New Hanover County Schools
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Transportation Department


This handbook is intended to be a guide for transportation employees regarding the guidelines and procedures used by the New Hanover County Schools. It is not a contract of employment. The New Hanover County School ’s Transportation Dept. reserves the right to unilaterally change, terminate and/or make exceptions to the guidelines and procedures in this handbook at any time at its sole discretion to the extent permitted by law. Nothing in this handbook grants employment rights beyond that which is granted by state law. In the event any guidelines and/or procedures in this handbook are found to conflict with Board or State Policy, then Board or State Policy will apply.

This handbook should not be considered an agreement, a contract of employment, either express or implied, or a promise of treatment in any particular manner in any given situation. Nothing in this handbook is intended to create an employment contract.

New Hanover County Schools' employees, other than employees covered by North Carolina General Statute 115C-325, or employees who have specific employment contracts, are all recognized as employees at will. This means the employee or New Hanover County Schools has the right to terminate the employment relationship at any time, with or without reason. This school system recognizes the employment –at-will doctrine thereby enabling the school system to demote, suspend with or without pay, transfer, establish the terms of work, and reduce or increase the pay of all employees deemed to be at will.

This handbook supersedes all prior handbooks.

This handbook applies to all transportation employees regardless of dates of hire.


New Hanover County Schools does not discriminate nor make any decision concerning employment, promotion, discharge, pay, providing of fringe benefits, or any other aspect of employment based on an individual’s race, religion, color, national origin, gender, age, or disability. A conscientious effort will be made by all supervisory personnel to prohibit discrimination against any individual in employment practices/procedures, including sexual harassment, and to reasonably accommodate employees and applicants with disabilities. The administration will take appropriate action to ensure that all personnel transactions are implemented in a fair and impartial manner.