PREFACE

Employee Han= dbook

PREFACE

The material covered within this staff handbook is intended as a method of communicating to employees regarding general district information, rules and regulations and is not intended to either enlarge or diminish any Board pol= icy, administrative procedure or negotiated agreement. Material contained herein= may therefore be superseded by such Board policy, administrative procedure, negotiated agreement or changes in state or federal law.<= /p>

Any information contained in this staff handbook is subject to unilateral revis= ion or elimination from time to time. A copy of the Chester County Board of Education Policy Manual is available in the school office or on-line at http://www.policy.tsba.= net/TOP/ChesterCo_Online/all.html. No information in this document shall be viewed as an offer, expressed or implied or as a guarantee of any employmen= t of any duration. This handbook is on = the school system website at http://www.chestercount= yschools.org

NON-DISCRIMINATION=

Equal employment opportunity and treatment shall be practiced by the district regardless of race, color, national origin, religion, sex, age, martial sta= tus and disability if the employee, with or without reasonable accommodation, is able to perform the essential functions of the position.<= /p>

The following have been designated to coordinate compliance with these legal requirements, including Title VI, Title VII, Title IX and other civil right= s or discrimination issues, the Americans with Disabilities Act and Section 504 = of the Rehabilitation Act of 1973 and may be contacted at the Board office for additional information and/or compliance issues:

Ken West = PO Box 327, Henderson, TN 38340

Phone: 989-5134

E-mail: westk@k12tn.net

GENERAL INFORMATION<= /o:p>

MISSION STATEMENT<= /span>

To insure that Chester County Schools are among the Best in the State and Nati= on.

ASSOCIATIONS

The Chester County Education Association is the bargaining unit for all licensed staff. = =

BOARD MEMBERS

The Legislature of the state of Tennessee delegates to the Board responsibility= to manage and control district schools. Board members, as elected by residents= of this district are as follows:

Dwain Seaton, Chairman

            Bob Moore, Vice-Chairman<= /o:p>

            Dwight Bingham

            Ronald Johnson

            Sammy Jones<= /p>
            Glenn Naylor

BOARD MEETINGS/COMMUNIC= ATIONS

Regular Board meetings are held seven (7) times a year at the Board office building. These regular meetings a= re usually on the third Thursday of the month in July, September, November, January, March, May, and June. Mee= tings begin at 7:00 PM, unless designated otherwise. All regular and special meetings of the Board are open to the public unless as otherwise provided by law.

All staff members are invited to attend Board meetings. All formal communicatio= ns or reports to the Board are to be submitted through building supervisors and administrators to the superintendent in accordance with established lines of authority as approved by the Board.

All official Board communications, policies and information of staff interest w= ill be communicated to staff through the superintendent to local building supervisors and administrators.

STAFF ORGANIZATION=

            Director of Schools                                                 =                 John Pipkin

            Supervisor of Instruction                                                 =        Cherrie Pipkin

            Federal Programs Director, Supervisor                                 = Linda Patterson

            Special Education Supervisor         =                                         Jane Rowlett

            Civil Rights Coordinator, Supervisor                                     Ken West

            Attendance, Transportation, Custodians Supervisor              M= ike Tignor

            Homeless Liaison                                                 =                    Ethel Wade

            Adult Education Supervisor                                                 = Emma Hopper

            Food Service Director                                                 =             Janice Plunk

            Maintenance Supervisor                                                 =          Jamie Canada

            Technology Coordinator                                                 =         Fred Brown

                                                 =                     =

BOARD OFFICE HOURS

The Board office is open from 8:00 AM until 4:00 PM during the times that schoo= l is in session. During summer months a= nd other times during the school year when school is not in session, the build= ing is open for staff access between the hours of 8:00 AM and 3:00 PM daily.

COMMUNITY USE OF BUILDI= NGS

The buildings are available for use by community groups during the week and weekends when such use does not interfere with district programs. A fee schedule and regul= ations governing the use of buildings is available at the Board office. Principals are responsible for scheduli= ng events at their school.

ABSENCES

Teachers, secretaries, and teacher assistants unable to report to work for any reason must notify the= ir school secretary or Sherry Connor (989-8104) as soon as possible to ensure = that appropriate substitute arrangements may be made. Substitutes are assigned o= n a daily basis unless a longer duration is specified. In order to facilitate continuity during absences, staff members unable to return to their duties the following day should contact their school secretary by 1:00 P.M. Whenever possible, and as appropriate, substitutes will be retained during the course of your absence.                                                  =

Staff members may, at the time of the reported absence, request a particular substitute. Final decisions regarding substitute use or non-use will be mad= e by the administration. Under no circumstances may staff members arrange covera= ge through personal arrangements with substitutes or others either for all day= or temporary absences from their duties.

Substitute coverage for absences during work hours due to illness or emergency will be arranged as needed upon notification to the building principal.<= /span>

An absence report form must be completed and returned to the school secretary = for all staff absences.

Paid and unpaid leaves are provided in accordance with negotiated agreements, established Board policy, and state law.

Custodians and bus drivers should notify Mike Tignor for substitute arrangements.

Food service employees should notify their cafeteria manager.

FEDERAL FAMILY AND MEDICAL LEAVE ACT (FMLA)

Eligibility                                                =                                                                            =

In accordance with federal law, staff members employed by the district for the previous 12 months and who have worked at least 1,250 hours during the year preceding the start of the leave may be eligible for FMLA leave. The 1,250 hours must be hours actually worked.

Length/Purpose of Leave=

Employees eligible for FMLA under federal law are entitled to take 12 work weeks of l= eave within a 12 month period for the:          =

1. Birth of the employee's child (eligibil= ity expires 12 months after the birth);

2.      Placement of a child for adoption or foster care; (eligibility expires 12 months after placement)

3. Care of a spouse, child or parent with a serious health condition; or               =

4. The staff member's own serious health condition.                                 =

Calculating the 12-Month Period for Leave                                                 =

The district will use the same method for calculating the 12-m= onth period in which the 12-work week FMLA leave entitlement occurs for all employees. The district will use the school fiscal year (July 1 – June 30) for determining such leaves.

Paid/Unpaid Leave

Family leave under federal law is generally unpaid. The district requires the empl= oyee to use any accrued sick leave, vacation or personal leave days (or other pa= id time established by Board policy and/or negotiated agreements) in that order before taking FMLA leave without pay for the leave period.

The distri= ct will notify the employee that the requested leave has been designated as FMLA le= ave and, that accrued paid leave shall be used during the leave period. Such notification will be given to the employee prior to the commencement of the leave or within two working days of the employee's notice of an unanticipat= ed or emergency leave.

If the district does not have sufficient information to make a determination of whether the leave qualifies as FMLA leave (the employee may be required to provide additional information to allow a determination of whether the leave qualifies under FMLA), the district will provide the required notice prompt= ly when the information is made available, but no later than two working days after the district has received the necessary information. Oral notices wil= l be confirmed in writing no later than the following payday. If the payday is l= ess than one week after the oral notice is given, written notice will be provid= ed no later than the subsequent payday.

Application<= span style=3D'mso-fareast-font-family:"Times New Roman"'>

Staff members requesting FMLA leave shall submit to the district a written reques= t at least 30 days prior to the anticipated leave date if the leave is foreseeab= le based on planned medical treatment. The notice shall include the anticipated starting and ending dates of the requested leave and an explanation of the = need for the leave. Staff members are expected to schedule treatment, including intermittent leave and reduced hours, so as not to unduly disrupt the opera= tion of the district.

If advanced notice of FMLA leave, under federal law, is not possible, for exam= ple due to a change in circumstances or medical emergency, notice must be given= as soon as practicable. "As soon as practicable" means at least oral notification within one or two business days of when the need for leave bec= omes known to the employee.

Failure to provide the required notice for FMLA leave = may result in the district delaying the staff member's leave for up to 30 days after the notice is ultimately given.

Medical Certification

If the staff member provides 30 or more day’s notice when applying for FMLA le= ave, he/she may be required to provide medical documentation when appropriate to support the request for leave before the leave begins. The district will provide written notice to employees of this requirement within three working days of the staff member's request for leave.

Under federal law, a second medical opinion at the district's expense may be requ= ired whenever the district has reason to doubt the validity of the initial medic= al opinion. The health care provider may be selected by the district. Should t= he first and second medical certifications differ, a third opinion may be required. The district and the employee will mutually agree on the selectio= n of the health care provider for a third medical certification. The third opini= on will be final. Second and third opinions and the actual travel expenses for= a staff member to obtain such opinions will be paid for by the district.=

If the leave is for the purpose of an employee's own serious health condition, he/she may also be requested to provide a fitness for duty medical release = from the health care provider before returning to work. The employee may be requ= ired to report periodically on the employee's status and intent to return to wor= k.

Continuation of Health Insurance Benefits

Under FMLA leave, group health insurance benefits and premium payments will be continued on the same basis as coverage would have been provided and premiu= ms paid in the absence of leave. The district will continue to pay the distric= t's contribution toward the employee's premium. If the employee uses accrued pa= id leave, premiums will continue to be deducted from the payroll. The employee will continue to pay the employee's share of premiums, if any. A 30-day gra= ce period will be allowed for receipt of employee contributions. The district's obligation to maintain the employee's benefits will cease if the employee's contribution is more than 30 days late. The district will provide written notice that the premium payment is more than 30 calendar days late. Such no= tice will be provided within 15 calendar days before coverage is to cease.<= /o:p>

Return to Work=

Following an FMLA leave, a staff member is generally entitled to be returned to his/her former position or to an equivalent job = with equivalent benefits, pay and other conditions of employment.

&nb= sp;

LEAVE PO= LICIES

I.          &nbs= p;        = SHORT-TERM LEAVES OF ABSENCE

Short-term leaves of abse= nce shall consist of the following; emergency, legal, sick, and personal leave.=

A.          &nbs= p;     = Emergency Leave

An immediate supervisor = may grant emergency leave during the workday for a sudden, unexpected occurrence demanding immediate attention. Lea= ve shall be taken as personal leave or sick leave as appropriate. If the employee has already exhausted t= he appropriate leave, then the leave will be without pay.

B.          &nbs= p;      = Jury Duty

Employees summoned for j= ury duty shall present written evidence of the summons to the immediate supervisor.<= span style=3D'mso-spacerun:yes'> Employees shall be entitled to the usual compensation, less the amount paid by the court as provided in TCA 22-4-108(b)(1). Professional emplo= yees shall appear in court and specify the seven (7) day period within twelve mo= nths that he/she will be available for jury duty as provided in TCA 22-1-103(a)(= 3).

C.          &nbs= p;      = Court Appearances

If an employee appears i= n court because of a personal interest, whether as a plaintiff, defendant, or witne= ss or voluntarily appears in behalf of family or friends, or when an employee = is required to appear in court either as a defendant or plaintiff in a civil c= ase, personal leave or leave without pay shall be granted.

D.          &nbs= p;     = Sick Leave and Personal Leave

Professional employee= s earn ten (10) sick leave days and two (2) personal leave days per year. Any personal leave not used during the = year shall be converted into sick leave. Sick leave shall accumulate for an unlimited number of days (TCA 49-5-710).

Non-certified full-ti= me employees, except for bus drivers, earn one day of sick or personal lea= ve for each twenty (20) workdays. Nine-month employees earn nine (9) days, ten-month employees earn ten (10) days, and twelve-month employees earn twelve (12) days per year. In each situation, two (2) of the days = earned may be used as personal days and the remainder as sick days. Any personal days not used during the y= ear will convert to sick days and may accumulate up to a maximum of forty (40) days. These days are of no value o= ther than use by the employee and are not transferable to another employee. Upon termination or disruption of servi= ce, the days are also terminated.

Bus drivers are p= aid an extra month’s pay in lieu of sick leave, personal leave, in-service, and holidays.

All employees shal= l fill out leave forms immediately upon return to work. These forms shall be turne= d in to the Superintendent by the end of each month and a record of such days sh= all be kept for each employee.

The immediate supervisor = for any non-certified employee may require a physician’s certificate stating the re= ason for absence.

II.          &nb= sp;     = LONG-TERM LEAVES

Long-term leaves shall co= nsist of leaves for military service, legislative service, maternity, adoption, recuperation of health, educational improvements or other sufficient reason without loss of accumulated leave credits, tenure status, or other fringe benefits. All leaves shall be requ= ested in writing and be approved by the Superintendent. All long-term leave shall be without pay except as may be covered by sick leave in the case of maternity and recuper= ative leaves. Employees shall have the opportunity to continue participation, at their own expense, in group insur= ance plans subject to any restrictions by the carrier.

Employees who take leave = under the provisions of the Family Medical Leave Act (FMLA) shall have the same portion of their insurance premiums paid by the Board as is paid for active employees. This leave is limited to twelve (12) weeks during each fiscal year and is subject to use only after = the employee has exhausted all sick and personal leave.

VACATIONS

Non-certified employees who work twelve (12) months = earn ten (10) vacation days after a full year of employment. The Superintendent designates vacation = days.

HOLIDAYS

Employees of the Board will observe the following holidays:

            N= ew Years’ Day

            M= artin Luther King Day

            G= ood Friday

            M= emorial Day

            I= ndependence Day

            L= abor Day

            T= hanksgiving

            C= hristmas

* These days are not considered paid holidays for ho= urly employees.

WAGE AND HOUR POLICIES=

The workweek begins at 12:01 AM on Sunday and ends at 12:00 midnight on Saturday of each week.

Normal W= orkday

            <= /p>
            <= u>Teachers - 7:30 AM until 3:00 PM with usual assignments, meetings, etc.

as are necessary and con= sidered a part of the duties of teachers. Teachers are exempt from FL= SA overtime policies.

Teacher Assistants - Starting and ending times may vary.

            The length of the workday is 7 working hours.

Secretaries – Star= ting and ending times may vary.

            The length of the workday is 7.5 working hours.

Custodians and Mainten= ance personnel – Starting and ending times may vary according to assignments. The length of the day= is eight (8) work hours.

<= /span>

Overtime=

            <= /p>
Overtime is defined as time in excess of forty (40) = hours in a workweek. Any overtime must h= ave prior approval of the Superintendent.

Time Rec= ords

Time records shall be kept on each employee by the immediate supervisor or the principal as appropriate. These shall be turned in to the Superintendent’s office at the end of each month and filed there.

SICK LEAVE BA= NK

The Sick Lea= ve Bank is regulated by TCA and the negotiated agreement with CCEA. The details may be found in the teacher= s’ contract agreement.

ACCIDENT/INCI= DENT REPORTS

All accidents/incidents occurring on district property, school buses or during the course of school-sponsored activities, including field trips and other away events, are to be reported to the building principal/supervisor immediately.          =

Reports should cover property damage as well as person= al injury.                                    =                                                                                          =

A completed accident report form must be submitted to = the building principal/supervisor and superintendent within 24 hours or the next scheduled district workday, as appropriate.

In the event of a work related accident or injury resu= lting in a hospital admission where medical treatment other than first aid is provided, the building principal will inform the superintendent. If the hospital admission is for more than three (3) employees, the Tennessee Occupational Safety and Health Division (TOSHA) must be notified as require= d by law.

All accidents/incidents will be promptly investigated = and corrective measures implemented as appropriate.

ADMISSION TO = DISTRICT EXTRACURRICULAR ACTIVITIES

Professional employees shall be admitted, without char= ge, to regular season sporting events hosted by Chester County Schools. Special events such as tournaments and = the football jamboree, in which multiple schools share the gate receipts, are excluded. Employees = are expected to assist in the supervision of students and in general crowd cont= rol as needed while attending such events.     =                                                                            =

BREAKS

Scheduled breaks are provided to all support employees to ensure safety, efficiency a= nd to meet the requirements of law. All support staff members who work four or more consecutive hours are entitled        = to one 15-minute break. Those working eight-hour days are entitled to two 15-minute breaks. Employees are expected to adhere to the break schedule established by the building principal/supervisor. Deviation from the regula= rly scheduled break period requires prior approval.

CARE/USE OF DISTRICT PR= OPERTY

All staff members are expected to exercise continuous and vigilant care of all district-owned property. Such items as computer and video equipment, typewriters and musical instruments are priority items for theft and damage= .         =                                                                            =

Incidents of theft or willful destruction of district property through vandalism or malicious mischief should be reported immediately to the building principal= or the appropriate administrator.

CASH IN DISTRICT BUILDI= NGS

Money collected by staff as a result of fundraisers or other school related purpo= ses shall be deposited with the school office whenever the sum accumulated in a= ny one day by a class, staff member or others exceeds $25. At no time are substantial amounts of money to be kept overnight or held during holidays or for long periods of time in classrooms.   =                                                                            =
Staff members should emphasize to students the importance of promptly depositing money collected with appropriate school officials.

WORKDAY CHE= CKOUTS

Employees m= ay leave campus during lunch periods, planning periods, or in emergency situations w= ith permission of the principal or his/her designee and following normal sign-o= ut procedures.

CHILD ABUSE REPORTING<= /p>

Any staff member who knows or has reasonable belief that any child under 18 yea= rs of age has suffered abuse or neglect, or that any adult with whom he/she is= in contact has abused a child, shall immediately orally report or cause an oral report to be made to the principal or appropriate administrator. The principal will notify the Departmen= t of Children Services.

For the purpose of this section, abuse includes:

1. Physical;

2. Neglect;

3. Mental injury;

4. Threat of harm; and
5. Sexual abuse and sexual exploitation.

Failure to report suspected child abuse or to comply with the confidentiality of records requirements is a violation punishable by law and by district disciplinary action up to and including dismissal.

Tennessee law provides that a staff member, who, based on reasonable grounds, partici= pates in the good faith making of a child abuse report, shall have immunity from = any liability, civil or criminal, that might otherwise be incurred or imposed as provided by law.

CLASSROOM SECURITY

When leaving the classroom, locker room or other work areas between classes or at the end of the day, teachers are expected to adjust heat/air conditioning, = turn out the lights and secure all doors. Windows should also be secured at day's end.

All staff members are asked to refrain from keeping personal i= tems of value in or about their desks. Purses should never be left unsecured. Students should be instructed to leave valuables at home. The district will= not be responsible for the loss of, or damage to, personal property due to such causes as fire, theft, accident or vandalism.

COMMUNICABLE DISEASE/BLOODBORNE PATHOGENS/INFECTION CONTROL

PROCEDURES

The district provides for the reasonable protection against the risk of exposur= e to communicable disease to all staff while engaged in the performance of their duties. Infection control procedures, including provisions for handling and disposing of contaminated fluids have also been established through Board policy and administrative procedures for staff and student protection.=

All staff shall comply with measures adopted by the district and with all rules= set by the Tennessee Department of Health and the county health department.

Staff members have a responsibility to report to the district when infected with a communicable disease unless otherwise stated by law.

HBV*/Bloodborne Pathoge= ns Training and Immunization

Staff members designated as primary first aid providers, or who may otherwise inc= ur occupational exposure to blood or other potentially infectious materials in conjunction with their assigned duties as determined by the district, will receive appropriate information and training as follows:<= /p>

1. At the time = of initial assignment to tasks where occupational exposure may take place;

2. At least ann= ually thereafter and within one year of their previous training;

3. When changes= such as modification of tasks or procedures or new tasks or procedures affect the staff member's occupational exposure.

Additionally, HBV vaccination will be made available to all staff that has been identifie= d by the district as having occupational exposure. Report any occupational expos= ure to bloodborne pathogens to the safety director (Mike Tignor). Following a report of an exposure incident, the district wi= ll immediately make available to the exposed staff member a confidential medic= al evaluation and follow-up.

Infection Control Procedures

The district has established appropriate hygienic and sanitation practices as follows:

1. Standard precautions are to be followed at all times. Standard precautions require t= he assumption that staff and students approach infection control as if all direct contact with human blood and bodily fluids is known to be infectious for HIV*, HBV and/or blood borne pathogens.

2. Whenever pos= sible, students should be directed to care for their own minor bleeding injury. Th= is includes encouraging students to apply their own band-aids. If assistance is required, band-aids may be applied after removal of gloves if caregiver will not come into contact with blood or wound drainage.

3. Food and Drug Administration (FDA) approved gloves are required for all tasks in which an individual may come into contact with blood or other potentially infectious materials. Such tasks include cleaning body fluid spills, emptying trashcan= s, handling sharps/containers, handling contaminated broken glass, cleaning contaminated equipment and handling contaminated laundry/clothing. This also includes assisting with any minor wound care, treating bloody noses, handli= ng clothes soiled by incontinence, diaper changing and cleaning up vomit.=

4. Immediate, complete and effective hand washing with soap and running water of at least= 30 seconds duration should follow any first aid or health care given a student= or contact with potentially infectious materials.

5. If exposure = to blood or other potentially infectious materials occurs through coughing, any first-aid procedure or through an open sore or break in the skin, thorough washing, preferably with germicidal soap if necessary.

6.    In the event hand washing facilities are not readily available, thorough clean= ing using an antiseptic cleanser and clean cloth/paper towels or antiseptic towelettes provided by the distr= ict as an alternative is necessary. In= the event alternatives are used, hands must be washed with soap and running wat= er as soon as feasible.

7. Any surface contaminated with blood or = other potentially infectious materials must be cleaned after each use and at the = end of the day with soap and water and then rinsed with an Environmental Protec= tion Agency (EPA)** approved disinfectant following labeling instructions for us= e, or a freshly made solution of one part bleach to nine parts water, and allo= wed to air dry. Other disinfectants as recommended by the Center for Disease Control may be used. These surfaces include equipment, counters, mats (including those used in physical education and athletic events), toys or changing tables.

8. An EPA approved disinfectant must be us= ed when cleaning fluids such as blood or vomit from the floor or other such co= ntaminated surfaces.

9. Contaminated laundry such as clothing a= nd towels must be placed and transported in bags and containers in accordance = with the district's standard precautions. All such items must be laundered in ho= t or cold water and soap and placed in a dryer.

10. Needles, syringes, broken glassware and other sharp objects found on district proper= ty must not be picked up by students at any time, nor by staff without appropr= iate puncture-proof gloves or mechanical device such as a broom, brush and dust = pan. Any such items found must be disposed of in closable puncture-resistant, le= ak proof containers that are appropriately labeled or color-coded.<= /span>

11. All wasteba= skets used to dispose of potentially infectious materials must be lined with a pl= astic bag liner that is changed daily.

12. Gloves and repellent gowns, aprons or jackets are required for tasks in which exposure= to blood or other potentially infectious materials can be reasonably anticipat= ed to contaminate street clothing. Type and characteristics of such protective clothing will depend on the task. Such tasks may include diapering/toileting with gross contamination, assisting with wound care, sorting or bagging contaminated laundry/clothing and disposing of regulated waste with gross c= ontamination.

13. Maximum protection with gloves, face and/or eye protection and gowns= are required whenever splashes, spray, spatter or droplets of blood or other potentially infectious materia= ls may be generated and eye, nose or mouth contamination can be reasonably anticipated. Such tasks may include feeding a student with a history of spitting or forceful vomiting and assisting with severe injury and wound wi= th spurting blood.

14. I= f a first aid situation occurs, student should report to a person in authority, staff should report to a supervisor.

* HIV - Human Immunodeficiency Virus=

AIDS - Acquired Immune Deficiency Syndr= ome

HBV - Hepatitis B Virus

** Disinfectants which can be used include Lysol, Purex, Clorox, Tough Act bathroom cleaner, Dow bathroom cleaner, Real Pine liquid cleaner, Pine Sol, Spic and Span, Tackle liquid, Comet and other products with EPA numbers.

COMPLAINTS

Staff Complaints=

Staff member complaints that a violation, misinterpretation or inappropriate application of district personnel policies and/or administrative regulations has occurred should be directed to the building principal or immediate supervisor for informal discussion and resolution.

If the complaint is not resolved informally, formal complaint procedures may be initiated by staff in accordance with Board policy and administrative procedures.

This complaint procedure may not be used to resolve disputes and disagreements related to the provisions of any negotiated agreement.

Student/Parent Complain= ts

The district recognizes that complaints, regarding staff performance, disciplin= e, grades, student progress, and homework assignments, will be made by students and parents from time to time. Every effort will be made to ensure that such complaints are handled and resolved informally and as close to their origin= as possible. Students, parents and others with complaints will be encouraged to discuss the complaint directly with the staff member. All such meetings sho= uld be held in confidence and not in the presence of others.<= /p>

If the complaint is not informally resolved, staff should advise the complaina= nt that he/she may submit the matter directly to the building principal or immediate supervisor, as appropriate. The complainant will be provided with necessary formal complaint procedure guidelines in accordance with Board po= licy and applicable provisions of negotiated agreements.

When a complaint is made directly to the Board as a whole or t= o an individual Board member, it will be referred to the director of schools for appropriate building administrator follow-up.

All staff members should familiarize themselves with Board policy and applicable provisions of administrative procedures and negotiated agreements regarding= the handling of complaints.

CONTRACTS AND COMPENSAT= ION

Contracts for staff members will be executed for all fulltime employees.