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- Every new hire must complete an orientation with the Benefits
Administrator – summer new hires are handled in groups.
- New Hire Orientations are held by appointment only.
- All new employees receive a new hire packet containing time sensitive
information and forms.
- The following slides are a brief overview of the information and forms
covered with new employees.
- The following information is not to be considered an all-inclusive
description of forms, processes, benefits, etc. District policies and procedures are
subject to change at any time.
Employee benefits are subject to change by the State at any
time.
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- Office Hours are 8:00 a.m. – 4:30 p.m. during the school year.
- 2007 Summer hours are 7:30 a.m. – 5:00 p.m. Monday through
Thursday. Offices are closed on
Friday.
- Please call the Benefits office at 941-5418 to schedule your new hire
appointment.
- We are here to meet the needs of over 1500 employees. We cannot answer the phone when
meeting with another employee, please be sure to leave a message so we
may return your call.
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- The following forms are required to be completed by either State or
Federal law or district policy:
- Federal I-9 Form
- Bloodborne Pathogens Form & Book
- W-4 Tax Withholding
- TB Skin Test documentation
- Handbook Acknowledgement Form
- Wages and hours form
- Retirement/ORP Membership Form
- NOE – Notice of Election (if eligible for Insurance)
- We are also required to verify
your original Driver’s License or other photo ID & Social Security
Card. Please bring the original
documents with you to your appointment.
- Please note: All identification forms must list
your current legal name.
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- Employee must complete section I of form.
- Employee should read the legal statement in bold before checking their
citizenship status.
- The form must be signed by the employee.
- Employee should NOT complete any other section of the form.
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- To view the District Bloodborne Pathogen plan visit: http://www.gwd50.k12.sc.us/HRPages/EmployeeTraining/EmployeeTraining06.htm
- By signing the bloodborne pathogens form, you certify that we have given
you information regarding bloodborne pathogens in schools and the safety
precautions you should follow.
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- According to SC State Law:
- No person will be initially hired to work in any public school until
appropriately evaluated for tuberculosis.
- Greenwood School District 50 will accept a previous TB test from up to
5 years ago with appropriate signatures.
- You must return proof of TB test PRIOR to the start of school.
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- Greenwood School District 50 is required to notify you of your wages and
hours:
- Regular hours per day
- A copy of the Teacher Salary Schedule is included with your packet.
- The schedule is revised each year and is listed on our website
at: http://www.gwd50.org/Salary.htm
- Rate of pay (annual)
- Payday – Monthly – paid on the 25th except month of August when payday is
the 31st. If the
payday falls on a weekend, you are paid the Friday before, if you are
not in school on payday, you must either go to the school to get your
check or sign up for direct deposit.
- Place of payment – your home-based school
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- We do not pay out early if you are not scheduled to work that day.
- Annual Salary is divided into 12 equal checks.
- Teachers daily rate is calculated by taking annual salary from schedule
and dividing by 190 days.
- Changes during school term are prorated over the number of checks
remaining in year.
- State Department of Education does not inform districts when a teacher
receives a new degree.
- New certificate will be sent to the teacher and they must turn a copy
into the District’s Human Resource Dept.
- Certification and Certificate Advancements should be directed to Gail
Davis, Administrative Assistant for Human Resources, at 941-5406.
- Errors made to salary for any reason must be corrected immediately.
- Check stubs have a lot of information.
Review them every month.
- The payroll office will not give out employee information without a
written approval from the employee.
Salary information will not be given out over the phone.
- Employee must put request in writing and give payroll 5 days to reply.
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- Direct Deposit is not required, but we do encourage it.
- Money is deposited in your accounts as you designate.
- Check the Payroll authorization box to authorize direct deposit.
- Complete the Primary Account information, be sure to list your correct
accounting and routing numbers YOU MUST ATTACH A VOIDED CHECK (checking
account) OR DEPOSIT SLIP (savings account) FOR EACH ACCOUNT.
- Other Account Information – if you wish to have money deposited in any
other account, you will need to specify the amount to be deposited in
addition to account information.
- Sign and date the form.
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- The Greenwood School District 50 employee handbook is available online
at www.gwd50.org (select information center, then teachers and staff,
then employee handbook).
- All employees must sign an acknowledgement that they understand, accept,
and agree to comply with the information in that handbook.
- Handbook information is updated regularly.
- Board Policies are located on the website’s main page at www.gwd50.org
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- All permanent employees are required to select between South Carolina
Retirement Systems (SCRS) and the Optional Retirement Plan (ORP).
- Before deciding on the plan you want, be sure to speak with the Benefits
Administrator.
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- Insurance is offered to all full-time (30 hours per week) employees.
- Part-time teachers are eligible for health and dental coverage at
Part-time rates.
- All insurances are separate. For
example, an employee can have health and life, but refuse dental. Coverage includes health, dental,
life, dependent life (spouse and child), long-term disability, etc.
- At the time of hire, employees are sent insurance rates and information;
however, forms are completed with the Benefits Administrator at the time
of processing.
- At the new hire orientation, all insurance is explained in detail with
as much information and assistance provided to the employee as possible.
- EMPLOYEES HAVE 31 DAYS TO COMPLETE INSURANCE PAPERWORK FROM THE HIRE
DATE!
- Any employee whose spouse is under state benefits must be dropped from
the spouse’s coverage by State regulation.
- All questions regarding insurance should be directed to the BA.
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- My Benefits is the new online system to view your benefit information,
change your beneficiary, or change your address.
- After you receive your insurance card, you may log in to My Benefits at https://mybenefits.sc.gov
- Please register for My Benefits as soon as you receive your cards…this
system will be used for the upcoming open enrollment if you choose to
make your changes online.
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- State Health Plan
- Standard Health
- Higher Premiums, Lower Deductible, Lower Co-insurance
- Savings Plan
- Lower Premiums, Higher Deductible, No prescription coverage until
deductible is met.
- Blue Choice HMO
- Can only see providers in limited network. Primary Physician directs all aspects
of your healthcare – only one provider in Gwd.
- TRICARE Supplement
- Available to TRICARE eligible employees. Military supplement
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- Standard Health Plan
- $350 deductible
- $700 family deductible
- 80% coinsurance
- Prescription co-pays of $10, $25 or rarely $40 and mail-order is
available
- Savings Plan
- $3,000 deductible
- $6,000 family deductible
- No coinsurance until deductible is met
- No prescriptions until deductible is met
- Savings account available
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- You must select a primary care physician (PCP)
- No deductible for doctors
- $15 PCP copay per visit
- $30 Specialist copay
- $250 per person $500 family per hospital admission
- $75 outpatient services (first three visits) – X-rays, etc.
- $100 emergency room visits
- Please read pages 59-69 of the 2007 Benefits Guide carefully before you
select Blue Choice HMO.
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- Plan provides TRICARE subscribers additional coverage that pays up to
100% of the member’s out-of pocket costs.
- No plan deductibles, coinsurance, etc. for covered services
- You may take the coverage with you if you leave
- You can see any TRICARE authorized civilian provider
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- If you wish to cover a child, the child must be a full-time student if
they are over age 19 – proof is required.
- No child may be covered over age 25 unless they are considered
incapacitated – proof is required.
- Step-children must live in the home to be covered unless a court order
dictates otherwise.
- ASK QUESTIONS IF YOU ARE UNSURE ABOUT A DEPENDENT!
- You cannot add or drop dependents outside of open enrollment (every 2
years) unless you have a special eligibility situation – marriage,
birth, divorce, etc.
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- You have only 31 days from the date of an event to make changes to your
insurance coverage.
- Do not wait until the last minute to contact the benefits office.
- Forms must be completed promptly when sent out to employees, failure to
do so will result in the changes being denied.
- Insurance premiums are collected one month in advance.
- Payroll is required to collect premiums immediately if an error is
found.
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- Covers the same procedures as basic dental (except braces) at the same
percentage as basic, but offers a HIGHER allowance for the charges.
- Employees pay full cost of premiums in addition to the basic dental
premiums.
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- If you elect health coverage, you will have $3,000 of free life
insurance coverage
- Optional life coverage may be elected (employee) in $10,000 increments
up to 3x your annual salary (rounded down to the nearest $10,000)
- Accidental Death – if you die accidentally, your benefit is doubled
- Seat Belt Rider – If you die while wearing your seat belt, your death
benefit will increase by 25%
- Day Care Benefit – paid to each dependent less than 7 who is enrolled in
a day care program at either 5% of the face value or $10,000 per year,
whichever is less for no more than two years.
- Education Benefit – paid to each dependent who qualifies as a post-high
school, full-time student at either 5% of the face value or $5,000 per
year whichever is less for no more than four years.
- Dismemberment and Felonious Assault benefits are also offered as part of
this policy
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- Life insurance for spouse is based on employee’s age
- May elect up to 50% of your coverage or $100,000 whichever is less.
- A personal health statement is required for amounts greater than
$20,000
- Accidental Death and Dismemberment benefits apply to spouse’s coverage.
- Dependent children are covered at $10,000 each at a cost of $1.24, no
matter how many children are covered.
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- If you have health, you get basic LTD free.
- Basic LTD can pay you a maximum of 62.5% of your salary or $800.00 per
month, whichever is less.
- SLTD can pay you a maximum of 65% of your salary or $8,000 per month,
whichever is less.
- Disability payments are affected if you have sick leave and/or receive
shared leave or workers compensation benefits.
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- Pays your health, dental, and up to $50,000 of life insurance premiums
with PRE-TAX DOLLARS!
- Medical spending account available – pre-tax after 1 year of employment.
- Dependent Care spending account available at hire – pre-tax.
- There are small fees for these services
- Limits when you can increase life insurance coverage.
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- You may set aside up to $5,000 to pay your dependent care expenses
- Covers children under 13 who reside in your household or adults who are
mentally or physically incapable of self-care
- You must request reimbursements for child care and provide receipts,
etc.
- Any extra money left over at the end of the year will be lost per IRS
regulations, so estimate wisely!
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- To be eligible, you must have completed 1 year of state service by the
first of January following the annual enrollment period.
- You may set aside up to $5,000 per year to pay for non-reimbursed
expenses such as vision care, co pays, deductibles, certain over the
counter drugs, etc.
- Any extra money left over at the end of the grace period will be lost
per IRS regulations, so estimate wisely!
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- Long term care is available for those interested – page 136.
- Vision Care – a discount program is listed on page 162.
- Other policies – Short term disability, cancer policies, etc. are
offered by select, approved vendors as private policies. Contact providers directly please.
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- The district offers tax sheltered annuities (403b) as a payroll
deduction.
- The district participates with SC Deferred Compensation program to
provide a 401(k) and 457 plan.
- You must be in a permanent position to have these deductions.
- An updated list may be obtained from the employee handbook website under
“approved vendors”.
- Employee is responsible for keeping up with policy numbers, changing
address, etc.
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- All staff, including certified staff, are required to sign-in and
sign-out on a daily basis.
- All full-time staff accrue 1 ¼ leave days per month.
- Leave days are advanced at beginning of each school term.
- Remaining leave at the end of a school term will roll over to the next
school term.
- Employees may accrue a maximum of 90.0 sick leave days.
- All leave taken must comply with Board Policies.
- Ten (10) or more consecutive days requires the employee to send a a
request in writing, along with a doctors statement, to the Assistant
Superintendent for Human Resources.
- Employees on leave can only use days they have earned.
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- Should only be used when the employee is sick.
- Leave form should be completed if employee does not enter in AESOP.
- Use of this code for anything else other than illness of the employee
violates Board Policy.
- Doctor visits are reported under a separate code.
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- Spouse
- Child
- Parent
- Brother
- Sister
- Guardian
- Grandparent
- Grandchild
- Other Dependents
- (these dependents must be able to be claimed as dependents for tax
purposes under IRS rules)
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- May accumulate the use of 3 earned sick days for personal reasons each
year. A maximum of 5 days may be
accumulated, used, or carried forward from one year to the next.
- Employee must have sick leave accrued to have personal leave available
to use.
- Personal leave may only be taken with prior approval of the employees
supervisor.
- Personal time taken immediately before or after a holiday will result in
deduction of salary.
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- Spouse, Child, Parent
- 5 consecutive days – first 3 given; other 2 reduce sick leave balance.
- Brother, Sister, Guardian, Grandparent, Grandchild, Stepchild,
Parent-in-law, Grandparent-in-law, Brother-in-law, Sister-in-law, Daughter-in-law and
Son-in-law.
- 3 consecutive days – all days reduce sick leave balance.
- Other Family Member
- 1 day – reduces sick leave balance.
Additional days taken will be taken from personal leave.
- If employee has no sick leave time available, salary will be reduced.
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- Copy of jury duty summons must be given to Supervisor for forwarding to
the payroll department.
- On the day of jury duty if the employee can work a reasonable amount of
their work day they must report to work either prior to duty, after
duty, or both.
- Time taken not covered by jury duty will be considered personal leave.
- Jury Duty payment received must be sent to the Payroll Department.
- The District pays employee regular salary for time missed.
- If employee fails to turn over jury duty payment then salary will be
reduced.
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- Employee may not be the plaintiff or the defendant.
- Court case must not be due to employee’s personal matters.
- A copy of the subpoena must be given to Supervisor for forwarding to the
payroll office.
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- Copy of orders must be turned into Supervisor to be forwarded to the
Payroll Department.
- Employees have 15 days per fiscal year that may be used for training.
- Employees called to active duty have 45 days per fiscal year.
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- Exempt employees do not build compensatory time.
- Exempt positions include School Administrative Staff and Certified
Staff.
- Non-exempt staff earn compensatory time when requested to work by School
Administration.
- Non-exempt staff sign-in/sign-out log must reflect additional time
worked for employee to have compensatory time.
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- Must report injury immediately to Supervisor.
- Incident report must be completed by the employee and given to
Supervisor.
- Time away from job due to job injury may reduce sick leave balance.
- District contact: Merry Beth Moore at 941-3433.
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- AESOP is our attendance/substitute system for most employees in the
district
- Each employee receives a welcome letter with their specific login
information (ID and PIN).
- Employees are REQUIRED to use this system whether they need a substitute
or not.
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- Every employee is provided with an AESOP phone guide, internet guide,
and the District Rules for the system.
- Absences are entered online or by phone by the required time and AESOP
locates a substitute if needed.
- Please remember to leave notes for the sub if you can. 95% of subs have internet access and
can view your notes online.
- Some absences require prior approval and must be requested at least 3
business days in advance.
- DO NOT NOTIFY SUBS IN ADVANCE THAT YOU WILL BE OUT, THIS IS AGAINST
DISTRICT PROCEDURES.
- Please review your AESOP information PRIOR TO STARTING WORK.
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- If you have a problem with a substitute, please notify your principal
immediately. Written
documentation of any problem is required by the Human Resource
Department.
- Please leave feedback for your sub online if possible. This provides the district with
valuable information regarding substitute performance.
- If you disagree with an absence, see your school principal or secretary.
- If you lose your ID or PIN, see your school principal or secretary.
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- Rebecca Duncan – Benefits Administrator
- 941-5418 or duncanr@gwd50.org
- Dorothy Leopard – Payroll Supervisor
- 941-5401 or leopardd@gwd50.org
- Anne McFaddin – Payroll Assistant
- 941-5408 or mcfaddina@gwd50.org
- Gail Davis - Adm. Assistant for
HR
- 941-5406 or davisg@gwd50.org
- Visit the District website at www.gwd50.org
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