Payroll & Employee Benefits
- Leave Information
- Frontline Absence Management
- Health Insurance
- Supplemental Insurance
- Retirement Information
- Supplemental Retirement
Permanent full-time and part-time employees earn annual vacation leave. To earn vacation leave in a given month, employees must be working or on paid leave during one-half or more of the workdays in a monthly pay period. Eligible part-time permanent employees earn leave equal to their percentage of full-time employment.
State regulations and policies established by local school systems govern when vacation leave may be taken. Unused vacation leave can be accumulated and a maximum of 30 days carried forward to the next fiscal year which begins on July 1st. On June 30th of each year, any accumulated days of vacation leave in excess of 30 days are converted to sick leave days.
When employees transfer among local educational agencies, vacation leave will also be transferred. Vacation leave may be transferred to a state agency if that agency is willing to accept it. Employees leaving the public schools will be paid for up to 30 days of accumulated leave. In case of death, the employee’s estate will receive payment for any accumulated vacation leave up to 30 days.
Vacation Leave Accrual Rates
Monthly Full-Time Accrual Rates
|Years of State Service||Monthly Accrual Rate|
Less than 5 years
5 but less than 10
10 but less than 15
15 but less than 20
20 years or more
Permanent full-time and part-time employees who are working, or are on paid leave for one-half or more of the workdays in a monthly pay period, earn sick leave at the rate of one day per month. Eligible permanent part-time employees earn sick leave equal to their percentage of full-time employment. Sick leave may be granted for the following:
- Personal illness, injury, or other temporary disability
- Illness in the employee’s immediate family that necessitates the employee’s attendance
- Death in the immediate family
- Medical appointments
Sick leave may be accumulated indefinitely and is transferable among local school systems, and may be transferred to a state agency, community college or technical institute if the receiving agency is willing to accept the leave. Upon retirement, accrued sick leave may be applied toward creditable state service. If an employee separates from service prior to retirement, the sick leave balance will be held for 60 months (63 months for 10 and 11-month employees).
Certified teachers and instructional support in permanent positions, who require a substitute will earn two days of personal leave over the 10-month school term. When entering personal leave in AESOP, the employee must state a reason for the absence in "Notes to Administrator" to avoid incurring a charge. If no reason is stated, the employee will be charged the full cost of the substitute. Personal leave in excess of 5 days rolled over to sick leave on June 30. This leave is transferable amongst the NC State school systems. Personal leave cannot be advanced and is granted upon authorization of an employee's immediate supervisor. This type of leave is not normally provided on the first day of school, required teacher workdays, or the last day before or after a holiday or scheduled vacation day. In special situations, supervisors may approve leave which does not conform to these stipulations.
Only employees classified as nonexempt under the Fair Labor Standards Act (FLSA) who work more than 40 hours in a work week are eligible for overtime pay. Compensatory time in lieu of overtime pay may be given if agreed to by the employee and employer prior to the performance of the work. Compensatory time is calculated at the rate of one and one-half hours for each hour of overtime worked (holiday pay and leave pay are not time worked). Compensatory time may be accumulated to a maximum of 240 hours. When the maximum is reached, additional overtime work must be paid. If a non-exempt employee terminates employment, he/she must be paid for any unused compensatory leave. Compensatory time must be used before all other types of leave (annual, sick, and bonus).
Frontline is our absence and substitute management system that all leave-earning employees MUST utilize to enter their leave requests. ESS coordinates and manages all aspects of our substitute teacher program. ESS and Frontline work together to manage absences and find substitute teachers.
Frontline is available to you 24 hours a day, seven days a week. You may access the system to enter absences via website, the automated call center, or contacting Rachel Nicholson.
Automated System: (800) 942-3767
Rachel Nicholson: (828) 226-7219 or firstname.lastname@example.org
You may enter absences, check your absence schedule, and set-up your preferred substitute teacher list. All absences should be entered into Frontline by 7:00 am the morning of the absences. This is to ensure that a substitute, if needed, can be secured.
Option 1: Access frontline through ClassLink or login through the website using your Frontline ID and PIN number. You will be prompted with a calendar to choose your date, time, etc. If you need a substitute, you can assign one at the time of the absence OR you can let ESS find a substitute.
Options 2: Call the the automated system at (800) 943-3767 and type in your ID and PIN. Or contact Rachel Nicholson with the specifics of your absence.
North Carolina State Health Plan for Teachers and State Employees
The plan is self-insured and exempt from the Employee Retirement Income Security Act as a government-sponsored plan. The plan offers three Preferred Provider Organization (PPO) plans. PPO plans offer the freedom of choice among in-network providers, lower out-of-pocket costs and a strong emphasis on preventive health. Two of the plans, the Consumer-Directed Health Plan (CDHP) and the Enhanced 80/20 Plan, offer financial incentives for taking steps to improve your health.
The plan also offers a High Deductible Health Plan for those who are deemed eligible by their employing agency.
For our retirees, the plan offers five health plan options. These plans include four Group Medicare Advantage Plan options that feature benefits and services such as access to the SilverSneakers® Fitness Program, a nurse help line, and disease and case management. Retirees may also choose the Traditional 70/30 Plan, which is the same plan available to active members.
Through healthy living initiatives, such as NC HealthSmart, the plan seeks to empower members to make healthier lifestyle choices and to become partners in addressing their health care needs.
Jackson County Public Schools offers all eligible employees a comprehensive Flexible Benefits Program. The supplement benefits are voluntary, employee-paid benefits, and eligible employees have the opportunity to select the programs in which they wish to participate. Employees have the opportunity to meet with a Flexible Benefits Representative while he/she is at Jackson County Public Schools to enroll or make changes to Flexible Benefits Plans each year during annual enrollment.
A Health Care Flexible Spending Account (HCFSA) can be used to reimburse eligible health care expenses not reimbursed under any other plan. Covered expenses are for you and/or your tax dependents; including adult children through age 26:
- Reimburses eligible health care expenses not covered or reimbursed by other insurance.
- Covers expenses for your and/or your tax dependents; including adult children, through the end of the calendar year in which they turn 26.
- $2,500 maximum is NOT a household limit – your spouse can have a separate Health Care FSA.
Dependent Care Reimbursement
A Dependent Day Care Flexible Spending Account (DCFSA) can be used to reimburse daycare services provided to your children under age 13, as well as for an incapacitated child, parent or spouse. You are eligible if you are a single working parent, you have a working spouse, your spouse is a full-time student for at least five months during the plan year while you are working (refer to the IRS earned income limits for specific contribution levels), or your child, spouse or dependent parent is disabled and unable to provide for his or her own care.
- Reimburses eligible day care expenses for your:
- children UNDER age 13
- dependents on your federal tax return who are incapable of self-care
- You (and your spouse, if married) must be:
- looking for work (with income during the year), or
- attending school full-time
- $5,000 maximum IS a household limit
- includes child care subsidy amounts and other FSA dependent day care accounts
- $2,500 maximum if married filing separately
NC Teachers and State Employees Retirement System (TSERS)
Permanent full-time employees are covered by the North Carolina Teachers’ and State Employees’ Retirement System. Currently employees contribute 6% of their monthly salaries, and employers currently contribute a percentage of employees’ salaries to the Retirement System. Employee contributions are paid with pretax dollars, thereby reducing current state and federal income taxes. Employees who are involuntarily terminated or who resign after five or more years of Retirement System membership service may withdraw their retirement contributions, plus any statutory interest earned. Persons who voluntarily resign with less than five years of membership in the Retirement System may withdraw only their own contributions. Persons leaving public school employment may elect to leave their contributions in the Retirement System. Please visit the Retirement System’s website for more information.
The NC 401(k) and NC 457 plans are defined contribution plans, which consist of your personal contributions, any employer contributions (if applicable), and any earnings on the plan investments you have selected.
Features of these plans include pre-tax contributions, Roth after-tax contributions, flexible withdrawal options, and more!
The NC Department of State Treasurer administers the NC 401(k) and NC 457 Plans, which are provided by Prudential Retirement.
As mentioned on the NC Total Retirement Plans web page, the features of the NC 401(k) and NC 457 Plans are similar, but also have distinct differences. The following information to help you make an informed decision: Employer Benefits, Program Fees, Plan Comparison Chart & Governing Documents.