Lyme School Board
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 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 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 17.50 hours per week.
Disability Insurance: Long-term disability insurance will be paid for employees working at least 17.50 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 90 days.
Short Term Disability Insurance: The District will provide all support staff employees with short-term disability coverage for up to 75 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 70% of base pay with a maximum of $500 per week. The duration of the benefit shall be a maximum of 75 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 87% of the cost of a family CDHP 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 87% of a single CDHP 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; May 28, 2015, October 26, 2017
* Some support personnel hired before the 2000 – 2001 school year receive benefits provided during the 1999 – 2000 school year.