The document outlines the mission, beliefs, standards, code of ethics, policies, and procedures of a school or school district. It discusses the mission of 100% college and career readiness. It outlines beliefs in topics like lifelong learning and dignity. Learner standards include critical thinking, problem solving, and career planning. The code of ethics from the National Education Association is provided. Policies address topics like corporal punishment, dress code, drug and alcohol use, emergency closings, and identification badges. Procedures for non-school employment, tutoring, cell phone use, reporting violations, and sexual harassment are also defined.

1. Our Mission
100% College and Career Readiness
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2. We believe that …
 Everyone is unique and has value.
 Learning is a life-long process.
 All people can learn.
 Cooperation is essential for effective relationships.
 Education is everyone’s responsibility.
 People are responsible to each other.
 The family is the foundation of society.
 All people deserve to be treated with dignity and respect.
 Through a partnership of family, community and school, we
control the conditions of student success.
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3. LEARNER STANDARDS
 Learners will work cooperatively.
 Students will be lifelong learners.
 Learners will be able to use critical thinking skills.
 Learners will be problem solvers.
 Learners will recognize the value and uniqueness of
themselves and others.
 Learners will develop career goals and plans for
achieving their goals.
 Learners will feel confident in taking risks and making
choices.
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4. CODE OF ETHICS
ESTABLISHED BY THE
NATIONAL EDUCATION ASSOCIATION
Standards of Professional Conduct
 Believes in the worth and dignity of each human being;
 Recognizes the importance of truth, devotion to
excellence, and the nature of democratic principles;
 Protection of the freedom to learn and to teach and the
guarantee of equal educational opportunities for all;
 Strive to maintain the respect and confidence of
colleagues, students, parents, and guardians, and the
community, and to serve as appropriate role models;
 Exemplify a commitment to the teaching and learning
process with accountability to the students, maintain
professional growth, exercise professional judgment, and
personify integrity.
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5. CODE OF ETHICS
ESTABLISHED BY THE
NATIONAL EDUCATION ASSOCIATION
Principle I – Commitment to the Student
o Help each student realize his/her potential as a worth
and affective member of society.
o Work to stimulate the spirit of inquiry, the acquisition of
knowledge and understanding, and thoughtful
formulation of worthy goals.
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6. CODE OF ETHICS
ESTABLISHED BY THE
NATIONAL EDUCATION ASSOCIATION
To fulfill this commitment to the student, the employee :
1. Shall make reasonable effort to protect the student from conditions
harmful to learning or to health and safety;
2. Shall not intentionally expose the student to embarrassment or
disparagement;
3. Shall not unreasonably deny the student to varying points of view;
4. Shall not use professional relationships with students for private
advantage;
5. Shall not disclose information about students obtained in the course
of professional service
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7. CODE OF ETHICS
ESTABLISHED BY THE
NATIONAL EDUCATION ASSOCIATION
Principle II –
Commitment to the Profession
o You are vested by the public with the trust and responsibility
requiring the highest ideals of professional service.
o You directly influence the nation and its citizens.
o Your conduct should be worthy of trust to attract others to such a
career and to assist in preventing the practice of the profession by
unqualified by unqualified
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8. CODE OF ETHICS
ESTABLISHED BY THE
NATIONAL EDUCATION ASSOCIATION
To fulfill this commitment the employee….
1. Shall not misrepresent his/her professional qualifications;
2. Shall not disclose information about colleagues obtained in
the course of professional service;
3. Shall not knowingly make false or malicious statements about
a colleague;
4. Shall not accept any gratuity, gift, or favor that might impair or
appear to influence professional decisions or actions;
5. Shall not assist entry into employment persons know to be
unqualified in respect to character, education, or other
relevant attributes.
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9. STAFF RIGHTS AND RESPONSIBILITIES
Board Policy - GAM
Staff members will be accorded all rights including due
process of law as guaranteed by state and federal laws
and constitutions.
All staff members have a responsibility to make
themselves familiar with and abide by federal and state
laws as these affect their work and the regulations
designed to implement them.
The same requirement applies to the policies of the
Board of Trustees and related administrative rules and
procedures.
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10. STAFF RIGHTS AND RESPONSIBILITIES
Board Policy - GAM
Specific responsibilities which the district requires of all personnel is:
 Faithfulness and promptness in attendance at work
 Support and enforcement of policies of the board and administrative
rules and procedures in regard to students
 Diligence in submitting required reports promptly at the times specified
 Care and protection of school property
 Attendance at school functions in accordance with expectations of the
district
 Concern and attention toward their own and the board’s legal
responsibility for the safety and welfare of students, including the need
to ensure that students are under supervision at all times.
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11. CONFLICT OF INTEREST
Board Policies – DJE, DJEI, GAIA
Employee Handbook
The Board of Trustees recognizes that all business transactions which the
school system engages in must be within the law and also must reflect
generally accepted fair trade practices.
Employees must refrain from engaging in inappropriate business-related
behavior such as:
 Engage in selling goods or services to the board;
 Engage in or have a financial interest in activity that conflicts or raises a
reasonable question of conflict with duties/responsibilities in the school system;
 Engage in any type of private business during the employee’s school day or at
school site;
 Engage in work of any type where the source of information for a customer,
client, or employer originates from school system data;
 Accepts gifts from any person/groups desiring or doing business with the school
system
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12. CORPORAL PUNISHMENT
Board Policy – JDA
Employee Handbook
Corporal punishment is defined as physical contact and is distinguished
from a reprimand, a suspension, or an expulsion.
The Board of Trustees believes that a well-disciplined school can be
maintained without the use of corporal punishment and force.
THEREFORE, BOARD POLICY PROHIBITS THE USE OF
CORPORAL PUNISHMENT BY PRINCIPALS, ASSISTANT
PRINCIPALS, TEACHERS, AND SUBSTITTES, ANY OTHER
SCHOOL SYSTEM PERSONNEL, STUDENT TEACHERS,
OR VOLUNTEERS.
Furthermore, system employees will not permit the use of corporal
punishment on district property by others in an effort to exercise
discipline to a child and/or student.
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13. Employee Dress Code
 All faculty and employees of Florence County School District Three serve as role
models for the students with whom they work and as leaders in the community.
Consistent with these roles, all faculty and employees shall dress in a manner
and have an appearance that is appropriate and professional in light of the
environment in which they work, the duties of their jobs, and the impressionable
youth they serve. Supervisors and school level administrators are authorized to
interpret this policy and their interpretations shall be given deference.
 Teachers and administrators should adhere to a professional dress code in the
school. Such a code means that clothing that common sense dictates is not
appropriate for a classroom, business office, or parent’s meeting should not be
worn. For example, teachers should not wear flip-flops, sneakers, jeans,
spandex, shorts, oversized T-shirts, see through clothing, low-cut blouses, or
sweat suits. But teachers may wear neat jeans, sneakers, and sweat suits when
appropriate for activities such as field trips, physical education classes, or art
classes.
(Reference: Board of Trustees Policy GAMC-R) 13

14. DRUG AND ALCOHOL FREE WORKPLACE
Board Policy – GAMB
Employee Handbook
Due to the commitment to a drug and alcohol free workplace, it
is the policy of the Florence County School District Three that
the work environment shall be free of the presence of alcoholic
beverages or unlawful controlled substances and that
employees shall perform their job assignments safely,
efficiently, and without the adverse influence of alcohol or
controlled substances.
This policy shall govern each employee (1) during school hours,
(2) while on any property owned or leased by the Board, (3) at
any time during which the employee is acting in the course and
scope of his/her employment with the Board, and/or (4) at any
other time that the employee’s violation of this policy has a
direct and adverse effect upon the performance of his/her job.
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15. DRUG AND ALCOHOL FREE WORKPLACE
Board Policy – GAMB
Employee Handbook
The school system prohibits the following:
 No employee will unlawfully manufacture, distribute, dispense, possess or use any
drug on or in the workplace. “Drug” means any narcotic drug, hallucinogenic drug,
amphetamine, barbiturate, marijuana or any controlled substance as defined by the
act and regulation of federal or state law. No employee shall be under the influence
of alcohol or drugs while at school or at school-sponsored activity.
 As a condition of employment, each employee will notify his/her supervisor of his/her
conviction (or plea of guilty, no contest, or “nolo contendere”) of any criminal drug or
alcohol statute no later than five days after any such conviction or plea.
 Employees who are required to drive any school-owned or school-leased vehicle
during the performance of their duties shall be tested for specific substances in the
following instances: pre-employment; reasonable cause situations; randomly; post-
accident; and re-certification.
 As a condition of employment, each employee must abide by the terms of the school
district respecting a drug-free workplace.
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16. EMERGENCY CLOSINGS
Employee Handbook
Television and radio stations will be notified, when necessary, early on the
mornings(s) of hazardous conditions. When school is canceled for the day(s), due to
hazardous conditions, the canceled day(s) will be rescheduled in the school calendar
using existing weather days. Emergency closings exceeding these allotted weather
days will be made up at the direction of the Superintendent with approval of the Board
of Trustees.
In case of school cancellation, delayed opening and/or early dismissal of school due to
emergency and/or hazardous conditions, the official closing notice will be put on the
district’s information line and will also be placed on local media. Announcements will
be made on the following television and radio stations:
T.V. Stations Radio Stations
WBTW TV-13 WMHK Columbia 89.7 FM
WPDE TV-15 WHLZ Florence 92.5 FM
WMBF TV-10 WCMG Florence 94.3 FM
WWKT/WDKD Kingstree 98.3 FM
WBZF Florence 98.5 FM
WWFN Florence 100.1 FM
WFSF Florence 100.5 FM
WMXT Florence 102.1 FM
WJMX Florence 103.3 FM
WPDT Florence 105.1 FM
WYNN Florence 106.3 FM 16

17. IDENTIFICATION BADGES
Employee Handbook
 All employees are expected to visibly display the approved Florence
County School District Three identification badge while on acting in the
course and scope of his/her employment with the Board.
 Identification badges will be provided by the school district upon
employment and remain the property of the Florence District Three.
Persons who leave employment with Florence District Three are
required to turn in their ID badge to their immediate supervisor.
Replacement of lost badges shall be made at the employee’s expense,
and can be obtained by calling the Public Relations Office at 374-8652.
 The Florence County Schools currently extends the courtesy of free
admission to most middle and high school athletic events upon
presentation of the identification badge or other picture ID with
employee sports/events pass. This admission is for the
employee only and does not admit anyone else
accompanying the employee.
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18. NON-SCHOOL/DISTRICT EMPLOYMENT
Board Policy – GBRG
Employee Handbook
Florence County School District Three considers teaching and/or
assigned duties in the district to be full-time employment. Any
outside work by staff members will be the concern of, and warrant
the attention of the board only as it may directly prevent the member
from properly performing his assigned functions during duty hours or
be prejudicial to his effectiveness in his professional position.
Employees shall not at any time engage in any employment that would
interfere with their effectiveness in performing their regularly
assigned duties; would compromise or embarrass the school
district; would adversely affect their employment status or
professional standing; or would in any way conflict with assigned
duties.
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19. Tutoring
 School district buildings, facilities or
equipment will not be used by district
employees for tutoring or other private
instruction for which the individual receives
reimbursement without the approval of the
Superintendent.
 In no case shall a teacher tutor for pay
any child that may be in his/her class
or upon whose evaluation or
assignment they will be called upon to
pass.
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20. Cell Phone Use by Staff
Florence District Three believes that the use of
communication devices by staff during instructional
time and while in the performance of assigned duty
may have an adverse effect on classroom instruction
and professional conduct as an employee of the
district. Therefore, staff may not use cellular
phone, electronic pagers or any other
communication devices within the school
building during school hours and/or assigned
duty as a representative of the district
unless specifically designated by the
building supervisor.
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21. REPORTING ALLEGED VIOLATIONS OF LAW OR
ORDINANCE
Employee Handbook
As employees of the Florence County School District Three, all staff members are
expected to observe and obey all laws and ordinances, in addition to all policies and
procedures of our Board of Trustees.
Any employee charged with or arrested for any violation(s) of a criminal,
or serious traffic vehicular law (such as, vehicular homicide, hit and run,
or any such law classified as a felony or for which a conviction could
lead to incarceration) or ordinance, must report such fact in writing to
the administrator in charge of the department, office, or school to which
the employee is assigned no later than five days after such conviction.
In cases involving employee hospitalization and/or incarceration (jail) involving the
stated violation, the employee shall report the alleged violation within 24 hours after
his/her release. Such report shall include all pertinent facts concerning the alleged
violation(s). Failure to truthfully report charges, as noted above, may subject the
employee to disciplinary action up to and including dismissal.
It is the employee's responsibility to keep his/her appropriate administrator apprised
of the judicial process in the matter. Upon judicial action in the matter, the employee
must report the disposition and pertinent facts, in writing, to the administrator no later
than the next scheduled business day following adjudication.
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22. SEXUAL HARASSMENT OF STAFF
Board Policy – GAAA, GAAA-R
Employee Handbook
Florence County School District Three believes that all employees
are entitled to work in school related environments that are free
of harassment of any type.
Anyone who believes he or she has been sexually harassed
should report the incident (s) to his or her immediate supervisor
or to the Director of Human Resources or the Superintendent.
Where members of the Board of Trustees, the Superintendent, or
any senior staff members are involved, the employee should
report such acts to the Board attorney. An immediate
investigation of the claims will take place and upon evidence of
sexual harassment, appropriate disciplinary action will be taken.
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23. SEXUAL HARASSMENT OF STUDENTS
Board Policy – JGI, JGI-R
Employee Handbook
The employees in Florence County School District Three are expected
to provide learning environments for students which are free of
sexual harassment.
Any student who believes that he/she has been subjected to sexual
harassment by any employee (s) of the Florence District Three
Schools and any student or employee who has knowledge of sexual
harassment or inappropriate staff-student relations should report the
facts of the incident (s) and the name (s) of all the individual (s)
involved in any material way immediately to the student’s principal
or to the supervisor of the person reporting the incident. There will
be an immediate investigation of the incident.
Florence District Three strictly prohibits any employees from becoming
engaged in a romantic or sexual relationship with any student
enrolled in the Florence District Three Schools regardless of the age
of the student. Consent to by the student to such a relationship is
not a defense. 23

24. SEXUAL HARASSMENT DEFINED
 Sexual harassment consists of unwelcome sexual advances,
requests for sexual favors, sexually motivated physical
contact, or other verbal or physical conduct or communication
of a sexual nature
 The conduct merits harassment when it is sufficiently severe,
persistent or pervasive that it affects the ability of the student
or school personnel to participate in or benefit from the
educational program or activity of the work environment
and/or creates an intimating, threatening or abusive
environment.
 Behavior for the purpose or effect of substantially or
unreasonably interfering with an individual’s academic or
work performance constitutes harassment.
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25. SEXUAL HARASSMENT DEFINED
Sexual harassment may include, but is not limited to:
• Sexual advances;
• Verbal harassment or abuse;
• Subtle pressure for sexual activity;
• Touching of a sexual nature, including inappropriate patting or
pinching;
• Intentional brushing against a student or employee’s body;
• Demanding sexual favors accompanied by implied or overt threats
concerning an individual’s employment or educational status;
• Demanding sexual favors, especially when accompanied by implied
or overt promises of preferential treatment with regard to an
individual’s employment or educational status;
• Graffiti of a sexual nature;
• Displaying or distributing sexually explicit drawings, pictures or other
written materials, including making and playing sexually explicit
audio/video tapes;
• Sexual gestures, including touching oneself sexually or talking about
one’s sexual activities in front of others;
• Sexual or “dirty” jokes; or
• Spreading rumors about or rating other students as to sexual activity 25
or performance.

26. USE OF ELECTRONIC TRANSMISSION CAPABILITIES
Board Policy – JNDB, JNDB-R
Employee Handbook
 Florence County School District Three’s e-mail and Internet capabilities
have been established for the purpose of creating an educational network
to support research and education in and among academic institutions by
providing access to unique resources and the opportunity for collaborative
work. All uses of electronic transmission capabilities must
support the goals and educational philosophy of the school
district.
 Transmissions of any material in violation of any Federal or State laws or
regulation is prohibited; this includes, but is not limited , copyrighted
material, threatening or obscene material, or material protected by trade
secret.
 Employees should be aware that there is no reasonable expectation of
privacy with regard to their use of, and transmission of information over,
district-owned computers and computer networks. The school district
reserves the right to monitor such use and transmission and to take
appropriate disciplinary action if it can be reasonably determined that an
employee has violated acceptable use standards.
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27. PERSONNEL FILES
Board Policy – GAK
Employee Handbook
General Access to a Personnel File
Any employee may view the contents of their personnel file upon written request with an
appointment with the Office of Human Resources. Personnel files may not be removed
from the district office. Employees shall not be permitted to remove any material
contained in their personnel file.
Access to a personnel file may be permitted to the following persons without consent of the
employee about whom the file is maintained:
Those school officials involved in the evaluation process of the individual;
The Board of Trustees when in session if its examination of the file relates to the
duties and responsibilities of the board.
No other person may have access to a personnel except under the following circumstances:
When an employee gives written consent to release of his/her records.
Such written consent must meet the following:
 Specify to whom the records are to be examined and to whom they are to
be released;
 Each request must be handled separately;
 Blanket permission for release of information shall not be accepted.
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 When lawfully subpoenaed or under court order.

28. SICK LEAVE
Board Policy - GAR
Employee Handbook
 An employee may use personal sick leave for illness of the individual
from natural causes or accident.
 An employee may use family sick leave for absences caused for illness
of an immediate family member. The total number of days may not
exceed 12 days for the use of sick leave days for illness of immediate
family members. Additional use of sick leave for family illness may be
granted at the discretion of the superintendent.
 The term “immediate family” includes the following: employee’s
spouse, children, parents, grandparents, grandchildren, brothers,
sisters, mother/father-in-law, daughter/son-in-law, and step-
children/mother/father/siblings. Additional individuals under the
immediate care of the employee may be approved for family sick leave
at the discretion of the superintendent.
 A principal or supervisor can request a doctor’s statement
for sick leave at any time . It is required for absences of more than
5 days. A leave of absence form must be completed for every sick
leave period. 28

29. PERSONAL LEAVE
Board Policy GAR
Employee Handbook
Two (2) days of sick leave per year may be designated as personal leave for
use by employees for individual business for employees on a minimum of a
190-day contract but not equal to a 220-day contract.
A total of five days of personal days may be accumulated. Employees may
take no more than two personal days at a time . Any days used for
personal reasons in excess of that as entitled by policy must have prior
approval of the supervisor/principal and superintendent or will be without
pay.
A request may be submitted to the superintendent to substitute unused sick
days for use a personal day upon prior approval of building /work unit
supervisor.
A leave of absence form must be completed for every personal
leave period.
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30. BEREAVEMENT LEAVE
Board Policy – GAR
Employee Handbook
Three (3) days of leave are granted for bereavement in the
immediate family (spouse, parent, child, sibling) related
by birth or marriage.
These days do not come from sick leave allocation.
Bereavement for extended family members (grandparent,
grandchild, uncle/aunt, niece/nephew) related by birth or
marriage may be granted from accrued sick leave with
supervisory approval.
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31. 100% College and Career Readiness
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