Policy: GBRIB
Employee Benefit/Leave Policy Year-Round Support Staff
Employees in this category work 52 weeks per
year. Employees are part-time if they work less than 6.5 hours
per day, 32.5 hours a week. All paid leave and benefits are
contingent on the hours worked. All year round support staff
will submit a bi-weekly timesheet which specifies hours worked
per day and leave days taken. Temporary employees (employees
whose employment is less than 4 months) are not eligible for
insurance benefits.
Vacation:
Vacation is subject to the following regulations:
• Beginning with the first, full, fiscal year following
the one in which they were hired, employees in this category
will receive the following vacation leave:
Years 1-3: 10 days allotted on July 1.
Years 4-10: 15 days allotted July 1.
After 10 years: 20 days allotted on July 1
• New employees will begin to accumulate vacation time
after six months of employment. After six months of employment,
employees hired between July 1 and December 31 will accrue
one day per month up to a maximum of six days. Employees hired
between January 1 and June 30 will not be eligible for vacation
leave until they complete six months of employment. After
six months of employment, employees hired between January
and June will receive ten days of vacation leave.
• Unless otherwise approved by the Superintendent, employees
must use all vacation leave during in the fiscal year in which
it is earned. The Superintendent at his/her sole discretion
may allow an employee to continue vacation leave through the
month of July.
• Vacation is non-accumulative and days not used within
the allotted time will be lost.
• Employees will schedule vacation leave at a time mutually
agreeable to the employee and to the building principal.
Personal Leave: Employees will receive three days per
year to use between July 1 and June 30 to be used at the employee’s
discretion. Personal leave is non-accumulative and days not
used within the allotted time will be lost. Such leave is
to be used for meeting personal obligations that cannot be
accomplished during regular work hours. Other than an emergency,
personnel needing such leave will provide their supervisor
with notice two (2) days in advance of the desired leave.
Bereavement Leave: Each employee will be allowed 3
paid days of Bereavement leave per year for death in the immediate
family (in addition to personal leave). Bereavement leave
is not accumulative.
Sick Leave: Employees will earn 1 day per month. Days
are accumulative from fiscal year to fiscal year up to 30
days. The Superintendent, at his discretion, may require any
employee to submit medical evidence substantiating the employee’s
need to be absent from work.
Employees may use sick leave for maternity or paternity leave
and/or for illness of the employee's spouse, domestic partner,
children or parents, including care of a newborn or a newly
adopted child.
Severance Benefit: After completion of 8 years service
in the Lyme School District, a staff member who terminates
employment shall be paid for accumulated unused sick leave
at his/her then current per diem rate. In order to receive
this benefit, the employee must notify the Board of his/her
intention to resign, in writing, by December 1 preceding the
employee’s final fiscal year of employment.
Holidays: Each full year employee will receive eleven
(11) paid holidays per year: New Years Day, Martin Luther
King Day, Presidents Day, Independence Day, Labor Day, Veterans
Day, Thanksgiving Day, the day after Thanksgiving, Christmas
Eve Day, Christmas Day, Memorial Day.
Term Life Insurance: Life insurance premiums will be
paid for employees working at least 18.75 hours per week.
Disability Insurance: Long-term disability insurance
will be paid for employees working at least 18.75 hours per
week. This insurance will offset 60% of the employee’s
wages at the time of injury, illness or disability after an
elimination period of 180 days.
Short Term Disability Insurance: The District will
provide all support staff employees with short-term disability
coverage for up to 165 days. Eligibility shall begin following
a minimum of 15 consecutive days of absence or following the
use of all accrued sick leave, whichever is greater. The benefit
under the Short Term Disability Program shall be 60% of base
pay with a maximum of $500 per week. The duration of the benefit
shall be a maximum of 165 calendar days, or until the employee
returns to duty, or the employee becomes eligible under Long
Term Disability provisions, whichever occurs first. The Superintendent
shall determine eligibility and the number of days to be granted.
Health Insurance*: The District will pay for 85% of
the cost of a family HMO health insurance plan for support
staff employees who work at least 32.5 hours per week. Employees
who work at least 15 hours per week but less than 32.5 hours
per week will receive 85% of a single HMO health insurance
plan, (pro-rated for the number of hours or days worked).
In lieu of participation in the group insurance plan, employees
who have health insurance through an alternative source may
elect to receive a cash payment of up to $500, made on a date
determined by the Superintendent. This payment will be proportional
to the number of hours worked. This cash payment will be taxed
as income.
Dental Insurance: For employees who work at least 15
hours per week, the district will pay 95% of a single person
dental policy, pro-rated for the number of hours or days worked
per week.
Retirement: New Hampshire law requires all Lyme School
District employees who work at least 35 hours per week to
participate in the state retirement system and make automatic
deductions from wages. The District contributes toward employees’
retirement plans at a rate determined by the New Hampshire
Retirement System.
Social Security and Medicare: All school employees
must participate in Social Security and Medicare and make
automatic deductions from wages. The District will match this
deduction as a contribution toward employees’ Social
Security and Medicare benefits.
Workers Compensation and Unemployment Insurance: Workers
compensation and unemployment insurance premiums are paid
entirely by the District where appropriate for all full-time
and part-time employees.
Jury Duty Leave: Support Staff who are required to
perform jury duty may do so without loss of pay or related
benefits, and will receive that portion of the regular salary
which, together with compensation for jury duty, equals normal
salary for that period of time. Any benefit in place at the
time of jury duty leave will continue.
Family Care Leave: Unpaid Family Care Leave shall be
granted for up to six months to both male and female employees
to care for his or her newborn infants or newly adopted children
or to care for sick members of their immediate family. The
term “immediate family” shall be construed to
mean spouse, domestic partner, children, foster children,
parents, grandparents, grandchildren, parents-in-law, brothers,
sisters or spouse’s siblings.
An employee must submit his or her request in writing to the
Superintendent at least 30 days before the intended date for
the leave, unless the need is unforeseeable, in which case
the employee must request FMLA at the earliest possible time.
In the letter requesting FMLA, the employee must set forth
the reason for the request and must attach a medical certification
from a health care provider setting forth the anticipated
length of absence and a brief description of the circumstances
giving rise to the request.
The district will pay up to six months of its share of health
and dental insurance following approval of Family Care Leave.
Workshops and Training: Each staff member will be granted
funds to attend job related training and workshops. The amount
of money allocated for each employee will be set by the Lyme
School Board during budget preparation.
ADOPTED: July 27, 2000
REVISED: June 24, 2003, April 28, 2005, June 20, 2006, February
10, 2011
