EVERY CHILD, EVERY DAY, WHATEVER IT TAKES!
CONTACT | CALENDAR | STAFF | EMAIL LOGIN
Robbin Ruth
Executive Director of Human
Resources and Title IX/ADA Coordinator
727-2318
HR Assistant/Receptionist
727-2300
Background Checks: The School Board shall require prospective employees, whether full-time or part-time, permanent, or temporary, to submit to fingerprinting and to provide personal descriptive information to be forwarded along with the employee's fingerprints through the Central Criminal Records Exchange to the Federal Bureau of Investigation for the purpose of obtaining criminal history record information regarding such employee.
Employee Organizations (unions) Virginia law does not allow for unions. For additional information regarding state code on "Prohibition Against Collective Bargaining"
You'll love teaching and working in Hampton City Schools!
Customer Service is the core of everything we do in the HCS Human Resources Department. Our collective goal is to provide HCS employees the assistance they need to give their very best to Hampton children. We are committed to continuous learning and improvement so that our employee customers receive "world class" service and genuine support.
Welcome to Hampton City Schools (Video)
Thank you for your interest in Hampton City Schools. For employment opportunities & applications please see JOB VACANCIES.
Employees please see your WORK SCHEDULES for 2020-2021.
2020 Open Enrollment Packet
Your benefits contact is determined by the first letter of your last name:
A – G (757) 727-2106 - Sharmaine Alexander-Riggins
H – Q (757) 727-2107 - Sally Seidnitzer
R – Z (757) 727-2326 – Nicole Samuelson
BenefitHub
https://hcs.benefithub.com
Cigna
https://www.cigna.com/
Employee Health & Wellness Center
(757) 315-8100 2238 Todds Lane, Hampton VA Monday - Thursday 7:00am – 6:00pm Friday - Saturday 8:00am – 1:00pm
Employee Pharmacy
(757) 224-9681 2238 Todds Lane, Hampton VA Monday - Thursday 8:00am - 6:00pm (closed 1:00 - 2:00 for lunch) Friday - Saturday 9:00am - 1:00pm
Genworth LTC
(866) 859-6060
Hampton City Schools Human Resources
(757) 727-2300
HRECU
(757) 838-0707
LegalGuard Legal Plan
(888) 416-4313 hampton.vsc-legalease.com
Delta Dental
http://www.deltadentalva.com/
MetLife Auto & Home®
(800) GET-MET 8 [(800) 438-6388] www.metlife.com/mybenefits
Optima EAP
(800) 899-8174
Purchasing Power Customer Service
(800) 903-0801 hcs.benefithub.com
Unum Voluntary Benefits
(800) 635-5597 www.unum.com
Virginia Retirement System
(888) VARETIR [(888) 827-3847] www.varetire.org
UniView Vision
(888) 884-8428 www.unicare.com
Minnesota Life
(800) 441-2258
P&A Group
(800) 688-2611 www.padmin.com
Voya 403(b) Retirement Plan
757-333-7377
Basic Plus Plan Summary
Basic Plan Summary
A new employee with Hampton City Schools has 30 days from the first date of employment or change in status from part-time to full-time employment to enroll in benefits. The enrollment period expires after 30 days and new elections, changes, and certain canceslations cannot be made until the next open enrollment period, generally during the summer with an effective date of October 1. Changes can be made mid-year if a qualifying life event occurs such as a change in marital status, birth/adoption, death, or other qualifying event. If a qualifying life event occurs, an employee has 30 days from the date of the event to request a change. Please see the ‘Qualifying Live Events’ tab for more information.
Disability Insurance
If you are eligible for Standard short/long term disability payments please call 1-800-378-2395 or visit www.standard.com to initiate your disability claim.
Hybrid employees please contact Shari Huggar to initiate your file at (757)727-2325 or shuggar@hampton.k12.va.us.
If you have any questions please contact Shari Huggar @727-2325 or shuggar@hampton.k12.va.us.
Cigna is our current Employee Assistance Program (EAP) vendor. All Hampton City Schools employees and household family members are eligible for the following benefits:
› 5 face-to-face counseling sessions with a counselor in your area, as well as video-based sessions.
› Legal assistance: 30-minute consultation with an attorney, face-to-face or by phone.*
› Financial: 30-minute telephone consultation with a qualified specialist on topics such as debt counseling or planning for retirement.
› Parenting: Resources and referrals for childcare providers, before and after school programs, camps, adoption organizations, child development, prenatal care and more.
› Eldercare: Resources and referrals for home health agencies, assisted living facilities, social and recreational programs and long-distance caregiving.
› Pet care: Resources and referrals for pet sitting, obedience training, veterinarians and pet stores.
› Identity theft: 60-minute consultation with a fraud resolution specialist.
To initiate services, call 877-622-4327 or log in to myCigna.com.
Employer ID: hcs
(Needed for initial registration only)
If already registered on myCigna.com, simply log in and go to the EAP link under Coverage.
Family Medical Leave Act (FMLA)
Hampton City Schools (HCS) strives to support families and recognizes the challenges that employees face in balancing work and family demands. Therefore, HCS extends family and medical leave benefits to eligible employees in full accordance with the federal Family and Medical Leave Act (FMLA). Additionally, HCS extends the same rights and benefits to employees who do not qualify under the federal law, but do qualify under HCS specific alternative eligibility rules.
Eligibility
Employees employed with HCS for at least 12 months and have worked at least 1250 hours and meet the FMLA federal guidelines. They are eligible for up to 12 weeks, or 60 scheduled workdays of unpaid job protected family and medical leave per year. Sick or vacation leave may be used in conjunction with FMLA.
Employees who do not meet the qualifications for FMLA eligibility may use the alternate Hampton City Schools policy. They are eligible for up to 6 weeks, or 30 scheduled workdays of unpaid job-protected FMLA leave. Sick leave may be used in conjunction with the HCS alternate policy.
Leave Donation
An employee may request leave donation if they meet the guidelines requirements. Please refer to HCS Policy GCBDJ-R, Leave Donation and Transfer.
Concurrent With Other Leave
The 60 or 30-day FMLA entitlement may incorporate periods of both paid and
unpaid leave. All paid leave accrued by the employee must be utilized before
the employee is approved to take FMLA leave on an unpaid status except when
the employee is also on worker’s compensation leave or elects to utilize
disability benefits. However, an employee who elects to use disability benefits
must use available paid leave to fully cover the applicable elimination period
whenever possible. FMLA leave runs concurrently with other forms of leave
whenever possible, including worker’s compensation leave.
Benefit Continuation
Hampton City Schools will continue to pay its portion of your benefits while you are on job-protected leave under FMLA, however, the employee will be responsible for their portion of the premiums in order to continue coverage.
Reinstatement
Employees are required to provide Human Resources with a completed return to work certification from their physician when out for employee’s own serious health condition. This must be received in the Human Resources office before the employee can return back to work.
Disability Insurance
If you are eligible for Standard short/long term disability payments please call 1-800-378-2395 or visit www.standard.com to initiate your disability claim.
Hybrid employees please contact Shari Huggar to initiate your file at (757)727-2325 or shuggar@hampton.k12.va.us.
If you have any questions please contact Shari Huggar @727-2325 or shuggar@hampton.k12.va.us.
Personal Leave – School Board Policy GCBDC
Employees who are eligible to accrue sick leave are also eligible for personal leave. Personal leave is provided to enable employees to attend to personal needs that cannot be addressed at times other than their regular hours and days of work. Employees are advanced personal leave at the beginning of the school year based on the following schedule:
Sick Leave Balance as of July 1st of
Each School Year Personal Leave Credit
0 - 40 days 3 days
41 -79 days 4 days
80+ days 5 days
Sick Leave and Bereavement – School Board Policy GCBDA
All regular full-time employees are eligible to accrue 1 day of paid sick leave each month the employee is in an active payroll status. Regular part-time teachers (defined as employees paid on the teacher scale) and job share employees are eligible to accrue .5 days of sick leave each month the employee is in an active payroll status.
Vacation Leave – School Board Policy GCBDGE
Regular full-time, 12-month employees accrue vacation leave at the following rates:
0 to 5 years of service 1.00 day per month
6 years to 10 years of service 1.25 days per month
11 or more years of service 1.50 days per month
Employees are eligible for the full monthly accrual of vacation leave for which they are eligible in every month during which the employee earns at least 50% of his/her regular salary/wages for his/her primary assignment.
Vacation is accrued monthly and employees are eligible to use vacation leave once accrued. Employees are not authorized to use vacation accruals in advance of the accrual of such leave. Leave must be posted to the employee’s leave balance to be considered as accrued.
Leave Donation and Transfer – School Board Policy GCBDJ
The voluntary transfer of sick leave will be authorized on a case-by-case basis when an employee has exhausted all other leave and still has a legitimate need for sick leave. The intent of this policy is to ensure continuation of salary and benefits for those employees, who because of a catastrophic illness or injury or the need to care for an immediate family member with a catastrophic illness or injury, will have to be absent for an extended period of time. Such transfer of leave shall be aaauthorized by the Executive Director of Human Resources and shall be in accordance with regulations established by the Superintendent.
Sick Leave Bank – School Board Policy GCBDK
Sick Leave Bank Guidelines
Holidays – School Board Policy GCBE
12-month employees should refer to their work schedule for non-scheduled work days.
HCS offers additional types of leave. Policies can be found by clicking on the links below.
Civil Duty and Legal Absence Leave – School Board Policy GCBDH
Educational Leave – School Board Policy GCBDGB
Family and Medical Leave – School Board Policy GCBDGB
Military Leave – School Board Policy GCBDGA
Overtime/Compensatory Time Guidelines – School Board Policy GCBBC-R
Religious Leave – School Board Policy GCBDF
Veteran’s Day – School Board Policy GCBG
Worker’s Compensation Leave – School Board Policy GBEA
Basic Group Life Insurance
Eligible employees are automatically enrolled in life insurance through the Virginia Retirement System (VRS) and administered by Minnesota Life. Hampton City Schools pays the total premium for basic group life insurance. Your amount of coverage is determined by rounding your annual salary to the next highest thousand and then doubling that amount.
Optional Group Life Insurance
The Optional Group Life Insurance Program allows you to purchase additional protection for yourself and your family. Minnesota Life also administers the Optional Group Life Insurance Program.
Dependent Coverage
If you are an active employee participating in the Optional Group Life Insurance plan, optional group life insurance is available to your spouse and dependent children. Your spouse is eligible for up to 50 percent of the maximum amount of your optional group life insurance coverage. You can purchase optional group life coverage for your minor children.
Virginia Retirement System Website
Plan 1 Members
You are in Plan 1 if your membership date is before July 1, 2010 and you were vested (you had at least five years of service credit) as of January 1, 2013.
Virginia Retirement System Plan 1 Handbook
Plan 2 Members
You are in Plan 2 if your membership date is before July 1, 2010 and you were not vested (you had less than five years of service credit) as of January 1, 2013, or your membership date is on or after July 1, 2010.
Virginia Retirement System Plan 2 Handbook
Hybrid Plan Members
You are covered under the VRS Hybrid Retirement Plan if your membership date is on or after January 1, 2014.
If your membership date is before January 1, 2014 and you elected to transfer to the VRS Hybrid Retirement Plan from the VRS Plan 1 or the VRS Plan 2, your coverage is effective July 1, 2014. If you were previously employed in a covered position and took a refund of your defined benefit member contributions and interest or withdrew your full account balance in an optional retirement plan (ORP), you will be rehired under the Hybrid Retirement Plan if you return to a position eligible for the plan. If you return to a position providing eligibility for either the hybrid plan or an ORP, you will elect one of these retirement plans upon reemployment.
Virginia Retirement System Hybrid Handbook
Questions about retirement should be directed to Brian Sheffler, Financial Services Specialist 727-2335
Uniview Vision Website
A new employee with Hampton City Schools has 30 days from the first date of employment or change in status from part-time to full-time employment to enroll in benefits. The enrollment period expires after 30 days and new elections, changes, and certain canceslations cannot be made until the next open enrollment period, generally during the summer with an effective date of October 1. Changes can be made mid-year if a qualifying life event occurs such as a change in marital status, birth/adoption, death, or other qualifying event. If a qualifying life event occurs, an employee has 30 days from the date of the event to request a change. Please see the ‘Qualifying Live Events’ tab for more information.
VOYA is the investment provider for Hampton City Schools.
Scott Komarnicki is our VOYA Financial representative for Hampton City Schools 403b and 457 retirement plans. He has been working with school employees for more than 15 years. Scott is available to assist you in getting started with the HCS 403b, 457 retirement plans or to help you manage your existing investment account. Use the contact information or the enrollment meeting request link below to set up a school-wide or one to one meeting.
(CONTACT INFO)Scott Komarnicki757-333-7377
Audrey Perkins |
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Robbin Ruth |
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Kim Richardson |
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Susanne Marcella |
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Mark McGrath |
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Nicole Samuelson |
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Shari Huggar |
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Carlise Hopson |
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Sharmaine Alexander-Riggins |
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Sally Seidnitzer |
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Kacy Futrell |
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Hampton City Schools is a member of the Association of Title IX Administrators (ATIXA). Members of the Title IX Team attended the PreK-12 Coordinator training and the PreK-12 Investigator training. Principals and Assistant Principals attended the PreK-12 Investigator training. The links below will take you to the materials used during the classes.
As stated in School Board Policy AC and GBA, Hampton City Schools (“HCS”) does not discriminate with regard to race, color, religion, national origin, sex, sexual orientation, gender, gender identity, age, disability, ancestry, marital status, pregnancy, child birth or related medical conditions, status as a veteran, genetic information, or other characteristic protected by law in its programs, activities and employment practices and provides equal access to the Boy Scouts and other designated youth groups.
HCS also prohibits retaliation under School Board Policy GBAB for the purpose of interfering with a person’s rights and/or privileges under federal civil rights laws, which can include: (i) raising concerns with Division personnel about a civil rights violation; (ii) asserting a right or advocating for the rights of a student or employee under federal civil rights laws; or (iii) participating in a complaint investigation or related proceedings.
All individuals are encouraged to promptly report any incident they believe to be discrimination, harassment or retaliation in violation of HCS School Board Policy. All reports should be made to the HCS Compliance Officer, who also serves as the HCS Executive Director of Human Resources and Title IX/ADA Coordinator. Upon receiving a report of alleged discrimination, harassment or retaliation, the Compliance Officer shall promptly authorize an investigation into the complaint, determine whether the alleged act occurred, and determine whether any action must be taken to end or prevent further harassment, discrimination, or retaliation. For more information about this process, please review the Formal Resolution Process and/or Informal Resolution Process.
• Discriminatory Harassment Complaint Form
• Formal Resolution Process
• Informal Resolution Process
The following individual will handle inquiries regarding nondiscrimination policies including Title IX and the Americans with Disabilities Act (ADA):
Executive Director of Human Resources
Title IX and ADA Coordinator
Department of Human Resources
One Franklin Street
Hampton, VA 23669
(757) 727-2300
The following individual will handle inquiries regarding Section 504 compliance for students:
Director of Special Education/Designee
504 Coordinator
Department of Special Education
One Franklin Street
Hampton, VA 23669
(757) 727-2000
Hampton City Schools is committed to full compliance with the Americans With Disabilities Act of 1990 (ADA), as amended, and Section 504 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified persons with disabilities, as well as other federal and state laws and regulations pertaining to individuals with disabilities.
The ADA mandates that effective reasonable accommodations be provided to qualified persons with disabilities, as defined by law, to ensure benefits and privileges of employment are applied to everyone.
To help us determine whether your medical condition constitutes a disability as defined by the ADA and, if so, whether reasonable workplace accommodations can be provided, the Disability Accommodation Request Form is to be completed by you and your physician.
Please keep a copy of this completed form for your records and submit the signed original form, along with required medical documentation to:
Hampton City Schools
Department of Human Resources
FMLA Specialist
1 Franklin Street
Hampton, VA 23669
Response Time
You should receive notification of the Office of Equity and Employee Relations findings and recommendations within 30 days upon receipt of the completed request.
The Executive Director of Human Resources has been designated as the ADA Coordinator for Hampton City Schools. The ADA Coordinator is responsible for overseeing efforts to comply with the Americans with Disabilities Act and disability laws, including responding to resolutions and conducting investigations of any allegation of noncompliance or discrimination based on disability.
Frequently Asked Questions
1. What is a reasonable accommodation? Reasonable accommodations are changes made to a job or the workplace to enable an employee or job applicant to successfully perform the position’s basic duties and/or protect his or her health. A reasonable accommodation does not change the essential functions of the job. Whether a particular accommodation request is reasonable depends upon the situation and the type of job. The accommodation cannot be extremely costly or disruptive for the employer.
2. What is the definition of a qualified individual with a disability?
(i) A person who has a physical or mental impairment which substantially limits one or more of such person's major life activities;
(ii) A person who has a record of such an impairment; or
(iii) A person who is regarded as having such an impairment.
Major Life activities include, but are not limited to, functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
3. What are essential job functions? Those job duties that are so fundamental to the position that one cannot do the job without performing the duties. A function can be essential if, among other things: the position exists specifically for the performance of that function; there are a limited number of other individuals who could perform the function; or the function is specialized and the individual is hired based on his or her ability to perform the function. The determination of the essential functions of a position must be done on a case-by-case basis so that the determination reflects not simply the components of a generic position description, but the job as it is actually performed.
4. What does the term “undue hardship” mean? Undue hardship means that a specific accommodation would require significant difficulty or expense. Undue hardship is always determined on a case-by-case basis, considering factors that include the nature and cost of the accommodation requested and the impact of the accommodation on the operations of the Division.
5. Will I be considered for reassignment? Reassignment is a "last resort" form of reasonable accommodation that, absent undue hardship, is provided to employees who, because of a disability, can no longer perform the essential functions of their jobs, with or without reasonable accommodation.In addition, an employer is not required to create a new job or to “bump” another employee from a job in order to provide a reasonable accommodation; nor is an employer required to promote an individual with a disability to make such an accommodation. If reassignment is the accommodation, the employee will be given a “reasonable amount of time” in which to seek alternate employment with the District. Reassignments are made only to funded vacant positions and only to employees who are qualified for the new position.
If you are in a state-approved teacher education program and would like to learn how you can complete a practicum and/or student teaching assignments in HCS, email the Field Placement Office.
NONDISCRIMINATION/NONRETALIATION NOTICE
As stated in School Board Policy AC and GBA, Hampton City Schools (“HCS”) does not discriminate with regard to race, color, religion, national origin, sex, sexual orientation, gender, gender identity, age, disability, ancestry, marital status, pregnancy, child birth or related medical conditions, status as a veteran, genetic information, or other characteristic protected by law in its programs, activities and employment practices and provides equal access to the Boy Scouts and other designated youth groups.
HCS also prohibits retaliation under School Board Policy GBAB for the purpose of interfering with a person’s rights and/or privileges under federal civil rights laws, which can include: (i) raising concerns with Division personnel about a civil rights violation; (ii) asserting a right or advocating for the rights of a student or employee under federal civil rights laws; or (iii) participating in a complaint investigation or related proceedings.
All individuals are encouraged to promptly report any incident they believe to be discrimination, harassment or retaliation in violation of HCS School Board Policy. All reports should be made to the HCS Compliance Officer, who also serves as the HCS Executive Director of Human Resources and Title IX/ADA Coordinator. Upon receiving a report of alleged discrimination, harassment or retaliation, the Compliance Officer shall promptly authorize an investigation into the complaint, determine whether the alleged act occurred, and determine whether any action must be taken to end or prevent further harassment, discrimination, or retaliation. For more information about this process, please review the Formal Resolution Process and/or Informal Resolution Process.
Should you have any questions about these procedures or the contents of this notice, please contact:
Executive Director of Human Resources
Title IX and ADA Coordinator
Department of Human Resources
One Franklin Street
Hampton, VA 23669
(757) 727-2300
Email: hcs-complianceofficer@hampton.k12.va.us
HAMPTON CITY SCHOOLS WEBSITE ACCESSIBILITY NOTICE
PURPOSE
Hampton City Schools (HCS) is committed to making its website accessible for all, including individuals with disabilities, and strives to ensure accessibility currently and as new technologies emerge. The division welcomes questions and feedback on the site’s accessibility at each development phase. By clicking on “Contact” at the upper right of the main webpage, all users are able to “Help Resolve a Concern,” “Share a Story,” “Provide Feedback,” and “Ask a Question.” Additionally, the Contact Us page provides direct email access to HCS Webmaster Vickie Carper, vcarper@hampton.k12.va.us.
DEFINITION
HCS’s computer systems and networks include all of the computer hardware, operating system software, application software, stored text, data files, electronic mail (email), local databases, externally accessed databases, CD-ROM, optical media, clip art, digital images, digitized information, communications technologies, and new available technologies.
Please note that some pages on the HCS website contain links to third-party sites. HCS is not responsible for the content, facts, opinions or accessibility of third-party sites.
HCS WEBMASTER AND ACCESSIBILITY
The majority of pages in our site are available in HTML format that can be deciphered by screen readers. Some documents are in Portable Document Format (PDF), which require Adobe Acrobat Reader to view.
Also, many popular browsers contain built-in accessibility tools, and there are other plug-ins that make websites more accessible.
The HCS website is designed and monitored by HCS Webmaster Vickie Carper, who serves as the gatekeeper for website content and accessibility. The Webmaster is under the direction of the Executive Director of Public Relations and Marketing, supervised by the Director of Graphics.
Web visitors using assistive technology who may have trouble accessing information on the website may contact the HCS Webmaster, vcarper@hampton.k12.va.us., the Executive Director of Public Relations and Marketing, kgoral@hampton.k12.va.us and/or the Director of Graphics, mhouser@hampton.k12.va.us.
When submitting a question or concern via email, “accessibility” should be included in the subject line. Every reasonable attempt will be made to address the user’s concern within twenty-four hours. To assist HCS in responding appropriately, all inquiries should include the following information:
SELF-MONITORING
HCS monitors all technology resource activity and requires all employees, students and individuals with access to HCS computer systems and networks to annually read and sign an Acceptable Use Policy. See School Board Policy IIBEA for Students; School Board Policy GBBB for Employees.
Our continuing goal is for the HCS website to be accessible to individuals with disabilities in compliance with the requirements of Section 504 of the Rehabilitation Act of 1973 and that statute's implementing regulations at 34 C.F.R. Part 104, and Title II of the Americans with Disabilities Act of 1990 and that statute's implementing regulations at 28 C.F.R. Part 35.
Good faith efforts are being made to ensure that our website complies with web accessibility standards. In addition to the federal regulations above, we are actively working to conform to level AA of the World Wide Web Consortium (W3C) Web Content Accessibility Guidelines (WCAG) 2.0.
Prior to posting new website content, the HCS Webmaster determines if the proposed content meets the criteria of the World Wide Web Consortium (W3C). Periodically the HCS Webmaster checks the website with a recognized website checker such as 508 Checker and WAVE. If the audit identifies issues of concern or content errors that impede accessibility to any user, the concerns/errors are evaluated and remedied within a six-week period.
DISCLAIMER
HCS’s website and computer systems and networks are provided on an “as available” basis. HCS makes no warranties, expressed or implied, without limitation, regarding the fitness for a particular purpose regarding any service provided by the system and any information contained or software used therein. The division uses hardware and software provided by third-party technology vendors. Therefore, the division does not warrant that the functions or services performed by, or that the information or software on the system, will meet the user’s requirements.