Employee Handbook 2020-2021

Employee Handbook

We prepared this handbook to assist you in finding the answers to many questions that you may have regarding your employment with Cedar Hill Preparatory School LLC (“Cedar Hill Prep”). Please take the necessary time to read it.

We do not expect this handbook to answer all of your questions. Your Supervisor and Human Resources Department will also be a major source of information.

THE CONTENTS OF THIS HANDBOOK DO NOT SERVE AS A CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED, BETWEEN CEDAR HILL PREP AND YOU. THIS HANDBOOK DOES NOT IN ANY WAY CHANGE THE ATWILL NATURE OF YOUR EMPLOYMENT. THERE IS NO PROMISE OF ANY KIND BY CEDAR HILL PREP CONTAINED IN THIS HANDBOOK AND REGARDLESS OF WHAT THE HANDBOOK SAYS OR PROVIDES, CEDAR HILL PREP PROMISES NOTHING. Cedar Hill Prep reserves the right to change, suspend, or cancel with or without notice all or any part of the policies, procedures and benefits discussed in this Handbook. Employment at-will may only be altered in an individual case or generally in writing signed by the Executive Director. No Cedar Hill Prep policy or benefit plan should be construed to imply a contract or guarantee of continuing employment with the school or employment for any specific length of time.

All representations by any employee of the Cedar Hill Prep that conflict in any way with anything set forth in this Handbook are invalid unless specifically agreed to in writing by the Executive Director. This Handbook supersedes all prior oral and/or written policies, procedures, rules, regulations, commitments and practices by Cedar Hill Prep.

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TABLE OF CONTENTS INTRODUCTION POLICY NO: 1.0 .................................................................................................................. 6 MISSION STATEMENT POLICY NO: 1.1 .......................................................................................................... 6 ADOPTING AND AMENDING POLICIES POLICY NO: 1.2.................................................................................... 6 GENERAL EMPLOYMENT POLICIES POLICY NO: 2.0 ......................................................................................... 6 NON-DISCRIMINATION STATEMENT POLICY NO: 2.1 ...................................................................................... 6 RECRUITMENT POLICY NO: 2.2 .................................................................................................................... 6 INTERVIEW TEAMS POLICY NO: 2.3 .............................................................................................................. 7 EMPLOYEE CLASSIFICATION POLICY NO: 2.4 ................................................................................................. 7 ASSIGNMENT POLICY NO: 2.5...................................................................................................................... 7 PRE-EMPLOYMENT REQUIREMENT POLICY NO: 2.6 ......................................................................................... 7 EMPLOYMENT REQUIREMENTS POLICY NO: 2.7 .............................................................................................. 7 OPEN HOUSE/SPECIAL SCHOOL RELATED EVENTS POLICY NO: 2.8 .................................................................. 7 PROVISIONAL EMPLOYEE POLICY NO: 2.9 ..................................................................................................... 7 SUBJECT: NEPOTISM POLICY NO: 2.10 ......................................................................................................... 8 TRANSFER POLICY NO: 2.11 ........................................................................................................................ 8 ACTING APPOINTMENT POLICY NO: 2.12....................................................................................................... 8 PERFORMANCE APPRAISAL POLICY NO: 2.13 ................................................................................................. 8 PERFORMANCE IMPROVEMENT POLICY NO: 2.13-1 ......................................................................................... 8 PROBATION POLICY NO: 2.13-2 ................................................................................................................... 9 DISMISSAL POLICY NO: 2.13-3 .................................................................................................................... 9 SMOKE FREE WORKPLACE POLICY NO: 2.14 ................................................................................................ 10 SUBSTANCE ABUSE CONTROL POLICY NO: 2.15 ........................................................................................... 10 TESTING POLICY NO: 2.16 ........................................................................................................................ 10 INSPECTION AND SEARCHES POLICY NO: 2.17 ............................................................................................ 10 REHABILITATION POLICY NO: 2.18............................................................................................................. 10 NOTIFICATION OF AN INDICTMENT OR COMPLAINT POLICY NO: 2.19 ............................................................ 10 IMPLEMENTATION POLICY NO: 2.20 ........................................................................................................... 11 INDICTMENT OR OFFICIAL COMPLAINT POLICY NO: 2.21 .............................................................................. 11 PERSONNEL RECORDS POLICY NO: 2.22 ..................................................................................................... 11 CONVICTION OF A FELONY VIOLATION POLICY NO: 2.23 .............................................................................. 11 CONTACT WITH CHILDREN POLICY NO: 2.24 ............................................................................................... 11 TELEPHONE CALLS AND MAIL USAGE POLICY NO: 2.25 ................................................................................. 11 SOCIAL MEDIA GUIDELINES FOR FACULTY & STAFF POLICY NO: 2.26 ............................................................ 12 PERSONNEL RECORDS POLICY NO: 2.27 ..................................................................................................... 12 EMPLOYMENT REFERENCES POLICY NO: 2.28 .............................................................................................. 13 EMPLOYMENT VERIFICATION POLICY NO: 2.29 ............................................................................................ 13 HEALTH AND SAFETY POLICIES: POLICY NO: 3.0 ......................................................................................... 13 ACCIDENTS POLICY NO: 3.1 ...................................................................................................................... 13 BLOOD BORNE PATHOGENS POLICY NO: 3.2 ............................................................................................... 14 CHILD ABUSE AND CRIMINAL CLEARANCE POLICY NO: 3.3 ........................................................................... 14 HEALTH APPRAISAL POLICY NO: 3.4 ........................................................................................................... 14 REPORTING SUSPECTED CHILD ABUSE POLICY NO: 3.5 ................................................................................ 14 UNIVERSAL PRECAUTIONS POLICY NO: 3.6 ................................................................................................. 14 WORKPLACE SAFETY POLICY NO: 3.7 ......................................................................................................... 15 SAFETY PROCEDURES POLICY NO: 3.7-1 ..................................................................................................... 15 VISITORS POLICY NO: 3.7-2 ...................................................................................................................... 16 HOURS OF ATTENDANCE/WORK SCHEDULES POLICY NO: 4.0 ........................................................................ 16 OVERTIME POLICY NO: 4.1 ........................................................................................................................ 18 EMERGENCIES POLICY NO: 4.1-1 ............................................................................................................... 19 NON EMERGENCIES POLICY NO: 4.1-2 ........................................................................................................ 19 EMERGENCY CLOSING POLICY NO: 4.2 ....................................................................................................... 19 PAYROLL POLICY NO: 5.0 .......................................................................................................................... 19 ON-THE-JOB EXPENSES POLICY NO: 5.1 ..................................................................................................... 19 PAY ADVANCES POLICY NO: 5.2 ................................................................................................................. 19 PAYROLL DEDUCTIONS POLICY NO: 5.3 ...................................................................................................... 19 COMPENSATION PLAN POLICY NO: 6.0 ....................................................................................................... 20 EMPLOYEE BENEFITS POLICY NO: 6.1 ......................................................................................................... 20 TUITION SUBSIDY FOR EMPLOYEE CHILDREN POLICY NO: 6.2 ....................................................................... 20 CAREER DEVELOPMENT POLICY NO: 6.3 ..................................................................................................... 21 HOLIDAYS POLICY NO: 6.4 ........................................................................................................................ 21 PERSONAL AND SICK DAYS POLICY NO: 6.5 ................................................................................................ 21 LEAVE OF ABSENCE POLICY NO: 6.6 ........................................................................................................... 22 BEREAVEMENT LEAVE POLICY NO: 6.6-1 ..................................................................................................... 22 FAMILY AND MEDICAL LEAVE POLICY NO: 6.6-2........................................................................................... 22 LEAVE WITHOUT PAY POLICY NO: 6.6-3 ...................................................................................................... 25 JURY AND WITNESS DUTY POLICY NO: 6.7 .................................................................................................. 25 EMERGENCY RESPONDER LEAVE POLICY NO: 6.8 ......................................................................................... 25 4

STATUTORY SHORT TERM DISABILITY POLICY NO: 6.9 ................................................................................. 26 FAMILY LEAVE INSURANCE BENEFITS POLICY NO: 6.10 ................................................................................ 26 VIOLENCE AND SEXUAL ASSAULT VICTIMS LEAVE POLICY POLICY NO: 6.11 ................................................... 26 MILITARY LEAVE AND REDEPLOYMENT POLICY POLICY NO: 6.12 .................................................................... 26 CONFIDENTIALITY POLICY NO: 7.0 ............................................................................................................. 27 CONFIDENTIALITY OF CHILDREN'S AND FAMILIES' INFORMATION POLICY NO. 7.1 .......................................... 27 CONFIDENTIALITY OF EMPLOYEE'S INFORMATION POLICY NO. 7.2 ................................................................ 27 CONFIDENTIALITY OF CEDAR HILL PREPARATORY SCHOOL INFORMATION — E-MAIL POLICY NO: 7.3 ................ 28 CONFLICT OF INTEREST POLICY NO: 8.0 ..................................................................................................... 28 EMPLOYEE DECORUM POLICY NO. 9.0 ......................................................................................................... 28 PERSONAL APPEARANCE POLICY NO: 9.1 .................................................................................................... 29 EMPLOYEE'S PERSONAL ITEMS POLICY NO: 9.2 ........................................................................................... 30 NON-FRATERNIZATON POLICY NO: 9.3 ....................................................................................................... 30 EMPLOYEE CONFLICT RESOLUTION POLICY NO: 9.4 ..................................................................................... 30 NON SOLICITATION POLICY NO: 9.5........................................................................................................... 30 OUTSIDE EMPLOYMENT POLICY NO: 9.6...................................................................................................... 31 CONFLICT OF INTEREST POLICY NO: 9.7 ..................................................................................................... 31 POLITICAL ACTIVITIES POLICY NO: 9.8 ...................................................................................................... 31 DISCIPLINARY ACTION POLICY NO: 9.9 ...................................................................................................... 31 REPRIMAND POLICY NO: 9.9-1................................................................................................................... 31 WARNING POLICY NO: 9.9-2 ..................................................................................................................... 31 INVESTIGATORY SUSPENSION POLICY NO: 9.9-3......................................................................................... 31 TERMINATION POLICY NO: 9.9-4 ............................................................................................................... 32 SEXUAL HARASSMENT/ABUSE POLICY NO: 10.0........................................................................................... 33 DISCIPLINARY POLICY POLICY NO. 11.0 ..................................................................................................... 41 THE TEACHER’S OATH ...............................................................................................................................43 CONFIDENTIALITY - FROM A PARENT'S POINT OF VIEW ................................................................................44 GETTING TO KNOW YOU - STUDENT FORM ..................................................................................................45 GENERAL EMPLOYMENT POLICIES POLICY 2.0 ..............................................................................................46 FACT SHEET 17D: EXEMPTION FOR PROFESSIONAL EMPLOYEES UNDER FSLA (SEE POLICIES NOS. 2.4 AND 4.1) 51 FACT SHEET #46: DAYCARE CENTERS AND PRESCHOOLS UNDER FSLA (SEE POLICIES NOS. 2.4, 4.1, AND 6.6-2)54 JOB DESCRIPTIONS POLICY NO. 2.5 ...........................................................................................................56 TEACHER EVALUATION PARAMETERS POLICY NO. 2.13 .................................................................................65 SOCIAL MEDIA GUIDELINES FOR FACULTY & STAFF POLICY NO: 2.26 .............................................................68 HEALTH AND SAFETY POLICY 3.0 ................................................................................................................70 PLAYGROUND RULES .................................................................................................................................70 KEEPING IT CLEAN....................................................................................................................................70 EMPLOYEE BENEFITS POLICY NO. 6.0..........................................................................................................71 DEFINITIONS TO ACCOMPANY HEALTH CARE PROVIDER CERTIFICATION FORM POLICY NO. 6.1-1 ....................71 APPLICATION FOR FAMILY OR MEDICAL LEAVE (POLICY 6.6-2) ......................................................................72 EMPLOYER RESPONSE TO FMLA REQUEST (POLICY NO. 6.6-2) .......................................................................73 EMPLOYER RESPONSE TO FMLA REQUEST (POLICY NO. 6.6-2) .......................................................................73 (FAMILY AND MEDICAL LEAVE ACT OF 1993) ...............................................................................................73 NOTICE OF INTENTION TO RETURN FROM LEAVE POLICY NO. 6.6-2 ...............................................................75 ABUSE PREVENTION .................................................................................................................................76 EMPLOYEE AGREEMENT .............................................................................................................................78 KNOW YOUR RIGHTS; SEXUAL HARRASSMENT .............................................................................................79 DISCIPLINARY POLICY POLICY NO. 11.0 ......................................................................................................84 MANAGEMENT TIPS FOR NEW TEACHERS ....................................................................................................87 EMPLOYEE ACKNOWLEDGMENT ..................................................................................................................89

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CEDAR HILL PREP INTRODUCTION

POLICY NO: 1.0

Welcome to Cedar Hill Prep! This manual, while not an implied or expressed contract, states in general terms the conditions and benefits of employment for your guidance. It is the policy of Cedar Hill Prep LLC that all employees are employed at the will of the agency. We place special emphasis at Cedar Hill Prep on our employees as individuals and recognize that no manual can cover all situations. It is our hope that everyone will be able to achieve the highest level of performance and job satisfaction possible. This manual, nor any other communication, shall bind Cedar Hill Prep to continued employment.

The purpose of this manual is to set forth the personnel and administrative policies relative to the employees of Cedar Hill Prep. It also explains benefits which you may receive as an employee. You are encouraged to discuss any questions you may have with the Executive Director or Principal.

This manual shall be amended from time to time in accordance with Policy No:1.2. It is your responsibility to keep your manual updated. Revisions and changes shall be supplied to you and will be available as soon as possible after adoption. As an employee “at will” with the ability by law to resign at any time, we hope to provide a work environment which will stimulate you to remain with Cedar Hill Prep. Likewise, the employer may discharge an employee at will with or without cause and without notice at any time. It is further understood that this “at will” employment relationship may not be changed by any written document or by any conduct unless such change is specifically acknowledged in writing and signed by an authorized executive of Cedar Hill Prep.

MISSION STATEMENT

POLICY NO: 1.1

The mission statement of Cedar Hill Prep is to:   

Establish the school as a premier educator from Preschool – Grade 8 Provide a secure environment for children Collaborate with businesses and institutions to conduct research and development of educational methodologies

ADOPTING AND AMENDING POLICIES

POLICY NO: 1.2

This policy manual will be reviewed at least every year. Recommendations for change to the policy manual should be directed to the Executive Director or Principal in writing.

GENERAL EMPLOYMENT POLICIES

POLICY NO: 2.0

(See Appendix: Sample Teacher/Employee Contract)

Cedar Hill Prep attempts to employ people who are the best qualified to do the job. Employment shall be on the basis of proven competence or potential ability as indicated by scholastic and/or vocation training, personal attitude, and prior work experience in accordance with the qualifications and essential job functions listed in the job description.

The employment of all persons shall be contingent upon the approval of the Director or Principal. As an employee “at will” with the ability by law to resign at any time, we hope to provide a work environment which will stimulate you to remain with the program. Likewise, the employer may discharge any employee at will with or without cause and without notice at any time. It is further understood that this “at will” employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing and signed by an authorized executive of Cedar Hill Prep.

NON-DISCRIMINATION STATEMENT

POLICY NO: 2.1

Cedar Hill Prep is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. Cedar Hill Prep strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, nationality, national origin or ancestry, ethnicity, sex (including pregnancy), gender (including gender nonconformity, status as a transgender individual, gender identity or expression), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, sexual orientation, affectional orientation, marital status, civil union status, and domestic partnership status, atypical hereditary cellular or blood trait or any other characteristic protected under applicable federal, state, or local law. All Cedar Hill Prep employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment..

RECRUITMENT

POLICY NO: 2.2

All position vacancies shall be listed in area newspapers or other advertising media. This policy is not a guarantee that a current staff member (or parent) will be hired.

Staff must have successfully completed 1 year of employment prior to applying for any position in the school. All applicants must complete an application form and submit proof of qualifications.

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INTERVIEW TEAMS

POLICY NO: 2.3

All candidates will be interviewed by the Director or Principal for the position. All hiring is subject to the approval of the Director or Principal.

EMPLOYEE CLASSIFICATION

POLICY NO: 2.4

(See Appendix: Fact Sheet #17D - Exemption for Professional Employees under FLSA and Fact Sheet # 46 - Daycare Centers & Preschools under FLSA) 1.

2.

3.

4.

5.

6.

Full time Employee: A person who is employed for 40 hours per week.

Part time Employee: A person who is employed for less than 40 hours per week.

Full year Employee: A person who is employed on a Full or Part Time basis for 52 weeks per year.

Part year Employee: A person who is employed on a Full or Part Time basis for less than 52 weeks per year.

Long-Term Substitute: A person hired for a temporary period exceeding 2 weeks and for a specific purpose. Long-Term substitutes will not be eligible for benefits, with the exception of paid holidays, which occur during their assigned employment period.

Short-Term Substitute: A person hired for a daily and/or weekly period to fill a vacancy created by the absence of a staff person. Short-Term substitutes will not be eligible for benefits.

ASSIGNMENT

POLICY NO: 2.5

(See Appendix for specific Job Descriptions)

The quality and efficiency of the services that we provide to the students and their families is of prime importance to Cedar Hill Prep.

The need for your particular position (including location, hours, duties, etc.) has been carefully planned prior to your employment and/or assignment. However, all employees must work overtime when assigned, and may be appointed to other job assignments as required in order to meet our mission and to comply with licensing requirements. Only nonexempt employees shall be compensated for any overtime hours worked. Your supervisor will give you as much notice as possible of changes in your normal work schedule or duties, and such requests will be assigned as equitably as possible among all employees.

PRE-EMPLOYMENT REQUIREMENT

POLICY NO: 2.6

Cedar Hill Prep will require an applicant to provide information about all felony and misdemeanor convictions and information about all pending criminal charges, including deferred adjudication. If the applicant refuses to provide information, the interview process will be terminated. The references and employment history of the applicants will be checked before Cedar Hill Prep offers employment. If there is evidence or reasonable suspicion of substance abuse or misuse, the applicant will be disqualified from further employment consideration.

EMPLOYMENT REQUIREMENTS

POLICY NO: 2.7

Cedar Hill Prep will check with the police to obtain information about all pending criminal charges, including deferred adjudication of all current Cedar Hill Prep employees. Cedar Hill Prep Administration will advise all new employees of the program's policy to check with the police for evidence of a criminal history.

OPEN HOUSE/SPECIAL SCHOOL RELATED EVENTS

POLICY NO: 2.8

Open Houses are held periodically by the school to promote the school and open the environment to the public. It is our expectation that every teacher understands that this event is a collective effort that benefits all of us; hence, participation is mandatory for the event.

Back-to-School Night/Special Events showcase the day-to-day efforts of the teacher; hence, teachers are expected to plan these events and solicit active participation from the parents.

Teacher/Employees will also attend Curriculum Night, Open Houses, orientations, institutes, workshops, parent/Teacher/Employee conferences, and other professional meetings required by the administration. No additional compensation will be provided for observing these hours or attendance at these events unless the Teacher/Employee is nonexempt and on an hourly pay rate. Teacher/Employees will need to get a written agreement for special work timings due to extenuating circumstances

PROVISIONAL EMPLOYEE

POLICY NO: 2.9

Definition of Provisional Employee: An employee will be provisional for up to 90 days of employment when initially hired or placed in a new position. At the same time, Cedar Hill Prep will evaluate the provisional employee's performance to determine if she or he meets the standards set by Cedar Hill Prep. Provisional employees shall not be eligible to use paid sick leave, vacation, personal, or any other form of paid absence excluding designated holidays.

The provisional period may be extended up to 30 days, only by approval of the Director and/or the Principal and only where it is deemed necessary and appropriate. In all cases of requests to extend an employee's provisional period, the Executive Director or Principal must submit a performance appraisal and the reason for extension, and the length of extension that is recommended. Requests for extension cannot be submitted after the provisional period concludes. Upon successful 7

completion of the provisional period, the Director and/or Principal will recommend retention of the employee. The recommendation must be accompanied by a completed final provisional performance appraisal. Upon approval by the Director or Principal, the employee will attain regular employment status and thereby will be deemed eligible for those benefits provided to regular employees of the same classification. Should the provisional employee not be recommended for regular status, the employee will be terminated from Cedar Hill Prep's service no later than the last day of the provisional period or any extension thereof.

Employment may be terminated at any time during the provisional period with or without cause.

All employment documentation required must be provided by the employee prior to acquiring regular employment status.

NEPOTISM

POLICY NO: 2.10

Cedar Hill Prep recognizes that family members of current employees may seek employment at Cedar Hill Prep. To promote a productive environment, free from conflicts of interest as well as favoritism and unfair advantage, whether perceived or real, Cedar Hill Prep has adopted the following rules and guidelines related to employment of family members, as defined below. This policy applies to all Cedar Hill Prep employees, regardless of rank or title.

For the purpose of this policy, immediate family shall include any of the following persons: Husband Wife Mother Father Sister Brother Daughter Son

Mother-in-law Father-in-law Son-in-law Daughter-in-law Step-child Step-parent Aunt Uncle

Niece Nephew Brother-in-law Sister-in-law Grandmother Grandfather Granddaughter Grandson

Any person residing in the employee's immediate household.

Family members of current employees may be a valuable source of qualified applicants. However, members of the same family will only be allowed to work in the same classroom with the approval of the Director or Principal.

No person shall hold a job over which a member of her or his immediate family exercises supervisory authority.

TRANSFER

POLICY NO: 2.11

Voluntary Transfer: Written request from employees for transfer within job classification may be considered by the Director or Employees may apply for any vacant position within Cedar Hill Prep for which they are qualified in accordance with Policy No: 2.2 and will receive the same consideration as any applicant for the position.

Involuntary Transfer: As program needs vary from time to time, Cedar Hill Prep reserves the right to change an employee's position and/or job location.

Employees who refuse transfer may be subject to termination.

ACTING APPOINTMENT

POLICY NO: 2.12

Cedar Hill Prep may appoint an employee to fill a position on a temporary basis.

The employee may receive a salary adjustment during the acting appointment to compensate for additional duties and responsibilities as determined by the Director, on a case by case basis.

The employee will automatically return to her or his previous position and salary when the acting appointment is completed.

PERFORMANCE APPRAISAL

(See Appendix: Teacher Evaluation Parameters & Summary Page)

PERFORMANCE IMPROVEMENT

POLICY NO: 2.13 POLICY NO: 2.13-1

Performance improvement may be suggested whenever Cedar Hill Prep’s Director or Principal believes that an employee's performance is less than satisfactory and can be resolved through adequate counseling. Corrective counseling is completely at the discretion of Cedar Hill Prep Administration. The Executive Director or Principal, in their sole discretion, may warn, reassign, suspend, or discharge any employee at will, whichever it chooses and at any time.

The Administrator will determine the course of action best suited to the circumstances.

Verbal Counseling — As the first step in correcting unacceptable performance or behavior, the Administrator should review pertinent job requirements with the employee to ensure his or her understanding of them. The Administrator should consider the severity of the problem, the employee's previous performance appraisals and all of the circumstances 8

surrounding the particular case. Stating that a written warning, probation or possible termination could result if the problem is not resolved should indicate the seriousness of the performance or misconduct. The employee should be asked to review what has been discussed to ensure his or her understanding of the seriousness of the problem and the corrective action necessary. The Administrator should document the verbal counseling for future reference immediately following the review.

Written Counseling — If the unacceptable performance or behavior continues, the next step should be a written warning.

Certain circumstances, such as violation of a widely known policy or safety requirement, may justify a written warning without first using verbal counseling. The written warning defines the problem and how it may be corrected. The seriousness of the problem is again emphasized, and the written warning shall indicate that probation or termination or both may result if improvement is not observed. Written counseling becomes part of the employee's personnel file, although the Director or Principal may direct that the written warning be removed after a period of time, under appropriate circumstances.

The Performance Improvement policy does not apply to reductions in force or during a probationary period.

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

PROBATION

POLICY NO: 2.13-2

If the problem has not been resolved through written counseling or the circumstances warrant it, or both, the individual should be placed on probation. Probation is a serious action in which the employee is advised that termination will occur if improvement in performance or conduct is not achieved within the probationary period. The employee's supervisor, after review of the employee's corrective counseling documentation, will determine the length of probation. Typically, the probation period should be at least two weeks and no longer than 60 days, depending on the circumstances. A written probationary notice to the employee is prepared by the Executive Director or Principal. The letter should include a statement of the following:       

The specific unsatisfactory situation A review of oral and written warnings The length of probation The specific behavior modification or acceptable level of performance Suggestions for improvement A scheduled counseling session or sessions during the probationary period A statement that further action, including termination, may result if defined improvement or behavior modification does not result during probation. “Further action” may include, but is not limited to, reassignment, reduction in pay, grade or demotion.

The Administrator should personally meet with the employee to discuss the probationary letter and answer any questions.

The employee should acknowledge receipt by signing the letter. If the employee should refuse to sign, the Administrator may sign attesting that it was delivered to the employee and identifying the date of delivery. The probationary letter becomes part of the employee's personnel file.

On the defined probation counseling date or dates, the employee and Administrator will meet to review the employee's progress in correcting the problem which led to the probation. Brief written summaries of these meetings should be prepared with copies provided to the employee.

At the completion of the probationary period, the Administrator will determine whether the employee has achieved the required level of performance and will consider removing the employee from probation, extending the period of probation or taking further action. The employee is to be advised in writing of the decision. Should probation be completed successfully, the employee should be commended, though cautioned, that any future recurrence may result in further disciplinary action.

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

DISMISSAL

POLICY NO: 2.13-3

Dismissal is defined as Involuntary Termination for substandard performance or misconduct; or Layoff is defined as Involuntary Termination due to reduction of the work force or elimination of a position.

In any case involving an employee dismissal, a release should be signed upon review with Cedar Hill Prep legal counsel.

Substandard Performance – An employee may be discharged if his or her performance is unacceptable. The Administrator shall have counseled the employee concerning performance deficiencies, provided direction for improvement, and warned the employee of possible termination if performance did not improve within a defined period of time. The Administrator is expected to be alert to any underlying reasons for performance deficiencies.

A rating less than 3 in the Teacher Evaluation Form and no evidence of improvement will result in Involuntary Termination for substandard performance.

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Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

SMOKE FREE WORKPLACE

POLICY NO: 2.14

All facilities, grounds, and vehicles of Cedar Hill Prep are Smoke Free Environments. Smoking is prohibited in any of these areas.

Violation of this policy will result in disciplinary action.

SUBSTANCE ABUSE CONTROL

POLICY NO: 2.15

Cedar Hill Prep Administration shall take necessary measures to assure that the use of alcohol or unauthorized substance by employees does not endanger the health, safety, and security of our children, employees, volunteers, Cedar Hill Prep premises, and the entire Cedar Hill Prep operation.

The unlawful manufacture, distribution, dispensation, possession, concealment, transportation, sale or use of unauthorized substances on Cedar Hill Prep premises, vehicles, or while conducting program business off-site are absolutely prohibited.

The presence of an unauthorized substance(s) in an employee's system while on Cedar Hill Prep premises, vehicles, or while conducting Cedar Hill Prep business off premises is also strictly prohibited. Unauthorized substances include illegal drugs, unauthorized drugs, and drug paraphernalia. The abuse or misuse of alcohol, prescription drugs, or over the counter drugs which have been legally obtained is also strictly prohibited on Cedar Hill Prep premises, or while conducting Cedar Hill Prep business off premises.

The unauthorized possession or use of alcohol on or in Cedar Hill Prep premises is also prohibited. Violation of this policy will lead to termination of employment.

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

TESTING

POLICY NO: 2.16

If there is a reasonable suspicion of substance abuse or misuse because the employee's behavior or health appears to endanger the health, safety, or well-being of the children, Cedar Hill Prep will require testing of the employee. Confirmed positive tests of urine, blood or expired air, or refusal to submit to testing or refusal of permission to release substance testing information to appropriate management, will be the basis for termination of employment. Substance testing is not a part of Cedar Hill Prep’s ongoing evaluation program. Substance testing may be required (1) where reasonable suspicion exists to warrant such testing; or (2) where necessary to comply with federal, state, or local regulations.

Selections of quality controlled laboratories, standards and procedures for testing, chain of custody, verification of test results, retention of specimen where applicable are the responsibilities of the Cedar Hill Prep Director and Principal. The Cedar Hill Prep Director or Principal will be assisted by a Medical Specialist in the selection of appropriate laboratories for substance abuse testing.

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

INSPECTION AND SEARCHES

POLICY NO: 2.17

Cedar Hill Prep has the right to require employees, while on duty or on Cedar Hill Prep premises, including parking lots, to agree to inspections of Cedar Hill Prep property, vehicles, as well as the offices, desks and file cabinets assigned to them. If an employee withholds consent to such an inspection, the Cedar Hill Prep Administration will terminate employment.

REHABILITATION

POLICY NO: 2.18

A referral to a rehabilitation program will be offered to the employee who uses drugs. Such a referral or participation in a rehabilitation program will not prevent termination of employment.

Former employees who have participated in a counseling program and other related services and have demonstrated a successful recovery from dependency of drugs and alcohol will be considered for employment with Cedar Hill Prep.

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

NOTIFICATION OF AN INDICTMENT OR COMPLAINT

POLICY NO: 2.19

Employees are required to notify the Director and/or Principal of the Cedar Hill Prep of any criminal drug conviction no later than 24 hours after such a conviction. The Principal must notify the Executive Director if an employee has been indicted or if there is a complaint within 8 hours after receiving such notice. Further, the Director must notify the State Department of 10

Human Services Licensing Division of an employee incident or complaint within 24 hours or on the next work day. The Director will notify the employee of termination of employment due to violation of the Cedar Hill Prep Substance Abuse Policy, the New Jersey Minimum Standards, the New Jersey Controlled Substance Act, and the Federal Drug-Free Workplace Act of 1988.

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

IMPLEMENTATION

POLICY NO: 2.20

It is the responsibility of the Director to implement the Cedar Hill Prep Substance Abuse Policy. Cedar Hill Prep is committed to (1) Teaching the facts about drugs and alcohol, (2) Explaining the Cedar Hill Prep Abuse policy, (3) Addressing drug problems during employee meetings, (4) Raising employee awareness to the drug problem in the workplace, (5) Presenting a unified and visible commitment toward a drug-free workplace, and (6) Promoting a drug-free lifestyle.

INDICTMENT OR OFFICIAL COMPLAINT

POLICY NO: 2.21

The School must ensure that a person who is indicted, or the subject of an official criminal complaint accepted by a county or district attorney alleging she or he committed a felony violation of any law intended to control the possession or distribution of any substance included as a controlled substance in the New Jersey Controlled Substance Act, must not be at the center while children are in care and must not have contact with the children in care until the charges are resolved.

PERSONNEL RECORDS

POLICY NO: 2.22

Cedar Hill Prep will maintain personnel records for all employees and ensure that each employee's record includes a statement from the employee providing information about all felony and misdemeanor convictions, and all pending criminal charges, including deferred adjudication.

CONVICTION OF A FELONY VIOLATION

POLICY NO: 2.23

No one may serve as a Director or employee of Cedar Hill Prep who has been convicted of a felony violation of any law intended to control the possession or distribution of any substance included as a controlled substance in the New Jersey Controlled Substance Act.

CONTACT WITH CHILDREN

POLICY NO: 2.24

A person convicted of a felony violation of any law intended to control the possession or distribution of any substance included as a controlled substance in the New Jersey Controlled Substance Act must not be at the Cedar Hill Prep campus while children are in care and must not serve in any capacity where there is contact with children in care. People whose behavior or health appears to endanger the health, safety, or well-being of children must not be at Cedar Hill Prep.

People must not smoke in the children's presence or consume alcohol when children are on campus.

People who appear to be under the influence of alcohol or other drugs must not be on the campus when children are present.

PERSONNEL ACTION Violation and conviction of any law intended to control the possession or distribution of a controlled substance will lead to termination of employment as consistent with state licensing requirements for Cedar Hill Prep.

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

TELEPHONE CALLS AND MAIL USAGE

POLICY NO: 2.25

Employees are not permitted to make outgoing personal telephone calls during work hours unless authorized to do so by the Director or Principal.

Employees are not permitted to receive personal telephone calls during work hours except in the case of emergency. The Cedar Hill Prep mail and telephone facilities are intended for conducting the business of Cedar Hill Prep and are not meant for personal use.

Every time you make or receive a business telephone call, you are the Cedar Hill Prep representative to the person on the other end of the line. Good telephone techniques to follow include the following:      

Answer promptly and courteously.

Identify yourself.

Keep your conversation business like and brief, avoiding prolonged chats.

Transfer incoming calls to the appropriate party courteously and quickly.

Have someone take your calls when you are away from your desk.

Take messages accurately and relay them to the person as soon as possible.

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Answer questions thoroughly to ensure that the caller has received the information requested.

Be available to respond to clients' calls to ensure good client service and to minimize the cost of return calls.

Close your conversation with a pleasant “good-bye.”

Be effective but efficient, keeping in mind that the use of our telephones is very important to our client service but is also an expensive overhead item.

SOCIAL MEDIA GUIDELINES FOR FACULTY & STAFF

POLICY NO: 2.26

(See Appendix for detailed Policy) PERSONAL RESPONSIBILITY  Cedar Hill Prep employees are personally responsible for the content they publish online. Be mindful that what you publish will be public for a long time. Protect your privacy.  Your online behavior should reflect the same standards of honesty, respect, and consideration that you use face-toface.  When posting to your blog, be sure you say that the information is representative of your views and opinions and not necessarily the views and opinions of Cedar Hill Prep. See Blogging Rules.  Remember that blogs, wikis, and podcasts are an extension of your classroom. What is inappropriate in your classroom should be deemed inappropriate online.  The lines between public and private, personal and professional are blurred in the digital world. By virtue of identifying yourself as a Cedar Hill Prep employee online, you are now connected to colleagues, students, parents and the school community. You should ensure that content associated with you is consistent with your work at Cedar Hill Prep.  When contributing online, do not post confidential student information.  Faculty are prohibited from engaging in any social media communications with students.  All email communications from teachers to students and/or parents must be pre-approved by Cedar Hill Prep administration.

DISCLAIMERS  Cedar Hill Prep employees must include disclaimers within their personal blogs that the views are their own and do not reflect on their employer. For example, "The postings on this site are my own and don't necessarily represent Cedar Hill Prep's positions, strategies, opinions, or policies."  This standard disclaimer does not by itself exempt Cedar Hill Prep employees from a special responsibility when blogging.  Classroom blogs do not require a disclaimer, but teachers are encouraged to moderate content contributed by students.

COPYRIGHT AND FAIR USE  Respect copyright and fair use guidelines. See U.S. Copyright Office - Fair Use.  A hyperlink to outside sources is recommended. Be sure not to plagiarize, and give credit where it is due. When using a hyperlink, be sure that the content is appropriate and adheres to the Cedar Hill Prep Acceptable Use Policy.  It is recommended that blogs be licensed under a Creative Commons Attribution 3.0 United States License.

PROFILES AND IDENTITY  Remember your association and responsibility with Cedar Hill Prep in online social environments. If you identify yourself as a Cedar Hill Prep employee, ensure your profile and related content is consistent with how you wish to present yourself with colleagues, parents, and students. How you represent yourself online should be comparable to how you represent yourself in person.  No last names, school names, addresses or phone numbers should appear on blogs or wikis.  Be cautious how you set up your profile, bio, avatar, etc.  When uploading digital pictures or avatars that represent yourself, make sure you select a school appropriate image.

Adhere to Employee Handout Book Guidelines as well as your Acceptable Use Policy. Also, remember not to utilize protected images. Images should be available under Creative Commons or your own.

Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any state or federal labor law, including the National Labor Relations Act.

PERSONNEL RECORDS

POLICY NO: 2.27

A confidential file will be maintained on each employee containing all employment related documents such as the employment application, resume, job and salary history, performance appraisals, disciplinary action, general correspondence and other documents that pertain to employment with Cedar Hill Prep. To comply with the Americans with Disabilities Act, Cedar Hill Prep keeps all medically related information in a separate confidential file.

Any false statements made by employees on their employment applications or personnel records will result in disciplinary action, including termination.

An employee may have access to her or his file during normal business hours upon request to the Director or Principal.

Personnel files may not be removed from the Cedar Hill Prep office.

An employee may make a request for photocopies of documents in her or his personnel record to the Executive Director or Principal.

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We also urge all employees to NOT KEEP PERSONAL ITEMS IN THE SCHOOL. IF SO, YOU NEED TO KEEP A FILE WITH AN ATTACHED PHOTOGRAPH OF IT AND KEEP THIS IN THE OFFICE. NO ITEM WILL BE PERMITTED FROM BEING TAKEN OFF OF THE SCHOOL PREMISES WITHOUT SUCH A RECORD. Expenses submitted after the last working day of the month in which they are incurred will be paid on a deferred basis.

YOU ARE NOT PERMITTED TO TAKE ANY SCHOOL MATERIALS or CURRICULUM TO YOUR HOME. IF SO, YOU NEED TO SIGN THEM OUT OF THE PREMISES AND SIGN IN WHEN YOU BRING THEM BACK. WE WILL CHARGE YOU FOR THE COST OF MATERIALS IF WE FIND THEM MISSING.

EMPLOYMENT REFERENCES

POLICY NO: 2.28

Requests for references should be directed to either the Director or Principal. Cedar Hill Prep will release information regarding positions held and length of employment for reference purposes. In order to release any additional information regarding employment, the employee must provide a signed release. Confidential information will only be provided with the employee's express written permission. All requests for references must be in writing. Cedar Hill Prep will not provide information by telephone.

EMPLOYMENT VERIFICATION

POLICY NO: 2.29

From time to time employees may request Cedar Hill Prep to verify employment, position held, salary, address, and other information for credit and other purposes. These requests must be made either to the Director or Principal. Requests for employment verification sent to any other employee may create a delay in releasing the information. Unauthorized employees are strictly prohibited from responding to any request for employment verification. All requests will be answered by either the Director or Principal.

All requests must be made in writing. Cedar Hill Prep will not verify employment by telephone. The request must include the employee's written authorization to release or verify any information.

Occasionally Cedar Hill Prep receives subpoenas for employee information. Cedar Hill Prep is required by law to release the information requested in the subpoena and will comply with any subpoena it receives.

HEALTH AND SAFETY POLICIES

POLICY NO: 3.0

(See Appendix: Playground Rules and Guidelines to Keeping the Facilities Clean) Persons contracting the following diseases, or having knowledge of a child or other employee with the following conditions must notify the Executive Director or Principal immediately. Adults and children with these conditions will not be admitted to Cedar Hill Prep.

• • • • • • • • •

AIDS Diarrhea German Measles (Rubella) Hepatitis A Measles ( Rubella) Pink Eye (Conjunctivitis) Ringworm Shingles Tuberculosis

• • • • • • • • •

Chicken Pox • Diphtheria • Gonorrhea • Hepatitis B • Meningitis • Pinworms • Scabies • Strep Throat • Whooping Cough (Pertussis)

ACCIDENTS

CMV (Cytomeglo virus) infection Fifth Disease Head Lice HIB Mumps Poliomyelitis Scarlet Fever Syphilis

POLICY NO: 3.1

In order to protect your claim for compensation and/or minimize Cedar Hill Prep and its employee's liability, all injuries or accidents occurring during employment, no matter how minor, must be reported to the Executive Director or Principal immediately.

All employees are covered by Workers' Compensation Insurance and must seek treatment for accidents and injuries as required by the plan. Employees will be required to provide information regarding the accident or injury to the Executive Director or Principal in writing, on an accident report form, within 24 hours of the accident.

Employees who are placed on Workers' Compensation will be notified in writing of the status of the position, status of health insurance benefits, and their responsibilities while on Workers' Compensation.

Accidents involving children must be reported immediately to the Executive Director or Principal. Employees will be required to complete an accident injury report for these incidents. These documents will become a part of the student's record.

Accidents involving parents or visitors must be reported immediately to the Executive Director or Principal. Employees will be required to complete an accident injury report for these incidents. These documents will become part of the School's record.

Waiting period

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Under the New Jersey workers’ compensation program, employees are compensated for absences due to work-related injuries or illnesses only after the time lost from the workplace is more than seven (7) calendar days. This is the seven (7) calendar day waiting period and is applicable to any one injury or illness. The seven (7) calendar day waiting period of disability does not need to follow the accident immediately or be consecutive.

BLOOD BORNE PATHOGENS

POLICY NO: 3.2

The Blood Borne Pathogens Policy covers all employees who may “reasonably anticipate” coming into contact with human blood and other potential infectious materials, which includes any body fluid that is visibly contaminated with blood.

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Employees may in the course of their daily activities come into contact with potentially infectious materials. Those situations are but not limited to the following:  Providing assistance after an accident has occurred with children, employees, parents and/or volunteers  Assisting children during medical procedures, e.g., nose bleeds, times of illness, etc.  Handling of potentially infectious material such as soiled clothing and tissues All employees must adhere to the Universal Precaution Policy.

If an employee or volunteer has been exposed to a blood borne pathogen during the course of the school day, she or he must notify the Executive Director immediately.

After the exposure has been reported to the supervisor, Cedar Hill Prep will make available to the employee or volunteer laboratory tests and follow-up medical evaluation which documents the circumstances of the exposure.

Hepatitis B vaccine shall be available to employees within 24 hours after possible exposure to blood borne pathogens and other potentially infectious materials.

Cedar Hill Prep will provide any required blood borne pathogen training.

CHILD ABUSE AND CRIMINAL CLEARANCE

POLICY NO: 3.3

State law mandates that all new employees have current (less than 3 months old) clearances from State Police and the New Jersey Division of Youth and Family Services.

When an employee is hired, she or he must provide the current clearances or copies of the completed clearance application.

These documents will become a part of the personnel record.

HEALTH APPRAISAL

POLICY NO: 3.4

All employees will be required to obtain a health physical prior to employment in compliance with DFS regulations.

Employment at Cedar Hill Prep is conditional upon receipt of a satisfactory health physical at the initiation of employment.

Health physicals will be maintained as a part of the employee's medical information file which is a part of her or his personnel record.

The position description with the essential job functions is a critical part of the Health Appraisal. A copy of the position description is attached to the Health Appraisal.

Detailed physical and mental abilities for each position will be listed on the position description. These essential job functions will be discussed with you at time of hire and from time to time during your employment. Cedar Hill Prep reserves the right to amend and change these essential job functions at any time.

Employees will be required to execute an acknowledgment of the essential job functions prior to employment and at other times during their employment.

Employees who fail to provide the required health physical will be subject to termination.

REPORTING SUSPECTED CHILD ABUSE

POLICY NO: 3.5

(See Appendix: Abuse Prevention Policy No. 10) Employees of Cedar Hill Prep are required by law to report any suspected incidences of child abuse or neglect. Violation of this policy will result in disciplinary action and possible criminal sanctions.

Please refer to the Appendix for additional information about child abuse and neglect procedures. Copies of these procedures can be obtained from the Executive Director or Principal upon request.

UNIVERSAL PRECAUTIONS

POLICY NO: 3.6

The Center for Disease Control suggests that schools adopt some simple procedures to reduce the risk of transmission of all viruses and bacteria-related infections. The following procedures reduce the possibility of transmission of a variety of infectious diseases and should be implemented on a consistent basis for all children (regardless of whether the school is aware of the presence of an infected individual or not).

1. Wash hands regularly. Hand washing is the best way to protect both the child and caregiver. Use the recommended hand washing technique:  Use antibacterial liquid soap and scrub hands vigorously for 1 minute.  Scrub tops of hands, palms, between fingers and under nails.  Rinse under water with hands pointed down.  Dry hands with paper towels.

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 Turn off the water faucet with a towel before disposing of it.

A solution of one part bleach to 10 parts water should be used regularly in all routine cleaning of areas, food service areas and following any accidents or spills.

Wear disposable gloves while cleaning up blood, bloody saliva, urine, feces or vomit, especially if there is a skin rash or open cut on your hands. If skin contact is made with these substances, wash the affected areas with soap under running water.

Care should be taken to cover any open sores on children and care providers.

Supervise toilet-trained children to ensure that they wash their hands well after using the rest room.

Clean up blood and bloody fluids on surfaces with 1 part ordinary household bleach diluted in 10 parts water. The bleach solution should be fresh and used on the day it is made. Isopropyl alcohol, Lysol disinfectant, and hydrogen peroxide can also be used.

All toys should be routinely cleaned with a mild bleach solution or sanitized in a dishwasher.

Have mouth pieces or resuscitation bags on hand to minimize the need for mouth-to-mouth resuscitation in an emergency.

WORKPLACE SAFETY

POLICY NO: 3.7

Cedar Hill Prep strives to provide a safe workplace for all employees.

All employees are expected to be safety-conscious and to assist the Executive Director in finding conditions on the premises that might cause an accident. Unsafe conditions, no matter how slight, are to be reported to the Executive Director immediately. Horseplay and practical joking can result in serious injuries; therefore, anyone engaging in horse play or practical joking will be subject to discipline and possible dismissal.

Employees are asked to help keep the surroundings as neat and orderly as possible. Trash receptacles located throughout the building are to be used for all litter from lunches, scraps, and so forth. These receptacles must be covered at all times and should be emptied as needed throughout the day.

Employees must be keenly aware of their environment and persons who have entered the facility. Anyone who is not recognized should be questioned regarding the nature of her or his visit. Strangers should be escorted to the door. If you are uncertain or feel jeopardized, seek the assistance of the Executive Director, Principal, or co-worker.

Former employees are not permitted on the property of Cedar Hill Prep without permission. If a former employee returns to the property, notify the Executive Director or Principal immediately. Former employees will be asked to leave the premises.

Local police will be called, if necessary.

All employees must be familiar with and adhere to the rules for releasing children.

Any unusual incidents should be documented and brought to the attention of your supervisor immediately.

All employees are asked to be conscious of health, cleanliness, safety and fire prevention at all times.

Violation of this policy may result in disciplinary action, including termination.

SAFETY PROCEDURES

POLICY NO. 3.7-1

Cedar Hill Prep will adhere to the following safety guidelines:    

Fire Drills are conducted on a monthly basis.

Emergency Exit plans are posted in each classroom. All fire safety equipment including the sprinkler systems, hydrants and extinguishers are inspected as per the Fire Department. The certifications are posted in the office.

A First Aid Kit is readily available in the classroom and in the office.

In case of injury, a report will be made of the incident. The parent will receive a copy.

Children will be supervised at all times while attending the School.

FIRE/SECURITY DRILLS Cedar Hill Prep will have at least one fire drill and one school security drill each month within school hours, including during the summer months when School is open. Students, faculty, staff and visitors in the building should follow the applicable instructions.

FIRE DRILL PROCEDURE  Hear the Fire Alarm.  Windows and Doors should be closed.  Students will line up quietly and be escorted by the teacher to the predetermined gathering area. All students will be accounted for by taking attendance.  Teachers will carry with them their Emergency Contacts binder.  All students/staff/teachers will ONLY return to the building at the command of the Emergency Responder or Administrator.

SECURITY DRILLS PROCEDURE CATEGORY 1 – LOCKDOWN/ACTIVE SHOOTER 15

Pay attention to hear the announcement – “LOCKDOWN” or “ACTIVE SHOOTER” Follow the instructions as they apply, based on your location  CLASSROOM - Proceed to the designated place within the classroom.  HALLWAY - Proceed to the nearest room.  OUTDOORS IN THE CAMPUS – quickly enter the nearest building.  ALL BUILDINGS LOCKED – Proceed swiftly to the Swim Club.  BATHROOM – Proceed to the nearest classroom. If the classroom door is locked, go back to the bathroom and hide quietly in the stall.

All teachers will have to lock the classroom door, shut off lights, close shades and gather the children away from the door and windows. DO NOT ANSWER THE DOOR FOR ANYONE. Teachers need to ensure children are composed. Await announcement that declares the “all clear signal”, or an announcement of “EVACUATE”. If you are asked to “evacuate,” follow directions for “EVACUATION.” CATEGORY 2 – EVACUATION  Pay attention to hear the announcement – “EVACUATION”.  Follow the FIRE DRILL PROCEDURE for exiting the building.  All students/staff will be lead off campus to Cedar Hill Pool Club area behind the school property. Teachers will carry the emergency contacts binder and take attendance of all present.  All parents will be directed to the Ukrainian Cultural Center, 135 Davidson Ave, Somerset, NJ where a school representative will update them on the situation.

CATEGORY 3 – BOMB THREAT  Pay attention to hear the announcement – “BOMB THREAT.”  Follow the FIRE DRILL PROCEDURE for exiting the building.  Students will line up quietly and be escorted by the teacher to the LOW ROPES AREA. All students will be accounted for by taking attendance.  Teachers will carry with them their Emergency Contacts binder.  All students/staff/teachers will ONLY return to the building at the command of the Emergency Responder or Administrator.

VISITORS

POLICY NO: 3.7-2

The safety regulations for visitors should be established in accordance with the building safety regulations. Law enforcement or government officials, including health or fire inspectors, shall be directed immediately to the Executive Director or Principal who shall determine proper governmental authority, review court orders or subpoenas, and assist the law enforcement or government officials in a manner which provides full cooperation with minimal disruption to Cedar Hill Prep operations.

HOURS OF ATTENDANCE/WORK SCHEDULES

POLICY NO: 4.0

Employees will be advised of their usual work schedule at the time of hire. Hours of attendance have been carefully planned and employees are required to work the hours and days for which they have been scheduled. Temporary and permanent schedule changes may be necessary to effectively utilize staff. Employees who refuse a schedule change will be subject to disciplinary action, including termination. If you are unable to report to work for any reason, you must notify your immediate supervisor or the Executive Director by 6 a.m. that morning. Failure to notify in a timely manner will be considered an un-excused absence and will be subject to disciplinary action. Employees will not be permitted to use available leave time for an un-excused absence.

SCHOOL HOURS: Regular Schedule: School opens at 8:00 am.

Preschool Schedule:

8:00 am- 3:00 pm

Pre-K & Kindergarten:

8:00 am – 3:00 pm

Grades 1 – 2

8:00 am – 3:00 pm

Grades 3 – 4

8:30 am – 3:30 pm

Grades 5 – 8

8:00 am – 4:00 pm

DELAYED OPENING SCHEDULE: (Shorter periods, but same daily schedule) School will open at 10:00 am for Middle School School will open at 10:30 am for Grades 1 - 4 School will open at 11:00 am for Preschool – Kindergarten

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EARLY DISMISSAL SCHEDULE:

(Shorter periods, but same daily schedule) Early Dismissal: School ends at 1:30 pm for Preschool - Kindergarten Early Dismissal: School ends at 2:00 pm for Elementary School Early Dismissal: School ends at 2:30 pm for Middle School

DAILY LIFE (Preschool / Pre-Kindergarten) ARRIVAL Drop off times should be between 8:00 am and 8:30 am. Students are to be brought to the Multi-purpose Room and signed in by the parents.

All students are to be in their classrooms by 8:30 am. Children not present by 8:30 am when class begins will be marked late.

If a student arrives before 8:00 am, he/she must report to the Before-Care Program held in the Multi-purpose Room; the family will be charged the Before-Care fee. There is adult supervision from 7:00 am until 8:30 am.

Students arriving late must go with their parents to their respective classroom.

DAILY SCHEDULE AND DISMISSAL PROCEDURES Begin Day

8:30 am

Lunch (in M.P. room)

12:00 – 12:30 pm

Preschool 1/2 day Dismissal

1:00 pm

End of the Day for the Preschool & Pre-K

3:00 pm

DAILY LIFE (Elementary School) ARRIVAL All students are to be in their classrooms by 8:30 am.

Drop off times should be between 8:00 am and 8:30 am. If a student arrives before 8:00 am, he/she must report to the Before-Care Program held in the Multi-purpose Room, and you will be charged the “Before Care” fee. There is adult supervision from 7:00 am until 8:30 am.

Students arriving late will be marked “tardy” by the class teacher.

DAILY SCHEDULE Begin Day

8:30 am

Lunch (in M.P. Room)

11:30 am – 12:00 pm (K-2) 12:30 – 1:00 pm (3-4)

End of the day for Kindergarten

2:30 pm

Car Pickup – 2:30 pm

CHP Bus Pickup – 3:30 pm

End of the day for Grade 1-2

3:00 pm

Car Pickup – 3:00 pm

Bus pickup – 3:30 pm

End of the day for Grade 3-4

3:30 pm

Car Pickup – 3:30 pm

Bus pick up – 3:30 pm

DAILY LIFE (Middle School) ARRIVAL All students are to be in their classrooms by 8:00 am. Children not present by 8:05 am when class begins will be marked late.

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Drop off times should be between 7:30 am and 7:55 am.

There is adult supervision from 7:00 am until 8:00 am.

Students arriving late will be marked “tardy” by the class teacher.

DAILY SCHEDULE Begin Day

8:00 am

Lunch

1:00 – 1:30 pm

End of the day for Grade 5-8

4:00 pm

Car Pickup – 4:00 pm

Bus pickup – 4:00 pm

REGULAR DISMISSAL Your child’s safety is our foremost concern. Procedures for arrivals and departures have been developed to assure the safety and well-being of everyone at the School. Your cooperation in complying with these procedures is appreciated.

Parents are to use only the Multi-purpose Room for arrival drop off/dismissal time pick up.

A child will not be permitted to leave with any person other than those designated in writing by the parent. Photo identification will be checked for any designated person picking up the child. There will be no exceptions to this policy. No student may walk or ride their bicycle home without proper notification to the School and a consent form signed by the parent.

If there are any changes to those authorized to pick up your child, or if you will be car-pooling with other parents, please advise the School in writing; include the names and phone numbers of the members of the car-pool as well as the schedule.

CAR LANE Children being picked up by car will meet their rides in front of the building under the “Canopy”. Parents are asked to form a line within the parking lot in order to facilitate the pick-up. For longer waits and/or visits into the building, parents must use a parking space. They are not to leave cars unattended in the pick-up lane.

DISMISSAL - SPECIAL CIRCUMSTANCES RELEASE OF STUDENTS Students are released to the parent/guardian of record only. A parent/guardian must give advance written notice to the school when requesting a child be released to other designated persons. School personnel may require persons who are requesting to pick up children from school to show proper identification.

If a student must leave school early or there is to be a change in normal transportation, parents must send a note to their class teacher, no emails please, explaining the reason. Included in the note should be the exact time of departure and name of the person picking up the child (must be in the emergency contact list). Students who leave early must meet their parents at the Front Desk where parents must sign their child out in the Sign-Out Book.

If a parent is unavoidably delayed for dismissal time, the teacher will take the child to the Aftercare Program after 15 minutes. Parents are requested to call if not arriving on time, and the child will be automatically taken to the Aftercare Program. An Administrative person needs to be informed about the alternate arrangements in terms of care taker and time of pick up and then convey that to the Aftercare personnel.

LEAVING SCHOOL GROUNDS AND EARLY DISMISSAL No student shall be permitted to leave school prior to dismissal at the request of or in the company of anyone other than a school employee, a police officer or court official with judicial authority or the parents of the student unless the written permission of the parent or guardian of record is first secured. Parents or guardians may have access to the student or may grant permission to allow the student to leave school prior to dismissal unless the school has been provided with evidence that there is a legally binding instrument or court order governing such matters as divorce, separation or custody that provides to the contrary.

No student shall be sent from school grounds to perform an errand or act as a messenger.

OVERTIME

POLICY NO: 4.1

(See Appendix: Fact Sheet # 17 D- Exemption for Professional Employees Under FLSA; Fact Sheet # 46 – Daycare Centers & Preschools Under FLSA) Employees will be notified at the time of hire as to whether they are classified as “exempt” or “non-exempt” as determined by the Fair Labor Standards Act. This policy addresses payment for overtime for non-exempt employees. Exempt and nonexempt are defined as follows:

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Exempt: Employees not eligible to receive overtime pay. Their salary covers all hours worked. Exempt employees are paid to accomplish a job regardless of the number of hours required.

Non-Exempt: Hourly and salaried employees eligible to receive overtime pay pursuant to Fair Labor Standards Act. The nature of the duties and responsibilities of some non-exempt employees may require overtime work from time to time. Overtime work should be considered an exceptional situation. Overtime occurs after a non-exempt employee has accumulated 40 work hours in a week. Overtime may be required when it is not possible to adjust staffing patterns and work schedules in the following types of circumstances. (See Policies No. 4.1-1, 4.1-2)

EMERGENCIES   

POLICY NO: 4.1-1

The unexpected absence of an employee whose position must be filled to avoid a disruption of necessary services.

The necessity of immediately performing an unexpected heavier than normal volume of work.

Situations that create operational disruption including, but not limited to, heavy snow storms or disruption of utilities.

NON-EMERGENCIES

POLICY NO: 4.1-2

To provide essential staffing when vacancies exist because of the unavailability of qualified applicants to perform work that cannot be performed during normal working hours without disrupting necessary activities.

If a non-exempt employee is required to work overtime hours, the employee will receive monetary compensation (11/2 times the employee's normal hourly wage rate) for the additional hours worked as prescribed by wage and hour laws. Only the time actually worked will be considered for overtime pay.

All overtime must be approved by the employee's immediate supervisor prior to working the overtime hours. In cases when obtaining prior approval is not possible, such as situations involving child contact, the employee must obtain the supervisor's approval as soon as possible following the overtime hours.

EMERGENCY CLOSING

POLICY NO: 4.2

Due to severe weather conditions or other emergency situations, there may be times when Cedar Hill Prep may be closed.

Emergency closing is at the discretion of the Executive Director and the Principal of the school.

In the event of severe weather conditions, Cedar Hill Prep will generally follow the local school district in determining whether or not to close the school, or observe a delayed opening. Employees will be informed by phone and are requested to visit the school website for emergency closing information.

Other Emergencies: Other situations, including, but not limited to, electrical power failure, lack of water, lack of heat or air conditioning, hazardous road conditions, or other situations which may endanger the safety or health of children and employees, may result in Cedar Hill Prep being closed at the discretion of the Executive Director or Principal. Employees will be advised of their obligations in these situations.

If Cedar Hill Prep is closed for the day, the employee will be paid as per employment contract. If the facility is open and an employee is unable to get to work, he/she should notify the Executive Director prior to their scheduled start time. This time off will be considered an excused absence and the employee will be paid only if leave has been accumulated. Otherwise, the absence will be unpaid.

PAYROLL

(See Appendix: Fact Sheet # 17C – Exemption for Administrative Employees under FLSA)

POLICY NO: 5.0

The workweek begins Sunday 12:01 am and ends on Saturday 12:00 midnight. Employees will be paid biweekly. The deposit schedule will be given to each employee for their convenience.

ON-THE-JOB EXPENSES

POLICY NO: 5.1

All employees purchasing items for the School will be reimbursed 100% of the cost as long as the purchase has been authorized by the Executive Director prior to the actual purchase, and receipts documenting the expense are submitted.

PAY ADVANCES

POLICY NO: 5.2

It is our policy to decline all requests for early paychecks or pay advances for personal reasons.

PAYROLL DEDUCTIONS

POLICY NO: 5.3

The following mandatory deductions will be made from every employee’s gross wages: federal income tax, Social Security FICA tax, and applicable state taxes.

Every employee must fill out and sign a federal withholding allowance certificate, IRS Form W-4, on or before his or her first day on the job. This form must be completed in accordance with federal regulations. The employee may fill out a new W-4 at any time when his or her circumstances change. Employees who paid no federal income tax for the preceding year and who expect to pay no income tax for the current year may fill out an Exemption from Withholding Certificate, IRS Form W19

4E. Employees are expected to comply with the instructions on Form W-4. Questions regarding the propriety of claimed deductions may be referred to the IRS in certain circumstances. Other optional deductions include the portion of group health insurance not paid by Cedar Hill Prep, which is deducted from each payroll check.

Every employee will receive an annual Wage and Tax Statement, IRS Form W-2, for the preceding year on or before January 31. Any employee who believes that his or her deductions are incorrect for any pay period, on Form W-2, should check with the Accounting Department immediately.

COMPENSATION PLAN

POLICY NO: 6.0

Cedar Hill Prep recognizes four parts of compensation: base wage, variable compensation (based on merit and cost of living raises), employee benefits, and long term disability insurance. It is the intent of Cedar Hill Prep to pay wages and provide for merit and/or cost of living increases as well as maintain various employee benefits; however, the ability to do so depends entirely on the funds received by Cedar Hill Prep. These amounts are often not known until well into any fiscal year or are fixed at the previous year’s level of funding. The positions in Cedar Hill Prep are varied requiring the employment of individuals with varied skills, backgrounds, education, and experience. Employees are prohibited from discussing their compensation plan with other employees at Cedar Hill Prep. Violations of this policy will result in immediate termination.

EMPLOYEE BENEFITS

POLICY NO: 6.1

Cedar Hill Prep will offer benefits to employees based on available funding. Each employee will be advised at the time of hire of the benefits for which they are eligible. Employees will be notified of additional benefits and their eligibility during the course of employment.

Insurance: Cedar Hill Prep offers all full-time employees a group medical insurance plan. Each employee in the plan will receive a booklet completely detailing its policies, procedures, and benefits. Each full-time employee will have the option to join or waive participation. The employee shall select the range of coverage when enrolling in the plan, e.g. employee only, full family, medical, dental, etc. The employee shall pay 50 percent of the coverage, to be deducted on a pre-tax basis at each pay period, and Cedar Hill Prep shall pay 50 percent. Note that coverage rates are reevaluated and adjusted by the insurance company on an annual basis.

(See Appendix for related Health Care Information: DEFINITIONS TO ACCOMPANY HEALTH CARE PROVIDER CERTIFICATION FORM POLICY NO. 6.1-1) Eligibility 1. The employee is a full-time employee.

2. The employee is eligible for coverage effective on the first of the month following the date of full-time employment.

Changes to the employee’s health insurance benefits can be made at any time for reasons of life-event changes such as the birth of a child, divorce, loss of coverage through the spouse’s employer, etc. All other changes can only take place during the open enrollment period [May] which is the month prior to Cedar Hill Prep’s insurance anniversary date of [June]. Cedar Hill Prep has the right to change insurance companies or to modify or terminate eligibility requirements, benefits, or coverage at any time.

Disclaimer Any description of employee benefits in this employee handbook only summarizes the provisions of a formal benefit Plan document and does not attempt to cover all of the details contained in the Plan document. The operation of the Plan, including events making you eligible or ineligible for benefits, the amount of benefits to which you (or your beneficiaries) may be entitled, and actions you (or your beneficiaries) must take to request and support a claim for benefits will be governed solely by the terms of the official Plan document. To the extent that any of the information contained in this [employee handbook/description of employee benefits], a summary plan description ("SPD") or any information you receive orally is inconsistent with the official Plan document, the provisions set forth in the Plan document will govern in all cases. If you wish to review the Plan document, please refer to the section of the SPD for this benefit plan entitled "YOUR RIGHTS", which discusses your ability to review the Plan document.

Vacation Vacation will not be offered to employees since this school operates only for 10 months. All salaried employees will be paid their remuneration through the summer.

TUITION SUBSIDY FOR CHILDREN OF EMPLOYEES

POLICY NO: 6.22

To attract and retain employees, Cedar Hill Prep allows employees to enroll their children at a discounted rate, provided they meet all the admission criteria. Payment for the tuition may be deducted directly from the employee’s paycheck. The cost of tuition for the employees is 50% of the standard enrollment rate.

Employee’s non-enrolled children are permitted upon School property with the approval of the Executive Director or Principal.

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CAREER DEVELOPMENT

POLICY NO: 6.3

Cedar Hill Prep encourages staff development and will seek to provide opportunities for individuals through supervision, inservice training, staff meetings, and attendance at special training programs, conferences, and workshops. Employees who are attending conferences, workshops, and meetings will be reimbursed 50% of any registration fees if the course costs more than $300. Meal reimbursement is at the discretion of the Executive Director. Employees must receive prior approval in order to receive payment for these expenses.

Whenever an employee attends a training event, he/she will be required to submit a training report within 5 days of the training. The training report will be placed in the employee’s personnel record. Employees will also need to submit an implementation plan for the classroom, and provide a date for “supervisor and peer observation.”

If the employee has been cited for non-compliance, the expenses incurred by the School will be deducted from the employee’s salary.

HOLIDAYS

POLICY NO: 6.4

All employees will be granted the holidays listed in the Cedar Hill Prep calendar of school closures. Employees will be paid for their regularly scheduled hours for the day on which Cedar Hill Prep is closed for any holiday as holiday pay (except hourly employees and specialists). Employees who are not regularly scheduled to work on a holiday will not receive any pay for the holiday. Because of the nature of some duties of the School’s operations, some employees may be required to work on a holiday. All holiday work must receive prior approval from the employee’s supervisor.

PERSONAL AND SICK DAYS

POLICY NO: 6.5

All employees are eligible for 2 personal days, 6 months after the date of hire. Temporary employees are not eligible for personal leave. Employees may not carry over accrued but unused personal days. Any accrued but unused personal days will be forfeited at the end of the calendar year.

SICK DAYS Cedar Hill Prep provides employees with 5 paid sick days during the school year. If the absence is foreseeable, employees must provide advance notice of at least seven (7) calendar days, advising of the date their leave is set to begin and the expected duration. If the leave is not foreseeable, employees are requested to call to notify Cedar Hill Prep as soon as practicable and inform the School of their intended absence. This is to make sure arrangements can be made for substitute employees.

Employees may not carry over accrued but unused sick days. Any accrued but unused sick days will not be paid out to the employee at the end of the calendar year.

Paid sick leave may be used by an employee for the following purposes: 

Diagnosis, care, treatment of, or recovery from, a mental or physical illness, injury or other adverse health conditions, or for preventative medical care of the employee



Caring for a family member during diagnosis, care, treatment of, or recovery from, a mental or physical illness, injury or other adverse health conditions, or for preventative medical care of the employee’s family member



Absence(s) necessary due to the employee or employee’s family member being a victim of domestic or sexual violence, if the earned sick leave is used for: o

medical attention needed to recover from physical or psychological injury or disability caused by domestic or sexual violence

o

services from a designated domestic violence agency or other victim services organization

o

psychological or other counseling

o

relocation

o

other legal services, including obtaining a restraining order or preparing for, or participating in, any civil or criminal legal proceeding related to the domestic violence or sexual violence



Time needed after the closure of the employee’s workplace or the school/place of care of the employee’s child by order of a public official or other public health emergency, or if a public health authority issues a determination that the presence of the employee or their family member would jeopardize the health of others



Attending a school-related function of the employee’s child requested or required by the school responsible for the child’s education, or attending a meeting concerning the care provided to the child in connection with the child’s health conditions or disability

It is in the best interests of an employee who is ill or injured that the employee not remain at work. It is the Executive Director’s or Principal’s responsibility to send the employee home if the employee is incapacitated.

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Employees are encouraged to make their routine doctor or dentist appointments before arriving for work or after leaving work for the day, if possible. If time off is required for such appointments, arrangements should be made in advance with the Executive Director or Principal.

An employee is expected to notify the Principal at the beginning of each workday during illness or injury.

Exceptions to this include a serious accidental injury or hospitalization, or when it is known in advance that the employee will be absent for a certain period of time.

The employee’s failure to report her or his absence could result in termination. Excessive absence, even though reported, may result in disciplinary action, which may lead to termination.

An employee out on sick leave for 3 or more consecutive working days may be required to submit to her/his supervisor a written statement from a physician indicating status/condition of illness and/or ability to return to work.

From the information provided by the employee or the physician, the Family and Medical Leave Policy may need to be considered. Cedar Hill Prep complies with the Family and Medical Leave Act and recognizes that employees are entitled to a leave of absence under certain conditions.

LEAVE OF ABSENCE

POLICY NO: 6.6

(See Appendix for all applicable Family and Medical Leave forms)

BEREAVEMENT LEAVE

POLICY NO: 6.6-1

When the death of a member of an employee’s family, as listed below, necessitates his/her absence from work, up to 5 days of unpaid leave may be granted by the Executive Director: Husband

Mother

Grandmother

Wife

Father

Grandfather

Son

Brother

Grandson

Daughter

Sister

Granddaughter

Anyone who permanently resides in the employee’s household When the death of a member of an employee’s family listed below necessitates his/her absence from work, up to 3 days of unpaid leave may be granted by the Executive Director: Mother-in-law

*Step-parent

Nephew

Father-in-law

*Step-child

Brother-in-law

Son-in-law

Aunt

Sister-in-law

Daughter-in-law

Uncle

Niece

*Step-parent/step-child will be entitled to 5 days of unpaid leave if step-child was reared by the employee or employee was reared by the step-parent.

FAMILY AND MEDICAL LEAVE

(See Appendix: Fact Sheet # 46 – Daycare Centers & Preschools under FLSA)

POLICY NO: 6.6-2

Cedar Hill Prep provides leave according to the Family and Medical Leave Act of 1993 (FMLA) and the New Jersey Family Leave Act (NJFLA), which provide for unpaid, job-protected leave to covered employees in certain circumstances.

Eligibility To qualify for FMLA leave, you must: (1) have worked for Cedar Hill Prep for at least 12 months, though it need not be consecutive; (2) worked at least 1,250 hours in the last 12 months; and (3) be employed at a work site that has 50 or more employees within 75 miles.

To qualify for NJFLA leave, you must have: (1) worked for Cedar Hill Prep for at least 12 months; and (2) worked at least 1,000 hours during the preceding 12 months.

If you have any questions about your eligibility for FMLA or NJFLA leave, please contact the Human Resources Department.

Leave Policy If eligible, you may take up to 12 or 26 weeks of family or medical leave under the FMLA, whichever is applicable (as explained below), within the relevant 12-month period defined below. If eligible for NJFLA leave, you may take up to a maximum of 12 weeks of leave within the relevant 24-month period defined below. While you are on leave, Cedar Hill Prep will maintain your group health insurance coverage at the same level and under the same circumstances as when you were actively working, as explained more fully under the section titled, Medical and Other Benefits. Upon returning from approved 22

leave, you have the right to be restored to the same job or an equivalent position, subject to the terms, limitations and exceptions provided by law.

Leave Entitlement You may take up to 12 weeks of unpaid FMLA leave in a 12-month period, which is defined as a calendar year for any of the following reasons: 

the birth of a son or daughter and in order to care for such son or daughter (leave to be completed within one year of the child's birth);



the placement of a son or daughter with you for adoption or foster care and in order to care for the newly placed son or daughter (leave to be completed within one year of the child's placement);



to care for a spouse, son, daughter, or parent with a serious health condition;



to care for your own serious health condition, which renders you unable to perform any of the essential functions of your position; or



a qualifying exigency of a spouse, son, daughter, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).

You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave to care for a spouse, son, daughter, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service, as defined by the FMLA's regulations (known as military caregiver leave).

You may take up to 12 weeks of unpaid NJFLA leave in a 24-month period, which is defined as two calendar years for any of the following reasons: 

the birth of a son or daughter and in order to care for such son or daughter (leave to be completed within one year of the child's birth);



the placement of a son or daughter with you for adoption or foster care and in order to care for the newly placed son or daughter (leave to be completed within one year of the child's placement);



to care for a spouse, civil union partner, son, daughter, or parent (including step-parent, foster parent, adoptive parent, parent-in-law) with a serious health condition.

Should you be eligible for leave under both the FMLA and the NJFLA, your leaves under both of these laws will run concurrently.

Both Spouses Employed by Cedar Hill Prep: Spouses who are both employed by Cedar Hill Prep and eligible for FMLA leave may be limited to a: 



Combined total of 12 weeks of leave during the 12-month period if leave is requested: o

for the birth of a son or daughter and in order to care for such son or daughter;

o

for the placement of a son or daughter with the employee for adoption or foster care and in order to care for the newly placed son or daughter; or

o

to care for an employee's parent with a serious health condition.

Combined total of 26 weeks in a single 12-month period if the leave is either for: o

military caregiver leave; or

o

a combination of military caregiver leave and leave for other FMLA-qualifying reasons.

Notice of Leave If your need for FMLA or NJFLA leave is foreseeable, you must give Cedar Hill Prep at least 30 days' prior written notice. If this is not possible, you must at least give notice as soon as practicable (within one to two business days of learning of your need for leave). Failure to provide such notice may be grounds for delaying protected leave, depending on the particular facts and circumstances.

Additionally, if you are planning a medical treatment or a series of treatments or you are taking military caregiver leave, you must consult with Cedar Hill Prep first regarding the dates of such treatment to work out a schedule that best suits the needs of both the employee or the covered military member, if applicable, and Cedar Hill Prep.

Where the need for leave is not foreseeable, you are expected to notify Cedar Hill Prep within one to two business days of learning of your need for leave, except in extraordinary circumstances. Cedar Hill Prep has Family and Medical Leave Act request forms available from the Human Resources Department. Please submit a written request, using this form, when requesting leave.

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Certification of Need for Leave If you are requesting leave because of your own or a covered relation's serious health condition, you and the relevant health care provider must supply appropriate medical certification. You may obtain Medical Certification forms from the Human Resources Department. When you request leave, Cedar Hill Prep will notify you of the requirement for medical certification and when it is due (at least 15 days after you request leave). If you provide at least 30 days' notice of medical leave, you should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of FMLA-covered leave until it is provided.

Cedar Hill Prep, at its expense, may require an examination by a second health care provider designated by Cedar Hill Prep.

If the second health care provider's opinion conflicts with the original medical certification, Cedar Hill Prep, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. Cedar Hill Prep may require subsequent medical recertification. Failure to provide requested certification within 15 days, if such is practicable, may result in delay of further leave until it is provided.

Cedar Hill Prep also reserves the right to require certification from a covered military member's health care provider if you are requesting military caregiver leave and certification in connection with military exigency leave.

Reporting While on Leave If you take leave because of your own serious health condition or to care for a covered relation, you must contact your Supervisor or the Human Resources Department prior to the beginning of each workweek regarding the status of the condition and your intention to return to work. In addition, you must give notice as soon as practicable (within two business days if feasible) if the dates of leave change or are extended or initially were unknown.

Leave Is Unpaid FMLA and NJFLA leave are unpaid. You will be required to substitute any accrued and unused sick days and personal days for unpaid FMLA or NJFLA leave as described below: o

If you request leave because of a birth, adoption, or foster care placement of a child, any accrued and unused paid leave will first be substituted for unpaid family/medical leave and run concurrently with your FMLA or NJFLA leave.

o

If you request leave because of your own serious health condition, or to care for a covered relation with a serious health condition, any accrued paid personal leave and sick leave will be substituted for any unpaid family/medical leave and run concurrently with your FMLA or NJFLA leave.

The substitution of paid leave time for unpaid leave time does not extend the 12 or 26 weeks (whichever is applicable) of the FMLA or the 12 weeks of the NJFLA leave period. In no case can the substitution of paid leave time for unpaid leave time result in your receipt of more than 100% of your salary. Your FMLA and NJFLA leave runs concurrently with other types of leave, for example, accrued vacation time that is substituted for unpaid FMLA or NJFLA leave. Where an employee is eligible for both FMLA and NJFLA leave, the periods of leave run concurrently.

Medical and Other Benefits During approved FMLA or NJFLA leave, Cedar Hill Prep will maintain your health benefits as if you continued to be actively employed. If paid leave is substituted for unpaid FMLA or NJFLA leave, Cedar Hill Prep will deduct your portion of the health plan premium as a regular payroll deduction. If your leave is unpaid, you must pay your portion of the premium through checks payable to Cedar Hill Prep. Your health care coverage will cease if your premium payment is more than 30 days late.

If your payment is more than 15 days late, we will send you a letter to this effect. If we do not receive your premium payment within 15 days after the date of this letter, your coverage may cease. If you elect not to return to work for at least 30 calendar days at the end of the leave period, you will be required to reimburse Cedar Hill Prep for the cost of the health benefit premiums paid by Cedar Hill Prep for maintaining coverage during your unpaid leave, unless you cannot return to work because of a serious health condition or other circumstances beyond your control.

Exemption for Key Employees Under the FMLA Key employees, defined as salaried and FMLA-eligible employees who are among the highest paid 10% of all employees at a worksite or within 75 miles of that worksite, may not be returned to their former or an equivalent position following FMLA leave if restoration of employment will cause substantial and serious economic injury to the operations of Cedar Hill Prep.

This fact-specific determination will be made by Cedar Hill Prep on a case-by-case basis. Cedar Hill Prep will notify you if you qualify as a key employee, if Cedar Hill Prep intends to deny reinstatement and of your rights in such instances.

Exemption for Key Employees Under NJFLA Key employees, defined as salaried and NJFLA-eligible employees who are among the highest paid 5% of all employees or the seven highest paid employees (whichever is greater), may be denied NJFLA leave if granting leave will cause substantial and grievous injury to the operations of Cedar Hill Prep. This fact-specific determination will be made by Cedar Hill Prep on a case-by-case basis. Cedar Hill Prep will notify you if you qualify as a key employee, if Cedar Hill Prep intends to deny leave and of your rights in such instances.

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Intermittent and Reduced Schedule Leave Under the FMLA If medically necessary, FMLA leave occasioned by a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.

If leave is unpaid, Cedar Hill Prep will reduce your salary based on the amount of time actually worked. In addition, while you are on an intermittent or reduced schedule leave, Cedar Hill Prep may temporarily transfer you to an available alternative position that better accommodates your leave schedule and has equivalent pay and benefits.

Intermittent and Reduced Schedule Leave under the NJFLA You may take NJFLA leave to care for a seriously ill family member: o

As a single block of time.

o

By reducing your normal weekly (but not daily) work schedule for no more than 24 consecutive weeks in a 24month period. Intermittently in increments lasting at least one week, but less than 12 weeks in a consecutive 12month period, when medically necessary.

Eligible employees must take NJFLA to care for a newly born or adopted child as a single block of time unless both employee and employer explicitly agree upon an intermittent or reduced leave schedule.

Returning From Leave If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work. Otherwise, you will not be permitted to resume work until it is provided.

LEAVE WITHOUT PAY

POLICY NO: 6.6-3

Employee’s work schedules have been established giving consideration to the student/teacher ratio, workloads, and coverage requirements. Employee absences have a detrimental effect on these conditions. While absence for illness and emergency situations may happen from time to time, employees will not be granted leave beyond their accrued vacation, sick, and personal leave as a standard practice. Emergency circumstances will be considered on a case by case basis. Leave without pay will only be granted in extenuating circumstances. Leave without pay must be approved by the Executive Director.

Leave without pay which has not been approved by the Executive Director or Principal will be considered a voluntary termination.

JURY AND WITNESS DUTY

POLICY NO: 6.7

Cedar Hill Prep recognizes that you have a civic responsibility when called for jury duty and will not penalize you because you are required to attend court for jury service. Cedar Hill Prep will grant employees time off for mandatory jury duty or court appearances as a witness when the employee must serve or is required to appear as a result of a court order or subpoena. A copy of the court order or subpoena must be supplied to the Executive Director or Principal when requesting time off.

The employee is entitled to full pay for each day of jury duty or service as a witness up to a maximum of 2 days per year, in addition to any other paid leave. However, time off for court appearances as a party to any civil or criminal litigation shall not be compensated, and the employee must arrange for time off without pay or use accrued vacation or personal leave for such appearances.

EMERGENCY RESPONDER LEAVE

POLICY NO: 6.8

Cedar Hill Prep will not terminate, dismiss, or suspend you if you are not able to report to work because you are serving as a protected volunteer emergency responder during a state of emergency declared by the President of the United States or the State of New Jersey, or if you are actively engaged in responding to an emergency alarm. You are not protected if, by law or contract, you are an essential employee.

You are a protected emergency responder if your official duties include responding to a fire or emergency call as: o

A member of a volunteer fire company.

o

A volunteer member of a first aid, rescue or ambulance squad.

o

A member of any county or municipal volunteer Office of Emergency Management.

You must provide Cedar Hill Prep with the following: o

Notice that you are providing emergency services at least one hour before you are scheduled to report to work.

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o

A certification from the incident commander or other official or officer in charge stating that you were actively engaged in and necessary for providing emergency services, and the date and time you were relieved from emergency duty as well as a copy of the incident report when you return to work.

You may use accrued personal days for time missed from work to serve as a volunteer emergency responder.

STATUTORY SHORT TERM DISABILITY

POLICY NO: 6.9

When you are unable to work because of a non-work-related accident or illness for a period in excess of seven days, you are eligible for New Jersey State Temporary Disability Benefits (TDB) for a maximum period set forth in New Jersey law, usually 26 weeks. Claim forms for TDB are available in the Human Resources Department.

FAMILY LEAVE INSURANCE BENEFITS

POLICY NO: 6.10

If you are taking leave to bond with a newborn or newly adopted child or to care for a family member (child, parent, spouse, domestic partner, or civil union partner) with a serious health condition, you may be eligible for New Jersey Family Leave Insurance (NJFLI) benefits from the state of New Jersey. Eligibility for benefits and the maximum weekly benefit are determined by the state of New Jersey.

Employees may be eligible for NJFLI benefits for up to six weeks. Cedar Hill Prep requires employees to use up to two weeks of accrued paid leave in lieu of the NJFLI benefits. Your job is not protected while you are receiving NJFLI benefits unless you are eligible for leave under the Family and Medical Leave Act or New Jersey Family Leave Act. Employees must provide Cedar Hill Prep with advance notice of need for leave, as follows: o

At least 30 days before leave to bond with a newborn or newly adopted child, unless the time of the leave is unforeseeable or the time of the leave changes for unforeseeable reasons.

o

In a reasonable and practicable manner for leave to care for a seriously ill family member on a continuous, nonintermittent basis, unless an emergency or other unforeseen circumstance precludes advance notice.

At least 15 days before leave to care for a seriously ill family member on an intermittent basis unless an emergency or other unforeseen circumstance precludes advance notice.

VIOLENCE AND SEXUAL ASSAULT VICTIMS LEAVE POLICY

POLICY NO: 6.11

In accordance with the New Jersey Security and Financial Empowerment Act, Cedar Hill Prep offers eligible employees unpaid domestic violence leave, for a qualifying reason, with a guarantee of restoration to the same or an equivalent position on return from leave. Employees must comply with the terms and conditions set forth in this policy.

To be eligible, employees must have worked for Cedar Hill Prep for at least 12 months and for at least 1,000 base hours in the 12-month period immediately preceding the leave. Eligible employees must take the 20 days of unpaid leave within one year of the qualifying event.

Eligible employees may take [unpaid] leave to: o o o o o o

Seek medical attention for physical or psychological injuries.

Obtain services from a victim services organization.

Obtain psychological or other counseling.

Seek legal assistance for you or your relative.

To attend, participate in, or prepare for a criminal or civil court proceeding relating to domestic abuse or sexual violence.

To participate in safety planning for temporary or permanent relocation.

Cedar Hill Prep may require employees to use accrued personal days.

MILITARY LEAVE AND REDEPLOYMENT POLICY

POLICY NO: 6.12

Cedar Hill Prep will provide the necessary time off to employees who must fulfill military obligations in any Armed Forces, National Guard, other uniformed services, or state military, as required by federal and state law. If employees return to work or apply for reemployment on a timely basis, they will be reinstated in accordance with federal and state law.

Military leave will be unpaid, except exempt employees who are paid on a salary basis will be paid for any workweek in which the employee performs work. In addition, employees may choose to use accrued vacation for military leave in lieu of unpaid leave.

If you need to take military leave, you must give advance notice of your service obligations to your supervisor, unless military necessity makes advance notice impossible. Military orders should be presented to your supervisor and arrangements for leave made as early as possible before the beginning of leave.

Additional information regarding military leave may be obtained from the Human Resources Department.

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CONFIDENTIALITY

POLICY NO: 7.0

This Confidentiality Policy has been adopted to assure confidentiality and protection of individual rights to privacy for children, families, and employees of Cedar Hill Prep. The individual dignity of children, families, and employees shall be respected and protected at all times in accordance with law.

Information about children, families, or employees must not be divulged to anyone other than persons who are authorized to receive such information. This policy extends to both internal and external disclosure.

It is the responsibility of all Cedar Hill Prep employees to safeguard sensitive School information. The nature of our business and the economic well-being of our community are dependent upon protecting and maintaining proprietary School information. Continued employment with the School is contingent upon compliance with this policy. Each School employee bears the responsibility for the orientation and training of his or her employees to ensure enforcement of School confidentiality.

Sensitive School information is defined as confidential information relating to processes, know-how, marketing data, pricing or salary information, business plans and strategies.

In consideration of their employment with Cedar Hill Prep, employees will be exposed to information and materials which are confidential and proprietary and of vital importance to the economic well-being of the School. Employees will not at any time disclose or use, either during or subsequent to their employment, any information, knowledge, or data which they receive or develop during their employment which is considered proprietary by Cedar Hill Prep. Such information, knowledge, or data includes the following which is by example only: processes, know-how, accounting or financial data, pricing or salary data, marketing data, business plans and strategies, customer or vendor lists.

Upon termination from Cedar Hill Prep, they must promptly return any and all documents containing the above information, knowledge or data, or anything relating thereto, to the School.

CONFIDENTIALITY OF CHILDREN'S AND FAMILIES' INFORMATION POLICY NO: 7.1         

All children's records must be locked in a secure file.

Access to children's records is limited to appropriate employees.

Children's records must not be removed from the school.

Children's records must never be left out on desks, tables, etc. where other people may have access to them.

Children's or families' private information must never be discussed among employees except on the “need to know” basis. Employees must be particularly aware of their surroundings when discussing this information. Special caution must be taken to be sure other children, families, or employees do not overhear information which is private.

Discussion of children's or families' information with volunteers, other families, friends, or community members is prohibited.

Information and documents which are considered confidential are medical records, educational records, special needs records, family records, financial records, and any other private information about the children or their families.

All requests for release of information will be coordinated by the Executive Director or Principal.

Information will only be released with the express written consent of the child's parent or legal guardian.

CONFIDENTIALITY OF EMPLOYEE'S INFORMATION POLICY NO: 7.2 Cedar Hill Prep recognizes our employees’ rights to privacy. In achieving this goal, the School adopts these basic principles:             

The collection of employee information will be limited to that which the company needs for business and legal purposes.

The confidentiality of all personal information in our records will be protected.

All records must be locked in a secure file.

Access to an employee's records is limited to appropriate employees.

All in-house employees involved in recordkeeping will be required to adhere to these policies and practices. Violations of this policy will result in disciplinary action.

Internal access to employee records will be limited to those employees having an authorized, business-related, needto-know basis. Access may also be given to third parties, including government agencies, pursuant to court order or subpoena.

An employee's records must not be removed from the school.

An employee's records must never be left out on desks, tables, etc., where other people may have access to them.

An employee's private information must never be discussed among employees except on the “need to know” basis.

Employees must be particularly aware of their surroundings when discussing this information. Special caution must be taken to be sure other children, families, or employees do not overhear information which is private.

Discussion of an employee's information with volunteers, families, friends, or community members is prohibited.

Information and documents which are considered confidential are medical records, educational records, employment records, financial or pay records, and any other private information about the Employee.

All requests for release of information will be coordinated by the Executive Director or Principal.

Cedar Hill Prep will refuse to release personal information to outside sources without the express written consent of the employee, unless legally required to do so.

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CONFIDENTIALITY OF CEDAR HILL PREP INFORMATION — E-MAIL POLICY NO: 7.3 Company computers and e-mail system are company property.

All employees are expected to use good judgment in using electronic mail and to avoid indiscretions such as offensive or inappropriate messages or any other message Cedar Hill Prep deems inappropriate. E-mail messages should be used for business and not for soliciting outside business ventures or other matters unrelated to the Cedar Hill Prep's affairs. Misuse of e-mail may result in disciplinary action up to and including termination.

VIOLATION OF CONFIDENTIALITY POLICY Any employee who violates the Confidentiality Policy will be subject to disciplinary action up to and including termination.

CONFLICT OF INTEREST

POLICY NO: 8.0

A conflict of interest insofar as it may affect Cedar Hill Prep, is defined as an activity or interest which is inconsistent with or opposed to the legitimate best interest of Cedar Hill Prep. It is the policy of Cedar Hill Prep that all Executive Directors, contractors/consultants and employees will avoid personal transactions or situations in which their personal interest will or will appear to conflict with those of Cedar Hill Prep. For the purpose of this policy, a member of an immediate family shall include any of the following persons: Husband

Mother

Grandmother

Wife

Father

Grandfather

Son

Brother

Grandson

Daughter

Sister

Granddaughter

Mother-in-law

Step-parent

Nephew

Father-in-law

Step-child

Brother-in-law

Son-in-law

Aunt

Sister-in-law

Daughter-in-law

Uncle

Niece

Any person residing in the employee's immediate household.

Conflict of interest occurs whenever an employee permits the prospect of or indirect personal gain to influence improperly her or his judgment or action that is in conflict with the best interest of Cedar Hill Prep. The following are representative but not inclusive:      

No employee shall do business with a member of her or his family on behalf of Cedar Hill Prep unless the circumstances of the proposed relationship have been clearly reviewed by the Executive Director or Principal and has been deemed to have no potential or inherent conflict of interest qualities.

All employees must deal with suppliers, contractors, customers, and all other persons doing business with Cedar Hill Prep in the best interest of Cedar Hill Prep without favor or preference based on personal consideration.

No employee shall misuse privileged information or reveal confidential data to outsiders for the purpose of personal gain or any other activity other than for the School.

No employee shall deal with Cedar Hill Prep or with one of Cedar Hill Prep's clients or suppliers as a representative of another firm or for her or his account.

No employee shall participate in the selection, award or administration of a contract where to her or his knowledge she or he or her or his immediate family has a financial interest.

No employee shall solicit or accept or offer gratuities, favors, or anything of monetary value from other employees or persons receiving benefits or services or from contractors or potential contractors for personal gain or inherent conflict of interest.

EMPLOYEE DECORUM

POLICY NO. 9.0

As representatives of Cedar Hill Prep, employees are expected to represent themselves in a professional manner at all times. This includes one’s personal appearance and propriety.

The Director and Principal believe that the purpose of the employee decorum policy is to improve employee performance and customer service. As such, the policy shall serve as a guide for supervisors and employees and shall be used to correct employee behavior and performance that does not meet standards.

As the basic standard of fairness at Cedar Hill Prep, employees are to be informed of the types of behavior expected of them and the rules, regulations, policies, procedures, and practices by which they must abide. Corrective actions result from failure to abide by the standards. It is the policy of Cedar Hill Prep that the standards of conduct for employees be equitably enforced.

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Each employee is expected to conduct her/himself in a manner befitting her or his status as an employee of Cedar Hill Prep.

She or he shall refrain from actions or public announcements which reflect adversely upon the School. Employees shall exercise prudence and discretion in regard to all official business of Cedar Hill Prep.

Corrective Actions: A corrective action may include a reprimand, written warning, suspension, or termination.

PERSONAL APPEARANCE

POLICY NO: 9.1

All employees are expected to present a neat and clean appearance and to dress appropriately for their position and duties.

The following dress code guidelines must be adhered to:          

Garments of employees must cover the body. Avoid unnecessary exposure. Briefs, halters, and similar garments are unacceptable.

Suggestive patches must not be worn; obscene or suggestive printed designs on blouses, shirts or pants are unacceptable.

Sheer garments must be worn with opaque undergarments.

Garments should be loose enough to be comfortable.

Skirt lengths must be safe, but, at the same time, long enough to avoid unnecessary exposure to the body and underwear while performing duties.

Hair must be neat, clean and free of rollers, curlers and pins. It must be arranged in such a way to allow easy visibility.

Hands and nails must be clean, tidy and not excessively long.

Shoes must be comfortable and safe. Beach sandals are not acceptable.

A minimum of jewelry may be worn, but it should not present a distraction or hazard to young children.

Body odor and poor personal hygiene are not acceptable.

Dress Code All teachers have to dress “Business Casual” to work. We expect you to be able to discern dress that is “appropriate attire for your job.” How you dress also gives parents a perception of you as a TEACHER. Cedar Hill Prep maintains a business casual environment, but some clothing and grooming guidelines should be observed.

Below are general guidelines outlining examples of acceptable and not acceptable workplace attire. Employees with questions about appropriate workplace attire should contact the Human Resources Department.

Since it is impossible to list every type of clothing, this list is only intended as guidance and should not be considered a complete list.

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Appropriate clothing for our work environment includes:

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business suits;

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sport jackets;

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pants;

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sweaters and blouses;

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dresses; and

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dress shoes.

Clothing items that are not appropriate to our work environment include:

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jeans;

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shorts;

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T-shirts;

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track suits or sweat suits;

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sweatshirts;

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sleeveless tops;

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midriff-baring tops;

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baseball caps/hats/knit caps;

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visible body or face piercings (other than ear piercings) and visible tattoos;

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open-toed shoes; and

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sneakers.

Cedar Hill Prep observe “Casual Fridays”. However, under no circumstances are sweat suits or loungewear acceptable.

Any employee that requires a reasonable accommodation for reasons based on religion, disability, or other grounds protected by federal, state, or local laws should contact the Human Resources Department. Reasonable accommodation will be granted unless it would cause an undue hardship on Cedar Hill Prep.

EMPLOYEE'S PERSONAL ITEMS

POLICY NO: 9.2

Cedar Hill Prep assumes no responsibility for loss or damage to any employee's personal property brought to Cedar Hill Prep or to any work related field trip or training session.

Employees are discouraged from bringing personal items to the workplace. Items can easily disappear or become broken. Workspace is provided for the employee to successfully complete the requirements of her or his position. It is not intended to be treated as a display area for employee's personal possessions. Cedar Hill Prep reserves the right to remove any personal possessions which it deems inappropriate for the workplace. Under the supervision of the Director or Principal, an employee who is terminated will be given an opportunity to “clean out her or his desk” to retrieve any personal property which may be in the workspace.

Other arrangements to retrieve personal belongings can be made at the discretion of the Director.

NON-FRATERNIZATION

POLICY NO: 9.3

Employees of Cedar Hill Prep are strictly prohibited from fraternizing with any client or employee of Cedar Hill Prep.

Clients of Cedar Hill Prep shall be provided with the best possible quality service. Employees shall treat clients, vendors, coworkers and the public with courtesy, appropriate distance, and respect.

Employees should avoid attending a “social event” or a “private gathering” with a client of Cedar Hill Prep. Employees should abstain from any intimate physical contact and involvement with clients. Employees should also avoid any unwelcome advances and intimate acts.

Employees should abstain from any intimate physical contact or involvement with other employees. This shall include dating other employees.

Employees who violate this policy will be subject to disciplinary action up to and including termination.

EMPLOYEE CONFLICT RESOLUTION

POLICY NO: 9.4

The following procedures have been established to ensure that all sides and parties to any conflict receive fair and equal hearing by those responsible for resolving conflicts:    

The employee/petitioner must submit a written statement to the Principal within 5 working days of the employee’s knowledge of the event which caused the conflict.

The Principal shall attempt to resolve the conflict within 5 working days of receipt of the statement and issue a decision.

If the employee/petitioner is not satisfied, or if, indeed, the conflict is with the Principal, the employee/petitioner may appeal the Principal’s decision within 5 working days to the Director.

The Director shall attempt to resolve the conflict within 5 working days of receipt of the statement. The Director must issue a written decision and provide a copy of same to the employee/petitioner. A copy will be filed in the employee’s personnel record.

NON-SOLICITATION

POLICY NO: 9.5

Employees of Cedar Hill Prep are strictly prohibited from solicitation and distribution of written materials while on any Cedar Hill Prep properties, unless approved by the Executive Director, in order to: 

Maintain and promote safe and efficient operations, employee discipline and an attractive clutter-free work place.



Minimize non-work-related activities that could interfere with customer satisfaction, product quality and teamwork.

Employees who violate this policy will be subject to disciplinary action up to and including termination.

Besides imposing lawful restrictions on employee solicitation during working time and employee distribution of written materials during working time and in working areas, this policy is not intended to preclude or dissuade employees from engaging in legally protected activities/activities protected by state or federal law, including the National Labor Relations Act, such as discussing wages, benefits, or terms and conditions of employment, forming, joining or supporting labor unions, bargaining collectively through representatives of their choosing, raising complaints about working conditions for their and their fellow employees' mutual aid or protection or legally required activities.

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OUTSIDE EMPLOYMENT

POLICY NO: 9.6

Employees of Cedar Hill Prep are prohibited from accepting any employment from any client of Cedar Hill Prep.

CONFLICT OF INTEREST

POLICY NO: 9.7

No employee of Cedar Hill Prep shall engage in the same or a similar line of business or research as that carried on by the School.

Financial interests held by an employee or by his or her immediate family members in such companies are to be disclosed immediately to the Director of the School so that a determination can be made as to whether a conflict exists. Members of the employee’s immediate family include spouse, children, and any other relative sharing the same home as the employee.

Violation of this policy will result in immediate dismissal.

(Refer to Policy No: 8.0 for further explanation.)

POLITICAL ACTIVITIES

POLICY NO: 9.8

During hours of employment, on School property or with the use of School funds, employees of Cedar Hill Prep are prohibited from the following:   

Participation in any partisan or non-partisan political activity or any other political activity associated with a candidate, or contending faction or group, for an election for public or party office.

Participation in any activity to provide voters or prospective voters with transportation to the polls or similar assistance in connection with any such election.

Participation in any voter registration activity.

Violation of this policy will result in immediate termination.

DISCIPLINARY ACTION

POLICY NO: 9.9

Cedar Hill Prep reserves the right to terminate any employee at any time, with or without notice, with or without cause, and for any or no reason, except those reasons prohibited by law, rule or regulation. Nothing in this policy alters the at-will nature of employment.

Reprimand POLICY NO: 9.9-1 A reprimand may be given to any employee when a minor violation of the School policies and procedures has occurred. This action may be taken by the Director and/or Principal.

Warning POLICY NO: 9.9-2 Employees may be given a written warning from the Director and/or Principal which clearly describes the deficiency in the performance or conduct. The written warning will contain a correction action plan which will outline the necessary action to correct the deficiencies. Copies of all correspondence regarding corrective action will be placed in the employee’s personnel file.

Investigatory Suspension POLICY NO: 9.9-3 The Director may suspend an employee for investigatory purposes. The investigatory suspension will be without pay and will result in either full reinstatement with back pay, if appropriate, or disciplinary action. Examples of situations which would warrant use of investigatory suspension include, but are not limited to:     

Charges of driving while intoxicated Charges of child abuse or neglect Accusation of theft Violation of Substance Abuse Policy Other similar situations

Investigatory suspension may not exceed 10 days without the approval of the Director.

Any employee, who is the subject of an investigation which may lead to criminal charges, child protective services charges, or any felony or misdemeanor related to the care, safety, or well-being of children, must immediately notify the Executive Director of their involvement. The Director will conduct an internal investigation to determine what effect these pending charges will have on the welfare of Cedar Hill Prep and the students in its care. The Director, in his/her sole judgment, will determine which of the following courses of action to follow (pending official investigation):   

Continuance of the employee’s regular assignment Re-assignment to another position Administrative leave without pay

Once official investigative results are in hand, the employee will either be retained, re-assigned, or terminated.

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Termination POLICY NO: 9.9-4 Terminations are to be treated in a confidential and professional manner by all concerned. The Principal and/or Director must assure thorough, consistent, and evenhanded termination procedures. This policy and its administration will be implemented in accordance with the School’s Equal Opportunity Statement.

(Refer to the Appendix (Teacher/Employee Employment Agreement) for further details.

Terminated employees are entitled to receive all earned pay, including vacation pay.

Employment with Cedar Hill Prep is normally terminated through one of the following actions:  

Resignation – Voluntary termination by the employee Dismissal – Involuntary termination for substandard performance or misconduct; or Layoff – Termination due to reduction of the work force or elimination of a position

Resignation An employee who wants to terminate employment, regardless of employee classification, is expected to give at least 90 days prior written notice to the Director unless a different termination date is mutually agreed upon in writing. If an employee resigns to join a competitor, if there is any other conflict of interest, or if the employee refuses to reveal the circumstances or relationship of his or her resignation and the future employer, the Director or Principal may require the employee to leave the School immediately rather than work during the notice period. This is not to be construed as a reflection upon the employee's integrity but an action in the best interests of business practice.

Dismissal — In any case involving an employee dismissal, a release should be signed upon review with Cedar Hill Prep legal counsel.

Substandard Performance — An employee may be discharged if his or her performance is unacceptable. The supervisor shall have counseled the employee concerning performance deficiencies, provided direction for improvement, and warned the employee of possible termination if performance did not improve within a defined period of time. The supervisor is expected to be alert to any underlying reasons for performance deficiencies such as personal problems or illegal drug abuse.

The Director and Principal must concur in advance of advising the employee of discharge action. Documentation to be prepared by the supervisor shall include reason for separation, performance history, corrective efforts taken, alternatives explored, and any additional pertinent information.

Misconduct — An employee found to be engaged in activities such as, but not limited to, theft of company property, insubordination, conflict of interest, or any other activities showing willful disregard of company interests or policies will be terminated as soon as the Director and Principal have concurred with the action.

Termination resulting from misconduct shall be entered into the employee's personnel file. The employee shall be provided with a written summary of the reason for termination. No salary continuance or severance pay will be allowed.

The following definitions and classification of violations, for which corrective counseling, performance improvement or other disciplinary action may be taken, are merely illustrative and not limited to these examples. A particular violation may be major or minor, depending on the surrounding facts or circumstances.

Minor violations — Less serious violations that have some effect on the continuity, efficiency of work, safety, and harmony within the School. They typically lead to corrective counseling unless repeated or when unrelated incidents occur in rapid succession. Here are some examples of minor violations:          

Excessive tardiness Unsatisfactory job performance Defacing company property Interfering with another employee's job performance Excessive absenteeism Failure to observe working hours, such as the schedule of starting time, quitting time, rest and meal periods Performing unauthorized personal work on company time Failure to notify the Executive Director or Principal of intended absence either before or within one hour after the start of the school day Unauthorized use of the company telephone or equipment for personal business Indulging in activities that can be perceived harmful for the overall running of the institution which involve the neglect of students

Major Violations — these more serious violations would include any deliberate or willful infraction of School rules and may preclude continued employment of an employee. Here are some examples of major violations:     

Fighting on School premises Repeated occurrences of related or unrelated minor violations, depending upon the severity of the violation and the circumstances Any act which might endanger the safety or lives of children who are under your direct control/supervision; this includes leaving the children in the classroom unsupervised Departing School premises during working hours for personal reasons without the permission of the Executive Director or Principal Bringing firearms or weapons onto the School premises

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         

Deliberately stealing, destroying, abusing, or damaging School property, tools, or equipment or the property of another employee or visitor Disclosure of confidential School information or trade secrets to unauthorized persons Willfully disregarding School policies or procedures Willfully falsifying any School records Willfully deleting any files and School records Employee's conviction for or confession to fraud, misappropriation, embezzlement, theft or the like against the School Employee's conviction of a felony or a crime involving moral turpitude If Employee performs any intentional act which, under the reasonable man standard, damages the reputation of the School Employee's conviction for or confession to sexual harassment in any form towards employees of the School or anyone affiliated with the School; or Employee's excessive absence from performing his/her duties for the School, as determined by the School, in the School's sole and absolute discretion

SEXUAL HARASSMENT/ABUSE

POLICY NO: 10.0

Cedar Hill Prep provides a workplace free of discrimination, actions, words, jokes or comments based on an individual's sex, race, age, ethnicity, religion or any legally protected characteristic. Overt and subtle harassment creates an offensive, hostile, and uncomfortable work environment and is strictly prohibited. Harassment by any employee requires investigation.

If there is a finding of harassment, the harasser will be subject to disciplinary action up to and including termination.

Sexual harassment policies shall be discussed with employees assuring that such conduct shall not be tolerated.

KNOW YOUR RIGHTS: Cedar Hill Prep prohibits sexual harassment.

Cedar Hill Prep employees, volunteers, clients, and applicants have a right to work in a discrimination free environment, including freedom from sexual harassment. Sexual harassment is strictly prohibited and will not be tolerated. Sexual harassment may be defined as, but not limited to:      

Suggesting to an employee that submitting to sexual favors enhances employment opportunities and/or advancement.

Threatening or insinuating that refusal to submit to sexual advances will adversely affect employment appraisal wages, advancement, assigned duties, shifts, or any other condition of employment or career development.

Offering unwelcome sexual advancement or flirtation.

Using sexually degrading words.

Offering sexually suggestive or erotic comments regarding a person's body or mannerisms.

Displaying graphically sexual depictions and/or objects in the workplace.

WHAT IS SEXUAL HARASSMENT? Sexual harassment is a serious problem for students' at all educational levels. Students in elementary and secondary schools can be victims of sexual harassment. This problem is more common than you might think because many students are scared or too embarrassed to report sexual harassment.

It is different from flirting, playing around, or other types of behavior that you enjoy or welcome. Sexual harassment can be requests for sexual favors or unwelcome sexual behavior that is bad enough or happens often enough to make you feel uncomfortable, scared or confused and that interferes with your schoolwork or your ability to participate in extracurricular activities or attend classes.

Sexual harassment can be verbal (comments about your body, spreading sexual rumors, sexual remarks or accusations, dirty jokes or stories), physical (grabbing, rubbing, flashing or mooning, touching, pinching in a sexual way, sexual assault) or visual (display of naked pictures or sex-related objects, obscene gestures). Sexual harassment can happen to girls and boys. Sexual harassers can be fellow students, teachers, principals, janitors, coaches, and other school officials.

There are two kinds of sexual harassment: quid pro quo and hostile environment. 

Quid pro quo (in Latin it means “this for that”) sexual harassment occurs when a teacher or school employee offers you a better grade or treats you better if you do something sexual. It could also be a threat to lower your grade or treat you worse than other students if you refuse to go along with a request for a sexual favor. For example, if your teacher says, “I'll give you an 'A' if you go out with me,” or “I'll fail you in this class if you don't have sex with me,” this is sexual harassment.

Mary is a student in Mr. Smith's history class. Mr. Smith is everyone's favorite teacher, but he has started to make Mary feel uncomfortable. He asks her to come to his room alone after school to discuss her schoolwork. When she shows up, he only talks about how pretty she is, and once or twice he put his hand on her knee. He always asks for a hug before she leaves. He is now suggesting that they hold these after school meetings at a café in town. He tells her that she must continue to attend these extra discussion sessions if she wants to earn a good grade in his class.



Hostile environment sexual harassment occurs when unwanted sexual touching, comments, and/or gestures are so bad or occur so often that it interferes with your schoolwork, makes you feel uncomfortable or unsafe at school, or prevents you from participating in or benefitting from a school program or activity. This type of harassment does not have to involve a threat or promise of benefit in exchange for a sexual favor. The harassment can be from your teacher, school officials, or other students.

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Luis gets constant attention from a particular group of girls in his school. They send him sexually explicit notes, blow kisses at him, and rub up against him in the hallway. They wait for him when he gets off the school bus and when he gets out of class. They always seem to show up wherever he is. Someone keeps calling his house, asking for him and then hanging up, and Luis is sure it's those girls. He has even seen them drive by his house in the afternoon. At first, he thought it was funny, but it's starting to embarrass and frustrate him. He's started to avoid going out so he won't have to see them, and he's pretended to be sick a few times so he didn't have to go to school.

Diana's school soccer team coach is constantly telling her sexual jokes and making suggestive comments. During practice, he whistles and winks at her when she runs by him. Diana told the coach that his behavior makes her uncomfortable, but he responded by saying that she needs to learn how to accept compliments. Recently, he showed her a calendar of bikini-clad female athletes and told her she is sexy enough to pose for such a magazine. She is thinking of quitting the soccer team just to avoid the coach.

Elisha is a student in a science class where Mr. Burns is a teacher-in-training. Elisha uses a wheelchair and usually has to wait for her aide after class. Mr. Burns often waits with her and at first she liked talking with him. He says she inspires him and sometimes strokes her hair. Their conversations have included him asking questions about her body, how it works, and what things she can do. One day he confessed being curious about whether girls like her can have sex when they're old enough. When Elisha said talking about that with him was weird, he got flustered and said he would make sure she got an “A” if she didn't mention their conversation to anyone.

SEXUAL HARASSMENT IS AGAINST THE LAW FEDERAL LAW The federal law prohibiting sexual harassment in schools is Title IX of the Education Amendments of 1972 (Title IX), which prohibits any person, on the basis of sex, to be subjected to discrimination in an educational program or activity receiving federal financial assistance. The law applies to any academic, extracurricular (student organizations and athletics), research, occupational training, and other educational programs from pre-school to graduate school that receives or benefits from federal funding. The entire institution falls under Title IX even if only one program or activity receives federal funds.

Under Title IX, a school is required to have and distribute a policy against sex discrimination, particularly one that addresses sexual harassment. Such a policy lets students, parents, and employees know that sexual harassment will not be tolerated.

A school is also required to adopt and publish grievance procedures for resolving sex discrimination complaints, including complaints of sexual harassment. This provides an effective means for promptly and appropriately responding to sexual harassment complaints.

Title IX also requires that schools evaluate current policies and practices to ensure the institution is in compliance with Title IX. Schools are also required to appoint at least one employee responsible for coordinating Title IX compliance efforts.

Finally, it is illegal to intimidate, threaten, or coerce a person who has taken action under Title IX. STATE LAW Sexual harassment is prohibited under the New Jersey Law Against Discrimination as well as under most state laws.

WHAT CAN I DO IF I AM BEING SEXUALLY HARASSED? Some students who are being sexually harassed are too embarrassed to voice a complaint, are intimidated by their harasser, or think that little can be done to end the harassment. Many students think that it is not a serious problem and that it will stop if they just ignore it. These are all understandable reactions to difficult situations. Sexual harassment, however, is a serious issue. Many students who have been sexually harassed report a drop in their grades, and some students have had to transfer to a different school, drop classes, or leave school altogether.

WHAT CAN I DO? If you think you are being sexually harassed, you need to tell someone who can help you stop it. Here are some things you and/or your parents can do:   



Don't blame yourself. The person who is harassing you is the one doing something wrong, and you have not done anything to cause the harassment, even if you flirted with this person or liked him/her.

Say “No” Clearly. Tell the person who is harassing you that his/her behavior offends you. They may not realize how hurtful their behavior is and may need a clear message from you to stop. If the harassment does not end, promptly write a letter asking the harasser to stop. Keep a copy of the letter.

Write down what happened. When someone harasses you or makes you feel uncomfortable, write it down in a notebook that is just for this purpose. Write down what happened, the date it happened, where it happened, and who else may have seen or heard the harassment. Also write down what you did in response, and how the harassment made you feel. Do not write other information in this notebook, such as appointments or homework assignments. Save any notes or pictures the harasser sent you. It is a good idea to keep the record somewhere besides school, such as your home or another safe place.

Report the Harassment. It is very important that you tell your parents or another adult, like a teacher or guidance counselor, about the harassment. If you want the school to do something about the harassment, you MUST tell your teacher, Executive Director, or Principal that you are being sexually harassed. If you do not feel comfortable telling the school official yourself, get the help of your parents and/or a teacher to go with you. If you and/or your parents tell a school official verbally, also do it in writing and keep a copy for yourself. The law says the school has to stop sexual harassment of a student whether the harasser is a teacher or another student(s) but 34

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

the school is only required to stop the harassment if someone in authority at the school knows what is happening to you. So you MUST report the harassment to a school official.

File a Complaint With a Government Agency. If nothing happens after complaining to school officials, you and your parents can file a complaint against the school with the U.S. Department of Education's Office of Civil Rights (OCR). Generally, you must file a complaint with the OCR within 180 days of an act of discrimination. You can call them, and they will explain how to file a complaint. (Contact information is listed below.)

File a Lawsuit. You can also file a lawsuit against the school. If you have any questions about finding a lawyer or filing a lawsuit, you can call Equal Rights Advocates free Advice & Counseling Line at 800/839-4ERA. (See information below.)

It is important to remember that retaliation for taking action under Title IX is illegal. If you feel that someone is mistreating you or treating you unfairly because you have complained about discrimination, you should contact the Office of Civil Rights.

SEXUAL HARASSMENT COMPLAINT PROCEDURE Sexual and impermissible harassment complaints should be reported immediately to an employee's supervisor. At Cedar Hill Prep, your point of contact is the Executive Director or Principal. Sexual harassment complaints will be investigated promptly and all information will be kept confidential. Investigation results require the Executive Director’s or Principal’s action and resolution.

SEXUAL HARASSMENT COMPLAINT ACTION Sexual harassment investigations confirming allegations require swift and prompt corrective action and disciplinary action or possible termination against the offending party.

BEHAVIORS INAPPROPRIATE TO THE TEACHER-LEARNER RELATIONSHIP These behaviors are those which demonstrate disrespect for others or lack of professionalism in interpersonal conduct.

Although there is inevitably a subjective element in the witnessing or experiencing of such behaviors, certain actions are clearly inappropriate and will not be tolerated by the institution. These include, but are not limited to, the following:      

Unwanted physical contact (e.g. hitting, slapping, kicking, pushing) or the threat of the same; Sexual harassment (including romantic relationships between teachers and learners in which the teacher has authority over the learner's academic progress) or harassment based on age, gender, race, ethnicity, national origin, religion, disability or sexual orientation; Loss of personal civility including shouting, personal attacks or insults, displays of temper (such as throwing objects); Discrimination of any form, including any related to teaching and assessment, that is based upon age, gender, race, ethnicity, national origin, religion, disability, or sexual orientation; Requests for others to perform inappropriate personal errands unrelated to the didactic, investigational, or clinical situation at hand; Grading/evaluation on factors unrelated to performance, effort, or level of achievement.

AVENUES FOR ADDRESSING INAPPROPRIATE BEHAVIOR IN THE TEACHER/LEARNER CONTEXT LEARNERS' CONCERNS Learners may address situations in which they feel that they have been the object of inappropriate behavior at various levels. At the most basic level, the most effective way to handle a situation may be to address it immediately and nonconfrontationally. Oftentimes, a person is simply unaware that his/her behavior has offended someone or, even if aware, will correct the behavior appropriately if given the opportunity to do so in a way that is not threatening. The way to raise such an issue is to describe the behavior factually (“When you said...”), describe how the behavior made you feel (“I felt ...”), and state that the behavior needs to stop or not be repeated (“Please, don't do that again.”) Sometimes, such a request is not successful, or the person repeats the behavior, or the learner does not feel comfortable speaking directly to the teacher about his/her behavior. In those cases, it may be helpful to discuss the behavior with the Executive Director, Principal, or other Administrative personnel. Students may also elect to speak to the School’s Guidance Counselor for informal advice and counsel about these issues. These individuals may offer additional suggestions for resolving the matter informally, such as speaking to the individual on the learner's behalf or on behalf of an entire class, raising the general issue in a faculty meeting, assisting the learner with writing to the individual teacher or even direct intervention to get the behavior to stop.

STUDENT COMPLAINTS ABOUT OTHER STUDENTS A complaining student may feel that the complaint can be resolved through an informal discussion or a change of seats. If the harassment is serious or continues to occur, however, the student should be referred to the Principal’s office to file a complaint. Any student who wishes to file a complaint may do so.

WHAT IS CEDAR HILL PREP'S POLICY ON SEXUAL HARASSMENT? Sexual harassment is prohibited in Cedar Hill Prep between students and between students and staff members. This includes both verbal and physical sexual conduct. A student who abuses another student through sexually harassing conduct or communication shall have violated the policy whether such conduct occurs on school grounds, at school events, or on the school bus. Depending on the incident, violators of the policy can be suspended from school for a period of up to five (5) days or face expulsion.

WHAT STEPS CAN I TAKE IF I AM BEING SEXUALLY HARASSED? 35



Communicate your displeasure to the person who is offending you. For example, you might say: “Stop it. I don't like what you're doing.” “Please stop making sexual jokes or remarks around me.” “I have no desire to go out with you.”



Report problems or complaints to any teacher or administrator. Students should raise questions or complaints about sexual harassment as soon as possible, preferably within seven (7) days of the harassment.

WHAT CAN I EXPECT THE SCHOOL TO DO IF I REPORT UNWELCOME SEXUAL CONDUCT? The Executive Director and/or Principal will promptly review the incident and will attempt to resolve the problem. You may request to speak to a school official of the same gender. If the Executive Director and/or Principal determines, after a confidential investigation, that there has been a violation of the policy, penalties will be instituted.

The school investigation will include:  Asking you for detailed information about what happened. You will be spoken with in private, and you will be allowed to have a support person with you.  Proof of evidence including offensive material shown, sent or given to you, which may also be confiscated.  Gathering information from others at the school. We may need to speak to anyone else who saw what happened or heard what was said.  A report to the police, in case it involves criminal behavior, such as an assault.

If it is apparent that sexual harassment may have occurred, the school will make every attempt to resolve the matter to ensure this behavior is stopped. This may include:  A meeting with everyone involved so that the harasser realizes this behavior has a zero tolerance policy.  Disciplinary action against the harasser.  Involving psychologists, police or other professionals.  Informing parents and teachers.  Suspension and/or dismissal from school.  Any other action to mitigate/reduce the risk of repeat offenses.

WHAT IF I SEE SOMEONE ELSE BEING SEXUALLY HARASSED? You are requested to encourage the person to report the incident. Offer to be a witness. Sometimes victims of sexual harassment deny their feelings or believe that they are somehow responsible for the harasser's behavior. Victims also may feel that others will blame them for causing the situation or not believe them.

Sexual harassment will not be dealt with if the harassers are protected by silence.

WILL SOMETHING HAPPEN TO ME OR MY GRADES IF I REPORT AN INCIDENT OF SEXUAL HARASSMENT? A student's good faith action in reporting a complaint, reporting evidence, or giving testimony will not adversely affect the student's education, grades, or record. However, a student or witness found to have been intentionally dishonest or malicious in making allegations or testifying shall be subject to discipline. Also, any student who takes any form of reprisal against any student who has rejected or reported sexual harassment shall be subject to disciplinary action.

WHOM CAN I SEE IF I HAVE FURTHER QUESTIONS ABOUT THIS ISSUE? Contact the Executive Director or Principal who will answer your questions or address your concerns.

TYPES OF SEXUAL HARASSMENT Non-Verbal/Visual Displaying sexually suggestive magazines/ cartoons/pin-ups/posters

Verbal

Physical

Sexual innuendos/rumors/ Suggestive Comments

Unwanted sexual touching

Obscene gestures

Comments on clothing or physical appearance

Pulling up/snapping/ pulling down/grabbing clothing

Lip or tongue motions

Asking unwanted, personal, sexual, intimate questions

Physical interference with movements/ cornering/ blocking or following/ leaning over/ impeding movement

Sexually explicit e-mail letters/writing on desks/books/lockers

Whistling, catcalls, patronizing names

Blowing on someone's neck/hair/ear

Sexual computer screen savers

Sucking, mooing, kissing, howling sounds

Fondling/stroking/licking someone's skin

Graffiti of a sexual nature

Rating appearance, body parts, sexuality

Coerced sexual intercourse / rape /sexual assault

Leering/staring in a

Pestering or pressuring for dates/asking for sex or

Assault and intimidating physical conduct directed at

36

sexual manner

sexual contact

someone because of their gender

Looking down someone's blouse or up someone's skirt

Telling sexual jokes, rape jokes or demanding genderbased jokes

Brushing up against/ leaning on someone

Exposing sexual or private body parts

Shouting sexual obscenities

Massaging/grabbing / pinching/fondling/brushing the body

Manipulating objects or food to create a sexual innuendo

Teasing, taunting, insulting about sex, sexuality, body parts or attractiveness

Unwanted notes or love letters with a sexual message

Commenting about sexual activities, fantasies, sexual preferences or interest of others or self

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POLICY NO: 10.0 Location: Effective Date: April 8, 2015 Revision Number: 1 Abuse Prevention CEDAR HILL PREP Purpose This policy establishes how Cedar Hill Prep will prevent the physical, emotional and sexual abuse of children and youth by its employees. Cedar Hill Prep seeks to create a welcoming and nurturing environment and has zero tolerance for those whose actions may jeopardize the safety, health or innocence of a minor.

DEFINITIONS Abuse – Because it takes many forms, abuse can be broken down into the following subtypes, all of which are prohibited within the scope of this policy.

-

Physical abuse – Injury inflicted on a child or youth

-

Sexual abuse – Contact or activity of a sexual nature between an adult and a child or youth

-

Emotional abuse – Mental or emotional injury inflicted on a child or youth by the actions of an adult

-

Neglect – Failure to provide adequate care for a child or youth

-

Economic abuse – Deliberate misuse of the money or belongings of a child or youth

Child – A child is defined as anyone under the age of 12.

Youth – A youth is defined as anyone between 12 and 18 years of age.

POLICY GUIDELINES Personnel Screenings Safeguards in the hiring process will be used to eliminate from consideration any candidates who display characteristics that could classify them at a high risk for violating this policy. The required screenings and background information will depend on the positions and its level of involvement with children and youth.

For those who regularly work with or around children or youth : Candidates for positions that involve regular interaction with children or youth will be screened and selected using the following: Standard Cedar Hill Prep Employment Application that includes signed authorization to perform necessary background checks -

Criminal background checks in any and all states where the candidate has lived in the past seven years

-

Sexual offender registry checks in any and all states where the candidate has lived for the last seven years

-

Driving records and any applicable certification if the position requires the transportation of children

-

In-person interview of the candidate

If hired, criminal and sexual offender registry checks will be conducted every five years for those who regularly work with children or youth.

Prepared by Rue Insurance This abuse prevention policy is a guideline only. It is not meant to be exhaustive or construed as legal advice. Consult your legal counsel to address possible compliance requirements. You should customize a policy for your own company use. © 2012 Zywave, Inc. All rights reserved.

For those who occasionally work with children or youth: Candidates for positions that involve occasional contact with children or youth will be screened and selected using the following: Standard Cedar Hill Prep Employment Application that includes signed authorization to perform necessary background checks -

In-person interview of the candidate 38

-

Driving records and any applicable certification if the position requires the transportation of children

All information collected about a candidate will be reviewed and used to determine if they are appropriate for the respective position. If hired, all information collected during the hiring process will be included in the employee’s permanent file, which will be maintained over the course of their employment with Cedar Hill Prep.

Personnel screenings are required regardless of current employment status with CEDAR HILL PREP. CEDAR HILL PREP employees seeking to transfer into a position that involves working with children or youth must undergo the same review process as new hires.

Structural Guidelines for Programs All Cedar Hill Prep programs are designed to encourage safe interaction between employees and children or youth. The following guidelines are meant to keep established safeguards effective: -

Programs for children and youth must have an established adult to child ratio.

-

Employees are restricted from being alone with a child or youth where they cannot be easily observed by others.

Employees are not allowed to implement new activities or programs for children without Cedar Hill Prep’s consent.

Requests for new activities or programs should be submitted in writing to management.

Written permission must be obtained from a parent or guardian before any employee transports a child or youth in the name of Cedar Hill Prep.

Children under the age of six placed in the care of Cedar Hill Prep will only be released to a parent, legal guardian or a person designated by a parent or legal guardian.

General Conduct In an effort to provide a safe and healthy environment for both mind and body, the following guidelines are meant to guide Cedar Hill Prep’s employees during their interactions with children and youth. These guidelines do not and cannot outline every situation that may be encountered while on the job, requiring employees to act with a certain degree of personal discretion. Because a certain action is not prohibited in this section does not mean it is acceptable behavior. Cedar Hill Prep reserves the right to take disciplinary action against employees whose actions are found to be inappropriate regardless of whether they appear in this section.

Employees will treat all children and youth with respect and consideration. Treatment must be fair and equal, and must not be based on sex, race, religion, sexual orientation or economic or social status. All effort must be made to avoid favoritism, or the appearance of favoritism.

While representing Cedar Hill Prep, employees must not possess, distribute, use or allow others to use any alcohol or drugs.

Employees must not use harsh or inappropriate language, degrading punishment or any type of restraining device in the name of behavior management.

-

Employees must not participate in or allow others to engage in any form of hazing.

-

Employees must not have sexual contact with children or youth.

-

Employees must not dress, undress, shower or bathe with, or in the presence of children or youth.

Employees must not use physical punishment in any form. The only time physical force is allowed to be used against a child or youth is when their actions are placing others at an immediate risk for serious harm.

Employees are prohibited from sharing sleeping locations with children or youth. This includes beds, tents, hotel rooms, and other similar areas. Employees can sleep in open areas with children or youth as long as the area is large enough for the employee to have their own defined sleeping areas and other employees are also present.

-

Employees must not discuss their own sexual history, preferences or fantasies, nor their use of illicit or pornographic materials while in the company of children or youth.

-

Employees are not allowed to possess any sexually oriented materials (books, magazines, videos, clothing) when conducting business in the name of Cedar Hill Prep.

-

When one-on-one discussion or counseling is warranted, employee interaction with a child or youth will take place in an area that allows for private conversation while remaining in the view of others.

If, for any reason, an employee feels there is a need to make an exception to these guidelines, they must submit to their supervisor a written description of the incident and why their actions were necessary. Their report will be reviewed for wrongdoing. A copy of the original report along with any additional findings made by the reviewer will be included in the employee’s permanent file.

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CEDAR HILL PREP Abuse Prevention Policy

Employee Agreement If you have any uncertainty or questions regarding the content of this policy, you are required to consult your supervisor.

This should be done prior to signing and agreeing to the Cedar Hill Prep Abuse Prevention Policy.

I have read and understand Cedar Hill Prep’s Abuse Prevention Policy and agree to abide by its terms and conditions throughout the course of my employment. I understand that my failure to follow the terms of this policy could result in disciplinary action up to and including termination.

Employee Signature

Date

Supervisor Signature

Date

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DISCIPLINARY POLICY

POLICY NO: 11.0

(See Appendix: Cedar Hill Prep Disciplinary Policy) Cedar Hill Prep’s Discipline Policy has been developed to help create and maintain an environment in which optimum learning encourages a positive learning environment and minimizes the potential for disruptive behavior. Discipline focuses on the development of attitudes in students, which lead them to respect the necessity for regulations and the desire to conform to them. The Discipline Policy is also intended to improve students’ abilities to be responsible citizens at school and in the greater community. School discipline requires the partnership of parents, students, and staff to work together.

Students, staff, and the community need to be aware of the school’s expectations for student behavior and the consequences if these expectations are not met. This policy defines the students’ rights and responsibilities.

Every student at Cedar Hill Prep has three basic rights:



The right to be safe



The right to feel safe



The right to learn

To ensure that all students enjoy these rights, each student must expect the best of oneself, challenge his/her mind, accept responsibility for his/her actions, and respect all staff, peers, and the environment.

MANAGEMENT TIPS FOR NEW TEACHERS (See Appendix: Management Tips for New Teachers)

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Appendix The Teachers Oath Confidentiality - From a Parent's Point of View Getting to Know You - Student Form General Employment Policies Sample Employment Contract (See Policy 2.0) Fact Sheet # 17D: Exemption for Professional Employees under FLSA (See Policies 2.4 and 4.1) Fact Sheet # 46: Daycare Centers & Preschools under FLSA (See Policies 2.4, 4.1, and 6.6-2) Job Descriptions (See Policy 2.5) Teacher Evaluation Parameters & Summary Page

(See Policy 2.11)

Social Media Guidelines for Faculty and Staff (See Policy 2.24) Health & Safety (See Policy 3.0) Playground Rules Keeping it Clean Employee Benefits

(See Policy 6.0)

Definitions to Accompany Health Care Provider Certification Form (Policy 6.1-1) Application for Family or Medical Leave Employer Response to FMLA Request Notice of Intention to Return from Leave

(See Policy 6.6-2)

Abuse Prevention (See Policy 10.0) CEDAR HILL PREP ABUSE PREVENTION POLICY Know Your Rights – What is Sexual Harassment?

Disciplinary Policy

(See Policy 11.0)

Management Tips for New Teachers Employee Acknowledgement Form

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The Teacher’s Oath (Courtesy: Anthony Cody) I swear to fulfill, to the best of my ability and judgment, this covenant: 

I will respect the hard won gains of whose steps I walk, and gladly share such knowledge as is mine with those who are to follow.



I will apply, for the benefit of my students, all strategies known to be effective, avoiding busy-work in favor of work with real meaning to the students and their families.



I will remember that there is art to teaching as well as science, and that warmth, sympathy, and understanding may outweigh the textbook reading or the multiple choice test.



I will work with my colleagues to inspire one another to achieve excellence. I will not be ashamed to say “I know not,” nor will I fail to call in my colleagues when the skills of another are needed to help my students.



If it is given me to enhance a life through teaching, all thanks. But it may also be within my power to cast a shadow over life; this awesome responsibility must be faced with great humbleness and awareness of my own frailty.



I will remember that I do not teach a lesson plan or a reading deficiency, but a human being whose skills may affect the person’s future family and economic stability. My efforts will aim to teach the whole child and help that child develop in mind and spirit.



If I do not violate this oath, may I enjoy life and art, be respected while I live and remembered with affection thereafter. May I always act so as to preserve the finest traditions of my calling, and may I long experience the joy of teaching those who seek my help.

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Confidentiality From a Parent's Point of View Dear Teacher and Staff: I'm glad my child's records are now confidential – not be read by anyone but school staff and not to be sent to another agency or school without my permission. The records contain information that I don't want just anyone to know. I can now read my child's file if I wish and, if it contains anything I want removed or corrected, I have the right to request this.

These rights are very important to me and my child because they protect our reputations – what others think and say about us. Unfortunately, our reputations have no protections against loose talk – only you’re caring about us and being careful will help. So, please remember: 1.

When you talk about me or my child to someone, she could be my best friend, my worst enemy, or my sister-inlaw's sister-in-law! She may report it all back to me (making me dislike you) or tell it to my mother-in-law.

2.

When you talk out loud in the Pizza Hut about that horrid little Scotty who's driving you crazy – someone may hear you who knows just who Scotty is.

3.

When you speculate about the reasons for any trouble my child is having (sometimes I think Scott is hard of hearing), others may repeat them as fact (Did you know – I heard it from Scott's teacher that Scott has a hearing problem?)

4.

I am especially sensitive to opinions about my child's behavior and how his misbehavior might be my fault. I very often feel (and sometimes say) that I'm a poor mother, but no one else had better even suggest it!

5.

You have no idea what information about me that I want kept confidential. It could be: my boyfriend's name, how often I move, whether I am on welfare or receiving food stamps, whether you saw me at the Gopher or Mr. Frank's, whether my dad was an alcoholic, even my address and phone number. In other words, you shouldn't be talking about me at all!

I know you hear this rule being broken every day – in school and out – and I know people who ask questions that can make it hard for you sometimes, so to help you out, I am giving you some answers free!

That Scotty is a brat – doesn't his mother know how to discipline him? Scotty is like all other children in the room, he has his good and bad days. What's the matter with that little girl – why does she have crutches? She has crutches because she needs them to walk – just like you need glasses to see.

Is his mother divorced or what? In our program, we consider such information confidential.

How did Scotty get in Head Start? His parents have plenty of money. Applications and admissions are handled by the Main Office.

Remember – just because someone is nosy, doesn't mean you owe them any information.

Finally, I would like to ask you to be aware of what my child hears. If someone remarks about him or me when he is listening, be sure your answer doesn't give him the idea there is something wrong (such as, “You shouldn't ask if Scotty is Indian. That's not anything we can talk about. His mother doesn't want anyone to know about that.”). He will remember your answer long after you've forgotten.

Thank you very much Scotty's Mom

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Getting to Know You! Students: Please complete this form with your family and return it to school as soon as possible.

Student's Name

Age

My best subject is

My worst subject is

This year, I would like to learn

Something new I would like to do this year is

My family can help me most this year by

My teacher can help most this year by

Parents'/Guardians' Names

My child's strengths are

My child needs help with

This year, I would like my child to

We would like the teacher to know that

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GENERAL EMPLOYMENT POLICIES SAMPLE EMPLOYMENT CONTRACT

POLICY 2.0

SAMPLE CONTRACT Cedar Hill Prep School 2018-2019 Teacher/Employee Employment Agreement This Teacher/Employee employment agreement (the “Agreement”) is entered into this XX day of XXXX,20XX, by and between Cedar Hill Prep School, and XXXX XXXXXXX(the “Teacher/Employee”) (collectively, the “parties”), on the terms and conditions set forth below. Your employment is subject to the terms and conditions set forth in this Agreement, which override anything said to you during your interview or any other discussions about your employment. This contract offer shall be null and void if the original is not signed by XXXX XXXXXXX and returned by 00/00/XX. Cedar Hill Prep School desires to employ XXXX XXXXXXXas Middle School Science for Grades 7/8 Teacher for the 20XX-20XX school year, now in consideration of the mutual agreement of the parties and the employment relationship, the parties agree as follows.

1.

Employment

1.1 Cedar Hill Prep School hereby employs XXXX XXXXXXX and XXXX XXXXXXX hereby accepts and agrees to such employment, subject to the general supervision and pursuant to the orders, advice and direction of Cedar Hill Prep School’s Executive Director and Board of Directors of Cedar Hill Prep School (the “Board”). The Teacher/Employee shall provide instruction to Cedar Hill Prep School’s students on the courses of study assigned by the Executive Director, perform other duties as indicated below, and perform such other duties as are customarily performed by one holding XXXX XXXXXXX’s position in same or similar schools.

1.2 Your employment will be at-will, meaning that you or Cedar Hill Prep School may terminate the employment relationship at any time, with or without cause, and with or without notice, subject to the provisions set forth in Section 7.

1.3 Your employment will be subject to your satisfactory completion of a ninety (90) day provisional period if initially hired or placed in a new position. However, completion of the provisional period will not alter your at-will employment status in any way.

1.4 Your employment is contingent upon verification of your right to work in the United States, as demonstrated by your completion of the I-9 form upon hire and your submission of acceptable documentation (as noted on the I-9 form) verifying your identity and work authorization within three days of starting employment.

1.5

Your employment is contingent upon satisfactory completion of a background investigation.

2.

Term/Hours of Employment

2.1 The term of this Agreement shall be for the period commencing on Monday, MONTH, XX, 20XX, and ending Friday, MONTH, 20XX, unless this Agreement terminated earlier pursuant to Section 7 of this Agreement. You will be hired as a (Full-Time/Part-Time) Teacher/Employee working (number) days a week, specifically Monday – Friday, effective (XX/XX/20XX), your start date.

2.2 The parties agree that no rights of tenure, presumption of continued employment, or right of renewal beyond this current contract term are conferred or implied by this Agreement, by any pattern of prior renewals, any Cedar Hill Prep School policies, or any other course of conduct between the parties.

2.3

Cedar Hill Prep School employs two categories of employees –

1)

Exempt – Teachers, Administrators (Salaried)

2)

Non Exempt – Facility maintenance workers, Administrative Assistants, Office Assistants (Hourly/Salaried)

This is an (Exempt/Non-Exempt) position.

3.

Compensation/Payroll Deductions

In consideration of your services, you will be paid (a salary in the amount of $00,000 per year/on an hourly basis at the rate of $00.00) on a biweekly basis beginning on the 10th of MONTH, XXXX and ending on August 30, 2019. Compensation shall be subject to all applicable withholding taxes and other authorized deductions or withholdings. Additional deductions may be withheld by Cedar Hill Prep School from XXXX XXXXXXX’s pay when agreed to by Cedar Hill Prep School and authorized by XXXX XXXXXXX in writing and permitted under the law. No additional compensation will be provided for attendance at additional School events, unless otherwise agreed in writing by Cedar Hill Prep School.

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4.

Benefit Program

In addition to the compensation XXXX XXXXXXX receives pursuant to Section 4 of this Agreement, XXXX XXXXXXX is eligible for participation in the benefit programs established by Cedar Hill Prep School upon fulfillment of the eligibility requirements for each program.

4.1 Additional Benefits Provided to XXXX XXXXXXX: a.

Sick Leave

XXXX XXXXXXX may receive up to five (5) days of paid sick leave during the school year, to be used in accordance with the New Jersey Paid Sick Leave Law (not as a Personal Day). XXXX XXXXXXX should refer to the Sick Leave policy (Section 6.4-4) in the Cedar Hill Prep School Employee Handbook for general information regarding XXXX XXXXXXX’s use of sick leave. A pro-rated payroll deduction will be made for each day absent over the allotted days for both full and parttime Teachers/Employees. Cedar Hill Prep School will not compensate XXXX XXXXXXX for unused sick leave. b.

Personal and Professional Leave

Two personal days may be taken by full-time Teacher/Employees with advance coordination and approval by the Executive Director. Teacher/Employee should refer to the Employee Handbook (Section 6.4-4) for more general information regarding Personal and Professional Leave.

Personal leave, upon request by the Teacher/Employee, shall be granted in one-half (1/2) day units. Teacher/Employee absences due to personal appointments during a regular school day will be calculated against their personal days, unless they get prior permission at least a week in advance. Absences from school during the restricted days will not be compensated (Section 6.8). c.

Vacation Days

Teacher/Employee will receive all standard school holidays including Christmas and Spring Vacation. Teacher/Employees will avoid taking days off immediately before or after scheduled school vacation periods. d.

Tuition Discount

Teacher/Employee may receive a tuition break in proportion to the percentage of time teaching, or Full Time Equivalency (“FTE”). The maximum tuition discount for a full time Teacher/Employee will be 50%. Discount is for tuition only. Fees (other than re-enrollment fee) are not subject to the discount. Discount is terminated immediately upon termination of Teacher/Employee (whether by Cedar Hill Prep School or Teacher/Employee). e.

Health Insurance

Cedar Hill Prep School will provide group health and dental plans. Cedar Hill Prep School will contribute up to 50% of the premium per month toward the premium of the health plan. The Teacher/Employee will provide the remainder of the health plan premium for the coverage chosen by the Teacher/Employee. The dental plan is available to the Teacher/Employee only if she or he elects to receive the health plan benefit. f.

Other Benefits - Long Term Disability

Long term disability income insurance shall be provided for each Teacher/Employee at no cost to the Teacher/Employee.

The program shall provide for a minimum benefit of sixty-six and two-thirds percent (66 2/3%) of salary to at least age sixty-five (65). It has a maximum monthly benefit of Five Thousand Dollars ($5,000) with a ninety (90) consecutive calendar day waiting period.

5.

Representations

5.1 Teacher/Employee accepts without verbal or mental reservations both the Cedar Hill Prep School Statement of Purpose and Philosophy, and is committed to upholding them.

5.2 Teacher/Employee accepts without verbal or mental reservations all applicable policies outlined in the Cedar Hill Prep School Employee Handbook.

6.

Duties of the Teacher/Employee

6.1 Teacher/Employee acknowledges and agrees to remain fully committed to their duties of being the Instructor, on and off the job, consistent with the mission and vision of Cedar Hill Prep School.

6.2 Teacher/Employee will manifest by precept and example the highest virtue and personal decorum, both in and out of school to pupils, parents, fellow faculty members and employees in judgment, dignity, respect, and practice. This includes avoiding “Gross Misconduct” which includes, but is not limited to: the use of illicit drugs; excessive consumption of alcohol or abuse of prescription drugs; the use of pornography; and the use of vulgar and profane language as defined by the Employee Hand Book.

6.3 Teacher/Employee agrees that any form of sexual misconduct is forbidden and as such violates the bona fide occupational requirement of being a role model.

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6.4 Teacher/Employee will strive at all times to understand, appreciate, love, and serve the pupils entrusted to him or her for instruction, and will to the best of the Teacher/Employee's ability provide for their fullest intellectual, physical, and emotional development.

6.5 Teacher/Employee will maintain a classroom atmosphere that is conducive to learning. This includes maintaining a professional appearance.

6.6 Teacher/Employee will cooperate to the fullest extent with his or her fellow workers and Cedar Hill Prep School administration. The Teacher/Employee will consciously promote unity and harmony among the staff and faculty of Cedar Hill Prep School. Concerns and complaints will be made to the proper person in a prompt manner.

6.7 Teacher/Employee acknowledges the Executive Director’s exclusive authority to assign duties to the Teacher/Employee. This includes, but is not limited to, assignment to room, grade, subject, and extracurricular duties. The Teacher/Employee agrees to accept all other duties assigned by the Executive Director or the elimination of any or all duties as directed by the Executive Director.

6.8 Teacher/Employee shall be required to provide instruction for up to 180 days and 7 additional days to be designated by the Executive Director. Teacher/Employee agrees to arrive at school 30 minutes prior to the school day and to remain at the school 45 minutes after classes have been dismissed (7:30am-4:00pm).

Teacher/Employee also agrees to attend weekly faculty meetings, morning faculty time and other such meetings, Curriculum Night, Open Houses, orientations, institutes, workshops, parent/Teacher/Employee conferences, and other professional meetings required by the administration. No additional compensation will be provided for observing these hours or attendance at these events unless the Teacher/Employee is nonexempt and on an hourly pay rate. Teacher/Employee will need to get a written agreement for special work timings due to extenuating circumstances.

Teacher/Employee will need to be present in the school during the last week with the understanding that no vacations or personal days can be scheduled for this period. All graduation related events require mandatory attendance of all members of Cedar Hill Prep School.

6.9 Teacher/Employee understands his or her obligations under New Jersey law regarding child abuse reporting requirements and the Teacher/Employee agrees to fulfill those obligations.

6.10 Teacher/Employee agrees to devote your full business time, attention, and best efforts to the performance of your duties and to the furtherance of Cedar Hill Prep School’s interests.

6.11 Teacher/Employee will report directly to (Position), currently (Name), or another individual designated by the Executive Director.

7.

Termination

7.1 A Teacher/Employee new to Cedar Hill Prep School will be given a provisional period of up to ninety (90) teaching days in which to demonstrate his/her teaching ability to the satisfaction of the Executive Director. If any areas need improvement, such will be communicated to the Teacher/Employee in a timely fashion so that an effort may be made to correct the deficiency before the expiration of the ninety days. Should such teaching and corrective attempts prove unsatisfactory, as determined by the Executive Director, this contract may be terminated at any point within the ninety days without further obligation by either party.

7.2 Teacher/Employee may terminate his or her employment under this Agreement at any time by giving at least 90 days prior written notice to the Executive Director or Board unless a different termination date is mutually agreed upon in writing.

7.3 The Board or Executive Director may terminate the Teacher/Employee's employment under this Agreement at any time, with or without cause, by giving at least 30 days written notice.

7.4 Notwithstanding anything else in this agreement, the Board and/or Executive Director may immediately terminate the Teacher/Employee’s employment, for cause, under this Agreement without prior notice if at any time Teacher/Employee engages in any conduct deemed by the Board and/or Executive Director, in their sole discretion, to be detrimental to the reputation, operations, or activities of Cedar Hill Prep School. The term “cause” shall mean, but is not limited to, any of the following as determined by the Board or Executive Director: a.

Teacher/Employee is unwilling or unable to perform his or her duties (except as provided by applicable laws and regulations related to disabilities or medical leave); b.

Teacher/Employee commits any act of fraud or dishonesty;

c.

Teacher/Employee engages in any criminal conduct;

d.

Teacher/Employee engages in any form of gross misconduct or sexual misconduct as defined in sections 6.2 and 6.3 above.

e. Teacher/Employee engages in insubordination;

48

f. Teacher/Employee engages in any conduct deemed by the Executive Director, in its sole discretion, to be detrimental to its reputation, operations, or activities; g. Teacher/Employee disagrees with Cedar Hill Prep School’s Mission and Philosophy; h. Teacher/Employee breaches any of the covenants set forth in this Agreement; and i. The Teacher/Employee commits any act or engages in any conduct deemed to constitute cause for termination under New Jersey law.

7.5 Upon termination of employment, the Teacher/Employee's right to all further compensation under this Agreement shall cease, except that the Teacher/Employee will be entitled to receive his or her salary computed on a pro rata basis for the period ending on the last day of employment.

Any benefits end on the last day of employment unless otherwise required by New Jersey law.

7.6 Cedar Hill Prep School reserves the right to relieve Teacher/Employee of his or her duties without prior notice and without cause, and pay the remainder of compensation due under this Agreement.

7.7 In the event of termination of the Teacher/Employee's employment (whether by the Teacher/Employee or Cedar Hill Prep School) or at the end of the Agreement term, the Teacher/Employee must return all property owned by Cedar Hill Prep School including, but not limited to, documents, records, lesson plans, and computer data relating to the Teacher/Employee's duties under this Agreement. Teacher/Employee is entitled to copies of documents, lesson plans, and computer data related to his or her duties at Cedar Hill Prep School.

8.

Conflict Resolution 8.1 The parties to this Agreement are professionals and will make every effort to live at peace and to resolve disputes with each other in private or within the community.

8.2 Teacher/Employee agrees to always give a good report concerning all school matters. The Teacher/Employee agrees that all differences are to be resolved by always presenting a united front with Cedar Hill Prep School. The Teacher/Employee agrees that appropriate confidentiality will be observed by the Teacher/Employee in regard to pupil, parent, and school matters, unless otherwise required by New Jersey law.

8.3 If after complying with the injunctions mentioned in Sections 8.1 and 8.2, the parties cannot resolve a dispute arising out of or relating to this Agreement or to any aspect of the employment relationship, including statutory claims, the parties agree they will settle the dispute by binding arbitration in accordance with the Employment Arbitration Rules and Mediation Procedures of the American Arbitration Association. The parties may agree to mediate prior to arbitration in accordance with the following terms. Mediation/arbitration shall be before a mutually acceptable person who: (i) is a practicing attorney with a minimum of ten years’ experience or a retired judge; and (ii) is in general agreement with the School Philosophy. In the event that the parties cannot agree on such a person, each shall suggest two qualified persons and the two shall agree on one such qualified person to be the sole mediator or arbitrator. The arbitrator need not be the same person as the mediator. The parties hereby incorporate, and the arbitration shall follow.

Additionally, the arbitrator shall have the authority to order such discovery, by way of deposition, interrogatories, document production, or otherwise, as the arbitrator considers necessary to full and fair exploration of the issues in dispute, consistent with the expedited nature of arbitration.

The parties shall evenly split the costs of both mediation and arbitration. In the event this clause is breached, the prevailing party shall be entitled to attorney’s fees and the costs of enforcing this clause.

9.

Waiver of Breach

9.1 Cedar Hill Prep School’s waiver of a breach of any provision of this Agreement by the Teacher/Employee shall not operate or be construed as a waiver of any subsequent breach by the Teacher/Employee. No waiver shall be valid unless in writing and signed by the Board or Executive Director.

10.

Continued Employment not implied

10.1

The parties agree that no rights of tenure, presumption of continued employment, or

49

right of renewal beyond this current Agreement are conferred or implied by this Agreement, by any pattern of renewal, or any other course of conduct between the parties.

11.

Governing Law/Venue

11.1

This Agreement shall be governed and construed in accordance with the laws of the State

of New Jersey and venue shall be in Somerset County, New Jersey.

12.

Employment Policies

12.1

Teacher/Employee acknowledges and agrees that Cedar Hill Prep School’s

employment policies (including, but not limited to, the Cedar Hill Prep School Employee Handbook) and procedures shall not in any way modify or supersede the terms of this Agreement. The Teacher/Employee agrees that Cedar Hill Prep School may modify or revoke such policies at any time without prior notice to the Teacher/Employee. Notwithstanding, you will be subject to all applicable employment and other policies of Cedar Hill Prep School as outlined in the Employee Handbook and elsewhere.

13.

Deductions from Final Paycheck

13.1

If the Teacher/Employee owes any amounts to Cedar Hill Prep School at the earlier of the

termination of the Agreement or the termination of the Teacher/Employee’s employment, the Teacher/Employee hereby expressly authorizes Cedar Hill Prep School to deduct from the Teacher/Employee’s final paychecks any amounts owed to Cedar Hill Prep School by the Teacher/Employee.

14.

Complete Agreement

14.1

This Agreement constitutes the full and complete Agreement of the parties regarding the

employment relationship between them, and supersedes all prior understandings and Agreements, including, but not limited to, any and all prior employment Agreements, and all prior, current or future employment policies or handbooks. The Agreement and the employment relationship created herein can only be changed by an Agreement in writing signed by the party against whom enforcement of any waiver, change, modification or discharge is sought.

14.2

Teacher/Employee agrees to keep a current address on file with the Administrative office.

Cedar Hill Prep School will meet any legal obligation it has to give the Teacher/Employee written notice regarding the Teacher/Employee’s employment by certified mail, regular mail and/or express delivery service to the employee’s address of record or by communicating by electronic mail at the electronic mail address provided to by the employee to the school.

15.

Acknowledgment

15.1

Teacher/Employee acknowledges that the Teacher/Employee has read, understands,

and will abide by the terms and conditions of the Agreement. The Teacher/Employee confirms that the Teacher/Employee will be able to carry out the work that it would involve without breaching any legal restrictions on her/his activities, such as restrictions imposed by a current or former employer. The Teacher/Employee also confirms that she/he will inform Cedar Hill Prep School about any such restrictions and provide Cedar Hill Prep School with as much information about them as possible, including any agreements between Teacher/Employee and her/his current or former employer describing such restrictions on your activities. The Teacher/Employee further confirms that she/he will not remove or take any documents or proprietary data or materials of any kind, electronic or otherwise, with her/him from her/his current or former employer to Cedar Hill Prep School without written authorization from her/his current or former employer, nor will she/he use or disclose any such confidential information during the course and scope of her/his employment with Cedar Hill Prep School.

If the Teacher/Employee has any questions about the ownership of particular documents or other information the Teacher/Employee shall discuss such questions with her/his former employer before removing or copying the documents or information. The Teacher/Employee understands and agrees that the Teacher/Employee’s employment by Cedar Hill Prep School may be terminated before the end of the school year, with or without cause, and that the Teacher/Employee has no right to renewal of this Agreement. The Teacher/Employee understands that this Agreement represents the total Agreement between the parties and that no rights arise under policies or handbooks distributed by Cedar Hill Prep School.

Cedar Hill Prep School, 152 Cedar Grove Lane, Somerset, NJ 08873 By: Nandini Menon, Executive Director Date By: Teacher/Employee: XXXX XXXXXXX

Date

The SCHOOL will provide a list of holidays.

50

U.S. Department of Labor Wage and Hour Division Important information regarding recent overtime litigation in the U.S. District Court of Eastern District of Texas

Fact Sheet #17D: Exemption for Professional Employees Under the Fair Labor Standards Act (FLSA) This fact sheet provides general information on the exemption from minimum wage and overtime pay provided by Section 13(a)(1) of the Fair Labor Standards Act as defined by Regulations, 29 CFR Part 541.

The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek.

However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the Department’s regulations.

The specific requirements for exemption as a bona fide professional employee are summarized below. There are two general types of exempt professional employees: learned professionals and creative professionals.

See other fact sheets in this series for more information on the exemptions for executive, administrative, computer and outside sales employees, and for more information on the salary basis requirement.

Learned Professional Exemption To qualify for the learned professional employee exemption, all of the following tests must be met: 

The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;



The employee’s primary duty must be the performance of work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment;



The advanced knowledge must be in a field of science or learning; and



The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.

Primary Duty “Primary duty” means the principal, main, major or most important duty that the employee performs. Determination of an employee’s primary duty must be based on all the facts in a particular case, with the major emphasis on the character of the employee’s job as a whole.

FS 17D

Work Requiring Advanced Knowledge “Work requiring advanced knowledge” means work which is predominantly intellectual in character, and which includes work requiring the consistent exercise of discretion and judgment. Professional work is therefore distinguished from work involving routine mental, manual, mechanical or physical work. A professional employee generally uses the advanced knowledge to analyze, interpret or make deductions from varying facts or circumstances. Advanced knowledge cannot be attained at the high school level.

Field of Science or Learning Fields of science or learning include law, medicine, theology, accounting, actuarial computation, engineering, architecture, teaching, various types of physical, chemical and biological sciences, pharmacy and other occupations that have a recognized professional status and are distinguishable from the mechanical arts or skilled trades where the knowledge could be of a fairly advanced type, but is not in a field of science or learning.

Customarily Acquired by a Prolonged Course of Specialized Intellectual Instruction The learned professional exemption is restricted to professions where specialized academic training is a standard prerequisite for entrance into the profession. The best evidence of meeting this requirement is having the appropriate academic degree. However, the word “customarily” means the exemption may be available to employees in such professions who have substantially the same knowledge level and perform substantially the same work as the degreed employees, but who attained the advanced knowledge through a combination of work experience and intellectual instruction. This exemption does not apply to occupations in which most employees acquire their skill by experience rather than by advanced specialized intellectual instruction.

Creative Professional Exemption To qualify for the creative professional employee exemption, all of the following tests must be met: 

The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;



The employee’s primary duty must be the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor.

Invention, Imagination, Originality or Talent This requirement distinguishes the creative professions from work that primarily depends on intelligence, diligence and accuracy. Exemption as a creative professional depends on the extent of the invention, imagination, originality or talent exercised by the employee. Whether the exemption applies, therefore, must be determined on a case-by-case basis. The requirements are generally met by actors, musicians, composers, soloists, certain painters, writers, cartoonists, essayists, novelists, and others as set forth in the regulations. Journalists may satisfy the duties requirements for the creative professional exemption if their primary duty is work requiring invention, imagination, originality or talent. Journalists are not exempt creative professionals if they only collect, organize and record information that is routine or already public, or if they do not contribute a unique interpretation or analysis to a news product.

Recognized Field of Artistic or Creative Endeavor This includes such fields as, for example, music, writing, acting and the graphic arts.

Teachers Teachers are exempt if their primary duty is teaching, tutoring, instructing or lecturing in the activity of imparting knowledge, and if they are employed and engaged in this activity as a teacher in an educational establishment. Exempt teachers include, but are not limited to, regular academic teachers; kindergarten or nursery school teachers; teachers of gifted or disabled children; teachers of skilled and semi-skilled trades and occupations; teachers engaged in automobile driving instruction; aircraft flight instructors; home economics teachers; and vocal or instrument music teachers. The salary and salary basis requirements do not apply to bona fide teachers. Having a primary duty of teaching, tutoring, instructing or lecturing in the activity of imparting knowledge includes, by its very nature, exercising discretion and judgement.

Practice of Law or Medicine An employee holding a valid license or certificate permitting the practice of law or medicine is exempt if the employee is actually engaged in such a practice. An employee who holds the requisite academic degree for the general practice of medicine is also exempt if he or she is engaged in an internship or resident program for the profession. The salary or salary basis requirements do not apply to bona fide practitioners of law or medicine.

Highly Compensated Employees Highly compensated employees performing office or non-manual work and paid total annual compensation of $100,000 or more (which must include at least $455 per week paid on a salary or fee basis) are exempt from the FLSA if they customarily and regularly perform at least one of the duties of an exempt executive, administrative or professional employee identified in the standard tests for exemption.

Where to Obtain Additional Information For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

When the state laws differ from the federal FLSA, an employer must comply with the standard most protective to employees. Links to your state labor department can be found at www.dol.gov/whd/contacts/state_of.htm.

This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.

U.S. Department of Labor 1-866-4-USWAGE Frances Perkins Building

TTY: 1-866-487-9243

200 Constitution Avenue, NW Washington, DC, 20210

Contact Us

U.S. Department of Labor Wage and Hour Division

(Revised July 2009)

Fact Sheet #46: Daycare Centers and Preschools Under the Fair Labor Standards Act (FLSA) This fact sheet provides general information on how the FLSA applies to daycare centers and preschools.

Characteristics Daycare centers and preschools provide custodial, educational, or developmental services to preschool age children to prepare them to enter elementary school grades. This includes nursery schools, kindergartens, head start programs, and any similar facility primarily engaged in the care and protection of preschool age children. Individuals who care for children in their home are not considered daycare centers unless they have employees to assist them with the care of the children.

Coverage The 1972 Amendments to the FLSA specifically extended FLSA coverage to preschools as covered "enterprises," regardless of whether public or private or operated for profit or not for profit, and without regard to the annual dollar volume of the business. As a result, all such enterprises are required to comply with applicable provisions of the FLSA. Requirements The FLSA requires covered employers to: 

Establish the workweek for pay purposes (7 consecutive 24-hour periods), which may begin on any day of the week in the employer’s discretion (but remains fixed once established).



Maintain complete and accurate records of each employee’s daily and weekly hours worked each week. Pay at least the federal minimum wage to all nonexempt employees of not less than $7.25 per hour effective July 24, 2009, for all hours actually worked.



Pay at least one-and-one-half times each employee’s regular rate of pay as overtime compensation to each nonexempt employee for all hours worked over 40 in each workweek.



Comply with all youth employment standards, such as restrictions on working hours, operating certain equipment, or performing work in certain occupations for minors under age 16 and, if under age 18, restrictions against performing certain hazardous occupations (which include driving a school bus, among others).

Preschool Teachers: Bona fide teachers in preschool and kindergarten settings may qualify for exemption from the minimum wage and overtime pay requirements as “professionals” under the same conditions as a teacher in an elementary or secondary school. Teachers are exempt if their primary duty is teaching, tutoring, instructing or lecturing in this activity as a teacher in educational establishment. It should be noted that, although a preschools may engage in some educational activities, preschool employees whose primary duty is to care for the physical needs for the facility’s children would ordinarily not meet the requirements for exception as teachers under the applicable regulations.

Rest and Meal Periods: Employers that authorize short breaks or rest periods must count them as hours worked. Rest periods of short duration, usually 20 minutes or less, are common in industry (and promote employee efficiency) and are customarily paid for as working time. Bona fide meal periods (typically 30 minutes or more) generally need not be compensated as work time as long as the employee is completely relieved from duty for the entire meal period for the purpose of eating a regular meal. The employee is not relieved from duty if required to perform any duties, whether active or inactive, while eating. Thus, an employee is not considered "relieved" if required to continue to watch over children while they and the employee eat their meal.

Lectures, Meetings and Training Programs: Attendance at lectures, meetings, training programs, and similar activities must be counted as working time unless all four of the following criteria are met: (1) it occurs outside normal scheduled hours of work; (2) it is completely voluntary; (3) it is not job-related (unless the employee attends an independent school or college on his/her own initiative outside work hours); and, (4) no other work is performed during the period. The time spent attending training that is required by the state for day care center licensing is working time for which employees must be compensated.

Typical Problems Issues that the Wage and Hour Division’s experience has shown to be problems in the industry include:

1. not recording all hours of work, for instance, taking someone off the clock for lunch even though the person is required to remain with children and supervise them, attending parent staff meetings, running errands for the employer such as going to the grocery store, etc.; 2. employees reporting early or staying late who are paid a flat fee for this extra time, instead of paying proper overtime (time-and-one-half the regular rate of pay) for such extra hours; 3. taking improper deductions from employees' pay, such as for items that primarily benefit the employer, which causes them to be paid less than minimum wage or which cuts into the overtime due the employee; 4. classifying employees, who do not meet all the tests for exemption, as exempt teachers and not paying such nonexempt staff appropriate overtime compensation; and 5. paying overtime compensation after 80 hours in two weeks instead of the required overtime payment after 40 hours in each week.

Family and Medical Leave Act The Family and Medical Leave Act (FMLA) requires that FMLA-covered employers allow eligible employees to take up to a total of 12 workweeks of unpaid leave during any 12-month period for: 1.

birth and care of a newborn child of the employee;

2. child;

placement with the employee of a son or daughter for adoption or foster care, and to care for the newly-placed

3.

care for a child, spouse or parent with a serious health condition; and

4.

medical leave when the employee is unable to work because of a serious health condition.

The FMLA applies to all public agencies, including state, local and federal employers, local education agencies (schools), and to private sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year. To be eligible for FMLA benefits, an employee must have worked for the employer for a total of 12 months, have worked at least 1,250 hours over the previous 12 months, and work at a location where at least 50 employees are employed by the employer within 75 miles.

Where to Obtain Additional Information For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

When the state laws differ from the federal FLSA, an employer must comply with the standard most protective to employees. Links to your state labor department can be found at www.dol.gov/whd/contacts/state_of.htm.

This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.

U.S. Department of Labor 1-866-4USWAGE Frances Perkins Building

TTY: 1-866-487-9243

200 Constitution Avenue, NW Washington, DC, 20210

Contact Us

JOB DESCRIPTIONS

POLICY NO. 2.5

Job descriptions are available for all positions in the company. The items included in each position description are the following: 1.

2.

3.

4.

Title of position; Position qualifications (essential qualifications including job experience, skills, and education); Job summary or overview;and Assigned duties and responsibilities.

Position descriptions are used to determine employee selection, job requirements, performance criteria, organizational structure, and the relative worth of jobs in relation to each other. Cedar Hill Prep management annually reviews all company positions to ensure equity and consistency in our Personnel system.

DIRECTOR OF CEDAR HILL PREP POSITION OVERVIEW: To provide leadership, manage the school fiscally, market the school for recognition, and formulate academic program to provide individualized education to each student. This is to be accomplished within the policies and procedures of Cedar Hill Prep as well as the licensing regulations of the State of New Jersey.

MAJOR DUTIES AND RESPONSIBILITIES: ADMINISTRATION (Organization, evaluation, development, and research)     

Serve as the Chief Executive Officer for Cedar Hill Prep.

Direct the operation of the school.

Direct the development, operation, and control of the budget.

Direct the personnel program to hire the right people and limit attrition in employees.

Develop annual goals for the school and execute it.

FACILITY MANAGEMENT   

Planning short and long range building needs.

Work with architects, general contractor, and lawyers to submit applications to township for construction.

Oversee construction and budget.

INSTRUCTION (Staff organization, evaluation, development, and research)    

Serves as instructional leader of the school.

Direct the instructional program of the system.

Direct the hiring, termination, supervision, and evaluation of all staff.

Direct the staff improvement program.

CURRICULUM DEVELOPMENT (Program organization, evaluation, development, and research)     

Direct the planning and development of the general instructional program.

Direct the planning of curriculum evaluation and research.

Direct and conduct the research for curriculum, current trends, benchmarks, and implementation of instructional methodology.

Select and recommend all textbooks, equipment, supplies, and other educational materials for the school.

Keeps informed of current curricular and educational research, trends and practices, and implements them in the school.

PUPIL SERVICES (Organization, evaluation, development, and research)    

Direct the planning and operation of a system for monitoring the progress of all students.

Conduct meetings with parents to optimize the educational plan for the student.

Direct and coordinate with county educational services to provide federally funded compensatory education services to students.

Research and structure student evaluation system, remediation plan, and supplemental services.

SCHOOL/COMMUNITY RELATIONS (Organization, evaluation, development, and research)  

Promote effective communication between parents and the school.

Work with PTO to provide a social avenue for parents and build the school community.

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GENERAL MANAGEMENT   

Maintain records for the school, including financial accounts, business and property records, personnel, scholastic, and school population records.

Maintain all contracts, documents, securities, title papers, books, and other papers of the school.

Maintain all documents and be in compliance with the Department of Family Services and NJ Department of Education.

ACCOUNTING/FINANCIAL MANAGEMENT/COMPTROLLER        

Structuring of revenue streams for the school, tuition rates for school and summer camp.

Plan salary structure for all employees of the school.

Perform budget analysis and review.

Work with CPA to create/maintain bookkeeping procedures, automated accounting systems, payroll requirements, and provide documents for annual tax filing.

Monitor, analyze and review accounts receivables (tuition payments), payable (vendors), delinquencies, and monthly account balance summary.

Review QuickBooks to make sure journal entries are correct and bank reconciliation is accurate.

Analyze accuracy of general ledger, accounting details, revenues, expenditures, and cash balances for fiscal health of school.

Apply for loans for school, meet with financial companies to solicit financing of construction loans.

MARKETING/PUBLIC RELATIONS     

Plan marketing budget/program for school and summer camp.

Work with print companies to design marketing material for direct mail advertising.

Create brochures for the school and camp highlighting its USP (Unique Selling Proposition) Conduct brand assessment studies and define the school’s niche.

Develop marketing strategies/plan to increase the public awareness of the school (sponsoring community events, organizing events for the community).

QUALIFICATIONS      

Master’s Degree with minimum ten years of experience in Management.

Knowledge and understanding of administrative and business principles in a school setting.

Effective verbal and written communication skills. Familiarity with Microsoft Office.

Experience as a teacher with school children, Grades Preschool-8.

Must have the creativity, flexibility and understanding necessary for working with children and adults.

Knowledge of general learning theories, curriculum alternatives, and developmentally appropriate practice for programs for children and the ability to implement and share knowledge.

57

PRINCIPAL of CEDAR HILL PREP JOB RESPONSIBILITIES: VISION: Cedar Hill Prep provides a nurturing environment and a world class education that is tailored to help students succeed emotionally, physically, and intellectually. Our mission is to make this vision possible at an affordable tuition rate.  Develops communication strategies to inform the Management of progress towards the vision and mission of Cedar Hill Prep.

MANAGEMENT     

Designs and manages operational procedures to maximize opportunities for successful learning.

Effectively manages school policies and procedures.

Demonstrates effective communication skills with school management in the operation of the school.

Addresses problems in a timely manner.

Works to assure the school building, equipment, and support systems operate safely, efficiently and effectively.

COLLABORATION    

Engages the community to create shared responsibility for student and school success.

Promotes and supports parent/student/community involvement in the school.

Shares leadership and decision-making with teacher leaders throughout the school.

Connects students and families to the health, human, and social services they need to stay focused on learning.

ETHICS     

Demonstrates ethical, trustworthy, and professional behavior.

Demonstrates values, beliefs, and attitudes that inspire others to higher levels of performance.

Treats people fairly, equitably, and with dignity and respect.

Applies policies and procedures in a fair and equitable manner.

Demonstrates appreciation for and sensitivity to the diversity in the school community.

LEARNING COMMUNITY    

Serves as an effective spokesperson for the welfare of all members of the learning community.

Promotes respect for diversity in the school and community environment.

Engages in dialogue with teachers, teacher teams and the head of school to improve teaching and learning.

Provides leadership through assisting in the development of mutual expectations, procedures for working together, and formulating school policies.

STANDARDS FOR IMPLEMENTATION: VISION        

Work with the Director of School and Staff to create the School Improvement Plan, Building Improvement Plans/grade level goals.

Create staff meeting agendas with input from teacher leaders (addressing vision/mission). (Focus of these meetings is on teaching and learning rather than items that can be taken care of through email.)

Coordinate and plan monthly student recognition.

Finalize school-wide discipline plans/academic guidelines with staff input.

Implement House System and manage the daily, weekly, and monthly goals of the House System.

Establish student organizations in support of student learning.

Finalize department meeting agendas (grade level meetings, team meetings, too). Grade level and team meeting agendas should be set by the team and should be focused on teaching and learning. Agendas and minutes to be kept in a three-ring binder.

Develop teacher teams/assistants to assure implementation of school goals.

SCHOOL CULTURE FOR LEARNING    

Schedule staff in-service quarterly meetings with a clear focus on teaching and learning.

Conduct school climate surveys.

Work with teacher leaders to create faculty meeting agendas focused on teaching and learning (professional development issues).

Provide opportunities for teachers to observe best practices (both inside and outside discipline) – teacher focused observations in other classrooms.

QUALIFICATIONS

Bachelor’s Degree or higher with a Teacher Certification and five years of experience in Business Management

58

ASSISTANT PRINCIPAL of CEDAR HILL PREP JOB RESPONSIBILITIES:       

Assist the Principal in the overall administration of the school, as needed.

Assist the Principal in the transformation of the school culture into a results-oriented, collaborative learning community, as needed.

Assist the Principal in planning and implementing a professional development/growth program for teachers and staff, as needed.

Serve as Principal in the absence of the regular Principal.

Assist in the planning and implementation of a systematic method of supervising the instructional program through the use of learning walks, observations, documentations, and follow-up conferences.

Assist teachers in evaluating methods and materials and developing effective learning plans and classroom management techniques.

Assist in the selection and mentoring of staff.

QUALIFICATIONS

Bachelor’s Degree or higher with a Teacher Certification

PRESCHOOL TEACHER POSITION OVERVIEW: Instruct children in activities designed to promote social, physical, and intellectual growth needed for Primary School in Cedar Hill Prep. Will work with the Director and create curriculum that meets the vision of Cedar Hill Prep.

JOB REQUIREMENTS:

Ability to relate joyfully and sensitively to children.

PRIMARY RESPONSIBILITIES:                      

Be responsible for the supervision and teaching of the children for whom he/she is responsible.

Maintain orderliness in the classroom and on the playground.

Make sure children are NEVER left unattended in the classroom or playground.

See that no child leaves the preschool area unless accompanied by an authorized parent, guardian, or preschool staff member.

Aid children on overcoming difficult situations such as shyness, discipline problems, and toilet problems (this may require changing clothes).

Assist children in preparing for lunch.

Assist children with breakfast and lunch, making certain each child is served.

Interact with children and encourage their involvement in activities.

Implement daily and weekly learning experiences for the children in accordance with the goals and vision of Cedar Hill Prep.

Obtain and/or prepare all materials needed to carry out the program.

1. Present a list of needs to the Director one week in advance of date needed.

2. Prepare all patterns and materials needed for a teaching project at least a week in advance.

Help in planning and preparing the bulletin boards on a monthly basis, using monthly themes.

Prepare the classroom with an environment conducive to meeting the aims desired.

Attend staff meetings.

Participate in activities designed for parents such as Parent Conferences, Open Houses, and other special programs.

Establish and maintain good communication with parents through parent meetings, parent-teacher conferences, and interactions on a daily informal basis.

Give the Director a list of supplies needed for the school year.

Keep the Director informed of any parent difficulties by written memo.

Complete an accident or incident report form in case of student injury.

Set up conference times with the Director in cases of staff difficulties.

Help coordinate, implement, and participate in all social activities, field trips planned for the individual class or total school.

Supervise, evaluate, train, and acquaint any new staff person assigned to you.

Responsible for any other duties that may be assigned to you by the Director.

QUALIFICATIONS:     

Bachelor’s Degree in Early Childhood Education or Elementary Education Experience as a teacher with preschool children two to five years old.

Knowledge of children's physical, emotional, and developmental patterns and needs, and the ability to implement and share that knowledge. Ability to discern when enrolled children may need special education or medical services.

Knowledge of general learning theories, curriculum alternatives, and developmentally appropriate practice for programs for children and the ability to implement and share that knowledge.

Must have the creativity, flexibility, and understanding necessary for working with children and adults.

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ASSOCIATE PRESCHOOL TEACHER POSITION OVERVIEW: Assist the lead teacher in activities designed to promote social, physical, and intellectual growth needed for primary school in Cedar Hill Prep. Will provide input to plan curriculum that meets the vision of Cedar Hill Prep. Will also fill in for the Lead teacher if and when needed.

JOB REQUIREMENTS:

Ability to relate joyfully and sensitively to children. Evidence of emotional maturity and stability.

PRIMARY RESPONSIBILITIES:                 

Assist the Preschool teacher in the supervision and teaching of the children for whom he/she is responsible.

Maintain orderliness in the classroom and on the playground.

Make sure children are NEVER left unattended in the classroom or playground.

See that no child leaves the Preschool area unless accompanied by an authorized parent, guardian, or Preschool staff member.

Aid children on overcoming difficult situations such as shyness, discipline problems, and toilet problems (this may require changing clothes).

Assist Lead Teacher/children in preparing for lunch.

Assist Lead Teacher/children with morning and afternoon snacks, making certain each child is served.

Interact with the children & encourage their involvement in activities.

Assist the Lead Teacher in implementing daily and weekly learning experiences for the children in accordance with the goals and vision of Cedar Hill Prep.

Assist Preschool teacher in designing lesson plans.

Assist Preschool teacher in planning and preparing the bulletin boards on a monthly basis, using monthly themes.

Assist the Preschool Teacher in preparing the classroom with an environment conducive to meeting the aims desired.

Carry out appropriate & positive discipline as established by the Lead Teacher.

Participate in activities designed for parents such as Parent Conferences, Open Houses, and other special programs.

Sensitive & responsive to parents.

Complete an accident or incident report form in case of student injury.

Help coordinate and participate in all social activities, field trips planned for the individual class or total school.

QUALIFICATIONS:   

Bachelor’s Degree/Associate Degree in Early Childhood Education or Elementary Education.

Knowledge of children's physical, emotional, and developmental patterns and needs and the ability to implement and share that knowledge.

Must have the creativity, flexibility, and understanding necessary for working with children and adults; be professional.

KINDERGARTEN TEACHER POSITION OVERVIEW: Instruct children in activities designed to promote social, physical, and intellectual growth needed for primary school in Cedar Hill Prep. Will work with the Director and create curriculum that meets the vision of Cedar Hill Prep.

JOB REQUIREMENTS: Ability to relate joyfully and sensitively to children.

PRIMARY RESPONSIBILITIES:               

Be responsible for the supervision and teaching of the children for whom he/she is responsible.

Maintain orderliness in the classroom and on the playground.

Make sure children are NEVER left unattended in the classroom or playground.

See that no child leaves the Kindergarten area unless accompanied by an authorized parent, guardian, or Kindergarten staff member.

Aid children on overcoming difficult situations such as shyness, discipline problems, and toilet problems (this may require changing clothes).

Assist children in preparing for lunch.

Assist children with snack and lunch.

Interact with children and encourage their involvement in activities.

Implement daily and weekly learning experiences for the children in accordance with the goals and vision of Cedar Hill Prep.

Obtain and/or prepare all materials needed to carry out the program.

Present a list of needs to the Director one week in advance of date needed.

Prepare all patterns and materials needed for a teaching project at least a week in advance.

Help in planning and preparing the bulletin boards on a monthly basis, using monthly themes.

Prepare the classroom with an environment conducive to meeting the goals desired.

Attend staff meetings, workshops, and conferences.

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        

Participate in activities designed for parents such as Parent Conferences, Open Houses, and other special programs.

Establish & maintain good communication with parents through parent meetings, parent-teacher conferences, and interactions on a daily informal basis.

Give the Director a list of supplies needed for the year. This should be turned into the Director by March 1st.

Keep the Director informed of any parent difficulties by written memo/email.

Complete an accident or incident report form in case of student injury.

Set up conference times with the Director in cases of staff difficulties.

Help coordinate, implement, and participate in all social activities, field trips planned for the individual class or total school.

Supervise, evaluate, train, and acquaint any new staff person assigned to you.

Be responsible for any other duties that may be assigned to you by the Director.

QUALIFICATIONS:     

Bachelor’s Degree in Early Childhood Education or Elementary Education.

Experience as a teacher with Kindergarten children.

Knowledge of children's physical, emotional, and developmental patterns and needs and the ability to implement and share that knowledge. Ability to discern when enrolled children may need special education or medical services.

Knowledge of general learning theories, curriculum alternatives, and developmentally appropriate practice for programs for children and the ability to implement and share that knowledge.

Must have the creativity, flexibility and understanding necessary for working with children and adults.

ASSOCIATE KINDERGARTEN TEACHER POSITION OVERVIEW: Assist the lead teacher in activities designed to promote social, physical, and intellectual growth needed for Primary School in Cedar Hill Prep. Will also fill in for the lead teacher if and when needed.

JOB REQUIREMENTS:

Ability to relate joyfully and sensitively to children. Evidence of emotional maturity and stability.

PRIMARY RESPONSIBILITIES:                  

Assist the Kindergarten teacher in the supervision and teaching of the children for whom he/she is responsible.

Maintain orderliness in the classroom and on the playground.

Make sure children are NEVER left unattended in the classroom or playground.

See that no child leaves the Kindergarten area unless accompanied by an authorized parent, guardian, or preschool staff member.

Aid children on overcoming difficult situations such as shyness, discipline problems, and toilet problems (this may require changing clothes).

Assist Lead Teacher/children in preparing for lunch.

Assist Lead Teacher/children with morning and afternoon snacks.

Interact with the children & encourage their involvement in activities.

Assist in implementing daily and weekly learning experiences for the children in accordance with the goals and vision of Cedar Hill Prep.

Assist Lead Teacher in designing lesson plans.

Assist Lead Teacher in planning and preparing the bulletin boards on a monthly basis, using monthly themes.

Prepare the classroom with an environment conducive to meeting the aims desired.

Carry out appropriate & positive discipline as established by the Lead Teacher.

Attend staff meetings, workshops, and conferences.

Participate in activities designed for parents such as Parent Conferences, Open Houses, and other special programs.

Sensitive & responsive to parents.

Complete an accident or incident report form in case of student injury.

Help coordinate, and participate in all social activities, field trips planned for the individual class or total school.

QUALIFICATIONS:   

Bachelor’s Degree/Associate degree in Early Childhood Education or Elementary Education.

Knowledge of children's physical, emotional, and developmental patterns and needs and the ability to implement and share that knowledge.

Must have the creativity, flexibility, and understanding necessary for working with children and adults.

ELEMENTARY SCHOOL TEACHER (Grades 1-4) (Including Specialists) PRIMARY PURPOSE: To create a flexible elementary grade program and a class environment favorable for learning and personal growth; to establish effective rapport with students; to motivate students to develop skills, attitudes, and knowledge needed to provide a good foundation for upper elementary grade education in accordance with each student's ability; to establish good relationships with parents and other staff members.

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PRIMARY RESPONSIBILITIES:                  

Duties of this job include, but are not limited to: Teach reading, language arts, social studies, mathematics, and science to students in the classroom, utilizing courses of study adopted by Cedar Hill Prep in alignment with the NJ core curriculum standards, and other appropriate learning activities.

Instruct students in citizenship and basic subject matter.

Develop lesson plans and instructional materials and provide individualized and small group instruction in order to adapt the curriculum to the needs of each student.

Use a variety of instructional strategies, such as inquiry, group discussion, lecture, discovery, etc.

Translate lesson plans into learning experiences so as to best utilize the available time for instruction.

Establish and maintain standards of student behavior needed to achieve a functional learning atmosphere in the classroom.

Evaluate students' academic and social growth; keep appropriate records; and prepare progress reports.

Communicate with parents through conferences and other means to discuss student's progress and interpret the school program.

Identify student needs and cooperate with other professional staff members in assessing and helping students solve health, attitude, and learning problems.

Create an effective environment for learning through functional and attractive displays, bulletin boards, and class blog on the website.

Maintain professional competence through in-service education activities provided by professional growth activities.

Participate cooperatively with the Director to develop the method by which the teacher will be evaluated in conformance with guidelines.

Select and requisition books and instructional aids; maintain required inventory records.

Supervise students in out-of-classroom activities during the school day.

Administer group standardized tests in accordance with state testing program.

Participate in curriculum development programs as required.

Participate in faculty committees and the sponsorship of student activities Attend special School events (i.e. Graduation and Junior Olympics)

QUALIFICATIONS:   

Bachelor’s Degree of related subject from accredited university.

NJ teaching certificate.

Experience is preferred.

PHYSICAL DEMANDS AND WORKING CONDITIONS: The physical requirements indicated below are examples of the physical aspects that this position must perform in carrying out the essential functions of the position:  Physical Demands: Walk, look downward, turn neck (up to continuously), sit, bend (frequently), stand, stoop, squat, reach, push, pull (occasionally), kneel, crawl, climb (infrequently), grasp/manipulate materials & supplies (continuously), lift items weighing up to 10 pounds (frequently), carry items weighing up to 10 pounds (occasionally), and lift/carry items weighing up to 40 pounds (infrequently) (occasionally for PE, Technology, and Art teachers).  Working Conditions: Indoor classrooms, exposure to: student noise and music, odors of food and science projects, possible communicable diseases, or unruly students. Outdoor schoolyard and grounds, exposure to: temperatures, dust, pesticides, and smoke (seasonally).

MIDDLE SCHOOL TEACHER (Grades 5 – 8) (Including Specialists) PRIMARY PURPOSE: To teach and instruct pupils in grades 5 through 8 in middle school academic subject matter, social, behavioral, and other educational skill areas; to plan, develop, organize and conduct a comprehensive educational program for middle school level pupils; to assist middle school level pupils; to assist middle school level pupils in making appropriate life style adjustments, and in the determination of career and vocational choices; and to do other related functions as required.

PRIMARY RESPONSIBILITIES:        

Teach and instruct in subject matter areas as designed by the NJ Core Curriculum Standards for their comprehensive middle school education program.

Utilize an adopted course of study, instructional program guidelines, and other materials in planning and developing lesson plans and teaching outlines.

Pursue a variety of methodology in teaching and instructing pupils, including lectures, demonstrations, discussions, and laboratory experiences.

Conduct teaching and instructional activities using educational equipment, materials, books, and other learning aids.

Provide instruction in citizenship and other subject matter specified by legal mandate and administrative regulations.

Plan, develop, and utilize a variety of instructional materials and aids appropriate to the intellectual and instructional level of pupils from varied socio-economic and cultural backgrounds, and who possess a range of mental and emotional maturity.

Review, analyze, and evaluate the history, background, and assessment of pupils in designing instructional programs to meet individual educational needs.

Individualize and adapt educational processes and procedures to enhance pupil educational opportunities.

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        

Provide group and individual instruction to motivate pupils, and effectively utilize the time available for instructional activities.

Maintain appropriate standards of pupil behavior using behavioral management strategies and techniques, including positive reinforcement and behavior shaping procedures.

Review, analyze, evaluate, and report pupil academic, social, and emotional growth.

Prepare, administer, score, record, and report the results of criterion referenced tests, and administer, score, record, and report the results of group standardized tests in evaluating pupil growth and progress.

Counsel, confer with, and communicate with parents and school personnel regarding pupil progress and in the interpretation of the educational program.

Cooperatively pursue alternative solutions to ameliorate pupil learning problems and to enhance expanded academic, social, and emotional growth opportunities.

Maintain an effective learning environment through the proper control of heating, lighting, and ventilation, and the utilization of exhibits, displays, and independent study centers.

Select and requisition appropriate educational supplies, materials, books, equipment, and learning aids.

Perform a variety of non-instructional duties, including curriculum and instructional development activities, student supervision, and consultation activities.

EMPLOYMENT STANDARDS KNOWLEDGE OF:     

Principles, theories, methods, techniques, and strategies pertaining to teaching and instruction of middle school level pupils.

Academic, social, and behavioral characteristics of middle school level pupils.

Educational curriculum and instructional goals and objectives, and educational trends and research findings pertaining to comprehensive middle school programming.

Behavior management and behavior shaping strategies, techniques and methods, and conflict resolution procedures.

Socio-economic and cultural background differences of the school population.

ABILITY TO:             

Plan, organize, develop, and conduct a comprehensive teaching and instructional program for pupils at the middle school level.

Provide appropriate and effective learning experiences for pupils from a wide range of socio-economic levels and cultural backgrounds.

Effectively assess the instructional and educational needs of pupils, and design, develop, and implement sound instructional and educational programs.

Provide a motivating and stimulating learning environment.

Perform research and development activities pertaining to curriculum and instructional programs and innovative and creative pilot projects designed to enhance pupil educational opportunities and experiences.

Follow safety procedures and written and verbal instructions.

Work effectively with staff, students, and the public.

Make independent decisions.

Work autonomously.

Organize tasks, set priorities and meet deadlines, manage multiple tasks.

Demonstrate good judgment and good problem-solving skills.

Direct and instruct others.

Respond appropriately to evaluation and changes in the work setting.

EDUCATION: 

Possession of a Bachelor’s Degree or higher with emphasis in an academic major or minor subject matter fields with the needed courses to meet credential requirements.

PHYSICAL DEMANDS AND WORKING CONDITIONS: The physical requirements indicated below are examples of the physical aspects that this position must perform in carrying out the essential functions of the position. 



Physical Demands: Walk, look downward, turn neck (up to continuously), sit, bend (frequently), stand, stoop, squat, reach, push, pull (occasionally), kneel, crawl, climb (infrequently), grasp/manipulate materials & supplies (continuously), lift items weighing up to 10 pounds (frequently), carry items weighing up to 10 pounds (occasionally), and lift/carry items weighing up to 40 pounds (infrequently) (occasionally for PE, Technology, and Arts teachers).

Working Conditions: Indoor classrooms, exposure to: student noise and music, odors of food and science projects, possible communicable diseases, or unruly students. Outdoor schoolyard and grounds, exposure to temperatures, dust, pesticides, and smoke (seasonally).

AFTER SCHOOL TEACHER (Grades 1-8) POSITION OVERVIEW: Instruct children in activities designed to promote social, physical, and intellectual growth needed for primary/middle school in Cedar Hill Prep. Will work with the teachers and implement curriculum that meets the vision of Cedar Hill Prep.

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JOB REQUIREMENTS: Ability to relate joyfully and sensitively to children.

PRIMARY RESPONSIBILITIES:           

Be responsible for the supervision and teaching of the children for whom he/she is responsible.

Maintain orderliness in the classroom and on the playground.

Make sure children are NEVER left unattended in the classroom or playground.

See that no child leaves the school area unless accompanied by an authorized parent, guardian, or After School staff member.

Interact with children and encourage their involvement in activities.

Implement daily and weekly learning experiences for the children in accordance with the goals and vision of Cedar Hill Prep.

Obtain and/or prepare all materials needed to carry out the program.

Prepare the classroom with an environment conducive to meeting the aims desired.

Keep the Director informed of any parent difficulties by written memo/email.

Complete an accident or incident report form in case of student injury.

Be responsible for any other duties that may be assigned to you by the Director.

QUALIFICATIONS:   

Bachelor’s Degree in Early Childhood Education or Elementary Education.

Knowledge of children's physical, emotional, and developmental patterns and needs and the ability to implement and share that knowledge. Ability to discern when enrolled children may need special education or medical services.

Must have the creativity, flexibility, and understanding necessary for working with children and adults.

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TEACHER EVALUATION PARAMETERS POLICY NO. 2.13 Comments

Planning and Preparation for Learning a) Knowledge b) Strategy c) Alignment d) Assessment e) Anticipation f) Lessons g) Engagement h) Materials i) Differentiation j) Environment Classroom Management a) Expectations b) Relationships c) Respect d) Socio - emotional e) Routines f) Responsibility g) Repertoire h) Efficiency i) Prevention j) Incentives Delivery of Instruction a) Expectations b) Effort-based c) Goals d) Connections e) Clarity f) Repertoire g) Engagement h) Differentiation i) Nimbleness j) Application Monitoring, Assessment, and Follow-up a) Criteria b) Diagnosis c) On-the-Spot d) Self-Assessment e) Recognition f) Interims g) Tenacity h) Support i) Analysis j) Reflection Family and Community Outreach a) Respect b) Belief c) Expectations 65

Goals Goal Goal Goal Goal Goal Goal Goal Goal Goal Goal

3 3 3 3 3 3 3 3 3 3

- Proficient – Proficient - Proficient - Proficient - Proficient - Proficient - Proficient - Proficient - Proficient - Proficient

Goal Goal Goal Goal Goal Goal Goal Goal Goal Goal

3 3 3 3 3 3 3 3 3 3

-

Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient

Goal Goal Goal Goal Goal Goal Goal Goal Goal Goal

3 3 3 3 3 3 3 3 3 3

-

Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient

Goal Goal Goal Goal Goal Goal Goal Goal Goal Goal

3 3 3 3 3 3 3 3 3 3

-

Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient

Goal 3 - Proficient Goal 3 - Proficient Goal 3 - Proficient

d) Communication e) Involving f) Homework g) Responsiveness h) Reporting i) Outreach j) Resources Professional Responsibilities a) Attendance b) Reliability c) Professionalism d) Judgment e) Teamwork f) Contributions g) Communication h) Openness i) Collaboration j) Self-Improvement

Goal Goal Goal Goal Goal Goal Goal

3 3 3 3 3 3 3

-

Proficient Proficient Proficient Proficient Proficient Proficient Proficient

Goal Goal Goal Goal Goal Goal Goal Goal Goal Goal

3 3 3 3 3 3 3 3 3 3

-

Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient Proficient

Name of Teacher/Grade:

I have read the above goals and will aspire towards meeting these goals for the academic year 2018-2019.

You will be evaluated against the above goals on a continuous basis with feedback from peers, parents and students. The formal results will be shared with you in January and June. The half yearly bonuses will be tied to the evaluation results/conclusions of the above performance measures.

You are encouraged to develop rubrics and utilize Total Participation Techniques and feedback mechanisms in order to meet the above goals with students.

Director’s Signature:

Date:

Teacher’s Signature:

Date:

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Evaluation Summary Page

Teacher's name:

School year:

School:

Subject area:

Evaluator:

Position:

RATINGS ON INDIVIDUAL RUBRICS: A. Planning and Preparation for Learning: Expert

Proficient

Needs Improvement

Does Not Meet Standards

B. Classroom Management:

Expert

Proficient

Needs Improvement

Does Not Meet Standards

C. Delivery of Instructions:

Expert

Proficient

Needs Improvement

Does Not Meet Standards

D. Monitoring, Assessment, and Follow-Up: Expert

Proficient

Needs Improvement

Does Not Meet Standards

E. Family and Community Outreach:

Expert

F. Professional Responsibilities:

Expert

Proficient

OVERALL RATING:

Proficient

Expert

Proficient

Needs Improvement

Needs Improvement

Needs Improvement

Does Not Meet Standards

Does Not Meet Standards

Does Not Meet Standards

OVERALL COMMENTS BY PRINCIPAL:

OVERALL COMMENTS BY TEACHER:

Principal's signature:

Date:

Teacher's signature:

Date:

(The teacher's signature indicates that he or she has seen and discussed the evaluation, it does not necessarily denote agreement with the report.)

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Social Media Guidelines for Faculty & Staff (Blogs, Wikis, Podcasts, Digital Images & Video)

POLICY NO: 2.26

PERSONAL RESPONSIBILITY  We recognize that employees might work long hours and occasionally may desire to use social media for personal activities at the office or by means of the company's computers, networks, and other IT resources and communications systems. We authorize this use during nonworking time so long as it does not involve vulgar, obscene, threatening, intimidating, or harassing content, not otherwise protected or required by law, is not maliciously false, does not violate any other Cedar Hill Prep policies or employee obligations, and does not interfere with your employment responsibilities or productivity. Circulating or posting commercial, personal, religious or political solicitations, chain letters, spam, or promotion of outside organizations unrelated to company business are also prohibited during working time, unless otherwise protected or required by law.  Cedar Hill Prep employees are personally responsible for the content they publish online. Be mindful that what you publish will be public for a long time. Protect your privacy.  Your online behavior should reflect the same standards of honesty, respect, and consideration that you use face-toface.  When posting to your blog, be sure you say that the information is representative of your views and opinions and not necessarily the views and opinions of Cedar Hill Prep. See Blogging Rules.  Remember that blogs, wikis, and podcasts are an extension of your classroom. What is inappropriate in your classroom should be deemed inappropriate online.  The lines between public and private, personal and professional, are blurred in the digital world. By virtue of identifying yourself as a Cedar Hill Prep employee online, you are now connected to colleagues, students, parents, and the school community. You should ensure that content associated with you is consistent with your work at Cedar Hill Prep.  When contributing online, do not post confidential student information.  Faculty are prohibited from engaging in any social media communications with students.  All email communications from teachers to students and/or parents must be pre-approved by Cedar Hill Prep administration.

DISCLAIMERS  Cedar Hill Prep employees must include disclaimers within their personal blogs that the views are their own and do not reflect on their employer. For example, "The postings on this site are my own and don't necessarily represent Cedar Hill Prep's positions, strategies, opinions, or policies."  This standard disclaimer does not by itself exempt Cedar Hill Prep employees from a special responsibility when blogging.  Classroom blogs do not require a disclaimer, but teachers are encouraged to moderate content contributed by students.

COPYRIGHT AND FAIR USE  Respect copyright and fair use guidelines. See U.S. Copyright Office - Fair Use.  A hyperlink to outside sources is recommended. Be sure not to plagiarize, and give credit where it is due. When using a hyperlink, be sure that the content is appropriate and adheres to the Cedar Hill Prep Acceptable Use Policy.  It is recommended that blogs be licensed under a Creative Commons Attribution 3.0 United States License.

PROFILES AND IDENTITY  Remember your association and responsibility with Cedar Hill Prep in online social environments. If you identify yourself as a Cedar Hill Prep employee, ensure your profile and related content is consistent with how you wish to present yourself with colleagues, parents, and students. How you represent yourself online should be comparable to how you represent yourself in person.  No last names, school names, addresses, or phone numbers should appear on blogs or wikis.  Be cautious how you setup your profile, bio, avatar, etc.  When uploading digital pictures or avatars that represent yourself, make sure you select a school appropriate image.

Adhere to Employee Handout Book Guidelines as well as your Acceptable Use Policy. Also, remember not to utilize protected images. Images should be available under Creative Commons or your own.

PERSONAL USE OF SOCIAL MEDIA SUCH AS FACEBOOK, MYSPACE AND TWITTER  Cedar Hill Prep employees are personally responsible for all comments/information they publish online. Be mindful that what you publish will be public for a long time. Protect your privacy.  Your online behavior should reflect the same standards of honesty, respect, and consideration that you use face-toface, and be in accordance with the highest professional standards.  By posting your comments having online conversations, etc., on social media sites, you are broadcasting to the world.

Be aware that even with the strictest privacy settings, what you 'say' online should be within the bounds of professional discretion. Comments expressed via social networking pages under the impression of a 'private conversation' may still end up being shared into a more public domain, even with privacy settings on maximum.  Comments related to the School should always meet the highest standards of professional discretion. When posting, even on the strictest settings, staff should act on the assumption that all postings are in the public domain. Before posting photographs and videos, permission should be sought from the subject where possible. This is especially the case where photographs of professional colleagues are concerned.  Before posting personal photographs, thought should be given as to whether the images reflect on your professionalism.

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

Photographs relating to alcohol or tobacco use may be deemed inappropriate. Remember, your social networking site is an extension of your personality, and by that token an extension of your professional life and your classroom. If it would seem inappropriate to put a certain photograph on the wall, is it really correct to put it online?  Microblogging (Twitter, etc.)= Comments made using such media are not protected by privacy settings as witnessed by the high profile cases with sports stars being disciplined for tweets expressing personal views. Employees should be aware of the public and widespread nature of such media and, again, refrain from any comment that could be deemed unprofessional.

SOCIAL BOOKMARKING  Be aware that others can view the sites that you bookmark.  Be aware of words used to tag or describe the bookmark.  Be aware of URL shortening services. Verify the landing site to which they point before submitting a link as a bookmark.

It would be best to utilize the original URL if not constrained by the number of characters as in microblogs -- i.e.

Twitter.  Attempt to link directly to a page or resource if possible as you do not control what appears on landing pages in the future.

INSTANT MESSAGING  Cedar Hill Prep employees are required to get authorization to have instant messaging programs downloaded on their school computers.  Cedar Hill Prep employees also recognize this same authorization is required for access to instant messaging programs that are available through web interfaces with no download.  Avatar images and profile information should follow the same guidelines as the above Profiles and Identity section  A written request must be submitted to Ms. Nan Menon/Mr. Donald Seeley for approval.  When submitting a request to Nan Menon/Donald Seeley, please include your name, building, grade level, and provide a statement explaining your instructional purposes for using the program.  It would also be beneficial if you can tie your request to state curriculum standards or National Educational Technology Standards.

REQUESTS FOR SOCIAL MEDIA SITES  Cedar Hill Prep understands that 21st century learning is constantly changing technology.  If you would like to request an online site be accessible to use for teaching and learning, please fill out the Social Media Request Form and submit it to Nan Menon for review.  Requests will be reviewed and the School's social media guidelines will be updated periodically throughout the school year.  A description should be provided of the intended use of the site and what tools on the site match your needed criteria.  A link to the sites privacy policy should be included, if possible.

EXAMPLES FOR ACCEPTABLE CLASSROOM USE (AUP – ACCEPTABLE USE POLICY): BLOGS CLASS WEBSITE  A calendar of class events (including field trips, student birthdays, special events)  A copy of acceptable use policy  A summary of what the students are learning and what is going on in the classroom  The week's spelling or vocabulary list  Pictures of the students at work in the classroom  Hotlist of websites for students and their parents to visit  Place for parents to post questions and/or comments  A list of upcoming deadlines  Assignment expectations and rubrics  A summary of day's activities for absent students CLASS PROJECTS  Blog about a place students are studying  Blog classroom discussions about literature  Use a blog to post class notes WIKIS  Adapting a document for a new audience  Exploratory projects  Favorite booklists  Brainstorming  Chronicle an ongoing event  Frequently asked questions  Class practice tests  Group collaboration on writing sentences  Group presentation  Class-produced exam study guide  Classroom learning beyond the classroom  Group problem-solving  Classroom websites  Help-desk training  Club activities  Individual assessment projects  Collaboration of notes  Instructional design plan  Interactive library research  Collective note-taking  Computer program coding  Lab report  Concept introduction  Lessons summaries  Content presentation  Newsletter  Open storytelling  Discussion questions  Experiments  Organizing audience sessions for speech class

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        

Peer counseling Peer editing Peer tutor training Poem construction Posting web quests Presentation/paper/course development Problem-solving Procedural manuals Proofreading

       

Role playing Scenarios - potential indicators Student papers Teacher collaborative on best practices Teacher editing marks or corrections Teacher posts Website design What if?

Nothing in this policy is intended in any way to interfere with, coerce, or restrain any employee from exercising his or her rights under any state or federal labor law, including the National Labor Relations Act.

HEALTH AND SAFETY

POLICY 3.0 PLAYGROUND RULES

Some of the most important set of events that occur during early childhood education are the social negotiations of rule structures that children construct with each other – independent of adult interference (Piaget, 1968). Toward this end, free play is a critical part of our day. However, we need everyone to be safe during play.        

Children should not go out if the temperature is below 40 degrees Fahrenheit. If they go out with the temperature below 45F, they must have a hat and gloves on with their coat. If children go out when the temperature is below 50 degrees Fahrenheit, they must have a coat on.

If it is raining and the children go out, they should have whatever rain gear their parents have provided and remain under a sheltered area.

If there are puddles or the structures are wet, the children should not go out.

If there is snow and the parents have provided appropriate snow gear, the children should be fully suited up before they go out.

If the weather is beautiful, constructive group activities should be used to extend the outdoor time to the maximum of 30 minutes.

Teachers should position themselves such that the children can be observed during free play from different vantage points.

Children are to always wear helmets when riding the trikes and bikes, and there needs to be a system for equitable time distribution among the children.

TEACHERS MUST NOT FORM A CLUSTER AND BE INVOLVED IN CONVERSATIONS WHILE AT THE PLAYGROUND. Your role during playground activities is to supervise the children.

KEEPING IT CLEAN Studies have shown that students actually behave better when their environment is clean. They take more pride in their school and consequently in the value of their learning.

DURING SCHOOL  Always monitor children and their use of the bathroom - One at a time  When entering from the playground - Everyone clean your feet  After Arts and Crafts - Windex the Easels/Tables  Always after lunch - Windex the tables CLOSING  Straighten up the books and equipment.  Make sure the computers, monitors, and speakers are off.  Make sure all windows are closed.  Make sure the air is off and winter heat is no lower than 65 degrees Fahrenheit and no higher than 70 degrees Fahrenheit.  Make sure all fans are off.  Make sure all electrical equipment is off.

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EMPLOYEE BENEFITS

POLICY NO. 6.0

DEFINITIONS TO ACCOMPANY HEALTH CARE PROVIDER CERTIFICATION FORM POLICY NO. 6.1-1 A “Serious Health Conditions” means an illness, injury, impairment, or physical or mental conditions that involves one of the following: 1. HEALTH CARE Inpatient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care. “Incapacity,” for the purposes of FMLA, is defined to mean inability to work, attend school, or perform other regular daily activities due to the serious health condition, treatment therefore, or recovery therefrom.

2. ABSENCE PLUS TREATMENT A period of incapacity of more than three consecutive days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves either of the following:

1. Treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (i.e. physical therapist) under orders of, or on referral by a health care provider; (Treatment shall include examinations to determine if a serious health condition exists and evaluations of the condition. Treatment does not include routine physical examinations, eye examinations, or dental examinations.)

2. Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of a health care provider. A regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition. A regimen of treatment does not include the taking of overthe-counter medications such as aspirin, antihistamines, or salves or bed-rest, drinking fluids, exercise, and other similar activities that can be initiated without a visit to a health care provider.

3. PREGNANCY Any period of incapacity due to pregnancy or for prenatal care.

4. CHRONIC CONDITIONS REQUIRING TREATMENTS: A chronic condition which meets all of the following criteria:

1. Requires periodic visits for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider 2. Continues over an extended period of time (including recurring episodes of a single underlying condition) 3. May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.)

5. PERMANENT/LONG-TERM CONDITIONS REQUIRING SUPERVISION A period of incapacity which 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. Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.

6. MULTIPLE TREATMENTS (NON-CHRONIC CONDITIONS) 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 consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

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APPLICATION FOR FAMILY OR MEDICAL LEAVE (POLICY 6.6-2)

NAME:

POSITION:

CURRENT ADDRESS:

ANTICIPATED START DATE OF LEAVE: EXPECTED DATE OF RETURN TO WORK: REASON FOR LEAVE:

NOTE: A leave request based on an employee's serious condition or the serious health condition of an employee's spouse, child, or parent must be accompanied by a verifying medical certification from a physician.

I hereby authorize Cedar Hill Prep to contact my physician to verify the reason for my requested leave or for any other information concerning my requested family leave.

I understand that a failure to return to work at the end of my leave may be treated as a resignation unless an extension has been agreed upon and approved in writing by the Director or Principal.

I also understand failure to pay promptly for the cost of medical insurance will result in cancellation of the insurance.

EMPLOYEE SIGNATURE

DATE:

APPROVED BY:

DIRECTOR/ PRINCIPAL

DATE:

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EMPLOYER RESPONSE TO FMLA REQUEST (POLICY NO. 6.6-2) (Family and Medical Leave Act of 1993) DATE: TO: EMPLOYEE NAME FROM: NAME OF APPROPRIATE EMPLOYER REPRESENTATIVE SUBJECT: REQUEST FOR FAMILY/MEDICAL LEAVE On _______________, you notified us of your need to take family/medical leave due to ____ the birth of a child, or the placement of a child with you for adoption or ____ a serious health condition that makes you unable to perform the essential functions of your job. ____ a serious health condition affecting your ☒ spouse, ☒ child, ☒ parent, for which you are needed to provide care.

You notified us that you need this leave beginning on ___________________ and that you expect leave to continue until on or about ___________________.

Except as explained below, you have a right under the FMLA for up to 12 weeks of unpaid leave in a 12-month period for the reason(s) listed above. Also, your health benefits must be maintained during any period of unpaid leave under the same conditions as if you continued to work, and you must be reinstated to the same or an equivalent job with the same pay, benefits, and terms and conditions of employment on your return from leave. If you do not return to work following FMLA leave for a reason other than (1)the continuation, recurrence, or onset of a serious health condition which would entitle you to FMLA leave, or (2) other circumstances beyond your control, you may be required to reimburse us for our share of health insurance premiums paid during your FMLA leave. This is to inform you that (check appropriate boxes; explain where indicated) 1.

2.

You are ☐ eligible ☐ not eligible for leave under the FMLA. The requested leave ☐ will ☐ will not be counted against your annual FMLA entitlement.

1. You ☐ will ☐ will not be required to furnish medical certification of a serious health condition. If required, you must furnish certification by ___________________ (must be at least 15 days after you are notified of this requirement) or we may delay the commencement of your leave until the certification is submitted.

CERTIFICATION OF HEALTH CARE PROVIDER 1. EMPLOYEE'S NAME: 2.

PATIENT'S NAME (if different from employee):

3. The attached sheet describes what is meant by a “serious health conditions” under the Family and Medical Leave Act. Does the patient's condition qualify under any of the categories described? (See attached page for definitions). ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5 ☐ 6 or None of the above ☐ 4. Describe the medical facts which support your certification, including a brief statement as to how the medical facts meet the criteria of one of these categories: _______________________________________________________________ 5. a) State the approximate date the condition commenced and the probable duration of the condition (and also the probable durations of the patient's present incapacity if different): b) Will it be necessary for the employee to take work only intermittently or to work on a less than full schedule as a result of the condition (including for treatment described in Item 6)? ☐ yes ☐ no If yes, give the probable duration: c) If the condition is a chronic condition (condition #4) or pregnancy, state whether the patient is presently incapacitated and the likely duration and frequency of episodes of incapacity: 6. a) If additional treatments will be required for the condition, provide an estimate of the probable manner of such treatments: If the patient will be absent from work or other daily activities because of treatment on an intermittent or part-time basis, also provide an estimate of the probable number and interval between such treatments, actual or estimated dates of treatment if known, and period required for recovery, if any: b)

If any of these treatments will be provided by another provider of health services (i.e. physical therapist), please state the nature of the treatments:

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c)

If a regimen of continuing treatment by the patient is required under your supervision, provide a general description of such regimen (i.e. prescription drugs, physical therapy requiring special equipment):

7.

a)

If medical leave from work is required for the employee because of the employee’s own condition (including absences due to pregnancy or a chronic condition), is the employee unable to perform work of any kind?

☐

YES

☐

NO

b) If able to perform some work, is the employee unable to perform any one or more of the essential functions of the employee's job (the employee or employer should supply you with information about the essential job function)?

If yes, please list the essential functions the employee is unable to perform:

☐

☐

c)

If neither (a) nor (b) applies, is it necessary for the employee to be absent from work for treatment? ______

8.

a)

If leave is required to care for a family member of the employee with a serious health condition, does the patient require assistance for basic medical or personal needs or safety, or for transportation? ______

b) If no, would the employee's presence to provide psychological comfort be beneficial to the patient or assist in the patient's recovery? ______ c) need:

If the patient will need care only intermittently or on a part-time basis, please indicate the probable duration of this

Signature of Health Care Provider

Type of Practice

ADDRESS

Telephone

To be completed by the employee needing family leave to care for a family member: State the duties you will provide and an estimate of the period during which duties will be performed, including a schedule if leave is to be taken intermittently or if it will be necessary for you to work less than full time:

EMPLOYEE SIGNATURE

DATE

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NOTICE OF INTENTION TO RETURN FROM LEAVE

POLICY NO. 6.6-2

NAME: SUPERVISOR: DATE LEAVE BEGAN: DATE OF PLANNED RETURN: I understand that my restoration to employment is subject to the following conditions:

1. As a condition of restoration, each employee must provide a written certification from the appropriate health care provider stating that the employee is able to be working.

2. Every attempt will be made to restore an employee returning from leave to her or his original position. If the employee’s original position is unavailable, the employee will be placed in an equivalent position with equivalent pay and benefits.

3. An employee returning from family and medical leave shall not be entitled to the accrual of any seniority or employment benefits during the period of leave.

EMPLOYEE SIGNATURE

DATE

I have examined the employee named above and can certify that she or he is fully able to resume working.

HEALTH CARE PROVIDER’S SIGNATURE

DATE

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POLICY NO. 10.0 Location: Effective Date: April 8, 2015 Revision Number: 1 Abuse Prevention CEDAR HILL PREP Purpose This policy establishes how CEDAR HILL PREP will prevent the physical, emotional, and sexual abuse of children and youth by its employees. CEDAR HILL PREP seeks to create a welcoming and nurturing environment and has zero tolerance for those whose actions may jeopardize the safety, health, or innocence of a minor.

DEFINITIONS Abuse – Because it takes many forms, abuse can be broken down into the following subtypes, all of which are prohibited within the scope of this policy.

-

Physical abuse – Injury inflicted on a child or youth

-

Sexual abuse – Contact or activity of a sexual nature between an adult and a child or youth

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Emotional abuse – Mental or emotional injury inflicted on a child or youth by the actions of an adult

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Neglect – Failure to provide adequate care for a child or youth

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Economic abuse – Deliberate misuse of the money or belongings of a child or youth

Child – A child is defined as anyone under the age of 12.

Youth – A youth is defined as anyone between 12 and 18 years of age.

POLICY GUIDELINES Personnel Screenings Safeguards in the hiring process will be used to eliminate from consideration any candidates who display characteristics that could classify them at a high risk for violating this policy. The required screenings and background information will depend on the positions and its level of involvement with children and youth.

For those who regularly work with or around children or youth : Candidates for positions that involve regular interaction with children or youth will be screened and selected using the following: Standard Cedar Hill Prep employment application that includes signed authorization to perform necessary background checks -

Criminal background checks in any and all states where the candidate has lived in the past seven years

-

Sexual offender registry checks in any and all states where the candidate has lived for the last seven years

-

Driving records and any applicable certification if the position requires the transportation of children

-

In-person interview of the candidate

If hired, criminal and sexual offender registry checks will be conducted every five years for those who regularly work with children or youth Prepared by Rue Insurance This abuse prevention policy is a guideline only. It is not meant to be exhaustive or construed as legal advice. Consult your legal counsel to address possible compliance requirements. You should customize a policy for your own company use. © 2012 Zywave, Inc. All rights reserved.

For those who occasionally work with children or youth: Candidates for positions that involve occasional contact with children or youth will be screened and selected using the following: Standard Cedar Hill Prep Employment Application that includes signed authorization to perform necessary background checks

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-

In-person interview of the candidate

-

Driving records and any applicable certification if the position requires the transportation of children

All information collected about a candidate will be reviewed and used to determine if they are appropriate for the respective position. If hired, all information collected during the hiring process will be included in the employee’s permanent file, which will be maintained over the course of their employment with Cedar Hill Prep.

Personnel screenings are required regardless of current employment status with Cedar Hill Prep. Cedar Hill Prep employees seeking to transfer into a position that involves working with children or youth must undergo the same review process as new hires.

Structural Guidelines for Programs All Cedar Hill Prep programs are designed to encourage safe interaction between employees and children or youth. The following guidelines are meant to keep established safeguards effective: -

Programs for children and youth must have an established adult to child ratio.

-

Employees are restricted from being alone with a child or youth where they cannot be easily observed by others.

Employees are not allowed to implement new activities or programs for children without Cedar Hill Prep’s consent.

Requests for new activities or programs should be submitted in writing to management.

Written permission must be obtained from a parent or guardian before any employee transports a child or youth in the name of Cedar Hill Prep.

Children under the age of six placed in the care of Cedar Hill Prep will only be released to a parent, legal guardian, or a person designated by a parent or legal guardian.

General Conduct In an effort to provide a safe and healthy environment for both mind and body, the following guidelines are meant to guide Cedar Hill Prep employees during their interactions with children and youth. These guidelines do not and cannot outline every situation that may be encountered while on the job, requiring employees to act with a certain degree of personal discretion. Because a certain action is not prohibited in this section does not mean it is acceptable behavior. Cedar Hill Prep reserves the right to take disciplinary action against employees whose actions are found to be inappropriate regardless of whether they appear in this section.

Employees will treat all children and youth with respect and consideration. Treatment must be fair and equal, and must not be based on sex, race, religion, sexual orientation or economic or social status. All effort must be made to avoid favoritism, or the appearance of favoritism.

While representing Cedar Hill Prep, employees must not possess, distribute, use, or allow others to use any alcohol or drugs.

Employees must not use harsh or inappropriate language, degrading punishment, or any type of restraining device in the name of behavior management.

-

Employees must not participate in or allow others to engage in any form of hazing.

-

Employees must not have sexual contact with children or youth.

-

Employees must not dress, undress, shower or bathe with or in the presence of children or youth.

Employees must not use physical punishment in any form. The only time physical force is allowed to be used against a child or youth is when their actions are placing others at an immediate risk for serious harm.

Employees are prohibited from sharing sleeping locations with children or youth. This includes beds, tents, hotel rooms, and other similar areas. Employees can sleep in open areas with children or youth as long as the area is large enough for the employee to have their own defined sleeping areas and other employees are also present.

-

Employees must not discuss their own sexual history, preferences or fantasies, nor their use of illicit or pornographic materials while in the company of children or youth.

-

Employees are not allowed to possess any sexually oriented materials (books, magazines, videos, clothing) when conducting business in the name of CEDAR HILL PREP.

-

When one-on-one discussion or counseling is warranted, employee interaction with a child or youth will take place in an area that allows for private conversation while remaining in the view of others.

If, for any reason, an employee feels there is a need to make an exception to these guidelines, they must submit to their supervisor a written description of the incident and why their actions were necessary. Their report will be reviewed for

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wrongdoing. A copy of the original report along with any additional findings made by the reviewer will be included in the employee’s permanent file.

CEDAR HILL PREP

ABUSE PREVENTION POLICY NO. 10

Employee Agreement If you have any uncertainty or questions regarding the content of this policy, you are required to consult your supervisor.

This should be done prior to signing and agreeing to the Cedar Hill Prep Abuse Prevention Policy.

I have read and understand Cedar Hill Prep’s Abuse Prevention Policy and agree to abide by its terms and conditions throughout the course of my employment. I understand that my failure to follow the terms of this policy could result in disciplinary action up to and including termination.

Employee Signature

Date

Supervisor Signature

Date

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KNOW YOUR RIGHTS

WHAT IS SEXUAL HARASSMENT? Sexual harassment is a serious problem for students’ at all educational levels. Students in elementary and secondary schools can be victims of sexual harassment. This problem is more common than you might think because many students are scared or too embarrassed to report sexual harassment.

It is different from flirting, playing around, or other types of behavior that you enjoy or welcome. Sexual harassment can be requests for sexual favors or unwelcome sexual behavior that is bad enough or happens often enough to make you feel uncomfortable, scared or confused and that interferes with your schoolwork or your ability to participate in extracurricular activities or attend classes.

Sexual harassment can be verbal (comments about your body, spreading sexual rumors, sexual remarks or accusations, dirty jokes or stories), physical (grabbing, rubbing, flashing or mooning, touching, pinching in a sexual way, sexual assault) or visual (display of naked pictures or sex-related objects, obscene gestures). Sexual harassment can happen to girls and boys. Sexual harassers can be fellow students, teachers, principals, janitors, coaches, and other school officials.

There are two kinds of sexual harassment: quid pro quo and hostile environment.



Quid pro quo (in Latin it means “this for that”) sexual harassment occurs when a teacher or school employee offers you a better grade or treats you better if you do something sexual. It could also be a threat to lower your grade or treat you worse than other students if you refuse to go along with a request for a sexual favor. For example, if your teacher says, “I’ll give you an ‘A’ if you go out with me,” or “I’ll fail you in this class if you don’t have sex with me,” this is sexual harassment.

Mary is a student in Mr. Smith’s history class. Mr. Smith is everyone’s favorite teacher, but he has started to make Mary feel uncomfortable. He asks her to come to his room alone after school to discuss her schoolwork. When she shows up, he only talks about how pretty she is and once or twice he put his hand on her knee. He always asks for a hug before she leaves. He is now suggesting that they hold these after school meetings at a café in town. He tells her that she must continue to attend these extra discussion sessions if she wants to earn a good grade in his class.



Hostile environment sexual harassment occurs when unwanted sexual touching, comments, and/or gestures are so bad or occur so often that it interferes with your schoolwork, makes you feel uncomfortable or unsafe at school, or prevents you from participating in or benefiting from a school program or activity. This type of harassment does not have to involve a threat or promise of benefit in exchange for a sexual favor. The harassment can be from your teacher, school officials, or other students.

Luis gets constant attention from a particular group of girls in his school. They send him sexually explicit notes, blow kisses at him, and rub up against him in the hallway. They wait for him when he gets off the school bus and when he gets out of class. They always seem to show up wherever he is. Someone keeps calling his house, asking for him and then hanging up, and Luis is sure it is those girls. He has even seen them drive by his house in the afternoon. At first, he thought it was funny, but it is starting to embarrass and frustrate him. He has started to avoid going out so he won’t have to see them, and he’s pretended to be sick a few times so he didn’t have to go to school.

Diana’s school soccer team coach is constantly telling her sexual jokes and making suggestive comments. During practice, he whistles and winks at her when she runs by him. Diana told the coach that his behavior makes her uncomfortable, but he responded by saying that she needs to learn how to accept compliments. Recently, he showed her a calendar of bikini-clad female

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athletes and told her she is sexy enough to pose for such a magazine. She is thinking of quitting the soccer team just to avoid the coach.

Elisha is a student in a science class where Mr. Burns is a teacher-in-training. Elisha uses a wheelchair and usually has to wait for her aide after class. Mr. Burns often waits with her and at first she liked talking with him. He says she inspires him and sometimes strokes her hair. Their conversations have included him asking questions about her body, how it works, and what things she can do. One day he confessed being curious about whether girls like her can have sex when they’re old enough. When Elisha said talking about that with him was weird, he got flustered and said he would make sure she got an A if she didn’t mention their conversation to anyone

SEXUAL HARASSMENT? Federal Law: The federal law prohibiting sexual harassment in schools is Title IX of the Education Amendments of 1972 (Title IX), which prohibits any person, on the basis of sex, to be subjected to discrimination in an educational program or activity receiving federal financial assistance. The law applies to any academic, extracurricular (student organizations and athletics), research, occupational training, and other educational programs from pre-school to graduate school that receives or benefits from federal funding. The entire institution falls under Title IX even if only one program or activity receives federal funds.

Under Title IX, a school is required to have and distribute a policy against sex discrimination, particularly one that addresses sexual harassment. Such a policy lets students, parents, and employees know that sexual harassment will not be tolerated.

A school is also required to adopt and publish grievance procedures for resolving sex discrimination complaints, including complaints of sexual harassment. This provides an effective means for promptly and appropriately responding to sexual harassment complaints.

Title IX also requires that schools evaluate current policies and practices to ensure the institution is in compliance with Title IX. Schools are also required to appoint at least one employee responsible for coordinating Title IX compliance efforts.

Finally, it is illegal to intimidate, threaten, or coerce a person who has taken action under Title IX.

States Laws: Most states have a law that prohibits sexual harassment in schools. Contact your local branch of the Office of Civil Rights for more information on these laws. (See Resources.)

WHAT CAN I DO IF I AM BEING SEXUALLY HARASSED? Some students who are being sexually harassed are too embarrassed to voice a complaint, are intimidated by their harasser, or think that little can be done to end the harassment. Many students think that it is not a serious problem and that it will stop if they just ignore it. These are all understandable reactions to difficult situations. Sexual harassment, however, is a serious issue. Many students who have been sexually harassed report a drop in their grades, and some students have had to transfer to a different school, drop classes, or leave school altogether.

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WHAT CAN I DO?

If you think you are being sexually harassed, you need to tell someone who can help you stop it.

Here are some things you and/or your parents can do: 

Don’t blame yourself. The person who is harassing you is the one doing something wrong and you haven’t done anything to cause the harassment, even if you flirted with this person or liked him/her.



Say “No” Clearly. Tell the person who is harassing you that his/her behavior offends you. They may not realize how hurtful their behavior is and may need a clear message from you to stop. If the harassment does not end, promptly write a letter asking the harasser to stop. Keep a copy of the letter.



Write down what happened. When someone harasses you or makes you feel uncomfortable, write it down in a notebook that is just for this purpose. Write down what happened, the date it happened, where it happened, and who else may have seen or heard the harassment. Also write down what you did in response, and how the harassment made you feel. Do not write other information in this notebook, such as appointments or homework assignments. Save any notes or pictures the harasser sent you. It is a good idea to keep the record somewhere besides school, such as your home or another safe place.



Report the Harassment. It is very important that you tell your parents or another adult, like a teacher or guidance counselor, about the harassment. If you want the school to do something about the harassment, you MUST tell your teacher, Mr. Seeley or Ms. Nan that you are being sexually harassed. If you do not feel comfortable telling the school official yourself, get the help of your parents, or a teacher to go with you. If you and/or your parents tell a school official verbally, also do it in writing and keep a copy for yourself. The law says the school has to stop sexual harassment of a student whether the harasser is a teacher or another student(s), but the school is only required to stop the harassment if someone in authority at the school knows what is happening to you. So you MUST report the harassment to a school official.



File a Complaint With a Government Agency. If nothing happens after complaining to school officials, you and your parents can file a complaint against the school with the U.S. Department of Education’s Office of Civil Rights (OCR). Generally, you must file a complaint with the OCR within 180 days of an act of discrimination. You can call them, and they will explain how to file a complaint. (Contact information is listed below.)



File a Lawsuit. You can also file a lawsuit against the school. If you have any questions about finding a lawyer or filing a lawsuit, you can call Equal Rights Advocates free Advice & Counseling Line at 800/839-4ERA. (See information below.)

It is important to remember that retaliation for taking action under Title IX is illegal. If you feel that someone is mistreating you or treating you unfairly because you have complained about discrimination, you should contact the Office of Civil Rights.

Types of Sexual Harassment Non-Verbal / Visual

Verbal

Physical

Displaying sexually suggestive magazines/cartoons/pinups/posters

Sexual innuendos/rumors/suggestive comments

Unwanted sexual touching

Obscene gestures

Comments on clothing or physical appearance

Pulling up/snapping/pulling down/grabbing clothing

Lip or tongue motions

Asking unwanted, personal, sexual, intimate questions

Physical interference with movements/cornering/blocking or following/leaning over/impeding movement

Sexually explicit e-mail letters/

Whistling, catcalls, patronizing

Blowing on someone's neck/hair

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writing on desks/books/lockers

names

/ear

Sexual computer screen savers

Sucking, mooing, kissing, howling sounds

Fondling/stroking/licking someone's skin

Graffiti of a sexual nature

Rating appearance, body parts, sexuality

Coerced sexual intercourse /rape/sexual assault

Leering/staring in a sexual manner

Pestering or pressuring for dates/asking for sex or sexual contact

Assault and intimidating physical conduct directed at someone because of their gender

Looking down someone's blouse or up someone's skirt

Telling sexual jokes, rape jokes or demanding gender-based jokes

Brushing up against/leaning on someone

Exposing sexual or private body parts

Shouting sexual obscenities

Massaging/grabbing/pinching/

Manipulating objects or food to create a sexual innuendo

Teasing, taunting, insulting about sex, sexuality, body parts or attractiveness

Unwanted notes or love letters with a sexual message

Commenting about sexual activities, fantasies, sexual preferences or interest of others or self.

fondling/brushing the body

Student Complaints about Other Students - A complaining student may feel that the complaint can be resolved through an informal discussion or a change of seats. If the harassment is serious or continues to occur, however, the student should be referred to Mr. Seeley's office to file a complaint. Any student who wishes to file a complaint may do so.

What is Cedar Hill Prep School’s Policy on Sexual Harassment?

Sexual harassment is prohibited in Cedar Hill Prep school between students and between students and staff members. This includes both verbal and physical sexual conduct. A student who abuses another student in a sexually harassing conduct or communication, shall have violated the policy whether such conduct occurs on school grounds, at school events, or on the school bus. Depending on the incident, violators of the policy can be suspended from school for a period of up to five (5) days or face expulsion.

What steps can I take if I am being sexually harassed?  Communicate your displeasure to the person who is offending you. For example, you might say: “Stop it. I don’t like what you’re doing.”

“Please stop making sexual jokes or remarks around me.”

“I have no desire to go out with you.”  Report problems or complaints to any teacher, or administrator. Students should raise questions or complaints about sexual harassment as soon as possible, preferably within seven (7) days of the harassment.

What can I expect the school to do if I report unwelcome sexual conduct?

The Director will promptly review the incident and will attempt to resolve the problem. You may request to speak to a school official of the same gender. If the Director determines, after a confidential investigation, that there has been a violation of the policy, penalties will be instituted.

The school investigation will include:    

Asking you for detailed information about what happened. You will be spoken to in private and you will be allowed to have a support person with you.

Proof of evidence, including offensive material shown, sent, or given to you, which may also be confiscated.

Gathering information from others at the school. We may need to speak to anyone else who saw what happened or heard what was said.

A report to the police, in case it involves criminal behavior, such as an assault.

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If it is apparent that sexual harassment may have occurred, the school will make every attempt to resolve the matter to ensure this behavior is stopped. This may include:      

A meeting with everyone involved so that the harasser realizes that this behavior has a zero tolerance policy.

Disciplinary action against the harasser.

Involving psychologists, police, or other professionals.

Informing parents and teachers.

Suspension and/or dismissal from school.

Any other action to mitigate/reduce the risk of repeat offenses.

What if I see someone else being sexually harassed?

You are requested to encourage the person to report the incident. Offer to be a witness. Sometimes victims of sexual harassment deny their feeling or believe that they are somehow responsible for the harasser’s behavior. Victims also may feel that others will blame them for causing the situation or not believe them. Sexual harassment will not be dealt with if the harassers are protected by silence.

Will something happen to me or my grades if I report an incident of sexual harassment?

A student’s good faith action in reporting a complaint, reporting evidence, or giving testimony will not adversely affect the student’s education, grades, or record. However, a student or witness found to have been intentionally dishonest or malicious in making allegations or testifying shall be subject to discipline. Also, any student who takes any form of reprisal against any student who has rejected or reported sexual harassment shall be subject to disciplinary action.

Whom can I see if I have further questions about this issue?

Contact Mr. Seeley, who will answer your questions or address your concerns.

By signing this contract, I agree to follow the Cedar Hill Prep Middle School Rules of Conduct relating to Sexual Harassment.

Student signature Date As the parent of __________________________________________, I have read Student’s name and understand the Cedar Hill Prep Middle School Sexual Harassment policy and commit to helping Cedar Hill Prep enforce every rule. I understand that if my child makes the wrong decision, his/her choice may result in losing the privilege of receiving teacher-led classroom instruction for a period of time (5 days). Students who choose to impede learning will be given an out-of-class time-out so that productive learning will continue in the classroom.

Parent name (please print)

Parent signature Date Home phone Work phone Cell phone Other phone Principal Date Director Date

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DISCIPLINARY POLICY

POLICY NO. 11.0

CEDAR HILL PREP DISCIPLINARY POLICY Cedar Hill Prep’s Discipline Policy has been developed to help create and maintain an environment for positive learning and minimizes the potential for disruptive behavior. Discipline focuses on the development of attitudes in students, which lead them to respect the necessity for regulations and the desire to conform to them. The Discipline Policy is also intended to improve students’ abilities to be responsible citizens at school and in the greater community. Cedar Hill Prep has expectations for student behavior and there are consequences if these expectations are not met. This policy defines the students’ rights and responsibilities.

Every student at Cedar Hill Prep has three basic rights:

  

The right to be safe The right to feel safe The right to learn

To ensure that all students enjoy these rights, each student must expect the best of oneself, challenge his/her mind, accept responsibility for his/her actions, and respect all staff, peers, and the environment.

GENERAL DISCIPLINARY INFRACTIONS General disciplinary infractions are divided into four categories of behavior: 

Behavior that will physically hurt anyone, including self, such as fighting, pushing, shoving, running in the school halls, throwing objects, carrying dangerous objects, and inappropriately using materials or equipment.



Behaviors that hurt another person’s feelings (psychological hurt) including: name calling, putdowns, intimidation, group isolation, sexual harassment, and other behaviors that are designed to devalue or hurt another person.



Behavior that damages, destroys, or causes the loss of personal or school property including the following examples: the irresponsible use of instructional materials (as well as use of computers and the Internet), theft, malicious destruction or defacement, and manipulating locks or lockers other than your own.



Behavior that interrupts the instructional program, including: failure to bring the necessary materials for class such as books, paper, pen/pencils, bullying, clowning, excessive attentiongetting and off-task behaviors, flagrant tardiness, speech that contains profanity or obscenities, play fighting, or inciting a fight.

At all times, cooperative and appropriate behavior is expected in both classroom and non-classroom activities such as assemblies, athletic events, cafeteria, and other activities.

The following procedures are typically followed when inappropriate behavior is observed:



Student’s first behavioral problem in the classroom results in a teacher-student conference.



A second minor incident may result in a teacher-student conference, followed by a second consequence such as a before school, lunch, or after-school detention. Teachers will notify

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parents whenever students are retained after school. Teachers will document inappropriate counselor may be scheduled. 

Serious or repeated behavior problems will be referred to an administrator. Written documentation and/or a student referral form will accompany students who are sent to school detention, lunch detention, after-school detention, and in or out of school suspension. The administrator will notify parents by telephone, and a parent conference may be necessary. The teacher will be notified of the action taken.



When in-school alternatives are not successful, a conference will be arranged that usually involves the student, parents, counselor, and a school administrator. During the conference, parents will be made aware of the resources available through the school system as well as outside agencies that might be called upon for assistance.

SEXUAL HARASSMENT AND BULLYING POLICY Sexual harassment is repeated unwelcome behavior of a sexual nature, requests for sexual activities, and/or other inappropriate verbal, written, or physical conduct of a sexual nature.

Examples of these behaviors include inappropriate touching, grabbing, pinching, displaying of sexual pictures or objects, spreading sexual rumors or commenting about sexual behavior.

Bullying is intentional verbal, physical, or written conduct that creates a hostile environment and substantially interferes with educational benefits, opportunities, or performance, or with a student’s physical or psychological well-being and is motivated by an actual or perceived personal characteristic, or is threatening or seriously intimidating. Cedar Hill Prep has a zero tolerance for sexual harassment and bullying.

The minimum consequence for sexual harassment and bullying is an administrative detention. Parents will automatically be notified about student administrative detentions and suspensions, as well as expulsion requests.

DISCIPLINE POLICY (As per DCFS) PRINCIPLE: The Staff members will take a positive approach to guidance and discipline with the aim of children developing selfdiscipline, or behavior based on control of self and understanding, and appreciation of other peoples’ needs, rights and feelings.

GUIDELINES: a) Staff will recognize that for discipline to be effective, children need:  A genuine sense of loving care  A non-judgmental and secure atmosphere  A positive sense of self  A sense of trust in caregivers  Empathic understanding b) Staff will consult with parents' regularly on disciplinary matters and will seek constructive solutions to any difference in values. c) Staff's expectations of children's behavior will be developmentally appropriate and realistic for the situation. d) Discipline will be seen as helping a child know what to do (in a positive way), i.e. “The blocks are for building, balls are for throwing.” Adults will only say NO when prohibition is required quickly, i.e. to prevent hurt, danger or damage. e) No child will be subjected to any form of physical punishment, immobilization, or any other humiliating or frightening techniques. Staff will not use competition, comparison, blackmail, or criticism. f) If physical restraint is necessary, caregivers should be as gentle as possible but firm enough that the child cannot slip away. Parents will be notified if physical restraint is/has been required and that such measures were taken. g) Staff will acknowledge and accept a child's feeling of anger, frustration and jealousy, but distinguish the feeling from the behavior so that it is the behavior that is unacceptable rather than the feeling, i.e. “I can see you are angry, but people are touched gently here, as I am touching you now.” h) Staff will work with children in a helpful and supportive way rather than seeing non-conforming behavior as an attack upon the Staff’s authority (i.e. avoid power struggles). i) While older children may be moved to the younger room as a form of distraction or diversion, it shall not be used as a form of punishment. j) Staff will help children develop empathy for others rather than forcing young people to apologize (a fairly meaningless thing for younger children). k) Staff will use differential attention: To reinforce acceptable behavior:

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

Staff will acknowledge children behaving in a desirable way and give attention that is rewarding for that child (i.e. encouragement, special job, sticker, positive attention).  The attention given should be immediate, obvious, consistent, and frequent (especially in the early stages).

To deal with unacceptable behavior:  Staff will, whenever possible, ignore undesirable behavior as attention given may reinforce the poor behavior.  Ignoring is not appropriate if any person's welfare is threatened or if there is the likelihood of damage to property.  Ignoring will be a total withholding of attention (caregivers will be aware of body language), and should be immediate, obvious, and consistent.  Caregivers must avoid letting undesirable behavior be the best way of getting attention. l) Staff will recognize that testing limits and expressing opposition to adults is part of developing a healthy sense of self as a separate autonomous individual. m) Other methods of guidance will include:  Redirection to keep a disruptive child occupied  Anticipating and eliminating potential problems  Encouragement using actions and words to guide a child  Adapting the environment to eliminate the misbehavior  Giving choices, but only when it is appropriate and intended that the child truly has a choice  Using natural/logical consequences (i.e. if a child doesn't come for story time, the child misses out)  Using artificial/arbitrary consequences (i.e. being deprived of something, being isolated from the group) USE OF TIME OUT Where Staff is having difficulties with a child:  A meeting shall be arranged between the staff member and the parent(s) where behavior management strategies shall be discussed with the parent.

If after a reasonable period the behavior has not changed:  Then a meeting shall be arranged with the parent, Team Leader (and staff member – if appropriate).  Further behavior management strategies are discussed, which may include the use of “time-out” (as per guidelines set out below). Should it be decided that “time-out” is appropriate to be used, then the behavior management strategies are to be documented and signed by the parent. The Department of Human Services may also be notified of the strategies being put into place.

A follow up meeting:  Shall take place in 2-4 weeks involving the parent, administrator (and staff member – if appropriate), to assess how the behavior management strategies are going and what further action is needed.

TIME OUT GUIDELINES Where “time-out” is being implemented: 

The child is to be separated from other activities, in an activity on their own, with a caregiver sitting with the child or very nearby.  The child is not to be isolated with nothing to do, e.g. in a corner, on a windowsill, on a mat, etc.  There is no specifically designated time out location either inside or outside.

BITING  Where a child has been bitten, the circumstances are to be written up in the accident/illness book (as per regulation requirements) and the parent of the child bitten will then be notified.  Where the skin is broken and/or blood is drawn, the parents of both the bitten and biting child shall be notified.  The names of children and parents of either party will remain confidential.

EXPULSION POLICY Unfortunately, sometimes there are reasons when we have to expel a child from our school either on a short term or permanent basis. We want you to know we will do everything possible to work with the family of the child(ren) in order to prevent this policy from being reinforced. The following are reasons we may have to expel or suspend a child from the school: IMMEDIATE CAUSES FOR EXPULSION The student is at risk of causing serious injury to other students or himself/herself.

Parent threatens physical or intimidating actions toward staff members.

Parent exhibits verbal abuse to staff in front of enrolled students.

PARENTAL ACTIONS FOR STUDENT'S EXPULSION Failure to pay/habitual lateness in payments.

Failure to complete required forms, including the student's immunization records.

Habitual tardiness when picking up your child.

Verbal abuse to staff.

STUDENT'S ACTIONS FOR EXPULSION Failure of student to adjust after a reasonable amount of time.

Uncontrollable tantrums/angry outbursts.

Ongoing physical or verbal abuse to staff or other students.

Excessive physical infractions including biting, pushing, or any harmful acts.

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PROACTIVE ACTIONS THAT CAN BE TAKEN IN ORDER TO PREVENT EXPULSION Staff will try to redirect student from negative behavior.

Staff will reassess classroom environment, appropriate activities, supervision.

Staff will always use positive methods and language while disciplining students.

Staff will praise appropriate behaviors.

Staff will consistently apply consequences for rules.

Student will be given verbal warnings.

Student will be given time to regain control.

Student's disruptive behavior will be documented and maintained in confidentiality.

Parent/Guardian will be notified verbally.

Parent/Guardian will be given written copies of the disruptive behaviors that might lead to expulsion.

The Director, Teachers, Staff and Parent/Guardian will have a conference(s) to discuss how to promote positive behaviors.

The parent will be given literature or other resources regarding methods of improving behavior.

Recommendation of evaluation by professional consultation.

Recommendation of evaluation by local school district Child Study Team.

SCHEDULE OF EXPULSION If after the remedial actions above have not worked, the student's parent/guardian will be advised verbally and in writing about the student's or parent's behavior warranting an expulsion. An expulsion action is meant to be a period of time so that the parent/guardian may work on the student's behavior or to come to an agreement with the school.

The parent/guardian will be informed regarding the length of the expulsion period.

The parent/guardian will be informed about the expected behavioral changes required in order for the student or parent to return to the school.

The parent/guardian will be given a specific expulsion date that allows the parent sufficient time to seek an alternate school (approximately one or two weeks’ notice depending on risk to other student's welfare or safety). Failure of the student/parent to satisfy the terms of the plan may result in permanent expulsion from the school.

A STUDENT WILL NOT BE EXPELLED If a student's parent(s): Made a complaint to the Office of Licensing regarding the school's violations of the licensing requirements.

Reported abuse or neglect occurring at the school.

Questioned the school regarding policies and procedures.

Were given inadequate time to make alternate arrangements for school.

MANAGEMENT TIPS FOR NEW TEACHERS BRINGING ORDER TO THE CLASSROOM

By Karen Zauber, writer/editor, National Education Association If you're a beginning teacher, you probably worry about classroom management. You're not alone. Classroom management -- managing both student behavior and the physical learning environment -- is an ongoing concern of all teachers. And a topic you'll continue to read and learn about.

Begin by considering the following four areas of classroom management:    

Establishing classroom climate -- the look and feel of your room Conducting class efficiently -- managing time and students Reaching all students -- delivery, encouragement, teaching techniques Establishing discipline -- creating an atmosphere of consistency and mutual respect

ESTABLISHING CLASSROOM CLIMATE To create the climate you want for your classroom, you must first decide on the look and feel of the room. Think about the types of activities that will go on in your classroom as you answer the following questions:    

Can you tolerate noise? Must the room always be quiet? Or can you put up with a mix of noise and quiet, depending on the learning activity? It's easier to start out more controlled and gradually open up to activity and noise than the other way around.

Must your classroom be neat (orderly rows, clean boards, limited clutter) or can you stand it messy?

What do you want your desk and surroundings to say about you? I'm neat and efficient. I don't worry about clutter, but I like some order. I like flowers and color. I value students' work and enjoy displaying them.

How do you want students to turn in their work? Do you want them to put it into your hands, into baskets, or e-mail it to you? Let them know.

Tell students how you feel about classroom climate and how everyone can help maintain a pleasant, productive learning environment.

CONDUCTING CLASS EFFICIENTLY When you streamline classroom procedures, you make things clearer for everyone, and you make more time for teaching and learning. An efficiently run classroom enables students to focus on their work, which, in turn, helps reduce discipline problems.

To streamline your classroom procedures, use the following approaches:

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       

Set long-term goals and keep them in mind as you do your daily planning.

Quickly learn and use student names.

Gain students attention before beginning a new activity. Don't try to talk over student noise.

Give students their next assignment before you collect or return papers.

Do not interrupt students while they are on task.

Edit any materials you write for students. On tests be sure to avoid using poorly worded, ambiguous questions.

Do not introduce too many topics simultaneously. Think through the delivery of content before you get to the classroom.

Think through directions you will give students (write them down, if that helps, before giving them verbally). Directions should be brief, and as the word implies, direct.

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EMPLOYEE ACKNOWLEDGMENT I, _________________________________________________, an employee at Cedar Hill Preparatory School LLC, acknowledge that I have received a copy of the Cedar Hill Preparatory School LLC Employee Handbook and have been given the opportunity to read the handbook and ask questions about the policies contained therein. Furthermore, I agree to abide by the policies set forth in the handbook.

I have attended an orientation session that covered the personnel policies on ______________.

I further understand that the policies described in this handbook are not conditions of employment and the language does not create a contract between Cedar Hill Preparatory School LLC and its employees. Cedar Hill Preparatory School LLC reserves the right to alter, amend, or otherwise modify these guidelines, in its sole discretion, without prior notice. I understand that this handbook is the property of Cedar Hill Preparatory School LLC, and it must be returned to Cedar Hill Preparatory School LLC at the time my employment ends. I understand that my failure to return this and other school property will affect accrued benefits to which I might otherwise be entitled. I further understand that my employment is terminable at will, either by myself or Cedar Hill Preparatory School LLC, with or without cause or notice, regardless of the length of my employment or the granting of benefits of any kind. I understand that no contract of employment other than “at will” has been expressed or implied, and that no circumstances arising out of employment will alter my “at will” status except in an individual case or generally in a writing signed by the Executive Director. I acknowledge that Cedar Hill Preparatory School LLC makes no promise of any kind and regardless of what the handbook states or provides, Cedar Hill Preparatory School LLC promises nothing.

DATE

EMPLOYEE SIGNATURE

By signing this form, I acknowledge that I have read the Cedar Hill Preparatory School LLC Employee Handbook and confirm agreement to all the terms and conditions.

EMPLOYEE NAME

EMPLOYEE SIGNATURE

DATE

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