Microsoft Word - Brant Aneisha, Compensation Letter, 080923

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HAMPTON COUNTY SCHOOL DISTRICT

TERMS & CONDITIONS OF EMPLOYMENT

2023-2024

Salary

Professional Staff

The board will attempt to pay its professional staff at a level that will attract and retain individuals who exhibit a strong

commitment to education and who have the skills necessary to effectively implement the district’s educational program.

The compensation of certified staff is based on the state salary schedule with local supplements as approved by the board.

The schedule takes into consideration the levels of professional training and years of service.

Upon recommendation of the superintendent, the board awards contracts to professional staff as required by state law.

Upon recommendation of the superintendent, the board will notify teachers in writing of their employment status before

May 1st of each year. Teachers who are reemployed must give written acceptance of their contracts to the superintendent

before May 11th of each year. Failure to give such notification constitutes contract rejection.

Support Staff

The board will base the salary of all support staff on salary schedules or hourly rates set by the board on the

recommendation of the superintendent. The board will set compensation according to the responsibility of the position,

services rendered, evaluation of performance, years of service, provisions of the district’s operational budget, and any

applicable state and federal laws. The effective date for all salary changes as determined by the salary schedule or by

action of the board is July 1

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Experience Credit Procedure

New Hires

The HR Director will make the determination of years of experience credit based on the following

criteria:

•

If the applicant has direct experience in the same area for which he or she is being hired, the applicant

should receive credit for all the experience in the area.

Ex.

Bookkeeper or accountant with prior

bookkeeping or accounting experience as indicated on the application or resume.

All documented one for

one direct experience must be verified prior to completion of the hiring

process.

•

If the applicant’s experience is indirectly related, the applicant can be given one half credit for

each

year applicable.

Example:

A bookkeeping applicant with secretarial/office experience,

but

bookkeeping experience.

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•

Written documentation,

which should include position offered, position grade if applicable, years of

experience credited and beginning salary,

should be done for all

new hires, and placed in

the employee’s

file.

The new

hire’s

signature

required

this document.

Current Employees Changing Positions

•

If a current classified employee changes to a new position,

his or her current years of experience

will

follow.

Certified staff years of experience is determined by the state department of

education.

•

No additional prior years’ experience will

be awarded after the initial employment process has

been

completed and documented without the prior approval of the superintendent or the superintendent’s

designee.

•

Written documentation,

which should include position offered, position grade, years of experience

credited, and beginning salary should be placed in the employee’s personnel file.

The employee’s

signature is required on this document.

•

If a current employee transfers or is promoted to a new position for which the employee had

direct

indirect experience prior to coming to the district, the employee can now

be given

this credit

addition

retaining

any

experience credit earned

employee of

the

district.

The HR

Director is responsible for ensuring that all personnel files are kept confidential,

and the HR staff

understand

staff issues are not to be discussed with other staff members who otherwise would not be

privy to the

information.

The

HR Director is responsible for ensuring that employee files are updated on a yearly basis and a clear paper trail

has been created.

A paper trail can be maintained with a Personnel

Sheet, Employee Action

Form, or an Employee

Master Sheet.

All employees should receive an updated Personnel Sheet or

Employee Master Sheet annually and a

copy should be placed in their personnel file annually.

NOTE: When determining the years of experience credit, the Recommendation for Giving Years of

Experience Credit form must be used for classified staff only. The years of experience credit for certified

staff will be the same number of years listed on the employee’s South Carolina Certified Teachers License.

How Classified Salaries are Calculated

Classified salaries are calculated by taking the hourly rate by the number of hours worked by the number

of work calendar days.

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Formula

hourly rate X hours worked X work calendar days = Annual Salary

Example

$5.00/hour X 5 hours/day X 100 work calendar days = $2,500.00 Annual Salary

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Paycheck Disbursal

Employees are paid in 24 increments. The annual salary / pay is divided into equal payments to be paid in accordance with

the District's payment schedule. All salaries are set based on the salary schedule approved by the school board for the

employee’s position. Automatic deposit of payroll checks is available for all employees to the bank of their choice. If

automatic deposit is not elected, employees may pick up their paper check at their primary worksite by 3:00pm on the pay

date issued.

For all employees, payday is the fifteenth and thirtieth day of the month unless the aforementioned days fall on the

weekend. In such situations, payday will be the preceding Friday. Paydays are also adjusted in the event the fifteenth and

thirtieth of the month fall on a holiday. In such instances, employees are paid prior to the holiday.

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SalariedEmployeesarepaid1/24

oftheirSalaryeachcheckdate.

180Day–220Daysalariedemployeesarepaidtwoaccrualchecks.

*Accrualchecks

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Themonthlyscheduleforsalaryemployeesiscalculatedbasedonanannualsalaryspreadover24paychecks.

Ifanemployeeishiredorleavesmid‐year,thesalaryisadjustedbasedonaproratedamount.240‐/245‐DAY

contractemployeesarepaidJulytoJune,whileallothergroupsarepaid

AugustthroughJuly,receiving

accrualchecksforthemonthofJuly.AlthoughaccrualchecksareissuedJuly,theywillbepre‐datedforJune

28,astheFYendsJune30.

PaySchedule

forselect

EMPLOYEE

CATEGORIES:



1. 180Day

2. 185Day

3. 190Day

4. 200Day

5. 210Day

6. 220Day

Pay

Period

Pay

Date

PaySchedule

forselect

EMPLOYEE

CATEGORIES:



1. 240Day

2. 245Day

Pay

Period

PayDate

1 15‐Aug 1 14‐Jul

2

30‐Aug

2 29‐Jul

3 15‐Sep 3 15‐Aug

4 29‐Sep 4 30‐Aug

5 13‐Oct  5 15‐Sep

6 30‐Oct  6 29‐Sep

7 15‐Nov 7 13‐Oct

8 30‐Nov 8 30‐Oct

9 15‐Dec 9 15‐Nov

10 29‐Dec 10 30‐Nov

11 15‐Jan 11 15‐Dec

12 30‐Jan 12 29‐Dec

13 15‐Feb 13 15‐Jan

14 29‐Feb 14 30‐Jan

15 15‐Mar 15 15‐Feb

16 29‐Mar 16 29‐Feb

17 15‐Apr 17 15‐Mar

18 30‐Apr 18 29‐Mar

19 15‐May 19 15‐Apr

20 30‐May 20 30‐Apr

21 14‐Jun 21 15‐May

22 28‐Jun 22 30‐May

23* 15‐Jul 23 14‐Jun

24* 30‐Jul 24 28‐Jun

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SalaryEmployees



Accruals*

Period

Number

START END PAYDATE 240–

245Pay

Period

180–

220Pay

Period

1 07/01/2023 07/09/2023 14‐Jul 1

2 07/10/2023 07/16/2023 28‐Jul 2

3 07/17/2023 07/30/2023 15‐Aug 3 1

4 07/31/2023 08/13/2023 30‐Aug 4 2

5 08/14/2023 08/27/2023 15‐Sep 5 3

6 08/28/2023 09/10/2023 29‐Sep 6 4

7 09/11/2023 09/24/2023 13‐Oct 7 5

8 09/25/2023 10/08/2023 30‐Oct 8 6

9 10/09/2023 10/22/2023 15‐Nov 9 7

10 10/23/2023 11/05/2023 30‐Nov 10 8

11 11/06/2023 11/19/2023 15‐Dec 11 9

12 11/20/2023 12/03/2023 29‐Dec 12 10

13 12/04/2023 12/17/2023 15‐Jan 13 11

14 12/18/2023 01/14/2024 30‐Jan 14 12

15 01/15/2024 01/28/2024 15‐Feb 15 13

16 01/29/2024 02/11/2024 29‐Feb 16 14

17 02/12/2024 02/25/2024 15‐Mar 17 15

18 02/26/2024 03/10/2024 29‐Mar 18 16

19 03/11/2024 03/24/2024 15‐Apr 19 17

20 03/25/2024 04/14/2024 30‐Apr 20 18

21 04/15/2024 04/28/2024 15‐May 21 19

22 04/29/2024 05/12/2024 30‐May 22 20

23 05/13/2024 06/05/2024 14‐Jun 23 21

24 06/06/2024 06/30/2024 28‐Jun 24 22

24.1*06/30/2024 15‐Jul23

24.2*06/30/2024 30‐Jul24

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HamptonCountySchoolDistrict

PayrollScheduleFY2023‐2024

 START END Timesheets

Dueto

Finance**

PAYDATE Weeks

inPay

Period

Temporary

Part–Time/Hourly

Substitutes

(TimeCardEmployees)

AdditionalPays



Thisschedulerepresentsleaveperiod

covered,extrapay,andpayforhourly

andsubemployees.



07/01/2023 07/09/2023 07/10 14‐Jul 1

07/10/2023 07/16/2023 07/17 28‐Jul 1

07/17/2023 07/30/2023 07/31 15‐Aug 2

07/31/2023 08/13/2023 08/14 30‐Aug 2

08/14/2023 08/27/2023 08/28 15‐Sep 2

08/28/2023 09/10/2023 09/11 29‐Sep 2

09/11/2023 09/24/2023 09/25 13‐Oct 2

09/25/2023 10/08/2023 10/09 30‐Oct 2

10/09/2023 10/22/2023 10/23 15‐Nov 2

10/23/2023 11/05/2023 11/06 30‐Nov 2

11/06/2023 11/19/2023 11/27 15‐Dec 2

11/20/2023 12/03/2023 12/04 29‐Dec 2

12/04/2023 12/17/2023 12/18 15‐Jan 2

12/18/2023 01/14/2024 01/16 30‐Jan 4

01/15/2024 01/28/2024 01/29 15‐Feb 2

01/29/2024 02/11/2024 02/12 29‐Feb 2

02/12/2024 02/25/2024 02/26 15‐Mar 2

02/26/2024 03/10/2024 03/11 29‐Mar 2

03/11/2024 03/24/2024 03/25 15‐Apr 2

03/25/2024 04/14/2024 04/15 30‐Apr 3

04/15/2024 04/28/2024 04/29 15‐May 2

04/29/2024 05/12/2024 05/13 30‐May 2

05/13/2024 06/05/2024 06/06 14‐Jun 3.5

06/06/2024 06/30/2024 06/18 28‐Jun 3.5



**ITISIMPORTANTTHATALLEXTRAHOURS,SUBTIMESHEETS,&ABSENTEESHEETSBESUBMITTEDTOMORGANBY

NOONWITHTHECORRESPONDINGDUEDATES.IFPAYROLLISNOTRECEIVEDASSCHEDULED,THEEMPLOYEEWILLBE

PAIDONTHENEXTSCHEDULEDPAYDATE!!!



Deductions

The Board has authorized the following specific payroll deductions: taxes (state and federal), social security, SC State

Retirement or Optional Retirement, group insurance, tax sheltered annuities, supplemental health, critical illness, and life

insurance companies, court and government authorized wage garnishments and the American Cancer Society.

Tax sheltered annuity payroll deductions may also be available to part time/temporary employees if they meet the criteria

established by the IRS guidelines. The mandatory withholding of income tax is based upon the schedules of the SC Tax

Commission and the IRS. The amount deducted from an employee’s paycheck is based on the withholding certificate (W-

4) completed and signed by the employee. A new withholding certificate should be completed, signed, and sent to

personnel for any changes to withholding allowances.

All employees are covered by Social Security (FICA). International teachers are usually exempt from this deduction and

coverage.

Benefits

Benefits paid by Hampton County School District for each permanent hired employee who works 30 hours or more per

week include the following:

Health

Dental

Vision

State Life Insurance

Social Security

SCRS Retiree Life

SCRS

Supplemental Long-term Disability

Worker’s Compensation

Other benefits, based on an employee’s total salary,

paid by HCSD

Employees have several health plans from which to choose.

The benefits may be accessed online at: https://peba.sc.gov/employees

Please review this policy for more information at https://hcsd.k12.sc.us/policies/.

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Professional Staff Leaves and Absences (Policy Code GCC Issued 21)

The continuous presence of staff members promotes excellence in the instructional program by ensuring the

following:

• the uninterrupted continuity of education

• greater teacher-student contact time

• appropriate role-model emulation

• consistent classroom discipline

• reduced cost

Therefore, the board expects staff members to come to work every day. The board recognizes, however, that

certain absences are unavoidable. At such times, staff members should take leave in accordance with this policy



and its accompanying administrative rule. Absent staff members must comply with procedures set out in the

administrative rule which accompanies this policy.

Support Staff Leaves and Absences (Policy Code GDC Issued 21)

An absent staff member must furnish a signed statement setting forth the specific reason(s) for his/her absence. The

statement must be turned in to the staff member’s supervisor within two (2) days after the staff member returns to work.

A staff member will notify his/her immediate supervisor as early as practicable when it is necessary for him/her to be

absent. When a staff member knows that he/she will be absent for a period longer than five (5) days, he/she should

complete and file a request for leave of absence.

A staff member who anticipates taking an extended leave of absence should submit the request for leave to his/her

supervisor at least thirty (30) calendar days prior to the effective date of the leave. The leave request must include a

statement from a licensed medical doctor stating the anticipated length of convalescence.

Any staff member returning from an extended leave of absence must present a statement from the attending physician

certifying the staff member’s ability to return to a normal work schedule.

When the staff member makes a request in writing, the superintendent may grant the staff member leave without pay for

personal illness following the exhaustion of all accrued sick leave. Leave with and without pay will not exceed ninety-one

(91) workdays in any school year and is not to extend beyond the immediate school year.

Leave Day Accruals

Accrual of sick leave

For the 2021-22 school year only, all full-time staff members of the district will accrue sick leave on the basis of 1.5 days

per month of active service. Beginning July 1, 2022, all fulltime staff members of the district will accrue sick leave on the

basis of one and one-fourth days of sick leave for each month of active service. This will provide 12 days for nine months

(180 days, 185 days, and 190 days), 13 days for 10 months (210 days), 14 days for 11 months (220 days), and 15 days for

12 months (240 and 250 days).

All part-time staff members will accrue one-half the sick leave of their full time counterparts.

The smallest increment of a day is .25.

Accumulation of Sick Leave Days

Beginning with the 2022-23 school year, staff members may accumulate up to 120days of sick leave which is accrued but

not used provided that such staff member does not violate his/her respective contract.

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Annual Reimbursement of Unused Leave in Excess of 90 120 Days

Beginning June 30, 2022, staff members will earn an incentive at the end of each school year for any sick leave days

accumulated over 120 days that are not used. The incentive will be determined by multiplying the number of unused leave

days above 120 by $50.00 per day. The incentive will be paid by June 30th of the current school year and the staff member

will begin the next school year with 120 accumulated sick leave days.

Payment for Unused Leave at Separation from the District Effective July 1, 2022, upon separation from the district,

employees may be paid for sick leave days over 90 at their daily rate. If retiring, up to 90 days will be reported to the

retirement system. For the 2021-22 school year, upon separation from the district, employees may be paid for

sick leave days up to 135 days at $50.00 per day.

Please review this policy for more information at https://hcsd.k12.sc.us/policies/.

Professional Staff Vacations and Holidays (Code GCD Issued 22)

School-Year Staff The school calendar, as adopted by the board, establishes the school recess periods and holidays for

instructional staff members employed on a school-year basis.

Administrators and Year-Round Staff

Regular full-time administrators employed on a full-year basis (52 weeks) and year-round instructional staff will receive

vacations and holidays as follows:

Vacations

Effective July 1, 20222, staff employed on a 240-day basis are entitled to two (2) weeks, ten (10) working days, of

vacation exclusive of school holidays.

Employees will be granted 5 vacation days in July and 5 days in January. This advance anticipates the completion of the

full period of employment by the staff members. If a staff member uses advanced vacation leave and fails to complete the

period of employment covered by the days advanced, the district will make an adjustment in salary at the termination of

his/her employment.

Vacation days may be taken as accumulated, subject to the approval of the immediate supervisor. Vacation days may not

be accumulated beyond twenty-five (25) days. When a staff member wishes to take vacation, he/she must secure the

approval of his/her supervisor. Vacation should be arranged as far in advance as possible so as not to disrupt the continuity

of the educational process.

Upon separation from the district, a staff member will be compensated for up to twenty-five (25) days of accrued vacation

at their daily rate.



Regular part-time administrators employed on a full-year basis (52 weeks) and year-round instructional staff will receive

one (1) week, five (5) working days of vacation exclusive of school holidays.

Employees will be granted 2.5 vacation days in July and 2.5 days in January.

Employees who work less than 240 days must use any remaining vacation days by the end of the 2021-22 school year.

This stipulation may be negotiated with the Superintendent if extenuating circumstances exist.

For the 2021-22 school year, employees who separated from the district prior to the implementation of this policy (January

18, 2022) will be paid for vacation days carried over from the 2020-21 school year up to a maximum of twenty (20) days.

Employees who separated from the district after the implementation of this policy (January 18, 2022) will be paid for

vacation days carried over from 2020-21 and days earned in 2021-22.

Holidays

 New Year’s Day (January 1st)

 Martin Luther King Day

 Independence Day (July 4th)

 Labor Day General Election Day (even-numbered years) (first Tuesday in November)

 Thanksgiving Day (fourth Thursday in November)

 Christmas (two days - December 24th and 25th)

Administrative staff and district-office staff who are 12-month employees will observe the school calendar holidays.

Please review this policy for more information at https://hcsd.k12.sc.us/policies/.

Policy GBEBA DRESS CODE Issued 3/22

Faculty, staff, and administration of Hampton School District desire to maintain an environment of

professionalism that positively impacts students, parents/legal guardians and the community. All staff members

must maintain a standard of appearance that reflects their professional responsibilities and does not distract

attention from the teaching/learning process. Principals will monitor the dress code of all faculty and staff and

will address when necessary.

Accordingly, the following items of clothing are prohibited:



 inappropriate jeans such as blue denim, tie dyed, tattered, etc. Appropriateness will be determined by the

supervisor. The district may allow exceptions for occasional special activities such as workdays, field

trips, picnics, spirit days, specific work tasks, etc., at the discretion of the supervisor.

 sweat clothes are prohibited (except for PE teachers); seasonal sweatshirts and professional

teacher/school-related sweatshirts are permissible

 printed tee shirts are prohibited, with the exception of professional teacher and school-related tee shirts

 wind suits (except PE teachers).

 shorts are prohibited (with the exception of PE, pre-kindergarten and kindergarten teachers and these are

to be no more than 2.5 inches above the knee); no knit shorts are allowed; skorts will be allowed up to

the elementary level and will be no more than 2.5 inches above the knee. tight clothing (discretion of

principal)

 revealing clothing (dresses, skirts, shorts, and skorts that are allowed should be no more than 2.5 inches

above the knee)

 athletic shoes will be allowed as long as they are clean and in good condition

Business casual attire is expected on parent teacher conference days and staff development days indicated by the

type of staff development being offered.

On staff development days that are focused on classroom cleaning and set-up, staff members may wear apparel

appropriate for the activity. This is at the discretion of the principal or his/her designee.

The district may allow exceptions for occasional special activities such as workdays, field trips, picnics, spirit

days, etc., at the discretion of the school principal.

Policy GBEB STAFF CONDUCT Issued 3/22

The board expects all staff members to maintain the highest professional and ethical standards in their conduct

with students, parents/legal guardians, and coworkers. For the purpose of this policy, staff includes, but is not

limited to, employees, contract service providers, school volunteers, student teachers, and interns.

All staff members are expected to act with integrity and honesty both on-duty and off-duty and be aware of the

policy framework that governs staff behavior and day-to-day work performance. Staff must act in a manner that

is consistent with the district's policies and sets a positive example for all.

To that end, in dress, conduct (including conduct communicated or performed in person, in writing, and/or

electronically), and interpersonal relationships, all staff members should recognize that they are being

continuously observed by students, other staff members, parents/legal guardians, and members of the

community and that their actions and demeanor may impair their effectiveness in their position. When

interacting with students in all curricular and extracurricular activities, whether on or off campus, both online



and off-line, staff members are expected to exercise good judgment and to maintain professional boundaries

appropriate to an educational setting and consistent with the educational mission of the district.

The relationship between staff members and students in the district should be one of cooperation, understanding,

mutual respect, and trust. All staff members will also treat each other with respect.

The personal life of staff member, including personal use of privately-owned electronic equipment outside of

working hours, such as email, text messages, instant messages, or social media, will be the concern of and

warrant the attention of the board only as it may directly prevent the staff member from effectively performing

his/her assigned job duties or disrupts the educational environment or as it violates state or federal law, board

policy, or contractual agreements.

No staff member will engage in criminal conduct or commit or attempt to induce students or others to commit an

act or acts of criminal conduct which may be harmful to others or bring discredit to the district. If it appears a

staff member may have violated the law, the district will report the offending conduct to and cooperate with law

enforcement agencies.

Staff, while on duty and in the presence of students, will not use profanity, will not use tobacco in any form, and

will not consume or be under the influence of intoxicating beverages. Staff members will not be involved in

drug abuse or drug trafficking.

The following is a non-exhaustive list of to, actions that are considered misconduct while on duty, on or off

district premises:

 possessing, using, selling, manufacturing, distributing, or dispensing any illegal drugs or alcohol while

on duty, on or off district premises

 fighting or deliberately harming another individual

 being absent without approval

 refusing to follow a supervisor's instructions or directions

 neglect of duty (including, but not limited to, failure to follow a student's Individualized Education

Program or 504 Plan, leaving students unsupervised, failure to discipline with consistency and/or failure

to maintain proper building or classroom discipline, failure to take appropriate affirmative action when

confronted with or after witnessing a situation in which a student is at risk of abuse or mental or physical

injury, and/or inability or failure to effectively plan and present an organized lesson plan)

 failing to adhere to safety and health rules as established by state and federal law and board policy

 stealing, destroying, or vandalizing school property intentionally or through negligence; staff will be

responsible for reimbursing the district for the cost of repairing or replacing damaged or stolen property

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 possessing weapons on school property (unless otherwise authorized by law)

 using school property without proper authorization

 behaving in an inappropriate manner to the extent of adversely affecting the staff member's ability to

perform his/her work and/or disrupting the educational environment

 using obscene language or demeaning or derogatory language which is unsuitable in the school setting

 communicating obscene visual material to a student or another staff member

 any behavior, overt or covert, of a sexual nature that may constitute professional misconduct and/or is

violation of law or board policy

 disclosing personal, sexual, family, employment, or other private concerns to students

 disclosing information concerning a student, other than directory information, to any person not

authorized to receive such information

 non-counseling or social work staff encouraging students to confide their personal, family problems,

and/or personal relationship problems; staff should refer students to the guidance office if there is a need

for counseling

 harassment, intimidation/bullying, or discrimination of, or retaliation against, a student or staff member

 asking students to keep secrets

 inciting students or other staff members to engage in illegal activity

The board understands that there are circumstances when staff members have personal relationships with the

families of students outside of school. The intent of this policy is not to prohibit all social contact between staff

and families outside of school. However, because of the trust placed in staff by the community, and the district's

responsibility to protect the well-being of students, staff members are expected to avoid the appearance of

impropriety in their conduct with students at all times.

Staff members are encouraged to discuss concerns with their supervisor whenever they are unsure whether

particular conduct or activities may constitute a violation of this policy.

Staff members are required to notify a supervisor immediately if they become aware of a situation or behavior

that may constitute a violation of this policy.

Violations of this policy by staff will be grounds for immediate suspension and possible termination of

employment consistent with state and federal law and board policy. In such cases, a staff member will be

informed of his/her right to any hearing or due process procedure that may be applicable under state or federal

law or board policy.

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Violations of this policy by other individuals in the district community including, but not limited to, contract

workers, volunteers, student teachers, and interns will be grounds for the immediate termination of the program,

activity, or job for which the individual is a participant.

Arrest of Staff Member

The board delegates specific authority to the superintendent to take appropriate employment action with regard

to a staff member who has been arrested. Staff members will report or cause to be reported all arrests to

supervisors immediately.

Staff members arrested for a misdemeanor offense which would indicate no danger or appearance of danger to

students, fellow staff, or the district will generally not be subject to any employment action.

Staff members arrested for a misdemeanor offense which would indicate a possible danger or appearance of

danger to the school district, fellow staff, or to students will generally be suspended with pay, pending

adjudication.

Staff members arrested for a misdemeanor offense which would indicate a possible danger or appearance of

danger to students but not to the school district or fellow staff will generally be reassigned to different

responsibilities away from students within the district, if such position is available, pending adjudication.

Staff members arrested for a felony offense will generally be suspended with pay, pending adjudication.

In certain circumstances, other employment action may be taken, up to and including termination.

Cf. GBEBB

Adopted 3/15/22

Legal References:

S.C. Code of Laws, 1976 as amended:

Section 16-3-755 - Sexual battery with a student.

Section 16-23-420, et seq. - Concealed weapons; school property exception.

Section 59-25-430 - Teacher dismissal; evident unfitness for teaching.

Section 59-25-450 - Teacher suspension.