Employee Handbook - Cobb County Schools

Employee Handbook

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July 2022

Welcome to the Cobb County School District, where our Mission is “One

Team, One Goal: Student Success”!

You are now part of a team of individuals who demonstrate an unrelenting

commitment to our students, parents, educators, and community. By

working together, we provide a world-class education for all students.

The Cobb County School District is the second-largest school system in

Georgia and the 25th largest in the nation. It serves over 107,000 students

with 112 schools, including 66 elementary schools, 26 middle schools, 17

high schools, an early learning center, one special education center, and

one adult education center.

In your new role, you will be part of a team that is focused on one goal:

student success. Students will be successful if we make decisions in

classrooms based on our three District priorities. First, we use data to

make our decisions. Secondly, we prepare for innovation by simplifying

the foundation of teaching and learning. Finally, together we strive to

make Cobb the best place to teach, lead, and learn.

As you become acquainted with our district, please know that we are here

to support you. We see you as the most important part of our team

because we recognize the tremendous difference you will make in the

lives of our students.

This handbook contains important information about rules, policies,

procedures, and resources of the Cobb County School District.

Please feel free to contact us if you need additional information. In the

meantime, we hope you enjoy your experience working for the Cobb

County School District.

Chris Ragsdale

Superintendent

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Table of Contents

Policy, Rules & Guidelines: Workplace/On-the-Job

Accidents and Emergencies

Americans with Disabilities Act (ADA)

Annual Performance Evaluation

Attendance

Confidential Nature of Work

Conflict of Interest/Dual Pay/ Outside Employment

Discipline & Representation

District Devices

Dress Code

Drug-Free Workplace

Employee Fundraising

Employees with Communicable Diseases

Equipment and Resources

Ethics

Fair Dismissal

Identification Badges

Job Abandonment

Non-Discrimination and Anti-Harassment Policy

Professional Learning

Resignations

School Assignment for Children of Employees

Social Media

Sexual Harassment

Social Security Number

Solicitation

Staff Complaints and Grievances

Tobacco-Free Schools

Violence in the Workplace

Work Day/Work Week

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Policy, Rules & Guidelines: Employment

ACA Compliance

Assignment

At-Will Employment

Background Checks

Certification

Contracts

Equal Employment Opportunity (EEO)

Hiring

Job Descriptions

Job Postings

Personnel Records

Pre-Employment Physical Examination

Reduction In Force (RIF)

Re-Employment

Substitute Teachers

Transfers

Policy, Rules & Guidelines: Benefits & Compensation

403(b) and 457 Supplemental Plans

Benefit Eligibility

Benefit Enrollment

Benefit Options

Deductions

Effective Date

Extended Day / Year

Holiday Pay

Overtime

Pay Schedule

Retirement

Salary

Teaching Experience

Travel Reimbursement

Tutoring for Pay

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Policy, Rules & Guidelines: Leave & Absences

Administrative or Directed Leave

Bereavement Leave

Jury and Witness Duty

Military Leave

Other Medical Leave

Personal Leave

Professional Leave

Sick Leave

Time for Voting

Vacation

Family Medical Leave Act

Benefits/Deductions during Leave

Military Caregiver Leave

Return to Work

Workers Compensation

Appendices

Key Terms and Definitions

25-28

Human Resources Contact Information

Board of Education

:

This symbol refers to a Board of Education policy or an administrative rule of

the Cobb County School District (CCSD). A complete copy of each policy and rule

and supporting form, if any, can be found on the CCSD Web site at

https://www.cobbk12.org/page/6052/policies-

administrative-rules

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Disclaimer

This handbook has been prepared to help familiarize you with some of our

administrative rules and forms and to present the information in a form that will

be readily available for reference. Although the contents of the handbook are

based on the administrative rules and forms of the Cobb County Board of

Education, the actual administrative rules and forms, which are far lengthier and

more detailed, have been summarized to make the handbook more readable.

There are additional administrative rules and forms not discussed in the

handbook. In the event of a conflict between the handbook and an administrative

rule or form, the administrative rules or forms shall control. Nothing in this

handbook or in the administrative rules and forms is intended to create a

contract of employment or an entitlement to any particular benefits or terms and

conditions of work. The Board of Education has the right to change or modify

any of its administrative rules or forms at any time. For additional, more detailed

information or if you have questions, please refer to the Board of Education

Policy Manual, Section G - Personnel, which can be found at the district’s web

site (www.cobbk12.org) or contact the Human Resources Division at Cobb

County School District, 580 Glover Street Marietta, Georgia 30060. The

telephone number for the Human Resources Division is 770-426-3342.

At-Will Employment

Limited Contract employees and those in their first year under contract with

Cobb acknowledge and agrees that the employer can suspend the employee

without pay or terminate the employee as permitted under the Strategic Waiver

School System Partnership Contract.

For the initial ninety (90) workdays, the

employee understands, acknowledges and agrees that employment under this

contract is at will and can be terminated by the district at any time for any reason

without any further obligation whatsoever on the part of the employer. O.C.G.A §

20-2-940 et al does not apply to the employee’s initial ninety (90) workdays.

Policy, Rules & Guidelines: Workplace/On-the-Job

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Accidents and Emergencies

All employees are responsible for maintaining a safe working

environment and should report safety concerns to their supervisor

so that corrective action can be taken. In the event of an accident

sustained in the performance of job duties, employees should

report the injury to their supervisor within 24 hours and complete

a Supervisor’s Report of Injury with their supervisor. All Cobb

County Schools have access to emergency services and

resources.

Americans with Disabilities Act (ADA)

The Cobb County School District will not discriminate against any

qualified employee because of a disability, if the employee can

perform the essential functions of the job. Reasonable

accommodations for qualified individuals with a disability will be

provided, following the ADA guidelines.

Annual Performance Evaluation

 Policy/Rule reference: GARI-R, GBA-R

All employees are evaluated by their immediate supervisor, by the

deadline established by Human Resources, using an instrument

approved by the Evaluations Office. All employees should receive

a copy of their annual evaluation at a summative conference.

Appeals must be received by the building Principal or Division

Chief within 10 calendar days of the conference. The district shall

withhold a step increase for any employee who receives an

unsatisfactory annual evaluation.

Attendance

 Policy/Rule reference: GARH-R

Employees are required to be at work on time. Employees who will

be late to work or absent should personally notify their supervisor

as quickly as possible. Absences for reasons that are not

approved by the Cobb County Board of Education may be

considered job abandonment. Employee absences without

approval for three or more days can be considered voluntary

resignations.

Confidential Nature of Work

Student and employee files, records, documentation, and other

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information are private and confidential. Disclosure of such

information is limited by applicable federal and state laws.

Conflict of Interest/Dual Pay/ Outside Employment

 Policy/Rule reference: GAGC-R, GBRG-R

Outside employment is not permitted if 1.) it interferes with the

employee’s ability to perform his/her job with Cobb County School

District; 2.) the work involves organizations that do or want to do

business with the school district; 3.) it violates laws or Cobb

County School District policies and regulations or 4.) the work

takes place during Cobb County School District business hours.

Employees who are paid for outside work they do during regular

work hours must forfeit one of the salaries. Employees can be

paid for outside work they do while on vacation leave, jury duty, or

personal days, or for services performed outside the regular

workday.

Business dealings that create a conflict with the interests of

CCSD are not acceptable. Employees should disclose any

potential conflicts of interest, including those where the

employee’s influence could result in personal gain for the

employee or an immediate family member.

Discipline and Representation

 Policy/Rule reference: GBK-R;

Discipline will be implemented when there is unsatisfactory

and/or unacceptable employee performance and/or conduct of

any type. The district utilizes progressive discipline. However,

depending on the seriousness of the offense, it may be

determined that progressive discipline is not appropriate and any

disciplinary action may be imposed. An employee who holds a

certificate with the Georgia Professional Standards Commission

may be reported at any time for a violation of the Code of Ethics

for Educators. All employees are allowed to have an individual of

their choosing, excluding attorneys, spouses, and immediate

family members, present in any Disciplinary Conference. Annual

performance evaluation conferences are not considered

Disciplinary Conferences. The Superintendent (or designee) may

write letters of reprimand for any valid reason. These letters are

placed in the employee’s District personnel file.

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District Devices

 Policy/Rule reference: IFBGE, IFBG-R

Cobb County School District hardware, software and data should

be used for assigned responsibilities only, and should be

protected from damage, destruction, viruses, theft and

unauthorized access and use. Employees should have no

expectation of privacy when using CCSD electronic resources and

should minimize use of the Internet for personal reasons during

working hours.

Dress Code

 Policy/Rule reference: GBRL-R

Employees should maintain an appropriate level of personal

hygiene, and dress appropriately for the school or workplace

situation and level of formality. Employees should adhere to the

expectations set forth by their supervisor.

Drug-Free Workplace

 Policy/Rule reference: GAMA, GAMA-R, GCRA(1)-R

The Cobb County Board of Education will not tolerate and

specifically prohibits the unauthorized use, abuse, possession or

sale of alcohol or controlled substances, as well as a measurable

presence of alcohol in any employee. All employees are subject to

drug and alcohol testing based on reasonable suspicion.

Employee Fundraising

 Policy/Rule reference: GAHA-R

All fund-raising, product sales, and employee assistance

campaigns require approval through the referenced rules.

Employees with Communicable Diseases

 Policy/Rule reference: GANA

The Board of Education, the Cobb County Health Department,

and/or the Georgia Department of Human Resources may require

quarantine or surveillance of carriers of diseases and persons

exposed to or suspected of being infected with infectious disease

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during such period until they are found free of the infectious agent

or disease.

Equipment and Resources

Employees entrusted with public funds and property should honor

that trust with a high level of honesty, accuracy and responsibility.

Unethical conduct includes, but is not limited to, misusing funds

or property; failing to account for funds collected from students or

parents; and/or submitting fraudulent requests for reimbursement

of expenses.

Ethics

Policy/Rule reference: GAGC-R

All employees must adhere to standards and expectations

determined by the CCSD Board of Education and those described

in the Professional Standards Commission Code of Ethics. All

employees of the district are required to notify the Employee

Relations Office by the end of the next business day following any

arrest. Any misstatement or omission of information may be

reason for dismissal or non-employment. Employees are required

to cooperate with any investigation.

Fair Dismissal

The State of Georgia’s Fair Dismissal Act, O.C.G.A 20-2-940 et al.

pertains to certificated employees. Demotions and contract non-

renewals of certain certified employees are governed by O.C.G.A

20-2-940 et al. Limited Contract employees and those in their first

year under contract with Cobb acknowledge and agree that the

employer can suspend the employee without pay or terminate the

employee as permitted under the Strategic Waiver School System

Partnership Contract. This employee understands, acknowledges

and agrees that employment under this contract can be

terminated by the district at any time for any reason without any

further obligation whatsoever on the part of the employer. O.C.G.A

§ 20-2-940 et al does not apply to the initial ninety (90) workdays

for these employees. A demotion is a job with less pay, less

responsibility and less prestige. Employee transfers are not

regulated by the Fair Dismissal Act.

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Identification Badges

All employees must clearly display their Cobb County School

District ID badge whenever they are on Cobb County School

District property or engaged in Cobb County School District-

related activities. Employees must report the loss or theft of ID

badges to the Fingerprinting Office in Human Resources

Job Abandonment

 Policy/Rule reference: GARH-R

Absences for reasons that are not approved by the Cobb County

Board of Education may be considered job abandonment.

Employee absences without approval for three or more days can

be considered voluntary resignations.

Non-Discrimination and Anti-Harassment Policy

 Policy/Rule reference: GAEB, GAEB-R

All employees have a right to be treated with respect and dignity,

and to work in a professional environment that is free of bias,

prejudice and harassment. The Cobb County School District

prohibits harassment, discrimination, or differential treatment of

any employee, and encourages employees who believe they have

been discriminated against to seek relief through the Cobb County

School District discrimination complaint resolution process.

Professional Learning

 Policy/Rule reference: GAD

Employees have the opportunity to participate in staff

development activities that will enhance their professional

capabilities. Professional opportunities for Classified employees

are handled at the Division level.

Resignations

 Policy/Rule reference: GAO-R

Certified employees who wish to terminate their contract for the

upcoming year must submit written notification before June 15.

Certified employees who want to resign during the contract period

may be subject to a PSC referral. Classified employees are asked

to submit a letter of resignation at least two weeks prior to leaving

the Cobb County School District.

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School Assignment for Children of Employees

 Policy/Rule reference: JBCD-R

All employees of the Cobb County School District (District), except

temporary and substitute employees, who are also a custodial

parent/legal guardian/stepparent with whom the child is

domiciled, may elect to have their student(s) attend any District

school subject to the requirements of Administrative Rule JBCD-

R. The employee must provide transportation, if the school is

outside the area of residence, and the child must comply with all

eligibility rules, regulations and laws governing participation in

extracurricular activities. Placement of special education students

depends on availability of services and the approval of the Special

Student Services division.

Sexual Harassment

 Policy/Rule reference: GAEB, GAEB-R

Sexual harassment, advances, requests for sexual favors and

other verbal or physical conduct of a sexual nature is unlawful,

will not be tolerated, will be investigated, and the police will be

involved if any crime was committed. Individuals who believe they

are being sexually harassed should immediately notify a

supervisor or Human Resources. Retaliation against a

complainant is strictly forbidden and will be handled in

accordance with the law.

Social Media Usage

 Policy/Rule reference: IFBGC-R; GAGC-

The district recognizes the educational value inherent in the

responsible use of social media. The district also recognizes,

however, that District employees must use social media

respectfully and ethically to avoid harming the reputations and

careers of themselves and colleagues, as well as the reputation of

the district and the education profession as a whole. Accordingly,

the District takes the use of social media seriously and expects all

faculty and staff to use social media in the personal and

professional capacities with great care and consideration for the

privacy and safety of others.

Social Security Number

The Cobb County School District reserves the right to use an

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employee’s social security number in employment-related

practices. All employees who handle documents containing

employee identification data such as social security numbers

should use reasonable precaution to preclude compromise.

Solicitation

 Policy/Rule reference: KJ-R

Employees cannot solicit, advertise, or endorse one product over

another product when dealing with students, parents or

employees.

No person, firm, corporation or business can solicit money from

or sell, trade or barter merchandise of any kind to students,

employees and school clubs or organizations without the

approval of the Cobb County Board of Education. Please see the

board rule for approved activities.

Staff Complaints and Grievances

 Policy/Rule reference: GAE(2)-R, GAE(3) R

The Cobb County School District’s internal grievance process

addresses alleged violations, misinterpretations or

misapplications of the district’s statutes, policies, rules,

regulations or written agreements that cannot be resolved in an

informal manner. It does not apply to annual evaluations, job

performance, employee discipline, or certificate-related matters.

The complaint must be sent in writing to the employee’s

supervisor within 10 calendar days of the event/incident.

Tobacco-Free Schools

 Policy/Rule reference: GAN, GAN-R

Employees and visitors are prohibited from using tobacco in all

forms, including electronic cigarettes and vaping, at all school-

sponsored events and in/on all school property, including

buildings, offices, trucks, automobiles, and buses.

Violence in the Workplace

The Cobb County School District strongly believes that all

employees should be treated with dignity and respect. Acts of

violence will not be tolerated. Any instance of violence must be

reported to the employee's supervisor and/or Human Resources.

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All complaints will be fully investigated. The Cobb County School

District will promptly respond to any incident or suggestion of

violence.

Work Day/Work Week

 Policy/Rule reference: GBRC

The minimum workday for certified, contracted employees is

eight hours, and the minimum work week is 40 hours. Teachers

work a minimum of seven and one-half hours each day and spend

another 30 minutes a day (or two and one-half hours a week) in

various school related activities as determined by the principal.

The workday for Paraprofessionals is seven and one-half hours,

and the work week is 37 and one-half hours. Paraprofessionals

are compensated for additional time worked. Employees should

check with their supervisor for their particular schedule.

Policy, Rules & Guidelines: Employment

ACA Compliance

If an employee leaves CCSD from a benefit eligible position, that

employee will not be able to return in a non-benefit or temporary

position until after a 26-week waiting period. This includes

retirees.

Employees who are in a non-benefited position, part time or

temporary, must be limited to 120 hours or less in all positions per

calendar month, and will be limited to two positions within Cobb

County School District. If an employee is in a Supply position

(long term substitute), they may not work any other positions

while in this position.

Assignment

 Policy/Rule reference: GARE-R

Employees are assigned to positions based on the needs of the

Cobb County School District as well as the employee’s training,

certification and other factors. Employees may be reassigned at

any time.

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At-Will Employment

Georgia recognizes At-Will Employment; that is, an employee is

hired at-will and employment can be terminated at the will of

either party, for any reason or no reason at all. This applies to all

classified staff and certain contracted employees. Please see

your contract for more information.

Background Check

 Policy/Rule Reference: GAK (1)

All new employees must pass a criminal background check as

required by Georgia State Law. State law also requires employees

to authorize the district to conduct periodic criminal and/or

driver’s history record checks for the duration of employment.

Certification

 Policy/Rule reference: GBBA-R

Certified employees must be eligible for certification by the

Professional Standards Commission (PSC) before employment

and must maintain certification during employment. Contracts

may be terminated if an employee cannot be properly certified.

Contracts

 Policy/Rule reference: GBA-R

Certified employees receive electronic employment contracts that

are signed by the employee and the Superintendent.

Equal Employment Opportunity (EEO)

 Policy/Rule reference: GAAA, GAAA-R

All employees are entitled to equal treatment in decisions

involving hiring, promotions, compensation, training, and

discipline. The Cobb County School District does not consider

race, color, sex (including pregnancy and related conditions),

religion, national origin, military status, disability, or any other

legally protected status in any employment decision or

employment practice. Further, the Cobb County School District

does not tolerate retaliation against employees for any legally

protected status or for engaging in legally protected conduct. The

district will consider requests for accommodation on the basis of

religion and will provide reasonable accommodation on the basis

of ADA (Americans with Disabilities Act) qualified disability if it

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can do so without undue hardship or safety threat. Also see

Administrative Regulations, Superintendent's Statements, and

EEO Procedures. Also see Responsibilities for Responses to Civil

Rights Concerns.

Hiring

 Policy/Rule reference: GARD

Individuals are employed by the Cobb County Board of Education

on the recommendation of the Superintendent. Human Resources

will make the offer of employment on behalf of the

Superintendent after the individual has successfully completed

the required employment and screening process, although some

post-employment screening or testing may be necessary.

Job Descriptions

 Policy/Rule reference: GBB-R

Each position has a valid job description maintained by Human

Resources. Job descriptions are updated and maintained on a

regular basis. All job descriptions can be found HERE

, on the

CCSD website.

Job Postings

Announcements of job vacancies will be posted electronically. All

job postings can be found HERE

, on the CCSD website.

Personnel Records

Information contained in an employee’s personnel file is not made

public unless required by law or requested by the employee in

writing. Employees must communicate changes in name, contact

and/or address via the CCSD Employee Self-Service portal

and

notify their supervisor of these changes.

https://selfservice.cobbk12.org/ess/

Pre-Employment Physical Examinations

ª Policy/Rule reference: GARA-R

Prior to employment, employees may be asked to take physical

and/or psychological examinations that demonstrate their

competence and ability to perform job-related functions. The

Cobb County School District will pay for the required

examinations but is not responsible for the cost of treatment.

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Employees in some job classifications may be required by law to

pass an annual physical or to acquire special permits.

Reduction in Force (RIF)

 Policy/Rule reference: GAKA-R

If it becomes necessary to reduce the workforce, the Cobb County

School District will rely on a process that maintains the

effectiveness and quality of the educational programs and

services, and that minimizes the number of employees who are

negatively impacted. The Superintendent will authorize a written

plan that identifies the underlying conditions, as well as what

positions are affected and why. Employees who receive written

notice that their positions have been eliminated can choose to

resign or accept separation under the RIF.

Re-Employment

Individuals whose contracts will not be renewed are notified in

writing. Administrative and Certified personnel who are employed

after the contract year begins may be recommended for re-

employment after the reassignment process is completed.

Substitute Teachers

 Policy/Rule reference: GBRJ-R

A substitute can be used for up to 10 days in the same

classroom. A vacancy that lasts between 11 days and 60 days

may be filled with a Supply Teacher. Substitute Teachers must

attend in-service training and meet other requirements.

Transfers

 Policy/Rule reference: GARF-R

Employees may initiate a transfer during specific times of the year

if transfer requirements are met, as outlined in the board policy.

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Policy, Rules & Guidelines: Benefits & Compensation

Nothing in this section of the Employee Handbook creates or implies an

entitlement to any particular benefit. Visit www.mycobbbenefits.com for access

to individual benefits.

403(b) and 457 Supplemental Plans

The district offers pre-tax deferral to mutual fund plans under

these sections of the Internal Revenue Code. These are

supplemental retirement plans; eligible new employees are

automatically enrolled upon hire. Current employees not enrolled

can reach out to retirement@cobbk12.org

for instructions on how

to enroll.

Benefit Eligibility

Benefits coverage is available to employees, the employee’s legal

spouse under Georgia law, and the employee’s natural children,

adopted children, stepchildren, children in the employee’s legal

custody, and those children for whom the employee has a legal

requirement to provide coverage. Children can be covered until

the end of the month during which they turn 26 years of age.

Children who are disabled by their 26th birthday may continue

benefit coverage(s) with proper documentation of the disability.

Benefit Enrollment

Online enrollment should be completed within 10 days of the

employee’s “start date”. Employees may annually re-enroll in

benefits during Open Enrollment or at the time of a Qualifying

Event. If you have a Qualifying Event, documentation must be

submitted to the Benefit Call Center (844-268-0687) and State

Health Benefit Plan (800-610-1863).

Benefit Options

Eligible employees may participate in the State Health Benefit

Plan for health coverage. CCSD pays the premiums for Basic Life

insurance and Long-Term Disability insurance for all eligible

employees. Employees have the option to purchase additional

local benefits for themselves and family members.

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Deductions

 Policy/Rule reference: GBA-R

Payroll deductions include, but are not limited to, federal and state

taxes; retirement systems contributions; Social Security; and

medical, dental and other deductions authorized by the employee.

Effective Dates

Coverage is effective the first of the month after a full calendar

month of employment. State Health Benefit Plan premiums are

deducted the month prior to the coverage effective date. Local

Benefit premiums are deducted the month of the coverage

effective date. If a paycheck is missed due to any reason, the

employee must make a payment directly to the Benefits Office or

coverage will be terminated.

Extended Day/Year

 Policy/Rule reference: GBA-R

Supplemental pay may be provided to employees who work an

extended school day or school year to meet student needs. Local

school administrators must approve Extended Day/Year in

advance. Pay cannot be based on tasks that would normally be

performed during the regular workday.

Holiday Pay

 Policy/Rule reference: GBA-R

In order to be paid a holiday premium for working on a scheduled

holiday, a 258 day hourly employee must meet criteria outlined in

board policy. Hourly employees who do not qualify for the

premium will be paid 1-1/2 times their regular rate for work on a

holiday.

Overtime

 Policy/Rule reference: GCRD-R

Employees classified under The Fair Labor Standards Act as non-

exempt are compensated at a rate of 1 ½ their hourly rate beyond

40 hours and/or 1 ½ hours of compensatory time off for each

hour over 40 hours within a workweek. Overtime worked without

advance approval may subject the employee to disciplinary

action. Employees classified under the Fair Labor Standards Act

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as exempt are paid a fixed rate and are not eligible for overtime

pay.

Pay Schedule

 Policy/Rule reference: GBA-R

Certified employees are paid monthly. Certified employees who

begin work after the beginning of the contract year are paid an

equal monthly percentage of their salary through the end of July.

Classified employees are paid monthly or bi-weekly, based on

their job assignment.

Retirement

 Policy/Rule reference: GBA-R

Except for employees over 60 years of age, eligible employees are

required to participate in one of the designated Retirement

Systems for the employed position. Contributions are payroll-

deducted.

Salary

 Policy/Rule reference: GBA-R

Salaries for certified employees are determined by the Georgia

teaching certificate they hold and the years of experience

approved by the Cobb County Board of Education. Classified

employees are paid based on years of like experience related to

their current classification and education level.

Teaching Experience

 Policy/Rule reference: GBA-R

Certificated employees new to the district will be placed at step

one of the appropriate salary schedule and certification level.

Upon receipt of verified experience and a valid in-field certificate,

the salary will be appropriately adjusted. Teaching experience

gained outside the district in an accredited, Georgia-recognized

program will be credited if all criteria are met.

Travel Reimbursement

Personal expenses associated with Cobb County School District

approved travel will be reimbursed at the approved District travel

rates. Signed receipts of expenses must accompany

reimbursement requests.

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Tutoring for Pay

 Policy/Rule reference: GBRGB-R

Employees can use District facilities, materials or equipment

when tutoring students for pay in a school-sponsored program.

Private tutoring for pay must be done off-campus, using personal

supplies, and must not include students assigned to the teacher.

Policy, Rules, & Guidelines: Leave / Absences:

 Policy/Rule reference: GARH-R

Daily attendance and punctuality are performance expectations

for all employees and are included in each job description as a

primary responsibility. In the event absence is necessary,

employees are responsible for contacting their supervisor prior to

the start of the workday. Absences should be requested using the

Report of Absence form (FS 348). Employees who are

excessively absent are subject to disciplinary action up to and

including the recommendation to terminate employment.

Administrative or Directed Leave

 Policy/Rule reference: GARH-R

During investigations or other situations, the district may direct

that an employee remain off work. This required leave will be paid

at the employee’s regular rate of pay. The Cobb County School

District Superintendent or his/her designee can relieve any

employee from duty for up to 10 days if the employee’s presence

could cause serious harm or disrupt students, the school, or other

employees.

Bereavement Leave GARH-R

Georgia law allows school district employees to use accrued,

unused Sick Leave as Bereavement Leave to receive pay for up to

five days away from work due to the death of an immediate family

member or a relative living at the same address. Employees may

use up to one day per year to be away from work due to the death

of someone outside the immediate family.

COBB SCHOOLS | EMPLOYEE HANDBOOK | 22 |

Jury and Witness Duty GARH-R

Employees will receive regular pay when absent due to a jury duty

summons. Employees who are subpoenaed as a witness and

who have no direct personal interest in the legal proceedings will

be allowed to be absent and will receive regular pay.

Military Leave GARH-

Employees who are members of the National Guard or Reserves

may be granted up to 18 days of paid leave each federal fiscal

year for training or active duty. Documentation of the duty and

dates of service must be provided in advance.

Other Medical Leave GARH-

Employees who deliver a baby during the first twelve months of

employment will be allowed to take a leave of absence for the

period of disability after delivery (normally six to eight weeks).

Personal Leave GARH-R

Advance approval of Personal Leave is required except in

emergency situations. Personal Leave will not be approved for

Critical Days as designated by the district or the school.

Professional Leave GARH-R

Employees who attend a conference, seminar or workshop at the

direction of the district are considered to be absent for

professional development purposes. This Professional Leave is

not deducted from any of the employee’s leave accounts as it is

considered worked time.

Sick Leave GARH-R

Sick Leave is provided under Georgia law for absences related to

medical issues for the employee or an immediate family member.

Sick Leave is accrued at 1 ¼ days per working month, provided

that at least half the scheduled workdays of the month are

worked. New employees who do not transfer any Sick Leave time

to the district will be advanced five days of leave. Save sick days!

Unused sick leave may be credited toward retirement years

through the Teacher Retirement System.

COBB SCHOOLS | EMPLOYEE HANDBOOK | 23 |

Time for Voting GARH-R

Polls in Georgia are open from 7:00 a.m. until 7:00 p.m., and often

advance voting is allowed before the day of elections. Therefore,

it is unlikely that time away from work would be necessary for an

employee to vote. Employees should consult their supervisor to

arrange for time off when necessary.

Vacation GARH-

Employees who work a 12-month schedule accrue vacation hours

to cover their pay for scheduled absences. At least half of

accrued vacation time must be used each fiscal year. Unused

vacation hours can be accumulated, up to a total of four times the

annual accrual. Employees who resign, retire or move to a non-

eligible position will be paid for accumulated but unused vacation

hours.

Federal Family and Medical Leave Act (FMLA)

 Policy/Rule reference: GBRIG-R

Employees are eligible for a leave of absence under the FMLA

once they have worked for the district for twelve months and have

accumulated a total of 1250 work hours. Leave under the FMLA

can be approved for up to 12 weeks in a rolling 12-month period

for specific reasons as outlined in the board policy.

Benefits / Deductions during a Leave of Absence GBRIG-R

While an employee receives Sick Leave pay, benefit deductions

continue to be taken from the paycheck. If the employee uses all

available Sick Leave before the end of the FMLA period or if the

employee is receiving payments from Workers Compensation, the

employee must pay for benefitted deductions directly to the

Benefits Office each month or coverage will be terminated.

Military Caregiver Leave of Absence GBRIG-R

An eligible employee is entitled to 26 workweeks of leave during a

single 12-month period to care for a family member with a serious

injury or illness related to certain types of military service.

COBB SCHOOLS | EMPLOYEE HANDBOOK | 24 |

Return to Work GBRIG-R

Employees are expected to return to work at the end of the FMLA

period with a full release to perform all duties with no restrictions.

Employees who are unable to return to work at the end of the

approved leave of absence must resign but are eligible to apply

for employment when they are cleared to work by the physician.

Workers’ Compensation

 Policy/Rule reference: GBRIG-R

Absences covered by Workers’ Compensation are considered

FMLA leaves of absence. If an employee sustains an on-the-job

injury, they are required to provide immediate notification to their

supervisor and must be treated by a physician on the District’s

Panel of Physicians. A completed Supervisor’s Report of Injury

should be sent to Risk Management within 24 hours of the

accident. Delay in notification can result in denial of the workers’

compensation claim.

COBB SCHOOLS | EMPLOYEE HANDBOOK | 25 |

Key Terms and Definitions

ACA:

Affordable Care Act

Annual

: Employment year or schedule.

Annual Employee:

An employee who works 238 days per school

year.

Annual Hourly Employee

: An employee who works 258 days per

school year.

Break in Service:

An interruption in continuous service in a full-

time position. Examples of a break in service include resignation,

retirement, failure to return from approved long-term leave of

absence and termination. A break in service also interrupts an

employee’s school system seniority. School system seniority

begins to accrue again on the date the employee begins the

current continuous service period in a full-time position.

CCSD:

Cobb County School District

Certified

: Employees who must hold a teaching, educational

leadership or service certificate, issued by the Professional

Standards Commission and sign a contract for employment.

Certified employees include Principals, Associate Principals,

Assistant Principals, Assistant Administrators, Teachers,

Guidance Counselors, Media Specialists, Curriculum Supervisors

and Teachers-on-Special-Assignment.

Classified

: Employees who are not required to hold a teaching,

educational leadership or service certificate. Classified

employees include Central Office Administrators, Technical and

Professional employees, Clerical employees, Paraprofessionals,

Food Service Workers, Public Health Nurses, Custodial and

Maintenance Workers and Transportation Employees.

Compensatory Time:

As a public employer, the Cobb County

School District may pay overtime with “time off” instead of cash.

COBB SCHOOLS | EMPLOYEE HANDBOOK | 26 |

Contract

: The Cobb County Board of Education issues a contract

for all Certified employees and other Board-approved personnel.

Contracts should be in writing and signed by the employee and

the Superintendent. New Certified employees are issued a

temporary contract, pending results from the criminal background

check. All employees are evaluated at least annually. Continued

employment depends on satisfactory work performance,

maintaining qualifications and established need for the position.

Covered Positions:

Teachers, administrators, supervisors,

campus officers, clerks, teacher aides, secretaries,

paraprofessionals, and public- school nurses are considered

covered positions by the Teachers Retirement System of Georgia

(TRSGA).

Critical Days:

Employees are not able to take

personal/professional leave on certain days during the school

year. The Human Resources website has a list of these days.

Additional critical days may be designated by the principal as

needed.

Exempt Employee

: Employees classified under The Fair Labor

Standards Act as exempt are paid a fixed salary regardless of the

time required to complete duties. Exempt employees are not

eligible for overtime pay.

Full-Time Position:

Regular, full-time employees work at least a

fixed 37.5-hour work week. Each regular, full-time employee is

allotted in the district’s budget. Under the applicable regulations in

effect as of 2008, regular full-time employees generally are

eligible to elect to participate in one of the health insurance

programs offered through the State Health Benefit Plan. Further,

under the current local benefits plan in effect as of 2008, regular

full-time employees generally are eligible to elect to participate in

the dental, vision, short-term disability, and long-term disability

coverage available through the district.

Hourly Employee:

An employee who is paid an hourly rate for

services rendered.

COBB SCHOOLS | EMPLOYEE HANDBOOK | 27 |

Itinerant Teacher:

Teachers who have responsibilities at more

than one school.

Less Than Annual Employee:

An employee who works less than

seven- and one-half hours a day AND fewer than 238 days per

year.

Less Than Part-Time Employee:

Employees who work a 49

percent or less schedule or by the percent of the day worked.

Limited Contract:

Contract offered to a Certified Teacher whose

first day of work is after the first day of pre-planning.

New Hire:

A new, first-time employee in a full-time position.

Non-Exempt Employee:

Employees classified under The Fair

Labor Standards Act as non-exempt are compensated overtime

pay or compensatory time off for all hours worked that exceed 40

hours within a work week. All non-exempt employees who work

more than 40 hours a week will be compensated for overtime

work at one and one-half times their regular hourly rate.

Work that extends outside an employee’s regular schedule must

be approved in advance by his/her supervisor (except in

emergency situations); non-exempt employees cannot waive their

rights to overtime pay or volunteer to perform normal job

functions outside normal work hours.

Non-Renewal:

When an employee, holding a position that is

covered by a contract, is not offered a contract for the next school

year period.

Paraprofessionals:

Paraprofessionals work with individuals or

groups of students under the direction of classroom Teachers or

other Certified employees. Paraprofessionals must meet initial

and ongoing requirements for in-service training for continued

employment.

Part-Time Employee:

Regular, part-time employees generally

work less-than 37.5 hours per week. A regular part-time employee

may, or may not, be eligible to elect to participate in the State

COBB SCHOOLS | EMPLOYEE HANDBOOK | 28 |

Health Benefit Plan and the local benefits plans, depending upon

the number of hours scheduled to work and based exclusively on

the terms and conditions set forth in the applicable plans,

statutes, and/or regulations.

Reassignee:

Any employee who is involuntarily assigned from one

work site to another in the same or a comparable position.

Re-Elected:

Refers to a Certified Teacher who has fulfilled a

limited contract and is offered employment on a regular contract.

Re-Hire:

A former employee who was separated from Cobb

County School District and has reentered the Cobb County School

District workforce.

Regular Contract:

Contract offered to a Certified Teacher whose

first day of work is on or before the first day of preplanning.

Seniority (System):

Term used to define the length of full-time

continuous employment; determines the priority of employees

during personnel activities such as transfers, reassignments,

Reduction in Force (RIF). In practice, the last employee hired has

the least seniority.

Supply Teacher:

A long term substitute teacher who is employed

when a teacher is absent on short-term leave. Supply Teachers

are employed not later than the 11

day of the regular Teacher’s

absence.

Temporary Employee:

Temporary employees may work up to 40

hours per week on a fixed or non-fixed schedule for a finite period

of time (typically 90 days or less). Temporary employees are

generally not eligible for benefits. Temporary employees are not

allotted in the district’s budget.

Transfer:

Any employee who voluntarily moves from one work

site to another in the same or a comparable position. The

employee must request the movement and be accepted by the

Principal, Supervisor or Administrator.

COBB SCHOOLS | EMPLOYEE HANDBOOK | 29 |

Human Resources Contact Information

Please refer to the following web sites for additional information:

Chief Human Resources Officer

https://www.cobbk12.org/page/23389/human-resources

Benefits

https://www.cobbk12.org/page/23928/benefits

Certification & Compensation

https://www.cobbk12.org/page/32103/certification

https://cobbk12org.sharepoint.com/sites/OneTeam/SitePages/Certific

ation.aspx

https://www.cobbk12.org/page/23932/compensation OR

https://cobbk12org.sharepoint.com/sites/OneTeam/SitePages/Compe

nsation1.aspx

Risk Management

https://www.cobbk12.org/page/23930/risk-management-office

Employment

https://www.cobbk12.org/page/294/employment

Leadership Management

https://cobbk12org.sharepoint.com/sites/LeadershipManagement

Evaluations

https://cobbk12org.sharepoint.com/sites/Evaluations

Employee Relations & Evaluations

https://www.cobbk12.org/page/30341/employee-relations

https://cobbk12org.sharepoint.com/sites/OneTeam/SitePages/Employ

ee-Relations.aspx

COBB SCHOOLS | EMPLOYEE HANDBOOK | 30 |

Cobb County School District Board of Education

Post 1

Randy Scamihorn

Post 2

Jaha Howard

Post 3

Leroy Tre’ Hutchins

Post 4

David Chastain, Board Chair

Post 5

David Banks, Board Vice-Chair

Post 6

Charisse Davis

Post 7

Brad Wheeler

Cobb County School District

514 Glover Street

Marietta, GA 30060

770-426-3300