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Substitute Teacher Guide 2023-2024

SUBSTITUTE TEACHER GUIDE 2023/2024 BOARD OF EDUCATION OF WICOMICO COUNTY 2424 NORTHGATE DRIVE SALISBURY, MD 21801

TABLE OF CONTENTS Introductory Letter ........................................................................................................................................ 3 Conditions of Employment for Substitutes................................................................................................... 4 Inclusive Working Hours for Professional Staff........................................................................................... 5 Guidelines/Procedures for Substitutes .......................................................................................................... 6 Salary Scale .................................................................................................................................................. 9 Instructions for Swiping and Signing In/Out .............................................................................................. 10 Frequently Asked Questions about Kronos ................................................................................................ 11 UKG Ready Employee Timesheet Submission .......................................................................................... 12 Salary Payments.......................................................................................................................................... 14 Worker’s Compensation Insurance............................................................................................................. 14 Maryland Healthy Working Families Act................................................................................................... 15 Tax Sheltered Annuity Programs................................................................................................................ 18 403(b) Universal Availability Notice ......................................................................................................... 18 General Policies Criminal Record Check ........................................................................................................................ 20 Employee Drug-Free Workplace Statement......................................................................................... 20 Employment Eligibility Verification.................................................................................................... 20 Discrimination and Sexual Harassment Policy .................................................................................... 20 Non-Discrimination and Anti-Harassment Procedure ......................................................................... 20 Identification Badges............................................................................................................................ 20 Reporting Child Abuse/Neglect Policy ................................................................................................ 20 Reporting Child Abuse/Neglect Regulations ....................................................................................... 20 Acceptable Use of Technology Policy ................................................................................................. 21 Acceptable Use of Technology Procedure ........................................................................................... 21 Social Media Policy ............................................................................................................................. 21 Social Media Procedure ....................................................................................................................... 21 Tobacco-Free Schools Policy............................................................................................................... 21 Communicable Disease and Bloodborne Pathogen Policy .................................................................. 21 Hepatitis B Vaccination Statement....................................................................................................... 21 School Crisis Plan....................................................................................................................................... 22

BOARD OF EDUCATION OF WICOMICO COUNTY 2424 NORTHGATE DRIVE, SUITE 100  P.O. BOX 1538  SALISBURY, MD 21802-1538 TELEPHONE 410-677-4542 FAX 410-677-4416 www.wcboe.org The Board of Education recognizes the importance of the role of the substitute teacher to the operation of an effective school system. Good substitutes are skillful and knowledgeable. Just as the regular classroom teacher must keep up with the latest methods and techniques, so must the substitute teacher. Competent substitutes enable us to provide a continuing instructional program for students. This guide is designed to help substitutes become familiar with the rules, regulations and procedures which affect all public schools in Wicomico County. Information and suggestions for planning and carrying out the instructional program of all grade levels are included. Information on policies and procedures which are related to specific schools will be provided at the individual school. This guide, coupled with help from the school administrators and classroom teachers, hopefully, will enable substitute teachers to provide the optimum help to students they will serve.

BOARD OF EDUCATION OF WICOMICO COUNTY 2424 NORTHGATE DRIVE, SUITE 100 ♦ P.O. BOX 1538 ♦ SALISBURY, MD 21802-1538 TELEPHONE 410-677-4542 FAX 410-677-4416 www.wcboe.org Welcome to the Wicomico County school system. Thank you for giving your time and expertise to the staff and students of Wicomico County Public Schools. Providing an atmosphere and environment that are conducive to the learning process is very important and a serious responsibility. We are very appreciative of your services to us in these areas. In order for Absence Management to operate efficiently and to provide a positive environment for the students of Wicomico County, the following conditions of employment for substitute teachers have been established by the Board of Education. The conditions are not to be considered a discouragement to substitute, but to emphasize the need for a professional commitment from you. A. Excessive lateness, cancellations and/or refusals of assignments, may result in the substitute teacher’s removal from the list of eligible substitutes. B. You must be available to work at least 5 substitute assignments per month. Failure to work 5 assignments per month may result in your name being removed from the active substitute list. Any exceptions to this rule must be approved by the Director of Human Resources or his designee. All requests must be submitted in writing. C. If you are unavailable or not working for two (2) months, you may be removed from the list. Any exceptions to this rule must be approved by the Director of Human Resources or his designee. All requests must be submitted in writing. D. You must be able to perform the essential functions of the job. This includes, but is not limited to, the ability to; work independently, follow a schedule, implement lesson plans, maintain classroom management, and communicate effectively, both orally and in writing, using the English language when deemed necessary. E. You must demonstrate a continued serious attitude toward substitute teaching and adhere to the guidelines and policies as outlined in the Substitute Teacher Guide. F. You must contact the school if you cannot fulfill your commitment for a substitute assignment. Failure to notify and or report to work for any three assignments will be cause to automatically remove your name from the eligible substitute list. G. In the event a school administrator requests a substitute not return to his/her building due to unsatisfactory performance and/or behavior, the substitute will be put on the site’s Exclusion List. Three (3) such requests for the same grade level (i.e. elementary, middle, high) will result in termination. H. You should understand that you will be employed at will which means that either you or the Wicomico County Board of Education can terminate employment at any time. Substitute teachers are maintained on the list of eligible substitutes contingent upon their ability to comply with personal and professional standards of conduct. School administrators reserve the right to request that individual substitutes be placed on their school’s exclusion list. The Director of Human Resources or his designees will review the nature of all requests and you will be notified in writing of the request and personnel action taken. Conduct detrimental to the reputation of individual schools and/or the school system, not in the interest of the instructional program, or constituting a threat to the safety or well- being of students, the community, or school employees will be cause for removal from the substitute list. Failure to comply with the above conditions of employment will cause your name to be subject to removal from the eligible substitute teacher list. You will be notified in writing if we should remove your name from the list. Also, it is imperative that any change in your status be communicated to this office immediately, i.e., name, address, telephone number, availability, etc. If you wish to be removed from the list, you must submit your resignation in writing. Please contact this office at 410-677-4542 or e-mail kcausey@wcboe.org with any changes you may have throughout the year. We look forward to working with you this school year. Vince Pavic, D.B.A., SHRM-CP Director of Human Resources & Employee Relations

INCLUSIVE WORKING HOURS FOR PROFESSIONAL STAFF Code School Name A.M.-P.M. 01 Beaver Run School .............................................................................................................8:45-4:15 40 Bennett Middle School .......................................................................................................8:00-3:30 15 Charles H. Chipman Elementary School ............................................................................8:30-4:00 47 Choices................................................................................................................................7:30-3:00 02 Delmar (MD) Elementary School .......................................................................................7:45-3:15 03 East Salisbury Elementary School ......................................................................................8:45-4:15 04 Fruitland Intermediate School.............................................................................................8:45-4:15 05 Fruitland Primary School ....................................................................................................8:45-4:15 06 Glen Avenue Elementary School ........................................................................................8:30-4:00 41 James M. Bennett High School...........................................................................................7:30-3:00 42 Mardela Middle and High School .......................................................................................7:30-3:00 07 North Salisbury Elementary School....................................................................................8:15-3:45 Magnet School ....................................................................................................................7:45-3:15 08 Northwestern Elementary School .......................................................................................8:30-4:00 43 Parkside High School / CTE ...............................................................................................7:30-3:00 09 Pemberton Elementary School............................................................................................8:15-3:45 Magnet School ....................................................................................................................7:45-2:45 10 Pinehurst Elementary School .............................................................................................. 8:15-3:45 11 Pittsville Elementary/Middle School ..................................................................................7:30-3:00 13 Prince Street Elementary School.........................................................................................7:30-3:00 49 Salisbury Middle School.....................................................................................................7:30-3:00 48 Schumaker Complex ...........................................................................................................7:30-3:00 16 West Salisbury Elementary School .....................................................................................8:15-3:45 18 Westside Intermediate School.............................................................................................8:45-4:15 17 Westside Primary School ....................................................................................................8:45-4:15 45 Wicomico Middle School ...................................................................................................7:30-3:00 46 Wicomico High School.......................................................................................................7:30-3:00 19 Willards Elementary School ...............................................................................................7:45-3:15

GUIDELINES & PROCEDURES FOR SUBSTITUTES 1. Substitutes should plan to arrive at school in sufficient time to look at plans and to familiarize themselves with procedures. If you know that you will be arriving late, notify the school immediately. 2. Please follow school procedures for signing in and signing out. Please report actual sign-in and sign-out time regardless of the beginning/ending time of the assigned job. 3. Substitutes are expected to work the same hours as the teacher or instructional assistant for whom they are substituting. Any deviation from a substitute’s assigned work schedule will need to be approved by School Administration. 4. A substitute may be requested by school administration to cover a different assignment from the one originally accepted. School administration are responsible for maintaining what is in the best interest of their students on a daily basis and reserve the right to appropriate staff, including substitutes to meet the needs of the school. A substitute’s dependability and flexibility in are crucial to providing those students a continued instructional program. 5. If an emergency should arise which prevents you from reporting to a job after you have accepted, you must inform the school immediately so that other arrangements can be made. DO NOT FIND YOUR OWN REPLACEMENT. If you cannot reach anyone at the school, you should call 410-677-4542. Please leave a message if it is before or after office hours. 6. Personal appearance and hygiene of substitutes should be appropriate for the educational position they fill. While school administrators will determine appropriate dress on a case-by-case basis, halter style tops, tank tops, open midriff blouses, miniskirts, cut-offs, and tee shirts with advertising or suggestive statements are not considered appropriate. 7. Substitutes should not display inappropriate conduct in the classroom. In addition, the use of inappropriate language and/or topic is strictly prohibited. Disciplinary measures up to and including removal from the substitute list will be taken should an incident occur. 8. The most important responsibility of the substitute is to assure that the student’s educational program continues with as little change as possible due to the absence of the classroom teacher. 9. Students are to complete work left by regular teacher. Lesson plans will be provided by the regular classroom teacher for a minimum of two days. If you find no plans, contact the principal or assistant principal for guidance in instructional procedures. 10. If you are substituting for more than two days, you will be required to make your own daily plans. Your lesson plans should have definite purposes and objectives based on the curriculum. Remember that wellplanned lessons make for a smooth running day and will eliminate many discipline problems. 11. Long term substitutes are required to follow the same schedule as the teacher for whom they are substituting. This may include staff meetings, PTA meetings, parent conferences, etc. If you have any questions concerning your long term assignment, please contact the school principal for clarification. 12. Telephone calls of a personal nature should be limited to "emergency" situations only. 13. Using cell phones to take pictures of students is strictly prohibited. 14. Sleeping on school property during work hours is unacceptable. Employees found to be doing so could be subjected to serious disciplinary action leading to termination or dismissal from Wicomico County Board of Education. 15. Take attendance in each class. Ask for notes on children who report to special classes, who are on medication, etc. Substitutes must keep all information regarding students confidential. Any person having access to records of students or personal information relating to a child’s intelligence, ability to perform, family relationships or permanent records card data should hold this information strictly confidential.

16. Substitutes are required to remain with students at all times when the schedule calls for it. Under no circumstances should students be left in an unsupervised location, e.g., school hall, classroom, etc. Remaining with students is also important in the case of assemblies, as substitutes are responsible for the behavior of students under their supervision. 17. Suspected child abuse must be reported to the appropriate agencies. (See Reporting Child Abuse/NeglectR, Section III, 4). 18. Any student injured during the school day should be sent to the health room where the school nurse can fill out the Pupil/Visitor Accident report form. 19. Fire drill procedures and directions for evacuating the building should be furnished to the substitute or be posted in the room. Ask for this information if it is not posted in the room.. Familiarize yourself with the fire drill exit for the room(s) in which you will be teaching. Take the class register, or grade book, and close all windows and doors. 20. The Superintendent of Schools requires that all schools/buildings have contingency plans for emergency situations. Codes are used to commence a particular sequence of actions by staff. They are to be used when it is necessary to communicate quickly. Substitutes should become familiar with the sequence of events associated with each code. Codes are listed on page 21 of this guide. 21. Wicomico County schools operate on a six-day cycle rather than a weekly calendar. Days are referred to as A, B, C, D, E, and F. Most subjects meet each of the letter days, but some meet every other day (A, C, E, or B, D, F). The letter days continue consecutively even after emergency closings. No letter day is “missed” during the school year. 22. In order to keep the substitute roster updated, it is most important that the Board of Education be kept aware of the availability, current telephone number and address of substitutes. Any changes can be made by calling Kathryn Causey at 410- 677-4542 or you may e-mail kcausey@wcboe.org. Should you wish to terminate substitute services you must submit your resignation in writing to the Office of Human Resources. 23. At no time should substitutes send any type of correspondence to the parents of students unless authorized and preapproved by school administration. 24. Use of the school computer should be limited to the purpose of those duties assigned to you by the school administrator or those duties required to carry out instruction in the classroom. CHECKLIST OF MATERIALS THAT SHOULD BE AVAILABLE FOR SUBSTITUTES 1. Posted fire drill procedures 2. Appropriate class list 3. Procedures for checking class list 4. Names of class helpers and their duties 5. List of children needing medication or with any special health problems 6. List of everyday procedures for papers, lunch, absences, break, T.V., class changes, etc., with necessary forms available 7. Names of teachers on same grade level, in the department, and/or subject area 8. Daily schedule including children going to special areas 9. Teacher’s plans 10. Teaching materials and equipment 11. Crisis Management Plan NOTE TO SUBSTITUTE: If these things are not available, please contact the school office.

DISCIPLINE Under no circumstances are substitutes to use CORPORAL punishment or to physically or verbally abuse a student. All discipline problems the substitute cannot handle should be referred to the school office. FAILURE TO ADHERE TO THIS POLICY WILL RESULT IN YOUR REMOVAL FROM SUBSTITUTE TEACHING. As a substitute, you will be encountering many new and different situations during your time in the classroom. Regardless of the situation, you will find it most important that you quickly establish the proper atmosphere necessary for a classroom to function properly. You should manage the classroom with a good “common” sense approach and should treat students with the same respect that you expect from them. You should remember that you might return to a particular teaching situation on several occasions. If you have established your reputation as a substitute who means business, your teaching days will be most enjoyable. Should you be confronted with a disciplinary problem you cannot handle, contact the school principal or assistant principal immediately. If a student is creating a problem that warrants his immediate removal from the class, do so only after you direct him to report to the school office. You should notify the school office immediately by sending a note stating the particular problem (with another student). NEVER LEAVE STUDENTS UNATTENDED!! Suggested ways to avoid discipline problems: 1. Do what you say you will do–be consistent 2. Idle threats are just that; avoid making them. 3. Losing your cool only adds to the problem. 4. Create an atmosphere conducive to learning. 5. You, the substitute teacher, are in charge of the class; verbal battles and power struggles should be avoided. 6. Show an interest in the students and the things they consider important. 7. Retain your sense of good humor–smile! 8. Keep the voice well modulated (loudness on your part is conducive to loudness on their part). 9. Always expect the best from the students. 10. Be patient, friendly, understanding, fair and firm. 11. Prepare well-planned lessons. 12. Maintain a good personal appearance. 13. Have proper heat, ventilation and light.

WICOMICO COUNTY BOARD OF EDUCATION 2023-2024 SUBSTITUTE SALARY SCALE DAILY LONG TERM* With minimum of 30 credit hours but less than a bachelor’s degree $ 100 $ 120 With bachelor’s degree or more $ 125 $ 145 Retired teachers $ 150 $ 170 *Long-term Substitute Teacher Assignment defined as 15 or more consecutive days in the same role or dedicated school-based substitute *Long-term substitute positions requiring daily planning receive an additional $10 per day. * Any exceptions to this rule must be approved by the Director of Human Resources

SIGN IN AND SIGN OUT PROCEDURES AND KRONOS SWIPING INSTRUCTIONS FULL DAY ASSIGNMENT: 1. Sign in and sign out in school office (mandatory) 2. Kronos swipe in and swipe out at time clock (mandatory) ** (you do not need to enter your job number for full day assignments) ** ➢ Swipe badge upon arrival at school. ➢ Swipe badge upon completion of assignment. HALF DAY ASSIGNMENT: 1. Sign in and sign out in school office (mandatory) (If you have 2 half day assignments at different schools you will need to sign in and sign out at both schools) 2. Kronos procedures when working one half day assignment per day. (mandatory) ➢ Swipe badge upon arrival at school. ➢ Swipe badge upon completion of assignment. 3. Kronos procedures when working two half day assignments on the same day. Kronos Procedure for Job # 1 (in the a.m.) • Swipe badge upon arrival at school. • Swipe badge upon completion of assignment. Kronos Procedure for Job # 2 (in the p.m.) • Enter job confirmation number when swiping in to 2nd assignment. • Swipe badge upon completion of 2nd assignment.

KRONOS FAQ’s Do I still need to sign-in with my payroll number in the school’s main office? Yes, it is mandatory to sign in and out. How critical is it for me to remember to enter my job # in Kronos for payroll purposes when working a half day (1/2) assignment? Very critical. The job number matches up to a pay batch in the Kronos payroll system, which in turn initiates payment for the assignment. The school’s main office should have a daily listing of the job #’s as well as the names of the substitutes who have accepted the assignments. What happens if I accept a verbal assignment and upon arriving at the school find that the job has not been entered in Absence Management? Swipe in and swipe out as usual. The bookkeeper will correct your time in Kronos. What happens if I have already swiped in using a job number that I accepted through Absence Management and the school administrator assigns me to a different assignment with a new job number? You do not have to swipe again to the new job number. The bookkeeper will correct your time in Kronos. What if I arrive at a school and I have forgotten my ID badge? You will need to speak to the bookkeeper so that she/he can enter your time in Kronos. You should also obtain a visitor’s badge from the school’s main office for identification purposes. You will still be required to sign in and out. What is the procedure if I accept an assignment that requires me to travel to multiple schools but is listed under one job number? Initial school: sign in and swipe in. Last school: sign out and swipe out.

UKG READY Employee Timesheet Submission 1. Log into Kronos. From your dashboard click the Clock icon/link in the upper right corner of the Clock widget. 2. When on the Timesheet screen, ensure you are looking at the CORRECT Pay Period. To change to a different pay period, click the left or right arrow in the upper left part of the screen. Review your hours for each day and ensure they are correct. To view details about a specific day, click on the day and additional in/out punch information will display. If you have any issues with your timecard contact your bookkeeper/pay editor before submitting. 3. If you agree with your hours: a. In a web browser, click the Submit button (NOT the Approve button) at the top right of the screen.

b. In the mobile app, click the ellipsis (3 dots) at the bottom of the screen then click Submit (not approve). 4. Click the OK button to confirm you are ready to submit your timesheet. Comments are optional. 5. Once submitted successfully, you will receive a confirmation screen. Click OK to close that window.

SALARY PAYMENTS 1. Salary payments for all substitute employees will be made through the Board of Education payroll system. Pay Date For Days Worked 09/15/23 08/16/23 – 08/31/23 09/29/23 09/01/23 – 09/15/23 10/13/23 09/16/23 – 09/30/23 10/31/23 10/01/23 – 10/15/23 11/15/23 10/16/23 – 10/31/23 11/30/23 11/01/23 – 11/15/23 12/15/23 11/16/23 – 11/30/23 12/28/23 12/01/23 – 12/15/23 01/12/24 12/16/23 – 12/31/23 01/31/24 01/01/24 – 01/15/24 02/15/24 01/16/24 – 01/31/24 02/29/24 02/01/24 – 02/15/24 03/15/24 02/16/24 – 02/29/24 03/27/24 03/01/24 – 03/15/24 04/15/24 03/16/24 – 03/31/24 04/30/24 04/01/24 – 04/15/24 05/15/24 04/16/24 – 04/30/24 05/31/24 05/01/24 – 05/15/24 06/14/24 05/16/24 – 05/31/24 06/28/24 06/01/24 – 06/15/24 Wicomico County Board of Education requires a mandatory direct deposit for all employees. If a completed direct deposit form is not submitted to payroll by the end of the second pay period after initial hire, a paycard will be issued to that employee. Adequate notice (15 days) must be given for the original authorization to take effect, to withdraw from the plan, or for a change in bank account, or banking institution. Employees may elect to have their checks deposited in a checking or savings account, or combination thereof. Authorization forms are available at the Northgate Drive office or from any school office. Newly hired substitute teachers may pick up their initial paycheck from the receptionist at the Northgate Drive office prior to 4:00 pm on the above pay dates. Checks not picked up will be mailed on the next working day. All future salary payments will be made through the direct deposit and will be available for viewing on employee online. It is recommended that substitutes keep accurate and thorough records pertaining to when and where they report for substituting and compare that information to their salary payment. Any discrepancies should be referred to the Payroll Department (410-677-4498 /4436 /4590). WORKER’S COMPENSATION INSURANCE 1. All substitute teachers are covered by Workers’ Compensation during the school hours for which they are employed. 2. Should an injury occur, immediate notification must be given to the school nurse so a claim can be filed.

Maryland Healthy Working Families Act (House Bill 1) Procedures I. Purpose The purpose of these procedures is to implement the passage of the Maryland Healthy Working Families Act II. Who is Covered All employees working 26 hours or more per pay period on a regular basis who are not already receiving the minimum amount of leave reflected in these procedures, or who are covered under a collective bargaining agreement. III. What is the Maryland Healthy Working Families Act? It is a Maryland Law that went into effect on February 11, 2018. The Law provides for sick leave for employees working at least 26 hours or more per pay period on a regular basis. The employee can use this sick leave for the following reasons: • Care or treat for the employee’s own mental or physical illness, injury or condition, • Obtain preventative medical care for the employee or a family member, • Care for a family member’s mental or physical illness, injury, or condition, • Maternity or paternity leave, • Absences due to domestic violence, sexual assault, stalking during the employee’s relocation or to obtain any of the following for the employee or employee’s family member: o Medical or mental health attention, o Services from a victim services organization, o Legal services IV. Definition of a Family Member Under this Law, a family member is defined as: • Spouse, • Child(ren), including biological, foster, adopted, step, as well as any child for which the employee has legal or physical custody or guardianship, or stands in loco parentis, • Parent, including biological, foster, adopted, or step for the employee or the employee’s spouse, as well as one who was the legal guardian of or stood in loco parentis to the employee or employee’s spouse, • Grandparent, including biological, foster, adopted, or step of the employee, • Grandchild, including biological, foster, adopted, or step of the employee, • Sibling, including biological, foster, adopted, or step of the employee. V. Leave Accrual and Carryover Leave will accrue at the rate of one (1) hour for every thirty (30) hours worked. Leave accrual will begin on the date of employment, however earned leave cannot be used during the initial 106 days of employment with WCPS. The total amount of leave that may be accrued in any fiscal year (July 1 – June 30) is 40 hours. Up 40 hours of leave can be carried over into a new fiscal year. Leave may not be borrowed prior to earning, and any unused leave will not be paid out upon termination. Employees rehired within 37 weeks of leaving employment with the Board of Education will be eligible to have any unused leave reinstated that was previously available upon termination. VI. Leave Use and Notification Procedures Generally, employees should submit a request to use available leave seven (7) days’ prior to using leave. If the

use of leave is not foreseeable, the request must be submitted as soon as practicable, but not less than 1 ½ hours prior to the employee’s normal reporting time. If a leave request is submitted within 1 ½ hours of the reporting time, the leave request will be denied. Verification of appropriate use of leave (i.e., doctor’s note, etc.) will be required for any employee using more than 2 consecutive scheduled work days , or if leave is used between the 107th through 120th day of beginning employment. Failure to provide this verification will result in subsequent requests for leave for the same reason being denied. VII. Requesting Leave The procedures for requesting leave can be found here: For substitutes: For substitutes wishing to use sick leave for a doctor’s appointment that is in the future, and NO sub job has already been accepted for that date: Email Carol Gehrdes in payroll (cgehrdes@wcboe.org) to request to use either a half or whole day of sick leave for the day of the appointment. If requesting more than two consecutive days of sick leave, you must attach a doctor’s note. You will be paid for this time provided you have sufficient sick leave balance. For substitutes that fall ill after accepting a sub job, or for long term subs that are in a long-term sub job and become ill: 1. Call the Assistant Principal of the school and request to use a sick day. 2. Assistant Principal enters a supplemental sub job in Absence Management choosing vacancy profile “sub for a sub” (same as a current process when a long- term subs call in sick). 3. Bookkeeper in the school will confirm (using Kronos) that the sub does in fact have sufficient sick leave balance (at least 3.5 hours of sick leave time to use a half day and 7 hours of sick leave time to use a whole day): If sufficient balance: a. School bookkeeper will put sick leave day in Kronos along with an in swipe so that the sub job will automatically pay (our sub jobs automatically pay if there is an in swipe on the same day as a job in Absence Management for that employee). Sick leave used gets pulled from Kronos to Business PLUS at the end of each pay period. b. School bookkeeper will email Carol Gehrdes, cgehrdes@wcboe.org, Kathryn Causey, kcausey@wcboe.org and Cris Bryson cbryson@wcboe.org with sub’s name and date of sick leave. If insufficient balance: c. Leave line blank in Kronos and sick sub will not receive pay for accepted job since there is no matching swipe for that day. Notify administration to remove job if single day or Carol Gehrdes /Kathryn Causey when LT job.

Leave time will be accrued and stored in our ERP system Power School BusinessPLUS based on credit of 7 hours a day for full days worked and 3.5 hours a day for half days worked. The balance will be pushed over to Kronos twice a month as it currently is for benefitted employees through a BusinessPlus to Kronos interface. For Hourly Employees: 1. If an hourly employee calls in sick (half or whole day) to their Kronos editor, the following steps will be performed: 2. Kronos editor will confirm (using Kronos) that the employee does in fact have sufficient sick leave balance using report emailed weekly: If sufficient balance: a. Kronos editor will put sick leave hours in Kronos. Sick leave used gets pulled from Kronos to Business PLUS at the end of each pay period. Kronos editor will then add a line and also put in the number of task hours along with the task code so that the sick employee will get paid for those hours: If insufficient balance: b. Remove task number, “No Work” (with a comment), Raw total of 0.01 will be entered in Kronos and sick employee will not receive pay.

WICOMICO COUNTY BOARD OF EDUCATION CONTRACTUAL EMPLOYEE’S GUIDE Tax-Sheltered Annuity Programs 403 (b) Plan A 403(b) Plan, also known as a tax-sheltered annuity (TSA) plan, is a retirement plan for employees of public schools. There are benefits to contributing to a 403(b) Plan. The first benefit is that you do not pay income tax on allowable contributions until you begin making withdrawals from the plan, usually after you retire. The second benefit is that earnings and gains on amounts in your 403(b) account are not taxed until you withdraw them. Once you enroll, contributions are made under a salary reduction agreement which allows your employer to withhold money from your paycheck to be contributed directly into a 403(b) account for your benefit. There are limits on the amount of contributions that can be made to your 403(b) account each year. You can enroll in the 403(b) plan and make changes at any time during the year. Employees who contribute to their 403(b) account will be eligible for an employer 401(a) match. Lincoln Financial Group is the sole provider for the WCPS 403(b) Plan. You have the option of choosing your investments from an array of mutual funds. In addition to the core mutual funds, participants will also have the option of investing in 15 LifeSpan allocation models. These time based asset allocation models provide participants with a pre-selected, diversified mix of the core mutual funds which are allocated to align with your target retirement or distribution date. They are automatically rebalanced each year and become more conservative as you approach your target retirement age. Wicomico County Public Schools 403(B) Plan Universal Availability Notice This notice is required to be provided annually to all employees and provides important information regarding the 403(b) plan in which you are eligible to participate (the “plan”). You may want to take this opportunity to either (1) begin making pre-tax and/or Roth 403(b) elective deferral contributions or (2) review your current elections and decide if you want to make changes. Before making any initial elections or changes, be sure to consult the written plan and any other materials provided to you that explain the terms of the plan. When can I enroll? You are eligible to enroll immediately upon your date of hire or any time thereafter. You may choose your initial elective deferral rate by visiting LincolnFinancial.com, meeting with a Lincoln Financial Retirement Consultant or speaking with a Lincoln Financial Customer Service Representative by phone at 1.800.234.3500. The Lincoln Financial Retirement Consultant for Wicomico County Public Schools is Vince Reagan, and he can be reached at 703.254.8715 or Vincent.Reagan@LFG.com. Schedule an appointment with Mr. Reagan by using the on online scheduler at https://lfg.com/wicomicoschedule and select from the available time slots. Appointments are held at Central Office, 2424 Northgate Drive, Suite 100, Salisbury, MD 21801. Can I change or stop my elective deferral contributions? You may change your elective deferral contributions daily during the plan year. You are permitted to revoke or cancel your election at any time during the plan year. When are my elective deferral contributions effective? After completing the enrollment requirements, your elective deferral contributions will begin on the next pay period or as soon as administratively possible. What is the maximum amount that I can contribute? The Internal Revenue Code limits the annual contributions you can make to a 403(b) plan and the limits are adjusted each year. The 2021 limits are as follows: • Elective deferral limit $19,500 • Age 50 catch-up $ 6,500 • 15 years of service catch-up $ 3,000*

WICOMICO COUNTY BOARD OF EDUCATION CONTRACTUAL EMPLOYEE’S GUIDE * The 15 years of service catch-up contribution applies before the age 50 catch-up contribution and is based on a formula that takes into account all past contributions to the plan and the employee's total years of service to the employer. The maximum allowable for the 15 years of service catch-up is $3,000 per year up to a $15,000 lifetime benefit, but an employee's actual catch-up may be lower than this maximum. Will my employer make additional contributions? In addition to your pre-tax and/or Roth 403(b) elective deferral contributions, the plan may allow for additional employer contributions. Please see your written plan for additional contributions that may be available to you under the plan. Whom do I contact for additional information? To learn more about 403(b) plans, please visit http://www.irs.gov and search for Publication 571. If you have any questions about how the plan works or your rights and obligations under the plan, please contact your plan administrator at: Michelle Hillman, Lead Human Resource Specialist 2424 Northgate Dr., Suite 100 P.O. Box 1538 Salisbury, MD 21802-1538 410-677-4578 mhillman@wcboe.org 401(a) Matching Plan The 401(a) Matching Plan is a tax-deferred retirement savings plan. The Board will automatically enroll you in the Plan when you sign up for the 403(b) Tax Shelter Annuity Program. The Board may make employer contributions on behalf of employees who contribute to a 403(b) through a payroll deduction. The annual contribution is determined by the Board and amount of the contribution may change from year to year. 457(b) Plan A 457(b) Plan is a non-qualified tax-deferred compensation plan. Lincoln Financial Group is the sole provider for the WCPS 457(b) Plan. Employees set aside money for retirement on a pretax basis. Once you enroll, contributions are made under a salary reduction agreement which allows your employer to withhold money from your paycheck to be contributed directly into a 457(b) account for your benefit. The 457(b) contributions grow tax free until withdrawal at retirement or termination of employment. Wicomico County Board of Education does not make any matching contributions to employee contributions to the 457(b) Plan. There are limits on the amount of contributions that can be made to your 457(b) account each year. You can enroll in the 457(b) plan and make changes at any time during the year.

GENERAL POLICIES FINGERPRINTING AND CRIMINAL RECORD CHECK All costs incurred in the completion of fingerprinting and criminal record check will be paid by the applicant at the time of fingerprinting. CRIMINAL BACKGROUND CHECKS POLICY ADM-HRR-PL-011, Criminal Background Checks Policy EMPLOYEE ALCOHOL, CONTROLLED SUBSTANCE AND DRUG-FREE WORKPLACE POLICY ADM-HRR-PL018, Employee Alcohol, Controlled Substance, and Drug-Free Workplace Policy EMPLOYMENT ELIGIBILITY VERIFICATION Any person hired after November 6, 1986, must complete Form I-9, Employment Eligibility Verification, by authority of Title 8, United States Code, Section 1324A. This form is used to verify an individual’s eligibility for employment in the United States and must be completed within three (3) working days from the date of hire. Failure to complete said form and present documents necessary to prove eligibility for employment in the United States will constitute a violation of your employment with the Wicomico County Board of Education and may call for your immediate dismissal. HARASSMENT AND SEXUAL HARASSMENT POLICY & PROCEDURE ADM-HRR-PL-024, Harassment and Sexual Harassment Policy ADM-HRR-PR-004, Nondiscrimination and Anti-Harassment Procedure IDENTIFICATION BADGES It is expected that all employees, volunteers, and anyone who regularly works in or visits our school system buildings or schools will wear identification badges and abide by the following rules and procedures: 1. All school system employees who work in a school or school system building must wear a Board issued identification badge verifying that they are approved to be in the school system building. This identification badge must be worn so that it is clearly visible to others. 2. Substitutes and contractual employees must wear a Board issued identification badge. Substitute and contractual identification badges will have an expiration date at the end of each school year. If the substitute or contractual employee returns to work the following school year, a new identification badge will be issued with a new expiration date. 3. Wearing the proper identification DOES NOT preclude a person from reporting to the school or school system building reception area. It is still the responsibility of all visitors to that school system building (this includes employees that do not work in that specific building) to report to the reception area. 4. At the same time the identification badge is issued, the employee will receive the identification card and a clip. If the employee wishes to use any other apparatus to display the badge, that is permissible; however, the employee is responsible for obtaining that apparatus. It will not be issued or replaced by the WCBOE. 5. The employee is responsible for the care of the badge at all times. The badge should not be used for other purposes, which may damage the badge or prohibit it from being read by the Kronos (time and attendance) equipment. In no way should the identification badge picture be defamed or altered in such manner that the badge cannot be identified or utilized for its intended purpose. The area supervisor has the right to determine

if personalization of the employee’s identification badge has exceeded the intent of the identification badge. (Example: Employee’s appearance has been drastically altered, etc.) 6. If a badge does get misplaced or damaged to the extent it will no longer scan, the employee must request a new badge using the “Request for a New ID Badge” form. The replacement fee for the badge will be payroll deducted from the employee’s next paycheck. The replacement fee does not pertain to those badges that require issuance each school year for substitutes and contractual employees. Any required reissue for name change, location change, etc., will be done at no charge. 7. Any questionable condition of the badge will be determined by the Human Resources Department. If a badge has to be replaced numerous times due to damage or misuse by the employee, disciplinary action may result. 8. Employees are to return identification badges when they separate from employment. Failure to return an identification badge may result in the withholding of accrued salary or the employee’s separation may be considered “not in good standing” until it is turned in. 9. Anyone failing to properly wear an identification badge must be reported immediately to the building or school reception area where an administrator will question them. 10. The identification badge is intended for the sole use of the employee who is identified on the badge. An employee’s identification badge shall never be used by another employee for any reason. 11. Failure to abide by these rules and procedures may result in disciplinary action. REPORTING OF CHILD ABUSE AND NEGLECT POLICY & PROCEDURE SFS-GEN-PL-002, Reporting of Child Abuse and Neglect Policy SFS-GEN-PR-022, Reporting of Child Abuse and Neglect Procedure ACCEPTABLE USE OF TECHNOLOGY POLICY ADM-TEC-PL-004, Acceptable Use of Technology Policy ADM-TECH-PR-002, Acceptable use of Technology Procedure WCBOE SOCIAL MEDIA POLICY ADM-HRR-PL-019, WCBOE Social Media Policy ADM-HRR-PR-008, Social Media and other Electronic Communications Procedure – Employee Use TOBACCO-FREE SCHOOLS POLICY BOE-GEN-PL-011, Tobacco-Free Schools Policy COMMUNICABLE DISEASE AND BLOODBORNE PATHOGEN POLICY SFS-HEA-PL-004, Communicable Disease and Bloodborne Pathogen Policy HEPATITIS B VACCINATION STATEMENT All employees who have been identified as having exposure to blood or other potentially infectious materials will be offered the hepatitis B vaccine, at no cost to the employee. The vaccine will be offered within ten (10) working days of their initial assignment to work which involves the potential for occupational exposure to blood or other potentially infectious materials. This does not apply if the employee has previously had the vaccine or wishes to submit to antibody testing which shows the employee to have sufficient immunity. Employees who decline the hepatitis B vaccine will sign a waiver. Employees who initially decline the vaccine, but who later wish to have it may then have the vaccine provided at no cost.

SCHOOL CRISIS PLAN 2022-2023 Code Emergency Actions Normal All Clear Return to normal operations. Specific instructions will accompany this announcement. Safe in Place Safe in Place-To be used after a Lockdown situation. If a potential physical threat exists around a school but it has been determined that the inside school environment is potential safe, this Code can be used. All students in portable classrooms should remain in place. All external doors should be locked. No one is permitted to enter or leave the building. All internal doors remain locked. No students or staff members are to be in the halls unless instructed to be there by Administration. Blinds and curtains on windows should be closed. Monitor email and mobile radios. Instruction should proceed as routinely as possible. Safe in Place will remain in effect until Administration is notified by the proper authorities to go to a different level of security. Debriefing session will follow. Lockdown Unknown threat inside or around the school-this code will be announced when it is necessary to go into lock down situation. This would include when drug dogs are brought into the building or if a violent act has been committed in or around the building. All students in portable classrooms should remain in place. Any students outside the main building are brought inside. All internal and external doors are locked immediately. All staff and students are removed from hallways and public access areas. Any staff member who has a student in their presence who is not normally assigned to them should report the names of the students to the office as soon as possible via radio, email, or phone. Keep communication with the office on an “Emergency Need” only. Monitor email and mobile radios. No one is to leave or enter the school under this code. All blinds or curtains on the windows should be closed. Staff and students need to be taken to their designated safe area, unless otherwise notified. Administrator will advise staff periodically about the status of the situation. This code will remain in effect until the administration notifies the staff of a different level of security. Debriefing session will follow.

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