LEARN Employee Handbook 2026-2027

Employee Handbook

WhereYouBelong

ProfessionalExpectationsandConduct

AttendanceandLeave

Welcomeand Introduction

Welcometothe2026-2027LEARN

EmployeeHandbook

Message from the Executive Director

LEARN:WhereYouBelong

AtLEARN,belongingismorethanafeeling Belongingisthefoundationofwho weare

Itisreflectedinthewaywewelcome,support,andworkalongsideoneanother inserviceofstudents,families,educators,andcommunitiesacrossourregion Each role at LEARN contributes to meaningful work that helps create opportunities, strengthen public education, and shape a better future for LEARNers

As a LEARNing organization, we believe growth, curiosity, collaboration, and continuousimprovementstrengthennotonlyourstudents,butourteamsand ouragencyaswellWearecommittedtobuildingaworkplacewhereemployees feelvalued,empowered,andconnectedtoasharedpurpose

ThishandbookisdesignedtosupportyouthroughoutyourjourneyatLEARN Inside,youwillfindinformationabout ourpolicies,procedures,benefits,andexpectationsthatsupportaprofessionalandrespectfulworkplacegrounded inintegrity,collaboration,andservice AsLEARNcontinuestogrowandevolve,thishandbookwillevolveaswell WeencourageyoutorefertoitoftenandtoreachouttoyoursupervisororourHumanResourcesteamwhenever questionsarise

WhetheryouarejoiningLEARNforthefirsttimeorcontinuingajourneythathasspannedmanyyears,thankyoufor beingpartofthiscommunityYourworkmatters,yourperspectivematters,andyourpresencematters

WeareproudtohaveyouatLEARN#LEARNWhereYouBelong

Withappreciation,

Katherine Ericson LEARN Executive Director

About This Handbook

ReferencePolicy411811/4218/11

This handbook serves as a guide to LEARN’s personnel policies and procedures and is intended to be a practical resource for understanding and administering those practices on a day-to-day basis

These written policies promote consistency, support clear understanding, and reduce the need for individual interpretation All supervisors are responsible for administering policies fairly, consistently, and impartially

This handbook references many, but not all, LEARN policies Employees are expected to be familiar with the policies applicable to their roles and responsibilities. The complete library of LEARN policies is available on the LEARN website through the Employee Hub (www learn k12 ct us/employee-hub)

Important Notice

LEARN reserves the right to interpret, revise, add, or remove any provisions in this handbook Policy updates will be posted on the LEARN website through the Employee Hub This handbook serves as a centralized resource for all LEARN employees

This handbook does not constitute an employment contract, express or implied Employment with LEARN is at will and may be ended by either the employee or LEARN at any time, for any lawful reason, with or without cause or notice No LEARN employee is authorized to make representations to the contrary

This handbook does not supersede the LEARN Education Association Contract or the LEARN Administrators Organization Collective Bargaining Agreement

Employees are responsible for understanding and complying with the policies outlined in this handbook

LEARN is an Equal Employment Opportunity/ Affirmative Action (EEO/AA) employer that prohibits discrimination, harassment, and retaliation based on a person’s race, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law.

AgencyOverview

AtLEARN,westrivetoensurethateachchildhasaccess tohigh-qualitypubliceducationandopportunitiesthrough 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

The LEARN Mission Framework, approved by the LEARN Board of Directors, is grounded in the key principles of innovating collaborating and serving the educational community Our vision is that each child has access to high-quality public education through systems of education, support, and service Achieving this vision requires shared responsibility based on a set of beliefs about the importance of continuous learning, growth, and development in every aspect of our collective work TheLEARNMissionFrameworkcapturesthemanyfacetsofourprogramsandservices

MISSION

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.

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

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

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.

Organizational Structure

Administrative Operations

860.434.4800ext.1163,info@learn.k12.ct.us

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 We are just a reach away

Business Office

Chief Financial Officer

MichaelBelden,8604344800ext 1130

Assistant Director

JoanneLund,8604344800ext 1102

The LEARN Business Office oversees agency-wide financial services on behalf of all departments and employees In addition to ensuring the fiscal health of LEARN, the Business Office works with any school district in need and co-designs innovative approaches to its business operations This alliance proves to be a game-changer, allowing school districts to streamline standard operating procedures and ensure accuracy in accounting The success of these ventures allows us to attract top-tier talent to our team and provides an invaluable opportunity to familiarize ourselves with an additional accounting tool widely used in the LEARN region The Business Office provides support for Accounts Payable, Accounts Receivable, Budgeting, Documentation of Policies & Procedures, Financial Reporting, Grant Accounting, MUNIS Expertise, and Payroll

Please direct your questions to:

Accounts Payable (AP)or Accounts Receivable (AR), ext 1159

Payroll, ext 1142

Purchasing, ext 1146 or 1158

Human Resource Office Director of Human Resources

ElizabethMcCaffery,860.434.4800ext.1115

Welcome to LEARN! You are now a member of a dedicated team committed to supporting our students, one another, and the broader community Here, you contribute to a shared mission of ensuring high quality educational opportunities for all children Human Resources maintains high standards while providing responsive, inclusive service We value diversity, respect individuality, and recognize that each employee plays an important role in our collective success We look forward to working together to foster a culture where everyone belongs and feels supported

To contact HR, email LEARNHRDept@learn.k12.ct.us and a team member will assist you

To speak with a member of the team, please direct your questions to:

Fingerprinting, Training Services, and Employee Verification, ext 1131

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

Recruitment and General HR questions, ext 1164

Safety and Wellness, ext 1137

Teacher Certification Status and Employee Referral Program, ext 1156

Information Technology Support and Services Office

DirectorofInformationTechnology

LanceHagen,860.434.4800ext.1117

AssistantDirector MichelleCozzi,860.434.4800ext.1143

AtLEARN,ourInformationTechnology(IT)teamishereto ensureseamlessoperationsacrossallourlocations,from administrative offices to specialized schools to magnet schools If you need assistance related to technology, submitaHelpDeskticketthroughtheLEARNwebsitevia the Employee Hub A smooth technology experience is theITteam’spriority Letusknowifyouneedassistance Wearehappytohelp!

IfyouhaveanITemergency,pleasecall:

EmergencyIThotlineat8604344800ext6105

Office of Teaching and Learning

Director of Teaching and Learning

Dr LindaT Darcy,8604344800ext 1103

Through LEARN’s Office of Teaching and Learning, educators discover dynamic learning experiences designed to elevate their educational journey OTL’ comprehensive range of services embraces innovations, collaboration, and personalized instructionhelpingyousucceedinyourrole Equityin Education, Instruction & Assessment, Educational Technology, Multilingual Learner Support, and TeacherSupervision&Evaluationarejustafewofthe areas in which our expert educators work with LEARN’smagnetschoolandspecializedschoolstaff

For questions about workshops and to explore opportunities to partner with this dynamic team of professionals,contactext1103orext1149

Office of Student Support Services

Deputy Executive Director

BridgetteGordon-Hickey,8604000840ext 2000

LEARN’sOfficeofStudentSupportServicesisheretoempowerandguidestudentsontheireducationaljourney, offeringaricharrayofacademicandpersonaldevelopmentresourcestailoredtoindividualneeds Ourteam consists of experts from a variety of fields, including psychiatry, psychology, nursing, special education, early childhoodeducation,speechandlanguagepathology,andoccupationalandphysicaltherapy

StudentSupportServices(SSS):

Providesaholisticsupportsystemtonurtureeachstudent’spathtosuccess

Bringsdiverseexpertise,ensuringwecanaddressawiderangeofstudentneedswithprecisionandcare

Customizesservicetomeettheuniqueeducationalrequirementsofeachstudent,promotinginclusivityand excellence

LEARNiswhereyoubelongifyouwanttohelpstudentstowardtheirbrightestfuturesWearehappyyouarehere

Early Childhood Education Department

Director of Special Services: SarahMoon,8604000840ext 1125

Assistant Director of Early Childhood Education:AdrennaPaolillo,8604000840ext 1127

TheEarlyChildhoodEducationDepartmentprovidesexceptionalexperiencesandfosterslearningopportunitiesfor young children, their families, and early childhood professionals Through professional development and relationship-buildinginitiatives,thedepartmentaimstoenrichthelivesofyoungchildrenandsupporttheirholistic development Our customized services focus on nurturing social, emotional, physical, and cognitive growth, ensuringthateachchildandfamilyreceivesthesupporttheyneedtothrive

LEARN Transition Academy (LTA)

Director of Special Services: SarahMoon,8604000840ext 1125

Assistant Director:CarlaStrecker,8604000840ext 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

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, offering an inclusive and supportive environment where each student thrives

LEARN’s Family of Schools

Associate Executive Director Dr RyanDonlon,8604344800ext 1132

Small School Communities, Big Opportunities

In LEARN’s Family of Schools, students experience small communities with big opportunities, embarking on a transformative journey to discover what truly makes them come alive Through dynamic project-based learning, students explore themes that spark self-discovery and deepen their understanding of and connections with family, community, and the world around them With dual-language learning options in both English and Spanish, students may engage in bilingual and biliterate learning, fostering empathy, respect, and an appreciation for diverse cultures and perspectives Within our close-knit communities, students are empowered to pursue their passions through opportunities that extend beyond the classroom Whether through dual enrollment programs, immersive hands-on learning, or specialized tracks, they follow interest-driven pathways that prepare them to confidently shape their own futures Along the way, they ignite a lifelong love of learning, becoming creative, compassionate leaders equipped to make a difference in a more sustainable and equitable world

LEARN operates four magnet schools in southeastern Connecticut Students enter our magnet schools through a magnet lottery process that can be found on the LEARN website under Student Life > Choose LEARN Schools.

Magnet programs have three major goals:

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

The Friendship School (TFS)

Principal: JessicaSilvestri,8604474049

Assistant Principal: JenniferDowker

Nurture Curiosity, Inspire a Life-Long Love of Learning

For the 2026-2027 school year, TFS will continue to grow, serving students in Grade PK to Grade 1

Students discover the joy of learning by exploring themes that help them learn about themselves, their families, their communities, and the world around them – all through interactive museum-inspired experiences With a dual language option to learn in both English and Spanish, The Friendship School’s museum approach encourages students to notice deeply, explore boldly, and create joyfully

Regional Multicultural Magnet School (RMMS)

Principal: MarianaReyes,8604377775

Assistant Principal:ElizabethBeaumont

Foster Understanding, Champion Action

For the 2026-2027 school year, RMMS will continue its expansion into middle school, serving students in Grade 2 to Grade 7 Students learn about their own culture while growing appreciation, respect, and empathy for the diverse cultures and perspectives in their community At LEARN’s Regional Multicultural Magnet School, students can continue their journey toward becoming bilingual and biliterate With handson, project-based learning, students are empowered to use their voices to make a difference and become the leaders of tomorrow

Marine Science Magnet High School (MSMHS)

Principal: TaraAmatrudo,8604469380

Assistant Principal:ColleenHardison

Empower Leadership, Build Ownership for the Future

Students in Grade 9 to Grade 12 pursue interest-driven paths that explore three key areas:

Our Society: Through fieldwork, advocacy, and education

The Environment: Through fieldwork, aquaculture, and research

The World’s Economy: Focusing on business, industry, and technology

Using a project-based approach, students learn to ask important questions, dive into hands-on learning experiences, and develop creative solutions, equipping them to become stewards of a more sustainable and equitable future

Three Rivers Middle College Magnet High School (TRMC)

Principal: BradColumbus,8602159055

Empower Independence, Create Your Own Path Forward

Driven by curiosity, students in Grades 11 and 12 explore a wide range of academic and career opportunities, gaining the independence, knowledge, and skills to confidently shape their own path Students don’t just imagine their future – they step into it by taking college courses on a real community college campus, thanks to our partnership with CT State Community College

www.chooseLEARNschools.org

Employment dH

Hiring

LEARN values every employee and celebrates diversity as a key to our success We encourage candidates from all backgrounds to apply

Commitment to Equal Opportunity

LEARN is an Equal Employment Opportunity/AffirmativeAction(EEO/AA)employer(Policy411811/421811)

Recruitment and Hiring Practices

LEARN uses a total quality approach in its recruitment and hiring procedures. Opportunities are widely published in an attempt to attract qualified and diverse candidates.

Job Postings

LEARN may post jobs internally, externally, or both From the LEARN Website, click on the Employment Tile that appears on the home page Use www learn k12 ct us/join-our-team to view current job postings

Employee Referral Incentive

(VisittheEmployeeHubontheLEARNwebsitefor instructionsonhowtosubmitareferral.)

All LEARN employees, except those at the Executivelevel,HumanResourcespersonnel,and Administrators/Directorswithhiringauthorityover thereferredcandidates,areeligibleforthereferral bonus

The hiring of a referred employee must occur within180days(sixmonths)oftheinitialreferral date

Allinformationregardingthehiringdecisionwill remainstrictlyconfidential

The referring employee and the referred employee must be employed by LEARN during thehiredcandidate’sfirst30daysofemployment in order for the referring employee to receive paymentofthefirstpayoutofthereferralfeeof $100

The referring employee and the referred employee must be employed by LEARN during the hired candidate’s first 6 months of l ti d f th f i l t

Application Process

Apply to positions via this link: www.learn.k12.ct.us/join-our-team

InternalApplicants:Staffmusthavebeenintheir current non-certified role for at least six months Thisconditionisnotapplicabletostaffwhoservein a certified role We encourage you to apply for positionsofinterestthatalignwithyourskillsand aspirations

Create or access your existing profile in the ApplitrackFrontlinesystem

Attach an updated resume, new credential (if applicable),andcoverletter

Besureto“Submit”yourapplication

Externalapplicantsareexpectedtocompletethe applicationinitsentirety

Anyapplicantmayapplyformorethanoneposition andmustcheckallpositionsforwhichtheywishto beconsidered

Staff are encouraged to pursue career advancement opportunities that align with their and abilities Staff growth and portant to us! Please contact HR career opportunities at learnk12ctus;weareheretohelp

ts who apply, are selected for, and position can, in most cases, expect occur within 30 days of the e. Note: This timeline may be ments based on the specific needs

Employee Classifications

EmployeesareinformedoftheirclassificationathireandwheneverapositionchangeoccursEligibilityforovertime payisdeterminedbywhetherthepositionisclassifiedasexemptornonexempt

Definitions:

Employee:AnindividualwhoispaidasalaryorawagedirectlybyLEARN FairLaborStandardsAct(FLSA): Afederallawgoverningminimumwage,overtimepay,childlabor,andrecord keepingrequirements(wwwdolgov/agencies/whd/flsa)

IndependentContractororConsultant:NotaLEARNemployeeandmeetsInternalRevenueService(IRS)rules Non-Exempt: Full-timeorpart-timeemployeeswhoaresubjecttothepaymentofdailyandweeklyovertimeas requiredbyfederalandstatelawbasedonjobresponsibilitiesandduties

Exempt: Employeeswhoareexemptfromovertimeprovisionsoffederalandstatelawsduetojobdutiesand responsibilitiesthatmeettheexemptioncriteriaestablishedundertheUS DepartmentofLabor’sFairLabor StandardsAct(FLSA).

Accommodations (Disability and/or Religious)

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

Background Checks

Applicants and employees must notify their Supervisor and the Director of Human Resources immediately if they are charged with a crime after theirinitialbackgroundcheckiscompleted

LEARNreviewsalldisclosuresofcriminalchargesor convictionsonacase-by-casebasis,consideringthe natureoftheoffense,itsrelevancetotheposition,and otherrelevantcircumstances

Falsificationoromissionofinformationatanystageof theapplication,backgroundcheck,orhiringprocess including failure to disclose criminal convictions or pendingcharges mayresultindisqualificationfrom employmentor,ifalreadyemployed,termination

StudentteachersplacedinLEARNmagnetschoolsas partofcertificationpreparationarealsorequiredto undergo the same criminal background checks as LEARNemployees

Employment Verification Form

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Verification Form I-9 and present documentation establishing identity and employment eligibility

Introductory Period

ReferencePolicy4212

Newly hired noncertified employees are subject to an introductory period of up to six months, during which performance evaluations are conducted The Executive Director reserves the authority to separate an employee from employment at any time during this period if evaluations indicate that the employee is unable or unwilling to perform the essential duties of thepositionsatisfactorily (Policy4212)

Professional Expectations andConduct

Professional Conduct and Expectations

All LEARN employees are expected to conduct themselves appropriately, at all times This should be demonstrated in their daily work habits, attendance, attitude and interaction with staff, parents, students, community members, and external customers It is also an expectation that all employees will dress in an appropriate manner based on the requirements of their position

Inclusion Code of Conduct

HowWeTreatOneAnother

LEARN is dedicated to creating an inclusive work environmentforeveryone Weembraceandcelebratethe uniqueexperiences,perspectives,andculturalbackgrounds thateachemployeebringstoourworkplace LEARNstrives to foster an environment where our employees feel respected,valued,andempowered,andourteammembers areattheforefrontinhelpinguspromoteandsustainan inclusiveworkplace

LEARN is committed to taking the following actions in supportofaninclusiveworkplace:

Provideongoingeducationandtrainingtoallemployees ondiversity,equity,andinclusiontopics

Provide all employees with a safe avenue to voice concernsregardingdiversity,equity,andinclusioninour workplace

Conductperiodicemployeesurveysandfocusgroupsto identifytheareaswhereouragencysupportsinclusive practices,aswellaswherethereisroomforgrowth

Employee Professional Expectations

HowWeShowProfessionalismatWork

All employees are expected to:

Behave professionally in their work, attendance, attitude, and interactions

Understand LEARN’s programs and know where to direct questions

Take care of their work environment and LEARN resources

Communicate clearly and respectfully in person, in writing, and online

Dress appropriately for their role and work setting

Recognize and serve internal and external customers

Act as a positive representative of LEARN

Maintain a positive, solutions-focused attitude

Code of Conduct

Allemployeesareexpectedto:

Treateveryonewithdignityandrespect

Createawelcomingworkplacewherepeopleofall backgroundsfeelvalued

Speakuporreportbehaviorthatisdiscriminatory, harassing,offensive,orunwelcome

Workrespectfullywithpeoplewhohavedifferent experiencesorviewpoints

Uselanguagethatisrespectfulandinclusiveacross cultures

Listenopenlytofeedbackandreflectonhowtheir actionsaffectothers

LEARN will not tolerate discrimination, harassment or anybehaviororlanguagethatisabusive,offensive,or unwelcome

Violations

Employees are expected to report incidents that violate LEARN’s code of conduct and professional expectations to their supervisor, HR Director, or the Executive Director Any violations reported will be investigated and if an employee is found to have violated these expectations/standards, this may result in disciplinary action Possible consequences may include additional training, verbal or written warning, or separation from employment

Private Consultancy/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 services of any kind on behalf of LEARN member districts or districts with whom LEARN is contracted without the express written approval of the 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:

1 LEARN does not endorse such activity or assume any responsibility

2 All such activities must not take place on LEARN property

3 The activities cannot interfere with an employee’s schedule or job performance

Personnel Records

Personnel records are securely maintained by the HumanResourcesOffice Employeesmayreviewtheir personnel file upon written request to the Human ResourcesBenefitsCoordinatororDirectorofHuman Resources.Copiesmaybeprovidedattheemployee’s expense, excluding legally protected materials, within ten(10)workingdays

EmployeeswillbenotifiedinwritingbytheExecutive Director or designee if their personnel records are requestedundertheFreedomofInformationAct(FOIA)

Job Descriptions

Each position at LEARN has a job description that provides a general outline of responsibilities, essential functions, and qualifications. If you wish to obtain a copy of the job description for your position, please contact Human Resources at LEARNHRDept@learn k12 ct us

Employee Photographs and IDs

Employees will be issued a photo ID badge at the time of hire Wearing badges helps students, parents, and staff identify employees and is part of the Safety and Emergency Plans for each work site Please check with your supervisor regarding the requirement to wear a badge for your position/location

Benchmarking Positions

To determine salary and benefit placement for new and existing positions, LEARN compares the duties and responsibilities of the position with other existing agency positions Please LEARNHRDept@learn k12 ct us for more info

Mandatory Trainings

LEARN employees complete a variety o courses to enhance their skills, productivity, in their work environments Regular upd refreshers are provided to ensure employe adept and compliant with evolving standard speak with your supervisor or contac Resources for a list of mandatory training r your position

Team Meetings and Committees

Committees perform at the school/program, department, and organization levels and staff are encouraged to participate. The team approach to problem solving is frequently used at LEARN and is essential to building better systems throughout the organization

Advancement Opportunities

All LEARN employees are encouraged to continually improve their skills and knowledge. Professional development opportunities are offered on a variety of topics LEARN employees are encouraged to engage in professional learning to support their career advancement and to apply for positions in which they are interested and for which they qualify

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

Attendance andLeave

TheobjectiveofLEARN’sattendanceexpectationistohelpstaff understandtheimportanceofworkattendance,basedonan employee’sassignedscheduleandhowunscheduledabsencesmay negativelyimpacttheagency,school,program,and/orindividual.

Attendance Expectations

Punctual and regular attendance is an essential responsibility of each employee at LEARN Employees are expected to report to work on time, as scheduled Additionally, it is expected that each employee will maintain a satisfactory attendance record so that LEARN continues to provide high-quality programs that our students, Boards of Education, and community have come to expect Any employee who has exhausted all of their available paid time off benefits and who continues to be absent may be subject to disciplinary action, up to and including separation from employment A satisfactory attendance is a necessary part of responsible and professional customer service

Employee Work Schedules

Absences Works schedules are determine based on the needs of our students and customers as well as operational requirements Employeeswillreceivetheirschedulesfromtheirsupervisor Employeesareexpectedtoadhereto theirestablishedworkschedule

“Absence”isdefinedasthefailureofanemployeetoreportforworkwhentheyarescheduledtowork Employees musttakeearnedpaidtimeoffforeveryabsenceunlessotherwiseallowedbypolicy,eg,leaveofabsence,FMLA) Allemployeesarerequiredtosubmittime-offrequestspriortotheirabsencefromwork Thismeansprovidingas muchadvancenoticeofanyabsenceortardinessforallworkmissedbyanemployee,evenifasubstituteisnot required Thisrequestmustbeenteredaccordingtotheguidanceprovidedbyyoursupervisor Iftheabsenceisunexpected,notificationmustbesubmittednolaterthanthestartoftheworkday Failureto submittimeoffrequestsinatimelymannermayresultinadelayofpayfortheday(s)/hoursofabsencenot submittedbasedontheguidanceprovidedbyyoursupervisor Alltimeoffrequestsrequirethedocumentedapprovalofyoursupervisorforittobepaid

No Provision for Unpaid Time

LEARN does not generally permit unpaid time

Employeesareexpectedtouseearnedpaidtimeofffor allabsencesunlessotherwiseallowedbypolicy(eg, approvedleaveofabsenceorFMLA)

Job Abandonment NoCall,NoShow

In rare, documented circumstances, Human Resourcesmayapproveaonetimeexceptiontoallow unpaidtime.Anysuchapprovalmustbereviewedin advance and confirmed in writing by Human Resources

Aone‑timeexceptionisjustthat-itdoesnotcreate an ongoing arrangement, does not set a precedent, anddoesnotguaranteeapprovalofunpaidtimeinthe future Subsequent absences without available paid time off may result in disciplinary action, up to and includingseparationfromemployment

Requests for Exception

Any request for an exception must be reviewed in advancebyHumanResourcesandapprovedinwriting Approval of unpaid time, if granted, is a onetime exception only and does not establish a precedent Note:Approvalisnotguaranteed

Absencesthatoccurwithoutavailablepaidtime off and without written Human Resources approval may result in disciplinary actio andincludingseparationfromemploymen

Tardiness and Early Departu

Employeesareexpectedtoreporttoworka fromscheduledbreaksontime Ifemployee report to work as scheduled, they must no supervisornolaterthantheirregularstartingt notification does not excuse the tardiness, simplynotifiesthesupervisorthataschedul maybenecessary Supervisorswillworkwit Resourcesifaschedulechangeisnecessary be supported based on agency, school, or needs

Employees are required to notify their supervisor prior to the start of the workday if they will be absent or report late Failure to report to work or provide notice for three consecutive workdays may be treated as a voluntary termination by the employee (Policy 4149/4249)

Disciplinary Action

Disciplinaryactionmayresultwhenanemployeehas unapprovedunpaidabsencesorunexcusedabsences Unapprovedunpaidabsencesincludetimeawayfrom workthatoccurswithoutavailablepaidtimeoffand withoutpriorwrittenapprovalfromHumanResources, orabsencesnotcoveredbyanapprovedleave(eg, FMLA)

Disciplinaryactionmayinclude,butisnotlimitedto, verbal or written warnings and may progress to separationfromemployment.

Note: Approval of a onetime unpaid exception by Human Resources does not constitute unapproved unpaidtimeandisnotsubjecttodisciplinaryaction

Attendance Leave Provision - Family and Medical Leave Act (FMLA) and CT Family Medical Leave (CT FML)

FMLA

FMLAentitleseligibleemployeesofcoveredemployers totakeunpaid,job-protectedleaveforqualifyingfamily andmedicalreasonsandrequirescontinuationoftheir group health benefits under the same terms and conditionsasiftheemployeehadnottakenleave

Eligibility

Foreligibleemployees,upto12workweeksofleaveina 12-month period for any of the following qualifying reasons:

Thebirthofachildandtocareforthenewborn childwithinoneyearofbirth,

The placement with the employee of a child for adoptionorfostercareandtocareforthenewly placedchildwithinoneyearofplacement, Tocarefortheemployee'sspouse,child,orparent whohasaserioushealthcondition, Aserioushealthconditionthatmakestheemployee unabletoperformthefunctionsofhisorherjob, and

Anyqualifyingexigencyarisingoutofthefactthat theemployee'sspouse,son,daughter,orparentisa coveredmilitarymemberoncoveredactivedutyor calltocoveredactivedutystatus

Aneligibleemployeewhoisthespouse,son,daughter, parent,ornextofkinofacoveredservicememberwith aseriousinjuryorillnessmaytakeupto26workweeks ofleaveduringasingle12-monthperiodtocareforthe servicemember

EligibleemployeesmayuseFMLAleaveintermittently oronareducedschedulewhenmedicallynecessary and for qualifying exigencies An employeealso may useFMLAleaveintermittentlyoronareducedleave scheduleforbondingwithanewbornornewlyplaced childwhentheemployerandemployeeagree

A “Certification of Physician or Practitioner” form is requiredaspartoftheapplicationprocess

CTFML

TheCTFamilyandMedicalLeaveActprovideseligible employeeswithjob-protectedleave

Eligibility

AneligibleemployeemaytakeCTFMLAleaveforUp to 12 weeks unpaid leave during a 12-month period for qualifying family or medical leave reasons, Upto2additionalweeksduringa12-monthperiod for a serious health condition resulting in incapacitationthatoccursduringapregnancy, Upto26weeksofleaveinasingle12-monthperiod tocareforacoveredservicememberwithaserious injuryorillness, andforanyofthefollowingreasons:

Birthofachildandcareforthechildwithinthefirst yearafterbirth; Theplacementofachildforadoptionorfostercare andcareforthechild;

Care for a family member with a serious health condition;

Because of an employee’s own serious health condition; Toserveasanorganorbonemarrowdonor; To address qualifying exigencies arising from a spouse, son, daughter or parent’s active-duty serviceinthearmedforces;and Tocareforaspouse,son,daughter,parentornext of kin with a serious injury or illness incurred on activedutyinthearmedforces

A “Medical Certification for Employee’s Serious Health Condition or a Family Member’s Serious HealthCondition”formisrequiredaspartofthe applicationprocess.

Please contact LEARNHRDept@learnk12ctus for formsandinformation

Visit wwwdolgov/general/topic/benefits-leave/fmla foradditionalinformation

Paid Time Off Guidance

LEARNemployeesmayqualifyforpaidtimeoff Thetypesofpaidtimeoffforwhichstaffmaybeeligibleare bereavement,sick(LEARNsickorCTPaidSickLeave),emergency/necessary/religious,andvacationtime Belowis achartthatshowsthepaidtimeoffavailabletoemployeesbypositioncategory

Pleasenote:LEARNrecognizesandapprovesJuryDutyLeaveforallemployees Employeesmayberequiredto submitdocumentationverifyingjuryservice

Full Time 12 Month

Full Time 12 Month (School-Based)

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

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

Full-Time 11 Month (Professional)

Full Time 10 Month

Full Time 10 Month (School-Based)

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

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

Benefits will be prorated for those working less than a full year.

Employees will receive their paid time off allocations upon hire and in each subsequent year of employment when they receive their letter of appointment and/or contract Time off balances may be viewed on the Employee Self-Serve (ESS) system Members of bargaining units should consult their union contact for time off policies If you have questions about paid time off benefits, contact LEARNHRDept@learn k12 ct us

Paid Time Off Categories

Emergency/Necessary/Religious Time (ENR) and ENR Carry Over

Emergency/Necessary/Religious (E/N/R) paid time off may be used only for serious matters that cannot be addressed outside the normal workday or work year, such as religious observances or the birth, placement, or care of a child as defined by the Family and Medical Leave Act Employees should contact the Human Resources Office regarding leave related to the birth or placement of a child. E/N/R days are generally not approved immediately before or after a holiday or vacation without prior written approval from the Executive Director or designee

Unused E/N/R days do not carry over

Bereavement Time and Carry Over

Bereavement paid time off is intended for bereavement purposes

Unused bereavement days do not carry over

LEARN Sick Time / CT Paid Sick Leave (CT PSL) and Carry Over

Historically, sick time has been a paid time off benefit available to most LEARN staff Recent changes in Connecticut law resulted in the following:

Effective January 1, 2025, the CT PSL law took effect and stated that employees may use up to 40 hours of CT PSL Use of CT PSL will be drawn from your existing sick leave accruals and may be taken in 1-hour increments You must notify your office manager when using CT PSL as the hours used must be tracked by law.

Covered employees must work 120 calendar days before they are eligible to use CT PSL (one-time requirement)

Please direct any questions you have about CT PSL to LEARNHRDept@learn k12 ct us Sick leave may be carried over based on your job category Please refer to your benefits sheet that was included with your appointment letter or contact LEARNHRDept@learn k12 ct us to learn more

Paid Time Off Categories,continued...

Permissible Use of

Personal Health Reasons

Family Care Obligations

Other conditions that have a bearing on physical and mental welfare

Care of a family member is necess-itates by the closure or delayed start of a care facility or school due to severe weather conditions

Permissible Use

Your own illness or health condition; medical diagnosis, care or treatment of their mental or physical illness, injury or health condition; preventative medical care; or mental health wellness day

A family member’s illness, injury or health condition; medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; or preventative medical care.

When either the employee’s place of business or a family member’s school or place of care closes by order of a public official due to a public health emergency

When a health authority, the employer or the employer of a family member or health care provider determines that the employee or the employee’s family member poses a risk to the health of others because of exposure to a communicable disease

If the employee or the employee’s family member is a victim of family violence or sexual assault for medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to such family violence or sexual assault; or to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.

Note: For CT Paid Sick Leave, family member means a spouse, sibling, child, grandparent, grandchild, or parent of an employee, or an individual who is related to the employee by blood or by an affinity whose close association the employee can show to be equivalent to those family relationships

LEARN Sick Time

of CT Paid Sick Leave (CT PSL)

Vacation Time and Vacation Carry Over

Eligible LEARN staff receive vacation time based on their job category and years of service The number of vacation days an employee receives is listed on the annual letter of appointment sent by Human Resources Staff are eligible to carry over unused vacation time based on years of service (see table below) Staff do not need to submit a request to carry over vacation time. The system will automatically roll over the number of vacation days remaining, provided they do not exceed the number of days you are permitted to carry over If you have days that exceed what you are permitted to carry over, you will lose them Staff are encouraged to proactively plan their vacation time to avoid this Please contact LEARNHRDept@learn k12 ct us for more information

Up to 20 vacation days per year

vacation days 21 or more vacation days per year

Note: Vacation days carried over from a prior year are not cumulative Vacation time that is carried over must be used in the following year

Jury Duty Reference Policy 4144/4244

All LEARN employees are eligible for Jury Duty leave

The LEARN Board of Directors 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) Staff should not accept any monetary compensation other than for travel expenses If monetary compensation is received, it must be submitted to LEARN. Employees shall submit a professional leave request using LEARN’s Time and Attendance system prior to serving on a jury

Time Off Requests

All staff are required to submit time off requests in a timely manner Please contact your supervisor or office manager for guidance on this process

Compensation andPayroll

Pay Date Schedule

All LEARN employees are paid on Fridays on a bi-weekly 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 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 ti and is also available through the Emp

Time Clock Reports and timesheets must be submitted to Payroll no later than 10:00 a.m. on Monday of pay week.

The email address of payrolldonotreply@learnk12ctus 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 Staff can also access their payroll and W2 information, 24/7 via Employee Self Service

Salary Payments

For employees that are paid on an annual salary basis, bi-weekly pay is 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, 22 equal installments September to the first pay in June and then a balloon payment or 26 equal installments September-August Should a salaried employee leave 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

HourlyEmployees

Forthoseemployeeswhoarepaidonanhourlybasis, thebiweeklypayisforthetwoworkweekspriortothe actualpaydateandbasedonhourssubmittedthrough TimeClockorpapertimesheets

Timesheets-Mosthourlyemployeesarerequiredto use an electronic process for submitting their work hours There will be an electronic time clock in the following locations: The Creating Connections Early LearningCenter,TheFriendshipSchool,TheRegional Multicultural Magnet School, and Ocean Avenue LEARNing Academy There is a kiosk iPad at the HatchettsHilllocation Hourlyemployeesmustclock inandoutfromtheappropriatedeviceattheirlocation At the Three Rivers Middle College Magnet School, The Marine Science Magnet High School and our SpecialEducationClassroomsites,hourlyemployees willuseacomputertoclockinandouteachdayPaper timesheetswillcontinuetobeusedbyotherhourly employeeswhomaynothaveaccesstoacomputeror timeclock Papertimesheetsaredueinthepayroll officeby10:00amonMondayofpayweek

Pleasenote-Youmayhaveanearlierdeadlinefor submitting your timesheet to your supervisor All supervisors will be responsible for verifying and submittingelectronictimesheets Additionalhours thatexceedastaffmember’snormalworkweekmust bepre-approved Allpaidtimeoff–sick,vacation,etc -isrequiredtoberequestedthroughtheLEARNTime OffAppItisimportanttonotethatthereisnoapproval for“timeoff”withoutpayatLEARNunlessapproved for emergency circumstances by the department directorincollaborationwiththeLEARNHRleaderor ExecutiveDirector

DistributionofPaychecks

Employees are required to use the direct deposit system Usingthissystem,yournetcheckisdeposited directlytoyourbank Youmaydesignateuptothree different banks/accounts All confirming pay informationwillbesentviatheemailaddressofthe employee’s choice, however, for those who do not have access to email, confirmation will be sent via USPS (Note: Staff are encouraged to use their personalemailaddressforthispurpose)

A form to initiate direct deposit must be completed and submitted to the payroll department within the BusinessOfficeAllnewdirectdepositrequeststakeat leastonepayrollperiodforprocessing Ifthissystem causesahardshipforanemployee,theyshouldsenda letterexplainingthereasonormakeanappointmentto discuss the issue with the Payroll Coordinator Any employeewhocannotparticipateinthedirectdeposit system due to a hardship and who has received a waiverforthisrequirementMUSTpersonallypickup their paycheck* on each pay day *Staff who are unabletopickuptheirpaycheckareaskedtocontact thePayrollOfficeatext 1142orext 1159forfurther guidance

Payroll Information Changes

It may become necessary from time to time to change personal information on file in the payroll department (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 the payroll department

Common Deductions to Pay

The following is a brief explanation of common (mandatory and voluntary) deductions to pay checks

Federal Insurance Contributions Act -

FICA (Social Security and Medicare) - These are mandatory deductions based on gross taxable wages paid to the Federal Government for Social Security Retirement Benefits (6 2%) (Code: FICA) and for Medicare (1 45%) (Code: MEDICARE)

Employees working under certification from the CT State Department of Education and participating in Connecticut Teachers’ Retirement are only subject to the Medicare (1 45%) (Code: MEDICARE) deduction

Federal Income Tax (FIT) - This is a mandatory deduction for Federal Income Taxes An employee must complete a Form W-4 at the beginning of employment which indicates the amount of taxes to be withheld and again at any other time that the employee wishes to change the amount of this deduction For additional information on how to complete the form please see 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 CT W-4 at the beginning of employment which indicates the amount of taxes to be taken and any other time that the employee wishes to change the amount of this deduction For additional information on how to complete the form please see ctplans@emplower com (Code: STATE WH)

CT Teachers’ Retirement – Any certified employee working under his/her/their certificationfromtheCTStateDepartmentof Educationandworkingatleast50%(50FTE) isrequiredtoparticipateintheCTTeachers’ Retirement System (TRB) The exception wouldbearetiredteacherworkingundera waiverfromtheCTTRB (CODES: TRB 7% andTRB1.25%)

Example: Certified Employee A has an annualsalaryof$100,000 7%=$7,000/20 payments=$35000perpay(2payments permonthfor10months-September-June); 125% = $1,250/20 = $6250per pay

Additional information on CT Teachers’ Retirementcanbefoundatwwwctgov/trb

Note: If a retired teacher is receiving retirement benefits from TRB and they return to employment with LEARN, their paychecks will not be subject to the 62% FICAdeduction

Medical Insurance - An eligible employee can choose to participate in the LEARN Medical Insurance Plan Deductions are basedonthechoiceofcoverage(individual, employeeplusone,orfamilycoverage)and the category of the employee Employees choosingtoparticipateintheLEARNmedical insuranceplanarerequiredtopayacertain 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 Inmonthswheretherearethree payrolls, no deductions will be made for medical insurance in the third pay. (Codes: MEDICALorMEDICALPOSTTAX)

Health Savings Account (HSA) - An employee can choose to have money deducted each pay period and transmitted to the employee’s elected Health Savings Account 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 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 posttax and complete the Compensation Reduction Agreement 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 deducted one time per year in January Should an employee resign prior to January, a pro-rated premium will be deducted from the employee’s last check. If an employee joins learn after January, a prorated premium will be deducted from the employee’s first check (Code: LIFE INSURANCE)

Aflac Supplemental Benefits - An eligible employee can choose to participate in the LEARN supplemental benefits Employees who choose 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 outof-pocket expenses that may not be covered by your Medical Insurance Plan Some benefits include accident coverage, hospital protection, and short-term disability (Code: AFLAC)

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 on the employee section of the LEARN Webpage at: www3 prudential com/email/retirement/IMFP Web/hosted-websites/ts/ctdcp/ or by contacted Natasha Belton at Natasha Belton@prudential com (Code: 457 STATE OF CONNECTICUT)

CT Paid Leave - Non certified employees have a required payroll deduction of 0 5% each pay period and cannot opt out of this deduction The deduction is calculated by multiplying the employee’s gross biweekly pay by 0 005 For example, if your gross pay is $1,000, the deduction will be $5 00 for that pay period

Retirement Savings Plans 403(b) and 457

A 403(b) plan is a voluntary retirement plan that is offered to its employees by public schools and other tax-exempt organizations 403(b) plans allow employees to set money aside in a special account and invest it for their retirement Should you choose to open a 403(b) retirement plan, contributions are made under a Salary Reduction Agreement (SRA) with LEARN You can contribute pre-tax dollars directly from your paycheck, and your investments can grow tax deferred until you withdraw the money in retirement Employers are permitted to make contributions to this type of account

A 457 is a type of tax-advantaged retirement savings account offered to employees of tax-exempt organizations, such as colleges or other nonprofits When you open a 457(b), typically you set aside pre-tax dollars in the account, and that reduces your taxable income Employers are not permitted to make contributions to this type of account

Why enroll in LEARN’s 403(b) or 457(b) Retirement Savings Plan? A retirement savings plan allows you to start saving now for your retirement and your future

What do I need to do to enroll? First, review the approved providers located on the LEARN Employee Hub. Choose one or more of these approved providers to open your 403(b) account At this time, you can also enroll in any of the approved providers that offer the 457 option as well, although IRS rules exclude LEARN from providing any employer contributions into any 457 accounts Be sure to complete the paperwork with your approved provider. See Steps to Enroll in the Guidelines and Resources section (on page 54) of the handbook.

Who is eligible? All staff are eligible to open retirement savings accounts To receive the 4% LEARN contribution to your 403(b) retirement savings account, you must be a current non-certified active employee who works twenty-four (24) or more hours per week and also be a current active employee as of June 30, 2027. You may not receive cash in lieu of or as an alternative to the employer non-elective contribution You do not need to contribute to your retirement savings account to receive this benefit You must, however, open an account with one of LEARN’s preferred providers

Note: Members of the LEARN Education Association may also open a 403(b) or 457 retirement savings plan; however, they are not eligible for the LEARN contribution

Optional Opportunity to Make Bi-Weekly Payroll Deductions

There is also an opportunity for you to make voluntary biweekly payroll deductions to your 403(b) Please see the Retirement Savings Plan - Employee Quick Reference (on page 56 of this handbook) that lists LEARN’s Preferred Providers together with their contact information

In addition to the representatives that are approved providers for LEARN’s retirement plan, you may want to work with a financial planning professional for guidance about where to place your funds, i e , low-risk, high-risk, etc Contacting a financial planner is an optional step that many find helpful

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, ie, spouses and children age 26 and under You may enroll in LEARN Employee Benefits if you are a regularly scheduled employee working at least 24 hours a week LEARN Education Association and LEARN Administrators Organization member eligibility is defined by their respective collective bargaining agreement

Health and Wellness Initiatives

The health and wellness of employees and students is important at LEARN Wellness “tips” are shared with staff and departments 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 www anthem com

Employee Assistance Program

The Employee Assistance Program (EAP) is a confidential-based service available to all LEARN agency employees and eligible family members 24/7 The Program provides professional assessment, brief counseling and/or timely referrals to community resources for multiple issues and/or concerns. Call 800-865-1044 or visit anthemEAP com for more information Login: LEARN

In addition to the EAP progam, Anthem offers RULA This program is available to LEARN employees who participate in our Health Insurance benefit plan RULA is an in-network behavioral health provider group enabled by technology for therapy and psychiatry

A managed provider group delivering superior quality outcomes for patients.

A booking platform where patients can schedule an appointment within 3 minutes, and meet with a provider via live video as soon as the next day

An in-network benefit offered whereby employees pay the co-pay for behavioral health services until their deductible is met each year Once an employee’s medical deductible has been met, there is no cost for these services Note: LEARN’s benefit deductions are calculated from July 1 through June 30 of each year

Tuition Reimbursement Policy4129/4229

Certified staff members are eligible for tuition reimbursement on Day 1 of their employment Noncertified staff members must have completed at least one year of continuous employment with LEARN. To receive tuition reimbursement, the employee must be actively employed at LEARN at the time of reimbursement Additionally, to be eligible for tuition reimbursement, an employee must be scheduled to work at least 20 hours per week Employees must complete the Tuition Reimbursement application through the Tuition Reimbursement App which can be found on the Employee Hub on the LEARN website Staff must submit their request for tuition reimbursement at least fifteen (15) days prior to the start of the course Contact Human Resources at LEARNHRDepartment@learn k12 ct us for assistance

COBRA

Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986, you will be 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 questions about COBRA, Contact Human Resources at LEARNHRDepartment@learn k12 ct us for more information

Flexible Workplace Guidelines

LEARN’scorevaluesarestudentsuccess,relationships, service,diversity,communication,integrity,innovation andcreativity

LEARN’s flexible workplace aims to improve your employee experience, thus enabling you to deliver high-quality services and programs to our member districtsandcustomers

Contact your supervisor or Human Resources at LEARNHRDepartment@learnk12ctus for more information

Policies

ThefulllistofLEARNpolicies,asestablishedbytheLEARN BoardofDirectorscanbefoundontheEmployeeHubonthe LEARNwebsite Staffareexpectedtoknow,understand, andcomplywithallLEARNpolicies.

ThefulllistofLEARNpolicies,asestablishedbytheLEARN BoardofDirectorscanbefoundontheEmployeeHubon theLEARNwebsite Staffareexpectedtoknow,understand, andcomplywithallLEARNpolicies

TheLearnPolicylibraryisorganizedinSeriesasfollows:

Series0000–Purposes,GoalsandObjectives

Series1000–CommunityRelations

Series2000–Administration

Series3000–BusinessandNon-InstructionalOperations

Series4000–Personnel(Certified/Non-Certified)

Series5000–Students

Series6000–Instructions

Series9000–BylawsoftheBoard

BriefsummariesofsomeofLEARN’spoliciesareprovided below

Non-Discrimination

ReferencePolicy4118.11/4218.11

Thispolicyaffirmstheorganization’scommitmenttoequal employment opportunity and prohibits discrimination or retaliation in any employment practice Employment decisions must comply with state and federal law, unfair practicesarenotpermitted,andemployeesareprotected from reprisal for reporting concerns or participating in grievanceprocedures TheExecutiveDirectorisresponsible forestablishingprocedurestoaddressallegedviolations

Smoke-Free Environment

ReferencePolicy1331

This policy establishes all LEARN facilities, vehicles, and events as tobaccofree environments To promote health and model positive behavior, the use of tobacco products including electronic nicotine delivery systems is prohibited at all times by staff,students,andthepublic

Drug Free Workplace

ReferencePolicy41123/42123

This policy prohibits the manufacture, possession, use, or distribution of controlled substances in any LEARN workplace Violations may result in disciplinary action, up to and including termination Employees working under federal grants must comply with drug free workplace requirements and must report any workplace related drug conviction within five days

Dangerous Weapons

ReferencePolicy4148/4248

This policy prohibits the possession or storage of dangerous weapons on LEARN property, vehicles, program sites, or while accompanying LEARN students or clients LimitedexceptionsapplyforindividualswithwrittenauthorizationfromtheExecutive Directorandforpeaceofficersperformingofficialduties Employeeswhoviolatethis policyaresubjecttodisciplineuptoandincludingtermination,andnonemployeesmay betreatedastrespassersandsubjecttoarrest

Prohibition of Workplace Violence

ReferencePolicy4150/4250

Thispolicyaffirmsemployees’righttoaworkenvironmentfreefromviolence,threats, verbalabuse,hostility,anddiscrimination Actsofviolence,threateningbehavior,verbal abuse,anddiscriminatoryconductareprohibited,andemployeesarerequiredtoreport such behavior LEARN will promptly investigate reports and take appropriate action Violationsofthispolicymayresultindisciplineuptoandincludingtermination

Sexual Harassment

ReferencePolicy41182/42182

Thispolicyprohibitsallformsofsexualharassmentintheworkplaceandschoolfacilities byemployees,contractors,orvolunteers Sexualharassmentwillnotbetoleratedand may result in discipline up to and including dismissal Employees are encouraged to reportconcerns,whichwillbepromptlyinvestigated,withconfidentialitymaintainedand protectionfromretaliationforgoodfaithreporting

Nepotism - Employment of Relatives

ReferencePolicy4156/4256

This policy prohibits employment relationships that create a conflict of interest due to family or personal relationships with Board members or LEARN employees, in order to avoid favoritism or conflicts of interest

Security Check/Fingerprinting

ReferencePolicy41125/42125

Thispolicyrequiresthatalloffersofemploymentbe contingent upon successful criminal background checks, including state and national records and a DepartmentofChildrenandFamiliesChildAbuseand Neglect Registry check Applicants and individuals workingdirectlywithstudentsmustdiscloserelevant criminalhistoryandcompleterequiredcheckswithin establishedtimeframes

Notification of Assignments

ReferencePolicy4116/4216

This policy authorizes the Executive Director or designee to make employee assignments, reassignments, and transfers as needed to ensure organizational efficiency, consistent with applicable collectivebargainingagreements Employeesreceive annualcompensationandassignmentnoticesinMay andJuneandareresponsibleforreviewing,signing, andreturningtherequireddocumentationtoHuman Resources

Job Abandonment

ReferencePolicy4149/4249

This policy requires employees to notify their supervisor of any absence or anticipated lateness beforethestartoftheworkday Failuretoreportto workorprovidenoticeforthreeconsecutiveworkdays maybetreatedasavoluntaryresignation

Conflict of Interest

ReferencePolicy4158/4258

ThispolicyprohibitsemployeesandBoardmembers fromengaginginactivitiesorrelationshipsthatcreate conflicts of interest or could impair the proper performance of their duties, and from granting any specialtreatment,favor,oradvantagetoothers.

OSHA Bloodborne Pathogens

ReferencePolicy4147/4247

This policy requires all employees to complete annual OSHA Bloodborne Pathogens training, which is provided through an online tutorial, with instructions available from program directors

Travel Reimbursement

ReferencePolicy3314

Thispolicyestablishesrequirementsforreimbursing approved, reasonable, and properly documented workrelated travel expenses All travel must be preapprovedattheappropriatelevel,submittedwith required documentation within designated timeframes, and reimbursement may be denied for unapproved,duplicate,orexcessiveexpenses

Purchasing

ReferencePolicy3323

This policy requires employees to follow department specific procedures for requesting and ordering supplies and to consult their supervisor for guidance No purchases or services may be ordered until the purchase order has been approved and signed by the Executive Director

To review any LEARN policy in its entirety, follow the steps outlined here.

Step 1: Visit www learn k12 ct us

Step 2: Click on the Employee Hub (see image)

Step 3: From the Employee Hub page, click on LEARN POLICIES AND PROCEDURES (see image)

Guidelinesand Resources

Concerns/Issues/Conflict Resolution

From time to time, employment related concerns may arise that require resolution LEARN has established procedures for addressing personnel matters, disciplinary actions, and separations In most cases, the employee and supervisor should first discuss the issue directly If the concern is not resolved, either party may request assistance from Human Resources. Employees represented by the LEARN Education Association or the LEARN Administrators Association should refer to their applicable collective bargaining agreement for additional guidance.

Worker’s Compensation and Work-Related Injuries

Employeesmustreportanyworkrelatedinjurytotheir supervisor and to Trust Telecare at 8667301143 within24hoursoftheinjury TrustTelecareisavailable 24/7andprovidesinjurytriageandreportingIfmedical treatmentisneeded,authorizationfromtheTelecare nurse must be obtained before seeking care at an approvedtreatmentfacility

Treatmentfacilityoptionsinclude:

YaleNewHavenHealth(PequotHealthCenter),52 HazelnutHillRoad,Gorton

Middlesex Occupational Medical Center, 252 WestbrookRoad,Essex

Concentra Medical Center, 10 Connecticut Avenue,Norwich

ConcentraMedicalCenter,702MainStreet,East Hartford

HartfordHealthcareMedicalGroup,112Lafayette Street,Norwich

LEARN also conducts an incident investigation to identifyrootcausesandcorrectiveactions Boththe employeeandsupervisormustcompletetherequired injury investigation forms available on the Employee HubandsubmitthemtoHumanResources

LEARNmaintainsWorksiteSafetyCommitteesatboth the agency and site/program levels to support workplace safety and provide guidance Employees interested in joining a sitebased committee should contact their supervisor; those interested in the agencywide committee should contact the AdministrativeServicesOfficeatext1167

Use of Technologies

Confidentiality at LEARN

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 program

Information shared during the hiring of employees is confidential: this includes names of applicants, related documents 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

LEARN E-mail is not intended for transmitting confidential information. E-mail is susceptible to unwanted and unknown intrusions When transmitting an email with sensitive information, e g , SSNs, student name, etc , the email must be encrypted

Staff should avoid using their personal email to conduct any official LEARN business or contain any private or confidential district information

Papers with personally identifiable information, including documents that contain student grading 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

Prior written permission must be 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

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 internal and external LEARN community members and customers with timely email and voice mail responses

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 LEARN community members and customers in a courteous and respectful manner

Respects potential language and literacy barriers

For LEARN Administrators: Any communication sent from or to inhouse counsel or an attorney representing LEARN should include this warning header on each page: “Attorney client privilege: do not forward without permission ”

Applies the above to all communication through current and future technologies (e.g., voice mail, e-mail)

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

Technology Resource Use, Email, and Internet Use

LEARNbelievesintheeducationalvalueofelectroniccommunicationsandrecognizestheirpotentialtosupport LEARN’s educational program Resource sharing and communication for students, staff, and teachers has increased with access to telecommunications and to the Internet It is imperative that members of LEARN’s communityconductthemselvesinaresponsiblemannerconsistentwithFederalandstatelawwhileutilizingthe Internetandanyotherelectronicinformationretrievalsystem

AllusersofLEARN’stechnologyresourcenetworkisgovernedbypolicy Thisistrue,regardlessofwheretheusers maybelocated Violationswillbetakenseriouslyandmayresultindisciplinaryactionandcivilorcriminalliability It iseveryuser’sdutytousethetechnologyresourcesresponsibly,professionally,ethically,andlawfully

Whatare“TechnologyResources”?

ThetermtechnologyresourcesrefertoLEARN’sentiretechnologyinfrastructure Thetermincludes,butisnot limitedto,thecomputer,laptop,anddevicesystem,fileservers,applicationservers,communicationservers,mail servers,faxservers,webservers,software,datafiles,andallinternalandexternaltechnologyandcommunications networks (for example, Internet, commercial on-line services, value-added network, e-mail systems, LEARNprovidedaccounts)thatmaybeaccesseddirectlyorindirectlyfromLEARN’stechnologynetwork

WhoistheUser?

Theword“user”referstoallemployees,students,independentcontractors,consultants,temporaryworkers,and otherpersonsorentitieswhouseanyaspect(inanymanner)ofLEARN’stechnologyresources

OwnershipofTechnologyResources

TechnologyresourcesarethepropertyofLEARN Accesstotechnologyresourcesisprovidedsolelyforthe purposeofcarryingouttheeducationalandoperationalneedsofLEARN Alluseoftechnologyresourcesmustbe supportiveofLEARN’seducationalandoperationalobjectives Note:UseofLEARNtechnologyresourcesisa revocableprivilege

NoExpectationofPrivacy

UsersshouldneverconsidertheirusageofLEARN’stechnologyresourcestobeprivate

LEARNhastheright,butnottheduty,tomonitorallaspectsofitscomputertechnologyresourcesystem Users consenttoLEARNaccessingandreviewingallmaterialstheycreate,store,send,orreceiveonitssystemsor networksorwhenusingLEARNprovidedaccountsonpersonaldevices,includinganywebsitesaccessed Users understandthatLEARNmayusehumanorautomatedmeanstomonitoruseoftheLEARNtechnologyresources

Useofpasswordstogainaccesstothecomputersystemortoencodeparticularfilesormessagesdoesnotimply thatusershaveanexpectationofprivacyinsuchaccessormaterials LEARNhasglobalpasswordsthatpermititto access all material stored on the technology resource system, regardless of whether that material has been encodedwithaparticularuser’spassword

Technology Resource Use, Email, and Internet Use, continued...

OffensiveMaterial

LEARNhascompliedwiththeChildren’sInternetProtectionActrequirementsbyimplementinga“Technology ProtectionMeasure,”forallusers,thatis,specifictechnologythatblocksorfiltersInternetaccess Thisincludesthe installationofanydesignatedsoftwarethatmayblockorfilterpre-selectedsites;byword;entirecategoriessuchas chatandnewsgroupsorbypre-selectedlistsofapprovedsites StaffmustgetpriorapprovalfromITtohavea blockorfilterremoved,providedthereisabonafideeducationaloroperationalneed/purpose

Thefilteringsystemshallbeinadditiontoallothereffortsandisnotconsideredtobeafoolproofapproachto preventingaccesstomaterialsconsideredinappropriateorharmfultominors Theuserisadvisedthatmisuseof theInternetasitrelatestovisualdepictionsthatareobscene,childpornography,orharmfultominors,isconsistent withtheothercomponentsinLEARN’sComputertechnologyuse,E-mailandInternetPolicy

The Internet is a worldwide network of computers that contains millions of pages of information Users are cautionedthatmanyofthesepagesincludeoffensive,sexuallyexplicit,andinappropriatematerial Ingeneral,itis difficulttoavoidatleastsomecontactwiththismaterialwhileusingtheInternet Eveninnocuoussearchrequests mayleadtositeswithhighlyoffensivecontent Inaddition,havingane-mailaddressontheInternetmayleadto receiptofunsolicitede-mailcontainingoffensivecontent UsersaccessingtheInternetdosoattheirownrisk LEARNisnotresponsibleformaterialviewedordownloadedbyusersfromtheInternet

ProhibitedActivities

Users may not send material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating,defamatory,orotherwiseunlawfulorinappropriate Itdoesnotmatterhowsuchmaterialissent, whetheritisbye-mailorotherformofelectroniccommunicationFurther,suchmaterialmaynotbedisplayedonor stored in LEARN’s computers technology network Users encountering or receiving such material should immediatelyreporttheincidenttotheirsupervisor

Users must not alter the from line or other attribution-of-origin information in e-mail, messages or postings Anonymousorpseudonymouselectroniccommunicationsareforbidden

Withoutpriorwrittenauthorizationfromtheadministration,usersmaynotdoanyofthefollowing: Provideanyunauthorizedaccesstothetechnologyinfrastructuretoanyindependentcontractorsorclientsof LEARNorthird-partyindividuals/entities;

Open/tamperwithorinstallhardwareonLEARN’stechnologyresourcenetworkwithoutauthorization; Downloadand/orinstallunapprovedsoftwareonanyLEARNdevices

Modify,revise,transform,recast,oradaptanysoftwareordevices;or

Reverseengineer,disassembleordecompileanysoftware

Userswhobecomeawareofanysuchmisuseofsoftwareorviolationofcopyrightlawshouldimmediatelyreport theincidenttotheirsupervisor

Unlessexpresslyauthorizedbytheadministration,sending,transmitting,orotherwisedisseminatingproprietary dataorotherconfidentialinformationisstrictlyprohibited Unauthorizeddisseminationofthisinformationmay resultincivilliability

Technology Resource Use, Email, and Internet Use,continued...

Copyright

Intheiruseofcomputerresources,usersmustcomplywithallsoftwarelicenses;copyrights,andallotherstate, federalandinternationallawsgoverningintellectualpropertyandon-lineactivities

Theabilitytoread,alter,orcopyafilebelongingtoanotheruserdoesnotimplypermissiontoread,alter,orcopy thatfile Usersmaynotalterorcopyafilebelongingtoanotheruserwithoutfirstobtainingpermissionfromthe ownerofthefile

Security

Usersareresponsibleforsafeguardingtheirpasswordsforaccesstothetechnologyresourcesystem Individual passwordsshouldnotbeprinted,storedon-line,orgiventoothers Usersareresponsibleforallintentionalaccess using their accounts No user may access the technology resource system with another user ’ s passwords or accounts

Usersmaynotusethetechnologyresourcesystemto“snooporpry”intotheaffairsofotherusersbyunnecessarily reviewingtheirelectroniccommunicationsandfiles Auser’sabilitytoconnecttoanothertechnologyresource systemthroughthenetworkdoesnotimplyarighttoconnecttothosesystemsortomakeuseofthosesystems unlessspecificallyauthorizedbytheoperatorsofthosesystems

Eachuserisresponsibleforensuringthatuseofanydeviceand/oroutsidecomputersandnetworks,suchasthe Internet,doesnotcompromisethesecurityoftheLEARNtechnologyinfrastructure. Thisdutyincludestaking reasonableprecautionstopreventintrudersfromaccessingLEARN’snetworkwithoutauthorizationandtoprevent theintroductionandspreadofviruses

UsersshouldmakeeveryattempttouseLEARN’sguestnetworkswhenusingtheirpersonaldevices.

Viruses

Computervirusesisanymalicioussoftwaredesignedtospreadfromonedevicetoanother Virusescancause substantialdamagetotechnologyinfrastructure.Eachuserisresponsiblefortakingreasonableprecautionsto ensuretheydonotintroducemalwareintoLEARN’stechnologyinfrastructure

Onlyopenattachmentsorlinksfromtrustedsources Ifunsure,contactITtoauthenticatethevalidityofthe messageanditsattachments

Donotbypasssecuritysystemsorinstallunauthorizedsoftware

Donotturnoffsecuritytools(likeantivirussoftware)

If you think something is wrong (strange pop-ups, suspicious emails, etc.), notify - contact IT immediately.

ApprovedUseofEncryptionSoftware

EmployeesmayonlyuseencryptiontoolsthatareapprovedbyLEARN

EncryptionmethodsmustbeaccessibletoauthorizedITstaffwhenneeded

ProhibitedUseofEncryptionSoftware

Employeesmaynotuseprivateorhiddenencryptionthatpreventsadministrativeaccess

AlluseofencryptionmustfollowLEARN’slegalandsecurityrequirementsaswellasfederal,state,andlocallaw

Use of Technology and Student Recording

AccordingtotheUS DepartmentofEducation,takingvideosorphotographscreatesaneducationrecordas definedbyFERPA Aswithanyother“educationrecord,”aphotoorvideoofastudentisaneducationrecordwhen thephotoorvideois:(1)directlyrelatedtoastudent;and(2)maintainedbyaneducationalagencyorinstitutionor byapartyactingfortheagencyorinstitution (20USC 1232g(a)(4)(A);34CFR§993“EducationRecord”)Such photos or videos must be maintained and disclosed according to FERPA regulations and requirements https://studentprivacyedgov/faq/faqs-photos-and-videos-under-ferpa

Staffshallnotaudiorecord,videorecord,photograph,orotherwisecapturestudentactivity,interaction, orbehaviorusingLEARNissuedorpersonallyownedtechnologyexceptasexpresslyauthorizedbyLEARN Staffarefurtherprohibitedfromcreating,maintaining,orcreatingorstoringanyofficialorunofficialstudent recordoutsideofLEARNapprovedsystemsorprocesses

Thisrestrictionappliesregardlessofdeviceownershipandincludes,butisnotlimitedto,mobilephones,tablets, wearabledevices,cameras,andthirdpartyapplications

ViolationofFERPAmayresultindisciplinaryactionuptoandincludingtermination.

UseofTechnologyandExpectationofPrivacy

StaffshouldnotpresumeanyexpectationofprivacywhenusingLEARN-issuedtechnologyorpersonallyowned devicestoconductLEARNbusiness,accessLEARNsystems,orstoreLEARNdata.Staffmustuseprofessional discretion,follow“DoNotPhotograph”guidelines,andbeawarethatusingpersonaldevicesforLEARN-related communicationmayresultinthosedevicesandcommunicationsbeingsubjecttolegalaccessunderFERPAand theFreedomofInformationAct(FOIA)

Social Networking & Electronic Communications Guidelines

LEARN encourages staff to advocate for LEARN, our member districts, and the communities we serve in a professionalmanner Whenusingtechnology,itisimportanttorememberthatelectroniccommunicationcanbe misinterpretedandmayextendbeyonditsintendedaudience,oftenwithoutthesender’sknowledge

Thefollowingguidelinesareintendedtoremindstaffthat:

EmployeesshouldhavenoexpectationofprivacywhenusingLEARN’stechnologysystemsorplatforms EmployeesarenotauthorizedtospeakonbehalfofLEARNunlessexplicitlydesignatedtodoso

Employees retain the right to speak as private citizens on matters of public concern, in accordance with applicablelawsandpolicies

LEARN will regulate the use of social networking and electronic communications by employees, including employees’personaluseofsuchmedia,whensuchuse: Disruptsand/orinterfereswiththeworkofLEARN; IsusedtoharasscoworkersorothermembersoftheLEARNcommunity; Createsahostileworkenvironment; BreachesconfidentialityobligationsofLEARNemployees;or HarmsthegoodwillandreputationofLEARNinthecommunity

Whenemployeeuseofsocialnetworkingandelectroniccommunicationstakesplacecompletelyoutsideofwork, whatiscommunicatedmayhaveaneffectonanemployee’sabilitytoperformtheirjob,ortheircolleagues’abilities todotheirjobs,andonLEARN’sinterests

NothingintheseguidelinesshouldbeconstruedasimplicitpermissiontorepresentLEARNonline OfficialonlinecommunicationsonbehalfofLEARN,includingtheestablishmentofwikis,blogs,socialnetworking pages,andotheronlinesitesrepresentingLEARNoranyLEARNorganization,mustbeapproved.Allsuchworkrelated online sites must be authorized in writing by, and coordinated with, the Department Director and/or ExecutiveDirector,priortobeingpublished Allonlinecontentwillbereviewedandapprovedbeforeitispublished unlessadifferentarrangementhasbeenapprovedinwritingbytheExecutiveDirector

DisciplinaryConsequences:Violationofanyoftheseguidelinesand/orrulesmayleadtodisciplineupto andincludingtheterminationofemployment.

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:

1Employeesmaynotmention,discussorreferenceLEARN,itsschools,itsprogramsand/orservicesonpersonal socialnetworkingsites,unlesstheemployeealsostatesthatthepostisthepersonalcommunicationofan employeeofLEARNandthattheviewspublishedaretheemployee’saloneanddonotrepresenttheviewsof LEARN Employeesareexpectedtouseadisclaimerlike,“Thepostingsonthissitearemyownanddonot representtheviewsofLEARN”

2Useofpersonaldevicesandsocialmediafornonworkrelatedmattersshouldbelimitedduringworkhours

3Employeesmaynotpublishimagesoforcitepersonalinformationabout,includingbutnotlimitedto:LEARN students/participants, colleagues, member LEAs, LEA employees or their students, partners, collaborators, vendors,orcompetitorswithoutsuchindividual’sexpressconsent,unlesstheemployeeisaddressinganissue ofpublicconcernandtheemployee’sspeechfallsunderapplicableconstitutionalprotectionspertainingto same

4Employeesarerequiredtomaintainappropriateprofessionalboundaries Forexample,itisnotappropriatefor anemployeeto“friend”astudent/clientortheirparent/guardianorotherwiseestablishspecialrelationships with selected students/clients through personal social media, such as Facebook, or other electronic communications,anditisnotappropriateforanemployeetogivestudents/clientsorparents/guardiansaccess topersonalpostingsunrelatedtoLEARN.

5EmployeesmaynotuseLEARN’slogointheirpersonalelectroniccommunicationsunlesswrittenconsenthas beenobtainedinadvancefromtheDepartmentDirectorand/ortheExecutiveDirectorThisprohibitionextends totheuseoflogosortrademarksassociatedwithindividualschools,programs,productsand/orservicesof LEARN

6Employeesshouldnotengageinanyconductthatwouldnotbeappropriateintheworkplace,andareexpected to refrain from harassing, defamatory, abusive, discriminatory, threatening, or other inappropriate communications.

7Employeesareindividuallyresponsiblefortheirpersonalelectroniccommunications Employeesmaybesued by other employees, parents or others, and any individual who views an employee’s electronic posts as defamatory,pornographic,proprietary,harassing,libelous,beingaviolationofcopyright,creatingahostilework environmentorotherwisebeingunlawful Employeesshouldkeepinmindthattheymaybepersonallyliablefor claimsrelatedtoactivitiesoutsidethescopeoftheiremployment

8EmployeesarerequiredtocomplywithallLEARNpoliciesandprocedureswithrespecttotheuseofcomputer equipment,cellphones,networksorotherelectronicdeviceswhenaccessingsocialnetworkingsitesand/or communicatingelectronically AnyaccesstopersonalsocialmediaactivitieswheninanyLEARNfacilityor programsite,whetherusingLEARNorotherequipment,mustcomplywithsuchpoliciesandmaynotinterfere withanemployee’sdutiesatwork

9LEARNreservestherighttomonitorallemployeeuseofLEARNcomputers,cellphones,andotherelectronic devices,includingemployeetexting,blogging,andsocialnetworkingactivity

10AllpostsonpersonalsocialmediamustcomplywithLEARNpoliciesconcerningconfidentiality,includingthe confidentialityofstudentinformation.Ifanemployeeisunsureabouttheconfidentialnatureofinformationthat theyareconsideringposting,theemployeeshallconsultwiththeirsupervisorpriortomakingthepost

11EmployeesmaynotlinkapersonalsocialmediasiteorotherWebpagetotheLEARNWebsiteortheWebsites ofindividualschools,programs,products,orservices,orpostLEARNmaterialonasocialmediasiteorWeb page without the permission of their supervisor and the approval of the Department Director and/or the ExecutiveDirector,priortoposting ApprovalofyoursupervisorisrequiredbeforetaggingLEARNonasocial mediapostorwebsite

12.AllLEARNpoliciesthatregulateoff-dutyconductapplytosocialmediaactivity,including,butnotlimitedto, policiesrelatedtopublictrust,illegalharassment,codeofconduct,andprotectingconfidentialinformation

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

1.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 work-related 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 Marketing & Communications in the creation and publication of the site, as well as the publication of any content thereafter

3 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, discriminatory, threatening, or other inappropriate communications es are required to comply with all LEARN policies and procedures and all le laws with respect to the use of computer equipment, cell phones, s, or other electronic devices when accessing LEARN-sponsored social ng or other electronic communications

eserves the right to monitor all employee use of LEARN computers, cell and other electronic devices, including employee e-mail, texting, and social networking activity ent shared on LEARN-sponsored media must adhere to LEARN policies g confidentiality, including the safeguarding of student information This o all platforms, including TalkingPoints Staff must review the “Do Not aph” list before posting or sharing any images, videos, or other media If oyee is unsure whether information or content may be confidential, they consult with their supervisor and obtain written authorization prior to es must follow all applicable copyright and fair use laws when creating or s a g online content. This includes properly citing sources, respecting intellectual property rights, and transparently acknowledging the use of artificial intelligence (AI) tools in the development of content

9 Employees may not tag, link to, or otherwise reference personal social media accounts on LEARN-sponsored platforms unless those accounts are sponsored or approved by LEARN

10 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

Remember that e-mail, Teams, or other types of electronic messages are 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

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 on your behalf

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 Hours

LEARN Central Office is located at 44 Hatchetts Hill Road, Old Lyme, CT and is open from 8:00 am - 4:30 pm except for major holidays Voice mail is available twenty-four hours per day and is checked during open hours of operation

LEARN Office / School Closings

SchoolMessenger serves as the notification system for informing employeesaboutofficeand/orschoolclosures Employeesmustkeeptheir contactinformation–particularlytelephonenumbers–uptodatewith theirsupervisorandHumanResources

School-basedstafftypicallyfollowtheschoolclosingdecisionsmadeby theprincipal(s)ofthemagnetschoolsinwhichtheywork LEARNCentral Office staff follow office closing decisions made by LEARN’s Executive Director

LEARN Office / School Delays

LEARNfollowsastandard2-hourdelay Ifanemployeehasanyquestions aboutthis,theyareexpectedtocontacttheirsupervisor

LEARN Calendar

ThecalendarfortheupcomingfiscalyearforLEARNadministrativestaffis distributedinMayandJune HumanResourceswillprovideyouwitha copyuponrequest Allschool-basedemployeeswillgenerallyfollowthe calendarfortheschoolinwhichtheirclassroomislocatedforholidays, vacationperiods,etc

Official Bulletin Board

Official notices as required by law are posted in the Staff lounge at LEARN, 44 Hatchetts Hill Road, Old Lymeaswellasineachbuilding’sstaffarea/lounge

Annual Asbestos Notice

All LEARN buildings that are occupied by LEARN employeesandstudents,havebeeninspectedbyan accredited inspector as required by the Asbestos Hazard Emergency Response Act of 1986 (AHERA). AHERA requires Local Education Agencies (LEAs) to identifyAsbestosContainingMaterials(ACM)intheir school building and to take appropriate actions to controlthereleaseofasbestosfibers

Thebuildingswillbereinspectedevery6monthsby qualifiedschoolpersonneltodetermineanychangesin theconditionoftheidentifiedACM Additionally,the schoolbuildingswillbereinspectedevery3yearsbyan accreditedandlicensedinspectorfollowingthesame basiccriteriaastheoriginalinspection

An Asbestos Management Plan (AMP) has been prepared by an accredited and licensed asbestos managementplannerasrequiredbyAHERAandthe StateofConnecticutDepartmentofHealth TheAMP is available for review during the normal business hours,withoutcostorrestriction,torepresentativesof EPA and the State of Connecticut, school district personnel, their representative, parents or legal guardiansandthepublic

Crisis/Emergency Plans

LEARN and each school have developed Safety Plans based on state requirements Plans have been developed for responding to various crisis or emergency situations such as fire or extreme weather conditions Employeesshouldbefamiliarwiththeplan for their own work location and/or department The Safety Teams also strongly recommend that each employee have their own personal plan to address familyneedsatthetimeofaregionalemergency

Steps to Enroll in a Retirement Savings Plan 403(b) or 457(b)

1 After you have reviewed and completed the paperwork with your provider, then go to the OMNI & TSACG Compliance Service Website:

a U S OMNI - Home Page (quick link) OR

b www omni403b com (full URL address)

2 On the banner, hover over the word “Employees” and when the dropdown menu appears, choose the “Start | Change Contributions” option

3 The next page takes you to the Salary Reduction Agreement Forms and you will be prompted to:

a.Select from a pulldown menu “Select Employer State” = Choose CT.

b.After selecting CT, you need to enter the “Employer Name” - Enter LEARN Regional Educational Service Center.

c Hit “GO”

4 Choose whether you wish to open a 403(b) or a 457(b) retirement savings account You can do this by clicking on the account type you prefer The account type you have chosen will appear in red font In the example below (see image), the user has opted to create a 403(b) account because it appears in red font

5 a If you are choosing a single investment account (i e if you have chosen one approved provider from the list of

approvedproviders)clicktofilltheradiobuttonandopttocompletetheExpressShortenedOnlineForm If youarechoosingmorethanoneinvestmentaccount,youwillneedtoclicktheradiobuttonforthe403(b) OnlineSRASubmissionandfollowthesteptocompletetheSRAform Intheexamplebelow,theuserhas optedtoinvestinasingleinvestmentaccount

The2026RetirementAccountContributionLimitsinto403(b)and457(b)plansare:

Underage50-$24,500

Age50-59or64+-$32,500($24,500+$8,000catch-up)

Age60-63(SpecialCatch-Up)-$35,75(24,500+$11,250catchup)

Theselimitsapplytobothemployerandemployercontributions,butthemaximumamountanemployeecan contributethroughsalarydeferralis$23,500

b When finished with Step 5, Click Let’s Begin

Steps

to Enroll in a Retirement Savings Plan 403(b) or 457(b),continued...

6 a You will click the box following the 403(b) explanation at the top of the page only IF you have contributed to another403(b),401(a),or401(k)planofferedbyanotheremployerinthelastyear Pleasebesuretoreadthe reasontocheckthisboxcarefullyandthentaketheappropriateaction

b Enter your full first name

c Enter your full last name

d Enter your birth date

e Check the box if you are NOT a full-time employee

f Click Next

7 a Select the Plan Type from the pulldown menu and choose either 403(b) or 403(b) Roth

b Select the Investment Provider from the pulldown menu (select fund)

c Enter the amount you wish to contribute per pay period Note: You do not have to contribute to receive the

LEARNcontribution,however,youmustplaceazero(0)in“amount(perpay)”textbox Note:Youmayalso addanotheramountifyoudowishtocontributetoyourretirementsavingsplan

d When to expect the LEARN contribution: LEARN’s fiscal year ends on June 30th The LEARN Non-Certified

Staff,whoareeligibletoreceivetheLEARNemployercontribution,andemployedasofJune30thwillreceive theLEARNcontributionTheemployercontributionwillbepaidtoalleligibleemployeesbythesecondpayroll inJulyExample:Thefiscalyear25-26LEARNcontributionwillbepaidtoallemployeeswhoarestillactiveon June30,asLEARN’sfiscalyearendsonthatdate.

8 a Enter the email that you want to be associated with your OMNI account It is recommended that you use a

personalemailaddress

b Enter your Social Security Number

c Click Submit to Omni

9 You will receive a tracking number for your request You will need to re-enter your Social Security Number to confirmyoursubmissionPleaseretainthisinformationforyourrecords

Contact Human Resources at LEARNHRDept@learn k12 ct us for assistance

This Notice Describes How Medical Information About You May Be Used And Disclosed

And How You Can Get Access To This Information.

TheHealthInsurancePortabilityandAccountabilityActof1996(HIPAA)isafederalprogramthatrequiresthatallmedical recordsandotherindividuallyidentifiablehealthinformationusedordisclosedbyusinanyform,whetherelectronically,on paper,ororally,arekeptproperlyconfidential TheActgivesyousignificantnewrightstounderstandandcontrolhowyour healthinformationisused HIPAAprovidespenaltiesforcoveredentitiesthatmisusepersonalhealthinformation

AsrequiredbyHIPAA wehavepreparedthisexplanationofhowwearerequiredtomaintaintheprivacyofyourhealth informationandhowwemayuseanddiscloseyourhealthinformation

Wemayuseanddiscloseyourmedicalrecordsonlyforeachofthefollowingpurposes:Treatment,payment,andhealthcare operations

Treatment means providing, coordinating, or managing health care and related services by one or more health care providerAnexampleofthiswouldincludecasemanagement

Paymentmeanssuchactivitiesasobtainingreimbursementforservices,confirmingcoverage,billingorcollectionactivities, andutilizationreview Anexampleofthiswouldbeadjudicatingaclaimorreimbursingaproviderofanofficevisit Healthcareoperationsmeansuchbusiness-relatedactivitiesasconductingqualityassessmentandimprovementactivities, auditingfunctions,cost-managementanalysis,andcustomerservice Anexamplewouldbeaninternalqualityassessment review

Wemayalsocreateanddistributede-identifiedhealthinformationbyremovingallreferencestoindividuallyidentifiable information

Wemaycontactyoutoprovideinformationabouttreatmentalternativesorotherhealth-relatedbenefitsandservicesthatmay beofinteresttoyou

Anyotherusesordisclosureswillbemadeonlywithyourwrittenauthorization Youmayrevokesuchauthorizationinwriting, andwearerequiredtohonorandabidebythatwrittenrequest,excepttotheextentthatwehavealreadytakenactionsrelying onyourauthorization.

Youhavethefollowingrightswithrespecttoyourprotectedhealthinformation,whichyoucanexercisebypresentingawritten requesttothePrivacyOfficer:

Therighttorequestrestrictionsoncertainusesanddisclosuresofprotectedhealthinformation,includingthoserelatedto disclosurestofamilymembers,otherrelatives,closepersonalfriends,oranyotherpersonidentifiedbyyou Wearenot, however,requiredtoagreetoarequestedrestriction Ifwedoagreetoarestriction,wemustabidebyitunlessyouagreein writingtoremoveit

Therighttoreasonablerequeststoreceiveconfidentialcommunicationsofprotectedhealthinformationfromusbyalternative meansoratalternativelocations

Therighttoinspectandcopyyourprotectedhealthinformation

Therighttoamendyourprotectedhealthinformation

Therighttoreceiveanaccountingofnon-routinedisclosuresofprotectedhealthinformation

Wehavetheobligationtoprovide,andyouhavetherighttoobtainapapercopyofthisnoticefromusatleastonceeverythree years

Wearerequiredbylawtomaintaintheprivacyofyourprotectedhealthinformationandtoprovideyouwithnoticeofourlegal dutiesandprivacypracticeswithrespecttoprotectedhealthinformation

ThisnoticeiseffectiveasofApril1 2004andwearerequiredtoabidebythetermsofthisNoticeofPrivacyPracticescurrently ineffect WereservetherighttochangethetermsofourNoticeofPrivacyPracticesandtomakethenewnoticeprovisions effectiveforallprotectedhealthinformationthatwemaintain Wewillpostandyoumayrequestawrittencopyofarevised NoticeofPrivacyPracticesfromthisoffice

Youhaverecourseifyoufeelthatyourprivacyprotectionshavebeenviolated Youhavetherighttofileaformal written complaintwithusattheaddressbelow,orwiththeDepartmentofHealthandHumanServices,OfficeforCivilRights,about violationsoftheprovisionsofthisnoticeorthepolicies,procedures,orregulationsofouroffice Wewillnotretaliateagainstyou forfilingacomplaint