YULA High School Employee Handbook 2024-25

WELCOME

On behalf of YULA High School, I welcome you and wish you every success here. We believe that each employee contributes directly to YULA High School’s growth and success, and we hope you will take pride in being a member of our team. Over the years, YULA High School has earned a great reputation in our field. We know that our reputation is a direct result of the loyalty, commitment and continued efforts of our employees.

What You Can Expect from Us

We are dedicated to continuing to promote a positive work environment where employees feel valued. We will do our best to maintain good working conditions, competitive wages and benefits, open communication and employee involvement.

Purpose of this Handbook

This Employee Handbook (“Handbook”) has been prepared to acquaint you with our school and to give you a ready reference to answer many of your 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.

The contents of this Handbook constitute a summary of many of the important 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 constructed as creating any kind of “employment contract” since the school reserves the right to add, change or delete benefits and policies as it deems appropriate.

If you are employed under a contract with YULA High 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 YULA High School as outlined in your contract.

We hope your experience here will be challenging, enjoyable, and rewarding.

Welcome to YULA High School.

Sincerely,

Rabbi Arye Sufrin Head of School

YULA HIGH SCHOOL MISSION STATEMENT

YULA is a Modern Orthodox Yeshiva High School, dedicated to cultvatng an unwavering commitment to Halacha, Torah values, outstanding academic achievement, and exemplary moral conduct.

THE THREE PILLARS

YULA’s mission and underlying principle, laid out in the Three Pillars of a YULA Educaton, is that we stress the PRIMACY & RELEVANCY OF TORAH, an UNCOMPROMISING GENERAL STUDIES curriculum, and CHARACTER DEVELOPMENT at the highest level. As a proud Yeshiva high school, our aim is to instll within our students a passion for Torah learning, refned middot tovot, and love for Medinat Yisrael.

OUR VISION

YULA High School Graduates:

• Possess Ahavat Hashem and have built personal relatonships with Hashem through Torah study, Tefllah, and refecton

• Can see the relevancy of Torah in their lives and are proud to be part of our Mesorah

• Exhibit self-respect and respect for others as they collaborate and communicate efectvely

• Live the values of Torah U’Maddah and strive for academic excellence and intellectual curiosity in both Judaic and General Studies

• Have developed their potental as Bnei and Bnot Torah, prepared for their unique roles in their personal and professional lives, and the Jewish and global community

• Appreciate diferent paths of Avodat Hashem, grounded in Shmirat HaMitzvot and Chessed.

• Stress the importance of Middot, Tzniut and Derech Eretz

• Display a love of Am Yisrael, Eretz Yisrael and Medinat Yisrael

• Live by the American democratc ideals of freedom, justce, and human dignity

• Are confdent, self-disciplined and independent as leaders ready to engage in our rapidly changing world

1. HIRING AND GENERAL EMPLOYMENT POLICIES

1.1 INTEGRATION CLAUSE AND THE RIGHT TO REVISE

This Handbook is intended to familiarize employees with the majority of YULA High School’s policies. All previously issued handbooks and any inconsistent policy statements or memoranda are hereby superseded. Supervisors, Head of School and the Chief Operating Officer will be happy to answer any questions employees may have regarding the policies in this Handbook.

YULA High School reserve the right to revise, modify, delete or add to any and all policies, procedures, work rules, or benefits stated in this Handbook or in any other document, except for the policy of at-will employment at any time, with or without prior notice. Any such changes to this Handbook will be distributed to employees so that they will be aware of the new policies or procedures. Any such change will apply to existing as well as future employees. No oral statements or representations can in any way change or alter the provisions of this Handbook.

Nothing in this Handbook, or any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee.

1.2 STATEMENT OF AT-WILL EMPLOYMENT STATUS

Unless otherwise provided for in a written contract with YULA High School signed by the Head of School and the employee, employment with YULA High School is at-will. This means the employment relationship may be terminated with or without cause and with or without notice, corrective action or progressive discipline, at any time by an employee or YULA High School. In addition, YULA High School reserves the right to alter an employee’s position, duties, title, benefits, or compensation at any time, with or without notice and with or without cause. Nothing in this Handbook or in any document or statement and nothing implied from any course of conduct shall limit the School’s or employee’s right to terminate employment at-will. Only the Head of School is authorized to modify YULA High School’s at-will employment policy or enter into any agreement contrary to this policy. Any such modification must be in writing and signed by the employee and the Head of School.

1.3 EQUAL EMPLOYMENT OPPORTUNITY

YULA High School is an equal employment opportunity employer and makes employment decisions based on merit, qualifications, and competence. The School does not discriminate on the basis of an individual’s sex (including gender, gender identity, gender expression, transgender, pregnancy and breastfeeding), race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), color, national origin, ancestry, sexual orientation (including heterosexuality, homosexuality and bisexuality), age (40 and over), marital status, military or veteran status, genetic

characteristic or genetic information, physical or mental disability, or any other characteristic protected by federal, state or local laws.

This Policy does not apply to employment decisions for employees covered by the Ministerial Exemption. In accordance with its mission as a Modern Orthodox Jewish school, YULA High School may restrict employment, including promotion, in any or all employment categories to members of the Jewish religion

This Policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, termination and other conditions of employment.

Any employee who violates this Equal Employment Opportunity Policy will be subject to disciplinary action, up to and including dismissal. Employees who believe that an incident of discrimination has occurred are encouraged to follow the complaint procedure described in the School’s Harassment/Discrimination/Retaliation Prevention Policy contained in this Handbook.

1.4 HARASSMENT/DISCRIMINATION/RETALIATION PREVENTION POLICY

Harassment, Discrimination, and Retaliation Prevention Policy

YULA High School prohibits conduct that violates this Policy. Harassment, discrimination, or retaliation against an applicant, employee, student, contractor, unpaid intern, board member or volunteer, by an employee, student, board member, or an individual with whom YULA High School has a business, contractual, or professional relationship, such as parents, legal guardians, unpaid interns, volunteers, independent contractors, or vendors, on the basis of any protected classification, as defined in this Policy, is strictly prohibited and will not be tolerated. This Policy applies to all terms and conditions of employment, internships, and volunteer opportunities, including, but not limited to, selection, hiring, placement, promotion, disciplinary action, layoff, transfer, leave of absence, compensation, and training. A single act can violate this Policy and provide grounds for discipline or other appropriate sanctions. Conduct need not be or rise to the level of a violation of law in order to violate this Policy. Similarly, a violation of this Policy does not necessarily qualify as a violation of law and there are many circumstances in which a violation of this Policy would not also constitute a violation of law. If you are in doubt as to whether or not any particular conduct may violate this Policy, do not engage in the conduct, and seek guidance from the Head of School.

Definitions

Protected Classifications

This Policy prohibits harassment or discrimination because of an individual’s protected classification(s). A “protected classification” includes the basis of an individual’s sex (including gender, gender identity, gender expression, transgender, pregnancy and breastfeeding), race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), color, national origin, ancestry, sexual orientation (including heterosexuality, homosexuality and bisexuality), age (40 and over), marital status, military or veteran status, genetic characteristic or genetic information, physical or mental disability, or any other characteristic protected by federal, state or local laws. This Policy does not apply to employment decisions for employees covered by the ministerial exemption. In accordance with its mission as an Orthodox Jewish school, YULA High School may restrict employment, including promotion, in any or all employment categories to members of the Jewish faith and YULA High School’s employment decisions will be consistent with our religious principles and standards.

Policy Coverage

This Policy prohibits employees, students, board member, or individuals with whom YULA High School has a business, contractual, or professional relationship, such as parents, legal guardians, unpaid interns, volunteers, independent contractors, or vendors, from harassing or discriminating against applicants, employees, students, contractors, unpaid interns, or volunteers,

because of (1) an individual’s protected classification; (2) the perception of an individual’s protected classification, or (3) the protected classification or perceived protected classification of a person with whom the individual associates. This Policy also prohibits retaliation as defined below.

Discrimination

Discrimination means treating individuals differently from other similarly situated individuals at YULA High School, by taking an adverse action against or denying a benefit to that individual, because of the individual’s actual or perceived protected classification, or the protected classification or perceived protected classification of a person with whom the individual associates.

Harassment

Harassment means words or conduct undertaken because of an individual’s actual or perceived protected classification, or association with an individual who has an actual or perceived protected classification which are both objectively and subjectively offensive to another person.

Harassment is not limited to conduct by YULA High School employees. Under certain circumstances, harassment can also include conduct by students, or individuals with whom YULA High School has a business, contractual, or professional relationship, such as parents, legal guardians, unpaid interns, volunteers, independent contractors, or vendors. Harassment may include, but is not limited to, the following types of behavior engaged in because of a person’s protected classification

a. Speech: This includes epithets (nicknames and slang terms), derogatory or suggestive comments, propositioning, jokes or slurs, including graphic verbal commentaries about an individual’s body, or that identify a person on the basis of his or her protected classification. This might include comments on appearance including dress or physical features, or dress consistent with gender identification, or raceoriented stories and jokes.

b. Visual acts: This includes derogatory posters, notices, bulletins, cartoons, drawings, sexually suggestive objects, or e-mails on the basis of a protected classification.

c. Physical acts: This includes assault, offensive touching, impeding or blocking movement, grabbing, patting, leering, making express or implied job related threats or promises in return for submission to physical acts.

d. Sexual harassment: This is defined as unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature where submission is made a term or condition of employment, where submission to or rejection of the conduct is used as the basis for employment decisions, or where the conduct is intended to or actually does unreasonably interfere with an individual’s work performance or create an intimidating, hostile, or offensive working environment. This may include conduct between members of the opposite or same gender, and may also include conduct not motivated by sexual desire.

Guidelines for Identifying Harassment

To help clarify what constitutes harassment in violation of this Policy, use the following guidelines:

• Harassment includes any conduct which would be “unwelcome” to an individual of the recipient’s same protected classification and which is taken because of the recipient’s protected classification.

• It is no defense that the recipient appears to have voluntarily “consented” to the conduct at issue. A recipient may not protest for many legitimate reasons, including not wishing to be or appear insubordinate or to avoid being ostracized.

• Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean the conduct is welcome. Harassment can evolve over time. The fact no one is complaining now does not preclude anyone from complaining if the conduct is repeated in the future.

• Even visual, verbal, or physical conduct between two employees who appear to welcome the conduct can, depending on the circumstances, constitute harassment of another employee or individual who observes the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at a particular individual.

• Conduct can constitute harassment in violation of this Policy even if the individual engaging in the conduct has no intention to harass. Even well-intentioned conduct can violate this Policy if the conduct is directed at, or implicates a protected classification, and if an individual of the recipient’s same protected classification would find it offensive (e.g., gifts, excessive attention, endearing nicknames).

The determination of what constitutes harassment will depend on specific facts and the context in which the conduct occurs.

Retaliation

Retaliation means an adverse action taken because an applicant, employee, student, contractor, unpaid intern, or volunteer has reported harassment or discrimination, or has participated in the complaint and investigation process described herein. An “adverse action” may include, but is not limited to, the following actions: (1) disciplinary action; (2) counseling; (3) taking sides because an individual has reported harassment or discrimination; (4) spreading rumors about a complainant or about someone who supports or assists the complainant or who participates in the investigation; (5) shunning or avoiding an individual who reports harassment or discrimination; or (6) making real or implied threats of intimidation to prevent or deter an individual from reporting harassment or discrimination.

Process for Reporting Harassment, Discrimination, or Retaliation

An applicant, employee, or student who experiences or witnesses conduct that is prohibited under this Policy should report the conduct immediately as outlined below, so the complaint can be addressed in a timely manner:

1. Oral Report – If a person believes this Policy has been violated, he or she should report the conduct to his or her supervisor, the School Administrator, the school Chief Operating Officer or the Head of School. Any supervisor, director or other management employee who receives such a report must in turn direct it to the Head of School. In the event that the complaint is against the Head of School, the report must be directed to the Board Chair.

2. Written Process – An individual who believes this Policy has been violated may provide a written complaint to his or her supervisor, the School Administrator, Chief Operating Officer or the Head of School. Any supervisor, director or other management employee who receives such a report must in turn direct it to the Head of School. In the event that the complaint is against the Head of School, the report must be directed to the Board Chair.

3. Option to Report to Outside Administrative Agencies – An applicant or employee has the option to report harassment, discrimination, or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department (CRD). The EEOC can be reached at 1-800-669-4000 or at www.eeoc.gov. The CRD can be reached at 1-800-884-1684 or at https://calcivilrights.ca.gov

YULA High School takes a proactive approach to potential policy violations and may conduct an investigation if its supervisory or management employees become aware that harassment, discrimination or retaliation occurred or may be occurring, regardless of whether the recipient or third party reports a potential violation.

School’s Response to Complaint of Harassment, Discrimination or Retaliation

After receiving an oral report or written complaint, or YULA High School otherwise learns of an alleged potential violation of this Policy, the Head of School or his or her designee may request clarification and/or conduct an initial inquiry, to determine whether the oral report or written complaint alleges a potential violation of this Policy. In the event, the oral report or written complaint or other information YULA High School otherwise learns of is against the Head of School, the Board Chair or his or her designee may request the clarification and/or conduct an initial inquiry. To request clarification and/or conduct an initial inquiry, the Head of School, Board Chair, or their respective designees may meet with the individual(s) who made the oral rep ort or written complaint and/or that was reportedly subjected to conduct that violates this Policy.

Investigation Procedure

If a complaint alleges a potential violation of this Policy, or YULA High School otherwise learns of an alleged potential violation of this Policy, YULA High School will initiate an investigation. The investigation will be conducted by qualified personnel or a qualified outside investigator as determined in the sole discretion of YULA High School.

During the pendency of the investigation, the Head of School, Director, other appropriate administrator, or Board Chair, may take interim action as appropriate, such as placing the person alleged to have violated this Policy (the “Respondent”) on paid administrative leave or temporarily transferring the Respondent.

The investigation will be conducted in a timely manner. The investigation will normally include interviews with the individual(s) who made the complaint and/or that was reportedly subjected to conduct that violates this Policy (“the Complainant”), the Respondent, and other persons believed to have relevant knowledge concerning the allegations. Witnesses will be advised that retaliation against those who report alleged harassment, discrimination, or retaliation, or who participate in the investigation is prohibited. The Respondent will be notified that a complaint has been made alleging that he or she has violated this Policy. Whenever possible, the investigation will commence with an interview of the complaining party. Before the investigation is concluded, the Respondent will be informed of the allegations made against him or her, and be provided with an opportunity to respond to the allegations. Once the information gathering process is completed, the investigator will provide an investigative report containing the investigator’s findings of fact which will be reasonable conclusions based on the evidence collected. The investigator will make findings based on a “preponderance of the evidence” standard. The report will be shared with YULA High School representatives who have a need to know the outcome.

Remedial and Disciplinary Action

Once the investigation is complete, YULA High School will determine if the conduct violates School Policy and if so, the appropriate corrective action. Any employee or student determined to have violated this Policy will be subject to disciplinary action, up to and including termination or expulsion. Disciplinary action may also be taken against any a supervisor, director or other management employee who condones or ignores potential violations of this Policy, or who otherwise fails to take appropriate action to enforce this Policy. Because an individual with whom YULA High e School has business, contractual, or professional relationship, such as parents, legal guardians, unpaid interns, volunteers, independent contractors, or vendors are not employees of YULA High School, the School may not be able to take corrective action in the same way or to the same extent that it can with respect to YULA High School employees or students. However, YULA High School will make appropriate efforts to take corrective action for violations of this Policy, or if appropriate, to cause others to take corrective action.

Please be advised that an employee who engages in unlawful harassment may be personally liable for the harassment, regardless of whether the School knew or should have known of the conduct and/or failed to take appropriate corrective action The School does not consider conduct in violation of this Policy to be within the course and scope of employment or the direct consequence of the discharge of one’s duties at the School. Accordingly, to the extent permitted by law, the School reserves the right to refuse to provide a defense or pay legal fees and costs or to pay damages assessed against any employee based on conduct in violation of this Policy.

Closure

At the conclusion of the investigation, the Head of School or his or her designee, will notify the Complainant in general terms of the outcome of the investigation. If discipline is imposed, the level of discipline will not typically be communicated to the Complainant.

Confidentiality

The School cannot keep complaints made under this Policy completely confidential due to the need to investigate potential violations of this Policy and take effective remedial action, or to comply with other legal requirements. YULA High School will, however, keep oral reports or written complaints made under this Policy, confidential to the greatest extent possible disclosing such information only as necessary to investigate the complaint, take interim action, or take corrective action. YULA High School will not disclose a completed investigation report except as it deems necessary to support a disciplinary action, report internally on an as needed basis, take remedial action, defend the School in administrative or legal proceedings, or to comply with the law or a court order.

Responsibilities of Employees, and Supervisory Employees

Employees

In order to establish and maintain a professional working environment, while at the same time preventing harassment, discrimination, and retaliation, employees are expected to:

• Set an example of acceptable conduct by not participating in or provoking behavior that violates this Policy. Try not to be angry or insulted if an individual tells you that your behavior is offensive. People have different ethical values and standards and may be offended by behavior you think is proper. Tell the individual you did not realize your behavior was offensive, and immediately cease the conduct.

• Report harassment, discrimination or retaliation as quickly as possible, whether the employee is the target of the conduct or a witness.

• If an employee witnesses harassment, and if comfortable doing so, he or she may tell the individual being harassed that the School has a policy prohibiting such behavior, and may request that the harasser cease the behavior.

• Fully cooperate with the School’s investigation of complaints made or other alleged violations under this Policy.

Supervisory Employees

In addition to the responsibilities listed above, supervisors, directors, or any other supervisory or management employees, are responsible for the following:

• Implementing this Policy by taking all complaints seriously and modeling behavior that is consistent with this Policy. Direct all complaints to the Head of School, or, in the event the complaint is against the Head of School, the Board Chair

• Taking positive steps to eliminate any form of harassment, discrimination or retaliation observed or brought to his or her attention.

• Taking positive steps to protect against retaliation through any action of intimidation, restraint, coercion or discrimination, by any supervisor, director, or any other supervisory, management, or other employee.

• Monitoring the work environment and taking appropriate action to stop potential Policy violations.

• Following up with those who have complained or were reportedly subjected to conduct that violates this Policy, to confirm the conduct complained of has stopped.

• Reporting potential violations of this Policy of which he or she becomes aware, regardless of whether a report has been made or a complaint has been formally submitted.

Mandatory Training

The School requires that all of its employees receive at least one hour of training on this Policy, and that all of its supervisory employees receive at least two hours of training on this Policy. Employees will receive training on this Policy within six (6) months of being hired, and then at least once every two (2) years. Temporary and seasonal employees hired to work for less than six (6) months will receive training on this Policy within 30 calendar days after the hire date or within 100 hours worked, whichever occurs first. The School will schedule training sessions and attendance at the training will be documented. The California Civil Rights Department provides free online training courses on preventing sexual harassment and abusive conduct in the workplace that are available at: https://calcivilrights.ca.gov/shpt /.

Dissemination of Policy

All employees shall receive a copy of this Policy when they are hired. The Policy may be updated from time to time and redistributed with a form for the employee to sign and return acknowledging that the employee has received, read, and understands this Policy.

1.5 VERIFICATION OF ELIGIBILITY FOR EMPLOYMENT

All offers of employment with YULA High School are contingent upon verification of an employee’s right to work in the United States of America. On the first day of work, employees will be asked to provide original documents verifying their right to work and to sign a verification form required by federal law. In addition, if they are newly rehired, they must complete this verification form if their previous I-9 form is more than three years old or is no longer valid. If an employee, at any time, cannot verify their right to work in the United States of America, the School may be obligated to terminate their employment.

1.6 REASONABLE ACCOMMODATIONS

YULA High School provides employment-related reasonable accommodations to qualified individuals with disabilities within the meaning of the California Fair Employment and Housing Act and the Americans with Disabilities Act. The following is the policy for requesting accommodations:

1.6.1

Request for Accommodation

An employee or applicant who desires a reasonable accommodation in order to perform essential job functions should make such a request orally or in writing to the Head of School. The request must identify: a) the job-related functions at issue; and b) the desired accommodation(s).

1.6.2 Reasonable Documentation of Disability

Following the receipt of the request, if the disability or the need for reasonable accommodation is not obvious, YULA High School may require the individual requesting such accommodation to provide reasonable medical documentation confirming the existence of the disability and the need for reasonable accommodation, along with the name and credentials of the individual’s health care provider. If the individual provides insufficient documentation, YULA High School will do the following: (1) explain the insufficiency of the

documentation provided; (2) allow the employee or applicant to supplement the documentation in order to remedy the issue with the documentation provided; (3) require the employee be examined by a medical provider to determine the employee’s fitness for duty; or (4) pursue the interactive process only to the extent that the request is supported by the documentation provided.

1.6..3 Fitness for Duty Examination

YULA High School may require an employee to submit to a fitness for duty examination at the School’s expense in order to determine whether the employee has a disability and is able to perform the essential functions of their job with or without reasonable accommodation when there is significant evidence of the following:

a. The employee’s ability to perform one or more essential functions of their job has declined; or

b. Grounds for a reasonable person to question whether an employee is still capable of performing one or more of their essential job duties, or is still capable of performing those duties in a manner that does not harm themselves or others.

YULA High School may also require that a School-approved physician conduct the examination.

1.6.4

Interactive Process Discussion

YULA High School will initiate the interactive process when:

a. An applicant or employee with a known physical or mental disability or medical condition requests reasonable accommodation(s);

b. The School otherwise becomes aware of the need for an accommodation through a third party (g., a doctor’s note requesting an accommodation), or by observation of the employee’s work;

c. The School becomes aware of the possible need for an accommodation because the employee with a disability has exhausted leave under the Family and Medical Leave or California Family Rights Leave Acts, or other statutory leave rights, but the employee and/or the employee’s health care provider indicate that the employee has restrictions that may require further accommodation; or

d. An employee disabled by pregnancy, childbirth or related medical conditions requests a reasonable accommodation or transfer based on the advice of her health care provider.

After receipt of a request for accommodation or the circumstances set forth above, and, to the extent applicable, reasonable documentation of disability and/or a fitness for duty report, YULA High School will arrange for a discussion, in person or via telephone conference call, with the employee. The purpose of the discussion is to work in good faith to fully discuss all feasible potential reasonable accommodations.

1.6.5

Case-by-Case Determination

YULA High School determines, in its sole discretion, whether reasonable accommodation(s) can be made, and the type of accommodation(s) to provide. YULA High School will not provide accommodation(s) that would pose an undue hardship upon School finances or operations, or that would pose a direct threat to the health and safety of themselves or others. YULA High School will inform the employee of its decision as to reasonable accommodation(s) in writing.

Please direct any questions concerning this Policy to the Head of School.

1.7 LACTATION ACCOMMODATIONS

YULA High School will provide a reasonable amount of break time to accommodate any employee desiring to express breast milk for the employee’s infant child each time the employee has a need to express milk. The break time shall, if possible, run concurrently with any break time already provided to the employee. If a non-exempt employee takes lactation breaks at times other than their provided break times, then the lactation break shall be unpaid or the employee may choose to use accrued leave.

Those desiring to take a lactation break at times other than their provided break times must notify a supervisor prior to taking such a break. Breaks may be reasonably delayed if they would seriously disrupt operations. Once a lactation break has been approved, the break should not be interrupted except for emergency or exigent circumstances.

YULA High School will provide a room or other appropriate location, that is not in a bathroom, to express milk in private. YULA High School will provide a room or location in close proximity to the employee’s work area that is shielded from view and free from intrusion while being used for expressing milk. The room or location will also meet the following requirements:

(1) Be safe, clean and free of hazardous materials;

(2) Contain a surface on which to place a breast pump and personal items;

(3) Contain a place to sit; and

(4) Have access to electricity or extension cords or charging stations, needed to operate an electric or battery-powered breast pump.

Where a multipurpose room is used for lactation, among other uses, the use of the room for lactation shall take precedence over the other uses, but only for the time it is in use for lactation purposes.

YULA High School may designate a lactation location that is temporary, due to operational, financial or space limitations. These temporary spaces must meet the requirements set forth above.

An employee occupying such a private area for the purposes of lactation shall either secure the door or otherwise make it clear to others through signage that the area is occupied and should not be disturbed. All other employees should avoid interrupting an employee during an authorized break under this Section, except to announce an emergency or other urgent circumstance.

YULA High School will also provide access to a sink with running water and a refrigerator, or other cooling device, suitable for storing milk, in close proximity to the employee’s work area.

An employee may make a request for a lactation accommodation, either orally or in writing, to their supervisor or the School Administrator

If YULA High School is unable to provide the requested break time or a requested location for the purpose of expressing breast milk, the School will provide a written response to the employee which specifies this.

YULA High School encourages any employee who does not believe that YULA High School is providing them with an appropriate lactation accommodation as required by state law to inform YULA High School or their supervisor. An employee who does not believe that YULA High School is providing them with an appropriate lactation accommodation as required by state law has the right to file a complaint with the California Division of Labor Standards Enforcement/Labor Commissioner.

1.8 FINGERPRINTING

All employees must be fingerprinted and cleared by the Department of Justice prior to commencing work on the premises.

All volunteers who may have contact with students at the School or on field trips outside the presence of a School employee (teacher or administrator) must also be fingerprinted and complete a criminal background check prior to performing volunteer services.

1.9 DRIVING RECORDS

A Department of Motor Vehicle report will be run, on a periodic basis, on any employee that is in a position that requires the employee to drive a vehicle for School business.

1.10 TUBERCULOSIS EVALUATION

In accordance with California law, all employees and volunteers are required to comply with applicable tuberculosis (TB) risk assessment requirements. Prior to starting employment with YULA High School, an applicant must produce a certificate showing he or she has submitted to a TB risk assessment within the last 60 days. The TB risk assessment must be administered by a health care provider. If no risk factors are identified, no TB examination is required. If TB risk factors are identified, the applicant must be examined and provide a certificate showing he or she has been found free of infectious TB prior to beginning employment.

An employee who has no identified risk factors or who tests negative for infectious TB shall be required to undergo the TB risk assessment once every four years, or more often if directed by YULA High School upon recommendation of the local health officer.

A volunteer shall also be required to have on file with the school a certificate showing that, prior to initial volunteer assignment, the person submitted to a tuberculosis risk assessment, and, if tuberculosis risk factors were identified, the person was examined and found to be free of infectious tuberculosis. If no risk factors are identified, an examination is not required.

1.11 NEPOTISM

Objectivity is important when making decisions on selection, assignment and appraisal of YULA High School employees. YULA High School will only hire relatives of current employees if the new employee would not immediately supervise or be immediately supervised by a relative as defined by this Policy. All individuals who apply for employment with YULA High School must disclose whether any relatives are current YULA High School employees. Like all applicants, relatives considered for employment with YULA High School must meet all job qualifications. YULA High School will not hire, promote or transfer a relative into a supervisor-supervisee relationship. For the purposes of this Policy, a relative is any person who is related by blood or marriage, a domestic partner, a person who cohabitates with an employee, or a person who is engaged in a romantic relationship with an employee.

If a supervisor becomes involved in a consensual romantic relationship with an employee that the supervisor directly or indirectly manages or otherwise becomes a relative of an employee the supervisor directly or indirectly manages, that supervisor must bring the relationship to the Head of School’s attention for appropriate action. YULA High School will make reasonable efforts to assign job duties so as to minimize problems of supervision, safety, security, or morale.

Section 2

2. EMPLOYEE STATUS & COMPENSATION

2.1 EMPLOYEE CATEGORIES

NON-EXEMPT EMPLOYEES

Non-exempt employees are covered by minimum wage and overtime laws. Employees who fall within this non-exempt category will be paid overtime as required by state and federal law. All non-exempt employees will receive meal periods and rest breaks in accordance with state law.

EXEMPT EMPLOYEES

Exempt employees are exempt from overtime laws, and are paid on a salary rather than an hourly wage.

Exempt employees are those employees that are not eligible for overtime regardless of how many hours or days per week that person works. In order to fulfill his/her job duties and responsibilities, an exempt employee may often work additional time before and after the school day without overtime compensation.

FULL-TIME EMPLOYEES

Full-time employees are those normally scheduled to work and who do work a schedule of 30 hours or more per week. Fulltime employees may be eligible for employee benefits after completion of the benefits eligibility waiting period. For teaching faculty members, full-time refers to 5 or more classes per day per semester, plus any accompanying responsibilities.

PART-TIME EMPLOYEES

Part-time employees are those who are scheduled to work and who do work a schedule of less than 30 hours per week or for faculty members, less than 5 classes per day per semester Part-time employees may be assigned a work schedule in advance or may work on an as-needed basis. Part-time employees are generally not eligible for School’s benefit programs, except those mandated by law.

TEMPORARY EMPLOYEES

Temporary employees are those who are hired on an interim basis to temporarily supplement the work force or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change by YULA High School. Temporary employees are ineligible for any of the YULA High School’s benefit programs, except those mandated by law.

2.2 PERFORMANCE EVALUATIONS

Employees may receive periodic performance reviews. The review will generally be conducted by their supervisor. Performance evaluations may be conducted annually, on or around their anniversary date. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties or recurring performance problems. Failure to issue an annual formal written evaluation or performing a formal written evaluation more frequently than annually, is not a violation of this Policy, and YULA High School at its discretion may issue performance evaluations more frequently or less frequently than every year.

Performance evaluations may include factors such as the quality and quantity of the work performed, knowledge of the job, their initiative, their work attitude and their demeanor toward others. Performance evaluations are designed to help employees become aware of progress, areas for improvement and objectives or goals for future work performance. Positive performance evaluations do not guarantee increases in salary, promotions or continued employment Salary increases and promotions are solely within the discretion of YULA High School and depend upon many factors in addition to performance. After the review, employees will be asked to sign the evaluation report simply to acknowledge that it has been presented and discussed with the employee by the supervisor. It also acknowledges awareness of its contents.

2.3 PAYMENT OF WAGES

Paydays are semi-monthly occurring on 10th & 25th of the month. Any errors or questions regarding employee paychecks should be reported immediately to their supervisor.

2.5 OVERTIME

Non-exempt employees may be required to work overtime. For purposes of determining which hours constitute overtime for hourly/non-exempt employees, only actual hours worked in a given workday or workweek will be counted. A supervisor must previously authorize all overtime work in writing; without prior written approval from the supervisor, non-exempt employees are not permitted to work overtime

YULA High School provides compensation for all overtime/double time hours worked by employees if they are an hourly or nonexempt employee in accordance with state and federal laws as follows:

All hours worked in excess of eight (8) regular hours in one workday or forty (40) regular hours in one workweek will be treated as overtime, unless a separate agreement has been arranged in accordance with applicable labor laws. A workday begins at 12:01 a.m. and ends 24 hours later. A workweek starts on Sunday and ends on Saturday.

Employees will be compensated as follows for working overtime/double time:

• Time and a half an employee’s regular rate of pay for hours worked beyond eight (8) in a workday;

• Double an employee’s regular rate of pay for hours worked beyond twelve (12) in a workday;

• Time and a half an employee’s regular rate of pay for the first eight (8) hours worked on the seventh consecutive workday in a workweek;

• Double an employee’s regular rate of pay for hours worked beyond eight (8) on the seventh consecutive day worked in a workweek;

• Time and a half an employee’s regular rate of pay for hours worked beyond 40 in a workweek.

There is no “pyramiding,” which means employees will not be paid overtime twice for the same hours of work.

Time off of work for personal leave, illness, and holiday or for any other reason will not be considered “hours worked” for wage and hour purposes even if employees receive compensation for such time.

If employees are salary exempt employees, employees may have to work hours beyond their normal schedule, as work demands require. No overtime compensation will be paid to exempt employees.

2.6 WORK SCHEDULE/WORK HOURS

Employee’s supervisor will assign their individual work schedule. Employees are expected to be on campus or in their office at the start of their work schedule, ready to perform their job.

Exchanging work schedules with other employees is discouraged. However, if employees need to exchange schedules, they must notify their supervisor, who may authorize an exchange if possible. Work schedule exchanges will not be approved for an employee’s mere convenience or if the exchange interferes with normal operations of YULA High School or will result in excessive overtime.

2.7 TIMEKEEPING REQUIREMENTS FOR NON-EXEMPT EMPLOYEES

The Fair Labor Standards Act, a federal law, and the California Labor Code, require YULA High School to keep records of employees hours worked if they are a non-exempt employee. Therefore, if employees are a non-exempt employee, they are required to document their hours worked. Employees must record their own time at the start and at the end of each work period, including before and after their lunch break.

Non-exempt employees must also record their time whenever they leave the building for any reason other than for YULA High School’s business. An employee’s Supervisor will tell them if they are a non-exempt employee and will advise them of timekeeping procedures for their department. Falsifying time records may result in immediate termination.

Any errors on an employee’s time card or time sheet should be reported immediately to their supervisor, who will attempt to correct legitimate errors.

Additionally, hourly/non-exempt employees will not work off-the-clock. Please DO NOT, under any circumstances:

• start working before clocking in

• continue working after clocking out, or

• work during meals or rest breaks

If any supervisor, or any other person tells any employee to work off-the-clock, not to take a meal or rest period as required, or any employee believes they were not provided the opportunity to take them, then employees must immediately notify their supervisor, or a Chief Operating Officer to correct their time and/or complete a Missed Meal/Rest Period Notification Form.

2.8 MEAL AND REST PERIODS FOR NON-EXEMPT EMPLOYEES

It is YULA High School’s policy that all non-exempt, hourly employees take meal and rest periods as follows:

Meal Periods:

Note:

Number of Hours Worked Per Shift

5 hours or less

More than 5 hours up to 6 hours

More than 6 hours up to 10 hours

More than 10 hours up to 12 hours

More than 12 hours

Number of Meal Periods

No meal period

1 unpaid 30-min. meal period (may be waived in writing)

1 unpaid 30-min. meal period

2 unpaid 30-min. meal periods (may not be combined, 1 may be waived in writing)

2 unpaid 30-min. meal periods (may not be combined; may not be waived)

Employees should not work more than 5 consecutive hours without beginning a meal period.

Employees are entitled to take their meal period as scheduled unless requested not to do so by their supervisor. Depending on the position, an employee may receive additional time beyond the required 30 minutes for meal periods. An employee’s supervisor will notify them if this is the case.

Rest Periods:

Number of Hours Worked Per Shift

Less than 3 1/2 hours

3 1/2 hours up to 6 hours

6 hours up to 10 hours

10 hours up to 14 hours

14 hours up to 18 hours

Number of Rest Periods

No rest period

One 10-min. rest period

Two 10-min. rest periods

Three 10-min. rest periods

Four 10-min. rest periods

If employees are entitled to two rest periods, one should be taken before the meal period and one should be taken after the meal period. They should not be combined with each other or with an employee’s meal period. Rest periods should be taken, as far as practical, in the middle of each work period. Employees are not permitted to leave campus during rest periods.

If employees do not take a rest period and they do not report this to their supervisor, YULA High School will conclude, as permitted, that they voluntarily chose to forego their rest period.

2.9 PAYROLL DEDUCTIONS

State and federal laws require YULA High School to make the proper mandated deductions from paychecks on the employee’s behalf. Amounts withheld vary according to how much an employee earns and the number of exemptions claimed. These deductions include: 1. Social Security (FICA) 2. Federal Income Tax 3.

5. State and Federal Income Tax Liens

6. Any voluntary deductions that employees have authorized

7. Court ordered garnishments

2.10 JOB DUTIES

Employee’s supervisor will explain their job responsibilities and the performance standards expected of them. Be aware that an employee’s job responsibilities may change at any time during their employment. From time to time, employees may be asked to work on special projects or to assist with other work necessary or important to the operation of their department or the School. The employee’s cooperation and assistance in performing such additional work is expected.

YULA High School reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities.

2.11 TELEWORK POLICY

Any arrangement to provide School services and operations in an alternative work location (“telework”) must be approved in advance by the Head of School. If approved by the Head of School, the telework assignment will be confirmed by a Telework Agreement (“TA” or “Agreement”) to be executed by YULA High School and the employee, that will set forth the specific expectations and requirements for the employee authorized to telework YULA High School will determine on a case-by-case basis whether any position is appropriate for telework. The Head of School has the sole discretion to withdraw, modify, expand, or bypass these guidelines. YULA High School reserves the right to re-evaluate telework designations and authorizations on a case-by-case basis. Should either the supervisor or the Head of School determine, at any time, that an employee’s telework arrangement is not satisfactory, the School reserves the right in its sole discretion to cancel the telework arrangement. In addition, emergency telework designations and authorizations are not guaranteed for any specified period and YULA High School may require employees to return to on-campus work at any time.

Teleworking employees’ salary, wages and benefits will remain unchanged unless otherwise notified by YULA High School. Workers’ Compensation benefits will apply only to injuries arising out of and in the course of employment as defined by Workers’ Compensation law. Employees must report any such work-related injuries or illnesses to their supervisor immediately. YULA High School will not be responsible for injuries, illnesses or property damage unrelated to such work activities, including injuries or illnesses to third persons when said injuries occur at the alternative worksite.

Section 3

3. EMPLOYEE RULES OF CONDUCT

3.1 STANDARDS OF CONDUCT

YULA High School considers professional conduct and compliance with YULA High School’s policies, procedures, rules, and expectations and standards of conduct to be an essential responsibility of an employee’s job. Employees are expected to know and observe YULA High School’s policies, procedures, rules, and expectations and standards of conduct, including without limitation those described in this section of the Handbook. Employees who fail to maintain proper standards of conduct or violate YULA High School’s policies, procedures, rules and expectations and standards of conduct, may be subject to disciplinary action, up to and including termination, as determined by YULA High School, in its sole discretion.

The list of prohibited conduct below is meant to provide guidelines and examples of prohibited conduct to help employees understand this Policy. However, it is not possible to describe every possible scenario of prohibited conduct in this Handbook. Accordingly, the following list is not intended to be and is not exhaustive.

• Falsification of records and documents submitted to YULA High School and/ or falsification of information in those records and documents records, including employment applications, resumes, tax records, social security numbers, time sheets, and falsification of or including false information in any documents prepared in connection with performing work duties.

• The possession, sale, or use of firearms, knives, explosives, or other dangerous weapons on YULA High School’s premises or while participating in or attending YULA High School activities off campus

• Fighting, threatening, or attempting bodily injury to another, including contributing to or encouraging violent behavior, or the threat of violent behavior, on the part of others.

• Failure to respect or work in harmony or cooperation with fellow employees.

• Recording the work time of another employee or allowing any other employee to record their work time, or falsifying or allowing falsification of any time card, either an employee’s own or another employee's.

• Theft or deliberate or careless damage of any YULA High School property or the property of any employee or student.

• Removing or borrowing YULA High School, or employee property without prior authorization.

• Unauthorized use or taking of YULA High School equipment, materials, or facilities.

• Participating in horseplay or practical jokes on YULA High School premises or while participating in or attending YULA High School activities off campus.

• Causing, creating, or participating in a disruption of any kind while on YULA High School’s premises

• Gambling of any kind on YULA High School time or premises or while participating in or attending YULA High School activities off campus.

• Being insubordinate, threatening, intimidating, disrespectful, or assaulting a student, parent, coworker, supervisor, or anyone in the YULA High School community

• Being insubordinate or otherwise engaging in uncooperative or inappropriate conduct, including refusing to follow a supervisor’s requests, instructions, or directives, or refusing to abide by any YULA High School rule or policy.

• Repeated and/or excessive tardiness or absences.

• Using profane or abusive language at any time on YULA High School premises or while participating in or attending YULA High School activities off campus.

• Failure to notify a supervisor at least one (1) hour in advance when unable to report to work, unless a reasonable and legitimate excuse is offered and accepted by YULA High School

• Failure to observe working schedules, including rest and meal periods.

• Sleeping or malingering on the job.

• Working overtime without authorization or refusing to work assigned overtime.

• Wearing extreme, unprofessional or inappropriate styles of dress, hair, make-up, jewelry, body piercing, or visible tattoos while working.

• Violation of any safety, health, security or YULA High School policies, rules or procedures.

• Committing a fraudulent act or a breach of trust under any circumstances.

• Soliciting or distributing literature of any kind or of any sort during working hours and in working areas.

• Conducting personal business during working hours.

• Using, possessing, distributions, transferring, or being under the influence of alcohol or unlawful drugs, including marijuana, while on duty, while on YULA High School premises, while participating in or attending YULA High School activities off campus, while driving a school owned or leased vehicle or a personal vehicle for work-related purposes

• Entering the facilities of YULA High School or remaining on the premises while not on duty or scheduled for work unless access for specific work related purposes has been authorized by a supervisor.

• Disclosing confidential YULA High School information, such as student records, personnel information, trade secrets and marketing plans

• Making defamatory or false statements about YULA High School or other statements that are detrimental to YULA High School’s operations or good standing and reputation in the community.

• Failure to be courteous and polite at all times to other employees, students, families and guests.

• Violation of YULA High School’s antidiscrimination, harassment, and/or retaliation policies.

• Any other conduct or behavior that YULA High School, in its sole discretion, believes in good faith is not in YULA High School’s best interests or is not consistent with the religious principles taught at YULA High School.

It should be remembered that, unless otherwise provided for in a written contract with YULA High School signed by the Head of School, employment with YULA High School is at the mutual consent of YULA High School and its employees, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice. Nothing in this Policy alters YULA High School’s at-will employment Policy for those employees who do not have a written contract with YULA High School signed by the Head of School providing otherwise

3.2 OFF DUTY CONDUCT

While YULA High School does not seek to interfere with the off-duty and personal conduct of its employees, certain types of off-duty conduct may interfere with YULA High School’s legitimate business interests. For this reason, employees are expected to conduct their personal affairs in a manner that does not adversely affect YULA High School’s integrity, reputation or credibility or that materially interferes with the employee’s ability to perform in their position for YULA High School Illegal or inappropriate off duty conduct by an employee that adversely affects YULA High School’s legitimate business interests or the employee's ability to perform his or her job will not be tolerated and may be grounds for termination from employment. Nothing in this Policy is intended to infringe upon an employee’s right to discuss wages, terms and conditions of employment.

3.3 DISCIPLINARY ACTION

YULA High School expects loyalty, high quality work, and appropriate conduct from all employees. If discipline is necessary, it may take the form of a verbal warning, written warning, final written warning, suspension or discharge, at YULA High School’s discretion. However, there is no standard series of disciplinary steps YULA High School must follow. At the sole discretion of YULA High School, employee’s conduct may lead to immediate discharge. Further, as previously stated, unless otherwise provided for in a written contract with YULA High School signed by the Head of School, employment with YULA High School is at the mutual consent of YULA High School, either party may terminate that relationship at any time, with or without cause and with or without advance notice. YULA High School’s discipline procedures are not meant to imply any contrary policy.

3.4 EMPLOYMENT TERMINATION

Since employment with YULA High School is based on mutual consent, unless otherwise provided for in a written contract with YULA High School signed by the Head of School, both employees and the School have the right to terminate employment atwill, with or without cause, at any time.

Except where otherwise provided by a contract signed by the Head of School and an employee, YULA High School would appreciate at least two weeks’ notice of an intention to resign as a courtesy wherever it is possible to do so. YULA High School will likewise attempt to provide employees with two weeks’ notice. Employees must understand, however, that circumstances may exist where the employer may exercise its right to accept a resignation immediately and to accelerate a final date of employment.

Employees will receive their final paycheck on their last day of work, unless they quit without notice or do not give at least 72 hours’ notice, in which case they will receive their final wages within 72 hours.

Employee benefits will be affected by employment termination. All accrued, vested 2s that are due and payable at termination will be paid. Some benefits may be continued at the employees’ expense if they so choose. Employees will be notified in writing of the benefits that may be continued and of the terms, conditions and limitations of such continuance.

3.5 POLICY AGAINST WORKPLACE BULLYING

YULA High School is committed to a workplace environment which fosters mutual respect, integrity, and professional conduct In addition to harassment based on a protected characteristic, YULA High School, prohibits workplace bullying. YULA High School considers workplace bullying unacceptable, and it is YULA High School policy that all employees should be able to work in an environment free of bullying Demonstration of appropriate behavior, treating others with civility and respect, and refusing to tolerate harassment and bullying are expected of all employees. YULA High School prohibits workplace bullying by employees, students, or an individual with whom YULA High School has a business, contractual, or professional relationship, such as parents, legal guardians, unpaid interns, volunteers, independent contractors, or vendors.

Definition of Workplace Bullying

Workplace bullying is conduct with malice that a reasonable person would find hostile, offensive, and unrelated to YULA High School’s legitimate business, educational, operational, and other interests. Workplace bullying may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance. A single act generally does not constitute abusive conduct, unless it is especially severe and egregious. While discriminatory harassment may involve bullying, bullying is not limited to conduct against another person because of his or her membership in a protected classification.

Because bystander support can encourage bullying, YULA High School also prohibits both active and passive support for acts of bullying. Employees should report these acts when they see them, consistent with this Policy, or attempt to stop them.

Reports of Workplace Bullying

If an employee believes he or she has been subjected to workplace bullying or is aware of conduct towards another employee that is believed to be workplace bullying, the employee may talk to the offending party directly. Sometimes an individual is unaware that his/her conduct is offensive. The offensive behavior may be eliminated by simply informing the offender that the conduct or language in question is offensive and request that it be discontinued immediately.

When the conduct in question continues after the offending person has been informed it is offensive, or if a person does not feel comfortable talking to the offending person directly, the individual who believes this Policy has been violated should make a verbal or written report to his or her supervisor, the Head of School, or any other supervisor, director, or other management employee of the School. Any supervisor, director or other management employee who receives such a report must in turn direct it to the Head of School. In the event that the complaint is against the Head of School, the report must be directed to the Board Chair.

School’s Response to Complaint of Workplace Bullying

After receiving an oral report or written complaint, the Head of School or his/her designee may request clarification to determine whether the oral report or written complaint alleges a potential violation of this Policy. In the event, the oral report or written complaint is against the Head of School, the Board Chair or his/her designee may request the clarification. To request clarification, the Head of School, Board Chair, or their respective designees may meet with the individual(s) who made the oral report or written complaint and/or that was reportedly subjected to conduct that violates this Policy

After the School receives an oral report or written complaint, and any clarification requested, or the School otherwise learns of an alleged potential violation of this Policy, the Head of School or his designee (or if applicable, the Board Chair), will determine the appropriate course of action, which may include initiation of an investigation. During the pendency of any investigation, the Head of School, other appropriate administrator, or Board Chair, may take interim action as appropriate, such as placing the person alleged to have violated this Policy (the “Respondent”) on paid administrative leave or temporarily transferring the Respondent. Generally, no interim action should be taken to change the working conditions of the individual(s) who made the oral report or written complaint and/or that was reportedly subjected to conduct that violates this Policy, unless that individual voluntarily consents to the temporary change.

Remedial and Disciplinary Action

YULA High School will determine if the conduct violates YULA High School policy and if so, the appropriate corrective action. Any employee or student determined to have violated this policy will be subject to disciplinary action, up to and including termination or expulsion. Disciplinary action may also be taken against any a supervisor, director or other management employee who condones or ignores potential violations of this Policy, or who otherwise fails to take appropriate action to enforce this Policy. Because an individual with whom the School has business, contractual, or professional relationship, such as parents, legal guardians, unpaid interns, volunteers, independent contractors, or vendors are not employees of YULA High School, YULA High School may not be able to take corrective action in the same way or to the same extent that it can with respect to YULA High School employees or students. However, YULA High School will make appropriate efforts to take corrective action for violations of this Policy, or if appropriate, to cause others to take corrective action.

Policy Against Retaliation

Any adverse conduct taken because an employee has reported or opposed alleged bullying, or has participated in an investigation of alleged bullying, is prohibited. Any actions of retaliation or reprisal will result in appropriate corrective action which may include appropriate disciplinary measures, up to and including termination.

Student Anti-Bullying Policy

Employees must also familiarize themselves and adhere to the separately published Student Anti-Bullying Policy in the Parent Student Handbook which prohibits bullying.

3.6 PUNCTUALITY AND ATTENDANCE

Employees are expected to report to work as scheduled, on time and prepared to start work. Employees are also expected to remain at work for their entire work schedule, except for meal periods or when required to leave on authorized School’s business. Late arrival, early departure or other unanticipated and unapproved absences from scheduled hours are disruptive and must be avoided.

If employees are unable to report for work on any particular day, or at their scheduled starting time, they must call their direct supervisor at least one hour before the time they are scheduled to begin working for that day absent unusual circumstances Employees also must inform their Supervisor of the expected duration of any absence. Employees must call in on any day that they are scheduled to work and will not report to work. If employees need to leave work before the end of their scheduled work day, they must also notify their supervisor before they leave. Exempt employees may be required to use either sick leave or personal leave when they come late to work, or leave early, depending on the reason for the partial day absence, and unless otherwise agreed to by the Head of School. Exempt employees need to record any time taken, including personal days, sick days, etc., Non-exempt employees will not be paid for the period of time they are not at work during their normal work day, unless they use sick or personal leave.

Repeated tardiness, absences, failure to remain at school during the required set hours, and failure to provide advance notice of absences in compliance with this Policy, may result in disciplinary action, up to and including termination. Nothing in this Policy prohibits employees from authorized use of sick or personal leave per the requirements set forth in those School policies.

Nothing in this Policy prohibits employees from authorized use of sick and personal leave per the requirements set forth in those School policies.

If employees fail to report for work without any notification to their supervisor and their absence continues for a period of three (3) days, YULA High School may consider that they have abandoned their employment and have voluntarily terminated the employment relationship.

3.7 GIFT ACCEPTANCE POLICY

From time to time, students, parents, and individuals or companies with whom YULA High School does business, give gifts to employees to express appreciation and thanks. The purpose of this Policy is to safeguard against an exchange of gifts that may result in employees extending preferential treatment or the appearance of preferential treatment, resulting from an exchange of gifts and to set restrictions on the gifts employees are permitted to accept from students, parents, and individuals or companies with whom YULA High School does business. School employees may only accept gifts from students, parents, and individuals or companies with whom the School does business, that meet the requirements set forth below:

• Employees may not solicit any gifts from students, parents or individuals or companies with whom YULA High School does business.

• Employees may accept gifts and gift cards that have a value of $500 or less, except that employees may not accept gift cards for services that are provided by students, parents or individuals or companies with whom YULA High School does business.

• Employees may accept a gift or gift card of over $100 if it is a collective gift and each individual’s contribution is $100 or less (i.e. a class gift from all students) on the following conditions: the employee notifies the Business Office in writing within two school days after receiving the gift and the Business Office confirms that the employee may accept the gift.

• Employees may accept a gift basket given to an entire office or group of employees if the value of the gift basket is less than $300.

• Employees may not solicit or accept any gifts from prospective students or their parents or from individuals who have applied for employment at YULA High School or from individuals or companies that are seeking to do business with YULA High School.

3.8 PARENT AND COMMUNITY RELATIONS

Employees are expected to be polite, courteous, prompt, and attentive to every parent When employees encounter an uncomfortable situation that they do not feel capable of or otherwise comfortable handling, the employee should immediately contact and request assistance from their supervisor.

Employees should not regard a parent’s question or concern as an interruption or an annoyance. Employees must promptly and professionally respond to inquiries from parents and others in the YULA community or that have a professional or business relationship with YULA.

Employees should be helpful and demonstrate their desire to assist parents and others in the YULA High School community or that have a professional or business relationship with YULA in obtaining the help they need. If employees are unable to help a parent or others they are expected to find someone who can provide assistance or otherwise respond to the request for assistance.

All correspondence and documents, whether to parents or others, must be neatly prepared and error-free. Attention to accuracy and detail in all paperwork demonstrates an employee’s commitment to professionalism and positively representing YULA in their communications and interactions with parents and others.

Employees should ask their supervisor to intervene if a problem develops in communications with a parent or others in the YULA community or that have a professional or business relationship with YULA.

3.9 APPEARANCE STANDARDS

Because employees are a representative of YULA High School in the eyes of the public, it is important that they report to work properly groomed and appropriately dressed. Employees are expected to dress neatly and in a manner consistent with the nature of the work performed. If an employee reports to work inappropriately dressed, they may be asked to leave and return in acceptable attire.

Supervisors will inform employees of additional requirements regarding acceptable attire. Employees may be required to wear safety equipment or clothing. Any deviations from these guidelines must be approved by a supervisor.

Please avoid extremes in dress. Flashy, skimpy or revealing outfits and other non-businesslike clothing, including jeans or open toe shoes are unacceptable. At all times, employees are required to dress in accordance with the Jewish orthodox dress standards.

Male employees must wear dress slacks, collared or appropriate shirts, ties, and dress shoes. No T-shirts, shorts, or jeans unless on special occasions.

Female employees must dress in a similar professional manner: dress or skirt with blouse/sweater of appropriate length. No revealing, sleeveless or short sleeve tops. Skirts/dresses should cover the knees.

Management has sole discretion and final authority in determining the acceptability of employee’s compliance to the appearance standards.

3.10 SOLICITATION AND DISTRIBUTION OF LITERATURE ON SCHOOL’S PROPERTY

In order to ensure efficient operation of YULA High School’s business and to prevent annoyance to employees, it is necessary to control solicitations and distribution of literature on YULA High School’s property.

OUTSIDERS

Persons not employed by YULA High School may not solicit, or distribute literature, on School property, at any time, for any purpose.

EMPLOYEES OF SCHOOL

Solicitation: Employees of YULA High School may not solicit, at any time, for any purpose.

Distribution: Employees may not distribute literature, during working time, for any purpose. Employees may not distribute literature, at any time, for any purpose, in working areas. Working areas are all areas in the School, except employee lounge s, lobbies, and parking areas.

Definition of Working Time: Working time includes the working time of both the employee doing the soliciting or distributing and the employee to whom the soliciting or distributing is directed. Working time does not include off-duty periods, such as break periods or mealtimes.

3.11 OUTSIDE EMPLOYMENT

While employed by YULA High School, employees are expected to devote their energies to their job with YULA High School. Current employees who wish to engage in additional employment must submit a written request to the Head of School explaining the details of the additional employment. At the time of hire, new employees must disclose all outside employment to the Head of School in writing. Employees may engage in additional employment only with prior written authorization from the Head of School. Authorization to engage in additional employment can be revoked at any time.

The following types of outside employment are strictly prohibited:

• Additional employment that conflicts with an employee’s work schedule, duties and responsibilities;

• Additional employment that creates a conflict of interest or is incompatible with an employee’s employment with the School;

• Additional employment that impairs or has a detrimental effect on an employee’s work performance with the School;

• Additional employment that requires an employee to conduct work or related activities on the School’s property during the School’s working hours or using the School’s facilities and/or equipment;

• Additional employment that directly or indirectly competes with the business or the interests of the School.

Consistent with this Policy, employees are prohibited from performing any outside services, including, but not limited to, tutoring and child care, for a student currently enrolled in their class at YULA High School without prior written authorization from the Head of School.

Failure to abide by this Policy may subject an employee to disciplinary action, up to and including termination of employment. YULA High School shall not provide workers' compensation coverage or any other benefit for injuries occurring from or arising out of outside employment.

3.12 CONFIDENTIAL INFORMATION

As part of their job duties, employees may have access to confidential information regarding YULA High School, its students and their parents, or fellow employees. Employees are responsible for safeguarding the confidential information obtained during their employment, and this obligation to safeguard such confidential information extends after the employment relationship has ended. Unless otherwise directed by a supervisor or in exercise of a protected right, employees have a responsibility to prevent revealing or divulging any such information unless it is necessary for them to do so in the performance of their duties. Access to confidential information should be on a “need to know” basis and must be authorized by a supervisor.

Confidential information under this Policy includes, but is not limited to, the following examples:

• Student educational information and discipline records;

• Employee assignments or projects that have been deemed confidential and have not been publicly disclosed by the School, including but not limited to, proprietary information of the School. This does not include an employee’s day-to-day assignments and job duties;

• Non-public personal information, concerning employees, alumni, and students and student families including, but not limited to, Social Security numbers, banking or financial information, medical and health information, disability status or special needs;

• School information which has not been publicly published or released with YULA High School’s authorization and is not otherwise protected by State and Federal law, including but not limited to and financial information; and

• Personal information about donors, and other affiliates or friends of YULA High School. This does not include personal information about board members as it relates to an individual board member’s relationship to YULA High School.

If an employee has any questions about Confidential Information, including what constitutes Confidential Information, the Employee should consult his or her supervisor, or the Head of School. Employees are required to report any unauthorized access to any Confidential Information, regardless of its media format, as soon as the employee becomes aware of it. Employees may not remove any Confidential Information, or records containing Confidential Information from YULA High School, unless authorized to do so by employee’s supervisor, and must return such records to YULA High School upon request by his/her supervisor. Any breach of this Policy will not be tolerated and legal action may be taken by YULA High School.

Employees will not be held criminally or civilly liable under any Federal or State trade secret law for the disclosure of Confidential Information set forth above that (A) is made (i) in confidence to a Federal, State, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. Also, if an employee files a lawsuit for retaliation by YULA High School for reporting a suspected violation of law, that employee may disclose the trade secret to employee’s attorney and use the Confidential Information in the court proceeding, but only if the employee files any document containing the Confidential Information under seal and does not disclose the Confidential Information, except pursuant to court order.

Nothing in this Policy is intended to limit employees from discussing wages, hours or working conditions as protected by Section 7 of the National Labor Relations Act.

3.13 CONFLICTS OF INTEREST

Employees of YULA High School are expected to act in the best interests of YULA High School and avoid situations that create an actual or potential conflict of interest. A conflict of interest arises when a personal and/or external interest or activity interferes with an employee’s ability to make sound, objective business or educational decisions on behalf of YULA High School. Despite the best of intentions, even the appearance of a conflict of interest can be harmful to the School.

While it is impossible to address every situation that could create an actual or potential conflict of interest, this Policy describes some common situations that might arise, including situations related to gifts, financial interests in other companies and organizations, and outside services for parents. If an employee is not sure whether a particular situation creates an actual or potential conflict of interest, he or she must seek guidance from the Head of School:

• Financial Interests in Outside Companies and Organizations: A conflict of interest can arise if an employee or his or her family member has a financial interest in a company or organization with which YULA High School does business. For example, an employee’s spouse may own or work for a business that provides goods or services to YULA High School. This would not necessarily disqualify the spouse’s company from doing business with YULA High School; however, YULA High School would need to evaluate any transaction with that company or organization to determine whether the potential transaction is in YULA High School’s best interests. Employees are required to inform the Head

of School promptly of any such financial interests to the extent that they might create an actual or potential conflict of interest. In the event that the Head of School has a financial interest in a company or organization with which YULA High School does business, the Head of School is required to inform the Board Chair.

• Performing Any Paid Work for School Families: Employees are prohibited from performing any outside services –whether paid or unpaid – for a family of any enrolled student, unless otherwise approved in advance and in writing by the Head of School. Outside services include but are not limited to tutoring, childcare, and individual lessons outside of School, such as music, art or language lessons.

• Outside Employment: As described in the Outside Employment Policy above.

• Personal Profit from Opportunities Obtained By Reason of Position with YULA High School: Employees are prohibited from seeking, or personally profiting from, opportunities, or taking personal advantage of opportunities, which are obtained by reason of their position with YULA High School.

Violation of YULA High School’s Policy on Gifts: As provided above, in YULA High School’s Policy on Gift Acceptance, accepting any gift or service from a student, parent or vendor, in violation of YULA High School’s Policy on Gift Acceptance, unless otherwise approved by the Head of School is a violation of this Policy.

Employees should immediately and fully disclose any relevant circumstances to their immediate supervisor, or any other appropriate supervisor, for a determination about whether a potential or actual conflict exists YULA High School may take whatever corrective action appears appropriate according to the circumstances. Failure to disclose facts shall result in disciplinary action. Violation of this Policy may result in disciplinary action up to and including termination

3.14 DRUG AND ALCOHOL ABUSE

YULA High School is firmly committed to maintaining a drug-free and alcohol-free workplace and maintaining a work environment that is safe and healthful for students, employees, and the larger School community. In keeping with this commitment, YULA High School wishes to ensure that every employee will perform his or her duties safely, efficiently, and in a manner that protects the interests of YULA High School, employees, and its clients. YULA High School recognizes that involvement with alcohol or drugs is extremely disruptive and harmful to the work place. It can adversely affect performance, pose serious safety and health risks to the user and others, and negatively impact YULA High School’s business and reputation. Employees are expected to report to work in a condition that permits them to perform their assigned tasks in a safe, professional, and competent manner.

General Rules

YULA High School strictly prohibits the sale, use, possession, transfer, distribution or manufacture of, or any attempt to sell, use, possess, transfer, distribute, or manufacture, alcohol or any illegal drug while on YULA High School’s property, including in parking lots and in vehicles in parking areas, during School-sponsored events or activities, or while operating a vehicle or equipment that is owned or leased by YULA High School. In addition, employees may not report to work, or remain on duty (including meal and rest periods), while under the influence of or impaired by alcohol or any illegal drug. For purposes of this Policy, a drug will be considered illegal if its use is prohibited or restricted by law, and employees improperly use or possess the drug/alcohol, regardless of whether such conduct constitutes an illegal act or whether employees are criminally prosecuted and/or convicted for such conduct. The use and possession of marijuana, and any other cannabis product, is included as an unauthorized drug under this Policy, and under California law use or possession of marijuana on a School campus is prohibited.

If an employee reports to work and is determined by YULA High School to be visibly impaired due the influence of drugs or alcohol, he/she will be sent home or to a medical facility by taxi or other safe transportation alternative, if necessary, an d if appropriate, accompanied by another employee

An employee’s conviction on a charge of illegal sale or possession of any controlled or illegal substance, even while off School property, will not be tolerated and may subject an employee to discipline, up to and including termination.

Any employee who believes that a coworker may be in violation of this Policy should notify his or her immediate supervisor or the Head of School immediately. When an employee believes that a supervisor is in violation of this Policy, he or she should notify another supervisor or the Head of School immediately.

YULA High School may, on occasion, permit alcoholic beverages to be served at School-sponsored social and fundraising events held on or off School premises. At events where alcohol is served, employees who choose to consume alcohol are responsible for their behavior. Employees must remember that they are representatives of YULA High School at Schoolsponsored social and fundraising events and conduct themselves appropriately and in a professional manner, at all times. Employees may be disciplined, up to and including termination, for inappropriate conduct or excessive consumption of alcohol during any School-sponsored events where alcohol is served. Furthermore, employees must not drive under any circumstances while intoxicated and must not exceed the legal blood alcohol level when driving a personal vehicle to or from any School-sponsored social or fundraising events where alcohol is served. Employees are not allowed to drive a School vehicle to or from a School-sponsored social or fundraising event where alcohol is served, unless the employee does not drink any alcohol at the event.

Prescribed and/or Over-The-Counter Drugs

Employees are permitted to consume prescription drugs as prescribed, or over-the-counter medication according to the package's directions, provided this consumption does not affect their safety, co-workers or members of the public, the employee’s job performance, or the safe or efficient operation of YULA High School. Any employee who is using prescription or over-the-counter drugs that may impair the employee’s ability to safely perform the job, or affect the safety or well-being of others, must notify a supervisor of such use immediately and before starting or resuming work.

Testing of Employees

YULA High School reserves the right to conduct a drug or alcohol test where there is a reasonable suspicion that an employee has reported to work under the influence of alcohol or drugs.

Reasonable suspicion of illegal drugs (including marijuana), controlled substances (including non- prescribed drugs) or alcohol use on the job may be based on appropriate factors, including, but not limited to: absenteeism and other attendance problems, poor work performance, the finding of illegal drugs (including marijuana), or alcohol on the work premises, or erratic behavior on the job.

Where there is reasonable suspicion of illegal drugs (including marijuana), controlled substance or alcohol use which adversely impacts an employee’s performance or behavior on the job (or off the job if such use adversely affects an employee’s job performance, safety, or health) YULA High School will require the employee to undergo testing for controlled substances or alcohol use, and to consent to have the results of the test released to YULA High School. Employees who are required to submit to drug screening must undergo the testing within 24 hours of the time reasonable suspicion was noticed. The test will be conducted at YULA High School’s expense and in accordance with California law. The results of testing will be treated as confidential and will only be released to the Head of School.

Employees who are required to submit to a drug screening will be asked to sign a consent release form authorizing the clinic to conduct the test and submit the results to YULA High School. Employees who refuse to sign a consent release form or who test positive as having alcohol or prohibited substances in their system may be disciplined up to and including termination.

Searches

In keeping with YULA High School’s commitment to a drug and alcohol-free workplace, YULA High School reserves the right to search an employee’s work area, including but not limited to, an employee’s desk, locker, and workstation, where applicable, when it believes in good faith that an employee may be under the influence or in possession of alcohol, or illegal/unauthorized drugs or controlled substances

3.15 OFF-DUTY USE OF THE SCHOOL’S FACILITIES OR PROPERTY

Employees are prohibited from entering the facilities of YULA High School or remaining on the premises while not on duty or scheduled for work unless access for specific work related purposes has been authorized by a supervisor Employees are also prohibited from using YULA High School’s facilities, property or equipment for personal use.

3.16 EMPLOYEE/STUDENT BOUNDARIES

YULA High School employees are expected and required to maintain professional relationships with students whether on campus or away from campus. This Policy is also equally applicable to volunteers and interns that work with students at YULA High School.

Some activities may seem innocent from an employee’s perspective, but may be perceived as flirtatious, sexually suggestive, or otherwise inappropriate, from a student’s or parent’s perspective. In maintaining professional boundaries, employees must consider how their actions and words may be perceived by others, and must take care to avoid intimidation, abuse of authority, excessive attention, and any other conduct that is not an appropriate employee/student interaction or could be perceived as such.

This Policy is not intended to restrict positive and supportive relationships between employees and students, which are appropriate in an educational environment. This Policy is intended to restrict and prevent employee/student interactions that could lead to, or may be perceived as, as flirtatious, sexually suggestive, or otherwise inappropriate.

The below are protocols and requirements employees must follow regarding maintaining appropriate boundaries with students These protocols and requirements are not an exhaustive list of prohibited employee conduct, but rather a general framework for describing inappropriate employee conduct that is prohibited. YULA High School may discipline employees for any conduct that YULA High School determines is not in keeping with YULA High School’s expectations for appropriate employee/student interactions.

• Employees must avoid creating excessive emotional attachments beyond the healthy employee/student relationship and are prohibited from establishing personal relationships with students that are unprofessional and thereby inappropriate. Examples of unprofessional relationships include, but are not limited to: employees fraternizing or communicating with students as if employees and students were peers such as writing personal letters or e-mails; communicating with students outside of School on topics unrelated to homework, class work; or other school related activities, sending inappropriate pictures to students; discussing or revealing to students personal matters about their private lives or inviting students to do the same (other than professional counseling by a School counselor); and engaging in sexualized dialogue.

• Employees must use sound judgment as to how much information they share with students about their own personal life, not share information for their own personal emotional gratification, and must avoid sharing any information about romantic, sexual, or other types of private or sensitive information or other information that is inappropriate to share. Employees must, in turn, refrain from asking students about overly personal information.

• Employees are prohibited from any sexual or romantic interactions or relationships with students, and must avoid any flirtatious, sexual or romantic interactions with students or conduct which a student may reasonably perceive as flirtatious, sexual or romantic Dating and any other type of one-on-one social interaction between an employee and student are prohibited.

• Employee’s electronic communications with students must be for School related reasons only, through School authorized channels and consistent with Policy 4.6 on Social Media Guidelines and Policy 4.8 on Electronic Communications with Parents and Students, and must be professional in all respects.

• Employees are prohibited from making jokes, using slang, or suggestive comments or innuendo of a sexual or discriminatory nature in communicating with students (or at any other time at work).

• If a student shares confidential or other information that could pose a threat to the student or others, employees have an obligation to and must notify the employee’s supervisor or a School counselor and if applicable, make a report of suspected child abuse or neglect in keeping with YULA High School’s child abuse reporting policy and mandated reporting laws.

• Employees may not be under the influence of alcohol or drugs or consume alcohol or drugs at any Schoolsponsored activities where students are present. Employees are also prohibited from discussing any personal alcohol or drug use, whether past or current, with students.

• When meeting with a student one-on-one, employees must balance potential privacy concerns with appropriate professionalism and may not meet in locations that are closed off or not visible or accessible to others.

• Employees must act with transparency; any interaction with a student should be something an employee would feel comfortable saying or doing in front of that student’s parents, the Head of School, and the employee’s supervisor.

• Employees are prohibited from buying or giving personal gifts to individual students.

• Employees must notify their supervisor immediately if a student is or seems to be pushing the employee’s personal boundaries, attempting to establish an inappropriate relationship, or it appears another type of problem is beginning to emerge.

• Employees are prohibited from meeting with students off campus unless it is a pre-approved School activity or event that includes multiple students and other individuals. Employees are prohibited from otherwise meeting with students off campus unless an employees is meeting with students to plan School events or gatherings, the off-campus meeting is with multiple students, and the employee must first obtain the permission of a member of the YULA High School administration and the student’s parent or guardian.

Employees must understand their own responsibility for ensuring they do not cross the protocols and requirements established in this Policy Employees have an obligation to model, through both language and behavior, the values and expectations of YULA High School, and to strictly comply with this Policy. Disagreeing with the wording or intent of the established protocols and requirements does not alleviate employees from strictly complying with this Policy and will be considered irrelevant for disciplinary purposes. If an employee finds himself or herself in a difficult situation related to boundaries or has questions related to these protocols and requirements, the employee should consult the Head of School or the employee’s supervisor. If any employee becomes aware of another employee failing to adhere to this Policy, the employee must immediately report the matter to the Head of School.

3.17 POLICY ON DRIVING WITH STUDENTS

Employees are prohibited from driving students in their personal vehicles, either to and from School or to and from School activities, field trips, and events unless they receive prior written authorization from the Head of School or a School Principal, and the parents of that student and there is another student or adult in the vehicle.. This Policy does not prevent employees from driving their own children who attend YULA High School.

Likewise, employees are also prohibited from riding in students’ personal vehicles to and from school, or to and from school activities, field trips, and events or to school activities, unless they receive written authorization from the Head of School, and the parents of that student and there is another student or adult in the vehicle.

Any questions should be directed to the Head of School or a Principal. Failure to comply with this Policy may result in disciplinary consequences, including termination of employment.

3.18 EMPLOYEE RELATIONS PHILOSOPHY AND PROBLEM RESOLUTION

YULA High School is dedicated to promoting a positive work environment Our success is achieved through the efforts of a talented team. We believe in fostering an environment where employees are rewarded and recognized for their contributions and achievements. We are committed to striving to maintain good working conditions, competitive wages and benefits, open, honest, two-way communications and employee engagement. If an employee has a problem, please tell us. We believe YULA High School is receptive to employee concerns and is always looking for ways to make YULA High School an even better place to work.

IF EMPLOYEES HAVE A PROBLEM

If there is something about the job that is bothering any employee, YULA High School would like employees to get it out in the open and discuss it. We cannot answer employee’s questions or attempt to solve problems unless employees tell us what it is the School can do. YULA High School’s problem solving procedure offers all employees the freedom to discuss anything they wish with their Supervisors YULA High School encourages employees to discuss matters directly with management who will always have an “Open Door” to hear employees’ concerns. If employees have a problem, it can usually be resolved by bringing it to the attention of one or more of the following:

1. Supervisor/Manager

2. School Administrator

3. Head of School

3.20 WHISTLEBLOWING POLICY

In keeping with its educational and social philosophies, YULA High School expects its employees and representatives to practice honesty and integrity in fulfilling their responsibilities to the School and to comply with all applicable laws and regulations.

Should any employee reasonably believe that some policy, practice, or activity of YULA High School (or any action by any employee or representative of the School in the performance of his or her responsibilities) is in violation of a law, rule, regulation, violation of a YULA High School policy or other serious misconduct, the employee must report such violation to the Head of School. Examples of conduct by employees that must be reported to the Head of School pursuant to this Policy include, but are not limited to:

• Forgery or alteration of documents

• Unauthorized access, alteration, or manipulation of computer files

• Fraudulent financial reporting

• Submitting false claims for payments or reimbursement

• Pursuit of a benefit or advantage in violation of the School’s conflict of interest policy

• Misappropriation or misuse of School resources, such as funds, supplies or other assets

• Authorizing or receiving compensation for goods not received or services not performed

• Authorizing or receiving compensation for hours not worked

In the event the report concerns the Head of School, the employee should contact the Board President. An employee who files a knowingly false report of wrongdoing will be subject to discipline, up to and including termination and/or appropriate legal action.

Violations or suspected violations may be submitted in writing or orally on a confidential basis. The identity of the employee reporting a violation or suspected violation will be kept confidential to the extent possible. However, the identity of the employee may have to be disclosed to conduct a thorough investigation, to comply with the law, and/or in connection with disciplinary action, administrative proceedings, or legal action related to violations or suspected violations reported

The Finance Committee of the Board of Directors (or, if in existence, the Audit Committee) is responsible for investigating, or appointing an outside investigator to investigate, all internal complaints and allegations of financial or accounting impropriety made under this Policy. All other complaints made under this Policy will be investigated by the Head of School or his or her designee, unless such complaint involves the Head of School, in which case the investigation will be conducted by the Board President or an outside investigator.

YULA High School will not retaliate against any employee who, in good faith, raises a complaint, discloses, or threatens to disclose truthful information regarding some practice, policy, or activity of YULA High School or one of its employees or representatives that the employee reasonably believes violates a law, rule, or regulation to: 1) the Head of School, 2) Board of Directors, or 3) a law enforcement officer or entity. YULA High

YULA High School will also not retaliate against any employee who participates in an investigation relating to some practice, policy, or activity of YULA High School, or one of its employees or representatives, that is or is suspected to be in violation of a law, rule, or regulation.

Any employee who believes he or she is being subject to retaliation as a result of whistleblowing activities described above must contact the Head of School immediately. In the event the report of retaliation concerns the Head of School, the employee must contact the Board President immediately

Anyone found to have engaged in conduct in violation of this Policy is subject to disciplinary action up to and including termination and may also be subject to civil and/or criminal prosecution.

3.21 REIMBURSEMENT POLICY WHEN TRAVELING

Any travel in a personal vehicle for school-related business or activities must be preapproved by your Division Head. Preapproved mileage incurred for school-related business or activities will be reimbursed at the Federal rate per mile.

Employees who attend overnight conferences/trips may be reimbursed for a preapproved reasonable amount for meals (breakfast, lunch, and dinner). The amount for meals must be preapproved in writing by your Division Head for each overnight conference/trip taken.

In order that expenses are recorded on a timely basis, YULA High School encourages that reimbursable business expenses be submitted to the financial department within 14 days after the expense is incurred.

3.22 REIMBURSEMENT POLICY

Reimbursements are submitted to the business office. Please complete the form with all information as well as an uploaded copy of your receipt. Your supervisor must approve your transaction before it is submitted to the financial office. All reimbursements should be submitted within 14 days of your expenditure.

4. TECHNOLOGY POLICIES

4.1 ELECTRONIC COMMUNICATION POLICY

Employees at YULA High School have access to and use many technology resources. YULA High School’s technology resources include various forms of electronic communication including, but not limited to computers, laptops, other handheld devices, iPads, e-mail, cell phones, voicemail, faxes, telephones, and Internet and Subscription Services. Employees must understand and accept the responsibilities, and comply with the policies and terms involved in the use of the technology resources that are provided and facilitated by the School and communications within the School community on other technology resources, including devices and services, not owned or provided by the School.

These policies and procedures must be adhered to by every employee, and apply not only to YULA High School’s devices and other technology resources on and off campus, but also apply to privately-owned devices and other private resources, used while on our School campus, while performing job duties, or while otherwise communicating with members of the YLUA School community.

YULA High School fully expects and requires that all members of the School community will use the computer systems and other technology resources in a responsible, appropriate, and legal manner. Violating the letter or spirit of the policies and procedures may be cause to deny a user access to the YULA High School computer systems and other technology resources, and/or may result in more serious disciplinary actions

The following rules apply to employees generally in their use of YULA High School’s technology resources or communications and on privately-owned devices used while on our School campus, while performing job duties, or while otherwise communicating with members of the YLUA School community:

1. General Communication Guidelines. Employees are expected to represent themselves, as well as YULA High School through appropriate, respectful communication at all times. YULA High School’s standards of professional conduct, as well as Torah and Halacha serve as a guide for YULA High School’s expectations of our employees in all communications, including electronic communications.

2. Business Use. YULA High School’s technology resources are provided for school-related purposes only. Acceptable uses of such technological resources are limited to responsible, efficient and legal activities that support learning and teaching. Use of YULA High School’s technology resources for commercial gain, profit, amusement or entertainment is prohibited. Use of School’s e-mail during working time is restricted to School’s business. “Working time” includes the working time of both the employee sending and the employee receiving the e-mail. It does not include off-duty periods, such as breaks and meal times. Only minimal or incidental use is permitted

3. School Policies Apply. Technology resources may not be used in any manner that would be discriminatory, harassing, or obscene, or for any other purpose that is illegal or against any of YULA High School’s policies. If

an employee misuses technology resources and engages in defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions, or for any other purpose that is illegal or against any of YULA High School’s policies, that employee will be subject to discipline, up to and including termination.

4. Installing Software. Employees may not install personal software on YULA High School’s computer system or other technology resources. Employees may not install or use anonymous e-mail transmission programs or encryption of e-mail communications, except if expressly authorized in advance by the Head of School.

5. Applications and Data Storage. Applications and data stored within the Schools’ computer system or other technology resources should be limited to those relating to official school courses or activities. Games, commercial software, or graphic files that are not for an official School course or activity should not be stored on the School network or equipment. Any material found that conflicts with this policy, is subject to immediate deletion without notice, and disciplinary action may be taken.

6. Passwords. Personal passwords may be used for purposes of security, but the use of a personal password does not affect YULA High School’s ownership of the electronic information, communications and technology resources. YULA High School will override all personal passwords if needed and as determined in its sole discretion.

7. No Expectation of Privacy. All electronic information, communications created or received by an employee, or otherwise exchanged with an employee, using any means of electronic communication or other technology resources, is the property of YULA High School and remains the property of YULA High School. YULA High School personnel shall monitor activities of individuals who utilize school-owned computers, networks or other technology resources while on or off campus. Communications relating to or in support of illegal activities will be reported to the appropriate authorities. Information in electronic messages is not anonymous and is subject to disclosure to third parties under state and/or federal law in certain circumstances. Employees should have no expectation of privacy in the electronic information, communications and data, created or maintained on YULA High School’s electronic equipment and other technology resources. The existence of passwords "message delete" and browser “history delete” functions do not restrict or eliminate YULA High School's ability or right to access electronic information, communications or data. Additionally, YULA High School may be required to produce information transmitted or stored on its electronic communications or other technology resources pursuant to a court order, subpoena, or as otherwise required by law. YULA High School may review the contents of Schoolissued devices and accounts at any time, including School issued e-mail or other communication systems or technology resources, files on the hard drive, and School-issued cloud space.

8. Accessing Communications of Others. Employees are not permitted to access the electronic communications or other technology resources of other employees or third parties that are not sent to the employee unless expressly authorized to do so by School administration. Employees may not read, alter, change, block, execute or delete files or communications belonging to another user without appropriate authorization or the owner’s express prior permission.

9. Confidential Information. If employees use devices on which information may be received and/or stored, including but not limited to cell phones, cordless phones, portable computers, fax machines, and voice mail communications, employees are required to use these methods in strict compliance with the confidential communication policy established by YULA High School.

10. Unauthorized Access. Employees are prohibited from engaging in unauthorized or unlawful activities, such as “hacking” or using the computer network to gain or attempt to gain unauthorized or unlawful access to other computers, computer systems or accounts.

11. Data Back-Up. YULA High School is not responsible for the loss of any data. YULA High School can help employees setup a backup system and provide guidance, but it is the responsibility of the employee to

complete this and YULA High School' High School is not responsible for any data loss or retention. It is the employee’s responsibility to ensure that work is not lost due to mechanical failure or accidental deletion. Device malfunctions are not an acceptable excuse for not submitting work; therefore, employees should backup all work. YULA High School IT Department is not responsible for the loss of any data resulting from necessary computer maintenance, repairs or technician work.

Access to online content and services via the School’s network may be restricted in accordance with our policies and federal regulations. YULA High School provides filtered Internet access. Users should be aware that, although filtered, the potential exists, as it does with all Internet use, for users to access material that may contain content that is illegal, inaccurate, or potentially offensive to employees, parents, employees or others. Even with filtering software it is not possible to absolutely restrict access (accidental or otherwise) to all such material. It is each employee’s responsibility to adhere to the school-wide policy and the general usage rules set forth in this document. Employees may request to block or unblock a network resource, and requests will be reviewed by the School administration. YULA High School reserves the right to deny access to any network or Internet resource at any time.

Violation of this Policy may result in discipline, up to and including termination. Employees are expected to immediately report any misuse or abuse of YULA High School’s technology resources to their supervisor or the Head of School. Questions about access to Technology resources or issues relating to security should be addressed to the employee’s supervisor or the Head of School.

At the time of termination, employees will not be allowed to remove or copy any School’s files or documents from the computer system or other technology resources

4.2 SCHOOL ISSUED LAPTOPS

Full time faculty are provided an Apple MacBook laptop computer. The computers and chargers are the property of YULA High School and are on loan to the employee while employed at YULA High School. The Electronics Communications Policy set forth in Section 4.1, above, is applicable to use of School issued laptop computers. In addition, the following rules apply to use of School issues computers:

1. No Expectation of Privacy. As is set forth above, YULA High School reserves the right to collect and/or inspect the computer at any time. Ownership and control of the laptop will remain with YULA High School, even though the employee has possession of the device at the School or elsewhere.

2. Termination of Employment. Departing employees must return their computer upon termination of employment and no later than the final day of their employment. Additionally, departing employees should expect their network credentials, email addresses, storage and all other technological resources to be disabled, deleted or deactivated upon their departure. No further access or support will be provided after departure.

3. Proper Care of Equipment. Proper care of the computer is expected at all times. Employees are not to decorate, engrave, mark up, or otherwise alter the physical features of any equipment. When employees are carrying their laptop or moving their laptop from one location to another, they are required to have it covered in a hard plastic cover or a padded carrying case.

4. Technical Support. Any issue affecting the usability of the laptop should be promptly reported to the Director of Technology or the employee’s supervisor If a repair is needed, YULA High School has a limited supply of loaner equipment available, but availability is not guaranteed. Any employee accepting a loaner accepts full responsibility for the equipment with the same rights and responsibilities as any other YULA High School provided technology and equipment. Due to the busy nature of the IT support environment, immediate assistance is not guaranteed, and employees may be required to set an appointment or return at a later time.

5. Equipment Damage and Loss. All laptop computers, chargers and other computer equipment provided to employees is on loan, and as such, employees are responsible for their care and safekeeping. If damage occurs to the equipment which is not covered by warranty, a repair must be arranged for and completed in a timely manner by the employee. YULA High School provides no warranty or repair service. Each computer and charger is covered for three (3) years from date of purchase under the AppleCare warranty program, and employees are responsible for the care and repair of their assigned computer and charger. The AppleCare warranty does not cover accidental damage or loss, broken chargers, lost or broken cables, water damage, negligence and similar determinations Employees are required to notify the Director of Technology or their supervisor of any additional costs or liabilities beyond what is covered by the AppleCare warranty and must do so before any charges are incurred and any charges must be approved in advance. If a loss or theft occurs, it is the responsibility of the employee to promptly file a police report and provide a copy to YULA High School

4.3 TELEPHONE CALLS

It is important to keep YULA High School’s telephone lines available for business purposes. Therefore, use of the telephone for personal reasons should only occur when necessary YULA High School has access to voicemail systems on School phones, and employees have no reasonable expectation of privacy in the use of such systems. Moreover, School employees should not make personal calls on their cell phones during working time and should wait until their break time to make such calls.

4.4 PERSONAL MOBILE AND ELECTRONIC DEVICES

YULA High School recognizes that cell phones and other personal communication devices have become valuable tools in managing our professional and personal lives. However, workplace use of these devices can raise a number of issues involving safety, security, and privacy.

YULA High School has adopted the following rules regarding the use of personal communication devices in the workplace during working hours:

• Employees should refrain from the use of any form of personal electronic communication during normal work hours, and only engage in personal electronic use during lunch breaks and other rest periods. This includes the use of personal communication devices (including cell phones) for personal business (including personal phone conversations and text messages, personal e-mails, and Internet use for personal reasons). Minimal or incidental use is permitted (e.g., a child confirming safe arrival at home after school).

• Employees should be courteous of their coworkers and keep ring tones and alerts on vibrate or silent while at work.

• Phone calls made during an employee’s lunch break or rest period should be made away from the employee’s desk or workstation to not disturb coworkers.

When teaching a class or attending a meeting with students, parents, or coworkers, employees should turn off or silence their cell phones and other personal communication devices. If employees have turned off the ringer but still detect an incoming call that the employee must take, please move immediately to a location that will not be disruptive to others. Unless an emergency occurs, personal calls should not be of any significant duration. Employees may be disciplined for violating these rules.

4.5

The Schoology Learning portal is a powerful, easy-to-use, secure communication tool connecting teachers, parents and employees. Using the Schoology employee information system, employees and parents have up-to-date, online access to class grades and homework. This makes it easier for parents, teachers and employees to accurately monitor, identify and accelerate employee progress.

While Schoology tracks progress during the semester, final grades are stored and notified via the My Backpack system, at the end of each semester. Additionally, academic progress reports are sent quarterly via email to parents and employees.

Teachers must publish all grades for assignments, quizzes and tests in the Schoology gradebook within seven (7) days of the due date. Additionally, teachers must publish the subtotals for each student at all times.

Training and setup of these systems is provided to incoming employees and parents at the beginning of each school year. It is the employee’s responsibility to monitor these platforms for requests from parents and students.

4.6 SOCIAL MEDIA GUIDELINES

This Policy applies to all employees, including all faculty and staff of YULA High School in their use of the Internet, social media and electronic communications, regardless of whether the use is through devices and resources of the School or by any other means. YULA High School is a private institution committed to the education, betterment and safety of its pupils, who are minors, and also committed to establishing effective and satisfying working relationships among members of its community. This Policy is designed to help YULA High School carry out these commitments.

The following particular rules apply to employees:

1. Adhere to School Policies and Regulations: To the extent employees Internet, social media and electronic communications use affects or could affect or otherwise relates to YULA High School or YULA High School employees, students or School families, or their participation in the YULA High School community through work, education or otherwise, employees are required to follow School policies and rules. These policies and rules include, but are not limited to, those that protect individual privacy rights, and those that prohibit harassment, discrimination or retaliation, or workplace violence. If employees use of the Internet, social media or electronic communications adversely affects their job performance, the performance of co-workers, or members of the public served by YULA High School, such as students and School families, or if employees use is inconsistent with YULA High School’s vision, mission, pillars, and policies and expectations as expressed in the Employee Handbook, then YULA High School may take disciplinary action against the employee up to and including termination.

2. Adhere to the Religious Tenets of YULA High School: To the extent employees Internet, social media and electronic communications use affects or could affect or otherwise relates to YULA High School employees, students or YULA High School families, or their participation in the YULA High School community through work, education or otherwise, employees are required to follow the religious tenets of YULA High School. YULA High School’s mission is to introduce students to its religious principles and provide a secure grounding in them, to help prepare them for adult life in which our religion can play a substantial part. If employees of YULA High School fail to follow its precepts outside through conduct on the Internet, social media or through other electronic communications, this harms YULA High School, and accordingly can lead to discipline of the employee.

3. Do Not Engage in Unlawful Conduct, Including Threats: Do not post statements, photographs, video, or audio that reasonably could be viewed as violating the law, such as by constituting unlawful, threatening conduct. Examples of unlawful, threatening conduct include posting material that would make a reasonable person afraid for his or her safety or the safety of his or her family.

4. Do Not Make Inaccurate or Defamatory Statements: Employees must never post any information or rumors the employees knows, should know, or believes to be false about their co-workers, students or School

families. Strive for accuracy in any communication, be it a blog entry, post or comment. Employees can include a link to their sources of information. If an employee makes a mistake, correct the information, or retract it promptly.

5. Do Not Infringe Others’ Rights or Privacy: Employee must not disclose information that may violate student, School family member or employee rights. For example, employees must not disclose another individual’s social security number, or confidential medical or financial information. In addition, employees must not disclose pupil records or any other confidential student information. For safety reasons, employees are prohibited from posting on-line any photos of the School’s students or members of School families (employees who have children at the School, however, can post their own family photos).

6. Do Not Disclose Confidential Information: YULA High School also has its own confidential business and operational information, such as certain financial information, donor information, marketing data, confidential plans for optimizing its position in the marketplace, and other similar types of information. Communicating confidential School information to unauthorized individuals within or outside of YULA High School is prohibited. If there is any question about whether information is confidential or protected, employees must ask the Head of School.

7. Make Clear When You Are Not Speaking for the School: If employees publish a blog entry or post on-line content related to their work or subjects associated with YULA High School, employees must make it clear that they are not speaking on behalf of YULA High School. It is best to include a disclaimer such as, “The postings on this site are my own and do not necessarily reflect the views of YULA High School.” Employees must respect the intellectual property rights of YULA High School, and must not make improper use of YULA High School’s logo, trademarks, official photographs, or any other of the School’s proprietary materials.

8. Do Not Use Social Media at Work: Employees must not use working hours when the employee is not on a meal or rest break for their personal social media use. Employees must not use their YULA High School email addresses to register on social networks, blogs or other online tools utilized for their personal use.

9. Do Not “Friend” Or Interact with Students Through Social Media Outside the School: YULA High School employees, including faculty members, are prohibited from communicating or interacting with School students or their parents via Social Networking Sites, other than as authorized and through the official School sites. This restriction applies to former students and their parents as well, until the former student reaches the age of 18. (This does not apply to employees who are also parents at the School as to their interactions on social media with their own children or other parents in that capacity.) YULA High School employees may not initiate or accept social media friends or contact requests from current students (of any age) or former students under the age of 18

10. Conduct School Business Only Through School Electronic Resources: Employees must use YULA High School resources when conducting School business, absent prior authorization from the Head of School Employees must not use personal email addresses, texts from personally owned devices, individual WhatsApp or other social media platforms and accounts, or other personal and non-school resources to conduct School business, except if communicating on a personal and non-school resource is necessary due to an emergency or other urgent situation, in which case, the employee must copy one of the School’s Principals or the Head of School on the communication and the employee must promptly follow-up in writing with the individual copied on the communication to notify that individual they were copied in compliance with this policy, as the communication was sent using a personal and non-school resource

11. For Media Contacts, Do Not Interfere with YULA High School’s Official Response: YULA High School strives to anticipate and manage crisis situations in order to reduce disruption to our employees, maintain our reputation, and avoid disruption for the students and families who are part of our community. To best serve these objectives, YULA High School will respond to the news media only through its designated spokesperson. Employees are not authorized to comment for YULA High School and should direct inquiries regarding YULA High School’s particular position on a matter to the Head of School.

Finally, if employees would like to keep their personal life separate from your professional or work life, use privacy settings to restrict personal information on public sites. Employees should consider whom to invite or accept to join their social network, as those individuals will have access to the employee’s profile, photographs, etc. Understand that even if an employee has private settings, those employees invite into a network can easily, print, save, cut, paste, modify, or publish anything posted. Material can be archived on the Internet even after it is removed.

4.8

ELECTRONIC COMMUNICATION WITH PARENTS AND STUDENTS

1. General Guidelines. Employees are expected to represent themselves, as well as YULA High School through appropriate, respectful communication at all times. YULA High School’s standards of professional conduct, as well as Torah and Halacha serve as a guide for YULA High School’s expectations of our employees in all of their communications with parents and students.

2. Schoology Learning Management System, Email and Other Accounts. Employees must use YULA High School resources when communicating with students, except that employees may also use WhatsApp to communicate with a group of students (e.g., a group of students in a specified class, sports team, club, committee or other organized school group). Employees may not use WhatsApp to communicate with an individual student. The primary forms of school resources employees use when communicating with students are through YULA High School official email accounts, the Schoology Learning Management System, and google group chat associated with their YULA account and YULA email. Communications are sent through these platforms on a daily basis and it is the employees’ responsibility to monitor emails and communications through these platforms and ensure communications are being received and read. During the school year, employees should typically reply within 24 hours for communications received Monday-Thursday and within 72 hours on weekends. When School is closed for an extended period of time, such as holidays, employees should respond to communications within 24 hours after school resumes.

Employees must not use personal email addresses, texts from personally owned devices, other social media platforms and accounts, (except that employees may communicate on WhatsApp with a group of students, but not an individual student, as set forth above) or other personal and non-school resources when communicating with students, except if communicating on a personal and non-school resource is necessary due to an emergency or other urgent situation, in which case, the employee must copy one of the School’s Principals or the Head of School on the communication and the employee must promptly follow-up in writing with the individual copied on the communication to notify that individual they were copied in compliance with this policy, as the communication was sent using a personal and non-school resource.

3. No “Friending” Students. Employees may not initiate or accept a social media or contact request from current students or from former students under the age of 18.

4. Resolving Questions or Concerns. If students or parents have a question or concern about any academic matter, the first step is to speak directly with the Teacher. It is not usually possible to give proper and respectful consideration in the time directly before or directly after class and students and parents should not pressure teachers to discuss questions or concerns during these times. Students and parents should let the teacher know they have a question or concern and ask to arrange a time to discuss it Parents may request individual conferences with teachers to discuss their child’s progress or challenges, and for other issues related to education. Teachers may arrange individual conferences with parents when academic and/or social concerns arise. Teachers and parents are responsible for working together to schedule a conference or meeting. Typically, students or parents should address, discuss, and attempt to work out any academic matters prior to any request to address these academic matters with the School administration

5. SAFETY POLICIES

5.1 SECURITY

The following security considerations are offered to help maintain a secure work place. Employees should be aware of persons loitering for no apparent reason (e.g., in parking areas, walkways, entrances/exits and service areas). Employees must report any suspicious persons or activities to the supervisor on duty or appropriate law enforcement agency. Employees should secure their classroom/workstation at the end of the day or when called away from the work area for an extended length of time and they should not leave valuable and/or personal articles in or around the classroom/workstation that may be accessible. Classroom doors should remain locked once class has been dismissed; no students should be left in a classroom unsupervised.

5.2 HEALTH AND SAFETY

Employees are responsible for their own safety, as well as that of others in the workplace. To help us maintain a safe workplace, everyone must be safety-conscious at all times. Employees must report all work-related injuries or illnesses immediately to their supervisor or to the School Administrator In compliance with California law, and to promote the concept of a safe workplace, YULA High School maintains an Injury and Illness Prevention Program. The Injury and Illness Prevention Program is available for employees review in the main office. Failure to follow safety policies and procedures may result in disciplinary action up to and including termination.

In compliance with Proposition 65, YULA High School will inform employees of any known exposure to a chemical known to cause cancer or reproductive toxicity.

5.3 DRIVER SAFETY

YULA High School is committed to making certain that employees who drive on YULA High School business do not place YULA High School, other employees, or the general public at risk. When conducting YULA High School business, employees using their own vehicles, YULA High School vehicles, and/or rental cars, if applicable, must comply and adhere to the state’s motor vehicle laws while operating the vehicle on YULA High School time.

Employees are not permitted to use cellular phones, laptops, send or read text messages, or any other device that might cause a distraction while operating a vehicle. Employees are required to pull over and be at a complete stop to make or return calls and/or messages. Employees should also use safety belts and adhere to all posted speed limits and signs.

Additionally, if it is determined that employee has failed to follow YULA High School policies and/or violated state motor vehicle laws, they may be subject to disciplinary action up to and including termination.

5.4 NON-SMOKING POLICY

YULA High School is a smoke-free environment which prohibits the use of tobacco products including, but not limited to cigarettes, e-cigarettes, vaping, cigars, pipes, and smokeless tobacco. In order to provide a healthful working environment for every employee, smoking (including vaping) is prohibited on the School’s property. Employees who do not observe this “No Smoking” Policy may be subject to disciplinary action up to and including termination of employment.

5.5 VIOLENCE IN THE WORKPLACE

YULA High School prohibits workplace violence.

Examples of workplace violence, which are prohibited, include but are not limited to, the following:

• All threats or acts of violence occurring on YULA High School premises, regardless of the relationship between the School and the parties involved in the incident;

• All threats or acts of violence occurring off YULA High School premises involving someone who is acting in the capacity of a representative of YULA High School;

• All threats or acts of violence occurring off YULA High School premises involving an employee if the threats or acts affect the legitimate interests of YULA High School.

Specific examples of conduct, which may be considered threats or acts of violence include, but are not limited to, the following:

• Hitting or shoving an individual;

• Threatening an individual or his or her family, friends, associates or property with harm;

• The intentional destruction or threat of destruction of School’s property;

• Harassing or threatening phone calls;

• Harassing surveillance or stalking;

• The suggestion or intimation that violence is appropriate;

• Unauthorized possession or inappropriate use of firearms or weapons.

YULA High School prohibition against threats and acts of violence applies to all persons involved in YULA High School’s operation, including but not limited to personnel, contract, temporary workers, students, parents, and anyone else on the School’s property. Violations of this Policy by any individual on YULA High School’s property, by any individual acting as a representative of YULA High School while on School property, or by any individual acting off of YULA High School property when his or her actions affect YULA High School’s business interests will lead to disciplinary action (up to and including termination) and/or legal action as appropriate. No provision of this Policy shall alter the at-will nature of the employment relationship.

Every employee and every person on YULA High School’s property should report incidents of threats or acts of physical violence of which he or she is aware. The report should be made to YULA High School Administrator, the reporting individual's immediate Supervisor, or Head of School if the immediate supervisor is not available. Nothing in this Policy alters any other reporting obligation established in YULA High School’s policies or in state, federal, or other applicable laws.

If there is an immediate threat to you or another employee’s health and/or safety call 911 immediately.

5.6 HOUSEKEEPING

Employees are expected to keep their work areas clean and organized. People using common areas such as lunchrooms, locker rooms, and restrooms are expected to keep them sanitary. Please clean up after meals and dispose of trash properly.

5.7 PARKING

Convenient parking may be limited and employees may be restricted to parking in areas designated by their supervisor. YULA High School is not responsible for damage to employee’s car while on the School’s property or in provided parking lots.

5.8 EMPLOYER PROPERTY

Lockers, workstations, vehicles and other property must be maintained according to YULA High School’s rules and regulations. YULA High School’s property must be kept clean and used only for work-related purposes. Employees should remember that YULA High School property remains the sole property of YULA High School.

Employees have no reasonable expectation of privacy in their lockers, workstations, or YULA High School owned vehicles. YULA High School reserves the right to inspect all the School’s property to ensure compliance with its rules and regulations. Such an inspection can occur at any time, with or without advance notice or consent. An inspection may be conducted before, during, or after working hours by any Supervisor, Manager or Security Personnel designated by YULA High School.

Prohibited materials, including weapons, explosives, alcohol and non-prescribed drugs or medications, may not be brought onto YULA High School’s premises. Perishable items also should not be stored in desks or left for prolonged periods of time. If requested and employees fail to cooperate in any inspection, they will be subject to disciplinary action, including possible suspension or discharge. YULA High School is not responsible for any articles that are placed or left in a desk that are lost, stolen, damaged or destroyed. Prior authorization must be obtained before any of YULA High School’s property may be removed from the premises.

5.9 COMMUNICABLE DISEASES

Employees have a right to privacy in their medical information and may choose, at their discretion, whether or not to disclose their medical information to other employees. YULA High School has a concurrent right and obligation under federal and state law to protect the health, safety and medical information of all of its employees. Some infectious diseases, e.g., COVID-19, chicken pox, measles, and the flu are highly infectious through casual contact. Some highly infectious diseases may also be particularly dangerous to other members of our community (e.g., pregnant mothers, people with immune disorders, or children). Because of this, employees who may have been exposed to a highly infectious disease must inform YULA High School immediately and may not work as long as they are contagious. YULA High School will keep this information confidential. YULA High School may require an employee who contracts a highly infectious disease to obtain a doctor’s certificate before returning to work

5.10 REPORTING OF SUSPECTED CHILD ABUSE AND NEGLECT

The Child Abuse and Neglect Reporting Act (“CANRA” or the “Act”) (Pen. Code §§ 11164 – 11174.3) requires certain professionals who have a special working relationship with children to report reasonably suspected abuse or neglect to the proper authorities. All employees at YULA High School must sign an acknowledgment that they have read and understand Penal Code section 11166 regarding the reporting of suspected child abuse and neglect. YULA High School requires all of its mandated reporters, including certain volunteers, to undergo training each year.

Definitions

“Designated Agencies” means any police department or sheriff’s department (not including a school district police or security department), the county probation department (if designated by the county to receive mandated reports), or the county welfare department. (Pen. Code §11165.9).

”Mandated reporters” include, but are not limited to, the following:

• A teacher.

• An instructional aide.

• A teacher’s aide or teacher’s assistant employed by a public or private school.

• An administrative officer or supervisor of child welfare and attendance, or a certificated pupil personnel employee of a public or private school.

• An administrator of a public or private day camp.

• An administrator or employee of a public or private youth center, youth recreation program or youth organization.

• An administrator or employee of a public or private organization whose duties require direct contact and supervision of children.

• A clergy member, as specified in subdivision (d) of Section 11166. As used in this article, “clergy member” means a priest, minister, rabbi, religious practitioner, or similar functionary of a church, temple or recognized denomination or organization.

• A licensee, an administrator or an employee of a licensed community care or child day care facility.

• An athletic coach, athletic administrator or athletic director employed by any public or private school that provides any combination of instruction for kindergarten, or grades 1 to 12, inclusive.

• A person who is an administrator or presenter of, or a counselor in, a child abuse prevention program in a public or private school.

“Reasonable Suspicion” means a suspicion of child abuse or neglect where “it is objectively reasonable for a person to entertain such a suspicion, based upon facts that could cause a reasonable person in a like position, drawing, when appropriate on his or her training and experience, to suspect child abuse or neglect.” (Penal Code § 11166(a)(1)). Reasonable suspicion does not require certainty. In other words, if an employee reasonably suspects child abuse or neglect, he or she must report.

Child abuse or neglect includes any of the following:

• Physical injury or death – inflicted by other than accidental means on a child (Pen. Code § 11165.6).

• Sexual abuse – sexual assault and sexual exploitation, including child pornography and child prostitution (Pen. Code § 11165.1).

• Severe or general neglect – must be reported if the perpetrator is a person responsible for the child’s welfare. It includes acts or omissions harming or threatening to harm the child’s health or welfare (Pen. Code § 11165.2).

• Unlawful corporal punishment or injury – means willfully inflicting any cruel or inhuman corporal punishment or injury resulting in a traumatic condition. (Pen. Code §11165.4).

• Willful harming or injuring of a child, or the endangering of the person or health of a child – which includes willfully causing or permitting any child to suffer, or inflict thereon, unjustifiable physical pain or mental suffering, or willfully causing or permitting the person or health of the child to be endangered. (Pen. Code § 11165.3).

Examples of sexual abuse and sexual activity, which must be reported, include, but are not limited to:

• Rape,

• Statutory rape where one party is under the age of 16 and the other is over the age 21,

• Group rape,

• Incest,

• Sodomy,

• Lewd act on a child,

• Penetration by a foreign object,

• Oral copulation,

• Child molestation.

Examples of sexual exploitation which must be reported include, but are not limited to:

• Preparing, selling or distributing matter depicting a minor engaged in obscene acts, including via the Internet or electronic device,

• Coercing a child to engage in prostitution or coercing parental consent for a child to engage in prostitution,

• Depicting a child in or creating, developing or trading photos of minors engaged in obscene sexual conduct.

Examples of neglect, which must be reported include, but are not limited to, malnutrition, lack of physical hygiene, inadequate clothing, or lack of medical care under circumstances indicating harm or threatened harm to the child’s health or welfare.

Responsibility for Reporting Child Abuse

Child abuse or neglect must be reported whenever a mandated reporter, in his or her professional capacity, or within the scope of his or her employment, has knowledge of or observes a child whom the mandated reporter knows or reasonably suspects has been the victim of child abuse or neglect. (Pen. Code § 11166(a)). Abuse and neglect do not only occur outside school. Any abuse by a School employee, independent contractor, volunteer, or student violates School rules and must be reported as well.

The mandated reporter has individual responsibility to report when he/she receives reliable information or has the initial contact with the child when a concern arises. If the individual confers with a superior and a decision is made that the superior file the report, one report is sufficient. However if the superior disagrees, the individual with the original suspicion must report. If the mandated reporter “suspects” child abuse, he/she must make a report without delay.

A mandated reporter who has knowledge of or who reasonably suspects that a child is suffering serious emotional damage or is at a substantial risk of suffering serious emotional damage, evidenced by states of being or behavior, including, but not limited to severe anxiety, depression, withdrawal, or untoward aggressive behavior toward self or others, may make a report to a designated agency. (Pen. Code § 11166.05).

If a child reports acts of abuse to a School employee, it is not the employee’s responsibility to determine whether the claim is true. It must be reported as instructed in this Policy and as required by law. As a matter of School policy, YULA High School also requires you to inform your supervisor or the Chief Operating Officer if you are aware of abuse, including abuse of a student by any employee or independent contractor, volunteer or student of YULA High School. You do not need to inform your supervisor or the member of the Administration that you have made a mandated report about the abuse.

Procedure

The mandated reporter reporting the abuse is responsible for filing the necessary reports.

A mandated reporter must make an initial report by telephone to a designated agency immediately (or as soon as practically possible). The mandated reporter may call the Child Abuse Hotline at 1-800-540-4000 to report the incident. Be ready to provide the following information:

• What type of abuse has occurred,

• Who or what caused the abuse,

• Whether the child is still in danger or is in need of medical care.

Within 36 hours of receiving the information regarding the incident, the mandated reporter must prepare a written report on a Suspected Child Abuse Report, Department of Justice form SS 8572 and send it by fax or electronic transmission. Los Angeles County has an online reporting system for non-urgent reports only. If you think the report may be non-urgent, access the online reporting system at https://reportChildAbuseLA.org and answer ten (10) simple yes-or-no questions to ensure the report is non-urgent.

If there is a child endangerment situation, the mandated reporter should consider calling the local police and doing so under appropriate circumstances.

Mandated reporters are not legally required to notify the parent or guardian of a suspected victim that they are making a report, and in some cases, should not do so. Because reporters are not investigators, they lack the information to determine the potential involvement of the parent/guardian in the suspected abuse or neglect.

Mandated reporters are required to give their names to the reporting agency. Non-mandated reporters may report anonymously. Child protective agencies are required to keep the mandated reporter’s name confidential, unless the mandated reporter consents to disclosure or a court order, the information be disclosed.

Mandated reporters have civil and criminal immunity when making a report. (Pen. Code §11172). No mandated reporter will be disciplined, dismissed, retaliated against, discriminated against, or harassed for making an authorized mandated report of reasonably suspected child abuse or neglect.

Mandated reporters may consult YULA High School counselor or an administrator if they question that the conditions they are observing constitute abuse, but the reporting obligation belongs to the individual who discovers the abuse or suspects abuse. Abuse must still be reported by telephone as quickly as possible.

Mental or emotional abuse that does not rise to the level of unjustifiable mental suffering may, rather than must, be reported.

Section 6

6. LEAVES OF ABSENCE

6.1 FAMILY MEDICAL LEAVE

YULA High School provides Family Care and Medical Leave in accordance with the California Family Rights Act (“CFRA”) and federal Family and Medical Leave Act of 1993 (“FMLA”) leave laws. Unless otherwise stated in this Policy, “Leave” means leave pursuant to the FMLA and CFRA. YULA High School will run each employee’s FMLA and CFRA leaves concurrently, except when it would be impermissible to do so under the law.

Employees who misuse or abuse family and medical care leave may be disciplined up to and including termination. Employees who fraudulently obtain or use leave under FMLA/CFRA are not protected by the statutes’ job restoration or maintenance of health benefits provisions.

Please see the YULA High Chief Operating Officer for more information.

A. Definitions

“12-Month Period” means a rolling 12-month period measured backward from the date leave is taken and continuous with each additional leave day taken.

“Single 12-month period” means a 12-month period that begins on the first day the eligible employee takes FMLA/CFRA leave to take care of a covered service member and ends 12 months after that date.

“Child” means the following:

a. Under the FMLA, “child” means a child under the age of 18, or 18 years of age or older who is incapable of self-care because of a mental or physical disability. An employee’s child is one for whom the employee has actual day-to-day responsibility for care and includes a biological, adopted, foster, or step-child. A child is “incapable of self-care” if he or she requires active assistance or supervision to provide daily self-care in three (3) or more of the activities of daily living or instrumental activities of daily living such as caring for, grooming and hygiene, bathing, dressing and eating, cooking, cleaning, shopping, taking public transportation, paying bills, maintaining a residence, using telephones and directories, etc.

b. Under the CFRA, “child” means a child, including a child who is 18 years of age or older, regardless of whether the child is capable of self-care. An employee's child means a biological, adopted, foster, step-child, legal ward, a child of a domestic partner, or a person to whom the employee stands in loco parentis (in place of a parent).

“Family member” for FMLA leave means an employee’s child, parent and spouse. “Family member” for CFRA leave means an employee’s child, parent, spouse, domestic partner, grandchild, grandparent, sibling, or designated person.

“Parent” means the biological, adoptive, step, or foster parent of an employee or an individual who stood in loco parentis (in place of a parent) to an employee when the employee was a child. Under the CFRA only, this term also includes parents-in-law. “Spouse” means one or two persons to a marriage, regardless of the sex of the persons, and for purposes of CFRA leave, includes a registered domestic partner as defined below.

“Domestic Partner,” is another adult with whom the employee has filed a Declaration of Domestic Partnership with the Secretary of State and who meets the criteria specified in California Family Code sections 297 and 299.2. A legal union formed in another state that is substantially equivalent to the California domestic partnership is also sufficient.

“Grandparent” means a parent of the employee’s parent.

“Grandchild” means a child of the employee’s child.

“Sibling” means a person related to the employee by blood, adoption or affinity through a common legal or biological parent.

“Designated Person” under the CFRA means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the leave. Employees are limited to one designated person per 12-month period for CFRA leave.

“Serious health condition” means an illness, injury impairment, or physical or mental condition that involves:

(1) Inpatient Care (i.e., an overnight stay) in a hospital, hospice or residential medical care facility, including any period of incapacity (i.e., inability to work or perform other regular daily activities due to the serious health condition, treatment involved or recovery therefrom), or any subsequent treatment in connection with such inpatient care; or

(2) Continuing treatment by a health care provider: A serious health condition involving continuing treatment by a health care provider includes any one or more of the following:

(a) A period of incapacity (i.e., inability to work or perform other regular daily activities) due to a serious health condition of more than three (3) consecutive calendar days, and any subsequent treatment or period of incapacity relating to the same condition, that also involves:

(i) Treatment two or more times within thirty (30) days of the first day of incapacity, unless extenuating circumstances exist, by a health care provider, a nurse or by a provider of health care services (e.g., a physical therapist) under orders of, or on referral by, a health care provider. The first in-person treatment visit must take place within seven (7) days of the first day of incapacity; or

(ii) Treatment by a health care provider on at least one (1) occasion that must take place within seven (7) days of the first day of incapacity and results in a regimen of continuing treatment under the supervision of the health care provider. This includes for example, a course of prescription medication or therapy requiring special equipment to resolve or alleviate the health condition. If the medication is over the counter, and can be initiated without a visit to a health care provider, it does not constitute a regimen of continuing treatment.

(b) Any period of incapacity due to pregnancy or for prenatal care. (Note that pregnancy is a “serious health condition” under the FMLA only, but not under the CFRA. Under California law, an employee disabled by pregnancy is entitled to pregnancy disability leave.)

(c) Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic serious health condition is one which:

(i) Requires periodic visits (defined as at least twice a year) for treatment by a health care provider, or by a nurse;

(ii) Continues over an extended period of time (including recurring episodes of a single underlying condition); and

(iii) May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy). Absences for such incapacity qualify for leave even if the absence lasts only one (1) day.

(d) A period of incapacity that is permanent or long term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.

(e) Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three (3) consecutive calendar days in the absence of medical intervention or treatment.

“Health Care Provider” means:

(1) A doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the State of California;

(2) Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by X-ray to exist) authorized to practice in California and performing within the scope of their practice as defined under California State law;

(3) Nurse practitioners and nurse-midwives, clinical social workers and physician assistants who are authorized to practice under California law and who are performing within the scope of their practice as defined under California law;

(4) Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, Massachusetts; and,

(5) Any health care provider from whom an employer or group health plan’s benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits.

“Covered active duty” means: (1) in the case of a member of a regular component of the Armed Forces, duty during deployment of the member with the Armed Forces to a foreign country; and (2) in the case of a member of the reserve component of the Armed Forces, duty during the deployment of members of the Armed Forces to a foreign country under a call or order to active duty under certain specified provisions.

“Covered Service member” means: (1) a current 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 [incurred in the line of duty on active duty]; or (2) a veteran who is undergoing medical treatment, recuperation or therapy, for a serious injury or illness and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of five (5) years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy.

B. Eligibility

An employee is eligible for leave if:

(1) The employee has been employed by the School for at least 12 months; and

(2) The employee has been employed by the School for at least 1,250 hours during the 12-month period immediately preceding the commencement of the leave; and

(3) If the employee is requesting FMLA leave, to be eligible the School must directly employ at least 50 full or part-time employees within a 75-mile radius for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year. The workweeks do not have to be consecutive. The phrase “current or preceding calendar year” refers to the calendar year in which the employee requests the leave or the calendar year preceding this request. This criteria is not required and does not apply in order for an employee to be eligible for CFRA leave.

C. Permissible Uses of Family Care and Medical Leave

Leave is only permitted for the reasons listed below.

(1) The birth of a child or to care for a newborn of an employee;

(2) The placement of a child with an employee in connection with the adoption or foster care of a child;

(3) Leave to care for a child, parent, spouse, or domestic partner who has a serious health condition;

(4) Leave because of a serious health condition that makes the employee unable to perform the functions of his or her position;

(5) Under the CFRA only, leave is permitted to care for a domestic partner, grandparent, grandchild, sibling, parent-in-law, and designated person who has a serious health condition. Leave for this purpose does not apply to FMLA leave and will not run concurrently with leave under the FMLA.

(6) Under the CFRA only, leave for a variety of "qualifying exigencies" arising out of the fact that an employee's domestic partner is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation. Leave for this purpose does not apply to FMLA leave and will not run concurrently with leave under the FMLA;

(7) Leave for a variety of “qualifying exigencies” arising out of the fact that an employee’s spouse, son, daughter, or parent is on covered active duty or been notified of an impending call or order to covered active duty in the Armed Forces. (This is an FMLA leave and not a CFRA leave). The FMLA provides for eight (8) general categories of “qualifying exigencies”: short-notice deployment, military events and related activities, childcare and school activities, financial and legal arrangements, counseling, rest and recuperation, postdeployment activities, additional activities, and parental care arrangements. (See 29 C.F.R. § 825.126(b)(1)(9) for further information).

(8) Leave to care for a spouse, son, daughter, parent, or “next of kin” who is a covered servicemember of the U.S. Armed Forces who has a serious injury or illness: incurred in the line of duty while on active military duty; or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces. This unpaid leave can run up to 26 weeks during a single 12-month period. (This is an FMLA leave and not a CFRA leave.) The first 12 weeks of this leave may run concurrently with the CFRA only if the family member that the employee is caring for has a serious health condition and is a family member covered under the CFRA.

D. Amount of Leave

Eligible employees are entitled to a total of 12 workweeks (or 26 weeks to care for a covered service member) of leave during any 12-month period. If FMLA leave qualifies as both military caregiver leave and care for a family member with a serious health condition, the leave will be designated as military caregiver leave first.

E. Effect of Holidays and School Closures, Including Summer Break

If a holiday observed by the School occurs within a week taken as FMLA or CFRA leave, the holiday has no effect on the amount of FMLA or CFRA leave taken and the entire week is still counted as a week of FMLA or CFRA leave. However, if the employee is using FMLA or CFRA leave in increments of less than one (1) week, the holiday will not count against the employee’s leave entitlement unless the employee was otherwise scheduled and expected to work during the holiday.

If for some reason the School’s activity has temporarily ceased and employees generally are not expected to report for work for one or more weeks (e.g., school closing for December break or summer break), the days that the School’s activities have ceased do not count against the employee’s FMLA or CFRA leave entitlement.

F. Minimum Duration of Leave

If leave is requested for the birth, adoption or foster care placement of a child of the employee, leave must be concluded within one (1) year of the birth or placement of the child. In addition, the basic minimum duration of such leave is two (2) weeks. However, an employee is entitled to leave for one of these purposes (e.g., bonding with a newborn) for less than two (2) weeks duration on any two occasions.

If leave is requested to care for a child, parent, spouse, domestic partner, grandparent, grandchild, sibling, designated person, or the employee himself or herself with a serious health condition, there is no minimum amount of leave that must be taken. However, compliance with the notice and medical certification provisions of this Policy is required.

G. Intermittent Leave or Leave on a Reduced Schedule

Under certain circumstances, leave may be taken intermittently or on a reduced leave schedule.

“Intermittent leave” is leave taken in separate blocks of time due to a single qualifying reason, rather than for one continuous period of time, and may include leave of periods from an hour or more to several weeks. “Reduced leave schedule” means a leave schedule that reduces the employee’s usual number of hours per workweek or workday, usually from full- to part-time.

Where leave is taken because of the birth or the placement of a child for adoption or foster care, a reduced leave schedule may only be taken if the School agrees. Employees may take intermittent leave because of the birth or the placement of a child for adoption or foster care in minimum increments of two (2) weeks duration, with the exception that an employee is entitled to leave for this purpose in periods that are less than two (2) weeks duration on any two occasions.

Where leave is taken to care for a sick family member, covered servicemember, or for the employee’s own serious health condition, intermittent leave or leave on a reduced leave schedule may be taken when “medically necessary” (e.g., weekly physical therapy treatments). The employee must provide medical certification that there is a medical need for leave (as distinguished from voluntary treatments and procedures) and such medical need can be accommodated best through an intermittent leave or reduced leave schedule. Employees needing such leave must make a reasonable effort to schedule their leave so as not to disrupt the School’s operations.

If an employee needs intermittent leave or leave on a reduced leave schedule that is foreseeable based on planned medical treatment, the School may require the employee to transfer temporarily to an alternate position of equivalent pay and benefits during the period that the intermittent leave or reduced schedule leave is required. The School will not transfer employees who take unforeseeable intermittent leave.

If an employee takes leave intermittently or on a reduced leave schedule, only the amount of leave actually taken may be counted towards the 12 weeks of leave (or 26 weeks for military caregiver leave) to which an employee is entitled. For example,

if an employee takes one day of leave per week, he or she has used 1/5 of a week of FMLA leave. Similarly, if an employee who regularly works eight-hour days works four-hour days on a reduced leave schedule, the employee would use one-half of a week of FMLA leave.

H. Spouses Both Employed by the School

In any case in which both parents of a child, adoptee or foster child are employed by the School and are entitled to bonding leave, the aggregate number of workweeks of FMLA bonding leave to which both may be entitled may be limited to 12 workweeks during any 12-month period. Each parent, however, is entitled to take 12 workweeks of CFRA bonding leave during any 12-month period.

In any case in which both parents of a covered servicemember are employed by the School and are entitled to leave to care for a covered servicemember, the aggregate number of workweeks of leave to which both may be entitled is limited to 26 workweeks during any 12-month period of leave.

Except as noted above, this limitation does not apply to any other type of leave under this Policy.

I. Substitution of Paid Accrued Leaves and Leave’s Effect on Pay

Although leave under this Policy is unpaid, an employee may elect and the School will require an employee to use paid accrued leaves as described below:

• The School will require an employee to use accrued personal leave, if any, for all or part of any unpaid leave under this Policy.

• The School will require an employee use sick leave concurrently with leave under this Policy only if the leave is for the employee’s own serious health condition. If the leave is needed to care for a parent, spouse, child, grandparent, grandchild, sibling, or domestic partner with a serious health condition, the employee may elect to use sick leave concurrently with leave under this Policy, but is not required to do so.

• Where an employee both qualifies for FMLA/CFRA leave and is taking leave pursuant to the School’s temporary disability policy, the state disability benefit plan or worker’s compensation benefits, the School may not require substitution of paid leave. However, the employee and the School may mutually agree to have paid leave supplement the disability plan or worker’s compensation benefits.

Except to the extent that accrued paid leave are substituted for family care and medical leave, as set forth above, leave under this Policy is unpaid.

Upon becoming disabled, an employee should apply for State Disability Insurance (SDI). In addition, under the Paid Family Leave (PFL) law, employees who take time off from work to care for a seriously ill child, spouse, parent, domestic partner, grandparent, grandchild, or sibling, or to bond with a new child (entering their life either by birth, adoption, or foster care placement), may receive benefits through SDI. For more information, and to obtain claim forms, employees may speak with the Human Resources Director, visit any SDI office, or go to EDD’s website at www.edd.ca.gov. Any paid time used will be integrated so that the employee does not receive more than 100% of regular pay.

Personal leave and sick leave are not earned during unpaid leaves. Employees who are eligible to accrue personal leave only accrue personal leave when working or when receiving another form of paid leave earned through their work (for example, when using paid personal leave or sick leave), and then only for the portion of the paid leave earned through work.

Employees on FMLA and/or CFRA leave who are generally not required to perform work over the summer break and receive paid time off during this period will continue to receive this paid time off, and the summer break will not count against the employee’s FMLA or CFRA entitlement.

In addition, where there is a school break for a week or more and the employee is not otherwise required to work (such as Spring and Winter Break), the time does not count against an employee’s CFRA leave entitlement. Further, employees who are using any accrued paid leave (personal leave or sick leave) prior to a paid school break are entitled to be paid during the school break the same as other employees who are not on CFRA leave during such period.

J. School’s Right to Require an Employee to Exhaust FMLA/CFRA Leave Concurrently with Other Leaves.

If an employee takes a leave of absence for any reason which also qualifies under both the FMLA and CFRA, the School may designate that non-FMLA/CFRA leave as running concurrently with the employee’s 12-week FMLA/CFRA leave entitlement.

K. The School’s and Employee’s Rights if an Employee Requests Accrued Leave Without Mentioning FMLA or CFRA

If an employee requests to utilize accrued personal leave, or other accrued paid time off without reference to a FMLA/CFRA qualifying purpose, the School may not ask the employee if the leave is for an FMLA/CFRA qualifying purpose. However, if the School denies the employee’s leave request and the employee provides information that the requested time off is for an FMLA/CFRA qualifying purpose, the School may require the employee to exhaust accrued leave as described above.

M. Employee Benefits While on Leave

(1) Group Health Insurance During Unpaid Leave

Leave under this Policy is unpaid. While on unpaid leave, employees will continue to be covered by the School’s group health insurance (which includes health, dental, and vision) for up to 12 weeks each leave year to the same extent that coverage is provided while the employee is on the job. If the employee is disabled by pregnancy, coverage will continue up to four (4) months each leave year (see below for more information). If an employee disabled by pregnancy also uses leave under the CFRA for baby-bonding, the School will maintain her coverage while she is disabled by pregnancy (up to four (4) months or 17 1/3 weeks) and during her CFRA leave (up to 12 weeks).

(2) Benefit Plans Not Provided through the School’s Group Health Plan During Unpaid Leave Do Not Continue

The School does not pay for benefit plans that are not part of the group health plan for any employee on unpaid leave. As a result, employees will not continue to be covered under the School’s benefit plans that are not provided through the School’s group health plans while the employee is on unpaid leave.

(3) Payment of Premiums

Employees may make the appropriate contributions for continued coverage under the health benefits plans by payroll deductions (if the employee is using his or her paid leave) or direct payments (if the employee is not using his or her paid leave). The School will inform the employee whether the direct payments for premiums should be paid to the carrier or to the School, and the deadlines for paying premiums in order to prevent coverage from being dropped. Employee contribution rates are subject to any changes in rates that occur while employee is on leave.

(4) Recovery of Premium if the Employee Fails to Return from Leave

If an employee fails to return to work after his or her leave entitlement has been exhausted or expires, the School shall have the right to recover its share of health plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence or onset of a serious health condition of the employee or his or her family member that would entitle the employee to leave or because of circumstances beyond the employee’s control.

N. Notice Requirements

Although the School recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much verbal or written notice as possible of their need for leave. If leave is foreseeable, at least thirty (30) days’ notice is required. In addition, if an employee knows that he or she will need leave in the future, but does not know the exact day(s) (e.g. for the birth of a child or to take care of a newborn), the employee shall inform his or her supervisor as soon as possible that such leave will be needed. For foreseeable leave due to a qualifying exigency, an employee must provide verbal or written notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.

O. Medical Certifications

Employees who request leave must provide a medical certification and/or recertification to support the need for the leave as described below:

(1) Employee’s Own Serious Health Condition

Employees who request leave for their own serious health condition must provide written certification from the health care provider that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; and a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform any one or more of the essential functions of his or her position. Upon expiration of the time period the health care provider originally estimated that the employee needed for his or her own serious health condition, the employee must obtain recertification if additional leave is requested.

(2) Family Member Serious Health Condition

Employees who request leave to care for a child, parent, domestic partner, spouse, grandparent, grandchild, or sibling who has a serious health condition must provide written certification from the health care provider of the family member requiring care that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; an estimate of the amount of time which the health care provider believes the employee needs to care for the child, parent, grandparent, grandchild, sibling, domestic partner, or spouse, and a statement that the serious health condition warrants the participation of the employee to provide care during a period of treatment or supervision of the child, parent, grandparent, grandchild, sibling, domestic partner, or spouse. The term “warrants the participation of the employee” includes, but is not limited to, providing psychological comfort, and arranging third party care for the covered family member, as well as directly providing, or participating in, the medical care. Upon expiration of the time period the health care provider originally estimated that the employee needed to care for a covered family member, the employer must obtain recertification if additional leave is requested.

(3) Servicemember Serious Injury or Illness

Employees who request FMLA leave to care for a covered servicemember who is a child, spouse, parent, or “next of kin” of the employee, must provide written certification from a health care provider regarding the injured servicemember’s serious injury or illness. The School will verify the certification as permitted by the FMLA regulations.

(4) Qualifying Exigency

The first time an employee requests FMLA leave because of a qualifying exigency, an employer may require the employee to provide a copy of the military member’s active duty orders or other documentation issued by the military which indicates that the military member is on covered active duty or call to active duty status in a foreign country, and the dates of the military member’s active duty service. A copy of the new active duty orders or similar documentation shall be provided to the School if the need for leave because of a qualifying exigency arises out of a different active duty or call to active duty status of the same or a different military member. The School will verify the certification as permitted by the FMLA and CFRA regulations.

(5) Time to Provide Certification

When an employee’s leave is foreseeable and at least thirty (30) days’ notice has been provided, if a medical certification is requested, the employee must provide it before the leave begins. When this is not possible, the employee must provide the requested certification to the School within the time frame requested by the School (which must allow at least fifteen (15) calendar days after the School’s request), unless it is not practicable under the particular circumstances to do so despite the employee’s diligent, good faith efforts.

(6) Incomplete/Invalid Medical Certification

If an employee provides an incomplete medical certification, the employee will be given a reasonable opportunity to cure any such deficiency. However, if an employee fails to provide a medical certification within the timeframe established by this Policy, the School may delay the taking of FMLA/CFRA leave until the required certification is provided or deny FMLA/CFRA protections following the expiration of the time period to provide an adequate certification.

If the School has a good faith, objective reason to doubt the validity of a certification for the employee’s serious health condition, the School may require a medical opinion of a second health care provider chosen and paid for by the School. If the second opinion is different from the first, the School may require the opinion of a third provider jointly approved by the School and the employee, but paid for by the School. The opinion of the third provider will be binding. An employee may request a copy of the health care provider’s opinions when there is a second or third medical opinion sought.

P. Reinstatement Upon Return from Leave

Upon expiration of leave, an employee is entitled to be reinstated to the position of employment held when the leave commenced, or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. Employees have no greater rights to reinstatement, benefits and other conditions of employment than if the employee had been continuously employed during the FMLA/CFRA period.

If a definite date of reinstatement has been agreed upon at the beginning of the leave, the employee will be reinstated on the date agreed upon. If the reinstatement date differs from the original agreement of the employee and YULA High School, the employee will be reinstated within two (2) business days, where feasible, after the employee notifies the employer of his or her readiness to return.

Q. Employee’s Obligation to Periodically Report on His or Her Condition

Employees may be required to periodically report on their status and intent to return to work. This will avoid any delays to reinstatement when the employee is ready to return.

R. Fitness-for-Duty Certification

As a condition of reinstatement of an employee whose leave was due to the employee’s own serious health condition, which made the employee unable to perform his or her job, the employee must obtain and present a fitness-for-duty certification from the health care provider that the employee is able to resume work. Failure to provide such certification will result in denial of reinstatement.

S. Reinstatement of “Key Employees”

Under the FMLA only, YULA High School may deny reinstatement to a “key” employee (i.e., an employee who is among the highest paid ten percent (10%) of all employed by YULA High School within seventy-five (75) miles of the worksite) if such denial is necessary to prevent substantial and grievous economic injury to the operations of the School, and the employee is notifie d of YULA High School’s intent to deny reinstatement on such basis at the time the employer determines that such injury would occur. Under the CFRA, YULA High School may not deny reinstatement to a “key” employee during or upon the expiration of CFRA leave.

6.2 PREGNANCY DISABILITY LEAVE

A. Amount of Leave

An employee who is disabled because of pregnancy, childbirth or a related medical condition is entitled to an unpaid leave for up to the number of hours she would normally work within four calendar months (one-third of a year or 17 1/3 weeks). For a full-time employee who works 40 hours per week, “four months” means 693 hours of leave entitlement, based on 40 hour per week times 17 1/3 weeks. An employee who works less than 40 hours per week will receive a pro rata or proportional amount of leave. The leave entitlement provided under this Policy is provided per each pregnancy. Such leave may be taken all at once, or when medically advisable, it may be taken intermittently or pursuant to a reduced work schedule.

Though the maximum pregnancy disability leave is four (4) months, at the end of the employee’s period(s) of pregnancy disability, or at the end of four (4) months of pregnancy disability leave, whichever occurs first, an employee may be eligible for further leave under the Family Medical Leave Act (“FMLA) and/or the California Family Rights Act (“CFRA”) per the terms of the Family Medical Leave Policy.

Additionally, an employee disabled because of pregnancy, childbirth or related medical condition may request reasonable accommodations pursuant to the procedure set forth in Section 1.6 of this Handbook.

B. Notice and Certification Requirements

If an employee needs to take pregnancy disability leave, the Head of School and Chief Operating Officer should be notified as soon as possible. Written notice of the need for leave is requested, however, verbal or written notice of the need for leave is acceptable.

If the leave is foreseeable, pregnancy disability leave should be requested at least thirty (30) days in advance before the leave will begin and the employee should consult with her supervisor regarding the scheduling of any planned medical treatment or supervision so as to minimize disruption of the school year. If such notice is not possible, such as during an emergency or unforeseen complication, the employee is required to give notice as soon as practicable.

Upon receiving an employee’s notice, YULA High School must respond to the leave request within ten (10) calendar days.

The request must be supported by a written certification from the attending physician. The certification should contain: (1) the date on which the employee became disabled due to pregnancy, (2) the expected duration of the disability and the expected date of return to work, and (3) an explanatory statement that, due to the disability, the employee is unable to work at all or is unable to perform any one or more of the essential functions of her position without undue risk to herself, the successful completion of her pregnancy or to other persons.

All leaves must be confirmed in writing, have an agreed-upon specific date of return and be submitted to the Head of School prior to being taken.

Requests for an extension of leave must be submitted in writing to the Head of School prior to the agreed date of return and must be supported by a written certification of the attending physician that the employee continues to be disabled by pregnancy, childbirth or a related medical condition.

C. Transfer to Accommodate Intermittent Leave or a Reduced Work Schedule

If it is medically advisable for an employee to take intermittent leave or leave on a reduced work schedule and it is foreseeable based on planned medical treatment because of pregnancy, YULA High School may require the employee to transfer temporarily to an available alternative position.

This alternative position will have the equivalent rate of pay and benefits, the employee must be qualified for the position, and it must better accommodate recurring periods of leave than the employee’s regular job. It does not have to have equivalent

duties. Transfer to an alternative position may include altering an existing job to accommodate the employee’s need for intermittent leave or a reduced work schedule.

D. Compensation

Pregnancy disability leaves are without pay. An employee on pregnancy disability leave is required to use any accrued sick leave during the leave, but is not required to use accrued personal leave. However, an employee who is receiving SDI benefits, the employee is not required to supplement SDI payments with accrued paid leave. An employee who elects at her option to use accrued personal leave while on pregnancy disability leave must first exhaust any accrued sick leave before doing so.

Any payments will be integrated with any state disability or other wage reimbursement benefits that employees may receive. At no time may an employee receive a greater total payment than her regular compensation. The use of paid time off will not extend the length of pregnancy disability leave.

E. Benefits During Leave

An employee on pregnancy disability leave will continue to be covered by YULA High School’s group health insurance to the same extent that coverage is provided while the employee is on the job.

YULA High School may recover premiums it paid to maintain health coverage if an employee does not return to work and the employee’s failure to return is for a reason other than her taking baby bonding leave under CFRA, or the continuation, recurrence or onset of her pregnancy disability or other circumstances beyond the employee’s control.

Personal leave and sick leave are not earned during unpaid leaves. Employees who are eligible to accrue personal leave only accrue personal leave when working or when receiving another form of paid leave earned through their work (for example, when using paid personal leave or sick leave), and then only for the portion of the paid leave earned through work.

F. Restatement after Pregnancy Leave

Upon the expiration of pregnancy disability leave and YULA High School’s receipt of a written statement from the health care provider that the employee is fit to return to duty, the employee will be reinstated to her original or an equivalent position, so long as it was not eliminated for a legitimate business reason during the leave. If the employee’s original position is no longer available, the employee will be assigned to a comparable, open position.

If upon return from leave an employee is unable to perform the essential functions of the employee’s job because of a physical or mental disability, YULA High School will initiate an interactive process with the employee in order to discuss potential reasonable accommodations in accordance with its separate policy on Reasonable Accommodations.

An employee who fails to return to work after the exhaustion of her leave loses her reinstatement rights, unless such rights are guaranteed by any other law, such as FMLA and/or CFRA

6.3 DOMESTIC VIOLENCE AND SEXUAL ASSAULT VICTIM LEAVE

YULA High School will provide time off to an employee who has been the victim of domestic violence, sexual assault or stalking to obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order or other injunctive relief, to help ensure the health, safety or welfare of the victim or his or her child.

This leave includes time off for court proceedings, services from a domestic violence shelter, program or rape crisis center, counseling, medical attention, and participation in safety planning programs.

YULA High School requires reasonable advance notice of the leave when feasible. When an unscheduled absence occurs, the employee must provide YULA High School with certification within a reasonable time after the leave is taken. Any of the

following forms of certification is sufficient if it demonstrates that the employee was a victim of domestic violence/sexual assault/stalking, or that the employee appeared in court or sought treatment in connection with such crimes: a police report; a protection court order/other evidence from the court or district attorney; or documentation from a health care provider, victim advocate or counselor. This leave is unpaid unless the employee elects to use accrued personal leave, or sick leave.

Leave for injuries resulting from domestic violence, sexual assault, or stalking will run concurrently with FMLA/CFRA to the extent the injuries qualify for a serious health condition.

YULA High School will maintain the confidentiality of an employee requesting leave under this Policy to the extent allowed by law and consistent with its obligations to protect the employee’s safety in the workplace.

6.4 CRIME VICTIM LEAVE

An employee may be eligible for leave to attend judicial proceedings if he or she, or in some cases, a family member, is a victim of certain crimes enumerated under the California laws cited below. YULA High School will maintain the confidentiality of an employee requesting leave under this Policy to the extent allowed by law.

Leave to Attend Court Proceedings Related to Vehicular Manslaughter While Intoxicated, Child and Elder Abuse, Sexual Abuse, and Other Serious Crimes (Labor Code §230.5):

An employee who is a victim of a crime listed in Labor Code Section 230.5 may take leave from work to appear in court to be heard at any proceeding in which a right of the victim is at issue, if the employee provides YULA High School with reasonable advance notice. An employee who is the spouse, parent, child, sibling, or guardian of such a crime victim is also entitled to leave from work to attend judicial proceedings relating to that crime.

When advance notice of the need for leave is not feasible and an unscheduled absence occurs, the employee must provide YULA High School with certification within a reasonable time after the leave is taken. Any of the following forms of certification is sufficient if it demonstrates that the employee (or family member as described above) was a victim of any of the crimes listed in Labor Code Section 230.5, or appeared in court or sought treatment in connection with such crimes: a police report; a protection court order/other evidence from the court or district attorney; or documentation from a health care provider, victim advocate or counselor.

The leave is unpaid unless the employee elects to use accrued personal leave.

Leave to Attend Court Proceedings Related to Serious or Violent Felony, or a Felony Involving Theft or Embezzlement:

An employee who is a victim of a crime that is a serious or violent felony, or a felony involving theft or embezzlement as listed in Labor Code Section 230.2 may be absent from work in order to attend judicial proceedings related to that crime. An immediate family member of a victim (a spouse, child/stepchild, sibling/stepsibling, or parent/guardian/stepparent), a registered domestic partner of a victim, or the child of a registered domestic partner of a victim may also take leave from work to attend such judicial proceedings.

Before an employee may be absent from work, the employee is required to give YULA High School a copy of the notice of each scheduled proceeding that is provided to the victim by the agency responsible for providing notice, unless advance notice is not feasible.

When advance notice is not feasible or an unscheduled absence occurs, within a reasonable time after the absence, the employee is required to provide YULA High School with documentation evidencing the judicial proceeding from any of the following entities: 1) The court or government agency setting the hearing; 2) the district attorney or prosecuting attorney’ s office; or 3) the victim/witness office that is advocating on behalf of the victim.

The leave is unpaid unless the employee elects to use accrued personal or sick leave.

6.5 EMERGENCY SERVICE TRAINING LEAVE

An employee may request to take a leave up to an aggregate of fourteen (14) days per calendar year for purposes of engaging in fire, law enforcement or emergency rescue training. Employees are requested to give as much notice as possible of the intended dates upon which the training will begin and end. An employee may request approval for emergency service training leave from their supervisor. The leave is unpaid; however, employees may use accrued personal leave during this leave.

6.6 CIVIL AIR PATROL LEAVE

An employee who has been employed for at least ninety (90) days who is a volunteer member of the California Wing of the civilian auxiliary of the United States Air Force, commonly known as the Civil Air Patrol, may take unpaid leave of a total of ten (10) days per calendar year to respond as duly authorized and directed to emergency operational missions of the Civil Air Patrol. Leave for a single emergency operational mission shall not exceed three (3) days, unless an extension is authorized by the governmental entity in charge of the emergency operational mission and the extension of the leave is approved by YULA High School.

Employees are required to give as much notice as possible of the intended dates upon which the Civil Air Patrol leave will begin and end and provide certification from the proper Civil Air Patrol authority to verify their eligibility for the leave. YULA High School may deny the leave if the employee fails to provide the required certification.

An employee taking Civil Air Patrol leave shall not be required to exhaust all accrued personal, sick and disability leave, and any other leave that may be available to the employee in order to take Civil Air Patrol leave.

YULA High School will not discriminate against any member of the Civil Air Patrol because of such membership and will not hinder or prevent a member from performing service as part of the California Wing of the Civil Air Patrol during an emergency operational mission. Upon expiration of a Civil Air Patrol leave, the employee will be restored to the position held when the leave began or to a substantially similar position unless conditions unrelated to the leave would have resulted in termination or other alteration of employment terms.

6.8 TIME OFF FOR SCHOOL ACTIVITIES

An employee who is the parent, guardian, grandparent, stepparent, foster parent, or person who stands in loco parentis to a child in kindergarten or grades 1 through 12, or in a licensed child day care facility, is eligible for up to 40 unpaid hours off per year for the purpose of finding, enrolling or re-enrolling their children in a school or with a licensed child care provider, participating in activities of the school or licensed child day care facility, and/or addressing a child care or school emergency. The time off for school activity participation cannot exceed eight hours in any calendar month, or a total of 40 hours each year.

Employees must give as much reasonable advanced notice to employee’s supervisor of the planned absence as possible. If both parents are employed by YULA High School, the first employee to request such leave will receive the time off: the other parent will receive time off during the same period only if the leave is approved by his or her supervisor.

Leave under this Policy is unpaid, but the employee may utilize accrued personal leave and sick leave, if available, for this purpose. Employees must provide their supervisor with documentation from the school or child day care facility verifying that the employee participated in a school activity on the day of the absence for that purpose.

6.9 SUSPENSION OF CHILD LEAVE

If an employee who is the parent or guardian of a child facing suspension from school is summoned to the school to discuss the matter, the employee should alert his or her supervisor as soon as possible before leaving work. Consistent with California

Labor Code Section 230.7, no discriminatory action will be taken against an employee who takes time off for this purpose. This leave will be unpaid, but employees may use accrued personal leave time for this purpose.

6.10 ORGAN AND BONE MARROW DONATION LEAVE

An employee is eligible for both paid and unpaid leave for organ or bone marrow donation if he or she has been employed by the school for at least a 90-day period immediately preceding the commencement of leave

In order to receive a leave of absence for organ or bone marrow donation, the employee must provide written verification to YULA High School that he or she is an organ or bone marrow donor and that there is a medical necessity for the donation.

An employee is entitled to a paid leave of absence not exceeding 30 business days in any one-year period for the purpose of donating his or her organ to another person. An employee who donates bone marrow is entitled to a paid leave of absence not exceeding five (5) business days in any one year period. As a condition of an employee’s initial receipt of paid organ donation and bone barrow leave, employees are required to use up to two (2) weeks of accrued paid leave for time off related to an organ transplant and up to five (5) days of accrued paid leave for time off related to a bone marrow transplant.

In addition to these paid leaves, an eligible will be provided with an additional unpaid leave not to exceed 30 business days in a one-year period for the purpose of donating the employee’s organ to another person. The leave for donating either an organ or bone marrow need not be taken all at once and may be taken in one or more periods. During an organ or bone marrow donor leave, an eligible employee will continue to accrue those benefits to which he or she was entitled before the leave began. Additionally, during the approved leave, YULA High School will continue to make those benefit contributions, if any, that it was making on the employee’s behalf before the leave began.

Bone marrow or organ donor leave shall not run concurrently with any leave under the FMLA or CRFA.

6.11 MILITARY LEAVE

Military leave will be granted in accordance with the provisions of state and federal law. An employee requesting leave for this purpose should provide the Head of School, whenever possible, with a copy of the military orders specifying the dates, site and purpose of the activity or mission. Within the limits of such orders, the Head of School may determine when the leave is to be taken and may modify the employee’s work schedule to accommodate the request for leave.

6.12 MILITARY FAMILY LEAVE

Any employee whose spouse or registered domestic partner is a member of the Armed Forces of the United States, including the National Guard or Reserves, will be provided an unpaid leave of up to ten (10) days while his or her spouse or registered domestic partner is on leave from deployment during a time of military conflict, provided the following conditions exist:

1. The employee works an average of 20 or more hours per week;

2. The military spouse or registered domestic partner has been deployed during a period of military conflict to an area designated as a combat theater or combat zone;

3. The employee provides notice of the request for leave within two (2) business days of receiving official notice that his or her spouse will be on leave from deployment; and

4. The employee submits written documentation that his or her spouse will be on leave from deployment during the period for which the employee is requesting leave.

Employees may use accrued personal leave during a Military Family Leave. Employees may use accrued sick leave during a Military Family Leave if the leave otherwise qualifies for use of sick leave pursuant to the terms of YULA High School’s sick leave policy.

6.13 BEREAVEMENT LEAVE

For employees who have been employed by YULA High School for at least 30 days before commencing bereavement leave, in the event of the death of an employee’s family member, the employee may request and the School must grant five (5) workdays off for bereavement leave. Full-time employees will be eligible for up to five (5) days away from work with pay. For part-time employees, the five (5) days off will be provided consistent with the employee’s part-time schedule.

Family member for the purpose of this Policy is defined as the employee’s spouse, domestic partner, child (which includes a biological, adopted or foster child, stepchild, legal ward, child of a domestic partner, or a person to whom the employee stands in loco parentis), parent (which includes a biological, foster, or adoptive parent, parent-in-law, stepparent, legal guardian, or other person who stood in loco parentis to the employee when the employee was a child), sibling (which means a person related to another person by blood, adoption, or affinity through a common legal or biological parent), in-laws, grandchild or grandparent.

The leave must be completed within 3 months of the death of the family member, and is not required to be taken consecutively.

If requested by YULA High School, the employee must provide documentation of the family member’s death within 30 days of the first day of leave. Documentation includes, but is not limited to, a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or government agency.

YULA High School will maintain the confidentiality of any employee requesting bereavement leave. Any supporting documentation provided by employee will be treated as confidential and will only be disclosed on a need to know basis or as required by law.

Employees who receive bereavement pay will be paid at their regular base wage or salary (not including overtime), and bereavement pay will not be considered as hours worked for the calculation of overtime.

If an employee requires an extension of bereavement leave beyond five(5) workdays, an employee may use earned vacation or request a personal leave of absence

6.14 JURY DUTY

YULA High School encourages employees to serve on jury duty when called.

Non-exempt employees will be provided with unpaid time off for jury duty unless the employee chooses to use accrued personal leave for the absence. The time spent on jury duty is not work time for purposes of calculating overtime compensation.

YULA High School will not deduct an exempt employee’s pay due to jury duty unless the employee is absent for a full week and performs no work.

Employees must provide reasonable advance notice to their supervisor of the need for time off for jury duty and provide a copy of the notice or summons to their supervisor.

Additionally, employees are expected to report to work for any portion of the work day that they are not actively required in court and are to take any steps necessary to minimize the disruption of work.

YULA High School will offset the amount from pay that the employee receives from the court for jury fees. Proof of jury service attendance will be required.

6.15 WITNESS LEAVE

YULA High School provides employees a leave of absence to attend judicial proceedings as witnesses pursuant to a subpoena or court order.

Employees must provide reasonable advance notice to their supervisor of the need for time off for witness leave and provide a copy of the notice or summons to their supervisor. For non-exempt employees, this leave will be considered an unpaid leave of absence unless the employee chooses to use accrued personal leave.

YULA High School will not deduct an exempt employee’s pay due to court appearances pursuant to a subpoena or court order, unless the employee is absent for a full week and performs no work.

If work time remains after any day of witness duty, employees will be expected to return to work for the remainder of their work schedule, unless an employee has used personal leave.

6.16 TIME OFF TO VOTE

YULA High School encourages employees to vote. If an employee is unable to vote in a statewide election during non-work hours, employees may be granted up to two (2) hours off from work with pay to vote in a public election.

If the employee knows or has reason to believe that time off will be necessary to be able to vote, the employee is required to give YULA High School at least two (2) working days’ notice prior to the election date.

A supervisor may require that time off for voting occur at the beginning or end of an employee’s regularly scheduled shift or work day to allow the time needed for voting to minimize disruption to YULA High School’s operations.

7. BENEFITS

7.1 BENEFITS GENERALLY

Full-time employees will receive the following benefits, subject to meeting eligibility requirements, and according to the terms of the plans that are in effect. YULA High School’s benefits package is subject to change, as benefits are re-negotiated with YULA High School’s insurance carrier every year. Currently, YULA High School offers its full-time employees a benefit package that includes:

7.2 HOLIDAY PAY POLICY

All full-time employees will receive holiday pay for the following holidays, subject to the restrictions described below.

New Year’s Day

President’s Day

Fourth of July

January 1

Third Monday in February

July 4th

Memorial Day

Labor Day

Thanksgiving Break

Christmas

Last Monday in May

First Monday in September

November 28 through November 29

December 25

Full-time non-exempt employees may be asked to work on holidays; in this case they will be paid holiday plus actual hours worked.

An e mployee must have been employed by YULA High School on the day preceding and the day following a holiday to qualify for holiday pay. For the purposes of this paragraph, an e mployee who is absent on authorized personal leave, or on accrued sick leave shall be deemed to be employed at such time.

7.3 SCHOOL CLOSURES

Faculty are generally not required to be present at YULA High School during school closure periods (e.g., Sukkot Break, Purim Break, Passover Break, Winter Break, and the Summer Break), though the Head of School may require faculty to be present during these periods if necessary in the Head of School’s sole discretion.

Though not considered vacation time or personal leave, office staff and Senior and Director Leadership will be provided with paid time off for Sukkot Break, Purim Break, Passover Break, and Winter Break. Summer break will be determined by the Head of School. Senior and Director Leadership employees should be available during these times in case urgent matters arise within their area of responsibility.

As set forth above, Faculty, Senior and Director Leadership will continue to receive their regular pay during the school closure periods. These School closure periods are not vacation or personal leave, do not accrue, do not carry over, and are not cashed out upon separation of employment. The exact dates of the closure periods are determined according to YULA High School’s calendar for each school year

7.4 PERSONAL LEAVE

Subject to the provisions of this Policy, regular full-time employees may be eligible for personal leave benefits in accordance with the following schedule.

Full-time Office and Administrative Employees: YULA High School believes everyone should take an annual rest from their duties and, therefore, provides Personal leave for all of its full-time administrative employees. The purpose of Personal Leave is to provide employees with flexible time off from work. Because we believe all employees need some time each year away from their workplace, employees will not be given personal leave pay in lieu of personal leave. Employees are directed to take all their earned personal leave during the summer months when school is not in session. The only exceptions to taking personal leave during the school year will be for illness, emergencies or other extraordinary circumstances. The Head of School will approve all personal leave requests. Conflict concerning priority for personal leave dates will be resolved by seniority; subject, of course, to our scheduling requirements and or needs.

Eligible employees accrue at a rate of three (3) hours per pay period for a total of nine (9) days of personal leave in each 12month period (72 hours), starting September 1st each year. During the first year of employment, personal leave will be calculated on a pro-rated basis. The accrual rate is irrespective of the number of years of service.

Employees are allowed to accrue up to a maximum of Thirteen (13) days (104 hours) of personal leave. Once this cap is reached, no further personal leave will accrue until some personal time leave is used. The normal personal leave accrual will

resume once the balance is below the maximum. There is no retroactive grant of personal leave hours for the period of time the accrual amount remained at the cap.

Full-time faculty and non-faculty members only: Full-time, exempt faculty members earn two (2) personal days each year (16 hours), which will be frontloaded September 1st of each year. Part-time faculty who work more than 30 hours a week receive a pro-rated amount of personal leave; part-time faculty working less than 30 hours a week do not receive personal leave.

Personal leave may not be used before and/or after scheduled days off without prior written approval. A request for approval must be submitted to your direct Supervisor in writing prior to the use of the personal days, otherwise such days will be uncompensated.

Any unused personal leave will be carried over to the following year up to a cap of 24 hours At no time may a faculty member have more than three (3) days or 24 hours of personal leave in his or her personal leave bank. Any unused personal leave is paid out upon separation of employment.

Personal Leave Request Form: Requests for use of personal leave are subject to the direct supervisor approval and YULA High School’s need for an employee’s services. In order to allow a well-coordinated schedule, employees are requested to submit their proposed plans for use of personal leave in advance before they would like to take their personal leave. Personal leave may also be used for partial day absences. An extension of personal leave may be approved in writing by Head of School under extraordinary circumstances. A “Personal Leave Request or Time Off,” form is required each time an employee desires to use personal leave. This form is to be initiated by the employee, and given to employee’s direct supervisor for verification and approval of accrued hours then signed by the employee’s direct supervisor. Approval of personal leave will be given at YULA High School’s sole discretion.

7.4 SICK LEAVE

YULA High School provides employees sick benefits consistent with the California Paid Sick Leave Law and the Los Angeles Paid Sick Leave Ordinance. Subject to the provisions of this Policy, except where the law provides otherwise, all employees who in a particular week perform at least two (2) hours of work within the geographic boundaries of the City of Los Angeles will be eligible for sick leave benefits in accordance with the following sick leave schedules. Sick leave benefits are accrued only on hours worked.

Amount of Sick Leave:

See the below schedule for full-time and part-time employees:

Full-Time:

All Faculty and staff who work 30 or more hours per week, commencing with the first day of employment, will receive an upfront allocation of 48 hours (6 days) of paid sick leave, and will receive another upfront allocation of 48 hours of sick leave every year thereafter on September 1st of each year.

Employees may only use 48 hours of sick leave per year. Unused paid sick leave carries over from year to year up to cap of 72 hours. At no point may an employee have more than 72 hours of sick leave in their sick leave bank.

Part-Time, Temporary and Seasonal Employees:

Part-time employees working less than 30 hours a week, and temporary and seasonal employees, will, commencing on the first day of employment, accrue sick leave at the rate of one (1) hour of sick leave for every thirty (30) hours worked

When an employee has accumulated 80 hours of sick leave that employee will not accrue more sick leave until the employee’s sick leave bank is below 72 hours. Employees may only use 48 hours of sick leave per year.

Sick Leave Eligibility:

• An employee is not eligible to begin using any accrued paid sick leave until the 90th day of employment with YULA High School.

• In accordance with state and local requirements, an employee may use up to 48 hours of sick leave each year for any of the following reasons:

o For the employee’s own diagnosis, care, or treatment of an existing health condition or preventative care.

o For the diagnosis, care, or treatment of an existing health condition or preventative care for an employee’s family member, including:

§ Child (including a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis.)

§ Spouse or Registered Domestic Partner.

§ Parent (including biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.)

§ Grandparent.

§ Grandchild.

§ Sibling.

§ Any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.

§ Designated Person (which means a person identified by the employee at the time the employee requests paid sick days. An employee is limited to use of sick leave for only one designated person per 12-month period.)

o To obtain any relief or services related to being a victim of domestic violence, sexual assault, or stalking including the following with appropriate certification of the need for such services:

§ A temporary restraining order or restraining order.

§ Other injunctive relief to help ensure the health, safety or welfare of themselves or their children.

§ To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking.

§ To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault, or stalking.

§ To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking.

§ To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.

Notice and Use of Sick Leave:

• An employee shall provide reasonable advance notification of his/her need to use accrued sick leave to his or her supervisor if the need for sick leave use is foreseeable (e.g., doctor’s appointment scheduled in advance). If the need for sick leave use is unforeseeable, the employee shall provide notice of the need for the leave to his/her supervisor as soon as is practicable.

• An employee who uses paid sick leave must do so with a minimum increment of two (2) hours of sick leave YULA High School may deduct salary exempt employee’s sick balance for partial day absences.

• Sick days may not be substituted for personal leave. Sick leave is intended to be used for the purposes stated above.

• A doctor’s written excuse may be required as permitted by law after an employee has been absent for more than three (3) consecutive days and used more than 24 hours of sick leave during a one year period.

• A doctor’s written excuse may be required as permitted by law after an employee has been absent for more than three (3) consecutive days and used the greater of: more than half the amount of sick leave the employee receives during a one (1) year period, OR more than 40 hours or five (5) days of sick leave during a one year period.

• An employee shall not be required to search for or find a replacement worker to cover days the employee uses paid sick days.

• YULA High School will not tolerate abuse or misuse of an employee’s sick leave.

Sick Leave Not Hours Worked:

Sick Leave will not be considered hours worked for purposes of overtime calculation. An employee will not receive compensation for unused accrued paid sick leave upon termination, resignation, retirement or other separation from employment from YULA High School. No employee will receive pay in lieu of sick leave.

Reinstatement of Sick Leave Upon Rehire by School:

If an employee separates from employment with YULA High School and is re-hired by YULA High School within one year of the date of separation, previously accrued and unused sick leave hours shall be reinstated to the extent required by law.

7.5 GROUP HEALTH INSURANCE

Eligible full-time and part time benefited employees who work 30 or more hours per week may elect to participate in the group health coverage. Coverage begins on the first day of the month following 30 days of employment. Plan descriptions and costs can be obtained from YULA High School Administrator, and are subject to change.

7.6 WORKERS' COMPENSATION

All employees are covered by Workers’ Compensation insurance at no cost to the employee. This program provides partial wages and/or medical care to employees who are disabled due to a work related injury or illness. It is imperative that employees report all on-the-job injuries to their supervisor immediately and obtain first aid or medical attention when appropriate.

Employees are reminded that Worker’s Compensation fraud is illegal in California and is punishable by up to 5 years in state prison and a fine of up to $150,000. Fraud includes the following activities: filing a claim for an injury that did not occur at work, making a false statement to obtain benefits or help another to obtain benefits, and filing a claim when no injury or illness really exists.

7.7 STATE DISABILITY INSURANCE

YULA High School submits contributions made through employee payroll deductions to the State of California who then provides employees with disability insurance pursuant to the California Unemployment Insurance Code. YULA High School does not administer State Disability Insurance benefits, and they are administered through the Employment Development Department (“EDD”). Disability insurance is payable when employees cannot work because of illness or injury not caused by employment at YULA High School or when employees are entitled to temporary Workers' Compensation at a rate less than the daily disability benefit amount. More information about State Disability Insurance benefits can be found online at: http://www.edd.ca.gov/Disability/Disability_Insurance.htm

7.8 PAID FAMILY LEAVE

Any employee who pays into the California state disability insurance plan (“SDI”) to the extent legally required to receive benefits, and who takes time off to care for a parent, child, spouse, or domestic partner who is seriously ill, or to bond with a new child, as described by applicable law, can apply to the Employment Development Department (“EDD”) for California for Paid Family Leave (“PFL”) benefits. The PFL program provides employees with paid leave benefits to the extent they are eligible to take time off under YULA High School’s leave policies and as required by law.

YULA High School does not administer PFL benefits, and they are administered through the Employment Development Department (“EDD”). Information about these benefits and how to apply for them can be found here: http://www.edd.ca.gov/Disability/Paid_Family_Leave.htm Eligible employees who apply for PFL benefits can receive up to 60% to 70% percent of their previous weekly earnings, depending on income, up to a maximum of $1300 per week, for up to eight weeks. Employees who receive PFL benefits can supplement these benefits with personal leave and/or sick leave.

To the extent an employee is eligible to take time off for reasons that qualify the employee for PFL benefits, an employee may receive up to eight weeks of PFL benefits in any 12-month period. PFL benefits may be received intermittently if an employee qualifies for intermittent leave pursuant to School policy or by law.

PFL benefits may not be used for the employee’s own medical condition. Employees applying for PFL benefits will be required to properly certify the qualifying illness or other event giving rise to the employee’s claim for PFL benefits. California law makes it unlawful to make any false oral or written statement in support of any application or request for PFL benefits.

Employees receiving SDI benefits are not eligible to receive PFL benefits. Employees are also ineligible for PFL benefits for any day in which another family member is able and available to provide care for the same period that the employee is providing the required care if the leave is for the purpose of caring for a parent, child, spouse, or domestic partner who is seriously ill.

Employees who are eligible for PFL must file a claim with the EDD to receive any payment, and approval or denial of such claims is within the sole discretion of the EDD. For the convenience of employees, claim forms may be obtained from the School Administrator

7.9 UNEMPLOYMENT INSURANCE

Each year the School contributes to the California Unemployment Insurance Fund on the employees’ behalf.

7.10 COBRA COVERAGE FOR HEALTH INSURANCE

Employees who are receiving YULA High School-sponsored health insurance coverage, and who then leave YULA High School’s employment, may be eligible to continue health benefits postemployment. Within 30 days following termination of an employee’s employment, the health plan administrator should provide the employee with information regarding enrollment in COBRA health benefits as well as other government benefits for which the employee may be eligible. If the employee does not receive this notice, promptly contact School Administrator. Employees should make sure that they always keep their contact information up to date with the health plan administrator to ensure that they receive all important notices affecting their health benefits.

7.11 SOCIAL SECURITY

Social Security is an important part of an employee’s retirement benefit. YULA High School pays a matching contribution to their Social Security taxes.

8. MISCELLANEOUS POLICIES

8.1 PERSONNEL RECORDS

Employees have certain rights to inspect and copy documents in their personnel file under California law. All employee personnel, medical, workers’ compensation, and payroll records will be kept private, unless disclosure is authorized in writing by the employee or required by law. Access to private employee records will be limited to School management and confidential employees and agents (such as the office manager, payroll processors, and legal counsel and similar personnel).

Disclosure of personnel information to outside sources will be limited. However, YULA High School will cooperate with requests from authorized law enforcement or local, state or federal agencies conducting official investigations, or as otherwise requi red by law. It is the responsibility of each employee to immediately notify YULA High School of any changes in name, marital status, address or telephone number, number of dependents, or changes in insurance beneficiaries.

8.2 EMPLOYEE REFERENCE REQUESTS

All requests for references must be directed to the Chief Operating Officer. No supervisor or other employee is authorized to release references for current or former employees. YULA High School’s general policy is to disclose only the dates of employment and the title of the last position held. If employees authorize disclosure in writing, YULA High School will also provide a prospective employer with the information on the amount of salary or wages that they last earned. For certain kinds of misconduct, YULA High School may decide to disclose additional information beyond dates of employment and job title.

8.3 MEDIA CONTACTS

Employees may be approached for interviews or comments by the news media. Only contact people designated by the Head of School may comment on behalf of YULA High School to news reporters, including with regard to School policy or events relevant to YULA High School.

8.4 CHILD CUSTODY CASES

YULA High School is committed to working collaboratively with parents. Consistent with YULA High School’s philosophy, an appropriate learning environment is only possible when YULA High School and parents act in partnership with one another. Open, candid communications between parents, faculty and staff are simply essential.

As a result, YULA High School should not become entangled in disputes between parents. Except in unusual circumstances, parents are entitled to a student’s educational records and may communicate directly with faculty and staff regarding their child. YULA High School seeks to enhance, not discourage, parents’ participation in their child’s education.

Similarly, parents should not place faculty and staff in the uncomfortable and untenable position of providing information for or against another parent. Particularly in divorce proceedings, where child custody can be a particularly contentious issue, YULA High School must typically remain neutral. Our focus should be on working with parents to provide a safe, secure, nurturing environment for their children. We should not become embroiled in familial disputes, even when we may personally sympathize with one parent or another.

Therefore, if an employee is approached by a parent to provide an oral or written statement (such as a letter, declaration or affidavit) in support of, or in opposition to, a personal dispute, it should be politely declined. Please respond as follows:

1. Notify the parent that it is the policy of the School that employees may not provide oral or written statements;

2. Notify the parent that all reference requests must be made directly to the Head of School; and

3. Promptly notify the Head of School of the communication by the parent.

If faculty or staff are served with a subpoena requiring testimony and/or production of documents related to his or her position at YULA High School, that subpoena must be immediately provided to the Principal before the employee complies with it. Subpoenas, particularly in the educational context, can raise privacy and other concerns which need to be considered before any statements or documents are produced.

If you have any questions please do not hesitate to contact the Head of School.

8.5 POLICY ON POLITICAL ACTIVITY

YULA High School is a nonprofit organization exempt from taxation under Internal Revenue Code Section 501(c)(3). As a taxexempt organization, YULA High School is prohibited from supporting or opposing any candidate in an election for public office. YULA High School will not take any official positions on candidates and will not use School resources in support of or opposition to candidates for public office. Furthermore, the School as an institution may not take a position in support of or opposition to a candidate. This is called “electioneering.” There is a strict prohibition against electioneering, and it is one the School takes seriously.

Examples of activities to avoid include:

• Making public statements that favor or oppose candidates or political parties at any official School event, in an employee’s official School capacity, or in any official School publication, including on the website.

• Posting comments that favor or oppose candidates or political parties on any of the School social media accounts, including Facebook pages, or Instagram or Twitter accounts.

• Forwarding an email from a candidate, political party, partisan PAC, or any partisan political group that came to an employee’s School email account, or political emails from an employee’s personal account to anyone in the employee’s capacity with the School. Employees should not use their School email address to subscribe to candidate or political material. If an employee inadvertently gets candidate or political emails at work, they should delete them and unsubscribe their School email from the email list.

• Making statements or handing out literature supportive or critical of a candidate, political party, or partisan PAC at School or at a School event.

• Inviting a candidate to come speak at School in their capacity as a candidate, unless part of a properly organized candidate debate event.

• Using any School resources, such as a computer to prepare campaign materials, or a copier or postage machine to make copies of campaign materials or to mail them.

• Wearing buttons, t-shirts, or other paraphernalia that show support or opposition to any candidate or political party for public office while representing the School at any event or meeting or while working at School.

This policy does not affect an employee’s individual participation in election activities, provided the employee does so on their own time and does not use any School resources or represent that they are acting in their capacity as an employee of the School. Examples of the type of individual election activities employees may participate in on their own time include: voting, making financial contributions to candidates, or volunteering for a campaign or as a poll monitor.

If there are any questions about this policy, or about whether something is considered electioneering, an employee should contact their supervisor.

EMPLOYEE HANDBOOK AND ACKNOWLEDGEMENT FORM

This Handbook was developed to outline the policies, programs and benefits available to all employees of YULA High School.

I have received my copy of YULA High School’s Employee Handbook I understand and agree that it is my responsibility to read and familiarize myself with the policies and procedures contained in the Handbook. I understand that I should consult the Head of School or my supervisor regarding any questions I may have.

Since the information, policies and benefits described herein are necessarily subject to change, I acknowledge that revisions to the Handbook will occur. I understand that this information supersedes and takes precedence over all earlier handbooks, memoranda and oral descriptions of the terms and conditions of employment. Only the Head of School has the ability to adopt revisions to the policies in this Handbook. Policies set forth in this Handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between YULA High School and any of its employees. The provisions of the Handbook have been developed at the discretion of Management and may be supplemented, revised or rescinded at any time, at YULA High School’s sole and absolute discretion with or without notice.

Absent a signed contract with YULA High School that says otherwise, I understand that acceptance of an offer of employment does not contractually obligate YULA High School to continue to employ me in the future and that any such offer is conditional upon, among other things, my submitting proof of my legal right to work in the United States of America. I further understand and acknowledge that the employment relationship is based solely upon mutual consent. Accordingly, absent a signed contract with YULA High School that says otherwise, I understand and agree that either YULA High School or I may terminate the employment relationship at-will, at any time, with or without cause or advance notice. Further, I understand that the at-will nature of my employment or any representation contrary to the foregoing may only be modified in a written document signed by the Head of School

Furthermore, I acknowledge that this Handbook and the policies contained in it are not a contract of employment. I understand that it is my responsibility to read and comply with the policies contained in this Handbook and any subsequent revisions made to it.

Employee’s Signature

Employee’s Name (Typed or Printed)

Date

APPENDIX A: MANDATED REPORTER ACKNOWLEDGMENT FORM

A mandated reporter is an individual who is obligated by law to report suspected cases of child abuse and neglect. In general, any individual who, in the ordinary course of his/her employment, has contact with children is a mandated reporter. Mandated reporters include child care workers, teachers and coaches. (Pen. Code § 11165.7).

If your job duties as an employee of YULA High School include contact with children, you are a mandated reporter. Prior to commencing employment, and as a prerequisite of that employment, California law requires that you sign a statement to the effect that you have knowledge of the provisions of the Mandated Reporter Law and will comply with those provisions. (Pen. Code § 11166.5).

The following are your mandated reporter responsibilities under California law and school policy. You are also being provided with a separate informational document that includes the text of the California Mandated Reporter Law. Please review this information carefully and acknowledge your receipt and understanding where indicated. If you have questions or concerns about this form or your mandated reporter responsibilities, please contact the school guidance counselor.

I understand that

• By virtue of my employment with YULA High School and/or because my employment requires me to have contact with children, I am a mandated reporter as defined by California Penal Code § 11165.7.

• The following situations trigger mandatory reports: a) Physical Abuse (willful harming of a child); b) Sexual Abuse including sexual assault, child exploitation, pornography, child prostitution, and trafficking; c) Severe or General Neglect; d) Extreme Corporal Punishment (resulting in injury); and e) Willful cruelty or unjustifiable punishment, including unjustifiable mental suffering. (Pen. Code §§ 11165 et seq.) I further understand that I may, but am not required to, report suspected mental or emotional abuse that does not rise to the level of unjustifiable mental suffering. (Pen. Code § 11165.05).

• If I reasonably suspect that a child is being abused or neglected, I must

o IMMEDIATELY REPORT THE INCIDENT TO A CHILD PROTECTIVE AGENCY (LAW ENFORCEMENT OR THE DEPARTMENT OF CHILDREN’S SERVICES) BY TELEPHONE, (CHILD ABUSE HOTLINE TELEPHONE NUMBER: (800)-540-4000).

o FOLLOW UP WITH A WRITTEN REPORT OF THE INCIDENT WITHIN 36 HOURS. This report may be made to local law enforcement, or the County Sheriff's Department, Probation Department or Child Welfare Agency. (Pen. Code § 11166(a)).

• If I reasonably suspect that a child is being abused, I may consult with my supervisor or management. My supervisor and I may agree to file a joint report, but I understand that, even if my supervisor disagrees with me that a mandated report should be filed, if I reasonably suspect that a child is being abused, I must make a report. (Pen. Code § 11166(h).)

• I am not required to, but I may, share information about making a mandated report with my supervisor or the Administration. In some cases, it might be appropriate to share this information with the parents of the alleged victim. However, I understand that I may have insufficient information to determine whether telling the parent could put the child at further risk. I understand that the better practice is to defer to the agency receiving or investigating the mandated report to communicate with the parent/guardian.

• YULA High School requires me to inform my supervisor, an Administrator, or the Head of School when I suspect abuse or neglect of a child, including abuse by either an employee, student, independent contractor, or volunteer of YULA High School.

• When I make a mandated report, I will be required to provide my name. However, my identity will be kept confidential unless I consent to disclosure or a court orders the information to be disclosed. Further, agencies investigating the mandated report may disclose my identity to one another. (Pen. Code § 11167(d)).

• I may not be disciplined, dismissed, retaliated against, discriminated against, or harassed for making a mandated report of reasonably suspected child abuse. However, I may be disciplined if I fail to make a mandated report.

• I understand that mandated reporters as defined by the Mandated Reporter Law have civil and criminal immunity when making a report. (Pen. Code § 11172(a)). I further understand that reporters who are not mandated reporters as defined by the Mandated Reporter Law have civil and criminal immunity when making a report, unless it can be proven that a false report was made and the reporter knew that the report was false or made the report with reckless disregard for the truth or falsity of the report. (Pen. Code § 11172(a)).

• I understand that, for Mandated Reporters as defined by the Mandated Reporter Law, it is a misdemeanor to fail to comply with the Mandated Reporting Law and that they can be held criminally liable for failing to report suspected abuse. The penalty for this is up to six (6) months in County jail, a fine of not more than $1000, or both. I further understand that Mandated Reporters as defined by the Mandated Reporter Law could be civilly liable for failure to report. (Pen. Code § 11166(c)).

I have been provided with access to a copy of California Penal Code sections 11165.7, 11166, and 11167. (Penal Code § 11166.5(a)). My signature below certifies that I have knowledge of the foregoing provisions concerning child abuse and negle ct reporting and that I will comply with them.

Signature: _______________________________________________________________________

Print Name:

Date:___________________________________