Hall County Schools

2018-2019

HandBookFrontpage.jpg

Will Schofield, Superintendent

Board of Education

Nath Morris

morris4kids@yahoo.com

Craig Herrington

craig.herrington@hallco.org

Brian Sloan

brian.sloan@hallco.org

Bill Thompson

bill.thompson@hallco.org

Sam Chapman

sam.chapman@hallco.org

This Employee Handbook is provided by the Hall County Board of Education Human Resources Department. For more information, contact:

Human Resources

711 Green Street

Gainesville, GA 30501

Phone: 770-534-1080

Fax:         770-297-6287

(Due to the fact that this is a live document, page numbers are not included on the table of contents. Please use the Search box (type in keyword) or use control F function (control key and the F key at the same time) to search by keyword to find your area of interest. The find in document box will appear in the upper right corner of your screen. Additionally, hyperlinks are included in this document. To access the link, simply click on the highlighted word and then the link to access the appropriate website).

Table of Contents

Legal Notifications

Equal Employment Opportunity Policy Statement

Hall County Gender Equity in Sports

Title VI and Title IX Notification

Section 504 Informational Notice

Family Medical Leave Act

Hall County Schools

        Website

        School Calendar

        Graduation Dates

        Testing Dates

        Who we are

        Accreditation

        Directory of Schools

        Map of Schools

        Inclement weather procedures 

Certification Information

                

Student Reporting of Acts of Sexual Abuse or Sexual Misconduct

Notification to Georgia Educators Regarding Certificate Renewal and

Professional Learning Units (PLUs)

Fingerprinting

Contracts

Electronic Resources

Evaluation of Staff

Transfers

Personnel Records

Leave Policies

Holiday Schedules for 12 Month Employees

Code of Ethics for Educators

Acceptable Use Policy

General Information

        Activities

        Arrival and Dismissal Time

        Attendance Reporting Procedures for Students

        Before/After School Activities

        Care of Room and Building

        Cell Phone Use

        Clinic

        Conflicts of Interest

        Endorsements

        Non-School Employment

        Tutoring

        Dual Pay

        Political Involvement

        Dress

        Duties

        Emergency Procedures

        Field Trips

        Fundraisers

        Health and Safety

        Identification and Security Badges

        Moment of Silence

        Money Collected at School

        Parent Conferences

        Pledge of Allegiance

        Parent’s Right to Know

        Reimbursement

        Smoking/Tobacco Policy

        Staff Meetings

        Student Assessment in Georgia Schools

                Program Responsibilities

                CEO/Superintendent

                System Test Coordinator

                System Special Education Coordinator

                System Title III/ESOL Coordinator

                Principal

                School Test Coordinator

                Examiner (Person Administering the Test)

                Proctor

        Time Schedule

        Visitors to School

        Compensation

                Pay Statement/Direct Deposit

                Penalty for Failure to Provide Certification

                Vacation

                Scheduled Work Days

                

Benefits

        Insurance Plans

        Health Insurance

        Dental Insurance

        Vision Insurance

        Life Insurance

        Disability Insurance

        Critical Illness/Cancer Plus

        Flexible Spending Accounts (FSA)

        Group Legal Insurance

Other Benefits

        Annuities

        Teacher Retirement System of Georgia (TRS)

        Public School Employees Retirement System of GA (PSERS)

        Medicare

        Liability Insurance

        Worker’s Compensation

        

Websites that may be Helpful

HallConnect

Georgia Professional Standards Commission (PSC)

Teachers Retirement System (TRS)

Georgia Department of Education

Georgia School Board Association

Southern Regional Education Board

                        

Board Policies

        Classified Personnel Evaluation

        Classified Personnel Hiring

        Classified Personnel Overtime Pay

        Classified Personnel Positions

        Complaints and Grievances, Certified Employees

        Complaints and Grievances, Non-certified Employees

        Criminal Background Check

        Drug Screening of Bus Drivers

        Drug-Free Workplace

        Employee Leaves and Absences

        Employee Tobacco Use

        Equal Opportunity Employment

        Federal Family and Medical Leave Act

        Free Materials Distribution in Schools

        Grading Systems

        Graduation Requirements

        Harassment

        Infectious Diseases

        Internet Acceptable Use

        Political Campaign Materials Distribution

        Professional Learning

        Professional Personnel Evaluation

        Professional Personnel Lay-Off

        Professional Personnel Personal Leaves and Absences

        Professional Personnel Recruitment

        Professional Personnel Sick Leave Bank

        Professional Personnel Vacations

        Professional Personnel Work Loads

        Promotion and Retention         

School Safety

        School Closings

        Staff Conflict of Interest

Student Activities Funds Management

Student Code of Conduct and Discipline Procedures

        Use of School Facilities

Hall County School System Procedures for Faculty and Staff

        Acceptable Use Policy

        Activities

        Arrival and Dismissal Procedures

        Attendance Reporting Procedures for Students        

Before/After School Activities

Care of Room and Building

Cell Phone Use

Forms with link to each form

e.g., Leave, field trip, Medical Leave, travel, transfer, personnel information update,

Clinic

Dress

Duties

Emergency Procedures

Code of conduct for students (student handbook)

Tax sheltered annuity companies

Equal Employment Opportunity Policy Statement

The Hall County Board of Education provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. The Hall County Board of Education complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

The Hall County Board of Education expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of The Hall County Board of Education employees to perform their expected job duties is not tolerated.

**NON-DISCRIMINATION NOTICES***

Hall COUNTY SCHOOLS GENDER EQUITY IN SPORTS

State law prohibits discrimination based on gender in athletic programs of local school systems (Equity in Sports Act, O.C.G.A.-20-2-315). Students are hereby notified that Hall County Schools does not discriminate on the basis of gender in its athletic programs. The Sports Equity Coordinator for this school system is Mr. Gordon Higgins. Inquiries or complaints concerning sports equity in this school system may be submitted to the Sports Equity Coordinator.

TITLE VI AND TITLE IX NOTIFICATION

The Hall County School District does not discriminate in its education and employment programs on the basis of religion, age, race, color, national origin, gender, marital or parental status, and disability. This district complies with Title VI of the Civil Rights Act of 1964, Title IX education amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990 and the Perkins CTE Act of 2006. Inquires may be made to Mr. Gordon Higgins regarding Title VI, Title IX and the Perkins Act at: Hall County Schools, 711 Green Street, Gainesville, GA 30501.

SECTION 504 INFORMATIONAL NOTICE

Section 504 is an Act that prohibits discrimination against persons with a disability in any program receiving federal financial assistance. The Act defines a person with a disability as anyone who: Has a mental or physical impairment which substantially limits one or more major life activities (major life activities such as caring for one’s self, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning and working); Has a record of such impairment; Is regarded as having such an impairment. In order to fulfill its obligation under Section 504, the Hall County School System recognizes a responsibility to avoid discrimination in policies and practices regarding its personnel and students. No discrimination against any person with a disability will knowingly be permitted in any of the programs and practices in the school system. Our Section 504 Compliance Coordinator for the Hall County School System is Dr. Karla Swafford.

                

Family Medical Leave

Hall County Schools

School Calendar

        2018-2019

Important Dates

        Graduation Dates

        Testing Dates

Board Policies dealing with:

        Classified Personnel Evaluation

        Classified Personnel Hiring

        Classified Personnel Overtime Pay

        Classified Personnel Positions

        Complaints and Grievances, Certified Employees

        Complaints and Grievances, Non-certified Employees

        Criminal Background Check

        Drug Screening of Bus Drivers

        Drug-Free Workplace

        Employee Leaves and Absences

        Employee Tobacco Use

        Equal Opportunity Employment

        Federal Family and Medical Leave Act

        Free Materials Distribution in Schools

        Grading Systems 

        Graduation Requirements

        Harassment

        Infectious Diseases

        Internet Acceptable Use 

        Political Campaign Materials Distribution 

        Professional Learning

        Professional Personnel Evaluation

        Professional Personnel Layoff

        Employee Leaves and Absences

        Professional Personnel Recruitment

        Professional Personnel Sick Leave Bank

        Professional Personnel Vacations

        Professional Personnel Work Loads

        Promotion and Retention         

Student Safety

        School Closings

        Staff Conflict of Interest

        Student Code of Conduct

        Use of School Facilities

                 

Who we are:

        37 schools (31 Programs of Choice)

                20 Elementary

                8 Middle

                8 High Schools

                1 Alternative School

                28,000 Students

                2,000+ Certified Employees

                1,400+ Classified Employees

        Total Operating Budget of $377,715,147

For more information about our schools please click on the following: Hall County

Schools

Accreditation

The Hall County School System is accredited by the Southern Association of Colleges and Schools; a division of AdvancED.

        SACS Report

Directory of schools        Hall County Schools

Maps        Map of Schools

Inclement weather procedures

School closing information is posted on the school district website and is transmitted through local and Atlanta media. Additionally, parents are notified via email if they have elected to receive emails via the school messenger system. To update email preferences, please contact your child’s school.

 Certification Information

All Hall County Public School teachers, school administrators, service personnel and paraprofessionals are required by the Georgia Professional Standards Commission (GaPSC) to hold an appropriate certificate for their field, subject, grade level, or assignment. The GaPSC establishes regulations and procedures to evaluate the credentials of prospective teachers, as well as other professional employees in the schools, to ensure they meet specified preparation standards and requirements.

State certification provides a standardized base-level of professional knowledge and skills for the educators working in public schools. Like many other states, Georgia has adopted a combination of individualized requirements and some commonly used standards developed by the National Association of State Directors of Teacher Education and Certification (NASDTEC). The GaPSC outlines the state certification system in rules and procedures for the Certification of Education Personnel. For information on eligibility, reciprocity, testing requirements, and applications, please visit the GaPSC website or contact the Commission directly at:

Georgia Professional Standards Commission

Certification Section

200 Piedmont Ave, Suite 1702

Atlanta, Georgia 30334-9032

Telephone: 1-800-869-7775 Monday, Wednesday, and Friday 7:00 a.m. to 4:30 p.m.

 Email: mail@gapsc.com

Or, review information on the GaPSC’s website: www.gapsc.com

Hall County Public Schools’ Certification office provides customer support with processing certification documents for new and current employees. All certification renewals and conversions of certificates are handled by the Hall County Certification office.

Certificate Upgrades:

The GaPSC Certificate Upgrade Advisor, www.gapsc.com  can help educators find advanced degree programs closely aligned with their current fields of certification or find degree programs leading to a new field of certification while also earning a higher degree.

Instructions for Upgrading your Certificate Level:

Print and complete the 2 page PSC application, www.gapsc.com  and attach a sealed official transcript. Or you may have the transcripts sent to my email. Penny.Kerns@hallco.org (Please make sure the official transcript has the date that your degree was conferred on it).   If you have not completed the GaPSC Verification of Lawful Presence (VLP) form www.gapsc.com  print and complete the VLP form, have it notarized and send it with your PSC application packet to Penny Kerns, Certification Specialist, in Human Resources.

You must register on My PSC at www.gapsc.com to receive an email from GaPSC when your certificate has been processed.  Print your certificate via MyPSC and email a copy of your new certificate to Charlene.Young@hallco.org.  She will calculate your new pay level increase if applicable and forward the information to payroll.

Renewal for current Hall County School District Employees

The State of Georgia mandates that professional teaching certificates be renewed every five years with PLC/PLG. Unless you have an Induction Certificate, and it is renewed every 3 years. Your Principal will verify you are participating in a PLC/PLG.

Paraprofessional Certificates are issued for 5 years. Paraprofessionals will also need to be in a PLC/PLG to renew their certificate. Again, Principals will verify this at the time of renewal. Applications for renewal of certifications will be sent to the schools in March of the year of expiration.

 

 

Paraprofessional Certification Information

All Georgia Paraprofessionals must hold a valid state license issued by the Professional Standards Commission.

Applicants for paraprofessional must:

1.       Hold an associate degree or higher; OR

2.      Have at least 60 semester hours or 90 quarter hours of acceptable college credit; OR

3.      Have passed either the GACE Paraprofessional Assessment, www.gace.ets.org or Georgia Paraprofessional assessment (no longer available) or the Praxis Paraprofessional Assessment (prior to 9-1-2006).  

 

No Child Left Behind Act of 2001: The No Child Left Behind Act of 2001 (NCLB)

requires that all teachers of core academic subjects be “Professionally Qualified”.

 

To be considered “Professionally Qualified” to teach in the State of Georgia, teachers must be fully certified to teach by the Georgia Professional Standards Commission, must have demonstrated content knowledge of the subject(s) being taught [evidence of specialized training, such as an academic major in the subject and a passing score on a subject area teacher exam (i.e. Praxis II, GACE, or equivalent)], and be teaching in their field(s) of certification.  

 

Georgia’s implementation of NCLB may be found in its entirety at https://www.gapsc.com/nclb/Admin/Files/ImpPolicy.pdf

 

In agreement with your Contract of Employment with the Hall County Board of Education, all certified staff must obtain appropriate Certification and meet Highly Qualified requirements.

 

No Child Left Behind Act of 2001: The No Child Left Behind Act of 2001 (NCLB)

requires that all teachers of core academic subjects be “highly qualified”.

To be considered “highly qualified” to teach in the State of Georgia, teachers must be fully certified to teach by the Georgia Professional Standards Commission, must have demonstrated content knowledge of the subject(s) being taught [evidence of specialized training, such as an academic major in the subject and a passing score on a subject area teacher exam (i.e. Praxis II, GACE, or equivalent)], and be teaching in their field(s) of certification.

Georgia’s implementation of NCLB may be found in its entirety at https://www.gapsc.com/nclb/Admin/Files/ImpPolicy.pdf 

In agreement with your Contract of Employment with the Hall County Board of Education, all certified staff must obtain appropriate Certification and meet Highly Qualified requirements.

Student Reporting of Acts of Sexual Abuse or Sexual Misconduct

20-2-751.7(a)  The Professional Standards Commission shall establish a state mandated process for students to follow in reporting instances of alleged inappropriate behavior by a teacher, administrator, or other school employee toward a student which shall not prohibit the ability of a student to report the incident to law enforcement authorities.  Each local school system shall be required to implement and follow such state mandated process and shall include the mandated process in the student handbooks and in employee handbooks or policies.”

 

(a)    Any student (or parent or friend of a student) who has been the victim of an act of sexual abuse of sexual misconduct by a teacher, administrator or other school system employee is urged to make an oral report of the act to any teacher, counselor, or administrator at his/her school.

 

(b)    Any teacher, counselor or administrator receiving a report of sexual abuse or sexual misconduct of a student by a teacher, administrator or other employee shall make an oral report of the incident immediately by telephone or otherwise to the school principal or principal’s designee, and shall submit a written report of the incident to the school principal or principal’s designee, within 24 hours.  If the principal is the person accused of the sexual abuse or sexual misconduct, the oral and written reports should be made to the superintendent or the superintendent’s designee.

 

(c)    Any school principal or principal’s designee receiving a report of sexual abuse as defined in O.C.G.A. 19-7-5 shall make an oral report immediately, but in no case later than 24 hours from the time there is reasonable cause to believe a child has been abused.  The report should be made by telephone and followed by a written report in writing, if requested, to a child welfare agency providing protective services, as designated by the Department of Human Resources, or, in the absence of such agency, to an appropriate police authority or district attorney.

 

Reports of sexual misconduct against a student by a teacher, administrator or other employee not covered by O.C.G.A. 19-7-5 or 20-2-1184 shall be investigated immediately by school or system personnel.  If the investigation of the allegation of sexual misconduct indicates a reasonable cause to believe that the report of sexual misconduct is valid, the school principal or principal’s designee shall make an immediate written report to the superintendent and the Professional Standards Commission Ethics Division.

 

Listed Below are Definitions for “Sexual Abuse” and “Sexual Misconduct”.

 

“Sexual Abuse” means a person’s employing, using, persuading, inducing, enticing or coercing any minor who is not that person’s spouse to engage in any sexual act as defined in O.C.G.A. 19-7-5.

 

“Sexual Misconduct” includes behavior by an educator that is directed at a student and intended to sexually arouse or titillate the educator or the child.  Educator sexual misconduct by an educator may include, but is not limited to, the following behavior:

 

1.      Made sexual comments, jokes or gestures.

2.     Showed or displayed sexual pictures, photographs, illustrations, or  

        messages.

3.     Wrote sexual messages/graffiti on notes or the Internet.

4.     Spread sexual rumors (i.e., said a student was a gay or lesbian)

5.     Spied on students as they dressed, showered or used the restroom at

         school.

6.     Flashed or “mooned” student.

7.     Touched, excessively hugged or grabbed students in a sexual manner.

8.     Forced a student to kiss him/her or do something else of a sexual  

        nature.

9.     Talked or asked about a student’s developing body, sexuality, dating

         habits, etc.

10.    Talked repeatedly about sexual activities or sexual fantasies.

11.     Made fun of your body parts.

12.    Called students sexual names.

Notification to Georgia Educators Regarding Certificate Renewal and Professional Learning Units (PLUs)

Georgia educators will recall that several years ago the Georgia General Assembly enacted legislation (HB1307) which temporarily suspended a portion of the requirements to renew educator certificates. Under this law (O.C.G.A. 20-2-200[b][4]), for a period of five years, the certificate renewal requirement of demonstrating recent study was suspended. This meant educators were not required (for certification purposes only) to earn 10 professional learning units (PLUs) or their equivalent (six semester hours) during the five year certificate cycle.

The clock has been ticking, and we are fast approaching June 30, 2016, the last date of certification expiration before the requirements of this law no longer impact certificate renewal. Educators are beginning to ask whether or not we will return to the previous requirement of 10 PLUs or the equivalent for renewal. The short answer is, “yes,” for those whose certificates expire in 2016 or 2017 (June 30th of either yr certificate renewal.

Georgia educators need to know, though, that resumption of the previous renewal process is a temporary measure that eventually will be replaced by new certificate renewal requirements. While PLU requirements were suspended, a legislative study committee met and recommended improvements to professional learning for educators. One of these recommendations relates to the certificate renewal process and resulted in another change to Georgia code (O.C.G.A. 20-2-200[b][4.1]. The Georgia Professional Standards Commission (GaPSC) will convene a Professional Learning Learning Task Force in August that will develop requirements for professional learning as it relates to certificate renewal. By spring 2014 recommendations will be made to the Commission and we believe a new rule will be in place as early as April or as late as June 2014.

In addition, GaPSC has convened a Tiered Certification Task Force to design a new certification system that will include four to five certificate tiers for teacher certificates; each tier will contain renewal requirements linked to the recommendations of the Professional Learning Task Force.

In summary, GaPSC believes professional learning is an integral part of development for the education workforce. Certificate renewal will require professional learning that, in the future, may or may not be documented through PLUs. Because the work to create new systems for certification and for certificate renewal will be taking place so close to the time the provisions of HB1307 expire, GaPSC will “grandfather” those educators whose certificates expire in 2016 and 2017, which means these educators will simply be required to earn 10 professional learning units (PLUs) or their equivalent (six semester hours) regardless of what new rules are developed. Certificates expiring after June 30, 2017, will be renewed under new GaPSC rules currently under development. As always, GaPSC will seek educator feedback during the rule development process.

Fingerprinting

        It is the intent of the Hall County Board of Education to comply with

all regulations as Stipulated in the Georgia Senate Bill 526 (O.C.O.G. §20-2-211) – Fingerprinting and Criminal Records Check for Educators. Expenses for such fingerprinting will be the responsibility of the Hall County School System. All new hires, certified and noncertified, will undergo fingerprinting and a criminal record check. All employees must have a background check every five years thereafter.

Contracts

Each full-time, full-year professional employee who has been approved for employment shall be offered a legal and binding contract for the employment period. Recommendations are made by the principal to the Superintendent and by the Superintendent to the Board of Education. All employees are hired by the Board of Education at the recommendation of the Superintendent.

All contracts for certificated personnel are valid from the effective date of the contract to the end of the current fiscal year. Contract renewal from year to year depends upon job availability and a recommendation for re-employment by the Superintendent. The Board of Education must approve these recommendations prior to the issuance of contracts. If, however, there occurs a need to fill a vacancy, or to hire additional personnel, administrative positions excepted, during the time between its regularly scheduled meetings, the Board of Education authorized the Superintendent to employ and issue a contingent contract or letter of intent to qualified personnel who must be approved by the Board of Education at its next meeting.

Contracts for new employees are temporary and are not considered binding until clearance is received from the required fingerprinting and criminal records check.

Except in the case of extenuating circumstances, an employee will not be released by the Hall County Board of Education from the provisions of the contract for the purpose of obtaining a position in another Georgia school system. The Superintendent shall determine what circumstances merit releasing an employee from the provisions of the contract. While the Board of Education recognizes that there are legitimate reasons for the request for release from a contract, it also recognizes that employment carries with it ethical and professional obligations. All certificated personnel are expected to fulfill the terms of their contracts.

A teacher who violates a contract or agreement with a school system may have his or her license suspended by the Professional Standards Commission of the State of Georgia.

Electronic Resources

The Board recognizes that electronic media, including cloud and internet based resources, provides access to a wide variety of instructional resources in an effort to enhance educational opportunities. Use of electronic resources must be in support of, and consistent with the vision, mission, and goals established by the Hall County Board of Education and for the purpose of instructional support or administrative functions.

All users of the district wide area network and/or other electronic informational services must maintain strict compliance with all applicable ethical and legal rules and regulations regarding access.

Evaluation of Staff

All personnel shall be evaluated annually. When an employee's performance has been less than satisfactory, the Hall County Board of Education expects the evaluator to take corrective action, including a plan of improvement for the employee as appropriate. Additionally, the Board may demote, dismiss, or non-renew the employee.

Teacher Evaluations

All Staff members will be evaluated through Georgia’s new Teacher Keys Evaluation System (TKES) and/or Leader Keys Evaluation System (LKES). The Superintendent shall ensure that annual teacher evaluations are in accordance with state law and shall at a minimum take into consideration the following:

  1. The role of the teacher in meeting the school's student achievement goals, including the academic gains of students assigned to the teacher;

  1. Observations of the teacher by the principal and assistant principals during the delivery of instruction and at other times as appropriate;

  1. Participation in professional development opportunities and the application of concepts learned to classroom and school activities;

  1. Communication and interpersonal skills as they relate to interaction with students, parents, other teachers, administrators, and other school personnel;

  1. Timeliness and attendance for assigned responsibilities;

  1. Adherence to school and local school system procedures and rules; and

  1. Personal conduct while in performance of school duties.

An unsatisfactory yearly evaluation rating [Ineffective or Needs Development] is reported to the Professional Standards Commission. An Ineffective or Needs Development summative rating evaluation will result in the teacher remaining on his/her current step.

For Clear Renewable or Performance-Based certificates, an educator with two unsatisfactory annual performance evaluations during the previous 5-year validity cycle who have not been satisfactorily remediated by the employing school system shall not be entitled to a renewable certificate in any field.

An individual who receives two unremediated, unsatisfactory evaluations may request a one-year non-renewable waiver certificate. The PSC may review the completed application and, if approved, a one-year non-renewable waiver may be provided. During the validity period, the individual must demonstrate that the performance deficiency has been satisfactorily addressed as verified by the employer.

Transfer of Certified Personnel

The Board reserves the right to reassign and transfer personnel to other positions for the betterment of the school system at any time. The Board will receive and act upon recommendations for personnel reassignment and transfer in the light of each individual’s qualifications for the position.

Personnel Records

It is the responsibility of employees to inform the Human Resources Division of any change in home address and/or phone number so that the employee file may be updated accordingly.

Information contained in an employee’s personnel file is kept strictly confidential except as may be required by law, requested by the employee, or requested by authorized officials on a need-to-know basis. Otherwise, requests for information not specifically approved by the employee will be referred to the Executive Director of Human Resources or his/her designee. There are specific document types that are protected from public disclosure, as stated in the Georgia Open Records Act. These documents include medical records, home address information, Social Security numbers, insurance information, and confidential evaluations.

The HCSD will release, with written approval from the employee, information about the employee’s current salary, dates of employment, job title, and work location.

 

An employee may review his/her personnel records by making an appointment with the appropriate Human Resources employee, as required. Confidential reference documents are not available for review.

Any employee records maintained by supervisory personnel shall also be kept confidential, with access limited only to authorized officials on a need-to-know basis. The immediate supervisor of an active employee may retain the individual performance and evaluations records.

Annual Leave for Twelve-Month Employees

The purpose of annual leave is to provide eligible employees with an extended period of time in which to relax and reflect so that they may return to their assigned duties refreshed and ready to assume the work responsibilities ahead.  Therefore, within certain limits, these days may be used at the discretion of the individual.

The employee must use annual leave at a time convenient to the school district and consistent with the constraints of his/her position.  All leave provided for by this policy shall be scheduled in advance and must have the approval of the immediate supervisor.

Only those individuals routinely employed on a twelve-month basis are eligible for annual leave.  Such leave shall be earned at the following rate:

Annual leave may be accumulated and carried forward to the next fiscal year subject to a maximum of fifteen (15) unused days.  In the event of retirement, resignation, or termination of employment, the individual shall be paid in a lump sum for any earned but unused days of annual leave, up to a maximum of fifteen (15) days.  The following provisions also apply to annual leave:

Holiday Schedule for Twelve-Month Employees

Independence Day

1 Day

July 4

Labor Day

1 Day

September 7

Thanksgiving

3 Days

November 21, 22, 23

Winter Holidays

5 Days

December 24, 25, 26, 27, 28

New Year’s Day

1 Day

January 1

Martin Luther King Day

1 Day

January 21

Spring Holidays

2 Days

Selected Between April 1 and April 5 with Approval from Supervisor

Memorial Day

1 Day

May 27

 Effective January 1, 2018

 

505- 6 -.01 THE CODE OF ETHICS FOR EDUCATORS

 

 (1)  Introduction. The Code of Ethics for Educators defines the professional behavior of educators in Georgia and serves as a guide to ethical conduct.  The Georgia Professional Standards Commission has adopted standards that represent the conduct generally accepted by the education profession.  The code defines unethical conduct justifying disciplinary sanction and provides guidance for protecting the health, safety and general welfare of students and educators, and assuring the citizens of Georgia a degree of accountability within the education profession.

 

      (2)   Definitions

 

 (a) “Breach of contract” occurs when an educator fails to honor a signed contract for employment with a school/school system by resigning in a manner that does not meet the guidelines established by the Georgia Professional Standards Commission.

 

    (b) “Certificate” refers to any teaching, service, or leadership certificate, license, or permit issued by authority of the Professional Standards Commission.

 

 (c) “Child endangerment” occurs when an educator disregards a substantial and/or unjustifiable risk of bodily harm to the student.                 (d) “Educator” is a teacher, school or school system administrator, or other education personnel who holds a certificate issued by the Professional Standards Commission and persons who have applied for but have not yet received a certificate.  For the purposes of the Code of Ethics for Educators, “educator” also refers to paraprofessionals, aides, and substitute teachers.

 

 (e) “Student” is any individual enrolled in the state’s public or private schools from preschool through grade 12 or any individual under the age of 18. For the purposes of the Code of Ethics for Educators, the enrollment period for a graduating student ends on August 31 of the year of graduation.  

 

 (f)  “Complaint” is any written and signed statement from a local board, the state board, or one or more individual residents of this state filed with the Professional Standards Commission alleging that an educator has breached one or more of the standards in the Code of Ethics for Educators.   A “complaint” will be deemed a request to investigate.

 

 (g)  “Revocation” is the invalidation of any certificate held by the educator.  

 

 (h)  “Denial” is the refusal to grant initial certification to an applicant for a certificate.

 

(i) “Suspension” is the temporary invalidation of any certificate for a period of time specified by the Professional Standards Commission.

 

 (j) “Reprimand” admonishes the certificate holder for his or her conduct.  The reprimand cautions that further unethical conduct will lead to a more severe action.

 

 (k)  “Warning” warns the certificate holder that his or her conduct is unethical.  The warning cautions that further unethical conduct will lead to a more severe action.

 

 (l) “Monitoring” is the quarterly appraisal of the educator’s conduct by the Professional Standards Commission through contact with the educator and his or her employer.  As a condition of monitoring, an educator may be required to submit a criminal background check (GCIC).  The Commission specifies the length of the monitoring period.

 (m)  “No Probable Cause” is a determination by the Professional Standards Commission that, after a preliminary investigation, either no further action need be taken or no cause exists to recommend disciplinary action.  

 

     (3)  Standards

 

     (a)  Standard 1: Legal Compliance - An educator shall abide by federal, state, and local laws and statutes.  Unethical conduct includes but is not limited to the commission or conviction of a felony or of any crime involving moral turpitude; of any other criminal offense involving the manufacture, distribution, trafficking, sale, or possession of a controlled substance or marijuana as provided for in Chapter 13 of Title 16; or of any other sexual offense as provided for in Code Section 16-6-1 through 16-6-17, 16-6-20, 16-6-22.2, or 16-12-100; or any other laws applicable to the profession.  As used herein, conviction includes a finding or verdict of guilty, or a plea of nolo contendere, regardless of whether an appeal of the conviction has been sought; a situation where first offender treatment without adjudication of guilt pursuant to the charge was granted; and a situation where an adjudication of guilt or sentence was otherwise withheld or not entered on the charge or the charge was otherwise disposed of in a similar manner in any jurisdiction.    (b) Standard 2: Conduct with Students - An educator shall always maintain a professional relationship with all students, both in and outside the classroom.  Unethical conduct includes but is not limited to:

 

1. committing any act of child abuse, including physical and verbal abuse;

 

2. committing any act of cruelty to children or any act of child endangerment;

 

3. committing any sexual act with a student or soliciting such from a student;

 

4. engaging in or permitting harassment of or misconduct toward a student that would violate a state or federal law;

 

5. soliciting, encouraging, or consummating an inappropriate written, verbal, electronic, or physical relationship with a student;  

 

6. furnishing tobacco, alcohol, or illegal/unauthorized drugs to any student; or  

 

7.  failing to prevent the use of alcohol or illegal or unauthorized drugs by students under the educator’s supervision (including but not limited to at the educator’s residence or any other private setting).

 

(c) Standard 3: Alcohol or Drugs - An educator shall refrain from the use of alcohol or illegal or unauthorized drugs during the course of professional practice.  Unethical conduct includes but is not limited to:

 

1. being on school or Local Unit of Administration (LUA)/school district premises or at a school or a LUA/school district-related activity while under the influence of, possessing, using, or consuming illegal or unauthorized drugs; and

 

2.  being on school or LUA/school district premises or at a school-related activity involving students while under the influence of, possessing, or consuming alcohol.  A school-related activity includes, but is not limited to, any activity sponsored by the school or school system (booster clubs, parent-teacher organizations, or any activity designed to enhance the school curriculum i.e. Foreign Language trips, etc).

(d) Standard 4: Honesty - An educator shall exemplify honesty and integrity in the course of professional practice.  Unethical conduct includes but is not limited to, falsifying, misrepresenting, or omitting:

 

1. professional qualifications, criminal history, college or staff development credit and/or degrees, academic award, and employment history;

 

2. information submitted to federal, state, local school districts and other governmental agencies;

 

3. information regarding the evaluation of students and/or personnel;      

 

4. reasons for absences or leaves;  

 

5.  information submitted in the course of an official inquiry/investigation; and

 

6.  information submitted in the course of professional practice.

 

(e) Standard 5: Public Funds and Property - An educator entrusted with public funds and property shall honor that trust with a high level of honesty, accuracy, and responsibility.  Unethical conduct includes but is not limited to:

 

1. misusing public or school-related funds;  

 

2. failing to account for funds collected from students or parents;  

 

3. submitting fraudulent requests or documentation for reimbursement of expenses or for pay (including fraudulent or purchased degrees, documents, or coursework);

 

4. co-mingling public or school-related funds with personal funds or checking accounts; and

 

5. using school or school district property without the approval of the local board of education/governing board or authorized designee.

 

(f) Standard 6: Remunerative Conduct - An educator shall maintain integrity with students, colleagues, parents, patrons, or businesses when accepting gifts, gratuities, favors, and additional compensation.  Unethical conduct includes but is not limited to:

 

1. soliciting students or parents of students, or school or LUA/school district personnel, to purchase equipment, supplies, or services from the educator or to participate in activities that financially benefit the educator unless approved by the local board of education/governing board or authorized designee;

 

2. accepting gifts from vendors or potential vendors for personal use or gain where there may be the appearance of a conflict of interest;

 

3. tutoring students assigned to the educator for remuneration unless approved by the local board of education/governing board or authorized designee; and

 

4. coaching, instructing, promoting athletic camps, summer leagues, etc. that involves students in an educator’s school system and from whom the educator receives remuneration unless approved by the local board of education/governing board or authorized designee.  These types of activities must be in compliance with all rules and regulations of the Georgia High School Association.  

 

(g) Standard 7: Confidential Information - An educator shall comply with state and federal laws and state school board policies relating to the confidentiality of student and personnel records, standardized test material and other information.  Unethical conduct includes but is not limited to:

 

1.   sharing of confidential information concerning student academic and disciplinary records, health and medical information, family status and/or income, and assessment/testing results unless disclosure is required or permitted by law;

 

2. sharing of confidential information restricted by state or federal law;

 

3. violation of confidentiality agreements related to standardized testing including copying or  teaching identified test items, publishing or distributing test items or answers, discussing test items, violating local school system or state directions for the use of tests or test items, etc.; and

 

4.   violation of other confidentiality agreements required by state or local policy.

 

 (h) Standard 8: Required Reports - An educator shall file reports of a breach of one or more of the standards in the Code of Ethics for Educators, child abuse (O.C.G.A. §19-7-5), or any other required report.  Unethical conduct includes but is not limited to:

 

1.   failure to report all requested information on documents required by the Commission when applying for or renewing any certificate with the Commission;

 

2. failure to make a required report of a violation of one or more standards of the Code of Ethics for educators of which they have personal knowledge as soon as possible but no later than ninety (90) days from the date the educator became aware of an alleged breach unless the law or local procedures require reporting sooner; and

 

3.   failure to make a required report of any violation of state or federal law soon as possible but no later than ninety (90) days from the date the educator became aware of an alleged breach unless the law or local procedures require reporting sooner.  These reports include but are not limited to: murder, voluntary manslaughter, aggravated assault, aggravated battery, kidnapping, any sexual offense, any sexual exploitation of a minor, any offense involving a controlled substance and any abuse of a child if an educator has reasonable cause to believe that a child has been abused.

 

     (i)  Standard 9: Professional Conduct - An educator shall demonstrate conduct that follows generally recognized professional standards and preserves the dignity and integrity of the education profession.  Unethical conduct includes but is not limited to a resignation that would equate to a breach of contract; any conduct that impairs and/or diminishes the certificate holder’s ability to function professionally in his or her employment position; or behavior or conduct that is detrimental to the health, welfare, discipline, or morals of students.

 

     (j)  Standard 10: Testing - An educator shall administer state-mandated assessments fairly and ethically.  Unethical conduct includes but is not limited to:

 

     1.   committing any act that breaches Test Security; and

 

     2.   compromising the integrity of the assessment.        (4)  Reporting

 

     (a)  Educators are required to report a breach of one or more of the Standards in the Code of Ethics for Educators as soon as possible but no later than ninety (90) days from the date the educator became aware of an alleged breach unless the law or local procedures require reporting sooner. Educators should be aware of legal requirements and local policies and procedures for reporting unethical conduct.  Complaints filed with the Georgia Professional Standards Commission must be in writing and must be signed by the complainant (parent, educator, or other LUA/school district employee, etc.).

 

     (b) The Commission notifies local and state officials of all disciplinary actions.  In addition, suspensions and revocations are reported to national officials, including the NASDTEC Clearinghouse.

 

     (5)  Disciplinary Action  

 

     (a) The Georgia Professional Standards Commission is authorized to suspend, revoke, or deny certificates, to issue a reprimand or warning, or to monitor the educator’s conduct and performance after an investigation is held and notice and opportunity for a hearing are provided to the certificate holder.  Any of the following grounds shall be considered cause for disciplinary action against the holder of a certificate:

 

     1. unethical conduct as outlined in The Code of Ethics for Educators, Standards 1-11 -10 (GaPSC Rule 505-6-.01);

 

     2. disciplinary action against a certificate in another state on grounds consistent with those specified in the Code of Ethics for Educators, Standards 1-11 -10 (GaPSC Rule 505-6-.01);

 

     3. order from a court of competent jurisdiction or a request from the Department of Human Resources that the certificate should be suspended or the application for certification should be denied for non-payment of child support (O.C.G.A. §19-6-28.1 and §19-11-9.3);

 

     4.  notification from the Georgia Higher Education Assistance Corporation that the educator is in default and not in satisfactory repayment status on a student loan guaranteed by the Georgia Higher Education Assistance Corporation (O.C.G.A. §20-3-295);

 

5. suspension or revocation of any professional license or certificate

 

6. violation of any other laws and rules applicable to the profession (O.C.G.A. §16-13-111); and

 

7. any other good and sufficient cause that renders an educator unfit for employment as an educator.

 

      (b)  An individual whose certificate has been revoked, denied, or suspended may not serve as a volunteer or be employed as an educator, paraprofessional, aide, substitute teacher or, in any other position during the period of his or her revocation, suspension or denial for a violation of The Code of Ethics.  The superintendent and the educator designated by the superintendent/Local Board of Education shall be responsible for assuring that an individual whose certificate has been revoked, denied, or suspended is not employed or serving in any capacity in their district.  Both the superintendent and the superintendent’s designee must hold GaPSC certification.  Should the superintendent’s certificate be revoked, suspended, or denied, the Board of Education shall be responsible for assuring that the superintendent whose certificate has been revoked, suspended, or denied is not employed or serving in any capacity in their district.

 

Authority O.C.G.A. § 20-2-200; 20-2-981 through 20-2-984.5

 

Hall County Schools Acceptable Use of Electronic

Media or Personnel, Substitute Teachers,

Volunteers, and Vendors

The Hall County Board of Education recognizes that electronic media, including the internet, provides access to a wide variety of instructional resources in an effort to enhance educational opportunities. Use   of electronic resources must be in support of, and consistent with the vision, mission and goals   established by the Hall County Board of Education and for the purpose of instructional support or administrative functions. All users of the district-wide area network and/or other electronic informational services must maintain strict compliance with all applicable ethical and legal rules, including The Georgia Professional Standards Commission Code of Ethics for Educators, and all regulations regarding access.

 

The following document outlines guidelines for use of the computing systems and facilities located at or operated by Hall County Schools (HCS). The definition of HCS information and data resources will include any computer (including handheld devices), server or network, or access provided or supported by HCS, including portal-delivered applications and the Internet. Use of the computer facilities includes the use of data/programs stored on HCS computing systems, data/programs stored on magnetic tape, floppy disk, jump drives, USB devices, CD-ROMs, DVD-ROMs, computer peripherals, or other storage media that is owned and maintained by HCS. The "user" of the system is the person requesting an account (or accounts) in order to perform work in support of the HCS program or a project authorized for HCS. The purpose of these guidelines is to ensure that all HCS technology users share the HCS technology   resources in an effective, efficient, ethical and lawful manner. All users of HCS technology resources and facilities must agree to and sign the terms of this acceptable use agreement.

 

As a HCS employee, volunteer, or vendor, you will be expected to maintain appropriate passwords to obtain access for your job and/or tasks. All HCS issued passwords should be changed within one week of issuance by the user if the application enables the user to do so. Not all applications allow you to do this. Passwords should be changed every 90 days thereafter to maintain the integrity of the HCS network. If your password is compromised, request a new password through your building administrator.

 

Login information, usernames, and passwords are confidential. YOU are responsible for keeping logins secure. At no time should anyone log in with your username or password, and you should not use someone else’s information. Students should never log into a teacher or staff member’s computer; this must be done by the teacher or staff member.

 

You are responsible for ensuring that any computers or computing devices, diskettes, CD, memory sticks, USB flash drives, or other forms of storage media that you bring in from outside the school are virus free and do not contain any unauthorized or inappropriate files. Employees, volunteers, vendors, or students  are not permitted to use their personal computer or computing devices to connect to the HCS network.

 

Additionally, HCS technology and electronic resources must not be used to:

·         Harm other people (including cyber bullying and harassment).

·         Interfere with other people’s work.

·         Steal property.

·         Gain unauthorized access to other people’s files or programs.

·               Gain unauthorized access to online resources by using another individual’s

        password.

·         Make changes to the hardware or software configuration of any machine

without following HCS technology department procedures for approval.

·            Improperly use the network, including introducing software viruses

and/or bypassing local school or office security policies.

·              Gain personal profit by selling of goods or property in a business or

personal environment.

·         Solicit or distribute political information or materials.

·         Steal or damage data and/or computers and network equipment.

·               Download copyrighted software, music, or images, or violate any copyright

laws.

·            Access, upload, download, or distribute pornographic, hate-oriented,

profane, obscene, sexually explicit material, or other inappropriate

material.

 

Under no circumstances are users to upload/install any materials, program, files, or applications onto HCS computers, network equipment, or any computer systems without obtaining prior written consent of a   HCS technology coordinator.

 

Failure to follow these guidelines may violate Georgia Laws related to computer crimes as set forth in the Official Code of Georgia, O.C.G.A. 16-9-90, 16-9-91, 16-9-93, and 16-9-93.1, as well as Title XVII of United States Public Law 106-554, known as the Children’s Internet Protection Act and 20 USC 1232g, known as the Family Educational Rights and Privacy Act. Such actions can also lead to disciplinary actions, up to and including loss of access to HCS technology resources and further disciplinary actions as defined by existing HCS policies.

 

At no time should student names be broadcast or disclosed in unauthorized communications sent outside the HCS network.  For example, teacher-initiated progress reports sent through email to a parent are appropriate, but posting individually identifiable student testing data, student pictures or video on a non- HCS website is not appropriate. Teachers should always directly supervise classroom activities, including when students are communicating outside of HCS. Such activities might be classroom-to-classroom collaborative projects, blogs, wikis, podcasts, vodcasts, networking sites, and website-related instructional activities. When utilizing web instructional resources such as, but not limited to blogs, wikis, networking sites, all posts must be teacher moderated and when possible provide closed or invitation only access.  At no time should student privacy be compromised in these communications, nor should a student’s work be delivered outside of HCS without direct supervision of the student’s teacher. Student and staff data may  be transmitted periodically to educational and government entities for required business purposes, but  these transmissions are managed in a secure environment to maintain student and staff confidentiality.

 

Employees who bring privately owned computers/other technology devices used in HCS environments are personally responsible for the equipment.  Responsibility for the maintenance and repair of the equipment rests solely with the owner of the equipment.  Any damage or theft to the equipment is the responsibility of the owner of the equipment.  Software residing on privately owned computers must be privately owned and properly licensed.  All devices must include up-to-date anti-virus software.

District technicians and/or school-based personnel will not service or repair privately owned hardware or software.  No internal components belonging to the district shall be placed in any personal equipment, whether as enhancements, upgrades or replacement.

All HCS technology use is subject to auditing, as well as live and archived monitoring where appropriate. All deleted email is archived for 14 days. Users should have no expectation of privacy when using HCS computers, network, or equipment.

 

 

 

_____________________    _________________ Employee  Signature                                      Date                                          

 

 

 

 

Social Networking Statement

Social Networks

As educators, we have a professional image to uphold and how we conduct ourselves online helps determine this image. As reported by the media, there have been instances of educators demonstrating professional misconduct while engaging in inappropriate dialogue about their schools and/or students or posting/sharing pictures and videos of themselves engaged in inappropriate activity. Some educators feel that being online shields them from having their personal lives examined. But increasingly, educators’ online identities are too often public and can cause serious repercussions.

One of the hallmarks of social networks is the ability to “friend” others – creating a group of others that share interests and personal news. The district strongly discourages teachers from accepting invitations to friend students within these social networking sites. When students gain access into a teacher’s network of friends and acquaintances and are able to view personal photos, the student-teacher dynamic is altered. Friending students provide more information than one should share in an educational setting. It is important to maintain a professional relationship with students to avoid relationships that could cause bias in the classroom.

For the protection of your professional reputation, the district recommends the following practices:

Friends and friending

Do not accept students as friends on personal social networking sites.

Decline any student-initiated friend request.

Do not initiate friendships with students.

Remember that people classified as “friends” have the ability to

download and share your information with others.

Content

proprietary or libelous. Exercise caution with regards to

                        exaggeration, colorful language, guesswork, obscenity, copyrighted    

                 materials, legal conclusions and derogatory remarks or characterizations.

                risk.

           parents, your administrator, visiting your site. It is not like posting

           something to your website or blog and then realizing that a story or photo

           should be taken down. On a social networking site, basically once you post

           something it may be available, even after it is removed from the site.

                         personnel.

·         Do not post images that include students.

·         Remember that nothing is never truly deleted once it is posted on the internet. As

                          with social networking sites, be cautious of the content that you post to

                           photosharing applications such as snapchat and Instagram.

Security

·         Due to security risks, be cautious when installing the external applications that

                          work with the social networking site. Examples of these sites are calendar

                          programs and games.

·         Be careful not to fall for phishing scams that arrive via email or on your wall,

                          providing a link for you to click, leading to a fake login page.

·         On your personal computers, it is recommended that you visit your profile’s

security and privacy settings. At a minimum, educators should have all privacy settings set to “only friends.” “Friends of friends” and “Networks and Friends” open your content to a large group of unknown people. Your privacy and that of your family may be a risk. People you do not know may be looking at you, your home, your kids, your grandkids, - your lives!

·         NO ONE in the district will ever ask for your username and/or password. The

                  HCSD does NOT maintain a password list. If you forget your password,

contact your principal to request a new password.

Please stay informed and cautious in the use of all new networking technologies.

Activities: Any planned activity outside of the normal daily routine, i.e., field trips,

concerts, pep rallies, assemblies, etc., must be submitted in writing to the principal for approval.  Upon approval, the activity will be added to the master school calendar.  

Arrival and Dismissal Procedures: The normal work day for full-time employees

is eight hours. The reporting times and dismissal times may vary from school to school. Please consult your principal for the actual working hours for your school.

Attendance Reporting Procedures for Students: Teachers should keep accurate

records for each student, every day. Should discrepancies exist, the teacher should notify the attendance clerk.

Before/After School Activities: All activities scheduled before or after school

must be supervised by a staff member.  Teacher sponsors/coaches will not depart until all students in their charge have been picked up.  

Care of Room and Building: Each staff member is requested to help keep our school

campuses clean and attractive. Students should help pick up books, paper, and debris during the school day in order to allow the custodial staff to effectively mop and vacuum the floors.  It is important that we work as a team to keep our buildings clean and take pride in it.

Cell Phone Use: In order to protect academic time, teachers should refrain from using

their personal cell phones during instructional time, except in the case of an emergency or if it is being used as part of the instructional activity. Additionally, students should follow a similar process. Schools may choose to have a more detailed usage of personal technology for students and staff. Please refer to the district Acceptable Use Agreement for staff and students for additional information

Clinic: The clinic will be supervised by a nurse. Students who need medication should

bring a note from home, specifying the time and dosage for the medicine. A medication form must be on file in the clinic.  Students MUST HAVE WRITTEN PERMISSION from their parents to take any medicine, including any over-the-counter drugs.  MEMBERS OF THE STAFF ARE NOT TO FURNISH ANY STUDENT WITH ANY MEDICATION, INCLUDING ANY NON-PRESCRIPTION MEDICATION.

Conflicts of Interest

Employees should be aware of situations and activities that may be construed as a conflict of interest.

Endorsements

HCSD employees carry the responsibility of being a representative of the district. Employees should be aware that decisions and actions that could be interpreted as written or oral endorsements of a product or service should be considered in the light of whether the action may be interpreted as a conflict of interest.

No employee of the HCSD shall give a written or oral endorsement to any company or representative for promotional purposes for any periodical, book, or product that may be offered for sale to schools, parents, or pupils in his/her charge. Actions that could be construed as a conflict of interest or a violation of the Code of Ethics for Educators may jeopardize the staff member’s employment relationship with the HCSD.

 

Non-School Employment

HCSD employees are reminded that their job assignments within the district are their first obligation and if outside employment is taking time or energy from this position or affecting their performance, they will be asked to choose one or the other.

Each principal/supervisor has direct responsibility for evaluating the effects of outside employment on personnel assigned. Employees seeking employment in any private business or outside activity during the term of their contract should first receive permission from their respective principal/supervisor before entering into such supplementary employment.

Tutoring

Teachers may not offer private instruction on a fee basis to any student who is presently enrolled in their classes. It is incumbent upon professional staff members to assist students in their classes after school and whenever feasible.

It is preferred that a tutor be a person who is not on the staff of the school in which a student is enrolled. Tutoring must be done in such a way as not to interfere with the orderly routine of the teacher's regular day and school responsibilities.

Dual Pay

Employees shall be prohibited from receiving dual pay for services rendered during the regular working hours. The employee must forfeit the regular pay or the pay from another agency, organization, or individual. Employees may receive payment for services rendered while on non-medical leave or for services performed other than during the regular working day.

        

Political Involvement

The Board recognizes that employees have the same civic responsibilities and privileges as any other citizen including the privilege of campaigning for and holding public office and actively supporting candidates and causes in the political arena. The Board also recognizes that the district is entrusted by the citizens of the county and the state of Georgia with a vitally important public mission and that an employee’s political activities must not interfere or conflict with an employee’s job or with the best interest of the district.

An employee who participates actively in a political activity cannot be promoted, demoted, transferred, or terminated solely because of his/her political participation as long as such actions follow the guidelines stated in this policy.

Employees are NOT allowed to use HCSD means [materials, technology, equipment, facilities, grounds, or other] to support or oppose political candidates.  

Dress

Professional dress positively impacts the perceptions of the students, the

parents, and the community.  Faculty and staff are strongly encouraged to dress in an appropriate, professional manner.  The manner in which teachers dress should be a model for students to follow; therefore, teacher attire should reflect, at a minimum, the standards outlined in the Hall County Schools Student Agenda. The obvious exceptions, due to the nature of the subjects that they teach, are the physical education teachers.  PE teachers may wear coaching shorts or walking shorts of appropriate length, sweat suits, and tennis shoes.

There are times when academic activities necessitate that teachers wear dress that is not considered to be professional. These instances require administrative approval.  (Example: outdoor field trip).

Duties: Teachers and Staff may be assigned additional duties and responsibilities.

These duties include, but are not limited to:  hall, bus, car rider, cafeteria, gate keeping, etc.

Emergency Procedures: The Hall County Board of Education requires that each

school hold one fire drill or severe weather drill per month. Additionally, lockdowns and other potential threatening emergency situations will be conducted as needed. Each employee should take time ensuring that they [and their students] are well aware of emergency protocols.

Fire Alarm Signals: If the fire alarm system does not work, the public address system will be used.  If neither is working, a voice projection system will be used.  

Emergency evacuation maps and procedures are posted in each classroom.

Teacher Responsibilities:

1.        Make students familiar with the plan.

2.        Keep control of students (don’t panic).

3.        Know what is expected of you in this situation.

4.        Appoint 2 students to help others exit.

5.        Move in a rapid walk (no running).

6.        Students should be a minimum of 60 feet from the building.

7.        Take your grade book and call roll.

8.        Do not return to the building until you have been instructed to do so.

Please refer to your school’s Emergency Preparedness Plan for other situations that would require alternate or additional procedures.

Field Trips

The Board recognizes the desirability of carefully selected trips which provide instructional experiences. Students, on extended trips, when approved by the Board of Education, shall be counted as present in maintaining attendance records. Extended trips which tend to become sightseeing excursions should not be scheduled on regular school days because they have limited instructional value.

All field trips must conform to State Board of Education policy, and the rules and regulations developed to implement this policy.

Additionally, all field trips must be preapproved by the principal prior to the collection of any money (if applicable) and must give adequate time for proper evaluation by the principal and Board of Education.

Fundraisers

Fundraisers must be preapproved by the principal prior to conducting the fund

raiser. Any and all money collected should follow school and district guidelines. All money should be given to the school bookkeeper with receipts and proper documentation.

Health and Safety

The Board recognizes the responsibility for ensuring the safety of all employees. Therefore, it is the policy of the Board to take all practical steps to develop and implement a safety program for all employees, which will provide and maintain safe and healthful working conditions, adequate protection equipment and develop operating procedures and practices that comply with federal, state, and local legislation pertaining to accident prevention.

To help ensure safe working conditions, an employee is responsible for:

Knowing the potential hazards of the job.

Learning and following the safety practices required by management.

Using health and safety devices required by the job (the Hall County

Board of Education has adopted a policy regarding Infectious

Diseases; all employees are required to be familiar with this policy).

Detailed information can be found at Infectious Diseases.

Correcting and/or reporting safety hazards immediately.

Immediately reporting any accident or injury to supervisor.

Obeying “No Smoking/No Tobacco” regulations. All students and staff are

prohibited from tobacco use on campus or at school activities, functions, or events. While fulfilling their duties as district employees, staff members shall not use tobacco in the presence of students or on school system property.

         Operating machinery or equipment only if qualified to do so.

Maintaining good housekeeping practices including keeping all fire exits

clear and firefighting equipment accessible.

Personnel Smoking

No employee, student, nor school visitor is permitted to use any tobacco product while in any building, facility, or vehicle owned or leased by the HCSD. This includes all school grounds and property as well as athletic fields and parking lots. Tobacco use is prohibited at all school or system-sponsored events 24 hours a day, seven days a week.

Identification and Security Badges

All full-time employees of the HCSD will have picture identification badges. The badge allows the employee to be admitted to Hall County School athletic activities [regular season events only] and to receive certain specified merchant discounts. When an employee terminates, his/her badge should be returned to the Hall County School District.

Moment of Silence

During the 1994 Georgia legislative session, a law was enacted requiring a

moment of silence at the beginning of each school day.  The law reads, “In

each public school classroom, the teacher in charge shall..., conduct a brief

period of quiet reflection for not more than 60 seconds with the participation of all pupils therein assembled.” This time is not intended to be and shall not be conducted as a religious service or exercise, but considered as an opportunity for a moment of silent reflection on anticipated activities of the day.  A suggested format could be, “As we begin another school day, let us take a few moments to reflect quietly on our day, our activities and what we hope to accomplish.”  Students and staff are to remain quiet during this moment of silence.  

Money Collected At School

All money collected should be counted and receipted

by the teacher and turned in to the bookkeeper. No money should be collected without prior approval from the principal.

Parent Conferences

Parent conferences should be held when necessary. The

conference is the ideal forum to clarify goals, redefine expectations, make positive statements about the student, and set goals for improving performance in both behavior and achievement.  Teachers are cautioned not to be delinquent in carrying out their responsibility as a professional by letting a situation deteriorate before seeking a conference.  Teachers are asked to keep a record of parent contact whether by formal conference, phone conference, written communication, or casual meeting. Many times, conferences are most productive when the student is present.  This parent-educator-learner partnership keeps the lines of communication open.  It may be helpful to have another staff member present, including an administrator.

Pledge of Allegiance

Students will be afforded the opportunity to recite the Pledge of

Allegiance each morning.  Students participating in the recitation of the Pledge will be expected to stand and face the flag and recite the Pledge in unison.  Students who choose not to participate in the recitation of the Pledge may stand and refrain from reciting the Pledge or remain seated.

Parent’s Right to Know

The No Child Left Behind Act (NCLB) of 2001 emphasizes

improving teacher quality as a method of increasing student achievement.  Title II, Part A of the legislation guides school districts toward focusing on programs and activities which prepare, train, and recruit highly qualified teachers, principals, and paraprofessionals.  Teachers providing instruction in core academic subjects must be certified and “highly qualified” as required by the federal regulation and guidelines established by the Georgia Professional Standards Commission. 

Parents may request information about the professional qualifications of their

child’s teacher.  Parents have the right to know:  

Hall County Schools is committed to providing excellent educational programs and services to students and takes pride in the professional activities and resources available to improve the qualifications and practices of educators.  

Reimbursement

Teachers should have prior administrative approval in order to

purchase items for reimbursement.  Please turn in original receipts and any other necessary documentation to the bookkeeper in a timely fashion.

Smoking/Tobacco Policy

Tobacco use of any kind is prohibited on all Hall

 County properties and on any school sponsored field trip or at any school event.

Staff Meetings

Regular staff meetings are a necessary part of the district operations. Each school shall have a schedule for staff meetings on a regular basis. The principal shall call special staff meetings for professional learning, accreditation, and/or workshops as deemed necessary. All staff members are required as part of their teaching/employment responsibilities to attend any or all such meetings as designated by the principal.

Student Assessment in Georgia Schools

Standardized testing has become a basic component of accountability for students, teachers, administrators, schools, and school systems in Georgia and other states. Communities rely on their schools' standardized test scores to determine the success of their schools and to compare them to other communities. New industries use test scores as a major factor in selecting locations for new facilities. As a result of national and state accountability ratings, standardized testing has become important to all states. When tests are properly administered, scored, and interpreted with a high degree of professionalism, all of the aforementioned stakeholders can be guided to make reliable and appropriate decisions. A good testing program provides the following benefits:

 

1.        Students, based on their individual test scores, will know the skills

and knowledge they have mastered and how they compare to other students.

                2.        Parents can evaluate whether their children are obtaining the skills

and knowledge they need to be successful during and after their school experiences.

3.        Teachers can determine if students have mastered the skills and

knowledge needed to advance to the next level and if not what skills and knowledge are weak and should be improved.

4.        Community members have a measuring stick to compare

year-to-year improvement and to compare local student performance with performances of students in other locations.

Georgia relies on state-mandated assessments as a key component of the state accountability program as well as using the test results to fulfill national requirements for educational accountability. For reliable and valid reporting, tests must be administered fairly and ethically. In the pursuit of fair and ethical testing for all stakeholders of Georgia, the following areas shall be addressed before, during, and after testing.

Test Security – Test materials should be secured before, during, and after

testing and scoring to ensure fair assessment of all students.

Test – The test should reflect the curriculum being taught, and should be  

             developmentally appropriate for the age and level of the test-taker. Teachers should be trained on proper administration procedures and

testing practices.

Test Administration – Policies and procedures should be developed to

implement fair and ethical testing procedures and practices. All

eligible students should be assessed.

Test Data – Test scoring should be reliable and valid. Test data

interpretation shall be appropriately given to stakeholders. Curriculum improvement should be guided by adequate data analyses.

Georgia Student Assessment Program Responsibilities

Standardized tests results are the basis for many reports and accountability measures. Because of the priority in national and state expectations, the administration of tests shall be held to the Code of Ethics. An essential component is that all personnel perform their assigned responsibilities to maintain test integrity and for the process to be appropriately implemented.

CEO/Superintendent - The CEO/Superintendent has ultimate responsibility and

accountability for all testing activities within the local school system.

specific roles and responsibilities for the administration of tests.

of all testing activities.

Conducts investigations of reported testing irregularities (e.g. student cheating,

unethical professional conduct). Reports unethical professional conduct to

the Educator Ethics Division of the Professional Standards Commission.

Monitors testing activities in the local school system to guarantee compliance

with regulations established by the State Board of Education and current

legislation.

Informs local board members, parents, and other citizens about requirements

pertaining to statewide testing.

Ensures that appropriate local personnel attend GaDOE workshops concerning

state assessment programs.

            Reviews and returns certification/verification forms to the Office of Assessment

and Accountability at the GaDOE by the due dates.

Ensures that Principal’s Certification Forms are completed after each test

administration and retained as required.

Approves all special administrations.

Informs citizens residing within the local system’s area concerning the collective

achievement of enrolled students by school and system.

Ensures that local calendars are planned so that all tests are administered

according to the published testing calendar.

System Test Coordinator

Coordinates all test administration activities within the school system.

Serves as liaison between the system and the GaDOE for all test administration

activities.

Assumes responsibility for carrying out the approved plan for administration of

all tests.

Furnishes all information and submits all forms required by the GaDOE by

specified dates.

Ensures principals complete the Principal Certification Form for each

administration and maintains these forms for five years.

Orders special format tests (Braille or large print).

Receives test materials from GaDOE at a designated time and place and

maintains them in a secure location.

Reviews and follows all procedures in all administration manuals and is familiar

with administrators' roles and proctors' roles.

Adheres to test dates, time schedules, and specified instructions set by the

GaDOE.

Ensures that each test setting (room) is suitable, has an assigned examiner, and

has the appropriate number of proctors.

Accounts for all test materials delivered to the school system and for the

disposition of specific materials.

Attends statewide testing program meetings.

Arranges schedule for staff to monitor schools during testing sessions.

Trains all system/school personnel involved in test administration, including

School Test Coordinators, examiners, proctors, the system Special Education Coordinator (on the administration of the GAA), the system ESOL Coordinator (on the administration of ACCESS for ELs/Alternate ACCESS), and any others who have responsibilities related to testing and/or testing materials.

Ensures that Principals and School Test Coordinators are aware of and follow the

        protocols/procedures prescribed in Student Assessment Handbook,

testing manuals, and other ancillary materials.

Maintains a portfolio of all training session materials and rosters of attendees.

Answers questions of all School Test Coordinators and Principals and makes

decisions regarding testing, when appropriate.

Ensures that School Test Coordinators account for all students in terms of testing

requirements.

Ensures strict test security and reports to the CEO/Superintendent concerning

testing irregularities (i.e., student cheating, unethical professional

conduct).

Communicates to the Assessment Administration Division when testing

irregularities occur.

Distributes test results to the CEO/Superintendent and to the schools in a timely

manner and ensures that students are informed of the expected date for

the return of the test results.

Interprets test results to school personnel and appropriate others.

Ensures that local calendars are planned so that all tests are administered

according to the state- published testing calendar that provides testing dates for the current and future academic years.

Ensures that students, parents, and the general public have access to information

concerning all test administrations and utilization of test results.

Works with system personnel to communicate to parents of students with IEPs,

IAPs, and EL/TPC plans pertinent information regarding all statewide tests.

Facilitates the transfer of GAA portfolios when students withdraw from or enrolls

in the school system.

System Special Education Coordinator

Acquires and maintains current information on the statewide testing program,

including the section for Students with Disabilities, which is found in the Assessing Special Populations section of the Student Assessment Handbook and

the Accommodations Manual.

Acquires and maintains current information of IDEA, state rules, and waiver

process for students with disabilities.

Provides technical assistance to special education teachers on test

administration.

Ensures that all due process rights pertaining to the testing programs are

provided for students with disabilities.

Ensures that IEP teams understand the appropriate selection of approved

accommodations and the selection of the Georgia Alternate Assessment

for state-mandated tests.

Ensures that appropriate documentation is maintained for all students with

disabilities.

Ensures that students with disabilities have the appropriate test-taking

experience or have been taught test-taking skills prior to taking the tests.

Informs System Test Coordinator of the number of special format tests (e.g.,

Braille, Kurzweil, or large print) needed to test students with disabilities

for all test administrations.

Informs the System Test Coordinator of the number of students who must

receive each accommodation allowed by state regulations.

Acquires and maintains current information about the Georgia Alternate

Assessment (GAA).

Discuss the GAA with students and parents/guardians.

Informs parents and students of participation in the GAA and the requirements

for graduation and diploma eligibility.

Ensures that the following activities are completed by special education

personnel in preparation for all state-mandated assessments.

Discusses the state-required tests with the students and parents/guardians.

Informs IEP students and their parent(s)/guardian(s) of pertinent test

information and the role of the IEP team in identifying test 

accommodations, if any, which the student may require in order to

participate.

Discusses with the student and parents/guardians the consequences of the

student not passing a state-mandated assessment. Such a discussion

should include the state rule (e.g., implications of the Secondary)

Ensures that all special education teachers have been trained to administer the GAA.

Collaborates with Title III/ESOL colleagues to train the appropriate teachers to

administer the Alternate ACCESS for ELs.

System Title III/ESOL Coordinator

Ensures that all assessments and, in certain cases, conferences relating to a

student's ESOL eligibility (Rule 160-4-5-.02) are documented prior to

assigning EL or EL-M status.

Acquires and maintains current information on the statewide testing program,

including the section on accommodations for EL or EL-M students which

is found in the Accommodations section of the SAH.

Acquires and maintains current information of state rules and the

deferment/accommodation process for EL or EL-M students.

Provides technical assistance to teachers on test administration.

Ensures that appropriate documentation is maintained for all EL or EL-M

students.

Ensures that EL or EL-M students have appropriate test-taking experience or

have been taught test-taking skills prior to taking the tests. EL-M students

should not be administered the ACCESS.

Informs the System Test Coordinator of the number of students who must

receive each accommodation allowed by state regulations.

Ensures that the following activities are completed by EL/ESOL personnel in

preparation for all state-mandated assessments:

Discusses the state-required tests with the students and parents/guardians.

Informs EL or EL-M students and their parent(s)/guardian(s) of pertinent test information and the role of the EL/TPC in identifying test accommodations, if any, which the student may require    in order to participate.

Discusses with the student and parents/guardians the consequences of the

student not passing a state-mandated assessment. Document the occurrence of this discussion.

Informs System Test Coordinator of the names of EL students receiving

deferments. This list should specify which tests or subtests are subject to

deferment.

Trains Title III/ESOL teachers to administer ACCESS for ELLs and collaborates

with special education colleagues to train the appropriate teachers to

administer the Alternate ACCESS for ELLs.

Principal

The Principal has ultimate responsibility and accountability for all testing

activities within the local school.

Ensures proper environment for test administration.

Ensures that all testing sites are appropriately prepared: adequate student

workspace, proper lighting, good ventilation, sufficient number of desks in

good repair, instructional materials (e.g. posters, word walls, etc.)

removed or covered, etc.

Ensures that the test accommodations identified in students’ IEPs, IAPs, and

EL/TPC plans are provided for each student as specified.

Ensures that testing sites are free of interruptions during test administration (e.g.

intercom messages, visitors, wandering student).

Designates a School Test Coordinator to coordinate the testing program. The

School Test Coordinator must hold a PSC-issued certificate.

Assigns personnel to serve as Examiners and Proctors.

Arranges appropriate schedules for teachers who will be Proctors and Examiners

and for those who will be teaching other students not involved in testing.

Informs students and parents/guardians about the purpose of testing, dates and

times for testing, and expected dates for return of test results.

Creates an atmosphere in which all staff members know that their cooperation is

needed and expected for successful test administration.

Advises School Test Coordinator, Examiners, and Proctors if emergency

situations arise.

Monitors the administration of test.

Supervises all testing activities to ensure strict test security.

Maintains test materials in a secure location, with restricted access.

Ensures that only staff members who have been trained on the proper

management of secure test materials handle such materials.

Notifies the System Test Coordinator of testing irregularities and provides

explanation of circumstances.

Ensures that the school calendar is planned so that all tests are administered

according to the system’s testing calendar.

Monitors test preparation activities to ensure that secure testing materials are

not misused.

Verifies all special education teachers have been trained to administer the GAA.

Verifies all ESOL teachers have been trained to administer the ACCESS.

Verifies all kindergarten teachers have been trained to administer the GKIDs.

Validates the content and procedures of students’ portfolios by signing the GAA

validation form.

Reviews and returns the Principal’s Certification Form to the System Test

Coordinator after each administration.

School Test Coordinator

Receives test materials from System Test Coordinator and verifies numbers received.

Determines the number of test booklets to be assigned to each testing site and accounts for

      material distribution and return.

Prepares all testing sites.

Assists Principal in assigning Examiner(s).

Assigns Proctors appropriately in accordance with state guidelines.

Accounts for the security of all test materials during the time the materials are in

the building.

Under supervision, ensures the accuracy of student FTE and GTID numbers on

each answer document.

Ensures all materials are stored in a secure, locked location with restricted

access. Confirms access is restricted by accounting for keys.

Conducts orientation and training sessions for Examiners and Proctors.

Ensures that only staff members who have been trained on the proper

management of secure test materials handle such materials.

Adheres to system testing schedule.

Distributes test materials to and collects from each Examiner on the testing days.

Ensures Examiners sign out (date and time) materials each testing day shortly

before testing begins each day.

Ensures Examiners return (sign, date, and time) materials immediately after

testing each day.

Ensures that a minimum of one certified administrator is present and witnesses

the transcription of student responses when/where necessary (e.g. such as

when a student has the accommodation of marking answers in the test booklet). Documentation of this process must be retained.

Provides each Examiner with a list of student FTE and GTID numbers.

Gives Examiners extra No. 2 pencils, pens for writing tests, and resource

materials, if appropriate.

Accounts for all students in terms of testing requirements.

Notifies Principal and System Test Coordinator of any emergency situation and

helps to decide what action needs to be taken.

Conducts, coordinates, and supervises inspection of all completed answer

document before delivering them to the System Test Coordinator for the

following purposes only: to ensure that the student

demographic/identification information is accurate, that necessary

coding/labeling is complete, and that documents are in good condition for

scanning.

Coordinates and supervises inspection of all completed answer documents before

delivering them to the System Test Coordinator.

Completes State Required Codes (SRC) on answer documents.

Counts materials returned from Examiners each day and accounts for all

materials distributed each day of testing.

Packages and returns materials to System Test Coordinator according to

directions and time line.

Notifies Principal and System Test Coordinator of any testing irregularities and

provides explanation of circumstances.

Maintains dated student sign-in/sign-out sheets for each GHSGT administration.

Ensures that students have only one opportunity to test during each window.

Ensures that for any students not currently enrolled in their local school, the

following protocol is applied:

contacts students' schools for verification of test eligibility and requires

photo ID and maintains photocopy record. The decision to test out-of-system students is a local one. The burden of identification,

establishment of eligibility, and record-keeping ensuring score reports are returned to the appropriate school must be borne by the administering school/system.

Examiner (person administering the assessment) - Certified educators

(teachers, counselors, administrators) must administer all assessments.

Educators without Georgia certification from the Professional Standards

Commission may not administer state assessments.

Participates in training.

Reviews and follows all procedures in handling all administration materials.

Counts materials prior to testing and after testing to verify accuracy.

Ensures the security of test booklets while they are in the testing site before,

during, and after testing.

Provides No. 2 pencils, erasers, pens for writing tests, and resource materials (if

appropriate).

Ensures the accuracy of student FTE and GTID numbers on each answer

document.

Follows procedures for testing as given in Examiner's Manual, including reading

all directions to students.

Maintains control of testing situation and keeps students on task. Examiners

should actively circulate and monitor students throughout the

testing session(s).

Confirms that all assigned students have entered and bubbled in the test form

number correctly if one is required.

Allows no student to leave the test room unless there is an emergency.

Counts and verifies all testing materials each day prior to dismissing students.

With direct administrator supervision, at the conclusion of testing, inspects

answer documents for the following purposes only: to ensure that student

demographic/identification information is accurate, that necessary coding/labeling is complete, and that documents are in good condition for scanning.

Returns all test materials to School Test Coordinators immediately after testing

each day, including special format tests, such as Braille or large print.

Documents the daily receipt (date, time, and number received) of test materials

and the daily return of test materials.

Ensures that no content-related instructional materials are displayed in the

testing site.

      Charts, diagrams, and posters should not be visible. Boards should be free of

any writing.

Proctor

Participates in training.

Assumes responsibility for assigned students.

Monitors a specific area if a large testing site is used.

With Examiner supervision, assists in preparing test materials for distribution to

students in a classroom on days of testing.

Ensures that desks are clear of everything except test materials.

With Examiner supervision, assists in distributing and collecting classroom test

materials.

With Examiner supervision, answers questions regarding test procedures but

does not explain items or answer any questions regarding the content of

the test.

Remains in testing site during entire testing time.

With Examiner supervision, observes students during test to monitor that they

are:

(a) marking answers completely and correctly;

(b) choosing only one answer per item;

(c) marking answers which have the same number as the corresponding

      item number in the booklet;

(d) using only specified test materials;

(e) no using calculators unless permitted on specific subtests; and

(f) using appropriate materials such as correct test formats and answer

     documents. Reports student actions to examiner immediately.

Reports any unusual circumstances to Examiner immediately (e.g. suspicion of

cheating).

Circulates among students during testing to discourage misconduct and to be

available to answer student questions.

Avoids standing by a student’s desk too long or touching a student, as this may be

distracting.

Monitors students with disabilities, 504 students, or EL students who may

require closer observation than other students or who need special

assistance.

With Examiner supervision, assists in accounting for all classroom test materials

(Test materials should be returned to the School Test Coordinator by the

Examiner).

Assists the Examiner in maintaining strict test security.

Time Schedule

All full-time employees of the Board of Education work a minimum of 40 hours per week. The principal or program manager sets a schedule within this policy for the time of arrival and departure of all employees assigned to his/her operation.

In order for an organization to achieve its desired goals, good attendance and punctuality are necessary. Therefore, regular and prompt attendance is expected and required of all employees. If it is necessary to be absent or late to work, employees are responsible for contacting their supervisor at least one day in advance, if possible.

In case of emergency or other circumstances when it is impossible to give advance notice, employees are responsible for contacting their supervisor or designee before time to report to work.

Visitors to the School

All visitors must report to the Main Office before entering any Hall County facility and register their visit in the main office.  An identification badge will be issued to the visitor and must be worn at all times while on school property.

Compensation

To attract and retain highly qualified teachers and support personnel, Hall County Public Schools maintains competitive salaries by conducting regular job and market analysis of area school districts.

Pay Statement/Direct Deposit

        Employees may access their pay statements online via the Employee Portal.  

Penalty for Failure to Provide Certification

The employment contracts issued to certified staff are contingent upon the employee securing and continuing to hold a valid in-field certificate issued by the Georgia Professional Standards Commission. Salary adjustments may be made to conform to the certificate level approved by the Georgia Professional Standards Commission. If an employee is unable to be certified properly, the daily rate of pay may be adjusted to that of a substitute employee retroactive to the beginning of employment under the contract. The employee must be ‘highly qualified’ to teach in the assigned subject area(s) as required by the Elementary and Secondary Education Assistance Act of 1965.

Vacation

        Employees who earn vacation will accumulate hours based on the

schedule below. Other employees will follow the holiday schedule on the

annual HCSD employee calendar.

Benefits

Benefits are a large part of the total compensation package for Hall County Public School employees. In order to meet the changing needs of our employees, we are continuously reviewing and updating these benefits and their features. The following is an overview of the benefits provided by HCSD. Because of the importance of the benefits package, we encourage you to familiarize yourself with the details of the various plans from a variety of sources, including the 2014 GABreeze booklet and the State Health’s 2014 Employee Decision Guide.

Open Enrollment (OE) is the period each year when employees may enroll or change options or coverage, subject to the conditions described in the plan. The OE period, unless otherwise announced, occurs mid-October through mid-November of each calendar year. Coverage changes or enrollments become effective the following

January 1.

It is the responsibility of the employee to notify State Health and GABreeze of any changes in the number of dependents and/or the names of beneficiaries.

Insurance Plans

Insurance benefits become effective on the first day of the month following the completion of one full calendar month of employment. Temporary employees (regular substitutes and miscellaneous employees) are not eligible for benefits.

Health Insurance

Benefit eligible employees have the opportunity to enroll in group health insurance provided by the State Health Benefit Plan. Individual and dependent coverage options are available.

Dental Insurance

Optional dental coverage may be purchased for the individual employee and his/her family. Two plans are available: Select and Select Plus with Delta Dental. For information, please contact GABreeze at 1-877-342-7339 or visit their website at GABreeze.

Vision Insurance

Coverage is available through Blue Cross Blue Shield Vision. For more information, please contact BCBS at 1-855-556-4844 or visit their website at BCBS-Vision.

Life Insurance

Benefit eligible employees are automatically covered by a $15,000 group term Life and Accidental Death and Dismemberment policy provided by the Board at no cost to the employee, and underwritten Symetra. Additionally, an employee may purchase Supplemental Life insurance up to ten times his/her annual salary, up to $2,000,000. Rates for Supplemental Life insurance are age-banded. Employees may also purchase dependent life insurance coverage thru MetLife under GABreeze. For more information, please visit their website at GABreeze.

Disability Insurance

Voluntary Short-Term and Long-Term Disability coverage is available. For more information, contact GABreeze at 1-877-342-7339 or visit their website at GABreeze.

Critical Illness/Cancer Plus

Benefit eligible employees may enroll in the Critical Illness/Cancer Plus insurance plan, which supplements health care and disability plans by helping with costs associated with a critical illness. Benefits are paid directly to the employee in a lump sum when diagnosis of a covered illness is confirmed. The specific covered illnesses include heart attack, stroke, major organ transplant, end-stage renal failure, and internal cancer. For more information, contact GABreeze at 1-877-342-7339 or visit their website at GABreezee.

Flexible Spending Accounts (FSA)

HCSD employees may have payroll deduction pre-taxed to pay for eligible non-reimbursed health care expenses and for qualifying dependent care expenses. Special care must be taken in predicting out-of-pocket expenses for either the health care or dependent care plans as any unused portion of both FSA will be forfeited at the end of the plan year. The entire election for the health care FSA is available on the first day of the plan year as services are provided. Dependent care expenses are reimbursed up to the accumulated payroll deductions as services are provided.

Group Legal Insurance

For information contact GABreeze at 1-877-342-7339 or visit their website at GABreeze.

Other Benefits

        Annuities

Hall County has six approved providers for annuities:

        

Company                        Contact

Horace Mann                Wayne Parrish

ING/Reliastar                 Mack Poss

Lincoln National                Mack Poss

Metlife                        Chris Robinson

The Vanguard Group        Self-Administered

Valic                                Troy Webb

Teachers Retirement System of Georgia (TRS)

Teachers, administrators, supervisors, clerical employees, paraprofessionals, and various central office staff are eligible members of the Teachers Retirement System (TRS). Benefits become available after 30 years of service regardless of age, at 25 years of service with early retirement adjustments, or at age 60, after ten years of service. Employees who have 10 years of TRS service are eligible to apply for disability retirement benefits if permanently disabled, as well as survivor’s benefits that are paid to a beneficiary. TRS retirement benefits are funded by a combination of employee and employer contributions. Current contribution rates and additional information about TRS is available at www.trsga.com.  

Public School Employees Retirement System of Georgia (PSERS)

Bus drivers, food service employees, some non-supervisory maintenance and custodial personnel, and other employees not eligible for membership in TRS are eligible for membership in the Public School Employees Retirement System (PSERS). For members with at least 10 years of creditable service, normal retirement benefits may commence at age 65, and reduced early retirement benefits may commence as early as age 60. Members hired before July 1, 2012 contribute $4.00 per month for nine months each year. Members hired or rehired on or after July 1, 2012 contribute $10.00 per month for nine months each year. The state makes the employer’s contribution. Further information is available at www.ers.ga.gov.

 

Medicare

All employees hired after April 1, 1986, are required to pay Medicare contributions, which provide the medical benefits within the Social Security Administration.

        Workers’ Compensation

Employees may be entitled to Workers’ Compensation benefits if injured on the job. The injury must arise out of and in the course of employment. The injured employee must provide notice of the injury immediately, but no later than 30 days after the accident, to the employer, the employer’s representative, or the employee’s immediate supervisor. Failure to do so may result in the loss of benefits. The injured employee may select a medical care provider from the list posted by the Board of Education. Only those providers listed are authorized to provide medical care for a work-related injury. The Panel of Physicians is posted in conspicuous places in all locations maintained by the Board of Education and may be obtained through the Risk Management Office.

Generally, employees are not eligible for Workers’ Compensation benefits for injuries sustained: going to or coming from work; during deviations from the scope of employment (e.g., employee making a delivery drives to a place unconnected to the employment); as a consequence of imported danger (e.g., employee’s own attire or a personal weapon causes injury to self); an employee engaging in a prohibited act; an employee engaging in horseplay; during recreational or social activities; and during times in which the employee is not subject to the employer’s control (e.g., not on the premises, not during the regularly scheduled work day). Questions may be addressed to an immediate supervisor or Risk Management personnel.

Websites That May be Helpful

Instructional Resources: Hall Connect (Use your Hall County username and

password)

                

Launch point                        Infinite Campus                Teacher MySite                Outlook (email)                Hallco CCGPS                Safari Montage                AppliTrack                        Destiny                        Teacher Pages                AESOP                        Benefits                        PDExpress                        OAS                                SchoolDude                        Versatrans                        TKES                                eBoard                        Renzulli

RT3 GA                        Read 180                        Help Desk                        Mastery Connect                Lexia Learning                Atomic Learning                Pebble Go                        Brain Honey                        Google Drive

CCGPS                        Soft Chalk                        Reading Rocks

Professional Educator Resources:

        Georgia Professional Standards Commission (PSC)

                GaPSC

        Teacher’s Retirement System (TRS)

                TRS

                        

        Georgia Department of Education

                GaDOE

        Georgia School Board Association

                GSBA

        Southern Regional Education Board

                SREB