LEARN Employee Handbook 2024-2025

LEARN WhereYouBelong

Hi. WelcometoLEARN!

Welcometothe2024-2025LEARNEmployee Handbook–atestamenttoourcommitmentto creatingaplacewhereyoutrulybelong.

As Executive Director, my foremost goal is to cultivate an environment where every member of our team feels supported, valued, and empowered to thrive in their respective roles

This handbook serves as a guide outlining our agency ’ s policies, procedures, and expectations It is designed to provide clarity and consistency, ensuring that each of us understands our rights, responsibilities, and the standards of conduct that govern our interactions within the workplace

I encourage you to familiarize yourself with the contents of this handbook, as it reflects our shared commitment to professionalism, integrity, and excellence Should you have any questions or need clarification on any aspect, please do not hesitate to reach out to your supervisor or the Human Resources Office at learnhrdept@learn k12 ct us

At LEARN, we are driven by a clear mission: to pursue equitable and just systems of education, build the skills and knowledge of the educational community, and design innovative, efficient, and effective programs, services, and solutions Our foundation is built on the belief in the transformative power of education, where every individual has the right to a high-quality public education and boundless opportunities for success

We believe in collaboration and foresight, engaging in dynamic conversations with people to anticipate future trends and drive meaningful change Your input and ideas are invaluable as we continue to evolve and grow as an organization

As we grow, this handbook will evolve too, reflecting changes in policies, regulations, and best practices You are encouraged to review this handbook on a regular basis It is available both online and in print, and we welcome your feedback to make it a living document that meets the evolving needs of our workforce

Thank you for your commitment to LEARN Together, we will continue to make a positive impact on the lives of those we serve and uphold the values that define our organization

Katherine Ericson LEARN Executive Director

Introduction

This handbook is designed to be a working guide for employees It is not intended to be construed as a binding contract between an employee and LEARN

As in any community, there are established guidelines that govern collaborative efforts and help us in the achievement of our mission These written policies aim to increase understanding, minimize the need for subjective decisions on matters of policy, and promote consistency across LEARN However, it is essential to recognize that this handbook offers a condensed overview of some, but not all, of those guidelines

It is the responsibility of each leader within LEARN to administer these policies consistently and impartially While this handbook contains several key LEARN policies, employees are expected to familiarize themselves with all policies relevant to their roles and responsibilities For a comprehensive policy reference, please visit the Employee Hub on the LEARN website [www learn k12 ct us], where you can access the complete policy manual Additionally, any updates or modifications to policies, procedures, and regulations will be communicated and made available on the LEARN website

We value input from the LEARN community, as it contributes to enhancing clarity and understanding regarding our policies and procedures Your feedback is encouraged and appreciated as we strive for continual improvement in these areas. Please share thoughts via learnhrdept@learn.k12.ct.us. Thank you.

LEARN reserves the sole right to interpret, append, remove, or alter all provisions within this handbook Updates and modifications to policies will be accessible online through the Employee Hub on the LEARNwebsite

It is important to note that this handbook does not constitute a contract of employment or imply a contract of employment Employment at LEARN is not bound by a fixed duration and can be terminated by either the employee or LEARN at any time, for reasons not specifically prohibited by law, with or without cause, and with or without prior notices No employee of LEARN is authorized to make anyconflictingrepresentations

*This handbook does not override the LEARN Education Association Contract or the LEARN Administrators Organization Collective Bargaining Agreement, which are available through the Employee HubontheLEARNwebsite

AgencyOverview

AtLEARN,westrivetoensurethateachchildhasaccess tohighqualitypubliceducationandopportunitiesthrough equitablesystemsofeducation,support,andservice.

LEARN is southeastern Connecticut's regional educational service center (RESC), serving 25 towns, 24 school districts, and 21 superintendents Established in 1967 by local school districts, LEARN is one of the six RESCs in the state The purpose of each RESC is to provide high-quality, cost-effective educational resources, programs, and services to the state’s public schools

LEARN is a public educational agency governed by a board of directors comprised of one elected board of education member from each member school district The source of funding is local districts, state contracts and grants, federal grants, and private foundations

MISSION FRAMEWORK

As a Regional Educational Service Center, we

• pursue equitable and just systems of education,

• build the skills and knowledge of the educational community, and

• design innovative, efficient, and effective programs, services, and solutions.

We are committed to forging a better future for each learner.

AGENCY GOALS

To provide exemplary, innovative, and equitable school-based programs that advance achievement for each student and nurtures their cognitive, physical, and emotional well-being in safe, respectful, rigorous, and diverse learning communities.

To provide expertise, leadership, and innovative programs and services that build regional capacities and supports to create equity in education and positive outcomes for each student.

To provide cost-effective, customized organizational and operational services for our member districts, so they can maximize their resources and efforts to provide equitable access and outcomes for each student.

THEORY OF ACTION

Optimize Potential

Identify, develop, and deliver innovative and customized services, programs, and tools that meet our members’ needs

Enhance the Quality of Learning

VISION

To ensure that each child has access to highquality public education and opportunities through equitable systems of education, support, and service.

CORE VALUES

• Student Success

• Relationships

• Service

• Diversity

Cultivate collaborative partnerships, strategic alliances, and relationships to promote regional efficiencies

• Communication

• Integrity

• Innovation

• Creativity

Meet Member Needs

Listen and respond to our stakeholders with respect and responsibility and provide high-quality services

Administrative Operations

Our dedicated Executive Services Administrative Support, forward-thinking Innovation & Development Department, and dynamic Communications & Marketing Team are finely tuned to meet the specific needs of regional educational service centers, school districts, and those working within educational institutions We help foster a collaborative atmosphere and champion employee-driven initiatives to ensure each team member feels valued and empowered We are happy you have joined us to shape the future of education You belong here Administrative Operations is just a reach away, info@learn.k12.ct.us or extension 1186 (860.434.4800).

Innovation and Development Director of Development

TerenceCunningham,8604344800ext 1178

Our Innovation and Development Department is dedicated to driving change and fostering growth The department works to strengthen ties with local, regional, and statewide educational communities, igniting collaboration and creativity Our Innovation and Development Department is a catalyst for change and builds bridges between stakeholders using a customer-centric approach Have an idea on how LEARN can continuously improve? Know of a service that might benefit local school districts? Contact our Director of Development

Business Office Supports

Chief Financial Officer

MichaelBelden,8604344800ext 1130

Assistant Director JoanneLund,8604344800ext 1102

The LEARN Business Office provides agency-wide support services, whether it is managing accounts, ensuring compliance, or mastering financial intricacies Our Business Office is dedicated to empowering LEARN’s mission with precision Our business staff streamline operations, ensure LEARN’s resources are maximized for student success, crunch numbers, navigate complex systems like MUNIS, and handle budgets in excess of $83 million

Your payroll, accounts payable, accounts receivable, and purchasing questions can be directed to:

Accounts Payable (AP), ext 1146 or 1158

Accounts Receivable (AR), ext 1141

Payroll, ext 1142

Purchasing, ext 1146 or 1158

Human Resource Services (HR)

Director of Human Resources

ElizabethMcCaffery,8604344800ext 1115

When you become part of the LEARN community, you are embracing something greater Your employment is not just about having a job; it is about contributing to a cause that ensures all children have access to high-quality education and opportunities At LEARN, you are not just an employee; you are part of a culture The Human Resources Office upholds the highest standards of the HR profession Our goal? We support LEARN’s mission by providing exceptional, professional services that attract and retain a skilled and diverse team We value diversity and individuality It takes each employee’s distinct role to drive LEARN’s collective success We are happy you are here Together, we hope to build a culture where each employee feels that LEARN is where they belong Contact learnhrdept@learn k12 ct us with your questions, ideas, or needs or call us at the extensions below You can also find HR resources through the Employee Hub on the LEARN website

Fingerprint Services, ext 1110

Human Resources Consulting Services, ext 1115

Health and Dental (Benefits) and Employee Assistance Program, ext. 1135

Teacher Certification Status and Employee Referral Program, ext. 1156

Training Services and Employee Verification, ext. 1131

Safety and Wellness, ext 1137

Information Technology Support Services (IT)

Director of Information Technology

LanceHagen,860.434.4800ext.1117

Assistant Director

MichelleCozzi,860.434.4800ext.1143

At LEARN, our Information Technology (IT) team is here to ensure seamless operationsacrossallourlocations,fromadministrativeofficestospecializedschools tomagnetschools Ifyouhaveaneedrelatedtotechnology,submitahelpdesk ticketthroughtheLEARNwebsiteoruseouremergencyIThotlineat860.4344800 ext6105

AsmoothtechnologyexperienceistheITteam’spriorityLetusknowifyouneedan assist!

Office of Student Support Services (SSS): Early Childhood Education Department

Director of Special Services

SarahMoon,860.434.4800ext.1125

Assistant Director of Early Childhood Education AdrennaPaolillo,8604344800ext 1127

The Early Childhood Education Department provides exceptional experiences and fosters learning opportunities for young children, their families, and early childhood professionals Through professional development and relationship-building initiatives, the department aims to enrich the lives of young children and support their holistic development. Our customized services focus on nurturing social, emotional, physical, and cognitive growth, ensuring that each child and family receives the support they need to thrive

Office of Teaching and Learning (OTL)

Director of Teaching and Learning

Dr.LindaT.Darcy,860.434.4800ext.1103

Through LEARN’s Office of Teaching and Learning, educators discover dynamic learning experiences designed to elevate their educational journey OTL’s comprehensive range of services embraces innovations, collaboration, and personalized instruction helping you succeed in your role. Equity in Education, Instruction & Assessment, Instructional Technology, Multilanguage Learner Support, and Teacher Supervision & Evaluation are just a few of the areas in which our expert educators work with LEARN’s magnet school and specialized school staff

LEARN’s Family of Schools

LEARN Magnet Schools

Associate Executive Director Dr RyanDonlon,8604344800ext 1131

Magnet school programs

2

3

1

Provide distinct choices for students with different interests, talents, and aptitudes

Teach using innovative instructional practices

Promote diversity within schools so that students are prepared to live in a multicultural society and a global community

LEARN operates four magnet schools in southeastern Connecticut Students enter our magnet schools through a magnet lottery process, described on our website.

The Friendship School (TFS)

Principal: JessicaSilvestri,8604474049

Assistant Principal: JenniferDowker

The Friendship School is a museum school for prekindergarten-aged students At TFS, students are creators and curators, using a museum approach to demonstrate their learning Three local museum partners: Lyman Allyn Art Museum, Niantic Children’s Museum, and Denison Pequotsepos Nature Center help students make observations around a specific topic and share their noticings with peers and adults, explore the topic through a variety of interactive experiences, and create artifacts that share and demonstrate their learning.

Regional Multicultural Magnet School (RMMS)

Principal: MarianaReyes,860.437.7775

Assistant Principal:ElizabethBeaumont

RMMS is a community committed to empowering Kindergarten-Grade 5 students to become active, compassionate, and lifelong learners The school works with families as well as local and global communities to implement challenging interdisciplinary programs of international education At RMMS, students are respectful, inquiring, knowledgeable, and reflective change agents, empowered to create a sustainable planet and a more just and peaceful world

Marine Science Magnet High School (MSMHS)

Principal: TaraAmatrudo,8604469380

Assistant Principal:ColleenHardison

MSMHS has evolved into one of Connecticut’s most rigorous public educational establishments Anchored in equity and sustainability, MSMHS has made a significant mark on the field of education. The school’s commitment to a progressive and challenging curriculum, combined with a supportive school culture, has garnered attention from the U S Department of Education that named MSMHS a 2023 National Blue Ribbon School Additionally, U S News and World Report recognized MSMHS as the #1 high school in the state The school, serving Grades 9-12, inspires students to excel academically and contribute meaningfully to the global community, while also building a sense of stewardship toward the ocean and the environment

Three Rivers Middle College Magnet High School (TRMC)

Director: BradColumbus,8602159055

TRMC offers 11th and 12th grade students the unique opportunity for dual enrollment, allowing them to earn college credits while still in high school TRMC prepares a broad spectrum of students to be college and career ready by fostering a nurturing environment that creates student ownership of their own learning

The TRMC professional learning community is committed to a curriculum of academic rigor, skill acquisition, and character development essential for success in the 21st century

Specialized Schools

Office of Student Support Services

Deputy Executive Director

BridgetteGordon-Hickey,8604000840ext 2000

LEARN’s Office of Student Support Services is here to empower and guide students on their educational journey, offering a rich array of academic and personal development resources tailored to individual needs Our team consists of experts from a variety of fields, including psychiatry, psychology, nursing, special education, early childhood education, speech and language pathology, and occupational and physical therapy

Student Support Services (SSS):

Provides a holistic support system to nurture each student’s path to success. Brings diverse expertise, ensuring we can address a wide range of student needs with precision and care

Customizes service to meet the unique educational requirements of each student, promoting inclusivity and excellence

LEARN is where you belong if you want to help students move towards their brightest futures We are happy you are here

Ocean Avenue LEARNing Academy (OALA)

Director: EricaMahon,8604000840ext 2000

OALA is a nurturing environment dedicated to supporting students with developmental disabilities such as autism, emotional and behavioral challenges, and complex medical needs The LEARNing Academy supports students ranging in age from prekindergarten through age 21, and is an inclusive and supportive environment where each student thrives

LEARN Transition Academy

Director of Special Services: SarahMoon

Assistant Director:CarlaStrecker 8604000840,ext 2000

The LEARN Transition Academy offers specialized programs tailored to young adults aged 18-22 Our structured and customized programs cater to individuals who have completed high school requirements and require additional support to transition into adult life Young adults who need a community-based program with hands-on activities aligned with their abilities and a focus on life skills get what they need at the LEARN Transition Academy

Hiring

Commitment to Equal Opportunity

LEARN is committed to providing a workplace free from discrimination or harassment Each member of the LEARN community is expected to do their part to cultivate and maintain an environment where everyone is included and afforded the dignity and respect that they deserve

LEARN does not discriminate against any person because of race, religious creed, color, age, sex, national origin, marital status, veteran/ nonuniformed military status, ancestry, residence, present or past history of mental disorder, intellectual disability, pregnancy, gender identity or expression, or physical disability, or any other characteristic protected by law in its admission to programs, access to services or activities, or any aspect of its operations, except in the case of a bona fide occupational qualification.

Internal Candidate FAQ’s

Q: How long must I be in my current noncertified position prior to being considered for an internal vacancy?

A: You must be in your current noncertified position for the completion of the Introductory Period (see Policy 4212) or a total of six months

Q: How many jobs may I apply for at once?

A: You may apply for as many positions as you choose

Q: Do I have to complete an entire application if I’m including my resume?

A: Yes You must complete the entire application including the employment history with dates, even though you may have some duplicate information on your resume

Q: Would I receive priority over an external candidate?

A: When a position is advertised to both internal and external candidates, preference is not automatically given to internal candidates Instead, candidates will be evaluated based on the totality of their knowledge, skills, and competencies during the interview process This ensures fair consideration for all applicants, regardless of their internal or external status

Internal Applicants

At LEARN, we believe in fostering career growth and development for our employees To encourage this, we welcome internal applicants to apply for positions of interest that align with their skills and aspirations

Eligibility: To be considered, employees must have been in their current non-certified role for at least six months This condition is not applicable to staff who serve in a certified role

Application Process

Create a profile using the Applitrack Frontline system Complete the application online

Q: If I accept an offer for transfer, how soon would I start?

A: Ideally, your transition into your new role should occur within 30 days of the acceptance date However, this timeline may be subject to adjustments based on the specific needs of the office or school Please note that your transfer date must coincide with the beginning of a pay period as a requirement

Attach an updated resume and cover letter outlining your qualifications and interest in the position Include any new credentials relevant to the vacancy Don’t forget to “Submit” your application to be considered.

We encourage all eligible employees to take advantage of opportunities to pursue career advancement within the agency Your growth and success are important to us! Would you like to talk more about future opportunities within LEARN? Reach out to learnhrdept@learn k12 ct us We are happy to chat!

Here’s how you can apply:

Employee Classifications

Youareadvisedofyouremployeeclassificationuponhire. Ifthereisanychangeinyourpositionsuchaspromotion or transfer and your employee classification changes, you will be notified Your classification, whether exempt or nonexempt,determinesyourentitlementtoearnovertimepay

Definitions:

Employee:SomeonewhoreceivessalaryorwagedirectlyfromLEARN.

Fair Labor Standards Act (FLSA): Federal law governing minimum wage, overtime pay, child labor, and recordkeepingrequirements

IndependentContractororConsultant:IftheindividualisnotanemployeeandmeetsIRScriteria,theyareclassified asanindependentcontractororconsultant

Non-Exempt:Full-timeorpart-timeemployeessubjecttodailyandweeklyovertimepayasrequiredbyfederaland statelaws,basedonjobresponsibilitiesandduties

Exempt:Employeesexemptfromovertimeprovisionsoffederalandstatelawsduetojobdutiesandresponsibilities thatmeetexemptioncriteriaestablishedundertheUS DepartmentofLabor’sFairLaborStandardsAct(FLSA)

Personnel File

Your official personnel file, a vital record of your employment with LEARN, is securely maintained by the Human ResourcesOffice Thisfileservesasacomprehensiverepositoryofessentialdocumentsandinformationpertaining to your employment history, ensuring accuracy, confidentiality, and compliance with agency policies and legal requirements

It is important to note that access to your personnel file is restricted to authorized personnel only, in accordance withconfidentialityandprivacypolicies Shouldyouhaveanyquestionsorneedtoreviewyourfile,pleasereachout totheHumanResourcesOfficeforassistance,learnhrdept@learnk12ctus SeePolicy4112.6/4212.6.

EmploymentPolicies andProcedures

LookingformoreinformationonLEARN’spolicies? Youcanfind thecompletelistontheEmployeeHubontheLEARNwebsite.

Professional Conduct and Expectations

All LEARN employees are expected to always conduct themselves appropriately This should be demonstrated in their daily work habits, attendance, attitude, and interaction with employees, parents, students, and customers It is also expected that all employees will dress in an appropriate manner based on the requirements of their positions In all cases, clothing should be neat, clean, safe, and not tattered, torn, or ripped, or with any inappropriate sayings printed on shirts. Employees working in schools should wear nonskid footwear and should not wear open-toed shoes

Jewelry will not be replaced so thought should be given to wearing any jewelry that could be pulled, grabbed, or broken by students

Employee Professional Expectations

A LEARN employee is expected to

Display general knowledge of LEARN programs/ services

Know where/who to direct questions

Respect their environment

Take pride in position/program/organization

Recognize and own their role as a brand ambassador of LEARN

Utilize productive communication skills in all aspects – verbal, written, and visual

Understand that there are always multiple perspectives and ways of doing things

Recognize their internal and external customers and their value to the organization

Display a positive attitude

Job Descriptions

Job descriptions have been developed for every position at LEARN giving a general outline of responsibilities, essential functions, and qualifications If you do not have a copy of the job description for your position, contact your director or email the Human Resources Office at learnhrdept@learn k12 ct us

Advancement Opportu

All LEARN employees are encourag improve their skills and knowled development opportunities are offer training sessions LEARN employees a apply for those positions for which t and qualify

Work Schedules

Work schedules are determined base our students and customers, as w requirements Employees may communication about schedules policies It is expected that employe established work schedule and policie necessary adjustments with their immediate supervisor

Required Trainings

LEARN employees undergo various required trainings to enhance their skills, productivity, and safety in their work environments Regular updates and refreshers are provided to ensure employees remain adept and compliant with evolving standards Please speak to your supervisor or the Human Resources Office for a list of the requirements relevant to each specific job

Employees Photographs

and

IDs

Employees will be issued a photo ID badge at the time of hire Your office or school may have different procedures regarding when employees must wear the badges Wearing badges helps students and parents identify employees and is part of the Safety and Emergency Plans for each workplace Please check with your supervisor regarding the procedures for your position

Team Meetings and Committees

LEARN employees are encouraged to participate in team meetings and serve on committees, both on your office or school level as well as the agency level The team approach to problem solving is frequently used at LEARN and is essential in building a better system of communication throughout the organization

Private Consultant/ Services

As representatives of LEARN, employees are expected to maintain the highest standards of professionalism Therefore, employees are not to engage in providing private consultation or services of any kind within the school districts LEARN serves without the written approval of LEARN’s Executive Director Similarly, LEARN owned equipment or resources may not be used without written approval by LEARN’s Executive Director

Working with Students After Hours

To maintain professionalism and avoid conflicts of interest, LEARN discourages employees from working with students before or after school hours If employees opt to engage in such activity, it is crucial that all parties understand the following: LEARN does not endorse such activity or assume any responsibility; all such activities must take place off of LEARN property; and the activities cannot interfere with an employee’s schedule or job performance

Inclusion Code of Conduct

LEARN is dedicated to creating an inclusive work environment for everyone We embrace and celebrate the unique experiences, perspectives, and cultural backgrounds that each employee brings to our workplace LEARN strives to foster an environment where our employees feel respected, valued, and empowered, and our team members are at the forefront in helping us promote and sustain an inclusive workplace

LEARN is committed to taking the following actions in support of an inclusive workplace:

Provide ongoing education and training to all employees on diversity, equity, and inclusion topics

Provide all employees with a safe avenue to voice concerns regarding diversity, equity, and inclusion in our workplace

Conduct periodic employee surveys and focus groups to identify the areas where our agency supports inclusive practices, as well as where there is room for growth

Code of Conduct

All LEARN employees are also expected to support an inclusive workplace by adhering to the following conductstandards:

Treatotherswithdignityandrespectatalltimes

Address and report inappropriate behavior and comments that are discriminatory, harassing, abusive,offensive,orunwelcome

Foster teamwork and employee participation and encourage the representation of different employeeperspectives

Seek out insights from employees with different experiences,perspectivesandbackgrounds

Avoid slang or idioms that might not translate acrosscultures

Be open-minded and listen when given constructive feedback regarding others’ perceptionofyourconduct

LEARN will not tolerate discrimination, harassment or any behavior or language that is abusive, offensive, or unwelcome

Violations

Employees are expected to report incidents that violate this code of conduct by contacting a leader or HumanResourcesteammember

Employees who violate LEARN’s code of conduct expectations will face disciplinary action Possible consequences include additional training, verbal and written warnings, suspension, and termination of employment

Accommodations

Disability Accommodations and Religious Accommodations

LEARN strives to accommodate requests for medical or religious needs, always mindful of our commitment to employees and our customers However, accommodations may be subject to review to ensure they do not create unique hardship for those impacted by the accommodation For more information, please visit eeoc gov

Payroll Information

Salary Payments

For employees that are paid on an annual salary basis, bi-weekly pay is made based on equal installments over the scheduled work year For example, a school principal is paid in 26 installments from July to June Teachers can choose between 22 equal installments from September to June, 21 equal installments from September to the first pay in June and then a balloon payment, or 26 equal installments from September to August If a salaried employee leaves LEARN prior to the end of their scheduled work year, then a revision to the final paycheck will be made based on the individual’s per diem rate (salary divided by number of workdays) and then multiplied by the actual number of days worked

Distribution of Paychecks

Employees are required to use the direct deposit system Using this system, your net check is deposited directly to your bank You may designate up to three different banks/accounts All confirming pay information will be sent via the email address of the employee’s choice, U S mail for those who do not have access to email, or may be picked up in person each payday A form to initiate direct deposit must be completed with Payroll in the Business Office All new direct deposit requests take at least one payroll period for processing If this system causes a hardship for an employee, they should send a letter explaining the reason or make an appointment to discuss the issue with Payroll in the Business Office Any employee who cannot participate in the direct deposit system due to a hardship and who has received a waiver for this requirement MUST personally pick up their paycheck on each pay day No one will be permitted to pick up another employee’s paycheck

Payroll Information Changes

It may become necessary from time to time to change personal information on file in the payroll office (i e new address, change in federal or state withholding, dependent additions/deletions to medical coverage, etc ) These changes must be in writing on the appropriate form Please contact Payroll in the Business Office

Pay Date Schedule

All LEARN employees are paid on Fridays on a biweekly basis At the time of hire or the beginning of a new fiscal year, each employee should receive a pay date schedule indicating when timesheets are due in to Payroll and when checks/vouchers are issued If you are paid on an hourly basis, it is important to note that paychecks cannot be issued without a signed paper timesheet or electronic timesheet. The pay date schedule is on page 20 of the Employee Handbook and also available through the Employee Hub on the LEARN website

Hourly Employees

For those employees who are paid on an hourly basis, the bi-weekly pay is for the two work weeks prior to the actual pay date and based on hours submitted throughTimeClockPlusorpapertimesheets

Timesheets: Most hourly employees are required to use an electronic process for submitting their work hours. There is an electronic TimeClock Plus in the following locations: Central Office, Ocean Avenue LEARNing Academy, Regional Multicultural Magnet School, and The Friendship School Hourly employees at those locations must clock in and out through the electronic Time Clock Plus At Marine Science Magnet High School, Three Rivers Middle College Magnet High School, and our Special Education Classroom locations, hourly employees will use a computer to clock in and out each day Paper timesheets will continue to be used by other hourly employees who may not have access to a computer or TimeClock Plus Paper timesheets are due to Payroll by 12:00 p.m. on Mondayofpayweek

Please note: You may have an earlier deadline for submitting your timesheet to your supervisor All supervisors will be responsible for verifying and submitting electronic timesheets Additional hours beyond a normal work week should be pre-approved All sick days, emergency leave, etc. are required to be requested through the LEARN Time Off App It is important to note that there is no approval for “time off” without pay at LEARN unless approved for emergency circumstances by your supervisor in collaboration with LEARN’s Chief Human Resources OfficerorExecutiveDirector.

2024-2025 LEARN Payroll Calendar

TimeClock Plus reports and timesheets must be submitted to Payroll no later than 12:00 p.m. on Monday of pay week.

The email address of payrolldonotreply@learn k12 ct us is the address from which your direct deposit advice and W2s are sent Please be sure to add this domain address to your inbox so it is accepted and does not land in your spam/junk folder

Common Deductions to Pay

The following are brief explanations of common (mandatory and voluntary) deductions to paychecks

FICA (also known as Social Security) - These are mandatory deductions based on gross taxable wages paid to the Federal Government for Social Security Retirement Benefits (6 2%) (Code: FICA) and FICA/Med (1 45%) for Medicare (Code: MEDICARE) Employees working under certification from the CT State Department of Education and participating in Connecticut Teachers’ Retirement are only subject to FICA/Med – 1 45% of gross taxable wages

Federal Income Tax (FIT) - This is a mandatory deduction for Federal Income Taxes An employee must complete a Form W-4 at the start of their employment, which indicates the amount of taxes to deduct from pay If they wish to make changes to their deduction, they need to complete a new Form W-4 and submit it to Payroll For additional information on how to complete the form please see https://www.irs.gov/forms-pubs/about-form-w-4. (Code: FEDERAL WH)

State Income Tax (SIT) - This is a mandatory deduction for State Income Taxes An employee must complete a Form W-4 at the start of their employment, which indicates the amount of taxes to deduct from pay If they wish to make changes to their deduction, they need to complete a new Form W-4 and submit it to Payroll For additional information on how to complete the form please see https://authoring ct gov/DRS/DRSForms/Current-Year-Forms/CT-W4P-FilingI t ti (C d STATE WH)

CT Teachers’ Retirement – Any certified employee working under his/her/their certification from the CT State Department of Education and working at least 50% ( 50 FTE) is required to participate in the CT Teacher’s Retirement System (TRB) The exception would be a retired teacher working under a waiver from the CT TRB (CODES:

)

Example: Certified Employee A has an annual salary of $100,000 7% = $7,000/20 payments=$350 00 per pay (2 payments per month for 10 months-SeptemberJune); 1 25%=$1,250/20=$62 50 per pay Additional information on CT Teachers’ Retirement can be found at www ct gov/trb

Medical Insurance

- An eligible employee can choose to participate in the LEARN Medical Insurance Plan Deductions are based on the choice of coverage (individual, employee plus one, or family coverage) and the category of the employee. Employees choosing to participate in the LEARN medical insurance plan are required to pay a certain percentage of the annual premium This is done through payroll deductions Each employee enrolled in the medical and/or dental plan must decide whether the deductions are pre-tax or post-tax and complete the Compensation Reduction Agreement In months where there are three payrolls, no deductions will be made for medical insurance in the third pay (Codes: MEDICAL or MEDICAL POST TAX)

Health Savings Account (HSA)

- An employee can choose to have money deducted each pay period and transmitted to the employee’s choice of Health Savings Accounts The employee must be enrolled in a High Deductible Health Plan either through LEARN or another employer’s plan (Code: HSA EMPEE)

Dental Insurance - An eligible employee can choose to participate in the LEARN Dental Plan Deductions are based on the choice of coverage (individual, employee plus one, or family coverage) and the category of the employee Employees choosing to participate in the LEARN dental insurance plan are required to pay a certain percentage of the annual premium In months where there are three payrolls, no deductions will be made for dental insurance in the third pay (Codes: DENTAL or DENTAL POST TAX)

Group Life and Accidental Death and Dismemberment (AD&D) - An eligible employee can choose to participate in the Group Life and Accidental Death and Dismemberment Plan The deduction for the employee co-share of premiums (if applicable) is taken one time per year in January (Code: LIFE INSURANCE)

Aflac Supplemental Benefits - An eligible employee can choose to participate in the LEARN supplemental benefits Employees choosing to participate in the LEARN supplemental benefits are required to pay the full amount of the premium This additional coverage can be used to help cover any out-of-pocket expenses that may not be covered by your medical insurance plan Some benefits include Accident Coverage, Hospital Protection and Short-Term Disability

State of Connecticut’s 457 Plan - An employee may choose to participate in the State of Connecticut’s 457 Plan Any pre-tax deductions to this plan are determined by the employee in conjunction with the plan requirements and restrictions Additional information on the State of Connecticut’s 457 Plan can be found through the Employee Hub on the LEARN website, at http://www3 prudential com/email/retirement/IM FPWeb/hosted websites/ts/ctdcp/, or by contacting Natasha Belton at Natasha belton@prudential com (Code: 457 STATE OF CONNECTICUT)

Employee FAQs

Whatisa403(b)plan?

A403(b)planisavoluntaryretirementplanofferedbypublicschoolsandothertaxexemptorganizationstotheir employeestohelpsupplementemployeeretirementsavings 403(b)plansallowemployeestosetmoneyasideina specialaccountandinvestitfortheirretirement

ContributionsaremadeunderaSalaryReductionAgreement(SRA)withLEARN ThisagreementallowsLEARNto withholdmoneyfromyourpaychecktobecontributeddirectlyintoa403(b)accountforyourbenefit.Usually,you donotpayincometaxonthesecontributionsuntilyouwithdrawthemfromtheaccount TocompleteaSalaryReductionAgreement,visithttps://wwwomni403bcom/SRA/Landing

Do I need to invest with OMNI?

OMNI is a third-party administrator (TPA) of 403(b)/457(b) plans OMNI works with LEARN to help ensure compliance with IRS regulations governing the operation of 403(b)/457(b) plans OMNI also helps LEARN remit 403(b)/457(b) contributions to participating investment providers OMNI is NOT an investment company/investment provider They do not offer and cannot recommend any specific investment vehicle

How do I select an investment provider from the approved providers in LEARN’s plan?

Each investment provider offers different investment products, each with different features. To select the right investment provider for your retirement needs, it is recommended that you contact each provider in the plan to determine the best fit for you

Who is eligible to contribute to a 403(b) plan?

All full-time employees are eligible by default Part-time employees may or may not be eligible, depending on the specifics of LEARN’s plan. Contact LEARN’s Human Resources Office for specific information regarding your eligibility

How do I contribute?

Your first step will be to contact a participating 403(b)/457(b) investment provider to establish your investment account A list of participating investment providers for LEARN is available on LEARN’s Plan Detail Page at https://www omni403b com/PlanDetail After working with your investment provider to establish your account and select investment vehicles, you will then need to complete an OMNI Salary Reduction Agreement (SRA) to initiate your deductions

Can I change my deduction amount and/or investment provider?

Yes Most employers place no limits on the number of changes you can make Simply complete an SRA and return it to OMNI to initiate a deduction change To change investment providers within your plan, simply complete OMNI’s Contract Exchange form, and open an account with the new investment provider

Who decides which investment providers appear on my employer’s list?

LEARN is responsible for choosing which investment providers appear on their list Any investment provider which has completed an IRS mandated Information Sharing Agreement (ISA) could potentially be included on an employer’s vendor list

I would like to use _____ fund company for my 403(b) investment provider. How do I get them on my employer’s list?

Only your employer can choose to add/remove vendors from their list of participating providers

How much can I contribute to my 403(b) plan?

Contribution limits are dependent on several factors The IRS base limit in 2024 is $22,500 Employees over the age of 50 are automatically eligible to increase this amount to $30,000 Individuals with more than 15 years of consecutive service with their current employer MAY be eligible to contribute up to an additional $3,000 beyond their age-based maximum Please contact OMNI's Customer Care Team for assistance in determining your eligibility for the service based catch-up

Benefits

Employee Benefits

LEARN provides eligible employees with a comprehensive benefits program Eligible employees can choose from a variety of benefits ranging from health care to tuition reimbursement Employees may also enroll their qualified dependents for coverage Qualified dependents include spouses, domestic partners, and children age 26 and under Qualified part-time employees are eligible for medical coverage if they work an average of 25 hours weekly in adherence to the provisions of the Affordable Care Act (ACA) Health Questions: Benefit Resource Center (USI) information can be found through the Employee Hub on the LEARN website.

Health and Wellness Initiatives

The health and wellness of employees and students are important at LEARN Wellness “tips” are sent out on a regular basis to all employees via email and offices/schools often develop their own goals and initiatives to encourage regular exercise, healthy eating habits, and regular preventative medical exams Our health carrier, Anthem, also offers health assessments, reference materials, and personal coaches to help encourage a healthy lifestyle To access this information, visit https://www anthem com

COBRA

Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986, you are allowed to continue your health care coverage temporarily under LEARN’s employer-provided group health care plan, if your coverage would otherwise end; for example, if your employment with LEARN were ending If you have any questions about COBRA, please contact the Human Resources Office for more information FAQs: Health Care Reform and COBRA is available at https://www dol gov/sites/dolgov/files/ EBSA/aboutebsa/our-activities/resource-center/faqs/ cobracontinuation-health-coverage-consumer.pdf/

Employee Assistance Program

The Employee Assistance Program (EAP) is a confidential-based service available to all LEARN agency employees and eligible family members The program provides professional assessment, brief counseling, and/or timely referrals to community resources for multiple issues and/or concerns Detailed information is available through the Employee Hub on the LEARN website

Tuition Reimbursement

Per Board Policy 4129/4229, reimbursement for undergraduate or graduate coursework may be available for eligible employees Employees must complete the Tuition Reimbursement application through the Tuition Reimbursement App and submit it for approval at least fifteen (15) days prior to the start of the course Please contact the Human Resources Office for additional information. Visit the Employee Hub on the LEARN website to view Policy 4129/4229

Flexible Workplace Guidelines

The purpose of the LEARN Flexible Workplace Program is to provide a framework that will allow LEARN to maximize its ability to balance the professional needs of the agency and create reasonable flexibility for our employees while steadfastly responding to the needs of our districts throughthedeliveryofhigh-qualityservices

Each position at LEARN has its own unique set of tasks and responsibilities Some staff serve students and educators in schools, homes, or community settings Others provide support to fellow staff members or support the centralized functions of the agency The type of position you hold (direct service, consultative, or central support) will impact the type of workplace options that will be available to you Not all positions lend themselves to all workplace options, and therefore, some employees may have more flexible optionsthanothers

In all cases, LEARN’s primary goal in creating flexible workplace options is to maximize our ability to build and maintain positive relationships with those we serve On occasion, staff will be required to report to a LEARN location on a previously scheduled remote workday This expectation ensures that LEARN performs the essential functions and conduct meetings that supporttheregion

LEARN has established the Flexible Workplace Program aiming to be both flexible and improve your employee experience while continuing to deliver high-qualityservicesandprogramstoourmemberdistrictsandcustomers

LEARN’s core values are student success, relationships, service, diversity, communication, integrity, and innovation and creativity We believe that the Flexible Workplace Program will allow us to live those values while enhancing the work life of our employees and maintaining high expectationsforcustomerservice

Contact your supervisor or the Human Resources Office at learnhrdept@learnk12ctus for more information The full Flexible Workplace Program manual can be found through the Employee Hub on theLEARNwebsite

Attendanceand LeaveProvisions

Paid Time Off

LEARN employees may qualify for paid time off The paid time off categories are bereavement time, sick time, emergency/necessary/religious time (ENR), and vacation time Below is a chart that shows the paid time off available to employees by position category

Full Time 12 Month

Full Time 12 Month (School-Based)

Part-Time 12 Month (>24h/w)

Part-Time 12 Month (<24h/w)

Full Time 10 Month

Full Time 10 Month (School-Based)

Part-Time 10 Month (>24h/w)

Part-Time 10 Month (>24h/w)

Note:

Benefits will be prorated for those working less than a full year. Employees will receive their paid time off allocations upon hire Time off balances may be viewed on the Employee Self-Serve (ESS) system

Members of bargaining units should consult their union contract for time off policies

If you have questions about paid time off benefits, contact the Human Resources Office at learnhrdept@learn k12 ct us

Time Off App

LEARN uses a customized Time Off App to track each employee’stimeoff Itisrequiredthatyousubmityour requests for time off using the Time Off App, accessible through the Employee Hub on the LEARN website

AllLEARNemployeesmissingworkduetoillnessmust completearequestontheTimeOffApp Refertoyour office/schoolcalloutguidelineproceduresfordetails

Process

LEARN employees should arrive promptly for all scheduled shifts. Non-emergency days off should be scheduled at least one week in advance In case of illness or emergencies preventing attendance, employees must inform their supervisor as soon as possible

DisciplinaryActions

Anocall,noshowabsencewillresultinthedisciplinary actionslistedbelow:

Firsttime:DocumentedVerbalWarning

Secondtime:WrittenWarning

Thirdtime:VoluntaryTermination

If an employee is absent, they may be required to provide evidence supporting the reason for their absence. Acceptable evidence must be written by a relevantprofessional

Attendance Expectations and Procedures

Objective

The purpose of this expectation is to set forth LEARN’s policyandproceduresforhandlingemployeeabsences and tardiness to promote the efficient operation of the agencyandminimizeunscheduledabsences

Policy

Punctual and regular attendance is an essential responsibility of each employee at LEARN Employees are expected to report to work as scheduled, on time, and prepared to start working Employees are also expected to remain at work for their entire work schedule Late arrival, early departure, or other absences from scheduled hours are disruptive and mustbeavoided

Absence

“Absence” is defined as the failure of an employee to report for work when they are scheduled to work The twotypesofabsencesaredefinedbelow:

Excused absence occurs when all the following conditionsaremet:

The employee provides their supervisor sufficient notice by submitting the absence request using the proper process established byLEARN

Theabsencerequestisapprovedinadvanceby theemployee’ssupervisor

The employee has sufficient accrued paid time offtocovertheabsence.

Unexcused absence occurs when any of the above conditions are not met If it is necessary for an employee to be absent or late for work because of an illness or an emergency, the employee must notify their supervisor no later than the employee’s scheduled starting time on that same day or use the specified call out procedure for illness or unexpected emergency established by the school, program,oroffice

Employees with three or more consecutive days of excused absences because of illness or injury will be required to provide LEARN’s Human Resources Office proof of physician’s care and a fitness for duty release priortoreturningtowork

Employees must take earned paid time off for every absence unless otherwise allowed by company policy (eg,leaveofabsence,FMLA)

Absences

Employees are expected to maintain a satisfactory attendance record to provide the high-quality programs that our students, Boards of Education, and other stakeholders have come to expect Regular attendance is an important aspect of providing responsible and professional customer service. Any employee who has exhausted all their accrued leave benefits and who continues to be absent from work, whether from sickness or other causes, may be subject to discipline, up to and including discharge Any absence, whether it be a vacation, sick time, E/N/R, or Bereavement request, must be entered using the Time Off App The app is accessible through the Employee Hub ontheLEARNwebsite

Paid Time Off Guidance

Emergency/Necessary/Religious Days – These days are to be used for necessary and essential matters of a serious nature which cannot be attended to outside the normal workday or work year, religious observances, and for the birth/care of a child or the placement/care of a child placed with the employee for adoption or foster care as defined in the Family and Medical Leave Act Please contact the Human Resources Office regarding leave for the birth or placement of a child. Such days ordinarily will not be granted immediately beforeorafteraholidayorvacationperiodwithoutpriorwrittenapprovalfromtheExecutiveDirector Bereavement–Thesedaysareforbereavementpurposes

Closings Due to Inclement Weather or Emergencies - School-based staff are not paid for a closing related to inclement weather or emergencies This time will be added to the end of the school year in accordance with their agreement or contract If a school-based staff member has requested paid time off on this day, they will not be charged for this day. All non-school-based staff members would still be charged for this time if it is not related to an appointment that would otherwise need to be rescheduled due to weather In the event of delayed opening or early dismissal, all staff will be paid for a full day of work If a staff member has a preapproved day off of work, they would still be charged for a full day off of work if they did not report to work that day

Jury Duty - The Board recognizes that employees have an obligation to serve as members of juries Employees who serve on juries during their regular work year will be paid their regular salary for the duration of the commitment Employees should supply a signed document of actual days served (the court clerk supplies this upon request) Any monetary compensation, except for travel reimbursement, paid to the employee by the court for such duty must be remitted to LEARN Employees shall submit a professional leave request using the TimeOffApppriortoservingonajury See Policy 4144/4244.

Sick Time - Sick time may be used only for health reasons, family care obligations, and other conditions that have a bearing on physical and mental welfare Sick time may be used for family care obligations if they are related to the physical or mental health of a family member It can also be utilized if the closure or delayed start ofacarefacilityorschoolduetosevereweatherconditionsrequirescareforadependentfamilymember

Job Abandonment

Any absence or anticipated late arrival by an employee is expected to be communicated to their supervisor prior to the start of the working day If any employee is absent for three consecutive workdays without contacting LEARN, theywillbeconsideredtohavevoluntarilyterminatedemploymentwithLEARN See Policy 4149/4249.

Definition of No Call, No Show

A no call, no show occurs when an employee fails to show up for a scheduled shift and does not call or notify LEARN about the absence The event is a no call, no show as soon as the employee’s shift begins Each day the employee does not report for a shift or call to notify a supervisor is considered a no call, no show event If the employee fails to report for three days as a no call, no show, it is considered a voluntary termination by the employee

Tardiness and Early Departures

Employees are expected to report to work and return from scheduled breaks on time If employees cannot report to work as scheduled, they must notify their supervisor no later than their regular starting time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary

Unpaid Time

Unpaid time is when an employee is absent from work without compensation and may occur once an employee has exhausted all of their paid time off benefit This is a voluntary agreement between LEARN and the employee that requires prior approval It is LEARN’s expectation that employees are prohibited from taking unpaid time off if not related to an approvedleaveofabsenceorapprovedFMLA

Employee: Requests supervisor’s approval for unpaid time off, in writing, and provides the date(s) and reason forneedingadditionaltime Supervisor: Contacts Human Resources Office regardingeachunpaidtimeoffrequest Human Resources: Notifies the supervisor and staff memberofthedecisiontoapproveordenytherequest

The unapproved use of unpaid time may lead to disciplinaryactionuptoandincludingtermination

Staff are reminded that when hired at LEARN, they are expected to satisfactorily perform the essential functions of their job duties The first and most important responsibility is to meet the work schedule that has been established The safety of our students and staff and the integrity of our programming depend upontheregularattendanceofstaff

Disciplinary Action

Excessive absenteeism is defined as any occurrences of unpaid time (unrelated to approved leave or FMLA) and/ortwoormoreoccurrencesofunexcusedabsence in a 30-day period and will result in disciplinary action Sixormoreoccurrencesofunexcusedabsenceina10month period for 10-month employees are considered groundsfortermination

Family and Medical Leave Act (FMLA)

FMLA provides certain employees with up to 12 weeks ofunpaid,job-protectedleaveperyear Italsorequires that their group health benefits be maintained during theleave

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employmentopportunityforall.

Formore,visithttps://wwwdol.gov/agencies/whd/fmla

Notice of Privacy Practices

The Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal program that requires all medical records and other individually identifiable health information used or disclosed by us in any form, whether electronically, on paper, or orally, are kept properly confidential HIPAA gives you significant rights to understand and control how your health information is used HIPAA provides penalties for covered entities thatmisusepersonalhealthinformation

For more information see Notice of Privacy Practices: Health Insurance Portability and Accountability Act of 1996(HIPAA) atwwwdolgov/agencies/whd/fmla

Guidelinesand Resources

LEARNsetsguidelinesandprocedurestoensureasafe,fair,and d i ki i ll l Vi i h

Workers’ Compensation

If you have a work-related injury, you should report the injury immediately to your supervisor and Trust Telecare at 866-730-1143 If required, your supervisor will make certain that you receive prompt medical treatment for that injury through the First Treatment Center Do not delay in reporting workplace injuries since this can endanger a potential Workers’ Compensation claim Many injured workers are initially denied benefits because they did not report their injuries immediately See Work-Related Injuries on page 38 of the Employee Handbook for more information

Conflict of Interest

No employee or member of the Board of Directors of LEARN shall engage in any transaction, have a financial interest or have a personal interest which is incompatible with the proper discharge of official duties, or would tend to impair official duties No employee or member of the Board of Directors shall grant any special consideration, treatment, favor, or advantage to any person See Policy 4158/4258.

Nepotism

While we respect all of our workers and, by extension, their families, LEARN has a nepotism policy in place The policy states, that “ no person may be employed if that employment creates a conflict of interest to LEARN as a result of their relationship to a member of the Board of Directors or other employees of LEARN”

See Policy 4156/4256.

Nondiscrimination

LEARN does not discriminate against any person because of race, religious creed, color, age, sex, national origin, marital status, veteran/nonuniformed military status, ancestry, residence, present or past history of mental disorder, intellectual disability, pregnancy, gender identity or expression, physical disability, or any other characteristic protected by law in its admission to programs, access to services or activities, or any aspect of its operations, except in the case of a bona fide occupational qualification A grievance procedure has been developed and is included in this handbook See Policy 4118.11/4218.11.

OSHA Bloodborne Pathogens

All employees are required to have OSHA Bloodborne Pathogens training on an annual basis The training is provided through an on-line tutorial. Employees should check with their program directors for instructions. See Policy 4147/4247.

Notification of Assignments

The Executive Director or their designee shall make assignments, re-assignments, and transfers of employees as necessary to secure the highest efficiency of the entire staff Compensation and assignment notices for each fiscal school year are sent out in May and June of each year It is the employee’s responsibility to carefully review all information contained in the annual compensation notice or letter of appointment for accuracy The correspondence must be signed and one copy returned to the Human Resources Office by the due date Contact the Human Resources Office or your supervisor regarding any questions. See Policy 4116/4216.

Purchasing Procedures

Each office or school at LEARN has developed its own procedures for requesting and ordering supplies Each employee should check with their supervisor for the procedure It is important to note that purchases and services cannot be ordered until the purchase order has been approved and signed by the Executive Director See Policy 3323.

Annual Asbestos Notice

All LEARN buildings that are occupied by LEARN employees and students have been inspected by an accredited inspector as required by the Asbestos Hazard Emergency Response Act of 1986 (AHERA) AHERA requires Local Education Agencies (LEAs) to identify Asbestos Containing Materials (ACM) in their school buildings and to take appropriate actions to control the release of asbestos fibers

The buildings will be reinspected every 6 months by qualified school personnel to determine any changes in the condition of the identified ACM Additionally, the school buildings will be reinspected every 3 years by an accredited and licensed inspector following the same basic criteria as the original inspection

An Asbestos Management Plan (AMP) has been prepared by an accredited and licensed asbestos management planner as required by AHERA and the State of Connecticut Department of Health The AMP is available for review during the normal business hours, without cost or restriction, to representatives of EPA and the State of Connecticut, school district personnel, their representative, parents or legal guardians and the public

Crisis/Emergency Plans

LEARN and each LEARN school have developed Safety Plans based on state requirements to respond to various crises or emergencies, such as fires or extreme weather conditions Employees should be familiar with the Safety Plan for their specific office or school Additionally, the Safety Team strongly recommends that each employee have a personal plan to address their family’s needs during a regional emergency

Travel Reimbursement

Occasionally, employees may be required to use personal vehicles for work related travel Transporting students in personal vehicles is discouraged and should not be done without the permission/knowledge of the program director LEARN is required to ensure that any driver who transports students (whether in their own personal vehicle or in a LEARN vehicle) be properly licensed to do so LEARN does not allow any employee to transport students in personal vehicles at any time unless the employee has a CT class D license that contains a “V” endorsement (which authorizes the transportation of passengers in a student transportation vehicle) It is very important for employees using personal vehicles for work related travel to comply with Connecticut requirements to carry adequate automobile insurance Adequate levels are considered $100,000 combined single limit or $50,000/100,000 bodily injury and $50,000 property damage It is also important for employees to follow state laws regarding seat belt use and distracted driving. LEARN employees should also maintain an acceptable motor vehicle record. General procedures for receiving travel reimbursement are as follows:

Only travel beyond the drive to and from work each day is reimbursed

Each employee has a primary location to which they report each day Travel from that point to other locations required as part of one ’ s job is eligible for travel reimbursement

Primary locations - Some employees travel to a variety of places within a given month In those situations, a primary location or locations will be determined by the employee’s supervisor Travel to a location other than the primary location - When an employee is required to travel directly to such a location, the distance to and from the employee’s primary location is subtracted from the total distance traveled to determine the number of miles eligible for reimbursement

LEARN travel forms are to be filled out online within 30 days of the end of the month in which travel occurred The application form can be found on the Staff Resources for LEARN Employees SharePoint internal site (https://learnresc sharepoint com/SitePages/Home aspx) PLEASE NOTE: June vouchers must be submitted no later than June 25th for payment Payment will be made with the second payroll of the month if vouchers are submitted by the Friday prior to the pay date Checks for travel reimbursement are issued through Payroll See Policy 4133/4233.

No Smoking Policy

All facilities and spaces operated by LEARN are officially designated tobacco-free environments Staff, students, and members of the public are prohibited at all times from smoking or using tobacco or tobacco products, including electronic nicotine delivery systems or vapor products, in any school facilities, buildings, buses, or other LEARN transportation vehicles, and at athletic events, field trips, and meetings

This policy is in keeping with LEARN’s goals to provide a safe and healthy environment, and ensures compliance with Connecticut General Statute 31-40(d) and 19a-342 See Policy 1331.

Drug Free Workplace

The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited at any workplace under the control of LEARN Any employee who violates this prohibition is subject to disciplinary action up to and including termination Further, it is a condition of employment that any employee working under a federal grant to abide by the terms of this statement regarding the maintenance of a drug free workplace. Employees are further required to notify LEARN of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction. See Policy 4112.3/4212.3.

Dangerous Weapons

No employee of LEARN or other person shall possess or store a dangerous weapon on LEARN property, including LEARN owned vehicles, or on any property where LEARN conducts any of its programs or shall possess such weapon while they are with LEARN studentsorclients

Dangerous weapon means any weapon, whether loaded or unloaded from which a shot may be discharged, or a switchblade knife, gravity knife, billy club,blackjack,bludgeon,ormetalknuckles

This policy shall not apply to an employee or other person who is permitted by agreement in writing signed by the Executive Director to possess a firearm on LEARN property as long as the employee or other person complies with the terms of said agreement This policy shall not apply to a peace officer, as defined in subdivision 9 of Section 53a-3 of the Connecticut General Statutes while engaged in the performance of theirofficialduties

Any employee violating this policy shall be subject to immediate disciplinary action up to and including termination of employment Any other person violating this policy shall be considered a trespasser and subject toarrest See Policy 4148/4248.

Concerns, Issues, Conflict Resolution

From time to time, issues arise within the course of employment that may need to be addressed in a systematic way Procedures have been established for dealing with personnel issues, disciplinary actions, and terminations In general, an employee should first discuss the issue with their direct supervisor If the issue is not resolved at this level, the employee may request a meeting with the Executive Director and their supervisor Employees covered by the Agreement between LEARN Regional Educational Service Center and the LEARN Education Association should see that agreement for information

Prohibition of Workplace Violence

LEARN,inordertoprovideasafeandproductivework environment, hereby adopts the following policy regardingworkplaceviolence

Each employee shall have the right to work in an environment free from violence Employees are prohibited from committing any act of violence on or towards another person at any LEARN location or worksite Violence is defined under this policy as acts of physical force against a person; assault; battery, intentionally placing hands upon another with the intent of harming another; intentionally causing harm to another through using any device, weapon, or object; provoking another employee or individual to harmanotherperson

Each employee shall have the right to work in an environment free from threats of violence and from verbal abuse Threats of violence shall be defined as the use of words or phrases indicating an intent to do physical harm to another Verbal abuse shall include use of obscene or offensive language designed to humiliate, denigrate, belittle, or provoke another person Thisshallincludetheuseofracialepithets

Eachemployeeshallhavetherighttoworkinahostile freeworkenvironment Employeesareprohibitedfrom engaging in any discriminatory behavior towards another person based on their gender, race, religion, age, orientation, disability or nation of origin All employees should have the right to feel comfortable andwelcomedatanyLEARNlocationorworksite

Anyemployeewhowitnessesorissubjecttoanactof hostility, violence, use of threatening language, or verbal abuse as described in this policy shall immediately notify their supervisor of such act. An employee may choose to directly notify the Chief Human Resources Officer and/or the Executive Director Any supervisor so notified shall take any necessary remedial measure to ensure the safety of employees and other persons in the immediate area and shall immediately inform the Executive Director and Chief Human Resources Officer The Executive Director and/or their designee shall promptly investigate the report and take all necessary appropriateactions

Any employee who violates this policy will be subject to the imposition of discipline, up to and including termination SeePolicy4150/4250.

Sexual Harassment

It is the policy of the LEARN Board of Directors that any form of sexual harassment is forbidden in the workplace and in all school facilities, whether by supervisory or non-supervisory personnel, by individuals under contract, or volunteers subject to the control of the Board

Sexual harassment is defined as unwelcome conduct of a sexual nature, whether verbal or physical, including, but not limited to, insulting or degrading sexual remarks or conduct; threats or suggestions that an employee’s submission to or rejection of unwelcome conduct will in any way influence an employment decision regarding that employee, or conduct of a sexual nature which substantially interferes with an employee’s work performance, or creates an intimidating, hostile or offensive work environment, such as the display in the workplace of sexually suggestive objects or pictures

Sexual harassment in the workplace whether by supervisory or nonsupervisory employees will result in disciplinary action up to and including termination

It is the expressed policy of the Board to encourage victims of sexual harassment to report such claims Employees are encouraged to promptly report complaints of sexual harassment to the Executive Director Complaints will be investigated promptly, and corrective action will be taken when allegations are verified Confidentiality will be maintained by all persons involved in the investigation, and no reprisals or retaliation will be allowed to occur as a result of the good faith reporting of charges of sexual harassment See Policy 4118.2/4218.2.

Notice of Privacy Practices: Health Insurance Portability and Accountability Act of 1996 (HIPAA)

THISNOTICEDESCRIBESHOWMEDICALINFORMATIONABOUTYOUMAYBEUSEDANDDISCLOSEDANDHOWYOUCAN GETACCESSTOTHISINFORMATION

The Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal program that requires that all medical records and other individually identifiable health information used or disclosed by us in any form whether electronically on paper,ororally,arekeptconfidential HIPAAgivesyousignificantrightstounderstandandcontrolhowyourhealthinformation isused HIPAAprovidespenaltiesforcoveredentitiesthatmisusepersonalhealthinformation

As required by HIPAA, we have prepared this explanation of how we are required to maintain the privacy of your health informationandhowwemayuseanddiscloseyourhealthinformation

Wemayuseanddiscloseyourmedicalrecordsonlyforeachofthefollowingpurposes: Treatment,Payment,andHealthCareOperations

Treatment means providing, coordinating, or managing health care and related services by one or more health care providers Anexampleofthiswouldincludecasemanagement Paymentmeanssuchactivitiesasobtainingreimbursementforservices,confirmingcoverage,billingorcollectionactivities, andutilizationreview Anexampleofthiswouldbeadjudicatingaclaimorreimbursingaproviderofanofficevisit

Healthcareoperationsmeansuchbusiness-relatedactivitiesasconductingqualityassessmentandimprovementactivities, auditingfunctions cost-managementanalysis andcustomerservice Anexamplewouldbeaninternalqualityassessment review

We may also create and distribute de-identified health information by removing all references to individually identifiable information

Wemaycontactyoutoprovideinformationabouttreatmentalternativesorotherhealth-relatedbenefitsandservicesthatmay beofinteresttoyou

Any other uses or disclosures will be made only with your written authorization You may revoke such authorization in writing andwearerequiredtohonorandabidebythatwrittenrequest,excepttotheextentthatwehavealreadytakenactionsrelying onyourauthorization

Youhavethefollowingrightswithrespecttoyourprotectedhealthinformation,whichyoucanexercisebypresentingawritten requesttothePrivacyOfficer:

Therighttorequestrestrictionsoncertainusesanddisclosuresofprotectedhealthinformation,includingthoserelatedto disclosures to family members other relatives close personal friends or any other person identified by you We are not however,requiredtoagreetoarequestedrestriction Ifwedoagreetoarestriction,wemustabidebyitunlessyouagreein writingtoremoveit

The right to reasonable requests to receive confidential communications of protected health information from us by alternativemeansoratalternativelocations

Therighttoinspectandcopyyourprotectedhealthinformation

Therighttoamendyourprotectedhealthinformation

Therighttoreceiveanaccountingofnon-routinedisclosuresofprotectedhealthinformation

Wehavetheobligationtoprovide andyouhavetherighttoobtain apapercopyofthisnoticefromusatleastonceevery threeyears

Wearerequiredbylawtomaintaintheprivacyofyourprotectedhealthinformationandtoprovideyouwithnoticeofourlegal dutiesandprivacypracticeswithrespecttoprotectedhealthinformation

ThisnoticeiseffectiveasofApril1 2004andwearerequiredtoabidebythetermsofthisNoticeofPrivacyPracticescurrently in effect We reserve the right to change the terms of our Notice of Privacy Practices and to make the new notice provisions effective for all protected health information that we maintain We will post and you may request a written copy of a revised NoticeofPrivacyPracticesfromthisoffice

You have recourse if you feel that your privacy protections have been violated You have the right to file a formal, written complaintwithusatlearnhrdept@learnk21ctus,orwiththeDepartmentofHealthandHumanServices,OfficeforCivilRights, about violations of the provisions of this notice or the policies, procedures, or regulations of our office We will not retaliate againstyouforfilingacomplaint

Work-Related Injuries

An employee may be injured during their employment at LEARN Employees must report an injury to their supervisor and to Trust Telecare at 866-730-1143 within twenty-four (24) hours of the injury Trust Telecare is a telephonic triage and reporting provider available 24 hours/7 days a week If an employee requires medical treatment, an authorization for treatment form from the Telecare nurse must be sent to an approved treatment center prior to the employee seeking treatment LEARN employees have the option of using the following treatmentfacilities:

Yale New Haven Health (Pequot Health Center), 52 HazelnutHillRoad,Groton

Middlesex Occupational Medical Center, 252 WestbrookRoad,Essex

Concentra Medical Center, 10 Connecticut Avenue, Norwich

Concentra Medical Center, 701 Main Street, East Hartford

Hartford Healthcare Medical Group, 112 Lafayette Street,Norwich,CT06360

Procedures for reporting injuries and an accident investigation form are available at each LEARN site Employees should take time to review these procedures

LEARN has Worksite Safety Committees at LEARN’s Central Office, Marine Science Magnet High School, Regional Multicultural Magnet School, Student Support Services/Ocean Avenue LEARNing Academy, and The Friendship School The purpose of these committees is to review safety issues throughout the organization and to be proactive in improving the safety of both employees and students Anyone interested in joining a committee should contact their supervisor or the Chief Human Resources Officer Issues and concerns can also be brought to any member of a site committee A list of committee members is posted at the individual worksites

Guidelines for Confidentiality

Information we have about children, their families’ situations, and employee performance is strictly confidential, is never shared outside the workplace with friends, and is not topic for conversation with anyone outside the workplace

Information shared during the hiring of employees is confidential: names of applicants, information from interviews, and discussion of candidates

Information contained in faxes for other people is confidential and private and should be read only by the designated receiver

E-mail is not used for transmitting confidential information E-mail is susceptible to unwanted and unknown intrusions

Papers with personally identifiable information are shredded rather than discarded in the trash baskets

Confidential meetings, conversations, sessions with children, sessions with parents, are honored unless law or policy dictates otherwise.

Written permission is always obtained before:

Sharing identifiable information about children, families, employees, and colleagues

Information is obtained from a child, families, or employees for use in studies, course work, or papers

Taking a photo for a media, public, or professional presentation

Use of Technologies

LEARN uses a variety of technological tools In demonstrating effective use of all LEARN technologies, a LEARN employee

Displays basic knowledge of and proficiency in applicable tools

Uses email regularly, safely, and properly

Understands all LEARN policies regarding effective and appropriate use of technology

Knows how to access the support/help desk

Understands and has access to necessary professional development activities related to technology

Recognizes the value of providing customers with timely responses

Uses technology only when a “live” response is not possible

Maintains an appropriate voice mail message with needed information on alternative contacts

Communicating

When communicating, a LEARN employee:

Assumes the best of people’s intentions and motivations

Is approachable and personable

Is respectful of time, environment, and context

Exhibits a willingness to help other people

Takes time to listen and ask questions

Shows interest in other people and their work

Asks how an issue can be moved forward, rather than placing blame

Acknowledges co-workers and customers in a courteous and respectful manner

Respectful Relationships

When building respectful relationships, a LEARN employee:

Strives to understand others’ perspectives

Is thoughtful, respectful, and open-minded

Recognizes that there may be more than one facet to any issue

Separates the “people” from the “problem”

Promotes good two-way communication

Addresses issues directly with the parties involved without placing blame or making accusations

Respects their environment

Chooses an appropriate, professional response to a conflict situation

Takes responsibility for their choices and actions

Is reflective in their planning processes, goal setting and collaborations

Computer Use, E-mail, and Internet Policy

LEARN believes in the educational value of electronic communications and recognizes their potential to support LEARN’s educational programs. Resource sharing and communication for both students and teachers have increased with access to telecommunications and to the Internet It is imperative that members of LEARN’s community conduct themselves in a responsible manner consistent with Federal and state law while utilizing the Internet and any other electronic information retrieval system

This policy applies to all users of LEARN’s computer network This is true, regardless of where the users may be located Violations will be taken seriously and may result in disciplinary action and civil or criminal liability It is every user ’ s duty to use the computer resources responsibly, professionally, ethically, and lawfully See Policy 4153/4253.

What are “Computer Resources”?

When used in this policy, the term computer resources refer to LEARN’s entire computer network The term includes, but is not limited to, the computer system, file servers, application servers, communication servers, mail servers, fax servers, web servers, workstations, standalone computers, laptops, software, data files, and all internal and external computer and communications networks (for example, Internet, commercial on-line services, value-added network, e-mail systems) that may be accessed directly or indirectly from LEARN’s computer network.

Who is a User?

When used in this policy, the word “ user ” refers to all employees, students, independent contractors, consultants, temporary workers, and other persons or entities who use or come into contact with LEARN’s computer resources.

Ownership of the Computer Resources

Computer resources are the property of LEARN Access to computer resources is provided solely for the purpose of carrying out the educational and operational needs of LEARN All use of the computer resources must be supportive of LEARN’s educational objectives and must be consistent with academic expectations Use of computer resources is a privilege that may be revoked at any time

No Expectation of Privacy

Users should never consider electronic communication to be either private or secure Email can be stored indefinitely on any number of computers Copies of messages may be forwarded to others either electronically or on paper In addition, e-mail sent to non-existent or incorrect usernames may be delivered to persons thatwereneverintended.

LEARN has the right, but not the duty, to monitor all aspects of its computer system Users consent to allowing LEARN to access and review all materials users create, store, send or receive on the computer system or through the Internet or anyothercomputernetwork

Users understand that LEARN may use human or automatedmeanstomonitoruseofthecomputer resources Such monitoring may include, but is not limited to, monitoring sites visited by users on the Internet, monitoring chat groups and news groups, reviewing material downloaded or uploaded by users to the Internet, and reviewing e-mailsentandreceivedbyusers

Use of passwords to gain access to the computer system or to encode particular files or messages does not imply that users have an expectation of privacy in such access or materials LEARN has global passwords that permit it to access all material stored on the computer system, regardless of whether that material has been encodedwithaparticularuser’spassword

Quality and Format of Communications

Users should endeavor to make each electronic communication truthful and accurate. Individuals should use the same care in drafting e-mail and other electronic documents as they would for any other written communication Please keep in mind that anything created or stored in the computer systems may, and likely will, be reviewed by others.

E-mail sent from or to in-house counsel or an attorney representing LEARN should include this warningheaderoneachpage:

“Attorney client privilege: do not forward without permission.”

Copyright

In their use of computer resources, users must comply with all software licenses; copyrights, and all other state, federal and international laws governing intellectual property and on-line activities

The ability to read, alter, or copy a file belonging toanotheruserdoesnotimplypermissiontoread, alter, or copy that file Users may not alter or copy a file belonging to another user without first obtainingpermissionfromtheownerofthefile.

Offensive Material

LEARN has complied with the Children’s Internet Protection Act requirements by implementing a “Technology Protection Measure,” for all users, that is, specific technology that blocks or filters Internet access This includes the installation of a designated server and specific software that may block or filter pre-selected sites; by word; entire categories such as chat and newsgroups or by pre-selected lists of approved sites The measures used to block or filter a site may be disabled during use by an adult to enable access to bona fideresearchorotherlawfulpurpose

The filtering system shall be in addition to all other efforts and is not considered to be a foolproof approach to preventing access to materials considered inappropriate or harmful to minors The user is advised that misuse of the Internet as it relates to visual depictions that are obscene, child pornography, or harmful to minors, is consistent with the other components in LEARN’s Computeruse,E-mailandInternetPolicy

The Internet is a worldwide network of computers that contains millions of pages of information. Users are cautioned that many of these pages include offensive, sexually explicit, and inappropriate material In general, it is difficult to avoid at least some contact with this material while using the Internet Even innocuous search requests may lead to sites with highly offensive content In addition, having an e-mail address on the Internet may lead to receipt of unsolicited email containing offensive content Users accessing the Internet do so at their own risk LEARN is not responsible for material viewed or downloadedbyusersfromtheInternet

LEARN will educate minor students about "appropriate online behavior, including interacting with other individuals on social networking websites and in chat rooms and cyber-bullying awarenessandresponse"

Prohibited Activities

Users may not send material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or otherwise unlawful or inappropriate It does not matter how such material is sent, whether it is by e-mail or other form of electronic communication, such as bulletin board systems, news groups, or chatgroups Further,suchmaterialmaynotbedisplayedonorstoredinLEARN’scomputers Usersencounteringor receivingsuchmaterialshouldimmediatelyreporttheincidenttotheadministration

Users must not alter the from line or other attribution-of-origin information in e-mail, messages or postings Anonymous or pseudonymous electronic communications are forbidden Users must identify themselves honestly and accurately when participating in chat groups, making postings to news groups, sending e-mail, or otherwise communicatingon-line

Withoutpriorwrittenauthorizationfromtheadministration,usersmaynotdoanyofthefollowing:

Copysoftwareforuseontheirhomecomputers;

ProvidecopiesofsoftwaretoanyindependentcontractorsorclientsofLEARNortoathirdperson;

Open/tamperwithorinstallhardwareonworkstationswithoutauthorization;

RemovesoftwarefromLEARNpremises;

Downloadstreamingcontentforextendedperiodsoftime(ie realaudio,etc);

InstallsoftwareonanyofLEARN’sworkstationsorservers;

DownloadanysoftwarefromtheInternetorotheron-lineservicetoanyofLEARN’sworkstationsorservers;

Modify,revise,transform,recast,oradaptanysoftware;or

Reverseengineer,disassembleordecompileanysoftware

Users who become aware of any such misuse of software or violation of copyright law should immediately report theincidenttotheadministration

Unless expressly authorized by the administration, sending, transmitting, or otherwise disseminating proprietary dataorotherconfidentialinformationisstrictlyprohibited Unauthorizeddisseminationofthisinformationmayresult incivilliability

All student use of the computer resources will be consistent with this policy Encouraging, allowing or ignoring studentuseofthecomputerresourcesinamannercontrarytothispolicyisstrictlyprohibited

Encryption Software

Users may not install or use encryption software on any of LEARN’s computers without first obtaining written permission from the administration Users may not use passwords or encryption keys that are unknown to the administration

The federal government has imposed restrictions on the export of programs or files containing encryption technology Software containing encryption technology is not to be placed on the Internet or transmitted in any way outside of the United States without prior written authorization from the administration

Security

Users are responsible for safeguarding their passwords for access to the computer system Individual passwords should not be printed, stored on-line, or given to others Users are responsible for all transactions made using their passwords.Nousermayaccessthecomputersystemwithanotheruser’spasswordoraccount.

Users may not use the computer system to “ snoop or pry ” into the affairs of other users by unnecessarily reviewing their files and e-mail A user ’ s ability to connect to another computer system through the network or by a modem does not imply a right to connect to those systems or to make use of those systems unless specifically authorized by theoperatorsofthosesystems.

Each user is responsible for ensuring that use of outside computers and networks, such as the Internet, does not compromise the security of the LEARN computer resources This duty includes taking reasonable precautions to prevent intruders from accessing LEARN’s network without authorization and to prevent the introduction and spreadofviruses

Viruses

Viruses can cause substantial damage to computer systems Each user is responsible for taking reasonable precautions to ensure they do not introduce viruses into LEARN’s network To that end, all material received on magneticoropticalmediaandallmaterialdownloadedfromtheInternetorfromcomputersornetworksthatdonot belong to LEARN’s system must be scanned for viruses and other destructive programs Such scanning must be performed prior to placing the material onto LEARN’s computer system Users should understand that their home computers and laptops might contain viruses All disks transferred from these computers to LEARN’s network must bescannedforviruses

To ensure security and avoid the spread of viruses, users who access the Internet through a computer attached to LEARN’s network must do so through an approved Internet firewall accessing the Internet directly, by modem is strictlyprohibitedunlessthecomputeryouareusingisnotconnectedtoLEARN’ssystem

Social Networking & Electronic Communications Guidelines

Social networking and electronic communications provide an opportunity for outreach, information sharing, new product development, enhanced service delivery, and advocacy For purposes of these guidelines, social networking and electronic communications include, but are not limited to e-mail, text messaging, online forums, media sharing sites, and social networking sites like Facebook, LinkedIn, and Instagram

LEARN expects that all its employees will behave professionally and exercise personal responsibility whenever they use social media and electronic communications We always encourage our employees to be advocates for LEARN, our member districts, and thecommunitiesweserve Socialnetworkingandother electronic communications provide a powerful tool for doingso

Even when an employee’s use of social networking and electronic communications takes place completely outside of work, as personal activities should, what is communicated may have an effect on an employee’s ability to perform their job, or their colleagues’ abilities todotheirjobs,andonLEARN’sinterests

LEARNacknowledgesthatemployeeshavetheright,in certain circumstances, to speak out on matters of public concern However, LEARN will regulate the use ofsocialnetworkingandelectroniccommunicationsby employees, including employees’ personal use of such media,whensuchuse:

Disruptsand/orinterfereswiththeworkofLEARN; Is used to harass coworkers or other members of theLEARNcommunity; Createsahostileworkenvironment; Breaches confidentiality obligations of LEARN employees;or, Harms the goodwill and reputation of LEARN in the community

Nothing in these guidelines should be construed as implicitpermissiontorepresentLEARNonline

No employee has the authority to represent or speak on behalf of LEARN unless they have been officially designated to do so.

Official online communications on behalf of LEARN, including the establishment of blogs, social networking pages, and other online sites representing LEARN or any LEARN organization, must be approved All such work-related online activity must be authorized in writing by, and coordinated with, an employee’s supervisor and/or the Executive Director, prior to being published All online content will be reviewed and approved before it is published unless a different arrangement has been approved in writing by the ExecutiveDirector

Disciplinary Consequences: Violation of any of these guidelines and/or rules may lead to discipline up to and including the termination of employment.

A. Guidelines Concerning PERSONAL Social Networking and Electronic Communications

Introduction: These guidelines apply to social networking and electronic communications that employees are engaginginforpersonal,non-work-relatedpurposes:

Employees may not mention, discuss, or reference LEARN, its schools, its programs and/or services on personal social networking sites, unless the employee also states that the post is the personal communication of an employee of LEARN and that the views published are the employee’s alone and do not represent the views of LEARN. Employees are expected to use a disclaimer like, “The postings on this site are my own and do not representtheviewsofLEARN” 1

2

Employees may not publish or cite personal information about, including images of, LEARN students/participants, colleagues, member LEAs, LEA employees or their students, partners, collaborators, vendors, or competitors without such individual’s express consent, unless the employee is addressing an issue of public concern and the employee’s speech falls under applicable constitutional protections pertaining to same

3

Employees are required to maintain appropriate professional boundaries For example, it is not appropriate for an employee to “friend” a student/client or their parent/guardian or otherwise establish special relationships with selected students/clients through personal social media, such as Facebook, or other electronic communications, and it is not appropriate for an employee to give students/clients or parents/guardians access topersonalpostingsunrelatedtoLEARN

5

Employees may not use LEARN’s logo in their personal electronic communications unless written consent has beenobtainedinadvancefromthesupervisorand/ortheExecutiveDirector Thisprohibitionextendstotheuse oflogosortrademarksassociatedwithindividualschools,programs,productsand/orservicesofLEARN.

4 Employeesshouldnotengageinanyconductthatwouldnotbeappropriateintheworkplace,andareexpected to refrain from harassing, defamatory, abusive, discriminatory, threatening, or other inappropriate communications

6 Employees are required to comply with all LEARN policies and procedures with respect to the use of computer equipment, cellular telephones, networks or other electronic devices when accessing social networking sites and/or communicating electronically Any access to personal social media activities when in any LEARN facility or program site, whether using LEARN or other equipment, must comply with such policies and may not interferewithanemployee’sdutiesatwork

8.

Employees are individually responsible for their personal electronic communications Employees may be sued by other employees, parents and any individual who views an employee’s electronic posts as defamatory, pornographic,proprietary,harassing,libelous,beingaviolationofcopyright,creatingahostileworkenvironment or otherwise being unlawful Employees should keep in mind that they may be personally liable for claims relatedtoactivitiesoutsidethescopeoftheiremployment

7 LEARN reserves the right to monitor all employee use of LEARN computers, cellular telephones, and other electronicdevices,includingemployeetexting,blogging,andsocialnetworkingactivity

Employees should have no expectation of personal privacy in any personal communication or post made through electroniccommunicationsdeviceswhileusingLEARNcomputers,cellulartelephones,orotherdatadevices

All posts on personal social media must comply with LEARN policies concerning confidentiality, including the confidentiality of student information If an employee is unsure about the confidential nature of information that they are considering posting, the employee shall consult with their supervisor prior to making the post

Employees may not link a personal social media site or other webpage to the LEARN website or the websites of individual schools, programs, products, or services, or post LEARN material on a social media site or webpage without the permission of their supervisor and the approval of the Department Director and/or the Executive Director, prior to posting. Any such permission must be in writing.

AllLEARNpoliciesthatregulateoff-dutyconductapplytosocialmediaactivity,including,butnotlimitedto,policies relatedtopublictrust,illegalharassment,codeofconduct,andprotectingconfidentialinformation

B. Guidelines Concerning LEARN-SPONSORED Social Networking and Other Electronic Communications

Introduction: These guidelines apply to any social networking and/or electronic communications that employees engage in for any LEARN-related purposes

If an employee seeks to use online sites as a tool to enhance or expand the delivery of programs and services, the employee must obtain the permission in writing of their supervisor, prior to setting up the site All workrelated online sites must be coordinated with the Department Director and/or Executive Director, prior to being published

2

If an employee wishes to use social networking or other electronic communications to communicate about a LEARN program, product, or service, they must first seek and obtain the permission of their supervisor and then work in collaboration with LEARN Communications & Marketing in the creation and publication of the site, as well as the publication of any content thereafter

Employees are required to maintain appropriate professional boundaries in the establishment and maintenance of any LEARN-sponsored social networking or other electronic communications

4.

Employees are required to use appropriately respectful speech in their online posts on LEARN-sponsored sites, and to refrain from harassing, defamatory, abusive, discriminatory, threatening, or other inappropriate communications.

6

Employees are required to comply with all LEARN policies and procedures and all applicable laws with respect to the use of computer equipment, cellular telephones, networks, or other electronic devices when accessing LEARN-sponsored social networking or other electronic communications

5 LEARN reserves the right to monitor all employee use of LEARN computers, cellular telephones, and other electronic devices, including employee e-mail, texting, blogging and social networking activity

An employee should have no expectation of personal privacy in any communication or post made through electronic media while using LEARN computers, cellular telephones, or other data devices.

All posts on LEARN-sponsored social media must comply with LEARN policies regarding confidentiality, including the confidentiality of student information If an employee is unsure about the confidential nature of information they are considering posting, the employee shall consult with their supervisor, prior to making the posting

Employees must follow copyright and fair use laws in the creation of online

Employees may not link a LEARN-sponsored social media site or webpage to any personal social media sites or sites not sponsored or preapproved by LEARN

Employees may not use LEARN-sponsored social networking or other electronic communications in a manner that misrepresents personal views as those of LEARN, or any individual LEARN school, program, department, or in a manner that could be construed as such

Communication Guidelines

Guidelines for Communication Using E-mail at LEARN

Remember that e-mail is not a substitute for personal contact

Begin electronic messages with greetings

Communicate messages clearly and concisely

Check your messages for appropriate grammar and punctuation

Verify any attachments you may be sending

Check your e-mail regularly and respond to messages as soon as possible

Be sure to follow through – your message may not have been received

Even though the medium is electronic, remember the recipient of the message is human and has feelings

Remember that your message may easily be forwarded to another person

Before sending any messages, check to confirm that your intended recipients are accurately listed Federal and State guidelines stipulate that all email be saved and archived for retention purposes

Guidelines for Communication Using Voice Mail at LEARN

Remember that voice mail is not a substitute for personal contact

Create a voice mail greeting that communicates important messages with clarity

Change your voice mail greeting to reflect changes in your schedule

Give the caller a means to reach another person who may be of assistance

Check your voice mail regularly and respond to messages as quickly and efficiently as possible

If you are unable to respond to a voice mail message, ask a colleague to respond for you

Even though the medium is electronic, remember the recipient of the message is human and has feelings

When leaving a message for someone, speak clearly and communicate concisely

If you are leaving a message with a telephone number, speak slowly so the recipient can write the number correctly

Be sure to follow through – your message may not have been received

Remember that your message may easily be forwarded to another person

General Information

LEARN Central Office

LEARN Central Office is located at 44 Hatchetts Hill Road, Old Lyme, CT

The office building is open from 8:00 a m to 4:30 p m with the exception of major holidays Voice mail is available twenty-four hours a day by calling 860 434 4800 However, voice mail is only checked during our operational hours of 8:00 a m to 4:30 p m

Office/School Closings

SchoolMessenger serves as the notification system for informing employees about office or school closures Employees must keep their contact information [particularly telephone numbers] up to date with their supervisor

School-based staff, such as teachers, instructional assistants, and related services employees, typically follow the school closing decisions made by the superintendent of the district where their classrooms are located or the principal(s) of the magnet schools in which they work LEARN Central Office staff follow office closing decisions made by LEARN’s Executive Director