Communities In Schools of Cochran/Bleckley County & Family Connection Community
Partnership, Inc.
EMPLOYEE HANDBOOK
WELCOMING STATEMENT AND AN INTRODUCTION TO COMMUNITIES IN SCHOOLS
Communities In Schools of Cochran/Bleckley County and Family Connection Community Partnership, Inc. (CIS/FC) is a local
affiliate of Communities In Schools of Georgia and Georgia Family Connection Partnership. CIS is recognized as the nation’s
largest dropout prevention organization, reaching more than one million young people in the Unites States. Each local
program varies in strategies used, populations targeted and services offered to ensure that each community is able to direct
resources to areas that will have the greatest impact on the success of youth. In Georgia, the Communities In Schools (CIS)
network includes 40 CIS programs providing services to students at 697 school and community-based sites. The Georgia Family
Connection Partnership is a state organization dedicated to developing and strengthening collaboration in all 159 counties in
the state. Our mission is to surround students with a community of support, empowering them to stay in school and achieve in
life. Our vision is that all students in the Bleckley County School System will graduate on time.
Communities In Schools of Cochran/Bleckley County & Family Connection Community Partnership, Inc. , referred to in this
document as CIS/FC was started by local community leaders seeking to highlight the importance of education as a strategy for
Bleckley County’s long-term economic competitiveness. CIS/FC is a 501(C) (3) Non Profit Organization, aimed at helping
students, infant through adult, stay in school (or return to school), achieve academically, graduate, and explore post-secondary
education opportunities so they may become self-sufficient, productive, contributing members of our community.
Incorporated in 2001 first as Communities In Schools and later merging in 2005, Communities In Schools of Cochran/Bleckley
County and Family Connection Community Partnership, Inc. is embarking on its 12th year developing and implementing
comprehensive dropout prevention programs whose mission is to surround students with a community of support,
empowering them to stay in school and achieve in life. Our vision is that all students in the Bleckley County School System will
graduate on time.
Working in the Bleckley County School System, CIS/FC aims to reach the source of potential dropouts by weaving the
community’s already existing resources together into a safety net that responds to each child holistically, creates a safer school
environment and allows educators to perform to their fullest capacity. CIS/FC believes that caring, one-on-one relationships
between adults and young people make the crucial difference. Programs don’t change kids – relationships do.
We believe every child needs and deserves:
• A one-on-one relationship with a caring adult;
• A safe place to learn and grow;
• A healthy start and a healthy future;
• A marketable skill to use upon graduation; and
• A chance to give back to peers and community.
Thank you for joining us as we continue to strive toward our vision that all students in Bleckley County will successfully learn,
graduate from high school on time, and enter post-secondary education or the work force.
PURPOSE OF THE EMPLOYEE HANDBOOK
This Handbook is intended to provide employees with a general understanding of our basic personnel policies. Employees are
encouraged to familiarize themselves with the contents of this handbook, for it will answer many common questions
concerning employment with Communities In Schools of Cochran/Bleckley County and Family Connection Community
Partnership, Inc. (CIS/FC). However, CIS/FC) cannot anticipate every situation or answer every question about employment.
The Bleckley County Board of Education serves as the fiscal agent of CIS/FC and all of our staff is housed in the Bleckley County
School System at one of the schools or in the central office complex. For that reason, our staff follows the policies of the
Bleckley County Board of Education. A copy of these complete policies can be found at www.bleckley.k12.ga.us or at
www.cisfccochranbleckley.org We have complied the documents that directly related to CIS/FC functions in this handbook.
These written policies should increase understanding, guide decisions on matters of policy, and help to assure uniformity
throughout the organization. Employees are encouraged to read this document carefully.
Although you may find the tone of this manual somewhat "legalistic" at times, please be assured that our employees work
together in a spirit of fairness, collegiality, mutual cooperation and respect.
Every effort is made to apply its personnel policies and procedures in a fair, consistent and lawful manner. Occasionally,
questions may arise about the meaning or application of a policy. The Executive Director will attempt to resolve all such
questions as equitably as possible and will work directly with the personnel department of the Bleckley County Board of
Education and/or the Superintendent if needed. All exceptions to the personnel policies will require prior approval by the
Executive Director and/or the Superintendent of the Bleckley County BOE.
All employees of Communities In Schools of Cochran/Bleckley County and Family Connection Community Partnership, Inc. are
hired on an “at-will” basis, unless a different arrangement is specifically approved by the Board of Directors. This means that
you are not entitled to employment for any specific length of time, and either you or CIS/FC may terminate your employment
at any time, with or without notice and with or without giving a reason.
The contents of this manual do not form a contract of employment, but are intended solely to give eligible employees a short
description to guide their work at CIS/FC. No employee, director or other agent of CIS/FC has any authority to enter into any
agreement for employment on behalf of CIS/FC unless explicitly given authority to do so.
In order to retain necessary flexibility in the administration of policies and procedures, Communities In Schools of
Cochran/Bleckley County and Family Connection Community Partnership, Inc. reserve the right to change, revise, or eliminate
any of the policies and/or benefits described in this Handbook, except for its policy of employment-at-will.
The only recognized deviations from the stated policies are those authorized and signed by the Board or Executive Director of
Communities In Schools of Cochran/Bleckley County and Family Connection Community Partnership, Inc. and approved by the
Bleckley County BOE. All changes will be communicated through official notices, and revised information may supersede,
modify, or eliminate existing policies. You are expected to update your manual when revisions are made and to read and
acknowledge receipt of revisions in writing when requested to do so.
This manual supersedes any prior manuals, handbooks or written policies that are inconsistent with its provisions. The
manual is not intended to be an exhaustive description of our organizational mission or style. We encourage you to read the
manual in that light.
All employees must sign the "Acknowledgement of Receipt” form found at the back of this manual, stating that they have read
and understand the contents of the manual. After signing the form, please return it to the Executive Director. It will then be
placed in your personnel file.
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RELATIONSHIP WITH THE SCHOOL SYSTEM
Communities In Schools of Cochran/Bleckley County and Family Connection Community Partnership, Inc. strives to maintain a
good relationship with Bleckley County School System in order to better serve the students of Bleckley County. To continue to
foster a strong relationship with the school system, CIS/FC requires that all employees who are given assignments or are
stationed outside the CIS/FC office in a school building will recognize that the principal of their school is responsible for the
development of policies and procedures unique to his/her building and school community within the parameters of the CIS/FC
and the Bleckley County Board of Education.
EMPLOYMENT CATEGORIES
Employees of CIS/FC are classified in a variety of ways for purposes of salary administration, payment of overtime, and
eligibility for benefits. Your position may fit into multiple categories. Employees may also be hired to work with one specific
grant initiative and will be required to meet all requirements under that particular funder. Questions regarding your
classification should be directed to your immediate supervisor, the CIS/FC Executive Director or the Bleckley County BOE
Human Resources Department. All employees regardless of their employment category are considered “at will”.
FEDERAL LABOR STANDARDS ACT CLASSIFICATION
This classification refers to eligibility employee for overtime pay and other standards under the FLSA. An employee’s
exemption status may change with changes to job assignment. CIS/FC complies with the provisions of the Fair Labor Standards
Act for non-exempt employees. This Act, in part, established a minimum hourly wage and requires the payment of overtime
for work in excess of forty hours per week at a rate of not less than one and one-half times the employee’s regular rate of pay.
Any staff employee required to work in excess of his/her normal work day may be granted compensatory time off, in lieu of
overtime pay, at the discretion of the immediate supervisor and in accordance with the provisions of the Fair Labor Standards
Act. The Act provides that employees of one gender must not be paid wages at rates lower than those paid employees of the
other gender for substantially equal work on jobs requiring equal skill, effort, and responsibility which are performed under
similar working conditions
Exempt: Employees whose work is primarily of an executive, professional, or administrative nature are exempt from the
overtime pay requirements of FLSA and do not receive overtime pay for extra hours worked. Exempt employees ordinarily
are paid on a salary basis and may be full-time or part-time.
Non-Exempt: Employees who do not fit within one of the FLSA exemptions are entitled to overtime pay at the rate of one and
one-half times their regular hourly rate for all time worked in excess of forty (40) hours in any one work week.
CLASSIFICATION BY METHOD OF WAGE DISBURSEMENT
Salaried Employees: Employees who are paid a fixed salary calculated on an annual or monthly basis. Salaried employees
work to fulfill the duties of the job and are in general paid at the same rate per pay period. Non-exempt salaried employees
may be paid on a salary basis however their pay is adjusted for overtime incurred.
Hourly Employees: Employees who are paid on an hour-by-hour basis. Pay for an hourly employee is calculated by (hours
worked x pay rate). Hourly employees are eligible for overtime if they work over 40 hours in a workweek (see overtime
section of this manual).
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CLASSIFICATION BY THE NUMBER OF HOURS WORKED
Full-Time Employees: Exempt and non-exempt employees hired to work forty (40) hours or more per week on a regular basis
are considered full-time employees. The work schedule for these employees is 37.5 hours per week.
Part-Time Employees: Exempt and non-exempt employees hired to work fewer than thirty (30) hours per week on a regular
basis are considered part-time regular employees.
NON-TRADITIONAL EMPLOYEE
Temporary Employees: Full-time or part-time workers hired to assist with specific assignments or to fill in for employees who
are on leave are considered temporary employees
CLASSIFICATION BY EMPLOYER OF RECORD
CIS/FC Employees: These workers are employed by CIS/FC and are subject to the policies and rules prescribed in this manual
as well as those of the Bleckley County BOE and the schools to which they are assigned.
NON EMPLOYEES
Independent Contractors: Individuals or companies hired to provide a specific service, utilizing their own tools and working
under only general supervision by CIS/FC and are considered independent contractors. Independent contractors are not
employees of CIS/FC and are not subject to FICA, federal and state withholdings, workers’ compensation, unemployment
insurance, or any of the benefits received by employees.
CHAPTER ONE – EMPLOYMENT POLICIES
EQUAL EMPLOYMENT OPPORTUNITY
The CIS/FC does not discriminate on the basis of race, color, national origin, religion, age, disability, or sex in its employment
practices. It is the policy of CIS/FC to comply fully with the requirements of Title VI, Title VII, Title IX, Section 504 of the
Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA) and
all accompanying regulations.
Any employee, applicant for employment, or other person who believes he or she has been discriminated against or harassed
in violation of this policy must make a complaint in accordance with the procedures outlined below.
COMPLAINTS PROCEDURE
Complaints made to the CIS/FC Board of Directors, Executive Director or School District regarding alleged discrimination or
harassment on the basis of race, color or national origin in violation of Title VI; religion or sex in violation of Title VII; sex in
violation of Title IX; disability in violation of Section 504 or the ADA, or on the basis of age in violation of the ADEA, will be
processed in accordance with the following procedure:
1. Any employee, applicant for employment, or other person with a complaint alleging a violation as described above
shall promptly notify, in writing or orally, either the executive director, principal for his/her school or the appropriate
coordinator designated from time to time by the Board of Education. If the complaint is oral, either the coordinator
or school principal to whom the complaint is made shall promptly prepare a memorandum or written statement of
the complaint as made to him or her by the complainant and shall have the complainant read and sign the
memorandum or statement if it accurately reflects the complaint made. If the complaint is made to a school principal,
he or she shall be responsible for notifying the appropriate coordinator of the complaint.
2. If the alleged offending individual is the coordinator designated by the Board of Education, the complaint shall either
be made by the complainant to the Superintendent or, if the complaint is initially made to the school principal,
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reported by the principal to the Superintendent. If the alleged offending individual is the Superintendent, the
complaint shall be made to the designated coordinator, who shall, without further investigation, report the complaint
to the Board chairperson.
3. The coordinator or his or her designee shall have fifteen work days to gather all information relevant to the complaint
made, review the information, determine the facts relating to the complaint, review the action requested by the
complainant, and attempt to resolve the complaint with the complainant and any other persons involved. The
coordinator or designee shall prepare a written response to the complaint detailing any action to be taken in response
to the complaint and the time frame in which such action will be taken and copies of this response shall be furnished
to the complainant, the appropriate coordinator and the Superintendent or his or her designee.
4. If the complaint is not resolved at the conclusion of this fifteen-day period or if the complainant is not satisfied with
the resolution of the complaint, the complainant shall have the right, within five work days of receiving a copy of the
written response, to have the complaint referred to the Superintendent of Schools. If the alleged offending individual
is the Superintendent, the complainant may have the complaint referred to the Board of Education, rather than the
Superintendent.
5. The Executive Director shall have fifteen work days to review the complaint and the response of the coordinator or
designee and attempt to resolve the complaint and shall seek a consultation with the CIS/FC Executive Committee
and/or Superintendent if needed. The Executive Director shall furnish to the complainant a written response setting
forth either his or her approval of the action recommended by the coordinator or designee or the action to be taken
by the School District in response to the complaint in lieu of that recommended by the coordinator or designee and
the time frame in which such action shall be taken.
6. If the complainant is dissatisfied with the response of the Executive Director, then the complainant shall have the
right, within fifteen work days of the receipt of the written response of the Superintendent, to have the complaint
referred to the CIS/FC Board of Directors (Board). In order to have the Board review the Executive Director’s decision,
the complainant must file with the Executive Director a written statement setting forth the reasons he or she
disagrees with the response of the executive Director and the action the complainant is requesting the organization to
take. The complainant shall also include in the written response a request that his or her complaint be referred to the
Board of Director’s.
7. Within thirty work days of receipt of the written request of the complainant, the Executive Director shall present the
matter to the Board of Education at its regular meeting or at a special meeting called for that purpose. The Board
shall review the original complaint, the response of the coordinator or designee, the response of the Superintendent,
and the response of the complainant. In addition, the Board may, but is not required to, hear directly from any
individuals with knowledge of any relevant facts relating to the complaint.
8. CIS/FC Board of Director’s will either uphold the recommendation of the Executive Director or require some other
action in response to the complaint. A copy of the action of the Board will be furnished to the complainant, either as
a part of the minutes of the Board or as a separate written statement. The Board shall be the final reviewing
authority.
9. This policy is not intended to deprive any employee of any right they may have to file a grievance pursuant to any
other policy of the local Board of Education, specifically the policy designed to implement Official Code of Georgia
Annotated 20-2-989.5, where appropriate. This policy is not intended to provide an alternative process for resolving
evaluation and employment disputes where there already exists a due process procedure mandated by state law or
State Department of Education regulations, specifically including, but not limited to, hearings to be conducted
pursuant to the Fair Dismissal Act of Georgia. The complainant retains at all times the right to contact the Office of
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Civil Rights, the Equal Employment Opportunity Commission or any other appropriate state or federal agency with
regard to any allegations that the system has violated the statutes described above.
10. CIS/FC shall be responsible for distributing and disseminating information relevant to this policy and procedure to
employees through appropriate procedures.
11. No reprisal shall occur as a result of reporting unlawful discrimination or harassment under this policy, and any
attempt to retaliate against a complainant shall be disciplined as is appropriate.
The confidentiality of any individual making a complaint or report in accordance with this policy, to the extent it is reasonably
possible and in compliance with law, shall be protected, although the discovery of the truth and the elimination of unlawful
harassment shall be the overriding consideration.
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INDIVIDUALS WITH DISABILITIES
Executive Director – Should be the person responsible for setting up an interview with the individual interested in employment
with CIS/FC. CIS/FC is committed to complying with all applicable provisions of the Americans With Disabilities Act (ADA). The
policy of CIS/FC is not to discriminate against any qualified employee or applicant with regard to any terms or conditions of
employment because of such individual’s disability or perceived disability so long as the employee can perform the essential
functions of the job.
Consistent with this policy of nondiscrimination, CIS/FC will provide reasonable accommodations to a qualified individual who
has made CIS/FC aware of his or her disability, provided that such accommodation does not constitute an undue hardship on
CIS/FC.
Applicants needing accommodations should contact the Executive Director. Employees with a disability who believe they
need a reasonable accommodation to perform the essential functions of their job should contact the Executive Director.
CIS/FC encourages individuals with disabilities to come forward and request reasonable accommodation.
Procedure for Requesting an Accommodation:
On receipt of an accommodation request, the Executive Director will meet with the employee to discuss and identify the
precise limitations resulting from the disability and the potential accommodation that CIS/FC might make to help overcome
those limitations. CIS/FC will provide reasonable accommodations as required by applicable laws.
CIS/FC will inform the employee of its decision on the accommodation request or on how to make the accommodation. If the
accommodation request is denied, the employee will be advised of his or her right to appeal the decision by submitting a
written statement explaining the reasons for the request. If the request on appeal is denied, that decision is final.
An employee or job applicant who either has questions regarding this policy or believes that he or she has been discriminated
against based on a disability should notify the CIS/FC. All such inquiries or complaints will be treated as confidential to the
extent permissible by law.
WORKPLACE HARASSMENT
It is the policy of CIS/FC to prohibit any act of harassment of employees by other employees based upon race, color, national
origin, sex, religion, age or disability at all times and during all occasions while at school or community, in the workplace or at
any school/community CIS/FC sponsored event or activity. Any such act shall result in prompt and appropriate discipline,
including the possible termination of employment.
Sexual harassment may include conduct or speech which entails unwelcome sexual advances, requests for sexual favors,
taunts, threats, comments of a vulgar or demeaning nature, demands or physical contact which creates a hostile
environment. There may be other speech or conduct which employees experience as inappropriate or illegal harassment
which should also be reported; harassment can take many forms and it is not possible to itemize every aspect of the
harassment forbidden by this policy.
Any employee or applicant for employment who believes he or she has been subjected to harassment or discrimination as
prohibited by this policy should promptly report the same to the executive director, principal of their school, who will
implement the board’s discriminatory complaints procedures as specified in that policy. Employees will not be subjected to
retaliation for reporting such harassment or discrimination.
It is the duty of all employees to promptly report harassment forbidden by this policy. All supervisors will instruct their
subordinates as to the content of this policy and, through appropriate professional learning activities, enlighten employees as
to the varied forms or expression of prohibited harassment. The Executive Director and principals of all schools shall ensure
that employees are informed through handbooks, training materials and verbally that such harassment is strictly forbidden,
how it is to be reported and the consequences for violating this policy.
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SEXUAL, RACIAL AND OTHER HARASSMENT PROHIBITED
It is the policy of Communities In School of Cochran/Bleckley County and Family Connection Community Partnership, Inc. 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 or community sponsored CIS/FC event or activity. 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 demeaning nature, or demands 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 Executive Director. If a student or employee reports such harassment to
a counselor, principal or other school system employee other than the Executive Director, that employee shall be responsible
for notifying the Executive Director immediately. It will be the duty of the Executive Director to interview the complainant and
determine the acts which the complainant believes constitute harassment as well as the name or names of the perpetrators
and any other relevant facts which will assist in investigating such acts. The coordinator shall investigate the compliant
thoroughly by interviewing any individuals who may have knowledge of the allegations or may assist in resolving the
complaint. The Executive Director may involve other appropriate persons in the investigation as the Executive Director deems
necessary. The Executive Director shall report the substance of the investigation, conclusions reached and recommendations
for corrective action and discipline to the following persons:
a. If both perpetrator and victim are students, to the principal of the school and the parents of the students;
b. If the victim is a student and the perpetrator an employee, to the parents of the student, the principal where the student is
enrolled, the supervisor of the employee and the associate superintendent of the school district;
c. If the victim and perpetrator are employees, to the supervisor of the perpetrator and the associate superintendent of the
school system.
The Executive Director, to the extent it is reasonably possible, shall protect the confidentiality of students and employees as
well, although the discovery of the truth and the elimination of unlawful harassment shall be the overriding considerations. All
records generated by the investigation shall be considered as student records protected by FERPA or as part of the personnel
records of the employees dealing with performance of the employees.
The Executive Director shall report to the complainant and complainant’s parents, if complainant is a student, at the
conclusion of the investigation the conclusions reached and the recommendations of the Executive Director. If the
complainant is not satisfied with the manner in which the matter has been resolved, the complainant may appeal to the
superintendent , who shall review all circumstances surrounding the allegations, conduct such further investigations as the
superintendent believes appropriate and take such additional action or make recommendations as the superintendent
determines is warranted. The superintendent shall inform the complainant and his/her parents, if complainant is a student,
who, if dissatisfied my request this board to review further the substance of the complaint. The board will conduct a review or
convene such hearings as the board believes the circumstances warrant and will resolve the matter appropriately. 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.
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It is the duty of all employees to report harassment forbidden by this policy to the Executive Director promptly. It is also the
duty of all supervisors of personnel to instruct their subordinates as to the content of this policy 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.
DUTIES OF EMPLOYEES AND SUPERVISORS
Any person who observes or receives a report of sexual harassment or other harassment or discrimination from an
employee, no matter how trivial it may seem, MUST report the incident to the Executive Director immediately so that an
investigation may be undertaken.
Managers and supervisors are required to cooperate and assist in any investigation when asked to do so. Failure to follow
this policy will be reflected in your annual evaluation and may result in disciplinary action, up to and including termination.
CHAPTER TWO – HIRING AND CHANGING POSITIONS
JOB OPENINGS
CIS/FC provides employees an opportunity to indicate their interest in open positions and advance within the organization
according to their skills and experience. Ordinarily, full-time positions will be first posted internally for up to seven (7) days so
that qualified internal applicants will have a chance to compete for the position. During this period of recruiting current
employees, candidates referred to the organization by current employees, and recently separated employees eligible for
rehire may apply for the open position.
To be eligible to apply for a posted job, employees must have performed competently for at least 6 months calendar days in
their current position. Employees who have received a written warning within the past 90 calendar days or are on probation
or suspension are not eligible to apply for posted jobs. Eligible employees can only apply for those posted jobs for which they
possess the required skills, competencies, and qualifications.
If you are interested in applying for an open position, please submit the appropriate application to the Executive Director
listing job-related skills and accomplishments. The application should be accompanied with a resume and cover letter
describing how their current experience with CIS/FC and prior work experience and/or education qualifies them for the
position.
An applicant's supervisor may be contacted to verify performance, skills, and attendance. Any staffing limitations or other
circumstances that might affect a prospective transfer may also be discussed. CIS/FC recognizes the benefit of work
experiences that enable employees to develop new skills and improve their chances for advancing within the organization.
Employees are encouraged to talk with their supervisors about their career plans. Supervisors are encouraged to support
employees' efforts to gain experience and advance within CIS/FC.
All positions are based upon available funding and are subject to budget reductions from state or federal funders without prior
notice.
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EMPLOYMENT OF CLOSE FRIENDS AND RELATIVES
The employment of relatives in the same area of an organization may cause serious conflicts and problems with favoritism
and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work
environment can be carried over into day-to-day working relationships.
Although CIS/FC does not specifically prohibit the employment of relatives of existing employees, we do recognize that the
employment of relatives in the same part of an organization may cause serious problems with favoritism and employee
morale. Therefore, CIS/FC will seek to avoid situations in which sound fiscal judgment, effective management, or employee
morale might be affected by favoritism, preferential treatment, or similar conflicts of interest. Therefore, each situation will
RECRUITMENT OF PROFESSIONAL PERSONNEL
We know that we are only as good as our employees, so we search as widely as possible for talented and motivated individuals
to fill vacant positions at CIS/FC. Job openings also may be advertised externally and other recruiting efforts may be
undertaken to attract a pool of qualified candidates. Job postings generally remain open for ten days, but this time may be
lengthened or shortened at the discretion of the Executive Director.
CIS/FC makes every effort to employ well qualified personnel and properly certificated teachers. The system does not
discriminate on the basis of race, sex color, religion, national origin, age, or disability in its employment practices.
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be considered on an individual basis.
For purposes of this policy, the term “relatives” includes spouses, partners, children, parents, siblings, grandparents,
grandchildren, aunts, uncles, first cousins, the corresponding in-law or “step” relations, and any other relative living in the
same household as an employee.
Relatives will not be allowed to be in a direct reporting or supervisory/management relationship with one another within
the organization, or to be employed in any other situation that would allow an employee’s work responsibilities, salary, or
career progress to be influenced by a relative.
In other cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, the
parties may be separated by reassignment or terminated from employment.
If the relative relationship is established after employment has begun and the performance of either party suffers, the
department manager in consultation with Executive Director will decide who is to be reassigned or terminated, or, at the
option of the Executive Director, the individuals concerned may be given up to 30 calendar days to make the decision.
Many of the concerns associated with the employment of relatives may also arise when a managerial or supervisory
employee is in a romantic relationship with another Executive Director employee. In addition, such relationships may lead
to possible claims of sexual harassment. Employees, therefore, are discouraged from becoming romantically involved with
employees of Executive Director. If a romantic relationship does develop, it is the responsibility of the employees to inform
Executive Director.
Additionally, if in the judgment of Executive Director a romantic relationship between an employee and a supervisor or
between fellow employees creates an actual or potential conflict of interest, causes disruption, creates a negative or
unprofessional work environment, or presents concerns regarding supervision, performance favoritism, safety, security, or
morale, Executive Director may take appropriate action to address the concerns, up to and including transfer or
termination. Since each situation is different, all such situations will be assessed on a case-by-case basis.
PERSONNEL: CRIMINAL RECORD CHECK
It is the policy of CIS/FC to comply with O.C.G.A. § 20-2-211, as amended by the 1994 General Assembly by Senate Bill 526,
and the implementing regulations as promulgated by the State Board of Education.
Every person who is employed by CIS/FC for the first time to fill a position with this school district shall be fingerprinted and
have a criminal record check completed and cleared prior to employment. The method of obtaining fingerprints and of
submission to the Georgia Crime Information Center and National Crime Information Center shall be as prescribed by
O.C.G.A. § 20-2-211, as amended, and by the State Board of Education’s policies, rules and regulations. CIS/FC will pay all
costs associated with the background check.
If the criminal record check reflects that the employee has not been arrested, charged, pleaded guilty or no contest, or been
convicted of any criminal offense other than a minor traffic violation, the Executive Director shall have the authority without
further authorization from the CIS/FC board to hire on behalf of the board the employee based on terms and conditions of
employment and the assignment of the employee as previously approved by the board.
In the event the criminal record check reflects the employee has been charged with, pleaded to or been convicted of an
offense other than a minor traffic violation, the Executive Director shall bring the matter to the CIS/FC board and the
Superintendent at its next meeting or sooner, if warranted, for a decision. If the Executive Director elects, the employee
may continue employment of the school district pending final board decision.
HIRING: BACKGROUND CHECKS, FINGERPRINTING, CRIMINAL RECORD CHECK
Effective July 1, 2000, all personnel, non-certificated as well as certificated, employed by CIS/FC shall be fingerprinted and
have a criminal record check.
It is the policy of CIS/FC that subsequent criminal record checks of non-certificated personnel shall be conducted once every 5
years unless deemed otherwise appropriate by the CIS/FC Board or Executive Director
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EMPLOYMENT APPLICATIONS
Applicants for employment with CIS/FC are expected to provide complete and accurate information on their application
forms. CIS/FC relies upon the accuracy and completeness of all information provided in connection with hiring and
employment.
Any misrepresentations, falsifications, or material omissions in any of the information provided may result in the elimination
of the individual from further consideration for employment or, if the person has been hired, termination of employment.
AUTHORIZATION TO WORK IN THE UNITED STATES
CIS/FC employs only individuals who are authorized to work in the United States. CIS/FC does not unlawfully discriminate on
the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment,
must complete the Employment Eligibility Verification Form (I-9) and present documentation establishing identity and
employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9
for CIS/FC within the past three years, or if their previous I-9 is no longer on file or valid.
Employees with questions or seeking more information on immigration law issues are encouraged to contact the Executive
Director. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.
PROMOTIONS
Whenever possible, CIS/FC prefers to promote from within - taking into consideration the employee’s performance as
reflected in written performance evaluations, disciplinary record, and any other available sources. CIS/FC will always try to
hire the best-qualified candidate, based on qualifications, skills, training, and prior experience.
A current employee promoted to a new position within CIS/FC must successfully complete a 90-day introductory period.
Upon successful completion of the introductory period, the performance of the newly promoted employee will be
evaluated. If the performance of the newly promoted employee is not satisfactory, a change in employment status may be
recommended by the supervisor.
All benefits will continue to accrue and be effective for newly promoted employees while they are within the 90-day
introductory period.
OUTSIDE EMPLOYMENT
Employees may hold outside employment consistent with the terms of this policy, provided the outside work does not
impede their work performance or interfere with their ability to meet the requirements of their job at CIS/FC. Outside
employment is considered any external employment including employment with another company, self-employment
consulting, and any compensated volunteer activities. Outside employment should not pose an actual or potential conflict
of interest with CIS/FC, other CIS organizations, local school systems, Bleckley County BOE, or other organizations with
whom CIS/FC has a relationship and is performed outside the employee’s approved work schedule and away from CIS/FC’s
offices.
If outside employment meets the following criteria, the employee must submit a written request for their outside
employment to their immediate supervisor to ensure compliance with the following policies:
 outside employment is not conducted during regular work hours or during CIS/FC paid time off
 outside employment is not conducted on CIS/FC or its affiliate’s premises
 outside employment presents a real or perceived conflict of interest
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All requests for approval of outside employment must contain the following information at the minimum:
 A description of the nature of the desired employment
 An acknowledgement that the employee has reviewed this policy.
The employee’s immediate supervisor will forward the request to the Executive Director for approval. Each request for
outside employment will be considered separately considering various factors including type of work, workload of staff
member, employee work performance etc. If the Executive Director determines that the outside employment does not
pose a conflict of interest and will not interfere with the employee’s current duties, written notification of approval of the
outside employment will be provided to the employee. Requests for approval of outside employment, approval letters, and
related documentation will be maintained in the employee’s personnel file.,
NATURE OF EMPLOYMENT
Employment with CIS/FC is entered into voluntarily and both you and CIS/FC are free to end the employment
relationship at any time, for any reason, with or without cause or advance notice so long as there is no violation of
applicable federal or state law.
Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute
contractual obligations of any kind or a contract of employment between CIS/FC and any of its employees. The provisions
of the handbook have been developed at the discretion of management and, except for its policy of employment-at-will,
may be amended or cancelled at any time, at CIS/FC’s sole discretion.
All employees of CIS/FC are hired on an “at-will” basis, unless a different arrangement is specifically approved by the
Board of Directors. This means that you are not entitled to employment for any specific length of time, and either you or
CIS/FC may terminate your employment at any time, with or without notice and with or without giving a reason.
CHAPTER THREE – EMPLOYMENT
INTRODUCTORY PERIOD
All new, rehired, promoted or transferred employees must complete an introductory period of at least 90 calendar days
in their new position. The introductory period allows employees to learn their job duties, meet their fellow employees,
experience the company culture, and decide whether the job meets their expectations. It also is an opportunity for
CIS/FC to evaluate the employee’s capabilities, work habits, and overall performance. Your supervisor or another
employee will work with you to help you understand the needs and processes of your job.
Any significant absence will automatically extend the introductory period by the length of the absence. If the supervisor
determines that the designated introductory period does not allow sufficient time to evaluate the employee's
performance, the introductory period may be extended for a specified period of time. Failure to meet performance
standards or other expectations of the job may result in termination of employment.
Employees are reminded that their employment remains “at will” at all times, whether or not they have completed the
introductory period. Either the employee or CIS/FC may terminate the employment relationship at any time during or
after the introductory period, with or without notice or cause. In no case should completion of the introductory period
be considered to mean an employee is guaranteed permanent employment with CIS/FC.
Supervisors are responsible for monitoring the performance of their employees who are serving an introductory period
and preparing a 90-day written performance evaluation with recommendations as to the employee’s status. Failure to
meet performance standards or other expectations of the job may result in termination of employment
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Employees in their introductory period are afforded limited benefits during this time. These include:
 Direct deposit of paycheck
 Workers' compensation coverage to the extent required by law
 Time off in observance of any holidays occurring during their scheduled work time as outlined in the
Paid time off will accrue for fulltime employees but may not be taken during the introductory period. New employees
are not eligible for group insurance benefits until they have successfully completed their introductory period. Upon
satisfactory completion of the introductory period, employees enter the "regular" employment classification.
PROFESSIONAL EMPLOYEE WORKLOAD
All professional employees are expected to observe a minimum workday of eight hours and a minimum work week
of forty hours. Each school principal shall establish a minimum workday schedule for all personnel assigned under their
supervision. These schedules shall insure that all professional employees remain on duty at their school at least seven and
one half hours per day.
As part of their workday, teachers are expected to perform such duties as teaching and teacher preparation, staff
meetings, conferences with students and parents, planning conferences and related school activities in the community, and
extra-class responsibilities, whether or not these activities fall into the hours during which they are required to be on duty at
their school.
ATTENDANCE AND PUNCTUALITY
CIS/FC expects employees to be reliable and punctual in reporting for scheduled work. Instances in which an employee
reports to work late should be rare. In unusual circumstances, an employee’s tardiness may be excused at the supervisor’s
discretion. Reasons that might warrant an excused tardiness include inclement weather, exceptional traffic, unforeseeable
highway construction delays, or other circumstances determined by the supervisor. Absenteeism and tardiness place a
burden on other employees and are disruptive to CIS/FC. Poor attendance and excessive tardiness may lead to disciplinary
action, up to and including termination of employment.
Employees must comply with the following procedures whenever they are unable to report to work on time as scheduled for
any reason:
 The employee must telephone the supervisor as soon as possible, but never more than 30 minutes after the regular
scheduled start time except in cases of extreme emergency
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If the supervisor is unavailable by telephone, the employee must speak directly with the Executive Director or the
supervisor’s designee and must also leave a detailed message on the supervisor’s office telephone voice mail,
advising of their lateness or absence and indicating their expected return date or arrival time.
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Employees who have three (3) unexcused tardiness in any 30-day period should be counseled on standards of
punctuality. Repeated instances of unexcused tardiness may result in probation and/or termination of employment.
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Employees who have a pattern of unanticipated absences may be required to provide medical documentation of
their absences. Repeated instances of excessive and/or sporadic attendance may result in probation and/or
termination of employment.
Employees who are absent for three (3) or more days without notifying their supervisor will be considered to have
abandoned their job and are not eligible for rehire.
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JOB RESPONSIBILITIES
Each employee contributes to the success of CIS/FC and one employee’s poor performance directly affects CIS/FC’s ability to
effectively serve students. Therefore, each employee is expected to perform their job functions in a thorough and satisfactory
manner.
You will receive a job description for your position at the beginning of your employment and when major changes are made to
your position. It is the intention of CIS/FC to maintain job descriptions to provide you with floating guidelines for performing
your job. However these are intended only to facilitate communication with the employees and should not be viewed as an
exhaustive listing of particular employee’s job requirements.
When possible, CIS/FC will provide employees with appropriate training at the beginning of their employment or when
assigned a new task. If you feel that training is required for you to effectively perform your job functions, you should speak to
your supervisor. Training requests will be reviewed on a case-by-case basis and the determination of approval of training will
depend upon funding availability, relevance of training to job functions and other considerations.
PERFORMANCE EVALUATION
Since your performance is vital to the success of CIS/FC, we conduct a periodic review of individual employee performance.
We hope that through these reviews, our employees will learn what is expected of them and we learn what they expect of
us. Performance evaluations provide both supervisors and employees the opportunity to discuss job expectations, identify
and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.
Written performance evaluations are usually performed at the end of an employee's introductory period and annually
thereafter. However, supervisors and employees are strongly encouraged to discuss job performance and goals on an
informal, day-to-day basis. The form of the performance evaluation will be determined by CIS/FC and may include a selfreview, supervisor comments, specific achievements, areas of needed improvement, and goals for the upcoming year, and
other elements.
Performance evaluations will be conducted by the employee’s immediate supervisor (with input from fellow employees and
other staff members when so requested by the supervisor). The focus of the evaluation should be on whether the employee
has successfully met his or her performance standards for the year. Areas of excellence as well as areas of needed
improvement should be noted. Performance evaluations will be reviewed and signed by the employee. A copy of the
evaluation will be kept in the employee’s personnel file.
Employees are encouraged to participate fully and cooperatively in their performance evaluations. Employees who disagree
with their evaluation may submit a written statement to their supervisor. This statement will be attached to the employee’s
evaluation and become a part of the employee’s personnel file.
PROBLEM RESOLUTION
CIS/FC is committed to all employees. Part of this commitment is encouraging an open and frank atmosphere in which any
problem, complaint, suggestion, or question receives a timely response from the company's supervisors and management.
CIS/FC strives to ensure fair treatment of all employees. Supervisors, managers, and employees are expected to treat each
other with mutual respect. Employees are encouraged to offer positive and constructive criticism.
If you have a concern or complaint about an existing policy or practice, or you believe that an employment decision
affecting you is unfair, you may discuss the situation with your immediate supervisor or team leader, or you may use
CIS/FC’s problem-solving procedure. No employee will be penalized, formally or informally, for voicing a complaint with
the company in a reasonable, business-like manner, or for using the problem resolution procedure.
The problem-solving procedure includes the following steps, but you may discontinue the procedure at any step:
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Present your problem or concern to your immediate supervisor within 3 calendar work days after the incident
occurs. If your supervisor is unavailable or you believe it would be inappropriate to contact your supervisor, you
may present the problem to the Executive Director.
 Your supervisor is expected to respond to the problem during the initial discussion with you or, if your supervisor
finds it necessary to consult with others, within 5 calendar work days of the initial discussion with you. Your
supervisor will document each discussion with you.
 If your problem remains unresolved after your discussion with your supervisor, you may present the problem to
the Executive Director or in writing within 5 calendar work days.
 The Executive Director may suggest that a neutral third party be asked to mediate the dispute. If mediation is not
used or does not result in a resolution of the problem, the Executive Director will decide the issue. The decision of
the Executive Director will be final.
Not every problem can be resolved to everyone's total satisfaction, but only through understanding and discussion of
mutual problems can employees and management develop trust and confidence in each other. This trust is important to
the operation of an efficient and harmonious work environment and helps to ensure everyone's job satisfaction.
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PROGRESSIVE DISCIPLINE
CIS/FC strives to provide good leadership, fair supervision, and necessary training to all employees. However, at times, an
employee may fall short in the performance of job duties, demonstrate unsatisfactory conduct in the work place, or violate
the terms of employment as outlined in this employee manual. In such cases, employees will be subject to disciplinary
action. This policy describes action that may be taken by CIS/FC to remedy unsatisfactory behavior.
The purpose of any progressive disciplinary policy is to correct the problem, prevent its recurrence, and prepare the
employee for satisfactory service in the future. CIS/FC strives to ensure fair treatment of all employees by imposing
disciplinary actions promptly, uniformly, and impartially.
Because the violation of some rules is more serious than the violation of others, we have a range of possible disciplinary
measures. The specific disciplinary action(s) taken will depend on all of the circumstances, including the severity of the
violation, number of occurrences and the employee’s prior work record.
At CIS/FC’s discretion, disciplinary measures may be imposed in the following sequence. However, CIS/FC may always
impose whatever measure(s) it deems appropriate under the circumstances, including immediate termination.
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Verbal Warning: This is an oral warning that the employee’s conduct is unacceptable, that improvements are
necessary, and that failure to correct the deficiency and conform to CIS/FC’s standards may result in more severe
disciplinary action. A record of the verbal warning may be placed in the employee's personnel file.
Written Warning: A written warning describes the employee’s unacceptable conduct or performance in writing
and specifies needed changes or improvements. A copy of the written warning will be placed in the employee's
personnel file.
Probationary Period: An employee may be placed on probation because of repeated instances of minor
misconduct, a single serious offense, failure to meet the performance standards of the employee’s position,
tardiness or attendance problems, or other conduct or problems. The probation will be for a specified period and
may require the achievement of specified goals or benchmarks. A record of the probation will be placed in the
employee's personnel file.
Suspension: A suspension may be imposed alone or in addition to other disciplinary measures, and may be with
or without pay. The length of the suspension will depend on all of the circumstances, including the severity of the
offense, the employee’s performance, and the employee’s prior work record. An employee may be suspended for
repeated instances of minor misconduct, failure to conform to the conduct or performance standards of the
employee’s position, or for a single serious offense. A record of the suspension will be placed in the employee's
personnel file.
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Termination: The most severe disciplinary measure is involuntary termination, or discharge, of an employee.
CIS/FC may, in its sole discretion, terminate the employment of any employee who fails to conform to the
standards required by CIS/FC.
Notwithstanding the availability of a range of possible disciplinary measures, CIS/FC may, at its sole discretion, choose the
particular measure(s) to be imposed in any given case. Some employee conduct is serious enough to justify immediate
termination of employment without first using any other measures.
By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both
the employee and CIS/FC.
SUGGESTION PROGRAM
As an employee CIS/FC, you have the opportunity to contribute to our future success and growth by suggesting practical
work improvements or cost-saving ideas. All employees are eligible to participate in the suggestion program.
Possible suggestions include ideas that will benefit CIS/FC by solving a problem, reducing costs, improving operations or
procedures, enhancing customer service, eliminating waste or spoilage, or making CIS/FC a better or safer place to work.
Identifying problems without providing solutions and making recommendations concerning co-workers and management
are not appropriate suggestions.
CHAPTER FOUR – WORKPLACE RULES, CONDUCT AND SAFETY
OPEN DOOR POLICY
CIS/FC believes that two-way communication is essential to a good working relationship. We are committed to providing a
work environment in which supervisors and employees treat each other with mutual respect and in which any problem,
complaint, suggestion, or question receives a timely response from CIS/FC supervisors and the director’s team. Employees
are encouraged to offer positive and constructive criticism and suggestions. No employee will be penalized for expressing
a complaint in a reasonable, business-like manner.
Our experience has shown that when employees and supervisors deal openly and directly with each other in a spirit of
mutual respect, the work environment is improved, communications become clear, and attitudes remain positive.
You are strongly encouraged to voice your problems, concerns, or suggestions openly and directly at staff meetings or in
one-on-one discussions with your immediate supervisor or you may make use of the problem-solving procedure described
in the previous chapter.
All staff input is carefully considered and can be presented without fear of reprisal.
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CONFIDENTIAL AND PRIVILEGED BUSINESS INFORMATION
The protection of confidential business information is vital to the interests and success of CIS/FC. Such confidential
information includes, but is not limited to:
 Donor and volunteer information
 Compensation and Benefits data
 Student information
 Employee information
 Financial Information
 Organizational projects, proposals, and strategies
 Other information deemed confidential by Executive Director Leadership and Board of Directors
When handling financial and personal information about those with whom CIS/FC has dealings and who receive services
from CIS/FC, employees must observe the following principles:
 Collect, use, and retain only the personal information necessary for CIS/FC’s business, and whenever possible, obtain
any relevant information directly from the person concerned. Use only reputable and reliable sources to
supplement this information. Access to student information is a privilege and shall be treated as such.
 Retain information only for as long as necessary or as required by law. Protect the physical security of this
information.
 Limit internal access to personal information to those with a legitimate business reason for seeking that information.
Use personal information only for the purposes for which it was originally obtained. Obtain the consent of the
person concerned before externally disclosing any personal information, unless legal process or contractual
obligation provides otherwise.
 Copying of confidential information must be limited. Destruction of business records and documents should be
carefully monitored and should be conducted in accordance with the document destruction policy.
When an employee leaves CIS/FC, all confidential business information, including all electronic or hard copies, must remain
with CIS/FC.
Employees who improperly use or disclose confidential business information will be subject to disciplinary action up to and
including termination of employment, even if they do not actually benefit from the disclosure. Employees who witness
behavior that violates this policy should report it to their immediate supervisor or the Executive Director.
FINANCIAL REPORTS AND STATEMENTS
Communities In Schools of Cochran/Bleckley County and Family Connection Community Partnership, Inc. recognizes the need
for a uniform system of budgeting and financial record keeping to ensure efficient and accurate financial operations and to
facilitate review and audit.
Financial reports and statements will be kept and maintained in accordance with regulations prescribed by the State Board of
Education. As prescribed by these regulations, separate accountings on the various classifications of items provided for in the
budget shall be maintained.
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PUBLIC RELATIONS AND EXTERNAL COMMUNICATIONS
All verbal or written inquiries from reporters and others seeking public relations information are to be directed to the
Executive Director or the Board Chairman, who will evaluate the request and answer or route as appropriate.
Individuals authorized to speak on the organization’s behalf are the Executive Director and Board Chair. No one other than
these individuals should represent CIS/FC’s position to the media without express approval from the Executive Director
and/or board of directors. No individual is authorized to speak on behalf of Bleckley County BOE without prior approval
from the Superintendent.
Any media contact should be reported to the Executive Director immediately.
Press releases and PR-related communications will be disseminated by the Executive Director as deemed necessary and
relevant. All press releases that include quotes by senior staff will be approved by the individual quoted, or the Executive
Director and/or Board Chair.
No employee shall give a written or oral endorsement to any company or representative for promotional purposes for any
periodical, book, or product, which may be offered for sale to schools, parents, or pupils in his charge that will result in
personal gain for that employee.
PROFESSIONAL CONDUCT AND WORK RULES
In order to provide adequate protection for the physical well being of persons and property, it is necessary to establish
some basic rules governing conduct in the workplace. The rules and guidelines stated below are based upon health, safety,
and business considerations. It is the employee’s responsibility to become acquainted with these rules and to abide by
them. It is the responsibility of all supervisors and managers to ensure that these rules are communicated to and
understood by all employees, and that they are enforced with consistency and without bias.
In addition, even while employees are off-duty, they should avoid conduct that would reflect badly on CIS/FC. Employees
should strive to preserve CIS/FC’s reputation in all that they do.
By keeping everyone informed of the expected standards of behavior, we believe our employees will be more satisfied and
in turn CIS/FC will operate more smoothly and efficiently.
While it is not possible to list all of the types of conduct that are considered unacceptable in the workplace, the following
are examples of conduct that may result in disciplinary action, up to and including termination of employment:
 Stealing, misusing, damaging, destroying, or possessing without permission property belonging to co-workers or other
individuals or entities related to your job.
 Stealing, misusing, wasting, damaging, destroying, or improperly removing company property.
Personal or fraudulent use of company credit cards.
 Intentionally giving false or misleading employment information.
 Falsifying time records, expense reports, or other company records or reports.
 Working under the influence of alcohol or illegal drugs.
 Possessing, distributing, selling, transferring, or using alcohol or illegal drugs while on duty or while operating
employer-owned vehicles or equipment.
 Threatening violence or carrying out acts of violence in the workplace.
 Carrying a firearm or weapon on CIS/FC premises or on CIS/FC business, unless specifically authorized in writing by
CIS/FC.
 Engaging in gambling or boisterous or disruptive activity in the workplace.
 Using profane, vulgar, obscene, or abusive language or gestures in the workplace.
 Being insubordinate or exhibiting other disrespectful conduct in the workplace.
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Failing or refusing to perform the duties of your position or duties assigned by your supervisor.
Leaving your work area, loitering in another work area, or distracting other employees from their jobs during work
hours.
Abandoning your job by not reporting to work or contacting your supervisor for three consecutive workdays.
Disregarding or violating safety or health rules or practices.
Smoking in prohibited areas.
Harassing or discriminating against another employee because of the employee’s race, color, religion, sex, national
origin, age, disability, or other prohibited factor, or otherwise violating CIS/FC’s Equal Employment Opportunity policy.
Possessing dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
Having excessive absences or tardies, or being absent or tardy without notice.
Abusing sick leave or attendance policies.
Failing to report on-the-job accidents or injuries.
Engaging in child abuse – physical, sexual or verbal abuse of any child with whom a CIS/FC employee comes in contact
as a result of his/her CIS/FC employment.
Unauthorized use of telephones, computers, mail system, or other employer-owned equipment.
Violation of CIS/FC policies.
Performing your job in an unsatisfactory manner.
Performing personal business on company time.
Soliciting or accepting money or other items of value from vendors or potential vendors.
Being disloyal to CIS/FC’s mission and purpose.
Threatening, intimidating, fighting with, or interfering with another employee.
Failing to maintain the confidentiality of company, employee, or customer information.
CIS/FC and its employees must, at all times, comply with all applicable laws and regulations. CIS/FC will not condone the
activities of employees who achieve results through violation of the law or unethical business dealings. This includes any
payments for illegal acts, indirect contributions, rebates, and bribery. CIS/FC does not permit any activity that fails to stand
the closest possible public scrutiny.
All business conduct should be well above the minimum standards required by law. Accordingly, employees must ensure that
their actions cannot be interpreted as being, in any way, in contravention of the laws and regulations governing the CIS/FC’s
operations.
Employees uncertain about the application or interpretation of any legal requirements should refer the matter to their
superior, who, if necessary, should seek the advice of the Executive Director and/or the Board of Directors.
DRESS, GROOMING, AND HYGIENE
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business
image CIS/FC presents to customers and visitors.
During business hours, employees are expected to present a clean and neat appearance and to dress according to the
requirements of their positions or dress codes of the school at which they have an office location. Employees are expected
to dress in a business-casual manner. Business casual includes
 Slacks, pants or suit pants
 Casual dresses with an acceptable length, generally at or just above the knee.
 Dress shirts and sweaters
 Dress shoes
T-shirts, sneakers, jeans and other casual clothing should be reserved for dress down days.
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Unacceptable clothing includes halter tops, shorts, bathing suits, tank tops, clothing with inappropriate graphics or text and
other items that are sloppy or unkempt.
Consult your supervisor at your school or the Executive Director if you have questions as to what constitutes appropriate
attire.
The dress code for employees is intended to set a standard of professional dress for personnel. When in contact with
students, parents, and the public in an instructional atmosphere, attire should be appropriate and shall reflect the good taste
befitting a professional person. If permission is granted by the school principal for staff to dress up for “School Spirit Days,” or
“Theme Days”, employees may wear themed clothing at the discretion of the Executive Director.
T-shirts, Sweatshirts, Jeans, sweats, work out attire, and shorts may be worn only on dress down days, field trips and Fridays
as approved by the Executive Director. Professional attire is required at all other times.
TOBACCO FREE ENVIRONMENT
According to the Surgeon General, the use of tobacco products has been determined to be a known health hazard and
smoking has been proven to be harmful to nonsmokers as well as smokers.
For reasons of health and safety CIS/FC and the Bleckley County Board of Education prohibits employees to use tobacco
products of any kind during normal working hours while on Board of Education property or at CIS/FC sponsored events in
the community, while traveling to and from school or community sponsored activities with students, and while supervising
school or community based activities located off Board property. This policy will become effective for the 1993-1994 school
year.
Definitions:
1. Employee – all individuals employed by CIS/FC and the Board of Education
2. Tobacco products – tobacco that is smoked, chewed, dipped or sniffed.
3. Board Property – All facilities, grounds, vehicles, and athletic areas
4. Normal working hours – the normal work day as well as any time beyond these hours when employees are engaged in
instruction or supervision of students.
Violations:
1st Offense – The employee will receive an oral warning from the immediate supervisor and a note will be made of the
violation
2nd Offense – The employee will receive a written warning from the immediate supervisor stating date and place of
violations.
3rd Offense – The employee will receive a written reprimand stating the date and place of violation and warned that future
violation will constitute acts of insubordination.
4th Offense – The employee will be suspended without pay for 10 working days and enroll in a tobacco cessation program
prior to reinstatement.
5th Offense – Could result n dismissal proceedings.
Tobacco Use:
The use of tobacco products by spectators is not covered under this policy. Smoking in inside areas is prohibited by state
Fire Marshall. Spectators, non-employees, and visitors will be asked in a tasteful and courteous manner to adhere to
nonsmoking areas.
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TOBACCO FREE ENVIRONMENT (Chaperons at School and CIS/FC Community Sponsored Functions)
According to the Surgeon General, the use of tobacco products has been determined to be a known health hazard and
smoking has been proven to be harmful to nonsmokers as well as smokers.
For reasons of health of the students of Bleckley County Schools and the citizens of Cochran/Bleckley County, CIS/FC and the
Bleckley County Board of Education prohibits chaperons, and the like, to use tobacco products of any kind while serving in
these roles of supervision during school sponsored activities.
Those persons in charge of arrangements of chaperons, and the like, are responsible for selecting those persons who can
adhere to this policy and make those persons aware of this policy.
SMOKING AND USE OF TOBACCO PRODUCTS
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.
Employees of CIS/FC and the board of education shall be prohibited from smoking or using tobacco products on school
property during normal working hours, while in the presence of students during school hours, while supervising students
after school hours or while operating a vehicle used to transport students.
Chaperons or other supervising adults at school functions may not smoke or use tobacco products of any kind while
supervising or chaperoning school sponsored activities or events.
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 disciplinary code.
DRUG-FREE WORK FORCE POLICY
Communities In Schools of Cochran/Bleckley County and Family Connection Community Partnership, Inc. 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 mid, 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, or 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, at his or her own expense, 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 a 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
Executive Director that the employee illegally uses a controlled substance, marijuana or a dangerous drug and is receiving or
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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 or 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 five year period 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.
COMMUNICATION SYSTEMS
Employees are expected to adhere to proper use of CIS/FC’s communication systems. These include but are not limited to
telephones, e-mail, facsimile, Internet, voice mail, computer terminals, modems, networks, and system hardware and
software. The communication systems are owned and operated by the Bleckley County BOE and CIS/FC and are to be used for
CIS/FC business. Employees should have no expectation of privacy in connection with any correspondence, messages, or
information received or sent by means of CIS/FC’s communication systems. To ensure compliance with this policy, computer
and e-mail usage may be monitored.
Employees may not attempt to gain access to another employee’s files and messages. Employees should not use a password,
access a file, or retrieve any stored communication without authorization. CIS/FC, however, reserves the right to access an
employee’s files and messages at any time, without notice to the employee.
All messages sent over CIS/FC’s communication system, regardless of content or the intent of the sender or recipient, are
considered to be company correspondence and are subject to the same internal and external regulation, security, and
scrutiny as any other company correspondence. This includes e-mail communications, which must conform to the same
customary business communications practices as other forms of company correspondence. E-mail communications, like other
company correspondence, may be subject to summons in legal proceedings.
CIS/FC’s communication systems may not be used as a forum to promote commercial ventures, religious or political causes, or
any illegal activity. Prohibited uses include solicitation of others for commercial ventures; display or transmission of offensive
or improper messages or opinions; sexually explicit messages, images, cartoons, off-color jokes, or similar items; ethnic slurs,
racial comments, or anything else that may be construed as harassment or disparagement of others; or messages or uses that
otherwise violate any CIS/FC policy.
Any violation of these guidelines may result in disciplinary action, up to and including termination.
REPRODUCING SOFTWARE
CIS/FC and Bleckley County BOE purchases and licenses the use of various computer software programs for business purposes
and does not own the copyright to this software or its related documentation. Unless authorized by the software developer,
CIS/FC does not have the right to reproduce such software for use on more than one computer. CIS/FC prohibits the illegal
duplication of software and its related documentation.
Employees should notify their immediate supervisor or the Executive Director upon learning of violations of this policy.
Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.
PERSONAL PHONE CALLS
Employees are requested to keep personal calls to an absolute minimum during business hours. This restriction applies
regardless of whether the employee is using CIS/FC telephone equipment or the employee’s own personal cell phone.
Employees are expected to inform their friends and family members of this policy.
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Employees contacted by creditors or collection agencies should immediately inform the caller of this policy and end the call.
They should then follow up with the agency in writing advising them not to call them at work. Creditors failing to honor such
a request can be reported to the Federal Trade Commission at www.ftc.gov.
No long-distance or toll calls such as directory assistance should be made from CIS/FC telephones except those relating to
CIS/FC business. If it is absolutely necessary to make a personal long-distance or toll call from a CIS/FC telephone, you must
charge it to your personal calling card or home telephone number. If that is not an option, you must report the date of the
call and the number called to the Executive Director so that you can reimburse CIS/FC for any charges resulting from the call.
When handling business calls on behalf of CIS/FC, employees should always use the approved greeting and speak in a
courteous and professional manner. Please confirm information received from the caller and hang up only after the caller has
done so.
Employees will be subject to discipline for violations of this policy.
MAIL SYSTEM
The use of CIS/FC paid postage or supplies for personal correspondence is not permitted.
Any mail addressed to employees at the CIS/FC address is considered CIS/FC business correspondence unless the envelope
states that the mail is personal and confidential for the addressee.
SOLICITATION, DISTRIBUTION, AND POSTING OF LITERATURE
CIS/FC prohibits the solicitation, distribution and posting of materials on its premises by any employee or non-employee,
except as permitted by this policy. The following guidelines will apply:
 Employees will not engage in any solicitation of other employees for any purpose whatsoever during working hours or
in work areas. This provision is not meant to prohibit occasional charitable or non-profit solicitations benefiting the
public interest. Examples include, but are not limited to, annual fund drives for Girl Scouts or Boy Scouts, indigents, or
community based non-profit programs. CIS/FC reserves the right to determine whether a solicitation is acceptable
including both the type of solicitations and frequency thereof.
 Employees may not distribute literature of any kind during work times, or in any work area at any time, except in
connection with a CIS/FC -sponsored event.
 Non-employees may not solicit employees or distribute literature of any kind on CIS/FC premises at any time.
 Employees may only admit non-employees to work areas with management approval or as part of a CIS/FC -sponsored
program and only when the visits will not disrupt workflow. A CIS/FC employee must accompany the visitor at all
times.
Posting of information or materials on CIS/FC’s bulletin boards or posting of electronic announcements will be permitted only
with the approval of the Executive Director.
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USE OF EQUIPMENT
Equipment essential in accomplishing job duties is sometimes expensive and may be difficult to replace. When using CIS/FC
equipment. Employees are expected to exercise care, perform required maintenance, and follow all operating instructions,
safety standards, and guidelines.
Please notify the supervisor if equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair.
Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury
to employees or others. The supervisor can answer any questions about an employee's responsibility for maintenance and
care of equipment or vehicles used on the job.
The improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in disciplinary action, up to
and including termination of employment.
STAFF RELATIONSHIPS WITH STUDENTS
All employees who come in contact with students must follow the policy of the schools system in regards to relationships with
students. Employees are mandated reporters and shall complete this required training through the Bleckley County School
System. Employees must report instances of abuse or suspected abuse, harassment or suspected harassment, or any other
violations of children s rights in accordance with the school system policy. Additionally, it is the employee’s responsibility to
make the Executive Director aware of any instance of child abuse.
CHAPTER FIVE – EMPLOYEE RECORDS, COMPENSATION, AND BENEFITS
COMPENSATION AND BENEFITS
CIS/FC obtains services of individuals who are employed by Bleckley County BOE. These individuals are to provide certain
services and support to CIS/FC. These individuals are compensated by Bleckley County BOE. These employees may also be
eligible for benefits offered by Bleckley County BOE as included in the Bleckley County BOE policy manual. These individuals
should contact the Human Resources department of Bleckley County BOE regarding compensation, benefits, unemployment
and employment records.
Human Resources and Employee Relations : 478-934-2821
EMPLOYEE DATA AND INFORMATION
It is the responsibility of each employee to promptly notify CIS/FC and Bleckley County BOE Human Resources Department of
any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents,
individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should be
accurate and current at all times. If any personnel data has changed, notify the Executive Director. Personal information
collected by CIS/FC will not be disclosed without the explicit and written approval by an employee.
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ACCESS TO PERSONNEL FILES
All employees, former employees, and representatives of employees may view certain contents of their personnel
file with advance notice to the Executive Director. Any person who wishes to review the allowable contents of their
personnel file should set a time to meet with the Executive Director. Former employees, or people unknown to the
Executive Director, must present identification and/or proof of permission to access the personnel file.
Personnel files must be reviewed in the presence of the Executive Director or a person authorized by the Executive
Director. No part of the personnel file may be removed from the office by the employee.
Photocopies of the file, or portions of the file, may be requested. Within reason, the Executive Director will provide
photocopies. For extensive copying, you will need to pay for the photocopies.
If you are unhappy with a document in his or her personnel file, they may write an explanation or clarification and attach
it to the disputed document.
The employee may also ask to have a document removed from the personnel file. If the Executive Director agrees, the
document may be removed. If the Executive Director disagrees, the matter may be appealed in the manner prescribed in
the CIS/FC problem solving procedure.
PAY DAY
All CIS/FC employees are paid according to the Bleckley County Board oF Education schedule. Paychecks (or Pay advices) for
exempt personnel are issued on the last working day of each month. On receipt of your paycheck (or pay advice), please
review the information to make sure the proper deductions have been made. If an error is found notify Human Resources
immediately.
PAYROLL DEDUCTION
Statutory Deductions: State and federal laws require CIS/FC to make certain deductions from every employee's
compensation. Among these are applicable federal and state income taxes, and Medicare. CIS/FC considers the acceptance
and settlement of just and honest debts to be a mark of personal responsibility. Failure to meet personal financial obligation
causes discredit to CIS/FC. CIS/FC is required by law to accept and process garnishments served by officials of a court of law.
Other mandated payments such as child support, tax levies, educational loans, etc., may be deducted from an employee’s
salary upon receipt of official notice from the appropriate agency.
Voluntary Deductions: Deductions can be authorized by an employee to cover the cost of participation in certain benefit
plans. Employees may authorize CIS/FC to make other deductions, such as donation to the employee annual fund,
repayment of a negative balance in sick leave or vacation, or other situations.
Employees who have questions about why deductions were made or how the deductions were calculated should consult
the Human Resources department.
PAYROLL DEDUCTION
Executive Director bills various grants and departments for your time. Therefore all employees are required to maintain an
accurate record of time worked. Time worked includes time spent performing assigned duties.
Employees (non-exempt employees) subject to the provisions of the Fair Labor Standards Act are required to keep a time
record of the hours worked. Time sheets are submitted every two weeks. Employees should print and sign the time sheet,
certifying to its accuracy; attach any leave forms; and submit the time sheet to their supervisor. Time records have to be
maintained on a daily basis. If the time sheets are not received by the stated deadline, it is not possible to verify hours worked
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for that period. In this case, the payroll check may be delayed until the following pay period. Payroll records are subject to
audit and will reflect actual time worked and leave taken. Any intentional falsification of time records may be grounds for
termination of employment.
Timesheets should be completed electronically utilizing the form that may be obtained through the ADP Website –
information available through Bleckley County BOE Human Resources Department.
Supervisors are responsible for reviewing their employees’ completed time sheets, signing them, and filing them. The
Executive Director will approve all ADP timecards.
Altering, falsifying, or tampering with time records may result in disciplinary action, up to and including termination of
employment.
OVERTIME
It is expected that most work will be done within a normal 40-hour workweek. However, overtime work may be authorized for
employees who are not exempt from the provisions of the Fair Labor Standards Act when the work is deemed necessary by
the immediate supervisor. An employee may not work more than 40 hours a week unless specific prior authorization is given.
Payment for overtime will be made in accordance with the Fair Labor Standards Act. Exempt employees are not eligible for
overtime compensation. When operating requirements or other needs cannot be met during regular working hours,
employees may be required to work overtime. Overtime assignments will be distributed as equitably as practical to all
employees qualified to perform the required work. Whenever possible, employees volunteering for overtime will be used for
overtime assignments.
Overtime work by non-exempt employees must always be approved in writing by
the supervisor before it is performed.
Non-exempt employees are entitled to overtime pay at the rate of one and one-half times their regular hourly rate for all
time worked in excess of forty (40) hours in any one work week.
Overtime pay is based on actual hours worked. Time off for sick leave, vacation, or any other leave of absence will not be
considered hours worked for purposes of determining entitlement to overtime pay.
PAYROLL ERRORS
CIS/FC and Bleckley County BOE takes all reasonable steps to ensure that employees receive the correct amount of pay in
each paycheck and that employees are paid promptly on the scheduled payday.
It is imperative that employees check their pay slips each pay period to ensure that all deductions are made properly. In the
unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the
attention of the Human Resources department so that corrections may be made as quickly as possible.
LEAVE AND ABSENCES
This policy shall apply to all employees of Communities In Schools of Cochran/Bleckley County and Family Connection
Community Partnership, Inc.
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 or month of employment. Employees may accumulate unused sick leave
from one fiscal year to the next up to a maximum of forty-five (45) days. 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
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through the end of the fiscal year. If an employee fails for any reason to complete a fiscal year, sick leave used but not earned
will be deducted from the employee’s 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 employee’s immediate family.
For any absence in which sick leave is used, the superintendent shall have the right to require a physician’s 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 physician’s certificate stating that the employee is
needed to care for the sick family member.
For the purposes 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.
PERSONAL AND PROFESSIONAL LEAVE
Three days of any accumulated sick leave may be utilized during each school year for personal or professional 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 three (3) working days prior to leave.
Employees are not required to disclose the purpose for which such absence is sought but may be required to state whether
the absence is for “personal” or “professional” reasons.
OBSERVANCE OF RELIGIOUS HOLIDAYS
Employees may use personal and professional 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 and
professional 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.
JURY AND WITNESS LEAVE
Each person employed by CIS/FC shall be allowed leave with pay for the purpose of serving as a juror in any court or when
subpoenaed to testify in a case arising out of the individual’s duties as a school system employee. Jury and/or witness leave
should 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 for reasons arising out of their employment with the school system may
not keep their jury duty and/or witness pay. Jury duty and/or witness pay must be endorsed over to the school district.
MATERNITY LEAVE
A leave of absence shall be granted for employees for the purpose of childbearing in accordance with the following
regulations:
1. Any employee who is pregnant shall be entitled to a leave of absence to begin at a time to be determined by the employee,
the physician, and the Executive Director between the commencement of pregnancy and the anticipated delivery date. The
employee shall notify the superintendent in writing of her desire to take such leave and, except in case of emergency, shall
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give such notice at least 60 calendar days prior to the date on which her leave is to begin. This notice shall include a doctor’s
statement of anticipated date of physical disability. The employee may continue in active employment as late into her
pregnancy as she desires provided she is able to perform properly the required job functions of her job. Final determination of
ability to perform properly the required job functions shall be made by the board of education. An employee wishing to work
to the date of physical disability shall be entitled to the use of all accumulated sick leave.
CONSTRUCTION WITH THE FAMILY AND MEDICAL LEAVE ACT
To extent that any provision in this policy conflicts with or is superseded by the Family and Medical Leave Act (“FMLA”), the
regulations promulgated thereunder, or other federal law, the provision of the FMLA, its regulations or other law, as the case
may be, control.
FAMILY AND MEDICAL LEAVE
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 CIS/FC who have been employed by for at least 12 months and who have worked at least 1250 hours for CIS/FC
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 operations 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
Regulations 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 purposed of FMLA caregiver leave.
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“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 Services receiving medical care as outpatients.
“Parent” means a biological parent, 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 parent, adoptive, step or foster mother or father or one who acted in
place of a parent of the covered servicemember. The term “parent” does not include parent “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 self-care on a daily basis 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, a
stepchild, a 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 with the 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 employee that prevents the employee from performing his/her job functions.
(5) A qualifying emergency 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 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 CIS/FC 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
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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 CIS/FC and both are eligible for FMLA leave, they are authorized to take only a combined total of 26
weeks leave during the “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 the date, regardless of the method used to determine the leave entitlement
period for other FMLA reasons.
Employees seeing to take FMLA leave to 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 seeing 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 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. CIS/FC will require a certification, in the form designated by CIS/FC, 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
Executive Director. If such advance notice is not possible, the employee must give notice to the Executive Director 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 CIS/FC.
F.
BENEFITS AND RETURN TO WORK
Employees will be eligible to maintain health care benefits, provided by our fiscal agent, Bleckley County BOE. CIS/FC, while
on FMLA leave. CIS/FC 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 of FMLA leave, with equivalent pay, benefits and other terms and conditions of employment. Upon proper notice,
however, the board may deny reinstatement under this policy to an employee whose salary is in the highest 10% of the
employees employed if such denial is necessary to prevent substantial and grievous injury to CIS/FC’s operation, as
determined by the board.
G.
REQUIRED CERTIFICATION AND REPORTING
CIS/FC 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 issued 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) of the purpose of the leave is to care for the “family member”, a statement that the employee is needed to
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care for the family member and the estimate 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.
CIS/FC, at its own expense, may obtain the opinion of a second health care provider of CIS/FC’s choice, if the board should
choose to do so. If a conflict exists between the opinion in the certification and the second opinion, CIS/FC, at its own
expense, obtains 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 CIS/FC and the employee.
Upon an employee’s return to work after leave for employee’s own serious health condition, CIS/FC may require the
employee to obtain certification from his/her health care provider that the employee is able to resume work.
CIS/FC 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 order or other documentation issued by the military.
A certification form requesting information to support a request for exigency leave will be provided by CIS/FC upon request.
CIS/FC 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.
H.
SPECIAL PROVISIONS
When an instructional employee seeks intermittent leave or leave on a reduced schedule in connection with a family or
personal illness 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 CIS/FC that is equivalent in pay, for which the employee
is qualified, and which better accommodates the intermittent situation.
If an instructional employee begins to leave more than five weeks before the end of a semester, CIS/FC 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 semester.
If an instructional employee begins leave for a purpose other than the employees 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, CIS/FC may require the
employee to continue taking leave until the end of the semester.
CHAPTER SIX – SAFETY AND SECURITY
WORKPLACE SAFETY
CIS/FC is committed to providing a safe and healthful work environment for employees, students, and visitors. Each
employee is expected to obey safety rules and to exercise caution in all work activities. Efficiency in production should not
be given priority over accident prevention. The two go together; neither should be neglected at the expense of the other.
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CIS/FC has adopted procedures aimed at maintaining a safe and healthy work place. Employee responsibilities include:
 Obeying safety rules posted at the work-site or otherwise distributed to employees.
 Following safe job procedures and not taking short cuts.
 Keeping work areas clean and free from slipping or tripping hazards.
 Using prescribed personal protective equipment.
 Immediately reporting all malfunctions to a supervisor.
 Using care when lifting and carrying objects.
 Observing restricted areas and all warning signs.
 Knowing emergency procedures.
 Reporting unsafe conditions to supervisors.
 Promptly reporting every accident and injury to a supervisor.
 Following the care prescribed by the attending physician when treated for a work-related injury or illness.
 Attending all employee safety meetings.
 Participating in accident investigations, serving on safety committees or other loss-control activities as needed.
Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report, or where appropriate,
remedy such situations, may be subject to disciplinary action, up to and including termination of employment.
CIS/FC periodically provides information to employees about workplace safety and health issues through internal
communication channels such as staff meetings, bulletin boards, e-mails, intranet, or other written communications.
Some of the best safety-improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved
safety in the workplace are encouraged to raise them with their supervisor or with another supervisor, or bring them to the
attention of the Executive Director. All reports can be made without fear of reprisal.
EMERGENCY CLOSINGS
When emergencies such as severe weather, fires, or power failures, occur, the Executive Director will call or send an email
to all employees. All employees are required to check their emails for a message advising of the office closure and the
anticipated reopening. If the office is officially closed, the time off from scheduled work will be paid for full-time
employees. Employees may be asked to work on days when operations are officially closed. In these circumstances,
employees who work will receive regular pay.
When the office is not officially closed, employees who fail to report for work will not be paid for the time off.
Office Staff: CIS/FC in partnership with Bleckley County BOE will determine and announce to the public when emergency
closings are deemed necessary. Such decisions relating to hazardous weather conditions or other emergencies, which
present threats to the safety of students, staff members, or school property shall be at the discretion of the school. CIS/FC
office staff will follow Bleckley County BOE guidelines regarding reporting for duty.
Site Coordinators: CIS/FC in partnership with the Bleckley County School System will determine and announce to the public
when emergency closings are deemed necessary. Such decisions relating to hazardous weather conditions or other
emergencies, which present threats to the safety of students, staff members, or school property shall be at the discretion of
the Executive Director and the Superintendent. CIS/FC staff will follow Bleckley County School System guidelines regarding
reporting for duty.
The Executive Director is the only person that has the power to close the office or allow staff members to work from home
during emergencies. If you have a situation where it would be dangerous for you to come to work, please contact the
Executive Director.
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WORK RELATED ACCIDENTS
Employees must report all work-related accidents that result in injury, regardless of how insignificant the injury may appear.
Employees should immediately notify the Executive Director or the appropriate supervisor and complete a detailed report
for Bleckley County BOE. This report, which is required by law, enables CIS/FC to help the employee obtain appropriate
medical treatment. It also ensures that CIS/FC will be able to submit required reports on time, thereby preventing a delay in
the employee’s receipt of workers' compensation benefits. Questions regarding workers' compensation should be directed
to the Executive Director.
If an employee is involved in an automobile accident while driving a CIS/FC vehicle or while on CIS/FC business, the
employee should follow these procedures:
 Call for medical aid if necessary.
 Call the police.
 Record the names and addresses of drivers, witnesses and occupants of the other vehicles and any medical personnel
who may arrive at the scene.
 Obtain pertinent information such as:
o License number of other drivers.
o Insurance company names and policy numbers of other vehicles.
o Make, model and year of other vehicles.
o Date and time of accident.
o Overall road and weather conditions.
 Do not discuss the accident with anyone at the scene except the police. Do not admit responsibility for the accident.
Do not argue with anyone.
 Provide the other party with your name, address, driver’s license number and your insurance information.
 Immediately report the accident to the Executive Director. Provide a copy of the accident report and/or your written
description of the accident to the Executive Director.
WORKERS’ COMPENSATION
CIS/FC on partnership with Bleckley County BOE provides workers' compensation coverage in accordance with state law.
Workers’ compensation pays for medical expenses and partial salary continuation in the event of a work-related accident or
illness. The amount of benefits payable and the duration of the benefits depend upon the nature of the employee’s injury or
illness.
Employees who sustain work-related injuries or illnesses, no matter how minor, must inform their supervisor
immediately. This report, which is required by law, enables CIS/FC to help the employee obtain appropriate medical
treatment as quickly as possible. It also ensures that CIS/FC will be able to submit required reports on time, thereby
preventing a delay in the employee’s receipt of workers' compensation benefits.
CELL PHONES AND DRIVING
Employees are expected to refrain from using their cell phone or texting for business purposes while driving. Safety must
come before all other concerns. Employees are strongly encouraged to pull off to the side of the road and safely stop the
vehicle before placing or accepting a business call on a cell phone. If acceptance of a call is unavoidable and pulling over is
not an option, employees are expected to keep the call short and use hands-free options if available. Texting while driving is
prohibited.
If an employee’s job responsibilities include regular driving and accepting of business calls, hands-free equipment will be
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provided to facilitate compliance with this policy.
Employees using their own cell phones for business calls are also expected to abide by the above provisions. Under no
circumstances are employees to place themselves at risk to fulfill business needs.
Employees who are charged with traffic violations resulting from the use of a cell phone while driving will be solely
responsible for all liabilities that result from such actions.
Employees violating this policy will be subject to discipline, up to and including termination of employment.
As with any policy, management staff is expected to serve as role models for proper compliance with the provisions above
and are encouraged to regularly remind employees of their responsibilities in complying with this policy.
WEAPONS
CIS/FC expressly prohibits the possession of any type of weapon, firearm, explosive, ammunition, or other dangerous or
hazardous device or substance on its property. CIS/FC’s property includes, but is not limited to, all CIS/FC facilities, buildings,
parking lots, vehicles, and equipment, whether owned, leased or provided in-kind to CIS/FC. Any employee who violates this
policy will be subject to prompt disciplinary action up to and including termination of employment.
SEARCHES AND INSPECTIONS
It is the policy of CIS/FC to maintain a drug-free and alcohol-free workplace. For purposes of this policy, the term “drug”
includes alcoholic beverages, prescription drugs, controlled substances as defined in schedules I through V of the Controlled
Substances Act, 21 U.S.C. Sec. 812, 21 C.F.R. Sec 1308, illegal drugs as defined by the state and local law of the jurisdiction
where the workplace is located, and illegal inhalants. Prohibited substances include, but are not limited to, marijuana,
opiates (e.g., heroin, morphine), cocaine, phencyclidine (PCP), and amphetamines.
Maintaining a drug- and alcohol-free workplace is an essential part of our commitment to providing a safe and productive
work environment for all of our employees. Drug and alcohol abuse lowers productivity, increases absenteeism, jeopardizes
worker safety, drives up insurance costs, and causes work-related accidents. As a condition of employment, all CIS/FC
employees must comply with this policy.
In order to maintain a safe, productive, and drug- and alcohol-free work environment, CIS/FC will enforce the following
rules:
 No employee shall use, possess, manufacture, distribute, trade, sell, offer to sell, buy, offer to buy, or be under the
influence of an illegal drug while on or off the job.
 No employee shall use or be under the influence of alcohol or illegal drugs when reporting to work or while on duty.
Employees believed to be in violation of this rule may be required to submit to alcohol and/or drug testing.
 No employee shall possess or consume alcoholic beverages on CIS/FC’s premises, except during a CIS/FC -sponsored
activity that includes the approved serving of alcohol.
 No employee shall use prescription drugs illegally. However, nothing in this policy prohibits the appropriate use of
prescription or non-prescription medications that do not impair an employee’s ability to perform the essential
functions of the job in a safe and effective manner and that do not endanger other individuals in the workplace.
Violations of this policy will result in disciplinary action up to and including termination of employment. Such violations may
also have legal consequences.
Information about drug and alcohol abuse programs, mental health providers, and other resources that can assist
employees with personal or behavioral problems will be made available upon request. Educational programs on substance
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abuse and its effects in the workplace also will be provided to employees. Employees with questions or concerns about
substance dependency or abuse are encouraged to discuss these matters with their supervisor or the Executive Director to
receive assistance or referrals to appropriate resources in the community.
Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject of, disciplinary action
may request a leave of absence to participate in a rehabilitation or treatment program. In some instances, insurance
coverage may be available through CIS/FC’s group health insurance plan. Leave may be granted if the employee agrees to
abstain from use of the problem substance; abides by all CIS/FC policies, rules, and prohibitions relating to conduct in the
workplace; and if granting the leave will not cause CIS/FC any undue hardship.
Any employee who has been convicted under any criminal drug statute for a violation occurring in the workplace must report
that conviction to CIS/FC no later than five days after the conviction.
DRUG TESTING
Employees may be required to submit to drug and/or alcohol testing based on reasonable suspicion of drug or alcohol use.
Reasonable suspicion may be based on many different circumstances, such as:
 Observed drug use.
 Signs of impairment, such as slurred speech, incoherent mental state, loss of balance, nausea, dilated pupils, red
eyes, abnormal or erratic behavior, or other symptoms.
 Unexplained changes in personal behavior.
 Unexplained deterioration in work performance.
 Report of drug use from a reliable source.
 Tampering with a drug test or specimen.
 Causing or contributing to a work-related accident.
 Buying, selling, or being in possession of illegal drugs while at work.
The circumstances giving rise to the reasonable suspicion will be put in writing and a copy will be provided to the employee
upon request.
An employee who refuses to submit to a drug test, receives a confirmed positive test result, or tampers with his or her test
specimen will be terminated or subject to other disciplinary action. Follow-up drug testing may be required, depending on
the circumstances.
This policy is not intended to replace or otherwise alter CIS/FC’s obligations to comply with the requirements of the U.S.
Department of Transportation or any other federal, state or local agency that regulates drug testing generally or in connection
with specific job duties.
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COMMUNICABLE DISEASES
No student shall be denied access to, nor shall an otherwise qualified individual be denied employment in the
educational programs of Bleckley County Board of Education solely because he or she is infected with a communicable
disease. A student or employee who is infected with a communicable disease will remain in his or her educational or
employment setting unless he or she presents a significant risk of contagion as determined by the board of education after
consultation with the student's or employee's physician, public health official knowledgeable about the disease and/or the
Board of Education's physician if in the judgment of the superintendent it is necessary to consult a private physician.
The Bleckley County Board of Education provides educational opportunities for its employees to become informed
concerning transmission of HIV infection, procedures to reduce the risk of transmitting HIV infection as well as other
communicable diseases, including precautions to be taken in handling bodily fluids and blood whenever necessary.
Whether or not an infected individual presents a significant risk of contagion shall be determined based upon
reasonable medical judgment given the state of medical knowledge about:
1.
The nature of the risk, i.e. how the disease is transmitted;
2.
The duration of the risk, i.e. how long the carrier is infectious;
3.
The severity of the risk, i.e. the degree of potential harm to third parties; and
4.
The probability that the disease will be transmitted and will cause varying degrees of harm.
Once the student's or employee's medical condition has been determined, the superintendent shall consult
with the student's or employee's physician, a public health official knowledgeable about the disease and/or a physician
employed by the Board of Education at the option of the board in order to determine whether reasonable accommodations
will allow the student to perform in the classroom or other educational setting or the employee to meet the essential
functions of his or her job. If an accommodation which does not impose undue financial hardship or administrative burdens
can be made, then neither student nor employee shall be denied the right to participate in Board of Education programs or
to be employed by the Board of Education.
In order that the Board of Education may have time to obtain a reasonable medical judgment concerning the
student or employee who is infected by a contagious disease, the superintendent is authorized to remove the infected
student or employee from Board of Education programs or employment for a period not to exceed ten days during which
time the Board of Education shall make a decision as to whether the student or employee can be accommodated and does
not pose a significant risk to others. The student or employee shall be excluded only if the board determines after
consultation as provided above that the communicable disease is of such nature or at a stage that the individual should not
be in an educational setting.
Neither the Board of Education nor its employees shall disclose medical information about a student or employee
with HIV infection or other communicable disease without the consent of the employee or the student or his or her parent
or guardian, whichever is applicable, or only as required by law or court order.
The Board of Education authorizes the Superintendent to issue any directives necessary in his or her discretion to
address infestations of head lice.
Definitions:
(a)
Communicable disease is a disease that can be directly or indirectly transmitted from one person to another.
(b)
HIV infection is an infection in which the human immunodeficiency virus is present.
Handling blood and body fluids shall be in a manner consistent with the Center for Disease Control=s Universal Precautions
for Handling Blood and Body Fluids.
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CHAPTER SEVEN – ENDING EMPLOYMENT
TERMINATING EMPLOYMENT
Termination of employment is an inevitable part of personnel activity within any organization, and may occur for many
reasons. It may be voluntary, as when an employee resigns or retires, or it may be involuntary, as when an employee is
terminated due to unsatisfactory job performance, employee misconduct, violation of company policy, or reduction-inforce. Employment also may be terminated by mutual agreement between the employee and CIS/FC.
Employees resigning or retiring from employment are encouraged to provide CIS/FC with at least two weeks’ notice.
Likewise, CIS/FC will attempt to provide at least two weeks’ notice when terminating employment on an involuntary basis,
unless unsatisfactory performance, employee misconduct, violation of company policy, or other circumstances warrant an
immediate discharge. Employees providing less than two weeks’ notice may be deemed ineligible for rehire, depending
upon the circumstances.
All employee separations, regardless of the circumstances surrounding the departure, will be announced to all staff. Those
with a need to know (i.e., Payroll, IT, and security) will be advised of the departure as necessary.
Once an employee’s separation from CIS/FC has been confirmed, CIS/FC will no longer pay for the employee’s attendance at
any workshops, training programs, or other programs. Employees who wish to attend such programs must pay their own
expenses and use accrued vacation time.
After separating from CIS/FC, a former employee is not eligible to rent a vehicle using CIS/FC corporate identification.
CIS/FC will notify the rental companies that the former employee is not entitled to use CIS/FC identification. In addition,
CIS/FC will pursue legal action against former employees making improper use of CIS/FC corporate identification.
Employees who separate from employment with outstanding debts for equipment loss or unauthorized charges will be
considered to have left employment on unsatisfactory terms and may be ineligible for rehire. They also may be subject to
legal action for recovery of the loss.
Employees who separate from CIS/FC in good standing and whose performance evaluations have been consistently above
average may apply for reemployment and, if re-employed within twelve months of their previous employment, all benefits
tied to seniority will be reinstated in full. Former employees re-employed after twelve months will be treated as new
employees for purposes of seniority-related benefits.
Former employees are not entitled to preferential treatment when seeking reemployment. They will be considered for
open positions along with all other candidates.
EMPLOYEE RESIGNATIONS
All resignations must be made or confirmed in writing. The employee’s resignation letter should include the reason for
leaving and the effective date. Employees who resign orally should follow up with a written resignation within 24 hours.
CIS/FC will confirm all resignations in writing. Employees will not be allowed to rescind their resignation once it has been
confirmed by CIS/FC.
Upon receiving notice of an employee’s resignation, CIS/FC may decide to pay the employee through the notice period and
accelerate the final date of employment.
Employees who wish to discuss concerns about their continued employment before deciding whether to resign are
encouraged to do so. Unless a shorter period is acceptable to the supervisor, a regular employee should give not less than
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two weeks notice if he/she wishes to resign in good standing with eligibility for re-employment. Your supervisor will advise
you of the proper procedure for submitting your resignation.
Employees who fail to report to work for three consecutive days without properly notifying their supervisor or manager will
be viewed as having voluntarily resigned their employment as of the third day.
PROCEDURES UPON SEPARATION
In order to facilitate a smooth departure, employees are asked to follow these procedures when separating from CIS/FC:
 Return all CIS/FC property, including keys, computers, software, disks, credit cards, records, files, documents, tools,
uniforms, cellular phones, pagers, and other equipment and materials. Employees who fail to do so will be deemed
ineligible for rehire, and the cost of any unreturned item(s) may be withheld from the employee’s final paycheck. In
addition, CIS/FC may initiate legal proceedings against the employee.
 Repay any amounts owed to CIS/FC. Any amounts owed but unpaid will be deducted from your final paycheck.
 Attend the exit interview scheduled for you. The exit interview provides an opportunity to discuss any concerns you
may have related to your employment and to get answers to any questions relating to your separation.
 Provide CIS/FC with a forwarding address to ensure that you receive your W-2, COBRA notice, and any other
information about benefits or taxes. Your final paycheck will be mailed to this address unless you have opted for
direct deposit.
EXIT MEETING
The Executive Director will generally schedule an exit interview at the time of employment termination. The exit interview
affords an opportunity to discuss such issues as employee benefits, group insurance conversion privileges, repayment of
outstanding debts to CIS/FC, and return of CIS/FC property. Suggestions, complaints, and questions can also be voiced.
EMPLOYEE BENEFITS AT TERMINATION
Employees will be paid for any unused accrued vacation remaining at the time of their separation. No payment will be
made for unused personal leave or sick leave.
Employees who have a negative balance in their vacation, sick leave or any other leave category at the time of their
separation will have the leave deducted from their final paycheck.
If an employee’s Flexible Spending Account has insufficient funds to cover the total amount reimbursed when the employee
leaves CIS/FC, the balance due will be deducted from the employee’s final paycheck.
Departing employees will be notified in writing of the right under COBRA to continue group health insurance coverage at
the employee's expense.
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EQUAL EDUCATION OPPORTUNITIES
The School District does not discriminate on the basis of race, color or national origin, sex or disability in any student
program. It is the policy of the Board of Education to comply fully with the requirements of Title VI, Title IX, Section 504 of
the Rehabilitation Act of 1973, the Americans with Disabilities Act and all accompanying regulations.
Any student, parent or other person who believes he or she or any student has been discriminated against or harassed in
violation of this policy must make a complaint in accordance with the procedures outlined below.
COMPLAINTS PROCEDURE
Complaints made to the School District regarding alleged discrimination or harassment on the basis of race, color or national
origin in violation of Title VI, on the basis of sex in violation of Title IX or on the basis of disability in violation of Section 504
of the Rehabilitation Act of 1973 or the Americans With Disabilities Act will be processed in accordance with the following
procedure:
1. Any student, employee, parent or other person with a complaint or report alleging a violation as described above
shall promptly notify, in writing or orally, either the principal for his/her school or the appropriate coordinator
designated from time to time by the Board of Education [or by the principal]. If the complaint is oral, either the
coordinator or school principal to whom the complaint is made shall promptly prepare a memorandum or written
statement of the complaint as made to him or her by the complainant and shall have the complainant read and sign
the memorandum or statement if it accurately reflects the complaint made. If the complaint is made to a school
principal, he or she shall be responsible for notifying the appropriate coordinator of the complaint.
2. If the alleged offending individual is the coordinator or the principal, the complaint shall either be made by the
complainant to the Superintendent or, if the complaint is initially made to the school principal, reported by the
principal to the Superintendent. If the alleged offending individual is the Superintendent, the complaint shall be
made to the designated coordinator, who shall, without further investigation, report the complaint to the Board
chairperson.
3. The coordinator or his or her designee shall have fifteen work days to gather all information relevant to the
complaint made, review the information, determine the facts relating to the complaint, review the action requested
by the complainant, and attempt to resolve the complaint with the complainant and any other persons involved.
The coordinator or designee shall prepare a written response to the complaint detailing any action to be taken in
response to the complaint and the time frame in which such action will be taken and copies of this response shall be
furnished to the complainant, the appropriate coordinator and the principal or his or her designee.
4. If the complaint is not resolved at the conclusion of this fifteen-day period or if the complainant is not satisfied with
the resolution of the complaint, the complainant shall have the right, within five work days of receiving a copy of
the written response, to have the complaint referred to the Superintendent of Schools. If the alleged offending
individual is the Superintendent, the complainant may have the complaint referred to the Board of Education,
rather than the Superintendent.
5. The Superintendent shall have fifteen work days to review the complaint and the response of the coordinator or
designee and attempt to resolve the complaint. The Superintendent shall furnish to the complainant a written
response setting forth either his or her approval of the action recommended by the coordinator or designee or the
action to be taken by the School District in response to the complaint in lieu of that recommended by the
coordinator or designee and the time frame in which such action shall be taken.
6. This policy is not intended to deprive any student or parent of any right they may have to file a complaint under any
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other applicable policy of the local board or to contact the Office of Civil Rights or other appropriate state or federal
agency with regard to any allegations that the School District has violated the statutes described above.
7. The School District shall be responsible for distributing and disseminating information relevant to this policy and
procedure to students, parents and employees through appropriate procedures.
8. No reprisal shall occur as a result of reporting unlawful discrimination or harassment under this policy, and any
attempt to retaliate against a complainant shall be disciplined as is appropriate.
9. The confidentiality of any individual making a complaint or report in accordance with this policy, to the extent it is
reasonably possible and complies with the law, shall be protected, although the discovery of the truth and the
elimination of unlawful harassment shall be the overriding consideration.
COMMUNITY INVOLVEMENT IN POLICY DRAFTING
The Board of Education seeks to promote a positive environment for Bleckley County Schools in which there is an awareness
of, involvement in, and support for the system and its educational mission. Recognizing that open channels of
communication are essential in fulfilling its role as a legislative body, the Board invites parents, students, staff and others, to
offer suggestions on policies by submitting in writing the suggested additions, changes or deletions to the policies to the
Office of the Superintendent for consideration and possible recommendation to the Board.
Parental Involvement
In some instances, Georgia law requires certain policies be developed and/or updated with parental input. Parental
involvement in policy-making may be accomplished by a variety of means, including, but not limited to:
-Appointing a parent committee for the system or for each school, or both.
-Using existing parent organizations to provide required input.
-Utilizing a questionnaire, e-mail query, or other form of mass communication method to solicit input or ideas from
parents.
-Scheduling community meetings for parents to come and provide input.
The Superintendent shall determine which method of parental input to pursue when developing said policies.
Legal Reference: 20-2-735; 20-2-736; 20-2-145
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Employee Policy & Procedure Manual
Acknowledgement of Receipt
I acknowledge that I have received the most recent edition of the Employee Policy & Procedure Manual for
Communities In Schools of Cochran/Bleckley County & Family Connection Community Partnership, Inc. (CIS/FC). I
understand that it is my responsibility to read the manual and to comply with the policies and procedures contained in
it. If I have any questions about the information contained in the manual, I should consult my supervisor, who will
either answer my questions or direct me to someone who can.
I understand that the contents of the manual do not form a written contract of employment. I further understand
that the information, policies, and benefits described in the manual are subject to change and may be modified,
amended, or terminated at any time at CIS/FC’s discretion. It is my responsibility to update my manual when revisions
are made and to read and acknowledge receipt of revisions in writing when requested to do so.
I understand that my employment is “at will,” meaning that I am not entitled to employment for any specific length of
time and that either I or CIS/FC may terminate my employment at any time, with or without cause.
I understand that if I sustain a work-related injuries or illnesses, no matter how minor, I must inform to my supervisor
or Executive Director immediately.
I understand and agree that, if I have a negative balance in sick, vacation, or personal days at the time of my
separation from employment at CIS/FC, the negative balance will be deducted from my final paycheck.
I also understand and agree that, if I owe amounts to CIS/FC for loss or destruction of CIS/FC property or equipment,
payroll advances, or other reasons, the amount owed will be deducted from my final paycheck. If my final paycheck is
insufficient to cover all amounts owed at the time of my separation, I will make complete payment within two weeks
of my date of separation.
EMPLOYEE’S NAME
EMPLOYEE’S SIGNATURE
Employee’s Copy
Personnel Manual Copy
Employee Refused to Sign
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Date