403(b) Omni & TSACG Compliance Services

Learn more about our 403(b) and specific investment providers available to you.  Access employer specific forms and information, including the Salary Reduction Agreement, 403(b) Meaningful Notice and the Plan Participation Guide.  For questions about 403(b), please contact Marie Waldron, Benefits Specialist at mwaldron@henry.k12.va.us or (276) 634-4715.

2022 403(b) Annual Meaningful Notice

To Change Your Physical or Mailing Address:

If you need to update your address, please log in to your Employee Self Service account (www.henrycountyva.gov/paycheck) to make any necessary changes.

If you have questions or need help logging in, please contact the human resources department at (276) 634-4775.

Colonial Life

Henry County Public Schools works with third-party benefit provider, Pierce Group Benefits (PGB).  PGB offers a variety of supplemental benefits such as cancer, medical bridge, accident, disability, critical care, and life insurance (whole and term life) benefits through Colonial Life Benefits.  The link  above is directly to the Colonial Life Benefit page where eligible employees may file doctor and wellness claims online.  For questions about benefits, please contact Marie Waldron, Benefits Specialist at mwaldron@henry.k12.va.us or (276) 634-4715.

Henry County Public Schools Dress Standard - Staff

It is the desire of Henry County Public Schools to establish a learning and working environment free from unnecessary risks and distractions where all students and staff are able to achieve at their highest potential. The personal appearance of every student is an important component of establishing an environment for optimal learning and respect for one another. Staff serve as role models for students of the school division and, therefore, hold a higher standard for establishing and maintaining such an environment.

As our division strives to provide a safe, supportive, positive environment where both staff and students feel comfortable and encouraged to grow and succeed, staff members may wear semi-casual attire, but they must maintain a professional appearance while doing so. 

In support of these expectations, all staff attire must meet and/or exceed the expectations of the student dress standard. Administration will expect the following dress standard for all staff in addition to the student dress standard:

• All clothing (tops or bottoms) should appropriately cover the body and should not reveal undergarments or inappropriate body parts, including private areas, cleavage and midriffs. 

• Clothing should not make colleagues uncomfortable or offended. It should not include slogans or images that could cause offense regarding subjects such as religion, sexuality, politics, age, ethnicity, disability, or gender identity.

• *Jeans may be worn but should be neat and free from holes or distress marks and accompanied by appropriately professional tops and shoes.

• Tight fitting pants, including leggings and jeggings, may be worn, as long as the top extends to the length of extended finger tips or beyond.

• Dresses and skirts should extend to the length of extended finger tips or beyond.

• All clothing should fit appropriately and not too tightly.

• Tennis shoes and flip flops may be worn as long as they are neat, clean, and appropriately professional.

• Head coverings may not be worn inside unless the staff member has received approval for a religious or medical accommodation.

*There will likely be days that administrators will ask staff not to wear jeans (Back to School Night, special events, and/or when parents or visitors are expected in the building, for example).

T-shirts (non-school or HCPS), hoodies, sweatshirts, sweatpants, yoga pants, sports clothing, overalls, and shorts are not professional attire and may be worn only as described below:

• Staff members are encouraged to participate to promote school spirit for special events sponsored by administration, but clothing should still meet or exceed the student dress standard on those occasions.

• Teachers who coach but are not physical education teachers should dress as teachers. If physical education teachers dress in sports clothes, then they should be observed leading activities necessitating such clothing.

This dress standard is not an exhaustive list. At all times, the totality of the outfit must be professional. Staff not adhering to these expectations will be addressed and may be asked to change into appropriate attire.

Staff are expected to demonstrate professionalism, courtesy and respect for the school community and to consider their impression upon students and parents when deciding what to wear. Any questions regarding staff dress should be directed to school or central office administration.

Please use the following link to view the most recent update to the Earned Income Tax Credit:

https://www.irs.gov/pub/irs-pdf/p962esp.pdf (English and Spanish)

Carilion Employee Assistance Program (EAP) is a voluntary, confidential service providing professional counseling and referral services designed to help you with your personal, job or family problems.  Its purpose is to help employees and their families identify, resolve, and gain control over personal problems that may be interfering with work and daily life.  If you  need help or have questions, you can contact Carilion EAP at 1-800-992-1931 (choose Option 2).  They will help you make an appointment or get connected to a counselor in your area.  For questions regarding EAP, please contact Tanya Verlik, HR Coordinator at tverlik@henry.k12.va.us or (276) 634-4706.

Pierce Group Benefits is the the third-party provider for HCPS employee benefits, including health, dental, vision and all supplemental benefits.  Employees may visit this site to review your Plan Year Booklet, learn more about your benefits, find claim forms, plan certificates and all plan documents.  Employees with a Flexible Spending Account (FSA) may also check their FSA Balance.  For questions about benefits, please contact Marie Waldron, Benefits Specialist at mwaldron@henry.k12.va.us or (276) 634-4715.

Eligible employees receive paid leave based upon type of employment and length of contract. Requests for discretionary leave should be submitted at least two weeks in advance.  This notice does not apply to sick leave, however, employees are requested to give advance notice of sick leave if practical so substitutes can be secured.  Employees should visit Regulations for Absence from Work (GCBD-R) to review the full HCPS School Board Policies and Regulations for further details and requirements.

Sick Leave

• 10-Month Full-Time Employees receive a maximum of ten (10) days sick leave per year.
• 11-Month Full-Time Employees receive a maximum of 11 days of sick leave per year.
• 12-Month Full-Time Employees receive a maximum of 12 days of sick leave per year.
• Bus Drivers
  • Employed prior to July 1, 1990 receive five (5) days of sick leave per year.
  • Employed after July 1, 1990 do not earn sick leave.
• Cafeteria workers are provided one workday per month of sick leave based upon the number of work hours for which they are employed daily.

Sick leave may be taken in increments of full days or half-days and is allowed for personal illness or illness in the immediate family as defined by GCBD-R.   Sick leave terminates upon resignation.  Retirees will be paid for accumulated sick leave at a rate of 25% of the daily salary during the employee's last year of employment.

*Vacation, Personal or Personal 60/40 days cannot be changed to sick leave unless:

• The employee has submitted a physician's note covering the absence.
• The human resources department approved the change.
• The change can be implemented prior to the payroll deadline for that month.

Bereavement Leave

Bereavement leave is available to all full-time employees on at least a 10-month contract.  Bereavement leave is up to three (3) days per occurrence annually without loss of pay.  It is not cumulative and must be used for the death of an immediate family member as defined in GCBD-R.  If the death occurs when school is not in session, and the funeral services and arrangements have already been handled, bereavement days are not awarded when school resumes.

Extended Leave

Full-time employees with at least three (3) consecutive years of service, who are in good standing and who have been recommended for reappointment for the following school year, may be eligible for an extended leave of absence.  Requests for extended leave must be made in writing to the Superintendent prior to April 1 for the following school year.  Extended leave of absence may be granted by the Superintendent for reasons such as personal illness, illness in family, travel, and education.  Extended leaves are not automatically granted and may not be granted for more than one (1) school year.

Persons who wish to return to employment with HCPS after an extended leave of absence must make their request, in writing, to the Superintendent as soon as ready to return to work or no later than March 1 of the year during which leave was taken.  These persons will be given first consideration for employment in the field(s) of endorsement (licensed) or job classification (classified).  If the person has not notified the Superintendent of their desire for employment by March 1, or if the person has been offered a position and refused that position, or there is no position in the area(s) of endorsement(s) or job classification by August 1 of the following school year, then HCPS shall consider their obligation for first consideration for employment to have been fulfilled.

Personal Leave

Full-time employees receive one personal day per year to use for personal reasons, cumulative up to three (3) days.  Full-time employees are also provided five (5) additional personal days per year at a rate of forty percent (40%) of their daily compensation (personal 60/40 day).  These additional days are not cumulative.

All requests for personal leave and personal 60/40 days should be submitted at least two weeks in advance and should be planned so that it does not cause a significant disruption to student instruction.

Exceptions:

• Cannot be used the day before or the day after a scheduled holiday.
• Will not be approved if a substitute cannot be secured OR if the employee's supervisor feels the absence will negatively affect the welfare and safety of the school or division.
• Will not be approved for required professional development days, unless extenuating circumstances exist.  Extenuating circumstances must be provided, in writing, for consideration by the employee's supervisor only if the professional development can be made up after school hours or on a non-school day.
• Employees are not allowed to use three (3) or more consecutive personal days and/or personal 60/40 days, unless extenuating circumstances exist.  Extenuating circumstances must be provided in writing for supervisory consideration.

Travel should not be planned before leave is approved by both the principal/supervisor and the human resources department.  HCPS is not responsible for cancellation expenses incurred as a result of travel scheduled prior to receiving approval of leave.

Vacation

Full-time, regular 12-month employees are eligible to receive vacation leave based upon creditable service under Virginia Retirement System (VRS).

• Less than five (5) years of creditable VRS service = 10 days
• 5-15 years of VRS creditable service = 15 days
• 15 or more years of VRS creditable service = 20 days

Days are earned based upon the HCPS fiscal year (July 1- June 30).  Employees who earn vacation days may carry forward no more than their annual leave accrual plus five (5) days. 

• Less than five (5) years of creditable VRS service = 15 days (max carryover)
• 5-15 years of VRS creditable service = 20 days (max carryover)
• 15 or more years of VRS creditable service = 25 days (max carryover)

Vacation days, up to max carryover limit, must be used prior to June 30.

12-Month employees working in school buildings are not permitted to use vacation leave when students are in attendance unless previously approved by the Superintendent.  Vacation should be used during the summer months and on days when students do not attend due to inclement weather or student holidays except those student holidays when teachers are scheduled to work.

Change of Name Form - Please complete this form to update your legal name on your employee records.  

Employee Self Service allows current and former employees to access pay stubs, update your W-4, view your available leave balance and update your address.  Employees who are having difficulty logging in may contact Amanda Stone, Recruitment and Technology Specialist at astone@henry.k12.va.us or (276) 634-4775.

Family and Medical Leave Act (FMLA) is available to employees who meet eligibility guidelines.  To be eligible for leave under this policy, the employee must have at least twelve (12) month of service with the school division and have worked at least 1250 hours according to the Fair Labor Standards Act in the twelve (12) months preceding the commencement of the leave.  

To review the full FMLA policy, visit HCPS Board Docs:  Family and Medical Leave (GCBE).

HCPS Year:  A rolling 12-month period measured backward from the date an employee uses FMLA leave.

Any eligible employee is entitled to leave for a combined total of twelve (12) weeks per year for the following situations:

1. The birth and care of a newborn child;
2. The adoption or foster placement of a child;
3. To care for an employee's spouse, parent, or child with a serious health condition;
4. Because of a serious health condition that makes the employee unable to perform the essential functions of the employee's job; and
5. Because of any qualifying exigency as defined in Department of Labor regulations, arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the Armed Forces.

However, an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember is entitled to a total of 26 workweeks of leave per year to care for the servicemember within a single year

Employees entitled to compensated leave under other policies are required to use available paid leave concurrently with FMLA leave.  Otherwise, FMLA is unpaid.  When paid leave is available, the employee must satisfy any procedural requirements of the division's paid leave policy.

Employees must report their status and intention regarding returning to work at least every four (4) weeks to either the HR Department or their administrator.

Please contact Kim Roher, Leave Specialist at (276) 634-4577 or kroher@henry.k12.va.us for questions or to obtain an FMLA packet using the eFMLA system.

Frontline (formerly known as Aesop) is the absence and substitute management system used by HCPS for applicable employees to enter upcoming absences and request substitute coverage.  Substitutes utilize this system to accept assignments.  If you have questions about Frontline, please contact Kim Roher, Leave Specialist at kroher@henry.k12.va.us or (276) 634-4577.

HCPS School Board Policies and Regulations

This link will take you to the public site for the Henry County Public Schools Board Docs to view all policies and regulations.  Most human resources related policies and regulations will be found under G.  Personnel.  For questions regarding human resources related School Board policies, please contact Tanya Verlik, HR Coordinator at tverlik@henry.k12.va.us or (276) 634-4706 or Christy Landon, Director of Human Resources at clandon@henry.k12.va.us or (276) 634-4708.

This plan describes the implementation of mandatory health and safety requirements established by the Virginia Department of Labor and Industry, Governor Northam's COVID-19 Executive Order and subsequent Addendum as well as guidelines from the Centers for Disease Control.

To review the full plan, please visit HCPS Infectious Disease Preparedness and Response Plan (rev. March 2021).

If you need to request a replacement HCPS ID badge or key fob, please contact Human Resources.

PLEASE NOTE: If your badge/key fob has been lost or stolen, there is a $5.00 replacement fee each. Broken badges/fobs due to normal wear and tear will not require a replacement fee. 

National Board for Professional Teaching Standards provides information on how to become a national board-certified teacher.  For more information, please contact Wendy Philpott, Licensure Specialist at wendy.philpott@henry.k12.va.us or (276) 634-4707.

Employees must report all work-related illnesses or injuries to Company Nurse immediately.  Injured employees should:

1. Notify your supervisor.  In case of life-or-limb threatening injury, dial 9-1-1.
2. Supervisor/Injured Worker immediately calls the Company Nurse Injury Hotline at 1-888-770-0925.
3. Company Nurse gathers information over the phone and helps the injured worker access appropriate medical treatment.  

Search Code:  V046B

Principal should also submit the HCPS Accident Investigation Report.

2023-2024 Salary Scales

2022-2023 Salary Scales

2021-2022 Salary Scales

2020-2021 Salary Scales

All Virginia Retirement System Hybrid Retirement Plan members are automatically enrolled in the VACORP Hybrid Disability Plan offered by Anthem Life Insurance Company (AnthemLife).  To learn more about your available short- and long-term disability benefits, visit VACORP Hybrid Disability.

For questions related to Hybrid Disability claims or for more information on filing a claim, please contact Kim Roher, Leave Specialist at (276) 634-4577 or kroher@henry.k12.va.us.

 Licensed Staff Sick Leave Bank

The Henry County School Board has established a sick leave bank for full-time licensed employees to be used when the licensed employee, or any immediate family member for whom the employee is primary caregiver, is incapacitated by long term illness or injury. This sick leave bank will be maintained as long as at least one-third (1/3) of the eligible members agree to participate in accordance with the provisions of this policy. Participation will be voluntary.

Purpose

The sick leave bank of the Henry County Schools has been established to provide fulltime licensed employees with access to additional sick leave days beyond those personally accumulated in the event of extended illness because of incapacitation or disability of the employee or any immediate family member for whom the employee is the primary caregiver.

Procedure

1.  Employees may enroll within the first thirty (30) contract days of initial employment or thirty (30) contract days after reemployment by completing an application and donating a minimum of two (2) days of sick leave.

2.  Members of the sick leave bank will be assessed one (1) additional day at such time as the bank is depleted to 150 days. Membership will be continuous unless the employee informs the Human Resources Office in writing of the intent to withdraw. Members will have ten (10) working days after notification of an assessment to withdraw without forfeiting that day. Members who have no sick leave to contribute at the time of assessment will be assessed this day by October 1 of the following year.

3.  Upon termination of employment with the Henry County Schools or withdrawal from membership in the bank, a participating employee will not be permitted to withdraw days contributed.

4.  An employee who does not enroll when first eligible may do so between any subsequent June 1 to September 30 period by making application and providing a doctor’s written statement of good health to the Henry County School Board.

5.  The sick leave bank may be used by the contributing member for his or her own illness or disability and may be used for illness of other members of the contributor’s immediate family.

6.  A member of the bank shall not be permitted to withdraw days from the sick leave bank until all of the member’s sick and personal leave are depleted.

7.  The first thirty (30) consecutive contract days of absence due to illness or disability will not be covered by the bank, but must be covered by the unit member’s own accumulated leave or leave without pay. A maximum of forty-five work days each school year can be drawn by any one member.

8.  Members applying for sick leave bank benefits will be required to present a physician’s certificate stating the nature of the illness and approximate number of days the employee will be absent.

9.  Only sick leave may be contributed to the leave bank.

10.  Members utilizing sick leave days from the sick leave bank will not have to replace these days, except as a regular contributing member to the bank. If an employee does not return to work at the end of the use of the sick leave bank, the school system administration reserves the right to obtain a refund of all monies paid as a result of days used from the sick leave bank.

Reimbursement will not be sought for individuals who do not return to work because of medical problems or death.

11.  The sick leave bank will be administered by the Sick Leave Bank Advisory Board. The advisory board participating members, shall consist of: one (1) central office supervisor, one (1) elementary teacher, one (1) secondary teacher, one (1) elementary principal, one (1) secondary principal, one (1) HCEA representative and the superintendent or his/her designee. The board will be responsible for recommendations regarding the levels of the bank and for approving requests for use of the bank by the participating members. The School Board will appoint the advisory board members with the exception of the HCEA representative. The members shall serve two-year terms beginning with the first day of the School Board’s fiscal year.

Forms:

Sick Leave Bank Application (Initial application to join the Sick Leave Bank.)

Sick Leave Bank - Physician's Statement (This completed certificate is required before a member may use his/her sick leave bank entitlement.)

Sick Leave Bank - Withdrawal Request (Form for participating members to request withdrawal of sick leave bank days.)

TalentEd Link

Employees may access all TalentEd Products (by PowerSchool) with one single sign-on!  To switch between TalentEd products, click on the grid in the top right corner and choose your product.  TalentEd Applicant Tracking is utilized by administrators to review applications and post available positions.  TalentEd Records is your electronic personnel file where employees complete all onboarding, annual acknowledgements and sign contracts.  TalentEd Perform is used for all performance evaluations.  Employees who are having difficulty logging in may contact Amanda Stone, Recruitment and Technology Specialist at astone@henry.k12.va.us (276) 634-4775.

HCPS Teacher Performance Evaluation System Handbook (TPES) is intended to optimize student learning and growth; improve the quality of instruction by ensuring accountability for classroom performance and teacher effectiveness; contribute to successful achievement of goals and objectives defined in the vision, mission, and goals of Henry County Public Schools, provide a basis for instructional improvement through productive teacher performance appraisal and professional growth; and, implement a performance evaluation system that promotes collaboration between the teacher and evaluator and promotes self-growth, instructional effectiveness, and improvement of overall job performance.

Title IX Compliance Guidelines

Access the full HCPS Title IX Compliance Guidelines maintaining an educational environment and workplace that is free from discrimination and harassment.  This link contains contact information and training modules.  For questions regarding Title IX Compliance, please contact Dr. David Scott, Title IX Coordinator at dscott@henry.k12.va.us or (276) 634-4741.

Unified Talent (Professional Learning) is the digital platform used by HCPS to capture recertification points for license renewal.  Teachers are expected to add all recertification points that meet the standards provided by the Virginia Department of Education.  To view recertification standards, teachers may view the Virginia Licensure Renewal Manual located on the Virginia Department of Education website.

Vector Training: K-12 Edition (formerly known as SafeSchools) is used by all employees to complete annual training.

Virginia Department of Education (VDOE) is an excellent resource for employees to learn more about initial licensure, becoming a career switcher, licensure renewal, and much more.

Virginia Retirement System (VRS) provides education and counseling for all VRS members (Plan 1, Plan 2 and Hybrid).  Set up your myVRS account to view your Member Benefit Profile, review your financial wellness, get the most up-to-date news and information and take control of your retirement!  Employees and retirees may update beneficiaries and even apply for retirement online.