Employee Guide to Benefits

To receive more information on Employee Support Center, please call (336) 433-7191 or e-mail
employeesupport@gcsnc.com.

If you are affected by a reduction in force (RIF), you may have many questions about how your employee benefits will be affected. The information presented in this guide is intended to provide an overview of these benefits and entitlements. The information is general in nature and cannot cover every situation. It may not be applicable to every GCS employee. If you need more specific information, please contact the Human Resources Benefits Office at 370-8348.

Employee Assistance Plan
Full- and part-time employees working  four or more hours per day are eligible to receive a cumulative total of five free visits per fiscal year for confidential short-term counseling services for help in resolving personal and family problems. Immediate family members can be included in the five free visits per fiscal year. Employees can call the provider, Cornerstone Psychological Services at (336)540-9400. Please identify yourself as an employee of Guilford County Schools. Cornerstone Psychological Services is located at 2711-A Pinedale Road, Greensboro, NC 27408. You can also visit their Web site at www.CornerstoneHelps.com.  Employees who retire or are terminated are eligible for services for a period of six months provided the contact remains active with Cornerstone Psychological Services during this six month period, or the end of the contract year, during which they separate from employment, whichever is longer.

Annual Leave
Earned accumulated annual leave up to 30 days will be included in the employee’s final “payout”.  Days accumulated over 30 days will be transferred to the employee’s sick leave balance. For example, if an employee has accumulated 40 days of annual leave at the time of termination, 30 days will be paid directly to the employee in the final “payout” and 10 days will be transferred to the employee’s sick leave balance.

Bonus Annual Leave
Remaining bonus annual leave will be included in the employee’s final “payout”. No bonus annual leave will be transferred to sick leave.

Sick Leave
Earned accumulated sick leave will be “banked” for 60 months. If a former employee returns to work in a North Carolina school system (or another state agency that accepts our sick leave), as an eligible permanent full- or part-time employee within 60 months, the sick leave will be restored.  If a former employee has not returned to work in a North Carolina school system (or another State agency that accepts our sick leave), as an eligible permanent full-time or part-time employee within 60 months, the sick leave is lost.

Personal Leave
A teacher must be credited with all personal leave accumulated up to the time of reassignment or separation provided that the teacher is reinstated as an eligible permanent full-time or part-time teacher within 60 calendar months from the date of separation or reassignment. If a former employee has not returned to work in a North Carolina school system (or another state agency that accepts our personal leave), as an eligible permanent full- or part-time employee within 60 months, the personal leave is lost.

Health Insurance
An employee who loses his/her job as a result of a Reduction in Force will continue to have coverage under the State Health Plan up to 12 months, as long as the employee has 12 or more months of service and the employee was covered by  the State Health Plan at the time of separation from service. The employee coverage will continue, on a non-contributory basis (at the school system’s expense), for up to 12 months. An employee may continue coverage (at the employee’s expense) of eligible dependents during this 12-month period. The employee and any eligible dependents will remain on the employing unit’s billing statement while receiving RIF benefits. The employing unit is responsible for collecting and remitting any applicable premiums.

Term Life Insurance
An employee will be able to continue (port) the term life insurance or convert the coverage to another plan with some exceptions. If an employee is enrolled only in the $5000 coverage, you can convert to another plan; you cannot continue (port) the $5000 plan. If an employee has more than the $5000 coverage, you can continue (port) the same plan or convert to another plan.

Cafeteria Benefits
Cancer insurance, supplemental disability insurance, hospital indemnity insurance, and whole life insurance will end with the termination of employment. You will be able to direct pay cancer insurance, hospital indemnity insurance and whole life insurance.  You must be employed to continue supplemental disability insurance. Medical and Dependent Care Spending Accounts automatically cease with the termination of employment. The Medical Spending Account may be continued through the offer of COBRA but this does not apply to the Dependent Care Spending Account.

Pre-Paid Legal and Identity Theft Protection
These benefits will end with the termination of employment but may be continued through direct pay.

Dental and Vision Insurance
This coverage will be terminated but can continue through the offer of COBRA.

Retirement Benefits
Retirement contributions may remain in the Teachers’ and State Employees’ Retirement System.  Contributions may be withdrawn but penalty and taxes will be assessed. Removal of contributions may result in the forfeiture of a future pension and any other benefits for which you are eligible.

See frequently asked questions.