Education Service Center, Region 20

EDUCATION SERVICE CENTER, REGION 20 NOTICE TO NEW EMPLOYEES, FULL-TIME

CONDITION OF EMPLOYMENT - Center policy requires that employees shall not manufacture, distribute, dispense, use or be under the influence of a controlled substance or alcohol during working hours while at the Center or at Center-related events outside of usual working hours. You are responsible for informing the Center in writing of any criminal drug statute conviction for a violation occurring in a workplace no later than three calendar days after such conviction or an arrest for any felony or offense involving moral turpitude within three calendar days of the arrest. An employee who is convicted of or receives deferred adjudication for such an offense must also report that event to the immediate supervisor within three calendar days of the event. It is also unlawful to intentionally, knowingly or recklessly carry a firearm, illegal knife, or prohibited weapon on Center premises. (DH Local, DI Local, DI Exhibit). Exempt employees shall submit a letter to the division director outlining additional employment.

CONTINUOUS PERFORMANCE REVIEW - Employees are evaluated continuously during their employment. For new employees, a conference with the immediate supervisor (appraiser) will be held at the beginning of employment to clarify expectations for performance and to develop performance goals. The formal appraisal period is that period between the Beginning Review (scheduled during the month of September or upon employment prior to March 1), sixth month new employee review (Mid-year Review), and the Year-end Review (scheduled between June 1 and August 15). For employees employed March 1 or later in the fiscal year, the goals should be tailored to meet what is feasible to accomplish through the end of the fiscal year.

DOCUMENTS - I have been briefed about the existence, location and contents of the Center's Electronic Policy Manual and Procedures and Employee Handbook (e.g. COBRA, HIPAA, etc.). I agree to abide by the policies and procedures of ESC-20 and any subsequent changes. I understand that I can access the policies and procedures on the Center’s Intranet. I take full responsibility to read these documents and to ask questions about their contents. If I need any assistance, I will contact HRS.

 403(b)/457(b) Plans, RAMS Retirement Savings Plans brochures  AD Local, Mission Statement/Goals and Objectives  CK 5.5.2, Safety and Emergencies  CK 4.7.2, Notification of Urgent Situations/Early Dismissal  CKC 4.7.1, Evacuation Procedures  CKC 4.7.1 A, Attachment A Threat Checklist - Correspondence/E-mail/Telephone  Standard Operating Procedures for Evacuation  CRG Legal/Local Insurance and Annuities Management [403(b) and 457(b)]  CW Local, Intellectual Property  DBD Local, Employment Requirements and Restrictions: Conflict of Interest  DEA 5.2.3, Salary System Administration  DEA Local, Compensation and Benefits: Salaries, Wages, and Stipends  DEB Sick Leave Bank  DEB Local, Compensation and Benefits: Leaves and Absences  DEB, Leaves and Absences  FMLA Notice and documents regarding insured benefits rights (COBRA & HIPAA)  DGBA Local, Employee Complaints/Grievances  DH 5.3, Personal Responsibilities Related to Employment  DH Local, Standards of Conduct  DHA Local & Exhibit, Sexual Harassment  DI Exhibit, Drug Free Workplace  DNA 5.2.2, Continuous Performance Review  DNA Local, Accountability: Performance Appraisal  EC Local, Electronic Communication and Data Management  EC 6.5.2, Electronic Network & Procedure  EC, Terms & Conditions of Use/Privacy Policy  Texas Government Code, Sections 556.004/005/0055/006/007/008 regarding lobbying prohibition  Workplace Safety Manual

Revised 06/2017 I understand that none of these documents imply a guarantee of employment and that they may be changed at any time. Changes in policy may supersede, modify, or render obsolete other documents.

ELECTRONIC COMMUNICATIONS - I understand that the use of the Education Service Center’s electronic communications system is a privilege and not a right. I agree to comply with all regulations and guidelines that govern electronic communications.

HEALTH PLANS & BENEFITS (You are required to accept or decline coverage within 31 days from your date of hire.) Benefits are subject to change at any time with approval of the Board of Directors. Benefits are based on the number of hours worked, if TRS-eligible.

TRS-ActiveCare Select, Dependent on eligibility. If health care coverage is elected, the Center will contribute to the “Employee Only” premium cost. Refer to TRS-ActiveCare Rates & ActiveCare 1-HD, or 2 Funding. Supplemental SC - begins the 1st day of the following month after hire date. Refer to SC form. Compensation (SC)

Available Benefits- Employee paid Accident, Accidental Death & Dismemberment, Cancer /ICU, Dental, Disability, Gap Plan, Life, Permanent Life, Long-term Care, Telehealth Services, Identity Theft Protection, Vision, Section 125 Cafeteria Plan Administration, Health Flexible Spending Account, Health Savings Account, and Dependent Care Reimbursement. 403(b)/457(b) Employees have the opportunity to defer compensation into a 403(b)/457(b) Plan. Contributions may start at any time during the year. Refer to Region 10 RAMS website at www.region10rams.org.

LEAVE Approved Paid Leave: Holidays, Family Leave, State Sick Leave, State Personal Leave, Jury Duty/Subpoena Leave, Military Duty, and Vacation (not applicable for full-time employees working less than 12 months). NOTE: If an employee has used more leave than earned at the time of separation, the cost of the unearned leave shall be deducted from the final paycheck or the employee will be asked to reimburse the Center for the unearned leave.

SALARY DEDUCTIONS Teacher Employment that makes you eligible for membership in TRS is:  Regular employment with a single public, state-supported educational institution in Texas that Retirement is expected to last for a period of 4 ½ months or more; System  For one-half or more of the full-time workload (18.75 hours/week); and,  With compensation paid at the rate comparable to the rate of compensation for other persons employed in similar positions. Other Deductions Authorized Tax Sheltered Accounts [403(b) and 457(b)], Withholding Tax, Social Security/Medicare, and elected benefits.

TRS RETIREES – For retirees who retired from TRS after September 1, 2005, ESC-20 is required to contribute to the TRS pension fund a percentage of compensation and pay a health care surcharge for certain retirees employed by ESC-20. Due to these mandatory contributions, it is your responsibility to notify Human Resource Services whenever you elect or change your TRS health care coverage. Changes in coverage may increase the Center's required contributions and funding ability. Also, all retirees are responsible for monitoring hours allowed to work each month, in order that your retirement benefits are not negatively impacted. Refer to the TRS web site at http://trs.state.tx.us/benefits/documents/employment_after_retirement.pdff for additional information.

Revised 06/2017 SALARY SYSTEM ADMINISTRATION - The Executive Director provides for the development and implementation of a uniform salary system which is sensitive to the local market. In order to be eligible for continued employment, an employee must move from Competency Level 1 to 2 prior to the next fiscal year, unless employed for less than six months before the next fiscal year. In that instance, the employee may remain on Level 1 through the next fiscal year. Thereafter, movement to Level 2 must occur prior to the July attendance cut-off date.

PAYCHECKS - Paychecks are calculated through and issued on the last workday of each month. Leave transactions for the current pay period include all approved leave at time of paycheck processing. Leave for the current period, taken or approved after the paycheck is processed, will be included in the next pay period. Any adjustments for absences occurring between the attendance cutoff date and the last day of the month will appear on following month’s paycheck. Employee social security numbers are maintained and used by the Center for payroll, benefits, internal verification, and administrative purposes and to conduct in-depth background checks. Federal law requires the Center to report income and social security numbers for all employees to whom compensation is paid. The Center reports social security numbers to Federal and State agencies as authorized or required by law and for benefit purposes. Further disclosure of your social security number is governed by the Public Information Act (Chapter 552 of the Texas Government Code) and other applicable law. Direct deposit shall be used for employee salary payment. Employees who opt out of the direct deposit method of salary payment shall submit their request in writing to Human Resource Services for processing.

Less than 12-month Full-Time Employee Annualized Salary Option Please check the following option to indicate pay frequency: Receive 12 equal monthly salary payments Receive salary payments only during working months scheduled

Less than 12-month Employees, Salary Deductions – each year, health plan and benefit salary deductions will be automatically applied to the last paycheck prior to the beginning of the scheduled months off, when reasonable assurance of continued employment is provided.

WORKERS’ COMPENSATION - Education Service Center, Region 20 has workers’ compensation coverage from the Texas Association of School Boards Workers’ Compensation Insurance Fund to protect you. You can obtain more information about your workers’ compensation rights from any office of the Division of Workers’ Compensation, or by calling 1-800-252-7031. You also have the right to free assistance from the Office of Injured Employee Counsel (OIEC). You can contact OIEC by calling 1-866-393-6432. Please notify HRS of any on-the-job injury you may experience. If you seek medical treatment, you must choose a treating doctor from the Political Subdivision Workers’ Compensation Alliance.

ALL EMPLOYEES SERVE AT THE WILL OF THE EXECUTIVE DIRECTOR. I understand that my employment may be terminated at any time for any reason at the will of the Executive Director, or that I may resign at any time.

Employee Signature Date Human Resource Services Signature Date

Revised 06/2017