Hamblen County Board of Education

Johnny Denton

Sandra Dyke

Bradley Harville

David Purkey

Angela D. Smith

Jerrod Weems

Robert Workman

Arnold W. Bunch Jr., Director of Schools……………………………………………….423-581-3101

Christy Hogan-Young, Assistant Director for Administration………………………….423-581-3118

Jaime Greene, Assistant Superintendent for Curriculum and Instruction…………...423-581-3118

Michael J. Ladd, Supervisor of Business……………………………………………….423-581-3174

Mandy Lloyd, Supervisor of Special Services………………………………………….423-581-3067

Joseph Ely, Supervisor of Career and Technical Education………………………….423-581-3084

Rodney Long, Supervisor of Transportation……………………………………………423-586-2103

Jennifer Buchanan, Supervisor of School Nutrition……………………………………423-581-3027

Daniel Bishop, Supervisor of Federal Programs……….………………………………423-522-2080

Gerald Wilkes, Supervisor of Maintenance……………………………………………..423-587-4800

Harold Jones, Supervisor of Technology……………………………………………….423-581-3144

Stacy Thaxton, Supervisor of Extended School Program…………………………….423-581-3017

Kellie Smith, Supervisor of School Coordinated Health………………………………423-581-3017

Crystal Masingo, Supervisor of Human Resources……………………………………423-585-3711

July 27                                             Teachers Return to Work (In-Service)

July 28                                              Professional Development Day #1

July 29                                              Professional Development Day #2

July 30                                              Registration Day 1^st Day of School 11:15 Dismissal

July 31                                              Half Day In-Service, Half Day Administrative Day

August 3                                           First full Day of School

August 6                                          Election Day (Administrative Day) *Teachers/Staff Report to Work

September 7                                    Labor Day (Schools Closed; Central Office Closed)             

October 5-9                                      Fall Break

November 2                                     Professional Development Day #3 (Students Do Not Report)

November 3                                     Election Day (No School Optional In-Service)

November 23-27                             No School; Central Office Closed 11/26, 11/27 Thanksgiving

December 18                                    11:15 Dismissal

December 21-January 4                  Winter Break

December 23-25                               Central Office Closed

January 1                                            Central Office Closed

January 5                                            Administrative Day 9-12 Staff; (In-Service)

January 6                                            Return to School

January 18                                          No School Martin Luther King Jr. Day (Optional In-Service)

February 15                                        No School Presidents Day (Optional In-Service)

March 22-26                                       Spring Break

March 29                                             Professional Development Day #4

May 19                                                 Last Full Day of School

May 20                                                 Administrative Day

May 21                                                 Graduation Day/Report Card Day

 

 

IN-SERVICE DAYS  (5 Total)

(1.5 Built into Calendar; 2 Assigned by Principal; 1.5 Earned by Individual Teacher)

July 27 (1 Day)

July 31 (Half Day)

November 3 (1 Day)

January 5 (Half Day)

January 18 (1 Day)

February 15 (1 Day)

 

ADMINISTRATIVE DAYS TEACHERS K-8

July 31  Half Day Administrative (Teachers Report to Work )

August 6  1 Day Administrative (Teachers Report to Work)

October 19  Administrative Day  (Parent Teacher Conferences)

November  23

March 8  Half Day Administrative (Spring Parent Teacher Conferences)

May 20  Administrative (Teachers Report to Work)

 

ADMINISTRATIVE DAYS TEACHERS 9-12

July 31  Half Day Administrative  (Teachers Report)

August 6  1 Day Administrative (Teachers Report)

October 19  Administrative

November 23

January 5  Half Day Administrative

May 20 Administrative (Teachers Report)

 

 Printable Version 2026-2027 School Calendar - this version is for printing only and may not be ADA Compliant. All information in this document is located on this webpage.

 

 

 

 

This handbook is designed to familiarize employees with the Hamblen County School System (HCBOE) and provide information about working conditions, employee benefits, policies, procedures, and practices affecting employment with the district. It describes many employee responsibilities and district practices and outlines programs developed for the benefit of employees.

This handbook is not intended as an employment contract (express or implied) and, accordingly, should not be considered as such. Nothing in this handbook should be relied upon as a guarantee for certain privileges, working conditions, or continued employment.  In the event of any conflict or inconsistency between this handbook and Tennessee Code Annotated, State Board of Education, and the Tennessee Department of Education policy or rule, or local board of education policy, the higher legal or policy authority shall prevail.

Employees should address questions pertaining to personnel policies and procedures to their immediate supervisor. Additional information on referenced procedures and forms can be obtained from the HCBOE website (www.hcboe.net) or the Human Resources Office.

This handbook supersedes all prior Employee Handbooks (which should be discarded), verbal communications, staff meeting minutes, and/or management memos which may have been previously issued on subjects addressed in this handbook.

Employees are expected to read, understand, and comply with the guidelines set forth in this handbook.

No employee handbook can anticipate every circumstance or question. Accordingly, HCBOE may need to change the practices and guidelines described in this handbook. Revisions may include changing, rescinding, or adding to any procedures, benefits, or practices described in this handbook.

It is the policy of the Hamblen County Board of Education not to discriminate against any student, employee, or applicant on the basis of sex, marital status, race, color, creed, national origin, religion, age, genetic information, sexual orientation, disability, or veteran status. The district will ensure that no student is excluded from participating in or having access to any course offerings, student athletics, counseling services, employment assistance, extracurricular activities, or other school resources which is based on unlawful discrimination. HCBOE will take all necessary steps to ensure that each employee’s work environment is free of unlawful discrimination. No office, administrator, or employee of HCBOE, including any persons representing HCBOE, shall intimidate, threaten, harass, coerce, discriminate against, or commit or seek reprisal against anyone who participates in any aspect of the discrimination complaint process associated with this policy.

The Hamblen County School System is an Equal Opportunity Employer (EOE). Accordingly, HCBOE promotes equal opportunity in the areas of recruitment, employment, training, compensation, benefits, discipline, development, transfer, promotion, and termination. Employment practices are without regard to race, color, religion, creed, sex, age, disability, medical condition, national origin, or veteran status or other categories protected by federal, state, and local anti-discrimination laws.

Additionally, in keeping with the spirit of the Americans with Disabilities Act, the district will make appropriate accommodations for employees with qualified disabilities or religious needs whenever possible, as long as the accommodation does not cause HCBOE or other employees undue hardship.

Generally, non-exempt employees are employees whose work is routine with set standards and rules. Examples may include, but are not limited to, administrative assistants, custodians, bus drivers, and educational assistants. Non-exempt employees are paid on an hourly basis, including overtime/compensatory time over 40 hours a week at time and one-half. Although "non-exempt" is the legal classification, these employees are also referred to as “hourly” or “classified.”

These are positions with primary duties of an executive, professional, or technical nature, which have been specifically identified and placed on an annual salary according to the contractual pay schedule, as opposed to an hourly basis.

Full-time employees are those employees who work a regular schedule of at least 30 hours. These employees are eligible for all benefits offered by the district.

Part-time employees are those employees who work a regular schedule of less than 30 hours per week.  Part-time holiday pay will be equal to the number of hours the employee would normally work on the day of the holiday.

Substitute employees are those employees whose work schedules and total hours change from week to week (e.g., Substitute Teachers).  These employees are not eligible for benefits and do not accrue time off.

The first ninety (90) days of employment are considered to be an employee’s review period. The review period will be used to allow the immediate supervisor time to closely observe and evaluate an employee’s performance and to encourage effective adjustment to the job. Only employees who meet acceptable standards of work during the review period will be retained. Time spent on a leave of absence during the review period will not count toward the review period.  New employees, and employees who have been rehired following a break in service greater than one year, are required to complete this review period (HCBOE 5.107)

Employees are eligible for benefits according to the following schedule:

BENEFITS	ELIGIBILITY DATE
Group Health, Dental & Vision Insurance	1st day of the month following first month of employment
Life Insurance	1st day of the month following first month of employment

 

Full-time classified employees will accrue personal leave, vacation, and sick leave from their first day of employment as eligible.

All new HCBOE employees must have a background investigation conducted, which includes being fingerprinted. The cost of the investigation shall be borne by the applicant. Failure to complete within the HR-designated timeframe could result in disciplinary action. Effective 09/11/2018, employees must have a new background check every five (5) years.  Effective 08/01/2026, employees will enroll in TBI RAP Back, which provides continuous monitoring and eliminates the need to complete additional background checks once the initial one is completed. (HCBOE 5.118)

Each employee of the HCBOE, prior to entering service, must verify, with the completion of the Employee Health Certification, that they do not have a contagious or communicable disease in such form as might endanger the health of school children. Employees are required to submit to a physical examination by a physician, as required by HCBOE.

HCBOE commercial drivers who hold a valid Commercial Driver’s License (CDL) are required to complete an annual recertification of the required DOT physical and complete an annual mental health evaluation (T.C.A. § 49-6-2108).

Employees working as Pre-K teachers and aides must follow the State Board of Education (Chapter 0520-12-01) physical examination requirements.

Employees are issued an ID badge, which must be worn at all times while on the job or on any school grounds. Employees must return the badge upon resigning their position or upon termination of employment with the school system.

It is district practice to post all vacancies for at least forty-eight (48) hours or until filled.  Employees desiring new opportunities within the school system or who wish to be considered for transfer to a new position should complete an online application at https://www.applitrack.com/hcboe/onlineapp/. Hiring administrators decide which internal or external candidates to interview.

If the immediate supervisor is of the opinion that an employee should be suspended or dismissed, a recommendation will be made to the Human Resources Department. Classified employees refer to HCBOE 5.202 . Certified employees refer to HCBOE 5.201 or HCBOE 5.200. 

The district maintains a personnel file for each employee. Personnel files contain basic personal information (e.g., name, address, and phone number) and employment-related information, such as employee applications, contracts, and professional certificates, as well as other documents required by state and federal laws and regulations, such as USCIS Form I-9.  The employee’s personnel file is the official record of employment with HCBOE.

An employee who wishes to review his or her personnel file must contact a Human Resources Associate to arrange a time to review the file during normal work hours. Personnel files are the property of the district and, therefore, cannot be removed from the office of the Human Resources Department.

Personnel files for school system employees are public records under the law, and as such, may be reviewed by anyone. By law, the employee’s Social Security number, cellular telephone number, home telephone number, residental street address, and date of birth will be redacted prior to viewing by someone outside the district.

To ensure records are accurate and up-to-date, employees should notify both their Supervisor and the Human Resources Department in writing through the use of the Personnel Information Update Form.

Employees should make appropriate notification as indicated below:

• Name* [Supervisor & Human Resources (Note: New Social Security Card Required Before Name Change)]
• Address (Supervisor & Human Resources)
• Telephone number (Supervisor & Human Resources)
• Marital status or number of dependents (for tax withholding and insurance coverage) or beneficiary for life insurance (Human Resources)
• Changes in Emergency Contact (name, relationship, and daytime phone) (Supervisor)
• Completion of Education/Training (Supervisor & Human Resources)
• When a dependent child reaches age 26 if enrolled in medical, dental or vision plans, (Human Resources)

*Please note a copy of the new Social Security Card must be on file in Human Resources before name changes will take effect.

Employees shall adhere to the Teacher Code of Ethics.

The Teacher Code of Ethics requires educators to:

• Abide by all applicable federal and state laws;
• Not unreasonably restrain students from independent action in the pursuit of learning;
• Provide students with professional education services in a nondiscriminatory manner aligned with accepted best practices known to the educator;
• Respect the constitutional rights of students;
• Not unreasonably deny students access to varying points of view;
• Not deliberately suppress or distort subject matter relevant to student progress;
• Make reasonable effort to protect students from conditions harmful to learning or to health and safety;
• Make reasonable effort to protect the emotional well-being of students;
• Not intentionally expose students to embarrassment or disparagement;
• Not on the basis of race; color; creed; disability; sex; national origin; marital status; political or religious beliefs; family, social, or cultural background; or sexual orientation unfairly:
  • Exclude students from participation in any program;
  • Deny benefits to the student; or
  • Grant any advantage to the student;
• Not use the educator's professional relationship with students for private advantage;
• Not disclose information about students obtained in the course of the educator's professional service unless disclosure of the information is permitted, serves a compelling professional purpose, or is required by law;
• Not knowingly make false or malicious statements about students or colleagues;
• Ensure interactions with students take place in transparent and appropriate settings;
• Not engage in any sexually related behavior with enrolled students or students who, within the immediately preceding twelve (12) months, graduated or withdrew from, ceased enrollment in, or completed the highest grade level offered by the LEA or school in which the student was formerly enrolled, whether verbal, written, physical, or electronic, with or without consent. Sexually related behavior includes, but is not limited to, behaviors such as making sexual jokes or sexual remarks; engaging in sexual kidding, sexual teasing, or sexual innuendo; pressuring the student for dates or sexual favors; engaging in inappropriate physical touching, groping, or grabbing; kissing; rape; threatening physical harm; and committing sexual assault;
• Not furnish alcohol or illegal or unauthorized drugs to students;
• Strive to prevent the use of alcohol or illegal or unauthorized drugs by students when students are under the educator's supervision on school or District premises, during school activities, or in any private setting;
• Refrain from the use or possession of alcohol while on school or District premises or while participating in any school-sponsored activity, including field trips, athletic events, overnight trips, or other activities at which students are present, regardless of the location, and;
• Maintain a professional approach with students at all times.

An educator who has personal knowledge of a breach by another educator of the Teacher Code of Ethics shall report the breach to the educator's immediate supervisor or the Superintendent of Schools within thirty (30) days of discovering the breach.

Professional employees shall also familiarize themselves with the consequences of misconduct and potential impacts on licensure pursuant to State Board of Education Rule 0520-02-03-.09.

All employees shall also adhere to Policy 5.611 regarding ethics.

It is the policy of the Hamblen County School System (HCBOE) that all employees must report any arrest or criminal citation to their principal, building supervisor, Superintendent of Schools, or his/her designee within five (5) days of arrest and/or conviction. Failure to report any arrest, criminal citation, or change in the status of the case may result in disciplinary action up to and including termination (HCBOE Policy 5.106). 

Work hours may differ among schools, work center locations, and jobs performed. The immediate supervisor has discretion on schedule.

Employees who require accommodation for a medical condition or disability should contact their supervisor and the Human Resource Department so that the district can determine whether a reasonable accommodation can be made. Requests for such accommodation will be handled in as timely and confidential a manner as possible.

An employee’s work assignments may involve work of a confidential nature and/or involve access to confidential student or employee information. Employees shall maintain the confidentiality of such information and may not disclose to outsiders any information that is not in the public domain, including information protected under the Family Educational Rights and Privacy Act (FERPA), the Health Insurance Portability and Accountability Act (HIPAA), and the Protection of Pupil Rights Amendment (PPRA), as applicable. Employees shall comply with all federal and state laws, board policies, and administrative procedures governing the collection, use, access, and disclosure of confidential information.

From time-to-time, employees may need the district to verify employment for loans or to prospective employers. All employment verification/reference requests must be directed to Human Resources/Payroll Department. For employment verifications/loans, the district will only release dates of employment, job title, and compensation data unless the employee provides written authorization for the release of additional information. Hamblen County Department of Education complies with the provisions of Tennessee Code Annotated § 50-1-105 when responding to requests for employment references. In accordance with district practice, the district will provide only verification of an individual’s dates of employment. No additional information regarding job performance, duties, or reason for separation will be released.

Employees must notify their supervisor when engaged in employment outside of the district. Failure to report outside employment may result in disciplinary action. The district reserves the right to prohibit outside employment that creates a real or potential conflict of interest to the district or its students. If outside employment prohibits effective performance of an employee’s district duties or creates a real or potential conflict of interest, the district may ask the employee to either resign their outside employment or their position with the district. HCBOE assumes no responsibility for any outside employment. On-the-job injury and other benefits for injuries arising from outside employment will not be provided by HCBOE 5.607.

Because an employee’s work may involve confidential or sensitive information, all media inquiries regarding work-related matters shall be referred to the Communication Director. Employees shall not provide statements or information to media representatives on behalf of the school system unless authorized to do so.

HCBOE does not allow the solicitation of employees or students for any purpose during working time. Distribution of literature and notices during work time or on district premises is not allowed.  Any exception to this policy must be approved by the Superintendent of Schools.

Working time includes all time during which an employee is paid to perform duties for the district, excluding breaks and meal periods.

Persons who are not employees of the district are not permitted to come upon or remain on the premises for the purpose of selling products or services, making solicitations, posting or distributing cards, literature, notices, or other paper.

For privacy, legal, or security reasons, employees are not allowed to give out other employees' addresses, phone numbers, and/or other information about employees or former employees. Requests for such information should be directed to the Human Resources Department.

Classified and certified employees will be paid on the twentieth (20th) of each month.  When a holiday, weekend, or scheduled vacation day coincides with the twentieth day of the month, the payday will be the last working day prior to the twentieth.

Direct deposit is mandatory for all employees. Employees must provide a form/card from their bank with the necessary banking information or a voided check along with the district’s required form for direct deposit.  Employees should contact the Human Resources Department or the Payroll Department for further information.

Employees are responsible for regularly reviewing their payroll information and promptly reporting any discrepancies to the Payroll Department. Underpayments resulting from administrative error will be corrected in the employee’s next paycheck. The district reserves the right to recover overpayments through payroll deductions. If employment ends before full repayment is made, any remaining balance shall be deducted from the employee’s final paycheck.

The district is required by law to make certain deductions from employee paychecks each pay period. These deductions include: Federal Income Tax (FIT), Federal Social Security (FICA) and Medicare Tax. The amounts of these deductions are summarized on Form W-2 and provided to all employees no later than January 31st of each year. Employees shall promptly report changes of name or address to the Human Resources Department to ensure/maintain accuracy of their W-2 Form.

The district complies with court orders received to garnish an employee’s wages. Garnishment refers to court ordered wage assignments or slow pays, State or County taxes, educational loans, bankruptcy notices, child support orders, or IRS tax levies.

For a court-ordered wage garnishment, the employee is sent a garnishment memorandum and a copy of the garnishment along with the start date. For an educational loan garnishment, the employee is sent a copy of the order and the start date. Employees receive bankruptcy notices, child support orders, and slow pay orders with start dates prior to payroll receiving them.

If an IRS tax levy is received, the employee is contacted to come to the Payroll Office to complete the required paperwork. If paperwork is not completed, the highest amount allowed by the IRS will be deducted from the employee’s wages (Ref. IRS Table Publication 1494). Employees should address questions about such paycheck deductions with the Payroll Department.

All non-exempt classified employees are required to enter hours through Frontline Time Clock or via paper timesheet. Completion of time is the responsibility of the employee. The immediate supervisor is responsible for making corrections to the employee’s record prior to the end of the pay period. The supervisor’s approval of the timesheet indicates that the information, as submitted, is correct.

Certified and classified employee absences are noted on Frontline.

Absences must be approved by the immediate supervisor and recorded on Frontline.

At certain times, employees may be required to work more than the scheduled hours for their workweek. When this occurs, hourly employees will be compensated for the unscheduled hours worked. Salaried workers are not compensated for overtime (HCBOE 5.602).

• The immediate supervisor and superintendent must approve hours worked over the scheduled hours and move that time to either overtime or compensatory time on the timecard.  All overtime work must be expressly approved in writing by the superintendent of schools or his/her designee.
• Whenever possible, compensatory time off should be used in preference to overtime pay.  Payment for overtime is processed through the payroll office and will be included in the following pay period check.
• Hours worked over 40 hours, in a one-week period, will be paid at the overtime rate of time and one-half to include the benefits of Social Security tax, Medicare tax, and matching retirement (if applicable). 
• Overtime pay will be calculated at one and one-half times an employee’s regular hourly rate. An employee’s regular hourly rate, if not based on a rate per hour, will be determined by dividing the annual salary by the days employed that school year and then by the regular scheduled hours per day.

• Compensatory time off will be granted for hours worked which are over an employee’s normally scheduled hours at a rate of one and one-half times for actual hours worked in excess of 40 hours per week for classified employees.
• Compensatory time shall be provided pursuant to an agreement reached between the supervisor and the employee before the overtime work is performed, provided that the overtime work is authorized in advance by the immediate supervisor.
• Employees shall be allowed to use compensatory time within a reasonable period after requesting such use, if the requested use of the compensatory time does not unduly disrupt the operation of the school district. 
• Compensatory time shall be used in a minimum of half-day units by June 30 and shall not accumulate from year to year.

• Professional staff shall be permitted to claim three (3) days of compensatory time per school year. 
• Part-time professional shall be permitted to claim one and one-half (1.5) days of compensatory time per school year.
• Professional staff shall document uncompensated work on a compensatory time log, which shall be filed with the principal or immediate supervisor each semester. 
• One compensatory day shall be considered 7.5 hours, and one-half compensatory day shall be considered 3.75 hours.
• Compensatory time shall be compensated at time-for-time and shall be used in a minimum of half-day units by May 10.
• Compensatory time shall not accumulate from year to year and shall be granted to no more than ten percent (10%) of the teachers within a school on any given date. 

To provide employees feedback about their performance and to facilitate two-way communication, supervisors will provide classified employees with an evaluation of their performance. This is done through a formal written performance appraisal.

Newly hired non-licensed administrative/support personnel shall be evaluated annually for the first three (3) years of employment, then, at a minimum, every third year.

Evaluations shall be used as an aid in improving an employee's performance and as a basis for continuing employment. Evaluation reports shall be discussed with the evaluated employee. Each employee shall be given a copy of the evaluation and shall sign the supervisor's copy as evidence it has been discussed.  Each employee is permitted to write comments on the evaluation prior to its being filed in the employee’s personnel folder.

Project COACH is Hamblen County’s growth-focused evaluation system designed to turn traditional observations into ongoing professional collaboration. Instead of high-stakes scheduled visits, the model uses frequent, unannounced “mini-observations” followed by immediate, two-way coaching conversations. This approach ensures that evaluation is a continuous process of support rather than a single annual event.

By focusing on 41 indicators of effective practice across six core domains, Project COACH provides a clear roadmap for professional development. Our goal is to foster a shared understanding of great teaching, allowing educators to receive the real-time feedback and support they need to drive both their own career growth and student achievement.

To learn more about Project Coach, click on the resources below:

HCBOE Project Coach Overview

HCBOE Project Coach Teacher Observation Requirements

HCBOE Project Coach Teacher Rubric

The Classified-Compensation Plan provides twenty-two (22) steps for advancement within each skill level. Employees are advanced with the appropriate skill level based upon years of experience and satisfactory evaluation by the immediate supervisor performance appraisal.

Employee advancement is based upon the following:

1. Regular employees who receive a satisfactory performance evaluation during the year are eligible for a step increase each July 1.
2. Employees are not eligible for a salary increase until the completion of half a contract year of employment.

For the purpose of computing salaries of persons employed, transferred, or promoted, HCBOE recognizes the following experience:

• New hires possessing the minimum knowledge, skills, and abilities required by a job are normally hired at Step 1 for the job.  The current pay rates, qualifications, and skill levels of existing job incumbents are carefully considered before a new employee is given credit for prior experience or education.
• The Supervisor of Human Resources is the final authority for approving prior service credit verification.
• Salary placement for certified staff is based on verified experience and degree attainment.  Employees must provide official transcripts, verification of prior service, and any other requested documentation.
• Experience verification within TN public schools can be verified directly through TNCompass.
• Experience outside the TN data system must be verified using the TDOE’s Experience Verification form completed and signed by an authorized official (e.g., Superintendent, HR Director). 

HCBOE is required by law to maintain the privacy of all medical information within its organization, provide this notice of privacy to all members, inform members of the district’s legal obligations, and advise members of additional rights concerning employee medical information. HCBOE must follow the privacy practices contained in this notice from its effective date of April 14, 2003, and continue to do so until this notice is changed or replaced.

HCBOE reserves the right to change privacy practices and the terms of this notice at any time, provided applicable laws permit the changes. Any changes made in these privacy practices will be effective for all medical information that is maintained including medical information created or received before the changes were made. All members will be notified of any changes by receiving a new notice of privacy practices.

 

At the employee’s request, the Benefits Specialist may assist with a claim issue. Through this process, the employee may be required to provide medical information that is located on the explanation of benefits (EOB). An employee’s medical information will only be shared with the Insurance Representative so that a claim may be processed in the correct manner.

Employees are eligible for benefits under Social Security (FICA). To provide these benefits, the district matches employee contributions dollar-for-dollar. Some benefits under Social Security include retirement income, Medicare benefits at age sixty-five, permanent disability benefits, and dependent survivor benefits.

The district offers a benefits package designed to protect an employee’s (and their families', if dependent coverage is elected) health and welfare. These benefits are intended to assist with the financial impact of health care, catastrophic health conditions, and other catastrophic events that may impact an employee or the employee’s family members.

Available Insurance Coverage:

• Health Insurance
• Dental Insurance
• Prescription Drug Plan
• Vision Plan
• Life Insurance
• Supplemental Life Insurance
• Short-Term Disability
• Long-Term Disability Insurance
• Cancer and Intensive Care
• Medical Flexible Spending Account

Although the district provides insurance coverage for employees and their dependents, conditions covered, claims processing, and actual benefit payments are between the employee and the insurance carrier. Employees are responsible for submitting claims and directly resolving with the insurance company any problems that may occur with claims processing.

Employees or enrolled dependents no longer eligible for regular coverage under the district’s health and dental insurance plans may be eligible for continued coverage by paying the full monthly premium for the coverage plus a 2% administration fee. This is guaranteed under the Consolidated Omnibus Budget Reconciliation Act (COBRA) if:

• The employee was covered under the group plan at the time of a qualifying event (see below for a list of qualifying events);
• The employee is not eligible for Medicare;
• The employee is not eligible for coverage under another employer's group plan; and,
• The employee has not applied to convert their group coverage to an individual health insurance policy.

Employees shall be provided a work environment free from sexual, racial, ethnic, and religious discrimination/harassment.  It shall be a violation of this policy for any employee or any student to discriminate against or harass an employee through disparaging conduct or communication that is sexual, racial, ethnic, or religious in nature.  HCBOE will ensure that no student will be excluded from participating in or having access to any course offerings, student athletics, counseling services, employment assistance, extracurricular activities, or other school resources based on unlawful discrimination. HCBOE will take all necessary steps to ensure that each employee’s work environment is free of unlawful discrimination. No office, administrator, or employee of HCBOE including all persons representing HCBOE, shall intimidate, threaten, harass, coerce, discriminate against, or commit or seek reprisal against anyone who participates in any aspect of the discrimination complaint process associated with this policy HCBOE 5.500.

The district has an established process for filing allegations of discrimination on the basis of sex, marital status, race, color, creed, national origin, religion, age, genetic information, sexual orientation, disability condition, or veteran status against the Hamblen County School System or any person or program under its jurisdiction. This procedure provides a systematic, local protocol for the resolution of complaints and does not supersede the complainant’s right to file charges directly with the United States Office of Civil Rights.

Employees who believe they are a victim of discrimination must immediately report their concern to the Federal Rights Coordinator or to their immediate supervisor, even if they have discussed the issue directly with the individual(s) involved. Employees should provide the following information when reporting discrimination.

• Identity of the alleged victim and person accused; 
• Location, date, time, and circumstances surrounding the alleged incident; 
• Description of what happened;  
• Identity of witnesses; and  
• Any other evidence available.  

All complaints of discrimination will be investigated, and the results of the investigation will be reported to the complaining party. Retaliation and/or discrimination against an employee who complains of or alleges discrimination is strictly prohibited and will not be tolerated.

The law does not permit, nor does the district tolerate harassment of employees by other employees, or by district students, contractors or vendors. Likewise, the district will not tolerate harassment of a student, contractor or vendor by any HCBOE employee. Such conduct by an employee may result in corrective action. Harassment includes unwelcome or offensive behavior that may or may not be of a sexual nature. The district’s sexual harassment policy specifically addresses forms of sexual discrimination 5.500.

Employees should be aware that they might be held personally liable for monetary damages if they are found guilty of harassment.

The district encourages employees to address harassment directly when they see it occur. Employees who feel they are a victim of harassment or who observe the harassment of another employee, student, contractor or vendor, should immediately tell the person displaying the offensive behavior to stop the behavior. He or she may not be aware that the conduct is unwelcome or offensive. In addition, employees should immediately report any incident of harassment they witness to any supervisor, AND to the Title VI and IX Coordinator in the Human Resources Department, even if the employee has already discussed the incident directly with the individual(s) involved.

All complaints of harassment will be investigated, and the results of the investigation will be reported to the complaining party. Retaliation and/or discrimination against an employee who complains of or alleges harassment are strictly prohibited and will not be tolerated.

The district advocates resolving workplace disputes in an informal and efficient manner to assist employees and supervisors/department heads in resolving concerns, complaints, and disputes. Such disputes may be related but not limited to, the following: general work conditions, work schedules, assignments, job duties, relationships with coworkers or supervisors and subordinates, and instances of conduct, actions, or language that is viewed by the employee as harassing, intimidating, discriminatory, or otherwise unwelcome. This grievance policy does not address a certified employee’s grievance related to his/her evaluation. Prior to filing a grievance, the employee must have attempted to resolve the matter with the assistance of supervisor and/or department head. Further, any claim by a HCBOE employee that there has been a violation, misinterpretation or misapplication of the terms of employment, or right to fair treatment, or any established policy or practice, or pertinent state and federal law could be eligible for filing a grievance. Employees who believe to have a legitimate cause to do so are encouraged to file a grievance. If Human Resources determines the matter should be handled pursuant to another policy or procedure, such will occur. Employees may do so without being denied rights to file concerns with the appropriate state or federal agency 5.501.

State law prohibits the sale, purchase, transfer, or possession of any illegal or non-prescribed controlled drug during work hours or on district property at any time. In addition, the district strictly prohibits any employee from being under the influence of alcohol and/or any illegal drug while on duty or performing work activities. Taking legally prescribed medications or over-the-counter medications is permitted to the extent that use of such medications does not adversely affect job performance or safety.

By law, all district buildings are smoke-free. The district is a “smoke free” organization with smoking prohibited in or on any district-owned properties to include all school campuses, administrative offices, athletic facilities, operations/service complexes, as well as all school district vehicles. Further, in the interest of staff and student health and wellbeing, the district does not permit the use of tobacco products (including smokeless) and/or electronic cigarettes (vapor or e-cigarettes) in or on any district owned properties as listed above 1.803.

Taking legally prescribed medications or over-the-counter medications is permitted to the extent that use of such medications does not adversely affect job performance or safety. However, employees using prescription or over-the-counter medications who discover that such medication impairs or adversely impacts their ability to work must immediately stop working and report the condition to their immediate supervisor. Working while affected by prescription or over-the-counter medications is dangerous. Employees should consult their personal physician in the event they find themselves impaired or affected by prescription or over-the-counter medications.

Any employee convicted of violating a criminal drug statute must notify the Supervisor of Human Resources of the conviction within five days of the conviction. Failure to report the conviction may result in disciplinary action.

The district conducts the following drug and alcohol tests 5.403.

• Pre-employment – conducted before CDL applicants are hired or after an employment offer has been tendered and before actually performing any safety sensitive functions.
• Post-accident – conducted after all commercial vehicle accidents in which the occurrence may be definable as a preventable accident. In non-vehicular employee injury cases (all employee groups); post injury drug and/or alcohol screens may be conducted per the treating physician’s determination of reasonable suspicion
• Reasonable suspicion – conducted on any employee reported to have shown any behavior or appearance that is characteristic of alcohol or drug misuse while on the job and/or on the premises.

Any detectable level of illegal drugs, illegally-used legal drugs, and/or alcohol is considered a positive test. Any refusal to submit to testing is considered a positive test. Any school system employee who tests positive while on the job and/or on the premises, will be subject to appropriate disciplinary action up to and including termination from employment with HCBOE.

Threatening employees, students, visitors, contractors, or vendors, or engaging in threatening or violent behavior in our workplace is a serious matter. Employees engaging in such activities will be subject to appropriate disciplinary action up to and including termination of employment with HCBOE and perhaps legal action from the victim(s) of their conduct.

Where a position requires the driving of a district-owned motor vehicle, employees must possess the appropriate valid driver’s license, a good driving record, and be eligible for coverage by the district’s insurance company. Employees are expected to drive safely, courteously and wear their seatbelt. Employees who drive their own vehicle as part of their jobs are reimbursed on a mileage basis (Ref. (Employee Monthly Mileage).  These requirements apply to employees who routinely drive as part of their job. These requirements do not apply to normal commuting to and from work.

Employees who drive their personal vehicle on district business do so at their own risk. The district does not assume liability for injury or theft or damage to an employee’s vehicle or personal belongings associated with driving in the course of work.

The Emergency Evacuation Procedures Guide is posted in each classroom. Employees must take time to become familiar with this guide.

Employees’ family members and/or friends are not allowed to regularly visit the employee while he or she is on the job. Subject to the approval of an employee’s direct supervisor, family members and/or visiting friends may volunteer to assist HCBOE employees with work-related activities with the same rights and responsibilities as other district volunteers.

When using district tools and equipment, employees are expected to use these items with caution so as not to injure themselves or others. Employees are also expected to operate such items in accordance with the manufacturer’s specifications so that the tools and equipment will not be damaged. Employees in doubt as to how properly operate a particular tool or piece of equipment should refer to the manufacturer’s User’s Manual or ask their supervisor for assistance. Employees should immediately inform their supervisor of any tool or equipment malfunctions.

In some cases, employees may be assigned certain tools or equipment necessary for proper job performance. In such cases, the employee may be asked to sign for receipt of these items. Employees may be held financially responsible for the loss of any tools or equipment they have been issued. Upon termination of employment, employees must return all issued tools and equipment to the district. Failure to do so could result in legal action being taken against the employee or the withholding of the employee’s final paycheck.

Employees need to keep up with tools and equipment, especially when taking these from one work site to another. Employees should return with the same item(s). Tools and equipment may become lost because the employee leaves them behind when moving to another worksite. Employees who damage or lose any tools or equipment should immediately inform their supervisor so appropriate repairs can be made or a replacement can be arranged.

Employees are prohibited from personal use of district supplies and equipment without the express approval of the immediate supervisor. This includes using computer equipment, software, and the district postage meter for personal use. District stationery must not be used for personal correspondence, since any type of communication sent out on HCBOE stationery might be considered an official communication. Violation of these rules may result in disciplinary action.

To maintain a safe and healthy work environment, all employees must practice good housekeeping. This means better and more pleasant working conditions, helps reduce accidents, adds to the efficiency of our operations, and contributes to the quality of the district’s work and services provided. The appearance of our workplace and our employees is very important to the district’s operational effectiveness and efficiency and to conveying the right message to prospective employees and district stakeholders.

Employees who park at district facilities do so at their own risk. The district does not assume liability for theft or damage to an employee’s vehicle or personal belongings.

State law specifies that every citizen has a duty to report suspected child brutality, abuse, neglect, or sexual abuse. In accordance with TN Code § 37-1-403 (2024), the district has developed its own policy and procedures for reporting suspected cases of abuse or neglect 6.409.

The district requires any employee who suspects abuse that is not severe physical or sexual abuse to report that suspicion directly to the Department of Children’s Service (DCS) AND to the school administrator.  Any employee who suspects severe physical or sexual abuse is required to report such suspicions directly to the school administrator who will notify the appropriate law enforcement agency.

In all cases where the suspected abuser is a HCBOE employee, volunteer, or contracted services provider, or if it is suspected that the abuse occurred on school grounds while the child was under the supervision or care of the school, district employees will report their suspicions directly to the school administrator and superintendent of schools/designee.

The Department of Children’s Services is charged with investigating cases of suspected child abuse and conducting all related investigations to include child interviews. Except in cases where school employees are suspected of being the perpetrator, the school is regarded as an appropriate neutral setting for conducting such interviews. The school system cooperates fully with DCS in their investigations of alleged child abuse. Principals and Department Heads will accommodate DCS and law enforcement personnel regarding student access, records review and interviewing both students and school personnel.

School employees will not notify parent(s) or guardian(s) of visits to the school from DCS personnel or law enforcement personnel related to a DCS action nor will any information regarding DCS inquiries, interviews, or investigations be released to parents or guardians within 24 hours. DCS personnel and/or the Superintendent of Schools will make such notifications at the appropriate time and in the detail as determined by appropriate protocols.

The district has an extensive technology infrastructure, including hardware, software and connectivity equipment for the purpose of improving its educational, administrative and clerical functions. The significant ongoing investment in technology is, in part, justified by two promises:

1. To better prepare students for life and work in a future filled with technology-laden changes, and use.
2. To increase the productivity of current and future staff.

This investment must be protected from potential misuse and deliberate abuse. This section clarifies roles and responsibilities in the use of HCBOE technology, both hardware and software, to preserve the integrity and usability of these resources to benefit and serve all clients. Noncompliance may result in the suspension of privileges, internal investigation, and/or criminal prosecution. HCBOE must be strict in these matters, not only because of the real value of the facilities, but also because HCBOE research, instructional, and operational activities are dependent upon the reliability of the technology systems. These rules apply to all HCBOE computing facilities and equipment with the intent being to raise awareness about what is appropriate, ethical, legal and professional use of a valuable shared resource, not to enumerate all uses that are or are not appropriate.

Acceptable use of HCBOE information technology resources is based on common sense, common decency, and civility applied to the networked computing environment Use of the Internet 4.406. There is no expectation of privacy by users when using the internet or electronic communications. The district reserves the right to monitor, inspect, copy, review and store (at any time and without any prior notice) all usage of district computers and computer systems. The district may access district-owned or networked computers for maintenance, upgrades, and at any time of suspected abuse of district policy. Appropriate use of these facilities must be consistent with the purpose for which the computer/security accounts (logins) were originally requested and provided.

All employees will comply with all applicable copyright laws in the use of all media and materials and model legal and ethical practices related to technology.

Employees are responsible for reviewing and complying with The Acceptable Use Policy and all related Board policies. Failure to do so may result in disciplinary action.  4.406

To protect data and software on district computers, employees are prohibited from loading personal software onto district computers without the express permission of the Information Technology Department. District computers and related equipment are for district business only and must not be used for personal business. Employees may not copy district software for personal use.

Employees are prohibited from installing any software on any computer unless authorized in writing by the IT Department management. Illegal download or use of copyrighted software, music, videos, pictures or other files is strictly prohibited.

Employees are prohibited from using any computer for illegal or commercial activity. Any desktop application designed to limit access to students or staff, other than those used by the IT Department for network security purposes, is prohibited.

Changing or tampering with any computer’s system configuration is strictly prohibited. Any action which violates Board or Administrative policies, local, state or federal law is prohibited.

Computers found to be tampered with or computers with unapproved software or files will be reformatted and restored to compliance. All computer equipment loans must comply with the district equipment loan agreement.

Use of HCBOE information technology resources is expressly prohibited for activities which benefit any political, religious, or commercial organization; are illegal, offensive, unethical or are for profit; are authorized attempts to log in as a system administrator; or activities that involve vandalism or that adversely affect the reputation or image of the school system prohibited.

Internet connectivity is provided to improve educational, administrative and clerical functions and requires responsible and ethical use and is intended for valid and legitimate district-related purposes. Classroom use of the internet is intended for instructional related purposes only.

Network passwords and account information are only given to authorized personnel. Only users with valid HCBOE network accounts are authorized to use the HCBOE network and computer equipment. Employees must only use their assigned network account and should not allow anyone to use their computer while they are logged in. Employees should always log off the network before leaving their work area. The individual assigned the computer/ security account is accountable for any and all transactions entered under that computer/security account login.

For the protection and security of the HCBOE data, all equipment attached to the HCBOE physical network (equipment located at a HCBOE facility either wired or wireless) must be HCBOE property or have received approval from the IT Department management.

Use of software designed to gain passwords or access beyond the rights assigned to a user or computer is strictly prohibited. Use of such programs risk security of the network and is considered “hacking”. The intent to control unauthorized access is a violation of State and Federal law. Violators will be prosecuted. Employees who inadvertently discover passwords or any other method used to control unauthorized access must report this to the Chief Technology Officer.

All in‑person professional standards apply equally online.

Employees shall:

• Protect FERPA protected information;
• Obtain parental consent before posting student content;
• Disable tagging and restrict page administration;
• Maintain professional discretion and assume all posts are public;
• Assume all online postings may become public, even with privacy settings enabled;

Employees may not:

• Accept or solicit social media connections with enrolled students;
• Encourage students to create social media accounts;
• Use personal social media during instructional supervision;
• Post content causing material disruption;
• Tag district employees without their permission;
• Use district or school logos on social media postings without written permission;

The IT Department provides virus protection and related software for all workstations and servers. Virus protection and related software will be installed by authorized IT personnel unless otherwise approved by the IT Department.

Employees should not open any email attachments from unknown senders nor should they send anyone an email that may contain a virus. The intentional spreading of messages or files containing damaging or destructive programs or data is against federal law. Violators will be prosecuted. Employees who suspect their computer may contain a virus should contact the IT Department immediately.

There are many virus hoaxes. Never delete system files from a computer to remove a potential virus without first checking with the IT Department to ensure the virus is valid and not a hoax.

Only authorized IT Department personnel may install software to servers. Violations or suspected violations should be reported to the appropriate supervisor and the Chief Technology Officer. If incident is in violation of Board or Administrative Policies, the supervisor will take appropriate action. To prevent further inappropriate activity, the user’s computer/security account access may be temporarily blocked. Every effort will be made to inform the user prior to this action and to re-establish the connection as soon as deemed appropriate. Any determination of inappropriate use, serious enough to require disconnection, should also be promptly communicated to the user’s supervisor.

• Downloading, installation or use of programs that infiltrate computing systems and/or damage software components, including “viruses” and “worms”.
• Downloading, installation or use of any program or software without prior written authorization of IT Department management. Automatic updates of existing IT installed software are permitted.
• Intentionally disrupting network traffic, crashing the network, or gaining unauthorized access to the files of another user.
• Use of the network to personally attack, harass, or threaten another person intentionally or recklessly publish false information about another person.
• Use of inappropriate language in any type of communication, including, but not limited to, language that is illegal, vulgar, profane, abusive or threatening.
• Access to the network through false identity including anonymous communication, falsifying, concealing, or misrepresenting user’s identity or sharing/loaning network accounts.
• Mass emailing of unsolicited and unwanted messages (“spamming”), including text, software, video images, graphics and chain letters.
• Downloading music and sound recording for non-instructional purposes without the permission of supervisory personnel.

The HCBOE e-mail system has been provided for the internal and external communication of employees and board members. Responsible and ethical use of the e-mail system is required. The e-mail system may not be used for personal gain or political or religious views or in any illegal, offensive or unethical manner. Personal emails should be limited. All e-mail is the property of HCBOE and, as such, is subject to review at any time by authorized HCBOE personnel. Employees are reminded that e-mail messages do not always remain private. Accordingly, use discretion when using e-mail to communicate sensitive matters.

During the course of conducting normal business, management may from time to time review manual work files or access computers, desks or other storage areas used by employees, with or without the employee’s knowledge. Employees are reminded that facsimile transmissions coming into district offices are often accessible to other employees.

Hamblen County School System respects the rights of employees; cellular phones may be used for job related communication during work hours provided such use does not disrupt the learning environment. Personal use of cellular phones shall be limited to off duty time.

In addition, employees must adhere to all local, state or federal rules, regulations, laws or other ordinances regarding the use of cell phones while driving personal vehicles. Employees shall not use cell phones while driving.  Employees must not use hand held cell phones for business purposes while driving personal vehicles.  While using an HCBOE issued cell phone, the employee will be responsible for reimbursement to the school system.

Personal telephone calls should be limited both in time and nature so as not to interfere with employee job performance and responsibilities.

The district has installed a voicemail system for efficiency and to provide better service. From time to time, especially when an employee is on vacation, business trips, or a leave of absence, a supervisor, manager, or another employee may listen to voicemail messages. Employees should not expect messages left on the voicemail system to be totally private.

Employees should not have personal mail sent to their work location.

Any work-related injury or accident should be reported immediately to the employee’s supervisor. This includes exposure incidents involving blood or body fluids. In order to verify a worker’s compensation claim, either the supervisor or Worker’s Compensation Administrator at the Central Office should make the initial doctor’s appointment. A list of approved clinics and doctors has been provided to each school and the injured employee must seek initial treatment from a physician on the list Workers Comp. Choice of Physician.

HCBOE Employees who provide their own transportation for traveling in the performance of their duties are reimbursed at the prevailing IRS mileage rate.

Because the Internal Revenue Service places stringent requirements to substantiate travel and business expenses, all expense reports must thoroughly detail the purpose of the reimbursed expense and the benefit derived from the expense. Reimbursement for travel will be based on the most direct route and economical method possible.

In all cases, there must be advanced approval of the expenditure by the appropriate authority for expenses to be reimbursed.  Federal travel requires prior written permission.  The HCBOE Professional Development Expenditure Form is available in the Federal Programs office.  The Federal Programs Supervisor’s signature is required prior to the professional development.

Employees should direct questions regarding travel expenses and expense reporting procedures to the department that approved the travel. The appropriate department may be the Business Department, Federal Programs, CTE, or Special Education Department, depending on the travel and funding source.

The appropriate department for travel approval and payment procedures is dependent upon the purpose of the travel and the funding source. Prior approval must be obtained before travel expenses are incurred.

If registration fees are required, a requisition for payment should be submitted with the advance request. Purchase orders must be entered into Skyward with the required approved documentation.

When airfare, lodging, parking, or other eligible travel expenses are incurred, employees must submit a Travel Reimbursement Claim Form with the required supporting documentation. This documentation must include applicable receipts, such as those for airfare, lodging, and parking, as well as a copy of the conference agenda or other documentation verifying the purpose of the travel.

Travel reimbursement claims must be submitted to the employee’s immediate supervisor within five (5) days of returning from travel.

For further information regarding travel reimbursement, review the  Travel-Reimburse Claim Instructions form on the district forms site under Staff Quick Links.

Employees are entitled for reimbursement at the established rate per mile when providing one’s own transportation to perform duties within Hamblen County. Employees should submit claims for in-county reimbursement through the immediate supervisor on a monthly basis, using In-County Mileage Reimbursement for Official Travel Form (Employee Monthly Mileage).  

In all cases, for expenses to be reimbursed there must be advanced approval of the expenditure by the appropriate authority.

State law as well as TN and HCBOE School Board policy require a minimum of five (5) days of in-service education for all certified personnel. Sick and/or personal days may not be used on required in-service days. Individuals who miss the required in-service activities without prior approval of the superintendent of schools shall have his/her last salary payment adjusted to compensate for the day(s) missed. Individuals who submit a physician's note may work with their school administrator to make up one (1) mandatory in-service day no later than April 15th of the school year.

• If an employee is hired prior to Fall Break but not before school starts, they will be required to have (3) professional learning days.
• If an employee is hired after Fall Break but before January 1, they will be required to have (2) professional learning days.
• If an employee is hired after January 1, but before Spring Break they will be required to have (1) professional learning day.

During the onboarding process through Human Resources, all employees will sign Acknowledgement Statement acknowledging information on how to access the HCBOE Employee Handbook and agreeing to familiarize him or herself with the contents of the handbook and to observe the guidelines set forth therein.

 

I acknowledge that I have been provided information on how to access the Hamblen County Board of Education (HCBOE) Employee Handbook. I understand that the Employee Handbook contains important information regarding Board policies, employment practices, employee responsibilities, and expectations for conduct.

I understand that it is my responsibility to read, become familiar with, and comply with the policies, procedures, and guidelines contained in the Employee Handbook, as well as any revisions or updates issued by the district.

I further understand that the Employee Handbook is intended to provide general information and guidance and does not constitute an employment contract or guarantee of employment. The Hamblen County Board of Education reserves the right to interpret, modify, amend, suspend, or discontinue any policy, procedure, or benefit described in the handbook, consistent with applicable law and Board policy.

By signing below, I acknowledge that I have received information on how to access the Employee Handbook, understand my responsibility to review its contents, and agree to abide by the policies, procedures, and expectations set forth therein.

Employee Name (Print): _______________________________________

Employee Signature: __________________________________________

Date: ______________________