Page 1

1


Board Member Information Ms. Ann Crow

Member

District 1

Ms. Kristin Morrissey

Chairperson

District 2

Mr. Tom Cleveland

Member

District 3

Ms. Darla Light

Member

District 4

Ms. Nancy Roche

Vice Chairperson

District 5

____________________________________________

Regular Meeting Schedule 2018 Board of Education and Professional Development Center 1120 Dahlonega Highway, Cumming, Georgia 30040 January 23

July 17

February 20

August 21

March 20

September 18

April 17

October 16

May 15

November 13

June 19

December 11

All monthly meetings begin at 6:00 PM.

2


FCS' Vision, Mission, Beliefs and Goals Vision: Quality Learning and Superior Performance for All

Mission: The mission of Forsyth County Schools is to prepare and inspire all students to contribute and excel.

Beliefs: • • • • •

Trust among all stakeholders is vital. Expectations influence accomplishments because everyone has the capacity to learn. A school-community partnership is essential. Change creates opportunity. High-performing leadership makes visions reality.

2013-2016 Strategic Plan Goals:

Instruction Fulfill the expectations of the Learner Profile Human Resources Ensure a highly effective workforce Facility and Safety Services Provide safe and secure facilities that support the needs of students, staff and programs Technology Services Leverage technology for all to increase student learning Operational Services Deliver high quality services that maximize available resources

Click here to view the entire 2013-2016 Strategic Plan: www.forsyth.k12.ga.us/sp1316

3


Forsyth County Schools Administrators 2017 - 2018 School Year Elementary Schools

Administrative Staff

Big Creek Elementary

Ms. Laura Webb, Principal

1994 Peachtree Parkway Cumming, Georgia 30041 770-887-4584 Fax: 770-781-2247

lwebb@forsyth.k12.ga.us

Brandywine Elementary

Mr. Todd Smith, Principal

175 Martin Drive Alpharetta, GA 30004 770-667-2585 Fax: 770-667-2586

tsmith@forsyth.k12.ga.us

Brookwood Elementary

Ms. Tracey Smith, Principal

2980 Vaughan Drive Cumming, Georgia 30041 678-965-5060 Fax: 678-965-5061

tbsmith@forsyth.k12.ga.us

Chattahoochee Elementary

Ms. Barbara Vella, Principal

2800 Holtzclaw Road Cumming, GA 30041 770-781-2240 Fax: 770-781-2244

bvella@forsyth.k12.ga.us

Chestatee Elementary

Ms. Polly Tennies, Principal

6945 Keith Bridge Road

ptennies@forsyth.k12.ga.us

Gainesville, Georgia 30506 770-887-2341 Fax: 770-781-2281

Mr. Robert Boyd, A.P. Ms. Kristen Glass, A.P.

Coal Mountain Elementary

Ms. Kimberly Davis, Principal

3455 Coal Mountain Drive Cumming, Georgia 30028 770-887-7705 Fax: 770-781-2286

kidavis@forsyth.k12.ga.us

Cumming Elementary

Ms. Lee Anne Rice, Principal

540 Dahlonega Street Cumming, Georgia 30040 770-887-7749 Fax: 770-888-1233

lrice@forsyth.k12.ga.us

Daves Creek Elementary

Mr. Eric Ashton, Principal

3740 Melody Mizer Lane Cumming, Georgia 30041 770-888-1222 Fax: 770-888-1223

eashton@forsyth.k12.ga.us

Ms. Kelly Fuchs, A.P. Ms. Jennifer Parker

Ms. Jennifer Bailey, A.P. Ms. Daisy Tremps

Ms. Patti Ann Allen, A.P. Ms. Gina Burns, A.P.

Ms. Jennifer Williams, A.P. Ms. Ann Lee-Park

Ms. Kim Fox, A.P. Mr. Craig Ahrens

Mr. Jordan Livermore, A.P. Ms. Amber Lamb

Ms. Michelle Cossette, A.P. Ms. Courtney McKinney, A.P.

4


Forsyth County Schools Administrators 2017 - 2018 School Year Elementary Schools

Administrative Staff

Haw Creek Elementary

Ms. June Tribble, Principal

2555 Echols Road Cumming, Georgia 30041 678-965-5070 Fax: 678-965-5071

jtribble@forsyth.k12.ga.us

Johns Creek Elementary

Ms. Alyssa Degliumberto, Principal

6205 Old Atlanta Road Suwanee, Georgia 30024 678-965-5041 Fax: 678-475-1725

adegliumberto@forsyth.k12.ga.us

Kelly Mill Elementary

Mr. Ron McAllister, Principal

1180 Chamblee Gap Road Cumming, Georgia 30040 678-965-4953 Fax: 678-965-4958

rmcallister@forsyth.k12.ga.us

Mashburn Elementary

Ms. Carla Gravitt, Principal

3777 Samples Road Cumming, Georgia 30041 770-889-1630 Fax: 770-888-1202

cgravitt@forsyth.k12.ga.us

Matt Elementary

Ms. Charlley Stalder, Principal

7455 Wallace Tatum Road Cumming, Georgia 30028 678-455-4500 Fax: 678-455-4514

cstalder@forsyth.k12.ga.us

Midway Elementary

Ms. Jan Munroe, A.P.

4805 Atlanta Hwy Alpharetta, Georgia 30004 770-475-6670 Fax: 770-521-1866

jmunroe@forsyth.k12.ga.us

Sawnee Elementary

Dr. Eileen Nix, Principal

1616 Canton Highway Cumming, Georgia 30040 770-887-6161 Fax: 770-781-2254

ecnix@forsyth.k12.ga.us

Settles Bridge Elementary

Ms. Sarah VonEsh, Principal

600 James Burgess Road 770-887-1883 Fax: 770-887-7383

svonesh@forsyth.k12.ga.us

Ms. Rachael Dooley, A.P. Ms. Julie Benvenuto

Ms. Jennifer Amburgy, A.P. Ms. Robin Neal, A.P.

Mr. Bradley Robertson, A.P. Ms. Tennille Giblin Walsh, A.P.

Ms. Jennifer Swaim, A.P. Ms Andrea Clack

Ms. Jamie Barnes, A.P. Mr. Keith Whitaker, A.P.

Ms. Daphne Rogers, A.P. Mr. Ashley Starr

Ms. Rebecca Cahill, A.P. Mr. Curtis Fields, A.P. Ms. Karen Ogline, A.P.

Mr. Mark Graves, A.P. Ms. Michelle Carr, A.P.

5


Forsyth County Schools Administrators 2017 - 2018 School Year Elementary Schools

Administrative Staff

Sharon Elementary

Ms. Amy Bartlett, Principal

3595 Old Atlanta Road Suwanee, Georgia 30024 770-888-7511 Fax: 770-888-7510

abartlett@forsyth.k12.ga.us

Shiloh Point Elementary

Mr. Derrick Hershey, Principal

8145 Majors Road Cumming, Georgia 30041 678-341-6481 Fax: 678-341-6491

dhershey@forsyth.k12.ga.us

Silver City Elementary

Ms. Paige Andrews, Principal

6200 Dahlonega Hwy Cumming, GA 30028 678-965-5020 Fax: 678-965-5021

pandrews@forsyth.k12.ga.us

Vickery Creek Elementary

Ms. Kristan Riedinger, Principal

6280 Post Road Cumming, Georgia 30040 770-346-0040 Fax: 770-346-0045

kriedinger@forsyth.k12.ga.us

Whitlow Elementary

Dr. Lynne Castleberry, Principal

3655 Castleberry Road Cumming, Georgia 30040 678-965-5090 Fax: 678-965-5091

lcastleberry@forsyth.k12.ga.us

Middle Schools

Administrative Staff

DeSana Middle

Ms. Terri North, Principal

625 James Road Alpharetta, GA 30004 770-667-2591 Fax: 770-667-2592

tnorth@forsyth.k12.ga.us

Lakeside Middle

Ms. Kim Head, Principal

2565 Echols Road Cumming, Georgia 30041 678-965-5080 Fax: 678-965-5081

khead@forsyth.k12.ga.us

Liberty Middle

Ms. Cheryl Riddle, Principal

7465 Wallace Tatum Road Cumming, Georgia 30028 770-781-4889 Fax: 678-513-3877

criddle@forsyth.k12.ga.us

Ms. Jenny Spartz, A.P. Ms. Abigail Buchanan, A.P.

Ms. Laurie Rogowski, A.P. Ms. Jinny Tidwell, A.P.

Ms. Deborah Carnes, A.P. Mr. Sean Dillard, A.P. Ms. Vicki Sipsy, A.P.

Ms. Lindsey Richardson, A.P. Ms. Sandy Wells, A.P.

Ms. Katye Carlson, A.P. Ms. Jennifer Vanderbunt, A.P.

Ms. Sharon Epperson, A.P. Mr. David Feuerbach, A.P.

Ms. Kimberley Driesse, A.P. Dr. Megan Thompson, A.P.

Mr. Ronnie McNeese, A.P. Mr. James Pagel, A.P.

6


Forsyth County Schools Administrators 2017 - 2018 School Year Middle Schools

Administrative Staff

Little Mill Middle

Ms. Connie McCrary, Principal

6800 Little Mill Road Cumming, GA 30041 678-965-5000 Fax: 678-965-5001

cmccrary@forsyth.k12.ga.us

North Forsyth Middle

Mr. Todd McClelland, Principal

3645 Coal Mountain Drive Cumming, Georgia 30028 770-889-0743 Fax: 770-888-1210

tmclelland@forsyth.k12.ga.us

Otwell Middle

Mr. Steve Miller, Principal

605 Tribble Gap Road Cumming, Georgia 30040 770-887-5248 Fax: 770-888-1214

stmiller@forsyth.k12.ga.us

Piney Grove Middle

Ms. Pamela Pajerski, Principal

8135 Majors Road Cumming, Georgia 30041 678-965-5010 Fax: 678-965-5011

ppajerski@forsyth.k12.ga.us

Riverwatch Middle

Ms. Pam Bibik, Principal

610 James Burgess Rd. Suwanee, Georgia 30024 678-455-7311 Fax: 678-455-7316

pbibik@forsyth.k12.ga.us

South Forsyth Middle

Ms. Sandy Tinsley, Principal

4670 Windermere Pkwy. Cumming, Georgia 30041 770-888-3170 Fax: 770-888-3175

stinsley@forsyth.k12.ga.us

Vickery Creek Middle

Mr. Scott Feldkamp, Principal

6240 Post Road Cumming, Georgia 30040 770-667-2580 Fax: 770-667-2593

sfeldkamp@forsyth.k12.ga.us

Dr. Beth Loedding, A.P. Mr. Mike Sloop, A.P.

Ms. Gretchen Franklin, A.P. Ms. Dawn Hudson, A.P.

Ms. Auburn Hemsley Keaveney, A.P. Ms. Beth Holder, A.P.

Mr. Ross Wason, A.P.

Ms. Jill-Marie Short, A.P.

Ms. Robin Castleberry, A.P. Mr. John James, A.P. Ms. Amanda Thrower, A.P.

Dr. Jo-Anne Jackson, A.P. Dr. Ben Jones, A.P.

Ms. Elizabeth Ihle, A.P. Mr. Van Lewsader, A.P.

7


Forsyth County Schools Administrators 2017 - 2018 School Year High Schools

Administrative Staff

Forsyth Central High

Mr. Mitch Young, Principal

131 Almon C. Hill Drive Cumming. Georgia 30040

myoung@forsyth.k12.ga.us

770-887-8151 Fax: 770-781-2289

Ms. Precilla Saint-Jean, A.P. Mr. Kacey Martin, A.P. Mr. T.J. Miniscalco, A.P. Ms. Robin Sweat, A.P.

Lambert High

Dr. Gary Davison, Principal

805 Nichols Road Suwanee, Georgia 30024 678-965-5050 Fax: 678-965-5051

gdavison@forsyth.k12.ga.us

North Forsyth High

Mr. Jeff Cheney, Principal

3635 Coal Mountain Drive Cumming, Georgia 30028 770-781-6637 Fax: 770-888-0934

jcheney@forsyth.k12.ga.us

South Forsyth High

Ms. Laura Wilson, Principal

585 Peachtree Parkway Cumming, Georgia 30041 770-781-2264 Fax: 770-888-1224

lawilson@forsyth.k12.ga.us

Dr. Joshua Lowe, A.P.

Mr. Tom Bass, A.P. Ms. Ashley Johnessee, A.P. Dr. Russ Chesser, A.P. Mr. Scott Dean, A.P. Dr. Kelly Price, A.P.

Dr. Jamie D. Brown, A.P. Mr. Randy Herrin, A.P. Ms. Nikki Holloman, A.P. Ms. Kim Oliver, A.P. Ms. Tracey Winkler, A.P.

Ms. Carrie MacAllaster, A.P. Mr. James Parrish, III, A.P. Ms. Dawn Phipps, A.P. Mr. Keith Sargent, A.P. Ms. Tracy Verrigni, A.P.

Mr. Karl Mercer, Principal West Forsyth High 4155 Drew Road Cumming, Georgia 30040 770-888-3470 Fax: 770-888-3471

kmercer@forsyth.k12.ga.us Ms. Molly Bradley, A.P. Mr. Bob Carnaroli, A.P. Dr. Tom Fowler, A.P. Mr. Tony Norce, A.P. Mr. Matt Woodley, A.P.

8


Forsyth County Schools Administrators 2017 - 2018 School Year

Academies for Creative Education

1130 Dahlonega Highway Cumming, Georgia 30040 Gateway Academy 770-781-2299 Fax: 678-965-4972 Forsyth Virtual Academy 678-965-4970

Mr. Rudy Hampton, Co-Director rhamtpton@forsyth.k12.ga.us Ms. Betty Pope, Co-Director bpope@forsyth.k12.ga.us

Ms. Susan Atkins, Director satkins@forsyth.k12.ga.us

Opening in August 2018 Alliance Academy of Innovation

Ms. Brandi Cannizzaro, Principal bcannizzaro@forsyth.k12.ga.us

Denmark High School

Ms. Heather Gordy, Principal hgordy@forsyth.k12.ga.us

9


HR/Finance Contact List Applications Benefits Certification Criminal Background Clearance Crises Employee Travel Reimbursement Evaluations (TKES/LKES/PAC/LAC/Classified) Fingerprinting FMLA Intake Job Descriptions Job Fairs Leave Requests (including FMLA/Disability Leave) Paraprofessional Certification Payroll Personnel Action Documents (PADs) Postings—TeachGeorgia and FCS Website Recruitment Retirement Salary and Experience Student Teachers Substitute Teachers/Substitute Teacher Training System Level Vacancy Supplements Time Sheets for Overtime/Instructional Extension Transfer Request Summary Workers’ Compensation Verification of Employment

Amanda Janet/Chad Elaine/Cindy M. Beth/Victoria Cindy S./Beth/Jeff Tracy D. Elaine Victoria Tracie R. Cindy M./Kayla Amanda Amanda/Tracie R. Tracie R. Cindy M. Dawn/Sheila HR Staff Amanda Jeff Janet Tracie R. Jeff/Tracie R Amanda/Victoria Amanda Beth/Tracie R. Tracie R. Amanda Sheila Renita

Forsyth County Schools Telephone: 770-887-2461 HR Fax: 770-888-1121 Extensions: Cindy S. Beth Jeff Elaine Victoria Tracie R. Amanda Cindy M. Renita Kayla

202155 202146 202162 202147 202150 202148 202143 203151 202153 202149

Revised: 8/24/2016

10

Rick Steve Tracy D. Janet Sheila Kelly Lisa Dawn Chad Kris

202154 202158 202138 202136 202141 202183 202142 202145 202139 202135


11


Board Policy Food Services Records

Descriptor Code: EEC

Student/Adult Meal Charges Students in elementary are allowed to charge not more than five (5) meals. Students in middle school and high school are not allowed to charge meals. Adults are not allowed to charge meals. Students exceeding the allowed meal charges at the elementary will be offered an alternate snack according to the approved procedures. Adopted: 10/31/1997 Last Revised: 10/31/2000 Returned Checks After the Food and Nutrition Department has received two (2) checks written to any Forsyth County School for payment of meals, and returned by the financial institution due to insufficient funds, stop payment, or closed accounts, all purchases made through the School Nutrition Program thereafter will be on a cash only basis. Parents/guardians and the school will be given written notification when effected by this policy. Adopted: 10/05/2000 Last Revised: 7/21/2005

12


Board Policy Professional Development Opportunities

Descriptor Code: GAD

Certified Personnel All employees shall be provided opportunities for the development of increased competence beyond that which they may attain through the performance of their assigned duties. In the light of their impact upon the lives of students and in keeping with the breadth of experience and depth of training which they possess, opportunities for the certificated staff shall be especially enriched and varied. The Superintendent shall develop a Comprehensive Staff Development Plan which shall be submitted to the Board of Education annually. Final approval of the plan rests with the Board which shall then be transmitted to the State Department of Education for their approval. The plan shall provide the staff with opportunities in areas such as the following: 1.

Visits to other classrooms and other schools

2. Conferences involving other personnel from the school system, county, state, region, or nation 3.

Membership in committees drawing personnel from such sources

4.

Training in classes and workshops offered within the school system

5.

Further training in institutions of higher learning

The staff development programs shall be designed to meet the needs of personnel seeking an initial renewable certificate in areas of deficiencies as a result of required testing and on-the-job performance assessments; to address and meet the needs and deficiencies of school system personnel as identified through the annual personnel evaluation process; and to meet other needs identified by the Staff Development Advisory Committee and the State Board of Education. (See GBI-Staff Evaluation) The Superintendent shall appoint a Staff Development Advisory Committee which shall advise and assist the staff development coordinator with respect to the assessment needs, priorities, content of activities, evaluation and modification of the program plans. Membership on the committee shall be representative of the probable participants in the staff development activities. The budget of the school system shall include funds to help defray in-service growth expenses of employees. Determination of in-service growth activities and participants will be made by the Superintendent or designee. Salary supplements from State sources for participation in staff development activities beyond the regular school day and/or year require approval by the State Department of Education.

13


Study/Personal Development The fundamental goals of all in-service activities encouraged or sponsored by the school system shall be the continuing improvement of instructional and allied services to be achieved through the professional growth of its personnel. School system sponsored study, as distinguished from regular college course study, is to be addressed specifically to local school needs, and, as a rule, shall be presented in the school system. Otherwise, level of content, academic standards, as well as time and work requirements may be similar to those usually associated with course offerings in accredited college and university school programs. In addition, certificated personnel will, to the extent possible, be provided opportunities for personal development activities, which may be carried on individually with financial support for such activities from the school system.

Date Adopted: 8/31/1995

14


How to Login, Register for Courses, or Check PLUs Enrolled and Completed:  1. Go to www.forsyth.k12.ga.us/professionallearning.  2. Click on the article entitled BULLETIN/PDExpress Login & Info Page, and click the link given  there to login. NOTE: Do not save link to favorites, as it changes with upgrades.  3.  The  News  login  page  is  displayed.  (NOTE:  Do  not  save  to  Favorites  as  this  URL  changes  periodically  with  upgrades.)  To  login,  enter  your  Staff  ID  (employee  #),  enter your Password (last 4­  digits  of  your SSN), and click  Log In. (Your employee#,  assigned  by  Human  Resources,  can  be  found  on  your  pay  stub,  or  your  school’s  administrative  secretary  can  look  this  up  for  you  during  office  hours.  We  appreciate their local support!)  NOTE:  The  Request  a  Guest  ID  feature  is  for  subs  or  those  not  employed  ONLY,  and  will  adversely  affect  the  certified  or  classified employee’s record. Please follow steps above for forgotten logins.  4. Your Home page will display and a header menu. Each menu choice includes a pull­down menu.  Your  Home  page  will  also  show  your  currently  enrolled  courses  or  any  expiring  credentials.  Credential information is shown as a planning aid only and may not reflect the most recent changes.  The most current credential information is always found by your logging in at www.gapsc.com.

15


5. My  Pages  menu  includes  My  Courses  (currently  enrolled  &  completed/transcript),  as  well  as  Credentials,  Preferences,  &  Profile.  Courses  menu  includes  Course  Catalog.  Resources  menu  includes Additional Resources (Helpful Tips!)  6.  BEFORE  going  to  Course  Catalog,  please  go  to  My  Pages,  Profile,  and  be  sure  your  school  email  address is entered and  is correct, as a contact for course registration. If updating, click Save!  NOTE  FOR  NEW  FALL  EDUCATORS  registering  for  summer  courses:  Personal  email  addresses  are  not  compatible  with  the  system  and  only  mobile  phones  may  be  entered  as  an  additional summer contact. School email addresses will be activated in the Fall and you will need to  add it at that time.  7.  SPECIAL  NOTE:  Any  fields  that  are  not  open  to  update  on  the  Profile  page,  are  updated  internally  after  your  first  Fall  payroll  and  monthly  thereafter  from  Human  Resources  data  files.  Allow  time  for  most  recent  changes  to  be  updated.  To  report  changes  in  your  name,  address  or  phone,  see  the  Human  Resources  Department’s  webpage,  online  Staff  Handbook,  Personal  Information Update form and the directions found there.  8. To view the Course Catalog, click on Courses, then Course Catalog. We recommend leaving the  Filter at the default of viewing All courses.

16


9. To register for a course or view Course Details (description, dates, times, or location), click on the  Course Number. 

10. The  Course  Detail  page  will  display,  including  dates,  times,  and  location.  Please  note Target  Audience and any pre­requisites BEFORE registering.  11. To complete registration, click Register.  12. After clicking Register, a confirmation “Congratulations!” page will be displayed. This page can  be emailed to you by clicking on the checkbox displayed, (network email only).  13.  Click  Continue  and  your  MyPages,  Courses  page  will  display,  showing  your  newly  enrolled  course. When finished with your session, click Log Off.  To  refer  back  to  your  course’s  description,  dates,  times,  location,  or  driving  directions  to  the  facility, just login again & find the course listed now in your Home page, as well as MyPages, Courses  page. Click to view all details.  To cancel a registration, login and click on Home or MyPages, Courses, then click on the red “x” icon  beside the  course title (viewable  only  during Drop/Add periods).  If not  viewable, that  means Drop/Add  has ended and you should email lseay@forsyth.k12.ga.us to cancel registration.

17


To view/print your PLU record, login and click on MyPages, Courses, click on the Completed  Courses tab. Click View Transcript & print. For a comprehensive transcript, please send copies of all  credits earned with other agencies to the Professional Learning Department. These will be included in  your online Forsyth County Professional Learning Transcript. To receive an official signed transcript,  please email our department.

18


Board Policy Complaints and Grievances

Descriptor Code: GAE

SECTION 1. PURPOSE; INFORMAL RESOLUTION PREFERRED The purpose of this policy is to implement the provisions of the Act of the General Assembly of 1992, OCGA 20-2-989.5 et seq. In accordance with the foregoing, it is the policy of the Forsyth County Board of Education that certificated personnel shall have the right to present and resolve complaints relating to certain matters affecting the employment relationship at the lowest organizational level possible. The Board of Education encourages all employees to resolve their complaints informally in a spirit of collegiality whenever possible. The procedures outlined in this policy are available when such efforts do not succeed or, where for any other reason, the certificated employee desires to pursue this policy and its procedures. SECTION 2. DEFINITIONS a. “Level One Administrator” means the principal of a school with respect to teachers and other certificated personnel assigned to that school. With respect to the certified Administrators, supervised by the Superintendent, the “Level One Administrator” shall be the supervisory person designated by the Board or, in the absence thereof, by the Superintendent. b. “Central Office Administrator” means the local school system Superintendent. c. “Complaint’ means any claim or grievance by a certificated employee of this school district which is filed pursuant to this policy and which comes within the scope of the policy. SECTION 3. SCOPE OF COMPLAINT: EXCLUSIONS a. Scope. Unless excluded by paragraph (b) hereof, this complaint and grievance procedure is applicable to any claim by any professional employee certificated by the Professional Standards Commission who is affected in his or her employment relationship by an alleged violation, misinterpretation, or misapplication of statutes, policies, rules, regulations, or written agreements of this school district or with which the district is required to comply. b. Exclusions. This procedure shall not apply to: 1. Performance ratings contained in personnel evaluation and professional development plans pursuant to Code Section 20-2-210; 2. Job performance; 3. Termination, nonrenewal, demotion, suspension, or reprimand of any employee, as set forth in Code Section 20-2-940; 4. The revocation, suspension, or denial of certificates of any employee, as set forth in Code Section 20-2-790. c. A certificated employee who chooses to appeal under Code Section 20-2-1160, shall be barred from pursuing the same complaint under this policy. SECTION 4. HEARING RIGHTS; EVIDENCE; REPRESENTATION; DECISIONS; RECORDS a. Hearing; Evidence. The Complainant shall be entitled to an opportunity to be heard, to present relevant evidence, and to examine witnesses at each level, but the Complainant may not present additional evidence at the Second or Third Hearing Levels unless notice of the Complainant’s intention and the evidence to be presented are submitted in writing five calendar days prior to the hearing to the Administrator who will preside at such level, and in 19


the case of the local Board of Education, to the Superintendent. When hearing an appeal from a prior level, the local Board of Education shall hear and decide all appeals de novo. b. Representation. The Complainant and the Administrator against whom the complaint is filed or whose decision is appealed shall be entitled to the presence of an individual, including an attorney, to assist in the presentation of the complaint and the response thereto at the Central Office Administrator and at the local Board of Education level. The only individuals other than the Complainant and the Administrator who may be present at Level One are witnesses present for the purpose of presenting testimony or documents. (At Level One, the presence of any witness is permitted only during the time the witness is presenting testimony or documents.) c. Hearing Officer. The local Board of Education may appoint a member of the State Bar to serve as law officer who shall rule on all issues of law and other objections, but such attorney shall not assist in the presentation of the case for either party. d. Overall Hearing Time Schedules. The overall time frame from the initiation of the complaint until rendition of the decision by the local Board and notification thereof to the Complainant shall not exceed 60 calendar days. e. Automatic Referral To Next Level. Any complaint not processed by the Administrator or the local unit of administration within the time frame required by this policy shall be forwarded to the next level for determination. f.

Records. Accurate records of the proceedings at each level shall be kept; the proceedings shall be recorded by mechanical means. All evidence shall be preserved and made available to the parties at all times. All costs and fees shall be borne by the party incurring them unless otherwise agreed upon by the parties; except that the cost of preparing and preserving the record of the proceedings shall be borne by the local Board of Education; provided however, the cost of transcribing the transcript of evidence and proceedings before the local Board shall be borne by the party requesting same, and all costs of the record on appeal to the superior courts and appellate courts shall be paid by the party required to do so by the laws relating thereto.

g. Decisions. Each decision shall be made in writing and dated, and shall contain findings of fact and reasons for the particular decision reached. h. Notice. The decision at each level shall be delivered to the Complainant by a person designated by the Superintendent, either by (1) being hand delivered or (2) being deposited in the U. S. Mail (Certified Mail, Return Receipt Requested). Notice to the Complainant shall be deemed to have been made on the date of hand delivery or on the U. S. Mail by Certified Mail, Return Receipt Requested to the date of deposit in the address stated in the complaint or, if not contained in the complaint, to the last known address of the Complainant on file with the Personnel Office of the Board of Education. SECTION 5. FIRST LEVEL; PRESENTATION; TIME; CONTENTS The complaint shall be presented in writing to the Level One Administrator within 10 calendar days after the most recent incident upon which the complaint is based. The complaint shall include the following: a. The mailing address of the Complainant to which all notices and other documents may be mailed; b. The intent of the Complainant to utilize this complaint procedure, clearly stated; c. A reference or description of the statute, policy, rule, contract provision or regulation that is

20


alleged to have been violated, misinterpreted or misapplied; d. A brief statement of the facts reasonably calculated to show how such statute, policy, rule or regulation was violated or misapplied, and how it substantially affects the employment relationship of the Complainant; and e. A statement of relief desired. The Superintendent shall prepare forms for use in accordance with the foregoing requirements. Forms for filing complaints, furnishing the required notice, making appeals, and preparing reports shall be made available by the Personnel Director to certified employees upon request. SECTION 6. FIRST LEVEL HEARING AND DECISION The Level One Administrator shall record the date of filing on the complaint, and shall give notice of the Complainant of the time and place of the hearing, either by mail or hand delivery. When notice is given by mail, it shall be sent certified mail, return receipt requested to the address set forth in the complaint. If no address was included in the complaint, then the notice shall be sent to the last known address of the Complainant. Where service or notice is made by certified mail, it shall be deemed to have been made when timely deposited in the mail, regardless of whether it was actually received. The Level One Administrator shall conduct a hearing on the complaint and render a decision thereon with 10 days of the filing of the complaint. The decision shall be sent to the Complainant as provided in Section 4(h) (above) SECTION 7. SECOND LEVEL; APPEAL FROM FIRST LEVEL TO CENTRAL OFFICE ADMINISTRATOR A Complainant dissatisfied with the decision of the First Level shall be entitled to appeal to the Central Office Administrator by filing written notice of appeal with the Office of the Superintendent. The appeal must be filed within 10 calendar days after the Complainant is notified of the Level One decision. The Central Office Administrator shall record the date of filing on the appeal and shall notify the Complainant in writing of the time and place of the hearing by mail or hand delivery, as set forth in Section 6 above. The Level Two Administrator shall obtain copies of all minutes, transcripts, documents and other records relating to the complaint and shall conduct a hearing and render a decision within 10 calendar days of the date of the filing of the appeal, or the hearing may be conducted by any designated representative of the Level Two Administrator who shall promptly submit his or her recommendations and findings to the Level Two Administrator for final decision. The decision shall be rendered and served on the Complainant and his or her attorney in accordance with Section 4(h). SECTION 8. THIRD LEVEL; APPEAL TO THE BOARD OF EDUCATION A Complainant or Level One Administrator dissatisfied with the decision of the Central Office Administrator may appeal to the local Board of Education by filing written notice of appeal with the Office of Superintendent. The appeal must be filed within 10 calendar days after the date of the decision as provided in Section 4. Notice of appeal shall be deemed to have been made on the date of hand delivery or on the date of deposit in the U. S. Mail by Certified Mail, Return Receipt Requested to the address of the Superintendent contained on the Complaint and Grievance Form. The Superintendent shall record the date of filing on the appeal, and shall promptly give notice to the Complainant in writing of the time and place of hearing by mail or by hand delivery, as set forth in Section 6 above. The Complainant and the Administrator(s) against whom the complaint is filed or whose decision is being appealed shall be entitled to appear before the Board of Education and be heard. The Board of Education may direct that a pre-hearing conference be held prior to the hearing to identify issues and facilitate presentation. The local board shall render its decision, and notify Complainant within sixty (60) calendar days after the complaint was filed. SECTION 9. APPEALS TO THE STATE BOARD Appeals from the decision of the local Board to the State Board of Education shall be governed by 21


the State Board Policy governing appeals and OCGA 20-2-1160. SECTION 10. REPRISALS PROHIBITED No certificated personnel shall be subjected to reprisals as a result of filing any complaint under this policy. Any reprisals may be referred to the Professional Practices Commission. SECTION 11. COLLECTIVE BARGAINING DISCLAIMER Nothing in this policy shall be construed to permit or foster collective bargaining. SECTION 12. REPEALS All policies and parts of policies in conflict herewith are repealed. Date Adopted: 8/31/1995

22


Board Policy Harassment

Descriptor Code: GAEB

SEXUAL, RACIAL AND OTHER HARASSMENT PROHIBITED It is the policy of this school district to forbid sexual, racial and other harassment of all employees and students at all times and during all occasions while at school, in the work place or at any school event, activity, including community based job sites. Any act of harassment of students or employees by other students or employees based upon the race, color, sex, national origin, religion, age or disability of students or employees shall result in prompt and appropriate discipline, including termination of offending employees or suspension or expulsion of students guilty of harassment. Harassment includes, but is not necessarily limited to, conduct or speech which entails unwelcome sexual advances, requests for sexual favors, taunts, threats, comments of a vulgar or discriminating nature, which are intimidating or create a hostile environment for a student or employee, as well as physical contact. There may be other speech or conduct which employees or students experience as illegal harassment which should be reported also; harassment can take many forms and it is not possible to itemize every aspect of the harassment forbidden by this policy. If a student or employee believes he or she is being subjected to harassment forbidden by this policy, the student or employee should promptly report the offense to the coordinator designated by the school system following the procedures set forth in policy GAAA or JAA. If a student or employee reports such harassment to a counselor, principal or other school system employee other than the coordinator designated by the school system, that employee shall be responsible for notifying the appropriate coordinator immediately. No reprisal shall occur as a result of reporting unlawful harassment under this policy, and any attempt to retaliate against a complainant shall be disciplined as is appropriate. It is the duty of all employees to report harassment forbidden by this policy to the coordinator designated by the Board. It is also the duty of all supervisors of personnel to instruct their subordinates as to the content of this policy and through appropriate staff development to enlighten employees as to the varied forms or expression of illegal harassment. The principals of all schools in this district shall insure that students and parents are informed through student handbooks and verbally that harassment is strictly forbidden, how it is to be reported and the consequences for violating this policy. Date Adopted: 8/31/1995 Last Revised: 2/21/2008

23


DISCRIMINATION/HARASSMENT REPORTING The Forsyth County School District does not discriminate on the basis of race, color, religion, national origin, age, disability or gender in employment decisions or educational programs and activities, including its athletic programs. Any student, employee, applicant for employment, parent or other individual who believes he or she has been subjected to harassment or discrimination by other students or employees of the school district based upon any of the factors listed above should promptly report the same to the principal of the school or the appropriate coordinator as listed below, who will implement the board's discriminatory complaints or harassment procedures. Students may also report harassment or discrimination to their school counselor. Equity coordinators for the school system are:

Title VI Mr. Todd Shirley (Students); Dr. Cindy Salloum (Personnel) Title IX Mr. Todd Shirley (Students); Dr. Cindy Salloum (Personnel) ADA and 504 Ms. Sarah Taylor (Students); Dr. Cindy Salloum (Personnel) Sports Equity Dr. Cindy Salloum (Students) Equity coordinators may be contacted at the Forsyth County Board of Education and Professional Development Center, 1120 Dahlonega Highway, Cumming, Georgia 30040, (770) 887-2461. Students and employees will not be subjected to retaliation for reporting such harassment or discrimination. A copy of the discriminatory complaints procedure under Forsyth County School District Policy GAAA/JAA (Equal Opportunity/Discriminatory Complaints) or under Policy IDFA (Gender Equity in Sports) is located in the school district policy manual that is available on the school system web site. Revised 6-8-15

24


Board Policy

Descriptor Code: GAMA

Drug-Free Workplace The Forsyth County Board of Education declares that the manufacture, distribution, sale or possession of controlled substances, marijuana and other dangerous drugs in an unlawful manner is a serious threat to the public health, safety and welfare. With this in mind, the board declares that its work force must be absolutely free of any person who would knowingly manufacture, distribute, sell or possess a controlled substance, marijuana or a dangerous drug in an unlawful manner. This prohibition specifically includes, but is not limited to, the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the employee’s workplace. Any employee who is convicted for the first time, under the laws of this state, the United States, or any other state, of any criminal offense involving the manufacture, distribution, sale or possession of a controlled substance, marijuana or a dangerous drug shall be subject to disciplinary action. At a minimum, such an employee shall be suspended for a period of not less than two months and shall be required to complete a drug abuse treatment and education program licensed under Chapter 5 of Title 26 of the Official Code of Georgia and approved by the board. At a maximum, such an employee may be terminated from his employment with the school system. Any employee who is convicted for a second or subsequent time under the laws of this state, the United States, or any other state, of any criminal offense involving the manufacture, distribution, sale or possession of a controlled substance, marijuana or a dangerous drug shall be terminated from his or her employment and shall be ineligible for employment for a period of five years from the most recent date of conviction. If, prior to an arrest for an offense involving a controlled substance, marijuana or a dangerous drug, an employee notifies the superintendent or the superintendent’s designee that the employee illegally uses a controlled substance, marijuana or a dangerous drug and is receiving or agrees to receive treatment under a drug abuse treatment and education program licensed under Chapter 5 of Title 26 of the Official Code of Georgia and approved by the board, the employee shall be entitled to maintain his or her employment for up to one year as long as the employee follows the treatment plan. During this period, the employee shall not be separated from employment solely on the basis of the employee’s drug dependence, but the employee’s work activities may be restructured if practicable to protect persons or property. No statement made by an employee to the superintendent of the superintendent’s designee in order to comply with this code section shall be admissible in any civil, administrative or criminal proceeding as evidence against the public employee. The rights granted by this policy shall be available to an employee only once during a five year period and are intended to be and shall be interpreted as being the same as those minimum rights granted pursuant to the Georgia Drug-Free Work Force Act and any subsequent amendments thereof. As a condition of employment, each employee must abide by the terms of this policy and must notify the board within five days after any arrest on any drug-related criminal charge and further notify the board within five days of any conviction of a drug-related offense. A copy of this policy shall be disseminated to all employees either directly or through

25


employee handbooks. The board of education shall not consider for employment any applicant who has been convicted for the first time of any drug offense as described above for a three month period from the date of conviction nor shall the board of education consider any applicant for employment who has been convicted for the second time of any drug offense as described above for a five year period from the most recent date of conviction. For purposes of this policy, “conviction” refers to any final conviction in a court of competent jurisdiction, specifically including acceptance of a plea of guilty, nolo cotendere, or any plea entered under the First Offenders Act of Georgia or any comparable state or federal legislation. No certificated employee or employee with a contract for a definite term shall be subject to suspension or termination pursuant to this policy except in compliance with the provisions of the Fair Dismissal Act of Georgia, Official Code of Georgia Annotated §20-2-940 through947. This policy is not intended and shall not be interpreted as prohibiting the school system from taking appropriate disciplinary action against any employee where there exists evidence that an employee uses, distributes or sells illegal drugs even though the employee has not been convicted of any criminal offense, except that the school system may not use the statement of any employee to the superintendent requesting treatment as described in this policy. The school system shall provide such staff development as required by state or federal law to inform employees of the dangers of drug abuse, the availability of employee assistance and drug counseling and treatment and the terms of this policy.

Date Adopted: 8/31/1995

26


Board Policy Employee Tobacco Use

Descriptor Code: GAN

In compliance with the Pro-Children Act of 1994, smoking and use of other tobacco products shall be prohibited in any school or building used for the instruction of students. In addition, students shall not be permitted to smoke or use tobacco products anywhere on school grounds, at any school sponsored activity or event, or on any school bus. (Refer to Policy JCDAA) Employees of the board of education shall be prohibited from being in possession of, smoking or using tobacco products on school district property at any time, or while supervising students after school hours, or while operating a vehicle owned by the school district. School district employees who violate this policy may be subject to appropriate disciplinary action, including reprimand, suspension with or without pay or termination. Students who violate this policy may be subject to disciplinary action in accordance with board policy and the student/parent handbook.

Date Adopted: 3/31/1996

27


Board Policy Drug Screening of Bus Drivers

Descriptor Code: GCRA(1)

Drug and Alcohol Use in Safety-Sensitive Functions The Forsyth County Board of Education places a high priority on ensuring the safe transportation of students on school buses. The board recognizes that unimpaired judgment of its bus drivers and other employees who might drive or service buses is essential to providing safe transportation The board further recognizes that the misuse of alcohol or controlled substances may impair the judgment of drivers. In order to help prevent accidents and injuries resulting from misuse of alcohol and controlled substances, the Board of Education will implement, effective January 1, 1995, the United States Department of Transportation, Federal Highway Administration, Controlled Substances and Alcohol Use and Testing regulations (“regulations”) as well as applicable state law and regulations promulgated there under. All individuals who drive or may drive a bus for the Board of Education at any time, including, but not limited to full-time drivers, part-time drivers, substitute drivers, coaches, mechanics and others, must participate in the controlled substance and alcohol testing program as more fully described in federal and state regulations. The employment of any individual who is subject to controlled substance and alcohol testing under the regulations referenced in this policy shall be terminated under any of the following conditions. 1. A positive test result for controlled substances; 2. A test result revealing a blood alcohol concentration of 0.04 and above; or 3. The employee refuses to submit to alcohol or controlled substance testing. The employment of individuals whose tests results reveal blood alcohol concentrations of at least 0.02, but less than 0.04, and individuals who engage in other conduct prohibited by the regulations may, in the board of education’s discretion, be terminated. Any employee subject to testing under these regulations must inform his or her supervisor of any therapeutic drug use, whether such substances are obtained by prescription or “over the counter” prior to performance of any safety-sensitive function. Such an employee must prior to performing a safety-sensitive function, provide a statement from his or her treating physician that the substance does not adversely affect the driver’s ability to perform that function.

Date Adopted: 12/31/1995

28


ADMINISTRATIVE PROCEDURE Private cars brought on campus, employee desks and other personal or school property shall be subject to inspection and search by school authorities at all times without further notice. Such searches may also be conducted using “drug sniffing� dogs or hand-held metal detectors.

29


Board Policy Leaves and Absences

Descriptor Code: GARH

This policy shall apply to all employees of the Forsyth County Board of Education. ACCRUAL OF SICK LEAVE AND ABSENCE FOR MEDICAL AND RELATED REASONS In accordance with Georgia law, employees will be entitled to annual sick leave with pay to be accrued at the rate of one and one quarter days for each completed contract month. All employees unused sick leave shall be accumulated from one fiscal year to the next up to a maximum of one hundred twenty (120) days. All certified employees may bring forty five (45) unused sick leave days from another system. If an employee needs to utilize unearned sick leave, advance leave may be granted. The advance leave shall not exceed the number of days the employee would accumulate through the end of the fiscal year. If an employee fails for any reason to complete a fiscal year, sick leave used but not yet earned will be deducted from the employees final check. The leave provided for under this policy is available only for personal illness, injury or exposure to contagious diseases, or for absences necessitated by illness in the employees immediate family. For the purpose of absences for medical and related reasons, members of the immediate family are defined as spouse, children, father, mother, brother, sister, grandparents, or in-law equivalents of the above or other relatives living in the household. For any absence in which sick leave is used, the superintendent shall have the right to require a physicians certificate stating that the employee is ill and is unable to perform his or her duties. In the event that sick leave is used to care for a member of the immediate family, the superintendent shall have the right to require a physicians certificate stating that the employee is needed to care for the sick family member. School personnel shall not be charged sick leave for the first seven workdays of absence due to an injury caused by a physical assault while the individual was engaged in the performance of his/her duties. PERSONAL LEAVE Three days of any accumulated sick leave may be utilized during each school year for personal reasons provided prior approval of the absence is given by the superintendent or his or her authorized representative and provided the presence of the employee requesting absence is not essential for effective school operation. A leave form must be filed and approved five (5) working days prior to leave. Personal leave will not be granted during pre-planning, post-planning, in-service days or on the day before or day after holidays. Employees are not required to disclose the purpose for which such absence is sought. OBSERVANCE OF RELIGIOUS HOLIDAYS Employees may use personal leave for the observance of recognized religious holidays. If an employee desires to take leave for the observance of recognized religious holidays in excess of the days allowed for personal leave, the employee may take unpaid leave for such purposes provided that such leave is not excessive and does not interfere with fulfilling the obligations of his or her job.

30


JURY AND WITNESS LEAVE Each person employed by the Forsyth County School System shall be allowed leave with pay for the purposes of serving as a juror in any court or when attending a judicial proceeding in response to a subpoena. Jury and/or witness leave shall not be deducted from an individual’s accumulated personal, professional or sick leave. No employee utilizing jury and witness leave shall be required to pay the cost of employing a substitute to serve during his or her absence for such leave. Employees who serve on juries or are subpoenaed to attend a judicial proceeding may not keep their jury duty and/or witness pay. Jury duty and/or witness pay must be endorsed over to the school district. Alternatively, the employee may provide the school district with a copy of the check and the amount paid to the employee will be deducted from the employee’s next paycheck. MILITARY LEAVE Full-time employees of the Forsyth County School System shall be entitled to take a military leave for "ordered military duty"with full employment and reinstatement rights as provided by law. The term "ordered military duty" shall mean any military duty performed in the service of the state or of the United States, including but not limited to, attendance at any service school or schools conducted by the armed forces of the United States by an employee as a voluntary member of any force of the organized militia or any reserve force or reserve component of the armed forces of the United States pursuant to orders issued by the competent state or federal authority, without the consent of the employee. An employee shall be paid regular salary for a period or periods of absence while engaged in the performance of ordered military duty and while going to and returning from such duty, not to exceed a total of 18 days in any one federal fiscal year. In the event that the Governor of Georgia declares an emergency and orders an employee to active duty as a member of the Georgia National Guard, such employee shall be paid regular salary while performing such duty for a period not to exceed 30 days in any one federal fiscal year. A request for military leave (paid or unpaid) must be submitted to the employee’s supervisor and the appropriate personnel administrator with a copy of the official military orders. BEREAVEMENT LEAVE Up to five days sick leave may be used for absence due to death of an employees spouse, children, brother, sister, father, mother, grandparents, in-law equivalents of the foregoing or any relatives living in the residence of the employee. PROSPECTIVE TEACHER LEAVE Any regular full-time employee of the Forsyth County Board of Education who has completed two or more consecutive years of service during the current period of employment and whose service is fully satisfactory may be authorized by the Superintendent or designated official to take a leave of absence without pay for the

31


purpose of completing certain degree requirements for initial professional teaching certification subject to the following terms and conditions: 1. Leave is for the purpose of completing student teaching and/or the curriculum block preceding student teaching; 2. There is no alternative route that would preclude the necessity for an extended absence; 3. Leave does not exceed one college semester of study; 4. The leave period does not begin earlier than the Monday preceding or coinciding with the first day of the college course(s) or end later than the Friday preceding or coinciding with the final day of courses; 5. The courses to be taken are explicitly required as part of a program of study for teacher preparation at a regionally accredited college or university; and 6. The employee satisfactorily completes the courses. Any request to take Prospective Teacher Leave should be submitted prior to registration to ensure the leave period is compatible and with the needs and interests of the district and is, therefore, acceptable to the district. The employee must contact Human Resources at least 10 days prior to the scheduled ending date of the leave of absence to indicate whether or not he or she desires to return to work. The request for leave accompanied by the following documentation should be submitted to Human Resources for coordination of approval: 1. A description by the college or university of the specific courses to be completed during the absence and the overall program of study being pursued; and The precise dates (individual or inclusive, as applicable) on which the employees attendance at events required by the courses would preclude attendance at the employees regular job. While the district will endeavor to return the employee to his or her former position and site, the district must reserve the right to assign or reassign the employee upon return, or, if deemed necessary by the district, to postpone or deny the employees return to work. Continuation of coverage under each of the districts various employee benefit plans while on this type of leave is determined by the provisions, terms and conditions governing the operation of each plan. CONSTRUCTION WITH THE FAMILY AND MEDICAL LEAVE ACT To the extent that any provision in this policy conflicts with or is superseded by the Family and Medical Leave Act (FMLA), the regulations promulgated there under, or other federal law, the provision of the FMLA, its regulations or other law, as the case may be, control. ANNUAL LEAVE Annual leave is granted only to 12-month, annual (240-day) employees. Effective July

32


1, 2008, annual leave shall be accumulated based on the number of verified continuous, consecutive years of service with the system, as follows: FCS Years of Annual Continuous Service Earnings 0-5 years

15 days; 120 hours

5+ years

20 days; 160 hours

FCS leave accumulation service shall be credited on a fiscal year basis using the salary credit formula. If an employee breaks service with the system and is re-employed, leave accumulation reverts to zero (0) years of service. Regular part-time (at least fifty percent) employees in 12-month positions accrue annual leave in proportion to the percent of time worked. Employees are encouraged to use all earned vacation leave each year. Individuals may carry over up to but not more than five (5) unused days of annual leave from a prior fiscal year into the next fiscal year, but these days must be used by December 31 of that next year. An employee is not eligible to receive any form of compensation for unused annual leave.

Date Adopted: 2/21/2008

33


Administrative Regulation Leaves and Absences

Descriptor Code: GARH-R(0)

Leaves and Absences ADMINISTRATIVE PROCEDURE GARH - ANNUAL LEAVE 12 Month (240-day) Employees January 2008 Annual leave is granted only to 12-month, annual (240-day) employees; annual salary is calculated by multiplying the daily rate by 240 days. Effective July 1, 2008, each 12month employee with 0-5 years of FCS service is expected to select, request approval, and take up to 15 of these 240 days as annual leave or "elective holidays�. Each 240day employee with 5+ years of FCS service, is expected to select, request approval and take up to 20 of these days per fiscal year. Leave may be taken provided the absence is not essential for effective school district operation and if prior approval (5 days before leave is to be taken) is obtained from the supervisor and the superintendent or his or her authorized representative. Individuals may carry over up to but not more than five (5) unused days of annual leave from a prior year into the next fiscal year, but these days must be used by December 31 of that next year. After annual leave has been posted through December 31, any balance of prior-year carryover leave will be forfeited. Supervisors are required to ensure that FLSA non-exempt supervisees: 1) schedule and take annual leave in order that all prior-year carryover days are used prior to January 1 of any fiscal year, and 2) that no more than 5 annual leave days remain on June 30 of any fiscal year. An employee is not eligible to receive any form of compensation for unused annual leave days. Effective July 1, 2008, if employment ends during a fiscal year for employees with 0-5 years of FCS service, the final payout is computed for all workdays completed, earned sick/personal days taken, and current year earned annual leave days taken up to the first five days, minus annual leave days taken from annual leave days 6-15 allotted for the current fiscal year. Effective July 1, 2008, if employment ends during a fiscal year for employees with 5+ years of FCS service, the final payout is computed for all workdays completed, earned sick/personal days taken, and current year annual leave days taken up to the first 10 days, minus annual leave days taken from annual leave days 11-20 allotted for the current fiscal year. If "carryover" annual leave from a prior fiscal year was taken during the current year, these days are not subtracted from the final pay out for any employee. EXAMPLES: A 12-month, 240-day employee with 0-5 years of FCS service, may have a maximum of 5 days of annual leave on June 30; a maximum of 20 days on July 1, and a maximum of 15 days on January 1. A 12-month, 240-day employee with 5+ years of FCS service, may have a maximum of 5 days of annual leave on June 30; a maximum of 25 days on July 1; and a maximum of 20 days on January 1.

Date Issued: 2/21/2008 Revised 7/1/2016

34


LEAVE REQUEST  Based on FCBOE Policy GARH (February 2008) 

(PERSONAL ▪ MILITARY ▪ JURY/WITNESS ▪ ANNUAL ▪ EXIGENCY LEAVE)  This request must be received by the District Office at least 5 days before the leave date requested.  Work Site: 

Date: ________________________________________ 

Employee Name: __________________________        ______________  Position:  _____________________________ 

Personal Leave 

SSN: __________________________ 

___________

Date(s) requested: First day ­ 

Last day ­ ____________________ 

Number of days requested: ____________ Number of days taken this year: ____________ 

Military Leave  (Attach Official Orders) 

Date(s) requested: First day ­ 

Last day ­ ______________________ 

Number of days requested: ____________ Number of days taken this year: ____________ 

Jury/Witness Leave  (Attach Subpoena) 

Date(s) requested: First day ­ 

Annual Leave 

Date(s) requested: First day ­ 

Last day ­ ______________________ 

Number of days requested: ____________ Number of days taken this year: ____________ 

Last day ­ ______________________ 

Number of days requested: ____________ Number of days taken this year: ____________ 

Exigency Leave  (Attach Official Orders) 

Date(s) requested: First day ­ 

Substitute

Will a substitute be required during your absence? ______Yes ______No 

Last day ­ ______________________ 

Number of days requested: ____________ Number of days taken this year: ____________ 

Signature (Employee) 

_____________________________                         ___________  Date _________________________________ 

Supervisor Level Approval _____________________________                         ________ 

Date _____________________________  _ 

Supervisor Level Denial _____________________________                         ___________ 

Date _______________________________ 

Human Resources Approval _____________________________                         ________  Date _____________________________  Human Resources Denial _____________________________                         ___________  Date _____________________________

35

Revised August 2009 


Board Policy Federal Family and Medical Leave Act

Descriptor Code: GBRIG

It is the purpose of this policy to set out in summary form the provisions of the Family and Medical Leave Act (“ACT”) as adopted by the U. S. Congress on February 5, 1993 and which became effective August 5, 1993. This board does not intend by this policy to create any additional rights to leave not provided by the Act. The board does intend to elect certain options as the Act authorizes. Any portion of this policy inconsistent or contrary to the Act is unintentional and shall not be given effect. As to the interpretation of this policy, the board’s employees should look to the Act itself and its regulations. A. ELIGIBLE EMPLOYEES Employees of the Forsyth County Board of Education (“board of education”) who have been employed by the board of education for at least 12 months and who have worked at least 1250 hours for the board of education during the 12 month period immediately prior to requesting leave are eligible to take 12 weeks of unpaid leave under the Family and Medical Leave Act (“FMLA”). B. DEFINITIONS “Active duty or call to active duty status” means a call or order to active duty in support of a contingency operation pursuant to various sections of Title 10 of the United States Code as defined in 29 C.F.R. § 825.800. “Contingency Operation” means a military operation designated by the Secretary of Defense as one in which Armed Forces members are or may be involved in military actions, operations, or hostilities against an enemy of the U.S. or an opposing military force, or a military operation that results in the call or order to, or retention on, active duty as defined in FMLA Regulation § 825.800. “Covered military member,” means the employee’s spouse, son, daughter, or parent on active duty or call to active duty status. “Covered Servicemember” means a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred in the line of duty on active duty. "Instructional employee" means an employee whose principal function is to teach and instruct students in a class, a small group, or an individual setting. “Next of Kin” of a covered servicemember means the nearest blood relative other than the covered servicemember’s spouse, parent, son or daughter, in the following order of priority: blood relatives granted legal custody, brothers and sisters, grandparents, aunts and uncles, and first cousins, unless the covered servicemember has specifically designated in writing another blood relative for purposes of FMLA caregiver leave. “Outpatient Status,” with respect to a covered servicemember, means the status of a member of the Armed Forces assigned to either a military medical treatment facility as an outpatient; or a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients.

36


"Parent" means a biological, adoptive, step or foster mother or father or one who acted in place of a parent when the employee was a child. The term “parent” does not include parent “in law.” “Parent of covered servicemember” means a biological, adoptive, step or foster parent or any other individual who acted in place of a parent of the covered servicemember. The term does not include parents “in law.” "Serious Health Condition" means an illness, injury, impairment, or physical or mental condition that involves inpatient care requiring an overnight stay in a hospital, hospice or residential medical care facility or continuing treatment by a health care provider, all as further defined in the FMLA regulations. “Serious Injury or Illness” means, an injury or illness incurred by a covered servicemember in the line of duty on active duty that may render the servicemember medically unfit to perform the duties of the member’s office, grade, rank, or rating. "Son or daughter" means a biological, adopted or foster child, a stepchild, a legal ward, or a child for whom the employee acts as a parent. The son or daughter must be under age 18 or, if the son or daughter is age 18 or older, he/she must be incapable of selfcare due to a mental or physical disability at the time FMLA leave is to begin. “Son or daughter of a covered servicemember” means a covered servicemember’s biological, adopted, or foster child, stepchild, legal ward, or a child for whom the covered servicemember acted in the place of a parent, and who is of any age. "Spouse" means a husband or wife as defined or recognized under Georgia law. C. AMOUNT AND TYPE OF LEAVE TAKEN An eligible employee may request leave for one or more of the following reasons: 1. Birth of a son or daughter and to care for the newborn child; 2. Adoption or foster placement with the employee of a son or daughter and to care for the newly placed child; 3. To care for the employee's spouse, son, daughter or parent, if that person has a serious health condition; 4. Serious health condition of the employee that prevents the employee from performing his/her job functions; 5. Any qualifying exigency arising from the fact that the employee’s family member (the covered military member) is on active duty or has been notified of an impending deployment in support of a contingency operation. Qualifying exigencies are defined as short-notice deployment (seven or less calendar days); military events and related activities; childcare and school activities; financial and legal arrangements; counseling; rest and recuperation (up to five days per instance); post-deployment activities; additional activities where the employer and employee agree that the leave is an exigency and agree to both timing and duration of the leave; and 6. Military caregiver leave to care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the servicemember. In the event of the birth, adoption or foster placement of a son or daughter, all leave

37


must be completed within twelve months after the birth, adoption or foster placement. Except as provided below, an employee may take a total of 12 weeks leave during any twelve month period. The 12 month period shall be measured backward from the date the employee begins using any FMLA leave. See 29 C.F.R. §825.200 (b) (4). If both spouses work for the Forsyth County Board of Education and both are eligible for FMLA leave, they are authorized to take only a combined total of 12 weeks leave during any one 12 month period to care for a newborn or adopted child, a child placed with the employee for foster care, or a parent with a serious health condition. Both spouses are authorized unpaid leave to care for a spouse or child with a serious health condition for twelve (12) weeks. An eligible employee is eligible to take up to 26 weeks of military caregiver leave during a “single 12-month period”. The “single 12-month period” begins on the date the employee first takes military caregiver leave and ends 12 months after that date, regardless of the method used to determine the leave entitlement period for other FMLA reasons. If both spouses work for Forsyth County Board of Education and both are eligible for FMLA leave, they are authorized to take only a combined total of 26 weeks during the “single 12-month period” described above for military caregiver leave or a combination of military caregiver leave and leave taken for other FMLA reasons. Employees seeking to take FMLA leave care for a newborn or adopted child, a child placed with the employee for foster care, or a parent, spouse or child with a serious health condition must substitute any accumulated paid vacation, personal or family leave for all or a part of the otherwise unpaid FMLA leave. Employees seeking to take FMLA leave because of their own serious health condition must substitute any accumulated paid vacation, personal, medical or sick leave for all or a part of the otherwise unpaid FMLA leave. D. INTERMITTENT OR REDUCED LEAVE An employee may take leave on an intermittent or reduced leave schedule where it is medically necessary due to the serious health condition of a covered family member, the employee, or the serious injury or illness of a covered servicemember, or when necessary because of a qualifying exigency. The District will require a certification, in the form designated by the District, to document the necessity of such intermittent leave or reduced schedule leave. E.

NOTIFICATION OF LEAVE

If the need for FMLA leave is foreseeable, an employee requesting leave must provide at least 30 days advance notice to the personnel director. If such advance notice is not possible, the employee must give notice to his/her immediate supervisor as soon as practicable, ordinarily within one or two working days of learning of the need for leave. When planning medical treatment, the employee should make a reasonable effort to schedule the treatment, subject to the approval of the health care provider, so that any corresponding leave will not disrupt unduly the operations of the school district.

38


F.

BENEFITS AND RETURN TO WORK

Employees will be eligible to maintain health care benefits, provided by the school district, while on FMLA leave. The board of education will pay the employer’s portion, if any, of such benefits. The employee will pay the same portion, if any, of such benefits as the employee paid before beginning the leave. Upon return from leave, the employee is entitled to be reinstated to a position equivalent to the one the employee held when he/she left on FMLA leave, with equivalent pay, benefits and other terms and conditions of employment. Upon proper notice, however, the board of education may deny reinstatement under this policy to an employee whose salary is in the highest 10% of the employees employed by the school district if such denial is necessary to prevent substantial and grievous economic injury to the District’s operation, as determined by the board of education. G. REQUIRED CERTIFICATION AND REPORTING The board of education requires that a request for leave due to a serious health condition of an employee or an employee’s family member or a serious injury or illness of a covered servicemember be supported by certification by the appropriate health care provider of the eligible employee or family member on a form to be provided by the District. This certification must include (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) if the purpose of the leave is to care for a son, daughter, spouse or parent (“family member”), a statement that the employee is needed to care for the family member and the estimated amount of time needed for such care, and (4) if the leave is due to the employee’s own serious health condition, a statement that the employee is unable to perform his/her job functions. The employer may require that the eligible employee obtain subsequent recertification on a reasonable basis as requested by the school district. The board of education, at its own expense, may obtain the opinion of a second health care provider of the board of education’s choice, if the board should choose to do so. If a conflict exists between the opinion in the certification and the second opinion, the board of education may, at its own expense, obtain a third opinion from a health care provider upon which the board of education and the employee jointly agree. Such a third opinion as to the necessity for the leave is binding on both the board of education and the employee. Upon an employee’s return to work after leave for employee’s own serious health condition, the board of education may require the employee to obtain certification from his/her health care provider that the employee is able to resume work. The District may require that a first request for leave because of a qualifying exigency arising from active duty or a call to active duty be supported by a copy of the covered servicemember’s active duty orders or other documentation issued by the military. A certification form requesting the required information to support a request for exigency leave will be provided by the District upon request. The board of education may require an employee on FMLA leave to report periodically to his/her principal or supervisor on the employee’s status and intent to return to work.

39


H. SPECIAL PROVISIONS When an instructional employee seeks intermittent leave or leave on a reduced schedule in connection with a family or personal illness or to care for a covered servicemember that would constitute at least 20% of the total number of working days in the period during which the leave would extend, the board of education may require the employee to elect to take leave in a block (not intermittently) for the entire period or to transfer to an available alternative position within the school system that is equivalent in pay, for which the employee is qualified, and which better accommodates the intermittent situation. If an instructional employee begins leave more than five weeks before the end of a semester, the board of education may require the employee to continue taking leave until the end of the semester if: (i) the leave will last at least three weeks; and (ii) the employee would return to work during the three-week period before the end of the term. If an instructional employee begins leave for a purpose other than the employee’s own serious health condition during the five-week period before the end of the semester, the board of education may require the employee to continue taking leave until the end of the semester if: (i) the leave will last more than two weeks; and (ii) the employee would return to work during the two-week period before the end of the term. If an instructional employee begins leave for a purpose other than the employee’s own serious health condition during the three-week period before the end of a semester, and the leave will last more than five working days, the board of education may require the employee to continue taking leave until the end of the semester.

Date Adopted: 8/31/1995 Last Revised: 5/21/2009

40


FORSYTH COUNTY SCHOOLS  REQUEST FOR FAMILY AND MEDICAL LEAVE OR DISABILITY LEAVE  This form is for two types of leave. Family and Medical Leave (FML) is available to qualifying employees for the purposes defined by Board of  Education Policy GBRIG. Disability Leave may be available to employees in situations of personal disability not covered by FML. If you are going to  be absent from work more than 10 consecutive workdays, you must: 1) Complete “Employee” section below; 2) have your Health Care Provider  complete the “Certification” section below; and 3) return completed form to: Forsyth County Schools, Human Resources Department, 1120  Dahlonega Hwy., Cumming, Georgia 30040. You may also FAX completed forms to: (770) 888-1121. 

══  EMPLOYEE  ══  Are you updating or changing a request already submitted? 

Yes

No.

If yes, last request submitted on:  ____/____/____ 

Employee Name: ______________________________________     Phone:___________________      SSN: _________________  Home Address: ____________________________________________________________________________________________  STREET ADDRESS, CITY, STATE, ZIP CODE 

Work Site: _____________________________________________________  Requesting  leave from: _____/_____/_____ through: _____/_____/_____.  FIRST DAY OUT 

Position Held: ____________________________ 

I will be ready to return to work on: _____/_____/_____ 

LAST DAY OUT 

The reason for leave is: _____________________________________________________________________________________  If any part of the leave is without pay, I prefer that deductions from pay be (choose one):  prorated (starting no later than the first  paycheck after leave begins) OR  in a lump sum each month that unpaid absences occur (leaving enough to cover benefit  premiums).  Off payroll.  Employee Signature: ______________________________________________  Date: ___________________________________  Note to Employee: The school district will respond to your request on the opposite page or attached sheet. Please read the response carefully. 

══  CERTIFICATION OF HEALTH CARE PROVIDER  ══  Health care provider means a doctor of medicine, doctor of chiropractic, or doctor of osteopathy legally authorized to practice by the appropriate  examining board. Provider should complete either Section I OR  II OR  III AND  Section IV. 

SECTION I ­ MATERNITY  •Anticipated  Delivery date: _____________________________ 

•Anticipated Period of post-partum disability: ____________________________ 

If the patient has or is expected to have an abnormal medical condition during the pregnancy that warrants limitations in work-  related activity or that requires a post-partum disability period of more than six weeks, please explain why.  _________________________________________________________________________________________________________  Attach additional page(s) if necessary. 

SECTION II ­ EMPLOYEE DISABILITY  •Date Disability  Commenced: __________________________________ 

•Probable Duration  or Ending Date: _________________________________________ 

Describe the serious health condition(s) that makes the employee unable to perform the essential functions of his/her job.  _________________________________________________________________________________________________________  Attach additional page(s) if necessary 

SECTION III ­ CARE OF FAMILY MEMBER  Name of Family Member: ____________________________________________________________________________________  Date(s) employee’s presence is necessary for care of family member: First Day _________________ Last Day ________________  Describe the serious health condition of the family member.  _________________________________________________________________________________________________________  Attach additional page(s) if necessary. 

SECTION IV – HEALTH CARE PROVIDER  Provider’s Name: __________________________________   Phone: ____________________   License #: __________________  Address: _______________________________________________________  City, State: ______________________________  Signature: ___________________________________________________________________    Date: ______________________

41

C: Benefits ● Payroll ● Supervisor ● Personnel ● Leave ● HR  Revised August 2009 


══  HUMAN RESOURCES  ══  RESPONSE TO REQUEST FOR FAMILY AND MEDICAL LEAVE OR DISABILITY LEAVE  Employee: __________________________________________________________ 

File No. _________________________ 

This is the response to your  original  amended request for leave dated: ____/____/____.  If this is an amendment  to terms previously approved, then any terms not changed below remain the same as last approved.  •Employee 

is

is not eligible to take Family and Medical Leave (FML). 

LEAVE BALANCE 

Eligible Dates: from _____/_____/_____ through _____/_____/_____  FIRST DAY OUT 

Hire Date: _____/_____/_____ 

LAST DAY OUT 

Sick: _____  Annual:  _____ N/A  _____ 

•Employee

is

is not eligible to take Disability Leave (non-FML leave). 

FML Taken ____ Balance  ____  Print Date _____/_____/_____ 

Eligible Dates: from _____/_____/_____ through _____/_____/_____ 

Computation:

FIRST DAY OUT 

Last Posted _____/_____/_____

LAST DAY OUT 

Computation: Total Days¹ _____ Days Out² _____ Allowable Leave³ _____ Leave Without Pay 4 _____ Off Payroll_____  1. Scheduled workdays in a full year. 2. Workdays to be missed during leave. 3. Maximum Sick Leave /Annual Leave days that may be  used during the absence. 4. Workdays during the absence that must be without pay (i.e., Sick Leave is unavailable or not permitted – see  note below). 

NOTE: The following Sick Leave limitations 

do

do not apply to your approved leave(s) of absence. 

In certain situations, an employee may not be permitted to use available Sick Leave during a Family and Medical Leave absence.  Georgia law (§20-2-850) provides that Sick Leave may be used [only] “for absences due to illness or injury or necessitated by  exposure to contagious disease or to illness or death in the immediate family.“ Consequently, an employee on approved FML leave  is not permitted to be paid from available Sick Leave on any days of absence not necessitated by one of the reasons specified by  law. For example, an employee who takes 60 days of FML for maternity, but who is disabled for only 30 scheduled workdays (i.e., a  “normal” delivery), would be permitted to use only 30 Sick Leave days even if more days are available.  All approved leaves of absence are subject to terms and conditions specified by district policies and the following:  Ø  FAMILY AND MEDICAL LEAVE  1.  All Family and Medical Leave taken will be charged against your FML entitlement.  2.  You must use available Sick Leave and Annual Leave (if applicable) during the absence; however, the use of Sick  Leave is limited to the number of Allowable Leave days specified above. (See note in box above, if checked as  applicable to you.)  3.  You may be required to provide Forsyth County Schools with a release to return to work from the Health Care  Provider.  4.  You must notify Human Resources in a written statement (with a copy to your supervisor) not less than 10 days or  more than 20 days prior to the approved ending date of the leave:  a.  Whether or not you will return to work on the scheduled date approved in the response to your request.  b.  Whether or not you will present a new request for leave and the date such new request will be presented.  c.  Whether or not you will: A. (if under professional employment contract) request release from the contract  pending recommendation of a suitable replacement or B. (if not under contract) resign from employment.  Ø  DISABILITY LEAVE  1. The purpose of Disability Leave is to help employees qualify for the disability premium rate for health care insurance.  The terms and rights provided by FML do not apply to Disability Leave, including the right to return to work.  2. The following statement  does  does not apply to any absence approved as Disability Leave:  Since Disability Leave does not include a right to return to work, your active employment status has ended. 

The request is approved as specified in the HUMAN RESOURCES section above.  By: ____________________________________________________ 

42

Date:__________________________________________

C: Benefits ● Payroll ● Supervisor ● Personnel ● Leave ● HR  Revised August 2009 


Board Policy Internet Acceptable Use

Descriptor Code: IFBG

It is the belief of the Forsyth County Board of Education that the use of technology for the purpose of information acquisition, retrieval, manipulation, distribution and storage is an important part of preparing children to live in the 21st century. The Board further believes that a “technology rich” classroom can significantly enhance both the teaching and learning process. This technology includes computer hardware, software, local and wide area networks and access to the Internet. Due to the complex nature of these systems and the magnitude of information available via the Internet, the Forsyth County Board of Education believes guidelines regarding acceptable use are warranted in order to serve the educational needs of students. It shall be the policy of the Forsyth County Board of Education that the school system shall have in continuous operation, with respect to any computers belonging to the school having access to the Internet: 1. A qualifying “technology protection measure,” as that term is defined in Section 1703(b)(1) of the Children's Internet Protection Act of 2000; and 2. Procedures or guidelines developed by the superintendent, administrators and/or other appropriate personnel which provide for monitoring the online activities of users and the use of the chosen technology protection measure to protect against access through such computers to visual depictions that are (i) obscene, (ii) child pornography, or (iii) harmful to minors, as those terms are defined in Section 1703(b)(1) and (2) of the Children’s Internet Protection Act of 2000. Such procedures or guidelines shall be designed to: a. Provide for monitoring the online activities of users to prevent, to the extent practicable, access by minors to inappropriate matter on the Internet and the World Wide Web; b. Promote the safety and security of minors when using electronic mail, chat rooms, and other forms of direct electronic communications; c. Prevent unauthorized access, including so-called “hacking,” and other unauthorized activities by minors online; d. Prevent the unauthorized disclosure, use and dissemination of personal identification information regarding minors; and e. Restrict minors’ access to materials “harmful to minors,” as that term is defined in Section 1703(b)(2) of the Children’s Internet Protection Act of 2000. The district’s technology resources are provided for educational purposes that promote and are consistent with the instructional goals of the Forsyth County School System. Use of computers and network resources outside the scope of this educational purpose is strictly prohibited. Students and employees accessing network services or any school computer shall comply with the district’s acceptable use guidelines. The district reserves the right to monitor, access, and disclose the contents of any user’s files, activities, or communications. It must also be understood that the Internet is a global, fluid community, which remains largely unregulated. While it is an extremely valuable tool for educational research, there are sections that are not commensurate with community, school, or family

43


standards. It is the belief of the Board that the Internet’s advantages far outweigh its disadvantages. The Forsyth County Board of Education will, through its administrative staff, provide an Internet screening system which blocks access to a large percentage of inappropriate sites. It should not be assumed, however, that users are completely prevented from accessing inappropriate materials or from sending or receiving objectionable communications. Additionally, access to the Internet and computer resources is a privilege, not a right. Therefore, users violating the Forsyth County Board of Education’s acceptable use policy shall be subject to revocation of these privileges and potential disciplinary action.

Date Adopted: 7/31/1998 Last Revised: 9/17/2009

44


Board Policy Internet Safety

Descriptor Code: IFBGE

Introduction It is the policy of Forsyth County Schools to: (a) prevent user access over its computer network to, or transmission of, inappropriate material via Internet, electronic mail, or other forms of direct electronic communications; (b) prevent unauthorized access and other unlawful online activity; (c) prevent unauthorized online disclosure, use, or dissemination of personal identification information of minors; and (d) comply with the Children’s Internet Protection Act [Pub. L. No. 106-554 and 47 USC 254(h)]. Definitions Key terms are as defined in the Children’s Internet Protection Act. Access to Inappropriate Material To the extent practical, technology protection measures (or “Internet filters”) shall be used to block or filter Internet, or other forms of electronic communications, access to inappropriate information. Specifically, as required by the Children’s Internet Protection Act, blocking shall be applied to visual depictions of material deemed obscene or child pornography, or to any material deemed harmful to minors. Subject to staff supervision, technology protection measures may be disabled or, in the case of minors, minimized only for bona fide research or other lawful purposes. To the extent practical, steps shall be taken to promote the safety and security of users of the Forsyth County Schools online computer network when using electronic mail, chat rooms, instant messaging, and other forms of direct electronic communications. Specifically, as required by the Children’s Internet Protection Act, prevention of inappropriate network usage includes: (a) unauthorized access, including so-called ‘hacking,’ and other unlawful activities; and (b) unauthorized disclosure, use, and dissemination of personal identification information regarding minors. Inappropriate Network Usage Supervision and Monitoring It shall be the responsibility of all members of the Forsyth County Schools staff to supervise and monitor usage of the online computer network and access to the Internet in accordance with this policy and the Children’s Internet protection Act. Procedures for the disabling or otherwise modifying any technology protection measures shall be the responsibility of the Chief Technology and Information Officer or designated representatives. CIPA Definition of Terms: TECHNOLOGY PROTECTION MEASURE. The term "technology protection measure'' means a specific technology that blocks or filters Internet access to visual depictions that are:

45


1. OBSCENE, as that term is defined in section 1460 of title 18, United States Code; 2. CHILD PORNOGRAPHY, as that term is defined in section 2256 of title 18, United States Code; or 3. Harmful to minors. HARMFUL TO MINORS. The term "harmful to minors'' means any picture, image, graphic image file, or other visual depiction that:

1. Taken as a whole and with respect to minors, appeals to a prurient interest in nudity, sex, or excretion; 2. Depicts, describes, or represents, in a patently offensive way with respect to what is suitable for minors, an actual or simulated sexual act or sexual contact, actual or simulated normal or perverted sexual acts, or a lewd exhibition of the genitals; and 3. Taken as a whole, lacks serious literary, artistic, political, or scientific value as to minors. SEXUAL ACT; SEXUAL CONTACT. The terms "sexual act'' and "sexual contact'' have the meanings given such terms in section 2246 of title 18, United States Code.

Date Adopted: 9/14/2006 Last Revised: 9/17/2009

46


Responsible Use Guidelines for Forsyth County Schools’ Community The mission of Forsyth County Schools (FCS) is to prepare and inspire all students to contribute and excel. The district provides ongoing student instruction that develops graduated digital citizenship for using technology as a tool to achieve this mission. Information and Communication Technology is an integral part of FCS’ curriculum across subjects and grades in developmentally appropriate ways, and it is aligned to the competencies listed in the district’s Learner Profile which include: seek knowledge and understanding; think critically and solve problems; listen, communicate and interact effectively; exhibit strong personal qualities; and engage and compete in a global environment. I understand that using digital devices (whether personal or school owned) and the FCS network is a privilege, and when I use them according to the Responsible Use Guidelines I will keep that privilege. All members of Forsyth County Schools’ community agree to follow the Forsyth County Schools Code of Conduct, school rules and commit to the following responsible use guidelines. I will:

• • • • •

Use digital devices, networks and software in school for educational purposes and activities. Keep my personal information (including home/mobile phone number, mailing address, and user password) and that of others private. Show respect for myself and others when using technology including social media. Give acknowledgement to others for their ideas and work. Report inappropriate use of technology immediately.

The Responsible Use Procedure will be reviewed each school year together with students and teachers and will provide a springboard for teaching and learning around topics such as Internet safety, digital citizenship and ethical use of technology. * Developed based on Responsible Use Procedures of Canyon County Schools and the Holy Spirit Roman Catholic Separate Regional Division.

Last Modified on May 28, 2013

47


Board Policy School Ceremonies and Observances

Descriptor Code: IKD

Pledge of Allegiance to the Flag At a specified time designated by the school each school day, students in the Forsyth County School System shall be afforded the opportunity to recite the Pledge of Allegiance to the flag of the United States of America. Students participating in the recitation of the Pledge will be expected to stand, face the flag, and recite the Pledge in unison. Students not participating in the recitation of the Pledge may (a) stand and refrain from reciting the Pledge; or (b) remain seated. A copy of this policy shall be distributed to each teacher in the school (s).

Date Adopted: 12/31/1995

48


Administrative Regulation School Ceremonies and Observances

Descriptor Code: IKD-R(0)

A MOMENT FOR QUIET REFLECTION How to Comply with the Mandate In each public school classroom, the teacher in charge shall, at the opening of school upon every school day, conduct a brief period of quiet reflection for not more than 60 seconds with the participation of all the pupils therein assembled. O.C.G.A. 20-2-1050 Nothing more or less is needed to be said by a teacher in order to comply with the Act. Stating more than this, such as a discussion of whether a student may pray silently, invites criticism and possible legal challenge. If a teacher decides not to observe the moment at all, then the school district may be criticized or challenged legally for not complying with the law. Some administrators who lead the pledge to the flag over the intercom may choose before or after the pledge to simply state: "Let us all remain silent for one moment to reflect on the anticipated activities of the day." The moment of silence may be for whatever length thought appropriate but not in excess of sixty seconds. (We always have thought that a teacher could require many moments of silence for reflection on a variety of activities, including an anticipated lesson or test, without having a law to authorize that activity.) Obviously, this simple sentence may be adopted by each classroom teacher, if the school administrator decides that the moment of silence should be observed by each teacher rather than by an administrator over the intercom. The administrator perhaps should caution teachers not to get into a discussion with students as to whether students may pray silently during this moment. The danger is that a teacher may be perceived as recommending or endorsing prayer. Clearly, a student has a right to pray silently at any time during the day - the student need not ask for permission. If, however, a student truly is not clear as to this right, a teacher would be better sewed by discussing the issue privately with the student and not with the class. The teacher herself or himself should not give to students the impression the teacher is engaged in prayer. This arguably could be considered as an endorsement of prayer or as encouraging students to pray and invite a legal challenge. For a teacher to assume a prayerful posture or to end the moment with an audible "amen" is to place oneself in a position where one could become the defendant in the test case surely to be filed sometime during the coming school year. Obviously, common sense, a willingness to comply with the Act, but not to go beyond the Act, and an understanding of the legal issues in the cases in point prepare administrators and teachers to meet the requirement of the Act without becoming embroiled in litigation or too much controversy in the process. Schoolaw ADVANCE SHEET for Administrators April, 1994

Date Issued: 12/31/1995

49

Vol. 5, No. 10


Administrative Regulation Child Abuse or Neglect

Descriptor Code: JGI-R(0)

All Forsyth County School System personnel and volunteers are mandated reporters of suspected child abuse and neglect. Child abuse includes physical abuse, physical neglect, sexual abuse and emotional abuse. Abuse information can be revealed during regular contact with a child in the classroom, in a counseling session or through reporting of alleged incidents of suspected abuse by another child or children. The following are procedures for suspected child abuse cases through the school system after initial disclosure to school personnel. Staff may consult with the Director of Student Support Services for guidance with suspected child abuse cases or with the Chief of Human Resources with cases dealing with school employees. Interview/Disclosure of Abuse • •

If school staff or volunteer suspects abuse, immediately contact the School Counselor (School Administrator if counselor is unavailable.) The School Counselor will interview the child when appropriate. o No other students should be present in the session. o Ask the child open ended questions such as “What happened?” and “When did the incident occur?” Leading questions such as “Did your mother also hit you?” may jeopardize the investigation. o Document the child’s exact statement using the child’s original wording on the Mandated Reporter form. o Determine if the alleged perpetrator lives in or out of the home. o If necessary, you may want to discuss issues of safety with the child. o Note the time and the date of the disclosure. o If sexual abuse or exploitation is disclosed, do not use dolls or other materials to obtain information. It is not the responsibility of the school employee or volunteer to prove that the child has been abused or neglected, or to determine whether the child is in need of protection.

Report to Department of Family and Children Services (DFCS) •

• •

• •

All incidences of suspected abuse must be reported “immediately, but in no case later than twenty-four (24) hours from the time there is reasonable cause to believe a child has been abused,” to DFCS regardless of when or where they occurred. (O.C.G.A. 19-7-5) Complete the Mandated Reporter form. An updated form may be found on itslearning in the Student Support Services course under “child abuse”. Email the Mandated Reporter form to Georgia Centralized Intake at cpsintake@dhr.state.ga.us. The DFCS Intake Worker will email the reporter that they have received the Child Abuse/Neglect Referral Form. The School Social Worker and the School Counselor should maintain a copy for their records. If the DFCS intake worker does not respond to the email, then the reporter should call to ensure the report was received or to make an initial verbal report. If attempts to notify DFCS have been unsuccessful, contact your school social worker, school resource officer, or 911. Concerns regarding sending the child home

50


from school due to safety issues should be addressed with the school administration with input from the School Safety Department, the Forsyth County Sheriff’s Office, and the Department of Family and Children Services staff or supervisors. Note: DFCS and law enforcement have restrictions regarding transporting students. Under most circumstances, the child should proceed home in a normal manner. The School Administrator should be notified of the report. Administrator approval is not required to make a DFCS report. Under no circumstances may the principal or designee to whom a notification of child abuse has been made "exercise any control, restraint, modification or make other change to the information provided by the reporter, although each of the aforementioned persons (mandated reporters) may be consulted prior to the making of a report and may provide any additional, relevant and necessary information when making the report.” (O.C.G.A. 19-7-5)

Following Email Reports to DFCS: • •

School Administrators should report criminal incidents (physical, sexual abuse, domestic violence, substance abuse, etc.) to the school resource officer The DFCS investigator will often request additional information and/or may contact the child at the school. The contact and information gathered is confidential and part of the ongoing investigation process; therefore, the presence of school personnel may not be appropriate. An employee may attend the interview per the child’s preference. The employee may be added to the witness list and is subject to subpoena if a case is brought to court. The School Social Worker or School Counselor may inquire about case tracking and updates.

School Employee as Alleged Perpetrator •

If there is an allegation of suspected child abuse against an employee of the Forsyth County School System, the principal of the school or the site supervisor will report to Chief of Human Resources, the Superintendent or his/her designee. The Superintendent’s designee or the principal will report as mandated by law and the Code of Ethics for Educators.

Consequences for Failure to Report • •

Failure to report may result in disciplinary action against the employee. Mandated reporters who fail to report child abuse/neglect may be held liable in a court of law and may be found guilty of a misdemeanor. Penalties could include fines and/or imprisonment.

51


REPORTS BY SCHOOL SYSTEM EMPLOYEES REQUIRED UNDER GEORGIA LAWS AND RULES •

Reporting Student Crime The Official Code of Georgia Annotated (O.C.G.A.) Section 20-2-1184 requires all employees to report certain suspected student crimes on a school campus or at a school activity to the principal or site supervisor. The crimes are: 1. Aggravated assault with a firearm; 2. Aggravated battery 3. Sexual offenses (rape, statutory rape, sodomy, aggravated sodomy, child molestation, aggravated child molestation, public indecency, prostitution, pimping, pandering, solicitation of sodomy, any act of fornication or adultery, sexual battery; enticing a child for indecent purposes) 4. Carrying a deadly weapon at a public gathering (on school property, but not necessarily at a school sponsored event); 5. Possession of a weapon within a school safety zone or at a school function; 6. Illegal possession of a pistol or revolver; 7. Possession of marijuana and controlled substances Upon receiving a report and if the principal or site supervisor has reasonable cause to believe the report is valid, he/she is required to make an immediate oral report to the superintendent and the appropriate police authority and the district attorney.

Reporting Child Abuse Employees who have reasonable cause to believe that a child under the age of 18 and/or a student has been physically abused, neglected or exploited or sexually abused must report the facts known to that employee to the principal, site supervisor or designee. It then becomes the duty of the principal, site supervisor or designee to make an oral report immediately, but in no case later than twenty-four (24) hours from the time there is reasonable cause to believe a child has been abused to the Department of Family and Children Services (DFACS). A copy of the report shall be forwarded to the school social worker.

Reporting Employee Crime O.C.G.A. Section 20-2-984.2 requires the reporting of offenses committed by school system educators. The superintendent, associate or assistant superintendents, or the directors of personnel are required to make an immediate written report to the BOE upon receiving a written report from a school district employee or parent/guardian of a child enrolled in the school system that any school system educator has committed certain criminal offenses. The offenses include murder, voluntary manslaughter, aggravated assault, aggravated battery, kidnapping, possession of marijuana or any controlled substance, theft, sexual exploitation of a minor, all of the sexual offenses discussed above except adultery and fornication, unlawfully operating a motor vehicle after being declared a habitual violator.

Code of Ethics for FCS Employees The Code of Ethics for Educators applies to all Forsyth County School System employees. One of the requirements in this code is that employees must report a breach of one or more of the Standards. Employees should be aware of local policies and procedures and/or the chain of command for reporting unethical conduct.

The Code of Ethics may be viewed in its entirety on the Forsyth County School System website (www.forsyth.k12.ga.us) in the Human Resources section as well as the Georgia Professional Standards Commission website (www.gapsc.com).

52


Criminal Background Check

Descriptor Code: GAK(1)

A criminal record check will be conducted at or prior to employment on every person who is employed by the Board of Education for the first time to fill either a full-time or part-time certified or classified position with this School District. For initial hiring purposes, the employee either shall be fingerprinted and/or shall provide a signed consent on a form designated by the School District, including the employee’s full name, address, social security number and date of birth, based upon the requirement of state law or applicable rule or regulation. A clearance certificate verifying a satisfactory criminal background check may be required based on the requirements of state law and rules of the Professional Standards Commission. Subsequent criminal record checks shall be conducted on all personnel in accordance with state laws, state board rules, and rules of the Professional Standards Commission. All certified personnel whose employment is continued with this School District shall have a criminal record check made upon any certificate renewal application to the Professional Standards Commission. All classified employees whose employment is continued with this School District shall have subsequent criminal record checks on a periodic basis, not to exceed every five years, using procedures and schedules to be determined by the Superintendent or designee. Any cost of such record checks for all personnel shall be paid by the applicant, employee, or the Board. Criminal record check information shall be used by the school district and its officials and employees only for the purpose of determining whether to grant regular employment, and in any administrative or judicial proceeding calling such employment into question. Such information shall be stored, restricted, and disposed of in such manner as may be required by federal and state authorities. A breach of confidentiality or the inappropriate use of criminal background check information may constitute a workplace violation and may be grounds for disciplinary action including, but not limited to, termination and/or reporting to the Professional Standards Commission. The Superintendent shall establish such procedures, fees and regulations needed to administer this policy. Date Adopted:7/31/2001 Last Revised: 12/15/2011

Forsyth County Schools

53


NONCRIMINAL JUSTICE APPLICANT’S PRIVACY RIGHTS As an applicant who is the subject of a national fingerprint-based criminal history record check for a noncriminal justice purpose (such as an application for a job or license, an immigration or naturalization matter, security clearance, or adoption), you have certain rights which are discussed below.  

You must be provided written notification1 that your fingerprints will be used to check the criminal history records of the FBI. If you have a criminal history record, the officials making a determination of your suitability for the job, license, or other benefit must provide you the opportunity to complete or challenge the accuracy of the information in the record. The officials must advise you that the procedures for obtaining a change, correction, or updating of your criminal history record are set forth at Title 28, Code of Federal Regulations (CFR), Section 16.34. If you have a criminal history record, you should be afforded a reasonable amount of time to correct or complete the record (or decline to do so) before the officials deny you the job, license, or other benefit based on information in the criminal history record.2

You have the right to expect that officials receiving the results of the criminal history record check will use it only for authorized purposes and will not retain or disseminate it in violation of federal statute, regulation or executive order, or rule, procedure or standard established by the National Crime Prevention and Privacy Compact Council.3 If agency policy permits, the officials may provide you with a copy of your FBI criminal history record for review and possible challenge. If agency policy does not permit it to provide you a copy of the record, you may obtain a copy of the record by submitting fingerprints and a fee to the FBI. Information regarding this process may be obtained at http://www.fbi.gov/about-us/cjis/background-checks. If you decide to challenge the accuracy or completeness of your FBI criminal history record, you should send your challenge to the agency that contributed the questioned information to the FBI. Alternatively, you may send your challenge directly to the FBI. The FBI will then forward your challenge to the agency that contributed the questioned information and request the agency to verify or correct the challenged entry. Upon receipt of an official communication from that agency, the FBI will make any necessary changes/corrections to your record in accordance with the information supplied by that agency. (See 28 CFR 16.30 through 16.34.)

                                                            1

Written notification includes electronic notification, but excludes oral notification. See 28 CFR 50.12(b). 3 See 5 U.S.C. 552a(b); 28 U.S.C. 534(b); 42 U.S.C. 14616, Article IV(c); 28 CFR 20.21(c), 20.33(d) and 906.2(d). 2

54


Forsyth County Schools Request Form for Individual Professional Learning Funding and/or Leave for the Payment of Registration Fee(s) and/or Substitute(s) Participant Directions: 1) Complete all information below; 2) Be sure to indicate the Fund Source. This will always be “School Professional Learning Allotment,” unless a central office administrator has advised otherwise, in advance, or see Sub/Leave Information on the FCS Intranet; 3) If requesting payment of registration fee(s), attach the appropriate completed registration form(s) for the activity; 4) Obtain school administrator’s approval below; 5) Submit to school’s leave secretary or bookkeeper this approved request form, with any applicable registration form(s), for payment of registration fee(s) and/or substitute(s). Allow 2-3 weeks prior to any registration fee deadlines for processing payment of registrations, as a purchase order is required. School Administrators: Human Resources does not record professional learning leave. Please do not send copies to HR. Thank you! If substitute only is requested from a Fund Source other than “School Professional Learning Allotment (Regular Staff Development),” the leave secretary/bookkeeper should keep this form on file. Do not send this form to the central office, unless advised otherwise. Substitute costs should be charged directly to available central office fund sources through MUNIS, per Rick’s Substitute Code List of approved sources/grants for the current school year (see Sub/Leave Information on the FCS Intranet). And this approved form should remain on file with the school. If a registration fee payment (with or without a sub) is requested from a Fund Source other than “School Professional Learning Allotment (Regular Staff Development),” send the approved request form & registration form to the appropriate central office program administrator for payment of registration fees. Again, substitute costs must be charged in MUNIS as described above. See Sub/Leave Information online for program administrators.

Person Requesting Funding or Leave:

Signature:

SSN: _____-____-_______ School: _____________________ Staff Position: Activity: ________________________ Activity Location:

RegistrationDeadline: ______

Leave Date(s): Overnight travel expenses? Yes  No Note to participants: In order to ensure reimbursement of overnight travel expenses, please be reminded that each individual participant must also complete the online Request for Overnight Travel form on the FCS Intranet for these dates after leave is approved.

Group Leave:

 Yes

 No

(If “Yes,” list names and Soc. Sec. Numbers of participants attending on SEPARATE sheet).

Please check one below: (A copy of the registration and the agenda must be attached.)

   

Attending a professional learning activity Presenting at a national, state, or regional conference Attending meeting of local curriculum revision/textbook selection committee Other:

Registration Fee:

 Yes

 No

Amount to be Paid: $

(Registration Form Attached)

Amount to be Reimbursed: $

(Empl. Exp. Form Attached)

Source of Funds:

 School Professional Learning Allotment (Regular Staff Development Fund)  Title IIa  Special Education  Title I  Other (Please Specify)

Substitute Needed:

 Yes

You must check the source of funds to be used. Please check with the appropriate school level or system level supervisors before submitting.

 No

Days Needed:

Required Signatures: ____________________________________________________________________ Principal/School Administrator Approval

________________________________________ Date

______________________________________________

____________________________

Central Office Approval (if Central Office funded only OR leave is for Principal)

Date

Human Resources does not record professional leave requests. Please DO NOT send copies to HR. Thank you! 55


The Forsyth County Schools Teacher Standards Staff development in Forsyth County Schools is centered around focused choice goals and personal professional goals as determined by each teacher and his/her administrators. Focused choice goals are those related to system-wide initiatives and include: understanding by design, assessment for learning, high leverage instructional strategies, induction, and TIPS. Each year, teachers will select a focused choice goal to study and emphasize. In addition, teachers will also have the opportunity to select an additional personal professional goal on which to concentrate. The personal professional goal may focus on an area of interest for the entire school, for a team of teachers, or for personal development for an individual. Through work on these goals, the teacher will address his/her progress toward the aforementioned four standards. Standards are defined as a level of excellence or degree of perfection established by authority, custom, or general consent for use as a rule or basis of comparison in measuring or judging attainment. The four Forsyth County School standards describe and outline teacher expectations and responsibilities in designing quality work for students.

Standard 1: The teacher is a leader. Standard 2: The teacher manages time, people, space, assessment data, and technology in order to improve the quality of the work for students. Standard 3: The teacher designs quality knowledge work that actively engages students in learning. Standard 4: The teacher monitors and adapts the work provided based on student engagement to achieve desired results.

56


Forsyth County Schools PAC SUMMATIVE ASSESSMENT ANNUAL EVALUATION Directions: This summary of reflections on an educator’s growth and demonstrated achievement of meeting or not meeting the FCS standards will be completed and filed in the educator’s personnel file. Name:

Date:

School:

Employee Number:

Subject Area(s):

Grade Level:

Administrator's Comments:

Educator's Comments (Optional):

Satisfactory Unsatisfactory Professional Development Plan attached

Signatures: Educator: _________________________________________________

Date:

__________

Administrator: _____________________________________________

Date:

__________

The educator’s signature does not necessarily signify agreement with the assessment.

57


ANNUAL EVALUATION (OCGA 20-2-210) REQUIRED ELEMENTS - PAC Educator:

Employee Number:

1. The role of the educator in meeting the school’s student achievement goals, including the academic gains of students assigned to the educator. Meets Standards Does Not Meet Standards Comments:

2. Observations of the educator by the principal and assistant principals during the delivery of instruction and at other times as appropriate. Meets Standards Does Not Meet Standards Comments:

3. Participation in professional development opportunities and the application of concepts learned to classroom and school activities. Meets Standards Does Not Meet Standards Comments:

4. Communication and interpersonal skills as they relate to interaction with students, parents, other educators, administrators, and other school personnel. Meets Standards Does Not Meet Standards Comments:

5. Timeliness and attendance for assigned responsibilities. Meets Standards Does Not Meet Standards Comments:

6. Adherence to school and local school system procedures and rules. Meets Standards Does Not Meet Standards Comments:

7. Personal conduct while in performance of school duties. Meets Standards Does Not Meet Standards Comments:

58


FORSYTH COUNTY SCHOOLS

LEADERSHIP APPRAISAL CYCLE (LAC) STANDARDS Standard 1:

The leader supports the beliefs adopted by the Forsyth County School System.

Standard 2:

The leader manages time, people, space, information, funding and technology.

Standard 3:

The administrator promotes and supports the design of quality knowledge work that actively involves students in learning.

Standard 4:

The administrator monitors and modifies the learning environment so expected instructional results can be achieved.

Standard 5:

The administrator is a leader of leaders.

PAGE 1 OF 1

BV \ C: LAC Standards 0702.doc

59


Forsyth County Schools LAC Summative Assessment for System Leadership Personnel Annual Evaluation

Name:

Date:

Department:

Title:

Supervisor Comments:

Leader Comments (Optional):

Satisfactory Unsatisfactory Addendum to be added by June 30.

Leader’s Signature: __________________________________

Date: _______________

Supervisor’s Signature: _______________________________

Date: _______________

60


ANNUAL EVALUATION Required Elements (OCGA 20-2-210) - LAC Leader: ________________________________ Annual professional certified personnel evaluations shall, at a minimum, take into consideration the following: 1.

The role of the leader in meeting the school's (or system's) student achievement goals, including the academic gains of students assigned to the school. _____Meets Standards _____Does Not Meet Standards Comments:

2.

Observations of the leader by staff and others while performing in their role and at other times as appropriate. _____Meets Standards _____Does Not Meet Standards Comments:

3.

Participation in professional development opportunities and the application of concepts learned to the improvement of the school, the system, and school activities. _____Meets Standards _____Does Not Meet Standards Comments:

4.

Communication and interpersonal skills as they relate to interaction with students, parents, other educators, leaders, and other school personnel. _____Meets Standards _____Does Not Meet Standards Comments:

5.

Timeliness and attendance for assigned responsibilities. _____Meets Standards _____Does Not Meet Standards Comments:

6.

Adherence to school and local school system procedures and rules. _____Meets Standards _____Does Not Meet Standards Comments:

7.

Personal conduct while in performance of school duties. _____Meets Standards _____Does Not Meet Standards Comments:

61


Classified Personnel Appraisal Forsyth County Schools

Mission: Quality Learning and Superior Performance for All

Beliefs: ♦ Trust among all stakeholders is vital. ♦ Everyone has capacity to learn. ♦ Change creates opportunity. ♦Expectations influence accomplishments. ♦A school community partnership is essential. ♦ Leadership makes visions reality.

Name: Position:

Work Site: Appraisal Type: Annual Interim Appraisal Ratings S – Performance is considered Satisfactory N – Generally satisfactory, but Needs improvement U – Performance is Unsatisfactory

a. Supports system’s mission and beliefs b. Performs quality work c. Overall quantity of work d. Knowledge and skills required for the job e. Compliance with policies and procedures f. Attention to safe work practices g. Complies with instructions h. Responsible use of equipment and materials i. Accepts added responsibilities when asked j. Communication with supervisors and co-workers k. Accepts changes in methods and assignments

l. Enthusiasm and pride in work m. Initiative in performing needed tasks n. Attendance o. Punctuality p. Supports “team” needs q. Shows tact and respect for others r. Communication with students and others s. Seeks to build positive image with public t. Personal appearance (appropriate for job) u. Effort to improve abilities (self-development)

Area(s) for growth:

Reviewer’s comments and suggestions:

Overall Appraisal:

(S, N or U)

Employee’s comments (optional): .

Appraiser’s Signature

Employee’s Signature

Other Appraiser (if applicable)

Date of Appraisal 62


FCS 2017-2018 EMPLOYEE SUMMARY CALENDAR

July 3, 2017 July 4, 2017 July 6, 2017 July 13, 2017 July 20, 2017 July 25 & 26, 2017 July 27, 2017 August 1, 2017 August 3, 2017 September 4, 2017 September 25-29 2017 September 28-29, 2017 October 20, 2017 November 20-24, 2017 November 22-24, 2017 December 22 - January 4, 2018 December 25- January 2, 2018 January 5, 2018 January 15, 2018 February 16, 2018 February 19, 2018 February 20, 2018 April 2-6, 2018 April 4-6, 2018 May 25, 2018 May 28, 2018 May 29, 2018 May 30, 2018 June 6, 2018 June 13, 2018 June 20, 2018 June 29, 2018

240 - First Day Holiday - 240 220 - First Day 210 - First Day 200 - First Day New Educator Orientation 190 - First Day 183 - First Day 180 - First Day Holiday - ALL Employees OFF Fall Break - ALL Employees OFF EXCEPT 240 Fall Break - 240 Holiday - 180 & 183 Thanksgiving Holiday - ALL Employees OFF EXCEPT 240 Thanksgiving Holiday - 240 Winter Holidays - ALL Employees OFF EXCEPT 240 Winter Holidays - 240 Holiday - 180 & 183 Holiday - ALL Employees OFF Holiday - ALL Employees OFF EXCEPT 240 Holiday - ALL Employees OFF Holiday - 180 & 183 Spring Holidays-ALL Employees OFF EXCEPT 240 Spring Holidays - 240 180 - Last Day Holiday - 183, 190, 200, 210, 220 & 240 183 - Last Day 190 - Last Day 200 - Last Day 210 - Last Day 220 - Last Day 240 - Last Day

63


EMPLOYEE CALENDARS FY 2018 PAGE

ITEM 1 CONTENTS 2 3 4 5 6 7 8

180 183 190 200 210 220 240

64 Employee Calendars - FY 2017-2018

2/24/2017


EMPLOYEE CALENDARS

FORSYTH COUNTY SCHOOLS

2017-2018

SCHEDULED WORKDAYS

Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently. This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives. Attendance at work is especially important on certain dates during the year designated by the district as "CRITICAL DAYS." The use of PERSONAL LEAVE is NOT permitted on these critical days: >> the day before or the day after a holiday; >> during pre-planning and post planning; or >> on in-service days. NOTE: CALENDARS ARE SUBJECT TO CHANGE DUE TO BUDGET OR WEATHER.

ER Early Release for Students

MON

JULY WED

TUE

THU

FRI

MON

3

4

5

6

7

10

11

12

13

14

6

7

17

18

19

20

21

13

14

24

1

25

26

27

28

20

31

H

27

MON

AUGUST WED

TUE 1

THU

FRI

2

3

4

H Holiday

IW Inclement Weather Day Taken

NOVEMBER TUE WED THU

21

H

28

MON

MON

TUE

MARCH WED

THU

3

8

9

10

5

6

7

8

9

15

16

17

12

13

14

15

16

19

20

21

22

23

26

27

28

29

30

MON 2 H

TUE 3 H

APRIL WED 4 H

5

6

H

22

23

H

24

1

FRI

2

29

TUE

FRI

H

30

DECEMBER WED THU

FRI 1

THU H

2

7

8

9

10

11

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

18

19

20

21

22

23

24

25

26

27

28

29

30

ER 31

25

H

26

H

H

27

28

H

29

H H

ER

FRI H

30

AUG 3 FIRST SCHEDULED WORKDAY: 180

MON

TUE

SEPTEMBER WED THU

FRI 1

4

H

MON 1 H

5

6

7

8

8

11

12

13

14

15

15

18

19

20

21

22

25

H

26

H

27

H

28

H

29

H

TUE 2 H

JANUARY WED THU 3 H 4 H

FRI 5 H

MON

TUE 1

MAY WED

THU

FRI

2

3

4

9

10

11

12

7

8

9

10

11

16

17

18

19

14

15

16

17

18

22

23

24

25

26

21

22

23

24

25

29

30

31

28

29

30

31

H

MAY 25 - LAST SCHEDULED WORKDAY: 180

OCTOBER TUE WED THU

MON 2

3

4

5

FRI

FEBRUARY TUE WED THU

MON

6

9

10

11

12

13

16

17

18

ER 19

ER 20

23

24

25

26

27

30

31

1

H

FRI

5

6

7

8

9

13

14

15

16

21

22

23

26

H

20 27

H

28

TUE

JUNE WED

THU

2

12 19

MON

FRI 1

H

4

5

6

7

8

11

12

13

14

15

18

19

20

21

22

25

26

27

28

29

65 Employee Calendars - FY 2017-2018

2/24/2017


EMPLOYEE CALENDARS

FORSYTH COUNTY SCHOOLS

2017-2018

SCHEDULED WORKDAYS

Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently. This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives. Attendance at work is especially important on certain dates during the year designated by the district as "CRITICAL DAYS." The use of PERSONAL LEAVE is NOT permitted on these critical days: >> the day before or the day after a holiday; >> during pre-planning and post planning; or >> on in-service days. NOTE: CALENDARS ARE SUBJECT TO CHANGE DUE TO BUDGET OR WEATHER.

ER Early Release for Students

MON

JULY WED

TUE

H Holiday

IW Inclement Weather Day Taken

THU

FRI

MON

TUE

3

4

5

6

7

10

11

12

13

14

6

7

17

18

19

20

21

13

14

24

25

26

27

28

20

1

31

H

27

MON

AUGUST WED

TUE 1

THU

FRI

2

3

4

NOVEMBER WED THU

21

H

28

MON

MON

TUE

MARCH WED

THU

3

8

9

10

5

6

7

8

9

15

16

17

12

13

14

15

16

19

20

21

22

23

26

27

28

29

30

MON 2 H

TUE 3 H

APRIL WED 4 H

5

6

H

22

23

H

24

1

FRI

2

29

TUE

FRI

H

30

DECEMBER WED THU

FRI 1

THU H

2

7

8

9

10

11

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

18

19

20

21

22

23

24

25

26

27

28

29

30

ER 31

25

H

26

H

H

27

28

H

29

H H

ER

FRI H

30

AUG 1 FIRST SCHEDULED WORKDAY: 183

MON

TUE

SEPTEMBER WED THU

FRI 1

4

H

MON 1 H

5

6

7

8

8

11

12

13

14

15

15

18

19

20

21

22

25

H

26

H

27

H

28

H

29

H

TUE 2 H

JANUARY WED THU 3 H 4 H

FRI H 5

MON

TUE 1

MAY WED

THU

FRI

2

3

4

9

10

11

12

7

8

9

10

11

16

17

18

19

14

15

16

17

18

22

23

24

25

26

21

22

23

24

25

29

30

31

29

30

31

H

28

H

MAY 29 - LAST SCHEDULED WORKDAY: 183

MON

TUE

OCTOBER WED THU

2

3

4

5

FRI

MON

TUE

FEBRUARY WED THU

6

9

10

11

12

13

16

17

18

ER 19

ER 20

23

24

25

26

27

30

31

1

H

FRI

5

6

7

8

9

13

14

15

16

21

22

23

26

H

20 27

H

28

TUE

JUNE WED

THU

2

12 19

MON

FRI 1

H

4

5

6

7

8

11

12

13

14

15

18

19

20

21

22

25

26

27

28

29

66 Employee Calendars - FY 2017-2018

2/24/2017


EMPLOYEE CALENDARS

FORSYTH COUNTY SCHOOLS

2017-2018 SCHEDULED WORKDAYS Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently. This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives. Attendance at work is especially important on certain dates during the year designated by the district as "CRITICAL DAYS." The use of PERSONAL LEAVE is NOT permitted on these critical days: >> the day before or the day after a holiday; >> during pre-planning and post planning; or >> on in-service days. NOTE: CALENDARS ARE SUBJECT TO CHANGE DUE TO BUDGET OR WEATHER.

ER Early Release for Students

MON

JULY WED

TUE

H Holiday

IW Inclement Weather Day Taken

THU

FRI

MON

TUE

3

4

5

6

7

10

11

12

13

14

6

7

17

18

19

20

21

13

14

24

25

26

27

28

20

NOVEMBER WED THU 1

31

H

27

21

H

28

FRI

MON

TUE

MARCH WED

THU

3

8

9

10

5

6

7

8

9

15

16

17

12

13

14

15

16

19

20

21

22

23

26

27

28

29

30

MON 2 H

TUE 3 H

APRIL WED 4 H

5

6

H

22 29

23

H

24

1

FRI

2

H

30

2

ER

JULY 27 FIRST SCHEDULED WORKDAY: 190

MON

AUGUST WED

TUE 1

THU

FRI

2

3

4

MON

TUE

DECEMBER WED THU

FRI 1

THU H

7

8

9

10

11

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

18

19

20

21

22

23

24

25

26

27

28

29

30

ER 31

MON

TUE

25

SEPTEMBER WED THU

FRI 1

4

H

MON 1 H

5

6

7

8

8

11

12

13

14

15

15

18

19

20

21

22

25

H

26

H

27

H

28

H

29

H

H

26

H

TUE 2 H

H

27

28

H

JANUARY WED THU 3 H 4 H

29

H H

FRI 5 PD

30

MON

TUE 1

MAY WED

THU

FRI

2

3

4

9

10

11

12

7

8

9

10

11

16

17

18

19

14

15

16

17

18

22

23

24

25

26

21

22

23

24

25

29

30

31

29

30

31

H

FRI H

28

H

MAY 30 - LAST SCHEDULED WORKDAY: 190

MON

TUE

OCTOBER WED THU

2

3

4

5

FRI

MON

TUE

FEBRUARY WED THU

6

9

10

11

12

13

16

17

18

ER 19

ER 20

23 30

24 31

25

26

27

1

PD

FRI

5

6

7

8

9

13

14

15

16

20 27

PD 21

22

23

H

28

TUE

JUNE WED

THU

2

12 19 26

MON

FRI 1

H

4

5

6

7

8

11

12

13

14

15

18 25

19 26

20 27

21 28

22 29

67 Employee Calendars - FY 2017-2018

2/24/2017


EMPLOYEE CALENDARS

FORSYTH COUNTY SCHOOLS

2017-2018

SCHEDULED WORKDAYS

Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently. This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives. Attendance at work is especially important on certain dates during the year designated by the district as "CRITICAL DAYS." The use of PERSONAL LEAVE is NOT permitted on these critical days: >> the day before or the day after a holiday; >> during pre-planning and post planning; or >> on in-service days. NOTE: CALENDARS ARE SUBJECT TO CHANGE DUE TO BUDGET OR WEATHER. ER Early Release for Students H Holiday IW Inclement Weather Day Taken

MON

JULY WED

TUE

THU

FRI

MON

TUE

3

4

5

6

7

10

11

12

13

14

6

7

17

18

19

20

21

13

14

24

25

26

27

28

20

NOVEMBER WED THU 1

31

H

27

21

H

28

FRI

MON

TUE

MARCH WED

THU

3

8

9

10

5

6

7

8

9

15

16

17

12

13

14

15

16

19

20

21

22

23

26

27

28

29

30

APRIL WED 4 H

5

6

H

22 29

23

H

24

1

FRI

2

H

30

2

ER

JULY 20 FIRST SCHEDULED WORKDAY: 200

MON

AUGUST WED

TUE 1

THU

FRI

2

3

4

DECEMBER TUE WED THU

MON

FRI 1

MON H

2

3

TUE H

THU H

7

8

9

10

11

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

18

19

20

21

22

23

24

25

26

27

28

29

30

ER 31

MON

TUE

25

SEPTEMBER WED THU

FRI 1

4

H

MON 1 H

5

6

7

8

8

11

12

13

14

15

15

18

19

20

21

22

25

H

26

MON

H

TUE

27

H

28

H

29

OCTOBER WED THU

2

3

4

5

H

FRI

H

26

H

TUE 2 H

H

27

9

10

11

12

13

17

18

ER 19

ER 20

23 30

24 31

25

26

27

29

FRI 5 PD

30

MON

TUE 1

MAY WED

THU

FRI

2

3

4

9

10

11

12

7

8

9

10

11

16

17

18

19

14

15

16

17

18

22

23

24

25

26

21

22

23

24

25

29

30

31

29

30

31

H

MON

TUE

28

FEBRUARY WED THU 1

PD

H

JANUARY WED THU 3 H 4 H

6

16

28

H H

FRI

5

6

7

8

9

13

14

15

16

20 27

PD 21

22

23

19 26

H

28

H

MON

TUE

JUNE WED

THU

2

12

FRI H

FRI 1

H

4

5

6

7

8

11

12

13

14

15

18 25

19 26

20 27

21 28

22 29

JUNE 6 - LAST SCHEDULED WORKDAY: 200

68 Employee Calendars - FY 2017-2018

2/24/2017


EMPLOYEE CALENDARS

FORSYTH COUNTY SCHOOLS

2017-2018

FORSYTH COUNTY S

SCHEDULED WORKDAYS

Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently. This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives. Attendance at work is especially important on certain dates during the year designated by the district as "CRITICAL DAYS." The use of PERSONAL LEAVE is NOT permitted on these critical days: >> the day before or the day after a holiday; >> during pre-planning and post planning; or >> on in-service days. NOTE: CALENDARS ARE SUBJECT TO CHANGE DUE TO BUDGET OR WEATHER.

ER Early Release for Students

MON

JULY WED

TUE

H Holiday

IW Inclement Weather Day Taken

THU

FRI

MON

TUE

3

4

5

6

7

10

11

12

13

14

6

7

17

18

19

20

21

13

14

24

25

26

27

28

20

NOVEMBER WED THU 1

31

H

27

21

H

28

FRI

MON

TUE

MARCH WED

THU

3

8

9

10

5

6

7

8

9

15

16

17

12

13

14

15

16

19

20

21

22

23

26

27

28

29

30

MON 2 H

TUE 3 H

APRIL WED 4 H

5

6

H

22 29

23

H

24

1

FRI

2

H

30

2

ER

JULY 13 FIRST SCHEDULED WORKDAY: 210

MON

AUGUST WED

TUE 1

THU

FRI

2

3

4

MON

TUE

DECEMBER WED THU

FRI 1

THU H

7

8

9

10

11

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

18

19

20

21

22

23

24

25

26

27

28

29

30

ER 31

MON

TUE

25

SEPTEMBER WED THU

FRI 1

4

H

MON 1 H

5

6

7

8

8

11

12

13

14

15

15

18

19

20

21

22

25

H

26

MON

H

TUE

27

H

28

H

29

OCTOBER WED THU

2

3

4

5

H

FRI

H

26

H

TUE 2 H

H

27

9

10

11

12

13

17

18

ER 19

ER 20

23 30

24 31

25

26

27

29

FRI 5 PD

30

MON

TUE 1

MAY WED

THU

FRI

2

3

4

9

10

11

12

7

8

9

10

11

16

17

18

19

14

15

16

17

18

22

23

24

25

26

21

22

23

24

25

29

30

31

29

30

31

H

MON

TUE

28

FEBRUARY WED THU 1

PD

H

JANUARY WED THU 3 H 4 H

6

16

28

H H

FRI

5

6

7

8

9

13

14

15

16

20 27

PD 21

22

23

19 26

H

28

H

MON

TUE

JUNE WED

THU

2

12

FRI H

FRI 1

H

4

5

6

7

8

11

12

13

14

15

18 25

19 26

20 27

21 28

22 29

JUNE 13 - LAST SCHEDULED WORKDAY: 210

69 Employee Calendars - FY 2017-2018

2/24/2017


EMPLOYEE CALENDARS

FORSYTH COUNTY SCHOOLS

2017-2018

FORSYTH COUNTY S

SCHEDULED WORKDAYS

Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently. This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives. Attendance at work is especially important on certain dates during the year designated by the district as "CRITICAL DAYS." The use of PERSONAL LEAVE is NOT permitted on these critical days: >> the day before or the day after a holiday; >> during pre-planning and post planning; or >> on in-service days. NOTE: CALENDARS ARE SUBJECT TO CHANGE DUE TO BUDGET OR WEATHER.

ER Early Release for Students

MON

JULY WED

TUE

H Holiday

IW Inclement Weather Day Taken

THU

FRI

MON

TUE

3

4

5

6

7

10

11

12

13

14

6

7

17

18

19

20

21

13

14

24

25

26

27

28

20

NOVEMBER WED THU 1

31

H

27

21

H

28

FRI

MON

TUE

MARCH WED

THU

3

8

9

10

5

6

7

8

9

15

16

17

12

13

14

15

16

19

20

21

22

23

26

27

28

29

30

MON 2 H

TUE 3 H

APRIL WED 4 H

5

6

H

22 29

23

H

24

1

FRI

2

H

30

2

ER

JULY 6 FIRST SCHEDULED WORKDAY: 220

MON

AUGUST WED

TUE 1

THU

FRI

2

3

4

MON

TUE

DECEMBER WED THU

FRI 1

THU H

7

8

9

10

11

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

18

19

20

21

22

23

24

25

26

27

28

29

30

ER 31

MON

TUE

25

SEPTEMBER WED THU

FRI 1

4

H

MON 1 H

5

6

7

8

8

11

12

13

14

15

15

18

19

20

21

22

25

H

26

MON

H

TUE

27

H

28

H

29

OCTOBER WED THU

2

3

4

5

H

FRI

H

26

H

TUE 2 H

H

27

9

10

11

12

13

17

18

ER 19

ER 20

23 30

24 31

25

26

27

29

FRI 5 PD

30

MON

TUE 1

MAY WED

THU

FRI

2

3

4

9

10

11

12

7

8

9

10

11

16

17

18

19

14

15

16

17

18

22

23

24

25

26

21

22

23

24

25

29

30

31

29

30

31

H

MON

TUE

28

FEBRUARY WED THU 1

PD

H

JANUARY WED THU 3 H 4 H

6

16

28

H H

FRI

5

6

7

8

9

13

14

15

16

20 27

PD 21

22

23

19 26

H

28

H

MON

TUE

JUNE WED

THU

2

12

FRI H

FRI 1

H

4

5

6

7

8

11

12

13

14

15

18 25

19 26

20 27

21 28

22 29

JUNE 20 - LAST SCHEDULED WORKDAY: 220

70 Employee Calendars - FY 2017-2018

2/24/2017


EMPLOYEE CALENDARS

FORSYTH COUNTY SCHOOLS

2017-2018

FORSYTH COUNTY S

SCHEDULED WORKDAYS

Work schedules are coordinated by Employee Calendars to ensure essential district needs are addressed effectively and efficiently. This calendar designates weekdays that every employee covered by it is expected to perform designated duties and responsibilities at the assigned work site unless excused in accordance with applicable laws, policies, procedures or directives. Attendence at work is especially important on certain dates during the year designated by the district as "CRITICAL DAYS." The use of PERSONAL LEAVE is NOT permitted on these critical days: >> the day before or the day after a holiday; >> during pre-planning and post planning; or >> on in-service days. NOTE: CALENDARS ARE SUBJECT TO CHANGE DUE TO BUDGET OR WEATHER. ANNUAL LEAVE - This calendar designates 240 scheduled workdays. Employees with available Annual Leave (vacation) may use Annual Leave to be away from work on any of the scheduled workdays when approved by the employee's supervisor. The number of Annual Leave days available to each employee is determined by board policy and administrative procedures.

H Holiday

MON

JULY WED

THU

FRI

MON

TUE

NOVEMBER WED THU

3

TUE 4 H

5

6

7

10

11

12

13

14

6

7

17

18

19

20

21

13

14

24

25

26

27

28

20

21

22

27

28

29

1

31

FRI

MON

TUE

MARCH WED

THU

3

8

9

10

5

6

7

8

9

15

16

17

12

13

14

15

16

19

20

21

22

23

26

27

28

29

30

5

6

H

23

H

24

1

FRI

2

H

30

2

JULY 3 FIRST SCHEDULED WORKDAY: 240

MON

AUGUST WED

TUE 1

THU

FRI

2

3

4

MON

TUE

DECEMBER WED THU

FRI 1

2

3

APRIL WED 4 H

MON

TUE

THU H

7

8

9

10

11

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

18

19

20

21

22

23

24

25

26

27

28

29

30

31

MON

TUE

25

SEPTEMBER WED THU

FRI 1

4

H

MON 1 H

5

6

7

8

8

11

12

13

14

15

15

18

19

20

21

22

25

26

27

28

MON

TUE

H

29

OCTOBER WED THU

H

FRI

2

3

4

5

6

H

26

H

TUE 2 H

H

27

28

H

29

JANUARY WED THU

H

FRI

3

4

5

30

MON

TUE 1

MAY WED

THU

FRI

2

3

4

9

10

11

12

7

8

9

10

11

16

17

18

19

14

15

16

17

18

22

23

24

25

26

21

22

23

24

25

29

30

31

29

30

31

H

MON

TUE

28

FEBRUARY WED THU 1

FRI

H

MON

TUE

JUNE WED

THU

2

FRI 1

9

10

11

12

13

5

6

7

8

9

4

5

6

7

8

16

17

18

19

20

12

13

14

15

16

11

12

13

14

15

23 30

24 31

25

26

27

19 26

20 27

21 28

22

23

18 25

19 26

20 27

21 28

22 29

H

FRI H

JUNE 29 - LAST SCHEDULED WORKDAY: 240

71 Employee Calendars - FY 2017-2018

2/24/2017


CERTIFIED STAFF - Verification of Certified Work Experience Forsyth County Schools - Human Resources – 1120 Dahlonega Highway Cumming, Georgia 30040 Fax: (770) 888-1121 Part A: To be completed by applicant and sent to previous employer. In order for experience credit to be granted for the current school year, the Verification of Certified Work Experience form must be received no later than the last working day of the current fiscal/school year. By signing below, I authorize my former employer to complete this form and return it to my address / email / listed below. Name - Last, First, MI (Maiden):

Signature:

Street Address

Date:

City and State

Email

Social Security Number:

Part B: To be completed by authorized official. Please complete the following information and return this form to the employee at the address/email listed above. This information will be used to determine experience credit for salary purposes. Your assistance in establishing an accurate service record for this employee is appreciated. School District/School: Please check:

State: Public School

Private School

Accrediting Agency: Other:

Yes

No

Number of Scheduled Days in Work Year

Number of Days Worked by Employee

Was a certificate/license required for this position? Was a contract required for this position? Did the employee have tenure in your system?

Dates of Service (MM/DD/YY) From

To

Hours Per Week

Full or Part-Time

Position Held

Yes

No

Did employee receive an unsatisfactory, ineffective, or needs development annual summative performance evaluation for any year of employment? If yes, please indicate school year(s) and rating(s): For GA Public Schools only: As of _____________ (Date) _______ days of unused accumulated sick leave (maximum of 45 days) are herewith transferred, in accordance with O.C.G.A. 20-2-850, for inclusion in the permanent personnel record of the above-named employee. Sick leave can only be accepted if the transfer occurs within one year of the employee leaving a GA public school system. I certify that all information listed above is complete and correct according to the official records of the school system or institution providing this verification of experience.

Signature of Authorized Official

Printed Name of Authorized Official

Date

Title of Authorized Official

Business Email

Contact Phone Number

72 form to Employee Return completed


CLASSIFIED STAFF - Verification of Classified / Non-Teaching / Private Industry Work Experience Forsyth County School – Human Resources – 1120 Dahlonega Highway Cumming, Georgia 30040 Fax (770) 888-1121 Part A: To be completed by applicant and sent to previous employer. In order for experience credit to be granted for the current school year, the Verification of Classified / Non-Teaching / Private Industry Work Experience form must be received no later than the last working day of the current fiscal/school year. By signing below, I authorize my former employer to complete this form and return it to my address/ email / listed below. Name - Last, First, MI (Maiden):

Signature:

Street Address

City and State

Date: Email

Social Security Number:

Part B: To be completed by authorized official. Please complete the following information and return this form to employee at the address/email listed above. This information will be used to determine experience credit for salary purposes. Your assistance in establishing an accurate service record for this employee is appreciated.

Organization Name: Address: City, State and ZIP:

Dates of Service (MM/DD/YY) From

Hours Per Week

Position Title

Description of Primary Duties & Responsibilities

To

For GA Public Schools only: As of _____________ (Date) _______ days of unused accumulated sick leave (maximum of 45 days) are herewith transferred, in accordance with O.C.G.A. 20-2-850, for inclusion in the permanent personnel record of the above-named employee. Sick leave can only be accepted if the transfer occurs within one year of the employee leaving a GA public school system. I certify that all information listed above is complete and correct according to the official records of the school system or institution providing this verification of experience.

Signature of Authorized Official

Printed Name of Authorized Official

Date

Title of Authorized Official

Business Email

Contact Phone Number

Return Completed 73 Form to Employee


FORSYTH COUNTY SCHOOLS PERSONNEL INFORMATION 2017-2018 BENEFITS/RETIREMENT Personnel must meet all eligibility requirements to receive benefits. The Board pays $49.38 per employee per month toward the cost of medical insurance and $16.39 per month toward the cost of dental insurance. Additional premium cost is paid by the employee. The Board pays the total cost of long-term disability starting at covering 60 percent of your gross monthly salary and a $30,000 term life insurance policy based on age. Family coverage for medical and dental insurance is available at a reasonable cost to the employee as well as additional disability, life, cancer, vision and long-term care insurance. Substitutes, after-school program, temporary and seasonal employees are not eligible for any benefits. Teacher Retirement System eligible personnel contribute 6% of their gross monthly salary to TRS. In addition, the Board contributes 16.81% of your gross monthly salary to TRS. Public School Employees Retirement System (PSERS) eligible personnel (bus drivers, bus monitors, food service, maintenance, warehouse and custodial employees) contribute $10.00 per month September through May. The Board has established a voluntary Supplemental Retirement Plan for employees that participate in PSERS. The Board will match employee contributions to this plan up to a maximum of 4 percent of salary.

SICK/PERSONAL LEAVE All eligible employees (permanent, 50 percent time or more) may earn 1.25 days sick leave per month. Per fiscal year, 180 and 183-day full-time employees earn 11.25 days; 190 and 200-day full-time employees (8 hours per day) earn 12.5 days (100 hours); 210 and 220-day full-time employees earn 13.75 days (110 hours); and 240-day full-time employees earn 15 days (120 hours). Sick leave is used for personal and family illness or injury. Sick leave can be accumulated up to a maximum of 120 days (960 hours). Employees may use three days per year for personal leave. Leave taken for personal reasons is deducted from accumulated sick leave; no personal leave may be taken if sick leave is not available. Certified and classified employees who transfer to Forsyth County Schools or are re-employed within a one-year timeframe from Georgia school districts, RESAs, the University System of Georgia and state agencies or institutions can transfer up to 45 days of sick leave. In addition, if an employee’s break in service is for a period greater than one year, the individual will be entitled to regain accumulated sick leave after such employee has returned to service for a period of two consecutive years.

ANNUAL LEAVE The twelve month (240-day) employee calendar designates 240 scheduled workdays. A 240-day employee receives 15 annual leave days per year. If employed after July 1, annual leave is prorated. A 240-day employee may carry forward 5 annual leave days that must be taken prior to December 31st each year. After completing 5 years of continuous Forsyth County service, a 240-day employee will receive 20 days of annual leave each year.

OTHER LEAVE Jury Duty/Witness Leave – Each employee is allowed leave with pay for the purposes of serving as a juror or witness in any court or when subpoenaed to testify in a case. Jury and/or witness leave shall not be deducted from an individual’s accumulated sick/personal leave. Jury duty and/or witness pay must be endorsed over to the school district. Bereavement Leave – Up to five days per year may be used for absence due to death of an employee’s spouse, children, brother, sister, father, mother, grandparents, in-law equivalents or any relatives living in the residence of the employee. Bereavement leave is deducted from earned sick leave. Religious Leave – Employees may use personal leave for the absence of recognized religious holidays. If an employee desires to take leave for the observance of recognized religious holidays in excess of the days Revised 8-10-17 74


allowed for personal leave, the employee may take unpaid leave provided such leave is not excessive and does not interfere with job obligations.

SALARY/PAYROLL All employees are paid on the last day of the month. If the last day falls on a weekend you will be paid the preceding Friday. Payroll checks are deferred over a 12-month period to those employees who work less than 12 months. Generally, there are two payroll cycles: August cycle (August though July) for 180, 183, 190, 200, 210, and 220-day employees; and July cycle (July through June) for 240-day employees. Teacher and paraprofessional substitutes are paid through direct deposit only on the last day of the month for work completed from the 16th of the prior month through the 15th of the current month. Payroll checks are directly deposited into substitutes’ accounts. The substitutes are emailed or mailed a direct deposit payroll stub. Other types of substitutes (transportation, clerical, food service, custodial, nurses), and work completed outside of regular job duties or for Instructional Extension and after-school programs are paid on or about the 15th of each month for work completed through the end of the preceding month.

IMPORTANT CONTACT NUMBERS (770) 887-2461 General Information Human Resources

Renita O’Dell

Ext. 202153

General Information Finance

Lisa Waters

Ext. 202142

Applications/Postings/Substitutes

Amanda Neighbours Ext. 202143

Salary/Verification of Experience/ Family Medical Leave

Tracie Rutan

Ext. 202148

Salary/Verification of Experience/ Certification/Intake

Cindy McCormick

Ext. 203151

Certification/TKES/LKES

Elaine Wilson

Ext. 202147

Intake

Kayla Cheek

Ext. 202149

Background Checks/Subs

Victoria Horak

Ext. 202150

Payroll Coordinator/Retirement Payroll Specialist

Janet Clack Sheila Panter

Ext. 202136 Ext. 202141

Benefits Coordinator Benefits Specialist

Chad Dowdy Gail Bates

Ext. 202139 Ext. 202181

Director of Compensation & Benefits

Dawn Lloyd

Ext. 202145

Professional Learning/PDExpress

Christine Snead

Ext. 202255

Workers’ Compensation

Kelly Cianciolo

Ext. 202183 Revised 8-10-17

75


TAX-SHELTERED ANNUITY COMPANIES VALIC 2300 Windy Ridge Pkwy, Ste 1150 Atlanta, GA 30339 770-395-4706 Existing Accounts: Bob Buchanan, Senior Financial Advisor 678-313-3209 bob.buchanan@valic.com New Accounts/New Employees: Taylor Trupia, Financial Advisor 770-309-2857 taylor.trupia@valic.com

VOYA (Formerly ING) 13613 Weycroft Circle Alpharetta, GA 30004 Derrick Friedman 678-469-2534 dfriedman@lincolninvestment.com Stephan Bayani 770-778-9290 rsb6262@aol.com LINCOLN FINANCIAL GROUP 3625 Cumberland Blv. SE Suite 900 Atlanta, GA 30339 John Koshy 404-975-9204 www.johnkoshy.com

METLIFE/TRAVELERS 11225 N. Community House Rd Gragg Building, 10th Floor Charlotte, NC 28277 David A. Johnson, ChFC, CLU Office 980-949-4249 Fax 980-949-3938 Cell 980-225-6524 djohnson26@metlife.com

MIDLAND NATIONAL LIFE Bales Financial Group, Inc. 327 Dahlonega St, Suite 903B Cumming, GA 30040 Davey Bales 678-807-7157

OPPENHEIMER FUNDS 282 South Main Street, Suite C Alpharetta, GA 30009 Loy J. Day, CIC, LUTCF Office 770-442-3045 Fax 770-442-9946 Cell 770-630-4545 lday@loydayinsurance.com

Lanier Capital Management, Inc. 407 East Maple Street, Ste. 201 Cumming, GA 30040 Debora Bales 770-406-8498 debora@laniercm.com

76


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.

77


505-6-.01 Page 2 (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).

78


505-6-.01 Page 3 (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:

79


505-6-.01 Page 4 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.).

80


505-6-.01 Page 5 (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

81


Forsyth County School System Staff Remuneration Monetary Guidelines March 2017 All employees, including coaches, athletic directors, sponsors and directors of any school program may not solicit students or parents of students to purchase equipment, supplies, or services from the employee or to participate in activities that financially benefit the employee unless approved by Forsyth County School System Board of Education or an authorized designee. The employee should not accept gifts from vendors or potential vendors for personal use or gain where there may be the appearance of a conflict of interest. Coaching, instructing, promoting athletic camps, summer leagues, tutoring and other activity that involves students from Forsyth County Schools and from whom the employee receives remuneration is not allowed unless approved by the Forsyth County School System Board of Education or an authorized designee. These types of activities must be in compliance with all rules and regulations of the Georgia High School Association. The principal may authorize the payment of an appreciation gift or gratuity to be funded by a booster club or support organization for school system employees, including lay coaches, who receive a system, school or booster funded supplement. These appreciation gifts or gratuity payments must be processed through Human Resources and paid through the system payroll office per established procedures. Head coaches, head sponsors, and head directors may receive a maximum of up to an additional $5,000 per fiscal year per responsibility, but not to exceed the Board of Education funded supplement amount for that responsibility. All assistant coaches, lay coaches, assistant sponsors, and assistant directors may be authorized to receive up to an additional $3,000 per fiscal year per responsibility, but not to exceed the Board of Education funded supplement amount for that responsibility. Each amount pertains to each individual per responsibility, as determined by the principal, or the principal's designee. Employees, including coaches, sponsors, or directors, shall not, under any circumstances, expect or imply expectation of an appreciation gift or gratuity, nor should there be any appearance of a conflict of interest or undue influence in relation to the appreciation gift or gratuity. All employees including coaches, athletic directors, sponsors, and directors of school programs, may not accept booster club funded or externally funded appreciation gifts or gratuities or other gifts that fall outside of the limited amounts of appreciation gifts or gratuities as defined above. An exception will be made for a one time (per school year) nominal gift. For example, a gift (check) not to exceed $250 in value (plus FICA) may be given. An email should be sent to Human Resources requesting approval of the gift. Once approved, a check from the school, Booster Club, or support organization should be submitted to the Board of Education Finance Department, who will in turn, process the payment for the employee. The Board of Education funded supplement and any appreciation gift or gratuity will cover all work done in a fiscal year per responsibility, with the exception of parks and recreational programs. The Superintendent has the authority to authorize a larger gift or gratuity to be accepted by an employee in the event of an exceptional circumstance or emergency, e.g. health issue, loss of home, family emergency.

All employees shall adhere to the entire Professional Standards Commission Code of Ethics, with particular attention to Standard 6: Remunerative Conduct, and the Forsyth County School System Booster Club Guidelines . 82


83


Forsyth County Schools 1120 Dahlonega Hwy Cumming, GA 30040

GEORGIA DEPARTMENT OF EDUCATION EMPLOYEE EXPENSE STATEMENT

REFERENCE __________________ For Accounting Use

Month Ending _________________ Auto Tag Number ______________ Name _______________________________ Social Security Number ______________________ Headquarters ______________________________ Place of Residence __________________________________________________________________________________________________________ Street

City

State

Zip Code

EXPLAIN EXPENSES THAT ARE UNUSUAL OR EXCEED ESTABLISHED LIMITS: ________________________________________________ ODOMETER READING SUBSTANTIATING STATE MILEAGE MUST BE RECORDED ON THE BACK OF THIS FORM. DATE Departure Arrival Total Total Time Time Location Breakfast Lunch Dinner Meals Location Lodging Subsistence Mo. Day $ $ $ $

Total Date

Common Carrier/Taxi/Limousine

Amount

Date

Miscellaneous

Amount

$

$

Total

Total

I do solemnly swear, under criminal penalty of a felony for false statements subject to

1. TOTAL SUBSTISTENCE (Attach Lodging Receipts)

Punishment by fine of not more than $1,000 or by imprisonment for not less than one nor

2. COMMON CARRIER EXPENSE

more than five years, that the above statements are true and I have incurred the described

3. MISCELLANEOUS EXPENSE

expenses and the state use mileage in the discharge of my official duties for the state.

4. State Use Mileage ____Miles at .54 per/Mile Total Expense (1+2+3+4)

Signature _____________________________________ Date ___________________

Less Travel Advance and/or Airline Ticket Tkt. No ______________

Approved _____________________________________ Date ___________________ Approved _____________________________________ Date ___________________ 84

Net Reimbursement


AUTOMOBILE MILEAGE RECORD Date MO.

DAY

ORIGIN

POINTS VISITED

STARTING MILEAGE

ENDING MILEAGE

TOTAL MILEAGE

TOTAL AMOUNTS If transportation was shared, indicate mode and name of person reporting above mileage. 85

MILES DRIVEN PERSONAL USE

Name: ________________ Report Date: ___________ MILES DRIVEN OFFICIAL USE

PURPOSE OF TRIP


PERSONNEL INFORMATION UPDATE SEND COMPLETED FORM TO HUMAN RESOURCES

OLD Information Employee Name: ________________________________________________________________________________ Address: ________________________________________________________________________________ City: ________________________________________________ Zip Code: _______________ Telephone: Area Code __________

Number: ___________________________

NEW Information Employee Name : ________________________________________________________________________________ Address: _______________________________________________________________________________ City: ________________________________________________ Zip Code: _______________ Telephone: Area Code __________

Number: ___________________________

When Effective Date: _________________________

By Signature: __________________________________________________ Date: ______________________________ Social Sec. #:___________________________________

86


O.C.G.A. ยง 20-2-738 GEORGIA CODE Copyright 2008 by The State of Georgia All rights reserved. *** Current through the 2008 Regular Session *** TITLE 20. EDUCATION CHAPTER 2. ELEMENTARY AND SECONDARY EDUCATION ARTICLE 16. STUDENTS PART 2. DISCIPLINE SUBPART 1A. IMPROVED STUDENT LEARNING ENVIRONMENT AND DISCIPLINE O.C.G.A. ยง 20-2-738 (2008) ยง 20-2-738. Authority of teacher over classroom; procedures following removal of student from classroom; placement review committees (a) A teacher shall have the authority, consistent with local board policy, to manage his or her classroom, discipline students, and refer a student to the principal or the principal's designee to maintain discipline in the classroom. The principal or the principal's designee shall respond when a student is referred by a teacher by employing appropriate discipline management techniques that are consistent with local board policy. (b) A teacher shall have the authority to remove from his or her class a student who repeatedly or substantially interferes with the teacher's ability to communicate effectively with the students in the class or with the ability of the student's classmates to learn, where the student's behavior is in violation of the student code of conduct, provided that the teacher has previously filed a report pursuant to Code Section 20-2-737 or determines that such behavior of the student poses an immediate threat to the safety of the student's classmates or the teacher. Each school principal shall fully support the authority of every teacher in his or her school to remove a student from the classroom under this Code section. Each school principal shall implement the policies and procedures of the superintendent and local board of education relating to the authority of every teacher to remove a student from the classroom and shall disseminate such policies and procedures to faculty, staff, and parents or guardians of students. The teacher shall file with the principal or the principal's designee a report describing the student's behavior, in one page or less, by the end of the school day on which such removal occurs or at the beginning of the next school day. The principal or the principal's designee shall, within one school day after the student's removal from class, send to the student's parents or guardians written notification that the student was removed from class, a copy of the report filed by the teacher, and information regarding how the student's parents or guardians may contact the principal or the principal's designee. (c) If a teacher removes a student from class pursuant to subsection (b) of this Code section, the principal or the principal's designee shall discuss the matter with the teacher and the student by the end of the school day on which such removal occurs or at the beginning of the next school day. The principal or the principal's designee shall give the student oral or written notice of the grounds for his or her removal from class and, if the student denies engaging in such conduct, the principal or the principal's designee shall explain the evidence which supports his or her removal from class and give the student an opportunity to present his or her explanation of the situation. If, after such discussions, the principal or the principal's designee seeks to return the student to the teacher's class and the teacher gives his or her consent, the student shall be returned to the class, and the principal or the principal's designee may take action to discipline the student, as may be warranted, pursuant to paragraph (1) of subsection (e) of this Code section. If, after such discussions, the principal or the principal's designee seeks to return the student to the teacher's class and the teacher withholds his or 87


her consent to the student's return to his or her class, the principal or the principal's designee shall determine an appropriate temporary placement for the student by the end of the first school day following such removal and shall also take steps to convene a meeting of a placement review committee. The placement review committee shall convene by the end of the second school day following such removal by the teacher and shall issue a decision by the end of the third school day following such removal by the teacher. An appropriate temporary placement for the student shall be a placement that, in the judgment of the principal or the principal's designee, provides the least interruption to the student's education and reflects other relevant factors, including, but not limited to, the severity of the behavior that was the basis for the removal, the student's behavioral history, the student's need for support services, and the available education settings; provided, however, that the student shall not be returned to the class of the teacher who removed him or her, as an appropriate temporary placement, unless the teacher gives his or her consent. The temporary placement shall be in effect from the time of removal until the decision of the placement review committee is issued or, if applicable, a placement determination is made pursuant to paragraph (2) of subsection (e) of this Code section. (d) Local board policies adopted pursuant to Code Section 20-2-735 shall provide for the establishment at each school of one or more placement review committees, each of which is to be composed of three members, to determine the placement of a student when a teacher withholds his or her consent to the return of a student to the teacher's class. For each committee established, the faculty shall choose two teachers to serve as members and one teacher to serve as an alternate member, and the principal shall choose one member of the professional staff of the school to serve as a member. The teacher withholding consent to readmit the student may not serve on the committee. The placement review committee shall have the authority to: (1) Return the student to the teacher's class upon determining that such placement is the best alternative or the only available alternative; or (2) Refer the student to the principal or the principal's designee for appropriate action consistent with paragraph (2) of subsection (e) of this Code section. The decision of the placement review committee shall be in writing and shall be made within three school days after the teacher withholds consent to the return of a student. Local boards of education shall provide training for members of placement review committees regarding the provisions of this subpart, including procedural requirements; local board policies relating to student discipline; and the student code of conduct that is applicable to the school. (e)(1) If a placement review committee decides to return a student to a class from which he or she was removed, the principal or the principal's designee shall implement such decision of the placement review committee. In addition, the principal or the principal's designee may, consistent with any applicable procedural requirements of the Constitutions of the United States and this state and after considering the use of any appropriate student support services, take any of the following actions which are authorized as a response to the alleged violation of the student code of conduct by local board policies adopted pursuant to Code Section 20-2-735: (A) Place the student in an alternative education program; (B) Impose out-of-school suspension for not more than ten school days, including any time during which the student was subject to out-of-school suspension after his or her removal from class pursuant to subsection (b) of this Code section; or (C) Make another disciplinary decision or recommendation consistent with local board policy. (2) If a placement review committee decides not to return a student to a class from which he or she was removed, the principal or the principal's designee shall implement such decision of the placement review committee. In addition, the principal or the principal's designee shall determine an appropriate placement for the student and may take action to discipline the student, in a manner consistent with 88


any applicable procedural requirements of the Constitutions of the United States and this state and after considering the use of any appropriate student support services, as follows, provided that the placement or disciplinary action is authorized as a response to the alleged violation of the student code of conduct by local board policies adopted pursuant to Code Section 20-2-735: (A) Place the student into another appropriate classroom or an alternative education program; (B) Impose out-of-school suspension for not more than ten school days, including any time during which the student was subject to out-of-school suspension after his or her removal from class pursuant to subsection (b) of this Code section; (C) Make another placement or disciplinary decision or recommendation consistent with local board policy; or (D) Implement or recommend any appropriate combination of the above and return the student to the class from which he or she was removed upon the completion of any disciplinary or placement action taken pursuant to this paragraph. (f) Within one school day of taking action pursuant to subsection (e) of this Code section, the principal or the principal's designee shall send written notification of such action to the teacher and the parents or guardians of the student and shall make a reasonable attempt to confirm that such written notification has been received by the student's parents or guardians. (g) Parents or guardians of a student who has been removed from class pursuant to subsection (b) of this Code section may be required to participate in conferences that may be requested by the principal or the principal's designee; provided, however, that a student may not be penalized for the failure of his or her parent or guardian to attend such a conference. (h) The procedures contained in this Code section relating to student conferences and notification of parents or guardians are minimum requirements. Nothing in this Code section shall be construed to limit the authority of a local board of education to establish additional requirements relating to student conferences, notification of parents or guardians, conferences with parents or guardians, or other procedures required by the Constitutions of the United States or this state. HISTORY: Code 1981, ยง 20-2-738, enacted by Ga. L. 1999, p. 438, ยง 4; Ga. L. 2000, p. 618, ยง 65; Ga. L. 2004, p. 107, ยง 12.

89


Login Instructions for Munis Self Service (MSS) Navigate to the web site http://fcss.munisselfservice.com. Click on “Log In� on the right-hand side of the page.

90


Your User Name will be your EMPLOYEE ID number. Your 5-digit employee ID number can be found on your pay stub or direct deposit advice. Your Password will be the Last 4 Digits of Your Social Security Number for the 1st login only. Once you are logged in to MSS, it should ask you to set a new password. Please remember that the security of your account depends on your password. However, your social security number cannot be viewed anywhere in you MSS acccount. Please note that passwords cannot be retrieved for you. If you forget your password, it will be reset to the last 4 digits of your social security number so that you can log in and choose a new secure password. Important information to include in your request is your full name and work location.

91


All the navigation options are now located on the left-hand side of the web page. Munis Self Service is easy to use and the information format remains the same. Employees will only see the “Employees Self Service� option on the left-hand side of the web page once logged in. Click on it to get started.

92


Please be sure that you log off before closing your web browser.

If you have any questions, please contact Dawn Lloyd at dlloyd@forsyth.k12.ga.us or 770-887-2461 Ext. 202145.

93

Forsyth County Schools Staff Handbook  
Forsyth County Schools Staff Handbook  
Advertisement