall be required to have a physical exam by a designated physician resulting in a certificate of health showing fitness to perform the essential functions of the job. The Superintendent of Schools may require a physical examination by a licensed physician whenever there is reason to believe that an employee has a communicable disease. This may include a second opinion. Such an examination, initiated by the employer, will be at the employer's expense.14

12 BOE Policy 5.500 13 Review: Worker’s Compensation 14 BOE Policy 5.400




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INTERIM / TEMPORARY EDUCATORS Interim employees shall be hired on an interim contract only when a vacancy is created by an employee taking a leave of absence as set forth in state law. Such interim employees shall be considered as temporary replacements for the remainder of the leave of absence and the contract term will not be considered as initial employment. Temporary employees are hired for a short period of time when a vacancy occurs and a permanent replacement is not feasible due to unknown duration of position or timing of the vacancy. The contract term will not be considered as initial employment. Persons filling any interim or temporary positions shall have no expectancy of continued employment.15

INTRANET WEBSITE Kingsport City Schools maintains a website, www.k12k.com, as a tool for communicating with staff, students, parents and the community-at-large. In addition to information made available to the public, the website includes a password-secured intranet site. The intranet contains a wide variety of information and forms for internal, school system use. All employees should register for access to the secure intranet site, become familiar with its contents, and check the site regularly for information and updates.

JOB DESCRIPTIONS Job descriptions have been developed for all positions. Each employee is asked to review his or her job description prior to employment.

JOB POSTING PROCEDURE After June 15, any internal certified employee move will be at the Superintendent’s discretion. The following procedures will be utilized to notify employees of vacancies:

Position vacancies and job descriptions are posted on the KCS website. Long-term substitute and interim positions may not be posted; however, these positions may be posted if the person vacating the position does not return at the end of his or her leave.

Under normal circumstances, the period of posting will be a minimum of five (5) calendar days. Positions will not be filled until after the expiration date to assure consideration of all interested employees.

All employees wishing to apply for the position(s) must submit an application online by the close date of the posting. (To ensure consideration for a specific position, it is important to submit an application directly for each position and location).

In filling vacancies, principals and supervisors shall consider the qualifications, experience, licensure and training of each person who applies. Applicants outside the system may be considered as well as employees who have applied for a specific position. An employee seeking transfer by online application will be considered for the specific position to which he/she applied but is not guaranteed an interview or transfer.

LEAVES Employee leave requests can be submitted by the employee via Skyward on the KCS website under the Staff tab. Questions regarding leaves should be directed to the KCS Human Resources Department.

15 TCA 49-5-702 TCA 49-2-203





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ADOPTION OF A CHILD Please reference footnote.16

BEREAVEMENT LEAVE Kingsport City Schools recognizes that tragic events occur. A maximum of three (3) days of leave will be granted to employees within a seven (7) day period per school year, in the event of death of an employee’s spouse, significant other, child, stepchild, daughter-in-law, son-in-law, parent, stepparent, brother, sister, father-in-law, mother-in-law, brother-in-law, sister-in-law, grandparents, grandchildren, niece, nephew, aunt, uncle and any other human member of the family who resides in the employee’s household.17

EXTENDED LEAVES OF ABSENCE Extended leaves of absence without pay require prior approval. Extended leaves of absence apply after all other applicable entitled leaves have expired or are inappropriate (i.e. sick, vacation, Family and Medical Leave, maternity, etc.).18 As a general rule governing leaves for teachers, state law guarantees that upon return from a leave of absence of less than 12 months, a teacher will be reinstated to the same position. If the leave exceeds 12 months, the teacher may be placed in the same or a comparable position. If an employee plans to return to their position by the next semester, notification in writing must be submitted to the Human Resources Department by December 1 or May 1, whichever is applicable.19

FAMILY MEDICAL LEAVE ACT Family Medical leave forms are provided on the KCS intranet website.

ELIGIBILITY To be eligible for FMLA leave, an employee must:

Have worked for Kingsport City Schools for at least twelve (12) months.

Have worked at least 1,250 hours during the previous twelve (12) months (calendar year), prior to the start of the FMLA leave.

(For eligibility purposes, the calendar year method is used January-December. Rights under FMLA are for unpaid leave. Any corresponding paid leave, which qualifies, may run concurrent to the FMLA entitlement).

BASIC LEAVE ENTITLEMENT FMLA requires covered employers to provide up to twelve (12) weeks of unpaid, job-protected leave to eligible employees for the following reasons:

For incapacity due to pregnancy, prenatal medical care or child birth.

To care for the employee’s child after birth, placement for adoption, or foster care.

16 Review: Family Medical Leave and Sick Leave

17 BOE Policy 53021 18 BOE Policy 5.304 19 TCA 49-5-705 TCA 49-5-706




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To care for the employee’s spouse, son or daughter (under the age of eighteen (18), except in approved cases of Military Leave under FMLA), or parent, who has a serious health condition.

For a serious health condition that makes the employee unable to perform the employee’s job.

MILITARY FAMILY LEAVE ENTITLEMENTS Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their twelve (12)-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include: attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to twenty-six (26) weeks of leave to care for a covered service member during a single twelve (12)-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

BENEFITS AND PROTECTIONS Kingsport City Schools must notify an employee whether he or she is eligible or not for leave under FMLA. During FMLA leave, the KCS will maintain the employee’s health coverage under the group health plan on the same terms as if the employee had continued to work. Upon return from FMLA leave, employees are restored to the same or an equivalent position with equivalent pay, benefits and other employment terms.

OTHER PROVISIONS Leave to care for a newborn child or for a newly placed child must conclude within twelve (12) months after the birth or placement. In cases where both spouses are employed with KCS, FMLA leave will be limited to a combined total of workweeks allowable per approved FMLA.

REQUESTS FOR FAMILY/MEDICAL LEAVE Requests to take FMLA leave, should be made at least thirty (30) days in advance of the need to take FMLA leave, if the need is foreseeable. Requests for leave must be submitted using the Medical Leave Request Form, and the appropriate Certification of Healthcare Provider Form (to be completed by health care provider). Human Resources will send the appropriate forms to the employee, and must receive the completed forms from the employee in a reasonable time frame, to consider for approval. Whether the leave is approved or not approved will be communicated from Human Resources to the employee within the timeframe guidelines established. The twelve (12)-month period designated for FMLA purposes is the calendar year. Any questions regarding FMLA should be directed to the KCS Human Resources Department.20

JURY DUTY Employees, including teachers who are no longer exempt during the school year, are encouraged to be good citizens by fulfilling civic responsibilities when called upon for jury duty. The employee must notify their supervisor and submit a copy of the summons to the supervisor for submission to Payroll when he or she has been selected for jury duty.

20 BOE Policy 5.305




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Employees will be granted leave for this purpose and will receive regular pay. If the employee receives jury duty pay, above and beyond a travel allowance, the employee is required by state law to reimburse Kingsport City Schools the amount of the additional pay. It is the employee's responsibility to submit reimbursement of jury pay to their supervisor for submission to Payroll. If the teacher or employee reports to Court and learns that he/she is not needed on that day, he/she is expected to return to work. If a substitute has been employed, the substitute should be given the choice of leaving and being paid for one-half day’s work or remaining at the school in the capacity the principal designates.

LEAVE WITHOUT PAY REQUEST

Employee leave requests can be submitted by the employee via Skyward on the KCS website under the Staff tab. Questions regarding leaves should be directed to the KCS Human Resources Department. Leave without pay is not encouraged. The employee’s presence on the job is important to the effective operation of the school or department and to the system. Most employees have personal days to attend to duties/personal needs that necessitate absence from the job. Should additional time without pay be necessary, prior authorization is required from the Superintendent of Schools or designee. Requests will be considered on an individual basis. A request on the appropriate form must be completed and submitted prior to the start of the leave. Unless prior approval has been granted, all leave without pay shall be considered unexcused. (Health Insurance can be stopped if the employee’s premium is more than thirty (30) days late and the employer has given the employee written notice fifteen (15) days in advance advising that coverage will cease if payment is not received).21

MATERNITY LEAVE Employee leave requests can be submitted by the employee via Skyward on the KCS website under the Staff tab. Questions regarding leaves should be directed to the KCS Human Resources Department. Leave due to maternity is provided pursuant to the requirements of the Tennessee Maternity Leave Act, set out in T.C.A. section 4-21-408, and the Family Medical Leave Act (FMLA). Leave due to maternity, including adoption, may be granted to qualified employees under the FMLA. The Board of Education’s Family Medical Leave Act Policy sets out how to apply for and receive FMLA leave. The maximum leave under FMLA is twelve weeks for qualified employees. You should consult the provisions of that policy for the requirements for leave under the FMLA due to maternity. The remainder of this section discusses maternity leave granted pursuant to Tennessee law. Maternity leave may be granted under the Tennessee Maternity Leave Act. Under the Act you may be entitled to maternity leave if you have been employed by the school system for at least twelve (12) consecutive months as a full-time employee and you provide three months advance notice, unless an exception set out in the statute applies. The leave is for a period not to exceed four (4) months for adoption, pregnancy, childbirth and nursing an infant. For an adoption, the four-month period begins when the employee receives custody of the child. This leave runs concurrent with any FMLA leave granted for maternity leave, and can provide four additional weeks of leave. Maternity leave is without pay, unless you have accrued sick, vacation, personal or compensatory leave. You may use any accumulated leave time during your leave period. If leave extends beyond your accumulated sick leave, the remainder of the leave is without pay unless you have accumulated personal leave, vacation leave, or compensatory time leave.

21 BOE Policy 5.304




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Upon verification by a written statement from an adoption agency or other entity handling an adoption, a teacher may also be allowed to use up to thirty (30) days of accumulated sick leave for adoption of a child. If both adoptive parents are teachers, only one (1) parent is entitled to leave under provision. These provisions also apply to classified employees. If during maternity leave you use the leave time to actively pursue other employment opportunities, or you work part time or full time for another employer during the period of leave, then the school system is not required to reinstate you at the end of the leave. Provided however, nothing contained herein shall diminish or restrict the rights of teachers to leave pursuant to T.C.A. title 49, chapter 5, part 7, or to return or to be reinstated after leave. For more information on the requirements, eligibility, and criteria for leave under FMLA or the Tennessee Maternity Leave Act contact the Human Resources Department.22

MILITARY LEAVE Employee leave requests can be submitted by the employee via Skyward on the KCS website under the Staff tab. Questions regarding leaves should be directed to the KCS Human Resources Department. An employee is entitled to time off at full pay for certain types of active or inactive duty in the National Guard or as a Reserve of the Armed Forces. Any full-time Federal civilian employee whose appointment is not limited to one (1) year is entitled to military leave. Military leave is prorated for part-time career employees and employees on an uncommon tour of duty.

MILITARY LEAVE WITH PAY For periods in the performance of active duty, active duty training, and inactive duty training, an employee will be given a leave of absence with pay, not to exceed fifteen (15) working days, unless for emergency duty, as so ordered by the President, Secretary of Defense, or State Governor, in which case the employee will be granted twenty-two (22) workdays per calendar year. For those employees serving in the Reserve and National Guard as a Technician in duties overseas, they will be granted forty-four (44) workdays of paid leave, under certain conditions, as defined by 5 U.S.C.

MILITARY LEAVE WITHOUT PAY For periods of military duty that extend beyond the fifteen (15) working days, or days allotted as paid by 5 U.S.C., those employees will be given a leave of absence without pay, granted for the periods of active duty or training activity with the National Guard or as a Reserve of the Armed Forces, or its service or reserve components, for authorized periods within the calendar year. During the period of leave without pay for military service, the employee retains all accumulated annual and sick leave, retirement status, and continues to earn time toward length of service and retirement up to the maximum allowed. Continuation on the State’s insurance plans, if elected, shall be granted subject to appropriate State insurance program provisions. Under USERRA (Uniformed Services Employment and Reemployment Rights Act), if an employee leaves his or her job to perform military service, the employee has the right to elect to continue the existing employer-based health plan coverage for the employee and/or dependents for up to twenty-four (24) months while serving in the military.

22 BOE Policy 5.3051 TCA 4-21-408 TCA 4-21-108 TCA 49-5-710




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Upon re-employment to the job, the employee may be reinstated in the employer’s health plan when they are re-employed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.23

PERSONAL LEAVE Employee leave requests can be submitted by the employee via Skyward on the KCS website under the Staff tab. Questions regarding leaves should be directed to the KCS Human Resources Department.

CLASSIFIED PERSONNEL Classified personnel are allotted two (2) days of personal leave with pay per school year. Personal leave may be taken subject to the prior approval of the immediate supervisor. Personal days may not be applied beyond the year in which they are earned. However, personal days remaining unused at the end of the year shall be credited as sick leave. Employees working less than their contractual year will earn a prorated portion of the two (2) days. If an employee terminates employment before the end of their contract year, having used more personal days than earned, a deduction will be made on the final paycheck.

CERTIFIED PERSONNEL Certified personnel are allotted three (3) days of personal leave with pay per school year, excluding administrators who are allotted two (2) days. Personal leave shall be used for personal reasons. Subject to the following conditions, it can be taken at the discretion of a teacher who shall not be required to give reasons for the use of any personal leave. The approval of the Superintendent of Schools or his/her designee shall be required under the following conditions:

More than ten percent (10%) of the teachers in any given school request its use on the same day.

Personal leave is requested during any prior established student examination period.

Personal leave is requested on the day immediately preceding or following a holiday or vacation period.

Personal leave is requested for days scheduled for professional development or in-service training, according to a school calendar adopted by the board of education prior to the beginning of the school year; or

Personal leave is requested for days scheduled for parent-teacher conferences, according to a school calendar adopted by the board of education prior to the beginning of the school year.

If the above conditions apply, building principal approval, as a designee of the Superintendent of Schools, is required for a teacher to take personal leave. Otherwise, the use of personal leave is at the discretion of the employee. Except in an emergency, a teacher shall give at least one (1) day notice of intent to take personal leave. Personal days may not accrue from year to year; however, up to two (2) of the unused personal days shall be converted to sick leave days at the end of the year. The third (3rd) day is a local option day and cannot be converted to sick leave.

23 Review: Family Medical Leave




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Employees working less than their contractual year will earn a prorated portion of the three (3) allotted days. Should one terminate employment during the contract having used more personal days than earned, a deduction will be made on the final paycheck.24

PROFESSIONAL LEAVE Employee leave requests can be submitted by the employee via Skyward on the KCS website under the Staff tab. Questions regarding leaves should be directed to the KCS Human Resources Department. Temporary leave may be granted for a limited period of time for professional activities. Such activities, involving absence from the regular assignment, may include participation in required or recommended professional growth activities, supervision of field trips for students of the system or participation in activities as a representative of the school or system. Travel procedures and travel request forms are located on the KCS website and should be completed and submitted a minimum of two weeks in advance.

REIMBURSEMENT PROCESS The Travel Expense Statement Reimbursement Request form is located on the same webpage as the Professional Travel Request Form. It is important to review the reimbursement procedures carefully prior to making plans for professional travel.25

RETURN TO WORK

In the event of an injury, illness, surgical/medical procedure, accident or any other situation, which may impact the employee’s ability to perform the essential functions of his/her position, a doctor’s release must be obtained by the employee and submitted to the KCS Human Resources Department prior to returning to work. The KCS Human Resources Department will work with the employee’s supervisor to review the release, and if any restrictions are listed, to determine fitness for duty in accordance with job description requirements and guidelines. In situations where a fitness for duty determination is required, the employee should not be permitted to work without advance approval. Each situation will be analyzed on a case-by-case basis.26

SICK LEAVE Employee leave requests can be submitted by the employee via Skyward on the KCS website under the Staff tab. Questions regarding leaves should be directed to the KCS Human Resources Department.

CERTIFIED Certified employees shall earn sick leave at the rate of one (1) day for each month worked. Such days will be credited to the employee's sick leave account at the beginning of each contractual year. The allotted days are available for use at any time during the contractual year with the understanding that the system would be reimbursed for any overpayment should the contract be broken for any reason.

CLASSIFIED Classified employees shall earn sick leave at the rate of one (1) day for each month worked in accordance with their scheduled workday (i.e. an employee who works an eight (8) hour day shall receive eight (8) hours of sick leave per month, etc.). Such days will be available for use after the last day of the month in which it is earned.

24 BOE Policy 5.303 25 BOE Policy 2.804 BOE Policy 5.303 26 TCA 49-5-710




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USE OF SICK LEAVE If sick leave involves more than four (4) consecutive days, requests are to be entered into Skyward by the employee. A doctor’s release must be provided BEFORE returning to work. However, the employee may be required to provide documentation of sick leave for less than four (4) days at the discretion of the supervisor. Sick leave may be used by eligible employees only for one of the following conditions:

Illness of the employee.

Illness of a member of the employee's immediate family.

Contagious or communicable disease of employee that might endanger the health of school children.

Death in the employee's immediate family.

Maternity leave, during period of physical disability only, as determined by a physician.

Adoption of a child. For purposes of administering this policy, an immediate family member is defined as a spouse, parent, grandparent, child, grandchild, brother, sister, mother-in-law, father-in-law, daughter-in-law, son-in-law, brother-in-law, or sister-in-law of the employee, or any person having been regularly living in the employee’s household. Upon verification by a written statement from an adoption agency or other entity handling an adoption, a teacher may also be allowed to use up to thirty (30) days of accumulated sick leave for adoption of a child. If both adoptive parents are teachers, only one (1) parent is entitled to apply sick leave.

All earned, unused sick leave may accumulate from year to year without limit and may be converted to service credit for retirement benefits, with the exception of classified employees hired after June 30, 2012. Employees hired after June 30, 2012 will accumulate sick leave from year to year, however, they do not participate in TCRS and therefore cannot convert sick time to service credit for retirement benefits.27

SICK LEAVE BANK – CERTIFIED EMPLOYEES Kingsport City Schools Teachers' Sick Leave Bank provides for the sharing of sick leave days among eligible participants who have suffered an unplanned personal illness, injury, disability or quarantine and whose personal sick leave is exhausted. All rules and regulations established by state law and the Board of Trustees shall govern the administration of the bank. Any teacher entitled to sick leave is eligible to participate in the sick leave bank. The enrollment period will extend from August 1 until October 31 of each year.28

SICK LEAVE BANK – CLASSIFIED EMPLOYEES Kingsport City Schools Classified Sick Leave Bank provides for the sharing of sick leave days among eligible participants who have suffered an unplanned personal illness, injury, disability or quarantine and whose personal sick leave is exhausted. All rules and regulations established by state law and the Board of Trustees shall govern the administration of the bank.

27 Review: Return to Work BOE Policy 5.302 28 Review: Teachers' Sick Leave Bank Rules and Regulations on the employee intranet site. TCA 49-5-801-810 TCA 49-5-710




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Any classified employee entitled to sick leave is eligible to participate in the sick leave bank. The enrollment period will extend from August 1 until October 31 of each year.29

SUBPOENA TO COURT

If an employee is subpoenaed to court due to a job related issue, the employee will be granted leave for this purpose and will receive regular pay. If the subpoena is for a non-job related issue, the employee must use personal leave, vacation (if applicable), or request leave without pay in advance.

VACATION AND HOLIDAYS

CLASSIFIED STAFF WORKING 12-MONTHS (260 DAYS) Classified staff members who are employed on a 12-month basis shall receive vacation in accordance with the following schedule. For the purpose of computing leave allowances, full credit shall be granted if the employee is hired on or before the 15th of the month:

During the first year of employment until the end of that fiscal year (June 30): one (1) day for each month worked, not to exceed ten (10) days.

1 to 6 full fiscal years worked: ten (10) days.

7 to 14 full fiscal years worked: fifteen (15) days.

15 to 29 full fiscal years worked: twenty (20) days.

30 or more full fiscal years worked: twenty-five (25) days (maximum). The first full fiscal year begins on the first workday of July. Days earned during the current fiscal year may not be taken until the following fiscal year (July 1 - June 30). 12-month employees receive nine (9) designated paid holidays per year. Classified administrators earn 18-23 vacation days as designated by the Superintendent of Schools.

CLASSIFIED STAFF WORKING LESS THAN 12-MONTHS (LESS THAN 260 DAYS) Classified employees who work less than 12-months receive vacation pay in lieu of time-off in accordance with the following schedule: Effective July 1, 2008 vacation will be earned at the rate of one (1) day per month worked (i.e. 9 months = 9 days, 10 months = 10 days, etc.) for all new hires. Adjustments for all eligible employees were made as of July 1, 2008. (Those who had less than 1 day per month were paid at the new rate. Those who had more than 1 day per month, based on the previous schedule, were frozen at the level they earned on the old schedule as of July 1, 2008.) Classified employees who work less than 12-months receive no paid holidays.

CERTIFIED EMPLOYEES Certified employees on a teacher contract earn paid vacation time, rather than time off, at the rate of one day per month worked for a maximum of twelve (12) days annually.

29 Review: Teachers' Sick Leave Bank Rules and Regulations on the employee intranet site. TCA 49-5-801-810 TCA 49-5-710




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Example: Ten (10)-month contracts are paid for ten (10) non-working days per contract year. 12-month Administrators earn 18-23 vacation days as designated by the Superintendent of Schools. Administrators working less than twelve (12) months earn nine (9) vacation days. Unused vacation days will be carried from one year to the next, not to exceed the current year's accrual. All administrators receive 9 designated paid holidays per year. All other Certified employees earn paid vacation time, rather than time off, at the rate of one day per month worked, for a maximum of 12 days annually.30

LIABILITY COVERAGE Employees and volunteers are named “insurers” under the City of Kingsport and Kingsport City Schools liability coverage. Kingsport City Schools employees are defended against allegations of negligence in performance of assigned duties as long as they are working within the scope of their employment. Coverage is excluded for actions that are not within the scope of the employee's job or rise to the level of “willful, wanton or gross negligence,” “gross misconduct” or relate to any incident occurring as a result of the employee being under the influence of drugs or alcohol. To assure that adequate liability protection is in place, it is important that the employee knows and follows school policies and procedures and performs his/her job in a reasonable and professional manner.

PHOTOS OF EMPLOYEES Unless an employee notifies an immediate supervisor that he/she does not want any personal images used, photographs and videos produced and broadcasts which will be used for educational or informational purposes by Kingsport City Schools or produced and broadcasted by news organizations and others who receive approval from the Kingsport City Schools will be used through implied consent. Photographs or video images will be used in whole or in part, individually or in conjunction with other photographs or video images, in publications, presentations, web sites, on social media outlets/channels, productions or in any other medium within the school system and/or the community-at-large, and will become the property of Kingsport City Schools.

RECORDS State law establishes the right of a citizen in Tennessee to inspect certain public documents which include personnel files of employees. This does not include medical records or other records required by law to remain confidential. Any active employee who wishes to review his or her file may make arrangements with the Chief Human Resources Officer during normal working hours. Copies of information contained in an employee's file may be provided at a reasonable cost. A request form is available through the Human Resources Department.

RESIGNATIONS Employees voluntarily leaving the employment of Kingsport City Schools should give reasonable notice, preferably in writing, as outlined within the contract.

CERTIFIED EMPLOYEES Resignations of Certified employees are governed by State law. A teacher shall give written notice at least thirty (30) days in advance of the effective date of resignation.31

30 BOE Policy 5.310

31 TCA 49-5-411




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CLASSIFIED EMPLOYEES Classified personnel shall give reasonable notice of resignation.

RETIREMENT

CERTIFIED EMPLOYEES Kingsport City Schools defines a retiree as an individual who immediately upon separation from employment from KCS retires pursuant to the Tennessee Consolidated Retirement System (TCRS) and receives a monthly benefit from TCRS. A retiree does not include a former employee who does not receive retirement benefits from TCRS at separation from employment with Kingsport City Schools even though such person may be vested in the TCRS benefits and may receive such benefits at a later time. The Tennessee Consolidated Retirement System (TCRS) is a defined benefit plan for eligible employees who become members. Members become vested in TCRS with five (5) years of creditable service. Employees may obtain more detailed information concerning retirement through the KCS Human Resources office (423) 378.2103 or the website at www.treasury.state.tn.us/tcrs. An online calculator may be found at this site which enables members to secure a projection of their retirement benefits. Employees who participate in the TCRS will receive an annual statement of contributions to the plan and should review the statement carefully. Any question regarding years of service or contributions should be made to the Human Resources office at (423) 378.2103. An application for retirement should be forwarded to TCRS 60 to 90 days prior to the last paid day of service. (The last paid day of service is either the last day of employment or the last day for which the employee was paid annual and/or sick leave.) Employees who retire from Kingsport City Schools are eligible to continue Health and Dental Insurance coverage under the current plan, provided they meet the eligibility guidelines. Eligible employees who wish to continue group health coverage or enroll in optional dental coverage should submit the Application to Continue Insurance at Retirement to their Human Resources Department. The enrollment application must be submitted within thirty (30) days of retirement or coverage expiration date. When a retiree’s coverage is discontinued due to Medicare entitlement, his/her dependents may continue coverage until the dependent no longer meets the eligibility requirements.

MEDICARE SUPPLEMENT When a retiree is no longer eligible for standard health coverage due to entitlement to Medicare, the retiree and/or legally married spouse and eligible dependents shall be given the opportunity to enroll in the Medicare supplement policy. The Medicare supplement policy is administered by POMCO and is designed to cover expenses not covered by Medicare part A and B. Employees who are eligible for Medicare at retirement may choose to enroll in the supplement within 60 days to avoid medical underwriting. For information about the plan or premiums you may contact (888) 477.9307 or visit the website www.TheTennesseePlan.com. For enrollment information contact Human Resources at (423) 378.2108.

CLASSIFIED EMPLOYEES

http://www.treasury.state.tn.us/tcrs

http://www.thetennesseeplan.com/




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Classified employees who are eligible and were hired prior to July 1, 2012 participate in the Tennessee Consolidated Retirement System (TCRS). Members become vested in TCRS with five (5) years of creditable service. Employees may obtain more detailed information concerning retirement through the KCS Human Resources Department or the website at www.treasury.state.tn.us/tcrs. Employees who participate in TCRS will receive an annual statement of contributions to the plan and should review the statement carefully. Any questions regarding years of service or contributions should be made to the Human Resources Department at (423) 378.2157.

Employees who retire from Kingsport City Schools are eligible to continue Health and Dental Insurance coverage under the current plan, provided they meet the eligibility guidelines. Eligible employees who wish to continue group health coverage or enroll in optional dental coverage should submit the Application to Continue Insurance at Retirement to the Human Resources Department. The enrollment application must be submitted within thirty (30) days of retirement or coverage expiration date.

Full time classified employees hired after July 1, 2012 will participate in the 401 (a) retirement plan. Each employee is required to contribute five percent (5%) of their gross annual earnings into this retirement account and Kingsport City Schools will also contribute five percent (5%) into the retirement account. In addition to the mandatory contribution employees may elect to contribute up to an additional five percent (5%) with KCS matching an additional three percent (3%). The pre-tax contributions are not subject to federal, most state or income taxes, and will decrease the taxable income. This 401 (a) retirement account is administered by IMCA-RC. Employees may elect to determine investment allocations or he/she may have his/her account professionally managed by ICMA-RC. For additional information regarding the investment options available contact ICMA-RC at (800) 669.7400. Enrollment information and enrollment forms must be completed and submitted to the Human Resources Department.

MEDICARE SUPPLEMENT When a retiree is no longer eligible for standard health coverage due to entitlement to Medicare, the retiree and/or legally married spouse and eligible dependents shall be given the opportunity to enroll in the Medicare supplement policy. The Medicare supplement policy is administered by POMCO and is designed to cover expenses not covered by Medicare part A and B. Employees who are eligible for Medicare at retirement may choose to enroll in the supplement within 60 days to avoid medical underwriting. For information about the plan or premiums you may contact (888) 477.9307 or visit the website www.TheTennesseePlan.com. For enrollment information contact Human Resources at (423) 378.2108.32

SAFETY All employees must report safety concerns to their immediate supervisor. Training for all school employees in safety procedures and OSHA requirements is conducted annually. Only persons with valid business on the school premises should be permitted on school grounds or in buildings of the school system. Employees should immediately report to their supervisor any person who appears to be trespassing.

32 BOE Policy 5.205

http://www.treasury.state.tn.us/tcrs

http://www.thetennesseeplan.com/




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TENURE A teacher acquires tenure in the KCS system only after meeting the statutory eligibility requirements, the Superintendent of Schools submits a recommendation for tenure to the Board of Education, and tenure is approved by a majority vote of the Board of Education. A teacher may be considered for tenure after the teacher is a probationary teacher in the KCS system for the required months and meets other certain performance criteria, as set out below. Tenure is not a right and cannot be automatically granted or otherwise obtained. If the teacher does not meet the statutory eligibility requirements for tenure, any granting of tenure is of no effect and is null and void. A teacher is eligible for and may be considered for tenure only after attaining both of the following statutory requirements:

(1) Serve five (5) school years or not less than forty-five (45) months within a seven-year period as a probationary teacher in the KCS system; and

(2) Receive evaluations demonstrating an overall performance effectiveness level of “above expectations” or “significantly above expectations” provided by the evaluation guidelines adopted by the state board of education pursuant to Tenn. Code Anno. 49-1-302, during the last two (2) years of the teacher’s probationary period.

Once a teacher is eligible for tenure, the Superintendent of Schools shall either recommend tenure or non-renew the contract. It is within the sole discretion of the Superintendent of Schools whether to recommend tenure or non-renew the contract. These are the only choices the Superintendent of Schools has once a teacher is eligible for tenure. If the Superintendent of Schools recommends tenure and the teacher is not granted tenure when eligible, the teacher cannot continue in the employment of the KCS system. Some teachers may not attain eligibility for tenure after the required time of service. At the discretion of the Superintendent of Schools such teacher may continue teaching on a year-to-year contract as a probationary teacher until the teacher is eligible for tenure. There is no time limit on the year-to-year renewal. It is possible a teacher may never be eligible for tenure. But once the teacher is eligible for tenure, tenure must be granted or the teacher’s employment cannot continue. A teacher acquiring tenure after June 30, 2011 can lose tenure. After acquiring tenure, a teacher receiving two (2) consecutive years of evaluations demonstrating an overall performance effectiveness level of “below expectations” or “significantly below expectations”, as provided by the evaluation guidelines adopted by the state board of education pursuant to Tenn. Code Anno. 49-1-302 shall be returned to probationary status by the Superintendent of Schools. When a teacher is returned to probationary status after attaining tenure, the teacher can regain eligibility for tenure by receiving two (2) consecutive years of evaluations demonstrating an overall performance effectiveness level of “above expectations” or “significantly above expectations”. At the time the teacher is again eligible for tenure, the Superintendent of Schools shall either recommend tenure or non-renew the contract. If the Board of Education does not concur in the recommendation of the Superintendent of Schools and grant tenure, the teacher cannot continue in employment with the KCS system. Effective, July 1, 2011, a teacher acquiring tenure status with the KCS system who thereafter resigns from the KCS system shall serve a two-year probationary period upon reemployment by the KCS system, unless a waiver of the probationary period is requested by the Superintendent of Schools and approved by the Board of Education. After completing the two-year probationary period, the teacher shall be eligible for tenure and the Superintendent of School shall either recommend tenure or non-renew the contract. The teacher cannot continue employment with the KCS system if tenure is not granted by the Board of Education. When tenure is granted under the circumstances in the paragraph, the teacher can lose tenure as provided hereinabove.33

33 BOE Policy 5.117 TCA 49-5-710 TCA 49-5-504(c) (2012) TCA 49-5-504(a) (1) and (2) (2012) TCA 49-5-504(b) (2012) TCA 49-5-504(e) (2012)




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TRAINING All school district employees will complete required training, per state mandates and in meeting other KCS requirements. Required training may be included as part of in-service training, new hire orientation, or as an annual update. All employees must complete the following training modules prior to assuming their duties as well as prior to the beginning of each school year:

Bloodborne Pathogens including HIV/AIDS Exposure

Employee Law

Hazardous Materials Communications

Asthma Awareness

Employee Safety

KCS Code of Ethics and Teacher Code of Ethics

Supporting Homeless Children

Reporting Child Abuse

Family Education Rights and Privacy Act (FERPA)

Suicide Prevention (Certified employees only)

Sudden Cardiac Arrest/Hand Only CPR

Training sessions are made available through the KCS Intranet e-Learning system. Any questions about the technical/systems aspects may be directed to the Technology Department. Content questions regarding training may be directed to the Human Resources Department.

WORKERS' COMPENSATION

PURPOSE Kingsport City Schools has a workers’ compensation program that complies with the requirements of the State of Tennessee Workers’ Compensation program. If an employee complies with the requirements of the program and injury or illness arises out of the course and scope of employment, the employee may receive benefits which may include lost time, medical expenses and payment for permanent disability or loss of life. The employee should notify his/her supervisor as soon as possible after the injury occurs. The goal is to provide the best possible medical care in a cost effective manner to promote well-being and fiscal responsibility.

REPORTING Employees must report any work related injury or illness as soon as possible to his/her supervisor and/or designee so that the necessary paperwork may be completed. The supervisor and/or designee may assist the employee in completing the necessary forms and must report this information to the Chief Human Resources Officer as well as the City Risk Management Department. Notification of the injury must be made by the supervisor or designee to Human Resources and Risk Management within 24-hours. The three forms available online that must be completed are:

TN First Report of Work Injury Form (C-20)

Supervisor's Accident Report Form TCA 49-1-302




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Panel Selection Form Once these forms are completed, the original forms should be faxed or mailed (through interoffice mail) to:

City of Kingsport Risk Management Department Phone: (423) 229.9403 Fax: (423) 224.2474

Copies should also be sent to the KCS Human Resources Department:

Human Resources Department Phone: (423) 378.2108 Fax: (423) 378.2114

The Human Resources Department will ensure that the process is followed, including payroll issuance, etc.

INJURY OR ILLNESS TREATMENT When an injury or illness occurs that arises in the scope of or in the course of an employee’s assigned work duties, the severity of the issue may require immediate medical attention or a visit to one of the panel of physicians for analysis or care. If the injury or illness is minor to the level of first aid treatment at the facility level, the employee should still complete the necessary forms and notate no medical attention was necessary. This will be filed, but may be listed as a non-recordable incident, meeting all necessary guidelines. If the injury or illness requires non-emergency medical attention, the employee should seek treatment from the Panel of Physician listing. Risk Management should be contacted so that they may provide clearance by supplying the physician’s office with claim numbers and authorized approval. Emergency room treatment should be utilized only when an actual emergency exists, or when injuries occur in which the night clinic hours of operation are closed. An assigned physician from the panel may provide follow-up care, if necessary.

PAYMENTS Risk Management makes the determination for payment of bills for physicians and services rendered. Questions regarding bills and physician invoices should be referred to Risk Management. Risk Management serves as the case manager throughout the claim in working with the employee to facilitate delivery of services with the medical provider(s) and pharmacy(ies), as appropriate. The goal is to provide quality care, as well as facilitating the employee’s return to work as quickly as possible. If an employee has a workers’ compensation claim approved by Risk Management, and the workers’ compensation paneled physician has placed restrictions that would result in an employee not being able to complete their normal job functions, the Human Resources Department will evaluate each circumstance to determine if there are transitional or alternative duties to which the employee could be assigned. Any job, duty, or task assignment decision will be made with the Risk Management department and will include evaluation of restrictions placed on the employee by the attending physician and the specific jobs/tasks/duties available. There is no guarantee an alternative work assignment can be made, and assignments are temporary. Should an employee’s work related restrictions become permanent, the Chief Human Resources Officer will discuss the permanent restrictions and the necessary job functions/requirements with the affected employee to determine whether or not the employee is able to return to their regular job duties.34

34 Review: Return to Work




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EMPLOYEE CONDUCT

CONDUCT (PERSONAL AND PROFESSIONAL) An employee's conduct must be representative of an exemplary role model. The primary function of the school system is the education of children and youth. Each employee is expected to represent the school, school system and the community in a positive manner. Employee conduct, while on or off duty, that is damaging to the reputation of Kingsport City Schools, may result in disciplinary action up to and including termination.

ALCOHOL AND DRUG FREE Kingsport City Schools will comply with the Drug-Free Act of 1988 and the related provisions in the Code of Federal Regulations (34 CFR Part 85). KCS employees while on duty, whether on or off school premises, shall not use or misuse prescribed drugs or be under the influence of alcohol or illegal drugs. KCS employees are subject to reasonable suspicion drug and alcohol testing. An employee who tests positive in a reasonable suspicion test will be in violation of BOE policy. Violation of this policy will constitute grounds for termination. Detailed procedures are available and may be requested from the Human Resources Department. All employees subject to commercial driver’s license requirements must be tested for alcohol and certain controlled substances at the time of employment and on a random basis. This program is administered by the City of Kingsport.35

CRIMINAL ACTIVITY

SELF – REPORTING DUTY All employees have a duty to self-report any arrest, indictment, prosecution, conviction, incarceration, or when he/she is subject to investigation of a criminal act and such report must be made prior to the employee’s next scheduled shift. Failure to self-report is grounds for termination or other corrective action as appropriate. Vacation, compensatory time, sick leave, or any other paid leave cannot be used during any period of incarceration. The self-reporting requirement does not include Class C misdemeanors, as defined by Tennessee law, unless committed while in a city vehicle, on school property, or by non-exempt employees.

35 BOE Policy 1.804

SECTION

2




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CONVICTION

Except for Class C misdemeanors, an employee’s employment may be immediately terminated when: (1) such employee is convicted of a crime violating the duty owed to the school system not to commit a crime within the course and scope of employment or on work premises; or (2) such employee is convicted of a crime which lessens the public’s trust and confidence in the school system or its employees. Any employee convicted of a crime committed outside the course and scope of employment and off work premises, and sentenced to a term of imprisonment for any period which causes the employee to miss regularly scheduled work, may be terminated for neglect of duty (absence without leave). Vacation, compensatory time, sick leave, or any other paid leave benefits will not be used during such term of imprisonment.

SUPERINTENDENT’S DISCRETION The Superintendent of Schools retains discretion to exercise his/her legal right to independently investigate actual or alleged employee wrongdoing and to take corrective action, up to and including termination, against an employee based upon such investigation regardless of the status of any criminal investigation, charge, or any court results. Any employee who is arrested and/or charged with criminal activity is required to notify the Superintendent of Schools within five (5) days of the arrest or charge.

CRIMINAL INVESTIGATIONS Whenever it comes to the attention of Kingsport City Schools that an employee is the subject of a criminal investigation, the employee may, prior to formal criminal charges being filed, be suspended without pay pending the outcome of the investigation where:

The employee is suspected of having committed a crime which violates a duty owed to the school system (every employee has a duty not to commit a crime within the course and scope of his or her employment or on work premises).

The employee is suspected of a crime or other offense which upon conviction would lessen the public's trust and confidence in Kingsport City Schools and its employees.

Vacation, compensatory time or sick leave shall not be used during such period of suspension.

CRIMINAL PROSECUTION Whenever it comes to the attention of Kingsport City Schools that an employee is the subject of a criminal prosecution, the employee will be suspended without pay pending the outcome of such prosecution where:

The employee is charged with having committed a crime which violates a duty owed to the school system (every employee has a duty not to commit a crime within the course and scope of his or her employment or on work premises).

The employee is charged with a crime or other offense which upon conviction would lessen the public's trust and confidence in Kingsport City Schools and its employees.

Vacation, compensation time, or sick leave benefits shall not be used during such period of prosecution.

CONVICTION OF CRIME Conviction of any crime, except minor traffic violations, whether a misdemeanor or felony, may result in termination, where:




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The employee is convicted of a crime violating the duty owed to Kingsport City Schools not to commit a crime within the course and scope of employment or on work premises; or

The employee is convicted of a crime or other offense which, upon conviction, lessens the public's trust and confidence in Kingsport City Schools and its employees shall result in automatic termination.

Any employee convicted of a crime committed outside the course and scope of employment and off work premises and sentenced to a term of imprisonment for any extended period will be terminated for absence without leave. However, in the event the execution of such sentence is suspended, the foregoing shall have no application. Vacation, compensatory time or sick leave benefits shall not be used during a term of imprisonment.

FINDING OF NOT GUILTY Should an employee be found not guilty at trial or have a conviction overturned on appeal, the employee will be reinstated with back pay and other benefits to which he or she may be entitled. Results from court on criminal charges do not preclude Kingsport City Schools right to terminate employment due to violation of the school system's personnel policies and procedures.

ETHICS Every employee of Kingsport City Schools shall afford the System his or her professional loyalty and arrange outside obligations, financial interests and activities so as not to conflict or interfere with this commitment. The System shall not unduly interfere with legitimate outside activities of individuals who fulfill their duties. Concerns about ethics and/or conflict of interest occur when employees may have the opportunity to (a) use institutional privileges for personal gain or (b) influence business decisions of the System in ways that could lead to personal gain or give improper advantage to the employee's family or associate(s). The Code of Ethics applicable to employees of Kingsport City Schools is communicated on the employee intranet site; all employees should review the Code of Ethics and have training as needed through the Human Resources Department. In cases of uncertainty, an employee and/or supervisor may request a ruling from the Superintendent of Schools.36

COMMUNICATION TECHNOLOGY All Kingsport City Schools employees should be aware that business communications may be discoverable in litigation. Discoverable communications include, but are not limited to emails, voicemails, and text messages.

COMPUTER NETWORK ACCEPTABLE USE The information technology system (email, internet and computer hardware) is meant to be used for business/professional purposes of Kingsport City School employees and as a learning resource for students. Limited personal use is allowed (a) in compliance with Board of Education policy and procedures and (b) in a reasonable amount that does not interfere with work performance or the school system’s needs. All email accounts and all information and messages that are created, sent and received on the KCS system are the sole property of the Kingsport City Schools and are not the property of the employee or other personnel. ALL emails, sent or received, are archived as required by law. Employees are responsible for all messages sent, posted, accessed or stored in their email account, including the content of any communication. Employees are also responsible for the reporting of any inappropriate content received in their email account.

36 BOE Policy 5.611




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Kingsport City Schools reserves the right to monitor, access, read, copy, disclose or use email without prior notice to the originators and/or recipients of such email. Email may be monitored and/or read by authorized personnel of Kingsport City Schools as determined by the Superintendent or designee. Employees are discouraged from activities that expose school system's email addresses to spam or otherwise put an unnecessary burden on the network’s resources. Below is a non-exclusive list of prohibited acts associated with the use of email accounts:

Using any words, images or references that could be viewed as libelous, harassing, illegal, derogatory, discriminatory or otherwise offensive.

Creating or transmitting email or images that might be considered inappropriate in the workplace, including but not limited to items that are lewd, obscene, sexually explicit or pornographic.

Using school system email to conduct personal business transactions.

Sending/receiving personal mass emails, other than for school business.

Sending/receiving internet greeting cards (e-cards), chain letters and large file attachments not related to school business.

Termination of employment with Kingsport City Schools for any reason, including retirement will result in the immediate disabling of the email account. The former employee's email shall remain the property of Kingsport City Schools and shall be managed as needed.37

PERSONAL COMMUNICATION DEVICES It is the responsibility of all employees to assure that the use of any personal communication device does not interfere with fulfilling their job responsibilities. Employees are expected to follow all laws and reasonable safety precautions while using cell phones during the operation of system-owned or personal vehicles when on school related business.

RADIO COMMUNICATIONS Employees who are issued a mobile or portable radio must operate it according to FCC requirements. Radios may be used only for permissible purposes:

Communication related directly to the imminent safety of life or property.

Communications directly related and necessary to school system activities. All transmissions shall be restricted to the minimum feasible transmission time and may only be made by persons with authority to use and operate such equipment.

SOCIAL MEDIA ACCEPTABLE USE Social media platforms (Facebook, Twitter, Instagram, etc.) are great channels to share knowledge, express creativity, and connect with others who share the same interests and ideas. However, it is meant to be used for business/professional purposes of Kingsport City School employees and as a learning resource for students. Limited personal use is allowed (a) in compliance with Board of Education policy and procedures and (b) in a reasonable amount that does not interfere with work performance or the school system’s needs.

37 BOE Policy 1.805




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Kingsport City Schools recommends Twitter as the social media platform used as a communication tool for schools, departments, classrooms, and faculty and staff (professional purposes). It recommended that employees refrain from Facebook and create a Twitter account to represent the district. It is also recommended that employees refrain from “friending” students on your personal social media platforms. Posting photos/videos of students on personal social media accounts is not recommended. If you post photos/videos of students on professional social media accounts, use only the student’s first name unless the student is a student-athlete or permission has been given by the parent/guardian. Parents/guardians must have returned the opt-out consent form if they do not want their child(ren) photographed or recorded for district/school related purposes. Consult your front office for clarification if you are uncertain about a student.

CONFIDENTIALITY Employees with access to confidential student or employee information and records are expected to protect the confidentiality of such information and disclose information only to appropriate individuals within the system on a need-to-know basis. Release of information outside the system may be subject to Federal and State laws, rules and regulations. Only employees authorized to release information may do so.

COPYRIGHT Copyright is a form of protection provided by the laws of the United States to the authors of "original works of authorship" including literary, dramatic, musical, artistic and certain other intellectual works. Copyright applies to audiovisual and electronic information as well as printed material. Employees are expected to abide by copyright regulations. Teachers should follow "fair use" guidelines for the use of copyrighted material in the classroom. For additional information please go to: www.copyright.gov/laws.38

DRESS CODE Kingsport City Schools employees are role models for students and are expected to dress professionally during the instructional hours. This dress code is required for all employees and substitutes. The guidelines are outlined for specific items of clothing in addition to piercings and other general requirement. Anything deemed disruptive or distracting to the learning environment will not be permitted. There are exceptions for some parts of the dress code for those who have specialized jobs and wear uniforms (i.e., nurses, custodians, maintenance staff, etc.). Because of the nature of the job, School Nutrition Service (SNS) workers have their own dress code but are required to follow this employee dress code regarding areas that are not covered in the SNS HACCP Based Food Safety Plan under Employee Health and Personal Hygiene. Employees who have a question about the appropriateness of their clothing should consult a building administrator or supervisor.

SHIRTS (INCLUDES BLOUSES AND TOPS)

Shirts must have a neckline that does not expose any portion of the breast.

Sleeveless shirts must extend to the point of the shoulder and have an arm opening no larger than the approximate size of the arm. No undergarments should be visible through the armhole.

38 Federal law Title 17 U.S. Code

http://www.copyright.gov/laws




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Shirts worn outside the waistband must be of sufficient length that no flesh is exposed when one fully extends one arm above the head.

Shirts/tops worn with leggings, tights or stretch pants must cover the employee appropriately (covering all private areas).

SWEATERS Sweaters are permitted as long as they meet the dress code for shirts or are worn over a shirt that does.

PANTS Pants must be worn at the waist and be size appropriate.

No jeans (including colored jeans), overalls, scrubs, or sweat-suits/wind-suits are permitted. (Exception: field day, field trips, program requirements/restrictions such as for Wellness/P.E. teachers, lifeskills teachers).

SHORTS/CAPRIS No shorts are permitted. (Exception: field day, field trips, program requirements/restrictions such as for

Wellness/P.E. teachers and bus drivers). When shorts are worn, they must reach the "mid-point" of the thigh or below.

Capris are permitted provided they extend below the knee.

Uniform shorts for maintenance and custodial staff may be worn as appropriate.

SKIRTS, SKORTS, DRESSES AND JUMPERS All skirts, dresses and jumpers must be no more than four inches (4”) above the top of the knee.

The top of the dress must meet the shirt requirement of the dress code or have beneath it a shirt that does.

SHOES Basic Flip flops are not permitted

Schools may prohibit shoes that pose a safety risk.

FACIAL PIERCINGS No visible facial piercings are permitted. Earrings and discreet nose studs are permitted as long as they

are not disruptive to the learning environment. Tongue piercings are not permitted. Accommodations for religious exemptions will be considered on a case by case basis.

OTHER GENERAL REQUIREMENTS All clothing should be clean and in good repair.

No see-through clothing or cutouts are permitted.

No head coverings are permitted. This includes hats, scarves, sweatbands, stockings, etc. Accommodations for religious exemptions or safety/health concerns will be considered on a case by case basis.

No industrial or pet chains or collars around neck, wrists, or waist, or chains attached to wallets are permitted.

Clothing that displays the names or advertisements of drug, alcohol or tobacco products; profane, vulgar, violent, illegal, immoral, or hate messages; or sexual innuendo is prohibited.

Accessories must not disrupt the educational process or draw undue attention to the individual. They must be free of offensive or suggestive words or graphics, and contain no references to drugs, alcohol, tobacco, illegal/immoral substances or activities.

No observable lack of undergarments is permitted.




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Shoes must be worn at all times.

No unnatural hair coloring is permitted. (i.e., pink, orange, purple, etc.) Hairstyle must not draw undue attention to the individual.

Dress-down days must be related to a special school program/activity and be approved by the Superintendent of Schools or designee.

ELECTED OFFICE No employee of the Kingsport City Schools shall be allowed to run for the Kingsport Board of Mayor and Alderman or the Kingsport Board of Education.39

HARASSMENT OF EMPLOYEES It is the policy of Kingsport City Schools to provide a work environment free from all forms of harassment, whether based on sex, race, color, religion, national origin, age, sexual orientation or disability. This policy applies to the action of supervisors, co-workers and any other individual who comes into contact with an employee while an employee is performing his or her job duties. Harassment based upon an employee's sex, race, color, religion, national origin, age, sexual orientation or disability is illegal under federal and state equal employment laws because it subjects employees to unfair treatment and is not related to an employee's work performance or qualification. In determining whether alleged conduct constitutes harassment, all of the circumstances, including the nature of the conduct and the context in which the alleged conduct occurred, will be investigated. The Superintendent of Schools or designee will be responsible for investigating all complaints of harassment. If satisfactory resolution of a complaint is not reached, the employee may refer the matter to the Board of Education. Victims of harassment should report these conditions to the appropriate school administrator, supervisor or directly to the Human Resources office. Any supervisor who receives a complaint of harassment and fails to report it to the Superintendent of Schools or Assistant Superintendent may also be subject to disciplinary action. Formal claims of harassment should be filed using the Kingsport City Schools Grievance Filing Form available on the employee intranet.40

STUDENT – STAFF RELATIONSHIPS Employees shall use good judgment in relationships with students beyond work responsibilities and/or outside the school setting and they shall avoid excessive informal and social involvement with individual students.

TOBACCO – FREE SCHOOLS The use of tobacco products in the school environment is not conducive to good health. As an educational organization, the school system should provide effective educational programs, positive expectations and a positive example to students concerning the use of tobacco. Staff members are not permitted to use tobacco and/or tobacco products, including but not limited to smokeless tobacco and/or vapor producing electronic cigarettes, in the buildings of the system, within fifty (50) feet of building entrances, or on school buses, either during or after school hours. The use of tobacco products by KCS employees while supervising students is prohibited.41

39 BOE Policy 5.6011

40 BOE Policy 5.500 41 BOE POLICY 1.803




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FRAGRANCE – FREE SCHOOLS

Due to sensitivities and allergies among staff and students, the use of scented perfumes, lotions, etc. is discouraged in KCS buildings.

USE OF SCHOOL FACILITIES The Board of Education permits the use of school buildings and/or property for school, public, community or recreational purposes under established rules and regulations. Employees should contact the Director of Student Services at (423) 378.2138 for information regarding the use of school facilities.42

VISITORS TO THE SCHOOLS All volunteers/visitors must present photo identification to be scanned into the school’s security management system before being cleared to enter the school building. Visitors without photo identification and those not passing the security screening will not be permitted to enter the school. Students from other schools are not permitted without administrative approval. All visitors should report to the school office when entering the school. Authorization to visit elsewhere in the building or on the school campus will be determined by the principal/designee. All persons, other than enrolled students and employees of the school system, shall obtain and prominently display a visitor's pass issued by the principal/designee. In order to maintain the conditions and atmosphere suitable for learning, no other person shall enter onto the grounds or into the school buildings during the hours of student instruction except students assigned to that school, the staff of the school, parents of students, approved school volunteers, and other persons with lawful and valid business on the school premises. The principal or designee has the authority to exclude from the school premises any persons disrupting the educational programs in the classroom or in the school, disturbing teachers or students on the premises, and/or the premises for the purpose of committing an illegal act. Students from other schools are not permitted without administrative approval. Sales representatives are not permitted to call on the staff members of a school collectively or individually without authorization from the school administration or the Superintendent of Schools.43

WEAPONS – SCHOOL RELATED ACTIVITIES Except as otherwise provided in TCA 39-17-1309(c)(2012) all persons are prohibited from the following conduct in any public or private school building or bus, or any public school campus, grounds, recreation area, athletic field or any other property owned, used or operated by the board of education:

Known possession or use of objects commonly used or designed to inflict bodily harm and/or to intimidate other persons.

Use of any object as a weapon to inflict or threaten bodily harm and/or to intimidate, coerce, or harass. This includes objects not necessarily designed to be a weapon.

Possession of or carrying, whether openly or concealed, any firearm, not used solely for instructional or school sanctioned ceremonial purposes.

Exception: A nonstudent adult may possess a firearm, if the firearm is contained within a private vehicle operated by the adult and is not handled by the adult, or by any other person acting with the expressed or implied consent of the adult while the vehicle is on school property.

42 BOE POLICY 3.206 43 BOE Policy 1.501




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Pursuant to TCA 39-17-1312 it is an offense if any adult knows a minor or student is in illegal possession of a firearm in or upon the premises of a public school, or in or on the school’s athletic stadium or other facility or building where school sponsored athletic events are conducted, or public park, playground or civic center, and the person, parent or guardian fails to prevent the possession or fails to report it to the appropriate school or law enforcement officials. A violation is a Class A misdemeanor.44

44 TCA 39-17-1312 TCA 39-17-309(c) (2012)




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PAYROLL AND WORK SCHEDULES

CAREER LADDER EDUCATORS The Tennessee General Assembly passed legislation in 1997 which freezes the Career Ladder program. The following provisions now apply:

All educators holding a career ladder certificate shall continue to hold such certification for the duration of their service in a local education agency. Certificates which expire in 1998 or thereafter will never have to be renewed. Eligibility for career ladder supplements is based on the validity of the teaching license. Educators must keep their licenses updated in order to continue receiving career ladder supplements. The career ladder status will be reflected on teaching licenses as they are renewed.

Educators on levels I, II or III shall remain at their respective levels.

There will be no more state evaluations of teachers or administrators. No provision of the act shall affect extended contracts involving educators who are or remain certified as career level educators.

COMPENSATION

PAY DAYS Paydays are bi-weekly on Fridays, for the period falling within the previous two weeks, with the pay cycle beginning on Sunday and ending on Saturday. All hourly or non-exempt Classified employees must submit a time sheet reflecting the accurate time worked, to their supervisor and/or department head by the end of the pay period for this time to be accurately reflected and paid by the next pay day. Certified and Classified exempt employees complete an attendance record for the pay period. Pay checks may be direct deposited into the financial institution designated by the employee.

DEFERRED COMPENSATION Eligible employees, who work less than a twelve (12)-month contracted year, may elect to defer compensation over the twelve (12)-month period. Forms are available on the KCS Intranet and in the Finance Department. Once the decision to defer compensation has been made by the employee, this determines the compensation schedule for the remainder of the school year. Questions about deferred compensation may be directed to the KCS Chief Finance Officer at (423) 378.2122.

SECTION

3




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DIFFERENTIATED PAY

In accordance with state law, the Board of Education reviews the differentiated pay plan annually and considers revisions based on the staffing needs of the school system. Certified employees should contact the Chief Human Resources Officer regarding the current year’s differentiated pay plan.45

PAY ADVANCES Pay advances are not permitted.

AN ERROR ON PAYCHECKS Kingsport City Schools makes every effort to ensure the accuracy of paychecks. An error in pay should be brought to the attention of the KCS Finance Department in a timely fashion as it may result in a determination of misappropriated Kingsport City Schools funds. Likewise, an error that would result in Kingsport City Schools owing the employee additional compensation should also be brought to the attention of the Finance Department within a reasonable timeframe. Failure to do so may be construed as a waiver of the claimed inaccuracy.46

CONTRACTS Teachers are contracted with the Superintendent of Schools in accordance with State law, as determined by system needs. Administrators are contracted annually with the Superintendent of Schools, based on the administrative needs of the school system. Those working in positions which do not require a teaching license and/or are considered classified employees do not have a contract of employment or an expectation of employment, but are hired on an at-will basis by the Superintendent of Schools.47

CREDIT UNION SERVICES All Kingsport City Schools employees are eligible to join the Horizon Credit Union located on 408 Clay Street, Kingsport, TN. The credit union offers the customary services of: savings accounts, certificates of deposit, credit cards, various types of loans, and checking accounts. Employees may contact the main branch at (423) 229.9463.

GARNISHMENTS The Human Resources Department will inform an employee when at any time the employee's earnings have been subjected to a lien of garnishment. The employee may have the right to apply to the court for an order suspending further garnishments by the same creditor upon terms as the court may approve. The court clerk will provide the employee the necessary forms to make such application or the employee may wish to seek counsel of an attorney.

LENGTH OF WORK DAY Arrival and departure times are set by the employee's immediate supervisor, policy and administrative regulation. Any deviation from the established work schedule must be approved by the immediate supervisor and within budgeted funds. Overtime must be approved in advance by the Superintendent of Schools or designee. Non-exempt employees should not work beyond designated work hours in any capacity (including electronic communication) without overtime approval by immediate supervisor.

LENGTH OF WORK YEAR

45 BOE policy.5.1101 46 BOE Policy 5.110 47 BOE Policy 5.110




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The length of the work year varies depending upon the position and shall be stated in the Certified Employee's contract or at the time of hire for Classified employees.

MEALS & REST BREAKS All classified employees scheduled to work six (6) hours or more per day, are required to take at least thirty (30) consecutive minutes of time away from the work area for an unpaid rest break or meal period. and not engage in work activity, for an unpaid rest break or meal period. This break shall not be scheduled during or before the first hour of scheduled work and during which the employee shall not engage in work related activity. Rest breaks are not required by law.

OVERTIME Non-exempt workers are required to complete either time sheets or use a time clock. Time sheets or cards must be approved by the supervisor. Employers are required to pay one and one-half times the employee's regular rate of pay to all covered non-exempt employees for all hours worked over forty (40) in the workweek. The workweek in calculating overtime is Sunday to Saturday.

HOLIDAY PAY Although not required by law, for purposes of overtime calculation, Kingsport City Schools considers holidays as time-worked.

EMERGENCY CALL-BACK PAY When a non-exempt employee has left the premises after completing a regular shift and is called back without prior notice due to an emergency, the employee shall be compensated at the time and one-half rate for a minimum of two (2) hours for each call-back, regardless of the number of hours actually worked in the current work week. With the exception of employees in School Nutrition Services Department and Transportation Department, Kingsport City School employees may receive, in lieu of overtime compensation, compensatory time-off at a rate of one and one-half hour for each hour of work for which overtime compensation is required (as per prior agreement between employer and employee). Any work over forty (40) hours per week must be requested by the immediate supervisor, approved by the Superintendent of Schools, or designee, and recorded appropriately on payroll records. Kingsport City Schools employees will be allowed to accrue no more than forty (40) hours of overtime to be taken as compensatory time-off equivalent to sixty (60) hours. Employees may use accumulated compensatory time-off upon written request and approval by their supervisor as long as such time does not unduly disrupt the operation of the system. Any overtime earned as a result of facility rentals will be compensated in overtime pay rather than compensatory time-off. Non-exempt employees will be given an agreement to be signed annually to indicate how they choose to be compensated for overtime. School Nutrition Services employees and Transportation employees will be compensated for any overtime through overtime pay. Any work over forty (40) hours per week must be requested by the immediate supervisor, approved by the Superintendent of Schools, or designee, and recorded appropriately on payroll records. An acknowledgement statement will be provided annually indicating that School Nutrition Services and Transportation employees will be compensated with overtime pay if required to work more than forty (40) hours per week.

SOCIAL SECURITY The Social Security year is from January 1 through December 31. The amount of Social Security deductions is established by Federal law. Both the employee and the school system pay into this fund.




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Employees who wish to verify contributions or need additional information may contact the Social Security Administration at www.ssa.gov. For information on possible benefits, request the "Personal Earnings and Benefit Estimate Statement" (Form 7004).

TAX – SHELTERED ANNUITIES Kingsport City Schools eligible employees may elect to participate in the optional 403(b) tax sheltered retirement savings plan. Eligible employees can contribute pre-tax dollars to their plan, which will be allowed to grow tax free until funds are withdrawn. This 403(b) plan is administered by the OMNI Group and a list of Participating Investment Providers. All eligible employees will be required to complete the Salary Reduction Agreement form during orientation. For those employees who would like additional information about the 403(b) plan, you may access plan information and the Service Provider list at: www.omni403b.com. Those who are interested in enrolling in the plan must contact the Human Resources Department at (423) 378.2108.

457 DEFERRED COMPENSATION PLAN Kingsport City Schools eligible employees may elect to participate in the optional 457 Deferred Compensation Plan. This plan permits you to invest in your retirement and defer federal, state and income taxes until fund withdrawal. The plan is portable and if you retire early or leave service there is no penalty for withdrawals. The 457 plan is administered by ICMA-RC. For additional information on the plan or questions regarding investment or rollover options, call (800) 669.7400 or go online to www.jcmarc.org. If you would like to enroll in the 457 plan contact the Human Resources Department at (423) 378.2108.

http://www.ssa.gov/

http://www.omni403b.com/

http://www.jcmarc.org/

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