Human Resources

Our district offers a range of health and wellness benefits, including medical, dental, and vision coverage. We partner with leading insurance providers to offer our employees the best options available. In addition, we also offer supplemental insurance which provides resources and support to help our employees maintain a healthy lifestyle.

Macon R-1 Offers:

• Medical with prescription benefits
• Dental
• Vision
• Health Savings Account (HSA)
• Life Insurance
• Disability Insurance
• Employee Assistance Program (EAP)
• Additional Supplemental Benefits Available

2025-2026 Macon County R-1 School District Employee Benefits Guide

We know how important it is to plan for retirement, and we want to help our employees do just that. Our district offers a generous retirement plan and other investment options.

Macon County R-1 School District contributes to the Public School Retirement System of Missouri (PSRS) and to the Public Education Employee Retirement System (PEERS), formerly known as Non-Teacher School Employee Retirement of Missouri (NTRS), cost-sharing multiple-employer defined benefit pension plans.

PSRS / PEERS website

These plans provide retirement and disability to employees and death benefits to members and beneficiaries.

Beneficiary Designation - If an employee’s death occurs before retirement, any amounts due will be paid in accordance with the employee’s last beneficiary designation. It is important that the employee keeps their listing current to ensure distribution of account funds as circumstances change, such as marriage, divorce, a child’s birth or attainment of adulthood, death of a previously named beneficiary, etc.

Employees are required to keep beneficiaries up-to-date with DESE.

See below for beneficiary change forms:

FORMS:

• Non-Teacher Retirement Beneficiary Change Form
• Teacher Retirement Beneficiary Change Form

We are committed to supporting the growth and development of our employees. We offer professional development opportunities, including workshops, training sessions, and conferences. We also encourage our employees to pursue advanced degrees and certifications.

Mentoring:  The Macon County R-1 School District offers new teachers a strong support system which includes mentoring.

In addition, we also offer a competitive salary, opportunities for advancement, and a supportive work environment. We believe in investing in our staff and providing them with the resources they need to succeed.

Employees are required to report all injuries and incidents that occur while on the job immediately to their supervisor, Jennifer Gordon and Sandra Boling.

An employee severely injured on the job and requiring immediate medical attention must go to Total Family Health Care Clinic, a Division of Samaritan Hospital, 1201 N. Rutherford Street, Macon, MO 63552.  The District does not pay for claims for any other provider.

Report all injuries to the following contacts:

• Jennifer Gordon, Nurse at 385.2118
• Sandra Boling, WC Specialist at 385.5719

Reporting Employee Injuries/Accidents Form

Onboarding information and your new hire checklist will be issued electronically through our Records system.  Once all forms and required documentation has been submitted and recieved, you will recieve confirmation.

The following forms and documentation listed will be required when completing our Electronic Onboarding process.  Please have documentation available to upload for your convenience.

• A Completed Missouri Automated Criminal History System (MACHS) Background/Fingerprint - A prepayment coupon will be issued to the new hire for payment.  Cleared results required for employment.  Please retain your payment receipt and upload it as part of your documentation.  
• AUP Form - Acceptable Use Policy Agreement - Appropriate Technology Behavior
• Direct Deposit Form - Required to recieve pay.  Please uploaded a voided check or Bank Institution confirmation acknowledgement.
• Employee Information Form - Demographic Information
• I-9 Verification Form - Employment Eligibility Verification - You will need to upload a copy of your Driver's Licence AND Social Security Card OR a valid Passport.
• Family Care Safety Registry - Worker Registration Form
• Form W4 - Federal Withholding
• Form W4 - State Withholding
• Verification of Previous Employment

 

WHAT IS FMLA?

The Family Medical Act of 1993 (FMLA) is a federal law that provides unpaid, job protected leave to eligible employees, both male and female; in order to care for their families or themselves for specified family and medical conditions. Unpaid leave will be granted for any of the following reasons:

• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son or daughter, or parent who has a serious health condition; or
• For a serious health condition that makes the employee unable to perform the employee’s job

FMLA was amended in 2008 and now permits a spouse, son, daughter, parent or next of kin to take up to 26 workweeks of leave to care for a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.

WHO IS ELIGIBLE TO TAKE FMLA?

To be eligible, an employee must have worked for Macon County R-1 for at least 12 months AND at least 1,250 hours within a 12-month period before the leave begins.

HOW DO I TAKE FMLA LEAVE?

First, complete a Request for Extended Leave Form

You also will need to print and complete a "Certification of Health Care Provider" that needs to be filled out by your doctor regarding your illness and the need for leave:

• Employee's Serious Health Condition
• Family Members Serious Health Condition

*If you are in the Military and going on active duty, a copy of your official orders will be sufficient when you fill out the “Request for Extended Leave”.
 

DO I NEED A DOCTOR’S NOTE WHILE ON FMLA?

You are required to produce medical certification to support a request for leave due to a serious health condition. This must be received by Human Resources within 15 days of the start of such leave.

WHAT IS THE DIFFERENCE BETWEEN SICK LEAVE, PERSONAL LEAVE, EXTENDED LEAVE, WORKERS COMP AND LEAVE WITHOUT PAY?

Sick Leave: Time that you have earned to be used for illness
Personal Leave: Time that you request for personal reasons
Extended Leave: Any leave in excess of 10 consecutive days
Worker’s Compensation: Time off due to injury which occurred at the workplace
Leave Without Pay: Approved, unpaid time off
Absent Without Authority: Unapproved, unpaid time off

DO I HAVE TO REQUEST FMLA?

You should always ask if you are eligible.

ARE FAMILY MEMBERS COVERED BY FMLA?

Please refer to answer number 1.

HOW MUCH TIME CAN I TAKE OFF?

You may take a maximum of 12 weeks. If a husband and wife both work for Macon County R-1, the combined leave shall not exceed the 12 week period when the leave is taken for the birth or placement of a child or to care for a parent with a serious health condition. 

DO I GET PAID WHILE ON FMLA?

The School Board will pay any accrued sick and/or vacation time (if appropriate) until your time is used up. When the accrued time is gone, the duration of FMLA will be non-paid.

DO I GET TO KEEP MY BENEFITS WHILE ON FMLA?

Yes, but you must continue to pay your portion of the premiums. The School Board will continue to pay the Board’s share of your premiums.

WHO PAYS MY PORTION OF MY BENEFITS WHILE I’M ON FMLA?

You do.

IF I ONLY WORK 9/10 MONTHS A YEAR, HOW DOES THE SUMMER AFFECT MY FMLA LEAVE?

The summer is not part of your contract/work agreement, so it does not count toward your FMLA.

DO I HAVE TO TAKE ALL 12 WEEKS AT THE SAME TIME?

Employees may not take intermittent or reduced leave in the case of the birth or placement of a child, unless the Superintendent or designee agrees. In the case of serious health conditions, leave may be taken intermittently or on a reduced leave schedule when medically necessary. Employees are expected to make a reasonable effort to schedule intermittent leave so that it does not disrupt the operation of the school system or assigned location.

DOES MY EMPLOYER HAVE TO GIVE ME MY SAME JOB BACK WHEN I RETURN?

Upon return from FMLA you will resume your original position, or have an equivalent job with equivalent pay, benefits, and other terms and conditions of employment.

HOW MANY TIMES CAN I TAKE FMLA?

The maximum amount of time you may take is 12 weeks in a 12 month period. The 12 month period shall be a rolling twelve (12) month period measured backward from the date an employee uses any FMLA leave.

DO I LOSE MY SENIORITY BY TAKING FMLA?

No. The use of FMLA cannot result in the loss of any employment benefit (seniority, experience, etc.) that accrued prior to the start of the employee’s leave,

DO I HAVE TO USE MY SICK DAYS BEFORE I GO ON FMLA?

If you have accumulated sick leave available, it must be used when you go on FMLA. The exceptions to this are in the case of maternity or the adoption of a child.

DO HOLIDAYS AND WHEN SCHOOL IS NOT IN SESSION COUNT TOWARD MY 12 WEEKS?

No.

WHAT HAPPENS IF I DON’T RETURN AFTER FMLA?

Employees who do not return to work upon expiration of a leave will be treated as having voluntarily terminated their employment. Every effort will be made to determine the employee’s status, however, when no contact or notification is made, disciplinary action will be taken.

WHAT HAPPENS IF I EXTEND MY LEAVE ONCE FMLA STOPS?

You may request an extended leave for Personal Illness after a FMLA. An extension will only be approved due to extenuating circumstances and can be denied by administration. At the time of an approved non FMLA extended leave you will be given the opportunity to continue health benefits by paying the entire premium due. You cannot work at a job for pay while on extended leave from the District.

DO I HAVE TO GO ON EXTENDED LEAVE IF I HAVE SICK LEAVE?

The paperwork needs to be submitted if you are going to be absent in excess of 10 consecutive days so our District can properly be staffed to accommodate our students and ensure their proper well-being.

WHERE CAN I FIND OUT MORE ABOUT FMLA?

Visit the website US Department of Labor The Family and Medical Leave Act (FMLA).

 

What is COBRA Coverage? 

COBRA coverage is a continuation of Plan coverage when it would otherwise end because of a life event.  This is also called a “Qualifying Event”.  Specific Qualifying Events may be:

• Your hours of employment are reduced
• Your employment ends for any reason other than your gross misconduct

Or, if you are a spouse of a Macon County R-1 School District employee you may become eligible for COBRA continuation when: 

• Your spouse dies;
• Your spouse’s hours of employment are reduced;
• Your spouse’s employment ends for any reason other than his or her gross misconduct; or
• You become divorced or legally separated from your spouse.  Also, if your spouse (the employee) reduces or eliminates your group health coverage in anticipation of a divorce or legal separation and a divorce or legal separation later occurs, then the divorce or legal separation may be considered a Qualifying Event for you even though your coverage was reduced or eliminated before the divorce or separation.

Dependents of a MCR1 employee may also be eligible for continuation coverage when a qualifying event occurs such as: 

• The parent-employee dies;
• The parent-employee’s hours of employment are reduced;
• The parent-employee’s employment ends for any reason other than his or her gross misconduct; or
• The child stops being eligible for coverage under the Plan as a “dependent child.”

After a Qualifying Event occurs and any required notice of that event is properly provided to the Plan, COBRA coverage must be offered to each person losing Plan coverage who is a “Qualified Beneficiary.”  You, your spouse, and your dependent children could become Qualified Beneficiaries and would be entitled to elect COBRA if coverage under the Plan is lost because of the Qualifying Event.  (Certain newborns, newly adopted children, and alternate recipients under QMCSOs may also be Qualified Beneficiaries).  Under the Plan, Qualified Beneficiaries who elect COBRA must pay for COBRA coverage.

Initial Notice of COBRA Continuation Coverage Rights

Loss of Coverage

The right to COBRA coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA).  COBRA coverage can become available to you, your spouse and dependent children when coverage under the Plan would otherwise end.  For more information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description.