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Beauregard Parish

School Board

Employee Services

2011 – 2012 School Year

Beauregard Parish School Board 202 West Third Street DeRidder, LA 70634

337-463-5551

Timothy J. Cooley, Superintendent

Karen Cunningham, Assistant Superintendent

Table of Contents

Supervisor Directory ........................................................................................................ 1 Employee Services Directory ........................................................................................... 2 5 Day School Calendar .................................................................................................... 3 4 Day School Calendar .................................................................................................... 4 Teacher Salary Schedule ................................................................................................. 5 Supplemental Pay Co-Curricular and Extra-Curricular..…..……………..………………….6 Supplemental Pay Athletic/Band/JROTC…………….…....………………………….……...7 Support Salary Schedule................................................................................................10 Annual Leave and Holidays............................................................................................19 Leave Policy and Procedures Reporting ....................................................................... .20 Professional Development .............................................................................................28 Workers’ Compensation ................................................................................................ 31 Payday Schedules ......................................................................................................... 35 Payroll Time Sheets/Extra Work Forms (Memo) ............................................................ 38 Extra Work Time Sheet .................................................................................................. 39 Temporary Employment ................................................................................................. 40 Travel/Expense Reimbursement Memo/Form ................................................................ 42 Absentee Report (Sample)............................................................................................. 45 Hourly Time Chart .......................................................................................................... 46 Payroll Data Changes (Memo) ....................................................................................... 47 Change of Address Form ............................................................................................... 48 Direct Deposit ................................................................................................................ 50 PIPS / Payroll Deductions / Insurance Deductions ........................................................ 52 Cancellation Form for Payroll Deductions ...................................................................... 54 Family Status Changes for Insurance Changes ............................................................. 55 Medical and Life Insurance Options ............................................................................... 56 Introduction Letter from Solinsky & Associates .......................................................... …57 Drug Free Workplace... ................................................................................................. .58 Employee Tobacco Use……………………………………………………………………….60 Helpful Information……………………………………………………………….…………….61 E-mail Directory ............................................................................................................. 62

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CENTRAL OFFICE INSTRUCTIONAL TEAM AREAS OF RESPONSIBILITY

KAREN CUNNINGHAM, Asst. Superintendent PreK-12 Curriculum and Instruction/Supervisory Staff High School Redesign Legal Issues School Administration/Staff Development Remediation Foreign Exchange Budgets School Information System (SIS) Virtual High School Counseling Program School Food Service

ZACK SHIRLEY, Supervisor Operations and Maintenance Buildings and Grounds Construction - Bond Technology 6-12 Social Studies Nurses MAC ARTHUR SPIKES, Director of Special Ed. Special Education IDEA Pre-School Medicaid ESYP Section 504 Home Bound Program KIM HAYES, Supervisor 6-12 English/Journalism/Speech/Publications K-12 Library/Professional Library K-12 Fine Arts 4-12 Foreign Language United Way - BPSB Representative Calendars Child Welfare and Attendance/Custody/OCS CINDI FRANKS, Supervisor PreK-5 Language Arts/Reading Model Early (8g) ELFA/DIBELS CAP Testing DSC Preschool Assessment Reading Literacy/Progress Monitoring Principal, Teacher, & Support Person of the Year Kindergarten Developmental Readiness Screening (Survey & Reporting) Elementary Reading Intervention

Revised July 20, 2011

ANNETTE JOHNSON, Acting Title I Director K-5 Science (PH: 337-463-5905) K-5 Social Studies (FX: 337-462-0218) Dress Code Title I/Consolidated Federal Programs Migrant Education/Homeless Summer Remediation Coordination Textbooks 8g Superior Textbooks Limited English Proficient BRENDA JEANS, Supervisor P.B.I.S. Coordinator 6-12 Math 9-12 Science Testing: Results Analyst, DTC Backup, EPAS School Accountability/Data Analysis Coordination of School Audits Pupil Progression Plan School Improvement Plans ELLIS SPIKES, Supervisor Discipline Hearings P.B.I.S. Assistant Coordinator Discipline Policy Handbook K-5 Math 4-H Coordinator Safety Manual Student Council JAMES HERRINGTON, Director of Personnel Personnel/Internship/Induction/Tuition Exempt Athletics Personnel Evaluation Plan Policy STEVE NEWSOM, Director of Transportation * Transportation * (Ph-337-463-5705) 6-8 Science * (Fx-337-463-5146) K-12 Health and PE JROTC Drivers Education Title II Title IX TERRIE SMITH, Coordinator Vocational Education - Business, Ag., Home Ec. Pre-GED Skills Option Program Adult Education Grant Writer School Grants Coordination Drug Education Student Recognition

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Beauregard Parish School Board Services Directory

Business Department – Central Office (463-6732) Casanovas, Lesia (ext. 10018) - Director of Finance Crain, Carolyn (ext. 10028) - Employee Insurance, Substitute Payroll, Workers’ Comp. Green, Belinda (ext. 10027) - School Food Service Hare, Desire’e (ext. 10019) - Lead Accountant Hare, Keitha (ext. 10029) - School Financial Reports, Student Insurance, Sales Tax Sellers, Richelle (ext. 10020) - Accounts Payable Simmons, Tina (ext. 10000) - Purchasing, Fixed Assets Williams, Donna (ext. 10040) - Payroll Coordination & Retirement Personnel Department - Central Office (463-6732) Dawsey, Pat (ext. 10025) - Certification, Transfer of Records, Transcripts Slatten, Kimmie (ext. 10024) - New Employee Processing, Substitute Personnel Special Education - Central Office (463-6732) Watson, JoAnn (ext. 10022) - Secretary Transportation—Bus Drivers - Bus Barn (463-5705) Perkins, Sherry - (ext. 13020) - Secretary Title I – Title I Building (463-5905) Smith, Renee - (ext. 13000) - Secretary Technology - Technology Building (463-6732)

Borel, Maxine (ext. 10044) - Secretary

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BEAUREGARD PARISH 5-DAY SCHEDULE

2011 - 2012

STAFF DEVELOPMENT Wednesday, August 10, 2011

STAFF DEVELOPMENT Thursday, August 11, 2011

Students Report to School Friday, August 12, 2011

LABOR DAY HOLIDAY Monday, September 5, 2011

STAFF DEVELOPMENT Tuesday, September 6, 2011

Progress Reports Issued Friday, September 9, 2011

FAIR DAY HOLIDAY Friday, October 7, 2011

End of First Quarter Wednesday, October 12, 2011

Report Cards Issued (6-12) Friday, October 21, 2011

PARENT CONFERENCE (K-5) Friday, October 21, 2011

Progress Reports Issued Thursday, November 10, 2011

VETERANS DAY HOLIDAY Friday, November 11, 2011

THANKSGIVING HOLIDAYS Monday, November 21

Dismiss Friday, November 18, 2011 through

Return, Monday, November 28, 2011 Friday, November 25, 2011

End of 1st Semester Friday, December 16, 2011

CHRISTMAS HOLIDAYS Monday, December 19, 2011

Dismiss Friday, December 16, 2011 through

Return Wednesday, January 4, 2012 Monday, January 2, 2012

STAFF DEVELOPMENT Tuesday, January 3, 2012

PARENT CONFERENCE/REPORT CARDS (K-12) Friday, January 13, 2012

MARTIN LUTHER KING, JR. HOLIDAY Monday, January 16, 2012

Progress Reports Issued Friday, February 10, 2012

PRESIDENTS' DAY HOLIDAY Monday, February 20, 2012

MARDI GRAS HOLIDAY Tuesday, February 21, 2012

End of Third Quarter Tuesday, March 13, 2012

Tuesday, March 20, 2012

State Required Testing - Phase I through

Thursday, March 22, 2012

Report Cards Issued Friday, March 23, 2012

EASTER/SPRING BREAK HOLIDAY Monday, April 2, 2012

Dismiss Friday, March 30, 2012 through

Return Tuesday, April 10, 2012 Monday, April 9, 2012

Thursday, April 12, 2012

State Required Testing - Phase 2 through


Progress Reports Issued Friday, April 27, 2012

Last Day for Seniors Friday, May 11, 2012

Last Two Days for Students (1/2 Day) Wednesday, May 23, 2012 and Thursday, May 24, 2012

Last Day for Teachers/Report Cards Mailed Friday, May 25, 2012 STAFF DEVELOPMENT Days are Non-Student Days

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BEAUREGARD PARISH 4-DAY SCHEDULE

2011 - 2012

STAFF DEVELOPMENT Monday, August 8, 2011

Students Report to School (1/2 DAY A.M.) Tuesday, August 9, 2011

STAFF DEVELOPMENT (1/2 DAY P.M.) Tuesday, August 9, 2011

LABOR DAY HOLIDAY Monday, September 5, 2011

STAFF DEVELOPMENT Tuesday, September 6, 2011

Progress Reports Issued Friday, September 9, 2011

FAIR DAY HOLIDAY Friday, October 7, 2011

End of First Quarter Monday, October 10, 2011

Report Cards Issued Thursday, October 20, 2011

PARENT CONFERENCE (K-5) Thursday, October 20, 2011

Progress Reports Issued Thursday, November 10, 2011

VETERANS DAY HOLIDAY Friday, November 11, 2011

THANKSGIVING HOLIDAYS Monday, November 21, 2011

Dismiss Thursday, November 17, 2011 through

Return Monday, November 28, 2011 Friday, November 25, 2011

End of 1st Semester Friday, December 16, 2011

CHRISTMAS HOLIDAYS Monday, December 19, 2011

Dismiss Friday, December 16, 2011 through

Students Return Wednesday, January 4, 2012 Monday, January 2, 2012

STAFF DEVELOPMENT Tuesday, January 3, 2012

PARENT CONFERENCE/REPORT CARDS (K-12) Thursday, January 12, 2012

MARTIN LUTHER KING, JR. HOLIDAY Monday, January 16, 2012

Progress Reports Issued Thursday, February 9, 2012

PRESIDENTS' DAY HOLIDAY Monday, February 20, 2012

End of Third Quarter Monday, March 12, 2012

Tuesday, March 20, 2012

State Required Testing - Phase I through

Thursday, March 22, 2012

Report Cards Issued Friday, March 23, 2012

EASTER/SPRING BREAK HOLIDAY Monday, April 2, 2012

Dismiss Thursday, March 29, 2012 through

Return Tuesday, April 10, 2012 Monday, April 9, 2012


State Required Testing - Phase 2 through


Progress Reports Issued Thursday, April, 26, 2012

Last Day for Seniors Thursday, May 10, 2012

Last Two Days for Students (1/2 Day) Wednesday, May 23, 2012 and Thursday, May 24, 2012

Last Day for Teachers/Report Cards Mailed Friday, May 25, 2012 STAFF DEVELOPMENT Days are Non-Student Days

Friday Student Days: 8/12, 9/9, 9/30, 10/28, 12/16, 1/6, 1/20, 2/24, 3/23, 4/13

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July 1, 2011 2011-2012 Beauregard Parish School Board

Teacher Salary Schedule

(1,274 Hours )

Does Not Include Additional Supplements As May Be Authorized By The Board

Does Not Include: Excess Sales Tax Distribution In December And June

Years Specialist Ph. D. or

Teaching Bachelor's Master's Master's In Ed. D. Experience Degree Degree Plus 30 Education Degree

0 35,473 35,854 35,854 36,430 37,196

1 35,854 36,236 36,236 36,811 37,575

2 36,236 36,621 36,621 37,196 37,961

3 36,621 37,002 37,002 37,576 38,536

4 37,002 37,385 37,385 37,961 39,141

5 37,385 37,961 38,054 38,637 39,742

6 37,769 38,536 38,736 39,339 40,344

7 38,153 39,141 39,442 40,044 40,948

8 38,536 39,742 40,144 40,746 41,549

9 39,141 40,344 40,846 41,450 42,152

10 39,742 40,948 41,549 42,152 42,757

11 40,445 41,659 42,363 42,964 43,470

12 41,165 42,414 43,178 43,778 44,174

13 41,903 43,191 43,976 44,592 45,000

14 42,012 43,300 44,085 44,701 45,109

15 42,122 43,409 44,194 44,810 45,218

16 42,879 44,204 45,012 45,648 46,066

17 42,988 44,313 45,121 45,757 46,175

18 43,097 44,422 45,230 45,866 46,285

19 43,874 45,238 46,069 46,725 47,154

20 43,983 45,347 46,178 46,834 47,263

21 44,092 45,456 46,287 46,943 47,372

22 44,848 46,248 47,103 47,775 48,217

23 44,957 46,357 47,212 47,884 48,326

24 45,066 46,466 47,321 47,993 48,436

25 45,841 47,280 48,158 48,849 49,303

26 45,950 47,389 48,267 48,959 49,412

27 46,059 47,498 48,376 49,068 49,521 28 46,168 47,607 48,485 49,177 49,630

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File GBAB

Page 1 of 4 Guidelines for Co-Curricular and

Extra-Curricular Activities (Per School) HIGH SCHOOL JR.HIGH/ELEMENTARY

SCHOOL

Extra-Curricular Activities:

Cheerleaders $1,000 Cheerleaders $500

(Schools with Football)

Cheerleaders $750

(Schools without Football)

Cheerleaders $300

(Junior Varsity)

(3) Pep Squad - $250

(Single Sport/Multi Sport- Home Games Only)

OR

(Multi Sport-Home & Away Games) $500

Student Council $200 Student Council $100

Honor Societies:

Beta $100 Beta $50

National Honor $100

Yearbook $300 Yearbook $200

Dance line $250 Dance line $200

Service Clubs: $200

Leo (1) Junior Civitan

Key (1) Quiz Bowl

Interact (1) Math Counts

Juniorette (1) Peer Leaders

Co-Curricular Activities:

4-H Clubs $200 4-H Clubs $100

FBLA $200

FFA $200

FHA $200

Foreign Language $200 Foreign Language $100

Industrial Arts $200

Speech/Dramatics $200

Rodeo Club $100

(1) Science Club $100 (1) Science Club $100

(2) Choir-DHS/DJH $1,000 (2) Choir $500

(One person)

(4) Mock Trial Team $200

(4) HOSA $200

(1) Approved 9/8/94 (2) Approved 11/9/95 (3) Approved 3/7/96 (4) Approved 9/11/97

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GBAB

Page 2 of 4

Athletic/Band/JROTC Salary Supplement

Athletics Band & JROTC Only

A. BASE High School/

DeRidder Jr. High(4) Jr. High

AAAA $ 2,000 $1,200 $ 3,000 1/9 of BPSB

AAA 900 1,150 2,800 Teacher

AA 1,800 1,100 2,600 OR Salary,

A 1,700 1,050 2,400 Whichever

B 1,600 1,000 Jr. High 2,200 Is Greater

C 1,500 950 6th Grade 2,000 (DJH)

Notes:

• BASE is in effect for the approved current year BPSB school calendar(s) for teachers.

For athletics only: BASE is for coaching a minimum of two (2) sports. Compensation will be split for 2

sport minimum assignments involving both high and junior high sports. One (1) sport assignments will

receive one-half (2) of BASE.

High School Base for DJH coaches who are assigned a high school coaching duty.

Schools working with fewer coaches than allotted on the Beauregard Parish School Board coaching

allocation may require assigning a third sport to a coach currently on staff. If this situation occurs,

compensation may be made upon recommendation of the principal and approval of the superintendent/

designee. Coaches approved for a third sport will receive an additional supplement of 2 (one half) the

BASE at the appropriate school classification level.

Class

Football

Basketball (3)

Track/Soccer

Baseball

High

JR

High

JR

High

JR

High

Jr.

AAAA

900

450

400

100

250

100

250

100

AAA

825

400

350

75

225

75

225

75

AA

750

350

300

75

200

75

200

75

A

675

300

250

50

175

50

175

50

B

200

50

150

50

150

50

C

150

50

125

50

125

50

BAND ONLY - Additional supplemental pay for:

AAAA $3,500 (1) Assistant - $2,500 (2)

AAA $3,000 (2)

AA $2,500 (2)

A $2,000 (2)

DJHS $2,500 (2) Assistant - $1,500 (2)

B. Head Coaching Responsibility

Notes: Compensation is in effect for the approved current year BPSB school calendar(s) for teachers.

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GBAB

Page 3 of 4

Athletic/Band/JROTC Salary Supplement ( Continued)

C. Athletic Director Coaching Allotments (3)

AAAA $ 500 14 AAA 500 12 AA 400 10 A 400 9 B 300 4 C 300 2 Jr. High 300 6

D. Twenty Day Extended Employment-Band (2)/Athletic (5)

1/9 of BPSB teacher salary schedule

Notes:

For athletics only: Junior High School coaches who do not participate in auxiliary services for the high school program will receive $500 for twenty days of extended employment.

(Auxiliary Services: Summer Activities - Weight room/meetings with High School coaches coordinating Jr. High programs. Season Activities - Scouting High School programs.)

Experience not confined to Beauregard Parish School Board.

Twenty days is for time worked prior to and/or after the beginning and ending dates of the approved current year BPSB school calendar(s) for teachers.

JROTC instructors only: Individuals shall be paid in accordance with title 10, UNITED STATES CODE, section 2031. Adopted: 9/14/95 (1) Revised: 7/10/97, Effective 7/1/97 (2) Revised: 8/14/97, Effective 7/1/97 (Eliminated 1/18) (3) Revised: 9/11/97, Girls Head Coaching eliminated & Coaching Allotments established (4) Revised: 2/12/98, Added DJH to High School Base (5) Revised: 6/11/98, Effective 7/1/98 (Eliminated 1/18)

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GBAB

Page 4 of 4

The following shall apply: 1. If more than one sponsor is assigned to an activity, the amount of compensation allowed for

that activity will be divided by the number of sponsors. 2. An individual sponsor shall not be compensated for more than three (3) activities. 3. Sponsorship assignments shall be made only to personnel under regular employment of the Beauregard Parish School Board. 4. Sponsors of cheerleaders shall not be compensated for more than one cheerleader assignment. If an

individual is a sponsor of more than one cheerleader group, then compensation will be awarded at the highest rate. Principals should avoid multiple assignments whenever possible.

At the beginning of each school year, the principal shall: 1. Submit a list of continuing activities which have bee previously approved and sponsorship recommendations. 2. Submit a list of activities to discontinue. 3. Submit applications for activities not previously approved or considered. Activities are not limited to the above listings and principals may submit applications and recommendations for compensation for any activity deemed appropriate and necessary. Revised: 5/8/89 Revised: 7/10/03, Page 2

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FILE: GCRH/GCRI

ANNUAL LEAVE AND HOLIDAYS Annual leave shall be earned by each active employee who has a regular twelve month service assignment, except that no employee shall earn annual leave if any part of their twelve month employment was outside their original field of service. The earning of such leave shall be based on the following: 1. Less than three (3) years of service in a twelve month employment - one (1) day or any fraction thereof for each completed month of service. (Twelve (12) days annually) 2. Three (3) years but less than ten (10) years of service in a twelve month employment - one and one fourth (13) days or any fraction thereof for each completed month of service. (Fifteen (15) days annually) 3. Ten (10) or more years of service in a twelve month employment - one and one half

(12) days or any fraction thereof for each completed month of service. (Eighteen (18) days annually)

Accrued unused annual leave earned by an employee shall be capped at a maximum of forty-eight (48) days. The minimum charge to annual leave records shall not be less than one-half (½) day. Non-active employees on any other type of leave shall not earn annual leave. Any accrued unused annual leave will be paid for upon separation on or before the next regular payday or no later than fifteen (15) days following the date of separation, which-ever occurs first, at the employee's daily rate of pay. Annual leave must be applied for by the employee at least five (5) working days prior to use of such leave to the Superintendent or his/her designee. This time requirement may be waived in extenuating circumstances. This scheduling of such leave must be in the best interest of the system. Holidays for 12-month employees shall be established each year by the Superintendent.

Ref: La. Rev. Stat. Ann. §§17:81, 23:631 Beauregard Parish School Board

Adopted: March 15, 1977 Revised: July 9, 1998

Revised: January 9, 1984 Revised: January 10, 2002

Revised: October 9, 1989

Adopted: March 15, 1977 Revised: July 9, 1998

Revised: January 9, 1984 Revised: January 10, 2002

Revised: October 9, 1989

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FILE: GBRIB

Cf: EGAA, GBRIG Cf: GBRJ

SICK LEAVE FOR ALL SCHOOL PERSONNEL

SICK LEAVE The Beauregard Parish School Board shall grant all employees hired for the school year or longer a minimum of ten (10) days absence per year because of personal illness or other emergencies without loss of pay in accordance with state law. These days shall be awarded as follows:

If a nine (9) or ten (10) month employee works extra during the summer, the employee will receive one day or a portion thereof for each month or portion thereof that is worked. Sick leave, when not used, shall be allowed to accumulate to the credit of the employee without limitation. However, upon initial employment, no employee of the Board shall be allowed any sick leave until he/she reports for duty and actually performs work. The minimum of ten days of sick leave for an employee shall be based on the employee beginning work at the beginning of a school year. In the case of an employee beginning work in the first month of the school year, ten days sick leave shall be allowed. If an em-ployee begins work in the second month of the school year, nine days of sick leave shall be allowed. If an employee begins work in the third month of the school year, eight days of sick leave shall be allowed; if an employee begins work in the fourth month of the school year, seven days of sick leave shall be allowed; and the number of sick leave days shall continue to be prorated for an employee who begins work until the eighth month of the school year, when only three days of sick leave shall be allowed. The Superintendent and/or his/her designee shall be responsible for developing and maintaining pertinent regulations and procedures governing sick leave.

9 months employment 10 days 10 months employment 11 days 11 and 12 months employment, 0-10 years 12 days 11 and 12 months employment, over 10 years 18 days

The following chart delineates the days of absence which shall be awarded according to beginning month and length of employment:

BEGINNING MONTH

9 MONTH EMPLOYEE

10 MONTH EMPLOYEE

11 AND 12 MONTH EMPLOYEE 0-10 YEARS

11 AND 12 MONTH EMPLOYEE OVER 10 YEARS

1st 10 days 11 days 12 days 18 days 2nd 9 days 10 days 11 days 17 days 3rd 8 days 9 days 10 days 16 days 4th 7 days 8 days 9 days 15 days 5th 6 days 7 days 8 days 14 days 6th 5 days 6 days 7 days 13 days 7th 4 days 5 days 6 days 12 days 8th 3 days 4 days 5 days 11 days

http://www.beau.k12.la.us/CAPS/Policy/EGAA-06.htm�

http://www.beau.k12.la.us/CAPS/Policy/GBRIG.htm�

http://www.beau.k12.la.us/CAPS/Policy/gbrj-08.htm�

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The name of an employee who is absent from his/her duty shall be submitted to the School Board on the absentee report. If an employee is absent for six (6) or more consecutive days, a certificate from a practicing physician is required to be attached to the absentee re-port. In the case of repeated absences of less than six days because of illness, the Board reserves the right to require verification of illness. Should a pattern of behavior so warrant, the employee shall be required, at the expense of the school system, to provide a certificate from a physician specified by the school system, upon the request of the Superintendent or his/her designee, in order to verify the existence of a medical disability. Excuses for employee absences due to illness or injury must be provided on physician’s let-terhead containing the physician’s name, address, and telephone number, typed, printed or as part of the letterhead. The physician's typed or neatly printed name shall also appear be-neath his/her signature. The letter must clearly state the reason for the disability, date of the disability, and the anticipated return-to-work date. Upon the retirement of any employee, or upon the employee entering DROP (see section below), or upon the employee's death prior to retirement, the School Board shall pay the em-ployee or his/her heirs or assigns, for any unused sick leave, not to exceed twenty-five (25) days. Such pay shall be at the daily rate of pay paid to the employee at the time of his/her retirement or death. However, the Board may pay on a uniform basis such unused sick leave beyond twenty-five (25) days, not to exceed forty-five (45) days, at its discretion. If an employee is absent from duty under circumstances in which he/she is not entitled to any kind of leave, such employee shall be considered to be in violation of his/her contract, and is not entitled to be paid for the days of unauthorized absence and non-performance of duties. PERSONAL LEAVE

Two (2) days of the allowable ten days sick or emergency leave may be allowed for "personal reasons" except those employees receiving annual leave. These two days may not be accumulated. Employees granted personal leave other than the allowable two days shall not be com-pensated for the number of days such leave is granted. The Superintendent or his/her designee is authorized to grant an employee a maximum of five (5) days without pay for "personal reasons." Any request for leave without pay in excess of five days must be made in writing to the Board in accordance with policy GBRIG, Leave Without Pay.


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SICK LEAVE FOR EMERGENCIES Emergency leave, including catastrophic and long-term illnesses, shall be granted for the following reasons: 1. Illness or death within the immediate family - husband, wife, children and their spouses,

parents, brothers and sisters and their spouses; spouse's parents, brothers and sisters and their spouses; grandparents and grandchildren (including step--relations); a. A maximum of three (3) days continuous leave shall be allowed an employee be

cause of illness in the immediate family unless extenuating circumstances verified by a doctor and approved by the Superintendent or designee exist.

b. A maximum of three (3) days leave shall be allowed an employee because of death in the immediate family unless extenuating circumstances approved by the Superin-tendent or designee exist.

2. Circumstances of such a nature which are beyond the control of the employee, e.g. fire,

flood, tornado;

3. An employee shall be granted a maximum of two (2) days emergency leave for the pur-pose of marriage; or

4. Other unusual circumstances which necessitate the immediate presence of the employee as approved by the Superintendent or designee. EXTENDED SICK LEAVE The Board shall permit employees to take up to ninety (90) days of extended sick leave in each six-year period of employment which may be used for personal illness or illness of an immediate family member at any time the employee has no remaining regular sick leave balance at the time the extended sick leave is set to begin. The initial six-year period of employment shall begin on August 15, 1999 for all teachers and bus drivers employed as of that date, on August 15, 2008 for school employees (not a teacher, or whose employ-ment does not require a teacher’s certificate or who is not employed as a bus driver) em-ployed as of that date, or on the effective date of employment for those employees em-ployed after the dates above. Immediate family member means a spouse, parent, or child of the employee. Unused days during any six-year period of employment shall not cumulate or carry forward into the next six-year period of employment. The balance of days of extended sick leave available shall transfer with the employee from one public school employer to another with-out loss or restoration of days. Interruptions of service between periods of employment with a public school employer shall not be included in any calculation of a six-year period, such that any employment with any public school employer, regardless of when it occurs, shall be included in any determi-nation of the balance of days of extended sick leave available to the employee.

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All time while on extended sick leave shall be considered regular service time for all purposes for which service time is calculated or used. Retirement benefits are not reduced while the employee is on approved extended sick leave. Any employee on extended sick leave shall be paid sixty-five percent (65%) of the salary paid the employee at the time the extended sick leave begins. GAINFUL EMPLOYMENT PERMITTED An employee may undertake additional gainful employment while on extended sick leave, provided all of the following conditions are met: The employee can demonstrate that he/she will be working not more than twenty (20)

hours a week in a part-time job that the employee has been working for not less than one hundred twenty (120) days prior to the beginning of any period of extended sick leave. The physician who certifies the medical necessity of the leave indicates that such part-time work does not impair the purpose for which the extended sick leave is required.

Any violation of the provisions regarding gainful employment may require the employee to re-turn to the Board all compensation paid during any week of extended sick leave in which the employee worked more than twenty (20) hours and to reimburse the Board all related employ-ment costs attributable to such period as calculated by the Board, without any restoration of leave days. APPLICATION PROCESS On every occasion when an employee uses extended sick leave, a statement from a licensed physician certifying that the leave is medically necessary for the employee or that the immedi-ate family member's illness is serious and requires the presence of the employee shall be pre-sented prior to the extended sick leave being taken, whenever possible. If the period an employee is on extended sick leave is anticipated to carry over from one school year to the start of the next school year, another application and physician’s statement must be submitted prior to the start of the next school year in order to be eligible for extended sick leave. 1. If the Board, upon review of the application, questions the validity or accuracy of the certifi-

cation, the Board may require the employee or the immediate family member, as a condi-tion for continued extended sick leave, to be examined by a licensed physician selected by the Board. In such case the Board shall pay all costs of the examination and any tests de-termined to be necessary. If the physician selected by the Board finds medical necessity, the leave shall be granted.

2. If the Board selected physician disagrees with the original medical certification from the physician selected by the employee, then the Board may require the employee or immedi-ate family member, as a condition for continued extension of sick leave, to be examined by a third licensed physician, whose name appears next in the rotation of physicians on a list established by the local medical society and maintained by the Board. All costs of an ex-amination and any required tests by a third doctor shall be paid by the Board. The final de-termination of medical necessity shall be based on the opinion of the third physician.

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3. The opinion of all physicians consulted in determining medical necessity of the extended sick leave shall be submitted to the Board in the form of a sworn statement. All informa-tion contained in any statement from a physician shall be confidential and shall not be sub-ject to the public records law.

The required physician's statement may be presented along with the request for extended sick leave subsequent to the teacher's return to service. In such a case, the extended sick leave shall be granted for all days for which extended sick leave is requested, provided the request and required documentation is presented within three (3) days after the teacher re-turns to service. The School Board, however, reserves the right to question the validity of the medical certification after the three day period. SICK LEAVE FOR ASSAULT OR BATTERY Any employee of the public schools who is injured or disabled while acting in his/her official capacity as a result of an assault or battery by any student or person shall receive sick leave without reduction in pay, and without reduction in accrued sick leave days while disabled as a result of such assault or battery. The employee shall be required to provide a certificate from a physician certifying such injury and incapacitation. The sick leave authorized shall be in ad-dition to all other sick leave authorized herein, shall not be accumulated from year to year, nor shall such additional sick leave be compensated for at death or retirement, or compensated for in any manner except as set forth above. SICK LEAVE FOR PHYSICAL CONTACT WITH A STUDENT Any teacher who is injured or disabled while acting in his/her official capacity as a result of physical contact with a student while providing physical assistance to a student to prevent danger or risk of injury to the student, shall receive sick leave for a period of up to one (1) cal-endar year without reduction in pay and without reduction in accrued sick leave days while injured or disabled as a result of rendering such assistance. Any school employee, but not a bus operator, injured or disabled in a similar manner shall receive up to ninety (90) days of such sick leave. The teacher or employee shall be required to present a certificate from a physician certifying such injury or disability. The Board may extend the period of sick leave beyond the allowable period at its discretion. If the School Board questions the validity or accuracy of the physician’s certification submitted by a teacher, the School Board may require the teacher to be examined by a licensed physi-cian selected by the Board. Any further review of medical certification shall proceed in the same manner as requests for extended sick leave, which is outlined under Application Proc-ess above. The Board shall pay all costs of any examinations and tests determined to be necessary. SICK LEAVE/WORKERS' COMPENSATION Should any employee become injured or disabled while acting in his/her official capacity, other than by assault, the employee shall be entitled to appropriate worker's compensation benefits and/or sick leave benefits, at the employee's option, for the period of time while

25

injured or disabled. Any benefits received, however, shall not exceed the total amount of the regular salary the teacher was receiving at the time of injury or disability. The teacher shall be required to present a certificate from a physician certifying such injury or incapacitation. VESTING OF SICK LEAVE All sick leave accumulated by a teacher or school employee, but not a bus operator, shall be vested in the teacher or school employee by whom such leave has been accumulated. In the event of the transfer of a teacher or school employee from one school system to another in Louisiana, or upon the return of such teacher or school employee to the same school system within five (5) years or such longer period that may be approved by the School Board to which the teacher or school employee returned, regardless of the dates on which the leave was ac-cumulated or the date of transfer or return of the teacher or school employee, such vested leave which remains unused or for which the employee has not been compensated directly or transferred such days for retirement credit, shall be transferred, returned to, or continued by the School Board and shall be retained to the credit of teacher or school employee. DEFERRED RETIREMENT OPTION PROGRAM (DROP) Any employee of the Beauregard Parish School Board who participates in the Deferred Re-tirement Option Program (DROP) shall be eligible for and may elect to receive on a one-time basis severance pay upon entering DROP on the same basis as any other employee who re-tires or otherwise leaves employment; otherwise, any accrued sick leave shall be paid only upon final retirement of the employee. LEAVE OPTIONS BEYOND THE AFOREMENTIONED LEAVES If the need for leave time exceeds the aforementioned, the following options exist: 1. Leave without pay for a maximum period of twelve (12) months. Application must be

made to the Board on the appropriate forms according to policy GBRIG, Leave Without Pay.

2. Resign from the position. Ref: La. Rev. Stat. Ann. §§14:125 , 17:425 , 17:500 , 17:500.1 , 17:1200 , 17:1201 ,

17:1202 , 17:1205 , 17:1206 , 17:1206.1 , 17:1206.2 Board minutes, 7-7-05, 9-8-05, 8-14-08

Beauregard Parish School Board

Revised: December, 1995 Revised: July, 2005 Revised: October, 1999 Revised: August, 2005 Revised: June, 2000 Revised: September, 2005 Revised: November, 2001 Revised: August 14, 2008 Revised: September, 2004





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FILE: GAD

PROFESSIONAL DEVELOPMENT OPPORTUNITIES The Beauregard Parish School Board recognizes that a program of professional development and education is important for the constant professional growth and improvement of an employee. Therefore, professional personnel shall be encouraged to keep up with new developments and take part in development opportunities in their academic fields and to cultivate an open mind and an ex-perimental attitude toward current educational practices. The Board may annually develop a plan for in-service teacher educational pro-grams in conformity with guidelines established by the Louisiana Department of Education. The School Board shall utilize the advice of the members of its teaching staff in developing the proposed plans. The educational training to be undertaken shall utilize the services of Louisiana Department of Education trained coordinators, who shall be designated by the school system from among its certified employees. The coordinators, once trained, shall be able to provide classroom teachers with information, techniques, and skills to properly respond to required modifications of the classroom environment, as well as respond to inquiries and requests for assistance from classroom teachers. The Board shall develop and continually monitor a plan to provide in-service training, through the coordinators trained by the Louisiana Department of Edu-cation, to all classroom teachers in the system who desire to receive such train-ing as well as to make such coordinators available, on a more or less continu-ous basis, for consultation with classroom teachers who request assistance or information. In-service training programs shall address matters related to all aspects of education in accordance with guidelines established by the Louisiana Department of Education. Revised: November, 1993

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PROFESSIONAL LEAVE

Professional leave is defined as an activity acknowledged by appropriate school personnel as being beneficial to the school system by having value to the curriculum, students, and/or the school system as a whole and requiring the services of a substitute teacher. THIS FORM, WITH NECESSARY DOCUMENTATION, MUST BE RECEIVED BY THE PERSONNEL OFFICE AT LEAST ONE WEEK IN AD-VANCE OF THE REQUESTED LEAVE DATE(S). Upon receipt, Ms. Dawsey will stamp date at top of form and pass along to the appro-priate supervisor. Requests for professional leave received after this time will not be recognized unless an activity was scheduled for the profes-sional with less than one week’s notice (example: playoff game). Consideration shall be given based on the number of teachers absent at any given time, educational value, and prior professional leave granted. All professional leave must be approved by the school principal, area super-visor, and the superintendent or his/her designee.

Oral presentation(s) as to the value of the activity attended may be required by the school principal and/or school board.

TWO DAYS may be granted to representatives and/or officers of state, regional, and national professional organizations. An extension of addi-tional days may be granted following approval of a written request to the superintendent.

The designated teacher representative has permission to accompany students to 4-H Achievement Day. Attendance at livestock shows is the

responsibility of the parish 4-H leaders and/or the parents of the participating student.

PART I (To be completed by employee) Professional Leave will not be approved if Part II and Part III are not completed.

Applicant’s Name _______________________________________ Professional Leave Dates _________________________________

Activity (Attach Documentation) _____________________________________________________ School ______________________

Grade, Subject, or Organization __________________________________________________________________________________

Number of students taking trip ___________ Destination _____________________________________________________________

What are your plans to follow up and evaluate the trip? ________________________________________________________________

How does this activity have beneficial value to the curriculum, student, and/or the school system as a whole?

____________________________________________________________________________________________________________

____________________________________________________________________________________________________________

Employee Signature: ____________________________________________________ Date: _______________________________

PART II (To be completed by principal)

Prior Professional Leave Granted This Year: _______Yes ________No

Substitute Required: _______ No ________ Yes - Substitute Name: ____________________________________________________

How is this activity related to the professional growth of the employee and/or of educational benefit to students?

____________________________________________________________________________________________________________

Approved by Principal: ____________________________________________ Date __________________________________

PART III (Central Office Use Only)

Supervisor’s Signature :_________________________________________________ Date: _________________________________

_______ Approved ________ Disapproved Funding Category (REQUIRED) _______________________________

Superintendent/Designee’s Signature: ________________________________________ Date: _______________________________

30

GUIDELINES FOR GRANTING ADMINISTRATIVE LEAVE FOR SUPPORT PERSONNEL

Administrative leave for support personnel is defined as an activity acknowledged by appropriate school personnel as being beneficial to the school system by having value to the curriculum, students, and/or the school system as a whole and requiring the service of a substitute. All administrative leave must be approved by the school principal, area supervisor, and the superintendent or his designee. Two weeks advance notice must be given by applicants. Consideration shall be given based on the number of employees absent at any given time. School Activity Funds which require a support employee to take leave will reimburse the Beauregard Parish School Board the cost (salaries/benefits) for providing the substitute(s).

PART I: (Employee) __________________________________________________________ ________________________________ Employee Name (Print) Leave Date(s) School: ________________ Prior Administrative Leave Granted This Year: _______NO _______ YES School Activity (Justification): ___________________________________________________________________ ______________________________________________________________________________________________ ______________________________________________________________________________________________ Substitute Required: _______ NO ______ YES – (Substitute Name: _____________________________________) __________________________________________________________ ______________________________ Employee Signature Date PART II: (Administrative Personnel) ___________________________________________________________ ________________________________ Principal’s Signature Date ____________________________________________________________ ________________________________ Supervisor’s Signature Date: ______ Approved ______ Disapproved Funding Category (Required): ___________________________ ___________________________________________________________ ________________________________ Superintendent/Designee’s Signature Date

31

FILE: EGAA Cf: GBRIB

WORKERS' COMPENSATION

The Beauregard Parish School Board shall authorize and direct the Superintendent to en-sure workers' compensation coverage for its employees and to pay annually all of the nec-essary premiums. Should a teacher become injured while on duty, the teacher shall be entitled to receive, at his/her option, workers' compensation benefits prescribed under state workers' compensation laws and/or appropriate sick leave benefits. In no case, how-ever, shall the total amount of combined benefits received exceed the total amount of regular salary the teacher was receiving at the time of injury. REPORTING OF ACCIDENTS Should an accident occur to an employee while in the course of his/her duties, a detailed report shall be submitted by the employee's supervisor to the Superintendent or designee within five (5) days of the accident. Additional written commentary about the accident may also be required from the employee's supervisor. Periodic medical exams and subsequent reports verifying prolonged disability may be required as needed. Immediately following any accident, whether or not injury occurs, the administrator of the school or facility shall file an Investigation of Accident Report with the Superintendent or designee. If an injury occurs, an LWC-WC-1007 Form (Louisiana Workplace Commission, Worker's Compensation Form 1007) must also be completed by the administrator. BENEFITS Employees injured while on official school business are entitled to applicable workers’ compensation benefits in accordance with state law. Workers’ compensation benefits are generally paid in accordance with the following: 1. Weekly workers' compensation wage benefits do not begin until an employee has been disabled for more than one week (7 calendar days). If the employee is absent for more than six (6) weeks, he/she is entitled to receive wage benefits for the first week of that dis-ability. 2. As a general rule, an employee's weekly wage benefits under workers' compensation can be calculated by dividing his/her annual salary by 52 weeks and multiplying by 66-2/3%, up to the maximum average weekly wage (AWW) calculated by the State each year. Sick leave benefits may be used to supplement workers’ compensation benefits but only up to 100% of the teacher’s salary at the time of injury. If a teacher chooses to utilize current and accumulated sick leave benefits, his/her balance of current and accumulated sick leave days will be reduced by the corresponding percentage of the teacher's salary paid for with sick leave benefits.

http://www.beau.k12.la.us/CAPS/Policy/GBRIB-08.htm�

http://www.laworks.net/Downloads/OWC/1007form.pdf�




32

If an employee who has chosen to simultaneously receive both workers' compensation wage benefits and current and accumulated sick leave benefits exhausts all sick leave days, he/she will thereafter receive only workers' compensation wage benefits. ALCOHOL AND DRUG USE No workers' compensation benefits shall be allowed for an injury caused by the injured em-ployee's intoxication at the time of injury, with limited exception allowed by law. In order to support a finding of intoxication due to alcohol or drug use, the School Board shall have the right to administer drug and alcohol testing or demand that the employee submit to drug and alcohol testing immediately after the alleged job accident. If the results of the drug test are positive, or the alcohol tests show blood alcohol equal to or greater than the limits outlined in state law, the employee shall be considered intoxicated, in which case the employee shall not be entitled to any workers' compensation benefits. If the employee refuses to submit to drug and alcohol testing immediately after the accident, then it shall be presumed that the employee was intoxicated at the time of the accident, in which case the employee shall not be entitled to any workers' compensation benefits. All drug and alcohol testing shall be in accordance with state law and Board policy. LOSS CONTROL The School Board, recognizing the potential severity of on-the-job injuries and its costs to the school system and employees, shall require the Superintendent to maintain an aggres-sive loss control program aimed at reducing and controlling risks of personal injury to em-ployees and property damage to School Board facilities. The loss control program shall as-sure compliance with all safety and health laws, ordinances, and regulations that apply to the work place. SETTLEMENT OF CLAIMS The Superintendent shall be authorized to settle workers' compensation claims after consul-tation with School Board counsel and the third-party claims administrator. Adopted: June, 2006 Ref: La. Rev. Stat. Ann. §§17:1201 , 23:1034, 23:1081 Beauregard Parish School Board

33

SICK/ANNUAL LEAVE USAGE/SALARY PAYMENTS WORKERS’ COMPENSATION-SUPPORT PERSONNEL TO: Beauregard Parish School Board Regarding compensation due to me as the result of my work related injury which occurred on _________________________________. I understand that there is a seven day waiting period for a lost time work-related injury. I elect to use: sick leave annual leave extended sick leave leave without pay to satisfy this waiting period ________ I elect to use my accumulated sick/annual leave days and receive full salary payments from Beauregard Parish School Board. ________ I elect to use ESL and receive 65% of my BPSB salary. I understand that I can only use the balance of ESL available to me, maximum 90 days. The number of available ESL I can use is _________ days. __________ (Initial) ________ I do not elect to use my accumulated sick/annual leave days/ESL. I realize that I will only receive disability benefits not to exceed 2/3 of my BPSB salary in effect at the time of qualification from workers’ compensation for the period that I am absent from work due to this work related injury, if eligible for such benefit. I understand that no retirement and insurance deducts will be withheld from this benefit. (Please check below for options). Please indicate your choice: I do not elect to pay retirement contributions on the workers’ compensation benefits that I receive. I understand that I will not receive full credit with the retirement system. I agree to make arrangements with BPSB to pay retirement and/or insurance premiums. I do elect to pay retirement contributions based on a salary not to exceed the greater of the workers’ compensation benefits received or my salary at the time of qualification for workers’ compensation benefits. _____________________________________________________ _______________________ Employee Name (Please Print) Employee Number _____________________________________________________ ________________________ Employee Signature Date

34

SICK/ANNUAL LEAVE USAGE/SALARY PAYMENTS WORKERS’ COMPENSATION - TEACHERS TO: Beauregard Parish School Board Regarding compensation due to me as the result of my work related injury which occurred on . I understand that there is a seven day waiting period for a lost time work-related injury. ________ I elect to use: sick leave annual leave extended sick leave leave without pay to satisfy this waiting period ________ I elect to use my accumulated sick/annual leave days and receive combined salary payments from Beauregard Parish School Board and Workers’ Compensation to equal full BPSB salary or use ESL at 65% in effect at the time of qualification of such benefits. I understand that I will only receive disability benefits not to exceed 2/3 of my BPSB salary from Workers’ Compensation. I understand my payroll check will be offset by what I receive from workers’ compensation.

_________ I do not elect to use my accumulated sick/annual leave days/ESL. I realize that I will only receive disability benefits not to exceed 2/3 of my BPSB salary in effect at the time of qualification from workers’ compensation for the period that I am absent from work due to this work related injury, if eligi-ble for such benefit. I understand that no retirement and insurance deducts will be withheld from this benefit. (Please check below for options). Please indicate your choice: I do not elect to pay retirement contributions on the workers’ compensation benefits that I receive. I understand that I will not receive full credit with the retirement system. I agree to make arrangements with BPSB to pay retirement and/or insurance premiums. I do elect to pay retirement contributions based on a salary not to exceed the greater of the workers’ compensation benefits received or my salary at the time of qualification for workers’ compensation benefits. ______________________________________________________ ______________________ Employee Name (Print) Employee Number ______________________________________________________ ______________________ Employee Signature Date

35

File: GDAC

PAYDAY SCHEDULE

Payroll checks for monthly paid employees shall be issued by the 28th of each month. If the 28th is a non-working day,

checks shall be issued the last working day prior to the 28th with the exception of November and December. Checks

for November and December shall be issued the last working day prior to Thanksgiving Day and Christmas Day.

Payroll checks for employees paid semi-monthly shall be issued prior to the close of the workday on the 15th and the

last working day of each month. If the 15th is a non-working day, checks shall be issued the last working day prior to

the 15th.

The payroll monthly periods shall be as follows:

9 month employees - September through August

Option: 13 payroll checks (1)

10 month employees - August through July

11 month employees - August through July

12 month employees - July through June

(1) All nine month employees, not employed in the previous year, who attend the new em-ployee orientation and any prior year ten or eleven month employee who changes to a cur-rent year nine month employee shall be given the option to receive compensation for Au-gust. If elected, the August check will be one of the following (whichever is less):

1. Paid for actual days worked in August. Balance of annual salary divided by twelve (12).

OR

2. Annual salary divided by thirteen equal checks.

Payment for this option will be made as of the last working day in August.

Revised: December 7, 1985

December 10, 1990

September 11, 1997

36

Beauregard Parish School Board 202 W. Third Street - P. O. Drawer 938

DeRidder, LA 70634 Ph. 337- 463-5551 - Fax 337-463-6735

Jerry Cooley, President Randy Brown, Vice President

Timothy J. Cooley, M. Ed., Superintendent

THE BEAUREGARD PARISH SCHOOL BOARD IS AN EQUAL OPPORTUNITY AGENCY DEDICATED TO A POLICY OF NONDISCRIMINATION REGARDING TITLE VI, THE CIVIL RIGHTS ACT OF 1964, TITLE IX, AND SECTION 504 OF THE REHABILITATION ACT OF 1973

To: All Personnel From: Lesia Casanovas, Director of Finance James Herrington, Director of Personnel Re: FY 2011 - 2012 School Calendar payroll periods and dates for Sick/Annual Leave, Absentee reports* and Extra work Assignments PAYROLL PERIODS 4-DAY 5-DAY PAYROLL DATE Aug. 8/Aug. 10 - Sept. 15 25 days 26 days Sept. 28, 2011 Sept. 16 - Oct. 13 17 days 19 days Oct. 28, 2011 Oct. 14 - Nov. 10 17 days 20 days Nov. 18, 2011 Nov. 11 - Dec. 8 12 days 14 days Dec. 16, 2011 Dec. 9 - Jan. 19 16 days 18 days Jan. 27, 2012 Jan. 20 - Feb.16 17 days 20 days Feb. 28, 2012 Feb. 17 - March 15 16 days 18 days March 28, 2012 March 16 - April 19 17 days 19 days April 27, 2012 April 20 - May 10 12 days 15 days May 25, 2012 May 11 - May 25 9 days 11 days June 28, 2012 158 days 180 days Absentee Reports, Extra Work Assignment Sheets, and Time Cards are due in the Payroll Department NO LATER THAN NOON THE FOLLOWING WORK DAY AFTER THE PAYROLL PERIOD ENDS.

37




Timothy J. Cooley., M. Ed., Superintendent


Date: July 1, 2011 To: All Personnel From: Lesia Casanovas, Director of Finance Re: Regular Monthly Payroll Dates 2011-2012 Monthly 2011 (1) July 28 Thursday (2) August 26 Friday September 28 Wednesday October 28 Friday November 18 Friday (Thanksgiving) December 16 Friday (Christmas) 2012 January 27 Friday February 28 Tuesday March 28 Wednesday April 27 Friday May 25 Friday June 28 Thursday (3) July 27 Friday (4) August 28 Tuesday (1) Applies to escrow payments due from 2010-2011 and school based 12 month personnel (2011-2012). (2) Applies to escrow payments due from 2010-2011 and 10, 11, & 12 month school based personnel (2011-2012) and thirteenth payroll checks. (3) Applies to escrow payments due from 2011-2012 and 12 month school based personnel (2012-2013). (4) Applies to escrow payments due 2011-2012 and 10, 11, & 12 month school based personnel (2012-2013).

38

Beauregard Parish School Board

202 W. Third Street - P. O. Drawer 938 DeRidder, LA 70634

Ph. 337- 463-5551 - Fax 337-463-6735




To: All Personnel From: Lesia Casanovas, Finance Director James Herrington, Director of Personnel Date: July 1, 2011 Re: Payroll Time Sheets/Extra Work Forms All time sheets and payroll forms showing extra hours worked must be completed in INK and contain the following information: A. Full name of employee and employee number. B. Job classification for the extra hours worked (i.e. LEAP/GEE Remediation, Detention, Homebound Teacher, Ensuring Literacy, Accelerated Reader, Aide (Job), Bus Driver (Activity)) C. Employee and principal/supervisor signatures Any time sheet/form submitted incorrectly could result in a delay of payment to the employee. Your cooperation in this matter will be greatly appreciated.

39

Beauregard Parish School Board Extra Work Time Sheet

___________________________________________ ______________ Employee Name (Please Print Name) School ____________________ _________________________________________ Employee Number Payroll Period

___________________________________________________ ___________________________ Employee’s Signature Date ___________________________________________________ ___________________________ Principal’s Signature Date

NOTE: SUBMIT ORIGINAL TIME SHEET ONLY DO NOT SEND COPIES

Date

Hours Worked

Hourly Pay Rate

Duties Performed

Total Hours

Date

Hours Worked

Hourly Pay Rate

Duties Performed

Total Hours

Central Office Use Only:

Funding (Required): ________________________________________ Total: Salary ________________ LSERS _______________ TRSL ________________

FICA ________________ TRSLA _______________ MCARE ______________

______________________________________ ____________________________ Supervisor’s Signature Date

40

Temporary Employment 2011-2012

1. Teachers and/or Other Certified Personnel Employed A. Within their original scope of employment to work on a temporary basis (i.e., summer school, etc.) beyond their contracted time shall be compensated as follows: A proportionate share BPSB Salary Schedule-Bachelor’s Degree with 0 years experience . Exception: General Educational Development (GED) Testing—$20 per hour (4)

B. Outside their original scope of employment to work on a temporary basis (i.e., workshops for curricula development, etc.) beyond their contracted time shall be compensated as follows: 1. Support Level Positions - 0 years experience 2. Instructional Staff Support Services - 65% of a proportionate share of the BPSB Salary Schedule-Bachelor’s Degree with 0 years experience. 3. Driver’s Education - $150 per student C. When said personnel are employed through the use of state or federal funds and the maximum compensation allowed by said grant is less than I - A and I - B as stated above, the particular grant requirements shall prevail.

Temporary Employment 1 of 2

$28.15 per hour

$18.30 per hour

41

Temporary Employment 2011-2012 2. Support Level Personnel Employed A. Within or Outside their original scope of employment to work on a temporary basis (other than overtime provisions as provided for in the Fair Labor Standards Act) in a support position beyond their classified assignment shall be compensated as follows: A proportionate share of the classified BPSB Salary schedule for Support Personnel at 0 years experience. B. When said personnel are employed through the use of state or federal funds and the maximum compensation allowed by said grant is below A as stated above, the particular grant requirements shall prevail. Custodian $15,080 annually, divided by 260 days, divided by 8 hours = $ 7.25 per hour $ 7.25 per hour @ 1.5 overtime = $10.88 per hour Bus Driver Field Trip Overnight field trip fees to be negotiated between school & driver. $8.00 per hour Minimum pay - 3 hours $10.00 show up fee EMPLOYER: Medicare Tax Social Security Tax TRSL/TRSLA LSERS 1.45% 6.20% 15.5% - FYE 2009 17.8% - FYE 2009 15.5% - FYE 2010 17.6% - FYE 2010 20.2% - FYE 2011 24.3% - FYE 2011 23.7% - FYE 2012 28.6% - FYE 2012

Temporary Employment 2 of 2

42

TO: ALL EMPLOYEES FROM: DESIRE’E HARE RE: TRAVEL EXPENSE REIMBURSEMENT INSTRUCTIONS

All travel reimbursements must be dated, completed in ink and contain the following informa-tion: 1. Full name, address and school/department of employee 2. Date of travel, destination, and purpose of travel 3. Request of reimbursement for non-instructional travel must have a copy of the agenda attached. If no agenda is available, a copy of advisement to attend should be attached. 4. Request of reimbursement for mileage must follow approved mileage allocation. An additional

10% may be allowable if an overnight stay is required. 5. Request of reimbursement for lodging must have an itemized hotel invoice attached. The parish

is exempt from state sales tax. Forms are available from school offices to present upon check in. 6. Request of reimbursement for meals must follow approved Board Policy guidelines. Receipts are

not required. 7. Request of reimbursement for registration must have a receipt and copy of method of payment

attached. 8. Request of reimbursement for parking must have receipt attached. 9. Request form must be signed by employee and principal/supervisor. 10. Request of reimbursement must be submitted to the central office within 1 month of the travel date. Any travel reimbursements submitted incorrectly, in an untimely manner or without proper documen-tation will result in a delay of payment to the employee. All travel reimbursement checks are issued on the 10th of each month.





43

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47






To: All Personnel From: Lesia Casanovas, Director of Finance James Herrington, Personnel Director Date: July 1, 2011 Re: Payroll Data Changes Any changes to an employee’s record that will effect his/her payroll earnings, retirement, insur-ances, or other withholdings must be in the form of a written request signed by the employee. Address changes require the following: 1) A complete change of address document obtained from your school office. 2) Return this form to your school time and attendance clerk. All payroll changes must be turned into the payroll department no later than ten (10) calendar days before the scheduled payroll date. A change received after this deadline will be made on the following payroll check. These guidelines do not apply to ACH Direct Deposit. Any ACH Direct Deposit change (bank/account number) requires a pre-notification to the employee’s bank. The first month after signing up for direct deposit or changing your depository your payment will be a paper check. Direct deposits will begin with the second payroll after enrollment or change.

48





EMPLOYEE CHANGE OF ADDRESS To: Beauregard Parish School Board From: _____________________________________________ __________________ Employee Name (Please PRINT Full Name) Employee Number Please change the following information on my account to: _____________________________________________________________________ Mailing Address _________________________________________ __________ ____________ City State Zip Code ______________________________ ________________________________ Home Phone Number Cell Phone Number ____________________________________________ ___________________

Employee Signature Date OFFICE USE ONLY

School Office

BPSB: Personnel Dept

School Office

BPSB: Personnel Dept

49

ALL EMPLOYEES ARE RESPONSIBLE FOR CHANGING THEIR ADDRESS WITH THE FOLLOWING AGENCIES. PLEASE SEND A CHANGE OF ADDRESS FORM TO THE APPLICABLE AGENCIES. AD-DRESS CHANGES MAY BE MADE BY MAIL, FAX OR ONLINE. MEDICAL INSURANCE

OFFICE OF GROUP BENEFITS 7389 FLORIDA BLVD., SUITE 400 BATON ROUGE, LA 70806

PHONE: 800-272-8451 RETIREMENT SYSTEMS

TEACHERS’ RETIREMENT SYSTEM P. O. BOX 94123 BATON ROUGE, LA 70804-9123 PHONE: 877-275-8775 FAX: 225-925-6366 WEB: www.trsl.state.la.us LA SCHOOL EMPLOYEES’ RETIREMENT SYSTEM P. O. BOX 44516 CAPITOL STATION BATON ROUGE, LA 70804-4516 PHONE: 800-256-3718 FAX: 225-922-1001 WEB: www.lsers.state.la.us

ALL OTHER VOLUNTARY EMPLOYEE BENEFITS JEFF SOLINSKY & ASSOCIATES 427 N. PINE STREET SUITE B DERIDDER, LA 70634 PHONE: 337-462-3500 FAX: 337-462-5959 EMAIL: [email protected] NATIONAL BENEFIT SERVICES, LLC 8523 S. REDWOOD ROAD WEST JORDAN, UT 84088 PHONE: 800-274-0503 EXT. 5 FAX: 800-597-8206 WEB: www.nbsbenefits.com Updated: 7/1/2009

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50

DIRECT DEPOSIT

The Better Way to Get Your Paycheck to the Bank Now you can take advantage of your new employee benefit ~ ACH Di-rect Deposit. You can have your paycheck directly deposited into a savings or checking account with any bank, savings and loan, or most credit unions that belong to the Federal Reserve Banking System. Direct Deposit is the safe, convenient, automatic way of depositing your paycheck. With Direct Deposit, you’ll no longer have to worry about: Lost or stolen paychecks. Waiting in line to make your deposit. Being away from school or the office on payday. To start Direct Deposit, just complete the authorization form on the following page and return to the Payroll Department with a voided check or savings deposit slip. The first month after signing up for direct deposit or making a change you will receive a paper check. Your direct deposit will begin with the second payroll after enrollment or change. Then on your regular payday, you will receive an earnings statement with your gross salary, taxes, other deductions and net pay. But your money will already be in the bank, ready for you to use.

51

BEAUREGARD PARISH SCHOOL BOARD

AUTHORIZATION AGREEMENT FOR AUTOMATIC DEPOSITS

(ACH CREDITS)

I hereby authorize the Beauregard Parish School Board, hereinafter called COMPANY, to initiate credit

entries and to initiate, if necessary debit entries and adjustments for any credit entries in error to my

________ checking ________ savings account (check one) indicated below, and the depository named be-

low, hereinafter called DEPOSITORY, to credit and/or debit the same such account.

Depository Name ____________________________________ Branch_____________________________

City________________________________________________ State ________ Zip ________________

Transmit/ABA #__________________________________ Account #_______________________________

This authority is to remain in force and effect until COMPANY has received written notification from me

of its termination in such time and in such manner as to afford COMPANY and DEPOSITORY a reason-

able opportunity to act on it.

Name______________________________________________ Employee #__________________________

(Please Print)

Signature_________________________________________ Date ________________________________

PLEASE ATTACH A VOIDED CHECK

OR

HAVE THE ABOVE NAMED DEPOSITORY VERIFY THE INFORMATION .

This form has been reviewed by our branch as to the accuracy of the bank information.

Branch Representative_________________________________________ Date ____________________

Signature

52

PIPS TRANSFER

When a full-time teacher transfers to BPSB from another LEA and receives PIPS, the employee completes a PIPS

Update Form that initiates the transfer of PIPS funding from that agency to ours.

PAYROLL DEDUCTIONS

1. Federal Income Tax

2. Medicare Tax

3. Social Security Tax

4. State Income Tax

5. Teachers’ Retirement System of Louisiana-Regular- 8% Tax Sheltered-Employee Contribution 6. Teachers’ Retirement System of Louisiana-Plan A- 9.1% Tax Sheltered-Employee Contribution 7. School Employees’ Retirement System of Louisiana:

7.5% Tax Sheltered-Employee Contribution 8.0 % New Hires Effective 7/1/2010 8. Beauregard School Employee’s Federal Credit Union 9. LAE/BAE Dues-Louisiana Association of Educators/Beauregard Association of Educators

10. A+PEL-Associated Professional Educators of Louisiana

11. Local 100- Service Employees Int’l Union, AFL-C10

12. United Way

13. Insurance

14. START – Louisiana’s College Savings Program 15. 403(b) Retirement Plans

53

File:GAL

INSURANCE DEDUCTIONS

New employees of the Board will be given thirty (30) calendar days from the date of employment to enroll in insurance programs and/or the Cafeteria Plan (section 125 of the IRC). All other employees, beginning with the opening date of each school year, will be al-lowed sixty (60) calendar days in which to enroll and/or make changes in payroll de-ductions for employee insurance programs and/or the Cafeteria Plan. All Such changes/enrollments will be made effective on the anniversary date of the Cafeteria Plan. Insurance programs covered under the Consolidated Omnibus Budget Reconciliation Act (COBRA) and annuity/savings plans may be enrolled in at any time during the year. Employees enrolled in the Cafeteria Plan may cancel insurance programs listed within their plan only under certain conditions as explained on the election form as per IRC regulations. Employees not enrolled in the Cafeteria Plan may cancel insurance programs at any time by submitting their request in writing to the payroll department. Annuity/savings plans may be changed and/or canceled at any time by submitting such request in writing to the payroll department. All new payroll deductions for employee insurance plans, annuity programs or addi-tional programs under section 125 of IRC (Cafeteria Plan) must have a minimum enrollment of twenty-five percent (25%) of the total number of permanent Board employees within sixty (60) days after the beginning of the school year. Insurance agents, other than the Board’s Cafeteria Plan Administrators, will be allowed in the schools during the first sixty (60) school days, except during normal student instructional time, for the purpose of marketing for personnel use any of the above mentioned programs or plans.

Adopted: 12/1/86 Adopted: 1/14/93 Revised: 7/9/98

54

PAYROLL DEDUCTION CANCELLATION IMPORTANT: IF PREMIUM IS SHELTERED UNDER THE CAFETERIA PLAN (SECTION 125 OF THE INTERNAL REVENUE SERVICE) YOU MAY NOT CANCEL UNLESS A FAMILY STATUS CHANGE HAS OCCURRED. I wish to cancel the following payroll deductions:

NOTE: Both name of company and deduction must be given before cancellation will be made. NAME OF COMPANY AMOUNT DEDUCTED ________________________________________________ _____________________ ________________________________________________ _____________________ ________________________________________________ _____________________ ________________________________________________ _____________________ __________________________________________ Employee Signature ________________ ______________________ Employee Number School ______________________ Date






55

Family Status Change Family Status Change is automatically approved for the following Qualifying Events if the employee submits a properly completed Family Status Change Form to the Payroll or Personnel Office within 30 days of the qualifying event, and provides the required proof. 1. Marriage (copy of marriage certificate or the temporary copy that the couple receives at the ceremony

is required). 2. Divorce (copy of divorce decree showing the date the divorce became final)

3. Birth or adoption of a child (Birth: copy of birth certificate or a copy of the birth record from

the hospital is required; Adoption: copy of adoption papers or other eligible legal forms provided by the court). 4. Death of spouse or dependent (copy of the death certificate is required; NOTE: the 30 day rule

may be waived; it often takes more than 30 days to receive a death certificate). 5. Legal custody of a child (need documentation from the court stating that the child is now a

legal dependent; or proof that the foster parents claim the child on their federal income tax return; or a notarized letter stating that the child is a legal dependent, preferably from a lawyer). 6. Employee or dependents become eligible for Medicare and/or Medicaid (a copy of the Medicare/Medicaid card showing the effective date or another form of documentation showing the effective date is required).

7. Unpaid leave of absence of employee or spouse (a letter from the employee or spouse’s

personnel officer stating the dates the employee started on the unpaid leave of absence and the date of return is required).

8. Beginning or ending of spouse’s employment (a letter from the spouse’s employer stating the date the employee was hired or terminated is required).

9. Change from full-time to part-time employment (or vice-versa) of employee or spouse (a letter from employer stating exactly what the change was and the effective date is required). 10. Significant change in health coverage of spouse (a letter from the spouse’s employer stating that the employee is now eligible for coverage and the date he/she became eligible; or a letter stating that the employer is now offering medical coverage for their employee for the first time and the effective date of coverage is required). 11. Ineligible Dependent (dependent children can become ineligible because of age, student status, marriage, or no longer claimed on parents tax returns)

Note: Family Status Changes must be because of, and consistent with the qualifying event. For example, birth of a child would allow for an increase in coverage for the child, but would NOT allow the employee to change other unrelated elections or decrease coverage.

56






TO: All Personnel RE: Medical and Life Insurance Medical insurance is available through the Office of Group Benefits. The plan offers three options: 1. Preferred Provider Organization (PPO) 2. Blue Cross blue Shield - (HMO) 3. Consumer Driven - High Deductible Plan Enrollment and plan changes (in accordance with Internal Revenue Service for Section 125 Family Status Changes*), must be done at the School Board Office. Questions regarding enroll-ment and changes that may affect payroll deductions may be directed to Carolyn Crain ([email protected]). Schedule of benefits and provider directories are available at the School Board Office. Informa-tion on the PPO & CDHD plans can also be obtained from the Office of Group Benefits web site at www.groupbenefits.org, and the HMO at www.bcbsla.com/ogb. Life insurance is also available through the Office of Group Benefits. Prudential Life is the admin-istrator for the plan. The amount of coverage and premium amount is based upon annual earnings. *See page 55

57

Dear Beauregard Parish School Board Employee,

CONGRATULATIONS on joining the Beauregard Parish School Board team of professionals. As a member of this team, whether you are a certified teacher, a cafeteria worker, a bus driver, or a member of the custodial staff, you are critical to the mission of bringing quality education to our area children. Regardless of the roles and responsibilities that you fulfill, you set an important example for our future community and business leaders to follow.

It is our pleasure, at Solinsky &Associates, to be associated with this terrific team. Our role is as sole-provider of your voluntary employee benefits (everything except your Group Health Insurance coverage).

As an employee of Beauregard Parish School Board, you are able to address EVERY FINANCIAL NEED THAT YOU HAVE through the convenience of payroll deduction. You may choose from any of the following payroll deducted benefits and have them set up to be deducted from your paycheck. No more hassling with bank drafts or monthly bills.

You may select to participate in any or all of the following voluntary benefit programs:

1. Dental Insurance

2. Vision Insurance

3. Short Term Disability

4. Long Term Disability

5. Long Term Care

6. AFLAC Cancer Protection

7. AFLAC Accident Protection

8. Heart Attack, Stroke, Critical Illness Protection

9. Guaranteed Issue Portable Whole Life Insurance* (Guaranteed issue only @ initial eligibility)

10. Life Insurance (All types available) (Free Life Insurance Analysis for BPSB employees)

11. 403(b) Accounts (To Supplement your retirement)

12. Investment Accounts

13. College Savings Plan (529 Plan) (Free College Funding planning for BPSB Employees)

14. Pension Maximization (To Maximize your Retirement Benefits)

15. Comprehensive Financial Planning (Free for BPSB employees)

We have specialized in the employee benefits business for the past 20 years. It is our goal to provide ser-vice, second to none. Please feel free to contact us at (337)462-3500or 1-800-749-1507anytime that you need us. We are here to serve you.

Sincerely,

Jeffery L. Solinsky, President Solinsky & Associates

58

FILE: GAMD

DRUG-FREE WORKPLACE The Beauregard Parish School Board is dedicated to providing a drug-free workplace for its employees and the students in their charge. Toward that end, the unlawful manufacturing, distribution, dispensing, possession, or use of alcohol, narcotics, drugs or controlled substances by any employee shall be prohibited in any work-place, school bus and/or vehicle operated by the Beauregard Parish School Sys-tem. Violation of such prohibition in the workplace shall result in disciplinary action as may be specified. Upon official charge of a violation by an employee with regard to manufacturing, dis-tribution, dispensing, possession or use of alcohol, narcotics, drugs, or controlled substance in the workplace, including school buses and/or vehicles, the Superinten-dent or his/her designee shall immediately conduct a complete investigation into the matter. If violations of School Board policy are found, disciplinary action may be han-dled by the Superintendent/designee. If employee actions warrant, immediate termi-nation, or submission to a sanctioned rehabilitation program, shall be determined by the Board. The employee shall be suspended with pay until the Board's hearing. If the employee is allowed the rehabilitation option, the following conditions shall be agreed to by the employee: suspension without pay, submit to an agreement to at-tend a Board approved and sanctioned substance abuse treatment program, sign over permission to release all information regarding status during and after treatment from medical officials to the Superintendent or his/her designee, acquire a release from the involved physician or program, attend a hearing before the Board at a future date to reconsider return to employment, and realize no guarantee from the Board except to be considered for continued employment. Nothing in this policy shall be construed as to deny any employee the right to due process under the law. All employees including new hirees, shall be given a copy of this policy and shall be thereby notified that any employee who is engaged in the performance of duties shall, as a condition of employment, agree to abide by the terms of this policy and shall further agree to notify the Superintendent or his/her designee of any criminal drug statute conviction for a violation occurring in the workplace, school bus and/or vehicle no later than five (5) days after the conviction. The Superintendent or his/her designee shall notify the granting agency (for federal grants) within ten (10) days after receiving notice from an employee for such convic-tion and shall implement the terms of this policy within thirty (30) days of the convic-tion.

The Beauregard Parish School Board shall in good faith make every effort to continue to maintain a drug free workplace through the implementation of this policy. A biennial review by LEA will be conducted.

59

EDUCATION

The Beauregard Parish School Board shall offer to its employees a drug free aware-ness program which will provide employees information and education about the following:

1. The dangers of drug abuse in the workplace.

2. School Board policy of maintaining a drug free workplace.

3. Any available drug counseling, rehabilitation, and employee assistance pro-

grams.

4. The penalties or disciplinary action that may be taken against employees for any violations of the Drug Free Workplace policy.

DEFINITIONS

1. Controlled substance is any substance listed in Schedules I through V of Section 202 of the Controlled Substances Act (21 USC 812), and as further defined by Regulation 21 CFR 1308.11 through 1308.15.

2. Conviction is a finding of guilt (including a plea of nolo contendere) or imposi-tion of sentence or both by any judicial body charged with the responsibility to determine violations of the Federal or State criminal drug statutes.

3. Workplace is any site for the performance of work for the Beauregard Parish School Board.

4. Official charge refers to a charge brought by an official of the School Board to include, but not limited to, Superintendent, central office staff member, princi-pal, and assistant principal.

Revised: December, 1992 Revised: March 11, 1993 Revised: December 8, 1994 Revised: November 14, 1996 Recoded: April, 2004 Ref: 20 USC 7101 et seq. (Safe and Drug-Free Schools and Communities)

21 USC 812 (Schedules of controlled substances) 41 USC 701-707 (Drug-Free Workplace) 21 CFR 1308.11 (Schedules of controlled substances) La. Rev. Stat. Ann. §§17:405 , 40:961 , 40:962 , 40:963 , 40:964 , 40:967 ,

40:968 , 40:969 , 40:970 , 40:971 , 40:971.1

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60

FILE: GAMA Cf: EB, JCDAA

EMPLOYEE TOBACCO USE

Smoking, carrying a lighted cigar or cigarette, pipe or any other form of smoking object or device, or possessing any lighted tobacco product or any other lighted combustible plant material shall be prohibited in any elementary or secondary school building, on the cam-pus of any elementary or secondary school, any building on the campus, and on all school buses. Smoking, carrying a lighted cigar or cigarette, pipe or any other form of smoking object or device shall be prohibited in buildings and on the grounds of any other Beauregard Parish School Board property. Chewing or otherwise consuming any tobacco or tobacco product in any elementary or secondary school building or on any school bus transporting students shall be strictly pro-hibited. Teachers shall be forbidden to use tobacco products during time devoted as moderators for co-curricular or extracurricular activities, whether a performance, practice or travel, including indoor and outdoor events. This also applies to any moderator, supervisor or chaperone whenever students are present or have the possibility of being present Adopted: November 14, 1988 Revised: April, 2004 Revised: December, 2006 Ref: 20 USC 7183 (Nonsmoking policy for children’s services) La. Rev. Stat. Ann. §§17:240 , 40:1300.251 , 40:1300.252 , 40:1300.253 , 40:1300.256 , 40:1300.261

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61

HELPFUL INFORMATION

1. CHECK YOUR PAYCHECK - There are at least three times a year to pay particular attention to your paycheck:

a. The first check of the new school term. You want to check sick leave balance, payroll deductions and step increase, if eligible. b. The November check, changes will be made to this check due to open enrollment for employee benefits. You want to make sure that any changes that you make during open enrollment are reflected on this check. These changes are effective for December 1st. c. The June check, Office of Group Benefits usually increases premiums effective July 1st. 2. When calling Central Office, please leave a voice message or send an email if

you are unable to speak with the person you are calling. If you do not have access to email, you can go to the school library for computer use.

3. For your privacy and protection, you are assigned an employee number. Know

your ID number. This number can be obtained from the time and attendance clerk at your facility or you can locate your number on your payroll check stub in the upper left corner or contact the payroll/personnel department. Please use this number on all correspondence or when calling the BPSB for payroll/personnel purposes.

62

FINANCE DEPARTMENT / PERSONNEL DEPARTMENT E-MAIL DIRECTORY

FINANCE DEPARTMENT Lesia Casanovas, Finance Director—[email protected] Desire’e Hare, Lead Accountant—[email protected] Tina Simmons, Purchasing Agent—[email protected] Donna Williams, Payroll Accountant—[email protected] Belinda Green, School Food Service—[email protected] Carolyn Crain, Insurance/Payroll Deductions—[email protected] Richelle Sellers, Accounts Payable—[email protected] Keitha Hare, Accounts Clerk—[email protected] PERSONNEL DEPARTMENT James Herrington, Personnel Director—[email protected] Pat Dawsey, Personnel Secretary - [email protected] Kimmie Slatten, Secretary—[email protected]

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