PERSONNEL POLICIES AND PROCEDURES MANUAL FOR The Fall Mountain Regional School District

Created 4/21/2009 Approved 7/31/2009 Revised 7/31/2010

This document supersedes all personnel policies previously established or approved by the Fall Mountain Regional School District.

Fall Mountain Regional School District does not and will not discriminate in any of its educational programs, activities or employment practices on the basis of age, race, color, religion, national origin, sex, sex orientation, marital status, familial status, physical or mental disability. Title IX Coordinator, 504 Coordinator, and English Language Learners Coordinator Lorraine Landry, Assistant Superintendent, SAU60, PO Box 600, 159 East Street, Charlestown, NH 03603 (603) 826-7756

WELCOME TO FALL MOUNTAIN Starting a new job is exciting, but at times can be overwhelming. This Personnel Policies and Procedures Manual has been developed to help you get acquainted and answer many of your initial questions about the Fall Mountain Regional School District. The Fall Mountain Regional School Board Goals are: To provide safe, secure schools and quality facilities. To enhance communication and understanding among staff, parents, students and community. To demonstrate fiscal accountability while meeting the financial and resource needs of the district. To improve student academic performance while developing the whole child.

As an employee of the Fall Mountain Regional School District the importance of your contribution cannot be overstated. Our goal is to provide Acworth, Alstead, Charlestown, Langdon and Walpole children with the finest and most efficient education possible. You are an important part of this process. The FMRSD Mission Statement is to develop all childrens academic, artistic, social, and athletic skills. Our Mission Statement and Core Values form the foundation for what we believe and the actions we take in support of children and their families. Our Core Values are: Respect: treating yourself and others with patience, understanding and honor Integrity: acting in a manner that is trustworthy, virtuous and dedicated Citizenship: commitment to our community, our nation and our world Responsibility: being accountable for our own actions This Personnel Policies and Procedures Manual explains our personnel policies and benefits. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice to you in your capacity as an employee, you should address your specific questions to your immediate supervisor. We are glad you have joined us, and we hope you will find your work to be both challenging and rewarding. Sincerely, Debra Livingston, Ed. D. Superintendent of Schools

RECEIPT AND ACKNOWLEDGMENT OF PERSONNEL POLICIES AND PROCEDURES MANUAL This Personnel Policies and Procedures Manual is an important document intended to help you become acquainted with the Fall Mountain Regional School District. This Manual will serve as a guide; it is not the final word in all cases. Individual circumstances may call for individual attention. Please read the following statements and sign below to indicate your receipt and acknowledgment of the Manual. I have received a copy and understand that it is my obligation to read the Personnel Policies and Procedures Manual. I understand that the policies described in the Manual are subject to change at the Fall Mountain Regional School District Boards sole discretion at any time. I acknowledge that I have the right to terminate my employment with the Fall Mountain Regional School District at any time subject to Article XIII, 13.1 Resignations, in the appropriate Collective Bargaining Agreement. In turn, I acknowledge that the Fall Mountain Regional School District has the right to terminate my employment in its sole discretion, subject to any statutory federal or state constitutional requirements or negotiated agreement. I am aware that during the course of my employment, confidential information may be made available to me. I understand that this confidential information must not be given out or used outside of Fall Mountain Regional School District premises or with nonDistrict employees, except as required by law. I acknowledge that I have read and understand FMRSB Policies: EHAA (Computer Use), GBAA (Sexual Harassment and Violence-Employees) and JKA (Restraints). I acknowledge that it is my responsibility to return any and all Fall Mountain Regional School District equipment in the same condition as received immediately upon the termination of my employment. I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the Personnel Policies and Procedures Manual. ________________________________ Employees Name (please print) Date: cc: Personnel File
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________________________________ Employees Signature

FALL MOUNTAIN REGIONAL SCHOOL DISTRICT Email Authorization and Compliance Form
All email messages or data composed, stored, sent, or received using the FMRSD email system are and remain the private property of the District. They are not the property of the employee. The electronic mail system may not be used to solicit or proselytize for commercial ventures, religious or political causes, outside organizations, or other non-job-related solicitations. The District will keep an archive of email for up to one year. The confidentiality of any message or data should not be assumed. Even when a message is erased, it is still possible to retrieve and read that message. The use of passwords for security does not guarantee confidentiality, or that the District will not retrieve it. All mass email and utilization of listservs are for educational purposes only. Non-school related mass emailing is not allowed without the prior approval of a supervisor. Personal email should not impact job responsibilities. All FMRSD emails are the property of FMRSD and as such will be stored on the District server. Staff must sign out of email accounts when finished as an open account can allow for student access. Notwithstanding the Districts right to retrieve and monitor any E-mail messages, such messages should be treated as confidential by other employees and accessed only by the intended recipient. Employees are not authorized to retrieve or read any E-mail that is not sent to them. Any exception to this policy must receive prior approval by the Superintendent. Applied to all email messages: This message may contain information that is confidential and/or protected under the Family Rights and Privacy Act or other lawfully recognized privilege. If you received this message in error or through inappropriate means, please reply to this message to notify the Sender that the message was received by you in error, and then permanently delete this message from all storage media, without forwarding or retaining a copy. Virus warnings: Virus emails can be from a familiar sender and contained an attachment that was not in the typical file format we would be expecting such as .doc for a Word file, .xls for an Excel file or .pdf for an adobe acrobat file. *Some examples of attachments endings that could contain viruses: .exe .pif .src .bat .vbs Always look at the LAST extension. DO NOT OPEN any email and attachments you are not expecting and CALL the sender to confirm that it was a valid attachment. Virus programs will only catch viruses that are currently in their lists. Notify the ITS Department of any suspicious attachments before opening. All staff must sign this Email Use Agreement Form before receiving and using an FMRSD District email account.

I have been informed of this Email Compliance Policy and will abide by its stipulations for electronic mail use.

Staff Signature: __________________________________ Date: _______________ Email Account Approved: ___________ Administrators Signature ____________________________ Date: _______________ cc: Personnel File
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TABLE OF CONTENTS I. GENERAL PROVISIONS EQUAL EMPLOYMENT OPPORTUNITY & POLICY AGAINST HARASSMENT...1 SEXUAL HARASSMENT POLICY...............................................................................2 REPORTING PROCEDURE FOR SEXUAL AND OTHER UNLAWFUL HARASSMENT, DISCRIMINATION AND RETALIATION........................................5 RESTRAINTS.....................................................................................................................6 HAZING .............................................................................................................................6 THE AMERICANS WITH DISABILITIES ACT............................................................6 REPORTING CHILD ABUSE AND NEGLECT ..............................................................7 II. EMPLOYEE CLASSIFICATIONS EMPLOYMENT AT-WILL ............................................................................................8 EMPLOYMENT CLASSIFICATIONS...........................................................................8 III. COMPENSATION AND HOURS OF WORK REPORTING OF TIME WORKED ................................................................................9 PAY/PAY PERIODS ......................................................................................................9 PAYROLL DEDUCTIONS.............................................................................................9 REIMBURSABLE EXPENSES .................................................................................... 10 OVERTIME.................................................................................................................. 10 BREAKS AND MEAL PERIODS...........................................................................................................................11 IV. TIME AWAY FROM WORK AND OTHER LEAVE BENEFITS HOLIDAYS .................................................................................................................. 11 VACATION.................................................................................................................. 11 PERSONAL DAYS ...................................................................................................... 12 SICK LEAVE ............................................................................................................... 12 FAMILY AND MEDICAL LEAVE.............................................................................. 13
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MATERNITY LEAVE.................................................................................................. 18 PERSONAL LEAVE OF ABSENCE ............................................................................ 19 MILITARY LEAVE ..................................................................................................... 19 BEREAVEMENT LEAVE............................................................................................ 21 JURY DUTY/WITNESS LEAVE ................................................................................. 21 MEDICAL BENEFIT PLAN ........................................................................................ 21 DENTAL PLAN ........................................................................................................... 22 LIFE INSURANCE....................................................................................................... 22 RETIREMENT PLAN .................................................................................................. 22 LONG-TERM DISABILITY......................................................................................... 22 COBRA......................................................................................................................... 22 WORKERS COMPENSATION INSURANCE AND REPORTING WORKPLACE INJURIES ..................................................................................................................... 23 TEMPORARY ALTERNATIVE DUTY....................................................................... 23 UNEMPLOYMENT INSURANCE............................................................................... 24 SOCIAL SECURITY .................................................................................................... 24 V. ON THE JOB ATTENDANCE............................................................................................................ 24 CONFIDENTIALITY........................................................................................................25 USE OF COPYRIGHTED MATERIALS.........................................................................25 COMPUTER USE AND COMMUNICATIONS EQUIPMENT POLICY..................... 26 CYBERBULLYING..........................................................................................................29 MAINTENANCE AND TECHNOLOGY WORKORDERS............................................29 PERSONAL DRESS ..................................................................................................... 29 INCLEMENT WEATHER............................................................................................ 30 MOTOR VEHICLE VIOLATIONS .............................................................................. 30
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SECURITY................................................................................................................... 30 CONFLICT OF INTEREST .......................................................................................... 31 DISCIPLINE................................................................................................................. 31 PERSONNEL RECORDS............................................................................................. 31 PERFORMANCE EVALUATIONS ............................................................................. 32 VI. SAFETY AND HEALTH SAFETY COMMITTEE ............................................................................................... 32 SAFE SCOOLS.................................................................................................................33 EMERGENCY CARE AND FIRST AID.........................................................................33 ACCIDENT REPORTS.....................................................................................................33 HIPAA...............................................................................................................................33 WORKPLACE VIOLENCE.......................................................................................... 35 ALCOHOL AND DRUG POLICY ............................................................................... 35 VII. SEPARATION FROM EMPLOYMENT REQUESTED NOTICE OF DECISION TO TERMINATE EMPLOYMENT............... 35 EXIT INTERVIEWS..................................................................................................... 36

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I.

GENERAL PROVISIONS EQUAL EMPLOYMENT OPPORTUNITY

SAU#60 does not discriminate in its educational programs, activities, or employment practices on the basis of race, national origin, age, sex, or handicapping condition, under the provisions of Title VI of the Civil Rights Act of 1964; the Age Discrimination Act of 1967; Title IX of the Educational Amendments of 1972; Section 504 of the Rehabilitation Act of 1973; and the Education for all Handicapped Children Act of 1975. Any person having inquiries concerning SAU#60 compliance with the Title IX of the Education Amendment of 1972, and 34 C.F.R., Part 106, may contact the Assistant Superintendent and Title IX Coordinator, SAU#60, PO Box 600, Charlestown, NH 03603, (603)826-7756, or the Assistant Secretary for Civil Rights, U.S. Department of Education, Washington, DC, and/or the Regional Director, Office for Civil Rights, Region 1, Boston, MA. Any person having inquiries concerning English as a Second Language, Section 504 of the Rehabilitation Act of 9173 and 34 C.F.R., Part 104, may also contact the Assistant Superintendent. The Fall Mountain Regional School District is committed to a policy of equal employment opportunity to all persons based on individual merit, competence and need... This policy applies to all terms and conditions of employment including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. In support of our commitment to equal employment opportunities, the Fall Mountain Regional School District prohibits harassment of one employee by another employee or supervisor on any of the bases discussed above. Any employee who harasses another employee, citizen, or visitor on any of the bases discussed above will be subject to discipline, up to and including discharge. The Fall Mountain Regional School District defines harassment as follows: Harassment is verbal and physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, sex, pregnancy, national origin, ancestry, age, religion, disability, marital status, sexual orientation or veteran status, or that of his or her relatives, friends, or associates, and that: (1) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (2) has the purpose or effect of unreasonably interfering with an individuals work performance; or (3) otherwise adversely affects an individuals employment opportunities. It is not possible to list all of the circumstances and behaviors that may constitute unlawful harassment in violation of Fall Mountain Regional School District policy. However, the following are some examples of conduct which may constitute harassment: epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts that are based on or that relate to race, color, religion, gender, national origin, ancestry, pregnancy, age, disability, sexual orientation, marital status, or veteran status; and

written or graphic material that denigrates or shows hostility toward an individual or group because of race, color, gender, religion, marital status, pregnancy, national origin, ancestry, age, disability, sexual orientation or veteran status.

The Fall Mountain Regional School District prohibits all of the activities discussed above, whether engaged in by a supervisor, agent, employee, co-worker, or non-employee (such as a vendor) who is on our premises or who comes in contact with our employees. Any supervisor or employee who harasses or discriminates against another employee or non-employee on any basis discussed above will be subject to discipline, up to and including termination of employment. If you experience or witness what you believe may be harassment and/or discrimination in violation of this policy, you should report the incident in accordance with the Reporting Procedure contained in FMRSD Policy GBAA and Regulation GBAA-R. The matter will be promptly investigated and appropriate action will be taken, depending on the nature and severity of any proven incident. Retaliation against an employee who complains in good faith about harassment and/or discrimination or who participates in good faith in an investigation of a complaint is a violation of this policy. Retaliation is a form of unlawful harassment and will be handled in the same manner as other forms of harassment.

SEXUAL HARASSMENT (FMRSB Policy GBAA) PURPOSE The purpose of this policy is to maintain a learning environment that is free from sexual harassment and violence, or other improper or inappropriate behavior that may constitute harassment as defined below. Any form of sexual harassment or violence is strictly prohibited. It is a violation of this policy for any employee to harass another employee through conduct or communication of a sexual nature as defined by this policy. It is a violation of this policy for any student to be sexually violent toward another student. The District will investigate all complaints, formal or informal, verbal or written, of sexual harassment or sexual violence and will discipline any employee who sexually harasses or is sexually violent toward another person.

SEXUAL HARASSMENT/SEXUAL VIOLENCE DEFINED Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct or other verbal or physical conduct or communication of a sexual nature when: 1. Submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining or retaining employment, or of obtaining an education; or
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2. Submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual's employment or education; or 3. That conduct or communication has the purpose or effect of substantially or unreasonably interfering with an individual's employment or education, or creating an intimidating, hostile or offensive employment or education environment. Sexual harassment may include, but is not limited to: 1. Verbal harassment and/or abuse of a sexual nature; 2. Subtle pressure for sexual activity; 3. Inappropriate patting, pinching or other touching; 4. Intentional brushing against an employees body; 5. Demanding sexual favors accompanied by implied or overt threats; 6. Demanding sexual favors accompanied by implied or overt promises of preferential treatment; 7. Any sexually motivated unwelcome touching; or 8. Sexual violence that is a physical act of aggression that includes a sexual act or sexual purpose. REPORTING PROCEDURES Any employee who believes he or she has been the victim of sexual harassment or sexual violence should report the alleged act(s) immediately to his or her immediate supervisor. If the alleged perpetrator is the employees immediate supervisor, the alleged victim may report the allegation to any other district employee. That employee shall then report the allegation immediately to an appropriate District official, as designated by this policy. The District encourages the reporting employee to use the report form available from the Principal of each building or available from the Superintendent's office. A. In each building, the Principal is the person responsible for receiving oral or written reports of sexual harassment or sexual violence. Upon receipt of a report, the Principal must notify the Superintendent immediately without screening or investigating the report. If the report was given verbally, the Principal shall reduce it to written form within 24 hours and forward it to the Superintendent. Failure to forward any sexual harassment or sexual violence report or complaint as provided herein will result in disciplinary action. If the complaint involves the building Principal, the complaint shall be filed directly with the Superintendent. B. District-Wide. The designated person to receive any report or complaint of sexual harassment and sexual violence is the Assistant Superintendent. If the complaint involves the Superintendent, the complaint shall be filed directly with the School Board. The District shall post the name of the Assistant Superintendent in conspicuous places throughout school buildings, including a telephone number and mailing address. C. Submission of a complaint or report of sexual harassment or sexual violence will not affect the employees standing in school, future employment, or work assignments.
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D. The use of formal reporting forms provided by the District is voluntary. The District will respect the confidentiality of the complainant and the individual(s) against whom the complaint is filed as much as possible, consistent with the School District's legal obligations and the necessity to investigate allegations of sexual harassment and sexual violence and take disciplinary action when the conduct has occurred. INVESTIGATION AND RECOMMENDATION The Assistant Superintendent, upon receipt of a report or complaint alleging sexual harassment or sexual violence shall immediately authorize an investigation. This investigation may be conducted by District officials or by a third party designated by the School Board. The investigating party shall provide a written report of the status of the investigation within 10 working days to the Superintendent. If the Superintendent is the subject of the complaint, the report shall be submitted to the School Board. In determining whether alleged conduct constitutes sexual harassment or sexual violence, the District should consider the surrounding circumstances, the nature of the sexual advances, relationships between the parties involved and the context in which the alleged incidents occurred. Whether a particular action or incident constitutes sexual harassment or sexual violence requires a determination based on all the facts and surrounding circumstances. The investigation may consist of personal interviews with the complainant, the individual(s) against whom the complaint is filed, and others who may have knowledge of the alleged incident(s) or circumstances giving rise to the complaint. The investigation may also consist of any other methods and documents deemed pertinent by the investigator. Students who are interviewed may have a parent present during the interview. In addition, the District may take immediate steps, at its discretion, to protect the complainant, students and employees pending completion of an investigation of alleged sexual harassment or sexual violence. SCHOOL DISTRICT ACTION A. Upon receipt of a recommendation that the complaint is valid, the District will take such action as appropriate based on the results of the investigation. B. The complainant may appeal the investigation recommendations to the Superintendent (or if the Superintendent is under investigation, appeal is made to the Board). C. The result of the investigation of each complaint filed under these procedures will be reported in writing to the complainant by the School District. The report will document any disciplinary action taken as a result of the complaint. REPRISAL The School District will discipline any individual who retaliates against any employee who reports alleged sexual harassment or sexual violence or who retaliates against any person who testifies, assists or participates in an investigation, proceeding or hearing relating to a sexual harassment or sexual violence complaint. Retaliation includes, but is not limited to, any form of intimidation, reprisal or harassment.
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RIGHT TO ALTERNATIVE COMPLAINT PROCEDURES These procedures do not deny the right of any individual to pursue other avenues of recourse, which may include filing charges with the Commissioner of Education, initiating civil action or seeking redress under state criminal statutes and/or federal law. SEXUAL HARASSMENT OR SEXUAL VIOLENCE AS SEXUAL ABUSE Under certain circumstances, sexual harassment or sexual violence may constitute sexual abuse under New Hampshire law. In such situations, the District shall comply with said law. Nothing in this policy will prohibit the School District from taking immediate action to protect victims of alleged sexual abuse. DISCIPLINE The School District will take such disciplinary action it deems necessary and appropriate, including warning, suspension or immediate discharge to end sexual harassment and sexual violence and prevent its recurrence. BY-PASS OF POLICY Any individual with a sexual harassment complaint may choose to bypass this Policy and accompanying regulation and proceed directly to: N.H. Commission on Human Rights, at 2 Chenelle Dr., Concord, NH 03301, phone 603-271-2767 or US Department of Health & Human Services, Office for Civil Rights, Region 1, JFK Building, Room 1875, Boston, MA 02203, phone 617-565-1340. REPORTING PROCEDURE FOR SEXUAL AND OTHER UNLAWFUL HARASSMENT, DISCRIMINATION AND RETALIATION (See FMRSB Regulation GBAA-R) Any employee who feels that he or she has experienced sexual or other unlawful harassment and discrimination or retaliation should immediately report such actions in accordance with the following procedure. All complaints will be promptly and appropriately investigated. 1. If you believe that you have experienced sexual or other unlawful harassment, discrimination or retaliation, you should report the incident immediately to your immediate supervisor or your school guidance counselor. Supervisors and managers who become aware of discriminatory or harassing conduct, a complaint of discrimination or harassment, or retaliation must report the conduct and/or complaint immediately to their immediate supervisor or school guidance counselor. The Fall Mountain Regional School District will promptly investigate incidents reported through this procedure. Any employee, supervisor, or agent of the Fall Mountain Regional School District who has been found to have engaged in conduct that violates our policies against discrimination and/or harassment will be subject to appropriate remedial and/or disciplinary action, up to and including immediate discharge. The complainant will be informed generally of the outcome of the investigation and whether remedial action is being undertaken by the Fall Mountain Regional School District.
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2.

3.

4.

The Fall Mountain Regional School District will conduct all investigations in a discreet manner. Disclosure of complaints will be limited to those with a need to know in order to investigate the complaint and take appropriate remedial action. RESTRAINTS (See FMRSB Policy JKA and Regulation JKA-R)

The Fall Mountain School District authorizes staff members to use physical restraints in limited situations. Physical restraint may be used only under the following conditions: 1. Physical action of a student creates a substantial risk of harm to self or others and; 2. After all other positive interventions (see Appendix A). Physical restraint is appropriate only when a student is displaying physical behavior that presents substantial risk to the student or others, and considered when, in the opinion of the supervising adult, the threat is imminent. The use of physical intervention should not exceed that necessary to avoid injury. The degree of physical restriction employed must be in proportion to the circumstances of the incident and the potential consequences. The purpose of the restraint should be to assist the student to regain rational thought and/or emotional stability. It should last only as long as is necessary to accomplish this. Trained persons, authorized by the Superintendent, Assistant Superintendent, Special Education Administrator, Principal, Director, or his/her designee, should only carry out restraint. Untrained staff are limited to physically intervening by using the minimal amount of physical contact with the student to protect the student and ensure the safety of others until trained staff is available. Untrained staff should request assistance from trained staff as soon as possible. HAZING FMRSB Policy JICFA)

(See

It is the policy of the District that no student or employee of the District shall participate in or be a member of any secret fraternity or secret organization that is in any degree related to the school or to a school activity. No student organization or any person associated with any organization sanctioned by the Board of Education shall engage or participate in hazing.

THE AMERICANS WITH DISABILITIES ACT (See FMRSB Policies ACE Procedural Safeguards Nondiscrimination on the Basis of Handicap/Disability and KED Facilities or Services: Grievance Procedure Section 504) In accordance with the Americans with Disabilities Act of 1990 (ADA) and RSA 354-A, the Fall Mountain Regional School District prohibits any form of discrimination in hiring as well as in all terms and conditions of employment against individuals with physical or mental disabilities. We will make every effort to make reasonable accommodations to ensure equal opportunity for qualified individuals with disabilities in the application process and in performing essential job functions, so as to afford enjoyment of the same benefits and privileges of employment as are enjoyed by employees without disabilities.
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Please notify Human Resources if, because of a disability, you require an accommodation to perform the essential functions of your job. You may be asked to provide medical information regarding your disability and possible accommodations, and we expect that you will engage in this interactive process in good faith so that we may determine eligibility for accommodation and identify reasonable accommodations. We will maintain all medical information in a confidential manner in accordance with the ADA, and will provide reasonable accommodations as required by law. The Fall Mountain Regional School District may decline to provide accommodations to individuals who are not qualified individuals within the meaning of the law, and may also decline to provide accommodations that are not reasonable or that cause an undue hardship. REPORTING CHILD ABUSE AND NEGLECT FMRSB Policy JLF Because of their sustained contact with school age children, school employees are in an excellent position to identify abused or neglected children and to refer them for treatment and protection. An abused child is a child under the age of 18 who has been sexually molested or exploited, been psychologically injured so that said child exhibits symptoms of emotional problems generally recognized to result from consistent maltreatment or neglect, or been physically injured by other than accidental means. Neglect means the failure to provide necessary food, care, clothing, shelter or medical attention for a childs physical, mental and emotional health. To comply with the Child Protection Act (RSA 169-C, 1979), it is the policy of the Fall Mountain Regional School District that any teacher or other school employee who suspects that a childs physical or mental welfare may be adversely affected by abuse or neglect shall report that information to the Division of Children and Youth Services and to the Principal. It is not the responsibility of the school employee to prove that the child has been abused or neglected, or to determine whether the child is in need of protection. School personnel, who in good faith make a report of suspected child abuse or neglect, have immunity under the law from any liabilities, civil or criminal. The good faith of the reporter is presumed. Persons willfully failing to report child abuse or neglect may be guilty of a misdemeanor which, under New Hampshire law, can mean a sentence of up to a year in jail and a $1,000.00 fine. Under State Right to Know laws, parents maintain the right to access to information compiled in their childs school records. However, it is the schools right to withhold certain information which identifies either the person who made the report or those who cooperated in a subsequent investigation, if the school believes the release of this information would be detrimental to the safety and interest of the reporting person.

II.

EMPLOYEE CLASSIFICATIONS EMPLOYMENT AT-WILL

Unless otherwise provided in a written contract or unless set forth by statute, all employees in the State of New Hampshire are considered to be employees at-will. Employment at-will status enables both the Fall Mountain Regional School District and the employee to terminate the employment relationship with or without cause or notice, at any time, for no reason or for any reason not prohibited by law or specifically noted in a Collective Bargaining Agreement. Neither the policies contained in this Manual, nor any other written or verbal communication by a supervisor or official, are intended to change the at-will relationship or create a contract of employment.

EMPLOYMENT CLASSIFICATIONS At the time that you are hired, you are classified as full-time, part-time, or temporary and are informed as to whether you qualify for overtime pay. Unless otherwise specified in this Manual or as required by law, the benefits described in this Manual apply only to full-time employees. All other policies described in this Manual apply to all employees, with the exception of certain wage, salary and time off limitations. If you are unsure of which job classification into which your position fits, please contact the Financial Services Manager. FULL-TIME EMPLOYEES: Individuals who are regularly scheduled to work thirty-five or more hours per week. PART-TIME EMPLOYEES: Individuals who are regularly scheduled to work less than thirtyfive hours per week. TEMPORARY EMPLOYEES: Individuals who are hired for specific periods of time or for the completion of a specific project. Temporary employees are not eligible for benefits described in this Manual except to the extent required by state or federal law. NON-EXEMPT AND EXEMPT EMPLOYEES: All employees will be classified as either exempt or non-exempt. Exempt employees are paid on a salary basis and their duties and responsibilities allow them to be considered exempt from the overtime requirements of the Fair Labor Standards Act (FLSA). Therefore, these employees are not eligible to receive overtime pay. Non-exempt employees do not meet the requirements necessary to be considered exempt from the overtime provisions of the FLSA. Therefore, these employees are eligible for overtime pay in accordance with the FLSA and Fall Mountain Regional School District policy. Upon hiring, employees are told whether they are classified as exempt or non-exempt from the overtime provisions of the FLSA. If you have questions about whether you are classified as exempt or non-exempt under the FLSA, please contact the Financial Services Manager.

III.

COMPENSATION AND HOURS OF WORK REPORTING OF TIME WORKED

It is important that your time be accurately reported so that you are compensated for the hours that you work. No employee will be paid for overtime without the express, written, prior approval of their direct supervisor. You will be required to complete time sheets for any time worked beyond the scope of your employment contract. Employees compensated through Federal Grant funds are required to submit timesheets regardless of the status of their employment. Some exempt employees may be compensated for additional hours worked over their normal hours with additional time off. PAY/PAY PERIODS Employees are paid on a twice per month basis on the first and sixteenth of each month for all hours to be worked during the next pay period. If paydays fall on a holiday or weekend, paychecks will be issued on the following business day. Please review your paycheck for errors. If you find a mistake, report it to the Financial Services Manager immediately. Paychecks will be distributed only to you. Contracted employees can choose their method of pay. The district will pay contracted employees in 1 of 3 different ways: Over 20 school-year pays; Sept-June, 24 deferred payments which pay twice monthly each month of the year, 24 balloon payments which pay Sept June which include four full (summer) checks prior to July 1 On-call employees will receive pay as time is worked through the school year PAYROLL DEDUCTIONS A. Payroll Deductions for All Employees

There are two categories of payroll deductions, those required by state or federal law and those authorized by the employee. Payroll deductions required by state and federal law include federal and/or state income tax, social security tax, and wage garnishments as required by law (i.e. child support payments, court-ordered payments, IRS garnishments). All employees working a minimum of thirty-five are required to contribute 5% of their gross earnings (minus cash-in-lieu amounts) to the New Hampshire Retirement System. If authorized by an eligible employee, the Fall Mountain Regional School District will also make payroll deductions for health insurance, savings plans, and voluntary contributions to a retirement plan. These deductions will be itemized on your check stub. B. Payroll Deductions for Salaried Exempt Employees

The Fall Mountain Regional School District complies with all federal and state laws with regard to deductions from paychecks, including deductions from the salaries of exempt employees. In accordance with the laws, salaried exempt employees receive a predetermined salary which is not subject to reduction because of variations in the quality or quantity of work performed and is not subject to reduction for absences requested by the Fall Mountain Regional School District or
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due to the operating requirements of the District. The Fall Mountain Regional School District recognizes that under federal and state law there are only limited times when a salaried employees salary can be subject to deductions. [Note: RSA 275:43-b now allows an exempt employees final paycheck to be prorated in the case of a termination for cause.] The Fall Mountain Regional School District prohibits deductions from salaries that are inconsistent with the status of an exempt employee. Exempt employees should note that salaries are subject to modification from time to time, such as at evaluation time, when an employees position or responsibilities change, and at other appropriate times. Exempt employees should also note that it is permissible for an employer to apply vacation, sick, personal and other forms of paid time off to partial or full-day absences for personal reasons, sickness, or disability, and that applying paid time is not considered a deduction from salary. C. Questions Regarding Paychecks and Deductions

If you have any questions or concerns about your paycheck or any deductions from your pay, please contact the Payroll Financial Assistant as soon as possible. If you do not receive a prompt response or are dissatisfied in any way with the response you receive, you should feel free to contact the Financial Services Manager. Questions and concerns regarding pay and deductions will be investigated and addressed promptly. If there has been an error, such as a deduction made in error, the employee will receive a corrected check or a check reimbursing the employee for the error, whichever is more practicable under the circumstances. Employees should feel free to communicate any questions or concerns regarding pay or deductions. The Fall Mountain Regional School District will not tolerate retaliation against employees who have expressed concerns using this procedure.

REIMBURSABLE EXPENSES With prior supervisory approval, legitimate expenses will be reimbursed by the Fall Mountain Regional School District to the employee. The employee must submit receipts in order to be reimbursed. Reimbursement may be in the form of petty cash or a separate check. See your immediate supervisor with any questions as to whether and what expenses may be reimbursed.

OVERTIME From time to time, it may be necessary for you to perform overtime work. All overtime must be approved in writing, in advance by your supervisor. Except in the event of an emergency, the Fall Mountain Regional School District will attempt to provide you with advance notice of the necessity for overtime work. Most non-exempt employees are entitled to be paid one and onehalf (1-1/2) times their regular rate of pay for all time worked in excess of eighty-eight (88) hours per pay period. Sick days, holidays, vacation time, leaves of absences, and other time off benefits are not counted as time worked for purposes of overtime. You will be advised when you are hired if you are entitled to overtime pay.

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BREAKS AND MEAL PERIODS Generally, all Fall Mountain Regional School District employees will be provided with a thirty (30) minute meal period/break after five consecutive hours of working, unless it is feasible to eat while working and the employee is permitted to do so. One or two paid break periods of fifteen (15) minutes will be granted during the work day if possible, but these breaks are not guaranteed.

IV.

TIME AWAY FROM WORK AND OTHER LEAVE BENEFITS HOLIDAYS

Full-time year-round employees are entitled to the paid holidays listed below, provided that the employee normally works on that day. Those who work 180 days per year are entitled to the six (6) marked with an asterisk. For hourly employees, holiday pay will be paid at the straight time hourly rate and will be pro-rated for employees that regularly work fewer than eight (8) hours on that day. Temporary employees are not entitled to paid holidays. Some employees may be required to work on holidays. Employees who are required to work on a holiday may take a floating holiday. The floating holiday must be scheduled at least one week in advance and approved by an immediate supervisor. New Year's Day * (January 1) Martin Luther King Day (3rd Monday of January) President's Day (3rd Monday of February) Memorial Day (Last Monday of May) Independence Day (July 4) Labor Day (1st Monday in September Veterans Day (November 11) Thanksgiving Day * (4th Thursday in November) Thanksgiving Friday * Last workday before Christmas * Christmas Day * (December 25) Last workday before New Years * All holidays will be observed on the day designated by the Federal Government. VACATION Vacation is a time for you to rest, relax, and pursue special interests. The Fall Mountain Regional School District provides paid vacation as one of the many ways in which we show our appreciation for your hard work and continued service. Full-time and part-time Full-Year employees are eligible for paid vacation. Temporary or School Year only employees are not entitled to paid vacation time. Vacation time is earned by eligible employees based upon the number of hours worked per day and the number of years of service. A specific number of vacation days are granted to certain non-union full-year employees via their contract.

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No part of an employees scheduled vacation may be converted to sick leave. If illness or injury occurs during a vacation, sick leave benefits will not begin until the employee is scheduled to return to work. Vacation pay for each day will be paid based on the normal straight time scheduled hours; i.e., if someone normally is scheduled for eight (8) hours per day, their vacation pay will be for eight (8) hours for each full day requested, and anyone normally scheduled for seven (7) hours will be paid seven (7) hours for each full day requested. Non-union employees are expected to take their vacation either during the year in which it is granted or during the following year. Vacation time may be carried over and accumulated for two consecutive years by non-union employees. The Fall Mountain Regional School District will not pay non-union employees for unused, accrued vacation time at the end of the second year. Vacation policies for full year union employees are defined in their Collective Bargaining Agreement. An employee will not earn any vacation time for those pay periods in which he/she is entitled to no wages, unless required under law. Generally, this will occur when the employee is on unpaid leave, such as FMLA leave. All employees must submit requests for vacation time to their immediate supervisor in writing. Requests should be submitted at least ten (10) business days in advance of the requested vacation dates. Vacation may be taken only if the request is approved by the supervisor. If more than one employee requests vacation during the same period of time, approval will be determined on a first come first served basis.

PERSONAL DAYS The Fall Mountain Regional School District will provide two (2) paid personal days each to all full-time and part-time employees unless otherwise noted in a negotiated agreement (3 days for those on a teacher contract). Temporary employees are not entitled to any paid personal days. District substitutes will be provided with one (1) paid personal day annually. A part-time employee will be paid for personal days on a pro-rated basis in accordance with his/her regular hours of work. Personal days may not be carried over from year to year, and employees will not be paid for personal days not taken during the year upon separation from employment. All personal days must be approved in advance by the immediate supervisor. SICK LEAVE The Fall Mountain Regional School District provides paid sick days to all contracted full-time and part-time employees. Temporary employees are not entitled to any paid sick days. Contracted District substitutes will be provided with four (4) sick days annually. Sick time must be used in half day increments, and employees will be paid at the normal straight time rate for the number of hours the employee was scheduled to work. Sick pay may not exceed the employees regular workday and/or workweek hours. A part-time employee will be paid for sick days on a pro-rated basis in accordance with his/her regular hours of work. Sick days are to be used for absences due to illness. The Fall Mountain Regional School District may, at any time, ask you to submit satisfactory medical verification of an illness from your
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health care provider. Failure to provide verification may result in loss of sick leave benefits or, in cases in which sick leave abuse is detected, disciplinary action. After three (3) consecutive absences an employee may be required to submit a Certification of Health Care Provider completed by his/her treating physician before being allowed to return to work. These forms are available on the First Class Desktop in the District Forms folder. An employee will not earn any sick leave for those pay periods in which the employee is on unpaid leave status. Unused sick time may be carried over by those on teacher contracts with no restrictions. Those on support staff contracts may carry over sick days into the following years at their prorated rates up to a maximum of 90 days for year-round staff. Non-union employees may carry over sick days at their prorated rates up to a maximum of 120 days. Employees who leave the Fall Mountain Regional School Districts employment for any reason will not be entitled to any pay for unused sick days. Employees who do not report to work due to illness must contact their immediate supervisor or sub coordinator if applicable, on a daily basis relative to the need for and status of their absences, unless otherwise directed. Reporting of the absence to any employee other than the immediate supervisor will not be accepted as compliance with the daily reporting requirement. Employees who fail to report to work or call in to their immediate supervisor for three (3) consecutive work days will be considered to have voluntarily resigned from their employment. FAMILY AND MEDICAL LEAVE (See FMRSB Policy GCCBC) Under the Family and Medical Leave Act (FMLA), eligible employees may take an unpaid leave of absence and be restored to the same or an equivalent position upon their return to work for any of the following reasons: (1) The birth of the employees child and to care for the newborn child (leave must be taken within twelve (12) months of the birth of the child); (2) The placement of a child with the employee for adoption or foster care, and in order to care for the newly placed child (leave must be taken within twelve (12) months of the adoption or placement of the child); (3) The serious health condition of a spouse, parent, minor child, or adult child when the adult child is incapable of self care and the employee is needed for such care (covered family members); (4) The employees own serious health condition that renders the employee unable to perform his or her job; (5) A qualifying exigency (as defined in the Department of Labor Regulations) arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty or has been notified of an impending call or order to active duty in the United States Armed Forces in support of a contingency operation as a member of the
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National Guard or Reserves; (6) The employee is a spouse, son, daughter, parent, or next of kin of a covered servicemember (as defined in the Department of Labor Regulations) who has a serious injury or illness and the employee is needed to care for such person. Eligibility Requirements: To be eligible for FMLA leave, an employee must satisfy both of the following conditions: The employee must have worked for the Fall Mountain Regional School District for at least twelve (12) months, and must have performed at least 1,250 hours of work in twelve (12) months prior to a leave request; and At the time leave is requested, the employee must either: (a) work at a site where the Fall Mountain Regional School District employs fifty (50) or more employees or (b) work at a worksite where the Fall Mountain Regional School District employs less than fifty (50) employs if fifty (50) or more employees are employed within a seventy-five (75) mile radius of the worksite.

Leave Entitlement: If an employee takes FMLA leave for a reason stated in paragraphs (1)(5), above, the employee is entitled to up to twelve (12) workweeks of unpaid leave during a twelve (12) month period. That twelve (12) month period is defined as a "rolling" twelve (12) month period measured backward from the date an employee begins an FMLA leave. In other words, the number of weeks the employee has available upon the beginning of a FMLA leave will be twelve (12) weeks less the number of FMLA leave weeks taken in the twelve (12) month period prior to the beginning of the current FMLA leave (the "Available Leave Weeks"). For example, if an employee used four weeks beginning February 1, 2008, four weeks beginning June 1, 2008, and four weeks beginning December 1, 2008, the employee would not be entitled to any additional leave until February 1, 2009. Beginning on February 1, 2009, the employee would be entitled to four weeks of leave; on June 1, 2009, the employee would be entitled to four additional weeks; and so on. (See FMRSB Policy GCCBC.) If an employee takes FMLA leave for the reason stated in paragraph (6), above, the employee may take up to 26 weeks of unpaid FMLA leave within a single 12-month period. This 12month period begins on the first day of leave. An employee who takes FMLA leave for a reason stated in paragraph (6), above, will be limited to a combined total of 26 workweeks of leave for any FMLA-qualifying reason during the single 12-month period. The leave entitlement described in paragraph (6) above is to be applied on a per-covered-servicemember, per injury basis such that an eligible employee may be entitled to take more than one period of 26 workweeks of leave if the leave is to care for different covered servicemembers or to care for the same servicemember with a subsequent serious illness of injury, except that no more than 26 workweeks of leave may be taken within any single 12-month period. Tracking FMLA Leave: When an eligible employee requests any leave of absence that qualifies under the FMLA, the Fall Mountain Regional School District has the right to designate such leave as FMLA leave. For example, if an eligible employee suffers a work related injury that qualifies as a serious health condition, the Fall Mountain Regional School District has the right to designate any time away from work as FMLA leave. In such
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circumstances, the Fall Mountain Regional School District will provide the employee with the same notifications as though the employee had specifically requested FMLA leave. Intermittent and Reduced Schedule Leave: Under some circumstances, employees may take FMLA leaves of absences intermittently (in separate blocks of time due to a single FMLA qualifying reason) or on a reduced leave schedule (reducing the usual number of hours an employee works per workweek or workday). Certification will be required to show that an intermittent or a reduced schedule leave is a medical necessity for leaves under paragraphs (3), (4), and (6), above. Other documentation or certification may be required to show that such an intermittent or a reduced schedule leave is necessary in the case of a leave of a qualified exigency under paragraph (5), above. If FMLA leave is for birth and care, or placement for adoption or foster care, as described in paragraphs (1) and (2), above, use of intermittent leave is subject to the Fall Mountain Regional School Board approval. When an employee takes intermittent or reduced schedule leave, time spent working will not be counted against the employees FMLA entitlement. Employees taking intermittent or reduced schedule leave will be paid for the time they work, and the leave time away from work will be unpaid unless the employee qualifies for workers compensation, short-term disability, or other benefits. If an employee is a salaried employee, the Fall Mountain Regional School District will adjust the employees salary based on the amount of time actually worked. While an employee is on intermittent or reduced schedule FMLA leave, the Fall Mountain Regional School District may temporarily transfer the employee to an available alternate position that better accommodates the employees recurring leave and that has equivalent pay and benefits. Employees who take intermittent leave for a planned medical treatment have an obligation to make a reasonable effort to schedule the treatment so as not to disrupt unduly the Fall Mountain Regional School Districts operations. Status Of Employee Benefits: Employees are required to use any accrued, unused paid time off days during FMLA leave unless the FMLA leave is otherwise paid through workers compensation benefits, short-term disability benefits, or other benefits. The substitution of paid leave time for unpaid leave time does not extend the FMLA leave period. Also, the employees FMLA leave may run concurrently with other types of leave. During an approved FMLA leave, the Fall Mountain Regional School District will maintain the employees health benefits under the same terms and conditions applicable to employees not on leave. If paid leave is substituted for unpaid FMLA leave, the Fall Mountain Regional School District will deduct the employees portion of the health plan premium as a regular payroll deduction. If an employees leave is unpaid, or is paid through workers compensation, shortterm disability benefits, or other benefits not provided through the Fall Mountain Regional School Districts payroll system, the employee must pay his or her portion
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of the premium by making arrangements with the Fall Mountain Regional School District Financial Services Manager. Health and other benefit coverage may be canceled if the employees premium payment is more than (thirty) 30 days late.

If an employee elects not to return to work at the end of the leave, the employee will be required to reimburse the Fall Mountain Regional School District for the cost of the premiums paid by the Fall Mountain Regional School District for maintaining coverage during the unpaid leave, unless the employee cannot return to work because of a serious health condition or because of other circumstances beyond the employees control. If the FMLA leave is for a condition that is covered under the Fall Mountain Regional School Districts short or long term disability insurance, covered employees may apply for benefit coverage. Benefit entitlements based on length of service will be preserved at the level earned as of the commencement of the leave, but will not accrue further during the leave period. For example, an employee on leave will not accrue additional sick/personal days. Requesting Leave: Employees must complete the appropriate FMLA leave request forms. These forms are available from the First Class desktop, District Forms section. If an employees need for leave is foreseeable, such as for the birth of a child or planned medical treatment, they must give their immediate supervisor (thirty) 30 days prior written notice. In cases of planned medical treatment, please make efforts to schedule the treatment to avoid disrupting the Fall Mountain Regional School Districts operations. If the need for leave is not foreseeable, the employee must give notice to their immediate supervisor as soon as practicable (generally, either the same day or the next business day of learning the employees need for leave) and the employee must comply with all of the Fall Mountain Regional School Districts policies regarding absences from work. Failure to provide such notice may be grounds for delaying the leave. If the employee is unable to notify the Fall Mountain Regional School District of his/her need for leave personally because of illness, the employee should ask someone else to call on his or her behalf. Medical Certifications: If an employee is requesting leave because of the employees serious health condition, a covered family members serious health condition, or for the serious injury or illness of a covered servicemember, the employee must provide a medical certification from the appropriate health care provider. It is an employees responsibility to provide a complete and sufficient certification. Please obtain a medical certification form from the District Forms folder on the First Class desktop for the health care provider to use. If possible, the employee should provide the medical certification before the leave begins. If that is not possible, the employee must provide the medical certification within fifteen (15) days of requesting leave. If the employee does not provide the required medical certification in a timely manner, the employees leave may be delayed. If you do not provide the certification at all, the Fall Mountain Regional School District will not be able to determine whether you are eligible for FMLA leave and your leave will be denied. The Fall Mountain Regional School District reserves the right to authenticate or clarify any medical certification if necessary. In the case of an employees own serious health condition, or that of a family members
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serious health condition, the Fall Mountain Regional School District, at its expense, may require an examination by a second health care provider designated by the Fall Mountain Regional School District. If the second health care providers opinion conflicts with the original medical certification, the Fall Mountain Regional School District, at its expense, may require a third health care provider agreed upon by the employee and the Fall Mountain Regional School District to conduct an examination and provide a final and binding opinion.

The Fall Mountain Regional School District may also require subsequent medical recertification. Failure to provide requested recertifications within fifteen (15) days may result in delay of further leave. Certifications for a Qualifying Exigency: Employees who request a leave for a qualifying exigency arising from an immediate family members call to active duty or impending call or order to active duty will be required to provide a copy of the family members active duty orders or other documentation issued by the military indicating the member is on active duty or call to active duty status in support of a contingency operation. Other documentation certifying the exigency necessitating the leave will also be required. Confirmation of Familial Relationship: Employees requesting a leave of absence based on a familial relationship (e.g. leaves under paragraphs (3), (5) and (6)), may be required to provide reasonable documentation or statement of family relationship. This documentation may take many forms, including but not limited to a childs birth certificate, a court document, etc. Reporting While On Leave: If an employee takes leave because of his or her own serious health condition, to care for a covered family member with a serious health condition, to care for a covered servicemember with a serious illness or injury, or for a qualifying exigency, the employee must contact his/her immediate supervisor on a regular basis to provide updates about the status of the need for leave (e.g. the medical condition of the employee or the individual for whom the employee is caring, or other circumstances necessitating leave) and the employees intention to return to work. In addition, the employee must give notice as soon as practicable (within two (2) business days if feasible) if the dates of leave change or are extended or initially were unknown. No Work While On Leave: The taking of another job (including self-employment) while on FMLA leave or any other authorized leave may lead to disciplinary action, up to and including discharge. Returning To Work: At the end of an authorized FMLA leave, the employee will be reinstated to his or her original position or an equivalent position. However, certain highly compensated employees or key employees may be denied restoration to their prior or equivalent position if keeping the job open for the employee would result in substantial economic injury to the Fall Mountain Regional School District. Key employees are those employees who are among the highest paid ten percent of employees within 75 miles of the worksite. If an employee takes leave because of his or her own serious health condition, the employee will not be reinstated until the employee provides a fitness for duty certificate from his or her health care provider confirming that the employee is medically able to resume work and
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perform the essential functions of his or her job. The return-to-work medical certification forms are available from the District Forms folder on the First Class desktop. The Fall Mountain Regional School District reserves the right to clarify and authenticate such certification. Coordination With Maternity Leave: As stated in our Maternity leave policy, the Fall Mountain Regional School District provides female employees with a leave of absence for the period of temporary physical disability resulting from pregnancy, childbirth, and related medical conditions. If an employee is also eligible for FMLA leave, the employees FMLA leave and Maternity Leave will run concurrently. Please refer to the Fall Mountain Regional School Districts Maternity Leave Policy GBCCAC for more information regarding Maternity Leave. For purposes of coordinating FMLA and maternity leaves, maternity disability leave will be treated in the same manner as the FMLA leave of absence described in paragraph (4) above. Maternity disability leave begins when an employee is medically determined to be disabled and ends when medically determined to be able to return to work. If a maternity disability leave is for the number of available FMLA leave weeks or less, the employee may take additional FMLA leave pursuant to paragraph (1) or (2) after the end of the disability period, not to exceed the number of remaining available leave weeks and will be reinstated in accordance with this FMLA policy. If a maternity disability leave exceeds the number of available FMLA leave weeks, then reinstatement will be governed by the maternity leave policy. Coordination With Other Fall Mountain Regional School District Policies; Reference To FMLA And Federal Regulations: In the event of any conflicts between this policy and other Fall Mountain Regional School District policies, the provisions of this policy will govern. The FMLA and the FMLA regulations issued by the U.S. Department of Labor contain many limitations and qualifications that are not stated in this policy. The Fall Mountain Regional School District reserves the right to apply the terms of the FMLA and the FMLA federal regulations. Any questions relative to FMLA leaves, including eligibility requirements, should be directed to the Financial Services Manager at Central Office. MATERNITY LEAVE (See FMRSB Policy GBCCAC) All female employees may take an unpaid leave of absence for the period of temporary physical disability resulting from pregnancy, childbirth or related medical conditions. A maternity leave begins when an employee is medically determined to be disabled and ends when she is medically able to return to work. Employees will be required to take FMLA leave, if they are eligible for such leave, concurrently with maternity leave, as described in our FMLA policy. Employees must use their accrued vacation and sick/personal time before taking unpaid leave under this policy. Employees on maternity leave who are not eligible for FMLA leave or who have exhausted their FMLA available leave weeks will be allowed to continue to participate in our health insurance
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benefit for the calendar month during which the leave begins. When that calendar month expires, the employee may continue medical insurance coverage by making arrangements with the Financial Services Manager to pay the entire amount of the appropriate monthly premium in advance each month. When the employee is physically able to return to work, her original job or a comparable position will be made available to her unless business necessity makes this impossible or unreasonable. An employee who cannot be returned to her original or a comparable position will remain eligible to apply for any available position within the Fall Mountain Regional School District. PERSONAL LEAVE OF ABSENCE The Fall Mountain Regional School District recognizes that due to personal circumstances, it may be necessary for an employee to request more time off than is provided under our policies. A personal leave of absence may be granted at the sole discretion of the Fall Mountain Regional School Board and is normally only granted for compelling reasons. Written requests for Leaves of Absence should be directed to the Fall Mountain Regional School Board. You may be asked to provide a written request for the leave and/or a health care providers certificate stating the reason for the leave and the expected date of return to work. If granted, personal leaves typically will not exceed thirty (30) days. An employee who has taken leave for medical reasons must submit a fitness for duty certificate from his or her health care provider before reinstated to work. Personal leaves of absence will be unpaid, and an employee on an unpaid personal leave of absence is not entitled to earn any benefits, including, but not limited to, holidays, vacation time, sick leave, and personal days. Employees who are granted a personal leave of absence may continue to participate in our health insurance benefit for the calendar month during which the leave begins. When that calendar month expires, the employee may continue health insurance coverage by making arrangements with the Financial Services Manager to pay the entire amount of the appropriate monthly premium in advance each month. We will make reasonable efforts to reinstate employees returning from personal leaves to the same or similar job as held prior to the leave of absence, subject to our staffing needs and other contractual agreements. If an employee fails to return to work following the expiration of the leave, the employee will be considered to have voluntarily resigned from his or her employment with the Fall Mountain Regional School District. MILITARY LEAVE (See FMRSD Policy GCCAD) Employees who voluntarily or involuntarily serve in the United States armed forces or National Guard (collectively referred to as uniformed services) will be provided with leaves of absence for such service or training in connection with such service in accordance with the federal Uniformed Services Employment and Reemployment Rights Act (USERRA). See FMRSB Policy GCCAD) Military leaves of absence will be unpaid, unless otherwise required by law. You may elect to take part of, or all of, your accrued vacation time with pay during your military leave of absence, but you are not required to do so.
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Notice of Leave Request: An employee needing time away from work for service or training in the uniformed services should make his/her immediate supervisor aware of the need for leave as soon as the employee receives the written or verbal orders. It is requested that notice should be provided at least 30 days before the leave begins where it is at all possible to do so. An employees request for leave may include reasonable time off to get personal business in order prior to commencing service in the uniformed services. Reasonable time off will be decided by the Superintendent of Schools based on a case by case basis. Health Coverage: If a military leave lasts less than 31 days, the employees health insurance will be continued and the employee will pay his/her regular contribution for the cost of health insurance. Payment for insurance with less than 31 days leave may be paid in advance or upon return through payroll deductions. If a military leave lasts 31 days or more, then the employees health insurance coverage will cease and the employee will be eligible to elect to continue his or her health insurance coverage at his or her own expense for up to 24 months, in accordance with USERRA. The cost for continuation coverage will be the full cost of the premium, and a 2% administrative fee may also be charged. When the employee returns to work, he or she will be reinstated to the health insurance benefit with no waiting period, even if coverage terminated during the leave. Pension: Upon reemployment the employee is treated as if there was no break in service for participating, vesting and accrual purposes. If applicable, the employee may elect to make up any missed contributions or elective deferrals, but is not required to do so. Reinstatement: Employees wishing to be reinstated following military leave should promptly notify the Superintendent of Schools of their desire to be reinstated. If the leave is for service of less than 31 days, then the employee should return to work on the first full regularly scheduled work day following completion of service, allowing for 24 hours of rest and time for safe transportation back from the service. If the service lasts 31 to 180 days, then the employee should notify the Superintendent of Schools of the desire for reinstatement within 14 days of completing service. If the military leave lasts more than 180 days, then the employee should notify the Superintendent of Schools of the desire for reinstatement within 90 days of completing service. The Fall Mountain Regional School District will reinstate eligible employees promptly. Eligibility for reemployment will be determined with reference to USERRA and its implementing regulations. Employees seeking reinstatement may be asked to provide documentation of the timeliness of the reinstatement request, the total time spent in service, and/or a statement that the reason for separation or dismissal from service is not disqualifying. Employees cannot waive their reemployment rights in advance of being released from uniformed service. Disabled Service Members: If a returning employee was disabled or a disability was aggravated during uniformed service, the Fall Mountain Regional School District will make reasonable accommodations and efforts to help the employee become qualified to perform the duties of his or her reemployment position.

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Statement Against Discrimination and Retaliation: The Fall Mountain Regional School District will not discriminate in hiring, employment, reemployment, or any benefits of employment against any individual because of that individuals service in the United States uniformed services. The Fall Mountain Regional School District also will not tolerate any retaliation against any individuals because of their service in the uniformed services or their engagement in any other activities protected under USERRA. (See FMRSB Policy AC)

BEREAVEMENT LEAVE Full-time and part-time employees will be granted time off from work without loss of pay in connection with the death of a relative in accordance with the following policy. In the event of the death of a member of a full-time or part-time employees immediate family, the Fall Mountain Regional School District provides three (3) days paid time off to those having a Support Staff contract, or five (5) days paid time off to those having a teachers contract and for non-union employees. Pay for part-time employees will be pro-rated based on the number of hours, if any, the employee regularly works on those days. Immediate family includes spouse, civil union partner, children (including biological or by adoption), step-children, parents, brothers, sisters, step-parents, step-brothers, step-sisters, mother-in-law, father-in-law, brotherin-law, sister-in-law, grandparents, and grandchildren of the employee.

JURY DUTY/WITNESS LEAVE The Fall Mountain Regional School District considers it a civic duty to serve on a jury if summoned and will grant you leave in order to serve on a jury. An employee shall be excused from employment for the day or days required in serving as a juror or witness in any court of the United States or the employees state of residence. Employees who are compensated by the court for jury duty shall be paid the difference between their regular days pay and the amount of compensation they receive for performing their jury duty. Employees summoned for jury duty must inform their immediate supervisor and present a copy of the summons as soon as possible. If released from jury duty on any day, the employee is expected to return to work.

MEDICAL BENEFIT PLAN Eligible employees may participate in our medical insurance plan. Full-time employees may enroll in either a single, two-person, or family plan after meeting the eligibility criteria outlined for Support Staff and Non-Union Staff in Appendix B of the Agreement between the FMRSD Board and the FMRSD Educational Support Personnel Association; and in Appendix B of the agreement between the FMRSD Board and the Fall Mountain Teachers Association for Teaching Staff. Information and enrollment forms may be obtained from the business office. To assist you with the cost of this insurance, the Fall Mountain Regional School District currently pays a portion of the premium for single, two-person, or family coverage. The balance is to be paid by the employee through an authorized payroll deduction.
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Some employees may choose to opt out of the FMRSD Medical Benefit Plan and will be eligible to receive Cash-in-lieu. Please see the Financial Services Manager for more details.

DENTAL PLAN Eligible employees may participate in our dental plan. Full-time employees may enroll in either a single, two-person, or family plan after meeting the eligibility criteria of working thirty-five (35) or more hours per week. The plan has a per person maximum annual benefit of $1000. Information and enrollment forms may be obtained from the Financial Services Manager. LIFE INSURANCE The Fall Mountain Regional School District currently provides a death benefit to all contracted employees regardless of hours/day. The employee must be actively under contract for his/her beneficiary to receive the benefit. The amount of coverage is currently $5000. There is no shared cost with eligible employees at this time.

RETIREMENT PLAN The Fall Mountain Regional School District currently deducts 5% from an eligible employees annual salary for deposit in the New Hampshire Retirement System. The District provides a match to this plan based on state mandated percentages. For more information about their Service Retirement benefit see the Financial Services Manager.

LONG-TERM DISABILITY Regular employees working at least twenty (20) hours per week are currently eligible to enroll in our long-term disability insurance after completing the Group Policy Effective Date. This insurance is designed to provide some income for you in the event that you suffer a nonoccupational illness or injury. Our long-term disability benefits are governed by detailed plan documents that are available from the Financial Services Manager and on the Desktop email server under Employee Forms. COBRA The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides eligible employees and their eligible dependents with the opportunity to continue medical and dental insurance for a period of time, at their own expense, if they would otherwise lose coverage due to certain qualifying reasons. Please see the Financial Services Manager for more information about COBRA.

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WORKERS COMPENSATION INSURANCE AND REPORTING WORKPLACE INJURIES On-the-job injuries are covered by Workers Compensation Insurance, which is provided at no cost to the employee. We ask for your assistance in alerting the Fall Mountain Regional School District to any condition which could lead or contribute to an employee accident. Reporting Injuries: If you are injured on the job, no matter how slightly, you must report the incident immediately to your immediate supervisor. Employees must complete the necessary Staff Report of Injury forms following any injury. The Staff Report of Injury form must be signed by your supervisor and faxed to the Workers Compensation liaison at the Central Office prior to seeking medical attention (unless it is a life-threatening injury). Weekly Income Benefits: The amount of the weekly workers compensation benefit is set by the New Hampshire Department of Labor. The weekly benefit is currently based upon 60% of an employees average weekly wages. These benefits are paid by our workers compensation carrier to eligible employees. Temporary Alternative Duty: Employees with work-related injuries may also be entitled to temporary alternative duty in accordance with New Hampshires workers compensation laws. Employees with non-work-related disabilities who require accommodations to perform their jobs should make accommodation requests to their immediate supervisor. Please refer to the Americans with Disabilities Act policy in this Personnel Manual for more information. Reinstatement: A full-time employee who has sustained an on-the-job injury will be reinstated to his or her former position upon request within eighteen (18) months of the initial injury if the position exists and is available, and the employee is not disabled from performing the duties of the position. A fitness-for-duty certificate may be required before an employee is permitted to return to work. Under New Hampshire law, an employees reinstatement rights expire eighteen (18) months from the date of injury. An employee also will not be reinstated if he/she has accepted a job with another employer at any time after the date of the injury or if there is a medical determination that the employee cannot return to his/her former position. Other circumstances concerning reinstatement will be governed by the New Hampshire Department of Labor requirements.

TEMPORARY ALTERNATIVE DUTY POLICY In accordance with the provisions of RSA 281-A: 23-b, the Fall Mountain Regional School District will provide temporary alternative work opportunities for employees who suffer a workrelated injury or illness. When practicable, employees will be returned to their regular duties with modifications consistent with a healthcare providers stipulated work restrictions. In the event that such restrictions make it impracticable for an employee to perform his or her normal job duties, even with modification, the employee may be reassigned to different duties or a different work schedule and may include assignment to a different department with the Fall Mountain Regional School District.
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The specific assignment of duties shall be determined on a case-by-case basis pursuant to the healthcare providers restrictions and the work available at the time of the injury or illness. The Temporary Alternative Work Program will be available to employees for a period of time extending as long as the circumstances of the illness/injury requires, but not longer than four (4) months as dictated by the treating physician and as such duties are available. The treating healthcare provider and the ill/injured employee share the responsibility of providing the Fall Mountain Regional School District with the NH Workers Compensation Medical Form. This form provides information relating to the employees capabilities necessary to structure a temporary duty program. The immediate supervisor will work with the employee to facilitate a safe return to work program within limitations listed by the treating physician. If necessary, the District may contact the treating physician for additional information. After each subsequent visit, the ill/injured employee will be responsible for providing an updated medical form completed by the treating healthcare provider and returned to the immediate supervisor. Additional modifications will be made to the return to work program as required. Upon release by the healthcare professional, the employee will assume normal duties of his or her regular position. UNEMPLOYMENT INSURANCE The Fall Mountain Regional School District is self funded for unemployment insurance. Individuals laid off from employment by the Fall Mountain Regional School District may be eligible for unemployment compensation benefits through the New Hampshire Department of Employment Security. SOCIAL SECURITY Social Security is a payroll deduction representing your contribution to the federal governments Social Security Program. The Fall Mountain Regional School District also contributes money on your behalf to the Social Security Program.

V.

ON THE JOB ATTENDANCE

Attendance and punctuality are important factors for your success in the Fall Mountain Regional School District. However, the Fall Mountain Regional School District is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside work hours may arise. If an employee is unable to report to work, or if an employee will arrive late, the employee must contact their immediate supervisor. He/she should be given as much time as possible to arrange for someone else to cover the position until the employee arrives. For late arrivals, the employee should indicate when he or she expects to arrive for work. If the employee is unable to call in because of an illness, emergency or for some other reason, the employee should arrange to have someone call on his or her behalf.
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Absence from work for three (3) consecutive days without notifying his/her immediate supervisor will be considered a voluntary resignation. Tardiness or leaving early is often as detrimental to the Fall Mountain Regional School District as an absence. Three (3) such incidents in a 90-day period will be considered a tardiness pattern and will be considered excessive, and the reasons for tardiness or leaving early may come under question. Other factors, like the degree of lateness, may be considered. All employees should be aware that excessive absenteeism, lateness, or leaving early may lead to disciplinary action, up to and including dismissal from employment. Attendance records may be considered when evaluating requests for promotions, transfers, leaves of absence, and approved time off, as well as disciplinary, termination and layoff decisions.

CONFIDENTIALITY The Fall Mountain Regional School Districts information and records relating to Fall Mountain Regional School District schools, operations, plans, projects, strategies, employees, or students is confidential. Therefore, employees must treat all matters accordingly. No Fall Mountain Regional School District information, including, without limitation, documents, notes, files, records, oral information, computer files or similar materials (except in the ordinary course of performing duties on behalf of the Fall Mountain Regional School District) may be removed from the Fall Mountain Regional School Districts premises without permission from the employees immediate supervisor. Additionally, the contents of the Fall Mountain Regional School Districts employee or student records may not be disclosed to anyone, except as required by law. Employees unsure about the confidential nature of specific information are expected to seek clarification from their immediate supervisor. Employees will be subject to appropriate disciplinary action, up to and including dismissal, for knowingly or unknowingly revealing information of a confidential nature.

USE OF COPYRIGHTED MATERIALS (See FMRSD Policy EGAD) It is the intent of the School Board of the Fall Mountain Regional School District to adhere to the provisions of the U.S. copyright law (United States Code, Title 17), and to maintain the highest ethical standards in the use of all copyrighted materials. The willful infringement of a copyright and plagiarism of any sort by district employees is prohibited. The Board, therefore, directs the Superintendent or designee to provide employees with guidelines that ensure compliance with the U.S. copyright law and adherence to standards of ethical conduct as they relate to the use of someone elses creative work.

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COMPUTER USE AND COMMUNICATIONS EQUIPMENT POLICY (See FMRSB Policies EHAA and GBEBD and Regulation EHAA-R) The Fall Mountain Regional School District provides communication tools including computers, fax machines, telephones, voice mail, e-mail, and access to the Internet to help you do your job. This policy is designed to help you understand our expectations for the use of these resources and to help you use these resources wisely. All employees should be aware that the Fall Mountain Regional School District has the right, but not the duty, to monitor the computer, network, fax, voice mail, e-mail, and Internet use of all employees. For this reason, employees should not have any expectation of privacy in their use of our computers or other communications equipment, including e-mail and voice mail systems. The Fall Mountain Regional School District reserves the right to suspend individual user accounts for violation of this policy and to take disciplinary action up to and including termination of employment for the misuse of these resources or other violations of this policy. The following guidelines apply to all employees: Employees should be aware that in addition to having the ability to monitor e-mail messages sent and received on our system (including e-mail messages sent and received from personal e-mail accounts accessed from our system), the Fall Mountain Regional School District has the ability and the right to monitor such things as Internet web site visits, newsgroup discussions, chat room discussions, computer network use, and voice mail accounts. Our computers and other communications equipment and the communications, information, and documents created on them are the property of the Fall Mountain Regional School District and may be monitored by the Fall Mountain Regional School District at any time. Our computers and other communications equipment may not be used to violate any federal, state, or local laws or regulations. Use of any Fall Mountain Regional School District resources for illegal activity is grounds for immediate termination of employment, and we reserve the right to report the matter to law enforcement authorities. We will cooperate with any resulting law enforcement investigation. The Fall Mountain Regional School District reserves the right to inspect any and all files stored on our computer network, including any files in private areas of our network, in order to assure compliance with this policy. The display or transmission of any sexually explicit image or document by e-mail or through any other means using the Fall Mountain Regional School Districts system is a violation of our policy on sexual harassment. Our computers and other communications equipment also may not be used to transmit or display ethnic or racial slurs, or any other comment, message, or image that offensively addresses age, race, sex, sexual orientation, religion, national origin, disability, veteran status, marital status or other protected status in a manner that may be viewed as harassing, discriminating, or disparaging of others. Transmission of harassing, discriminatory or otherwise objectionable e-mail or files is strictly prohibited. Transmission of any religious or political messages is strictly prohibited. Access to non-work related obscene or offensive web sites is strictly prohibited.
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Any personal use of our computers or other communications equipment for any commercial activity (other than Fall Mountain Regional School District business) is strictly prohibited, as is the use of our computers and communications equipment for anything that may not be in the best interest of the Fall Mountain Regional School District including, but not limited to, activities that disclose any confidential or proprietary information of the Fall Mountain Regional School District. Fall Mountain Regional School District computers and other communications equipment are to be for Fall Mountain Regional School District use only by authorized users. Nonemployees may not use the Fall Mountain Regional School Districts computers, network, or other communications equipment without administrative authorization. Use of another employees account, user name, or password, or access to their personal files without their consent (by anyone other than authorized representatives of the IT department) is strictly prohibited. Obtaining, or trying to obtain, other users passwords, or using programs that compromise security in any way is prohibited. All pass codes and passwords are the property of the Fall Mountain Regional School District. No employee may use a passcode, password, or voice mail access code that has not been issued to that employee by the Fall Mountain Regional School District or that is unknown to the Fall Mountain Regional School District. Users of the Fall Mountain Regional School District computers, network, and other communications equipment must take reasonable precautions to prevent unauthorized access to our systems. Passwords should not be divulged to unauthorized persons. Destruction, theft, alteration, or any other form of sabotage of the Fall Mountain Regional School Districts computers, programs, software, hardware, networks, websites, files, data, and other communications equipment and resources is prohibited and will be investigated and prosecuted to the fullest extent of the law. The breaking into and/or corrupting of any of the Fall Mountain Regional School Districts computers, network, or other communications equipment is strictly prohibited. Hacking into third party computer or other information systems using the Fall Mountain Regional School Districts technology is also prohibited, and will be reported to the authorities. Any vulnerability in the Fall Mountain Regional School Districts computers, network, or other communications equipment or resources should be reported immediately to the Technology Director. The use of viruses, worms, or other destructive programs is prohibited. If a virus, worm, or other destructive program is identified, it should be immediately reported to the Technology Director. Accessing the Fall Mountain Regional School Districts files or any other files on the network or the system that you did not create is prohibited unless you have prior authorization from the Technology Director or the creator. Disruptive behavior such as intentionally destroying or modifying files on the network is strictly prohibited. Any form of tampering, including, but not limited to, snooping, drilling down, or hacking, or introducing malware or spyware is strictly prohibited.
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Confidential information is not to be transmitted over the Internet or otherwise disclosed without prior authorization and proper encryption. All Fall Mountain Regional School District data and information is considered confidential unless the Fall Mountain Regional School District has granted permission for an employee to disclose that information or unless required by law. Accessing or attempting to access confidential data is strictly prohibited. Confidential information should be used only for its intended purpose. Employees responsibility for confidentiality continues outside of work. Employees may not work on Fall Mountain Regional School District documents, data, or other business on home computers or other portable technology without the express prior approval of their immediate supervisor. All employees are responsible for taking precautions to safeguard the physical security of the Fall Mountain Regional School Districts network, Internet, computers, and other communications equipment. Disks, CDs, USB portable drives, Zip drives, and other removable drive devices containing sensitive, confidential, or proprietary information should be stored in a locked drawer, whenever possible. Employees should log out of district software systems when not in use or left unattended; including PowerSchool, Grade Book, Budget Sense, First Class, Performance Pathways, NHSEIS, NWEA, and Global Connect. Computers should be turned off when not in use for an extended period of time or when an employee is out of his or her office. Employees or students may not bring personal laptops or computers into district facilities. Personal devices should never be connected to the school network without authorization from the Director of Technology in order to avoid potential security and virus risk to our systems. Employees also may not copy, transmit, or otherwise remove any information from our network, Intranet, computers, or other communications equipment to CDs, disks, Zip drives, personal digital assistants, USB portable drives, or other removable drive devices without prior authorization from their immediate supervisor. Employees may not intentionally download anything from the Internet without prior authorization. This includes, but is not limited to, screensavers, music, E-mail stationary, and other images. All downloaded files or applications are to be scanned for viruses by the Technology Director before being saved on the Fall Mountain Regional School Districts network. The Technology Director or designee must review all downloaded applications before being installed on the network. The Fall Mountain Regional School District retains the copyright to any Fall Mountain Regional School District-related material posted to any forum, newsgroup, chat or World Wide Web page by any employee in the course of his/her duties. All information on the network, Intranet, computers, and other communications equipment is the property of the Fall Mountain Regional School District. Deleting, altering, or sharing confidential, proprietary, or any other information during employment or after separation from employment is prohibited, unless you have received prior authorization. Upon separation from employment, any computer or other equipment, including CDs, disks, Zip drives, USB portable drives, personal digital assistants, and other removable drive devices, must be returned with the appropriate passwords,
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identification codes, and other information necessary for the Fall Mountain Regional School District to continue using its equipment. All employees are required to report any violations, or suspected violations, of this policy. Refer to the Policies EHAA Computer Use, Students and Employees and EGA Internet Access for Students CYBERBULLYING (See FMRSB Policy EGAA) This District is committed to providing a positive and productive learning and working environment. Any form of harassment using electronic devices, commonly known as cyberbullying, by students, staff or third parties is prohibited and will not be tolerated in the district. Cyberbullying is the use of any electronic communication device to convey a message in any form (text, image, audio, or video) that defames, intimidates, harasses or is otherwise intended to harm, insult or humiliate another in a deliberate, repeated or hostile and unwanted manner. In addition, any communication of this form which disrupts or prevents a safe and positive educational or working environment may also be considered cyberbullying. Students and staff will refrain from using personal communication devices or district property to harass or stalk another. MAINTENANCE & TECHNOLOGY WORK ORDERS Employees should request specific protocols for their location from their immediate supervisor. General instructions for placing a work order for maintenance or technology services: 1. Open a web Browser 2. In the address box of the tool bar type: http://www.myschoolbuilding.com and enter the FMRSD Account # 919498309 > Submit 3. Type in your email address > Submit 4. Welcome to the FMRSD Work Order Site 5. Review personal information which has been filled in automatically 6. Choose the location/building where you need service 7. Select either the Maintenance Help Desk or the Technology Help Desk 8. Choose the icon that best describes your problem/issue, then fill in the description 9. Enter password= Password > Submit 10. You will be notified via email when your work order is assigned and completed. PERSONAL DRESS (FMRSB Policy GBEBA) The Board expects all staff members to be neatly groomed and dressed in clothing suitable for the subject of instruction, the work being performed, or the occasion. The Board retains the authority to specify the following dress and grooming guidelines for staff, within law, that will prevent such matters from having an adverse impact on the educational process. All staff members shall, when assigned to district duty:
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A. Be physically clean, neat and well groomed; B. Dress in a manner reflecting their assignments; C. Dress in a manner that does not cause damage to district property; D. Dress and be groomed in such a way so as not to cause a health or safety hazard. If an employee is not dressed or groomed appropriately for work, the employee may be sent home to change. This time will be unpaid unless otherwise required by law. Any questions concerning dress should be directed to your immediate supervisor.

INCLEMENT WEATHER Employees generally are expected to report to work during inclement weather. However, there may be occasions when the Fall Mountain Regional School District schools will be closed due to severe inclement weather. If the Fall Mountain Regional School Districts schools are not closed due to severe inclement weather, but you are unable to get to work, then you must call your immediate supervisor to explain why you cannot get to work. If you do not come to work because of inclement weather, you must use your vacation time or personal days. If your benefits have been exhausted, you will not be paid for the time missed, unless otherwise required by law. All full-year employees are expected to report to work if the Fall Mountain Regional School Districts schools are closed due to inclement weather. In the case of a delayed opening, employees are expected to report to work at their usual time.

MOTOR VEHICLE VIOLATIONS All employees who operate Fall Mountain Regional School District vehicles are required within seventy-two (72) hours to notify the Director of Transportation or Facilities if they have been convicted of or plead nolo contendere to any and all motor vehicle violations. If the license of any employee who operates Fall Mountain Regional School District vehicles is suspended, revoked, or otherwise restricted, the employee must notify the Director of Transportation within one working day of learning of the suspension, revocation, or restriction. No employee is authorized to operate any vehicle on district business while his or her license is under revocation or suspension. Employees who are required to but are unable to drive, and/or who fail to comply with this policy, may be subject to discipline, up to and including termination of employment.

SECURITY It is each employees responsibility to help ensure that proper security measures are exercised at all times. You should be familiar with emergency exits, alarm systems and the proper steps to take upon hearing them. You should also become familiar with your buildings Emergency Preparedness Plan. Any suspicious person or events should be called to the immediate attention of the building principal or administrator.
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CONFLICT OF INTEREST The Fall Mountain Regional School District expects its employees and officials to conform to the highest ethical and legal standards. Employees are required to refrain from engaging in any activities that create an actual conflict or the appearance of a conflict of interest. Examples of conduct and behavior that would violate this policy include, but are not limited to, the following: Investing in any of the Fall Mountain Regional School Districts vendors or suppliers (unless the securities are publicly traded and the investments are on the same terms available to the general public, and not based on any inside information), or having any financial interest in a vendor or supplier that could cause divided loyalty or even the appearance of divided loyalty. Receiving any gifts or favors in any amount or value from members of the public, or from any Fall Mountain Regional School District vendors or suppliers. Using, directly or indirectly, Fall Mountain Regional School District funds, assets, or other resources for any unlawful goal or purpose. Engaging in practices that violate federal, state or local laws or ordinances

Employees with any questions regarding these guidelines are required to discuss them with their immediate supervisor prior to engaging in any activity or conduct that may violate this policy, as violations may lead to disciplinary action, up to and including termination. DISCIPLINE It is the policy of the Fall Mountain Regional School District to take corrective action against employees who violate rules, regulations, or standards of conduct, or who endanger the safety of others, or perform in an unsatisfactory manner. Generally, there are four (4) types of disciplinary actions used by the Fall Mountain Regional School District: documented verbal warning, written warning, suspension, and dismissal. While the Fall Mountain Regional School District will apply the concept of progressive discipline when appropriate, and abide by Collective Bargaining Agreements, it reserves the right to determine the appropriate level of discipline in any circumstance. The Fall Mountain Regional School District may also place an employee on administrative leave, paid or unpaid, on a temporary basis, as permitted under federal and state law and in accordance with negotiated agreements...

PERSONNEL RECORDS The Fall Mountain Regional School District maintains certain records containing job-related information on all employees to ensure compliance with state and federal law and to keep a record of your progress as an employee. Your personnel file is our record of information relative to your employment. You may inspect your own personnel file during regular office hours, upon
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reasonable request. However, you may not be permitted to review your personnel file if you are subject to an investigation at the time of your request and disclosure of such information would prejudice law enforcement. File inspection must be done on your own time, and must be arranged through the Superintendents Administrative Assistant. .You may read your personnel file, but you may not remove any portion of the file. Upon request, you may copy of all or part of your personnel file. A reasonable fee for each copy may be charged. If upon inspection of your personnel file, you disagree with any of the information contained in such file, you may submit a written statement explaining your version of the information together with evidence supporting such version. The Fall Mountain Regional School District will maintain such statement as part of your personnel file and will include the statement in any transmittal of the file to a third party. It is important that your personnel file includes accurate information regarding who should be contacted in case of emergency. Please notify your supervisor and the Financial Services Manager as soon as possible of any changes in your name, address, telephone number, marital status, dependents and/or beneficiaries.

PERFORMANCE EVALUATIONS In order for you to improve your performance and better understand the Fall Mountain Regional School Districts expectations, the performance of employees will be periodically reviewed. Your job performance will be evaluated in accordance with School Board policy or Collective Bargaining Agreement. A job description and evaluation tool will be given to you at the time you are hired. Your supervisor will discuss your performance review, giving you the opportunity to understand the expectations of your position and to examine your strengths, as well as areas in which you need to improve. You will have the opportunity to comment on and sign the review. Your signature on the performance appraisal form indicates that you have seen the appraisal; it does not indicate agreement or disagreement with the content of the review. A performance appraisal is not a contract or a commitment to provide continued employment. Performance evaluations are only one of several factors that the Fall Mountain Regional School District uses in connection with retention decisions.

VI.

SAFETY AND HEALTH

SAFETY COMMITTEE The Fall Mountain Regional School District maintains an active Joint Loss Management Committee comprised equally of management and regular employees, which meets quarterly. All participation is voluntary and is strongly encouraged. If you are interested in becoming a member, please see the Joint Loss Management secretary for details.
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SAFE SCHOOLS (FMRSB Policy ADD) The Fall Mountain Regional School District shall maintain a safe and nurturing educational environment where students can learn, teachers can teach, and where parents and patrons can meet and create without fear. The Fall Mountain Regional School District policies pertaining to school safety and student discipline shall be fairly and firmly enforced, criminal misconduct shall be reported to the proper law enforcement authority and school district staff shall cooperate with any subsequent criminal prosecution. The provisions of RSA 193:13 and Ed. 317, as amended, prohibiting firearms and weapons on school property shall be strictly enforced. EMERGENCY CARE AND FIRST AIDE (See FMRSB Policy EBBC)
All school personnel have responsibilities in connection with injuries and emergencies occurring in school and at

school-sponsored events, which may be classified as follows: (1) administering first aid, (2) summoning medical assistance, (3) notifying administration, (4) notifying parents, and (5) filing accident/injury reports. School personnel must use reasonable judgment in handling injuries and emergencies. All personnel will understand the proper steps to be taken in the event of an injury or emergency. ACCIDENT REPORTS (FMRSB Policy EBBB) In case of accident, the responsible party must fill out an accident form the day of any accident. All accidents judged to be other than minor require an accident report to be filled out and filed with the Principal or immediate supervisor within 24 hours of the incident. If the accident involves the services of a physician and/or is likely to result in an insurance claim, two accident reports are to be prepared: one copy filed at the school office and one copy to the District's insurance carrier. If the incident is not one involving a physician and is unlikely to be an insurance case, it will be sufficient to prepare one copy to be filed at the school.

HIPAA (FMRSB Policy GBJA) This is a statement ("Statement") of the Fall Mountain Regional School District Group Health Plan ("Group Health Plan") regarding the permitted and required uses and disclosures of Protected Health Information ("PHI") as defined in the Health Insurance Portability and Accountability Act of 1996 ("HIPAA") and any other laws to which Group Health Plan is subject in connection with Group Health Plan's participation in HealthTrust and its self-funded program. (All capitalized terms in the text herein not otherwise defined herein are as defined in HIPAA unless otherwise indicated.)
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A. Use and Disclosure of Protected Health Information Group Health Plan will disclose or cause to be disclosed PHI to Fall Mountain Regional School District ("Plan Sponsor") to the extent of and in accordance with the disclosures permitted by HIPAA upon receipt of certification by Plan Sponsor, that it agrees to the use and disclose of such PHI as follows: 1. 2. 3. 4. Plan Sponsor will not use or further disclose PHI other than is permitted or required by this Policy or by law. Plan Sponsor will not use or disclose PHI for employment-related actions and decisions unless the Plan Sponsor has received an Authorization from the individual with respect to whom such PHI relates. Plan Sponsor will not use PHI in connection with any other benefit or employee benefit plan of the Plan Sponsor unless authorized by the individual with respect to whom the PHI relates. Plan Sponsor will report to Group Health Plan any PHI use or disclosure that is inconsistent with the uses or disclosures provided for in the Policy and in accordance with HIPAA or any other applicable law and of which it becomes aware. Plan Sponsor will make PHI available to an individual in accordance with HIPAAs access requirements. Plan Sponsor will make PHI available for amendment by the individual with respect to whom the PHI relates and to incorporate any such amendments to PHI in accordance with HIPAA. Plan Sponsor will make available the information required to provide an accounting of disclosures. Plan Sponsor will make internal practices, books and records relating to the use and disclosure of PHI received from Group Health Plan available to the United States Health and Human Services Secretary for the purposes of determining Group Health Plan's compliance with HIPAA. Plan Sponsor will, if feasible, return or destroy all PHI received from Group Health Plan that the Plan Sponsor still maintains in any form, and retain no copies of such PHI when no longer needed for the purpose for which disclosure was made (or if returning to HealthTrust or if destruction is not feasible, limit further uses and disclosures to those purposes that make the return or destruction not feasible). Plan Sponsor will ensure that, in accordance with HIPAA, only the employees specifically identified, or classes of employees that are under the control of the Plan Sponsor's governing body or specifically designated by the governing body of the Plan Sponsor to receive PHI, may be given access to PHI by the Plan Sponsor. Plan Sponsor will ensure that if any person(s) described above do not comply with the Policy of the Plan Sponsor, the Plan Sponsor shall employ a mechanism for resolving issues of noncompliance, including disciplinary sanctions.

5. 6. 7. 8.

9.

10.

11.

B. Group Heath Plan Will Use and Disclose PHI Permitted by Authorization of Plan Sponsor's Employee In addition to Paragraph A above, with a written authorization on a form of and otherwise acceptable to Group Health Plan (the "Authorization") from Plan Sponsor's employee, Plan Sponsor will disclose PHI of an employee to the person or entity specifically identified in the Authorization.
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C. Disclosure of PHI to Plan Sponsor Without Authorization or Certification Generally, Plan Sponsor will not disclose PHI received from Group Health Plan or otherwise except as provided in Paragraphs A and B above. In addition, however, Plan Sponsor may disclose PHI to agents, including subcontractors, in connection with the receipt of advice or administration of Group Health Plan. Under such circumstances, Plan Sponsor will ensure that any such agent will be subject to the same restrictions and conditions that apply to Plan Sponsor with respect to such PHI. D. Designation of Individuals Who May Receive PHI Group Health Plan shall disclose PHI only to the District Business Administrator or Superintendent of Schools. WORKPLACE VIOLENCE (See FMRSB Policy GBAA Sexual Harassment and Violence- Employees) The Fall Mountain Regional School District prohibits employees from bringing weapons on our premises, including our parking lots. Moreover, violence and verbal or physical threats of violence of any kind in the workplace or on Fall Mountain Regional School District property will not be tolerated, and employees engaging in such conduct will be subject to discipline, up to and including separation from employment. Responsive action may also include notifying the police or other law enforcement and prosecuting violators of this policy. If you become aware of any violence or threat of violence, you must immediately report the matter to your immediate supervisor. ALCOHOL AND DRUG POLICY (See FMRSB Policy ADB Drug-Free Workplace) The Fall Mountain Regional School District will provide a drug-free workplace in accordance with the Drug-Free Workplace Act of 1988 and its implementing regulations. Therefore, the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance or alcohol (in an unsealed container), or any substance represented to be a controlled drug or alcohol, is prohibited in the Districts workplace, including in school buildings, on school grounds or en route to or from school on school district transportation or at school or school sponsored events. Violation of this policy will result in disciplinary action against the employee, including dismissal. VII. SEPARATION FROM EMPLOYMENT REQUESTED NOTICE OF DECISION TO TERMINATE EMPLOYMENT Should you decide to resign from your employment with the Fall Mountain Regional School District, we ask that you notify, in writing, the Fall Mountain Regional School Board of your decision at least two (2) weeks in advance of your planned departure date. Your thoughtfulness will be appreciated, and will allow the Fall Mountain Regional School District to maintain work schedules and provide important services to the public.

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EXIT INTERVIEWS At the time your employment at Fall Mountain Regional School District ends you will be asked to schedule an Exit Interview with the Financial Services Manager. The purpose of the exit interview is to discuss any relevant separation benefits and benefit continuation, and to ask for your feedback on ways in which our Fall Mountain Regional School District can improve its operations and retention of employees.

This Manual is not, and should not be construed as an express or implied contract and does not modify any existing at-will status of any Fall Mountain Regional School District employee. It is not intended to create any due process protections or requirements in excess of federal or state constitutional or statutory requirements, nor does it guarantee any fixed terms and conditions of employment and/or benefits. Employment at-will means that employees are free to resign from their employment at any time, with or without cause or notice, and the Fall Mountain Regional School District has similar rights and can terminate the employment relationship at any time, with or without cause or notice, except as provided by law or negotiated agreement
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