2018 - 2019 OCS_Employee Handbook

2018 - 2019 FIRST CHOICE FOR FAMILIES EMPLOYEE 200 East King Street, Hillsborough,HANDBOOKNC 27278 www.orangecountyfirst.com 200 East King St., Hillsborough, NC 27278 www.orangecountyfirst.com

Orange County Schools Employee Handbook Table of Contents1.0 HUMAN RESOURCES STAFF AND RESPONSIBILITIES................................ 42.0 ORANGE COUNTY BOARD OF EDUCATION ................................................... 53.0 INTRODUCTION....................................................................................................... 63.1 Welcome to OCS: Superintendent’s Message .............................................................. 63.2 OCS Employee Handbook Disclaimer ......................................................................... 73.3 OCS Vision, Mission, and Beliefs ................................................................................ 73.4 Equal Employment Opportunity ................................................................................... 83.5 Responsibility for Compliance: All Employees .......................................................... 93.6 Responsibility for Compliance: New Employees ...................................................... 104.0 CLASSIFICATION OF PERSONNEL .................................................................. 114.1 Personnel Files ............................................................................................................ 124.2 Resignations................................................................................................................ 124.3 Reduction in Force of Licensed Employees ............................................................... 134.4 Demotion or Dismissal of Licensed Employees ......................................................... 134.5 Dismissal of Classified Employees............................................................................. 134.6 Non-Renewal of Non-Career/Contract Teachers........................................................ 135.0 BENEFITS................................................................................................................. 135.1 State Health Plan......................................................................................................... 145.2 Employee Assistance Program (EAP) ........................................................................ 145.3 Retirement Plan........................................................................................................... 145.4 Annual Vacation Leave............................................................................................... 145.5 Sick Leave................................................................................................................... 165.6 Extended Sick Leave................................................................................................... 185.7 Voluntary Shared Leave ............................................................................................. 185.8 Disability Income Plan; Short and Long-Term Disability.......................................... 215.9 Personal Leave ............................................................................................................ 225.10 Family Medical Leave Act (FMLA)........................................................................... 235.11 Worker’s Compensation ............................................................................................. 245.12 Military Leave for Extended Active Duty .................................................................. 24 Page | 2

5.13 Return to Work Program ............................................................................................. 255.143 VReistiuorn ItonsWuroarnkceP.r.o..g..r.a..m.............................................................................................................................................................................................255.145 VDeisnitoanl Insurance ......................................................................................................... 255.156 FDleenxtiablleInBsuenraenfcites .P..l.a..n................................................................................................... 255.167 SFluepxpiblelme BenetnaelfRitestPirleamne..n..t..P..l..a.n..s.................................................................................... 255.17 Supplemental Retirement Plans .................................................................................. 256.0 WORK ENVIRONMENT........................................................................................ 266.10 WoOrRkdKayE..N...V...I..R..O....N..M....E...N...T.......................................................................................... 266.21 IWncolrekmdeanyt..W....e..a..t.h..e..r....................................................................................................... 266.32 EInvcalelumaetinotnWofeaLtihceern.s..e..d...E..m...p..l.o..y..e..e..s.;..G...r..o..w...t.h...a.n..d...I..m...p..r.o..v..e..m...e..n..t..P..l.a..n..s......................... 266.34 Evaluation of NLiocne-nLsiecdenEsmedplEomyepelso;yGeeros;wItmh parnodveImmpernotvPelmane.n..t..P..l.a..n..s......................... 266.4 Evaluation of Non-Licensed Employees; Improvement Plan..................................... 267.0 THE SCHOOL YEAR.............................................................................................. 277.01 TCaHleEndSaCrsH..O...O...L....Y...E...A...R................................................................................................ 277.12 CTDhaisleetrSnicdthaMroso.a.l.p.D...a..y................................................................................................................................................................... 238767.23 The School Day........................................................................................................... 368.0 EMPLOYEE CONDUCT ........................................................................................ 368.10 GEMenPerLaOl GYuEidEelCinOesN..D...U...C...T........................................................................................... 368.21 CGreinmeirnaal lGRueidcoelridnseCs.h..e..c..k............................................................................................... 368.32 CReripmoirntianlgRAecrroersdts(sC) h..e..c..k............................................................................................... 368.34 RAepppolirctiantigonArInrefsotr(ms)a.t.i.o..n................................................................................................ 3768.45 ADrpupglicaantdioAnlIcnofhoorlm-FarteioenL..e..a..r.n..i.n..g...E...n..v..i.r.o..n..m...e..n..t..a..n..d...W....o..r.k..p..l.a..c..e.................................. 378.65 Drug and Alcohol-TFeresetinLge.a..r.n..i.n..g...E...n..v..i.r.o..n..m...e..n..t..a..n..d...W....o..r.k..p..l.a..c..e.................................. 378.67 DStraufgf-SantuddAenlctoRheollatTioenstsin..g............................................................................................. 378.78 SAtcacfef-pSttaubdlenUt sReeolaftEiolnecst.r..o..n..i.c..R...e..s.o..u..r..c..e.s...................................................................... 3788.98 EAmccpelpotyaebeleDUressesoCf oEdlec..t.r..o..n..i.c..R...e..s.o..u..r..c..e.s...................................................................... 388.910 Employee TDrraenssfCerosd.e................................................................................................... 388.101 ECmonpflloicyteoefTIrnatnersefestrs...................................................................................................... 388.121 CDoisncfrliimctinoaftIinotne,reHsatr.a..s..s.m...e..n..t.,..a..n..d...B...u..l.l.y..i.n..g..;..S..e..x..u..a..l..H...a..r.a..s.s..m...e..n..t................................. 3988.132 DEmispcrliomyeineaUtiosen,oHf Saroacsisaml Menet,daian.d...B...u..l.l.y..i.n..g..;..S..e..x..u..a..l..H...a..r.a..s.s..m...e..n..t................................. 398.143 ECmodpelooyfeEetUhisces oafndSoSctiaanldMareddsiao.f..C...o..n..d..u..c..t................................................................... 398.14 Code of Ethics and Standards of Conduct .................................................................. 39 Page | 3 Page | 3

1.10.0 HHUUMMAANNRRESEOSOUURRCECSESSTSTAAFFFFAANNDDRRESEPSOPONNSISBIBILIILTITIEISES Chief Human Resources Officer ChieTfeHreusamCaunnnRinegshoaumrc-BesroOwfnficer [email protected] [email protected] arliAe.dkmuziAmniraslntire@aKtoiurvaeznmAgeasc.nsokDi1nsti2nra.iennecc.tbt.ouCrirsmoonmfnSeierta@Bfforiirnmagnm/gLeeic.crkoDe1nni2nrs.ieunecr.cbte.ouCrirsmoonmfnSeiret@aBfofririnmagnm/gLeei.crke1n2s.nucr.eus Human Resources Benefits SpecialistDirector of Employee RelatioEnms/Bpelonyemfitesnt Coordinator Meg Merritt Heather [email protected] [email protected] Resources Specialist Substitute Teacher Coordinator/Humanphyllis.tSiPlulmhbysatlnliti@sutToerialTlnmegaaecp.nhkh1eyr2ll.iCns.cov.iounPrschdeyinnlltai@stoVorri/anHncugeemn.tkap1nh2yR.lnleicssR..uovesuiPsnrohccueyernsllctiS@espsVoeSrcipaninaecgcleiiensa.ttkli1st2.nc.us Employment Coordinator HumanHReeastohuerrceWs iBtheneresfpitosoSnpecialist [email protected] [email protected] Whom should I contact about all the various services and programs in Human Resources? http:Y/wowu ww.iollrafHinngudemcaoacunAonmrRtylpiefersieroKshuteu.rcnzcosmemisva/eScn,poanelpcteihanaltb/iwsetthicoa-lcolinsttaactt-hr. [email protected] Human Resources staff serves under the authority of the Board of Education and at thedirection of the Superintendent. Administrative Assistant Page | 4

2.0 ORANGE COUNTY BOARD OF EDUCATIONThe Orange County Board of Education is comprised of seven members. The Board’s2str.0ategicOpRlaAnNinGvEolvCeOs UmNakTinYg BOOraAngReDCoOuFntyESDcUhoCoAlsTthIOe fNirst choice for families. Severalsignificant Board responsibilities include: developing, revising, and adopting policies thatgTohveerOnrathnegescChouonl tdyisBtroicatr,dstoufdeEndtsu,catnidonemisplcooymeepsr;ishedirinogf, sseuvpepnormtienmg,baenrsd. evTahlueatBinogartdh’esSsturapteerginictepnldaennitn; vpoalrvtiecsipmataiknignginOthraenbguedCgeotupnrtoycSescsh;oaonlsd tahdevfoicrsatticnhgofiocer tfhoer sfcahmoiolileds.istSriecvte, riatslesimgnpilfoiyceanest, Banodarvderyesipmopnosribtainlitliyesitsinsctluuddeen:tsd.eveloping, revising, and adopting policies thatgovern the school district, students, and employees; hiring, supporting, and evaluating theSTuhpeecruinrrtendt emnet;mpbaerrtsicoipfatthiengBionarthdeinbculdugdet: process; and advocating for the school district, itsemployees, and very importantly its students.The current members of the Board include: Chair Dr. Stephen H. Halkiotis Chair Dr. SBtreepnhdaenStHe.pHheanlksiotis ChairSarah CShmayirliTeoVnyicMe CcKhnaiirght Tom Carr Will Atherton Vice Tom Carr Vice Chair Tony McKnight Donna Coffey Michael HoodDr. Stephen Halkiotis Hillary MacKenzie Donna Coffey Michael Hood Matthew Roberts Brenda StephensTony McKnigMhattthew Roberts Brenda StephMeantsthew RoPbaegrtes | 5 Page | 5

3.0 INTRODUCTIONThis document has been developed by the Human Resources Department (HR) in order tofamiliarize employees with the Orange County Schools (OCS) and to provide informationabout working conditions, key policies, procedures, and benefits affecting employment withour school district.3.1 Welcome to OCS: Superintendent’s Message Orange County Schools 200 East King Street. Hillsborough, NC 27278 Dr. Todd Wirt, SuperintendentWhen you think of nearly 7,500 students and 1,000 employees, the word family may notcome to mind, but that is exactly what you will experience in Orange County Schools.Our school system has a small town feel, and we pride ourselves on buildingrelationships with all of our employees.We are delighted you have chosen to dedicate your time and talents to our family. Fromschool staff, to support teams, to administration, it takes all of us working together toprepare students for a successful future. I truly believe exceptional education begins withoutstanding employees, and I am proud to say OCS has both.Thank you for your commitment to putting kids first, as well as transforming teachingand learning. Throughout your career in the district, you will impact the lives ofthousands of students who will, in turn, impact our community and beyond.Behind every accomplishment is an encouraging word, a vote of confidence ormotivation to achieve a dream. Your influence and guidance undoubtedly make OCS agreat place to live, work and learn. You are the reason we are the First Choice forFamilies in Orange County.Good luck and have a great year!Todd Wirt, Ed. D.Superintendent Page | 6

3.2 OCS Employee Handbook DisclaimerThis handbook is intended to be a guide for all employees regarding policies and proceduresutilized by OCS. The Orange County Board of Education (BOE) reserves the right tounilaterally change, terminate, and/or make exceptions to the policies in this handbook at anytime to the extent permitted by law. Nothing in this handbook grants employment rightsbeyond those granted by state laws.In addition, this handbook and responsibility for compliance should not be considered anagreement, a contract of employment, either expressed or implied, or a promise of treatmentin any particular manner in any given situation.All BOE policies can be found at www.orangecountyfirst.com under the Board tab.Any conflict between the language of this handbook and any applicable law or policy will beresolved in favor of the law or policy.3.3 OCS Vision, Mission, and BeliefsVisionWe envision a public school system that prepares all students to be creative, constructivethinkers who become healthy, productive and responsible members of our community andthe world.MissionOrange County Schools provides learning opportunities that develop resourceful citizensprepared to engage in an ever changing and diverse world.Beliefs A. We believe in learning from our history and each other and striving together to empower all our children by providing them with a high quality education that benefits them as individuals and our community as a whole. B. We believe that Orange County Schools should strive to be an educational system that is designed around children and the ways they learn. C. We believe in Orange County’s rich agriculture and manufacturing heritage and the values it inspires of hard work, self-reliance and craftsmanship passed down to each new generation through our continuously improving and increasingly inclusive system of public education. D. We believe in the power of qualified teachers and all the employees who support teachers and learning, to make a real difference in the lives of our children and in our community. Therefore, we believe that teachers should be respected, supported and Page | 7

fairly compensated based on market rate factors. E. We believe in the importance of engaging the interest and support of a child’s family in achieving high quality educational outcomes. F. We believe in our schools as centers for equality where all students are educated to their fullest and as centers of our community around which we come together in support of the education of all students. G. We believe in the importance of our children, our community, our leaders and ourselves working together democratically to solve problems and create opportunities to enrich our collective future.The OCS Strategic Plan for 2015 – 2020 is located at www.orangecountyfirst.com homepage.3.4 Equal Employment OpportunityOrange County Schools does not discriminate on the basis of race, color, national origin, sex,disability, religion, handicap, national origin or age in its programs and activities, includingemployment.Refer to: Board Policy Number 7000 The remainder of this page has been intentionally left blank. Page | 8

3.5 Responsibility for Compliance: All EmployeesAll employees are responsible for understanding and adhering to the contents of theOrange County Schools’ Employee Handbook, to include but not be limited to Board ofEducation policies. Any failure to abide by this Handbook or the Orange County Board ofEducation policies could result in disciplinary action up to and including dismissal.I understand that this document will be placed in my in-house and/or central officepersonnel file. Page | 9

3.6 Responsibility for Compliance: New EmployeesI acknowledge that I have had access to a copy of the 2018-2019 Orange County Schools’Employee Handbook. I further acknowledge that I am responsible for understanding andadhering to the contents of this handbook, to include but not be limited to Board ofEducation policies. Any failure to abide by this Handbook or the Orange County Board ofEducation policies could result in disciplinary action up to and including dismissal.I understand that this document will be placed in my personnel file. __________________________________________________ (Employee Signature) __________________________________________________ (Employee Printed Name) __________________________________________________ (School/Department Assignment) _________________________________________________ (Date Signed) Page | 10

4.0 CLASSIFICATION OF PERSONNELD4.u0e toCtLheASmSaInFyICnuAaTncIeOsNofOpFubPlEicRsScOhoNolNeEmLployment, it is best to contact a HumanResources Specialist to fully understand your classification.Due to the many nuances of public school employment, it is best to contact a HumanREmespoluoryceeessSopfecOiaCliSst atorefuclllayssuinfideedrsatasnedityhoeurrecxlaesmsipfticoartionno.n-exempt from the federal LaborStandards. This is necessary because, by law, employees in certain types of jobs are entitledEtomopvleorytiemese opfayOfCorShaoruersclwasosrikfeieddinasexecitehsesroefxfoemrtypt(4o0r) nhoonu-resxpeemrpwt ofrrkowmeethke. PfuedbelircalscLhaoboolsrSarteanadllaorwdse.dTthoispriosvniedceecsosamrypebnescaatoursye,tibmyelainw,lieemu polfooyveeerstiimnecepratyaifnortynpoens-oexf ejombpst a(rcelaesnsitfiiteledd)teomopvloeryteimese. pay for hours worked in excess of forty (40) hours per workweek. Public schoolsare allowed to provide compensatory time in lieu of overtime pay for non-exempt (classified)eTmheplNoyoereths. Carolina State Board of Education has adopted policies defining the followingcategories of employees: permanent employees; part-time employees; full-time employees;tTehmepNoroarrtyheCmaprloolyineaesS; taanted iBnotearridmoefmEpdlouyceaetiso.n has adopted policies defining the followingcategories of employees: permanent employees; part-time employees; full-time employees;tReemfeprotroa:ry empNloCyePeusb; laincdScinhtoeorlismBeemnepfliotsyaeneds.Employment Policy Manual §1.1:http://www.ncpublicschools.org/docs/district-humanresources/key-Rineffoerrmtaot:ion/infNorCmPautibolnic/pSoclhicoyomlsaBneunael.fpitdsfand Employment Policy Manual §1.1:http://www.ncpublicschools.org/docs/district-humanresources/key-Iinnfoardmdaittiioonn/itnofotrhmesaetiocnl/apsosilfiiccyamtiaonnusalf.rpodmf the State Board of Education, please note thefollowing:In addition to these classifications from the State Board of Education, please note theCfoalrloeewrinSgta: tus (Tenured) Teachers: On April 15, 2016, the NC Supreme Court ruled that the2013 law that proposed to remove tenure status from teachers was unconstitutional. Therefore,tChaereceurrrSentattulasw(TinenNuroerdth) TCeaaroclhineras:proOvnidAesprtihla1t 5p,re2v0i1o6u,sltyheteNnCureSduptereamcheerCsowurhtoruhlaevdetheatrnthede2te0n1u3relawwiththatspchroopoolsdeidstrtoictreomnoovrebteefnourreeAsutagtust f1ro, m201te3acahnedrswwhoashuavnecornesmtiatuintieodnainl. cTohnetirneufoorues,tehmepclouyrrmenetntlawwithinthNatosrcthhoCoal rdoilsitnriactp, rwovilildreestatihnatthepirrecvaioreuesrlystatetunsu.red teachers who have earnedtenure with a school district on or before August 1, 2013 and who have remained in continuouseAmcpulroryemntecnatrweeirthsttahtautss(cthenouorleddi)sttreiacct,hwerilwl rielltaloinsethceairrecearrseteartusstaitfuos.ne of the following occurs:A cu1r.renretsciagrneaetriosntaoturso(ttheenrusrepda)rtaetaiochnefrrowmillthloesemcaprleoeyrers;tatus if one of the following occurs: 2. a request by the employee to reduce employment to part-time; 13.. raerseigqnuaetsitobnyotrhoetehmerpsleopyaereattioonbefreommpltohyeeedmipnloayneorn; -tenured position; or 24.. awrheeqnuethset btyeatchheeermnpololoynegeetropreerdfuocremesmthpeloryemspeonntstiobiplaitrite-stimofea; teacher as defined in G.S. 3. a§1r1eq5uCe-s3t2b5y(at)h(e6)e;mployee to be employed in a non-tenured position; or 4. when the teacher no longer performs the responsibilities of a teacher as defined in G.S.IRneancecwoar§bd1lae1n5cCCeo-wn3ti2rtah5c(ctau)T(r6ree)a;ncthNeros:rthInCaarcocloinrdaalnacweawndithOcruanrrgeenCt Nouonrtthy SCcahrooolilnBaolaarwd,Peovleicryy, tfeualcl-htiemrsewhohteaavcehbereefnoretmhepl2o0y1ed8-i1n9Oscrahnogoel Cyeoaurnwtyilflobrethorneea c1o-nyseeacrurteivnewyeaabrlseacnodntmraecettuontlheesrsetlhigeibteialictyherreqhuaisresoRmueatnilnientwaeiadnbeilnde OcCaroraennetgraesctCtatoTuuesna(tctyehneSurcshr:eo)oIolnrBaioscacorondrdapaotnelicrcmeyiwwnaiitlhlinrcgeuccerorivenentrtaaNc4t-o.yretharCreanroelwinaablleacwo,netrvaecrty. fTuelal-cthimeres whohteaavcehbereefnoretmhepl2o0y1ed8-l1e9ssstchhaonotlhyreeaercwonilslebceutoivneay1ea-yrseaarndremneewetaballleoctohnetrraelcitgiubnilleitsysrtehqeutiereaschoeurtlhinased inOmReraaninnetwgaeianCbelodeuccnaotryneteSrracchstoaoteulasBc(ohtaernrdsurpseho)aliolclryniswootilnlbreaectdeeirisvmmeiinasas1te-idny,geadcreormnetnorteaewcdta.,boler creodnutrcaecdt.to employment on apart-time basis for disciplinary reasons during the term of the contract except for one or more oftRheenepwroavbilseiocnosntsrpaecctiftieeadchienrsGs.hSa.ll§n1o1t5Cbe-3d2i5s.m4.isTsehde, BdeOmEo,teudp,oonr rreecdoumcemdetnodaetmiopnlooyfmtehnet looncaalpart-time basis for disciplinary reasons during the term of the contract except for one or more ofthe provisions specified in G.S. §115C-325.4. The BOE, upon recommendation of Pthaegelo| c1a1l Page | 11

Superintendent, may refuse to renew the contract of any renewable contract teacher or toreemploy any teacher who is not under contract for any cause it deems sufficient. However, thecause may not be arbitrary, capricious, discriminatory, or for personal or political reasons.School Administrator and Administrator Contracts: School administrators (supervisors ordirectors) and school-based administrators (principals or assistant principals), whose majorfunction includes the direct or indirect supervision of teaching or of any other part of theinstructional program, and who are not eligible for career status, must be employed on contracts.The initial contract between the local BOE and a school administrator or school-basedadministrator must be for two to four years ending on June 30th of the final 12 months of thecontract. In the case of a subsequent contract between a principal or assistant principal and thelocal BOE, the contract shall be for a term of four years. In the case of an initial contract betweena school administrator and the local BOE, the first year of the contract may be for a period of lessthan 12 months provided the contract becomes effective on or before September 1. The localBOE may, with the written consent of the school administrator, extend, renew, or offer a newschool administrator’s contract at any time after the first 12 months of the contract so long as theterm of the new, renewed, or extended contract does not exceed four years. Rolling annualcontract renewals are not allowed. Nothing in the statute shall be construed to prohibit the fillingof an administrative position on an interim or temporary basis.During the term of the contract, the school administrator cannot be dismissed or demoted exceptfor the grounds and by the procedures in G.S. §115C-325 for which a career teacher may bedismissed or demoted. Extensions or renewals of the contract may be offered for a period of up tofour years. This policy does not apply to the Superintendent, any Assistant or AssociateSuperintendent, or any administrator whose major function does not include the direct or indirectsupervision of teaching or of any other part of the instructional program.4.1 Personnel FilesEmployees can view their personnel files with three (3) days’ notice as set forth in Boardpolicy. Conversely, employees are not able to review pre-employment, confidentialinformation, such as reference forms. Some information contained in a personnel file isavailable to the public, upon request. A process is available to employees to request thatdocuments be removed from their personnel file.Refer to: Board Policy Number 78204.2 ResignationsTo ensure a smooth transition in services for licensed employees, a 30-day writtenresignation will be accepted, unless a different notice period is established in an employmentcontract. The Superintendent or his designee only can approve a shorter notice.For non-licensed employees, a two-week written resignation will be accepted. Page | 12

Refer to: Board Policy Numbers 7900 and 79014.3 Reduction in Force of Licensed EmployeesWhen there is a decline in enrollment, a reorganization, or reduced funding, a Reduction inForce (RIF) may be implemented.Refer to: Board Policy Number 79204.4 Demotion or Dismissal of Licensed EmployeesAny demotion or dismissal will be in accordance with law and Board policy.Refer to: Board Policy Number 79304.5 Dismissal of Classified EmployeesClassified personnel are employees at will. All actions to dismiss a classified employee shallbe conducted in accordance with law. The Superintendent and/or Board are authorized todismiss classified employees.Refer to: Board Policy Number 79404.6 Non-Renewal of Non-Career/Contract TeachersThe Board may elect to non-renew the contract of any non-career status teacher for any causeit deems sufficient, so long as the cause is not arbitrary, capricious, discriminatory,prohibited by state or federal law, or for personal or political reasons.Refer to: Board Policy Number 79505.0 BENEFITSOCS sponsors a comprehensive benefits program for eligible employees, and each benefitplan has specific eligibility conditions. All full-time permanent employees will enjoy all ofthe benefits described below as soon as they meet all of the eligibility requirements for eachparticular benefit. Permanent part-time employees may be eligible for certain benefits if theymeet the eligibility conditions. Page | 13

Benefits are governed by applicable law, Board policies, and the policies of the State Boardof Education. The benefits manual can be viewed in its entirety at the following link:http://www.dpi.state.nc.us/docs/district-humanresources/key-information/information/policymanual.pdf5.1 State Health PlanThe State Health Plan, administered through Blue Cross Blue Shield, offers several plansfrom which to choose. Costs vary, depending on the plan selected. The premium is deductedmonthly from your paycheck. Ten-month employees pay for twelve months of insurancecoverage in ten (10) equal payments during the August-May paychecks.Plan information is available at State Health Plan.5.2 Employee Assistance Program (EAP)The Orange County Board of Education is committed to maintaining and strengthening itsmost important resource - its employees. The Board recognizes that many kinds of personalproblems that affect job performance can be readily resolved if they are properly identified,diagnosed, and treated. To accomplish this goal, the Board has made available an EmployeeAssistance Program (EAP) through Magellan Healthcare (1-800-424-4039) to provideconfidential, short-term counseling and referral services for eligible employees. Articles andresources are also available at www.magellanhealth.com/member. The establishment of thisprogram reflects the Board’s concern for the well-being of its employees, as well as itsdedication to the effective accomplishment of the objectives of the school system. Forinformation, contact your Chief Human Resources Officer, Teresa Cunningham-Brown, [email protected] Retirement PlanThe State of North Carolina provides a solid retirement plan to eligible permanent publicschool employees. This is a defined benefit retirement plan. This means, after an employeemeets the eligibility requirements to retire, and retires, a benefit will be calculated, which theemployee will receive every month until his/her death. Information is available atwww.myncretirement.com.5.4 Annual Vacation LeaveThe purpose of paid annual vacation leave is to allow and encourage all employees to renewtheir physical and mental capabilities and to remain fully productive. Employees areencouraged to request annual vacation leave during each year in order to achieve this Page | 14

purpose. Annual vacation leave is earned as outlined below: Years of State Service Monthly Full-Time 12-Month Full-Time Accrual Rates Accrual Rates Less than 5 Years5 but less than 10 Years 1.17 days (9.33 hours) 14 days (112 hours)10 but less than 15 Years 1.42 days (11.33 hours) 17 days (136 hours)15 but less than 20 Years 1.67 days (13.33 hours) 20 days (160 hours) 1.92 days (15.33 hours) 23 days (184 hours) 20 Years or More 2.17 days (17.33 hours) 26 days (208 hours)Using Annual Vacation Leave(a) For 10-month employees, the first 10 days of annual vacation leave must be scheduled in the school calendar and must be taken as scheduled.(b) Approval: All annual vacation leave taken by a public school employee must be with the authorization of the employee’s immediate supervisor and must conform to policies established by the State Board of Education and the local school district.(c) Units of annual vacation leave: Annual vacation leave may be used whole days or taken in increments of hours as determined for earning purposes by the local Board (Board Policy Number 7510).(d) Restrictions on use by instructional personnel and teacher assistants: Classroom teachers who require a substitute, school media coordinators who require a substitute, and teacher assistants who require a substitute may not take annual vacation leave at any time that students are scheduled to be in attendance except as provided in Leave for Catastrophic Illness or Leave for New Parents. Teachers who do not require a substitute may, with their supervisor’s approval, take annual vacation leave on any day school is in session.(e) Annual vacation leave in lieu of sick leave: Annual vacation leave may be used in lieu of sick leave. Instructional personnel who require substitutes are subject to the restrictions set forth in paragraph (d) above.(f) Adverse weather: Employees may elect to use annual vacation leave for absences due to adverse weather conditions only on days when students are not required to attend school due to the adverse weather conditions.(g) Disability: Employees may elect to exhaust annual vacation leave during the 60-day waiting period or in lieu of short-term disability benefits. Instructional personnel who require substitutes may use this leave only on days that students are not scheduled to be in regular attendance or in accordance with the provisions of Leave for Catastrophic Illness or Leave for New Parents. This election does not extend the 365- day duration of short-term disability.Accumulating and Converting Annual Leave to Sick Leave Annual vacation leave may be accumulated without any applicable maximum until June 30 of each calendar year. On June 30 or upon retirement, accumulated annual Page | 15

vacation leave in excess of 30 days will be converted to sick leave so that only 30 workdays of annual vacation leave are carried forward.  Upon separation in order to retire, annual vacation leave over 30 days may be converted to sick leave for creditable service toward retirement.  Upon separation from service due to service retirement, resignation, (if not transferring to another school district within 31 calendar days), dismissal, reduction in force or death, an employee shall be paid in a lump sum for accumulated annual vacation leave not to exceed a maximum of 30 days. Employees going onto disability may exhaust annual vacation leave rather than be paid in a lump sum.5.5 Sick LeaveWho Is Eligible to Earn Sick Leave and How Much Is Earned?(a) Full-time employees: All permanent, full-time employees working or on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in any monthly pay period earn one sick day per month or the number of hours worked daily by a full-time employee in that class of work up to a maximum of eight hours.(b) Part-time employees: All permanent, part-time employees working or on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in any monthly pay period earn sick leave computed on a pro rata basis of the amount earned by a full-time employee in that class of work. Permanent, part- time employees previously employed in a full-time position retain the balance of sick leave earned in the prior position upon transferring to a part-time position.(c) Units: Sick leave may be taken in increments of hours (Board Policy Number 7510) as determined for earning purposes by the local Board. Only sick leave taken on an employee’s workday shall be deducted from the employee’s sick leave balance.(d) Accumulation: Sick leave may be accumulated indefinitely.When Can Sick Leave Be Used?Sick leave may be used for:(a) Any actual period of temporary disability caused by or contributed to by personal illness or injury, which prevents an employee from performing his or her usual duties. Sick leave due to pregnancy, miscarriage, abortion, childbirth, or postnatal recovery must be treated in the same manner as any other temporary disability. Sick leave may be used during the 60-day waiting period for short-term disability to supplement, or in lieu of, short-term disability benefits. Sick leave may also be used to supplement, or in lieu of, workers’ compensation to maintain 100% salary.(b) Up to 30 days of earned sick leave may also be used to care for a child placed with an employee for adoption. (These days should be consecutive and within the first 12 months following the adoption, unless otherwise agreed upon between the employee and the school district administration.) Note: the foster care benefit is afforded under Page | 16

FMLA and is not designated in state policy.(c) Medical appointments of the employee.(d) Illness in the immediate family and medical appointments related to the illness that necessitates the employee’s attendance.(e) Death in the immediate family.(f) The length of leave granted for illness or death in the immediate family is determined by the school district based on individual employee need.(g) Whenever possible, employees should give 30 days advance notice of plans to take sick leave for elective medical or surgical procedures or for childbirth.(h) Military caregivers may choose to exhaust available sick and/or vacation/bonus leave, or any portion, or go on leave without pay to care for an injured family member.(i) Employees may use vacation leave or go on leave without pay for military exigencies subject to the terms and conditions of the employer’s normal leave policy. Military exigencies do not qualify for the use of sick leave, unless medically necessary.Verification of Needing Sick LeaveThe Superintendent may require a statement from a medical doctor or other acceptable proofthat the employee was unable to work due to personal illness, medical appointment, illness ordeath in the family, or adoption.Sick Leave LimitationsSick leave may not be used while on leave without pay or on holidays and annual vacationleave days scheduled in the school calendar. An absence covered by workers’ compensationis not considered to be a leave without pay. Sick leave may be used on any workday orstudent day including the first day employees in permanent positions report to work. Anemployee, who is not eligible to earn leave, cannot use previously accumulated leave.What Happens to My Sick Leave When I Leave OCS?(a) Pay for unused sick leave is not permitted, except when an employee has been approved for long-term disability.(b) Accumulated sick leave counts as creditable service towards retirement. One month of credit is allowed for each 20 days of unused sick leave upon retirement. One more month is allowed for any part of 20 days left over. Sick leave converted from excess annual vacation leave is also creditable.(c) From the date an employee resigns or moves to a temporary position, the sick leave balance is retained for 60 or 63 months. (In order to have 63 months, the individual must have separated under a 10-months contract and returned to employment under a 10-months contract.) If the person is re-employed in a full-time or part-time permanent position, or retires within this 60 or 63 months, the sick leave balance is reinstated. After this point, the sick leave balance cannot be reinstated.(d) Unused sick leave must be transferred between local school districts.(e) Sick leave may be transferred in whole or in part to and from a state agency, Page | 17

institution, community college, technical institute, or position covered by the State Personnel Act in county agencies of mental health, public health, social services, or emergency management if the receiving agency is willing to accept the leave. If the government agency refuses to accept sick leave earned by a school system employee, there is no lump-sum payout to the employee.(f) There is no provision for public school employees to transfer leave to or from charter schools. The sick leave will be retained by the school district and reinstated if the employee returns to work there.5.6 Extended Sick LeaveWho Is Eligible for Extended Sick Leave and How Much Is Earned?Extended sick leave is available to classroom teachers and media coordinators who requiresubstitutes if they are absent due to their own personal illness or injury and have exhaustedall available accumulated paid leave (sick leave, annual vacation leave, and bonus leave). Inorder to be eligible, the employee must be in a permanent full- or part-time position. Thosequalifying are allowed extended sick leave of up to 20 workdays throughout the regular(annual) term of employment.How Can Extended Sick Leave Be Used?(a) In order for a newly hired employee to be eligible for extended sick leave, he or she must have reported to work.(b) The local school system may request appropriate medical verification of the need for extended sick leave.(c) Extended sick leave days do not have to be used consecutively.(d) Unused extended sick leave days do not carry forward to succeeding school years.(e) Extended sick leave is not available beyond the waiting period of Workers’ Compensation or Short Term Disability.Is There a Payroll Deduction for Using Extended Sick Leave?Employees on extended sick leave receive full salary less the required substitute deduction.The deduction is mandatory whether or not a substitute is employed. The standard deductionis $50 per day.5.7 Voluntary Shared LeaveWhat Is the Purpose of Voluntary Shared Leave?The purpose of voluntary shared leave is to provide economic relief for employees who arelikely to suffer financial hardship because of a prolonged absence or frequent short-term Page | 18

absences caused by a serious medical condition.Who Is Eligible for Voluntary Shared Leave?Only full-time and part-time permanent employees who have exhausted all availableaccumulated paid leave (sick leave, annual vacation leave, and bonus leave, if applicable) areeligible to receive donated leave. An employee need not exhaust personal leave and the 20days of extended sick leave to be eligible for voluntary shared leave. Only employees inpermanent (leave earning) status can participate in the voluntary shared leave program. Anemployee who is receiving benefits or is eligible to receive benefits from the DisabilityIncome Plan is not eligible to receive donated leave. Voluntary shared leave may be usedonly during the required waiting period. The Superintendent shall approve or deny allrequests for receipt of donated leave.If Needed, How Would I Apply for Voluntary Shared Leave?An employee, who, due to a serious medical condition of self or of his or her immediatefamily and faces prolonged or frequent absences from work, may apply to the Superintendentfor donated leave. Application may also be made by a third person acting on the employee’sbehalf, if the employee is unable to complete an application. An employee may complete anapplication for shared leave at such time as medical evidence is available to support the needfor leave beyond the employee’s available accumulated leave.The following items must be included in the application:1. A doctor’s statement and2. An authorization for release of medical information signed by the person who is suffering the medical condition (or parent or guardian of a minor). This release may also be signed by any legally authorized party.Can Immediate Family Members Donate Voluntary Shared Leave?An employee of an NC public school system may donate vacation/bonus or sick leave to animmediate family member, who is eligible to receive shared leave, in any public school, stateagency, or community college. An eligible employee of a public school system may receivevacation/bonus and/or sick leave from an immediate family member in any NC public schoolsystem, state agency, or community college. Bonus leave may also be donated. There is noprovision for public school employees to donate leave to or receive leave from employees orfamily members in charter schools or in county agencies of mental health, public health,social services, or emergency management including those covered by the State PersonnelAct. Employees who donate sick leave shall be notified in writing of the State retirementcredit consequences of donating sick leave. Donors may not reduce their leave balance(s)below one-half of what can be earned in a year. Page | 19

Are Non-Family Members Eligible to Donate Voluntary Shared Leave?A school district employee may donate the following leave to a non-family member:1. An employee may donate vacation or bonus leave to an employee of the same or another school district. (Sick leave can be donated under the provisions of #3 below.)2. An employee may donate vacation or bonus leave to a coworker’s immediate family who is an employee in a state agency or community college.3. An employee of a school district may donate sick leave to a non-family member in the same or another school district under the following provisions: i. The donor shall not donate more than five days of sick leave per year to any one non-family member; ii. The combined total of sick leave donated to a recipient from non-family member donors shall not exceed 20 days per year; iii. Donated sick leave shall not be used for retirement purposes; iv. Donors may not reduce their sick leave balances below one-half of what can be earned in a year; and v. Employees who donate sick leave shall be notified in writing of the State retirement credit consequences of donating sick leave.There is no provision for public school employees to donate leave to or receive leave fromemployees in charter schools or in county agencies of mental health, public health, socialservices, or emergency management including those covered by the State Personnel Act.Are There Special Facts I Need to Know About Voluntary Shared Leave?Approved school district employees may receive sick leave from both family members andnon-family in NC public school districts. The combined total of sick leave received fromnon-family members shall not exceed 20 days per year. Approved NC public school districtemployees may receive sick leave only from immediate family members in communitycollege institutions and state agencies. Donated sick leave shall not be used for retirementpurposes. All donations must be in writing and must be signed by the donating employee.The employee receiving the leave must be named and the amount and type of leave donatedmust be specified. The minimum amount of leave donated must be one-half of a day. Thedonating employee may not receive compensation in any form for the donation of leave.Local boards shall adopt policies stating that acceptance of remuneration for donated leavewill result in dismissal. An employee may normally receive no more than 130 workdaysof donated leave, either continuously or for the same condition on a recurring basis. After130 workdays have been used, the Superintendent may extend this limit on a month-to-monthbasis until the maximum number of working days occurring between the first day of use ofdonated leave and twelve months have been used. (This provision is only available for thosewho are not eligible for short term disability). Page | 20

Do I Earn Annual Vacation and Sick Leave While Using Voluntary Shared Leave? Am IPaid for Holidays?Holidays occurring while the employee is using donated leave will be paid. Annual vacationand sick leave will continue to be earned by the employee while he or she is using donatedleave. Available earned leave accrued during this period must be used by the employee priorto continued use of any voluntary shared leave.What Happens to Leftover Voluntary Shared Leave?At the expiration of the period approved for voluntary shared leave as determined by theSuperintendent, any unused donated leave must be returned on a pro rata basis to the donors.5.8 Disability Income Plan; Short and Long-Term DisabilityThe Disability Income Plan of North Carolina is administered by the North CarolinaDepartment of the State Treasurer and the Board of Trustees of the Teachers’ and StateEmployees’ Retirement System (TSERS) within the terms and conditions of the Plan as setforth in the North Carolina General Statutes.For employees vested in the Teachers’ and State Employees’ Retirement System after July 1,2003, definitions of disability and disabled have been revised. Employees and employersneed to contact the Retirement System to determine whether situations meet the requirementsfor the Disability Income Plan.What Is Short-Term Disability and Who Is Eligible for the Benefit?Employees with at least one year of contributing membership service with the Teachers’ andState Employees’ Retirement System (TSERS) earned within 36 calendar months precedingthe disability are eligible for short-term disability benefits.After a waiting period of 60 continuous calendar days from the onset of a disability, aneligible employee may receive a monthly short-term benefit equal to 50% of 1/12th of his orher annual base rate of compensation plus 50% of 1/12th of his or her annual longevitypayment, if any, to a maximum of $3,000 per month. A person in receipt of short-termdisability benefits is covered under the Teachers’ and State Employees’ ComprehensiveMajor Medical Plan, with the State contributing the cost of employee-only coverage,provided the person had contributed to the Retirement System at least five years as a publicschool or state employee at the time of disability. A person in receipt of benefits who did notmeet the five-year requirement at the time of disability may elect to continue coverage underthe Major Medical Plan by paying the full premium required. Short-term disability benefitsmay be extended for as many as 365 days beyond the original short-term period in caseswhere the Medical Board finds that the disability continues to be temporary and is likely toend during the extended period. Page | 21

What Is Long-Term Disability and How Does It Work?Employees with at least five years of contributing membership service with the Teachers’and State Employees’ Retirement System (TSERS), earned within 96 calendar months priorto the end of the short-term disability period, are eligible for long-term disability benefits.Long-term disability payments are payable after the conclusion of the short-term disabilityperiod. During the first 36 months of the long-term disability period, the monthly long-termbenefit will equal 65% of 1/12th of the employee’s annual base rate of compensation thatwas last payable prior to the beginning of the short-term benefit period to a maximum of$3,900 per month. After the first 36 months of the long-term disability period, the long-termbenefit is reduced by an amount equal to the primary Social Security disability benefit towhich the employee might be entitled had he or she been awarded Social Security disabilitybenefits. A person in receipt of long-term disability benefits is covered under the Teachers’and State Employees’ Comprehensive Major Medical Plan, with the State contributing thecost of employee-only coverage. An employee approved for long-term disability benefitsmust terminate employment as a permanent employee prior to receiving long-termdisability benefits.An employee approved for long-term disability benefits who has not exhausted accumulatedsick leave must be paid a lump sum for any available sick leave, if the employee is unable toapply the sick leave toward retirement.5.9 Personal LeaveWho Earns Personal Leave and How Much Is Earned?Personal leave is earned by classroom teachers and school media coordinators who requiresubstitutes. In order to be eligible, the teacher must be in a permanent full- or part-timeposition. Personal leave is earned at the rate of .20 days for each full month of employmentnot to exceed two days per year. Part-time personnel earn a pro rata share of the rate for full-time teachers. Unused personal leave may be carried forward from one year to another andmay be accumulated without limitation until June 30th. On June 30, personal leave in excessof 5 days is converted to sick leave so that a maximum of 5 days of personal leave are carriedforward to July 1st. Upon retirement, any personal leave may also be converted to sick leave.How and When Can Personal Leave Be Used?(a) Personal leave may be used only upon the authorization of the immediate supervisor.(b) An eligible teacher or media coordinator shall not take personal leave on the first day that he/she is required to report for the school year; on a required teacher workday; on days scheduled for State testing; or on the day before or the day after a holiday or scheduled vacation day, unless the request is approved by the principal. Page | 22

(c) An eligible teacher or media coordinator who requests personal leave at least five days in advance shall be automatically granted the request subject to the availability of a substitute teacher. An eligible teacher or media coordinator making the request cannot be required to provide a reason for the request if the request is made at least five days in advance.(d) Personal leave may be used on any instructional day or workday except as noted in paragraph (b) above.(e) Eligible teachers or media coordinators using personal leave receive full salary less the required substitute deduction, except when using personal leave on teacher workdays. Eligible teachers or media coordinators using personal leave on teacher workdays shall receive full salary. Eligible teachers or media coordinators may use up to their accrued amount of personal leave on teacher workdays in accordance with paragraphs a, b, c, and d above.What Are Some of the Special Points I Need to Know about Personal Leave?(a) Personal leave should be used with due and proper consideration given to the welfare of the students and teachers alike and shall not be advanced.(b) When an eligible teacher or media coordinator resigns or separates from service, personal leave cannot be paid out in lump sum.(c) Personal leave may be taken in increments of hours (Board Policy Number 7510).(d) Eligible teachers and media coordinators using personal leave receive full salary less the required substitute deduction except on teacher workdays.(e) Personal leave must be transferred between NC public schools.5.10 Family Medical Leave Act (FMLA)The Family and Medical Leave Act of 1993 (FMLA) allows eligible employees to take 12workweeks of unpaid, job-protected leave for their own serious medical condition or that ofan immediate family member (parent, spouse or child). In addition, FMLA allows eligibleemployees to take the same job-protected leave for the birth of a child or the placement of achild with the employee through adoption or foster care. Employers must maintain anyemployer-paid health benefits while the employee is on FMLA leave.Which Employees Are Covered Under and Are Eligible for FMLA?An employee’s eligibility for FMLA shall be made based on the employee’s months ofservice and hours of work as of the date leave is to commence. Because each employee’ssituation is different, it is best to contact a Human Resources Specialist about your situation. Page | 23

An employee is eligible if:Full Time (at least 30 hours per week or the • Has been employed for at least 12 monthsnumber of hours established as full-time for (need not be consecutive)the class of work) • Has been employed for at least 1,250 hours• Permanent Status of service during the 12-month period• Interim Status (if more than 6 months) or immediately preceding the commencement of the leavePart Time (at least 20 hours per week)• Permanent Status • Has been employed for at least 12 months• Interim Status (if more than 6 months) (need not be consecutive)Full Time (at least 30 hours per week or the • Has been employed for at least 1,250 hoursnumber of hours established as full-time for of service during the 12-month periodthe class of work) immediately preceding the commencement of• Temporary* (less than 6 months of the leaveemployment)Part Time (less than 20 hours per week)• Temporary*Note: *This leave is without pay.Refer to: Board Policy Number 75205.11 Worker’s CompensationNorth Carolina Public School Law, G.S. §115C-337, states that provisions of the Workers'Compensation Act shall be applicable to all school employees, and the State Board ofEducation shall make such arrangements as necessary to carry out the provisions of theWorkers' Compensation Act applicable to such employees paid from state school funds.Liability of the state for compensation shall be confined to school employees paid by thestate from state public school funds for injuries or death caused by accident arising out of andin the course of their employment in connection with the state-operated school term.Due to its intricacies, you should direct your worker’s compensation questions to a HumanResources Specialist.5.12 Military Leave for Extended Active DutyAll permanent, probationary, and trainee employees who enter active military service areeligible for military leave for extended active duty. Military Leave is guided by USERRA.Because of its complexities, questions should be directed to your Human ResourcesSpecialist. Page | 24

5.51.313ReVtuisrinontoInWsuorraknPcreogramPuVcroipvsioeorsnaegien.suCraonncteacits a paid benefit provided by Superior Vision for employees who elect your Human Resources Benefits Specialist with your questions aboutTheenproulrlpmoseenot.f this program is to develop a system for returning employees to work quickly and safelyafter an injury or illness and to improve the identification and appropriate management of temporary andpermanent disabilities. 5.14 Dental InsuranceRefer to: RTW Handbook and Board Policy Number 7635Another optional employee benefit is dental insurance that is provided by Ameritas. Contact your Human Resources Benefits Specialist should you have questions about this benefit.5.14 Vision InsuranceVi5si.1on5 inFsuleraxnicbeleisBaenpaeifditbsePnelafint provided by Superior Vision for employees who electcoverage. Contact your Human Resources Benefits Specialist with your questions aboutenErolilglmibelent.employees have access to the Flexible Benefits Plan that permits voluntary participation in cancer policies; flexible spending accounts for medical purposes and dependent care; cancer; accident; medical bridge indemnity; and life insurance. Visit5.h1t5tp://DpieenrcteaglroInupsbuernaenfitcse.com/client/orangecountyschools for more specifics or contact your Human Resources Benefits Specialist.Another optional employee benefit is dental insurance that is provided by Ameritas. Contactyo5u.r1H6umSaunpRpelseomurceenstBaelnReefittsirSepmeceianlitstPslhaonusld you have questions about this benefit.5.O1p6tioFnalel xsiubplpeleBmeenteaflitrsetiPrelamnent plans are available through Prudential in the form of a 401(k), 403(b), or 457 tax deferred plan. Employee contributions are pre-tax and deductedElfirgoimblepaeymropllocyheeecsksh;aOveCSacdcoeesss notot mthaetchFleemxipblloeyeBe ecnoenftirtisbuPtiloans.thIantfopremrmatitosn visoaluvnatialaryblepaartihctitppa:t/i/ownwwin.ncpanlacnesr.ppruodliecnietisa;l.cfolemxi.ble spending accounts for medical purposes anddependent care; cancer; accident; medical bridge indemnity; and life insurance. Visithttp://piercegroupbenefits.com/client/orangecountyschools for more specifics or contact yourHu6m.0an RWesoOurRcKes EBNenVefIiRtsOSpNeMciaEliNstT.5.61.71 SuWpoprlekmdaeyntal Retirement PlansOpTthioenlaelngsuthppolfemthenstcahl oroeltidreamy efnotr lpilcaennsseadreanadvapirloabfelessitohnroaul gshtafPfrwudilelnbtieala imninthime ufomrmof osfevaen40h1o(ukr)s, 4a0n3d(bth),irotyr 4m5i7nuttaexs daenfderwreidll pcloant.inEuempulnotiylepercoofenstsribountailonressparoenspirbei-ltiatixesantod tdheedustcutdedentfroamndpasycrhoolol lchaecreks;cOomCpSledtoeeds. nAotdmaintcishtreamtivpeloymeeeectoinngtrsi,buctiuornrisc.ulIunmformdeavtieolnopismaevnat,ilapbulepilatshutptpe:r/v/wiswiown,.ncapsslaignns.epdruddeuntiteiasl,.copmar.ent conferences, group or individual planning, and extracurricular activities may require hours beyond the stated minimum.6.W0orkWscOheRdKuleEsNfoVrIRotOheNr MemEpNloTyees will be defined by the Superintendent or designee, consistent with the Fair Labor Standards Act (FLSA) and the provisions of this policy.6.R1eferWto:orBkodaradyPolicy Number 7500The length of the school day for licensed and professional staff will be a minimum ofPsaegvee|n25hours and thirty minutes and will continue until professional responsibilities to the studentand school are completed. Administrative meetings, curriculum development, pupilsupervision, assigned duties, parent conferences, group or individual planning, andextracurricular activities may require hours beyond the stated minimum.

at http://www.ncplans.prudential.com.6.0 WORK ENVIRONMENT6.1 Workday5Th.1e4lenVgtihsioofnthIensscuhroaonl dcaey for licensed and professional staff will be a minimum of sevenhours and thirty minutes and will continue until professional responsibilities to the studentasVeceunxonipdvrtsroieeaolrrclvnsamucgirshieerinoni.ocsotnuu.l,CrlaaornaanrscaetsecaitgciictvnsoieytamdioepuspldrameuitHdaetidyueb.smre,enaAqenpufdaiiRmtrreeeipnnhsrtoioosuuvtcrrricaodsetneibsvdfeeeyBrbeoeynnmncdeSeefteusiht,tpisenegrsgSitrsopao,rteuecpdVciauimlsriorisioirntcniuwmilnfuiuodtmhmriv.eyidmdoueupavrlleoqlyopuepleeamssntienwoninnth,sgo,apebualoepnucidttlWork schedules for other employees will be defined by the Superintendent or designee,c5o.1ns5isteDntewnittahltIhnesFuariraLnacbeor Standards Act (FLSA) and the provisions of this policy.ARenfoetrhteor:oBptoioanrdalPeomlipcyloNyeuembbeenre7fi5t0i0s dental insurance that is provided by Ameritas. Contactyour Human Resources Benefits Specialist should you have questions about this benePfaitg.e | 266.2 Inclement WeatherT5h.1e6SupFelreinxtiebnldeenBteins erefsiptsonPslibalne for procedures related to the temporary closing of schoolsdue to inclement weather, taking into consideration the health, safety, and welfare of allsEtluigdiebnltes aenmdpelmoypeloesyeehsa.ve access to the Flexible Benefits Plan that permits voluntaryparticipation in cancer policies; flexible spending accounts for medical purposes andMdeapkeen-duepntplacnarsea;recaindciecra;teadccaitdtehnet;bomtteodmicoafl tbhreidcgaelenidnadresm. nity; and life insurance. Visithttp://piercegroupbenefits.com/client/orangecountyschools for more specifics or contact yourRHeufmerantoR: esourBceosaBrdenPeoflitcsySNpeucmiableisrt7. 55065.317 SEuvpalpulaetmioennotaflLRiceetnirseemdeEnmt pPloayneses; Growth and Improvement PlansEOvpatilounatailonsus pplemental retirement plans are available through Prudential in the form of aA40l1l (teka),ch4e0r3s(abn),doorth4e5r7litcaexnsdeedfesrtraefdf sphlanll. beEmevpallouyaetedcaocnctorirbduintigontos arneyprruel-etsaxanadnrdegdueldauticotendsfersotamblpisahyerdollbychtehceksS;uOpeCrSintdeonedsentotanmdatacnhyermulpelsoyaenedcroengturilbatuitoinosnsr.eqIunifroerdmbaytiolnawis oarvabiylatbhleaNtohrtthp:/C/warwowlin.nacpSlatantse.prBuodaerndtiaol.fcoEmd.ucation. School principals or other evaluators maysupplement the evaluation process as appropriate.6Im.0proveWmOenRt PKlaEnsNVIRONMENTAny certified employee who receives a not demonstrated, developing, below standard, orunsatisfactory rating on an evaluation shall be placed on an improvement plan to addressc6o.1ncernWs oabrokudt atyhe employee’s performance, unless the employee is recommended fordismissal, demotion or nonrenewal. An improvement plan also may be used wheneverTaphperolepnrgiatthe otfothaeddscrehsosolpdearfyorfmoralnicensceodncaenrdnsp.roCfoesmsipolniaanlcsetawffiwthillanbeima pmrionviemmuemntofplsaenveinshmoaunrdsaatonrdy.thirty minutes and will continue until professional responsibilities to the studentand school are completed. Administrative meetings, curriculum development, pupilsRuepfervtios:ion, aBssoiganrdedPoldiucytieNs,umpbaerern7t81c0onferences, group or individual planning, andextracurricular activities may require hours beyond the stated minimum.6W.4ork sEchveadluulaestiofonr ootfhNeronem-LpilcoeyneessedwiEllmbpe ldoeyfeineesd; Ibmy pthreovSeumpereinnttenPdleannt or designee,consistent with the Fair Labor Standards Act (FLSA) and the provisions of this policy.Non-licensed employees are evaluated on locally developed instruments. If an employee ispRleafceerdtoo:n BanoaimrdpProvliecmy eNnut mplbaenr, 7co5m00pliance with the plan is mandatory. Page | 267.0 THE SCHOOL YEAR

6.4 Evaluation of Non-Licensed Employees; Improvement PlanNon-licensed employees are evaluated on locally developed instruments. If an employee isplaced on an improvement plan, compliance with the plan is mandatory.76..02 TInHcEleSmCeHnOtOWLeYaEthAeRrThe Superintendent is responsible for procedures related to the temporary closing of schools7du.1e to Cinaclemndenatrws eather, taking into consideration the health, safety, and welfare of allstudents and employees.The OCS develops school calendars (Traditional and Year-Round) per N.C. General Statute§M1a1k5eC-u-8p4p.2laannsdarBeoianrddicPaotelidcyatNthuembboetrto3m30o0f. tChealceanldenardsafros.r all schools will contain 215 days,meeting the legislated minimum number of days or minimum number of instructional hoursRefer to: Board Policy Number 7550 Page | 27(61.,3025).EvaTlruadaittiioonnalofcaLliecnednarssedmuEsmt pcolomypelyesw; Githroswtutdhenatns’doIpmenpinrgovaenmd ecnlotsPinlgandsatesindicated in the previously noted documents that guide calendar development. 12-monthEemvaplluoayteioenssfollow the same holidays as school-based employees. All calendars can be foundAatllhttepa:c//hwerwswan.odraonthgercoliucnetnysfeirdsts.tcaofmf s/hcoalnltebnet/ecvaalleunadtaerds,acacnodrdthineyg ftolalonwy rounlessuabnsdeqrueegnutlaptaiogneseosfttahbilsishhaenddboyotkh.e Superintendent and any rules and regulations required by law or by theNorth Carolina State Board of Education. School principals or other evaluators maysAudpdpilteiomneanlltyt,htehiesvhalaunadtbioonokprcoocnetsasinas oapthperrocparilaetned.ars of interest.Improvement PlansAny certified employee who receives a not demonstrated, developing, below standard, orunsatisfactory rating on an evaluation shall be placed on an improvement plan to addressconcerns about the employee’s performance, unless the employee is recommended fordismissal, demotion or nonrenewal. An improvement plan also may be used wheneverappropriate to address performance concerns. Compliance with an improvement plan ismandatory.Refer to: Board Policy Number 78106.4 Evaluation of Non-Licensed Employees; Improvement PlanNon-licensed employees are evaluated on locally developed instruments. If an employee isplaced on an improvement plan, compliance with the plan is mandatory.7.0 THE SCHOOL YEAR The remainder of this page has been left intentionally blank.7.1 CalendarsThe OCS develops school calendars (Traditional and Year-Round) per N.C. General Statute§115C-84.2 and Board Policy Number 3300. Calendars for all schools will contain 215 days,meeting the legislated minimum number of days or minimum number of instructional hours Page | 27

ORANGE COUNTY SCHOOLS MAP Pathways Elementary Efland-Cheeks Hillsborough Orange High Elementary Elementary C.W. StanfordGravelly Hill Central MiddleMiddle Elementary Cameron Park Elementary Board of Education Building Cedar Ridge High Grady A. Brown Elementary Partnership Academy A.L. Stanback Middle New Hope Elementary________________________ New Hope Elementary C.W. Stanford Middle School ______________________ELEMENTARY SCHOOLS 1900 New Hope Church Rd. 308 Orange High School Rd. ALTERNATIVE SCHOOLCameron Park Elementary Chapel Hill, NC 27514 Hillsborough, NC 27278 Partnership Academy240 St. Mary's Rd. 919.942.9696 919.732.6121 1006 East Storey LaneHillsborough, NC 27278 919.942.2493 (fax) 919.732.6910 (fax) Hillsborough, NC 27278919.732.9326 Pathways Elementary Gravelly Hill Middle School 919.245.4030919.732.9736 (fax) 431 Strouds Creek Rd. 4801 West Ten Rd. 919.245.4035 (fax)Central Elementary Hillsborough, NC 27278 Efland, NC 27243154 Hayes St. 919.732.9136 919.245.4050Hillsborough, NC 27278 919.732.9142 (fax) 919.245.4055 (fax)919.732.3622 ______________________919.732.2352 (fax) YEAR-ROUND SCHOOL ______________________Efland-Cheeks Elementary OF CHOICE HIGH SCHOOLS4401 Fuller Rd. Hillsborough ElementaryEfland, NC 27243 402 North Nash St. Cedar Ridge High School919.563.5112 Hillsborough, NC 27278 1125 New Grady Brown School Rd.919.563.3137 (fax) 919.732.6137 Hillsborough, NC 27278Grady A. Brown Elementary 919.732.7791 (fax) 919.245.40001100 New Grady Brown School Rd. ______________________ 919.245.4010 (fax)Hillsborough, NC 27278 MIDDLE SCHOOLS919.732.6138 A.L. Stanback Middle School Orange High School919.644.2800 (fax) 3700 NC 86 South 500 Orange High School Rd. Hillsborough, NC 27278 Hillsborough, NC 27278 919.644.3200 919.732.6133 919.644.3226 (fax) 919.644.7699 (fax)Orange County Schools, 200 East King Street, Hillsborough, NC 27278 orangecountyfirst.com

ORANGE COUNTY SCHOOLS 2018-2019 YEAR-ROUND STAFF CALENDAR July 180 Day Approved 12/11/17 JanuaryM Tu W Th F JULY M Tu W Th F 4 July 9-13 Tchr Workdays 8/11 Mandated District PD 123 11 94 18 9923456 July 16 First Day of School 5 7 8 9 10 25 1039 10 11 M 12 13 AUGUST 5 14 15 16 17 1075 16 17 18 19 20 5 August 22 Early Dismissal 4 21 22 23 24 F 107 1 1085 23 24 25 26 27 10 SEPTEMBER 4 28 29 30 31 8 113 Labor Day Holiday 15 1182 30 31 12 September 3 22 123 September 14 End of 1st 9 Weeks 126 August September 17 Teacher Workday February F 1 127M Tu W Th F September 18-28 Fall Intersession M Tu W Th 8 132 15 1373 1 2 3 15 OCTOBER 1 22 295 6 7 8 9 10 20 October 1-5 Fall Intersession 54 5 6 75 13 14 15 16 17 25 October 29 Teacher Workday- Madated 5 11 12 13 14 F 55 20 21 22 23 24 30 NOVEMBER 5 18 19 20 21 12 142 19 1465 27 28 29 30 31 35 November 12 Veterans Day Holiday 3 25 M 26 27 28 26 151 November 21 Annual Vacation Leave 153 November 22-23 Thanksgiving Holiday F September DECEMBER March 3 156 10 161M Tu W Th F December 14 End of 2nd 9 Weeks M Tu W Th 17 166 24 171 December 17 Teacher Workday Mandated 1 31 1754 3 4 5 6 7 39 December 18-21 Winter Intersession 54 5 6 7 F5 10 11 12 13 14 44 December 24-26 Holiday 5 11 12 13 14 7 180 1417 18 19 20 21 December 27-31 Annual Vacation Leave 18 M 19 20 21 21 2824 25 26 27 28 JANUARY 25 26 27 28 January 1 Holiday January 2-4 Winter Intersession April October January 21 Martin Luther King Jr. Holiday M Tu W ThM Tu W Th F FEBRUARY 123412345 February 25 Teacher Workday- Mandated 58 9 10 1158 9 10 11 12 49 MARCH 4 15 16 17 185 15 16 17 18 19 54 March 6 Early Dismissal 5 22 23 24 255 22 23 24 25 26 59 March 15 End of 3rd 9 Weeks 2 29 302 29 M 30 31 61 March 18, 19 Tchr Workdays 3/18 Mandated March 20-30 Spring Intersession APRIL May November April 1-5 Spring Intersession- AVL M Tu W ThM Tu W Th F April 19 Holiday 3 122 1 2 63 MAY 56 7 8 95 5 6 7 8 9 68 May 27 Memorial Day Holiday 5 13 14 15 164 12 13 14 15 16 72 JUNE 5 20 21 22 232 19 20 21 22 23 74 June 7 Last Day for Students (early release day) 4 27 28 29 305 26 27 28 29 30 79 June 10,11,12, 13 Tchr Workdays 6/10 Mandated June June 14 Annual Vacation Leave December M Tu W ThM Tu W Th F Legend 53 4 5 65 3 4 5 6 7 84 First & Last Student Day 10 M 11 12 135 10 11 12 13 14 89 Early Release 17 18 19 2017 M 18 19 20 21 Holiday (11) 24 25 26 2724 25 26 27 28 Teacher Workdays (14) 3131 End of 9 Weeks Annual Vacation Leave (10)MAKE UP PLAN Intersession1 First 5 days (or 32.5 hours) of instruction missed would become teacher workdays and would not be made up by students.2 Early release days would become full days to make up missed hours3 Any remaining workdays would become student days in the following order: Dec 17, March 18, March 194 Saturdays become student days (Saturday make-up time will be scheduled the first Saturday following inclement weather)

ORANGE COUNTY SCHOOLS 2018-2019 TRADITIONAL STAFF CALENDAR July 180 Day Approved 12/11/17 JanuaryM Tu W Th F AUGUST M Tu W Th F 4 79 August 20-24 Tchr Workdays 8/22 Mandated District PD 3 123 11 84 18 89 2 345 6 August 27 First Day of School 5 7 8 9 10 25 91 9 10 11 12 16 17 18 19 13 SEPTEMBER 5 14 15 16 17 95 23 24 25 26 30 31 20 September 3 Labor Day Holiday 2 21 22 23 M 24 F 1 96 M August 27 September 26 Early Dismissal 4 28 29 30 31 8 101 15 106 6 Tu W Th OCTOBER 22 111 13 12 20 October 26 End of 1st 9 Weeks 1145 27 789 14 15 16 October 29-30 Tchr Workdays 10/29 Mandated February F 21 22 M 23 1 115 28 29 30 F NOVEMBER M Tu W Th 8 120 15 125 3 November 12 Veterans Day Holiday 1 22 130 29 135 10 November 21 Annual Vacation Leave 54 5 6 7 F 17 November 22-23 Thanksgiving Holiday 5 11 12 13 14 5 12 140 24 DECEMBER 5 18 19 20 21 19 144 26 149 31 5 December 24-26 Holiday 3 25 M 26 27 28 151 December 20, 21, 27,28,31 Annual Vacation Leave F JANUARY 3 154 10 159 September January 1 Holiday March 17 164 24 169 M Tu W Th F January 18 End of 2nd quarter M Tu W Th 31 17343 4 5 6 January 21 Martin Luther King Jr. Holiday 1 F5 10 11 12 13 7 1785 17 18 19 20 7 9 January 22-23 Tchr Workdays 1/23 Mandated 54 5 6 7 14 1805 24 25 26 27 21 14 14 FEBRUARY 5 11 12 13 14 28 21 19 February 25 Tchr Workday Mandated 5 18 19 20 21 28 24 MARCH 5 25 26 27 28 March 6 Early Dismissal March 29 End of 3rd quarter April October APRIL M Tu W Th Teacher Workday M Tu W Th F April 1 Spring Break- AVL 123451 234 5 29 April 2-5 Holiday58 9 10 11 12 34 April 19 58 9 10 115 15 16 17 18 MAY5 22 23 24 25 19 39 Memorial Day Holiday 4 15 16 17 181 29 M 30 31 26 44 May 27 JUNE 5 22 23 24 25 45 Last Day for Students (early release ) 2 29 30 June 11 Tchr Workdays 6/12 Mandated May June 12-14 November M Tu W Th M Tu W Th F Legend 3 122 56 78955 1 2 47 First & Last Student Day 5 13 14 15 164 12 9 52 Early Release 5 20 21 22 232 19 678 16 56 Holiday (11) 4 27 28 29 305 26 13 14 15 23 58 Teacher Workdays (14) 20 21 22 30 63 June 27 28 29 End of 9 Weeks December Annual Vacation Leave (10) M Tu W Th 456 M Tu W Th F 53 11 12 M 13 456 2 10 18 19 2053 11 12 13 7 68 25 26 275 10 18 19 20 14 73 173 17 25 26 27 21 76 24 28 31 24 31 MAKE UP PLAN1 First 5 days (or 32.5 hours) of instruction missed would become teacher workdays and would not be made up by students.2 Early release days would become full days to make up missed hours3 Any remaining workdays would become student days in the following order: Jan. 23, Feb. 254 Saturdays become student days (Saturday make-up time will be scheduled the first Saturday following inclement weather)

ORANGE COUNTY SCHOOLS 2018-2019 TRADITIONAL STUDENT CALENDAR July 180 Day Approved 12/11/17 M January F AUGUST 4M Tu W Th F August 27 First Day of School 7 Tu W Th 11 SEPTEMBER 14 123 1823456 September 3 Labor Day Holiday 21 8 9 10 259 10 11 12 13 September 26 Early Dismissal 28 15 16 1716 17 18 19 20 OCTOBER 22 23 24 F23 24 25 26 27 October 26 End of 1st 9 Weeks M 29 30 31 130 31 October 29-30 Teacher Workdays 8 4 February 15 August November 12 NOVEMBER 11 22 November 21-23 Veterans Day Holiday 18 Tu W ThM Tu W Th F Thanksgiving Holiday 25 F 123 December 20-31 567 1 DECEMBER M 12 13 14 86 7 8 9 10 January 1 Holiday 19 20 21 1513 14 15 16 17 JANUARY 4 26 27 28 2220 21 22 23 24 Holiday 11 2927 28 29 30 31 18 March January 18 End of 2nd 9 Weeks 25 F September January 21 Martin Luther King Jr. Holiday Tu W Th 5 M 12M Tu W Th F January 22-23 Teacher Workdays 1 567 19 8 12 13 14 2634567 February 25 FEBRUARY 15 19 20 2110 11 12 13 14 Teacher Workday 22 26 27 2817 18 19 20 21 March 6 MARCH 2924 25 26 27 28 March 29 Early Dismissal April End of 3rd 9 Weeks October April 1-5 APRIL Tu W Th Spring Break 234M Tu W Th F 9 10 1112345 April 19 Holiday 16 17 188 9 10 11 12 23 24 2515 16 17 18 19 May 27 MAY 3022 23 24 25 26 June 11 Memorial Day Holiday29 30 31 JUNE November Last Day for Students (early release day)M Tu W Th F 12 SCHOOL HOURS56789 ELEMENTARY 7:55-2:50 May12 13 14 15 1619 20 21 22 23 MIDDLE 8:25-3:40 M Tu W Th F26 27 28 29 30 123 HIGH 8:45-4:00 December 6 7 8 9 10 Legend 13 14 15 16 17M Tu W Th F 20 21 22 23 2434567 First & Last Student Day 27 28 29 30 3110 11 12 13 14 Early Release17 18 19 20 21 End of Grading Period June24 25 26 27 2831 No School for Students M Tu W Th F 34567 10 11 12 13 14 17 18 19 20 21 24 25 26 27 28 31 MAKE UP PLAN1 First 5 days (or 32.5 hours) of instruction missed would become teacher workdays and would not be made up by students.2 Early release days would become full days to make up missed hours3 Any remaining workdays would become student days in the following order: Jan. 23, Feb. 25,4 Saturdays become student days (Saturday make-up time will be scheduled the first Saturday following inclement weather)

ORANGE COUNTY SCHOOLS 2018-2019 YEAR-ROUND STUDENT CALENDAR July 180 Day Approved 12/11/17 JanuaryM Tu W Th F JULY M Tu W Th F23456 July 9-13 Teacher Workdays 12349 10 11 12 1316 17 18 19 20 July 16 First Day of School 7 8 9 10 1123 24 25 26 2730 31 AUGUST 14 15 16 17 18 August August 22 Early Dismissal 21 22 23 24 25M Tu W Th F SEPTEMBER 28 29 30 31 123 September 3 Labor Day Holiday6 7 8 9 1013 14 15 16 17 September 14 End of 1st 9 Weeks20 21 22 23 2427 28 29 30 31 September 17 Teacher Workday February September September 18-28 Fall Intersession M Tu W Th FM Tu W Th F OCTOBER 134567 October 1-5 Fall Intersession 4567810 11 12 13 1417 18 19 20 21 October 29 Teacher Workday 11 12 13 14 1524 25 26 27 28 NOVEMBER 18 19 20 21 22 October November 12 Veterans Day Holiday 25 26 27 28M Tu W Th F12345 November 21-23 Thanksgiving Holiday8 9 10 11 1215 16 17 18 19 DECEMBER22 23 24 25 2629 30 31 December 14 End of 2nd 9 Weeks March November December 17-31 Winter Intersession M Tu W Th FM Tu W Th F JANUARY 1 12 January 1-4 Winter Intersession 456785678912 13 14 15 16 January 21 Martin Luther King Jr. Holiday 11 12 13 14 1519 20 21 22 2326 27 28 29 30 FEBRUARY 18 19 20 21 22 December February 25 Teacher Workday 25 26 27 28 29M Tu W Th F March 6 MARCH April34567 March 15 Early Dismissal10 11 12 13 14 March 18-30 End of 3rd 9 Weeks M Tu W Th F17 18 19 20 21 Spring Intersession24 25 26 27 28 1234531 April 1-5 APRIL 8 9 10 11 12 April 19 Spring Intersession 15 16 17 18 19 Holiday 22 23 24 25 26 May 27 29 30 MAY June 7 Memorial Day Holiday May JUNE Last Day for Students (early release day) M Tu W Th F 123 SCHOOL HOURS 6 7 8 9 10 13 14 15 16 17 ELEMENTARY 7:55-2:50 20 21 22 23 24 27 28 29 30 31 Legend June First & Last Student Day Early Release M Tu W Th F End of Grading Period 34567 No School for Students 10 11 12 13 14 17 18 19 20 21 24 25 26 27 28 31 MAKE UP PLAN1 First 5 days (or 32.5 hours) of instruction missed would become teacher workdays and would not be made up by students.2 Early release days would become full days to make up missed hours3 Any remaining workdays would become student days in the following order: Dec 17, March 18, March 194 Saturdays become student days (Saturday make-up time will be scheduled the first Saturday following inclement weather)

BOARD OF EDUCATION | 2018-2019 CALENDAR4 H-Independence Holiday JULY 2018 JANUARY 2019 1 H-New Year’s Day Holiday9 ▓ BOE Meeting 14 ▓ BOE Meeting S M T W Th F S S M T W Th F S 21 H-M.L. King Day Holiday 1 2 3H5 6 7 H2 3 4 5 28 ▓ BOE Meeting 8 ▓ 10 11 12 13 14 6 7 8 9 10 11 12 15 16 17 18 19 20 21 13 ▓ 15 16 17 18 19 22 23 24 25 26 27 28 29 30 31 20 H 22 23 24 25 26 27 ▓ 29 30 3113 ▓ BOE Meeting AUGUST 2018 FEBRUARY 2019 11 ▓ BOE Meeting27 ▓ BOE Meeting 18 Presidents’ Day S M T W Th F S S M T W Th F S 25 ▓ BOE Meeting 1234 12 5 6 7 8 9 10 11 3456789 12 ▓ 14 15 16 17 18 10 ▓ 12 13 14 15 16 19 20 21 22 23 24 25 17 18 19 20 21 22 23 26 ▓ 28 29 30 31 24 ▓ 26 27 283 H-Labor Day Holiday SEPTEMBER 2018 MARCH 2019 11 ▓ BOE Meeting10 ▓ BOE Meeting 25 ▓ BOE Meeting24 ▓ BOE Meeting S M T W Th F S S M T W Th F S 30 ▲ NSBA, Philadelphia, PA27 BOCC/BOE Joint Mtg 1 12 31 ▲ NSBA, Philadelphia, PATBD ▲NCSBA Dist. 5 Meeting 2H4 5 6 7 8 3456789 9 ▓ 11 12 13 14 15 10 ▓ 12 13 14 15 16 16 17 18 19 20 21 22 17 18 19 20 21 22 23 23 ▓ 25 26 27 28 29 24 ▓ 26 27 28 29 ▲ ▲ 308 Columbus Day OCTOBER 2018 APRIL 2019 1 ▲ NSBA, Philadelphia, PA8 ▓ BOE Meeting 2 Spring Break22 ▓ BOE Meeting S M T W Th F S S M T W Th F S 3 Spring Break31 Halloween 123456 4 Spring Break ▲ SB SB SB SB 6 5 Spring BreakTBD ▲ NCSBA Fall Law Conf. 7 ▓ 9 10 11 12 13 7 ▓ 9 10 11 12 13 8 ▓ BOE MeetingTBD ▲ NCSBA Fall Law Conf. 19 H-Good Friday HolidayTBD ▲ NCSBA Fall Law Conf. 14 15 16 17 18 19 20 14 15 16 17 18 H 20 21 Easter Sunday 22 ▓ BOE Meeting 21 ▓ 23 24 25 26 27 21 ▓ 23 24 25 26 27 TBD BOCC/BOE Joint Mtg. 28 29 30 31 28 29 305 ▓ BOE Meeting NOVEMBER 2018 MAY 2019 6 ▓ BOE Meeting12 H – Veterans Day Holiday 12 Mother’s Day12 ▲ NCSBA Annual Conf. S M T W Th F S S M T W Th F S 20 ▓ BOE Meeting13 ▲ NCSBA Annual Conf. 1234 27 H-Memorial’s Day Holiday14 ▲ NCSBA Annual Conf. 12319 ▓ BOE Meeting 5 ▓ 7 8 9 10 1122 H-Thanksgiving Holiday 4 ▓ 6 7 8 9 1023 H-Thanksgiving Holiday 12 13 14 15 16 17 18 11 H ▲ ▲ 15 16 17 19 ▓ 21 22 23 24 25 ▲ 26 H 28 29 30 31 18 ▓ 20 21 H H 24 25 26 27 28 29 3010 ▓ BOE Meeting DECEMBER 2018 JUNE 2019 10 ▓ BOE Meeting24 H-Holiday 16 Father’s Day25 H-Christmas Day Holiday S M T W Th F S S M T W Th F S 24 ▓ BOE Meeting26 H-Holiday 1 1 TBD G-Graduation 2345678 2345678 (June 11 last student day) 9 ▓ 11 12 13 14 15 9 ▓ 11 12 13 14 15 16 17 18 19 20 21 22 16 17 18 19 20 21 22 23 H H H 27 28 29 30 31 23 ▓ 25 26 27 28 29 30

ORANGE COUNTY SCHOOLS SEMI-MONTHLY 10 PAYROLL CALENDAR JULY 2018 - JUNE 2019 Period Reported for Absences and Actual DaysPayroll Due Paid (Hourly Employees) Pay Date7/9/2018 7/1 - 7/7/2018 7/13/20187/23/2018 7/8 - 7/21/2018 7/31/20188/6/2018 7/22 - 8/4/2018 8/15/20188/20/2018 8/05 - 8/18/2018 8/31/20189/4/2018 8/20 - 9/1/2018 9/14/20189/17/2018 9/2 - 9/15/2018 9/28/201810/8/2018 9/16 - 10/6/2018 *3 10/15/2018 WEEKS10/22/2018 10/7 - 10/20/2018 10/31/201811/5/2018 10/21 - 11/03/2018 11/15/201811/19/2018 11/4 - 11/17/2018 11/30/201812/3/2018 11/18 - 12/01/2018 12/14/201812/17/2018 12/2 - 12/15/2018 12/31/2018 1/7/2019 12/16/2018 - 01/05/2019 *3 1/15/2019 WEEKS1/22/2019 1/6 - 1/19/2019 1/31/20192/4/2019 1/20 - 2/2/2019 2/15/20192/18/2019 2/3 - 2/16/2019 2/28/20193/4/2019 2/17 - 3/02/2019 3/15/20193/18/2019 3/3 - 3/16/2019 3/17 - 4/6/2019 3/29/20194/8/2019 *3 4/15/2019 WEEKS4/22/2019 4/7 - 4/20/2019 4/30/20195/6/2019 4/21 - 5/4/2019 5/15/20195/20/2019 5/5 - 5/18/2019 5/31/20196/3/2019 5/19 - 6/1/2019 6/14/20196/17/2019 6/2 - 6/15/2019 6/21/2019 *Cut off date to cut off date drives hours paid and absences

Orange County Schools Monthly Payroll Calendar 2018/2019Payroll Due Period Reported for Absences Pay Date7/16/2018 July 2 - July 13, 2018 7/31/20188/20/2018 July 16 - August 17, 2018 8/31/20189/17/2018 August 20 - September 14, 2018 9/28/201810/15/2018 September 17 - October 12, 2018 10/31/201811/13/2018 October 15 - November 9, 2018 11/30/201812/10/2018 November 12 - December 7, 2018 12/31/20181/14/2019 December 10 - January 11, 2019 1/31/20192/11/2019 January 14 - February 8, 2019 2/28/20193/18/2019 February 11 - March 15, 2019 3/29/20194/15/2019 March 18 - April 12, 2019 4/30/20195/20/2019 April 15 - May 17, 2019 5/31/20196/17/2019 May 20 - June 30, 2019 6/21/2019

7.2 The School DayThe North Carolina State Board of Education (NCSBE) allows school districts across thestate to set their start/stop times, which must be approved by the local boards. Instructionaltime includes the time students are assigned to teachers for teaching and learning.In OCS, start/stop times are established by grade spans (elementary, middle, high) and arefound at the bottom of calendars. These times are subject to further instruction fromsupervisors.Refer to: Board Policy Number 33008.0 EMPLOYEE CONDUCT8.1 General GuidelinesAll school system employees hold positions of public trust. They are responsible for theeducation of students and also serve as examples and role models to students. Each employeeis responsible for both the integrity and the consequences of his or her own actions. Eachemployee must exhibit the highest standards of honesty, integrity, and fairness whenengaging in any activity concerning the school system, particularly in relationships withvendors, suppliers, students, parents, the public, and other employees. Employee conductshould be to protect the person’s integrity and/or reputation and that of the school system.Employees shall perform their jobs in a competent and ethical manner without violating thepublic trust or applicable laws, policies, and regulations. It shall be the employee'sresponsibility to familiarize him/herself with the rules and procedures associated with thishandbook and all OCS policies.8.2 Criminal Records CheckAll employees, including student teachers, interns, and substitutes, recommended for hire aresubject to criminal records and sex offender registry checks. Applicants hired prior to thecompletion of the criminal records check shall be considered employed conditionallypending a review of the results of the records check.Refer to: Board Policy Number 71218.3 Reporting Arrest(s)Employees must notify the Chief Human Resources Officer immediately and in writing if Page | 36

they are arrested, charged with, or convicted of a criminal offense (including entering a pleaof guilty or nolo contendere) other than a minor traffic violation (i.e., speeding, parking or alesser violation). A charge of driving while impaired is not a minor violation and thereforemust be reported. Reporting must occur no later than the next scheduled business day.Refer to: Board Policy Numbers 7121 and 73008.4 Application InformationInformation entered on applications shall be true and accurate. Falsifying information orconcealing the truth will lead to terminating the application process or result in termination ofemployment under prescribed legal procedures.Refer to: Board Policy Number 71108.5 Drug and Alcohol-Free Learning Environment and WorkplaceIt is the policy of the Orange County Board of Education that a drug-free workplace bemaintained. Procedures for handling suspected drug and/or alcohol use are outlined in Boardpolicy.Refer to: Board Policy Number 72408.6 Drug and Alcohol TestingOCS conducts post-accident drug and alcohol testing. Testing applies to all employeesincluding but not limited to commercial vehicle drivers.Refer to: Board Policy Numbers 7240 and 72458.7 Staff-Student RelationsThe Board of Education expects all employees to maintain the highest ethical, moral, andprofessional standards in their interactions with students, including electroniccommunications. All employees are prohibited from dating, courting, or entering into aromantic relationship or having sexual contact with any student enrolled in the school systemregardless of the student’s age. Employees must promptly report inappropriate conduct tothe Superintendent or designee.Refer to: Board Policy Numbers 7310 and 7320 Page | 37

8.8 Acceptable Use of Electronic ResourcesOCS makes appropriate electronic information resources available to employees to assist infurthering educational goals, to support valid business uses, and to provide for efficientwork-related communication. The acceptable use policy governs the utilization of OCSelectronic information resources and defines employees’ proper conduct and responsibilitieswhile using any OCS electronic information resource. Electronic information resourcesconsist of all Orange County Schools’ computer equipment, including any desktop or laptopcomputers or other hardware owned or leased by the school system; the OCS computernetwork; e-mail accounts; any computer software licensed to OCS; and stored data.Inappropriate use of electronic resources subjects employees to disciplinary action(s).Refer to: Board Policy Number 73208.9 Employee Dress CodeEmployees must adhere to standards of dress that are compatible with learning and workenvironments, while presenting a positive image of education to the community. The BOEexpects employees to be dressed appropriately for the work to be done.Refer to: Board Policy Number 72518.10 Employee TransfersThe Superintendent is responsible for transfers and work assignments. In-school transfersare the Principal’s responsibility. Transfers are either voluntary or involuntary. Voluntarytransfers follow specific guidelines and occur during a specific time for the following schoolyear.Refer to: Board Policy Number 74408.11 Conflict of InterestEmployees want to avoid any type of conduct or behavior that could create the perception ofa conflict of interest. Examples include, but are not limited to, soliciting or receiving giftsfrom a vendor that could influence contract selection; outside work that interferes withprimary employment with the OCS; or leading a private business during school time or onschool property.Refer to: Board Policy Number 7730 Page | 38

8.12 Discrimination, Harassment, and Bullying; Sexual HarassmentThe Board acknowledges the dignity and worth of all students and employees and strives tocreate a safe, orderly, caring, and inviting school environment to facilitate student learningand achievement. The Board prohibits discrimination on the basis of race, color, nationalorigin, sex, sexual orientation, disability, or age. The Board will not tolerate any form ofunlawful discrimination, harassment (including of a sexual nature), or bullying in any of itseducational or employment activities or programs. Procedures to file a complaint arecontained in Board policy. Furthermore, the Board does not tolerate reprisal or retaliationagainst any employees who report violations of law, policies, or regulations.Refer to: Board Policy Numbers 1710, 1720, and 17608.13 Employee Use of Social MediaThe BOE supports the responsible and safe use of technology and its various tools to enhancestudent learning. When communicating with students through social media, employees are toremain professional, utilizing school-controlled social media only.Furthermore, the BOE acknowledges employee use of social media during personal time,while being mindful of responsible public conduct even when not acting in the role of apublic school employee. Types of social media and numerous prohibited activities aredefined and enumerated within Board Policy Number 7335. Use of social media must notinterfere with instructional time.8.14 Code of Ethics and Standards of ConductAll OCS employees are role models who hold positions of public trust and are responsiblefor the education of students. Employees are accountable for the integrity and consequencesof their actions. It is expected that employees perform their jobs in an ethical manner,maintaining public trust and following all laws and policies while doing so.Professional educators must be familiar with and comply with the State’s Code of Ethics forNorth Carolina Educators.Refer to: Board Policy Number 7305 Page | 39