GENERAL INFORMATION GUIDE FOR CONTRACTUAL EMPLOYEES Revised March 25, 2024
TABLE OF CONTENTS PREFACE Acknowledgement Form ........................................................................................................................................ 4 Letter to Contractual Employees ............................................................................................................................ 5 CONDITIONS OF EMPLOYMENT Criminal Background Checks of Employment Candidates and Employees Policy................................................ 6 Employee Alcohol, Controlled Substance and Drug-Free Workplace Policy ........................................................ 6 Employment Eligibility Verification ...................................................................................................................... 6 Tuberculin Tests and X-Rays ................................................................................................................................. 6 GENERAL POLICIES & PROCEDURES Equal Opportunity and Nondiscrimination............................................................................................................. 7 Discrimination and Sexual Harassment.................................................................................................................. 7 Health Insurance Marketplace Coverage Options .................................................................................................. 7 Acceptable Use of Technology .............................................................................................................................. 7 Tobacco-Free Schools ............................................................................................................................................ 7 Violation of Criminal Laws.................................................................................................................................... 7 Workplace Violence Prevention Policy.................................................................................................................. 7 Reporting Child Abuse/Neglect Procedures ........................................................................................................... 7 PAYROLL PROCEDURES Income Tax Statement.......................................................................................................................................... 10 Garnishments Statement ....................................................................................................................................... 10 Pay Dates .............................................................................................................................................................. 10 SEPARATION FROM EMPLOYMENT Failure to Report to Work .................................................................................................................................... 10 Notice of Resignation ........................................................................................................................................... 10 WORK SCHEDULE Regular Work Schedule........................................................................................................................................ 11 Guidelines for Contractual Employment .............................................................................................................. 11 Maryland Healthy Working Families Act (House Bill 1)............................................................................. 11 School Closings/Delayed Openings .................................................................................................................... 12 EMPLOYEE BENEFITS Direct Deposit ...................................................................................................................................................... 13 Employee Assistance Program (EAP) .................................................................................................................. 13 Employees Credit Union ...................................................................................................................................... 13 Tax-Sheltered Annuity Program........................................................................................................................... 13 Wicomico County Public Schools 403(B) Plan Universal Availability Notice ............................................ 14 457(b) Plan .................................................................................................................................................... 14 EMPLOYEES RESPONSIBILITIES Absence from Work/Lateness .............................................................................................................................. 14 Appearance........................................................................................................................................................... 14 Contact with Students........................................................................................................................................... 14 Disruption of School Routine ............................................................................................................................... 14 Emergency & Personal Information ..................................................................................................................... 14 Identification Badges............................................................................................................................................ 15 Release of Confidential Information .................................................................................................................... 16 Reporting for Work Impaired ............................................................................................................................... 16 Timekeeping and Attendance Procedures ............................................................................................................ 16 Workplace Injury.................................................................................................................................................. 17 HEALTH STANDARDS Hepatitis B Vaccination........................................................................................................................................ 17
USE OF EQUIPMENT AND FACILITIES Basic Tools and Equipment.................................................................................................................................. 18 Drug-Free School Zones ...................................................................................................................................... 18 Fire Drills ............................................................................................................................................................. 18 Keys/Fobs ............................................................................................................................................................. 18 Safety Procedures ................................................................................................................................................. 19 Supervision of Buildings and School Grounds..................................................................................................... 19 Trespassing (Visitors)........................................................................................................................................... 19 Use of Telephones ................................................................................................................................................ 19
Acknowledgments Contractual Employees ______ I, hereby, certify that I have received a copy of the "General Information Guide for Contractual Employees" and understand that I am to read it and am encouraged to discuss any questions that I may have as to its contents with my immediate supervisor or with the Director of Human Resources, now or at any time during my employment. ______ I, hereby, acknowledge that by accepting a contractual position in Wicomico County, I agree to read, understand and abide by the Conditions of Employment and all other policies as contained in this handbook. Absence from Work/Lateness Criminal Record Check Discrimination and Sexual Harassment Policy Drug-Free Workplace Statement Employment Eligibility Verification Reporting Child Abuse/Neglect (Policy) Reporting Child Abuse/Neglect-R (Regulations) Telecommunications Technology Policy/Guidelines Timekeeping and Attendance Procedures Tobacco-Free Schools Tuberculin Tests and X-Rays Violation of Criminal Laws 403 (b) Universal Availability Notice Employee’s Signature: ______________________________ Date__________________ Printed Name: ______________________________ Witness: ______________________________
Wicomico County Public Schools 2424 Northgate Drive, Suite 100 P.O. Box 1538 Salisbury, MD 21802-1538 ____________________ Telephone 410-677-4400 FAX 410-677-4416 www.wcboe.org Dear Employee: This guide has been prepared by the Human Resource Office for the exclusive use of its contractual employees. Its contents, while not all-inclusive and detailed, are subject to periodic change and do not constitute an expressed or implied contract. It should be read in its entirety at the time of employment so that you will be familiar with policies and benefits directly affecting you as an employee. At other times, you should refer to it whenever you have a question regarding a specific item. If you cannot find the answer to your question or need further explanation, you are encouraged to contact the Human Resources Office. Should you be transferred to another work site, take this guide with you.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE CONDITIONS OF EMPLOYMENT Criminal Background Checks Policy ADM-HRR-PL-011, Criminal Background Checks Policy Employee Alcohol, Controlled Substance, and Drug-Free Workplace Policy ADM-HRR-PL-018, Employee Alcohol, Controlled Substance, and Drug-Free Workplace Policy WCPS Alcohol and Drug Testing Procedure ADM-HRR-PR-005, WCPS Alcohol and Drug Testing Procedure Employment Eligibility Verification Any person hired after November 6, 1986, must complete Form I-9, Employment Eligibility Verification, by authority of Title 8, United States Code, Section 1324A. This form is used to verify an individual’s eligibility for employment in the United States and must be completed within three (3) working days from the date of hire. Failure to complete said form and present documents necessary to prove eligibility for employment in the United States will constitute a violation of your employment with Wicomico County Public Schools and may call for your immediate dismissal. Tuberculin Tests and X-Rays (Adopted 06/10/97) An individual who has tuberculosis in a communicable state may not work in any capacity in a public school. Employees will be required to complete a questionnaire before beginning employment.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE GENERAL POLICIES & PROCEDURES Equal Opportunity and Non-Discrimination Policy & Procedure BOE-GEN-PL-001, Equal Opportunity Policy BOE-GEN-PR-006, Section 504/Title II Grievance Procedure Harassment and Sexual Harassment Policy & Procedure ADM-HRR-PL-024, Harassment and Sexual Harassment Policy ADM-HRR-PR-004, Non-Discrimination and Anti-Harassment Procedure Acceptable Use of Technology Policy & Procedure ADM-TEC-PL-004, Acceptable Use of Technology Policy ADM-TEC-PR-002, Acceptable Use of Technology Procedure Tobacco-Free Schools Policy & Procedure BOE-GEN-PL-011, Tobacco-Free Schools Policy BOE-GEN-PR-007, Tobacco-Free Schools Procedure Violation of Criminal Laws Policy ADM-HRR-PL-016, Violation of Criminal Laws Policy Workplace Violence Preventive Policy ADM-HRR-PL-028, Workplace Violence Prevention Policy Reporting of Child Abuse and Neglect Policy & Procedure SFS-GEN-PL-002, Reporting of Child Abuse and Neglect Policy SFS-GEN-PR-022, Reporting of Child Abuse and Neglect Procedure
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE PAYROLL PROCEDURES Income Tax Statement Federal and State tax laws require the employer to withhold from an employee’s salary an amount specified in accordance with place of residence and number of exemptions claimed on the employee’s withholding forms. The Finance Office will send each employee a statement of the amount of taxes withheld during the previous year (W2 form) by January 31. Requests for duplicate copies of your W2 must be made using the “Request for Duplicate Form W-2" form available from the Payroll department. Each duplicate copy requested will cost the employee $10.00. Garnishments Statement Wicomico County Public Schools expects each employee to handle his personal financial affairs satisfactorily. When served by the courts, WCPS will comply with the terms of the garnishment against an employee's salary to insure liquidation of specified debts, especially delinquent taxes. Pay Dates Contractual employees will be paid twice per month. Pay dates are the closest working day to the 15th of each month and the last working day of each month. Seasonal employees (coaches, club advisors, etc.) will be paid once per season. Social security, state and federal withholding forms and employee payroll information reports must be completed and submitted to the Human Resources department before an employee's name will be added to the payroll listings. Any changes in salary or employment status must be approved by the Director of Human Resources. SEPARATION FROM EMPLOYMENT Failure to Report to Work Statement Any employee who fails to report to his assigned duty station for three (3) or more duty days without notice to his immediate supervisor shall immediately forfeit his employment rights and shall be deemed to have voluntarily quit his job at the end of the last workday during which he worked without good cause related to his employment. Such employee shall be excluded from subsequent employment with the Wicomico County Public Schools unless approved by the Director of Human Resources. In most instances where the employee quits without proper notice, it will not be possible for that employee to receive his paycheck on the next regular pay date. Since adjustments will necessarily have to be made in the employee's regular amount of pay, said adjustments will be made in the payroll following his next regular pay date. Notice of Resignation Any employee of the Wicomico County Public Schools is expected to give notice of at least ten (10) working days prior to his resignation. Such notice must be in written form and carry the signature of the employee. The employee will not be deemed to have met the requirements of this policy until said written notification of termination is delivered to the employee's immediate supervisor or the Director of Human Resources.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE WORK SCHEDULE Regular Work Schedules An employee's regular work schedule shall be planned by the immediate supervisor or department head. For payroll purposes, the "work week" shall include the period from Sunday 12 midnight to the following Saturday 11:59 pm. The approved calendar indicates the inclusive working days for employees who are assigned to work less than 12 months. Guidelines for Contractual Employment • Limited to a thirty (30) hour work week • May only hold one (1) job with WCPS - A contractual employee will not be allowed to work two contractual positions. For example, a Substitute Teacher may not also be a Ticket Taker or work for the STARS after-school program - If you have a contractual position when you only work during the school year, you may accept one (1) position for the summer. The summer position will be limited to a thirty (30) hour work week. Maryland Healthy Working Families Act (House Bill 1) Purpose The purpose of these procedures is to implement the passage of the Maryland Healthy Working Families Act Who is Covered All employees working 26 hours or more per pay period on a regular basis who are not already receiving the minimum amount of leave reflected in these procedures, or who are covered under a collective bargaining agreement. What is the Maryland Healthy Working Families Act? It is a Maryland Law that went into effect on February 11, 2018. The Law provides for sick leave for employees working at least 26 hours or more per pay period on a regular basis. The employee can use this sick leave for the following reasons: • Care or treatment for the employee’s own mental or physical illness, injury or condition • Obtain preventative medical care for the employee or a family member • Care for a family member’s mental or physical illness, injury, or condition • Maternity or paternity leave • Absences due to domestic violence, sexual assault, stalking during the employee’s relocation or to obtain any of the following for the employee or employee’s family member: Medical or mental health attention Services from a victim services organization Legal services Definition of a Family Member Under this Law, a family member is defined as: • Spouse • Child(ren), including biological, foster, adopted, step, as well as any child for which the employee has legal or physical custody or guardianship, or stands in loco parentis • Parent, including biological, foster, adopted, or step for the employee or the employee’s spouse, as well as one who was the legal guardian of or stood in loco parentis to the employee or employee’s spouse
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE • Grandparent, including biological, foster, adopted, or step of the employee • Grandchild, including biological, foster, adopted, or step of the employee • Sibling, including biological, foster, adopted, or step of the employee Leave Accrual and Carryover Leave will accrue at the rate of one (1) hour for every thirty (30) hours worked. Leave accrual will begin on the date of employment, however earned leave cannot be used during the initial 106 days of employment with WCPS. The total amount of leave that may be accrued in any fiscal year (July 1 – June 30) is 40 hours. Up to 40 hours can be carried over into a new fiscal year. Leave may not be borrowed prior to earning, and any unused leave will not be paid out upon termination. Employees rehired within 37 weeks of leaving employment with the Board of Education will be eligible to have any unused leave reinstated that was previously available upon termination. Leave Use and Notification Procedures Generally, employees should submit a request to use available leave seven (7) days’ prior to using leave. If the use of leave is not foreseeable, the request must be submitted as soon as practicable, but not less than 1 ½ hours prior to the employee’s normal reporting time. If a leave request is submitted within 1 ½ hours of the reporting time, the leave request will be denied. Verification of appropriate use of leave (i.e., doctor’s note, etc.) will be required for any employee using more than 2 consecutive scheduled workdays, or if leave is used between the 107th through 120th day of beginning employment. Failure to provide this verification will result in subsequent requests for leave for the same reason being denied. School Closings/Delayed Openings School Closings Contractual employees will not normally be required to report for work on days when schools are closed for students due to inclement weather, or other unscheduled circumstances. Under special circumstances these employees may be required to report on such days at the direction of the Superintendent of Schools. Delayed Openings Contractual employees will report to work at a time that equals the amount of the delay combined with their usual report time. NOTE: School closings and delayed openings DO NOT affect custodial starting times. All custodians should report for work at the normal time unless otherwise directed by the emergency calling chain.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE EMPLOYEE BENEFITS Direct Deposit Statement Wicomico County Public Schools requires mandatory direct deposit for all employees. If a completed direct deposit form is not submitted to payroll by the end of the second pay period after initial hire, a paycard will be issued to that employee. Adequate notice (15 days) must be given for the original authorization to take effect, to withdraw from the plan, or for a change in bank account, or banking institution. Employees may elect to have their checks deposited in a checking or savings account, or combination thereof. Authorization forms are available at the Northgate Office or at any school office. Employee Assistance Program Statement Provided by BHS, your Employee Assistance Program (EAP) provides you and your household members with free, confidential, in-the-moment support to help with personal or professional problems that may interfere with work or family responsibilities. All discussions and subsequent services are strictly confidential. No reference to participation in the program will be made a part of the employee's personnel file. When you speak with BHS you can trust that your conversations and information will be kept completely confidential. When you call the EAP, a Care Coordinator (master’s level clinician) will confidentially assess the problem, assist with any emergencies, and connect you to the appropriate resources. This program is available 24-hours a day, 7-days a week at no cost to you. 1-800-327-2251, portal.BHSonline.com (username: ESMEC) Employees Credit Union Statement All employees of the Wicomico County Public Schools are eligible to become members of the BEE Federal Credit Union. This credit union is operated by fellow employees and provides savings and loan services. Payroll deduction is available for making loan payments and for adding money to savings. The Board will withhold amounts of $2.50 or more each pay period and will forward this money to the Credit Union on the first working day of the following month. Credit union offices are located at 1414 South Division Street, Salisbury, Maryland, with office hours on Monday, Wednesday, and Friday from 3:30 p.m. to 5:30 p.m. Contact may be made with the office during the hours they are open by calling 410-548-9351. Tax-Sheltered Annuity Programs 403 (b) Plan A 403(b) Plan, also known as a tax-sheltered annuity (TSA) plan, is a retirement plan for employees of public schools. There are benefits to contributing to a 403(b) Plan. The first benefit is that you do not pay income tax on allowable contributions until you begin making withdrawals from the plan, usually after you retire. The second benefit is that earnings and gains on amounts in your 403(b) account are not taxed until you withdraw them. Once you enroll, contributions are made under a salary reduction agreement which allows your employer to withhold money from your paycheck to be contributed directly into a 403(b) account for your benefit. There are limits on the amount of contributions that can be made to your 403(b) account each year. You can enroll in the 403(b) plan and make changes at any time during the year. Lincoln Financial Group is the sole provider for the WCPS 403(b) Plan. You have the option of choosing your investments from an array of mutual funds. In addition to the core mutual funds, participants will also have the option of investing in YourPath allocation models. These time-based asset allocation models provide participants with a pre-selected, diversified mix of the core mutual funds which are allocated to
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE align with your target retirement or distribution date. They are automatically rebalanced each year and become more conservative as you approach your target retirement age. Wicomico County Public Schools 403(B) Plan Universal Availability Notice 457(b) Plan A 457(b) Plan is a non-qualified tax-deferred compensation plan. Lincoln Financial Group is the sole provider for the WCPS 457(b) Plan. Employees set aside money for retirement on a pretax or post-tax basis. Once you enroll, contributions are made under a salary reduction agreement which allows your employer to withhold money from your paycheck to be contributed directly into a 457(b) account for your benefit. The 457(b) contributions grow tax free until withdrawal at retirement or termination of employment. Wicomico County Public Schools does not make any matching contributions to employee contributions to the 457(b) Plan. There are limits on the amount of contributions that can be made to your 457(b) account each year. You can enroll in the 457(b) plan and make changes at any time during the year. EMPLOYEE RESPONSIBILITIES Absence from Work Statement When employees are to be absent from work, they shall notify their immediate supervisor or designee, as soon as possible, but at least 90 minutes prior to the time they are required to report for duty. Failure to do so may result in corrective action. Repeated offenses will be cause for disciplinary action. Appearance Statement Public school employees are expected to dress appropriately for the position they hold and to maintain a clean, well-groomed appearance while on duty. Any specific standards of dress for certain jobs will be discussed by the appropriate department head. Contact with Students Statement Employees are expected to refrain from social and/or physical contact with students. Furthermore, all employees are prohibited from administering corporal punishment under any circumstances. Disruption of School Routine Statement A quiet, orderly atmosphere is essential in order to meet the demands of the instructional program and the needs of the employees in their various work assignments. Therefore, employees will not participate in disruptive conduct or use foul/abusive language while on duty. Emergency & Personal Information Statement Each employee has an obligation to update personal information via the Employee Online system, whenever changes occur in the following: name, address, telephone number, emergency contacts, beneficiary, dependent(s), tax exemptions, marital status.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE Identification Badges Statement It is expected that all employees, volunteers, and anyone who regularly works in and visits our school system buildings or schools will wear identification badges and abide by the following rules and procedures. 1. All school system employees who work in a school or school system building must wear an identification badge verifying that they are approved to be in the school system building. This identification badge must be worn so that it is clearly visible to others. 2. Substitutes and contractual employees must wear an identification badge. Substitute and contractual identification badges will have an expiration date at the end of each school year. If the substitute or contractual employee returns to work the following school year, a new identification badge will be issued with a new expiration date. 3. Wearing the proper identification DOES NOT preclude a person from reporting to the school or school system building reception area. It is still the responsibility of all visitors to that school system building (this includes employees that do not work in that specific building) to report to the reception area. 4. At the time the identification badge is issued, the employee will receive an identification badge and a clip. If the employee wishes to use any other apparatus to display the badge, that is permissible; however, the employee is responsible for obtaining that apparatus. 5. The employee is responsible for the care of the badge at all times. The badge should not be used for other purposes, which may damage the badge or prohibit it from being able to be read by the Kronos machine. 6. In no way should the identification badge picture be defamed or altered in such manner that the badge cannot be identified or utilized for its intended purpose. The area supervisor has the right to determine if personalization of the employee’ identification badge has exceeded the intent of the identification badge. (Example: Employee’ appearance has been drastically altered, etc.) 7. If a badge does get misplaced or damaged to the extent it will no longer scan, the employee must request a new badge using the “Request for a New ID Badge” form. The $10 replacement fee for the badge will be payroll deducted from the employee’s next paycheck. The replacement fee does not pertain to those badges that require issuance each school year for substitutes and contractual employees. Any required reissue for name change, location change, etc., will be done at no charge. 8. Any questionable condition of the badge will be determined by the Human Resources Department. If a badge has to be replaced numerous times due to damage or misuse by the employee, disciplinary action may result. 9. Employees are to return identification badges when they separate from employment. Failure to return an identification badge may result in the withholding of accrued salary or the employee’s separation may be considered “not in good standing”. 10. Anyone failing to properly wear an identification badge must be reported immediately to the building or school reception area where they will be questioned by an administrator.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE 11. The identification badge is intended for the sole use of the employee who is identified on the badge. An employee’s identification badge shall never be used by another employee for any reason. 12. Failure to abide by these rules and procedures may result in disciplinary action. Release of Confidential Information Statement Information concerning a student's school records or conduct is not to be discussed with anyone except other Wicomico County Public School employees who have a direct school-related interest in the student. Discussion of such information with student's parents shall be limited to those employees having direct responsibility for the supervision, direction or instruction of the student. Reporting for Work Impaired Contractual employees are prohibited from reporting to work with an odor of alcohol or under the influence of alcohol, chemicals, or drugs which impair one’s ability to perform normal work activities. Failure to comply could result in disciplinary action up to and including termination. Time Keeping and Attendance Procedures All employees must record their time and attendance using the KRONOS electronic time and attendance system. Upon reporting for work, employees must “clock-in”. This will facilitate your payroll editor’s creation of the Scheduled Not Clocked In report. Each employee and supervisor is responsible for proper completion of electronic attendance/time reports to account for the total days/time worked each pay period. The Fair Labor Standards Act (FLSA) identifies two groups of employees for record-keeping requirements – “exempt” and “non-exempt”. For “exempt” employees (those who are exempt from the over-time requirements of FLSA) an attendance record is all that is required. Therefore, only the initial “clock-in” is necessary. For “nonexempt” employees (those who are not exempt from the over-time requirements of FLSA), actual hours worked must be tracked in order to accurately calculate any over-time (compensatory time). Consequently, “non-exempt” employees must clock-out when departing from work for the day. Any questions as to an employee’s FLSA status – exempt vs. non-exempt – should be directed to the Human Resources Department. It is strictly prohibited to work “off-the-clock”. In other words, it is a violation of this procedure for a “non-exempt” employee to commence work prior to “clocking-in” or subsequent to “clocking-out”. It is also a violation of this procedure for any employee to instruct another “non-exempt” employee to work “off-the-clock”. Such violations should be reported to the Director of Human Resources immediately. The practice of “buddy-swiping” is strictly prohibited. Under no circumstances should an employee “clock-in” for another employee using the absent employee’s KRONOS ID badge. Such violations are subject to disciplinary action and should be reported to the Director of Human Resources immediately. All time taken off must be charged to the appropriate leave code in accordance with Board procedures. All employees approve their timecard at the end of each pay period. Supervisors must approve staff’s time electronically each pay period. Unofficial time records are strictly prohibited. All employees, with the exception of substitutes and certain temporary employees, are assigned a schedule in the KRONOS time and attendance system. Employees may not change their assigned schedule without the approval of their supervisor. If, however, a supervisor finds it necessary to change an employee’s assigned schedule, they must notify the payroll department immediately.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE For non-exempt employees, this schedule includes an assigned lunch break. Employees may not work through their assigned lunch period or come in early or work past their assigned schedule for the purpose of accumulating compensatory time. Non-exempt employees may not work in excess of their scheduled hours per week without prior approval of their supervisor. Supervisors will make every effort to avoid circumstances that will require non-exempt employees to work more than 40 hours each week. The employee’s work-week starts on Sunday, 12:00am and runs through Saturday, 11:59pm. Supervisors have the responsibility for monitoring the accrual of such overtime which results in accumulated compensatory time. Current balances for unused sick leave, personal leave and annual leave and compensatory time (if eligible) are available for all employees electronically. Employees can view their leave balances, at their convenience, at their assigned KRONOS time and attendance device. Supervisors should likewise review leave balances before approving time off for their employees. Supervisors should communicate this timekeeping procedure clearly and apply it fairly to all employees. In cases where “non-exempt” employees are routinely working substantially more than their assigned scheduled hours each pay period, supervisors should consult with their appropriate Director to examine the employee’s workload and work efficiency and review their department’s overall staffing to ensure they are appropriate. All time and attendance records, including the lunch break tracking form must be retained for a period of five (5) years. Failure to comply with these procedures could result in disciplinary action up to and including termination. Workplace Injury To Report an Injury: 1. Injured worker notifies supervisor. 2. Injured worked immediately calls injury contact center at 1-877-545-9152 a. Employer Name – Wicomico County Board of Education b. Search Code - MABE04 3. Company Nurse gathers information and helps injured worker access appropriate medical treatment. 4. If you seek medical attention, you must report to HR following your doctor’ visit. Do not report to the school nurse. The Company Nurse is an outside agency that handles workplace injury reporting. Company Nurse is available 24/7/365. HEALTH STANDARDS Hepatitis B Vaccination Statement All employees who have been identified as having exposure to blood or other potentially infectious materials will be offered the hepatitis B vaccine, at no cost to the employee. The vaccine will be offered within ten (10) working days of their initial assignment to work which involves the potential for occupational exposure to blood or other potentially infectious materials. This does not apply if the employee has previously had the vaccine or wishes to submit to antibody testing which shows the employee to have sufficient immunity.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE Employees who decline the hepatitis B vaccine will sign a waiver. Employees who initially decline the vaccine, but who later wish to have it may then have the vaccine provided at no cost. USE OF EQUIPMENT AND FACILITIES Basic Tools and Equipment Employees are expected to take proper care of all equipment with which they work and to make every effort to utilize materials wisely. In those job classifications that require trade skills, the tradesman will be expected to furnish the basic tools necessary to conduct the trade. The tools will be repaired and/or replaced by WCPS as fair wear and tear demands. Those job classifications that require special tools will have them provided by WCPS. Employees who are furnished tools by WCPS will return them intact upon demand by the appropriate supervisor or pay for them. Drug-Free School Zones Statement The Drug-Free School Zones - Youth Protection Act provides that: ∗ The area within 1000 feet of a school or on any school vehicle is a DRUG-FREE SCHOOL ZONE. ∗ Distributing or manufacturing a drug with a DRUG-FREE SCHOOL ZONE is a felony. ∗ Penalties for persons convicted of manufacturing or distributing drugs in a DRUG-FREE SCHOOL ZONE are severe: First OFFENDERS can be sentenced for up to 20 years and can be fined $20,000, or both. Second OFFENDERS can be sentenced to prison for a least 5 to 40 years and can be fined 40,000, or both. ∗ Using CHILDREN to distribute or manufacture drugs is a FELONY. OFFENDERS can be sentenced to prison for up to 20 years and can also be fined $20,000, or both. Fire Drills Statement In case fire occurs, each employee must act immediately and know exactly what actions he is to take. Regularly planned fire drills are held under the direction of the school administration. Participation in such drills is mandatory and failure to participate may result in disciplinary action. Keys/Fobs Personnel are often assigned keys allowing them access to County schools, warehouses, offices, and files. The possession of these keys carries with it a serious responsibility because the security of the school system would be compromised by the loss or negligent use of a key. When an employee is issued a key, the following guidelines are in effect immediately: 1. Keys should never be left lying around, in or on top of desks, or similar locations. 2. Keys should never be passed to a student or a non-school employee. 3. Loss of keys must be reported to the employee's immediate supervisor immediately. Failure to do so will justify disciplinary action. 4. Employees, who through their negligence lose keys, will be held responsible for the rekeying cost of all locks responding to keys which are lost. 5. Broken or damaged keys are to be turned in to the immediate supervisor or the Foreman of Maintenance.
WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE 6. Upon retirement or separation from employment, the employee must turn in all keys to the immediate supervisor or the Foreman of Maintenance. 7. The school administration or department head will maintain a current key control list of all keys issued to personnel directly under their supervision. 8. Under no circumstances is an employee to have County keys duplicated by anyone other than authorized personnel in the WCPS Maintenance Department. Anyone violating this rule will be subject to disciplinary action. Security System Fobs Statement The security access system was installed to provide a more efficient and effective means to allow employee entrance into schools and offices and to maintain control over visitor access. The possession of a security fob (“fob”) is it a serious responsibility because the security of the school system would be compromised by the loss or negligent use of a fob. The security access system tracks access by door and by fob. When an employee is issued a fob, the following guidelines are in effect immediately: 1. Fobs, like keys should never be left lying around, in or on top of desks, or similar locations. 2. Fobs are issued based on the employee’s specific need for school or office access. It should never be passed on to a student, another employee or a non-school employee. 3. Loss of a fob must be reported to the employee's immediate supervisor immediately, so that the access granted by the fob can be disabled. Failure to do so will justify disciplinary action. Replacement fobs may be issued, with the appropriate replacement fee payroll deducted from the employee’s next paycheck. 4. Broken or damaged fobs are to be turned in to the immediate supervisor for examination. Replacement fobs may be issued, with the appropriate replacement fee payroll deducted from the employee’s next paycheck. 5. Upon retirement or separation from employment, the employee must turn in the fob to the immediate supervisor. Failure to return the fob may result in the withholding of accrued salary or the employee’s separation may be considered “not in good standing” until it is turned in. Safety Procedures Employees are required to be conscious of and adhere to proper safety procedures. Attendance at all safety meetings is required. In addition, employees are expected to report any accidents and/or unsafe conditions to their immediate supervisor. Supervision of Buildings and School Grounds Statement Student behavior and the general physical condition of the entire school plant must be the joint responsibility of the entire staff. Consequently, it is expected that all WCPS employees be continuously concerned with what is going on in halls, lavatories, and other areas of the school and be prepared to take action, if necessary, for the proper behavior of students and for the protection of either students or school property. Trespassing (Visitors) SFS-SAF-PL-005, Wicomico County Public Schools Visitor Policy SFS-SAF-PR-005, Wicomico County Public Schools Visitor Procedure Use of Telephones/Cell Phones Employees should limit the placing or receiving of personal calls while on duty.
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