WCPSS Employee Handbook - Wake County Public School System
WCPSS Employee Handbook - Wake County Public School System
WCPSS Employee Handbook - Wake County Public School System
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sick leave is granted. Extended sick leave days do not have to be used consecutively. Unused<br />
extended sick leave days do not carry forward to succeeding school years.<br />
<strong>Employee</strong>s on extended sick leave receive full salary less the required substitute deduction. The<br />
deduction is mandatory whether or not a substitute is employed. The standard deduction is $50<br />
per day. Central Services personnel, including centrally based teachers, are not eligible for<br />
extended sick leave or personal leave.<br />
Refer to Policy: 3800/4800 § 4.2<br />
http://www.ncpublicschools.org/docs/humanresources/district-personnel/keyinformation/information/policymanual.pdf<br />
Leave For Teachers Employed in Charter <strong>School</strong><br />
A teacher, who makes a written request for a leave of absence in order to teach in a charter<br />
school, may be approved for one (1) year. In order to be entitled to a leave of absence or an<br />
extension of the leave to teach at a charter school, a teacher must submit a timely, written leave<br />
request to the Assistant Superintendent for Human Resources as follows:<br />
Requests for an initial leave or extension of leave for the purpose of teaching at a charter school<br />
in its initial year of operation shall be submitted at least 45 calendar days prior to the first day<br />
the teacher otherwise would be expected to report for duty for the start of the upcoming school<br />
year at the teacher’s <strong>WCPSS</strong> assigned school.<br />
Requests for an initial leave or extension of leave for the purpose of teaching at a charter school<br />
that has been in operation for more than one year shall be submitted at least 90 calendar days<br />
prior to the first day the teacher otherwise would be expected to report for duty for the start of<br />
the upcoming school year at the teacher’s <strong>WCPSS</strong> assigned school. The Board of Education is<br />
not required to grant a request for a leave of absence or a request to extend or renew a leave of<br />
absence for a teacher who previously has received a leave of absence for the purposes of<br />
teaching in a charter school while employed with the <strong>WCPSS</strong>.<br />
The <strong>WCPSS</strong> will allow a probationary teacher on charter school leave to return to a teaching<br />
position if the teacher provides advance written notice to Human Resources of his or her intent to<br />
return at the end of the leave, and an appropriate position is available. A probationary teacher<br />
who returns to the <strong>WCPSS</strong> after taking charter school leave will have the status of a first year<br />
probationary teacher for the purpose of determining eligibility for career status.<br />
The <strong>WCPSS</strong> will allow a career teacher on charter school leave to return with career status to a<br />
teaching position at the end of the leave of absence, or upon the end of employment at the charter<br />
school, if the teacher notifies Human Resources in writing of his or her intent to return and an<br />
appropriate position is available. If an appropriate position is unavailable, then the teacher’s<br />
name will be placed on a list of available teachers, and the teacher will receive priority<br />
consideration on all positions for which he or she is qualified in accordance with G.S. 115C-<br />
325(e)(2).<br />
Refer to Policy: 3800/4800 § 9.6.1 Supplement<br />
http://www.wcpss.net/policy-files/series/policies/3800-bp.html<br />
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