September 2011 Office of Human Capital 200 East North Avenue Baltimore, MD 21202 Phone 410-396-8885

Dear City Schools Colleagues, Here at Baltimore City Public Schools (City Schools), we work hard day in and day out to ensure excellent teaching and learning in all our classrooms and for all our students. Each member of the City Schools team has an important contribution to make to our goal of creating an entire system of great schools. If you are a new staff member—welcome! We are happy to have you on board, and we look forward to your new energy and ideas. And, if you are a longer term employee—thank you for your continuing commitment to our students and for all that you do for our great kids. These are exciting times at City Schools, and I thank you for joining us in this important work. This employee handbook is your guide to policies and procedures that will help you in that work. Please refer to it often, and do not hesitate to contact the Office of Human Capital if you have questions about anything included here. We are here to support you, as you support our students across the district. I wish you success in your career with City Schools. Thank you for your dedication to supporting our great kids. Sincerely, Andrés A. Alonso, Ed.D. Chief Executive Officer

2

Governance and the Baltimore City Board of School Commissioners 4 Section 1: Introduction 5

1.1 Employment Process 1.2 Important Contacts

Section 2: Employment Status Definitions 7 2.1 Employees 2.2 Work-Study Participants

Section 3: Employment Practices 8 3.1 Nondiscrimination and Equal Opportunity 3.2 Sexual Harassment 3.3 Teacher Contract Obligation 3.4 Nondisclosure and Confidentiality 3.5 Americans with Disabilities Act 3.6 Employee Fraternization 3.7 Employment of Relatives 3.8 Re-employment 3.9 Verification of Employment 3.10 Physical Examination 3.11 Fingerprinting and Background Check 3.12 Employee Orientation 3.13 Employee Records 3.14 Changes to Employee Demographic Data 3.15 10-Month Employees’ and Summer Unemployment Benefits

Section 4: Hours of Work 14 4.1 Standard Work Week 4.2 Lunch Breaks 4.3 Inclement Weather and Other Emergency Closings

Section 5: Accrual and Use of Leave 15 5.1 Vacation 5.2 Legal Holidays 5.3 Sick Leave 5.4 Leaves of Absence 5.5 Personal Leave 5.6 Military Leave 5.7 Bereavement Leave 5.8 Leave for Court Appearances and Jury Duty

3

Section 6: Employee Benefits 20 6.1 Eligibility 6.2 Health Insurance 6.3 Life and Disability Insurance 6.4 Pension and Retirement Savings Plans 6.5 Employee Assistance Program 6.6 Flexible Spending Account for Dependent Care 6.7 Dependent Child Tuition Waiver 6.8 Credit Union 6.9 COBRA Benefits 6.10 HIPAA

Section 7: Licensure 24 Section 8: Training and Professional Development 25

8.1 Tuition Reimbursement 8.2 Training and Seminars 8.3 Performance Management 8.4 New Teacher Induction and Mentoring

Section 9: Internal Communications 27 9.1 Keeping City Schools Informed 9.2 Keeping Employees Informed

Section 10: Standards of Conduct 29

10.1 Customer Service 10.2 Quality and Courtesy 10.3 Attendance and Punctuality 10.4 Telephone Use 10.5 Email and Web Use 10.6 Public Image 10.7 Substance Abuse 10.8 Tobacco Products 10.9 Safety 10.10 Visitors in the Workplace 10.11 Personal Property 10.12 Obligating the School System 10.13 Conflicts of Interest 10.14 Outside Employment 10.15 Nonsolicitation 10.16 Corrective Action 10.17 Serious Misconduct 10.18 Whistleblower Protection

Section 11: Separation from Employment 36 Section 12: Frequently Asked Questions 37

4

Baltimore City Public Schools is governed by a city-state partnership. The 10 members of the Baltimore City Board of School Commissioners (the Board) are jointly appointed by the mayor of Baltimore and Maryland’s governor. The Board sets and oversees policy and implementation of regulations for the school system and must approve the budget and all major appointments. City Schools CEO Andrés A. Alonso reports to the Board. Unless otherwise announced, the Board typically meets at 6 p.m. on the second and fourth Tuesday of each month in the Dr. Alice G. Pinderhughes Administration Building (200 E. North Ave., Baltimore, MD 21202). Contact the Board office at 410-396-8709 for additional information about Board meetings, or visit the City Schools website at www.baltimorecityschools.org to view the meeting schedule. Board members serving at the time of this publication:

Neil E. Duke, Chair Jerrelle Francois, Vice-Chair Lisa Akchin Anirban Basu Robert Heck Tina Hike-Hubbard Shanaysha Sauls David Stone Maxine Johnson Wood Leah Blanding, Student Commissioner

5

Section 1

City Schools believes in promoting an atmosphere of open communication, cooperation and collaboration among its staff. The district strives to provide a work environment conducive to personal and professional growth, to allow you to maximize your contribution to the success of City Schools’ students and to district goals. Welcome to the City Schools family. This handbook is designed to acquaint you with City Schools and provide information about policies and practices affecting your employment. Information is also available on City Schools’ public and employee websites (see Section 9.2). Please note that you are responsible for reading, understanding and complying with the provisions outlined in this handbook and for checking City Schools’ websites and other internal communications channels periodically for updated information. Additionally, employees are required to know policies set by the Baltimore City Board of School Commissioners (the Board), regulations put forth by the Chief Executive Officer and other governing protocols and processes. The information in this handbook applies to all employees of City Schools, and adhering to the practices described is a condition of continued employment. However, nothing in the handbook alters an employee’s status or takes precedence over Board policy or applicable union agreements. The content of the handbook shall not constitute or be construed as a promise of employment or as an employment contract between City Schools and any of its employees.

Career opportunities with City Schools are posted online at www.baltimorecityschools.org. City Schools strives to fill available job openings with the best qualified individuals based on skills, experience and education. Promotion of current employees is encouraged, and you should consider applying for any opportunity for which you qualify. City Schools makes all decisions regarding recruitment, selection and placement of employees on the basis of job-related criteria. We make every effort to place employees in positions where their abilities can best be used to benefit students, and where there are opportunities for personal and professional satisfaction and growth. City Schools reserves the right to perform reference or background checks as part of any offer of employment. The school system relies on the accuracy of information job candidates provide in their employment applications and résumés, along with other data they may present during the hiring process and in subsequent employment. Any misrepresentations, falsifications or material omissions in any of this information or data may result in exclusion of an individual from further consideration for employment or, if the person has been hired, termination of employment.

6

Below is a limited list of telephone numbers for key employment-related district offices. Visit the City Schools website at www.baltimorecityschools.org/domain/9 for additional contact details, and see Section 9.2 of this handbook for descriptions of other information sources available to employees.

City Schools Connect (the central number for the district office): 443-984-2000

Office of Human Capital: 410-396-8885

Division of Benefits Management: 410-396-8885

Payroll: 443-642-3880

Facilities: 410-396-8670

Health and Safety: 410-396-8679

Information Technology: 410-396-8501

7

Section 2

An employee of City Schools is a person who regularly works for the school system on an hourly or salary basis. Employees include regular full-time, regular part-time and temporary staff members and others who are employed by, and subject to the control and direction of, the school system in the performance of their duties. The Office of Human Capital makes the appropriate designation for each new or substantially changed position. Regular full-time employees are those hired to fill a budgeted position of at least 35.415 hours per week, for either the full 12-month calendar year or the 10-month school year. All regular full-time employees are eligible for benefits, and 10-month employees continue to receive benefits in the summer when schools are not in session. These employees are not entitled to unemployment benefits during this period because they have reasonable assurance of continued employment. Regular full-time employees can be affiliated—that is, assigned to one of six bargaining units (unions)—or unaffiliated. In addition, they can be exempt from overtime pay requirements under federal and state law or nonexempt, meaning that they are paid an hourly wage, assigned a regular shift of no more than 40 hours per week and eligible to earn overtime payments. Regular part-time employees are hired to fill a budgeted position of less than 35.415 hours per week. A regular part-time employee who is budgeted to work a minimum of 17.708 hours per week is eligible for benefits. Temporary employees are unaffiliated and nonexempt. They are hired for a specified period of time, usually working no more than 90 days within a 180-day period. A temporary employee is not eligible for benefits.

Work-study participants are students currently enrolled in an academic course of study who are hired for one academic semester or for the summer. City Schools employs work-study students during the fall, spring and summer semesters, offering them both meaningful work and education experiences. Students are paid through the payroll office for hours worked, but they are ineligible for benefits or direct deposit of pay.

8

Section 3

City Schools is an equal opportunity employer and is committed to employment policies and practices that do not discriminate on the basis of race, color, religion, age, sex, ancestry or national origin, marital status, disability, veteran status, sexual orientation or genetic information. The principles of equal employment opportunity and nondiscrimination apply to every employee and applicant for employment and to all aspects of employment, including but not limited to recruitment, selection, placement, training, discipline, evaluation, promotion, benefits, compensation and separation. Any employee who has concerns about discrimination in the workplace can seek redress through the Office of Equal Employment Opportunity and Title IX Compliance (phone 410-396-8849) or through a federal, state or local fair employment practices agency. Concerns raised internally are addressed by City Schools in complete confidence, and employees will not be subject to retaliation or reprisal for reporting a concern. An Equal Employment Opportunity Complaint form for documenting allegations of discrimination or sexual harassment can be found at the City Schools website at www.baltimorecityschools.org/site/Default.aspx?PageID=665.

City Schools does not tolerate sexual harassment in any of its workplaces. Sexual harassment is defined as any unwelcome or unwanted conduct of a sexual nature, where

Submission to such conduct by an individual is implicitly or explicitly a term or condition of employment, or

Submission to or rejection of such conduct is used as the basis of employment decisions affecting the individual, or

Such conduct has the effect of interfering with the individual’s work performance or of creating a hostile, offensive or intimidating work environment.

Please see the Sexual Harassment Policy of Board Policies & Regulations at www.boarddocs.com/mabe/bcpss/board.nsf/public# for more information. Employees who believe they have experienced sexual harassment may seek redress through the Office of Equal Employment Opportunity and Title IX Compliance (phone 410-396-8849) or through a federal, state or local fair employment practices agency. All complaints of sexual harassment are addressed in confidence by City Schools, and complainants will not be subject to either retaliation or reprisal.

9

An Equal Employment Opportunity Complaint form for documenting allegations of discrimination or sexual harassment can be found at the City Schools website, www.baltimorecityschools.org/site/Default.aspx?PageID=665.

City Schools requires teachers to sign a State of Maryland employment contract, stating the timeline by which either party may terminate the contractual agreement and the penalties for contract violation. During the contractual period, a certified contractual employee may not vacate an assigned position except in the case of an emergency, as determined by the Board. City Schools will consider employees who terminate their employment contract after the school year begins to have terminated their employment without satisfactory service. City Schools will notify the Maryland State Department of Education (MSDE) regarding such employees, with a possible recommendation that their certification be suspended. Please refer to the Code of Maryland Regulations (13A.07.02.01) or negotiated labor agreement between the Baltimore City Board of School Commissioners and the Baltimore Teachers Union (BTU) for further details.

Protection of confidential information is essential at City Schools. As a condition of employment, employees have a duty not to disclose any information given to them in confidence by City Schools during or after the term of their employment. City Schools considers information concerning the school system, its personnel, its students and their families to be confidential and restricted. Employees have an obligation to maintain the confidentiality of any such information and to use it only in the course of employment. City Schools may subject employees who improperly use or disclose confidential information to disciplinary measures, including termination of employment and legal action. Prior to the conclusion of employment with City Schools, employees must return to City Schools confidential information included in tangible materials such as paper or digital files and documents. Employees should direct questions regarding this practice to their manager or supervisor or to the Office of the Chief Legal Counsel.

The Americans with Disabilities Act (ADA) prohibits discrimination on the basis of disability and may require the provision of reasonable accommodations to qualified employees with disabilities.

10

According to ADA amendments of 2008, disability means (a) a physical or mental impairment that substantially limits one or more major life activities of an individual; (b) a record of such an impairment; or (c) being regarded as having such an impairment. Employees desiring consideration of an accommodation under the ADA may request a review of their employment circumstances through the Office of Equal Employment Opportunity and Title IX Compliance (phone 410-396-8849). City Schools will consider each request based on the nature and extent of the disability, medical documentation and review of possible, reasonable accommodations that do not present an undue hardship to City Schools. A form for requesting accommodations under ADA can be downloaded from the City Schools website at www.baltimorecityschools.org/site/Default.aspx?PageID=665.

City Schools’ Staff Fraternization Policy prohibits dating and romantic or sexual relationships between a superior and subordinate, whether they work in the same school, the same district office department or in separate locations. The policy’s purpose is to promote the efficient operation of City Schools; avoid claims of conflict of interest, sexual harassment or gender-based discrimination; and avoid blurring of professional and personal responsibilities and relationships in the workplace. For more information, see Section G–Personnel, Policy GBEBA, of the Baltimore City Board of School Commissioners Policy Manual at www.boarddocs.com/mabe/bcpss/board.nsf/public#.

When applying for employment, applicants must list the names and work locations of other City Schools employees to whom they are related. Qualified family members of current employees may be considered for employment, though City Schools will not hire, transfer or promote immediate family members into the same department or into direct supervisor−employee relationships. In the event that two employees in a reporting relationship become close relatives, City Schools may, at its sole discretion, transfer one of the employees. City Schools will determine which of the employees to transfer. For purposes of this policy and practice, immediate relatives include a spouse; children (natural, foster or adopted) and step-children; siblings (including step- and half-siblings and in-laws); parents, step-parents and parents-in-law; grandparents; aunts and uncles; nieces and nephews; or persons residing together in the manner of any of these relationships. For more information, visit the Nepotism Policy, Section G–Personnel, Policy GBEG, of the Baltimore City Board of School Commissioners Policy Manual at www.boarddocs.com/mabe/bcpss/board.nsf/public#.

11

City Schools may rehire former employees who left the school district in good standing, contingent upon review by the Office of Human Capital. City Schools will not rehire individuals who resigned without notice or were discharged for cause. An employee who worked for City Schools for at least one year and who is rehired within one year of leaving the district receives credit for prior service. In this circumstance, City Schools’ records will reflect an inactive period between the date of separation and the date of rehire. Vacation and sick leave will accrue at the rate in effect at the time of separation.

From time to time, employees may require verification of employment (e.g., to obtain a loan). City Schools has several processes in place to provide employment verification, all of which are designed to protect the privacy of current and former employees. This includes, but is not limited to, verifying employment for financial lending institutions and prospective employers. Employees can refer prospective employers, representatives from lending institutions and other verifying agencies to The Work Number, a quick and easy-to-use automated employment verification process. Simply provide the verifying agency with the toll-free number (1-800-367-2884), the Baltimore City Employer Code (12320), your employee ID number and your date of birth (in the MMDDYYYY format). Through The Work Number, your employment with City Schools can be verified immediately without your needing to visit the district office. The Records Office within the Office of Human Capital can provide written verification of employment upon receipt of a signed release from the employee. This process typically takes up to five days to complete. Information provided in the verification document includes hire date, separation date, base and total compensation, wages and earnings history, position title and employment status. Verbal verification of employment can also be provided by the Records Office, but its content is limited to dates of employment and last position held.

As part of the ―pre-employment process‖ and as a condition of employment, City Schools requires applicants who have been offered a job to pass a physical examination prior to beginning employment. The resulting medical authorization indicates whether the applicant is able to perform the job duties. City Schools arranges for and absorbs the cost of the physical examination, which takes place at a designated medical center. All regular full- and part-time employees, regardless of any disability, must fulfill this requirement. For confidentiality reasons, City Schools maintains the results of the physical examination in files separate from employees’ personnel records.

12

Maryland law requires employees of a ―public school facility‖ to undergo a criminal background investigation. As part of the ―pre-employment process,‖ City Schools requires that employees undergo fingerprinting and complete and sign a sworn statement or affirmation disclosing any convictions or pending criminal charges. The prospective employee pays the cost of fingerprinting and the background investigation.

City Schools’ Office of Human Capital schedules new employees for a formal initial orientation as part of the ―pre-employment process.‖ At this session, employees receive information about the school district that prepares them for their new position. This orientation also provides an overview of benefits and employment policies and an opportunity to complete any necessary paperwork. At department orientations, managers provide employees with codes, keys and procedures needed to navigate the workplace. Managers introduce new employees to other staff members with whom they will be working, review job descriptions and tasks associated with the new position, explain performance evaluation procedures and help them get started.

From the time an employee accepts a job offer, City Schools establishes and maintains a history of employment, which is retained in the Office of Human Capital. Information contained in employee records includes, but is not limited to, employment documents, demographic data, compensation records, records of disciplinary action and documents related to employee performance reviews, coaching and mentoring. Employees may view their personnel file by making an appointment at the Office of Human Capital. The file cannot be removed from the office, and it must be viewed with a representative from Human Capital present. City Schools owns all personnel files, and access to them is limited to the employee, supervisors and other personnel (e.g., Human Capital representatives) who have a legitimate reason to review them.

In order to ensure that employee records are correct and current, employees must notify City Schools of changes in such things as addresses, marital status, names, emergency contact details and other information. Refer to Section 9.1 for details on finding appropriate forms.

13

Maryland law provides that employees of government entities or charitable, educational or religious organizations are not entitled to receive unemployment insurance compensation during the period between school terms (summer, winter and spring breaks) if they have ―reasonable assurance‖ that they will return to substantially the same or a better position when school resumes. This law applies to all 10-month employees of City Schools, including most teachers and school-based paraprofessionals. These employees should keep in mind, however, that benefits coverage (including health insurance) is available to them for the full 12-month calendar year.

14

Section 4

Standard office hours are from 8:30 a.m. to 4:30 p.m., Monday through Friday, except holidays. However, because school-based operations and administrative functions may vary, City Schools determines hours of work to meet the operating needs of the school district. Your department head will define your specific weekly and daily work schedule, including start time, end time and lunch break. Members of the Baltimore Teachers Union (BTU) should refer to their collective bargaining agreement for specific reporting times and hours to be worked. For the purposes of calculating employee benefits and pay periods, the employee work week is deemed to run from 12:01 a.m. on Saturday to 12 midnight on Friday.

Employees may take lunch breaks (the length of which are determined by contract or job classification) between the hours of 11 a.m. and 2 p.m., using a staggered schedule so that employee absences do not leave critical functions understaffed during the work day.

At times, emergencies such as severe weather, fires or power failures can disrupt the operations of City Schools. In such cases, the Chief Executive Officer will make the decision whether to close the school district. When such a decision is made, City Schools notifies employees as soon as possible through its websites, online news sources (e.g., the Baltimore Sun website), radio and television. In the case of weather conditions that cause an emergency closing of City Schools, the school district considers certain functions to be vital to business operations. In the event that City Schools’ main offices are closed but the administrative building itself is accessible, designated staff members from Human Capital, Security, Information Technology, the Board and the Chief Executive Officer’s offices will report. Managers in other departments should also ascertain if the physical presence of any of their staff members is required. The decision to designate specific employees as essential may be based on their ability to perform the functions required or to access the office. City Schools compensates employees at their regular wages when they are asked to work in this capacity. The CEO may designate that all other employees be granted ―liberal leave,‖ whereby employees may use accrued leave, such as vacation and personal time, to be paid, unless otherwise mandated. In the event that weather conditions do not warrant an emergency closing, City Schools expects all employees, in consultation with their managers, to make their best effort to report to work. If employees in their best judgment deem it unsafe to travel to work or to remain at work during inclement weather, they may request to use vacation or personal leave. If employees choose not to report to work, they must inform their managers. If employees choose to leave early, they must contact their managers prior to departure.

15

Section 5

Employees in regular full-time and part-time 12-month, benefits-eligible positions accrue vacation leave at a rate determined by a combination of length of service and, for affiliated employees, union affiliation. For unaffiliated employees, accrual is as follows:

Years of Service Accrual Rate (days per year)

Up to 5 12

6 to 10 15

11 to 13 18

14 to 18 21

19+ 24

Vacation time accrues from the employee’s first day of employment. City Schools prorates vacation accrual for eligible regular part-time employees based on regularly budgeted hours worked per pay period. Employees cannot take vacation leave before it is accrued, and the supervisor or manager must approve vacation time in advance. Employees can take vacation in hourly increments based on contractual agreements or Board policy, and vacation pay is based on employees’ regular rate of pay at the time the leave is taken. If a holiday falls within the vacation period, City Schools will record the time as a holiday and will not charge it against employees’ vacation balance. For affiliated employees, maximum accrual amounts are determined by the applicable collective bargaining agreement. Unaffiliated employees may accrue a maximum of 192 vacation days, dependent upon years of service. Once employees accumulate the maximum, they cannot accrue any additional vacation days until the vacation balance falls below the maximum allowable. When employees move from a 12-month position to a 10-month position, City Schools pays them in full for all accrued but unused vacation. Likewise, upon termination, employees receive pay for accrued but unused vacation in a lump sum at their current rate of pay.

16

City Schools observes designated legal holidays, spring break and winter break by giving employees time off with pay. During each calendar year, City Schools designates 13 days as official holidays and breaks for employees. City Schools publishes a schedule listing the specific days each year. These include

New Year’s Day

Dr. Martin Luther King Jr.’s Birthday

Presidents’ Day

Spring break (as determined by the school calendar and collective bargaining agreements)

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Day after Thanksgiving

Winter break (as determined by the school calendar and collective bargaining agreements)

(Additional holidays may be recognized, as specified in negotiated labor agreements. Employees should refer to their collective bargaining agreements for information.) Holidays falling on a Saturday are observed on the preceding Friday, and holidays falling on a Sunday are observed on the following Monday. City Schools pays regular full-time employees at their standard rate for holidays. Nonexempt employees who work on designated holidays receive 1.5 times their regular rate of pay for each hour.

Employees may use accrued sick leave for illnesses or medical conditions due to natural causes (including pregnancy and childbirth), accident or disability, or for illness in their immediate family. City Schools determines sick-time accruals, usage and maximum accumulations in accordance with the applicable negotiated labor agreement or administrative regulations. Following the designated sick leave year (which runs from the last payroll period in November through the last payroll period in November of the following year), employees may convert one of every four days of accumulated sick leave to cash, up to a maximum conversion of three days. This applies to all but employees represented by the Public School Administrators and Supervisors Association (PSASA) hired after July 1, 1998, who can convert sick leave at the rate of one day for every five days accrued. For additional details, please refer to the applicable negotiated labor agreement.

17

5.3a Long-Term Sick Leave

Under the Family and Medical Leave Act (FMLA), employees can request a leave of absence for personal illness due to natural causes or accidents or for illnesses in their immediate family. See Section 5.4, following.

Under certain circumstances and subject to Board approval, City Schools may grant employees a leave of absence, with or without pay (depending on the nature of the leave). Vacation, personal and sick leave do not accrue during an unpaid leave of absence, and City Schools does not pay employees for holidays that occur during unpaid leave. Employees may continue their insurance benefits while on leave by making payments directly to City Schools. For information on the amount of payment required, contact the Division of Benefits Management (phone 410-396-8885 or email benefits@bcps.k12.md.us). Employees will have no loss of seniority as a result of a leave (except if their professional certification or license expires). However, being granted a leave of absence does not assure the right to return to work or to the same job employees held before they left, except if the leave is taken under provisions of the Family and Medical Leave Act (see Section 5.4a, following). Employees on an approved leave of absence for less than three months may return to the same position. Employees whose leaves exceed three months are placed in positions for which they are qualified and that are comparable to the positions held prior to their leave. Such placements are made as vacancies occur and in accordance with the applicable collective bargaining agreement. If no comparable positions are available, returning employees will be laid off but placed at the top of the lay-off list.

5.4a Family and Medi ca l Leave under FMLA

Under FMLA, eligible employees may take up to 12 weeks of leave per year for reasons related to family or personal illness. To be eligible for leave under FMLA, an employee must have worked for City Schools for at least one year and for at least 1,250 hours during the prior 12 months. (An ―FMLA year‖ is the 12-month period immediately preceding the first day designated for leave.) Leave under FMLA is unpaid, although the employee may choose to use accrued vacation, sick or personal leave during the FMLA period in order to receive pay. Leave under FMLA may be taken for the following reasons:

Birth and care of an infant

The placement of a son or daughter with the employee for adoption or foster care (leave may begin before the actual placement or adoption if the employee requires an absence from work in order for the adoption or foster care placement to proceed)

To care for a spouse, son, daughter or parent with a serious health condition

Because of a serious illness, injury, impairment or physical or mental condition that involves either (1) inpatient care in a hospital, hospice or residential medical-care facility, including

18

any period of incapacity or subsequent treatment in connection with inpatient care; (2) continuing treatment by a healthcare provider related to a period of incapacity for more than three consecutive days; (3) any period of incapacity related to pregnancy or for prenatal care; (4) any period of incapacity related to treatment of a chronic health condition that continues over an extended period and requires at least two visits to a healthcare provider; (5) a period of permanent or long-term incapacity due to a condition for which treatment may not be effective; or (6) any absences to receive multiple treatments for restorative surgery, or for a condition that would likely result in a period of incapacity for more than three days if not treated.

In addition, up to 12 weeks of leave are granted under FMLA for a ―qualified exigency‖ when an employee’s spouse, son, daughter or parent is on active duty or called to active duty status as a member of the National Guard or Reserves in support of a contingency operation, or when a spouse, son, daughter or parent serves in the Regular Armed Services and is deployed to a foreign country. Further, in accordance with FMLA, City Schools grants up to 26 weeks of leave during a single 12-month period to an eligible employee whose spouse, son, daughter, parent or next of kin is a member of the Armed Services who sustains serious injury or illness. City Schools limits eligible employees to a combined total of 26 weeks of leave for any FMLA-qualifying reason during a single 12-month period. Leave may be intermittent, but in cases where intermittent leave for certificated personnel (i.e., teachers or school-based administrators) would amount to 20 percent or more of a period, City Schools will require the leave to be continuous so as not to interrupt the flow of instruction or work. Please contact the Division of Benefits Management (phone 410-396-8885 or email benefits@bcps.k12.md.us) for further information and appropriate forms.

City Schools may grant regular full-time and part-time benefits-eligible employees paid leave to attend to personal business and emergencies. Personal leave must be pre-approved by the employee’s manager, and it cannot be taken before time is accrued. Union-affiliated employees should consult their collective bargaining agreement for provisions regarding personal leave. Unaffiliated full-time employees earn ¼ day of personal leave for each completed month of service. Unaffiliated part-time employees earn ¼ day of personal leave for each completed 160 hours of service, with a maximum of 32 days.

Employees who are members of a United States military service are entitled to leave on days during which they are on active duty or engaged in ordered or authorized military training. The duration of military leave granted will be in accordance with official military orders, with the first 15 calendar days of leave given with pay (subsequent leave is unpaid). Employee benefits are continued during

19

military leave in accordance with applicable federal and state law; employees taking military leave should contact the Division of Benefits Management (phone 410-396-8885 or email benefits@bcps.k12.md.us) for further information. Employees must notify the Office of Human Capital as soon as they receive military orders and must submit a completed Request for Leave form along with an official copy of military orders to the Division of Benefits Management. Once employees receive a discharge from military service or from hospitalization due to an incident related to military service, they must apply for reinstatement within the time period stated in the Uniformed Services Employment and Re-Employment Rights Act of 1994. Employees can return to the same position or a position with equivalent status, pay, benefits and other employment terms that includes substantially equivalent skill, effort, responsibility and authority. The Division of Benefits Management maintains attendance records for employees on military leave.

City Schools provides benefits-eligible employees with paid leave of up to four days in the event of the death of a spouse, mother, father, sister, brother, child, guardian, mother-in-law, father-in-law, grandparent, grandchild, brother-in-law, sister-in-law, domestic partner, someone who has assumed the role of a parent or a relative living in the same household as the employee. Some affiliated employees may have more days available to them, depending on negotiated labor agreements. Employees must notify their managers as soon as possible when bereavement leave is necessary.

City Schools provides paid leave to benefits-eligible employees summoned for either jury duty or as a witness in court cases related to City Schools. If an employee is subpoenaed to appear in a case not related to City Schools, he or she can also receive court leave (as long as the employee is not the defendant). No employee will be dismissed because he or she is required to serve as a juror or a witness. For additional court leave information, refer to Article 4: Personnel Policies, Section 404.02, of Baltimore City Public Schools Board Rules at www.boarddocs.com/mabe/bcpss/board.nsf/public#. Employees summoned for jury duty must present their court summons to their manager. If jury duty does not require employees to be available during normal work hours, City Schools may require the employees to work either all or a portion of their regular schedule.

20

Section 6

City Schools provides comprehensive, competitive benefits to eligible employees and absorbs a substantial portion of the costs of most of these benefits. Employees pay their portion of premiums, as applicable, through biweekly payroll deductions. Employees are able to tailor their benefits package to meet their own and their families’ needs. This section provides an overview of some of the benefits available. For a comprehensive description of the entire benefits package, see the Benefits Handbook available from the Office of Human Capital.

New employees receive a Benefits Election Form, which must be completed and submitted with any required documentation within 30 days of their start date with City Schools. Benefits begin the first day of the month following the date of an employee’s hire and entry into a benefits-eligible position, provided City Schools receives the completed form by the designated deadline. Benefits generally end the last day of the month in which the employee separates from employment with City Schools. However, for BTU, BTU-PARA or PSASA members who have worked the full school year and made all premium payments, benefits may continue through the month of August.

City Schools offers medical, dental, vision and prescription drug coverage, with a range of plans and options. For detailed information, refer to the Benefits Handbook or to City Schools Inside at www.baltimorecityschools.org/cityschoolsinside.

6.3a Lif e and Accidenta l Death and Dismemberment Insurance

In the event of the natural death of an active eligible employee, basic life insurance provided by City Schools will pay the following amounts to your beneficiaries, as defined by union agreements:

BTU $35,000

PSRP $25,000 or 1x annual salary (whichever is higher)

PSASA 1x annual salary

L44 1x annual salary

CUB* 1x annual salary

Unaffiliated* 2.5x annual salary (to a maximum of $100,000)

*Members with these affiliations have a one-year waiting period for coverage.

21

You also have coverage for loss of limbs or vision by external, violent or accidental means. Additional group insurance can be purchased through Prudential Life Insurance Co. (website www.prudential.com; phone 800-778-3827), with premiums deducted from your biweekly pay. You can elect the amount of coverage for an amount up to 5 times your annual salary. Note that the value of your group term life insurance is considered imputed income and is reported on your W-2 as part of taxable wages. You pay taxes on the value in excess of $50,000, and the Internal Revenue Service determines the insurance value based on your age.

6.3b Dependent Li fe Benef i t

For members of BTU, PSRP and PSASA, City Schools offers the following coverage in the event of loss of life of the following immediate family members:

Spouse, $2,000

Child aged months to 23 years, $1,000

Child aged 14 days to 6 months, $500

6.3c Long-Term Disabi l i ty Insurance

Disability insurance replaces a portion of your income in the event you become sick or hurt and are unable to work for an extended period. City Schools offers two options for long-term disability insurance:

Plan Option A has a 180-day waiting period before benefits are paid

Plan Option B has a 90-day waiting period before benefits are paid These plans are administered through The Hartford (phone 800-538-8439).

City Schools employees may be covered by the City of Baltimore Employees’ Retirement System, the State of Maryland Teachers Retirement System or the Maryland Teachers’ Pension System. Employees eligible for the State of Maryland Teachers Retirement System or the Maryland Teachers Pension System must complete their enrollment forms within 30 days of hire. The pension benefits of each system differ based on a number of factors, such as eligibility, employee contribution, creditable years of service, purchased service, computation of annuity, disability benefits, early retirement, death benefits and unused sick leave balance. Employees intending to retire should contact the Division of Benefits Management (phone 410-396-8885 or email benefits@bcps.k12.md.us) 90 days prior to their expected retirement date to schedule a retirement counseling session. For more information, consult the Benefits Handbook, visit City Schools Inside at www.baltimorecityschools.org/cityschoolsinside or contact the Division of Benefits Management.

22

City Schools also offers 403(b) supplementary retirement savings plans that provide a tax-sheltered method of saving for retirement. With these plans, employees defer a portion of their pre-tax salary as contributions to the 403(b) plan, up to a maximum amount defined each year by the Internal Revenue Service. Contributions become taxable income when they are withdrawn from the 403(b) account. While there is a substantial penalty for withdrawal of funds prior to retirement, employees may be able to take loans from the account. Employees are able to enroll in or change salary deferral or allocation amounts for each investment account at any time. Refer to the Benefits Handbook or to City Schools Inside at www.baltimorecityschools.org/cityschoolsinside for more information.

The confidential Employee Assistance Program (EAP) provides regular full-time and part-time employees and their family members with a network of resources to address issues including bereavement, emotional health, substance abuse, marital and other relationship issues, physical health, terminal illness in the family, and occupational, financial or legal concerns. Employees may contact the EAP service provider directly as needed, or they may be encouraged or required by their managers to seek assistance. There is no cost for the initial assessment or three follow-up visits. Refer to the Benefits Handbook or to City Schools Inside at www.baltimorecityschools.org/cityschoolsinside for more information.

With a flexible spending account (FSA), employees can pay for certain dependent care expenses (e.g., daycare, before- or after-school care, elder care) with money set aside from pre-tax salary deductions. This allows employees to lower their taxable income and thereby realize savings in federal, state and local taxes. City Schools’ FSA benefit is administered through Conexis (website www.conexis.org/solutions/fsa_ER.asp; phone 866-279-8385).

Full- and part-time employees who live outside of Baltimore City are eligible for a waiver of the out-of-district tuition for children enrolled in or accepted to a Baltimore City public school. For the 2011-12 school year, this benefit will save the employee $4,660. Requests for this waiver must be submitted through eForms at eforms.bcps.k12.md.us/presentation/jsp/login.jsp. Please note that documentation of your parent or guardian status, such as a birth certificate or court order, is required. Contact the Office of Student Placement (phone 410-396-8600) for further information.

23

Employees are eligible for membership in the Municipal Employees Credit Union (MECU). Contact the Credit Union at 410-752-8313 for information regarding membership and programs. (Note that MECU offers a 12-month payment schedule for 10-month employees who are members. City Schools offers a similar plan beginning with the 2011-12 school year.)

The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) provides employees and their covered dependents the right to continue their group health insurance coverage under the City Schools health plan when a ―qualifying event‖ would normally result in the loss of eligibility. Resignation, termination of employment, death of an employee, reduction in an employee’s hours, leave of absence and divorce or legal separation are common qualifying events. Under COBRA, the employee or dependent/spouse pays the full cost of coverage at City Schools’ group plan rate, plus an administrative fee. City Schools provides each eligible employee and dependent with a written notice describing rights and obligations under COBRA. For information regarding the continuation of benefits under COBRA, contact the City Schools COBRA administrator, Conexis, at 1-877-722-2667 or by visiting its website at www.conexis.org. Employees can view the cost of the plans at City Schools Inside at www.baltimorecityschools/cityschoolsinside.

The Federal Health Insurance Portability and Accountability Act (HIPAA) describes how medical information about individuals may be used and disclosed. HIPPA considers individually identifiable information about employees’ past, present or future health conditions, provision of healthcare to employees, and payment for their healthcare to be Protected Health Information (PHI). Employee benefits plans use and disclose PHI for a variety of reasons that do not require employee authorization. Further, the law provides that employee plans may use and disclose employees’ PHI without authorization to their employers, as required by law, for public health activity, health oversight activities, research purposes, specific government functions to avert threats to health or safety or reasons related to decedents. However, employee benefits plans may require employee authorization (or the authorization of a personal representative, such as a custodian, guardian or legal representative with power-of-attorney) for other uses and disclosures.

24

Section 7

The Maryland State Department of Education (MSDE) standards for licensure of professional education personnel are intended to offer assurance to citizens that

Professional public educational staff members possess the minimum essential knowledge and skills needed to achieve outcomes for public education declared by the State Board of Education

The results of professional preparation and training are united with the instructional practices and outcomes expected for public education

Local school systems seek and retain academically successful, multitalented and diverse individuals

Licensed education personnel maintain competent practice through career-long engagement with their content area, research, best practice and expert opinion

The Office of Licensure and Highly Qualified provides and assists affected employees with resources, guidance and information needed for them to meet MSDE acceptable standards of licensure as well as ―highly qualified‖ status. Information regarding MSDE certification is available online at the City Schools website at www.baltimorecityschools.org/site/Default.aspx?PageID=131, and at the MSDE website at www.mdcert.org. For questions, please contact the Office of Licensure and Highly Qualified at email certification@bcps.k12.md.us or call 410-396-8885.

25

Section 8

City Schools recognizes that the skill and knowledge of its employees are critical to student success. Several programs are designed to encourage personal and professional development, improve job-related skills and enhance employees’ abilities to compete for jobs within the school system. Funded opportunities for training and professional development are available based on employees’ development needs, school system requirements, availability of budgeted funds and manager approval.

City Schools provides tuition reimbursement to encourage its regular full-time and benefits-eligible part-time employees to continue their education. In this program, City Schools reimburses a percentage of tuition costs in accordance with negotiated labor agreements. To be eligible for tuition reimbursement, employees must submit an application and receive written approval prior to the deadline indicated on the tuition reimbursement application. Further information, enrollment forms and instructions are available at City Schools Inside at http://www.baltimorecityschools.org/cityschoolsinside.

City Schools encourages managers to coach employees on specific skill areas. This can be accomplished by teaming employees with more experienced colleagues and putting measures in place to help build confidence and improve job performance. City Schools provides funding for employees to attend job-related training and seminars, based on factors such as job requirements, employee needs and availability of funds.

Employees receive an annual evaluation of their performance. Written evaluation criteria identify and describe the areas that guide the performance assessment, based on specific job descriptions. Where required, affiliated employees must also maintain appropriate certifications or licenses (see Section 7 for further information). Teacher-level employees receive the Performance-Based Evaluation Handbook, which provides information, criteria, guidelines and forms related to the assessment process. The Office of Human Capital has criteria for the evaluation of other affiliated employees. For unaffiliated employees, City Schools conducts performance reviews to measure employee performance and provide feedback, recognition and development goals. Performance reviews help managers offer feedback that is ongoing, consistent and results oriented.

26

City Schools designs performance reviews and planning sessions for managers and employees to discuss current job tasks, encourage and recognize attributes and discuss positive, purposeful approaches for meeting work-related goals. Together, employees and managers discuss ways in which employees can accomplish goals or improve skills. City Schools designs the planning sessions for employees and managers to agree on new goals, objectives, identified strengths, areas for improvement and strategies for building on strengths and addressing weaknesses. At the start of the year or the time of hire, employees and their managers set goals. During the year, employees and managers meet to review goals and progress toward goal attainment. They revise the goals as job responsibilities change. Employees and managers discuss and document any performance problems or changes in goals. City Schools considers performance reviews and planning sessions to be important components of performance management. Employees should prepare for these reviews carefully and participate in them fully.

City Schools offers additional support to its new educators. Teachers new to City Schools participate in professional development experiences during a summer institute and orientation. At the institute, City Schools presents information on topics such as instructional strategies, classroom management and curriculum to build confidence, establish coherence and prepare new teachers for the demands of the classrooms that they will lead during the school year. Some of the activities focus on establishing professional connections based on cooperation, team-building and collaboration. In addition, a mentoring program supports new educators in individual schools throughout the school year, and professional development activities supplement and reinforce the professional training of school-based staff.

27

Section 9

All employees must notify the Office of Human Capital of any changes in name, address, telephone number(s), marital status, name and number of dependents, beneficiary designations, emergency contacts or anything else that could affect administration of benefits, personnel records or taxes. It is essential that City Schools have correct information on file for employees at all times in order to ensure timely delivery of important documents (e.g., W-2 forms and benefits information). Employees are able to update addresses and phone numbers through Employee Self-Service. Find the link to this online tool at City Schools Inside at www.baltimorecityschools.org/cityschoolsinside. To change or correct name, race, date of birth or emergency contact information, employees should complete the Personal Data Change/Correction Form and submit it to the Office of Human Capital. The form can be found at City Schools Inside at www.baltimorecityschools.org/cityschoolsinside. Forms can also be obtained from payroll contacts in schools and offices. To change marital status, employees must complete the Personal Data Change form and attach a copy of either a marriage license or divorce decree. To correct a birth date, a copy of a birth certificate must be submitted. When requesting a name or Social Security number change, employees must show a copy of the Social Security card reflecting the change. Social Security regulations require that any name changes be reflected on the card so that retirement and other benefit information remains current.

City Schools is dedicated to keeping employees informed about policies and practices that affect their work life. Several communications vehicles are available, including the following. Please ensure that you use these frequently—staying up to date is a responsibility employees share with City Schools.

9.2a Board Forums

The Board may hold open forums. City Schools encourages employees to attend these meetings and present opinions, share ideas or voice concerns in a professional, responsible manner.

28

9.2b City Schools Inside

City Schools Inside is a website (www.baltimorecityschools.org/cityschoolsinside) for the 11,000+ employees who work day in and day out to create an entire system of great schools for the district’s 84,000 students. Access it at the URL noted, or by going to the main district website, www.baltimorecityschools.org, and selecting City Schools Inside from under the Employees tab at the far right. Employees should visit daily for real-time updates and sharing of information. At this site, you can connect with colleagues across the district, stay informed about action items and news and find out about opportunities for your school.

9.2c Ci ty School s websi t e

The City Schools website at www.baltimorecityschools.org is updated daily to provide the most current information about the school system. For example, it is the first place where details of early dismissals or closings for inclement weather are posted. It can be accessed through any Internet-connected computer or mobile device, whether at employees’ desktops or from home.

9.2d Employee Climate Surveys

City Schools conducts annual climate surveys to solicit feedback from employees about aspects of their work lives. From these surveys, managers are able to learn what is working and what may need improvement, both in specific departments and throughout the school system.

9.2e Bul let in Boards

City Schools uses bulletin boards at each work site to post fliers and information sheets that communicate a variety of general issues related to City Schools and the Office of Human Capital. Employees should look at the boards regularly.

9.2f Open Door Discuss ions

To obtain the quickest and most satisfactory answers to questions and solutions to problems, employees should discuss job-related issues, problems or concerns with their immediate supervisors. School-based employees may also contact the Office of Human Capital specialist responsible for their assigned school.

29

Section 10

Employees should become familiar with the following policies and regulations and follow them faithfully in the performance of their jobs and while conducting City Schools business. Employees who deviate from these policies and regulations may be subject to corrective or disciplinary action, up to and including termination of employment. Employees who have questions about City Schools’ standards of conduct should speak with their managers or call the Office of Human Capital. Listed below are some specific expectations of employees. This should not be regarded as an inclusive list but rather as a sampling of City Schools’ expectations and standards of behavior. For the most up-to-date listing of policies related to standards of conduct, visit rules and regulations of the Baltimore City Board of School Commissioners at www.boarddocs.com/mabe/bcpss/board.nsf/public#.

City Schools expects employees to provide quality, results-focused service to students, parents, colleagues and the public.

City Schools prides itself on providing quality education and related services, and its success depends on the performance of all employees. The district expects all employees to extend every courtesy and assistance to all individuals with whom they interact while representing City Schools.

City Schools expects all employees to be on location and ready to work at their designated starting time; they should remain at work as scheduled each day. Employees who, for any reason, are unable to report to work must notify their supervisor before their regular starting time. Employees should speak directly about their absence with their supervisor or other appropriate designated staff member as outlined in their department’s operational procedures. For absences longer than five consecutive days, employees must submit documentation to substantiate the reason for their absence. If employees continue to be absent, City Schools may, upon the recommendation of their supervisor, charge them with abandonment of their position or recommend them for termination. For more information, visit the Office of Human Capital section of the City Schools website at www.baltimorecityschools.org.

30

City Schools intends that telephones be used for conducting City Schools business. City Schools discourages personal telephone use during business hours, except in extreme emergencies. Employees have no expectation of privacy when using City Schools’ telephones. City Schools has the right to monitor telephone use as necessary to determine productivity.

Technology services provided by City Schools are intended for use on City Schools business. Employees should have no expectation of privacy in their use of City Schools’ computers. City Schools has the right to monitor computer activity as necessary to determine productivity, using software installed by the Information Technology Department (ITD). Managers can review this information upon request to ITD, after obtaining approval from the Office of Human Capital.

10.5a Email

City Schools provides employees with email accounts and grants them access to email services; in turn, employees are expected to use these services in an appropriate and professional manner, consistent with the Board rule on Internet Safety/Acceptable Use of Technology (see www.boarddocs.com/mabe/bcpss/board.nsf/public#). Every employee should monitor his or her email account regularly and respond to email messages appropriately and in a timely fashion. Employees should also use their City Schools–provided email address (with the @bcps.k12.md.us account information) rather than personal email accounts for City Schools–related correspondence, including messages to parents and families. Employees will be held accountable for knowing and acting upon information sent via email.

10.5b Websi tes

The World Wide Web can be used by employees to access information and resources that enable them to better perform their jobs. This access should be used in support of work-related activities only.

10.5c Software Downloads

Employees should not download software from the Internet without permission from ITD, as this may constitute a violation of software license agreements and U.S. copyright law, and put City Schools’ computers and networks at risk of infection by computer viruses.

31

City Schools deems a professional appearance to be important at all times. Employees must wear attire appropriate to an office or school environment in which business with students, outside visitors and customers is regularly conducted. Employees should exercise good judgment in choosing what they wear to work. In addition, attire should never pose a safety hazard to the employee or to others in the work environment. Managers have the authority to determine that certain types of clothing are not suitable for the office. Employees should consult their managers if they have questions about appropriate business attire. Further, as a display of respect for fellow employees and in the interest of public health, employees should meet generally accepted standards of cleanliness and hygiene.

City Schools is committed to providing all employees with a safe and productive work environment free from the effects of substance abuse or abusers. In keeping with this commitment, the following rules regarding the use of alcohol and controlled dangerous substances have been established for all regular and temporary employees, regardless of rank or position. The rules apply during work hours to all employees while they are on school system premises or elsewhere on business related to City Schools. Any of the following actions constitutes a violation of City Schools’ policies in this area:

The manufacture, distribution, possession, sale or purchase of controlled dangerous substances on City Schools property

Being under the influence of illegal drugs or alcohol or abusing other substances on City Schools property

Working while under the influence of prescription drugs that impair performance (note that if an employee is under medical care that requires use of such drugs, he or she must take sick leave as long as an impairing effect is present)

Soliciting or offering to obtain any controlled dangerous substance

Transferring or storing illegal drugs or drug paraphernalia or attempting or assisting another to do so while in the course of employment

Working or reporting to work, conducting City Schools business or being on City Schools property while under the influence of illegal drugs or alcohol or in an impaired condition

For the purposes of these policies, the following definitions apply:

City Schools property—All property owned by City Schools and used by employees

Controlled substance—Any substance listed in Schedules I-V of Section 21 U.S.C. § 812, as amended, of the Controlled Substance Act

Drug—Any chemical substance that produces physical, mental, emotional or behavioral changes in the user

32

Drug paraphernalia—Equipment, product or material used or intended for use in concealing an illegal drug or introducing into the human body an illegal drug or controlled substance

Illegal drug—Any drug or derivative whose use, possession, sale, transfer, attempted sale or transfer, manufacture or storage is illegal or regulated under any federal, state or local law or regulation; any drug, including but not limited to a prescription drug, used for any reason other than that prescribed by a physician; or inhalants used illegally

Under the influence—A state of being that affects mental or physical faculties resulting from the voluntary introduction into the body of an alcoholic beverage, drug or substance of abuse

Anyone who becomes aware of another employee’s drug-related activity in the workplace must report the matter in confidence to the Office of Human Capital. Employees violating this policy will be subject to disciplinary action up to and including termination of employment.

City Schools prohibits the use of tobacco products within its premises or on school grounds.

City Schools commits to maintaining a safe workplace and to taking steps to prevent injuries and illnesses. City Schools provides information to employees about workplace safety and health issues through regular internal communications. All employees should obey safety rules and exercise caution and common sense in all work activities. In the event of an incident at work that results in injury, regardless of how insignificant the injury may appear, injured employees and any witnesses must immediately notify their supervisors, who must report the incident by calling 1-877-607-8600. Additionally, an Employee Incident Report documenting the situation must be completed within 48 hours of the injury. (Find the form at www.bcps.k12.md.us/Departments/HR/forms.asp.) If an employee needs medical services, he or she should go to Mercy Medical Clinic. Employees who see any hazardous or unsafe conditions or who have suggestions regarding their work space should bring them to the attention of their managers and contact the City Schools Health and Safety Office at 410-396-8679. Employees who violate safety standards, cause hazardous or dangerous situations or fail to report (or, where appropriate, remedy) such situations may face disciplinary actions up to and including the termination of employment.

33

To provide for the safety and security of employees and visitors to City Schools’ facilities, the school system allows only authorized persons in the workplace. Visitors must enter through the main reception area, sign in at the front desk and receive a ―Visitor‖ badge to wear while on the premises of City Schools; the badge should be returned when the visitor signs out, again at the front desk.

City Schools assumes no risk for any loss of or damage to personal property.

Only authorized employees may purchase supplies, equipment or services in the name of City Schools. No employee whose regular duties do not include purchasing shall incur any expense on behalf of City Schools or bind City Schools by any promise or representation without written approval. Please contact the Office of Procurement at 410-396-8757 for more specifics on this policy.

City Schools cannot allow employees to pursue activities that, in its judgment, may be in conflict with the best interest of the school system, have the appearance of impropriety, damage the reputation of the district or interfere with business or the proper performance of employees’ duties. Employees considering other business activity or any situation that might give rise to a conflict of interest should discuss the matter with their manager or the general counsel. In addition, employees should adhere to the City Schools practice governing other employment (see Section 10.14). If it is determined that a conflict of interest exists or will arise, City Schools may require employees to divest the conflicting interest or resign. Please see the Code of Ethics (Section B–School Board Governance and Operations, Policy BCA) in the Baltimore City Board of School Commissioners Policy Manual at www.boarddocs.com/mabe/bcpss/board.nsf/public# for more information.

City Schools expects full-time professional employees of the school system to devote their professional time and attention to the business of City Schools.

34

In an effort to prevent interference with business operations, City Schools prohibits unapproved solicitation and distribution on its premises during working hours.

City Schools holds all employees to certain work rules and standards of conduct. When employees deviate from these rules and standards, City Schools expects their supervisors to take corrective action. Corrective action at City Schools is progressive. That is, the action taken in response to a rule infraction or violation of standards typically increases in seriousness until the infraction or violation is corrected or such action requires more significant disciplinary action. Though committed to a progressive approach to corrective action, City Schools considers certain rule infractions and violations of standards as grounds for immediate termination of employment.

City Schools considers certain misconduct to be serious. In instances in which employees are found to have engaged in such conduct, corrective action will be taken, up to and including termination of employment. This action may not necessarily be preceded by a warning. The following actions may constitute grounds for immediate termination. Please note that this list is not inclusive.

Insubordination or other disrespectful conduct, including the use of profane or abusive language, verbal abuse, issuing threats of violence, fighting or refusal to perform assigned duties or carry out directions issued by management

Possession, distribution, sale, transfer or use of alcohol or controlled dangerous substances

Committing or attempting to commit deliberate damage to City Schools property; negligence or improper conduct leading to damage of City Schools−owned property or property owned by students, parents and families, staff or other City Schools customers

Unauthorized possession or disclosure of confidential or privileged information relating to employees, students or families or to the business of City Schools

Misrepresentation of City Schools to a student, parent, family member or other customer, a prospective customer, the general public or another employee

Misuse of City Schools property, advocating or taking part in seizure or theft of City Schools property or trespassing on City Schools property

Dishonesty, theft or unauthorized removal or possession of City Schools property

Failure to observe established safety rules, participation in activities that could endanger the safety of others or damage the property or inventory of City Schools

Violation of smoking regulations in the workplace

35

Obtaining employment on the basis of false or misleading information (e.g., personal work history, skills or training); falsifying time sheets, attendance or other school system records

Excessive absences or being absent from work without proper notice or authority

Unlawful or unwelcome harassment (e.g., sexual harassment)

Unauthorized use of telephone or other school system−owned equipment for purposes other than business (e.g., playing games on the computer or using email or web browsing for personal business)

Violation of personnel practices

Unsatisfactory performance or conduct

Maintaining inappropriate relationships with students (refer to Section G–Personnel, Policy GBEBB, of the Baltimore City Board of School Commissioners Policy Manual, at www.boarddocs.com/mabe/bcpss/board.nsf/public#)

City Schools may also subject employees to corrective action, up to and including termination of employment, for engaging in practices inconsistent with ordinary, reasonable and common sense rules of conduct necessary for the mutual welfare of the school system and its employees.

City Schools does not discriminate against employees for taking any action protected under any of the ―whistleblower‖ laws to which it is subject, including the Fair Employment Practices Act (MD. CODE ANN., ART. 49B), the Maryland Whistleblower Law in the Executive Branch of State Government (MD. CODE ANN., STATE PERS. & PENSIONS, §5-301 et seq.), the Health Care Worker Whistleblower Protection Act (MD. CODE ANN., HEALTH OCCUPATIONS, §1-501 et seq.), the Maryland Occupational and Safety Health Act (MD. CODE ANN., LABOR & EMPL., §5-901 et seq.) or the federal False Claims Act (31 U.S.C. §§ 3729-3733, as amended). City Schools encourages any employee who believes he or she has been discriminated against in the terms or conditions of his or her employment in relation to a whistleblower law to speak immediately with the Office of Equal Employment Opportunity and Title IX Compliance (phone 410-396-8849). That employee may also at his or her sole discretion seek legal protection under one of the referenced laws. If an employee has reason to believe that another employee, including an executive, supervisor, manager, principal or contractor, has committed an act or failed to act in such a way that would violate federal, state or local laws or regulations, the employee should immediately raise the issue or concern with the Office of Staff Investigations so that the matter can be investigated internally for resolution. Employees may report the matter anonymously by calling 443-642-4935 or the Fraud Hotline at 1-800-679-0185. Additionally, employees may report such matters anonymously online at www.integrity-helpline.com/bcpss.jsp.

36

Section 11

When nonexempt employees wish to leave employment with City Schools, they should give at least two weeks’ written notice. Exempt employees should give at least two and preferably four weeks’ written notice. Individuals who resign without notice may be ineligible for rehire by City Schools at a future date. When employees resign or are dismissed from employment by City Schools, they must return all City Schools property—including files, records, keys, identification cards, parking permits and information technology equipment—prior to their final day of employment. The must also meet any outstanding financial obligations. Usually, City Schools pays employees all accrued vested benefits due at termination. Departing employees can elect to continue some benefits (such as health insurance) at their own expense. City Schools notifies the employees of the benefits that may be continued and of the terms, conditions and limitations that apply. Once the City Schools Office of Human Capital receives termination paperwork, employees are generally scheduled for an exit interview with their manager, and they are asked to complete an exit survey. City Schools conducts these activities to communicate final information to the employees about details of employment termination, and also to gather employees’ insight on how the experience of working for City Schools could be improved. In the case of certificated employees, a resignation submitted after July 15 and without 30 days’ written notice prior to the next school year could result in a recommendation for suspension of the certificate and loss of severance benefits. For more details regarding teacher contract obligations, please refer to Section 3.3.

37

Section 12

Why do I have to si gn an acknowledgment s tatement for thi s handbook? The acknowledgement statement confirms to the Baltimore City Board of School Commissioners that City Schools has distributed the handbook to all employees. Because there are changes to the handbook over time, City Schools documents the most recent distribution of the handbook.

When do I get my paycheck? You can view a copy of the payroll cycle on the City Schools website at http://www.baltimorecityschools.org/cityschoolsinside. The pay period is a two-week cycle, with pay days falling on the Friday following completion of the cycle. If you begin employment with City Schools on the first day of a pay cycle, you will receive your first pay in three weeks. However, if you start in the middle of a pay cycle, you will be paid on the next pay day following completion of that cycle, and your pay will cover only those days actually worked. (Note that 10-month employees are initially set up to receive 21 pay checks during the year, with payments during the summer months, while 12-month employees receive 26. However, during the open enrollment period in June, full-time 10-month salaried employees can enroll in the pay-all-year option to spread their pay over the calendar year. A similar program is offered through MECU.) Employees are paid by paper check or direct deposit to their designated bank account. While direct deposit is preferred, it is not mandatory. It can take several weeks to process a direct deposit request; new employees who elect direct deposit will generally receive at least one payment as a paper check. Finally, it is important to know that various deductions may come out of your pay check. As required by law, City Schools will withhold federal, state, Social Security and Medicare taxes and submit these amounts on your behalf to the appropriate taxation authority. Other deductions based on your union affiliation, benefits elections or other legal obligations may include such things as your contributions toward insurance premiums, deposits to your 403(b) tax-sheltered retirement savings account, union dues or representation fees, child support or garnishments.

Where do I get my employee ID? During the pre-employment process, City Schools will issue you an identification badge that includes your photo. You should wear the badge on City Schools property. Lost badges can be replaced for a nominal fee at the pre-employment office (Room 120 at the district administration building).

Is there an employee orientation? The pre-employment process includes a brief orientation, with time available for you to meet with representatives from various departments of the Office of Human Capital. Additionally, you may receive an orientation in your department or work site, during which you will receive information

38

specific to your job assignment, such as start time, expectations and time-off procedures. See Section 3.12 for more information.

What do I do i f I need to take t ime of f? You should refer to Section 5 of this handbook for general information on accrual of leave time. Depending on your unit affiliation and employment status, you will be eligible for different types of leave. After you have been on payroll for several weeks, you will see your accumulated available sick, vacation or compensatory time on your pay statement—the check stub if you elect to receive paper checks, or through Employee Self-Service if you choose direct deposit (find the link at City Schools Inside at www.baltimorecityschools.org/cityschoolsinside). Contact your direct supervisor to request time off. The payroll administrator in your department will properly code your time away from work.

How do I inquire about my benef i ts? You can contact the Division of Benefits Management at 410-396-8885 or via email at benefits@bcps.k12.md.us.

What should I do i f I am injured on the job? See Section 10.9 of this handbook, which outlines the need to communicate with your manager and to complete an Incident Report within 48 hours.

If I am a 10-month employee, can I work for Ci ty School s during the summer? City Schools provides limited opportunities for summer employment for its 10-month employees, based on predetermined criteria and eligibility requirements. Watch City Schools Inside (www.baltimorecityschools.org/site/Default.aspx?PageID=1769) and other internal communications for information.

Can I earn overt ime pay? Overtime pay is available to nonexempt employees, who must have consent from the department supervisor prior to working any overtime hours.

What is the City School s pol i cy on transf erring s i ck leave and ret ir ement from another stat e? Retirement and sick leave benefits and accruals from another state cannot be transferred.