FRANKLIN ROAD ACADEMY PROVIDES A CHALLENGING EDUCATIONAL EXPERIENCE IN AN INCLUSIVE CHRISTIAN COMMUNITY WITH AN UNWAVERING COMMITMENT TO DEVELOP LEADERS OF INTEGRITY AND PURPOSE.
MISSION STATEMENT
Franklin Road Academy provides a challenging educational experience in an inclusive Christian community with an unwavering commitment to develop leaders of integrity and purpose.
We Will
• Inspire in our students a lifelong love of learning through a dynamic academic program which will prepare them for success in life;
• Encourage students to discover their passions through opportunities in academics, the arts, athletics, and servant leadership;
• Nurture leaders of integrity, guided by Christian principles, compelled to lead lives of compassionate global citizenship.
Cognia (formerly AdvancEd)
SAIS: Southern Association of Independent Schools
Purpose of this Handbook
This Handbook has been prepared to acquaint you with our School and to give you a ready reference to answer most of your questions regarding your employment with us. We are dedicated to offering an excellent employee relations program. We will do our best to maintain good working conditions, competitive wages and benefits, open communications, and employee involvement. We intend for this Handbook to offer two-way communication: what you can expect from us, and what we expect from you. However, the contents of this Handbook constitute only a summary of the employee benefits, personnel policies, and employment regulations in effect at the time of publication. This Handbook supersedes all previous handbooks, policies, and practices, which are in any way inconsistent with the contents of this Handbook. The School reserves the right to interpret the content of this Handbook. Finally, this Handbook should not be construed as creating any kind of "employment contract," since the School reserves the right to add, change or delete benefits and policies as it deems appropriate.
If you are employed under a contract with the School, you should refer to your contract regarding specific terms outlined therein concerning the duration of your employment. The provisions of this handbook supplement your duties and responsibilities to the School as outlined in your contract.
If you are not employed under a contract with the School, this handbook does not alter the “at-will” nature of your employment. You have the right to terminate your employment at any time, with or without cause or notice, and the School has the same right. Your status as an “at-will” employee may not be changed, except in writing, signed by the Head of School.
At the heart of the School is a culture defined by respect, integrity, curiosity, and leadership, as well as our commitment to the safety and health of employees and students. All members of the community must know and uphold the School’s values and strive to embody them in word and deed.
We, therefore, expect that all members of the community will:
• Respect other people and their privacy and property, both within and beyond the School.
• Treat all human beings with dignity, refraining from behavior that intimidates, insults, threatens, bullies, coerces, abuses, exploits, harasses, humiliates, or demeans, acting with tolerance, courtesy, and thoughtful regard.
• Have an open mind and heart to the views and experiences of others, creating space for all to belong and thrive.
• Support and promote a school climate that does not discriminate against any individual or group.
• Use words constructively, avoiding gossip and other inappropriate or unproductive sharing of information.
• Maintain high standards of honesty, avoiding deception, half-truths, & deliberately misleading words or behavior.
• Exemplify principles of responsibility and fairness in daily life.
• Observe safe behavior and report unsafe conditions or practices.
• Cultivate caring and compassion, seeking to serve others, both within and beyond the School.
Our School cultivates a school environment in which all members of the community feel valued and safe. Part of living our values includes every member’s responsibility to support a safe school environment by refraining from harmful and unsafe behavior and reporting such behavior when observed. In addition, we prohibit all boundary-crossing behavior between adults and students (as outlined in our Student/Adult Interaction and Communication Policy) and sexual misconduct (whether between students or adults and students). Adults are expected to identify and report suspicions of harassment, abuse, and sexual or other misconduct per the applicable policy and will not engage in such behavior themselves. In addition, School employees are mandated reporters of suspected abuse, neglect as specified by Tennessee law. The School has conducted and will continue to conduct training for adults and students on these important issues and employees should be aware that the School encourages all students and their parents to report any concern about boundary-crossing behavior, sexual misconduct, or any other situation that impacts the safety, health, or security of any member of our community to their Division Head or the Head of School. Therefore, if a parent reports such concerns you to, you must report those concerns to the Head of School, and if the concerns relate to child abuse, you must report such concerns per the School’s Child Abuse Reporting Obligations Policy.
All adults must model through both language and behavior the values and expectations we have as a school, being especially conscious of their actions at times and places when students can observe them. Students must be mindful of the power they have in various roles at school. They must use their roles constructively, always avoiding intimidation and abuse of authority. Older and returning students must take seriously the power of their example on younger and newer students, accepting the responsibility to model and transmit our School values. Employees should report any student behavior not consistent with these expectations to the Head of School.
These community standards apply to our words and behavior not only in personal interactions, but also in all forms of electronic media and communications.
All members of the community help others to develop a sense of belonging, encourage empathy and compassion, and promote an environment that is safe, kind, and inclusive. As members of this community, we acknowledge that our actions reflect not only on ourselves but also on the School as a whole and therefore strive to live in a way that is consistent with our values.
Full-time, 12-month employees are active employees who are normally scheduled to work 30 or more hours per week all year long. Full-time, 12-month employees are eligible for all the benefits outlined in the following pages.
Full-time, 10-month employees are active employees who are normally scheduled to work 30 or more hours per week during the actual academic year, but not during the summer months. Full-time, 10-month employees are eligible for many of the benefits set forth in the following pages.
Part-time, 12-month employees are active employees who are normally scheduled to work fewer than 30 hours per week all year long and part-time 10-month employees are active employees who are normally scheduled to work fewer than 30 hours per week during the actual academic year, but not during the summer months. Part-time employees are not eligible for most benefits.
Contact the Business Office if you have any questions concerning your status or the benefits for which you qualify.
All instructional personnel shall have earned a bachelor’s degree from a regionally accredited institution. Instructional personnel shall have a college major (at least 24 semester hours) or a state educator’s certificate in their assigned field for the major portion of the school day. Instructional personnel may teach for less than a major portion of the school day a subject in which they have earned at least 12 semester hours of credit. In rare cases, the head of school or the assistant head of school for academic and student affairs may recognize life experiences for instructional purposes. Teachers who qualify for employment because they hold a certificate from a state other than Tennessee must apply for and receive a Tennessee state educator’s certificate within one year of hire. If instructional personnel would like to transfer or attain a Tennessee teaching license, please reach out to the director of studies to receive help in doing so.
Counselors, media specialists, and non-teaching professional personnel must have earned a graduate degree from a regionally accredited institution in their assigned field. All teaching personnel are required to earn six semester hours of credit or the equivalent during each five years of employment, which is provided during faculty in-service training and regular meetings throughout the school year.
The Faculty Fellows Program is designed to give guidance, training, and experience in a real-life classroom setting to college graduates considering teaching as a career. This program provides individuals with little or no relevant experience an opportunity to develop teaching skills in a supportive environment and affords mentor teachers the opportunity to further their professional growth. Faculty fellows are given a great deal of responsibility and independence and are considered colleagues within their departments and divisions. The program is not offered for college credit or in conjunction with any university. Applications for fellows’ positions are reviewed for all divisions and academic departments. Please note FRA alumni are not eligible for consideration for the Faculty Fellows Program.
Faculty fellows work under the mentorship of mentor teachers and, in a scaffolding approach, assume main teaching responsibilities throughout the school year under the guidance of the mentor teachers. Additionally, fellows attend teaching seminars for professional development, assist in coaching or sponsoring co-curricular activities each season, and chaperone interim trips during spring break.
A peer mentoring program is required for all new FRA faculty and staff. The program’s goal is to provide a personalized support system for new faculty and staff. Through the pairing of professionals, faculty and staff members interact regularly and discuss daily responsibilities, individualized goals, achieving professional growth, and classroom instruction and management. This collaborative pairing allows a faculty and staff member to have the assistance of another professional who can provide insights and materials to help the faculty or staff member grow professionally and personally. An additional benefit of this program is the confidential and nurturing environment it provides for those involved. The program is overseen by the director of studies.
Teachers new to FRA will have classroom visitations by the department chair, division head, and/or the director of studies a minimum of three times during the first semester. Additional visitations will be made as deemed necessary. Feedback to teachers will take place in a timely fashion. All teachers are observed each semester. Schedule for and length of observations will be communicated to faculty at the beginning of each school year by their respective division head.
Absences & Definitions
Workday: The workday begins at 7:15 a.m. and concludes at 3:30 p.m. The expectation is that all school employees will be present on campus for the full workday. While freedom is given to run brief errands during planning periods, as well as exceptions made for legitimate reasons (illness, family emergencies, etc.), employees should not make a habit of leaving school early, particularly when planning period(s) fall at the end of a particular day.
Full-Day: A teacher will be counted as being absent for a full day if the absence is more than four hours.
Half-Day: A teacher will be counted as being absent for a half day if the absence is between two and four hours
Other: Employees who must leave the school campus for less than two hours should notify and get approval from their division head or director Refer to the policy on leaving campus.
The division administrative assistant serves as the substitute coordinator for lower, middle, and upper school teachers by organizing class coverage as needed for planned and unplanned absences. Teachers should contact the division substitute coordinator as soon as possible when the need for coverage is discovered.
Procedures for Planned Absences
• Email your division head or director, as well as your division administrative assistant, at least one week prior to the planned date requested. Include detailed information regarding subjects, class periods, and class locations that need to be covered.
• The administrative assistant will confirm the receipt of the request and will inform the teacher of the name of the substitute as soon as possible.
• Leave all necessary materials, including class rosters, seating charts, lesson plans, etc. in the classroom or with the division administrative assistant where appropriate by 3 p.m. the day before the absence.
If for any reason the planned absence is canceled, notify your division administrative assistant immediately.
• To report an unplanned absence, call or text your division administrative assistant’s cell as soon as possible. Give detailed information regarding subjects, class periods, and locations.
• Email plans to your division administrative assistant or give instructions for using emergency plans.
The sick leave policy shall be for personal illness and/or illness in the immediate family. To help ensure that illness or personal needs do not affect an employee's financial well-being, the School provides a sick leave benefit as a form of income security for the welfare and protection of employees. Sick leave is a privilege and a benefit, not a right. Employees are directly responsible for the legitimate use of sick leave. The taking of sick leave under false pretenses is a serious violation of School policy An employee’s use of sick leave (excused or unexcused) may be taken into consideration in the individual's periodic performance rating for pay increases, promotions, and continuation of employment.
Full-time, 10-month employees are eligible for up to seven (7) days of sick leave with pay per year. Full-time, 12-month employees are eligible for up to nine (9) sick days at the beginning of each fiscal year. Sick leave may be used for the employee’s illness or the illness of an employee’s family member (defined as the employee’s parent, spouse or child). Unused sick leave days are cumulative up to a maximum of 60 days. Upon termination, FRA does not compensate financially for unused sick days.
The intent of personal leave is to give employees a specific opportunity to take care of personal business during school workday hours. Three days of personal leave with pay per year are approved for full-time employees; one day of personal leave is approved per year for part-time employees. Advance notice is required and should follow the planned absence procedures outlined above. The request must be submitted in a timely manner at least one week before the personal leave date requested. Unused personal days in one year may be added to cumulative sick days starting the following year. Sick days, including personal days, may be accumulated up to a maximum of 60 days total. Upon termination, FRA does not compensate financially for unused personal days.
Taking more than three personal days in one school year is discouraged. Granting this request will be looked upon as a once-in-a-lifetime situation. Additional personal leave taken will result in a deduction in pay. Taking a personal leave day immediately before or after a scheduled school holiday will be considered only as a once-in-a-lifetime situation.
Taking personal days in May is prohibited. If this cannot be avoided, the maximum number of personal days to be taken in May is one. Taking a personal leave day during final exams is discouraged. Granting personal leave in May will be looked upon as a once-in-a-lifetime situation.
Employees may carry over to the next fiscal year any unused sick and/or personal leave, up to a maximum of sixty (60) days in the bank. All carried-over leave is designated as sick leave. Unused sick and personal leave days at the end of the fiscal year which would cause the sick leave bank to exceed 60 days are forfeited. In addition, only sick days that would not cause the sick leave bank to exceed 60 days are awarded at the beginning of the next fiscal year. For example, an employee who has 60 days in his or her sick leave bank at the beginning of a fiscal year (after any carry-over), will not receive additional sick days for the next fiscal year, while an employee who has 58 days in his or her bank at the beginning of the fiscal year will receive an additional 2 days of sick leave. Additional sick days are not awarded during the fiscal year, even if the employee’s sick leave bank drops below 60 days. Sick leave days are awarded only at the beginning of each fiscal year.
All unused sick/personal time is forfeited upon separation of employment, regardless of the reason for separation, you will forfeit any right to be paid for sick/personal leave accrued as of your termination date.
Paid sick/personal leave does not count as "hours worked" for purposes of calculating an employee's entitlement to overtime during the week in which sick/personal leave is taken. Hourly employees will receive a full day's pay (based on their standard workday) for each paid sick/personal leave day. For attendance recording purposes of non-exempt employees, sick/personal leave time will be counted in half or full-day increments. Salaried employees will receive their normal salary for the paid sick/personal leave days taken.
The School reserves the right to require a doctor's statement if an employee is absent because of illness, whether the absence is pre-arranged or unforeseeable. Sick/personal leave does not accrue during periods of unpaid absence.
You must notify your division head or director the night before or at least by 6:00 a.m. that sick/personal leave will be taken on that day. Sick/personal leave will usually not be paid if taken immediately before or after a holiday, other designated school day off, or when the School has scheduled a full-school in-service day unless you have received prior approval or provided a physician’s statement or other bona fide proof of illness.
Employees should refer to the school calendar to determine which holidays are observed each year. All full-time employees will receive recognized School holidays off with pay, any time they fall on a regular workday.
All full-time, non-faculty employees are eligible for paid vacation. Vacation time is given to employees so that they are better able to perform their jobs when they return. For this reason, we require employees to take their vacation and we do not permit employees to take pay instead of time off. All vacations must be taken within one year of the date it is earned and may not be carried forward to future years. We also do not permit vacation to be accumulated from year to year. No vacation pay will be paid to employees who do not take vacation within the year they are eligible. Vacations must be scheduled and approved by your division head, or director. We pay the pro rata share of unused vacation pay when an employee leaves the School. Division heads, assistant heads, and directors receive 3 weeks of vacation each July 1. All other 12-month employees receive 2 weeks of vacation for years 1 thru 10 each July 1. After 10 years all other 12-month employees receive 3 weeks of vacation each July 1.
Absences due to on-the-job injury or illness as defined by the Workers’ Compensation Act shall not be charged against an employee’s accrued sick/personal leave and the employee will be entitled to the benefits provided by the Act. However, at the incapacitated employee’s request, and with the approval of your Supervisor, the employee may be granted accumulated hours of sick/personal leave to supplement Workers’ Compensation payments being received by the employee to prevent a loss of income. The combined total of Workers’ Compensation payments and payments for sick/personal leave granted shall not exceed the employee’s salary at the regular rate.
The intent of professional leave is to give employees the opportunity to pursue professional growth by attending seminars, workshops, and conferences. Prior approval from the director of studies may be obtained by completing the Professional Development form. Please contact the director of studies to receive a copy of this form. Once the conference is approved, the teacher should follow the planned absence procedures as outlined above at least one week before the professional leave date requested.
No FRA events can be planned on or off campus for students during the TSSAA dead period usually correlating with the last week of June and the first week of July. This dead time is built into the school calendar so that families can make plans together. No events can be hosted on campus. These weeks correspond with the TSSAA dead period for all upper school athletics in the state of Tennessee.
FRA provides unpaid leave of up to four (4) months to eligible employees for adoption, pregnancy, childbirth and nursing an infant, per the Tennessee Maternity Leave Act (TMLA) Regarding adoption, the four-month period shall begin at the time an employee receives custody of the child. Eligible employees must have completed at least 12 months of consecutive full-time employment before requesting leave.
Unless an emergency prevents giving notice, employees should provide at least three (3) months advance notice of their anticipated date of departure for such leave, their length of leave, and their intention to return to full-time employment after leave. Employees will generally be returned to their previous or a similar position with the same status, pay, length of service credit, and seniority, wherever applicable, unless position is so unique that the School cannot, with reasonable efforts, fill that position temporarily.
FMLA leave (see below) runs concurrently with leave taken under TMLA. However, since the maximum allowable time under FMLA is 12 weeks, and the maximum time under TMLA is longer (4 months), the longer period is honored as applicable. For more information regarding this leave, see Melanie Ellis, Human Resources Manager. If the School does not answer employee questions promptly, the employee should contact the Assistant Head of School for Finance and Operations at (615) 369-4508.
The Family and Medical Leave Act (FMLA) provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either 12 or 26 weeks within 12 months depending on the reasons for the leave (see page 9 for specifics)
To be eligible for FMLA leave, you must:
• have worked at least 12 months for the School in the preceding seven years (limited exceptions apply to the sevenyear requirement);
• have worked at least 1,250 hours for the School over the preceding 12 months; and
• currently work at a location where there are at least 50 employees within 75 miles.
All periods of absence from work due to or necessitated by service in the uniformed services are counted in determining FMLA eligibility.
FMLA leave may be taken for the following reasons:
• birth of a child, or to care for a newborn child (up to 12 weeks);
• placement of a child with the employee for adoption or foster care (up to 12 weeks);
• to care for an immediate family member (employee’s spouse, child, or parent) with a serious health condition (up to 12 weeks);
• because of the employee’s serious health condition that makes the employee unable to perform the employee’s job (up to 12 weeks);
• to care for a Covered Servicemember with a serious injury or illness related to certain types of military service (up to 26 weeks) (see Military-Related FMLA Leave for more details); or,
• to handle certain qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on covered active duty or call to covered activity duty status in the Uniformed Services (up to 12 weeks) (see Military-Related FMLA Leave for more details).
The maximum amount of leave that may be taken in 12 months for all reasons combined is 12 weeks, with one exception. For leave to care for a Covered Servicemember, the maximum combined leave entitlement is 26 weeks, with leaves for all other reasons constituting no more than 12 of those 26 weeks.
A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement includes an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal visits, a chronic condition, or permanent or long-term conditions; or absences due to multiple treatments. Other situations may meet the definition of continuing treatment.
The School measures the 12-month period in which leave is taken by the “rolling” 12- month method, measured backward from the date of any FMLA leave with one exception. For leave to care for a covered servicemember, the School calculates the 12-month period beginning on the first day the eligible employee takes FMLA leave to care for a covered servicemember and ends 12 months after that date. FMLA leave for the birth or placement of a child for adoption or foster care must be concluded within 12 months of the birth or placement.
Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule when medically necessary for the serious health condition of the employee or immediate family member, or in the case of a covered servicemember, his or her injury or illness. Eligible employees may also take intermittent or reduced-scheduled leave for military qualifying exigencies. Intermittent leave is not permitted for birth of a child, to care for a newborn child, or for placement of a child for adoption or foster care. Employees who require intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt the School's operations.
Depending on the purpose of your leave request, you may choose (or the School may require you) to use accrued paid leave (such as sick leave or vacation), concurrently with some or all of your FMLA leave. To substitute paid leave for FMLA leave, an eligible employee must comply with the School’s normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.).
If you and/or your family participate in our group health plan, the School will maintain coverage during your FMLA leave on the same terms as if you had continued to work. If applicable, you must plan to pay your share of health plan premiums while on leave. In some instances, the School may recover premiums it paid to maintain health coverage or other benefits for you and your family. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave.
When seeking FMLA leave, you are required to provide:
• sufficient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions, a family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. You must also inform the School if the requested leave is for a reason for which FMLA leave was previously taken or certified.
• If the need for leave is foreseeable, this information must be provided 30 days in advance of the anticipated beginning date of the leave. If the need for leave is not foreseeable, this information must be provided as soon as is practicable and in compliance with the School’s normal call-in procedures, absent unusual circumstances.
• medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member within 15 calendar days of the School’s request to provide the certification (additional time may be permitted in some circumstances). If you fail to do so, we may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to discipline up to and including termination. Second or third medical opinions and periodic re-certifications may also be required;
• periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and
• medical certification of fitness for duty before returning to work, if the leave was due to your serious health condition. The School will require this certification to address whether you can perform the essential functions of your position.
Failure to comply with the foregoing requirements may result in delay or denial of leave, or disciplinary action, up to and including termination.
To the extent required by law, the School will inform employees whether they are eligible under the FMLA. Should an employee be eligible for FMLA leave, the School will provide him or her with a notice that specifies any additional information required as well as the employee’s rights and responsibilities. If employees are not eligible, the School will
provide a reason for the ineligibility. The School will also inform employees if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against the employee’s leave entitlement. If the School determines that the leave is not FMLA-protected, the School will notify the employee.
Upon returning from FMLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.
Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to the School’s standard leave of absence and attendance policies. This may result in termination if you have no other School-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, the School’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).
The School generally prohibits employees from holding other employment without prior written approval from the head of school. This policy remains in force during all leaves of absence including FMLA leave and may result in disciplinary action, up to and including immediate termination of employment.
Providing false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including immediate termination.
FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA, or discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
While the School encourages employees to bring any concerns or complaints about compliance with FMLA to the attention of the Human Resources Department, FMLA regulations require employers to advise employees that they may file a complaint with the U.S. Department of Labor or bring a private lawsuit against an employer.
Further, FMLA does not affect any Federal or State law prohibiting discrimination or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
The School will provide a reasonable amount of break time to accommodate a female employee’s need to express breast milk for the employee’s infant child. The break time should, if possible, be taken concurrently with other break periods already provided. Non-exempt employees should clock out for any time taken that does not run concurrently with normally scheduled rest periods, and such time generally will be unpaid. The School will also make access to a refrigerator available for the storage of breast milk and will ensure that the break room is both private and has access to an outlet.
Employees should notify their immediate supervisor or the Human Resources Manager to request time to express breast milk under this policy. The School does, however, reserve the right to deny an employee’s request for a lactation break if the additional break time will seriously disrupt operations.
We encourage each of our employees to accept his or her civic responsibilities. As a good citizen, we are pleased to assist you in the performance of your civic duties.
Jury Duty - If you are called to jury duty by official order during regular school days, please notify your supervisor immediately so we can plan the department's work with as little disruption as possible. You must also furnish him/her with a copy of the official notification to service.
Except as otherwise required by county or city ordinances, employees who have completed at least 6 months of employment and who are required to appear for jury duty on a regularly scheduled workday will be paid the difference between their regular pay and the total amount received for jury service.
If the employee’s jury duty is less than three (3) hours a day, the employee is expected to report for the remainder of the workday.
Voting - We provide employees with the opportunity to vote in any state or federal election. Employees whose work schedule does not provide at least three (3) consecutive hours during which the polls are open to vote will be provided up to three (3) hours of time off without loss of pay to vote. Employees requesting leave under this policy should provide notice to their Division Head, Dean, or Director by no later than 12:00 p.m. (noon) the day before election day.
Voting Machine Technician Leave - We provide unpaid leave to full-time employees who are appointed by a county election commission as a voting machine technician for the day or days when they are required to attend voting technician technical duties. Employees requesting leave under this policy should provide advance notice, including appropriate documentation in support of their request, including dates of required service.
Witness Leave - We provide reasonable and necessary unpaid leave to employees who receive a subpoena or summons to attend court proceedings. Employees who receive a subpoena or summons to appear in court, should notify your Division Head, Dean, or Director immediately so that the School may plan the department’s work with as little disruption as possible.
Employees are eligible to receive up to three (3) days paid bereavement leave in the event they miss regularly scheduled workdays due to the death or funeral of a member of the employee's immediate family or as a result of a miscarriage Your immediate family includes your spouse, children, stepchildren, parents, grandparents, grandchildren, brother or sister, your spouse's parents, and any other relative residing in the same household. The Division Head or Director may also approve bereavement leave in the event of a death of other persons with whom you have close relations.
An employee who is notified of a death in his or her immediate family while at work will be paid for the remainder of the scheduled hours that day. The three-day eligibility for paid bereavement leave will not commence until the next regularly scheduled workday which is lost. All time off in connection with the death of one of the above-listed individuals should be discussed with your Division Head, Dean, or Director.
FMLA leave may also be available to eligible employees in connection with certain service-related medical and nonmedical needs of family members. There are two forms of such leave. The first is Military Caregiver Leave, and the second is Qualifying Exigency Leave. Each of these leaves is detailed below.
A “covered servicemember” is either: (1) a current servicemember of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness incurred in the line of duty for which the servicemember is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list; or (2) a “covered veteran” who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.
A “covered veteran” is an individual who was discharged under conditions other than dishonorable during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran. The period between October 28, 2009 and March 8, 2013 is excluded in determining this five-year period.
The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of “serious health condition.” For current servicemembers, the term “serious injury or illness” means an injury or illness that was incurred by the member in the line of duty while on active duty in the Armed Forces or that existed before the beginning of active duty and was aggravated by such service, that may render them medically unfit to perform the duties of their office, grade, rank or rating.
For covered veterans, this term means a serious injury or illness that was incurred in the line of duty while on active duty in the Armed Forces or that existed before the beginning of active duty and was aggravated by such service and manifested itself before or after the individual assumed veteran status, and is: (1) a continuation of a serious injury or illness that was incurred or aggravated when they were a member of the Armed Forces and rendered them unable to perform the duties of their office, grade, rank or rating; (2) a physical or mental condition for which the covered veteran has received a VA Service Related Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part, on the condition precipitating the need for caregiver leave; (3) a physical or mental condition that substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service or would be so absent treatment; or (4) an injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.
“Qualifying exigencies” include activities such as short-notice deployment, military events, arranging alternative childcare, making financial and legal arrangements related to the deployment, rest and recuperation, counseling, parental care, and post-deployment debriefings.
Unpaid Military Caregiver Leave is designed to allow eligible employees to care for certain family members who have sustained serious injuries or illnesses in the line of duty while on active duty. Military Caregiver Leave is a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period.
To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son, daughter, parent, or next of kin of the covered servicemember. “Next of kin” means the nearest blood relative of the servicemember, other than the servicemember’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the servicemember by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and first cousins; unless the servicemember has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of Military Caregiver Leave. The employee must also meet all other eligibility standards as set forth within the FMLA Leave policy.
An eligible employee may take up to 26 workweeks of Military Caregiver Leave to care for a covered servicemember in a “single 12-month period.” The “single 12-month period” begins on the first day leave is taken to care for a covered servicemember and ends 12 months thereafter, regardless of the method used to determine leave availability for other FMLA-qualifying reasons. If an employee does not exhaust his or her 26 workweeks of Military Caregiver Leave during this “single 12-month period,” the remainder is forfeited.
Military Caregiver Leave applies on a per-injury basis for each service member Consequently, an eligible employee may take separate periods of caregiver leave for each and every covered servicemember, and/or for each and every serious injury or illness of the same covered servicemember. A total of no more than 26 workweeks of Military Caregiver Leave, however, may be taken within any “single 12-month period.”
Within the “single 12-month period” described above, an eligible employee may take a combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition of the employee or close family member, or a qualifying exigency). For example, during the “single 12-month period,” an eligible employee may take up to 16 weeks of FMLA leave to care for a covered servicemember when combined with up to 10 weeks of FMLA leave to care for a newborn child.
An employee seeking Military Caregiver Leave may be required to provide appropriate certification from the employee and/or covered servicemember and completed by an authorized health care provider within 15 days. Military Caregiver Leave is subject to the other provisions in our FMLA Leave Policy (requirements regarding employee eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.). Military Caregiver Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.
Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the covered active duty or call to covered active-duty status of a “military member” (i.e., the employee’s spouse, son, daughter, or parent). Up to 12 weeks of Qualifying Exigency Leave is available in any 12-month period, as measured by the same method that governs measurement of other forms of FMLA leave within the FMLA policy (except for Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-month period”). Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in any 12-month period (except for Military Caregiver Leave as set forth above). The employee must meet all other eligibility standards as set forth within the FMLA policy.
Persons who can be ordered to active duty include active and retired members of the Regular Armed Forces, certain members of the retired Reserve, and various other Reserve members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.
A call to active duty refers to a federal call to active duty, and state calls to active duty are not covered unless under order of the President of the United States pursuant to certain laws.
Qualifying Exigency Leave is available under the following circumstances:
• (1) Short-notice deployment. To address any issue that arises out of short notice (within seven days or less) of an impending call or order to covered active duty.
• (2) Military events and related activities. To attend any official military ceremony, program, or event related to covered active duty or call to covered active-duty status or to attend certain family support or assistance programs and informational briefings.
• (3) Childcare and school activities. To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with staff at a school or daycare facility.
• (4) Financial and legal arrangements. To make or update various financial or legal arrangements; or to act as the covered military member’s representative before a federal, state, or local agency in connection with service benefits.
• (5) Counseling. To attend counseling (by someone other than a health care provider) for the employee, for the military member, or for a child or dependent when necessary, as a result of duty under a call or order to covered active duty.
• (6) Temporary rest and recuperation. To spend time with a military member who is on short-term, temporary rest and recuperation leave during the period of deployment. Eligible employees may take up to 15 calendar days of leave for each instance of rest and recuperation.
• (7) Post-deployment activities. To attend arrival ceremonies, reintegration briefings and events, and any other official ceremony or program sponsored by the military for a period of up to 90 days following termination of the military member’s active-duty status. This also encompasses leave to address issues that arise from the death of a military member while on active-duty status.
• (8) Parental care. To care for the military member’s parent who is incapable of self-care. The parent must be the military member’s biological, adoptive, step, or foster father or mother, or any other individual who stood in loco parentis to the military member when the member was under 18 years of age.
• (9) Mutually agreed leave. Other events that arise from the military member’s duty under a call or order to active duty, provided that the School and the employee agree that such leave shall qualify as an exigency and agree to both the timing and duration of such leave.
An employee seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the military member’s active duty or rest and recuperation orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the specific exigency, the amount of leave needed and the employee’s relationship to the military member, within 15 days. Qualifying Exigency Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.
This Policy should not be construed to confer any express or implied contractual relationship or rights to any employee not expressly provided for by FMLA. The School reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law. State or local leave laws may also apply.
The School provides necessary unpaid leave to employees who are active volunteer firefighters to respond to fire calls during regular hours of employment. Additionally, employees who are active volunteer firefighters and who worked for more than four (4) hours the prior day or night as a volunteer firefighter in an emergency may be permitted to take off the next scheduled work period within 12 hours following such emergency as a vacation day or sick leave day without the loss of pay. If the employee is not entitled to a vacation day or sick leave day, then the employee may be permitted to take off such work period without pay.
The School may require employees to submit a written statement from the chief of the volunteer fire department verifying that the time off was used to respond to a fire or serve in an on-call capacity.
The Company provides unpaid leave to eligible employees who serve as a member of the Tennessee Army and Air National Guard on active duty, the Tennessee State Guard, or Civil Air Patrol and who are called to duty or training.
Employees must give as much notice as possible of the need for leave. Employees must notify the Human Resources Manager of any updates or changes in the employee’s status while on leave or anticipated return to work. Employees should provide certification of eligibility when requesting leave under this policy.
The Company is proud to employ veterans and current service members. In addition to the time off provided in our Holidays Policy, all employees who are former members of the armed forces of the United States, or current or former members of a reserve or Tennessee National Guard unit who were called into active military service of the United States, will be provided with [unpaid/paid] time off to celebrate Veterans Day on November 11 each year.
Employees requesting time off under this policy must provide the Company with written notice of their request at least one (1) month in advance and proof of veteran or service member status. The Company, in its sole discretion, may deny an employee’s requests for time off under this policy if the requesting employee’s absence, alone or on combination with
other employees’ time off under this policy, would impact public health or safety or cause significant economic or operational disruption to the Company.
The School provides reasonable and necessary unpaid leave to employees who serve as volunteer rescue squad workers to respond to a qualified emergency.
Employees must notify their Division Head, Dean, or Director at least one hour prior to their scheduled shift of the call to respond to a qualified emergency. Upon return, employees should provide appropriate certification from a supervisor or acting supervisor of the rescue squad of the date and time of service and confirming that the volunteer was active and necessary for the emergency response.
Leave under this policy is generally unpaid. However, employees may elect to use their accrued but unused paid leave. In order to use paid leave, an eligible employee must comply with the School’s normal procedures for the applicable paidleave policy (e.g., call-in procedures, advance notice).
Employees who require time off from work to fulfill military duties will be treated in accordance with applicable requirements of state and federal laws. You are expected to notify your Division Head, Dean, or Director of upcoming military duty by providing us with a copy of your orders as soon as possible.
The name “Franklin Road Academy”, “FRA”, or any adaptation may not be used in a website title, social media account, name, or address unless permission is obtained in writing from the school. Site name and social media account name submissions should be sent to the communications office for review by appropriate school leaders. This includes accounts being created and/or run by students on behalf of teams or other school-based organizations.
Franklin Road Academy maintains a Style Guide to ensure the school is consistently represented in a professional, accurate, and effective way. This document directs the way the school is represented creatively and in writing to external audiences, the parent community, and any communications not specific to the classroom. It includes proper use of logos, fonts, colors, language, and other important information impacting the way that employees communicate on behalf of the school. The office of communications maintains the Style Guide, and it is updated annually. All employees are expected to follow the guidelines of the Style Guide. A copy of the Style Guide can be found in the communications office.
FRA fully expects that all members of the school community will use the FRA network in a responsible, appropriate, and legal manner. The term “FRA network” is meant to include, but is not limited to:
• Any computer (desktop, laptop, iPad).
• Any computer peripheral.
• Any software used on school-owned equipment.
• The school’s wireless and hardwired communications networks.
• Any telephone.
• Any server.
• Any Smart TV, projector, or other display.
• Any other devices used for the purpose of transferring electronic data.
FRA reserves the right to monitor network use and activity, to disclose the contents of email messages, and to restrict access to inappropriate websites and unacceptable materials. The FRA network is no different than an FRA building, a classroom, science lab equipment, or any other school asset and should be treated with the same level care and responsibility.
Faculty and staff should use the appropriate Wireless on Wi-Fi
Guiding Principles
• The use of the FRA network is a privilege, not a right.
• Employee behavior on the FRA network must meet the same professional expectations for employees as directed in the Faculty Handbook.
• The use of social networking sites, websites, blogs, or similar forums should not include any posting that reflects negatively upon the school, the faculty, school leadership, or negatively about other schools, their students, faculty, or school leadership
• Common sense should be applied when using the FRA network, and you should use appropriate language in all communications and refrain from engaging in activity or communications which can be construed as threatening, bullying, discriminatory, or degrading.
• The School utilizes monitoring technology to alert staff of suspicious activity relating to internet and email related traffic.
• Faculty members on social media should understand that they are seen by the internal and external community as representatives of the school, and therefore, should act accordingly.
Computing resources assigned to you should be always kept in good working order. With the use of the FRA network, it is expected that all equipment is maintained to the highest standard. This includes the physical features of the technology (e.g., the screen on a laptop), as well as virtual features, including the operating system and installed software. If a repair is needed, you should visit the help desk as early as possible to prevent further damage. If it is found that FRA’s technology was mistreated intentionally and/or repeatedly, it will be treated no differently than vandalism to school property.
We intentionally build and nurture a diverse educational community whose members learn and live alongside one another with mutual respect, displaying intellectual curiosity about differences, and demonstrating Christ’s message of love and inclusion.
Franklin Road Academy’s mission, “to provide a challenging educational experience in an inclusive Christian community with an unwavering commitment to develop leaders of integrity and purpose,” informs all our decisions school wide. Creating, upholding, and nourishing a diverse and inclusive community is integral to fulfilling each tenet of FRA’s mission.
FRA is dedicated to creating an enriching educational experience for our students. We value the substantial impact that diversity provides for our community. When we learn from others with varied and contrasting points of view, we expand our horizons and advance our strength. As an inclusive Christian community, we believe diversity is best defined according to the heart and message of the gospel and we seek to demonstrate Christ’s message of love and inclusion.
Finally, FRA commits itself to develop leaders of integrity and purpose. In the spirit of unity, we instill in our students the value of compassionate collaboration and reciprocal relationships through learning experiences both locally and beyond. We cultivate an environment where all staff, students, and families join together in community, exemplifying the value we place on diversity and inclusion at FRA. We recognize that appreciating and embracing our differences and our connectedness to one another enhances our potential for experiencing and sharing Christ’s love.
Diversity Theme Verse: Ephesians 4:2-6
“….be completely humble and gentle; be patient, bearing with one another in love. Make every effort to keep the unity of the spirit through the bond of peace. There is one body and one Spirit, just as you were called to one hope when you were called; one Lord, one faith, one baptism; one God and Father of all, who is over all and through all and in all.”
We believe conflict is best resolved when those who have a concern go directly to the person with whom they are in conflict in order to resolve the issue. When people go “over” the individual with whom they have a concern in order to get their concern addressed, we have found this is ineffective in solving the problem. Parents, students, and employees are asked to deal with conflict directly and in a Biblical manner when concerns arise.
If there is something about your job that is bothering you and going to the source has not been successful, please speak with your direct supervisor or their supervisor. We cannot answer your question or solve your problem unless you tell us what it is we can do.
Our "Problem Solving Procedure" as outlined below offers all employees the freedom to discuss anything they wish with their department chair, director, or division head.
Any concern should first be discussed with your department chair, director, or division head. Very often, your department chair, director, or division head is in the best position to handle your problem satisfactorily. If you still feel the need to
speak to another member of leadership team after you have spoken with your department chair, director, or division head, we encourage you to speak to the appropriate assistant head of school
In the event you have a concern, and for personal reasons you cannot follow the steps in this procedure, you may request to go directly to the head of school The head of the school is available for advice and assistance in solving your problem at any time.
When you inform us of a concern or problem, we will try to answer you as soon as possible under the circumstances.
We are committed to providing equal opportunity in all employment practices, including selection, hiring, promotion, transfer, and compensation, to all qualified applicants and employees without regard to age, race, color, creed, citizenship status, religion, national or ethnic origin, disability, sex, National Guard membership, off-duty tobacco use, political activities, exercising or failing to exercise the right to vote, serving on a jury, or any other protected status in accordance with the requirements of all federal, state, and local laws. If you believe you have been treated inconsistently with this policy, please immediately report your concern to the Assistant Head of School for Finance and Operations. You will not be retaliated against for bringing forth a complaint in good faith.
The School is committed to complying with the laws protecting qualified individuals with disabilities. The School will provide a reasonable accommodation for any known physical or mental disability of a qualified individual with a disability to the extent required by law, provided the requested accommodation does not create an undue hardship for the School and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. If you require an accommodation to perform the essential functions of your job, you must notify Human Resources. Once the School is aware of the need for an accommodation, the School will engage in an interactive process to identify possible accommodations that will enable the employee to perform the essential functions of the job.
If you believe that you have been treated in a manner not in accordance with this policy, please notify the School immediately, by speaking to the Human Resources Manager. You are encouraged to utilize this procedure without fear of reprisal.
This policy extends to all aspects of our employment practices, including but not limited to, recruiting, hiring, discipline, firing, promoting, transferring, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.
The School will provide reasonable accommodations to qualified employees for known limitations related to the pregnancy, childbirth, or related medical conditions of the qualified employee. A qualified employee is one who can perform the essential function of their job with or without reasonable accommodation or an employee whose inability perform the essential functions of their job is temporary and can be reasonably accommodated. If you require an accommodation to perform the essential functions of your job for known limitations related to pregnancy, childbirth, or related medical conditions, please notify the Human Resources Manager. Once the School is aware of the need for an accommodation, the School will engage in an interactive process with you to identify possible accommodations.
The School may require you to take an unpaid leave of absence, if the School determines that all other reasonable accommodations create an undue hardship for the School.
The School will not deny employment opportunities to a qualified employee based on the School’s need to grant reasonable accommodations to the employee under this Policy or take any adverse action in the terms, conditions, or
privileges of employment against a qualified employee who requests or utilizes reasonable accommodations granted under this Policy.
If you believe that you have been treated in a manner not in accordance with these policies, please notify the School immediately by speaking to the Human Resources Manager. You are encouraged to utilize this procedure without fear of retaliation.
Purpose – Franklin Road Academy (“FRA”) believes in respecting the dignity of every employee and expects everyone to show respect for all other employees. Respectful, professional conduct furthers FRA’s mission, promotes productivity, minimizes disputes, and enhances the school’s reputation. Accordingly, this policy forbids any offensive conduct that is not consistent with our mission. FRA is committed to providing an educational and work environment that is free of unlawful discrimination. FRA will not tolerate any form of harassment, discrimination, or retaliation which violates this policy.
We do not and will not tolerate unlawful harassment of our employees or students. The term "harassment" includes, but is not limited to, slurs, jokes, and other verbal, graphic or physical conduct relating to an individual's age, race, color, sex, national origin, citizenship status, marital status, religion, religious creed, disability, National Guard membership, or any other protected status in accordance with the requirements of all federal, state, and local laws. Prohibited harassment can occur through any type of communications method, including face-to-face communications, phone, text, email, postings on social media (Facebook, Instagram, Snapchat GroupMe, etc.), camera phones, or other forms of technology. "Harassment" also includes sexual advances, requests for sexual favors, offensive touching, and other verbal, graphic or physical conduct of a sexual nature.
Coverage - This policy forbids any employee, teacher, school leader, vendor, applicant, or agent of FRA from engaging in any conduct which harasses, discriminates, or retaliates against any other FRA student or student’s family members, employee, teacher, school leader, vendor, applicant, or agent. This policy shall always apply and shall cover conduct which occurs both on and off campus.
Prohibited Conduct - The conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory employment action and any conduct that affects someone because of that individual’s race, color, religion, sex, national origin, age, disability, handicap, and veteran or citizenship status. Among the types of conduct prohibited by this policy are epithets, slurs, negative images or stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals based upon these protected categories.
Sexual Harassment - Harassing conduct based on gender often is sexual in nature but sometimes is not. This policy forbids harassment, discrimination, or retaliation based on gender regardless of whether the offensive conduct is sexual in nature. Any offensive conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in the harassment and the individual being harassed are of the same or of different genders. Sexual advances, requests for sexual favors, and other verbal, physical, or visual conduct based on sex constitute sexual harassment when:
• Submission to such conduct becomes an implicit or explicit term or condition of employment,
• Submission to or rejection of the conduct is used as the basis for any employment decision, or
• The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Examples of sexual harassment forbidden by this policy include:
• Offensive sex-oriented verbal kidding, teasing, or jokes.
• Sexual flirtations, advances, or propositions.
• Continued or repeated verbal abuse of a sexual nature.
• Discussions of sexual experiences or spreading rumors relating to a person’s sexual activities.
• Graphic or degrading comments about an individual’s appearance or sexual activity.
• Offensive visual conduct, including leering, making sexual gestures, display of offensive sexually suggestive objects or pictures, cartoons, or posters.
• Unwelcome pressure for sexual activity.
• Offensively suggestive or obscene letters, notes or invitations, electronic messages, including email, telephone calls, faxes, and the like.
• Offensive touching or physical contact such as patting, grabbing, pinching, or brushing against another’s body, including unequal treatment that would not occur but for the person’s gender; or
• Stalking or other sexually related criminal activity.
In addition, no faculty member, coach, or other employee is authorized to engage in any type of sexual harassment toward students, including touching, making suggestive comments, gestures, texting, calling students for personal reasons, or meeting with students off campus or in non-public or non-supervised areas on campus. Faculty members, coaches, and other employees are not authorized to make any academic or disciplinary decision based in any way on a student’s submission to or rejection of sexual conduct or advances. No faculty member, coach, or other employee has the authority to suggest to any student that the student’s continued attendance or future advancement will be affected in any way because the student enters into or refuses to enter into a form of sexual or other personal relationship with the faculty member, coach or other employee.
Violation of this policy will subject an employee to disciplinary action up to, and including, immediate discharge.
Procedures- If you feel that you are being harassed in any way by a coworker, parent, student, or by an employee of a vendor, you should notify either the head of school or the assistant head of school for finance and operations In addition, if you believe that a student is being harassed in any way by an employee, parent, student, or by an employee of a customer or vendor, you should notify one of the individuals designated above immediately. Any such matter will be thoroughly investigated, and where appropriate, disciplinary action will be taken.
You should also be aware that no supervisor or other member of our leadership team is authorized to make any employment decision based in any way on an employee's submission to or rejection of sexual conduct or advances. No Supervisor or other member of our leadership team has the authority to suggest to any employee that the employee's continued employment or future advancement will be affected in any way because the employee enters into or refuses to enter into any form of sexual or other personal relationship with the supervisor or member of our leadership team. No supervisor or member of our leadership team may coerce an employee into a sexual relationship and then reward the employee. No Supervisor or member of our leadership team may take disciplinary action against an employee or deny a promotion, transfer, award, etc. to an employee because he or she has rejected sexual advances.
In addition, no faculty member or other employee is authorized to make any academic or disciplinary decision based in any way on a student’s submission to or rejection of sexual conduct or advances. No faculty member or other employee has the authority to suggest to any student that the student’s continued attendance or future advancement will be affected in any way because the student enters into or refuses to enter into a form of sexual or other personal relationship with the faculty member or other employee. If you believe that a supervisor, member of our leadership team, employee, parent, customer, or vendor has acted inconsistently with this policy, please immediately contact either (1) the Head of School, or (2) Assistant Head of School for Finance and Operations. If the head of school or assistant head of school for finance and operations are not available, or the employee is uncomfortable reporting such conduct to one of these two individuals, he or she should report the conduct to a division head or an assistant head of school.
All reports describing conduct that is inconsistent with this policy will be promptly and thoroughly investigated. It is the obligation of every FRA employee to cooperate in any investigation of harassment, discrimination, or retaliation. If an investigation confirms that a violation of this policy or inappropriate conduct has occurred, FRA will take corrective action, including discipline, which may be up to and including immediate dismissal of an employee, as is appropriate under the
circumstances. If FRA does not employ the person who engaged in the harassment, discrimination, or retaliation, FRA will take reasonable and appropriate corrective action, which is appropriate under the circumstances.
Perspective - Determination of whether particular conduct violates this policy is assessed from the point of view of a reasonable person. In the complainant’s position, such a determination considers the totality of the circumstances, including:
• Frequency of the offensive conduct.
• Its seriousness.
• Whether it is physically threatening or humiliating.
• The location of the conduct and context in which it occurred.
• The degree to which the conduct affected the education or employment environment.
• The relationship between parties.
You will not be penalized in any way for making a good-faith report of improper conduct. FRA forbids retaliation against anyone for reporting harassment, discrimination or retaliation, registering a complaint pursuant to this policy, assisting in making a harassment complaint, participating in an investigation, filing a charge of discrimination, or otherwise pursuing his/her rights under applicable equal employment opportunity laws. Anyone experiencing or witnessing any conduct he or she believes to be retaliatory should immediately report it to the appropriate supervisor. If you believe that you have been retaliated against for making a report under this policy in good faith, please immediately contact one of the above individuals. In the course of investigating and in imposing any discipline, FRA will attempt to preserve confidentiality as much as possible based on the circumstances.
Please do not assume that the School is aware of your problem. Please bring your complaints and concerns to our attention so that we can resolve them.
Employees submitting complaints of abusive conduct can do so without fear of retaliation. Retaliation is any act of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment against an individual exercising rights under this policy. Any person who retaliates against an employee for reporting abusive conduct will be subject to disciplinary action up to and including immediate termination of employment.
The Employee Code of Business Conduct and Ethics requires all employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. The School expects all employees to practice honesty and integrity in fulfilling their responsibilities and to comply with the Code and with all applicable laws and regulations.
This Whistleblower Policy is intended to facilitate the reporting of violations or suspected violations of applicable laws or regulations or of any of School’s policies. It is the responsibility of all employees to report any such violations or suspected violations in accordance with this Whistleblower Policy.
What types of violations or suspected violations are covered by this Whistleblower Policy?
We strongly encourage the prompt reporting of any of the following violations or suspected violations: questionable accounting, internal accounting controls, or auditing matters; violations of local, state, or federal laws or regulations; violations of the School’s harassment, discrimination, drug and alcohol, interactions with students policy, violations of the School’s Code of Conduct and Ethics.
Employees are strongly encouraged to raise their concerns about violations or suspected violations by submitting them in the form of a complaint to the Head of School. However, if for any reason an employee is not comfortable speaking to the Head of School or does not believe the issue is being properly addressed, the employee may contact, the Assistant Head
of School for Finance and Operations or the Chair of the Board of Trustees. All complaints should be in writing and should include a full statement of the acts or omissions, along with relevant dates, forming the basis of the complaint. In addition, the complaint should state that it is being made pursuant to this Whistleblower Policy.
To facilitate the investigation of the complaint, the complaint should include contact information for the person making the complaint. Reports of concerns and investigations pertaining thereto, shall be kept confidential to the extent possible. However, consistent with the need to conduct an adequate investigation, complete confidentiality cannot be guaranteed. An employee submitting a complaint on a confidential, anonymous basis is not required to include contact information, but should be aware that the nature of the concerns may lead to the identification of that person as the source of the complaint.
How will reported Violations be investigated?
The School will assess every complaint submitted under this Whistleblower Policy and determine the appropriate next steps, including investigation and resulting corrective and/or disciplinary actions, if appropriate.
Will my employment be terminated if I report a Violation under this Whistleblower Policy?
This Whistleblower policy is intended to encourage all employees to raise serious concerns within the School for investigation and appropriate action. With this goal in mind, the School DOES NOT permit retaliation (for example, disciplinary action, demotion, or job termination) or discrimination of any kind against any individual who submits, in good faith, a complaint under this Whistleblower Policy. Moreover, an individual who retaliates against someone who has reported a concern in good faith is subject to discipline up to and including termination of employment. At the same time, employees are expected to act in good faith. Good faith means that the employee has reasonable grounds for believing the matter raised is a Violation. Reports made not in good faith will be viewed as a serious disciplinary offense and may result in discipline, up to and including termination of employment. Depending on the circumstances, such conduct may give rise to other actions, including civil or criminal lawsuits.
All employees have the right to be always treated with dignity and respect. Our Company is firmly committed to a workplace free of abusive conduct, including, but not limited to, abusive conduct defined in this policy. As part of this policy, the Company seeks to prevent workplace violence before it begins and reserves the right in its sole discretion to separate, or otherwise discharge, any employee from the workplace or otherwise deal with behavior that suggests a propensity toward violence even prior to any violent behavior occurring.
This policy applies to all full-time and part-time employees of the Company including interns. It does not apply to independent contractors, but other contract employees are included. Additionally, this policy is not limited to conduct that occurs in the workplace and applies to any Company-sponsored program, event, or activity. This policy further applies to electronic communications by any employee.
Abusive conduct includes acts or omissions that could cause a reasonable person to believe that based on the severity, nature, and frequency of the conduct, an employee was subject to an abusive work environment, which can include, but is not limited to:
• Repeated verbal abuse in the workplace, including derogatory remarks, insults, and epithets;
• Verbal, nonverbal, or physical conduct of a threatening, intimidating, or humiliating nature in the workplace; or
• The sabotage or undermining of an employee’s work performance in the workplace.
Abusive conduct does not include: disciplinary procedures in the Employee Handbook; routine coaching and counseling; reasonable work assignments; individual differences in personal expression; passionate, loud expression without intent to harm others; differences of opinion on work-related concerns; non-abusive exercise of managerial prerogative; etc.
Supervisors and others in positions of authority have a particular responsibility to ensure that healthy and appropriate behaviors are always exhibited and that complaints to the contrary are addressed in a timely manner. All supervisors are expected to foster a safe and respectful work environment, implement preventative measures to achieve this goal, and respond appropriately to reported or witnessed violations of this policy.
All employees are expected to treat others with dignity and respect. No employee shall engage in threatening, violent, intimidating, or other abusive conduct or behaviors. Employees are expected to cooperate with all preventative measures put in place by their supervisors recognize that a finding of unacceptable behaviors at work will be dealt with through appropriate disciplinary procedures.
All threats of (or actual) violence, both direct and indirect, unprofessional conduct, or verbal abuse should be reported as soon as possible to the employee’s immediate supervisor or any other member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, employees should be as specific and detailed as possible. This responsibility applies to employees who are victims of prohibited conduct or witnesses to prohibited conduct.
All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Employees must not place themselves in peril. If employees see or hear a commotion or disturbance near their workstation or on the job site, they must not try to intercede or see what is happening.
Employees who feel they have been subjected to abusive conduct or who witnesses conduct that could violate this policy should report the matter to their supervisor, manager, or the Human Resources Manager. Employees should not feel obligated to report their complaints to their immediate supervisor first before bringing the matter to the attention another supervisor, member or management, or the Human Resources Manager. Further, any supervisor made aware of a potential violation of this policy should promptly report the matter to the Human Resources Manager.
Upon notification of a potential violation, the Company will investigate the conduct thoroughly, objectively, and with sensitivity and respect for all parties. The person complained against will be notified that an allegation has been made against him or her and informed of the investigative procedure.
Investigations of abusive conduct will be conducted as soon as practicable. All employees are expected to fully cooperate with the Company throughout the course of any investigations. All available evidence will be gathered and fully considered, and all interviews will be appropriately documented. The Company will maintain the confidentiality of each party involved to the extent it does not interfere with the Company’s investigation or ability to take corrective action, unless otherwise required by law.
Any employee engaging in conduct that violates this policy or encourages such conduct will be subject to disciplinary action, up to and including immediate termination of employment. Likewise, supervisors or managers who allow abusive conduct to continue or fail to take appropriate action upon learning of such conduct will also be subject to corrective action up to and including immediate termination.
While the Company encourages all employees to raise any concerns under this policy and procedure, the Company recognizes that intentional or malicious false allegations can have a serious effect on innocent people. Employees falsely accusing another of violations of this policy may be subject to disciplinary action up to and including termination of employment.
The Company will maintain the confidentiality of each party involved to the extent it does not interfere with the Company’s investigation or ability to take corrective action, except where otherwise required by law.
We are committed to creating a learning and working environment characterized by safety, trust, and respect for all. Sexual misconduct whether between students, between adults, or between adults and students is contrary to the standards and ideals of our community and will not be tolerated. All sexual activity between students and adults is prohibited (See the School’s Student/Adult Interaction and Communication Policy). In accordance with Tennessee law, the School reports suspected instances of sexual misconduct involving minors to the appropriate authorities. Sexual misconduct also includes any of the following types of behavior:
• Any sexual activity between age-appropriate students for which clear and voluntary consent has not been given in advance or in which consent has been exceeded;
• Any sexual activity with someone who is incapable of giving valid consent because, for example, that person is under the age of consent, sleeping, or otherwise incapacitated or impaired;
• Any act of sexual harassment, intimate partner violence, or stalking;
• Any digital media stalking and/or the nonconsensual recording of sexual behavior and the nonconsensual sharing of any recording; or
• Non-consensual sexual advances and propositions, or other undesirable verbal or physical conduct of a sexual nature. (See the School’s No Harassment policy for additional information on sexual harassment).
Consent is defined as an affirmative, unambiguous, informed, and voluntary agreement to engage in specific sexual activity. Consent can be revoked at any time.
Reports of sexual misconduct or sexual assault are taken seriously. If you feel that you are a victim of sexual misconduct or sexual assault by a coworker, parent, student, or by an employee of a vendor, please immediately contact either (1) the Assistant Head of School for Finance and Operations, or (2) the Assistant Head of School for Academic and Student Affairs In addition, if you believe that a student is a victim of sexual misconduct or sexual assault by an employee, parent, student, or by an employee of a vendor, you should notify one of the individuals designated above immediately. If the concerns relate to child abuse, you must report such concerns in accordance with the School’s Child Abuse Reporting Obligations Policy. Any reported matter will be thoroughly investigated, and where appropriate, disciplinary action will be taken.
You will not be penalized in any way for making a good faith report of improper conduct. If you believe that you have been retaliated against for making a report under this policy in good faith, please immediately contact one of the above individuals.
All faculty and staff are paid monthly over a 12-month period. We distribute paychecks and make direct deposits on the first day of the month (unless the first falls on a weekend or holiday, in which case such paycheck or direct deposit will be distributed the last business day before the weekend or holiday), covering the hours worked during the previous pay period. During the summer months, paychecks will be mailed unless you have signed up for direct deposit. Each paycheck shall have deducted from it withholding taxes, Social Security taxes and all other sums required by law or agreed upon between you and the School. Any questions or concerns about your pay amount or deductions should be brought to the attention of the Business Office immediately.
We encourage you to have your paycheck deposited directly to the financial institution of your choice. In that regard, you can elect to have a portion of your paycheck deposited directly to your savings account, in a tax-sheltered annuity, or other types of accounts. Additional information regarding direct deposit options can be obtained from the Business Office.
The School treats certain employees as being “salaried-exempt,” meaning among other things that they are executive, administrative, or professional employees (except teachers) paid on a “salary basis” who are exempt from the minimumwage, overtime, and timekeeping requirements of the federal Fair Labor Standards Act. Note that this policy does not apply to teachers, even if teachers are paid on a salary basis.
General Rule. Being paid on a “salary basis” means that generally the employee regularly receives a predetermined amount of pay which is not subject to reduction because of variations in the quality or quantity of work performed. Subject to the exceptions listed below under Permissible Deductions, such a salaried-exempt employee will receive the full salary for any workweek in which the employee performs any work, without regard to the number of days or hours worked. Under this general rule, deductions from the employee’s predetermined salary will not be made for absences occasioned by the School or by the operating requirements of the business. (Note: If an employee does not work for an entire workweek, the employee need not be paid the salary for that workweek. If an employee is absent for part of a workweek and receives paid leave for the absence, such leave pay is deemed to be part of the salary payment.)
Permissible Deductions. In the following circumstances, a salaried-exempt employee’s salary may be reduced:
• Proportional deductions may be made for whole-day absences due to personal reasons other than sickness or disability. For example, if an employee is absent for two whole days to handle personal affairs, the salary may be reduced for two whole-day absences.
• Proportional deductions may be made for whole-day absences due to sickness or disability (including accidents) in accordance with the School’s policy of providing compensation for loss of salary due to such sickness or disability. For example, deductions for such full-day absences may be made when the employee has not yet qualified for benefits under the sick/disability plan and when the employee has exhausted such benefits.
• The School may offset against the employee’s salary any amounts received by the employee as jury fees, witness fees, or military pay for the particular workweek. Other than such offsets, salary deductions will not be made for absences within a workweek caused by jury duty, attendance as a witness, or temporary military leave.
• Salary deductions may be made for penalties imposed in good faith for infractions of safety rules of major significance. Such deductions are for violations of major safety rules including those relating to the prevention of danger in the workplace or to other employees.
• Salary deductions may be made for unpaid disciplinary suspensions of one or more full days imposed in good faith for infractions of workplace conduct rules. This refers to suspensions imposed pursuant to the School’s written policy applicable to all employees regarding serious work-related misconduct.
• The School may pay a proportionate part of the employee’s full salary for the time actually worked in the first week of employment or the last week of employment.
• When a salaried-exempt employee takes unpaid leave under the Family and Medical Leave Act (FMLA leave), the School may pay a proportionate part of the salary for the time actually worked in the workweek.
Prohibited Deductions / Complaint Procedure. In accordance with the General Rule, the School prohibits any other kind of salary reductions based upon the quantity or quality of work performed (i.e., such reductions other than those described under Permissible Deductions). If a salaried-exempt employee experiences a salary reduction and believes that it violates this policy, the employee is expected to report this promptly to the human resources manager. The employee will not be penalized in any way for making such a complaint. It is the School’s policy to reimburse the employee for any such improper salary reduction.
This policy is intended solely to implement FLSA regulatory requirements and is not to be considered any type of contract.
Lunch is provided at no cost to all employees in the Weicker Center Dining Hall or Lower School Cafeteria.
Except for certain exempt employees, all employees who work six (6) or more consecutive hours in a day are required to take a thirty (30) minute duty-free meal period. These meal periods must be scheduled after the first hour of work. Employees are completely relieved of their job responsibilities during their meal periods. For this reason, employees must clock in and out for their meal periods or record the beginning and ending time of the meal period on their timesheet every day. Employees may be required to sign a certification providing, among other things, that they have taken all their daily meal periods during the relevant pay period.
We provide medical, dental, and vision insurance coverage for our full-time employees who meet the eligibility requirements and who elect coverage. Coverage normally begins on the first day of the month following your employment if you have completed all necessary paperwork. It is your responsibility to notify the Business Office if you desire insurance coverage. The School currently pays a portion of the insurance premiums for our employees. Family coverage is also available at the employee's expense through payroll deductions.
Our medical, dental, and vision insurance plans are excellent. It provides the type of coverage needed to protect our employees and their families from catastrophic losses due to illness or injury. You may obtain additional information about this plan through the Human Resources Manager For specific details concerning eligibility and coverage, please be sure to consult the insurance contract itself.
We all must recognize that the cost of our insurance plans is based upon how much it is utilized. Therefore, each of us must work to utilize the cost containment provisions of the policy. This will help to keep the cost of our health care down and enable us to continue to provide this very valuable benefit. As with all other policies and benefits, the School reserves the right to change or eliminate benefits and/or contribution amounts at any time.
The School provides life insurance coverage for all full-time employees who meet the eligibility requirements and who elect coverage. The School currently pays a portion of the cost of this insurance covering 1X the employee salary. Supplemental life insurance for employees is also available at a very low cost through payroll deductions. You may obtain additional information about the Plan through the benefits portal. For specific details concerning eligibility and coverage, please be sure to consult the insurance contract itself.
The School provides long-term disability insurance coverage for our full-time employees who meet the eligibility requirements and who elect coverage. Coverage normally begins on the first calendar day of the second month of your employment. The School currently pays the cost of this insurance. You may obtain additional information about the Plan through the benefits portal For specific details concerning eligibility and coverage, please be sure to consult the insurance contract itself.
The School provides an excellent retirement savings plan for all employees who have attained the minimum age and service requirements. The School contribute to the Plan for each eligible employee. The employee may opt to not contribute to the Plan. As the employee's years of service grow, the School contributes a greater percentage into the plan. You must be a full-time employee to contribute to the plan.
All employees are provided Summary Plan Description booklets and other materials as required by law. You may obtain additional information regarding the Plan through the benefits portal.
The School pays for an annual flu shot if the employee chooses to receive it when it is offered on-campus each fall by an outside health agency.
COBRA requires that most employers sponsoring group health plans offer employees and their families the opportunity for a temporary extension of health coverage (called "continuation coverage") at group rates in certain instances where coverage under the plan would otherwise end. This notice is intended to inform you, in a summary fashion, of your rights and obligations under the continuation coverage provisions of the law.
If you are an employee of the School, covered by the School's medical insurance plan, you have the right to choose continuation coverage if you lose your group health coverage because of a reduction in your hours of employment or the termination of your employment for reasons other than gross misconduct on your part. Your eligible dependents may also have the right to elect and pay for continuation coverage for a temporary period in certain circumstances where their coverage under the Plan would otherwise end. If you have any questions concerning your rights under COBRA, please contact the Plan Administrator for details.
Upon hire an employee may be eligible for the School’s Cafeteria Plans. Additional information regarding the Section 125 Cafeteria Plans will be available through our benefits portal.
All employees can set aside money in a flexible spending account for dependent care costs on a pre-tax basis. Employees who participate in our high deductible health insurance plan can set aside money in a health savings account on a pre-tax basis. Employees who do not participate in our health insurance plan and are eligible to participate in a medical flexible spending account can set aside money for medical expenses on a pre-tax basis.
Full-time employees are eligible for a tuition remission benefit, based on guidelines set forth by the Board of Trustees. Full-time employees are entitled to 50% tuition discount for all their children (grades PreK4–12) who attend FRA. Employees may apply for additional need-based financial aid. This benefit is not available to part-time employees. Additional information is available in the Business Office.
The School carries Workers’ Compensation insurance for the protection of employees who are injured while at work. This coverage provides for medical expenses and lost income from these injuries. Individuals who are hurt on the job, no matter how small or apparently insignificant their injury, should report the situation to the school nurse, or your immediate supervisor, or the human resource manager so the incident report can be filed, as there is a time limit within which claims for workers’ compensation must be filed.
Each pay period, the School deducts a percentage of your pay, matches it with an equal amount of the School's money, and sends it to the government to be deposited in your Social Security account. If you are not familiar with the retirement and disability benefits provided under Social Security, check with your local Social Security Office for a more complete explanation.
This section of your Handbook discusses your responsibilities to the School as an employee, particularly those who are teaching faculty. Please thoroughly familiarize yourself with these policies and apply them in your work. The result of your effort will be a more efficient, productive and pleasant atmosphere for you, your co-workers, our parents and students.
We have certain reasonable policies and rules for the conduct of our employees in this School. Our most important rule is the “rule of reason.” Violation of any of the rules or policies set forth in this Handbook may lead to discipline, up to and including immediate discharge. Obviously, this list is not all inclusive and there may be other circumstances for which employees may be disciplined, up to and including immediate discharge. If you have any questions about School rules or policies, or what we expect of you as one of our employees, please discuss them with your Division Head, Dean, or Director.
The School regards its teachers as professionals, with benefits and obligations that the role implies. Their responsibilities are outlined in various sections of this handbook. The following general expectations should be noted carefully:
Mission
• Knows the School's mission/philosophy, goals, and objectives.
• Maintains a professional relationship with students and a respectful and cooperative relationship with colleagues, keeping in mind our inclusive Christian mission.
• Develops and fulfills the requirements of the spiritual, academic, and education programs.
• Understands the spiritual, academic, emotional, psychological, and social needs of each student.
• Collaborates with staff members in other departments to promote a total community atmosphere.
General Expectations
• Arrives at school by 7:15 a.m. (or earlier for scheduled meetings) and remains on campus until 3:30 p.m. (or later for scheduled meetings), Monday through Friday.
• Attends meetings, assemblies, and chapel.
• Submits grades and comments promptly and professionally.
• Follows all school policies and schedules reliably.
• Teaches class for the full period.
• Dresses in a professional manner. Please see faculty dress code for further information
• Honors in personal conduct and enforces with students the rules stated in the Family Handbook.
• Uses cell phones during instructional time for emergencies only.
• Uses computers during class time for instructional use only.
• Restricting the use of mass emails to school business.
• Assists with the supervision of all students and assumes responsibility for supervision of all students when assigned by school leadership (e.g.: lunch duty, recess, before/after school, etc.).
• Attends staff meetings about students in his/her age, grade, and/or curricular level.
• Maintains optimum conditions of assigned classroom space.
• Assists in planning and participates in any outside activity, event, and/or field trip, as needed.
• Acts as a resource to school leadership in terms of appropriate scheduling changes.
• Provides direction and supervision of classroom aides and parent volunteers.
• Provides classroom/teaching assistants with information necessary to work effectively with students.
• Volunteers for faculty assignments according to the current procedures.
• Grades all assignments and assessments and returns them to students in a timely manner, as designated by your department chair.
• Updates gradebooks in RenWeb in a timely manner, as designated by your department chair.
• Collaborates with teachers of different sections of the same course so that coverage of content and general grading policies of the course are consistent.
• Conducts daily classroom instruction relevant to the attainment of the written goals and objectives.
• Prepares and implements specific learning goals (long-range) and objectives (short-range) for students within their designated age and developmental level, grade level, and/or curricular area.
• Maintains up-to-date records on students’ attendance and daily progress within their designated age and developmental level, grade level, and/or curricular area.
• Maintains records of mastery of learning goals so that during progress reports and quarterly evaluation reports can be completed.
• Assists school leadership in preparing the instructional materials/textbook budget by submitting requisitions for materials necessary to carry out the learning goals and objectives at age and developmental level, grade level, and/or curricular areas.
• Creates, when necessary, needed teaching materials not on the market.
• Provides technology instruction to students, when appropriate for developmental and age level, grade level, and/or curricular area under the supervision of the technology department chair for the School.
• Works on curriculum committees to develop philosophy/mission, overall program goals and objectives, evaluation of curriculum and textbooks, assessment of students, and the scope and sequence of the curriculum.
• Establishes, implements, maintains, and evaluates the learning environment in which the spiritual, emotional, psychological, academic, and social needs of the students are met.
• Creates and maintains a learning atmosphere that affirms the dignity of every student.
• Evaluates consistently and modifies teaching techniques based on the progress of students.
• Confers with school leadership regarding the developmental levels and educational needs of the students.
• Is aware of any medical needs that have a direct relationship with the student’s behavior.
• Refers students for in-house diagnostic evaluation and/or guidance and counseling when a student may be having trouble in the classroom.
• Follows through on the recommendations made for a student by outside counselors or support staff.
• Creates flexible groups of students in specific subject areas based on diagnostic testing, their needs and talents, and/or enrichment.
• Works with professional staff members, such as counselors, specialists, and library media specialists, on implementing goals and objectives for students.
• Communicates consistently and proactively with parents so that they are fully aware of the academic and social progress being made by their children.
• Communicates proactively and frequently with parents of students who are struggling in your class.
• Copying grade chairs on all communications to parents and students.
Faculty attendance is required for:
• Opening-of-school dinner.
• Teacher workdays.
• In-service programs.
• Faculty meetings.
• Lower, Middle, or Upper School Parents Night.
• Scheduled conferences.
• Open House, as directed by the division head
• Teacher appreciation event.
• Dances/socials, as directed by the division head
• Christmas faculty breakfast.
• Middle School Fun Day/Lower School Field Day.
• End-of-the-year honor programs.
• Baccalaureate and commencement.
• Homecoming game.
Faculty attendance is encouraged for:
• Fine arts events.
• Parents Club functions.
• Homecoming events as assigned for upper school faculty.
• At least one co-curricular event involving students in teachers’ class(es) per semester.
School employees should maintain appropriate professional boundaries in their interactions with colleagues and students and not let their personal views create disruption at the school. Employees should not endeavor to impose their own political and social views on students or colleagues. While in their official capacities, employees should be advocates for kids not activists for causes. Teachers should create an atmosphere that encourages open and civil discussion from students with varying viewpoints.
Independent schools, as 501(c)(3) nonprofit entities, are prohibited from engaging in partisan political activity, either directly or indirectly. Accordingly, employees who purport to speak on behalf of the school may jeopardize the school's 501(c)(3) status if they advocate for or against a particular candidate for elected office or use school resources to do so.
As teachers, scholars, counselors, and mentors, faculty and school leaders can profoundly influence students' attitudes concerning professional competence and responsibility. Faculty and school leaders should assist students to recognize their responsibility to advance knowledge, practice kindness and responsibility. Because of their inevitable function as role models, faculty and administrators should be guided by the most sensitive ethical and professional standards.
Faculty and school leaders should aspire to excellence in teaching and mastery of their subjects and responsibilities. They should prepare conscientiously for class and employ teaching methods appropriate for the subject matters and objectives of their courses. The objectives and requirements of their courses, including applicable attendance and grading rules, should be clearly stated. Classes should meet as scheduled.
Faculty and school leaders have an obligation to treat students with civility and respect, and to foster a stimulating and productive learning environment in which the pros and cons of debatable issues are fairly acknowledged. Faculty and administrators should nurture and protect intellectual freedom for their students and colleagues.
Evaluation of student work is one of the fundamental obligations of faculty and school leaders. Examinations and assignments should be conscientiously designed, and all student work should be evaluated with impartiality. Grading should be done in a timely fashion. A student, who so requests, should be given an explanation of the grade assigned.
Faculty and school leaders should be reasonably available to advise students about academic matters, career choices, and professional interests. In performing this function, faculty and school leaders should make every reasonable effort to ensure that the information they transmit is timely and accurate. If a faculty member or school leader receives information that the student may reasonably expect to be confidential, the faculty or school leader should not disclose that information, unless required to do so by a School rule or applicable law. Faculty and school leaders should inform students concerning the possibility of such disclosure.
Discriminatory conduct based on such factors as race, color, religion, ethnic or national origin, sex, disability, age, or political beliefs is unacceptable. Faculty and school leaders should seek to make the School a hospitable community for all students and should be sensitive to the harmful consequences of professional or student conduct or comments in classroom discussions or elsewhere that perpetuate stereotypes or prejudices involving such factors.
No child should be left unsupervised at any time. If you need assistance, use the telephone to call the office. Lower School faculty should take whole-class bathroom and water fountain trips during the first weeks of school to teach appropriate rules and health habits. All lower school children should be escorted to the bathrooms by their teacher or an assistant when age appropriate. Teachers are responsible for the health and safety of their students at all times Therefore, teachers should always supervise their classes unless relieved by another adult. Attendance should be taken each time children move from class to class. Teachers should lock classrooms when leaving and their room is not in use.
Teachers should maintain proper relationships as well as the appearance of proper relationships with all students. In so doing, when a teacher is with one student in a classroom or office, there should always be a clear view into the room. If students meet with a teacher off campus for a Bible study or other such reason, at least one other adult should always be present.
As employees of an educational institution, you are held to a higher standard by parents, students, colleagues, and members of the public. We support and endorse a strict policy of respect toward students and expect employees to always act as adult role models. In addition, students typically respond better to faculty and school leaders and evidence greater levels of respect when appropriate expectations are established right from the beginning of the relationship. Therefore, you should ensure that you do not engage in any interaction or communication that may reflect even the appearance of impropriety or make students feel uncomfortable in your presence. If you are not sure whether a particular comment or action may be appropriate, it is far better to avoid the behavior than risk negative consequences.
The following are examples of inappropriate interactions and communications with students. This list is not all inclusive and other, similar activities should also be avoided:
• Calling or texting students on their cell or at home for non-school related matters;
• Encouraging or allowing students to call you by an inappropriate nickname;
• Touching students or their clothing in non-professional ways or inappropriate places, or touching a student with aggression, in frustration, or when you are highly emotional;
• Giving your phone number or asking for other students’ phone numbers for use in situations other than for legitimate school reasons;
• Making too personal comments to students (about their clothing, hair, nail polish, personal habits, etc.)
• Being alone with a student in a room, vehicle, or other area;
• Sending e-mails, texts, or writing notes to students of a personal nature;
• “Friending” or “following” a student on a social networking site;
• Giving students rides, except in emergency situations;
• Suggesting or permitting students to sit on your lap at any time;
• Engaging students to complete personal errands for you;
• Discussing the personal affairs of other students or your colleagues;
• Speaking with innuendo to suggest a relationship or sexual subjects;
• Avoid using the boys’ or girls’ restrooms when only one student is present;
• Flirting;
• Visiting students to “hang out” in their hotel rooms when on field trips or sporting events;
• Swearing, making inappropriate sexual, racial/or ethnic comments;
• Creating a social networking site and then inviting students to view or permitting them to participate in the site;
• Telling off-color jokes
• Dating or engaging in consensual relationships with students.
• Taking pictures of or with students for personal use
In addition, employees should never physically move, grab, or touch a student, or grab something from a student, with aggression or because of frustration. You should never treat a student with anything less than respect and dignity. If a student does not follow directions as expected, you should communicate clearly your instructions and, if the student does not listen or respond appropriately, you should take appropriate action, which could include any number of responses, such as separating the student from the group; walking up to the student and ensuring that the student clearly sees you communicate with him/her; removing the student from the activity; communicating with the parent after the event; writing a counseling report; etc.
Moreover, if you are an employee who is also a parent of a student at our School, you are expected to address perceived problems or alleged inequities by other students (bullying, etc.) in the same way all other parents are to address such actions. Report the problem to the appropriate school leader. Do not take personal action to address the situation.
We certainly encourage close relationships between faculty and students. However, all after-school and away from campus contact with students (including transporting students in a staff member’s vehicle, babysitting, going to dinner, etc.) must first be cleared with your division head, dean, or director.
If you observe any employee engaging in any type of inappropriate or questionable behavior with a student, or violating any aspect of this policy, please report the information immediately to the Head of School. In addition, as a part of every employee’s obligation to keep children and our campus safe, if you have information reflecting that any person who may regularly or periodically visit the school’s campus (student, employee, parent, spouse of an employee, family member, volunteer, or contractor) has been accused, arrested, or convicted of any type of potential abuse or sexual misconduct toward any other person, you must immediately report such information to the Head of School.
Any employee who engages in behavior that violates this policy or who fails to report such activity by others will be subject to disciplinary action, up to and including termination of employment.
To protect our employees and our students, the School must be able to investigate suspected or alleged misconduct. Employees are required to cooperate and to fully assist school leadership possible in investigating misconduct, whether their own or another’s. Such cooperation and assistance include, without limitation, being completely honest (including, providing all facts, documents, and information in the employee’s possession or control or which the employee has knowledge of), and submitting to searches and/or drug and alcohol tests, if requested to do so. An employee's failure or refusal to cooperate and assist in any investigation, including, without limitation, dishonesty, or a refusal to submit to a search or drug and alcohol test, if requested to do so, is grounds for discipline, up to and including immediate termination.
If an employee fails or refuses to cooperate or assist at any stage of an investigation into the employee’s own suspected or alleged misconduct, the School also reserves the right to proceed without the employee’s statement or cooperation and to make a decision based on all reasonable inferences from the employee’s failure or refusal to cooperate (including drawing an adverse inference) and information from other sources. The employee’s failure or refusal to cooperate remains a separate ground for discipline, up to and including immediate termination.
When it is necessary to provide a substitute teacher for less than one full day’s classes, and when a regular substitute cannot be provided, a teacher may be asked to monitor a class for one or two periods if they have a free planning period.
When teachers take their class to the playground or outdoors to play, they should always supervise students If there is more than one class on the playground at the same time, teachers should spread out so that all students are always being supervised Students may not engage in any activity which could cause harm to them or any other students.
The expectation is that all school employees will be present on campus for the full workday. While freedom is given to run brief errands during planning periods, as well as exceptions made for legitimate reasons (illness, family emergencies, etc.), employees should not make a habit of leaving school early, particularly when planning period(s) fall at the end of a particular day. Employees who must leave the premises during the school day should notify their Division Head, Dean, or Director and sign out at the appropriate School Office.
It is important that other employment and outside interests do not interfere in any way with your job performance at this School. Prior approval from the Head of School must be obtained in writing before accepting any outside work.
As directed by the admissions office, recruitment and assessment of prospective students are the responsibility of all faculty members. Faculty involvement in the admissions process is a duty as well as a privilege. All faculty members share the following responsibilities: reading files at the discretion of the division head, attending Family Open House, and exhibiting an overall willingness to share their experience with prospective families (i.e., opening classrooms during admission tours or shadowing days, receiving phone calls from prospective parents with specific interests, etc.). All lower school teachers, including resource teachers, are expected to attend at least two of the three or four testing/interview days. Faculty members will be paid for each of the Saturday testing/interview days they work. In middle school and upper school, attendance at interview dates is requested but not mandatory, assuming enough faculty volunteers
Each employee plays an important role in getting the day's work done. Therefore, each employee is expected to be at his or her classroom or workspace on time each day. Absenteeism or tardiness, even for good reasons, is disruptive of our operations and interferes with our ability to satisfy our students' needs. Excessive absenteeism or tardiness can result in discipline up to and including discharge.
If you are going to be late or absent from work for any reason, you must personally notify the administrative assistant of your division or supervisor as far in advance as possible so proper arrangements can be made to handle your work during your absence. Of course, some situations may arise in which prior notice cannot be given. In those cases, we expect you to notify your Division Head, Dean, or Director as soon as possible. Leaving a message does not qualify as notifying your Division Head, Dean, or Director - you must personally speak with the Division Head, Dean, or Director. When absence is due to illness, the School reserves the right to require appropriate medical documentation.
Faculty should provide an example of professionalism, good taste, and modesty in their attire, both on campus and at offcampus, school-related functions. Staff should be well-groomed and dressed professionally every day. As role models for students in their attire, personnel should not wear blue jeans, shorts, torn or frayed clothing, athletic attire, or clothes bearing facsimiles of alcohol, drugs, or tobacco products. Note that faculty may dress as necessary for special activities in which their classes are participating. Faculty may wear blue jeans or other casual attire on students’ dress down days or spirit days if announced by the division head.
• Dress pants, slacks, or khakis with collared dress shirts and professional footwear. Ties preferred. Jacket optional. Shirts may be long or short-sleeved
• Be mindful of the sheerness and fit of clothing.
For female faculty
• Collared shirts, blouses, tops, skirts, dresses, and pants with professional footwear.
• Clothing should be modest in style without low-cut necklines, excessive slits, or inappropriately short hemlines. Be mindful of the sheerness and fit of clothing.
• Leggings may only be worn with an appropriate dress-length top.
For PE Faculty
• Physical education teachers may wear shorts and FRA polos/shirts during the school day as appropriate for the duties of their class.
Miscellaneous
• All faculty are to wear their name tag until Labor Day. All faculty are required to wear/carry their name tag and badge for the entire year.
• On Fridays, faculty may wear an FRA polo shirt with professional pants or skirt.
Student Dress Code
Faculty are expected to enforce policies governing student dress both in their classroom and in other places on campus. The current dress code regulations are stated in the Family Handbook. Each teacher should become familiar with these and consult the division head/dean of student life of respective divisions if there are questions regarding the responsibilities in enforcement of policies. Teachers should note certain outfits are approved only for specific divisions based on age-appropriate clothing.
Lunch
Lunch is provided in the Weicker Center Dining Hall free of charge to all faculty and staff. In general, all teachers should assume responsibility for maintaining orderly conduct, encouraging good manners, and, if necessary, directing students to leave their table clean and neat. Teachers will be assigned lunch duty periodically throughout the year.
Carpool
A middle school faculty member may be assigned to carpool duty Monday-Friday from 2:50-3:15 p.m.
Middle School Advisor Program
Every faculty member in the middle school will serve as an advisor, and advisor groups typically contain between eight and twelve students. Regular meetings are designed to help faculty members actively support students’ academic, social, and spiritual needs and to help them identify and address issues with the students they advise. Advisors typically meet with their groups daily for 20 minutes.
Upper School Advisor Program
Every faculty member in the upper school will serve as an advisor, and mentor groups typically contain between eight and twelve students. Regular meetings are designed to help faculty members actively support students’ academic, social, and spiritual needs and to help them identify and address issues with the students they advise. Advisors meet with their groups daily for 20 minutes.
Faculty Role in Disciplinary Matters
Faculty should expect students to always behave with consideration for others in thought, word, and deed. Students should abide by the school’s classroom rules and any others stipulated by teachers. The first person to deal with any
discipline infraction is the teacher on the spot, whether in or out of the classroom. Teachers may also work with any given student’s grade chair, and, according to the seriousness of a case, they may want to refer a student to the middle or upper school dean of student life and/or the middle or upper school division head. Failure to enforce rules of discipline vitiates the entire disciplinary system and, by example, signals to students that they, too, can be selective about which rules they will follow.
There are two post-planning days at the discretion of department chairs or division head. For teachers, the school year is not over until all grades and comments are in and the final checkout is completed with the division head.
Classroom media refers videos, articles, websites, novels, YouTube clips, etc. The School supports the use of these media in the classroom to enhance the curriculum. Teachers are to use discretion when using the above materials in class. Media should be both relevant to the classroom material and appropriate to the age and maturity of the students. Media should not be used for pure entertainment purposes. It is the responsibility of the teacher to preview each piece of media in its entirety before using it in class. If the media is determined by the teacher to have objectionable, offensive, or emotionallychallenging material yet is still considered an appropriate teaching tool, the teacher is strongly encouraged to announce this to the class before the media is introduced. It is also appropriate to notify parents of the objectionable content in advance. Inappropriate content includes the following: nudity or sexually provocative material, profanity, extreme violence, emotionally difficult material, and sensitive topics.
• The teacher must preview media well in advance of the intended class.
• Seek advice from a department chair or division head, if needed, as to whether to send a letter notifying parents of the media being used in class
Teacher should include the following information:
• The fact that the teacher did preview the media
• The name of the media
• How the media enhances the curriculum.
• The questionable aspects of the media
• Parent signature, as needed.
• If parental permission is asked, state the replacement assignment should the parent opt not to have the student interact with the media.
Employees are expected to comply with all School policies when using cell phones while at School or on School-related business. Excessive use of cell phones during the workday can interfere with employee productivity and be distracting to others. Please limit personal calls during school hours. Faculty and any person supervising students should not be using cell phones during class time or when supervising students on or off campus unless there is an emergency.
No employee may use cell phones while driving on campus. In addition, employees are expected to refrain from using their cell phones while driving off campus in connection with their job duties. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull over to the side of the road and safely stop the vehicle before using any cell phones. Under no circumstances are employees allowed to place themselves or anyone else at risk to fulfill business needs. Under no circumstances may an employee while driving write, send, or read any text-based communication, including text messages, instant messages, and email messages.
Employees who are charged with traffic violations resulting from the use of their cell phone while driving will be solely responsible for all liabilities that result from such actions. Employees who violate this policy will be subject to disciplinary action.
To maintain the security of our premises and systems, the School prohibits unauthorized photography, audio or video recording of its confidential documents, students, or parents.
For security, support, and liability purposes students and faculty must use the school-provided technology. Outside devices are not authorized or supported. All software, hardware, and AV equipment are properties of Franklin Road Academy. As such, all portable equipment must be signed out from the technology office and returned when not in use. By signing out the equipment, the teacher or staff member is taking full responsibility for its use and care. Returning equipment not in use allows equipment to be available for others and reduces cost while maximizing use.
This process is in place to:
• Promote consistency and compatibility in the types of equipment on campus.
• Reduce costs.
• Minimize training on different equipment types.
• Maintain inventory.
All hardware and AV equipment purchases must be done through the technology department, and any request should be made via email with supporting details to helpdesk@franklinroadacademy.com. Any software purchases or requests must also go through the technology department by emailing helpdesk@franklinroadacademy.com. This will help ensure proper project management and implementation, including:
• Product evaluation.
• Compatibility with existing systems.
• Cost effectiveness.
• Proper budgets.
• Proper training.
Faculty may park in the parking spaces located throughout campus. Faculty may not park along the curbs adjacent to buildings where parking spaces are not provided. During certain event days, faculty may be directed to park in specific lots to create space for visitors.
Supplies for classroom needs in the lower school should be coordinated through the division administrative assistant with approval of the division head. Supplies for classroom instructional needs in the middle and upper schools should be coordinated through the department chairs with approval of the division head. Everyday classroom supplies should be coordinated through the middle and upper school division administrative assistants.
All visitors should report to the office, be checked in, and receive a visitor label with his/her printed name and photo If you notice any visitors who are not wearing this label, please escort them to the School Office and notify the School Office as well. If you see personnel with children in an inappropriate location, notify the School Office.
All suspicious visitors on campus and suspected campus intruders should be reported by the faculty member to one of the school leaders and/or a member of the security team.
Permission for students to invite visitors to school should be obtained from the division head, and visitors must check in with the division head upon arrival. While we are a community and we often welcome visitors to our campus, please make sure visits by friends, relatives, or children do not disrupt daily school operations for our students or other faculty members.
Under no circumstances are non-staff adults permitted to be visiting in a classroom without prior permission from a school leader. Parents need teacher and school leader approval to visit a classroom. Everyone, including faculty, staff, students, and school leaders, share responsibility for adhering to and enforcing the policies.
The usage of the facilities above and beyond faculty events, student programs, and activities shall be reviewed by the facilities committee. Requests should be submitted via email to the Assistant Head of School for Finance and Operations. Use of all indoor and outdoor space on campus must be requested and approved before an event may take place on campus. The safety, security, and condition of the campus must not be compromised. Nighttime events that require lighting of campus space will be prohibited except for specific school-sponsored games, practices, or activities. Use of the grass fields (ex., baseball, football, soccer, baseball, and lacrosse areas) and adjacent event spaces must be approved by the athletic department acting through the facilities committee. Unfortunately, there may be occasions when a later request for a facility could have a higher priority than the original one. In that case, concessions will take place. Our policy prohibits the misuse or use without authorization of the equipment, vehicles or other property by parents, students, vendors, other employees of the School.
We have made a tremendous investment in our facilities and equipment in order to better serve our needs and to make your job easier. Deliberate or careless damage to the School's property will not be tolerated.
The director of security and director of health services give a presentation annually to the faculty in each division regarding procedures for health emergencies, fire drills, tornadoes, lockdowns, and active shooter response.
Parents must be notified at the beginning of the school year concerning the method the School will use to announce unplanned nonattendance days. The Head of School, in the exercise of prudent judgment, will arrive at a consensus in deciding to dismiss students in an emergency or to declare a day off because of an emergency. The School will post information on its website regarding school closings and early dismissals due to hazardous weather conditions.
Fire drills are required by law and must be conducted to acquaint the students, faculty and staff with proper procedures. An exact record of the date of drills and the amount of time needed to evacuate the building is to be kept in the School file. The Division Heads are obliged to comply exactly with the regulations for fire protection and should make frequent checks around the School to ensure the safety of the students.
When the fire alarm sounds, the teacher should immediately stop all class activity, close all windows and doors, and assume lockdown position until instructions are given to evacuate the classroom due to fire. Instruct students to proceed at a rapid walk, not a run, to the exit designated for the classroom being used. (At the beginning of the term, teachers should note this information for each classroom in which they will teach.) Teachers should direct students to a point clear of the building and take attendance to verify that all members of the class are with the group. Classroom teachers must account for all members of their class when they reach the designated area (roll books should be taken outside). Teachers are to stay with their class and escort them back to the room after the “all clear” is given. Administrative designee will check all classrooms and report to Emergency Supervisor.
Teachers should make sure that students are aware of these rules, especially the need to move quickly, but in a quiet and orderly manner. A copy of the evacuation map should be posted in each room.
Tornado alert drills are also held periodically. When the alert is announced, the teacher should immediately cease all class activity and give the students instructions to go to the place designated for the classroom. At the designated area, students should be instructed to crouch on elbows and knees and place hands over the back of the head.
The School will make its own decision regarding severe weather: to open at the regular time, to delay opening, or to close (regardless of the action of any other system or school.) Once we know about a change in school opening, all families will be alerted by the school’s mass notification system by phone and/or email, if possible. School officials will make every effort to have an announcement made between 6-6:30 a.m.
Listen carefully for instructions about whether the school will be open at the regular time, will open late, or will be closed. We will have a message posted on the website between 6:30 and 7 a.m.
The Thorguard Lightning Prediction System provides advance warning of a lightning hazard, allowing time to seek shelter. Horns located on the Hill will alert of a dangerous condition, as well as when the danger has passed. Seek shelter in permanent buildings and in vehicles. Always avoid athletic fields and bleachers, open areas, bodies of water, doors and windows, isolated trees, and high elevations.
The School has two clinics staffed by registered nurses. The nurses coordinate care for students with chronic health conditions, dispense medications, maintain health records, and treat minor injuries and illnesses. The clinics are open during the academic day whenever school is in session. The goal of FRA Health Services is to keep students in school by treating minor illnesses/injuries and managing chronic health conditions. Students will be sent home only if necessary. A brief summary and explanation of FRA Health Services follows.
Lower School Clinic: Danner Hall, LS Room 116 Ext. 4648
Nurses: Brooke West, BSN, RN and Stacey Anderson, RN, MS, CCLS
Middle/Upper School Clinic: Weicker Center hallway, Room 112 Ext. 4485
Nurse: Georgie Goldthorpe, MSN, RN
Confidential Medical Information
All student medical information is confidential. Discussion of a student’s medical condition or medication(s) should be done only when necessary and as it pertains to the student’s academic performance, safety, health and well-being.
If a student is injured or becomes ill while on campus, the student should see the nurse with teacher permission. If there is any doubt as to the ability of a student to safely reach the clinic, please have someone accompany the sick or injured student, or call the nurse.
• In the lower school: The nurse will evaluate the student’s complaints. Minor complaints will be treated, and the student will return to the classroom. Over-the-counter medication will be given if indicated and approved by parents. Parents will be contacted by the nurse, and the student will be sent home, if needed. Teachers should not call or email parents to pick up students. Students must first be evaluated by the nurse.
• In the middle school: If a middle school student needs something basic (e.g., Band-Aid, cough drop), the student may go to the middle school office with permission. The middle school office has basic health supplies, and because it is closer to the middle school classrooms than the clinic, the student will miss less academic time getting what he or she needs. If a student has a more complicated issue, the student may go to the Middle/Upper School Clinic with permission. The nurse will assess and treat, provide over-the-counter medication if indicated, and student will return to class. If indicated, the parent will be contacted by the nurse, and the student will be sent home. Teachers should not call or email parents to pick up students. Students must first be evaluated by the nurse.
• In the upper school: The nurse will assess and treat, provide over-the-counter medication if indicated, and the student will return to class. If indicated, the parent will be contacted, and the student will be sent home. Nurse will evaluate whether the student is competent to drive his/her own car home.
Student prescription medications are kept locked in the clinic and dispensed by the nurse. If age-appropriate and with school and parent permission, a student may be allowed to carry his/her own medication, inhaler, or epinephrine autoinjector. All students with Type 1 Diabetes are allowed to always carry their necessary supplies and technology.
Faculty members may occasionally be responsible for administering medications to students (e.g., field trips, retreats, overnight trips, athletic team trips). Faculty member must be prepared and trained by the nurse prior to the trip. The following are general guidelines for faculty to use when administering medications:
• All medications must be in a properly labeled container which includes the student’s name, name of the medication, dosage, time to be administered, and method of administration (e.g., oral).
• Faculty members dispensing the medications must adhere to the Five “RIGHTS.”
o RIGHT Student.
o RIGHT Medication.
o RIGHT Dosage.
o RIGHT Time.
o RIGHT Route/Method of Administration.
• Where is the form located? The Occurrence Report form is in the faculty portal of the school website under School Links. There are five different forms: Athletic, Lower School, Middle School, Upper School, and Summer Camp.
• What is it for? An Occurrence Report (accident report) is a form that is filled out in order to record details of a significant event/injury involving a student. The purpose of the occurrence report is to document the exact details of the occurrence while they are fresh in the minds of those who witnessed the event. This information may be useful in the future when dealing with liability issues stemming from the incident.
• When to fill it out? The report must be filled out as soon as possible following the incident (but after the situation has been stabilized). This way, details written in the report are as accurate as possible. The report should be completed the same day as the occurrence.
• Who should fill it out? The individual who witnessed or was monitoring/supervising the situation should submit the report. If the nurse was involved in caring for the injured student after the occurrence, she may alternatively submit the report.
When an employee becomes ill or is the victim of an accident, his/her supervisor should contact the Business Office and the employee’s designated family member or contact person immediately. If no one can be reached or if the situation appears to require immediate medical attention, the supervisor should call the police or rescue unit and seek their assistance.
The School should have information on file and a quickly available listing of emergency contact persons (maintained in the Business Office), their addresses, at home and at work telephone numbers, and information about one or two other persons who have agreed to assume responsibility when the emergency contact person is not available.
The School has a responsibility to provide a safe and healthy environment for employees, parents, students, and visitors. Certain communicable diseases may require time away from the workplace in order to protect the health and safety of others. In the case of more global or local threats, the School will take all reasonable measures that may be necessary to protect the safety and health of members of the School community. These may include implementing infection control guidelines designed to stop or slow the spread of infectious diseases.
A communicable disease is an illness due to a specific infectious agent or its toxic products, which is transmitted directly or indirectly to a person from an infected person, animal, or insect. A communicable disease may be transmitted directly from one body to another without the aid of other objects, such as droplet spray from sneezing coughing, spitting, singing or talking. It may be transmitted indirectly when an object transmits the organism. Objects of transmission may be clothing, linens, utensils, food, water, milk, air, soil, or insects. Examples can include seasonal influenza; tuberculosis; measles; chicken pox; hepatitis A, C, and D; meningitis; antibiotic-resistant staph; Severe Acute Respiratory Syndrome (SARS); H1N1 Flu; Swine Flu; Avian Flu; Ebola; and novel coronavirus - COVID-19. We recognize that some diseases may not be infectious under certain circumstances.
The School will apply guidance from the Center for Disease Control (CDC) and its affiliate, NIOSH, state and local health departments, and World Health Organization (WHO), and other agencies and resources as appropriate. Each communicable disease is unique. The School’s response depends on public health guidance for the specific communicable disease, the nature and stage of the disease, whether mitigation methods are or can be used, and public health guidance on the risk and exposure. Response may include, without limitation, a determination that no risk exists or that no action is required, immunization programs may be put into place, mandatory health screening may be implemented, mitigation
steps may be needed such as an employee refraining from some activities, utilizing bandages or other barriers, enhanced housekeeping, travel restrictions or cancelation of business travel (including field trips), a medical exam and release, and being sent home. Depending on the event, the School may require employees and parents to disclose upcoming travel and to self-quarantine upon return. School closure may be necessary, or the School may need to modify its operations, curriculum, schedules, length of school day, length of the school year, and/or means of learning and teaching methods. During certain communicable disease events, threat levels may change rapidly, and the School may need to modify various measures as additional information becomes available.
We rely on our employees and our parents as the first step in preventing infection in the school environment. Our employees are professionals, and we count on them to use good judgment in protecting our students and their parents, coworkers, our visitors, and the public. Sick employees should stay home. Employees who know or have a reasonable basis for believing that they have a communicable disease that may pose a threat to students, parents, coworkers, visitors, or the public should immediately contact their health provider. Employees have a “reasonable basis” for believing that they have a communicable disease when they show or feel signs or illness, such as coughing, sneezing, fever, joint aches, have an overall ill feeling, or when they know that they have been exposed to someone with a known communicable disease or suspected communicable disease. It is the responsibility of an employee who has a confirmed communicable disease that poses a risk to others in the school community to report that information to the Human Resources Manager for the health and safety of the School community. Employees have a responsibility to conduct themselves responsibly and to not engage in any activity that creates a material risk of transmission to others in the community. The Department of Health shall be notified when an employee is sent home because of a communicable disease. In case of absence due to the reportable communicable disease, a release card from the Department of Health or a letter from the family physician indicating that the Department of Health regulations have been fulfilled must be presented when the employee returns to work (indicating that the employee is no longer infectious). Our Human Resources Department will work with affected employees about applicable sick or other leave, including under the FMLA.
The School will generally not identify an infected person to coworkers or parents, although public health guidance will guide the School’s communications. It may be necessary to alert others in the community who were in certain areas or at certain times that exposure could have occurred. The School will disclose sensitive medical information of employees and students no further than is necessary to ensure the health and safety of employees, students, parents, and visitors in a manner consistent with applicable law. The School will comply with all federal and state laws regarding confidentiality and privacy requirements.
As educational professionals, we have a responsibility to provide the children we teach with the opportunity to obtain the best education possible. However, our responsibility does not end there. We also have a legal responsibility to protect the children we educate from child brutality, abuse, neglect, and sexual abuse. Unfortunately, child brutality, abuse, neglect, and sexual abuse are all too frequent occurrences. In our capacities as educators or employees at an educational institution, at some point in our careers we are likely to encounter child brutality, abuse, neglect, or sexual abuse. This prompts the question, “how do I recognize and deal with such a situation when it occurs?” This policy is designed to provide guidelines for reporting suspected brutality, abuse, neglect, or sexual abuse.
Tennessee law requires that all school personnel report situations involving potential brutality, abuse, neglect, or sexual abuse. The statutes state that a report is required when:
• A person has knowledge that a child has sustained a wound, injury, disability, or physical or mental conditions if the harm is of such a nature as to reasonably indicate that it has been caused by brutality, abuse or neglect or that, based on available information, reasonably appears to have been caused by brutality, abuse, or neglect.
• A person knows or has reasonable cause to suspect that a child has been sexually abused.
If you have any belief, concern, or thought that you have witnessed, heard, or heard about a situation possibly involving brutality, abuse, neglect, or sexual abuse, you must do the following:
1. Contact the Counseling Department Chair Allison Hammat (615) 369-4646.
2. If you cannot contact the Counseling Department Chair, contact the Head of School or Division Head.
3. The appropriate person will then discuss the situation with you to ensure that the appropriate reports, if any, are completed.
Failure to report suspected abuse could constitute a crime under Tennessee law and subject you to prosecution. In addition, as a part of every employee’s obligation to keep children and our campus safe, if you have received information reflecting that any person who may regularly or periodically visit the school’s campus (student, employee, parent, spouse of an employee, family member, volunteer, or contractor) has engaged in misconduct that in any way involves known or alleged child abuse, including, but not limited to, child physical or sexual abuse or neglect, you must immediately report such information to the Head of School.
Should events beyond the control of the School occur, including, but not limited to, fire, act of God, hurricane, tornado, flood, extreme inclement weather, explosion, war (including armed conflict), governmental action, act of terrorism, risk of infectious disease, epidemic, pandemic, shortage or disruption of necessary utilities (water, electricity, etc.), the School has the discretion to close the School and/or modify its operations, curriculum, schedules, length of school day, length of school year, and/or ways/methods in which employees will provide services. During such event, employees shall fully perform all duties and responsibilities as communicated to them by the School. Depending upon the modifications the School makes, if any, the School may in its sole discretion reduce compensation until the crisis passes and operations return to normal. Any such reduction shall follow all applicable federal and state wage and hour laws. Should the School close, the School’s duties and obligations shall be suspended immediately without notice until such time as the School, in its sole and reasonable discretion, may safely reopen; provided, however, that if the School requires employees to perform certain services during the closure, the School shall pay such employees their wages/salaries (at the new rate if so communicated) in compliance with all applicable law. If the School cannot reopen due to a force majeure event, the School is under no further obligations, including any wage or salary payment to employees beyond the last date the individual employee actually worked.
If your job requires that you use hazardous or toxic materials, you are expected to comply with all federal, state and local laws and regulations concerning their safe handling and disposal. Please be sure to familiarize yourself with proper handling and safety procedures. If you have any questions, please discuss them with your Supervisor.
The health and well-being of our employees and students is foremost among the School’s concerns. For this reason, you are urged to follow common sense health and safety practices, obey all health and safety rules, exercise caution in all work activities, and correct or report any unsafe condition to the Maintenance Department. Employees must wear any personal protective equipment (PPE) issued by the School. Employees must inspect tools, equipment, and any issued PPE daily to ensure that they safe for use and for any damage, before and after use, and immediately report any concerns to their Supervisor. Should any PPE, tool, or piece of equipment malfunction or break, immediately cease using and notify your Supervisor. Employees who violate health and safety standards, who cause hazardous or dangerous conditions, or who fail to report or, where appropriate, fail to remedy such conditions, are subject to disciplinary action, up to and including, termination.
All accidents, including those which do not involve serious injury or those involving students or parents, must be immediately reported to your Supervisor.
We believe school should be challenging educational experience, and to succeed, a student must work hard and earn his/her grades.
We believe in setting a high bar of expectation for our students and in holding them accountable to it.
We believe in maintaining the value and integrity of an FRA diploma. We believe that it is our responsibility to celebrate learning, curiosity, and engagement rather than solely focusing on rigor as our highest priority.
We believe in challenging our students not for the sake of making school hard, but to instill the skills that are necessary for success in school and in life:
• meeting and triumphing over challenges.
• developing grit and resilience
• intrinsic motivation.
• the willingness to push oneself beyond one’s perceived capabilities.
We recognize that one of the distinctive characteristics of the FRA experience is that our students carry a robust academic load while also maintaining an equally full co-curricular schedule. This commitment from our students not only supports the school’s need and desire to provide a generous number of opportunities for students to plug into the community, but it is also an important of our educational experience and delivering our mission.
With that in mind, it is incumbent on FRA to develop a healthier and more realistic approach to homework that promotes learning and engagement, while also creating time in the daily student schedule for the more important academic pursuits of critical thinking and problem-solving. For too many years, independent schools have been engaged in a false premise that more work is equivalent to a more rigorous academic program. We do not believe this is in the best interest of student learning or health. We believe that quantity does not equate to quality.
Homework is a valuable academic tool that can teach organization, time management, and prioritization; however, we do not believe that homework in and of itself can promote learning. It is one tool at the disposal of a teacher and should be used in proportion to its academic value. We believe the most valuable time a student spends on any academic subject is the time he/she spends in class with peers and teachers.
We also believe that as a college preparatory school, as students move into the upper school, homework should begin to mirror what our students will face beyond their time at FRA: greater emphasis on synthesizing information and decreased emphasis on rote memorization and repetition
Therefore, we believe that homework should:
• always be relevant, reasonable, and appropriate.
• include previously taught and learned concepts or introduce new concepts to gauge student knowledge.
• never be designed to be busywork or to simply occupy the time of a student and attempt to demonstrate false rigor.
Students who choose to take honors and Advanced Placement courses should expect to have more homework than those who take standard-level courses; however, even in those advanced levels, homework should remain reasonable, and consideration of the student’s overall academic and co-curricular load should be considered. Learning, curiosity, and engagement should take precedence over the occupation of a student’s time.
Homework is permissible in the lower school but should never be utilized as “busy work.” Homework should serve the purpose of reinforcing concepts already taught at school and may take the format of curricular worksheets, online tools, teacher-created assignments, projects, etc. Homework is typically not assigned on weekends or over school holidays/breaks. Evenings of school activities involving family participation (specific to that grade level or school-wide “FRAmily nights”) are also nights with no homework. Students are encouraged to use good time management to complete a long-term assignment or project.
When students are assigned long-term projects at least two weeks before the due date, they are expected to begin the assignment in a manageable time period in order to complete the project by the due date. If a student is absent the day before the project due date, please note that the student is still expected to turn in a completed project on the assigned date, unless prior arrangements/communication have been made with the teacher. If a student is absent on the day a long-term assignment is due, the student is expected to turn in a completed project on the first day he/she returns to school unless prior arrangements/communication have been made with the teacher.
The lower school at Franklin Road Academy utilizes a standards-based grading system to best communicate student progress toward mastering grade-level standards. The lower school utilizes trimester grading periods with mid-trimester progress reports sent home. The standards-based report card uses the following marks to communicate progress toward mastery:
• 1 = Does not meet expectations related to the standard
• 2 = Progressing toward meeting expectations related to standard
• 3 = Meets expectations related to standard
• “Gray boxes” = Not Yet Taught/Evaluated
Students not achieving adequate academic progress during the school year may be asked to complete summer tutoring, may not be promoted to the next grade level, or may not be allowed to return to Franklin Road Academy. These decisions will be made by the Head of the Lower School in collaboration with the teachers, parents, and other pertinent parties
Classes should be well-planned; both teacher and students should have a clear understanding of the objective(s) for the class period. Recognizing that active participation results in maximum learning, teachers should develop methods that engage students productively in the “discovery and mastery” process.
To provide clarity and good example, each teacher should prepare a syllabus for students with a written statement of his/her classroom policies. This statement serves as a valuable point of reference should any question arise about what the teacher requires in behavior and performance.
Teachers should hold students accountable for homework. Teachers should inform students what the method of accountability is (grading, checking, quiz, notebook, etc.) and the consequences of not completing assignments. To maintain credibility, teachers must consistently follow the policy they announce.
All teachers should post homework assignments daily in RenWeb. Students are expected to do homework and have completed all assignments before the date determined by the subject teacher. Though parents may and should be interested in and encourage the child’s efforts, homework ultimately represents the student’s efforts.
All nights deemed “FRAmily nights,” including bonfire and opening night of the fall musical, are considered no homework nights. No homework means that there will be no assignments of any kind due the day after a no homework night or weekend. This includes but is not limited to labs, homework, quizzes, tests, projects, PBAs, and anything else that must or could be prepared during the no homework night/weekend.
Breaks are built into the calendar as a way for our students to discover new places, reconnect with family, and rest. As such, assignments are not typically given over Fall Break, Thanksgiving, Christmas, Winter Break, Spring Break, Easter Break, or on other occasions specified by the division head. Should the course necessitate a homework assignment, it is not to exceed a typical night’s load.
On occasion, AP courses may give reasonably extended assignments over some of these breaks.
Material such as writing assignments, projects, quizzes, tests, and lab reports should be graded and returned to students as promptly as possible. The turnaround time to return tests, essays, projects, papers, etc. will be communicated by classroom teachers in their syllabus after being approved by department chairs.
At the beginning of each course, the teacher should explain, in both oral and written form, the way the semester average will be determined, i.e., the percentage given to daily grades, quizzes, tests, projects, notebooks, etc. and remind students of the percentage given final examinations. Teachers of different sections of the same course should work together so that coverage of content and general grading policies of the course are consistent. The grading system in middle and upper school at FRA is numerical. See exact grading systems for lower, middle, and upper school in the FRA Family Handbook
Students who fail three or more classes during a semester may not receive re-enrollment contracts for the coming school year. Students who have been suspended or is on a probationary contract may not receive re-enrollment contracts until the school year has been completed satisfactorily.
Progress grades are reported at approximately six and twelve weeks during each semester with teacher comments sent home mid-semester (week nine). Specific dates for reporting semester grades and writing comments are provided to faculty by the division head.
Grades for year-long and one-semester courses will be reported as follows:
• 1st progress report - grades for all students and emails for students 75 or below; phone calls for students below 70
• Mid-semester comments - comments for all students
• 2nd progress report - grades for all students and phone calls for students 75 or below
• Semester grading period - grades for all students and comments for students.
IMPORTANT: Parents of students who have a failure at the end of a semester are contacted by phone or in person either by a grade chair or school leader. The teachers must write a comment pertaining to the course failure in RenWeb for that student.
• Enter comments into RenWeb
• Pay careful attention to student’s name (especially to spelling), course title, and grade level.
Guidelines for the content of comments:
Correctness and clarity: Division heads and department chairs review comments and occasionally may request that a teacher rewrite a comment or correct an error to clarify meaning. Comments should include specific information about strengths and weaknesses of performance. Comments should pinpoint achievement and/or deficiencies in skills and in mastery of content which are responsible for the student’s grade in the course.
• Use a supportive, professional tone. Sarcasm and caustic remarks must never be used.
• A firm, straightforward statement can be made about serious academic or behavioral problems without conveying a negative attitude or feeling toward the student.
• Comments should convey the teacher’s genuine knowledge of each student. Nothing is more important than the teacher’s incisive, personal observation of the individuality of each student.
• For students having difficulty, specific suggestions for improvement should be made.
To be able to make such observations, many teachers make notes throughout the grading period about work habits, class responses, tests, and homework papers, etc., which warrant commendation or recommendation for improvement.
Expectation for comments will be relayed by the division head.
Students are encouraged to seek extra help at designated times each day. If additional support seems necessary, the teacher should confer with the grade chair and/or ASPIRE coordinator before parents are contacted. The grade chair, subject teacher, and ASPIRE team should stay in regular contact regarding the student’s progress. The School always recommends attendance at office hours and tutorial as the first step for a child who is struggling in class. Teachers must be available during office hours and tutorial periods If a parent asks for an outside tutor, direct middle school and upper school parents to the ASPIRE coordinator; direct lower school parents to the lower school ASPIRE coordinator
To avoid any perceived conflict of interest, no faculty, coach, or staff member may receive outside payment for tutoring or private lessons during the regular school year without advanced written permission from the Assistant Head of School for Academic and Student Affairs. Employees are not allowed to receive outside payment for students in their own class or on their team during season, nor are they allowed to tutor or coach students for outside payment during regular school hours. No spouse or relative of a faculty member may tutor or offer private lessons to any student who is enrolled in the spouse’s or relative’s class. All one-on-one tutoring should be done in public spaces with clear sightlines.
Private music and dance lessons offered by outside instructors and art lessons for a fee are coordinated through Franklin Road Academy. These lessons are offered on school property. Occupational therapy limited physical therapy, speech therapy, language therapy, and reading tutoring are all offered on campus through a select group of pre-approved providers. These services are offered to students who have been evaluated and qualify for services. Other than these services, as well as private music and dance lessons, school property may not be used for any private, fee-based, instructional purpose.
Any time a faculty member travels with students, it is considered a school-sponsored trip. Therefore, all faculty members must submit a proposal for such a trip. (See details for off-campus trip proposals in the proposals for trips section below.)
Teachers who wish to plan off-campus trips must first consult with the division head. When permission for the trip has been granted, the teacher asks the administrative assistant to arrange for buses, if needed. (See procedures and forms for off-campus trips.)
Please note that when a faculty member takes a group of students on an off-campus trip, the trip is an extension of the school day. Therefore, all rules are in effect as stated in the FRA Family Handbook. Students should remember that they are representatives of the school while off campus. School uniform is expected unless explicit permission has been requested and granted otherwise. Middle and upper school students are required to be in good standing to be eligible to participate in off-campus trips.
In general, proposals for off-campus trips must be submitted a minimum of four weeks in advance. All off-campus trip proposals should be given to the department chair and division head, and - if relevant, director of fine arts or athletic director. Please complete the Off-Campus Trip Proposal Form The following information should be included.
• Date submitted.
• Trip sponsor(s) name(s).
• Destination.
• Dates of trip.
• Itinerary.
• Purpose of trip.
• Chaperones.
• Method of transportation.
• Projected number of students.
• Estimated cost.
• Grade level(s) of student(s) to participate.
Sponsors should collect all needed materials from students in a timely manner: agreement/ release/waiver form, preplanned absence forms, deposits of money, etc. Prior to the trip, the sponsor should obtain all medical information from the school nurse for all participating students. The sponsor should give a list of all students and chaperones attending the trip to the appropriate school leader at least two weeks prior to the trip, and before any non-refundable bookings have been made. (See Off-Campus Trip Proposal Form.)
Guidelines/Procedures for Organizing Off-Campus Trips
• No off-campus trips can be scheduled during exam week, review days, or on weekends prior to any exams or reading periods.
• All off-campus trips must be educational in nature.
• For middle and upper school trips, teacher/moderator submits the Off-Campus Trip Proposal Form for three signatures. The department chair and division head must sign. The third signature will be either the director of studies, director of fine arts, or the athletic director, based on the nature of the trip.
• The division head gives a copy to the requesting teacher and will email information to middle and upper school teachers. Lower school field trips are approved by the division head and are usually on the calendar at the start of the year.
Check List for Teacher/Moderator Prior to Off-Campus Trip
• Communicate details of the off-campus trip to parents.
• Request the General Agreement/Release/Waiver from Magnus System Coordinator.
• Submit Request for Food Services Form at least one week prior to the trip if bag lunches are to be provided.
• Coordinate transportation. For assistance, contact the appropriate school leader.
• Collect the Off-Campus Trip Information Sheet and money if students will be charged for the trip.
• Submit list of students to school leadership for early release.
• Substitutes requested for all chaperones.
Check List for Teacher/Chaperone/Sponsor for the Day of Off-Campus Trip
• Take student roster.
• Take Agreement/Release/Waiver Form.
• Take first aid kit.
• Give school nurse list of participating students and get copies of medical information.
• Pre-planned absence form from students.
• Take student medical information and necessary medications from the school nurse.
• No use of cell phones while driving a vehicle.
• Overnight fine arts curricular trips are on a rotational basis and must have prior approval of the division head and the assistant head of school for academic and student affairs.
• Students and faculty members may participate in the trip.
• Chaperones should be school employees. If a chaperone specialist is needed for a particular trip (e.g., physician or nurse), then the trip sponsor may request permission from the division head or athletic director for a specific candidate. Friends and family members are discouraged from being specialists on the trip.
• Chaperones will be governed by proper conduct and will refrain from drinking alcoholic beverages for the duration of the trip.
• Student behavior will be governed by the FRA Family Handbook.
• According to policy, students may not consume alcohol regardless of the customs of a country.
Many occasions arise where faculty monitor students in academics, athletics, and arts situations where an overnight stay is part of the arrangement. Teachers/coaches should be cognizant of the seriousness of their responsibility and place themselves in a situation that is totally above reproach. Adherence to policy is for the safety and protection of faculty and students alike. If prescribed guidelines below cannot be met, please get written authorization from the athletic director, fine arts director, or director of studies.
Regarding sleeping arrangements, faculty must adhere to the following:
• An adult should never be alone in a room with an individual student.
• An adult should have separate sleeping arrangements, that is, his/her own bed when scheduling a hotel.
• Student rooms should not have direct access to the outdoors.
When possible, accommodations should allow for chaperones to be in an adjacent room to students. If separate rooms cannot be arranged, an adult should never be alone in the room with a student; a minimum of three students must be in the room with the adult unless more than one adult is present. (e.g., space camp pods and retreat bunks)
Specific Instructions Regarding Chaperones for Overnight Upper School Trips
• The ratio of chaperones to students should be one faculty/staff chaperone for every ten students, with a minimum of two chaperones per overnight trip
• For co-ed trips involving more than 12 students, you must have at least three chaperones, including a male and female.
• Two people may serve as chaperones for single sex student trips with fewer than 24 students participating. You must have at least one chaperone of the same gender of the students on the trip.
• Chaperones will be governed by proper conduct and will refrain from drinking alcoholic beverages or consuming any substances that are prohibited on campus for the duration of the trip.
Specific Instructions Regarding Chaperones for Overnight Middle
• The ratio of chaperones to students should be one faculty/staff chaperone for every ten students, with a minimum of two chaperones per overnight trip.
• There must be at least two adults of the same gender on each floor or location where students are housed overnight. Parents are not to chaperone overnight trips unless they are faculty of Franklin Road Academy.
• There must be at least three chaperones, including a male and female representative for co-ed trips.
• Two people may serve as chaperones for single sex student trips with fewer than 20 students participating. You must have at least one chaperone of the same gender of the students on the trip.
• If a chaperone specialist is needed for a particular trip (e.g., physician or nurse), then the trip sponsor may request permission from the division head or athletic director for a specific candidate. Friends and family members may not be counted as chaperones and are discouraged from being specialists on the trip.
• Chaperones will be governed by proper conduct and will refrain from drinking alcoholic beverages or consuming any substances that are prohibited on campus for the duration of the trip.
• Complete the bus reservation request form on the faculty portal
• All bus drivers require a CDL
• Complete the dates needed, number of buses, time of departure from campus and projected time to return to campus. As a reminder, buses seat 15 total (14 passengers and one driver). You may not exceed 15 total persons.
• Check over weekly transportation email sent the week before to make sure your bus reservation is correct. Email Kim Turpin as soon as possible if there are any changes.
• Pick up keys in the business office; return keys immediately upon return to campus in the drop box located on the golf cart shed on the Hill.
• For summer bus reservations, please contact Kim with your needs as soon as you know them.
• Cancellations – if you have a bus reserved and you decide you do not need it, please let Kim know right away.
• Remove all trash including garbage inside the trash can.
• If using your phone for GPS, please be sure to use a dashboard cell phone holder.
• When returning to campus, please be sure the bus has at least ¼ of a tank of gas.
• Please make sure all doors and windows are closed and are locked when you arrive back to campus.
• Painting of any kind on the windows of the buses is not allowed.
• Please do not move your bus before 1 p.m. unless you are leaving school early in the day.
• If there are any maintenance issues (AC/lights not working, broken door, etc.), please email the facilities director.
• If the bus will not start, please remember to check the small silver lock on the back door. It must be completely unlocked and secured in its latch. The bus will not start if this is not done.
• Gas – The school will cover the cost of gas for all scheduled competitions and events that are part of your regular season or schedule during the school year. The School will also pay for the cost of gas for any service-related
opportunities. In addition, your direct supervisor may approve other events at his or her discretion. Camps and voluntary outings such as taking a team to attend the game of an alumni athlete need to come from your “department” account. If this is the case, you should receive your bus with a full tank and return it with a full tank.
There are two scenarios in which a staff member may be in a situation to drive his/ her own vehicle with students to a school-sponsored event. In no case will a staff member be required to do this. However, in the event it may happen, please read and understand the scenarios below.
The School provides minibuses and full-size buses to transport students to school-sponsored events away from campus. Staff, with a CDL, may be asked to drive a minibus or bus with students to the school-sponsored event. Occasionally, because of changes or scheduling conflicts, there will not be enough space on the approved vehicles to carry all the students. When that is the case, there are three choices:
• Some students may be left behind.
• An extra staff person may choose to drive his/her personal vehicle with the extra students.
• Parents transport their own students. If a parent transports a child other than their own the transportation arrangements need to be agreed upon between the parents. The school needs to confirm that a student has permission from their parents to ride with the specific parent of another child.
There are some off-campus, school-sponsored events that will only include a few students. The School will still provide an approved vehicle for transportation. It is the school’s strong recommendation that the staff person take advantage of the school- sponsored vehicle.
This recommendation is especially true if the staff person’s vehicle is an older, smaller model. However, the staff person may choose instead to drive his/her personal vehicle instead of driving one of the larger school-provided vehicles. If the staff person chooses to drive his/her own vehicle, the staff person must inform the parents of the students involved.
When students are transported in a faculty/staff member’s personal vehicle, the school’s property and casualty insurance is secondary to the automobile insurance of the staff driver. Therefore, if the staff driver has an accident while driving his/her own vehicle with students to a school-sponsored event, his/her insurance is the primary coverage. The school’s insurance is secondary. So long as faculty members understand this scenario, they are welcome to drive their own vehicles. A staff member should never transport one child alone.
Reminder: permission slips required from the parents of the students participating in off-campus school-sponsored event are available in the Magnus App. Please see the business office with additional questions.
The School has adopted this Code of Business Conduct and Ethics (the “Code”) applicable to all employees. In implementing this Code, it is the School’s intention to take all measures necessary to promote and ensure honest and ethical conduct, including the ethical handling of conflicts of interest; full, fair, accurate, timely, and understandable disclosure in all financial reports prepared or distributed by the School; and compliance with applicable laws and governmental regulations. This Code also is intended to provide the School’s directives and procedures that: (1) protect the School’s legally protectable interests, including any business-related opportunities, assets, and/or confidential information of the School; (2) protect the School from incurring unauthorized or unnecessary contractual or other liability; (3) deter any employee from the commission of any wrongful act associated in any way with the School; and (4) provide a mechanism for prompt and consistent enforcement of the provisions of this Code. All employees are expected to be familiar with this Code and to adhere to the principles and procedures set forth in this Code that apply to such employee.
Each employee owes a duty to the School to act with integrity. Integrity requires, among other things, being honest and candid. Deceit and subordination of principle are inconsistent with integrity. Each employee must always:
• act with integrity, including being honest and candid, while still maintaining the confidentiality of information where required, consistent with the School’s policies;
• observe both the form and spirit of all applicable laws and governmental rules and regulations, accounting standards and the School’s policies; and
• adhere to a high standard of ethics in all matters associated with the interests of the School.
Conflicts of Interest Defined.
A “conflict of interest” occurs when an individual’s private interest interferes with, or appears to interfere with, the interests of the School, such as when an employee takes actions or has interests that may make it difficult to perform his or her work for the School objectively and effectively. For example, a conflict of interest would arise if an employee, or a member of his or her family, receives improper personal benefits as a result of his or her position with the School. Any transaction or relationship that could reasonably be expected to give rise to a conflict of interest should be discussed with the Head of School. Such situations may include:
• influencing or attempting to influence anyone who is involved in making or administering a contract or arrangement with the School;
• soliciting or receiving any gift, reward or promise for recommending, influencing or attempting to influence the award of a contract or arrangement with the School;
• drafting, negotiating, evaluating, administering, accepting or approving any contract or subcontract or procurement or arrangement of any type on behalf of the School if he/she has, directly or indirectly, any financial interest in such a contract or subcontract or arrangement;
• non-school employment which adversely affects the employee’s availability or effectiveness in fulfilling job responsibilities;
• any type of private business, except for Head of School approved student services, during school time or on school property;
• the receipt of excessive entertainment or gifts of more than nominal value of $250 from any person, entity, or organization with whom or with which the School has current or prospective dealings;
• being in the position of supervising, reviewing, or having any influence on the job evaluation, pay or benefit of any immediate family member employed by or otherwise associated with the School; and
• selling anything to the School or buying anything from the School on terms and conditions that are not preapproved by the Head of School.
This is not an exhaustive list of all possible situations which would constitute conflicts of interest. Further, any relationship or action which creates an expectation of benefit or profit beyond an employee’s normal employment relationship with the School can impair an employee's ability to exercise good judgment on behalf of the School, and therefore creates an actual or potential conflict of interest. It is the School’s policy that all School employees must scrupulously avoid all such situations.
Any such transaction or relationship that would present an actual or potential conflict of interest for an employee also would likely present a conflict if it were related to a member of such person’s family, including without limitation, spouse, parent, child or spouse of a child, brother, sister, or spouse of a brother or sister.
Compensation includes direct and indirect remuneration as well as gifts or favors that are substantial ($250 or more).
In connection with any actual or potential conflict of interest, an employee must disclose the existence of the conflict in writing and all facts material to the conflict to the Head of School.
After disclosure of the conflict and all material facts, the Head of School shall determine whether a conflict exists and if so, whether the employee needs to be removed from the matter.
Each employee involved in the School’s financial disclosure process is required to be familiar with and comply with the School’s disclosure controls and procedures and internal control over financial reporting, to the extent relevant to such employee’s area of responsibility, so that the School’s financial reports and documents comply in all material respects with the applicable federal, state and local laws, rules and regulations. In addition, each such employee having direct or supervisory authority regarding the School’s communications with the public concerning its financial condition should, to the extent appropriate within the employee’s area of responsibility, consult with other employees of the School and take other appropriate steps regarding these disclosures with the goal of making full, fair, accurate, timely, and understandable disclosure.
Each employee who is involved in the School’s financial disclosure process also must:
• become familiar with the disclosure requirements applicable to the School and the business and financial operations of the School;
• not knowingly misrepresent, or cause others to misrepresent, facts about the School to others, whether within or outside the School, including to the School’s independent auditors, governmental regulators, and self-regulatory organizations; and
• properly review and critically analyze proposed disclosure for accuracy and completeness (or, where appropriate, delegate this task to others).
At all times, it shall be the School’s policy to comply with all applicable laws, rules, and regulations. It is the personal responsibility of each employee to adhere to the standards and restrictions imposed by such laws, rules, and regulations. It is against the policy of the School and in many circumstances may be unlawful for an employee to profit from undisclosed information relating to the School or any other entity or organization with which the School has a business relationship.
The Head of School is responsible for the application and interpretation of this Code. Issues that involve allegations against or involving the Head of School may be reported directly to the Chair of the Board of Trustees.
Any employee who becomes aware of any existing or potential violation of this Code is required to promptly notify the Head of School or the Board Chair in the manner provided by the School’s Employee Whistleblower Policy as in effect from time to time. The failure of any employee to notify the Head of School or the Board Chair of any such existing or potential violation will be considered a separate and independent violation of this Code subject to discipline up to and including termination of employment Any questions relating to how this Code should be interpreted or applied should be addressed to the Head of School (or the Board Chair, as applicable).
Retaliation against any person for making a good faith report of any actual or potential violation of this Code will not be tolerated. Such retaliation will be considered a separate and independent violation of this Code subject to discipline up to and including termination of employment. No employee should attempt to determine for himself or herself when a report of a violation of this Code was made “in good faith.” Rather, all such questions should be referred to and resolved by the Head of School (or by the Board Chair, as applicable).
The Head of School (or Board Chair, as applicable) shall take all appropriate action or cause such action to be taken (through the Head of School or otherwise) to investigate any potential violations of the Code that are reported. When it is determined that a violation has occurred, the School will take such disciplinary, preventive or corrective action as it deems appropriate under the circumstances (to include discipline up to and including termination of the employment of culpable individuals).
All employees owe a duty to the School to act solely in the School’s interests when faced with business or financial opportunity associated with the School. Employees are prohibited from taking advantage of (or directing to a third party) any business or other financial opportunity that is discovered through the use of School’s property, or with the use of information obtained from the School, or by virtue of such person’s position with the School. Employees are further prohibited from using any such property, information or position for personal gain or in any way detrimental to the interests of the School. Any employee who intends to make use of any of the School’s property, information or services in a manner that is not solely for the benefit of School must first consult the Head of School and obtain the written approval of the Head of School before proceeding with any such use.
Employees must maintain the confidentiality of all trade secrets and other confidential information of the School, its students, parents and other family members, customers, suppliers, or joint venture parties that is entrusted to them, except when disclosure is legally mandated or expressly authorized by the School. “Confidential information,” for this purpose, includes any proprietary or other non-public information of the School, or of other entities or organizations, or of any of the students, parents and other family members that, if disclosed to persons not authorized to receive it, would be harmful to the relevant individual, entity or organization or detrimental to the School’s interests and includes but is not limited to information relating to the School’s methods of instruction, curriculum, curriculum development, proposed changes to curriculum, and similar items; matters of a business nature such as information about the School’s costing, purchasing, pricing, markets, sources of funding, fundraising, financial condition, and strategic planning; matters relating to the School’s students, parents and other family member, such as student, parent and family member names, academic records, addresses, financial information, student medical and/or disability information, student disciplinary information, and other personal and personally identifying information; and matters pertaining to future development. All documents and information and data of the type identified here are herein collectively referred to as “Confidential Information.” Moreover, if you are an employee with access to other employee’s compensation, medical, or other private information, you are expected to maintain confidentiality over such information.
Any employee who believes that any other confidential information must be disclosed because of legal requirements must consult with the Head of School and receive written confirmation that his or her understanding of the law is correct, before any such information is disclosed. Employees may not take, remove, copy, transfer, upload, divulge or make use of any
Confidential Information, directly or indirectly, personally on or behalf of any other person, business, corporation, or entity without the prior written consent of their Principal or the Head of School.
The School has succeeded in its purposes as a non-profit organization and has made its reputation through consistently fair and honest dealings. Under no circumstances will the School tolerate efforts by any employee to seek any personal advantage or to seek any advantage on behalf of the School, through illegal or unethical practices. Each employee must endeavor to always deal fairly with other employees, faculty, students, parents, contributors, business associates, the general public and all others with whom the School deals or has contact or communication. No employee should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any unfair dealing practice.
All employees should protect the School’s assets and ensure their efficient use. All School assets must be used for legitimate business purposes.
All employees have a duty to avoid, whenever possible, any act or omission that would subject the School to unnecessary liability, contractual or otherwise. This duty includes not only the obligation to comply with all applicable laws, rules, and regulations but also ensure that any representations to other employees, or to faculty, students, parents, contributors, vendors, suppliers, and/or business associates, or other third parties, are made in good faith. It shall be a violation of this Code for any employee to enter into any agreement that is legally binding upon the School without authority or without following required internal procedures for the approval of such agreements. Any questions concerning such procedures should be directed to the Head of School.
In addition, as a part of every employee’s liability avoidance obligation to keep children and our campus safe, if you have received information reflecting that any person who may regularly or periodically visit the school’s campus (student, employee, parent, spouse of an employee, family member, volunteer, or contractor) has engaged in behavior that could constitute abuse, has been accused, arrested, or convicted of any type of potential abuse or sexual misconduct toward any other person, you must immediately report such information to the Head of School.
In special circumstances, it may be appropriate for the School to waive some provisions of this Code. Any request for a waiver of any provision of this Code must be submitted in writing to the Head of School. Only Head of School and/or the Board Chair shall have authority to grant such a waiver, and such a grant will not be effective unless communicated in writing to the requesting person.
All electronic communications to, from, about, or on school premises or at school-related events shall reflect the principles upon which the School is founded, in support of its educational goals. This Communication and Computer Systems Security and Usage Policy contains guidelines for the use, access, and disclosure of communications using any type of electronic device (including, among other things, telephone, mail, e-mail, voice mail, desk and laptop computers, mobile phones, cellular phones, smart phones, wearable technology, video cameras, electronic game devices, Internet, and intranet) sent, received, viewed, used, or shared by employees using any School-provided Communication or Computer Systems or other personal computers or electronic devices on campus or at school-related events (“Systems”). Note that in some cases, use of personal electronic devices at home or away from campus are covered by this policy where such communications impact the School, are to/from employees and students, parents, or third parties, such as communications on the Internet or on social networking sites.
The School invests in computer systems to facilitate the business of the School. These tools are intended to assist employees with the execution of their job duties and shall not be abused. Employees should not use or access the School’s Systems in any manner that is contrary to this policy. Use of the School’s Systems for accessing or acquiring information and materials inappropriate to a school environment is against School policy and is prohibited. All information that is temporarily or permanently stored, transmitted or received with the aid of the School’s Systems (e.g., employee lists, student lists, documents relating to policies and procedures) remain the sole and exclusive property of the School and may not be copied or transmitted to any outside party or used in any manner that violates this policy
In addition, all data temporarily or permanently received, collected, downloaded, uploaded, copied and/or created on School Systems, and all data temporarily or permanently received, collected, downloaded, uploaded, copied and/or created on non-School computers or devices used for School business that relates in any manner to the School’s business is subject to monitoring by the School, is the exclusive property of the School and may not be copied or transmitted to any outside party or used in any manner that violates this policy.
All systems messages are School records. The contents of our systems may be disclosed to the School without your permission. Therefore, you should not assume that messages and communications are confidential.
Our computer, telephone, and communication hardware and software Systems have been installed and are used to facilitate School communications. Although each employee has an individual password to access these Systems, they belong to the School and the contents of all communications are accessible by management for any business purpose. The School reserves the right to monitor, and will periodically monitor, its Systems in order to ensure compliance with this Policy. Without limitation of the foregoing, the School may track all electronic data, including network and internet history, and inspect all electronic data, including review of emails, texts, images, and other information on the School’s Systems, including such information from an employee’s personal account, as well as School accounts at any time, without notice. Employees are strictly prohibited from placing personal passwords on any School system for the purpose of preventing such monitoring.
Employees should not consider any materials transmitted or stored in School systems to be private.
Employees are expected to comply with all School policies when using phones, wearable technology, tablets, and other handheld electronic devices while at School or on School-related business. In the remainder of this policy, these devices are collectively referred to as “handheld devices.” Excessive use of handheld devices during the workday can interfere
with employee productivity and be distracting to others. A reasonable standard is to limit personal calls during work time to no more than one per day as needed. Employees should use these handheld devices on non-work time and ensure that friends and family members are aware of the School’s policy. In the event of an emergency or special circumstance (communicated to your Supervisor) the School may be more flexible. The School will not be liable for the loss of handheld devices brought into the workplace.
Where job or business needs demand immediate access to an employee, the School may issue a School-owned handheld device to an employee for work-related communications. These handheld devices should be used in accordance with all School policies, including the School’s Computer and Communications and Computer Systems Security and Usage Policy. The School reserves the right to inspect such devices, including reviewing any messages, texts, photos, images, searches, and other content, at any time. The School reserves the right to discipline an employee for inappropriate use and to deduct from an employee paycheck any charges incurred for an employee’s personal or unauthorized use of the handheld devices.
No person, including employees, may use handheld devices while driving on campus. In addition, employees are expected to refrain from using their handheld devices while driving off campus in connection with their job duties. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull over to the side of the road and safely stop the vehicle before using any handheld device. Under no circumstances are employees allowed to place themselves or anyone else at risk to fulfill business needs. Under no circumstances may an employee while driving use any electronic wireless communication device to write, send, or read any text-based communication, including text messages, instant messages, social media posts, and email messages.
Employees who are charged with traffic violations resulting from the use of their handheld devices while driving will be solely responsible for all liabilities that result from such actions. Employees who violate this policy will be subject to disciplinary action, up to and including termination.
Because personal communications can be accessed without prior notice, employees should not use School Systems to transmit any messages, or to access any information, which you would not want a third party to see. Although incidental and occasional personal use of our Systems is permitted, any such personal use will be treated the same as all other communications under this Policy.
The Telephone Systems (including voice mail) at the School are the property of the School and are provided for business or school purposes. The School may periodically monitor the usage of the Telephone Systems to ensure compliance with this Policy. Therefore, employees should not consider their conversations on the School’s telephone systems to be private.
All mail that is delivered to the School is presumed to be related to School business. Mail sent to you at the School may be opened by the office personnel and routed to your department.
It is not possible to identify every type of inappropriate or impermissible use of the School’s Systems. The following conduct, however, is strictly prohibited under any circumstances and at any time:
• Employees may not transmit, retrieve, download, or store inappropriate messages or images relating to protected category as defined in the Equal Employment Opportunity Policy, or any other status protected under federal, state and local laws.
• Employees may not use the School’s Systems in any way that violates the School’s policy against unlawful harassment, including sexual harassment. By way of example, employees may not transmit messages that would
constitute sexual harassment; may not use sexually suggestive or explicit screen savers or backgrounds; may not access, browse, receive, transmit or print pornographic, obscene or sexually offensive material or information; and may not access, browse, transmit, retrieve, download, store or print messages or images that are offensive, derogatory, defamatory, off-color, sexual in content, or otherwise inappropriate in a business environment. Employees are also prohibited from making threatening or harassing statements to another employee, or to a vendor, student, parent, or other outside party.
• Employees may not use the School’s Systems in any manner that violates the School’s Rules of Conduct.
• Employees may not use the School’s Systems in any manner that violates the School’s Policy on Confidentiality.
• Employees may not use or allow another individual to use the School’s Systems for any purpose that is competitive with the School. All such access and use are unauthorized.
• Employees must honor and comply with all laws applicable to trademarks, copyrights, patents and licenses to software and other electronically available information. Employees may not send, receive, download, upload or copy software or other copyrighted or otherwise legally protected information through the School’s computers, email and Internet systems without prior authorization.
• Employees may not engage in gambling of any kind, stream movies or videos for personal use, watch television programs or play electronic games through the School’s Systems.
• Employees may not engage in day trading, or otherwise purchase or sell stocks, bonds or other securities or transmit, retrieve, download or store messages or images related to the purchase or sale of stocks, bonds or other securities through the School’s Systems.
The following conduct is prohibited during an employee’s working time, which excludes time spent on an employee’s meal or rest break, or before or after an employee’s scheduled workday:
• Employees may not solicit personal business opportunities or conduct personal advertising through the School’s Systems
• Employees may not access School Systems for any purpose which does not advance the School’s legitimate business interests.
• Employees may not download, transmit, stream or retrieve messages, data, or information from multi-network gateways, real-time data and conversation programs including, but not limited to, instant messaging services (e.g.), chat rooms and message boards, unless such activity is necessary for School business purposes.
Email is any of the various systems that transmit some form of electronic representation of a page or message from one location to another. Employees must use their school email account for all electronic communication with other employees, students, and parents. It should be clear that electronic mail cannot be used to harass or threaten others. The School reserves the right to randomly check email. Email messages must not include personal attacks and should follow the normal rules of appropriate public language. They should not contain any language or content, which the author would not be willing to share from the podium at a School meeting. Employees should be made aware that deleted emails can be undeleted.
All Systems passwords and encryption keys must be always available to the School. Additionally, you may not use passwords that are unknown to your manager, nor may you enable or install encryption programs without first receiving permission and turning over encryption keys to your manager. Further, employees are prohibited from the unauthorized use of passwords and encryption keys belonging to other employees in order to gain access to other employees’ messages. Your password is private and should be treated as such. You are responsible for all activity occurring on the School’s Systems under your password.
All software that has been installed on School Systems may not be used in any manner that violates this policy. Computer software, whether purchased, developed, or modified by the School, may not be downloaded, copied, reproduced, altered, deleted, or appropriated by employees without prior School authorization. Any such computer software is the property of the School and may not be copied or appropriated by employees for personal use during employment with the School or upon separation. Employees should be aware that the illegal duplication of computer software may result in the filing of criminal copyright charges by the owners of the copyrights; copyright infringement is punishable by fines and/or imprisonment.
The School does not condone the use of “bootleg” or “pirated” software on its Computer System. The use of such software is grounds for discipline, up to and including immediate termination. Any employee who becomes aware of the presence of any “bootleg” or “pirated” software on the School’s Computer System should notify management immediately.
Upon termination of employment, an employee shall not remove any software or data from the School’s Systems and shall completely remove all data collected, downloaded and/or created on non-School computers and devices used for School business that relate in any manner to the School’s business. Upon request of the School, a departing employee shall provide proof that such data has been removed from all personal computers and devices used for School business.
The use of personal software in the School’s Computer System without prior authorization is strictly prohibited. Employees are further prohibited from accessing the School’s Systems from remote locations via modem and from connecting School Systems to outside systems via modem without prior authorization.
Violations of any aspect of this school’s communication and computer systems usage policy may result in discipline up to and including immediate dismissal The School will also seek civil damages against any employee who appropriates or copies the School’s property as described in this Policy.
We understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. This policy applies to all employees who work for the School.
To maintain professional relationships with students and parents and avoid bias, school policy prohibits employees from initiating or accepting invitations to “friend” students, recent alumni (students who have graduated within one year regardless of age), former students under the age of 18, current (non-employee) parents, and other family members of students on any social networking site. Remember that people classified as “friends” can download and share your information with others. Employees should have privacy settings set to “only friends” or the highest privacy setting possible.
In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s website, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether associated or affiliated with the School, as well as any other form of electronic communication. The same principles and guidelines found in the School’s policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects students, parents, donors, suppliers, or other people who work on behalf of the School or the School’s legitimate business interests may result in disciplinary action up to and including termination.
Carefully read these guidelines, and the School’s discrimination, harassment, and other conduct policies to ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.
For example, if you post or say something online that makes another employee feel uncomfortable at work, your activity may result in an investigation and possible discipline. Employees must respect copyright, trademark, and all other intellectual property laws governing intellectual property owned by others, including the School. Employees are not permitted to post photographs of students or parents online. Employees are not permitted to disclose any confidential information of the School, employees, students, parents, or activities online.
As evidenced elsewhere in this handbook, the School expects all employees to be role models for our students and represent the School in a professional and appropriate way, both on and off campus. Photos or comments that contain references to sexual activity, drugs, drinking, partying, or other similar issues which are posted on any social networking or other Internet site that may be accessible to the public or our students are inappropriate and could lead to disciplinary action, up to and including termination of employment. Employees also should not be corresponding, contacting, or communicating with students or parents on social networking sites unless the student is the employee’s child or if the employee receives permission from the employee’s division head for special projects or circumstances.
You should be careful when considering posting recommendations for colleagues. School policy requires that all recommendations pertaining to employees come from the Head of School. Therefore, we ask that you clear all potential recommendations and comments with the Head of School for anyone who is or was ever associated with the School. Be Professional
Always be professional with fellow employees, students, parents, suppliers or vendors who work on behalf of the School. Also, keep in mind that you are more likely to resolve work related complaints by speaking directly with your co-workers or by utilizing our Open-Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, vulgar, obscene, threatening, or intimidating that disclose confidential information (such as pricing, medical information, donations, student disciplinary action) or that might constitute harassment or bullying. Examples of such conduct might include offensive posts that could contribute to a hostile work environment based on race, sex, disability, religion or any other status protected by law or School policy.
Employees who identify themselves as School employees or parents on their personal social media account(s) or when posting on a School-affiliated account must be careful when commenting on political or social issues. Political messages that may be associated with the School are not authorized. Employees and parents must be moderate and professional when sharing social media posts, tagging the School’s social media accounts, or when making any references to our School or programs.
Any School-affiliated groups, clubs, organizations, etc. are not permitted to create a social media account without written consent from the Head of School.
To the extent an employee is authorized as part of their job duties to use social media account(s) to advance the School’s interests, the School, not the employee owns the account(s) and employees are required to return all logins and passwords for such accounts at the end of employment and as requested by the School during employment.
Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors about the School, students, parents, donors, suppliers or vendors or other school’s that you know to be false.
Maintain the confidentiality of the School’s trade secrets and private or confidential information. Trade secrets may include information regarding the development of systems, processes, curriculum, know-how, and technology. Do not post internal reports, policies, procedures or other internal School-related confidential communications or information about students or their families. Do not post pictures of students unless you have received approval from your Division Head and it is on a School sanctioned site. Post only what you want the world to see. Once you post something it may be available, even after it is removed from the site.
Do not create a link from your blog, website or other social networking site to a School website without identifying yourself as an employee. Express only your personal opinions. Never represent yourself as a spokesperson for the School.
Employees should also be aware that the School periodically checks such sites and may determine that off campus behavior violates the School conduct code.
We expect employees to limit use of social media and/or social networking sites while on School time or property unless the use has been authorized as school-related use and approved by your Supervisor. We have taken steps to block many of the social media/networking sites on our network. If you are excessively using social media sites during work time or
on School property and it is a disruption to your work performance as deemed by your supervisor, you should understand that your activities are in violation of School policy and may result in disciplinary action.
Do not use your School email address to register on social networks, blogs or other tools utilized for personal use.
All employees are expected to maintain confidentiality over sensitive school information, especially where the employee has access to it due to the employee’s position with the school. Employees are also expected to maintain confidentiality over private information related to individual student and their families, including but not limited to grades, disciplinary issues, medical or disability information, parent financial information, parent divorce or separation issues, etc. To the extent that such information must be disclosed, it should be to the proper person (school leader, teacher, etc.) on a needto-know basis. All written and oral reports about children are confidential. It is acceptable for a teacher or school leader to have a private discussion with a prior teacher to understand a child’s needs, disciplinary history, and similar information. Gossip of any kind is destructive and should not take place at our School. All discussion should take place in a private setting.
All employees are subject to the criminal background process. The School will perform criminal background checks (including fingerprinting checks) on all new employees at the time of hire. For existing employees, the School will periodically update the criminal background check. The School will determine, at its discretion, whether the employee’s background makes him/her fit for employment or continued employment. All employees must report any arrests or changes to their criminal background to the Human Resources Manager within 24 hours of the occurrence so that the School can determine whether the employee’s status should change Failure to do so may result in termination of employment.
We will not tolerate alcohol abuse or the use of other intoxicants and mind-altering substances, including illegal drugs while at work, on campus, or while involved in any school-related event (except as noted below) “Mind-altering” substances include any type of substance ingested, snorted, smoked, or inserted into one’s body that may impact the individual in some way. Such substances include, without limitation, alcohol, legal or illegal substances, over-the-counter salts, spices, vapors, incense, or other similar items.
Our employees may be required to submit to drug screens, blood alcohol tests, breathalyzer tests, and medical examinations under the following circumstances: a) when an employee is suspected of working or reporting to work with intoxicants or mind-altering substances in his or her system; b) when an employee suffers an on-the-job injury or is involved in an accident while at work; c) in connection with a routine fitness for duty examination or (d) on a random basis. The presence of 0.05% alcohol or the presence of any other intoxicants or mind-altering substances in the body is a violation of this policy, regardless of when consumption or ingestion occurred. The refusal of an employee to undergo testing or to cooperate fully with any of these tests is also a violation of our policy.
Our employees are also prohibited from possessing, using, selling, or purchasing any alcoholic beverages or other mindaltering substances, or drug paraphernalia at School-related events, in School vehicles, or on School property. Alcohol consumption is expressly forbidden while participating in or accompanying students in connection with any school-related event, including but not limited to, field trips, overseas trips, overnight trips, athletic trips, and any other excursions with students. Off-campus possession, use, sale, or purchase of mind-altering substances and off-campus alcohol abuse is also prohibited.
This policy does not prohibit the proper use of medication under the direction of a physician. However, the misuse or abuse of such drugs is prohibited. Employees who are taking prescription or nonprescription drugs, which could affect their ability to perform their job in a safe and efficient manner, must notify their Division Head, Dean, or Director of this fact when they report to work.
This policy does not prohibit adults from light drinking at school-related functions, such as auctions, if the employee uses good judgment.
Violation of any aspect of the School's Drug and Alcohol Policy will result in discipline up to and including immediate termination. In order to determine whether this Policy has been violated, the School may examine all evidence available to it, including without limitation, the employee being arrested for alcohol or drug-related offenses. In addition, the School may report use, sale, or possession concerns to the appropriate authorities.
When employees have students who attend our School, we expect the employee-parent to demonstrate professionalism and to model appropriate behavior expected of all parents in our community. Employee-parents are to be role models for our students and our community in their dual roles on and off campus. In addition to the consequences set forth in the enrollment contract and the School’s Student/Parent Handbook, failure to conduct yourself appropriately in the role of parent in our School, may lead to discipline, up to and including termination of employment. We further ask each employee parent to refrain from the following:
• Dropping into your child’s room unannounced or during break time;
• Discussing your child with your child’s teacher during the day unless during a scheduled conference;
• Allowing your child in the faculty lounge or other employee areas;
• Allowing your child to play on the grounds and in the halls unsupervised before, during, or after school;
• If your child is also a student in your class, treating your child more favorably than other students. Make every attempt to treat your child like your other students – no special privileges, participates in all activities, and so on; and
• If you are teaching the child of another employee, providing a different quality of service to your co-worker’s child. The same quality of service must be provided to all parents. Employees should be accorded the same consideration as non-employee parents, and the concerns of employee-parents should be handled with the same care.
The safety and security of our community is of primary importance to the School. Fighting, threats, threatening and abusive behavior, or acts of violence against employees, students, parents, visitors, or other individuals by anyone on School property, off-campus on School business, or at School functions will not be tolerated. The School takes all threats seriously, even when individuals make comments in jest, on the Internet, by text, or away from School toward or about another employee, a student, or the School.
Despite some laws that permit individuals to carry firearms in public, the School prohibits the possession of weapons of any kind on School premises, in School vehicles, away from campus on School business, or at School-sponsored events. This includes, without limitation, any form of weapon or explosive, all firearms, and all knives. If an employee is unsure whether an item is prohibited by this policy, he or she should contact the Head of School. Employees are responsible for making sure that any item they possess is not prohibited by this policy. Police officers, security guards, and other individuals who have been given consent by the School to carry a weapon on the property will be allowed to do so.
All employees are responsible for immediately notifying one of the School’s administrators or the Head of School of any comment, posting, text, or other form of communication or information that they witness or receive or that they are told another person witnessed or received that reflects that someone has made a threat toward or about them or another employee, a student, or the School. Even without a specific threat, all employees should report any behavior or situation they have witnessed that they regard as potentially threatening, suspicious, or violent or which could endanger the health or safety of anyone in our community or harm our School. If there is any communication or behavior that concerns you, report it to one of the School’s administrators or the Head of School. Employees are responsible for making this report
regardless of the relationship between the individual who initiated the threatening behavior and the person or persons being threatened.
Violations of this policy will lead to corrective action up to, and including, termination and/or referral to appropriate law enforcement agencies for arrest and prosecution. The School reserves the right to take any necessary legal action to protect its community. While the School has a policy prohibiting threats and weapons, nothing in this policy shall be construed as creating any duty or obligation on the part of the School to take any actions beyond those required of an employer by existing law.
Falsification of any application, medical history record, invoice, paperwork, time record, or any other document is strictly prohibited. If you observe any such violations, please report them to your Division Head, Dean, or Director immediately.
Employees should never request any personal gift or gratuity from anyone associated with the School and should never accept one valued at over $250.00 without the express authorization of your Division Head, Dean, or Director.
The School prohibits all forms of hazing. Hazing refers to any activity expected of a student to join or to continue membership or participation in any group where the activity produces or could be expected to produce mental, emotional, or physical discomfort, humiliation, embarrassment, harassment, or ridicule to the student, regardless of the student's willingness to participate. If you are not sure whether something constitutes hazing, then you need to ask school leadership.
Similarly, we also prohibit any type of bullying or harassment type activity among our students. The School is dedicated to fostering an environment that promotes kindness, and acceptance, and embraces differences among individuals. Harassment includes but is not limited to, slurs, jokes, and other verbal, graphic, or offensive conduct relating to race, religion, color, sex, ethnic or national origin, citizenship, or disability. Bullying includes but is not limited to, physical or verbal aggression (hitting, kicking, taunting, teasing, threatening, ridiculing, etc.), relational aggression (harming or threatening to harm relationships or acceptance, friendship, or group inclusion), emotional aggression (teasing, threatening, intimidating others). The School also prohibits cyberbullying (creating websites, instant messaging, e-mails, using camera phones, or other forms of technology to engage in harassment or bullying). Any of these types of offensive conduct can create an uncomfortable School environment.
All School employees are required to immediately report any actual or suspected hazing, bullying, or harassment activity among the students to school leadership Failure to make such a report could result in disciplinary action in accordance with the School’s disciplinary procedures. When the School becomes aware of any actual or planned hazing, bullying, or harassment activity, the situation will be promptly investigated. No adverse action will be taken against any person who makes a good faith report of hazing or suspected hazing activity.
The mission of the School can only be carried out with the expectation of trust and honesty with respect to all employees. All employees are expected to perform their duties and always conduct themselves when working for or representing the School in any setting, with complete honesty and trustworthiness. Without limiting the generality of the foregoing, employees are responsible for honestly completing all School records, reports, timecards and other School documents. Employees must also be honest and trustworthy in all verbal and written communications and general relationships with others, including without limitation, the School, co-workers, students, and parents. Any falsification, lying, or untrue oral, written, or other communication will be considered dishonest behavior. Any employee violating any aspect of this policy is subject to disciplinary action, up to and including immediate termination.
The School has invested substantial resources in each of its employees, programs, and processes of the School. Every employee is expected to work hard to continually improve the educational experience and the programming offered at the School. The School takes steps to protect this investment by requiring that all Intellectual Property be the exclusive property of the School. Intellectual Property includes all inventions, prototypes, discoveries, developments, formulas, techniques, derivatives, and improvements and all works of original authorship or images that are fixed in any tangible medium of expression and know-how related thereto, whether or not copyrightable, patentable, or otherwise protectable, which are conceived, designed, created or developed by any of the School’s employees, solely or in conjunction with others, during the period of employment and related to or used in connection with the business of the School, and all Confidential Information relating thereto. As examples only, Intellectual Property would include lesson plans, curriculum, projects, music, performances, methods of instruction, website materials and/or creation, inventions created in any science or other class, results of science research and/or experiments, and other similar work done while employed with the School and as a part of the employee’s employment with the School.
The Intellectual Property shall be done as “work made for hire” as defined and used in the Copyright Act of 1976, 17 U.S.C. § 101, et seq. As a condition of employment, each employee assigns and agrees to assign to the School any and all interest that he/she may have in any Intellectual Property. Employees shall promptly notify the School upon the design, creation, or development of any and all Intellectual Property. At the School’s request, employees shall execute and deliver to the School all documents or instruments that may be necessary secure or perfect the School’s title to or interest in the Intellectual Property, including but not limited to United States and foreign applications for letters of patents and extensions, continuations or reissues thereof, applications for copyrights and documents or instruments of assignments or transfer. Such obligations shall continue beyond the termination of employment with respect to Intellectual Property designed, created, or developed by an employee during employment and shall be binding upon the employee’s heirs, assigns, executors administrators, and other legal representatives. Employees shall render all assistance that the School may require in any Patent Office proceeding or litigation involving such Inventions or Works, without charge to the School, other than a reasonable payment for time involved in the event Employee is no longer employed by the School
Of course, it should be clear that any Intellectual Property developed during an employee’s employment should not be placed on the Internet (including any social media site, YouTube, or other similar site), shared with other schools, or used for any private purposes. If you have any questions about what types of work you may be engaged in that could constitute Intellectual Property, please talk to your division head
Please use good judgment in what you bring onto campus. The School is not responsible for the theft of one’s personal property. Therefore, you should take care to ensure that it is properly stored at all times.
In order to protect the safety and property of employees, students, and parents, the School reserves the right to inspect all areas on campus, school buses, and employees' personal property, including lockers, toolboxes, desks, purses, briefcases, packages, computers, electronic devices, cabinets, and vehicles brought onto school property, school buses, or to school-sponsored events. Inspection of electronic devices includes inspection of all types of devices (computers, laptops, smart phones, tablets, cameras, etc.) and the contents, such as emails, texts, photos, images, documents, and any other information contained therein, including all communications on the School’s systems from/to an employee’s private email account such as Gmail, etc. Failure to cooperate with such inspections is a violation of this policy.
We expect every employee to follow the reasonable and lawful instructions of supervisors and other management officials. Failure to do so constitutes insubordination and may result in immediate dismissal.
Upon the commencement of employment, employees are required to provide certain information and complete certain documents necessary to deduct taxes from their pay. Also, if eligible, employees may enroll in the health insurance, life insurance, disability insurance, dental plan, and Pension Plan. The complete description of these benefits can be found in the “School Benefits” section in this handbook. Forms for enrollment in the various insurance programs are available in the Business Office.
To keep personnel records up to date, to ensure that the School can contact each employee, and to ensure that the appropriate benefits are available, we ask that each employee notify us as promptly as possible of any change of name, address, phone number, marital status, number of dependents, or other applicable information. In addition, faculty members are responsible for ensuring that the Business Office has up-to-date certifications.
Finally, personnel files are locked in the School’s Business Office to ensure maximum confidentiality. Contact the Business Office to schedule an appointment to review your personnel file.
Keys
Copies of keys are maintained by the Director of Facilities. You may sign out a key if you need one for a classroom or for one of the common areas.
Office Hours
Franklin Road Academy Offices are open from 7:30 am to 4:00 pm Monday through Friday.
It is generally unacceptable for an employee to photograph or video any student unless such photograph is a part of the employee’s duties and/or specific permission for the photograph has been given by the communications office
An employee parent of a School student, of course, may photograph the employee’s child and the child’s School-related ceremonies and special School occasions.
An employee may not use, post, or otherwise disseminate any specific student’s name, photograph, image, voice, likeness, information, or video unless it is a part of the employee’s job duties or specifically approved by the communications office, Division Head, Dean, or Director As a means of promoting a school activity or event, an employee may post a group photo of a team or a group of students if consent is giving to the School from all students and their parents. Please confirm with the communications office if a student photo should not be posted in communications materials online or in print. Employees should not list names of students or “tag” students with a group post.
Parent Communication
It is of paramount importance that a positive atmosphere is always present in dealing with the parents and the public. Since our organization is an independent school, we must constantly project the image of a school in which parents would be eager and proud to have their child enrolled. It is extremely important, also, that employees discuss school matters positively with parents and other staff members. It is imperative that telephone calls/e-mails from parents be returned within 1 business day. If at any time during the school year you feel that you have a legitimate complaint, or would like to discuss policy with school leadership, we hope that you will not hesitate to do so. School leadership will make every effort to ensure that all reasonable needs and desires of employees are met. Please avoid negative conversations with colleagues or parents and talk to your Division Head, Dean, or Director instead.
Public Relations
It is of paramount importance that a positive atmosphere is always present in dealing with the parents and the public. Because our organization is a private school, we must constantly project the image of a school in which parents would be eager and proud to have their child enrolled. It is extremely important, also, that employees discuss school matters
positively with parents. It is imperative that telephone calls/e-mails from parents be returned within 24 hours. If at any time during the school year you feel that you have a legitimate complaint, or would like to discuss policy with the administration, we hope that you will not hesitate to do so. The administration will make every effort to ensure that all reasonable needs and desires of employees are met. You must avoid negative conversations with your students and our parents. Talk to your Supervisor or administrator instead.
All requests for information about current or former employees must be directed to the head of school or an assistant head of school for handling. Typically, the School provides limited information to subsequent employers (dates of employment and position(s) held), unless the departing or departed employee signs the School’s consent and waiver permitting the School to provide truthful information about the employee’s prior employment.
In the event the parents of a student are separated or divorced, they shall provide a certified copy of any temporary or final order of the court, if any, respecting legal custody of said student. Upon a request of the noncustodial parent, the School, absent a prescription contained in the court order, shall have the right to furnish or provide the non-custodial parent with copies of all status reports which are mailed home and report cards relating to such student. In these instances, the principal shall advise the custodial parent of the request and of the fact that such reports will be so furnished or provided.
The School shall cooperate fully with local, state, and federal law enforcement agencies, keeping in mind the rights of students and parents/guardians. If you are contacted by a governmental or law enforcement agency, you should immediately contact the [Head of School/Principal].
Employees may, on occasion, be contacted by lawyers or be subpoenaed to appear in court proceedings relating to students or their families. In such cases, the employee should immediately, and before speaking with the lawyer or the issuing authority, contact the Head of School.
All volunteers working with the children more than 40 hours per month or on an unsupervised basis (even if less than 40 hours per month) or participating in overnight field trips are required to have fingerprinting and background checks. Employees should advise the [Head of the School/Principal] of those volunteers and confirm that the appropriate security measures have been followed.
The School does not assume responsibility for any bus or carpool transportation to or from school. Parents are fully responsible for the transportation of their children to and from school.
You must have advanced approval from your division head, director, or assistant head if incurring expenses for travel, lodging, meals, etc. while on School business. You should use a school purchasing card when traveling on school business. If you have received approval for travel, please notify the Business Office as soon as possible.
All receipts must be present in order to be reimbursed. The School will only reimburse expenses that are submitted within 30 days of the date on which they are incurred. If not using a school purchasing card, please follow the procedures below:
• In listing expenses on the reimbursement form, use the date the expense was incurred.
• Expense reports will be processed on a monthly basis and reimbursed through payroll.
• All out-of-town expenses (i.e., mileage, meals or per diem, lodging, airfare, etc.) are generally considered to be direct charges to the School.
• In addition to stating the date, place, and purpose of each expenditure, and the name and business relationship of any person entertained, receipts must be attached for all expenditures and for all lodging expenses.
• Expenses not submitted by June 30th of the School year in which they were incurred will not be paid.
Out-of-Town Travel The following guidelines should be followed by employees when they are involved in out-of-town travel for the School:
• The method of travel that will produce the least overall cost for the School should generally be used (after considering the total time involved, as well as direct costs for airfare, mileage, other fares, cabs, car rental, etc.). All expenses (including cab fare or other costs of getting to and from the airport) will be reimbursed at the usual mileage rate or actual cost.
• It is expected that hotel and motel accommodations will be made in comfortable facilities; however, care should be exercised to use accommodations that are not excessive in cost.
• Employees may receive the current approved per diem allowance for out-of-town business trips where meals are incurred to cover meals, tips, and other expenses. Care should be exercised so that meals are not excessive in cost.
• The School reimburses employees for business mileage at the standard mileage rate as announced annually by the IRS. The intent is to reimburse the individual for all additional expenses incurred for business. Business mileage is defined as mileage expense incurred as a result of going from one place of business to another. If the purpose of the trip is to perform School work, the mileage should be charged to the School. Round-trip mileage from home to the School will be considered the employee's normal commute and will not be reimbursable.
Reimbursement of expenses will normally be limited to costs of travel, lodging, and meals on the basis indicated above; however, other expenses might properly be incurred for which the employee should receive reimbursement. Advanced approval of other expenses should be attained prior to purchasing. All reasonable efforts should be made to keep business travel costs to a minimum.
We expect every employee to be fully alert while on the job to ensure the safety of all employees and students and to properly fulfill our responsibilities. Therefore, we cannot tolerate sleeping or inattention on the job.
As stated elsewhere in this handbook, the School expects all employees to be role models for our students and represent the School in a professional way. Smoking and use of tobacco products are not permitted anywhere on the campus, in School buses or other School vehicles, or at School-related events. In addition, smoking, vaping, and use of tobacco products are not permitted on any property surrounding our campus where such property is accessible to and/or can be seen by our students and parents. This policy also applies to electronic cigarettes, also known as e-cigarettes, e-sigs, digital cigarettes, alternative cigarettes, and “vaping.”
Unless otherwise notified, each employee is required by Federal law and by this School to keep an accurate record of hours worked each day and each week. Your Supervisor will advise you on how you are to record your time, either on a timecard a hand-written time sheet, or an electronic method. We expect you to record on your time record all time that you work for the School. Working “off the clock” is strictly prohibited. If any administrator or supervisor directs you to or suggests that you should, perform work while not “on the clock,” you must notify the Human Resources Manager immediately. All time spent working must be reported on the employee’s time record. Your obligation to accurately record all hours worked does not relieve you of your obligation to obtain advance approval from your Supervisor before working overtime or hours beyond your regular work schedule. Employees who work beyond their regularly scheduled work hours, including overtime or off-schedule hours, without prior authorization by their supervisor are subject to disciplinary action, up to and including termination of employment.
Any changes or corrections to your timecard or time record must be approved by you and your Supervisor.
The School considers attempts to falsify timekeeping records a very serious matter. Therefore, any of the following actions may result in disciplinary action, up to and including termination: falsifying or tampering with time record or recording another’s employee’s time.
No employee may engage in any unlawful activity (whether prosecuted or not) either on or off the job.
Each employee consents to the School’s, and those acting with the School’s permission, creation and use of photographs, videos, images, identity, and voice recordings of the employee (both individual and group, whether at the School or a School-related activity) in any of the School’s publications, written materials, social media accounts, and website and for any other purpose the administration deems appropriate without prior consent or compensation. Employees also consent to the use, publication, recording, and distribution of the employee’s identity, voice, and image in instruction, classroom, and other School activities, and presentations as may be deemed appropriate in the School’s discretion.
The School utilizes surveillance video cameras in its non-private areas to assist in student and employee safety and security twenty-four (24) hours a day, year-round. Aside from bathrooms and locker rooms, the School retains the right to conduct video surveillance of any portion of the School’s property, which includes all persons and property located anywhere on School property, including, without limitation, parking lots. Therefore, aside from bathrooms and locker rooms, please be on notice that your activities are being recorded and may be monitored. These video recordings are the property of the School.
Employees are prohibited from tampering with, disabling, or otherwise interfering with surveillance equipment or video recordings. Violations will be subject to disciplinary action, up to and including, termination.
Solicitation by an employee of another employee during the working time of either employee for any reason is strictly prohibited. Employees should not use school email or email lists to solicit the School community or distribute non-school related information with the approval of the Assistant Head of School for External Affairs. Distribution of advertising materials, handbills, or other literature is always prohibited in all working areas. Solicitation and distribution by nonemployees are always prohibited on School email or School premises. This prohibition does not include school-related fund-raising projects.
Student participation in organized fundraising activities on behalf of the School and local community agencies may, with the approval and permission of the Division Head, be conducted in the School In each case, there shall be a minimum of interference with the instructional program and a complete avoidance of coercion regarding monetary contributions.
All other monetary collections among school children are positively prohibited unless authorized by the School. No child acting under school auspices may solicit funds for any purpose on the city streets, in public places, or on a house-to-house basis.
Any direct solicitation of funds from students in school must be approved by the Division Head These activities are to be kept to a minimum and used only to educate students.
The School will not release lists of students, parents, or staff to companies for direct mailing of promotional literature of a commercial nature.
In the event you choose to resign from your position, we ask that you give us at least two weeks’ notice (or additional notice if specified in your contract). We expect you to take care of all your outstanding accounts with the School, leave your office in an orderly condition, and return all School property, including keys, documents, and uniforms prior to picking up your final paycheck.
Any employee leaving the School is required to attend an exit interview conducted by human resources manager In addition, each staff member should meet with the human resources manager The purpose of the interviews is to determine the reasons for leaving and to resolve any questions of compensation, insurance continuation, return of School property, or other related matters.