Employee handbook final

TABLE OF CONTENTS

PART ONE: Employment Policies WELCOME ........................................................................................................................1 MISSION STATEMENT ................................................................................................... 3 ST. THOMAS PHILOSOPHY .......................................................................................... 4 ACCREDITATION ............................................................................................................5 EMPLOYEE RELATIONS PHILOSOPHY .................................................................... 6 INTRODUCTORY PERIOD...............................................................................................7 IF YOU HAVE A PROBLEM ...........................................................................................8 EQUAL EMPLOYMENT OPPORTUNITY POLICY ..................................................... 9 NO HARASSMENT POLICY .........................................................................................10 EVALAUTIONS ..............................................................................................................12 BENEFITS ........................................................................................................................13 PAY....................................................................................................................................13 SALARIED EXEMPT EMPLOYEES AND DEDUCTIONS ..........................................13 HOLIDAYS .......................................................................................................................15 SICK/PERSONAL LEAVE ..............................................................................................15 VACATION ......................................................................................................................17 BEREAVEMENT LEAVE ................................................................................................18 LEAVE OF ABSENCE .....................................................................................................20 FMLA ................................................................................................................................20 VICTIMS OF DOMESTIC VIOLENCE LEAVE ............................................................28

MILITARY LEAVE ..........................................................................................................29 LEAVE FOR CIVIC DUTY ..............................................................................................29 MEDICAL, LIFE, DISABILITY AND DENTAL INSURANCE ....................................30 RETIREMENT SAVINGS PLAN ....................................................................................30 TUITION REIMBURSEMENT ........................................................................................31 TUITION REMISSION .....................................................................................................32 WORKER‟S COMPENSATION ......................................................................................32 YEARS OF EMPLOYMENT BONUS .............................................................................32 SUNSHINE FUND ............................................................................................................32 CREDIT UNION ...............................................................................................................33 RULES TO PROTECT US ALL .......................................................................................34 ABSENTEEISM AND TARDINESS ...............................................................................34 CHILD ABUSE REPORTING OBLIGATIONS ..............................................................34 COMMUNICATION AND COMPUTER SYSTEMS SECURITY AND USAGE .........36 BUSINESS ETHICS AND CONFLICT OF INTEREST .................................................39 CONFIDENTIALITY........................................................................................................41 CORPORAL PUNISHMENT ...........................................................................................41 COURTESY ......................................................................................................................41 CRIMINAL BACKGROUND CHECKS ..........................................................................41 DAMAGE TO PROPERTY ..............................................................................................41 DRUG AND ALCOHOL ..................................................................................................41 FIGHTING, THREATS AND WEAPONS .......................................................................42

FRAUD, DISHONESTY AND FALSE STATEMENTS .................................................42 GENERAL BULLETIN BOARDS ...................................................................................43 GIFTS AND GRATUITIES ..............................................................................................43 INSPECTION OF PROPERTY .........................................................................................43 INSUBORDINATION ......................................................................................................43 INTERACTION AND COMMUNICATION WITH STUDENTS ..................................43 LEAVING THE BUILDING .............................................................................................45 MISUSE OF PROPERTY .................................................................................................45 OVERTIME .......................................................................................................................46 OUTSIDE EMPLOYMENT ..............................................................................................46 TELEPHONE USAGE ......................................................................................................46 POOR PERFORMANCE ..................................................................................................46 PUBLIC RELATIONS ......................................................................................................47 SLEEPING AND INATTENTION ...................................................................................47 SECURITY ........................................................................................................................47 SMOKING .........................................................................................................................48 SOCIAL MEDIA/NETWORKING POLICIES ................................................................48 SCHOOL‟S RIGHT TO INSPECT ...................................................................................50 SOLICITATION AND DISTRIBUTION .........................................................................50 THEFT ...............................................................................................................................50 TIMEKEEPING PROCEDURES ......................................................................................50 TRANSPORTATION OF STUDENTS ............................................................................51

UNLAWFUL ACTIVITY .................................................................................................51 PERSONNEL FILES .........................................................................................................52 DRESS CODE ...................................................................................................................53 KEYS .................................................................................................................................54 MAINTENANCE ISSUES ................................................................................................55 SAFETY ............................................................................................................................56 DISRUPTIVE INCIDENTS ..............................................................................................56 SEPARATION POLICIES ................................................................................................58 ACKNOWLEDGEMENT ........................................................................................... 59-60

PART TWO: Faculty Procedures and Policies ATTENDANCE AT SCHOOL FUNCTIONS ..................................................................61 STAFF DEVELOPMENT DAYS .....................................................................................62 TEACHER WORK DAYS ................................................................................................63 PARENT/TEACHER CONFERENCE DAYS .................................................................64 NOON DISMISSALS ........................................................................................................65 FACULTY MEETINGS ....................................................................................................66 PROFESSIONALISM .......................................................................................................67 AFTER SCHOOL ..............................................................................................................69 ATTENDANCE .................................................................................................................70 CHAPEL COMPANION ...................................................................................................72 MASTER/PHD BONUS ....................................................................................................73 BOARD OF TRUSTEES ...................................................................................................74 BOOKING OF ROOMS ....................................................................................................75

CERTIFICATION .............................................................................................................76 CHAPEL SERVICES ........................................................................................................77 CLASSROOM ENVIRONMENT .....................................................................................79 CLASSROOM EQUIPMENT AND MATERIALS .........................................................80 CLASSROOM MANAGEMENT .....................................................................................81 CLASSROOM PARTIES ..................................................................................................83 CLEANING SERVICES ...................................................................................................84 COLLECTION OF MONEY .............................................................................................85 COMMENDATIONS ........................................................................................................86 COMMUNCATION AND REPORT CARDS ..................................................................87 CORRESPONDENCE.......................................................................................................89 CRISIS MANAGEMENT .................................................................................................90 CUMULATIVE FOLDERS ..............................................................................................91 CURRICULUM .................................................................................................................92 END OF DAY....................................................................................................................93 EXCUSE FROM CLASS ..................................................................................................94 HOMEROOM COORDINATORS ...................................................................................95 HOMEWORK....................................................................................................................96 LESSON PLANS ...............................................................................................................99 LIBRARY AND MEDIA CENTER ................................................................................100 MARKING AND GRADING .........................................................................................101 NOTICES .........................................................................................................................103 PLANNING PERIODS ...................................................................................................104

PROFESSIONAL DEVELOPMENT AND TRAVEL GUIDELINES ..........................105 PROGRESS NOTICES ...................................................................................................107 RESOURCES ..................................................................................................................108 RETENTION ...................................................................................................................109 SCHOOL HOURS ...........................................................................................................110 STAFF CHILDREN ........................................................................................................111 STANDARDIZED TESTS ..............................................................................................112 SUPERVISION OF STUDENTS ....................................................................................113 TEACHER ASSOCIATES ..............................................................................................114 TEACHERS‟ LOUNGE ..................................................................................................115 TEACHING HOURS.......................................................................................................116 TRAFFIC DUTY .............................................................................................................117 TUTORING .....................................................................................................................118 VOLUNTEERS ...............................................................................................................119 WORK FOLDER .............................................................................................................120

Part Three: Faculty Interaction with Students ACCIDENT AND INJURUES ........................................................................................121 ARTICULATION ............................................................................................................122 BEHAVIOR OUTSIDE THE CLASSROOM.................................................................123 BIRTHDAYS ...................................................................................................................124 EARLY ARRIVAL OF STUDENTS ..............................................................................125 EARLY PICK-UP OF STUDENTS ................................................................................126 EXTENDED DAY...........................................................................................................127

AFTER SCHOOL CARE ................................................................................................128 STUDY HALL.................................................................................................................129 FIELD TRIPS ..................................................................................................................130 FREE PLAY ....................................................................................................................131 LOST AND FOUND .......................................................................................................132 LUNCH TIME .................................................................................................................133 MEDICATION ................................................................................................................134 PRAYER ..........................................................................................................................135 REFERENCE REQUESTS .............................................................................................136 RELEASING A CHILD TO A NON-CUSTODIAL PARENT ......................................137 REALSING A CHILD TO A RELATIVE OR FRIEND ................................................138 UNIFORMS .....................................................................................................................139

WELCOME Welcome to St. Thomas Episcopal Parish School. We are sure you will find this to be a very caring and supportive environment. Our school was founded in 1953, and since then, we have grown from a small Little Learner‟s Preschool, to a fully accredited elementary school servicing three year olds through fifth graders.

We are delighted that you have joined our staff and look forward to a mutually satisfying relationship. While our first responsibility is to the students at St. Thomas, it is also very important that our faculty feels valued, productive, and happy. We are dedicated to continuing what we believe to be an excellent employee relations program. We will do our best to maintain good work conditions, competitive wages and benefits, open communications, and employee involvement.

Over the years, St. Thomas has earned a fine reputation. We know that this is a direct result of the loyalty, commitment and continued efforts of our employees.

This Handbook has been prepared to acquaint you with our School, and to give you a ready reference to answer most of the questions regarding your employment with us. 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. 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. This is a working document, and changes in policy and procedure are made only after careful consideration. From time to time amendments will be issued. If you are in any doubt whether an official change has been made, please check with the Administration before you take action.

If you are employed under 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.

Page 1

St. Thomas Episcopal Parish School is a church parish school, and as such is an outreach ministry of the St. Thomas Episcopal Parish.

In order to ensure the orderly operation of the School, the Vestry has established a Board of Trustees, under the direction of a Chairman. The ultimate responsibility for St. Thomas Episcopal Parish School resides with the Rector, Wardens, and Vestry of the Parish of St. Thomas.

The Head of School is in overall charge of the operation of the School and is responsible to the Rector and the Board of Trustees. Specific areas of responsibility include: finance, curriculum, general policy, alumni, School personnel, public relations, School counseling, admissions, discipline, and liaison between the Rector, Vestry, Board of Trustees, and faculty and staff. While the Head of School may delegate specific areas of responsibility, in the final analysis, s/he is accountable for carrying out established policy.

Page 2

MISSION STATEMENT St. Thomas Episcopal Parish School provides a secure, loving environment where children are both nurtured and challenged, and develops students who honor God, respect themselves and others, appreciate the world in which we live, and have a lasting enthusiasm for learning.

Page 3

ST. THOMAS PHILOSOPHY We Believe: - The education and development of a child in all of the basic areas - spiritual, intellectual, social, physical, and emotional - are desirable and achievable in the preschool and elementary years. St. Thomas instills in the children a sense of excellence and achievement; - An Episcopal school can teach and be directed by Christian values, and at the same time, welcome, respect, and celebrate diversity of both faith and culture; - A school should be like an extended family with teachers, administrators, staff, parents, and children, all part of a network that cares, supports, and communicates. A sense of shared commitment between the school and its families is essential; - That because the early years are the foundation for future learning, and, in fact, for life-long learning, the elementary school emphasis should be on reading, writing, math, and the sciences. In addition, children are well served by exposure to the arts, social sciences, physical activities and technology where they can discover their own talents and interests; - Children thrive in an atmosphere that is challenging and affirming, as opposed to an atmosphere that emphasizes competition between the students; - Children learn best when they are placed in classrooms with small class size and receive individual attention by teachers who are selected for their dedication, professionalism, and love for children. The School curriculum caters to the individual and meets individual needs; - Students, when taught in early years to care about God, themselves, and others, and to be good citizens, will retain that foundation and assume adult leadership roles in which they respond to the needs of others in their community.

Page 4

ACCREDITATION St. Thomas is accredited by the Florida Council of Independent Schools, the Florida Kindergarten Council, and is a member of the National Association of Episcopal Schools, the National Association for the Education of Young Children, and the National Association of Independent Schools. The Southeast Diocese of the Florida Council of Independent Schools and Florida Kindergarten Council send representatives to the school every five (5) years to observe and evaluate our programs. These agencies have certain standards and policies to which the school must adhere. Every staff member is responsible for assisting in the preparation of the „Self Studyâ€&#x; for these evaluation visits.

In addition, the Administration encourages all teachers to seek membership in organizations of professional interest.

Page 5

OUR EMPLOYEE RELATIONS PHILOSOPHY We are dedicated to continuing what we believe to be an excellent employee relations program. We will do our best to maintain good working conditions, competitive wages and benefits, open communications, and employee involvement.

Over the years, this School has earned a fine reputation in our field. We know that our reputation is a direct result of the loyalty, commitment and continued efforts of our employees.

Page 6

INTRODUCTORY PERIOD For every new employee, the first ninety (90) days of full-time employment is a trial period for both you and the School. This period is to allow you to learn about the School, your job, and your new surroundings. Your Supervisor will be available to answer any questions that you may have.

During this period your job performance, attendance, attitude and overall interest in your job will be carefully reviewed by your Supervisor. The School will then evaluate your performance and make a decision concerning your continued employment.

If, as a result of an illness or injury, you are absent from work for more than five days during your Introductory Period, we may choose to extend your Introductory Period as necessary to give you a fair opportunity to demonstrate your ability to do the job. If your Introductory Period is extended, you will be notified.

Should an employee's performance become unsatisfactory at any time during this trial period, the employee will be subject to discharge at that time.

Page 7

IF YOU HAVE A PROBLEM If there is something about your job that is bothering you, let us get it our in the open and discuss it. We cannot answer your question or solve your problem unless you tell us what it is we can do.

Our “Problem Solving Procedure� will offer all employees the freedom to discuss anything they wish with their Supervisors. Whenever you have a problem, it can usually be resolved by following these steps: 1. Any concern should first be discussed with your immediate Supervisor. Very often, your Supervisor is in the best position to handle your problem satisfactorily.

2. If your Supervisor cannot solve the problem of if you are not satisfied after Step 1, you should request to speak to the Human Resources Specialist.

3. If you still feel the need to speak to other members of management after you have spoken with your Supervisor and the Human Resources Specialist, we encourage you to speak to the Associate Head of School.

4. 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 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.

Page 8

EQUAL EMPLOYMENT OPPORTUNITY POLICY We are committed to providing equal opportunity in all of our employment practices, including selection, hiring, promotion, transfer, and compensation, to all qualified applicants and employees without regard to age, race, color, sex, national origin, citizenship status, marital status, religion, disability/handicap, or any other protected status in accordance with the requirements of all federal, state, and local laws, unless a particular status protected by federal, state, or local laws contradicts the deeply held religious convictions of the School or the church.

Page 9

NO HARASSMENT 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 race, color, sex, religion, national origin, citizenship, age, or disability. “Harassment” also includes sexual advances, requests for sexual favors, offensive touching, and other verbal, graphic or physical conduct of a sexual nature.

Violation of this policy will subject an employee to disciplinary action up to, and including, immediate discharge.

If you feel that you are being harassed in any way by a coworker, parent, or by an employee of a customer or vendor, you must notify one of the individuals designated below immediately. 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 vendor, you must notify one of the individuals designated below 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 administrative 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 administrative 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 administrative team. No Supervisor or member of our administrative team may coerce an employee into a sexual relationship and then reward the employee. No Supervisor 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 administrative team, employee, parent, customer, or vendor has acted inconsistently with this policy, please immediately contact either (1) the Human Resources Specialist, or (2) the Rector.

You will not be penalized in any way or unlawfully retaliated against for making a good faith report of improper conduct. If you believe you have been retaliated against for making a good faith complaint of improper conduct, you must immediately report your concern to one of the persons listed above. Please do not assume that the School is Page 10

aware of your problem. You must bring your complaints and concerns to our attention so that we can resolve them.

Page 11

EVALUATIONS All employees will receive periodic evaluations, at least on an annual basis. New employees who have been counseled about performance issues may receive more frequent evaluations. Evaluation results will be considered by the School in determining whether to continue an employeeâ€&#x;s employment. The evaluation will take into consideration all aspects of your performance and responsibilities. Evaluations of teachers will be conducted by the Head of School, Associate Head of School, of Director of Academics.

Page 12

BENEFITS Pay Your yearly salary is divided into twenty-four (24) pay periods. All payments are issued on the 15th and 30th of each month. If the pay date should fall on a weekend or holiday, your paycheck will be issued on the work date closest to the 15th and the 30th. Pay-stubs are distributed on the actual payday.

You may choose to have your paycheck deposited directly to the financial institution of your choice. In that regard, you can elect to have a portion of our paycheck deposited directly to your savings account, in a tax-sheltered annuity, or other types of accounts.

You may obtain forms and additional information about the direct deposit options from Human Resources.

Every employee must give the Human Resources Specialist a voided personal check.

This will give your bank details in order to arrange your direct deposit.

Faculty receives the first payment of the school year on August 30. Staff receives the first payment on July 15.

Salaried-Exempt Employees and Deductions 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 minimum-wage, overtime, and timekeeping requirements of the Federal Fair Labor Standards Act. For purposes of FLSA compliance, this policy describes what it means to be paid on such a “salary basis” and describes certain salary deductions which are prohibited or permitted. A complaint procedure is also provided.

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:

Page 13

1.

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.

2.

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.

3.

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.

4.

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 serious danger in the workplace or to other employees.

5.

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.

6.

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.

7.

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 payroll administrator. The

Page 14

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.

Holidays – (Revised June 2010) 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 the employee‟s regular workday. Employees will be paid as holiday pay the same number of hours that they generally work on a work day, not to exceed eight (8) hours. For example, if an employee normally works four (4) hours per day, he/she will be paid for four (4) hours on a holiday that falls on the employee‟s regular workday.

Sick/Personal Leave – (Revised June 2010) The School realizes that there are some times when an employee simply cannot be at work because of personal illness, caring for family members, religious observance and business matters. To help ensure that illness or personal needs do not affect an employee‟s financial well-being, the School provides a sick/personal leave benefit as a form of income security for the welfare and protection of employees. Sick/personal leave is a privilege and a benefit, not a right. Employees are directly responsible for legitimate use of sick/personal leave. The taking of sick/personal leave under false pretenses is a serious violation of School policy. An employee‟s use of sick/personal leave (excused or unexcused) may be taken into consideration in the individual‟s periodic performance rating for pay increases, promotion, and continuation of employment.

Eligibility and Rate of Accrual: Effective July 1, 2010, full-time employees will accrue/earn up to ten (10) sick/personal leave days for the year based at the rate of one day per month at the end of each month starting with July 30 and through April 30. Employees must use their sick/personal leave days before the end of the fiscal year (June 30).

Employees who are hired after July 1 of any year will accrue sick/personal days in the same way (i.e., one day per month beginning with the 30th day of the month hired), but are not eligible to take any sick/personal days until completion of the 90 day Introductory Period. Therefore, if an employee was hired on September 1, he/she will have accrued three (3) sick/personal days by December 1 (the 90 day anniversary) and will be able to take them beginning December 2.

Employees who have worked for the School at least one full year may borrow against the maximum sick/personal days they will be eligible to earn in any

Page 15

school year (July 1 to April 30) with the approval from the Head of School. That is, an employee who will be eligible for ten (10) sick/personal days during the period of July 1 to April 30 could use those days during the month of September even though the employee will not yet have accrued the ten (10) days in September. If the employee terminates from the School prior to April 30, i.e., prior to accruing the ten (10) days, the employee will be required to pay back any advanced sick/personal leave not earned.

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.

Sick/personal days do not carry over from year to year. In other words, if you do not use the days, you will lose them. However, for Faculty employees only (with the exception of any faculty staff that does not require a substitute when they are absent), the School will pay up to a maximum of five unused sick/personal leave days per fiscal year, at a rate of $50 a day. Please note that throughout the School Year, sick/personal time for faculty staff will be deducted for any time taken off in excess of 4 hours in one day. You will be deducted in ½ or full day increments.

Hourly employees will receive a full day‟s pay (based on their standard work day) for each paid sick/personal leave day. For attendance recording purposes of 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. For all non-exempt employees and teachers who exceed the allotted sick/personal leave days, a deduction will be made from his or her paycheck for those excess days taken. However, for all salaried-exempt employees, such deductions will be made in accordance with the Schools' "Salaried-Exempt Employees and Deductions" policy. The calculation that is used is as follows: Employee‟s annual salary divided by the number of working school days in the current school year (subject to change as per yearly school calendar), then that amount is multiplied by the number of days in excess of the 10 ten days allowed.

The School reserves the right to require a doctor‟s statement if an employee is absent for more than five days because of illness, whether the absence is prearranged or unforeseeable. Sick/personal leave does not accrue during periods of unpaid absence. Sick/personal leave days are non-transferable and are forfeited upon separation of employment regardless of the reason for separation.

Page 16

Procedures for Authorizing Use of Sick/Personal leave – (Revised on January 2008) You must submit a “Request Form” two weeks prior to your leave date if the leave is for personal reasons. If you have any unplanned leave due to illness or any other reason, a request form will be placed in your box and must be completed upon your return to work. 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. It is the responsibility of the employee to keep track of their days being taken. The employee should make a copy of the request form so they can keep a record of the days being taken.

Absences Covered by Worker’ Compensation Insurance 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 Human Resources, 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.

Vacation All full-time 12-month employees are eligible for paid vacation after each full year of continuous employment. The length of the vacation depends on your years of service with the School. On the first day after each year of continuous employment, the School will place the vacation earned in the employee‟s bank.

Employees earn vacation according to the following schedule: Administrators: Hired before July 1, 2002 – 4 weeks Hired after July 1, 2002 – 3 weeks Staff/Maintenance Personnel: 1-5 years – 2 weeks After 5 years – 3 weeks 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

Page 17

vacation and we do not permit employees to take pay in lieu of time off. Vacation days do not accumulate from year to year and the accrual period ends the last day before your anniversary date. Thus, any vacation days not used before an employeeâ€&#x;s next anniversary date will be forfeited without compensation.

Vacations must be scheduled and approved by an administrator. Any unused vacation time will be forfeited upon separation of employment, regardless of the reason for separation.

Vacation requests must be submitted a minimum of one month in advance for approval from administration.

Page 18

Bereavement Leave Employees are eligible to receive up to five (5) days paid bereavement leave in the event they miss regularly scheduled workdays due to the death or funeral of a member of the employeeâ€&#x;s immediate family. Immediate family includes spouse, children, stepchildren, parents, grandparents, grandchildren, brother or sister, spouseâ€&#x;s parents, and any other relative residing in the same household. The Head of School may in his/her sole discretion, 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 five day eligibility for paid bereavement leave will not commence until the next regularly scheduled work day which is lost. All time off in connection with the death of one of the above-listed individuals should be discussed with the Head of School.

Page 19

Leave of Absence Employees who have worked for the school at least one continuous year and are not eligible for Family and Medical Leave, may request a maximum of three (3) months unpaid leave. However, please note that a leave of absence does not guarantee reinstatement.

The granting of a leave of absence pursuant to this policy is within the sole discretion of the School and may be denied based on business needs.

Family and Medical Leave Act Policy 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 a 12-month period depending on the reasons for the leave.

Employee Eligibility To be eligible for FMLA leave, you must: 1. have worked at least 12 months for the school in the preceding seven years (limited exceptions apply to the seven-year requirement); 2. have worked at least 1,250 hours for the school over the preceding 12 months; and 3. currently work at a location where there are at least 50 employees within 75 miles.

Conditions Triggering Leave FMLA leave may be taken for the following reasons: 1. birth of a child, or to care for a newly-born child (up to 12 weeks); 2. placement of a child with the employee for adoption or foster care (up to 12 weeks); 3. to care for an immediate family member (employee‟s spouse, child, or parent) with a serious health condition (up to 12 weeks);

Page 20

4. because of the employee‟s serious health condition that makes the employee unable to perform the employee‟s job (up to 12 weeks) 5. 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, 6. to handle certain qualifying exigencies arising out of the fact that the employee‟s spouse, son, daughter, or parent is on duty under a call or order to active duty in the Armed Forces (e.g., National Guard or Reserves) in support of a contingency operation (up to 12 weeks) (see Military-Related FMLA Leave for more details).

The maximum amount of leave that may be taken in a 12-month period 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.

Definitions 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.

A “Covered Servicemember” is a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. The term “serious injury or illness” means an injury or illness incurred by the member in the line of duty while on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member‟s office, grade, rank, or rating.

“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, and post-deployment debriefings.

Page 21

Identifying the 12-Month Period 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 12month 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.

Using Leave 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 newlyborn 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.

Use of Accrued Paid Leave 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, vacation, or PTO), concurrently with some or all of your FMLA leave. In order 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.).

Maintenance of Health Benefits 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 make arrangements 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.

Notice and Medical Certification When seeking FMLA leave, you are required to provide:

Page 22

1. 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.

2. 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; 3. periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and 4. 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.

Employer Responsibilities 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 them 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

Page 23

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.

Job Restoration 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.

Failure to Return After FMLA Leave 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 schoolprovided 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).

Other Employment The school generally prohibits employees from holding other employment. 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.

Fraud 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.

Employers’ Compliance with FMLA and Employee’s Enforcement Rights 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.

Page 24

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.

Limited Nature of This Policy 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.

Military-Related FMLA Leave FMLA leave may also be available to eligible employees in connection with certain service-related medical and non-medical 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.

Military Caregiver Leave 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. The family member must be a “Covered Servicemember,” which means: (1) a current member of the Armed Forces, National Guard or Reserves, (2) who is undergoing medical treatment, recuperation, or therapy; is otherwise in outpatient status; or is otherwise on the temporary disability retired list, (3) for a serious injury or illness that may render him or her medically unfit to perform the duties of the member ‟s office, grade, rank, or rating. Military Caregiver Leave is not available to care for former members of the Armed Forces or the National Guard or Reserves, or for servicemembers on the permanent disability retired list.

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 12month 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

Page 25

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 servicemember.

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.

Qualifying Exigency Leave Effective January 16, 2009, eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the duty under a call or order to active duty of a “covered 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 (with the exception of 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 (with the exception of 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 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

Page 26

Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.

Although Qualifying Exigency Leave is available to an eligible employee whose close family member is called up from status as a retired member of the Regular Armed Forces, it is not available for a close family member on active duty or on call to active duty as a member of the Regular Armed Forces. Also, 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 active duty.

(2) Military events and related activities. To attend any official military ceremony, program, or event related to active duty or a call to 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 memberâ€&#x;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, the covered military member, or for a child or dependent when necessary as a result of duty under a call or order to active duty.

(6) Temporary rest and recuperation. To spend time with a covered military member who is on short-term, temporary rest and recuperation leave during the period of deployment. Eligible employees may take up to five of 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 covered military memberâ€&#x;s active duty status. This also encompasses leave to address issues that arise from the death of a covered military member while on active duty status.

Page 27

(8) Mutually agreed leave. Other events that arise from the close family 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 covered military member‟s active duty 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.

Victims of Domestic Violence Leave Policy Eligible employees may take up to 3 days of unpaid (employers can choose whether to provide leave as paid or unpaid), job-protected leave in any 12month period for specified domestic violence situations.

Employee Eligibility: To be eligible for domestic violence leave, you must have worked for the School for at least three months.

Conditions Triggering Leave: Domestic violence leave can involve one or more of the following reasons: 1.

Seeking an injunction for protection against domestic violence, or an injunction for protection in cases of repeat violence, dating or sexual violence; 2.

Obtaining mental health counseling or medical care for the employee or a family or household member to address physical or psychological injuries resulting from the act of domestic violence; 3.

Obtaining services from a victim-services organization, including but not limited to, a domestic violence shelter or program or a rape crisis center as a result of the act of domestic violence; 4.

Making the employee‟s home secure from the perpetrator of the domestic violence or to seek new housing to escape the perpetrator; or 5.

Seeking legal assistance in addressing issues arising from the act of domestic violence or to attend and prepare for court-related proceedings arising from the act of domestic violence.

Page 28

Notice and Certification: When seeking domestic violence leave, you must provide: 1.

Advance notice of the need for leave except where you or a family member is in imminent danger such that notice is not possible.

2.

Documentation, if we request, establishing the need for domestic violence leave.

Usage of Other School Leave Available to Employee: Any available vacation or other paid time off must be exhausted before domestic violence leave can be utilized.

No Retaliation: Employees who make a bona fide request for leave pursuant to this policy will not be unlawfully retaliated against for exercising his or her rights under this policy. However, employees remain subject to the Schoolâ€&#x;s other policies and procedures.

Military Leave Employees who require time off work to fulfill military duties will be treated in accordance with applicable requirements of state and federal law. You are expected to notify administration of upcoming military duty by providing a copy of your orders as soon as possible.

Leave for Civic Duty 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 a full-time employee and 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.

If you are released from jury service before the end of your regularly scheduled shift or you are not asked to serve on a jury panel, you are expected to report to work if a reasonable period of time remains in the work day. You must present papers from the court clerk reflecting the dates you spent on jury duty.

Voting - We want every full-time employee to have the opportunity to vote in every election. Generally, there will be sufficient time to vote either before or

Page 29

after your scheduled shift. However, if you foresee a problem getting to the polls, please notify your Supervisor so that arrangements can be made.

Medical, Life, Disability and Dental Insurance We provide medical, life, disability and dental insurance coverage for employees who meet the eligibility requirements and who elect coverage. These benefits are provided to non-teaching employees who are regularly scheduled to work 25 hours or more per week over a 12 month period; and to Teachers and Associate Teachers who are regularly scheduled to work 25 or more hours per week during the school year. Coverage normally begins on the first of the month following 30 days of employment provided that you have completed all necessary paperwork.

It is your responsibility to notify Human Resources if you desire insurance coverage. The School currently pays the costs of the insurance premiums as follows: Medical insurance – 78% of single premium Life insurance – $50,000 Dental insurance – 100% of single premium Disability (short/long term) – 100% of premium Dependent coverage is also available at the employee‟s expense through payroll deductions.

Our insurance plans are excellent ones. It provides the type of coverage needed to protect our employees and their families from catastrophic losses due to illness and injury. You may obtain additional information about our plans through the Human Resources Office. For specific details concerning eligibility and coverage, please be sure to consul the insurance contact 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.

If this policy conflicts with the plan document, the plan documents control.

Retirement Savings Plan

Page 30

The School provides an excellent retirement savings plan for all employees who have attained the minimum age and service requirements. Both the employee and the School contribute to the Plan for each eligible employee. If you were hired full-time after July 1, 2002, you will need to wait one (1) year for the School to contribute six percent (6%). Also, once you have completed one year of continuous service, if you resign and are re-hired in the future, you can rejoin the plan as soon as you are re-hired on a full-time basis.

All employees are provided Summary Plan Description booklets and other materials as required by law. As with all other policies and benefits, the School reserves the right to change or eliminate benefits and/or contribution amounts at any time. You may obtain additional information regarding the Plan through the Human Resources Office.

Consolidated Omnibus Budget Reconciliation Act – ( COBRA) On April 7, 1986, a federal law was enacted (Public Law 99-272, Title X) requiring 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 summary fashion, or 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 that 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 C.O.B.R.A., please contact the Human Resources Office.

Tuition Reimbursement Tuition reimbursement will be provided for education costs incurred by full-time employees of the School for courses related to their current or anticipated position at St. Thomas Episcopal Parish School. The reimbursement will be for 75% of the costs of the employee‟s annual courses, not to exceed $750 per employee, per school year. The tuition reimbursement is contingent on receiving a grade of B or better. The reimbursement will apply to Florida certification/re-certification and master level courses only.

Page 31

Tuition Remission and Other Fees (Revised-January, 2008) Full-time employees: teachers, associate teachers, administrators, office staff, and maintenance staff receive 100% tuition remission for up to two (2) children per family at any given time.

In addition, all full time employees receive one free enrichment/sport class (lowest priced class) per semester per family. There is no charge for child care if the employee is working on campus during the time in which the child is in need of care. However, registration and new student fees must be paid on an annual basis.

Remission is for tuition ONLY, and does not cover registration fees, and other specific fees such as ballet, t-shirts, yearbooks, school trips, laptop, camp and extra curricular activities (enrichment and sports).

Workers’ Compensation We carry Worker‟s Compensation insurance for the protection of employees who are injured while at work. This coverage provided 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, must report the situation to their Department Head immediately, as there is a time limit within which claims for worker‟s compensation must be filed.

At an employee‟s request, and with the approval of human resources, the employee may be granted accumulated hours of sick/personal leave to supplement Workers‟ Compensation payments being received by the employee to prevent loss of income. The combined total of Workers‟ Compensation payments and payments for sick/personal leave grated shall not exceed the employee‟s salary at the employee‟s regular rate.

Years of Employment Bonus Once an employee has completed five (5) years of continuous service to the School, he/she is entitled to a $1,000 employment bonus. Once an employee has completed ten (10) years of continuous service to the School, he/she is entitled to another $1,000 bonus.

If you require any additional information, please contact the Human Resources Office.

The School reserves the right to discontinue this policy at any time.

Sunshine Fund

Page 32

This is a faculty-coordinated endeavor which supports all employees during special times of joy or distress.

Yearly dues are announced at the beginning of a school year and are payable to the coordinators.

Volunteers are always needed to help assist with this project. If you know of a member of staff who would benefit from the attention of the Sunshine Fund, please let one of the coordinators know.

A responsibility of the Sunshine committee coordinators is to keep the Associate Head of School/Head informed of all recipients and/or recommendations made.

Credit Union All employees are eligible to join the Florida Episcopal Diocese Federal Credit Union and/or the Dade County Federal Credit Union.

Page 33

RULES TO PROTECT US ALL This section of your Handbook discusses your responsibilities to the School as an employee. 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 an 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 Supervisor.

Absenteeism and Tardiness Each employee plays an important role in getting the day‟s work done. Therefore, each employee is expected to be at his or her workstation 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. Also, an employee who has not called or reported to work for three consecutive days or more, will be considered no call no show and will be terminated immediately.

If you are going to be late or absent from work for any reason, you must personally notify your immediate supervisor or substitute coordinator as far in advance as possible so proper arrangements can be made to handle our work during your absence. You should call before 9:00 p.m., if calling at night, or if calling in the morning, between 6:30 a.m. and 7:00 a.m.

Should you become ill during the school day, you must let substitute coordinator know, and she/he will arrange to have someone in your classroom.

When absence is due to illness, the School reserves the right to require appropriate medical documentation.

Child Abuse Reporting Obligations 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 report child abuse, neglect or abandonment. This prompts the questions, “how do I recognize and deal with such a situation when it occurs?” This policy is designed to provide guidelines for reporting suspected child abuse, neglect, and abandonment.

Page 34

As we are all aware, child abuse is an extremely serious matter. State statutes require that all school personnel report situations involving potential child abuse, neglect, or abandonment. The statute contains these definitions: Abuse – Any willful act or threatened act that results in any physical, mental, or sexual injury or harm that causes or is likely to cause the child‟s physical, mental, or emotional health to be significantly impaired.

Neglect – When a child is deprived of, or is allowed to be deprived of, necessary food, clothing, shelter, or medical treatment, or a child is permitted to live in an environment when such deprivation or environment causes the child‟s physical, mental, or emotional health to be significantly impaired or to be in danger of being significantly impaired.

Abandonment – A situation in which the parent or legal custodian of a child, or in the absence of a parent or legal custodian, the caregiver responsible for the child‟s welfare, while being able, makes no provision for the child‟s support and makes no effort to communicate with the child, which situation is sufficient to evince a willful rejection of parental obligations.

If you have any belief, concern, or thought that you have witnessed, heard, or heard about a situation possibly involving abuse, neglect, or abandonment, you must do the following: Contact the Head or Associate Head of School If you cannot contact either the Head or Associate Head of School, contact either the Rector or Associate Rector.

The appropriate person will then discuss the situation with you to ensure that the appropriate reports, if any, are completed.

This sensitive issue must be approached with care and the utmost professional manner.

Conversations with other members of staff are inappropriate. There is NEVER a reason to discuss your opinions or thoughts about this with other parents.

Working with young children requires that we be extremely circumspect in handling them. Children attending St. Thomas School must be potty trained. Nevertheless, all young children have occasional accidents. If a child needs help in the bathroom, be sure that the door is ajar; hand the child bathroom tissue and let him/her clean themselves.

You will also find children who do not enjoy being touched in any way. These children shy away from the simplest hug or gestures. Please respect the child‟s feelings in these cases. Also, read „Indicators to assist the identification of child abuse‟, included in Appendix 3.

It is mandatory that every employee take a “Safeguarding your child” class, which is provided by the Diocese.

Page 35

Communication and Computer Systems Security and Usage All electronic communications to, from, 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, pagers, mobile phones, camera phones, video cameras, Blackberries, electronic game devices, faxes or facsimiles, Internet and intranet) sent, received, viewed, or shared by employees using any School-provided Communication or Computer Systems or other personal electronic devices on campus or at school-related events (“Systems”).

Confidentiality and Acceptable Systems Usage The School‟s Systems are intended for School business only. 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 transmitted or stored in School Systems (e.g., employee lists, student lists, documents relating to policies and procedures) is the sole and exclusive property of the School and should be treated as confidential. Such information may not be disclosed to any person outside of the School nor may any such information be removed from our premises without the express permission of the Principal.

Employees are strictly prohibited from accessing, reading and copying data or information stored in the Systems and from accessing, reading and copying communication not directed to them without prior authorization.

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.

Management’s Right to Access Information 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 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. Employees are strictly prohibited from placing personal passwords on any School system for the purpose of preventing such monitoring.

Employees should not consider any material transmitted or stored in School systems to be private.

Page 36

Personal Use of the School’s Communication and Computer Systems General Usage - 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.

Telephone Usage – 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.

Cell Phone/Text Messaging – The cell phone should always be on vibrate mode (especially in the classrooms) and should only be used for emergency basis when all possible. Also, at no time should you be on the cell phone or text messaging when you are watching children (i.e. playground, lunch duty, study hall, etc.). If the need arises and you must take a phone call, please arrange for someone to stay in your classroom/playground so that you can take the call.

Personal Mail – All mail that is delivered to the School is presumed to be related to School business.

Forbidden Use and Content of Communications You may not use our Systems in any way that may be seen as insulting, disruptive, offensive, or harmful to morale. Examples of prohibited, non-business purposes include, but are not limited to, use of the School‟s Systems: 1. To convey insensitive, improper, derogatory, insulting, threatening, or harassing language or remarks, or sexually-explicit messages, cartoons, jokes, or other potentially offensive material; 2. To send propositions, love letters, or any other message that could be construed to be harassment or disparagement of others in violation of our Policy against harassment; 3. To attempt to break into any computer, whether internal or external to the School, to copy or steal electronic files without permission or to knowingly cause or aid the spread of computer viruses; 4. To write resumes, junk mail, mass-mailing, or other documents unrelated to School business or to create and/or forward “chain letters;” 5. For the unauthorized advertisement of services; 6. To run computer games or other personal software during working hours;

Page 37

7. As a forum for gossip or for personal gain.

Password and Encryption Key Security and Integrity All Systems passwords and encryption keys must be available to the School at all times. Additionally, you may not use passwords that are unknown to your manager, nor may you install encryption programs without first 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. You are responsible for any and all activity occurring on the School‟s Systems under your password.

Software, Personal Disks, and Networking and School Equipment 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 “pirate” 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 “pirate” software on the School‟s Computer System should notify management immediately. The use of personal disks or 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. The tech equipment is for the sole purpose for use of and by the school. No equipment will be loaned off the school premises for personal use. The tech equipment includes but is not limited to: digital cameras, video cameras, LCD projectors, overhead projectors.

Laptops are not included and may be taken off campus.

Email, Chat Rooms and Instant Messaging Email, short for electronic mail, is any of the various systems that transmit some form of electronic representation of a page or message from one location to another. It should be clear that electronic mail cannot be used to harass or threaten others. The School reserves the right to randomly check e-mail. E-mail messages must not include personal attacks and should follow the normal rules of appropriate public language. They should not contain any language or content,

Page 38

which the author would not be willing to share from the podium at a School meeting. Employees should be made aware that deleted e-mails can be undeleted.

Participation in “chat rooms”, instant messaging, posting messages, blogs, or browsing social networking sites (such as MySpace, EZBoard, or any other similar sites) on campus or using School equipment is prohibited. In addition, any person who believes that they have been harassed or threatened by any of these methods of communications should immediately report the concern in accordance with the School‟s No Harassment policy. Employees should also be aware that the School periodically checks such sites and may determine that off campus behavior violates the School conduct code. Please see our Social Media Policy for more information.

Penalties for Violation of the School’s Communication and Computer Systems Security and Usage Policy VIOLATIONS OF ANY ASPECT OF THE SCHOOL‟S COMMUNICATION AND COMPUTER SYSTEMS SECURITY AND USAGE POLICY MAY RESULT IN DISCIPLINE, UP TO AND INCLUDING IMMEDIATE DISCHARGE. The School will also seek civil damages against any employee who appropriates or copies the School‟s property as described in this Policy.

Business Ethics and Conflict of Interest Policy It is our policy to forbid employees to deal in any other business, which competes with our School. If you think that there is a possibility that you may have a conflict in this regard, it is your responsibility to notify your Supervisor.

Successful business operations and the reputation of our School are built upon the principle of ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of our School is dependent upon public trust and we are dedicated to preserving that trust. Employees owe a duty to the School, the parents, students, and general public to act in a way that will merit their continued trust and confidence. We comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business with the letter, spirit, and intent of all relevant laws and refrain from any illegal, dishonest, or unethical conduct.

In general, use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. In carrying out your responsibilities, you should avoid even the appearance of impropriety and should act for the sole benefit of the School. You should avoid placing yourself in positions in which

Page 39

your personal interests are, or may be, in conflict with the interests of the School.

Examples of areas of potential conflict of interest are: (1) Financial Interests: Ownership by the individual directly or indirectly of a material financial interest in any business or firm from which the School obtains goods or services or which is a competitor of the School; competition by the individual, directly or indirectly, with the School in the purchase or sale of property or any property right or interests; representation of the School by the individual in any transaction or activity in which the individual, directly or indirectly, has a material financial interest; any other circumstance in which the individual may profit, directly or indirectly, from any action or decision by the School in which he or she participates, or which he or she has knowledge.

(2) Inside Information: Disclosure or use by the individual of confidential information about the School, its activities or intentions, for the personal profit or advantage of the individual or any person.

(3) Conflicting Interest Other than Financial: Representation as a director, officer, agent, or fiduciary of another School, institution, agency or person in any transaction or activity which involves this school as an adverse party or with adverse interests.

(4) Gifts and Favors: Acceptance of gifts or favors from any firm or individual which does or seeks to do business with, or is a competitor of, the School under circumstances which imply reasonably that such action is intended to influence the individual in the performance of his or her duties.

Reporting Obligations: Where a potential conflict of interest exits, or if a situation arises in which it is difficult to determine the proper course of action, or if you become knowledgeable about another person or employee who may be engaging in questionable or illegal conduct, it is your responsibility to report the situation to one or more of the following persons: your immediate supervisor, the Human Resources Director, the Business Manager, or the Head of School. These persons can provide guidance and take such action as may be appropriate in the best interests of the School.

Compliance with this policy for business ethics and conduct is the responsibility of every School employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including termination of employment.

Page 40

Confidentiality Confidentiality needs to be preserved as it relates to the individual student and their families. Discretion should be used at all times. All written and oral reports about children are confidential. If you wish to privately discuss a child with the previous teacher, this is acceptable. Gossip of any kind is destructive and should not take place at our School. All discussions should take place in a private setting.

Corporal Punishment Staff members may not use, or threaten to use corporal punishment.

Corporal punishment is defined as striking, hitting, or engaging in punitive bodily contact with a student.

Courtesy Courtesy is the responsibility of every employee. Everyone is expected to be courteous, polite and friendly to our students, parents and fellow employees. No one should be disrespectful to a student, parent, or employee; use profanity; or engage in any activity that injuries the image or reputation of our School.

Criminal Background Checks 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, in its discretion, whether the employeeâ€&#x;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 Specialist within forty eight (48) hours of the occurrence. Failure to do so may result in termination of employment.

Damage to Property 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 Schoolâ€&#x;s property will not be tolerated.

Drugs and Alcohol We will not tolerate alcohol abuse or the use of other intoxicants and mindaltering substances, including illegal drugs. Our employees may be required to submit to drug screens, blood alcohol tests, breathalyzer test and medical

Page 41

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; or c) in connection with a preemployment screening. 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. 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 mind-altering substances in School vehicles or on School property. Off-premises possession, use, sale or purchase of mindaltering substances and off-premise alcohol abuse may reflect unfavorably on the Schoolâ€&#x;s reputation and 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 immediate Supervisor of this fact when they report to work.

This policy does not prohibit adults from light drinking at School-related functions, such as auctions, as long as the employee uses good judgment and students are not present.

Violation of any aspect of the Schoolâ€&#x;s Drug and Alcohol Policy will result in discipline up to and including immediate termination. In addition, the School may report use, sale or possession concerns to the civil authorities.

Fighting, Threats, and Weapons The School has a zero tolerance policy regarding fighting or threatening words or conduct. We also do not allow the possession of weapons of any kind on School premises.

Fraud, Dishonesty, and False Statements 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 Human Resources or the Head of School immediately.

Page 42

General Bulletin Boards We maintain bulletin boards at various locations throughout the School as an important information source. These bulletin boards are to be used solely to post information approved by the School regarding School policies, governmental regulations, and other matters of concern to all employees that are related to the employeesâ€&#x; employment by the School. Please develop a habit of checking the bulletin boards daily so that you will be familiar with the information posted there.

Gifts and Gratuities Employees should never request any personal gift or gratuity from anyone associated with the School.

Inspection of Property Please use good judgment in what you bring onto the School premises. The School is not responsible for the theft of oneâ€&#x;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 school property and employeesâ€&#x; personal property, brought onto School property or to School sponsored events including but not limited to, tool boxes, desks, purses, briefcases, packages, cabinets, vehicles, and electronics (such as computers, laptops, Blackberries, PDAs, iPhones, iPads, etc., including the contents of any emails, texts, photos, address books contained within such electronics). Failure to cooperate with such inspections is a violation of this policy.

Insubordination We expect every employee to follow the reasonable and lawful instructions of administrators and other management officials. Failure to do so constitutes insubordination and may result in immediate dismissal.

Interaction and Communication with Students The School expects that all employees will act with the highest integrity around the students of the School. Employees should exercise good judgment and remember that even the appearance of impropriety could reflect negatively on the School.

Page 43

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 act at all times as adult role models. In addition, students typically respond better to faculty and administrators 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 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; Giving students rides, except in emergency situations; Engaging students to complete personal errands for you; Discussing the personal affairs of other students or your colleagues; Using the boys‟ or girls‟ restroom when any students are present; Speaking with innuendo to suggest a relationship or sexual subjects; 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 participate in the site; Telling off-color jokes; and Dating or engaging in consensual relationships with students.

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

Page 44

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 administrator. 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 memberâ€&#x;s vehicle, babysitting, going to dinner, etc.) must first be cleared with the Head of School in each specific instance.

All employees are responsible for the welfare of our students. 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 Kris Charlton, Kitty Finneran or the HR Director.

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.

Leaving the Building If you must leave the school property during the day, notify the office when you leave and when you return. You must sign out (name and time of departure), and initial your return in the log. It is important for the office to know where school personnel are at all times. In addition, if you should be inadvertently delayed, arrangements can be made to cover your class.

Misuse of Property Our policy prohibits the misuse or use without authorization of the equipment, vehicles or other property of parents, students, vendors, other employees of the School.

Page 45

Overtime The School may periodically schedule non-exempt employeeâ€&#x;s mandatory afterhours or weekend work in order to meet School needs. We will attempt to give you as much advance notice as possible, and we expect that all employees who are scheduled to work after hours or weekends will be at work, unless excused by their Supervisor.

Outside Employment It is important that other employment and outside interests do not interfere in any way with our job at this School. We expect that you will be careful that extra hours of work do not affect your performance here.

If a second job could create a potential conflict of interest, for example, working for a competitor, you are expected to discuss the matter with your Supervisor, if applicable, or with the Head of School.

Telephone Usage A list of telephone extensions will be issued separately.

Most classrooms have a telephone installed. Each teacher has a voice mailbox which can be accessed from any telephone. Teachers should check their voice mail regularly. This is one of the main ways parents will contact you.

If you do not have a telephone in your classroom, you can access your voice mail from any other phone.

During the teaching day, calls will automatically be put through to your voice mail. This will ensure minimal disruption to your teaching. Emergency calls will be put through directly to your class. Should the telephone ring, please answer it.

Use of the classroom telephone by students must be supervised, and teachers should use their discretion as to when and why a student calls home.

Personal calls should be kept to a minimum.

Poor Performance Every employee is expected to make every effort to learn his or her job and or perform that job at a satisfactory level. Any employee who fails to maintain a satisfactory level of performance is subject to termination.

Page 46

Public Relations It is of paramount importance that a positive atmosphere is present at all times in dealing with the parents and the public. Since 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 and other staff members. 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 conversation with your colleagues or parents. Talk to you Supervisor or administrator instead.

Sleeping and Inattention We expect every employee to be fully alert while on the job to ensure the safety of all employees and to properly fulfill our responsibilities. Therefore, we cannot tolerate sleeping or inattention on the job.

Security Every employee shares the responsibility of school safety. Any dangerous or hazardous conditions should be reported to the office or to the maintenance personnel immediately. Unsafe conditions on the playing field, the corridors, in the bathrooms, or classrooms should be reported immediately.

Our maintenance staff conducts regular inspections of playground equipment and storage areas to be sure that a proper level of safety is being maintained.

St. Thomas works hard to try to provide a secure environment for the students and the employees. No school however is immune to problems relating to security. It is necessary for all school personnel to be aware of strangers on campus, individuals who loiter near the playground or classrooms, or any other incident that seems suspicious.

No visitors are allowed on our school premises without prior authorization.

Workmen in the building generally come on a scheduled basis and are usually accompanied by one of our own maintenance staff.

If an individual appears on the premises without identification, or you feel that the person does not belong, you may consider approaching him/her and asking in a

Page 47

friendly manner if they need assistance. If the individual is looking for a member of staff or a child, escort him/her to the school office. If you do not feel comfortable approaching the individual, simply notify the office. Do not alarm the students, but find a quick and direct way to relay the information to the office. If you see any unauthorized individuals in the building, be sure that your students are in your classroom and the doors are locked.

If you see someone engaging in suspicious activity (going through cars, looking through empty classrooms) notify the office and the police will be called. Do NOT attempt to physically restrain anyone.

Smoking The School is a smoke free campus. Smoking is not permitted anywhere on the campus.

Social Media and Social Networking Policies and Procedures Social media encompasses a broad array of online activity including social networks such as Facebook, MySpace, and YouTube, professional networks such as LinkedIn and Legal OnRamp, blogs, and other similar online or Internet communications. The information posted to these various outlets can be tracked and traced. New online tools and new advances will introduce new opportunities to build one‟s virtual footprint.

Because this form of communication is vast and growing, we feel it is important to communicate to you the School‟s position regarding an employee‟s use of social media or networking.

Use at Work or During Working Time We do not permit employees to access social media and/or social networking sites while on School time or property. We have taken steps to block many of the social media/networking sites on our network, but technology will undoubtedly work faster than our IT Department. Therefore, even if you are able to access such sites during working time or on School property, you should understand that your activities are in violation of School policy and may result in disciplinary action.

Use Outside of Work and Away from School Property It is not our goal to regulate your personal online activities when not on School time or property. Please understand, however, that certain activities might impact your working relationships (with parents, students, or colleagues) or School rights that we do reserve the right to regulate. All employees should ensure that they are

Page 48

familiar with Schoolâ€&#x;s conduct policies and confidentiality guidelines to avoid any online communications that might violate those policies.

For example, you should ensure that your online activities do not violate a School policy regarding harassment, discrimination, retaliation, or other similar policies pertaining to how employees interact with each other. 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.

Similarly, employees are not permitted to use the Schoolâ€&#x;s name, logo, trademark, or service mark in online activities. Employees are not permitted to post photographs of the School, its locations, activities, students, parents, or employeerelated activities on line. 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.

You should be careful when considering posting recommendations for colleagues.

School policy requires that all recommendations pertaining to employees come from the Human Resources Department. Therefore, we ask that you clear all potential recommendations and comments with Human Resources for anyone who is or was ever associated with the School.

Your Identity Online You are responsible for any of your online activity conducted with a School email address, and/or which can be traced back to the Schoolâ€&#x;s domain, and/or which uses School assets.

What you publish on such personal online sites should never be attributed to the School and should not appear to be endorsed by or originated from the School. If you choose to list your work affiliation on a social network, then you should regard all communication on that network as you would in a professional network.

Page 49

School’s Right to Inspect The School reserves the right to inspect all electronic data and usage occurring over the Schoolâ€&#x;s network or on School property without prior notice. We also reserve the right to assess information in the public domain on the Internet and to discipline employees for any violation of these guidelines.

Questions and Clarification If you have questions or need further clarification of any aspect of this policy, please contact Human Resources.

Solicitation and Distribution Solicitation by an employee of another employee during the working time of either employee for any reason is strictly prohibited. Distribution of advertising materials, handbills or other literature is prohibited in all working areas at all time. Solicitation and distribution by non-employees is prohibited on School premises at all times. This prohibition does not include school-related findraising projects.

All school, parent, and student handbooks, directories or class lists are solely intended for the use of St. Thomas staff and families as a resource and convenience to them. Please do not release or use any of these for business solicitation or political canvassing.

Theft We do not tolerate theft in any form. In order to protect you, your co-workers, faculty, our students, and the School, we reserve the right to inspect personal property as outlined in the Inspection of Property Policy.

Timekeeping Procedures Unless otherwise notified, each non-exempt employee is required by Federal law and by this School to keep an accurate record of his or her hours worked each day and each week. Your Supervisor will advise you how you are to record your time on a hand written time sheet. We expect you to record on your time record all time that you work for the School.

Any changes or corrections to your time record must be initialed by you and your Supervisor.

Page 50

Transportation of Students When students are transported from St. Thomas to any other destination, the School will make arrangements with a private bus company. These bus companies are required to provide proof of adequate liability/collision/accident insurance.

Parents are never asked to provide transportation for students on a class trip.

Teachers, Associates, aides, or School personnel are NEVER authorized to transport students. If a child is ill and needs to be taken home, a parent or adult listed on the emergency card will be called. If a child is delayed after school, you should NOT be the person responsible for taking the child home. Otherwise, in the event of an accident, the Church, the School, and the teacher, individually, could be held liable.

Unlawful Activity No employee may engage in any unlawful activity either on or off the job as this can adversely affect the Schoolâ€&#x;s reputation.

Page 51

PERSONNEL FILES Your personnel file is kept by the Human Resources Specialist. This file contains your social security number, current address, telephone numbers, and a copy of your driverâ€&#x;s license, employment application, teaching certification, copies of diplomas and degrees, copies of classroom observation forms, transcripts from classes, workshops or training sessions you may have attended, and other information pertinent to your employment at St. Thomas. If you wish to see the contents of your file, an appointment should be made with Human Resources.

Page 52

DRESS CODE What we wear “speaks”, whether any message is intended or not. Since this is an educational environment, it seems appropriate for us to consider what we want to communicate about ourselves, and more importantly, about the School. Teaching is a profession and professional attire is required at St. Thomas.

The silent language of personal appearance not only projects an image of oneself, but also is part of the total impression that the School gives to students and parents. It is incumbent on the faculty to set good examples within traditional and conservative parameters, even where school decorum might conflict with contemporary style.

Appropriate dress, neatness, professionalism, and good grooming are considered essential for all times when you are on School property or at School-related events. Employees may not wear jeans, shorts, or warm-up suits, except on designated days.

Male staff should, with the exception of special occasions, wear a collar and tie, or a School crested shirt (from Apple Uniform). There will be occasions when a jacket should also be worn.

The following items are not allowed: NO Long Dresses NO Jeans NO Capris NO Leggings NO T-Shirts NO Flip Flops/Sandals (only shoes with a back strap are appropriate) NO Sneakers (only with doctor‟s note) NO backless/strapless/spaghetti strap shirts All clothes should be ironed/pressed. Nothing too tight, too short, or too low may be worn (no cleavage revealed).

In addition, please note that No Visible Tattoos are permitted. Women can have no more than one earring in each ear, men can have none.

Please see the Human Resources Director if you have any questions.

Page 53

KEYS Issued keys remain the responsibility of the staff member. If your keys are lost or stolen, please notify the office. Keys must be returned to the Human Resources Office upon termination of employment.

Keys may never be duplicated.

Page 54

MAINTENANCE ISSUES Emergencies should be reported to the office. They will liaise with the Head of Maintenance.

For other work requiring attention, you need to fill out a Maintenance Request form (Appendix 1) and place it in Mr. Frank Benedictâ€&#x;s mailbox.

Expenses for work must be approved by Administration and the Business Office BEFORE completing the maintenance form.

Any additional requests for help should be directed in writing to Mr. Frank Benedict.

Please do not go directly to the other maintenance staff.

Page 55

SAFETY Disruptive Incidents - The signal for a serious disruptive incident will be an announcement over the intercom asking for ‘Mr. Blue’ to come to the office. Upon hearing this signal, teachers will implement the following procedure: a. Close and lock all classroom doors; b. Keep all students in their classrooms. No student is to leave the room; c. One person from the custodial staff will report to the office immediately to assist; the others will lock all vacant classrooms; d. An announcement over the intercom will signal the end of the disruption.

If a disruptive incident occurs in your area, notify the office or another member of staff immediately.

‘Mr. Green’ is the „all clear‟, and after this announcement normal activities may resume.

Fire Evacuation Plan - Evacuation routes should be reviewed. (See Appendix 1). This „path‟ must be posted in each classroom, where all teachers and children can see it. Fire drills are held periodically throughout the year. Be sure you review this procedure with the children. Teachers are to accompany the children out of the building to the designated safe area.

Students are to exit the classroom single file. Teachers are to check the room to be sure all children have left, especially rooms with self-contained bathrooms. The lights and ceiling fans should be turned off and the door to the classroom closed but not locked.

TEACHERS MUST TAKE THEIR ROLL BOOKS WITH THEM. When the class reaches the safety point, roll should be taken to be sure all students are present. Hold up the green card (carefully review the crisis management brochure). Special area teachers should also follow this procedure.

Assigned staff members will check other common areas to be sure that no child is left behind. When the „all clear‟ signal is given, return to your class.

In the event of an actual fire, the teacher should activate the nearest fire alarm station. In this case after the evacuation, everyone must wait for the fire department to give the „all clear‟ signal.

Page 56

Severe Lightning/Weather Dismissal will be delayed until it is determined to be safe to walk students to the cars.

Students should pack up and wait in their classrooms. Homeroom teachers will be notified by the Office when it is safe to continue dismissal.

Rainy Day Holding Areas On rainy days when lightning is not severe, dismissal also needs to be as orderly as possible. Please bring your students to their designated areas no later than 3:10pm and stay with them to supervise. Instruct them before you bring them to remain QUIET and ATTENTIVE so that everyone can hear the name of the students whose parents have arrived. Students need to leave an aisle for departing students.

Hurricane Protocol If hurricane conditions should develop, or any other natural disaster, St. Thomas School will follow the same guidelines as the Miami-Dade County Public Schools.

Announcements of this nature can be heard on local radio or television stations. Check with radio station WIOD, 610 AM for our school information. The schedule for the reopening of St. Thomas may vary from public and other private schools. You will be notified via phone, cell, email, or personal contact.

In your classroom, all objects are to be moved away from the windows and covered with plastic. Computers, other electrical equipment and materials should be securely covered, and where possible moved into your classroom bathroom. Also, unplug the phone.

(See also Crisis Management)

Page 57

SEPARATION POLICIES Notice of Resignation 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 account 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.

Exit Interview

Any employee leaving the School is required to attend an exit interview conducted by the employeeâ€&#x;s Department Head, if applicable, or by the Head of School. 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.

To Sum It All Up This Handbook highlights your opportunities and responsibilities at our School. It is a guide to our bright future here. By always keeping the contents of the Handbook in mind, you should be successful and happy in your work at the School.

Page 58

Non-Contractual Employee (Staff) Acknowledgment This will acknowledge that I have received my copy of St. Thomas Episcopal Parish Schoolâ€&#x;s Employee Handbook and that I will familiarize myself with its contents.

I understand that this Handbook represents the current policies, regulations, and benefits, and that any and all policies or practices can be changed at any time by the School. The School retains the right to add, change or delete wages, benefits, policies and all other working conditions at any time.

I understand that nothing in the Employee Handbook creates or is intended to create a promise or representation of continued employment and that employment at the school is employment at-will, that I may be terminated at the will of either the school or myself. I understand that I have the right to terminate my employment at any time, with or without cause or notice, and that the school has a similar right. I further understand that my status as an “at-will� employee may not be changed except in writing signed by the Head of School. My signature below certifies that I understand the foregoing agreement that atwill status is the sole and entire agreement between the school and myself concerning the duration of my employment and the circumstances under which my employment may be terminated. It supersedes all prior agreement, understandings, and representation (whether written or oral) concerning my employment with the School.

Signed _______________________________________________ Date _________________________________________________ Print Full Name ________________________________________

Page 59

Contractual Employee Acknowledgment This will acknowledge that I have received my copy of the St. Thomas Episcopal Parish School Employee Handbook and that I will familiarize myself with its contents.

I understand that this Handbook represents the current policies, regulations, and benefits, and that any and all policies or practices can be changed at any time by the School. The School retains the right to add, change or delete wages, benefits, policies and all other working conditions at any time.

I understand that nothing in this Handbook creates or is intended to create a promise or representation of continued employment and that my employment at the school is pursuant to a separate, written employment contract. I further understand that my employment may be terminated in accordance with the provisions of the contract or, where they do not conflict, the provisions of this Handbook. I understand that my contract may not be changed except in writing signed by the Head of School. My signature below certifies that I understand the foregoing agreement that the separate employment contract is the sole and entire agreement between the school and myself concerning the duration of my employment. My signature also certifies that I understand that, except for the separate written contract I have with the School covering the period designated in such contract, this manual supersedes all prior manuals, handbooks, agreement, understanding and representations (whether written or oral) concerning my employment with the school.

Signed ___________________________________________________ Date _____________________________________________________ Print Full Name ___________________________________________

Page 60

Part Two: Faculty Procedure and Policies

ATTENDANCE AT SCHOOL FUNCTIONS All members of the teaching staff will perform such professional duties as are assigned from time to time by the Head of School. The Head of School delegates responsibilities to the Associate Head of School.

There are several times during the year that you will be required to be present at School functions for example: Staff Retreat, Parent Orientation Night relevant to your grade, Back-to-School Night, a Christmas concert or service, and the Fifth Grade Graduation. In addition, you are encouraged to attend other events in the life of the School such as certain Parent Education nights, the play, ballet recitals and sporting events. These events are generally scheduled well in advance to give you the opportunity to make any necessary arrangements.

Page 61

STAFF DEVELOPMENT DAYS These days are student free. All staff and faculty are expected to attend workshops offered on those days.

Page 62

TEACHER WORK DAYS Are designed as full work days and are for report card writing, interim reports, lesson plan and curriculum development, preparing objectives for report cards, working in the classroom, etc.

Page 63

PARENT/TEACHER CONFERENCE DAYS Parent/Teacher Conference Days with noon dismissals for students are for classroom teachers to conference with parents. On these half days the special area teachers are expected to engage in work related activities on campus unless an off campus visitation to another school has been pre-approved.

Page 64

NOON DISMISSALS Noon Dismissals are designed for all faculty and staff members to leave as soon as the last students leave campus.

Page 65

FACULTY MEETINGS Grade school faculty meetings are scheduled on Wednesdays. The meetings begin at 3:30 with some concluding at 4:30 and some at 5:00. Prior notice will be given as to the date and time. Preschool faculty meetings are held on Thursday afternoons from 2:15p.m. to 3:00p.m. Spanish Department meets on the second Tuesday of each month during their lunch time and any other Tuesday as needed. All teachers and associates/aides are expected to attend faculty meetings unless otherwise notified. For faculty meeting, you will be notified the week of the meeting if you are to attend and the length of the meeting.

In the event you are unable to attend a faculty meeting, please notify the Head or Associate Head, and have someone in your grade level be responsible for sharing the information with you on the following day. If you wish to bring something to the attention of the staff at one of these meetings, please inform the appropriate person (Head, Associate Head, or Preschool Director) prior to the meeting.

Page 66

PROFESSIONALISM While it is imperative that we deal with our students in the most professional manner, it is equally important that we uphold the highest standards in our personal and professional relationships with each other. Loyalty and support of the School, and each other is crucial if we are to maintain professional standing and distance with our students and their parents.

A teacher at St. Thomas will support his/her colleagues in maintaining a school climate which allows good teaching to prosper: - By contributing to the total educational program of the School according to his or her abilities and interests; - By enforcing the School‟s declared codes of behavior, expectations and standards, of all students at all times.

Further, teachers are prohibited from discussing any aspect of any student‟s progress or behavior except in the most professional of settings. Exceptions to this would be in a formal group conference or an approved conference with an outside professional that would benefit the child. (In this case, a signed release form from the parent would also be necessary.)

It is imperative that all teachers, teacher assistants, and office staff strictly observe students‟ and families‟ confidentiality. Confidences should not be shared unless you feel they jeopardize the child‟s health, safety, or well being; and then, only with the Administration or with the Learning Specialist. Trust and confidentiality are essential elements in our school/home relationship.

A proper professional distance is imperative in our relationships with parents and students. While to be effective as teachers and to enjoy our students, we must get close to them, we cannot allow that closeness to become over-familiarity. If we do so, we run the risk that our relationships with parents and students will compromise our professionalism.

Such actions, even if merely perceived, can destroy the reputation of an individual as well as an institution. The best guideline is simply to carry ourselves in such a way that we never allow a compromising situation to occur, and if in doubt, don‟t.

Members of the Board of Trustees who are parents of current students can present a delicate situation for faculty as we teach their children. The School is best served if Board Member-parent issues concerning their children are handled the same way as with our other parents, with dispatch, diplomacy and professionalism. Faculty who are anxious about such matters or who feel they are in a potentially compromising situation because Page 67

of a Board member, are advised to involve an Administrator in a prudent and timely fashion.

In house, we could and probably will have professional differences. Likewise, we can expect to disagree personally. The proper time and place for these differences to be aired is within our professional environment and never outside. With our assertive and ambitious parent body, we must be especially careful of confidentialities, judgments of others or criticisms, implied or explicit. We should be mutually supportive of each other in public.

You should understand that the right to disagreement carries with it the obligation to support the Schoolâ€&#x;s policies once they have been formulated.

Page 68

AFTER SCHOOL The School encourages staff to offer extra help to students. If you are planning to keep a child after school for any reason (extra help or disciplinary), parents and the front office must be notified in advance. Not only is this a professional courtesy, but it will also help alleviate traffic problems in the Circle, and extraneous worry or frustration by parents.

Page 69

ATTENDANCE Teacher As a professional, you are aware of the importance of your presence in the classroom.

We expect good attendance from the students, and as teachers, we should model the same behavior. Naturally there are times when we are ill and unable to teach. When this occurs, you should notify: the Coordinator of Substitutes. If calling at night, please call BEFORE 9:00p.m. or in the morning between 6:30a.m. and 7:00a.m.

Absence: (Personal/Professional) – Personal/Professional requests for leave must be presented to the Associate Head at least 2 weeks prior to requested dates. In order to provide teaching continuity for our students, the administration reserves the right to limit the number of personal/professional leave requests. Please do not request a personal leave on a black out day.

It is the responsibility of the school to secure a substitute. Please DO NOT make your own arrangements. Our substitute list contains many well-qualified teachers who are in demand at other schools, so when possible, please notify Coordinator of Substitutes as early as possible.

Classrooms should be open at 8:00a.m (Fifth - 7:45a.m.). It is important for you to be on time because students will be in your room and need supervision. If the situation arises and you are going to be late, please call the office so that we can arrange to have someone in your classroom when the children arrive.

If you should become ill during the school day, let the office know and we will arrange for someone to cover your class. If you feel unable to drive home, or have some other serious problem, please let us know and we will assist you.

Student Student attendance is very important. Accurate records should be kept of days absent or tardy. You should use the computer program to mark attendance. This must be done daily before 9:00a.m. – The information logged should reflect attendance as of 8:10a.m. that day. Attendance information is recorded on the report card each Marking Period, and again in the cumulative folder at the end of the school year.

Page 70

Unexcused excessive tardiness is unacceptable. When a student has an excessive number of absences or tardies, please notify the Administration. It may be necessary to arrange for a conference with the parents. There is also a place on the report card to indicate if excessive absences are affecting school work.

Students are expected to make up work missed when they are absent. Parents of absent children may request homework assignments to be made available for collection at the end of that school day (3:15p.m.). Parents have been asked to make this request before 8:30a.m. Please check your voice mail for such messages so the books and assignments can be ready.

If a student is absent for more than ten (10) days in one Marking Period, an „incomplete‟ can be issued on the report card until all work is made up to the satisfaction of each of the student‟s teachers. A conference should be scheduled with parents of any student with total absences exceeding ten (10) days.

Lateness Students in Preschool – Fourth Grade must be in their classrooms by 8:10a.m. Students in Fifth Grade must be in their rooms by 8:00a.m. At this time, students not in the classroom should be marked absent. Students arriving late should not enter your classroom without a pink slip from the office. At the end of the day, you should amend the „absent‟ marking to one reflecting „tardy‟.

Special Area teachers who receive a pink slip from a student must ensure that it is given to the Homeroom teacher by the end of that same day. This will allow the Homeroom teacher to amend their attendance register.

At the conclusion of each Grading Period, the office will print out each student‟s attendance record. Half-day attendance will be allocated for an accumulated four (4) hours attendance in one day.

Page 71

CHAPEL COMPANION A special privilege for our older students in Fifth Grade is to help the Preschool and kindergarten teachers with their classes in Chapel. These students should be chosen for dependability, patience, and responsibility, as well as their interest in helping.

When you need the services of older children for Chapel, PLEASE ensure they return to their homerooms immediately after the service. Preschool babysitters should accompany the class to the door of the classroom, then return to their homeroom. Kindergarten babysitters do not need to accompany the kindergarten back to class, but can return to their homeroom as Chapel is dismissed. It is very helpful to the older students if you tell them specifically how they can best help you with your students. If you come to feel the babysitter needs as much supervision as the little ones, speak to a Fifth Grade teacher. If a discussion with the student does not bring about a change, you will be assigned a different chapel companion.

Page 72

MASTER/PHD BONUS Any member of our Faculty that has earned a Master/PHD is entitled to receive $1,000 bonus.

Page 73

BOARD OF TRUSTEES A member of the teaching staff may not communicate with the Board of Trustees on matters to do with employment conditions or on matters affecting the administration and educational practice of the school without concurrently informing the Head of School of his/her desire to do so. Correspondence should only be addressed to the Chairman of the Board, and the Head of School should receive a copy.

Page 74

BOOKING OF ROOMS It is most important that the venues (Church, ECW, Bedell Room and Rantz Hall) which are shared with the Parish, or which are available for a variety of uses, are booked through the correct procedure.

Obtain a room request form from the office, and submit it to Mrs. Jennifer Lobo (see Appendix 1). The office will cross check your booking request with the church office to ensure no clashes. If you require a special set up of the room, this should be clearly noted on your booking form.

Please note that the Church is the center of the Schoolâ€&#x;s religious life. It should not be used for any other purpose without the approval of the Head of School and the Rector. If such a purpose is accepted, then the conduct of all involved must still show a respect for the Churchâ€&#x;s primary role.

The use of School facilities outside the normal work day must be cleared with Mrs. Lobo.

Page 75

CERTIFICATION Possession of a permanent Florida Teaching Certificate is encouraged for all teachers at St. Thomas. We expect our teachers to continually further their education. You are encouraged and expected to enroll in college level education courses, workshops, and other in-service training. Approximately every 3-4 years, graduate level courses are offered at St. Thomas. This is arranged through local universities and/or the Florida Council of Independent Schools (FCIS).

As a professional, we encourage you to work toward your certification and/or toward an advanced degree.

If you need assistance or information, please see one of the Administrators.

Page 76

CHAPEL SERVICES Our Chapel services are a very special part of the day. For many families, it is one of the most important reasons they chose our school. Chapel services are held each morning.

ALL children are required to attend. Children cannot be excused from regular chapel attendance. Teachers will accompany their grade to Chapel. Pupils should be thoroughly familiarized with the procedure and understand the proper attitude and behavior for entering God‟s house and maintaining reverence throughout the service. This should be reinforced as the school year progresses. The example of faculty here is very important.

Students show respect to their priests, teacher and classmates when they: - enter and exit the Chapel without talking; - quietly lower and replace the kneelers; - gently remove and return the hymnals to their holders; - sing and participate with enthusiasm.

If a student is habitually late and is missing Chapel, please notify the parents and Administration.

There is an Order for Daily Morning Chapel booklet (Appendix 4) that contains all the correct responses and prayers. Please familiarize yourself with this so you can assist new children.

Holy Eucharist – Is celebrated approximately once a month. Non-confirmed students should also approach the altar and receive a blessing.

All members of the wider School community are invited to attend, and communicant members of other Christian denominations are welcome to receive the Holy Eucharist.

Our chapel is the center of the School‟s religious life. It should not be used for any other purpose without the approval of the Head of School and the Rector. If such a purpose is accepted, then the conduct of all involved must still show a respect for the church‟s primary role.

Chapel services other than „Big Chapel‟: Senior Chapel (Fifth) – Tuesday – a.m.

Little Chapel (Kindergarten) - Tuesday

Page 77

Little Chapel (Junior and Senior Preschool) - Friday (Except for Wednesday, Preschool does not attend „Big Chapelâ€&#x;) While non-homeroom faculty is encouraged to attend daily Chapel, it is expected that Administration, faculty, and staff will attend the monthly Communion service.

Exiting Chapel Fifth: Exit down the center aisle FIRST. Upon exiting the south side doors, they will turn right, follow the path, and proceed to the center stair well.

First Grade and Kindergarten: Follow the Fifth Grade out of the church and follow the path back to their classrooms.

Third Grade: Exit the pews to the left and leave through the back of the church. Stay on the RIGHT side of the staircase as they go up.

Fourth Grade: Exit the pews to the right and leave through the back of the church. Stay on the LEFT side of the staircase as they go up.

Second Grade: Exit the pews to the right and leave through the back of the church following behind Fourth Grade.

Jr. and Sr. Preschool: When attending Chapel, the Preschool should exit following immediately behind the Fifth Grade, and preceding the First Grade and Kindergarten.

Page 78

CLASSROOM ENVIROMENT The environment we provide in the classroom should be attractive, exciting, and well – organized. It should encourage exploration, curiosity, and investigation. Bulletin boards should reflect current classroom activities and should be changed frequently. Use as much student material as possible.

Interested families frequently tour our school. As they walk around, they have the opportunity to see our classrooms, how our students behave and dress, and a glimpse of the class-work. This „first impression‟ should exemplify the exciting learning environment that our school provides.

Children should be expected to assist in daily classroom chores. Picking up trash and cleaning desks are appropriate tasks for your students and help to reinforce personal responsibility.

Page 79

CLASSROOM EQUIPMENT AND MATERIALS St. Thomas provides all necessary textbooks. If you wish to order texts or textbooks, the order must be approved by the Director of Academics.

At the beginning of the school year, you will issue each child a set of textbooks and workbooks. Be sure that the Schoolâ€&#x;s name and address are stamped inside each one.

Books may be numbered to make assigning them easy. A student should receive the same numbered text in all cases. This helps keep track of texts, and makes inventory at the end of the year easier.

If a textbook or workbook is lost, damaged or defaced, please inform the Director of Academics as to the replacement cost. The parents will be asked to pay for a replacement, and a new book issued. During the first week of school, you may choose to have your students cover their books with easily removable (non-permanent) covers.

Please note, that in some cases replacement texts are no longer available, and every effort should be made to ensure the longevity of our current supply.

Should you need extra desks or chairs etc., please speak to the Head of Maintenance.

Page 80

CLASSROOM MANAGEMENT There are many different techniques and methods of classroom management. It is important to find a style that is effective with your students and one with which you are comfortable. Teachers who are firm, fair, and well-organized, with clear expectations for their students, and who provide meaningful, thought-provoking activities tend to have few discipline problems. There is a written code of conduct that spells out expectations and consequences for students and parents. It is a good place to start when developing your own classroom management style.

CLASSROOM RULES SHOULD BE POSTED FROM THE FIRST DAY OF SCHOOL. These rules should be enforced UNIFORMALLY and CONSISTENTLY throughout the year. The R.E.A.L. Code of Conduct is the point of reference. (See Appendix 2) It may also be helpful to include a lesson(s) on appropriate student behavior in Chapel, in the restrooms, at lunch during the first week of school.

You, as the classroom teacher, are responsible for the behavior of your students at all times, both in and out of the classroom. You are expected to handle day-to-day behavioral issues. For second through fifth grades, the discipline policy covers all subject areas. The policy has been designed to: ensure clear and timely communication between homeroom and Special Area teachers; communicate with parents about any problems their child may be having in any class; encourage parents to monitor the doing of homework and use of the assignment book as a means of communication; enable students and parents to see a uniform and serious approach to all homework, class work, and behavior; create a comprehensive and ongoing record of behavioral or work habit issues; ensure that there are no surprises in report card grades or comments.

Strategies should be developed to prevent disruptive behavior and poor work habits. It is extremely important to establish rules and procedures to be maintained by the students during structured and unstructured times all through the school day.

Teachers are encouraged to communicate directly with the parent about a childâ€&#x;s behavior or homework issues. Likewise, teachers should communicate relevant student information with one another either in person or via the e-mail.

The Administrators are available for support and consultation. Repetitive, or out of the ordinary, situations should be reported immediately to the Administration. Major issues should be reported to the Head of School and/or the Associate Head of School who will decide what consequences are appropriate.

Page 81

CORPORAL PUNISHMENT IS NEVER TO BE USED! Cheating If cheating occurs, it should be dealt with promptly by the teacher. The parents and the Administration should be notified. Should a second incident occur, the Administration should immediately be notified.

Supervision STUDENTS ARE NEVER TO BE LEFT UNSUPERVISED! If you must briefly leave the classroom, ask a neighboring teacher to supervise your class.

If this is not possible, call the office and someone will be sent to your room. Students are not to remain inside the classroom while the teacher is out of the room. (If a child is hurt or injured when left unsupervised, you can be held liable.)

In addition, students are not to remain outside the classroom unsupervised. Furthermore, parents and/or high school interns should never be placed in the awkward position of being asked or expected to supervise a class.

Page 82

CLASSROOM PARTIES There are four (4) approved parties held in school for students in First – Fifth Grades; Christmas, Valentine‟s Day, All Saints‟ Day, and End of the Year. Parents who serve as „Homeroom Coordinators‟ are responsible for organizing these parties. Parties at each grade level should be generally similar, so it is very helpful to have the coordinators plan together. This eliminates the possibility for inequality between classes.

Preschool and kindergarten have some parties in addition to the ones listed above.

Page 83

CLEANING SERVICES Our school uses the services of a cleaning agency. The classrooms are swept and cleaned each evening. The cleaners empty the trash bins and do only „surfaceâ€&#x; cleaning. At various times throughout the year, the floors and carpeting in your classroom will be cleaned/shampooed or waxed.

If you have a problem with the cleanliness of your room, please submit a Maintenance Request form, write down the date and the problem and give it to Maintenance Supervisor.

Page 84

COLLECTION OF MONEY For School-Related Purposes Plans to collect money for any school-related reason should be cleared with one of the Administrators before they are implemented. There are times during the year when a fund raising project may necessitate the collection of money. DO NOT LEAVE MONEY IN YOUR CLASSROOM OVERNIGHT. Generally, you will receive a large envelope from the office which will be used to keep what you collect each day. This should be turned in at the end of the day so it can be locked in the school safe. If you choose to participate in any of the various „Book Clubs‟ for students, please follow the same procedure.

For Non-School Related Purposes Some teachers provide personal services to families of the School, including babysitting and tutoring. In addition, there are times for personal reasons that parents may pay teachers for personal matters. Please ensure that all such financial transactions occur outside of the School. The School will not be responsible for any checks or cash accepted from a parent that relates to a personal transaction between the parent and the employee. In addition, the Head of School must be informed of all personal services provided by employees to parents and/or their children in either the parents‟ home or the teacher‟s home.

Page 85

COMMENDATIONS Each Friday morning as part of the Chapel service, the Rector reads commendations.

Staff can commend students for their work or attitude in keeping with the theme adopted for the year.

A week-by-week schedule of grades receiving commendations will be made available.

Names of students receiving commendations should be placed in the folder kept in the office. You should also give a brief reason why the student is being commended.

Please ensure commendations are lodged before Friday morning. Writing should be neat, clear, and large print, to enable easy reading.

Parents of students receiving a commendation should be called prior to Friday so they attend Chapel service, if they choose. A copy of the Commendation should be sent to the parents.

It is hoped that a student will receive at least one commendation per year.

Page 86

COMMUNICATION AND REPORT CARDS ST. THOMAS EPISCOPAL PARISH SCHOOL COMMUNICATING AND REPORTING Our goal is to communicate important and accurate information to the children we teach, to their parents, and to the middle schools they attend when they graduate from St. Thomas.

Parent/Teacher Conferences Regular Parent /Teacher conferences will be scheduled each fall and spring for all St. Thomas students. These meetings are very important opportunities for both teachers and parents to communicate with each other about the progress a student is making. We encourage both parents/guardians to attend whenever possible.

If at any time during the academic school year, you feel that you need to have a conference with any child‟s/children‟s parent(s), please call or email them and ask for an appointment.

Interim Reports Brief interim reports will be issued two to three times a year for each student. The first interim report will be given to the parents at the fall conference. The purpose of this report, halfway through a marking period, is to communicate special information the teacher feels the parent needs to know about a child‟s progress between marking periods.

Additional interims are issued at the discretion of the teacher on an as-needed basis in order to communicate in writing with the parents. Parents should never ‘discover’ a serious problem by way of the report card. Keep the parents advised when a problem surfaces and then reflect the problem(s) on the next interim report.

Report Cards St. Thomas reports on a trimester system, with three report cards being issued approximately every twelve weeks to all students from Kindergarten to Fifth grade. The report card should provide information on students‟ academic performance and progress, their work habits, attitudes, and behavior. No matter what form of grading is used, grades will come from a variety of sources. Some examples might be teacher observation, checklists, projects, written assignments, quizzes, and tests, just to name a few. Academic grades are reported separately from nonacademic factors on our St. Thomas report card. Academic grades reflect the achievement of intended learning goals and standards. Nonacademic feedback is based on efforts such as participation or the quality of a student‟s work, while behavior is assessed on factors such as following rules and positive teamwork.

Page 87

Students are evaluated in two different ways, using a performance key or using letter grades, depending on the grade and the subject: Performance Key Letter/Percentage Grade 4 = Exceeds Standards A = 90 to 100 3 = Meets Standards B = 80 to 89 2 = Making Progress C = 70 to 79 1 = Needs Improvement D = 60 to 69 X = Not Assessed at This Time E = 59 and Below Short narratives for each subject area are added to give further enrichment to our reporting. First through fourth grade classroom teachers write narratives for the 2nd and 3rd trimester report cards and fifth grade teachers write them for the 1st and 2nd trimesters.

Everyone else writes a narrative for all three trimesters.

Preschool progress reports are sent out in January and at the end of the year. These reports give the parents specific information concerning the academic, social, and physical development of their child.

Please ensure that you keep in your grade book and student portfolios sufficient evidence of work and assessments to substantiate marks and grades given.

Standardized Testing/5th Midterms Each spring the Stanford Achievement Test is administered to all students in grades one through five. Teachers and parents can use the information from this test to individualize learning for all students. Parents will receive a copy of their childâ€&#x;s test scores, reflecting his or her performance on the test for that year. We consider these scores to be only one of a number of ways to evaluate a studentâ€&#x;s progress during any given year. In addition, when considering the SAT scores over a period of years, we look for patterns in scores in order to evaluate how a student performs on this standardized test instrument. St. Thomas does not publish the individual nor group scores of our students.

Fifth grade students also take midterm exams. This process of using a study guide and taking a comprehensive assessment is introduced to prepare the students for middle school.

In the case of absences, other than illness excused with a note from a doctor, midterms, finals, and SAT exams will not be made up.

Page 88

CORRESPONDENCE All official correspondence should be on School letterhead, and signed by the appropriate member of staff with title or position of responsibility. A copy must go to the Associate Head of School.

The highest standards of spelling and syntax should apply to all public documents bearing the Schoolâ€&#x;s letterhead.

Transcripts, evaluations, and official or unofficial correspondence and documents regarding a student, past or present, must be organized and given to the Associate Head of School for approval before distribution. These forms will be mailed from the office.

All correspondence should be copied.

Please ensure all events (special occasions, speakers etc.) are cleared with the Associate Head of School before information is printed and sent to parents.

Above and near the Schoolâ€&#x;s address on the envelope, staff should initial or write their name. In case of return, the envelope can be given back to the teacher.

Page 89

CRISIS MANAGEMENT

MISSION To minimize the negative impact of trauma on individuals, the School, and the community.

EXECUTION The following basic steps should serve as a guide to meeting our mission in this area: -

-

The establishment of a staff team capable of dealing with the crisis and maintaining the daily operation of the School, coordinated by the Head of School. This team will include the Rector, Chair of the Board of Trustees, Administrative team (Associate Head of School, Director of Academics, Preschool Director), School Psychologist, and any other members of the faculty as deemed appropriate; Crisis management team clarifies facts, determines appropriate action to be taken; Inform faculty and staff of the situation, steps to be taken, and the proposed timeline; Enact management plan and ordinary practices take over.

The Head of School or his/her designate is the only person to make any public statement regarding the incident, and prepare and release information to faculty, staff, and parents.

In addition, the Head of School will prepare a critical incident report for the Board of Trustees.

In the event that the Administration should be off campus, the above protocol should be followed with the Crisis Management team being formed under the Senior Administrator pro tem.

Page 90

CUMULATIVE FOLDERS A cumulative folder for each child is filed, in a fireproof filing cabinet, in the school conference room in a locked storage closet. The Director of Admission has the key.

These folders MUST contain: SAT card that has each yearâ€&#x;s SAT (Stanford Achievement Test) scores SAT full page test reports report cards and interims conference reports Admission testing, and transfer records Health forms (most recent) Birth certificate; Application for enrollment and re-enrollment Summer reports (if student attended academic camps) The contents of the cumulative folders are open to inspection by the studentâ€&#x;s parents. An appointment to do so should be made with the Director of Admission.

The teachers may come in any time and look at the cumulative file of a student. If a teacher wants to see the file immediately just call the office of the Director of Admission and you will be given the keys to the conference room and storage closet. The records are never to be taken home or to the classroom. It is suggested that the teacher call the Director of Admission so the file can be ready for the teacher.

EVERY CHILD MUST HAVE A HEALTH FORM AND IMMUNIZATION RECORD ON FILE. NO CHILD CAN BE ADMITTED TO ST. THOMAS WITHOUT THESE. The school nurse is responsible for checking on the health forms.

ALL STUDENTS WHO ARE NEW TO ST. THOMAS must have the original health form and immunization record or they cannot be admitted to school. This is not a St. Thomas policy, but is mandated by the state of Florida. After kindergarten, health forms are updated every other year. If you have any questions about this please contact the school nurse.

At the end of the each school year, the final report card, Stanford Achievement Test sheet, and interims are filed in the cumulative record file of each student. The SAT strip is also pasted on the SAT card.

Accuracy is very important as copies of these records are sent on with t he student when he/she transfers or graduates. The cumulative folder is a legal document.

Page 91

CURRICULUM It is our responsibility to provide instruction in basic skills as well as a multitude of enriching experiences to all students. Each individual student and his/her needs must be considered. We are always interested in improving the curriculum. If you wish to add, change or extend any parts of it, please discuss your ideas with the Director of Academics.

Textbook choices and changes need to be discussed and evaluated in a timely fashion.

The Director of Academics will co-ordinate „examination copiesâ€&#x; of textbooks, workbooks or other supplementary materials, and arrange for consultants to come and demonstrate their use. Our goal is always to find the BEST way to reach every child and we often find that this takes a variety of approaches as well as materials.

Page 92

END OF DAY The last few minutes of each day should be used to discuss the dayâ€&#x;s activities. When questioned, students usually remember what they did last.

Please be conscientious about dismissing students on time. Children cannot be dismissed early because they will be unsupervised, and if they are late, the car pool driver has to circle the parking lot and tie up traffic.

After dismissal, check your room for general neatness. On Fridays, be sure that everything is put away if your room is used for Sunday School classes. Have the students place their chairs on top of the desks so the rooms can be easily cleaned.

Teachers will take turns supervising the pick up of students in the parking lot (see Traffic Duty). No children are ever to be left unsupervised. Children not picked up by 3:25p.m. should be taken by the teacher on traffic duty up to Study Hall.

Page 93

EXCUSE FROM CLASS Exercise discretion when sending children out of the room to use the restrooms. If you do not have a bathroom in your class, send students in pairs. Teachers of grades 2-5 should provide a sign out book. Try to take your entire class to the restrooms in the morning, in the afternoon and before physical education.

Two (2) other students should accompany a sick child being sent to the Health Room Consultant.

Page 94

HOMEROOM COORDINATORS In order for all parents, new and current, to have an equal opportunity to serve as a homeroom coordinator, a form should be completed and returned to the Director of Parent Relations or the childâ€&#x;s teacher during the first week of school. These forms are available in the front office, from the Director of Parent Relations or the classroom teacher.

During the first few weeks of school, the Director of Parent Relations and the classroom teacher will designate two parents to serve as homeroom coordinators for the coming school year. Classroom teachers should coordinate across the grade level. The homeroom parents coordinate the class activities with the other classes of the same grade level. They also act as liaisons to help with communication. This is an important link between home and school.

The homeroom coordinators plan holiday parties, schedule class parent participation in school-wide events, and generally help the class on all special occasions.

Parental participation is a vital and integral part of what makes St. Thomas so special. St. Thomas parents are involved in many school activities, a number of which are major fund-raising events. With the faculty and parents working together, a sense of community is fostered.

Page 95

HOMEWORK ST. THOMAS EPISCOPAL PARISH SCHOOL HOMEWORK POLICY Homework Philosophy At St. Thomas, we believe that there are a number of reasons for giving homework.

Homework is an opportunity to reinforce and practice the skills and to review the information learned in class. Fluency is often achieved by practicing newly-learned skills as homework. Regular nightly homework, along with long-term projects, helps children to develop good work and study habits. Occasionally, homework can be a way of preparing for something that will be needed in class, such as reading information or obtaining materials. Getting a quiz or test signed by a parent can also be a homework assignment. However, students should NEVER be asked to do new work that they have not yet learned in school.

Effective homework is relevant to the lessons that were taught in class, of a reasonable length, with clear directions that the student can understand and follow. Giving feedback to student is an essential part of homework. Homework assignments need to be reviewed in some way by the teacher, with a partner, or checked from the board. Students need to know how well they have done on their homework and be given a chance to correct their mistakes or to revise their work so they learn from the experience. The corrected work should be rechecked to maximize the educational value of doing homework for the student. Reteaching needs to occur if it becomes obvious that a student does not understand the concept or skill done for homework. While much homework is really a form of formative assessment, and therefore does not need to be graded, it should always be checked. Not checking studentsâ€&#x; homework regularly conveys the idea that the teacher was just giving the student busywork to do. This is exactly the opposite of the values of practice, reinforcement, and responsibility that you want to convey to your students and detracts from the learning experience.

Goals and expectations need to be established by the teacher for the quality of completed homework. Standards need to be set for what acceptable presentations should look like, the degree of accuracy that indicates successful effort, the organization of the work, and, of course, the timeliness with which the work is handed in.

Homework can be differentiated for a studentâ€&#x;s learning style. One example might be to allow a student who has weak handwriting skills to type his/her homework. The amount of work on a page might be less for a student with a processing issue that results in their spending too much time doing the regular amount of work. Students reading below grade level might need easier text material in order to read and extract information successfully.

These ways of differentiating homework are in keeping with the school philosophy of differentiating instruction for students with different learning styles.

Page 96

Homework varies, depending on the grade level. However, at St. Thomas we believe that students need to learn to be responsible for their assignments from the early grades. We ask parents to provide a suitable environment/time to do homework and to monitor whether or not the child completes his/her homework in keeping with the teacher‟s expectations for appearance, organization, and timeliness. Some examples of suitable help from parents would be clarifying directions, monitoring “on task” behavior, and gathering/purchasing resources/materials. Parents, if asked, might also help with planning the homework schedule. Reading with a child, especially in the lower grades, is a very good thing for a parent to do.

Teachers should encourage parents NOT to correct errors, as you, the teacher, need to see them. In addition, parents should NOT teach concepts, as the methodology of the classroom may differ from what the parent learned. Parents should NEVER, of course, do homework for a child. When parents do homework for a child, the teacher loses a very valuable tool for determining how well a student is learning concepts or skills. The child misses the opportunity to develop the skills and habits that lead to positive selfesteem, organization, and independence.

Communication between School and Home Communication between school and home is our goal. Provide parents with weekly feedback and then ask them to sign as a means of acknowledging having gotten the feedback. Homework is an important way for parents to monitor the progress of their child‟s learning. Children‟s progress with mastering responsibility for completing homework will be assessed on the report card each marking period. In grades 3 – 5, homework should figure into the final grade a student receives in an academic subject area. Homework completion, but not accuracy, should figure into the overall grade.

Students who are in danger of having their grade lowered because of incomplete or late homework assignments should be made aware of this issue immediately.

Communication with the parents of the student should be initiated as soon as the homework problem occurs, in the form of a homework notice in most cases.

Incomplete or late homework assignments should be made up in school or at home at the earliest possible time. Since completed homework is an expectation, the reward for doing it should be an intrinsic sense of accomplishment, with no external reward necessary.

If a student experiences difficulty while doing the work, we ask the parents to ask their child to explain how they learned the skill in class. If that does not help, then the parent should stop the child and send a note to the classroom or specific area teacher explaining the problem. If the work takes well over the allotted time for the grade level, they are asked to do the same thing, and, together, you need to determine what the issue is that caused the work to take so long. Communication with the parent is encouraged as you work as a team to help the child resolve homework issues.

Homework Assignments Assignments are given Monday through Thursday nights in grades K to 4. Assignments will be written in assignment books beginning in grade 2. Students in grade 5 can also

Page 97

find their assignments posted on www.stepsmia.org/hw/. Long-range projects need to be planned so that they are done over a period of time and completed in a timely fashion.

Children are encouraged to become actively engaged with their assignment books by numbering the assignments in the order in which they plan to do them and then checking them off as they complete each one. Children who have trouble completing their work in a timely fashion can also write the estimated time they think it will take to complete each assignment, and, then, when done, can check to see how close they came to estimating correctly. This is an excellent way of helping students to develop the ability to pace themselves more accurately.

The following is a general range of homework time per grade level: Classroom homework: K – 10 min.

1st – 15 min.

2nd – 30 min.

3rd – 45 min.

4th – 60 min.

5th – 75 min.

Spanish homework: (included in total amount of classroom homework) K/1st – no homework 2nd to 4th -- 10 min.

5th -- 10 min.

Spanish homework will be assigned in conjunction with Spanish class time.

Special area teachers: Homework from special area teachers, given occasionally, will be assigned in conjunction with their class time.

Homework/Absences Teachers do their best to supply homework assignments for absent children. However, it is impossible to project homework too far into the future, as it is often based on what was taught in class that day. Therefore, the best way for your students to be sure to come back to school with completed homework is for them to check with other members of the class to confirm daily assignments.

Children who know in advance that they are going to be absent should have a method of accessing the homework assignments while they are away, and their books/tablets need to be available to complete the homework. All missed homework is due when the student returns to school. In addition, the student should be prepared to make up any missed quizzes or tests upon their return.

Page 98

LESSON PLANS Teachers are required to develop daily lesson plans for all subjects taught. Plan books are provided for your use by the school. If you favor a different format, please let the Director of Academics know.

A copy of your upcoming weekâ€&#x;s lesson plans should be given to the Director of Academics no later than that Monday.

Substitute Folder – This should be on file in the office. It should include your schedule, class list(s), and sheets outlining safety, dismissal, fire, telephone operation, lunch, traffic, and study hall duties, in addition to any signals and cue words you use.

Emergency lesson plans should also be included.

Planned absence: Leave work and lesson plans on your desk in the classroom, or with the coordinator of substitutes.

Unplanned absence: Telephone the Coordinator of Substitutes (See Absences). In addition, work may be faxed to the attention of the coordinator at (305) 669 9669, or email to the coordinator. Faxing or e-mailing should be done before 8:00a.m.

Page 99

LIBRARY AND MEDIA CENTER All school classes have a scheduled library period each week. Additional time may be reserved for research and special projects. Please ensure that a librarian is on duty in the Library prior to sending children. If you are sending children (in pairs) to work on a major research assignment, please ensure that you inform the Librarian prior to their visit of the subject(s) so materials can be made readily available.

To book the Library or Project Room, see Mrs. Paula duFeu. It is helpful and encouraged to have classroom libraries, which include „reading for pleasure‟ as a central activity when it is appropriate. Ideas or suggestions for enhancing the School‟s collection should be addressed to the Librarian.

Professional Library – Journals, professional magazines, educational textbooks, and other related materials are kept in a special section of the Library. The Librarian will help you locate and check out materials. If you have suggestions for additions to this collection, please let them know.

For information regarding the „Accelerated Reader‟ program, please see the Librarian.

Meet regularly with the Librarian to discuss your curriculum so she can provide materials to support what you are doing.

Page 100

MARKING AND GRADING Our concern at St. Thomas is for the whole child. Our program reflects a student-centered philosophy, and our focus is on his or her intellectual, social, physical, and spiritual development.

Marking and Grading Marking and grading should be considered on three levels: Pre-assessment (diagnostic) Takes place prior to instruction and is designed to determine what a student already knows, can do, or thinks. The feedback from it informs teacher planning/instruction.

Formative Assessment Designed to determine how well student(s) are learning and how effective the instruction is. It can be done in class or as homework (some examples are: observation, quizzes, homework, initial drafts, center work, skill practice, etc.) and should be checked and recorded but not graded while students are learning. Formative assessment should inform the direction of /or adjustments to individual or group instruction and should serve to further motivate the learner. Student work can receive stickers, smiley faces, checks, and teacher comment as feedback. Whether or not students are consistent about doing their homework can be factored into their final grade for the trimester in grades 3 to 5.

Summative Assessment This assessment/evaluation is to be used to provide information about student achievement at the end of a unit of work. It is designed to provide the teacher/student/parent with a variety of grades for reporting. Such assessment can be done in many forms (final drafts, tests, exams, assignments, projects, performances, etc.)

Summative assessment requires the use of quality assessments and accurate record keeping. All grades do not need to be included or weighted the same. More recent achievement can be given greater consideration. For tests, rubrics/study guides should be provided to and used by the students to eliminate the “Gotcha� factor of testing.

Grading Philosophy At St. Thomas, we grade to the Median, rather than using the average or mean. This provides more opportunities for success and diminishes the impact of a few stumbles. It helps reward hard work.

Consider grades carefully for reporting: Do NOT use zeros indiscriminately; Do NOT give extra credit or bonus marks (the goal is to foster a love of learning and to increase intrinsic motivation); Do NOT penalize for absences; Do NOT apply assessment penalties (use alternative consequences) to academic dishonesty; Page 101

Do NOT let a „bell curve‟ affect grades; Do NOT include group scores in individual‟s grades (group work can be checked for established criteria without being given a group grade); Do NOT allow interference during summative assessment; Do NOT let time limits affect whether or not a student was able to demonstrate mastery during summative assessments.

Page 102

NOTICES Because it is important that you receive all notices and information concerning your child and the school activities, we have established FRIDAY NOTICE as Notice Day. The deadline for submitting information for the Weekly Notice is Tuesday at Noon. Also be aware that the administration has final approval on all of the articles in the Friday Notices. In efforts to “go green�, St. Thomas has gone paperless and all notices are emailed to our families as well as on our school website, www.stepsmia.org. Hard copies of the monthly calendars are available in the office.

Page 103

PLANNING PERIODS Every effort is made to provide each teacher with a planning period during the day. One or more of these planning periods will coincide with that of the other teachers in your grade level. You will also have a weekly Grade level meeting with the Director of Academics. The following are suggested for consideration and accomplishment during planning periods: a. Preparing instructional materials; b. Working on plan books; c. Grading papers; d. Preparing tests; e. Record keeping; f. Conferring with colleagues, director of academics, grade level team, or Administrators; g. Conferring with parents; h. Reading professional materials.

Page 104

PROFESSIONAL DEVELOPMENT AND TRAVEL GUIDELINES Travel guidelines for Staff Members of the School: The school dedicates a generous budget to the ongoing professional development of staff.

Should you wish to attend a seminar, workshop, or conference, you should complete the appropriate form (see Appendix 1) supplying relevant information and submit it to the Administration. An estimate of expenses must be completed before approval can be given.

You must ensure that supervision plans and teaching materials are organized for the substitute teacher(s).

After approval, give specific instructions to the Front Office about your travel accommodations (methods of transportation, hotel accommodation, car rental, time and date of your departure and return).

Transportation: - Expectation is to use a personal car where possible. For group trips, a rental car can be used, typically geared to a low priced rental agency such as Enterprise, where the School has a corporate rate. Offered auto insurance should be purchased; -

Mileage reimbursement when using own auto at the standard rate allowed by the IRS rules. See the Business Office for details.

Coach fare for airplanes.

Accommodation: - Hotel – reasonable mid-price range hotel (this will vary depending upon where the person is going), entertainment expenditures such as wine, gifts, in room movies, and private telephone calls, etc. will not be reimbursed; -

It is expected that two or more persons (same sex) will share a room; Personal credit card can be used to hold the hotel reservation.

-

The cost of meals will be reimbursed based on the government per diem tables. Should you not wish to take advantage of meals included in the conference/seminar cost, the School will not reimburse you for your „extra‟ meals. No receipts for meals need to be provided. Please see the Business Manager before leaving for your conference/seminar to find out your per diem rate.

Meals:

Page 105

Miscellaneous expenses/tips: - Not to exceed $5.00 per day for expenses such as valet parking, luggage handling, etc.

Please Note: - Keep receipts (for cash spent, personal or corporate check/credit card used) for all conference/workshop-incurred expenditures such as tips, hotel accommodation, and transportation. Without receipts, there can be no reimbursement.

- Submit receipts with a Travel reimbursement voucher (see Appendix 1) to the Business Office upon your arrival back at School. Reimbursements are made in five - ten business days.

On your return to School, you will be asked to give a brief presentation regarding your workshop/seminar at a faculty meeting. In addition, you will need to write up a one-page summary of your experiences and give it to the Director of Academics. A folder with all the summaries will be kept in the Teachersâ€&#x; Lounge, where all employees may access it.

Page 106

PROGESS NOTICES Notices of unsatisfactory progress of students are available in the office. The parents of students who are not completing assignments, not studying for tests and therefore doing poorly, and failing to complete homework assignments, should be sent an unsatisfactory progress notice. These notices can also be sent home for poor behavior.

A notice should not be the first time a parent is informed of a concern. Please contact the parents before the notice is sent home. One or both parents should sign these notices.

Teachers must follow up on any unreturned notice with a telephone call.

Unsatisfactory notices are not intended to be sent home for an isolated incident, or unacceptable performance on one assignment. These are meant to reflect unsatisfactory progress over a period of time, generally a significant portion of any Marking Period.

In the event that a student shows great improvement and progress in a particular academic area or behavior, you are encouraged to send home an appropriate notice recognizing improvement.

Special Area teachers are a valuable resource in assisting the classroom teachers to assess student progress. For that purpose there is a Special Area Student Information form (see Appendix 2) that should be given to the Special Area teacher for their observations of a student. These comments can help verify and support concerns you may have about a student.

Page 107

RESOURCES Please note that school materials and equipment should not be used for non school work.

This includes tutoring for reimbursement.

Laminating – The front office staff is available to help with laminating. As laminating is expensive, please be discerning about the items you wish to be preserved. Also, please plan ahead to allow them ample time to assist you.

Photocopy machines – There is one photocopier and one risograph located in the office work area. If you know in advance that you need photocopies, the front office will help you complete the job. Students should NOT operate any school machines. Again, timeliness is important.

Audio Visual Equipment - You must book use of a V.C.R. via the sign-up sheet in the teachers‟ lounge. Projectors, DVD player and cameras are booked via the server. The A.V. equipment is in great demand, so be sure to have your requests ready as far ahead as possible. If you have any questions, check with Mr. Ademola Peters. Permission from an Administrator is needed in order to take any A.V. equipment home. Do not give permission to others to use any school equipment. The computer staff must approve such requests.

Supplies – General stationary supplies are available through the office.

Ordering materials – If you wish to order materials, you must complete a school order form (see Appendix 1), and have the purchase approved by an Administrator BEFORE arranging the order. If approved, office staff will place the order as soon as possible.

Your order MUST state the correct current catalog, page number, edition, ISBN number, and price as well as description.

If the request is for something you wish to pick up or purchase immediately, you must receive approval first from the administration. STAFF MEMBERS WILL NOT BE REIMBURSED FOR UNAUTHORIZED EXPENDITURES. St. Thomas enjoys a tax-free status. When purchasing items, please show the store the tax I.D. certificate. Tax will not be reimbursed for items purchased.

Page 108

RETENTION Before a decision is made to retain a child, a great deal of information is needed. In the majority of cases, it is a matter of allowing the child to have the „giftâ€&#x; of an additional year to develop and mature. Your training, experience, and classroom observations are important factors in arriving at this decision. Very often it is helpful to have the additional benefit of a written educational evaluation by a qualified professional in that field. Retention is not the answer in every case, and other solutions are investigated.

At St. Thomas we feel that every child in our school should be academically successful.

When a child needs more time at a particular grade level, then it is our responsibility to discuss this option with the parents.

Preschool and kindergarten are frequently the grades where this option is most effective.

After kindergarten, many other options must be weighed.

Before speaking to the parents about your concerns, you must make an appointment to discuss this with the Preschool Director and/or the Head of School, Associate Head and Director of Academics, and the Resource Teacher. In arriving at a final decision, it is vital to have the support of the parents.

Page 109

SCHOOL HOURS The campus alarm is turned off at 7:00a.m. and reset at 10:00p.m. 7 days a week. The front office is open from 7:30a.m.-4:30p.m. Aftercare is open until 6:00p.m. Between 7:30a.m. and 8:00a.m. Early Care is available in the Library.

On week-ends and holidays, please check with the front office or administration for exact time of opening and closing.

For your safety, never be alone on campus. If you are working in your room on the week-end or evening, keep your door locked.

Teaching hours vary depending on the designated duties of the teachers.

Classroom teachers should be in their rooms from 8:00a.m.- 4:00p.m.

Fifth grade teachers at 7:45a.m.

All students are tardy after 8:10a.m.

Some specially assigned teachers are required to be on campus from 7:30a.m.3:30p.m. or from 8:30a.m.-4:30p.m. Please see the administration if you have any questions.

On Fridays: Classroom teachers and those teachers who do not have a specific assignment may leave at 3:30 (or when the student pick-up has been completed).

At 8:10a.m. an „all call‟ will be given for classes to move into place for the Pledge of Allegiance, which will be said at 8:15a.m. Chapel is scheduled to commence at 8:20a.m.

Dismissal times –

Jr. Preschool Sr. Preschool Kindergarten First – Fifth Grades

12:00p.m.

2:00 p.m.

2:45p.m.

3.15p.m.

Some faculty meetings may be designated to end at 5:00.

Page 110

STAFF CHILDREN Many of our employees have children, grandchildren, nieces or nephews, who attend or visit St. Thomas School. There are many times when it becomes difficult to wear two hats: teacher and parent. However, your ability to remain objective is extremely important.

Rules for students apply to all students. It will help your child‟s self-esteem to feel that he/she is treated with the same care and concern as everyone else.

If you feel that your child is having a problem at school, follow the same guidelines you would expect any parent to follow – make an appointment with the teacher to discuss it.

If you wish to speak to one of the teachers about his/her child, make the same arrangements you would with any other parent. Find a private time to have a conference (NOT in the teachers' lounge, and NOT in a group with other staff members) and enlist the parent‟s assistance in solving the problem.

It may be that dialogue with the School can take place with the child‟s non-teaching parent as the first contact.

Staff children are not to be left unsupervised before or after school. If your child becomes sick during the day, then you need to be home with that child or make arrangements to have him/her taken home. The office will obtain a substitute.

The faculty lounge is a place where teachers and staff can go to relax, eat lunch, and meet. It is reserved for you and the church staff. Children might overhear conversations that would be inappropriate for their ears. Children in the faculty lounge also restrict the flow of adult communication. Likewise, areas of the offices and hallways are not the best places for a child. Early morning care is available at 7:30 a.m. in the Library and extended day care runs through 6:00 p.m. There is no charge for this service for school employee‟s children. These are the safest, most appropriate places for children and family members. Should you be involved in a meeting or are detained, please make arrangements to gather your children no later than 6:00 p.m.

We will try to restrict the flow of parents who come in to the lounge. The Coke machine is for the school and church and staff use only.

If you are going to have young family members or friends visit campus, please seek permission from the Administration.

These expectations are for your comfort.

Page 111

STANDARDIZED TESTS Each spring, the Stanford Achievement Test is administered to all students in grades one through five. The SAT 10, an untimed version, is used for ALL students. In addition, there is a two-week period prior the administration of the test for the practice of testtaking skills using Scoring High from SRA. All of the necessary materials and schedules are given to the teachers well in advance of the actual administration of the test in order to allow them to become familiar with the materials they will be using. Teachers are encouraged to make notes in the Teacherâ€&#x;s Edition in order to help facilitate the administration of the test.

Teachers are responsible for following the schedule for the practice and the administration of the tests, for administering make-up tests, and for using all of the material in the designated fashion and time-frame. All rules and procedures for administration prescribed by Pearson Assessment and by St. Thomas must also be adhered to.

In the case of student absences during SAT week, other than illness excused with a note from a doctor, SAT exams will NOT be made up. If you or a parent have a question regarding the making up of a test(s), please discuss it with the Director of Academics.

A copy of the SAT results is mailed home after the testing, and a copy is placed in the studentâ€&#x;s cumulative file.

Special Area teachers are assigned to a specific classroom to help proctor the tests. They need to observe all of the rules and procedures for proctering.

SAT results are confidential information and should be discussed ONLY with the childâ€&#x;s parents or the school administrators. Teachers should use the information from these test results to better understand the academic strengths and weaknesses of their students in order to differentiate the teaching/learning in the classroom or in the Learning Resource Center.

Page 112

SUPERVISION OF STUDENTS Children must be supervised by the classroom teacher or special area teacher at all times during the day. If an emergency occurs, have another teacher assume this responsibility or contact the office immediately. Children are NEVER to be unsupervised whether in the classroom, on the field, or anywhere else on the grounds.

Students are not to remain outside the classroom unsupervised. Parents and/or high school interns should not be placed in the awkward position of being asked or expected to supervise a class. Students are not to remain inside the classroom while the teacher is out of the room. (If a child is hurt or injured when left unsupervised, you can be held liable.)

Special Area Classes – the teacher in that area takes care of issues between children and all injuries. If a problem arises in transit to the next class, send the students back to the prior teacher.

Page 113

TEACHER ASSOCIATES Each class in Junior Preschool, Senior Preschool, Kindergarten and First grade has a Teacher Associate. The Second, Third and Fourth grades share one Teacher Associate.

In addition, a designated special area teacher will be assigned to a Second grade teacher several times a week with varying hours to assist with teaching.

It is the responsibility of the lead classroom teacher to provide direction for the Teacher Associate. All staff members are chosen for their ability to work with children. They can work with small groups of students inside and outside, assist with paperwork, and assist with instruction and individual help.

Page 114

TEACHERS’ LOUNGE This area is for the teachers to relax, grade papers, or eat lunch. Often, the lounge is the place where teachers can confer over a pupil‟s progress. For this reason, parents should not enter the room to discuss issues with you. Should you need to speak to a parent, please do so outside the lounge.

Likewise, the lounge is not a place for children. Please do not bring students into the lounge without special arrangements being made. Members of staff whose children attend the School are asked not to bring their children into the lounge.

Please keep the kitchen area and table clean. If you use the china, please wash it up.

The vending machine is for staff use only. Please discourage parents from using the lounge and do not give students permission to use it during or after school activities.

Food on the table is for everyone‟s enjoyment. refrigerator unless it is rightfully yours.

Page 115

Please do not eat the food in the

TEACHING HOURS Teaching hours vary depending on the designated duties of the teachers.

Classroom teachers should be in their rooms from 8:00a.m.- 4:00p.m.

Fifth grade teachers at 7:45a.m.

All students are tardy after 8:10a.m.

Some specially assigned teachers are required to be on campus from 7:30a.m.3:30p.m. or from 8:30a.m.-4:30p.m. Please see the administration if you have any questions.

On Fridays: Classroom teachers and those teacher who do not have a specific assignment may leave at 3:30 (or when the student pick-up has been completed).

Some faculty meetings may be designated to end at 5:00.

At 8:10a.m. an „all call‟ will be given for classes to move into place for the Pledge of Allegiance, which will be said at 8:15a.m. Chapel is scheduled to commence at 8:20a.m.

Dismissal times –

Jr. Preschool Sr. Preschool Kindergarten First – Fifth Grades

12:00p.m.

2:00 p.m.

2:45p.m.

3.15p.m.

The length of lessons varies between grades and subjects. Lessons should commence at the time prescribed. The teacher must ensure that time is allowed at the end of each lesson for movement to or from classrooms or other areas in the School to take place.

This is a professional courtesy to fellow faculty members as the lateness of students disrupts their planned lessons.

Page 116

TRAFFIC DUTY Morning drop-off is supervised by the Physical Education and other assigned teachers and are assisted by the safety patrol and walkers. Special area teachers should assist unless allocated to other duties. The ORANGE VEST MUST BE WORN WHEN ON DROP-OFF OR PICK-UP DUTY. Pick up procedures: One classroom teacher from each grade level is responsible for traffic duty at the station where the child is placed in the car (loading zone).

Study hall is in Rantz Hall so the class can be dropped off when that teacher is going to traffic duty. Your responsibility begins at 3:10 at the loading zone. You must wear the lovely orange vests (no fair taking them home for casual wear).

One classroom teacher from each grade level walks students to enrichment/sports area.

One classroom teacher from each grade level monitors the student as the await pick-up. The traffic committee will design the map of the area in which the students are to be seated quietly while waiting for their names to be called.

St. Thomas teachers are expected to assist the traffic duty coordinators (usually the Physical Education staff) at dismissal time. If you are unable to be on duty, it is your responsibility to arrange a replacement. Do NOT assume that the P.E. staff can do without you for the afternoon. At dismissal one teacher is responsible for escorting the students to after care, two are responsible for escorting and supervising the students to and at the holding area, one teacher is responsible for assisting the Physical Education teacher by placing students the car.

When walking children to vehicles please ensure they are always placed in the back seat.

Seat belts should always be worn. Younger children should be placed in a special car seat.

Page 117

TUTORING There are times when you may feel one of your pupils would benefit from tutoring, and there may be times that a parent approaches you seeking advice on this matter.

Tutoring arrangements must be discussed and approved by the Head or Associate Head of School, the Director of Academics, and/or the Special Resource Teacher (Student Support Team). Teachers should not tutor students they presently teach. Liaison between the tutor and the classroom teacher is extremely important. No private tutoring may take place on campus during the summer, weekends, holidays or vacation days. Please make arrangements to meet your students off campus.

Tutoring for extra compensation must not begin until after 4:00p.m. St. Thomas students should be given preferential access over others in both assignment and scheduling.

Arrangements with parents must also be made regarding transportation.

Students who are tested by educational consultants and found to have learning disabilities may need a very specific kind of tutoring. If a parent asks you for a recommendation for this kind of tutor, please discuss the matter with an Administrator before providing a name or list of names.

Page 118

VOLUNTEERS At St. Thomas, we are fortunate to have many parents willing to do volunteer work. If a parent volunteer is working in your classroom, you are responsible for direct instruction.

Before entering your classroom, volunteer parents should check in at the Front Office.

They will receive a stick on badge, which should be worn while they are working with you. Should an accident occur involving the volunteer, you should report it to the office immediately.

Any parent who supervises children on an unsupervised basis or who accompany the class on overnight field trips, MUST complete the criminal background/fingerprint process to the School’s satisfaction.

Page 119

WORK FOLDER Every student in your class should have a work folder or portfolio. Be sure to regularly add samples of work in all subject areas. The folders should be retained throughout the year in order to provide the opportunity for teachers and parents to evaluate the childâ€&#x;s overall progress.

Page 120

Part Three: Faculty Interaction with Students

ACCIDENT AND INJURIES If a child is injured, the first priority is to attend to the childâ€&#x;s needs. If the skin is broken, the student should be sent to the Health Care Room. You will be issued with a supply of band-aids, and rubber gloves that MUST be worn when administering to a student if blood or bodily fluids are present. If you are in any doubt about an injury, send the child to the Health Room. Two (2) other students should accompany the injured student. You should also complete the Health Room Pass (see Appendix 2) and send it with the accompanying children.

In the case of serious injury notification should also be made to the Head or Associate Head of School. Do not attempt to move the child if movement could intensify or complicate the injury.

ALL ACCIDENTS (student, employee, volunteer, parent or visitor) must be reported to the office IMMEDIATELY. An accident report form must be filed by the supervising staff member, or by the adult involved. The School office has copies of this form. (See Appendix 2) The Health Room Consultant on duty and/or a member of the Administration will telephone a parent and let him/her know of the injury. Any accident occurring from the neck up MUST be reported to a parent.

(See also Workers’ Compensation)

Page 121

ARTICULATION When attempting to make decisions about children, it is important to gather as much information as possible. Special Area teachers, teachers of different grade levels and former teachers of these students can contribute valuable insight and knowledge. We encourage you to include all resources as you work with each child.

There is a form available for Special Area teachers to complete regarding their observations and experiences with students. (See Appendix 2)

Page 122

APPROPRIATE BEHAVIOR OUTSIDE OF THE CLASSROOM Appropriate rules for going to the restrooms, drinking fountains, and changing classes should be established.

Every child is your student at St. Thomas. Do not hesitate to speak to a child who is not in your class about his/her behavior.

Page 123

BIRTHDAYS Children are called to the altar during the morning Chapel service. There, they receive a special Birthday Blessing from a priest. Students also have the option of presenting a gift to our Library/Media Center on their birthday. The Librarian keeps a selection of books for this purpose. The parent and child can visit the library and make their selection.

Teachers also receive Birthday Blessings in Chapel. However, if you feel strongly that you do not want your birthday announced, let the office know.

Parents are permitted to send cupcakes or cookies to be shared by the class at a suitable time.

Student birthday parties – Parent sponsored St. Thomas prides itself on the inclusion of all students at all times. It is therefore imperative that the following protocol be observed to insure there are no hurt feelings. a. All the students in the classroom are invited or b. All the students in the grade are invited or c. All the girls or all the boys are invited.

Invitations may be distributed at School only if the above guidelines are followed.

Exceptions to this inclusion policy would be if a child is having only one or two classmates to a party.

Page 124

EARLY ARRIVAL OF STUDENTS Students should not arrive at school before 7:30a.m. Those arriving between 7:30a.m. and 8:00a.m. should go to Early Care, which is held in the Library.

Children rostered as Acolytes, Safety Patrol or Walkers, should arrive at the pre-arranged times in order to prepare for their duties. They are under the supervision of the teacher in charge.

All other children on the premises between 7:30a.m. and 8:00a.m. must be directed to the Library.

Page 125

EARLY PICK-UP OF STUDENTS No student is to be dismissed before the scheduled dismissal time by the teacher unless prior arrangements have been made. Parents need to send a note to the classroom teacher or call the office if a child is to be dismissed early. If the parentâ€&#x;s note is sent to the classroom teacher, a copy of the request must be sent to the office to alert them of the parentâ€&#x;s wish.

When the parent arrives to pick up the child, he/she must go to the office and sign a check-out book with the date and time, and be issued a pick-up slip. Faculty should keep the pick-up slip as a record - Special Area teachers should ensure that the pick-up slip is given to the relevant Homeroom teacher at the end of the day.

Children are never to be sent to the front of the school to wait for a parent.

Page 126

EXTENDED DAY Extended Day activities are published separately. Students can enroll in activities each term. Ms. Myra Vargas organizes the Extended Day timetable.

Students in Junior, Senior Preschool and Kindergarten should be collected from their classrooms by the activity teachers. First through fifth grade should be collected from the outdoor lunch area.

When parents collect their children, they must give you a dismissal slip. This is obtained from the front office sign out desk. Parents should also be asked to sign your attendance sheet for that dayâ€&#x;s activity. The time should also be noted.

Students in Second – Fifth Grades who are not collected after the activity, will be taken to After Care.

Page 127

AFTER SCHOOL CARE If children are not picked up within ten (10) minutes of the dismissal time, they are to be taken (not sent) to After School Care or Study Hall. Until the time the child is „checkedinâ€&#x; to the After School Care/Study Hall personnel, the teacher on traffic duty is responsible.

Many times, parents will change their plans during the day. Be sure to check your mailbox and voice mail throughout the day to see if there are any messages regarding childcare. Please inform the Office of any changes.

Preschool classrooms and several other areas are used for After School Care when the regular school day is over. At that time, After School Care has the priority use of the rooms. School programs have priority over other activities such as scouts, social gatherings, and tutoring etc.

Your classroom may be required for after school enrichment/sports activities. Please be patient and cooperative.

Page 128

STUDY HALL Second and Fifth grades will be in Rantz Hall until play practice begins in March It will then move to the Library and additional classrooms as needed. At 4:14p.m. the students are escorted to aftercare and signed in. The escorting teacher should remain with the students until they are all signed in or are picked up by the enrichment/sports person.

Page 129

FIELD TRIPS It is expected that Field trips be organized at least one month ahead of time. Field trips should be planned to enhance classroom instruction. Constructive field trips must be authorized by either the Head or Associate Head, and Director of Academics (see Appendix 1). Usually two are planned per grade per year. The classroom teacher, or Special Area teacher is responsible for clearing the date, and then making arrangements with the appropriate parties, obtaining chaperones, and collecting a signed permission slip from each child (see Appendix 2). These permission slips are sent home with the Thursday notices, so classroom teachers must tell the office as soon as a date has been set. The school secretary will arrange for bus transportation when you notify her of the date. There MUST be one chaperone responsible for every 10 children.

It is the expectation of the School that these trips are part of the academic program, and therefore all respective children must attend. If a parent does not want to give permission for attending a field trip, Administration must be notified. Any child not going on the field trip should be kept home from school that day.

Teachers must also inform any Special Area teacher, and the Lunch Coordinator, if his/her schedule will be affected by the field trip. Lesson plans should reflect preparation of students for the field trip. Children should be reminded of proper behavior and bus rules prior to the trip.

The school pays for general admission fees on approved field trips for students, teachers and chaperones.

Expectations of chaperones include but are not limited to: - ensuring that there is regular, in most cases, daily communication from the child to parent. If feasible, this will include e-mail from the field trip site to the parents. Please check that all children have made the required call/e-mail home; - consistently and without exception calling the parents in any instance, even seemingly minor, involving the behavior or health of a student; - keeping a comprehensive log (senior chaperone, or nurse, or both) of any and all events involving the behavior or health of students; - attending a mandatory chaperone review meeting held prior to all overnight field trips to re-familiarize and re-emphasize existing policies and procedures, including those mentioned above, and especially protocol for any “nonstandard� or unexpected event. This specific protocol will be identified with regard to each extended field trip, keeping in mind the individual characteristics of each, and including behavior expectations, and health and safety standards.

At no time shall any disciplinary action violate known health or safety standards.

Page 130

FREE PLAY Free play or recess should be scheduled daily (not the same as P.E.), and must be under the direct supervision of the classroom teacher. This time is not to be used for grading papers or writing lesson plans. If two classes are using the field for recess, teachers should position themselves so they can observe and assist. Consideration should be given to the amount of available space.

Available free space for recess includes sports court, P.E. field, areas in the front, side, and back yards of the Old Rectory, lunch area and court yard. Please note that P.E. classes and lunch have priority of their areas.

Please be considerate of the physical education classes that may be on the field at the time of your recess. Escort your students on the walkway outside the fence to the far gate and enter the field near the chickee hut.

Page 131

LOST AND FOUND Encourage children to bring items they find to the office. Lost and found articles are periodically displayed. Parents are notified of these dates in school notices. Please encourage parents and students to label all possessions including school uniforms.

The Lost and Found container is located outside the front office.

Page 132

LUNCH TIME Please be on time for lunch duty. Teachers are assigned on a rotating basis to supervise the students at lunchtime.

Pre-ordered lunches will be distributed from the kitchen. Please escort your students.

Lunch will be in Rantz Hall during the extreme weather in the fall and spring. From midOctober to mid-May, lunch will be in the outdoor lunch area. On rainy days during those months, lunch is usually eaten in the classroom.

A sign-up sheet for lunch duty will be available to the teachers during pre-planning week.

It is the responsibility of the teachers on duty to actively supervise the students. If you are on lunch duty, a lunch is available. Specific orders must be made by the stipulated lunch order deadline.

Children may bring their lunch from home or purchase it from the school lunch program.

Order forms are available online. If a child forgets to bring lunch, a sandwich will be provided for the child and the parents will be billed. If there is time, allow the students to call home and the parents can bring the child‟s lunch to the office.

The Parent Handbook states that children are not to bring carbonated sodas, fast foods, glass containers, or candy. Students may purchase milk or water when ordering their lunches. Parents are encouraged to send nutritious foods that they know the child likes.

Please spot check occasionally to see that students are eating their lunches, especially the younger ones.

Each student is expected to follow these rules, and respect the rights of others at lunchtime: a. Speak quietly; b. Remain seated until clean up (five minutes before pick-up); c. Restrooms are to be used before or after lunch only with permission; d. If you need help, ask the teacher or aide in charge; e. Clean up - Throw trash in containers; - Return to seat and listen for directions; - All students are responsible for helping to clean up under and around the lunch tables at the end of the lunch periods.

Teachers:  Must inspect under the tables to ensure all garbage has been placed in the proper receptacles.  Teachers should assist lunchroom “servers” in anyway.

Bathroom use:  Bathroom passes or a sign-out book should be used.

Children should be monitored at the bathroom.

There is a first aid kit and walkie-talkie available in the lunch area for emergency use.

Page 133

MEDICATION If a child is ill or becomes ill in school, or in After School Care, please contact the Health Room Consultant on duty, so that the child can be attended to, and a parent contacted.

Emergency numbers are on file in the office. The Health Room Consultant will determine when a child will be sent home.

If you are aware that a child has contracted chicken pox, scarlet fever, head lice, or any other communicable disease, please notify the office.

Staff members are NEVER to dispense medication of ANY kind including over the counter medicine - this includes Advil and Tylenol. A child is never to receive Aspirin.

When it is necessary for a child to take medication during the school day, the parent and doctor must complete a permission form for the administration of medication.

Prescription drugs must remain in the original bottle. The medication must be kept in the Health Room where it will be dispensed to the child by the Health Room Consultant on duty or one of the office staff, in accordance with the doctorâ€&#x;s directions.

(For Authorization of Medication form, see Appendix 2)

Page 134

PRAYER It is the custom at St. Thomas to say a brief prayer, or grace, before lunch. This is usually done in the classroom before the children line-up. It may also be done at the end of the class before lunch, especially if this is a special area class.

Page 135

REFERENCE REQUESTS

All requests for information about current or former employees must be directed to the Head of School for handling. Any employee who responds to a reference request without first obtaining permission from the Head of School will be subject to disciplinary action, up to and including termination of employment.

Page 136

RELEASING A CHILD TO A NON-CUSTODIAL PARENT Many of our parents at St. Thomas amicably share the custody of their children.

Occasionally, one parent may wish to prevent the other from seeing their child or taking him/her out of school. If there is a court order in effect, it is our responsibility to see it is carried out to the best of our ability. A copy of the court order must be on file in the cumulative folder and seen by the Head of School. Without a court order, we cannot be put in the position of judging which parent is right or wrong.

If a parent asks that you not release a child to the other parent, please explain that you are unable to do this. Teachers cannot prevent a parent from taking a child off the school premises unless this is decreed by court. If you become aware of a situation with this potential, discuss it immediately with one of the Administrators.

Page 137

RELEASING A CHILD TO A RELATIVE OR FRIEND Frequently parents will designate a relative or friend who will be responsible for picking up a child after school. A form is sent home in September which asks for the names of individuals who may be responsible for this duty. These completed forms are kept in the office. Children are NEVER to be released to an adult without the written permission from the parent. The authorized adult should report to the office and collect a slip which is then in turn given to the class teacher.

If you receive a note from a parent regarding a pick-up by someone not originally designated, please give the office/child care the original letter. A slip is still required when the adult picks up the child. You should keep a copy of the letter on file.

No person may sign out a child if they are not on the authorization form. Siblings on the authorization form must be at least 18 years of age.

Page 138

UNIFORMS

Jr. and Sr. Preschool Boys: Navy shorts Red, blue, or yellow polo shirts (no white polo) Navy sweat shirt and navy sweat pants for cold weather Shoes**- Velcro White socks Cap or Hat* Girls: Plaid coulette shorts (no jumpers) Red, blue, or yellow polo shirts (no white polo) Navy sweat shirt and navy sweat pants for cold weather Shoes**- Velcro White socks Cap or Hat* K-4 grade Boys: Navy shorts or navy long pants (no cargo style) White polo shirt Navy sweat shirt Shoes** Black belt Cap or Hat* Girls: Plaid jumper White knit polo or Peter Pan Blouse Navy sweat shirt Shoes** White socks Cap or Hat* 5th Grade Boys: Navy shorts or navy long pants (no cargo style) Red polo shirt Navy sweat shirt* Shoes** Page 139

Black belt Cap or Hat* Dress uniform: -Navy sweater vest-crest -Long sleeve light blue oxford cloth shirt -St. Thomas tie -Navy long pants (no cargo pants) -Navy socks -Dress penny loafers (black or cordovan) 5th Grade Girls: Skort - Plaid or navy Red polo shirt Navy sweat shirt Shoes** White socks Cap or Hat* Dress uniform: -Skort or jumper - plaid -Long sleeve light blue oxford cloth shirt -Navy sweater vest-crest -St. Thomas cross tie -Navy knee length stockings -Dress penny loafers (black or cordovan) **Shoes or rubber sole shoes should be low cut and must be solid black or solid white with no logo. Please, no high tops or platforms. Velcro is to be used only by Preschool.

Printed t-shirts of any kind are NOT allowed to be worn under the uniform shirts/blouses. *Caps/Hats: Baseball style caps with the St. Thomas logo are the only approved caps to be worn. Caps are to be worn during all outdoor play including P.E., after school sports, preschool play and any other times while outside. Sunscreen needs to be applied daily prior to coming to school.

Acolytes: When the upper school students serve as acolytes, they are to wear dress penny loafers (black or cordovan).

Cold Weather Attire: The St. Thomas School sweatshirt or any solid navy blue sweatshirt, sweater or vest may be worn. Girls may wear solid navy blue or white leggings, tights, or

Page 140

form fitting leg cover under their uniforms. White turtlenecks are acceptable for both boys and girls.

In extreme weather ski jackets of any color may be worn, but should be removed in the classroom. For severe weather, navy blue jackets are appropriate. Sweat pants are appropriate for junior and senior preschool students only.

Hair: As part of the uniform code, conservative haircuts are required. Hair should not be artificially streaked and boysâ€&#x; hair must not touch the collar of their shirt. The Head of School shall determine the acceptability of any hairstyle or accessory.

Scouts: Scouts may wear their uniforms on the day of their meeting.

Nail Polish: No nail polish is allowed.

Jewelry: Girls will be allowed to wear only post or stud earrings. No long dangly earrings or hoop earrings. For time awareness and management a traditional watch (not jewelry or toy model) is appropriate. Should your child wear a chain and religious cross, please keep in mind it may become a safety issue. A small cross or one that can be tucked in the shirt or blouse when playing is what is permitted to be worn. Tattoos are not allowed.

Page 141