6 destroy or delete school records except as authorized by the Retention Schedule or by the Chief Financial Officer . Employment of Relatives When HCCSC employs relatives or spouses, neither relative nor spouse will have a direct supervisor or administrative relationship with the other. No relative will be shown preference for employment. Any undue influence will automatically eliminate consideration in either a temporary or a permanent position. The Administrator/Supervisor of the potential employee will not be part of the interview or decision- making process. Whenever possible, it is the belief of the school corporation that relatives or spouses should not be assigned to the same building. Vacancies As vacancies become known, they shall be posted in each HCCSC location. Employees should apply for the position online through the Region 8 Education Service Center website at r8esc.k12.in.us . Whenever practical and when in the best interest of HCCSC, current employees will be given first consideration for vacancies and promotions. Promotion is voluntary and is generally based on demonstrated individual performance, skill level, and po tential. Worker’s Compensation HCCSC is required to provide for payment of benefits under the Worker’s Compensation Act of the State of Indiana. If an employee is inj ured while at work, they must report the injury immediately to their supervisor and complete an accident report . The accident report must be forwarded to the Human Resources Department within 24 hours of the incident. Employees must use the physician provided by HCCSC for worker’s compensation treatment. If an employee uses their personal physician, the treatment may not be covered under worker’s compensation benefits. Any appointments for worker’s compensation injuries should be m ade during the employee’s regularly scheduled work hours. Worker’s compensation benefits are paid to an employee who is injured and absent from work for an extended period of time after completion of a state -mandated waiting period. Jury Duty When an employee is directed to appear for jury duty during the regularly scheduled workday, HCCSC shall pay the employee’s full salary, and that employee shall pay the school corporation any daily remuneration granted by the court; reimbursement for incur red expenses (i.e. mileage) shall not be considered as daily remuneration. Any employee serving on jury duty who is released by the court from serving is required to return to work upon their dismissal if the dismissal time is within the regularly scheduled workday. If HCCSC is not reimbursed the daily remuneration granted by the court within thirty ( 30) days by the employee , the day (s) wages will be deducted from either personal or vacation day(s) or that day(s) wages as an overpayment on the next scheduled pay date(s) after a two (2) week written notice is provided to the employee. The amount deducted for overpayment in any given paycheck shall not exceed the lesser of 25% of the employee’s disposable earnings for that week or the amount by which the em ployee’s disposable earnings for that week exceed thirty (30) times the federal minimum hourly wage in effect at the time the earnings are payable.